Project report


Motivation in Abu Dhabi IslamicbankTable of Contents

Motivation in Abu Dhabi Islamic bank 2

Acknowledgements 4

Declaration 5

Chapter one 6

1.0 Introduction 6

1.1 Research questions 6

1.2 Hypothesis 7

1.4 Specific expected outcomes 8

1.5 Project limitation 8

Chapter two 9

2.0 Literature review 9

2.0.1 Term motivation 9

2.0.2 Definition of the term motivation 9

2.0.3 Importance of motivation 10

2.0.4 Motivational techniques 14

2.0.5 Theories of motivation 16

2.0.6 Company background 17

Abu Dhabi Islamic bank 17

Chapter three 22

3.0 Research methodology 22

Chapter Four 24

4.0 Analysis and Interpretation of Data 24

Chapter five 29

5.0 Conclusion 29

5.1 Observations 30

5.2 Recommendation 30

References 31

Appendix 1 Questionnaires 32


I acknowledge my teachers who have been extremely helpful throughoutmy entire research process. Additionally, I also wish to acknowledgemy fellow learners who have offered immense help in my entireresearch. I would also wish to extend my gratitude to the entire AbuDhabi Islamic bank management for allowing to conduct my research inthe institution successfully. Lastly, I would like to acknowledge allthe participants who participated in the researching and am gratefulfor their responses.


I declare that the information contained in this research isoriginal and nothing has been copied or duplicated from any previousresearch. The data presented herein has been obtained from primaryresearch. No part of this research paper should be duplicated and ordistributed without the prior permission of the owner.

Chapter one1.0Introduction

It is abundantly clear that the banking sector is one of the fastestgrowing industries in the world. Competition is immense in thebanking industry. As a result, banks have resorted to variousstrategies of motivating their employees which is aimed at ensuringeffective services. In order to remain competitive in the market, thebanks must motivate their employees to perform optimally and tosatisfy customers. Abu Dhabi Islamic Bank which was established in1997, has recorded tremendous growth and has received numerous awardsincluding the prestigious Best Islamic Bank’ in the Middle Eastregion. The bank’s immense growth and success has been attributedto the work and efforts of the employees at the company. It isevident that the employees cannot perform optimally if they are notmotivated. Psychologists have defined motivation as a force that actswithin a person to initiate a behavior. This research paper focuseson the topic of motivation about Abu Dhabi Islamic Bank. The researchpaper will look into the various strategies that the bank employs tomotivate its employees. This is an extremely essential topicconsidering the tremendous growth that the bank has recorded in ashort period. The research paper will apply a number of researchmethods to gather information and data regarding the topic ofmotivation at Abu Dhabi Islamic Bank.

1.1Research questions

This research paper sought to answer the following researchquestions

  1. What are the various strategies that the bank employs to motivate its workers

  2. What are the effects of staff motivation on performance at the Abu Dhabi Islamic Bank

  3. Does motivation lead to employee retention at Abu Dhabi Islamic Bank

  4. What are some of the factors that reduce motivation amongst employees

  5. Is employee motivation a costly affair


This research paper held the following hypothesis at the beginning ofthe research

  1. Abu Dhabi Islamic Bank focuses on employee motivation rather than focusing on the profits

  2. Employee motivation at the bank leads to high performance

  3. Motivation leads to employee retention

  4. Employees who lack motivation perform poorly at the workplace

  5. The costs of employee motivation are offset by the benefits

1.3 Research objectives

  1. The research seeks to provide the various strategies that the bank to use to enhance motivation and therefore performance

  2. The research paper also seeks to provide the connection between employee performance and motivation

  3. To indicate that the bank’s good performance is as a result of motivation

  4. Provide recommendations on the various ways through which the bank can improve its employee motivation programs

1.4Specific expected outcomes

There are various outcomes that this research study expects. Tostart with, it is expected that the company has various programs thatare aimed at motivating its employees. Additionally, the researchalso expects that the tremendous growth that the bank has registeredis as a result of the efforts by the motivated employees. It is alsoexpected that it will be found out that the employees of the bank arehighly motivated and are driven by the Islamic values and are ardentfollowers of the Sharia law. There were a number of assumptions thatwere made about the topic of motivation in the bank. It was assumedthat the failure to motivate employees will result in a decline inthe performance of the employees. It was also assumed that the highperformance by the bank was as a result of the hard work and thecommitment of the staff. Another assumption was that the Islamic bankwas working and operating under the Sharia laws. Lastly, thisresearch assumed that the bank focused on motivating its employees toensure that the good services of the bank benefit the community.

