Fig 2 - uploaded by Alloysius Augustine Ogbe
Content may be subject to copyright.
Source publication
This study evaluates the impact of employee motivation on organizational performance with particular focus on ower Holding Company of Nigeria in Jebba District office. The major aim is to establish the relationship between the two variables (motivation and perfomance). Employees from four different departments of Power Holding Company of Nigeria (P...
Similar publications
This study evaluates the impact of employee motivation on organizational performance with particular focus on ower Holding Company of Nigeria in Jebba District office. The major aim is to establish the relationship between the two variables (motivation and perfomance). Employees from four different departments of Power Holding Company of Nigeria (P...
Citations
This paper focuses on Quality service delivery and customers’ satisfaction within the framework of the Enugu Electricity Distribution Company (EEDC) in Abakaliki, Ebonyi State, Nigeria. The motivation behind this research is the persistence of power failure despite the privatization and unbundling policy of Federal Government after it failed to induce efficiency and effectiveness in the defunct Power Holding Company of Nigeria (PHCN). It adopts faceto-face interviews and documentary analyses. The study revealed that factors such as fear of contract review/withdrawal and lack of job security after the probation period (2014-2018) due to change of government are also other challenges that affect the performance of electricity supply by EEDC in Abakaliki. Also, monopoly and customers’ self-pacifist behaviour were found to account for the persistence of the identified challenges identified. Findings further revealed that beating, harassment of EEDC staff and vandalization of power infrastructures by customers due to service failure or as an expression of frustration results in constant high bill estimation since staff cannot freely move to pick accurate meter readings in some premises where they had been confronted regularly. These result in a constant light interruption, overvoltage, load shedding, bulk billing, disconnections, and delay in the new connection. Paper concludes therefore that for the attainment of the current Sustainable Development Goals (SDGs) goal 7, which aims to ensure access to affordable, reliable, sustainable, and modern energy for all by 2030; Public Enterprises (PEs) should invest more in recruiting more qualified staff and improving their condition of service; while government institutionalize the contract concession to remove it from political influence, at least partially and finally, make clear its policy responsibility to assign clear areas of intervention between it and the company and invest robustly in infrastructure.
Understanding what motivates an organization's employees is central as it plays significant role in workplace behavior and performance. Despite the importance of motivation in the Nigerian workplace researchers placed more emphasis on extrinsic sources of motivations and personal incentive as antecedents of work motivation. In the tradition of Positive psychology of investigating variables which fosters positive self-image humans and emotions with less emphasis on extrinsic rewards. We investigate the role of Need for achievement and Positive growth initiative as covariates of employees work motivation. The study was a correlational design. on one's subjective experiences, individual traits, optimism and life events. Two hundred and fifty (250) employees were conveniently sampled from the non-academic staff of Ibarapa Polytechnic, Eruwa, Oyo-state. The average age was 32.13 (SD= 4.23) years. 53.2% were males while 46.8% were females. 65.7% have spent 5-10 years in the organisation, 13.4% have spent less than 1-4 years while 20.9% have spent above 10 years in the institution. Data was collected via questionnaire containing standardized measures. Descriptive statistics, Pearson product moment correlation analysis (PPMC) and t-test for independence were used to analysed the data at p≤0.05 of significance. Need for achievement correlated positively with work motivation (r = 0.25; p < 0.01).Work motivation increased with personal growth initiative (r = 0.39: p < 0.01) among non-academic staff Ibarapa Polytechnic, Eruwa. There was no significant difference between male and female employees in work motivation t (248) = 0.5, p> .05
