EMPLOYEE MOTIVATION AND PRODUCTIVITY
(A CASE STUDY OF ESUT, ENUGU)
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According to N. C. Abah, motivation is the mind to do a thing because that thing has meaning to the person doing it. (N. C. Abah 1997: 115). Also Emma E. O. Chukwuemeka said that for an individual to be motivated, he must believe that an act on his part must be followed by a given outcome. (Chukwuemeka 1998: 171). Motivation has been defined in terms of how behaviour get started and how it is sustained, is directed, stopped and how it is sustained, is directed stopped and what kind of subjective reaction is present in the organism while all this is going on. (Jonesty Rored) Nebraska symposium on motivation as quoted by N. C. Chantsl pg 97 in his book public personnel and Administration). The relationship between motivation and productivity is the backbone of this research work. The project is an arduous attempt to study the productivity, using Enugu State University of Science and Technology, (ESUT) as a test group. Specifically, the research intends to isolate and analyse the motivational techniques employed by analyse the motivational techniques employed by the mentioned university to solicit workers co-operation.
Methodologically, this study is descriptive and pattern of descriptive analysis is based on answers to certain research questions formulated by the researcher. Statistically tool of the chi-square (x2) is used in analyzing the views of the respondents, the high lights drawn thereof;
- Promotion of the Enugu State University of Science and Tec is a factor of Educational qualification and handwork.
- The workers – boss relationship affects the overall productivity of the organisation.
- Bureaucratic processes do not prevent the formulating and implementing effective staff maintenance technique.
TABLE OF CONTENTS
1.1 Background of the study
1.2 Statement of the problem
1.3 Objective of the study
1.4 Scope of the study
1.5 Significance of the study
1.6 Definition of terms
Review of Related Literature
2.2 Motivation – A theoretical discourse
2.3 Abraham Maslow Hierarchy of need theory
2.4 Fredrick Herzberg’s two-factor theory
2.5 Douglas Mcgregor’s Theory X and Theory Y
2.6 The concept of productivity
2.7 Enugu State University of Science and Technology; background information.
2.8 The governance of the university
2.9 The registry
2.10 Motivation in Enugu State University of Science and Technology
2.11 Discipline procedure
2.13 Summary of the literature reviewed
3.1 Research design
3.2 Area of the study
3.3 Population of the study
3.4 Sample and sampling procedure
3.5 Instrument for data collection
3.6 Validation of the instrument
3.7 Reliability of the study
3.8 Method of data collection
3.9 Method of data analysis
Data presentation and analysis
Discussion, implications and recommendation
5.1 Discussion of results
5.3 Implication of the result
5.5 Suggestion for further research
5.6 Limited of the study
1.1 BACKGROUND OF THE STUDY
In any given state different utility functions are performed. Some of these function services can be produced by private individuals but the cost will be high as to be beyond the financial reach of every individual who requires such essential goods, functions and services. In order to avoid such situations government decides to provide these essential functions and services itself. In doing so, the government does not want such services reasons to be under taken by a government departments or agency but instead sets up special institution, gives them legal and economic advice of edicts, decrees or acts of parliament to provide essential services. Among others, such organisation so set up became known broadly as state university or polytechnic.
Enugu state university of science and technology is Enugu state owned institution of higher learning established by the former Governor of Anambra State Chief (Hon) Dr. Jim ifeanyichuwku Nwobodo in 1980 following the creation of Enugu state in 1991, it became Enugu State University of Science and Technology. The institution is changed with the training of middle and high level manpower, carrying out research geared towards solving human problems among others. To achieve these goals and objectives, the university was staffed with different member of academic and non-academic staff.
Thus, all activities of any organizations are initiated and determined by the persons who make up that institution.
Dale Yoder (1972: 225) argues in affirmative, he contends that working organisations presumably begin with knowing the requirement of people, what ever may be their organisational goals and objectives, they can be implemented only through the end for the capabilities of people. Organisational structure must be manned or staffed, if they are to accomplish anything.
Human effort therefore is central to the attainment of any organisational goal.
The ability to motivate workers in any organisation will go a long way to enhance the organisational out put and productivity. Achievement of the workforce.
1.2 STATEMENT OF PROBLEM
- ESUT staff are not paid as at when due, these had resulted in poor performance of staff.
- The staff of ESUT are not usually exposed to in service and other training programmes which had resulted to inefficiency.
- ESUT staff are not promoted based on merit but on whether the affected officer knew those in authority and it had caused low productivity, poor performance workers.
- Incessant strike actions by staff of Enugu State University of Science and Tec, had also affected productivity of staff.
- PURPOSE/OBJECTIVES OF THE STUDY
The search for solution to the problems of motivation and productivity in Enugu State University of Science and Technology has almost proved futile. Those problems are multifarious and have provoked series of researches on how to reduce these anomalies to the warmest minimum and make Enugu University of Science and Technology (ESUT) achieve better result (training of Manpower).
It is the objective of this research to show that if the motivational strategies are effective, Enugu State University of Science and Technology (ESUT) can improve her level of performance.
Therefore, the specific objective or purpose of this research could be narrowed down as follows:
a. To examine the effectiveness of the existing motivational strategies like in service and other training programes in ESUT.
b. To examine the factors effecting the non-payment of salaries in ESUT.
c. To identify possible steps to be taken in order to solve the problems of low productivity. This will include determining the extent workers negative emotion affects productivity in the institution.
d. To identify and pin down other variables that impede productivity in ESUT like incessant strike actions by the staff and others if different from the above.