TABLE OF CONTENT
Title
page
Approval
page
Dedication
Acknowledgement
Table
of content
Abstract
Certification
CHAPTER ONE
1.1
Introduction 1
1.2
Statement of the problem 2
1.3
Purpose of the study 3
1.4
Significance of the study 3
1.5
Scope of the study 4
1.6
Limitation of the Study 5
1.7
Organization of the study 5
1.8
Definition of terms 6
CHAPTER TWO
Literature
review
2.1 Meaning of Motivation 8
2.2 Motivation Theories 10
2.3 Two Factors Theory 16
2.4 Theory x and y 18
2.5 Hierarchy of Needs Theory 20
2.6 Motivational Factor 24
Reference 27
CHAPTER THREE
3.1
Research Methodology 28
3.2 Sources of Data 29
3.3 Sample and population of the study 30
3.4 Method of data analysis 31
3.5 Research problem 31
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.0 Introduction 33
4.1 Brief
History of Local Government Service Commission Ilorin Kwara State 33
4.2 Presentation
of Data 37
4.3 References 49
CHAPTER FIVE
Summary,
conclusion and recommendation
5.1 Summary of findings 51
5.2
Recommendations 53
5.3 Conclusion 56
Bibliography
ABSTRACT
This project is a research of staff motivation as a
tool for effective management in a public sector organization within particular
reference to local government service commission. The aim is to examine staff
motivation in a public sector organization.
Chapter one, of the project tries to introduce the
topic, the background of the study and definition of the terms.
Chapter two, on the other hands gives a broad
knowledge of the review of related literature.
Chapter three, researcher try to find out various
method used in gathering the data.
Chapter four, the questionnaire were administered
and responses duly collected, presentation and analysis of data was done, and
sample percentage is adopted in interpretation of the data.
Finally, in chapter five is devoted for summary of
findings recommendation as well as conclusion, bibliography, I believe any reader
or intending reader would be kept abreast about the information contained.
CHAPTER
ONE
1.1
INTRODUCTION
The
term motivation originated for the latin word “movere” which means to move.
This definition however, is too narrow to described because of its vary way in
complete process.
Motivation
is defined as an individual needs desires and concept that has cause people to
act in a particular manner. Motivation has been link with urges, in strict,
purposes, goals, desires involving the physiological social aspect of human being.
Motivation is necessary in order to stimulate employees to work toward
achieving the set objective of the organization.
for
many years have sought ways of encouraging the subordinate to work well. The
old established way is the reward punishment system of the called “he dorists”
whose view of man is a creature whose objective in life are the accent was on
punishment, but in more recent times, the reward system has been applied, for
example in the form of bonus scheme , profit sharing& merit rating however,
during the past four decades, the quest for better ways of motivating people at
work has caused some researchers to concentrate on the psychological factor
that stimulate worker are developing the incentive of financial reward the
choice between financial motivation and psychological motivation has been the
subject of much controversy, but one thing is clear, that is dangerous to
generate about motivation, various organization to make employees to achieve greater
productivity in their work motivation however, is seen as the satisfaction of
human needs in his working place with low motivating, factor tends to low productivity.
Some
organization are continually faced with the fact that vast difference exist in
life performance of group of employees. Vital question, which this research work
intend to answers includes the theories of motivation. What is the link between
motivation and productivity and concept of motivation.
Motivational
techniques are those things management have in use of a tool to motivate their
employees. It is imperative to say that any management that refused to use
these techniques will at all end of it record high turnover and might eventually
give up in the business world.
Productivity
is the balance between all factors of production that will give greater output for
the smallest effort. Productivity can also be expressed as the ratio of output to
input and the most commonly used formula for productivity equal unit of output
divide by man hours. But this appears to be over simplified since man hour implies
labour of input or resource. It has be observed that workers productivity in
Nigeria is affected adversely by on the attitude of average Nigerian workers
and the dynamic of social system in which he finds himself.
The
concept of motivation in organization has received increased attention in
recent years among organization researchers. There are at least three major
reason on interest first, the ever
increasing external force of national and international competition, economic,
social technological and governmental condition have force management to
developed and acquire new techniques and mechanism to increase or at least
maintain the level or organization efficiency and effectiveness. This however,
requires the effective utilization of all the resources of the organization.
i.e financial, physical and human.
