ABSTRACT
This research work is a very crucial study for the Access Bank Plc. The study was motivated by the necessity to establish what constitute motivational instrument in the organization and the extent of their application. Sources of data includes, primary and secondary data in which both relevant official and non official materials and publications regarding the subject matter were drawn. Data collected were analyzed using table and percentages. Tests were carried out on the hypothesis using chi-square method. The major research findings revealed that, the performance of an employee to a very large extent does not depend solely on his skills and ability, intelligence or knowledge, but on the motivation he receipts. Motivation of course, is the portent force for optimum productivity. This force is embedded in those incentives that make an employee to work harder, compelling him to action while at the same time satisfying his desire. It also shows that adequate use of motivational instruments have drastically reduced rate of labour turnover and lateness to work by some workers in Access Bank Plc. From the finding, for motivation to be successful, it must be connected to other management control, and must protect and reflect quality. It also has shown that an employee would always want his efforts and competence in his job to be appreciated and adequately rewarded, otherwise he could feel bitter and frustrated. Having outlined some of the revelations drawn from the study, organizations wishing to optimize its resources should as a matter of fact concentrate more on incentive scheme which is performance based. This if proper implemented will create room fro efficiency and encourage competition amongst workers, which will then be translated in grater productivity.
TABLE OF CONTENTS
Title page i
Approval page ii
Dedication iii
Acknowledgement iv
Abstract v
Table of Contents vi
List of Tables x
CHAPTER ONE
INTRODUCTION
1.1Background of the study 1
1.2Statement of the problem 11
1.3Objective of the study 13
1.4Research questions 13
1.5Hypothesis formulation 14
1.6Significance of the study 15
1.7Scope of the study 16
1.8Historical Background of Access Bank Plc 17
1.9Definition of terms 21
CHAPTER TWO
REVIEW OF RELATED LITERATURE
2.1Introduction 24
2.2Motivation and performance 26
2.3Models and Theories on Motivation 27
2.3.1Content theories of motivation28
2.3.2Process theories of motivation 38
2.3.3Techniques for motivating the employee 47
2.3.4Symptoms of poor motivation 50
2.3.5Importance of motivation 51
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.1Introduction 53
3.2Research method and design 54
3.3Area of the study 55
3.4Population of the study 55
3.5Method of data analysis 56
3.6Instruments for data collection 58
3.7Validation of the instruments 58
3.8Reliability of the instruments 59
3.9Method of data collection 59
3.10Sample and sampling procedures 60
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1Introduction 62
4.2Respondents characteristics and classification 63
4.3Presentation and analysis of data
(Research Question) 65
4.4Presentation and analysis of data (Research Hypothesis) 68
CHAPTER FIVE
FINDINGS, SUMMARY, CONCLUSION AND RECOMMENDATION
5.1Findings 75
5.2Conclusions 76
5.3Recommendations 77
5.4Suggestions for further studies 79
Bibliography 81
Appendixes 83
LIST OF TABLES AND DIAGRAMS
2.1Abraham Maslow – Hierarchy of Needs 32
2.2Clayton Alderfer – The ERG Theory 34
2.3Fredrick Hertzberg – The factory theory 36
4.1Age classification 63
4.2Sample size distribution 64
4.3Organization data 66
4.4The way staff and workers are treated 66
4.5Trade union position of its employees 67
4.6Joint consultation 68
4.7Effective motivation 68
4.8Effective motivation 69
4.9Adoption of motivation technique71
4.10Success of motivation 71
