MOTIVATION: A MANAGEMENT RESPONSIBILITY AND A CATALYST FOR ENHANCE PRODUCTIVITY: A CASE STUDY OF PEUGEOT AUTOMOBILE NIGERIA KADUNA.
The study is a perception survey of Motivation; Management Responsibility and Catalyst for Enhance Productivity in Peugeot Automobile Nigeria Limited Kaduna. It defines motivation as the drive that stimulates a person toward a direct goals or target. It assumes that motivation of employees increase commitment and enhances productivity. The research questions addressed the extent of the relationship between employee’s motivation and increased employees commitment and enhance productivity in Peugeot Automobile Nigeria Limited Kaduna, which is the place of the study a descriptive research design was used in executing the study using 200 randomly selected respondents from a population of 420 employees for questionnaire administration.
However, 160 questionnaires were returned, in addition, there were face to face interviewed and collection of secondary data about the company being studied. The core aspect of the study is the use of cross-sectional survey research design in generating the required primary data. Data collected were analyzed usually descriptor and infernal statistics. Results from the data analysis indicated that significant relationship exists between motivation and increase employees commitment and enhance productivity. The research therefore concludes that, significant relationship exists between employees motivation and enhance productivity Peugeot automobile Nigeria limited. Also we recommend among others encouragement of work teams, training and re-training of employee’s improvement of reward system, improvement of internal communication channels.
TABLE OF CONTENT
Title Page - - - - - - - - - - i
Declaration - - - - - - - - - - ii
Certification - - - - - - - - - - iii
Acknowledgement - - - - - - - - - iv
Abstract - - - - - - - - - - v
Table of Content - - - - - - - - - vi
CHAPTER ONE: INTRODUCTION
1.1 Background - - - - - - - - -
1.2 Statement - - - - - - - - -
1.3 Objective Of The Study - - - - - - -
1.4 Significant Of The Study - - - - - - -
1.5 Research Question - - - - - - - -
1.6 Research Hypothesis - - - - - - -
1.7 Scope And Limitations - - - - - - -
1.8 Definition Of Terms - - - - - - -
1.9 Organization Of The Work - - - - - -
CHAPTER TWO: REVIEW OF RELATED LITERATURE AND THEORETICAL FRAMEWORK
2.1 Review of related Literature - - - - - -
2.1.2 Conceptual Framework - - - - - - -
2.2 History of Peugeot Automobile Nigeria Ltd - - - -
2.2.1 Current Ownership Structure of PAN Limited - - - -
2.2.2 Local Content Integration in Peugeot - - - - -
2.2.3 Challenges Facing Automobile Industries in Nigeria - -
2.3 Theoretical Framework - - - - - - -
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction - - - - - - - - -
3.2 Research Design - - - - - - - -
3.3 Area and Population of Study - - - - - -
3.4 Sampling Technique - - - - - - -
3.5 Instrument for Data Collection - - - - - -
3.6 Validity of the Instrument - - - - - -
3.7 Method of Data Analysis - - - - - - -
CHAPTER FOUR: DATA ANALYSIS AND PRESENTATION OF RESULT.
4.1 Introduction - - - - - - -
4.2 Demographic Data- - - - - - -
4.3 Analysis of some selected questionnaire - - - - -
4.4 Test of Research propositions- - - - - - -
4.5 Discussion of the Findings- - - - - - -
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary - - - - - - - - -
5.2 Conclusion - - - - - - - - -
5.3 Recommendation - - - - - - - -
Bibliography - - - - - - - -
Appendix - - - - - - - - -
Appendix - - - - - - - - -
Appendix - - - - - - - - -
Human motivation studies are centered on discovery what it is that triggers and sustain human behavior. While motivation as a practice entails empowering employees to perform assigned tasks to meet or surpass predetermined standard. This practice grew out of the human relations governance in the 1930s, and is based on some of the principles discovered by scholars doing research in management and organizational studies, such as the Hawthorne effect as a study into physical conditions and productivity (Oyediran, 2008). While motivation as encouraged employees to contribute their effort to organizational productivity as well as voice their opinions about their working condition in a safe environment, protected from the potential, defensiveness management responsibility confronting productivity.
According to Salter (1960) the basic aim of any organization is to attain all goals, which is the higher – level with least cost. Organizations have objectives which are either to produce goods and services, make profit, distribute service, impact and sustain positive relationship with their clients, target groups and their environment. The achievement of the objectives of the organization is dependent on the level of management responsibility to employees’ motivation, apart from the infrastructures and the work environment. Above all, motivation can be beneficial to any company in many ways such as catalyst to enhance productivity, commitment, morale and harnessing internal resources and teamwork (Oyediran, 2008, Anumiri, 2014).
