Essay on Motivating Staff Performance: Research Findings & Recommendations

Introduction

Motivation is essential in the performance of every task. When the workers and the staff are motivated at the workplace, they tend to be more productive in the job, hence desirable results. This paper analyses the research findings of the impacts of motivation on staff performance. It uses models and theories to put forward recommendations and also compares viewpoints.

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Introduction

The workers in Nigeria have complaints on the poor working environments. These environments are made up of corruption, lack proper motivation, and teamwork. The research interviewed to determine the type of motivation and the impacts it had on the workers. The recommendations arrived at, are to solve the current problem as well as prevent future occurrence of the same issues at the workplace. Human resource management for many years has evolved as a discipline that encompasses psychology to solve daily problems related to work. This element of human resource has made it develop models ad theories to describe the scope of the issues likely to be encountered in a daily working life of an individual within an organization..The discipline considers the environmental factors as the significant influence of the resulting success of a workplace. The essential role of this discipline is the acquisition and utilization of labour. Procurement and the ability to retain workers is the current challenge of the world workplaces, because of the competition and the changing orders of work. There is a need to develop workers that are adaptive and willing to adop[ t changes that can come their way. The need to understand the motivation of workers is essential in the plans to mould and retain them. There are ways; an employer can discover the workers motivating factors and provide them as a way of trapping the worker in the workplace and grow the inputs. It allows the staff member to grow emotionally and socially too.

Motivation is the crucial determinant in the productivity of any staff. The research was based on the statement problem by the Nigerian citizens who had complaints. There have been complaints of lack of motivation at the workplace, cases of corruption, and poor working environment. There are several opinions on what motive can be. It varies from every individual and the needs. The research method used was the interview technique which involved the one on one interview with workers from diverse backgrounds. The workers also had different needs and educational experience and orientation. This methodology made this method a success.

The findings were diverse depending on the gender and the age factors, for instance, the married people, defined motivation as any offer that had any monetary benefits and nothing else would make an impact than that. An example is Mr.Oluwaseu, who describes her priority as being entirely financial. The people of a younger age did not find monetary motivation as the only way to build up working morale..An overall number of interviewees mentioned, appreciation, and excellent communication by the managers as the best motivation factors.

Analysis of the Findings

Several factors affect motivation. The factors that the findings portrayed are divided into two. The various capital situations and the average social factors such as the need to be appreciated. If the management recognizes the idea of a staff member, the staff member feels like part of the growth team and feels useful for participating in the work. They feel a part of the working system .Every individual needs to feel free in a working atmosphere. The feeling of being free makes an individual happy, and this translates to higher returns in terms of the benefits to the organization.

Models to aid in formulating Recommendations

Maslow's Hierarchy of needs theory can be used to discuss the findings of the research. There are needs that every employee has, depending on the marital status, psychological needs, and the age of the employee. The requirements are different depending on the person.

Another model that can describe used to achieve recommendation is the process theories. The sum of these theories addresses the core need of every living individual. The expectations need for equity in life and the prioritizing a goal. Victor vroom states in the expectancy theory that motivation is the acquired values in operation. The actions should bring in the hope that work will attain some expected benefits. Every employee who participated in the interview had some expectation from the workplace. Vincent Balugun, aged 55, for instance, looks forward to a workplace with teamwork and support system

The needs related to Adams theory that emphasizes on the need for equity. People are always in comparison with others. According to the research findings. The employees are comparing the reward given in the light of ownership and not the value to self. This can be a source of unhappiness, especially when there are co-workers with different academic backgrounds.

Aspect rather than on a physical perspective. Equity theory suggests that employees are more interested in the comparative view of rewards rather than the award itself. Finally, the Goal theory model suggests that every individual is goal-oriented and have aims in life. The family goals and also personal. The younger workers might need time to pursue their educational purposes and should not feel pressured by the work so much that they cannot continue them

Viewpoints

The sample of sixty workers from diverse occupational levels showed various points of view. While a majority found monetary motivation as the key factor in increasing productivity, others preferred appreciation and support from the stakeholders as paramount. Low wage income earners are motivated intrinsically. The monetary factor still drives people in Nigeria. A typical Nigerian worker, both in different social, marital status is likely to be motivated by money and any extrinsic reward. Some workers found it better when they made independent choices and felt confident when they never had to be supported by the management from time to time. This view contrasts with the majority who thought that the constant communication and guidance by the management made them feel confident, and part of a system.

The workplaces, however, should consider the social freedom of the workers. The environment created should favour the growth of the worker.it should consider the family and other responsibilities. The workplace should also find equity in labour division .this will prevent some workers from feeling exhausted or overworked. Finally, the inclusiveness in decision-making is essential in motivating the staff

References

Asrar-ul-Haq, M., & Kuchinke, K. P. (2016). Impact of leadership styles on employees' attitude towards their leader and performance: Empirical evidence from Pakistani banks. Future Business Journal, 2(1), 54-64.