The Impact of Motivation on Employee Performances: A Case Study of Karmasangsthan Bank Limited, Bangladesh. (Published)
Employees are the heart of any organization. For any organization to operate smoothly and without any interruption, employee cooperation cannot be replaced with anything else. It is of utmost importance that the employees of an organization not only have a good relationship with the top management, but also they maintain a healthy and professional relationship with their coworkers. The following study is a self-conducted research on how motivational tools impact the performance of employee for betterment. The study also focused on de-motivation factors affecting employee performance negatively. A sample of individuals was selected and was interviewed with a self-administrated questionnaire to obtain primary data. The data was analyzed using descriptive statistical analysis methods. The results obtained indicate that if employees are positively motivated, it improves both their effectiveness and efficiency drastically for achieving organizational goals.
The Relationship between Entrepreneurship Education and Students’ Entrepreneurial Intentions in Ogun State-Owned Universities, Nigeria (Published)
The alarming rate of unemployment in Nigeria has become a major national problem. To abate this problem, the Federal Ministry of Education made Entrepreneurship Education compulsory for all students of higher institutions in the country. This study therefore investigates the relationship between students’ exposure to Entrepreneurship Education and their career entrepreneurial intentions in Ogun State-owned universities. Six hypotheses were generated for the study. The population comprises all final year undergraduates, with a sample of six hundred and nine. Three research instruments were used. The data collected were analysed using descriptive statistics, Pearson Product-Moment Correlation Coefficient, T-test and ANOVA. Findings revealed that Entrepreneurship Education significantly influences students’ Entrepreneurial intentions. It was recommended among others that Entrepreneurship Education should be practical-oriented so as to have greater participations in classroom interactions which would further enhance motivation.
Purpose: This research paper aims to examine the Impact of University Motivated Environment on Students Learning. Design/Methodology/Approach: Keeping in view the objectives the University Motivated Environment factors has been taken. The study sample of 300 students randomly selected from different departments of Albaha university. The use of the likert scale and a questionnaire containing 35 items related to the university motivated factors were used to measure the impact. Popular statistical T-test ANOVA was applied by using SPSS software highlighting more detailed findings of the study. Findings: The results shows that students are not satisfied with the university motivated learning environment because the services and support provided by the university related to Library, Computer, Parking, Cafeteria, Bus, Air Conditioning, Sports, Lab equipments, Cleanliness, Light, Guidelines, Track Complaints, Website, Internet Wi Fi environment, Training and placement, Update curriculum according to need of Industry, Scholarships, Sufficient number of staff to serve students, Recruiting staff according to the need of students, etc are not proper or given which affect students learning environment. Statistical analysis shows that Hypotheses is accepted in all cases. Originality/value – The value of this research is that the university will improve the services from which students are not satisfied.
This study is set up to examine how motivation affects on comprehending English texts. It concentrates on reading comprehension mainly because reading is the important one of the four skills in English as foreign language (EFL). The participants are university teachers of English language and undergraduate English language students at Blue Nile University in Sudan. The researcher used the descriptive analytical approach because it is suitable for such studies. The data of this study collected by means of questionnaire and tests. This study leads to the findings that there are: motivational techniques improve the EFL intrinsic motivation to read, motivation and attitudes affect on EFL learners’ reading comprehension skills, and different techniques of teaching reading comprehension are helpful in comprehending English texts. Finally the researcher recommends that reading strategies should be taught to EFL students and using games, elements of fun and humors in the classroom motivate students to read and understand.
