Workers Motivation And Job Performance In The Banking Sector: A Critical Evaluation (A Case Study Of Diamond Bank Lokoja Kogi State)
Workers Motivation And Job Performance In The Banking Sector: A Critical Evaluation (A Case Study Of Diamond Bank Lokoja Kogi State)
Abstract
The relationship between workers motivation and job performance has been a unique feature of the third world countries, particularly in Nigeria. Today, in the Nigeria banking sector the search for answers to the motivation problems is becoming complex. The main objective of this research work is to examine the factors that assume prominence in motivating job performance among bank workers with their condition of service. The method used in collecting data was mainly primary and secondary. A sample size of thirty seven (37) respondents including senior, middle and junior staff were used. The researcher used random sampling techniques for the selection of the sample. Based on the data presented and analyzed, it was revealed that most workers in the banking sector lack managerial effectiveness in their job performance. It was recommended that the management of the polytechnic work hand in hand with the staff so as to get adequate knowledge of their changing and dynamic need. To make the motivation administration most effective, management should endeavour to have a spelt out course of action to take for every excellence work exhibited by the staff.
Table Of Contents
Preliminary Page(s)
- Title Page
- Declaration
- Approval
- Dedication
- Acknowledgement
- Abstract
- Table of Content
Chapter One
Introduction
- 1.1 Background Of The Study
- 1.2 Statement Of The Study
- 1.3 Objectives Of The Study
- 1.4 Significance Of The Study
- 1.5 Research Questions
- 1.6 Scope Of The Study
- 1.7 Limitations And Constraints Of The Study
- 1.8 Definition Of Key Terms
- 1.9 Organization Of The Study
Chapter Two
Review Of Related Literature
- 2.1 Introduction
- 2.2 The Concept Of Motivation
- 2.3 Theories Of Motivation
- 2.4 Objectives Of Motivation
- 2.5 Impact Of Motivation On The Performance Of Diamond Bank
- 2.6 Tips For Administering Discipline In Diamond Bank
- 2.7 Motivation And Job Performance
- 2.8 Historical Background Of Diamond Bank
Chapter Three
Research Methodology
- 3.1 Research Design
- 3.2 Area Of The Study
- 3.3 Population Of The Study
- 3.4 Sample Of The Study .
- 3.5 Administration And Retrieval Of Instrument
- 3.6 Problems Of Methodology
- 3.7 Method Of Data Analysis
- 3.8 Method Of Data Analysis
Chapter Four
4.1 Presentation And Analysis Of Data
- 4.2 Discussion Of Findings
Chapter Five
Summary, Conclusion And Recommendations
- 5.1 Summary Of Findings
- 5.2 Conclusion
- 5.3 Recommendations
- Bibliography
- Appendix
Chapter One
Introduction
1.1 Background To The Study
There has been an enormous level of research and theories in the area of motivation as it affects worker’s job performance. Since motivation of workers is central to job performance in all industrial sectors, most importantly banking sectors, it is therefore an attempt to address this issue in the study.
Wally (1980) post that motivation is including others to behave in a specific ways towards goals specifically stated by the motivation. Naturally, these goals as also the motivation system must confirm to the corporate policy of the organization the motivation system must be “tailored’’ to the situation and to the organization for a project fit.
Motivating is the way urges, aspiration, drives and needs of human beings direct or control or explain their behaviour. Manager acquire the creation and maintenance of environment of the performance of individual working together in a group toward accomplishment of a common objectives. A manager can not do this job without knowing what motivation worker. The necessity of building motivation factors into organizational roles the staffing of these rules and the entire process of directing and leading people to build on knowledge of motivation.
To emphasize in important of knowing and taking advantage of motivation factors which attempt to manipulate people but rather not to cost managers in the race. Their job is not to recognize motivation factor in designing on environment for a good job performance.
