the impact of reward system on organizational staff performance

Description

ABSTRACT

The main basis for wore Productivity and better performance is the satisfaction of this needs and ambition infact, what a worker expects from doing good job are job secretary recognition, praise and fair treatment, five supervisor and compensation and justice. The achievement of variables company, employee’s satisfaction also serves as an incentive to efficient and effective performance and probably higher Productivity.

The study therefore will attempt to charity the various reward system in the Nigerian National Petroleum Corporation (NNPC) with a view to establishing their effect on the Productivity of staff. It also intended to find out whether there is any relationship between reward and performance of staff in the corporation.

TABLE OF CONTENT

Title page                            –      –      –      –      –     

Approval page                            –      –      –      –      –     

Dedication                                  –      –      –      –      –     

Acknowledgment                         –      –      –      –      –     

Abstract                              –      –      –      –      –     

Table of contents                        –      –      –      –      –

CHAPTER ONE

1.0  INTRODUCTION                        –      –      –      –      –     

1.1  background of the study              –      –      –      –      –

1.2  Statement of the problem            –      –      –      –      –

1.3  Objective of the study                 –      –      –      –      –

1.4  Significance of the study              –      –      –      –      –

1.5  Research questions                      –      –      –      –      –

1.6  Scope of limitations of the study   –      –      –      –      –

1.7  limitation of the study           –      –      –      –      –      –

1.8  Definition of terms               –      –      –      –      –

CHAPTER TWO

2.0  LITERATURE REVIEW               –      –      –      –      –     

2.1  Historical overview               –      –      –      –      –

2.2  Reward scheme                          –      –      –      –      –

2.3  Motivation and motivational factors      –      –      –      –      –

2.4  Motivation of the Nigeria workers –      –      –      –      –

2.5  Organizational reward and staff productivity –      –      –      —

2.6  Motivation and how they relate to the Nigeria work environment –     –

2.7  Criticism of the above three motivation theories (Maslow, Herzberg and victor Vroom theory of motivation

CHAPTER THEE

3.0  RESEARCH METHODOLOGY                     –      –      –      –     

3.1  Introduction                        –      –      –      –      –

3.2  Population and sample size           –      –      –      –      –

3.3  Sources of data                          –      –      –      –      –

3.4  Method of data collection             –      –      –      –      –

3.5  Validity and reliability of instrument      –      –      –      –

3.6  Method of data analysis         –      –      –      –      –

CHAPTER FOUR

4.0  PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA   

4.1  Introduction                        –      –      –      –      –

4.2  Method of data analysis         –      –      –      –      –

CHAPTER FIVE

5.0  SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATION       –      –      –     

5.1  Summary                     –      –      –      –      –

5.2  Conclusion                          –      –      –      –      –

5.3  Recommendations                –      –      –      –      –

CHAPTER ONE

1.0  INTRODUCTION

1.1  BACKGROUND OF THE STUDY

It is a common knowledge that organization be it business concerns, mutual benefit associates, required their employees workers to perform well and behave in certain ways if the organization wants to survive and achieved its aims the various forms of behavior and attitudinal disposition which organization require of their employees in order organization require of their employee in order to realize\e set o goal depend on the kind of reward and incentive existing in the organization.

Organization reward system refers to the ways and modalities by which workers in an organization can be motivate or individual to put more efforts that will lead to attainment of the organization goals. Kit is also seen as those motivational tools which an organization adopts Productivity. These rewards or incentive vary from one organization to another and they include the following: advancement opportunities in the company, job security, good salary wages, adequate medical facilities, canteen, services housing, transport, vacation and holiday practice, company attitude towards employee, physical working condition such as office commodation etc.

Management involves motivating people and any human Productivity inevitable leads to the question of incentives and rewards. To most people an incentive implies money any reward but this is not necessary so incentives and  reward maybe financial and non-financial. It has to be mentioned here that incentives reward are used for few main purposes.

1. To persuade people to come work.
2. To encourage people to work hard while they are at work.
3. To help people and identify themselves with the objectives of the organization.
4. To show management appreciation of the employee’s, contribution to the survival of the organization.

It is however a common problem that the refusal of employees has always causes  discontent. According to Davis (1971:57) the surest signs of deteriorating condition in an organization is  job dissatisfaction, the result of  which are grievances how productivity disciplinary problems and other organization difficulties in essence, various  studies have shown that there is relationship between reward and Productivity in an organization. A well package incentive system  couple with appreciation  reward has a tendency of influencing  employees in the organization. In fact, with increased Productivity, through incentive and reward system, workers will be more satisfied with the job and hence, put in their almost best into achieving organizational goals and effectiveness. However,  several writers have come to associate personal Productivity with the type of reward and incentive available in the employees. The most need of the employees are not within the organization through appropriate reward and incentives, the more the like hold   that the would be motivated to work and thus satisfy the needs of the organization.

Consequently, the problem of how to make employees work harder for the interest of he organization and for heir own interest becomes a fundamental one. In fact, the issue of how Productivity and mobilization of employees is one of the major problem that occupied  the  attention of the management and administrator in industrial organization. Management always concerned with finding effective ways of ensuring that employees produce their best of the cheapest rate in a short time, while employees according to Scott (1966:75) the most concerned with income and security before other things.

In this study, the researcher is really going to love at organizational reward system and its impact on the Productivity of staff. This is look at generally and specifically referring to Nigerian National Petroleum Corporation (NNPC). This research will also focus on ways organization reward incentives can be administered so as to reduce job dissatisfaction and improve Productivity of staff unless adequately compensated by way of appropriate reward/incentives to retain them and get the best out of them. Early idea of employees remuneration were based on principle of penalty and reward, the underlying assumption  being that people at work minimize their own interest and act according. It should be noted that people are unpredictable hence there is no right way to deal with employees Productivity

The research in this study

1.3  OBJECTIVE OF THE STUDY

The research in this study attempts to investigate the correlation between reward and Productivity in the organization based on the above, the researcher wants to investigate.

1. Why employees have tended to avoid their best unless adequately rewarded.
2. Why are some employees not motivated by some rewards on incentives for increase in Productivity.
3. How to make employees work work hard for the interest of the organization

1.4  SIGNIFICANCE OF THE STUDY

This study is significant in much respect, first, the finding of this study will help organizations to know how best to reward their hardworking employees.

Secondly, it will assist organization, to relate  reward system on the Productivity of staff, employers would be assisted to adopt the most appropriate reward scheme that would engender better performance of staff in this effort every individual performance will be rewarded accordingly to his environment. In other words, reward should be glanced towards achieving Productivity. If the objective of the organization to be achieved.

A situation whereby employees are given reward irrespective of the performance breed frustration and lack of commitment on the part of employees. This study shall endeavour to establish full reward shall be based on individual performance and achievement rather than  any other factors.

1.5  SCOPE OF THE STUDY

Organizational reward and its impact on the Productivity of the staff is an extensive  research. Therefore, the researcher has decided to restrict the study of the impact of organizational reward on Productivity of staff  with emphasis on four location of NNPC in Lagos.

1.6  LIMITATION OF THE STUDY

Despite the limited scope of this research, it was affected with certain constraints which are as follows:

1. Time: In research of this type, a lot of time is required but given the short time allowed for this study, it was not possible to do all that was required and necessary.
2. Finance: Due to the harsh economic condition of economic crunch, enough finance was reality available to do all was required and necessary.

• Distance: The long distance between Owerri and Lagos was one of the major constraints, moreover, there was a petroleum of shuttling from one location of the corporation to the other.

1. Information constraint: Getting the needed information was not easy. This is probably because of the stingy manner managers handle information especially those bordering the life of the organization.

1.8  DEFINITION OF TERMS

Commercialization: This means the selling of the service of the government owned corporation of a competitive on c commercial prices.

Corporation: A group of people authority to operate a single unit with a separate existence example for business purposes.

Employee: A person who works for somebody or a company in return for wages or salary.

Financial incentives:An incentives given to somebody to encourage him or her but in the form of cash/money.

Non-financial incentives: Form of incentive that is not in cash/money but other materials items and or moral kind.

Organizational hierarchy: The authority flow in an organization. It is the level of authority that exist in an organization.

Output: This is the amount of something  that a person or employee a machine or an organization produces usually products

Productivity: The efficiency especially in industry measured comparing, the amount of goods or service produced within the time or the  resources used to produce (input).

