The Impact Of Motivation On Workers Productivity And Performance (A Case Study Of First Bank Of Nigeria Plc Unity Branch Ilorin)

Project and Seminar Material for Accountancy / Accounting

The Impact Of Motivation On Workers Productivity And Performance (A Case Study Of First Bank Of Nigeria Plc Unity Branch Ilorin)


Chapter One


1.0 Introduction

1.1 Background of the Study

No organization can succeed in meeting it’s corporate goals without a certain level of commitment and effort of it’s member understanding towards the force that shape employees performance which is no simple task.

A crucial fator in achieving success who Industry and Commerce is of cause, the ability to motivate all the people to work is vital for the successful completion of where upon which all else depends. It’s equally encouraging to achieve more or less (simpson 1983).

Since World War II, managerial process is virtually all fields. The managerial function to leading is defined as the process of influencing people so that they will contribute to organization and group goals meaningfully (With nch and Knootz, 1994). Managers job is not to manipulate people but rather to recognized what motivate people from having an understanding of the roles of the people, the individually of people and the personalities of people.
They should recognized that individually are much more than merely a productive factor in managements plan as they are members of social system of many organization; they are members of families, school, political parties.
These by establishing laws that governs managers and ethnics that guided behaviours (with nch and Knootz 1994). At times certain question are asked such as why does one employee tackle every project with enthusing and consistency succeed when another grumbles at every new task and often fails to meet minimum expectations or which cause an employee with a record of low performance. To suddenly becomes an important contributor in the organization or why does a star employee whose energy and begin to back commitment to the organization.
It is important to note that no matter the technological general behaviour cannot be taken for granted. For these reason, managers and manage scholars have always formed theorize about motivation.

According to the Oxford advance learning dictionary, it defines somebody to do something, Michaeal (1986) also define motivation as psychological process that causes the action that are good directed.

Therefore, psychological process constitutes the meaningfully and composition of motivation as stated below.

  1. Motivation is typical as an individual phenomenon every person is unique and all the major theories of motivation allows for its uniqueness to be demonstrated in one way or the other.
  2. Motivation is multifaceted (i.e have many difference aspect to be considered two factor of great tolerance are.
    • The process of that get people are aroused
    • The persistence of voluntary action that a goal derected.
  3. Motivation is described usually as international employees control and behaviour that are influenced by motivation such effort expander are seen as choices of action.

Firstly, identify that they (employee) do not given dear honest and believable message about what caused development opportunity their (employee) are ingredient motivation ability and environment factors (Burtons and Than bur 1995).


1.2 Objective of the Study

The main objectives of the research work are

  1. To an organization (in this case, First bank of Nigeria Plc) increase the productivity in performance on workers or not.
  2. To acknowledge the effort of the job dimension as a result of motivation job design.
  3. To observe if certain motivation techniques are not effective and efficiency to the employee than others.
  4. Production of behaviour being the main objectives of motivation theories.
  5. Motivation is not the behaviour itself and it is not performance but it concerns action and the forces (both intensive and extrinsic) that influence a person choice of action (Mulins (1995).

According to Jackman (1975). An employee will work because the work interesting and challeneges him so when he performs effectively, he will be rewarded for doing well.

Motivation can be linked upon as a chain reaction fert needs give rise to want of goods sought. Which cause tension (i.e unfulfilled desire) which give rise to reaction towards achieving goals which finally result in satisfaction and also seen as complex productivity is a measure of the output of good and service relative, to the input colour, materials sand equipment, it also is the measuring of how well resources are bought together in an organization and initialized for the accomplishment of a set result and is often seen as total output and performance has to be implemented such as reward incentives improved pay system benefit e.t.c.


1.4 Significance of the Study

The significance of the study cannot be over emphasized. It will base on the examination of the motivation practice in First bank Plc and to know the extent of which it is being carried out, the effects on the workers, the organization and the country at large. More so, to acquaints the various managers and different challenges of employees to the need to embrace motivation which all go a long way in achieving higher in productivity. Besides, those students in the field of accounting will find it educative, interesting and challenging in that, the various activities and techniques of motivation are logically analysis.


