CHAPTER ONE

INTRODUCTION

1.1   BACKGROUND TO THE STUDY

Although,
there is general agreement among psychologists that man experiences a variety
of needs, there is considerable disagreement as to what these needs are and
their relative importance (Van Rooyen, J. 
2006).

One
of the basic problems in any organization is how to motivate people to work.
Motivating people to work entails, meeting their needs. This is because people
working in the organization to meet workers needs affect the satisfaction,
which the workers derive from their job.

The
satisfaction that the workers derive from their job can affect their motivation
to work. People are motivated by various factors at different times, according
to Wilkinson et al (2007) the first factor is the combination of the individual
perceptions of the expectations other people have of them, and their own
expectations of themselves. This happens because people come into work
situations with various expectations. 
When they arrive at the work place, they meet other people who also have
expectations of them; positive individual and group expectations serve as
positive motivational factors for the worker. This is why a balance must be
struck as much as possible between organizational objectives and individual
aspirations (Sulcas, P.  2007). The essence
of this is to ensure a situation where the individual is motivated while the
organization is achieving established objectives.

The
second factor deals with the issue of self-images and concepts as well as life
experiences and personality.

These
factors have to be positively motivated in the worker to yield proactive
behaviour. This can be achieved through a carefully planned reward system,
which is a type of reinforcement directed at modifying people behaviour.  

 Those who occupy management positions in organizations
encourage behaviour basically through the means of positive reinforcement.
Positive reinforcement boosts favourable consequences that go a long way to
encourage the repetition of particular behaviour (Adonisi, M.  2005). 

It
is therefore important for the management to ensure

that
they motivate their employees to achieve the set goals and objectives of the
organization. The management of an organization can motivate its employees if it’s
able to study the characteristics of the employee and know what actually
motivate them to productivity.

It
is in view of this that this study wants to look at motivation of employees as
tool for improving organizational productivity, by using the Diamond bank plc as
a case study.

1.2   STATEMENT OF THE PROBLEM

Organization
exists for the purpose of rendering some services. For the organization to meet
its objectives, people are employed in the organization in order to help the
organization meet its objectives. Thus, in order to ensure that people employed
in the organization perform optimally towards the realization of organizational
goals, they need to be motivated to work.

Motivating
people to work entails meting their needs. There is a great controversy over
the issue of motivating people.

Some
people are of the view that such extrinsic factors like money, praise, and
quality of supervision and company’s policy can motivate people to work, while
others are of the view that such extrinsic factors like advancement quality of
the job done by person, recognition and growth can motivate workers to
productivity.

It
is in view of these controversies that this study wants to look at the
motivation of employees in the organization by using Diamond bank plc as a case
study; and in doing this, the following questions arise:

1.3   RESEARCH
QUESTIONS

It is in view of the above problems that the following
questions arise:

1. What are the factors that motivate employees to
perform in an organization?

2. What are the available techniques of motivating
employees for higher productivity?

3. Do motivation actually steer employees productive
capacity?

4. What are the problems militating against
employees motivation, and

4. How can these problems of employees’ motivation
be addressed in order to improve productivity in the organization?

1.4   OBJECTIVES OF THE STUDY.

This research work
hopes to achieve the following objectives:

To
examine the factors which motivate employees to perform in the organization

1.
To look at various techniques of motivating people to performance in the
organization,

2.
To ascertain the effect of motivation on workers productivity.

3.
To identify the problems associated with the motivation of workers in the
organization.

4.
To suggest the solutions to such problems, if any.

Finally,
to improve people’s knowledge in this area of organizational behaviour.

1.5   Research Hypotheses

          The
following hypotheses will be tested in this study:

1.          
Ho: The
quality of supervision will not motivate workers productivity.

Hi: The
quality of supervision will motivate workers productivity.

2.          
Ho: A
worker’s perception of what obtained in his organizational will not motivate
him to greater productivity.

Hi: A worker’s perception of what obtained in his
organizational will motivate him to greater productivity.

3.          
Ho: A
worker’s perception of organizational appraisal policy will motivate him to
greater productivity.

Hi: A worker’s perception of organizational appraisal
policy will not motivate him to greater productivity.

4.          
Ho: The
worker’s satisfaction with its fringe benefits will not motivate him to greater
productivity.

Hi: The worker’s satisfaction with its fringe
benefits will motivate him to greater productivity.

1.6   Significance of the Study

            This study will
educate the management of the organization (especially the organization under
study, Diamond bank plc) on how to motivate their workers to productivity.

The
findings of this study will generate people’s interest in researching into
other areas of motivation in the organization will enrich the literature on
motivation as a phenomenon.

        Finally, the study hopes to enrich
people’s knowledge in this area of organizational behaviour and management of people
in the organization.

1.7   Scope of the Study

This
study is on impact of motivation on organizational productivity. The study will
also covers the various techniques of motivation and theories of motivation as
they impact on employees productivity in an organization. The study will cover
a period of ten (10) years of organizational performance.

1.8   Limitation of Study

 The study is limited to the employees’
motivational factors,

and
its effect of organizational productivity. The study does not consider other
variables and as such is limited to only those areas specified above. Also, it
does not cover all sectors of the Nigerian economy. The diamond bank plc is one
the area of the economy that is responsible for big businesses and service
rendering, and as such the study does not look into how these motivational
factors work or influence productivity across other sectors.

1.9   Organization of Study

For
an orderly presentation of this study, this research essay has been divided
into five (5) chapter; the first gives an introduction of the study, chapter
two focuses on literature review, chapter three talk about the methodology,
chapter four is the analysis and presentation of data for this study, and the
last chapter summarizes the study and gives useful recommendations.

1.10   Operational Definition of Terms

The
following terms were defined as used in this study:

Productivity:
Is the ratio of output or production capacity of the workers in an organization.
It is the relationship between the amount of one or more inputs and the amount
of outputs from a clearly identified process.

Employees:
are the workers in an organization,
working for the accomplishment of the organizational goals. In this study, the
employees are those staffs of the organization, Diamond bank plc

Motivation:
Motivation is a decision-making process, through which the individual chooses
the desired outcomes and sets in motion the behaviour appropriate to
them”.

Adequate Motivation:  These are factors (familiarity, concern and
driving force), which exist or are provided in a work situation either
physically or psychologically which determine the input and productivity level
of the worker.

Intimacy:  Intimacy or Familiarity could be described as
the feeling of warmth and friendliness based on interpersonal relationship
among people.

 Consideration:
Consideration or Concern refers to a situation where both their colleagues and
managers treat staffs with understanding. In this case, there is both a
personal and human touch in dealing with workers.

Morale:
Moral refers to staff emotional and mental level of zeal.

REFERENCES

Adonisi,
M.  2005.   Antecedents of an organizational culture
that fosters corporate entrepreneurship. 
People Dynamics, August 2005. 
Vol. 23, No. 8.  p. 6.

Sulcas,
P.  2007.   Are your practices producing results?  People Dynamics, June 2007.  Vol. 25, No. 6.  p. 12.

VAN ROOYEN,
J.  2006. 
Facing barriers beyond conscious awareness.  People Dynamics, January 2006.  Vol. 24, No. 1.  p. 4-5.

Wilkinson,
A. Westerman, J. & Simmons, B. (2007) The effects of work environment on
the personality-performance relationship: 
an exploratory study.  Journal of
Managerial Issues. Summer 2007.  Vol. 19,
Issue 2.  p. 288-305, 18p.

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