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Employees are a company’s livelihood. How they feel about the work they are doing and the results received from that work directly impact an organization’s performance and, ultimately, its stability. An unstable organization ultimately underperforms. The study had the following objectives: to establish the relationship between motivation and higher productivity among workers, to find out any relationship between motivational factors and work of staff and to determine how incentives influence workers approach to work and their performance. To achieve these goals, a questionnaire was designed based on the objectives. The completed questionnaires were processed and analyzed using the Simple Percentage and Chi-Square. The findings of this study revealed that alongside monetary incentives, another key factor in motivating employees is to involve them in the process aimed at attaining organizational effectiveness because without their co-operation and support a great deal of managerial energy may be wasted.





Title page

Approval page




Table of content



1.1        Background of the study

1.2        Statement of problem

1.3        Objective of the study

1.4        Research Hypotheses

1.5        Significance of the study

1.6        Scope and limitation of the study

1.7       Definition of terms

1.8       Organization of the study




3.0        Research methodology

3.1    sources of data collection

3.3        Population of the study

3.4        Sampling and sampling distribution

3.5        Validation of research instrument

3.6        Method of data analysis



4.1 Introductions

4.2 Data analysis


5.1 Introduction

5.2 Summary

5.3 Conclusion

5.4 Recommendation













  • Background of the study

In general, most organization exists for the purpose of providing services and at the same time working towards achieving profit motives. To attain sustainability in business given the complexities and competitiveness in business environment, firms must have their cardinal programme, provision of qualitative services as well as employee satisfaction.

Thus, achieving this goal anchors most on employees’ satisfaction. This is because employees can only work hard to achieve a corporate goal only when they are well motivated by their employees.

Schermerhor (2001) pointed out that a highly motivated workforce is indispensable if high performance outcomes are to be achieved consistently in any organization. This goes in line to explain that a motivated employee will certainly perform better than his/her counterpart that is less or not motivated at all.

Motivated according to Inyang (2004) is that which causes, energies, directs or channels and sustains human behaviour in work environment. Mullin (1999) in his opinion stated that motivation is a study which is basically concerned with people behave in a certain way.

Although the concept of motivation and its impacts on employee’s behaviour towards their assigned task is one that seems very few? Popular among managers, but in practice only very few actually understand and apply this concept to fulfill employees’ and organizational goals. Obviously a motivated employee experiences organizational or corporate citizenship, and therefore looks for better ways of doing his job for the organization. It is therefore the responsibility of the manger to create a conductive environment for the employees, and in order to succeed in creating this right environment for the employees, the manager needs to understand the nature and process of motivation (Inyang 2008). Motivation is a pervasive function that cuts across all aspect of employee’s development. It is often discussed by people in any organization. Management cannot operate in isolation of their employees because they are human beings and not machines or tools which are utilize recklessly or in a rough manner.

In today’s economy, employers have gone beyond being just employers because of their interest in the management of employee’s productivity. Most business personnel have realize more than ever before that their organizational set goals and objectivities cannot be achieved if their employee do not perform as much as expected. This is the reason for much concentration of effort on the concept of motivation which is concerned with encouraging workers or employees to attain to the best of their ability.

Human resources, both in private or public sector are the most assets essential in any given organization, hence must be handled with care. Motivation of the employee is the areas management should concern in other to ensure the realization of the planned goals and objective of their organization.

People go to work in organization not for the sake of work itself but with the aim of achieving their individual objective. It then follows that the key of motivation is the satisfaction of needs. A worker will be motivated if he feels his organization is helping him to satisfy needs to a reasonable extent. In view of the fact that needs are sophisticated in nature, there has been a growing importance to understand these needs by some behavioral scientists. Thus, we have a lot of motivational theories like those propounded by Abraham Maslow, Vroom, Fredrick Herzberg to mention but a few. The needs of people are in a continuum; sometimes it could be intrinsic or extrinsic. An individual’s need, at any particular times depends on the value he places on it at that time and most times it goes hand in hand with societal values. So, different people would want and need different things in different situation and at different times. (Drucker 1974:120) In Nigerian, a critical analysis of many enterprises would reveal that both the intrinsic and extrinsic reward for work is neglected. In this age and time when every nation is striving to be on top of others technologically, politically and economically, the problem of motivation cannot be over emphasized and should not be trampled under the fact , as the will to do” is an essential ingredient of a labor force.

