CHAPTER ONE

1.0INTRODUTION
1.1 BACKGROUND OF THE STUDY
The achievement of the organizational goals can only
be made possible by coordinated human efforts.
In the early days of primate commercial activities, little
attention was given to motivation which affects the
performance and the productivity of the employees. This
led to the two factors theory propounded by Fredrick
Hertzberg. This lead he pointed out that good felling
otherwise

factors related

to

job

contact,

such as

achievement, recognition for achievement, such nature

of the job itself, responsibility, growth and advancement
opportunities as satisfiers or motivators.
The overall performance of an organization is directly
dependent on the amount of efforts positively applied by
the workers individually towards attaining the desired
goals Agu (2003).
1

Uwaoma (2002) defied motivation as the comprehensive

action taken to induce people to do something to the
best of their ability. Meanwhile, this study will therefore
help to identify those working condition which does not
enhance performance of the sales forces in a business
organization using Nigeria bottling company plc Owerri
as a case study. The business environment is full of
competition and other militating factors and the survival
of this firm largely depends on the performance of the
sales force. But also, how motivated they are contributed
to the success of their firm. The aim of this study is to be
confident

in

the

impact

of

motivation

of

sales

performance.

HISTORICAL BACKGROUND OF THE FIRM

Nigeria bottling company plc Owerri came into existence
in Owerri in 1976 and started operating in 1977. Its
location is at km 55 Owerri/Onitsha road. The company
2

since its full operation employed more than a thousand

workers and has been selling as Beverage Company with
annual sales inning into billons of bottles. The Owerri
plant was established to capture the market in Owerri and
some parts of Anambra State. The Nigeria bottling
company plc Owerri (NBC) was I cooperation in 1951 as a
subsidiary of the A.G bottle and sell. Coca cola began in
1953 at a bottling factory in Ebute manila Lagos.
Since her production started, Nigeria bottling company
has remained the largest bottling company in terms of
sales volumes, with billions of bottles sold per year,
making it the second largest company that is located in
Lagos at Ebute manila. The company because a public
company in the Nigerian stock exchange. The production
was given to the world by Dr. John Smith perverting, a
known pharmacist in Atlanta Georgina, in May 1886. He
produced the syrup for coca cola and was carried down

the street to jab cods pharmacy and it was pronounced

the excellent and placed on sales for five cents glass.
In addition to the core brands produced by coca cola
company, coca cola and sprite sparking soft drinks
(SSD)brands produced by coca cola include: a range of
Schweppes product, bitter lemon, the soda water: also
(SSD) include Eva table water, five juice.
Returnable Glass bottles (RGB) available in 25cl, 35cl,
50cl sized are available in 33cl, for core brand coke, Fanta
and sprite. Business organization using Nigeria bottling
company Plc Owerri as a case study.
The business organization environment is full of
competitions and other militating factors and the survival
of these firms largely depends on the performance of the
sales

forces.

But

also,

how

motivated

they

are

contributed to the success of their firms. The aim of their

study is to be confident in the impact of motivation of
sales force performance.

Finally, the researcher will discuss on the motivation

process, how to motivates sales force working conditions
and environment etc.

1.2

STATEMENT OF THE PROBLEM

The business environment is full of competition. These

competitions enter the market seeking for profit; improve
market share and ass well as a sustained growth.
However with respect of the non alcoholic beverage
industry, as it grows so, also business environment
(government polices, competitors, technology)in crease
in dynamism As such, due to the growing complexity of it
business climate,

firms must

be proactive to the

challenges or else they will come to an end.

Despite the fact what studies in the past revealed
that

motivation

plays

significant

role

in

the

performance of the employees, what much emphasis

have been given to this important area by most
organizations especially the small and medium business.
5

Issue of motivation across some area which include

available

of

incentives.

(Bonus,

promotion,

welfare

packages etc.)Working ands (well finished office, friendly

atmosphere, health centre, security). But a great number
of business organization in Nigeria private or public
owned shows relative negligence on this issue of
motivation.

1.3 OBJECTIVE OF THE STUDY

The study was embarked upon to investigate the extent
of relationship between motivation and sales force
performance in business organization. These are specific
objectives.
1. To know the

extent

to

which

incentives

(bonus

promotion) affects sales force performance of Nigeria

bottling company plc.
2. To ascertain whether working aids (laptops, vehicles)
stimulate sales force productivity in business enterprise.

