CHAPTER ONE
1.1 INTRODUCTION
Personal
constitutes one of the vital activities of every modern organization whether
commercial service or industrial.
It is
practiced in every organization whether two or more persons are involved in the
execution of a give table. It is totally, personnel management is concerned
with;
(i) Obtaining
developing and motivation the human resources require by an organization to
achieve its objective.
(ii) Developing
an organization structure and climate and evolving a management style which
will promote.
(iii) Cooperative
and commitment throughout the organization
(iv) Making the
best use of the skills andcapacities of all those employed by the organization.
(v) Ensuring
that the organization meets its social and legal responsibilities toward
employees and society with particular regard to the conditions of employment
and quality of working life provide them.
Personal management is therefore
concerned with what the organization needs to do about its key resources
people. The other resources being money and material while the latter are in
animate, it is the human resources that breaches into them. In order words,
through there resources used in organization to facilitate the attainment as
stated goals such as physical structure and raw materials but the human element
remain the most important element among the factor of production because it is
highly unpredictable. Is fact, of all the task of management, managing the
human component is the central and most important task because all else depends
upon how well it is done.
Personnel management is the whole
activities within an organization which is concerned with the acquisition and
development of the human resources needed for the achievement of the
organization goals. It involves planning for human resources needs finding and
hiring employees, training them motivating them to perform effectively on the
job finally returning them.
However, because of the importance of
human element in an organization adequate attention needs to be motivated by
many different kinds of needs.
People have basic needs for food,
clothing and shelter but they also need acceptance, recognition and
self-esteem. Each individual will experience these needs in different ways and
to varying degrees, in a work setting, motivation is what makes people want to
work. Employees and management need to understand what strengthens or weaken
even motivation on the job in other fulfill both organization and personal
goals.
In most industrial establishments, the desire to achieved
productivity is central to managerial objectives. This desires has in most
cases informed managerial decision to introduce a package of incentives in
order to boost workers morale. Consequently, researchers have over the years
looked into ways by which workers could best motivate to increase their effort.
According
to Likert (1953), “motivation is the core of management”. This explains why
most organization would expect their employees to have an conduct themselves in
such a way that effectiveness and a high level of productivity would be
achieved. To realize this objective, therefore the management of any
organization must identify those factors both is the employment situation and
in the psychology of the workers that best motivate workers and accordingly see
to the provision of such in order to boost productivity from empirical point of
view of the continued existence and functioning of an organization is effective
and efficient. This fact isaccentivated in Etzioni’s definition of what
constitutes organization effectiveness. According to him “Organization
effectiveness is the degree to which as organization realizedit’s goals
“consequently, efficiency is seen by him as the ‘amount of resources used to
produce a unit of output’ (Etizoni 1964). Most industrial establishment attempts
to put in place a network of incentive systems in order to realize managerial
objective of high leave of productivity. The experience of Gouldner (1954),
Hertzberg (1966) and Oloko (1974) amongst other.
In general,
industrial organizations periodically put in place some incentives to boast
workers morale and also check large scale labour turnover, some of these
incentives border on increased in salaries and wages the most important factor
that encourages workers to put forth.
According
to Smith passives that where the level of wages in high and very generous
workers would be encouraged to increase their supply of labour irrespective of
any adverse consequences such as increased performance might have on their
health. This classical economic structure was over the year informed management
decision to use a network of productivity of labour.
1.2 OBJECTIVE
OF THE STUDY
The study seeks to find out the following
i. To find out
history of Ilorin East local government area of .
ii. To find out
the various types of motivational techniques available for the employees in
Ilorin East local government Area of Kwara State.
iii. To find out
the adequacy on inadequacy of motivational techniques in Ilorin East local
government.
iv. To suggest
ways of enhancing workers performance throughmotivaton.
1.3 SCOPE AND
LIMITATION OF THE STUDY
The
study is design to cover the impact of motivation on workers performance in an
organization especially in Ilorin East local government Area in .
However, the study is limited by several constrains.
1.4 SIGNIFICANCE
OF THE STUDY
This
is importance of the study is to know the effect of motivation as a tools for
enhancing productivity so that they can perform their function effectively.
Also, to discover the extent to which economics rewards influence employees
commitments of
and to enable the
employee to see reason for various, incentives receive in Ilorin East Local
government Area of Kwara State.
1.5 OPERATIONAL
DEFINITION OF TERMS
Employees: Refers
to those who are employed for ages “or” salary. How every, for the, purpose of
this research employee are those that receive instrument from the management.
Motivation: Herms
Weihrich and Harold Knoot (1994) motivation is a general terms applying to the
entire class of drives, desires, wishes and similar forces. However, it is a
set of forces that cause people to behave in a particular way.
Productivity: This
is efficiency and the rate at which good and services produced.
1.6 ORGANIZATON
OF THE STUDY
This
study is divided into five chapters. The (first chapter) consists of
introduction of the study, objective of the study, as well as operational
definition of terms used.
Chapter
“Two” consist of literature review and this following we considered explanation
on conceptual meaning of motivation, theories of motivation reward,
understanding the subordinate goals, effectives communication and the sampling
techniques as well as procedure for data collection.
Chapter
“four” is mainly on analysis of data and interpretation of such data historical
background of Ilorin East Local Government Area of Kwara State.
The “last
chapter” focused on the summary and conclusion of finding, recommendation of
the research work and bibliography.
REFERENCES
Barry, L.R. & Ronda, B. (1999): Effective Human
Relations to Organization, forth ed. :
Houghton Mifflin Company.
Ibrahim, Y. (2004); writing on organization structure and
behaviours. Volume II Ilorin Olad.
Shaiye, A. (1997): Personal Management an unpublished
paper.
Shaiye, A. (1999): The Nerves of Public Administration ; Data Press ltd.
Salman, A.K (2002):
An introduction of personnel management, Ilorin Olad.