The Role of Motivation and Job Satisfaction in Improving the Performance of Organization
CHAPTER ONE
Objectives of the Study
- To determine the extent to which motivation influences job performance of workers in some Anccor Foods Enugu.
- To determine the link between motivation and worker’s performance in Anccor Foods Enugu.
- To investigate workers motivational level in some Anccor Foods Enugu.
- To identify some factors militating against worker’s performance in Anccor Foods Enugu.
CHAPTER TWO
LITERATURE REVIEW
Theoretical Framework
Several theories could be used to guide this study. However, this study adopted Maslow’s hierarchy of needs theory and Herzberg’s motivation-hygiene theory. Generally, these theories emphasize that when people are deprived of their needs, they become deficient in something that they consider important to their well being. A need is therefore created and strategy for correcting the behaviour is activated. A need is defined as a measured discrepancy between actual and defined situation. These theories have provided framework for a discussion in this study.
Maslow’s hierarchy of needs theory
Maslow’s hierarchy of needs theory maintains that there are several types of human needs; physiological, safety, social, esteem and self-actualization that must be satisfied before a person can act unselfishly. He called these needs “deficiency needs.” As long as human are motivated to satisfy these needs, they move towards growth in self-actualization. Bannel and Akyeampong (2007) comments that, satisfying a need is healthy; dissatisfaction of these needs makes people unwilling to work. The needs must be satisfied and should be satisfied or else people become sick. Maslow (1954) argued that human motives are based on needs, some needs are primary whereas others are secondary. Primary needs include requirement for water, air, food, clothing and shelter. Secondary needs include such needs as esteem, status, affiliation with others, affection, accomplishment and self actualization. However these needs differs over a period of time among workers. That is to make sure that they get primary human needs to guarantee themselves with adequate nourishment and protection from harm.
The context aspect of work sample, work conditions, government policy and salary identified in the review serve only to reduce dissasfication in the lower order needs identified by Maslow. They cannot lead to growth or dissatisfaction. The context aspect of teaching, for example are achievement, recognition and work itself which correspond to esteem and self-actualization. The highest factor of Maslow’s hierarchy; psychological growth and satisfaction depend upon successful job completion so only factors that are context centered, intrinsic aspects of the teaching and learning process can contribute to satisfaction.
CHAPTER THREE
RESEARCH METHODOLOGY
Research Design
In defining research design, Odo (1992:43), stated that research design implies outlining the name of equipment and other materials the research intends using, applying some to successfully execute the practical aspect of the research study.
A descriptive survey method was used for this study. It is important to determine the method and procedure adopted in this research report since it gives the reader background information on how to evaluate the findings and conclusion.
CHAPTER FOUR
DATA ANALYSIS AND DISCUSSION OF RESULTS
Respondents Demographic Characteristics
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
Summary of Major Findings
- The study was carried out solely to identify the effect of motivation on workers’ worker’s performance in Anccor Foods Enugu state. Accordingly, the major findings were derived from data discussion, analysis and interpretations as follows.
- The study clearly depicted that the working environment of the company is conducive and suitable. Majority of the worker’s agreed on its conduciveness, suitability but regarding with providing the materials and equipment’s that are need for the job, the company is very poor in supplying those materials timely 48.11% of workers were not satisfied with the availability of materials.
- Almost all the respondents believe that the reward and incentive system is not based on performance and they are highly discouraged by the system. This implies that there is biased system in giving rewards to workers. Majority of the workers 42.2% believed that rewards are not given timely.
- When workers get recognized and appreciated, they do their best to prove the skill, talents and abilities they have However, All workers’ replied that there is no recognition and appreciation from their boss.
Conclusions
Based on the findings, working environment is positively related to worker performance, the researcher conclude that there in fact exists positive relationship between the two. This demonstrates that when working environment is not conducive motivation to perform the job will reduce. There is a negative and insignificant relationship between Job Security and worker Performance. workers are not certain that job security contributed to their performance.
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