This study examines the motivation as a tools for employee participation in an organization MTN Nigeria as the case study. The purpose of this paper is to identify the factors that effects employee motivation and examining the relationship between organizational effectiveness and employee motivation. A model was designed based on the literature, linking factors of employee motivation with employee motivation and organizational effectiveness. Three hypotheses were build based on the literature and the model and were tested in perspective of the previous studies and literature. The literature and various studies concluded that factors: empowerment and recognition have positive effect on employee motivation. More the empowerment and recognition of employees in an organization is increased, more will their motivation to work will enhance. Also there exists a positive relationship between employee motivation and organizational effectiveness. The more the employees are motive to tasks accomplishment higher will the organizational performance and success. The study focuses on the practice and observance of the two central factors, empowerment and employee recognition for enhancing employee motivation which leads to organizational effectiveness. The organizations should design their rules, policies and organizational structures that give space to the employee to work well and appreciate them on their tasks fulfillment and achievements. This will surely lead to organizational growth. Data were generated by means of questionnaires. Responses from the survey were statistically analyzed using chi-square. The results of the study indicate a statistically significant relationship between employee involvement in decision making and firms’ performance as well as reveal a significant difference between the performance of firms whose employee participate in decision making are deep and the performance of firms whose employee involvement in decision making are slow. The findings also reveal the involvement of participating firms in employee involvement in decision making. The implications of this study include the need for MTN to demonstrate high level of commitment to employee participating by employing motivational tools.

Choosing the right motivational tool and benefit system to improve employee productivity is tricky. If an employee chooses a reward that holds little meaning for her employees, productivity suffers. In addition, the employer losses the time and money spent on the ineffective rewards system. To select an effective recognition system to increase productive, an employer should set specific and measurable productivity goals, understand what motivates her employees and consider using a variety of rewards and benefits.
WORKER REWARD: Is however one of the most germane activities of management. It has been the preoccupation of all the management of multifarious organization ranzing from small-scale organization to multinational corporations.
Every organization and business wants to be successful and have desire to get constant progress. The current era is highly competitive and organizations regardless of size, technology and market focus are facing employee retention challenges. To overcome these restraints a strong and positive relationship and bonding should be created and maintained between employees and their organizations. Human resource or employees of any organization are the most central part so they need to be influenced and persuaded towards tasks fulfillment.
For achieving prosperity, organizations design different strategies to compete with the competitors and for increasing the performance of the organizations. A very few organizations believe that the human personnel and employees of any organization are its main assets which can lead them to success or if not focused well, to decline. Unless and until, the employees of any organization are satisfied with it, are motivated for the tasks fulfilment and goals achievements and encouraged, none of the organization can progress or achieve success.
The focus of this study is to enlighten that how an organization through its employees can achieve success and effectiveness. The purpose of the study is to analyze the impact of employees’ motivation on organizational effectiveness. The study has two sub-objectives; firstly the factors that increase motivation of employees are to be determined. Secondly the relationship of employee motivation and organizational effectiveness is to be examined.

MTN- Mobile Telephone Network is South Africa’s second largest cellular network provider, with a subscription base of 6.3 million people. The company’s GSM network is one of the largest national networks in the World, covering a geographical area larger than France and Germany combined. The network provides coverage to 93 percent of South Africa’s population.
MTN Nigeria was launched in August 2001 and is the leading GSM operator in Nigeria, with 7.6 million subscribers. MTN Nigeria’s GSM network currently comprises nearly 2000 base station and 279,154 square kilometer of transmission infrastructure providing access to approximately 58% of Nigeria population. Since MTN Nigeria began mobile phone services in Nigeria about a decade ago, the business world has not been the same- everything seemed to move faster.
MTN brought the craze for mobile handset in this country. Once and for all the everyday people were freed from the awful wired telephone services offered by the then prominent Nigerian telecommunication company. The Nigerian communications commission [NCC] is the Independent National Regulatory Authority for the telecommunications industry in Nigeria. The commission is responsible for creating an enabling environment for competition among operators in the industry as well as ensuring the provision of qualitative and efficient telecommunications services throughout the country. MTN has the widest network in Nigeria with Mr. Ahmad Farroukh as the present Chief Executive Officer.

1. A modern forward-looking business does not keep its employees in the dark about vital decisions affecting them.
2. It trusts them and involves them in decision making at all levels. “Command and control” is no longer an adequate model. A more open and joint framework will exploit the talents of all employees.
3. The choice of manufacturing sector was made because of its relevance and potential to Nigeria’s economic development.

The main objective of the study is to analyze the impact of employees’ motivation on organizational effectiveness. The sub-objectives of the study are:
• To determine the factors that increase employees motivation
• To examine the relationship between employees motivation and organizational effectiveness
1. Employees must be involved if they are to understand the need for creativity and if they are to be committed to changing their behaviour at work.
2. Employee involvement in decision making serves to create a sense of belonging among the workers as well as a congenial environment in which both the management and the workers voluntarily contribute to healthy industrial relations.
3. In order to increase the workers commitment and humanise the workplace with the intention of improving work performance and good citizenship behaviour, managers need to permit a high degree of employee involvement.

The involvement of workers in decision making is considered as a tool for inducing motivation in the workers leading to positive work attitude and high productivity. However, researchers may be doubtful about the value and relevance of employee involvement in decision making to firm performance.

The study takes a look into the organization reward activities of Nigeria workers to increase productivity using MTN Nigeria as the case study. Because of time and other factors involved, the research was limited to the study of a particular MTN Nigeria, port-Harcourt. It examines the reward system and it’s impact on the productivity of workers.
In a view to accomplishing this research work effectively the research poses the followings. Do management staff make Workers Reward without pre and post discussion and consultation with employees?
Do management change-workers reward when rejected by employees?
To what extent do employee participate in Workers Reward making?
How often do employees meet to discuss with managers?

The researcher formulates the following hypothesis based on the objectives and problems of this research work.
H0: management staff makes Workers Reward without prior discussion and consultation with employees.
H0: That the management of MTN Nigeria change Workers Rewards when rejected by employees.
H1: That the management of MTN Nigeria change Workers Rewards when rejected by the employees.
A work of this nature is not easy to consummate or accomplish. And, as a result of financial problem, time constraints, apathly on the part of respondents and bureaucratic procedures involved in releasing data seriously affected the study.


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