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The Effect Of Motivation Strategy On Employee Performance: A Study Of Union Bank Of Nigeria (UBN) Plc In Ebonyi State

The Effect Of Motivation Strategy On Employee Performance: A Study Of Union Bank Of Nigeria (UBN) Plc In Ebonyi State

A study on the effect of motivation strategy on employee performance was conducted in Union Bank of Nigeria PLC Abakaliki, Ebonyi State. The objective of the study is to expend knowledge on the motivation strategy on employee performance and major objective is the significance of the study is to identify major problems hindering productivity and quality performance through motivation. Stratified random sampling was used to determine the sample size and also the population of the study which was in three cadres ie. Top, middle and lower staffs. The data analysis and interpretation employed simple percentage table and chi-square method for analysis in order to validate the hypothesis and also to make the result more reliable. It was discovered that motivating employee led to higher organization performance, significantly, it was discovered that the survival of an organization depended on the motivation employees. The researcher recommends that managers need to adopt and vary their motivational need according to individual or group of people. The view that money is prime motivator of workers in industries should not seen by management as applicable to every situation.

1.1 Background of the Study 1
1.2Statement of the Problem 4
1.3 Objective of the Study 5
1.4 Research Questions 5
1.5 Research Hypothesis 6
1.6 Significance of the Study 7
1.7 Scope of the Study 7
1.8 Limitations of the Study 7
1.9 Definition of Terms 8
2.1The Concept of Motivation 10
2.2 The Motivation Process 13
2.3 Theoretical Framework 14
2.4 Process Theories 16
2.5 Motivational Tool 18
2.5 Employee Motivation 20
2.7 Factors Affecting Employees Motivation 20
2.8 Participative approaches to motivation 23
2.8.1JobEnlargement 23
2.8.2 JobEnrichment 24
2.8.3 Management by Objective (MBO) 25
2.9AdequateMotivationSchemes 25
2.10 The Significance of Motivation and Performance 27
2.11 PerformanceMeasurement 28
2.11.1 Performance Appraisal 29
2.12 Performance Appraisal Method 30
2.12.2 Relative Standards 32
2.12.3 Objectives 32
3.0 Introduction 33
3.1 Research Design 34
3.2 Area of the Study 34
3.3 Population of the Study 34
3.4 Source of Data Collection 35
3.5 Sample Size and Sampling Techniques 36
3.6 Selection of Subject 36
3.7 Determination of Sample Size 37
3.8 Method of Data Collection 39
3.9 Research Techniques 40
3.10 Method of Data Analysis 42
4.1 Interpretation of Results 43
4.3 Hypothesis Testing 56
5.1 summary of Major Findings 61
5.2Conclusion. 62
5.3 Recommendation. 64
APPENDIX II…………………………………………………………………………………………………………………………………….70


Table 4.1: Age Distribution 43
Table 4.2: Qualification of employees. 44
Table 4.3 Marital Status 44
Table 4.4 Categories within the organization structure 45
Table 4.5: Years of service in the organization/industry 46
Table 4.6: Did Union bank use motivational strategy to improve their service delivery. 46
Table 4.7: Does motivational factors affects the employee’s performance in Union Bank. 47
Table 4.8: Can proper promotion enhance employee’s performance in UBA 47
Table 4.9: Is this motivational strategy consistent over the time 47
Table 4.9: Is this motivational strategy consistent over the time 48
Table 4.10: Do you have any motivational strategy for your employees in your bank 48
Table 4.11: What type? 49
Table 4.12: Do you believe that lack of motivation could result in such thing as low moral of staff, low performance, absenteeism and indifference to work. 49
Table 4.13: Has it enhance the performance of the organization 50
Table 4.14: What was the performance level before the introduction of these motivational strategies. 50
Table 4.15: What is the performance level after then introduction of motivation factors 51
Table 4.16: Level in which motivation affect your bank 51
Table 4.16a: Effect of motivation rate of labour turn-over 52
Table 4.16b: Effect of motivation on lateness and absenteeism to work 52
Table 4.16c: Effect of motivation on performance of employees. 53
Table 4.16d: Effect of motivation on industrial action on (UBN) 53
Table 4.17: Do you see the measuring of the individual performance of an employee as a necessary management policy. 54
Table 4.18: Is your boss the type who works hand in hand with his subordinate 54
Table 4.19: Do you believe that without being motivated employees would be willing to work 55
Table 4.20: Please tick (√) briefly the techniques that your bank operates. 55

