Employee motivation in an oil and gas sector in Nigeria: A case study on NNPC

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ACKNOWLEDGEMENT

My thanks go out to all who have helped me complete this study and with whom this project may have not been possible. In particular, my gratitude goes out to friends, facilitator and family for extensive and helpful comments on early drafts. I am also deeply indebted to the authors who have shared my interest and preceded me. Their works provided me with a host of information to learn from and build upon, also served as examples to emulate.

DECLARATION

I, (Your name), would like to declare that all contents included in this thesis/dissertation stand for my individual work without any aid, & this thesis/dissertation has not been submitted for any examination at academic as well as professional level previously. It is also representing my very own views and not essentially which are associated with university.

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TABLE OF CONTENTS

ACKNOWLEDGEMENTII

DECLARATIONIII

CHAPTER 1: INTRODUCTION1

1.1. Background of the Study1

1.2. About Nigerian Oil and Gas Sector2

1.3. Company Profile: Nigerian National Petroleum Corporation3

1.4. Motivational Issues at NNPC3

1.5. Aims and Objectives4

1.6. Research Questions5

1.7. Significance of the Study5

1.8. Layout of the Dissertation6

CHAPTER 02: LITERATURE REVIEW7

2.1. Introduction7

2.2. Overview of Employee Motivation7

2.3. Importance of Motivation9

2.4. The Concept of Basic Needs in Self-Determination Theory11

2.5. Factors that Influence Employee Motivation12

2.6. Internalization of Motivation13

2.7. The Need for Competence and its Contextual Support15

2.7. Improving Performance and Commitment in the Workplace16

2.8. Motivation for Job satisfaction17

2.9. Employee Motivation in the Oil and Gas Sector20

2.10. Summary21

REFERENCES22

CHAPTER 1: INTRODUCTION

1.1. Background of the Study

For a number of years investigators have studied forces and processes that enhance learning and performance. One area of investigation that has received a good portion of attention and research effort has been motivation. Many different disciplines have contributed knowledge related to motivational processes and conditions. It is not the purpose of this study to examine all of these considerations, but rather to focus on one that has been relatively neglected until recent years.

Primary attention will be directed toward the are? of intrinsic motivation and the perceived effects that result from administering various external contingencies. Early researches such as (Louden & Deegan, 2009, Pp. 80) have shown that a person's intrinsic motivational level may be unintentionally undermined or reduced when an expected and salient reward is administered for a specified behavior. For example, giving a person some type of monetary reward to complete a task that was initially intrinsically motivating would presumably result in a reduction of subsequent interest for that task.

It has become a common practice in the United States to provide many types of contingencies and rewards (e.g., ribbons, certificates. trophies, money, all-star recognition) as incentives to motivate participants. Not only is this type of motivational system prevalent in athletics, but it has always been an integral part of many classroom settings. It is not an uncommon practice for teachers to reward pupils with gold stars, bonus points, or free time for completing a task or assignment on time, and/or for doing it well. The direct and subtle effects of these reward ...