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
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
TABLE OF CONTENTS
Table of Content
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
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
3.0 Research Methodology
3.1 Sample Size
3.2 Sampling Techniques
3.4 Instrument Scoring Scale
3.5 Statistical Analysis of Data
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
5.0 Summary, Conclusion and Recommendation
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
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
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
- 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
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.
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.
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
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
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
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.