AN APPRAISAL OF THE RELEVANCE OF FINANCIAL INCENTIVES TO WORKERS MOTIVATION (A CASE STUDY OF NATIONAL BOARD FOR TECHNICAL EDUCATION, KADUNA)
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AN APPRAISAL OF THE
RELEVANCE OF FINANCIAL INCENTIVES TO WORKERS MOTIVATION (A CASE STUDY OF
NATIONAL BOARD FOR TECHNICAL EDUCATION, KADUNA)
CHAPTER ONE
INTRODUCTION
1.1 Background to
the Study
In the word of Armstrong (1988), the process of motivation is
initiated by the conscious and unconscious recognition of an unsatisfied need.
A goal is then established which, it is thought will satisfy the need and of
course action is determined that lead towards the attainment of a goal.
Management should provide incentive schemes and pay workers on the basis of the
result they achieve on the job instead of the more physical routine performance
series activities and to retain them on their job making them feel satisfied, a
motivationally-oriented wage system must adequately distinguish “Naira” wise
between the different levels of efficiency for the people performing
essentially job and different job categories and specialization.
In every organization, the management emphasis on high
productivity, quality of services, quality workmanship, industrial peace,
cooperative labour etc. On the other hand, employees need fair wages, job
satisfaction, good working conditions, participation in decision making, self
recognition and opportunity for advancement.
Organizations and managers have suffered tremendously in
trying to utilize their human resources, they usually encounter frequent
industrial conflicts and several unresolved agitations by workers and different
categories of employees basically steaming from one form of dissatisfaction or
the other. The main point of misunderstanding between management and
employees/workers in most cases is found in the arrears of inadequate and
inequitable monetary rewards.
Financial incentive as we all know is a process of guiding
the conduct and influencing people so that they strives individual or group
towards the achievement of group goals. Every employee comes to an organization
with one motive, to earn a living and financial incentive play a vital role in
the lives of these employees. Taking away financial incentive might jeopardize
this individual or the group interest. Management on the other hand,
established the organization for the purpose of return of investment and profit
making, high productivity, quality of services, industrial peace, cooperative
labour and to remain a going concern. Skinner B. F. (1953), states that by
providing properly scheduled rewards is possible to influence behaviours.
The objective and purpose of this study is to examine whether
or not financial incentives has contributed to workers performance and
industrial harmony in National Board for technical Education. This research is
by no means exhaustive but will help the establishment to take a second look
that financial incentives has a significant role to play in maintaining
industrial peace, increase productivity and boost the morale of the employees
in an establishment.
It has generally been observed and noted that in a sample
group of workers performing the same type of job, some do it better than
others. This observation will raise and arouse the notion or questions or
psychological tendencies, interest and differences in performance. One school of though holds the view that
“differences in performance reflect varying characteristics, abilities and
skills on the part of ‘workers’. F.B. Skinner, (1985), an Industrial
psychologist argues that differences in performance of workers doing the same
kind of job, might be as a result of
extra monetary rewards attached to the job, conductive working environment or
friends they meet in the workplace.
As a result of these possibilities, recognition and thorough
understanding of workers needs/wants before adopting any form of motivational
techniques such as financial rewards (money) human relations, conducive,
working environment, leadership and good supervision among others, becomes
apparently important since these factors has different influence and impact on
different categories of workers and individuals.
The complexity of human nature, expectation, urges and
drives/motives make the art of motivation of workers and employees a critical
and complex point for consideration. A definite answer could not be reached
since people differ in characteristics, background, traits, and needs. Thus it
becomes imperative for the manager to incorporate positive motivational
incentive programmes to motivate workers behaviour towards achievement of
predetermine goals and objective of the organization.
Motivation is a very important issues in managing people. A
happy employee is said to be a motivated employee. So it is important for
managers, especially human resource managers to figure out what motivate an
employee to excel at his/her work. Workers in any organization need something
to keep them working. Most times the salary of the employee is not enough to
keep him/her working for an organization due to economic factors and other
variables. Sometime also just working for salary is not enough for employees to
stay in the organization. An employee needs to be adequately motivated, the
absence motivation scheme results to deteriorate in quality of work/performance
either on individual or at corporate level. Even in conductive work environment
it is generally observed that while some people work willing, others work very
willing. The question then is what is responsible for people’s motives and
attitude to work.