Management is best understood from a resource base perspective. All organization use four base kinds of inputs or resources from their environment, human, finance, materials and information resources. Management is responsible for cobbling and coordinating resources to achieve the organizational functions or activities, planning and decision making, organizing, leading and controlling.

There is a range of motivational techniques that can be used to improve productivity, reduce workforce stress and increase self confidence. Some managers believe that they can achieve result from teams by using coercing methods. However these factors can indeed produce result, the effect will probably be much more short term and will mean that staffs are forces on achieving business objectives but rather on simply keeping their jobs. This study is therefore central on examining the employees’ motivation and organizational productivity in Akwa Ibom Saving and Loans Limited, Uyo-Oron Road Branch in Akwa Ibom State.


Managers often think that poor productivity may be as a result of poor promotional strategies or wrong used of the marketing mix tools. For that reason a huge budget is devoted to do advertising and promotion. Others lay emphasis on modern equipment and technology so as compete favorably with competitors. Some perhaps believe in just keeping top paying prompt salaries. All of these do not seems to improve output. Employees in research studies often response to work even in the worst condition when their welfare is enhanced Vans (2006). Perhaps managerial neglect to motivation may be a major source of poor productivity in our enterprises.

This study therefore aimed at investigating the role employee motivation may plan in proving organizational productivity. The focus is on Akwa Savings and loans Limited Uyo. It should be interesting to find what the situation is in the company, whether research evidences match suppositions of management teams.

1.3 Objectives of the Study

The core objective of this study was to assess the employee motivation and organizational productivity. Therefore for the purpose of achieving this, the following specific objectives are advanced:

  1. to determine the role of financial and non-financial motivations and employees productivity.
  2. to identity the various motivational packages available in the organization under study.
  3. to assess how individual perception of motivation affect their job performance.
  4. to ascertain the degree of job satisfaction among workers in Akwa Savings and Loan Limited.
  5. to make recommendations that may improve the situation.
  6. to assess the relationship between high pay and employees performance in the organization under study.


This study was designed specifically to carry out an in depth analysis of the employees motivation and the productivity level in the banking sector, using Akwa Savings and Loan Limited Uyo as a references.

Thus, this study is restricted to using only the data gathered from the employee of the organization under study; and within the context of this research work. Only issues relating to employees motivation and job satisfaction will be examined as they affect organizational productivity.


The significance of this study are as follows:

  1. It will show the importance of motivation of employees.
  2. It will reveal the strategies likely to motivate employees for better work results.
  • It will serve as a reference material for future researchers.
  1. It will expose the barriers to effective motivation of employees in modern day organization like the Akwa Savings Limited.


In order to aid the success of this’ work the following research question were be considered.

  1. What are the various types of motivational packages available in Akwa Saving and Loan Limited?
  2. What is the relationship between high pay and the performance of employees in the organization under study?
  • What impact does a non-financial and financial motivating factor have on the employees in Akwa Saving and Loan Limited?
  1. What is the level job satisfaction derived by the employees in Akwa Saving and Loan Limited.
  2. How does employees’ perception of motivation affect their job performance?


H0: There is no connection between cordial social relationship among staff and manager of Akwa Savings and Loan Limited.

H1There is a connection between cordial social relationship among staff and manager of Akwa Savings and Loan Limited.

H0: There is no significant relationship between conducive working environment and increase productivity in Akwa Saving and Loan Limited.

H2: There is a significant relationship between conducive working environment and increase productivity in Akwa Saving and Loan Limited.

H0: There is no significant relationship between pay and productivity in Akwa Saving and Loan Limited.

H3: There is a significant relationship between pay and productivity in Akwa Saving and Loan Limited.

H0: There is no significant relationship between lack of employee promotion and poor productivity in the organization under study.

H4: There is no significant relationship between lack of employee promotion and poor productivity in the organization under study.

H0: There is no significant relationship between employees’ training and for job performance

H5:  There is a significant relationship between employees’ training and for job performance.


MOTIVATION: Motivation is the reason for people’s actions, desires, and needs. Motivation is also one’s direction to behavior, or what causes a person to want to repeat a behavior.

PRODUCTIVITY: Productivity describes various measures of the efficiency of production. A productivity measure is expressed as the ratio of output to inputs used in a production process, i.e. output per unit of input

WORKER:  A person who does a specified type of work or who works in a specified way, a person who achieves a specified thing


This research work is organized in five chapters, for easy understanding, as follows

Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding.  Chapter five gives summary, conclusion, and recommendations made of the study


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