IMPACT OF MOTIVATION ON ORGANIZATIONAL PRODUCTIVITY

TABLE OF CONTENT

CONTENT

Title page……………………………………………………………..ii

Certification……………..…………………………………………..iii

Dedication…………….….…………………………………………..iv

Acknowledgements….……..……………………………………….v

Table of content………………………….………………………...vii

Abstract………………………………………………………..…….xi

CHAPTER ONE (INTRODUCTION)

1.1      Background of the study…………………………………..1

1.2      Statement of problem……………………………………….2

1.3      Research Questions………………………………………….3

1.4      Objective of the study……………………………………….4

1.5      Research Hypotheses……………………………………….4

1.6      Significance of the study……………………………………5

1.7      Scope of the study…………………………………………..5

1.8      Limitation of the Study………………………………….….6

1.9      Operational definition of Terms………………………….6

1.10  Organization of the study………………………………….6

References……………………………………………….…………8

CHAPTER TWO

LITERATURE REVIEW

2.1   Conceptual Framework………………………………………………9

2.2    Factors that motivate employees to perform in an organization……………………………………………………………….10

2.2.1        Leadership Style…………………………………………………..10

2.2.2        Management by Objective (MBO)…………………………….11

2.2.3 Job Enrichment…………………………………………………12

2.2.4 Job Enlargement…………………………………………………13

2.2.5 Positive Re-Enforcement………………………………………..14

2.2.6        Money……………………………………………………………..14

2.2.7        Participation……………………………………………………..15

2.2.8        Welfare Schemes………………………………………………….15

2.3   Problems of Motivation………………………………………..15

2.4    Theoretical framework…………………………………………16

2.4.1        Douglas McGregor Theory ‘x’ and Theory ‘y’……………….17

2.4.2 Goal - Setting Theory…………………………………………….18

2.43 Motivating New Directions…………………………….…34

2.4.4        The Two Factor Theory by Frederick Hertzberg……………39

2.4.5 The E.R.G Theory by Clayton Alderfer…………………….…40

2.5   Summary of Literature…………………………………………41

References………………………………………………………….43

CHAPTER THREE

3.1      Introduction…………………………………………………46

3.2      Area of Study……………………………………………….46

3.3      Sources of Data …………………………………….……..48

3.4   Research Design……………………………………….…..48

3.5   Population of Study……………………….………………48

3.6   Sample and Sampling Technique….………………….….49

3.7   Description of the Instrument……………………………..49

3.8   Validation and Reliability of the Instrument…………...50

3.9   Method of Data Collection and questionnaire distribution……………………………………………..………..…..50

3.10 Method of Data Analysis………………………………….…51

References……………………………………………….…………...52

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1   Data Presentation ……………………..……………………53

4.2   data analysis…………………………………..………….….56

4.3   Test of Hypothesis………………………………..………….62

4.4   Interpretation of findings….……………………………….71

CHAPTER FIVE

DISCUSSION OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS

5.1      Summary of the findings…….……………………………….73

5.2      Recommendation………………………………………………74

5.3      Conclusion………………………………………………………75

Bibliography …………………………………………………..…….77

Appendix………………………………………………………..…......81

ABSTRACT

This study examined the impact of motivation on organizational productivity. A case study of Nigeria Bottling Company Plc. (Coca-Cola). This study was carried out among the employees of the organization’s plant located in Benin City, the capital of Edo State. A total of 130 sample was drawn from the population. Research questions were raised based on the research objectives. The chi square statistical test was used to test the various hypotheses formulated in the study. The result showed that supervision will motivate workers to better performance. It was also found that workers perception on what obtained in his organization will motivate him to greater productivity. By and large, motivational strategies especially those that involved monetary rewards have greater impact on performance and organizational productivity. Thus, it is important for organization to encourage and improve on the motivational factors in companies in order to get optimum productivity from the workers.

  CHAPTER ONE

INTRODUCTION

1.1   BACKGROUND TO THE STUDY

Although, there is 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 (Van Rooyen, J.  2006).

One of the basic problems in any organization is how to motivate people to work. Motivating people to work entails, meeting their needs. This is because people working in the organization to meet workers needs affect the satisfaction, which the workers derive from their job.

The satisfaction that the workers derive from their job can affect their motivation to work. People are motivated by various factors at different times, according to Wilkinson et al (2007) the first factor is the combination of the individual perceptions of the expectations other people have of them, and their own expectations of themselves. This happens because people come into work situations with various expectations.  When they arrive at the work place, they meet other people who also have expectations of them; positive individual and group expectations serve as positive motivational factors for the worker. This is why a balance must be struck as much as possible between organizational objectives and individual aspirations (Sulcas, P.  2007). The essence of this is to ensure a situation where the individual is motivated while the organization is achieving established objectives.

The second factor deals with the issue of self-images and concepts as well as life experiences and personality.

These factors have to be positively motivated in the worker to yield proactive behaviour. This can be achieved through a carefully planned reward system, which is a type of reinforcement directed at modifying people behaviour.