The topic of this study is – Effect of Staff Welfare and Motivation on the Productivity of the Secretarial Staff – A case study of Central Bank of Nigeria, Enugu zonal office.

Primary and secondary sources of data were used to gather facts. The questionnaire which was structured as the major source of data collection. For research questions which were formulated were duly analyzed. The population of the study was 12. 12 were secretaries while 10 were management staff and managers. Frequencies and percentages formula were used to analyze the data.

It was discovered that to a large extent, the secretarial staff were provided with staff welfare facilities and motivation and that some of the tools the bank used were medical facilities, lunch allowances, funeral training of secretarial staff, retirement benefits etc.

However, while staff welfare and motivation increases the productivity of the secretarial staff, it was observed that there was need for the bank to work on improving on regular trainijng of secretaries, attractive retirement benefits etc. consequently with regard to the above, it was recommended that the bank review areas such as providing good working environment, improve on their work of providing staff welfare facilities and motivation, take adequate care of their secretarial staff for increase productivity.

LIST OF TABLES

TABLES LIST OF TABLES

1 Return rate of instrument

2 Staff welfare/motivation necessary for secretaries

3 Existence of staff welfare and motivation

4 Extent of staff welfare and motivation

5 Tools of staff welfare and motivation

6 Tools for motivation

7 Effects of staff welfare and motivation

8 Satisfaction with level of staff welfare and motivation

9 Improvement on staff welfare provisions and motivation

10 Staff welfare and motivation as a tool used by the bank

11 Staff welfare and motivation necessary for secretaries

12 Extent of provisions for staff welfare and motivation for secretaries

13 The bank flourishing in the area of staff welfare and motivation

14 Secretaries satisfaction with level of staff welfare and motivation

15 Effects of staff welfare and motivation on secretaries productivity

16 Enhancing of staff welfare and provision for secretaries.

TABLE OF CONTENT

Title page

Certification

Dedication

Acknowledgement

Abstract

Table of content

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

1.2 Statement of the problem

1.3 Purpose of the study

1.4 Significance of the study

1.5 Research questions

1.6 Scope and limitation of the study

CHAPTER TWO

REVIEW OF RELATED LITERATURE

2.1 Brief History of the secretarial profession

2.2 Who is a secretary

2.3 What is motivation

2.4 What is staff welfare

2.5 Importance of staff welfare and motivation

2.6 Areas of staff welfare and motivation

2.7 Effects of staff welfare and motivation

2.8 Problems of staff welfare and motivation in the central Bank of Nigeria, Enugu Zonal office

2.9 Summary of review of related literature

CHAPTER THREE

RESEARCH METHODOLOGY

3.1 Design of the study

3.2 Are of study

3.3 Population of the study

3.4 Instrument for data collection

3.5 Method of data collection

3.6 Method of data analysis

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

CHAPTER FIVE

SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSION

5.1 Summary of findings

5.2 Recommendations

5.3 Conclusion

References

Appendixes 1,2,3

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Most organizations achieve remarkable success in their operations not only because they operate in good environments, or because they are capable of competing favorably with other organizations but most because the management (or those at the helm of affairs) of such organizations provide them with the incentives that make their work worth enjoying.

They appreciate the fact that no organization perform efficiently and effectively if the human elements are not adequately motivated. The provision of those things (incentives) that ginger workers to work in an organizations have helped organizations to create the enabling environment for better performance among the workforce.

As noted in Koontz (1982), managing involves the creation and maintenance of an environment for the performance of individuals working together in groups towards the accomplishment of a common objective, it is obvious that the manager cannot do this job without knowing what motivates people.