MOTIVATION AND PRODUCTIVITY: FIDELITY BANK EXPERIENCE

  • Chapters:5
  • Pages:99
  • Methodology:Chi Square
  • Reference:YES
  • Format:Microsoft Word
(Business Administration and Management)
MOTIVATION AND PRODUCTIVITY: FIDELITY BANK EXPERIENCE
ABSTRACT

    This study assessed the relationship between motivation and productivity among staff of Fidelity Bank Plc,Nigeria.Specifically, The study examined the influence motivation has on productivity and ascertain the factors that influenced motivation.
    A survey research design was adopted for this study. The population of this study consist of staff of Fidelity Bank Plc, Benin city, Nigeria. Questionnaires were administered to a sample of 216 respondents through a convenience sampling technique. The data generated from the use of questionnaire were analyzed descriptively using frequency distribution, Simple percentage and ranking. All analyses were conducted using statistical package for social sciences(SPSS).
    The study found that leadership style has effect on workers. There is a significant relationship that exist between pay and productivity. A significant effect exist between interpersonal relationship and employee productivity and the nature of work tends to have a significant relationship with employee productivity. On account of these findings, we recommend that organizations should have some survey in employee satisfaction periodically in order to make relevant decisions about the kind of motivation it will utilize, Companies should build and upgrade the pay system to be equitable and achievable and lastly, a well articulated blue print on employees motivation should be developed and aggressively implemented.
TABLE OF CONTENT
CHAPTER ONE: INTRODUCTION
1.1  Background of the study    -    -    -    -    -    
1.2. Statement of the research problem    -    -        
1.3. Objectives of the study    -    -    -    -    -    -
1.4. Research question    -    -    -    -    -    
1.5. Research Hypothesis    -    -    -    -    -    
1.6. Significance of the study    -    -    -    -    -
1.7. Scope of the study    -    -    -    -    -    
1.8. Limitations of the study    -    -    -    -    
1.9. Operational Definition of terms    -    -    -    -
CHAPTER TWO: LITERATURE REVIEW
2.0. Introduction    -    -    -    -    -    -    
2.1 Overview of productivity    -    -    -    -    -    
2.1.1. Definition of productivity    -    -    -    -    
2.1.2  Importance of productivity    -    -    -    -    
2.1.3. Productivity measurement as an aid to management    -    
2.1.4  Efficiency and productivity compared    -    -    -    
2.2. Overview of motivation    -    -    -    -    -
2.2.1. Definition of motivation    -    -    -    -    
2.2.2. Motivational process    -    -    -    -    -    
2.2.3. Perspectives of motivation    -    -    -    -    
2.2.4. Types of motivation    -    -    -    -    -    
2.2.5. Factors that can influence motivation in workplace        
2.2.6. Incentives as a motivational tool    -    -    -    
2.3. Summary of framework    -    -    -    -    -    -
CHAPTER THREE: RESEARCH METHODOLOGY
3.1  Introduction    -    -    -    -    -    -    -
3.2. Research design    -    -    -    -    -    -    -
3.3. Population of study    -    -    -    -    -    -
3.4. Determination of sample size    -    -    -    -    
3.5. The research instrument    -    -    -    -    -    -
3.6. Source of data    -    -    -    -    -    -    -
3.7. Method of data analysis    -    -    -    -    -    -
CHAPTER FOUR: PRESENTATION OF RESULTS AND DISCUSSION OF  FINDINGS
4.1  Introduction    -    -    -    -    -    -    -
4.2. Demographic variable analysis    -    -    -    -    -    
4.3  Frequency analysis of statements    -    -    -    -    -
4.4. Test of hypothesis    -    -    -    -    -    -
CHAPTER FIVE:SUMMARY OF FINDINGS,CONCLUSION AND RECOMMENDATION
5.1 Introduction    -    -    -    -    -    -    -
5.2. Summary of findings    -    -    -    -    -    -
5.3. Contribution to knowledge     -    -    -    -    -
5.4 Conclusion    -    -    -    -    -    -    -
5.5 Recommendation    -    -    -    -    -    -    -
     Bibliography     -    -    -    -    -    -    -
     Appendix I    -    -    -    -    -    -    -    -
     Appendix II    -    -    -    -    -    -    -
LIST OF TABLES
Table 3.3  Population of study    -    -    -    -
Table. 4.2. Demographic variable    -    -    -    -    
Table 4.3. Frequency Analysis of Statements    -    -    -    -
Table 4.4. Test of hypotheses     -    -    -    -    
LIST OF FIGURES
Figure I  Maslow's hierarchical arrangement    -    -    -    
Figure II  Theoretical framework    -    -    -    -
CHAPTER ONE
INTRODUCTION
1.1    Background of the study
The thrust of all organizations is to achieve sustained high levels of performance through people.Organizations are formed to organize human and material resources in order to achieve maximum productivity and profit with little cost.Consequently,the concern of sufficient reward for workers as derived from many attempts made by management practitioners is to look out for the best approach to manage so as to achieve the stated objectives or missions with the least input of materials and human resources available.
There is need for a driving force in order to succeed as an organization.Motivation is that driving force organizations ought to seek out for in order to achieve its stated goals and objectives.Motivation is the force that energizes behaviour,gives direction to behaviour and underlies the tendency to persist According to Bartol,Martin,Bernadine and Russell (1996).It is a situation that begins with psychological or physiological needs which activates behavior that aimed at an objective or incentive.
Some problems of insufficient motivation however do arise as it concerns certain individuals who come into the work situation with different expectations and behaviors.
According to Professor Harrison,Human beings are the active agents who accumulate wealth,exploit material resources,build social economic and political organization and carry forward national development.Human factors in every organization has to be viewed as the bed rock of other resources and needed to be adequately motivated.
Combined with the impediment organizations face,management still seek means of ensuring continuous and sustained productivity,which will be geared towards achieving organizational goals and objectives.The organizational structure under study cannot be said to be distinct in any way,in terms of producing the required output for which it was designed.In all this processes the private organizations and indeed the banking industry has thus helped to make Nigeria the country it is today.
