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DEDICATION This project is dedicated to God almighty the alpha and omega, he omnipotent, omniscience and omnipresent, may

his name be praise forever, (amen). I also dedicate this project work to my belove parents, Mr. and Mrs. Enogela Ocheche.

ACKNOWLEDGEMENT My acknowledgements on the course of this project first and foremost I am sincerely grateful to God Almighty, the fountain of all inspirations and knowledge, for his mercy upon my life throughout this project despite all the stress. I am also indebted to my parents, Mr. and Mrs. Enegola Ochoche, must especially my father whose have given up everything for the seek of education. May God Almighty spare their lives to reap the fruits of their labor. I wish to express my profound gratitude to my uncle, S.P Sarduma

Ngbede who have one way or other contributed to my academic journey up to this stage. I want to sincerely acknowledge my supervisor in person of Mr. Umar Kadiri for his understanding and guidelines towards the completing and success of this project work. I am also grateful to my friends, Gbenga,Muktari just to mention but few and most especially Claris, for making this project easy for me than I list expected. I must not fail to appreciate C.P.M. church in Benin for her prayers in making sure that this programmes become a success, and also to living faith campus fellowship for their moral support. God bless you all.

ABSTRACT The basic framework of this project is on the comparative study of staff motivation republic and private companies with reference to Nigeria national petroleum co-operation and Bonico Nigeria enterprises lokoja, as the case study. The project work has been divided into five chapters and the analysis of each chapter is as follow. Chapter one is the introduction to the frame work, while chapter two deals with literature review where various theories on motivation were treated. Chapter three also deal with research methodology, chapter four focused on data presentation, analysis of data and the finding and question were also highlighted and finally the last chapter discussed the summary conclusion and remediation were offered. And this project gives valuable technical advice to all public and private companies in Nigeria.

2. respect and appreciation: this is probably the least expensive and least used method to motivate and retain top talent. Small things can make a big difference with top talent. Respecting their contribution listening to them, including them in the decision making process, asking for their thoughts and ideas all make them feel respected and appreciated. 3. consistent feedback: this includes regular structured one-one-one feedback sessions. Not standing in-the hallway tallass , but actually sitting down and focusing on issues. Its important to give workers feedback, encourage them. Listen to their needs 9even if you cannot meet them, just listen) take an interest in their career and build a shared bond. This makes them feel that their manager cares about them as a person, not just an employee. 4. praise: you may have experienced a manage who believes that is what they get paid for. Why should I thank them? They should thanks me for having a job, thanks I know it is just part your job, but I appreciate the pride you take in your work. It helps everyone in the

department. A little praise goes a long way to motivation people in difficult times.

CHAPTER THREE 3.0 RESEARCH METHODOLOGY 3.1 RESEARCH DESIGN Research design is a pattern or an outline of research working. It is a statement of only the essential element to study those that provide the basic guideline for details of the research work it comprises a series of prior decision that are being taken together to provide a master plan for excellent research work put in a sample way, research design is a way of collecting data either from new or past records. It involves the evaluation and analysis of the data collected in order to find out how the data will be used in the practical sense. This study adopted simple method of data collection involving personal interview and administration of questionnaires in preparing this research study. The researchers also made use of tables chart and percentages as basic instruments of data analysis. So in all, a total

number of sixty five (650 questionnaires were administered in which sixty (60) of the questionnaires were returned. 3.2 AREA OF THE STUDY This is delimitation and scope of this study. The research work is to assess the impact of motivation of staff public and private companies, but the major focus of the research is the case of Nigeria national petroleum co-coperation and Bonico enterprise Lokoja territory. 3.3 POPULATION OF THE STUDY A population is then referred to as inanimate things on which the stud is focus since the project work is focused on the comparative study of staff motivation in public and private employers and employees of this company will form the research population. The population of the company is forty five (45) people junior staff twenty (20) , and senior staff twenty five (25), the customers are numerous but during the cause of visit, we were able to meet with forty five (45) staff in public and private company.

