CHAPTER ONE

INTRODUCTION

1.1    BACKGROUND OF THE STUDY

To every growth in and strategy for organization to operate smoothly there must be motivation between the employer and their employees. Also noting the fact that the actors in our organization system are not the same, it is very obvious that there must be conflict between the parties from time to time. Therefore, what should be paramount to both the employer and the employee should be how to settle such conflicts and still go ahead without necessarily disturbing the system. This is where motivation comes in.

By means of motivation of staff to work in a problem condition and in a populated corporation, motivation play a bigger part in keeping the workers mind to aspect additional package , while adjusting to some conditions in the dam of Osun state water corporation, Osun state water corporation.  Service and supply department is an important area of business world, the organizational performance of employee to effectively play their role to enhance the Osun state water corporation in Osun state, from time past water supply has been a major challenge in Africa and the Osun state in Nigeria.

The Osun water corporation has been facing many untreated water problem due to the source of their water linking from dam of Oshogbo which was officially known by the  federal government  and the establishes a completed agreement with the Osun water corporation. Good water supply and sanitation of area around the dam can keep the workers fit and strong to work and motivation packages as a tool will enhance the organization performance in Osun state water corporation.

Responsibility for water supply is shared between three levels of government – federal, state and local. The federal government is in charge of water resources management; state governments have the primary responsibility for urban water supply; and local governments together with communities are responsible for rural water supply. The responsibility for sanitation is not clearly defined. Water supply service quality and cost recovery are low. Water tariffs are low and many water users do not pay their bills. Service providers thus rely mostly on occasional subsidies to cover their operating costs. Investments are mainly financed by foreign donors and fall short of what is needed to achieve a significant increase in access. Water and sanitation coverage rates in Nigeria are amongst the lowest in the world. Access to an improved water source stagnated at 47% from 1990 to 2006, but increased to 54% in 2010. In urban areas, access to an improved water source actually decreased from 80% to 65% in 2006, but it then recovered to 74% in 2010. However, in urban areas access to standpipes substituted to a large extent to piped water access. Access to adequate sanitation decreased from 39% in 1990 to 35% in 2010, with a particularly marked decrease in urban areas. 25% of Nigerians have to use shared sanitation facilities, which are not considered as adequate. 22% are estimated to use other inadequate facilities and another 22% are estimated to defecate in the open. Adequate sanitation is typically in the form of latrines or septic tanks. Piped sewerage is almost nonexistent. Except for some parts of Abuja and Lagos, no urban community has a sewerage system. A 2006 study estimated that only 1% of Lagos households were connected to sewers. Lagos has four wastewater treatment plants which have been rehabilitated around 2010. As of 2011, the state planned to build ten new "mega wastewater treatment plants" over the next five years with the help of private investors. These have not yet been completed.

Service quality

According to the World Bank, in 2010 water production facilities in Nigeria were “rarely operated to capacity due to broken down equipment, or lack of power or fuel for pumping.” The operating cost of water agencies is increased by the need to rely on diesel generators or even having to build their own power plants, since power supply is erratic. Equipment and pipes are poorly maintained, leading to intermittent supply and high levels of non- revenue water.

As of 2000, about 80% of all government-owned water systems in small towns were non-operational. Through investments and capacity building for communities, the functionality of water points can be increased in the short term. For example, in focus communities supported by UNICEF in  Kwara State, functionality has improved from 53% to 98%, and in Kebbi State the functionality of boreholes has improved from 12% to 88%. However, it is not clear how well these facilities will continue to function in the long term, after international intervention has ended.

Efficiency

Water supply and sanitation are not provided efficiently in Nigeria. For example, State Water Agencies are massively overstaffed. In 2000, there were about 70 staff per 1,000 customers in State Water Agencies, compared to a best practice ratio of 3.5.non revenue water often exceeds 50 percent.

National policies and initiatives

Nigeria's National Water Supply and Sanitation Policy, approved in 2000, encourage private-sector participation and envisages institutional and policy reforms at the state level. However, little has happened in both respects. As of 2007, only four of the 37 states - Lagos, Cross River, Kaduna and Ogun States - began to introduce public-private partnerships (PPP) in the form of service contracts,[5] a form of PPP where the responsibility of the private sector is limited to operating infrastructure without performance incentives. While the government has a decentralization policy, little actual decentralization has happened. The capacity of local governments to plan and carry out investments, or to operate and maintain systems, remains low despite efforts at capacity development. Furthermore, the national policy focuses on water supply and neglects sanitation.

In 2003 a “Presidential Water Initiative (PWI): Water for People, Water for Life” was launched by then-President Olusegun Obasanjo. The initiative had ambitious targets to increase access, including a 100 percent water access target in state capitals, 75 percent access in other urban areas, and 66 percent access in rural areas. Little has been done to implement the initiative and targets have not been met.[5]

In 2011 the government voted in the United Nations in favor of a resolution making water and sanitation a human right. However, it has not passed legislation to enshrine the human right to water and sanitation in national law. The country is not on track to reach the Millennium Development Goal for water and sanitation.

