# Introduction and Review Context uman Resource Management (HRM) is regarded as the significant department for talent management. The talented employees compulsorily considered as assets in the organization which can be effective through acquisition, development, motivation and maintenance integrated from all units of the bank. HRD selects the right kind of personnel for the committed posts. In addition to this, HRD maintains talent human resources for the bank by applying various motivational techniques and HRs considered as soft assets (www.ventureline.com). Since bank is a service industry, this is why, its sustainability and competitive opportunities depends on how HR Department utilize their potentialities and competencies. The need of talent employees is well recognized in all events of global financial crisis (2007)(2008) that was mostly connected with ambitious and ineffectual investment decision by the banks (Islam et al, 2017). Bangladesh Bank (BB) and Ministry of Finance (MoF) emphasized to ensure better HRM in the banking sector of Bangladesh through circulars (BB & MoF, 2015). The circulars are associated with rules and regulations, maintaining banking hours, salaries and incentives, leave and performance appraisal of female employees. Motivation means inspiring people to work continuation. Motivated employees do have best quality of performance. Employees' motivation is affected by various factors. The total environment of the banking industry has become changed due to face the competitive sustainability. Basic pay, gross pay, designation, promotion, scoring of banking diploma for promotion, experiences, location or posting, types of bank etc. are the issues of demographic factors. Designation and gross pay are highly correlated for motivation. Different emerging theories of motivation support that age, experience, pay, designation etc. affect the motivation. Work experience relates the holding position through up gradation in the organization. Maslow's need hierarchy theory proves the said issues of demographic (Maslow, 1954). On the other supportive part of the Two-Factor Model namely Hygiene and Motivating factors. Employees can enjoy these factors related to opportunities over a long-term service the organization (Herzberg, 1959(Herzberg, , 1987)). The Two Factor Theory states that human needs are ordered in a series of levels of the hierarchy accordance to importance which creates motivation. Alderfer's (1969) ERG theory chains Need-Hierarchy and Two-Factor Theory of motivation. Existence (E) chains the basic need and job security, relatedness (R) actually related to social needs and growth (G) is supportive with status and highest level achievement. If a higher order need constants or unfulfilled, an individual can degenerate to lower order needs which cause satisfy easily. Mc Clellend's Three Needs Model (1961) is also supportive to Needs Theory of Maslow whereas it can be seen that need for affiliation (social need), need for power related to ego/status and remaining one that is need for achievement connected to challenging achievement. An employer does have the ability to understand the needs so as to meet these needs having a better chance of involving and retaining talent employees. A survey conducted by Watson Wyatt Worldwide showed that 71% people deliberate money as the main reason to stay as followed by promotion prospect (33%) (Endress, 2007). Abraham Harold Maslow suggested a theory that delineated five hierarchical needs which could also be functional to an organization and its employees' performance (Gordon, 1965). Without one of the lower ones the second need could be achieved or satisfied. Maslow's needs theory is static imperative and applicable in today's business organizations, for every organization that seek to obtain success and excellence reflects positively the organizational culture, HRM and the employee's productivity, to attain organizational excellence and create good environment, better