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EFFECT OF NON-MONETARY
INCENTIVES ON EMPLOYEES IN NIYYA FOODS AND DRINKS CO. LTD. KADUNA
CHAPTER ONE
INTRODUCTION
1.1
Background to the Study
All organizations are concerned with what should be done to
achieve high level of productivity through staff motivation using the right
kind of incentive. Most organizations in the past have been using financial
incentives but their workers are still agitating for increment in salaries.
Consequently the effect of non financial incentive becomes a burning issue in
human resource management (Okoh, 2008).
The issue of adequate motivation and consequently workers
productivity is a product of a person’s set up of needs, goals, drive and
experience. By implication, this means that factors which govern motivation,
job satisfaction, workers productivity and attitude to work differ from one
society to another.
However, the entire issue of the implication of adequate
motivation on workers productivity is embedded in the various theories of
motivation.
People are motivated by various factors at different times,
according to
Wilkinson et al, the first factor is the combination of the
individual perceptions of the expectations other people have of them, and their
own expectations of themselves. This happens because people come into work
situations with various expectations.
People work together in large organisations like bank,
factory where they are expected to follow orders, which they may not approve
of. In addition, they may have to obey instruction from supervisors they had no
hand in selecting. This is the type of situation where the worker might have no
opportunity for self-expression. The basic question that now arises, relates to
how to create a situation in which workers can satisfy their individual needs
while working towards organisational goals. How can workers in corporate
organisation in Nigeria who’s workers feel that their salaries are low when
compared with their contemporaries in other organisation?
As such a lot of theoretical concept, principles and
techniques of management have evolved in response to these challenges/ but most
scholars suggest that more conceptual and empirical work is required to show
the link between financial and non financial incentive and staff productivity
is still vague but some studies have documented in their work that financial
incentive is readily perceived as having a high instrumental value that makes
putting forth extra effort worthwhile and its has a long term effect in terms
of labour turnover rate because of comparative value for alternative employment
while non financial incentive has less initial impact as the pragmatics of
financial gain, they seem to have a steady, sustainable impact(Egbe,2008).
Despite the growing body of literature and empirical study on
the effect of non financial incentive on
workers productivity, the subject matter still remains complex. Hence, the need
to undertake a survey on the effect of
non monetary incentives on staff productivity in Niyya food and drinks
company Ltd Kaduna.
1.2
Statement of the Problem
Most organizations in Nigeria are constraint with the problem
of using non performance based element like salaries to compensate it staff as
against performance-related pay structure which has hamper productivity because
it does not make worker put in extra effort in their work. This is so because
their compensation is not based on incentive schemes that elicit additional
effort of workers sequel to unfriendly government legislation on wages clause
and bureaucratic inefficiency. Hence the need for the research to examine the
effect of non monetary incentive on
employee productivity in Niyya Food and drinks Ltd Kaduna.
1.3 Objectives of
the Study
The main objective of this study is to examine the effect of
non monetary incentive on staff of Niyya food and drinks Kaduna. Other Specific
objectives are to:
i.
Assess whether staff remuneration is based on incentive schemes that
motivate them.
ii. Examine all financial incentives given
to staff and their effect on worker productivity.
iii.
Identify non financial incentives used in boosting staff productivity.
iv.
Evaluate out the constraints militating against incentive scheme Niyya
Food and drinks and make recommendations to the identified problems.
1.4 Significance of
the Study
This study brings to light the effect of non monetary
incentives on staff performance in organization. The study may therefore be
beneficial to the organization understudy in area of policy formulations as
regard staff incentive schemes and remuneration.
To education, the study may contribute to already existing
knowledge on the effect of financial and non financial incentives on workers’
performance.
Finally, to those in academics and human resource researches,
the study may serve as a springboard for further investigations.
1.5 Research
Questions
This study provide
answers to the following research questions:
i. Is
Niyya Food and drinks limited’s remuneration based on incentive scheme that
motivate staff performance?
ii.
What kind of financial incentive do Niyya food and drinks give to its
workers and what are their effect on workers productivity?
iii. What
kind of non financial incentive do Niyya food and drinks use to boost workers
productivity?
iv. What
are the constraints militating against Niyya Food and drinks incentive scheme
and how can these constraints be overcome?
1.6 Scope of the
Study
The study covers an empirical investigation of the effect
of non monetary motivation on staff
productivity in Niyya Food and drinks. The main scope and time frame for this
investigation covers Niyya Food and drinks incentive schemes from 2006-2011.
1.7 Definition of
key Term
The key terms below were used in this study
Financial Incentives: Monetary reward or compensation use to
motivate workers.
Non Financial Incentives: Other incentives apart from
monetary rewards.
Performance Incentive: Rewards that motivates worker to put
in more efforts.
Productivity: The rate at which employee work and their yield
in their organization.
Adequate Motivation: These are factors (familiarity, concern
and driving
force), which exist or are provided in a work situation
either physically or
psychologically which determine the input and productivity
level of the worker.
Implication of Motivation: The term could be defined as the
work disposition of an employee, which affects the mode of doing his work.
Intimacy: Intimacy or Familiarity could be described as the
feeling of warmth and friendliness based on interpersonal relationship among
people.
Consideration: Consideration or Concern refers to a situation
where both their colleagues and managers treat staffs with understanding. In
this case, there is both a personal and human touch in dealing with workers,
Thrust: Thrust or driving force deals with leadership by
example as a means of motivating subordinates. Leadership in this context takes
personal interest in staff while also displaying a high degree of professional
competence and dynamic leadership qualities.
Morale: Moral refers to staff emotional and mental level of
zeal.
Productivity: Productivity is the relationship between the
amount of one or more inputs and the amount of outputs from a clearly
identified process.
Permanent Staff: Permanent staff refers to those experienced
member of staff who irrespective of their ages have been working for a minimum
period of five years
Contract Staff: Members of staff who irrespective of their
academic
accomplishments and status are regarded as adhoc staff.
Management Staff: Management staff refers to those member of
staff who
irrespective of their ages have attain grade level 6 and
above.
Training: The process of increasing knowledge and skills of
staffs in doing their job.
Development: The process of adding to the skills of workers,
improving their general knowledge and altering their attitudes.
Productivity: A rate at which workers produce goods or
services.
Human capital: Workers’ skills and abilities considered as
resources to business.
H. R. M: An acronym for human resource management.
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