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Motivation is defined as the force that persuades employees or the workforce to behave and perform in a way that leads to reward; as a result, employees expect to be rewarded with all of the compensation that they anticipate for themselves and their families in exchange for their services and efforts.

Motivation has long been a major challenge for business organisations around the world, particularly in the banking industry, where high levels of productivity affect or play a significant role in determining an organization’s profitability, growth, development

stability, and long-term success. As a result, this study looks at how employee motivation affects AIICO Insurance Plc’s organisational productivity.

This study used a quantitative survey research approach to investigate the impact of motivation on organisational productivity. The major data collection technique was a well-structured self-administered questionnaire, which was distributed to 130 respondents, 118 of whom were retrieved and filled out correctly.

The acquired data were analysed using descriptive statistics, correlation, and multiple regression analysis. Among the hypotheses evaluated, the results revealed that there is a considerable association between employee motivation and organisational productivity.

The study’s findings revealed that: financial benefits have positive and significant effects on employee effectiveness in AIICO Insurance Plc; there is a positive and significant relationship between training

and development and employee productivity of staff in AIICO Insurance Company; the finding also reveals that work environment has positive and significant effects on job performance of employees of AIICO Insurance Plc; employee motivation has positive and significant

The study revealed that employee motivation has a considerable impact on organisational productivity. The study recommended that organisational management take suitable measures to identify the variables that motivate their employees and seek ways to ensure that they are appropriately motivated in order to increase productivity.

Chapter one


1.1 Background for the Study

To remain competitive, businesses around the world have continued to implement ways to enhance the number of goods and services produced (organisational productivity) in a given length of time. Oliver (2014) argued that in almost every country in the world, including the United States, Europe, Asia, and Africa, productivity challenges exist in the area of effective and efficient resource management and utilisation, which has hampered organisations’ ability to achieve their projected levels of productivity.

In the United States and Europe, corporate leaders are focused with increasing staff productivity, management productivity gains, and labour productivity increases, all of which are viewed as useful indicators of the performance of the US economy.

This is evident from the fact that poor human resource management is the leading cause of productivity in the United States and Europe (Lebergutt, 2012).

Furthermore, Sunia (2014) suggested that for organisations to thrive and remain relevant and competitive in South Africa, they must be able to attract and retain efficient and effective people, as well as improve job performance in order to increase productivity.

Furthermore, it is well known that an organization’s productivity is critical to its success or failure (Cummins, 2010). However, successfully utilising resources to reach optimum productivity has proven to be a significant challenge for commercial organisations around the world, particularly in Africa.

Furthermore, in Africa, creating and maintaining continuous organisational productivity has proven to be a significant issue for corporate organisations due to inadequate resources at their disposal (Odera & Akerele, 2013). Employee ineffectiveness, poor job performance, reduced work production, and brain drain in the service sector are some of the most common difficulties.

Human resources have proven to be a limiting resource for organisations, with a large brain drain occurring in Africa as intellectuals relocate from Africa to other areas of the world as a result of economic difficulties in the majority of African countries.

Especially in Nigeria, which has the largest percentage of people with at least a bachelor’s degree living abroad among African countries (US Census, 2015). As a result, the challenge for Nigerian organisations is to consistently encourage the few human resources available to achieve maximum production.

Many studies have demonstrated the value of employees in any organisation around the world. Pierce and So, S (2013) discovered in French company settings that people are critical to the organisation attaining its aims and objectives.

Employee effectiveness is a quality that can separate an organisation from its competitors and provide it a competitive advantage over similar organisations in the United States and Europe, where corporate organisations compete fiercely.

To achieve this, an organization’s staff must be driven to do their best and produce consistent and excellent results. However, organisations in the United States and Europe face challenges in determining which sorts of employee incentive will boost organisational productivity.

This has made employee motivation a hotly disputed topic among human resource practitioners and researchers as they seek to identify strategies to encourage people to boost organisational productivity.

Furthermore, whether in the public or private sector, every organisation in the globe struggles with employee motivation (Chintallo & Mahadeo, 2013). According to Ackah (2014), many business managers in significant organisations in nations such as America struggle to motivate their staff, and polls have shown that employee motivation is one of the top 10 challenges for human resource managers in America.

Furthermore, in Africa, the diversity of cultures and nationalities that is now reflected in most organisations around the world means that no two employees are the same, and as a result, employees vary in their styles, personalities, beliefs, and culture, making it more difficult to determine the best way to motivate them as a group (Dessler, 2015).

This difficulty is also evident in Nigeria, since studies demonstrate that the country is diverse and multicultural, having over 371 tribes (Vanguard, 2017). This has resulted in a diverse workforce and employee base in Nigeria, including people from varying backgrounds, beliefs, value systems, and motives.

This has made it difficult for many companies and managers, notably those in the insurance business, to identify the appropriate form of motivation for their staff in order to boost organisational productivity.

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