THE IMPACT OF MOTIVATION ON EMPLOYEE PRODUCTIVITY

THE IMPACT OF MOTIVATION ON EMPLOYEE PRODUCTIVITY

CHAPITER 1

INTRODUCTION

1.1 THE STUDY’S BACKGROUND

Every human culture has regular people who engage in a range of labor activities to make ends meet. People’s interest will be piqued and their willingness to contribute to the advancement of their own standards and, more importantly, to the expansion and sustainability of the organizations in which they work will increase as more people accomplish their desired goals and objectives through carrying out one job or another. Therefore, competent organizational managers or leaders often implement one type of motivational tactic or another in order to motivate their staff to achieve high productivity in the banking company. This helps them gain the attention and support of the workforce.

Motivation is the readiness to put in significant effort toward organizational goals in exchange for the ability to satisfy specific personal demands. In actuality, motivation is a technique for getting the greatest performance out of oneself or others in their work for you by appreciating their moral or financial contributions. Obisi (2022) defines motivation as the capacity to work. To push the button in order to get the intended response, in his opinion, is the act of motivating someone or oneself to take the desired action. No matter how intelligent and skillful a person is, without the right motivation, they will eventually falter like an engine without oil (Obisi, 2022).

As of now, motivation has been recognized as a key component of high organizational productivity and as the main driver of peace and harmony in both the public and private sectors of a country’s economy. For instance, in the banking sector, bank personnel need to be encouraged to work effectively and contribute to the high output of the sector. People are attracted to jobs with high employee satisfaction and steer clear of those with few or no motivating rewards. In truth, whether it be a corporate organization or the financial industry, motivation plays a key role in the lives of employees in every business. Despite their awareness of the challenging roles motivation plays in the lives of their employees and the organization as a whole, it is regrettable to note that the majority of companies owned by the government or private capitalists do not appear to pay much attention to the welfare of their employees. Any organization that lacks motivation will experience conflict between management and employees, who will view the leadership as exploitative, greedy, and inhumane (Onuoha, 2022).

The persistent chase of unusual profit frequently diverts organizational managers’ attention away from developing more efficient ways to show their appreciation for their employees. The majority of banking companies, like Finbank Nigeria Plc, are typically more focused on maximizing profits by demanding its personnel or employees to meet exceptionally high monthly marketing goals without offering compensatory bonuses or extra benefits. Teachers and lecturers in various institutions, such as schools, frequently go on strike and participate in labor activities to express their displeasure with their managers’ egregious incapacity and lack of drive (Osuoha, 2022).

If unfortunate enough to fall short of the ludicrously high standards, some people lose their jobs. Even though most employers seem to be paid more, they don’t have much time to themselves. For the sake of marketing, certain socialites in particular find it tedious to be confined or exposed to the field for a very long time each day. However, it appears that this directly affects how well each employee performs on the job, particularly bank staff.

Through the provision of competitive pay and improved benefits, the workforce must be improved and inspired. This is crucial because, despite the fact that management watches and controls employee behavior and business operations, people are the backbone and lifeblood of every company. The fact that encouraging employees is safer and less expensive than treating them with hatred and disrespect does not seem to have occurred to many firms. The more contented a worker is, the more committed to the company they are, and the less likely they are to look for job elsewhere. Undoubtedly, such uniformity would boost staff productivity as well as the bank’s or organization’s revenue and profits (Aikomu, 2022).

If they are not well-cared for in terms of increased income and salary in addition to robust welfare programs, people are more likely to move occupations. If employers in the banking sector and other sectors encouraged their staff, they would be better able to compete with their rivals. Perhaps management in the banking industry should receive training on the importance of prioritizing the welfare of their employees. This would help build strong working relationships between management and employees as well as improve individual employee job performance and organizational productivity. This would undoubtedly lead to unity and tranquility within the banking sector (Nlem, 2022).

SITUATION OF THE PROBLEM

By failing to offer adequate salaries and compensation, as well as adequate welfare packages, it appears to have become standard practice in corporations to overlook their employees’ motivation. Managers occasionally lament not having enough time for their personal obligations and responsibilities due to their long office hours. Every employee being required to labor above their assigned duties seems to have made the issue worse (Obisi 2022).

However, this undermines employee morale and reduces their productivity, effectiveness, and performance. The purpose of this study is to ascertain whether or not employee motivation has an impact on productivity. The study will also look into the reasons certain managements hold unfavorable opinions about employee motivation.

1.3 STUDY’S OBJECTIVES

This study’s major goal is to investigate how employee motivation affects productivity. More specifically, the following goals of this study are:

i. To determine whether employee motivation can increase their commitment.

ii. To determine whether a lack of motivation results in a lack of commitment from the workforce.

iii. To investigate the motivational strategies used by employers.

iii. To ascertain the elements that employers take into account when evaluating motivation.

1.4 QUESTIONS FOR RESEARCH

This study will be guided by the following research questions:

i. Can employee commitment be increased by motivation?

ii. Does a lack of motivation result in a lack of commitment from the workforce?

iii. What motivational techniques do employers use?

iv. What elements do employers take into account when evaluating motivation?

1.5 RELATIONSHIP TO OTHER STUDIES

The study would be very helpful to firms in Nigeria as it relates to the growth of a favorable attitude toward employee motivation. Additionally, since their wellbeing would have been given priority, the employees will profit from the awareness that this study would have established within organizational management. Motivated employees are supposed to put out their best effort, which would increase organizational productivity and increase the organization’s profit margin. Additionally, because of the better treatment of both employees and employers, disputes between them would have decreased, resulting in relative peace for the entire society.

1.6 THE STUDY’S SCOPE

The effect of motivation on staff productivity is the main topic of this study. This study specifically focuses on determining whether employee motivation can improve commitment and determining whether employee disengagement results in low commitment.

The study also focuses on investigating the different motivational strategies used by companies and identifying the variables they take into account when evaluating motivation.

The survey for this study will enroll people who work for certain Port Harcourt companies.

Limitations of the study: 1.7

While doing the study, the researcher ran into some minor obstacles, just as in every human endeavor. Due to a lack of resources, the researcher was only able to choose from a small number of sample sizes while looking for pertinent materials, literature, or information, as well as when collecting data. Even more so, the researcher worked on this study and other scholarly projects at the same time. The time needed for study will be cut down as a result.

The investigator faced additional difficulties as a result of the case study method used in the study, such as the potential for biases and poor issue judgment. To overcome these obstacles, the investigator turned to respect for the fundamental rules of procedure, justice, and fairness as well as impartiality in observation and recording.

1.8 TERM DEFINITION

Motivation: These are the elements—familiarity, concern, and driving force—that exist or are offered in a workplace, either physically or psychologically, and which affect a worker’s contribution and level of production.

A person who works for pay or compensation, especially at the non-executive level, is called an employee.