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EMPLOYEE MOTIVATION AND PRODUCTIVITY: A REVIEW OF LITERATURE AND IMPLICATIONS FOR MANAGEMENT PRACTICE
A substantial body of theory and empirical evidence exists to attest to the fact that motivation and productivity are concepts which have been subjects of immense interest among researchers and managers. The objective of this paper is to conduct a literature review and analysis on theories and empirical evidence on the relationship between employee motivation and organizational productivity with a view to drawing important lessons for managerial practice. To achieve this, the paper conducted a review of some of the key theories and empirical studies on motivation and its impact on employee productivity drawing experiences from diverse organizational settings in Nigeria and several other countries. The study revealed that there are different factors to consider in motivating employees: some monetary or financial such as pay and others are non-financial like recognition and challenging jobs. Important implications are presented for managerial practice.
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Sirkka Naundobe
This study examines the relationship between Motivation and Employee productivity, using First Bank Nigeria Plc. as a case study. First Bank of Nigeria, is a Nigerian multinational bank and financial services company. It is the country's largest financial services company serving about eight Million (8,000,000) strong customer base through over 750 nationwide branches , as well as online services, with its global reach and currently it is Nigerian's largest bank by assets. Just like any long standing big organization First Bank Plc. is faced with the problem of developing and sustaining staff engagement through motivation to achieve high employee and organization productivity and prevent low employee morale and low overall organizational performance, the paper aimed at identifying various strategies and motivational techniques that exist in the organization, determination of the best motivational techniques that bring the best out of employees and to determine ways of improving overall organizational performance through appropriate motivational approach. This study was carried out among the employees of First bank Nigeria Plc. spanning through branches and the headquarter in Lagos, Nigeria. 450 well –structured questionnaire were administered on the six (6) geopolitical zones of Nigeria where First Bank Plc is evenly represented in branches with a total of 300 questionnaires received back and passed through statistical analyses. Research questions were raised based on the research objectives and hypotheses. Chi () statistical test was deployed to test the various hypotheses formulated in the study. The result showed that quality of supervision has positive effect on employee motivation to work better. It was also found that workers perception on what obtained in his
Academic Research
Emmanuel O . Olusanya
Employees are a company's livelihood. How they feel about the work they are doing and the results received from that work directly impact an organization's performance and, ultimately, its stability. An unstable organization ultimately underperforms. The study had the following objectives: to find out the motivational factors put in place by the organization to enhance performance, to find out the relationship between employee motivation and performance, and to find out the challenges that organizations face in its attempt to motivate staff. To achieve these goals, a questionnaire was designed based on the objectives. The completed questionnaires were processed and analysed using the SPSS version 20 The study used descriptive sample survey for the representation and the analysis of the findings. A sample of 100 respondents was used. The study relied on both primary data, collected through a questionnaire, and secondary data collected from journals and the internet. The result shows that 11 % of the respondents functioned as management, 29 % as senior staff, 48 % as junior staffs and the remaining 12 % were contract staff. Summary of findings shows that 99% of the respondents strongly agreed that employees are motivated through monetary rewards, 65% of the respondents agreed that receiving Recognition for Work Done Affects Employees Output, one respondent was undecided while 34% strongly agreed. Finally, 98% of the respondents strongly agreed to the notion that motivated staff have higher productivity while 2% are also in agreement. The study, therefore, recommends that management should do well by adopting on the spot praise as a medium for recognition and appreciation for hard work for promptness equal effectiveness.
