Business Administration & Management

Motivation as a Means of Increasing Workers Productivity

Motivation as a Means of Increasing Workers Productivity (A Case Study of Ibeto Group of Company Nnewi, Anambra State)

Abstract

This research work is centered on the effect of motivation as a means of increasing workers productivity with emphasis on Ibeto group of company Nnewi. The population of the study comprised one hundred and thirty (130) staff of the organization. The sample for the study was 110 out of 130 staff. The sample for the study was drawn using simple random, sampling the study. The researcher also collected data through primary and secondary sources using well structured questionnaire and personal interview, which he administered to the respondent. The responses to these question were analysed with the use of simple percentage. My findings revealed that wages and salaries of workers are poor. There are no properly laid down policies for promoting workers. Also there are not enough accommodation and transport facilities for the workers. The research was concluded and the following recommendations were made. The workers should be paid equitable salaries and ways should be paid equitable salaries and wages based on their performance salaries and wages based on their equitable salaries and ways based on their performance and the prevalent economic conditions. The management should establish a promotional policy and training programmes such as on the job and on the job training. Finally, the researcher suggested that further work could be carried out on this benefits in manufacturing industries and how motivational factors can best suit the different categories of workers.

CHAPTER ONE

INTRODUCTION

BACKGROUND OF STUDY

Motivation is the set of forces that cause people to choose certain behavior from amongst the many alternative open to them. An employee performance is typically influenced by motivation, ability and the work environment.

Motivation is important because of its intangible nature. A leader can influence his surbodinate only when they are convinced.

In conviction, a need based approach must be applied which focus on what motivates employee to choose certain behavior in discharging their duties. Such approaches are need hierarchies and the dual structure approach.

Motivation plus effort leads to performance which then leads to outcome said by Victor Vroom in his theory “Expectancy Theory”. According to this theory, there are three conditions to be met for individuals to exbibit motivated behavior, thus;

  1. Effort to performance expectancy must be greater that zero
  2. Performance to outcome expectancy must be greater that zero and
  3. The sum of values for all relevant outcome must be greater that zero.

In other view Fredrick Taylor said that people have been engaging in employment for reasons other than money. He added that workers can be motivated if reward and penalties are attached to performance.

Modern economy depends on a large extent on motivation more than previous economics. Motivation itself has now become inseparable from modern production for good efficiency and effectiveness of organizational production and rendering of good services to the custom by the staff can only be possible with the aid of adequate motivation.

According to Okpala (Dec 1980), ‘motivation comes from intrinsic factors which influenced the workers to behave the way they do. The intrinsic source of motivation is the type of motivation that comes derides a sense of accomplishment and achievement from helping gain competitive advantage job that are interesting and challenging leads to intrinsic motivation for this type of work motivation result from performing the job itself.

The extrinsic motivation result as a worker acquires materials or social rewards to avoid punishment will work well and light, temperature and noise reduction, different salary scales, group standard leadership etc. all of this affect the employees performance.

Motivation will always need the timeless sensitivity and vision that effective relationship with human growth and individual demands. A legal and reductive assumption is that of working itself is well planned and efficient, motivation for what is being done should meaty and micely come along as well. Vigas (1977) noted that when workers feels a strong need for what they are doing and the programme is well planned and stimulating with adequate information feedback the easier the motivation to work increases industries and businesses are filled with well designed, efficient programmes that are not very motivated part of the problem is efficiency itself. Motivation takes people skills and time good strategy is an investment.

It pays dividends but often beyond the inherent structure true of the knowledge or skill they are performing, it means that managers have to plan taken for guaranted. (Johnson and Johnson, (1982) the time continuing model of motivation is an organizational and for planning. It is a systematic structure for introducing or applying motivational strategies throughout a working sequence (Sanders, 1981). Sanders described motivation as an organizational and motivation planning is designing and is essential part of it. He also stressed that the time continuum model of motivation help managers to programmatically combine a series of motivation strategies from the beginning to the work of project sequence so that a network of motivational influences is formulated.

A manager working with motivated workers finds instructions more successful achieves greater satisfaction and avoids burn out.

Out of the major quagmires confronting management is that of motivating workers to perform assigned tasks to most or surpass predetermined standards. The behavior the work force can either be beneficial or detrimental to an organization, hence the need for management to study and know how or which line of action to follow in every organization. There are groups which perform the same jobs and will be noticed that some of them perform better than others.