By definition, managers work with and through people to get
things done. But people are complex and their motivations are not always easy
to understand. It involves the unique feelings, through past experience of
individuals as they share a variety of relationships within and outside the
organization. Many theories exist about motivation and most of them differ in
what they suggest managers should do to obtain the most effective performance
from their employees. Most successful managers, however have learned by
experience that people are generally very responsive to praise and
encouragement-expressed not only in words but also in actions such as financial
rewards-and they need to feel successful in their work in order to give their
best effort to the organization. Managers who find the key to their employees’
inner motivations can tap an immense source of productive energy.
While motivation is essentially a personal experience,
managers, in particular, should be keen to find reliable links between
motivation and effective performance. They should also be concerned with
creating the conditions under which organizational and personal goals may be
harmonized. The key feature of motivation is that it determines the extent to
which an individual desires to place his/her knowledge and skill at the
disposal of others, and more than that to push off the effects of obstacles and
difficulties in so doing. This project work examines the motivating power and
relevance of financial incentive in boasting the performance of workers.
1.2 Statement of
the Research Problem
The general concept of financial incentives is one form of
motivating techniques and its indispensability for achievement of desired
organizational goals and increase productivity and reward for performance has
been a subject of controversy over the years globally generating diverse
research arguments, criticisms and assumptions especially in developing country
like ours.
Although many researches had been conducted on this concept,
there are many avenues not yet explored and considered as per the complexities
to the time understanding of what actually motivate the individuals in the work
place. Organizations and managers have suffered tremendously in trying to
utilize their human resources, they usually encounter frequent industrial
conflicts and several unresolved agitations by workers and different categories
of employees basically steaming from one form of dissatisfaction or the other.
The main point of misunderstanding between management and employees/workers in
most cases is found in the arrears of inadequate and inequitable monetary
rewards.
One of the problems of workers in National Board for
Technical Education is financial incentives which led to workers
dissatisfaction and low productivity. It is evident here that the mode of
financial incentives used by National Board for Technical Education has not
been effective.
Secondly, there is correlation between financial incentives
and workers
productivity in National Board for Technical Education which
the
management is not implementing.
Thirdly, the problems militating against National Board for
Technical
Education staff is financial incentives because there are not
adequately
provided. Another problem is delay in paying those who have
performed their
duties.
1.3 Research
Questions
Even in most conductive work environment, it is generally
observed that; while some people work willingly, others work unwillingly, the
question then is what is responsible for people’s motive/attitude to work? As
one psychologist puts it, “One of the most powerful positive tools that
motivate people at work is financial incentives (money) at the prime stage.
To aid the research work, the following research questions
were drawn;
- What
types of motivation or financial incentive do workers received at
National Board for Technical Education?
- Is there any
correlation between financial incentives for workers and productivity in
National Board for Technical Education?
- What are the
problems militating against financial incentives of staff of National Board for
Technical Education?
- How can
these weaknesses be overcome to enhance motivation and
productivity National Board for Technical Education?
1.4 Objective of
the Study
The objective of this study is to examine and highlight the
negative impact of financial incentives to National Board for Technical
Education staff. - It is expected that the findings of this research will be
beneficial to policy makers, the Nigerian Public Sector and National Board for
Technical Education.
- To analyze the
objectives of this research to know whether or not financial incentives are the
highest/greatest motivators to workers performance in National Board for
Technical Education.
- The study is
aimed at adding to the existing body of knowledge on the
subject matter and serve as a useful reference source for
researchers in the field.
- This study is
not intended to find faults with any motivation techniques adopted by the
National Board for Technical Education or negate the idea but to establish the
effects and appraisal of financial rewards to their employees contribution in
terms of productivity/efficiency being an indispensable management tool for
achieving desired organizational goals and objectives.
1.5
Hypothesis
The hypothesis below were made in relation with stated problems
and objectives of the study
i. Lack of financial incentives has been
the major impediment to workers motivation in National Board for Technical
Education.
ii. Financial incentive has been the major
boost/influence to workers motivation in National Board for Technical
Education.
iii. Financial
incentive can be considered by management as a indispensable tool for workers
motivation in National Board for Technical Education.
