MOTIVATIONAL TECHNIQUES AND EMPLOYEE PERFORMANCE IN NIGERIA IMMIGRATION SERVICE, ABUJA.

ABSTRACT

 

The aim of this research study was to investigate the nexus between motivational technique(s) and employee performance. Therefore, it is highly essential for any manager to be aware of what actually motivates the employees, and identifying how to efficiently maximize the overall performance. The research objective of this research study was aimed at investigating motivational techniques and employee performance whereby emphases were laid on assessing the effects of Remuneration, Compensation and Promotion opportunities in Nigeria Immigration Service, Abuja. In order to investigate this research study, the researcher looked at the literature around motivational technique(s) and how it relates with employee performance. Furthermore, after conducting multiple research studies and perspectives in relation to Motivational Technique(s) and Employee Performance, these were then outlined for a practical and theoretical perspectives. In order to comprehend the research topic better, various motivation theories were analysed and emphases were laid on assessing the motivation theories of Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor and Vroom’s Expectancy theories. In addition, quantitative method of research design was utilized in order to retrieve data. Firstly, a questionnaire based on the criteria of chosen theoretical framework was developed and was administered to the chosen sample size of 396 personnel of both the senior and junior cadre of Nigeria Immigration Service, Abuja determined through the Taro Yamani formula. Both Descriptive and Regression analyses were utilized in analysing the data with the help of statistical Package for Social Sciences (SPSS) software 16.0. In conclusion, this research study pinpointed remuneration, compensation and promotion opportunities were not the most influential motivational techniques to drive the employee performance and subsequently proved that any form of growth in the employee performance would not be attributed to remuneration, compensation and promotion opportunities underwent by the employees. 

 

Keywords: Motivational Techniques, Remuneration, Compensation, Promotion, Employee Performance.   

CHAPTER ONE

INTRODUCTION

 

1.1       Background to the Study

The performance in regards to employees is substantially vital and imperative due to the incessant concern of human and personnel experts regarding the degree of productivity derived from employees due to poor motivational techniques. The attitude is also a social concern and it is very essential to identify problems that are seen in various organizations due to nonchalant attitudes of managers towards coordinating the affairs of their employees by rewarding them well to maximize their productivity. Therefore, irrespective of the size and market an organization finds itself, they try their possible best to elevate the zeal their best personnel by recognizing the essence of their role and impact on the effectiveness of the entire organization (Dobre 2013).

The most demanding task of any manager of any organization is to identify the nexus between human and material resources, in order to achieve the mission, vision and objective of the organization, and the fact is every organization wants to excel and be successful, even in current environmental situations which has proven to be highly competitive. Organizations across the globe that consider their human resources as a central core of the business, continuously increase the level of their employee’s motivation and performance which tends to be more effective Anka (1988). Increasing the competitiveness of domestic organizations is a necessity in order to compete with multi-national organizations. According to Ekhsan, Aeni, Parashaki & Fahlevi (2019) the organization must be able to create and decide on strategic alternatives that are in accordance with the conditions faced and by identifying the impact of the advantages and disadvantages of the strategy faced with. In order to boost performance, organizations must create a strong and adequate relationship with its employees positively and direct them towards tasks fulfillment Abeiti (2015) and high performance of the employee is expected by the company, the more employees who have high performance, the overall productivity of the company will increase so that the company will be able to survive in global competition Badrianto & Ekhsan (2019). In other words for organizations to achieve their goals and objectives, they should develop strategies that will enable them compete in a highly dynamic competitive market and to increase the performance of their employees Knapp (2010). Nonetheless, only a small amount of organizations recognize the human resource as a major

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tool that has the ability provide success or if not well managed, to an overwhelming decline (Bartol 1998). This implies that, personnel have a perception towards that is unsatisfactory and are not driven to fulfil their task and achieve their goals, meaning that the organization would not achieve peak of success. Dinler (2008) opined that the function of a manager in the work environment is to getting things done through the personnel, and in order to achieve this, the manager is required to improve the zeal of personnel. Although that is rather easier said than done. In accordance with Khanam (2014) motivation practices and theories are very sensitive subjects that spreads across several fields of study, and despite the various colossal researches, applied as well as basic, the subject of motivation is not understood clearly and more often than not poorly practiced. Uzona (2013) opined that in order to comprehend motivation holistically one must be conversant with the nature of humans and that is where the problems of motivation are designated. He states that humans are very simple but yet very complex creatures, and the act of understanding, as well as appreciating this fact is entirely prerequisite to effectiveness of personnel motivation in the work environment. According to Yang (2008) the motivational techniques stipulated by organization differ and can include team building, advancement and recognizing individual differences.

