INCENTIVE AS A MOTIVATIONAL FACTORS (A CASE STUDY OF JIGAWA STATE CHAMBER OF COMMERCE)

Abstract

Incentives play a critical role in enhancing employee motivation, productivity, and organizational performance. This study examined incentive as a motivational factor with a focus on Jigawa State Chamber of Commerce. The main objectives were to assess the types of incentives available, evaluate their effectiveness in motivating employees, and determine the relationship between incentives and employee performance. A descriptive survey research design was adopted for the study. Primary data were collected through the use of structured questionnaires administered to staff of the organization, while secondary data were obtained from relevant literature and organizational records. The data collected were analyzed using descriptive statistical tools such as frequency distribution, percentages, and tables. The findings of the study revealed that both financial incentives (such as salaries, bonuses, and allowances) and non-financial incentives (such as recognition, promotion, and training opportunities) significantly influence employee motivation. However, the study also found that inadequate and irregular provision of incentives, lack of transparency in reward systems, and limited career advancement opportunities reduce the overall effectiveness of these motivational tools. Furthermore, a positive relationship was established between effective incentive systems and improved employee performance and job satisfaction. The study concluded that incentives are essential in motivating employees and enhancing organizational efficiency. It is therefore recommended that Jigawa State Chamber of Commerce should develop a well-structured and transparent incentive system, ensure timely provision of rewards, and incorporate both financial and non-financial incentives to sustain employee motivation and productivity.

The important of industrial development, its impact and service to the national development cannot be over emphasis nor can it be under estimated. On this regard government concern must be every day to carefully analyse, Its impact. The research finally come up with a solution as to design effective continual system that will ensure harassing up of the general welfare of its workers. It is in this respect the researcher intend to look deep and study the composition, different incentive offered to workers as a motivational factor, find out strength. Weakness and advice or otherwise in line with the hypothesis. Thus, the topic incentive as a motivation refers to the way that urges people aspiration, drive and need human being directed or control or explain their behavior. A major consideration for management is the problem of getting employers to motivate their employees. Then how can we create a situation in which employees can satisfy their individual needs or want while working toward the achieving of organizational objectives, interesting jobs and freedom to make decision on their own. Motivation plays a vital role in effective performance on one self. It is a well know fact that workers perform better if they are adequately motivated. Every organization expected greater output and profile, therefore if to be achieved, existing staff must be motivated to enable them discharge their duties completely and efficiently; an adequately motivated employees can even perform above the standard expected of this is an organization. Therefore need to study the impact of incentive as motivational factors of industrial development must arise (Chintallo 2013).

Organizations, whether private or public, rely on the performance of their workforce to achieve set objectives. Employee motivation is widely recognized as one of the most important factors influencing productivity and efficiency. Motivation is the internal drive that energizes, directs, and sustains behavior toward achieving specific goals. One of the most effective ways of motivating employees is through the use of incentives.

Incentives are rewards and benefits given to employees in recognition of their contribution to organizational success. They can take various forms such as financial incentives (bonuses, salary increments, allowances) and non-financial incentives (recognition, training opportunities, promotion, job security, and conducive working conditions). The proper use of incentives in the workplace can foster commitment, increase productivity, reduce absenteeism, and improve overall job satisfaction.

In the Nigerian public service, particularly in ministries, motivation remains a challenge due to inadequate reward systems, poor working conditions, and lack of recognition. The Jigawa state chamber of Commerce plays a vital role in promoting trade, investment, and economic development. For the ministry to function effectively, it requires dedicated and motivated staff. Therefore, it becomes essential to examine how incentives are used as a motivational factor to enhance employee performance (Akinyele 2007). 

1.2  STATEMENT OF THE PROBLEM

Despite the recognized importance of motivation in achieving organizational objectives, many public sector organizations in Nigeria, the Commerce, still experience low employee morale and poor performance. This can be attributed to inadequate provision of incentives, irregular salary payments, limited promotion opportunities, and lack of recognition for hard work.

The problem, therefore, is to investigate whether the incentives provided in the Jigawa state chamber of Commerce, are adequate and effective in motivating employees to perform optimally Akinyele 2007).

The problem that called for the study of incentive as a motivational factor in Jigawa state   chamber of commerce, it attributed to the poor financial incentive in terms of bonusses and  allowances and others form of fringe benefit consequently, reduce employees morale which led to poor turn over and absentees.

1.3 OBJECTIVE OF THE STUDY

The research intends to look the effect of incentive as a vital factor toward the development of organization.  As staff performance is very important tool in every aspect of an organization that cannot achieved without adequately giving incentive to workers. The primary aim of this study is to find the extent of which employees are motivated through certain incentives.

Whether incentive is appreciated by employees in both private and public sectors.

i          To assess the effect of incentive towards productivity and employees performance.

ii        To identify the types of incentives provided to employees of the Chamber of Commerce, Jigawa State.

iii      To determine the relationship between incentives and employee job satisfaction.

iv      To examine the extent to which incentives influence employee motivation and performance.

1.4 Research Questions

The study will seek to answer the following questions:

                    i.            What is the effect of incentives on productivity and employees’ performance?

                 ii.            To what extent do incentives influence employee motivation and performance?

              iii.            What is the relationship between incentives and job satisfaction among employees?

              iv.            What challenges are faced in using incentives as motivational factors?

1.5 SCOPE AND LIMITATION OF THE STUDY

Research is focused on the Chamber of Commerce Jigawa State, with special attention on the incentives provided to employees and how such incentives influence their motivation and performance. The study is limited to staff members within the organization and does not extend to other chambers or external stakeholders. It covers both financial and non-financial incentives as practiced within the organization, and the analysis is restricted to the information obtainable from the case study.

1.6 SIGNIFICANCE OF THE STUDY

This research is great significance; it is therefore believed that the outcome will be very usefull to the financial control of account of   chamber of commerce.

This because the study will help then to assess and improve their strategies as they are the one using the personal and the environment. Furthermore, the findings will serve as a useful reference for policy makers and organizational leaders in both public and private sectors who seek to improve workforce efficiency through strategic incentive schemes.

1.7 DEFINATION OF KEY TERMS

Incentive: An incentive something that motivates an individual to perform an action. The study of incentive structures in central to the study of all economic activities (both in terms and making an individual decision and in terms of cooperation and competition within a large institutional structure).

Motivation: Is define as one’s direction to behavior, or what cause a person to respect a behavior and vice versa. Motivation is anything that can make person or people to change their attitude or behavior patters towards the performance of their activities or duties.

Industrial development: Is a process of law to develop the organizational or services through training and education provided to the workers. Industries usually consisting of building and machinery or more commonly a complex having serveral buildings where manufacture goods or oper machines to process product.

Industrial goods: These are good acquired with a view of making other goods. They are mostly procedure for manufacturing firms e.g flour in bakery factory for the production of bread.

Employees satisfaction: Is the terminology used intended to fulfilling their desire and need at work. Many measures support that employee satisfaction is a fact in employees motivation, employees goal achievement and positive employees morale 

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