But the tools have to be applied consistently and within the framework of an

overall strategy for performance improvement and that such strategy must
coordinate various elements of human resources management into a unified
programmme whose focus is to enhance employee’s motivation to work.

Roger(1995),nigro(1980),Bottomley(1990) in Abefe-Balogun
(2000),agreed that there are large number of condition in the work
environment which could affect the motivation of employees. Some of
these are pay/reward, policies, leadership style, office layout and peer
group interaction. It was agreed on that work environment will affect
the way employees are putting their best in the organization.

2.1 HUMAN BEHAVIOUR FUNDAMENTALS

In the effort of the manager to direct and guide others, he or

she must first of all acquire an understanding of the nature of human
behavior and why people act as they do. To understand another
person, the manage r must have the knowledge of how the individual
thinks and feels about himself. This image of self that the individual
holds may not be a fully accurate representation , man behaves in
accordance with his own self image. His actions are a function of how
he views himself.

Even though a person’s knowledge about himself may be a little

vague, he will still strive at all times to be true to his own views of
himself. To learn to understand him truly, we must be less
judgemental of his actions and more perspective

How does a person acquire his self-concept? Psychology has

traditionally identified and studied three component of mind, which
serve as a determinant of how he behaves : cognitive, affect and
conation(Tallon 1997 in Ajiboye 2003).

“cognition” refers to the process of coming to know and

understand; the process of encoding, storing, processing an d retrieving
information. It is generally associated with the question of “what” (e.g.
what is happening to, what is the meaning of that thing ).

“Affect” refers to the emotional interpretation of perceptions,

information or knowledge. It is generally associated with one’s
attachment (positive or negative ) to people, objects , ideas and asks
the question “how do I feel about this technique?”
 “Conation” refers to the connection of knowledge and effects to
behavior and is associated with the issue of “why”. It is the personal,
painful, deliberate, goal oriented or striving component of motivation ,
the proactive (as opposed to reactive or habitual aspect of behavior ) it
is closely associated with the concept of violation, defined as the use
of will, or the freedom to make a choice about what to do (kane1985
in Ajiboye,2003)

Some of the conative issues are:

What are my intentions and goals?

What am I going to do?

What are my plans and commitments?

Bagozzi(1992) in Ajiboye (2003) proposes that condition is

necessary to explain how knowledge and emotion are translated into
behavior in human beings . He suggest one reason researches in the
area of cognition and attitudes have not demonstrated a strong ability
to predict behavior is because the construct of conation has been
omitted.

2.1.1 INDIVIDUAL DIFFERENCES

As a result of these components of mind, individuals behave

differently. Apart from the more noticeable and obvious differences
among people in physical appearances, voice , intelligence ,race ,
language and general habits are the less readily apparent differences
in emotional responses to various stimuli and in motives, attitudes,
and modes of thought. These are vast differences among people of
different culture and sub-culture even though they are biologically the
same.

In taking any action, a leader must be able to perceive what an

individual character is like. He must be ever alert to the world and
personality of his subordinates, peers and superiors as the case may
be.(Ajiboye 2003).

Abefe-Balogun(1991), believes also that people have diverse

characteristics, orientation and desire that determine their aspirations
and needs thereby having different expectations to work. Individual
affect their motivation value on priority basis.
 HUMAN BEHAVIOUR DOES NOT JUST OCCUR

Individual differs and acts differently towards a particular

situation. It is important to know that all human behavior has a reason
that form the basis for an attitude found in a particular person. A
stimulus is present to initiate behavior on the part of the individual.
An absence of something in a person will arouse the tension inside
the person. The actions of rational human beings are goal directed.
Our behavior is aimed towards the fulfillment of basic wants, drives
and needs.

Individual needs which are not satisfied will disallow good

performances and in this way human potentials in an organization will
continue to be unutilized and developed.

2.2 MOTIVATION

The word motivation is derived from the utterance motive which

manipulates the deeds of folks. Motives are the expression of desires
of a human being. The needs are of diverse types, the need may be
material or emotional(Thil,2003 in Abbasi 2008)

Motivation may be defined as psychological forces that determine

the direction of a person’s level of effort and a person’s level of
persistence in the face of obstacles(Kanfer,1990 in Casey& Robbins
2008)

Luthan(1998) in Tella et all(2007), defines motivation as “a process

that starts with a physiological deficiency or need that activates a
behavior or a drive that is aimed at a goal incentive” from this it can
be deduced that the key to understanding the process of motivation
lies in the of, and relationship among needs, drives and incentives.

Moreover , managers and management researchers have long

believe that organizational goal are unattainable without the enduring
commitment of members of the organizations.

According to Stoke(1999) in Tella et all(2007),believes that

motivation is a human psychological characteristics that contributes to
a person’s degree of commitment. It was also believe by him that it
includes the factors that cause, channel and sustain human behavior
in a particular committed direction.
 Also Kickels et all(1999) in Ajiboye(2003), asserts that people are
motivated by a variety of things such as recognition, accomplishment
and status . this view will make this paper work to discuss briefly
motivation classification; intrinsic and extrinsic motivation.

2.2.1 INTRINSIC MOTIVATION AND EXTRINSIC MOTIVATION

Intrinsic motivation is the good feeling you have when you have
done a job well.(Ajiboye 2003). It comes from within.

Motivation is intrinsic if an activity is undertaken for one’s

immediate need satisfaction(Osterlohand,F.2000). it’s the sort of
motivation that you get when you are doing something you enjoy;
when the task itself is its own reward, does things you never
procrastinate over. One of the best motivators comes from the simple
clarity and association of company standards and goals. Homes in
Ajiboye 2003 says “people are motivated by good reasons for doing
something in a particular way as long they know the way of what an
organization is doing”

A theorist by name of Abraham maslow, has concluded that

before we can be intrinsically motivated we must first satisfy some
more basic needs. According to him there are five basic human needs
and these will be discussed fully under theories of motivation in this
research work.

Intrinsic motivation can be a powerful force but it can also be

subject to your mood; when you are feeling cheerful and upbeat, you
are more likely to enjoy what you are working on than when you are
feeling low. And for some tasks ,there’s simply no way you are going
to enjoy them. That’s where extrinsic motivation comes in.

EXTRIINSIC MOTIVATION

This comes from outside. It is a reward giving to you by someone else

as recognition for good work; pay increases, praise and promotions. This
is the motivation which gets you to plough on with something you
don’t like all that much but you find yourself doing it because you
know there is a reward at the end. For instance you worked in a
place that bored you because you needed the pay check.
 On a day to day level, you probably clean your house because
you want it to be a pleasant place to live, not because you really
love cleaning. With extrinsic motivation you find that:

a) It might be hard to concentrate, you may be tempted to

procrastinate.
b) You will be much reluctant to do a job if there was no reward.
c) You want to do a job the task to a high enough standard to
get the reward to achieve the goal at the end, but you don’t
care much about it being perfect or excellent.

Homes in Ajiboye(2003), identified another key motivator as a

system of reward and consequences. Employees need to know
what will happen if they do a particular task to their best abilities
and they should also know what will happen if their work is not up
to expectation.

2.3 DISSATISFACTION ON THE JOB

After having examined the needs and wants that human

beings seek, to satisfy their quest for happiness and fulfillment in
life. It is also of importance to know what causes dissatisfaction on
the job.