1.5Project limitation

There were a number of limitations or challenges that were facedduring the process of conducting this project

  1. Insufficient funds to carry out the research was a major challenge

  2. Time constraint was also a major challenge for the project

  3. Unwillingness from the respondents to answer interview questions and questionnaires

  4. The possibility of bias in some of the responses from the respondents

Chapter two2.0Literature review 2.0.1 Term motivation

The term motivation was not originally an English word, but it was aLatin word movere. This word is derived from the move.Researchers have extended this term to assert that movement isassociated with behavior. In other words, for a person to determinehow an employee or any other person is motivated, he or she must lookat how such a person behaves. Motivation is expressed throughbehavior (Banks, 2013). How a person behaves, moves or acts determinehow willing or how strong they act and the way they act. According topsychologists, inferences about motivations can be drawn from thebehaviors and movements of an individual.

2.0.2 Definition of the termmotivation

Motivation can be viewed from psychological point of view it is saidto be a process through which behavior is shaped. It is to noteprudent that managers seek to appeal to the psychological processthat shapes the behavior purpose and direction and this enables toinfluence the employees to pursue organizational goals andobjectives. Managers of organizations view motivation as a way ofinfluencing employees in such a way that they will act in a certainway. Additionally, managers and business managers may influencecustomers to buy certain products and or services (Banks, 2013).Research has indicated that there are various ways through whichmanagers can influence or motivate their employees or and customer towork in certain ways. Through motivation, employees are given areason to do their jobs and to love what they do.

It is also worth stating that motivation is mainly an internal forceor desire that drives a person to seek to accomplish goal orientedobjectives. The direction that a behavior takes is primary todetermining whether goals will be achieved. Motivation involves anumber of processes that ensure that employees apply immense efforttowards their activities and therefore enhance productivity.Employers use either financial and non-financial measures or rewardsto motivate their employees (Banks, 2013). Financial rewards includesalary increases, family health benefits, commissions and bonusesthat are aimed at motivating employees to work towards theachievement of the company or organizational goals. Besides themonetary of financial rewards, organizations may also usenon-financial rewards to motivate their employees. These includeprivileges, gifts, praise, recognition and professional training.Additionally, there are organizations that entice and motivate theiremployees through making them feel as part of the company. Managersseek to inculcate the values of an organization to the employees andensure that they work towards the enhancement of such values.

2.0.3 Importance of motivation

In today’s increasingly competitive business world, there isimmense need for managers (motivators) to encourage, motivate andinfluence their employees to work competitively in order to have acompetitive edge in the market. One of the business sectors that arehighly competitive is the banking sector. There are numerous banks inthe Middle East that are highly competitive. For any bank to beranked amongst the top performing banks there is immense need to havea workforce that is highly competitive and that upholds the values ofthe particular organization (Banks, 2013). It has become essentiallyvital for managers to learner the skills of motivating theiremployees. This has been necessitated by the idea that well motivatedemployees are better performers than non motivated employees. Whereasthe individual performance of a manager is doubtlessly critical, itis imperative to note that the manager is mainly assessed through theentire performance of the team he or she leads. It is paramount forthe manager to ensure that the team he leads performs optimally.Managers have the responsibility of applying the various motivationaltheories in the workplace to enhance performance and to create aconducive working environment (Banks, 2013).

Research has indicated that the days when employers were tellingemployees what to do are long gone. It is evident from research thatemployees are now demanding more from their employers than before.Employees want to be part of the company or the organization and wantto feel as part of organization. Employees want to feel and see theworth of what they do in the company or the organization they workfor. In other words, research has indicated that employees want tofeel more satisfaction and also want to enjoy what they do at theirwork place. Employees who are contented in these aspects willdefinitely perform well. It is evident from previous research thatemployees who are motivated perform extremely well and also want amanagement that does not seem antagonistic (Banks, 2013). Employeeswho perform well do not only have a good reflection of themselves,but also for the management team that manages them. It is thereforeextremely essential for the management to ensure that the employeesare motivated and their needs whether financial, emotional orotherwise are fully met.

Motivation at the workplace has become a primary role of managerstoday. Considering this aspect of motivation, it is essential to notethat failure to motivate employees may prove extremely costly. A firmmay lose millions of dollars as a result of failure to motivateindividual employees. Motivational programs in organizations havebecome extremely important to ensure that a firm becomes competitivein the marketplace. The role of motivation in an organization cannotbe underestimated (Beck, 2012). Research has indicated thatmotivation ensures that managers are aware of why employees behave incertain ways. As stated earlier, motivation is an art that managersmust be trained on in order to ensure that they correctly motivatetheir employees. Managers have the responsibility of understandingthe elements of motivation and the various motivational theories ifthey have to adopt motivation in the workplace. An understanding andadoption of motivation in the workplace will ensure that managers arein a position to control, manage and direct the behaviors of theiremployees. The behaviors that employees exhibit are the same thataffect the performance of an organization. If the behaviors are inline with the values of the organization, there is no doubt that theorganization will be competitive.

According to previous research, it is evident that individualemployee performance determines the overall performance andcompetence of an organization. Whereas team performance isessentially important, it is worth noting that motivational programscan focus on individual employees or on a team. Individuals who failto perform optimally at the workplace may be subjected tomotivational programs individually (Banks, 2013). The collectiveoptimal performance of individual employees contributes to theoverall success of an organization and therefore individualmotivational programs should not be ignored or overlooked. Besidesincreasing and enhancing productivity, motivation at the workplaceensures that there is effectiveness and efficiency. These aspects atthe workplace will doubtlessly ensure that the set goals andobjectives are met.

On the other hand, when a firm fails to incorporate motivation atthe workplace, there are numerous negative consequences that may beassociated with it. Lack of employee motivation will result inwastage of enormous management time trying to deal with issuesaffecting the attainment of organizational goals (Beck, 2012).Employees who are not motivated also waste enormous time engaging inactivities that are unrelated to work. Such activities may includetaking unnecessary breaks from work and engaging in work unrelatedand private conversations at the workplace. Additionally, employeeswho are not motivated may also find themselves engaging inunnecessary mobile phone conversations which take into works time.Lack of motivation at the workplace has also been associated withabsenteeism. Employees who feel rejected and unappreciated at theworkplace will miss to report to work. When numerous employees areabsent from work, it is abundantly clear that performance will begreatly affected. Continuous absenteeism is even detrimental to theorganization (Banks, 2013). When employees are absent from work for anumber of days, it is evidently clear that it will be extremely hardfor the organization to achieve its goals. Gossip and rumor-mongeringare also extremely common at the workplace if the employees are notmotivated. This greatly affects and lowers the performance ofemployees hence the achievement of organizational goals.

The pace of work is also affected and reduced when there is nomotivation at the workplace is absent. Consequently, when theemployees are not motivated, they tend to avoid taking responsibilityand therefore they are mainly careless. This lack of care andconcentration reduces the quality of work, as well as the amount ofwork that can be accomplished. This lack of care will also lead tolack of attention hence leading to numerous mistakes by the variousemployees. It is with no doubt that when employees make mistakes, itwill be extremely difficult for the organization to achieve its goalsand objectives (Beck, 2012). Lack of motivation at the workplace hasalso been associated with lack of punctuality and leaving workearlier than the set time. This hugely reduces performance andultimately leads to organizational failure. Today’s competitivemarket requires motivated employees who can go the extra mile andwork beyond the stipulated hours in order to meet the organizationalgoals and objectives. Employees also need to report to work earlyenough to participate in the goal achievement process.

The list of the benefits motivation and the effects of lack ofmotivation are abundantly clear from the above discussion. The listis however endless and majority of the benefits and effects are foundin the details. The benefits of motivation at the workplace are clearand they include optimal performance amongst others. Having a fewemployees who are extremely motivated can turn around the results ofan organization and can also influence others to work hard. It isalso essential to note that motivation makes work easy and fun to doboth to the employees and the managers (motivators). Contrary to whatmany people think, motivation is not just but a good thing to do, butit has become an integral part of numerous organizations. Motivationis a tool like any other that can hugely affect the outcome of theresults.