Reward: Thing that is given or received in  turn for doing something good and acceptable hardworking.

CHAPTER FIVE

5.0  SUMMARY OF CONCLUSION AND RECOMMENDATION

5.1  SUMMARY OF FINDINGS

The primary concern of this chapter  is to bring together empirical findings that  have been presented in the proceeding chapter. The study set out to establish the relationship between organizational reward system and Productivity of staff, the various related system is the corporation and the impact they have had in the performance of staff.

The study mode made specific relations, first the respondent  attach relative important free medical facilities as reward benefit while other choose promotion, good salary, met award, pension scheme and end of year bonus, still a good number of staff were least motivated somewhere.

The study also reveals that the respondents were neither satisfied with their salary not with  other reward/benefit excepts medical services did they claim efficient. It was found out that majority of employee enjoys a conducive work environment except in the corporation headquarter where some air conditioners have broken down.

The respondents also complained about working for long period of years before promotion and inadequacy of corporations training scheme that favour some well connected employees at the expenses of less fortunate one.

As we are aware, the attribute and feeling the people hold are product of action which are reflection of previous action of interaction. Therefore, to draw the implication of reward system on performance job satisfaction and increased Productivity is an order. This is because the action and work attitude of employees and products of experience their work environment. Drawing from the findings of this study, it is expected that given the fair related system in the corporation, employees are likely to be satisfied with their work and the organization under such therefore, it is possible for both interest of employees and management to merge hence, the employees seems to be more productive and work towards the achievement of organizational goals.

The implication is that if employees expectation hare not satisfactorily met it may bring about disagreement which may be exhibited in the form of two morale, absenteeism, excessive errors and high labour turnover among other. All these if not checked can effect Productivity and profitability levels of the organization and consequently its survival in competitive market situation.

5.2  CONCLUSION

Employees engage in specific tasks because of the ultimate reward they expect. They would not put much effort into their work. If they expect to be appropriately rewarded. An opportunity to be rewarded if one performs a good will be seen as a positive incentives while a threat of losing a job will be consider a negative will be bad if the workers feels cheated and exploited. And he will tom work will be corresponding reduce a substantial attempt to improve working conditions most especially housing, others, could substantially attempt to improve working conditions most especially, housing transportation, and health facility among Productivity. The reward system of a company is always motivating its employees in some direction to be effective. It must appeal to the needs of the employees and must encourage the designed behavior for example, when employees are rewarded b promotions, they not only get money but also recognition of the individuals performances. The employee on his part-times to justify this recognition by putting in more effort  in his work.

Consequently, the reward system of an  organization has both positive and negative impact on the Productivity of staff as we have seen in the case of Nigerian Naotional Petroleum Corporation (NNPC).

5.3  RECOMMENDATIONS

The study has attempted to establish the relationship between organizational reward system and Productivity of staff. The study will however be incomplete without some recommendations on the possible means of reducing the negative effect of identified areas of disagreement at solving motivational problems and thus prayed employees towards efficiency and greater Productivity.

1. As we are aware, low salary makes employees less productive better salary is argued a necessary condition for egenrating appropriate commitment and Productivity among employees. It is therefore suggested that given the corporate of profit maximization, the management should consider the country by reviewing the salary scale of worker as regards to the inflation rate.
2. There continued job security of the employees must be guaranteed of high salary and other reward are to achieve their designed objectives of motivating employees to a more productive effort.

iii. There is need for management to enhance on enlightenment program me to re-orientate employees on their promotion chances or opportunities. Such programme should emphasize and work organization behavior, McGraw Hill New York the fact that advancement in the corporation is necessary based on vacancies and merit technical competence.

1. The rational behind the maximum period of three years within which an employee k is due for promotion should be adequately explained to them because most of the employees regard it too long. The management should consider reducing the promotion year from three to two years.
2. Also the corporation should encourage job votation and enrichment in areas where promotion opportunities are limited to avoid or reduce boredoms and dissatisfaction on job.
3. The training programme of the corporation should be open to every employee. A situation where some employees attend as many as four courses in a year while some are not given any opportunity all should be checkmated.

vii. Employees should also be allowed to participate in decision making in areas where such decision directly affects their duties or tasks. This will no doubt enhance their sense of commitment loyalty and dedication to organization.