EMPLOYEE MOTIVATION AND PRODUCTIVITY.

(A CASE STUDY OF ESUT, ENUGU).

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LIST OF TABLES

 

Table 4.1           (Respondents Opinion) will you select

Table 4.1.2                 What has been the effect on your performance.

Table 4.1.3        In what way do you think that worker have shown elements of dissatisfaction with their job.

Table 4.1.4                 How could you rate the motivational factors in the

organisation.

Table 4.1.5                 Does your salary carry you through the month?

Table 4.1.6                 Do you engage in order business outside your work.

Table 4.1.7                 What in your opinion is responsible for it?

Table 4.1.8        Do you think if the condition of service is increased, that productivity could be enhanced.

ABSTRACT

 

According to N. C. Abah, motivation is the mind to do a thing because that thing has meaning to the person doing it. (N. C. Abah 1997: 115). Also Emma E. O. Chukwuemeka said that for an individual to be motivated, he must believe that an act on his part must be followed by a given outcome. (Chukwuemeka 1998: 171). Motivation has been defined in terms of how behaviour get started and how it is sustained, is directed, stopped and how it is sustained, is directed stopped and what kind of subjective reaction is present in the organism while all this is going on. (Jonesty Rored) Nebraska symposium on motivation as quoted by N. C. Chantsl pg 97 in his book public personnel and Administration).

The relationship between motivation and productivity is the backbone of this research work. The project is an arduous attempt to study the productivity, using Enugu State University of Science and Technology, (ESUT) as a test group. Specifically, the research intends to isolate and analyse the motivational techniques employed by analyse the motivational techniques employed by the mentioned university to solicit workers co-operation.

Methodologically, this study is descriptive and pattern of descriptive analysis is based on answers to certain research questions formulated by the researcher.

Statistically tool of the chi-square (x²) is used in analyzing the views of the respondents, the high lights drawn thereof;

1. Promotion of the Enugu State University of Science and Tec is a factor of Educational qualification and handwork.
2. The workers – boss relationship affects the overall productivity of the organisation.
3. Bureaucratic processes do not prevent the formulating and implementing effective staff maintenance technique.

TABLE OF CONTENTS

 

Title page

Approval page

Dedication

Acknowledgements

Table of contents

List of tables

Abstract

CHAPTER ONE

Introduction

1.1    Background of the study

1.2    Statement of the problem

1.3    Objective of the study

1.4    Scope of the study

1.5    Significance of the study

1.6    Definition of terms

References

CHAPTER TWO

Review of Related Literature

2.1    Introduction

2.2    Motivation – A theoretical discourse

2.3    Abraham Maslow Hierarchy of need theory

2.4    Fredrick Herzberg’s two-factor theory

2.5    Douglas Mcgregor’s Theory X and Theory Y

2.6    The concept of productivity

2.7    Enugu State University of Science and Technology; background information.

2.8    The governance of the university

2.9    The registry

2.10  Motivation in Enugu State University of Science and Technology

2.11  Discipline procedure

2.12  Suspension

2.13  Summary of the literature reviewed

References

CHAPTER THREE

Methodology

3.1    Research design

3.2    Area of the study

3.3    Population of the study

3.4    Sample and sampling procedure

3.5    Instrument for data collection

3.6    Validation of the instrument

3.7    Reliability of the study

3.8    Method of data collection

3.9    Method of data analysis

CHAPTER FOUR

Data presentation and analysis

 

 

CHAPTER FIVE    

Discussion, implications and recommendation

5.1    Discussion of results

5.2    Conclusion

5.3    Implication of the result

5.4    Recommendation

5.5    Suggestion for further research

5.6    Limited of the study

References

Bibliography

Questionnaire

 

 

CHAPTER ONE

 

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

In any given state different utility functions are performed. Some of these function services can be produced by private individuals but the cost will be high as to be beyond the financial reach of every individual who requires such essential goods, functions and services. In order to avoid such situations government decides to provide these essential functions and services itself. In doing so, the government does not want such services reasons to be under taken by a government departments or agency but instead sets up special institution, gives them legal and economic advice of edicts, decrees or acts of parliament to provide essential services. Among others, such organisation so set up became known broadly as state university or polytechnic.

