THE IMPACT OF MOTIVATION ON EMPLOYEE’S JOB PERFORMANCE IN AN ORGANIZATION

 

 

ABSTRACT

The purpose of this study is to ascertain how motivation affects employees’ effectiveness at work in a business. Access Bank Plc is the subject of this case study. Investigating and identifying the causes of the existing situation is the goal here, along with looking for workable solutions to the staff’s lack of enthusiasm and poor job performance.

The research design is a survey research design that includes the responses’ opinions, impressions, and perceptions. Simple random sampling and proportionate stratified random sampling were used as the sample methods. The questionnaire was intended to sample opinions and gather data.

The questionnaire was distributed to a total of 60 Access Bank employees, including top management, middle management, and junior personnel. They were given the questionnaires, but only 50 of them—28 men and 22 women—replied. The data was analyzed and the hypothesis was tested using chi-square and simple percentage.

The outcome of the hypothesis test revealed that

Paying Access Bank Plc employees commensurate compensation and benefits would encourage them to execute their jobs more effectively.
Promotions given when they are due will encourage workers to perform at a better level.

The study suggests that Access Bank Plc management make every effort to improve employee satisfaction, particularly among those who are dissatisfied with their pay and want to contribute more to the company. The consequences of this unhappiness may reduce the organization’s ability to accomplish its duties.

CHAPITER 1

Introduction (1.1)

For many people, motivation can mean many different things. Their effect on the person is influenced by his perception of what he values, which in turn affects whether or not he takes any action.

A system of rewards and penalties, whether financial or not, that determine or have an impact on employee performance and attitude toward their jobs can be referred to as a motivational tool. It is a result of human resource management, and its influence has a significant impact on determining the level of industrial and labor harmony or disharmony in the organization as well as the quality and quantity of production.

The forces occurring on or inside a person that create the arousal, direction, and persistence of goal-directed, voluntary effort are another definition of motivation.

According to one definition, work motivation refers to “conditions that affect the arousal, direction, and maintenance of our activities in settings that are important to the workplace.”According to Gbadamosi and Adebakin (1997, PP33), motivation is the “act of motivating some or oneself to get a desired course of action, to push the correct button, to get a desired reply.

John Michael (1975,pp 265). “Creating organizational settings that can inspire personnel to work toward achieving company goals is the process of motivation,” according to Richard Hodgetts (1977, pp 385) It has been said that energy, direction, and sustainability make up motivation, the force or drive that prompts us to act in a particular way.

Humans use motivation as a driving force to accomplish their aims.

Extrinsic or intrinsic motivation is referred to as either:

When a person is motivated intrinsically, they are doing so because they are interested in or enjoy the activity at hand and are not responding to outside pressure.

Competing is typically extrinsic since it encourages the performer to win and beat others, not to enjoy the intrinsic rewards of the activity. Common extrinsic incentives include reward like money and grades coercion and threat of punishment.

According to Koontz et al (1983: 14), “management requires the creation and maintenance of environment in which individuals work together in group toward the accomplishment of the objective.” Since poor approaches were used to attach organizational objectives, management has been faced with a wide range of challenges.

These strategies have both advantages and disadvantages. Firma are currently dealing with a complicated managerial situation in other worlds because of the aforementioned phenomenon.

Therefore achieving an organization’s goal is the primary goal of management.

The welfare of the workforce is given little to no consideration. As a result, the company’s aims are unsuccessful since the employees are not inspired and well-treated.

The incentives range from insufficient to nonexistent. Management frequently adopts a dogmatic approach to motivating employees, which frustrates their expectations. It is important for managers to understand that what can drive one person at a specific time and place may not motivate another.

An individual is motivated to work because of the expectation that comes with everything they accomplish. Motivation is an internal psychological process, says Ajuogu (1996, p. 47). The driving force behind people’s actions is their motivation.

1.2 A SUMMARY OF ACCESS BANK’S HISTORY

Access Bank Plc is a great example of how a small, unnoticed Nigerian bank was transformed into a notable African financial institution with rising footprints on the global banking scene. According to asset basis, Access Bank is currently among the top 10 banks in Nigeria. As compared to its predecessors, this achievement is astounding.