Since 2008 community-led total sanitation has been introduced in six states, including in Cross River State, with the support of UNICEF and the EU. While not being a national policy, apparently this grass-roots initiative has met with some success. More than 17,000 latrines have been built in 836 communities, and more than 100 of these communities have attained the goal of being declared free of open defecation.

The problem of employees dissatisfied at work, poor motivational techniques are seen to have influence are the motivational techniques used by some personnel managers who think motivation is only giving money without job satisfaction. In motivating staff, their job problems must be considered and compared with that of the counterpart in other organization with as well as a designed working condition. . Organization performance refers to various factors such as output, earnings, competitive advantage, reduction in expenditures, reduction in errors, minimized scrap level, and stabilized business in service sector of Pakistan (Sajjad & Amjad, 2012).

1.1    INTRODUCTION OF THE STUDY

The theories of motivation constitute one of the streams of the plethora of management theories that explain the behavior of employees at work. This is because what motivates one person is quite different from what motivates others. It is a known fact that the principal motive of management of any organization is to make individual and people contribute positively toward the activities which it consist. So as to achieve the mission of the enterprise employee is motivated.

The importance of motivation in the success of any organization in terms of the attainment of set organizational goal is it in the area of productivity, profit margin, market share, efficiency, customer satisfaction, value of stock etc is universally acknowledged in the business world. Hence motivation has become “one of the most frequently researched topics in organizational behaviour (OB)” as Robbins (2005: 107) observed. The situation, Robbins noted is due to the discovery that 55% of workers in the United State “have no enthusiasm for their work”. Nevertheless, the application of the emergent motivation theories and their impact on the success of business organization has been a subject of immense debate amongst management science scholars.

Hermanan motives are based on need such as the psychological requirement for water, food and shelter. Other need may be regarded as secondary such as self esteem status; motivation has become one of the most indispensable factors in management towards the achievement of organizational goals and objectives.

Motivation is known to be the foundation for better performance and maximization of output in an organization when workers are not well motivated.

There are motivational questions that need to be answered so that usage can be made of their mental and physical abilities for a maximization of output in the organization. In motivating staff for a better performance, their need must be satisfied. This notwithstanding, the truism that an organization can only be as productively successful as its work force is correspondingly motivating other variables in the production process such as technology, quality of workers, environment being equally recognized, becomes very important with respect to the case under study – Osun state water corporation, , Osogbo/Gbongan Road,Osogbo Nigeria

1.2    STATEMENT OF PROBLEM

In the past years, there has been a steady increase in most Nigerian industries, the crisis is as a result of a poor working condition, stringent rules poor and delayed remunerations. Also, the crisis results from the failure of the top management to appreciate to human element as the most crucial factor and the determination of attainment of goals and objectives. Furthermore, there are many and varied reasons why management is continually under distress in organization. Resources, human and material, technology are but a few issues confronting managers daily.

More importantly, the employee aspect has questions that have perplexed and fascinated managers for a long time. These questions include but not limited to:

1)   What makes some employees perform better than others

2)   What makes some employees seem better satisfied in their jobs than other

3)   How can we improve the motivation and overall productivity of

Employees It is view of this that this research intends to look at the effect of motivation on employee’s performance in an organization using Osun state water corporation, Osogbo/Gbongan Road,Osogbo Nigeria as a case study.

1.3    OBJECTIVES OF THE STUDY

The objective of the study is to look at the impact of motivation in the achievement of organizational objectives; it is also intended to cover the following:

i)                  To identify how it increases output in all set goals and objectives.

ii)               The study is carried out to identify the techniques used in motivating workers as regard to greater performance and Review the theories of motivation.

iii)            To identify some factors that influence work performance as it relates to productivity.

iv)            Examine the impact of application of programmes of motivation on the productivity of workers, particularly in the areas of initiative and commitment, productivity and contribution of conditional effort.

1.4    SIGNIFICANCE OF THE STUDY

The importance of this study is to bring the notice of organization to the effect of motivation bearing in mind the following:

Firstly, to enable both the management and the manger to appreciate the important of motivation to the attainment of organizational goals. Also to enable the management appreciate the need to experiment new concepts of motivation.

Secondly to highlight what factor motivates workers to perform their function effectively and involvement of staff in decision making process are also string factors of motivation and as well as promote harmonious co-operation between management and employees.

Also, the study in the open of the researchers will contributes in no small way to have knowledge in the area of management of human resources towards the attainment of organizational goals. It will also assist both secretary and management student in the Ministry of Human Relation Skills.

1.5    RESEARCH QUESTION

To assist the researcher to find solution to the problems mentioned, the following research question have been formulated.

1.      What is the right motivational techniques used in worker to achieve the organization objectives?

2.      What are those factors that motivates as workers in an organization?

3.      What are the effects of lack of motivation on workers?

4.      What are the roles motivations plays in the performance of a worker?

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