The purpose of this study was to investigate the impact of
Human motivation and Workers productivity of employees
with the Beta Glass Factory PLC, Ughelli, Delta State of
Nigeria. The main idea was to profile factors that
contribute majorly to human motivation in relation to
workers productivity. The rationale for the study was
simply an observation that some employees seems better
adjusted and happy at work and able to adapt well with
the requirements of the working environment while some
do not. Another observation is that management seems not
to be aware or deliberately sidelined those things that
motivate their subordinates and to strategically utilize
these motivation instrument, to maintain high level of
commitment, performance and productivity. The target
sample was all employees in the various departments /
units of Beta Glass Factory Plc, Ughelli
The profile of the respondents included a variety of ages,
gender, races, educational backgrounds, different work
locations, different marital statuses, senior and junior
employees. Data was collected using questionnaire that
was randomly distributed at the company’s work
environment. The major findings of this investigation was
that reward caused 65.5% motivation. Reward,
recognition and adequate training causes 83.3%
motivation while satisfaction, caused 100% motivation
These results reflect the work attitudes of employees at the
time of this research
TABLE OF CONTENT
Title Page i
Table of content vi
1.0 Background to the Study 1
1.1 Statement of the Problem 2
1.2 Objectives of the Study 3
1.3 Scope of the Study 3
1.4 Hypothesis of the Study 4
1.5 Significance of the Study 5
1.6 Limitation of terms and Concept 5
1.7 Definition of Terms 6
2.1 Introduction 7
2.2 Basic Assumption about Motivation and Motivating 9
2.3 Contemporary Theories on Motivation 11
2.4 Basic Content Theories 14
2.5 Motivation: From Concept, To Application of Employee
3.1 Source of Data 82
3.2 Method of Data Collection 82
3.3 Population of the Study 84
3.4 Instrument 85
3.5 Validity and Reliability of the Measuring Instrument 85
3.6 Sample Techniques 86
4.1 Descriptive Analysis of Beta Glass 87
4.2 Presentation of Data 89
4.3 Respondent from Questionnaires Administered 92
4.4 Testing of Hypothesis 99
5.1 Summary of Findings 109
5.2 Conclusion 110
5.3 Recommendation 110
1.0 BACKGROUND OF RESEARCH PROBLEM:
The theories of motivation constitute one of the streams of the plethora of
management theories that explain the behavior of employees at work
This is because what motivates one person is quite different from what
The importance of motivation in the success of any organization in terms
of the attainment of set organizational goal, be it in the area of
productivity, profit margin, market share, efficiency, customer satisfaction,
value of stock etc is universally acknowledged in the business world.
Hence motivation has became “one of the most frequently researched
topics in organizational behaviour (OB)” as Robbins (2005: 107)
observed. The situation, Robbins noted is due to the discovery that 55% of
workers in the United State “have no enthusiasm for their work”.
Nevertheless, the application of the emergent motivation theories and their
impact on the success of business organization has been a subject of
immense debate amongst management science scholars. This not
withstanding, the truism that an organization can only be as productively
successful as its work force is correspondingly motivating other variables
in the production process such as technology, quality of workers,
environment being equally recognized, becomes very important with
respect to the case under study – Beta Glass Plc Ughelli, Delta State.
1.1 STATEMENT OF THE PROBLEM:
It was observed that some workers are not happy with their work.
Furthermore, there are many and varied reasons why management are
continually under distress in organization. Resources, human and
material, technology are but a few issues confronting managers daily.
More importantly, the human aspect has questions that have perplexed
and fascinated managers for a long time. These questions include but not
What makes some employees perform better than others
What makes some employees seem better satisfied in their jobs
How can we improve the motivation and overall productivity of
These are indeed teething questions and constraints that plague
It is a fact that the level of employee motivation affects morale,
performance and overall production
1.2 OBJECTIVES OF THE STUDY:
It is a common postulation that the productivity of workers is in no small
measure associated with the nature and extent of the motivation
programmes developed and implemented for the benefit of the workers by
the organization. A motivated worker is therefore more likely to evolve and
demonstrate the highest level of commitment, dedication to duty and
organizational loyalty into the work process. Therefore, in investigating the
impact of the application of the theories of motivation on the productivity of
worker with Beta Glass Plc Ughelli as case study, the study seeks to
achieve the underlisted objectives.
i. Examine the concept of motivation
ii. Review the theories of motivation
iii. Examine the impact of application of programmes of motivation on
the productivity of workers, particularly in the areas of initiative and
commitment, productivity and contribution of conditional effort.
1.3 SCOPE OF THE STUDY:
The study seeks to investigate the impact of the application of the theories
of motivation on workers productivity in business organization. The
particular focus of the study is Beta Glass Plc Ughelli. Effort shall be made
to clarify the concept of motivation, examination of the relationship
between motivation and initiative and commitment of workers productivity,
attendance and level at which workers willingly put in extra effort in the
1.4 HYPOTHESIS OF THE STUDY:
In order to achieve the set objectives of the study which is on the impact of
the application of the theories of motivation and the productivity of workers
in Beta Glass Plc Ughelli, the following hypothesis shall be tested to
provide empirical basic for the conclusion to be to be adopted.
Ho: There is no significant relationship between motivation and employee
productivity in Beta Glass Plc.
Hi: There is significant relationship between motivation and employee
productivity in Beta Glass Plc.
Ho: There is no significant relationship between employee motivation and
organization performance in Beta Glass Plc.
Hi: There is significant relationship between employee motivation and
organizational performance in Beta Glass Plc
Ho: There is no significant relationship between motivational and
employee job satisfaction in Beta Glass Plc.
Hi: There is significant relationship between motivation and job
satisfaction in Beta Glass Plc.
1.5SIGNIFICANCE OF THE STUDY:
Management science literature is replete with several theories of
motivation. However, most of the theories were developed in different
social – economic and cultural environment of industrial Europe and
Several of these theories are yet to be tested in Africa and Nigeria
environment. Therefore, there is the need to conduct a related study with
these theoretical postulations in the Nigeria environment, specifically, this
study will bridge the knowledge gap which is created as result of the
environmental difference in the sources of the theories of motivation and
the location where these theories are practiced.
The study will also provide invaluable data by decision makers and
industrial relations practitioners on the impact of application of the theories
of motivation and workers productivity.
1.6 LIMITATIONS OF THE STUDY:
The study of the impact of the application of motivation theories on the
productivity in Beta Glass Plc Ughelli is limited by certain factors outside
the control of the researchers.
First, is the environment of the case study Beta Glass Plc Ughelli, which
made data collection difficult due to stringent control placed on workers
over the dissemination of information. This severally affected the state of
questionnaire returns. Secondly, it has to be appreciated that several
factors interact to influence the workers productivity, motivation being only
one of them. Some other factors are the personality of the individual
workers, the cultural environment and the value system, industrial laws
and industrial relations practice.
1.7 DEFINITION OF TERMS:
1. MOTIVATION: Motivation is that which causes an individual to change
his or her behaviour in a directed end. Motivation could equally be define
as that which causes an individual to forget his or her interest and to
pursue the interest of an organization.
2. PRODUCTIVITY: Measure of how well an operation system function
and an indicator of the efficiency and competitiveness of a single firm or
3. IMPACT: The impression made by a person, thing or idea
4. THEORY: An organized body of ideas as to the truth of something,
usually derived from the study of a number of facts relating to it, but
sometimes entirely a result of exercising the speculating imagination.
Knowledge of science or art derived from such study and speculation. A
general body of assumptions and principles.
5. APPLICATION: The act of applying. A turning to practical use
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