2.0.4 Motivational techniques

There are various methods and or techniques that can be used bymanagers to motivate their employees at the work place. Goal settingand planning ways to achieve such goals is one of the methods throughwhich managers can motivate their employees. Setting goals ensuresthat managers and employees are working towards a specific target andmust therefore plan and put in place measures and strategies toachieve such goals. This ensures that employees are highly motivatedand apply extra effort to achieve certain set goals. Managers mustalso be in a position to give clear directions that are wellunderstood by all employees (Banks, 2013). It is also essential forthe management of an organization to offer payment rates that areequivalent to the prevailing pay rates in the market. This willhighly motivate the employees and ensure that they are satisfied atthe workplace (Beck, 2012). It is also noteworthy that such paymeasures will enhance employee retention and this increases theperformance of the organization and its competitive edge in themarket. Retained and long serving employees have immense experiencethat is extremely essential for an organization that seeks to becompetitive in the market.

The work environment is an essential factor in employee motivation.It is vital to ensure that you provide employees with a good workenvironment. Employees should be comfortable at the workplace. Safetyat the workplace is an essential factor that motivates employees andmanagers must ensure that the workplace is safe and secure for theemployees. Research has indicated that employee conflicts at the workplace are inevitable. Managers have a role of ensuring that theworkplace conflicts are resolved as quickly as possible and thatemployees work harmoniously. One of the greatest mistakes thatmanagers make is to give employees responsibilities that do not matchwith their skills (Banks, 2013). Such employees are unable to performsuch duties and are therefore highly de-motivated and lack the desireto perform such tasks. It is vital for the manager to ensure thatduties are assigned according to the employees’ abilities. Themanager should match the duties with the abilities of particularemployees. This will greatly influence the behavior of the employeesand will also motivate them immensely.

Accessibility is another technique that managers can apply to ensurethat employees are motivated. It is essential to ensure thatemployees can access the managers whenever they have a problem.Managers should motivate their employees through giving directanswers to the various employee questions. Managers should alsorespect the decisions made by the various teams at the workplace.Additionally, it is also essential for the managers at the workplaceto give credit to particular employees, teams or entire workforce fora job well done. Praising and rewarding quality and efforts byindividual employees is an essential and effective motivationaltechnique (Beck, 2012). Employees require additional training andknowledge and the organizational leadership must ensure thatemployees have access to training for this additional knowledge andskills. It is also paramount for the organizational leadership toensure that the individual needs of the employees are catered for.Teams should also be given challenging but interesting tasks toperform. This brings excitement at the work place, as well as the joyand satisfaction that is associated with the achievement. Last butnot least, it is abundantly clear that employees need to feel thatthey are part of the organization and that policies are not imposedon them (Beck, 2012). In this regard, it is essential to listen andincorporate the various ideas and opinions from the employees in thedecision making process. This ensures that employees feel as part ofthe organization and are therefore motivated to work towards the goalattainment of the organization or the company.

2.0.5 Theories of motivation

Research has indicated that different employees have differentways of motivating them and each employee is unique. In order tounderstand the technique to apply in each employee, it is critical tohave various theories in mind that will ensure that individualemployees are motivated individually and that they are comfortable attheir workplace. Numerous motivational theories have been developedover the decades but some are more essential and applicable to aworkplace environment than others (Banks, 2013).

Hierarchy of Needs motivation theory

Psychologist Abraham Maslow developed the Hierarchy of Needsmotivation theory. This is a motivation theory that places the needsof the people at different levels such as basic needs and shelter tothe need for self actualization (Beck, 2012). At the workplace, thistheory is applicable in that new employees can be motivated throughproviding them with the most basic needs such as shelter and food.Additionally, old and experienced employees may have different needssuch as self actualization. This theory helps managers to divideemployees into various groups according to the needs that willmotivate each one of them (Banks, 2013).


This theory of motivation was developed in 1959 by FrederickHerzberg and it asserts that there are various environmental factorsthat result either in satisfaction or dissatisfaction at theworkplace. Frederick Herzberg named these environmental factors atthe workplace as hygiene factors. Factors such as good pay, rewards,bonuses and praises lead to job satisfaction and motivation (Banks,2013). On the contrary, hygiene factor such as poor pay and lack ofrewards leave employees dissatisfied and therefore de-motivated. Thistheory is applicable in a work setting and managers have the role orthe responsibility of ensuring that factors that motivate and satisfyemployees are put in place (Beck, 2012).