Most
theories contemporary motivation lists show that one believes money to be
unimportant in affecting the behavior of people at work. Instead, there is much
evidence to the contrary. Several researches have attempted to list the needs
of workers in order of importance and have show that while managers believes
their worker consider pay to be of prime importance, the workers themselves
sometime place money way down the list below such factor as job security and
work which is both interesting and worthwhile. The most importance ways of
encouraging people to work well fall into four categories ranging purely
monetary inducement to mere enjoyment of working.
In some organization, because of climate the
type of work and tradition, financial incentives may be quite effective in
raising productivity while in some as much of the payment may be preferred that
retains much of the incentive element, but which offers a stable wage. Such
payment known as measured day work obviates many of the difficulties caused by
direct incentives of the remaining two categories, one contain the risk element
of the carrot and stick management philosophy, relying on the traditional
method of supervision cajoling, inducing, encouraging and threateing people
achieving their targets. The extreme of the techniques of management ensures
that the environment and the job are stimulating in the themselves and
therefore external and therefore external incentives are unnecessary because
the will to work comes form within the worker. The last approach seems the most
attractive because it appeals to human needs, which allow people to do good job
and to complete a test because they have the wish to do so and not merely to
avoid loss of bonus or the pleasure of their superiors.
However,
it is pertinent note that the urge to satisfy the needs of employees, which
might have resulted in low performances, bring about the introduction of
motivation to serve as an organizer for such employees.
Although,
there is no universally accepted group of practice embraced by the term motivation,
but generally, it has to meet two tests. Firstly, it must provide a it must
provide a specific benefit to the employee. And secondly, it must represent a
cost to the employer. In a developing country like Nigeria, the growth
motivation has been primary influenced by economics factors, some have from grown
as a result or pressive from union and some sheer limitation.
In access bank Plc there are some motivational
techniques carried out to motivate and encourage efficiency in ht e workers.
This study is aimed at examine the adequacy of these techniques.
1.2
STATEMENT
OF THE PROBLEM.
Motivational
techniques to employees of a company could be viewed from two opposing ends on
one hand, employees enjoy benefit and on the other than, it is a cost to the
employer. These two have been reconciled in order to fulfill the organizational
goals and objectives. In addition to basic wages, substantial portions of the
total labour cost in many companies today, concern motivation. Furthermore, it
is now apparent that some employees feel entitle to certain percentage of their
company’s profit as well as product. The above situations no doubt possess a
lot of concern to industrial managers and entrepreneur of small and medium size
companies. The problems of motivation therefore, are in it nature of demand,
applied application for and cornon application. For instance in a country where
government has not been able to adequately cater for the need of their citizen,
the tendency is for the industrial or commercial concern to undertake some of
the basic needs e.g medical treatment, house allowance, transport allowance and
so on. Although most companies are not keen at granting motivation because of
the likely noticeable financial impact on their annual profit they are often forced
by the industrial union such as Nigeria labour congress (NLC) to accept. Sometimes,
before such accord is reached, there may be strike actions and lockout and
possibility the intervention of the government. In the process the business may
suffer the employees may lose wages the customer would be affected and the
shareholder will definitely may want to express their concern. Also during the
period of National Economics decline in business, most companies may not be
willing to grant additional motivation because of the fear of not achieving the
company desired goals and objective. It may tend to wider the gap between the
junior and the senior workers (a situation that may not motivate the junior employee’s
behavior). By the time the organization realize another set of demands by the
workers might have crept in.
It
is however, appears the days of cleans wages are gone forever, workers will
continue to demand for salaries supplement whether or not those salary
supplement will indure employees to put in their best at all times will
continue to be a subject for research also, it has been assured that motivated
workers produce unmotivated employees.
In
addition, this research work was embarked upon because certain problem was
raised, the problems are as follow:
A.
What are the factor to be considered before
motivational techniques are applied and hw many forms of motivational
instrument should used at a time
B.
What are the some of the motivational
instrument instruments the organization used to motivate its workers and why do
you employees prefer different ways of motivation.
C.
What are the
particulars ways an organization can motivate its employees and the effect on
the organization when the wrong kind of instrument of the motivation are used.
