ABSTRACT
This
research set out to analyze the needs and preference of Nigerian employees with
a view to determining how they can be effectively motivated to perform
optimally at work for the overall benefit of their organizations and
themselves. Various motivation theories including Abraham Maslow’s Hierarchy of
needs, Hertzberg’s Hygiene theory and Alderfer’s famous ERG theory of
motivation were reviewed. The population of the study comprised of the entire
staff of the Nigerian Bottling Company, 7up Bottling Company, mainly in Enugu.
Questionnaires were administered and the data analyzed using simple percentage,
while the chi-square statistic was used to test the formulated hypotheses. The
questionnaires dealt with the motivational impact of salaries, fringe benefits,
regular promotion, status enhancement and job security among others. Remuneration
was discovered to be a key motivator irrespective of staff status within the
organization. The study revealed that an average Nigerian employee would be
motivated by prospects of promotion and motivated the more if promoted.
Constant elevation at work based on merit, backed up with financial rewards
remains a valued preference of the workers. Stagnation on a particular rank is
abhorred by the employees. It is recommended that further research should be
conducted in the other locations where soft drink industry is established in
Nigeria.
TABLE OF CONTENTS
Title
page – – – – – – – – – i
Certification – – – – – – – – ii
Dedication – – – – – – – – – iii
Acknowledgement – – – – – – – iv
Abstract – – – – – – – – – v
Table
of Contents – – – – – – – vi
CHAPTER ONE: INTRODUCTION
1.1 Background to the study – – – – – 1
1.2 Statement of the Problem – – – – – 4
1.3 Objectives of the study – – – – – – 4
1.4 Relevant Research Questions – – – – 5
1.5 Research hypotheses – – – – – – 5
1.6 Scope of study – – – – – – – 6
1.7 Significance of the study – – – – – 6
1.8 Definition of terms – – – – – – 8
References – – – – – – – – 9
CHAPTER TWO: REVIEW OF RELATED
LITERATURE
2.1 Introduction – – – – – – – 10
2.2 Maslow’s need hierarchy – – – – – 12
2.3 Hertzberg’s two factor theory – – – – 15
2.4 McGregor’s X and Y theory – – – – – 17
2.5 Motivation and Productivity – – – – – 18
2.6 Productivity – – – – – – – 20
2.7 Overview of the Nigerian soft drink
industries – – 21
2.8 Strategies currently adopted to motivate employee in the industry – – – – – – 23
References – – – – – – – – 32
CHAPTER THREE: METHODOLOGY
3.1 Research design – – – – – – – 33
3.2 Sources of Data – – – – – – – 33
3.3 Population and sample size determination – – 33
3.4 Description of research – – – – – – 34
3.5 Method of investigation – – – – – – 35
3.6 Research instrument, validity and
reliability – – 35
3.7 Method of data analysis – – – – – 35
References – – – – – – – – 37
CHAPTER FOUR: DATA PRESENTATION,
INTERPRETATION AND ANALYSIS
4.1 Distribution and return of questionnaires – – – 38
4.2 Analysis of data/test of hypothesis – – – – 38
CHAPTER FIVE: SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSION
5.1 Summary of findings – – – – – – 54
5.2 Recommendations – – – – – – 55
5.3 Conclusion – – – – – – – – 56
5.4 Suggestion for further research – – – – 57
Bibliography – – – – – – – 58
Appendix – – – – – – – – 60
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY
The survival of any organization in a
period of plenty, scarcity and turbulence depends on multifarious factors of
which employee motivation is paramount (Muo, 1999:16).
An organization can be seen as an
entity and also a process of co-ordinating individual effort to accomplish a
common objective. It is a group of people bound together to provide unity of
action for one achievement of a predetermined objective. According to Koontz
(1988:40), to form an organization and make it accomplish its goal, two broad
components have to interact for goal accomplishment. Of this two elements,
human is no doubt the most important, most difficult to handle and most
special. Employees represent the life-wire of the organization, which mobilize
the life-less material components that would have other wise been inert or
hidden.