2.0.6 Company background Abu Dhabi Islamic bank

Abu Dhabi Islamic Bank was established in august 1997 and has beenoperation since then. However, the bank started its commercialoperations in November 1998. The operations and transactions of thebank are in line with the Sharia laws hence the name Islamic bank. Itis worth noting that the bank started as a Public Joint Stock Companythrough a decree. The bank was inaugurated by His Highness SheikhAbdullah Bin Zayed Al Nahyan (ADIB, 2014). The bank seeks to provideIslamic banking services and solutions across the globe. The bank hasregistered tremendous growth within a short period of time. It haseven started trading in shares and its shares are listed in the AbuDhabi Securities Market. The bank has expanded rapidly since 1998 andit now has over 70 branches and 460 ATMs (ADIB, 2014). This is in aneffort to serve its clients better.

The leaders of the bank argue that the banks operations are inspiredby the Sharia laws. The bank operates on the basis of mutual benefitand it simple, sensible and transparent. The bank is led by a boardof directors led by the chairman H.E. Jawaan Awaidha Suhail AlKhaili. The decision making process in the bank is through the board.The bank’s main objective and goal is customer satisfaction throughefficient services. Employees, as well as the customers are motivatedby the services and the values that the bank upholds. The bank seeksto serve the Islamic community and its services specifically aimed atserving the Muslim community. Women customers are also part of thebank’s mission and it has lately established Dana women’s bankingwhich are branches that are specifically designed for womencustomers. There female relationship managers who serve the femaleclients effectively.

The bank is the UAE’s top-tier Islamic financial servicesinstitution due to the various services that it offers its clients.It is the first financial institution to introduce mobile bankingwhere customers can check their account balances, buy mobile airtimeor make payments through their mobile phones (ADIB, 2014). Clientswho are on the Etisalat mobile communication platform can access thebank’s mobile banking services through dialing *161# and accesstheir accounts. The bank has also enhanced its security measures toensure that the clients feel safe while transacting with the bank.For instance, the bank’s credit cards are now equipped with Chipand PIN technology to enhance security. ADIB gold is a prioritybanking package offered by the bank to various clients who may wanthelp with their wealth on how to invest. Relationship managers areput in place to help such customers with advice and investment ideas.

The bank provides a myriad of services including the ADIB EtihadGuest Covered Cards which is a rewards card from Etihad airways. Thecards which were launched in 210 were regarded as the best IslamicCard in the Middle East (ADIB, 2014). Customers are rewarded pointsevery time they use the cards. The points are converted into mileagewhich they use with the Etihad airways. The bank has also investedheavily in the technology sector where there it has developed its ownwebsite where customers can receive services effectively. The bankcan be accessed through has enhanced e-banking services offered by the bank. The websiteensures that customers can access the banking services anytime andanywhere across the world. Additionally, the bank has created its ownpages on social networks such as Facebook and twitter where it caninteract with the clients freely (ADIB, 2014).

The ATMs provided by the bank operate 24 hours a day and some oftheir branches are operation 24 hours such as Abu Dhabi Airportbranch. This is aimed at meeting the customer demands at the airport.These are some of the services that have enabled the bank to become aleading Islamic bank in the Middle East. Customer service is theepicenter of the bank. It was voted as the best Islamic bank in termsof customer service in 2011. This was an improvement from the 3rdposition in the previous year. This affirmed the bank’s commitmentin customer service and the role that the workers at the bank play inenhancing customer service. Employees at the bank are encouraged toform groups where they can set goals and achieve them.

The bank focuses hugely in motivating employees. Employees’ needsare met and they are given safe and secure work environment wherethey can deliver their services to the people. Employees are alsopaid well according to the existing market salaries. Bonuses andemployee praises and rewards are also common in the bank. Themanagers at the bank strive to make the employees own the bank andits values. Employees are made to believe that they are the owners ofthe bank and that the success of the bank is their own success. It isevident from previous research that employees form the most criticalpart of an organization. This is not different for this bank.Numerous efforts and strategies have been put in place to ensure thatemployees are satisfied and are motivated. It is worth noting thatemployees at the company must be motivated in order to maintain theperformance and the reputation of the bank.

Chapter three3.0Research methodology

This research applied a number of methods to collect data. Primaryamong the various research methods that exist, this study usedquestionnaires and interviews to collect information. Additionally,research on the internet, academic magazines and English versions ofIslamic journals were also used as sources of information. Primarysources of data included the interviews and the questionnaires whilethe secondary sources of data included the internet sources, academicmagazines and journals.

