ABSTRACT

The purpose of this study is to find out the views and opinions of staff in College of Education, Ekiadolor on the effect of motivation like salary, promotion and other benefits gotten from job, in the absence of these motivational factors, the study is aimed at finding out those factors that has lead to no motivation. In order to be able to investigate these causes, the researcher drew up about four (4) research questions, a questionnaire was also designed to get the opinion of these concern.

The questionnaire was distributed among the staff of College of Education, Ekiadolor, Benin. Based on their responses, the data was analysed and some causes in the form of review of related literature, the researcher made some suggestions and recommendation.

Thus, it is hoped by the researcher that adequate consideration of these suggestions and recommendation would reduce if not eradicate the lack of motivation of workers by management.

TABLE OF CONTENT

CHAPTER ONE

1.1            Background of the study.

1.2            Statement of problem.

1.3            Purpose/Objective of study.

1.4            Limitation of the study.

1.5            Scope of study.

1.6            Hypothesis of study.

1.7            Definition of Terms.

CHAPTER TWO: LITERATURE REVIEW

2.1            Meaning of motivation.

2.2            Motivation techniques.

2.3            Motivation processes.

2.4            Motivation approach.

CHAPTER THREE: RESEARCH METHODOLOGY

3.1            Research Design.

3.2            Target Population.

3.3            Sampling Techniques.

3.4            Research Instrument.

3.5            Method of Data Analysis.

CHAPTER FOUR: PRESENTATION AND ANALYSIS OF DATA

4.1            Data presentation.

4.2            Data analysis/interpretation.

CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION

5.1            Summary.

5.2            Conclusion.

5.3            Recommendation.

5.4            Bibliography.

5.5            Appendix.

CHAPTER ONE

1.1     BACKGROUND OF STUDY

In Nigeria today, we are faced with the problem of economic set back resulting from world-wide economic recession and the level of input into anything to produce an output.

Basically, some of the silent issue of any organisation globally is motivation it private or public organisation. The human factor of any organisation cannot be over emphasized. Without doubt, people are the pivot of central point on which any organisation like the College of Education, Ekiadolor as a case study revolves and they are instrumental in every aspect of the institution. It is therefore paramount to note that motivation is of vital importance to the success to an organisation. In view of it’s relevance, effort have to be made to ensure that workers both academic and non-academic staff put in their best for the benefit of the institution.

It is obvious that the amount of effort workers will put on a job depends largely on the degree of motivation they received. Motivation in the management circle, refer to workers performance in the attainment of institutional goals. It is also seen as that inner force which direct an individual to do certain things at a given place over a given period of time.

However, what motivates people in a given period of time varies from person to person. Most management believes that those things which motivates their workers are monetary rewards and bonus or fringe benefits. But these ideas have been proved wrong by managerial experience. However, there are more silent factors that motivate people greatly, these includes incentives that relates to affiliation and personal recognition, sense of belongings, security, sympathetic, understanding of personal problems and work well done.

Barelson and Stainer (1994:42) sees motivation as an inner state that energises, activates, move and direct or channels behaviour towards goals.

In a working environment like the College of Education, Ekiadolor, motivation is an effort designed to energise or induce workers as the case may be to perform effectively as to enhance fulfilment of goals.

Flippo (1983) added that just as employee has certain wants tar employers are expected to supply, the institution in another hand have certain types of behaviour that it hopes to elicit from the employee. It therefore becomes instructive that to strike a balance and create a harmonious co-existence, management has to consider side by side.

The research shall in the course of work focus on the effect of motivation in respect of Academic Staff and Non-academic Staff of College of Education, Ekiadolor, like any other institution, workers needs and wants are no doubt numerous. However, these desires should be satisfied in order to prevent frustration, which could be capable of lowering the moral of the individual worker and thereby generating adverse effect on performance and ultimately productivity needed.

1.2     STATEMENT OF PROBLEMS

College of Education, Ekiadolor, like any other institution or organisation in Nigeria is rapidly expanding, this growth calls for an increase in the demand for skilled human resources especially those trained for the job, which is in short supply.

It is very important to note that every head of institution required skilled, talented, experienced and specialised academically in order to enable the achieve their specific objectives and goals of the institution. To achieve these objectives, staff in order to discover those attributes inherent in these staff. Without adequate planning, execution and control measures, all efforts directed towards the motivation of the performance of staff may be useless. So in that case, management should strive to know the particular needs and the aspiration of their staff in order to be able to motivate him or her because if the worker are not motivated, it then becomes a problem which will lead to the dissatisfaction in their job.

Another problematic question here is that to what extend does salary paid to workers helps to motivate and retain them. Dale Beach (1983:35) said work manifests significance over and above its strength economic function by providing social relationship, self-esteem, sense of identity. This implies that work serves many perceptible purpose.

In view of the above problem, this research  work is designed on how to motivate staff and also to know the causes of the low performance  of staff in College of Education, Ekiadolor and how the management would affect and change because staff motivation is important as it is the tool or weapon use in achieving the goals of profit maximisation in an organisation.

1.3     PURPOSE AND OBJECTIVE OF STUDY

In the light of the above problems, this study is amongst other thing set out to achieve the following purpose and objectives.

1.     To determine the basic needs of the workers that will enable them perform their job effectively.

2.     To Examine the impact of prompt reward for hard work on job.

3.     To recommend measures for staff motivation in College of Education, Ekiadolor.

4.     To investigate and determine the present motivational scheme such as promotion, salaries and training of workers among College of Education, Ekiadolor staff.

5.     To identify the factors capable for motivation and the techniques required by management to motivate it staff.

1.5     SCOPE OF STUDY

The research work is limited to College of Education, Ekiadolor – Benin and the effect of motivation like salaries, promotion e.t.c in job.

1.6     HYPOTHESIS OF THE STUDY

1. Better and improved motivation factors (increase in salaries, promotion, recognition e.t.c) lead to increase productivity of workers. Motivation is based on the input of the workers. Management do not believe that motivation have any thing to do with job performance.

1.7     DEFINITION OF TERMS

Effect: This is the degree of the result or consequences of an action. It can be positive or negative in nature.

Motivation: Is an inner drive that propel one to act or behave in a specific way in attempt to satisfy some specific need. It enable an employee work towards receiving a reward that will make the individual feel gratified.

Staff: A person employed in an organisation who renders his or her services for the purpose of earning a living.

Efficiency: This is the extent to which the output of an organisation exceeds the input of staff in producing that output.

Training: Is the systematic development or knowledge, skills and attitude required of an individual to perform a given assignment adequately.

Promotion: It is the advancement of staff to better job in terms of greater skills and increase in salaries.

Reward: It is the benefit derive from satisfactory performance of tasks or duties in an organisation, it could be cash or kind.

Employer: An individual agency or organisation that takes on the services of a person and pays for work done.