ABSTRACT
This study examined the dynamics of motivation in an organization using Nigeria Ports Authority as a case study.
Based on the objectives of the study, structured questionnaire consisting of nineteen (19) close-ended questions and one open-ended question were developed and administered on one hundred employees of the aforementioned case study, with which a total of seventy-four (74) were completely filled and returned.
Hence, .the methodology employed was both primary and secondary methods (i.e. questionnaire method and library method). However, From the analysis of the data generated and with the aid of chi-square ‘method, the following findings were concluded:
There is. a significant relationship between motivation and employees performance.
Therefore, the study suggested that this research work, should be more current more challenging and useful. Hence more research works should be conducted in order to cover a wider scope;
CHAPTER ONE
1.0 INTRODUCTION
Productivity and total quality experts tell us that we need smarter; not harder. While it is true that a sound education appropriate skins training are necessary if one is to work smart, the process does not end there.
Today’s workers need instructive and supportive feedback, as well as “desired motivation” if they are to translate their effort is to be adequate rewarded.
Motivational systems have limited meaning that· excludes many kinds of inducements offered to people at work. They do not include; wages and salary, ‘payment and merit .pay,overtime payment, pay for holiday work or differential. According to (Obisi 1996).
Motivation is a thing that is given or receive for doing something good or working harder, in this case, we have to look at both monetary and non-monetary read. Also, motivations are given to employees as an inducement towards their performance on the job it is an additional payment that would put a smile on the face of the recipient.
It also serves as bonuses given in exchange for a job properly done. This is inducement, which is aimed at motivating the workers and encouraging them to work harder and smarter,
Motivation whether monetary or non-monetary are motivators. However, monetary rewardsare external while that non-monetary are internal. Idowu (2000) however, affirmed thatmotivational system in an organization goes a long way to determine job satisfaction and performance, the amount the quality, the value, and the distribution of rewards as well haveimpact on job performance. A good manager heeds to take these factors into consideration when designing and distributing rewards that motivate workers in an organization.
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