ABSTRACT
The study
examined organization reward systems and staff motivation in Nigeria. Every
organization strives to be among the best in life. Being among the best
requires a whole lot of effort from the organizations perspectives one of such
effort is regarded as motivational organization reward. Rewards serve as
motivational tools aimed at bringing out the best in an employee general
performance. The study therefore seeks to uncover the basic relationship
between the rewards and organization receives from effectively rewarding the
employees as well as negative effect of such action. In order to achieve the
objectives of the study, the researcher employed simple percentages and
chi-square statistical techniques to effectively analyze the questionnaires
administered. Based on the analysis, it was found that good reward system
enhances better performances, job satisfaction and increased productivity. We
therefore recommended that management should give considerable amount of
attention to reward as this is one way, if not the best way for improving
working conditions and enhancing performance.
TABLE OF CONTENTS
Title
page i
Certification
ii
Dedication iii
Acknowledgement iv
List
of tables v
Abstracts
vi
CHAPTER ONE:
INTRODUCTION
1.1
Background of the study 1
1.2
Statement of Research problems 3
1.3
Objective of the Study 4
1.4
Research questions 5
1.5
Statement of Hypothesis 5
1.6
Scope of the Study 6
1.7
Significant of the Study 6
1.8
Limitation of the study 8
1.9
Operational Definition of terms 9
CHAPTER TWO: LITERATURE REVIEW
2.0 Introduction 10
2.1 Reward in organization 14
2.1.1 Types of Reward 17
2.2 Effect of Reward system on organization
performance 19
2.3 Motivational Theories 22
2.3.1 AbrahammOSLW Hierarchy of Need Theory
(1954) 23
2.3.2 Clayton Aidedrfrs’s theory 29
2.3.3 Frederick Herzberg Motivation Hygiene 31
2.3.4 Victor Vroom Expectancy Theory 36
2.4 Implication for manager’s 37
2.5 Implication for organization 38
2.6 Summary of the Chapter 38
CHAPTER
THREE: RESEARCH METHODOLOGY
3.0 Introduction 39
3.1 Research Design 39
3.2 Population of the study 39
3.3 Sample and sampling Techniques 40
3.4 Description of Data Gathering Instruments 41
3.5 Method of Data Analysis 42
CHAPTER
FOUR: PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA
4.1 Introduction
43
4.2 Data Presentation and Interpretation 48
4.3 Data Analysis and Hypothesis(es) Testing 52
4.4 Discussion of Findings 58
CHAPTER
FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Introduction 60
5.2
Summary of Findings 60
5.3 Conclusion 61
5.4 Recommendation 61
References 63
Appendix 65
LIST
OF TABLES
Table 4.1 Question 1: Age distribution of
Respondents 43
Table 4.2 Question 2: Marital Status 44
Table 4.3 Question 3: Educational Qualification 44
Table 4.4 Question 4: Total Remuneration 45
Table 4.5 Question 5: State your Present Position 46
Table 4.6 Question 6: Previous work experience 46
Table 4.7 Question 7(Previous capacity/position) 47
Table 4.8 Question 8: Sex (Gender differential) 47
Table 4.9 Question 9: The impact of reward system on
motivation of staff 48
Table 4.10 Question 10: Consideration of the Impact
of reward system 49
Table 4.11 Question 11: Reward that motivates their
(staff) most? 50
Table 4.12 Question 12: The impact of consulting
union representative before approving a reward system 50
Table 4.13 Question 13: Impact of regular promotion
on job performance 51
Table 4.14 Question 14: Does reward system improve
your performances towards achieving goal and objectives 52
Table 4.15 Question 15: In the data gathering
instrument/questionnaires was used for the analysis 54
Table 4.16 Question 16: was used for the analysis 55
Table 4.17 Question 17: was used for the analysis 57
Table 4.18 Question 18: Will be use for the
analysis 58
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
The most complex being ever created by God is man
and man has always been in need. In order to meet his needs, he sometime put
forth some level of effort to meet his needs.
The inherent dislike of work among human beings have
made this study of organization reward system and motivation an interesting
one. Workers exhibits general laxity where managers use autocratic means to
meet their target/goals. But today management has found the need to ascertain
and accommodate the needs of human which constitute the entire workforce
(Ojema, 2003).
The organization must ensure that its reward system
is designed to motivated and maintain effective employees performance
throughout the organization. Individual need different rewards and are
motivated differently. These rewards lead to performance of job task, in other
words people have varying attitude for work, it is therefore important that
personnel experts be aware of how to synchromesh reward and motivation of staff
in order to achieve best result. In conventional reward system, employee are
paid on the basis of job performed and usually the personnel characteristics
they bring to their job and their personal contribution to their job.
Motivation is no doubt an important component of personnel management process.
Essentially motivation occur when management of organization recognizes the
need for taking appropriate care of the workers in order to maximize efficiency
and effectiveness that could lead to increase profit machine for an enterprise.
These rewards or incentives although varies from, one organization to another
and they include financial and non financial rewards system.
Financial reward system consist on: wages and
salary, lunch subsidy, transportation and housing allowance, pension schemes, credit facility (soft loans) and
profit sharing incentive while, non financial reward system consist of job
security, medical facility (NHIS0,
Recognition, authority and responsibility and provision of ovation and holiday
among other (Okoh, 2008). This is in view of the fact that an improved
effectiveness and efficiency of an employee will automatically improve the
organization image in the eye of the public. Hence motivation can go a long way
in determining the overall success or failure of an organization.