3.4 SAMPLE OF THE STUDY A is a selected group, which is fair representation of the entire population of interest. The research which embark on comparative study of motivation of staff in public and private companies as the population sample for convenience, accuracy and effectives. The population sample involves at the staff of public and private company lokoja, male or female, skilled and unskilled, top management staff and junior staff and supervision. In this study, forty five staff were selected in each of the NNPC and Bonico Nigeria enterprises that made up of fifty (50) staff. 3.5 METHOD OF DATA COLLECTION The data for this project was collected from two main sources, the primary and secondary data. PRIMARY DATA: this questionnaire was the chief instrument used for collecting data. Question formula for the study, Personal interview was also conducted.

SECONDARY DATA: the secondary data include in formation form various text books, journals, previous works and lecture note relating to the topic. 3.5 ADMINISTRATION AND RETRIEVAL OF INSTRUMENT For the purpose of collecting data for this stud, the instruments were administered from top management level in the organization. Questionnaires were served or distributed to staff of the organization to fill in their responses in a fixed alternative from who are knowledgeable about what the research work is and of what the management of NNPC and Bonicao enterprise may do by given out information about the organization. 3.7 PROBLEMS OF METHODOLOGY In the course of collecting data, the following are some of the problems encountered. Some respondents gave fake information to our investigation either to protect their personal interest or the organization.

Not all the questionnaire served were responded to some information. Some of the key members who would have given out relevant information were not able to be interviewed because they were not on sits at the time of the visits. Some of the respondents express fear and doubt as to the geniuses of the investigation pledge to treat the information supplied as strictly confidential, some fear being retrenched and for this reason, there was lack of interest on the part of some staff initially. 3.8 METHOD OF DATA ANALYSIS This information derived from the respondent and the outcome of statistical test which confirm the validity of the hypothesis, the analysis of data is done in a tabular form. So as to facilities a complete coverage of responses for easy analysis with their corresponding percentages.

CHAPTER FOUR PRESENTATION AND ANALYSIS OF DATA 4.1 PRESENTATION AND ANALYSIS OF DATA Presentation of data: this focuses on the presentation of data as a result of the field work on NNPC and Bonico Nigeria enterprises Lokoja. This questionnaire was distributed in all department of the organization as illustrated below. Table showing distribution of the questionnaire according to department. s/no Names of No issued No returned 18 16 No returned 2 not

department 1 Sale department 2 Purchasing department 3 Production 9 11


department 4 Account department 5 Transport department Total 50 45 5 7 5 2 5 5 -

As shown in the above data gathered in the course of this research work have to be presented and analyzed in order to obtain meaningful information. In the a above table,, fifty (50) copies of questionnaires were distributed to all the department of the organization but only forty-five (45) were filled properly and returned while five (5) of the questionnaires were not returned. ANALYSIS OF DATA

The analysis of data shall be based on the response of the returned questionnaire and it will as well assist to determine an organization next of action. TABLE 1: AGE DISTRIBUTION OF RESOURCE Age group Response Percentage distribution 18-35 36-49 50-65 Total 18 22 05 45 40% 48.89% 11.11% 100%

SOURCE: researchers field work, 2013 form table 18, respondents representing 4% and between the age of 18-33, 22 respondents representing 48-89% fall between the age of 36-49, while 5 respondents representing 11.11% were in the age bracket of (5065).

Table 2: table 2: marital status of respondents Marital status Response Percentage distribution Single Married Total 30 15 45 66.67% 33.33% 100%

Source: researchers field work, 2013. The total above indicates that 30 of the respondents which represent 66.67% were single and 15 respondents 33.33% married. TABLE 3: SEX OF RESPONDENTS Sex Response Percentage distribution Male Female Total 32 13 45 71.11% 28.89% 100%

Source: researchers field work, 2013.

