IMPACTS OF COMPENSATION IN STAFF PERFORMANCE (A CASE STUDY OF MINISTRY OF HEALTH, AKWA IBOM STATE)

ABSTRACT

This study focuses on the impacts of compensation in staffs’ performance with particular reference to Ministry of health in Akwa Ibom State. Given the alarming rate of decrease in productivity, the researcher tried to establish the correlation between productivity and motivation workers get at their work places. The researcher tried to emphasize on the relevance of motivating staffs, as that would propel them to step up productivity. In achieving this, primary and secondary sources of data collection were employed, interview, administering questionnaires and consulting relevant literatures on the procedures of workers motivation. The statement were tested using the chi-square, which attested to the imperative of workers motivation and welfare packages on productivity. Forthwith, conclusions were drawn from the research findings where recommendations were made in order to forestall the staffs welfare and motivation and its resultant impacts on productivity.

TABLE OF CONTENT

Cover page

Title Page    -        -        -        -        -        -        -        -        -        i
Certification         -        -        -        -        -        -        -        -        -        ii
Dedication  -        -        -        -        -        -        -        -        -        iii
Acknowledgement         -        -        -        -        -        -        -        iv
Abstract      -        -        -        -        -        -        -        -        -        v
Table of Content  -        -        -        -        -        -        -        -        vi

CHAPTER ONE: 
1.0 Introduction   -        -        -        -        -        -        -        -        1
1.1 Background of Study        -        -        -        -        -        -        -
1.2 Statement of The Problem          -        -        -        -        -        -
1.3 Objectives of The Study -  -        -        -        -        -        -
1.4 Research Question   -        -        -        -        -        -        -
1.5 Significance of The Study  -        -        -        -        -        -
1.6 Scope And Limitation of The Study     -        -        -        -
1.7 Limitations of The Study  -        -        -        -        -        -
1.8 Definition of Terms -        -        -        -        -        -        -

CHAPTER TWO: 
2.0 Review of Related Literature       -        -        -        -        -
2.1 Historical Background      -        -        -        -        -        -
2.2 Theories of Compensation/Wages        -        -        -        -        -
2.3 The Element of Reward Management   -        -        -        -       

CHAPTER THREE: 
3.0 Research Design And Methodology     -        -        -        -       
3.1 Brief Outline of The Chapter      -        -        -        -        -
3.2 Research Design      -        -        -        -        -        -        -
3.3 Characteristics Of The Population       -        -        -        -        -
3.4 Sample Size    -        -        -        -        -        -        -        -
3.5 Instrument of Data Collection 
3.6 Method of Administration Data Collection Instrument     -
3.7 Validity And Reliability of Measuring Instrument   -        -

CHAPTER FOUR: 
4.0 Presentation And Analysis of Data      -        -        -        -       
4.1 A Brief Introduction of The Chapter    -        -        -        -
4.2 Group Criterion: Respondents Characteristics        -        -        -
4.3 Presentation And Analysis of Data According To Research Question 
4.4 Summary of Findings        -        -        -        -        -        -       

CHAPTER FIVE: 
5.0 Summary, Conclusion And Recommendation         -        -        -       
5.1 Summary of Findings        -        -        -        -        -        -
5.2 Conclusion     -        -        -        -        -        -        -        -       
5.3 Recommendation     -        -        -        -        -        -        -
5.4 Areas For Further Research        -        -        -        -        -        -       
References 
Appendix I
Appendix II: Questionnaire 

CHAPTER ONE

   1.0           INTRODUCTION

    1.1 BACKGROUND OF THE STUDY

The basic reason for this study is to evaluate the impacts of compensation in staffs performance, taking Ministry of health In Akwa Ibom State as a case study. The study was carried out in Akwa Ibom metropolis with the workers of Ministry of health Akwa Ibom state. The Federal Ministry of Health is one of the Federal Ministries of Nigeria concerned with the formulation and implementation of policies related to health. It is headed by two Ministers appointed by the President, assisted by a Permanent Secretary, who is a career civil servant. The current Minister of Health is Osagie Ehanire. The current Minister of State for Health is Olorunimbe Mamora.

Functions of the department of Planning Research And Statistics include developing plans and budgets and monitoring their implementation, serving as Secretariat to the National Council on Health, conducting health research in collaboration with other departments and agencies, institutions and parastatals, conducting operational research and data collection, and performing various coordination functions.

The department of Hospital Services supervises 53 Federal Tertiary Hospitals Nigeria's Teaching hospitals, Orthopedic Hospitals Federal Medical Centres and National Eye Centers. The department processes appointment of Chief Medical Directors and Medical Directors, supervises oral health research, develops policies on nursing, coordinates training programmes for nurses and monitors the midwifery service scheme in collaboration with NPHCDA.

The department of Food and Drugs Services formulates national policies, guidelines and strategies on food and drugs, and ensures ethical delivery of pharmaceutical services nationwide. The department sponsors the National Institute for Pharmaceutical Research and Development and the National Agency for Food and Drug Administration and Control, and acts as regulator through the Pharmacists Council of Nigeria, the Institute of Chartered Chemists of Nigeria and the Institute of Public Analyst of Nigeria.

The Nigeria Centre for Disease Control is a federal agency under the Ministry. The agency was established in 2011 with the assistance of the US Centers for Disease Control. 

