CHAPTER ONE
1.1 INTRODUCTION
Motivation means so many things to different people. Their impact on the individual depends also on his perception of what he considers to be of value to him and invariably influences his action or non-action. Motivation can be described as a set of incentives monetary of otherwise, reward and punishment systems which determine or influence staff performance and altitude to work. It is a production of human resource management and its impact goes on a long way in determining the quality and quantity of production and the level of industrial and labour harmony or disharmony in the organization.
Motivation can also be defined as the forces acting on or within a person that cause the arousal, direction, and persistence of goal-directed, voluntary effort.
Work Motivation has been defined as “conditions which influences the arousal, direction, and maintenance of our behaviors‟ relevant in work setting”. Gbadamosi and Adebakin (1997, PP33) other scholars have variously defined motivation as “the act of stimulating some or oneself to get a desired course of action, to push the right button, to get a desired reaction. Julius Michael (1975,pp 265). “motivation is the process of creating organizational conditions which will impel employees to strive to attain company goals-Hodgetts,Richard (1977, pp 385) motivation is the influence or drive that causes us to behave in a specific manner and has been described as consisting of energy, direction and sustainability. Motivation is a driving force by which human achieve their goals. Motivation is said to be intrinsic or extrinsic:
Intrinsic motivation refers to motivations that is driven by an interest or enjoyment in that task itself, and exist within the individual rather than relying on any external pressure. Extrinsic motivation comes from outside of the individual, common extrinsic motivation are reward like money and grades coercion and threat of punishment, competing is in general extrinsic because it encourage the performer to win and beat others, not to enjoy the intrinsic rewards of the activity. The main purpose of motivation is to attain organization goals according to Koontz et al (1983: 14) “management requires the creation and maintenance of environment in which individuals work together in group toward the accomplishment of the objective” management has been faced with broad predicament since poor approaches were employed toward the attachment of organizational objectives.
These approaches are not without their strengths and weakness. In other worlds, firma are now faced with many complexes managerial predicament because of the phenomenon maintained above. Since the foremost aim of management of organization is the attainment of its objective. Little or no attention is paid to welfare of workers. As an outcome, the firm goals are defeated, since the workers are not motivated and cared for. The motivations range from inadequate to lack of motivation. Often management becomes dogmatic in their method of motivation as a result their expectation are defeated. It is pertinent for management to know what can motivate a single individual at a particular time and place would not motivate another person.
The expectation to drive from anything one is doing is a motivation force that forces the individual to work. According to Ajuogu (1996, pp 47) “motivation is an internal psychological process”. It is the motive power that makes people behaves the way they do.
1.2 BRIEF HISTORY OF ACCESS BANK
Access Bank Plc is a remarkable story of the transformation of a small obscure Nigeria Bank into an African Financial institution of note; with emerging foot prints on the international banking landscape. Access Bank today is one of the top 10 largest banks in Nigeria in terms of asset base. A phenomenal accomplishment considering its antecedents. The Beginning (1988-2002) December 19, 1988: Access Bank Issued a banking license.