1.3 JUSTIFICATION OF THE STUDY
The primary task of manager or supervisor
is that of maintaining an organization that functions effectively. To do so, he
must see that his subordinate work efficiently and effectively and produce
result that is beneficial to the organization. Since every action of the
manager task is an organization stimulates a reaction in its employees, he has
no choice of whether or not he motivates them, only of how it does it. Will his
action be effective so that the subordinates work for the benefits of the
organization or ineffective to the organizations detriment? It is the question
on the techniques on how to empty effective motivation that the study is
concern about.
However, this study will be of great
importance to the management of other organizations because it will help them
to form a baseline from which to examined their motivation techniques on bank
performance and determined their adequacy. It will also serve a great purpose
to the government because in Nigeria today, the government is the greatest
employer of labour. Government owned organizations employ more labour than the
private counter parts. It is quit disheartening to note that the highest
amounts of inefficiencies are recorded in the government owned organizations.
These efficiencies results to a large
extent, from the governments in ability to extend motivational techniques on
how to improve the performance of their workers.
Lastly, the study will act as a guild for
the government in finding out the reasons behind the problems of inefficiencies
in the public sector and provide guild lines in solving these problems.
1.4 OBJECTIVES OF THE STUDY
The
purpose of these study is to determined the effects of motivation in Access
Bank Plc, Ilorin Branch, to its employee as a way of enhancing there
performances.
However,
the specific objectives of the studies are:
a.
To appraise and
evaluate all the motivational techniques those are operation in Access Bank Plc, Ilorin
branch.
b.
To find out the
effect of these techniques on workers performance.
c.
To find out
employees perception of fringe motivational techniques in Access Bank Plc,
Ilorin branch.
d.
To find out
management view of motivational techniques.
e.
To suggest the
techniques that are necessary to motivate the employees, but which are offer by
the organization.
f.
To recommend how
to use these techniques in motivating the employees to improved their working
performance.
1.5
SCOPE AND LIMITATION OF THE STUDY
This study is focused in analyzing what
motivational techniques are like on bank performance and have they are
generally applied to motivate employees and improved their performance.
However,
this study will be limited to Access Bank Plc, Ilorin branch because of some
constraints, which may make it difficult to cover organizations. in same line
of operation. Therefore, it will be based on facts and data collected from
Access Bank Plc, Ilorin branch.
A
more detailed research would be paper on the limiting factors which include;
a) Time
constraint
b) Non
available of information and the volume of work required
c) Financial
constraint.
Lastly,
the inability of respondents to come out with accurate and necessary
information posses serious constraints, because of the employees feels that
revealing some information may means contravening the policies and regulations
of the bank. All these situations invariably have some effects on my facts and
findings, but I believe they are not enough to validate the findings.
1.6 SIGNIFICANCE
OF THE STUDY
As
a result of the indispensable role played by motivation in an organization,
this my research work would be found useful in many ways to the followings;
a. Organization,
government parastatals, business firms and Access Bank Plc my case study.
b. This
research in it knowledge has been enhanced about the topic and the hidden
secrets of motivation has been discovered.
c. Other
researchers such as student, academics and analysts, will find it useful to
serve as a background for further studies.
1.7 HISTORICAL
BACKGROUND OF ACCESS BANK PLC.
Access
Bank Plc, commonly known as a Access Bank, is one of the deposit money bank in
Nigeria. The bank is licensed by the Central Bank of Nigeria. The National banking
regulators. The managing director is Herbert Wigwe while the present chairman
is Mr Gbenga Oyebode. It was founded in 1989 and headquarters is located in Lagos Nigeria’s
Commercial Capital. Access Bank has in excess of 300 bank branches in Nigeria
‘s major commercial centers.
Access
Bank is a large financial services provide, with an asset base in excess of U.S
dollars 12.6 billion (NGN: 2.02 trillion), as of February 2012. the share
holders equity in the bank is valued at approximately U.S dollars 2.33 billion
(NGN: 373.5 billion) Starting in 2007, Access Bank began an international
expansion drive. As of February 2012, it has subsidiaries in Burundi, Coted’voire, the democratic republic of Congo,
Ghana, Rwanda, Sierraleone, the Gambia, Tanzannia, united kingdom and Zambia.