There are various compensation schemes that do not exercise in most Nigerian firms but with a particular reference to Ministry of health In Akwa Ibom, these compensation scheme include the following:

1.         Basic Wage/Salary: This is the stated minimum pay to a worker at the end of every day, week, month, or as the case may be for all his efforts and sacrifice made to his organization. But workers in Ministry of health In Akwa Ibom complained that despite that they are getting their basic salaries regularly but some incentives that are supposed to be paid to them are not regularly given to them. Thereby making them to feel unmotivated towards their job in the bank.

2.    Fringe Benefits: This is another motivational package that is given to a worker in form of financial or non-financially payments in addition to his or her basic salary.  Fringe benefits boots the morale of staffs, makes them feel
belonging and spurs them into adding more efforts to their work. This fringe benefit comes as a result of a good rapport existing between the employers and staffs. Examples of fringe benefits are: housing allowance, transport allowance, free medical care, meal, subsidy, refurbishing loans, leave allowance, pension and retirement benefits, journal allowance
etc. These benefits are what an average workers supposed to get but Ministry of health of Nigeria In Akwa Ibom workers complained bitterly that despite the years they have worked with the bank that some of these benefits are not given to them, and is as a result of low motivation or compensational schemes. And this will lead to decrease in productivity of the workers.

1.2 STATEMENT OF THE PROBLEM

The problems which lack of compensation have caused in the production circle of Ministry of health in Akwa Ibom cannot be over­emphasized. It is clear that when a workers is satisfied he/she puts more effort.

There is little or no supervisory work that goes on in the production circle, workers therefore have as they like because according to them "there is no adequate reward for stressful /hard work since there is poor supervisory style in the production or service circle, production or service is now very slow thereby reducing the level of output.

There is lack of good plan and impassiveness because staffs are no longer satisfied with their work in the sense that they are not sure of the regularity of their incentives and other benefits they suppose to get.

Many of their customers have left the bank because of they are no longer satisfied with level of service they receive. Some of these competent workers or staff have even left to other organization where they will be highly motivated, o This has reduced the level of efficiency and the standard of the banks services to the customers. These are the problems created by lack of compensation in production on service circle of Ministry of health In Akwa Ibom which this study will find solution.

  1.3 THE OBJECTIVE OF THE STUDY

The study will generally contributes to the solution of solving problems caused by lack compensation in Ministry of health in Akwa Ibom, in order to increase productivity. The objectives included the following:

The Objective of this study include:

a.       To ascertain whether the supervisory styles of Ministry of health In Akwa Ibom has any impacts on compensation workers get.

b.       To find out whether highly motivated workers achieve success in the absence of good plans.

c.       To find out whether applying good rewards or compensation scheme to workers can boost productivity or increase in production or service in order to maintain workers.

1.4     RESEARCH QUESTIONS

Does the supervisory style of Ministry of health In Akwa Ibom have any impacts on compensation worker get?

Does motivated workers achieve success in the absence of good plan?

Does applying good compensation scheme have any impacts on productivity and customers satisfaction?

Does good incentives measures have any impacts on the morale of competent workers.

1.5     SIGNIFICANCE OF THE STUDY

The study is to investigate work compensation and the staffs performance in the public sector with particular reference to Ministry of health In Akwa Ibom.

It is therefore expected that it will help Ministry of health in a large measure in providing possible solution to its problems of compensation and productivity.

Academically, this study constitutes or contributes in the field of increasing compensation and the staffs performance in the public sector with the emphasis on Ministry of health In Akwa Ibom. It will help future researchers who will like to do research in the impacts of compensation in staffs performance for further consultation of performance and rewards. This also gives the researcher the opportunity to know more about Ministry of health In Akwa Ibom  State.

1.6     SCOPE OF STUDY AND LIMITATIONS

It will be difficult to carry out a research covering the whole firm hence the work is limited to compensation and its impact in staffs performance of Ministry of health of Nigeria In Akwa Ibom, State.

Furthermore, the study focuses only on the impacts of compensation in staffs performance. It is designed to cover the public sector. The research is of the belief that this dispersal will capture the real essence of this work. The study is realized that the workers of Ministry of health In Akwa Ibom is a minimal fraction in relation to the number of workers and people employed in other sector in Nigeria but due to time and financial constraint, the study is specifically centered on Ministry of health of Nigeria In Akwa Ibom,  State.

1.7     LIMITATIONS OF THE STUDY

These factors limiting the scope of this study include inadequate finance to assist in gathering of facts or research materials and the duration of time set for this work.

Another constraints is time factor since data may be collected through personal interview, the respondents might not devote all the time needed to the work. Also part of the time was allocated to class work (lectures) and other extra curricular activities.

The respondent also might not fully cooperate you with the researcher as they may not be willing to disclose all relevant information.

1.8     DEFINITION OF TERMS

Compensation: A reward given to a worker or an staffs to high the morale and also to higher productivity in the m     organization.

Productivity: A measure of low efficient given sit of resources is used to produce goods and services, simply put in the ration of output and input.     

Staffs: A person employed for wages in the organization.

Incentives: Those instrument or material and possible statement to motivate staffs or workers in an organization.

Employer: A person firm or other entity which pays for or hires the services of another person.

Bonus: An extra sum given as a premium to an staffs or reward for successful performance.

Base pay: This is the fixed salary or wage, which forms the rate for the job. It may also govern pension entitlement and life insurance when they are related to pay.

Commission: This is a special type of incentives in which payment to salesmen are made on the basis of percentage made on the sale value they achieved.

Total earnings: These are the sum of the base pay and additional payment. They constitute the amount of money paid into someone's bank account or placed in one's pay packets.

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