This research is about the effect and extent of employee motivation in a Nigerian bank.it is focus solely on the Nigerian bank because of the situation of the country’s financial industry on motivating an employee which has become an issue. That is the way employees are been treated while on their jobs requires an attention. According to Nwandu, (2011) the managing director of CKN Nigeria and a renowned journalist in Nigeria would post in his site “employees are treated as slaves”. Sule (2012),banks managers creates an environment of fear to in other to make people work and Also in confirmation of the above claim, Chovwen (2013), in her recent research, would state “employees have to work in a hostile environment with a boring and monotonous job can make an employee feel distressed, thus, stifling motivation to perform well”. This shows that employers overlook the issues of motivating an employee in other to perform on his/her job task. According to Chevwon (2013), employees working in an environment like that would have problems delivering what is expected of the organisation. And that is the consequence the organisation would get for putting the employees in such a position.
After taking a deep look at the claims above, the purpose or aim of this research would be on finding out if the claims are true and to what extent their claims reliable.
So this research is useful in a way that it shows how effective motivation is to an organisation and what happens to organisation that decides to treat their employees with less concern will slow the implementation of motivation in the organisation.
As interesting and challenging motivation is,diferent researchers have definitions of what it is but based on the research topic, the suitable definition for motivation is given as “psychological mechanisms governing the direction, intensity, and persistence of actions not due solely to individual differences in ability or to over whelming environmental demands that coerce or force action” (Kanfer, 1998). So from the definition, motivation answers to the questions of “why people do what they do”. The human behaviour is different and therefore making motivation to be complicated as said earlier, what motivates an individual can be different from what motivates another. It is that freewill of individual behaviour, doing what you feel like doing without being forced.
There are two types of motivation which are intrinsic and extrinsic. Intrinsic motivation is that type motivation that involves an employee doing what he really loves, not just for the money or other factors tied to it and on the other hand is the extrinsic motivation that type of motivation involving physical benefits that could be in the form of money, bonuses etc. (Ryan & Deci, 2000).
Money which is a form of extrinsic motivation is suggested by some researchers that it is not a core motivator to some employees and there are other factors that could motivate more than just the physical form.
So the aim for conducting this research on employee motivation is that it will give an eye opener to employees in Nigeria which is not fair to the employees that work to make sure the organisation gets to its next level. And at the end suggest ways that will change the ways things are been done and carried out The reason is that people do not have adequate knowledge of the management system of an organisation before applying to work with them.so taking a closer look at Ecobank Nigeria would show how the motivational system is works and to what extent is it effective. Employees would be careful in choosing an organisation not only for what they are offered but also the impact it will make in their life as they progress on their jobs.
The literature will contain different authors that have come out with their views on motivation and this can only be cited from their own theories. The theories are divided into two categories; content and process theories. Content theories is