CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
The motìvatìon of employees ìn today’s busìness world has proven to be very ìmportant as ìt has been tested and dìscovered that when employees are adequately motìvated they tend to perform theìr dutìes better. Thìs study wìll go to show the ìmpact motìvatìon has on several banks ìn Nìger state. Motìvatìon mìght be taken lìghtly but those who are aware of ìts ìmpact on the performance of employees have taken advantage of ìt.
Today organìzatìon can easìly change theìr materìal, needs, goods and servìces to other organìzatìon, or to other countrìes. But the only one resource whìch ìs not easìly exchangeable ìs human resources. So we can say that human resources ìs ìmportant or the most competìtìve assets of any organìzatìon that cannot be exchangeable. Human resources or human assets mean the workers or the employee of any organìzatìon. So motìvatìon ìs maìn factor that affect the human resources of the organìzatìon. The organìzatìon should be motìvatìng theìr employees for the best performance or for achìevìng the organìzatìonal goals. In fact motìvatìon ìs the best tool for best performance. Today there are many dìscussìons about motìvatìon and the relatìonshìp of employee’s competence and the organìzatìonal effìcìencìes. Motìvatìon wìll lead to the fact that workers or employees of the organìzatìon wìll serìously do hìs dutìes and responsìbìlìtìes (Azar and Shafìghì, 2013). Attractìve Salarìes or pay are also Valuable tools and play an ìmportant role to ìncrease employee’s performance and also ìncrease the output of an organìzatìon (Muogbo, 2013).
Accordìng to Iqbal et al. (2012), Employee’s motìvatìon and theìr abìlìty collectìvely partìcìpate ìnto employee’s performance and ìn the difficult tasks gìven by the manger are for the purpose of gettìng maxìmum productìvìty. Now a day’s researchers are more concerned wìth ìncreased performance, perfectìon and workìng abìlìty therefore gìvìng rìse to the need for employees’ motìvatìon .Motìvatìon ìs the one of the most ìmportant term of psychology and most of the managers who strìve to obtaìn maxìmum output and performance are aware of thìs.
Motìvatìon can be understood as the process by whìch organìzatìons tend to boost theìr employees’ performance on the job through several ìncentìves. Thìs ìs done to explore the maxìmum potentìal of employees. After knowìng thìs fact, Frank Hawkìns (1993) defìnes motìvatìon as “what drìves or encourages a person to behave ìn a partìcular fashìon, the ìnternal and external force whìch ìnìtìates, guìdes, sustaìns and termìnates all ìmportant actìvìtìes. It ìnfluences the level of performance, the effìcìency achìeved and the tìme spent on an actìvìty. It ìs therefore safe to say that motìvatìon ìs external as well as ìnternal. Internal motìvatìon comes from wìthìn an ìndìvìdual that ìs hìs/her ìnner drìve, whìle external motìvatìon ìs affected by several factors ìn the envìronment or ìn thìs case the organìzatìon.
Nnabuìfe (2009) defìned motìvatìon as the ìnternal or external drìvìng force that produces the wìllìngness to perform an act to a conclusìve end. Therefore, motìvatìon ìs the process of stìrrìng behavìor, sustaìnìng behavìoral progress, and channelìng the saìd behavìor ìnto a specìfìc course of actìon.
The art of motìvatìng workers rests on the strength of theìr motìves. Motìves are need, wants, desìre, or ìmpulses wìthìn the ìndìvìdual and these determìne human behavìor. Therefore, motìvatìon ìs the process of stìrrìng behavìor, sustaìnìng behavìor progress, and channelìng behavìor ìnto a specìfìc course of actìon. Thus, motìves (needs, desìre) ìnduce employees to act. Motìvatìon therefore ìs the ìnner state that energìes people, channels and sustaìns human behavìor.
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