Variances in workers performances can be traced the some factors such as experience and skill. Hence training workers involved restricting the jobs to suit their skill and ability.

This will be of immense importance towards solving this problem.

An individual workers will be motivated if the feels that this organizationa is playing a vital frustration sets in if the reverse is the case but promotion fringe benefits achievements, recognition etc.

In Nigeria, one noticed that salary is the only motivating facor used by most organization.

These characteristics prominently on companies productivities Ibeto group of company was given power and operational interest in producing cement, Automative parts, petrochemicals hospitality, properties, banking and finance oil and gas etc. it was established on 2nd Oct. 1996 and licensed by the department of petroleum resources to undertake the blending of oil lubricants and the production of various types of petroleum products for local and international markets.

HISTORY OF THE PLACE

Ibeto group of company is located at Nnewi in Anambra state. Nigeria. The man behind the Ibeto group success story, Dr. Cletus executive director (Nnewi Operations) he previously served as a chief operating officer, Ibeto group Cement company ltd. 25th February 2013.

He is the billionaire owner of Ibeto group of Companies and a few weeks to the end of 2012.

Ibteo group of companies at 60-61, Igwe Orizu Road Nnewi deals in batteries, building materials and plumbing material. 5th August 2014.

Ibeto group made up of over eight major companies, PortHarcourt, Lagos and Nnewi where a 250 room hotel is under works. But Kilery Rosy story came with it thorns before apprenticeship was cut short by the civil war.

Ibeto petrochemical industries limited was estabvlished on 2nd October 1996 and licensed by the department of petroleum resources to undertake. The blending of oil lubricants and the production of various types of petroleum products for local and international markets.

The blending plants is located at Nnewi Anambra State. To ensure that the highest premium is placed on the country of its products a fully equipped.

State of the art laboratory was established in the plant. All of their products are certified by the standard organization of Nigeria (SON) as meeting the required standards, as evidence by the award of the mandatory SONCAP certificate.

Since January 199, the company has been delivering its blended lube products to the West East and Central African markets. The company also procures and trades in a range of petroleum products like Base Oil (bright stock etc) and auto motive gas oil. In August 2012, this company began to export Nigeria crude oil. The man behind the Ibeto group success story Dr. Cletus Madubuegwu Ibeto. He previously served as chief operating officer, Ibeto cement company ltd. Earlier he has worked for us. The is the head of the Ibeto group, the largest business enterprise from Nnewi, a city unique for its entrepreneurial spirit. Cletus Ibeto the man who spurned Saddams money the sun news. 5th August 2014. Ibeto made up of over eight major companies, employing above 500 workers and still.

STATEMENT OF THE PROBLEM

Employee motivation has always been a central problem foe leaders and managers and as a result provide managers with techniques to improve workers productivity.

It appears that the resources for services operation for motivating staff in the company are inadequate.

There are the problems of motivation planning that liquidate and late payment of salaries occurs.

There is problem of threat for retrenchment of workers.

The problem of running the company by the management consultants.

The problem which Ibeto group of company Nigeria have is that the organization fails to consider the working condition of their workers by failing to give them what makes them perform effectively and efficiently. Things they fail to consider are as follows;

The relationship that exist between the underlying and management staff are very poor.

The management does not have time to investigate if the workers are blissful with what they are doing or not.

The organization does not even care to know if the workers are physically alright, what the organization want is that the workers should work.

Another one is that the organization does not give them the ample opportunity of going for workshops or training while working in the organization. The workers also complained that the salary and financial benefits that are accruable to them are not equitable to their productivity, and their fringe benefits are being denied.

Finally, all these lapses on the part of the organization have obstructed the relationship behavior in the organization thereby leading to waste of resources. It is on this that the researcher discovered the importance of motivation as a tool for high productivity in an organization. A case study of Ibeto Group of Company Nnewi.