The initial (1988-2002)

A banking license was granted to Access Bank on December 19, 1988.

Beginning on February 8th, 1989, Access Bank opened its

Burma Road, main office in Apapa.

Access Bank became a public limited liability company on March 24, 1998.

Access Bank received a universal banking license from the Nigerian Central Bank on February 5, 2001.

The Renewal

The board of director chose Aigboje Aig-Imoukhuede as MD/CEO and Herbert Wigwe as Deputy Managing Director. The instructions were clear: “Reposition the bank to one of Nigeria’s premier financial institutions within a five-year period (March 2002-March 2007).” Given the circumstances of the Bank at the time, many considered this undertaking audacious. M. Gbenga Oyebode was also appointed to the Board and brought with him significant board experience from some of Nigeria’s top businesses, including MTN Nigeria and Okomu Oil Palm Plc. The new management then presented Access Bank Plc with a reform agenda.

This agenda constituted a total break from everything that had previously defined the bank, and it served as the guide for the bank’s transformation into a reputable financial organization. The objective was to:

Assemble a management team that is reputable and capable.
Establish a culture of excellence based on ethics and professionalism.
Ensure the development of human capital
Boost the number of shareholders
Establish robust policies and procedures to guide the bank’s daily operations.
Develop a low cost liability generating approach and instill a love of consumers in every employee.
increase branch coverage to include all clearing zones in Nigeria
Build a prestigious brand image.

In the first year, the transformation agenda’s effects were apparent. The bank increased its balance sheet by 100% and reported a remarkable profit before tax of N1 billion. The profit before tax amount exceeded the bank’s total profit during the previous 12 years. This also signaled the start of a triple-digit growth trend that would last for six years and set a record. :::::::::::::::::::::::: : : : : : : As part of their expansion strategy, Access Bank purchased Intercontinental Bank on February 1, 2012, in order to strengthen their capital position, grow the number of their branches, and provide better customer service.

Statement of the issues

There are so many issues that have been proved to be an impediment to all business sectors. Since then, the majority of businesses have not managed to attain a significant supply of corporate workers and maximum productivity.

It has been observed that employees frequently complain about the administration of their wages and salaries, poor working conditions, welfare, effective supervision, the availability of adequate equipment and materials at the workplace, the provision of suitable appliances, and their upkeep, among other things. The aforementioned complaints show that things with the employees are not going well. On the other side, management always inquires as to why employees are no longer productive or are producing at a low level within the company.

We give them fantastic fringe benefits in addition to paying them well and providing decent working conditions and environments. The answers to the management questions posed above frequently indicate to managers that staff members are either not sufficiently motivated or dissatisfied with their jobs. If opportunities aren’t given to employees at work to meet their requirements, production will continue to decline and performance will always be the law. A few human relations professionals were prompted by this worrying query to investigate the factors that influence an employee’s performance at work. issues performance have forced many researchers work intensively on this subject to find out dependable solutionss to the problemss.

THE STUDY’S OBJECTIVES

The study, among other things, will attempt:

to ascertain the primary motivators of employees inside a firm.
To learn what motivates an employee’s performance on the job
The contact between some employees and the bank of Plc was enhanced.
to refrain from engaging in effective leadership practices that will improve employee work performance.
to determine whether employees are receiving training when necessary to improve their job performance, etc.

NECESSITY OF THE STUDY

The study can help Access Bank Plc, located in Enugu Metropolis, increase productivity and employee performance in the future.

Also, it will help management decide how to engage staff members through incentives other than money.

OBJECTIVES OF THE STUDY
The data gathered and other essential information are limited to Access Bank Plc. The study will be conducted in the Enugu Metropolitan. This study focuses solely on how motivation affects an employee’s ability to execute their job.

Moreover, the report makes no mention of any bank nearby or analyzes it in any way. All the banks in Enugu State should have been included in the study, however due to time and funding limitations, only Access Bank Plc, Metropolis of Enugu.

RESTRICTIONS TO THE STUDY
This study focuses primarily on how motivation affects workers’ performance at work in Access Bank Plc.

