An Assessment Of The Effects Of Motivation Factors On Job Commitment Of Commercial Bank Employees In Abuja Municipal Area Council, Abuja

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An Assessment Of The Effects Of Motivation Factors On Job Commitment Of Commercial Bank Employees In Abuja Municipal Area Council, Abuja


Abstract


This study was carried out on an assessment of the effects of motivation factors on job commitment of commercial bank employees in Abuja municipal area council, Abuja using GT Bank of Nigeria Limited as case study. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprised of staff of GT Bank Nigeria Limited, Abuja municipal area council, Abuja. In determining the sample size, the researcher randomly selected 160 respondents and 153 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables and mean scores, while the hypotheses were tested using chi-square statistical tool. The result of the findings reveals that Motivational packages enhance employees performance in the organization. The study also revealed that the motivational elements that pushes employees to do better in their job role are; salaries, fringed benefits, promotion, and car loans. The study also reveals that the conduciveness of the office environment is an important motivational factor in the organization. Therefore, it is recommended that the management of the organization should provide adequate fringe benefits to the workers and such benefit should be geared towards meeting the needs of the workers. The provision of adequate fringe benefits to the workers will propel them to put in their best in the attainment of corporate objectives. To mention but a few.


Table of Content


  • Title Page
  • Certification
  • Dedication
  • Acknowledgement
  • Table of Content
  • List of Tables
  • Abstract

Chapter One:

Introduction

  • 1.1 Background of the Study
  • 1.2 Statement of the Problem
  • 1.3 Objective of the Study
  • 1.4 Research Questions
  • 1.5 Research Hypothesis
  • 1.6 Significance of the Study
  • 1.7 Scope of the Study
  • 1.8 Limitation of the Study
  • 1.9 Definition of Terms
  • 1.10 Organisations of the Study

Chapter Two:

Review of Literature

  • 2.1 Conceptual Framework
  • 2.2 Theoretical Framework
  • 2.3 Empirical Review

Chapter Three:

Research Methodology

  • 3.1 Research Design
  • 3.2 Population of the Study
  • 3.3 Sample Size Determination
  • 3.4 Sample Size Selection Technique and Procedure
  • 3.5 Research Instrument and Administration
  • 3.6 Method of Data Collection
  • 3.7 Method of Data Analysis
  • 3.8 Validity of the Study
  • 3.9 Reliability of the Study
  • 3.10 Ethical Consideration

Chapter Four:

Data Presentation and Analysis

  • 4.1 Data Presentation
  • 4.2 Analysis of Data
  • 4.3 Answering Research Questions
  • 4.4 Test of Hypotheses

Chapter Five:

Summary, Conclusion and Recommendation

  • 5.1 Summary
  • 5.2 Conclusion
  • 5.3 Recommendation
  • References
  • APPENDIX
  • QUESTIONNAIRE

Chapter One


Introduction

1.1 Background to the Study

Although, there is general agreement among psychologists that man experiences a variety of needs, there is considerable disagreement as to what these needs are and their relative importance (Van Rooyen, J. 2006).
One of the basic problems in any organization is how to motivate people to work. Motivating people to work entails, meeting their needs. This is because people working in the organization to meet workers needs affect the satisfaction, which the workers derive from their job.

The satisfaction that the workers derive from their job can affect their motivation to work. People are motivated by various factors at different times, according to Wilkinson et al (2007) the first factor is the combination of the individual perceptions of the expectations other people have of them, and their own expectations of themselves. This happens because people come into work situations with various expectations. When they arrive at the work place, they meet other people who also have expectations of them; positive individual and group expectations serve as positive motivational factors for the worker. This is why a balance must be struck as much as possible between organizational objectives and individual aspirations (Sulcas, P. 2007). The essence of this is to ensure a situation where the individual is motivated while the organization is achieving established objectives.

The second factor deals with the issue of self-images and concepts as well as life experiences and personality.
These factors have to be positively motivated in the worker to yield proactive behaviour. This can be achieved through a carefully planned reward system, which is a type of reinforcement directed at modifying people behaviour.