Motivation is known as one of the most important factors that helps the learning process. In learning a language speaking is less motivated since it need the highest degree of confident among the other skills. Therefore, the focus of motivation should be directed first to speaking. This paper is an attempt to view some of the challenges that face Saudi students in speaking skill particularly. It also endeavors to discuss some implications that would help English teachers to motivate their students to overcome these challenges. Moreover, it displays the concept of motivation including its theories and models. After that, it links motivation to the speaking skills in the Saudi context as it defines the meaning of speaking skill, views its importance and how it should be dealt with in Saudi Arabia
Sustainable Motivational Factors towards the Enhancement of Employees Productivity and Efficiency (Published)
Motivation is the psychological process that gives behavior purpose and direction to achieve organization’s desired goals and objectives. Motivation is one of the most significant ways to attract and retain employees in an organization as well as to make them to do most productive and efficient work. Motivational factors and strategies are very significant concept of management activities to retain and make them loyal employees. All over the world, the large multinational corporations to medium and even small firms recognize that there is no best alternative ways than motivational strategies to communicate with employees and motivate them to most desired and productive work in the most efficient ways. The more a firm knows about its employee’s base, their needs, the easier it is to develop a motivational strategy that will appeal to these characteristics and motivated them well. The purpose of the study is to fine out and determine the distinct motivational strategies and factors which will suit the best to motivate employees. In the present competitive world if any business organization has to survive, it needs to keep an eye on the distinct needs of employees as well as the factors that motivate them well. The study investigates, measures, and evaluates the motivational activities of any organization from the reflection light of employee’s perceptions. To do this Five-Point Likert Scale has been used to survey employees. The study actually reveals the state of employee driven motivational activities and strategies and the employee perception on this perspective and whether these activities are standard and employee perceptions are able to increase productivity and efficiency in every organization. The study also focused to the extent that whether these activities and the defined employee perception can create positive impact on organization and be able to create positive contribution on the building of brand image of the organization. The study found that different motivational activities and its dimensions bound employees to perceive value chain of their work differently and motivate them well. So every organization should analyze the motivational factors and strategies as well as employees expectations first and then it should make a diagram or plan so that the organization can meet its target goals and objectives in the long run through employee satisfaction.
Keywords: ERG Theory, Employee Satisfaction, Employee driven motivation strategies, Equity Theory, Goal Setting Theory., Motivation, Motivation Strategies, Motivation-Hygiene Theory, expectancy theory
Methods Followed By the Southern Ghor District Teachers to Increase the Motivation among Secondary Stage Student in English Language (Published)
This study aims at identifying the methods followed by the Southern Ghor District teachers to increase the motivation among secondary stage students in English language, as well as identifying the most modern methods that can be followed to provoke the students’ motivation in this sensitive phase of the student’s age. The present study also focused on the importance of learning motivation and the factors that influence this motivation. The researcher has chosen the study sample from the English language teachers in the southern Ghor District, specifically the secondary stage teachers who have long experience in teaching this age group for no less than two successive years. The study produced a number of significant results and recommendations, and most importantly the presence of disparity in the rates of using the methods of provoking motivation by the secondary stage students and that there are no statistically significant difference in using those methods due to the variables of the study sample (gender, experience, academic degree). The researcher also recommends the necessity of activating the role of the governmental entities through the Ministry of Education in supporting teachers to increase the motivation of their students by the provision of the required material and tools, in addition to holding training courses and workshops for teachers to raise their efficiency is increasing the learning motivation of the students through the available material and tools at schools.
This paper presents both qualitative and quantitative studies on the motivation for teachers teaching in Senior High School located in rural areas and its effects on their willingness to continue staying in those areas in the Ashanti Region of Ghana. Two public Senior High Schools in the rural areas of Afigya-Kwabre West district comprising two Headmasters and 120 teachers was selected by the use of purposive and simple random sampling techniques for the study. The study focused on primary data through interview, questionnaire and observation. It was revealed that the significant retention factors are the provision and administration of financial bonuses which include retention/professional allowance and Parents and Teachers Association motivational allowance. On the other hand, the teachers were very unsatisfied with their accommodation, means of transport and criteria for selecting award winners during speech and prize giving days. Therefore, governments and policy makers need to put in place strategies and also implement policies that will serve to improve the working conditions of teachers teaching in rural areas in order to serve as motivation for their retention.
