ABSTRACT
The task of motivation, the work force of an organization is to achieve maximum productivity. This is one of the most challenging functions of management. It deals with human behaviour. The manager needs some understanding about why people behave the way they do, so that they influence people to work hard the way the organization finds it desirable.
Motivation is a voluntary willingness of an employee to render services without bribery or compulsion. That is, motivation is out of sheer of the employee and the will to perform is sustained continuously.
This study focuses on the effect of motivation on job performance. Three hypotheses were put forward and tested using the chi square method, all tested positive giving the notion that incentives or motivation are important. The methodology used in the research is both descriptive and historical. Also empirical analysis is employed and the sources of information are primary and secondary based i.e. information gathered from questionnaire, seminar papers, speeches and addresses by eminent scholars, textbooks and leaned journals. After a thorough evaluation of Motivation as a Means of Enhancing Staff Performance in an Organization, it was discovered that incentives are important to enable employee put in their best and make them achieve in their output.
Finally, based on my findings, recommendations were put forward to aid management to properly implement motivational scheme.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF STUDY
The term motivation is at the very heart of the study of work organizations. It is of great concern to both management and workers in the organization. Motivation has been one of the most intensively planned issues in human resources management. The major preoccupation of man has been work, which is central feature of modem society. It occupies a greater percentage of the overall time available to most people for major part of their lives and the economic rewards obtained from it determines an individual’s standard of living.
The concept of motivation developed from the management orientation perspective classical management thoughts, the human relations’ school and the human resources perspective which emphasized the need to get the best and optimal performance from employees, while classical management school has concentrated much on the extrinsic needs like salary increase and promotion, the human relation school and human resources perspective laid greater emphasis on social needs, like need for recognition and acceptance within the work place.