Role Of Management In Motivating Workers In The Banking Sector
[A CASE STUDY OF FIRST BANK NIG. PLC. OKPARA AVENUE, ENUGU]

1.9 DEFINITION OF TERMS 1. Motivation – It is a feeling of enthusiasm, interest or commitment that makes a worker wants to work and accomplish such work.
2. Personnel manager – It is a person who administers nationwide merit system for federal employment, including recruitment, examination and training programs.
3. Management – A person or a body controlling and directing the affairs of business, institution firms etc.
4. Organization – A group of people brought together for the purpose of achieving certain objectives while these members may change, the role of the organization which is this basic unit is maintained.
5. Work – This implies any kind of purposive activity whether paid or unpaid, fulltime or part time, formal or informal. With reference to an organization. It used to imply the operations involved in a particular job.
6. Human resources – It is a field of business concerned with recruiting and managing employees or workers in any working sector.
7. Productivity – It is referred to the measured relationship between the quantity (and quality) of result produced and the quantity of resources required for production. In essence, it is a measure of the work efficiency of an individual, work unit, or entire organization.
8. Promotion – It is advancement to a more senior job or a higher rank, grade or position and also it could be a source of encouragement of the growth or development of something.
9. Job Satisfaction – It is when a worker carries out a work and feels fulfilled that such work is carried out.
10. Job Security – It is an area of safety in job that helps deals with the protection of workers health and safety, through the control of the work environment to reduce or eliminate hazard.
11. Job Evaluation – It is the process of comparing, ranking and appraising jobs by the use of specific qualitative or quantitative factors, such as mental and physical skills, degrees of responsibility and working condition.
12. Fringe benefits – It is an alternative and offered by a firm to this workers to make them feel satisfied with their jobs, such as pensions, vacation and sick days, insurance, health, bonuses etc.
13. Employee productivity – Is the amount of time an individual is physically present at a job and also the degree to which he or she is “mentally present” or efficiently functional while present at a job.
1.10 THEORITICAL FRAMEWORK The theory of Abraham Maslow‟s (the hierarchy of needs) is used to explain the relationship between management‟s motivation and personnel manager. It is the most widely mentioned theories of motivation and that best suit this research work. Maslow saw human needs from the lowest to the highest needs ie in hierarchy and he concluded that when one set of needs are satisfied, this kind of need ceases to be a motivator. Maslow said; “If we are interested in what actually motivates us and not what has or will, or might motivate us, then a satisfied need is not a motivator”. According to Maslow, these needs are classified into five and all of them go towards giving an individual (personnel manager) motivation and job satisfaction. These needs are: