Full Project – The Effects of Motivation on Workers Morale

Full Project – The Effects of Motivation on Workers Morale

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In recent years emphasis has been placed on the important role, motivation play in getting employees to give their best.  It is new recognized more than ever that people the pivot on which any organization depends on the effective mobilization of the efforts of all people who make up the organization. Hence much attention today is being paid to motivation, various social science finding have revealed that people can only off their best if their needs are satisfied. The needs range from the immediate ones of satisfying hunger and thirst to ones of recognitions and self actualization. It is now established that the job of the manager is to get result through people therefore people must be motivated to achieve such results.

Harrington Emerson (1913:200) popularly readied as the high priest of efficiency suggested that ideas employing the tools wealth if an organization is to function effectively, it must find ways of involving people in order to achieve objective. The ability to understand why people behave as they are and the ability to motivate them to behave in a specific matter interrelated. Learnable high are important to managerial effectiveness. Human resources whether in the private or public sectors constitute one the essential element that determine the prospect of the give endeavor and therefore must be handled with care. Motivation of the employees is a crucial concern of management in order to ensure the attainment of the planned goals and objective of the organization. The study shell therefore explore why the private enterprise is still making profit, whether it is due to the motivational factors offered to the employees. Are their motive keeping them more inefficient or is it because of job security job satisfaction or they just want to make career in private enterprise services? The problem of motivation in the private enterprise therefore cannot be devoid of the fact they are certain need and desired required by the employees of the company from management to keep the enterprise growing. To generate high labor productivity and efficient utilization of the human resource, there is need to sensitize the only method to be adopted by management to ensure high productivity. The organization is a system that tries to maximize its valves, the human and material resource. The internal and external environment among other things must be taken into consideration.



Electricity was first generated in Nigeria in 1896 with fossil fuel generation in Lagos by PWA subsequent generation facilities were proliferated in other municipalities. NESCO commenced operations in 1929 with the construction of a small hydropower facility in plateau state. ECM was established in 1951, while the first 132KV line was constructed in 1962 linking yore power station and Ibadan power station.

NDA was established with the construction of kanji Hydropower station in 1962. NDA was responsible for the development of hydropower potentials, its management and transmission of electorate whole electricity corporation Nigeria was responsible for electricity distribution.

In 1972, ECN and MDA were merged to form NEPA, and interacted public utility in 1998 changes to the extrusive electoral and national electric power act removed the monopoly status granted NEPA over generation. Transmission distribution and marketing of electricity. The reason for the amendment was ostensibly to pave the way for liberalization and in effect, increase efficiency. This however did not materialize. A comprehensive review of the policy legal and regulatory framework, led to the formulation and drafting of national electric power policy (NEPP) and electric power sector perform (EPSR) Act which were adopted and enacted in 200 and 2005 respectively. The latter provides the basis for transformation of NEPA to PHCN and the vertical and horizontal in binding of PHCN into eighteen successor companies (6 generation, transmission and 11 distribution companies). The rationale behind the in binding is to increase operational efficiency. In the early 1960s the Nigeria Dan Authorities (NDA) and electricity (ECM). Then immediately after the Nigeria civil war the management of ECM changed the nomenclature to NEPA which is currently called the power Holding company of Nigeria was formally known as National electric power authority.







Based on the performance of PHCN, the issue of privatizing the authority has been topic for discussion on our a number of years, opinion if a private firm is allowed for handle the authority could they perform more better than that we have now? It is of no importance to say that PHCN has really fallen short of expectation in it power supply.

There are many communications in this country that have not been opportune to have electricity irrespective of their contributions to the development of the nation. It is under this issue, one will call for a review of the activities of the authority, to seek whether the right motivation has been give to the desired objectives. This study is very necessary because wrong motivation is as good as given a man what the already has based on the analysis if the country find out that PHCN cannot perform more than what we have now, the becomes apparent for privatization to take place to see whether individual owners could perform better.



The power holding company of Nigeria performs various functions. These functions are as follows:

Supply of electric power to the people in the urban areas. They also install electric poles to the people that are yet to get eclectic power in their areas infect, they maintain steady supply of power people to avoid people feeling disgusted on their performance. The help towards the development of the nation by bringing electric power into some communities this country that has not been opportune to have electric power.

As a mark of efficiency meters are provided by the authority in other to maintain equity and fair play so that provisions and utilization are balanced. The authorities make provision for the training of their workers for the attainment of the desired still to boost the morale of consumers. They provide adequate manpower to handle to the activities of this authority. They work effectively in order to achieve their desired objective of the organization. The send taskforce to go round, checking for defaulters and also under take some mass disconnections to force people pay their bills.





As a mark of efficiency, maters are provided by the authority in order to maintain equity and their play, so that provision and utilization are balanced. This call for many field workers who will be going round the town, streets, compounds in order, to read the meters but under the present condition, it seems that PHCN are short staffed and as a respect very few people are engaged into this task. This has invalidated the aim or goals of installing the meters.


