EFFECTS OF EMPLOYEE’S MOTIVATION ON ORGANIZATIONAL PRODUCTIVITY IN FEDERAL COLLEGE OF EDUCATION PANKSHIN

TABLE OF CONTENTS
TITLE PAGE – – – – – – – – – i
DECLARATION – – – – – – – – ii
CERTIFICATION – – – – – – – – iii
DEDICATION – – – – – – – – iv
ACKNOWLEDGEMENT – – – – – – – v
ABSTRACT – – – – – – – – – vi
TABLE OF CONTENTS – – – – – – – vii

CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY- – – – – – 1
1.2 STATEMENT OF THE PROBLEM – – – – – 4
1.3 PURPOSE OF THE STUDY – – – – – – 4
1.4 RESEARCH QUESTIONS – – – – – – 5
1.5 RESEARCH HYPOTHESES – – – – – – 5
1.6 SIGNIFICANCE OF THE RESEARCH – – – – 6
1.7 SCOPE OF THE STUDY – – – – – – 6
1.8 OPERATIONAL DEFINITION OF TERMS – – – – 6

CHAPTER TWO
LITERATURE REVIEW
2.1 INTRODUCTION – – – – – – – 8
2.2.1 DEFINITION OF MOTIVATION – – – – – 8
2.3 THEORIES RELATING TO THE RESEARCH – – – – 9
2.3.1 Frederick Winslow Taylor Theory of Motivation – – – 10
2.3.2 Herzberg’s Two Factor Theory of Motivation – – – – 11
2.3.3 Application Of The Principles Of Theory X And Theory Y – – 11
2.3.4 Abraham Maslow’s Need Hierarchy Theory – – – – 13
2.3.5 PORTER AND LAWLER MOTIVATION THEORY MODEL – 15
2.4 IMPLICATIONS OF SOME OF THE MOTIVATION THEORIES FOR
THE NIGERIAN WORK ENVIRONMENT – – – – 15
2.5 CONCEPTUAL FRAMEWORK – – – – – – 16
2.5.1 MODEL SPECIFICATION AND MODEL TESTING METHOD – 17
2.6 EMPIRICAL EVIDENCE OF THE RESEARCH – – – 17
2.7 INCENTIVES AS MOTIVATIONAL TOOLS – – – – 20
2.8 TYPES OF MOTIVATION – – – – – – 23
2.8.1 Extrinsic Motivation – – – – – – – – 23
2.8.2 Intrinsic Motivation – – – – – – – 25
2.9 EFFECTS OF MOTIVATION ON PRODUCTIVITY – – – 26
2.10 THEORETICAL FRAMEWORK – – – – – 27
2.10.1 Application of the Principles of Theory x and Theory y – – 27

CHAPTER THREE
RESEARCH METHODOLOGY
3.1 INTRODUCTION – – – – – – – 30
3.2 RESEARCH DESIGN – – – – – – – 30
3.3 POPULATION OF THE STUDY – – – – – 30
3.4 SAMPLE SIZE AND SAMPLING TECHNIQUES – – – 31
3.5 DATA COLLECTION INSTRUMENTS AND PROCEDURE – 31
3.5.1 Type of Data Collection – – – – – – 31
3.5.2 Data Collection Instruments – – – – – – 32
3.5.3 Variable Clarifications – – – – – – 32

CHAPTER FOUR
PRESENTATION AND ANALYSIS OF DATA
4.0 INTRODUCTION – – – – – – – 34
4.1 TEST OF DATA-MATCH – – – – – – 34
4.2 TEST RESULT AND HYPOTHESES VERIFICATION – – 45
4.3 DISCUSSION OF FINDING WITH LITERATURE EVIDENCE 52
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
5.0 AN INTRODUCTION – – – – – – – 54
5.1 SUMMARY – – – – – – – – 54
5.2 CONCLUSION – – – – – – – – 55
5.3 RECOMMENDATIONS – – – – – – 55
5.4 AREAS FOR FURTHER RESEARCH – – – – 56
REFERENCES – – – – – – – 57
APPENDIXES – – – – – – – 59

