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THE EFFECT OF
MOTIVATION ON EMPLOYEE PRODUCTIVITY A CASE STUDY OF DIAMOND BANK
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 Diamond 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 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 Diamond bank
plc as a case study; and in doing this, the following questions arise:
1.3 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
an organization?
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
4. How can these problems of employees’ motivation be
addressed in order to improve productivity in the organization?
1.4 OBJECTIVES OF THE
STUDY.
This research work hopes to achieve the following objectives:
To examine the factors which motivate employees to perform in
the organization
1. To look at various techniques of motivating people to
performance in the organization,
2. To ascertain the effect of motivation on workers
productivity.
3. To identify the problems associated with the motivation of
workers in the organization.
4. To suggest the solutions to such problems, if any.
Finally, to improve people’s knowledge in this area of
organizational behaviour.
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.
2. Ho: A
worker’s perception of what obtained in his organizational will not motivate
him to greater productivity.
Hi: A worker’s perception of what obtained in his
organizational will motivate him to greater productivity.
3. 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.
4. 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, Diamond 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 covers 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 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 diamond bank plc is one the area of the economy that is responsible for big
businesses and service rendering, and as such the study does not look into how
these motivational factors work or influence productivity across other sectors.
1.9 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.
1.10 Operational
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, Diamond bank plc
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.
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