CHAPTER ONE
1.1
INTRODUCTION
The term motivation originated for the latin word
“movere” which means to move. This definition however, is too narrow to
described because of its vary way in complete process.
Motivation is defined as an individual needs desires
and concept that has cause people to act in a particular manner. Motivation has
been link with urges, in strict, purposes, goals, desires involving the
physiological social aspect of human being. Motivation is necessary in order to
stimulate employees to work toward achieving the set objective of the
organization.
for many years have sought ways of encouraging the
subordinate to work well. The old established way is the reward punishment
system of the called “he dorists” whose view of man is a creature whose
objective in life are the accent was on punishment, but in more recent times,
the reward system has been applied, for example in the form of bonus scheme ,
profit sharing& merit rating however, during the past four decades, the
quest for better ways of motivating people at work has caused some researchers
to concentrate on the psychological factor that stimulate worker are developing
the incentive of financial reward the choice between financial motivation and
psychological motivation has been the subject of much controversy, but one
thing is clear, that is dangerous to generate about motivation, various organization
to make employees to achieve greater productivity in their work motivation
however, is seen as the satisfaction of human needs in his working place with
low motivating, factor tends to low productivity.
Some organization are continually faced with the fact
that vast difference exist in life performance of group of employees. Vital question,
which this research work intend to answers includes the theories of motivation.
What is the link between motivation and productivity and concept of motivation.
Motivational techniques are those things management
have in use of a tool to motivate their employees. It is imperative to say that
any management that refused to use these techniques will at all end of it
record high turnover and might eventually give up in the business world.
Productivity is the balance between all factors of
production that will give greater output for the smallest effort. Productivity can
also be expressed as the ratio of output to input and the most commonly used
formula for productivity equal unit of output divide by man hours. But this
appears to be over simplified since man hour implies labour of input or
resource. It has be observed that workers productivity in Nigeria is affected
adversely by on the attitude of average Nigerian workers and the dynamic of
social system in which he finds himself.
The concept of motivation in organization has received
increased attention in recent years among organization researchers. There are at
least three major reason on interest first, the
ever increasing external force of national and international
competition, economic, social technological and governmental condition have
force management to developed and acquire new techniques and mechanism to
increase or at least maintain the level or organization efficiency and
effectiveness. This however, requires the effective utilization of all the
resources of the organization. i.e financial, physical and human.
Most theories contemporary motivation lists show that
one believes money to be unimportant in affecting the behavior of people at
work. Instead, there is much evidence to the contrary. Several researches have
attempted to list the needs of workers in order of importance and have show
that while managers believes their worker consider pay to be of prime
importance, the workers themselves sometime place money way down the list below
such factor as job security and work which is both interesting and worthwhile.
The most importance ways of encouraging people to work well fall into four
categories ranging purely monetary inducement to mere enjoyment of working.
In some
organization, because of climate the type of work and tradition, financial incentives
may be quite effective in raising productivity while in some as much of the
payment may be preferred that retains much of the incentive element, but which
offers a stable wage. Such payment known as measured day work obviates many of
the difficulties caused by direct incentives of the remaining two categories,
one contain the risk element of the carrot and stick management philosophy, relying
on the traditional method of supervision cajoling, inducing, encouraging and threateing
people achieving their targets. The extreme of the techniques of management ensures
that the environment and the job are stimulating in the themselves and
therefore external and therefore external incentives are unnecessary because
the will to work comes form within the worker. The last approach seems the most
attractive because it appeals to human needs, which allow people to do good job
and to complete a test because they have the wish to do so and not merely to
avoid loss of bonus or the pleasure of their superiors.
However, it is pertinent note that the urge to satisfy
the needs of employees, which might have resulted in low performances, bring
about the introduction of motivation to serve as an organizer for such
employees.
Although, there is no universally accepted group of
practice embraced by the term motivation, but generally, it has to meet two
tests. Firstly, it must provide a it must provide a specific benefit to the
employee. And secondly, it must represent a cost to the employer. In a
developing country like Nigeria, the growth motivation has been primary
influenced by economics factors, some have from grown as a result or pressive
from union and some sheer limitation.
In access bank Plc
there are some motivational techniques carried out to motivate and encourage
efficiency in ht e workers. This study is aimed at examine the adequacy of
these techniques.
1.2
STATEMENT
OF THE PROBLEM.