The business dictionary defined motivation as a derivative of the word “motive” which broadly refers to the intrinsic and extrinsic factors that stimulates desires and energizes people to be continually willing and committed to their work, role, or to make an effort to achieve a goal. According to Tayo (2018) it results from the interaction of both conscious and unconscious factors such as the intensity of desire or need, as well as the efficacy of incentive or reward. Therefore, it can simply be summarized that the experiences of desire or reward are the alternating forces that drive individuals to act or behave in a particular way or manner. Shanks (2012) stated that the performance of personnel is a major priority for any organization because it dictates the chances of the organization meeting its target. Various resources are required for an organization to be successful and achieve their mission, which includes the human resource or personnel. A lot of studies have proved that motivated employees perform better when it comes to work than demotivated ones and that driven personnel are rather more innovative and driven towards securing for better and more efficient ways to complete a task, which gives them the ability to be self-direct and goal-oriented (Anka 1988). They can produce high quality work with maximized efficiency and productivity, which translates to the maximization of profit. When employees are motivated, the influence on the organization’s effectiveness is pronounced, an efficient organization will ensure that there is spirit of cooperation,

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commitment and satisfaction within the environment of its influence. Linh (2017) opined that motivation is essential when it comes to both the organization and the individual, when it comes to an individual it facilitates a person to attain personal goal and in the midst of an organization, it is a set of factors that result in a satisfactory circumstance that the personnel would be contented with.

Organizations should have ways of inspiring their employees to widen their knowledge, to explore and unleash their full capabilities and potential. Therefore leading to a positive attitude in the workplace, easy adaptation to changes and more creativity. The more motivated the employees are, the more contribution they bring. And according to Koontz (1990) employee performance refers to the efficiency and effectiveness of achieving organizational goals and objectives, thus, further stating that employee performance could be evaluated by considering the level of absenteeism, quality of reports and the time of reporting for and leaving duty. Employee performance is actually influenced by motivation because if personnel are driven, then they will do their work with more effort and by which the overall performance will ultimately improve (Azar & Shafighi 2013). According to Anka (1988) every organization faces the challenge of how to motivate employees to perform at their utmost potential. According to Koontz (1990) this underlines the importance of a well-motivated employee workforce to the opined that motivation of employees is an essential inner control mechanism and should be satisfied in order to achieve certain advantages such as increased employee commitment, increased productivity and efficiency. According to Dobre (2019) motivational techniques and employee performance are critical to optima productivity in any organization, as it is observed that when employees are properly incentivized in the work environment they strive to achieve a much higher levels of productivity and success which provides the organization with favorable outcomes through their performances. Therefore, to achieve optimal performance for the latter, requires calculated application and implementation of certain techniques to inspire commitment and focus from such employees to obtain maximum output, Therefore constructed and improvised ways of achieving a purpose has to be stipulated by the organization for the employees which include promotion, compensation and remuneration, which all combine to drive and enable employees to carry-out, fulfil and accomplish organizational goals and objectives. Every employee has his or her own set of motivations and personal incentives that drives him or her to work hard or not as the case may be. Some are motivated by recognition whilst others are motivated by cash incentives. Whatever, the form of employee motivation, the key to promoting that motivation as an employer, is understanding and incentives (Mc-Coy 2000) the study is to find the nexus between motivational techniques and employee performance?

 

1.2       Statement of the Problem

Over a considerable period of time now there has been growing sub-optimal performance and also challenges in our public service in general and at the Nigeria Immigration Service, Abuja in particular. This has led to several public outcry and allegations of inefficiency, corruption, commitment, ineptitude and retention of their employees. And these factors encourage dissatisfaction among personnel and hence, leading to less productivity or lack of adequate performance. Unfortunately, motivating people is not universalistic in terms of application in most organizations. The Nigeria Immigration Service, Abuja is responsible for international migration activities. Above other functions, the duties of the Service comprises of all

international migration processes, from the migrant’s identity down to the process of leaving the nation-state or coming into the nation-state. However, it has grown tremendously from just issuing international passports and resident permit, to protecting our land, sea and aerial borders, and eventually grew further to having a database aligned with the national identity management commission, where the identities of the population are synchronized thereby making their information more accurate. Shahzadi (2014) noted that within the public sector, providing the employees with adequate combination of direction, guidance, technique, assets and compensation based on the goal of motivating them and enabling them to be steadfast as regards to work in a manner that the manager wants them to do is the main aim of motivation.

Above all, the personnel are the most vital resource for the organization. According to Dobre (2013) every organization is faced with the challenges of retaining their personnel, a high cost for recruitment, training, bogus rules and regulations by the government and the high rate of technological advancement. A lot of researches have been carried out in relation to personnel motivation, but only a few had focused on the effect it has on the efforts of immigration personnel. A study carried out by Uzona (2013) opined that personnel from diverse regions and culture would not be driven using the same motivational techniques, meaning a different technique may be applicable in a different region that practices a different culture. Asim (2013) highlighted that training is an essential motivational technique that has a positive effect on personal performance in the educational sector in Pakistan. Although, the study, only paid attention to training as a technique for motivation thereby leaving room to be filled by assessing other motivational technique.

According to Jones & George (2008) motivational technique should comprise of three major components, which are direction, persistency and intensity. They further added that different people are motivated by different factors therefore, it is important for managers and supervisors to understand what motivates this individual employees, and not to result to one-size-fits- all approach. Also the lack of proper motivating factors may lead to losses which may subsequently lead to low staff turnover, poor attitude towards work, low output level and low profitability. Therefore, it is in light of this that this study is investigating motivational techniques and employee performance in Nigeria Immigration Service, Abuja.