ABSTRACT
In this study there are certain factors which determine the effects of employee’s motivation on organizational productivity: A Case Study of Federal college of Education Pankshin. Data were collected via 100 Questionnaires administered to Staff of Federal College of Education Pankshin. Textbooks, journals and other published material were used. Tables with simple percentage were used to tablet the responses which Chi-square was used to test hypothesis at 5% (0.05) level of significance. The research find out that employees can improve their productivity if they are motivated in the workplace. From the first tested hypothesis it was revealed that the computed value (27.77) is greater than the table value (9.49), the null hypothesis which says that promotion has no influence on employee’s productivity in Kaduna State University is therefore rejected and alternative accepted. Also identify how productivity can be improved through effective and efficient motivation. From test two it was revealed that the computed value is (66.48) which is greater than the table value (9.49), therefore the null hypothesis which says recognition does not affect productivity in Kaduna State University is rejected and the alternative hypothesis accepted. The researcher recommended that management techniques such as praise, recognition for achievement and challenging work enhance employee performance in the organization and also, to attain higher quality of service delivery to the society, workers must be motivated through conducive environment as well as reasonable take home pay.

 
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
There is probably no concept more important than motivation in the study of employee’s behavior in many organizations. No organization can succeed without a certain level of commitment and effort from its members. For that reason, managers and management scholars have always formed theories about motivation –those factors that cause, channel, and sustain behavior. These theories, in turn , affect the way managers treat employees ( Stoner and Freeman,1992). A manager may consider motivation as an inducement (financial or otherwise) given to the employees to ginger them to work more. Also motivation is the instinct that energizes, drives, pushes, moves, stimulates, controls and directs the individual towards performing a giving behavior to achieve a set target. By this measure, organization goals and objectives are achieved. On the other hand, employees usually associate motivation with some monetary values.
Motivation is a pervasive function that cuts across all aspect of employee’s development. It is often discussed by people in any organization. Management cannot operate in isolation of their employees because they are human beings and not machines or tools which are utilize recklessly or in a rough manner.
In today’s economy, employers have gone beyond being just employers because of their interest in the management of employee’s productivity. Most business personnel have realize more than ever before that their organization set goals and objectives cannot be achieved if their employee do not perform as much as expected. This is the reason for much concentration of effort on the concept of motivation which is concerned with encouraging workers or employees to attain to the best of their ability.
Human resources, both in private or public sector are the most essential in any giving organization, hence must be handled with care. Motivation of the employee is the areas management should concern in other to ensure the realization of the planned goals and objectives of their organization.
People go to work in organization not for the sake of work itself but with the aim of achieving their individual objectives. It then follows that the key of motivation is the satisfaction of needs. A worker will be motivated if he feels his organization is helping him to satisfy needs to a reasonable extent. In view of the fact that needs are sophisticated in nature, there has been a growing importance to understand these needs by some behavioral scientists. Thus, we have a lot of motivational theories like those propounded by Abraham Maslow, Vroom, Fredrick Herzberg, McGregor theory X and Y to mention but a few. The needs of people are in a continuum; sometimes it could be intrinsic or extrinsic. An individual’s need, at any particular times depends on the value he places on it at that time and most times it goes hand in hand with societal values. So, different people would want and need different things in different situation and at different times. (Drucker, 1974)In Nigeria, a critical analysis of many enterprises would reveal that both the intrinsic and extrinsic reward for work is neglected. This problem rears its ugly head mostly in public institutions like the Federal College of Education Pankshin.
In this age and time when every nation is striving to be on top of others technologically, politically and economically, the problem of motivation cannot be over emphasized and should not be trampled under the fact , as the will to do” is an essential ingredient of a labor force.
Management is best understood from a resource base perspective. All organizations use four basic kinds of inputs or resources from their environment, human, finance, materials and information resources. Management is responsible for cobbling and coordinating resources to achieve the organizational functions or activities, planning and decision making, organizing, leading and controlling. There is a range of motivational techniques that can be used to improve productivity, reduce workforce stress and increase self confidence. Some managers believe that they can achieve result from teams by using coercing methods.
