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The ultimate objective of management is to attain organizational goals. According to Koontz (1980) “managing requires the creation and maintenances of environment in which individuals work together in groups toward the accomplishment of the common objectives”.

Management has been faced with complex problems since wrong approaches were employed toward the attainment of organizational objective, There are many approaches to management. For instances, some firms are authoritative, exploitative, benevolent, exploitative while others use consultative and participative approaches to management. These approaches are not without their strength and weaknesses. In other words, firms are faced with many complex managerial problems because of the phenomenon mentioned above. Since the paramount purpose of business organization is the attainment of its objectives, little or no attention is paid to the welfare of wonders. As a result, the firm’s goals are defeated, since the workers are not motivated and  cared for. The problems of motivation range from  inadequate to lack of motivation. Often, management becomes dogmatic in their method  of motivation   as a result, their expectation are defeated,. It is pertinent for management to know what can motivate a particular individuals at a particular time and place.

It is true that what motivates a single individual at a particular occasion and place, would not motivate another person. The expectation to derive from anything one is doing is the motivation force that compels the individual to work. Since by definition, motivation of the willingness to do something and is conditioned by the action’s ability to satisfy some need for the individual Decenco, (1988). The concept of the job satisfaction is concerned with the feeling involves the evaluation of the sum total of influences on the job namely, the nature of the job itself, the pay, the promotion prospects, and the nature of supervision.

Here the sum total of influences give rise to a feeling of dissatisfied (Brunebag, 1981). Therefore the attainment of goals by firms depend on the level of attention paid to motivation, job satisfaction and job appraisal. This study is focused on the use of motivation and satisfaction totals to increase productivity in Akwa Ibom State transport company limited, Uyo. It is arrived at determining the level by which the effect of motivation and job satisfaction can be used to promote the standard of  productivity or services in the organization and to find out what problems are currently associated with the appreciation of motivation and jobs satisfaction to achieve higher productivity.


  1. Inception:

Mass transit system has existed long before the government become aware. They have recently developed a deeper concern about the state of the nation transport sector. And subsequently decided to embark and implement the federal mass transport project in 1988. Over the years, various state governments and private companies have taken  hold steps to improved public transport either through intra or inter city. The earliest privately owned intercity transport were annual transport services, Ekene Dill Chukwu, Inyang Ette, Utuks, subsequently, state government transport services emerged as beneela line now (Edo line). Sescot in the former Cross River State, north central line, etc. all these transport corporation failed because of inadequate findings and lack  of prudent management (Newswatch, April 11, 1989, page 14-15).  The recognition to the present  prevalent transport problems, the federal government in January, 1988 established a task force on urban transportation to look into ways Of revamping transport sector, Akwa Ibom State Transport Company (AKTC) is a product  of this programme- under the guideline spelt out by the then governor of the state, col. Tuned Ogbene. He was charged with the duty of doing the in-depth study of the problems and recommendation. Its implementation metamorphosed into corporation (AKTC) in February, 1998. This corporation is governed by the Companies Act of 1986.

  1. Ownership:

Akwa Ibom State Transport company limited started its services on April, 1988. The company was initially managed by task forces set Uyo by the state government. The company has expanded its routes. The transportations was initially intra and inter state but by now the entire country. The number of vehicles have also increased

  1. Staff strength

Since the corporation at its inception was managed by a task forces. There was no adequate record of the staff strength. That employees are not satisfied with the motivational and job satisfaction techniques employed by the management of Akwa Ibom state Transport company Limited. The relationship  between motivation, job satisfaction on employees performances at Akwa Ibom state transport company limited, Uyo is not properly  maintained. The leadership style in Akwa Ibom state transport company limited, Uyo  is not efficient.


Myriad  of problems are found to hinder the entire business sectors. No enterprises has achieve significant economic and social development with adequate supply of co-operative work-force or manpower. So the main problems addressed by this research is “impact of motivation and job satisfaction on employees, performances at Akwa Ibom Transport Company Limited, Uyo”.

It is commonly noticed that employees often complain about their payment, working condition and supervision. These complaints are indications that things are not going on well with the employees.

This material content is developed to serve as a GUIDE for students to conduct academic research

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