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1.1BACKGROUND TO THE STUDY
One of the most erratic of all available organizational resources is human. As a matter of fact, a major perplexing issue facing the Nigerian organization over the last few years is not that of retaining the workforce because they (the workers) want to leave voluntarily, rather, it is that of finding ways and means of retaining them because the opening environment makes it difficult to continue to keep employees beyond a certain maximum number.
Research reports has shown that employees motivation is essential in an organization as it is a key to a successful organization need for maintaining continuity and survival.
Motivating the staff leads to broaden their skills to meet the organizational demands. The need for achievement always results in a desire for employees to do extra effort to have something done better and have the desire for success.
Motivation creates a productive employee who save time and effort. Thus, the motivated employee volunteers to do more than what is expected and more successful achievement than others.
Such employee could be a good resource and a model to be followed by other staff and adds positive input to the work within the organization. Furthermore, it is not just the matter of how motivated the staff are, but also how prepared they are for the job. Good performance depends on whether the staff are able to do things or are willing to do things. The level of productivity depends on the level of motivation that stimulates someone to work and carryout necessary tasks to achieve the set goals.
Motivation is important in any workplace and it is personal and different for each employee. Motivation depends on different needs; different strategies will be created to satisfy these needs. The management have to learn to place the right person in the right place. A person should be given the role where they can use their skills and abilities and be concentrated towards the organization’s goals and personal goals. Misplacements can cause dissatisfaction, less motivation, less concentration that leads to turnover and shortage of staff, commitment of mistakes and loss to the organization.
Several need and motivation theories have been discussed in the study to clarify what might affect the motivation. So, without motivation nothing unique will ever happen that allows the organization to specialize with its production. Quoting Charles de Gaulle , he said : “In order to become good in anything, the only talent you need is motivation” …
Although there is general agreement among psychologists that man experiences a variety of needs, there is considerable disagreement as to what these needs are and their relative importance. There have been a number of attempts to present models of motivation which list a specific number of motivating needs, with the implication that these lists are all-inclusive and represent the total picture of needs. Unfortunately, each of these models has weaknesses and gaps, and we are still without a general theory of motivation.
All organisation are concerned with what should be done to achieve sustained high levels of performance through people. Consequently the subject of adequate motivation of workers as derived from the so many attempts made by management practitioner is to look for the best way to manage so as to accomplish an objective or mission with the least inputs of materials and human resources available.
A lot of theoretical concept, principles and techniques of management have evolved in response to these challenges. In general management authors have tended to view motivation as a key component of the managerial function of leading or directing. However, leading or leadership style, although an important factor in determining the attitude of employers toward assigned job responsibilities is not the only determinant, other managerial function such as planning, controlling, staffing and organizing also play a role.
In any serious and competitive society, workers are one of the tools for economic progress. Their welfare is taken into serious consideration because without a dedicated workforce an organization crumbles. The nations (Nigerian) reward system is probably the poorest in the entire globe were an average take home of the worker is put at $120 per month. Workers are used and abused harassed, treated, offended and discarded without any appreciation for their contribution to their organization and to the society at large.
It is therefore apparent that the issue of adequate motivation of worker has relevance in managerial function and activities that are aimed at directing the productive effort of the workforce toward achieving organizational objectives. Babalola (2006) quoting “Knotz et al (1980)”, holds that management strives to create and maintain an environment that is conducive to the performance of individuals who are working together in groups towards the accomplishment of pre-selected objective result in the conflict of goals between individuals and their groups.
Motivation is the key of a successful organization to maintain the continuity of the work in a powerful manner and help organizations to survive. Motivation is finding a need inside the employees and help to achieve it in a smooth process. Motivating the staff leads to broaden their skill to meet the organizational demands. Each manager should have the responsibility to work with the staff to find out their individual needs and put them side by side to the organization needs.
