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07030248044Learned executive improving in their effort to build a structure of effective human resource and efficient management in their organizations are often confused by the apparent inconsistencies of management theories. Thus because of this confession strategies growing out of those theories are often not used effectively.
Of one examines carefully what the theorist says, it is seen that a common language and a common set of integrative assumptions underlining most, if not of their ideas. These integrative assumptions are summarized in a way that it avoid the involve language used by many of the theorist, until later in the review.
The first assumptions of the majority of the employees have desires to use a significant portion of their skills and abilities at work. This goes in cognition that man’s need will over grow to self-actualized or men will over becomes the must that he can become.
Koontz and Weihrich (Maslow’s hierarchy of needs 1988). The theorists share an optimistic view of man as a creature with great potential who is instantly in search of ways to develop himself. They feel that he naturally brings this aspect to himself to the workplace and that he, therefore desire work and work related experienced that contribute to meeting this need. They recognized that abilities and the needs to use them are distributed in different moments in employees, but they also share the belief that the great majority have a significant need of growing and developing themselves.
The second assumption is that of our business and industrial organizations have become victims of not offering their employee opportunities to use their skills and abilities.
The theorist suggest that the way in which business and industrial organizations are structured and managed leads to under-utilizations of employees skills and abilities. They believed that in running an organization in name of an efficient operation, we have involved jobs, ways of making decisions that result in the waste of a large proportion of the talent of the employees.
The third assumption is the failure of utilize talent and skills which often makes work a less satisfying than it should otherwise be. The theorist share believes that the under-utilized skills and talents situation is because the most needs of employees to use their abilities are poorly met.
Consequently, it was the contention of these theorists that charity the understanding that people whose abilities are under-utilized normally suffer a certain amount of psychological damage in the sense that the potential feelings of well-being and self-esteem that can come from doing work that one finds satisfying and meaningful are lost to them.
The fourth assumption is that this same failure as highlighted above makes the organization less economically effective than should otherwise be. The theorist believed that a significant proportion of expensive organizational problems-such as turn over absenteeism, lateness, poor productivity and poor headily of output are association of employee abilities. These were convergence of viewpoints that if work and work environment are non-supportive of employee’s needs, the employees will without their energy and that this, too will have implication for organizational effectiveness.
Finally, the assumption that is management challenging therefore is to structure the organization in such a way that both employee needs for satisfaction through use of their abilities and the organization need to be economically effective are met. This school of thought posted a challenge to management in the task of integrating the growth needs of their employee with the organization need for efficient operations. The ultimate objective of such integration would be to involve the organization in which the employee would also inevitably contribute maximally to the organizations needs that is an organization that is truly integrated. (Maslow, 1954) reviewed that both organizational effectiveness and maximum need satisfaction of the employee are obtained from the activity of integration.
Most organizations have properly defined objectives. The management of organizations has the task of achieving the desired objectives by managing the resource at its disposed. There is general acceptance that the most valuable resources of an organization are its human resources. The extent therefore to which organization succeeds in achieving its objectives or goals rest very much on the productivity of human resources. It is therefore of paramount importance that or an organization to obtain maximum efficiently and productivity, the organization or the management of every organization whether big or small to motivate its work force/manpower adequately.
Productivity at the work place is a function of both the level of motivation and the skills of the workers. The managers have to identify the appropriate motivational tools really wanted by the workers in order to achieve the desired results.
Managing requires the creation and maintenance of an environment in which individual work together in the groups toward the accomplishment of common objectives.
A manager cannot do this job without knowing what motivates people. The building of motivating factors into organizational roles and processes must be built on knowledge of motivation both in INTELS Nigeria Plc and all other companies’ organizations.
The idea of using money as an inducement to people work harder is almost as old as money itself. Many people have been managed through the “punishment reward” system until the present century.
It is unusual for workers to be paid for what they produced, and not only during the time were they working, without any form of guaranteed basic wage. The management of integrated logistics services (INTELS) Nigeria Limited by withholding payment when work is not being carried out and providing remuneration when work is done uses money as both sanction and reward. The diversity of opinions have caused the company to abandon financial incentive scheme in favor of some other methods of payment and alternative forms of motivation. Much of this trend had been countered by a reciprocal movement forward payment –by-result.
Before any attempt can be made to design a suitable scheme of remuneration in the INTELS Nigeria Ltd. It is essential that the management to fully understand the factors that motivate people to work well, hence it may be that different people are motivated by different things, such motivation even being conditioned by challenging circumstance in dynamic situation.
The objective of this research is to determine whether an organization can achieve management effectiveness and organizational efficiency through motivation of employees by the managers.
Motivation is concerned with the “way” of human behavior, with what it is that makes people do things. For example, why doesn’t Debbic perform at her level of competence, or why does Benson work so much harder than pat? These questions can be partially answered with an understanding of human motivation.
Whenever a manager is asked what his biggest problem is; the answer in the vast majority of cases come back-motivating subordinates. How can I motivate my people? This is a challenging question that will not go away. Therefore, this research is aimed at proving what manager can use to create conditions, which will motivate subordinates to exert the necessary effort to achieve performance in order to obtain managerial effectiveness and efficiency.
We attempted to answer the following questionnaires in this research.
1 Why do people in an organization work?
2 Why do people behave as they do in formal work organization?
3 Is there any desirable level of motivational tool in an organization?
4 What determines the failure of employees to utilize talents and skills which often makes work less satisfying experience than it could otherwise be?
5 How can a manager determine the optimum level of tools to apply?
Having known that not only will the form of the motivation vary with the type of work and even the particular job, but also any form of motivation will not have the same appeal for individual workers engaged on the same job. Since motivation depends on the organization, have a direct bearing on the level of efficiently of management, optimizing the level of motivation by manager INTELS company Ltd trying to identify the appropriate motivational tools really wanted by the workers in order to achieve the desired result is very essential to the company.
The research is a bid to finding out the optimum level of motivational tools to be used by the management of the INTELS Company for efficiency.
This work study is restricted to INTELS oil and Gas Company limited and all other companies embarking on similar job product. Two serious limitation of this study are time and finance required to carry out this study.
The researches come into success due to the likely timely co-operation of the staff and persons whom I served my questionnaires. Also the climatic condition was very friendly during the period of the research. The help the research achieved the desired objectives.
Below are some terms and their definition;
Behavior: one’s attitude and manners towards other people.
Efficiency: Quality of doing something well with no waste of time and money.
Motivation: Making something via bursting morale.
Organization: Group of people who form a business together to achieve a certain objective.
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