TABLE OF CONTENTS
Abstract
CHAPTER ONE
1.0 Introduction
1.1 Background of Study
1.2 Statement of Problems
1.3 Research Objectives
1.4 Research Question
1.5 Research Hypothesis
1.6 Scope of Study
1.7 Significance of study
1.8 Limitation of study
1.9 Definition of terms
CHAPTER TWO
2.0 Literature Review
CHAPTER THREE
3.0 Research methodology
3.1 Research Design
3.2 Population of study
3.3 Sampling Design and Procedure
3.4 Data Collection Instrument
3.5 Administration of Data Collection Instrument
3.6 Methods of data analysis
CHAPTER FOUR
4.0 Data Presentation and Analysis
4.1 Data Presentation
4.2 Test of Hypothesis
CHAPTER FIVE
5.0 Summary, Conclusion and Recommendation
5.1 Summary
5.2 Conclusion
5.3 Recommendation
References
Questionnaire
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND TO THE STUDY
In all organizations, whether they operate in the private or public sector, there is an increasing awareness that employees are the most important asset towards the achievement of organizational effectiveness. In this regard, organizations are concerned with how to motivate workers, make them committed and ensure their job satisfaction in order to accomplish organizational goals.
Motivation means “to move” and it is derived from the Latin word mover. It is “the state of an individual’s perspective which represents the strength of his/her propensity to exert toward some particular behaviour”.
Gibso (1980) motivation is an internal force which stimulates, regulates and upholds a person’s more important actions. Its existence and nature is deduced from observation and experience of behaviour. By using motivation as a tool, a manager can effectively blend organization and individual goals.
Terry and Franklin (1987) explained motivation as “the need or drive within an individual that drives him/her towards goal – oriented action. Appleby (1981) defined motivation as the way urges, aspiration, drives and needs human beings direct, control and explain their behaviours.
Motivation and job satisfaction are management principles used by managers in influencing their subordinates in order to be productive in their performances.
While job satisfaction on the other hand, refers to a feeling of contentment experienced by someone whose performance has been recognized through performance appraisal as commensurate with what is expected of him. Therefore, if an employee is well motivated by recognizing his/her performances the employee will derive job satisfaction.
Scientific management assumes that an employee is an emotional being and emphasizes the importance of encouraging cohesive work groups in which each worker has a sense of belonging. It is recognized that people possess.
(i) Potential for Development
(ii) Capacity for assuming responsibility
(iii) Readiness to direct behaviour towards organizational goals
It is therefore, the basic function of a manager to create an environment which helps people recognize and develop these human characteristics through motivation. A manager is required to comprehend human behaviour in order to utilize motivation as an instrument to increase organizational productivity.
Motivation is a general term applying to the entire class of drives, desires, needs, wishes and similar forces. To say that management or managers motivate their subordinates is to say they do things which they hope satisfy those drives, desires and induce the subordinates to act in a desired manner.
Also, it is the responsibility of the manager to provide an environment conducive to performance, but staff motivation is the responsibility of the individual themselves (Weihrich and Koont, 2003).
Individual behaviour is determined by what motivates him. Their performance is a product of both ability level and motivation, so if the managers must achieve the goals and objectives of his organization satisfactorily he has to motivate his subordinates, and also he must attempt to know the needs and expectations of his subordinates if he is to influence their behaviours and performance at work.
According to (Rebis Likert (1967) every aspect of organization activities is determined by the competence. Motivation and the general effectiveness of its organization, of all the task of management, managing the human component is the central and most important task because all depends on how well it is done.
The logical reasoning from the above therefore, is that the employees of the organization must be taken care of in a way as to ensure that they give their best to the realization of accepted goals.
1.2 STATEMENT OF THE PROBLEMS
The statement in this study is to find out or establish a fact whether the employees or workers in the ministry of finance, Asaba, Delta State are well motivated, whether they are satisfied or dissatisfied with their job.
Thus, the challenge of management including ministry of finance, Asaba is how to ensure the employees better commitment. The problem of how to motivate employees or workers towards commitment and job satisfaction remains a management task which this study set out to undertake.
1.3 PURPOSE OF THE STUDY
The purpose of the study is focused on the effect of motivation on job satisfaction in the ministry of finance, Asaba. Other objectives include the following:
(i) To identify whether workers are properly motivated in ensuring greater productivity and job satisfaction
(ii) To offer comprehensively, the meaning of motivation and its disability in accomplishing task effectively and satisfactorily.
(iii) To determine the need for motivation and various ways of motivating employees.
(iv) To determine the impact of motivation on workers moral and output
(v) To ascertain the emphasis on rewarding employees for better performance.
1.4 RESEARCH QUESTIONS
The research questions for this study include:
1. Are workers properly motivated in order to ensure productivity and job satisfaction
2. Does motivation have impact on workers moral and output?.
3. Does your ministry emphasis much on rewarding employee for excellent job performance.
4. Dose present salary motivate staff towards achieving organizational goals
1.5 RESEARCH HYPOTHESIS
The following are mapped out for the study:
(i) Ho: Dose your Ministry emphasize much on rewarding employees for excellent o performance
(ii) Ho: Dose your Ministry emphasize much on rewarding employees for excellent job performance,
1.6 METHODOLOGY
The study shall be a sample survey. The data will be largely the primary types and the main source shall be the selected respondents through the questionnaires. The study shall be restricted to ministry of finance, Asaba.
The respondents shall include both senior and junior staff of ministry of finance. A stratified sampling procedure will be used in selecting the sample for the study.
1.7 SIGNIFICANCE OF THE STUDY
The significance of the study is to look at motivation and job satisfaction of the employees through the various stakeholders like staff, management, training etc.
In view of this fact, the primary interest of management and staff of the ministry of finance, Asaba is to place much emphasis or regards on its employees as its greatest asset and in respect of this, take adequate care of its workers.
1.8 SCOPE OF THE STUDY
The study is carried out in the ministry of finance, Asaba.
The staff of the ministry in the various departments are used.
1.9 LIMITATION OF THE STUDY
In the course of this research work, there were some constraints. some of the members of the staff approached were skeptical about the exercise because most of them give different meaning to the questions asked. Also, money and lack of adequate time is another constraint in this study.
1.10 DEFINITION OF TERMS
Management
This is the process of planning, organizing Directing, controlling and co-ordinating man, materials, machine and money for the purpose of optimum achievement in an organization. However, for the purpose of this study, management is referred to as a group of people that is, the executive organ of the company, responsible for carrying the above function.
Job Satisfaction
It is that which induces a positive action on the part of the employee
DEFINITION OF THE TERM
Motivation
Some scholars see motivation as an inner state that energizes, activates, moves and direct or channels behaviour towards achieving Organizational goals. It is the willingness to extend energy towards achieving a goal or rewards.
This is the way of influencing, stimulating a person to take action that will accomplish desired goal.