This project work would
discuss the motivation factor that led the researcher to the choosing of this
topic in the introductory stage.
Therefore, based on the
foregoing aims, this researcher has been able to carryout a successful project
work on the subject matter (human motivation as an effective tools for an
organizational development in the banking industry). The study would also
stress the significant of the motivation to any service industry. The
historical background of the industry as the socio-economical factors that
brings effectiveness to the services of the industry (guaranteed Trust Bank)
the rational and limitations of the study was also discussed and chapter one
would be concluded with definition of necessary terms used in the project,
In chapter two, the
contribution of various author on this subject matter which would also be
acknowledged by reviewing the necessary literature.
Chapter three of this
research work would emphasis the uses of observation method, direct interview
and questionnaire would be distributed to the respondents.
Chapter four deal with
data presentation, interpretation of data anlyasis, testing of hypothesis,
summary of findings.
While the last chapter
focuses on summarizing the findings of the study, conclusion would be drawn and
necessary recommendations would be suggested for the organization to adopt.
TABLE OF CONTENTS
CHAPTER ONE: INTRODUCTION
of the Problem
of the Study
of the Study
and Limitations of the Study
Background of the Case Study
CHAPTER TWO: LITERATURE REVIEW
theories of motivation
as a motivational tools
CHAPTER THREE: RESEARCH METHODOLOGY
instrument used for data collection
population and sample size
technique used in analyzing data
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS,
INTERPRETATION AND TEST OF HYPOTHESIS
Analysis and interpretation
CHAPTER FIVE: SUMMARY, CONCLUSION &
An organization can be
defined, in terms of the machinery used, but rather it is the human beings in
the organization that make up the organization. For an organization to achieve
it’s objective, it has to entail the utilization of the available resource such
as time, money and material resources such as machinery, raw materials and
The human resources of an
organization are its most treasured reassured resources. This is because all
other resources are of no importance without the involvement of the human
resources (the Gordian 2004) the human resources coordinator, coordinates all
other resources into whatever objective they are to achieve. Also, the survival,
achievement of productivity and the importance of any organization rests on the
human resources, because human resources can think, differentiate between good
and bad, and have ability to know what is attainable.
An organization that
wishes to achieve its object has to work beyond the survival and relevance of
processes procedures, machine and indeed all technology but focus more on the
human resources because all technology function as a result of the skill and
willingness of the human resources, for the human to be highly motivated.
Motivation is the general
term applying to the entire class of drives, desire, needs, whishes and similar
force (Weltrich and Kootz 1993) to say an organization motivation employees
means that is does those things which it hopes will safe those deserved and
desired manner. Human motivation therefore is that which triggers or propels
human beings to act in a required way. It can also be said as that something
and make them willing to work hard in other to do it. But before an employee
can be effectively motivated to carryout a task, he has to have a motive. These
human motives are based on a need, they are either primary need such as their
physical requirement for water, air, food, sex, sleep, shelter on secondary
needs such as self esteem, status, affiliation with others, affection,
accomplishment and self assertion (Weltrich and Koontz 1993) when these things
are satisfied in a human being, he may feel highly motivated.
For an organization to
effectively coordinate its employees’ because employees abilities are not fully
productive without motivation. Motivation is a particular drive or desire in an
individual and it moves them into performing an action that will enable them
achieve a goal. An organisaiton has to know that it cannot achieve its
objective by just employing an individual based on their technical
qualifications, experience, credential and all material but rather, it should
look at the individual person motive as well (Kelner 2000) for an employers to
have a long term success than in any given job will depend for more on the
energy and emotional engagement he brings to the job than on the training or
qualification the person has obtain over a long time, the energy tends to
differentiate those who enjoy their work and makes it easier for individual to
The purpose of an
organization is to achieve its objectives and to achieve these, it has to have
effectives and efficient employees. This, however not the case in most
organization what we see are employees who are lazy, slow, relevant to act and
unconcerned about their jobs. They are said to lack the zeal, the brightness
and the motivation of hardworking, people and generally they dislike hearing
anybody talk about efficiency, dedication, honesty, competence and productivity
all which characterize achievement of people in an organization (the guardian
organization does not consider motivation technique as one of the ways in which
they can improve their employees productivity. They are mostly profit driven
and don’t think that by appropriate motivation of their employees, they will
achieve their objectives. These organization looks at the technical
qualifications experience, credentials and the aims of the individual they
employ such that these employees with right credentials, qualifications and
experiences are not rightly motivated in their job or work condition, their
performances tend to be below par.
IF THE STUDY
The purpose of this study
is to show that an organization can achieve its objectives motivating its
employees. The study shows, to the organization, the ways to improve their
goals. The study also shows the extent of motivation in the turnover of
employees in an organization. The specific objective of the study are therefore
the importance of human resources in an organization and also shows the
importance of motivating the human resources in an organizational development.
states clearly how the motivation of the human resources can help organization
in achieving the objectives.
identifies the organizational context of effective motivation and performance.
states how the management of an organization can use rewards and goals to
motivate its employees.
OF THE STUDY
The study is significant
in the sense that it will enable the bank and other organizations to be aware
of the importance of their human resources and also that by motivation, their
human resource will improve their objectives.