3. To

find

out

whenever

training

and

development

(workshop, on the job-training) has any relevance to

sales force performance in business organization.
4. To know the extent of contribution of good work
environment (health centre, well furnished office) to the
sales force performance.

1.4 RESEARCH QUESTIONS

1. To what extent do incentives (bonus, promotion) affect
sales force performance?
2. Do working aids (laptops, vehicles, etc) stimulate sales
force productivity In business?
3. Has training and development (seminar, workshop)
any relevant on sales force performance?
4. What is the degree of contribution of goods work
environment (health care, well furnished office) to sales
force performance?

1.5

SIGNIFICANCE OF THE STUDY

This study is important to both the management and the

entire business organization in the sense that it will help
7

to solve the problem of poor sales performance due to

non motivation of sales force.
To the researchers, the benefit of this work is
numerous to mention, it is seen by the researchers as a
way of exposing his to the real activities in the field of
marketing. It exposes the researcher to know more about
motivation, the way of motivating the employees and tits
benefits.
Finally, the work will serve as a secondary data to
study researcher and even manager who will like to
study more on this topic it is important to some
managers who do not know the significant of application
of motivation in their management good findings of this,
will make them have returns of motivation of the sales
force.

1.6

SCOPE OF THE STUDY

This work is arising at discussing the influence of

motivation on sales force performance in business

8

enterprise. There are many businesses that exist for the

sake of this study, it will be narrowed down to Nigeria
bottling company plc Owerri, which is taken to represent
other business enterprises because of the organized
nature of the firm. Among the motivational means are
training and development, good working environment,
working aid and incentives etc.

1.7 DEFINITION OF TERMS

Motivation: a concept of behavioral change or result of
influence that alternate an individual performance.
Productivity:

capacity to produce or being about

quantifiable result from ones effect.

Business or organization: a company that make profit
through producing and or selling of goods or services.
Incentive: payments, concession or action taken to
stimulate greater output by workers.
9

Sales force: employees that represent and market the

product of their companies to the outside world.
Work environment: all the action and force that influence
the ability to work towards satisfaction and in accordance
with the job assigned to him in his place of work
Working aids: equipment and facilities used to carry out
the job assigned to an employee, on the job training as
this implies, it involves training an employee which
perform the job.

CHAPTER TWO
10

2.0 LITERATURE REVIEW

2.1 INTRODUCTION
This chapter reviews the literature related to the
study. It provides the empirical framework for the study.
The review is presented under the following heading:

2.2 DEFINITION OF MOTIVATION

Many mutable scholars of human behaviors have
given a lot of contribution on motivation. Some mutable
scholars

like

Abraham

Maslow,

Fredrick

Hergberg

McGergor, have written books on motivation in its

ramifications.

Motivation according to Carmel and

Weclinch is a process of satisfying both the physical and

psychological needs of workers in the work environment.
It is incentive gives to somebody to enable him behave in
desired manners. While I can simply defined motivation
as an action which causes behavior to change. Nwaoma
11

(2000) define motivation as the entire package of

incentive and strategies which management use to
encourage

its

work

force

to

promote

high

level

productivity.

2.3 MOTIVATION PROCESS AND THEORIES

Ivan (2003) says an unsatisfied need is who process
of motivation. The deficiency of something within an
individual is the first link in the chain of event which leads
to tension, which could either be physical tension or
psychological tension, within the individual pushes the
individual to engage on some kind of behavior so as to
satisfy the need and thereby reduces the tension.
Oluchi

(1999)

proposes

what

neither

monetary

incentive nor new technologies with remedy the low

productivity

instead

Oluchi

believes;

creating

motivation climate that encourages sales force to join

together and rely on each other is the key to improve
12

performance. Having the philosophy that motivate is the

key, he proposed their particular practices
I.

Life time employment extending to 35 percent of

II.

the work force and a guarantee of job security.

Identify
salary
increases
and
promotion

III.

appointment for those in the same age group.

