CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The nature
and quality of life of most employees, especially textile workers (since my
case study is KRPC) are very low and they low and they are exposed to a lot of
industrial and health hazards, noises from the machines and equipments they use
also affects them. Hence, industrials unrest is inevitable.
The topic
“motivation as a tool for higher productivity in organization” can best be
talked about when motivation is viewed from the angle of the employees (i.e
workers) because it is the employees that make-up the organization.
In other
words, when employees are well motivated and are doing well, they will be in
the right frame of mind even at work place and thus, pass that well-being of
theirs into whatever they are doing and in return make the organization
productive since the well-being of the organization is a channel to their own
(employees) well being.
The problem
of motivating workers by the management is synonymous to all organizations of
which KRPC is no exception, the view of management of organizations are that
their workers are well motivated based on their overall net-profit margin,
while on the other hand, the employees claim that management have not motivated
them enough.
Human
beings tend to have one need or the other at any point in time in the existence
of such human. Individuals are concerned as striving to satisfy these needs
within a world of limited and unavailable resources. To satisfy these needs
certain behaviour must be undertaken that will lead to the desired goals.
Virtually all such goals are located in the external world. Thus, the
individuals constitute the workforce of an organization, it follows that for
any organization to function efficiently and effectively, and achieve its desired
aims and objectives and its survival in the market, it must try to boost the
morale of its employees by motivating them to bring about job satisfaction and
increased productivity. In other to make a positive approach to motivation, a
brief explanation of terms such as motive, needs and reward will be made.
According
Singhry, (2006) A motive is a desire that spurs a person to act in a certain
manner. Motives are needs or desires that spring from within which causes
outward manifestations, actions or behaviour in an employee. Motive supplies
the energy or driving force, which cause people to act in a certain manner.
Motives are external forces.
A need is
condition that requires being satisfied. It is a manifestation from one’s lack
of something, which can be satisfied by the attainment of that thing. Human
needs varies from basic needs to the desires to be accepted by other or the
wish for personal growth and development etc.
Human needs
are insatiable; because once a need is met another need arises.
Lastly,
reward includes financial reward and other benefits that make one to behave as
expected of him/her. Rewards are inducements, which work out the individual
externally and cause him/her to complete an action. Therefore, the importance
of reward cannot be over-emphasized.
Hassan,
(1999), motivation can be described as all those inner striving conditions
described as wishes, desires, drives, etc. It is an inner state that activates
or moves and directs behaviour towards the achievement of goals. These motivated
acts could give positive or negative result depending on the application by the
manager, and the structure of the organization whether big or small. It is
obvious that no one can carry out efficiently organizations responsibilities
especially in larger organizations, which have numerous departments e.g (KRPC),
where a lot of machines and equipment including human efforts are highly
needed. This human effort will be deficient if not properly energized to carry
out their tasks satisfactorily.
Dechermer,
(2008) Motivation can be defined as that management behaviour, action or
incentive which enables the worker to willingly see, accept responsibility and
carry out his task satisfactorily. There are various ways organizations try to
motivate their employees. This may be positive or negative. Positive in the
sense of salary increment, bonuses, promotion, training and free medical
facility for staff etc while negative could be in form of such primitive
measures as verbal threat, fear of loss of job, demotion etc.
However,
effect of the apparent vagarious of human motivation Cole, (2002) reflected on
one hand by circumstances such as low productivity, strikes, personal conflicts
between supervisors and subordinates, clash of interest of subordinates (i.e
where the subordinate use official time for personal purposes), restriction of
output, absenteeism and high labour turn-over, and on the other hand,
circumstances such as individual creativity, outstanding organizational
achievement, high team spirit (Esprit –De-corps) and strong personal commitment
of employees to their organizations, which is the aim of new Human Resources
Management
Therefore,
the behaviour of employees be it good, bad or indifferent, must be viewed in
parts as the consequence of the motivation of employees in question. In
discussing motivation as related to work, it should be noted that there are no
clear cut guidelines or practices for motivating people because motivation is
complex and highly individual.
