CHAPTER ONE
1.1    INTRODUCTION
Employee’s interest in higher productivity does not develop without some stimulation by management; either directly or through the creation of an atmosphere in which employees wants to contribute their best effort to the job.
It must be received that in any organization, motivation `has a great impact on worker’s performance, if properly administered. It will enhance the output of the workers which has a multiplier effect on the rate of profit and turnover of the organization.
Remuneration policy and methods can be considered in isolation from the country’s economic policies. That is why the state of the economy must be critically analyzed before any policy on remuneration could be implemented.
According to Haire (1963), in his wages and salary policy and administration, he states that pay in one form or another is certainly one of the main spring of motivation in one society.
As a motivator, it becomes part of general psychological problem’’. An incentive is a systematic procedure for establishing a sound compensation structure. By reducing inequalities among employees earning, a good programme raised individual moral and reduces inter group friction.
Similarly, motivation (incentives) policy shall be the policy of an organization to promote incentives that are at least as good as, if not better than, those paid by the competitors for similar types of work under similar conditions of works in the communities in which it operates.
1.2    STATEMENT OF THE PROBLEMS
One approach to employees’ motivation has been to add incentive to an individual’s job as the primary factor in improving performance. Endless mixes of employee benefit –such as Health care, Life insurance, profit sharing , Employee’s stock ownership plans, Exercise facilities, Subsidized meal plans, Child care availability, company’s car and more have been used by companies in  their effort to maintain happy employees in the belief that happy employee are motivated employee. To what extent has these incentives affect employees productivity in Nigeria: A case study of Afribank plc.
1.3    PURPOSE OF THE STUDY
Motivating employees to contribute their efforts to accomplish organizational duties and task requires the identification variables that could be influencing such efforts. The identification of such variable is not an easy task. This could be attributed to the variety of employees need and aspiration from the jobs which imply that motivating factors are multi dimensional.
Basically, the purposes of the study are:-
(1)    To resolve problem in process of motivating workers.
(2)    To examine various leading theories of motivation and their effect on productivity.
(3)      To determine whether a group of workers will have some need and wants which effects their productivity.
(4)    To determine whether financial motivation alone can             satisfy the employees need and wants therefore stimulate     them
        to work harder.
(5)    To arrive at suggestions which if implemented can help to improve the workers output and efficiency and thus achieve company goals and objectives.
(6)    To serve as guidelines for the easy study.
(7)    To serve as reference for other staffs.
1.4    THE SIGNIFICANCE  OF THE STUDY
For modern days business enterprises to be successful, the presence of committed and dedicated managers and highly motivate workers is required.
To get the workers motivated, the manager must understand those factors that will motivate a particular employee at a particular point in time.
The study will however, assist managers in getting the best out of their workers to achieve the enterprises objectives.
This will be achieve by establishing the importance of motivation in today’s  highly competitive and dynamic business environment and how the concept could be used to  inspire appropriate co-operation effort essential for achieving individual and organizational goals.