THE ASSESSMENT OF MOTIVATIONAL FACTORS IN AN ORGANISATION

ABSTRACT
This study examines the phenomenon of motivation in the organisation; it is the contention of the study that motivation plays an important and vital role in the realization of the organisational objectives. In this study, the data are collected through questionnaire and interviews, the simple random method is used to select respondent for the study In the study, positive association exist between worker’s satisfaction with their job; satisfaction with his organisation’s approval policy, perception of the value the family attaches to worker’s job, and perception of the reward a worker gets in the organisation in relation to what his colleagues of similar status receive and motivation to performance. It is in view of this that some recommendations like management ensuring that workers are p/aced in areas where they are best suited, fairness in appraisal policy, equitability in the administration and tailoring the incentives to the need of the employers are made.

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

In every organisation people are the central point in which organisation is built on. Every organisation consist of people who differ in so many ways including their background, statues, Behaviour, and life styles, talent, competences, knowledge, interest, skill, value, needs aggressiveness and well as level of motivation. For an organisation to be successful it involves or depends on effective mobilization or utilization of individuals who make up the organisation the function of these people base on the performance of those characteristic listed abode and certain aspect of the environment of the work place.
This study will base on only one aspect of the above mention characteristic of the people, which is MOTIVATION. In Nigeria, context the basic needs are categorised as followed shelter, food, water, health, transportation, education are economic empowerment in any organisation when these needs and desire of the people are meet they put in all their best and effort to achieve the set goals. It normally happened this way because it’s only motivation that make people to effectively contribute toward the achievement of the objectives the organisation.
In an organisation the performance of the people are below average when they are demotivated while on the other hand they are motivated by the activities of the organisation. For instance, if the average Nigerian worker earns N1O,000 per month, and spend 4 of his salary on rent, then he is left with N60,000,after deducing transport fare to and from work and food, the salary is wiped off. These illustrations is based on an ideal situations, ironically, Nigeria workers take home pay can not take him home and his situation is even more compound when the so called salaries is not been paid as at when due. The Nigerian worker today still has to be worried simply about being decently fed, clothed, live and work in a sanitary environment and wanting to enjoy some measure of job security.

Furthermore, the kind of satisfactory which worker value must are what they get from friend, family, holiday, entertainment is derived from outside work place simply because no worker or employee seem to take their welfare interest to heart. I would make my point clearly using the Japanese Corporation Culture as a reference point. In Japan for instance, what the Japanese worker valued are found within the firm as it seeks to ensure responsibility for the total man. For example, the Kancho Company head making effort to find a situation wife for subordinate.