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PROJECT TOPIC  : EFFECT OF TRAINING AND MOTIVATION ON WORKERS' PERFORMANCE IN THE BANKING INDUSTRY IN NIGERIA

PROJECT PROPOSAL

BACKGROUND OF THE STUDY
Most organizations have realized that the performance of their workers plays a vital role in determining the success of the organization (Shaheen et al 2013; Ajila and Awonusi, 2004). Elnaga and Imran (2013) stress that for employees to develop the desired knowledge, skills and abilities to perform well on the job, they need effective training programs that may also influence their motivation and commitment. Also, Rafique et al (2014) opine that the relationship of intrinsic rewards (working environment, authority and recognition) extrinsic rewards (pay, promotion and bonuses), job satisfaction and perceived training effectiveness on motivation impact on organizational commitment and knowledge transfer. As such, it is important for employers and managers alike to know what really motivates employees to work more.

Abbah (2014) argues that an organization is effective to the degree to which it achieves its goals pointing out that an effective organization will make sure that there is a spirit of cooperation and sense of commitment and satisfaction within the sphere of it influence. He stresses that in order to make employee satisfied and committed to their jobs, there is need for strong and effective motivation at various levels in an organization. But, Abbah (2014) revealed that Nigerian employees both in the public and private organizations are unmotivated noting that they seems to work with absolute lack-luster due to lack of motivation.

Falola et al (2014) posit that for any organisation to achieve its stated goals and objective in this competitive world, adequate and relevance training and development of staff cannot be over-emphasized. Kiruja and Mukuru (2013) state that employee performance is a function of ability and motivation, where ability is comprised of the skills, training and resources required for performing a task and motivation is described as an inner force that drives individual to act towards something. Also, Sharma and Shirsath (2014) submit that training contributes greatly to employee’s motivation and improved performance in comparison with other factors like technology, management behavior, working environment etc.

Oxford Advanced Learner Dictionary defined motivation as the reason why somebody does something or behaves in a particular way. According to Balassanian (2006), motivation is a critical dimension of capacity, defined as “the ability of people, institutions and societies to perform functions, solve problems and set and achieve objectives”. Motivation can also mean employees’ “…strive to reach peak performance every day, enjoy the continual challenge of improving results, genuinely care about their peers and their company, and will maintain positive results” (Evenson, 2003), or as “the willingness to exert high levels of effort toward organisational goals, conditioned by the person’s ability to satisfy some individual need” (Robbins, 1993). Motivation has been proven to have close relationship with organizational performance (Fagbohungbe, 2006). Studies conducted show that motivation stimulates workers’ performance (Warsi et al 2009; Ojokuku, 2007; Delfgaauw and Dur, 2004; Edabu and Anumaka, 2014).

Past researches on worker behaviour has studied various workers’ attitude to work such commitment, lateness, absenteeism, intensity of work effort, quits etc. However, no research has been conducted to investigate the potency of motivational factors in Nigerian business environment in the present times. This study does not only aim to bridge this gap, it will also go further to identify the motivational needs of Nigerian workers.

STATEMENT OF PROBLEM
According to Ajila and Awonusi (2004), an intrinsically motivated individual will be committed to his work to the extent to which the job inherently contains tasks that are rewarding to him or her while an extrinsically motivated person will be committed to the extent that he can gain or receive external rewards for his or her job. He further suggested that for an individual to be motivated in a work situation, there must be a need, which the individual would have to perceive a possibility of satisfying through some reward.

Ukaejiofo (2013) describes extrinsic rewards as “tangible” rewards such as salary and fringe benefits, security, promotion, contract of service, the work environment and conditions of work. The extrinsic rewards are usually viewed by employees as a must because it is a payment for the services they render. It is evident from the foregoing that workers may not consider extrinsic reward as an incentive because it is the responsibility of the management to them. However, Ehimen et al (2014) note that intrinsic and extrinsic motivations are aimed at strengthening the employee pro-social motivation and produces outcomes such as persistence, productivity and performance.

Beyond this, the high rate of inflation in Nigeria has reduced the purchasing power of workers’ income to the extent that the monetary value of their take income longer serve as a motivating factor any longer. This is reflected by the perennial demand for pay rise by workers. Besides, the recent global economic crisis has made worst the situation due to the economic downturn which major economies suffered and its aftermaths on the economies of developing countries especially Nigeria because of her over-reliance on oil export revenue.

Beyond this, the high rate of inflation in Nigeria has reduced the purchasing power of workers’ income to the extent that the monetary value of their take income longer serve as a motivating factor any longer. This is reflected by the perennial demand for pay rise by workers. Besides, the recent global economic crisis has made worst the situation due to the economic downturn which major economies suffered and its aftermaths on the economies of developing countries especially Nigeria because of her over-reliance on oil export revenue.

According to Falola et al (2014) training and development is indispensable strategic tool for enhancing employee performance. However, Maduka and Okafor (2014) opine that one of the biggest problems facing manager in the organizations is how best to get employees committed to their work and put in their best towards the accomplishment of organization’s objectives. Therefore, there is the need to explore the effectiveness of training and motivational factors in the motivation of Nigerian workers. That is the main thrust of this study.