Enugu state university of science and technology is Enugu state owned institution of higher learning established by the former Governor of Anambra State Chief (Hon) Dr. Jim ifeanyichuwku Nwobodo in 1980 following the creation of Enugu state in 1991, it became Enugu State University of Science and Technology. The institution is changed with the training of middle and high level manpower, carrying out research geared towards solving human problems among others. To achieve these goals and objectives, the university was staffed with different member of academic and non-academic staff.

Thus, all activities of any organizations are initiated and determined by the persons who make up that institution.

Dale Yoder (1972: 225) argues in affirmative, he contends that working organisations presumably begin with knowing the requirement of people, what ever may be their organisational goals and objectives, they can be implemented only through the end for the capabilities of people. Organisational structure must be manned or staffed, if they are to accomplish anything.

Human effort therefore is central to the attainment of any organisational goal.

The ability to motivate workers in any organisation will go a long way to enhance the organisational out put and productivity. Achievement of the workforce.

1.2     STATEMENT OF PROBLEM

1. ESUT staff are not paid as at when due, these had resulted in poor performance of staff.
2. The staff of ESUT are not usually exposed to in service and other training programmes which had resulted to inefficiency.
3. ESUT staff are not promoted based on merit but on whether the affected officer knew those in authority and it had caused low productivity, poor performance workers.
4. Incessant strike actions by staff of Enugu State University of Science and Tec, had also affected productivity of staff.

 

• PURPOSE/OBJECTIVES OF THE STUDY

The search for solution to the problems of motivation and productivity in Enugu State University of Science and Technology has almost proved futile. Those problems are multifarious and have provoked series of researches on how to reduce these anomalies to the warmest minimum and make Enugu University of Science and Technology (ESUT) achieve better result (training of Manpower).          

It is the objective of this research to show that if the motivational strategies are effective, Enugu State University of Science and Technology (ESUT) can improve her level of performance.

Therefore, the specific objective or purpose of this research could be narrowed down as follows:

1. To examine the effectiveness of the existing motivational strategies like in service and other training programes in ESUT.
2. To examine the factors effecting the non-payment of salaries in ESUT.
3. To identify possible steps to be taken in order to solve the problems of low productivity. This will include determining the extent workers negative emotion affects productivity in the institution.
4. To identify and pin down other variables that impede productivity in ESUT like incessant strike actions by the staff and others if different from the above.

1.4     SCOPE OF THE STUDY

The scope of this study is to identify and make recommendation on the effect motivation and productivity. In this regard, Enugu State University of Science and Technology was used as a case study. The study is meant for workers and staff of the university only.

Though this study is limited to ESUT, the findings and recommendations will all be applicable to other universities and tertiary institutions across the country.

1.5     RESEARCH HYPOTHESIS

According to E. C. Osuala, a hypothesis is a conjectural statement of the relationship between two or more variables.

Oji and Chukwuemeka (1999: 35) also contend that hypothesis are always in declarative sentence form. Therefore, it is not a question.

For the purpose of this study, the following hypothesis will be tested. They include;

Ho:    Increased productivity in ESUT did not impede as a result of poor motivational strategies.

Hi.    Increased productivity in ESUT is impede as a result of poor motivational strategies.

Ho:    The economic crunch experienced nation wide did not impede the favourable result of motivational factors.

Hi:     The economic crunch experienced nation wide impede the favourable result of motivational factors.

Ho:    Poor attitude to work did not impede productivity in Enugu State University of Science and Technology.

Hi:     Poor attitude to work impede productivity in Enugu State University of Science and Technology.

Ho:    Poor attitude to work impede productivity in Enugu State University of Science and Technology.

Hi:     Poor attitude to work impede productivity in Enugu State University of Science and Technology.

 

1.6     THE SIGNIFICANCE OF THE STUDY

Research arises according to Charles Worth, when there are problem to solve, peculiarities or puzzles about phenomena or the question of giving meaning to them.

