THE IMPACT OF MOTIVATION, GOOD HUMAN RELATIONS AND JOB SATISFACTION IN AN ORGANISATION
(A CASE STUDY OF NIGERIAN POSTAL SERVICES (NIPOST), TERRITORIAL HEADQUARTERS ENUGU).
ABSTRACT
    The purpose of the study is to highlight on the impact of motivation, good human relations and job satisfaction in an organisation, with reference to Nigerian postal service (NIPOST), Enugu Territorial Headquarters.
    To guide this work, four research questions and four research hypothesis the study. A structured questionnaire was developed and administered by the researcher to some of the senior and junior staff of Nigerian postal service, Enugu Territorial headquarter. T.test was used to test the null hypothesis therein, wile table analysis where data were decoded into mean and standard deviation was used for the research questions.
    Based on the major findings of the research, conclusions were drawn and recommendations made to elicit the problems associated with the topic under study.
TABLE OF CONTENTS
CHAPTER ONE
1.0    Introduction                            
1.1    Background of the study                    
1.2    Statement of the problem                    
1.3    Purpose of the study                    
1.4    Significance of the study                    
1.5    Scope of the study                    
1.6    Research question                    
1.7    Null Hypothesis                        
1.8    Definition of terms                        
CHAPTER TWO
2.0    Review of Literature                    
2.1    Meaning of human relation                
2.1.1    Human problems encountered in work places    
2.2    Morale                                
2.3    Motivation and its theoretical framework        
2.3.1    Theories of motivation                        
2.3.2     Job satisfaction and dissatisfactions            
2.4    Summary of related literature Reviewed            
CHAPTER THREE
3.0    Methodology                        
3.1    Research design                        
3.2    Area of study                        
3.3    Population of the study                    
3.4    Sample and sampling procedure            
3.5    Instrument for data collection                
3.6    Validity of the research instrument                
3.7    Reliability of the research instrument                
3.8    Method of data administration collection        
3.9    Method of data analysis                    
CHAPTER FOUR
4.0    Data presentation and results            
4.1    Summary of results/findings            
CHAPTER FIVE
5.0    Discussion /Implication/recommendations            
5.1    Discussion of Results                    
5.2    Conclusion                            
5.3    Implications of the results                    
5.4    Recommendations                        
5.5    Suggestion for further research                    
5.6    Limitation of the study                        
References                                
Appendices                                
LIST OF TABLES
4.1    Perceptions of senior and junior workers on the relationship between the management and their staff
4.2    Difference in perceptions f senior and junior workers on the relationship between the management and their staff
4.3    Perceptions f senior and junior workers on what the management do to get their staff motivated
4.4    Difference in perceptions of senior and junior workers on what the management do, to get their staff motivated
4.5    Responses of senior and junior workers on how satisfied the workers feel with their job
4.6    Difference in perceptions of the senior and junior workers on how satisfied the workers feel with their jobs
4.7    Perceptions f the senior and junior workers on the motivational measures employed by the management to ensure greater satisfaction
4.8    Difference in perception of senior and junior workers on the motivational measure employed by management to ensure greater satisfaction.

CHAPTER ONE
INTRODUCTION
1.1    BACKGROUND OF THE STUDY
Achievement of high productivity is the sole aim of every organization. To get at this according to Atueyi (2001), depends very much on the performance of the workers, performance being a function of motivational ability, tools morale and integrity that brings job satisfaction.
    Good human relations, motivation and job satisfaction can be defined as perceived relationship between what a person wants from his work and what actually comes from it. Locke too old found a definite relationship between jb satisfaction and other behavioual manifestations. There is every reason to believe for instance that dissatisfaction is consistently associated with negligence of duty, absenteeism and low labour turn over.
    As Smith to old put it, job satisfaction and motivation is an effective response of the worker towards is job, which is as result of good r cordial human relationship existing in the organization. A satisfied worker that is not being frustrated in the place of work should be expected to perform better.
    Motivation according to O. Donnel (1992) is a means of inducing people to work in a desired manner. It is the process that causes, channels and sustains people’s behaviour. Human beings are the neck that holds the head of an organization, that is they are the most precious capital resources of the industrial society that we can not afford to overlook their inner state of mind towards performance in the organization.
    Therefore, it is because of the impact of motivation, good human relations and job satisfaction towards organization growth that the researcher wish to view from the various chapters of this work using the Nigerian postal service, Enugu Territorial Headquarters (NIOST) as a case study, to ensue that there is need for every management or employers of labour to know and understand the importance of satisfaction and motivation of their workers to ensure high productivity in their organization, if they must achieve their organizational objectives and goals.
    The Nigerian postal services an autonmus entity in the federal ministry of communication came into existence on the as a department in the ministry of virtue of decree number. The organization became a full fledged autonomous body on July 1st 1992 with functions and powers to:
1.    Develop, promote and provide adequate and efficient co-ordinated and economic postal services at air and reasonable rats and fees.
2.    Maintain an efficient system of collection, sorting and delivery of mails nationwide.
3.    Provide various types f mail services to meet the needs of different categories of mail users.
4.    Establish and maintain postal facilities at such character and in such location consistence with reasonable economy as to enable the generality of the populace to have ready access to essential postal services.