OBJECTIVES OF THE STUDY
The objectives of this study can be stated as follows:
1. To determine the correlation between participative management style and workers motivation;
2. To investigate the impact of training on workers’ performance;
3. To identify the major determinants of workers’ commitment in an organization;
4. To evaluate the influence of job satisfaction on workers’ performance.

RESEARCH QUESTIONS
This study is guided by the following research questions:
1. Does the involvement of workers in managerial activities motivate them?
2. What is the impact of training on workers’ performance?
3. What are the major determinants of workers’ commitment in an organization?
4. To what extent does job satisfaction impact on workers’ performance?

RESEARCH HYPOTHESES
Based on the research questions, the following hypotheses shall be tested during the course of the study:
Hypothesis I
That Active participation of workers in managerial activities increases their performance.
Hypothesis II
That the training of workers influence their performance on the job.
Hypothesis III
That the level of commitment of workers is related to their understanding of organizational goals.
Hypothesis IV
That the level of satisfaction of workers on the job determines their productivity.

RESEARCH METHODOLOGY
Descriptive research methodology shall be adopted in this project. This is because motivation and training, which are the main concepts in this study, cannot be quantified. A project of this nature requires a wide collection of opinions on the subject matter and one of the ways of achieving this is through administration of questionnaires. As such, a self-administered questionnaire shall be used to gather all relevant information on the subject matter.

The respondents shall cut across different offices of Guaranty Trust Bank Plc to gather the opinions of respondents on the subject matter. It also cuts across all the levels of organizational hierarchy to include senior and junior staffs. All these people shall be included in order to have a representation of all shades of opinions. The data that would be gathered through the questionnaire would be presented tables and charts while the hypotheses would be tested using Chi-Square.

SCOPE OF THE STUDY
The scope of this study will be limited to the effect of training and motivation on workers’ performance in Nigeria. In the course of this investigation, the most effective motivational factors of Nigerian workers would be identified. The field survey shall be conducted at various offices of Guaranty Trust Bank Plc. This study is intended to be elaborate in order to gather diversified opinions on the subject matter and to allow for precision in the identification of the motivational factors that stimulate Nigerian workers to improve their performance.

SIGNIFICANCE OF THE STUDY
This study is an attempt to answer the call for research on the factor(s) that have greater influence on workers’ motivation. Several factors such as environmental factors, management policy, managerial style, chain of command, communication channel, peer relations, salary, benefits, work environment etc have been identified by previous studies as the major determinants of workers’ motivation. However, the implementation of all these factors seems impossible and as such it becomes necessary to identify the most relevant factors that really motivates the workers. By identifying and understanding how this factor impact on workers performance, it is possible to further the knowledge of motivation and how workers’ performance can be improved through organizational commitment.

Every management policy and program must have the support and acceptance of employees. Failure to have the acceptance of the majority of the employees, even those not directly involved in the program, could cause the failure of the program and the organization as a whole, or at least lessen its performance. The implications here are that overall workers attitude affect the performance of the organization. Therefore, identifying and understanding the most effective way to motivate workers to develop the right attitudes in the workplace becomes vital to the success of the organization.

The application of the findings is mainly for the design and implementation of the most effective workers motivational programs in Nigerian banking sector. However, it is hoped that the key ideas can be transported to any workplace wishing to install, or enhance, workers motivational programs. The focus of this study is to understand how workers can best be motivated. With that knowledge it may be possible to “adjust” the factor in order to bring the individual’s attitude in alignment with the organizational goal or desire.

PLAN OF THE STUDY
This research work shall be divided into five chapters. The first chapter shall be the introduction. Chapter two focuses on the literature review and theoretical framework on employees’ motivation and training in the banking industry in Nigeria.

The third Chapter shall state the research methodology stating the sample design, sampling method etc used in the study. Chapter four would be devoted to the data presentation, interpretation and analysis of responses from the questionnaire that would be analyzed using the Chi-square (X2) statistical tool while the final chapter, which is chapter five, would comprise the summary of findings, conclusion, and recommendations.


