International Journal of Business and Management Review (IJBMR)

EA Journals


Impact of Motivation on Employee Performance of Selected Real Estate Firms in Abuja (Published)

This study examined how motivation affected worker performance in selected Abuja real estate companies. The research design employed in the study is a survey and data were collected through the primary source where 66 structured questionnaires were distributed among the staff of five real estate companies in Abuja which include Osakwe & Associates and Wale Adewusi Associate. Data collected were analyzed using multiple regression analysis. The findings showed that employee motivation has a favorable and significant impact on performance in terms of job efficiency in Abuja real estate. Other findings included the fact that job security has a favorable yet negligible effect on the performance in terms of work efficiency in Abuja real estate. Salary and wages also have a positive and large impact on performance in terms of work efficiency in Abuja real estate, as well as rewards, which have a favorable and big impact on both. According to the report, real estate companies in Abuja should keep up their efforts to motivate staff members by guaranteeing their jobs, paying them a living wage, and rewarding them because doing so improves productivity.

Keywords: Efficiency, Employee, Job Security, Motivation, salary and wage

Proactive Attitude towards Knowledge Sharing Behavior at Workplace in the Arab World (Published)

Knowledge is considered an important source of establishing and maintaining competitive advantages. In the knowledge-based economy, knowledge sharing is increasingly viewed as critical to organizational effectiveness. Knowledge sharing has gained importance in organizations seeking to gain a competitive edge. Specifically, knowledge sharing, and the resulting knowledge creation are crucial for organizations to gain and sustain competitiveness. However, knowledge sharing is challenging in organizations for two reasons: First, individuals’ tacit knowledge, by its very nature, is difficult to transfer. Second, knowledge sharing is typically voluntary. Indeed, effective knowledge sharing is challenging because individuals cannot be compelled to do it. Organizations can manage knowledge resources more effectively only if individuals are willing to share their knowledge with colleagues. To facilitate knowledge sharing among individuals and across organizations, it is essential to understand the factors influencing individuals’ proactive attitude to sharing knowledge. Accordingly, there is a significant amount of research on factors such as shared goals, trust, willingness, motivation and intention, that may influence knowledge sharing behavior in organizations.  The aim of this paper is to develop an understanding of the factors supporting or inhibiting individuals’ knowledge sharing behavior. As Oman, like any other countries in the Arab world, faces a somewhat high unemployment, especially among its graduates, providing a secure job may motivate them to engage in knowledge sharing behavior. More studies in knowledge sharing are expected to help decision and policy makers in organization in the Arab world with a reason to support implementing knowledge sharing strategies. Knowledge sharing research will continue to grow, reflecting the significance of knowledge as an important resource to the organization in developing its competitive advantages.

Keywords: Motivation, Trust, Willingness, intention, knowledge sharing behavior, proactive attitude, shared goals

The Impact of Motivation on Employee Performances: A Case Study of Karmasangsthan Bank Limited, Bangladesh. (Published)

Employees are the heart of any organization. For any organization to operate smoothly and without any interruption, employee cooperation cannot be replaced with anything else. It is of utmost importance that the employees of an organization not only have a good relationship with the top management, but also they maintain a healthy and professional relationship with their coworkers. The following study is a self-conducted research on how motivational tools impact the performance of employee for betterment. The study also focused on de-motivation factors affecting employee performance negatively. A sample of individuals was selected and was interviewed with a self-administrated questionnaire to obtain primary data. The data was analyzed using descriptive statistical analysis methods. The results obtained indicate that if employees are positively motivated, it improves both their effectiveness and efficiency drastically for achieving organizational goals.

Keywords: Decision Making, Employee, Employee Engagement, Motivation, Organizational Performances and Job satisfaction, Organizational goals, Productivity

Evaluating Organizational Uses of Performance Appraisal System: A Conceptual Analysis and Framework for the Future (Published)

Organizational effectiveness and efficiency may be realised when employees are frequently assessed. While performance appraisal and organisational effectiveness has gained attention among scholars, there are little studies on the specific uses performance appraisals or media through performance appraisal exercises improve corporate effectiveness. In this light, this study examines organisational uses of appraisal systems. To address the research aim, thematic literature review approach is employed to assess the organisational benefits or uses of performance appraisal results. The study finds that employee performance appraisal results are used by organisations as an instrument to enhance employee motivation, improve corporate communication, facilitate employee training and development and boost overall corporate success or effectiveness. The study therefore recommends that organisations must not see employee performance appraisal as just an annual activity but recognise it as a continuous activity and an important resources that can provide enormous benefits to enhance the success of the organisation. By these findings the study contributes significantly to knowledge by developing a model of performance appraisal outcomes. The model shows the mechanisms through which performance appraisal practices positively affect organisations and also for empirical testing particularly in developing countries’ contexts.

Keywords: Employee Appraisal, Internal Communication, Motivation, Organisational effectiveness, Performance Appraisal System, training and development

Motivation a Catalyst for High Performance: Case Study of University of Port Harcourt Choba Port Harcourt, Nigeria. (Published)

The study x-rayed motivation as catalyst for high performance in a context of University of Port Harcourt, Nigeria. Motivation as a two edged sword was explained, as 79% of the workforce were highly dissatisfied with management not fulfilling her motivational promise of extra one month salary, is capable of generating industrial unrest-strike action and negative attitude to work. Analyzed graduands’ performance for academic sessions 2011-2014, showed that out of 13393 graduands only 0.3 %( 38) and 18 %( 2383) made 1st class and 2nd class upper division respectively. While 64.3 %( 8612) graduated with 2nd class lower division. Based on this analysis, we documented that employees’ performance is average, to improve this output (quality graduates), 56.8% and 65% of respondents out of 400 selected as a sample size through stratified sampling technique strongly agree that unconventional promotion and social activities respectively will improve their performance.   

Keywords: Employee, Motivation, Performance, Remuneration, Unfulfilled Promises

Leadership Styles as Recipes for Transformation (Published)

The success of any organization depends on the leader and the leadership style use in driving the organizational processes. This makes leadership studies or researches a recurrent exercise. This study therefore attempt to ascertain the leadership styles used by the commissioner in National Insurance Commission, Abuja-Nigeria to motivate and empowers the staff in the commission as well as explore the leadership-change behaviour exhibited by him in introducing change and managing the resistance thereof in the commission. To achieve this, the study relies solely on interview to generate the necessary information that will help in addressing the objectives since the study is a pilot personality-based research. A 15-item structured open-ended interview questions which derive its content from the objectives were used. Since only the commissioner participated in the study, his responses to the questions were taken as the findings of the study. From his responses, it was found that, he used both the transformational and transactional leadership styles in driving the transformation processes in the commission. His unique skills such as visionary, good listener, initiator, communicator, delegator, mediator and a manager was observed to be instrumental in helping him achieve effectiveness in the commission. It was also observed that, participation, delegation, conducive working environment and competitive remuneration package used by the commissioner empowers and motivate the staff in the commission. Again, strategies such as change needs identification, employee participation, communication, training of change agents and the use of palliatives aided the commissioner in successful change implementation. The associated resistance was managed through vigorous publicity of the need for change, feedback mechanism and coaching among others. The study therefore concludes that the success of any organization depends on the leader and his leadership style or styles

Keywords: Change, Leadership, Motivation, Qualities, Transformation, styles

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