TABLE OF CONTENTS
Title page…………………………………………………………………..i
Approval page…………………………………………………………..ii
Dedication………………………………………………………………..iii
Acknowledgement……………………………………………………iv-v
Table of contents…………………………………………………….vi-viii
List of tables………………………………………….…………………ix
Abstract…………………………………………………………………..xii
CHAPTER ONE: INTRODUCTION
1.1 Introduction……………………………………………………1-5
1.2 Brief History of Access Bank…………………………5-8
1.3 Statement of problems…………………………………..8-10
1.4 Objectives of the study………………….………………10
1.5 Significance of the study……………….…………….11
1.6 Scope of the study……………………………………….11
1.7 Limitations of the study…………………….………….12
1.8 Research questions…………………………….………..13
1.9 Hypotheses…………………………………………………13-15
1.10 Definition of terms………………………………..…..16-18
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction………………………………………………19-22
2.2 The Importance of motivation in an organization..22
2.3 The historical development of motivation in
7
Organization…………………………………………..22-25
2.4 Concept and definition of motivation …..25-29
2.5 Theories of motivation…………………………………………..29-50
2.6 Types of motivation……………………………………………….50-52
2.7 Application of motivation and implication on ……..53-66
employees performance………………………………………….53
2.8 The impact of motivation on employee‟s job
performance …………………………………………………….66-70
2.9 Money and job satisfaction………………………………..70-71
2.10 Job design……………………………………………………………71-77
2.11 Productivity…………………………………………………………74-83
CHAPTER THREE: RESEARCH DESIGN AND
METHODOLOGY
3.0 Introduction……………………………………………………….84
3.1 Design of the study………………………………………….84-85
3.2 Area of the study……………………………………………..85
3.3 Population of the study……………………………………85-86
3.4 Sample and sampling technique…………………….86-87
3.5 Instrument for data collection………………………..87-88
3.6 Validity of instrument……………………………………..88
3.7 Reliability of instrument………………………………….89
3.8 Method of data collection……………………………….89
3.9 Method of data analysis…………………………………89
8
CHAPTER FOUR: PRESENTATION AND
ANALYSIS OF DATA
4.1 Data presentation and analysis……………………90-110
4.2 Testing of hypothesis……………………………………110-117
4.3 Summary of results……………………………………….117
CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION
AND RECOMMENDATIONS
5.1 Summary of Findings…………………………………..118-121
5.2 Conclusion …………………………………………………..122
5.3 Recommendations……………………………………….123-124
5.4 Implications………………………………………………….125
5.5 Limitations……………………………………………………125-126
5.6 Suggestions for further studies…………………126-127
Bibliography…………………………………………………………128-129
Appendix………………………………………………………………130-137
9
LIST OF TABLES
Table 1: Distribution by Age……………………………….92
Table 2: Distribution by status……………………………93
Table 3: Distribution by length of service…………95
Table 4: Distribution by Sex………………………………96
Table 5: What the staff consider being
motivational factor ……………………………………………97
Table 6: People do not work only for money but
certainly, only few individuals will work where
there is no money ……………………………………………….98
Table 7: People do not work only for money but
work for other Reasons such as…………………………..99
Table 8: What would make you want to put
in more effort in your Job performance………………100
Table 9: Do you agree that people need to
be coerced threatened or forced before they
can perform…………………………………………………………103
Table 10: Can people out of their freewill perform
their duty …………………………………………………………….104
Table 11: Which of these training does the
company organized for their workers…………………104
Table 12: Has the training had any significant
change on your performance………………………………105
10
Table 13: Are you given any opportunity to
apply your training after the training performance….107
Table 14: Salary level…………………………………………107
Table 15: Do you think your salary justifies
your input in the job……………………………………………108
Table 16: How regularly does the company
organized training for their workers………………….109
Table 17: How far does your supervisor involve
you in decisions affecting your welfare on the job…..112
Table 18: Testing Hypothesis 1……………………………112
Table 19: Testing Hypothesis II…………………………..114
Table 20: Testing Hypothesis III………………………….115
11
ABSTRACT
This study is aimed at determining the impact of motivation on
employee‟s job performance in an organization. (A case study of
Access Bank Plc). The purpose here is to investigate and identify
factors responsible for the current state of affairs and seek to find
practical solution for lack of staff motivation and job performance.