Evaluating Organizational Uses of Performance Appraisal System: A Conceptual Analysis and Framework for the Future (Published)
Organizational effectiveness and efficiency may be realised when employees are frequently assessed. While performance appraisal and organisational effectiveness has gained attention among scholars, there are little studies on the specific uses performance appraisals or media through performance appraisal exercises improve corporate effectiveness. In this light, this study examines organisational uses of appraisal systems. To address the research aim, thematic literature review approach is employed to assess the organisational benefits or uses of performance appraisal results. The study finds that employee performance appraisal results are used by organisations as an instrument to enhance employee motivation, improve corporate communication, facilitate employee training and development and boost overall corporate success or effectiveness. The study therefore recommends that organisations must not see employee performance appraisal as just an annual activity but recognise it as a continuous activity and an important resources that can provide enormous benefits to enhance the success of the organisation. By these findings the study contributes significantly to knowledge by developing a model of performance appraisal outcomes. The model shows the mechanisms through which performance appraisal practices positively affect organisations and also for empirical testing particularly in developing countries’ contexts.
Effect of Motivation by Heads of Departments on Staff Job Behaviour in Akwa Ibom State College of Education (Published)
The study aimed to find out effect of motivation on staff job behaviour in terms of accepting responsibility at work place. One research question and its corresponding hypothesis were formulated to guide the study. Quasi-experimental of pretest posttest design was used for the study. The population for this study comprised all the 206 non-academics (junior staff) in AKS College of Education. The sample size for this study up of 94 non-academics in AKS College of Education was selected based on the department of their subjects. A researchers-developed instrument entitled “Rating Scaled for Staff Job Behaviour (RSSJB) was used to generate information. The face validity of the instrument was ascertained by research experts while the reliability of the instrument was established using Cronbach’s Alpha with coefficient of 0.82. The findings of the study revealed that there is a significant difference in readiness of staff to accept responsibility at work place before and after motivational treatment is accepted. Thus, it is recommended that employers should incorporate and fund motivating staff of the various work organizations through recognition of performance, promotion, awards and recommendations to enhance service delivery; employees should be made conversant with organizational goals and objectives; recognition of performance either on weekly, monthly or yearly basis should be introduced by organizational heads; praises and commendation by heads of organizations to their staff is a very strong motivator; improved welfare packages to include allowances for health care of staff and members of their family should be adopted by employers of labour.
Students’ Perceptions of ESP Courses: The Case of the Preparatory Institute for Engineering Studies of Monastir Tunisia (Published)
This study aims to describe the educational situation of English for Specific Purposes within the Preparatory Institute for Engineering Studies of Monastir, Tunisia. In order to explore the attitudes of learners in this institution, a questionnaire was used. Scrutiny of the results shows that an overwhelming majority of these students are motivated to study English but there are some constraints related to time-table and teaching aids. Ultimately, this study aims to improve the educational situation of English for Specific Purposes in Tunisian higher education.
Motivation a Catalyst for High Performance: Case Study of University of Port Harcourt Choba Port Harcourt, Nigeria. (Published)
The study x-rayed motivation as catalyst for high performance in a context of University of Port Harcourt, Nigeria. Motivation as a two edged sword was explained, as 79% of the workforce were highly dissatisfied with management not fulfilling her motivational promise of extra one month salary, is capable of generating industrial unrest-strike action and negative attitude to work. Analyzed graduands’ performance for academic sessions 2011-2014, showed that out of 13393 graduands only 0.3 %( 38) and 18 %( 2383) made 1st class and 2nd class upper division respectively. While 64.3 %( 8612) graduated with 2nd class lower division. Based on this analysis, we documented that employees’ performance is average, to improve this output (quality graduates), 56.8% and 65% of respondents out of 400 selected as a sample size through stratified sampling technique strongly agree that unconventional promotion and social activities respectively will improve their performance.
