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Motivation And Worker’s Performance
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CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
The
importance of human resources to organization is great and cannot be
over emphasized. Although there are different resources available to an
organization, people-the human resources are the most important. This is
because they manipulate other resources for the advancement and the
achievement of goals and objectives of an organization. Among animals
and among primitive men, work is motivated directly by the need for
food, shelter, self defence and by supporting social needs-the interest
of the group. In pre-industrial societies, work was motivated by need in
order to attain maximum satisfaction and is closely linked with other
social activities. In modern times, work has become divorced from other
spheres of life, most people do not consume the fruit of their labour,
they paid for it. The prime aim of an organization is goal orientation
and its attainment. However, the major dilemma of every organization is
the successful accommodation of organization rationality along side with
human happiness. Having a competent human resource is necessary but not
sufficient, organizations must provide a conducive atmosphere for
performance and the human resource must be willing to realize its
potentials.
Motivation refers to a complexity of forces inspiring a
person at work to intensify his desire and willingness to use his/her
potentialities to perform in order to achieve organizational objectives
Mile, (2004). It actually refers to conditions which influence the
arousal, direction and maintenance of behaviour relevant in work
setting. The motivational force is aroused as a results of needs, which
have to be satisfied Kootz et al., (1990). Human needs form the
motivational basis of human behaviour. All of us have needs, Deep
(1978), opines that need at work, at home, at play and every activity we
pursue. Therefore, motivation of employees is an important control tool
and should be adhered to in order to attain advantages like increased
employee commitment, increased productivity, and efficiency. Motivation
emphasizes result oriented management through setting of objectives and
effective communication systems in organization.
Employee performance
refers to the efficiency and effectiveness of employee in achieving
organisational objectives Kootz et al., (1990). Employee performance can
be evaluated by considering the level of absenteeism, quality of
reports and time of reporting for and leaving for duty. It’s important
to note that after recruitment, most employees subsequently expect or
demand for other benefits as compensation for their time and effort
towards achievement or organizational goals apart from the standard wage
or salary Miles (2004). If the above benefits are not offered, it
usually leads to various forms of dissatisfaction which may include;
high abseenteism, constant grievances, high labour turnovers, strikes
and as a result low performance of their due duties.
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ABSRACT - [ Total Page(s): 1 ]The main objective of this research was to assess the relationship between motivation and worker’s performance. Findings from this work revealed that motivation is the most important factor in workers performance and that financial incentives alone cannot fully motivate workers to perform well which indicates that there are other factors that motivate good performance. This includes; job security, good working conditions, good working relation with colleagues and employers, participation ... Continue reading---
