THE IMPACT OF MOTIVATION IN ACHIEVING ORGANIZATIONAL GOALS

THE IMPACT OF MOTIVATION IN ACHIEVING ORGANIZATIONAL GOALS (A CASE STUDY OF MINISTRY OF FINANCE ASABA DELTA STATE

ABSTRACT
This project work is designed to take a close look at the function of motivation in achieving organizational goals with a particular reference to  Ministry of Finance, Asaba, Delta State. This research is carried out in order to identify whether the workers at the Ministry of Finance are properly motivated and whether job satisfaction is derived. In fact, it is generally accepted that when employees are sufficiently motivated, they put in more efforts in their jobs to increase output and performance. To identify whether the employees are properly motivated in ensuring greater productivity and job satisfaction, questionnaire were distributed and analysis. The method of analyzing the data include percentage and chi-square (X2) statistics and the findings was that the ministry emphasized on rewording employees for excellent job performance also workers are not properly motivated to ensure productivity and job satisfaction. Lastly, motivation have no impact on workers moral and output. Therefore, some recommendation was made which will be useful to management of the ministry in order to understand what motivated their employees.

CHAPTER ONE
1.0    INTRODUCTION 
1.1    BACKGROUND TO THE STUDY 
In all organizations, whether they operate in the private or public sector, there is an increasing awareness that employees are the most important asset towards the achievement of organizational effectiveness. In this regard, organizations are concerned with how to motivate workers, make them committed and ensure their job satisfaction in order to accomplish organizational goals.
Motivation means “to move” and it is derived from the Latin word mover. It is “the state of an individual’s perspective which represents the strength of his/her propensity to exert toward some particular behaviour”.
Gibso (1980) motivation is an internal force which stimulates, regulates and upholds a person’s more important actions. Its existence and nature is deduced from observation and experience of behaviour. By using motivation as a tool, a manager can effectively blend organization and individual goals.
Terry and Franklin (1987) explained motivation as “the need or drive within an individual that drives him/her towards goal – oriented action. Appleby (1981) defined motivation as the way urges, aspiration, drives and needs human beings direct, control and explain their behaviours.
Motivation and job satisfaction are management principles used by managers in influencing their subordinates in order to be productive in their performances.
While job satisfaction on the other hand, refers to a feeling of contentment experienced by someone whose performance has been recognized through performance appraisal as commensurate with what is expected of him. Therefore, if an employee is well motivated by recognizing his/her performances the employee will derive job satisfaction.
Scientific management assumes that an employee is an emotional being and emphasizes the importance of encouraging cohesive work groups in which each worker has a sense of belonging. It is recognized that people possess.

It is therefore, the basic function of a manager to create an environment which helps people recognize and develop these human characteristics through motivation. A manager is required to comprehend human behaviour in order to utilize motivation as an instrument to increase organizational productivity.
Motivation is a general term applying to the entire class of drives, desires, needs, wishes and similar forces. To say that management or managers motivate their subordinates is to say they do things which they hope satisfy those drives, desires and induce the subordinates to act in a desired manner.
Also, it is the responsibility of the manager to provide an environment conducive to performance, but staff motivation is the responsibility of the individual themselves (Weihrich and Koont, 2003).
Individual behaviour is determined by what motivates him. Their performance is a product of both ability level and motivation, so if the managers must achieve the goals and objectives of his organization satisfactorily he has to motivate his subordinates, and also he must attempt to know the needs and expectations of his subordinates if he is to influence their behaviours and performance at work.
According to (Rebis Likert (1967) every aspect of organization activities is determined by the competence. Motivation and the general effectiveness of its organization, of all the task of management, managing the human component is the central and most important task because all depends on how well it is done.
The logical reasoning from the above therefore, is that the employees of the organization must be taken care of in a way as to ensure that they give their best to the realization of accepted goals.

1.2    STATEMENT OF THE PROBLEMS 
The statement in this study is to find out or establish a fact whether the employees or workers in the ministry of finance, Asaba, Delta State are well motivated, whether they are satisfied  or dissatisfied with their jo.
Thus, the challenge of management including ministry of finance, Asaba is  how to ensure the employees better commitment. The problem of how to motivate employees or workers towards commitment and job satisfaction remains a management task which this study set out to undertake.
1.3    PURPOSE OF THE STUDY 
The purpose of the study is  focused on the effect of motivation on job satisfaction in the ministry of finance, Asaba. Other objectives include the following:

1.4    RESEARCH QUESTIONS 
The research questions for this study include: