In recent times, managers and management researchers have long believed that organizational goals are unattainable without the enduring commitment of members of the organisation.  Motivation is a general term applying to the entire class of desires, drives, needs, wish and similar forces. The main objective of the study is to examine ways of using motivation as a tool to enhance productivity of workers in Imo State Polytechnic. The theoretical framework adopted in the study is the Maslow”s Hierarchy of needs.  Data for the study were gathered from primary and secondary sources using the questionnaire as the instrument of data gathering. The table, simple percentages and chi-square were utilized in data presentation, analysis and testing of hypothesis. A total of 286 questionnaires were distributed in the research among academic and non-academic staff of Imo State Polytechnic out of which only 280 were completed and returned. The study concluded that human motivation is of utmost importance to organizations and can only be ignored by management at their own detriment and therefore recommends that there should be regular payment of employee salaries and remunerations at the polytechnic to avoid incessant strike actions and other acts exhibited by employees which is inimical to the attainment of the organizational goal.

CHAPTER ONE

1.0       INTRODUCTION

1.1       BACKGROUND OF THE STUDY

In recent times, managers and management researchers have long believed that organizational goals are unattainable without the enduring commitment of members of the organisation.  It has been said that the workforce remains the most critical productive asset of any Organization.  It is the human element that gives direction and dynamism to the organisation. 

Motivation as a process that started with a need in human being which creates a vacuum in a person. In an attempt to fill the vacuum, an internal driving force is generated which starts and sustains a chain of action and reaction. It is at that point that the vacuum is also filled. With this background information, Nnabuife (2009), defined motivation as the internal or external driving force that produces the willingness to perform an act or a conclusive end. This first aspect of motivation will choose to describe internal motivation because the driving force comes within an individual. The second aspect is external motivation, is applied by the institution. This is because employees are motivated to identify with the institution in order to satisfy their varied needs and desires. Until they have been identified and properly satisfied, they will never cease to impede smooth running of the institution.

Employee motivation is one of the policies of managers to increase effectual job management amongst employees in institution. (Shadier et al. 2009). A motivated employee is responsive of the definite goals and objectives he/she must achieve, therefore in that direction. Rutherford (1990), reported that motivation formulates an institution more successful because provoked employee are constantly looking for improved practices to do a work; so it is essential for institution to persuade motivation of their employees. (Kalimulla et al 2010). Getting employee to do their best work even in strenuous circumstances is one of the employees most stable and greasy challenge and this can be made possible through motivation them. Scott (1996), sees effective motivation as those reward tools which an organization adopts to reward its workers for higher or improved productivity.

This work will therefore attempt to probe into the motivational tools employed by the management of Imo State Polytechnic Umuagwo, to motivate its employees. The finding will help to evaluate the problem and prospect of the institution in the area of motivation and suggest ways of improvement.

1.1.1 PROFILE OF IMO STATE POLYTECHNIC

Imo State Polytechnic Umuagwo, Ohaji (formally Imo State College of Agriculture), was established in the year 1978, by the Imo State Government as an arm of the ministry of agriculture and natural resources with the responsibility of producing agriculturist of middle level cadre for the prosecution of the state”s agricultural policies. It metamorphosed to Michael Okpara College of Agriculture and Technology (MOCATECH), Umuagwo in 2005. The institution was established to provide courses of study, training and research as well as development techniques and skills in all branches of agriculture and technology of a standard, leading to the award of National Diploma (ND) and Higher National Diploma (HND).

In 2007, following the signing into law of a bill passed by the Imo State House of Assembly by His Excellency Executive Governor of Imo State, Chief Ikedi Ohakim, the law known as the Imo State Polytechnic law No II of 2007 amended the edict No II of 1979.

The polytechnic is located on 360 hectares of land donated by the Umuagwo community in the Ohaji/Egbema/Oguta Local Government Area of Imo State. It is sited 26 kilometers from the capital territory on the Owerri-Port Harcourt road. Imo State Polytechnic is recognized in the committee of polytechnics in Nigeria, national and international agency such as NDTE, JAMB, NYSC, Federal Scholarship Board and ETF, the polytechnic status of the institution has brought about several structural and physical development as well as reorganization of courses and the introduction of new academic programmes.

