CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In order to achieve a maximum output or productivity, employers in any organization should, as a matter of policy and necessity, motivate their staff. Motivation of workers is a highly relative matter since it varies in degrees, dimensions and places of employment. Thus, the policies formulated in any organization cannot be enthusiastically and successful implemented when the employees are very apathetic with the conditions prevailing in their workplace. Hence, lack of motivation of employees in any organization is since qua non to the failures in the achievement of the desired or designed goals or objectives.
Invariably, European Scientific Journal August 30, 2014 edition vol. 8, no.18 is inextricably tied with job satisfaction and employees realization of his competence as well as the opportunity to apply new ideas. These issue, therefore, constitute the primary assumption in this study and hence become the preconditions in achieving the laid down organizational objectives. The condition of employment in Nigeria local governments in the country. There should be comprehensive, attractive and tempting conditions of service, staff regulations and scheme of adequately comparable with relevant organizations in Nigeria, like job security and absence of all forms of job hazards.
1.2 PURPOSE OF THE STUDY
In employment, two parties are involved, which are their skills, and the other part with money. The imbalance of skills, and the other part with their money. The imbalance of this therefore could result in job dissatisfaction which may lead to resignation and low performance of some workers.
Employees have attitudes about many aspects of their jobs, their careers, and their organizations; however, the most focal employee attitude is job satisfaction. Looking at a group of people performing the same job for same time, we cannot but observe that some people do it better than the others. One will want to know the factors that account for these differences in performance. One factor is that the differences reflect verging degree of skill or abilities displayed by individual workers, while the other factors is motivation. Motivation on the order hand simply refers to the urges, aspiration, drives and needs of human beings the direct or control or explain their behavior. Brenner (2004) asserted that the ability of employees within an organization to share knowledge throughout the system depends on the conditions of their work environment. Some employees tend to be more productive in a facilitated work environment.
More so, the quality of comfort variable from work environment determines the level of satisfaction and productivity of workers. Workers productivity cannot be optional, if the conditions of work environment are not favorable. Improved work environment enhances employees productivity.
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