Human beings are complex, rational and
unpredictable and hence deserve special attention while materials are
inanimate. Humans are characteristically unique, they posse’s personal
aspirations and goals which most times are antithetical with those of the
organization he works. The various complexities that could be either
socio-biological or emotional tend to transform human being into attitudes and
behaviours that are generally cumbersome erratic and unpredictable. These
elements turn human being difficult to manage. Man is however, considered as an
organizations greatest assets because with out him virtually nothing can take
place. His importance ranges right from factory setting up to the top
management level where actual strategic planning, organizing, directing and
co-ordinating really takes place. The manager in an organization has to create
in a man the appropriate state of mind, emotional stability and positive work
attitude required for and favourable to the accomplishment of organizational
goals. He must strive to adequately motivate the staff to elicit positive work
attitude and perform it in compliance with pre-established standards of the
organization. To do this, he must recognize the need and importance of
effective motivation. It is only by so doing that productivity coupled with
financial benefits will be enhanced and returns on investment worth while. This
research examines the nature of the Nigeria employee with special interest in
the staff of Nigerian soft drink industry in Enugu. It tries to examine how and
with what they can be effectively motivated to work optimally in the industry.
According to Muo (1999:26), modern
behaviour scientists are currently investigating a myriad of organizational
problems ranging from the impact of equity on motivation to ways of enriching
low-level assemblies of line work. The quest to determine and investigate the
reasons behind various work attitudes such as increased labour turnover has
made a lot of researchers delve into its related impact on productivity.
Motivation has been severally and variously defined:
Swift (1981:30), views motivation as a
drive to perform. It involves the effort, willingness persistence and a
person’s desires to perform. The effect of motivation in any organization
causes employees to be with or generally satisfied or dissatisfied with their
jobs. He went ahead to define motivation as a label for determining choice to
initiate effort, the choice to expand certain amount of effort and the choice
to persist in expanding efforts over a period of time to achieve a given
performance objective.
In a broader form (Muo, 1999:30) was
of the view that fringe benefit must have an objective in an organization
whether legally imposed by state or federal legislation or included in the
contract of employment or constituted by management wish.
He write that one of the major
problems confronting management is that of motivating workers to perform tasks
to meet or surpass predetermine standards. He also said that motivation could
be seen as an energizing force that induces or compels and maintain behaviour.
Swift (1981:63) opines that it is not
easy to motivate an individual and that the success of any motivational efforts
depends on the need of the individual employee for whom it is intended.
Motivation is an internal
psychological process whose presence or absence is inferred from observed
performance (Nwachukwu 1988:18). He says that a motivated behaviour is
characterized by sustenance, goal directed and result from felt needs.
1.2 STATEMENT
OF PROBLEM
Many organizations have been saddled
with too many problems attributed to motivation, financial benefit and
productivity especially in soft drink industries. Some of these problems
include high employee’s turnover, engagement of employees in order similar
organization and confidence between employers and employees problems of ethic and
performance problems. These problems stand out when put side by side with
general public perception in soft drink industries in general. Therefore, some
organizations attach privatization and productivity to prestige and status in
the organizations while other attributes it to employee’s needs, expectation
and values.
However, the concern for and problem
of how to motivate workers for productivity enhancement in any organization has
not level. Though, several measures have been taken since this last two decades,
unfortunately not much has been achieved.
1.3 OBJECTIVES
OF THE STUDY
The objectives of this study are as
follows:
- To
investigate the impact of financial motivation on employee productivity based
on staff perception in 7up Bottling Company and the Nigerian Bottling Company.
- To
find out how increase in salary fringe benefit and other financial benefits
could make employees happier with their jobs and hence make them perform
better.
- To
study strategies which will assist the employers in motivating employees
- To
study how non-financial benefits such as praise, letter of commendation, off
duties for work well done motivate employees
- How
job enrichment motivate workers.
1.4 RELEVANT
RESEARCH QUESTIONS
Our research questions include:
- Do
the increase in salary and fringe benefits motivate employee?
- How
do the regular promotion, status enhancement, job security and financial
incentives motivate workers?
- How
do employees rate, various needs and financial benefits derived from it?
1.5 HYPOTHESES
Our hypotheses for this study are as
follows:
H01 Increase in salary and/or fringe benefits will not make workers
feel happy at work and also enhance their confidence in the organization.
H02 Enhancement of status and prestige that go along with promotion
are not important than its financial attachments (gains).
H03 Regular promotion or bright chances of promotion could not boost
morale and make for better performance in the service of an organization.
H04 Job security is not enough to win staff commitment in organizations.
1.6 SCOPE
OF STUDY
This research focuses on the Nigeria
Bottling Company and 7up Bottling Company located in Enugu, both of which
fairly represent the Nigeria soft drink industries. It further tries to provide
a solution to basic problems by testing some of the prepositions of Nigerian
situation. The study is limited to the following limitations:
The level of frankness in response to
questions by the respondents is quite doubtful.
