ROLE OF MANAGEMENT IN MOTIVATING WORKERS IN THE BANKING SECTOR
(A CASE STUDY OF FIRST BANK NIG. PLC. OKPARA AVENUE, ENUGU)
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ABSTRACT
This project work was carried out to determine the role of management in motivating workers in banking sector, using first Bank Nig. Plc, Okpara Avenue, Enugu State as a case study. The purpose of this study is to find out how workers in the banking sector derive motivation, taking into consideration the impact of management influence and the effect of this on productivity. Also research questions and hypothesis were stated to be used in generalization towards the end of this with the appropriates tools. The research design used in this study is descriptive survey method, were simple random sampling was used to obtain information as to the population of the firm, getting a sample size of 44 persons. The data collection was based on primary
data like questionnaire, personal interviews and data annual reports were also used. Statistical tools like chi-square, simple
percentage were used to analyze the data.The research findings
showed that worker‟s productivity does not necess motivation since every employee have a target to meet and also has
obligations to carryout. It was also established that motivation has relationship with personnel officers‟ pro underlying the issue is that what appear to create motivation on one
personnel in a particular bank might not act similarly in other bank, most especially in commercial banks. This can be deduced in the sense that motivation does not work in all situations as panaceas to increase productivity in all corporate organizations. Every indication shows that environment and fringe benefits play significant role in personnel manager‟s job satisfaction Based the findings. above, the researcher made this recommendation on how motivation in the banking sector can be enhanced to have an impact in productivity. The management should be able to identify what can actually make the workers in their own banks have adequate motivation and whether such motivation packages are capable of boosting high productivity. Lastly, the management should also endeavor include some packages like compensation that will ensure adequate job security and if possible work towards developing a policy for pensionable service.
TABLE OF CONTENTS
Table of Contents –
| – | – | – | – | – | – | – | i |
| – | – | – | – | – | – | – | ii |
| – | – | – | – | – | – | – | iii |
| – | – | – | – | – | – | – | iv |
| – | – | – | – | – | – | – | iv |
| – | – | – | – | – | – | – | vii |
| CHAPTER ONE: INTRODUCTION | ||||||||
| 1.0 | Introduction | – | – | – | – | – | – | 1 |
| 1.1 | Background of the Study | – | – | – | – | – | 2 | |
| 1.2 | Statement of Problem | – | – | – | – | – | 6 | |
| 1.3 | Objectives of the Study | – | – | – | – | – | 7 | |
| 1.4 | Significance of Study | – | – | – | – | – | 8 | |
| 1.5 | Research Question | – | – | – | – | – | 9 | |
| 1.6 | Research Hypothesis | – | – | – | – | – | 10 | |
| 1.7 | Scope of the Study | – | – | – | – | – | 11 | |
| 1.8 | Limitation of the Study – | – | – | – | – | – | 11 | |
| 1.9 | Definition of Terms | – | – | – | – | – | 13 | |
| 1.10 | Theoretical Framework – | – | – | – | – | – | 15 | |
| 1.11 | History of the Area of Study | – | – | – | – | 18 | ||
7
| CHAPTER TWO: LITERATURE REVIEW | ||||||||
| 2.0 | Introduction | – | – | – | – | – | – | 21 |
| 2.1 | Theoretical Review | – | – | – | – | – | 21 | |
| 2.2 | Empirical Review (Definitions) | – | – | – | – | 23 | ||
| 2.3 | Intrinsic Motivation and Satisfaction | – | – | 25 | ||||
| 2.4 | Implication and Application of Related Theories | – | 27 | |||||
| 2.4.1 | Process Theories – | – | – | – | – | – | – | 29 |
| 2.5 | Motivation and Job Satisfaction | – | – | – | – | 32 | ||
- Fredrick Herzberg‟sTheoryofMotivation and Job
| Satisfaction | – | – | – | – | – | – | – | 35 | |
| 2.7 | Job Enlargement and Job Enrichment | – | – | – | 38 | ||||
| 2.7.1 | Characteristic of Jobs | – | – | – | – | – | 39 | ||
| 2.8 | The Hierarchy of Needs Theory | – | – | – | – | 41 | |||
| 2.9 | Role of Management on Motivating Personnel workers – | 48 | |||||||
| 2.10 | Importance of Motivation | – | – | – | – | – | 52 | ||
CHAPTER THREE: RESEARCH DESIGN AND METHODOLOGY
| 3.0 | Introduction | – | – | – | – | – | – | 57 |
| 3.1 | Design of the Study | – | – | – | – | – | 57 | |
| 3.2 | Area of the Study | – | – | – | – | – | – | 58 |