Those who occupy management positions in organizations encourage behaviour basically through the means of positive reinforcement. Positive reinforcement boosts favourable consequences that go a long way to encourage the repetition of particular behaviour (Adonisi, M. 2005).

It is therefore important for the management to ensure that they motivate their employees to achieve the set goals and objectives of the organization. The management of an organization can motivate its employees if it’s able to study the characteristics of the employee and know what actually motivate them to productivity.

It is in view of this that this study wants to look at motivation of employees as tool for improving organizational productivity, by using the GT Bank of Nigeria Limited as a case study.


1.2 Statement of the Problem

Organization exists for the purpose of rendering some services. For the organization to meet its objectives, people are employed in the organization in order to help the organization meet its objectives. Thus, in order to ensure that people employed in the organization perform optimally towards the realization of organizational goals, they need to be motivated to work.

Motivating people to work entails meting their needs. There is a great controversy over the issue of motivating people.

Some people are of the view that such extrinsic factors like money, praise, and quality of supervision and company’s policy can motivate people to work, while others are of the view that such extrinsic factors like advancement quality of the job done by person, recognition and growth can motivate workers to productivity.

It is in view of these controversies that this study wants to look at the motivation of employees in the organization by using GT Bank of Nigeria Limited as a case study.


1.3 Objective of the Study

The general aim of this study is to examine the impact of motivation on the productivity of employees in an organization. Specifically, the study will;

  1. Identify the motivational packages available at GT Bank.
  2. Examine how the motivational packages affect the employee performance.
  3. Determine whether the management of GT Bank make use of different strategies and policies to motivate employees.
  4. Identify the motivational element push employees to do better in their job role?
  5. Ascertain whether the available motivational packages are extended to clericals to ensure they delight the customers?
  6. Investigate whether the management continually promoted worthy employees in other to avoid low productivity?
  7. Ascertain whether the withdrawal of motivational packages have serious repercussions on employees‟ performance?
  8. Ascertain whether the conduciveness of the office environment is an important motivational factor in the organization.

1.4 Research Questions

It is in view of the above aims, the following questions arise:

  1. What are the motivational packages available at GT Bank?
  2. How does the motivational packages affect the employee performance?
  3. Can the management of GT Bank make use of different strategies and policies to motivate employees?
  4. What motivational element push employees to do better in their job role?
  5. Are the available motivational packages extended to clericals to ensure they delight the customers?
  6. Does the management continually promoted worthy employees in other to avoid low productivity?
  7. Will the withdrawal of motivational packages have serious repercussions on employees’ performance?
  8. Is the conduciveness of the office environment an important motivational factor in the organization?

1.5 Research Hypotheses

The following hypotheses will be tested in this study:

  • H01: Motivational packages does not enhance employees performance in the organization.
  • H02: The withdrawal of motivational packages will not have serious repercussions on employees’ performance.

1.6 Significance of the Study

This study will educate the management of the organization (especially the organization under study, First Bank of Nigeria Limited) on how to motivate their workers to productivity.

The findings of this study will generate people’s interest in researching into other areas of motivation in the organization will enrich the literature on motivation as a phenomenon.

Finally, the study hopes to enrich people’s knowledge in this area of organizational behaviour and management of people in the organization.


1.7 Scope of the Study

This study is on impact of motivation on organizational productivity. The study will also covers the various techniques of motivation and theories of motivation as they impact on employees productivity in an organization.

The study will be delimited to GT Bank of Nigeria Limited branches in Abuja municipal area council, Abuja.


1.8 Limitation of Study

The study is limited to the employees’ motivational factors, and its effect of organizational productivity. The study does not consider other variables and as such is limited to only those areas specified above. Also, it does not cover all sectors of the Nigerian economy. The Banking industry of Nigeria is only one area of the economy. and as such the study does not look into how these motivational factors work or influence productivity across other sectors.


