The Physical Structures Of Banks

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02 Nov 2017

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INTRODUCTION

Banking services are very important in the market economy Pakistan. The health of a country’s economy is banking system. Banks and their workforce are play an important role in the worldwide economy and also provide healthy services to their customers. Excellent services provided by these bank staff can create a positive perception and a lasting image in the eyes of recent potential customers. Banks in world has grown from few institutions primarily involved in deposit acceptance and trade finance into a complex multi-player markets where a large number of banks are operating with various technologies and activities (Okerly and Boohene, 2012).

The physical structures of banks are maintained by human resources who maintain the liberation of good service. The process of delivering quality service is the motivation of all staff. Employee’s motivation has become crucial to employee behavior including loyalty, commitment and job performance levels, a point supported by Bateman and Snell (2007). In today’s dynamic environment the highly motivated employees serve as a synergy for accomplishment of company’s goals, business plans, high efficiency, growth and performance.

Another factor for organizational goals accomplishment with efficiency and effectiveness is employee’s commitment. According to Raily and Chatman (1986) effective organization commitment refers to attachment of employee with organization goals. According to Abdullah and Ismail (2012) it is observe that banking jobs are very tough due to lengthy working hours, despite of this there are some of the factors that have positively influence on employee commitment with banking industry of Pakistan these factors are job security, empowerment, physical working environment, balance worked and family life and personal development.

The satisfaction of a bank’s customers largely depends on the kind of services they receive from the staff of their banks. The satisfaction, loyalty, motivation and commitment of the staff would ensure full satisfaction of the banks’ customers. Against this backdrop of staff or individual motivation, the study therefore seeks to determine the factors that influence bank staff motivation in the Pakistan and extent to which these factors explain variance in staff motivation and which of these variables best contribute (predict) to staff motivation of banks in Pakistan. There is already lot of research conducted on banking industry related to motivation and commitment in different ways. But in this research focuses on motivation and commitment of employees side by side and determined some of the factors like as empowerment, social status, balance work and family life, physical working environment and personal development have positive relationship with employee motivation and commitment.

LITERATURE REVIEW

Word motivation derived from motive which means need desire want with a person (Chaudhary & Sharma, 2012) . According to Webster’s News Collegiate Dictionary a motive is a "something a need or desire that cause to person to act " Motivate in term means "to provide with a motive" Motivation define as "the act or process of motivating" consequently motivation is a process of presenting an intention that origin a person to capture some accomplishment (Shankas. N.H). According to Butkus & Green (1999) motivation word derive from word motivate means to move push influence to proceed from fulfilling the want (Kalimullah et al ,2010). Motivation derived from Latin word "Movere" which means "to move". Motivation is what move to staff from dullness to interest. It is like as steering of vichles that directs and shapes the employees action. ( Mohsin, Nawaz, Khan)

According to Okerly and Boohene(2012). "Motivation is the fuel that drives people towards achieving their goals and objectives". In fact, without this fuel human beings would be inactive, leading to unproductive life. According to Daft (2006) motivation is described as those internal and/or external forces that trigger actions that persist until a certain goals are achieved. These triggers of behavior are various needs that employees are striving to satisfy through various intrinsic and extrinsic rewards they receive at work in business activities (Bateman & Snell, 2007; George & Jones, 2006).

The significant importance of motivation to an individual can be summed up as achieving personal goals as well as self-development. Motivation promotes better quality of work with less wastage as well as developing a greater sense of urgency amongst employees of any organization. According to Armstrong, (2003) motivated workforce leads to empowered workers who in turn encourage team work, more profitability, creativity and motivation will lead to an optimistic and challenging attitude at work place. He further argued that rewards are designed to encourage behavior that will contribute directly to the achievement of the organization’s objective. He asserts that extrinsic rewards provided by the employer will be important in attracting and retaining employees.

