ABSTRACT
This
study shows the Importance of Employee Promotion in Business Organization, A
Study of Guinness Nigeria Plc. This
study concentrates on four factors or standards (these are promotion and
interest in jobs, promotion and job satisfaction, promotion and better service
and promotion and organizational goals and objectives) which affect
organizational performance. These factors are posed as questions in the
questionnaire (the research methodology) which were administered to the
respondents; while the secondary data are the information’s acquired through
the use of text books, journals and website.
These standards are used to measure the organizational performance.
Using a detailed data analytical technique, the chi – square, this study shows
that organizational effectiveness can be achieved to a great extent with solid
reward structure and that corporate reward policy influence individual
employees behaviour. In most organizations, particularly the business
organizations the issue of employee promotion has become a controversial issue
between the management and the personnel.
As a result of this career aims were aborted and organizational goals
and objectives were hindered in a retrogressive manner. The objectives is to determine the role of
promotion in motivation of individuals towards having more interest in their
jobs, to study the effect of promotion in motivating individual, to determine
whether the increased salary package that followed promotion motivate
individual towards rendering better services and also to investigate whether
individuals to pursue after organizational goals and objectives in Guinness
Nigeria Plc. The findings of this
research rejects hypothesis which stated that there is no significant difference
between the promotion and individual interest on their jobs in Guinness Nigeria
Plc., there is no significant difference between promotion and job satisfaction
on the job, there is no significant difference between increased salary package
that followed promotion and rendering better service. Delayed promotion should be stopped and it
should be given as at when due. Award
and appreciation should be used to encourage the workers toward job
satisfaction.
TABLE OF CONTENTS
Title Page
Certification i
Dedication ii
Acknowledgement iii
Abstract iv
Table of Contents v
CHAPTER ONE INTRODUCTION
1.1. Background of the Study 1
1.2. Statement of Problem 4
1.3. Research Questions 4
1.4. Research Hypothesis 5
1.5. Objective of the Study 5
1.6. Scope of the Study 6
1.7. Significance of the Study 6
1.8. Operational Definition of Terms 6
References 9
CHAPTER TWO REVIEW OF RELATED LITERATURE
2.1. Employee Promotion 10
2.2. Employee Motivation 13
2.3. Theories of Employee Motivation 17
2.4. Applications of Motivation and Promotion in Business
Organization 25
2.5. Summary of Literature Review 33
References 33
CHAPTER
THREE RESEARCH METHODOLOGY AND DESIGN
3.0. Introduction 35
3.1. Research Design 35
3.2. Research Population 35
3.3. Sample and Sampling Procedure 36
3.4. Sources of Data 37
3.5. Research Instrument 37
3.6. Validity of Instrument 38
3.7. Reliability of Instrument 39
3.8. Method of Data Administration 39
3.9. Data Collection Method 40
3.10. Procedure for Data Analysis 40
References 40
CHAPTER
FOUR DATA PRESENTATION AND ANALYSIS
4.0. Introduction 41
4.1. Analysis of Data 41
4.2. Data Analysis 55
4.3. Discussion of Findings 63
4.4.
Findings 65
CHAPTER FIVE SUMMARY, RECOMMENDATIONS AND CONCLUSION
5.1. Summary 66
5.2. Recommendation 67
5.3. Suggestion for Further Research 67
5.4. Limitations of the Study 68
5.5.
Conclusion 68
Bibliography 69
Appendix
CHAPTER ONE
INTRODUCTION
1.1.
BACKGROUNG OF THE STUDY
Promotion is simply defined as an act of
placing a worker or moving him to a more important job or rank in a company or
organization. Some things are attached
to the promotion of workers such as incentives, increased allowances and salary
packages, accommodation, drivers, messengers and company cars. The sole purpose of promotion in any business
organization is to motivate the workers towards achieving organizational
goals. Certain job positions with
excellent promotion prospects have been the objects of hot pursuits and desires
of workers in any business organization.
The advancement of an employee from one
job position to another job position that has a higher salary range, a higher
job title and often more and higher level job responsibilities is called a
Promotion. Sometimes a promotion result
in an employee taking on responsibility for managing or overseeing the work of
other employees. Decision making
authority tends to rise with a promotion as well. Visually, a promotion moves an employee’s job
up one level on an organizational chart. (Heathfield, 2011).
Promotion is viewed as desirable by
employees because of the impact a promotion has on pay, authority,
responsibility and the ability to influence broader organizational decision
making. Promotion raises the status of
the employee who receives a promotion which is a visible sign of esteem from
the employer (Heathfield, 2011).
Promotion is a form of recognition for
employees who make significant and effective work contributions. Consequently, a dilemma arises in
organizations since repeated promotions generally place on employee in a management
role. Employers are challenged to
provide alternative career paths for employees who deserve the benefits and
recognition provided by a promotion but do not aspire to manage the work of
other employees.
Individual contributors must be eligible
for promotions that recognize and reward their role as contributors. Promotion is a powerful communication tool
about is valued within an organization.
Thus, a promotion must be available to employees who pay any role in the
contribution of work and value.
