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.