EFFECT OF EMPLOYEE MOTIVATION ON ORGANIZATIONAL PRODUCTIVITY IN NIGERIA BOTTLING COMPANY

EFFECT OF EMPLOYEE MOTIVATION ON ORGANIZATIONAL PRODUCTIVITY IN NIGERIA BOTTLING COMPANY

ABSTRACT

The issue of motivation has consistently posed a significant challenge to business organizations around the world, particularly in manufacturing industries where high levels of productivity affect or play a significant role in determining an organization’s profitability, growth, development, stability, and future success. As a result, in order to succeed in maintaining a competitive advantage over its competitors and avoiding a steady decline in employee productivity levels, an organization must ensure that members of the workforce are adequately motivated. The purpose of this study is to investigate the impact of employee motivation on organizational productivity. In order to investigate the effects of employee motivation on organizational productivity levels, the study used a descriptive and causal research design, as well as the survey method. Everyone in the population The study had 276 participants, so the sample size was determined to be 163. The main data collection tool was a well-structured self-administered questionnaire, which was administered to 163 respondents, 140 of whom were retrieved and appropriately filled. Multiple regression analysis was used to analyze the data. According to the results of the hypotheses tested, employee motivation has a positive and significant effect on organizational productivity. Although both intrinsic and extrinsic factors are significant predictors of productivity, the study concluded that extrinsic factors appear to be more significant or valued by respondents in the organization studied. Furthermore, this study recommended that organizational management take appropriate steps to identify the factors that motivate their employees. and look for ways to keep them motivated in order to improve their performance and productivity levels.

CHAPTER ONE

INTRODUCTION

1.1           Background to the Study

The constant changes that are taking place in the world today, particularly in terms of technology and service innovation, require organizations to rethink how they treat their employees. Every organization’s primary goal is to achieve its objectives in the face of change. To a large extent, the achievement of organizational goals is dependent on various resources, and one major resource that is directly related to the achievement of organizational goals is human resources. As a result, employee performance is regarded as crucial in the achievement of organizational goals as well as its productivity. 2007 [Harmon]. Any industry’s workforce is a critical resource to its success. Human capital is regarded as the most valuable asset in the twenty-first century.

any corporation (Hafiza, Shah, Jamsheed & Zaman, 2011). The human resource is the most important of all production factors, and human capital is what distinguishes one organization from another (Maimuna & Rashad, 2013).

Employee performance is influenced by factors such as ability, effort, skill, environment, and motivation.

Motivation is the process of energizing, maintaining, and directing an individual’s behavior toward organizational goals. This process regulates behavior by initiating it when it is required or appropriate and terminating it when the goal is met. It should be noted that the presence of ability, skill, and effort without motivation may not result in high levels of performance. As a result, motivation is critical for employee performance.

Motivation, as a process, began with a human need. This causes a vacuum in the person. An internal driving force is generated in an attempt to fill the vacuum, which initiates and sustains a chain of action and reaction. At that point, the vacuum is also filled. Nnabuife (2009) defines motivation as the internal or external driving force that produces the willingness to perform an act to a successful conclusion. This first aspect of motivation is referred to as internal motivation because the driving force originates within an individual. The organization employs the second aspect, external motivation. Employees are motivated to identify with the organization in order to satisfy their diverse and varied needs and desires. Unless and until they are

They will never stop obstructing the smooth operation of organizations unless they are identified and properly satisfied. Managers’ ability to motivate their subordinates is an example of soft skills in human resource management, which is now a dominant trend in global management (Stblo, 2008).

According to Grant (2008), motivation influences employee outcomes such as performance and productivity. He also established that motivated employees, as opposed to less motivated employees, are more oriented toward autonomy and are more self-driven. Furthermore, motivated employees are more engaged and involved in their work and jobs, and they are more willing to accept responsibilities (Kuvaas & Dysvik, 2009).

Given that all organizations are concerned with what should be done to achieve sustained high levels of performance through people, this entails providing

It is impossible to overstate the importance of paying close attention to how individuals can be best motivated through such means as incentives, rewards, and, most importantly, the work they do and the organizational context in which they carry out that work (Armstrong, 2010). Without increased employee motivation and morale, the organization risks losing valuable employees and will be at a competitive disadvantage in attracting potential top talents (Dessler, 2003).

