Generally organisation comprise if two groups of people, the employees i.e. the people who forms the greater part workman group and the management of the organisation i.e. Managing Directors who involves in the decision making in the organisation. Man in his natural form in 1934 always tries to gravitate towards his comfort zone unless some kind of force in applied to him. It is this force or situation that causes him desire to move out of his comfort zone in order to avert a negative consequence. This force of situation now becomes the motive for his working towards this set target (motivating factor).
According to Poku (1967:226) our lives are worked by our need, our desire and our preferences, so the way we live and what we achieve (within the limit of our ability of one particular circumstances) are the product of these feeling, therefore, people join organisation to satisfy these needs and desired. Motivation can be defined as the need, or fear that prompt an individual act. (Webster Encyclopaedic dictionary of the English Language 1991) motivation is the process that moves a person towards a goal. Wole Adewunmi also defines motivation as the inner stimulus that induces one to behave the way he does it is that thing that makes you do what you dove inner drive, it has to do with that inner state that energies, activates or moves and therefore directs behaviour towards goal.
Individuals form the employees in any banking industry, their behaviour and reaction towards various kinds of motivation must be borne in mind our effort is to find out the effect of those factors on higher productivity. This higher productivity is the ultimate desire of every profit making organisation especially the banks in general. The union bank plc also has its root in the above phenomena.
Man works basically on the two following reasons:
a. His primary motive is to obtain the resources to meet his physiological needs and support his family.
b. The secondary motive concern mans social needs which has wide ramification. He was to feel that he belongs, that he is accepted by his fellows, this is clearly associated with a desire for companionship. According to burling Hame in his seventeenth century book, he stated and I quote, “work is the resources of mans’ most basic satisfaction it is his social catalyst. The ultimate goal of man is to fulfil himself as a unique individual according to his own innate potential and within the limit of reality.
There are several incentives that could motivate people to work to their optimal level and when these variables are not there, their productivity will generally be affected. These therefore could lead to:
a. low level of production
b. poor quality of service
c. high rate of absenteeism and labour turnover.
d. Bad time keeping and general tax discipline on the other hand, if there are well package incentives such as:
Recognition of self-achievement, advertisement, promotion, good remuneration, and conducive working environment this will lead to greater productivity and less labour turnover. This study is therefore chosen to look at various theories of motivation, their influence on workers and extent they have gone in ensuring higher productivity in banking sectors.
1.1 STATEMENT OF PROBLEM
Prior to 1945 the Financial Institution has witnessed an increase in the number of finance houses and banks in particular. Event in the recent years has been a near collapse of this sectors leaving many banks in distress and liquidation which some have managed to survive, so many have been given out by the concerned authority to same the situation still this sectors cannot recover from their epileptic stand.
The fact therefore remains that the banking sector and other profit making organisation in general no matter how computerized or achitectionally well designed its building is, still built on efficiency of the available human resources and actual input. It therefore takes the wits and dedication of the individuals for this tools to actually function effectively. Considering the above therefore the need for a diligent and lowest work fore for higher productivity cannot be overemphasized. My believe then remains that this is a resultant effect of workers motivation, poor motivation may porting clear display of lack of interest in the work through non-challant attitude to things would helped the banks fortune.
1.2 BACKGROUND OF THE STUDY
Modern banking was first introduced and firm introduced and firm foundation for banking in Nigeria began. Union bank which was formerly known as Barclays bank was a product of the post independence indiginization process in Nigeria a part of the banking boom and crash the late 1940s and early 50s, in 1959 the country was of course triggered off by the establishment of CBN and the era of the free banking period. Today the Union bank plc has emerged in one of the leaders in the banking business in Nigeria both the largest number of shareholders and the greatest asset base. Even in the midst of unfavourable business atmosphere and crunching policy, the bank has taken over the new generation banks and its contemporaries.
The question in why is this bank successful, why is the bank not particularly affected like others with frequent staff management disagreement. It is correct that there must have been attentive motivating factors.
1.3 PURPOSE OF THE STUDY
The basic objective of any organisation is higher productivity and maximization of profit. This however cannot be achieved without enough
OTHER SIMILAR HUMAN RESOURCE MANAGEMENT PROJECTS AND MATERIALS