Although, various kinds of incentives schemes have been devised to make work load, but they do not seem to be very satisfactory unless other forms of motivation are aroused is well. During recent years, managers and social scientist have come to realize that work can be intrinsically motivation, either because it is directly comfortable in itself or because it provides opportunities for achievement and recognition through the sustaining of a self-image, or because it is felt to be worth while or because people become committed to be goals of the organization as the result of participation in decision of co-partnership scheme and though their relationship with group or supervisions.
Its however the sale objective of any management in all industrial set-up to maximize profit and enhance productivity of its workers. Workers on the other hand have the sole intention of earning better wages and to work in a good environment. The workers as a matter of fact according to Adam (1963) supply their effect when participation in economic activities based on the motivation of the individual interest is the predominant motivation of and other social action. In a situation where management and the workers conflicts as a result of negligence from the or both members of the two parties, this can lead to a turnover in job performance.
View in interest of workers motivation and job performance.
1.2 Statement Of The Study
The relationship between workers motivation and job performance has been a unique feature of the third world countries, particularly Nigeria. Today in Nigeria banking sector, they search for answers to the motivation problem which is complex undertaking people are different, they have different needs, wants and goals changes as they grow older, as their life situation changes as they have new experience that is how their environment changes managers have to realize that money is not the sole reason for working the use of money of any other single incentive strategy is not going to work for every one, probably not even the majority of workers. Although, money is important, so one other reason for managers would be much easier job if money were the sole determinant for the performance of duties. Managerial strategy would befit wages as closely as possible to performance. The use of the various incentive plan is to accomplished the end product, only best, mixed result, for instance United States workers have ranked for forty or fifty in terms of what they want from their jobs (although for workers in underdeveloped countries, it is considered to be of prime important).
However, workers in the industrial sectors in Nigeria today have lead to show their through absenteeism, excise from duties and all method when the job is socially or intrasocially non-motivating or because the job is turned out to be the opposite of their goals and expectation when workers were joining the establishment. This can be explained with an example of the banking sector in Nigeria it is in respect of that the study is geared towards the finding of workers motivation effectiveness on job performance in the banking sector.
1.3 Objectives Of The Study
The aims and objectives of the study is to assess or examine factors that assume prominence in motivating job performance among bank workers with their condition of service the study shall also find out influence of provision welfare facilities on the commitment of workers to duties. The extent to which promotion and economic reward can influence workers commitment to work and the major area which the research shall seek to explore in the sector.
1.4 Significance Of The Study
A large number of discussion and studies have been carried out in the past as regards workers motivation and job performance. This is in respect of the fact that the issue is of great reverence to managers and workers like if they both have to realize their goals and objectives. This study would then serve as yet another intellectual contribution to the search for a menu of proffering solution to the biting issues of workers motivation and job performance in banking sector.
Similarly, the study would serve as a medium of informing managers on how workers can be well motivated to have a good result from them when performing their assigned duties and roles also to enhance a better working assignment. The study is particularly designed to be of great significant to researchers, students and other that may also have interested in carrying out a research of this magnitude in future. This may have served as a reference point for guidance and clearer understanding of the subject mater workers motivation and job performance in banking sector.
1.5 The Research Questions
The study provides answers to the following research questions:
- To what extent can staff motivation lead to improve job performance
- Can workers motivation have any impact on their performance?
- Which of the motivational factor assume prominence in their performance?
- What are short coming existing on workers motivation?
- Why is it necessary for workers to be motivated?
- What are the implementation tools that can be used in motivation?
1.6 Scope Of The Study
The scope of this research project covers Diamond Bank Lokoja Kogi State. It is limited only to Dimond Bank Lokoja due to its nearness in proximity as against the entire Diamond bank in the country as a whole which may be too capital intensive in the course of travelling to source for information. The period is between 2010-2014.
1.7 Limitations And Constraints Of The Study
The time constraints has in any case been a major limitation to this study. The time factors policy inhibited the collection of the same other important information in that the researcher also had to fulfil other academic obligation and participant observations would have been at use in the area data collection.
