A RESEARCH WORK STUDY ABOUT MOTIVATION AND ORGANISATIONAL PRODUCTIVITY (A case study of PACE UGANDA LOCATED IN NTINDA)

CHAPTER ONE: 1.0 Introduction Employee motivation has always been a central problem for leaders and managers. Unmotivated employees are likely to spend little or no effort in their jobs, avoid the workplace as much as possible, exit the organization if given the opportunity and produce low quality work. On the other hand, employees who feel motivated to work are likely to be persistent, creative and productive, turning out high quality work that they willingly under take. The dictionary Webster's defines motivation as something inside people that drives them to action. This motivation varies in different people. Motivation emerges, in current theories, out of needs, values, goals, intentions, and expectation.

1.1 Study background Motivation is a psychological feature that arouses an organism to act towards a desired goal and elicits, controls, and sustains certain goal-directed behaviors. It can be considered a driving force; a psychological one that compels or reinforces an action toward a desired goal meanwhile Organizational productivity is the capacity of an organization, institution, or business to produce desired results with a minimum expenditure of energy, time, money, personnel, materiel, etc. This proposed research is needed to improve employees' performance at the workplace, to retain employees and to help companies establish a good image. If a company's employees do not acquire this motivation then the company could lose large amounts of money, customers or even go out of business If a company's employees do not acquire this motivation then the company could lose large amounts of money, customers or even go out of business. As a manager this knowledge will therefore help me to understand what new strategies I could implement in order to motivate employees to achieve optimal business results It is evident that there is a need for this study because of the many companies that are constantly spending money on various ways to increase employee motivation. The word motivation suggests energetic behavior directed toward some goal. Instead of pushing solutions on people with the force of your argument, pull solutions out of them. Although motivation is an important determination of individual performance, it is not the only factor. Such variables as ability, experience, and environment also influence performance. There has been a lot of research done on Motivation by many scholars. The following are only a few of the research topics that have been done on Motivation: Motivation theories, Ways to encourage employee motivation, Measures of Motivation, Principles of motivation, Ways of making your firm more exciting, How to motivate your people problem among others. A multitude of studies have been done on motivation, but no one has ever done any studies on a group of employees and managers to test what their motives are and test to see which incentive

program will suit the majority of employees. From the literature review one can see that a need for further research is necessary. When employees have high autonomy, receive feedback about their performance, and have an important, identifiable piece of work to do which requires skill variety, they may experience feelings of happiness and therefore intrinsic motivation to keep performing well (Hickman & Oldham, 1980). Frederick Herzberg, a distinguished professor of Management conducted studies on worker motivation in the 1950's. He developed the Motivation-Hygiene theory of worker satisfaction and dissatisfaction. This incredible researcher concluded that hygiene factors such as salary, fringe benefits, and working conditions can prevent dissatisfaction, but they do not motivate the worker. He found that motivators such as achievement, recognition, responsibility, and advancement increase satisfaction from work and motivate people toward a greater effort and performance. Herzberg and other behavioral theorists were influenced by the writings of Abraham Maslow, a theoretical psychologist who analyzed what human beings seek in their lives and developed the Needs-Hierarchy concept. Of the many theories of work motivation, Herzberg's (1966) motivator-hygiene theory has been one of the most influential in recent decades. Basically, the theory divides motivating factors into two categories: Motivator factors, which have something to do with the work itself, and Hygiene factors, which have something to do with the surrounding context Hickman and Oldham's (1976) model of job enrichment proposed that jobs can be made more motivating by increasing the following: skill variety (the number of different skills required by the job), task identity (the degree to which the job produces something meaningful), task significance (the importance of the work), autonomy (the degree to which the individual has freedom in deciding how to perform the job), and feedback (the degree to which the individual obtains ongoing. Motivator factors include such things as responsible work, independence in doing the work, and satisfaction arising from the completion of challenging tasks. Hygiene factors include pay, security, and general working conditions. The major psychological view suggests that extrinsic motivation works in opposition to intrinsic motivation. Extrinsic motivation takes place when individuals feel driven by something outside of the work itself such as promised rewards or incentives. In general, these theorists suggest that, when strong extrinsic motivators are put to work, intrinsic motivation will decline. One psychological view suggests that very high levels of intrinsic motivation are marked by such strong interest and involvement in the work, and by such a perfect match of task complexity with skill level, that people experience some kind of psychological "flow," a sense of merging with the activity they are doing.

