THE EFFECT OF MONETARY INCENTIVE ON WORKERS PERFORMANCE IN NIGERIAN ORGANISATION
(A CASE STUDY OF NIGERIAN TELECOMMUNICATIONS LIMITED ENUGU)
In all organisation, productivity is beckoned on the design of its incentive variables to balance various management levels. There are several incentive variable that could motivate people to work to their optional level and when these variables are not there, their productivity will greatly affected. This may come in the form of a will packed remuneration. Still others may not necessarily be motivated with a well packaged incentive scheme. The group believe that money is not every thing. First Bank of Nigeria Plc is not an exceptional.
In generating data needed to achieve the objectives of the study, descriptive survey research design was adopted. Questionnaire was not as the major instrument for primary data collection. To broaden the researcher’s depth of knowledge in the study area the research embarked upon review of related literatures with data drawn from secondary sources. Data generated in the study was present on frequency tables and analysed using simple percentage while the hypothesis were tested with two test.
It was realized at the end of the research work that most organization cannot get the best out of their organisation goals and objectives because of absent of monetary incentives, workers are not allowed to join in deciding affairs that concern them etc. arising from the findings, the study recommended monetary incentive apart from other types of incentives used by the organizations, effective administration of incentive schemes, and participatory management.
Finally, the study concluded that monetary incentives make the workers were satisfied with the treatment give to them, the organization will achieve its goals, targets and objective in here short time.
TABLE OF CONTENTS
Approval page
Dedication
Acknowledgement
Abstract
Table of content
INTRODUCTION
1.1 General background to the study
1.2 Statement of the problem
1.3 Purpose of the study
1.4 Scope of the study
1.5 Research hypothesis
1.6 Significance of the study
1.7 Limitations of the study
1.8 Definition of terms
LITERATURE RE VIEW
2.0 Incentive and productivity
2.1 Directly related productivity
2.2 Concept of inceptive system
2.3 Types of incentive scheme
2.4 Nigerian telecommunication limited
2.5 Summary of review of related literature
References
3.0 Research design
3.1 Area of the study
3.2 Population of the study
3.3 Sample and sampling process
3.4 Instrument for data collection
3.5 Validation of the instrument
3.6 Reliability of the instrument
3.7 Method of data collection
3.8 Method of data analysis
4.1 Presentation and analysis of data
4.2 Testing of hypothesis
4.3 Summary of the results.
DISCUSSIONS, RECOMMENDATIONS AND CONCLUSIONS.
5.0 Discussion, re commendation and conclusions
5.1 Discussion of results / findings
5.2 Conclusions
5.3 Implications of research findings
5.4 Recommendations
Bibliography
Appendix i
Appendix ii
Sometimes, one wonders why some people perform more than others on the job or better still why people work hand. Man in his natural form is somehow lazy and always tries to granitite towards his comfort zone unless some kind of forces or situation confronts him. It is this force or situation that arouses his desire or more out of this comfort zone in order to avert negative consequences or reap a positive reward as the case may be. This force of situation now becomes the motive for his working towards his set target (motivating factor).
Given the above illustration, management scholars have tired to define what motivation is all about.
The Webster Encyclopedic Dictionary of the English Language (1975) said that motivation relates to the sense, need or fear etc. that prompts an individual to act. Also Wole Adewunmi (1992) defined motivation as “the inner stimulus that induces one to behave the way he does” it has to do with that inner states that energizes, activates or moves and therefore directs behaviour towards goals
In all organization, productivity is beckoned on the design of its incentive variable to balance among various management levels.
There are several incentive variables that could motivate people to work to their optimal level and when these variables are not there, their productivity will be greatly affected. This may come in the form of a well packaged remuneration. Still others may not necessarily be motivated with well packaged incentive scheme. The group believe that money is not everything”
Starke (1976:35) is of the opinion that “people work for broadly defined rewards” these rewards can be broken down into general classes known as intrinsic and extrinsic rewards.
Extrinsic rewards includes the figure pay proportion, compliments etc and are often independent of the task performed and are control by other people.
Intrinsic reward on the other hand include the feeling of accomplishment of task and is administered by the individual doing the task. However, workers
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