A Study On The Relationship Between Job Motivation And Job Performance Of Employees In JEHUL Pharmaceutical Nigeria Limited

COVID-19 pandemic forced many employees to adapt to the new normal.In Anambra state Nigeria,some manufacturing firms’ employees are feeling stressed and unmotivated to accomplish their daily tasks and this is affecting these firms’ overall performances.Motivation is able to make employees to work hard.Work motivation(intrinsic & extrinsic)and work performance is the main issue for today’ s management and often considered as useful tool for employee performance.This study explores any positive,negative,neutral or no relationship between(Intrinsic & Extrinsic)motivation and work performance in Jehul pharmaceutical company.Also,this study examines the impact of(intrinsic & extrinsic)motivation on employee work performance.Descriptive research survey was adopted as 2 0 6senior cadre employees of Jehul pharmaceutical company were sampled using cross-sectional data from a semi-structured questionnaire.The study used quantitative study in order to fulfill the research purpose and descriptive statistics(frequencies,mean,and percentages)to answer the research questions posed for the study.The Pearson Product moment Correlation Coefficient was used to test the hypotheses that guided the study.The result obtained from the analysis showed that there existed relationship between extrinsic motivation and the work performance of employees and little relationship existed between intrinsic motivation and employees’ work performance.The result revealed that both monetary(competitive salary,salary raise,allowances,bonuses,and percentage profit sharing)and non-monetary(job security,job training,career advancement opportunities,flexible working hours,and retirement benefits)motivational incentives have a significant positive correlation with employee job performance in the study organizations.Specifically,it was revealed that competitive salary(R= 0.8 0 9)is the leading monetary motivational factor as job security(R=0.835)tops the ranking for non-monetary motivational factors.It was recommended that study organizations will have to employ a mix of both monetary and non-monetary incentives in driving higher performance.Findings also showed that female employees are more motivated by non-monetary incentives(5 8 %)while male employees are more motivated by monetary incentives(61%).Therefore it was recommended that management should be more strategic in implementing its yearly financial reward contest and public recognition as this will induce the employees to engage in work behavior that drives higher-level performance and that all firms should adopt extrinsic rewards in their various firms to increase productivity.On the bases of these findings,employers are continually challenged to develop pay policies and procedures that will enable them to attract,motivate,retain and satisfy their employees.I therefore,suggest that more research should be conducted on the relationship and influence of rewards on workers performance using many private and public organizations which will be a handy tool that could be used to provide solutions to individual conflict that has resulted from poor reward system.