CHAPTER ONE INTRODUCTION 1.1     Background of the Study

Organization has employees who work for that organization, when employees are motivated they are enjoyable and they more interested in their job. There is a large amount of aspect that contributes to the success of an organization. For an organization, it is important that people are motivated. If the employees of an organization are motivated their interest, attitude and performance will improve during work hours (Lockee2004).

The performance is also an aspect that contributes to the success of an organization. The main objectives of an organization is to make profit amongst others. An organization can only make profit if the employees of that specific organization can achieve their objective (Beal 2005).

Good rewarding has been found over the years to be one of the policies the organization can adopt to increase their workers performance and thereby increase the organization productivity. Also, with the present global economic trend, most employers of labour have realize the fact that for their organizations to compete favourable, the

employees job performance goes a long way in determining the success of the organization. Performance of employees in any organization is vital, not only for the growth of the organization but also for the individual employees (Meyer and Peng 2006).

The human element is the most dynamic asset of any organizational setup. That is why it has been noted that all problems faced by management in motivating the employees has been ranked as one of the most intractable. It is therefore common for one to ask the question as to what is responsible for employees job performance? It is the responsibility of the management to the employees; the management will be expected to provide his means of motivation.

The answers to these question are not farfetched. Some author see motivation within the confine of the employees in the organization. Motivation has been defined by authors in different ways; motivation is that which cause channels and sustain people behaviour or attitude toward something.

Motivation is one of the major problems of management whose aim is to make the employees to be able to put in their best.

Intrinsic motivation refers to motivation that come from the inside an individual. The motivating factors are internal or inside, rewards such as joy or enjoyment, congratulation and praises etc.

Intrinsic motivation comes from inside a person. It is a sense of achievement, responsibility, job satisfaction purpose, involvement, empowerment and ownership are all the things that an employee feel that what they are doing make a big difference in their lives and in the organization itself.

If the employees feel that what they are doing is significant, they will significant, in turn; they feel their work is valued, they feel valued. The easiest way to provide intrinsic motivation is to say thank you. Appreciating and recognizing your employees with comment like; “well-done” or “great job” creates a greater and longer term effect on employees motivation than providing a cheap reward that is quickly forgotten. Best of all in most cases intrinsic motivation does not cost a cent.

Intrinsic motivation does not mean, however, that the employee will not get any external reward or outside reward such as money or incentives from working on or completing a task. It just means that the joy they expect from some internal reward will confines to be a motivation even when the job to be done hold little or no interest.

It is believe that when a workers achievement is acknowledge in any form, the employee will tend to do more or repeat what he has been reward for.

Motivation is concept that has been denied a common definition but suffices to say the definition given by Koontz (1970) when say that motivation refers to the inner state that energizes and channel human behavior. Employee motivation is a term used to describe an inciting and or encouraging rewards for service rendered.

The reward which incites onto action is a form of motivation. In other words motivation will be used to describe any special inducement offer by a business establishment or organization to its employees in either, monetary or form to enhance higher production maximum efficiency.

Motivation can be either extrinsic or intrinsic. Intrinsic motivation are those rewards that can be termed psychological motivation and examples are opportunity to use one’s ability, a sense of challenge and achievement, receiving appreciation, positive recognition and being treated in a caring and considerate manner.

Performance is defined as the accomplishment of a given task measure against preset known standard of accuracy, completeness, cost and speed. Performance could be in terms of assessing how the employees carry out their work effectively, and that of  assessing how the employees carry out their work effectively, and that of the overall organization on how the resources available was effectively and efficiently utilized for the purpose of achieving the organizational goals.

Therefore, the background of the study aims at explaining the impact of intrinsic motivation and employee job performance in workplace.

1.2     Statement of the Problem

The performance of an organization and employees motivation has been the focus of intensive research effort in recent times. How well an organization motivates workers in order to achieve their goal (s) is of paramount concern. Employers is both private and public organizations are becoming increasingly aware that motivation increases productivity. From the foregoing, and looking at today economic trend, it is evident that the pace of change in our business environment presents fresh challenges daily. Despite these, no effort has geared to investigate the influence of intrinsic motivation on employees performance.

Base on the individuals working in an organization view of intrinsic motivation and job satisfaction and/or job performance to increase output level.

This research study is attempting to analytically review intrinsic motivation and examine its implication on employee’s job performance.

1.3     Objectives of the Study

       To examine the relationship that exists between intrinsic motivation and employee job performance.

       To evaluate how staff intrinsic motivation can lead to employees job performance.

       To evaluate how job performance can lead to attainment of goal.

       To examine how intrinsic motivation increase productivity.

1.4     Significance of the Study

We are quite aware that proper motivation of employees will certainly lead to an increase in productivity, an increase in sales volume, an increase in profit and off course lead to organizational performance as well as the employee’s performance.

At the end of these study organization, managers and supervisors will find it useful and it will guide them is the effectiveness of motivating their employees. Also the employees can use it as a guide to carry out their job effectively and to increase their performance and take correction where necessary.

This study is significant because it has been able to uncover the roles of intrinsic motivation in job performance.

1.5     Research Questions

To consciously draw up a valid conclusion from the study,   the       research questions are as follows.

1. To what extent does intrinsic motivation lead to employee’s job performance?
2. How does appreciation and positive recognition motivation increase the performance of employees?
3. To what extent does intrinsic motivation relate to increase in productivity in an organization?
4. To what extent does intrinsic motivation relate to employees job performance?
5. To what extent does intrinsic motivation contribute to employee’s job performance?

1.6     Research Hypothesis

HO1  There is no significant relationship between intrinsic              motivation and employee job performance.

H02   There is no significant relationship between intrinsic              motivation and increase in productivity.

1.7     Scope and Limitation of the Study

The study of intrinsic motivation and employee’s job performance covers a wider area of investigation. However, the scope of this study has it basis of selected companies in Rivers State, Nigeria.

Investigation was being limited to employees, managers and supervisors of this selected business enterprise.

LIMITATION OF THE STUDY

The researcher initial intention was to carry out the investigation beyond Rivers State but was constraint by the following factors.

COST: The cost of undertaking this type of study is very high and couple with lack of finance on the part of the researcher.

TIME: The study was also hampered by time. The time frame within which the study was carried out was rather too short. Despite the constraints, the project was successfully completed.

1.8     Definition of Related Terms

INDUCEMENT: Something that encourage one to do something.

Performance: Act or process of performing a task.

Productivity: The rate which a worker or company produce goods and the amount produced.

Job: A regular work which a person does to earns money.

Employees job Performance: The collection and study of information relevant to specific position within the organization.