THE EFFECT OF MOTIVATIONAL TOOLS ON EMPLOYEES MORALE IN AN ORGANIZATION

THE EFFECT OF MOTIVATIONAL TOOLS ON EMPLOYEES MORALE IN AN ORGANIZATION

(A case study of Kaduna Refining and Petrochemical Company Limited (KRPC)

 

Click here to download our android mobile app to your phone  for more materials and others

COMPLETE PROJECT  MATERIAL COST 5000 NAIRA OR $10 , 

. A FRESH TOPIC NOT LISTED ON OUR WEBSITE COST 50,000 NAIRA ( UNDERGRADUATE) OR 100,000 FOR SECOND DEGREE STUDENTS. $500. PLUS  FREE SUPPORT UNTIL YOU FINISH YOUR PROJECT WORK. CONTACT US TODAY, WE MAKE A DIFFERENT. DESIGN AND WRITING IS OUR SKILLED.  DESIGN AND WRITING IS OUR SKILLED.

Note: our case study can be change to suit your desire location . we are here for your success.

                                   ORDER NOW

MAKE YOUR PAYMENT  INTO ANY OF THE FOLLOWING BANKS:
 GTBANK
Account Name : Chi E-Concept Int’l
ACCOUNT NUMBER:  0115939447
First Bank:
Account Name: Chi E-Concept Int’l
Account Name: 3059320631

Foreign Transaction For Dollars Payment :
Bank Name: GTBank
Branch Location: Enugu State,Nigeria.
Account Name: Chi E-Concept Int’l
 Account Number:  0117780667. 
Swift Code: GTBINGLA 
Dollar conversion rate for Naira is 175 per dollar. 

ATM CARD:  YOU CAN ALSO MAKE PAYMENT USING YOUR ATM CARD OR ONLINE TRANSFER. PLEASE CONTACT YOUR BANKER SECURITY GUIDE ON HOW TO TRANSFER MONEY TO OTHER BANKS USING YOUR ATM CARD. ATM CARD OR ONLINE BANK TRANSFER IS FASTER FOR QUICK DELIVERY TO YOUR EMAIL . OUR MARKETER WILL RESPOND TO YOU ANY TIME OF THE DAY. WE SUPPORT CBN CASHLESS SOCIETY. 

OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.

Enter Amount

form>DELIVERY PERIOD FOR BANK PAYMENT IS  LESS THAN 2 HOURS

How to transfer from your bank account to All  Nigeriabanks

1. Access Bank:
—-*901#

2. EcoBank:
—-*326#

3. Fidelity Bank:
—-*770#

4. FCMB:
—-*389*214#

5. First Bank
—-*894#

6. GTB:
—-*737#

7. Heritage Bank:
—-*322*030#

8. Keystone Bank:
—-*322*082#

9. Sky Bank:
—-*389*076*1#

10. Stanbic IBTC:
—-*909#

11. Sterling Bank:
—-*822#

12. UBA:
—-*389*033*1#

13. Unity Bank:
—-*322*215#

14. Zenith Bank:
—-*966#

15. Diamond Bank
—-*710*555#

To know your BVN, dial
—-*565*0#.

E.g for First bank…   *894 *Amount *Acct. No. #

Please dail d code from d number u used to register d account from the bank

CALL OKEKE CHIDI C ON :  08074466939,08063386834.

AFTER PAYMENT SEND YOUR PAYMENT DETAILS TO

08074466939 or 08063386834, YOUR PROJECT TITLE  YOU WANT US TO SEND TO YOU, AMOUNT PAID, DEPOSITOR NAME, UR EMAIL ADDRESS,PAYMENT DATE. YOU WILL RECEIVE YOUR MATERIAL IN LESS THAN 2 HOURS ONCE WILL CONFIRM YOUR PAYMENT.

WE HAVE SECURITY IN OUR BUSINESS.   

MONEY BACK GUARANTEE

 

 

 

 

ABSTRACT
This research work is on “The Effect of Motivational Tools on Employees Morale in an organization (A case study of Kaduna Refinery and Petrochemical Company Limited (KRPC) Kaduna). The introductory part consist of background to the subject matter, statement of general problems, objectives of the study, statement of hypothesis, significance of the study, scope and Limitation of the study and definition of terms. The study also reviewed existing literature by various authors and taking into consideration six motivational theories. In gathering relevant information, this research work consist of the use of questionnaire which was administered to the general staff of KRPOC Kaduna Chi-square was sued to test the hypothesis, the result gotten shows that conclusion and recommendation were also made which highlight the immense important of motivational factors in an organization.
Table of content

