EMPLOYEE MOTIVATION AND EMPLOYEE PERFORMANCE IN THE MANUFACTURING INDUSTRIES IN NIGERIA
ABSTRACT
The importance of motivation in the day-to-day performance of workers duties cannot be overemphasize, especially when it comes to being rewarded for a job well done. This study, investigate employee motivation and employee performance in the
manufacturing industries in Nigeria, a case study of Golden Sugar Company in Lagos state Nigeria. 162 respondents were selected from the company across the departments in the company. The populations of the study were 292 workers of Golden Sugar Company in Lagos state Nigeria. The study used frequency and simple
percentage to analyze the demographic characteristics of the respondent. The Pearson Product moment Correlation
Coefficient and spearman rank correlation was used to test the four hypotheses that guided the study. The result
obtained from the analysis showed that there existed relationship between the following variables: financial benefit
and employee commitment; training and development and employee creativity; job security and employee
engagement and also relationship existed between working environment and employee morale amongst the
employees. This is in line with equity theory which emphasizes that fairness in the remuneration package tends to
produce higher performance from workers. The researcher recommended among others that companies should
provide financial benefit and other motivation strategies in motivating employees as this will make employee
committed in their areas of assignment. It was concluded that, it is imperative for the organization to consider the
needs and feelings of its work force and not just overlook them in order to safe guard industrial harmony, because ―a
happy worker they say is a productive worker. Having stressed the importance of a good remuneration policy on the
performance of workers and the different kinds of reward that can influence workers to perform better on a job, this
study can therefore be seen a call for employers sense of commitment to put in place appropriate motivation plan that
will encourage workers to be more purposeful and improve their performance. The researcher therefore, suggest that
more research should be conducted on employee motivation and employee performance using many private and
public organizations which will be a handy tool that could be used to provide solutions to individual conflict that has resulted from poor reward system.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
In every organization, employees are a vital cog in achieving organizational goals and improving business
performance. Therefore, it is important for every organization to have the right employees who are driven to achieve
company objectives and goals. Furthermore, it is important for employees to be united working with the vision and
mission of the companies (Achamfour, 2013). Sekiguchi (2013) opined that the way an organization manages human
capital rather than physical capital is key in determining their performance. Similarly, studies have shown that the
Human resource of an organization is their key resource that gives them competitive advantage over other
organizations (Achamfour, 2013; Sekiguchi, 2013; Brian, 2013). Therefore, the performance of employees in any
organization is pivotal for the growth of the organization and also for the growth of individual employees (Meyer &
Peng, 2006).
For the success of any organization employee motivation plays an important role. In order for a company to achieve
set goals and objectives, the employees need to be motivated enough to have the drive to achieve those goals and
objectives? Many studies have revealed; the motivation of employees is a key determining factor in an organization’s
performance. Furthermore, all organizations encounter the matter of motivation whether they are in the public or
private sector (Chintallo &Mahadeo, 2013). This is so because no two employees are the same. Employees vary in
their styles, personalities, their beliefs and culture. Therefore, the various things can motivate or depress an
employee which can affect their performance. Hence, Managers have to therefore create an enabling environment
that drives employees to perform better (Ackah, 2014). This has made the role of the human resource managers
really important in companies today, as it is vital that they come up with effective ways to motivate all their employees.
Every single employee has his/her own motivational factors that motivate them to perform effectively and efficiently
and organizations should be aware of these factors (Nizam & Shah, 2015). This has been a source of a huge
headache for human resource and talent managers alike. Therefore, there is a need to understand and examine
various factors that can serve as motivation to employees and how these factors impact upon employee’s
performance. Therefore, this study will be an inquisition into what methods can best be used to motivate an employee
in different scenarios in an organization.
Motivation, as a process, started with a need in human being which creates a vacuum in a person. In an attempt to fill
the vacuum an internal driving force is generated which starts and sustains a chain of action and reaction. It is at that
point that the vacuum is also filled. With this background information, motivation as the internal or external driving
force that produces the willingness to perform an act to a conclusive end. This first aspect of motivation we choose to
describe as internal motivation because the driving force comes from within an individual. The second aspect is
external motivation, is applied by the organization. This is because employees are motivated to identify with
organization in order to satisfy their varied and variegates needs and desires. Until they have been identified and
properly satisfied, they will never cease to impede smooth running of the organizations
One of the biggest problems facing manager in the organizations is how best to get employees committed to their
work and put in their best towards the accomplishment of organization’s objectives. Motivation is concerned with why
people do what they do. It answers such questions as why do managers or worker go to work and do a good job. This
tries to explain what motivates people to act the way they do, with primary focus on the work place. It is the primary
task of the manager to create and maintain an environment in which employees can work efficiently and realize the
objectives of the organization.