According to Hafiza et al. (2011), several factors such as training and career development opportunities, working environment, employee relationship with manager, job security, and company over all policies and procedures for rewarding employees (compensation) can all have an impact on employee performance. Among the factors that influence employee performance, motivation with rewards is critical (Carraher, Gibbson & Buckley, 2006).

According According to Iqbal et al. (2012), employee motivation and ability collectively participate in employee performance and in difficult tasks assigned by the manager in order to achieve maximum productivity. Researchers nowadays are more concerned with increasing productivity, perfection, and working ability. Employee needs and desires have become more important in research history. Motivation is a key concept in psychology, and most managers strive for maximum output and productivity. They deal with it well and motivate their employees effectively. It also encourages employee and manager cooperation and increases their responsibilities. Also, encourage their subordinates to participate, to take their responsibilities more seriously, and to assist in the supervision of other employees.and keep track of their progress. And motivate them to have the most interaction with their work, as well as knowing their working capacity and assigning work based on it in order to maximize productivity (Ali, Abrar and Haider, 2012).

1.2       Statement of the Problem

Giving your employees the right mix of guidance, direction, resources, and rewards will inspire and motivate them to work the way you want them to. As a result, a large portion of the problems can be easily solved by instilling proper motivation. In today’s competitive environment, organizations are placing a greater emphasis on human resource management. A successful manager is one who can effectively manage his employees. In this situation, motivational tools are the most effective. We must always remember that employees are not solely motivated by money, and that employee behavior is linked to their attitudes. According to James (2014), three warning signs of a demotivated workforce are a poor work environment, slipping performance, and burnout.

Standard of living and productivity have both declined. He also stated that if any of these factors is seen to be declining, there is a good chance that the company is experiencing a demotivated workforce. Most organizations and businesses, particularly manufacturing firms, have failed to recognize the importance of motivation as an idea, whether it is intrinsic, such as employee well-being, relationships with managers, organizational policies, or extrinsic, such as training and career development, excellent working conditions, compensation, and promotion, among other factors that improve employee and organizational productivity levels.

Employee wellbeing, adequate compensation, promotion, good relationships with coworkers, and relationships with managers can all improve an employee’s effectiveness and efficiency.

the workplace. This is because good relationships with coworkers and managers promote unity and provide employees with a sense of belonging and acceptance, which boosts employee performance and productivity levels. Employees who have such relationships both inside and outside of the workplace tend to be more effective and efficient, and thus very productive in carrying out their duties. As a result, organizations should promote employee harmony by organizing social functions that bring employees and managers together (Jibowo, 2007).

As a result, the best strategy for an organization is to provide suitable work environments that allow their workforce to meet or exceed expectations, as well as to offer a variety of motivators to improve enthusiasm, performance, and productivity levels.

1.3       Research Objectives

The study’s primary goal is to investigate the impact of employee motivation on employee performance within a bottling company, as well as its impact on organizational productivity within a manufacturing company. As a result, the following are the specific goals:

Determine the impact of employee well-being on the level of worker effectiveness.
Determine the impact of employee relationships with managers on worker efficiency.
Investigate the impact of training and career development on worker efficiency.
Investigate the impact of compensation on employee effectiveness.
Determine the impact of the work environment on employee productivity.

1.4       Research Questions

The research study will address the following research questions in light of the objectives:

What impact does employee well-being have on employee effectiveness?
How does an employee’s relationship with their manager affect their level of productivity?
How do training and career development affect a worker’s efficiency?
What effect does compensation have on a worker’s level of effectiveness?
What effect does the work environment have on an employee’s level of efficiency?

1.5       Research Hypotheses  

The questions posed above lead to hypotheses that will be tested on motivation and productivity in a Nigerian manufacturing company. The following are the research’s hypotheses:

Employee well-being has no discernible influence on worker effectiveness.
Employee relationships with managers have no discernible effect on worker efficiency.
Training and career development have no discernible effect on worker efficiency.
Compensation has no effect on the worker’s level of effectiveness.
The work environment has no discernible impact on employee productivity.

