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ABSTRACT

The purpose of this study was to determine the impact of motivation on employees’ performance using the case of Rivers state university. The study was guided by the following research questions: How do monetary factors impact the performance of employees at Rivers state university? How does job design impact the performance of staff at Rivers state university? And, how does staff training and development impact the performance of employees at Rivers state university? The study used descriptive research design. The population of this study comprised of all the employees of Rivers state university. Primary information for the study was gathered utilizing an organized questionnaire. Descriptive analysis was used to determine the proportions and frequency of the variables. Correlation tests were used to draw inferences about the population from the sample and Statistical Package for Social Sciences (SPSS) was used to facilitate the data analysis. The study revealed that Rivers state university did not use monetary rewards to motivate its employees. The study showed that the company used non-monetary rewards like recognition, decision making roles, promotion, flexible working hours to motivate employees. The study showed that the employees indicated that they believed that money was a crucial incentive to work motivation and that most of them used the value of money to perform the function of a scorecard by which they assessed the value that the organization had placed on their services. The study showed that employees at Rivers state university were not happy with their job design in terms of the tasks they performed and the organization did not involve them in the job design leading to their demotivation. The study showed that, Rivers state university employees acquire training aimed at improving their knowledge, skills and attitudes towards their work, as well as increase their morale and confidence in the job. It was revealed that, the employees in the university have a sense of security built from their training and this facilitated their ability to manage changes and new situations that occured within the organization. The study concludes that employees at Rivers state university were not happy with their job design in terms the tasks they performed and the organization did not involve them in the job design leading to their demotivation. The study concludes that Rivers state university employees acquire training aimed at improving their knowledge, skills and attitudes towards their work, as well as increase their morale and confidence in the job and that the employees in the organization had a sense of security built from their training that facilitated their ability to manage changes and new situations within the organization. The study recommends that management retain the non-monetary rewards as a cost-effective way of keeping the workforce highly motivated, but also include monetary rewards that should be linked directly to the compensation plan and for to provide and create a practical job rotation programme and develop a comprehensive program for its electiveness. The study recommends managers to also provide optimal motivational systems that need to be determined for implementing job rotation policy.

CHAPTER ONE

1.1   Background of the Study

Motivation is the main impetus which permits a worker to make a move on his/her wants or objectives (Patrick, 2008). In The university it was noticed that employees have been confronting different difficulties particularly on the workplaces, compensations and job security. Because of these, job performance in working spot has been on the decrease (Simons, 2006).

 

Motivation is the force that makes employees choose a particular job, stay with that job for longer period, and work hard. In other words, people exert efforts hoping that their needs will be satisfied (Kalim, 2010). Employee’s motivation is very significant since the employees expect good working conditions, fair pay, fair treatment and being involved in decision making. These factors are not fairly given to employees in The university (Patrick, 2008). For the university to resolve these challenges, an understanding of employees’ motivation is required (Kalim, 2010). As noted by Thomson (2006) that extrinsic motivation such as money can highly motivates employees and therefore help to improve services delivery in both public and private sectors.

 

However, Herzberg (2017) argues that, money is not a motivator, It is an hygiene factor. Furthermore what is done to or for people to motivate them are of many types. Therefore motivation is very essential issue that can raise morale of employees in an organization. Without motivation employees cannot deliver the required outputs (Adams, 2002).In view of the factors above the present study therefore, attempts to find out, the influence of motivation on the performance of employees in the university.

 

1.2   Statement of the problem

Motivation is one of the vast challenges facing many public institutions including the university (Armstrong, 2006). According to Patrick, (2008) lack of motivation among employees is the major factor of poor job performance in The university.

 

The employee’s motivation is a key factor towards job performance and services delivery in any organization or institution. Motivation has been a hallmark of productivity and job performance in every organization. This situation has been a stumbling block towards provision of services by employees in The university.

Empirical evidence by (Chambuko, 2008); Adams, (2002) noted that most employees in The university are doing poorly due to inadequate in-service training provided by their employers and also little salaries which are paid to them. Thus, this results to shifting of employees from one office to another. Therefore, the purpose of the current study is to assess the influence of motivation on performance in The university.

1.3   Purpose of the Study

The purpose of this study was to determine the influence of motivation on performance of employees in the university. The study was also guided by the following objectives.

  • To determine the effect of monetary factors on employee performance.
  • To determine the influence of job design on the performance of employees in the university.
  • To assess the effect of staff training and development on the performance of employees in the university.

 

1.4      Research Questions

The study was guided by the following research questions:

  • How do monetary factors influence the performance of employees at the university?
  • How does job design influence the performance of staff at the university?
  • How does staff training and development influence the performance of employees at the university?

 

1.5      Significance of the Study

The findings of this study would benefit researchers and academicians as it would contribute to the body of knowledge on motivation and management of human resource in universities. The study will given suggestions on new areas for further research that would be explored.

 

1.6      Scope of the Study

The study intended to determine the influence of motivation on performance of employees’ in the university. The study was conducted using a population of 122 employees of the university. The respondents were from various departments and the data was collected between the months of November 2020 and January 2020.

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