THE IMPACT OF MOTIVATION ON EMPLOYEE PRODUCTIVITY IN NIGERIA
Abstract
This study examines the relationship between Motivation and Employee productivity, using First Bank Nigeria Plc. as a case study.
First Bank of Nigeria, is a Nigerian multinational bank and financial services company. It is the country’s largest financial services company serving about eight Million (8,000,000) strong customer base through over 750 nationwide branches, as well as online services, with its global reach and currently it is Nigerian’s largest bank by assets.
Just like any long standing big organization First Bank Plc. is faced with the problem of developing and sustaining staff engagement through motivation to achieve high employee and organization productivity and prevent low employee morale and low overall organizational performance, the paper aimed at identifying various strategies and motivational techniques that exist in the organization, determination of the best motivational techniques that bring the best out of employees and to determine ways of improving overall organizational performance through appropriate motivational approach.
This study was carried out among the employees of First bank Nigeria Plc. spanning through branches and the headquarter in Lagos, Nigeria.
450 well-structured questionnaire were administered on the six (6) geopolitical zones of Nigeria where First Bank Plc is evenly represented in branches with a total of 300 questionnaires received back and passed through statistical analyses.
Research questions were raised based on the research objectives and hypotheses.
Chi ( x2 = Chi-squared) statistical test was deployed to test the various hypotheses formulated in the study.
The result showed that quality of supervision has positive effect on employee motivation to work better. It was also found that workers perception on what obtained in his organization will motivate him to greater productivity. Financial motivation involving monetary rewards have greater impact on performance and organizational productivity.
- INTRODUCTION
1.1 Background of the Study
Motivation, as a process, started with a need in human being which creates a vacuum in a person.
In an attempt to fill the vacuum an internal driving force is generated which starts and sustains a
chain of action and reaction. It is at that point that the vacuum is also filled. With this background
information, Nnabuife (2009), define motivation as the internal or external driving force that
produces the willingness to perform an act to a conclusive end. This first aspect of motivation we
choose to describe as internal motivation because the driving force comes from within an
individual. The second aspect is external motivation, is applied by the organization. This is
because employees are motivated to identify with organization in order to satisfy their varied and
variegates needs and desires. Until they have been identified and properly satisfied, they will
never cease to impede smooth running of the organizations
One of the biggest problems facing manager in the organizations is how best to get employees
committed to their work and put in their best towards the accomplishment of organization’s
objectives. Motivation is concerned with why people do what they do. It answers such questions
as why do managers or worker go to work and do a good job. This tries to explain what motivates
people to act the way they do, with primary focus on the work place. It is the primary task of the
manager to create and maintain an environment in which employees can work efficiently and
realize the objectives of the organization.
Employees differ not only in their ability to work but also in their will to do so (motivation). To
motivate is to induce, persuade, stimulate, even compel, an employees to act in a manner which
fulfilled the objectives of an organization.
International Journal of Managerial Studies and Research (IJMSR) Page |
The motivation of employees depends on the strength of their motives. Motives are need, wants,
desire, or impulses within the individual and these determine human behaviour. Therefore,
motivation is the process of arousing behaviour, sustaining behaviour progress, and channeling
behaviour into a specific curse of action. Thus, motives (needs, desire) induce employees to act.
Motivation therefore is the inner state that energies people, channels and sustains human
behaviour.
Since it has been established that all behavior except involving responses are goals directed,
manager can apply motivational theories of management in their attempt to direct the job
behaviour of employees towards the goal of their establishment.
Every organization and business wants to be successful and have desire to get consent progress.
The current era is highly competitive and organizations regardless of size, technology and market
focus are facing employee retention challenges. To overcome these restraints a strong and positive
relationship and bonding should be created and maintained between employees and their
organizations human resource or employees of any organization are the most central parts so they
need to be influenced and persuaded towards task fulfillments.
For achieving prosperity, organizations design different strategies to compete with the
competitors and for increasing the performance of the organizations. A very few organization
believe that the human personnel and employees of any organization have its main assets to which
can lead them to success or if not focused well to decline. Unless and until, the employees of any
organization are satisfied with it, are motivated for the tasks fulfillment and goals achievements
and encouraged, none of the organization can progress or achieve success.
Employee motivation is one of the policies of managers to increase effect
tual job management
amongst employees in organization (shadier et al. 2009). A motivated employee is responsive of
the definite goals and objectives he/she must achieve, therefore in that direction. Rutherford
(1990) reported that motivation formulates an organization more successful because provoked
employee are constantly looking for improved practices to do a work, so it is essential for
organizations to persuade motivation of their employees (Kalimullah et al 2010) Getting
employee to do their best work even in strenuous circumstances is one of the employees most
stable and greasy challenge and this can be made possible through motivating them.
1.2 Statement of Problem
Workers leave organization due to the fact that they are not motivated enough. Some are not
willing to leave because they are enjoying some benefit in terms of promotion, which leads to
increase in salaries and wages, bonus and some other incentives.
The workers of Manufacturing firms in Nnewi will prefer financial incentives to non financial
incentives ,more especially the junior workers ,due to the fact that such incentives are not used as
a motivational technique, the company have the problem and challenges of retention of their
employees. Hence low performance and productivity becomes the end result and finally work
dissatisfaction.
1.3 Objective of the Study
The main objective of this study is to ascertain the motivational techniques adopted by the
Manufacturing firms in Nnewi. Other specific objectives are:
- To investigate the motivational techniques adopted by the Manufacturing firms.
- To examine the response of the employees to motivational techniques adopted by the
Manufacturing firms in Nnewi. - To find out the problem hindering the success of the employees motivation in the
Manufacturing firms in Nnewi - To ascertain if motivation lead to higher performance and productivity.
1.4 Research Questions - What are the motivational techniques adopted by the Manufacturing firms to retain her
employees?
