Motivation as a means of increasing productivity in an organisation

Project Abstract

Motivation plays a crucial role in enhancing productivity within an organization. This research project aims to explore the relationship between motivation and productivity, with a specific focus on how different motivational techniques can be utilized to increase overall organizational performance. The study will delve into various theories of motivation, such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and intrinsic versus extrinsic motivation. By conducting a thorough literature review, this research will examine the impact of motivation on employee engagement, job satisfaction, and ultimately, productivity levels. The study will also investigate the role of leadership in fostering a motivational work environment, as well as the importance of aligning individual and organizational goals to drive performance. Furthermore, this project will analyze case studies of successful implementation of motivational strategies in different industries to provide practical insights into how organizations can effectively boost productivity through motivation. By identifying best practices and potential challenges, this research aims to offer valuable recommendations for managers and HR professionals seeking to enhance motivation within their teams. Ultimately, the findings of this study are expected to contribute to the existing body of knowledge on motivation and productivity in organizational settings. By highlighting the significance of creating a motivating work culture and implementing tailored motivational initiatives, this research seeks to provide actionable insights that can lead to improved performance outcomes and sustainable competitive advantage for organizations in today's dynamic business environment.

Project Overview

<p> </p><div><p><b>INTRODUCTION</b></p><p><b>1.1</b>&nbsp; &nbsp; &nbsp; &nbsp;<b>BACKGROUND OF THE STUDY</b></p><p>In recent times, managers and<br>management researchers have long believed that organizational goals are<br>unattainable without the enduring commitment of members of the organisation. It<br>has been said that the workforce remains the most critical productive asset of<br>any Organization. It is the human element that gives direction and dynamism to<br>the organisation.</p><p>In fact, any organisation can<br>only grow to the extent made possible by the Voluntary and creative application<br>of the skills and expertise of its workforce. It is for this reason that the<br>search ways and means of motivating the workforce for optimal organisational<br>performance has more or less remained a cardinal concern of management since<br>the birth of industrial civilization.</p><p>Today, as in the early days<br>of organizational history, managers often ask some fundamental questions: what<br>can we do to motivate our workforce? What is the purpose of motivation? No one<br>yet has discovered a single Technique or gimmick that answers this question.</p></div><div><p>As<br>many still ignore that fact that no organization can survive without its<br>workers, and the workers themselves cannot be productive if their needs are not<br>met.</p><p>Also, managers and management<br>researchers have long believed that Organizational goals are unattainable<br>without the enduring commitment of members of the organization.</p><p>Freeman (1998: 38-39) noted<br>that organizations, emphasized increase in productivity without necessarily<br>considering the needs of the workers. They are however, ignorant of the fact<br>that organization cannot survive without its workers and the workers themselves<br>cannot be productive if their needs may not be met.</p><p>Aluko, M.A. (2000: 32)<br>asserted that workers should not be made to work as machines and tools whose<br>presence in the organization is just to perform while emphasis is placed on<br>productivity alone without thinking of what will drive the employee to put on<br>his optimum best.</p><p>Stoner (1998:463) stated that<br>motivation is a human psychological characteristics, it includes the factors<br>that cause channel and sustain human behaviours, motivation deals with “what<br>make people think”.</p></div><div><p>Aluko<br>(2000:32) noted that the major motivational factor is money, although we have<br>seen that in Nigeria, money alone do not guarantee productivity.</p><p>Other non-monetary incentives<br>such as price, job promotion, upgrading and advancement, job security and<br>recognition go a long way to boost the morale of workers. If workers needs are<br>satisfied, it might lead to an increase in productivity. However, every manager<br>regardless of the size of the organization can incorporate motivation into the<br>work environment to stimulate and influence employee.</p><p>From the foregoing, since the<br>study of motivation is essential for organisational survival and growth, it is<br>an attempt by this study to look at the effect of motivation as a tool for<br>increasing employee’s efficiency. A study of selected bank in Nigeria.</p><p><b>1.2</b>&nbsp; &nbsp; &nbsp; &nbsp;<b>STATEMENT OF THE PROBLEM</b></p><p>Although much has been said<br>and written on this topic, and the fact that the subject has been given<br>increased in most organization especially in Guarantee Trust Bank and United<br>Bank for Africa, one still finds out that productivity in most financial<br>institution is low; it takes extra efforts for the staff to put on optimal<br>performance.</p></div><div><p>In<br>the light of the foregoing, the critical task of this research is to identify<br>effective motivational strategies that could propel and increase employee<br>efficiency in Guarantee Trust Bank and United Bank for Africa.</p><p>Also right from the beginning<br>management of organizations has always been faced with the problem of how to<br>motivate workers to greater performance with a view to increasing productivity.<br>Even till now, the problem still persists in most organisations. Therefore the<br>problems posed by this study are:</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Does money or monetary incentive induce workers to perform well on their<br>task?