Research Articles Base: Effect Of Motivation On Employee Commitment

The Effect of Motivation on Employee Performance (a case study of Bank PHB Plc)

The Effect of Motivation on Employee Performance (a case study of Bank PHB Plc   Banking industry in Nigeria started in 1892 by the expatriates and later in 1945 it was handed down to the Nigerians and African bank owners. Ever since, bank failures have been observed in this sector, where there have been no enough liquid assets to meet the clients’ demands.  In the same token, banking sector has been not efficient and effective financial system along with any enough financial mechanisms for further investments.  Over all, banking sector has been no organized real assets in order to operate effectively the banking industry. As a result, the Central Bank of Nigeria (CBN) had revoked the licenses of Bank PHB among other banks for not showing serious commitments to meeting the recapitalization deadline set some months ago.  The Nigerian Stock Exchange believes that Nigerian banking sector has to cooperate with   the ongoing long-term development and stabilization policies being put in place by the Security Exchange Commission (SEC) in order to bring the Nigerian capital market to world class standard.  In view thereof, the new NSE boss thereby putting his effort to promote business discipline, integrity reform, innovation and motivation in the banking sector in Nigeria. This banking condition now in Nigeria is a result from the failure and weak employee management system; as well as the poor capital base of the Nigeria banking sector.  The questionable financial stability and economic development in Nigeria has been an endless issue until now in the banking sector.  The Central Bank of Nigeria (CBN) recently made a reform to be able to consolidate the banking sector by increasing N25 billion minimum capital bases that resulted too many closure of many banks in the country; as well as changed their manner of operation and contribution to the Nigeria’s economy.  The effect of the consolidation on numerous banks and Nigeria economy led to the modification of structure of the banking sector; as ell as it was able to increase the efficiency and reliability of the banks and provide great opportunities for numerous financial institutions.  This type of financial reform is one of the ways to improve or enhance the financial stability and sustainable development among banks.  In the same manner, it promotes efficiency in the banking industry; so as it helps to motivate bank employees to do better on their jobs. (http://arinzehope.hubpages.com/hub/impact-of-bank-consolidation) Furthermore, the re-orientation and re-positioning of banking industry in Nigeria helps the country and majority of the employees in the banking sector to attain effective and efficient performance and productivity.    The significant improvement made also gave positive impact to the functioning of the financial institutions and for the growth and achievement of main objectives in order to enhance and sustain economic and social importance of the bank employees, clients, government institutions and even private enterprises.  Therefore, banking reforms really helps along with the global dynamic constraint and international business emergence.  Consequently, the financial landscape for Bank PHB PLC is really in need for reorganization to be able to improve the employee competitiveness as well as the bank competitiveness in the banking industry.  By doing this, the bank will have the chance to play an essential role in the economic development and in financial investments of many business enterprises in the country. In addition to that, bank consolidation was seen as one of the ways to reform the banking sector. Bank consolidation is said to be the process of increasing the sizes of bank that could cause potential increase in bank returns through revenue and cost efficiency gains. Correspondingly, the current bank consolidation is a boost to many enterprises to follow the success achieved by the Central Bank of Nigeria through the revamp of the manufacturing sector.  In the past, banking facilities were only in the range of 25 to 30 percent interest rate. But nowadays, it is totally different with an increase of 15 percent.  The CBN is more confident now that the banking sector these days is heading forward to a better direction.  The consolidation of banks opened many doors to financial assistance to many businesses. At the same time, revenues will tremendously increase due to repay of loans.  Also, businesses today have the chance to advertise their business in the media and even have an opportunity to   hire more employees.  In the final note, the Nigerian government aims to participate the Nigerians in the oil industry.  And, consolidation will help Nigerian economy to help many banks to take part in the oil and gas sector.  This will make banking industry    stronger and promote stability and effectiveness in doing business. (http://www.cowryasset.com/uploads/reports/NIGERIAN%20BANKING%20REPORT.pdf) References: http://arinzehope.hubpages.com/hub/impact-of-bank-consolidation http://www.cowryasset.com/uploads/reports/NIGERIAN%20BANKING%20REPORT.pdf       Credit:ivythesis.typepad.com

The Effect of Motivation on Employee Performance (a case study of Bank PHB Plc)

The Effect of Motivation on Employee Performance (a case study of Bank PHB Plc Banking industry in Nigeria started in 1892 by the ex...

