Mr. HarrisonStaff Motivation and Organizational Productivity in Champion Breweries Plc Uyo
ABSTRACT
The success or failure of any organization as a matter of fact depends largely on its employees; thus human resources are very essential to the organisation as they are the key to prosperity, productivity and performance. How employees are perceived, treated and how they feel about themselves and ultimately their output directly or indirectly has an impact on their performance. Hence, a research into the impact of motivation on workers performance in an organization was conducted in Champion Brewery Nigeria Limited, Uyo.
The objective of the study was to examine the impact of organization reward, good working condition and reasonable pay system on workers performance. The study adopted the mixed approach of research design and the case study method to provide answers to research questions formulated. A non probability design with the purposive sampling technique was employed to select and sample the opinion of 150 Staffs of Champion Brewery Nigeria Limited, Uyo.
Data obtained from the field survey was later analysed using SPSS. The study revealed that indeed there is a relationship between organizations’ reward, good working condition and reasonable pay system on performance. The study therefore concluded that great strides be made to motivate all staff to enhance performance. The researcher recommends that management attaches more importance to issues of employee motivation to make the institution survive amongst its competitors and also increase the organization workforce.
Staff Motivation and Organizational Productivity in Champion Breweries Plc Uyo
TABLE OF CONTENTS
Declaration
Dedication
Acknowledgement
Abstract
Table of contents
CHAPTER ONE INTRODUCTION
1.0 Introduction
1.1 Background of Study
1.2 Statement of the study
1.3 Objectives of the study
1.4 Research Questions
1.5 Hypotheses
1.6 Scope of the Study
1.7 Limitation of the Study
1.8 Significance of the Study
1.9 Organization of the Study
1.10 Definitions of Terms
CHAPTER TWO LITERATURE REVIEW
2.1 Introduction
2.2 Conceptual Frameworks
2.3 Theoretical Framework
2.4 Empirical Framework
CHAPTER THREE RESEARCH METHODOLOGY
3.1 Research Design
3.2 Population of the Study
3.3 Sample Size and Sample Determination
3.4 Sources of Data
3.5 Method of Data Analysis
3.6 Validity of Research Instrument
3.7 Reliability of Research Instrument
CHAPTER FOUR DATA PRESENTATION ANALYSIS AND INTERPRETATION
4.0 Introduction
4.1 Data Presentation
4.2 Data Analysis
4.2.1 Number of years spent on the job
4.2.2 Educational Background of the Respondent
4.3 Test of Hypothesis
4.4 Discussion of findings / Interpretation
CHAPTER FIVE SUMMARY, CONCLUSION AND RECOMMENDATION
5.0 Introduction
5.1 Summary of findings
5.2 Conclusion
5.3 Recommendations
Reference
Appendix A
Appendix B
CHAPTER ONE
1.0 INTRODUCTION
Motivation is the inner act of influencing an employee to change his behavior positively towards a set goal. Again it can be defined as the state that directs the individuals towards the goal of satisfying felted needs. The individual is moved to take action to reduce a state of tension and return to a condition of equilibrium.
Since productivity is a result of employees behaviour, influencing this behaviour is a manager’s key role to increasing productivity.
That’s why employers tend to put more effort in motivating employees through motivational tools in order to get work done in the right manner in order to achieve higher productivity. When this is done, the organization will definitely attain its desired objectives and goals.
But some managers knowing the significance and important of motivation, do deliberately refused to motivate their subordinate.
Top management must take into account of individual behaviour when planning organizational structure and procedure, and applying management styles and theories to meet career development of employees. Therefore staff development programmes being one of the motivational factors as in this case becomes even more imperative.
Again Motivation being a pivot in a proactive organization, should be of concern to a proactive manger to drive the organization to a higher heights.
1.1 BACKGROUND OF THE STUDY
Most organization today is facing problem because they did not plan for their workforce neither did they have any systematic human resources management program that consider organizational goals. Fedipe (2011) stated that Staff Motivation deals with human capital formation, allocation and utilization, as such, needs to be planned.
Therefore, Staff Motivation is often taken as the most important resources of an organization because through it, other resources (material and finance) are harnessed to meet the needs of the organization. According to Awujo (20.11), Staff Motivation is a system of planning goals, procedures as well as methods, and by which necessary steps are taken to achieve organizational goals.
