Effect Of Motivation And Training On Productivity

INTRODUCTION
1.1 BACKGROUND OF THE STUDY
There are number of factors that contribute to the success of any organization, these factors include; capital, equipment, manpower, etc. All these factors are important but most significant factor is human factor. Since it is the people that will put the other resources at work, it should be viewed as such by management by giving it due attention in other to achieve it’s organizational goals and objectives.
Manpower planning aimed at ensuring that the right person is available for the right job at the right time. This involves formulating a forward looking plan to ensure that the necessary human effort is available to make it possible for the survival and growth of the organization, It becomes imperative to develop the employee. Manpower development is a process of intellectual and emotional achievement through providing the means by which people can grow on their jobs. It relates to series of activities, which an enterprise would embark upon to improve it’s managerial capacity. Manpower development is important in any discussion especially in this present context; the effect of motivation and training on productivity.
In line with this, community bank system which has lead to a new dimension in banking industry is used to x-ray this subject. In Nigeria the community banking is aimed at bringing commercial banking to rural masses who may not be able to cope with the modern banking, with their stringent and complex operations and which is basically on collateral.
A community banking is a self- sustaining financial institution owned and managed by a community or a group of communities for the purpose of receiving minor deposits, giving credit facilities and other financial services to it’s members mainly on the self recognition and credit worthiness.
These emphasis on manpower and development is influenced by the belief that it is now desirable to focus more attention on areas which in the past has been relatively neglected because every organization, regardless of it’s size must provide for the needs, interest and desire of the employee within the work environment, if it is to earn loyalty, dedication, involvement and commitment necessary to complete effectively.

1.2 STATEMENT OF PROBLEM
Workers leave organization due to the fact that they are not motivated enough, some are not willing to leave because they are enjoying some benefits in terms of promotion which leads to increase in salaries and wages, bonuses and some other incentives. It is the opinion of industry observers that the poor performance of the organizational workers follows from their inability to keep abreast with the new technological development as a result of the absence of appropriate and sufficient staff training.
Organization must improve the work performance, productivity, skills and ability of it’s employees. The problem is how to motivate and train workers to achieve higher productivity.

1.3 PURPOSE/ OBJECTIVE OF THE STUDY
1. To conduct an empirical investigation through a review of the manpower planning and development policy of the bank.
2. To access the staff recruitment, selection and training programmes and problems enumerated.
3. To highlight the need for manpower planning and development in the company.
4. To identify some techniques of manpower training and development in the company and their relevance the company needs and the industry at large.
5. To establish the relationship between personnel training, development and staff performance.
6. To correct the belief that in this age of computerization and technological development, that business units need to survive in the acquisition of up-to-date capital equipment to the neglects of the power management of it’s human resources.
7. To proffer solutions to the identified problems.

1.4 RESEARCH QUESTIONS
1. Are the employees of the community banks satisfied with quality of the selection and interview procedure?
2. Are the employees of the community bank satisfied with the placement and promotion procedure?
3. How often does the bank embark on staff training and development?
4. How adequate in terms of content relevance, are these training programmes relevant?
5. Has the promotion process in the bank improved employees performances?
6. Are the employees of the bank utilized after their training?

RESEARCH HYPOTHESES
The testable hypotheses of this research study are the following:-
HO: There is no direct relationship between manpower, training and productivity
Hi: There is direct relationship between manpower training and productivity.
Ho: Lack of adequate manpower, training and development is directly responsible for high labour turnover.
Hi: Adequate manpower, training and development is directly responsible for high labour turnover.
Ho: Training does not improve t the productivity of employees and the organization.
Hi: Training improves the productivity of employees and the organization.

1.6 SIGNIFICANCE OF THE STUDY
The significance of this study cannot be overemphasized. It will be based on the examination of the motivation practice in community banks and to know the extent to which it is being carried out, the effect on the workers, the organization and the country at large. More so, to acquaint the various managers and different categories of employees with the need to embrace motivation, which will go a long way in achieving higher productivity.
Besides, those students in the field of administration will find it educative, interesting and challenging in that, the various activities and technologies of motivation are revealed and logically analyzed.
Lastly, this project will be of value to those who may want to carryout similar research in the nearest future.

1.7 SCOPE AND LIMITATIONS OF THE STUDY.
Three community banks were selected for this study, the coverage may give time representation of selection practice in the government owned enterprises in the economy and the organized private sector.
The study was also limited to the employees of the bank. The problem, the researcher encountered was that some bankers were too busy for interviews and cleverly avoided certain questions for the fear that the information given might put their jobs in jeopardy.
Those who were responding to the question made their answers to reflect what ought to be rather than what it is. This undoubtedly affected the quality and accuracy of information collected during the study. A lot of finance was also required in making this project a reality, thus, the researcher was faced with the problem of finance and time.
These difficulties notwithstanding the researcher made concerted efforts to ensure that the project was comprehensively carried out to meet the desired needs.

1.8 DEFINITION OF TERMS
Efforts were made at defining the following terminologies in order to avoid ambiguity and provide elicit proper understanding.
DEVELOPMENT: This is the process concerned with people’s capacity in a defined and over a period to managed and involve positive change, an reduce or eliminate unwanted change.
MANPOWER: The human resources of a business concern. These include unskilled, skilled, supervisory and management staff of a bank or company.
PLANNING: Setting objectives and deciding on the best ways of achieving the objectives.