The official bureaucracy that tends to
frustrate free communication flow between the subordinates and their boss.
The study is limited to 7up and the
Nigeria Bottling Companies both of which are major actors in the Nigeria soft
drink market. The study is limited to Enugu offices of the companies.
1.7 SIGNIFICANCE
OF THE STUDY
a. The
study will serve as guide to the management of Nigerian soft drink industries
in particular and the Nigerian managers as a whole in determining the best way
of getting the best output from their employees who are presently demoralized
in the face of the prevailing socio-economic hardship.
b. From
this research, Herzberg (1968) came up with two-dimensional theory of
motivation. According to him, the motivators are achievement, recognition,
responsibility, advancement and work itself. Once an employer induces staff
with these factors, good result and accomplishment or organizational goals will
be achieved. Financial benefit will also follow and the individual become happy
in the job.
c. Evidence
from different empirical studies point to the fact, there is no single
motivator for every one. Needs differ and the importance attached to needs by
different people also differs. In order to motivate a person to put in the best
effort in his work, the following factors have been identified:
1. wages/salaries
2. job security
3. promotion
4. job enrichment
5. Increased responsibility
d. According
to Maslow, man always has needs to satisfy. This need can be classified in a
hierarchical order starting from the basic needs to the higher order needs. Once
a particular need is satisfied, it ceases to be a motivator and another need
emerges. Therefore reward for hard work is very essential.
1.8 DEFINITION
OF TERMS
Motivation:
Motivation would be seen as that energizing force consciously applied through skillful
appeal to employees basic needs to compel positive work attitude to achieve
organizational goal.
Employees:
Employees would refer generally to members of staff of an organization, both
management and non-management and would be used interchangeably with workers.
Work Attitude:
This would refer to employee’s state of mind as expressed in concrete action
behaviour or their manner of performing their duties.
Promotion:
Elevation of an employee to a better job, better in terms of greater
responsibilities, enhanced authority more prestige or status greater skill
increased remuneration and fringe benefits.
Employees Needs:
This refers to basic wants of employees, the desire to satisfy which activates
their energy to satisfy and the fulfillment of which engenders positive work
attitudes. In the study these needs are categorized into three: Existence,
Relatedness and growth needs.
Productivity:
Productivity involves goal attainment. It is the successful transfer of input
to output at the lowest possible cost. Productivity implies both efficiency and
effectiveness.
REFERENCES
Nwachukwu, C.C. (1988) Management Theory
and Practice, Onitsha: African FEP Publishers Ltd.
Muo, I.K. (1999) The Nature, Scope and
Challenges of Management, Lagos: Impressed Publishers
Swift, N. (1981) Motivational
Techniques, Houston: Modonnel Publishing Press.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 INTRODUCTION
In considering the issue of industrial
growth and improved product output in any organization one of the most
important requirement that must be satisfied is the availability of highly
motivated and deeply involved people who are selflessly committed to
discovering new ways of improving their living conditions. Such were the type
of people who gave birth to the industrial revolution in Europe, the communist
revolution in China, the gigantic scientific and technological advancement in
the United States, Russia and the spectacular Japanese accomplishment in
electronics and technology (Porter 1961:20).
In these societies, the motivation to
realize these accomplishments started both at the national and individual
levels and continuous optimum performance is sustained by psychological
satisfaction derived from experienced success.
Thus, performance or behaviour is a
function of the motivational level, the degree of involvement and the amount of
satisfaction derived from performing a task (Porter, 1961: 45, 1 – 10). The
dynamics of motivation, satisfaction and involvement in the organization have
been critically studied by eminent scholars, psychologists and management gurys
like Maslow (1943), Agysis (1964), McGregor (1960), Herzberg, Mauzner and
Synderman Mceclelland (1961), Vroom (1964), Lawler and Porter (1967), etc. The
assertion of the above scholars serve as stimulant for future investigation the
result of which will add immensely to knowledge.
A manager whose job involves the
creation and maintenance of an environment in which individuals work together
in group towards the accomplishment of common objectives must study what
motivates people.
Koontz (1988:411), stated that human
motives are based on needs such as the physiological requirement for water,
air, food, sleep and shelter, other needs may be regarded as secondary such as
self esteem, status, affliction with others, affection giving, accomplishment
and self assertion.
In other words, motivation related to
the entire drives, needs, wishes and similar forces capable of engineering a
person or group of persons to perform
