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.
Reward: A price or something of val
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