TABLE OF CONTENTS

CHAPTER ONE

1.1            Introduction

1.2            background of the study

1.3            Statement of the problem

1.4            Research Question

1.5            Significance of the study

1.6            Scope of the study

1.7           Limitations of the study

1.8          Operational definition of terms

Reference

CHAPTER TWO

2.0      Literature review

2.1      Meaning of motivation

2.2      Motivational theories

2.3      Employees motivation on organizational performance

2.4      Underlying theories of human resource management

2.5      Theoretical framework

2.6      Summary of literature

References

CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY

3.1          Research design

3.2          Area of study

3.3          Population of the study

3.4          Sample procedure

3.5          Data collection instrument

3.6          Data collection procedure

3.7          Method of data analysis

3.8          Method of data presentation

References

CHAPTER FOUR

DATA PRESENTATION, INTERPRETATION AND ANALYSIS

4.1            Data presentation

4.2           Data analysis

4.3           discussion and finding

References

CHAPTER FIVE

SUMMARY, RECOMMENDATIONS AND CONCLUSION

5.1            Summary of findings

5.2            Recommendations

5.3            Conclusions

Bibliography

Appendix / glossary

ABSTRACT

            Employers are faced with the task of motivating employees and creating high job satisfaction among their staff. Creating programs and policies that develop job satisfaction and serve to motivate employees takes time and money to create. When the employer understands the benefits of job satisfaction and motivation in the workplace, though, the investment in employee-related policies can be justified. The purpose of any motivation programme is to motivate the organization’s employees to enable them work effectively. However, motivating employees is not an easy thing as what motivates employees differs among people. This paper intended to establish a set of factors that can motivate employees and to establish the policy implications of these factors for managing staff. It was found that Pay and Promotion is the most important motivational factor followed by Good working conditions. The paper revealed that these two factors are not the only factors that are needed to motivate employees.

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