IMPACT ASSESSMENT OF EMPLOYEE MOTIVATION ON WORKERS PERFORMANCE (A STUDY OF NIGERIA COMMUNICATIONS COMMISSION, ABUJA, NIGERIA)


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TABLE OF CONTENT

Title Page
Abstract

CHAPTER ONE
INTRODUCTION
1.1       Background to the Study
1.2       Statement of the Problem
1.3       Research Questions
1.4       Objectives of the Study
1.5       Hypotheses
1.6       Significance of the Study
1.7       Scope and Limitations
1.8       Definition of Concepts

CHAPTER TWO
LITERATURE REVIEW AND THEORETICAL FRAMEWORK
2.1       Introduction
2.2       Review of Related Literature
2.2.1 Meaning of Motivation
2.2.2 Role of Motivation in the Organisation
2.2.3 Employee Performance
2.2.4 Relationship between Motivation and Performance
2.2.5 Motivation and Workers Performance in the Nigerian Public Sector
2.2.6 Theories of Motivation
2.3       Theoretical Framework

CHAPTER THREE
METHODOLOGY
3.1       Introduction
3.2       Research Design
3.3       Sources of Data
3.4       Population of the Study
3.5       Sampling Techniques/Sample Size
3.6       Method of Data Presentation and Analysis
3.7       Brief History of Nigeria Communications Commission (NCC)

CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1       Data Presentation
4.2       Data Analysis
4.3       Test of Hypotheses
4.4       Major Findings

CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1       Summary
5.2       Conclusion
5.3       Recommendations
            Bibliography
            Appendix



ABSTRACT

This study assessed the impact of employee motivation on workers performance in Nigeria Communications Commission. The objectives of the study were to examine the relationship between training and increased competence for staff of Nigeria Communications Commission, examine the relationship between financial incentives and work habits for staff of Nigeria Communications Commission and determine the effects of recognition on successful completion of task. The survey research design was used as the methodology. The sample size of the study consisted of one hundred (100) respondents representing 64% of the population of the study. Data for the study were obtained with the aid of self designed questionnaires. Simple percentage was used in the analyses of data obtained. The hypotheses were tested with the aid of chi – square (x2) statistic. The results obtained revealed that there is a significant relationship between training and increased competence for staff of Nigeria Communications Commission, there is a significant relationship between financial incentives and work habit for staff of Nigeria Communications Commission and recognition of employee performance helps to induce greater performance. In line with these findings, it was recommended that the Nigeria Communications Commission should expand its training programmes and career development opportunities to enable the workers acquire greater skills and perform more effectively, financial incentives should be provided to the staff of Nigeria Communications Commission on regular basis to enhance positive work behaviour and better performance and the management of the Nigeria Communications Commission should always ensure the recognition of good performance through praises, appreciation letters, merit awards and other means to boost the morale of staff and enhance performance.




CHAPTER ONE

INTRODUCTION

1.1       Background to the Study

Human resource is the livewire of any organization. Its effective

management is therefore very crucial and central in the achievement of organizational objective. One of the important responsibilities of every organization is making great use of every facility in disposal in order to gain the planned purposes and meanwhile the human resources play an important role (Schll, 2006). In today's competitive world, human resources guarantee the maintenance and survival every organization (Honari, 2006).

Managers fulfil their organizational goals through the work of employees. Thus, managers need to have highly efficient and productive staff members. Although many factors contribute to productivity, job performance is viewed to be the most influential one. Job performance itself is a function of four variables: ability, understanding of the task, environment, and motivation (Mitchell, 2008). Accordingly, in order to perform well employees need to have the knowledge and tools that are required for the job as well as the will to do what is required from them. Over the years the Nigerian public sector has continued to render poor quality services to the citizens mainly as a result of low performance of workers in the sector. Poor performance in the Nigeria public sector.....

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