1.9 Definition of Terms

The following terms were defined as used in this study:

Productivity:

Is the ratio of output or production capacity of the workers in an organization. It is the relationship between the amount of one or more inputs and the amount of outputs from a clearly identified process.

Employees:

Are the workers in an organization, working for the accomplishment of the organizational goals. In this study, the employees are those staffs of the organization, PHCN.

Motivation:

Motivation is a decision-making process, through which the individual chooses the desired outcomes and sets in motion the behaviour appropriate to them”.

Adequate Motivation:

These are factors (familiarity, concern and driving force), which exist or are provided in a work situation either physically or psychologically which determine the input and productivity level of the worker.

Intimacy:

Intimacy or Familiarity could be described as the feeling of warmth and friendliness based on interpersonal relationship among people.

Consideration:

Consideration or Concern refers to a situation where both their colleagues and managers treat staffs with understanding. In this case, there is both a personal and human touch in dealing with workers.

Morale:

Moral refers to staff emotional and mental level of zeal.


1.10 Organization of Study

For an orderly presentation of this study, this research essay has been divided into five (5) chapter; the first gives an introduction of the study, chapter two focuses on literature review, chapter three talk about the methodology, chapter four is the analysis and presentation of data for this study, and the last chapter summarizes the study and gives useful recommendations.


Chapter Five


Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings on the Assessment Of The Effects Of Motivation Factors On Job Commitment Of Commercial Bank Employees In Abuja Municipal Area Council, Abuja, Using Guaranty Trust Bank Ngeria Plc As Case Study. The chapter consists of summary of the study, conclusions, and recommendations.


5.2 Summary of the Study

In this study, our focus was on the Assessment Of The Effects Of Motivation Factors On Job Commitment Of Commercial Bank Employees In Abuja Municipal Area Council, Abuja, Using Guaranty Trust Bank Ngeria Plc As Case Study. The study is was specifically carried out to identify the motivational packages available at first bank, examine how the motivational packages affect the employee performance, determine whether the management of GT bank make use of different strategies and policies to motivate employees, identify the motivational element push employees to do better in their job role, ascertain whether the available motivational packages are extended to clericals to ensure they delight the customers, investigate whether the management continually promoted worthy employees in other to avoid low productivity, ascertain whether the withdrawal of motivational packages have serious repercussions on employees‟ performance, and ascertain whether the conduciveness of the office environment is an important motivational factor in the organization.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 153 responses were validated from the enrolled participants where all respondent were staff of GT Bank Nigeria Limited, Abuja municipal area council, Abuja.


5.3 Conclusions

Based on the findings of this study, the researcher concluded that;

  1. Motivational packages enhance employees performance in the organization
  2. The motivational packages available at GT Bank include, paid holidays, recognition, fringed benefits, promotion, training and development.
  3. The motivational packages affect the employee performance positively
  4. The management of GT Bank can make use of different strategies and policies to motivate employees.
  5. The motivational elements that pushes employees to do better in their job role are; salaries, fringed benefits, promotion, and car loans.
  6. The available motivational packages are extended to clericals to ensure they delight the customers.
  7. The management does not continually promote worthy employees in other to avoid low productivity.
  8. The withdrawal of motivational packages will have serious repercussions on employees’ performance.
  9. The conduciveness of the office environment is an important motivational factor in the organization.

5.4 Recommendations

Based on the findings of this study, the following recommendations are made:

  1. The management of the organization should provide adequate fringe benefits to the workers and such benefit should be geared towards meeting the needs of the workers. The provision of adequate fringe benefits to the workers will propel them to put in their best in the attainment of corporate objectives.
  2. The rewards workers enjoy in the organization should be favorable with the reward which workers in other companies enjoy. This is important because workers perception of what obtained in other organizations can affect their level of motivation.
  3. The management of the organization should also encourage the training of workers. The present situation whereby majority of the workers are not happy with the present training policy of the organization should be checked.
  4. Supervisor and other workers having people working under them should be sent on leadership training.

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