(A CASE STUDY OF UNITED BANK FOR AFRICA PLC (UBA)
SUBMITTED TO
DEPARTMENT OF BANKING AND FINANCE, SCHOOL OF FINANCIAL MANAGEMENT STUDIES
ABSTRACT
The purpose of this research work is
to determine the effect of motivation on staff performance in Nigeria banking
system (A case study of United Bank for Africa plc UBA). The
primary data were relevant information collected directly from the staff and
management of UBA, which are mainly on the primary data collected were used for
the purpose of statistical analysis. The data were collected using the
questionnaire methods and the primary source Observation, interview and
suggestion. The researcher analyzed
by the use of tables’ presentations and statistical techniques with the use of
percentage and tables, based on the information gathered; both qualitative
observation and quantitative techniques will be applied in the analysis. The
findings indicate that it can be generalized that motivation will have a
significant impact on staff performance in us Banking system. It is concluded that management to know that
both intrinsic and entrinsic factors play ‘important roles in workers to
achieve performance depending on the person, the situation, the environment and
the management can be with personism.
TABLE OF
CONTENTS
Title Page i
Certification ii
Dedication iii
Acknowledgement iv-v
Abstract vi
Table of Contents vii
Chapter One 1
1.0 Introduction
1
1.1 Background
of the study 3
1.2 Statement
of the Problems 4
1.3 Objective
of the study 5
1.4 Research
Questions 5
1.5 Research
Hypothesis 5
1.6 Significance
of the study 6
1.7 Scope
and limitations of the study 7
1.8 Definition
of terms 8
1.9 Historical
Background 9
Chapter Two 12
2.0 Introduction
12
2.1 Conceptual
review 12
2.2 Theoretical
Review 20
2.3 Empirical
Review 27
2.4 Gap
of the Study 29
Chapter
Three 30
3.1 Research Design 30
3.2 Population
and sampling size 30
3.3 Sample
and sampling techniques 30
3.4 Sources of data 31
3.5 Method of data analysis 31
Chapter Four 32
4.0 Introduction 32
4.1 Presentation of Data 32
4.2 Data analysis 32
4.3
Testing of hypothesis 38
4.4 Discussion of research findings 39
Chapter Five
40
5.1
Summary of findings 40
5.2
Recommendations 40
5.3
Conclusion 41
5.4 Contribution
to knowledge 42
References 43
Questionnaire
45
CHAPTER ONE
1.0 INTRODUCTION
System of motivation of staff
performance has been extended practically to the whole of banking sector over
the past few years till and now. It is wide spread within the public sector at
large.
It is still the case that for virtually
all staff incomplete the important of the motivation of staff performances
element is small in relationship to total pay but the direction of change
unambiguous.
Staff performances pay in the
banking sector is likely to become more existence over tonic and to compromise
a growing part of the typical banking sector.
This is another activity of manager
in an organization. It is vital aspect of management because it deals with
human resources of an organization. Motivation is the forces leading to behaviour
directed towards satisfaction of some needs, human needs are unlimited. I lies
are called motives. Examples include hunger and the desire for financial
security.
This
behavior is designed to satisfy these motives It is called motivation or motivated
behavior. Many theories have developed in this subject Maslow, Herberg Mr.
regory and Edger Schrein are some of the names associated with these various
theories that has advanced to explaining peoples behaviour as they do.
It is important that the method in
the banking sector should make a regulated and a direct banking between a
person contributions to the standard of services provided and his or her reward
pay has an important part to play in raising the quality- and improving the
responsiveness of the Banking Services. Therefore, it is purposed to put ill
place, a range of form of performance in Nigeria pay in order to achieve a
closer link between performances and rewards both individual and groups of
staff.
This will be all important means of
searching objectives of improving the customer overtime performances pay bill
and it becomes a disguised way of providing incorporated high increase in the
pay bill.
When
reviewing the experiences of motivation of staff performances pay for senior
grade salaries stress management goods of encouraging and rewarding good
performances as the purpose behind relating pay to performances. But before
management commits itself to banking system. It would have seen only prudent to
consider whether it application to tile banking sector so far has been a
successful one.
Motivation can be referred to as a
set of attitude which predisposes a person to act in a specific goals ‘or ill
an attracted way.
It
is also an inner state which energies channels and substains human behavior to
achieve goals.
This is informed by the fact of that
the most valuable assets of any organization is man (Human resources.) The
whole purpose of motivating employee is to get the best out of them by creating
the willing ness to put certain efforts so that, the organization will be able
to achieve its goals as well as meeting of employees aspiration.
Only
as a result of careful empirical analysis can the authorities be confident that
motivation on self performance in Nigeria pays in general and specific in
particular work of banking system.
Punishments are attached negatively
motivated your action will have all undesirable outcome Positive Motivation:
This can be secured by praising employees when they perform better than others
or by giving them credit for work done; It also entails use of rewards in the
form of money or symbol and other forms of recognition are the most obvious
application positives motivation.
Motivation will always meet in
employee reciprocity build a health and peaceful industrial climates for
banking industry.
Therefore, this paper is aimed to
look into theories and application of motivational performances as it is
related to productivity.
1.1
BACKGROUND OF THE STUDY
One
of the cardinal problems facing motivation on staff performance in the banking
industry in Nigeria is staff performance in the banking industry in Nigeria is
lack of staff motivation to improve standards in their organizations. The
motivation and expectation of management is for employees’ or staff to give their
best to achieve the organizational aims and objectives.
It
is clear that people are the orbit upon which any establishment revolves, that
is why most management tends to give more attention to motivation.
Thus,
motivation programmed created conditions that encourage staff to satisfy their
need while at the same time accomplishing the organizational aims.
To
motivate staffs, management create real or imagined need. A real need could be
designed to be achieved through promotion, increase in wages and salaries as
well as employment or increase organizational favour and furniture e.t.c.
Motivation
is a subject that starts with the study of man’s motives, need, wants and
behavior it is that energizing force that induces and maintains behavior, which
stimulates people to work so that the organizational goals is achieved.
This
project tends to review different types of motivators, step tending to staff
been motivated, rules and the effects of their performance and that of the
banking industry.
This
project however, does not claim to be the best treatments of this project
“motivation on staff performance as a tool for improving the staff performance
in the banking industry in Nigeria”.
1.2 STATEMENT
OF THE PROBLEM
The banking industry is done of the
most competitive industries in Nigeria economy.
As a result of this there is need
for staff in this industry to be motivated so as to ginger them in this order
to meet up with the present modern and innovation baking requirements clearly,
the need for staff motivation cannot be over emphasized.
The problem is that motivational
programmed takes cognizance of the felt need of the staff in other words, one
major problem in the design of a motivational programed knows as telling of
staff.
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