Methodology in the Nigeria Banking Sector

Title of the proposed investigation

The focus should be on current methodology in the Nigeria Banking sector in Nigeria (1500) Methodology (with a ratinale for the methods chosen)( 1200) Contribution to knowledge.

Exploration and Evaluation of Employee Motivation and Performance in the Nigeria Banking Sector.

Rationale for proposed research, i.e. why the research is important, summary of current research by others. Cite and list appropriate references.

The proposed working title for this study identifies two important keywords: Employee motivation, and Employee performance, which have been extensively researched for many decades in the fields of business and management and other social sciences. The literature refers to Employee Motivation as the activities which are taken to induce someone to behave in a predetermined manner (Griffin & Moorhead, 2011; Greenberg & Zhang, 2010). For example, there are different outlooks on motivation by different scholars. Maslow's hierarchy of needs proposes that workers can be motivated by different motivators, and that after the initial stages of motivation are covered, then they lose their capacity to motivate (Armstrong & Taylor, 2014; Boxall & Purcell, 2011).

On the other hand, is Vroom's expectancy theory? The expectancy theory posits that humans are motivated if the motivator is valuable to them (valence), it is achievable (expectancy) and they can reasonably perform to achieve it (performance) (Pinder, 2014; Miner, 2015). However, the most widely discussed motivation theories in literature include Maslow's hierarchy of needs, Vroom's expectancy theory, and Herzberg’s two-factor theory. Moreover, several scholars believe that there is a positive correlation between motivation and performance (Gungor, 2011). In fact, Aguinis (2013) argues that motivation is one of the strategies which are involved in performance management. These different activities suggest that there are different outlooks on motivation by different scholars. However, the most widely discussed motivation theories in literature include Maslow's hierarchy of needs, Vroom's expectancy theory, and Herzberg’s two-factor theory. In contrast, some writers describe performance as the ability of employees to perform in a certain way that tends to boost success in an organization.

Numerous studies have establish that performance occurs on two specific way through organizational performance and employee performance. In the literature the term Organizational performance is describes the level in which an organization attains their business goals and objectives, however employee performance is an independent phrase which is related with an individual physical and cultural behaviour. It should be associated with organizational objectives and goals so as to get an appraisal which will be approved. Organizational performance can only be achieved through job performance of employees but also there is a similarity between organizational and employee performance as a result of the measurement and rewarding method (Bailey, Mankin, Kelliher, & Garavan, 2018). It is well established in extant literature and prior studies that there is a relationship between employee motivation and employee performance, with several scholars arguing that there is a positive correlation between motivation and performance (Gungor, 2011).

Description of the research area

In fact, Aguinis (2013) argues that motivation is one of the strategies which are involved in performance management. However, the current human resource environment is changing. Scholars argue that human resource has grown from the role of being a clerical support function, to being a strategic companion of 21st century businesses (Li, Frenkel & Sanders, 2011; Bailey et al., 2018).

The rationale for this study and the reasons why the research is important are      underpinned by the fact that there is a strong positive correlation between individuals that are well-motivated and their levels of performance. As a result a motivated workforce leads to an increase growth and efficiency in a work environment (Armstrong & Taylor, 2014). This clearly indicates that organisations can only achieve effective performance from their workforce, when their employees or their workforce are driven by the satisfaction they gain from the work itself (Griffin & Moorhead, 2011).

In Nigeria, studies done to date are limited to government agencies and the manufacturing sector, suggesting that there is an urgent need for further research to better understand how motivation impact employee performance in the Nigeria banking sector. It is hence, a definite reality that the human resource of an establishment continues to remain the most significant source; therefore, banking organisations in Nigeria should better understand employee efficiency and effectiveness in other to sustain competitive advantage. By this definition, the study of workforce/employee motivation, continues to remain an important driving force in regards to high productivity and performance achievement. This understanding, supports the key aim/rationale for this research:  to explore and evaluate the relationship between employee motivation and performance management, in the Nigeria Banking sector.

Aim: To explore the various components of employee motivation and the different factors affecting their performance in the Nigerian Banking Sector

Key Research Question: How do the various components of employee motivation influence employee performance in the Nigerian Banking Industry? 

1. What are the current motivational strategies been adopted by the Nigeria Banking sector?

2. How does increase in motivational strategies influence employees performance in the Nigeria Banking sector? 

3. What impact does employee motivational packages have on performance in the Banking sector in Nigeria? 

In order to answer the above research questions, the specific research objectives needed are stated below:

1. To explore in order to identify the motivational strategies adopted by Nigeria Banks to enhance their employee performance. 

2. To critical evaluate how increase in motivational strategies influence employees performance in the Nigeria Banks. 

3. To better understand the impact of the employee motivational initiatives implemented by Nigerian banks on their profit performance over time.

4. To develop a holistic framework to help Nigerian banks improve the profit performance through increased investment in employee motivational initiatives. 

The Research Findings, will give the Banking sector a clearer understanding on suitable methods of motivating its workforce, so as to stimulate a high performance. By doing this employee can improve their job performance which can ultimately increase organizational performance, which the Banking sector can incorporate into their long-term organizational goals/drives. 

Use an Explanatory Questionnaire and Evaluative semi structured Interviews as part of Mixed Methodology – through an efficient representation of significant research questions, objectives and data collection methods. The primary data will be analysed using both SPSS (statistical package for the social sciences) software to statistically analyse the responses to the Questionnaire survey e.g. descriptive statistics; and NVivo content analysis of the semi-structured interview.

2.6 Explain how this research is feasible, with supporting evidence as relevant i.e. how potential risks to the completion of the research, such as not having access to necessary equipment, supplies, expertise, participants, have been considered and resolved: 

My research completion is possible within the specified time frame. I have a supportive Director of Studies and co-supervisor, they are always available to provide me with the support I need. Also, the library is well equipped with appropriate resources and professional staff are always available to render help at all time. In addition, I have the funds to cover for my school Expenses, so money is not a problem. Finally, I have a personalized list of possible participants who would be approached following Ethical Approval of my proposal.