Our Archives

Call 08068929770 for any enquiries.

Project Topic:

EFFECT OF MOTIVATION ON EMPLOYEE PRODUCTIVITY (A CASE STUDY OF FIRST BANK PLC)

Project Information:

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 74 ::   Attributes: Questionnaire, Data Analysis
::   198 people found this useful

Project Body:

ABSTRACT

 

This study examined Motivation and Employee productivity, using First Bank Plc. Faced with the problem of low employee productivity, low employee morale and low overall organizational performance, the paper aimed at identifying various motivational techniques that exist in an organization, determination of the best motivational technique that can be employed to get the best out of employees and to determine ways of improving overall organizational performance. This study was carried out among the employees of the organization.

 

Concerning methodology, a total of 130 samples was drawn from the population. Research questions were raised based on the research objectives. The chi square statistical test was used to test the various hypotheses formulated in the study.

The result showed that supervision will motivate employees to work better. It was also found that workers perception on what obtained in his organization will motivate him to greater productivity. Motivational strategies especially those that involved monetary rewards have greater impact on performance and organizational productivity. Thus, it is important for organization to encourage and improve on the motivational factors in organizations in order to get optimum productivity from the workers.

 

 

 

 

 

 

 

 

CHAPTER ONE

 

1.0 INTRODUCTION

Rajput (2011), contends that the word motivation is derived from a Latin word “Movere” which literally means “to move”. They defined motivation as “the individuals desire to demonstrate the behaviour and reflects willingness to expend effort”. Motivation can be divided into extrinsic and intrinsic motivation. Extrinsic motivation refers to external factors, which can be measured in monetary terms, such as salary and benefits, promotion and disciplinary action. Extrinsic motivators can have an immediate and powerful effect, but it will not necessarily last long. Intrinsic motivation refers to internal factors such as job satisfaction, responsibility, freedom to act, scope to use and develop skills and abilities and challenging work and opportunities for development. Intrinsic motivators which are concerned with the „quality of working life are likely to have a deeper and longer term effect. These two different aspects of motivation are connected to each other and cannot be seen in isolation.

 

 

1.1   BACKGROUND TO THE STUDY

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. 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’s behaviour.  

 Those who occupy management positions in organizations encourage employees basically through 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 a tool for improving organizational productivity, by using the First Bank Plc 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 meeting 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 First Bank Plc as a case study.

1.3 Objectives of the Study.

This research work hopes to achieve the following objectives:

  1. To examine the factors which motivate employees to perform in First Bank Plc
  2. To look at various techniques of motivating people to performance in First Bank Plc.
  3. To ascertain the effect of motivation on worker’s productivity.
  4. To identify the problems associated with the motivation of workers in First Bank Plc.
  5. To suggest the solutions to such problems.
  6. Finally, to improve people’s knowledge in this area of organizational behaviour.

       

1.4   Research Questions

It is in view of the above problems that the following questions arise:

  1. What are the factors that motivate employees to perform in First Bank Plc?
  2. What are the available techniques of motivating employees for higher productivity?
  3. Do motivation actually steer employees productive capacity?
  4. What are the problems militating against employees motivation, and
  5. How can these problems of employees’ motivation be addressed in order to improve productivity in First Bank Plc?

 

 

1.5   Research Hypotheses

          The following hypotheses will be tested in this study:

  1. Ho: The quality of supervision will not motivate workers productivity.

Hi: The quality of supervision will motivate workers productivity.

  1. Ho: A worker’s perception of what obtained in his organization will not motivate him to greater productivity.

Hi: A worker’s perception of what is obtained in his organization will motivate him to greater productivity.

  1. Ho: A worker’s perception of organizational appraisal policy will motivate him to greater productivity.

Hi: A worker’s perception of organizational appraisal policy will not motivate him to greater productivity.

  1. Ho: The worker’s satisfaction with its fringe benefits will not motivate him to greater productivity.

Hi: The worker’s satisfaction with its fringe benefits will motivate him to greater productivity.

 

1.6   Significance of the Study

          This study will educate the management of the organization (especially the organization under study, First Bank Plc) 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 cover the various techniques of motivation and theories of motivation as they impact on employees’ productivity in an organization. The study will cover a period of ten (10) years of organizational performance.

1.8   Limitation of Study

 The study is limited to the employees’ motivational factors,

and its effect on 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 civil service is just a sector in Akwa Ibom state, and as such, the study does not look into how these motivational factors work or influence productivity across other sectors.

 

 

 

 

 

 

 

 

 

 

 

 

  1. 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.

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.

 

 

 

 

REFERENCES

Adonisi, M.  2005.   Antecedents of an organizational culture that fosters corporate entrepreneurship.  People Dynamics, August 2005.  Vol. 23, No. 8.  p. 6.