A career Paul, that provides each sales man with
new experience. On the other hand, Frederick
Hergberg

advance

another

explanation

of

motivation, according to Agu (2003) the theory was

based on a study of need satisfaction on 200
engineers and accountants the theory is known as
the as the two factors theory of motivation.
In the study, the berg and his associated asked the
respondents to think of the times both when they felt
good or bad about their jobs. Each of these employees
was then asked to describe the condition that led to the
particular feelings about which job based on the study.
However, the presence of these conditions does not build
13

strong motivation. Hergberg called these maintenance

factors
Below are the maintained factors named by Fredrick
hergberg.
1)Company policy and administration
2)Technical supervisor
3)Interpersonal relations with subordinate
4) Interpersonal relations with supervisions
5)Salary
6)Job security
7)Work condition
8)Status
9)Interpersonal relationship with peers.
So job condition builds high level of motivation and job
satisfaction. However, if those conditions are not present,
employee do not highly dissatisfied. Hergberg describe
six of this motivational factor or satisfied this;

1)Advancement
14

2)Recognition
3)Achievement
4)The work itself
5)The possibility of personal growth
6)Responsibility.
Agu (2003) says the main factors when not present leads
to jon dissatisfaction but do not provide strong motivation
when they are present. While the second factors lead
strong motivation when they are present but do not cause
much dissatisfaction when they are absent.

2.4 HOW TO MOTIVATE SALES FORCE

They key to the understanding of human behavior is an
understanding of human needs for sales force to motivate
or use their maximum effort for the attainment of
corporate goal, it becomes very pertinent that these
various needs much satisfied as far as practical. Some
practical ways of motivating the sales force at work shall
be discuss below:

15

WAGES/SALARIES
On the satisfaction of higher human needs for the
motivation of employees basic needs have to be satisfied
first. This can be aid to be the direct regular monetary
reward paid for performing certain duties over a period of
time. Rather than the work accomplished. They argument
in Nigeria is that the payment of good salaries is
fundamental to the productivity effort of that employee.
There is a large number of sales person, who by the
nature of their jobs, cannot be promoted or have their job
improve in any way. To this group of workers, the most
important factors is the bonus.
This money can motivates one, that is, it can influence
and encourage extra creativity.

JOB SECURITY

16

This has to do with one feeling relax about the job one do
without fear of been fired indiscriminating. Until recently,
graduate preferred the security of job which the civil
service provides. The fear of one losing ones jobs even
more pronounce at the lower carder where money
employees are without any workable skills. The fear of
insecurity can weaken the efforts of the sales force.

JOB ENVIRONMENT AND MOTIVATION

Job environment involves the addition or varieties to job
and increases in the authority, responsibility autonomy of
the holder or the employee. This makes the sales man to
plan his work and use his own discretion in carrying out
the job.

MOTIVATION AND INCENTIVE

Incentive is encouragement to greater activity. It could
being tangible ways cleaning (1990) sees incentive as
17

anything which causes a person to work harder, urging in

some form or action and that the same time satisfying his
subjective desires.
Incentive programmed could be:
1)Individual

incentive

program

which

provides

compensation base on productivity or cost saving

attributes to a specific employee.
2)Group
incentives
programmed

to

allocate

compensation to a group of employees for exceeding

predetermined profitability or cost saving.

TERMS OF INCENTIVE
Bonus: This is a scheme designed to motivate all
employees, to contribute maximum effort to achieving a
company goal. (hacket, 2008) Miner (1997-236) says
operate most effectively as incentive when the pay is
closely related to the level of individual performance.

18

Promotion: Promotion has to do with the evolution of an

employee to a job within the company which brings along
importance and usually higher pay.
Promotion is a work of recognition of who individual
performance. Promotion selection criteria must be fair
based on appraisals and the pay must be match with the
job performed.
Staff

welfare:

Welfare

provision

is

made

by

the

employer for his employees, not as a part of perennial

wages work bargain, but is human being to another.

WORKING CONDITIONS AND ENVIRONMENT

The kind of working condition offered must be considered
in relation to the type of work involved. This is because
research shows that reptile work which is not mentally
demanding accuracy, concentrations etc. when working
condition are suitable, there will be no reason while sales
19

force will not work harder and it helps to reduce or

eliminate stress and some of resultant adverse effects.

WORKING AIDS
Researchers have prove that when there are tension
arising in a work place as a result of dissatisfaction with
the job concerned the working aids or the people working
there, it leads to frustration, which automatically result to
low performance and productivity, such tension could
lead

to

feeling

of

adequate

and

insecurity,

poor

communication, bad interpersonal relationship between

the worker and colleague, etc. Management should not
relent in dealing will and solving the sales force
grievances and problems. Management should as well
use the developing technique to improve sales force
20

communication

and

predicate

frustration

thereby

enhancing sales force performance.

