MOTIVATION AND EMPOLYEE PRODUCTIVITY
CHAPTER ONE
INTRODUCTION
1.1    BACKGROUND TO THE STUDY
One of the major problems confronting management today is that of motivating to perform assigned task to meet or surpasses predetermined standard. Motivation is that energizing forces that induces or compels and maintains behaviour. Human behaviour is motivated, it is goals directed. It is not easy to motivate an individual, for the success of any motivational effort depends on the extent of which the motivator meets the needs of the individual for whom it is intended. Motivation is an internal psychological process whose presence or absence is intended from observed performance. In Nigeria today, lack of proper managerial knowledge, economic depression and high rate of unemployment have made most workers subjected to themselves, to deplorable working conditions, which of course are the catalyst of low performance. The management of most organization tends to believe that workers are satisfied with their job but unfortunately they are not. The disadvantage of these to the employers that workers will not put in their best and the result will be low performance. Managers in most of the organization are aware of the situation in the labour market, and as such went to capitalize on that to subject workers to deplorable working condition. It is when one is satisfied both physically and psychologically that such a person can perform his best. Therefore, intimidating workers or threatening to sack can only worsen the situation but cannot solve it. Job satisfaction presupposes going to work and getting believed of work done. In Nigeria, most at times, the pay given to a worker is not commensurable to the type of work done. This is the reason why sometimes efficient and experience worker leave an organization for another organization that pay more or stay in the organization and perform below expectation. Job dissatisfaction is quite prevalent in most organization low performance which comes as a result of job dissatisfaction is always the basis for conflict between organization and workers. Managers always blame the workers for not putting in their best and on side of the workers they blame management for not providing or creating an enabling environment as in motivation. Whoever may be guilty, the bottom line is satisfying the objective of the organization, which of course is to make enough profit to keep the organization moving. Meet the above object there need for both the management and employee to reach a consensus, the management meeting the desires of the workers and in turn the employees putting in their best in terms of performance. The workers need security of all types; physical, psychological and economic are important for effective and efficient performance. Security can serve as an incentive to some individual to remain with the organization and to put in maximum effort in performance.
Guaranty Trust Bank Plc was incorporated as a limited liability company licensed to provide commercial and other banking services to the Nigerian public in 1990 and commenced operations in February 1991.In September 1996, Guaranty Trust Bank Plc became a publicly quoted company and won the Nigerian Stock Exchange President’s Merit award. In February 2002, the Bank was granted a universal banking license and later appointed a settlement bank by the Central Bank of Nigeria (CBN) in 2003.Guaranty Trust Bank undertook its second share offering in 2004 and raised over N11 billion from Nigerian Investors to expand its operations. On 26 July 2007 GTBank became the very first sub-Sahara bank and first Nigerian joint stock company to be listed on London Stock Exchange and Deutsche Börse. The IPO raised US$750,000,000. In the same year, they successfully placed Nigeria's first private Eurobond issue on the international capital markets. The GTBank USD 500,000,000 Eurobond was the first ever Benchmark Eurobond issue by a Nigerian corporate and the second Eurobond programme by GTBank in the last 5 years. The long-term debts of Guaranty Trust Bank Plc are rated BB- by Standard & Poor's and AA- by Fitch Ratings, which are the highest ratings for a Nigerian bank. They introduced online banking and SMS banking in Nigeria and a naira denominated MasterCard as well as the Platinum and World Signia cards and with GTB-on-wheels, mobile branches. On 12 March 2008, GTBank was given a banking licence for the United Kingdom by the Financial Services Authority. GTBank is a partner of Eko Atlantic City a new made island (820 ha.) in the Atlantic Ocean, adjacent to Victoria Island Lagos. It will be the home of the new Financial District. The building of Eko Atlantic City started in 2009 and is expected to be finished in 2016. To commemorate the bank's 20th anniversary, the Nigerian Postal Service issued a set of GTBank Anniversary postage stamps. This was the first time in Nigeria that a corporate organization was honored in such a way. In 2011, the bank became the biggest bank in Nigeria by market capitalization. In 2013, the Bank issued a USD 400,000,000 Euro bond at a coupon rate of 6%; the least obtained by a Nigerian company in the international capital market. The Eurobond was issued under the USD 2,000,000 Global Medium Term Note Programme, which is registered under both Regulation in the United State of America and Rule 144A in the United Kingdom and sold to investors across Africa, America, Asia and Europe.
1.2.      STATEMENT OF THE RESEARCH PROBLEM
Some organization tends to employ more personnel in order to meet the set target of their organization’s production and to satisfy the primary demand of customer. However, despites all these effort, there could still be inefficiency that is performance could still be below expectation. This situation, which have a negative effect on sales, call for great concern and action in order to check and make proper correction to the problem. When an employee is confronted with a problem in work situation, his usual reaction will be to adopt a problem solving behaviour, which may take the form variability in though, or action. If the variability in action and thought does not appear to be the solution to problem, the employees can abandon the problem and settle for less. As a result, motivating the personnel to find out what could be responsible becomes inevitable
1.3     OBJECTIVES OF THE STUDY
The major objective of this study is to find out if there is a significant relationship between motivation and employee productivity. The specific objectives are;
1 To determine if there is a significant relationship between intrinsic motivation and employee productivity.
2 To determine if there is a significant relationship between extrinsic motivation and employee productivity.
3 To determine if there is a significant relationship between motivational tools and employee productivity.
1.4      RESEARCH HYPOTHESIS
The following hypothesis will be tested in order to achieve the objectives of this study.
Hypothesis 1
H0: There is no significant relationship between intrinsic motivation and employee productivity.
HA:There is a significant relationship between intrinsic motivation and employee productivity.
Hypothesis 2
H0:  There is no significant relationship between extrinsic motivation and employee productivity.
HA:  There is a significant relationship between extrinsic motivation and employee productivity.
Hypothesis 3
H0: There is no significant relationship between the motivational tools used by the organisations and employee performance.
HA: There is a significant relationship between the motivational tools used by the organisations and employee performance.
1.5     SCOPE OF THE STUDY
The scope of this study is limited to the effect of motivation on productivity of workers of GT Bank, Ugbowo, Benin city, Edo State.
1.6.      SIGNIFICANCE OF THE STUDY
 The importance of this study are enormous just to mention but a few.
1. This study will contribute to the growing body of knowledge in the area of motivation.
2. The study is basically a definite scope which will help elicit the effect of motivation on workers performance.
3. This study will contribute to the growing body of knowledge in the field of reward system as it looks at the concept at different angles.
4. It will profer solutions to the factors responsible for low productivity in workers.
1.7     RESEARCH QUESTIONS
     To achieve the objectives of this study, the researcher intends to provide answers to the following questions;
1   Is there a significant relationship between intrinsic motivation and employee productivity?
2.   Is there a significant relationship between extrinsic motivation and employee productivity?
3.   Is there a significant relationship between motivational tools and employee productivity?
1.8    LIMITATIONS TO THE STUDY.
The followings were limitations to this study;
Bias on the part of respondents in providing the required information served as a limitation to this study, smallness of the sample size also served as a limitation to this study, another limitation was that of reluctance on the part of respondents to respond promptly, the scope of the study being that the study is limited to just a firm in the service industry served as a limitation to the study. Finally, inability to use probability sampling technique for the study served as a limitation to the study.