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TABLE OF CONTENTS

CHAPTER ONE

1. Introduction                                                                   1

1.1     Background of the Study                                               1

1. Objective of the Study                                          6
2. Significance of the Study                                               7                
3. Statement of Hypothesis and Research question 8
4. Scope and Limitation of the Study                       10

 

CHAPTER TWO

1. Literature Review                                                 15

2.1     What is Motivation?                                            17

1. Steps of Motivation                                             29
2. Techniques of Motivation                                    31
3. Theories of Motivation                                        33
4. Application of the Motivational Theories to Nigerian situation49
5. Theoretical Framework of the study                    54
6. Summary.                                                           

 

CHAPTER THREE

1. Research Design and Methodology                      58

3.1     Research Strategies                                              58

1. Source of Data and Research Instrument             59
2. Method of Investigation.                                                63

 

CHAPTER FOUR

1. Introduction                                                                   65

4.1     Presentation and Analysis of Data                       65

1. Age Distribution of Respondents                         66
2. Distribution of Gender                                         67
3. Length of Service                                                 68
4. Marital Status                                                      69
5. Departmental Specialization                                69
6. Educational Qualification(s) of Respondents                 71
7. Response on the Rate of Motivation of Employees in the Corporation                                                              72
8. Response on the Employee’s Assessment in the-

Corporations                                                        74

1. Response on the Corporation’s Health Policy     75
2. Response on how the Employees see the Corporation Overcoming its Challenges.                                                      76
3. Response on the extent lack of motivation has contributed to the Corporation(s)                                                        77
4. Response on whether increase in salary solves the problem or workers                                                             79
5. Response on whether monetary rewards should be seen as a satisfactory stimulator for efficient-

 and effective performance.                                  80

1. Response on how well the Employees know of any laid down Policy.                                                                81
2. Responses on how Children’s Education influences Employee’s Motivation                                                               82
3. Response on how well Employees are informed of any retirement or pension scheme in the Corporation.                      82

 

CHAPTER FIVE

5.0     Summary, Conclusions and Recommendations   83

1. Summary of the Study                                         83
2. Research Findings and Conclusion                      86
3. Recommendations.                                                        89

 

CHAPTER ONE

INTRODUCTION

1. BACKGROUND OF STUDY

Society, as it is known today, simply could not exist with a steady of managers to guide its organizations.  It is important especially at the time of the advent of numerous organizations allover the world bearing aggressive tendencies at achieving set objective.  It is particularly important that we should have adequate knowledge of how to handle effectively individuals that constitute the organizational workforce.  It is imperative because we can realize that the worker is a fundamental and indispensable agent, a salient variable in the achievement of organizational objectives.

The state of mind of the workforce is reflected in the mental attitude towards work and their enthusiasm for the role they have been given to play.  Morale is often the crucial factor, which determines the achievement of the organization’s objectives.  If morale plays a very important role in enhancing job satisfaction and performance, therefore achieving organization’s objectives, what can be done to improve it and make the workforce more effective?

As a pre-requisite we must attempt to find a method of assessing performance either by predicting and controlling the level of morale in the organization.  Most policy makers, managers and administrators will agree that, one of the most difficult facts of their work is controlling and predicting the enthusiasm attitude and resulting effort of the individual (i.e. employees) constituting their workforce.

The advocates of profit sharing and joint consultation believe that incentives and benefits will stimulate and encourage the employee to take more interest in the organization to identify with it and therefore strive to increase productivity.  Also a different approach, although not mutually exclusive is the belief that workers will produce more if as a result their earnings will increase (the theory of payment by result) which was for many years and still often today, the most popular method of enlisting workers cooperation in high productivity.

Incentives are an integral part of management control, since as measure of recognition of performance, are significant motivating factors for management.  The design of good incentive plan has been of interest to managers and researchers for long time.  The relevance of the incentive problems in public sector dominated economies (e.g. Nigerian Economy is obvious and has received considerable attention.  However, even in private sector economy, incentive plans are becoming an integral part of management control.  Since it has been widely recognized that incentives as contributors to incline as well as a measure of recognition of performance, are significant motivating factors for corporate executives.  The design of an incentive plan could be viewed as a choice of “enforcement rule” to persuade managers to act in th

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