TRAINING AND DEVELOPMENT

Training programs should be established and embarked
upon only it is felt that they can help in solving specific
operational

problems;

(D.C

Ohadinma

and

Ukwam

Uwanma 2000). Training can be defined as an organized

procedure by which people gain knowledge and for skill
for doing to particular job. Effective sales force training
can help to avoid the job trial and error which can cost
the organizing many tortures like lost of sales and profit
reduction. Training also helps to reduce the rate or high
staff turnover by increasing stability and sales force
retention rate. Well trained salesmen operate more
confidently with less or without supervision than the
untrained and this can also enhance motivation. There
are different methods of training sales force which are:
21

a) Video tape recording for the sales people to practice

the selling force which are
b)Lectures for discussing of the history policies the
selling techniques.
c) Roles playing for training sales people in customer
behavior.
d)Seminars and workshops useful for the analysis of
the problems usually encounter and during the sales
work.
e) Demonstration
product

observation

knowledge

and

used

for

knowledge

of

gaining
selling

technique.

2.5 SITUATION FACTORS AND MOTIVATION

According to Dalyple and persons (2007) situational
factors play sensitive role in the motivation of sales force.
These moderating factors can be referred to as the
uncontrollable

variable

of

marketing

environment.

Therefore it is important the sales force have to cope with

22

the

moderating

factors

while

they

operate.

The

moderating factors include socio-cultutral, natural and

technological,

economic

and

competitive

factors

in

marking environment.
Socio/Cultural Factors:
Sales force of Nigeria bottling company gets their
customers were in the rural areas and busy towns and it
sales in villages because of its non alcoholic content.
Technological factors:
The invention of E-payment, interacting marketing and
advertising, etc. has a high rate of setback to many big
business organization. The sales force of Nigeria bottling
company still finds it difficult to convince their customers.
Government Policies:

23

This has to do with government policies and regulations

the stability of government policies has became major
threat to the sales force
Competitive factors:
The staff competition on the business environment is
another major challenge the sales force is facing.

2.6 PERFORMANCE MEASURE

This can be treated under sales quote, territorial sales
company sales growth and company market share.
Sales Quote
Nnedu (2001) define sales quote as a fair share of overall
sales target assigned to a sales person or a specific
territory. It provides incentive for sales for e and further
provided bases for evolution of dales force perform.
Territorial Sales

24

Nnedu (2001) refer this as the provision of a reasonable

work lead assigned to the sales force which is not much,
too small, title to be the challenging and unrewarding. A
territory sale combats duplication functions and avoids
other introducers getting into an assigned territory of a
particular sales company sales growth.
The moral of sale force has a direct on the company sales
growth. If the moral of the sales force is low, it could load
to non performance of sales force.
COMPANY MARKETING SHARE GROWTH
A business organization that wants to ensure of full and
more effective coverage of its total market, should use
qualitative performance on its whole territories. When
this is done, the sales force will strive to achieve volume
of sales, wherefore, organization that base the size of
their territory on equal work lead achieves better
satisfaction

of

their

customer
25

through

qualitative

performance of their duties by the sales force, the one

that base their territorial size on sales potentials.

REFERENCES

26

Agu C.N (2003) management an introductory text

Owerri resources development center.
Awa H, Okorie (2004) modern marketing theory an
integrated approach to managerial decision, Owerri kolley
publishers
Christopher, martin (1991) status report on marketing
theory in will Gover den exploration in marketing
thought London Bradford University press
Bogant, Leo (2007) strategy in advertising new York,
Harcourt brace and world inc. D.C Ohadinma and
Uwaoma

(2000)

industrial

personnel

management

Owerri rescue publishers.

Uwaoma N.C (2000) contemporary social psychology
Owerri barlog publisher Inc.

27

CHAPTER THREE
III.1 RESEARCH METHODOLOGY
This chapter focuses on the method used by the
researcher to carry out this project. There need to specify
categorically the research design and instrument used to
collect administer and analyze data collection population
of study, sampling procedure determination of sample
size, questionnaire distribution method, validity and
reliability of measuring instrument and method of data
analysis.

