The continual survival and effectiveness of companies and organizations to an extent depends on its employees. Their general well-being, sense of duty and their results from jobs affects a company or organization performance which ultimately relates to its stability. An organization that”s not stable will definitely not perform well. The study was guided by the following aims; finding the relationship between motivation and work performance, relationship between motivation and workers attitude to work and how motivational factors influence workers approach to work. In order to attain these aims, a questionnaire was developed based on the objectives. These questionnaires was later processed and analyzed using SPSS and excel. Data generated were discussed using simple percentages, chi-square and graphs. From the data gathered and analyzed, in relation to monetary incentives packages, management needs the co-operation and support of workers towards attaining organizational effectiveness. In sum, at all levels of managerial discipline, workers should be motivated effectively for a rise in productivity which ultimately leads to higher returns. Both primary and secondary data sources were extensively used. The former was obtained using well-structured questionnaires in the selected bank. Interviews were also conducted from the bank to access information on incentive package from the bank internet site, journals and magazines. It was also revealed from the study that the motivational structure of the bank has gone through tremendous changed.

To add, the research work is composed of six chapters. The first chapter presents the introduction of the study by bringing to light the reasons why the study was conducted and the relevance of conducting the research work. Chapter two highlighted the various individual research work that was done relating to the current study. Theories and conceptual frameworks emanated to guide the logical presentation of information in this chapter. The third chapter explains how the research was conducted. How, who, when and what was used in collecting relevant information for the study. Chapter four presents the data analysis and the findings from the study. This chapter is critical and the most vital of the research work. Chapter five concluded the study and made certain recommendations based on the findings of the study and the last chapter suggested future works of the researcher

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

There have been a general concerns on what should actually be done to achieved high productivity levels through people. Thereupon, the topic of commensurate incentives for employees, as obtained in distinction to the many whack made by management professionals, is to ascertain a good approach to achieve the sole aim with little telltale of materials and human backing feasible.

However, certain issues of little or no motivation do often comes up since individuals matters and most importantly, they arrive at work with different connotations and expectations, behaviors and appearances. Basically, we can categorized these issues into two; the weakness of some workers motivation stems from a flaw in their composition. Workers under this problem may desire to avoid such failures but ironically, the reason to give out their best may be weakened. This could stir a natural combat towards achievement-oriented reasons if there is to be any spur to achievement oriented at all. Secondly, even when the achievement motive is relatively strong, the challenges before the worker may be proven to be inadequate, whichever of these apply to the worker will usually manifest themselves in different ways for instance, lack of enthusiasm (Bryans and Crouin, 2005).

Despite all of these revealing issues of motivation and performance, most companies and organization find ways of ensuring continuity in productivity, of which is directed towards attaining organizational objectives. The organizational system under study is not an exception.

This study will elucidate the extent to which financial and non-financial incentives such as achievement, job security, recognition, advancement, job enrichment or the job itself, responsibility, decisional participation and management style employed to raise the morale of the worker for high productivity.  The research will further bring out the ways of enhancing human dignity, thus, their morale for higher performance. Furthermore, non-economic motivators on employees and their effects on productivity will be studied by the current research.

For the purpose of this study then, non-economic motivators is used to refer to those factors which are not necessarily computable in monetary terms but which drive” the human mind from within to behave in a desired way and to the maximum realization of the   organizational   objectives   while   adequate   motivation   is   simply   defined   as contentment, fulfillment or job satisfaction.

1.2 The Statement of the Problem

Nigeria has gained the attention of the world as one of the best countries for investments,(World Bank Report, 2014). Current exploratory work done by researchers has shown that Nigeria has a very large oil reserve. In fore of this, the country has what it takes to be a giant of Africa in terms of industrialization, that is, if effectively harnessed. 

However, the present condition of issues in totality regarding workers incentives creates the room to temper a promising future with caution. There is a popular notion which goes like this “Workers are on strike”. This leaves room for questions on media outlets, lecture rooms and public discourse what exactly they want. They are requesting for another pay rise. The tension created by these pressure groups for a better pay leaves international observers worried about the conducive atmosphere for business.

