CHAPTER ONE

INTRODUCTION

1.1  BACKGROUND OF THE STUDY

Doing business all over the world has become a very serious thing in every society. The process of motivation involves a chain reaction commencing from felt needs. Resulting in wants or goods sought out, which gives rise to tensions then causing action toward achieving goals and finally satisfying wants.

Thus, cooperate performance and revenue are controlled by the internal and external operators in the environmental factors. To survive profitably in the highly challenged and a globalized market economy, the human motivating spirit and resource constitutes the biggest challenge, on like other inputs, employee’s management calls accomplish handing of thoughts, feelings and emotions to protect the higher productivity.

The Higher productivity is a long term benefit of employee’s motivations. It is therefore noted that no employee will do anything without a purpose, influencing workers purpose is the efficiency of any business establishment.

In the Banking sector, where manpower training and development, and the adoption of new improved technology of new improved technological advancement force acute shortage that exist the need for motivation as a tool to increase and maintain a good level of productivity.

1.2  STATEMENT OF THE PROBLEM

Motivation is focused on the aspect of compelling of subordinate to action in a desired way. Several motivation tools have been made advanced for adoption in personnel management of business concerns.

This aspect is connected to the poor attitude of the workers to work due to inefficient personnel management to enhance the effective inducement of workers attitude.

With this, many writer’s argued that employees should contribute and be highly motivated in order to increase the general productivity of the organization. However, the industrial sector of probably not by the intractable ugly trend of non-inclusive and non-motivational revenue given to the employee.

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