Business Administration Project Topics

Effects of Motivation and Job Satisfaction on Organizational Productivity

Effects of Motivation and Job Satisfaction on Organizational Productivity

Effects of Motivation and Job Satisfaction on Organizational Productivity

Chapter One

Objective Of The Study

The objectives of this study in addition to fulfilling an academic requirement which includes the following:

  1.   To investigate whether or not employees in statutory establishment are being motivated with working condition conducive to job satisfaction.
  2.   To ascertain whether workers are allowed to participate in decision making in federal polytechnic Nekede and to see if the absence or presence of workers participation in decision faction.
  3.   The research is also carried out to investigate if the availability of incentives such as promotion, training and of the year bonus job security etc. put workers into higher performance thereby bringing about higher productivity.
  4.   To offer suggestions on measures that can enhance job satisfaction in organization both private and public satisfaction so as to minimize administrative problem arising from complete lack of or poorly applied incentives to worker.




The current lesson presents an appraisal of the literature, linked to inspiration and work contentment as subjects which have been extensively evaluated in the sphere linked to industrial and organizational psychology, in addition to elaborating a lot about matters linked to inspirational and work scenarios. (Burgess and Ratto, 2003)

In the initial section, the investigator explains what is meant by inspiration and work commitment in addition to examining the hypothetical foundation for the existing research, for instance review of the administration past, introduction to Herzberg’s motivation—hygiene theory, in addition to investigating researchers related to other inspirational and work contentment outlooks available in the literature. (Bourantas and Papalexandris, 2009)

The subsequent second segment outlines investigation linked to such topics as they are concerned with the age, gender, education, duration, post and work contentment. The following segment provides an overview on researches in the extant literature related to inspiration and work contentment in the public sector, reimbursement and work contentment, internal and external aspects in relation to work contentment, researches linked to location of work contentment, work contentment and loyalty to the enterprise apart from other contentment feedback forms investigations. (Judge and Ilies, 2002)

Concept of Motivation

The term inspiration originates from the Latin phrase “movers”, which indicates “to progress”. Inspiration commences with a real or psychosomatic defect or requirement or targeted at all or inducement which results in ‘conduct in the opinion of Behn, (1995). It was asserted by Herzberg that the psychology linked to inspiration is extremely intricate. He states that as per the cognitive and inspirational extents proposed by such inspiring aspects such as ingenuity, individuation, accountability for the task, accomplishments. In the words of Pfeffer, (2004), inspiration includes those procedures which provide an explanation for a person’s concentration, focus and diligence of endeavors in the direction of fulfilling an objective apart from the emphasis on the objectives of an enterprise so as to replicate our solitary attention in conduct linked to the job. According to Perry and Wise (2000), inspiration comprises of the following crucial elements: passion, focus and diligence; passion relates to how relentlessly an individual attempts to and endeavors to focus on the objective which is in harmony with the objectives of an enterprise; it is the type of attempt an individual must look for. It was documented by Perry and Porter, (2002) that inspiration comprises of conduct which is linked to the three elements of invigorating, focusing and upholding or supporting. According to them, the upholding aspect is impacted by several aspects in the enterprise atmosphere and has special significance.

The motivation-hygiene theory was put forth by Wright, (2007). The theory argues that workers are inspired by their individual innate desires to accomplish testing assignments and not really by being offered additional advantages, novel indications of repute, or increased salaries. He also contended that supervisors must offer chances to workers to accomplish testing assignments. It was discovered by Lewin, (2003) that de-inspiring aspects have an impact on the efficiency in civil engineering ventures and that employees who are insufficiently inspired are inclined to put in least attempts, thus lowering the general efficiency capability. The firms must recognize the aspects which probably will stimulate the employees not to be inspired if the firm wishes to enhance the employee productivity.

According to Rainey, (2004), inspirational theories aim to offer a superior comprehension of the significance of inspiration and also investigate techniques to enhance the competence, output and the work quality. One requires comprehending the usage of various inspirational theories and also checking how varied inspirational theories result in enhancement of the output so as to enhance worker efficiency. The query here arises how can one make employees toil more effectively? Since the egalitarian headship technique attains enhanced output and competence, the matter related to the type of headship surely influences the worker productivity.

The theories linked to inspiration have been outlined in the subsequent segments.





In this chapter, we would describe how the study was carried out.

Research design

The research design was based on the survey method which involved the combination of quantitative and qualitative research methods. The survey method is to be complemented with focus group discussions.

Sources of Data

The data for this study were generated from two main sources; Primary sources and secondary sources. The primary sources include questionnaire, interviews and observation. The secondary sources include journals, bulletins, textbooks and the internet.

 Population of the study

A study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitute of individuals or elements that are homogeneous in description (Prince Udoyen: 2019). In this study the population constitute of all the the staffs (academic and non-academic) and it was estimated to be around 1200 staffs



 Data Presentation  

In analyzing the data for this study, it is important to know the socio-demographic features of the respondents used in this study. Such demographic features will act as prelude to the data analysis.

Thus, such socio-demographic features like age, marital status, sex, and educational background of the respondents will be analyzed in this study. From the total of 160 questionnaires administered, only 153 were successfully retrieved and completed.



Summary of Findings  

So far, this study explore on the impact of motivation and job satisfaction on organizational productivity, a case study of NEKEDE. The study employed the primary data collection method, and the four hypotheses were tested with the use of chi-square statistics.