The research design is survey research design comprising of
opinions, impressions and perceptions of the respondents. The
sampling technique was simple random sampling and
proportionate stratified random sampling. In sampling opinion to
collect data, the questionnaire was used.
In all, a population of 60 staff of Access Bank comprising, top
management middle management and junior staff were
administered the questionnaire. The questionnaires were
administered to them but only 50 responded comprising 28 males
and 22 females. Simple percentage and chi-square were used to
analyze the data collected and test the hypothesis stated.
The result from the test of the hypothesis indicated that
Commensurate salaries and allowance paid to employee‟s of
Access Bank Plc would motivated them toward higher job
performance
Promotion of employees as at when due will motivate them
toward higher job performance.
The researcher recommends that management of Access Bank
Plc should try as much as possible to increase satisfaction of
the employees who are not satisfied with salaries they are
given to increase their inputs in the organization. The effects of
this dissatisfaction can hinder the job performance of the
organization.
12
CHAPTER ONE
1.1 INTRODUCTION
Motivation means so many things to different people. Their
impact on the individual depends also on his perception of what
he considers to be of value to him and invariably influences his
action or non-action.
Motivation can be described as a set of incentives monetary of
otherwise, reward and punishment systems which determine or
influence staff performance and altitude to work. It is a
production of human resource management and its impact goes
on a long way in determining the quality and quantity of
production and the level of industrial and labour harmony or
disharmony in the organization.
Motivation can also be defined as the forces acting on or within a
person that cause the arousal, direction, and persistence of goaldirected, voluntary effort.
13
Work Motivation has been defined as “conditions which influences
the arousal, direction, and maintenance of our behaviors‟ relevant
in work setting”. Gbadamosi and Adebakin (1997, PP33) other
scholars have variously defined motivation as “the act of
stimulating some or oneself to get a desired course of action, to
push the right button, to get a desired reaction.
Julius Michael (1975,pp 265). “motivation is the process of
creating organizational conditions which will impel employees to
strive to attain company goals-Hodgetts,Richard (1977, pp 385)
motivation is the influence or drive that causes us to behave in a
specific manner and has been described as consisting of energy,
direction and sustainability.
Motivation is a driving force by which human achieve their goals.
Motivation is said to be intrinsic or extrinsic:
14
Intrinsic motivation refers to motivations that is driven by an
interest or enjoyment in that task itself, and exist within the
individual rather than relying on any external pressure.
Extrinsic motivation comes from outside of the individual,
common extrinsic motivation are reward like money and grades
coercion and threat of punishment, competing is in general
extrinsic because it encourage the performer to win and beat
others, not to enjoy the intrinsic rewards of the activity.
The main purpose of motivation is to attain organization goals
according to Koontz et al (1983: 14) “management requires the
creation and maintenance of environment in which individuals
work together in group toward the accomplishment of the
objective” management has been faced with broad predicament
since poor approaches were employed toward the attachment of
organizational objectives.
15
These approaches are not without their strengths and weakness.
In other worlds, firma are now faced with many complexes
managerial predicament because of the phenomenon maintained
above.
Since the foremost aim of management of organization is the
attainment of its objective.
Little or no attention is paid to welfare of workers. As an
outcome, the firm goals are defeated, since the workers are not
motivated and cared for.
The motivations range from inadequate to lack of motivation.
Often management becomes dogmatic in their method of
motivation as a result their expectation are defeated. It is
pertinent for management to know what can motivate a single
individual at a particular time and place would not motivate
another person.
16
The expectation to drive from anything one is doing is a
motivation force that forces the individual to work. According to
Ajuogu (1996, pp 47) “motivation is an internal psychological
process”. It is the motive power that makes people behaves the
way they do.
1.2 BRIEF HISTORY OF ACCESS BANK
Access Bank Plc is a remarkable story of the transformation of a
small obscure Nigeria Bank into an African Financial institution of
note; with emerging foot prints on the international banking
landscape. Access Bank today is one of the top 10 largest banks
in Nigeria in terms of asset base. A phenomenal accomplishment
considering its antecedents.
The Beginning (1988-2002)
December 19, 1988: Access Bank Issued a banking license.
February 8, 1989: Access Bank commenced operations at its
Burma Road, Apapa Head Office.
17
March 24, 1998: Access Bank became a public limited liability
company.
