available theories on organization fail to encompasses effectiveness and
efficiency motivation can be viewed as an inner urge that drivers people to work
or perform. It is also an energy that boosts the morale of a worker or an
project work will emphasis te role of motivation ion an organization.
one of the project on the effect of motivation on employee performance in
competitive marketing environment on introduction, it first of all define what motivation is by various
authors and tries to mention , different kinds of motivation. This chapter state the purpose of
study , statement of the problem, relevant research questions statement of
hypothesis, background of study,
significance of the study scope and limitation of chapter one.
Chapter two, this chapter set the current research into perspective in order to
show the state of art, this chapter, literature review is based on ideas of the
subject matter of the study the chapter also estranged kinds of motivation steps
in motivation by Chris, techniques of motivation was stated as financial
incentive, non financial or non monetary incentive, chapter also stated
motivation in organization policies.
three, is research methodology, this is perhaps the background against which
the findings and conclusion are based this phase of the research consist of the population of this study, sampling
design and procedure, data collection, re-statement of research question,
limitation of the methodology and historical background of the organization.
four in which data gathered are
presented and analyse in order to derive a valid and objective conclusion on the subject
matter of the study questionnaire were administered to the bank staff bank all
data analyse and interception.
chapter five this study effect of motivation on employees, in banks have been
motivation their employee for effective and efficient performance, using the
united bank for Africa Plc as a case study.
The questionnaire was deigned to provide information about the degree of
motivation in the commercial banking industry. The data collected were
presented and analysed chapter four in
order to desire a valid and objective conclusion on the heading summary of
Table of contents
1.2 Statement of the problem
1.3 Scope of the study
1.4 Significance of the study
1.5 Purpose of study
1.6 Limitation of study
1.7 Definition of study
CHAPTER TWO: LITERATURE REVIEW
2.2 Definition at motivation
2.3 Types of motivation in banking industry
2.4 Kinds of motivation in banking industry
2.5 Techniques of motivation used in banking Industry
2.6 Motivation organizational policies used in Unite Bank for Africa (UBA).
2.7 Motivation theories in organization
2.8 Services provided by United Bank for Africa
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Research population
3.2 Research Design
3.3 Data collection method, technique and type of collected
3.4 Method of data collected
3.5 Data presentation and analysis technique
3.6 Method of data analysis
4.0 Data presentation and
4.1 Historical background of the
organization UBA Plc
structure of United Bank for Africa Plc
4.3 Data interpretation and
Test of hypothesis
CHAPTER FIVE: Summary and Conclusion
has been defined on different ways by different scholars and the patterns of these
definition has helped on understanding motivation better some of these
definition are as follows.
(1978) defined motivation as the act of stimulating someone or asset to get a
desired course of action to push the button to get a desired reaction.
Hodgets (1977) viewed motivation as “the process of creating organizational
conditions which well impel employees to strive to attain company goals”
(1953) says that motivation represents an unsatisfied need which creates a
state of tension or disquilibrium, causing the individual to move in a good
directed pattern towards restoring a state of equilibrium by statisfying the
(1958) says that motivation is the stimulation of any emotion or desire
operating upon ones will and prompting or during it into action.
the other hands, Umukoro (1994) has defined motivation as “the in
terrelatinship between the needs and the fulfillment of the needs”.
(1995) queting Michael (1980) has defined motivation as “those psychological
process that course the arousal, direction and persistence of voluntary action
that are goal directed”.
motivated person is ready to act, R. stodyill (1959) defined motivation as a
function drives and confirmed desirability estimates regarding various
alternative satisfaction. How the motivated person decides to act is influence
by us or her perception of the situation. Two people in the same motivated
state and objective situation may act quite differently because they perceive
the situation differently.
do people have different perceptions of the same situation? We start with the
nation that all of us is apprehend a stimulus object through sensations, that
is flows of information through one or more of our five sense sight, bearing,
smell, touch and taste, however, each of us attends, organize and interprets
his sensory information in an individual way. In fact, perception can be
defined as “the process by which an individual selects, organize and interpret
information inputs to creat a meaningful picture of world.
part of managers tasks is getting things done through people, he must therefore
try and understand peoples motivation. This aspect of the management element of
direction is concerned with inducing people to work to best of their ability.
refers to the way urges, aspirations, drives and needs of human bangs direct
Vernon (1969) defined motivation as the ludden urge within us which compels us
to behave in certain ways. Such urge may be purely instinctive. Motivation is
also the process of arousing emplyess enthusiasm to enable them perform their
duties with pleasure and interest in such a way that organizational goals will
may be positive or negative, if it is positive (Carrot approach) when some valuable
rewards such as high pay, job security etc are offered for acceptable
performance. It is negative (stick approach) when a form of physical, financial
or social punishment such as loss of job, loose of income, reduction of or
demotion is out to an individual for low performance.
fact it has been observed that the performance of employees in work jetting or
at best in an organization is dependent on the degree of motivation given to
the employee by the employers(s), however, employees energy curve well be at
lowest when there are perceived inadequate motivation.
recent times, motivation of workers has been a subject of controversy between
workers and management. A worker (employee) feels satisfied (intrinsic), when
he is aptly he motivated, but dissatisfied (maintenance) when he is not
motivated. The motivational factors are:
in work place
Maintenance factors are:
relationship with superior
relationship with subordinates
The above factors are what Fredrick herzberg,
referred to as the “two factor theory” but if the above factors the
motivational facts are properly harnessed, the employees would perform better
in any organization.
contrary to what motivation is all about, some organizations choose the path of
rationalization for the sole aim of not paying a whopping sun as salary. The
workers also have chosen to commit fraud without recourse to equity due to job
insecurity occasional by frequent retrenchment exercise. This is the main
reason for sporadic fraud in banks as witnessed in the country on recent time.
