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The inadequate amount of payment evaluations in the country in addition to corporate organisation has effected a state of affairs where there have been tenacious expressions of dissatisfaction amid employees

By implication, this means that factors which govern motivation, job satisfaction, workers productivity and attitude to work differ from one society to another. However, the entire issue of the implication of adequate motivation on workers productivity is embedded in the various theories of motivation. People are motivated by various factors at different times, according to Wilkinson et al, the first factor is the combination of the individual perceptions of the expectations other people have of them, and their own expectations of themselves. This happens because people come into work situations with various expectations. When they arrive at the work place, they meet other people who also have expectations of them; positive individual and group expectations serve as positive motivational factors for the worker. This is why a balance must be struck as much as possible between organizational objectives and individual aspirations. The essence of this is to ensure a situation where the individual is motivated while the organization is achieving established objectives.
The second factor deals with the issue of self-images and concepts as well as life experiences and personality. These factors have to be positively motivated in the worker to yield proactive behaviour. This can be achieved through a carefully planned reward system, which is a type of reinforcement directed at modifying people behaviour. Those who occupy management positions in organisations encourage behaviour basically through the means of positive reinforcement. Positive reinforcement boosts favourable consequences that go a long way to encourage the repetition of particular behaviour.
In a study conducted at Emery Air Freight in USA by Davia it was discovered that in spite of proper training for workers and a good level of co-operation among them, productivity was still about 45% instead of the anticipated 90%. In a bid to improve performance, management decided to apply a program of positive reinforcement, which entailed training supervisors to give performance feedback to worker on a daily basis as well as recognition and other rewards.
As a result of the application of the positive reinforcement program, performance improved from 45% to 95%. This happened because the regular feedback and recognition gave the workers the psychological feeling that strongly and positively influenced their work. People work together in large organisations like bank, factory where they are expected to follow orders, which they may not approve of. In addition, they may have to obey instruction from supervisors they had no hand in selecting. This is the type of situation where the worker might have no opportunity for self-expression. The basic question that now arises, relates to how to create a situation in which workers can satisfy their individual needs while working towards organisational goals. How can workers in service organisation in particular Asea Brown Boveri who feel that their salaries are low when compared with their contemporaries in the private sector be motivated?
The adoption of the presidential system of Government in Nigeria seems to have complicated and compounded the human problems of the common people as well as staff of private, corporate organisation. Motivation can be a choice. When employees and the leadership understand that motivation is a self-fulfilling prophecy they can begin to make new choices. This will also help at how the motivational plan ties together with other critical elements such as overall employee development (task, skills and teaming) as well as reward programs. The management of people at work is a very important aspect of attaining the set organisational objective, with a peculiar reference to ABB in Nigeria this research project will explain the meaning and underlying concept of motivation, Identify main types of needs and expectations of staff at work, explain possible reactions to frustration at work. Outline different approaches to work motivation, explain the nature of different theories of motivation, Examine main theories of motivation and evaluate their relevance to particular organisational work situations; Appreciate the complex nature of work motivation.
1.2 Statement of Problem
Nigeria is reputed to be the sixth largest producer of oil in the world. Recent exploratory works have indicated that the country has an even larger reserve of natural gas than petroleum. The country therefore has the potential of becoming a leading industrialized (if the potential are properly harnessed) nation in the world in the not-too-distant future due to this natural endowment.
The current state of affairs in the nation in general as relating to the workforce motivation makes it necessary to temper this optimism with caution. “The workers are on strike again. ”Over what?“ They are asking for another pay rise after the one granted just few months ago.” What more do they want? These statements and comments and many similar ones are reported frequently in the dailies and are commented upon by watchers of development in various industry and service organisation. The questions are often asked as to what workers in general and particular want from their employers. Can there be an end to the clamour for increases in wages? Why do workers work and what induces them to give of their best? These questions are not peculiar to the civil servants or services organisation in Nigeria alone. Recently, the Federal Government announced an upward review of the minimum wages in the civil service. Almost, immediately after the announcement, there was a nation-wide agitation by workers in the states and local government bureaucracies to benefit from the largesse. It would appear as if money, and more money, is what workers ever ask for, but the fact is that money is a motivator in this part of the world. Money only plays the role of common denominator of all things. There is a general notion that if only management can identify other things that can motivate the workforce apart from money, perhaps there will be a dramatic reduction in the demand by workers for pay rises. Less time will be spent on the annual ritual of management/workers union negotiation meetings.
The aim of this research therefore is to find out from empirical studies whether workers, given the right incentives other than money can put in their best to contribute to the productivity and growth of the organisations to achieve the following objectives, amongst others: Reduce labour turnover, Increase workers productivity, Redesign and put in place appropriate labour laws and policies, eliminate or reduce industrial unrest, Improve management and staff relations, Create a productivity culture in the organisation.
It therefore follows that the efficiency and productivity of any organisation will have a multiplier effect on the economy in general. To achieve the desired efficiency and productivity levels, business establishments rely on a highly motivated workforce that shares the vision and aspirations of the establishment.
What then can company operating in this organisation do to elicit the right work attitudes and drive from their employees towards achieving continuous productivity and growth?
Moreover the intention of the researcher is to elicit responses from ABB staff on their views about the implication of various motivational factors in the organisation, especially how it affect their productivity.
Answers to the following research question were sought so as to provide solutions to the problems of the study.
1. Is there any relationship between motivational factors and higher productivity for experienced staff of ABB?
2. Is there any relationship between motivational factors and workers productivity for experienced staff in each organisation of ABB?
3. Is there any relationship between motivational factors and attitude to work of less experienced staff in ABB?
4. Is there any relationship between motivational factors and approach to work of less experienced staff in each of the three ABB organisation?
5. Is there any relationship between motivational factors and approach to work of old members of staff in the entire ABB organisation?
6. Is there any relationship between motivational factors and attitude to work of young members of staff in all the ABB Organisation?

