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ABSTRACT

This study sought to investigate the organizational benefits of staff motivation, with special reference to Ajaokuta steel company. The researcher adopted a descriptive research design. The target population for this study was all the employees of Ajaokuta steel company at the headquarters in Kogi State. A representative sample was drawn from this population using simple random sampling. The data collection tool was the questionnaires which contained both closed ended and open ended questions. These questionnaires were administered through personal contact, where the researcher dropped them and picked them after three days to allow the respondents‟ time to fill them. These questionnaires were then edited and the data collected analyzed using the SPSS computer package. The results of the study showed that motivators present in the organisation were found to be symbolic benefits e.g. praise and recognition; Material benefits e.g. money, and task benefits e.g. feeling of accomplishment It was also found out that motivation affects performance, that supervisors have the ability to work with others at all levels ready to try out new ideas and methods; that there is a link between job satisfaction and performance in their organization, that the organizations regularly evaluate the HRM policy especially with regard to motivation. Based on the findings, the study concludes that in most of the organizations HRM policy was proactive. The study recommended that organizations should finally conduct evaluations on employee performance to allow for promotions and benefiting on merit

 

CHAPTER ONE

1.0 INTRODUCTION

This chapter introduces the study by looking at its background and stating the problem. It further examines the purpose and objectives of the study, research questions, significance, scope and limitations of the study.

1.1 Background of the Study

Management and leadership are often thought of as the same thing. Although it is true that the most effective manager will almost certainly be an effective leader and that leading is an essential function of managers, there is more to managing than in leading. Managing involves doing a careful planning, setting up an organization structure that will aid people in achieving set goals and staffing the organization with people who are as competent as possible. The measurement and correction of people’s activities through controlling is also an important function of management. However, all these managerial functions accomplish little if managers do not know how to lead people and to understand the human factor in their operations in such a way as to produce desired results (Mullins, 1996).

Motivation means incitement to move or inducement to act or move. In an industrial setting, it means to make a subordinate act in a desired manner in the interest of the organization or employer. To motivate, therefore, is to induce, persuade, stimulate and even compel an employee to act in a manner which may help in attaining organizational objectives. Motivation involves putting inputs that are necessary for changing the work, attitudes and behaviour.

It is complex trying to understand human motivation. Sometimes a person’s motive may be clear to him but quite puzzling to others. In other incidences, both the individuals and those affected by his behaviour understand what is driving him. In some situations, especially where stress is involved, the individual concerned may be totally unaware of his motives while others may see them quite clearly. It is, therefore, prudent for those in managerial and supervisory positions to be aware of these issues and to take into consideration their own prejudices in this area of their work. This is because our efforts to understand others are clouded by our attitudes towards them and the assumptions we make about their behaviour. This research is necessitated by the complex nature of the aspect of motivation (Cole, 1995) Motivation includes the things that induce an individual to perform while motivators are the identified benefits or incentives that sharpen the drive to satisfy these wants. They are also the means by which conflicting needs may be reconciled or one need heightened so that it will be given priority over another. A business environment in which managerial performance is effective and efficient tends to breed a desire for high quality management among most or all managers and personnel. A motivator then is something that influences an individual behaviour. It makes a difference in what a person will do, obviously in any organized enterprise (Mullins, 1996).

Lack of motivation is usually expressed mainly in departure to pursue other careers that are more motivating and it is also seen in the low output in performance. Motivation is such a complicated subject because it deals with people and people are all different and have different attitudes and emotions and, different people are motivated by different things. What then leads to employees‟ poor performance, inefficiency and lack of professionalism? Studies have identified two ways in which motivation can be achieved:

The management strategy: This also refers to the support that employees receive from the management. This entails the management styles and the motivational policies put in place to create a healthy competition among employees and also to motivate them to work harder. From this point of view, the effectiveness of the employees is determined by the way work is organized and the way people work together i.e. team work and team spirit.

1.2 Statement of the Problem

The public service employees in Nigeria have remarkably contributed to the national development of this country since independence, almost over forty years ago. However, because of the globalization and rapid development in knowledge and technology, the said public service organizations are, therefore, faced with the challenge of not only developing a dynamic workforce but also ensuring their management practices are in line with the modern times. For instance, the organizations must ensure that their human resources are well catered for in terms of their welfare as well as working conditions, so as to enhance their optimal and positive contribution to the mission and goals of their respective organizations. An organization should be in a position to identify human resource needs that satisfy the employees at their places of work as they are the most valuable assets in an organization. Without them, an organization is prone to deterioration leading to lack of success.

Essentially, there is always a gap between an individual’s actual state of satisfaction and some desired state. Managers try to reduce this gap through motivation. Motivation is, in effect a means to reduce and manipulate this gap. Human nature can be very simple, yet very complex too (Dessler, 2002).

In organizations where employees are motivated, there are very low incidences of industrial unrests, the morale of the employees is high and the organization realizes increased profit margins and the cost of production by the organization is reduced since no resources are used unnecessarily to arbitrate on industrial related complaints.

Therefore, there is need for research on organizational benefits of staff motivation since motivated workforce will have an increased propensity to work hence increase in productivity to the organization.

1.3 Objectives of the Study

The overall objective of the study was to investigate organizational benefits of staff motivation. This was made possible by examining the set up links in organization and establishing the success or failure of these links in relation to employee performance taking a case study of Ajaokuta steel company.

The following specific objectives guided the study.

1. To find out the various factors that motivate employees of Ajaokuta steel company as far as their job performance is concerned.
2. To examine the benefits that has been put in place at Ajaokuta steel company.

• To establish whether Ajaokuta steel company has a clear HR policy.

1. To find out whether there is Job security at Ajaokuta steel company.

1.4 Research Questions

This study sought to answer the following questions:

1. What are the various factors that motivate employees of Ajaokuta steel company as far as their job performance is concerned?
2. Which benefits has Ajaokuta steel company put in place so as to motivate employees?

• Does Ajaokuta steel company have a clear HR policy?

1. Is there job security at Ajaokuta steel company?

1.5 Significance of the Study

The findings from this study will be beneficial to future researchers and scholars who may wish to conduct related research studies on the issues at stake as it will be a reference material for them.

The research findings can be helpful to the various employees‟ unions‟ movements, which intervene in the dispute resolutions between organizations and employees. For example, where the benefits are poor, the findings can equip them with the relevant information helpful to them during negotiations on employee welfare. Most organizations lack a clear HR policy especially where employee’s motivation is concerned. In formulating these policies, the organizations can benefit a great deal from the critical analysis of the factors influencing employee performance and the various theories of motivation and their

interpretations.