sherry shinwari
This study is aimed at looking into the importance of motivation in the management of people at work, no system moves smoothly without it, and no organization achieve its objective without motivating its human resources. The study therefore is to study and come out with the effect and ways of motivating worker in organization, hence comparative study of Manufacturing firms in Nnewi, Descriptive and inferential statistics were used in the analysis of the data. Necessary literatures were reviewed. During the analysis of the data it was discovered that the goal of motivation is to cause people to put fourth their best efforts with enthusiasm and effectiveness in order to achieve and hopefully surpass organizational objective. It is evidence that workers of manufacturing firms in Nnewi are poorly motivated; hence low productivity. Findings from the research on productivity of manufacturing firm's staff are reported. Two sets of questionnaires were employed in the study. One set was administered on management staff and the other on junior staff. The study reveals that salaries paid to junior staff in the company were very below the stipulations of Nigerian National Joint Industry Council. It further shows that the junior staff is rarely promoted and the junior staff prefers financial incentives than non financial incentives. The study recommended that increase in salary via promotion; overtime allowance and holiday with pay should be used as motivational tools.
FEMI P R A I S E MOYIN
Femi Praise
MOYIN P R A I S E FEMI
One of the most important functions of management is to ensure that employee work is more satisfying and to reconcile employee motivation with organizational goals. With the diversity of current jobs, this is a dynamic challenge. What people value and enjoy is influenced by many factors, including the influence of different cultural backgrounds. This research report examines employee motivation and its impact on employee performance. The study examines some common theories of motivation that can be used in an organization to improve employee performance. The study showed that employees have their differences in terms of the concept of motivation. Various forms of theories of motivation in literature have been debated along with their applications and implications. Three questions were examined: What is motivation? What kind of motivation can best be used to increase employee performance? The results of the study show that motivation can increase or decrease employee performance. If the chosen form of motivation meets the needs of the employee, their performance increases. If, on the other hand, the chosen form of motivation does not satisfy the needs of the employee, the benefit decreases. It therefore encourages organizations to understand the motivating need of each employee to improve performance.
SAU Journal of Management and Social Sciences
Prof. Oyedokun E M M A N U E L Godwin , Modupeola Adeolu-Akande
The researchers investigated the impact of motivation on employee productivity in the Nigerian Baptist Convention, Survey research design was adopted while questionnaire was used as the questionnaire of data collection. The reliability of the research instrument was calculated and all variables have Cronbach's alpha value, ranging from 0.907 to 0.935, which achieved the minimum acceptable level of coefficient alpha above 0.70. The data collected were analysed, using the Special Package for Social Scientists (SPSS) to generate tables as well as percentages. This was done to ensure an easy and clear understanding of the work. Multiple linear regression and correlation were used to test the validity of the hypotheses to establish the link between motivation and productivity. The R-square coefficient of the variables (work environment, training and development, recognition, leadership style and workers' efficiency) was 0.999. This shows that the variables constitute 99.9% of total variance which is a high coefficient on the employment motivation (dependent variable). This shows that they have a significant impact on employee motivation at Nigerian Baptist Convention. Thus, organisations, managers and employers should take the issue of motivation seriously.
SSRN Electronic Journal
Stephen Dugguh
Employees are the most important resources in any organization. They are needed to use inputs to enhance outcomes. Low productivity in manufacturing companies in Nigeria in general may be traceable to poor employee motivation. The objective of the paper therefore is to determine how certain theories of motivation could be applied to increase productivity in Cement Manufacturing Companies in Nigeria. The paper is theoretical in nature and draws from various literatures on motivation and productivity and concludes that motivation has a link to productivity since ‘motivated employees are productive employees’. The paper further suggests that relevant motivation theories should be applied to elicit and drive employee performance and increase the level of productivity in Cement Manufacturing Companies in Nigeria.