When there are restrictions on research, work of this size or nature can be done without restrictions. As a result, during the course, various limitations were experienced.

COST: A student cannot reasonably pay the price of thorough investigation. The cost of the materials required for this work has increased, as have the shipping costs.
Time: One of the constraints in the course of conducting this research effort was time.
SCARCITY OF LITERATURE: The research had some issues gathering materials, particularly those pertaining to the history and activities of the bank. This interfered with the efficient completion of this work.

 

QUESTIONS FOR RESEARCH

The following research questions will be addressed in an effort to meet the goal of this investigation:

What actions are thought to have an impact on an employee’s performance at work by Access Bank Plc?
How well have these efforts been carried out to achieve organizational goals?
Are Access Bank Plc employees motivated in terms of fair pay and benefits?
Are promotions given to Access Bank Plc employees when they are due?
Are Access Bank Plc workers involved in decision-making?

HYPOTHESIS

The following research hypothesis is developed for precise empirical validation of this study in order to achieve its objectives:

HYPOTHESIS NULL Ho

The motivating and performance strategies used by Access Bank Plc Enugu Metropolis are unsatisfactory in the eyes of the staff.

Hi: The motivating and performance strategies used by Access Bank Plc Enugu Metropolis are well-liked by the staff.

Ho: Including employees in decision-making will not inspire them to perform their jobs more effectively.

Hi: Employee participation in decision-making will encourage them to do their jobs more effectively.

Ho: In Access Bank Plc Enugu, there is no correlation between employee motivation and work performance.

metropolis.

Hi: Access Bank Plc Enugu’s employees’ motivation and job performance are directly related.

Metropolis.

Ho: Paying employees commensurate compensation and benefits wouldn’t encourage them to perform their jobs more effectively.

Hi: Paying employees commensurate compensation and benefits would encourage them to execute their jobs more effectively.

Ho: Giving employees their due promotions won’t inspire them to perform better on the job.

Hi: Promotions given to employees when they are due will encourage them to execute their jobs more effectively.

DEFINITION OF TERMS

MOTIVATION: is a social process in which some participants attempt to persuade others to work harder and more effectively. In order to fulfill their wants, people behave in ways that are motivated by their mental state. Together with willingness, conditioning, and the capacity to satiate certain requirements for the individual, motivation also refers to the ability to achieve something.

It serves as a motivating factor for people to accomplish their objectives.

MOTIVE: The desire, wishes, and other comparable forces that direct action toward objectives in people.

According to Collins English Dictionary, a motive is a psychological characteristic that prompts an organism to take action in the direction of a desired objective. It is also the reason behind an action, the thing that gives behavior meaning and purpose.

There are two types of motives: rational motive and irrational motive.

RATIONAL MOTIVE: A motivation that can be supported by logic or reasoning While an irrational purpose is one that defies logic or reason.

A payment or concession made in order to encourage increased output or investment is referred to as an incentive.

Extra compensation is given to employees in addition to their base salary in order to motivate them to boost production.

BONUS: An extra payment or gift that is given on top of customary or anticipated amounts. Or a sum of money that is seasonally added to salaries, particularly as a reward for strong performance.

A portion of the employee salary that is connected to the quality and quantity of the work performed, particularly a payment that is paid at the direction of management rather than in accordance with a predetermined formula.

EMPLOYEE PERFORMANCE: This is the contribution employees make to organizational goals, i.e., how well they do their duties.

MOTIVATOR: Factors that persuade someone to do something; influences on human conduct.

BEHAVIOR: The department of one’s conduct and manner.

PRODUCTIVITY: The ability to perform tasks effectively and according to plan. relative economic activity efficiency.

PERFORMANCE: Achieving and reaching state objectives. the act of performing a responsibility or completing an undertaking, such as a task.

FRINGE BENEFIT: Any non-wage or salary payment or benefit provided to workers by employers, such as pension plans, profit-sharing schemes, paid time off, and life, health, and unemployment insurance provided by the employer.

STAFF TURNOVER: Staff turnover refers to people quitting their jobs or being fired, retiring, passing away, etc.

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