ABSTRACT
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
CHAPTER ONE
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
CHAPTER TWO
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
CHAPTER THREE
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
CHAPTER FOUR
DATA PRESENTATION AND
ANALYSIS
4.0 Data
presentation and analysis
4.1
Presentation and analysis of data
4.2
Testing of hypothesis
4.3
Summary of the results.
CHAPTER FIVE
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
CHAPTER ONE
INTRODUCTION
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
performance in an organisation depends on these rewards among other incentives
which may in one way or the other command job satisfaction.
1.0 BACKGROUND
OF THE STUDY
Incentives are
objectives or goals which are capable of satisfying what the employee views as
need, drive or desire. It includes accelerated payment for improved
productivity as well as environment conditions. For example, infrastructures
transportation facilities, canteen services etc. though they do no directly
provide income to workers, but are necessary for their effective performance.
In other words, incentives do not only refer to usages payment but other things
like job enrichment, free flow of information good relationship among junior
and senior officers. Above all, the recognition accorded to individuals by
society to their contribution also goes a long way to induce and energize them
to work harder to achieve not only the organizational goals but also societal
goals.
It is worthy of not that
such incentives like, monetary rewards which may motivate the younger people
who are beginners or the lower class of people in the society may not
necessarily be motivating factor for some middle class and upper class of
people in the society. People in the society, people in various positions even
though at a similar level, must be given incentives that reflect their
individual performance and expectations.
A higher performance
must be rewarded more than the lower performance for a feeling of equity to
prevail. Given this, money is likely to be a motivator variables remuneration
has been favoured as the means of giving employees incentives to produce or
sell increased volume or to improve the quality of their performance.
In most business and
other organizations, money is actually used in keeping an organization
adequately staff and not primarily as a motivator. Any bonus scheme for manual
workers should be related to criteria which are meaningful to the employees and
which are capable of being measured consistently. The incentive to achieve one
particular objective for example, increased volume, should not act as an
incentive to worsen other standards of achievement like quality. It is therefore,
important to know what induces worker most, as many people have different needs
and aspirations. People work for various reason, depending on what they want or
what they are looking forward to achieving. Here, it is the duty of the
management of any organization to find out the needs of its employees and then
demand efforts toward attaining them.
Incentives which may be
seen as payment or reward for work or service rendered have been a common
feature in Nigeria establishments to which telecommunication limited is not an
exception. It is therefore, the objective of this that could motivate workers
to greater achievement.
Management scholars and
other employers of labour will also find this work every useful as it would
enable them to be vast of the value of incentives to performance of workers, if
appropriately applied, this will in effect bring greater efficiency of workers
if adequately employed.
Furthermore, students
and other people who wish to carry out a similar study in other establishment
will find this work beneficial as the ideas exposed in this work will be a
guide in the right direction.
Nigeria
telecommunication limited, for over a century, has distinguished itself as a
leading telecommunication system and a major contributor to the economic
advancement and development of Nigeria.
1.1
CONTINUATION OF BACKGROUND
telecommunication
limited was founded in the year 1985 by federal policy of Nigeria. The idea of
Nitel belt was moulted during Shagari administration and a bill was pass in the
National Assembly to give it its desired legal backing. It is the law
establishing Nitel. Its communication status was a probation of decree during
Babangida’s Administration that saw Nitel into profit oriented body.
In the year 1985, it was
in off short of font P&T and NET that is Nigeria Internal Telegramms.
P&T joined with NET to answer Nitel. As at that time it has its own
destructions with general transfers to work with.
In 1983/89 Nitel grows
into commercial status from that time the re-shape their organigram and they
become profit oriented. At the Apex of the organigram or cooperate Headquarter
of Nitel, is the MANAGING DIRECTOR AND CHIEF
EXECUTIVE.
The three ED that is the
executive director, each managers in the department are accountable to the managing
director. The DMC, the LD and the ED domestic communications, the long
distance.
Under it we have order
general managers like deputy, the general managers have order deputies around
them before the leader. Apart from cooperate headquarter Nitel have zonal
administration each is headed by the GENERAL MANAGERS example south, east zone
and north west zone, Lagos zone and south west zone. And it operate in three
tears.
Each have deputy general
manager as head of department, administration, finance all are accountable to
the general manager of the zone.
In the third tears
administration structure the exist territorial management heed by the TMS ie.
Territorial managers. Territorial management are chief executive of the various
states. Example, SMA, SMM, SMSS, SM planning and works and territorial
accountants, each have specific role and function. The get the works of Nitel
at territorial zone. Nitel still practice what one may call fouth tear.
