TABLE OF CONTENTS
Title Page i
Certification ii
Dedication iii
Acknowledgement iv
Abstract v
Table of Content vii
CHAPTER ONE
1.0 Introduction 1
1.1 Background of the Study 2
1.2 Statement of the Study 3
1.3 Objective of the Study 3
1.4 Research Question 4
1.5 Research Hypothesis 4
1.6 Significant of the Study 4
1.7 Scope of the Study 5
1.8 Definition of Relevant Terms 5
1.9 Plan of the Study 6
1.10 Historical Background of the study 7
CHAPTER TWO:
LITERATURE REVIEW
2.0 Introduction 9
2.1 The Conceptual Framework 9
2.2 Purpose of Motivation 9
2.3 Motivational Factors 10 2.4. Theoretical Framework 11
2.5 Effect of Motivation 16
2.6 Factor Affecting Motivation 17
2.7 Motivational Theory 18
2.8 Poor Motivation 18
2.9 Empirical Framework 18
CHAPTER THREE
3.1 Research Design 20
3.2 Sample and Sampling Techniques 20
3.3 Procedure for data collection 20
3.4 Constraints in data collection 21
3.5 Population size 21
3.6 Method of data analysis 22
CHAPTER FOUR
4.1 Introduction 23
4.2 Data Analysis 23
4.3 Testing of Hypothesis 28
CHAPTER FIVE
5.1 Discussion of Findings 34
5.2 Conclusion 35
5.3 Recommendations 36
The Questionnaire 37 References 39
ABSTRACT
This study examined the effect of motivation in employee productivity, using a case study of Wema Bank Nigeria Plc Agbara Ogun State. The literature review while acknowledging the contributions of erudite scholars in the field reviewed and expounded such concept and issues like different motivation factors affecting motivational theories in the organization and to find out and effective motivation that will create a good organization climate in the firm which will make workers to be effective and in the profitability and growth. The methodology utilized questionnaire and personal interviewed as data collection instruments, designed carefully to elicit structured and unstructured responses from a total population off employees (including managers and supervisors) who make up the population of the study sample a representative sample size of one hundred and thirty – two was selected using sample sampling techniques. Tables and percentage were employed for data presentation and analysis. The finding reveals that motivation of employee identifying the factors affecting motivation in organization while our occlusion was that some workers are bound to be made indentified by the manager to understand what the workers want and to be able to create a good organization climate in the form. It was recommended that motivation of workers will prevent lateness, embezzlement which normally occurs in organization.
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Management basic job is the effective utilization of human resources for achievements of organization objectives. The personnel management is concerned with organizing human resources in such a way to get maximum output to the enterprises and to develop the talent of people at work to the fullest satisfaction. Motivation implies that one person in organization context a management, includes another, say an employee, to engage in action by ensuring that a channel to satisfy those needs and aspirations become available to the person.
In addition to this the strong needs in a direction that is satisfying to the talent needs in employee and harness them in a manner that would be functional for the organization.
Employee motivation is one of the major issues and by every organization. It is the major task faced by every manager to motivate his subordinate or to create the “will” to work among the subordinate it should also be remembered that a worker may be immensely capable of doing some work; nothing can be achieved if he is not willing to work.
Analysis and interpretation has been done by using statistical tools and data’s are presented through table and charts.
1.2 STATEMENT OF THE PROBLEM
The research problem here in this study is associated with the motivation of employees of Wema Bank Nig Plc, Agbara Ogun State. There are many factors that can influence a person level of motivation some of these factors include:
- The level of pay and benefits
- The perceived fairness of promotion system within a company
- Qualify of working condition
- Leadership and social relationship
- Employee recognition
- Job security
- Career development opportunities
Motivated employees are great asset to any organization. It is because the motivation and job satisfaction is clearly linked. Hence, this study is focusing on the employee motivation in the organization. The research problem is formulated as follows: What are the factors that help to motivate the employee.
1.3 OBJECTIVES OF THE STUDY
The main objective of the study is to examine the impact of motivation on workers productivity. Other specific objectives are:
- To examine the important factors which are needed to motivate the employees
- To examine the effect of job promotion on employees
- To establish the relationship between motivation and employees productivity.
1.4 RESEARCH QUESTIONS
- Is there any relationship between motivation and employee productivity?
- How responsive are the employees to motivational reward adopted by the Company?
- What are the factors hindering the success of employee’s motivation in the company?
1.5 RESEARCH HYPOTHESIS
Ho: There is no relationship between motivation and employees productivity.
Hi: There is relationship between motivation and employees productivity.
Ho: The employees do not significantly respond to the motivational rewards adopted by the company?
Hi: The employees significantly respond to the motivational rewards adopted by the company?
1.6 SIGNIFICANCE OF THE STUDY
The study is intended to evaluate motivation of employees in the organization. A good motivational programme procedure is essential to achieve goal of the organizations can achieve the efficiency also to develop a good organization culture. Motivation has variety of effect these effects may be seen in the context of an individual physical and mental health, productivity, absenteeism and turnover. Employee delight has to do with manager in more than one ways.
This helps in retailing and nurturing the true believers. Who can deliver value to the organization proliferating and nurturing the number of true believers’ is the challenges far future. This study will help to realize the important of effective employee motivation.
1.7 SCOPE OF THE STUDY
The research work covers only Wema Bank Nigerian Plc area, in Agbara Ogun State. Finance and time constraint were enhanced in the course of carrying out his research.
1.8 DEFINITION OF TERMS
TRAINING: Training is the responsibility of their institution apart from educational institution that is capable of performing training functions.
MOTIVATION: derived from “motive” which must be satisfied. All motive are derived toward goals needs and desires effect of change one behaviour which become goal oriented, for instance, if an employee does not ordinary want to work every time but a particular time he need more money desire so he may change his behaviour towards to work overtime (goal oriented behaviour) and is therefore satisfied his needs.
PROMOTION: One way of satisfying some of the esteem and self actualization needs is through promotion.
GROWTH NEEDS: These are all needs that involves person making creative efforts on themselves and the environment it includes a person interaction with the environment to develop ability and capacity along lines which are most important to person Alderta like Maslow and some others, felt there was value in categorizing needs.
PHYSIOLOGICAL NEEDS: Those refer to the recurring need which people have to eat, drive, sleep to be save and to produce.
1.9 HISTORICAL BACKGROUNG OF THE CASE STUDY
Wema Bank Plc, commonly known as Wema Bank, is a Nigerian commercial bank. The bank was established on May 2, 1945, as a private limited liability company (under the old name of Agbonmagbe Bank Limited). Wema Bank is Nigeria’s longest surviving indigenous Bank. It was granted a commercial banking license and commenced banking activities during the same year. Wema Bank converted to a public limited liability company in 1987. In 1990, the bank was listed on the Nigerian Stock Exchange. It trades under the symbol: WEMABANK. It was granted a Universal Banking License in February 2001.
In 2009, the Bank underwent a strategic repositioning exercise spearheaded by a new management team that has seen its finances and profile rise considerably which finally culminated into its taking a sound strategic decision to operate as a commercial Bank with regional scope in South South Nigeria, South West Nigeria, Lagos and Federal Capital Territory in 2011.
In December 2011, Wema Bank became the first sub-Saharan African financial institution to fully deploy the Finacle 10.2 Core Banking Application which has greatly enhanced its branch and e-banking service offerings to customers whilst reducing system downtime and improving access to banking services.
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