1.2 STATEMENT OF THE PROBLEMS
Problems
differ from one organization to another, depending on so many factors, some of
which are how to survive in a competitive environment, technological
advancement, financial resources, working environment, intends to investigate
is how far has KRPC Kaduna as an organisation motivated its employees in a
competitive environment that are operating, and the social economic situation
of the state and the country at large. Also, how employees view their
organizations in terms of how they are motivated.
The
socio-economic life of employees differ a great deal because of the dynamic
nature of the economy and so different types of motivation are to be used for
each of different classes of workers. To speak about the general problem in the
state and country as a whole, there is low capacity and resource utilization of
most organizations, the globalizes economy, low infrastructure facilities
political instability, change of government and policies etc. which has
adversely affected some organizations in the state and country as a whole.
The KRPC is
not an exception to the above mentioned problem. How far has KRPC motivated
their workforce so that their organizational aims and objectives can be
achieved to increase profit and continue to survive? The researcher is
primarily concerned with how far has KRPC gone in motivating its different
categories of workers so as to achieve higher productivity in the organization.
The type of motivational tools used by the management and the overall effect on
employees performance as well as on the organization.
1.3 OBJECTIVES OF THE STUDY
The aim of
this research work is to know how motivation of employees can lead to higher
productivity in organization. The research work will take into consideration
the various kinds of motivational tools used by management on a broader aspect.
The aims and objectives of the study is to know:
a. The effect of motivation on employee
performance.
b. The motivation of employees led to higher
productivity.
c. The various motivation tools used by
management.
d. The role of
management in determining the best method of motivation.
e. The role of
union in ensuring that employees are properly motivated.
1.4 STATEMENT OF
HYPOTHESIS
This is
research work is based on the following hypothesis.
Ho: Motivational tools such as monetary rewards,
promotion, training
do not have direct effect on organizational productivity.
Hi: Motivational tools such as monetary
rewards, promotion, training
have a direct effect on organizational productivity.
1.5 SIGNIFICANCE OF THE STUDY
The study
would be beneficial to the following categories of persons:
Management: This study would enable the
management to appreciate the need of motivating employees through performance,
training, incentives etc.
Employees: Employees would be enlighten on
the importance of motivation to their performance thereby insisting on this
from their employers
Supervisors: supervisors of the employees would
also be enlightened through this study to appreciate their subordinate verbally
or recommending them to management for promotion.
Future researcher: This project will serve as a guide and source of information for further
research on this subject matter or other related topics
1.6 THE SCOPE OF THE STUDY
This study
was specifically focused on motivation as a strategy for achieving higher performance
in an organization. This work is limited to only KRPC Kaduna, the study will
cover the effect of motivation on employee performance, how motivation of
employees led to higher productivity, the various motivation tools used by
management, the role of management in determining the best method of motivation
and the role of union in ensuring that employees are properly motivated.
1.7 LIMITATIONS OF THE STUDY
The province of the constraints faced by the
researcher is the unwillingness of the officers to release certain information
of reference to the researcher, and the difficulty in seeing the training
officer who is in charge of all project work like mine.
On the part of the researcher, there is the problem
of limited time for the research work and financial problems too. Also, the
stress involved in conducting a research and combining lectures, assignments
and tests.
1.8 HISTORICAL BACKGROUND OF THE CASE STUDY
The
decision to construct the refinery in Kaduna Kaduna
The lubricating oil complex of Kaduna
refinery is the first of it kinds in West African and ranks as one of the
biggest in Africa . The products of the Kaduna
1.9 DEFINITION OF TERMS
Unskilled
Workers: This comprises of
those workers with little or no education, who use physical energy in carrying
out their work. It is the physical effort of man directed to labour. They do
not have any formal or special training on the job e,g labourers, drivers etc.
Semi-skilled
workers: This type of labour
involves the combination of both physical and mental effort in carrying out
productive activities. They have little training on the job e,g clerks,
messengers etc.
Skilled
workers: This
involves the use of mental efforts only in carrying on their respective
responsibilities. They are experts on a field or profession. They acquire their
skills either through educational background, training or experience.
Productivity: The major ability to grow things
or the calculated rate of making goods. The ability to achieve the desired
goals. It is the balance between all factors of production that will give the
greatest output for the smallest effort.
Strikes: This is the cessation
or stoppage of work or production activities in an organization by the
workforce.