III.2 RESEARCH DESIGN

Research design does not only mean the specific method
for collecting data but rather the more fundament
questions of how the study subject will be brought into
the scope of the research setting to yield the required
data. The research design therefore could be seen as a
28

complete frame works that data for a study. It is in fact

the arrangement for collecting of data in a manner that
aim at combining relevant to the research purpose with
business organization. The researcher will use quasi
experimental research design as the elements in the
study are not under control.

III.3

SOURCES

OR

METHOD

OF

DATA

COLLECTION
According to Ezirim, (2004:11) data means information in
unprocessed state. It is raw information which should be
collected, analyzed, and interpreted for the research
work. The research work undertaken at this stage,
involves the use of primary data. And data are from
secondary source of information. Secondary used for this
work

was

generated

from

the

marketing

and

management scholars, and social psychologist for the

purpose of a substantiated with the data generated are
29

through questionnaire distributed and some personal

interview (primary data).

III.4

POPULATION AND SAMPLE SIZE

According to Ezirim Etal (2004) population is defined as

the aggregate or the totality of the unit in the universe of
the study. The entire population of the study of Nigerian
bottling company plc Owerri constitutes the population of
this study, since every employees attitude has an impact
on the organization level of performance. The population
of the study is taken to be 111. How this population will
be randomly distributed is shown in the table below.
DEPARTMENT
Production
Marketing
Research
Develop

DISTRIBUTION
5
95
5

30

PERCENTAGE
4
76
4

Engineering
Finance
Administration
Total

5
10
5
125

4
8
4
100

Due to the nature of this topic, the researcher focused on

the marketing staff that are ninety five in number, and
this become the unit of analysis for the study.
Determination of sample size in Ezirim, Alloy Chinedu
(2004:26) sample size is simply the number of included in
the study for the purpose of the study the sample size will
be determined using:
Yero yamen
Thus; n=n
I + N (e)2
Where N = samples size
N = accessible population

31

E = error limit (s%)

I = constant
Therefore, n = 125
= 125
1 + 125 (0.0025)2
= 125
Therefore, n = 95
The sample size (n) is ninety five (95)

III.5 SAMPLE TECHNIQUE

In introducing this research work, two types of data
collection were used, namely
1. Primary data
2. Secondary data
PRIMARY DATA: These are first hand or raw information
that has not been used generated for carrying out a
specific research. Below are primary data generated for
the work.
32

1)The questionnaires method, the researcher prepared

85 questionnaires which were distributed to the firm.
2)The person interview method, due to the nature of
certain information by the researcher it becomes
necessary to face to face contact with certain group
of respondents.
SECONDARY DATA:

These

include

books

from

marketing department and social psychology authors,

journals etc. extensive use of the library was made by the
researcher to substantiate this work. Since the sampling
unit is not too large enable element of the sampling unit
were adopted as the respondents for this study based on
the

researchers

instruments

personal

were

judgment.

therefore

The

researcher

distributed

to

Iso

respondents.

III.6VALIDITY

AND

RELIABILITY

MEASURING INSTRUMENT

33

OF

This refers to the tools used in collecting the needed

information; the instruments used in the study are the
questionnaires.

The

respondents

were

giving

questionnaires. The questionnaires were divided into, the

parts the first part comprises personal data. The second
part comprise the main body of the questionnaire. The
questions were constructed in such a way what as to
elicit various responses from the respondents.
PERSONAL INTERVIEW: This is direct and face to face
interview with some of the respondents by this study is to
abtain information on the significance of motivation in the
company, the researcher have face to face interview and
discussion with some of the senior staff of both the
production and marketing department of the company.

III.7 METHOD OF DATA ANALYSIS

In

this

study,

the

researcher

will

use

frequency

distribution table for presentation, percentage of analysis

34

of the data generated from the respondents. The chisquare statistic will be use to test the validity of the
formulated hypothesis in chapter one. The chi-square (x 2)
statistic, this measures the reliability and significance of
data

to

see

observation

whether
(the

the

deviation

observation

of

frequency)

the

actual

from

the

expected is significant, so that it may result to either

rejection of null hypothesis.
Njoku V.O etal (2004:182) defined chi square as the
sum of the ration of difference between observed and
expected values.
Chi square (x2) = e (oi - ei)
ei
Where o- observation value (frequency)
E= expected value (frequency)

35

In his formula, x2 is used to evaluate when there is not

the frequency which have been empirically obtained
differ significant from those which could be expected
under a certain set of theoretical assumption. In order to
apply the x2 test, certain level of confidence or margin of
error has to be assumed, and the degree of freedom on
the table determined. The choice of the level of
significant is determined by the researcher. The degree of
freedom is found by talking that there are R rows and K
columns, in the table of the expected values thus, when
we have filled in the first R-I rows and I columns, the
remaining value are determined by the row and columns
boarders table.

