Motivation

Motivational Factors Influencing Lecturer Performance: Evidence from Universities in Ghana (Published)

Ghana’s higher education system is currently experiencing a fast and significant change, driven by a substantial increase in student enrollment as a result of the proliferation of universities and the implementation of the free senior high school policy. The purpose of the study is to examine motivational factors influencing the performance of lecturers with evidence from universities in Ghana. The study is positioned in the positivist paradigm. The study adopts a cross-sectional research design. The quantitative research approach is adopted in the study to quantitatively measure the various motivational factors that influence lecturers’ performance in Ghana. Descriptive and explanatory research designs were utilized. The study population is all 68 universities in Ghana, including both private (44) and public (24) universities. A sample size of 400 respondents was drawn using the purposive and convenience sampling techniques. Primary data for the study was collected using questionnaires. Data was analyzed using the Statistical Package for Social Sciences (SPSS) version 24. Findings from the study show a wide range of factors; salary, opportunities for promotion, social factors, a conducive learning environment, and intrinsic factors like a passion for their work, have a major impact on lecturers’ performance. Salary was found to be the most important extrinsic incentive, while intrinsic motivations like a love for one’s work were also very important for lecturer performance and satisfaction. Significant relationships between these motivational factors and lecturer performance were found in the research, highlighting the significance of these factors in creating a supportive work environment. Regarding the availability of motivational factors at their universities, lecturers’ perspectives showed a varied picture. The study recommends that universities should; (1) place a high priority on expanding grant availability, encouraging positive social interactions, and maintaining open promotion procedures, (2) prioritize competitive salaries to draw and keep proficient lecturers, and (3) conduct periodic surveys and feedback methods in order to continuously evaluate and enhance the accessibility and efficacy of motivational factors.

Keywords: Extrinsic Motivation, Motivation, intrinsic, lecturer performance

Self-learning and Motivation Effectiveness for L2 Learners through Using (CALL) (Published)

This study aims to explore the effectiveness of computer-assisted language learning (CALL) in promoting L2 learners’ self-learning and motivation. The participants of this study are a randomly selected group of L2 learners attending English Language Training Program (EL). Their levels of proficiency range from beginner to advanced in order to ensure that they have had adequate exposure to English. Data were collected by circulating a 22-item survey consisting of two sections. The first section consists of eleven items that aim to identify the role of CALL in promoting participants’ self-learning strategies, whereas the second section consists of eleven items that investigate the extent to which the participants’ motivation has increased/decreased with the impact of CALL. Data were analyzed descriptively by looking at the participants’ responses to the questionnaire in order to pinpoint any potential themes or patterns concerning the impact of CALL on promoting the two independent variables under study. The findings indicated that CALL contributes to increasing L2 learners’ motivation fairly whereas promote their self-learning significantly.

Keywords: Learner Autonomy, Motivation, Self-learning, computer-assisted language learning (CALL)

Level of job satisfaction in Agribusiness sector in Bangladesh: An application of Herz-berg two factors motivation theory (Published)

The purpose of this study is to investigate the factors affecting job satisfaction of the employees of   agribusiness sector in Bangladesh. In this study the populations are targeted employees of the agribusiness companies. The companies include National Agri Care Ltd, Lal Teer Seed Ltd,  ACI Agribusiness Ltd, Krisibid Group Ltd, Kazi farms Ltd, etc. The data was collected and administered by means of a structured questionnaire   based on the two factors Herzberg Motivation theory.  The sample size is 100 for the purpose of determining the adequacy of Herzberg two factor theories, a stratified random sampling method used to ascertain the satisfaction in agribusiness sectors (entry level, mid-level, top level management) in Bangladesh. The demographic factors including age, sex, education, designation, family size also influence job satisfaction in agribusiness sectors. The research provided a better understanding regarding the factors affecting level of job satisfaction in agribusiness sectors. Thus, emphasizes that there is still a need to conduct additional research to fill the gaps that have not been solved in the current study.  In the final chapter,   some recommendations were provided for future use to any researcher in this academic field.

Keywords: Autonomy, Hygiene factor, Job Satisfaction, Motivation, company policy., participation in management

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.

Keywords: Accepting Responsibility at Work Place, Heads of Departments, Motivation, Staff Job Behaviour

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.

Keywords: "healthy" organizational climate, Intellectual Capital, Motivation, Performance, leadership behavior

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

Keywords: Employees’ Performance, Human Resource Management Practices, Internal Communication, Motivation, Performance Appraisal, Reward/ Remuneration, Training & Development

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.

Keywords: Education, Motivation, Performance, Polytechnics, higher educational institutions, research experience, teaching staff

STRATEGIC ROLE OF HUMAN RESOURCE TRAINING AND DEVELOPMENT ON ORGANIZATIONAL EFFECTIVENESS IN NIGERIAN BANKING INDUSTRIES (Published)

The rise and fall of many organizations is a reflection of how adaptive, flexible, and focused they are with the changing pattern. The rapid change in technological innovation and advancement has become an indispensable means for organization to equip their employees with the required skilled, knowledge and abilities which are acquired through consistent training to stand against competitive forces. However, this study has examined how best training can be used to reduce waste, incessant level of industrial accidents, lateness to work, fatigue, and absenteeism in order to ensure the survival and growth of the banking industries. The survey design was adopted. Questionnaire was used the major source of data collection. A sample size of one hundred and eighty five (185) staff and management of the selected banks in Lagos metropolis. While the Correlation Analysis and chi square were adopted using Statistical Package for Social Sciences. The findings revealed that employees training significantly influences organizational effectiveness though some of these banks failed because they send their employees on a training programme when they do not have the machines or equipment which they can use to practice when they return from such a training. Without a commitment from management, training will be nothing more than a dream

Keywords: Commitment, Development, Motivation, Retention, Training

Factors Influencing Motivation Level of Academic Staff in Education Sector of Pakistan (Published)

The aim of the research was to determine the relationship between rewards and work motivation of Public Sector College teachers of Pakistan. A Questionnaire was used to collect information from 200 respondents. It was composed of 37 items that measured rewards and overall motivation of academic staff. Rewards were measured using five dimensions namely: pay, working conditions, job security, work itself and recognition. Data analysis was done using correlations and regression techniques. Work itself and recognition had statistically strong positive and significant association with motivation of teachers. However weaker relationship was found with working conditions and pay. This study conducted upon college/university teachers can also be conducted upon school teachers and other sector organizations. Dimensions of rewards, other than the five, used in this study can also be taken to determine their association with motivation as well as impact of demographics on motivation.

Keywords: Job Security, Motivation, Pay, Recognition, Work Itself, Working Condition