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.