STAFF MOTIVATION AND ITS IMPACT ON ORGANIZATIONAL PRODUCTIVITY
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Motivation is the inner state that causes an individual to behave in a way that ensures the accomplishment of some goal. Or it can be defined as the state that directs the individuals towards the goal of satisfying felted need. The individual is moved to take action to reduce a state of tension and return to a condition of equilibrium.
Motivation of staff and its impact on the organization productivity is the subject matter of this projects with a cases study of Kaduna refinery and petrochemical company (KRPC).
Since productivity is a result of employees behaviour, influencing this behaviour is a manager’s key to increasing productivity.
In the new generation organization like (KRPC) high level of productivity and efficiency is their watchword in a competitive environment. It is a well known fact, that no organization can succeed without hardworking and committed employees. That’s why employer’s tend to put more effort in motivating employees through motivation factors in order to get work done in the right manner, in order to achieve higher productivity and when this is done, the organization will definitely attain its desired objectives and goals.
But some managers knowing the significance and important of motivation, do deliberately refuse to motivate their subordinate.
Top management must take into account of individual behaviour when planning organizational structure and procedure, and applying management styles and theories to meet career development of employees, staff development programmes becomes imperative as motivational factors.
This is very sensitive issue, because the degree of productivity of any organization depends to a large extent on how the morale of the employees are boosted through motivational factors which will in turn lead to employees higher productivity.
Motivation is one of the simplest, yet most complex management jobs, it seems simple because people tend to be basically motivated to behave in away that they feel leads to reward, therefore one of the determinant of behaviours is motivation.
1.1 BACKGROUND OF THE STUDY
REFINERY AND PETROCHEMICAL COMPANY KADUNA
The decision to establish Kaduna Refinery and Petrochemical company (KRPC) was taken in 1974 along with that of Warri refinery. However, it was decided that work would commence on the construction of refinery whenever the projection of consumption of petrochemical product justified it.
By early 1975, in view of the fuel shortage experienced,, the federal government decided that work on the third refinery should be advanced. It was envisaged that the refinery was to be a simple hydro skimming type refinery in order to meet up with the fuel demand.
Based on the feasibility studies carried out which took into consideration the consumption of various petroleum products within the northern zone, and adequate means of disposal for surplus product. A cru0de oil capacity of (42,000) forty two thousand barrel per stream day (BPSD) could be early justified.
It was much later that the federal government decided that the capacity for any refinery in Nigeria should not be below 100,000 (BPSD) .