1.2 Problem Statement Employee motivation has always been a central problem for leaders and managers. The dictionary Webster's defines motivation as something inside people that drives them to action. Motivation is a psychological feature that arouses an organism to act towards a desired goal And elicits, controls, and sustains certain goal-directed behaviors Meanwhile Organizational productivity is the capacity of an organization, institution, or business to produce desired results with a minimum expenditure of energy, time, money, personnel, materiel, etc. This proposed research is needed to improve employees' performance at the workplace, to retain employees and to help companies establish a good image. It is evident that there is a need for this study because of the many companies that are constantly spending money on various ways to increase employee motivation. The word motivation suggests energetic behavior directed toward some goal. There has been a lot of research done on Motivation by many scholars . The following are only a few of the research topics that have been done on Motivation: Motivation theories, Ways to encourage employee motivation, Measures of Motivation, Principles of motivation, and Ways of making your firm more exciting When employees have high autonomy, receive feedback about their performance, and have an important, identifiable piece of work to do which requires skill variety Frederick Herzberg, a distinguished professor of Management conducted studies on worker motivation in the 1950's. He developed the Motivation-Hygiene theory of worker satisfaction and dissatisfaction Herzberg and other behavioral theorists were influenced by the writings of Abraham Maslow, a theoretical psychologist who analyzed what human beings seek in their lives and developed the Needs-Hierarchy concept. Of the many theories of work motivation, Herzberg's (1966) motivator-hygiene theory has been one of the most influential in recent decades. Hickman and Oldham's (1976) model of job enrichment proposed that jobs can be made more motivating by increasing the following: skill variety (the number of different skills Motivator factors include such things as responsible work, independence in doing the work, and satisfaction arising from the completion of challenging tasks The major psychological view suggests that extrinsic motivation works in opposition to intrinsic motivation. One psychological view suggests that very high levels of intrinsic motivation are marked by such strong interest and involvement in the work, and by such a perfect match of task complexity with skill level, that people experience some kind of psychological "flow," a sense of merging with the activity they are doing. 1.3 Study Objectives.

Basing on my research there were only two forms of study objectives that I based on while conducting the research work. 1.31 General Objective To find out the motivation and organizational productivity

1.32 Specific Objectives To find out the main motivational techniques used in organizations T o expose motivational and productive skills to the growing organizations To get to know how to use various motivation and productive modules and apply them in the business field. To implement motivation and production procedures in different institutions and organizations To find out basic ways on how to retain, keep up a good relationship and retain workers through motivation.

1.4 Research Questions What methods are you going to use to when finding out motivational and organizational productivity techniques used in organizations? How are you going to expose motivational and organizational productive modules and apply them in the business field? Why would you implement motivational and organizational productivity procedures in different institutions and organizations? What methods are you going to use when finding out the main motivational techniques used in recent organizations? In a brief summary, what would be the basic ways you would use to retain, keep up a good relationship and retain workers through motivation?

1.5 Study Significance This proposed research is needed to improve employees' performance at the workplace, to retain employees and to help companies establish a good image. If a company's employees do not acquire this motivation then the company could lose large amounts of money, customers or even go out of business. On the other hand if that company's employees are well trained and motivated by their employers it could have great income potential, keep loyal customers and gain a lot of market share

This research would help many managers and leaders in our society to identify the things that they need to do in order to successfully motivate their employees to perform at their best. As a manager this knowledge will therefore help me to understand what new strategies I could implement in order to motivate employees to

achieve optimal business results. It is evident that there is a need for this study because of the many companies that are constantly spending money on various ways to increase employee motivation.

The word motivation suggests energetic behavior directed toward some goal. Instead of pushing solutions on people with the force of your argument, pull solutions out of them. You may be the cause of your employee's lack of motivation. Employee motivation is perhaps the ultimate management challenge. Although motivation is an important determination of individual performance, it is not the only factor. Such variables as ability, experience, and environment also influence performance.

