THE APPLICATION OF EQUITY THEORY IN SUSTAINING ORGANIZATIONAL PERFORMANCE (A STUDY OF GUINNESS NIGERIA PLC, BENIN CITY)
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THE APPLICATION OF
EQUITY THEORY IN SUSTAINING ORGANIZATIONAL PERFORMANCE (A STUDY OF GUINNESS
NIGERIA PLC, BENIN CITY)
ABSTRACT
This project work seeks to investigate the impact of the
application of equity theory in sustaining organizational productivity using
Guinness Nigeria Plc as a case study. Improving productivity is construed in
this paper as putting in place the right structures that are capable of raising
output from existing resources in the organization. All over the world,
governments and businesses have been concerned about productivity improvement
in organizations for a number of reasons. The first is that productivity is a
major issue in foreign competition, and if government’s export promotion drive
is to yield the desired results, productivity in particular must be optimized.
The second reason is that the declining rate of increase in productivity is a
major cause of monetary problems and inflation, and governments obviously
should be interested in both. The issue of how best to improve productivity had
always been at the center burner in organization theory and practice since the
onset of management learning. For decades, management researchers have been
obsessed with the kinds of structure that will promote effective employee
motivation and subsequently increase productivity. Data were collected for this
study from both primary and secondary sources. The main instrument of data
collection was the questionnaire of which 200 copies were sent to the
organization under study and 120 of it were duly completed and returned for the
study. The data were presented in tables as frequency, distribution in the data
analysis; the techniques of simple percentages were used and chi-squire
statistical tool was used to test the hypothesis. The research concluded based
on the hypothesis tested that the application of equity theory has positive
impacts on organizational performance.
TABLE OF CONTENTS
Cover Page
i
Title Page
ii
Certification Page
iii
Dedication iv
Acknowledgment
v
Table of contents
vi
Abstract
x
CHAPTER ONE
INTRODUCTION
1.1 Background of
the Study
1
1.2 Statement of
Problem 3
1.3 Objectives of
the Study
4
1.4 Statement of
Hypothesis
5
1.5 Significance
of the Study
5
1.6 Scope of the
Study
6
1.7 Limitation of
the Study 6
1.8 Definition of
Terms
6
1.9 Background Of
Guinness Nigeria Plc
7
CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction
11
2.2 Meaning of productivity
11
2.3 Increasing productivity through the use of
scientific management model 15
2.4 Increasing productivity through the classical
organization
theory approach to
appropriate organizational structure 18
2.5 Increasing productivity through the use of behavioural
model 20
2.6 Improvement of human effectiveness at work is the
greatest opportunity for the improvement of performance and results 23
2.7 Equity theory of motivation
35
2.8 Assumptions of the equity theory 27
2.9 Adams’ equity theory
28
2.10 How to apply the Adams’ Equity Theory 28
CHAPTER THREE
RESEARCH METHODOLOGY
3.1
Introduction
31
3.2 Research
Design
31
3.3 Population of
Study
32
3.4 Sample
Size/Sampling technique
32
3.5 Method of
Data Collection 32
3.6 Data Analysis
Techniques
34
3.7 Validity of
instrument
35
3.8 Reliability
of instrument
35
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.1
Introduction
37
4.2 Data
Presentation 38
4.3 Test of
hypotheses
45
CHAPTER FIVE
SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATION
5.1 Introduction
50
5.2 Summary of
Findings
50
5.3
Conclusion
52
5.4
Recommendations
53
References
55
Appendix
59
Questionnaire
60
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Traditionally, equity theory has been tested by monitoring
the reaction of individuals to experimentally induced situations of inequity by
intentionally under- or overpaying them (Landy & Conte, 2010; p. 375). It
was expected that underpaid participants would lower the quality or quantity of
their output, whereas people who were overpaid would raise the quality or
quantity. In general, results supported the underpayment predictions, but not
the overpayment ones, which may be due to the fact that inequity due to
overpayment is not as stressful as inequity because of underpayment (Landy
& Conte, 2010; p. 375). Most criticisms on equity theory concern the
artificial laboratory conditions in which the theory has been tested. Yet, an
even more pertinent issue is whether the theory as suggested by Adams (1965)
really holds. Most studies are unable to answer this question as this requires
the theory to be evaluated within each person's value system.
The productivity of an organization is jointly determined by
the efficiency with which the organization utilizes several available factors
of production which invariably are scarce relative to the demand for them. As
it were therefore, one can conceive of an equilibrium condition in productivity
terms within given and stated constraints in an organization. Like the price
scenario, several factors operate to make it difficult to optimize the use of
human and other resources in the organizations such that the equilibrium
condition is not achieved easily. Ouchi (1981) clearly pointed this out when he
addressed the issue of what he labeled “the organizational dilemma” i.e. the
organization’s search for rationality (technological determinism) and the human
beings search for happiness (as in the doctrine of Hedonism).
