This document discusses a study that assessed the impact of compensation plans on worker performance in selected quoted food and beverage manufacturing companies in Nigeria. The study found that compensation plans have a significant and positive effect on worker performance, which increases overall company performance. Effective compensation plans are important for retaining human capital and remaining competitive. The study tested Vroom's expectancy theory that compensation should be directly related to performance. Questionnaires were administered to workers and results showed that compensation plans positively influence worker performance in the Nigerian food and beverage industry.
The Aim Of This Study Is To Investigate The Reciprocal Relationship Between Job Satisfaction,
Employee Commitment And Organizational Performance. Accordingly, A Linear Structural Equation Model
Was Developed To Delineate The Above Interaction And Explore The Mediating Effects Of Commitment On The
Relationship Between Job Satisfaction And Organizational Performance.
Service innovation involves internal processes and responding to external environmental changes.
However, most of the previous literature related to hospital evaluations has focused on the impact of hospital
evaluation systems on medical quality or business models
International Journal of Business and Management Invention (IJBMI)inventionjournals
This document summarizes a study that examined the impact of motivation on worker productivity among nurses at the University Teaching Hospital in Ado Ekiti, Nigeria. It reviewed literature on motivation theories and conducted a survey using questionnaires with nurses. The study found a strong relationship between motivation and productivity. It concluded that staff development programs that promote fulfillment could enhance productivity. Motivational factors like rewards and welfare packages influenced nurses' commitment levels. Regular feedback and recognition also positively influenced work. The study recommended prioritizing comprehensive staff development to boost productivity.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
This document summarizes a research study that examined the relationships between job insecurity, perceived organizational support, turnover intention, employee engagement, and job satisfaction among nurses during the COVID-19 pandemic. The study found that job insecurity negatively impacts perceived organizational support. Perceived organizational support was found to partially reduce turnover intention and increase employee engagement and job satisfaction. The findings imply that hospital leaders should focus on improving nurses' welfare through organizational support policies to minimize job insecurity and its negative outcomes.
Research Paper Writing
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
An empirical review of Motivation as a Constituent to Employees' Retentioninventy
This study investigated the link between motivation and retention and the effect of motivation on retention at different organisational levels. The research linked motivation and high job satisfaction to explore strategies that help in employees' retention and why public sector employees leave with particular reference to Federal Medical Centre (FMC) Owerri. This was achieved by collecting primary data from Federal Medical Centre (FMC) on non-clinical staff/employees (managers and non-managers and secondary data from published materials and the hospital's human resources (HR) data. The findings were tested using employee motivational attributes to prove that motivation plays a crucial role in enhancing employee retention. Motivation was found to be a core factor that determines the level of employee retention among managers and non-managers within the case study organisation. Specifically, it was found out that employees tend to be motivated if they are subjected to performance-based compensation, recognition for good work, and encouraged to pursue individually fulfilling tasks.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Aim Of This Study Is To Investigate The Reciprocal Relationship Between Job Satisfaction,
Employee Commitment And Organizational Performance. Accordingly, A Linear Structural Equation Model
Was Developed To Delineate The Above Interaction And Explore The Mediating Effects Of Commitment On The
Relationship Between Job Satisfaction And Organizational Performance.
Service innovation involves internal processes and responding to external environmental changes.
However, most of the previous literature related to hospital evaluations has focused on the impact of hospital
evaluation systems on medical quality or business models
International Journal of Business and Management Invention (IJBMI)inventionjournals
This document summarizes a study that examined the impact of motivation on worker productivity among nurses at the University Teaching Hospital in Ado Ekiti, Nigeria. It reviewed literature on motivation theories and conducted a survey using questionnaires with nurses. The study found a strong relationship between motivation and productivity. It concluded that staff development programs that promote fulfillment could enhance productivity. Motivational factors like rewards and welfare packages influenced nurses' commitment levels. Regular feedback and recognition also positively influenced work. The study recommended prioritizing comprehensive staff development to boost productivity.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
This document summarizes a research study that examined the relationships between job insecurity, perceived organizational support, turnover intention, employee engagement, and job satisfaction among nurses during the COVID-19 pandemic. The study found that job insecurity negatively impacts perceived organizational support. Perceived organizational support was found to partially reduce turnover intention and increase employee engagement and job satisfaction. The findings imply that hospital leaders should focus on improving nurses' welfare through organizational support policies to minimize job insecurity and its negative outcomes.
Research Paper Writing
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
An empirical review of Motivation as a Constituent to Employees' Retentioninventy
This study investigated the link between motivation and retention and the effect of motivation on retention at different organisational levels. The research linked motivation and high job satisfaction to explore strategies that help in employees' retention and why public sector employees leave with particular reference to Federal Medical Centre (FMC) Owerri. This was achieved by collecting primary data from Federal Medical Centre (FMC) on non-clinical staff/employees (managers and non-managers and secondary data from published materials and the hospital's human resources (HR) data. The findings were tested using employee motivational attributes to prove that motivation plays a crucial role in enhancing employee retention. Motivation was found to be a core factor that determines the level of employee retention among managers and non-managers within the case study organisation. Specifically, it was found out that employees tend to be motivated if they are subjected to performance-based compensation, recognition for good work, and encouraged to pursue individually fulfilling tasks.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
In technological developments and the demands of the times, it requires the Regional Secretariat of
East Java Province to have a strategy to provide excellent service to the citizens of East Java. Not achievement
yet of the predicate as a Regional Government with Excellent Service and the existence of various problems and
public complaints related to the public service bureaucracy triggers and spurs the East Java Provincial
Government to realize competitive organizational performance
Relationship between human resource management practices and perceived perfor...Alexander Decker
This document summarizes a study that examined the relationship between human resource management (HRM) practices and employee performance in 5 hospitals in Jordan. The study found that HRM practices, such as planning, selection, recruitment, training, job evaluation, motivation, and compensation, can impact hospital performance. A survey was administered to hospital staff to understand the current HRM practices and their effect on performance. The results showed that HRM practices in Jordanian hospitals need improvement and that compensation had the greatest impact on increasing employee performance levels. The document provides context on the healthcare workforce in Jordan and reviews literature on the relationship between various HRM practices and organizational performance.