However these factors can indeed produce result, the effect will probably be much more short term and will mean that staffs are forces on achieving business objectives but rather on simply keeping their jobs.
On the other hand, the dependent variable of this research work is organizational productivity. Productivity is an important term to individuals, groups, organizations and nations. Despite its importance, there is lack of universal definition of productivity. Comparative analysis of productivity is sometimes difficult for example. Comparing productivity of a work using manual system of operation with another using automatic system of operation may be difficult.
However Bedeian (1987) has defined productivity as the unit of output produced divided by the number of units of resources applied. A productive organization will produce more units of outputs with given units of input. The intention of this research work is to determine whether the motivation of employee in an organization lead to organizational productivity using Federal College of Education Pankshin as a study area.
1.2 STATEMENT OF THE PROBLEM
The growth and development of any economy cannot be meaningful and complete if the education sector is not well footed in terms of productivity, growth and profitability. Over the years, the poor performance of Nigerian universities, ’Federal College of Education Pankshin’ in particular has been a matter of concern and debate among academics, writers, government officials and members of the public. The reason for this trend as well as the apportionment of the blame has formed the basis for the controversy. It is increasingly being realized by workers, economists and government that the problems plaguing the country’s educational sector lies in the negative attitude to work, lack of dedication and indolence among employees, delay in payment of salary and poor employee remuneration. It has been observed that the Nigerian employee lacks a feeling of responsibility to his job and pride in doing his work well.
1.3 PURPOSE OF THE STUDY
The basic aim of this study is to examine the effects of motivation on organizational productivity taking Federal College of Education Pankshin as the area of study. Specifically, the study seeks to achieve the following;
i). To examine whether salary increase affect productivity in Federal College of Education Pankshin.
ii). To investigate if promotion has effect on productivity in Federal College of Education Pankshin.
iii). To find out if recognition has effect on productivity in Federal College of Education Pankshin.
iv). To find out whether praise has effect on the productivity of workers in Federal College of Education Pankshin.
1.4 RESEARCH QUESTIONS
This research will attempt to answer the following question;
i). How does salary increase affects productivity in Federal College of Education Pankshin?
ii). To what extent does promotion influences productivity in Federal College of Education Pankshin
iii). To what extent does recognition affects productivity in Federal College of Education Pankshin?
iv). To what extent does praise affects productivity of workers in Federal College of Education Pankshin?
1.5 RESEARCH HYPOTHESES
The following hypotheses are formulated to be tested in the course of the study.
H01: Salary increase has no effect on productivity in Federal College of Education Pankshin.
H02: Promotion has no influence on employee’s productivity in Federal College of Education
Pankshin
H03: Recognition does not affects productivity in Federal College of Education Pankshin
H04: Praise does not affects productivity of workers in Federal College of Education
Pankshin
1.6 SIGNIFICANCE OF THE RESEARCH
The reason for this research is to determine the effect of Employee motivation on organizational productivity. To justify this research work, some relevant motivation theories are been used to throw light on the problem. With regards to the theories used, more emphasis is laid on McGregor theory X and Y which is appropriate in the explanation of this research work. Employees in Nigerian universities often go on strike of which Federal College of Education Pankshin is not an exception due to the poor motivation of employees. The researcher hopes that the finding and suggestions would enable the institution to have effective management of employees towards achieving organizational goals. The study will enable the management of Federal College of Education Pankshin to identity how productivity can be improved through effective and efficient motivation.
It will also be of benefit for policy makers in various forms of business organization. It will be of immense guide to future researchers who intends to exploit and understand further concepts of motivation as a managerial tool to enhance productivity in an organization like Federal College of Education Pankshin of Nigeria.
1.7 SCOPE OF THE STUDY
The scope of this study is confined to only the staff of Federal College of Education Pankshin in relation to what motivate them to work in the organization. The scope of the research defines the boundary of the research or rather its area of coverage.
1.8 OPERATIONAL DEFINITION OF TERMS
• EFFECTS: Anything produced by an agency, cause results or consequences.
• EMPLOYEE: A person or individual employed by an employer in an organization
• MOTIVATION: The process by which people are moved to engage on particular behavior
• ORGANIZATION: Any group of people who form a business together to achieve a particular aim and objective.
• PRODUCTIVITY: The rate at which a worker or a company produces goods and the amount produced compared with how much time, work and money is needed to produce them.