Technology and labour are therefore the major
factors/variables in the productivity equation, with the one or the other being
emphasized at different points of the trade cycle. Like many economists would
posit, during economic recession, emphasis is usually placed on the
relationship between productivity and unemployment. According to McClelland and
Winter (1969) during periods of rising prices, interest usually shifts to the
problem of rising costs and the relationship between productivity and wages. As
a result, many early attempts at increasing productivity emphasized technical
optimization (as in scientific management) or social system optimization (as in
human relations school).
All over the world, governments and businesses have long been
very concerned about productivity improvement for a number of reasons. The
first is that productivity is a major issue in foreign competition, and if any
government’s export promotion drive is to yield the desired results, labour
productivity in particular must be optimized. The second reason is that the
declining rate of increase in productivity is a major cause of monetary
problems and inflation, and government obviously should be interested in both.
In this paper, we shall attempt a review and critique of a number of the better-known
approaches to early management theories such as the scientific management, the
classical organization, and the behavioural schools that emphasized performance
improvement in the organization with a view to charting a new course in solving
the problem of managing entrepreneurial organizations for optimal performance
in this age of increasing competition.
1.2 STATEMENT OF PROBLEM
Productivity is a major issue in foreign competition, and if
government’s export promotion drive is to yield the desired results,
productivity in particular must be optimized. The declining rate of increase in
productivity is major cause of monetary problems and inflation, and governments
obviously should be interested in both. The issue of how best to improve
productivity had always been at the center burner in organization theory and
practice since the onset of management learning. For decades, management
researchers have been obsessed with the kinds of structure that will promote
effective employee behaviour and subsequently increase productivity. Is there a
one best structure in organizational design in pursuit of increased
productivity? There is abundant evidence that the application of theories to
improve organizational efficiency and productivity have not yielded the desired
result because of over emphasis on technical optimization at the exclusion of
human side of the enterprise.
Managers suffered frustration, because people did not always
follow predicted or expected patterns of behaviour. Thus there was increased
interest in helping managers deal more effectively with the “people side” of
their organizations.
The effective motivation of workers is a problem in most
organizations regardless of the theory applies to dealing with such motivation;
this is probably because there is no implementation of the necessary procedure
or techniques of motivation.
1.3 OBJECTIVES OF THE STUDY
The following are the objective of this research work:
1. To investigate
the impact of the application of equity theory on organizational performance.
2. To examine the
relationship between the application of equity theory and organizational
productivity.
3. To examine the
effect of the equity theory on the relationship between employers and
employees.
1.4 RESEARCH QUESTION
1. What are the
impacts of the application of equity theory on organizational performance?
2. Is there any
significant relationship between the application of equity theory and
organizational productivity?
3. What are the
effect of the equity theory on the relationship between employers and
employees?
1.5 STATEMENT OF HYPOTHESIS
The following research hypotheses formulated will be
empirically tested and result gotten will serve as a spring hoard for
recommendations. For the purpose of this study, two hypotheses will be
formulated and tested.
HYPOTHESIS I
Ho: The application of equity theory has no positive impact
on organizational performance.
Hi: The application of equity theory has positive impacts
on organizational performance.
HYPOTHESIS II
Ho: There is no significant relationship between equity
theory and organizational productivity.
Hi: There is a significant relationship between equity theory
and organizational productivity.
1.6 SIGNIFICANCE OF THE STUDY
At the end of this study, most organizations will understand
that basic principles and process of application of management models and how
it affect productivity and performance in organization. It will also serve as a
guide for further researches.
1.7 SCOPE OF THE STUDY
The research is mainly based on the application of equity
theory and how it affects organizational performance and productivity. This is
done using Guinness Nigeria Plc, Benin City as a case study.
1.8 LIMITATION OF THE STUDY
One of the major problems encountered by the researcher is
the monetary problem. There was no sufficient money to make the purchasing of
all necessary materials for the research work. There was also the problem of
meeting some personalities to get information from them. Because of that, the
researcher found it difficult to collect all the necessary information.
However, the researcher made do with the resources available for her research
work.
1.9 DEFINITION OF TERMS
i.
Productivity: Productivity is an average measure of the efficiency of
production. It can be expressed as the ratio of output to inputs used in the
production process, i.e. output per unit of input. When all outputs and inputs
are included in the productivity measure it is called total productivity.
Outputs and inputs are defined in the total productivity measure as their
economic values.
ii.
Motivation: This is an inner state of minds satisfaction which energizes
or encourages someone’s behavior towards the attainment of the objectives.
iii.
Incentives: These are provisions which encourage one to do the best.
iv.
Productivity: This can he defined as efficiency with which work is done,
the amount of work done in a certain work.
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