1.3       Research Question

In order to resolve the problem stated, the following research questions were put forward:

1. How do promotion opportunities affect the employee performance in Nigeria Immigration Service, Abuja?
2. How does compensation impact the employee performance in Nigeria Immigration Service, Abuja?
3. How does remuneration impact the employee performance in Nigeria Immigration Service, Abuja?

1.4       Objective of the Study

The main objective of this research study is investigating the motivational techniques and employee performance in Nigeria Immigration Service, Abuja. The specific objectives are:

1. To evaluate the effect of promotion opportunities on the performance of employees in Nigeria Immigration Service, Abuja.
2. To examine how compensation impacts on the performance of employees in Nigeria Immigration Service, Abuja.
3. To assess how remuneration affects the performance of employees in Nigeria Immigration Service, Abuja

 

 

 

 

1.5        Research Hypothesis

The study raised the following null hypotheses;

1. H₀₁: Promotion opportunities do not significantly affect the employee performance in Nigeria Immigration Service, Abuja.
2. H₀₂: Compensation does not have significant impact on the employee performance in Nigeria Immigration Service, Abuja.
3. H₀₃: Remuneration does not significantly affect the employee performance in Nigeria Immigration Service, Abuja

 

1.6       Significance of the Study

This research study is of great value and importance to the Nigeria Immigration Service, Abuja and various organizations in both the private and public sectors by enabling different employers be aware of the important forms of motivational techniques that will improve the performance of employees by been inspired, focused and ultimately productive. This study could also be used as a source of secondary data pertaining to the researches of other students in the future as it highlights key managerial concepts, theories that are related to management and social sciences.

1.7       Justification of the Study

The researcher was opportune to have observed industrial training at the Nigeria Immigration Service, which is in the public sector, and during the three months of the researcher’s attachment, the researcher was very fortunate to have had extensive conversations with most of the immigration personnel in the situated directorate in regards to their reasons for choosing to work at the Service, and the responses the researcher received were in relation to career building such as; promotion. Also other factors that encompassed remuneration such as; salaries and compensation that focused on the 28 days allowance. Therefore, the researcher gathered a lot of information from many personnel that were contented and others who were disgruntled. However, these facts compelled and inspired the researcher’s curiosity, thereby encouraging the researcher to intricately carry out a research in the future, in order to assess the effects of the motivational techniques that were stipulated to drive their desires and willingness to perform as employees of the Nigeria Immigration Service, Abuja.

 

1.8       Scope of the Study

The scope of this research focuses on the Nigeria Immigration Service, the Service Headquarters located in the Federal Capital Territory Airport-road, Abuja. Its mandate amongst others include: the control of persons, entering or leaving Nigeria, issuance of travel documents to bona fide Nigerians, issuance of resident permit to foreigners in Nigeria, border surveillance management and the administration and enforcement of laws with which they have been charged with.

Therefore, this study investigates motivational techniques and employee performance which specifically targeted both the junior and senior cadre personnel of all gender, who have worked within the Service headquarters for three years and above. Subsequently, the respondents were issued questionnaire that laid emphases on the implications of motivational techniques, individual needs and also their perspectives on the factors that increase performance.  In relation to the field of business management, the study investigates the benefits of a wellmotivated workforce manned by well-trained personnel that initiate motivational techniques to ultimately improve the general performance of the whole organization.

1.9       Definition of Terms

Employee performance: may be defined as how an employee fulfils their job duties and execute their required tasks. It refers to the effectiveness, quality, and efficiency of their output (Ciner 2019)

Motivation: is that force that drives an individual’s desire to achieve a certain goal which could be an intrinsic or extrinsic factor that encompasses the condition of being interested or motivated. (Webster’s Dictionary 2004)

Technique: is a means of achieving a specific purpose in a way in which technical details are needed and carried out through a procedure amongst several other alternatives (Collins Thesaurus 2002)

Employee: someone paid to work especially on a regular basis rather than a casual basis, the individual is employed by another usually for wages or salary and in the position below the executive level (Linh 2017)₁₄           

 

Performance: is the execution of an action in relation to something accomplished through ability in a manner of reacting to stimuli, which is an act of fulfilment or accomplishment contrasted with capability (Webster’s College Dictionary 2010)

Promotion: is act of furthering the growth or development of an individual through a state of being raised to a higher rank or advancement to a higher status better than the previous (Collins Thesaurus 2002)

Remuneration: the act of paying someone money in return or exchange for his or her services, it is something that constitutes an equivalent or recompense (Webster’s Dictionary 2004)

Compensation: is the process of repaying someone for a loss or to make-up for something through a mechanism by which feelings of inferiority, frustration of failure in one aspect are counter-balanced by achievement in another (Webster’s College Dictionary 2010)

Personnel: the body of employee in a service which is the labor force, staff, manpower or work force available for the purpose of productivity (Webster’s Dictionary 2004)14

MOTIVATIONAL TECHNIQUES AND EMPLOYEE PERFORMANCE IN NIGERIA IMMIGRATION SERVICE, ABUJA.

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