Full Project – Evaluation of the impact of motivation on the performance of workers in Nigeria

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Chapter one

• introduction
  • Background of the study

Nigeria is a country where the majority of the people start very early in their childhood to work by taking up some domestic duties such as looking after younger siblings, fetching water and firewood, one would not be unrealistic to say that about 85% of our lives is spent working.

One may be inclined to asset as a result that the desire to engage in activity which has such a dominant influence on our lives may be in born or part of human nature to desire work.

There is evidence however that our attributes towards works and the expectation where bout the rewards from work are society and culturally determined.

If therefore, the desire to work is not animate human quality, why then do people work. The answer to this question holds the key to problem human motivation. Human needs form the motivational basis of human behaviour. Although human beings have intensity at any particular time.

Motivation refers to creation of high moral or high working spirit among all those employed by an establishment of business. It revolves largely around the leadership style of the whole term to work which is aimed at getting the whole team to work willingly and well in the interest of the business.

It is infection of moral and ready to carry out their duties properly and effectively with the maximum economy. Motivation has become one of the researches and discussed subjects in both public and business administration. Researchers have brought to explain how and why people are activated to behave in a manner consistent with a supportive of organizational goals.

Behavioral scientists have equal put forward manly theories to explain the concept of motivation. Iboko (1983:14) indicates that Nigeria experience defines motivation as the force that focuses on the human action towards a chosen end. He is of the opinion that there is to be a motivational to act there must also be a felt need and a goal the realization of which is expected to satisfy the felt need.

Therefore, people’s level of development, their value/system and perception will definitely affect their motivational patterns, that is why and what motivates one person not necessarily motivates the other. Taylor (1911.23) contents that people have been known to engage in employment for reasons other than money. He added that a worker could be motivated, if reward and penalties are attached to performance.

The belief by modern economists and administrations, is that motivation plays an important role and creates some effects on workers job performance and thus, that motivation itself has now become inseparable from modern production activity from the foregoing there is therefore a need for an empirical study to investigate and find out the impact of motivating lever brothers workers and whether they are unresponsive.

• Statement of the problem

The idea that the Nigerian worker is highly unresponsive to motivation scheme is fast becoming a popular myth in recent times; their idea has been expressed in two ways by social scientist.

In the first instance, it is stated that the Nigerian worker inherited a set of central psychological trials that are incompatible with the demand of industrial work and therefore inhibit the workers response to the different motivation schemes.

Since this idea emphasized attributions over which neither the management nor the worker has any control. It is capable of breading a sense of apathy and might even provide a good excuse for idleness. At other times it is believed that the Nigerian workers are motivated to high productivity by financial incentives.

This later assumption has been consistent demand fro wages increase and by the Nigerian government in their frequent used of wages administration as the principal mechanism for motivation of worker. Broadly, motivation consists of a driving force or state of need diffident which inclined a person to behave in a particular manner or to develop a capacity for certain types of behaviour.

Productivity on the other hand, can be defined as the economic or efficiency component of the organization. But the Nigeria work force is said to be unproductive because it is unproductive heated debases among social scientists, labour unions and administration, for instance, Ejionye (1984:20) is of the view that average Nigerian worker is lazy, indolent and irresponsible.

The question now is that Nigeria workers said, to be lazy and unresponsive to motional schemes or are the wrong schemes being applied as argued by most trade unions? The fact remains, however that the economic development and industrialization of Nigerian depends greatly on the existence of an efficient, dedicated, involved a adductive workforce.

It seem however reasonable to inter that the more job satisfied and therefore productive the worker will be, motivation is thus a main issue in the Nigerian workforce and their productivity.

In the light of the above, the following questions become imperative. What is the applicability or motivation in Nigeria work environment as well as its attendant problems?

1. Do motivational schemes have any impact on workers of lever Brothers plc in particular?
2. Could Nigeria workers be said to be lazy and unresponsive to different motivational schemes or that they are only motivated by financial incentives?
3. Does the degree or responsiveness to motivational schemes depend on the extent to which the scheme corresponds to the individual needs of the workforce?

• Objective of the study

This research work aims at achieving the following objectives

1. To analyze the motivational schemes of lever brother Nigeria plc as they affect different categories of the workers.
2. To ascertain the problems and effect of motivational schemes on the productivity of worker in lever brother Nigeria plc, Lagos.
3. To examine the applicability or otherwise of theories of motivational in Nigeria work environment
4. To make recommendations on how to tackle problems of motivational schemes and therefore unproductively.