1.6       Scope of the Study

The purpose of this study is to investigate the impact of employee motivation on organizational productivity in a bottling company in Nigeria. As a result, the scope of the study will be limited to the Coca-Cola Bottling Company in Nigeria. As a result, the participants in the study will be employees and managers from the organization.

be used in the study.

1.7       Significance of the Study

The findings of this study would be beneficial to the management of Coca-Cola Bottling Company because it would provide them with a better understanding of the appropriate motivational factors that positively impact their employees and how this in turn improves organizational productivity as a whole. The study’s findings would also be beneficial to similar companies in Nigeria to Coca-Cola Bottling Company.

This study is also relevant to society because it will increase people’s knowledge and understanding of how employee motivation can improve organizational productivity within a specific company.

Furthermore, the findings of this study will inform the government and policymakers about how employee motivation can be used as a tool to improve organizational productivity within Nigerian bottling companies.

1.8       Operationalization of Variables

Motivation and productivity are the study variables that will be identified. The study will seek to investigate the effect of motivation, the independent variable, on productivity, the dependent variable.

This is expressed mathematically as:

Y = f(X) (X)

Where:

Y stands for dependent variable.

X = Unknown variable

In the context of the preceding topic, organizational productivity is a function of employee motivation.

This is P=f (M)

The dependent variable, Y (EP), is composed of a few elements. That is to say,

Y=f (y1, y2) (y1, y2)

As an example;

Y=f(X)

Where:

Employee Motivation = X

Intrinsic

x1 = Employee Happiness

x2= Employee-Manager Relationship

Extrinsic

x3= Education and Career Advancement

Compensation x4

x5= Working Conditions

Y stands for Organizational Productivity.

y1 = Efficiency

y2 = Effectiveness

Therefore:

y1 = f(x1) (x1) ————————————— (1) (1)

y2 = f(x2) (x2) ————————————— (2) (2)

y2 = f(x3) (x3) ————————————— (3) (3)

y1 = f(x4) (x4)

y2 = f(x5) (x5) ————————————— (5) (5)

We have based on regression;

y1 = α0 + β1×1 + µ ———————- (1) (1)

y2 = α0 + β2×2 + µ ———————- (2) (2)

y2 = α0 + β2×3 + µ ———————- (3) (3)

y1 = α0 + β2×4 + µ ———————- (4) (4)

y2 = α0 + β2×5 + µ ———————- (5) (5)

Where is the equation’s constant, is the coefficient of X, the independent variable, and is the error or stochastic term.

1.9       Definition of Terms 

Employee Productivity: this is the degree to which employees are effective and efficient in their assigned task or job.

Motivation is defined as what stimulates and guides human behaviors, as well as how these behaviors are sustained in order to achieve a specific goal.

Employees: Employees are people who are hired to work under contract in an organization; they are referred to as an organization’s workforce.

Productivity is a summary measure of the quantity and quality of work performance that takes into account resource allocation. It can be assessed at the individual, group, and organizational levels.
Organizational Productivity: The efficiency and effectiveness with which managers use resources to achieve organizational goals.

Effectiveness is a measure of how well workers’ productivity levels meet predetermined goals and objectives.

of the organization.

Employee Effectiveness: is a qualitative characteristic that indicates how well an employee addresses job-related issues and how well he or she achieves predetermined goals and objectives.

Efficiency is derived from the relationship between inputs and outputs and refers to the degree to which outputs are realized while minimizing production costs.

Employee efficiency refers to an employee’s ability to produce or perform the same amount of work with the same amount of resources.

1.10     CHAPTERIZATION

The entire research project is divided into five chapters. The first chapter is an introductory section that includes the study’s background, problem statement, research objectives, research questions, research hypothesis, scope of the study, significance of the study, operational definition of terms, and chapterization. The second chapter will include previous reviews and discussions on the topic, as well as references to conceptual, theoretical, and empirical frameworks. The study’s research methodology will be covered in Chapter three. The fourth chapter focuses on data presentation analysis and interpretation. The fifth chapter will include a summary of findings, conclusions, and recommendations for future research studies.