ABSTRACT

This study assessed employee motivation and performance as a catalyst for organizational growth in Airtel Ng, Uyo Akwa Ibom State. The objectives of the study were To look at techniques used by organizations to motivate employees; To examine the effect of motivation on workers’ productivity; To identify the problems associated with motivation of workers in the organization and to suggest solutions to such problems, if any. The survey and case study research design was used as the methodology. The sample size of the study consisted of one hundred (100) respondents representing 64% of the population of the study. Data for the study were obtained with the aid of self designed questionnaires. Simple percentage was used in the analyses of data obtained. The hypotheses were tested with the aid of chi – square (x2) statistic. The results obtained revealed that there is a significant relationship between supervisionand training and increased competence for staff of Airtel Ng, there is a significant relationship between fringe benefits and financial incentives and work habit for staff of Airtel Ng and fair apraisal policy as well as recognition of employee performance helps to induce greater performance. In line with these findings, it was recommended that Airtel Ng should expand its training programmes and career development opportunities to enable the workers acquire greater skills and perform more effectively, financial incentives should be provided to the staff of Airtel Ng on regular basis to enhance positive work behaviour and better performance and the management of the Airtel Ng should always ensure the recognition of good performance through praises, appreciation letters, merit awards and other means to boost the morale of staff and enhance performance.

CHAPTER ONE

1.1 Background of the study

Every organization and business wants to be successful and possesses the desire to achieve constant progress. The current era is highly competitive and organizations regardless of the size, technology and market focus are facing employee retention challenges. To overcome these restraint a strong and positive relationship and bonding should be created and maintained between employees and their organizations. Human resources or employees of any organization are the most central part so they need to be influenced and persuaded towards the fulfillment of tasks.

In other to achieve prosperity, organizations design different strategies to compete with its competitors in a bid to increase its performance. Very few organizations believe that the human personnel and employees of any organization are its main assets and as such clan lead them to success and if not well focused, to decline. Unless and until the employees of any organization are satisfied , motivated and encouraged with the fulfillment of tasks and the achievement of set goals, the organization can neither progress nor achieve success.

Motivation in relation to performance in any organization is the driving force that pushes employees of an organization to work effectively towards increasing performance in any organization. Although, there is a general agreement among psychologists that man experiences a variety of needs, there is considerable disagreement as to what these needs are and their relative importance( Van Rooyen, J. 2006)

One of the basic problems in any organization is how to motivate people to work. Motivating people to work entails meeting their needs. This is because top management working in the organization are obligated to meet their workers need which in turn affects the satisfaction these workers derive from their job. This satisfaction can affect their satisfaction to work. People are motivated by various factors at different times, according to Wilkinson et al (2007),, the first factor is the combination of the individual perceptions of expectations other people have of them, and their own expectation of themselves. This happens because people come into work situations with various expectations. When they arrive at a work place, they meet other people who also have expectations of them. Positive individual and group expectations serve as positive motivational factors for the worker. This is why a balance must be struck as much as possible between organizational objectives and individual aspirations (Sulcas, P. 2007). The essence of this is to ensure a situation where the individual is motivated while the organization is achieving established objectives.

The second factor deals with the issue of self-images and concepts as well as life experiences and personality. These factors have to be positively motivated in the worker to yield proactive behaviour. This can be achieved through a carefully planned reward system, which is a type of reinforcement directed at modifying people’s behaviour.

Those who occupy management positions in the organizations encourage behaviour basically through the means of positive reinforcement. According to Adonisi, M. (2005) positive reinforcement boosts favourable consequences that go a long way to encourage the repetition of particular behaviour.

It should therefore be of utmost importance for management to ensure that they motivate their employees to achieve the set goals and objectives of the organization. An organization can be successful in motivating its employees if its management is able to study the characteristics of the employees to ascertain what motivates them to perform well and increase productivity .

In view of this study, this research will look into motivation of employees of employees as a tool for productivity and performance using Airtel Nigeria as its case study.