Reward System and Level of Staff Satisfaction among NonAcademic Staff of Sele...AJHSSR Journal
In any profit-oriented workplace, job relationship is seen as a trade procedure where workers
give inputs in terms of skills and expertise for the different rewards, compensations and incentives from their
employer which go far in deciding their satisfaction, performance and productivity. This study sought to
examine the level of staff satisfaction with the reward system implemented by three (3) selected tertiary
institutions in Enugu State, Nigeria. Survey design was adopted for this study. The population of the study was
1122 staff drawn from the non-academic staff of the selected higher institutions in Enugu State, Nigeria. A
sample size of 415 was obtained using Taro Yamane‟s (1964) formula for finite population. Four hundred and
fifteen (415) questionnaires were used to collect data from respondents who were non-academic staff members,
after being validated by experts in academia and human resources management. Burley‟s proportional
allocation was used to calculate proportionate sample size. Out of 415 copies administered, three hundred and
one (301) copies were returned and used for the analysis. Data were collected through primary and secondary
sources. Cronbach‟s Alpha was used to test for the reliability of the instrument, an Alpha of 0.79 was obtained
thus confirming the reliability of the instrument. The hypotheses formulated were tested using Z test. Findings
from the study revealed that the level of staff satisfaction with the reward system implemented by the tertiary
institutions is low (computed z-value of 24.385 against 1.645 and significance of 0.000) (z = 24.385> at p<
0.05) during the period studied. Based on the finding, the study concludes that the reward system implemented
have a very strong correlation with the satisfaction of non-academic staff in the institutions of higher learning
studied. In the light of the forgoing therefore, it was recommended that the reward systems implemented by the
institutions should be consistent with staff needs and relevant to the personal life of the employee. Also, the
reward system implemented should be reviewed at various levels to earn the employees‟ commitment and
satisfaction.
This document summarizes a research study that examines the relationship between strategic agility, innovative organizational climate, and internal entrepreneurial behavior in aviation enterprises in Turkey. The study aims to determine whether an innovative organizational climate mediates the relationship between strategic agility and internal entrepreneurial behavior. It reviews relevant literature on strategic agility, internal entrepreneurship, and innovative organizational climate. The methodology section indicates that factor analysis, correlation analysis, and regression analysis were used to analyze data collected from aviation enterprise employees and test the hypotheses. The findings could help aviation enterprises improve their strategic agility and support internal entrepreneurship behaviors.
The document summarizes a study on increasing the utilization and productivity of general practitioners in hospitals during the COVID-19 pandemic. It found that during the early months of the pandemic in 2020, hospitals experienced significant decreases in patient visits and general practitioner productivity and income due to social distancing measures. The study used interviews and group discussions to measure the decline and developed strategies using SWOT analysis. It concluded that cross-selling, up-selling and digitalization strategies could help increase general practitioner utility and productivity while also maintaining hospital income during the crisis.
IMPACT OF PATERNALISTIC LEADERSHIP ON EMPLOYEE COMMITMENT AND INNOVATIVE WOR...MehranMouzam
1. Description of Research Work
Innovation is a key concern of HR now a days. It is the key requirement for organizational success (Akram,
Lei, Haider, & Hussain, 2018). It gives new ways to do work, to overcome situations, to solve problems
and to make decisions. Dedahanov et al. (2019) claims that PLB and EE promotes innovative work
behaviour of employees. This positive impact can be enhanced by I-deals that are now trending in
manipulating job behaviours of employees. Recent studies conducted by Microsoft Japan on a four-day
working week claims that, not only the employees became happier and satisfied, they became productive
at workplace. These shortened working weeks and flexibility made employees more efficient and
productive at workplace (Paul, 2019). Leadership styles are now playing major roles in organizations and
are proved to be crucial factors for their success. PLB is a practical approach to get maximum out of
employees. According to Hornung, Rouseau, Glaser, Angerer, and Weigh (2011), loyalty and commitment
of employees are major outcomes of PLB. When employees are committed at workplace, their performance
boost ups which ultimately effects the organizational performance positively. This study is conducted to
observe and to describe the role of PLB on employee’s commitment level and how I-deals can mediate this
relationship in pharmaceutical sector. According to PPMA (2017), Pakistan’s pharmaceutical industry is
progressive, vibrant and future oriented. It consists of more than 700 manufacturing units, having 25-
multinational pharmaceutical units working in country. 70% of country’s demand of finished medicines is
been met by this sector and have shown a remarkable growth over last ten years and has export turnover of
more than 12 million and accounts for less than one percent of country’s GDP. To observe this productive
phenomenon of PLB, I-deals, EE, IWB and commitment in such a fast-growing sector can help to develop
positive outcomes for them.
This document summarizes a study that examines the impact of human resource development (HRD) practices on business performance in small and medium manufacturing enterprises (SMEs) in Japan. It conducted a survey of 105 SMEs in Aichi Prefecture, Japan, asking about their use of 8 HRD practices over the past 3 years and their perceptions of operational and financial performance over that period. The results found a strong relationship between HRD practices like workforce training and increased skills/motivation, which led to improved operational performance and indirectly improved financial performance. There was also evidence of a direct relationship between HRD and improved financial performance in Japanese SMEs.
The document discusses knowledge shifting processes when an energy company changes its vision and mission to extend its business scope. It uses Pertamina, an Indonesian energy company, as a case study. The key points are:
1) Pertamina changed its vision from an oil and gas company to an energy company to include new and renewable energy due to environmental regulations.
2) This led to three phases - changing vision and mission, changing strategy/business processes/organization, and shifting knowledge.
3) Knowledge shifting involves managing existing employees' new knowledge and hiring new employees with knowledge matching the extended scope.
4) A knowledge shifting process model is proposed based on knowledge-based view theory to
A STUDY ON JOB COMPLETION OF WORKING WOMEN UNDER THE SERVICE SECTORS TIRUCHIR...IAEME Publication
There are many factors that contribute to job satisfaction and empowerment, according to this study. For the purposes of this paper, we will examine how much decision-making and decision-making power women have in the workplace. It is crucial for women to have a voice in all aspects of income generation, distribution, investment, and expenditure in order to achieve economic empowerment. Working women's empowerment programmes aim to help them exercise their rights as equal partners in society to participate in decision-making at all levels and in all spheres, both inside and outside the home. Women’s earning potential is being improved, and efforts are being made to guarantee that they have access to and control over all family/community assets.
Relationships among Structural Adaptations, Strategy Implementationa and Perf...Prof. Peter Kihara
This document examines the relationships between structural adaptations, strategy implementation, and performance of manufacturing small and medium enterprises (SMEs) in Thika Sub-County, Kenya. It finds that structural adaptations, formalization, and specialization are positively and significantly related to SME performance, while centralization is positively but insignificantly related. The study used a mixed research design and questionnaire to collect primary data from 115 SMEs, analyzing the data using correlation and regression. It concludes that formalization and specialization are key determinants of superior performance for SMEs, while centralization does not necessarily contribute to better performance in the dynamic SME environment in Kenya.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
This document is a literature review for a study on the influence of HR practices on employee retention in Indian organizations. It begins by discussing the importance of HRM and employee retention to organizational success. It then reviews several HR models and theories around retention management. The literature suggests that effective training, compensation, and rewards programs can help reduce turnover by improving job satisfaction and organizational performance. Retention is now seen as a strategic issue, and satisfying diverse employee needs is key. The review aims to identify the HR factors that influence an employee's decision to stay at an organization. It will inform the objectives of examining retention strategies and developing effective retention policies.