| 3.3 | Population of the Study – | – | – | – | – | – | 58 | |
| 3.4 | Sample and Sampling Technique | – | – | – | – | 58 | ||
8
| 3.5 | Instrument for Data Collection | – | – | – | – | 60 | |
| 3.6 | Validity of Instrument – | – | – | – | – | – | 61 |
| 3.7 | Reliability of the Instrument | – | – | – | – | 62 | |
| 3.8 | Method of Data Collection | – | – | – | – | – | 62 |
| 3.9 | Method of Data Analysis | – | – | – | – | – | 63 |
| CHAPTER FOUR: | DATA PRESENTATION AND ANALYSIS | ||||||||
| 4.0 | Introduction | – | – | – | – | – | – | 64 | |
| 4.1 | Interpretation of Data | – | – | – | – | – | 65 | ||
| 4.2 | Test of Hypothesis | – | – | – | – | – | – | 76 | |
| 4.3 | Discussion of Result | – | – | – | – | – | 84 | ||
CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND
RECOMMENDATION
| 5.1 | Summary of Findings | – | – | – | – | – | 86 | ||
| 5.2 | Conclusion | – | – | – | – | – | – | – | 88 |
| 5.3 | Recommendation | – | – | – | – | – | – | 90 | |
| Bibliography | – | – | – | – | – | – | 93 | ||
| Appendix – | – | – | – | – | – | – | – | 96 | |
CHAPTER ONE
1.0 INTRODUCTION
One of the most significant developments in the field of the organization in recent times is the increasing importance given to human resources. More and more attention is being paid into motivational aspects of human personality, particularly the need of self-esteem group belonging and self actualization. This new awakening of humanism and humanization all over the world has infact enlarged the scope of applying principle of personnel management in organizations. The development of people, their competencies and the process developing the total organization are the main concerns of personnel managers.
Extension of organizations in banking sectors face the major problems of professional incompetence and lack of motivation among their employees. Further more, many banking sectors in Nigeria do not have a well defined system of personnel management. Proper planning and management of workers within extensions of organization is essential to increase the capabilities, motivation and over all effectiveness of personnel. Keeping this in view, this research discusses the various dimensions of workers as applicable to extension organizations.
One of the major role of a personnel manager is to recruit, select and place workers at their area of specialty; in other to boost these personnel functions and enable them work effectively, they must be adequately compensated. Compensation being a source of motivation increases the performance of personnel in workplace. Management must first consider what they can reasonably afford to pay their personnel workers and the ramification of their decision; will they affect workers‟turnover and productivity. In addition, management play vital role in motivating workers and they solely believe that pay can influence their work ethic and behavior towards their job. Moreover, social, economic, legal and political factor also exert influence on the rate at which personnel managers operate.
It is hereby articulated that the increase of management creating incentives as a source of motivation tends to boost and increase the rate of response of employees in an organization thereby increasing productivity.
- BACKGROUND OF THE STUDY
The task facing management in various banking sector in recent times is that of determining what should constitute adequate motivation for the workers. To achieve these objectives
the environment for the performance of the individuals working in group towards accomplishing common objective must be maintained.
Personnel managers as well as employees are the single most important source in any firm. They are the keys to higher productivity and efficiency. Most managers have discovered that productive work cannot be achieved through command, order or executive fiat. The primary aim of personnel managers is to recruit, select and place were they rightly suit, in order words, improved personnel managers productivity and efficiency depends on individuals motivation that gives them job satisfaction. The themes of motivation suggests that personnels who have a clear sense of their own contribution to their firm and who receive effective feedback from their manager are more likely to experience job satisfaction than those who do not. Achieving goals and being recognized for
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