Motivation is also the willingness to do something and its conditioned actions and ability to satisfy some needs for the individual. However, quantification is still used in qualitative research while theories are often inductive. The most interesting aspect is that result of this study found all the factors chosen have significant relationship with motivation. Managers get their work done through employees. Words: 3951 - Pages: 16. Intrinsic and extrinsic motivation 2.
It can be done to estimate the characteristics of a population. Productivity: Productivity is that which people can produce with the smallest amount effort, Productivity is a ratio to calculate how well an organization or individual, industry, country converts input belongings, labor, materials, machines etc. Foremost, a list of start codes was developed from the conceptual framework of the research. Therefore, it is paramount that best practices in policy and procedure are introduced and maintained by Human Resources departments. The study should have covered all the banks in Enugu State but due to time and financial constraint, it was limited to Access Bank Plc, Enugu Metropolis. Data was collected using questionnaires. The study seeks to unravel the factors that affect construction workers' motivation and the corresponding effect of the identified motivational factors on workers' performance and overall productivity.
Descriptive statistics frequencytables, percentages were used to present data. Subsequently, an introductory letter and seven intended questions for the interview were delivered to the five respective bank managers. Organisational Behaviour 4: From Theory to Practice. Managers have traditionally believed that a satisfied employee is a motivated employee. Even though there is not a lot of evidence from empirical studies proving that people actually pass sequentially from one level to another, the idea that there are different levels or broad types of motives and needs appears to be a reasonable one. It also notes that commitment to objectives is a partially determined by the rewards associated with achieving these objectives.
Table 4-13 above shows that 29. Motivation is a driving force by which human achieve their goals. Achievement motivation, occupations, and labour turnover in New Zealand. Nowadays, private universities in west Java, especially in Bandung city, grow and develop fast. There is need to explore the needs of the employees so the needs can be fulfilled at the time, otherwise, without such effectiveness employees cannot be retained and can leave the organization due to mistrust or dissatisfaction Musgrove, Ellinger and Ellinger, 2014. Motivation is defined as an urge in an individual to perform goal directed behavior.
That is, organisations can only expect employees to be committed to the organisation if they provide employees with 1 above average compensation and 2 performance-related reward, which would both demonstrate to employees that those that make superior contributions will be rewarded accordingly. A majority of respondents thought that managers understood what would motivate them, but again 15 of the respondents were neutral or disagreed with this statement. Thus even a less difficult task can be hard to undertake if its performance involves a lot of effort. Words: 464 - Pages: 2. Topic 3 — Motivation Is punishment or reward more powerful in motivating employees? Although, when the employees realize an inequality in the ratio relative to others, tension is created. Pay and Benefi ts : Keeping employees motivated with good benefits is easy. The interviewees consented to the interview upon a condition of confidentiality.
Employee motivation and performance are key factors in moving a small business forward. Collis, J and Hussey, R. Table 4-9 above shows 12. All these factors are explained below. For example, there are sub-theories and complexities involved in procedural justice. These relationships between motivation and job performance have made many researchers work intensively on this area to find out dependable solutions to the problems. According to the guidelines provided by Creswell 2009 , in coding the interviews, two levels of coding were utilized.
The purpose of this study is to intricate the influence of Reward system and Training and development on increasing employees performance and productivity. Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Hence, an individual can have a positive performance if he or she pays attention to the task, exerts effort into it and persevere over a period of time Locke and Latham, 1990. The research approach is important as it informs the research design and provides a basis for a critical consideration of how each of the various approaches may contribute meaningfully to, or limits the study Locke et al, 2009. Thus if the firm tries to deal with the factors that create job dissatisfaction, such as salary, they can bring about peace but will not automatically motivate workers Robbins, 2000. Questionnaire Design According to Oyebanji 2002 , a questionnaire is a survey instrument used to gather information or data from primary source thus it contains a set of structured questions pertinent to proffering solution s to the problems s under the study.
For example, the terms of assessment and promotion, the perceived fairness of the decision making process is crucial for commitment and therefore managers should clearly communicate clearly how decisions are made and why some people and not others did get promotions Herzberg, 1987. The researcher recommends that all employees should be motivated to ensure they are retained and this will improve performance. The problems of the study are buttressed below: Delayed salaries can affect the performance of workers especially in the public sectors. When these characteristics are present in a job, tell her what positive consequences are predicted to follow, and why. The purpose of this thesis was to evaluate the effects of training on employee performance, using the telecommunication industry in Uganda as case study.