Dissertation: Motivation's Impact on First Bank Employees

This dissertation examines the impact of motivation on employee performance within First Bank of Nigeria. It begins with an introduction outlining the research aim, questions, and hypotheses, followed by a literature review that defines motivation, explores various motivation types and theories (Maslow's Hierarchy, Herzberg's, etc.), and discusses job performance determinants and their relationship to motivation. The methodology chapter details the study's area, population, sampling techniques, data collection, and analysis methods. Findings from the quantitative questionnaire are presented and analyzed, including a correlation matrix and hypothesis testing. The dissertation concludes with a summary of major findings, conclusions, and recommendations, emphasizing the importance of motivation in enhancing employee commitment and productivity, with a focus on working environment factors and welfare. The study aims to provide strategies to improve motivation levels among First Bank of Nigeria employees. The research also includes an appendix with the questionnaire used in the study.

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Dissertation
Name of the student
Name of the university
Author note

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ABSTRACT
Over the years the lack higher productivity has been ascribed to the lack of proper motivation.
This project talks about motivation and ways on how to boost a higher production in the banking
sector. The project has considered some important theories concerning motivation and the
various forms of motivation. It additionally talks about motivation can have an effect on
workers’ performance. Collection of data was mainly through the use of survey questionnaire.
After the data it was ascertained that there is a compelling connection concerning motivation
and performance. It was therefore suggested, that more effort should be made to ensure workers
feel safe working condition should be secured and safe, also the welfare of worker is satisfactory
taken care. This effort by the organization will influence commitment of employee’s to the
organization which at the long run tends to create a higher productivity. Furthermore, the
concern of the working environment has been seen as an important factor of motivation.
Opinions in regards to the working environment have shown that good working environment in
terms of physical appearance boost motivation which tends to improve productivity.

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Table of Contents
CHAPTER ONE (Introduction)......................................................................................................6
1.1 Introduction............................................................................................................................6
1.2 Background of the study........................................................................................................6
1.3 Research Aim.........................................................................................................................9
1.4 Research Question...............................................................................................................10
1.5 Research Hypothesis............................................................................................................10
CHAPTER TWO (Literature review)............................................................................................11
2.1 Introduction..........................................................................................................................11
2.2 Motivation defined...............................................................................................................11
2.2.1 Types of Motivation.....................................................................................................12
2.2.2 Techniques of Motivation.............................................................................................13
2.3 Job Performance..................................................................................................................15
2.3.1 Determinants of Job Performance................................................................................16
2.4 Theories of motivation.........................................................................................................17
2.4.1. MASLOW’S HIERARCHY OF NEEDS THEORY..................................................18
2.4.2 Motivation theory by (FRED HERZBERG 1954).......................................................19
2.4.3 Equity Theory...............................................................................................................21
2.4.4 Reinforcement Theory..................................................................................................22
2.4.5 McClelland’s Achievement Theory..............................................................................23

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2.4.6 Empirical Studies in the World.....................................................................................25
2.4.7 Vroom’s Expectance Theory........................................................................................25
2.4.8 Africa Related Studies..................................................................................................26
2.4.9 Self Determination theory.............................................................................................27
2.5 Impact of motivation on employee performance.................................................................28
2.6 Conceptual Framework........................................................................................................29
2.7 Literature gap.......................................................................................................................29
CHAPTER THREE (Research Methodology)..............................................................................30
3.1 Area of Study.......................................................................................................................30
3.2 Research Population............................................................................................................31
3.3 Sampling techniques and sample.........................................................................................31
3.4 Data collection techniques...................................................................................................33
3.5 Data Analysis techniques.....................................................................................................34
CHAPTER FOUR (Findings and Analysis)..................................................................................36
4.1 Presentation and Analysis of data........................................................................................36
4.1.1 Data reliability test........................................................................................................36
4.1.2 Quantitative questionnaire............................................................................................36
4.1.2 Correlation matrix.........................................................................................................73
4.2 Summary of Major findings.................................................................................................49
4.3 Proof of Hypothesis.............................................................................................................52

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CHAPTER FIVE (Summary, Conclusion and Recommendations)..............................................56
5.1 Summary..............................................................................................................................56
5.2 Conclusion...........................................................................................................................58
5.3 Recommendations................................................................................................................59
References......................................................................................................................................61
Appendix........................................................................................................................................64
Appendix 1.................................................................................................................................64
Appendix 2.................................................................................................................................49