Charles Wroth, (1980: 55) there are many reasons for the study of motivation and productivity in Enugu State University of Science Technology. One hinges on the importance of education to developing and developed nations, another is purely academic interest of knowing if motivation has a positive or negative correlation.

Such an evaluation will help to determine if the objective has been obtained. It would also be interesting to find out if other intervening variables like : –

• Poor staffing strategies.
• Bribery
• Corruption and

Finding could influence performance when motivational strategies managers, are effective. Lasting, organisations, managers, directors and policy formulators will gain a lot if they are aware of these factors that inhibit their employee to or form great performance and productivity.

1.8     DEFINITION OF TERMS

ESUT –        Enugu State University of Science and Technology.

Motivation – Is simply defined as the energizing force that induces and

maintains behaviour      

Strike –         For higher pay/against bad working conditions

In Service Training – Is a training conducted side the ministry/

organization by the top officials.

Productivity – Is the increase efficiency and the rate at which goods are

produced.

THE ROLE OF EFFECTIVE LEADERSHIP IN ACHIEVING ORGANIZATION OBJECTIVES (A CASE STUDY OF KADUNA POLYTECHNIC)

 

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ABSTRACT

This research is directed to examine the Role of Effective leadership style in achieving organization objectives a case study of Kaduna Polytechnic, Kaduna. The research work is divided into five chapters with each chapter is structured in such a manner as to ease understanding of the study, historical background of the study, statement of problems, objectives of the study, significance, hypothesis and definition and definition of terms. The chapter two is on review of related literature, the researcher reviewed text books, journals, seminar paper and all necessary materials to put a good work. Chapter three of this work describes the instruments used in collection of necessary data, chapter four of this project is based on presentation and analysis of data collected. The last chapter contains the summary, conclusion and recommendation necessary on the role of effective leadership in achieving Kaduna Polytechnic objectives.

TABLE OF CONTENTS

CHAPTER ONE
1.0 Introduction – – – – – – – – 1
1.1 Background to the Study – – – – – – 2
1.2 Statement of the General Problem – – – – 4
1.3 Objective of the Study – – – – – – – 5
1.4 Statement of Hypothesis – – – – – – 5
1.5 Significance of the Study – – 6
1.6 Scope of the Study – – – 7
1.7 Limitation of the Study – – – – 7
1.8 Historical Background of the Case Study – – 8
1.9 Definition of Terms – – – – – – – 10

CHAPTER TWO0
LITERATURE REVIEW
2.0 Introduction – – – – – – – – 13
2.1 Definition of Leadership – – – – – – 13
2.2 Who is a Leader? – – – – – – – 17
2.3 Leader’s Sources of Power – – – – – – 17
2.4 Styles of Leadership – – – – – – – 19
2.5 Function of Leadership in an Organization – – – 22
2.6 Theories of Leadership in an Organization – – – 24
2.7 Qualities of a Good Leader – – – – – – 30
2.8 Leadership and Workers Performance in Organization – 34
2.9 Good Leadership with Human Relation in Organization Management toward Achieving Organization Objectives 36
2.10 The Roles of Effective Leadership in an Organization – 39

CHAPTER THREE
RESEARCH METHODOLOGY
3.0 Introduction – – – – – – – – 42
3.1 Research Design – – – – – – – 42
3.2 Research Population – – – – – – – 43
3.3 Sampling size and Sampling Technique – – – 43
3.4 Methods of Gathering Data – – – – – – 44
3.5 Justification of the Method Used – – – – – 44
3.6 Method of Data Analysis – – – – – – 45
3.7 Justification of Data Analysis – – – – – 46
CHAPTER FOUR
PRESENTATION OF DATA AND ANALYSIS
4.1 Introduction – – – – – – – – 47
4.2 Data Presentation – – – – – – – 47
4.3 Test of Hypothesis – – – – – – – 58

CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings – – – – – – – 61
5.2 Findings – – – – – – – – – 63
5.3 Conclusion – – – – – – – – – 64
5.4 Recommendations – – – – – – – 65
Bibliography – – – – – – – – – 68
Appendix – – – – – – – – – – 69

CHAPTER ONE:

1.0 INTRODUCTION

Organization are increasingly challenge with many complex problem. There is a general outcry that standard of organization are falling and output are flagging some blame the workers for this apparent decline in organization output, a thoughtful few think that they are due to the nature of change in all direction. Majority blame the management for the woes in our organization; manager are not as devoted and dedicated to the course of good output as their predecessors.