People will be persuaded to give their
best in their jobs if they are motivated through promotion. To be motivated means to be moved to do
something. Excitement, interest and
enthusiasm towards are the primary components of job satisfaction and to
motivate those rendering better services to the organization. Promoted workers
are easily moved to pursue after organizational goals and objectives.
Guinness Nigeria Plc. is an outstanding
example of industry that came from abroad.
The Ikeja Brewery was the third Guinness Brewery to be built and the
first to be built outside the United Kingdom
and Ireland. In 1939, the second Brewery was established
in London. In the late 1940s and 1950s, Nigeria
became the best Guinness overseas market.
Guinness stout has been produced in Nigeria since December 1962 and the
company is providing employment for approximately 4500 Nigerians. The company also has a complex and modern
organization for marketing Guinness Stout and Harp. Training for more responsible position is
continually being carried on in all aspects of company’s activities.
The research work examines the
importance of employee promotion in business organizations using Guinness
Nigeria Plc. as a case study.
1.2.
STATEMENT OF PROBLEM
In most organizations, particularly the
business organizations the issue of employee promotion has become a
controversial issue between the management and the personnel. Some workers whose promotion are long overdue
were either unnecessarily denied and delayed.
As a result of this career aims were aborted and organizational goals
and objectives were hindered in a retrogressive manner.
1.3.
RESEARCH QUESTIONS
1.
How will
promotion motivates individuals towards having more interest in their jobs in
Guinness Nigeria Plc.?
2.
How will
promotion motivates individuals towards having job satisfaction in their jobs
in Guinness Nigeria Plc.?
3.
How will
increased salary package that followed promotion motivate individuals towards
rendering better services in Guinness Nigeria Plc.?
4.
How will
individuals placed on higher ranks after promotion be motivated to pursue after
organizational goals and objectives in Guinness Nigeria Plc.?
1.4.
RESEARCH HYPOTEHSIS
HO1: There is no significant difference between the
promotion and individual interest on their jobs in Guinness Nigeria Plc.
HO2: There is no significant difference between the
promotion and jobs satisfaction on their job.
HO3: There is no significant difference between
increased salary package that followed promotion and rendering better services
in Guinness Nigeria Plc.
HO4: There is no significant difference between the
promotion of individuals to higher ranks and their pursuits organizational
goals and objectives in Guinness Nigeria Plc.
1.5.
OBJECTIVES OF THE STUDY
1.
To determine the
role of promotion in motivation of individuals towards having more interest in
their jobs in Guinness Nigeria Plc.
2.
To study the
effects of promotion in motivating individuals towards having job in
satisfaction in their job in Guinness Nigeria Plc.
3.
To determine
whether the increased salary package that followed promotion motivate
individuals towards rendering better services in Guinness Nigeria Plc.
4.
To investigate
whether individuals placed on higher ranks after promotion motivate individuals
to pursue after organizational goals and objectives in Guinness Nigeria Plc.
1.6.
SCOPE OF THE STUDY
The research is explorative research
strategy with a view to examine the importance of employee promotion in
Guinness Nigeria Plc. the study would be
limited to the branch located at Ibadan, Oyo State.
1.7.
SIGNIFICANCE OF THE STUDY
The beneficiaries are the management,
the workers and the academic researchers.
The outcome of this research study will illuminate the effects of
promotion on the workers and the organization.
1.8.
OPERATIONAL DEFINITION OF TERMS
Promotion:
The advancement of an employees from one job position to another job position
that has a higher salary range, a higher level of job title and often more and
higher level job responsibilities.
(Toolika, 2010).
Upgradation:
The job is promoted in the organizational hierarchy whereby the employee has
higher salary, power and responsibility. (Tooloka, 2010)
Appreciation:
The recognition and encouragement of employees to perform better and to retain
them. (Iceman, 2011).
Bonuses:
The gifts offered in cash or in kind to motivated the employees so that he can
be very thankful, happy and satisfied. (Iceman, 2011).
Awards:
The recognition of a derserving employee’s efforts and hard work (Iceman,
2011).
Maslow’s Hierarchy of Need: The need
based theory that explain behaviour in the workplace, whereby employees strive
to satisfy their needs in hierarchal order.
(Jexd and Brilt, 2008).
Equity Theory:
The cognitive process theory that explains motivation in the workplace as a
cognitive process of evaluation, whereby the employee seeks to achieve a
balance between inputs or efforts in the workplace and the outcomes or rewards
received or anticipated. (ambrose and Kulik, 1999).
Bandura’s Social Cognitive Theory: It is another cognitive process theory that offers
the important concepts of self efficacy for explaining employee’s level of
motivation relative to workplace tasks or goals. (McClelland, 1965).
Herzberg’s Motivation – Hygiene Theory: It holds
that the content of a person’s job is the primary source of motivation. (Jex
and Brilt, 2008).
Job Performance: It represents behavious employees engage in while
at work which contributed to organizational goals (Campbell, 1990. Van Dyne and Leping 1998).
Job Satisfaction: It refers to an individual positive emotional
reactions to a particular job. (Okpara, 2005) (Locke, 1976).
Productive Behaviour: It is defined as employee behaviour that
contributes positively to the goals and objectives of an organization. (Jex and
Brilt, 2008).
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