REFERENCES

Abbah, M. T. (2014) “Employee Motivation: The Key to Effective Organizational Management in Nigeria”. Journal of Business and Management. Vol. 16, iss. 4, pp. 1-8.
Ajila, C. and Awonusi, A. (2004) “Influence of Rewards on Workers Performance in an Organization”. Journal of Social Science. Vol. 8, no. 1, pp. 7-12.
Balassanian, D. (2006) “Incentive Systems: Incentives, Motivation, and Development Performance”. A UNDP Capacity Development Resource; Conference paper. No. 8, November.
Camilleri, E. (2002) “Some antecedents of Organisational Commitment: Results from an Information Systems Public Sector Organisation”. Bank of Valletta Review. No. 25, Spring.
Delfgaauw, J. and Dur, R. (2004) “Incentives and Workers’ Motivation in the Public Sector”. Cesifo Working Paper. No. 1223, June.
Dex, S. and Smith, C. (2001) “Employee commitment as an outcome of family-friendly policies? An analysis of the Workplace Employee Relations Survey”. Research papers in Management Studies. No. WP 20/2001, November.
Edabu, P. and Anumaka, I. B. (2014) “Motivation Tools As A Determinant of Effectiveness On Academic Staff In Selected Private Universities In Central Uganda”. International Journal of Research in Business Management. Vol. 2, iss. 9, pp. 93-106.
Ehimen, U.; Mordi, C. and Ajonbadi, H. (2014) “Forms and scope of employee motivation techniques in the Nigerian education sector”. Journal of Research in International Business and Management. Vol. 4, no. 2, pp. 21-27.
Elnaga, A. and Imran, A. (2013) “The Effect of Training on Employee Performance”. European Journal of Business and Management. Vol. 5, no. 4, pp. 137-147.
Evenson, R. (2003) “Motivating to develop an all-star team”. American Salesman. Vol. 48, no. 10, pp. 21-27.
Fagbohungbe, O. B. (2006) Personnel/Human Resource Management: The Repository for Human Resource Utilization. Lagos: Redemption Horizon.
Falola, H. O.; Osibanjo, A. O. and Ojo, S. I. (2014) “Effectiveness of Training and Development on Employees’ Performance and Organisation Competitiveness in the Nigerian Banking Industry”. Bulletin of the Transilvania University of Brasov Series V: Economic Sciences. Vol. 7(56), no. 1, pp. 161-170.
Kiruja, E. K. and Mukuru, E. (2013) “Effect of Motivation on Employee Performance in Public Middle Level Technical Training Institutions in Kenya”. International Journal of Advances in Management and Economics. Vol. 2, iss. 4, pp. 73-82.
Kreps, D. M. (1997) “Intrinsic Motivation and Extrinsic Incentives”. The American Economic Review. Vol. 87, no. 2, pp. 359-364.
Maduka, C. E. and Okafor, O. (2014) “Effect of Motivation on Employee Productivity: A Study of Manufacturing Companies in Nnewi”. International Journal of Managerial Studies and Research (IJMSR). Vol. 2, iss. 7, pp. 137-147.
Meyer, J. and Allen, N. (1991) “A three-component conceptualization of organizational commitment”. Human Resource Management Review. Vol. 1, no. 1, pp. 61-89. In: Barbara, B. B. (2003) “Employees’ Organizational Commitment and Their Perception of Supervisors’ Relations-Oriented and Task-Oriented Leadership Behaviour”. Being a Dissertation submitted to the Faculty of the Virginia Polytechnic Institute and State University for the degree of Doctor of Philosophy in Human Development.
Ojokuku, R. M. (2007) “Impact of Rewards on Motivation of Workers: A Study of the Civil Service of Osun State, Nigeria”. International Business Management. Vol. 1, no. 4, pp. 99-103.
Oxford Advanced Learner Dictionary, 6th Edition.
Rafique, A.; Sadam, M. T.; Kamran, M. and Nawab, M. A. (2014) “A Study of the Factors Determining Motivational Level of Employees Working in Public Sector of Bahawalpur (Punjab, Pakistan)”. International Journal of Human Resource Studies. Vol. 4, no. 3, pp. 19-34.
Robbins, S. P. (1993) Organisational Behaviour; Englewood Cliffs. New Jersey: Prentice-Hall. In Lu, L. (1999) “Work motivation, job stress and employees’ well being”. Journal of Applied Management Studies. Vol. 8, no. 1, pp. 61-72.
Shaheen, A.; Naqvi, S.M.H. and Khan, M. A. (2013) “Employees Training and Organizational Performance: Mediation by Employees Performance”. Interdisciplinary Journal of Contemporary Research in Business Research. Vol. 5, no. 4, pp. 491-503.
Sharma, V. and Shirsath, M. (2014) “Training - A motivational tool”. Journal of Business and Management. Vol. 16, iss. 3, pp. 27-35.
Ukaejiofo R. U. (2013) “Impact of motivation on employees? performance: A case study of CreditWest Bank Cyprus”. Journal of Economics and International Finance. Vol. 5, no. 5, pp. 199-211.
Warsi, S.; Fatima, N. and Sahibzada, S. A. (2009) “Study on Relationship between Organizational Commitment and its Determinants among Private Sector Employees of Pakistan”. International Review of Business Research Papers. Vol. 5, no. 3, pp. 399-410.

 

PROJECT PROPERTIES
Project Status
Available
Number of Chapters
5
Number of Pages
110
Number of Words
15,937
Number of References
54
Project Level
B.Sc.
Price
N10,000 (Non-Negotiable)
Abstract, Questionnaire Sample are included
How to Pay for this Project . . . .CLICK HERE

Keywords: training, motivation, workers, staff performance, manpower training, manpower planning, training programmes, organizational building

 

 

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