PURPOSE OF THE STUDY

The purpose of this study amongst other things are as follows:

  1. To ascertain to what extent human and non human resources are adequate for serious operation of the organization.
  2. To determine how problem of motivation planning ;eads to liquidity and late payments.
  3. To find out the cause of threats of retrenchments to workers.
  4. To determine the problem of running the organization with a team of management consultants.
  5. To initiate some way by which workers can be motivated.
  6. To know the extent to which motivation can effect high productivity in an organization.
  7. To investigate various ways by which workers of Ibeto group of company Nnewi will be motivated to improve their productivity by the management of the organization.

SIGNIFICANT OF THE STUDY

The study is significant in its nature in the extent to which motivation as a tool affecting high productivity in an organization. The researcher is carrying out this research work in order to give findings and recommendation which will in one way or the give way for more research on the topic area of the study.

The recommendation will help the management to know the problem and find the motivational tools to use in achieving the organizational goals. Having seen the dimension of hits work, it is believed that suggests from this

  1. Study would help to research for the solution to the problem facing the workers in Nigeria.
  2. It would help the researcher to determine find way and means.
  3. It would enable the researcher to determine the effect of these motivating factors on performance or productivity.
  4. With the findings it will help us to make projections and predictions with greater precisions concerning the attitude of workers to their work.
  5. Management, administration, directors and policy formulators will gain a lot if they are aware of these factors that spur or inhibit their workers or employees to or from greater performance and productivities.

RESEARCH QUESTIONS

  1. What can I do to establish a postile working attitude for this programme?
  2. How do I best meet the needs of my workers throughout this working sequence?
  3. What about this working conditions that will stimulate my workers?
  4. How is the effective experience and emotional climate for this programme positive for workers?
  5. How does this working pattern increase or affect workers feeling of competnence?
  6. How does this working pattern provide for my workers?
  7. What is the relationship between you and your boss?
  8. Have you attended any course or training since you were employed?
  9. Do you think the pay you are receiving is equitable to your productivity?
  10. What should be the responsibility of the inequality of the pay to your productivity?
  11. What are other benefits you do not enjoy from the organization apart from your salary?

SCOPE/DELIMITATION OF THE STUDY

This work study motivate as a tool for high productivity with respect to Ibeto group of Company Nigeria Nnewi.

In doing this, motivational techniques, effects and contribution for effective achievement of the organizational goal were advanced. Recommendations were also made for management use and for further research work.

DEFINITION OF TERMS

There are some unique and difficult word in this project. However, they are carefully explained for easy comprehension of their meanings and the context in which they are applied.

Motivations: this simply means ensuring appropriate behavious of works in which people can satisfy their human need through both their work and work environment. Motivation and be in form of promotion, bonus performance appraisal, salary increament, provision of fringe benefit etc. this is the force within and external of the worker that influence his behavior. Nuezynski and Buchanam (1985) defined motivation as a decision making process through which the individual choose desire outcomes and set in motions the behavior appropriate to acquire then.

Management: this is the coordination of human material resources is an organization to achieve management goals. Umeh (1996) defined management as the process by which people (managers) create direct, maintain and operate purposive organization through systematic cooperative human effort. It is also the process of getting things done by using other people to achieve a set of objective.

People involved with the corporate decision making of the company and also responsible for any attendant risk.

Workers: a group of persons involved in the act of producing goods and services.

Productivity: this is the efficient use of resources or the production of goods and services.

Satisfaction: this refers to the enjoyment required from performing good job.

Drive: this term refers to the striving force that push one to perform.

Needs: this refers to the basic necessities of life.

CHAPTER TWO

LITERATURE REVIEW

CONCEPTUAL FRAMEWORK

Many students have written on motivation and performance in an organization. This maybe in recognition of fact that proper motivation leads to the substance of motivation growth and development. Productivity is the key fact of the development of a nation and the welfare of its people. Good performance and high productivity is the hail mark of development and economic prosperity while low performance and low propounded by Megrego. He says that management can provide or withhold the means for satisfying man’s physical and safety and fringe benefits by withholding employment etc according to Sombo A (1988) for employees to perform, management of such organization must make them do so. He simply defines performance as ability time motivation P = (AxM)

He went further to state in this performance equation. It is usually assumed that the ability of an employment is given, this assumption is justifiable since every entrants into most organization are screened through various tests before entry. Sombo continued by saying without all organization fail and unable to determine prior to entry by new entrants is the level of motivation. This is because among all the things motivation is situational and measurement management. Therefore we have singular task of motivating staff to perform since this is only variable in the performance equation that management can be influenced.