Motivational techniques to employees of a company
could be viewed from two opposing ends on one hand, employees enjoy benefit and
on the other than, it is a cost to the employer. These two have been reconciled
in order to fulfill the organizational goals and objectives. In addition to basic
wages, substantial portions of the total labour cost in many companies today,
concern motivation. Furthermore, it is now apparent that some employees feel
entitle to certain percentage of their company’s profit as well as product. The
above situations no doubt possess a lot of concern to industrial managers and
entrepreneur of small and medium size companies. The problems of motivation
therefore, are in it nature of demand, applied application for and cornon
application. For instance in a country where government has not been able to adequately
cater for the need of their citizen, the tendency is for the industrial or
commercial concern to undertake some of the basic needs e.g medical treatment,
house allowance, transport allowance and so on. Although most companies are not
keen at granting motivation because of the likely noticeable financial impact
on their annual profit they are often forced by the industrial union such as
Nigeria labour congress (NLC) to accept. Sometimes, before such accord is
reached, there may be strike actions and lockout and possibility the
intervention of the government. In the process the business may suffer the
employees may lose wages the customer would be affected and the shareholder
will definitely may want to express their concern. Also during the period of National
Economics decline in business, most companies may not be willing to grant additional
motivation because of the fear of not achieving the company desired goals and
objective. It may tend to wider the gap between the junior and the senior
workers (a situation that may not motivate the junior employee’s behavior). By
the time the organization realize another set of demands by the workers might have
crept in.
It is however, appears the days of cleans wages are
gone forever, workers will continue to demand for salaries supplement whether or
not those salary supplement will indure employees to put in their best at all
times will continue to be a subject for research also, it has been assured that
motivated workers produce unmotivated employees.
In addition, this research work was embarked upon because
certain problem was raised, the problems are as follow:
A.
What are the factor to be considered before
motivational techniques are applied and hw many forms of motivational
instrument should used at a time
B.
What are the some of the
motivational instrument instruments the organization used to motivate its
workers and why do you employees prefer different ways of motivation.
C.
What
are the particulars ways an organization can motivate its employees and the
effect on the organization when the wrong kind of instrument of the motivation
are used.
1.3 JUSTIFICATION OF THE STUDY
The primary task of
manager or supervisor is that of maintaining an organization that functions
effectively. To do so, he must see that his subordinate work efficiently and effectively
and produce result that is beneficial to the organization. Since every action
of the manager task is an organization stimulates a reaction in its employees,
he has no choice of whether or not he motivates them, only of how it does it.
Will his action be effective so that the subordinates work for the benefits of
the organization or ineffective to the organizations detriment? It is the
question on the techniques on how to empty effective motivation that the study
is concern about.
However, this study will
be of great importance to the management of other organizations because it will
help them to form a baseline from which to examined their motivation techniques
on bank performance and determined their adequacy. It will also serve a great
purpose to the government because in Nigeria today, the government is the
greatest employer of labour. Government owned organizations employ more labour
than the private counter parts. It is quit disheartening to note that the
highest amounts of inefficiencies are recorded in the government owned
organizations.
These efficiencies
results to a large extent, from the governments in ability to extend
motivational techniques on how to improve the performance of their workers.
Lastly, the study will
act as a guild for the government in finding out the reasons behind the
problems of inefficiencies in the public sector and provide guild lines in
solving these problems.
1.4 OBJECTIVES OF THE STUDY
The
purpose of these study is to determined the effects of motivation in Access
Bank Plc, Ilorin Branch, to its employee as a way of enhancing there
performances.
However,
the specific objectives of the studies are:
a. To appraise and evaluate all the
motivational techniques those are
operation in Access Bank Plc, Ilorin branch.
b. To find out the effect of these techniques
on workers performance.
c. To find out employees perception of fringe
motivational techniques in Access Bank Plc, Ilorin branch.
d. To find out management view of
motivational techniques.
e. To suggest the techniques that are
necessary to motivate the employees, but which are offer by the organization.
f. To recommend how to use these techniques
in motivating the employees to improved their working performance.
1.5
SCOPE AND LIMITATION OF THE STUDY
This study is focused in
analyzing what motivational techniques are like on bank performance and have
they are generally applied to motivate employees and improved their performance.
However, this study will be limited to Access Bank
Plc, Ilorin branch because of some constraints, which may make it difficult to
cover organizations. in same line of operation. Therefore, it will be based on
facts and data collected from Access Bank Plc, Ilorin branch.
A more detailed research would be paper on the
limiting factors which include;
a) Time
constraint
b) Non
available of information and the volume of work required
c) Financial
constraint.
Lastly, the inability of respondents to come out with
accurate and necessary information posses serious constraints, because of the
employees feels that revealing some information may means contravening the
policies and regulations of the bank. All these situations invariably have some
effects on my facts and findings, but I believe they are not enough to validate
the findings.
1.6 SIGNIFICANCE OF THE STUDY
As a result of the indispensable role played by
motivation in an organization, this my research work would be found useful in
many ways to the followings;
a. Organization,
government parastatals, business firms and Access Bank Plc my case study.
b. This
research in it knowledge has been enhanced about the topic and the hidden
secrets of motivation has been discovered.
c. Other
researchers such as student, academics and analysts, will find it useful to
serve as a background for further studies.
1.7 HISTORICAL
BACKGROUND OF ACCESS BANK PLC.
Access Bank Plc, commonly known as a Access Bank, is
one of the deposit money bank in Nigeria. The bank is licensed by the Central
Bank of .
