TABLE OF CONTENT
Table of content
1.1 Background of the study
1.2 Statement of problem
1.3 Objective of the study
1.4 Research Hypotheses
1.5 Significance of the study
1.6 Scope and limitation of the study
1.7 Organization of the study
2.0 LITERATURE REVIEW
3.0 Research methodology
3.1 sources of data collection
3.3 Population of the study
3.4 Sampling and sampling distribution
3.5 Validation of research instrument
3.6 Method of data analysis
DATA PRESENTATION AND ANALYSIS AND INTERPRETATION
4.2 Data analysis
This study was designed to evaluate motivation as an instrument of quality staffing in an organization with emphasis on Ramat polytechnic Maiduguri Borno state, with a view to finding out the extent to which the motivation propel staff quality in the organization. The instruments used for data collection was a well-structured questionnaire was used to collect relevant data from staff of Ramat polytechnic. A simple random sampling technique was adopted by the researcher to arrived at the sample population of the study. Chi-square statistics was used to test the null hypotheses at 0.05 level of significance. The study revealed among others that to a large extent, tertiary institutions adhered to the approved guidelines in staff recruitment, motivation and welfare and to a low extent in orientation practices.
1.1 Background of the study
There is a pressure on organizations to constantly search for cost and quality improvements and to work effectively if the company is to survive in the long run. The effectiveness of organizations to achieve their established goals is very much dependent on their employees.1 Hence it is important for companies to take care of the individuals that work for them. In order to do so, companies need to know their employees and identify what these individuals are motivated by. However, motivation is a complex phenomenon and is not easily grasped. Motivation can be described as the driving force that makes individuals behave in a certain way, as well as the amount of effort they put into the activity.2 Motivation refers to a set of various internal processes with several consequential behaviours as the outcome.3 How individuals behave and how much effort they put into their activities within each situation is determined by a combination of physical, emotional and intellectual processes together with external factors such as environmental and social.4 But individuals differ in terms of needs and motives, abilities and skills, personality and style, which complicates the study of motivation.5 Many researchers have studied the phenomenon of motivation in order to contribute with an enhanced and deeper understanding about human nature and what motivates individuals to perform certain tasks. This is however not a simple question to answer since there are many variables to consider. Individuals are not only motivated by different factors in different situations but their preferences change overtime as well. To motivate their employees companies can use different strategies and rewards. What type of rewards a company applies depends on the kind of company and the preferences of its employees. Different rewards affect different needs. One direct way to reward people for the effort they put into the company is through wage. While it is clear that the basic human needs can be satisfied with the help of wage, it might not satisfy deeper human needs such as social, esteem and self-actualisation needs identified as higher-order needs by Maslow. The study of motivation and behavior is a search for answer to the perplexing question about human behavior (Hersey and Blanhers, 1979). The Motivation of people in organization through a popular subject of discussion in seminars, symposia, workshops and written professional journals and books, yet is one of the least understood concepts as a management technique (Francis and Milbourn, 1980). Often people do not know why others behave the way they do. Why they are behaving differently at present and how they may likely behave in future under the same conditions (Herbey and Blench, 1979). It is the responsibility or organizational managers to motivate their subordinates and employees to raise their level of output. Motivation is a force that is directed by the behaviour of people. It is thus a major factor that determines employees’ means of satisfying their needs as to improve their job performance. Financial institutions are specially considered in this project as areas whose success and survival depends strongly on the ability of the workers to efficiently utilize the available material resources in order to achieve the organizational goal. For such task to be performed employees need a lot of incentives as well as a conducive working environment in an organization in order to spur up the workers to work harder for a greater achievement. The job attitude of most financial institution workers in Nigeria and Anambra State especially has generated a lot of interest among scholars. The growing interest has always resulted to the seminars and workshops on job satisfaction and motivation. The main concern has always been on how to manage workers in order to put their maximum effort. So far the attempt made has not yielded the required result. It is a common reason why Nigerian workers are always being described as “lazy” unproductive, redundant, non-challant and irresponsible. Though there is a unanimous agreement on how to motivate a worker, I feel the worker has a need to be met and until this need is met, the worker’s attitude towards his work would remain bad. While some scholars have attempted to identify the various aspects of workers need.
1.2 STATEMENT OF THE PROBLEM
The employment & staffing industry has expanded ever since 1993 when it was legalized in Nigeria. Since then an increasing number of employment & staffing companies have entered the market which ultimately leads to a growing workforce. Motivation influences human behaviour in any work place. In recent years, it has been evident that there has been a general drop in the overall rating of performance of institutions of higher learning. It is noted that in Nigeria that when workers are motivated, there will be a high productivity but in western countries other factors rather than money motivate workers. Does this hold true in Nigeria? Have employees been duly consulted on their needs as employees in the higher institutions of learning? This research work is designed to study these problems
1.3 OBJECTIVE OF THE STUDY
The main objective of this study is to examine the effectiveness of motivation as an instrument of quality staffing in an organization with emphasis on Ramat polytechnic; but to aid the completion of the study, the researcher intend to achieve the following specific objectives;
- i) To examine the effect of motivation on employee commitment in an organization
- ii) To ascertain if there is any significant relationship between motivation and staff quality in Ramat polytechnic
iii)To examine the role of motivation on employee’s quality in Ramat polytechnic
- iv) To ascertain the impact of motivation on staff efficiency in an organization
1.4 RESEARCH HYPOTHESES
The following research hypotheses were formulated by the researcher to aid the completion of the study;
H0: There is no significant relationship between motivation and staff quality in Ramat polytechnic
H1: There is a significant relationship between motivation and staff quality in Ramat polytechnic
H0: Motivation does not have any impact on staff efficiency in an organization
H2: Motivation does have an impact on staff efficiency in an organization
1.5 SIGNIFICANCE OF THE STUDY
This research is aimed at finding out how to make employees increase their performance and hence increase productivity. It is intended to contribute to the growing literature on work motivation in Ramat polytechnic here in Maiduguri Bprno state. It is also hoped that the study will provide a practical guide to the solution of perennial labour unrest in Nigeria.
Another major significance of this research is its theoretical usefulness. Since the study is based on experimental data, it would yield insights that will affirm or challenge some of the basic assumptions of the classical theories of motivation.
In addition, this research will make meaningful contribution to the general public as the findings will add to knowledge and contribute to the pool of existing literature.
1.6 SCOPE OF THE STUDY
The scope of the study covers motivation as an instrument for quality staffing in an organization. The scope of this study focus mainly on the all the staff of Ramat polytechnic in Maiduguri both academic and nonacademic staff of the institutions.
1.7 ORGANIZATION OF THE STUDY
This research work is organized in five chapters, for easy understanding, as follows
Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding. Chapter five gives summary, conclusion, and recommendations made of the study