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.
TABLE OF CONTENTS
Title page i
Table of contents v
CHAPTER ONE: INTRODUCTION 1
1.1 Background of the Study 1
1.2 Statement of the Problem 5
1.3 Purpose of the Study 6
1.4 Research Questions 7
1.5 Research Hypotheses 7
1.6 Significance of the Study 8
1.7 Scope of the Study 8
1.8 Limitations of the Study 8
1.9 Definition of Concepts 9
CHAPTER TWO: LITERATURE REVIEW 11
Concept of Motivation 12
Theoretical Framework 16
Types of Motivation 20
Theories of Motivation 25
Theories X and Y 35
The Process of Motivation 37
Problems Associated with the
Absence of Motivation 40
Solution to Motivation
The Meaning of Workers’
Factors that Influence Workers Productivity 44
and Worker Productivity 47
Importance of Financial Compensation 50
Need for Effective Compensation and Work Performance 54
of a Compensation Package 56
of the Review 61
THREE: METHODOLOGY 62
3.0 Introduction 62
3.1 Research Design 63
3.2 Sources of data collection 63
3.3 Population/Sample Size 65
3.4 Sample Techniques 66
3.5 Research Instrument 66
3.6 Validity of Research Instrument 67
3.7 Reliability of Research Instrument 67
3.8 Procedure For Data Collection 67
3.9 Procedure For Data Analysis 68
FOUR: DATA ANALYSIS AND INTERPRETATION 69
Data Analysis 69
Hypotheses Testing 83
CHAPTER FIVE: SUMMARY, RECOMMENDATIONS AND
Summary of the Findings 86
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,
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).
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.
of the Study
main purpose of this study was to ascertain whether motivation could influence
the productivity of bank employees in the banking industry or not.
employees at the marketing department of Finbank Nigeria Plc are well motivated
bank workers attach much importance to their being motivated or not,
there was any difference in the productivity of bank workers who are motivated
and those who are not,
management understands the importance of motivation in the growth of workers
and organizations, and to
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:
motivation lead to increment in productivity of bank workers?
employees of Finbank Nigeria Plc well motivated?
bank workers attach much importance to their being motivated by the management
there be any difference in the productivity of bank workers who are motivated
and those who are not?
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
Motives: The inner state that energizes,
activates, moves and directs or channels behaviour towards goals. The main
spring of action.
Bonuses given in exchange for a job properly done
Impact: This means the effect it has on
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
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.