1.6 STUDY SCOPE Subject scope Motivation and organizational productivity, this study is about motivation of workers and productivity of an organization. Geographical scope Pace Uganda located in Ntinda is my case study as far as motivation and organizational productivity is concerned. Pace Uganda located in Ntinda is my case study because of the following reasons. Pace has got a very wide staff that can enable me carry out my research because with this I will get to know how big organizations handle their workers. Since pace has got various departments, I will also be in position to know how such an organization manages to handle all the departments without fail. Since Pace is an NGO I am also eager to know how it motivates its workers yet its a nonprofit making environment.

Time scope This research exercise is to be carried out for only two (2) months i.e. from July 25, 2013 to 10 September 2013 1.7 Hypothesis The word motivation suggests energetic behavior directed toward some goal

CHAPTER THREE 3.0 INTRODUCTION In this chapter, the researcher looks at mainly the research methods, the sampling unit, sampling methods, area and population of study, data analysis, research design, sample size and sample procedures and this will guide him in the whole process of data collection. 3.1 RESEARCH DESIGN The research design will include the pragmatic approach to science which involves using the method which appears best suited to the research problem and not getting caught up in philosophical debates about which is the best approach. Being able to mix different approaches has the advantages of enabling triangulation. Triangulation is a common feature of mixed methods studies. It involves, for example:

the use of a variety of data sources (data triangulation) the use of several different researchers (investigator triangulation) the use of multiple perspectives to interpret the results (theory triangulation) the use of multiple methods to study a research problem (methodological triangulation)

3.2 AREA AND POPULATION OF STUDY The population of this research work consist the staff members of PACE Uganda located in Ntinda, using Ten (10) staff members, senior, middle, and junior classes were used from PACE Uganda to obtain core information as regarding the research problem. 3.3 RESEARCH METHODOLOGY There are several methodological approaches available to gathering data. In order for me to find reliable and valid data I chose to obtain information from PACE Uganda as my PRIMARY SOURCE, SECONDARY information from different business owners, executive managers and employees from different organizations within Ntinda vicinity. This is a very diverse group and it is going to allow me to test my hypotheses which consist of gathering information on a group of employees and managers to discover what influences their motivation. The methodology I chose is divided into the following categories:

Surveys will allow participants to respond to many of my research questions. The surveys will be distributed to different employees in many areas of work in Ntinda. Questionnaires will be very important to the study on motivation and will be kept confidential. The purpose of using questionnaires is to obtain information about the characteristics, attitudes and beliefs of a group of employees to determine what it is that will make them happy at work and motivate them to perform at their best. The questions will be open-ended as opposed to simple yes-or-no questions.

This methodology is appropriate for the research I am doing on employee motivation. It will help me test the hypotheses of my research as well as answer some of my research questions. This proposed methodology is very simple to understand.

3.4 SAMPLE SIZE AND SAMPLE PROCEDURES To draw the sample from the sampling unit, the researcher adopted probability sampling method. This method gives all the member of the sample unit equal chance to being selected. In this way, every member is qualified and whether or not he she is selected is a matter of chance. Therefore, The sample size of this work is based on the PACE Uganda located in Ntinda area by adopting a formula; 3.5 DATA ANALYSIS AND PROCESSING The data I will be gathering from these managers and employees will help me test my hypotheses on a diverse group of people. The purpose of collecting this data was to help companies particularly PACE Uganda to improve their operations and From this data we can point out to managers or business owners in areas in which their companies were particularly weak and together with the managers plan strategies for improvement. Two written surveys and questionnaires were given to 10 managers and 10 employees each from different organizations around Ntinda. Managers were queried about motivation techniques money, promotion, training, criticism and recognition. Success of motivation techniques and employee performance were also evaluated. Employees were queried about work tenure, motivating factors, money, promotion, discipline, training and recognition. They were also asked about the best motivation technique money, esprit de corps, training, and recognition. Other questions addressed reward for better performance and if they felt motivated.

3.6 LIMITATIONS OF THE STUDY

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