The supervision of people at work toward production is an important part of an organisational process, in order to recognize the critical significance of employees in an organisation is to recognise the effect of the human element.
Most organisations more often than not see their employees as the basis of superiority and productivity gain. The degree of effectiveness of an organisation is calculated through the strength of teamwork, motivation at work and fulfilment derived with the sphere of its influence. In order to make employee satisfied and committed to their work in the Nigerian industrial sector, there is need for a strong and effectual motivation at different level which enables them to enjoy their work and in turn leads to a favourable productivity.
However, this research work focus concentration on employee/workers because they are the heart of the industry and it's whole structure. The human resources facilitated with skills, experience, approach and intellect is the most important factor in production activities. This research work vitally evaluates workers approach and perception of the inspirational factors as well as the relationship between motivation and job satisfaction.
3.) PRELIMINARY REVIEW OF THE LITERATURE
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This review shall evaluate the following areas:
Brief history of the Nigerian manufacturing industries
Definition of terms
Benefits of job motivation, job satisfaction and productivity
Strategies off motivating workers
A BRIEF HISTORY.
The concept of work motivation, job satisfaction and productivity in the Nigerian manufacturing industry sector has to do with the universal believe that says the effectiveness and satisfaction of workers is determined by the intensity of the output of an organisation, taking into account the purpose of this study, which is basically to critically evaluate workers approach and perception of inspirational factor as well as job satisfaction towards productivity in the Nigerian manufacturing industries.
There is a universal believe that human beings are unsurprisingly lazy as far as work is concern and they are being forced to work in most state of affairs.
Aborisade and Obioha, (2009). The degree at which human resources are used efficiently depends on a quantity of factors among which are the skills which they acquire, their level of knowledge, how large amount they can derive from partaking in productive exercise and many numerous factors which performs significant roles in productive activities. No matter the nature of most organisations, they will always focus at achieving their corporate goals; which makes such industry to survive and the survival will definitely be of more importance to them. furthermore, the achievement of any organisation is frequently measured by the extent of its productivity. Even though, this can be said to be autonomous on the attitude and morale of the workers in form of their level of job satisfaction. Therefore, every firm or industry must not ignore any factor that contributes positively to the productivity of workers.
DEFINATION OF TERMS
The key words in this research work are work motivation, job satisfaction and productivity.
Motivation is essential psychology procedure that goes along with insight, personality, attitude and learning. Motivation is the management process of manipulating behaviour based on the knowledge of what makes people tick. Luthans (1998) declares that motivation is the process that stimulates, energizes, directs and sustains behaviours and performance, that is, it is the process that excites people to action and to attain a task wished for. To this effect, one of the ways of stimulating people is to employ effective motivation which makes member of staffs more satisfied with their job and in turn increase the level of productivity in such organisation.
Jobber, D. (2004).The concept of motivation lies in the correlation between needs, drives and goals. The fundamental process involves needs that set forces in motion (deprivation with direction) to achieve goals (anything that alleviates a need and reduces a drive).motives can be grouped into five categories according to Maslow.
Physiological: the fundamental of survival, e.g. hunger or thirst.
Safety: protection from the unpredictable happening in life.
Belongingness and love: striving to be accepted by those to whom we feel close, and to be an important person to them.
Always on Time
Marked to Standard
Esteem and status: strive to achieve a high standing relative to other people: a desire for prestige and a high reputation
Self-actualization: the desire for self-fulfilment in achieving what one is capable of for one's own sake.
Job satisfaction is depicted as an enjoyable emotional state which arises from the appraisal of one's job and also an emotional response to one's job.
Weiss (2002) argues that job satisfaction seems more of an attitude and it points out that researchers should evidently differentiate the purpose of cognitive assessment which affects beliefs and behaviours.
JOB SATISFACTION: is the outcome of workers perception of how well their job provides those things that are viewed as important.
Luthan (1998) says that there are three (3) important aspects to job satisfaction:
Job satisfaction can be perceived as an emotional reaction to a job circumstance, as such it can be seen, and it can only be inferred.
Job satisfaction is mostly determined by how well one's outcome is met or exceeds expectations. For instance, if workers in an organisation feels they are being treated in a good manner and being rewarded equitably, then the employees are likely to have optimistic attitude and behaviour towards their job and vice versa.
Job satisfaction represents numerous related attitudes which are more important characteristics of a job about which people have effective response.
Productivity is a measure of yield from a production process per unit of input, for example, labour productivity is typically measured as a ratio of output per labour-hour and input. Productivity is the amount of output produced relative to the amount of resources, that is, time and money that is invested into the production processes.
Jobber, D. (2004).Productivity is usually calculated or measured in terms of the level of value-added activities contributed per employee and/or per number of hours worked. By increasing productivity in terms of value- added that is contributed per employee or per hours of labour input, a firm can be expecting to enjoy an increase in profitability.
PRODUCTIVITY IN MANUFACTURING INDUSTRIES.
In particular, labour/workers productivity for industries involves taken into consideration the quality of labour, capital intensity, acquisition of technology, learning expensive and internal competition.
BENEFITS OF WORK MOTIVATION, JOB SATISFACTION AND PRODUCTIVITY IN THE MANUFACTURING SECTOR.
