ABSTRACT
This project examines the effect of incentive
scheme on employee performance in an organization using Guinness Nigeria Plc as
a case study. Incentive scheme is very important to both the organization and
the employee. The main objective of this research is to examine if lack of
incentive scheme leads to low morale and to determine if lack of incentive
scheme lead to labour turnover rate. We suggested that if well implemented, the
outcome of incentive scheme as an employee job performance would translate into
higher record system for any organization in a competitive business
environment.
TABLE
OF CONTENTS
Title
page
Approval
page -- -- -- -- -- -- -- -- -- i
Certification
-- -- -- -- -- -- -- -- -- ii
Dedication
-- -- -- -- -- -- -- -- -- iii
Acknowledgements
-- -- -- -- -- -- -- -- iv
Table
of Contents -- -- -- -- -- -- -- -- v
List
of Tables -- -- -- -- -- -- -- -- -- viii
Abstract
-- -- -- -- -- -- -- -- -- -- x
CHAPTER ONE: INTRODUCTION
1.1
Background
to the Study -- -- -- -- -- -- 1
1.2
Statements
of the Problem -- -- -- -- -- -- 2
1.3
Research
Questions -- -- -- -- -- -- -- 3
1.4
Objective
of the Study -- -- -- -- -- -- -- 3
1.5
Statement
of Hypotheses -- -- -- -- -- -- 3
1.6
Scope
of the Study -- -- -- -- -- -- --
4
1.7
Significance
of the Study -- -- -- -- -- -- 4
1.8
Limitation
of the Study -- -- -- -- -- -- 5
1.9
Operational
Definition of Terms -- -- -- -- -- 6
CHAPTER
TWO: LITERATURE REVIEW
2.1
Job
Performance -- -- -- -- -- -- -- -- 8
2.2
Incentives Schemes -- -- -- -- -- -- -- 15
2.3
Features
of Incentive Schemes -- -- -- -- -- 16
2.4
Types
of Incentive Schemes -- -- -- -- -- -- 16
2.5
Incentive
Schemes And Job Performance -- -- -- 20
2.6
Problems
of Implementing Incentives Scheme As A
Tool
For Improving Employee Job. -- -- -- -- 22
CHAPTER
THREE: RESEARCH METHOD
3.1
Research
Design -- -- -- -- -- -- -- 26
3.2
Population
of the Study -- -- -- -- -- -- 26
3.3
Sample/Sampling
Techniques -- -- -- -- -- 26
3.4
Instrumentation
-- -- -- -- -- -- -- -- 27
3.5
Method
of Data Collection -- -- -- -- -- -- 28
3.6
Method
of Data Analysis -- -- -- -- -- -- 28
CHAPTER
FOUR: DATA PRESENTATION ANALYSIS AND INTERPRETATION
4.1
Data
Presentation -- -- -- -- -- -- -- 31
4.2
Data
Analysis -- -- -- -- -- -- -- -- 31
4.3
Test
of Hypotheses -- -- -- -- -- -- -- 53
4.4
Discussion
of Findings -- -- -- -- -- -- -- 53
CHAPTER
FIVE: SUMMARY CONCLUSIONS AND
RECOMMENDATIONS
5.1
Summary
-- -- -- -- -- -- -- -- -- 54
5.2
Conclusions -- -- -- -- -- -- -- -- 55
5.3
Recommendations
-- -- -- -- -- -- -- 55
5.4
Suggested
Areas of Further Studies -- -- -- -- 58
References
Appendices
LIST
OF TABLES
Table
4.1 Data presentation
Table
4.2.1 Does the company pay worker
regularly?
Table 4.2.2 If the response to question 8 is yes does the
regular payment motivates you?
Table 4.2.3 Do you think that increase in salaries can
motivates you to performance?
Table 4.2.4 Does the provision of medical facilities in the
organization motivates you to performance?
Table 4.2.5 Does the company provide accommodation for you
as an employee?
Table 4.2.6 If the response to question 12 above is yes,
does the provision of accommodation motivate you to work hard?
Table 4.2.7 Does the provision of improved working
condition motivate you in your place of work?
Table 4.2.8 Does the provision of improved working
condition motivate you in your place of work?
Table 4.2.9 if the response to question 15 above is yes
does your participation in decision making progress motivate you to work harder
Table
4.2.10 Is there cordial relationship between the staff and management of the
company?
Table
4.2.11 If your response to question 17 above is yes, does it motivate you to
perform better in your work?
Table
4.2.12 Do you think that staff training program is motivating factors to your
performance?
Table
4.2.13 Does housing scheme motivate you to better performance?
Table
4.2.14 Does lack of incentive scheme lead to low morale?
Table
4.2.15 Can lack of incentive scheme lead to labour turnover rate?
Table
4.2.16 Does lack of incentive scheme lead to absenteeism?
Table 4.2.17
Does absence of incentive scheme lead to job satisfaction?
Table
4.2.14 Table of response
Table
4.2.14 Chi-square calculated table
Table
4.2.15 Table of response
Table
4.2.15 Chi-square calculated table
CHAPTER ONE
INTRODUCTION
1.1
Background
to the Study
People that
work in the organization have some needs
to satisfy. Thus, the desire to satisfy these needs make people to work. A need
accompanied by a state, a drive or tension that gives rise to behaviour directed towards the desire
or tension.