Samuel Ajayi
ABSTRACT This study examines the relationship between Motivation and Employee productivity, using First Bank Nigeria Plc. as a case study. First Bank of Nigeria, is a Nigerian multinational bank and financial services company. It is the country’s largest financial services company serving about eight Million (8,000,000) strong customer base through over 750 nationwide branches , as well as online services, with its global reach and currently it is Nigerian's largest bank by assets. Just like any long standing big organization First Bank Plc. is faced with the problem of developing and sustaining staff engagement through motivation to achieve high employee and organization productivity and prevent low employee morale and low overall organizational performance, the paper aimed at identifying various strategies and motivational techniques that exist in the organization, determination of the best motivational techniques that bring the best out of employees and to determine ways of improving overall organizational performance through appropriate motivational approach. This study was carried out among the employees of First bank Nigeria Plc. spanning through branches and the headquarter in Lagos, Nigeria. 450 well –structured questionnaire were administered on the six (6) geopolitical zones of Nigeria where First Bank Plc is evenly represented in branches with a total of 300 questionnaires received back and passed through statistical analyses. Research questions were raised based on the research objectives and hypotheses. Chi ( ) statistical test was deployed to test the various hypotheses formulated in the study. The result showed that quality of supervision has positive effect on employee motivation to work better. It was also found that workers perception on what obtained in his organization will motivate him to greater productivity. Financial motivation involving monetary rewards have greater impact on performance and organizational productivity.
Amaeshi U.F
Francis Amaeshi
Using selected manufacturing firms in Aba, Abia State, we investigated the effects of motivation on workers' performance in Nigeria. The objective of the study is to compare our primary research findings with the findings in the extant literature for the purpose of identifying common patterns as well as, controversies within the secondary data directly related to the research area thereby validating the theories of motivation through this work. Adopting a survey design with well-structured questionnaire, we collected quantitative data and analyzed same using descriptive and inferential statistics. In the attempt to answer the research questions, we used the multiple regression models on four selected motivational variables of Reward System, Motivational Factors, Employee Motivation, and Good Management Practices. The results of our study showed that there is a statistically significant relationship between the Motivational variables (Motivational factors and Management Practices) and Workers' Performance. All the motivational factors considered in this study with their positive coefficients met the a priori expectation. Our conclusion reinforces existing knowledge that motivational variables are important in encouraging better performance among employees in the work place.
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The findings of this study revealed that employee motivation at Keski-Pohjanmaan Kirjapaino Oyj is generally in good level as most employees are motivated and satisfied with their job. The dominant factor that influence employee motivation are extrinsic factors such as monetary incentives and job security among other s.
motivation, such as salary incre ases, awards, and promotions, is a way to fulfill indirect desires o r something else. offers as r ecognition of a job well done. According to Lin ( 2007 ...
The objective of the thesis was to find out the impact of employee motivation on organizational effectiveness. The study focused on (1) defining the motivation concepts and methods, (2) identifying the most motivating factors, and the linkage of employee motivation with an organization's productivity and effectiveness.
implied that workers can be satisfied or dissatisfied with their jobs; this was the basis for. the hygiene factors; for department, pay and work environment. Also, relying on the type. of leadership style, the leader influences the employee's work motivation, and. performance in the organization.
Thesis for: MSc- Business Psychology; Authors: ... This suggests that greater employee motivation can potentially positively influence employee engagement and vice versa. In continuation of the ...
Name of thesis EMPLOYEE MOTIVATION AND PERFORMANCE Instructor Ann-Christine Johnsson Pages 7 + 2 9 Supervisor Ann-Christine Johnsson The aim of this thesis was to find out the effect of employees motivation on organization and the dif-ferent type of motivations. It also obtain an understandings on what motivates an employee to work
An employee's motivation wavers for many reasons. Guclu and Guney (2017) identified that an employee's motivation could fluctuate when organizational expectations and personal interests change. Employee motivation is important because workers are the lifeline of an organization (Taylor, 2015). Business leaders are affected
Name of the bachelor's thesis Employee Motivation and Performance Abstract The subject matter of this research; employee motivation and performance seeks to look at how best employees can be motivated in order to achieve high performance within a company or organization. Managers and entrepreneurs must ensure that companies or organizations have a
2.1.3 Significance of Motivation on Employee Performance Kondalker (2007) describes the significance of motivation as follows: Page 83 International Journal of Management Sciences and Business Research, Dec-2016 ISSN (2226-8235) Vol-5, Issue 12 High level of performance: It is the duty of every manager to ensure that the employees have a high ...