Sombo also noticed at motivation as the level of effort to exert on that task. This view motivation is obviously very embracing and affecting motivation. Therefore is spaced demanding task on management to determine the needs of its staff and the situational variable that determines a person’s behavior. It must also determine how motivation are of an individual needs.

THE ORIGIN OF MOTIVATION

The main task of every management or administration is to effectively achieve the objectives of the organization and this attained through proper motivation among all employees in the organization or system. The importance of motivation as an instrument in the hands of the management of nay organization has been a criteria issues since early 20th century. The persistent search by student of these factors that increases the employees performance and productivity led to the formulation of the motivation theories were based on the belief that individual seek only pleasure and minimize displeasure.

In any organizational set up, the motivational process is concerned with how behavior get started, is energized, is sustained, is directed and what kind of subjective reaction is that people work to satisfy needs and apply drive or effort towards goals which provide the means of satisfying these needs.

Thus, the greater the need and the more relevant the goal and object to need fulfillment, the harder people work, so the individual is motivated by Henry L.S and Williams J. (1981) human motivation process by which behavior is mobilized and sustained in the interest of meeting individual need and achieving organization objectives perhaps the best known and most influential of all these theorists is that of Maslow’s whose theory of motivation is based on clinical observations and topics. It provides a five categories of needs

5 BASIC CLASSIFICATIONS OF NEEDS

  1. Physiological needs which includes need for food water, rest, sexual satisfaction etc.
  2. Safety needs comprising the need against threat, danger and deprivation.
  3. Social needs such as need for friend, belongings, love and acceptance.
  4. Esteem needs which is concerned with self respect that is based on real capacity achievement and respect from others. It also include prestige and appreciation.
  5. Self actualization need which is self fulfillment, creativity, achieving ones highest potential.

Another human relations theorist, McGregor D. (1996) in his work, “the human said of enterprises” advanced tow beliefs about human behavior that could be held from different managers divergent views of managers confirm to their preceptors of the nature of humans beings.

The two set of assumptions, he summarized in what he call theory X and Y.

The two set of assumptions was made by managers about their employees, before he summarized the first set in what he calls theory X which views man in the following principles;

Average human being have an indirect dislikes of work and well avoid it if he can.

Because of these characteristics of dislike of work, most people be coerced, controlled directed and threatened efforts towards the advancement of the organizational objectives.

The average human beings prefers to the directed wishes to avoid responsibility, has relatively little ambition and wants security above all.

Megregor said that managers who adopt this style of leadership authority in still peat into their employees by having them closely watched in order to obtain result.

These assumptions have its emphasis on control and extrinsic needs.

In his second set of assumptions called theory Y, he sees man in more favourable light.

The assumption of workers over this concept of management was that they posses potential that is generally untapped by most working environment.

Theory Y has following sets of assumption.

The expenditure of physical and mental effort in work is an natural play or rest. Workers he interviewed opined that people were promoted mostly for being the favourites of their bosses.

According to Hebb O.O (1949) the chief problem that physiologist is concerned with when he speaks of motivation. Its is not arousal of activity but it patterning and directive. Further in his own terms, he wrote the terms motivators as:-

  1. To the existence of an organization phase sequence.
  2. To its direction or consent.
  3. To its persistence in a given direction or stability of contents.

This means that motivation is not a distinctive process but a reference in another context to the same process top which sight refers. It also means that the working normal adult always has some motivation.

Viscerogenic needs

These needs otherwise called biological or physiological needs correspond with the physiological needs in Maslow’s states. They are needs to satisfy hungers, thirst and sleep.

  1. Need for material such as feeding, drinking, breathing in oxygen for respiration.
  2. Need to remove undesirable or harmful substances like need for detection, urination, perspiration and removal of carbon dioxide.

Meaning of Motivation

Motivation was derived from latin word “movere” which means to move. It is process which involved power, energy, force or action. It is considered by psychologists as a hypothetical construct in that one cannot directly observe another person’s behavior and the comment in which a person is active. When one does or desire to do a thing, we say one is motivated. Especially when its comes to production and provision of services.