Schindle
(1974) believes that a man would like to put in his best to work and earn the
joy of doing some thing well, if he feels pleased at producing some thing of
value to the society. One of the ways a worker may feels pleased with his works
is when it provides with the means of
satisfying his needs.
Incentive
scheme is any system wage payments which is intended to induce higher
productivity in workers. Hence employees strive to put in their best in order
to achieve their needs readily why embracing the aims and objectives of the
organization.
These
incentives are aimed at motivating the workers to perform and employee development. It is in view of
this that this research wants to take an analytical look at the significance of incentive schemes on the
motivation of workers to perform, using Guinness Nigeria PLC as a case study.
These
incentive schemes could be in the form
of a promotion , a transfer, increases in wages and salaries, training
or performance improvement, free medical care, retirement entitlements, housing and transport
allowance.
1.2
Statement
Of The Problem
Organization
use incentive schemes to motivate employees to earn more and work harder. It
has been observed that some organizations do not apply incentive scheme there
by the employee most often are not
motivated.
The
problems organization mostly encounter are lack of
incentive scheme that lead to labour turnover, lack of incentive scheme that
lead to absenteeism, absent of incentive scheme that will result to low morale
and lastly, absence of incentive scheme that will lead to job satisfaction. The above problems question is
what this researcher hopes to proper solution to, using Guinness as a case
study.
1.3
Research
Questions
The under listed research question
looked at, will be given appropriate
solutions.
1.
Can
lack of incentive scheme lead to labour turnover rate?
2.
Does
lack of incentive scheme lead to absenteeism?
3.
Does
lack of incentive scheme lead to low morale?
4.
Does
absence of incentive scheme lead to job satisfaction?
1.4
Objective
Of The Study
This
study is aimed at achieving the
following:
To
examine if lack of incentive scheme leads to
low morale.
To
determine if lack of incentive scheme lead to labour turnover
To
determine if lack of incentive scheme leads to absenteeism.
To
examine if absence of incentive scheme lead to job satisfaction.
1.5
Statement
Of Research Hypotheses
In order to achieve the objectives of this study, the
hypotheses which are in null form are considered and are intended to guide the
researcher, they are;
1.
There
is no significance relationship between lack of incentive schemes and low
morale.
2.
There
is no significance relationship between lack of incentive schemes and labour turnover
rate.
3.
There
is no significance relationship between lack of incentive schemes and
absenteeism.
1.6
Scope
Of Study
Due to the fact that incentive scheme
on employee job performance is a broad concept, the scope of this study is
restricted to Guinness Nigeria Plc with emphasis on the organization. Significance
of incentive scheme on the motivation of workers in the company. Also, it is
intent of the researcher to investigate the various policies or the
organization as regards bonuses and fringes benefits as well as other job
satisfaction policies. However, this research covers the role of the improved
physical working conditions and management by objectives (MBO) in motivating a
typical worker.
1.7
Significance
Of The Study
The major significance of this research is to
ascertain the extent to which incentive scheme can motivate properly in an
organization and to enhance better performance and high level of productivity.
Also, the study is meant to educate the management staff of Guinness Nigeria
Plc on the importance of adopting better methods of motivating employees to
improve productivity and encourage better job performance.
Above all,
the study will further enrich the literatures on organization
behaviour and management of human
being in an organization.
1.8
Limitation
Of The Study
In the course of conducting this study, certain
obstacles are likely to confront the researcher; these may threaten the success
of this study. However, we shall try to be systematic as possible in order for
the perceived obstacles not to affect the eventual findings of this research
work.
The common anticipated
problem/limitations of this research work include the following;
1.
Limited
time and resources to complete the work due to congested academic calendar.
2.
Smallness
or sample size.
3.
Imprecise
measurement or variable.
4.
Disappointment
in keeping appointments with some of the respondent.
Above all, despite these anticipated
problems that may seem to limit the level of accuracy and reliability of this
specific research endeavour, the researcher intends to employ scientific tools
and method to overcome the methodological imperfection of this research work.
1.9
Operational
Definition of Terms
For easy understanding, some terms
used in this research study are defined and explained as follows;
Incentive
schemes: Incentive
schemes refer to all forms that compensation and benefit plan that reward
performance. In other words, there are various rewards granted to individuals
or groups that recognizes differences in achieving result either in cash or in
kind and also encourages them to improve productivity. Its determines the rate
of monetary rewards that should accurate to employee.
Performance:
This refers to the
execution of carrying out notable workers. It is concern with individual
potential and development on job.
Employee:
Those employed to work in an organization.
Work:
A task which
employee is assigned to perform.
Employer:
An employer refers
to that person who employs or engages people to work and in return pay salaries under a contract
of employment.
Organization:
An organization is
refer to as a group of people who came together for the purpose or sole aim of
achieving specific objectives and goals for which the organization was set up.
It is the
coordination of common goals through division of labour and function and also
the hierarchy of authority.
Motivation
: This can be
defined as the driving force which compels an individual to do certain things.
In short term, it is the willingness to do some thing and it is conditioned by
the actions ability to satisfy some needs for the individual concern.
Moral:
this means the
moral condition of workers regarding discipline and confidence.
Management:
this is the
process of planning, organizing, staffing, directing, controlling and
coordinating of necessary human and material resources in order to attain
organizational objectives.
Goal:
this refers to the
aim, objective or desire result which an individual strive to achieve in an
organization.
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