(People entering employing organization) go into these organization with a lot of expectation in mind, in most cases, they (seek) good salary and other motivational factors if they are to be retained in the organization these motivation. Job security, efficient medical services, pension scheme, recognition, transportation, housing, good working condition, promotion among others. Where these leadership appear adequate and meet the expectation of staff. They are retained. Apart from its ability to retain the staff, good leadership system is also capable of motivating work to put in their best in the performance of their efforts are adequately rewarded. Absence of good reward would bring about decline in performance, which will automatically effects the organizational growth in order to get the best out of staff, banks try to motivate their staff in such a way that they are motivated to perform at their best so as to increase the growth of their organization there by entiancing profit. It is in recognition of these facts that we want to examine the leadership and motivation of union bank Plc, using their branch at Aba as a case study to find out if staff are well motivated so as to enable it compete favourably with other financial / institutes / Banking industries in the country and the researchers findings pointed to the fact that leadership and motivation bring about the growth of an organization.

TABLE OF CONTENTS

Title page i

Approval page ii

Dedication iii

Acknowledgement iv

Abstract v

Table of content vi

CHAPTER ONE: INTRODUCTION

1.1 Background of the study

1.2 Statement of the problem

1.3 Objectives of the study

1.4 Research questions

1.5 Research Hypotheses

1.6 Significance of the study

1.7 Scope and limitations of the study

1.8 Definition of terms

CHAPTER TWO: REVIEW OF RELATED LITERATURE

2.0 Introduction

2.1 Non-financial motivation

2.2 Philosophies of human nature and motivation

2.3 Expectancy motivation theory (Victor Vroom)

2.4 Situation / contingency theory of leadership

2.5 Motivation of the Nigeria worker

2.6 Summary of review of related literature

CHAPTER THREE

RESEARCH METHODOLOGY

3.0 Introduction

3.1 Research Design

3.2 Area of the study

3.3 Population of the study

3.4 Sample and Sampling technique

3.5 Methods of Data collection

3.6 Methods of Data Analysis

CHAPTER FOUR

PRESENTATION AND ANALYSIS OF DATA

4.0 Introduction

4.1 Analysis of questionnaire

4.2 Result of testing of hypothesis

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATIONS

5.1 Restatement of the problem

5.2 Summary of findings

5.3 Conclusion

5.4 Recommendations

5.5 Suggestion for further study

References

Questionnaire.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The most important human activities is leadership questions and motivation, ever since people began forming groups to accomplish aims, they could not achieve their aims as individuals. Leadership has been essential to ensure the coordination of individual efforts. A society has come to rely increasingly on group efforts and as many organized group have become large, the task of leaders has been rising in importance.

Leadership we know have no universal definition some leadership scholars have defined it according to their views.

Therefore leadership could be seen as a social influencing process for the attainment of goals. A leader is the most influential person in an organization who provides direction, guides group activities and ensures that group objectives are attained (Nwachukwu, 1999:146) furthermore he saw leadership as a process where one person exerts social influence over the members of a group.

Motivation are those various reason why people work, may be to earn respect among associate to earn salary and wages to acquire prestige and honour. In all these variety of reasons, culture seems to be a determing factor what actual make the between healing and sick organization and the worker. According to Howell and Dipboye (1982) they mostly depends on organization ability to discover sustain and meet the workers need.

Therefore motivation can be seen as what ever thing that makers a person to bring out his or her best.

Management is the process of utilizing resources of a firm that accomplish designated objectives.

111. PROFILE OF UNION BANK PLC, ABA

Union Bank of Nigeria Plc was established in 1917 as a colonial Bank with its fist branch in Lagos. In 1925, Bardays Bank acquired the colonial Bank, which resulted in the change of the Bank’s name to Bardays Bank (Dominion colonial and overseas). Following the enactment to be incorporated locally, Barclays Bank (D.C.O) in 1969 was incorporated as Barclays Bank of Nigeria Limited. The ownership structure of Bardays Bank emained un-changed until 1971 when 8.33% of the Banks shares were offered to Nigerians in the same year, the Bank was listed on the Nigerian stock exchange. As a result of the Nigerian Enterprises Promotion Act of 1972, the federal government of Nigeria acquired 51.67% of the Bank shares, which left Bardays Bank Plc, London with only 40%. By the enactment of the 1972 and 1977 Nigeria Enterprises promotion Acts, Bardays Bank International disposed its share holding to Nigeria in 1979. To reflect the new ownership structure and in compliance the name Union Bank of Nigeria Plc.

Union Bank Group operates an interlocking organizational structure whereby some board members of union Bank of Nigerian Plc act as external directors in subsidiaries and associated companies. This arrangement, ensures effective oversight and participation in the decision making process of these companies thereby safeguarding the Banks investments.