The Behavior of the Managers to Human Resources as a Factor in Building a Good Organizational Climate (Published)
The modern working conditions with the application of a number of daily changes that create conditions for growth and development of the organization, imply the need for “healthy” organizational climate that is characterized by motivated employees that consider their jobs as a challenge rather than as a process which tires you and is seen as an obligation. Treating the human resources by managers as intellectual capital, which is the organizational wealth by which the organization develops its competitiveness in the market, is the dominant factor based on which is built the sense of total commitment and belonging of the individual in the organization, which is becoming recognizable in the environment by the attitude of the individual towards its work experience as pleasure and not as an imposed obligation that must be realized. This condition can be achieved if the directors have developed managerial, and leadership skills that are necessary condition for building a working climate in which the employee will be treated as a resource that is in the center of the organization.
Motivating Employees for Effective Organizational Advancement: The Focus on Managers of Printing Industry in the Kumasi Metropolis (Published)
A major contributor to Ghana’s development through employment creation and the dissemination enhancement of information to the general public is the Printing Industry. The main purpose of the study was to evaluate managers’ motivation for their employees for efficient Organisational advancement in the printing industry within the Kumasi Metropolis. This is because employee retention is necessary through motivation. The study employed qualitative surveys on the printing industry within the given study area with emphasis on general printing technology which has been in existence for more than two and half decades. The survey was projected to get managers of selected Printing Industry on their responses on what they feel are the best features that could motivate their employees for their self-actualisation and also in achieving effective organisational progression. The study seeks to identify the most ranked factor(s) among several motivated factors existed in the sector. However, it emerged that some managers adopted the theory of motivational needs of Maslow, Fayol, Taylor, Chester, Weber to inspire their employees for effective Organizational Advancement from the pragmatic findings.
Learners’ readiness for xMOOCs, a variant of MOOCs, mode of teaching-leaning interaction by four categories of university students in Nigeria (Conventional, National Open University of Nigerian, Open Distance learners, and Postgraduate learners) was investigated for possible inequity; using comparative ex post facto research design. Disproportional stratified random sampling was employed to draw a sample of 1200 students for the study. Data were collected with a highly valid (0.721 to 0.891) and reliable (0.832 to 0.880) instrument, dubbed xMOOCs Readiness Indicators. Results demonstrated overwhelming preponderance of Postgraduates’ incomparable superiority over other students across all the eight factors of readiness for xMOOCs (study skills, motivation, self-direction, computer skills, Internet skills, communication skills, self-efficacy, and ICT facilities ownership). There is inequity in Nigeria in terms of university students’ readiness for xMOOCs. While xMOOCs can and should successfully be used for postgraduate programs in Nigeria as the learners are suitably ready for it; the three categories of undergraduate learners’ readiness for xMOOCs demand radical improvement before this swiftly revolutionary educational approach can be adopted optimally fruitfully in the country.
Keywords: Computer Skills, Factor of Readiness, Inequity in Nigeria, Internet skills, MOOCs, Motivation, NOUN, Open Distance Learners, Postgraduate Learners, Readiness for xMOOCs, Study Skills, Undergraduate Learners, xMOOCs
Teachers’ Motivation for Effective Implementation of the National Language Policy in Ebonyi State, Nigeria (Published)
This descriptive survey was carried out in order to determine the teachers motivation for effective implementation of the national language policy in Ebonyi state, Nigeria. A random sample of 602 language teachers completed a corresponding copies of questionnaire designed for the study. Out of this number, 594 copies of the questionnaire, representing about 98.8% return rate, were used for data analysis. Mean and standard deviations were used to describe the teachers’ motivation for effective implementation of the national language policy. Results showed that the respondents would be encouraged to teach effectively if incentives are provided for them to a great extent except in items 1 and 2 that indicates very great extent with the mean of = 3.03 and = 3.03 respectively. The results of the study showed that non-payment of special language teachers allowances, non-placement of teachers on special salary scale, no provision of books and other relevant materials (free of charge) lack of regular training to update the teachers’ knowledge and lack of sponsorship to attend language seminars and workshops by the teachers. The study supports the need for government to provide incentives in form of allowances and special salary scale for Nigerian language teachers in the field.
