CHAPTER ONE: GENERAL INTRODUCTION
1.0 INTRODUCTION
This chapter endeavor to explain the
essence of the research work. It explains; of what importance will
motivation enhance work productivity in a modern business organization.
More so, the background of the case study will be discussed. The
problems which may arise in the course of carrying out this research
work will be put into consideration. Nevertheless, the major problem
with most organization is the lack of motivation. Some workers work
hard, yet, they are paid less and not motivated. Therefore, it is
important for organizations to motivate their employees in order to have
a more successful productivity. Unlike the Herzberg’s theory that
explains that; the theory pin pointed some factors that satisfy and
dissatisfy workers in an organization.
These dissatisfies include lower level
factors like demotion, lack of safety, poor quality of administration,
lack of supervision, unfavorable company’s policy, poor working
condition, job security, poor interpersonal relations and a poor salary.
Though, their presence doesn’t motivate but only prevent
dissatisfaction. The above mentioned factors are the herzberg’s factors.
The high level factors are job content
or intrinsic variables like challenging work, recognition, job
achievement, growth on the job and more job responsibility. These
factors motivate people to perform better. While on the other way round,
other theories explained different view about motivation.
1.1 HISTORICAL BACKGROUND OF DANGOTE PLC
There is probably no
concept more important than motivation, in the study of employee’s
behavior in many organizations. A manager may consider motivation as an
inducement (financial or otherwise) given to the employees to ginger
them to work more. By this measure, organization goals and objectives
are achieved. On the other hand, employees usually associate motivation
with some monetary values.
Motivation is a
pervasive function that cuts across all aspect of employee’s
development. It is often discussed by people in any organization.
Management cannot operate in isolation of their employees because they
are human beings and not machines or tools which are utilize recklessly
or in a rough manner.
Dangote Plc was established in May 1981
as a trading business with an initial focus on cement, the Group
diversified over time into a conglomerate trading cement, sugar, flour,
salt and fish. By the early 1990s the Group had grown into one of the
largest trading conglomerates operating in the country.
In 1999, following the transition to
civilian rule and after an inspirational visit to Brazil to study the
emerging manufacturing sector, the Group made a strategic decision to
transit from a trading based business into a fully fledged manufacturing
operation. In a country where imports constitute the vast majority of
consumed goods, a clear gap existed for a manufacturing operation that
could meet the 'basic needs' of a vast and fast growing population.
The Group embarked on an ambitious
construction programme, initially focused on the construction of flour
mills, a sugar refinery and a pasta factory. In 2000 the Group acquired
the Benue Cement Company Plc from the Nigerian government and in 2003
commissioned the Obajana Cement Plant; the largest cement plant in
sub-Saharan Africa.
The Group is now one of the largest
manufacturing conglomerates in sub-Saharan Africa and is pursuing
further backward integration alongside an expansion program in existing
and new sectors.
In today’s economy,
employers have gone beyond being just employers because of their
interest in the management of employees’ productivity. Most business
personnel have realized more than ever before that their organizational
set goals and objectives cannot be achieved if their employee do not
perform as much as expected.
1.2 STATEMENT OF THE PROBLEM
However, some problems that affect Dangote Plc are as a result of inadequate application of motivation, such as:
i. The quest to
achieve is an hindrance to the application of motivation and work
productivity in most business organization.
- Lack of Interest on the side of the employee is another problem to be addressed.
- Some employees are self-centered that some of them find it challenging to perform some tasks within the organization.
iv. Getting trained
personnel especially in this part of the country may be a problem that
could cause low productivity within the organization.
v. In these modern
days, employees work more than they are paid and this at times often
brings about discouragement on the side of the employees.
vi. Workers that are due
for increment don’t get it at the appropriate time and this may make
them relent inn their responsibilities to the organization.
vii. Communication gap between the employees and the management is another problem to be considered.
viii. Work division sentiments
especially where there is no demarcation of authority between the staff
is another problem to be put into consideration.
1.3 RESEARCH HYPOTHESIS
H0i There is no relationship between motivation and work productivity
H1i There is a relationship between motivation and work productivity.
Hoii There is no significant impact between the firm’s output and the work force in the organization.
H1ii There is a significant impact between the output of the firm and its work force.
H0iii There is no effect of motivation on modern business organization.
H1iii There is an effect of motivation on modern business organization.
1.4 OBJECTIVE OF THE STUDY
The objectives of the study include the following among others:
i. To determine the impact of motivation on work productivity
ii. To determine whether or not motivation is relevant
iii. To equate motivation and work productivity as a tool to business growth
iv. To explain the importance of motivation on the survival of the modern business
v. To help in academic contribution towards reaching possible solution
vi. To ascertain the various motivational benefits available
1.5 SIGNIFICANCE OF THE STUDY
The researcher hopes that the finding
and suggestions would enable for effective management of employees
towards achieving organizational goals. Moreso, the research work will
endeavor to look into the motivational tools used by Dangote plc to
achieve its success in the present day economy. And also, to see of what
significance are these tools to the future productivity of the company.
1.6 SCOPE AND LIMITATION OF THE STUDY
The scope of this research work will be limited to Dangote Plc, sokoto and the following will be its limitation among others:
a) Time
constraints- due to the short time given for the study, the researcher
could not get all the required information needed for the study.
b) Finance- as a
result of money constraint the researcher had not enough money to carry
out the study beyond the level. The researcher could not visit places
where necessary information relevant to the study could be obtained.
c) Attitude of
respondents – some of the respondents were unwilling to cooperate with
the researcher because they felt, they have nothing to benefit from the
study both financially and otherwise. Besides they were afraid of losing
their jobs, if all information needed are released to the researcher.
d) Another limitation is the
non-availability of relevant and vital documents in the school library,
which could have be useful in making an extensive research work and the
library did not keep any special manuals for the topic which the
researcher could make reference to.
e) This research
work was undertaking when the writer is fully engage in the class work.
This has greatly constrained the research work because the researcher
has to pay attention to normal class activities.
1.7 DEFINITION OF TERMS
Business Organization: Collective endeavor consisting of contractual relationship among the various parties involved
Motivation: it involves the inducement given to a worker to work more
Productivity: it is the outcome or output of a firm
Modern: it refers to something new
Hypothesis: it refers to the educational guess provided to proffer solution to a problem.
Significance: it is the importance of something.
Trained personnel: these are skilled labors whose had undergone some level of education.
Communication gap: this is the bridge between two parties that make it impossible for a flow of information.
Incentive: it is an inducement to motivate a worker.
Salary: it is a monthly pay to a worker.
