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AN ANALYSIS OF THE RELATIONSHIP BETWEEN MOTIVATIONAL INDUCEMENTS AND EMPLOYEE PERFORMANCE IN THE BANKING INDUSTRY: A STUDY OF STANDARD TRUST BANK NIGERIA LIMITED, ZARIA BRANCH
Abstract
The psychology of motivation is tremendously complex and one may be asked what it takes to motivate an employee in an industry in a developing economy like ours. The answer is embedded not only in the individual organisations disposition towards the employee’s needs and aspiration but also the employee’s inherent attributes with regards to the internally generated drive from self-motivation. Motivational programmes and initiatives try to propel employees to higher productivity. The work environment too has to be taken cognisance of in increasing employees performance. In view of this the motivation of employees require an all inclusive plan in all motivational ramifications and the proper implementation of such to ensure an effective and efficient attainment of organisational goals. It is with this in hindsight that the researcher decided to delve into this fundamental aspect of work performance relationship. With the large scale, low level of capacity utilisation in the productive/serve oriented sectors of the economy, it became imperative to embark on an academic discourse of this nature to ascertain the course(s) responsible for this malady and proffer solutions to stem this tide. A reasonably quantity of literature was reviewed in the course of this research project. The annual report of Standard Trust Bank, Nigeria Limited was widely consulted. Survey methods such as the questionnaire and interview were extensively used. Analysis of data collected revealed that most employees were inclined on being more productivity when motivated by whatever medium deemed appropriate by management. There was considerable response in favour of generating and sustaining each employee’s internal drive for self-satisfaction. The recommendations highlighted are summarised herein. That, traditionally, work motivation has depended on external rewards such as financial remuneration, promotion, fringe benefits etc. As a result, employees have become conditioned of wait for external incentives or threats before taking action. External motivation is however temporary and as such, to foster long-term sustained motivation, organisation must inspire employees to draw their motivation from within. They must direct their employees to be self motivation rather than externally induced and care must be applied in the administration of such directives since employees is unique.
TABLE OF CONTENT
Title page- – – – – – – – – i
Approval page – – – – – – – -ii
Dedication – – – – – – – – -iii
Acknowledgement – – – – – – – -iv
Abstract – – – – – – – – – -v
Table of content – – – – – – – -vi
CHAPTER ONE
INTRODUCTION – – – – – – – -1
1.0 Background of the study – – – – -1
1.1 Statement of the problem – – – – -5
1.2 Purpose of the study – – – – – -6
1.3 Significance of the study – – – – -8
1.4 Research questions – – – – – -9
1.5 Scope of the study – – – – – – -10
CHAPTER TWO
LITERATURE REVIEW – – – – – – -11
CHAPTER THREE
Research methodology – – – – – – -39
Design of study – – – – – – – -40
CHAPTER FOUR
Presentation, analysis and interpretation of data – -48
CHAPTER FIVE
Summary of findings – – – – – – -60
Conclusion – – – – – – – – -61
Recommendations – – – – – – – -62
Suggestions for further research – – – – -64
References – – – – – – – – -65
Appendix I – – – – — – – – -68
Questionnaire. – – – – – – – -69
