Effect of Motivation on Employees Productivity

Effect of Motivation on Employees Productivity

Abstract of Effect of Motivation on Employees Productivity

The purpose of this research work is to examine the effects of motivation on employees’ productivity in organizations in Nigerian workplace. First bank Nigeria Plc was use as the case study.

The study has provided the conceptual framework upon which motivational programs in First Bank Nigeria Plc. Workplace are based as well as the type of activities and skills that are involved. The focus is on such programs that will help employees deal with personal problems that might affect their productivity.

The research work covers the fundamentals rudiments of employee motivational process and the appropriate steps needed to successfully implement the findings. It also addresses the values and culture of the Nigerianazation norms that may affect the success of implementation.

A questionnaire was designed and administered to the employees of First Bank Nigeria Plc. to find out the workers attitudes towards adequate motivational incentives and the types of problems commonly being experienced by the employees in the organization.

Hypothesis were formulated and tested. Chi-square test was used to facilitate the research study. Also actual mean and percentage techniques were employed.

Based on the data collected, the result indicated that the workers were positively affected towards higher productivity with the provision of fringe benefits.

Finally the research result showed the staff problems and circumstances militating against higher productivity. Solutions were recommended to obviate deterioration on workers productivity.

Chapter One of Effect of Motivation on Employees Productivity

INTRODUCTION

BACKGROUND TO THE STUDY

The most important dependent variable in industrial and organization psychology is job performance, one of the major concerns of manufacturing companies has focused on improving worker productivity, Which is one of the job performance measures. Performance can also be described as the mean through which organizational member contribute to achieve the objective of the organization.

On the other hand when you expect little from employees they will give you low performance in return, as set put – to fail syndrome. Many people feel that they are not recognized or appreciated by their employees for their hand work and in turn develop decreased motivation. Lack of communication and feedback from employer cause employees to feel overlooked and inhibits them from performing     to the best of their ability.

Employee motivation is one of the strategies of managers to enhance effective job performance among worker in organization. Motivation as  a basic psychological process is the management process of influencing behaviour based on the knowledge of what make people think. Luthans (1998) asserts that motivation is the process that Grouses energizes, directs, and sustains behaviours and performance.

That is the process of stimulating people to action and to achieve a desired task. One way of stimulating people to employ effective motivation, which makes workers more satisfied with and committed to their jobs. .

Money is not the only motivation. There are other incentives which can also serve as motivation. However in order to observe an effective work

performance in an organization work motivation may not be only key factor as put by Luthans (1998).

To increase productivity at work management need some strategies in which particularly work motivation leadership effectiveness and time management are promised. In the light of the above, this study sets to  investigate  the     above variables and find out how they influence          employees performance in an organization taking a Nigerian bank as case study.

OBJECTIVES OF STUDY

• To identify the various reward systems in First Bank of Nigeria Plc with a view to establishing their effect on the motivation of staff.

• To find out whether there is any correlation between rewards and performance of the employees.
• To reduce influence of Unions
• To assist in developing a productive work environment
• To improve labour turnover and absenteeism in First Bank of

Nigeria Plc

• To proffer useful suggestions towards improving the rewards system in the organization so as to enhance the productivity of its work force and by extension the banking industry and the economy as a whole.

STATEMENT OF PROBLEMS

Rewards might not give a desired result, human beings (employees) are so unpredictable as they might not really attach much importance or see nothing motivating in the benefits scheme in terms of administration which makes it very expensive to operate.  The implication of these to employees is of increasing exposure monetized society, raising education and wider contact among people resulting from the break-up of artificialbarrier was to shift aspirations to a more satisfying work experience, greater control over the organization of work, greater opportunities for personnel department and wider scope in exercise of initiatives.

Specifically, the refusal of work organization to recognize the motivating factors inindustrial production through greater motivational tools tends to create several human problem in this setting.

RESEARCH QUESTIONS

• Did fringe Benefits (rewards) actual motivate staff of employees of First Bank of Nigeria Plc.
• Can organization objective be achieved with or without rewards (fringe Benefits)
• Could provision of rewards (fringe Benefits) promote employees moral?
• Do fringe Benefits increase productivity in First Bank of Nigeria Plc.
• Could attractive fringe Benefits (reward) in an organization reduce labour turnover)