CHAPTER
ONE
1.0
BACKGROUND OF THE STUDY
Although
there is general agreement among psychologists that man experiences a variety
of needs is considerable disagreement as to what this needs are and their
relative importance.
There
has been a number of attempts to present models of motivation which list a
specific number of motivating needs with so many implications that, the list
are all inclusive and represent the total picture of needs.
All
organizations is concerned with what should be done to achieve sustained high
level of performance through people. Consequently, the subject of motivation of
workers as derived from the attempt made by management practitioner is to look
for the best way to manage so as to accomplish an objective or mission with the
least inputs of materials and human resources available. A lot of theoretical
concept, principles and evolved in response to these challenges.
In
general, management authors view motivation as a key component of the
managerial function of leading or directing. However, leading or leadership
style, although an important factor in determining the attitude of employees
towards assigned job, responsibilities is not the only determinant, other
management functions such as planning, controlling, staffing and organizing
also play a vital role. In any serious and competitive society, workers are one
of the tools for economic progress in which their interface must be taken into
serious consideration because without work force, an organization crumbles.
The
term “work attitude” refers to effective orientation on the part of individual
towards work roles, which they perform in their respective work place. Work
attitude could also be referred to as the way an individual feels about his or
her work and organization as an entity. It is either the job is pleasant good
and satisfying or the job is unpleasant and brings no satisfaction. In general
sense, attitude are characterized and usually a long lasting way of feeling and
thinking. In fact, behavior of an individual is a reflection of his or her
attitude towards a given objective.
In
an organization, employees develop a favorable or positive work attitude
whenever their desires are fulfilled. They equally develop unfavorable or
negative work attitude whenever their desires are not fulfilled. Such
situations, which includes poor job performance, hostility, nonchalant attitude
in work situation, lack of commitment, inefficiency, strike and other
unpleasant behavior.
The
nation (Nigeria) reward system is probably the poorest in the entire globe
where an average take home of the worker is put at N35 per month, workers are harassed, treated, offended and
discarded without an appreciation for their contribution to their organization
and to the society at large.
If
workers are discontented or dissatisfied with their job, this would cause an
overall decline in their effectiveness of the organization. It is therefore
apparent that the issues of adequate motivation of workers have relevance in
managerial function and activities that are aimed at directing the productive
effort of the work towards achieving organizational goals.
How
can we create situation in which employees can satisfy their individual needs
while at the same time working towards this goals of the organization. Various
devices have been adopted to answer this question and to make people work hard,
but they do not seem to be very satisfactory, unless forms of motivation are
aroused as well.
1.2 STATEMENT OF THE PROBLEM
The
management of most organizations have often emphasized motivation as the main
determinant of employees work attitude. For example, why do people behave the
way they do work situation? What induce workers to put in their best? Question
such as these are concerned with the motivation of people at work and this has
for long fascinated researcher today, they are pressing concerns for managers.
When
employees develop an attitude of strong commitment to work, it is an essential
component to the success and survival of an organization. Unfortunately most
managers of organizations are faced with the problem of how to effectively
motivate their employees towards developing work attitude. Motivation has been
an important part of human resources management. Even since motion studies i.e
Haw-throne studies, when it was taught that an organization correlation exists
between satisfaction and performance. It was assumed that management could
improve performance simply by motivating their workers through pleasant working
condition or incentive i.e. adequate reward and the likes.
Although,
organizational researchers and industries psychologists have done much work on
the impact of motivation on employees attitude to work. It is this research
that management can satisfy the needs for their employees while at the same
time accomplish their aims and objectives of the organization.
1.3
PURPOSE OF THE STUDY
It
is true that there are numerous factors for employees work attitudes. However,
it is not enough for intending managers to know these factors but to actually
understand the relationship between these as they influence employees work
attitude. The specific objectives of the study include:
1.
To
examine the impact of motivation on employee attitude to work
2.
To
provide insight into the casual factors responsible for difference in employees
work behavior and performance in
organization.
3.
To
determine how these factors actually influence or shape work attitude
4.
To
determine the relationship between motivational and high productivity.
