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Human Motivation And Workers Productivity
[A CASE STUDY OF BETA GLASS PLC UGHELLI, DELTA STATE, NIGERIA]
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ORGANIZATION BEHAVIOUR IMPLICATION FOR SELF – EFFICACY THEORY
i. Training program uses enactive mastery. People practice and build skill, it increases self-efficacy.
On verbal persuasion use, is through Pygmalion effect or the Galatee effect. This is self fulfilling prophecy in which believing of something to be true can make it true – Pygmalion effect. This increases by communicating to an individual’s teacher or supervisor that the person is of high quality.
Galatee effect – occur when high performance expectations are communicated directly to an employee. Intelligence and personality are absent from Bandura theory. A lot of research shows that intelligent, consciousness and emotionally stable are much more likely to have high self-efficacy. The evolving of the instrument of goal-setting theory and self- efficacy theory can, if properly implemented, impact positively on productivity.
8) THEORY Z
William Auchi in his book Theory Z. It is on how Amercian Business can meet the Japanese challenges.
It is a management philosophy that stresses employee participation in all aspect of company decision making.
The variables in Japanese management are Trust and Intimacy. The management styles is participation and Employment is long term or life long. Managers and workers shares responsibilities. Employee sense of organizational ownership produce positive attitudinal and behavioural effects.
VARIATIONS ON THEORY Z
ADOPTED AND MODIFIED FOR USE IN SOME UNITED STATES COMPANIES.
One adoption involves workers in decision making through quality circles (Quality Assurance Team). Five to Eight members discusses ways to reduce waste, eliminate problems, and improve quality, communication and work satisfaction. Other programmes are: participative management, employee involvement or self-directed work team 5-15 work team, cross- trained, responsible for its quality, scheduling, ordering, and use of materials and problem solving. Work team has been used to boast moral productivity, quality and competitiveness.
Theory Z principles and practices involving participatory management create well informed cohesive, responsive and accountable work team that impact on improve and quality productivity.
CASE STUDY
OWNERSHIP IS MOTIVATING AT SPRING FIELD REMANUFACTURING CORP
At Springfield Remanufacturing Corp (SRC) United States, survival was a key motivating force. Stoner, Freeman, Gilbert Jnr. (1995:443).
Springfield remanufacturing was part of international harvester. Financial provisions secured it from international harvester who sold the company to the former employee. The employee accepted it gross liabilities and assets. The new 119 owners consist of management and staff of the company. Two slogans guided their actions and motivated them: “You get what you give†and “It’s easy to stop one guy, but pretty hard to stop 119â€.
The idea was that “the best, most efficient, most profitable way to operate a business is to give everyone in the company a voice in saying how the company is run and a stake in the financial outcome, good or bad.†SRC remanufacture engines and engines components. The key to success was the educating of employee and sharing knowledge about the business.
The emphasis is on training a team work.
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ABSRACT - [ Total Page(s): 1 ]ABSTRACTThe purpose of this study was to investigate the impact of Human motivation and Workers productivity of employees with the Beta Glass Factory PLC, Ughelli, Delta State of Nigeria. The main idea was to profile factors that contribute majorly to human motivation in relation to workers productivity. The rationale for the study was simply an observation that some employees seems better adjusted and happy at work and able to adapt well with the requirements of the working environment while so ... Continue reading---
QUESTIONNAIRE - [ Total Page(s): 1 ] Department of Business / Admin., Faculty of Management Science ... Continue reading---
TABLE OF CONTENTS - [ Total Page(s): 1 ]TABLE OF CONTENT TitleTitle Page PageCertification Dedication Acknowledgement Abstract Table of content CHAPTER ONE INTRODUCTION1.0 Background to the Study 1.1 Statement of the Problem 1.2 Objectives of the Study 1.3 Scope of the Study 1.4 Hypothesis of the Study 1.5 Significance of the Study 1.6 Limitation of terms and Concept ... Continue reading---
CHAPTER ONE - [ Total Page(s): 2 ]CHAPTER ONEINTRODUCTION1.0 BACKGROUND OF RESEARCH PROBLEM:The theories of motivation constitute one of the streams of the plethora of management theories that explain the behavior of employees at work This is because what motivates one person is quite different from what motivates others.The importance of motivation in the success of any organization in terms of the attainment of set organizational goal, be it in the area of productivity, profit margin, market share, efficiency, customer s ... Continue reading---
CHAPTER THREE - [ Total Page(s): 2 ]SAMPLE SIZE:It is pertinent to note that to carry out the research
work with the whole population of the organization will be difficult and
indeed undesirable for a research of this nature. Hence the
determination of a sample size which will be a fair and balanced
representation of the organization is necessary.A sample size of
seventy five will be chosen of which 21 of it, will be form senior
staff, while 54 will be from junior staff. And questionnaires will be
administrated.The d ... Continue reading---
CHAPTER FOUR - [ Total Page(s): 15 ]Questionnaires V: Do you think that workers recognition, rewards and adequate training can lead to increase in organizational performance?From the above table, 20 respondents from junior staff and 9 respondent from the senior staff standing for 38.7% strongly agreed that workers recognition, rewards and adequate training leads to increase in organizational performance. While 30 respondent from the junior staff and 10 respondents from the senior staff representing 53.3% merely agreed. There was n ... Continue reading---
CHAPTER FIVE - [ Total Page(s): 1 ]CHAPTER FIVESUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS5.1 SUMMARY OF THE FINDINGSThe major findings of this study are The organization studies is goal oriented because employees were committed to pursue the objective of the organization. Commitment to objective is a function of rewards associated with their achievement (Mcgrego 1960) Majority of the employees were not motivated because of lack of inceptive. (Barnard 1938). A good manager must be able to mot ... Continue reading---
REFRENCES - [ Total Page(s): 1 ]REFERENCEBlake, R.R., Moutin, J.S. (1991), The Managerial Grid. Houston; Gulf Publishing CompanyDibua, E.C., and Dibua, E. (2005), Element of Business Statistics, Onitsha, School Success Publishers No 5 Vern RoadDickson, G.W., and Desancts, G. (Eds) (2001), Information Technology and the Future Enterprises: New Models for Managers. Upper Saddle River, NJ: Prentice HallFeldman, R.S. (2005), Understanding Psychology (5th Ed.) Buston: New York McGraw-HillFerrell O.C., Hirt G., Ferrell (2008), Busin ... Continue reading---