and enjoyable work environment and achieve goal at the right time then a effort and application of the theory is supreme (Jerome, 2013). When an organization tries to know what drives personnel to work more, it is in a better position to influence them to perform well (Kovach, 1987). Again it clarifies that employees performance can be examined by three indicators namely ability, workplace environment, and motivation (Griffin, 1990). It is critical job for the managers in terms of motivating subordinates since it is noticed that there globally changes in demographic factors, as well as highly advanced technology (Wiley, 1997). This only emphasized the need to explore what motivates employees in order to get better performance. The author highlighted the most and less important factors of motivation in workplace from the earlier management. The most important factors in 1946 (appreciation), 1980 (interesting work), 1986 (interesting work) and 1992 (good wages) and less important factors were in 1946 (discipline), 1980 (discipline), 1986 (personal problems), and 1992 (personal problems). The study received the most striking findings that money and job security are the clear indicators of motivation. The effective pay program, a primary motivating factor is critical due to individuals and psychological possessions. It is does have immaterial value of the reward, but the increase in self-regard that public recognition accompanying with monetary compensation affords (Dawson and Dawson, 1990). In the past, huge numbers of research studies on employee motivation in the different perspectives already conducted. Very few of them were conducted relating to demographic composition with motivation. The present paper stressed to observe the influential factors of motivation with the sources variables of demographic issues among the employees in the sampled banks. The study also designed to explore the most effective factors in motivation. Research questions: Does demographic composition affect employee motivation in the banking sector? Objective of the study: The main objective of the study was to scan effective factors in demographic and motivating focuses among the employees of the banking sector in Bangladesh. # II. # Research Framework # Results and Discussion # Global Journal of Management and Business Research Volume XX Issue XIII Version I Year 2020 ( ) Remarks: The fitted linear regression model for working experience (year) and other independent variables listed. The model is good fit for this dataset and the coefficient of multiple determinations R 2 is 0.942 (Table 2). Since the R 2 ~ 0.94 then the dependent variable work experience 94% explained by the independent variables/predictors. Hypothesis: The null hypothesis, H 0 : B 0 = B 1 = B 2 =???..= B 13 =0 The alternative hypothesis, H 1 : B 0 = B 1 = B 2 =???..= B 13 ?0 Remarks: From the Table 3 ANOVA table the fitted regression model F-test statistic value is 483.944 and the significance value (p value) 0.000 which is less than 0.05 (p value50 years26.8Marital statusMarried Single99.0 1.01.0100.1009.86%ReligionIslam Hindu89.3 10.751.1100.32118.94%Type of bankPublic Private80.0 20.01.2000.40133.38%Rangpur41.5Location (District)Dinajpur42.81.7430.71240.88%Nilphamari15.8Educational QualificationBachelor Master17 832.6600.74928.15%Science31.8Discipline/ GroupHumanities501.8650.69537.26%Business18.3Nil62.3Bank DiplomaPart-121.30.5430.761140.34%Part-216.51-511.3Job Experience (Year)6-10 Years 11-15 Years 16-20 Years45.5 8.0 4.02.9851.48349.70%20 Years (more)31.3Present Designation/ PostEntry Level Officer Executive Level Officer77.4 22.95.5051.31923.96%Present Basic Pay (Tk.)<10000-300000/-30000/-(more)49.0 511.0355121424640.12%Present Gross Pay (Tk.)<20000-40000/->40000-60000/-60000/-(more)19.0 38.0 43.0609452680944%First Joining DesignationEntry Level Officer Executive Level Officer99.5 0.54.1101.92546.85%Initial Basic Pay (Tk.)<10000-20000/->20000-30000/-96.6 3.5355121424 640.12%Initial Gross Pay (Tk.)