The Effect of Motivation Factors on the Job Performance: A Case Study of Dangote Cement and Lafarge Cement Companies in Nigeria

Human resources that are the backbone of catering for staff in an organization are needed by motivating the organization to prepare for a sustainable competitive advantage. Due to the highly dynamic and competitive business climate in which organizations, they need to establish strategies for recruiting and retaining the required staff, thereby motivating their employee. The development of strategies then makes the motivation to be the critical factor that is needed to create an enabling environment that aids optimal job performance of an employee in an organization. A productive workforce is the cornerstone of any organization, facilitating in a competitive environment the achievement of regulatory targets. Such methods or motivating factors are used by managers to increase employee productivity. Therefore, this research seeks to compare some of these motivation factors which include compensation, incentive, benefits, and reward on job performance in some organizations in Nigeria which are Lafarge and Dangote cement which are the most popular cement companies in Nigeria. This is study tries to determine the difference in the effect of factors (benefit, incentive, reward, compensation) on the job performance at Dangote cement and Lafarge cement. In this study, the analysis of the collected data is carried out using the Social Sciences Statistics System (SPSS). As descriptive statistics, simple statistical measures like the mean, standard deviation and average are used. The findings follow an inductive approach based on sample data. The study result shows the positive relationship between factors (benefit, incentive, reward, compensation) and job performance. The study concluded that Management should motivate consistent behaviour that adheres to motivation factors, to keep the employees working for the organization. for that purpose, motivation factors can be used to mediate the conversation among management and employees regarding the importance of the organizational problems. The study also recommended the organization should be responsible to keep pace whether their employees are performing organizational and societal duties effectively or not. it provides a way to monitor the ethical practices of employees, both within and outside the organization. further, the implementation of ethical practices should be motivated by leaders to improve employee performance.