February 5, 2001: Access Bank obtained a universal Banking
license from the central Bank of Nigeria.
The Rebirth
The board of director appointed Aigboje Aig-Imoukhuede as
MD/CEO and Herbert Wigwe as Deputy Managing Director. The
mandate was clear: “Reposition the bank to one of Nigeria‟s
leading financial institutions within a five year period (March
2002-March 2007) this task was perceived by many as audacious,
given the realities of the Bank at the time. Also appointed to the
Board was M. Gbenga Oyebode who brought commendable board
experience gathered from some of Nigeria‟s leading companies,
such as MTN Nigeria, Okomu oil Palm Plc. The new management
then articulated a transformation Agenda for Access Bank Plc.
This agenda represented a complete departure from all that
18
characterized the bank in the past and became the road map for
the transformation of the bank into a world class financial
institution. The focus was to:
Assemble a credible and high caliber management team
Introduce a culture of excellence founded on professionalism
and integrity.
Ensure human capital development
Enlarge shareholder base
Introduce strong procedures and processes to drive day-today activities of the bank
Instill a passion for customers in all members of staff
Establish a low cost liability generation strategy
Expand branch network to cover all clearing zones within
Nigeria
Create a world class Brand image.
The impact of the transformation agenda was reflected in
the first year. The bank grew its balance sheet by 100% and
19
posted an impressive N1billion in profit before tax. The
profit before tax figure was more than the cumulative profit
made by the bank in the last 12years. This also marked the
beginning of what would be a 6 years record triple digit
growth trend. Similarly, earning per share had rebounded to
21kobo from a negative 2kobo position, leading to a
declaration of a 5kobo dividend to shareholders for the first
time in 3 years
February 1, 2012 Access Bank acquired intercontinental
bank as part of their expansion program is to increase their
capital base, to increase their branches and to serve their
customer better.
1.3 STATEMENT OF THE PROBLEMS
So many problems have be found or discovered to be a hindrance
to the entire business sectors. In the since that most enterprise
has not achieved significant supply of corporative workforce and
optimum productivity.
20
It has been noted that employee‟s often complain about their
wages and salary administration, poor working condition, welfare,
effective supervision, provision of adequate machinery and
materials at work place, provision of proper appliance and their
maintenances etc. the above complaints are indications that
things are not going smoothly with the employee‟s. on the other
hand, management always ask why the employee‟s are not
longer productive or low level of productivity in the organization.
We pay them good salaries provide good working condition and
environment and give excellent fringe benefits. The solution to
the above management questions often point to the managers
that employee‟s are either not properly motivated or not satisfied
with their job. Except opportunities are provided at work place to
satisfy the workers needs they will continue to have decreased
production and performance will always remain law. It was such
alarming question that led some human relation experts into
finding out what gives on individual‟s job performance. These
21
relationships between motivation and job performance have
made many researchers work intensively on this area to find out
dependable solutions to the problems.
1.4 OBJECTIVES OF THE STUDY
The study will among other things try:
To find out what constitutes motivations and job
performance to employee
To find out what motivated employee mostly in an
organization.
To diagnose some of the incentive given by Access bank Plc
which have strengthened the relationship between
motivations on employee‟s job performance.
To abstain what constitutes and efficient leadership style
which will leads to increase in employee‟s job performance.
To find out if employees are trained as at when due in other
to increase their job performance etc.
22
1.5 SIGNIFICANCE OF THE STUDY
The study could be useful to Access Bank Plc, Enugu Metropolis,
in improving their level of productivity and employee‟s
performance in future.
It will also aid management in making decision on how employees
could be motivated, not only with money but other incentives.
1.6 SCOPE OF THE STUDY
The study will be carried out on Access Bank Plc, Enugu
Metropolis, the data collected and other vital information are
Limited to Access Bank Plc. This study strictly treats the impact of
motivation on employee‟s job performance.
Also the study does not show any concern or analyzing on
any bank around it environment. The study should have
covered all the banks in Enugu State but due to time and
financial constraint, it was limited to Access Bank Plc, Enugu
Metropolis.
23
1.7 LIMITATIONS OF THE STUDY
This research work is specifically on the impact of motivation on
employee job performance in Access Bank Plc.
In the limitation on research work of this magnitude or nature
can be carried out without limitation. Hence, during the course,
certain constraints were encountered.