Motivation simply means influencing a worker to work harder towards achieving organizational goals. It is general term applying to the entire class to drives, desires, needs, wishes and similar focus. To say that management motivates their subordinates is to say that do things which they hope will satisfy their drives in addition to act in desirable manner.

Types of motivation

There are two basic types of motivation namely intrinsic and extrinsic motivation.

Intrinsic motivation

This means that the individuals motivational stimuli are coming from within the individual has the desire to perform a specific task, because its result are in accordance with his belief system or fulfils a desire and therefore importance is attached to it. Our deep noted desires have the highest motivational power. Below are some examples;

  1. Order: we all need to be organised
  2. Power: we all have the desire to be able to have influence
  3. Social status: we all have desire to feel important
  4. Social contact: we all need to have some social interaction.
  5. Honour: we all need to respect the rule and to be ethical
  6. Acceptance: we all need to feel that we as well as our decisions are accepted by the co-workers

Extrinsic motivation

Extrinsic motivation means that the individuals motivational stimuli are coming from outside. In other words our desire to perform a task are controlled by an outside source. Note that even through the stimuli are coming from outside, the result of performing the task will still be rewarding for the individual performing the task.

Extrinsic motivation is external in nature the most well known and the most debated motivation is money. Below are some other examples.

  1. Bonuses
  2. Benefits package
  3. Employee of the month award
  4. Organized activities.

THEORETICAL FRAMEWORK

In discussing theories of view on motivation as held by different schools of thought and eminent psychologist we known selected and will also use the Maslow’s theory of hierarchy of needs. The theories explain the concepts

According to Okafor (2009) the hierarchy of needs theory one of the most widely mentioned theories of motivation is the hierarchy of needs theory one of the most widely mentioned theories of motivation is the hierarchy of needs theory, put forth by psychologists Abraham Maslow

Maslow saw human needs to the highest and he concluded that when one set of need is satisfied, this kind of need ceases to be motivation.

Maslow’s Hierarchy of needs

Maslow’s concept of existence of a hierarchy of needs has been tested by researcher who found little evidence to support it. They however found two level and all other needs grouped at the second level

It’s existence needs are not reasonable satisfied, the other need will not motivate. Also all the needs at the higher level. Another widely accepted theory of motivation is not expectancy theory developed by Victor Vroom. He explains motivation as a product of the probability that certain action will lead to these values. This relationship is expressed mathematically as force valence x expectancy for as particular outcome of which can be positive, negative or zero expectancy is the probability that a given level of often on the job will result in a given level of outcome say supervision job performance. Similarly, Fredrick Herzberg formulated the two factors theory postulated that the primary determinant of employees satisfaction are intrinsic factors to the work that employees does that is recognition, achievement responsibility and achievement in personal growth in a competence, those are called motivations however, Herzberg said dissatisfaction has been determined by separate factors which he called hygiene factors they includes working condition, company policies, salaries and wages thus motivation an employees on satisfaction.

Motivational Techniques

The following are the motivational techniques.

  1. Money

Money is a major motivator especially in our country Nigeria. This is because more than Fifty percent (50%) of the forces live below the poverty level. Whether in the form of wages, pieces of work, bonus or any other incentives, that may be given to people foe effective performance. Economic and most management experts have tend to place money high on the scale of motivation while behavioural scientists place it very low.

Firstly, money as a motivator, management has to make sure that salaries of workers are reasonable. In order words, management needs to ensure that people are compensated accordingly based on their input.

Secondary, if money is to be effective motivator, people in various positions even though at a similar level must be given salaries and bonuses that reflect their individual performance. It is almost sure that men can be motivated to a person income. The troubler with wages and salaries increase even bonus payment is that they are not large enough to motivate their receiver.

  1. Compensation

Compensation is any form of payment to employee in exchange for work they provides to their employer. Financial payment made at the time work is performance is called direct compensation. Overtime pay, commissions and bonuses.

  1. Public holidays leave allowances

It is a practice for employee to have some benefits in form of pay for time not worked. These benefits includes paid vacation days, public holidays, paid sick days, rest period and coffee break few organization provide employees at least a paid holiday per year.

  1. Promotion

For an organizations reward to lead to motivation and performance, the staff must perceive a lose relationship between their effort and reward they got for it. In other words, there should be a strong link between good performance and promotion. Unfortunately, this has not been the case in Ibeto group of Company.

