Every successful organisation depends on the extent of effective performance of its employees and such performance will depend on a large extent on the employee’s knowledge and skills of the workers and employees. However these skills used in measuring the performance of an employee is not good and sufficient enough. The important thing is to understand what motivates an employee who then reveals how his/her abilities are activated and how potentials are released. Therefore, a good and effective manager should be mindful of factors that the workers because determination of larger extent of success of the organisation depends on the workers.
It is important to note that lot of theories have been propounded on motivation by different people, such as F. Herberg, D.McGregor, Abraham H. Maslow and C. McClelland. These theories have led to the recognition of different motivational tools which can be used by an organisation in order to improve and facilitate the interest of their workers. Salary has been seen by the researcher and other theorists is one of the best factors that an organisation can use to motivate their workers and also provide for incentives in terms of monetary to their workers. Employees should be given proper and adequate recognition inorder to achieve the objectives of the organisation.
TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.1BACKGROUND TO THE STUDY
1.2 STATEMENT OF PROBLEM
1.3 RESEARCH QUESTIONS
1.4 OBJECTIVES OF THE STUDY
1.5 JUSTIFICATION OF THE STUDY
1.6 STATEMENT OF HYPOTHESES
1.7 SIGNIFICANCE OF THE STUDY
1.8 SCOPE AND LIMITATION OF THE STUDY
CHAPTER TWO
LITERATURE REVIEW
2.1 INTRODUCTION
2.2 AN OVERVIEW OF MOTIVATION
THEORETICAL FRAMEWORK
2.3 THE THEORIES OF MOTIVATION
2.3.1 ABRAHAM H. MASLOW NEEDS HIERARCHY OR DEFICIENT THEORY OF MOTIVATION.
2.3.2 McCLELLAND’s ACHIEVEMENT NEED THEORY.
2.3.3 TWO FACTOR THEORY
2.3.4 HERZBERG THEORY
2.3.5 J.S ADAMS EQUITY THEORY
2.3.6 VROOMS EXPECTATION THEORY
2.4 TYPES OF MOTIVATION
2.5 THE NEED FOR MONETARY INCENTIVES
2.5.1 Person Variables
2.5.2 Task Variables
2.5.3 Environmental Variables
2.5.4 Incentive scheme variables
2.6INCENTIVES
2.6.1 NEED FOR INCENTIVES
2.7 AN OVERVIEW ON REMUNERATION
2.7.1 DETERMINATION OF REMUNERATION
2.7.2 PRINCIPLES OF REMUNERATION POLICIES
2.8 MOTIVATION IS THE KEY TO PERFORMANCE IMPROVEMENT
REFERENCES
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 INTRODUCTION
3.2 RESEARCH DESIGN
3.3 HYPOTHESIS OF THE STUDY
3.4 METHODS OF DATA COLLECTION AND SOURCES OF DATA
3.5 METHOD OF DATA ANALYSIS
3.6 MODEL FORMULATION
3.7 THE APRIORI EXPECTATION
3.8 CRITERIA FOR DECISION MAKING
3.8.1 Co-efficient of determination (R2) and Adjusted R2
3.8.2 F-Statistics
3.8.3 Student t-test
3.8.4 Durbin Watson Test
3.8.5 Standard Error
REFERENCES
CHAPTER FOUR
RESEARCH, FINDINGS AND ANALYSIS
4.1 INTRODUCTION
4.2 DATA PRESENTATION
4.3 THE REGRESSION RESULT
4.4 INTERPRETATION OF RESULT
4.4.1 TEST OF GOODNESS OF FIT (R SQUARED)
4.4.2 TEST FOR THE PRESENCE OF AUTO CORRELATION (DURBIN WATSON)
4.4.3 TEST OF INDIVIDUAL SIGNIFICANCE
4.4.4 TEST OF OVERALL SIGNIFICANCE
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.0 INTRODUCTION
5.1 SUMMARY OF STUDY
5.2 CONCLUSION
5.3 RECOMMENDATION
BIBLIOGRAPHY
APPENDIX I
COMPANY PROFILE
