CHAPTER ONE: INTRODUCTION
1.1
BACKGROUND TO THE STUDY
There is probably no concept more important than
motivation, in the
study of employee’s
behavior organization. Amanagerin may many consider motivation as an inducement
(financial or otherwise) given to the employees to ginger them to work more. By
this measure, organization goals and objectives are achieved. On the other
hand, employees usually associate motivation with some monetary values.
Motivation is a
pervasive function that cuts across all aspect of employee’s development. It is
often organization. Management cannot operate in isolation of their employees because
they are human beings and not machines or tools which are utilize recklessly or
in a rough manner.
Human resources, both
in private or public sector are the most assets essential in any given
organization, hence must be handled with care. Motivation of the employee is
the areas management should concern in other to ensure the realization of the
planned goals and objective of their organization.
People go to work in
organization not for the sake of work itself but with the aim of achieving
their individual objective. It then follows that the key of motivation is the
satisfaction of needs. A worker will be motivated if he feels his organization
is helping him to satisfy needs to a reasonable extent.
In view of the fact
that needs are sophisticated in nature, there has been a growing importance to
understand these needs by some behavioral scientists. Thus, we have a lot of
motivational theories like those propounded by Abraham
Maslow, Vroom, Fredrick Herzberg to mention but a few.
The needs of people are
in a continuum; sometimes it could be intrinsic or extrinsic. depends individual
on the value he places on it at that time and most times it goes hand in hand
with societal values. So, different people would want and need different things
in different situation and at different times. (Drucker 1974:120)
In Nigerian, a critical
analysis of many enterprises would reveal that both the intrinsic and extrinsic
reward for work is neglected. This problem rears its ugly head mostly in public
institution like in Power Holding Company of Nigerian Enugu state.
In this age and time when every nation is striving
to be on top of others technologically, politically and economically, the
problem of motivation cannot be over emphasized and should not be trampled
under the fact ,
as the will
to do” is an
Management
is best understood from a resource base perspective. All organization use four
base kinds of inputs or resources from their environment, human, finance,
materials and information resources. Management is responsible for cobbling and
coordinating resources to achieve the organizational functions or activities,
planning and decision making, organizing, leading and controlling.
There is a range of
motivational techniques that can be used to improve productivity, reduce
workforce stress and increase self confidence. Some managers believe that they
can achieve result from teams by using coercing methods.
However these factors
can indeed produce result, the effect will probably be much more short term and
will mean that staffs are forces on achieving business objectives but rather on
simply keeping their jobs.
1.2
STATEMENT OF THE PROBLEM
The growth and
development of any economy cannot be meaningful and complete if the power
sector is not well footed in terms of productivity, growth and profitability.
Over the years, the
poor performance of the power sector in Nigeria has been a matter of concern
and debate among academics, writers, government officials and members of the
public. The reason for this trend as well as the apportionment of the blame has
formed the basis for a controversy. it is increasingly being realized by
workers, economists and
government as well as
customers that power sector lies in the negative attitude to work, lack of
dedication and indolence among employees. it has been observed that the
Nigerian employee lacks a feeling of responsibility to his job and pride in
doing his work well.
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