ABSTRACT
The
study examined employees’ motivation and workers productivity in Nigerian
manufacturing industries. The broad objective of this study id to find out the
factors that motivate employees in Nigerian Bottling Company LLC and Seven Up
Bottling Company LLC. The study adopted the survey research technique. Nine
hundred and forty-nine staff of these companies located in Edo State constitute
the study population. The sample size was made up of five hundred and twelve
staff. Questionnaire design was distributed to them and the data elicited was
analyzed using inferential statistics. The findings among others, revealed that
employees’ motivation is an indispensable factor in enhancing workers
productivity in the manufacturing industry. Hence, there should be more
motivational techniques employed by these organizations. These techniques may
include effective internal communication channel, involving employees in some
decision making process, job enrichment, delegation of authority, etc.
CHAPTER
ONE
INTRODUCTION
1.1
Background
of the Study
Employee motivation is a major
factor in the success or failure for any organization without a motivated work
force, productivity, morale, profit, product, and service delivery suffer. The
best way to ensure employee commitment and loyalty is to empower, motivate, and
involve them in decision making of the day-to-day functioning of the
organization. Effective motivation can be instrumental in increasing
productivity.
According to Farhad et al (2011),
motivation is a procedure that initiate through a physiological or
psychological want that stimulates, a performance that is intended at an
objectives. It is the concluding product of interface among behaviourand
organizational distinctiveness. It symbolizes those psychological producers
that foundations the stimulation route, and determination of deliberate actions
that are target oriented.
Kalimullah et al (2010) noted that motivation
formulate an organization more successful because provoked employees are
constantly looking for improved practices to do a work, so it is essential for organization to persuade
motivation of their employees to boost performance toward accomplishing some
definite targets.
Employees are the backbone of any
organization, they are the most valuable asset of the organization and
motivating them is very important for maintaining strong bond between the
employers and employees. A manager cannot do the job without knowing what
motivate people; the building of motivating factors into roles in the
organization, the staffing of these roles, and the entire process of leading
people must be built on knowledge of motivation. Koontz et al (2006).
Motivation is the catalyst that
spurs employee’s eagerness to work without pressure. It is a psychological
process that makes people move willingly towards a goal. To motivate is to
provide employees with a motive to do some task. It is to cause or provoke
somebody to act either positively or negatively. It has been used by effective managers to
prompt ordinary people to achieve uncommon result in all field of
endeavourNwachukwu (2009).
According to Shadare et al (2009)
employee motivation is one of the policies of managers to increase effectual
job management amongst employees in organization. Chowdhury (2007) described
motivation as an internal strength that drives individuals to pull off personal
and organizational goals.
Motivation
is therefore very important to increase higher performance and productivity.
Performance is the extent that organizational goals have been achieved. For the
organization to achieve this, it has to take stock from time to time to
determine the exposure and experience level of staff in order to determine
their potentials. To understand motivation, understanding human nature is very
important.
1.2
Statement
of Research Problem
Employee
motivation and productivity has been focus of intensive research effort in
recent times. How well an organization motivates its workers in order to
achieve their mission and vision is of paramount concern. Employee in both
public and private sector organization are becoming increasingly away that
motivation increase productivity. Kalbuurgi et al (2010).
Most
organization have to struggle with the problem of low performance and
productivity, as a result of stagnation at work place, uncondusive working
environment, lack of professional training, rigid schedule, unpunctual and
frequent absenteeism, and poor attitude to work, such laziness, rudeness,
personal problems, pay decreases and lack of motivation among workers. This
situation has been perceived in the product of the working environment, both in
the public and private sector. It is believed that people are frustrated
because there are no incentives and promotions by those at the top management.
It has also led to antagonism between management of organization and their
union in the private sector, which has led to dispute and strike as the case
may be. Even with the wage review, fringe benefits, and incentives such as;
housing, car loan and other allowances, workers are still dissatisfied.
It
is very important that steps are taken to find out what people need, what
inspired them and what motivates them to higher performance and productivity
Nwachukwu (2009).
1.3
Research
Questions
This research attempts to answer
the following questions:
i.
What is the impact of monetary
incentives on employees’ motivation?
ii.
What is the pattern of responses of
employees to the motivational techniques employed
by organizations?
iii.
How does job security help to motivate
employees in improving their level of
productivity?
iv.
Does employees’ welfare have any impact
on motivation and productivity?
1.4
Objective
of the study
The broad objective of this study
is to find out the factors that motivate employees in Nigeria Bottling Company
Plc. However, the specific objectives of the study include:
i.
To examine the impact of monetary
incentives on employees’ motivation.
ii.
