CHAPTER ONE

1.0           INTRODUCTION

        Motivation has been defined on different ways by different scholars and the patterns of these definition has helped on understanding motivation better some of these definition are as follows.

        Michael (1978) defined motivation as the act of stimulating someone or asset to get a desired course of action to push the button to get a desired reaction.

        While Hodgets (1977) viewed motivation as “the process of creating organizational conditions which well impel employees to strive to attain company goals”

        Viteless (1953) says that motivation represents an unsatisfied need which creates a state of tension or disquilibrium, causing the individual to move in a good directed pattern towards restoring a state of equilibrium by statisfying the need.

        Kills (1958) says that motivation is the stimulation of any emotion or desire operating upon ones will and prompting or during it into action.

        On the other hands, Umukoro (1994) has defined motivation as “the in terrelatinship between the needs and the fulfillment of the needs”.

        Asika (1995) queting Michael (1980) has defined motivation as “those psychological process that course the arousal, direction and persistence of voluntary action that are goal directed”.

        A motivated person is ready to act, R. stodyill (1959) defined motivation as a function drives and confirmed desirability estimates regarding various alternative satisfaction. How the motivated person decides to act is influence by us or her perception of the situation. Two people in the same motivated state and objective situation may act quite differently because they perceive the situation differently.

        Why do people have different perceptions of the same situation? We start with the nation that all of us is apprehend a stimulus object through sensations, that is flows of information through one or more of our five sense sight, bearing, smell, touch and taste, however, each of us attends, organize and interprets his sensory information in an individual way. In fact, perception can be defined as “the process by which an individual selects, organize and interpret information inputs to creat a meaningful picture of world.

        A larger part of managers tasks is getting things done through people, he must therefore try and understand peoples motivation. This aspect of the management element of direction is concerned with inducing people to work to best of their ability.

        Motivation refers to the way urges, aspirations, drives and needs of human bangs direct their behaviour.

        M.D Vernon (1969) defined motivation as the ludden urge within us which compels us to behave in certain ways. Such urge may be purely instinctive. Motivation is also the process of arousing emplyess enthusiasm to enable them perform their duties with pleasure and interest in such a way that organizational goals will be achieved.

        Motivation may be positive or negative, if it is positive (Carrot approach) when some valuable rewards such as high pay, job security etc are offered for acceptable performance. It is negative (stick approach) when a form of physical, financial or social punishment such as loss of job, loose of income, reduction of or demotion is out to an individual for low performance.

        In fact it has been observed that the performance of employees in work jetting or at best in an organization is dependent on the degree of motivation given to the employee by the employers(s), however, employees energy curve well be at lowest when there are perceived inadequate motivation.

        In recent times, motivation of workers has been a subject of controversy between workers and management. A worker (employee) feels satisfied (intrinsic), when he is aptly he motivated, but dissatisfied (maintenance) when he is not motivated. The motivational factors are:

1. Achievement
2. Recognition in work place
3. Good take home package
4. Higher responsibility
5. Advancement and growth
6. Training and development
7. The work itself

Maintenance factors are:

1. Company polity
2. Work condition
3. Salary
4. Relationship with peers
5. Inter-personal relationship with superior
6. Inter-personal relationship with subordinates
7. Job security

The above factors are what Fredrick herzberg, referred to as the “two factor theory” but if the above factors the motivational facts are properly harnessed, the employees would perform better in any organization.

        Nevertheless, contrary to what motivation is all about, some organizations choose the path of rationalization for the sole aim of not paying a whopping sun as salary. The workers also have chosen to commit fraud without recourse to equity due to job insecurity occasional by frequent retrenchment exercise. This is the main reason for sporadic fraud in banks as witnessed in the country on recent time. In conclusion therefore, it has been noticed and conforded that lack of motivation is the bone of frequent strukes and decreased productivity in an organization; sums up the merits of motivation thus:

1. It enhances individual and organizational growth
2. It improves productivity and performance
3. It enhance quality
4. It improve safety
5. It enhances group dynamism
6. It enhances corporate image
7. It enhances good labour management relations

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