Dissatisfaction also, might work as guidance for the manager to explore the need of the staff and start with it to motivate them and attract them to do better performance. Motivation drives the human beings to reach their goals and organization goals through every challenge and constraint they face in their workplace; considering it as an advantage to go ahead in the direction they have put for themselves. The need of achievement always results in a desire to do extra effort to have something done better, and have the desire for success.
The management should motivate the employees to get things done through them without asking them what to do. Motivation creates a productive employee who saves time and effort. The motivated employee volunteers to do more than what is expected and more successful achievement than others. Such employee could be a good recourse and a model to be followed by other staff and adds positive input to the work within the organization.
In this project, the nursing organization was chosen because it is a sensitive career that affects patient’s life; if it is not given the important consideration that is supposed to be given. In an attempt to project the ideal enhanced employees productivity, it is therefore apposite for an organization to examine what type of motivation need to be put in place for their staff as every individual is unique and each desire of every individual differs.
1.2 STATEMENT OF THE PROBLEM
Nursing is a sensitive career that plays an important role in the society. It is a multi-skill career that should be rewarded because nurses are the eye of the health center staff about patient’s conditions. Nursing is associated with multiple health care professionals which increases the workload thereby conflicting demands, good discharge of duties, stresses,etc which may be the as a result of the following factors ;
a)Long working hours
c)Effect of night shift.
d)Workplace hazards and injuries
e)Lack of appreciation, e.t.c
The questions are often asked as to what workers in general and particular want from their employers. Can there be an end to the clamour for increases in wages? Why do workers work and what induces them to give in their best?
The aim of this research therefore is to find out from empirical studies whether workers, given the right incentives other than money can put in their best to contribute to the productivity and growth of the organizations to achieve the following objectives, amongst others: Reduce labour turnover, Increase workers productivity, Redesign and put in place appropriate labour laws and policies, eliminate or reduce industrial unrest, Improve management and staff relations, create a productivity culture in the organization.
1.3 RESEARCH QUESTION
In other to achieve the purpose of this work, the following questions were raised.
i.Is there any relationship between workers comfort and higher workers performance?
ii.Is there any relationship between motivational factors and higher productivity for experienced staff of State Hospital Ijebu-Ode?
iii.To what extent is the effect of motivation of employee’s productivity?
iv.Will monetary incentives and rewards exert a stronger influence on workers than any form of motivational incentive?
1.4 RESEARCH HYPOTHESES
I believe that work can be meaningful and satisfying to a given job incumbent only when the job elicits and stimulate his inner motivation. These views raise some research questions, which form the basis of the hypotheses for this study. The following hypotheses were formulated for testing : (Null and Alternate hypotheses)
H0 There is no significant relationship between motivational factors and higher productivity for experienced staff.
H1 There is significant relationship between motivational factors and higher productivity for experienced staff.
H0 There is no significant relationship between monetary reward only and workers satisfaction in the organization
H1 There is significant relationship between monetary reward only and workers satisfaction in the organization.
H0 There is no significant relationship between workers comfort and higher organizational productivity
H1 There is significant relationship between workers comfort and higher organizational productivity.
1.5OBJECTIVES OF THE STUDY
In this project, the primary objective is to assess the quality of performance in nurses and motivation process used with them, categorized the different types of motivation theories, emphasize how importance of the relationship between motivation and the performance, proffer answers to the question agitating the minds of management of the State General Hospital, as to what to do to adequately motivate her medical staff to contribute their quota to the organizations productivity.
This project also will look at the motivation from the perspective of the medical staff while seeking to validate the various models and theories of motivation by finding out from the “horse mouth” what really motivates the workers of today.
1.6SCOPE OF THE STUDY
The relationship between the organization and its staff is governed by what motivates them to work and the fulfillment they derive from it. However, this study is delimited to the senior and junior medical staff in the State General Hospital.
1.7SIGNIFICANCE OF THE STUDY
The findings from this study will help to highlight those areas where there are problems among the medical staff. It result will help to further highlight the likely problems of frustration and how motivation can be used to either reduce or eliminate the problems amongst the medical staff.
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