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THE
INFLUENCE OF MOTIVATION ON PRODUCTIVITY AMONG EMPLOYEES
ABSTRACT
This study
was embarked upon to examine The Influence of Motivation on Productivity among
Employees (A Case Study of Finbank Plc., Lagos State). The survey research
design was adopted to conduct the study. The study was set to achieve the
following objectives: to ascertain whether motivation could influence the
productivity of workers in the banking industries; whether employees at the
marketiing department of Finbank are well motivated; if bank workers attach
much importance to their being motivated or not; whether management understands
the importance of motivation in the growth of bank workers and the banking
industry, and to make necessary recommendations that would assist bank management
in taking decisions relating to effective motivation of bank workers in the
banking industries in general and marketing department in particular. Two
hypotheses were postulated following some research questions. Purposive
sampling method was used to select the respondents mentioned earlier for the
study, while simple random sampling technique was adopted to select one hundred
respondents from the marketing department of the bank. This was to give every
member of the population of the study an equal opportunity to have been
selected without bias. At the end of the analyses of the data collected from
respondents, using a self designed questionnaire instrument, the study made the
following findings after the hypotheses were tested: that motivation could not
significantly lead to decrease in the productivity of workers at the marketing
department of Finbank Plc., Lagos rather, it could facilitate workers to
perform well and produce more and that there was a significant difference in
the productivity of bank workers who were motivated and those who were not
motivated at the banking sector. Those who were motivated performed better than
those who were not. Other discoveries were equally made such as, that bank
workers of Finbank Plc. generally were motivated by the management in different
ways. Bank workers generally appreciate when they are motivated and reflect the
same gestures in their performance and commitments to realizing organizational
objectives. It is recommended among others that bank management should
endeavour to introduce and sustain good motivational approaches to encourage
the performance of workers in order to increase their productivity and attain
the goals of the organization; bank employees should always endeavour to make
their displeasures and needs known to the management so as to enable
organization understand where and when to intervene in helping them to achieve
their personal objectives while working for the growth of the organization and
management should create an enabling good employer-employees interactive
environment. This would help in the maintenance of peace and harmony in the
bank and usher in more productivity to the industry.
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Motivation
is the willingness to exert high levels of effort toward organisational goals,
conditioned by the ability to satisfy some individual needs. As a matter of
fact, motivation is a way of making people or someone to put in his or their
best in working for you, by appreciating their contributions materially or
morally. Obisi (2006) affirms that motivation is the willingness to work. He
opines that it is the act of stimulating someone or oneself to get a desired
course of actions, to push the botton, to get a desired reaction. No matter how
qualified and skilled an employee is, without adequate motivation, he or she
would be like an engine without oil which will eventually break down (Obisi,
2003).
In every
human society, normal individual persons and groups engage themselves in
different work activities in order to make ends meet. It is common knowledge
that the more people attain their desired goals and objectives by performing
one job or the other, the more their interest would be aroused, and the more
input they will make to promote their individual standards and most
importantly, to the growth and sustenance of the organisations where they work.
Thus, in order to win the interest and support of workers, good organisational
managers or leaders usually employ one kind of motivational approach or another
in other to spur their workers towards high productivity in the banking
organisation.
For
motivation tools to succeed, it must be dynamic. Motivational techniques that
are not flexible, are dangerous and counterproductive. Organisations must and
should not forget a satisfied need is no longer a motivator of behaviour.
Environmental and organisational and even individual changes should not be
forgotten while organising and implementing motivational tools (Ayo, 2003).
Motivation
has so far been identified as a very important tool for organisational high
productivity and the major agent for the achievement of peace and harmony in
both public and private sectors of the nations economy. In the banking sector,
for example bank workers need to be motivated in order to work well for high
productivity in the banking sector. People naturally seek jobs that attract
high employee satisfaction and restrain themselves from jobs with little or no
motivational incentives. In fact, the strength of motivation is enormous in the
lives of employee in any establishment be it corporate organisation like the
banking Industries. However, it is regrettable to note, that most companies
owned by the government or private capitalists do not seem to pay much
attention to the welfare of their employees irrespective of their awareness of
the challenging roles of motivation in the lives of their workers, and that of
the organisation. The absence of motivation in any organisation easily brings
conflict between the management and the workers who will certainly see the
management as exploiters, greedy and being inhuman to fellow men (Onuoha,
2005).
More often
than not, the persistent quest for making abnormal profit divert the attention of organisational
managers from devicing better means of appreciating their workforce. At the
banking sector like Finbank Nigeria Plc for example, most entities appear to be
more particular about making much profits by compelling their staff or
employees to meet very high marketing targets on monthly basis without
commensurate motivation, in terms of work incentives and fringe benefits. No
wonder, in some institutions such as the schools, teachers and lecturers embark
upon constant strikes or industrial actions to redress brazen negligence and
lack of motivation by their employers (Osuoha, 2004).
Some end up
loosing their jobs if, they are unfortunate not to meet up with the expected
imposed outrageous targets. Even when most employers seem to be better
remunerated, they hardly have time for themselves. Hence, some especially, the
socialites, find it boring being caged or exposed to the field in the name of
marketing for very long hours daily. This however, seems to have a direct
influence on the work performance of individual workers especially the bank
workers.