1.2 STATEMENT OF PROBLEMS

It was not until the gap derived harm through experiment carried out indicates why workers leave institutions due to the fact that they are not motivated enough

However, this research attracted some specific problem which includes irregular promotional structure, delay in payment of salaries and lack of recognition of workers achievement hence, low performance and productivity becomes the end result and finally work dissatisfaction. The specific and feasible statement of the problem will therefore be to “motivation as a tool for enhancement of workers productivity within the defined variables of motivation characterized by (pay and promotion) on workers” productivity involving employee input and quality of output.

1.3 OBJECTIVES OF THE STUDY

The main objective of the study is to examine ways of using motivation as a tool to enhance productivity of workers in Imo State Polytechnic.

Specific objective include;

i.          To examine the relationship between workers pay and employee input.

ii.         To ascertain the relationship between workers pay and the quality of output

iii.        To ascertain the relationship between promotion and employee input

iv.        To ascertain the relationship between promotion and the quality of output.

1.4       RESEARCH QUESTION

i.          How does workers pay affect employee input in the institution?

ii.         Is there a significant relationship between workers pay and the quality of

output?

iii.        What is the relationship between promotion and employee input?

iv.        To what extent does promotion affect the quality of output?

1.5 RESEARCH HYPOTHESIS

H0:       There is no significant relationship between pay and employee input

H0:       There is no significant relationship between pay and quality of output

H0:       There is no significant relationship between promotion and employee input

1.6 SIGNIFICANCE OF THE STUDY

This study is an essential tool in any public or private sectors and or contribution on the field of public administration.

?          This research is of great important to different categories of people like individuals, students, organization and the management of Imo State Polytechnic Umuagwo

?          It is an essential tool by which management of Imo State Polytechnic will reappraise their present motivational package with the aim of enhancing workers productivity and reduction in labour.

?          It also serves as a reference document to other researchers, leaders and employers by contributing towards the advancement of knowledge in management and other field.

1.7 SCOPE OF THE STUDY

This research work is on the motivation as a tool for enhancement of workers productivity in higher institution and it is restricted to Imo State Polytechnic, Umuagwo. It includes both academic and non academic staff of the institution, and also investigates the various methods and measures by which workers of this institution are motivated based on their productivity.

1.8 LIMITATION OF STUDY

Some limitation that were identified and encountered in the process of the study includes:

?          Time: The researcher had little or no time in gathering the necessary information needed to carry out this research work as a result of some academic activities

?          Insufficient Fund: Due to financial difficulty prevalent in the country and its resultant increase in commodities, research materials e.t.c. the researcher was unable to accomplish the numerous activities necessary for a thorough research work. .

?          Application of some of these instruments was also a constraint especially in the application of questionnaire and conduct of interviews.

?          Electricity: The researcher had a hard time in typing, proof reading, editing, and printing of this work due to the incessant seizure and interruption of power supply by power holdings limited

1.9 DEFINITION OF TERMS

There are some unique and difficult words used in this project however, they are carefully explained for easy understanding of their meaning and the context in which they are applied.

Motivation: This refers to an inner drive that energizes activities, compels and moves an individual to act or behave positively in a certain manner.

Productivity: It is the ratio of input to the total quality of output.

Promotion: This is the advancement of an employee”s rank or position in a hierarchical structure.

Management: Is a process of planning, organization, directing and controlling the activities of the organization in order to reach its goals and objectives.

Tool: This simply means any item or article used to achieve an objective in an organization. It is an instrument or measure employed management to achieve set objectives in an organization.

Pay: This is a basic compensation or reward and incentive usually in form of wage or salary.

Employee: This is a worker that is being employed by the employer on which certain duties will be allocated to him/her to discharge it efficiently and effectively so that the employer will through them accomplish the goals and objectives of the organization.