This table shows that 37 respondents representing 82.22 and 8 respondents representing 17.78%. This indicate that 37 (82.22%) of the respondent agreed or product to each departs in a good idea to improve product sales. Table 5: the extract at which provision of conducive working 22.22% of the respondents degree with it. TABLE 7: question on the extent that the organization favor the workers. Variable Response Percentage distribution To a great extent To some extent To no extent Total 25 18 2 45 55.11% 31.11% 17.78% 100%

Source: researchers field work, 2013 In this table 7, it was discovered that 25 (55.11%) of the respondent conformed that the sue of various media of

communication used by the company create proper awareness of he existing products to the potential customers and 18 (31.11%) of the respondent agreed to some extent which 12 (17.78%) of the respondent disagree. TABLE 8 Question on whether the organization recognize and reward job well done.



Percentage distribution

Yes No Total

33 12 45

78.33% 26.27% 100%

Source: researchers field work. In this table, 33 (73.33%) of the respondents confirmed that the organisation recognized and reward job well done while 12 (26.27%) were of the contrary view.

Table 9: Question on the extent of job security provided of the organization Variable Response Percentage distribution To a great extent To some extent To no extent Total . Source: researchers field work, 2013. From the table above, it shows that 23 (55.11%) of the 23 14 8 45 55.11% 31.11% 17.78% 100%

respondents realized the job security provided by the company, and 14 (31.11%) of the respondents agree to some extent while 8(17.78%) of respondent disagree. TABLE 10

Are staff of NNPC and Bonico Nigeria enterprise impressed that their good work are recognize Variable Response Percentage distribution Yes No Total 38 7 45 84.44% 15.56% 100%

Source: researchers field work, 2013 from the table above, it shows that their good work are recognize while 7 (15.56%) of the respondents were not conclusively, employee are motivated when their good work are recognized. 4.2 DISCUSSION OF FINDING From the questionnaires distributed to the employees of NNPC and Bonico Nigeria enterprises, lokoja held office, the following are the findings: It is evident that the management of NNPC and Bonico Nigeria enterprise adopt save some techniques in motivating their workers to

perform their own satisfaction, which is to be able to meet theory targeted demand by allowing them to enjoy some benefit, which improve their performance at worker. Also some necessary things are done to improve their sales in the company. This fact is supported by the employees of the organization. Motivation of staff is done to the entire activities of the organization in various department a lot of change has taking place by the staff, which is done created expansion of business and introduction of new product as well such charges include change in staff disobedience.

CHAPTER FIVE SUMMARY, CONCLUSION AND RECOMMENDATION 5.1 SUMMARY OF FINDINGS Having thoroughly analyzed staff motivation in public and private companies, the study has revealed that: I Adequate staff motivation is necessary in any organization set u as these enhances employment performance towards realizing the organization goals and objective. The public companies provide better motivation incentives then the private companies. This is 95 result of the adequate find and well trained personnel find is to run the business and also find to meet with employees related matters. Reason for motivational problem in private companies is as a result of non availability of adequate funds to run the business and also find to meet with employees related matters. The law performance association with most private companies is as a result of poor motivational techniques adopted in such

organization and this also present in some of the public companies which always have low productivity as a result employees attitude to work. Employers communication and participation in management decision is a motivational techniques that absent in most private companies and skills employees moral as employees, they are not treated as members of the organization and therefore pay less attention organization activities. Most private companies do not send their employees on training, most of their employees learn on the job and this doesnt give room employees to develop their skill where as in the public companies employees are sent on training and off training. This helps them to develop their skills and improve on their performance. 5.2 CONCLUSION For a company to operate successful and achieve its objective iss employees have to be committed and for them to be committed, they have to be motivated by their employer, as adequate staff or

