ABSTRACT
The impact of Remuneration and
working conditions on organization’s productivity. The study is aimed at appraising the conditions
of work as well as compensations to workers.
For the above purpose to be achieved, research has been
carried out. Hypothesis were tested,
data were sourced both primary and secondarily.
It was found out from the findings that, both good
working conditions and bad working conditions have effects on the performance
of workers.
From the foregoing, it was discovered that good working
conditions, coupled with equitable compensation motivate the workers of the
life brewery Onitsha
effectively and efficiently, increasing productivity (performance). In same vein, the researcher found out, that,
bad working conditions and effect on the performance of workers.
Based on the findings the researcher has concluded and
suggested that the management of the life brewery should encourage the workers
by creating a good working conditions/atmosphere for them.
Moreso, an equitable working condition should be given to
the workers as a for the effort they expend in performing their tasks.
Finally, the researcher suggested that the life brewery
Ltd Onitsha should embark on job evaluation and performance appraisal exercises
to be able to ascertain the worth of jobs and capabilities of staff.
TABLE OF
CONTENTS
Title page
Approval
Dedication
Acknowledgement
Abstract
Table of contents
CHAPTER ONE:
INTRODUCTION
1.1
Background of the study
1.2
Statement of the study
1.3
Objective of the study
1.4
Research questions
1.5
Hypothesis formulation
1.6
Significance of the study
1.7
Scope of the study
1.8
Limitation of the study
1.9
Definition of terms
CHAPTER TWO:
LITERATURE REVIEW
2.1 Quote author
that are relevant to the write up
CHAPTER THREE:
RESEARCH DESIGN AND METHODOLOGY
3.0 Introduction
to the study
3.1 Research
design
3.2 Area of the
study
3.3 Population
of the study
3.4 Sample and
size determination
3.5 Instrument
of data collection
3.6 Validation
of the instrument
3.7 Reliability
of data instrument
3.8 Method of
data collection
3.9 Method of
data analysis
Reference
CHAPTER FOUR:
DATA PRESENTATION AND ANALYSIS
4.1
Presentation and analysis of data
4.2
Testing of hypothesis
4.3
Summary and results
CHAPTER
FIVE:
DISCUSSION,
RECOMMENDATION AND CONCLUSION
5.1
Discussion of result findings
5.2
Conclusion
5.3
Recommendation
5.4
Suggestion for further research
Bibliography
Appendix
CHAPTER ONE
INTRODUCTION
Remuneration is an important instrument that can insert
into the workers, the strong effect to bring out their best in order to attain
organizational objective. Remuneration
is concerned with the wage and salary administration for various jobs within
particular organizations in other words remuneration is a form of compensation
given to workers in exchange for work they performed. Compensation is grouped into direct and
indirect.
Direct
compensation is the financial payment made at the time work is performed
examples of direct compensation are wages, salaries, overtime pay, commission
and bonuses. Wages are usually
distinguished from salaries and refer to direct compensation received by a
worker paid according to hourly rates.
A worker
paid on monthly, semi-monthly or weekly basics received a salary. Workers receiving a salary receive their pay
according to the specific number of hours they work. Besides, wages and salaries, workers are also
compensated for their efforts by certain benefits such benefits are paid during
vacation days and holidays. Health care,
insurance and pensions are forms of indirect compensation. Before remuneration can make an employee to
work very well, it must have to be interns of the effort the job needs in other
words a motivating remuneration is the one that is equitable to workers
contribution towards the achievement of the organization’s objectives.
Therefore,
a fair remuneration programme is one that responsive to this managerial and
economic objective and ensures acquisition and maintenance of a regular
adequate supply of labour for the worker not to feel cheated for a remuneration
scheme to satisfy or favour the workers, it must embrace the following:-
1.
Periodic review of organization’s wages/salary
structure to be in tune with the changing nature of the environment.
2.
control of differential rates of pay and evaluation of
individual and group performance for equitable compensation, through such
schemes as incentive payments, merits rating group bonus, overtime payment
e.t.c.
just as
better working conditions and equitable remunerations make workers to be
effective and efficient in the same manner, poor working conditions and
inequitable remunerations make workers to be ineffective and inefficient as a
result of the uncared attitudes they might put up.
1.1
BACKGROUND OF STUDY
The term “working condition” is very wide. It is wide in the sense that it involves
diverse aspects of administration and management, such aspects as office
environment, office communication, and motivation e.t.c.
Office
environment as factor of working condition affect the performance of
workers. Workers today are more educated
than before they are likely to raise questions about their environment of work,
since, management is in itself a dynamic process, it has to support and address
itself to the provision of good environment of work for workers for increased
productivity.
Some of the
internal conditions suitable for office environment include:-
1. Cleanliness:- For good health of workers and extension
of life and conditions of equipment.
2. Avoidance
of other crowding:- This
permits free movement of both workers and materials as well as enhances
effective operational processes.
3. Temperature:- Workers and certain machines are
successful in cool or air-conditioner offices than in hot and noisy areas.
4. Ventilation:- Good ventilation is relevant and
necessary for effective office work adequate number of windows that can allow
enough into the office is preferred.
5. Sanitary
convenience:- Workers at work need
toilets, wash hand basins, water towel, soap etc. for their convenience.
6. Light:- The offices should be adequately light
to assist workers especially during clouding periods and peak periods when they
have to stay far into the evening.
7. Office premises:- Consideration should be given to
banks, post offices restaurants, markets, customers etc.
All the
above conditions it well provided for the workers, definitely their performance
will be improved by a certain percentage.
Besides the
condition of offices the organization should also be responsible in provision
of the residential apartment of workers and unhealthy and poor residence can
make workers to be unhealthy likewise a worker can only be able to put up his
or her best when he or she is healthy.