SUMMARY

36

Accept Ho: if calculated x2 < tabulated x2

Reject Ho: if calculated x2 > tabulated x2

DEGREE OF FREEDOM
Degree of freedom refers to the and independently once
the boarder has been established. The table value x 2 for
the appropriate degree of freedom would be made at 5%
level of confidence (I.e.95% confidence level). The level
of

significant

would

be

given

in

distribution.

CHAPTER FOUR
37

the

chi-square

4.0 PRESENTATION AND ANALYSIS OF DATA

4.1 PRESENTATION OF DATA
Having stated the source and techniques data collection
in chapter three, the purpose of this chapter is to present
the data collected and then accept validity or disapprove
the problem statement contained in the chapter one. The
questionnaire will widely used in this regard and in doing
this, the researcher will be enjoy only those questions
which most appropriately related to each hypothesis and
all calculated will be based on the information contained
in the questionnaire.

4.2

PRESENTATION AND ANALYSIS OF DATA

At is stage of the study, this researcher wishes to present

and analyze data collection. This is pertinent in order to
find out the impact of motivation on sales. Force

38

performance in the analysis of data, the total of 95

questionnaires was distributed and 90 were returned.
There table below show the Nigeria bottling company
staff responses to the question being asked.
Research question 1 capture items 1,2,3,4, and 5, in the
questionnaire.

Statement 1
Does incentive in the form of timely salary payment
enhance sales? Force performance?
RESPONSES
Favorable (YES)
Unfavorable (NO)
Total

FREQUENCY

PERCENTAGE

75
18
90

(%)
80
20
100

39

Source: find survey: 2013 from the 4, 2, 1, above all 75

(80%) respondents of Nigeria bottling company agreed
that the incentive force performance, while18 (10%)
respondents disagreed with the statement. Does salary
stimulate better performance of salary men?
Table 4.2.2
RESPONSES

FREQUENCY

PERCENTAGE

80
10
90

(%)
85
11
100

Favorable (YES)
Unfavorable (NO)
Total

Source: Find Survey: 2015

In summary of the above statement, in table 4.2.2, 80
(89%) of Nigeria bottling company responded favorable
while 10 (11%) responded unfavorable.
Statement 3

40

Was bonus utilized by your company in order to include

sales force effectiveness?
Table 4.2.3
RESPONSES

FREQUENCY

PERCENTAGE

75
15
90

(%)
83
17
100

Favorable (YES)
Unfavorable(NO)
Total

Source: find survey. 2015

In summary of the above statement 75(83%) responded
favorable while 15(17%) responded unfavorable to it does
leave period and off time improve sales. Men productivity.
Table 4.2.4
RESPONSES
Favorable (yes)
Unfavorable (no)
Total

FREQUENCY

PERCENTAGE

60
30
90

(%)
67
33
100

41

Source: find survey. 2015: in the table 4.2 60 (67%) in

Nigeria bottling company responded favorable while
30(33%) responded unfavorable to the above statement.
Statement 4.2.5
Does regular promotion encourage your sales force in
delivering their sales target?
RESPONSES

FREQUENCY

PERCENTAGE

85
5
90

(%)
94
6
100

Favorable (YES)
Unfavorable (NO)
Total

Source: find survey. 2015

From the table above 80 (94%) respondent favorable
while 5 (6%) responded unfavorable to the statement.

Statement 6

42

Does safety gadget and equipment improve sales force

performance?
RESPONSES
Favorable (yes)
Unfavorable (no)
Total

FREQUENCY

PERCENTAGE
(%)
94
6
100

85
5
90

Source: find survey. 2015

The above table, a total of 75 (81%) respondent of
Nigeria bottling company plc Owerri responds favorable
to the element while 17 (18%) responded unfavorable to
it element 7
The marketing vehicle adequately provided the crease
sales efficiency?

