The impact of motivation on work performance at Ghana Atomic Energy Commission
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Date
2008-11-17
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Abstract
The prime aim of every organisation is to be able to effectively and efficiently combine the available resources at its disposal to achieve higher profitability, increase in market share and add value to its share price. This largely depends on the full potential utilization of the available, resources in terms of manpower, funds, machinery, technology, equipment etc.
Unfortunately, employees who are to harness these resources for higher productivity, in most cases are not given the needed attention in terms of motivation to induce them enough to combine effectively the other resources of production for the attainment of organizational goals and higher productivity. In this vain employee performance as a result of lack of motivation has been adversely affected.
Against this background the goal of the study was to identify some of the human resource managerial problems with regard to motivation in the areas of salary, training, work life issues, loyalty, recognition, reward systems, job design, teamwork etc, which has adversely affected the Commission as a result of labour turnover, absenteeism, absence of initiative, low morale etc.
This study seeks to ascertain the impact of motivation on work performance at Ghana Atomic Energy Commission. The study also examined measures useful to improve motivation at the work place.
The following tools were extensively used to achieve the objectives of the study: questionnaires, interview and observation. Data collection techniques such as collection listening, questioning, instructing and explaining were deployed as well.
In the data analysis a statistical package for social science soft ware was utilize to analyze responses.
During the study it was found that the level of motivation at the commission was to a large extent appreciable in the following areas: training, job satisfaction, employee involvement programmes, freedom at work, quality circles, recognition, rewards systems, etc.
However, in order to improve upon the level of motivation, the commission would have to embark on the following; structure it’s the pay system, take pragmatic steps to draw training programmes, implement annual appraisals to improve promotion exercises, improve upon the flow of communication system and enhance its reward schemes.
Description
A Thesis submitted to the Department of Managerial Science,
Kwame Nkrumah University of Science and Technology
in partial fulfillment of the requirements for the degree of Master of Business Administration
(Human Resource Management) , 2008