CHAPTER ONE
1. BACKGROUND OF THE STUDY
Although there is general agreement among psychologists that man experiences a variety of needs is considerable disagreement as to what this needs are and their relative importance.
There has been a number of attempts to present models of motivation which list a specific number of motivating needs with so many implications that, the list are all inclusive and represent the total picture of needs.
All organizations is concerned with what should be done to achieve sustained high level of performance through people.

Consequently, the subject of motivation of workers as derived from the attempt made by management practitioner is to look for the best way to manage so as to accomplish an objective or mission with the least inputs of materials and human resources available.

A lot of theoretical concept, principles and evolved in response to these challenges.
In general, management authors view motivation as a key component of the managerial function of leading or directing. However, leading or leadership style, although an important factor in determining the attitude of employees towards assigned job, responsibilities is not the only determinant, other management functions such as planning, controlling, staffing and organizing also play a vital role.

In any serious and competitive society, workers are one of the tools for economic progress in which their interface must be taken into serious consideration because without work force, an organization crumbles.
The term “work attitude” refers to effective orientation on the part of individual towards work roles, which they perform in their respective work place.

Work attitude could also be referred to as the way an individual feels about his or her work and organization as an entity.

It is either the job is pleasant good and satisfying or the job is unpleasant and brings no satisfaction.

In general sense, attitude are characterized and usually a long lasting way of feeling and thinking. In fact, behavior of an individual is a reflection of his or her attitude towards a given objective.
In an organization, employees develop a favorable or positive work attitude whenever their desires are fulfilled.

They equally develop unfavorable or negative work attitude whenever their desires are not fulfilled. Such situations, which includes poor job performance, hostility, nonchalant attitude in work situation, lack of commitment, inefficiency, strike and other unpleasant behavior.
The nation (Nigeria) reward system is probably the poorest in the entire globe where an average take home of the worker is put at N35 per month, workers are harassed, treated, offended and discarded without an appreciation for their contribution to their organization and to the society at large.
If workers are discontented or dissatisfied with their job, this would cause an overall decline in their effectiveness of the organization.

It is therefore apparent that the issues of adequate motivation of workers have relevance in managerial function and activities that are aimed at directing the productive effort of the work towards achieving organizational goals.
How can we create situation in which employees can satisfy their individual needs while at the same time working towards this goals of the organization.

Various devices have been adopted to answer this question and to make people work hard, but they do not seem to be very satisfactory, unless forms of motivation are aroused as well.

1.2 STATEMENT OF THE PROBLEM
The management of most organizations have often emphasized motivation as the main determinant of employees work attitude. For example, why do people behave the way they do work situation? What induce workers to put in their best?

Question such as these are concerned with the motivation of people at work and this has for long fascinated researcher today, they are pressing concerns for managers.
When employees develop an attitude of strong commitment to work, it is an essential component to the success and survival of an organization.

Unfortunately most managers of organizations are faced with the problem of how to effectively motivate their employees towards developing work attitude.

Motivation has been an important part of human resources management.

Even since motion studies i.e Haw-throne studies, when it was taught that an organization correlation exists between satisfaction and performance.

It was assumed that management could improve performance simply by motivating their workers through pleasant working condition or incentive i.e. adequate reward and the likes.
Although, organizational researchers and industries psychologists have done much work on the impact of motivation on employees attitude to work.

It is this research that management can satisfy the needs for their employees while at the same time accomplish their aims and objectives of the organization.

1.3 PURPOSE OF THE STUDY
It is true that there are numerous factors for employees work attitudes.

However, it is not enough for intending managers to know these factors but to actually understand the relationship between these as they influence employees work attitude.

The specific objectives of the study include:
1. To examine the impact of motivation on employee attitude to work
2. To provide insight into the casual factors responsible for difference in employees work behavior and performance in organization.
3. To determine how these factors actually influence or shape work attitude
4. To determine the relationship between motivational and high productivity.
5. To suggest measure for achieving positive attitude to work among employees in an organization.
1.4 SIGNIFICANCE OF THE STUDY
It is expected that this research may serve as a guide to Union bank Plc, and other interested users for proper implementation of necessary strategies to embark upon in order to gain advantage in the industry in which they operate.
The ability to realize her vision of working to be “therefore most financial with institution with most satisfied customers” can only be realized if only its sound strategies are put in place in carrying out its motivation exercises.

The finding from this study would help to further highlight the likely problems of frustration and how motivation can be used to either reduce or eliminate these problems amongst staff of the organization.

The results from this study will assist management in these other areas:
1. Highlight the concept of group dynamics and staff behavior and expectations of people at work.
2. Enable the organization of identify various types of needs and expectations of people at work.
3. To know if management is getting meaningful returns on motivation
4. How can job be redesigned so as to incorporate the rewards sought by employees
5. Explain meaning and underlying concept of motivation.
Through such understanding, the administrative scope of the chief executive officer could be broadened and this would put him in a better motivating staff and thus producing better results by fully utilizing human resource available.