1.2 STATEMENT OF THE STUDY
Motivation has the role to develop and intensify the desire of every member of the organization to work effectively and efficiently. As a result, this is observed as the general problem inherent in the organizational set up low salaries, irregular promotional structure and lack of recognition of workers achievements. All these tend to dampen workers morale and consequently affect their productivity.
The rate of turnover of workers is increasing at the alarming rate and those staying are embarking on frequent strikes to better organizational productivity.` This is result of lack of motivational policy in the origination.
Staff Motivation and Organizational Productivity in Champion Breweries Plc Uyo
1.3 OBJECTIVES OF THE STUDY
- The major objectives of this study is to critically examine the nature and types of motivations given to the staff of Maurid Polytechnic, Mbiaso Akwa Ibom State.
- To identify the problem of motivation in the organization.
- To identify the means of evaluating the effectiveness of the various motivational programmes and to give useful recommendation to the above problems.
1.4 RESEARCH QUESTIONS
The research will attempt to retain answers to the question agitating the minds of management of organizations as to what to do to adequately motivate workers to contribute their quota to their company’s productivity and growth. The study will answer the following research questions:
1 Is there any relationship between motivation and higher staff members of the organization?
2 Is there any relationship between motivational factors and attitude to work of staff?
3 How does motivation influence workers approach to work and their performance?
1.5 HYPOTHESIS
Hypothesis is a tentative statement linking two or more variables in a correlation to establish a relationship that are further subjected to test will confirm such relationship as either positive or negative. The following are the three hypothesis that are to be tested.
Ho: Motivation of staff does not have any significance impact on the organizational productivity.
Hi: Motivation of staff has significance impact on the organizational productivity.
Hii: Does monetary incentives exert a stronger influence on the organizational productivity.
1.6 SCOPE OF THE STUDY
The study will be limited to particular geographical entity known as organization.
1.7 LIMITATION OF THE STUDY
In the light of this research, the researcher, the encountered some problems in the cause of this research as enumerated below:
- FINANCIAL FACTOR: We are handicap financially due to recent increment of our tuition fee which could not allow our parent /guardians to bring out more money for project research. This to an extent hampers our research work.
- TIME FACTOR: We are actually constrain by time, because time allowed for the project is not adequate enough for us to obtain the required detail information for the research. because time allowed for project coincide with the area of study KRPC busy period likewise our semester test and assignment period also coincide with the time frame.
- CONFIDENTIALITY FACTOR: Most importantly, some key information necessary for the project could not be at our disposal due to confidentiality of such information to the organization.
1.8 SIGNIFICANCE OF THE STUDY
The study will also help the modern organization in identifying and solving some employees related problems responsible for the low morale and poor attitude towards work, since motivation have important bearing to employee’s attitude to work and their morale.
The study will also attempt to answer the organization question of “what induce employees to action” “how is the employee’s performance energized and how is it directed towards a higher productivity.
It will further help to assess the role of “motivation” as a tool or a means of enhancing organizational productivity.
1.9 ORGANIZATION OF THE STUDY
This work is organized into five chapters. Chapter one deals with the introduction. This takes a look at the background to the study, statement of the problem, purpose of the study, research questions, significance of the study, scope of the study, and limitations of the study, definition of terms, and organization of the study. Chapter Two deals with literature review that primarily deals with conceptual framework, theoretical framework and empirical review.
The third chapter describes the methodology adopted for the study. This includes the research design, population of the study, sample and sampling Determination, sources of data, Method of Data Analysis, Validity of Research Instrument, Reliability of research Instrument Chapter Four comprises introduction, data presentation, data analysis test of hypothesis and discussion of findings and chapter five comprises introduction, summary of findings, conclusion and recommendation References and Appendixes.
1.11 DEFINITION OF TERMS.
- MOTIVATION: A reason or reasons for acting or behaving in a particular way
- PRODUCTIVITY: The efficiency with which things are produced.
- ORGANIZATION: An organized group with a particular purpose.
- EFFICIENCY Working productively with no waste of money or effort
- INFLUENCE The power or ability to affect beliefs or actions.
- STIMULATE Encourage development of or increased activity in (a state or process)
- EMPLOYEES A person employed for wages or salary, especially at non- executive level.
Mr. Harrison