B. Keijzers; Employee motivation related to employee performance in the organisation 7 Chapter 2: Employee motivation In the following chapter the concept motivation is explained. It seems that motivation can be conceived in many different ways; e.g. many researchers tried to formulate motivation but all proposed different approximations.
It varies both between the employees, as everyone is different, but also the motivation within themselves, since a person can be motivated in different ways. 6. Conclusion. As one of the employees expresses, it is hard to put words on what actually motives a person to go to work, "Motivation is more of a feeling".
This research report examines employee motivation and its impact on employee performance. The study examines some common theories of motivation that can be used in an organization to improve employee performance. The study showed that employees have their differences in terms of the concept of motivation. Various forms of theories of motivation ...
1.4 The structure of the thesis. This paper consists of 6 main parts. The author starts with the introduction where the study is introduced in terms of background, motivation, purpose, and objectives. Further the author proceeds to an introduction of both case companies.
The theoretical part of this thesis talks about motivation and employee's commitment. The emphasis is placed on comparing how the different types of motivation influence employees and how leadership style helps to improve on the organizations output. Part of this thesis comprises of the motivation theories
The study sought to determine the work motivation of employees in an industrial establishment in the Philippines and how the motivational strategies that the company carries out are effectively translated into their workforce. The data was taken from a consented establishment and the employees were asked to answer the multi-dimension work ...
the effect motivation has on employees' performance. The study reviewed literature written by scholars in relation to employees' motivation and their performance in Kenya Red Cross society at Garissa branch. Among the scholar, contributed to motivation were Victor H. Vroom expectancy theory of motivation.
motivation practices)have positive effect on employees' job performance , however financial motivation practices is more motivator than other. Moreover, further in depth investigation of the problem is recommended. Key Words: Motivation, Employee performance, financial factor, Participation in decision making and other non-financial factor
Employee motivation is a greatest asset to the organization for significantly higher performance, motivation of employees can affect the performance of employees which in turn can affect the business, goodwill and reputation of the organization. Lilian. J, (2015). 2 Rafikul and Ahmad, (2008) which confirms that the lack of employee motivation ...
Name of thesis IMPORTANCE OF EMPLOYEE MOTIVATION AND JOB SATISFACTION ON ORGANIZA-TIONAL PERFORMANCE: A STUDY ON MC DONALD'S IN FINLAND ... Pages 3+49 Abstract Employee motivation and job satisfaction among employees play an important role in the perfor-mance of an organization. When employees are motivated and satisfied with their job, they ...
MASTER'S THESIS EMPLOYEE MOTIVATION AND SATISFACTION: THE CASE OF CLINICAL CENTRE UNIVERSITY OF SARAJEVO Ljubljana, February 2016 FARUK MAKSIĆ . AUTHORSHIP STATEMENT The undersigned Faruk Maksić, a student at the University of Ljubljana, Faculty of ...
1.6 Key Concepts. Motivation: A term referring to the factors that activate, direct, as well as sustain goal-directed behaviour. Though motivation cannot be observed, it can be inferred that it exists based on behavior we can observe (Nevid 2013). To be motivated is to be moved to do something (Deci & Ryan 2000, 54).
Thesis on Employee Motivation and Productivity - Free download as PDF File (.pdf), Text File (.txt) or read online for free. This document discusses the challenges students face when crafting a thesis on the topic of employee motivation and productivity. Some of the primary challenges mentioned are the vast scope of the topic as it encompasses many psychological, social, and organizational ...
these together with academic motivational theories. This thesis hopes to bring attention to employee wellbeing from a motivational point of view. Employers should seek to invest in their employees and create trust for a thriving work environment where there is no lack of motivation, even if people are working from different locations.