Effect of Motivation on Employee Commitment

Effect of Motivation on Employee Commitment Introduction Past researchers to recognize the different factors that might affect the commitment of the employees towards their organization. Apparently, the area of motivation found as one of the significant factors. Aside from the training and development, employers are also targeting the job satisfaction in their employees and with the aid of motivation and approaches among the employees there is a strong influence to achieve the organizational commitment in the workforce. Background and Problem Statement Organizations are managed to increase the traditional function of the workforce by forging various strategies. One of the recognized methods that brought success in the organization is the talent management, wherein the organization is pooling the best talents or the “cream of the crop” in the workforce. In the investigation of acknowledging the skills of the individuals, the commitment of an employee is said to be the most desirable asset that an organization can have. This is because for the reason that the performances of the employees play a significant role and has a great contribution towards the fulfillment of the organizational objectives. In addition, the employee commitment is another challenge for the organizations, in which no leader can really identify the ways to gain it from the employees. Therefore, the organizations are attempting to build the competency among the employees through the use of various training and development programs. On the other hand, the use of the motivational approaches, the increase in performance can be achieved. However, what would be the effect of the motivation to gain the commitment of the employees? Research Aim and Objectives The main aim of the study is to investigate the effect of employee motivation towards the employee commitment. In order to achieve this discovery, there are four objectives that need to be considered. First is to identify the possible strategies that might increase the job satisfaction or organizational commitment of the employees. Second is to recognize the broad context of the various theories in motivation. Third is to determine the perception of the employees towards the motivational approach of the organization. And fourth is to recognize the perceptions of the managers or employers regarding the applied motivational approaches and improve the performance of the employees. Literature Review For business leaders, the performance of his subordinates is important for the growth of the organization. One of the basic ways in improving or enhancing the performances of the employees is through the use of organizational approaches such as motivations. On that idea, the importance of the motivation within the organization can be described as the asset of the company that cannot deteriorate and can be passed on the other subordinates. For the business leaders, corporate culture can be a good motivational factor for the employees especially when the company is operating more than 50 years and leave a legacy in the industry. Rewards and punishment are some of the classic examples of motivations that can be applied in the process of the empowering the people and was created to achieve their greatest potential. Motivation and its application has been the center of issue in the human resource department. The motivation and its different philosophical views create a link between the employee’s knowledge and skills and the nature of their work (Wright, 2001). In the perspective of the human resource manager, the commitment of the employee to perform well is favorable in the entire organization. For some other researchers, the motivation is the kind of force that drives a person to do his best contribution in the organization – and commitment comes next (Meyer, Becker, and Vandenberghe, 2004). The productivity may appear in every employee and that is very beneficial in the organization. The decision for the retention and the promotion is very possible. In the continuous deliberation of the organization towards the certain changes, the challenges that happen to affect the entire organization can be minimize (Kreisman, 2002). The employees that will create a great factor or contribution such as improvement in their field of work will definitely feel the job satisfaction and indeed, might reflect in their compensation (Egan, Yang, and Bartlett, 2004). Methodology The applied method in the study is the use of survey and interview. The survey will use the questionnaires in a Likert Scale form and conducted for the employees. The results that may be formulated from the survey will help the researcher/s identify the perceptions of the employees. On the other hand, the interview will be conducted among the managers and/or HR managers. This will give the idea regarding the motivational approaches of the organization and effectiveness of those approaches in order to achieve the employee commitment.    References: Egan, T., Yang, B., and Bartlett, K., (2004) The Effects of Organizational Learning Culture and Job Satisfaction on Motivation to Transfer Learning and Turnover Intention, Human Resource Development Quarterly, 15(13) [Online] Available at: http://download.clib.psu.ac.th/datawebclib/e_resource/trial_database/WileyInterScienceCD/pdf/HRQ/HRQ_2.pdf [Accessed 24 August 2010]. Kreisman, B., 2002. Insights into Employee Retention, Commitment and Motivation [Online] Available at: http://www.insightsvancouver.com/PDFs/Employee%20Commitment-Retention%20White%20Paper%5B1%5D.pdf [Accessed 24 August 2010]. Meyer, J., Becker, T., Vandenberghe, C., 2004. Employees Commitment and Motivation: A Conceptual Analysis and Integrative Model, Journal of Applied Psychology, 89(6) [Online] Available at: http://www.mona.uwi.edu/spsw/downloads/coursemat/PS66G/2005-2006/sem2/meyer_becker_vandenberghe_2004_motivation_and_employee_commi.pdf [Accessed 24 August 2010]. Wright, B., 2001. Public-Sector Work Motivation: A Review of the Current Literature and a Revised Conceptual Model, Journal of Public Administration Research and Theory, 11(4).     Credit:ivythesis.typepad.com

Effect of Motivation on Employee Commitment

Effect of Motivation on Employee Commitment Introduction Past researchers to recognize the different factors that might affect the...