Sulcas, P.  2007.   Are your practices producing results?  People Dynamics, June 2007.  Vol. 25, No. 6.  p. 12.

VAN ROOYEN, J.  2006.  Facing barriers beyond conscious awareness.  People Dynamics, January 2006.  Vol. 24, No. 1.  p. 4-5.

Wilkinson, A. Westerman, J. & Simmons, B. (2007) The effects of work environment on the personality-performance relationship:  an exploratory study.  Journal of Managerial Issues. Summer 2007.  Vol. 19, Issue 2.  p. 288-305, 18p.

Project Department:

MORE HUMAN RESOURCE MANAGEMENT FREE UNDERGRADUATE PROJECT TOPICS AND RESEARCH MATERIALS


Get The Complete Project »

Instantly Share this Project On Social Media:

CLOSELY RELATED HUMAN RESOURCE MANAGEMENT FREE UNDERGRADUATE PROJECT TOPICS AND RESEARCH MATERIALS

THE IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 80 ::   Attributes: Questionnaire, Data Analysis,Abstract  ::   376 engagements

ABSTRACT This research is designed to cover Human Resources Planning in relation to Performance in Private Sector. As a Human Resource Manager, Human Resources Planning are relevant function of manag...Continue reading »

CAUSES AND EFFECTS OF COMMUNICATION BREAKDOWN IN AN ORGANIZATION (A case study of champions’ breweries Uyo Akwa Ibom State)

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 67 ::   Attributes: Questionnaire, Data Analysis, Abstract  ::   410 engagements

CHAPTER ONE 1.1 Introduction The modern world is information oriented, thus management becomes more concerned about communication with employees. Hence communication is vital tool for effective mana...Continue reading »

EFFECT OF FINANCIAL AND NON FINANCIAL INCENTIVES ON STAFF PRODUCTIVITY

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 67 ::   Attributes: Questionnaire, Data Analysis, Abstract  ::   157 engagements

1.0 Background of the study All organizations are concerned with what should be done to achieve high level of productivity through staff motivation using the right kind of incentive. Consequently the...Continue reading »

EFFECT OF TIME MANAGEMENT AS A TOOL FOR ORGANIZATIONAL SURVIVAL

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 68 ::   Attributes: Questionnaire, Data Analysis, Abstract  ::   140 engagements

Management study has revolved over long period of time and successive means of thought in industry and commerce have severely described it as the basic ingredient of administering a business. In supp...Continue reading »

EMPLOYEE RELATIONS AND IT EFFECTS ON EMPLOYEE PRODUCTIVITY

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 74 ::   Attributes: Questionnaire, Data Analysis

CHAPTER I INTRODUCTION Maintaining healthy employee relations in an organization is a pre-requisite for organizational success. Strong employee relations are required for high productivity and human ...Continue reading »

IMPACT OF COLLECTIVE BARGAINING ON INDUSTRIAL DISPUTE IN AN ORGANIZATION

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 69 ::   Attributes: Questionnaire, Data Analysis, Abstract  ::   130 engagements

WHAT IS COLLECTIVE BARGAINING Joshoyin (2007) define collective bargaining as a machinery for discussion and negotiation whether formal or informal, between employer(s) and workers, representatives, a...Continue reading »

What are you looking for today?

WHAT OUR CUSTOMERS ARE SAYING:

  • 1. JULIET from UNIMAID said "I THANK YOU GUYS FOR BEING HONEST.....I WILL TELL MY FRIENDS ABOUT YOU GUYS. THANKX SO MUCH".
    Rating: Excellent
  • 2. Lilian Terdoo from BSU said "i have nothing to say but thanx for being honest. i appreciate u guys...".
    Rating: Very Good
  • 3. Demien Johnson from UNN said "Uniprojectmaterials is a blessing to researchers. my job was eased up by you guys. your jobs have good quality and was delivered on time to me. Thanks a million times".
    Rating: Very Good
  • 4. Patience from unilag said "i was having difficulties handling my dissertation of 12000 words. until i stumbled on uniprojectmaterials, my work was ready in three days with high quality write up and excellent data analysis, i will tell all my friends about u guys. Mr Donald is a very nice person, he should be in charge of the phone. he attended to me very well. God bless. ".
    Rating: Excellent
  • 5. James Ike from College of Education, Gindiri said "Great delivery. Una dey try wella!!!".
    Rating: Excellent
  • 6. Ogba Ideh from FUT Minna said "I had a wonderful experience using UniProjectMaterials, they delivered not only on time, but the content had good quality. I recommend UniProjectMaterials.com for any project research work.".
    Rating: Very Good

Paper Information

Format:ms word
Chapter:1-5
Pages:74
Attribute:Questionnaire, Data Analysis
Price:₦3,000
Get The Complete Project »

Best Selling Projects

Our Archives