Call/whatsapp: +2348077215645, +2348176196229  Email: distinctvaluedproject@gmail.com

DISTINCTVALUED RESEARCH PROJECTS

www.dvlresearch.ng

research project writing and materials

GET COMPLETE PROJECT MATERIAL

  • BSc. N3000 – N5000
  • PGD N10,000
  • MSc. N30,000
  • PHD N60,000

CLICK HERE TO PROCESS PAYMENT

GET NEW PROJECT WRITTING

  • BSc. N8000 Per Chapter
  • PGD N10,000 Per Chapter
  • MSc. N25,000 Per Chapter
  • PHD N60,000 Per Chapter

CLICK HERE TO PROCESS PAYMENT

  • AFTER PAYMENT SEND YOUR PERSONAL DETAILS AS FOLLOWS –
  • NAME, TOPIC, DEPARTMENT, MOBILE NUMBER, E-MAIL, AMOUNT PAID TO +2348077215645 , +2348176196229 AS SMS OR WHATSAPP MESSAGE OR E-MAIL: distinctvaluedproject@gmail.com

THE ROLE OF MOTIVATION ON EMPLOYEE PERFORMANCE

ABSTRACT

Motivation are some things that moves the  person to action and continues him the reason behind action already initiated. Motivation has the role to develop and intensify the desire of each member of the organization  to  figure  effectively  and  expeditiously  in  his  position.  A  impelled  worker  is responsive of the definite goals and objectives individuals ought to accomplish, thus individuals direct its efforts therein direction. worker motivation and performance are key factors in moving a business forward. workers are typically impelled otherwise and to develop a piece atmosphere that promotes motivation, organizations ought to grasp what’s necessary to their workers and so to emphasize these factors.

1.1 INTRODUCTION

Motivation is that the most vital factors powerful organizational performance. Employee motivation is one amongst the policies of  managers to extend effectual job  management amongst employees in organizations (Shadare et al., 2009). A motivated employee is responsive of the definite goals and objectives  people  should  accomplish,  so  people  direct  its  efforts  in  that  direction.  Employee motivation and  performance are  key factors in  moving a business forward. Owners,  managers and supervisors  recognize  positive  motivation  results  in  higher  performance  and  better  productivity  however might accept the incorrect tools which will produce dissatisfaction among employees and leads to poor performance. Motivation increases the willingness of the staff to work, so increasing effectiveness of the organization.

1.2 DEFINITIONS OF MOTIVATION

According to Society for Human Resource Management (2010), motivation is generally defined as the psychological forces that determine the direction of  a  person”s  level  of effort, as well as a person‟s persistence in the face of obstacles. The definition of the Society for Human Resource Management (SHRM) is adopted. Thus, following the  Society for  Human Resource  Management (2010) definition,  this study  working definition  of motivation is: “The psychological forces that  determine the direction of a person’s level of effort, as well as a person’s persistence in the face of obstacles”.


1.3 OBJECTIVES

•  To know the monetary and non monetary factors.

•  To know the satisfying and dissatisfying factors .

•  To know the factors motivate employees performance.

•  To give findings and suggestions based on the study.

1.4 SCOPE AND SIGNIFICANT OF THE STUDY

Motivation has emerged as one of the most important aspects of job that ensures long term association of employees with the organization. It is essential for the  organization to develop quality relation between its employees and working environment because now-a-days, demanding of job creates to job pressure and conflicting interests.

1.5 COLLECTION OF DATA

The data is collected through primary and secondary sources.

Primary data

Primary data was collected from the respondents using structured questionnaires, which was prepared in such a way that, it enables the respondent to express their opinion freely and frankly and collect data from 85 respondents.

Secondary data

Secondary data was collected from different published and unpublished research reports, text books, magazine, journals, articles, website etc.

1.6 LIMITATIONS

· Sample size is limited to 85 teaching staff.

· There may be errors due to the bias of the respondents.

· Due to time constraints and busy schedule of teachers, it was difficult to interact with them completely.

· The study is limited to un aided teaching staff in Palakkad district. There for the findings of the study cannot be extended to other areas. Monetary motivators versus non-monetary motivators

Workplace motivators embrace each financial and non-monetary incentives and also the purpose of financial  incentives  is  to  reward  workers  for  glorious  job  performance  through  cash.  Monetary incentives embrace percentage, project bonuses, stock options and warrants, scheduled bonuses (e.g., Onam, Christmas  and performance-linked),  and additional  paid vacation  time. These have  helped maintain a positive motivational surroundings for workers (Kepner, 2001). The purpose of non-monetary incentives is to reward workers for glorious job performance through opportunities  and non-monetary  incentives embrace  versatile  work hours,  training,  pleasant  work atmosphere, and sabbaticals. Generational non-monetary incentive differences are affected by career stage  and  proximity  to  retirement.  The  older  the  employees,  the  more  the  focus  are  placed  on retirement or  supplementing retirement income with part-time or  temporary jobs. The younger the employees, the more the focus are placed on job satisfaction and the work environment.

Leave a Reply

Your email address will not be published. Required fields are marked *

× Make inquiry/Contact us?