CHAPTER ONE
1.1 INTRODUCTION
Human beings are the most important components of an organization and without understanding their nature and behaviour, it may be absolutely difficult to design organization and formulate appropriate management strategies to achieve their objectives. The central argument in the literature of organisation theory when studying human beings is focused on the question. Do organizations really act on do human beings in them? Ajobon R.T (1998:33).
To me, this is not a controversial question and at the some time, it is not a difficult question to answer.
To answer the above question, we need to increase our level of objectivity. The psychological forces motivating the action of individual in an organisation, is quit different from the intentions of the organizational action. Organisation act as collectivities directing their action towards are overriding goal but human being act as individuals who are motivated by certain psychological factor.
Human beings decide to work in certain organisation because they want to satisfy certain needs. So, their behaviour in the organisation will be dependent on to what extent they satisfy the needs that motivated their entry into the organisation.
On the other hand, organization, whether profit on non-profit motives, exist to provide goods and services from the satisfaction of the public and it’s members. Given this perspective, quality and quantity of outputs of goods and services coupled with profit motive becomes the underlying factors. Therefore, the ability of the organization to attain high performance in terms of these quality, quality and level of profitability depends greatly on the managerial leadership qualities and the incentives strategies.
A managerial leadership must therefore poses the empathy for intelligence, initiative, the feelings of others and the responsibility to motivate for effective result.
1.2 PURPOSE OF STUDY
Today, many organizations suffer ineffectiveness or have packed up due to defective managerial leadership. Whatever the size of an organization in terms of capital base on the number of people working in it, as well as machinery and materials have to be managed properly in order to achieves predetermined goals.
Thus, in order to achieve at the solution as to whether organizational defectiveness can be connected, the researcher proposes to determine whether:-
- Motivation can present organization depressiveness in terms of performance.
- To determine the whether motivation without good leadership could level to the desired performance.
- To determine which motivation techniques is best for employee and organizational effectiveness in terms of performance.
- To determine the level of productivity as regard to employee performance with a range of time.
- To determine whether leadership could be meaningful without the ability and keenness to motivate employee for performance.
- And finally suggest ways of improving motivational techniques to enhance performance.
1.3 STATEMENT OF PROBLEMS
For decades, behavioral scientists have focused attention on the study of motivation. The inclination and in the studies emanates from the problems as to whether motivation or not is responsible for organizational performance. While some, especially those who believe in technological sophistication argue that given that level of goods and modern machines, organization can perform optimally. Others are of the view that organizational performance will depend fundamentally on the managerial leadership and the way they motivate their employees.
This schools content that the machine and equipment connate entirely work on their own that human factors in terms of management will impact greatly on performance. To what extent can this be held? This constitutes the central problem of the research.
1.4 RESEARCH HYPOTHESIS
A hypothesis is a statement of production about a relationship between two or more variables and subject for verification. The hypothesis to be tested in the project are:-
H0: Employees can perform effectively and efficiently even without leadership and motivation strategic.
H1: Employees may not perform effectively if the incentive criteria are poor.
H2: Motivate of employee’s determines their performance.
H3: Leadership determines employee’s productivity and performance.
1.5 SIGNIFICANCE OF STUDY
The research is designed to example the extent to which motivation can go in eliciting optimum performance on the employee. The field of management today has been so devoted to changes and progress. Consequently, many organizations are now aware that people need to be well directed managed and motivated in order to get the best out of them.
Ordinarily many people find work to be two unpleasant and will do evenly thing possible to avoid it.
The significance of study therefore is to highlight the importance of properly directing, controlling, inducing and inspiring employees to achieve desired results.
Organization must have managers, who can play the figurehead role, the interpersonal relationship as well as the potential power to define the guidelines to follow, allocate resources and stimulate employees to attain high business objectives.
1.6 LIMITATION/SCOPE OF STUDY
The aim purpose of the research is to examine the impact of motivation on employee performance. Despite the seemingly broad scope of study stated above, the research has chosen to limit the study to Delta Glass Company Limited.
Lack of adequate finance coupled with time leg within which the study has to be completed underscores the choice of Delta Glass Company Limited. More also, the choice of Delta Glass company limited was informed by indisputable fact that it has been competing favourably in the glass industry.
Could the leadership and motivational strategies of the glass company be responsible for it’s astnanomical progress over the years? Hence the choice of the glass company as my case study.
1.7 OPERATIONAL DEFINITION OF TERMS
Motivation:- This refers to an aspect of management concerned with industry people to work to the best of this ability. Performance:- This refers to actual results obtained sometimes used to devote the achievement of positive result.
Incentives:- This refers to strengthening drive designed to motivate workers or employees to greater performance e.g. money security, recognition, justice, praise and opportunity, etc.
Efficiency:- Output divided by input on the extent to which the result produced was at the least cost.
Leadership:- This is the exercise of authority in a social group, and the qualities upon which such exercise depends, vanities with the nature of the social group. It is responsibility and authority to direct, co-ordinate and motive subordinates to ensure that the goals and objectives of the organization as well as those of employees are in agreement.
Communication:- Refers to the process of transmitting information and understanding between two on more people so as to execute the meaning(s) in the information message.
Effectiveness:- This is the extent to which the designed result is realized and it is frequently compared with efficiency.
Organization:- Organization is systematic may of arranging people so that the subordinate and superseding structure of authority are to utilized the available resources to achieve their goals.
Job satisfaction: This refers to these variables, which employees consider to be yielding maximum benefit, and which enables him to develop positive attitude towards his on her job. Productivity:- This is the achievement target pen period of time pen person on the relative output for a given level of input for a given level of input, especially the production per productive employee.
G.C Delta Glass Company Limited.
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