1.1 Background of the Study
The commercial bank play important roles in worldwide economy and their employees are the best sources delivery good services to their customers.
Excellent services provided and offered by employees can create a positive perception and ever lasting image on the eyes of banks’ customers. The motivation of banks employees plays major role in achieving high level of satisfaction among its customers. The financial services industry is one of the most competitive and highly globalized sectors due largely to the extensive use of information technology system by the firms operating in the sector. Despite the fact that information technology has become the bedrock of all companies in the financial sector of the global level, human capital still remains the driving force in the highly digital financial services industry, because not all the functions performed by financial institutions can be undertaken solely by electric devices such as automated teller machines (ATM), computer or other similar devices. Where even electronics devices can, the organization still requires human beings to operate them. Incase of using human beings to provide services, it is not enough to merely rely on the number of people engage their qualification and experience or their ability, but remunerating them appropriately is also of paramount importance the personnel engaged must be motivated in order to get the best output from them. Many captains of industries believe that the key to improve staff performances in any area is motivation rather than ability.
Bateman and Snele (2005) contend that motivation is the force that energizes, direct and sustains a person’s effort towards the achievement of a goal.Highly motivated persons will work hard towards the achievement of organizational goals, given the ability and adequate understanding of the job. Therefore, the challenge for todays management is to administer motivational programmes which will encourage employees to improve their work performance. To this end modern day managers of companies in the financial service industry are therefore adopting various kind of motivational packages, not only to retain employees but also help them to achieve competitive advantages in the market.
Motivation is the term used to describe those processes, both instinctive and national, by which people seek to satisfy the basic drives, perceived needs and personal goals which triggers human behaviour. From the various view expressed above we can deduce that human motivation stem from needs, drives, and desires which triggers action in order to satisfy those identified needs. Managers do not only have to understand human motivation, but also have to employ the resources at their disposal to arouse and sustain their employees towards superior performance. It is on this premises that this research study is predicated.
Union bank of Nigeria PLC (UBN) is a large commercial bank, serving individuals, small and medium size companies as well as large corporations and organization. The bank was founded in 1917 as a colonial Bank, changing the bank’s name to Barclays bank (Dominion colonial and overseas). In 1969, Barclays Bank DCO was incorporated in Nigeria as Barclays Bank of Nigeria PLC to comply with the new banking law enacted in 1968.
The Bank has grown both strength and branch network. In July 2009, it was the 556th largest bank in the world and the 14th largest bank in Africa, with an asset base estimated at US $826 Millions. The asset base of the bank make it the 9th largest commercial bank in Nigeria.
The bank has several subsidiary companies and non-subsidiary affiliates which includes:
Union Homes and saving loan PLC
Union Trustees limited
Union Assurance Company Limited
Union Bank United Kingdom PLC
Banque international du Benin Cotonou
Union Registrars limited.
1.2Statement of the Problem
The bank institution is the service delivery industries that is faced with motivational problems.
The way and manner employees are motivatedaffects the performance of employees in the (union bank) organization.Where the employees feel discontented or dissatisfied the performance of that organization will be diversely affected. Implicit in this is that employee is a critical input for the growth, survival, development, regeneration and performance of the organization.
There is inadequate of service deliveringin the bank, because of the absent of motivational strategies in the union bank, which might have gingered the employees to trigger or put more efforts to enhance their performance, had it been that the union bank is practicing.
Finally, there is improper promotion of staff or employeesin union bank which makes the employees to feel unhappy that corresponding on low or poor performance. But when properly carryout, it can act as the required tonic for boosting the moral of employees and for ensuring efficiency and effectiveness of performance that enhance the total advantages of the organization (union bank).
1.3 Objective of the Study
The major objective of the study is to investigate the effect of motivation strategy on employee performance at union bank of Nigeria PLC.
The specific objective are:
To ascertain whether motivational strategies can enhanceemployeesperformances.
To verify the motivational method in improving service delivery.
To determines whether proper promotion can expend employee’s performance at union bank.
1.4 Research Questions
The researcher is pursuance of the above objectives considered it imperative to work on the following questions:
Does motivational factors affects the employee’s performance in union bank?
Did union bank use motivational strategy to improve their service delivery?
Can proper promotion enhance employee’s performance in union bank?
1.5 Research Hypothesis
Hi: motivational factors does not affects employee performance in union bank.
Ho: motivational factors affects employee’s performance in union bank.
Hi: union bank does not use any motivation strategy/method to improve their service delivery.
Ho: union bank do use motivation strategy/method to improve their service delivery.
Hi:proper promotion cannot enhance employee’s performance in union bank.
Ho: proper promotion can enhance employee’s performance in union bank.
1.6 Significance of the Study
The study will be vital in so many ways. It would reveal whether these package enhance staffs performance and how management can strategically maximized the human resources potentials of the organization to the fullest in the midst of the new entrants. The findings of the study will therefore provide vital information to policy makers and human resources managers of the bank to either consolidate or rethink ways of motivating staffs or employees of the bank. The results of the study will also add to the existing body of knowledge on the issue of motivation and performance in the bank sector.
1.7 Scope of the Study
This study is intended to focus on effects of motivation strategy on employee’s performance with particular reference to union bank of Nigeria PLC Abakaliki branch. The study will also focus on the theoretical framework in which the research is based.
1.8 Limitations of the Study
A study of this nature cannot be completed without some constraints or limitations. One major limitation of this study as encountered by the researcher was lack of fund. There was inadequate of fund to carriesout this research since a study of this nature requires adequate finance to enable the research to shuttle from school to the area of study in search of relevant data. Another limitation to this study was time constraints. Time was a big constraint in the conduct of this research work, crowed lecture schedules, preparation for semester exam time to carryout an exhaustive survey. It was disheartening that some of the respondents did not favorable fill the questionnaire as most of them were hesitant in completing the copies of the questionnaire gives to them. Also inaccessibility of materials and libraries to collect secondary data hinders the work.
1.9 Definition of Terms
Motivation: This is the process of arousing behaviour, sustaining behaviour in progress, and channeling behaviour into a specific course of action.
Management: This is the process of getting thing done through people. It involves planning, organization, staff, directing, coordinating and controlling both human and material resources for the purpose of achieving a set goal.
Responsibility: This is the subordinate’s obligation to perform a duty which has been assigned to him.
Leadership: Is a process of using non-coercive influence to direct and coordinate the activities of group members towards goals accomplishment.
Manager: Is one who performs the functions of management (planning, organizing, staffing etc) and occupies a formula position in an organization
Organization Structure: This is the established pattern of relationships among the components of the organization
Organizational Chart: It is diagram that shoes the arrangement positions and interrelationship of various component part of company.
Employee: This is a person who is paid to work for an organization or business enterprise
Behaviour: Is the manner that some, an animal, a plant etc. do things in a particular way.
Department: Amy of the division or unit of a government, business, school or college and so on.
Employee’s Services: This is the maintaining of the general welfare of employees on the job and assisting with problem related to their security and personal wellbeing eg. Medical services and insurance protection.



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