CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
TO THE STUDY
Behavioural
scientists have primarily attested that increased output is a function of human
welfare. This concept outscripts attention being focused on machine alone
because at the heart of the enterprise and its entire structure, the human
resource is the most significant factor in the production process. However,
some managers deliberately refuse to recognize this factor in order to motivate
their employees even through they know its relevance. There is a relationship
between low job morale and low productivity. Ensuring that staff remain
motivated can help boost productivity, organisation loyalty and levels of
management. Essentially, organizations no matter their nature, always aim at
achieving their corporate goals, otherwise the survival of such enterprise will
be more of a dream than a reality. The success of any organisation is often
measured by the degree of its productivity.
In
a competitive environment of this nature, it is imperative to ensure that
employees are properly motivated. Motivational tools and incentives schemes
have significant role to play within today’s educational environment. But for
any motivational scheme to work effectively and efficiently, it must be
imaginative, inspirational and carefully selected to top into the aspirations
and interest of the recipients. Get it right and the company will be viewed as
a good employer and a cool place to work.
To
deliver a successful motivational and incentive programme, the objectives aid
machines of the scheme need to be clearly communicated to everyone and ensure
proper understanding of the scheme.
In
this research work, an attempt is made to examine the effect of motivational
schemes of College of Business and Management Studies (CBMS) and its effect on
workers productivity.
1.2 STATEMENT
OF THE PROBLEM
Recent
literatures have consistently established a strong linkage between the
productivity and the level of motivational scheme offered by an employer.
Despite these, most organizations deliberately refuse to recognize this salient
factors and this negligence has adverse implications on the attainment of
organizational goals.
Ensuring
that employees remain motivated is a factor in boosting the level of
productivity, employees’ loyalty and commitment to the goals of the
organisation. Motivation may not necessarily be in monetary forms. The
non-financial schemes of motivation exert almost similar influence on worker
output.
Kaduna
Polytechnic being the largest and oldest polytechnic in Africa has its unique
schemes of motivation spanning over a period of three decades, including
reformation era when institution became a federal polytechnic. The scheme
consists of financial and non-financial which consists of commendation letter,
performance recognition, opportunity for manpower development, timely promotion
etc. The effectiveness of these schemes on workers productivity in any of the
unit that make up the institution has not been determined by research efforts
of this nature in recent times.
In
this research project, an attempt is made to establish the impact of
motivational schemes of workers of CBMS, one of the five units of Kaduna
Polytechnic. The findings of this study would be of strategic importance on its
policy decisions on motivational scheme for its workforce.
1.3 RESEARCH
QUESTION
In addition
to the objectives of the study, the following research questions would be
addressed:
1.
What are the criteria used in motivating
employees of CBMS, Kaduna Polytechnic?
2.
What are the factors related to efficiency,
effectiveness and productivity in the institution?
3.
What role does motivation play in ensuring
productive performance in the organisation?
4.
How can motivation be improved to derive
good performance from employees?
5.
What are the challenges associated with
motivation in the organisation?
1.4 OBJECTIVES
OF THE STUDY
This
study is aimed to achieve the following objectives:
1. To
examine the theoretical concept of motivation.
2. To
appraise the criteria used in motivating employees in the unit (CBMS).
3. To
find out the factors related to employee efficiency, effectiveness and
productivity in the institution.
4. To
identify the problems related to the motivational scheme of the organisation.
5. To
recommend solution to the problems identified by this study.
1.5 HYPOTHESIS
OF THE STUDY
The
following set of hypothesis is formulated for this study.
H0: Motivational Schemes has no significant
effect on worker productivity.
1.6 SIGNIFICANCE
OF THE STUDY
This
research project has both theoretical and practical significance in the
following ways:
First
and foremost, it contains adequate literature on motivation that relates to
academic institution in general and CBMS, Kaduna Polytechnic in particular.
This broad based literature provides sufficient materials not only for general
public but future researchers who may face the challenges of inadequate
literature of motivational schemes and management in Nigeria.
In
addition, this study generates further interest amongst future researchers as
the challenges, dilemmas and contradictions within the motivational schemes
cannot be resolved through a single research endeavour such as this.
The
indepth research on this topic has undoubtedly produced relevant field findings
that have practical significance to the management of Kaduna Polytechnic.
Beside, the numerous challenges that thwart the company’s zeal for an efficient
motivational scheme for employees’ productivity and also a prerequisite for the
award of PGD in Kaduna Polytechnic, the study provides practicable
recommendations aimed at further improving the current state of motivational
schemes of the institution
Finally,
the need for further studies is thus stimulated in this research project.
1.7 SCOPE
OF THE STUDY
This
research project is exclusively on Motivational Schemes of CBMS in Relation to
its Impact on Employees’ Productivity.
It
also covers such areas of vast literature; motivation defined, motivation
cycle, theories of motivation, need for motivational schemes, motivational
schemes etc. It is done in trying to determine the relationship that exists
between the variables under study.
1.8 DEFINITION
OF TERMS
- Motive: This refers to the internal
driving force which notates how great effort will be made.
- Performance: This relates to the
execution carried out or putting into effect the task, job or operation.
- Employees: Group of persons working for
the organisation.
- Incentive: - It is the type of motive
that focuses on an event or out curve that is attractive to an individual.
- Bonus:- This refers to an additional
incentive given to an employee to his basic salary.
- Job Dissatisfaction:- This refers to
feeling or attitude of discontent which a person has towards his job.
- Job Satisfaction:-This is a feeling or
attitude of contentment which a person has towards his job.
- Job Recognition:- This refers to
appreciation shown by managers or management toward an employee’s job or task
that has been well performed.
- Need:- This refers to urge of an
individual on particular thing.
- Motivation:- This refers to the process
by which a person’s efforts are energized, directed toward attaining a goal.
- Expectancy:- It is the probability
perceived by an individual that is exerting a given amount of effort will lend
to a certain level of performance.
- Remuneration:- This is the reward given
for any job that is achieved, equivalent to the job performed.
- Effectiveness: It is the ability to
determine appropriate objectives, that is, the degree at which organisation’s
goals are met within established resources “doing the right thing.”
- Productivity: - It is the ratio of
output to input. It is also a measure of an employee’s efficiency in
organisation’s score resources.
- Instrumentality:- This is the belief of
an individual that a certain work outcome will lead to attaining a desired
outcome.
- Motivation:- Are things which induce or
influence an individual to behave in a certain way.