TABLE OF CONTENTS
CHAPTER ONE
1.0
Introduction
1.1
Background of the Study
1.2
Statement of Problem
1.3
Objectives of the Study
1.4
Research Questions
1.5
Research Hypotheses
1.6
Significance of the Study
1.7
Methodology
1.8
Limitation of Study
1.9
Outline of Chapters
1.10 Definition
of Terms
References
CHAPTER
TWO
REVIEW
OF RELEVANT LITERATURE
2.1
Introduction
2.2
Review of Relevant Theoretical Works
2.3
Theories of Motivation
2.4
Concept of Production
References
CHAPTER THREE
RESEARCH METHODOLOGY
3.1
Introduction
3.2
Nature of Research Methodology
3.1.1 Research Questions
3.1.2 Research Hypotheses
3.1
Research Design
3.2
Population of The Study
3.3
Sampling Technique And Sample Size
3.4
Instrumentation
3.5
Method of Data Collection
3.6
Method of Data Analysis
References
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.0
Introduction
4.1
Administration of Questionnaire
4.2
Presentation of Socio-Demographic Data
4.3
Data Analysis and Interpretation
4.4
Test of Hypothesis
CHAPTER FIVE
SUMMARY,
RECOMMENDATIONS AND CONCLUSION
5.1 Summary
5.2 Recommendations
5.3 Conclusion
Bibliography
CHAPTER ONE
1.0 INTRODUCTION
The
importance of motivation in any organization cannot be overlooked, especially
in the banking sector. In the past years, it is understood that human resources
i.e. labour and entrepreneurial ability are the most important of all factors
of production.
In
Nigeria
today, workers (employees) are believed to be motivated to work through the use
of money as incentive. However, one of the basic assumptions in managerial
practice is that workers can be motivated towards productivity by satisfying
their needs. This assumption purports that every worker has some internal urge
which propels him towards self fulfillment, not only on the job or at work, but
also towards the realization of his life ambition Ogundele, ( 2005).
1.1 BACKGROUND OF THE STUDY
The
banking sector in Nigeria
has witnessed tremendous changes in their business activities. These changes
are in the areas of high productivity and profitability.
The
responsibility of making the work place favorable lies with the manager. He
deploys people well in the areas they can work best. He deploys available
personnel to an array of important tasks, motivates them during the time it
takes to complete the work. He motivates individual employees by finding the
particular challenges, rewards, types of support and amounts of freedom that
brings out the best in each of them.
Methods
of deploying, motivating, tracking and redeploying people remain primitive when
compared with other processes of improvement technologies. Although knowledge
and skills, Inventories, measures of character traits; categorization of
personality types and categorization of personality, types and technologies of
management styles can be ultimately achieved but very limited in their ability
to guide managers or employees. They give very little insight into how to
assign an individual to a particular task in a complex real life situation.
The
employees need to know that they can seize opportunities and make success out
of a fluid organizational environment. Motivation and accurate match of talent
with task are integral to the process of determining the assignment Peters and
Waterman, (1982).
Since
people will produce better results if they are allowed, supported and
encouraged to work in the way they work best, the purpose of this research work
is to search into how motivation impacts productivity on the part of the
employees.
1.2 STATEMENT OF PROBLEM
Quite
often, management is so much concerned with what it can get out of employees in
terms of best job performance, profitability or results. Little or no attention
is paid to the motivation of employees who are human beings and not machines.
This slow attitude of management in failing to appreciate that management
technique can be developed has resulted in a great wastage of human resources.
The
dissatisfaction of employees are more often than not, reflected in high labour
turnover, frequent complaints, strikes and determination in job performance.
Ojaide, (1998).
1.3 OBJECTIVES OF THE STUDY
No
research work can be embarked upon without a definite pursuit or goal. Thus,
this study must of necessity have its objectives, which are;
(1)
To examine the role that motivation
plays in employee’s productivity.
(2)
To analyze various techniques or
method of motivation in relation to the employees’ perception of the most
effective technique or techniques of motivating a worker on the job to perform
at his best which without doubt, will eventually proffer a lasting solution to
the problems engendered by the managements’ attitude towards motivation.
1.4 RESEARCH QUESTIONS
The
following research questions are drawn to guide the study
1.
To what extent have employee
motivations increased organizations’ productivity and profitability?
2.
How does an employee consider
motivation as a catalyst to their productivities in the organization?
3.
Does money serves as the only
incentive used to motivate employees in organizations?
4.
Does job commendation serves as an
incentive for good job performance in organizations?
5.
To what extent are the employees
appreciated in the success of their organizations?
1.5 RESEARCH HYPOTHESES
The
hypotheses to be tested in this study are;
Hypothesis 1
Ho: That there is no direct relationship between
job commendation and productivity
Hi: That there is a direct relationship between
job commendation and productivity.
Hypothesis
2
Ho: That motivation does
not serve as a catalyst for employee productivity in their organizations.
Hi: That motivation
serves as a catalyst for employee productivity in their organizations.
1.6 SIGNIFICANCE OF THE STUDY
This
study will bring about a lot of benefits to the society as a whole. Motivation,
which is the livewire of the business organization, will receive a boost from
this study, as it will generate materials, which could be of help to managers
who will understand how they can motivate their employees to believe in a way
that will move the organization towards the attainment of its objectives.
Again,
it will help the general public to be aware of some theories of motivation with
the broad framework of expectancy theory. The mangers will also know the
importance of job satisfaction as it relates to motivation and the motivational
difference that exists among various types of workers.
On
the other hand, it will serve as bedrock for further studies. By the time the
different motivational techniques are applied, the level of productivity will
increase and this will help develop the nation’s economy.
1.7 METHODOLOGY
The
method to be used in this research work will include primary and secondary
data.
The
primary data will be used extensively through questionnaires and personal
interview. The data collected through questionnaires will be analyzed with the
use of tables and simple percentages so as to provide easy understanding of
results. The chi-square analysis will be used to test the hypothesis formulated
for this study.
The
secondary data will be used through journal, articles, and publications e.t.c.
1.8 LIMITATION OF STUDY
The
investigation and reporting are limited to the area of study alone; that is the
management and staff of Eco BankNigerian Plc, Alaba International Market, Ojo, Lagos, due to constraint
of time, materials and human resources.
1.9 OUTLINE OF CHAPTERS
This
study divided into 5 chapters;
Chapter
one: Introduction
Chapter
two: Literature Review
Chapter
three: Research Methodology
Chapter
four: Data analysis and Interpretation
Chapter
five: Summary and conclusion
1.10 DEFINITION OF TERMS
(1) Motivation: Stimulate
the interest of or inspire
(2) Profitability: Bringing profit
(3) Incentives: Something
that encourages action or effort
(4) Commend: Praise,
entrust
(5) Entrepreneur: A person who sets up a business at
considerable
risks.
(6) Ambition: Strong
desire to achieve something
(7) Sector: Part
of an Area, a branch of an activity
(8) Purport: Pretend;
be intended to seem.
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