<20000-40000/-40000-60000/-(more)98.8 1.21340116433122.63%Regression Models (Table 2,5,8,11, & 14) 2ModelRR SquareAdjusted R SquareStd. Err. of EstimatesR 2 ChangeChange Statistics F df1df2Sig. F10.971 a0.9420.9402.7410.94483.94133860.000a. Predictors: (Constant), Banking Diploma, Group/ Subject, Gender, Religion, Educational Qualification, Marital Status, Location (District), Type of Bank, Present Designation, First joining designation/post, Name of the Bank, Age, Location (Upazilla). b. Dependent Variable: Working experience (year). 3ModelSum of SquaresdfMean SquareFSig.Regression47261.760133635.520483.9440.000 b1Residual2899.7373867.512Total50161.498399a. Dependent Variable: Working experience (year) b. Predictors: (Constant), Banking Diploma, Group/ Subject, Gender, Religion, Educational Qualification, Marital Status, Location (District), Type of Bank, Present Designation, First joining designation/post, Name of the Bank, Age, Location (Upazilla). 4ModelUnstandardized CoefficientsStandardized CoefficientstSig.BStd. ErrorBeta(Constant: Experience)-16.110 (B 0 )2.519-6.3950.000Gender0.664 (B 1 )0.4020.0221.6520.099Age0.800 (B 2 )0.0340.66323.6490.000Marital status0.697 (B 3 )1.4170.0060.4920.623Religion-0.535 (B 4 )0.439-0.015-1.2200.223Present designation1.294 (B 5 )0.1810.1527.1500.0001First joining post Type of Bank-1.663 (B 6 ) -0.567 (B 7 )0.147 0.636-0.286 -0.020-11.334 -0.8910.000 0.374Name of the Bank-0.192 (B 8 )0.113-0.039-1.6970.091Location (District)0.341 (B 9 )0.6650.0200.5120.609Location (Upazilla)-0.055 (B 10 )0.098-0.023-0.5550.579Educational qualif.-0.860 (B 11 )0.257-0.057-3.3430.001Group/ Subject0.001 (B 12 )0.2060.0000.0050.996Banking Diploma0.013 (B 13 )0.2230.0010.0590.953a. Dependent Variable: Working experience (year).The fitted regression model can be defined as,??????????????????????????????????(????????)= ?16.110 * (????????????????) + 0.664 * ???????????? + 0.800 * ?????? + 0.697 * ?????????????????????????? ? 0.535* ???????????????? + 1.294 * ???????????????????????????????????? ? 1.663 * ?????????????????????????????????????????????? ? 0.567* ???????????????????? ? 0.192 * ????????????????????????? + 0.341 * ????????????????(????????????????) ? 0.055* ????????????????(????????????????) ? 0.860 * ???????????????????????????????????????????????? + 0.001 * ???????????????????????????? + 0.013* ????????????????????????????Remarks: From the fitted (Table 4) the age, presentor major discipline does not directly affect motivationdesignation, first joining designation, educational(? 12 ) =0.001 and p value is 0.996. Among the significantqualification were statistically significance at 5% level ofindependent predictors age (0.800) and presentsignificance. Therefore, employees' motivation isdesignation (1.294) were positive contribution on theexaggerated by the control variable namely age,dependent variable working experience (year).designation, and educational qualification. The subject Std. Err. ofChange StatisticsModelRR 2Adjusted R 2the EstimatesR 2F changedf1df2Sig. F10.877 a0.7690.7626987.860.76999.1133860.000a. Predictors: ((District), Type of Bank, Present Designation, First joining designation/post, Name of the Bank, Age, Location (Upazilla). a.Dependent Variable: Present Basic Salary. 6ModelSum of SquaresdfMean SquareFSig.Regression62872948092.258134836380622.48199.0450.000 b1Residual18848472031.6838648830238.424Total81721420123.94399a. Dependent Variable: Present Basic Salaryb. Predictors: ( 6) ANOVA (Analysis ofstatistically strongly significant at 5% level ofVariance) table the fitted regression model F-testsignificance. That is alternative hypothesis is accepted.statistic value is 99.045 and the significance value (pvalue) 0.000. Then all the regression coefficients were 7ModelUnstandardized CoefficientsStandardized CoefficientstSig.BStd. ErrorBeta(Cons: Present basic pay)-38670.051 (B 0 )6422.814-6.0210.0001Gender554.461 (B 1 )1024.2620.0140.5410.589Age709.891 (B 2 )86.2090.4618.2350.000© 2020 Global Journals 5Marital Status-5124.611(B 3 )3613.823-0.036-1.4180.157Religion1360.314 (B 4 )1118.6810.0311.2160.225Present designation6201.641(B 5 )461.3220.57113.4430.000First joining post1902.867 (B 6 )374.1250.2565.0860.000Type of Bank1834.212 (B 7 )1621.9500.0511.1310.259Name of the Bank282.551 (B 8 )289.0170.0450.9780.329Location (District)-1672.287 (B 9 )1695.606-0.078-0.9860.325Location (Upazilla)74.986 (B 10 )250.8560.0240.2990.765Educational qualifi.1623.504 (B 11 )656.0770.0852.4750.014Group/ Subject-323.377 (B 12 )525.967-0.016-0.6150.539Banking Diploma878.569 (B 13 )569.6660.0471.5420.124a.Dependent Variable: Present Basic Salary (B 0 )The fitted regression model can be defined as,Model:Present Basic Salary =?38670.051* (????????????????) + 554.461 * ???????????? + 709.891 * ?????? ? 5124.611 * ?????????????????????????? + 1360.314 * ???????????????? + 6201.641 * ???????????????????????????????????? + 1902.867 * ?????????????????????????????????????????????? + 1834.212 * ???????????????????? + 282.551 * ????????????????????????? ? 1672.287 * ????????????????(????????????????) + 74.986 * ????????????????(????????????????) + 1623.504 * ???????????????????????????????????????????????? ? 323.377 * ???????????????????????????? + 878.569 * ???????????????????????????? Remarks: From the fitted (Table 7) the age, present designation, first joins designation, educational qualification were statistically significance at 5% level of significance. Among the significant independent predictors age (709.891), present designation (6201.641) and first joining designation/post (1902.867) were positive contribution to the dependent variable present basic salary. 8ModelRR 2Adjusted R 2Std. Err. of the EstimatesR 2Change Statistics F change df1 df2Sig. F10.826 a0.6820.67215365.250.68263.742133860.000a. Predictors: (Constant), Banking Diploma, Group/ Subject, Gender, Religion, Educational Qualification, Marital Status,Location (District), Type of Bank, Present Designation, First joining designation/post, Name of the Bank, Age, Location(Upazilla)b. Dependent Variable: Present gross salary 9ModelSum of SquaresdfMean SquareFSig.1 Regression 195635872639.298 1315048913279.950 63.742 0.000 bResidual91131097360.703386 236090925.805Total286766970000.000 399a. Dependent Variable: Present gross salaryb. Predictors: (Constant), Banking Diploma, Group/ Subject, Gender, Religion,Educational Qualification, Marital Status, Location (District), Type of Bank, PresentDesignation, First joining designation/post, Name of the Bank, Age, Location(Upazilla) 10ModelUnstandardized CoefficientsStandardized CoefficientstSig.BStd. ErrorBeta(Constant: Present gross)-76402.12414122.791-5.4100.000Gender1172.8072252.1960.0160.5210.603Age1244.412189.5610.4326.5650.000Marital Status-9286.0917946.247-0.035-1.1690.243Religion1028.2592459.8090.0120.4180.676Present designation10226.0331014.3780.50310.0810.0001First joining design. Type of Bank3129.422 15523.420822.645 3566.4230.225 0.2323.804 4.3530.000 0.000Name of the Bank420.502635.5050.0360.6620.509Location (District)-4565.1123728.379-0.113-1.2240.222Location (Upazilla)326.900551.5940.0570.5930.554Educational qualification2791.1591442.6150.0781.9350.054Group/ Subject-282.4231156.521-0.007-0.2440.807Banking Diploma1700.7331252.6100.0481.3580.175a. Dependent Variable: Present gross salaryThe fitted regression model can be defined as,Present Gross Salary= ?76402.124 * (????????????????) + 1172.807 * ???????????? + 1244.412 * ?????? ? 9286.091 * ??????????????????????????+ 1028.259 * ???????????????? + 10226.033 * ???????????????????????????????????? + 3129.422 * ??????????????????????????????????????????????+ 15523.420 * ???????????????????? + 420.502 * ????????????????????????? ? 4565.112 * ????????????????(????????????????)+ 326.900 * ????????????????(????????????????) + 2791.159 * ???????????????????????????????????????????????? ? 