Work motivation, job satisfaction and productivity in the manufacturing sector leads to the following:
Increase profit margin
Responsibility(increased level of responsibility)
Sense of belonging
STRATEGIES OF MOTIVATING WORKERS
As a result of the need to motivate workers;
T he following are the strategies to motivate workers.
Salary, wages and situation of service: to use salaries as a motivator effectively, personnel managers must put into consideration the following four (4) major components, personal and special allowances and fringe and benefit such as holidays with pay, pension and so on.
Money: AKINTOYE (2000) asserts that money remains the most important motivational strategy.
Staff training: eminent productivity of an organisation strictly depends on the level of motivation and the effectiveness of the work force. One of the indispensable strategy for motivating workers is staff training.
Information Available and communication: availability of relevant information arouses motivation on its own.
3.) RESEARCH QUESTIONS AND OBJECTIVES.
The following are the research question:
What are the relationship between work motivation, job satisfaction and productivity of the manufacturing industries?
What are the differences between work motivations of senior staffs and junior staffs?
Will there be differences in productivity in the manufacturing industry based on their year of experience?
What are the effect of job satisfaction between the different levels in the in the Nigerian manufacturing sector?
What are the strategies of motivating workers?
OBJECTIVES THE STUDY.
The General objective of this study is to critically analyse the effect of work motivation, job satisfaction on industrial productivity in the Nigerian manufacturing sector.
In order to meet the general objectives, this study will focus on the following specific objectives:
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To critically identify and investigate the factors that motivates workers within the Nigerian manufacturing industry.
To evaluate the relationship between work motivation, job satisfaction and productivity in the manufacturing industry.
To explore the connections between workers attitude and their perception of the motivational factor in the work place
To determine how workers low motivation affects their job satisfaction and productivity
To recommend a way of enhancing job motivation with a view of developing a performance improvement model that will yield impacts on workers' productivity.
LOCATION OF THE STUDY
DATA COLLECTION METHOD
For the purpose of this research, this research will adopt both qualitative and quantitative method of data collection using survey method of both interview and questionnaires to examine workers attitude and perception in the Nigerian manufacturing industry using one of the leading manufacturing firm in Nigeria; Vita foam Nigeria PLC as its case study. The proposed research will make use of the questionnaires for the low level employees in the industry while interviews will be conducted for the top official and directors of the firm. Based on this research plan, series of questions will be asked in order to achieve the main aims and objectives of the study.
LOCATION OF THE STUDY
This study will be carried out within Lagos metropolis of Nigeria.
Data collected from the field will be used to meet the researchers aim and objectives and answer the researcher's questions at the same time. Data's and information's from the respondent through the use of interview will be transcribe, synthesized and arranged in order to meet the aim of the study, data's gathered from the questionnaire will be analysed using statistical tools and also, data's gathered through written records and observations will be analysed, sorted and reported.
5.)DATA COLLECTION METHOD.
As mention above, the study propose to make use of both primary and secondary data collection method of qualitative and quantitative techniques
The interview is one of the data collection methods that will be used to obtain important information for this research. The interview questions that will be designed for these research work is an in-depth interview guide (IIG).The staff selected to be interviewed are the senior or the middle level staffs for the reason of having enough knowledge to share on the effect of work motivation, job satisfaction and productivity in the firm.
KEY INFORMANT INTERVIEW (KII) : Key informant interview will be conducted using a key informant guide (KIG). The interview is designed to create an interaction avenue between the researcher and the experts or knowledgeable about the concept and problems of the research.
A structured questionnaire instrument will be used to gather quantitative information for the study. The purpose of the questionnaire is to collect information on the workers attitude towards work, workers perception, level of satisfaction and productivity in the industry.
Based on this study, the researcher would make use of secondary data collected from various sources, which include the intensive use of Coventry University's library resources as my secondary source of information.
LIMITATIONS OF THE STUDY.
The limitations of this study will be based on the number of respondent and the analysis of the data will be based on the response of the respondent.
The research work can be limited in terms of Generalisation because of the fact that a case study is involved and it can be argued that the outcome of the research will be specific to only vita foam Nigeria Plc representing manufacturing industries in Nigeria. The reliability of answers from the questionnaire is a very important issue to look into because the result of the data's from the administered questionnaire will be the basis for research work.
Another limitation on this research is the location of the study, which involve movement from the United Kingdom to Nigeria to carry out the research work.
6.) ETHICAL CONSIDERATION
Based on this research work, the Coventry University ethical compliances procedure shall strictly adhered to and the ethical compliances form will equally be completed. During the preparation of my interview and questionnaire questions, i would get inputs from the supervisor and the final draft of the interview question would be subjected to my supervisor's approval.
My interview would begin by seeking the consent of the managing director of Vita foam Nigeria Plc by explaining the purpose of my research work.
I would make sure that respondents would be treated moderately and the data collected would be treated confidentially and it will only be for the purpose of this research work.
I promise to adhere strictly to the Coventry university Business school rules and regulations of plagiarism and therefore, citations and quotes will be respected, words constructed by others used by the researcher will be quoted and acknowledged,
Below is a Gantt chart to outline the anticipated time to be taken for my research project.