• Research question

1. Does motivation arouse the performance of workers in Unilever Nigeria plc?
2. How does motivation influence the performance of workers in Unilever Nigeria plc Aba?
3. Does adequate motivation promote skill acquisition, training and development?
4. Is the salary of workers a part of motivation in Unilever Nigeria plc?
5. What is motivation?
6. Do employees complaints and murmuring about inadequate motivation affect the organization overall performance?
7. Has there been any significant improvement in the style of motivation within the company in recent ideas?
8. Do adequate motivation to workers easily adapt to different kind of work and responsibilities.

The reader will find this research work a great storehouse of information which will enrich his knowledge about workers motivation in an organizational has become quite complex, therefore requiring the existence and application of some motivation techniques and practices which will enable such a production established fact.

The development of society moves at the same pace with development of required facilities. Presently, the needs of society are quite complex hence the complex nature of modern motivation.

Appropriate motivation choice is important for the success of the organization. Okpara (unpublished paper 40) provides a list of some intrinsic factor include training, skill and readiness to improve on their performance.

The extrinsic factors, he gives as including remuneration. He mentioned the physical condition under which such work is done as space light temperature and noise, which often affect performance.

He recommended some motivating variable such as different salary scales, group standards, leadership, feedback, revolved conflict and money for motivating the Nigerian workers.

The satisfaction or non-satisfaction of a need can therefore have profound impact on the way a person behaves and hence on that persons ability to contribute substantially to the achievement of organizational goal.

Gannor (1979:17) maintains that organization should accomplish all its objectives and its employees should satisfy all the needs that have drawn them to the organization. He goes on to say that the attainment of the ideals in rarely accidental but through and careful planning by managers.

An understanding of employees needs by managers will greatly facilitate any attempt to encourage them to higher productivity. In a sense, managers are judge not by what they do, but rather by what they cause others to do. A key worker and the issues of motivating worker and attendant problem so that organizational goals can be achieved, while at the same time satisfying individual needs.

Most Nigerians have argued that Nigerian workers are not responsible to type of motivational schemes propounded by classical motivation theorists like Maslow Herzberg, Mayo, Taylor etc. some go on to argue that these theories are not applicable in Nigeria work environment.

These theories have been found by eminent scholars to be culturally and socially determined. This has led to lot of misconceptions and generalization about the responsiveness of the Nigeria workforce to motivational schemes contained in these theories propounded by Maslow, Vroom, Mayo and so on setting in Nigeria. These research will also provide stimulus for further researches, the development on new motivational schemes in Nigeria and the improve believes that this research work could provide some measure of enablement and input to lever brother plc regarding the information of their motivation policy.

• Significance of the study

The outcome of the research work is expected to help Nigeria managers understand better problems inherent in motivating Nigeria workers and its relationship of productivity of these workers.

• Scope of the study

This study will attempt to find out empirically whether the Nigeria work is unresponsive and attendant problems in schemes.

Recognition for job well done

Responsibility offered by job

Independence of action

Advancement/growth opportunities

Challenging and interesting job

Training opportunities

Job sanity

Financial incentives

Welfare service/programmes

With particular reference to lever brother Nigeria Ltd Lagos.

• Limitation of study

Having in mind that the research has to do with human being, attitude of the people both in answering and returning the questionnaires cannot be over emphasized.

Moreso, lever brothers head office at Lagos keeps the overall data of the company’s performance, although some relevant information are collected and kept within the regional factory.

The problem of time, which is not sufficient as to enable me collect, analyze and present a more defiled data on this topic is worth mentioning, that is the problem encountered in the areas of finance and logistics (transportation). It is however, these problems encountered in the course of this study did not affect the result of this research project in a remarkable way.

• Definition of terms

• Skill: Ability to do something expertly well
• Unskilled workers: categories employees that fall are under cleaners, messengers recruitment.
• Semi-skilled workers: cashers, incentive polities, these are those schemes employed by organization to encourage desired behaviour
• Productivity: this denotes the relation of useful result obtained from the resources expected in obtaining them.
• Input: the resources expected to achieve a goal and this includes labour management and technology.
• Output: this is the result obtained using input and will be form of product, profiles and quality of service
• Individual needs: these are inner process that moves a person to behave in certain way
• Satisfaction: this is the difference between the amounts of some valid outcome he feels he should receive
• Organizational goal: this is what an organization aims at achieving without a given plan period
• Develop: a process that heads or cause to grow longer, further or more mature/organized
• Efficiency: noun states or quality of being efficient which is the objective of person capable to perform duties well eg. An efficient secretary.
• Techniques: this is the way of doing something especially intrinsic factor. Natural factor (value/quality) originating within.
• Extrinsic factor: factors operating or originating from the outside (external environment factor)
• Standards: test or measure for qualities or for the required degree of excellence
• Remuneration: payment for work or service reward.

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Full Project – Evaluation of the impact of motivation on the performance of workers in Nigeria