Chapter Five

Summary of Findings, Conclusion and Recommendations

This chapter deals with the summary of findings, conclusion and recommendations. The

researcher summarizes the findings of chapter one to five, as well as, given her conclusion on the

effect of workers motivation on organizational development and also draw a recommendation for

the work.

5.1 Summary of Findings

The researcher in this work has exhausted sufficient efforts in the systematic arrangement of the

work in sequential order. The preceding chapters of this work have among other things tried to

summarily review, discuss and interpret the effect of workers motivation on organizational

development. In chapter one, the general introduction of the study was made in which the

background of the study, statement of problems, objective of study, research hypotheses, scope of

the study, significance of study, limitation of study and definitions of terms was discussed.

Research questions were formulated as well. In chapter two, a review of issues/conceptual

review, theoretical framework/review of theories and review of relevant literature and previous

empirical work was broadly covered with the view of different people concerning the effect of

workers motivation on organizational development. Existing literature concerning the research

work were critically and constructively reviewed.

Chapter three concentrated on the research methodology which talked about the research design,

population of study, sample for the study, sampling technique, description of instrument,

validation of research instrument, reliability of instrument and method of data collection and

analysis. The survey method was adopted with the use of questionnaire as an instrument which

1
copies were distributed to the workers in Diamond Bank Branch in Ibadan as was chosen as the

case study.

In chapter four, the data which were obtained were based on responses from the respondents. The

chapter was devoted to data presentation, analysis and discussion of findings from the research

questions with the use of simple percentages in tabular form. Findings show that motivation is

very important for every manager’s/employer of organization that wish for his business to be a

successful one and making lots of profit, this is because a motivated employee will be happy and

work tirelessly for the sake of his organization to attain his goal.

In chapter five, the researcher gave a brief summary of the whole work done in this research

work, the findings, conclusion and recommendations. To this end, the summary gives a brief

information of all that was done in this study. This very chapter finally brought the entire study

to an end while making some explanations and giving recommendations on the way forward.

5.2 Conclusion

The importance of reward in the day-to-day performance of workers duties cannot be

overemphasize, especially when it comes to being rewarded for a job done. It is a well-known

fact that human performance of any sort is improved by increase in motivation. Going by the

findings of this study, it can be easily inferred that workers reward package matters a lot and

should be a concern of both the employer and employee. The results obtained from the

hypotheses showed that workers place great value on the different rewards given to them by their

employer. Hence, when these rewards are not given, workers tend to express their displeasure

through poor performance and non-commitment to their job. It is therefore imperative for the

organization to consider the needs and feelings of its work force and not just overlook them in

order to safeguard industrial harmony, because “a happy worker they say is a productive

2
worker”. Having stressed the importance of a good remuneration policy on the performance of

workers and the different kinds of rewards that can influence workers to perform better on a job,

this study can therefore be seen a call for employers sense of commitment to put in place

appropriate incentive plan that will encourage workers to be more purposeful and improve their

performance. Also, people seek security and the underlying needs are fundamental to people’s

existence. After these needs are satisfied, people will focus more on job performance. People

also see social systems, so the sociability aspect of effective organizations cannot be neglected.

Last but not least, personal growth is also important to people, as self-actualization and the need

for achievement and growth are vet powerful needs that influence the development of effective

organizations.

Management should evaluate employee suggestion scheme and use the feedback from the

workforce to improve the organizational environment and fulfill their needs and skills. People

are different and they are motivated by diverse needs, such as physiological needs, safety

requirements and self-actualization needs. Thus, focusing on employees at every level of the

workforce and analyzing each department of the organization will provide detailed accurate

information regarding the needs of employees. A motivated and qualified workforce is essential

for any company that wants to increase productivity and customer satisfaction. In this context,

motivation means the willingness of an individual to do efforts and take action towards

organizational goals. The challenge for any manager is to find the means to create and sustain

employee motivation. On one hand, managers should focus on reducing job dissatisfaction

(working conditions, salary, supervision, relationship with colleagues), while on the other hand

should use motivating factors such as achievement, recognition, responsibility and the work

itself. Employee participation and empowerment do not only enhance efficiency, growth and

3
innovation but they also increase employee motivation and trust in the organization. If

employees feel appreciated for their work and are involved in decision-making, their enhanced

enthusiasm and motivation will lead to better productivity and loyalty.

