Motivation And The Issues Of Organisational Design At Friendly Bank

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

The case study in this research is carried out from one of the best banks in Nigeria to investigate the level of motivation and its total impact on both the employee and the organisation.

Motivation is what drives people to succeed and reach their goals. This plays an important role in enhancing an organisation’s development. An employee’s motivation can play a big part in organisational behaviour, as it is a fundamental part of how the employee performs in their role and how they assist the organisation in attaining their goals.

Motivation issues in the work place are not always representative of the work environment itself. In some cases, external factors not related to the work environment are the primary reason that so many workers are incapable of performing to the best of their ability. People tend to underestimate the importance of external factors and overestimate the importance of internal factors as influences on those behaviors” (Baack, 2012). Through the exploration of how financial problems can affect motivation in employees and how the motivation of these employees can be boosted, a better understanding of performance

The article strongly illustrate the important of motivation in leadership. Employees always need a leader who understand them, stay with them as part of the group to solve the problem with them. And one more point is to be motivated by their leader through communicating or awards when they achieve their mission with highly efficient result.

1) Motivation stems from the Latin word "movere", which means to move. "Motivation is some driving force within individuals by which they attempt to achieve some goal in order to fulfill some need or expectation" It is clear from the case study that Commonwealth Bank applies a spectrum of motivational theories to promote good customer service. The behavior of people is revealed by what motivates them. Performance is the result of both ability and motivation: Performance = function (ability x motivation). There are two different categories of motivational theories - content theories and process theories. Commonwealth is applying two main types of theories. Content theories emphasizes on what motivates people. Maslow's hierarchy of needs, Alderfer's ERG theory, Herzeberg's motivator-hygiene theory (Herzeberg's dual factors theory), and McClelland's learned needs or three-needs theory are some of the major content theories. The theories go in the specific things which actually motivate individuals at work and are concerned with identifying a person's needs and relative strengths. Process theories of motivation are about a cognitive rational process and concentrate on the psychological and behavioral processes that motivate an individual. Put simply, this is all about how people's needs influence and drive their behavior. People need to see what is in it for them and to sense that "fair play" is being exercised to all concerned. Clearly an understanding of this is foundational

The aim of the research study was to investigate if there is a difference in the interpersonal relationship and work motivation among bank employees of Bangalore and Siliguri and to investigate if there is a relationship between interpersonal relationship and work motivation among bank employees of Bangalore and Siliguri. The study was conducted on a sample of 60 bank employees across Bangalore and Siliguri. The study employed a quantitative approach and the sampling technique employed was purposive sampling. Each participant was given to fill in a fundamental interpersonal relations - behavior tool (Schultz, 1958), work motivation questionnaire (Agarwal, 1988) and a demographic details, after their consent was obtained. The statistical

In previous positions, one of the underlying themes of the environments was that the employees and the overall atmosphere was very negative, with a lack of team work and accountability for training, leadership, and structure, leaving the ability to do one’s job, at best, tolerable. It was not until working at one job, an insurance company, where it was observed that a positive work situation could make it all the difference in how one could perform in his or her job. For instance, as mentioned in previous positions, there was a lack of basic concepts like training, which could be wildly contradictory, lacking continuity or basic procedures, thus affecting productivity, motivation in learning new tasks, and a general desire to come to work. Working in a variety of positions has provided some unique insight what makes for a motivated employee.

If you focused on the work place and applied those stratiges, you will notice that motivation is a key tool that determines the performance of the employees within an organization. Being able to take the right measures and setting the correct goals within an organization. Managers and subordinates must be able to cooperate and work hand in hand by giving and receiving feedback in order encourage a positive and happy working environment. However, companies are subject to certain conflicts and difficulties when attempting to motivate

Companies are task with the deed of motivating employees in order to achieve future business objectives. If these objectives are implemented properly, the results will produce eagerness in an employee, which will result in high quality success. Workers whom seemed disinterested in coming to work with a motivation of accomplishing the task at hand, will disconnect and separate.

The motivation of employee always had been a central problem for the employers, managers or leaders. The employees who are unmotivated mostly spend little or no effort towards their jobs, they try to avoid their office or work place as much as they can, they try to get the chance or opportunity to exit the office or workplace or organization and the quality of work they produce is mostly low. However, workers or employees who are motivated towards work are mostly put their effort in work, creative and productive, which lead to high quality of production or work.

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an

Motivation ‘’ is a process that account an individual’s intensity, direction and persistence of effort toward attaining a goal’’ (Stephen, p155). Furthermore, motivation can be a technique to encourage people so that they can perform their work more efficiently towards achievement or milestone. Whereas some people say that we can motivate employee by praising them during their work and properly understand the requirements faced by the workers. There is variety of motivation theories and we will see why these theories are important because that is crucial to help employee to do work harder, faster and more seriously. However, the managers or bosses do not acknowledge the hard work of the employee, the progress of the work well

Motivation is one of the most discussed topics in the present era’s organisations, especially since renowned psychologists like Maslow and Herzberg are dedicating their efforts to understanding it. Companies are investing a significant amount of resources in improving productivity in order to maximise profits. One of these important resources is of human nature. In order to get the very best out of employees, some motivational approaches need to be used. But what is motivation and how do I successfully motivate? I will try to relate one of my personal experiences with a friend to some of the most influential motivational theories. After introducing my story and making a definition of motivation I will address the ideas of Taylor,

1. To identify the causes and effects of having insufficient motivational stimulus/stimuli within a workplace (in connection with McClelland’s drives, Herzberg’s two-factory theory, and Expectancy Model of Motivation).