CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
Managing involves the creation and maintenance of an
environment for the productivity of individuals working together in groups
towards the accomplishment of common objectives. It is obvious that a manager
cannot do his job without knowing what motivates people. The necessity of
building motivating factors into organizational roles, the staffing of these
roles, and the entire process of directing and leading people must be built on
the knowledge of motivation. The job of managers is not to attempt to
manipulate people but rather to recognize motivating factors in designing an
environment for productivity.
The basic element of all human behaviour in some kind of
activity, which may be physical or mental. We can look at human behaviour as a
series of activities. The question arises as to what activities human beings
will undertake at any point of time, and why. It is known that activities are
goal-oriented, that is, people do things that lead them to accomplish
something. However, individual goals can be elusive. Sometimes people know
exactly why they do things; often. The truth is that individual drives lie
buried in the subconscious. For example, do you know why you did what you did
today and what all your various activities were designed to achieve?
The primary task of managers is to get people to contribute
or carry out activities, which help to achieve the mission and goals of an
organization or of any department or other organized unit within it.
Clearly, to guide workers` activities in its desired
directions requires knowing, to the best of any manager’s ability, what leads
workers` to do things, what motivates them. Motivation explains why people at
work behave in the way they do in terms of their efforts and the directions
they are taking. It describes what organizations can do to encourage workers`
to apply their efforts and abilities in ways that will further the achievement
of the organization’s goals as well as satisfying their own needs. It is also
concerned with job satisfaction, the factors that create it and its impact on
productivity.
In understanding and applying motivation theory, the aim is
to obtain added value through workers` in the sense that the value of their
output exceeds the cost of generating it. In most, if not all roles there is
scope for workers` to decide how much effort they want to exert. They can do
just enough to get away with it, or they can throw themselves into their work
and deliver added value. Discretionary effort can be a key component in
organizational productivity.
Unfortunately, approaches to motivation are too often
underpinned by simplistic assumptions about how it works. The process of
motivation is much more complex than many workers` believe. Workers` have
different needs, establish different goals to satisfy those needs and take
different actions to achieve those goals. It is wrong to assume that one
approach to motivation fits all. That is why the assumptions underlying belief
in the virtues of productivity related pay as a means of providing a
motivational incentive are simplistic.
STATEMENT OF THE PROBLEM
Motivation in an organization is a very important factor in
encouraging workers` for greater productivity. When workers` are motivated it
is assumed that they will put in more effort in their work and efficiency and
commitment will be maintained. Organizations that give greater productivity to
their workers` always have profit and the moral of the employees are always
high.
Unfortunately, some organizations do not consider motivation
as an important issue for instance, it seems that GTB do not have a lay down
strategy for motivating their workers` such strategy could be giving their
workers` bonuses at the appropriate time when they are in need and encouraging
them for greater achievement. It also appeared that GTB has deliberately
refused to implement some incentives that can motivate their workers’.
Consequently upon this workers` of GTB seem to be discouraged and not committed
to their work and most of them are agitating to live the organization. Because
of the importance of GTB in boosting Nigeria economy and also the fact that
most workers` are dissatisfied this research is necessary to find out whether
motivating factors are been implemented in GTB.
OBJECTIVES OF THE STUDY
The general objectives of the study is to analyze the
influence of motivation on workers` productivity in an organization.
The specific objectives of the study are: -
To investigate the specific factors that give workers job
satisfaction in term of motivation on GTB.
To find out why management has refused to motivate workers`
adequately.
To examine how organization can motivate its workers` towards
achievement of its goals and provide job satisfaction for the workers.
STATEMENT OF HYPOTHESIS
The study shall be guided by this hypothesis, thus;
H0: There is no
specific factor that motivate workers` and give job satisfaction.
H1: There is specific
factor that motivate workers` and give job satisfaction.
SIGNIFICANCE OF THE STUDY
The significance of the study is seen from the following:
The study is very useful to employers of labour generally as
various concepts of motivation and workers` welfare are adequately addressed.
The study will also be of importance because it is a
requirement for the award of HND in Human Resources Management and also
students who are interested in knowing the influence of motivation on job
satisfaction can use this study as a point of reference.
SCOPE OF THE STUDY
The primary data obtained for the study is limited to GTB.
While the secondary include the one of books, journals, internet, magazine etc.
LIMITATION OF THE STUDY
The constraints faced by the researcher is the unwillingness
of the officers to release certain information for the research study and on
the part of the research, there is the problem of limited time for the research
work and financial problems too.
DEFINITIONS OF TERMS
The definition of some of the terms used in the content of
this project is given below;
Motivation:- This is concerned with the factors that
influence people to behave in certain ways.
Workers:- This is a
person who works, especially one who does a particular kind of work.
Organization:- These are group of people that come together
to achieve a particular aim.
Influence:- It is the power that someone has to make somebody
or something behave in a particular way.
vi. Analysis:- The
detailed study or examination of something in order to understand more about
it.