Non-structured form of interviews was used across the researchstudy. This enabled the researcher to ask random questions that cameup during the interview. The interviewees were randomly selected fromthe employees and the management. In total, 15 people wereinterviewed among which 5 were from the management level while therest were normal employees. Questions during the interviews wereseeking to find out how employees are motivated at the bank. Theinterviews were extremely effective since they enabled the researcherto seek clarifications from the interviewees. It is worth statingthat the interviews were recorded but this was after seeking approvalfrom the interviewees. Although some of the employees were opposed tothe interviews at first, the research confirmed to them that theinterviews were confidential and the information collected was onlymeant for academic purposes.

Questionnaires were also distributed to the 15 people who wererandomly selected and interviewed. The questionnaires included bothchoice questions and descriptive questions. A total of 12 questionswere included in the questionnaires. Participants were guaranteed ofthe confidentiality of the information they gave and their personalinformation. The issues of bias in answering the questions as well asdishonesty were a major concern. Assurance to the participants thattheir details would be confidential made the participants to open upand gave direct ad truthful answers. Questionnaires proved to beextremely important and insightful since they gave enormousinformation regarding the research. The researcher was able to getinformation from both the managers and the junior employees and got aclear understanding of the topic of motivation in the company.

Secondary data was collected through research on the internet,journals, academic magazines, as well as books. These sourcesprovided useful information regarding the company under study. Books,in particular, were extremely insightful regarding the topic ofmotivation. There was also enormous information in the internetregarding the issue of motivation at the bank. The above researchmethodologies were used simultaneously and information gathered waskeenly analyzed to get a clear picture of the topic under study.

Chapter Four4.0Analysis and Interpretation of Data

As earlier stated, a total number of 15 employees from the companywere interviewed and answered the questionnaires. The information andor data collected is tabulated below and graphically representedbelow. Below is a tabular representation of the participants in termsof gender










The information or responses regarding whether employees weresatisfied with the working conditions are represented below. Out ofthe 15 employees interviewed, 80% of the employees stated that theywere satisfied with the working conditions at the bank. 10% arguedthat the conditions were satisfactory but there was room forimprovement. The other 10% argued that the conditions were notconducive. Below is a graphical representation of the responses.

Employees were also asked whether they were satisfied with the salarythey were getting from the bank. This question was extended and itincluded whether employees felt that the salary was equivalent to theexisting market rates. 81% of the employees were quick to assert thatthey were satisfied with the salary they were offered. The remaining19% argued that the salary was little despite being in line with theexiting market rates. The graph below is a representation is thisfinding.

Lastly, employees were also asked whether the bank seems to care andcater for the individual needs of the employees. The responses werenot different from the above. It seems the employees at the bank areextremely satisfied with how the management and the leadership of thebank treat them. 85% of the interviews stated that they felt that thebank fully catered and was concerned about the welfare of theemployees. Additionally, 8% of the employees were partially satisfiedwith how the bank caters and responds to the needs of the individualemployees. 7% felt that the bank did not care for the needs of theindividual employees. Below is a graphical representation of thisdata.

Below are some of the statements that were made by the employeesthat I interviewed. It is worth stating that the information givenbelow was quoted verbatim and was not altered whatsoever.

Junior male employee: “the bank provides me with all theamenities I need and the salary is get is sufficient for my need…..Iwouldn’t work for any other bank….

Junior male employee: “for the four years I have workedin this bank, there is no single day I have ever been mistreated bythe management….the managers are caring and listen to everyissue……”

Manager: “….We treat our employees with dignity and give thema listening ear…..any individual need for the employee is cateredfor immediately…….our customers experience the feeling we give toour employees……..we ensure our employees are always motivated towork and report to the office every morning…..

The information and the findings below clearly indicate that thebank takes motivation extremely seriously in the company. 80% of therespondents seem to be happy with the bank’s motivationaltechniques. Majority of the employees are also satisfied with thesalary that the bank offers. This is a clear indication that the bankhas done its research well and offers salaries that are in line withthe market rates.

