ASSESSMENT OF EMPLOYEE MOTIVATIONAL FACTORS AND PRACTICES IN UNITED BANK S.C

Abstract

The purpose of the study was to investigate the practice of motivational technique in banking industry by considering UNITED BANK as a case study. It is a greater concern for united bank to identify which motivational factors affects employees more. This paper used qualitative research methodology, and analyzed and discusses the findings based on Herzberg’s motivational frame work, hygiene and satisfiers. From this framework researcher designed six major components named as payment and benefits, working environment, recognition, company itself and matters, training and development, and supervision and leadership. These major components are decomposed further in to 35 items and a five scale Likert based questioner is distributed to 370 employees who work in the head office and four branches which are located in different direction of Addis Ababa, which in turn found to be significant to avoid biases. The main findings of this study show that there is motivational practice in UNITED BANK and the impact of different motivational factors on the organizational performance requires further research and the outcome of such empirical ,explanatory study may result in the identification of which motivational factor greatly contribute to the organizational efficiency. Accordingly the empirical findings shows that more educated, adults beyond the age group of 33, good education background, higher income earners and more experienced employees are more attracted for intrinsic motivational schemes such as recognition and working environment. Whereas those youngsters below the age of 33, less income earners, low education certified, and less experienced (below 1 year) employees are fascinated with extrinsic factors like pay and benefits. Besides payment and benefits ranked first as compared with the rest of five major factors (working environment, supervision and leadership, recognition, growth and development and, company itself and matters).