The Effect of Motivation Tools on Employee’s Morale in an Organization
Chapter One
OBJECTIVES OF THE STUDY
This study intends to:
- Examine the effect of motivation in increasing employee productivity
- Find out money (pay) is the main motivating factor that can make employee increase their level of
- Examine other inherent problems and constraints militating against effective employee motivation in an
- Suggest personal administrative systems, policies, and procedures that can assist the organization in highly remunerating their workforce and reducing the labor
CHAPTER TWO
LITERATURE REVIEW
HISTORICAL DEVELOPMENT OFMOTIVATION
The study of motivation can be traced back to the writings of the ancient Greek philosophers. More than twenty three centuries ago, they presented Hedonism as an explanation of human motivation. Hedonism says that a person seeks out comfort and pleasure and avoids discomfort and pain. Many centuries later, Hedonism was still a basic assumption in the prevailing economic and social philosophers of such famous men like Adam Smith, Jeremy Bentham and John Stuart Mill. They explained motivation in terms of people trying to maximize pleasure and minimize pain.
However, William James in his classic principle of psychology gave recognition to two additional important historical concepts in the study of motivation, instinct and unconscious motivation. There was also the drive theory of motivation formulated by Clerk Hull. William James did not feel that the human is always consciously rational. He though that much of human behaviour is instinctively based.
The key assumption of those who advocated the instinctual approach was that there is an unlearned predisposition to behaviour. However, it was Sigmund Freud who openly recognized the importance of unconscious and made it a vital part of the study of human motivation. The Freudian explanation of motivation has a devastation effect on human pride. People like to picture themselves as being consciously rational and in complete control of their own behaviour.
The modern view is that normal behaviour contains some conscious unexplainable motives, but that these are largely based on learning and not on instincts. Currently, not much is known about the unconscious, but it may still prove to be an important element in the better understanding of human behaviour. However, the Clark Hull drive theory is the major historical foundation for the study and understanding of motivation.
Clark Hull (1884:52), in his scientifically based theory of motivation was a product of drive times habit (Effort = D x H). The drive concept in particular was motivationally based. To Hull, drive was the energizing influence, which determined the intensity of behaviour. The habit reflected the behavouristic (learning) influence on Hull. Later, to counteract the emphasis given to the past by habit, Hull added the futuristic concept of incentives to his equation (Effort = D x H x I). This incentive factor had cognitive properties and serves as a forerunner of expectancy theories of motivation. Drive theory serves as a theoretical basis for the motivational cycle of needs- drives – goals. The key to undemanding motivation it appears lies in the meaning and relationship between needs, drives and goals.
INTRODUCTION/CONCEPTUAL FRAMEWORKS
Motivation as one of the three factors in the function of directing is described as a process that arouses channels, sustains and gives people’s behaviour purpose and direction (Kreitner, 1980:301). It is concerned with the “why” of human behaviour, what it is that makes people do things (Donnelly et al, 1971:129). Or simply, it is the stimulation of people to action to accomplish desired goals (Fashina in Ejiofor et al, 1984:114). Motivation is a complex factor as it concerns in individuals and their needs, and every individual is unique. But there are some things that individuals have in common, for example, physical, social and growth needs, except that the strength of these needs varies from person to person and from time to time within the same person. Different people have defined motivation variously. Virtually all lay people and scholars have their own definition of motivation. Usually, one or more of the following words are included in the definition: desires, wants, wishes, aim, goals, needs, drives, motives and incentives.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
This chapter will be concerned with methodology of the project. Methodology refers to the different ways or procedures used in the collection of information for this research study. There are many methods of collection data or information and each method used depends on the type of research being undertaken.
The research can be described as a descriptive research and as Olomolaiye (1986) puts it “a descriptive research looks into present going on”. He further went on to write that a descriptive research seeks to answer the question “what is”? as the means name implies in a descriptive study, the research attempts to describe events and situations as they appear to him. This then implies that a descriptive research is basically an observational study.
Techniques of data collection provide information on how you obtain the necessary data on which the results and conclusion are based. As might be expected, there are various techniques available for data collection. The basic issues to be addressed bothered on the research questions earlier enumerated.
RESEARCHDESIGN
The research instrument is designed in such a way that it availed the major people to be interviewed the opportunity to provide answers to the questionnaires raised by the study. The questionnaire is conducted in the simplest manner and structured to allow the option given, it also allows respondents give their own views on certain issues that requires further explanation to the one already provided. The questionnaire shall take into consideration all categories of staff of Union Bank of Nigeria and Standard Trust Bank.