</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Some of the employee may not be satisfied with the present reward system<br>as been instituted by management hence, management may ignore the real<br>incentive that motivate employee.</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Money alone is not the only motivating force that induces employee to<br>put their optimum best, there are other forms of this reward: praises, job<br>advancement, higher responsibility and promotion. The question then is, to what<br>extent has it been incorporated into the banking industries?</p></div><div><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Labour turnover is a major problem in most of Nigeria Banks. Some banks<br>record as much as 20% to 30% within a year.</p><p>The question then is, is<br>labour turnover as a result of poor employee motivation?</p><p><b>1.3</b>&nbsp; &nbsp; &nbsp; &nbsp;<b>OBJECTIVES OF THE STUDY</b></p><p>This study intends to:</p><p>(i) &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>Examine the effect of motivation in increasing employee productivity</p><p>(ii) &nbsp; &nbsp; &nbsp; &nbsp;<br>Find out may be money (pay) is the main motivating factor that can make<br>employee increase their level of performance.</p><p>(iii) &nbsp; &nbsp; &nbsp; <br>Examine other inherent problem and constraints militating against<br>effective employee motivation in an organization.</p><p>(iv) &nbsp; &nbsp; &nbsp; <br>Suggest personal administrative system, policy and procedure that can<br>assist organization to highly remunerate their workforce and reduction in the<br>labour turnover.</p><p><b>1.4</b>&nbsp; &nbsp; &nbsp; &nbsp;<b>RESEARCH QUESTIONS</b></p><p>The research seeks to answer the following:</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Does motivation have any impact on employee’s performance?</p></div><div><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Does many play a determining role in the optimum performance of an<br>employee?</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Is it possible for employee to leave his/her present job if he/she is<br>offered a higher package?</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Are there any difference in what is offered now compare to other banks?</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>What are<br>the causes of labour turnover in Nigeria banks?</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Are there any different in motivational packages of the present<br>generation banks compare to the old generation banks?</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Are labour turnover more prevailed in old generation banks to new<br>generation banks?</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>How can the present existing remuneration packages of this bank be<br>improved?</p><p><b>1.5</b>&nbsp; &nbsp; &nbsp; &nbsp;<b>RESEARCH HYPOTHESIS</b></p><p>The following research hypothesis shall be<br>tested.</p><p>Ho: there is a relationship between motivation<br>and productivity</p><p>Hi: &nbsp; &nbsp; There is no relationship between motivation and productivity.</p><p><b>1.6 &nbsp; SIGNIFICANCE OF THE STUDY</b></p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>The study will be of immense importance to different categories of<br>people: namely individuals, students, organisations and the</p></div><div><p>management of<br>Guarantee Trust Bank and United Bank for</p><p>Africa .</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>The research work when accomplished will create ways by which the<br>management of Guarantee Trust Bank will reappraise there present motivation<br>package with the aims of improving employee’s performance and reduction in<br>labour.</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>It is also hoped to increase the level of knowledge on the existing<br>motivation schemes in the Nigeria Banking Sector.</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>It will<br>assist student as a reference material in their libraries.</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>It will also pose a challenge to other researchers who may be interested<br>to research more in their area.</p><p><b>1.7</b>&nbsp; &nbsp; &nbsp; &nbsp;<b>SCOPE OF THE STUDY</b></p><p>The study intends to cover Guarantee Trust Bank<br>and United Bank for</p><p>Africa, headquarter of the banks and selected<br>branches within Lagos</p><p>metropolis. The study is limited to effect of<br>motivation of employee as</p><p>a tool in increasing employee’s efficiency.</p><p><b>1.8 &nbsp; LIMITATION FOR THE STUDY</b></p><p>In the course of carrying out this study, a lot<br>of challenges stood on our</p><p>way, prevalent among these are:</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Finance</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Transportation</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Uncompromising attitude of some interviewers hoarding of vital<br>information by some staff of the two banks.</p></div><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Time constraints as to the deadline for the submission of the research<br>work.</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>Scarcity<br>of relevant material</p><p>Despite these challenges<br>effort were made to carryout a thorough investigation on the study without<br>impede on the exercise.</p><p><b>1.9</b>&nbsp; &nbsp; &nbsp; &nbsp;<b>DEFINITION OF TERMS</b></p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>PERFORMANCE: This is defined as the ability to achieve result or given<br>objectives (Freeman, 2000:29).</p><p>– &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>MOTIVATION: This refers to an inner drive that Energizes activities<br>compels and moves an individual to act or behave positively on a certain manner<br>(Stoner, 1998:463).</p><p>PRODUCTIVITY: This means output per unit of<br>Labour input, it is the balance between all factors of production that will<br>give the greatest output for the smallest effort (Freeman, 1998:38-39)</p> <br><p></p>