THE EFFECT OF MOTIVATIONAL POLICIES AND PRACTICE ON SALES FORCE IN NIGERIA BANKING INDUSTRY (A CASE STUDY OF FIRST BANK NIGERIA PLC NNEWI)

TABLE OF CONTENTS

Title Page

Approval Page

Dedication

Acknowledgement

Table of Content

Abstract

CHAPTER ONE

INTRODUCTION

1.1   Background of the Study

1.2   Statement of the Study

1.3   Objectives of the Study

1.4   Relevant research questions

1.5   Statement of hypothesis

1.6   Scope and limitations of the study

1.8   Definition of terms

CHAPTER TWO

Literature Review

2.1 Compensation and motivation policies

2.2 Reasons for motivating sales force

2.3 Methods of remunerating and rewarding sales force

2.4 training of sales force

CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY

3.1   Empirical investigation

3.2   Sample size determination

3.3   Source of data

3.3.1 Primary source of Data

3.3.2  Secondary source of data

3.4   Method of data analysis

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.1 Data presentation

4.2 Analysis of research questions

CHAPTER FIVE

SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS

5.1   Summary of the Findings

5.2   Conclusions

5.3   Recommendations

BIBLIOGRAPHY

APPNDIXES

 

 

 

 

 

 

 

 

 

 

 

 

 

ABSTRACT

The role in which adequate and equitable motivational policies in the life of sales force in an organization cannot be overemphasized. It leads to increased in sales productivity which will result to growth and progress of  the organization in question. This study is an attempt to investigate on motivational compensation policies and practice in the First bank of Nigeria Plc. Nnewi Brach. This topic was extensively overwhelmed with a view to understanding the subject matter. Data was collected from the members of staffs of First Bank of Nigeria Plc Nnewi Branch using questionnaire. The collected data was duly presented and analyzed using Chi-square method analysis and result showed that compensation policies and practices thereby are very important in managing an organization. If compensation policies is equitable, it will lead to efficiency among employees as work force and hence increased productivity. On the other hand, if compensation policies is not equitable i.e may be a major source of conflict in the organization. On the basis of the above result, recommendations were made on how to improve the compensation/motivational policies and practices of the organization under study.

 

 

CHAPTER ONE (BODY OF THE WORK)

INTRODUCTION

BACKGROUD OF THE STUDY

Fisher, et al (1996) noted that the system that an organization uses to reward employees can play a important role in the organization efforts to gain a competitive advantage and achieve its major objective. It is a known fact that an organization is what it pays, for the  way an organization pays its employes contains a philosophy about how they are motivated.

Hence the need for every employer of labour to have a well worked out compensation system that is able to attract and keep competent and well motivated employees.

An employee offers his service to an organization because he has wants and needs which the organization can satisfy and by so doinf he helps the organization to achieve its own goal.

For the service he renders, he is rewarded if the reward is in congnience write the services he render,he tries to give out his best at the same time retains his job. For this to happen, the employer requires proper and efficient management of their compensation system.

Employee compensations is very important in attaining the objectives of business organizations. The banking sector are expected to formulate compensations policies which will satisfy the economic needs of their employees so that they can contribute to the attainment of the objective of the organization.

For employees to contribute positively to the fulfillment of the objectives of the banking industry, the bank(s) should formulate compensation policies which will satisfy the economic needs of the employees.

There are basically three types of compensation policies in organizations. They are basic, variable and supplementary otherwise referred to as fringe benefits. The all have different functions in the business organizations.

In the Nigerian banking sector, employees pay package is quite encouraging as compared with other sectors of the economy. It is enough to meet his/her expected expenditure even if they rate boxers. The issue of strikes here and there (every time) is not in the book of the Nigerian banks.

However, it has been noted that the employees level of  contentment in his./her job greatly affect his/her productivity.

STATEMENT OF PROBLEM

The problem of this research bother on the investigation of the compensation policies and practices in the Nigerian banks industry. On the basis of the knowledge gained from this study, some recommendations can be made on how to improve organizations stability and practices. If the workers feel that the compensation policies of the organization are not satisfactory, they usually confront management. This may be major source of instability which may affect the employee productivity and consequently affect the sustainability of the organization.

