GAP ANALYSIS OF EMPLOYEE MOTIVATION: THE CASE OF DUFIL PRIMA FOODS, OTA, OGUN STATE, NIGERIA

Abstract

This study investigated gaps in workers’ motivational desires and employers’ provisions in order to reveal the extent to which desires were either in balance, deficient or excessive compared against what employers’ often provide. The size of the gap in-between, rather than the absolute size of the motivation provided was justified as the determinant of effective motivation. It was a single case study of a manufacturing company, Dufil Prima Foods (Nig.) Plc. Ota, Ogun State, Nigeria. Perceptual data measured on a 5-point Likert Scale were collected via a survey by questionnaire. Paired samples mean difference tests were conducted to identify significant gaps between motivational desires and provisions. The results were fitted into some selected theoretical models and analyzed. The study found the greatest mismatch on the content factors of the Herzberg framework as well as the physiological, safety and self-actualization levels of the Maslow triangle. Consequently, drawing from knowledge on the social exchange theory, the study suggested enhanced periodic communication and feedback with employees. This is to prevent “waste” of expenditures on motivational provisions that are of little value to employees, and are hence incapable of instigating commitment and loyalty to jobs and organizations. The study therefore recommended a new social exchange theory of motivation. The work is significant as it draws attention to the balancing factor in making motivation penny-wise and effective.