5.
To
suggest measure for achieving positive attitude to work among employees in an
organization.
1.4 SIGNIFICANCE OF THE STUDY
It
is expected that this research may serve as a guide to Union bank Plc, and
other interested users for proper implementation of necessary strategies to
embark upon in order to gain advantage in the industry in which they operate.
The
ability to realize her vision of working to be “therefore most financial with
institution with most satisfied customers” can only be realized if only its
sound strategies are put in place in carrying out its motivation exercises. The
finding from this study would help to further highlight the likely problems of
frustration and how motivation can be used to either reduce or eliminate these
problems amongst staff of the organization. The results from this study will
assist management in these other areas:
1.
Highlight
the concept of group dynamics and staff behavior and expectations of people at
work.
2.
Enable
the organization of identify various types of needs and expectations of people at work.
3.
To
know if management is getting meaningful returns on motivation
4.
How
can job be redesigned so as to incorporate the rewards sought by employees
5.
Explain
meaning and underlying concept of motivation.
Through
such understanding, the administrative scope of the chief executive officer
could be broadened and this would put him in a better motivating staff and thus
producing better results by fully utilizing human resource available.
1.5
SCOPE OF THE STUDY
It
is of great importance to note that the scope of this study focused or it is
limited to Union bank of Nigeria Plc. This is to say that employee of the
organization automatically from the sample frame for this research work.
Union
Bank of Nigeria has a very wide scope, therefore the research approach is going
to be an all-embracing one in which Union bank of Nigeria Plc Muritala Muhammed
way, Ilorin Branch will be considered.
It
is hoped that the findings and recommendations will be of immense advantage to
personnel manager of the branch and the management of Union Bank of Nigeria Plc
as a whole.
1.6
LIMITATION OF THE STUDY
An
ideal and a very exhaustive research would have been to study all the employee
os Union bank of Nigeria Plc, which are 6,931, as at December, 2006 with a
network 359 branches across the country. But thus would have been an inevitably
cumbersome exercise, considering the wide scope to be covered. For the fact
that researcher is faced with different constraints, it will not be possible to
involve all staff of the organization outside Muritala Muhammed Way branch in
Ilorin, kwara State.
Considering
the large number of staff and branches, time log for the submission the
research study, the financial implication of attempting to cover the 6,931
employees in 389 branches, other logistic problem and finally the general
apathy amongst Nigeria culture towards research work may also hinder
accessibility to prospective respondents. Who are to provide needed data made
it necessary to prospective respondents who are to provide needed data made it
necessary to limit the scope to the Muritala Muhammed way, Ilorin branch of the
Bank. This is to ensure that researcher make interpretations and analysis
comprehensively based in the available data.
1.7
DEFINITION OF RELATED TERMS
1.
MOTIVATION:
Abdulsallam (2001) in objective and others defined motivation as a product of
behavior (individual and group behavior) and desire as determined by the target
productivity level in the organization.
2.
BEHAVIOUR:
Oxford dictionary defined behavior as the way a person, an animal, a plant, a
chemical e.t.c. functions in a particular situation.
3.
ATTITUDE:
A ttitude can be defined as a learned disposition or predisposition to respond
to an object or to a class of object either in a favourable or infabourable
way.
4.
MANAGEMENT:
Donelly et al (1987) defined management as the process undertaken by one or
more individuals to coordinate the activities of others to achieve results not
achievable by one individual acting alone.
5.
MANAGER:
Manager is an individual who get things done through the effective efforsts of
others.
6.
PLANNING:
Planning can be defined as the process by which a manager looks to the future
and discovers alternative courses of action.
7.
ORGANIZING:
It is the establishment of framework within which activities are performed and
the designation of the most suitable personnel in their places towards achieving
organizational goals.
8.
CONTROLLING:
It is the process of ensuring that plane are being implemented properly.
9.
DIRECTING:
It is about ensuring that employees are appropriately engaged in working on
activities to meet goals and plans.
CO-ORDINATING: It can be defined as an orderly
combination or integration of the various activities to achieve a goal.