First Bank engaged in the business of commercial Banking. The mission statement of First Bank is to remain true to their name by providing the best financial services possible.

Incorporate in 1894 and head quartered in maina, the heart of Lagos. First international; branch was opened in Accra in 1896. Opened second branch in Freetown, Sierra eone in 1898. In 1912 Calabar branch was opened by King Jaja of Opobo the second in today’s Nigeria and Zaria branch was also opened in the same year  as the First Bank branch in what is today’s Northern Nigerian. The bank was shown business leadership since, its inception, having acquired Ango-African Bank in 1912, its competition in thevery first M&A recorded in this region. 1914 saw the amalgamation of Northern and Southern protectorates- First Bank had branches in what would today be Kano, Zaria, Calabar, Lagos, and Ibadan. In 1947 advances the first long  term loan to the colonial government. A demonstration of our long term commitment to national development. Changes name  from BBWA Bank of British West Africa of West Africa (BWA) to only reflect the regional identity of the bank. 1960 at Nigerian’s independence advances the first ever loans to the citizens of the independent Nigeria. Birth of true retat banking. 1963 operates 114 branches across West Africa when Nigeria became a republic. In 1955, it adopts the name Standard Bank of West Africa, following its merger with Standard Bank  Uk. In 169, incorporates locally as Standard Bank of Nigeria Limited, in line with the companies decree of 1968. In 1979, changes name to First Bank of Nigeria Limited. 1982, London Branch established to foster international banking relationship for Nigerian and foreign business alike. In 1991, changes names to First Bank of Nigeria Plc, following the Bank and other financial institution decree (BOFID). (1991), first ATM introduced in 36 marina as part of ease of convenience, round the clock Banking. In 1994 the bank is a hundred years old, a feat for any branch even today. Birth of the popular and legendary “First Bank O una well done O, una do well O” (centenary cooperate campaign) URL to jingle and celebrated newspaper article on the centenary. In 1996 commences business transformation project code named “Century 11”, to strategically position for its next century to operations. 199 a former Md of first bank was appointed CBN governor. 2001, revalidates business transformation project code named “Century 11”: the ne frontier to revolutionize the banks operations in line with the banks brand, leverage and strengthen the banks branch, leverage and heighten the customers experience and project Fist bank and sophisticated ad dynamic.

In 2002, establishes FBN Bankv (UK), regulated by the FSA, the first Nigerian Bank to own a wholly fledged bank in the Uk. Established forst internation subsidiary of a Nigerian owned bank in the UK in 2002. 2004, the Nigerian stock exchange annual presidents merit award for the 2003 financial year. In 2005, acquires two banks- MBC international Bank ltd and FBN Merchant Bankers) ltd and increase  capitalization to #25 billion. 2007, introduces the innovative finance credit administration software, being the First Bank in Africa the Pioneer the service and also establishes a global custody business, emerging as the First Nigerian owned Bank to offer such services. In 2008,. The first Nigerian Bank and indeed the Firs quoted company in the country to hit the #2 trillion market capitalization. In 2010, First Bank becomes the first organization in Nigeria to be granted notable international standardization certification: the prestigious information security management systems(ISMS) which is the world’s highest accreditation foria formation protection and security. In 2011, establishes First Bank representatives office in Abu Dubai, UAE, launches First Biometric ATM in Nigeria etc. announced the successful completion of the acquisition of ICB assets in Guinea, Gambia, Sierra Leone and Ghana in November 2013 as part of an ongoing Pan African expansion programme.

PURPOSE OF THE STUDY

The major purpose of this study is to identify , evaluate and analyze the compensation policies and practices in the Nigerian Banking industry, to see how effective they are in promoting these underlisted purposes:

1. To attract capable employees to the organization during recruitment exercise.
2. To motivate the employees sales force towards superior performance.
3. To retain their services over extended period of time.
4. To ensure employee satisfaction.

SIGNIFICANCE OF THE STUDY

The role which compensation plays in the productivity of the employee cannot be underplayed. The banking industry should try as much as possible to attain higher organizational productivity by helping their employees to accomplish their own personal objectives . this can be met by setting a workable compensation policies and practices for the benefits of their employee. Compensations and incentives brings happiness to employees opportunity to make use of their skill, accumulate wealth, security and hep them develop feeling of equality with their mates.