43

Table 4.2.7
Responses
frequency
Favorable (yes)
90
Unfavorable (no)
Total
90
Source: Find Survey. 2015

Percentage (%)
100
100

In the above table 4.2.7 of statement 7 all the 90

respondents agree that marketing vehicle adequately
provided increase sales force efficiency.
Statement 8
Does laptop provided by a firm enhance sales force
efficiency?
Table 4.2.8
Responses
frequency
Favorable (yes)
16
Unfavorable (no)
29
Total
90
Source: find survey. 2015

44

Percentage (%)
68
32
100

In the table above 4.2.8 (68%) of Nigeria bottling in the

company responded favorable to the statement while 29.
(32%) responded unfavorable to the statement.
Statement 9
Do

communication

facilities

enhance

sales

force

effectively?
Table 4.2.9
RESPONSES
Favorable
Unfavorable
Total

FREQUENCY
77
13
90

PERCENTAGE
86
14
100

Source: find survey.2015

In the table above 77 (86%) responded favorably while 13
(14%) said to the statement.
Research question 3 encompasses item 10,11,12,
Statement 10
45

Does seminar utilized to boost the moral of the sales

force?
Table 4.2.10
RESPONSES

FREQUENCY

PERCENTAGE

90
90

(%)
100
100

Favorable
Unfavorable
Total

Source: find survey. 2015

The table above, 90 (100%) responded to the statement
that seminar utilized to boost the moral of sales force
performance.
Statement 11
Does seminar utilized to boost the moral of the sales
force?
Table 4.2.11

46

Responses
Favorable (yes)
Unfavorable (no)
Total

frequency
54
36
90

Percentage (%)
60
40
100

Source: field survey.2015

From table 4,2,11 above, the table 54 (60%) responded
favorably while 30 (40%) responded unfavorable to
statement.
Statement 12
When do staff training and manpower development
program provided by your firm is other to increase sales
force performance.
Responses
frequency
Favorable (yes)
76
Unfavorable
11
Total
90
Source: field survey. 2015

Percentage (%)
88
12
100

In the above table 4.2,12 74 (88%) responded favorably

while 11 (12) responded unfavorably to the statement.
47

Statement 13
When your firm taken to sanitary measures do stimulate
better performance?
Table 4.2,13
Reponses
Favorable (yes)
Unfavorable (no)
Total

frequency
62
28
90

Percentage (%)
69
31
100

Source: field survey. 2015

In summary of the statement above 62(69%) responded
favorably to it while 28(31%) responded unfavorably to it.
Statement 14
Does a health facility enhance sale force produce
activity?
Table 4.2,14
Responses

frequency
48

Percentage (%)

Favorable (yes)
Unfavorable (no)
Total

40
50
90

44
56
100

Source: field survey.2015

In the above statement 14 of the table 4.2.14 all the
respondents (90) responded favorably to the statement.
Statement 15
Does your organization have adequate security for staff?

Table 4.2,15
Responses
Favorable (yes)
Unfavorable (no)
Total

frequency
40
50
90

Source: field survey. 2015

49

Percentage
44
56
100

In the statement 15 table 4, 2.15 (448) responded

favorably to the statement while 50(56%) responses was
not favors of the statement.

CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSIONS, AND
RECOMMENDATIONS.
5.0 INTRODUCTION
This chapter focuses on the findings, conclusions and
recommendations of the pervious chapters. It also
summaries the findings reported

in the preceding

chapter after which conclusion is been drawn and the

recommendation is the research will be made. These

50

conclusions could have on motivation of sale-force

performance.
These research works have gone through different stage.
The starting point to the findings. With a view to
establishing a basis to from an opinion on the subject
under study. This chapter serves as a forum to state our
conclusion of the research topic and the work done and
the implications.

5.1

SUMMARY OF FINDINGS
Based on the statement of the problem in chapter

one, the purpose of the study was to investigate the

influence of motivation on sales force performance in
business enterprise with specific reference to the Nigeria
bottling company PLC. From the findings, motivation
helps to ensure higher productivity. Studies show that
sales force work harder and have better performance
when motivated. Also, the sales force produce more
because they want to make more money. They want

51

status and respect, they need security and they desire

every opportunity for personal development.
So, base on the analysis of data collected in chapter
four the following were the findings.
1. Motivation has relationship between

sales-force

performances in the business organization.

2. Incentives are not given to sale-force base on merit.
3. Training and development improves sale-force
performance
4. Incentive plays

an

important

role

in

sales-force

performance in the business enterprises.