It was found out that the bank applied various techniques thatemployee felt were sufficient to motivate. Research indicated thatthe bank offered sufficient rewards and praises to employees whoperformed well. Additionally, the numerous rewards that the bank hasreceived, it has dedicated them to the employees who feel honored andrespected. Respondents also indicated that the bank offered alistening ear to them and that their ideas and opinions were put intoconsideration. It was also found out that the bank has divided itsemployees into various teams with each team having a leader. Theteams have goals or targets that are set and that must be achieved.This has been extremely vital in ensuring that the bank achieves itsoverall goals. Employees in the individual teams are motivated toachieve the set team goals. Collectively, all the teams are able toachieve the organizational goals.

Rewards are also common in the bank. The bank offers rewards tooptimally or best performing employees. This comes in as a strongform of motivation not only to the rewarded employee, but also to theother employees who strive to achieve such standards and get therewards. It was also found out that the management of the bank hascome up with a training program for the employees (ADIB, 2014).Employees are trained on the various duties that they will beperforming. This ensures that the employees are motivated whileundertaking their duties. This is mainly common with new employees tothe bank who may not be fully aware of the operation of the bank.

Chapter five5.0Conclusion

In conclusion, it is abundantly clear from the above research thatmotivation is one of the key elements of a successful organization.Banks are operating in a highly competitive market especially in theMiddle East. Managers must come up with strategies through which tomotivate their employees to deliver expected results for the companyor the organization. It has been found out that there are a number oftechniques that employers can use to motivate their employees. Theyinclude, but are not limited to salaries, rewards, gifts, safe andsecure work environment, Praises and recognition. It is also evidentfrom the research that motivated employees will perform better thanemployees who are no motivated. This is manifested by the goodperformance that has been portrayed by the Abu Dhabi Islamic Bankover the last ten years.

The effects of failing to motivate employees are also clearlymanifested in the research paper. Since performance has been tied tomotivation, it is clear that employees who are not motivated willperform extremely poorly and there will be no goals met for theorganization. De-motivated employees will miss work and will oftenreport late. Employees will mainly engage in unethical andunprofessional activities such as gossiping instead of working. It isalso apparent that employees who are not motivated will be carelessin their duties and mistakes will be numerous hence hamperingperformances. Customer satisfaction will not be achieved since mostof the employees will not care about the welfare of the customers.Abu Dhabi Islamic Bank has learnt the trick of using the humanresource to achieve its goals. Motivation of the employees is at theepicenter of the company and it has made the bank one of the bestIslamic banks in the Middle East. It is also essential to note thatthe bank has given women a huge role and this has also motivated thefemale employees who work and who are served by the bank.


There were various observations that were made during theresearch. Employees were offered few leaves from work and they seemedtired at times when serving customers. It was also observed thatmajority of the employees were elderly and this might affect theyability to perform optimally. Employees were also not fully involvedin decision making and majority of the decisions were made by theboard alone. The bank has also not reviewed employee salary for over3 years.

5.2 Recommendation

    • The bank should incorporate a few junior employees in the decision making process of the bank

    • Employees should be given sufficient leave time to ensure that they are highly motivated and are not fatigued

    • It is essential for the company to review the salaries of employees frequently to ensure that they are fully motivated.


Banks, L. (2013). Motivation in the workplace: Inspiring youremployees. Virginia Beach, VA: Coastal Training TechnologiesCorp.

Beck, R. C. (2012).&nbspMotivation: Theories and principles.Upper Saddle River, N.J: Pearson Education.

ADIB. (2014). Banking as it should be. Retrieved from:

Appendix 1 Questionnaires

The following are the questions that were given to the participantsin the research. The participants were randomly selected and thequestions included both choice and essay questions

  1. What is your gender



  1. Are you satisfied with the salary ADIB pays you?




  1. Does the bank meet your person needs effectively?




  1. Would you leave this bank and work for another bank? If yes why?



If yes why? ………………………………………

  1. Explain the relationship between the management and the employees in this bank………………………………………………………………………………………………………………………………………………………………………………………………………………………………

  2. Are you satisfied or happy with your current position in the bank?



  1. Were you given sufficient training for the position you hold?



  1. What are some of the strategies that the bank uses to motivate employees?

  1. Are you satisfied with the various strategies the bank uses to motivate you at the work place?



  1. What are some of the improvements in employee motivation you would like to see? Explain…………………………………………………………………………………………………………………………………………………………………………………………………………………………………..

  2. Do you think the good performance of the bank can be associated with a motivated workforce?



  1. Lastly, if the bank did not have any motivational strategies, do you think it could have achieved the success it has achieved today? Explain.




Thank you