ABSTRACT
This research work is a very crucial study for the Access Bank Plc. The study was motivated by the necessity to establish what constitute motivational instrument in the organization and the extent of their application. Sources of data includes, primary and secondary data in which both relevant official and non official materials and publications regarding the subject matter were drawn. Data collected were analyzed using table and percentages. Tests were carried out on the hypothesis using chi-square method. The major research findings revealed that, the performance of an employee to a very large extent does not depend solely on his skills and ability, intelligence or knowledge, but on the motivation he receipts. Motivation of course, is the portent force for optimum productivity. This force is embedded in those incentives that make an employee to work harder, compelling him to action while at the same time satisfying his desire. It also shows that adequate use of motivational instruments have drastically reduced rate of labour turnover and lateness to work by some workers in Access Bank Plc. From the finding, for motivation to be successful, it must be connected to other management control, and must protect and reflect quality. It also has shown that an employee would always want his efforts and competence in his job to be appreciated and adequately rewarded, otherwise he could feel bitter and frustrated. Having outlined some of the revelations drawn from the study, organizations wishing to optimize its resources should as a matter of fact concentrate more on incentive scheme which is performance based. This if proper implemented will create room fro efficiency and encourage competition amongst workers, which will then be translated in grater productivity.
TABLE OF CONTENTS
Title page i
Approval page ii
Dedication iii
Acknowledgement iv
Abstract v
Table of Contents vi
List of Tables x
CHAPTER ONE
INTRODUCTION
1.1 Background of the study 1
1.2 Statement of the problem 11
1.3 Objective of the study 13
1.4 Research questions 13
1.5 Hypothesis formulation 14
1.6 Significance of the study 15
1.7 Scope of the study 16
1.8 Historical Background of Access Bank Plc 17
1.9 Definition of terms 21
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1 Introduction 24
2.2 Motivation and performance 26
2.3 Models and Theories on Motivation 27
2.3.1 Content theories of motivation 28
2.3.2 Process theories of motivation 38
2.3.3 Techniques for motivating the employee 47
2.3.4 Symptoms of poor motivation 50
2.3.5 Importance of motivation 51
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.1 Introduction 53
3.2 Research method and design 54
3.3 Area of the study 55
3.4 Population of the study 55
3.5 Method of data analysis 56
3.6 Instruments for data collection 58
3.7 Validation of the instruments 58
3.8 Reliability of the instruments 59
3.9 Method of data collection 59
3.10 Sample and sampling procedures 60
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 Introduction 62
4.2 Respondents characteristics and classification 63
4.3 Presentation and analysis of data
(Research Question) 65
4.4 Presentation and analysis of data (Research Hypothesis) 68
CHAPTER FIVE
FINDINGS, SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Findings 75
5.2 Conclusions 76
5.3 Recommendations 77
5.4 Suggestions for further studies 79
Bibliography 81
Appendixes 83
LIST OF TABLES AND DIAGRAMS
2.1 Abraham Maslow – Hierarchy of Needs 32
2.2 Clayton Alderfer – The ERG Theory 34
2.3 Fredrick Hertzberg – The factory theory 36
4.1 Age classification 63
4.2 Sample size distribution 64
4.3 Organization data 66
4.4 The way staff and workers are treated 66
4.5 Trade union position of its employees 67
4.6 Joint consultation 68
4.7 Effective motivation 68
4.8 Effective motivation 69
4.9 Adoption of motivation technique 71
4.10 Success of motivation 71
