ABSTRACT
This study was embarked upon to examine The Influence of Motivation on Productivity among Employees (A Case Study of Finbank Plc., Lagos State). The survey research design was adopted to conduct the study. The study was set to achieve the following objectives: to ascertain whether motivation could influence the productivity of workers in the banking industries; whether employees at the marketiing department of Finbank are well motivated; if bank workers attach much importance to their being motivated or not; whether management understands the importance of motivation in the growth of bank workers and the banking industry, and to make necessary recommendations that would assist bank management in taking decisions relating to effective motivation of bank workers in the banking industries in general and marketing department in particular. Two hypotheses were postulated following some research questions. Purposive sampling method was used to select the respondents mentioned earlier for the study, while simple random sampling technique was adopted to select one hundred respondents from the marketing department of the bank. This was to give every member of the population of the study an equal opportunity to have been selected without bias. At the end of the analyses of the data collected from respondents, using a self designed questionnaire instrument, the study made the following findings after the hypotheses were tested: that motivation could not significantly lead to decrease in the productivity of workers at the marketing department of Finbank Plc., Lagos rather, it could facilitate workers to perform well and produce more and that there was a significant difference in the productivity of bank workers who were motivated and those who were not motivated at the banking sector. Those who were motivated performed better than those who were not. Other discoveries were equally made such as, that bank workers of Finbank Plc. generally were motivated by the management in different ways. Bank workers generally appreciate when they are motivated and reflect the same gestures in their performance and commitments to realizing organizational objectives. It is recommended among others that bank management should endeavour to introduce and sustain good motivational approaches to encourage the performance of workers in order to increase their productivity and attain the goals of the organization; bank employees should always endeavour to make their displeasures and needs known to the management so as to enable organization understand where and when to intervene in helping them to achieve their personal objectives while working for the growth of the organization and management should create an enabling good employer-employees interactive environment. This would help in the maintenance of peace and harmony in the bank and usher in more productivity to the industry.
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Motivation is the willingness to exert high levels of effort toward organisational goals, conditioned by the ability to satisfy some individual needs. As a matter of fact, motivation is a way of making people or someone to put in his or their best in working for you, by appreciating their contributions materially or morally. Obisi (2006) affirms that motivation is the willingness to work. He opines that it is the act of stimulating someone or oneself to get a desired course of actions, to push the botton, to get a desired reaction. No matter how qualified and skilled an employee is, without adequate motivation, he or she would be like an engine without oil which will eventually break down (Obisi, 2003).
In every human society, normal individual persons and groups engage themselves in different work activities in order to make ends meet. It is common knowledge that the more people attain their desired goals and objectives by performing one job or the other, the more their interest would be aroused, and the more input they will make to promote their individual standards and most importantly, to the growth and sustenance of the organisations where they work. Thus, in order to win the interest and support of workers, good organisational managers or leaders usually employ one kind of motivational approach or another in other to spur their workers towards high productivity in the banking organisation.
For motivation tools to succeed, it must be dynamic. Motivational techniques that are not flexible, are dangerous and counterproductive. Organisations must and should not forget a satisfied need is no longer a motivator of behaviour. Environmental and organisational and even individual changes should not be forgotten while organising and implementing motivational tools (Ayo, 2003).