CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Although there is a general agreement
among psychologists that man experiences a variety of needs, there is
considerable disagreement as to what these needs are and their relative
importance. There have been a number of attempts to present models of
motivation which list a specific number of motivating needs, with the
implication that these lists are all-inclusive and represent the total
picture of needs. Unfortunately, each of these models has weaknesses and
gaps, and we are still without a general theory of motivation.
All organisations are concerned with
what should be done to achieve sustained high levels of performance
through people. Consequently, the subject of adequate motivation of
workers as derived from the so many attempts made by management
practitioners is to look for the best way to manage so as to accomplish
an objective or mission with the least inputs of materials and human
resources available.
A lot of theoretical concepts,
principles and techniques of management have evolved in response to
these challenges. In general management authors have tended to view
motivation as a key component of the managerial function of leading or
directing.
In any serious and competitive society
workers are one of the tools for an economic progress. Their welfare is
taken into serious consideration because without a dedicated workforce
an organization crumbles. Nigerian’s reward system is probably the
poorest in the entire globe. Workers are used and abused harassed,
maltreated, offended and discarded without any appreciation for their
contribution to their organization and to the society at large.
It is therefore apparent that the issue
of adequate motivation of worker has relevance in managerial function
and activities that are aimed at directing the productive effort of the
workforce toward achieving organisational objectives.
1.2 STATEMENT OF PROBLEM
The current state of affairs in the
nation in general corresponds to the workforce. Motivation makes it
necessary to temper this optimism with caution. “The workers are on
strike again. ”Over what?“ They are asking for another pay rise after
the one granted just few months ago.” “What more do they want?” These
statements and comments and many similar ones are reported frequently in
the dailies and are commented upon by watchers of development in
various industry and service organisation. The questions are often asked
as to what workers in general and particular want from their employers.
Can there be an end to the clamour for increases in wages? Why do
workers work and what induces them to give their best?
Motivating employees has been a
challenge to organizations in Nigeria. Most companies tend to maximize
profit with little concern to the welfare of the staff. This affects
employees moral and makes them put less efforts to the productivity of
the oganisation. This research work tends to investigate these problems
and proffer better ways of motivating employees in an organization.
1.5 AIM AND OBJECTIVES OF STUDY
The aim of this research work is to examine the ways employees can he motivated in an organisation.The objectives include;
- To identify the various reward systems in Tower Aluminium Nigeria
Limited with a view to establishing their effect on the motivation of
staff.
- To find out whether there is any correlation between rewards and performance of the employees.
- To proffer useful suggestions towards improving the rewards system
in the organization so as to enhance the productivity of its work force
and by extension the industry and the economy as a whole.
1.4 RESEARCH QUESTIONS
Research questions are meant to generate
possible answers to different aspects of the research problem and they
should be clearly stated such that they act as guides in identification,
collection and analysis of relevant data. In order to achieve the
purpose of this research, the study will attempt to provide answers to
the following research questions in order to arrive at a logical
conclusion
- Ø Is there any relationship between motivational factors and higher
productivity for experienced staff of Tower Aluminium Company Limited?
- Ø Is there any relationship between motivational factors and
attitude to work of less experienced staff of Tower Aluminium Company
Limited?
- Ø Is there any relationship between motivational factors and
approach to work of old members of staff in the entire Tower Aluminium
Company Limited?
- Ø Is there any relationship between motivational factors and
attitude to work of young members of staff in Tower Aluminium Company
Limited?
- Ø How does the esteem accorded to a position affect the job
- Ø How do the responsibilities attached to job position influence job performance?
1.5 STATEMENT OF HYPOTHESES
I believe that work can be meaningful
and satisfying to a given job incumbent only when it elicits and
stimulates his inner motivation. These views raise some research
questions, which form the basis of the hypotheses for this study. To put
this in proper perspective, the following hypotheses were formulated
for testing.
HYPOTHESIS ONE
HO: There
is no significant relationship between motivational factors and work
productivity for experienced staff of Tower Aluminium Company Limited.
H1: There
is significant relationship between motivational factors and work
productivity for experienced staff of Tower Aluminium Company Limited.
HYPOTHESIS TWO
HO: Monetary incentives and rewards do not exert a stronger influence on staff than any form of motivational incentive.
H1: Monetary incentives and rewards exert a stronger influence on staff than any form of motivational incentive.
