THE ROLE OF MOTIVATION ON ORGANISATIONAL PERFORMANCE

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THE ROLE OF MOTIVATION ON ORGANISATIONAL PERFORMANCE

ABSTRACT

Our research was exclusively on work motivation, we examine progress made in theory and research on needs, traits, values, cognition, and affect as well as three bodies of literature dealing with the context of motivation: national culture, job design, and models of person-environment fit. The major problem of the study is necessitated by the fact that most organization are performing below expectations notwithstanding the amount of motivational tools adopted; and also to highlight on organizational unique corporate culture. The research explored the following objectives among others. One’ concept of motivation and its strategies; two-motivational factors that positively affects organizational performance in Nigeria and tools that facilitates effective motivational planning and implementation. The study used both primary and secondary sources of data. A total number of 92 frequency distribution; percentages and chi-square(x2) were used in testing the hypothesis. The research findings reflects our conviction that organizations and people want results not minding the fact that many organizational motivation strategy may not encourage productivity. This addresses itself to a comprehensive, total approach to productivity problems as affected by poor motivational strategies. It is underlined that motivational factors affecting employee productivity or performance in the banking sector are of broadly the same as those affecting non-bank institutions. We conclude that there is a significant positive relationship between organizational motivation and employee performance, and that organizational motivation influences employee performance as well as affecting management decision significantly. We conclude that there is a significant positive performance, and that organizational motivation and employee performance, and that organizational motivation influences employee performance as well as affecting management decision significantly. We recommend that management executive should realize that people are unique and sometimes irrational and complex and may not be motivated with the same motivational tools.