ABSTRACT
The
purpose of this research work is to examine the effects of motivation on
employees’ productivity in organizations in Nigerian workplace. First bank
Nigeria Plc was use as the case study.
The
study has provided the conceptual framework upon which motivational programs in
First Bank Nigeria Plc. Workplace are based as well as the type of activities
and skills that are involved. The focus is on such programs that will help
employees deal with personal problems that might affect their productivity.
The
research work covers the fundamentals rudiments of employee motivational
process and the appropriate steps needed to successfully implement the
findings. It also addresses the values and culture of the Nigerianazation norms
that may affect the success of implementation.
A
questionnaire was designed and administered to the employees of First Bank
Nigeria Plc. to find out the workers attitudes towards adequate motivational
incentives and the types of problems commonly being experienced by the
employees in the organization.
Hypothesis
were formulated and tested. Chi-square test was used to facilitate the research
study. Also actual mean and percentage techniques were employed.
Based
on the data collected, the result indicated that the workers were positively
affected towards higher productivity with the provision of fringe benefits.
Finally
the research result showed the staff problems and circumstances militating
against higher productivity. Solutions were recommended to obviate
deterioration on workers productivity.
TABLE
OF CONTENTS
Pages
Certification
Dedication
Acknowledgement
Abstract
Table
of Content
CHAPTER ONE
1.0
Background to the Study
1.1 Objectives of
Study
1.2 Statement of Problems
1.3 Research Questions
1.4
Research Hypotheses
1.5 Limitation of Study
1.6 Significance of the Study
CHAPTER TWO
2.0
Literature Review
2.1 Douglas McGregor: Theory X and Theory Y
2.2 Abraham
Maslow: Hierarchy of Human Needs in Motivation and Personality
2.3 Fredrick Hertzberg. Work Needs
2.4 David McClelland Motivation Mode
2.5 Tannenbaum & Schmidt
2.6 Victor Vroom's Expectancy Theory
2.7 The Herzberhg Studies
2.8 Nature and Types of Employees Benefits
2.8.1 Legally Required Benefits
2.8.2 Voluntary Fringe Benefit
2.8.3 Return of Employee Benefits Employer
2.9
Rewards (Fringe Benefits) Provided by
First Bank of Nigeria Plc
CHAPTER THREE
3.0 Research Methodology
3.1 Sample Size
3.2 Sampling Techniques
3.3 Instrumentation
3.4 Instrument Scoring Scale
3.5 Statistical Analysis of Data
CHAPTER FOUR
4.0 Presentation and Analysis of Data
4.1 Personal Data of Respondents
4.2 Analysis and Interpretation of Data
4.3 Testing and Interpretation Of Hypotheses
CHAPTER FIVE
5.0 Summary, Conclusion and Recommendation
5.1 Conclusion
5.2 Recommendations
REFERENCES
CHAPTER ONE
INTRODUCTION
1.0 BACKGROUND TO THE STUDY
The
most important dependent variable in industrial and organization psychology is
job performance, one of the major concerns of manufacturing companies has
focused on improving worker productivity, Which is one of the job performance
measures. Performance can also be described as the mean through which
organizational member contribute to achieve the objective of the organization.
On
the other hand when you expect little from employees they will give you low performance
in return, as set put - to fail syndrome. Many people feel that they are not
recognized or appreciated by their employees for their hand work and in turn
develop decreased motivation. Lack of communication and feedback from employer
cause employees to feel overlooked and inhibits them from performing to the best of their ability.
Employee
motivation is one of the strategies of managers to enhance effective job
performance among worker in organization. Motivation as a basic psychological process is the
management process of influencing behaviour based on the knowledge of what make
people think. Luthans (1998) asserts that motivation is the process that
Grouses energizes, directs, and sustains behaviours and performance.
That
is the process of stimulating people to action and to achieve a desired task.
One way of stimulating people to employ effective motivation, which makes
workers more satisfied with and committed to their jobs. .
Money
is not the only motivation. There are other incentives which can also serve as
motivation. However in order to observe an effective work
performance
in an organization work motivation may not be only key factor as put by Luthans
(1998).
To
increase productivity at work management need some strategies in which
particularly work motivation leadership effectiveness and time management are
promised. In the light of the above, this study sets to investigate the above variables and find out how they influence employees performance in an
organization taking a Nigerian bank
as case study.