1.5 Research Questions

In order to have a well understanding of the research topic; the following question could be asked.

  1. What is motivation
  2. What are these job dimension/design that are use to design a job or work activity.
  3. What are the role played by this job to the employee?
  4. How do the theories of motivation affect the ways manager treat individuals and affect the quality of working life to humr her from the early approaches to the contemporary approaches which realize that motivation arisen from the interplays of both individuals and environment factors?
  5. At the end of implementation of motivation what do the worker i.e. standard staff hope of gain or achieve.
  6. How is productivity and performance measured in respect of motivation
  7. What reality motivate individuals?

1.6 Scope and Limitation of the Study

This project covers the aspect of motivation in persuading, stimulating and competing an employee to act a manner which fulfills the objectives of the organization.

One can not but says that data collection is most tedious of writing project.

Another limitation that the researchers being a student who has to read other courses as well as to take normal lectures during the period of the research may be limited by time given for the study being too short.

Lastly, the fund constraint in carrying out tells research project the cost of setting materials and information as well as their adequacies will also constitute the limitations of the study.


1.7 Study Plan

The research work is divided into 5 chapters, one serves as a general proposal of the research starting from the introduction to the research question, background of the study, objectives of the study, the scope and limitation of the study, the significance of the study. This chapter tries to shed more light on what the project work is all about.

Chapter Two is the Literature Review of the research work where the main work crux is described and discussed leading to a better insight and understanding of the project. It started with the theories of behaviours that aid the concepts of the motivation theories and then we have the basic of incentives rewards merit pay system. Project sharing out job evaluation.

Chapter Three talks about Research Methodology, the Research Methodology entail the collection of Data Sampling Design and techniques to Data Analysis.

Chapter Five deals with the Summary, Conclusion, Recommendation, Bibliography and Appendix, Letter of Introduction and Questionnaires.


1.8 Definition of Key Terms

Motivation:

This is the process of arousing sustaining behaviours in progress and channeling behaviours into a specific course of action .

Management:

This is the process of getting things done through people it involves Planning, Organizing, Staff, Directing, Coordinating and Controlling both human and material resource for the purpose of achieving a set goal.

Leadership:

Is the process of using non coercive influence to direct and coordinate the activities of group member towards goals accomplishment.

Data:

Raw or unprocessed information

Fact:

It is reality that has been discovered

Concept:

It’s idea about a fact, specific to general

Construct:

As ideal about a fact general to specific

Variable:

Concept or construct to which values are attached

Hypothesis:

A temporary statement about the relationship existing between two or more variables.

Theories:

When the truth hypothesis has been established, become a theory.

Delimitations:

Specifying the area of concentration

Justification or Significance:

Purpose and advantages of the research work to the economy.

Cognitive Dissonance:

Blocked motive and continuously unsuccessful rational coping behaviour.

Organization:

This has to do with determination and precision of capital, material equipment and personnel in an enterprise in order to achieve the set goals.

Employees:

This is a person who is paid for an organization or business enterprise.


Chapter Five


Summary, Conclusion and Recommendations

5.1 Summary of the Study

No organization can succeed without a certain level of commitment and effort it’s members, for that reason managers need to understand motivation, the factors that cause direct and snub stain behaviors.

Motivation is not a simple concept instead motivation pertains to various drives, desires, and needs, wishes and other forces. Managers motivate by providing an environment that induces organization members to contribute through good leadership skills, group goals and achievement people assume different roles, and there is no average roles and there is no average person as the manager takes into account the dignity of the whole person. An individual is motivated to perform a job by a member of factors which include individual aspect (e.g needs, drives and goals) and job aspects (e.g the work itself and it’s reward).

