motivation as a means of staff performance

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					                          TABLE OF CONTENTS


Title page

Approval page

Dedication

Acknowledgement

Abstract

Table of content



CHAPTER ONE

1.1   INTRODUCTION

1.2   Purpose of the study

1.3   Statement of the problem

1.4   Research hypothesis

1.5   Significance of the study

1.6   Limitations / scope of the study

1.7   Operational definition of terms

      Reference



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CHAPTER TWO

2.0   LITERATURE REVIEW

2.1   Definition and concept

2.2   Classical theories of motivation

2.3   Other motivation theories

2.4   Financial incentives

      References



CHAPTER THREE

3.0   RESEARCH METHODOLOGY

3.1   Research design

3.2   Identification of variables

3.3   Population of the study

3.4   Sample procedure

3.5   Data collection instrument

3.6   Data collection procedure

3.7   Method of data analysis

3.8   Problems encountered


                                         2
      References



CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1   Data analysis, findings and interpretation

4.2   Personal interview

4.3   Testing and interpretation of hypothesis

      References



CHAPTER FIVE

SUMMARY            OF      FINDINGS,       RECOMMENDATIONS   AND

CONCLUSION

5.1   Summary of findings

5.2   Recommendations

5.3   Conclusions

      Bibliography

Appendix / glossary



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                                  CHAPTER ONE



1.1   INTRODUCTION

Human beings are the most important components of an organization and

without understanding their nature and behaviour, it may be absolutely difficult

to design organization and formulate appropriate management strategies to

achieve their objectives. The central argument in the literature of organisation

theory when studying human beings is focused on the question.                  Do

organizations really act on do human beings in them? Ajobon R.T (1998:33).

      To me, this is not a controversial question and at the some time, it is not

a difficult question to answer.

To answer the above question, we need to increase our level of objectivity.

The psychological forces motivating the action of individual in an organisation,

is quit different from the intentions of the organizational action. Organisation

act as collectivities directing their action towards are overriding goal but

human being act as individuals who are motivated by certain psychological

factor.



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Human beings decide to work in certain organisation because they want to

satisfy certain needs. So, their behaviour in the organisation will be dependent

on to what extent they satisfy the needs that motivated their entry into the

organisation.

On the other hand, organization, whether profit on non-profit motives, exist to

provide goods and services from the satisfaction of the public and it’s

members. Given this perspective, quality and quantity of outputs of goods and

services coupled with profit motive becomes the underlying factors. Therefore,

the ability of the organization to attain high performance in terms of these

quality, quality and level of profitability depends greatly on the managerial

leadership qualities and the incentives strategies.

A managerial leadership must therefore poses the empathy for intelligence,

initiative, the feelings of others and the responsibility to motivate for effective

result.


1.2       PURPOSE OF STUDY

Today, many organizations suffer ineffectiveness or have packed up due to

defective managerial leadership. Whatever the size of an organization in terms


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of   capital   base   on   the   number   of   people   working   in   it,   as

well as machinery and materials have to be managed properly in order to

achieves predetermined goals.

Thus, in order to achieve at the solution as to whether organizational

defectiveness can be connected, the researcher proposes to determine whether:-

-     Motivation can present organization depressiveness in terms of

      performance.

-     To determine the whether motivation without good leadership could

      level to the desired performance.

-     To determine which motivation techniques is best for employee and

      organizational effectiveness in terms of performance.

-     To determine the level of productivity as regard to employee

      performance with a range of time.

-     To determine whether leadership could be meaningful without the ability

      and keenness to motivate employee for performance.

-     And finally suggest ways of improving motivational techniques to

      enhance performance.



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1.3   STATEMENT OF PROBLEMS

For decades, behavioral scientists have focused attention on the study of

motivation. The inclination and in the studies emanates from the problems as

to whether motivation or not is responsible for organizational performance.

While some, especially those who believe in technological sophistication argue

that given that level of goods and modern machines, organization can perform

optimally. Others are of the view that organizational performance will depend

fundamentally on the managerial leadership and the way they motivate their

employees.

This schools content that the machine and equipment connate entirely work on

their own that human factors in terms of management will impact greatly on

performance. To what extent can this be held? This constitutes the central

problem of the research.


1.4   RESEARCH HYPOTHESIS

A hypothesis is a statement of production about a relationship between two or

more variables and subject for verification. The hypothesis to be tested in the

project are:-


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H0:    Employees can perform effectively and efficiently even without

       leadership and motivation strategic.

H1:    Employees may not perform effectively if the incentive criteria are poor.

H2:    Motivate of employee’s determines their performance.

H3:    Leadership determines employee’s productivity and performance.



1.5    SIGNIFICANCE OF STUDY

The research is designed to example the extent to which motivation can go in

eliciting optimum performance on the employee. The field of management

today has been so devoted to changes and progress. Consequently, many

organizations are now aware that people need to be well directed managed and

motivated in order to get the best out of them.

Ordinarily many people find work to be two unpleasant and will do evenly

thing possible to avoid it.

The significance of study therefore is to highlight the importance of properly

directing, controlling, inducing and inspiring employees to achieve desired

results.



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Organization must have managers, who can play the figurehead role, the

interpersonal relationship as well as the potential power to define the

guidelines to follow, allocate resources and stimulate employees to attain high

business objectives.


1.6     LIMITATION/SCOPE OF STUDY

The aim purpose of the research is to examine the impact of motivation on

employee performance. Despite the seemingly broad scope of study stated

above, the research has chosen to limit the study to Delta Glass Company

Limited.

Lack of adequate finance coupled with time leg within which the study has to

be completed underscores the choice of Delta Glass Company Limited. More

also, the choice of Delta Glass company limited was informed by indisputable

fact that it has been competing favourably in the glass industry.

      Could the leadership and motivational strategies of the glass company be

responsible for it’s astnanomical progress over the years? Hence the choice of

the glass company as my case study.




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1.7   OPERATIONAL DEFINITION OF TERMS

Motivation:-        This refers to an aspect of management concerned with

industry people to work to the best of this ability.

Performance:-       This refers to actual results obtained sometimes used to

devote the achievement of positive result.

Incentives:-        This refers to strengthening drive designed to motivate

workers or employees to greater performance e.g. money security, recognition,

justice, praise and opportunity, etc.

Efficiency:- Output divided by input on the extent to which the result produced

was at the least cost.

Leadership:-        This is the exercise of authority in a social group, and the

qualities upon which such exercise depends, vanities with the nature of the

social group. It is responsibility and authority to direct, co-ordinate and motive

subordinates to ensure that the goals and objectives of the organization as well

as those of employees are in agreement.

Communication:- Refers to the process of transmitting information and

understanding between two on more people so as to execute the meaning(s) in

the information message.

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Effectiveness:-    This is the extent to which the designed result is realized

and it is frequently compared with efficiency.

Organization:-     Organization is systematic may of arranging people so that

the subordinate and superseding structure of authority are to utilized the

available resources to achieve their goals.

Job satisfaction: This refers to these variables, which employees consider to

be yielding maximum benefit, and which enables him to develop positive

attitude towards his on her job.

Productivity:-     This is the achievement target pen period of time pen

person on the relative output for a given level of input for a given level of

input, especially the production per productive employee.


D.G.C Delta Glass Company Limited.



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