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 organizations 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.
Koontz explained further that the necessity of building motivating factors into organizational roles, the staffing of those roles, and the entire process of directing and leading people must be built on knowledge of motivation so it is through adequate motivation of employees which in this study is the secretarial staff that organizations will enjoy increased productivity.
At this point however, it is necessary to find out exactly what is motivation.
According to Chruden and Sherman (1984), motivation is a general term applying to the entire class of driver needs, wishes and similar forces
Also Agbo (2003) sees motivation as a kind of incentives which is aimed at getting the best of an individual or group of workers.
It is imperative that secretaries be motivated so that they can be geared into discharging their duties confidently and the output of their productivity becomes high. They can be motivated in ways such as promotion, salary increment, transport allowances, medical services. When these thing are put in place the resultant effect of nit is positive in that recantation on the part of the secretaries is high output, which is a result of willingness to work, using their mental ability, they make sure that they put in their very best to the achievement of the aims and objectives of their employers.
Consequently, a public organization such as Central Bank of Nigeria, which in contemporary times provides for its secretaries those incentives that make them enjoy their work has been in the position to experience increased productivity when compared with their contemporaries. However, the question still remains to what extent does a public organization such as Central Bank of Nigeria, Enugu Branch office motivates for and provides staff welfare to its secretaries and what effect has this had on the productivity level in the organization? This in response to the these that this study examines the issue – Effect of staff welfare and motivation on the productivity of secretarial staff in the Banking Industry with particular reference to the Central Bank of Nigeria – Enugu Zonal office. At this juncture, it is imperative to talk about the establishment of the Central Bank of Nigeria and its core functions.
The earliest support for the establishment of a Central Bank of Nigeria goes back to the period of the banking failures of the early 1950’s following which the power of control of banking was vested in the financial secretary.
Many nationalists leaders at that time urged for the creation of a central bank to perform this and other traditional functions of a central bank. In April 1952, a private member propose a motion that as a practical means of consolidating the financial resources (including regulations of geld and currency) of the country for the purpose of rapid economic development in all its phrases as well as strengthening the existing African banks, that the government should initiate, organize and establish a central bank of the nation within to years from the panage of the motion.
In support of this motion, the honorable minister Honorable K.O Mbadiwe urged the creation of a central bank which principally would perform the following functions.
i. Undertake currency productions
ii. Act as a leader of ‘idle resources’ to banks for whom the bank would also maintain reserves and undertake clearing.
iii. Act as a monetary authority to determine economic stability
iv. Float, buy and sell government bonds and also commercial paper and
v. Act as financial agent for the government .
To actualize this noble dream, the ordinance was passed by the house on 17th march 1958 and was brought partially into force on 15th September 1958 when those sections necessary for carrying out the initial functions became law.
The act was fully implemented on 1st July 1959 when the Central Bank of Nigeria came into full operation.
THE MAIN PROVISION OF CENTRAL BANK ACT
The principal objective of the Central Bank of Nigeria remain as stated in the original Act.
i. Issuance of legal tender currency in Nigeria
ii. Maintenance of external reserves in order to safeguard the international value of the currency
iii. Promotion of monetary stability and sound financial structure
iv. Banker and financial adviser to the federal government
v. Banker to other banks in Nigeria and abroad.
Broadly, those functions may be classified into
a. Those relating to the domestic economy
b. Those affecting external economic and monetary relations.

1.2 STATEMENT OF THE PROBLEMS
In any establishment the secretary plays a vital role in the affairs of the establishment he or she works in. the secretary is the pivotal point on which all activities revolve upon. In most cases secretaries are the first to report to work and the last to leave the office. Sad to say, the secretary may be regarded as a functional entity in some establishments and as a result may not be well motivated or not motivated at all.
In the course of this study the following will be looked into.
1. Inadequate provision of resources due to secretaries
2. Lack of motivating factors such as delegation of authority, adequate recognition, training programme, good working environment
3. Inconsistency in application of policies made by the organization.

1.3 PURPOSE OF THE STUDY
The main purpose of this study is to find out the effect of staff welfare and motivation on the productivity of secretarial staff in the banking industry.
Specifically the study is aimed at
1. Ascertaining if the secretarial staff are really motivated
2. Identify ways through which the Central Bank Nigeria Enugu Zonal office motivates its secretarial staff
3. Determine the effect of staff welfare and motivation on the productivity of the secretarial staff
4. Find out if the secretarial staff are satisfied with the level of motivation in the bank.

1.4 SIGNIFICANCE OF THE STUDY
The significance or importance of this study is to highlight the need for secretaries to be motivated alongside with provision of staff welfare which will affect the level of their output.
Therefore, this study will benefit the Central Bank of Nigeria Enugu zonal office as this study would help in updating their knowledge on the issue of staff welfare and motivation and effect change in its attitude towards its secretarial staff.
Still to benefit will be administrators in public organizations because the study would provide an in-depth knowledge of how to overcome present and future problems associated with the motivation and provision of staff welfare of its secretarial staff.
It would be significant to students in the secretarial profession as the study would indicate areas covered and areas not covered so that they can undertake further researches on those area not covered.

1.5 RESEARCH QUESTIONS
1. What are the provisions for staff welfare provided by the Bank for the secretaries?
2. What tools are used in motivating the secretaries.
3. To what extent does motivation of secretaries increase job productivity.
4. What can be done to enhance motivation and staff welfare for the secretarial staff.

1.6 SCOPE AND LIMITATION OF THE STUDY
This study covers only the Enugu zonal office of the Central Bank of Nigeria because of constraints such as lack of time, inadequate funds and the expected incorporative attitude of the respondents.