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TECHNIQUES FOR
MOTIVATING EMPLOYEES TOWARDS PEAK PERFORMANCE IN THE 21ST CENTURY
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF
THE STUDY
Motivation, as a process, started with a need in human being
which creates a vacuum in a person. In an attempt to fill the vacuum an
internal driving force is generated which starts and sustains a chain of action
and reaction. It is at that point that the vacuum is also filled. With this
background information, Nnabuife (2009), define motivation as the internal or
external driving force that produces the willingness to perform an act to a
conclusive end. This first aspect of motivation we choose to describe as
internal motivation because the driving force comes from within an individual.
The second aspect is external motivation, is applied by the
organization. This is because employees are motivated to identify with
organization in order to satisfy their varied and variegates needs and desires.
Until they have been identified and properly satisfied, they will never cease
to impede smooth running of the organizations.
One of the biggest problems facing manager in the
organizations is how best to get employees committed to their work and put in
their best towards the accomplishment of organization’s objectives. Motivation
is concerned with why people do what they do. It answers such questions as why
do managers or worker go to work and do a good job. This tries to explain what
motivates people to act the way they do, with primary focus on the work place.
It is the primary task of the manager to create and maintain an environment in
which employees can work efficiently and realize the objectives of the
organization.
Employees differ not only in their ability to work but also
in their will to do so (motivation). To motivate is to induce, persuade,
stimulate, even compel, an employees to act in a manner which fulfilled the
objectives of an organization. The motivation of employees depends on the
strength of their motives. Motives are need, wants, desire, or impulses within
the individual and these determine human behaviour. Therefore, motivation is
the process of arousing behaviour, sustaining behaviour progress, and
channeling behaviour into a specific curse of action. Thus, motives (needs,
desire) induce employees to act. Motivation therefore is the inner state that
energies people, channels and sustains human behaviour.
Since it has been established that all behavior except
involving responses are goals directed, manager can apply motivational theories
of management in their attempt to direct the job behaviour of employees towards
the goal of their establishment.
Every organization and business wants to be successful and
have desire to get consent progress. The current era is highly competitive and
organizations regardless of size, technology and market focus are facing
employee retention challenges. To overcome these restraints a strong and
positive relationship and bonding should be created and maintained between
employees and their organizations human resource or employees of any organization
are the most central parts so they need to be influenced and persuaded towards
task fulfillments.
For achieving prosperity, organizations design different
strategies to compete with the competitors and for increasing the performance
of the organizations. A very few organization believe that the human personnel
and employees of any organization have its main assets to which can lead them
to success or if not focused well to decline. Unless and until, the employees
of any organization are satisfied with it, are motivated for the tasks
fulfillment and goals achievements and encouraged, none of the organization can
progress or achieve success.
Employee motivation is one of the policies of managers to
increase effectual job management amongst employees in organization (shadier et
al. 2009). A motivated employee is responsive of the definite goals and
objectives he/she must achieve, therefore in that direction. Rutherford (1990)
reported that motivation formulates an organization more successful because provoked
employee are constantly looking for improved practices to do a work, so it is
essential for organizations to persuade motivation of their employees
(Kalimullah et al 2010) Getting employee to do their best work even in
strenuous circumstances is one of the employees most stable and greasy
challenge and this can be made possible through motivating them.
1.2 STATEMENT OF
THE PROBLEM
Workers leave organization due to the fact that they are not
motivated enough. Some are not willing to leave because they are enjoying some
benefit in terms of promotion, which leads to increase in salaries and wages,
bonus and some other incentives.
The workers of financial institutions in Eket will prefer
financial incentives to non financial incentives, more especially the junior
workers, due to the fact that such incentives are not used as a motivational
technique, the company have the problem and challenges of retention of their
employees. Hence low performance and productivity becomes the end result and
finally work dissatisfaction.
1.3 OBJECTIVES OF
THE STUDY
i) To
investigate the motivational techniques adopted by the AKwa Savings and Loans
Limited, Eket to retain her employees.
ii) To examine
the response of the employees to motivational techniques adopted by the
financial institutions in Nigeria.
iii) To find out
the problem hindering the success of the employee’s motivation in AKwa Savings
and Loans Limited, Eket.
iv) To ascertain
if motivation lead to higher performance and productivity.
v) To make
recommendations and suggestions based on the findings of this study.
1.4 RESEARCH
QUESTIONS
i) What are the
motivational techniques adopted by the Akwa Savings and Loans Limited to retain
her employees?
ii) How
responsive is the employees to motivational reward adopted by the company?
iii) What are the
factors hindering the success of employee’s motivation in the company?
iv) Which of the
incentives given to the employees lead them to higher performance and
productivity?
1.5 RESEARCH
HYPOTHESES
HYPOTHESIS 1
H0: The
motivational techniques adopted by AKwa Savings and Loans Limited, Eket do not
significantly lead to retention of the employees.
H1: The
motivational techniques adopted by AKwa Savings and Loans Limited, Eket do
significantly lead to retention of the employees.
HYPOTHESIS 2
H0: The employees
do not significantly respond to the motivational rewards adopted by the
company.
H1: The
employees do significantly respond to the motivational rewards adopted by the
company.
1.6 SIGNIFICANCE OF
THE STUDY
The findings from this study will help to highlight those areas
where there are problems among staff and thus will be of great benefit to the
management of organizations and policy makers. The results of this study would
hopefully be significant in the sense that it would enable both the management
and the labour union to better understand how the various incentive packages
could be harnessed to inspire staff to increase and sustain productivity.
The findings from this study would help to further highlight
the likely problems of frustrations and how motivation can be used to either
reduce or eliminate these problems amongst staff of the organization. The
results from this study will help to highlight the concept of group dynamics
and staff behaviour to work. Through such understanding, the administrative
scope of the chief executives official could be broadened and this would put
him in a better position to review and over-haul their orientation to
administration in terms of better motivating staff and thus producing better
results by fully utilizing the human resources potentials available.
Furthermore this study will be of immense benefit to policy
makers in the human resources functions of the organizations. Also labour union
officials and representative at the negotiation meeting will find it useful
when putting together their “basket of needs” and it will assist management in
these other areas:
Designing and putting in place together welfare incentives
for the workforce
Enables the organization identifies various types of needs
and expectation of people at work.
Outline different approach to work motivation.
Explain the meaning and underlying concert of motivation.
1.7 SCOPE OF THE
STUDY
The study concerns about techniques of motivating employees
towards peak performance in finance institution in the 21st century economy
with a particular reference to Akwa Savings and Loans Limited, Eket.
1.8 DEFINITION OF
TERMS
MOTIVATION: Motivation is define as the internal or external
driving force that produces the willingness to perform an act to a conclusive
end Nnabuife (2009).
TECHNIQUES: This is a systematic method, procedure, formula,
or routine by which a particular task is accomplished (Clement, 2015).
EMPLOYEE: This define as an individual who works as a
part-time or full-time under a contract of employment, whether oral or written,
express or implied, and has recognized rights and duties.
PERFORMANCE: The accomplishment of a given task measured
against preset known standards of accuracy, completeness, cost and speed. In a
contract, performance is deemed to be the fulfillment of an obligation in a
manner that releases the performer from all liabilities under the contract.
PRODUCTIVTY: Productivity is defined as the ratio of the
output (good and services) and input (Labour, capital or management) Mojahed,
(2005).
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