TABLE OF CONTENTS
TITLE PAGE
TABLE OF CONTENT
CHAPTER ONE: INTRODUCTION
1.1 BACKGROUND OF THE STUDY
1.2 STATEMENT OF THE 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 LIMITATION OF THE STUDY
1.9 DEFINITION OF TERMS
REFERENCES
CHAPTER TWO: LITERATURE REVIEW
2.1 HISTORICAL DEVELOPMENT OF MOTIVATION
2.2 INTRODUCTION /CONCEPTUAL FRAMEWORK
2.3 CRITERIA FOR EMPLOYEE MOTIVATION
2.4 MONEY: AS A MEANS OF MOTIVATION
2.5 MORIVATION THEORY
2.6 HOW TO MOTIVATE EMPLOYEE
2.7 MOTIVATION THROUGH MANAGEMENT BY OBJECTIVES AND PARTICIPATION
2.8 THE PROBLEMS OF INEFFICIENCY IN AN ORGANIZATION
2.9 SOLUTION TO THE PROBLEMS OF INEFFICIENCY IN AN ORGANISATION
2.10 SUMMARY OF CHAPTER
REFERENCES
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 INTRODUCTION
3.2 RESEARCH DESIGN
3.3 SOURCES OF DATA
3.4 POPULATION FOR THE STUDY
3.5 TOOLS FOR DATA COLLECTION
REFERENCES
CHAPTER FOUR:
DATA PRESENTATION AND ANALYSIS
4.1 INTRODUCTION
4.2 DATA ANALYSIS
4.3 TEST OF HYPOTHESIS
CHAPTER FIVE: SUMMARY OF FINDINGS AND RECOMMENDATIONS
5.1 SUMMARY OF FINDINGS
5.2 CONCLUSIONS
5.3 RECOMMENDATIONS
BIBLIOGRAPHY
APPENDIX
ABSTRACT
The study is aimed at examining the effect of motivation as a tool for increasing employee efficiency. Motivation to work is a very important topic in management because it has direct implication for the consequences of performance and satisfaction in an organization. In attempting to do this the study has as its objective: to look at the effect of motivation on employee performance, to see if Money alone can motivate employee, and to find out the major Problems imitating against the whole performance in the two Banks. In all about a total of 90 persons were interviewed among the staff and management of United Bank for Africa (UBA) and Guarantee Trust Bank (GTB).The review of related literature was also conducted in order to examine the work of other authors who are knowledgeable in the field of motivation; this constitutes the secondary data for the study. The study also took into consideration of the methodology such as research design, population and sample size for the study, instrument and tools for data analysis. Simple percentages were used to analyse the data while chi-square method was employed to test the hypothesis. The result of the questionnaire obtained and the chi-square test conducted form the basis for the findings, recommendation and conclusion of the survey. Some of the findings of the findings of the study reveal that employees of Guarantee Trust Bank (New Generation Bank) are well enumerated than their counterpart at United Bank for Africa (UBA). The study further reveals that, money is the major factor that motivates employees for greater performance, it supersedes all other factors. Major of the people work because of money, in order to meet their basic needs. The study also proffers some recommendations. These include: The motivation scheme of the Untied Bank for Africa should be improved. If pay is to motivate or indeed have any positive influence 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 need for better conditions of service and to encourage productivity and 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 due.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
In recent times, managers and management researchers have long believed that organizational goals are unattainable without the enduring commitment of members of the organisation. It has been said that the workforce remains the most critical productive asset of any Organization. It is the human element that gives direction and dynamism to the organisation.
In fact, any organisation can only grow to the extent made possible by the Voluntary and creative application of the skills and expertise of its workforce. It is for this reason that the search ways and means of motivating the workforce for optimal organisational performance has more or less remained a cardinal concern of management since the birth of industrial civilization.
Today, as in the early days of organizational history, managers often ask some fundamental questions: what can we do to motivate our workforce? What is the purpose of motivation? No one yet has discovered a single Technique or gimmick that answers this question....
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