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
24 jurnal internasional scopus, 31 maret 2019 determinant of state owned ente...Aminullah Assagaf
This study examines factors that affect the financial health of state-owned enterprises (SOEs) in Indonesia. The researchers analyzed data from 7 SOEs over an 11-year period using linear regression models. They found that subsidies negatively impact financial health, as financial health declines when SOEs continue to rely on subsidies each year. Larger firm size was found to strengthen the link between subsidies and financial health, as larger SOEs tend to have better asset management and financial health. The study aims to provide insights to help SOE management improve financial health and reduce reliance on subsidies over time.
Determinant of state owned enterprises financial health indonesia empirical e...Nur Sayidah
This study examines factors that affect the financial health of state-owned enterprises (SOEs) in Indonesia. It analyzes the impact of subsidies, profitability, earnings management practices, and firm size on the financial health of 7 Indonesian SOEs over 11 years. The study finds that subsidies negatively impact financial health by making SOEs more reliant on government funding. Larger firm size strengthens the link between subsidies and financial health, as larger SOEs are better able to manage costs and resources efficiently. The study aims to provide insights to help SOEs improve financial management and reduce dependency on subsidies over time.
A STUDY ON PERFORMANCE MANAGEMENT IN BMTC WITH SPECIAL REFERENCE TO DIVISIONSIAEME Publication
A financial performance management is essential for every company to know the position of the business in this competitive world which helps them to analyse their strength and weakness. It analyses four years of data. This research study has been done with regards to divisions of BMTC in Bangalore. For the study purpose, secondary data have been collected from the annual report of these divisions for the period of four years starting from 2017-2020. Data has been analysed by applying one-way ANOVA. From the analysis, it has been concluded that there is a statistically significant difference in financial performance of these divisions based on the components like kilometre per litre top up oil, Total Vehicles, average vehicles on road and staff productivity of different zones. The expenses incurred with different zones have been analysed. It has been found from the study BMTC remains in standing Position compared to all other divisions between East, west, north, south and central zones. This also helps us to analyse the revenue and expenditure of the BMTC which gives information about financial health.
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
Effect of compensation strategy on corporat performance evidence from nigeria...Alexander Decker
This document summarizes a research journal article about the effect of compensation strategy on corporate performance in Nigerian firms. The article reviews literature on the relationship between compensation and performance. While compensation is intended to motivate employees and improve productivity, some research has found only a weak link between pay and individual performance. Most organizations rely on promotion-based incentives rather than direct financial bonuses tied to performance. The article also discusses different types of compensation strategies like profit sharing and gain sharing. The purpose of the study was to empirically examine the impact of compensation strategy on performance in selected Nigerian companies.
Effects of reward strategies on employee performance at kabete technical trai...Alexander Decker
This document discusses the effects of reward strategies on employee performance at Kabete Technical Training Institute in Nairobi, Kenya. It reviews theories of motivation and related literature on reward systems. The study used a survey of 159 employees to examine how personal achievement, growth opportunities, recognition, and promotion influence performance. The results found a significant relationship between rewards and performance. Personal achievement was a key motivator. Employees preferred promotion, better pay, cash bonuses, and training. The study recommends leveraging intrinsic motivation, improving training, recognizing performance fairly, and revising promotion policies to enhance retention.
Project report on compensation and benefitssukesh gowda
This document provides an overview of compensation and benefits. It discusses compensation as an exchange between employees and employers, with employees receiving financial and non-financial rewards in return for their work. It also discusses the objectives of compensation systems, including attracting, retaining, and motivating employees, as well as ensuring fairness and equity. Key factors that influence compensation levels and structures are then outlined, including labor market conditions, legislation, collective bargaining agreements, management attitudes, and an organization's ability to pay.
The Effects of Motivation on Employees’ Commitment in the Banking Industry in...ijtsrd
Banking industry represent a proportion of the service sector in every country and it is widely recognized that they contribute to employment growth. Since business establishments are human organizations, people are very essential in its existence and success. In spite of the efforts being made by the financial industries to improve staff commitment, employees’ motivation is still relatively challenging. This study adopted survey design because it provides the opportunity to describe the variables through the collection of primary data with the use of structured questionnaire. The population of this research is 5,200 employees of national, state and unit banks located across Lagos State, Nigeria. The sample frame from which employees of banks from the five geo political zones in Lagos State Badagry, Mainland, Epe, Island, and Ikorodu were selected regardless of their location in the State. This research work considered all participating banks in Lagos State. Senior and junior staff of participating banks were selected within the framework and a total of one thousand five hundred 1500 respondents were used. A self constructed and validated instrument titled, Staff Motivation and Employees Commitment in Banks Questionnaire SMECBQ . This was validated and a reliability test was performed, and the Cronbach’s alpha for the whole instrument is 0.79. The result showed that the questionnaire has a high level of reliability. The results of the findings revealed that The Pearson Correlation of motivation and employees’ job commitment was computed and established as 0.289 p value=0.000 showing a weak significant and positive relationship between the two variables. This means that there is a weak positive relationship between motivation and employees’ job commitment in the banks in Lagos State. The study concluded as motivation increases so do employees’ job commitment to the banks. Hence it was recommended that banks should align their reward system with those of other comparable institutions and that the safety and health needs of staff should continue to be addressed particularly for those on the field. Odunayo, H. A. "The Effects of Motivation on Employees’ Commitment in the Banking Industry in Lagos State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51843.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/51843/the-effects-of-motivation-on-employees’-commitment-in-the-banking-industry-in-lagos-state-nigeria/odunayo-h-a
In technological developments and the demands of the times, it requires the Regional Secretariat of
East Java Province to have a strategy to provide excellent service to the citizens of East Java. Not achievement
yet of the predicate as a Regional Government with Excellent Service and the existence of various problems and
public complaints related to the public service bureaucracy triggers and spurs the East Java Provincial
Government to realize competitive organizational performance
Relationship between human resource management practices and perceived perfor...Alexander Decker
This document summarizes a study that examined the relationship between human resource management (HRM) practices and employee performance in 5 hospitals in Jordan. The study found that HRM practices, such as planning, selection, recruitment, training, job evaluation, motivation, and compensation, can impact hospital performance. A survey was administered to hospital staff to understand the current HRM practices and their effect on performance. The results showed that HRM practices in Jordanian hospitals need improvement and that compensation had the greatest impact on increasing employee performance levels. The document provides context on the healthcare workforce in Jordan and reviews literature on the relationship between various HRM practices and organizational performance.
