Employee Motivation And Productivity

INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In any given state different utility functions are performed. Some of these function services can be produced by private individuals but the cost will be high as to be beyond the financial reach of every individual who requires such essential goods, functions and services. In order to avoid such situations government decides to provide these essential functions and services itself. In doing so, the government does not want such services reasons to be under taken by a government departments or agency but instead sets up special institution, gives them legal and economic advice of edicts, decrees or acts of parliament to provide essential services. Among others, such organisation so set up became known broadly as state university or polytechnic.
Enugu state university of science and technology is Enugu state owned institution of higher learning established by the former Governor of Anambra State Chief (Hon) Dr. Jim ifeanyichuwku Nwobodo in 1980 following the creation of Enugu state in 1991, it became Enugu State University of Science and Technology. The institution is changed with the training of middle and high level manpower, carrying out research geared towards solving human problems among others. To achieve these goals and objectives, the university was staffed with different member of academic and non-academic staff.
Thus, all activities of any organizations are initiated and determined by the persons who make up that institution.
Dale Yoder (1972: 225) argues in affirmative, he contends that working organisations presumably begin with knowing the requirement of people, what ever may be their organisational goals and objectives, they can be implemented only through the end for the capabilities of people. Organisational structure must be manned or staffed, if they are to accomplish anything.
Human effort therefore is central to the attainment of any organisational goal.
The ability to motivate workers in any organisation will go a long way to enhance the organisational out put and productivity. Achievement of the workforce.

1.2 STATEMENT OF PROBLEM
1. ESUT staff are not paid as at when due, these had resulted in poor performance of staff.
2. The staff of ESUT are not usually exposed to in service and other training programmes which had resulted to inefficiency.
3. ESUT staff are not promoted based on merit but on whether the affected officer knew those in authority and it had caused low productivity, poor performance workers.
4. Incessant strike actions by staff of Enugu State University of Science and Tec, had also affected productivity of staff.

1.3 PURPOSE/OBJECTIVES OF THE STUDY
The search for solution to the problems of motivation and productivity in Enugu State University of Science and Technology has almost proved futile. Those problems are multifarious and have provoked series of researches on how to reduce these anomalies to the warmest minimum and make Enugu University of Science and Technology (ESUT) achieve better result (training of Manpower).
It is the objective of this research to show that if the motivational strategies are effective, Enugu State University of Science and Technology (ESUT) can improve her level of performance.
Therefore, the specific objective or purpose of this research could be narrowed down as follows:
a. To examine the effectiveness of the existing motivational strategies like in service and other training programes in ESUT.
b. To examine the factors effecting the non-payment of salaries in ESUT.
c. To identify possible steps to be taken in order to solve the problems of low productivity. This will include determining the extent workers negative emotion affects productivity in the institution.
d. To identify and pin down other variables that impede productivity in ESUT like incessant strike actions by the staff and others if different from the above.

1.4 SCOPE OF THE STUDY
The scope of this study is to identify and make recommendation on the effect motivation and productivity. In this regard, Enugu State University of Science and Technology was used as a case study. The study is meant for workers and staff of the university only.
Though this study is limited to ESUT, the findings and recommendations will all be applicable to other universities and tertiary institutions across the country.

1.5 RESEARCH HYPOTHESIS
According to E. C. Osuala, a hypothesis is a conjectural statement of the relationship between two or more variables.
Oji and Chukwuemeka (1999: 35) also contend that hypothesis are always in declarative sentence form. Therefore, it is not a question.
For the purpose of this study, the following hypothesis will be tested. They include;
Ho: Increased productivity in ESUT did not impede as a result of poor motivational strategies.
Hi. Increased productivity in ESUT is impede as a result of poor motivational strategies.
Ho: The economic crunch experienced nation wide did not impede the favourable result of motivational factors.
Hi: The economic crunch experienced nation wide impede the favourable result of motivational factors.
Ho: Poor attitude to work did not impede productivity in Enugu State University of Science and Technology.
Hi: Poor attitude to work impede productivity in Enugu State University of Science and Technology.
Ho: Poor attitude to work impede productivity in Enugu State University of Science and Technology.
Hi: Poor attitude to work impede productivity in Enugu State University of Science and Technology.

1.6 THE SIGNIFICANCE OF THE STUDY
Research arises according to Charles Worth, when there are problem to solve, peculiarities or puzzles about phenomena or the question of giving meaning to them.
Charles Wroth, (1980: 55) there are many reasons for the study of motivation and productivity in Enugu State University of Science Technology. One hinges on the importance of education to developing and developed nations, another is purely academic interest of knowing if motivation has a positive or negative correlation.
Such an evaluation will help to determine if the objective has been obtained. It would also be interesting to find out if other intervening variables like : –
(1) Poor staffing strategies.
(2) Bribery
(3) Corruption and
Finding could influence performance when motivational strategies managers, are effective. Lasting, organisations, managers, directors and policy formulators will gain a lot if they are aware of these factors that inhibit their employee to or form great performance and productivity.

1.8 DEFINITION OF TERMS
ESUT – Enugu State University of Science and Technology.
Motivation – Is simply defined as the energizing force that induces and
maintains behaviour
Strike – For higher pay/against bad working conditions
In Service Training – Is a training conducted side the ministry/
organisation by the top officials.
Productivity – Is the increase efficiency and the rate at which goods are
produced.