  1. Employee benefits

Benefits first gained popularity in world war II when the impression of wages calling made it necessary for employers to find alternative means of attracting rewarding and retaining employees.

  1. Medical benefits/expenses

Individual Nigeria spend above one thousand naira (N1000.00) for medical expenses annually. Not only that medical cost are high, they are increasing rapidly. This can be attributed to a great extent to advances in medical technological services that are available today which in previous years could be purchased at any price.

There are long to show how medical care is important to Ibeto group of company staff however, free medical is a major motivational factor to increase in employees performance. That is increase on productivity. Ibeto group of company, health and safety in the industries areas are regarded as a deplore in the industries environment especially in production areas

The motivation aspect in that Ibeto group of Company the rule says (right tool for the job). Therefore a staff is not given a right tool to work has the right to reject any assignment given to him. This is because staff has been given the right and encouragement to embrace safety. Therefore the role of safety and health in organization is to maintain a satisfactory productive work force. An unhealthy workplace can lead to dissatisfaction among workers resulting in poor job performance and reduce productivity. Finally, safety in Ibeto group of company is an important tool in effective material utilization for a greater productivity.

TRAINING AND DEVELOPMENT

Employee training and development are at the heart of employee utilization, productivity, commitment, motivation and growth. Many employees have fail in organization because their needs for training was not identified and provided for as an indispensable part of management function.

Training in Ibeto group of Company efforts i.e. the management aimed at helped the employee to acquire basic skill required for the efficient execution of the function for which he was hired.

Development deals with the activities undertaken to expose an employee to perform additional duties and assume positions of importance in the organizational hierarchy.

There are certain conditions that will serve as pointers for the need for training these symptoms manifest themselves in a variety of ways. The most common ones are;

  1. Lack of interest in ones job
  2. Negative attitude to work
  3. Low productivity
  4. Tardiness
  5. Executive complaints
  6. High reject or low quality output
  7. High incidence of accidents
  8. Insubordination

The main objectives of training employee are to increase productivity from Ibeto group of Company Nnewi, points of view i.e. the management productivity is at the Apex of all training programmes.

A well trained employee is capable of producing more that an untrained employee of equal physical ability lower turn our rate is another main objective of training.

An employee who is incapable of producing is frustrated by failure and more likely to abandon his work that those who are capable of producing.

An untrained is like a dull school pupil. He hates school and like to absent himself and is likely to be school drop out, unlike other pupils who enjoy school because they are doing well. The same situation applies to an unproductive employee. He hates his work and abandons it at the smallest provocation from any source.

Higher moral is moral is another objective of training. A man who is trained has confidence in his ability to perform. He believes that he has control of his environment and is equipped to tolerate occasional disappointment, frustration and inconveniences. He learns to rationalize and to accept blame for his own failure instead of blaming the organization. A trained employee derives intrinsic satisfaction from his work which promotes his moral that have regular training programme which gives employees the feeling of being wanted and something to work up to.

Finally better coordination is another important objective of training. Training helps in the co-ordination of men and materials. During training programmes, employees are thought company expectations and objectives.

On the whole, training reduces cost as increase productivity. Produce employee turnover and promotes goal contingency. Few Ibeto group of company officers typically attends operational training academy before assigned to duty.

METHODS OF STUDYING THE PROBLEMS

  1. Motivation: this is the act that makes you carryout action
  2. Strategy: this skill you use in managing any attitude
  3. Competence: this is the ability to handle something.
  4. Civilization: this is to bring from a savage or ignorant condition to high one
  5. Extrinsic: this is the qualities, values of goods.

Difference between motivation and satisfaction

Motivation refers to the drive and effort to satisfy a want or goal while satisfied a want or goal while satisfied.

In other words, motivation implies a drive towards an outcome and satisfaction is the outcome and satisfaction is the outcome already experienced.

From managers point of view, a person might have job satisfaction but have a low level of motivation for the job, there is understanding that the probability of a highly motivated person with low job satisfaction will look for another position. Likewise those people who find their position rewarding but are being paid considerably less than they desire or think will probably search for other job.

DISCUSSION OF FINDINGS

This chapter presents the summary of findings. The discussion of the research findings, the implication of research. What has been done is that research questions with issues in common interest are discussed

Motivational theories

it was postulated by Victor T. Vroom, this theory says that people are motivated to achieve some goals or the extent that expect that certain behavior on the part will help them achieve the goals.