1.2 STATEMENT OF THE PROBLEM
Organizations haven the best intention to motivation
their employees for higher performance and productivity. However, they have
failed in this line as they most often rely on the increase of salary and wages as a means of motivating
workers. How ever money is by no means the only way to reward or to influence
employees performance in an organization. it is important to note that an
employee that is dissatisfied with his position or attitude of the management
towards recognition of worth or performance will never be motivated by an
increase in salary to perform. There is the problems of not motivating for optimal performance in
mix and bake flour mill, Nigeria limited, Warri Delta State. Most importantly
the issue of incentive package has cause a lot of concern for employees. For
instance, there is always complain from the employees that, result to the
investigation of this various problems, which are, to investigate if reward
system on workers have impact in the motivation of workers, to ascertain if
management consult workers representative before putting any reward system
because of it strong impact. To examine if regular promotion improve employees
work performance, to determine if reward system that motivate employees
influence the employees performance. Base on this identified problems much work
have to be carried out to actually investigate the organization reward systems
and staff motivation that necessitate the knowledge gap for the research.
1.3 OBJECTIVES OF THE STUDY
The
specific objectives of this study are:
i.
To investigate increment on salary put
on workers have impact on the motivation of workers.
ii.
To ascertain if management consult
workers representative before putting any reward system because of it strong
impact.
iii.
To examine if regular promotion improve
employee work performance.
iv.
To determine if recognition reward
system put on employees motivate or influence employees performance.
1.4
RESEARCH QUESTION
The following research question
shall be provide answer to
i.
Does management consult workers
representative before putting any reward system because of it strong impact?
ii.
Does increment n salary put on workers
have impact on the motivation of workers
iii.
Does regular promotion improve employees
work performance?
iv.
Does recognition reward system as a means of
motivation improve employee performance?
1.5 STATEMENT OF THE HYPOTHESIS(ES)
Ho1 Management should not consult employees
representatives before putting any reward system it has no impact.
Ha1 Management should consult employees
representatives before putting any reward system because it has strong impact.
Ho2 Regular promotion does not improve employees
work performance.
Ha2 Regular promotion improve employees work
performance
Ho3 Increment on salary put on workers does not motivate
employees work performance.
Ha3 Increment on salary put on workers motivates
employees work performance.
Ho4 Recognition reward system put on workers does
not motivate employee performance.
Ha4 Recognition reward system put on workers
motivate workers performance.
1.6 SCOPE OF THE STUDY
This topic organization reward system and staff motivation
is a very wide one but due to the vastness of the topic, it was restricted to
Zenith Bank of Nigeria Plc, Auchi Branch. Another point is owing to time and
cost related factors, however the focus is on reward system and staff
motivation with particular reference to financial and non financial rewards of
incentives.
1.7 SIGNIFICANCE OF THE STUDY
The
significance will be in many respects, some of which include:
(a)
The findings of the study will help to know how best to
reward hard working staff in an organization
(b)
It will assist the organization to
relate rewards to the performance of their staff
(c)
It is also expected that by the effort,
the individual employee performance will be rewarded according to achievement.
In other words, rewards should be geared towards motivation in order to achieve
the organizational goals and objectives.
(d)
The staff in particular, and the society
at large must perceive the management effective reward strategy as being
equitable reward as this is the hallmark of an effective management employee
relationship
1.8 LIMITATION OF THE STUDY
The following are some of the limitation
of the study
i.
The study, which was descriptive in nature to examine staff
motivation in an organization since it
wasn’t possible to sample all offices (branches) representing the entire
organization due to limited financial constraints and time related factors a
branch of the bank was therefore used as a case study
ii.
The speed of processing the study was
affected due to the inability of the respondent to submit questionnaires at the
appropriate time.
iii.
Relevant and adequate information that
will support in this study were not fully released by the respondents as
questionnaires design focused on relevant information and employees were scared
of losing their jobs. Some of them didn’t submit their
questionnaires while others who submitted the questionnaires while others who
submitted their questionnaires fill in the favor of the organization (Bank)
iv.
Finally, a sample of one (sample size)
to be a true representation of Zenith Bank of Nigeria Plc which have network of
branches in other states of the federation and employee strength of very a
thousand, hence, the findings in the study cannot be validated safe to be
conclusive.
1.9
OPERATIONAL DEFINITION OF TERMS
REWARD:
All forms of financial returns and tangible service and benefits employee
receives as part of an employment relationship.
MOTIVATION:
Is the drive, force, or effort that induces or propels a person to behave in a
particular way.
ATTITUDE:
This is a hypothetical degree of like or dislike for an item
SATISFACTION:
A feeling of pleasure or contentment experienced because one has achieved a
goal.
MANAGERS:
They are people who take responsibility for controlling and utilizing the
resources of the organization.
JOB
EVALUATION: The process by which the relate values
of jobs is determined and then linked to commensurate compensation.
STAFF
APPRAISAL: Procedure which helps the collection, checking,
sharing, giving and using of information collected from and about people at
work for the purpose of adding to their performance at work.
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