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Topic: Impact of Motivation on Employee performance in First Bank of Nigeria
CHAPTER ONE (Introduction)
1.1 Introduction
This report aims to evaluate the impact of motivation on employee performance in First
Bank of Nigeria. Motivation has been a key topic of discussion for the past decades and with the
advent of the new generation, there has been significant changes in the motivating factors among
employees in the work place. Motivation is a key component of driving the employees in
improving their performance and the study will examine the case of First Bank of Nigeria to
identify the impact of the motivational factors on the performance of the employees. This will
facilitate in identifying the motivating factors for thee employees in First Bank of Nigeria.
1.2 Background of the study
Organizational objective can basically be attained only when employees are offered good
working environment and conditions which encourages employee’s to perform their jobs roles
effectively well. Approaches used by managers in the previously has proven to be unsuitable,
management can effectively achieve organizational success only by the means of motivating
employees to work for management aims.
One of the main difficulties challenging management is the ability of motivating
employees to execute delegated duty to meet set values. In every organization, the purpose and
anticipation of organization is for the workforces to give their very best so as to attain
organizations objectives and goals. This is why organizations tend to pay more interest regarding
motivation. Motivational scheme helps to create good working environment that encourage
employees to fulfil their wants also at the same time achieving administrative goals

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Though, the main objective of motivating employees is to enable organization
accomplish maximum productivity and performance is basically one the major demanding task
of an organization challenge, since this characteristic of organization tasks that deals with
organizational or human behavior. Organization hence requires certain ability to know why
people act in a certain way and reason why they do, these will enable organization to motivate
employees to act in the manner the organization attains necessary. The word motivation has been
considered in diverse ways by various academics and writers as it relates to an organization thus
having a diverse opinion regarding what motivation is totally all about.
Motivation is well defined as a developing influence that prompts or forces and preserve
behavior( Nwachukwu 1998), this perception about motivation is confusing to organization since
motives are not observed directly or evaluated but can be judged from individual’s behavior.
According to (Berelson and Steiner 1984:42) defines motivation as internal states that boost and
stimulate behavior towards certain objectives and goals. In other words, motivation is an overall
term that applies the whole classes of drives, wants, and desires needs and forces. Motives are
centered on human wants, which could be intentionally or unintentionally motives. Some
primary motive needs are based on psychological requirements for air, food, shelter and water.
While others are considered as secondary this includes status, self-confidence, association with
others, affection and self-assertion (Maslow, 1965)
It is very significant for organization to motivate their employee by doing those things
that will positively gratify employee’s desire and employees are required to behave in a desired
way that will enable organization to attain the desired objectives and goals. Years back
oppression and fear was the prime motive that was used for motivation. This technique was

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demonstrated to be efficient only for a certain period of time. This was due to the circumstance
that the more the employees were forced and intimidated; the more they resisted the pressure
from organization.
Furthermore traditionally organizations enjoys using rewards such as, pay rise, job
security, good working environment or mistreatment such as unlawful dismissal, demotion of
employee, or holding back of rewards for the purpose of motivating employees so as to attain a
greater performance. In today’s business environment, organizations cannot depend on the
influence of working conditions or salary benefits to stimulate employees in other for them to
perform efficiently well. Motivation is a far more complex method.
One third of individuals spend their working hours at work, it is not unexpected
employees ought to anticipate basic satisfaction from their work. These wants will fulfill a range
of needs, in every area around the job and throughout the job and off the job. There is this debate
concerning the values of contentment derived from the job as opposite to overall satisfaction
attained in another place in life. Work is basically one of the very significant occupations in an
individual’s life. If an employee lacks job satisfaction, such employee would hardly have a
completely contented life. In Various professions, employees devote a lesser amount of time on
the job today than they did in the past. Organization needs to identify the driving force that that
tends to motivates behavior of employees. Organizations have the responsibility to better
working environment.
Nevertheless, organizational performance is equally controlled by the ability and their
readiness of the employees to give their very best (Feldman & Arnold, 1983; William, 2010).
Readiness and capability are significant, since it suggests that outside a definite level, the
absence of capability cannot be balanced for readiness to an increase in motivation and equally