The questions are often asked as to what workers in general want from their employers. Can there be an end to the clamour for increases in wages? Why do workers work and what induces them to give of their best? Money only plays the role of common denominator of all things. There is a general notion that if only management can identify other things that can motivate the workforce apart from money, perhaps there will be a dramatic reduction in the demand by workers for pay rises. Less time will be spent on the annual ritual of management/workers union negotiation meetings (Badu, 2010).

The major issue inhibit in the organizational organogram relates to low wages and salaries, lackadaisical human resource managers to correctly implement good promotional system. All these and many more often worsen the enthusiasm of workers and subsequently productivity.

In view of this, the current study seeks to identify the various types of incentive packages needed by workers of and whether workers, given the right incentives other than money can put in their best to contribute to the productivity and growth of the organizations to achieve the corporate objectives.

1.3 Research Objectives

The main goal of the research work is to investigate the effect of motivation on performance of employees at Nigeria Commercial Bank.  The study specifically sought;

1.         To determine how motivation influence the staff of NCB Banks approach to work

2.         To find out any relationship between motivational factors and the performance of staff of Nigeria Commercial Bank and

3.         To examine whether motivation has any influence on the staff of Nigeria Commercial Bank

1.4 Research Questions

The research work will attempt to obtain answers to the question disturbing the minds of management of organizations as to what to do to adequately motivate workers to contribute their share to their company”s productivity and growth. The following research questions will be answered by the study;

1.         How does motivational affect NCB staff attitude to work?

2.         Is there any relationship between motivational factors and attitude to work by staff at NCB?

3.         In what way do motivation influence workers attitude to work and their performance?

1.5 RESEARCH SIGNIFICANCE

The results from the research work will bring out areas that staff of each bank have concerns and these will be of much importance to the management of each organization as well as policy makers. In addition, the results of the study will be significant to management and the labour unions of Nigeria to better understand how the various incentive packages could be harnessed to motivate staff to increase and sustain productivity.

In addition, results from the study will help to further point out likely problems of frustrations and how motivation can be used to either reduce or eliminate these problems amongst staff of the organizations. The results from this study will help to highlight the concept of group dynamics and staff behavior to work. Through such understanding, the administrative scope of the chief executives officials could be broadened and this would put them in a better position to review and over-haul their orientation to administration in terms of better motivating staff and thus producing better results by fully utilizing the human resources potentials available. Furthermore this study will be of immense benefit to policy makers in the human resources functions of the organizations.

1.6 SCOPE OF THE STUDY

The accord amid the bank and its workers is ruled by essence of what motivates them to work and the joy derived. Management wants to comprehend ways of eliciting the cooperation of workers and their direct effectiveness towards obtaining goals and aims of the organization. The current research work is however, delimited to Nigeria Commercial Bank (NCB). Furthermore, contract, permanent and management staff are the main research units to be covered within the framework of the study.

1.7 OVERVIEW OF THE RESEARCH METHODOLOGY

Primary and secondary data were extensively used in the work. A well-structured questionnaire which was administered to selected respondents was used in obtaining primary data on incentives system or package of the bank. The questionnaires were the most used research instrument consisting of open and close-ended questions. The open-ended questions sort to ask the research objects their opinions about the study and close-ended questions sort to ask respond to select from a list of options. Interview method was also used to obtain information from managers and other top management staff.  Having finished with the data collection, percentages, tables and bar graphs were used to organize, summarize and analyze the data. The Chi Square analysis was used to test the hypothesis proposed.

1.8. STRUCTURE OF THE RESEARCH

The current study is divided into six chapters. The first chapter explain the main concepts of introduction taken into account the background of the study, statement of the research problem, the research purpose and the questions. The second chapter basically known in research field as review of related literature collected information on the theoretical framework of the study, the research themes such as concept of motivation and work performance, the conceptual framework and other domain of interest. Chapter three took a good look at the research methodology used in the study and chapter four presents the data analysis, presentation and discussion. Chapter five outlines recommendations from the study and Chapter six concludes the study and also states some future works.