The bank received its license from the central bank of Nigeria in 1989, and listed on the Nigeria stock
exchange in 1998.
In
2002, Access Bank was taken over by a core of new management lead by Aigboje
Aigimaukhedue and Herbert wigwe.
In 2005 Access Bank acquired marina
bank and capital bank (the formal deposit money bank credit lyonnaise Nigeria)
by merger.
In 2007, Access Bank established a subsidiary
in Baijul, the Gambia. This bank now has a head office and four branches and
the has pledged to open another four branches.
In
2008, Access Bank Plc acquired 88% of the shares of omni finance bank, which
was established in 1996. It also acquired 90% of Banque priveedi congo, which South Africa
investors had established in 1995 and re-organized in 2001. in September Access
Bank opened a subsidiary in freetwon, Sierraleone and then in October, the bank
opened subsidiaries in Lusaka, Zmabia and in London, United Kingdom. In 2009,
Fin Bank (Burundi) joined the Access Bank network. In 2011, Access Bank in talk
with the central bank of Nigeria to acquire intercontinental Bank Plc.
Further
to the approval of the share holders of both the banks, court sanction of the
federal high court of Nigeria and approval of the central bank of Nigeria and
the securities and exchange commission, Access Bank Plc (Access and
Intercontinental Bank Plc announce the completion of the re-capitalization of
intercontinental Bank and the acquisition of 75% majority interest in
intercontinental bank by Access Bank Plc.
Effective
today, intercontinental bank (including all its assets, liabilities and
undertakings) become a subsidiary of Access Bank Plc. January 2012, Access Bank
announced the conclusion of its acquisition of the formal intercontinental
Bank, creating an expanded Access Bank, one of the largest four deposit money ban k in Nigeria with over 5.7 million
customers, 309 branches and over 1,600 Automated Teller Machine (ATM).
1.8 RESEARCH
METHODOLOGY
This
chapter explains the different method used in collection of data and
information, the sampling process reach design study of “population validity of
the instrument, reliability of the instrument as well as methodology for data
analysis.
1.9 DEFINITION
OF KEY TERMS
Motivation
this can be described as the incentives, reasons or a predisposition to act in
a certain manner inherent of it is also be refers to an incentive or reason for
doing something.
While
motivational on the other hand is the act of tending or intending to motivate
someone.
Techniques:
This can be defined as way of doing something, especially one in which you have
to learn special skills, it is also a method of achievement something or
carrying something but especially knowledge.
Bank:
this can be refers to as an organization that provides various financial
services such as keeping and leading of money. Chambers twentieth century
Dictionary define as a bank as an institution for the keeping, tending and
exchanging e.t.c of money. Kent
defines a bank as an organization whose principal operations are concerned with
the accumulation of the temporarily idle money of the general public for the
purpose of advancing to others for expenditure. We different types of bank, we
have the deposit money banks, central banks, exchange banks, agricultural
banks, industrial banks, cooperative banks and sailings banks. But, I will
focus my attention on the money deposit bank under which my case study falls
on.
Performance:
this can be described as the act of performing something or a particular task
very well on badly. It is how well or badly something is done. It can also be
refers to as carrying into execution or action; execution; achievement;
accomplishment; representation by action, as the performance of an undertaking
of a duty.
1.10 PLAN
OF THE STUDY
For
critical examination of the topic in consideration, this research work is into
five (5) chapters.
The
first chapter contains the introduction which discussed briefly the meaning of
motivation and the set objectives of the organization, i.e Access Bank Plc,
which is to motivate their sub-ordinate of staffs in working effectively and
efficiently towards meeting the needs of their customers. It also discuss the
aims and objective of the study, the importance and significant of the study
and the definitions of the basic terms.
The
chapter two which is the second chapter dwelt on the theoretical aspect and
literature review.
The
third chapter contains the research methodologies which include the source of
data, method of data collection, analysis of data presentation and findings of
the study.
The
fourth chapter contains the motivation techniques and instruments used by
Access Bank. Achievement of Access Bank Plc analysis of customers respondents
in the questionnaire effect of motivational techniques in Access Bank Plc.
While
the last chapter comprises of summary, recommendations, conclusion and
references.
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