Key definition in Vrooms model;

  1. Valance: the strength of a person performance for a particular outcome. It can be positive, negative or zero when the person is indifferent about achieving a goal.
  2. Outcome: a consequence or result of one’s action.
  3. First level outcome: the immediate effect of one’s action e.g. supervision job performance, the first level outcome is often the outcome of the consequences or outcome that result from the first level outcome e.g. promotion, this consequences is often concern to the individual.
  4. Second level outcome: the personal consequences or outcome that result from the level of outcome e.g. of concern to the individual.
  5. Expectancy: the probability that the behavior will result a particular first level outcome.
  6. Instrumentality: the strength of the casual relationship between the first level outcome and the second level outcome (that is the instrumentality of this effort for the reward).

Herzberg’s two factor theory of motivation in this studies of engineers and accountants, Herzberg developed two factors theory of motivation. The two factor can be grouped into two. The hygiene and motivator or the extrinsic and intrinsic factor. In this approach, he used questionnaire, the question caption can you explain in details what factors make you feel exceptionally good about your job and also can you describe detail what factors that make you feel exceptionally good about your job and also can you describe in details what factors that make you feel exceptionally bad about your job. The responses how that rarely are the same type of responses how that rarely are the same type of factors categories as good and bad from this limited results he developed two distinct type of factor called satisfiers and dissatisfies

Satisfiers are set of intrinsic job conditions that exist to build strong levels of motivation which result in good job performance. If these conditions are not present, employees may not necessarily be dissatisfied but will not be motivated with their job. This set of factors known as intrinsic job condition or satisfier or motivations includes:-

  1. Achievement
  2. Recognition
  3. Responsibility
  4. The work itself
  5. The possibility of growth

There are also sets of extrinsic job when absents. When these conditions are there, the employees may not be motivated. These conditions are called dissatisfiers of hygiene or extrinsic job conditions. These conditions are;

  1. Salary
  2. Job security
  3. Working condition
  4. Status
  5. Company’s procedures
  6. Quality of technical supervision
  7. Quality of interpersonal retain among peers.

According to Herzberg, opposite of satisfaction is not dissatisfaction but less satisfaction and opposite of job dissatisfaction is less dissatisfaction. His theory has appealing aspects and flaws. The management of Ibeto group of company can easily know the factors that can be used to motivate workers.

COMMUNICATION IN ORGANIZATION

This a general agreement about the necessity of effective communication, yet there is less agreement on any exact definition. Daniel Knotts and Robert L.Kalu suggest that communication is the exchange of information and that transmission of meaning in the very essence of social system or organization. Luke Nwanna defined communication as an act, a process of which information is exchanged between individuals through a common system of symbols signs or behavior?

  1. The communication function in the organization. It is not an exaggeration to say that the communication function is the means by which organized activity is unified. It may be looked upon as the means by which social inputs are Fed into social system. It is also the means by which behavioural change is effected, information is made productive and goals achieved whether we are considering a church, a family or a business enterprise, the transfer of information from one to the other is abundantly essential.
  2. The importance of communication: the importance of communication in an organized effort has been recognized by many authors. Chester I Bernard for example, viewed communication as a means by which people are linked together in an organization to achieve a common purpose. This is still the fundamental function of communication.

SUMMARY OF LITERATURE REVIEW

Majority of the respondents agreed that these are adequate well trained staff for effective management.

  1. Vast majority as the respondents accepted the adequacy of residential accommodation for them.
  2. The entire respondents saw transport serviced as inadequate foe their effective management.
  3. Majority view indicates that managers practice stimulation that maintain attention on duty.
  4. Majority opinion has it that the team of external management consultants are experts.
  5. It was found that retrenchment threats fear and underestimation follow staff.

External control and the threat of punishment are not any means for bringing about effort organizational objectives people will exercise self direction and self control to accept but also to seek responsibility.

The capacity to exercise a relatively high degree of imagination, ingenuity and creativity on the solution of the organizational problems is widely not narrowly distributed in the population.

Under the conditions of modern industrial life, the intellectual potentials of the average human beings are only partially utilized.



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