Effect of Motivation on Personnel Performance in the Workplace

I he ~tud) "as on the etlcl:t of muti,ation un the personnel pcrl(>rmam;e in the wort.. plm:e. Stalls of As~urancc allianl:c l.t.d l agus ''cr.: used. One hundred stalls m:re random!) selected. their age is between 20 to 50) cars old. 54 were male t52.l)~ol "hik 46 \o\cro: fcmak (45. 1°n). 16 "ere junior l:adrc (45.1"'o). 41 \\1.'1'1.! middle le\d l:adr..: (40.2%) and 13 \\t:n: senior lcH:ll:aJrl.' ( 12.7°o). l-our h~puthcscs "o:ro: testo:d. I h..: re~ult "as anal) ted using S.P.~.S .. Reeomml.'ndations "ere mack.


Introduction
Based on the prl:sent global el:onumrl trend. must employers of labor ha'e realized the fact that for their orgam.wtions to compete J'avorabl). th..: perlormance of their employees goes a long wa)' in determining the succ..:ss of the organization. Pertormance of employees in an organization is 'ita!. not un l) lor the gro" th of the organization hut also lor th.: growth of indi' idual emplo) ecs II j.
Moth at ion c<m be either extrinsic or intrinsic 12. 'l. ~ 1 .

Statement of Problem
The survival of any organization rests on the pt:rlormanl:c qualit)' of \o\ork don~: b) the personnel (employee). Man) organizations suiTer li·om poor pcrl(ll'lnancc bel:ause ~)r lack o f awareness of the important role muti' at ion pia) s in personnd pcrl(mnantl:. tmplo) ers tend to lorget that motivation applied promptly and appropriatd) brings out the best in emplo) ces their b) Mu}"'a Auen1~ 1 Sholann I amlluol..o Joseph On}~:buchuk,~u Lllcct of MotiVation on Personnel P~r l ormanc~ 111 th~ Worl..place achieving individual and group goals leading to increase in organization ·s productivity and protitability.

I. 4. Relewuu:e/Signijicance of th e Study
This stud) is to c~::rtify the need lor motivation in tht: work pla..:e by poiming out specific areas employers should concentrate on. in motivating their employt:es. (I). I here 11ill be a signilicant relationship betvvcen motivation and personno.:l po.:rlormann:.

Method Design
l"his stud) which e\amined the et1i:~.:t of nwtivati('n on personnd perlcmmmct: in the work place adopted survey design. I" he indt:pendent variable is motivation vv hile the dependent variablt: is personnel performance.

Sampling Technique
lhe simplc random sampling method v1as used to s..:lect the parti cipants bt:caus.: of tht: nature: of tht: study which entails administaing qu.:stionnain.: to staffs of capital alliance. SECTIONC This instrument measured the work place performance of tht: participants.

PrQcedurefor Data Collection
J"he r..:s~:an:her randoml) selected ont: hundn:d pt:rsonncl of assurance alliance Nig. Limited. Nigeria using simpk random selection. rhe respondents cut across age, sex and position. The crit..:ria lor inclusion were; must be an emplo) ee of capital allianct: and will be above lifly y~:ars of age. The respomh:nts wt:re approached. having acquainted them of the researcher's int..:ntion. Thc rt:spomknts consent was dul) sought b) asking th~.:m 11hcth~.:r thc) v1ill parti~o:ipatc in the stud~ Jnd signing thc conscnt l()rm. I hosc who rt:sponded in the atlirmative parti~.:ipated in the stud). "hile also at the same time r.:questing th~.:m to pick one ballot paper from the bask.:t presented to them. Those who picked "Yes· written on the card were drawn into the study while: those that picked ·No· were excluded from the study. This procedure ensured that .:wry participant was given equal opportunit) of participating in the study. Prior to gi>cn th.: questionnaires to them to fill. the researcher instructed th~.:m on ho11 th<:) "ere eJ\pe..:t..:d to n.:spond to thc statements in the questionnaire (i.e .. the) should tick on a line in each stat..:m..:nt and that the qu..:stionnaire should be tilled completd) as half lilkd questionnaire v1ould be rend.:red invalid). Additional!). the participants in the main stud) 1vere informed that their confidentiality was guarante..:d and therelorc. they should not write their names on the questionnaires. I he) were also told albeit indi1 iduall) to mcnti11n an) .ll"cas in tht: questionnaire tht:) did not 1.:0111)11'\.:hcnd. f hc) admitted that tht: questionnairc \\as lll"itten in unambiguous language and therelore. the) could respond to tht: sta t~.:m ent~ in the: qu..:stionnaire almost cllortlessl~ on thcir own.
The result of hypothesis two shows that there is a signiticant dit1erent:e in performance as a result of age. this ma) be as a rt:sult of the fat:t that extra responsibilities in othl.!r ar.:as of the li1 .:s of older workers and the biological factor whit:h tends to reduce the per torma n~.:e of an individual be~: a use () f age.
The result of hypothesis three shows that there is no signiticant dit1eren.:c in perturman~.:e due to gender.
The result of h) pothesis tour shows that there is no