Motivation of Employees to Inprove Performance and Enchance Productivity
INTRODUCTION
1.O Background to the study
Over the years, the motivation of employees has been gaining steady importance because of its pivotal role in providing a link between improved performances and enhanced productivity. To achieve its goal and objectives, an organization needs among other things, a fully motivated workforce. A work force that perceives the organization as a medium through which personal goals could be achieved and the same time achieving the organizational goals. To feel motivated, employee sources of satisfaction should be commensurate with organizations offers and demands. A lot of factors have been advanced to explain the individual’s willingness to continue to work and how well he will want to contribute towards the attainment of the organizations objectives. Even when such factors are obvious and universally acceptable, a greater percentage of Ghanaian employees seem dissatisfied with their jobs, lack motivation and are always willing to leave their jobs and opportunities.
In light of the above, one can argue that our transitive nature (i.e. preferring higher opportunities to lower ones) might be responsible for the way employees leave one organization for another. This assertion could also be reinforced by the nature of our value system where materialism is the uppermost consideration in most of our decisions and actions. Be that as it may, contemporary organizational problems call for a greater insight into the productivity of organization through people.
However, given its pivotal role in improving performance and enhancing productivity, motivation could be a key job design objective for managers attempting to improve their organizational functioning and enhancing productivity. Despite its potential, development of theories that would help managers identify leverage points by which they could improve employee commitment seem to have languished, in particular career-related concepts have been ignored.
Therefore, the task
1.O Background to the study
Over the years, the motivation of employees has been gaining steady importance because of its pivotal role in providing a link between improved performances and enhanced productivity. To achieve its goal and objectives, an organization needs among other things, a fully motivated workforce. A work force that perceives the organization as a medium through which personal goals could be achieved and the same time achieving the organizational goals. To feel motivated, employee sources of satisfaction should be commensurate with organizations offers and demands. A lot of factors have been advanced to explain the individual’s willingness to continue to work and how well he will want to contribute towards the attainment of the organizations objectives. Even when such factors are obvious and universally acceptable, a greater percentage of Ghanaian employees seem dissatisfied with their jobs, lack motivation and are always willing to leave their jobs and opportunities.
In light of the above, one can argue that our transitive nature (i.e. preferring higher opportunities to lower ones) might be responsible for the way employees leave one organization for another. This assertion could also be reinforced by the nature of our value system where materialism is the uppermost consideration in most of our decisions and actions. Be that as it may, contemporary organizational problems call for a greater insight into the productivity of organization through people.
However, given its pivotal role in improving performance and enhancing productivity, motivation could be a key job design objective for managers attempting to improve their organizational functioning and enhancing productivity. Despite its potential, development of theories that would help managers identify leverage points by which they could improve employee commitment seem to have languished, in particular career-related concepts have been ignored.
Therefore, the task