5.3 Recommendations

In view of the identified problem on the effect of workers motivation on organizational

development, it is therefore imperative to recommend possible solutions to the problems to

enhance the efficiency and effectiveness of the motivation on workers of every organization.

1. They should provide an atmosphere for the attainment of high productivity, which will in turn

give employees a feeling of satisfaction.

2. Employees should be given the opportunity to contribute their ideas to the affairs of the

organization as this will boost their morale and consequently lead to higher productivity.

3. Management should make positive effort towards improving and maintaining effective

communication system between the three levels of management (top, middle and low) and

subordinates, so that workers will be acquitted of what is expected of them by the

management.

4. Employees should be promoted when due in order to ensure better job performance.

5. Management should make efforts to improve salaries, working conditions, job security, job

dissatisfaction and poor supervision to certain standard that will make employees feel happy

about their job.

6. Managers should hold out the promise of reward once the objective is achieved, because

behaviour, which is perceived to be rewarded, will tend to be repeated.

7. Management should try to make materials and equipment that will enhance effective

performance of workers available.

4
8. Management should also use merit award for difference displayed in the performance of a job

by an employee.

9. Employees should be given the opportunity to take part in training programmes to help them

improve their skills and knowledge on the jobs.

10. Finally, functional recreational facilities should be provided for employee’s relaxation.

5.4 Area of further Research

Employers are continually challenged to develop pay policies and procedures that will enable

them to attract, motivate, retain and satisfy their employees. The findings of this study can be

handy tool which could be used to provide solutions to individual conflict that has resulted from

poor reward system. It is very pertinent at this juncture to suggest that more research should be

conducted on the relationship and influence of rewards on workers performance using many

private and public organizations. It is important for further studies to be carried out in order to do

justice to all the factors that influence workers performance. With the limitations identified

above, the ability to generalize the result of this study is restricted.

5
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 Appendix I

Questionnaire

Department of Office Information and Management,

Lead City University,
Ibadan,
Oyo state

Dear Sir/Ma,

QUESTIONNAIRE

I am a final year student of the above named institution who is currently conducting a research
on the topic “Effect of workers motivation on organizational development”.

The research is partial fulfillment for the award of Bachelor’s Degree in Office Information and
Management of the above named University.

And in view of this, your honest response to the questionnaire is hereby required. All
information supplied will be treated with utmost confidentiality and used for academic purpose
only.

Thank you for your anticipated co-operation.

Yours faithfully,

Oluwakemi Esther Ibironke.

Researcher

11
 Lead City University, Ibadan
Department of Office Information and Management

Questionnaire

Effect of workers motivation on organizational development: (A case study of Diamond Bank

Plc, Ibadan Branches Oyo State)

The questionnaire is meant for research project, and in view of this, your honest response to the
questionnaire is hereby required.

Note: All information supplied will be treated with utmost confidentiality and use for academic
purpose only.

SECTION A – DEMOGRAPHIC DETAIL OF THE RESPONDENTS

In this section, respondents are to indicate their response by ticking one of the options below.

1. Gender: Male [ ] Female [ ]

2. Age: 20-25 [ ] 26-30 [ ] 31-35 [ ] 36 and above [ ]

3. Academic Qualification: a. HND [ ] b. B.Sc. [ ]

4. Cadre: Junior Staff [ ] Middle level Staff [ ] Senior Staff [ ]

5. Working Experience: 1-5years [ ] 6-10years [ ] 11-15years [ ] 16

years and above [ ]

SECTION B:

In this section, respondents are to indicate their response by selecting one of the options below.