Apparently, when employees are motivated, they gain energy and satisfaction, as well as personal stake in the organization and its overall success. This commitment leads to increased productivity as employees are actively mobilize to satisfy the basic derives, perceived needs and personal goals, which trigger employees commitment toward various aspects of the company effort to succeed. This is not only beneficial to company growth, but is also on-the-job to arouse impact on job satisfaction for workers. This increase also performances and sustains behavior and stimulating for action and desired task (Luthan, 1998, Oyediran 2008, Kester 2002).
Adeyemi cited in Mutiullah (2014) posited that there are basic assumptions of motivation practices by managers which must be understood. First, that motivation is commonly assumed to be a good thing. One cannot feel very good about oneself if one is not motivated. Second, motivation is one of several factors that go into a person’s performance (e.g., as a worker). Factor such as ability, resources, and condition under which one performs are important. Third managers and researchers alike assume that motivation is in short supply and in need of periodic replenishment. Fourth motivation is a tool with which managers can use in organizations. If managers known what makes these people “tick”. It is clear from the foregoing that motivation remains part and parcel what organization cannot do without. In proper perspective Olajide (2000) note that motivation is whatever it takes to encourage workers to perform by fulfilling or appealing to their needs. It is a goal-directed, and there organization whether public, private or non-profit.
In addition, motivation employees influences their level of satisfaction and commitment, as it affects organizational productivity positively when they are willing and committed practice as management responsibility as part to organizational goals. Willingness and commitment can be exhibited by employees towards their job if they are motivated on the basis of what induce and sanitize them to perform (Agwu and Olele, 2014, Anumiri, 2014).
Motivation has been widely recommended as means of energizing force that induces or composed and maintain behavior in order to improving the quality of work life. However, when considering motivation in the work place one must differentiate between two types. The first is intrinsic motivation that stems from rewards that are whereat in the job itself and which the individual enjoy as a result of successfully completing the task or attaining his goals. The second is extrinsic in this motivation are those that are external to the task of the job, such as pay work condition, fringe benefits, security, promotions, contract of such, the work environment and conditions of work. Such tangible rewards are often determined at the organizational level, and may be largely outside their control of the individual managers. Intrinsic motivation on the other hand are those reward that can be termed psychological reward and examples are opportunity to use one ability, a sense of challenge and achievement, receiving appreciation, positive recognition and being treated in a caring and considerate manner (McCormick and Tafflin, 1979, Mutiullah, 2014). Both types of motivation are important component of the quality of work life. An organization that encourages both types as well incorporate it into it management responsibility will definitely enhance productivity at all levels.
The manufacturing sector in Nigeria has been a focal subsector, but little is probably known about the level of motivation employees enjoy as a result of management responsibility to enhance productivity. The particular attention in manufacturing emanates from the conviction that the sector is a potential instrument of modernization, a creator of jobs and generating of positive spill – over effects (Tybout, 2000). It is against the back drop that we carried out a research on the motivation, management responsibility and a catalyst for enhance productivity using Peugeot Automobile Kaduna as a case study.
1.2 Statement of the Problem.
Peugeot Automobile Nigeria Limited has had a chaquerred industrial relations history since it made it manufacturing foray into Nigeria in 1971 after the country is military leader at that time, General Yakubu Gowon choose Peugeot out of the 16 reputable vehicle – manufacturer companies in the world invited to submit a proposal on establishing a vehicle assembly plant in the country. with the commencement of production on March 2, 1975, top – down approach to decision making in management responsibility was instituted by the management that impact ordinary workers motivation of the company. This led to intermittent industrial recriminations between workers and management culminating in picketing and strikes over the years.
In 2006, the company was privatized under the Federal Government’s Privatization Programme, which led to change in ownership structure and apparently management team. An indigenous Motor Dealership ASD Motors Nigeria Limited acquired dominant equity of 5487 percent. To promote the company for the competitive challenges of the future, the management decided to adopt bottom –up (participatory) approach to decision-making in management responsibility, thus improving motivation of the employees in the productivity.