In conclusion therefore, it has been noticed and conforded that lack of
motivation is the bone of frequent strukes and decreased productivity in an
organization; sums up the merits of motivation thus:
enhances individual and organizational growth
improves productivity and performance
enhances group dynamism
enhances corporate image
enhances good labour management relations
1.1 STATEMENT OF THE PROBLEM
The modern organization is very complex and profit oriented. Various
reasons have been advanced for the performance and low productivity of an
average Nigerian worker. The major problem has been what is or the best means
of making workers perform well towards achieving the organization goals.
theories on motivation has been postulated by various scholars of international
repute and it affects employees performance and productivity. Some of the
theories are examined below:
Maslow of branches University, a prominent student of “Behaviour” has
propounded a theory on motivation known as the “herarchy of need”. The
underlying concept of the theory cannots that human needs are Lierachical; that
a need must be gratified before other needs will predominant. These needs,
according to Mashow, are the physiological) Biological needs, security (safety)
needs, social needs, Esteem needs and self, actualization. He (Maslow) strongly
believed that these needs are in linearity.
scholar on motivation was claylon P, Alderfer’s needs theory. This theory
simply stated that human needs are circumstantial. These needs are: needs for
existence, relatedness and growth. The ERG theory. Alderfer fervently believed
that these needs are in a “continuum” tendency to move forward and backward according
to situation. This is a complete aberration from Maslow’s needs hierarchy.
x and y which was postulated by McGregor clearly indicates the inner essence of
a worker. A worker detested to work (theory X unless forced, the converse is
“Equity” theory which was postulated by S.Adams (1963) generally explains how
employers should strive for justice and for play in their places of work and
how they are motivated to correct them. Other notable theories are:
Herzberg – two factor theory
room – expectancy theory
mcclehand – need concept
Conclusively, we have observed that all the
aforementioned theories centered on motivation as it affects employees
performance in an organization. Therefore, employees should ensure to see that
its employees are adequately motivated to achieved the desired profit
maximization objective of the organization, since motivation. They say increase
1.2 SCOPE OF THE STUDY
Motivation has been the focal point of interest between employees in an
organization especially in banking sector however, the study is limited to
united bank for Africa (UBA) plc shall be placed on.
concepts and theories of motivation in relation to banking
of the employees in various branches of the bank in lagos including the head office wil be used
consequently, the research questions will be answered from the data collected
from these staff, hence findings shall only be applicable to the above mentioned
1.3 SIGNIFICANCE OF THE STUDY
will be very useful to employers of labour in organization as various concepts
of motivation will be adequately addressed. The study also will help management
of the organization (united bank for Africa-UBA) to know in other to motivate
the study is also to determine the effect of motivation or individual and group
of workers and their actions and reactiosn towards such aspects of the
will be useful to the following:
a. The organization: united bank for
Africa (UBA) plc on which this study is conducted
b. the employee(s) in organization who is desirous in knowing why motivation
has been the issues of controversy between management and employees will also
benefit tremendously from this study
c. They society would also gain a lot from this study as various theories on
motivation will be highlighted.
d. However, the use of questionnaire is intended to show how and what motivates
workers in UBA Plc and probably proffer solutions that will be useful for
improvement towards any eventual lapses that may surface during the period of
the research work.
1.4 PURPOSE OF STUDY
The banking industry in Nigeira, especially the commercial banking
industry has been characterized by strike actions due to lack of motivation of
staff and management’s indifferent attitude towards staff welfare.
study therefore aims at:
factors affecting motivation in the commercial banking industry
out why management has refued to motivates staff adequately
out why lack of motivation affects employees performance.
bank for Africa plc on how to motivate staff.
the problems that causes frequent strike
whether the bank is motivating is staff low and goal achievement
identify the problems that have inhebited the the effective and efficient
performance of UBA Plc
whether the effect of motivation actually increase or decreases productivity
1.5 LIMITATION OF STUDY
Areas that will be examined in the study or research work:
and explanation of motivation
mode of motivation
model managerial approach to motivation
1.6 DEFINITION OF TERMS
Definition of some major terms used in this project work
Motivation: this is a psychological process that cause the
arousal, direction persistence of voluntary actions that we are goal directed
(Michael 1986) (OYEBODE 2001) defined motivation as a product of behaviour (individual
and group behaviour) and desire ad determined by the target productivity level
in the organization.
Motivation can still be defined as a energy that
drives the workers to perform his work effectively and efficiently.
Effectiveness and efficiency in organization: this
can be defined as ability to accompany a given task while efficiency on it won
can be defined as successive accomplishment of a given task at the rate
required of its accomplishment.
environment: these can
be defined as the internal and external variable which have negative and
positive effect on the marketing activities and may affect organization
objectives and goals.