ABSTRACT
This research set out to analyze the
needs and preference of Nigerian employees with a view to determining how they
can be effectively motivated to perform optimally at work for the overall
benefit of their organizations and themselves. Various motivation theories
including Abraham Maslow’s Hierarchy of needs, Hertzberg’s Hygiene theory and
Alderfer’s famous ERG theory of motivation were reviewed. The population of the
study comprised of the entire staff of the Nigerian Bottling Company, 7up
Bottling Company, mainly in Enugu. Questionnaires were administered and the
data analyzed using simple percentage, while the chi-square statistic was used
to test the formulated hypotheses. The questionnaires dealt with the
motivational impact of salaries, fringe benefits, regular promotion, status
enhancement and job security among others. Remuneration was discovered to be a
key motivator irrespective of staff status within the organization. The study
revealed that an average Nigerian employee would be motivated by prospects of
promotion and motivated the more if promoted. Constant elevation at work based
on merit, backed up with financial rewards remains a valued preference of the
workers. Stagnation on a particular rank is abhorred by the employees. It is
recommended that further research should be conducted in the other locations
where soft drink industry is established in Nigeria.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF
THE STUDY
The survival of any organization in a period of plenty, scarcity and
turbulence depends on multifarious factors of which employee motivation is
paramount (Muo, 1999:16).
An organization can be seen as an entity and also a process of
co-ordinating individual effort to accomplish a common objective. It is a group
of people bound together to provide unity of action for one achievement of a
predetermined objective. According to Koontz (1988:40), to form an organization
and make it accomplish its goal, two broad components have to interact for goal
accomplishment. Of this two elements, human is no doubt the
Human beings are complex, rational and unpredictable and hence deserve
special attention while materials are inanimate. Humans are characteristically
unique, they posse’s personal aspirations and goals which most times are
antithetical with those of the organization he works. The various complexities
that could be either socio-biological or emotional tend to transform human
being into attitudes and behaviours that are generally cumbersome erratic and
unpredictable. These elements turn human being difficult to manage. Man is
however, considered as an organizations greatest assets because with out him
virtually nothing can take place. His importance ranges right from factory setting
up to the top management level where actual strategic planning, organizing,
directing and co-ordinating really takes place. The manager in an organization
has to create in a man the appropriate state of mind, emotional stability and
positive work attitude required for and favourable to the accomplishment of
organizational goals. He must strive to adequately motivate the staff to elicit
positive work attitude and perform it in compliance with pre-established
standards of the organization. To do this, he must recognize the need and
importance of effective motivation. It is only by so doing that productivity
coupled with financial benefits will be enhanced and returns on investment
worth while. This research examines the nature of the Nigeria employee with
According to Muo (1999:26), modern behaviour scientists are currently
investigating a myriad of organizational problems ranging from the impact of
equity on motivation to ways of enriching low-level assemblies of line work.
The quest to determine and investigate the reasons behind various work
attitudes such as increased labour turnover has made a lot of researchers delve
into its related impact on productivity. Motivation has been severally and
variously defined:
Swift (1981:30), views motivation as a drive to perform. It involves the
effort, willingness persistence and a person’s desires to perform. The effect
of motivation in any organization causes employees to be with or generally
satisfied or dissatisfied with their jobs. He went ahead to define motivation
as a label for determining choice to initiate effort, the choice to expand
certain amount of effort and the choice to persist in expanding efforts over a
period of time to achieve a given performance objective.
In a broader form (Muo, 1999:30) was of the view that fringe benefit must
have an objective in an organization whether legally imposed by state or
federal legislation or included in the contract of employment or constituted by
management wish....
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