65 Pages, Chapter 1-5
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ABSTRACT
This research was conducted to ascertain the importance of motivation for Secretarial Profession in a Tertiary Institution (A case study of Olabisi Onabanjo University, Ago-Iwoye, Ogun State, Nigeria). For this purpose, background to the study was carried out. In motivating Secretaries, most of the incentives have been on money. But performance required much more than motivation. Therefore, organizational managers should be concerned with motivation because it affects performance. Performance is always the target while motivation is one of the means of getting there. Two research questions were raised to serve as a guide in the course of the study. The study was limited to Academic Staff (Lecturers and Secretaries) in selected faculties and campuses in the University. A total of 150 staffs were used for the study. Questionnaires were developed and administered as instrument to obtain data. The data were analysed using the simple percentage and frequency count and the T-test statistical tool at the significant level of 0.05. The findings revealed that motivation brings about a positive effect on Secretary performance. Results of the descriptive analysis presented shows that motivational factors such as good working condition, regular payment of salaries, arrears as at when due and other incentives affect the overall job performance of a Secretary. The recommendations of the study are as follows; staff effort irrespective of how little should be recognized, the organization should provide both qualitative and quantitative measures to productivity and organization should refer the capacity to restructure its promotional policy in favour of the workers regardless of their status. Therefore, it is recommended that the school management and Government of the education industry put in measures that will stimulate the Academic Staff performance.
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
1.1 BACKGROUND OF THE STUDY
1.2 STATEMENT OF THE PROBLEM
1.3 PURPOSE OF THE STUDY
1.4 RESEARCH QUESTIONS
1.5 RESEARCH HYPOTHESIS
1.6 SIGNIFICANCE/RELEVANCE OF THE STUDY
1.7 DEFINITION OF TERMS
CHAPTER TWO
2.0 LITERATURE REVIEW
2.1 THE CONCEPT OF SECRETARIES TO WORK
2.1.1 THE ROLE OF MOTIVATION
2.2 MOTIVATION: THE KEY TO PERFORMANCE IMPROVEMENT
2.3 NEEDS AND EXPECTATION AT WORK
2.4 THEORIES OF MOTIVATION
2.4.1 MASLOW HEIRACHY OF NEEDS THEORY
2.4.2 GOAL-SETTING THEORY
2.4.3 ALDERFER’S ERG THEORY
2.4.4 EARLY CRITICISM OF NEEDS THEORIES
2.4.5 EXPECTANCY THEORIES IMPLICATION FOR ORGANISATION
2.5 SPECIAL MOTIVATIONAL TECHNIQUES
2.6 METHODOLOGY EMPLOYED BY MANAGERS IN IMPROVING THE MOTIVATION OF ROUTINE TASK PERSONNEL
2.6.0 MOTIVATION THROUGH JOB DESIGN
2.6.1 STRATEGY ONE: FITTING PEOPLE TO JOBS
2.6.2 STRATEGY TWO: FITTING JOBS TO PEOPLE
2.7 GOAL OF PEOPLE AT WORK
2.8 WHAT MANAGEMENT (MANAGERS) MUST DO
2.9 APPRAISAL OF LITERATURE
CHAPTER THREE
3.1 RESEARCH METHODOLOGY
3.2 RESEARCH DESIGN
3.3 POPULATION OF THE STUDY
3.4 SAMPLE AND SAMPLING PROCEDURE
3.5 RESEARCH INSTRUMENT
3.6 VALIDITY AND RELIABILITY OF THE INSTRUMENT
3.7 METHOD OF DATA COLLECTION
3.8 METHOD OF DATA ANALYSIS
CHAPTER FOUR: DATA PRESENTATION AND INTERPRETATION
4.1 PRESENTATION OF TABLE
TABLE 4.1.1 DISTRIBUTION OF REPONDENTS BY SEX OF TEACHERS
TABLE 4.1.2 DISTRIBUTIONS OF RESPONDENTS BY AGE
TABLE 4.1.3 DISTRIBUTIONS OF RESPONDENTS BY MARITAL STATUS
TABLE 4.1.4 DISTRIBUTIONS BY CATEGORY OF STAFFS
TABLE 4.1.5 DISTRIBUTIONS BY STAFF QUALIFICATIONS
TABLE 4.1.6 DISTRIBUTIONS BY TEACHERS WORKING EXPERIENCE
4.2 RESEARCH HYPOTHESIS
4.8 TWO: CORRELATION ANALYSIS SHOWING SIGNIFICANCE INFLUENCE OF MOTIVATION FOR SECRETARIAL PROFESSION IN AN ORGANISATION
4.3 SUMMARY OF FINDINGS
CHAPTER FIVE
5.1 SUMMARY
5.2 CONCLUSION
5.3 RECOMMENDATIONS
5.4 SUGGESTION FOR FURTHER STUDIES
REFERENCES