Reward System and Level of Staff Satisfaction among NonAcademic Staff of Sele...AJHSSR Journal
In any profit-oriented workplace, job relationship is seen as a trade procedure where workers
give inputs in terms of skills and expertise for the different rewards, compensations and incentives from their
employer which go far in deciding their satisfaction, performance and productivity. This study sought to
examine the level of staff satisfaction with the reward system implemented by three (3) selected tertiary
institutions in Enugu State, Nigeria. Survey design was adopted for this study. The population of the study was
1122 staff drawn from the non-academic staff of the selected higher institutions in Enugu State, Nigeria. A
sample size of 415 was obtained using Taro Yamane‟s (1964) formula for finite population. Four hundred and
fifteen (415) questionnaires were used to collect data from respondents who were non-academic staff members,
after being validated by experts in academia and human resources management. Burley‟s proportional
allocation was used to calculate proportionate sample size. Out of 415 copies administered, three hundred and
one (301) copies were returned and used for the analysis. Data were collected through primary and secondary
sources. Cronbach‟s Alpha was used to test for the reliability of the instrument, an Alpha of 0.79 was obtained
thus confirming the reliability of the instrument. The hypotheses formulated were tested using Z test. Findings
from the study revealed that the level of staff satisfaction with the reward system implemented by the tertiary
institutions is low (computed z-value of 24.385 against 1.645 and significance of 0.000) (z = 24.385> at p<
0.05) during the period studied. Based on the finding, the study concludes that the reward system implemented
have a very strong correlation with the satisfaction of non-academic staff in the institutions of higher learning
studied. In the light of the forgoing therefore, it was recommended that the reward systems implemented by the
institutions should be consistent with staff needs and relevant to the personal life of the employee. Also, the
reward system implemented should be reviewed at various levels to earn the employees‟ commitment and
satisfaction.
This document summarizes a research study that examines the relationship between strategic agility, innovative organizational climate, and internal entrepreneurial behavior in aviation enterprises in Turkey. The study aims to determine whether an innovative organizational climate mediates the relationship between strategic agility and internal entrepreneurial behavior. It reviews relevant literature on strategic agility, internal entrepreneurship, and innovative organizational climate. The methodology section indicates that factor analysis, correlation analysis, and regression analysis were used to analyze data collected from aviation enterprise employees and test the hypotheses. The findings could help aviation enterprises improve their strategic agility and support internal entrepreneurship behaviors.
The document summarizes a study on increasing the utilization and productivity of general practitioners in hospitals during the COVID-19 pandemic. It found that during the early months of the pandemic in 2020, hospitals experienced significant decreases in patient visits and general practitioner productivity and income due to social distancing measures. The study used interviews and group discussions to measure the decline and developed strategies using SWOT analysis. It concluded that cross-selling, up-selling and digitalization strategies could help increase general practitioner utility and productivity while also maintaining hospital income during the crisis.
IMPACT OF PATERNALISTIC LEADERSHIP ON EMPLOYEE COMMITMENT AND INNOVATIVE WOR...MehranMouzam
1. Description of Research Work
Innovation is a key concern of HR now a days. It is the key requirement for organizational success (Akram,
Lei, Haider, & Hussain, 2018). It gives new ways to do work, to overcome situations, to solve problems
and to make decisions. Dedahanov et al. (2019) claims that PLB and EE promotes innovative work
behaviour of employees. This positive impact can be enhanced by I-deals that are now trending in
manipulating job behaviours of employees. Recent studies conducted by Microsoft Japan on a four-day
working week claims that, not only the employees became happier and satisfied, they became productive
at workplace. These shortened working weeks and flexibility made employees more efficient and
productive at workplace (Paul, 2019). Leadership styles are now playing major roles in organizations and
are proved to be crucial factors for their success. PLB is a practical approach to get maximum out of
employees. According to Hornung, Rouseau, Glaser, Angerer, and Weigh (2011), loyalty and commitment
of employees are major outcomes of PLB. When employees are committed at workplace, their performance
boost ups which ultimately effects the organizational performance positively. This study is conducted to
observe and to describe the role of PLB on employee’s commitment level and how I-deals can mediate this
relationship in pharmaceutical sector. According to PPMA (2017), Pakistan’s pharmaceutical industry is
progressive, vibrant and future oriented. It consists of more than 700 manufacturing units, having 25-
multinational pharmaceutical units working in country. 70% of country’s demand of finished medicines is
been met by this sector and have shown a remarkable growth over last ten years and has export turnover of
more than 12 million and accounts for less than one percent of country’s GDP. To observe this productive
phenomenon of PLB, I-deals, EE, IWB and commitment in such a fast-growing sector can help to develop
positive outcomes for them.
This document summarizes a study that examines the impact of human resource development (HRD) practices on business performance in small and medium manufacturing enterprises (SMEs) in Japan. It conducted a survey of 105 SMEs in Aichi Prefecture, Japan, asking about their use of 8 HRD practices over the past 3 years and their perceptions of operational and financial performance over that period. The results found a strong relationship between HRD practices like workforce training and increased skills/motivation, which led to improved operational performance and indirectly improved financial performance. There was also evidence of a direct relationship between HRD and improved financial performance in Japanese SMEs.
The document discusses knowledge shifting processes when an energy company changes its vision and mission to extend its business scope. It uses Pertamina, an Indonesian energy company, as a case study. The key points are:
1) Pertamina changed its vision from an oil and gas company to an energy company to include new and renewable energy due to environmental regulations.
2) This led to three phases - changing vision and mission, changing strategy/business processes/organization, and shifting knowledge.
3) Knowledge shifting involves managing existing employees' new knowledge and hiring new employees with knowledge matching the extended scope.
4) A knowledge shifting process model is proposed based on knowledge-based view theory to
A STUDY ON JOB COMPLETION OF WORKING WOMEN UNDER THE SERVICE SECTORS TIRUCHIR...IAEME Publication
There are many factors that contribute to job satisfaction and empowerment, according to this study. For the purposes of this paper, we will examine how much decision-making and decision-making power women have in the workplace. It is crucial for women to have a voice in all aspects of income generation, distribution, investment, and expenditure in order to achieve economic empowerment. Working women's empowerment programmes aim to help them exercise their rights as equal partners in society to participate in decision-making at all levels and in all spheres, both inside and outside the home. Women’s earning potential is being improved, and efforts are being made to guarantee that they have access to and control over all family/community assets.
Relationships among Structural Adaptations, Strategy Implementationa and Perf...Prof. Peter Kihara
This document examines the relationships between structural adaptations, strategy implementation, and performance of manufacturing small and medium enterprises (SMEs) in Thika Sub-County, Kenya. It finds that structural adaptations, formalization, and specialization are positively and significantly related to SME performance, while centralization is positively but insignificantly related. The study used a mixed research design and questionnaire to collect primary data from 115 SMEs, analyzing the data using correlation and regression. It concludes that formalization and specialization are key determinants of superior performance for SMEs, while centralization does not necessarily contribute to better performance in the dynamic SME environment in Kenya.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
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This document is a literature review for a study on the influence of HR practices on employee retention in Indian organizations. It begins by discussing the importance of HRM and employee retention to organizational success. It then reviews several HR models and theories around retention management. The literature suggests that effective training, compensation, and rewards programs can help reduce turnover by improving job satisfaction and organizational performance. Retention is now seen as a strategic issue, and satisfying diverse employee needs is key. The review aims to identify the HR factors that influence an employee's decision to stay at an organization. It will inform the objectives of examining retention strategies and developing effective retention policies.
