A Critical Analysis of Employees’ Motivation in the Nigerian Polytechnic Education System Abstract
For a long time, the idea has always been that employees only work to keep body and soul together – just to live; these days, employees work for more than just sustenance and that is what this paper tends to show. For every average human person, the motive to work goes beyond just the sustenance motive, it is a motive to live and show life for it, motive to be accepted as what one’s desire, motive to show the feelings of acceptance and I-can –do-it –if-given-the-chance attitude; motives of adding value to life, motive of giving and receiving recognition, and motives of getting feedback for every actions taken. This paper tends to argue that motivation goes beyond just the various definitions we are all exposed to, it is a mystery that even all psychologists are finding difficult to unravelled, it goes beyond theories and postulations, not for any other reasons, but for the fact that it involves man and the subject of discuss – motivation, it is an innate thing that is subject to the manipulation of the person being observed. It is also poised to answer the questions of why the choice of a particular means of motivation over another; as well as, to test whether a relationship exist between the motivation enjoyed in one organisation and the performance of related organisation where such motivation was denied. In achieving these lofty aims, the researcher sampled 250 senior staff/respondents from six Polytechnic institutions in Osun state Nigeria consisting of the three major types of Polytechnic in Nigeria( Federal, State, and Private Polytechnics) to elicit and measure their opinions on the subject under review using both qualitative (semi structure interview method) and quantitative methods (questionnaire) using Chi square data analysis technique for the latter and explorative data analysis for the former). The paper also marshalled through the various postulations and theories of motivation, as well as the place of money in motivation; it however concluded to show that employees does not just live by “bread” alone but by whatever they determine to bring them satisfaction that forms the essence of engaging in any economic activities, and that strong relationship exists between motivation of related institutions on individual institution’s performance. Introduction
Motivation is a basic psychological process. Along with perception, personality, attitudes, and learning; motivation is a very important element of behaviour. Nevertheless, motivation is not the only explanation of behaviour. It interacts with and acts in conjunction with other cognitive processes. Motivating is the management process of influencing behaviour based on the knowledge of what make people tick (Luthans, 1998). Motivation and motivating both deal with the range of conscious human behaviour somewhere between two extremes: Naturally born reflex actions such as eating and craving for safety (nobody ever taught a new born baby how to eat through the mouth; it is just an innate thing); and, learned habits such as brushing one's teeth or handwriting style. One way of stimulating people is to employ effective motivation, which makes workers more satisfied with and committed to their jobs. Efforts affect actions and action dictates results, and these results are actually desirable in some ways by managers; then motivation acts as a catalyst to ensure greater effort is made to actions and performance which resultantly affect result. Secondly, good motivation is minimising the factors that tend to create dissatisfaction, and maximising the effects of those factors that can create good and positive motivation (Forsyth, 2000: 24). Creating a good motivational climate is a continuous task and it takes some time. What serves as motivation today may serve as a resentment tomorrow which throw a great task of constant revision of motivational policies on managers....
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