THE IMPACT OF MOTIVATION ON WORKERS PRODUCTIVITY AND PERFORMANCE (A CASE STUDY OF FIRST BANK OF NIGERIA PLC UNITY BRANCH ILORIN)

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TABLE OF CONTENTS

Title Page

Certification

Dedication

Acknowledgement

CHAPTER ONE

  1. Introduction

1.2 Background of the Study

1.3 Statement of the research problem

1.4 Objective of the Study

1.5 Significance of the Study

1.6 Research Questions

1.7 Limitation of the Study

1.8 Study Plan

1.9 Definition of Key Terms.

CHAPTER TWO: LITERATURE REVIEW

2.1 Background Information

2.2 The Theories of bahaviour

2.3 Goal Oriented behavior

2.4 The Casual Sequences

2.5 Motivates

2.6 Change In Motive Strength

2.8 Cognitive Dissentience

2.9 Approaches Motivate At Work, Concept of Motivation

2.10 Money As A Motivator

2.11 The carrot And The Stick

2.12 The Board Classification For Motivation

2.13 Theories of Motivation

2.14 Early of Motivation On Workers

2.15 Performance Related pay Reward System

CHAPTER THREE: RESEARCH METHODOLOGY

3.1 Introduction

3.2 Source of Data

3.3 Population of the Study

3.4 The Sample Size

3.5 Hypothesis Statement

3.6 Research Instrument

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS

4.1 Discussion of Analysis

4.2 Presentation And Analysis of Data

4.3 Method of Data Analysis

4.4 Presentation And Testing Of Hypothesis

CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION

5.1 Summary

5.2 Conclusion

5.3 Recommendation

        References

        Appendixes

        Letter of Introduction

        Questionnaire

CHAPTER ONE

  1. INTRODUCTION
    1. BACKGROUND OF THE STUDY

No organization can succeed in meeting it’s corporate goals without a certain level of commitment and effort of it’s member understanding towards the force that shape employees performance which is no simple task.

A crucial fator in achieving success who Industry and Commerce is of cause, the ability to motivate all the people to work is vital for the successful completion of where upon which all else depends. It’s equally encouraging to achieve more or less (simpson 1983).

Since World War II, managerial process is virtually all fields. The managerial function to leading is defined as the process of influencing people so that they will contribute to organization and group goals meaningfully (With nch and Knootz, 1994). Managers job is not to manipulate people but rather to recognized what motivate people from having an understanding of the roles of the people, the individually of people and the personalities of people.

They should recognized that individually are much more than merely a productive factor in managements plan as they are members of social system of many organization; they are members of families, school, political parties.

These by establishing laws that governs managers and ethnics that guided behaviours (with nch and Knootz 1994). At times certain question are asked such as why does one employee tackle every project with enthusing and consistency succeed when another grumbles at every new task and often fails to meet minimum expectations or which cause an employee with a record of low performance. To suddenly becomes an important contributor in the organization or why does a star employee whose energy and begin to back commitment to the organization.

It is important to note that no matter the technological general behaviour cannot be taken for granted. For these reason, managers and manage scholars have always formed theorize about motivation.

According to the Oxford advance learning dictionary, it defines somebody to do something, Michaeal (1986) also define motivation as psychological process that causes the action that are good directed.

Therefore, psychological process constitutes the meaningfully and composition of motivation as stated below.

  1. Motivation is typical as an individual phenomenon every person is unique and all the major theories of motivation allows for its uniqueness to be demonstrated in one way or the other.
  2. Motivation is multifaceted (i.e have many difference aspect to be considered two factor of great tolerance are.
  3. The process of that get people are aroused
  4. The persistence of voluntary action that a goal derected.
  5. Motivation is described usually as international employees control and behaviour that are  influenced by motivation such effort expander are seen as choices of action.

Firstly, identify that they (employee) do not given dear honest and believable message about what caused development opportunity their (employee) are ingredient motivation ability and environment factors (Burtons and Than bur 1995).

  1. OBJECTIVE OF THE STUDY

The main objectives of the research work are

  1. To an organization (in this case, First bank of Nigeria Plc) increase the productivity in performance on workers or not.
  2. To acknowledge the effort of the job dimension as a result of motivation job design.
  3. To observe if certain motivation techniques are not effective and efficiency to the employee than others.
  4. Production of behaviour being the main objectives of motivation theories.
  5. Motivation is not the behaviour itself and it is not performance but it concerns action and the forces (both intensive and extrinsic) that influence a person choice of action (Mulins (1995).

According to Jackman (1975). An employee will work because the work interesting and challenges him so when he performs effectively, he will be rewarded for doing well.

THE IMPACT OF MOTIVATION ON WORKERS PRODUCTIVITY AND PERFORMANCE (A CASE STUDY OF FIRST BANK OF NIGERIA PLC UNITY BRANCH ILORIN)