PROJECT TOPIC- ccccc
This research examines firm characteristics, corporate governance and audit delay in Nigeria. The main objective is to examine the relationship between firm age and audit delay and also determine the relationship between number of committees on corporate governance and audit delay. The secondary source i.e. audited annual reports and accounts of the sampled companies listed on the Nigeria Stock Exchange was used for data collection while the findings were analyzed using OLS statistical technique. The study discovered that firm age has a positive significant relationship with audit delay and that board size has a positive significant relationship with audit delay. The study concludes that audit fee has positive relationship with delay audit, implies that the larger the audit charged by audit firm the wider the audit delay. The study however recommends amongst others that companies should be mandated to shift their balance sheet date to July to avoid December rush and that regulatory bodies should come up with a specified model that will reveal the amount to be charged by audit firms for audit services.
1.1 Background to the Study
Managers in all types of organizations are continually faced with the fact that vast differences exist in the performance of a group of employees. Some employee always perform at high level, need little or no direction and appear to enjoy what they are doing, on the other hand, other employees perform only at marginal levels, require constant attention and are often absent from their work station. The reasons for these differences in performance are varied and complex, some of the difference could be attributed to individual characteristics, such as personality, intelligence, or ability. We could also focus on organizational influence such as job rewarding system, the supervision style, Training and development package, selection process, management by objective used by the organization are contributing to these difference in performance. The core concept associated with each of these properties is motivation.
Therefore, one of the major problems controlling management is that of motivating workers to perform assigned task to meet or surpass predetermined standard goals.
Motivation is one of the three factors in the function of directing and is defined as that energizing force that induces or compels and maintains behaviour. Human behaviour is motivated, it is goal directed (Nwachukwu, 1988). It is not easy to motivate an individual for the success of any motivational effort depends on the extent at which the motivator meets the needs of the individual employees for whom it is intended. Motivation is a internal psychological process whose presence or absence is inferred from observed performance. Motivated behaviour has three basic characteristic viz;
- It is sustained; it is maintained for a longtime until satisfied.
- It is goal directed, it seeks to achieve an objective.
- It results from felt need, an urge directed towards a need (Nwachukwu, 1988:181)
The motivational forces shaping business enterprise are many and varied. They are related to the internal and external conditions in which the organization operates. While profit is, without question the primary objective of businessmen, it is by no means the only one nor is it always minimized, striving for security, power, and prestige frequently play important and sometimes opposing roles (George, 2001).
Within a large corporation diverse pattern on motivation maybe found, some are motivated by the job security and the need to fulfill the expectation of their peers, some are organization men and others seem to be searching for prestige. Not only will the goals of management vary with the motivational pattern of men occupying the managerial ranks, but will also depend to a considerable extent upon the particular situation of the business or industry at the time.
Another core notion in this study is performance; it is this variable that is the key to evaluating the effectiveness of individuals, groups, leaders and organization. When performance is satisfactory, the organization is judged to be successful. Thus all the variables in this study are linked to the performance segment of the model. In summary, it is apparent why the topic of organizational performance and motivation remain one of the most important when considering organizational behaviour and performance. The view of the individual worker as unlimited resources who is solely motivated by economic means is far too simplistic. What managers need are approaches to acquire, motivate and retain these valuable Resources.
1.2 Research Problem
PROJECT TOPIC- EMPLOYEE MOTIVATION AND ORGANIZATIONAL PERFORMANCE
Much have been said and written about the importance of motivation in the attainment of organizational performance. Most business organizations acknowledged the importance of motivation to the efficient and effective management of their organizational resources. It is however necessary to point everyday activities, we met with people whose character and behaviour, perception, attitude, goals and value systems and expectation, are in no way similar to one another or to the managers. Therefore, behind every management decision and action are assumption about human nature needs and behaviour pattern. Therefore, it is important for management to diagnose the situation confronting motivational style or system that will improve their chances of success; hence it is on this basis the researcher would examine the nature and extent of motivation given to the employees and their bearing on the organizational performance.
1.3 Research Questions
In order to achieve the objectives of this research, the following questions need answer(s).
- What is the relationship between Organizational performance and employee motivation?
- What is the relationship between chief executive officer management by objective and organizational performance?
- Are employees motivated through improved recognition and advancement they have on training and development on organizational performance?
- What is the relationship between employees selection of organizational members and organizational performance?
- What is the relationship between the joint actions of these variable and organizational performances?
1.4 Objective of the Study
The following are the objective of the study;
- To determine the relationship between Organizational performance and employee motivation.
- To find out the relationship between chief executive officer management by objective and organizational performance.
- To determine if employees motivated through improved recognition and advancement they have on training and development on organizational performance.
- To determine the relationship between employee’s selection of organizational members and organizational performance.
- To find out the relationship between the joint actions of these variable and organizational performances.
1.5 Research Hypotheses
The research hypotheses relevant to the above stated questions and objectives were:
HO: Organizational performance is negatively related to employees motivation.
HI: Organizational performance is positive related to employees’ motivation.
HO: There is no significant relationship between chief executive officer management by objective and organizational performance.
HI: There is significant relationship between chief executive officer management by objective and organizational performance.
HO: Employees are not motivated through improved recognition and advancement they have on training and development.
HI: Employees are motivated through improved recognition and advancement they have on training and development.