282.423* ???????????????????????????? + 1700.733 * ????????????????????????????Remarks: From the (Table 10) fitted the age, presentdesignation, first joins designation, educationalqualification were statistically significance at 5% level ofsignificance. Among the significant independentpredictors age (1244.412), present designation(10226.033), first joining designation/post (3129.422) and type of bank (15523.420) were positive contribution to the dependent variable Present Gross Salary. Therefore, there is a strong association among age, 11ModelRR 2Adjusted R 2Std. Err. of the EstimatesR 2Change Statistics F change df1 df2Sig. F10.689 a0.4750.4575713.003160.47526.857133860.000a. Predictors: (b. Dependent Variable: Initial basic salaryRemarks:The fitted linear regression model ( 11) 13Year 20208Volume XX Issue XIII Version I)A(Global Journal of Management and Business ResearchModelUnstandardized CoefficientsStandardized CoefficientstSig.BStd. ErrorBeta(Constant: Initial Basic Pay)6234.4355244.3651.1890.2351Gender Age-350.697 -121.912838.100 71.022-0.017 -0.146-0.418 -1.7170.676 0.087Marital Status1247.9722977.7530.0160.4190.675© 2020 Global Journals 12Religion-21.884918.839-0.001-0.0240.981* ?????????? ???? ?????????????? ? 199.290 * ?????????????? ?????????????? Comment: From the fitted coefficients (Table13) the, first name of the bank were statistically significance at 5% level of significance. Among the significant independent predictors first joining designation/post (2220.853) and name of bank (1064.391) were positive contribution to the dependent variable Initial Basic Salary. 14ModelRR 2Adjusted R 2 Std. Err. of the EstimatesR 2Change Statistics F change df1df2Sig. F10.592 a0.3510.32913459.344500.35116.058133860.000a. Predictors: ( 15ModelSum of SquaresdfMean SquareFSig.Regression37815785084.065132908906544.92816.0580.000 b1Residual69925426394.726386181153954.390Total107741211478.791399a. Dependent Variable: Initial gross salaryb. Predictors: ( 18Dependent variableR 2Standardized coefficientEffective factorsMotivationWork experience Present basic pay Present gross pay Initial basic pay Initial gross pay94% 77% 68.2% 47.5% 35.1%Age (?=0.663), present designation (? = 0.152) Present designation (?=0.571), age (?=0.461), and first joining designation (?=0.256) Present designation (?=0.503), age (?=0.432), type of bank (?=0.232)and first joining designation (?=0.225) First joining designation (?=0.551), and Name of the bank (?=0.326) First joining designation (?=0.519), and Name of the bank (?=0.337)Age Present designation Present designation First joining designationTherefore, motivation is highlyassociated and modified bydemographic effective factors alreadyexplored in column 4. © 2020 Global Journals Exploring Effective Factors in the Demographic and Motivation I ssues of the Banking Sector of Bangladesh ## Acknowledgement The author of this article is grateful to the honorable Professor Dr. Md. Omar Faruk Sarker (PhD Supervisor of the author), Marketing Department, & Dr. Md. Kamruzzaman (PhD Co-Supervisor of the author), Associate Professor (Statistics), IBS, University of Rajshahi, Bangladesh. Remarks: From the Table 15 (ANOVA) the fitted regression model F-test statistic value is 16.058 and the significance value (p value) 0.000. Then all the regression coefficients were statistically significant at 5% level of significance. That is the null hypothesis is rejected. Therefore, all the regression coefficients were not zero (0). 16 the study observed that present designation, first joining and name of the bank were statistically significance at 5% level of significance. Among the significant independent predictors first joining designation/post (4425.217)and name of bank (2449.083) were positively affected the dependent variable Initial Basic Salary. Remarks: From the fitted histogram (Figure 9 & 10) showed the bell shape curve and Q-Q (quantilequantile) plot the fitted residual line passing through the origin. 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