WORKERS MOTIVATION AND JOB PERFORMANCE IN THE BANKING SECTOR

WORKERS MOTIVATION AND JOB PERFORMANCE IN THE BANKING SECTOR
 
CHAPTER ONE
INTRODUCTION
1.1  BACKGROUND TO THE STUDY
There has been an enormous level of research and theories in the area of motivation as it affects worker’s job performance. Since motivation of workers is central to job performance in all industrial sectors, most importantly banking sectors, it is therefore an attempt to address this issue in the study. Wally (1980) post that motivation is including others to behave in a specific ways towards goals specifically stated by the motivation. Naturally, these goals as also the motivation system must confirm to the corporate policy of the organization the motivation system must be “tailored’’ to the situation and to the organization for a project fit.
Motivating is the way urges, aspiration, drives and needs of human beings direct or control or explain their behaviour. Manager acquire the creation and maintenance of environment of the performance of individual working together in a group toward accomplishment of a common objectives. A manager can not do this job without knowing what motivation worker. The necessity of building motivation factors into organizational roles the staffing of these rules and the entire process of directing and leading people to build on knowledge of motivation. To emphasize in important of knowing and taking advantage of motivation factors which attempt to manipulate people but rather not to cost managers in the race. Their job is not to recognize motivation factor in designing on environment for a good job performance.
Although, various kinds of incentives schemes have been devised to make work load, but they do not seem to be very satisfactory unless other forms of motivation are aroused is well. During recent years, managers and social scientist have come to realize that work can be intrinsically motivation, either because it is directly comfortable in itself or because it provides opportunities for achievement and recognition through the sustaining of a self-image, or because it is felt to be worth while or because people become committed to be goals of the organization as the result of participation in decision of co-partnership scheme and though their relationship with group or supervisions.
Its however the sale objective of any management in all industrial set-up to maximize profit and enhance productivity of its workers. Workers on the other hand have the sole intention of earning better wages and to work in a good environment. The workers as a matter of fact according to Adam (1963) supply their effect when participation in economic activities based on the motivation of the individual interest is the predominant motivation of and other social action. In a situation where management and the workers conflicts as a result of negligence from the or both members of the two parties, this can lead to a turnover in job performance. View in interest of workers motivation and job performance.
1.2  STATEMENT OF THE STUDY
The relationship between workers motivation and job performance has been a unique feature of the third world countries, particularly Nigeria. Today in Nigeria banking sector, they search for answers to the motivation problem which is complex undertaking people are different, they have different needs, wants and goals changes as they grow older, as their life situation changes as they have new experience that is how their environment changes managers have to realize that money is not the sole reason for working the use of money of any other single incentive strategy is not going to work for every one, probably not even the majority of workers. Although, money is important, so one other reason for managers would be much easier job if money were the sole determinant for the performance of duties. Managerial strategy would befit wages as closely as possible to performance. The use of the various incentive plan is to accomplished the end product, only best, mixed result, for instance United States workers have ranked for forty or fifty in terms of what they want from their jobs (although for workers in underdeveloped countries, it is considered to be of prime important).
However, workers in the industrial sectors in Nigeria today have lead to show their through absenteeism, excise from duties and all method when the job is socially or intrasocially non-motivating or because the job is turned out to be the opposite of their goals and expectation when workers were joining the establishment. This can be explained with an example of the banking sector in Nigeria it is in respect of that the study is geared towards the finding of workers motivation effectiveness on job performance in the banking sector.
1.3  OBJECTIVES OF THE STUDY
The aims and objectives of the study is to assess or examine factors that assume prominence in motivating job performance among bank workers with their condition of service the study shall also find out influence of provision welfare facilities on the commitment of workers to duties. The extent to which promotion and economic reward can influence workers commitment to work and the major area which the research shall seek to explore in the sector.
1.4  SIGNIFICANCE OF THE STUDY
A large number of discussion and studies have been carried out in the past as regards workers motivation and job performance. This is in respect of the fact that the issue is of great reverence to managers and workers like if they both have to realize their goals and objectives. This study would then serve as yet another intellectual contribution to the search for a menu of proffering solution to the biting issues of workers motivation and job performance in banking sector. Similarly, the study would serve as a medium of informing managers on how workers can be well motivated to have a good result from them when performing their assigned duties and roles also to enhance a better working assignment. The study is particularly designed to be of great significant to researchers, students and other that may also have interested in carrying out a research of this magnitude in future. This may have served as a reference point for guidance and clearer understanding of the subject mater workers motivation and job performance in banking sector.
1.5  THE RESEARCH QUESTIONS
The study provides answers to the following research questions:
To what extent can staff motivation lead to improve job performance
Can workers motivation have any impact on their performance?
Which of the motivational factor assume prominence in their performance?
What are short coming existing on workers motivation?
Why is it necessary for workers to be motivated?
What are the implementation tools that can be used in motivation?
1.6  SCOPE OF THE STUDY
The scope of this research project covers Diamond Bank Lokoja Kogi State. It is limited only to Dimond Bank Lokoja due to its nearness in proximity as against the entire Diamond bank in the country as a whole which may be too capital intensive in the course of travelling to source for information. The period is between 2010-2014.
1.7  LIMITATIONS AND CONSTRAINTS OF THE STUDY
The time constraints has in any case been a major limitation to this study. The time factors policy inhibited the collection of the same other important information in that the researcher also had to fulfil other academic obligation and participant observations would have been at use in the area data collection. In addition, inadequate finance was another hindrance to the study. The researcher could not have done any better considering to his limited supply of the necessary resources at his disposal. This has affected in physiological and otherwise. The study has been restricted to workers motivation and its impact on job performance. All other factors they may affect the performance of workers when discharging their duties which are not related to motivation have been treated and entrances factors. The time frame for this research programme is however the academic year.
1.8  DEFINITION OF KEY TERMS
Motivation: Can be defined as literally the desire to do thing or is defined as the process that initiates, guides, and maintain goals oriented behaviours.
Workers Motivation: This is an emotional stimulus that cause the workers to act.
Performance: It is the act of carrying out the duties contained in a contract.
Productivity: This measure the relationship between quantity (and quality) of results produced and the resources required for production.
Management: This refers to people who are responsible for direction and running organization
Employee: An employee is one who works for an employer, as opposed to self employed person working on his own account or an unemployed person seeking employment.
Industry: An industry as any organized activity using capital and labour to reproduce a particular product or class of product: the ship building/Air craft chemical/iron and steel industries.
Organization: This is any structure and process of allocating jobs so that common objectives may be achieved.
1.9  ORGANIZATION OF THE STUDY
The framework of this research work is divided into five chapters. Chapter one is the introductory part of the research work which comprise of the background to the study, statement of the problems, objectives of the study, significance of the study, research question, scope of the study, limitations and constraints, definition of relevant terms as applied in the research work and organization of the study. Chapter two focus on literature review which includes, the concept of motivation, motivation strategies, impact of motivation on the performance of diamond bank, method of maintaining discipline on diamond bank, motivation and job performance as well as the historical background of the organization under study (Diamond Bank) Chapter three as usual is on research methodology, and design which comprise features such as population of the study, method of data analysis, sample of the study and method of data collection. Chapter four of this research work is focused mainly on data presentation and analysis with finding made after the presentation and interpretation of data. Finally, chapter five which is on summary, conclusion and recommendations.