ASSESSING HUMAN MOTIVATION AS AN EFFECTIVE TOOL FOR ORGANIZATIONAL DEVELOPMENT
|BANKING AND FINANCE|
No of pages
|MS Word & PDF|
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An organization can be defined in terms of the machinery used, but rather it is the human beings in the organization that make up the organization.
For an organization to achieve its objective, it has to entail the utilization of the available resource such as time, money and material resources such as machinery, raw materials and human resources.
The human resources of an organization are its most treasured reassured resources.
This is because all other resources are of no importance without the involvement of the human resources (the Gordian 2004) the human resources coordinator, coordinates all other resources into whatever objective they are to achieve. Also, the survival, achievement of productivity and the importance of any organization rests on the human resources, because human resources can think, differentiate between good and bad, and have ability to know what is attainable.
An organization that wishes to achieve its object has to work beyond the survival and relevance of processes procedures, machine and indeed all technology but focus more on the human resources because all technology function as a result of the skill and willingness of the human resources, for the human to be highly motivated.
‘‘Motivation’’ is the general term applying to the entire class of drives, desire, needs, whishes and similar force (Welt rich and Klotz 1993) to say an organization motivation employees means that is does those things which it hopes will safe those deserved and desired manner.
Human motivation therefore is that which triggers or propels human beings to act in a required way.
It can also be said as that something and make them willing to work hard in other to do it.
But before an employee can be effectively motivated to carryout a task, he has to have a motive.
These human motives are based on a need, they are either primary need such as their physical requirement for water, air, food, sex, sleep, shelter on secondary needs such as self esteem, status, affiliation with others, affection, accomplishment and self assertion (Welt rich and Koontz 1993) when these things are satisfied in a human being, he may feel highly motivated.
For an organization to effectively co-ordinate its employees’ because employees abilities are not fully productive without motivation.
Motivation is a particular drive or desire in an individual and it moves them into performing an action that will enable them achieve a goal.
An organization has to know that it cannot achieve its objective by just employing an individual based on their technical qualifications, experience, credential and all material but rather, it should look at the individual person motive as well (Kenner 2000) for an employers to have a long term success than in any given job will depend for more on the energy and emotional engagement he brings to the job than on the training or qualification the person has obtain over a long time, the energy tends to differentiate those who enjoy their work and makes it easier for individual to excel.
1.1 STATEMENT OF THE PROBLEM
The purpose of an organization is to achieve its objectives and to achieve these; it has to have effectives and efficient employees.
This, however not the case in most organization what we see are employees who are lazy, slow, to act and unconcerned about their jobs.
They are said to lack the zeal, the brightness and the motivation of hardworking, people and generally they dislike hearing anybody talk about efficiency, dedication, honesty, competence and productivity all which characterize achievement of people in an organization (the guardian 2004).
Moreover, most organization does not consider motivation technique as one of the ways in which they can improve their employee’s productivity.
They are mostly profit driven and don’t think that by appropriate motivation of their employees, they will achieve their objectives.
These organization looks at the technical qualifications experience, credentials and the aims of the individual they employ such that these employees with right credentials, qualifications and experiences are not rightly motivated in their job or work condition, their performances tend to be below par.
1.2 OBJECTIVE IF THE STUDY
The purpose of this study is to show that an organization can achieve its objectives by motivating its employees.
The study shows, to the organization, the ways to improve their goals.
The study also shows the extent of motivation in the turnover of employees in an organization.
The specific objectives of the study are therefore to:
* Identity the importance of human resources in an organization and also shows the importance of motivating the human resources in an organizational development.
* It states clearly how the motivation of the human resources can help organization in achieving the objectives.
* It identifies the organizational context of effective motivation and performance.
* It states how the management of an organization can use rewards and goals to motivate its employees.
1.3 SIGNIFICANCE OF THE STUDY
The study is significant in the sense that it will enable the bank and other organizations to be aware of the importance of their human resources and also that by motivation, their human resource will improve their objectives.
The study will also provide information on factors which best motivates staffs of any organization, it is also hoped that this study will serve as a resourceful material for further research into this subject matter and also broadens the knowledge on motivation.