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Effect Of Employee Motivation On Organizational Productivity In Nigeria Bottling Company
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CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
The
constant changes occurring in the world today, especially with
regards to technology and innovation in services call for organization
to reassess the manner in which they handle their employees. The
greatest interest of every organization is to achieve its goals with
every change they encounter. The achievement of organizational goals to a
greatest extent is dependent on various resources, and human resource
is one major resource which is directly related to the achievement of an
organizational goals. Hence, the performance of employees is considered
very significant in the realization of organizational goals as well as
its productivity. [Harmon ,2007]. The staff of any industry are key
resources to that industry’s success. Human asset in the 21st century is
considered the most important asset of any company (Hafiza, Shah,
Jamsheed & Zaman, 2011). The human resource is the most vital of all
resources among other factors of production and the human capital is
what distinguishes one organization from the other (Maimuna &
Rashad, 2013).
Employee performance is a function of ability, effort,
skill, environment, and motivation.Motivation is the process that
energizes, maintain, and direct behavior of an individual towards goals
of an organization. This process regulates behavior by initiating it
when it is needed or fitting and termination when the goal is reached.
It is worth noting that, the presence of ability, skill and effort
without motivation might not yield high level of performance. Hence
motivation is essential for employee performance.
Motivation, as a
process, started with a need in human being which creates a vacuum in a
person. In an attempt to fill the vacuum an internal driving force is
generated which starts and sustains a chain of action and reaction. It
is at that point that the vacuum is also filled. With this background
information, Nnabuife (2009), define motivation as the internal or
external driving force that produces the willingness to perform an act
to a conclusive end. This first aspect of motivation we choose to
describe as internal motivation because the driving force comes from
within an individual. The second aspect is external motivation, is
applied by the organization. This is because employees are motivated to
identify with organization in order to satisfy their varied and
variegates needs and desires. Until they have been identified and
properly satisfied, they will never cease to impede smooth running of
the organizations. The ability of managers to motivate their
subordinates comprises the soft skills of human resource management,
which is now a dominant trend in global management (Stýblo, 2008).
According
to a study conducted by Grant (2008), motivation imposes employee
outcomes for instance performance and productivity. He also established
that motivated employees are more oriented towards autonomy and are more
self-driven in contrast to less motivated employees. Further, motivated
employees are highly engaged and involved in their work and jobs and
are more willing to take responsibilities (Kuvaas & Dysvik, 2009).
Since
all organizations are concerned with what should be done to achieve
sustained high levels of performance through people, it means giving
close attention to how individuals can best be motivated through such
means as incentives, rewards and importantly, the work they do and the
organization context within which they carry out that work cannot be
understated (Armstrong, 2010). Without increased motivation and morale
of the employees, the organization risks losing valuable employees and
will be at a disadvantage in attracting potential top talents (Dessler,
2003).
According to Hafiza et al. (2011), there are several factors
that can affect employee performance like training and career
development opportunities, working environment, employee relationship
with manager, job security and company over all policies and procedures
for rewarding employees (compensation. Among the factors that affect
employee performance, motivation that comes with rewards is of utmost
importance (Carraher, Gibbson & Buckley, 2006).
According to
Iqbal et al. (2012), Employee’s motivation and their ability
collectively participate into employee’s performance and in their
difficult tasks given by the manger are to purpose get maximum
productivity. Now a day’s researcher have more concerned with increase
productivity, perfection and working ability. Employee’s needs and wants
having more important in research history. Motivation is the one of the
most important term of psychology and most of mangers who want maximum
output and productivity. They tackle this is with a good way and
motivate their employee in batter way. And also increase the cooperation
between employee and mangers, it also encourage their responsibilities.
And also encourage participation their sub ordinates, to take their
responsibilities in batter way and also help to overseas other employee
and monitor their performance. And motivate get their maximum
interaction toward work and knowing employee’s working capacity and
assign work according to their capacity to get maximum productivity
(Ali, Abrar and Haider, 2012).
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ABSRACT - [ Total Page(s): 1 ]The issue of motivation has continually posed a big challenge to business organizations around the globe especially in the manufacturing industries where high levels of productivity affect or play a major role in determining the profitability, growth, development, stability and future success of an organization. Therefore an organization in a bid to achieve success in maintaining a competitive edge over its rival as well as avoid a steady decline in the productivity levels of its employees must ... Continue reading---