SOURCES OFDATA
The major sources of information or data collection are primary and secondary sources.
Primary sources of Data: The primary source of data is the questionnaires and oral interview and the purpose of which to elicit information from the respondents.
Secondary sources of Data: The secondary sources of data shall involve contacting various contributions and write ups by notable authors and scholars in motivation. Textbooks, journals, newspapers shall be contacted to solicits adequate information for the study.
POPULATION FOR THESTUDY
The sample size comprised of people of different status and educational background of the bank staff to be used.
Sampling theory suggest that method of estimating size in a population will depend on the following factors; purpose of study, the type of sampling to b used, time resources, labour consideration and maximum error to be accommodated.
In a bid to determine the sample and the number of questionnaires to be administered as given that the true proportion of banks in Lagos is 90% of the whole mean. I will like to be 95% confident that my findings will be correct to a maximum whole mean error of 5% of the true proportion. Bearing in mind the assumption implied in the sample plan above.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This section will be about data presentation and analysis. The analysis will be in tabulated form. The data for this study were collected through the administration of the structured questionnaires to a sample of bank workers (Guarantee Trust Bank (GTB) and United Bank for Africa (UBA) ) within Lagos metropolis. Lagos was chosen for the purpose of this study because studies have shown that over seventy percent industries (including banks) are located in Lagos. Aboyade (10), it is therefore implies that Lagos could serve as good representative of this study.
CHAPTER FIVE
SUMMARY OF FINDINGS, RECOMMENDATION AND CONCLUSION
SUMMARY OF FINDINGS
The following is a summary of the findings:
- The study has been able to determine the extent to which the management of Guarantee Trust Bank and United Bank for Africa apply motivational techniques to encourage employees to improve their
- It was discovered from the data collection from the respondents that United Bank for Africa UBA) pays lower than the Guarantee Trust
- The study revealed that Guarantee Trust Bank management provide fringe benefits for their workforce, recognize their input to the bank unlike majority of the employees of United Bank for Africa who expresses lack of adequate provision of fringe benefits, which has adversely affected their productivity and mass resignation from the bank.
- The findings indicate that money alone is the major factor for employee motivation. The power of exchanger thatmoney confers in any organized market has helped to give it undue attention as an incentive towards positive contributions to organizational objectives.
- Also the study reveals that the performance of the employee depends on their basic
- Majority of the respondents also indicated that their needs can be identified through performance, appraisal union collective bargaining with management and base on the profit made by the
- The study further shows that there is a relationship between motivation and productivity.
CONCLUSION
Human motivation is of utmost importance to organizations and can only be ignored by managers at their own detriment. Its absence in the industry breeds’ negative and undesirable industrial behaviour in the form of Absenteeism, truancy, lateness to work, high rate of turnover, restriction input, confrontation with management with frustration irrationally and aggression.
In some cases, it leads to indulgent in fraudulent practices in essence; the workers indulge in negative acts capable of frustrating and preventing the attainment of organization goals and objectives.
Essentially, we can see from this study that Guarantee Trust Bank extrinsic values, such as pay, help a lot to make the staff happy. It would be understood from our summary of findings that most problems of motivation hangs on money and what money and what money can acquire for the average Nigeria worker from wages and salaries, selection for training courses, advancement and upgrading, praises, extension of benefit packages overall reward for handwork and motivation services. Everything has its end-point in monetary value for effect Money therefore, should be seen as a means of motivation for the Nigerian workers.
RECOMMENDATIONS
Below are some recommendations, which will go a long way in motivating workers and reducing dissatisfaction and increasing productivity in Guarantee Trust Bank, United Bank for Africa and the banking industry in general.
- The motivational scheme of United Bank for Africa should be improved.If pay is to motivate or indeed have many positive influences at all, management should make it fair and compensate with the work done with other people doing the same or similar jobs in the same sector. There is a need for better conditions of service and to encourage productivity and job satisfaction of workers.
- Since respondents show higher dissatisfaction to promotion, advancement prospect. Management should make sure that workers are promoted on merit as and when
- Staff training and development and regular consultation by management on staff welfare should be pursued vigorously to have a sense of belonging and tends to prepare them for higher responsibilities.
- Good supervision and relationship with the employees should be reviewed, welcomed and encouraged in the bank so as to be able to know Employees’ problems and ways to show them. The use of performance appraisal form should be
- Both banks should adopt management by objectives, identify appropriate motivational needs of the workers not what benefit the This tends to carry every staffalong.
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