Fourth tear:- The
exchange area administration each exchange is being headed by functions of
territorial managers by extension line, intellection take place and their
customer.
It is upon this
structural arrangement that Nitel operation render service to their numerous
customers.
The same federal
government is at this point in time planning for Nitel to go into privatization
process, probably by the year 2006.
1.2 THE
STATEMENT OF THE PROBLEM
It is fundamentally
unrealistic to assume that people would continue to find satisfaction in
co-operating in organization’s affairs, if no interest is shown in their
individual needs and problems.
It is agreed that in
spite of whatever gains must have been achieved in ensuring adequate
compensation among workers around the world, existing compensation programmes
have failed to attract hold and motivate employees because the individual
worker is not considered and he did not participate in the planning and designing
of such incentives before its execution or implementation.
However, the economic
and social development of Nigeria depends to a great extent on the ability of
the public services to attract and retain the services of qualified man power.
Therefore, the concept of total compensation programme has economic, social,
behavioral and legal basis consequence. To what extent is this recognized by
the Nigeria telecommunication limited incentive scheme on the performance of
workers in the company?
1.3 PURPOSE
OF THE STUDY
The above problems bring to fire the following
sub-problems
(a) What
type of incentive schemes are available in Nigerian telecommunications limited?
(b)
Are employees of the company actually reaping benefit which provides job
satisfaction from these scheme?
(c)
Is Nigeria telecommunication limited attaining the main objectives for
administering these scheme?
(d)
To examine the different types of incentives scheme put in place by the
Nigerian telecommunications limited.
(e)
To do an in depth analysis of the Nigeria telecommunications limited incentives
schemes and productivity trend over the years.
(f)
To examine the extent to which these incentives schemes lead to attainment of
job satisfaction and motivation of workers.
(g)
To test the effectiveness, adequacy and relevance of these incentives schemes
to the overall performance of individual worker or group of workers.
(h)
To examine the extent the organization is achieving its objectives for
administering these incentive schemes.
1.4 SCOPE
OF THE STUDY
This study is aimed at
investigating the effect of monetary incentive scheme for the performance of
workers in an organization. Nigerian telecommunications limited Enugu as a
model organization was used. Because of resource constraints a branch of
Nigerian telecommunication limited was studies. All the department and cadres
of employees were covered in the study, to examine incentives and its
administration in Nigerian telecommunication the study will also evaluate the
appropriateness of the programme with a view to ascertaining how they influence
workers to perform efficiently which results in an increase in the
organizational productivity. Finally, the study will also address the impact of
the incentive on the existing workers as well as those that have left the
organization.
1.5 RESEARCH
QUESTIONS
1. To
what extent is the effectiveness, adequately relevance of these incentives
schemes to the overall performance?
2.
To what extent are these different types of incentives scheme put in place by
the Nitel?
3.
To what extent do the existing compensation programmes failed to attract, hold
and motivate employees?
4.
To what extent is the incentive scheme lead to attainment of job satisfaction
and motivation of the workers?
5.
To what extent are the employees of the company actually reaping benefits who
provides job satisfaction from the schemes?
6.
To what extent is Nigerian telecommunications limited, attaining the main
objectives for administratering these schemes?
1.6 RESEARCH
HYPOTHESIS
Hypothesis have been
formulated to guide the collection of data.
Hypothesis one:
(a) Nigerian
telecommunication limited incentives scheme has no impact on the employee’s job
performance
(b) Nigerian
telecommunication limited incentives scheme has an impact on the employee’s job
performance
Hypothesis two:
(a) All
cadres of workers in Nigerian telecommunication limited are not involved in
planning the incentive scheme.
(b)
All cadres of worker in Nigerian telecommunications limited are involved in
planning the incentive scheme.
1.7 SIGNIFICANCE
OF THE STUDY
It is hoped that this
study when completed will assist business enterprises in their operations and
enable then to employ incentive schemes and other motivational variables that
would optimize the productivity and performance of their operations.
The study when completed
will identify the motivational factors and incentive variables, if any, that
are currently militating against the smooth operations of the firm in area of
its job performance and productivity, that management find useful for future
planning.
Department | Business Administration and Management |
Project ID Code | BAM0167 |
Chapters | 5 Chapters |
No of Pages | 94 pages |
Methodology | Null |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2349067372103 |
Contact Us On | +2349094562208 |
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