employees motivation is necessary as this enhance employees, performance towards realizing the organization goals and objectives. As the objective of human resources management is to secure from the employees medium performance in terms of predetermined objectives, it is imperative their fore for employees motivation to e a prime factor in any organization decision but this is not in most practiced in most private companies but practiced betters in most public companies. This as a result of the poor financial stand of most private companies and lack of personnel department and trained personnel to handle employees affairs. The research reveals that employees motivation can enhance their performance and since inadequate practiced in private companies, tis has contributed to some extent the low productivity in most private companies not because this employees acts or attitude to work Finally, he research has shown that effective motivation is not mysterious cult practiced by most public companies, this they

encourage employees, communication and participation decision making, this has contributed to their better performance than in private companies. 5.3 RECOMMENDATION From the above conclusion derived from the various analysis the following recommendation have been put forward for both private and public companies. The implementation o which will hopefully go as long way attending to the problem of staff motivation in private companies. 1. That the private companies shared seek way of raising capital, other through loan from commercial bank to carry out its operation and the same time meet its employee motivating incentives as this will enhance their performance. 2. The companies should understand importance of personnel department and should recruit trained personnel to handle employees related matters as they are specialists in human

resources management instead of the meaning director bearing all responsibility. 3. Apart from creating a personnel department, the company being a profit oriented organization should also create marking

department with marking expert to handle the marketing expert to handle the marketing affairs. 4. The public company should endeavor to continue with those motivational techniques and incentives provide to their employees ass this enhance performance. They should also try to improve on them when the need arises.

BIBLIOGRAPHY Abram, m. (1940): motivation and personality, new york. Harper and raw publisher. Appleby, r.c. (1981): modern business administration lagos oyesiku. Beach, b. (1985): concept of motivation, London. Wluwer academic Cole, g.a (19593): management theory and practicelondon. D.p. publications. Hertzberg, f. (1959): working and natural of many new york. World publishing company. Gregory, mc (1960): human side of enterprise, new yori. Mc graw hill. Nwachukwu, cc. (1988): management theory and practice, onisha. African first publicsher. Victor, H.V (1964): expectancy theory, London. Himalaya publisher. Wilson, d.da (2000): test your management style, London, willian hanmanu L.T.D. Yalokwu, p.o (1999): management concept and techniques lagos. P.o publisher.

APPENDIX Department of Business Administration And Management Studies, Federal Polytechnic Idah, Kogi State. Dear SIR, LETTER OF INTRODUCTION I am a final year student of the Department of Business Administration Idah, conducting a research work on comparative study of staff motivation in public and private companies using Nigeria National Petroleum Co-operation (NNPC) and Bonico Nigeria enterprises, Lokoja as a case study. Please, fill in the attached questionnaire to enable us complete the project work. Be assured that this lied by you shall be treated with outmost confidentiality. Thank you for your positive response. Your Faithfully, Ochoche Gideon Olotu

QUESTIONNAIRE ON THE COMPARATIVE STUDY OF STAFF MOTIVATION IN PUBLIC AND PRIVATE COMPANY. This questionnaire is simply on aid to the researcher on the comparative study of staff motivation in public and private companies and it is purely for academic purpose. I shall be please if you volunteer to respond to our questions, your response shall be treated confident. 1. Age -------

18-35 years [ ] 36-49 years [ ] 50-65 years [ ] 2. Marital status .. Single [ ] married [ ] 3. Sex . Female [ ] male [ ] Section [2] 1. The organization embark on regular promotion of its workers? Yes [ ] No [ ]

2. At what extent which provision of conducive working environment motivation employee to work? To a great extent [ ] To some extent [ ] To no extent [ ] 3. Did workers incentive bring about increase in development in private company? Yes [ ] No [ ] 4. In which extent that the organization favour the workers? To a great extent [ ] To some extent [ ] To no extent [ ] 5. Did the organization recognize and reward job well done? Yes [ ] No [ ] 6. On which extent of job security provide of the organization? To a great extent [ ] To some extent [ ] To no extent [ ] 7. Are staffs of NNPC and BONICO Nigeria Enterprise impressed when good work recognized? Yes [ ] No [ ]