1.1 OBJECTIVES OF STUDY
- To identify the various reward
systems in First Bank of Nigeria Plc with a view to establishing their
effect on the motivation of staff.
- To find out whether there is any
correlation between rewards and performance of the employees.
- To reduce influence of Unions
- To assist in developing a
productive work environment
- To improve labour turnover and
absenteeism in First Bank of
Nigeria
Plc
- To proffer useful suggestions
towards improving the rewards system in the organization so as to enhance
the productivity of its work force and by extension the banking industry
and the economy as a whole.
1.2 STATEMENT OF PROBLEMS
Rewards
might not give a desired result, human beings (employees) are so unpredictable
as they might not really attach much importance or see nothing motivating in
the benefits scheme in terms of administration which makes it very expensive to
operate. The implication of these to
employees is of increasing exposure monetized society, raising education and
wider contact among people resulting from the break-up
of artificial barrier
was to shift aspirations to a more satisfying work experience, greater control
over the organization of work, greater opportunities for personnel department
and wider scope in exercise of initiatives.
Specifically,
the refusal of work organization to recognize the motivating factors in industrial production
through greater motivational tools tends to create several human problem in
this setting.
1.3 RESEARCH QUESTIONS
- Did fringe Benefits (rewards)
actual motivate staff of employees of First Bank of Nigeria Plc.
- Can organization objective be
achieved with or without rewards (fringe Benefits)
- Could provision of rewards
(fringe Benefits) promote employees moral?
- Do fringe Benefits increase
productivity in First Bank of Nigeria Plc.
- Could attractive fringe Benefits
(reward) in an organization reduce labour turnover)
1.4 RESEARCH HYPOTHESES
HYPOTHESIS
ONE
H1 provision of fringe benefits help to reduce turnover or makes
the job attractive to employees.
Ho provision of fringe benefits does not help to reduce turnover
or makes the job attractive to employees.
HYPOTHESIS
TWO
H1 sense of pride and accomplishment interest employees as does
monetary reward.
Ho Sense of pride and accomplishment does not interest employees
as does monetary reward.
HYPOTHESIS
THREE
H1 reward (fringes benefits) helps in achieving company objectives
to an extent
Ho Reward (fringes benefits) does not help in achieving company's
objectives to an extent
1.5 LIMITATION OF STUDY
The
conduct of research in Nigeria
and indeed all developing countries is imbued with a lot of problems. This
research work has been limited by time and financial constraints the scope of
this study is limited to First Bank of Nigeria PLC. Few branches of First Bank
plc within Lagos State.
The
willingness of Staff in disclosing Information due to staff competition in the
banking industry constitutes another limitation.
Also
the show flow of traffic in Lagos
metropolis contributed in limiting the scope of this study work.
1.6 SIGNIFICANCE OF THE STUDY
This
study has a practical significance and it can be useful to manager and decision
makers in the following ways first, the findings of this study will help the
organization under study and other organization to know how best to reward hard
working employees.
Secondly,
it will assist the organization to relate reward to the performance of their
employees, by pointing out the effect of reward system on the motivation of
staff, employers would be assisted to adopt the most appropriate reward that
would bring forth better performance of employees in this era of economic
recession.
It
is also expected that by this effort every individual performance will be
rewarded according to achievement in other words, reward should be geared
towards motivation performance if the objectives / goals of the organization
are to be achieved. A situation whereby employees are given across the board,
reward irrespective of their performance breeds frustration and lack of
commitment on the part of the high flyer employees. This study shall endeavour
to establish why reward should be based on individual performance and
achievement rather than on any other factor. This the only way effective
performance, which is essential for the success of an organization can be achieved.
REFERENCES
Abraham Maslow (1943) motivation and personality.
2nd Edition (New York: Harper and Rowi 1970) pg 103- 115
A.H Maslow (1943) The Theory of Human motivation,
originally published in psychological Review, 50, 3 70 - 396.
GALLERMAN S.W Motivating men with money fortune
magazine March 1954. New York Free press
LIKERT
R. (1967) New patterne of management and human organization.
McGraw
- Hill, New York
MASLOW, A.H. "Motivation and
personalituy" 1970 Edition Harper and Bros) N.Y. 1954
WDEKWU E.C. (1994) First Bnk of Nigeria plc a
century of Banking Nigeria Spectrum, Book Limited.
OYAKHIRE
M. (1996) what motivate Enployee ? Nigeria Bunak
Printing