Employees differ not only in their ability to work but also in their will to do so (motivation). To motivate is to induce,
persuade, stimulate, even compel, an employee to act in a manner which fulfilled the objectives of an organization The motivation of employees depends on the strength of their motives. Motives are need, wants, desire, or impulses
within the individual and these determine human behavior. Therefore, motivation is the process of arousing behavior,
sustaining behavior progress, and channeling behavior into a specific curse of action. Thus, motives (needs, desire)
induce employees to act. Motivation therefore is the inner state that energies people, channels and sustains human
behavior.
Since it has been established that all behavior except involving responses are goals directed, manager can apply
motivational theories of management in their attempt to direct the job behavior of employees towards the goal of their
establishment.
Every organization and business wants to be successful and have desire to get consent progress. The current era is
highly competitive and organizations regardless of size, technology and market focus are facing employee retention
challenges. To overcome these restraints a strong and positive relationship and bonding should be created and
maintained between employees and their organizations human resource or employees of any organization are the
most central parts so they need to be influenced and persuaded towards task fulfillments.
For achieving prosperity, organizations design different strategies to compete with the competitors and for increasing
the performance of the organizations. A very few organizations believe that the human personnel and employees of
any organization have its main assets to which can lead them to success or if not focused well to decline. Unless and
until, the employees of any organization are satisfied with it, are motivated for the tasks fulfillment and goals
achievements and encouraged, none of the organization can progress or achieve success.
Employee motivation is one of the policies of managers to increase effectual job management amongst employees in
organization (shadier et al. 2009).
A motivated employee is responsive of the definite goals and objectives he/she must achieve, therefore in that
direction. Rutherford (1990) reported that motivation formulates an organization more successful because provoked
employee is constantly looking for improved practices to do a work, so it is essential for organizations to persuade
motivation of their employees (Kalimullah et al 2010) Getting employee to do their best work even in strenuous
circumstances is one of the employees most stable and greasy challenge and this can be made possible through
motivating them.
For example, in a country like Pakistan in the city off Islamabad an analysis was taken in the university of Islamabad
to know whether the effect of talent managers is using the right motivational packages.
It was found that the majority of the respondents reported that they were not availing Medical allowances, Leave
travel allowance, House hiring, Covance allowance, Qualification allowance, Special duty allowance, Pension benefit,
Central provident fund, General provident fund, Medical after retirement, Housing schemes, Benevolent fund, Club
memberships, Health insurance, Life insurance, Bonus, Performance bonus, Outdoor medical facility, Medical
assistance in campus, Fuel fund, Memberships of the educational organizations, Flexible timing, Overtime policy and
Refreshment trips.After the analysis it was recommended that Benefits such as Pension, Central provident fund, General provident
fund, Medical after retirement and Benevolent fund may also provide to the employees to attract the skilled and
efficient minds to the teaching profession.
Also in a country like Ethiopia an analysis was done as to know whether motivational packages were effective.
According to respondents, motivation to employee has got a positive effect on organizational performance and
productivity. That means employees who has got motivation either in cash or in kind brings about boosting
productivity because employees feel that organization belongs to them and work effectively. Employees who get the
motivation in either scheme can develop a sense of organizational belongingness. Majority of employees said
motivated employee increases productivity because it makes them to work working over-time, interestingly and
effectively. Moreover, motivated employee is ready to create new techniques and procedures to do work. It makes
employee innovative. Especially in this competitive market organizations are expected to take competitive advantage
over other competing firms
Coming down to Nigeria the present situation of motivation of employees has been ignored by so many organizations.
Just last year it was reported that workers of Osun state have not been paid for over 6 months. also it was also
reported in the news that workers of Jos which is the capital of Plateau state, according to the news the workers have
not been paid for over four months. All these would definitely affect the performance of thee employees because
wages and salaries is considered as an indicator for the motivation of employees
EMPLOYEE MOTIVATION AND EMPLOYEE PERFORMANCE IN THE MANUFACTURING INDUSTRIES IN NIGERIA