CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

One of the most important techniques for retaining employees and enhancing efficiency
seems to be motivation. Motivation systems are created by organisations to motivate staff to
work as efficiently as possible and draw in new applicants. Offering incentives and awards
for exceptional work is just one of many methods for inspiring employees (Memmott &
Growera, 2012). When employees have high autonomy, receive feedback about their
performance, and have an important, identifiable piece of work to do that requires skill
variety, they may experience feelings of happiness and therefore intrinsic motivation to keep
performing well (Hackmam & Oldham, 2010).

According to definitions, motivation is the psychological process that gives behaviour

direction and purpose (Kreitner, 2009); it can also be an internal drive to satisfy an unmet
need (Higgins, 2010); a tendency to behave purposefully to achieve specific, unmet needs
(Buford, Bedeian, & Lindner, 2012); or the will to achieve (Bedeian, 2013). Motivation is a
tactic for developing and achieving more ambitious objectives. Since employees are driven to
provide effective and high-quality service, motivation is a crucial component of institutional
or organisational advancement. Therefore, a thorough understanding of motivation and its
significance is crucial to the institution's efficiency (Paré, 2011).

When it comes to shaping employees' behaviour, employee motivation is crucial since it has
the power to determine whether a company succeeds or fails. An organisation can guarantee
that all of its employees arrive on time, stay with the company for their entire working lives,
and are productive if it understands the reasons behind these behaviours. This kind of
understanding is crucial to increasing productivity. It follows that motivation is a key factor
in the success of a company, and managers require to understand what motivates their
employees to give their best efforts (Matsei, 2008).

Every human being has a push behind him or her to do something. Organisations with wise
management should conduct research on such human behaviours as well as find effective
ways to achieve organisational objectives. In such a situation, motivation becomes important
as it makes better use of resources and workers abilities and capabilities (Scott, 2010).
Motivation is one of the most important factors affecting human behaviour. Motivation not
only affects other cognitive factors like perception and learning but also affects the total
performance of an individual in an organisational setting. This is the reason why managers
should attach great importance to motivation in organisations (Prasad, 2013).

The significance of employees’ motivation is that it influences employees to behave in a

certain way. Motivation can ultimately decide the success or failure of an organisation. If an
organisation knows why its employees come to work on time, stay with the organisation for
their full working lives, and are productive, then the organisation may be able to assure that
all of their employees have such understanding, which is essential to improving productivity.
This implies that organisational success depends heavily on motivation, and managers must
understand what motivates their workers to perform better (Matsei, 2008).
1.2 STATEMENT OF THE PROBLEM
Motivated members of staff are loyal, committed, and productive and provide good services
to the organisation. Motivation is about giving your employees the right mixture of guidance,
direction, resources, and rewards so that they are inspired and keen to work the way you want
them to (Ludhans, 2012). Staff members are one of the most valuable assets.

Employee motivation is becoming a relevant factor in an organisation’s success. The costs of

employee motivation are high, but these costs are far less than lofty profits, which can be
achieved through good stimulus. Most companies are encountered with many problems
regarding their employees’ absenteeism, rate of replacement, lack of commitment,
motivation, and capabilities, having inadequate knowledge and deftness, etc. In order for
organisations to meet their objectives, they must have human resources that are motivated
and work towards achieving those objectives (Steers & Porter, 2011). Employee turnover is a
universal problem that all organisations around the world face. As per Kuo (2013), a
successful organisation must combine the strengths and motivation’s value.

These problems arise because of the overall absence of motivation, ineffective training
programmes, failure to plan motivation and develop its model, and also failure to implement
the modelling motivation and training grimes. Over the years, it has been observed that
employees of TDC GHANA LIMITED have not received enough training and an effective
motivation module programme. Therefore, this study will aim to assess the motivational level
of the staff of TDC GHANA LIMITED. And also, it has been observed that there has been a
low level of output productivity at TDC GHANA LIMITED, which has been perceived as a
result of a lack of training or motivation among employees. This study is to be conducted to
assess the impact of training and motivation on employee productivity. There has been some
reduction in the total output of the entire company, and therefore it is perceived that it is a
result of a lack of training and the motivation of employees.

1.2.1 Research Questions

1) What is the influence of working environment on employees’ productivity ?
2) What is the influence of intrinsic factors on employees’ productivity ?
3) What is the influence of extrinsic factors on employees’ productivity ?

1.3 Specific Objectives

1) To examine the influence of working environment on employees’ productivity .
2) To examine the influence of intrinsic factors on employees’ productivity .
3) To examine the influence of extrinsic factors on employees’ productivity

1.4 SIGNIFICANCE OF THE STUDY

The research findings shed more light on employees' motivation and advised the management
of the organisation on how such moves can help ensure continuity of work and productivity
in terms of providing goods and services to customers. The study disclosed whether
motivation enhances staff performance and how management can strategically maximise the
human resource potentials of the organisation to the fullest in the midst of entrants.

The findings of the study also provided vital information to policymakers and human
resource managers of other organisations to either consolidate or re-think ways of motivating
staff. The outcome of this research was a working tool for managers of the business to ensure
that employees are well motivated to stay to enhance efficiency and effectiveness.

1.5 BRIEF METHODOLOGY

THE METHOD

A Quantitative method will be used in this study which involves collecting data through
questionnaires together information from a population.
PROPOSED POPULATION

Population of the study refers to all those people with the characteristics that the researcher
wants to study within the context of a particular research problems (Ram, 2009). In this study
the total of employees 400 will be involved in selecting the sample to use in the study.

SAMPLING METHOD

Simple random sampling will be used as a method because every member of the population
has an equal chance of being selected.

SAMPLING SIZE
Sample size is a consideration of how many persons should be included in the sample, that is
how large or small to be representative. The sample size considers the nature of the
population because it was homogeneous or heterogeneous, the purpose of the study whether
is descriptive explanatory or exploratory and whether the study is qualitative or quantitative.
Taking all into consideration of the above, the sample size of the study was 30.

1.6 ORGANISATION OF THE STUDY

The study was divided into five chapters

CHAPTER ONE

This is about the background information, problem statement, study goals and objectives,
research questions, significance of the study, scope of the study, relevance of the study, and
study organization.

CHAPTER TWO

The literature review, introduction, concept of literature review, purpose of literature review,
compiling literature review.

CHAPTER THREE
Introduction, Research method, Research Design, source of data, Population, Sampling
Techniques, Sample size, Research instrument, Data Collection Procedure, Analyses of Data,
Chapter summary.

CHAPTER FOUR

Introduction, Result and discussions,

CHAPTER FIVE

This talks about the introduction, summary, conclusion, recommendation and references.