ABSTRACT
Motivational strategies are ways by
which management of an organization exploits to arouse their workers behaviour.
The things that are responsible for variation in performance are firstly, the
ability or skill of the individual to perform the job and secondly his drive or
motivation to use this ability or skill in actual performance of the job. Hence
a person with the ability to perform would increase if there are motivational
packages at his/her disposal. People join organizations so that they can
ultimately achieve their individual objectives (needs) by helping the
organization achieve their own objectives. However, the study was restricted to
Enugu State College of Education (Technical) Enugu. Both primary and secondary
data were used in the study. To collect the data, a set of questionnaire was
designed and administered to a sample of respondents which the whole copies
were completed and returned, representing 100 percent response rate.
CHAPTER ONE
INTRODUCTION
BACKGROUND
OF THE STUDY
The sole aim of every organization
is the achievement of high productivity. To get at this according to Atuemyi
(2001:24) depends very much on the performance of the workers, performance
being a function of motivational ability, tools, moral and integrity that
motivation according to O’ Donnel (1999:81) is a means of including people to
work in a desired meaner. It is the process that causes, channels, and sustains
people’s behaviour. Human beings are the neck that holds the head of an
organization; they are the most precious capital resources of the industrial
society that we cannot afford to overlook their inner state of mind towards
performance in the organization.
It is believed that motivation is an
internal state that causes a person to direct his energies towards a specific
goal or set of goals. Motivation cannot be seen taking place in any human being
but its effect can be seen. For a person to be motivated, a need has to be
activated. This need activation is known as a motive. People are motivated by
their various individual needs. For instance, one who is hungry has the need to
obtain food to eat, and this need motivates him to take necessary steps to get
food. Motives are the impulses within a person that causes certain behaviour.
According to Obayi (2009:52)
motivation is imperative in promoting productivity. One of the greatest tasks
confronting the educational sector is that of motivating his workers to greater
performance. To succeed in getting his subordinates to achieve the organization
goals and objectives, the manager should understand the fundamentals of
motivation.
By and large, the motivation process
begins with a need and a motivational need is a felt want; these needs can be
physiological based or psychologically based. People join organization so that
they can ultimately achieve their individual objectives (needs) by helping the
organization to achieve their own objectives. In other words, a person joins an
organization to satisfy his needs and therefore would be motivated to work
willingly and enthusiastically if he sees his organization as helping him to
satisfy his needs.
However, human needs are complex and
varying and so are the processes of motivating them. Thus, motivation has faced
a lot of thought as to how it operates in an organization. Many proposals or
theories thereupon made overtime have ranged from the work of Fredrick Taylor to
human relative movement, to Abraham Maslow, to Fredrick Herzberg, to Expectancy
theory and to Douglas McGregor’s theory X and Y. an appropriate mix of these
motivational theories coupled with an understanding of employees needs will
help to solve the motivational problems in Enugu State College of Education
Technical.
A manager or management should
realize that every action he takes in the organization stimulates a reaction in
employees (staffs). He should realize as well that a person comes to work to get
both the intrinsic and self fulfillment, and intrinsic rewards like promotions,
pay and other conditions of service. All these are some of the motivational
strategies that would be borne in mind to stimulate employees to action.
Increasing the pay package alone would not be enough to stimulate employees.
Consequently, the importance of
motivation cannot be neglected. The research conducted by William James in the
late 1800s indicated this; He found that hourly employees could keep their jobs
by using approximately 20 to 30 percent of their ability. James also found that
highly motivated employees work at approximately 80 to 90 percent of their
ability.
In other words, highly motivated
employees can bring about substantial decrease in problems such as absenteeism,
turnover, tiredness, strikes and grievances.
This research work therefore, wants
to use this study to explore the staff motivational strategies in Enugu State
College of Education (Technical) Enugu and hence see what the staff in this
organization from their jobs and how best their expectations can be met with a
view to motivating them to higher performance bearing in mind that their
organization is service oriented.
STATEMENT
OF PROBLEM
What motivates a worker has since
ages posed some problems. Why is it, for instance, that the self employed
Nigerian is highly motivated to produce while the public sector employee is
not? Why does the university student read round the clock for his examination
but joins the rank of time watched and “not on seat” as soon as he gets
employed after graduation? Consequently, to help answer these
questions, psychologists and other social scientists postulated various
theories on motivation. Maslow’s theory of needs, Hertzberg’s motivator.
Hygiene factors, theory X and Y and
the expectancy model discussed in this paper attempted to explain what
motivates workers.
Unfortunately many Nigerian managers
and employees have a shallow view of the problems of motivation. For them the
paralyzing analysis of arm-chair motivation theorists are dummy variables not
worthy of any consideration in the practical problems of motivating workers to
increase their productivity.