If rewards or recognition offered to employees were to be altered, then there would be a corresponding change in work motivation and satisfaction (Ali and Ahmed, 2009). Another related study on health workers by Khowaja, Merchant and Hirani (2005) also found recognition, appreciation on their good performance and respect from their managers and colleagues as critical factors for staff motivation. Daschler and Ninemeier (1989) in a research investigated what employees may seek from the working environment. It is worth noting that employees are individuals who come from different backgrounds, have different education ,experiences and their family classes are factors in which their requirements may be located.

They found out that the various factors such as recognition, role clarity, supervision, perceived competence and job satisfaction can affect staff motivation differently. In their study of game rangers at the Mole National Park in Ghana, they found staff motivation to be affected by job satisfaction, recognition, role clarity, supervision and perceived competence in a decreasing order of importance (Oduro and Kwarteng , 2000).

Organizational commitment

Organizational commitment is an most important issue both for management and owners of the organization. Organizational commitment and job satisfaction both are related with the firm’s profitability and also for the good position of the business, organizational commitment has grater effect on the employees performance. That’s why organizational commitment is an important issue in the today business. (Shore & Martin,1989; Meyer et al., 1989; Meyer et al., 1993; Siders et al., 2001; Meyer et al., 2002; Jaramillo et al., 2005; Vijayashree and Jagdischchandra., 2011).

Organizational commitment shaped positive behavior among the employee. Committed employees overcome the chance of absenteeism and turnover (Igbaria & Greenhaus, 1992).

There are numerous studies related to concept organizational commitment has been discussed. The results of these studies show that organizational commitment based on some variables: Such as recognition, information sharing, competencies and fair reward, e.g. (Allen & Mayer, 1990). According to Bachanan commitment is strong relationship between employees and organizations.

It is therefore clear that there are many factors affecting employee work motivation and performance and each of these factors has its own unique approach and contribution towards motivation that maximize organizational progress. The literature as reviewed suggests that various factors including Empowerment, High salary , Seniority based promotion, Chance to Benefit society, Personal development ,A stable and secure future , Balanced work and family life , Physical working environment , opportunity for advancement, Social status , Fringe benefits, Relaxed working environment, Benefits after retirement Recognition, Task Accomplishment, recognition, role clarity, supervision, job satisfaction and perceived competence can affect staff motivation differently.

Theoretical Framework

Employee Motivation and Employee Commitment are dependent variables. Empowerment , Personal Development, Balance work and family life, Social Status and Physical working environment are independent variables. Dependent variables and independent variables have positive relationship with eachother.

Independent Variables Dependent Variable

Empowerment

Personal Development

Social Status

Balance work and family life

Employee Motivation

Physical working environment

Employee Commitment

Empowerment:

Empowerment is to give permission to employees to formulate decision. Employee Empowerment consists of employee involvement in administration and decision making (Manzoor, 2012). Empowerment results in employee motivation and commitment that lead to organizational growth and effectiveness (Smith, 1997). Empowerment has positive relationship with employee’s motivation and commitment.

Personal Development:

Personal development is continuously enhancement in employee skill and abilities. Personal development has positive relationship with employee motivation and commitment

Balance work and family life:

In banking industry of Pakistan most important factor that motivate to employee is balance work and family life. Balance work and family life has positive relationship with employee motivation and commitment. When there is balance in work and employee’s family life then employees feel comfortable in job, this create employees motivation and commitment in organization.

Social Status:

Social Status is employees need for affiliation and respect in the society. The job that gives social status to individual is determined as highly motivation and commitment to organization. Social Status has positive relationship with employee motivation and commitment.

Physical working environment:

Every employee desired to work in comfortable physical working environment. Social Status has positive relationship with employee motivation and commitment.

Hypothesis:

H1: Empowerment is positively related to employee motivation and commitment.

H2: Personal Development is positively related to employee motivation and commitment

H3: Balance work and family life is positively related to employee motivation and commitment

H4: Social Status is positively related to employee motivation and commitment

H5: Physical working environment is positively related to employee motivation and commitment



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