Human Motivation And Workers Productivity
[A CASE STUDY OF BETA GLASS PLC UGHELLI, DELTA STATE, NIGERIA]

APPLICATION FOR MANAGING TEAMS
Team structure is critical, whether in same department or not. Cross- functional teams can make work more varied, interesting and motivating. In addition, is whether the team is a collection of individual or a cohesive team
APPLICATION FOR INDIVIDUALS
One can manage his own motivation by “making a reward, such as short trip or vacation, contingent on achieving a goal”.
Therefore, goals that are involving but difficult can lead workers to stretch their capabilities and rise to the challenge. There must be a link between performance and reward that they value.
MONEY MOTIVATION
Activities like stock-option culture is a motivational tool as it link employees and manager’s fortune to those of the firm, for better and for worse. The application of the motivation design concept, if religiously carried out with necessary supervision can enhance productivity.
2.9    INTEGRATING CONTEMPORARY THEORIES OF MOTIVATION
GLOBAL IMPLICATION
There are no doubt cultural characteristics of goal-setting and expectancy theories of motivation. Emphasizing goal accomplishment as well as rational and individual thought-characteristics is consisted with the United States of America culture.
Maslow’s need of hierarchy application align with the United States of America culture.
In countries such as Japan, Greece and Mexico where uncertainty – avoidance characteristics are strong, security needs top the hierarchy. Countries that score high on nurturing characteristics – such as Denmark, Sweden, Norway, the Netherlands and Finland – would have social need on top.
Also, group work will motivate employees more when the country’s culture score high on the nurturing criterion. The achievement need is the United States bias. High achievement needs has two cultural characteristics – a willingness to accept a moderate degree of risk (which excludes countries with strong uncertainty avoidance characteristics) and a concern with performance (which applies almost singularly to countries with strong achievement characteristics). This combination is found in Anglo-America countries such as the United States, Canada, and Great Britain. However, these characteristics are relatively absent in countries such as Chile and Portugal.
On equity, workers are highly sensitive to equity in reward allocation.
The United States equity is meant to tie pay to performance. In collectivist culture, such as Asian countries of the former socialist states, employees expect reward to reflect their individual needs, as well as their performance. In line with communism and centrally planned economies, employee exhibit an entitlement attitude, expect outcome to be greater than their input. The United States approach needs some modification in order for it to be seen as fair in Russia.
Cross – cultural consistency includes the desire for interesting work. “Interesting work” rank number one in the United States, United Kingdom, Israel and Belgium. But rank 2nd or 3rd in the Netherlands, Germany and Japan.
In a study comparing job preference outcome among graduate students in the United States, Canada, Australia, and Singapore, growth, achievement and responsibility were rated the top three and had identical ranking. Both studies suggest universallity to the importance of intrinsic factor in the two-factor theory. Robbins and Judge (2009:199).
Therefore, to enhance performance and productivity, motivational theories and concepts application, should adopt or adapt to environmental culture for sustainable development and business prosperity.
PRODUCTIVITY EMPLOYEE PRODUCTIVIY
“Productivity is a common measure of how well a country, industry or business unit is using it’s resources ( or factors of production) Chase. Aquilano and Jacob (2001:33)
It could be measured as follows Productivity = Outputs/Inputs
It is a relative measure, as it need to be compared within some other variable eg. Production output of Beta Glass Plc of 100,000 Coca –Cola bottles in 2001 surpasses that of Bendel Glass Factory of 80,000 Sprite bottles in 2001by 20,000 bottles.
Production may be expressed as partial measures, multifactor measures or total measures. If our area of concern is our ratio of output to a single input