This research, therefore, intends to
explore some of the ways or methods that are in sue on Enugu State College of Education
(Technical) to make staff work harder towards achieving the goals of the
organization. Infact, as we stated earlier, there are many ways in which
employees could be made to work harder but this research specifically looks
into the pay of the staff and the provision of some fringe benefits such as
transport and housing allowances, medical and canteen services and their impact
in motivating employees. Moreover, the researcher would want to find out
whether there are opportunities for promotion and training their effect in
making the employees work harder to improve the quality of teaching and
learning processes.
PURPOSE
OF THE STUDY
The purpose of carrying out this
research includes the following:
1. To
find out whether Enugu State College of Education (Technical) Enugu uses
increase pay, promotion, training and fringe benefits to make their staff work
harder.
2. To
ascertain the employee’s perception of the effect of those measures in making
them increase their efforts.
3. To
assess the effectiveness of these measures in motivating the staff.
4. To
establish a relative order to the implicit of those measures on employees
motivation and its effects in qualitative education.
SIGNIFICANCE
OF THE STUDY
This study would help the management
of Enugu State College of Education (Technical) Enugu and other organization to
identity the effects of high salary and promotion on their employees. This
research in question will make a good contribution to the development of our
economy in general and prosperity of individuals who deems it right to be
employee. So we maintain that every part of this research project is important
in all ramifications. The study makes a lot of contributions towards economic
development and human development through staff motivation.
RESEARCH
QUESTIONS
The following are some of the
research question raised.
1. What
strategies does the management of Enugu State College of Education (Technical)
Enugu employ in motivating their staff.
2. What
is the effect of high salary on workers performance?
3. Does
an employee get promoted in the college base don the person’s skill and hard
work?
4. is
the college helping their employee in achieving their personal need?
DEFINITION
OF TERMS
Motivation: The
word motivator motivating mean the reason why somebody does something or
behaves in a particular way.
Behaviour: Simply
means a way of behaving.
Productivity: The
efficiency with which things are produced.
Organization: An
organized group with a particular purposes.
Employees: A
person engaged to work and to receive pay for the job done.
Management: The
act of managing or the management of an organization
CHAPTER ONE
INTRODUCTION
BACKGROUND
OF THE STUDY
The sole aim of every organization
is the achievement of high productivity. To get at this according to Atuemyi
(2001:24) depends very much on the performance of the workers, performance
being a function of motivational ability, tools, moral and integrity that
motivation according to O’ Donnel (1999:81) is a means of including people to
work in a desired meaner. It is the process that causes, channels, and sustains
people’s behaviour. Human beings are the neck that holds the head of an
organization; they are the most precious capital resources of the industrial
society that we cannot afford to overlook their inner state of mind towards
performance in the organization.
It is believed that motivation is an
internal state that causes a person to direct his energies towards a specific
goal or set of goals. Motivation cannot be seen taking place in any human being
but its effect can be seen. For a person to be motivated, a need has to be
activated. This need activation is known as a motive. People are motivated by
their various individual needs. For instance, one who is hungry has the need to
obtain food to eat, and this need motivates him to take necessary steps to get
food. Motives are the impulses within a person that causes certain behaviour.
According to Obayi (2009:52)
motivation is imperative in promoting productivity. One of the greatest tasks
confronting the educational sector is that of motivating his workers to greater
performance. To succeed in getting his subordinates to achieve the organization
goals and objectives, the manager should understand the fundamentals of
motivation.
By and large, the motivation process
begins with a need and a motivational need is a felt want; these needs can be
physiological based or psychologically based. People join organization so that
they can ultimately achieve their individual objectives (needs) by helping the
organization to achieve their own objectives. In other words, a person joins an
organization to satisfy his needs and therefore would be motivated to work
willingly and enthusiastically if he sees his organization as helping him to
satisfy his needs.
However, human needs are complex and
varying and so are the processes of motivating them. Thus, motivation has faced
a lot of thought as to how it operates in an organization. Many proposals or
theories thereupon made overtime have ranged from the work of Fredrick Taylor
to human relative movement, to Abraham Maslow, to Fredrick Herzberg, to
Expectancy theory and to Douglas McGregor’s theory X and Y. an appropriate mix
of these motivational theories coupled with an understanding of employees needs
will help to solve the motivational problems in Enugu State College of
Education Technical.
A manager or management should
realize that every action he takes in the organization stimulates a reaction in
employees (staffs). He should realize as well that a person comes to work to
get both the intrinsic and self fulfillment, and intrinsic rewards like
promotions, pay and other conditions of service. All these are some of the
motivational strategies that would be borne in mind to stimulate employees to
action. Increasing the pay package alone would not be enough to stimulate
employees.
Consequently, the importance of
motivation cannot be neglected. The research conducted by William James in the
late 1800s indicated this; He found that hourly employees could keep their jobs
by using approximately 20 to 30 percent of their ability. James also found that
highly motivated employees work at approximately 80 to 90 percent of their
ability.