To ascertain the pattern of response of
employees to the motivational techniques
employed by organizations.
iii.
To find out how job security help to
motivate employees in improving their level of
productivity.
iv.
To understand the impact of employees’
welfare on motivation and productivity.
1.5
Hypothesis
However, to achieve the objective
of this paper, the following hypotheses were tested:
Ho1- There
is no significant relationship between monetary incentives and employees’
motivation.
Ho2- There
is no significant relationship between pattern of response of employees and
motivational techniques employed by organizations.
Ho3-There is
no significant relationship between job security and employees’ productivity.
Ho4- There
is no significant relationship between employees’ welfare and productivity.
1.6
Significance
of the Study
The
importance of this study cannot be over emphasized. It will be based on the
examination of the motivational practice in Nigeria bottling company limited
plc, Edo state and to know the extent to which it is being carried out, the
effect on the workers, the organization and the country at large.
It
is hoped that the findings of this study will help in formulating industrial
relation policies in Nigeria. More so, it will help organization to maintain a
high level of productivity and overcome obstacles or challenges to improve
performance of employees.
This
study is further as it will help managers and leaders in our society to
identify the factors that they need to rely on in order to successfully
motivate their employees to perform at their optimum.
It
will also acquaint the various managers and different categories of employees
on the need to embrace motivation which will go a long way in enhancing higher
productivity. Yet students in the field of administration will find it
educative, interesting and challenging in that, the various ways to increase
employee motivation to understand the fundamentals that are required in terms
of actually motivating and employee.
This
study would be of invaluable assistance to future researchers interested in
similar studies of the insight generated in this discourse and hence will help
interested researchers and administrators to generate facts that will be useful
to management and behavioural scientist who wish to know how employee in
beverage industries are motivated to improve their performance.
1.7
Scope
of the study
The scope of this study was limited
to Nigerian Bottling Company PLC and 7Up Bottling Company Limited PLC,
respectively located in Benin City. It covers the aspect of motivation in
persuading, stimulating, and improving an imploring an employee to act in a manner
which fulfills the objectives of the organization.
1.8
Limitation
of the study
This
researcher in the course of this study encountered lots of problems. There was
the problem of collection of data which almost which almost conflicted with the
researcher other engagements.
Another
problem is respondent apathy. Some respondent with hold information and did not
give complete accurate information. This is termed the unwillingness to
disclose organization strategy There was the problem of getting responses from
staffs, especially the management staffs, marketing staffs who most times of
visits are not around. Further to this, is the problem of some staff that the
questionnaires were distributed to but have fear of divulging information about
the organization . The unresponsive nature of the establishment, information
sources and inadequate materials, textbooks and other materials from close
sources was another constraint.
1.9 Corporate
Profile:
1.9.1 Nigerian Bottling Company Plc. (NBC)
The
Nigerian Bottling Company Plc. (NBC) was incorporated in November 1951, as a
subsidiary of the A.G. Leventis Group with the franchise to bottle and sell
Coca-Cola products in Nigeria. From a humble beginning as a family business,
the company has grown to become a predominant bottler of non-alcoholic
beverages in Nigeria, responsible for the manufacture and sale of over 33
different Coca-Cola brands. Other popular brands of beverage produced by the
company are Eva Water, Five Alive fruit juice and the newly introduced Burn
energy drink. It became a public company in 1972 with its shares
listed in the Nigerian Stock Exchange. The company presently has 13 bottling facilities and over 80
distribution warehouses located across the country. Since production started,
NBC Plc. has remained the largest bottler of non-alcoholic beverages in the
country in terms of sales volume, with about 1.8 billion bottles sold per year,
making it the second largest market in Africa. Today, the company is part of
the Coca-Cola Hellenic Bottling company (CCHBC), one of Coca-Cola Company’s
largest anchor bottlers worldwide. CCHBC operates in 28 countries, serving 540
million consumers and selling over 1.3 billion unit cases of beverage annually.
The company is governed by a stable nine member board of directors comprising
of very prominent individual who have excelled in different fields of endeavor
within and outside Nigeria. The Board is headed by Ambassador Olusegun Apata
while the management team is led by Mr. Ronald Ebelt, an expatriate
professional. NBC generates its own power and is self-sufficient
in carbon dioxide and water production. It has 16 bottling facilities around
the country, and it uses 82 distribution warehouses and 200,000 distribution
outlets. The company's head office is on the Lagos mainland at Ebute-Metta NBC
employs over 7,000 people, making it the largest employer in the non-oil
private sector in Nigeria.