This paper is a review of the extent socio-psychological factors can affect second language learning. Socio-psychological factors, like motivations, attitude and stereotyping and neurological factors play an important role in the process of learning a second or foreign language. However, scholarly views differ on how much effect these factors have on second language learning. This paper illustrates the different views towards these socio-psychological factors and their neurological correlations.
An Assessment of Basic School Teachers’ Perception of the Impact of Motivation on Their Productivity in Ghana (Published)
This study aimed at examining basic school teachers’ perception of the impact of motivation on JHS teacher productivity in the Asante Akim South district of Ghana. The descriptive survey design was used in conducting the study and the population was all the JHS teachers in the district with a sample size of 217, made up of 179 males and 38 females. A questionnaire with a reliability coefficient of 0.74 was used for data collection. Key findings indicated that majority (97.2%) of teachers admitted that government’s study leave with pay policy was necessary for teacher productivity, eighty five percent (85%) of teachers were of the opinion that promotion was a necessary condition for teacher productivity, and there was a strong positive correlation between teachers’ salaries and teacher productivity. It was recommended that the quota system introduced into the study leave with pay policy should be removed to enable many teachers benefit from the facility. The district best teacher award scheme should cover at least 50% of teachers in the district, and promotion in the Ghana Education Service (GES) should be based on hard work rather than long service and further education.
Assessing the Human Resource Management Practices of Public Banks from Employees’ Perspective: Case Study of Selected Branches of Ghana Commercial Bank, Kumasi (Published)
Human Resource Management (HMR) Practices and their impacts on employees’ performance have received enormous cover in literature. This work took a look at five selected HRM practices and assessed their impact on employees’ performance. The main objective of the study was to examine the impacts of these HRM practices on the performance of employees in four selected branches of Ghana Commercial Bank (GCB). The sample for the study was 80 employees from the selected branches of the bank. Data for the study was collected through the administration of structured questionnaire. Descriptive statistics such as charts, tables and regression analysis were used to analyze and present the data collected. The study established a very important relationship among HRM practices and employees’ performance. The selected HRM practices which formed the independent variables are training & development, motivation, performance appraisal, internal communication, and reward/remuneration while employees’ performance stood as the dependent variable. It was found that, the independent variables together explained 98% of the variance in employees’ performance. Internal communication came in as having the strongest relation with employees’ performance in respect of all the independent variables. It contributes a high percentage of 41% to explain the variance in employee performance. Performance appraisal showed up taking the second slot in the rank of significance in terms of the individual contributions of the measurement dimensions. It accounted for 26.6% of the overall relationship among the selected HRM practices on employees’ performance. Motivation came in third place of significance accounting for 22.9% of the overall variance in employees’ performance considering the selected employees’ performance measurement variables for the study. Training & Development of employees took the fourth most significant slot among all the five (5) measurement dimensions employed in the research. It accounts for about 21% of the variance in the overall impact of the measurement dimensions on employees’ performance and lastly 15.1% of the employees’ performance is explainable by reward/ remuneration. Recommendations were then given in accordance with the research findings
The Effect of Motivation on the Performance of Teaching Staff in Ghanaian Polytechnics: The Moderating Role of Education and Research Experience (Published)
Motivation has been empirically confirmed to be a major driver of employee performance. This paper assesses the effect of motivation on the performance of teaching staff of Ghanaian polytechnics, with the moderating role of research experience and highest education attained captured. A quantitative research technique is employed in this study. The target population of the study was teaching staff who had taught in Ghanaian polytechnics for at least 2 years, had a minimum of a second degree, and had some level of research experience. Simple and stratified sampling procedures were used to select 465 respondents. The study confirms a significant positive correlation between motivation and performance among teaching staff of Ghanaian polytechnics, r (408) = .892, p < .05. In this respect, motivation accounts for 79.5% of the variation in performance. Moreover, highest education attained and the research experience of teaching staff influence both motivation and performance. This means that teaching staff of polytechnics in Ghana can maximise their motivation and performance by improving their education and research experience.