CHAPTER ONE
1.0 INTRODUCTION
Motivation
has been defined on different ways by different scholars and the patterns of these
definition has helped on understanding motivation better some of these
definition are as follows.
Michael
(1978) defined motivation as the act of stimulating someone or asset to get a
desired course of action to push the button to get a desired reaction.
While
Hodgets (1977) viewed motivation as “the process of creating organizational
conditions which well impel employees to strive to attain company goals”
Viteless
(1953) says that motivation represents an unsatisfied need which creates a
state of tension or disquilibrium, causing the individual to move in a good
directed pattern towards restoring a state of equilibrium by statisfying the
need.
Kills
(1958) says that motivation is the stimulation of any emotion or desire
operating upon ones will and prompting or during it into action.
On
the other hands, Umukoro (1994) has defined motivation as “the in
terrelatinship between the needs and the fulfillment of the needs”.
Asika
(1995) queting Michael (1980) has defined motivation as “those psychological
process that course the arousal, direction and persistence of voluntary action
that are goal directed”.
A
motivated person is ready to act, R. stodyill (1959) defined motivation as a
function drives and confirmed desirability estimates regarding various
alternative satisfaction. How the motivated person decides to act is influence
by us or her perception of the situation. Two people in the same motivated
state and objective situation may act quite differently because they perceive
the situation differently.
Why
do people have different perceptions of the same situation? We start with the
nation that all of us is apprehend a stimulus object through sensations, that
is flows of information through one or more of our five sense sight, bearing,
smell, touch and taste, however, each of us attends, organize and interprets
his sensory information in an individual way. In fact, perception can be
defined as “the process by which an individual selects, organize and interpret
information inputs to creat a meaningful picture of world.
A
larger part of managers tasks is getting things done through people, he must
therefore try and understand peoples motivation. This aspect of the management
element of direction is concerned with inducing people to work to best of their
ability.
Motivation
refers to the way urges, aspirations, drives and needs of human bangs direct
their behaviour.
M.D
Vernon (1969) defined motivation as the ludden urge within us which compels us
to behave in certain ways. Such urge may be purely instinctive. Motivation is
also the process of arousing emplyess enthusiasm to enable them perform their
duties with pleasure and interest in such a way that organizational goals will
be achieved.
Motivation
may be positive or negative, if it is positive (Carrot approach) when some
valuable rewards such as high pay, job security etc are offered for acceptable
performance. It is negative (stick approach) when a form of physical, financial
or social punishment such as loss of job, loose of income, reduction of or
demotion is out to an individual for low performance.
In
fact it has been observed that the performance of employees in work jetting or
at best in an organization is dependent on the degree of motivation given to
the employee by the employers(s), however, employees energy curve well be at
lowest when there are perceived inadequate motivation.
In
recent times, motivation of workers has been a subject of controversy between workers
and management. A worker (employee) feels satisfied (intrinsic), when he is
aptly he motivated, but dissatisfied (maintenance) when he is not motivated.
The motivational factors are:
i.
Achievement
ii.
Recognition in work place
iii.
Good take home package
iv.
Higher responsibility
v.
Advancement and growth
vi.
Training and development
vii.
The work itself
Maintenance factors are:
i.
Company polity
ii.
Work condition
iii.
Salary
iv.
Relationship with peers
v.
Inter-personal relationship with superior
vi.
Inter-personal relationship with subordinates
vii.
Job security
The above factors are what Fredrick herzberg,
referred to as the “two factor theory” but if the above factors the
motivational facts are properly harnessed, the employees would perform better
in any organization.
Nevertheless,
contrary to what motivation is all about, some organizations choose the path of
rationalization for the sole aim of not paying a whopping sun as salary. The
workers also have chosen to commit fraud without recourse to equity due to job
insecurity occasional by frequent retrenchment exercise. This is the main
reason for sporadic fraud in banks as witnessed in the country on recent time.
In conclusion therefore, it has been noticed and conforded that lack of
motivation is the bone of frequent strukes and decreased productivity in an
organization; sums up the merits of motivation thus:
i.
It enhances individual and organizational growth
ii.
It improves productivity and performance
iii.
It enhance quality
iv.
It improve safety
v.
It enhances group dynamism
vi.
It enhances corporate image
vii.
It enhances good labour management relations
1.1 STATEMENT OF THE PROBLEM
The modern organization is very complex and profit
oriented. Various reasons have been advanced for the performance and low
productivity of an average Nigerian worker. The major problem has been what is
or the best means of making workers perform well towards achieving the
organization goals.