COST: the cost of thorough research is not what can be
afforded by a student. The prices of materials needed for
this work has gone up and transport fee has also gone up.
Time: the time was one of the limitations in the process of
carrying out this research work.
SCARCITY OF LITERATURE: The research encountered
some problems in collection of literature especially on the
bank History and operations. This are hindered the smooth
running of this work.
24
1.8 RESEARCH QUESTIONS
In other to achieve the objective of this research effort will
be made to provide answers to the following research
questions:
What activities are perceived by Access Bank Plc on impact
of motivation on employee‟s job performance?
How efficiently have these activities been implemented in
other to attain organizational objectives?
Are employees of Access Bank Plc motivated terms of
commensurate salaries and allowance?
Are employee‟s of Access Bank Plc promoted as at when
due?
Are employees of Access Bank Plc involved decision making?
1.9 HYPOTHESIS
In other to attain the goals of this study the following research
hypothesis are formulated for accurate empirical validation of this
study:
25
NULL HYPOTHESIS Ho
Ho: The employee‟s are not satisfied with the motivational and
performance techniques employed by the Access Bank Plc
Enugu Metropolis.
Hi: The employee‟s are satisfied with the motivational and
performance techniques employed by the Access Bank Plc
Enugu Metropolis.
Ho: Involvement of employee‟s in decision making will not
motivated them toward increase job performance.
Hi: Involvement of employee‟s in decision making will motivated
them toward increase job performance.
Ho: There is no direct relationship between motivation and
employee‟s job performance in Access Bank Plc Enugu
metropolis.
26
Hi: There is direct relationship between motivation and
employee‟s job performance in Access Bank Plc Enugu
Metropolis.
Ho: Commensurate salaries and allowances paid to the
employee‟s would not motivate them toward higher job
performance.
Hi: Commensurate salaries and allowances paid to the
employee‟s would motivate them toward higher job
performance.
Ho: Promotion of employee‟s as at when due will not motivate
them toward higher job performance.
Hi: Promotion of employee‟s as at when due will motivate them
toward higher job performance.
27
1.10 DEFINITION OF TERMS
MOTIVATION: it a social process in which some members try to
influence others, to work harder, and work more efficiency. It is a
person‟s state of mind which energizes channels and sustains
behavior to achieve the person‟s needs. Motivation is also the
willingness to do something and its conditioned actions and ability
to satisfy some needs for the individual.
It is also a driving force by which human‟s achieve their goals.
MOTIVE: The desire, wishes, and similar forces that channels
human behavior toward goals.
According to Collins English Dictionary: Motive is the
psychological feature that arouses an organisms to action toward
a desired goal, the reasons for an action that which gives purpose
and desired goal, the reason for an action, that which gives
purpose and direction to behavior.
Motive is divided into two: Rational and irrational motive:
28
RATIONAL MOTIVE: A motive that can be defended by
reasoning or logical argument While IRRATIONAL MOTIVE: A
motive that is inconsistent with reason or logic.
INCENTIVES: A thing that motivates or encourages one to do
something or a payment or concession to stimulate greater
output or investment.
Payment made to employee over and above their basic pay in
order to encourage them to increase production, the payment are
made on result achieve.
BONUS: A payment or gift added to what is usual or expected, in
particular. Or an amount of money added to wages on a seasonal
basic, especially as a reward for good performance.
Part of the employee remuneration that is related in some way to
value quantity of work done, especially a payment that is made at
the description of management rather according to a set formula.
29
EMPLOYEE PERFORMANCE: This is contribution employee‟s
make to organization goals meaning how effective an employee
carries out job responsibilities.
MOTIVATOR: Forces that induce individual to act or perform
forces that influence human behavior.
BEHAVIOR: Manner of one‟s conduct, demeanor department.
PRODUCTIVITY: Efficiency to do that which is expected and as
expected. The relative efficiency of economic activity.
PERFORMANCE: Achievement and attainment of state goals.
The act of carrying out a duty or accomplishing something such
as a task or action
FRINGE BENEFIT: Any non wage or salary payment or benefit
granted to employees by employers, example include pension
plans, profit-sharing programs, vacation pay, and company paid
life, health and unemployment insurance.
30
STAFF TURNOVER: Staff turnover is their leaving work or
employment by termination, resignation, dismissal, retirements,
death etc
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