The study will examine the level of impact financial and non financial reward such as job security,recognition and managerial skills imbibed to boost the morale of the workers so as to achieve high productivity.The study further examine whether motivation has positive or negative influence on workers of fidelity Bank Plc.
 1.2     Statement of the research problem
Human resources are one of the most complex element in any organization.This is so because human beings are distinct in terms of how they think,behave or act,their leading values and also their needs and expectations.The expectations of various individual are distinct and as such must be satisfied in different ways.
Motivational tools used by employees are of different form.It can be money which is believed to be a major motivational tool, recognition, job enrichment or other non financial incentives. Managerial skills need to be applied in determining the appropriate tool to use in an organization given the level of the country economy the firm is situated. Organization seeks to achieve its stated objectives and goals by collective mobilization of efforts of all the work groups in the organization.
The problem in organizations tend to reduce morale and consequently affect their productivity.Hence,this research will focus on the effect which motivation has on the productivity of workers in Fidelity Bank Plc with a view to determining the motivational activities that will enhance productivity.
Prior to the study, the history and development of Fidelity Bank Plc Nigeria will further explain motivational techniques.
 1.3     Objectives of the study
The main objective of the study is to examine the impact of motivation on productivity of employees at fidelity Bank Plc.Particularly,the study also seek to:
Examine whether or not leadership style affect employees.
Ascertain the effect of pay on workers productivity.
Ascertain the effect of interpersonal relationship between management and employees.
Determine whether or not the nature of work affects employee productivity.
1.4     Research Question
The study will seek to answer questions disturbing the minds of management of organization as to what to do to sufficiently motivate workers to operate in their best effort to achieve not only organizational goals but also the individual goals.Consequently,increasing productivity of workers.The study will answer the following research questions:
Does interpersonal relationship have any effect on employee productivity?
Is there any relationship between employee productivity and the nature of work?
What are the effects of pay on workers productivity?
Does the style of leadership have any influence on employee?
1.5     Research Hypothesis
Below are the hypothesis formulated for testing.
i.Ho:    Leadership style does not have any effect on workers.
   Hi:    Leadership style has an effect on workers.
ii. Ho:    Pay has no significant influence on staff productivity.
      Hi:     Pay has significant influence on staff productivity.
iii. Ho:Interpersonal relationship does not have any effect on employee productivity.
Hi:    Interpersonal relationship has an effect on employee productivity.
iv.Ho: The nature of the work has no effect on employee productivity.
Hi:    The nature of the work has an effect on employee productivity.
1.6     Significance of the study
There are problems among staff, the findings from this study will give answers to those problems. Thus, it will be of enormous importance not only to the management but also to the policy makers. The result from this study would probably be helpful in the sense that it would enhance better understanding by the management and labour union on how the various incentive package could be harnessed to inspire staff to increase and sustain productivity.
The study also enlists the problems of frustration at work and how motivation can be applied to abate or eliminate it.
Furthermore, in the human resource function of the organization, the findings from the study will be of great benefit to policy makers. It will also be of help to labour union officials and representative when putting up its demand.
1.7     Scope of the study
The sustenance of the pact between the bank and its employees is collocated by what motivates them and the fulfillment they derive from it. The study is limited to Fidelity Bank Nigeria. The focal point of the study is on the work force to be covered which comprises of contract, permanent and management staff.
1.8     Limitations of the study
In the course of carrying out the study, the researcher encountered constraint in some areas. One area of limitation in carrying out this research is due to the high level of security surrounding the work area and offices and also for the fact that there are branches scattered almost in all country. The researcher experienced difficulty in circulating the research materials in the various branches of the bank.
Secondly, one constraint also experienced by the researcher was the lack of interest among Nigerian towards research work. Thus led to difficulty in accessing prospective respondent on which needed data ought to be acquired.
Thirdly, one major constraint was the lack of understanding of research instrument by some staff.
1.9     Operational Definition of Terms
Incentives: An incentive is a financial or non financial factor or element that encourages or motivates an individual to perform a particular task.
Job Enrichment:This concept was based on the work of a known psychologist known as Fredrick Herzberg.He view job enrichment as a management concept that involves redesigning jobs so that they are more challenging to the employee and have less repetitive work.
Morale: In French it is called espirit de corp.This is the amount or capacity of an employee to remain focus,confident and have high belief in the goal of the organization when faced with challenges.
Motivation:It is the force that direct a person’s behavior to act in a desired way towards task and other organization related activities.
Performance:Performance is an accomplishment of a given task in a way that relieve the performer from all liabilities under the contract.That is,it is the fulfillment of an assignment measured against predetermined standard (practice, .n.d.)
Productivity:This is the measure of the efficiency of a person or organization in converting sourced inputs or raw materials into desired output(practice, .n.d.)

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Project Details

Department Business Administration and Management
Project ID BAM0698
Price ₦3,000 ($9)
Chapters 5 Chapters
No of Pages 99 Pages
Methodology Chi Square
Reference YES
Format Microsoft Word

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    Project Details

    Department Business Administration and Management
    Project ID BAM0698
    Price ₦3,000 ($9)
    Chapters 5 Chapters
    No of Pages 99 Pages
    Methodology Chi Square
    Reference YES
    Format Microsoft Word

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