In addition, inadequate finance was another hindrance to the study. The researcher could not have done any better considering to his limited supply of the necessary resources at his disposal. This has affected in physiological and otherwise. The study has been restricted to workers motivation and its impact on job performance. All other factors they may affect the performance of workers when discharging their duties which are not related to motivation have been treated and entrances factors. The time frame for this research programme is however the academic year.
1.8 Definition Of Key Terms
Motivation:
Can be defined as literally the desire to do thing or is defined as the process that initiates, guides, and maintain goals oriented behaviours.
Workers Motivation:
This is an emotional stimulus that cause the workers to act.
Performance:
It is the act of carrying out the duties contained in a contract.
Productivity:
This measure the relationship between quantity (and quality) of results produced and the resources required for production.
Management:
This refers to people who are responsible for direction and running organization
Employee:
An employee is one who works for an employer, as opposed to self employed person working on his own account or an unemployed person seeking employment.
Industry:
An industry as any organized activity using capital and labour to reproduce a particular product or class of product: the ship building/Air craft chemical/iron and steel industries.
Organization:
This is any structure and process of allocating jobs so that common objectives may be achieved.
1.9 Organization Of The Study
The framework of this research work is divided into five chapters.
Chapter one is the introductory part of the research work which comprise of the background to the study, statement of the problems, objectives of the study, significance of the study, research question, scope of the study, limitations and constraints, definition of relevant terms as applied in the research work and organization of the study.
Chapter two focus on literature review which includes, the concept of motivation, motivation strategies, impact of motivation on the performance of diamond bank, method of maintaining discipline on diamond bank, motivation and job performance as well as the historical background of the organization under study (Diamond Bank)
Chapter three as usual is on research methodology, and design which comprise features such as population of the study, method of data analysis, sample of the study and method of data collection.
Chapter four of this research work is focused mainly on data presentation and analysis with finding made after the presentation and interpretation of data.
Finally, chapter five which is on summary, conclusion and recommendations.
Chapter Five
5.0 Summary, Conclusion And Recommendations
5.1 Summary Of Findings
The general objective of this research work is to carryout an investigation into the effect of motivation on job performance in the banking sector. The study has been carried out in Diamond Bank for Africa Plc, Lokoja Kogi State, situated along Radio Kogi, Lokoja Kogi State.
The chapter one of the study deals with the introduction part here the meaning of motivation was brought into focus. The importance and place of workers motivation on job performance was discussed some of the factors which are also of relevance of motivating workers were identified. The objective significance, problem scope and limitations of the study and operational definitions as some concept are also part of the issue been examined into the introduction section.
Furthermore, chapter two of the study deals with review of relevant literatures on motivations of workers and its relationship on job performance. This chapter would have also been divided into some broad categories, such as introduction, classical orientations on motivations motivation and job performance etc to give it a clear focus and understanding.
The chapter three consist the theories that was used to prove the research topic and this include Maslow’s (1954), hierarchy of need Herzberg’s (1968), model of expectancy, also discussed in chapter three is the methodology of the study which revealed the direction and guidance on how the study was carried out. The discussion was on issues like the same size, sampling method of data collection etc.
The instrument for data collection was both the structured and unstructured questionnaire. The questionnaire was also divided into two section A and B.
Chapter four contains the data analysis interpretation result and discussion of the data collected by means of self administered questionnaire. The chapter present the frequency distribution and percentage of the response and also calculation of the chi-square to test the four hypothesis generated. The chapter revealed from the tested hypothesis that the staff training scheme does not have any significant relationship with job performance. The happens to be the only hypothesis that was accommodated by the null hypothesis. The three hypothesis confirmed that relationship exist between them and job performance.
After the analysis of all the data collection and subjecting them to rigorous testing the following findings were revealed.
