CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
All organizations goals is channeled to maximizing productivity and increasing profit. There are several factors that can aid the achievement of a company’s goals. Employees can as well increase the productivity of an organization or virtually reduce it. One of the major factors that can aid the productivity of employees is Motivation. The definition of motivation starts with the root word, ‘motive’. According to Webster’s Dictionary, motive is something that causes a person to act; therefore, motivation can be said to be the action of providing a motive that makes someone to act. But relatively, it depends on the discretion of a person to decide if they will be motivated or not. Motivated and unmotivated are not opposite words, but a determining factors that could cause someone to be unmotivated, such as life events and attitudes towards a specific job. A person can become motivated in order to achieve their own personal goals as well as the organizational goals by will. The more an employee is motivated, the more likely they are be committed and identify themselves with an organization. This will satisfy some of the unmet needs, and keep them connected to the organization. The manager might be willing to give the employee incentives to achieve their own goals and organizational goals. There are two main ways to motivate employees: financial motivation and non-financial motivation. From previous research, it is reported that most people prefer non-financial rewards or recognition than money. Financial or non-financial rewards can be achieved as a group or independently. Group rewards can be positive in that, the employees have a common bond together, the teams are likely more productive, and communication between employees and upper management increases due to the team atmosphere. There are also some disadvantages which include: high performers are discouraged by working with low performers, there is a higher likelihood of conflict, and there can be more pressure on people when others are not completing their work. Either individual or group rewards, the following are some examples of financial and non-financial rewards. The motivation of employees depends on the strength of their motives. Motives are need, wants, desire, or impulses within the individual and these determine human behaviour. Therefore, motivation is the process of arousing behaviour, sustaining behaviour progress, and channeling behaviour into a specific curse of action. Thus, motives (needs, desire) induce employees to act. Motivation therefore is the inner state that energies people, channels and sustains human behaviour. Since it has been established that all behavior except involving responses are goals directed, manager can apply motivational theories of management in their attempt to direct the job behaviour of employees towards the goal of their establishment. Every organization and business wants to be successful and have desire to get consent progress. The current era is highly competitive and organizations regardless of size, technology and market focus are facing employee retention challenges. To overcome these restraints a strong and positive relationship and bonding should be created and maintained between employees and their organizations human resource or employees of any organization are the most central parts so they need to be influenced and persuaded towards task fulfillments. For achieving prosperity, organizations design different strategies to compete with the competitors and for increasing the performance of the organizations. A very few organization believe that the human personnel and employees of any organization have its main assets to which can lead them to success or if not focused well to decline. Unless and until, the employees of any organization are satisfied with it, are motivated for the tasks fulfillment and goals achievements and encouraged, none of the organization can progress or achieve success. Employee motivation is one of the policies of managers to increase effectual job management amongst employees in organization (shadier et al. 2009). A motivated employee is responsive of the definite goals and objectives he/she must achieve, therefore in that direction. Rutherford (1990) reported that motivation formulates an organization more successful because provoked employee are constantly looking for improved practices to do a work, so it is essential for orga
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