Management as a group blames the government for unattractive condition of services, policy implementation and poor physical facilities in the organization.
Therefore, an effective leadership influences a group of people in a particular situation towards the achievement of a goal or set of organization goals. The leader must be courageous in all aspect within the organization. An organization like Kaduna Polytechnic must have a leader who is focus and be able to defend his action and the interest of his subordinates. He must believes in his own potentials.

1.1 BACKGROUND OF THE STUDY
Leadership is a social influencing process for the attainment of goals. A leader is the most influential person in an organization who provides direction, guides group activities and ensure that group objectives are attained. The function of leadership persuades all organization; a good leader therefore is one who is capable of persuading others to move enthusiastically toward the achievement of group goals.

Alan and Robert defined leadership as a process where one person exert social influences over the member of a group. A leader then, is a person for the purpose of influencing their behavior. It is safe to say that:
– All leader have influence
– They provide direction
– They help in the achievement of groups
Leadership characteristically “induce” or “inspire” other to achieve.

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The Role of Human Resource Management Promoting Industrial Harmony

 

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CHAPTER ONE

INTRODUCTION

1.1 Background to the Study
Human resource function becomes recognized as a central business concern sequel to its ability to integrate employee welfare and organizational objective and effective communication into strategic management. Human resource management seeks to eliminate the meditation role and adopts a generally unitarist perspective. It emphasizes strategy and planning rather than problem-solving and medication, so hat employee cooperation is delivered by programmes of corporate culture, remuneration, packaging, team building and management development for core employees, while peripheral employees are kept at arms length.

Human resource polices and practice are influenced by strategy and structure and by external factors such as trade unions, labour market situation and legal system. In reality most firms do not have such a well thought out sequential model in their human resource practices hence the role of human resource management in promoting industrial harmony in most organizations becomes vague. It is against this background that the researcher sees the subject matter: the role of human resource management in promoting industrial harmony in Nigeria Bottling Company Plc Kaduna, worthy being studied.

1.2 Statement of the problem

Productivity in most organization have comparatively taken a nose dive sequel to frequent industrial conflict. As such many organization has resorted to different means of resolving such conflict in the past but to know avail sequel to frequent agitation by worker for improved working condition and other workers interest and right. Hence optimal productivity has been hampered because of frequent industrial conflict as such many organizations has resorted to different means of resolving such because of it’s intended negative consequences such as down toll, which will affect sales, production decline, patronage and profit margin.

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MOTIVATION AND PRODUCTIVITY IN PUBLIC ENTERPRISES. A CASE STUDY OF DELTA STATE WATER CORPORATION

 

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CHAPTER ONE:

