Employee Motivation: An Imperative For Enhancing Employee Productivity in Central Bank of Nigeria (Published)
This study the role of motivation in enhancing employee productivity in the Central Bank of Nigeria (CBN), focusing on financial incentives, non-financial incentives, and training and development. Employee productivity is essential for the Bank’s mandate of monetary stability, financial regulation, and effective policy implementation. However, challenges such as bureaucratic constraints, inconsistent rewards, and limited career development opportunities often undermine staff motivation. Using a survey research design, data were collected from 205 employees selected through a multistage sampling technique. Descriptive statistics and regression analysis were employed to determine the influence of motivational variables on employee productivity. The findings revealed that financial incentives, including salaries, bonuses, allowances, and performance-based rewards, have a strong and significant positive effect on employee productivity. Non-financial incentives such as recognition, promotion opportunities,a supportive work environment, andjob security were also found to significantly enhance employee morale and performance. Furthermore, training and development demonstrated a significant effect on productivity by improving employees’ skills, competence, and adaptability. The study concludes that both intrinsic and extrinsic motivational strategies are critical for sustaining high productivity within the Central Bank of Nigeria. It recommends that the Bank strengthen its reward structures, enhance non-monetary motivational practices, and institutionalize regular training programmes to maintain an efficient and motivated workforce.
Keywords: Employee Productivity, financial incentives, non-financial incentives, training and development
Evaluating Organizational Uses of Performance Appraisal System: A Conceptual Analysis and Framework for the Future (Published)
Organizational effectiveness and efficiency may be realised when employees are frequently assessed. While performance appraisal and organisational effectiveness has gained attention among scholars, there are little studies on the specific uses performance appraisals or media through performance appraisal exercises improve corporate effectiveness. In this light, this study examines organisational uses of appraisal systems. To address the research aim, thematic literature review approach is employed to assess the organisational benefits or uses of performance appraisal results. The study finds that employee performance appraisal results are used by organisations as an instrument to enhance employee motivation, improve corporate communication, facilitate employee training and development and boost overall corporate success or effectiveness. The study therefore recommends that organisations must not see employee performance appraisal as just an annual activity but recognise it as a continuous activity and an important resources that can provide enormous benefits to enhance the success of the organisation. By these findings the study contributes significantly to knowledge by developing a model of performance appraisal outcomes. The model shows the mechanisms through which performance appraisal practices positively affect organisations and also for empirical testing particularly in developing countries’ contexts.
Keywords: Employee Appraisal, Internal Communication, Motivation, Organisational effectiveness, Performance Appraisal System, training and development