Therefore, the management should care for their workers residential
environment also.
Communication
is also an important tool that is needed by workers for the effective and
efficient performance of their job in an organization. It is an inevitable tool when discussing the
conditions of work, because it is the foundation upon which organization and
administration must be build.
Motivation
is another tool in working conditions of workers motivation affect workers
performance a great deal that is why some workers perform better than others in
an organization as a result individuals are motivated by different
factors. Based on that, managements
should have at their finger tips that they have diverse and unpredictable
groups of workers to motivate. This
diversify may result in different behavioural patterns which in most cases
relate to needs and goals. Some of the
factors are training and development, salaries and wages, benefits, welfare
services, understanding between workers and management staff.
Workers
will prefer to work in an organization where the above motivating factors are
well appropriated. If the factors
included in the working conditions of workers will work in happiness and good
faith, a happy worker is a productive worker.
Therefore, there is no doubt that a motivated workers performance will
be improved.
Just as a
motivated worker is expected to perform his work properly, if the need or
condition of a workers is left unsatisfied, the highly deficient need or
condition can lead to frustration, conflict and stress. Social ills associated with frustration,
conflict and stress include:-
1. Defensive
behaviour:- This type of
behaviour can occur when one tries to protect one’s image absenteeism or
withdrawal is part of defensive behaviour.
2. Aggression:- This is a reaction to unsatisfied
condition in work environment. This type
of action is directed towards an organization by a worker in an improper
working condition.
3. Rationalisation:- This a situation where by a worker explain
failure in manner that is acceptable to others because his/her working
condition is poor.
1.2
STATEMENT OF THE PROBLEM
As far as the life brewery is concerned, the following
problems below are the resultant of the poor performance.
1. The poor
remuneration:- The package of
the worker of life brewery is very poor, compare to the nature and risks they
ar exposed to in cause of performing their tasks or duties.
2. Better
fringe benefits are not assigned to them, certain bonuses and welfare services
that are supposes to be provided for the workers are not called for.
3. Poor
working condition etc all the above mentioned problems are resulted to workers
poor performance in the life brewery.
1.3
OBJECTIVES OF THE STUDY
Objectives is to critically examined the list of available
conditions of workers and better pay packages, their practicability and
execution, as well as their importance towards improving the performance of the
workers. Hence, the basic aims of the
study includes:-
1.
To identify the effects of working conditions and
compensation on workers performance.
2.
To examine the mode of compensations currently applied
in life breweries and how effective they are in motivation of workers.
3.
To determine what an organization should bear in mind
when designing remunerations for workers.
4.
To identify the strategies that is available to the
life brewery in order to obtain the greatest capacity of workers.
1.4
RESEARCH QUESTIONS
For the researcher to locate better and genuine answers to
the research problems, the following research questions have been put forward
thus:
1.
What are the effects of working condition and
compensation on workers performance?
2.
What are the methods of compensation applied in life Brewery
Company?
3.
Does life brewery carry out performance appraisal?
4.
What strategies will life Brewery Company apply in
order to increase productivity of workers?
Although
these questions might be answered during formulation of hypothesis, the exact
responses might yet be unrevealed unless the research is carried out.
1.5
FORMULATION OF HYPOTHESIS
Hypothesis is an intelligent or educated answer of guess
to the problem of the researcher under investigation so as to have a base for a
companies and a guide towards achieving the best result about the researcher
problem, the researcher formulated the hypothesis below:-
Ho: A satisfactory working condition does not
motivate the life brewery workers.
Hi: A
satisfactory working condition motivates the life brewery workers.
Ho: An equitable
compensation scheme do not lead to high performance or
low performance of workers.
Hi: An equitable compensation scheme lead to
high performance or low performance of workers.
Ho: The life
brewery do not carryout performance appraisal exercise.
Hi: The life brewery
carryout performance appraisal exercise.
1.6
SIGNIFICANCE OF THE STUDY
The importance
of this study is numerous. They include:-
1.
It would allow the life brewery to better handle the
issue of working conditions and remunerations as motivational tools for the
employers.
2.
This research work would contribute to the already
existing knowledge of man in the field of working condition and remunerations.
3.
Yet it will help workers to understand better their
needs, aspiration at work
4.
Finally, having gone through this work, potential
workers/manager will be allowed the insight to the reality of their working
environment, which lies ahead of them when they might have been fully employed.
1.7 SCOPE OF THE STUDY
The scope of this research is limited to life brewery
Onitsha Division within the station, however, all categories of staff were
studied as questionnaires were distributed ranging from senior staff to junior
staff.
1.8 LIMITATION OF THE STUDY
Factors which served as constraints to this project include
shortage of fund. The distance between
my school and place of study, non-chalant attitudes of the workers in filling
questionnaires and shortage of standard materials (written and audio/visual)
required for proper work. Hence, despite
all odds, the researcher is still confident of the findings of this research
work.
1.9
DEFINITION OF TERMS
Employees/workers:- These are members of staff of a particular
organization.
Environment:- It
is the place where the organization is situated or where the staff reside.
Remuneration:- This is the
wage and salary administration for various jobs with a particular organization.
Organization: Meant in
the study as the lift brewery.
Salary:- A
compensation received by a worker on monthly,
semi-monthly, or weekly basis for performing a task.
WASE:- The direct compensation received by a worker paid according to hourly
rates.
Compensation:- A
remuneration given to workers in exchange for work they provided to their
employees.
Management:- The staff at the top of the organization of a firm
that control and direct the operational.
Motivation: It is
energizing force that induces or compels and maintains behaviour of workers.
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