Employee Motivation in the Organization: a Case Study of Nigerian Ports Specialist Essay

CHAPTER 1

INTRODUCTION

1 . 1BACKGROUND TO THE STUDY AND SIGNIFICANCE FROM THE STUDY

Of all factors of production, time is the most important element of development, which is given by the employees. The success or failure of any venture is as a result ultimately predicated on the readiness or otherwise with the people who supply the labour Power. A manager plays a significant part in coordinating the efforts of individual workers to effective organizational objectives. His function also include planning, organizing, leading, directing and supervising workers so that they can willingly, and gladly contribute their best to the fulfillment and attainment of corporate and business objectives. It is pertinent to acknowledge the very fact that people are unique since they have different needs, different ambitions, different attitudes and desires, distinct levels of understanding and skills as well as diverse potentials. A manager should recognize these kinds of differences and devise different motivational programmes to meet specific requirements. If an person's need is pleased he will become motivated to produce more – All motivational programmes try to create conditions that encourage personnel to satisfy the requirements on one hand also to accomplish the organisation's goals on the other hand. Inspiration is as a result seen around the world as a great inevitable cure all for enhance productivity with the industrial or social placing but also in the organizations of higher learning. Psychologist, sociologist, anthropologist and management authorities have propounded relevant ideas buttressing the value of determination. Abraham Maslow (1954)1 in his hierarchy of needs theory opinion, " that an individual have five basic types of needs that motivate him to action. These consist of physiological, security, social spirit and self-actualization of requires. These requirements are arranged in a hierarchical order beginning with the lowest which can be the physiological to the maximum i. at the. self actualization needs”. A purpose once happy ceases to motivate when those not as yet satisfied energies or motivate behaviour. Maslow therefore is convinced that motivated behaviour is usually goal described, sustained, and consequently results from internal drives or perhaps needs that gear a person into action. If motivated, behavior results from sensed needs, then simply invariably, the manager desires to stimulate behaviour must be sensitive to the people operatives desires and needs his subordinates feels or maybe he must consider some steps to create a feeling of needs within just his personnel. According to Ubeku (1975)2, " it used to be thought that an excellent and good manager was the one who stood above his men and showered purchase on them to obey. A man who decides for his men not simply what to do yet how it ought to be done. They need to conform or else they would possibly be disciplined or ignored outright. Having been the slave driver and bulldozer. This individual need not seek advice from his guys as they had no suggestions to put forward. This individual knew the thing that was good for all of them and would it”. Undoubtedly that a way of measuring strictness is necessary indeed important, but gone are the days of rigid control and direction. The partnership are becoming even more impersonal to get visitors to work successfully in these changed circumstances a unique approach is important. Management that is determined and wiling to keep up its good image and status must focus on plans and approaches that will allow it attain its established objectives. When there is balance in an business it discloses that personnel satisfied and they are happy with their jobs. Such workers will definitely show all their energies, efforts, wisdom, cleverness etc to support management in achieving their objectives boost productivity, efficiency and increase profit. Furthermore, knowledge about motivational practices can have significance for understanding employee's actions that are important for the humanist, managers inside the organization.

1 . 2PROBLEM RESEARCH

The problems of employees motivation in organization has been...

Referrals: (1) Adam, M. S. (1965) " Inequity in Sociable Exchange” in L. Berkowitz (ed) ADVANCES IN TRIAL AND ERROR SOCIAL MINDSET New York Academic Press. Pg. 267-300.

(6) Harbinson, Frederick They would. a dn Charles A. Myers ADMINISTRATION IN PROFESSIONAL WORLD: A WORLDWIDE ANALYSIS Nyc: McGraw-Hill Literature Co. Inc. 1959. Pg. 3.

(8) Horngreen C. To. INTRODUCTION TO MANAGING ACOCUNTING (4th Edition) New Delhi: Prentice Hall of India Exclusive Ltd. 1980. Pg. 244.

(11) Ifechukwu, L. A. To " Function Attitude in Nigeria” MANAGEMENT IN NIGERIA, Nigeria Company of Managing Oct. 1977. Pg. thirty five

(12) Jones, Meters. R

(13) Karn & Glimer READINGS IN INDUSTRIAL AND BUSINESS MINDSET New York: Mc Graw-Hill Ebooks Inc. 62 Pg. 17.

(19) Maslow, A. H. A THEORY OF HUMAN INSPIRATION Pengium Literature. 1970 Pg. 30

(20) Mc Farland, Dalton E

(21) Mc Gregor Douglas THE HUMAN ASPECT OF ORGANIZATION New York: McGraw-Hill International Books Co. 1960. Pp. 33-48.

(24) Steers Rich M. and Lyman, T. Porter MOTIVATION AND OPERATE BEHAVIOUR Mc Graw-Hill Publication Co. 1983 Pg. 29.

(25) Weick Karl E. (The Concept of Equity in the Understanding of Pay”) ADMINISTRATIVE SCIENTIFIC RESEARCH QUARTERLY (1966) Vol. eleven Pp. 414-439.



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