There are different view and approaches and assumption about human nature. The early approaches to motivation were alike. They tried to construct a single model of motivation that would apply to every worker in every situation. Therby viewing the workers basically as a lazy human being who must be constantly supervised and who is motivated only by money. The transitional model associated with Fredrick .W. Taylor and scientific management assured were best motivated by financial incentives. While the human relation model emphasis employee social needs. In human resource model, Douglas MC Gregor proposed the thory X the idea that work itself it distasteful (which was widely criticized) and the theory X the idea that work is inherit satisfying. The contemporary views of motivation focus on a number of internal and external factors that influence it. The worker is viewed as a self started who seeks responsibility and autonomy and can be motivated factors other than money. These points can be elucidated by comparison of Taylor and me gregors work.

Contemporary theories of motivation include three (3) orientations content (factor that arouse or start behaviour from the individual inner necks) process (concerning choice, direction and goals and reinforcement factors that increased the like hood that desired behaviour will be repeated is increased the like hood that undesired behaviour will stop).

It should be noted that although each approach is comprehensive and emphasize different components, no universally accepted theory of motivation has been developed.

The manager should try to analyze the situation as best he or she can apply the particular techniques or mechanism that are believe to be most effective in providing motivating. Maslow’s need hierarchy approach focused on an individual need as being the primary mechanism for motivation. If a need has being minimally satisfied in no longer act as a motivation did five (5) level of needs are identified. Each of which can apply to the work place.

Though this theory has been criticized. It still remain a viable framework to interpret at least one component of motivation human needs. Herzbergs two factor theory like maslow’s approach focused on needs as being the prime motivator of individual. Theough the theory has been criticized. Dealing primary with satisfy and satisfies it has been made a significant in portion the managerial function in that the manager now has knowledge of these factor that motivates and those that do not motivate people, which very aidefers erc theory provide the most current approach to motivation based on a frame-work. It develop not only 3 realize need classification (existence, relatedness and growth need). But also identifies 3 process components of need (need satisfaction, desire strength and need frustration that provide a framework for the knowledge of the level of individual motivated behaviour.
Expectancy theory provide approach to motivation from a directional or choice framework. This may be viewed as to complex for understanding and application in its simplest from knowledge that individual place values on work related rewards and make conscious. Estimate of effort performance reward relationship is valued for understanding individual motivation in organization. Rooms theory and perter and lawlar modert are good e.g of tools or mechanism to ensure performance. Equity theory focused on an everyday situation in organization which includes, the comparison operant conditioning, which examines the application of the managers primary mechanism of authority the power to reward and punish is the final motivation theory treated. The principle feature of this approach to motivation is that individual behaviour can be influenced and reward or connection between organization stimuli performance where the theory in used depend very much on which the appeal and meaning for you and seems to fit your particular need. The theories are applied as money. Participation encouragement, improving total quality of working life, job enrichment aims at making jobs challenging and meaningful.

The Objectives of Study Are:

  1. To investigate of the introduction of motivation to organization in this case First Bank of Nigeria Plc increase the productivity and performance of worker or not.
  2. To acknowledge the effect of the job dimension as a result of motivation job design.
  3. To observe if certain motivation techniques are more effective and enduring to the employee than structural questionnaire were used to collect data for the study. With a sample of 60 consisting of both junior and senior worker of FBN PLC the questionnaire was distributed randomly chi-square, simple average and relative frequency percentages are used to analyze the data collected.

5.2 Conclusion

For a firm to succeed in this century given the globalization of economics and the resulting effect on competition and profitability a lot depends on how firms can satisfy and delight their customer, it is equally true that only a highly motivated and satisfied internal customers. To this and, it becomes an imperative for any firms that wish to succeed and stay ahead of competitions, to hire and retain a highly motivated work force. Therefore, to ensure increase in productivity and thereby maintain solid grounds in the economy banking sector motivation should be applied in area of training, leadership, job anrichment, good remuneration autonomy, good relation with senior and their subordinates good welfare package and so on, with all this provides why would the employee not be a servant dog to his master.


5.3 Recommendation

Objectives for the First Bank of Nigeria Plc to have a promising future and excel in the modest midst of its competitors, especially the new generation banks, more attention should be paid to the welfarism of their workers, starting from their executive managers and their subordinates. Although the bank had introduced the off scheme i.e. not withstanding by putting above discussion into proper consideration, more is expected to achieve better desire goals.


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