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
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
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Date
2005-10
Authors
UMAR, Baba Sheima’u
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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.
Description
A PROJECT SUBMITTED TO THE POSTGRADUATE
SCHOOL IN PARTIAL FULFILLMENT OF THE REQUIREMENTS
FOR THE AWARD OF THE DEGREE OF MASTER IN BUSINESS
ADMINISTRATION (MBA) OF AHMADU BELLO UNIVERSITY,
ZARIA
DEPARTMENT OF BUSINESS ADMINISTRATION,
FACULTY OF ADMINISTRATION
AHMADU BELLO UNIVERSITY
Keywords
ANALYSIS,, RELATIONSHIP,, MOTIVATIONAL INDUCEMENTS,, EMPLOYEE PERFORMANCE,, BANKING INDUSTRY,, STUDY OF STANDARD TRUST BANK NIGERIA LIMITED,