Effect of Motivation on Employee Performance in CCECC Limited (China Civil Engineering Construction Corporation Nigeria)

Abstract

The paper examine the effect of motivation on the performance of employees using the case of CCECC, Nigeria.. This study was guided by the following research questions (i) what is the impact of motivational goal-setting on performance of employees? (ii) What is the effect of financial incentives on employee performance? (iii) How do recognition and reward programs affect performance.The target population for this study was all the employees of CCECC Nigeria  at the headquarters in Lagos. A descriptive research design was adopted. The census technique was used in the study to select the respondents from the list of employees provided by the human resource department in order to capture the entire population, thus, the sample size of the study was 50. The questionnaire made use of a five-point Likert scale to rate the importance of various motivational factors. The research was analyzed using Statistical Package for Social Scientists (SPSS) version 24. The study revealed that the management of CCECC partially used motivational goal-setting to motivate their employees.The study also showed that there was a lack of regular training and development for the employees to improve their key skills and knowledge and this is an area that should be addressed. Therefore, the management should re-structure the goals they provide and implement mentorship and training programs. The study concluded that the company partially used recognition and reward programs but they were not effective in motivating employees to perform. It was revealed that pay received and the benefits package was not viewed by the employees as being competitive when compared to other construction organizations. The study concluded that money was a highly motivating factor for the employees and management should look into increasing the monetary and benefits package they give. The current recognition and reward programs were perceived by the employees as being inequitable and unfair.Therefore, the study recommends that management re-evaluates and re-engineers the current recognition and reward program and therefore change the perception of the employees about it.

Keywords: Employee Motivation, Employee performance, Goal-Setting, Financial Incentives, Recognition and Reward, Employee training.