Theoretically, motivation is assumed to increase commitment of the work-force, thus leading to improved productivity. Secondly, there is popular belief the motivation assures industrial harmony by creating sense of satisfaction among employees, thereby leading to sustainable industrial relationship between employers and employees. It is against this backdrop that we carry out an empirical study on the theoretical propositions of the relationship between motivation as management responsibility and a catalyst for enhance productivity in Peugeot Automobile Nigeria Limited. These workers to out the extent of convergence or divergence between theory and practice in Peugeot Automobile Nigeria Limited.
1.3 Objectives of the study
The purpose of the study is to investigate the motivation of worker in Peugeot Automobile Nigeria Limited (PAN) and its impacts on organizational productivity. The specific objectives of the study are:
1. To determine the extent of the relationship between motivation and increased employees commitment in Peugeot Automobile Nigeria.
2. To determine the extent of the relationship motivation and enhance productivity.
3. To make suggestions for management responsibility implication in the light of the findings of the study.
1.4 Research Questions
For the purpose of this study, some questions has to be asked to help explain and understand why this project topic was chosen, how well these questions are answered will determined the whole project, a few questions include:
i. Does any significant relationship exist between motivation and increased employees commitment in Peugeot Automobile Nigeria Limited?
ii. Does any significant relationship exist between motivation and enhance productivity in Peugeot Automobile Nigeria Limited?
1.5 Research Hypothesis
In order to ensure the objectives of the research and also provide answers to the research problems, the following research hypotheses are formulated:
Ho: There is no significant relationship between motivation and increased employees commitment in Peugeot Automobile Nigeria Limited.
H1: There is significant relationship between motivation and increased employees commitment in Peugeot Automobile Nigeria Limited.
Ho: There is no significant relationship between motivation and enhance productivity in Peugeot Automobile Nigeria Limited.
H1: There is significant relationship between motivation and enhance productivity in Peugeot Automobile Nigeria Limited.
1.6 Significance of the Study
This study attempt to explore the relationship of a human resource practice (motivation), with employees’ commitment and enhance productivity, as well as management responsibility in the process. However, it is partly a new subject with trending perspective for research in Nigeria. Looking towards all scholarly studies completed in Nigeria, it is observed that there is more significant research work to be done on this research matter and this has created a wide gap, which needs to be filled up by the present and the future human resource management research scholars.
Furthermore, the research would be of extreme significant to Peugeot Automobile Nigeria Limited as it is tuning a corner in automobile manufacturing with the help from Federal Government support for domestic automobile companies. It will basically help them to fine – tune their current human resources plan.
1.7 Scope and Limitations
This study is limited to Peugeot Nigeria Limited Kaduna, Nigeria as a case study.
There is limited access to information in Peugeot Nigeria Limited office for the research work.
Also, a study of this nature, funding is a problem and there is limited fund available for the research work.
1.8 Research Methodology
The objective of this research is to answer the research questions with the appropriate research methods. The survey research design is employed for the purpose of this study in order to collect sufficient amount of primary data. Primary data will be collected via distributed questionnaires to a sample size of 200 respondents for the study data collected will be analyzed using chi-square statistics tool and Simple percentages. These statistical tools will be used to test hypotheses formulated for the study.
The study also utilized secondary source of data (content analysis). Secondary data are obtained from journal, published books, reports, Newspaper, internet and archives etc. for relevant and cogent findings of this research.
1.9 Definition of Terms
I. Motivation: Factor responsible for given human behavior a satisfaction.
II. Productivity: This is a measure of the efficiency of production that is of production capability to create income, which is measured by the formula of real output value minus real input value.
III. Management: This is made up of top and middle level management. To management includes shareholders, boards of directors managing directors, while the middle managing includes heads of department, manager, deputy and assistant managers.
IV. Responsibility: This refers to an obligation to do something.
V. Commitment: The state or quality of being dedicated to a cause or activity.
VI. Employee: Men and women working for a company as employed to earn salary.
VII. Employers: People that employ workers to do a job for them so that they can be paid.
1.10 Organization of Study
The research will be organized into five chapter made up as follows:
Chapter one: This chapter will be made up of the introduction, statement of problem, objectives, research question, hypothesis, significance, scope and limitation, research methodology, definition of terms and organization of the study.
Chapter Two: Chapter two will be concerned with the research literature reviews, relevant to the study as while theoretical framework.
Chapter Three: This chapter deals with the research methodology, research design and the instrument used in the investigation.
Chapter Four: The chapter focuses on data presentation and analysis.
Chapter Five: This chapter will comprise of the summary, conclusion, recommendation and areas for further research
FOR THE REMAINING CHAPTERS (1-5) OF THIS PROJECT CALL 08134232272,08073814436