In Finbank,
there is a need to improve and motivate staff in terms of good salaries and
better welfare packages. This is crucial because, bank workers are the strength
and support for the existence of every bank organisation even though the
management directs and monitors the activities of the employees and affairs of
the business. Many organisations do not seem to have realised that it is
cheaper and safer to motivate workers than treat them with contempt and
disdain. The more satisfied a worker is, the more devoted he or she would be to
the organisation and may not bother looking elsewhere for better jobs. Such
consistency certainly, would promote the productivity of the workers and boost
the revenue and profit of the bank or establishment (Aikomu, 2003).
People are
more likely to jump from one job to another if they are not well taken care of
in terms of better salaries and wages in addition to good welfare packages.
Motivating workers would help bank employers and other industrial outfits
compete favourably with their other competitors in the business. Perhaps, the
banking sector management ought to be properly guided on the relevance of
attaching much importance to the well being of their employees. This would help
in not only increasing the work performance of individual workers and
organisational productivity, but also in achieving good relationship between
the management and workers. This would inevitably usher in peace and harmony in
the banking structure (Nlem, 2002).
1.2 Statement of the Problem
Neglect for
the motivation of bank workers by not providing adequate salaries and wages as
well as good welfare packages seems to have become the order of the day in the
banking sector and probably in other organisations. Bank managers often
complain of not having time for their personal needs and responsibilities due
to the long hours of service that they put in their offices. The situation
equally appears to have been extended by compelling every employee whether at
the operation, customers service section, and particularly, the marketing
department to attract some specified amount of profit to their finance without
commensurate motivation in terms of work benefits and incentives to workers.
This
however, kills the morale of workers and reduces their performance, efficiency
and productivity. This study is set out to discover whether motivation has
anything to do with bank employees’ productivity or not, with special interest
in Finbank Nigeria Plc, Lagos State. It will also find out why some managements
have negative attitudes towards motivation of workers.
1.3 Purpose of the Study
1. The main purpose of this study was
to ascertain whether motivation could influence the productivity of bank
employees in the banking industry or not.
2. Whether employees at the marketing
department of Finbank Nigeria Plc are well motivated or not,
3. If bank workers attach much
importance to their being motivated or not,
4. whether there was any difference in
the productivity of bank workers who are motivated and those who are not,
5. Whether management understands the
importance of motivation in the growth of workers and organizations, and to
6. Make necessary recommendation that
would assist management in taking decisions relating to effective motivation of
bank workers.
1.4 Research Questions
The
following research questions will be asked to guide the study:
1. Does motivation lead to increment
in productivity of bank workers?
2. Are employees of Finbank Nigeria
Plc well motivated?
3. Do bank workers attach much
importance to their being motivated by the management or not?
4. Will there be any difference in the
productivity of bank workers who are motivated and those who are not?
5. Does the management understand the
importance of motivation in the growth and development of bank workers and
banking organisations?
1.5 Research Hypotheses
The
following hypotheses will be postulated in order to help in establishing the
relevance of the study.
1. H0:
Motivation cannot significantly lead to increment in the productivity of
workers at Finbank Nigeria Plc.
2. H0:
There will be no significant difference in the productivity of bank
workers who are motivated and those who are not.
1.6 Significance of the Study
The study
would be of much benefit to the entire management of the Finbank Nigeria Plc
and other banking industries in Nigeria with regard to developing positive
attitude towards the motivation of bank workers. Also, the employees themselves
would benefit from the awareness which this study would have created among
organisational managers because, their welfare would have been taken care of.
The organisational output would also, increase since workers are expected to
put in their best, after being motivated thus, promoting the profit margin of
the organisations. Furthermore, the whole society would enjoy relative peace as
workers and employers conflict would have been curtailed as a result of the
good treatment the former would have received from the latter.
1.7 Scope of the Study
The study
particularly will cover members of staff of Finbank Nigeria Plc in Lagos State.
1.8 Limitations of the Study
The study
was limited by the chances of getting the people within the marketing
department easily for the collection of data since they are mostly busy with
field operations. Time and protocol of obtaining clearance from the branch
managers before, having access to interact with their workers especially on
official hours also will limit the study.
1.9 Definition of Concepts
The
following terms are defined in the way they will be used in this study.
Motivation:
This is the process of encouraging workers to render their utmost or efficient
performance to the organisations where they are employed in order to achieve
maximum productivity and profit.
Workers’
Productivity: This has to do with the total output or result of work obtainable
from the input of employees in any organisation. In other words, it is the
total production level of all the workers in a company, industries, schools and
other parastatals within the private and public sectors.
Motives: The
inner state that energizes, activates, moves and directs or channels behaviour
towards goals. The main spring of action.
Incentive: Bonuses given in exchange for a job properly
done
Impact: This
means the effect it has on factors.
Goals:
Refers to as “hoped for” reward towards that which motives are directed.
Productivity:
The total volume of goals and services produced per worker within a specific
period of time in a given production unit.
Employee
Behaviour: Refers to manners, moral conduct and treatment shown to or towards
management
Motivational
Technique: These are means or incentives that managers/ organisations use in
motivating or stimulating their employees.
Job
fulfillment: This is the final result an organization intend to see from the
employees after being motivated.
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