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CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

The employees of any organization are the most central part of the organization so, they need to be influenced and persuaded towards tasks fulfillment (Cetin, 2013). How they feel about the work they are doing and the results received from that work has direct impact on an organization’s performance and it’s stability for instance if an organizations’ employees are highly motivated and proactive, they will do whatever is necessary to achieve the goals of the organization. For example, Lagos State Civil Service as public oriented organization is saddled with the responsibility of implementing the Government policies and programmes that will improve the wellbeing of the citizenry and develop the State which in-turn moves the State to the next level (Akerele, 2001).

Motivation and training have become the most important factor in the business world today, because training increases the efficiency and the effectiveness of employees and the organization (Raja, Furqan and Khan, 2011). Training is a systematic restructuring of behaviour, attitude and skills through learning-education, instruction and planned experience. Training is designed to change or improve the behaviour of employees in the work place so as to stimulate efficiency.

The cardinal purpose of training is to assist the organization achieves its short and long term objectives by adding value to its human capital. Training and development are not undertaken for the sake of training, but rather are designed to achieve some needs. Therefore, training and development are need based in the sense that they are undertaken to fill some knowledge gap within an organization (Nguyen, 2009).

Motivation could be intrinsic or extrinsic. Intrinsic motivation derives from within the person. It refers to the direct relationship between a worker and the task, and is usually self- applied. Examples of intrinsic motivation are achievement, accomplishment, challenge and competence which are derived from performing one’s job well (Afful-Broni, 2004). Extrinsic motivation comes from the work environment, external to the person and his or her work. Good salary, fringe benefits, enabling policies and various forms of supervisions are good examples of this type of motivation (Mankoe, 2006). Good remuneration has been found over the years to be one of the policies that organization can adopt to increase their workers’ performance and thereby increase the organizations productivity. Also, with the present global economic trend most employers of labour have realized the fact that for their organization to compete favorably, the performance of their employees goes a long way in determining the success of the organization, on the other hand the performance of employees in any organist ion is vital, not only from the growth of the organization but also for the growth of individual employees (Meyer and Peng, 2005).

An organization must know who are its outstanding workers, those who need additional training and those not contributing to the efficiency and welfare of the organization. Also performance on the job can be assessed at all levels of employment such as personnel decision relating to promotion, job relation, job enrichments etc. In the Lagos State Civil service annual performance appraisal is being done yearly to ascertain those who are to be promoted, trained and transferred to other challenging duties (Akerele, 2001).

In view of this, this study attempts to identify the impact that motivation has on employee performance in orders to address problem arising from motivational approaches in an organization settings (Baumeister and Voh, 2004), supported the assumption that workers tend to perform more effectively if their wages are related to performance which is not based on personal bias or prejudice, but on objective evaluation of an employee’s merit.

In general the specification technique chosen varies with the type of work. For achieving prosperity, organization design different strategies to compete with their rivals and of increasing the performance of the organization (Akintoye, 2000). Very few organizations believe that the human personnel and employees of any organization are its main assets which can lead them to success or if not focused well, to decline unless and until, the employees of any organization are satisfied with it, are motivated for the tasks fulfillment and goals achievement and encourage, no organization can progress or achieve success. All these issues call for research efforts, so as to bring to focus how an appropriate reward package can jeer up or influence workers to develop positive attitude towards their job and thereby increase their productivity.

According to Raja et al (2011) Training and development is a very important tool for an organization to compete in this challenging and changing world. Facing fierce competition and ever rapidly changing market environments, large corporations must find ways to improve productivity, efficiency, customer service, staff retention and other key drivers of corporate profitability (Training and development) should they want to be more profitable and be competitive in the industry (Vitcet and Nguyen, 2009).

New teaching-learning and training methods are arising due to the modern-day revolutionization in the economic, labour and technological world of workforce. These changes demand to put the theory and practice behind, while prioritizing the more global, integrated, flexible and vocational training (Abeeha and Bariha, 2012). For example the introduction of e-banking system has rapidly changed work process in the banking industry, thus the need for constant up date of knowledge by the employees to meet the continuous challenges. As a result most institutions in Nigeria in recent years keep retrenching and recruiting new employees.