5. Good working environment enhances the performance
of sales-force in the business organization.

5.2 LIMITATION OF THE STUDY

The

limitation

of

this

study

lies

under

the

listed

constraints.
Firstly, inadequate cooperation by the respondents
was

very big problem, this include the frustration the

researcher received when she visited the company

understudy, by not allowing him gain access to the
52

management, or with such excuses what she should call

again or what the manager is too, busy.
Duration of the project work to short with numerous
academic programs.
The research Locked financial support which affect the
conclusion of the work early enough.
Financial, some staff was revetment to accept the
questionnaire for filling and they delayed in returning
them to the interesting and difficult for the researcher.

5.3 CONCLUSIONS
From last studies and experts opinion, the
researcher therefore concluded that they devising avenue
towards enhancing the motivation of sales-force will give
rise

to

achieving

corporate

objective.

Therefore,

difference kinds rough and organized plan will be helpful

to enable sale force achieve their personal and carrier
objectives this will motivated or boost their moral to
strive achieve corporate objectives.

5.4 RECOMMENDATIONS
53

Based on the findings in chapter four the following

recommendations are suggested
1. Work environment should be improved by proper
lighting, ventilation and cleanliness.
2. There should be job environment and enlargement to
provide opportunity for increasing psychological growth.
3. Work aids should be provided and also absolute
equipments should be replaced with standard and
modern ones.

5.5 SUGGESTION

FOR

FURTHER

STUDY/

RESEARCH
Due to time constraint imposed for the submission of this
research into other area may affect the motivation of
employees or sales force could not be possible. These
areas are the influence of individual experience, peer
group and family on sales. Force to be carried out on this
order to findings ways to boost motivation and sales

54

personal

into

better

performance

and

improving

productivity.

REFERENCES
AC, (2004) marketing research the millennium version
publishes by Ann Owerri global publications.
AUO (2000) strategy in advertising New York Harcourt,
back and world Inc.
C.N (2006 management) an introductory target Owerri
resources development centers.

55

H. Okories (20004) modern working theory an integrated

approach

to

management

decisions

Owerri.

Kelley

publishers.
Ohadinma

and

Nkwam

Uwawma

(2000)

industrial

personnel management Owerri, rescue publishers.

Opher, martin (1991) status report on marketing theory in
will Gordon exploration in marketing through London
Branford university press. Page 31-51
Uoc (2005) research methodology in business and social
science owerri.

APPENDIX 1
Department of
marketing,
Imo state
Polytechnic,
Umuagwo,
P.M.B1472
Owerri Imo
State
56

Dear Sir

TO WHOM IT MAY CONCERN.

I am a final year student of the above institution I
am undertaking a research work on the topic the impact
of motivation on sales force performance (a case study of
Nigeria bottling company plc, Owerri, Imo State) which is
a partial fulfillment for the requirement of the award of
National Diploma (ND).
The purpose of the questionnaire is to obtain the
needed information to complete this research work.
Please, is rest assured that it is purely for academic
purpose and in essence its confidentiality is surely
guaranteed.

Yours faithfully,
Igbonacho Collins

APPENDIX 11
QUESTIONNAIRES

57

1. Do incentives inform of timely salary payment enhances

sales force perforce.
Yes
No
2. Does salary increase stimulate better performance of
salesmen?
Yes
No
3. Was bonus utilized by your company in other to
included sales force effectiveness?
Yes
No
4. Does leave period and off time improves sales men
productivity
Yes
No
5. Does regular promotion environment your sales force in
achieving their sales target?
Yes
No
6. Does your organization provide enough safety gadget
and equipment to improve its personal performance?
Yes
No
7. Does marketing vehicles adequately provide increase
sales force efficiency?
Yes
58

No
8. Does your file provide laptops to enhance sales force
efficiency?
Yes
No
9. Does communication facilities given to salesmen for
effective performance.
Yes
No
10.
When do seminars are organized to boost the
morale of the sales force.
Yes
No
11.
When is workshop conducted in your firm?
Yes
No

12.

When

does

staff

training

and

manpower

development
Programmed provided by your firm in other to increase
sales force
performance.
Yes
No

59

13. When do your firm taken to sanitary measures to

stimulate better performance?
Yes
No

14. Does health facilities adequately provided enhance

sales for productivity?
Yes
No

15. Does your organization have adequate security staff?

Yes
No

60