The study will also
provide information on factors which best motivates staffs of any organization,
it is also hoped that this study will serve as a resourceful material for
further research into this subject matter and also broaden over knowledge on
AND LIMITATION OF THE STUDY
The study focuses on the
way motivational techniques are being used in organization using the Guaranty
Trust Bank Plc (GTB) Ilorin
branch as a case study. It also tries to find out if the organization as ever
used any motivational techniques with its employees and to know how the
employees responded to such act.
This study is, however,
limited as a result of time and resources. Due to the limited time made
available to the researcher for the completion and submission of study and also
the limited time in getting response from the respondents. It was quite
difficult to cover all aspect of the study, although they will be covered and
Finances has also being a
limitation to this research work, it would have been ideal to use several
topics is being used by the organization, but this would amount to little
financial input than is available.
However, even with the
limitation encountered during the course of the research, the quality of
information gathered was impressive, and it is hoped that the study will serve
as a reference point for other researches.
The hypothesis to be
tested in the study are highlighted thus:
Ho - Performance
doesn’t increase it are recognized for doing a good job
Hi - Incentives lead to improvement in employee’s performance.
BACKGROUND AND ORGANIZATION CHART OF THE STUDY
Guaranty trust Bank plc
was incorporated in July 1990, as a private limited liability company wholly
owned by Nigerian individual as institution.
The bank was licensed as
a commercial bank in August 1990 and commercial operation in February 1991.
In September 1996,
Guaranty Trust Bank became a publicly quoted company, winning the prestigious Nigeria stock
exchange “presidents merit award in its first year on stock exchange and gain
in the year 2000 and 2003, the bank’s initial public offer in 2001 and
subsequent offer in 2004 were largely successful, proof of general acceptance
by the investment. The bank has always been committed to awarding excellent
cash returns to shareholders on their investment.
In its second year of
operation (1991) GT Bank declared a profit after tax of N42million, and
promptly paid a divided of N1.25million to its shareholders. The following year
1993 and intern divided was paid for the first time. The sum of (N25million)
was also paid from a profit after tax of N319million. This sets a lasting
tradition and now the Bank remains an existing institution in Nigeria that
pays both intern and fund dividends each financial year. Using a base period of
November 2001, shareholders have reaped returns over 400% on their investment.
The bank obtained a
universal banking license in February 2002 giving credence as an excellent
financial services provider, the bank’s financial capacity to meet obligations
as they fall has led to a credit risk rating by August and co-limited, one of
the foremost credit rating agencies in Nigeria, the bank introduced e-banking
services in the last three years, it has been rated as the best amongst those
of other Nigerian banks. The bank was appointed as a settlement bank by the
central bank of Nigeria (CBN) in 2003.
The bank has, over the
years, been a recipient of several awards of superior financial performance,
superior customer services delivery excellent share performance, management
efficiency etc. In 2001, it clinched too pearl awards for quoted companies on
the stock exchange in the dividend yield and sectored leadership categories in
2002, it received the corporate issuers table award from rulers-SBET Research
in 2003, the bank was nominated for, a consumer sensitivity award in the
banking sector for consumer services excellence.
The bank’s latest
financial statement for 2006/2007, year ended February 28, 2008 shows a group profit before
tax of N10.2 billion, total assets base plus contingents over N225 billion, return
on average equity of 59% and earnings per share of 238 kobo on every ordinary
shares of 50 kobo held.
THE OPERATIONS OF GUARANTY TRUST BANK PLC
The bank is committed to
providing professional banking services from various facts of the Nigerian
economy. To achieve this, it is divided in to units that offer specialized
service to these various sector. These units include the institutional banking
group (IBG). The commercial banking group (CBG), public sector group (PSG).
Investment banking group and the personal enterprise settlement group.
The institutional banking
group is changed with the responsibility of serving multinational and large
corporate organization on the manufacturing services, energy, aviation,
telecommunication, import and export sector among others. The commercial
banking group is structured to suit the banking needs of middle market players
such as government contractors, traders and medium scale corporate
organizations. The public sector group, on the other hand, deals directly with
government premarital at the federal, state and local government levels
providing financial advisory services and other tailor made product portend.
While Adventism (personal banking) is a response to the personal needs of the
bank’s high net with customers. The bank has, however, been recognized into two
OPERATION AND MARKETING:
these new organizational structures as approved by the management become
operational in March 1, 2005
which marked the beginning of 2005/2006 financial year. The new functional
configuration does not affect the unit but aligns guaranty trust banks human
and material resources in its marketing units with the country’s geographical
zones and recognized the expanding economic and business opportunities within
and across these regions. It also addresses market competition issues and over
internal operation team with a view to generating better efficiencies with each
of these unit. GT Bank Plc operates on two fronts, participatory and
professionals. On one hand, it strives to actively acquire the knowledge needed
to service its customers and on the other hand, it imparts knowledge on how
they can improve their business. This way, the bank provide total banking
solution that meet its customer needs.
Guaranty Trust Bank’s
primary business is the provision of a full range of financial services to
select spectrum of cooperate and individual clients. They employ the best
people processes and technology. The bank’s services are not limited to retail
banking loans and advances, money market activities as well as foreign exchange
operation. They also specialize in investment banking services and fund
management services to the middle and top end of the Nigerian business market,
the segment comprises top-level indigenous, enterprises and high net worth
STRUCTURE SUPPORT OF GUARANTEED TRUST BANK