In the view of contemporary utilitarian philosophies, sustainable (job) wealth, security and equality and factor s that can contribute towards happiness. So here in Nigeria, there is need to design adequate incentives strategies in the banking industry. The finding of this work will be very relevant to the Nigerian Banking Industry policy makers, mangers who need effective planning strategy, personnel managers etc.

RESEARCH QUESTIONS

The relevant research questions to be answered by research hypothesis of the study include the following:

1. Is sales force salary commensurate with their input on the job?
2. Has sales force compensation ever guaranteed conflict with management?
3. Have all employees’ access to fringe benefits?
4. Is compensation received whenever staff put in extra hours?
5. Have staff ever compare their compensation with what their contemporary earning other banks?

STATEMENT OF HYPOTHESIS

Ho: compensations of sales force in First Bank Nigeria Plc, does not lead to dissonance with management.

Hi: Compensation of sales force in First Bank Plc. Leads to dissonance with management.

DEFINITIONS OF SOME BASIC TERMS

Banking deal with the principles, institutions, instruments, and procedures involved in making payments of all types in our economy. It is also concerned with making available for investment, business and government money that has been saved.

TYPES OF PAYMENTS

1. Payments for goods and service which are bought for cash and those that are bought on credit and paid for later .
2. Payments when intangible claims to wealth, such as stocks and bonds (financial instrument) are purchased.

INDUSTRY

Industry otherwise called business organizations generally are associations of uman beings working co-operatively towards common objectives under authority and leadership.

According to Scott (1968), a financial organization is a system of coordinated activities of a group working co-operatively towards a common goal, under authority and leadership.

COMPENSATION

Compensations on its own may be defined as remuneration or reward for human services utilized in the process of production. In its broad sense, the money, goods and/or services the employer provides to the employees constitute the employees compensations syste.

Tosi and Carrel (1982) also see reward or compensations as payments to persons such as wages salaries, pay increase, promotion increase recognition, status and other social rewards. They want further to explain that rewards also include permission to use certain organizations resources generally limited to a  selected group such as access to organizations vehicle the guests houses etc. which means that compensations include both intrinsic and extrinsic rewards.

Organizations operate or formulate three types of compensations policies. These are basic variable, and supplementary or fringe benefits compensations policies.

BASIC COMPENSATION

Thai is the basic salary that is paid to a worker. This is the salary advertised by an organization during the period of recruitment. It aims at attracting workers to the organization. The major requirement of basic salaries of workers is that they must be equitable.

VARIABLE COMPENSATION

Variable compensation is motivational and it aims at directing a worker towards superior performance. It is used when extra performance are expected from employees example is overtime which starts at the end of the day’s work also  when workers are called back during the public holidays eg. Christmas, Easter etc. extra compensation is necessary

SUPPLEMENTARY (FRINGE BENEFITS)

Supplementary compensation or fringe benefits are extra payments made to workers  fringe benefits can be in form of money or  material eg. Medical services, Caterair services, Christmas bonus etc. the major functions of supplementary compensation is that it helps to retain employees on the job and they won’t consider looking for other jobs as alternatives when they are frustrated with the situation or the other.

THE CONCEPT OF EMPLOYER

An employer is one who purchases labour or its service at some price for the achievement of objectives and goals. An employer can be a business organization of different types; other institutions etc. there are two broad other institutions etc. there are two broad public categories of employers, the private and the public employer. The public employers include the government, business organizations of the government often called public organization in which the government shares operations with private capital.

THE CONCEPT OF EMPLOYEE OF WORKER

An employee or worker ids defined in the Labour Decree of 1973 as a person who has enterned into or is working under a contract service to apprenticesip with an employer whether by a way of manual labour, clerical work or otherwise and whether the contract is expressed or implied made orally or in writng and whether it is a contract of service or a contract personally to executed any work of labour.

EQUITY

Equity is concerned with felt justice according to natural law or right. According to nwuchekwa (1995) equity means justice and fairness.

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