TABLE OF CONTENTS                                                                     

CHAPTER ONE

1.1        Introduction

1.2        Statement of the problems

1.3        Purpose of the study

1.4        Significance of the study

1.5        Scope and limitation of the study

1.6        Historical background of Afri bank Nigeria plc

1.7        Organizational chart of Afri bank of Nigeria plc

1.8        Definition of the term used.

CHAPTER TWO:- LITRATURE REVIEW

2.1     History of fringe benefits (incentive) as a motivational factor, Wages and Salaries in Nigeria

2.2     Motivation and employees’ services

2.3     Theories of motivation

2.4     Other motivational theories

2.5     Relationship between performance and motivation

2.6     Relationship between fringe benefit and motivation

2.7     Motivational techniques

CHAPTER THREE:- RESEACH METHODOLOGY

3.1     Introduction

3.2     population and Sample

3.3     Research Design

3.4     Research Instrument

3.5     Method of Data Collection

3.6     Method of Data Analysis

CHAPTER FOUR: PRESENTATION AND ANALYSIS OF DATA

4.1        Presentation  of data

4.2        Analysis  of data

CHAPTER FOUR:- SUMMARY CONCLUSION AND RECOMMENDATION

5.1     Summary

5.2     Conclusion

5.3     Recommendations

          References

          Appendix

CHAPTER ONE

1.1                      INTRODUCTION

Employee’s interest in higher productivity does not develop without some stimulation by management; either directly or through the creation of an atmosphere in which employees wants to contribute their best effort to the job.

It must be received that in any organization, motivation `has a great impact on worker’s performance, if properly administered. It will enhance the output of the workers which has a multiplier effect on the rate of profit and turnover of the organization.

Remuneration policy and methods can be considered in isolation from the country’s economic policies. That is why the state of the economy must be critically analyzed before any policy on remuneration could be implemented.

According to Haire (1963), in his wages and salary policy and administration, he states that pay in one form or another is certainly one of the main spring of motivation in one society. As a motivator, it becomes part of general psychological problem’’. An incentive is a systematic procedure for establishing a sound compensation structure. By reducing inequalities among employees earning, a good programme raised individual moral and reduces inter group friction. Similarly, motivation (incentives) policy shall be the policy of an organization to promote incentives that are at least as good as, if not better than, those paid by the competitors for similar types of