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
24 jurnal internasional scopus, 31 maret 2019 determinant of state owned ente...Aminullah Assagaf
This study examines factors that affect the financial health of state-owned enterprises (SOEs) in Indonesia. The researchers analyzed data from 7 SOEs over an 11-year period using linear regression models. They found that subsidies negatively impact financial health, as financial health declines when SOEs continue to rely on subsidies each year. Larger firm size was found to strengthen the link between subsidies and financial health, as larger SOEs tend to have better asset management and financial health. The study aims to provide insights to help SOE management improve financial health and reduce reliance on subsidies over time.
Determinant of state owned enterprises financial health indonesia empirical e...Nur Sayidah
This study examines factors that affect the financial health of state-owned enterprises (SOEs) in Indonesia. It analyzes the impact of subsidies, profitability, earnings management practices, and firm size on the financial health of 7 Indonesian SOEs over 11 years. The study finds that subsidies negatively impact financial health by making SOEs more reliant on government funding. Larger firm size strengthens the link between subsidies and financial health, as larger SOEs are better able to manage costs and resources efficiently. The study aims to provide insights to help SOEs improve financial management and reduce dependency on subsidies over time.
A STUDY ON PERFORMANCE MANAGEMENT IN BMTC WITH SPECIAL REFERENCE TO DIVISIONSIAEME Publication
A financial performance management is essential for every company to know the position of the business in this competitive world which helps them to analyse their strength and weakness. It analyses four years of data. This research study has been done with regards to divisions of BMTC in Bangalore. For the study purpose, secondary data have been collected from the annual report of these divisions for the period of four years starting from 2017-2020. Data has been analysed by applying one-way ANOVA. From the analysis, it has been concluded that there is a statistically significant difference in financial performance of these divisions based on the components like kilometre per litre top up oil, Total Vehicles, average vehicles on road and staff productivity of different zones. The expenses incurred with different zones have been analysed. It has been found from the study BMTC remains in standing Position compared to all other divisions between East, west, north, south and central zones. This also helps us to analyse the revenue and expenditure of the BMTC which gives information about financial health.
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
Effect of compensation strategy on corporat performance evidence from nigeria...Alexander Decker
This document summarizes a research journal article about the effect of compensation strategy on corporate performance in Nigerian firms. The article reviews literature on the relationship between compensation and performance. While compensation is intended to motivate employees and improve productivity, some research has found only a weak link between pay and individual performance. Most organizations rely on promotion-based incentives rather than direct financial bonuses tied to performance. The article also discusses different types of compensation strategies like profit sharing and gain sharing. The purpose of the study was to empirically examine the impact of compensation strategy on performance in selected Nigerian companies.
Effects of reward strategies on employee performance at kabete technical trai...Alexander Decker
This document discusses the effects of reward strategies on employee performance at Kabete Technical Training Institute in Nairobi, Kenya. It reviews theories of motivation and related literature on reward systems. The study used a survey of 159 employees to examine how personal achievement, growth opportunities, recognition, and promotion influence performance. The results found a significant relationship between rewards and performance. Personal achievement was a key motivator. Employees preferred promotion, better pay, cash bonuses, and training. The study recommends leveraging intrinsic motivation, improving training, recognizing performance fairly, and revising promotion policies to enhance retention.
Project report on compensation and benefitssukesh gowda
This document provides an overview of compensation and benefits. It discusses compensation as an exchange between employees and employers, with employees receiving financial and non-financial rewards in return for their work. It also discusses the objectives of compensation systems, including attracting, retaining, and motivating employees, as well as ensuring fairness and equity. Key factors that influence compensation levels and structures are then outlined, including labor market conditions, legislation, collective bargaining agreements, management attitudes, and an organization's ability to pay.
The Effects of Motivation on Employees’ Commitment in the Banking Industry in...ijtsrd
Banking industry represent a proportion of the service sector in every country and it is widely recognized that they contribute to employment growth. Since business establishments are human organizations, people are very essential in its existence and success. In spite of the efforts being made by the financial industries to improve staff commitment, employees’ motivation is still relatively challenging. This study adopted survey design because it provides the opportunity to describe the variables through the collection of primary data with the use of structured questionnaire. The population of this research is 5,200 employees of national, state and unit banks located across Lagos State, Nigeria. The sample frame from which employees of banks from the five geo political zones in Lagos State Badagry, Mainland, Epe, Island, and Ikorodu were selected regardless of their location in the State. This research work considered all participating banks in Lagos State. Senior and junior staff of participating banks were selected within the framework and a total of one thousand five hundred 1500 respondents were used. A self constructed and validated instrument titled, Staff Motivation and Employees Commitment in Banks Questionnaire SMECBQ . This was validated and a reliability test was performed, and the Cronbach’s alpha for the whole instrument is 0.79. The result showed that the questionnaire has a high level of reliability. The results of the findings revealed that The Pearson Correlation of motivation and employees’ job commitment was computed and established as 0.289 p value=0.000 showing a weak significant and positive relationship between the two variables. This means that there is a weak positive relationship between motivation and employees’ job commitment in the banks in Lagos State. The study concluded as motivation increases so do employees’ job commitment to the banks. Hence it was recommended that banks should align their reward system with those of other comparable institutions and that the safety and health needs of staff should continue to be addressed particularly for those on the field. Odunayo, H. A. "The Effects of Motivation on Employees’ Commitment in the Banking Industry in Lagos State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-6 , October 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51843.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/51843/the-effects-of-motivation-on-employees’-commitment-in-the-banking-industry-in-lagos-state-nigeria/odunayo-h-a
THE EFFECT OF COMPENSATION ON EMPLOYEE PERFORMANCE IN NIGERI.docxtodd701
THE EFFECT OF COMPENSATION ON
EMPLOYEE PERFORMANCE IN NIGERIA
CIVIL SERVICE: A STUDY OF RIVERS STATE
BOARD OF INTERNAL REVENUE SERVICE
Okwudili, B. E.*, Edeh Friday Ogbu**
*Department of Industrial Relations & Personnel Management College of Management Sciences,
Michael Okpara University of Agriculture, Umudike, Nigeria.
**Department of Industrial Relations & Personnel Management College of Management Sciences,
Michael Okpara University of Agriculture, Umudike, Nigeria.