The National banking regulators. The managing director is Herbert Wigwe while
the present chairman is Mr Gbenga Oyebode. It was founded in 1989 and
headquarters is located in ’s
Commercial Capital. Access Bank has in excess of 300 bank branches in Nigeria
‘s major commercial centers.
Access Bank is a large financial services provide,
with an asset base in excess of U.S dollars 12.6 billion (NGN: 2.02 trillion),
as of February 2012. the share holders equity in the bank is valued at
approximately U.S dollars 2.33 billion (NGN: 373.5 billion) Starting in 2007,
Access Bank began an international expansion drive. As of February 2012, it has
subsidiaries in Burundi,
Coted’voire, the democratic
of , Ghana,
Rwanda, Sierraleone, the Gambia, Tanzannia, united kingdom and Zambia.
The bank received its license from the central bank of Nigeria in 1989, and listed on the stock
exchange in 1998.
In 2002, Access Bank was taken over by a core of new
management lead by Aigboje Aigimaukhedue and Herbert wigwe.
In 2005 Access Bank acquired marina
bank and capital bank (the formal deposit money bank credit lyonnaise Nigeria)
by merger.
In 2007, Access Bank established a
subsidiary in Baijul, the Gambia. This bank now has a head office and four
branches and the has pledged to open another four branches.
In 2008, Access Bank Plc acquired 88% of the shares of
omni finance bank, which was established in 1996. It also acquired 90% of
Banque priveedi congo, which South
Africa investors had established in 1995 and
re-organized in 2001. in September Access Bank opened a subsidiary in freetwon,
Sierraleone and then in October, the bank opened subsidiaries in Lusaka, Zmabia
and in London, United Kingdom. In 2009, Fin Bank (Burundi) joined the Access
Bank network. In 2011, Access Bank in talk with the central bank of Nigeria to
acquire intercontinental Bank Plc.
Further to the approval of the share holders of both
the banks, court sanction of the federal high court of Nigeria and approval of
the central bank of Nigeria and the securities and exchange commission, Access
Bank Plc (Access and Intercontinental Bank Plc announce the completion of the
re-capitalization of intercontinental Bank and the acquisition of 75% majority
interest in intercontinental bank by Access Bank Plc.
Effective today, intercontinental bank (including all
its assets, liabilities and undertakings) become a subsidiary of Access Bank
Plc. January 2012, Access Bank announced the conclusion of its acquisition of
the formal intercontinental Bank, creating an expanded Access Bank, one of the
largest four deposit money ban k in
Nigeria with over 5.7 million customers, 309 branches and over 1,600 Automated
Teller Machine (ATM).
1.8 RESEARCH METHODOLOGY
This chapter explains the different method used in
collection of data and information, the sampling process reach design study of
“population validity of the instrument, reliability of the instrument as well
as methodology for data analysis.
1.9 DEFINITION OF KEY TERMS
Motivation this can be described as the incentives,
reasons or a predisposition to act in a certain manner inherent of it is also
be refers to an incentive or reason for doing something.
While motivational on the other hand is the act of
tending or intending to motivate someone.
Techniques:
This can be defined as way of doing something, especially one in which you have
to learn special skills, it is also a method of achievement something or
carrying something but especially knowledge.
Bank:
this can be refers to as an organization that provides various financial
services such as keeping and leading of money. Chambers twentieth century
Dictionary define as a bank as an institution for the keeping, tending and
exchanging e.t.c of money.
defines a bank as an organization whose principal operations are concerned with
the accumulation of the temporarily idle money of the general public for the
purpose of advancing to others for expenditure. We different types of bank, we
have the deposit money banks, central banks, exchange banks, agricultural
banks, industrial banks, cooperative banks and sailings banks. But, I will
focus my attention on the money deposit bank under which my case study falls
on.
Performance:
this can be described as the act of performing something or a particular task
very well on badly. It is how well or badly something is done. It can also be
refers to as carrying into execution or action; execution; achievement;
accomplishment; representation by action, as the performance of an undertaking
of a duty.
1.10 PLAN OF THE STUDY
For critical examination of the topic in
consideration, this research work is into five (5) chapters.
The first chapter contains the introduction which
discussed briefly the meaning of motivation and the set objectives of the
organization, i.e Access Bank Plc, which is to motivate their sub-ordinate of
staffs in working effectively and efficiently towards meeting the needs of
their customers. It also discuss the aims and objective of the study, the
importance and significant of the study and the definitions of the basic terms.
The chapter two which is the second chapter dwelt on
the theoretical aspect and literature review.
The third chapter contains the research methodologies
which include the source of data, method of data collection, analysis of data
presentation and findings of the study.
The fourth chapter contains the motivation techniques
and instruments used by Access Bank. Achievement of Access Bank Plc analysis of
customers respondents in the questionnaire effect of motivational techniques in
Access Bank Plc.
While the last chapter comprises of summary,
recommendations, conclusion and references.