HUMAN RESOURCES MANAGEMENT AND EMPLOYEE MOTIVATION AN EFFECTIVE TOOL TO ENHANCE WORKER’S PRODUCTIVITY

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HUMAN RESOURCES MANAGEMENT AND EMPLOYEE MOTIVATION AN EFFECTIVE TOOL TO ENHANCE WORKER’S PRODUCTIVITY ( A CASE STUDY OF AFRI BANK OF NIGERIA PLC)

CHAPTER ONE

  • Introduction

  • Statement of the problems

  • Purpose of the study

  • Significance of the study

  • Scope and limitation of the study

  • Historical background of Afri bank Nigeria plc

  • Organizational chart of Afri bank of Nigeria plc

  • Definition of the term used.

CHAPTER TWO:- LITRATURE REVIEW

2.1     History of fringe benefits (incentive) as a motivational factor, Wages and Salaries in Nigeria

2.2     Motivation and employees’ services

2.3     Theories of motivation

2.4     Other motivational theories

2.5     Relationship between performance and motivation

2.6     Relationship between fringe benefit and motivation

2.7     Motivational techniques

CHAPTER THREE:- RESEACH METHODOLOGY

3.1     Introduction

3.2     population and Sample

3.3     Research Design

3.4     Research Instrument

3.5     Method of Data Collection

3.6     Method of Data Analysis

CHAPTER FOUR: PRESENTATION AND ANALYSIS OF DATA

  • Presentation of data

  • Analysis of data

CHAPTER FOUR:- SUMMARY CONCLUSION AND RECOMMENDATION

5.1     Summary

5.2     Conclusion

5.3     Recommendations

          References

          Appendix

CHAPTER ONE/INTRODUCTION

Employee’s interest in higher productivity does not develop without some stimulation by management; either directly or through the creation of an atmosphere in which employees wants to contribute their best effort to the job.

It must be received that in any organization, motivation `has a great impact on worker’s performance, if properly administered. It will enhance the output of the workers which has a multiplier effect on the rate of profit and turnover of the organization.

Remuneration policy and methods can be considered in isolation from the country’s economic policies. That is why the state of the economy must be critically analyzed before any policy on remuneration could be implemented.

According to Haire (1963), in his wages and salary policy and administration, he states that pay in one form or another is certainly one of the main spring of motivation in one society.

As a motivator, it becomes part of general psychological problem’’. An incentive is a systematic procedure for establishing a sound compensation structure. By reducing inequalities among employees earning, a good programme raised individual moral and reduces inter group friction.

Similarly, motivation (incentives) policy shall be the policy of an organization to promote incentives that are at least as good as, if not better than, those paid by the competitors for similar types of work under similar conditions of works in the communities in which it operates.

  • STATEMENT OF THE PROBLEMS

One approach to employees’ motivation has been to add incentive to an individual’s job as the primary factor in improving performance. Endless mixes of employee benefit –such as Health care, Life insurance, profit sharing , Employee’s stock ownership plans, Exercise facilities, Subsidized meal plans, Child care availability, company’s car and more have been used by companies in  their effort to maintain happy employees in the belief that happy employee are motivated employee. To what extent has these incentives affect employees productivity in Nigeria: A case study of Afribank plc.

  • PURPOSE OF THE STUDY

Motivating employees to contribute their efforts to accomplish organizational duties and task requires the identification variables that could be influencing such efforts. The identification of such variable is not an easy task. This could be attributed to the variety of employees need and aspiration from the jobs which imply that motivating factors are multi dimensional.

Basically, the purposes of the study are:-

(1)      To resolve problem in process of motivating workers.

(2)      To examine various leading theories of motivation and their effect on productivity.

(3)        To determine whether a group of workers will have some need and wants which effects their productivity.

(4)      To determine whether financial motivation alone can                       satisfy the employees need and wants therefore stimulate          them

to work harder.

(5)      To arrive at suggestions which if implemented can help to improve the workers output and efficiency and thus achieve company goals and objectives.

(6)      To serve as guidelines for the easy study.

(7)      To serve as reference for other staffs.

 

  • THE SIGNIFICANCE OF THE STUDY

For modern days business enterprises to be successful, the presence of committed and dedicated managers and highly motivate workers is required.

To get the workers motivated, the manager must understand those factors that will motivate a particular employee at a particular point in time.

The study will however, assist managers in getting the best out of their workers to achieve the enterprises objectives.

This will be achieve by establishing the importance of motivation in today’s  highly competitive and dynamic business environment and how the concept could be used to  inspire appropriate co-operation effort essential for achieving individual and organizational goals.

  • SCOPE AND LIMITATION OF THE STUDY

There are certain motivational factors that would account for a specific type of behaviour (better performance, higher productivity) from the workers. The area which the study covers are:-

  • Motivation and employee services
  • Maslow’s hierarchy of needs
  • McGregor theory x and theory Y
  • McClelland theory of human motives
  • Victor Vroom’s expectancy theory
  • motivational techniques
  • Relationship between fringe benefit and motivation.
  • Relationship between motivation and performance.

The study also takes a case study of Afribank of Nigeria Plc and twenty five (25) numbers of respondents to arrive at the objective of the study.