Email: [email protected]
Abstract The present study examines the effect of compensation on employee performance in Rivers State Board of Internal Revenue. It
adopted a cross-sectional research survey. Target population comprises employees of Rivers State Board of Internal Revenue Service. Accessible
population for this study is 45. Sample size is 40 using Krejcie and Morgan (1970) sample size determination table. Only 32 questionnaires
were completed and returned. Convenience sampling technique was adopted. Spearman Rank Order Correlation Coefficient was used with
the aid of Statistical Package for Social Sciences (SPSS) version 20.0. The finding of this study revealed that direct compensation is positively
associated with employee performance. Secondly, indirect compensation was found to significantly associate with employee performance. The
study concludes that civil service should see compensation as a tool that will enhance employee performance. The study recommended that
civil service commission should employ qualified human resource personnel that will oversee the affairs of employee compensation as this
will remove the bottleneck surrounding the non-implementation of employees’ compensation. Secondly, allowances due to workers should be
promptly paid to them to avoid ineffectiveness in the civil service.
Keywords: Compensation, Direct Compensation, Indirect Compensation, Extrinsic Rewards, Intrinsic Rewards, Employee Performance
Introduction
Compensation is one aspect of human resource management
that has generated a lot of controversies over the years. This
is as a result of its significance in employee motivation and
organisational progress. Compensation plays a major role in
attracting new talents. This implies that what is giving to
existing workers will determine how new job seekers will
be attracted to the organisation. Motivation of an employee
is directly proportional to the compensation he/she receives.
There is a saying that even in freetown, nothing is free which
in other words mean that, no compensation no effort. It has
been contended in many quarters thatretention of talents
cannot be possible if management does not compensate
them continually. This implies that effective compensation
packages help in employee retention, which has become
essential for sustaining firms’ competitive advantage
(Bhattacharyya, 2007). It has also been shown that talents
tend to match their commitment to the compensation they
receive in r.
The aim of this study is to investigate reward system and employee performance in three selected
companies such as Nestle Plc, Mumudia Integrated services and Bucebal ventures limited in Port Harcourt,
Rivers State. The study also shows how employees improve its performances in a reward system. Questionnaire
was used as instrument and 60 questionnaires were issued and while 50 questionnaires were retrieved to check
the respondent’s opinion.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
The study investigates the effects of incentives on employee’s productivity. The study had the
following objectives: The relationship between incentive and productivity of employee’s in organisations
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Grievance Resolution Mechanism on Employee Productivity: Commercial Banks in ...paperpublications3
Abstract: Motivation of employees has always been quantified in financial attributes. For productivity to occur then there is need for using non-financial motivational initiatives. This study purposed to analyze the role of motivational initiatives on employee productivity with specific reference to commercial banks in Bungoma County. The study was guided by the objective: to establish the role of grievance resolution on employee productivity. The study adopted a survey design with a focus on 536 bank employees of different job cadres drawn from 11 banks. A sample size of 229 was obtained using Yamane’s formula. Stratified sampling technique was employed with six strata’s obtained from six job cadres from top management to clerical staff. Structured questionnaires were the main data collection tools and analysis was aided by use Statistical Program for Social Scientist (SPSS) where descriptive and inferential statistics was applied and there after presentations of findings was done using tables. There was a positive strong correlation between grievance resolution and employee productivity. r = .754, p (0.00) < α (0.05). The study concludes that the non-financial motivation strategy influenced employee productivity in commercial banks. The study recommends introduction of impartial dispute meetings to resolve grievances.
Effect of Staff Performance Appraisal Outcomes on Employee Job Performance a ...iosrjce
This document summarizes a research study that examined the effect of staff performance appraisal outcomes on employee job performance at Invesco Assurance Company Kenya Limited. The study found that increases in salaries, allowances, and benefits after performance appraisals motivated employees to perform better. It also concluded that retention, promotion, and transfers led to improved job performance. Training was found to have a greater effect on performance than human resource planning. The greatest influence on performance was found to be employee job mobility, followed by training, pay/remuneration, and then human resource planning. The study recommends developing a better tailored performance appraisal system and ensuring a fair process for choosing managers.
An empirical investigation of how the unified pay structures affects job perf...Alexander Decker
The document analyzes how a unified pay structure affects job performance in federal teaching hospitals in Nigeria. It conducted a study across 14 major teaching hospitals, surveying 560 health workers. The results found that over 75% of respondents rated job performance as poor under the current unified pay structure. Additionally, over 60% of respondents from each hospital also rated performance as poor. The unified pay structure was found to compensate all health workers the same regardless of competency or performance, failing to link effort to reward. This denies opportunities for achievement and fails to motivate workers. It was concluded that revising the pay structure to better link performance to rewards could improve motivation and job performance among health workers.
IntroductionDue to the evolution of the contemporary business wo.docxvrickens
Introduction
Due to the evolution of the contemporary business world, companies are continuously searching for specialised ways for constructing a workforce, which actually helps them to deal with the changing economic perceptions. Edwards (2012) proposed that job creation and inflation related to various goods and services are mainly responsible for developing a climate requiring the useful involvement of a suitable human resource plan in the right place for the majority of corporations of modern day. In this particular scenario, it is constructive for the human resource managers to determine the job worth, which can be performed by conducting a job evaluation based on the current market needs (Day, 2012). It is observed that the certain implication of the process encourages the organization to achieve success along with the other potential contributions from the information documented through the extensive research. In order to achieve the organizational aims productively, the management must need to adopt a market-driven approach for luring the talents from the market, recruiting them to the company, and retaining them with the workforce (Kinyili, Karanja, & Namusonge, 2015). However, there is a significant level of difference between the market-driven job evaluation and job worth system regardless of their mutual connection with the workforce development. Therefore, this paper is formed with the aim of developing a suitable discussion regarding the ‘Market-driven Job Evaluation vs. Job Worth’ for elaborating critical understanding on what the organizations should need to exercise internally or externally.
Similarities And Differences Between Market-Driven Job Evaluation And Job-Worth System Of Job Evaluation
As dictated by day (2012), companies from the modern day environment are always looking for a sustainable niche, which might contribute to their survival in the respective marketplaces. By the investigation regarding the historical timeframe, it is observed that the organizations are going through an ever changing redesigning process from both internally and externally for countering the risks associated with the market settings (). With reference to the identified fact, often the organizations can be seen designing new jobs, placements, and classifications in accordance to the needs of its customers or organizational strategies. Furthermore, companies may create an entirely innovative division for just in place for addressing the new trends, technologic needs, and development requirements for the corporation.
From the above understanding, it can be assumed that the job evaluation techniques are followed for brewing a more personalised product or service and offering them to the customers for enriching their buying experience (Effort, 2013). Here, Kinyi and Karanja (2015) have indicated the suggestion provided by the talent management experts Susan Cantrell and David Smith to ensure the introduction of a revolutionary new system for m ...
