Abstract
The
purpose of this study was to establish the effects of training and motivation
on organizational productivity, to investigate the factors that militate
against training and motivation in organizations leading to increased
productivity. The study was put together
utilizing existing related literatures on training and motivation of human
resources in organizations. Raw data
were collected through questionnaires and oral interview; analyzed through
statistical tool chi-square, to establish relationships, which formed the basis
on which the researcher accepted or rejected the hypothesis. The major findings of the study were: (1) That
manpower training and motivational practices are essential planning strategies
of any organization that desires to meet the challenges posed by changes in
economic, technological trend in the society.
(2) Properly organized and implemented training and motivational
practices of human resources in organizations promote increased
productivity. (3) That a properly organized and implemented
motivational practice should be adequately compensating and made flexible so that
employee’s pay and financial rewards are open to some measure of review in line
with current inflation rate in the country.
(4) That training and motivational in organizations bring about
operational efficiency and excellent competitive advantage and promotes good
labour-management relationship. (5) That where adequate training and motivation
is instituted on organizations, both the employers and employees benefit
greatly. It was concluded that: (1)
Training and motivation of employees is a viable and veritable means of
achieving improvement in the level of organizational productivity. (2) For Training and Motivational practices instituted by
organizations to be successful, it must be well thought out, properly organized
and implemented, and of course, adequately financed. (3) The workers must see
the entire process of Training and Motivation to be free and fair. It was recommended that (1) Organizations should update Manpower Training and
Motivational practices in order to keep their employees abreast of modern
technology in vogue, which shall in a great way boost the organizational
productivity. (2) Training programmes should be conducted regularly by
organizations. (3) Organizations should
pay their employee commensurately to attract additional efforts and increased
productivity. (4) Adequate funds should
be made available for Training and Motivational practices of Human Resources in
organizations so as to determine high level of their success.
LIST OF
TABLES
Page
4.1 Training
Programme for Employees 55
4.2 Formal
Training for Employees 56
4.3 How
Often Training is Organized 57
4.4 Effect
of Training on Performance 58
4.5 Impact
of Level of Funding on Training 59
4.6 The
Impact of Motivation 60
4.7 Effect
of Motivation on Training 61
4.8 Effect
of Training on Productivity 62
4.9 Effects
of Relationship at the Work Place 63
4.10 Impact of Relationship at Work on Productivity 64
4.11 To Determine if Behaviour can be Facilitated 65
4.12 Impact of Relationship at Work 66
4.13 To Determine How Employees Perceive Promotions
are Effected 66
4.14 Effect of Financial Rewards 67
4.15 Employee Perception of their Rewards 67
4.16 Impact of Training and Motivational Practices 69
5.1 Organization 71
5.2 Statistical
Table 73
5.3 Organization 74
5.4 Statistical
Table 75
5.5 Organization 76
5.6 Statistical Table 78
TABLE OF CONTENTS
Page
Title Page ii
Dedication iii
Certification iv
Acknowledgement v
Abstract vi
List of Tables vii
CHAPTER ONE: INTRODUCTION 1
1.1 Background
of the Study 1
1.2 Statement
of the Problem 3
1.3 Research
Hypothesis 4
1.4 Background
Information on Study Area 5
1.5 Purpose
of the Study 9
1.6 Scope
of the Study 10
1.7 Significance
of the Study 10
1.8 Limitation
of the Study 11
1.9 Definitions
Of Terms 12
CHAPTER TWO: LITERATURE REVIEW 14
2.1 Concept
of Training and Development 14
2.1.1 The Impact of Training in Organizational Productivity 15
2.1.2 Problems that Hinder Effective Utilization of
Trained
Manpower 33
2.2 The
Concept of Motivation 34
2.2.1 The Theories of Motivation 35
2.2.2 The Impact of Motivational Practices on Organizational
Productivity 44
2.3 The
Concept of Productivity 47
2.3.1 Productivity as a Measure of Economic Performance 47
CHAPTER
THREE: RESEARCH DESIGN AND
METHODOLOGY 51
3.1 Design
of the Study 51
3.2 Area
of Study 51
3.3 Population
of the Study 51
3.4 Sample
Size 52
3.5 Sources
of Data 53
3.6 Validation
of the Instrument 54
CHAPTER
FOUR: PRESENTATION OF DATA AND
ANALYSIS 55
4.1 Data
Presentation 55
4.2 Analysis
of Data 69
4.3 Test
of Hypothesis 71
CHAPTER
FIVE: SUMMARY OF THE FINDINGS,
CONCLUSION AND RECOMMENDATION 79
5.1 Summary
of Findings 79
5.2 Conclusion 81
5.3 Recommendation 81
5.4 Suggestions
for Further Research 82
Bibliography 83
Appendices 87
CHAPTER ONE
- INTRODUCTION
1.1 Background of the Study
The relevance of training and motivation of manpower in industries is
enormous and should be assessed with the view to proffering possible
suggestions of improving organizational productivity.
According to Lipsey (1989:20), economic growth is a reflection of growth
of firms, industries and the local economies.
Therefore, the ultimate aim of any economic system is to satisfy the
material needs and wants of its members by providing them with a supply of
goods and services to consume. Modern
growth theory begins from the obvious starting point that to produce goods, one
must employ labour on the one hand, and capital goods on the other.
Ugbam (2001:1) defined management as
the effective and efficient allocation of the limited resources of an
organization to achieve the predetermined objectives of such organization. An organization can remain relevant and
meaningfully competitive in the market only if it has quality manpower, which
is able to formulate policies and programmes for the firm with market
opportunities and organizational resources.
Many organizations have gone out of existence (i.e. to extinction) not
because of lack of manpower but rather, as a result of the lack of systematic
manpower training, development and motivational practices.
Viteless (1953:8) observed that
globally, people are increasingly having less commitment to their jobs. Workers no longer make full use of their
capacities in maintaining and raising production standards and this has led to
production decline, which has been attributed more to motivational than to
technological or economic factors. Low
productivity has been an issue for concern since the colonial era and in the
present economic dispensation, the need for an efficient, dedicated and
productive workforce cannot be over-emphasized.
This has prompted the government, academics and other groups to organize
seminars, lectures, and workshops on productivity.
Ejimofor, (1984:9) in emphasizing the
importance of motivation and training stated that no matter how good or
efficient an organization is, nothing happens until the people who constitute
same are well trained and motivated to perform.
All other things being equal, then if an employee is not given
continuous training and is poorly motivated, his performance will be low.
Despite the importance of manpower
training and motivational practices to the success of many organizations, it
does appear that some organizations remain to treat this issue with the
seriousness it calls for.
As Seidmann (1990:41) puts it “Not
only must manpower be available, but it must have acquired skills necessary to
operate complex modern industrial and agricultural machinery and
techniques”. Most modern industries do
not think in terms of motivating its workers; this has really affected the
productive level of the organization.
Therefore, the general trend in
present day Nigeria though, unfortunately, is that most employees render
services that do not justify their pay i.e. exhibiting dysfunctional tendencies
such as absenteeism, lateness, tardiness, turnover and organizational
sabotage. Some even go to the extent of
forging sick leave papers. If the
employee should be at his place of work and do productive work, if well trained
and motiv