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the absence of readiness cannot be balanced for employee’s capability to an increase level
performance. Readiness and capability are essential mechanisms that successfully help every
organization a higher level of performance.
It hence seems to this researcher that the accomplishment of any organization is
influenced by the capability of the organization to know the problems of motivation and
implementing suitable motivational structures that will deliver a satisfactory working
environment which helps to encourage the employees to greater level of performance.
1.3 Research Aim
The aim of the study is to identify the different elements of motivation and different
factors affecting the performance of employees. The impact of the different elements of
motivation on the factors of employee performance. This will facilitate in identifying the
significant factors of motivation for the employees in First bank of Nigeria. The objective of the
study are as follows:
 To identify the different elements of motivation in First bank of Nigeria
 To identify the different factors affecting the performance of employees in First Bank of
Nigeria
 To examine the impact of motivation on performance of the employees in First Bank of
Nigeria
 To recommend suitable strategies to improve the level of motivation among the
employees in First Bank of Nigeria

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1.4 Research Question
Primary research question
 What is the impact of motivation on performance of the employees in First Bank of
Nigeria?
Secondary research question
 What are the different elements of motivation in First bank of Nigeria?
 What are the different factors affecting the performance of employees in First Bank of
Nigeria?
1.5 Research Hypothesis
H0: There is no impact of motivation on performance of the employees in First Bank of Nigeria
H1: There is significant positive impact of motivation on performance of the employees in First
Bank of Nigeria

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CHAPTER TWO (Literature review)
2.1 Introduction
As stated by Ibrahim and Brobbey (2015), motivation is not only about attitude, learning,
personality and perception, it facilitates in understanding the behaviour of individuals. Past
researches conducted on employee motivation and performance suggest that the traditional
theories of motivation are still effective in motivating the employees. However, the emergence of
the modern motivational theories suggest that with change in generation, motivational factors for
the employees have been changed significantly. This means that employees may be subjected to
different types of factors based on their needs and wants (Asim 2013). The literature review
section will critically evaluate the past researches conducted in this field of motivation to
examine the important components of motivation and employee performance and the way they
are related.
2.2 Motivation defined
The word motivation has had severally definitions by the various authors. (VERNON
1971:1) according to him motivation is basically a desire that prompts individuals to act in a
particular ways. Such desire occurs from a coherent judgment to attain a particular need or can
be as a cause of the combination of both of these dynamics which are known as the physiological
factors which are self-actualization, need to belong, security wants and self-esteem wants.
According to (Bittel 1980:45) defined motivation as a practice that compels an individual
to act in a particular way so as to satisfy important human requirements so enable human
survival they are personal sense of personal worth, achievement and security.

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(Bittel 1980:45) he believes that a person’s confidence will go down if such requirements
are not accomplished consequently it can lead to low productivity. According to (Koontz
1984:5) the word motive is an internal state of mind which directs a person’s behavior towards
achieving set goals. So basically, ‘motivation ‘is a universal word that applies to the whole class
of forces, needs, requirements, wishes, and related forces.
Motivations to the researcher are means organization use or establishment use to
encourage workers to put in their very best in other to accomplish the organizational purposes.
Many organization’s uses various means to motivate their workforce they could be in form such
as rise in salary, provision and bonus, medical facilities, loan facilities, leave grant, pension
scheme and some other Incentives organization may decide to implement if deem fit.
2.2.1 Types of Motivation
Motivation at working environment can occur in two ways:
Extrinsic motivation, this refers to does things are done for employees so as to motivate
them. This happens when organization’s offers such rewards as pay increase, promotions or
praise (Armstrong, 2006). Extrinsic form of motivation is a behavior is prompted by external
element of reward which are, positive feedback, praise, money, the nonexistence of punishment
are some of the examples of extrinsic motivation (Deci, 1980).
Intrinsic Motivation, this is developed from the satisfaction gotten from the job. This is
associated as the process of motivation by doing the job itself as long as it fulfills employee’s
wants or it makes employees believe that their objectives will be accomplished. Intrinsic
motivation in people is self-generated’ because employees pursue work that gives them
satisfaction. Some of the factors influencing intrinsic motivation comprises of responsibility