In other words, highly motivated
employees can bring about substantial decrease in problems such as absenteeism,
turnover, tiredness, strikes and grievances.
This research work therefore, wants
to use this study to explore the staff motivational strategies in Enugu State
College of Education (Technical) Enugu and hence see what the staff in this
organization from their jobs and how best their expectations can be met with a
view to motivating them to higher performance bearing in mind that their
organization is service oriented.
STATEMENT
OF PROBLEM
What motivates a worker has since
ages posed some problems. Why is it, for instance, that the self employed Nigerian
is highly motivated to produce while the public sector employee is not? Why
does the university student read round the clock for his examination but joins
the rank of time watched and “not on seat” as soon as he gets employed after
graduation? Consequently, to help answer these questions,
psychologists and other social scientists postulated various theories on
motivation. Maslow’s theory of needs, Hertzberg’s motivator.
Hygiene factors, theory X and Y and
the expectancy model discussed in this paper attempted to explain what
motivates workers.
Unfortunately many Nigerian managers
and employees have a shallow view of the problems of motivation. For them the
paralyzing analysis of arm-chair motivation theorists are dummy variables not
worthy of any consideration in the practical problems of motivating workers to
increase their productivity.
This research, therefore, intends to
explore some of the ways or methods that are in sue on Enugu State College of
Education (Technical) to make staff work harder towards achieving the goals of
the organization. Infact, as we stated earlier, there are many ways in which
employees could be made to work harder but this research specifically looks
into the pay of the staff and the provision of some fringe benefits such as transport
and housing allowances, medical and canteen services and their impact in
motivating employees. Moreover, the researcher would want to find out whether
there are opportunities for promotion and training their effect in making the
employees work harder to improve the quality of teaching and learning
processes.
PURPOSE
OF THE STUDY
The purpose of carrying out this
research includes the following:
1. To
find out whether Enugu State College of Education (Technical) Enugu uses
increase pay, promotion, training and fringe benefits to make their staff work
harder.
2. To
ascertain the employee’s perception of the effect of those measures in making
them increase their efforts.
3. To
assess the effectiveness of these measures in motivating the staff.
4. To
establish a relative order to the implicit of those measures on employees
motivation and its effects in qualitative education.
SIGNIFICANCE
OF THE STUDY
This study would help the management
of Enugu State College of Education (Technical) Enugu and other organization to
identity the effects of high salary and promotion on their employees. This
research in question will make a good contribution to the development of our
economy in general and prosperity of individuals who deems it right to be
employee. So we maintain that every part of this research project is important
in all ramifications. The study makes a lot of contributions towards economic
development and human development through staff motivation.
RESEARCH
QUESTIONS
The following are some of the
research question raised.
1. What
strategies does the management of Enugu State College of Education (Technical)
Enugu employ in motivating their staff.
2. What
is the effect of high salary on workers performance?
3. Does
an employee get promoted in the college base don the person’s skill and hard
work?
4. is
the college helping their employee in achieving their personal need?
DEFINITION
OF TERMS
Motivation: The
word motivator motivating mean the reason why somebody does something or
behaves in a particular way.
Behaviour: Simply
means a way of behaving.
Productivity: The
efficiency with which things are produced.
Organization: An
organized group with a particular purposes.
Employees: A
person engaged to work and to receive pay for the job done.
Management: The
act of managing or the management of an organization
CHAPTER TWO
LITERATURE REVIEW
2.1 Conceptual
Review
2.1.1 The
Concept of Motivation
Along with perception,
personality, attitudes, and learning, motivation is a very important part of
understanding behaviour. Luthan (1998) asserts that motivation should not be
thought of as the only explanation of behaviour, since it interacts with and
acts in conjunction with other mediating processes and with the
environment.Luthan stress that, like the other cognitive process, motivation
cannot be seen. Allthat can be seen is behaviour, and this should not be
equated with causes ofbehaviour. While recognizing the central role of
motivation, Evans (1998) states thatmany recent theories of organizational
behaviour find it important for the field to reemphasizebehaviour. Definitions
of motivation abound. One thing these definitionshave in common is the
inclusion of words such as "desire", "want",
"wishes", "aim","goals", "needs",
and" incentives". Luthan (1998) defines motivation as, “a processthat
starts with a physiological deficiency or need that activates a behaviour or
adrive that is aimed at a goal incentive”. Therefore, the key to understanding
theprocess of motivation lies in the meaning of, and relationship among, needs,
drives, and incentives. Relative to this, Minner, Ebrahimi, and Watchel, (1995)
state that in asystem sense, motivation consists of these three interacting and
interdependentelements, i.e., needs, drives, and incentives. Managers and
management researchers have long believe that organizational goals are
unattainable without the enduring commitment of members of the organizations.