   Introduction

1.1   General Background        –       –       –       –       –       –       –

1.2   Statement of problem      –       –       –       –       –       –

1.3   Purpose of the  study       –       –       –       –       –       –

1.4   Research Questions –       –       –       –       –       –       –

1.5   Significance of the study  –       –       –       –       –       –

1.6   Limitation of the study     –       –       –       –       –       –

1.7   Definition of terms/ concept    –       –       –       –       –

CHAPTER TWO

2.1   Review of literature  –       –       –       –       –       –       –

2.2   Theoretical framework     –       –       –       –       –       –

CHAPTER THREE

3.1   Area of study    –       –       –       –       –       –       –       –

3.2   Population of study  –       –       –       –       –       –       –

3.3   Sample size      –       –       –       –       –       –       –       –

3.4   Sampling method/ Techniques        –       –       –       –       –

3.5   Data collection Technique/ Instruments –       –       –

3.6   Validity and  Reliability on its instruments      –       –

3.7   Administration of the instruments   –       –       –       –

3.8   Method of Data analysis –       –       –       –       –       –

CHAPTER FOUR

4.1   Analysis of Data Collection      –       –       –       –       –

4.2   Principle finding      –       –       –       –       –       –       –

CHAPTER FIVE

5.1   Interpretation   –       –       –       –       –       –       –       –

5.2   Summary –       –       –       –       –       –       –       –       –

5.3   Conclusion      –       –       –       –       –       –       –       –

5.4   Suggestion for further Research      –       –       –       –

Reference –       –       –       –       –       –       –       –       –

Questionnaire –       –       –       –       –       –       –       –

ABSTRACT

This is public cutlery on the ineffectiveness characteristics  of the  public sector. The question here is what actually is responsible  for the  general low  performance of workers in the  public sector?. The gap between poor motivation and low productivity in state-owned – corporation has to be filled. The environment in which its average  worker performs his job seen to be unfavourable to his or her maximum  contribution to the goals  and  objective of the  organization for these reasons, therefore this  research work is aim at  identifying roles motivation is playing in enhancing the  productivity of Delta State Water Corporation and  other  state enterprise. Recommendations were also forwarded based on the scientific approach of data collection. Some of these recommendations include that the tool of motivation should be made by the management to identify factors that are dearest to the heart of the workers and use them mostly. Secondly, strict supervisor or adherence to rules does not always provide positive results.

 

CHAPTER ONE

GENERAL BACKGROUND

1.1   INTRODUCTION

In the traditional African economy the necessity to study the motivation of workers would not have existed. This is  because , in the traditional set up , a family group consisted  a self-sustaining unit  appropriating any surplus  for their  own  use. The workers owned the means of production as well as the  products  of their labour.

But in the modern industrial capitalist economy, a  worker trades his labour  power  and skill and gets  as reward   only an infinitesimal bit  of the huge  profit derived from his  labour. He  is isolated  for making decisions  as to   the products of his labour  are utilized  or disposed  of.

How them does the  workers keep  going on knowing  full well, that all his efforts are  geared  towards  increasing the profit of his  capitalist  employer?. This bring up the issue of motivation.

As pointed out by Hicks (1972), people do not  work in organizations for the  sake of  work  itself  but rather  with the  ultimate hope  that they will achieve  their  individual objectives by hoping their organizations accomplish their  objectives; in this  sense , the  degree  of  commitment  of members to actively participate and contribute   through collective efforts is based  on their perception that the  organization would  enhance their  aspirations. Expectations of workers  and what  is obtainable in the work-place, made  mark, (1884), to assets  that the  gap between  the expectations of workers and the  realities of work  results  to deprivation and alienation.

The state  is the  greatest  employers of labour  like the  private  sector. The  choice  of the state  owned  establish like the Delta STATE  WATER  Corporation is founded  on the  reason stated  above, that  is to  say the  state  is one of the highest  employer of labour.

State and  public enterprises  are  set up or establishged  the sole  aim of the maki9ng profits. In other worda, they are  non-profit making organization, but  established to  provide  services that would  not have  benne  taken adequate  care of  the private  establishment is to  make profit, relate d  to the  profit that is  operation make  so that  it contains  an  incentive element depending  on profit. It may not be  outrageous to say  that  any  motivational measure  taken  by these  enterprise  may  not necessary  arise  from a  genuine desire to improve  the working conditions and quality  of services  but rather  would be predicated  on the  one-sided  wished to increase the profits of the capitalist  employers.

Motivation is  state-owned  corporations therefore is a  function which  management performs  to stimulate  employers, effective  and efficient  contribution to the achievement or organizational  goals and  quality  production.

1.2   Statement of Problem

A common accusation against  modern  industrial  society is that  it has  made  work dull and spiritless  especially for the workers.

The environment, the average workers performs his job is seen to be unfavourable and inimical  to his  or her  maximum contribution.

Hoe to get members of an organization to work willingly for the attainment of its objective  and goals  has been a major problem.

Managers of labour make a  lot of  assumptions about what  motivates  or should motivate  their workers without taking time  to find  out whether  these  assumptions are  valid or not.

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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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