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Role Of Management In Motivating Workers In The Banking Sector
[A CASE STUDY OF FIRST BANK NIG. PLC. OKPARA AVENUE, ENUGU]
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a. Physiological need: Undoubtedly, these basic needs are
the most proponents of all needs. What this means specifically is that,
human beings who has not achieved anything in life in an extreme
fashion, it is most likely that the major motivation would be the
physiological needs rather than any other. A person who is lacking food,
safety and esteem would probably hunger for food more strongly than
anything else. At every stage in the organization, management is to
recognize that every kobo means much to the employee. He would trade
some comfort for money.
b. Safety need: Once the first need are largely
satisfied, safety needs emerges. An individual becomes concerned with
the need for safety and security, protection from physical harm,
disaster, illness and security of income, life style and loss of
employment. An employee likes to know that his employment is permanent.
The loss of his job could induce him to seek ways of satisfying his
physiological needs. In other to motivate such employee and encourage
productivity, management would try as much as possible to provide
security for workers.
c. Social need: The need is often referred to as
acceptance need. The individual has satisfied his two basic needs and
wants acceptance, to love and to be loved. The value of friendship,
affection and the sense of belonging are much needed and are seldom
satisfied by money. Management on their part could motivate personnel
manager by paying them adequate salary and rewarding them for the
services rendered. d. Esteem needs: At this stage the individual has
need for recognition, accomplishment, and achievement for the need for
self respect. He loves to take responsibilities and prove himself. The
esteem need is the ego need. A personnel manager would feel motivated
when management gives room for his contribution to be recognized and
appreciated. The feeling of independence, professionalism and confidence
is highest at this stage. It is important for management to recognize.
e. Self Actualization: This need is often called fulfillment need. This
is the need for an employee to reach his highest potential at work place
in conquering his environment. A personnel manager is motivated by a
desire to self-actualize, to achieve whatever he defines as his maximum
potential, to do his work to the best of his ability. As he succinctly
put it, “what a man can be, he must beâ€.
Maslow believe that an
average citizen satisfies perhaps 85% of his physiological needs 70% of
his esteem needs and 10% of his self actualization needs. According to
him, human motive at work are governed by these needs and their
satisfaction will lead to motivation and high productivity. It must be
recognized that there is a great deal of over lap in the concept of
hierarchy of needs and a great deal of inter-dependence among the
various levels there is no clear cut distinction between one level and
the other, when all the individual needs tends to be partially
satisfied, the safety need disappears as social needs and esteem needs
emerged, they only become less active. Certainly, there is evidence that
Maslow‟s theory is able to account for findings on occupational level
and motivation. Those in lower level of occupation are likely to be
motivated by lower order needs as pay and security. Where as those in
high levels of occupation that have those basic needs fulfilled are more
interested in fulfilling higher order needs. Again this depends in the
time and circumstances since a person on esteem need can fall back to
physiological needs during severe economic depression. Maslow did not
infact intend that needs hierarchy should be directly applied to job
satisfaction but despite this lack of interest on his part, a number of
theorists like McGregor (1960) “The „X‟ and the „Y‟ Theory†has
popularized Maslows theory in management literature. The needs Hierarchy
has a tremendous impact on the modern management and job satisfaction
studies by Beer (1960) and Clack (1960) seem to support Maslow theory.
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ABSRACT - [ Total Page(s): 1 ]This project work was carried out to determine the role of management in motivating workers in banking sector, using first Bank Nig. Plc, Okpara Avenue, Enugu State as a case study. The purpose of this study is to find out how workers in the banking sector derive motivation, taking into consideration the impact of management influence and the effect of this on productivity. Also research questions and hypothesis were stated to be used in generalization towards the end of this with the appropriat ... Continue reading---
