EFFECTS OF EMPLOYEE MOTIVATION ON JOB PERFORMANCE OF ACADEMIC STAFF OF FEDERAL COLLEGE OF EDUCATION

ABSTRACT

This study was carried out to examine the effects of employee motivation on job performance of academic staff of Federal College of Education, Pankshin. The survey research design was adopted for the study. The population of the study consisted of all the lecturers in Federal College of Education, Pankshin with a population of 446 members. A sample of 100 respondents was selected using convenience sampling. The instrument for data collection was the questionnaire. The method of data analysis was the mean scores. The findings of the study indicated that salary increase has affected the job performance of academic staff of Federal College of Education Pankshin, promotion has effect onjob performance of academic staff, recognition has effect on job performance of academic staff and lecturers’ remuneration relates to their work performance because salary payments are prompt. In line with the findings, the following were recommended among others: staff who are due for promotion should not be delayed, government should pay academic staff their salaries and other entitlements as and when due, those who are committed to doing their assigned responsibilities should be given commendations.

CHAPTER ONE

INTRODUCTION

• 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 (Alam, & Farid, 2011).  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.

According to Ali, Abdulkadir and Ali (2016) 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 job performance. 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.

In the opinion of Asim (2013) 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 (Atiya & Palwasha, 2015).

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 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 job performance, 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, but 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 (Azar, & Shafighi, 2013).

Job performance is an important term to individuals, groups, organizations and nations. Despite its importance, there is lack of universal definition of job performance. Comparative analysis of job performance is sometimes difficult. For example, comparing job performance of a work using manual system of operation with another using automatic system of operation may be difficult.

However, Dessler, (2005) has defined job performance 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 the effect of employee’s motivation on job performance of academic staff in Federal College of Education Pankshin.

• 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 job performance, growth and profitability. Over the years, the poor performance of Colleges of Education, ’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.

• Purpose of the Study

The basic aim of this study is to examine the effect of employee’s motivation on job performance of academic staff in Federal College of Education Pankshin. Specifically, the study seeks to achieve the following:

i). To examine whether salary increase affect job performance of academic staff of Federal College of Education Pankshin.

ii). To investigate if promotion has effect on job performance of academic staff of Federal College of Education Pankshin.

iii) To find out if recognition has effect on job performance of academic staff of Federal College of Education Pankshin.

1. iv) To determine whether teachers’ remuneration relates to their work performance.
2. v) Teachers’ on-the-job training relates to their work performance.

• Research Questions

This research will attempt to answer the following question:

1. i) How does salary increase affects job performance of academic staff of Federal College of Education Pankshin?
2. ii) To what extent does promotion influences job performance of academic staff of Federal College of Education Pankshin

iii) To what extent does recognition affects job performance of academic staff of Federal College of Education Pankshin?

1. iv) To what extent does teachers’ remuneration relate to their work performance?
2. v) To what extent does teachers’ on-the-job training relate to their work performance?

• Significance of the Research

Employees in Nigerian Colleges of Education 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 job performance 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 job performance in an organization like Federal College of Education Pankshin of Nigeria.

• Delimitation of the Study

The researcher is aware of other problematic areas with regards to the welfare of academic staff of colleges of education. However, for the purpose of the present study, this study covers effect of employee’s motivation of job performance of academic staff. The study is restricted to only the academic staff of Federal College of Education Pankshin in relation to what motivate them to work in the organization. However, it is pertinent to note that despite the fact that this study is restricted to the selected college of education, its findings will be generalized to other colleges in the state and the country as a whole.

1.7. 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.