It is known that instead of PHCN staff to go round and read the meters, they remain in their office and assume the reading by either giving higher reading (utilization point) or maintained the previous reading. This has created a loss of confidence on the consumers. To strengthen the while system, the function should not be over-looked.



Before, bills from PHCN are sent to their consumers periodically with expectation for them to come up and pay the power they have consumed.

But some time payments are not equated with consumption rate. People should be encouraged made to know that PHCN needs a lot of fund to maintain regular supply of power, and procurements of parts and spares parts in an effort to replace obsolete areas. Sometimes a task force does go round, checking for default and also undertake some mass disconnection to force consumers to pay up bill but force should not be considered as the only means of making people to pay up their dept. there should be some motivation from PHCN on the consumers side by maintaining steady supply of electricity.


This is so because consumer feels so digested on how electricity is being supplied and as a result they develop the habit of not setting their bills.

But now, the sample consists of the procedures enrolled in payments of bills by way of banks. The power holding company of Nigeria PHCN has made setting customers monthly electricity bill easier, hence the introduction of bank revenue collection system to complement the operation of the case office in PHCN premises. The program is to facilitate prompt and regular settlement of PHCN monthly bills, as customers are no longer expected to travel far outside their immediate neighborhood to settle PHCN bill.



Industrial history is bound with cases of management apparent insensitivity to workers demand and the ultimate workers weapon against them is lack of commitment to work and industrial action and brings about eventually low performance which in turn effects the achievement of the set objectives. Most of issues raised during industrial arbitration cases have always centered on the employers inability to meet, with workers demands for adequate remuneration and service rendered to them. The problem focus on this study is that power holding company of Nigeria (PHCN) is characterized by low motivation as a factor that is capable of invigorating the work morale of the work forces of power holding company of Nigeria. (PHCN) reward and incentives practices have always affected employer’s morale and have constitute a major area of policy influencing management success in motivating employees towards, job performance. We would then ascertain the extents to which employees of power holding company of Nigeria (PHCN) are motivated to better productivity through good incentive that could improve the workers morale.



Due to the complexity of morale the research main objective on purpose is to find out how much of motivating and non-motivating variable are presented in the power holding company of Nigeria (PHCN). The researcher would attempt to identify what motivates different categories of employees, the problems affecting them and how much problems could be reduced to a minimum. It seeks to find out the extent to which motivation has influence production or output in the power holding company of Nigeria.



  • What motivates you the workers to perform better?
  • Does fringe benefit improve morale?
  • Does management offer good incentive scheme as a motivator?
  • Does motivation increase productivity?
  • Does promotion enhance productivity?
  • Does job security improve workers morale?
  • Do wages and salaries improve job performance?




As a result of questions arising from statement of the problem the following hypothesis are formulated:

HoI:  there is no significant relationship between the motivation and morale.

Ho2:  Financial incentives are not the most important motivating factor for workers.


Ho3:  Wages and salaries do not improve job performance.




The finding of study would be useful to PHCN and private sector generally as a guild to the formulation of polices relating to workers welfare. It would provide a database for future researchers in work motivation and would also be useful addition to the material already exiting in the library, also it will help other organization in the Nigeria provide sector to formulate strategies that will improve the welfare of their workers, thereby making them more productive.




Motivation is the function which management performs to stimulate employee’s contribution effectively to the achievement of organizational goals.


1.7.2    MORALE

The term “morale” is an attitude of satisfaction with desire to continue in and willingness to strive for the goals of a particular organization.



Private sector s a part of the economy of a country that is not under direct government.



This is the formalized internal structure of roles or position and is aimed at achieving mutual goals of persons’ through corporation because of physical, biological psychological and social limitations.



These are form of encouragement used to compensate an employee’s effort and productivity in an organization on the basis of performance.


1.7.6   SALARY

This is the recompense of consideration paid or stipulated to be paid to a person out regular internals for performance of services.


Hygiene or extrinsic factors have be present if there is to be job satisfaction.



Are those things, which induce on individual to perform. They include highly pay, prestigious tiller on the office door, he acclaim of colleague and host of other things that guides people reason to perform.



The main constant that negate the findings of his research are:

  • Inaccessibility of date and information, relevant classified data may either be inaccessible or unavailable.
  • There was unwillingness on the part of management and employees to give out information.
  • Another problem was procuring accurate relevant and current data for the study. This is partly due to the bureaucratic nature of the availability of relevant material due to lack of the documentation.
  • Most significant was the problem of finance that is the high cost of materials. A lot of money was expended for the research coupled with the problem of transportation.
  • Data from various sources might be contradictory and will take time to be properly sorted out. Lastly the majority of the respondents were not well educated and this affected the research study.

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Full Project – The Effects of Motivation on Workers Morale