This research work is centered on the effect of motivation as a means of increasing workers productivity with emphasis on Ibeto group of company Nnewi. The population of the study comprised one hundred and thirty (130) staff of the organization. The sample for the study was 110 out of 130 staff. The sample for the study was drawn using simple random, sampling the study. The researcher also collected data through primary and secondary sources using well structured questionnaire and personal interview, which he administered to the respondent. The responses to these question were analysed with the use of simple percentage. My findings revealed that wages and salaries of workers are poor. There are no properly laid down policies for promoting workers. Also there are not enough accommodation and transport facilities for the workers. The research was concluded and the following recommendations were made. The workers should be paid equitable salaries and ways should be paid equitable salaries and wages based on their performance salaries and wages based on their equitable salaries and ways based on their performance and the prevalent economic conditions. The management should establish a promotional policy and training programmes such as on the job and on the job training. Finally, the researcher suggested that further work could be carried out on this benefits in manufacturing industries and how motivational factors can best suit the different categories of workers.
1.1. BACKGROUND OF STUDY
Motivation is the set of forces that cause people to choose certain behavior from amongst the many alternative open to them. An employee performance is typically influenced by motivation, ability and the work environment.
Motivation is important because of its intangible nature. A leader can influence his surbodinate only when they are convinced.
In conviction, a need based approach must be applied which focus on what motivates employee to choose certain behavior in discharging their duties. Such approaches are need hierarchies and the dual structure approach.
Motivation plus effort leads to performance which then leads to outcome said by Victor Vroom in his theory “Expectancy Theory”. According to this theory, there are three conditions to be met for individuals to exbibit motivated behavior, thus;
a. Effort to performance expectancy must be greater that zero
b. Performance to outcome expectancy must be greater that zero and
c. The sum of values for all relevant outcome must be greater that zero.
In other view Fredrick Taylor said that people have been engaging in employment for reasons other than money. He added that workers can be motivated if reward and penalties are attached to performance.
Modern economy depends on a large extent on motivation more than previous economics. Motivation itself has now become inseparable from modern production for good efficiency and effectiveness of organizational production and rendering of good services to the custom by the staff can only be possible with the aid of adequate motivation.
According to Okpala (Dec 1980), ‘motivation comes from intrinsic factors which influenced the workers to behave the way they do. The intrinsic source of motivation is the type of motivation that comes derides a sense of accomplishment and achievement from helping gain competitive advantage job that are interesting and challenging leads to intrinsic motivation for this type of work motivation result from performing the job itself.
The extrinsic motivation result as a worker acquires materials or social rewards to avoid punishment will work well and light, temperature and noise reduction, different salary scales, group standard leadership etc. all of this affect the employees performance.
Motivation will always need the timeless sensitivity and vision that effective relationship with human growth and individual demands. A legal and reductive assumption is that of working itself is well planned and efficient, motivation for what is being done should meaty and micely come along as well. Vigas (1977) noted that when workers feels a strong need for what they are doing and the programme is well planned and stimulating with adequate information feedback the easier the motivation to work increases industries and businesses are filled with well designed, efficient programmes that are not very motivated part of the problem is efficiency itself. Motivation takes people skills and time good strategy is an investment.
It pays dividends but often beyond the inherent structure true of the knowledge or skill they are performing, it means that managers have to plan taken for guaranted. (Johnson and Johnson, (1982) the time continuing model of motivation is an organizational and for planning. It is a systematic structure for introducing or applying motivational strategies throughout a working sequence (Sanders, 1981). Sanders described motivation as an organizational and motivation planning is designing and is essential part of it. He also stressed that the time continuum model of motivation help managers to programmatically combine a series of motivation strategies from the beginning to the work of project sequence so that a network of motivational influences is formulated.
A manager working with motivated workers finds instructions more successful achieves greater satisfaction and avoids burn out.
Out of the major quagmires confronting management is that of motivating workers to perform assigned tasks to most or surpass predetermined standards. The behavior the work force can either be beneficial or detrimental to an organization, hence the need for management to study and know how or which line of action to follow in every organization. There are groups which perform the same jobs and will be noticed that some of them perform better than others.