EFFECTS OF REWARD SYSTEMS ON EMPLOYEE PRODUCTIVITY IN CATHOLIC UNIVERSITY OF ...paperpublications3
Abstract:The main objective of this study was to assess the effects of reward systems on employee productivity in The Catholic University of Eastern Africa, Kenya. It further sought to determine the factors which increase employee motivation to better performance and critically evaluate and focus on the effects of reward systems on employee productivity. Purposive sampling was used to sample 80 respondents from all cadres of staff. Data was collected through self-administered questionnaires on a delivery and collection basis to the respondents. Regression technique was used to analyze the data. The data was analyzed using Statistical Package for Social Scientists (SPSS). The findings of this study revealed that different respondents had different motivational preferences but majority of the Institution’s staff was more exposed to the use of non-financial rewards such as recognition, training, opportunities to handle greater responsibilities, employee promotion and participation in key decision making and challenging jobs to motivate exemplary performers. The study also shows that the rewards offered as a result of good performance were worthwhile and meaningful. The study concluded that employees reward systems is a source of motivation to the employees.
The document discusses work-life balance and its importance for employee engagement and productivity. It provides an overview of research showing that supporting work-life balance leads to increased employee engagement when the workplace culture genuinely values it. However, the benefits of work-life balance, like improved retention and discretionary effort, only occur when the entire workplace, including senior managers and colleagues, supports employees in achieving a better balance.
This document discusses a study investigating the effect of financial rewards on employee turnover and job performance in tertiary institutions in Cross River State, Nigeria. The study aimed to determine if financial rewards impacted how long employees stayed at their jobs and how well they performed their duties. A survey was conducted of 3,800 academic and non-academic employees across tertiary institutions in the region. The findings suggested that financial rewards significantly influenced both employee turnover and job performance at these schools. The researcher recommended further investigating other potential causes of employee turnover beyond financial factors.
Extrinsic Reward and Employee Engagement in Selected Commercial Banks in Anam...ijtsrd
The study examined extrinsic reward and employee engagement in selected commercial bank in Anambra state Nigeria. Specifically, the study assesses the relationship between bonus and employee’s engagement in selected commercial bank in Anambra state Nigeria and determine relationship between promotion and employee’s engagement in selected commercial bank in Anambra state Nigeria, Two research questions and hypotheses were formulated for the study in line with the objectives. The study made use of correlational design and the area of study was Anambra state. The population for the study was based on 60 middle and lower level manager in new generational commercial banks such as access bank, Polaris bank and fidelity bank. Research instruments were validated and reliable. Correlation analysis was used to taste the research questions and hypotheses. The study revealed that there is significant relationship between extrinsic reward and employee engagement in selected commercial bank in Anambra state Nigeria. It was recommended that banks should pay more attention to reward system at the work place as it is found to have an impact on employee engagement with respect to service quality of operation and where possible strict penalties should be taken into consideration in order to boost performance. The management should encourage the concept of reward system as this will give employee the determination to feel needed at the job and as a result will boost their performance in selected commercial banks Anambra State Nigeria. Ugochukwu Paul Orajaka | Obiasor, Chikaosolu Blessing "Extrinsic Reward and Employee Engagement in Selected Commercial Banks in Anambra State Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-3 , April 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49684.pdf Paper URL: https://www.ijtsrd.com/management/consumer-behaviour/49684/extrinsic-reward-and-employee-engagement-in-selected-commercial-banks-in-anambra-state-nigeria/ugochukwu-paul-orajaka
Assessment of the level of employee performances in some selected.pdfPUBLISHERJOURNAL
Assessment of the level of employee performances in some selected organizations in Kampala, Uganda.
1Tom Mulegi, 2Mary Tunde Nalubega, and 2Eleanor Kirahora Barongo
1Department of Public Administration, College of Humanities and Social Sciences, Kampala International University.
2Department of Development Peace and Conflict studies, College of Humanities and Social Sciences, Kampala International University.
________________________________________
ABSTRACT
This study assessed the level of employee performances in some selected organizations in Kampala, Uganda. The study objective was achieved through descriptive, cross sectional and correlative survey designs. A study population of 484 was earmarked, from which a sample population of 219 respondents were derived using Slovene’s Formula. Data was collected primary using self-administered questionnaires (SAQs) and structured interviews. An extensive review of literature contributed a significant amount of secondary data. Findings showed that the r-value indicated that 67.7% of employee performance is influenced by job safety, implying that the remaining 23.3% of change in employee productivity could be explained by other factors other than Job safety. The study recommended that the Different stakeholders including government and non-governmental organizations need to put in place mechanisms to ensure that employees are protected from work. The government should put in place laws aiming at protecting workers against health issues associated with work related Hazards.
Keywords: Employee, performances, and organizations
EFFECTS OF REWARD SYSTEMS ON EMPLOYEE PRODUCTIVITY IN CATHOLIC UNIVERSITY OF ...paperpublications3
Abstract:The main objective of this study was to assess the effects of reward systems on employee productivity in The Catholic University of Eastern Africa, Kenya. It further sought to determine the factors which increase employee motivation to better performance and critically evaluate and focus on the effects of reward systems on employee productivity. Purposive sampling was used to sample 80 respondents from all cadres of staff. Data was collected through self-administered questionnaires on a delivery and collection basis to the respondents. Regression technique was used to analyze the data. The data was analyzed using Statistical Package for Social Scientists (SPSS). The findings of this study revealed that different respondents had different motivational preferences but majority of the Institution’s staff was more exposed to the use of non-financial rewards such as recognition, training, opportunities to handle greater responsibilities, employee promotion and participation in key decision making and challenging jobs to motivate exemplary performers. The study also shows that the rewards offered as a result of good performance were worthwhile and meaningful. The study concluded that employees reward systems is a source of motivation to the employees.
Keywords:employee motivation, effective reward system, performance, Productivity, Reward systems: Financial and non-financial rewards.
Effects of Reward on Performance of Workers in the Nigerian Public Sectorijtsrd
Service delivery in Nigeria's public sector has assumed greater significance given that much is required of the civil service if government is to successfully execute its policies and programmes. However, for effective and efficient service delivery and improved job performance in the public sector, workers need to be appropriately motivated. It is in view of the foregoing that this study was designed to examine the effect of reward on employee's performance in Oyo State civil service. The study was anchored on motivational theory of equity which sees performance as consequence of fair treatment of employees. To address the study problems, descriptive survey design was adopted. The population of the study comprises of 7,785 employees of the Ministries, Departments and Agencies MDAs of the Oyo State Civil Service. A sample size 381 was drawn by the use of Talo Yamanes formula of which 200 copies of questionnaires was duly completed and returned and this represents 52.5 response rate. In line with the study objectives, four hypotheses were formulated and tested using simple regression analysis and t test analysis through the use of the 22nd version of SPSS. The findings revealed significant individual and joint effect of financial and non financial rewards on performance. In addition, the study discovered that non financial reward in comparison to financial reward significantly impacted more on performance. In view of the findings, the study recommended that it is high time government knew what propels its workforce to improved productivity. In particular, in service training, merit based promotion, recognition, meritorious service awards, recommendation and other forms on non financial reward were advocated while not forgetting performance based incentives. Esione, Uchechukwu Onyeka | Osita, Fabian Chinedu | Prof. Chigbo D. Ngige ""Effects of Reward on Performance of Workers in the Nigerian Public Sector"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-2 , February 2020,
URL: https://www.ijtsrd.com/papers/ijtsrd30043.pdf
Paper Url : https://www.ijtsrd.com/management/organizational-behaviour/30043/effects-of-reward-on-performance-of-workers-in-the-nigerian-public-sector/esione-uchechukwu-onyeka
Effects of Reward on Performance of Workers in the Nigerian Public Sector
COMPENSATION PLAN PAPER
1. IOSR Journal of Business and Management (IOSR-JBM)
e-ISSN: 2278-487X,p-ISSN: 2319-7668.Volume 16, Issue 6.Ver. IV (Jun. 2014),PP 00-00
www.iosrjournals.org
www.iosrjournals.org 1 | Page
An Assessment of the impact of Compensation Plan on workers
Performance of selected Quoted Food and Beverages
Manufacturing Companies in Nigeria.
