ASSESSMENT OF MOTIVATIONAL FACTORS AND THEIR IMPACTS ON EMPLOYEE'S COMMITMENT
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BACKGROUND OF THE STUDY
No matter how organized a business organization is, most of the problems faced by its’ executive are the effective management of its human resources to achieve organizational goals (Zhor, & Oldham, 2004).
This means that all those who are responsible for the management of any organization must build into the entire system factors that will induce people to contribute as effectively and efficiently as possible. A manager does this by building into every possible aspect of the organizational climate those things which will induce people to act in desired ways.
According to Tongo, (2005), human motives are based on needs, whether consciously or subconsciously felt. Some are primary needs, such as physiological requirement for water, air, food, sex, self esteem, status, affiliation with others, accomplishment and self assertion. As can be readily seen, these needs vary in intensity and over time with various individuals. However, motives are inner states that energize, activate, or moves (hence motivation), and that directs or channels behavior towards goals".
In other words, "motivation" is a general term applying to the entire class of drives, desires, needs, wishes and similar forces. Likewise to say that managers motivate their subordinates is to say that they do these things which they hope will satisfy these drives and desires and induce the subordinates to act in a desired manner (Silverman 2006).
Motivation could be seen as those things that could be done to propel workers to put in their best to achieve organizational objectives. According to Qureshi (2007) motivation "has to do with the forces that maintain and alter the direction, quality and intensity of behaviour". It is true that people participate in an organized enterprise andin all kind of groups in order to achieve some goals that they cannot attain as individuals. But this does not mean that they will necessarily work and contribute all they can to be sure that these goals are accomplished.
Motivation is a state which drives behaviour towards some goal. In other words, motivation has three aspects:
(a) A driving state within the organism that is set in motion by bodily needs, environmental stimuli, or mental events such as thoughts and memories;
(b) The behaviour aroused and directed by this state; and
(c) The goal towards which the behaviour is directed.
Motives as a consequence arouse behaviour and direct it towards appropriate goal(s). When we emphasize on these three aspects, motivation may be seen as the conditions, which influence the arousal, direction and maintenance of behaviours relevant in work setting (Qureshi 2007).
Some employees considered job satisfaction as a result or part of motivation. Job satisfaction is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job and are concerned with such factors as wages, supervision, conditions of work, advancement opportunities, recognition of ability, fair evaluation of work, social relations on the job, prompt settlement of grievances and fair treatment by employer (Olajide 2000).
Motivation is one of the most effective tools used by management today to bring out the best in the work-force and achieve higher productivity. Motivation serves as a means of propelling the mind of an individual to direct his/her behaviour or activate towards the achievement of specific goals. The manager in an organization must manage time, money, equipment and other resource efficiently to achieve the objective of the organization. It is the effective management of the human resources that provides the harmony needed by these resources to create a viable working environment for the achievement of the corporate objectives (Olajide 2000).
1.2 STATEMENT OF THE PROBLEM
According to Imanyi, (1988), generally, the attitude of Nigerians towards work is not very encouraging. However, empirical studies of work attitudes and motivation in Nigeria have also indicated that many Nigerian workers do not perceive any satisfactory relationship between their efforts and their organization’s reward for their efforts. To this end where favouritism, nepotism, discrimination, ethnic or clannish considerations dominate the hiring and firing procedures and in the promotion and transfer exercises, motivation to perform will likely be low or non-existent. This is what contributes greatly to the low standard of living of Nigerians (Iheriohanma, 2006).
Organizations where workers are well motivated have been found to excel far better and achieving higher productivity than their counterparts who regarded motivation as a mere show off.
It is against this background that the researcher is investigating into the concept of motivating labour force for higher productivity, using Zenith Bank Plc as a case study.
1.3 OBJECTIVES OF THE STUDY
The main aim of this study is to examine the impact of motivational factors on employee's commitment. It is in this regard that the objectives of this study include the following:
- To find out whether motivation can enhance employees commitment.
- To find out whether lack of motivation leads to poor employees commitment.
- To examine the kinds of motivation employed by employers.
- To determine the factors employers take into consideration when considering motivation.
1.4 RESEARCH QUSETIONS
The following research questions will be answered in this study:
- Can motivation enhance employees commitment?
- Does lack of motivation leads to poor employees commitment?
- What are the the kinds of motivation employed by employers?
- What are the factors employers take into consideration when considering motivation?
1.5 SIGNIFICANCE OF THE STUDY
The search for solutions to the numerous difficulties confronting the workfoce of numerous establishments has nearly proved futile. As a result of these non-performance or poor employee's commitment, this study aims to contribute to the search for a solution to the problem of workforce motivation and low commitment in Nigerian workplaces. The study's findings and recommendations will undoubtedly aid in resolving basic problems of work in Nigerian establishments. Again, the significance of the study will be appreciated once it is clear that an organization with all the trappings of efficiency and high productivity will be rendered impotent and ineffective if the individual human beings whose efforts are to be co-ordinated and harnessed towards the achievement of the organization's goal are dissatisfied and thus unmotivated.
1.6 SCOPE OF THE STUDY
This study is focused on examining the impact of motivational factors on employee's commitment. Specifically, this study will focus on finding out whether motivation can enhance employees commitment, finding out whether lack of motivation leads to poor employees commitment, examining the kinds of motivation employed by employers and finding out whether the use of motivation is effective in increasing employee commitment.
Selected respondents from staff of Zenith Bank PLC, Abak Road, Akwa Ibom State will serve as enrolled participants for the survey of this study.
1.7 LIMITATIONS OF THE STUDY
This study is limited to examining the impact of motivational factors on employee's commitment. Specifically, this study will be limited to finding out whether motivation can enhance employees commitment, finding out whether lack of motivation leads to poor employees commitment, examining the kinds of motivation employed by employers and finding out whether the use of motivation is effective in increasing employee commitment.
Selected respondents from staff of Zenith Bank PLC, Abak Road, Akwa Ibom State will serve as enrolled participants for the survey of this study, therefore the results cannot be generalized to other secondary schools outside the state.
1.8 DEFINITION OF TERMS
Motivation: These are factors (familiarity, concern and driving force), which exist or are provided in a work situation either physically or psychologically which determine the input and productivity level of the worker.
Employee: A person employed for wages or salary, especially at non-executive level.
Commitment: The state or quality of being dedicated to a cause, activity, etc.
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