INTRODUCTION
Most organization ignore this drive that motivation is the success factor that make employees think more of organizational interest and less of individual interest.
Countries like Japan, American, Russia, China, and Europe are known for their technological advancement. The secret behind the success of these developed countries is that they have developed a culture of motivating their labour force. It is worthy to mention that a motivated worker is the most productive worker. The worker who sometimes equals or excels in any standard his boss sets for him.
Herzberge defined motivation in a book jointly written by Williams F. Dawling and Leonard R. Sayle titled “How motivates”) (1971) as: “An inner desire, to make an effort.
This definition implies that there is a reagent that acts as a catalyst that gears or gingers up the effort that, make an employee go the extra mile to achieve what he/she would ordinarily not achieve under normal circumstances, the term “motivation” derives from the Latin word “movere which means “to move”. It is virtually impossible to determine a person’s motivation until that person behaves or literally move.
Robert Kreitner in the fifth edition of his book titled “management” (1990) defined motivation as “the psychological process that gives behavior purpose and direction.
By applying this process, managers attempt to get individuals to willingly pursue organizational objectives. The individual workers behave in a certain manner or towards a certain direction informed by a drive within them and this give them the urge to aspire to satisfy that objective.
The resultant effect the motivation is the attainment of higher productivity by organization, (both private and public).
In essence, motivation is a function of performance, which eventually leads to sustain the success of organization. A working definition (Cole 1995) of motivation is as follows: “Motivation is the term used to describe those processes, both instructive and rations by which people seek to satisfy the basic drives, perceived needs and personal goals which trigger human behavior”.
It becomes pertinent for all organization to know that motivation is a success factor in order to achieve higher performance.
STATEMENT OF PROBLEMS
In a work place, individual employees have different aim and aspiration for instance, some workers would prefer to work very hard and yet be satisfied at least for working just to contribute to the job. Others might have aims of showing appearance in the office or place of work and would not like to be usefully engaged but like to collect their salary as at when due, still some would prefer working for short periods hence their aims would be to reduce the time they spend in the work place to a minimum level since they were not interested with what they are doing.
Therefore, the determination roles of managers goals in an organization and their activities are not always taken for granted. However, due to the co-ordination of human and material resources in an organization in both sectors of their economy are able to establish a company.
Management going to increase the productivity of worker is not just a process by which people (manager) direct, maintains and operates an organization rather it is through systematic co-operative human effort and control measure. It also involves making decision for improved performance and prevention of future short coming if any. We now want to assess how effective managers are and in relation to productive and constructive services that offer to management.
Therefore, the question we want to ask is how the manager maintains the higher performance to increase the management tools.
The answer to the above question will go a long way in clarifying and explaining what the manager does or is all about and how effective the management decision policy is. The overall purpose is to assist management in achieving the most effective administration of the operations of organization that will attract the incentive of increasing the productivity of workers in public sector.
LITERATURE REVIEW
Motivation partly provides the answers to differences in individual performance. Vroom 1964 in his book, Management and Motivation, draws our attention to the difference in performance among people doing the same kind of work and contends that there are two possible explanations for this difference in performance. The first is that the difference reflects among varying abilities or skills on the part of the workers while the second is that these differences in performance reflect difference in the workers motivation.
Ifechukwu 1987 defines motivation as the driving force that stimulates an individual to action.
Ajijola 1987 describes it as the process of stimulating people to action to achieve desired goal or accomplish desire task.
Vroom 1964 gives more conceptual definition. According to him, motivation is a process governing choice made by a person or lower organism among alternative forms of voluntary action.
Ejiofor 1987 defines the process of motivating employees as influencing subordinates to work for a course desired by the motivator or leader and contends that motivation must be distinguished from making workers happy which is associated with the good disposition of an individual group, a disposition which need not necessary result in working for a course desired by the leader.
Ekpott 1982 opines that it is of little use the management of organization carrying out the other activities of getting facts, planning, and so on if the people who are supposed to carry out plans do not want to do so. He states that, although they have to, coercion is no substitute to voluntary action. He contends that the management can only succeed fully by enlisting the willing and active participation of workers at all levels. It is an established fact that, without the cooperation and support of the entire workforce in an enterprise, all the efforts and time spent by top management in preparing the best plans, the best materials and machines would be an effort in futility.
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