1.3 Purpose of Study
The research will attempt to proffer answers to the question agitating the minds of management of the organisation, as to what to do to adequately motivate her workers to contribute their quota to their company’s productivity and growth. The research also will look at motivation from the perspective of the workforce. While seeking to refute or validate the various models and theories of motivation by finding out from the “horse mouth” what really motivates the workers in the organisation of today and the causes of poor performance and productivity.

The purpose of this study include finding our whether there is any relationship adequate motivational factors and productivity to work among management, senior staff, junior staff and contract staff respectively of the organisation under study. Secondly, it is hoped that this study will help to identify how the staff of the organisation rate the various motivational factors and it implication. Finally, it is expected that the findings of this study will serve as a basis for fore staring improved working relationship between management of the organisation and her staff.
1.4 Assumptions
The assumptions of the study are that the staffs of Asea Brown Boveri Limited in Nigeria are not well adequately motivated in terms of financial remuneration and provision of enable working environments. Secondly, poor motivation could leads to frustration, which could manifest itself in various ways amongst staff. Example could be low productivity and nonchalant attitudes towards work.
1.5 Hypotheses
I believe that work can be meaningful and satisfying to a given job incumbent only when it elicits and stimulates his inner motivation. These views raise some research questions, which form the basis of the hypotheses for this study. To put this in proper perspective, the following hypotheses were formulated for testing.
1.5.1 There is no significant relationship between motivational factors and work productivity for experienced staff of ABB.
1.5.2 That pay packet is a necessity but not a sufficient condition for worker satisfaction in the organisation.
1.5.3 That the organisation will perform better when the satisfaction the workers derives from doing their work outweighs the discomfort and sacrifices that are involved.
1.5.4 Monetary incentives and rewards exert a stronger influence on workers than any form of motivational incentive.
1.5.5 Productivity and motivation as observed in workers operate in direct proportion.
These propositions, which I believe supplement or explain the major hypotheses of this study, are examined in the study. The study hopes to show the effect of the above stated variables on the confidence of the staff of ABB in Nigeria.
In so doing, this study takes a close look at the organization and its performance in terms of the stated objectives. In particular, the study examines the effects of motivational factors other than money in the effective functioning of the organisation and offers suggestions for improvement.
1.6 Significant of Study
The findings from this study will help to highlight those areas where there are problems among staff and thus will be of great benefit to the chief executive official of the organisation and the policy makers. The results of this study would hopefully be significant in the sense that it would enable both the Management and the labour union to better understand how the various motivational factors could be harnessed to inspire staff to increase and sustain productivity.
The findings from this study would help to further highlight the likely problems of frustrations and how motivation can be used to either reduce or eliminate these problems amongst staff of the organisation.
The results from this study will help to highlight the concept of group dynamics and staff behaviour to work. Through such understanding, the administrative scope of the chief executives official could be broadened and this would put him in a better position to review and over-haul their orientation to administration in terms of better motivating staff and thus producing better results by fully utilizing the human resources potentials available.
Furthermore this study will be of immense benefit to policy makers in the human resources functions of the organisations. Also labour union officials and representative at the negotiation meeting will find it useful when putting together their “ basket of needs” and it will assist management in these other areas:
1.6.1 Designing and putting in place together welfare incentives for the workforce
1.6.2 Enables the organization identifies various types of needs and expectation of people at work.
1.6.3 Outline different approach to work motivation.
1.6.4 Explain the meaning and underlying concert of motivation.
1.6.5 Useful for government officials and establishments responsible for reviewing and updating policies and legislation or worker motivation.
In the advent of government or corporate organisation deciding to organize seminars and workshops for chief executive of business organisation in future, it is hoped that they would be equipped in terms of peculiarities to which participants should be addressed.

1.7 Limitation of Study
This research will focus exclusively on the three ABB organisations in Nigeria namely:
1. Asea Brown Boveri (ABB) Limited.
2. Asea Brown Boveri (ABB) Electrical System Limited.
3. Asea Brown Boveri (ABB) Powerlines Limited.
The workforce to be covered within the context of the survey will include contract, permanent (these include senior and junior) and management staff. The research also will establish whether the career background of an employee determines his or her level and opportunities for career advancement and hence how much a part of the organisation he feels he is, respondents will be categorised according to their professions.
Therefore one possible area of constraint in carrying out this research will probably be the difficulty of circulating the research instrument in the selected branches of thecompanies due to high level of security surrounding the work area and offices.
Finally the general apathy amongst Nigeria culture towards research work may also hinder accessibility to prospective respondents who are to provide needed data.
1.8 Delimitation of Study
The relationship between the organization and its members is governed by what motivates them to work and the fulfilments they derive from it. The manager needs to understand how to elicit the cooperation of staff and direct their performance to achieving the goals and objectives of the organization.
However, this study is delimited to the three-selected ABB group of company, in Nigeria namely ABB Nig Ltd, ABB Powerlines Ltd and ABB Electrical System. The work force to be covered within the context of the project will include contract, permanent and management staff.
This study is further delimited in terms of the organizational sub-sets of familiarity, concern and driving force as well as approach to work.