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MOTIVATION EFFECT ON BUSINESS ORGANIZATION (CASE STUDY: NIGERIA BREWERIES COMPANY PLC 9TH MILE CORNER UDI-LGA ENUGU STATE)
ABSTRACT
This study examines the effect of motivation on business organizations, with a specific case study of Nigeria Breweries Company Plc, 9th Mile Corner, Udi Local Government Area, Enugu State. It investigates how various motivational factors influence employee performance, productivity, organizational commitment, and overall business outcomes in a manufacturing context. Drawing on theoretical frameworks such as Maslow’s hierarchy of needs, Herzberg’s two-factor theory, and expectancy theory, alongside empirical evidence from Nigerian manufacturing sectors, the research highlights the role of intrinsic and extrinsic motivators, including rewards, recognition, career advancement, job enrichment, and participation in decision-making, in enhancing workforce efficiency and organizational success. The inquiry is structured around three objectives: to identify motivational factors employed at Nigeria Breweries Plc 9th Mile Corner, to assess their impact on employee performance and organizational productivity, and to examine challenges hindering effective motivation. Corresponding research questions facilitate a focused analysis. The significance of the study lies in providing insights for management to optimize motivational strategies, thereby improving employee morale, reducing turnover, and boosting competitive advantage in the brewery industry. The scope is limited to the selected plant in Enugu State, with potential limitations including respondent bias, access to internal data, and the case-specific nature of findings.
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Employee motivation encompasses the internal and external forces that stimulate, direct, and sustain behavior toward achieving organizational objectives (Akindele, 2021). As a fundamental construct in organizational behavior and human resource management, motivation significantly influences engagement, commitment, creativity, productivity, and job satisfaction. These factors collectively enhance organizational performance, efficiency, innovation, retention, and competitive positioning, particularly in resource-intensive sectors such as manufacturing, where workforce output directly impacts product quality, operational costs, and market viability.
Motivation is categorized into intrinsic and extrinsic dimensions. Intrinsic motivation arises from internal gratification derived from task engagement, including perceived achievement, autonomy, mastery, and purpose. Extrinsic motivation, conversely, originates from external rewards, such as financial compensation, job security, supervisory support, and workplace conditions. The interplay of these motivators determines employee effort, persistence, and performance efficacy (Herzberg’s two-factor theory, as applied in organizational studies).
Theoretical frameworks provide a robust foundation for understanding workplace motivation. Maslow’s hierarchy of needs theory (1943) posits that human needs progress hierarchically from physiological and safety requirements to social belonging, esteem, and self-actualization, with motivation evolving as lower-level needs are satisfied. Herzberg’s two-factor theory distinguishes motivators (e.g., achievement, recognition, responsibility) that drive satisfaction from hygiene factors (e.g., salary, policy, supervision) that prevent dissatisfaction. Vroom’s expectancy theory (1964) emphasizes cognitive evaluations of effort-performance-reward linkages, while equity theory (Adams, 1963) highlights the role of perceived fairness in input-outcome comparisons relative to peers.
In Nigeria’s manufacturing sector, motivation is pivotal in mitigating challenges such as economic volatility, infrastructural deficits, and labor market pressures. Empirical studies corroborate that both monetary and non-monetary incentives bolster employee performance, with recognition, career growth, and equitable rewards fostering engagement (Okafor & Amaeshi, 2016; Nzewi et al., 2024). Industries like brewing rely on motivated workforces to maintain production quality, adapt to disruptions, and sustain competitiveness (IAEME, 2020).
Nigeria Breweries Plc, a Heineken N.V. subsidiary, exemplifies these dynamics through its integrated reward systems at facilities like the 9th Mile Corner plant in Udi-LGA, Enugu State. Research indicates that while extrinsic rewards (e.g., bonuses) drive short-term performance, intrinsic factors ensure long-term productivity (Akindele, 2021). Findings specific to the Enugu branch further demonstrate a positive correlation between motivational strategies and operational efficiency (Anedu, n.d.).
This study examines the 9th Mile Corner plant to evaluate how motivational practices translate into measurable business outcomes, thereby advancing knowledge on human resource management in Nigeria’s manufacturing sector.
1.2 Statement of the Problem
Despite widespread recognition of motivation’s critical role, Nigeria Breweries Plc 9th Mile Corner exhibits persistent gaps in its practical application, resulting in substandard employee performance and organizational inefficiencies. An overemphasis on extrinsic rewards such as salary increments and bonuses yields only transient benefits, neglecting employees’ deeper needs for recognition, professional development, and purposeful work (Akindele, 2021). This imbalance precipitates waning intrinsic motivation, heightened dissatisfaction, and elevated attrition rates within the high-pressure production setting.