Based on the research objectives, the following findings were gathered:

  1. In the course of this research, it was discovered that there is a positive relationship between the quality of supervision and motivation to work. Most of the respondents used in this study-expressed satisfaction with their boss leadership style. This shows that there is a cordial relationship between leaders and most of their subordinates in the organization.
  2. It is also discovered that in the course of this study, many of the workers in the company are not happy with the fringe benefits, which they get from the company. In fact, many of the workers interviewed express their views that the fringe benefits enjoyed by them in the company are not in line with present day realities.
  3. There was also the belief by majority of the respondents included in this study that what obtains in other companies are better than what obtained in their own.
  1. Many of the workers included in this study-expressed satisfaction with the company’s appraisal policy.
  2. Finally, another important finding of this study is that many workers are some how satisfied  with the training policy of the company. But they advocated for more training with regularity and richer contents than cover both work and personal development areas. However, interview with some of the management have shown that the company is considering using the e-learning platform to deliver some of the lerarning interventions to save cost and take good advantages of benefits of using elearning which according to  CIPD (2014), e-learning offers the following advantages over traditional offline methods:
  • The learner is at the center of the process and has full control over the pace of the learning
  • Interactively, at its  best, is engaging and increases the effectiveness of learning, especially retention.
  • It is flexible regarding time and place of learning.
  • Consistency of presentation- the computer never  has a ‘bad day’.
  • Materials stored electronically can be repurposed as often as necessary  (e.g. bulletin board discussions can be edited to form FAQs or case studies) • It can provide support for users with learning difficulties.


Based on the findings of this study, the following recommendations are made:

  1. Organization leadership and management should provide adequate fringe benefits to the workers and such benefits should be geared towards meeting the needs of the workers. The provision of adequate fringe benefits to the workers will propel (motivate) them to put in their best in their contribution to the attainment of corporate objectives.
  2. The rewards workers enjoy in the company should be benchmarked and at par favorably with the reward which workers in other similar industries or companies enjoy. This is important because workers perception of what obtained in other organizations can affect their level of motivation.
  3. The management of the company should also encourage the training of workers. Learning and development opportunities is an important factor in motivating employees for superior performance.
  1. Managers; Supervisors and other workers who supervise and lead others should be equipped with management and leadership skills in other to manage and lead their team well and contribute to  favourable work place environment for employee motivation and engagement.


This research work was carried out with the aim of looking at the motivation and job satisfaction of employees in NEKEDE. From the analysis of data and findings of such analysis, it was discovered that such motivational factors like the quality of supervision; the nature of fringe benefits enjoyed by the workers; worker’s perception of the reward he gets in the organization in relation to what other workers of similar status get and also his perception of what is obtained in his organization in relation to others Identifying the impact of each of these variables on employees‟ performance from the data analysis and interpretation, the following conclusions were drawn:

If managers wish to be effective, they need to have at least a basic understanding of motivation and the different motivational theories that try to explain the concept of motivation. They must be able to grasp the key components of theories such as Maslow‟s hierarchy of needs, and Herzberg‟s two-factor theory and make an effort to truly understand their employees. It is only by grasping these concepts that they can hope to effectively bring about continual high performance in their workers.

This study, survey results, and interviews have given us some valuable insight into motivation and its role in the workplace. Managers need to provide growth opportunity and challenging jobs in order to better motivate today’s workers. Without these challenges and opportunities for growth, employees may not see a need to perform highly at work. We have seen that recognition plays a major role in employees‟ motivation and that it is a very effective motivator. Employees want and need to feel that their contributions make a difference and recognition is one way to satisfy those wants or needs

This research and interviews have confirmed that the use of cash rewards can be an effective  way to motivate employees, and the majority of our survey respondents agree with this statement.

In conclusion, when it comes to bringing out the best performance of employees,  quality of supervision and relationship with the supervisor; recognition and adequate cash rewards are effective motivators.

Thus, it is important for organization to encourage and improve these motivational factors in the company in order to get optimum productivity from the workers.

The implication of this study cannot be overemphasized as this study will educate the management of the organization (especially the organization under study) on how to motivate their workers to performance. The findings of this study will generate people’s interest in researching into other areas of motivation in the organization, which will enrich the literature on motivation as a phenomenon.

In a nutshell, the study will enrich people’s knowledge in this area of organizational behaviour and management of people in the work place.


  • Adams, J. S. (1963). Toward an understanding of inequity.  Journal of Abnormal Psychology.
  • Agbeto, O.. (2002) “Towards an Understanding of Inequity” journal of Abnormal Social Psychology, vol 67, pp 422-436.
  • Alderfer, C. P. (1969). An empirical test of a new theory of human  needs. Organizational behavior and `human
  • performance, 4, 142-175.
  • Adler, P. S., Chen, L. C., & Willmott, H. (2009) Critical Management Studies. Academy of Management Annals, 1: 119-179.
  • Agbeto, O. (2002) “Towards an Understanding of Inequity” journal of Abnormal Social Psychology, Vol. 67, pp 422-436.
  • Adonisi, M.  2005.   Antecedents of an organizational culture that fosters corporate entrepreneurship.  People Dynamics, August 2005.  Vol. 23, No. 8.  p. 6.
  • Amabile, J. L., Mueller, W. S., & Smith, L. M. 2007. Attitudinal and behavioral effects of autonomous group
  • working: A longitudinal field study. Academy of Management Journal, 34: 464-476.
  • Amin, M.E (2005). Statistical inference for social science research. Kampala, Makerere University.
  • Atkinson, J. W. (1958). Towards experimental analysis of human motivation  in terms of motives, expectancies, and
  • incentives. Motives in fantasy.
  • Bateman TS, Snell SA (2004). Management: The new competitive landscape. Mc Graw Hill, New York 6th Ed.,
WeCreativez WhatsApp Support
Our customer support team is here to answer your questions. Ask us anything!