The purpose of this research was to investigate the impact of staff motivation on job performance. The Petroleum Training Institute, Effurun (PTI), Warri in Delta State, was chosen for the study to enable the researcher to compare and contrast and make general statement on staff motivation on job performance. In this study, two hypotheses were formulated and tested to guide the study (i) there is a relationship between staff motivation and job performance; (ii) the staff in PTI are more likely to be motivated by monetary incentives than any other incentives. The literature review comprised of relevant seminar papers, journals, unpublished texts and publishes textbooks, which helped strengthen the issues raised. Questionnaires were developed and administered to staff members of the PTI. One hundred and fifty questionnaires were distributed in the organisation. Out of the total retrieved, one hundred (100) were used for the analysis. Based on the data collected and analysed, it was found that regular promotion, conducive working environment incentives such as car loans, bonus for excellent performance, ownership housing scheme, high wage or salary and numerous others would all motivate staff to improve on their performance in the organisation. It was found that “high wage or salary” motivates the Nigerian worker more than anything else. It was so established that there is a positive relationship between motivation and job performance in the organisations; indicating that, though the motivational needs in the organisations varied in some aspects vis-a-vis the nature of the organisations, they all tended towards improved job performance the organisations. This is because, the analysis in the organisation showed a positive relationship in the hypotheses tested. Finally, the research results showed us the problems and circumstances militating against improved performance of jobs by staff in the organisation. Solutions were then recommended to enhance improved job performance and to obviate deterioration on job performance.