It was discovered that 87% of the workers in the bank are high income earner with not less than N15,000 per annum as basic income which the other rest of the 13% earn below, this may however be attributed to be the 70% of the workers clearing they are satisfied with the organizations incentive system, where the other 30% are saying the incentives system is not encouraging, this situation however reflects of the hypothesis relating to financial motivational job performance which was discovered to have a significant relationship with the position of collected (1991) where evidence show that money can act as an incentive for people to say with their organization and work hard while the three, it was pointed that labour turn over at one factory tell from 370 percent to 16 percent after an increase in wages. This position does not mean people will to any thing for money but only tries is show that very great importance of commercial motivation of job performance. It was also discovered in the second in the hypothesis tested that the training scheme in the organization is bad and despite this, the performance of the worker are still high showing that there is no relationship between training scheme and job performance.
Furthermore, job satisfaction was discovered to be significant on the performance of the workers. The motivating factor which according to Herzberg (1996), have a positive effect on job satisfaction are achievement increase responsibility, challenging work recognition for achievement growth and development job satisfaction in United Bank for Africa Kogi have been seen to be higher amongst the workers where $4% of the workers are satisfied with their job and majority having high performance where the other 16% who are dissatisfied have low performance. This discovery in any case distresses the position of Linkert (1991) that satisfaction and productivity are positively correlated among workers high level of skill but not for those in monotonous jobs.
In addition, the findings on the welfare condition in the bank was very interesting 30% of the workers who said the welfare package is good all have high performance and the rest which constitute 80% all have low performance, thus the significant relationship which exist between welfare package of workers and job performance as tested and termed by the last hypothesis in the study.
Vitelus (1994) has however given us an insight into the importance of welfare performance in his field survey in which workers were asked which factors were most important making a job good or bad, welfare arrangement feature prominently amongst other such as pay, security co-worker, interesting work etc.
On the final analysis from the four operational hypothesis tested in the course of this study, just one of them deals with staff training scheme and job performance, all other hypothesis were found to correlate positively with job performance in the bank.
5.2 Conclusion
In line with the findings of the study, we purposes as follows that firstly, the management in the banking sector should know that since financial motivation correlated with job performance positively, there is a need to have an upward review of workers monthly income, the higher the pay the higher their performance.
Secondly, job satisfaction has been discovered as one of the correlates of high performance, the management must ensure good leadership; good working environment, better facilities to work with and all other factors which would make the worker satisfied with their jobs so as to encourage high performance by the worker.
Thirdly, the fact that staff training scheme negatively correlate with performance should not mean that should be interplayed. For a worker to perform well, he must have the ability to do the work and improvement of this ability, many also improve performance.
Lastly, the welfare condition of the workers has been discovered to be very important when job performance is brought under focus, it not the most important. The management in the banking sector should improve upon the welfare programme of workers.
5.3 Recommendations
Organization once established, must be staffed by dedicated personnel’s in other words, where workers motivation is low, there would be no optimum productivity. To bring about such optimum productivity in Diamond Bank, Lokoja therefore, the under mentioned incentives should be provided for the staffs.
First of all, salary of workers should be increased so that it would be with the amount of energy and time put into the work and enable the staff to successfully cater for his family. This will make the workers more dedicated and dependent on his salary rather than on other avenue of money making.
The environment in which a worker performs his duties must be to his approval.
Facilities such as canteen etc. Can help the workers cease tension whenever the need arises with the aid of this facilities the workers will thus feel released and composed while performing his duties.
The available of fringe benefits such as housing facilities, free medical attention for the staff and his family etc. Will help increase a workers motivation. In other words, the availability of the above incentives will induce the workers to be more dedicated to his work, thereby increase productivity. The fringe benefits should however be provided on hierarchy on the whole.
The management of the polytechnic should work hand in hand with the staff so as to enable adequate knowledge of their changing and dynamic need drives.
To make the motivation administration most effective, management should endeavour to have a spelt out course of action to take for every excellence work exhibited by the staff.
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