SA: Strongly agree, A: Agree, U: Undecided, D: Disagree and SA: Strongly Disagree

Research Question 1: How does employee motivation affect organizational performance?

S/N Question SA A U D SD
1. When workers are motivated, such as pay, they go
extra mile in performing their duties.
2. Good working conditions, fringe benefits,
promotion and security are tools that makes
motivate employees to perform beyond expectation.

12
3. Rewards to workers on formulated organizational
policies can make organization perform better.

Research Question 2: How does increase in motivational tools affects employees in an

organization?

S/N Question SA A U D SD
1. Increase in motivational tools makes workers happy
thereby performed well on their job.
2. Employee sees motivational tools as an extrinsic to
perform their work better.
3. When workers received appreciation and positive
recognition from their employers, they tend to strive
harder on their duties to do better.

Research Question 3: Does employee motivation have any relationship with organizational

performance or firm growth?

S/N Question SA A U D SD
1. Employee motivations contribute immensely to the
organizational goal.
2. Employee motivations contribute in no small
measure to the way workers perform their duties.
3. Without employee motivations organization may not
attain its aims and objectives.

University Compliance Certification

13
This is to certify that, this project written by Oluwakemi Esther Ibironke with Matric NO

LCU/PT/17/0099 in the Department of Management and Accounting, Faculty of Environment,

Management and social Sciences, Lead City University, Ibadan is in full compliance with the

approved University format and style.

…………………………………….. ……………………………..

Name Date

Biodata

14
Oluwakemi Esther Ibironke nee Akinjo was born in Lagos State Nigeria in June 1978. She hails

from Okiti Pupa Local Government of Ondo State. She obtained her National and Higher

National Diploma in Secretarial Administration from Osun State Polytechnic Iree, Osun State

Nigeria in 2004. After which she proceeded to Lagos State University to obtain a Postgraduate

Diploma in Public Administration in the year 2007. She had a brief internship programme in

NNPC Ejigbo branch where she worked as Admin Assistant in the Organization. She later

proceeded to complete the mandatory National youth Service Corp (NYSC) scheme in the year

2005.

She started her career as a Confidential Secretary attached to the Group Head Lagos Island with

Diamond Bank Plc in the year 2006. She has worked in several branches and with different

Regional Heads of the Bank providing administrative and personal functions respectively. She is

presently the Branch Secretary of Diamond Bank Oke Ado, Ibadan and also coordinate the West

Regional Trainee School in the branch.

Oluwakemi is married to Mr Ibironke Agboola Sunday, an Auditor in Sumal Foods and are

blessed with 3 children.

She loves counselling and guidance.

Abstract

15
Study investigated the effect of workers motivation on organizational development. 100
respondents selected from Diamond Bank Plc, Ibadan Branches. The population of the study was
200 workers of Diamond Bank Plc, (Ring Road, Oke Ado, Dugbe, UCH, Iwo Road and Agbeni
branches respectively). The study used descriptive statistics (frequencies, mean, and percentages)
to answer three research questions posed for the study. The spearman rank correlation coefficient
was used to test the three hypotheses that guided the study. The result obtained from the analysis
showed that there existed relationship between employee motivation and the organizational
development. The study reveals that extrinsic motivation given to workers in an organization has
a significant influence on the workers performance. This is in line with equity theory which
emphasizes that fairness in the remuneration package tends to produce higher performance from
workers. The researcher recommends that all firms should adopt extrinsic rewards in their
various firms to increase productivity. On the bases of these findings, employers are continually
challenged to develop pay policies and procedures that will enable them to attract, motivate,
retain and satisfy their employees. The researcher therefore suggest that more research should be
conducted on the relationship and influence of rewards on workers performance using many
private and public organizations which will be a handy tool that could be used to provide
solutions to individual conflict that has resulted from poor reward system.

Keywords: Employee motivation, organizational performance, remuneration, rewards, job

satisfaction, recognition.

16