CHAPTER ONE
2.1 Background of the study 1
2.2 Statement of the problem 3
2.3 Objectives of the study 5
2.4 Statement of Research hypothesis 6
2.5 Significance of the study 6
2.6 Scope of the study 7
2.7 Limitation of the study 7
2.8 Historical Background of Kaduna Refinery and
Petrol-chemical company Kaduna (KRPC) 8
2.9 Definitions of Terms 12
CHAPTER TWO
2.10 Motivation defined 14
2.11 Motivational processes 15
2.12 Theories of motivation 16
2.12.1 Abraham Maslow Hierarch of needs theory 17
2.12.2 Douglas McGregor- Theory X and theory Y. 20
2.12.3 Herzberg’s motivation-Hygiene theory 23
2.12.4 McClelland’s needs theory 25
2.12.5 Expectancy theory 27
2.12.6 Equity theory 31
2.12.7 Reinforcement theory 33
2.12.8 Types of motivation 34
2.13 Types of motivational Techniques 34
2.14 Motivational Techniques 35
2.15 Factors Affecting motivational Techniques 41
2.16 Human resources contribution to motivation Techniques 42
2.17 The importance of motivation 44
CHAPTER THREE
3.1 Researcher Design 45
3.2 Research Population 45
3.3 Sample size sampling Techniques 45
3.4 Method of gathering data 46
3.5 Justification of method used 47
3.6 Methods of data analysis 47
3.7 Justification of the instrument used 48
CHAPTER FOUR
4.1 Data presentation 49
4.2 Data analysis 51
4.3 Discussion of findings 52
4.4 Test of hypothesis 56
CHAPTER FIVE
Summary findings 60
Conclusion 61
Recommendations 62
Bibliography 64
Questionnaire 65

CHAPTER ONE
1.0 GENERAL INTRODUCTION
It has been asserted over the years that motivation is important to workers just as water is important to sustain human life. Motivation creates condition that encourages workers to satisfy their needs while at the same time accomplishing organizational goals and objectives.

1.1 BACKGROUND OF THE STUDY
In motivating employee in an organization, it requires the management to create real and imagined needs for the employee to aspire to. These needs could be increase in wages/salaries, the desire to achieve through promotions, recognitions etc. So many experiences have portrayed that the Nigerian workers in both public and private sectors have been frustrated out of their jobs for reasons arising from the dissatisfaction of their job, lack of good training policies and training facilities, absence of adequate incentives etc. As a result, low morale in working behavior comes into play.
The keys to the viability, survival and growth of an organization in the public and private sector is the effective acquisition, utilization and maintenance of the organization’s most valued asset – human resources. No matter how vast or huge the financial and materials resources may be, somebody who is a human element will have to put them together and make them useful to the accomplishment of goals and objectives.

The capacity of an organization to adopt, maintain itself, survive and grow in the face of changing condition depends largely in how effective and efficient the human resource can be managed and utilized.

Lots of organizations are confronted with broad range of problems in dealing with the life wire of the organization, which is the human resource. This is obvious because, the human resources of an organization which consists of all individual, irrespective of their roles, status and duties who are engaged in any of the organizations activities and its important, versatile, and valuable assets, it is the only resources that is blessed with the capabilities of thinking, planning, executing and achieving organizational goals.

Furthermore, with these central roles played by human resource in an organization, it becomes evidently clear that their motivation should be given a top priority.
The expectation of management of every organization is for employee to put in their best to achieve the goals of that said organization. This is the reason why management practitioners and most people tend to pay attention to motivation to boost employee morale at work.

1.2 STATEMENTS OF THE PROBLEM
Many contemporary authors have argued that motivation is a concept that cannot be ignored when talking of workers morale. Yet lack of motivation has made a whole lot of organization to collapse or at must run below their target. Motivated employees are needed in our rapidly changing workplace, motivated employee are more productive and help organizations to survive.
One of the key problems that usually confront the management is how to motivate workers to perform the assigned task and duties, so that the predetermined goals and objectives can be achieved.

Also, many organizations are more concerned with having high returns on investment which they have neglected workers to the background in their scale of priority.

Furthermore, most workers and management of organizations see motivation as just the addition to the take home of the workers, or promotion to another level in the hierarchy of the organization. They fail to realize that incentives, promotion and so on are what surrounds a job and it cannot lead to job satisfaction. That is the more reason why most organization that believe in this concept are still finding it difficult to satisfy their workers in the long-run.

Moreover, the fact cannot be eluded that most organizations see motivation of workers as unnecessary or a waste of resources that will yield a lot of profit when applied in other factors of production of the organization.
It is from this view that this study examines the extent to which

Share This:

Leave a Reply