PROPOSAL
The
available theories on organization fail to encompasses effectiveness and
efficiency motivation can be viewed as an inner urge that drivers people to work
or perform. It is also an energy that boosts the morale of a worker or an
employed.
This
project work will emphasis te role of motivation ion an organization.
Chapter
one of the project on the effect of motivation on employee performance in
competitive marketing environment on introduction, it first of all define what motivation is by various
authors and tries to mention , different kinds of motivation. This chapter state the purpose of
study , statement of the problem, relevant research questions statement of
hypothesis, background of study,
significance of the study scope and limitation of chapter one.
Inc
Chapter two, this chapter set the current research into perspective in order to
show the state of art, this chapter, literature review is based on ideas of the
subject matter of the study the chapter also extraged kinds of motivation steps
in motivation by chris, techniques of motivation was stated as financial
incentive, non financial or non monetary incentive, chapter also stated
motivation in organization policies.
Chapter
three, is research methodology, this is perhaps the background against which
the findings and conclusion are based this phase of the research consist of the population of this study, sampling
design and procedure, data collection, re-statement of research question,
limitation of the methodology and historical background of the organization.
Chapter
four in which data gathered are
presented and analyse in order to derive a valid and objective conclusion on the subject
matter of the study questionnaire were administered to the bank staff bank all
data analyse and interception.
In
chapter five this study effect of motivation on employees, in banks have been
motivation their employee for effective and efficient performance, using the
united bank for Africa Plc as a case study.
The questionnaire was deigned to provide information about the degree of
motivation in the commercial banking industry. The data collected were
presented and analysed chapter four in
order to desire a valid and objective conclusion on the heading summary of
major findings.
TABLE
OF CONTENTS
Title page
Certification
Dedication
Acknowledgement
Proposal
Table of contents
CHAPTER ONE
Introduction
Statement of the problem
Scope of the study
Significance of the study
Purpose of study
Limitation of study
Definition of study
CHAPTER TWO: LITERATURE REVIEW
Introduction
Definition at motivation
Types of motivation in banking industry
Kinds of motivation in banking industry
Techniques of motivation used in banking Industry
Motivation organizational policies used in Unite Bank for Africa (UBA).
Motivation theories in organization
Services provided by United Bank for Africa
(UBA)
CHAPTERTHREE; RESEARCH METHODOLOGY
Research population
Research Design
Data collection method, technique and type of collected
Method of data collected
Data presentation and analysis technique
Method of data analysis
CHAPTER FOUR
4.0 Data presentation and
analysis
4.1 Historical background of the
organization UBA Plc
4.2 Organizational
structure of United Bank for Africa Plc
4.3 Data interpretation and
analysis
Test of hypothesis
CHAPTER FIVE: Summary and Conclusion
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:
- Achievement
- Recognition
in work place
- Good take
home package
- Higher
responsibility
- Advancement
and growth
- Training
and development
- The work
itself
Maintenance factors are:
- Company
polity
- Work
condition
- Salary
- Relationship
with peers
- Inter-personal
relationship with superior
- Inter-personal
relationship with subordinates
- 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:
- It
enhances individual and organizational growth
- It
improves productivity and performance
- It enhance
quality
- It improve
safety
- It
enhances group dynamism
- It
enhances corporate image
- It
enhances good labour management relations
THE SIGNIFICANCE OF MOTIVATION OF ENHANCING THE EMPLOYEE PERFORMANCE IN A COMPETITIVE MARKETING ENVIRONMENT (A CASE STUDY OF UNITED BANK FOR AFRICAN (UBA) ILORIN)