1.6
Significance of the Study
Every organization in Nigeria today whether profit or
non-profit oriented, is most concerned continuously with how to meet its
organizational goals. A successful motivation strategy would result not only
through the attainment of corporate objectives but through individual
recognition or perceptions, aspirations, ability, skills and motives, desires
and satisfaction. These of course, will also enhance increase in aggregate
output level. Nigeria today moved far ahead from period when inducement or
threat of any kind seen as effective tools of management for rapid development
and growing economy.
The
researchers’ choice on the topic “Appraisal of the relevance of financial
incentive to workers motivation” therefore emanates from the fact that early
available research on the topic seems to have conducted based on developed
nations with totally different socio economic, political and other background
different from ours which to some extent still is under-affluent economy.
We have witnessed in the past few years in our industries,
the increased rate of industrial disharmony (strike, lock-out etc) with
frequent demand for higher wages more than other countries both in the public
and private sectors respectively. This of course indicates that a lot is yet to
be done in human resource management particularly in the aspect of employee’s
motivation (Oshomole, 2007). This study therefore is meant to contribute to the
unresolved controversy as to whether or not financial remuneration is a
positive incentive in motivating human behaviour at work.
1.7 Methodology
For the purpose of gathering information for this research
project, secondary method of data collection was used.
1.7.1. Sources of Data Collection;
The secondary methods of data collection was used. Secondary
data was used by administered questionnaire on the staff of National Board for
Technical
Education, Annual Report, Staff Manual, Workshop, Seminar
papers,
Conferences, Paper presentation at NBTE floras and journals,
Internets,
policy Papers among others were consulted.
i.
Population and Sample Size
The total population and staff strength of National Board for
Technical Education Kaduna constituted a population of 308 workers and this
number served as the population and sample size of this study.
ii.
Sampling Technique
A random sampling method was employed for this study whereby
questionnaires was administered to a cross-section involving management staff,
senior/junior staff of National Board for Technical Education in different
Department/Divisions
iii.
Questionnaires Administered
Questionnaires was designed and administered to the different
categories of National Board for Technical Education workers. Questions were
intended to obtain information about the authenticity of the relevance of
financial incentives in motivating National Board for Technical Education
employees.
1.8 Scope and
Limitations of the Study
This study is about the appraisals of financial incentives to
workers motivation of National Board for Technical Education as a case study.
The study therefore is limited to National Board for Technical Education only.
In the course of carrying out this research work, the researcher encountered some
problems among which are:
i.
Accessibility to data
The researcher could not have full access to some of the
information needed from the management due to the fact that the custodians of
such information could not be reached.
ii. Time Wastage
Bureaucratic bottlenecks created a big problem because of
continuous visit to the establishment due to unavoidable absence of people in
the right position that gave birth to unnecessary time wastage and delays in
completing the project work.
iii. Financial
Constraints
Much spending going up and down without contacting the
appropriate personnel on seat, typing cost and increase in materials needed.
Despite all these constraints.
iv. Employees
Attitude
Despite the fact that a questionnaire was designed to
eliminate bias and misunderstanding, some employees refuse to complete the
questionnaires form, due to nonchalant attitude and forgetfulness.
1.9 Definition of
Terms
i. Intrinsic
Motivation
Intrinsic and Extrinsic motivations refers to motivation that
is driven by an interest or enjoyment in the task itself and exist within the
individual rather than relying on any external pressure. While intrinsic motivation has been studied
by social and educational psychologists since the early 1970s. research has
found that it is usually associated with high educational achievement and
enjoyment by students. Expectations of intrinsic motivation have been given in
the context of Fritz Heider, (1873), attribution theory. Bandura, (1980), work on self-efficiency and
Dedi and Ryan (1964), cognitive evaluation theory (see determination theory)
students are likely to be intrinsically motivated if they.
i Attribute
their educational results to internal factors that they can control (e.g. amount of effort they
put in).
ii. Believe they
can be effective agents in reading and reaching their desired goal (e.g. the
result are determined by luck but hard work).
iii. Are
interested in mastering a topic, rather than just rote-learning to achieve good
grades.
xii.
Extrinsic Motivation
This type of motivation comes from outsides of the
individual. Common extrinsic motivations are rewards like money and grades,
coercion and threat of punishment. Competition is in general extrinsic because
it encourages the performer to win and beat others not to enjoy the intrinsic
rewards of the activity. A crowd cheering on the individual and trophies are
also extrinsic incentives. Social psychologist has indicated that extrinsic
rewards can lead to over-justification and a subsequent reduction intrinsic
motivation.
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