1.6 RESEARCH METHODOLOGY
Research methodology deals with the
procedure used by the researcher to conduct the study. It contains the
different activities performed and methods employed by the researcher in
the study. For the purpose of collecting necessary data for this
research work, primary and secondary data collection method will be
used. The primary data collection method will be through the following:
1. Structured questionnaire
2. Personal unstructured interview
3. Observation
The secondary data will be collected
from reports and documents from the company. Also, reports outside the
company and from library and desk research literatures will be used.
In this study, descriptive method will be used to analyze data and also in resting hypothesis, chi-square (X2)
will be employed. Findings from this research study will be discussed
in the light of the research problem hypothesis, purpose research
questions, literatures of the research and other relevant issues
conclusions will be drawn and recommendations and suggestions will also
be made.
1.7 SIGNIFICANCE OF THE STUDY
Studies of the nature are becoming
increasing important because it will promote the needed awareness that
better salaries or working condition alone do act as factors that could
motivate staff toward efficient performance in the organization.
The findings of this study will have the
theoretical as well as practical importance. There have been various
notions on the element that motivate employee towards performance on the
job. This study will check the validity of some of these claims and
hence be a contribution to the development of management in our complex
organization.
1.8 SCOPE AND LIMITATIONS OF THE STUDY
This study assesses the motivational
strategies for enhancing workers job performance. This study was limited
to a selected Company: Tower Aluminium Company Limited.
Limitations
In the course of conducting this
research work it is expected that the following will constitute
impediments to the effective conduct of the study
a) Time constraint within which the study must be completed.
b) Financial constraint
c) Inaccessible and inadequate data
Nevertheless, we believe the above limitations will in no way affect the reliability and validity of the research study.
1.10 HISTORICAL BACKGROUND OF TOWER ALUMINIUM NIGERIA PLC.
Tower Aluminium Nigeria Pl. Began its
operation in Nigeria in 1959 and has today grow into a leading Aluminium
manufacturing industry, which is second to none. The company was
incorporated as Tower Aluminium Nigeria Limited and later to a public
limited company in 1991 due to being privatized, it was quoted on the
Nigeria stock exchange and has division and subsidiaries in more than
ten states of the federation among which are Tower extrusion Aluminiums
industries Pl. In Imo state, and Nigeria Association Battery
manufacturing company in Ikeja Lagos state to mention a few. The company
registered office is located at Oba Akran Avenue, Ikeja Lagos state.
Tower Group, a Pioneering Leader
of Aluminium products in West Africa, is a house hold name in Nigeria.
Tower products are distinguished for high-class quality and excellence
in customer service and value to the society.
Tower is the single largest
vertically integrated group in the aluminium field in Nigeria, with five
major businesses: Rolling, Roofing, Kitchenware, Extrusion and Flexible
Packaging.
The Tower Group commenced with Aluminium
Kitchenware in 1959 with its flagship company Tower Aluminium (Nig.)
Plc and over the years expanded its operations, investments and
commitments in Nigeria . The Group's product range encompasses Patterned
& Stucco Coils, Color Coated Coils, Roofing Sheets, Cookware,
Extruded Profiles & Flexible Packaging.
The five divisions of Tower Aluminium are:
1.10 DEFINITION OF TERMS
MOTIVATION: A process that arouses, sustains and regulates human behaviour to doing a thing.
JOB PERFORMANCE: It is the acting or working in accordance to the objectives of an organization
RESPONSIBILITY: It is an obligation to performs task and to account for the outcome of the job or task (Macon, Albert, Khedour (1988).
ORGANIZATION: It is an
entity that is established for the purpose of meeting expectations,
either in terms of production or services, within the context of the use
of available resources
BEHAVIOUR: Doing a thing of a particular kind in an attempt to satisfy desire or urge.
WORK: Use of bodily or mental powers with the purpose of doing or making something.
STRATEGY: A plan that is used to achieve something
STUDY: Giving time and
attention to learning or discovering something. Also, a piece of work
that someone does to find out more about something.
PROBLEM: Situation that cause difficulties
MEGA: Something that is very big and impressive
FRINGE BENEFITS: They are non- salary, rewards given to an employee e.g. vacation, welfare, promotion etc.
MOTIVATOR: Things, which includes an individual to perform excellently
PRODUCTIVITY: The
contribution of factors of production to output, that is parameter which
describes the economic efficiency with a firm process its inputs in
terms of labour, machine and materials.