Motivation and training has been acknowledged to be a very important component of employee performance. However, it is not an end goal rather training is characterized as a means to an end – the end being productive, efficient work organizations, populated by informed workers who see themselves as significant stakeholders in their organizations’ success (Byrne, 2009). Training & development increase the employee performance like the researcher said in his research that training & development is an important activity to increase the performance of health sector organization (Iftikhar and Siraj-ud-din, 2009). Employee performance is the important factor and the building block which increases the performance of overall organization. Employee performance depends on many factors like job satisfaction, knowledge and management but there is relationship between training and performance (Chris Amisano, 2010).

1.2 Statement of the Problem

Nigerians have so much complained about a low performance of civil servants. Even workers themselves have also been worried about their own level of performance. The problems of the study are buttressed below: Delayed salaries can affect the performance of workers especially in the public sectors. Workers are not motivated to work when they have not been paid. The motivational tool and incentives were not properly provided to the workers that will make them to put in their best. Lack of programmes provision for developing staff made many junior staff undertake personal training at the detriment of the employers. The fear of Job security among workers is one of the factors responsible for low productivity in both public and private sectors.

Despite the importance of training and manpower development in employee productivity and organizational performance, training programs are not sufficiently supported by organizations in Nigeria. These organizations consider the money they will spend on their training programs as waste rather than investment. They fail to foresee the desirability of continuous training and development of their employees in order to promote the efficiency and effectiveness of their organizations. Those that attempt to conduct trainings for their employees do so in an ad- hoc and haphazard manner, and as such, training in those organizations is more or less unplanned and unsystematic. This view is corroborated by Nwachukwu (2002) who argued that many employees have failed in organizations because of lack of basic training.

1.3 Aim and Objectives of the Study

The aim of this study is to ascertain the Training and motivation as a tool for improving employee performance.. The objectives of the study are to:

examine the effect of motivation on employees productivity and job performance.
determine the effect of reward system on employee performance.
determine how often the organization motivate its employees.
measure the level of motivation of employees’ performance.
Examine the relationship between staff training and employees performance.

1.4 Relevant Research Question

How effective is motivation on employees productivity and job performance?
How effective is reward system on employee performance?
How often does the organization motivate its employees?
How can the level of motivation of employees’ performance be measured?
Does any relationship exist between staff training and employee performance?

1.5 Relevant Research Hypothesis

Hypothesis 1

H₀: Training and Motivation does not have significant impact on employees performance and job performance.

H₁: Training and Motivation have significant impact on employees performance.

1.6 Significances of the Study

This research work is significant in two ways:

It is significant to the employers as it exposes the reasons and circumstances that led to the lateness and nonchalant attitudes of the employees and the reason why most of them are not always happy doing their jobs. It is also significant because it will serve as an object of consultation for government functionaries and as well contribute to the relevant literatures and which will be useful to the academic and other scholars for further research. In addition, it will assist management to engage in staff welfare development in order to improve the output of productivity of employees. This study will also serve as a useful tool for those in the management sciences discipline who would like to carry out further research in this area. Practically, it assists practicing manager in understanding the impact of incentives on employees’ performance, hence enabling these elements to be incorporated into policy and objectives of the organization.

1.7 Scope of the Study

The study examines training and motivation as a tool for improving employee performance. The scope of the study was limited to the staff of Niger Insurance Plc, Lagos-Island, Lagos. And the study will be structured into five chapters. The study as perceived might face some logistic challenges in term of the time and the costs involved in carrying out the research, but nevertheless, it would strive to accomplish its aims and purpose.

1.8 Definition of Terms

Motivation: Motivation is the process of arousing behavior, sustaining behaviors in progress and channeling behavior into a specific course of action.

Incentive: this is a conscious use of rewards and penalties to encourage good performance in the utility sector.

Non-monetary: Transactions that do not result in a transfer of funds between accounts. Nonmonetary transactions can be something as simple as a change of address or an appreciation note.

Employee: This is a person who is paid to work for an organization or business enterprises.

Performance: How well an employee does his job actively.

Productivity: The rate at which works are done and delivered and the quantity of work done especially in relation to the work, time and money needed to perform the work.

Reward: To give something to someone because they have done something good or helpful or have worked hard for it.

Training: Training is the action of teaching a person or animal a particular skill or type of behaviour.

Salary and Wages: Regular amounts of income paid to someone by his or her employer under the contract of service, often weekly, 4weekly or calendar monthly.

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