Core intrinsic motivators including job enrichment, autonomy, constructive feedback, and career progression are inconsistently deployed, further fueling disengagement. Nzewi et al. (2024) attribute performance deterioration in Nigerian Breweries operations to factors such as insufficient skill diversification, weak succession strategies, poor work-life equilibrium, and supervisory deficiencies. The Enugu facility faces compounded obstacles: unaddressed interpersonal conflicts, minimal involvement in decision-making processes, perceived reward inequities, and external destabilizers like inflation and security concerns that degrade foundational job stability and conditions (Anedu, n.d.; IAEME, 2020).
These motivational shortcomings materialize as increased absenteeism, tardiness, productivity losses, quality control lapses, and inflated operational expenditures, jeopardizing the plant’s alignment with corporate objectives. Existing incentive programs suffer from low adoption and perceived inefficacy due to haphazard communication and execution flaws. This research confronts these entrenched challenges by analyzing the 9th Mile Corner operational milieu to propose integrated, enduring motivational strategies.
1.3 Objectives of the Study
- To identify motivational factors employed in Nigeria Breweries Company Plc 9th Mile Corner Udi-LGA Enugu State.
- To assess impact of these motivational factors on employee performance and organizational productivity.
- To examine challenges hindering effective employee motivation in the organization.
1.4 Research Questions
- What motivational factors are employed in Nigeria Breweries Company Plc 9th Mile Corner Udi-LGA Enugu State?
- How do these motivational factors impact employee performance and organizational productivity?
- What challenges hinder effective employee motivation in the organization?
1.5 Significance of the Study
This research provides valuable empirical and practical contributions by exploring motivation dynamics in a major Nigerian manufacturing firm. Management at Nigeria Breweries gains evidence-based strategies to improve reward systems, job design, and leadership practices for better performance and retention. Employees benefit from more satisfying work environments that address both financial and psychological needs. Academically, it enhances organisational behaviour literature with Enugu-specific insights, serving as a benchmark for comparative studies in breweries or similar industries. Broader implications include increased sectoral competitiveness, employment stability, and economic contributions in South-East Nigeria.
1.6 Scope of the Study
The study focuses exclusively on motivation effects at Nigeria Breweries Company Plc, 9th Mile Corner, Udi-LGA, Enugu State, covering intrinsic/extrinsic factors, performance impacts, and implementation challenges. It utilizes primary data from current employees/management and recent secondary literature (2020–2025).
1.7 Limitations of the Study
Limitations include potential social desirability bias in self-reported motivation data, restricted access to confidential HR/performance records, and limited generalizability from a single-plant case study. Economic fluctuations during data collection may influence responses. Mitigation involves anonymity, triangulation, and ethical protocols.
1.8 Definition of Terms
- Motivation — Internal and external forces that initiate, direct, and sustain employee effort toward organizational goals.
- Employee Performance — Quantifiable contributions including productivity, quality, efficiency, and goal achievement.
- Intrinsic Motivation — Internal satisfaction derived from the job itself (recognition, achievement, autonomy).
- Extrinsic Motivation — External rewards (salary, promotions, incentives).
- Nigeria Breweries Plc 9th Mile Corner — The specific production and distribution facility in Udi-LGA, Enugu State.
REFERENCES
Akindele, O. C. (2021). Assessing the significance of rewards systems on employee motivation: Case study of Nigerian Breweries PLC. National College of Ireland. https://norma.ncirl.ie/5395/1/olukayodecharlesakindele.pdf
Anedu, J. C. (n.d.). Effect of motivation on employee productivity in business organizations (A study of Nigerian Breweries Plc, Enugu State). Michael Okpara University of Agriculture Umudike Repository. https://repository.mouau.edu.ng/work/view/effect-of-motivation-on-employee-productivity-in-business-organizations-a-study-of-nigerian-breweries-plc-enugu-state-7-2
IAEME Publication. (2020). Motivation on organizational performance: The case of Nigeria Breweries Plc. International Journal of Management, 11(11), 1–12. https://iaeme.com/MasterAdmin/Journal_uploads/IJM/VOLUME_11_ISSUE_11/IJM_11_11_090.pdf
Nzewi, H. N., et al. (2024). Job enrichment and job performance: Evidence from employees in Nigerian Breweries Plc, Imagbon, Ogun State. AAU Journal of Business Educators, 6(1).
Okafor, C. N., & Amaeshi, P. (2016). Motivational factors as determinants of employee commitment and performance enhancement in profit oriented firms: A survey of selected brewery manufacturing companies in Nigeria. International Journal of Business and Economic Development.