Nigerian
bottling company is located in lkpoba-Okha Local Government Area of Edo State
with head quarter at Idogbo. The company was built in 2000 and commissioned in
2001. It currently has staff strength of 535 workers (including
casuals). The breakdown of staff includes 305 permanent staff made up of
39 management staff, 76 senior staff and 190 junior staff. However the casual
number of staff is made up of a total of 230. The company does not entertain
the policy of contract staffing.
1.9.2 Seven-up Bottling Company PLC (7UP)
1.9.2 Seven-up Bottling Company PLC (7UP)
The
company was incorporated as private limited liability company on 25th June 1959
under the name Seven-Up Ltd. On 16th May, 1960, the name was changed to
Seven-Up Bottling Company Ltd. and in 1978 it became a Public Company. The name
Seven-Up Bottling Company was adopted 26th November, 1991 in compliance with
the provisions of the Companies and Allied Matters Act 1990.The Company engages
in the bottling and distribution of soft drinks which include the brands 7UP,
Mirinda, Pepsi, Teem, and Mountain Dew.The Nigerian head office is located
along MoshoodAbiola Way, Ijora, Apapa, Nigeria. The Company also has over 200
distribution centers also called Depots spread across Nigeria. It has a
workforce in the neighbourhood of 3,500 employees.
A
Lebanese Mohammed El-khalil who came to Nigeria for the very first time in 1926
founded the company. Mohammed is the father of the company's current chairman
Faysal El-Khalil. The company metamorphosed from a very successful transport
business [El-Khalil Transport] in a bid to diversify the then largest transport
company in the entire West of Africa. On October 1st 1960, the exact day our
great country Nigeria won her independents, Nigerians also experienced the
birth of a soft drink giant as the first bottle of 7Up rolled out from our
factory located in Ijora. Since then, our company continued to grow in the leap
and the bound. In the late 80s, we established two more plants in Ibadan and
Ikeja. In the early 1990s when Pepsi International took over 7Up international,
we again got great opportunities to introduce the Pepsi brand to the Nigeria
people. Currently, the company has its Headquarters in Beirut and has its
operational base in three African countries: Nigeria, Tanzania, and Ghana.
Seven Up Bottling Company was built in
1997. It is located in Ovia North East Local
Government Area of Edo State with headquarter at Okada. It currently has staff strength of 414
workers (including casuals). The breakdown of staff include 221 permanent staff made up of 30
management staff. 77 senior staff, and 114 junior staff. The casual number staffs made up of 193.
The company does not entertain the policy of contract staffing.
Government Area of Edo State with headquarter at Okada. It currently has staff strength of 414
workers (including casuals). The breakdown of staff include 221 permanent staff made up of 30
management staff. 77 senior staff, and 114 junior staff. The casual number staffs made up of 193.
The company does not entertain the policy of contract staffing.
1.10
Organization
of the Study
In
chapter one, examined the introductory aspect of the study. The following were
discussed in chapter one: the background of the study, the statement of the
problem, the objective of the study, the scope of the study, significance of
the study, limitation of the study, statement of hypothesis, organization of
study and operational definition. Chapter two focused on review of related
literature. In chapter three dealt with the study’s research methodology. In
Chapter Four, analysis of data presentation, analysis and interpretation were
examined. While the final chapter, that is chapter five, focused on the summary
of findings, conclusion as well as recommendations.
1.11
Operational
definition of terms
Employee:
This is a person who is paid to work for an organization or business firms
Extrinsic Reward: Refers to external
outcome granted to someone by another person or by organizational system such
as money, promotion, etc.
Motivation:
This is the process of arousing behaviour, sustaining behavoiur in progress and
channeling behaviour into a specific course of action.
Management:
This is the process of getting things done through people. It involves
planning, organizing, staffing, directing, coordinating, and controlling both
human and material resources for the purpose of achieving set goals.
Manager:
Is one who performs the function of management (planning, organizing, staffing,
etc) and occupies a formal position in an organization.
Organization:
This has to do with determination and provision of capital, material, equipment
and personnel that may be required in an enterprise in order to achieve the set
goals. Productivity: Productivity is the relationship between given amount of
output and the amount of input needed to produce it.
Department:
Any of the division or unit of a government, business, school or college and so
on Intrinsic Reward: Refers to motivation that is driven by the interest or
enjoyment in the task itself, and exits within the individual rather than
relying on any external pressure.
Behaviour:
Is the manner that someone, an animal, a plant, etc do things in a particular
way.
Satisfaction:
The good feeling that you have when you have achieve something that you wanted
to happen does happen
Safety:
It is the process of evaluating risks to workers’ safety and health from work
place hazards.
EmployeesWelfare:
It is broadly define to include compensation, working hours, lobour, insurance,
education, vacations, employment services and union organization
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