Various
theories on motivation has been postulated by various scholars of international
repute and it affects employees performance and productivity. Some of the
theories are examined below:
Abraham
Maslow of branches University, a prominent student of “Behaviour” has
propounded a theory on motivation known as the “herarchy of need”. The
underlying concept of the theory cannots that human needs are Lierachical; that
a need must be gratified before other needs will predominant. These needs,
according to Mashow, are the physiological) Biological needs, security (safety)
needs, social needs, Esteem needs and self, actualization. He (Maslow) strongly
believed that these needs are in linearity.
Another
scholar on motivation was claylon P, Alderfer’s needs theory. This theory
simply stated that human needs are circumstantial. These needs are: needs for
existence, relatedness and growth. The ERG theory. Alderfer fervently believed
that these needs are in a “continuum” tendency to move forward and backward
according to situation. This is a complete aberration from Maslow’s needs
hierarchy.
Theory
x and y which was postulated by McGregor clearly indicates the inner essence of
a worker. A worker detested to work (theory X unless forced, the converse is
theory y.
The
“Equity” theory which was postulated by S.Adams (1963) generally explains how
employers should strive for justice and for play in their places of work and
how they are motivated to correct them. Other notable theories are:
i.
Fedrick Herzberg – two factor theory
ii.
Victor room – expectancy theory
iii.
David mcclehand – need concept
Conclusively, we have observed that all the
aforementioned theories centered on motivation as it affects employees
performance in an organization. Therefore, employees should ensure to see that
its employees are adequately motivated to achieved the descred profit
maximization objective of the organization, since motivation. They say increase
out.
1.2 SCOPE OF THE STUDY
Motivation has been the focal point of interest
between employees in an organization especially in banking sector however, the
study is limited to united bank for Africa (UBA) plc shall be placed on.
i.
Key concepts and theories of motivation in relation to banking
ii.
The bulk of the employees in various branches of the bank in including the head
office wil be used consequently, the research questions will be answered from
the data collected from these staff, hence findings shall only be applicable to
the above mentioned bank
1.3 SIGNIFICANCE OF THE STUDY
i.
The study will be very useful to employers of labour in organization as
various concepts of motivation will be adequately addressed. The study also
will help management of the organization (united bank for Africa-UBA) to know
in other to motivate them.
the study is also to determine the effect of motivation or individual and group
of workers and their actions and reactiosn towards such aspects of the
motivation’s potentials
ii.
The study will be useful to the following:
a. The organization: united bank for
Africa (UBA) plc on which this study is conducted
b. the employee(s) in organization who is desirous in knowing why motivation
has been the issues of controversy between management and employees will also
benefit tremendously from this study
c. They society would also gain a lot from this study as various theories on
motivation will be highlighted.
d. However, the use of questionnaire is intended to show how and what motivates
workers in UBA Plc and probably proffer solutions that will be useful for
improvement towards any eventual lapses that may surface during the period of
the research work.
1.4 PURPOSE OF STUDY
The banking industry in Nigeira, especially the
commercial banking industry has been characterized by strike actions due to
lack of motivation of staff and management’s indifferent attitude towards staff
welfare.
This
study therefore aims at:
i.
Determination factors affecting motivation in the commercial banking
industry
ii.
To find out why management has refued to motivates staff adequately
iii.
To find out why lack of motivation affects employees performance.
iv.
Advise bank for Africa plc on how to motivate staff.
v.
To identify the problems that causes frequent strike
vi.
The commercial banking industry
vii.
To examine whether the bank is motivating is staff low and goal
achievement
viii.
To identify the problems that have inhebited the the effective and
efficient performance of UBA Plc
ix.
To examine whether the effect of motivation actually increase or
decreases productivity and efficiency
1.5 LIMITATION OF STUDY
Areas that will be examined in the study or
research work:
i.
Definition and explanation of motivation
ii.
Contemporary mode of motivation
iii.
Douglas Mcgregor’s theory
iv.
Horzberg maintenances theory
v.
Elton model managerial approach to motivation
vi.
Financial incentives
vii.
Use of participant
viii.
Job enlargement
ix.
Job rotation
1.6 DEFINITION OF TERMS
Definition of some major terms used in this
project work
Motivation: this is a psychological process that cuase the arousal, direction
persistence of voluntary actions that we are goal directed (micheal 1986)
(OYEBODE 2001) defined motivation as a product of behaviour (individual and
group behaviour) and desire ad determined by the target productivity level in
the organization.
Motivation can still be defined as a energy that
drives the workers to perform his work effectively and efficiently.
Effectiveness and efficiency in organization: this
can be defined as ability to accompany a given task while efficiency on it won
can be defined as successive accomplishment of a given task at the rate
required of its accomplishment.
Marketing environment: these can be defined as the internal and external variable which have
negative and positive effect on the marketing activities and may affect
organization objectives and goals.