IMPACT OF MOTIVATION ON STAFF PERFORMANCE IN AN ORGANIZATION

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CHAPTER ONE

INTRODUCTION

1.1    BACKGROUND OF THE STUDY

          Motivation is the most important matter for every organization public or a private sector for the success of any organization. Motivation play an important role. All organisation encounters the matter of motivation whether they are in the public or private sector (Chintallo & Mahadeo 2013). According to Chaudhary and Sharma (2012) basically motivation word is derived form “motive”. The meaning of motive is needs, want and the desire of the persons, so that employees motivation mean the proves in which organisation inspiring our employee with that shape of rewards, bonus e.t.c. for achieving the organizational goals.

          Today organisation can easily change their material, needs, goods and services to other organisation or to other countries. But the only one person which is not easily exchangeable is human resources. So we can say that human resources is the very important or most competitive assets of any organisation that cannot be exchangeable. Human resources or human assets means the workers or the employee of any organisation so the motivation is the main factor that affect human resources of the organisation. The organizational goals can be achieved by motivating their employees to work efficiently. The organisation should be motivating their employees for the best performance or for achieving the organizational goals. Infact motivation is the best tools for the best performance. Today there are many discussion about motivation and the relationship of employees efficiency and the organizational efficiencies. Motivation will lead to the fact that all workers or employees of the organisation will seriously do his duties and responsibilities. (Azar and Shafigh; 2012). Attractive salaries or pays is also a valuable tool and it play an important role to increase employee performance and it also increase the productivity of an organisation (MUOGBO U.S; 2013).

          According to Igbal et al (2012), Employees motivation and their ability collectively participate into employee performance and in their difficult tasks giver by the manager, are to purposely get maximum productivity. Nowadays researchers have more concerned with increase in productivity, perfection and working ability. Employees needs and wants having more important in research history.

          Motivation is the one of the most important term psychology and most of managers who want maximum output and productivity. They tackle this with a good ways and motivate  their employee in better way. And also increase the cooperation between employees and managers, it also encourage their responsibilities and also encourage participation of their subordinates, to take their responsibilities in better way and help to oversees other employees and monitor their performance and motivation get their maximum interaction toward work and knowing employees working capacity and assign work according to their capacity to get maximum productivity (Ali, Abrar and Haider, 2012).

          Another way used to monitor employees performance is performance appraisal, by performance appraisal we can monitor ability of performance of an employee. We monitor performance by using these broader performance management system that link: (1) Organisation objectives (2) Day by day performance (3) Professional development (4) Reward and incentives. In simple words we said that appraisal is the assessment in individual performance in knowledge, avidity and versatility performance cannot depend on past performance of employee.

          Employee play important role in the customer perception about the company. Company spend huge amount of money to gain customer loyalty but they forget the employee motivation. Customer interacts with the employee and also carryout company image in their mind through the behaviour and attitude, so company should move their attention toward the employee motivation.

          Early explanation of motivation focused on instincts. Psychologists writing in the late 19th and early twentieth centuries suggested that human being were basically programmed to behave in certain ways, depending upon the behavioral cue to which they were exposed. Sigmund Freud, for example argued that the most powerful determinants of individual behaviour were those of which the individual was not consciously aware.

1.2    STATEMENT OF THE STUDY

          This study is designed to find out the significance of motivation on staff performance in the discharges of duties, the following are statement of the problems, lack of efficient motivation incentive and where only one person is single heading the organisation without seeking other people opinion on issues bothering the organisation.

1.3    OBJECTIVE OF THE STUDY

          The main objective of the study is to evaluate the impact of motivation on how staff can improve in their day-to-day activities through the various motivational means to make working interesting to workers.

1.4    RESEARCH HYPOTHESIS

The hypothesis to be tested in the project are:

HO1: There is no significant relationship between effective and efficient performance of staff and motivation strategies.

HO2: There is no effective performance and poor incentive criteria.

HO3: Motivate of employees determine their performance.

HO4: Leadership determines employees productivity and performance.

1.5    SIGNIFICANCE OF THE STUDY

The importance of the study is to help management to know the impact of motivation on staff and people patronizing the organisation and improve the productivity of office work.

Another significant of the study is to highlight the important of properly directing, controlling, inducing and inspiring employees to achieved desired result.

Organisation must have managers who can play the figure head role, the interpersonal relationship as well as the potential power to define the guidelines to follow, allocate resources and stimulate employees to attain high business objectives.

1.6    SCOPE OF THE STUDY

          The study is limited to impact or effect of motivation on staff performance in the International Institute for Tropical Agriculture, Moniya Ibadan.

1.7    LIMITATION OF THE STUDY

          The study could not cover more than two unit which is the human resources and computers unit of the International Institute for Tropical Agriculture (IITA) Moniya due to limited time and financial constraints.

1.8    DEFINITION OF TERMS

  • Motivation: This refers to an aspect of management concerned with industry people to work to the best of this ability.
  • Performance: This refers to actual results obtained sometimes used to devote the achievement of positive result.
  • Incentive: This refers to strengthening drive designed to motivate worker or employee to greater performance e.g. money, security, justice, recognition, praise and opportunity etc.
  • Efficiency: Output divided by input on the extent to which the result produced was at the least cost.
  • Effectiveness: This is the extent to which the designed result is realized.
  • Organisation: Organisation is systematic way of arranging people so that the subordinate and superseding structure of authority are utilized the available resources to achieve their goals.
  • Job Satisfaction: This refers to these variables which employees consider to be yielding maximum benefit which enable him to develop positive attitude towards his or her job.
  • Productivity: This is the achievement target per period of time per person on relative output for a given level of input especially the production per productive employee.

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1.9    HISTORICAL BACKGROUND OF THE STUDY

          Ibadan is the capital of Oyo State where we have Moniya under Akinyele Local Government. International Institute for Tropical Agriculture (IITA) is one of it International Agriculture Research centers funded by the consultative group of International Agriculture Research. This is network which specify objective are to identify, develop and promote technologies for sustainable production and post-harvest system for small and medium scale farmers. International Institute for Tropical Agriculture was founded in the year 1969. It has its headquarter in Ibadan Nigeria. It aims is to help strengthen national and regional research programmes. To accomplish its mission the institute conduct research, delivers training, provide information and participate partners. The institute conduct training (group courses, graduate research and individual placemen). It propagate information worldwide on all aspect of it research and training activities to interested stakeholders.

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