In the exercise of the above functions under the decree, the postal services has the powers to:
1.    Provide for the collection, handling, transportation, delivery, forwarding, returning and holding of mails and for the disposal of underlivered mails.
2.    Determine the need for the post offices, postal facilities and equipment in the parastatal.
3.    Prescribe the amount of postage stamps and the manner in which it is to be paid.
4.    Establish and review postal tariff.
5.    Explore additional sources f postal revenue etc. This study will therefore focus o how NIPOST staff are motivated to have job satisfaction for the achievement f the above stated functions.
1.2    STATEMENT OF THE PROBLEM:
One of the greatest problems facing our country today is the attitude of workers towards their job. The management of these problems need not be very emphasized.
In the developed countries, workers exchange with customer, but in Nigeria, reverse is the case. The federal military government then launched a war against indiscipline programme which dealt with restoration of good work ethics in public and private sectors.
It is in view of poor attitude to work that the researcher intend to find out why NIPOST staff appear dissatisfied at their working place. Since its establishment, NIPOST has from time, come under public criticism for inefficiency. This is obvious from repeated public outery against its poor services, that the organization has not attained the efficiency depend to a large extent on good human resources management which ensures a well motivated, devoted and effective workforce.
1.3    PURPOSE F THE STUDY:
The purpose of this study is t find out the extent NIPOST staff are satisfied and motivated towards the performance of their functions in their working environment.
Specifically, the study shall:
1.    Find out whether NIPOST staff relate very well with their employers.
2.    Ascertain whether management of NIPOST do things that get their staff motivated
3.    Find out the feelings of NIPOST staff n their productivity rate.
4.    Find out what motivational methods can be employed by NIPOST management to ensure greater satisfaction of NIPOST staff.
1.4    SIGNIFICANCE OF THE STUDY
Maximum productivity has been considered to be the highest aim of every manage in an organization. The high productivity cannot be attained without individual co-ordination. A good understanding of the factors that will solve the problems of employees r serve the needs of the employees will go a long way to help the management achieve their goals.
    This research will help the management of NIPOST Enugu, to deal with their workers to gain more incentives and better motivational techniques for a greater productivity
    The study is also significant, as it will help in the following ways:
1.    Assist to know how employees of NIPOST are related with their management.
2.    To know what and what the management of NIPOST do in order to motivate their workers, so as to achieve high
3.    To find out whether the NIPOST staff feel satisfied with their work or not.
4.    Assist one to know whether NIPOST management employ motivational measures to see that their workers are motivated and hence achieve greater satisfaction.
However, the importance or relevance of this study, “The impact of motivation, god human relation and job satisfaction in an organization” cannot be over emphasized.
Judging from the above god services which it will help both the management, one can conclude that there s greater importance r role which this research will play in the entire organization and environment hence, the need or “significance” of the study.
1.5    SCOPE OF THE STUDY:
Human relations, motivation and satisfaction are very wide area of studies in personnel management. The researcher will therefore limit this work to the effect of satisfaction and motivation through good human relation on employee’s behaviour and productivity with special reference to Nigerian postal service workers, Enugu Territorial Headquarters. Not only because of time limit in carrying out this research but also to reduce the geographical and financial problems involved in collecting data. So the research is limited within the Headquarters in Enugu only.
1.6    RESEARCH QUESTIONS
The following research questions were designed by the researcher to enable her reach precise conclusion,
1.    What is the relationship of NIPOST staff with their management?
2.    What are the motivational strategies NIPOST management adopt t increase her staff efficiency?
3.    What are the feelings of NIPOST staff on their productivity?
4.    To what extent has NIPOST management adopted different motivational measurers to ensure greater satisfaction and productivity of staff?
1.7    NULL-HYPOTHESIS (HO)
HO1
There is no significant difference (ps. 05) between the mean perception of junior and senior workers of Nigerian postal services Enugu Territorial Headquarters, on how the NIPOST management relate with their staff.
HO2:
There is no significant difference between the response senior and junior staff of Nigerian postal services Enugu Territrial Headquarters at (ps05) on the mean rating on how adequate are the thing which the management of NIPOST do to get their workers motivates.
HO3”
There is no significant difference (ps05) between the perception f junior and senior staff of Nigerian postal services, Enugu Territorial Headquarters, on how satisfied the NIPOST workers feel with their job.
HO4:
There is no significant difference (ps.05) between the mean perception f senior and junior staff of Nigerian postal services, Enugu Territorial Headquarters, on how adequate are the motivational measures which the NIPOST management employ to ensure greater satisfaction.
1.8    DEFINITION OF TERMS
HUMAN RELATIONS:
The interaction that exists amongst people in an organization.
MORALE:
State of mind and emotion
INEFFICIENCY:
Not capable
MOTIVATIONAL DEVICES:
Those devices used t stage up the morale f workers towards achieving organizational goals eg. regular promotion of staff, high pay packages etc
MORALE BOOSTER: Something that increase the workers’ state of mind.
NEED’S HIERARCHY: The order, stage or pyramid f human wants or desire. The higher the hierarchy, the more satisfied the person is.
DECENTRALIZATION: Making the offices and authority of an organization to be scattered at different places. This is the reverse of centralization.