Oladejo M.O1* Yinus Oluwaseun2
1,2
Department of Management and Accounting,Faculty of Management Sciences Ladoke Akintola University of
Technology Ogbomoso, Oyo State, Nigeria
Abstract: Evidence from the literature showed that in a competitive environment a successful organization
must establish a compensation philosophy that will motivate the organization employee. The extent to which
employee have benefited from the compensation plan system in food industry has not received much attention in
developing economy such as Nigeria. Testing the Vroom expectancy theory that emphasizes the needs for
organizations to relate rewards directly to performance in Nigerian foods and beverages industry will provide
empirical evidence in the Nigerian context. It was in line with this that the study aimed at examining the effect of
compensation plan on workers performance in the Nigerian food and beverage manufacturing companies. The
study was carried out with 125 out of the 150 questionnaires that were administered and distributed to the staff
of the selected food and beveragescompanies in Lagos state. Data collected was analyzed using frequency table
and percentage analysis while the non-parametric statistical test Chi- square was used to test the formulated
hypothesis using STATA 10 data analysis package/software to examine how the selected workers perceived the
influence of compensation plan on their Performance. The result of the analysis and hypothesis tested at 5 %
level of significance (p < 0.000) showed that compensation plan has significant and positive effect on workers
performance which will eventually increase the overall performance of the Nigerian foods and beverages
industry.Compensation system was also found to be the backbone of all policies concerning the acquisition and
utilization of human resources. To this end, it is recommended that food companies should come up with
effective compensation plans especially in investing the various aspects of human capital so as to remain
competitive and maintain long run survival.
Keywords: Compensation Plan,workers Performance, Human Capital, Firm Performance, Nigerian Food and
Beverage Industry.
I. Introduction
Wages determination and administration otherwise referred to as rewards system has always been a
concern of accountants and labour economists. The wage policy of a firm is pronounced in its compensation
plan and has been a subject of concern to players in commerce. A well-designed compensation plan is expected
to motivate employees, ensure job satisfaction, controls compensation costs, and ensures equity. There is
evidence that contingent wage systems affect performance positively (Osterman, 2006). According to
Lunenburg, (2011), the Vroom expectancy theory has some important implications for motivating employees as
it identifies several important things that can be done to motivate employees by altering the person’s effort-to-
performance expectancy, performance-to-reward expectancy, and reward valences. Furthermore Lam et. al,
(2001) investigated employees’ job satisfaction in Hong Kong Hotels and their research results specifically
showed that wages is the most important category contributing to job satisfaction while Grund and Westergaard-
Nielsen (2004) examined the interrelation between intra-firm wage increases and firm performance with
evidence of positive relationship. One of the components of effective compensation administration program is
job pricing which involves establishing rate ranges; that is, minimum, midpoint, and maximum dollar values for
each labour grade.
A growing number of employers are incorporating performance-based compensation plans to boost
productivity and maximize their return on investment in compensation. These types of plans are designed to
reward employees who produce. Some experts argue that traditional salary increas es aren’t as connected to
performance as they should be. By contrast, a well thought out performance-based bonus plan can be tied
directly to the results the company sees as valuable. However, developing a performance-based compensation
plan could be challenging. One mistake employers often make is setting performance targets too low. Another
common mistake is for employers to use the wrong metrics in determining an employee’s performance.
Outcomes of worldwide empirical research summarized in recent work of Boselie, Dietz, and Boon
(2005) and Katou, and Budhwar (2006) suggest that there are commonalities and also contradictions in Human
Resources Management and performance research (Wright and Boswell 2002; Wall and Wood 2005). In another
2. An Assessment of the impact of Compensation Plan on workers Performance of selected Quoted Food
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study, Delaney and Huselid (1996) found that practices consistent with a high involvement HRM strategy, such
as highly selective staffing, incentive compensation, and training, were positively linked to organizational
performance. Katou and Budhwar (2006) in their study of 178 Greek manufacturing firms found support with
the universalistic model and reported that HRM policies of recruitment, training, promotion, incentives,
benefits, involvement and health and safety are positively related to organizational performance. Follow up
empirical works have shown reasonably strong, positive relationships between the extent of a firm’s adoption of
high-involvement HRM strategies and organizational performance (Chadwick and Cappelli 1998; Katou and
Budhwar 2007). According to Som (2008), most of the work on HRM and performance has been undertaken in
the US and recently in the last decade in UK and as such may not be suitable to explain the relationship in a
developing economy like Nigeria. Studies of this nature are new in the context food and beverage industry in
Nigeria and shall be focus of the current study.
II. Statement of the Problem
Evidence from the literature suggests that employee’s compensation plays a key role in any
organisation because it is at the heart of the employment relationship and of critical importance to both
employees and employers. Employees typically depend on wages, salaries, and so forth to provide a large share
of their income and on benefits to provide income and health security. Relying on Vroom expectancy theory,
several researches have confirmed positive relationship between rewards system and performance. However, a
recent study by Aberdeen Group (2008) reveals there is still much confusion on how to do it right observing a
general lack of visibility into many compensation programs being created, and a lot of bad habits being brought
into the process. Empirical evidence as to the perceived influence of compensation plan on the performance of
food and beverage firms in a developing economy like Nigeria thus becomes imperative. This study remains
germane by investigating the influence of compensation plan on the performance of selected employees in the
Nigerian quoted foods and beverages industry.
Objectives of the Study
The main thrust of this paper is to determine the effectiveness of compensation plan on workers
performance with the aim of improving the overall organizational performance.
Specifically the paper will provide answers to the following questions:
i. Is there any significant relationship between compensation plan and workers performance?
ii. How does compensation plan affect workers performance?
Research Hypothesis
Ho: Compensation plan does not positively influence workers performance in the Nigerian foods and
beverages industry
III. Theoretical back ground, Conceptual Clarifications and Literature Review
Vroom (1964) defines motivation as a process governing choices among alternative forms of voluntary
activities, a process controlled by the individual. The individual makes choices based on estimates of how well
the expected results of a given behavior are going to match up with or eventually lead to the desired results.
Motivation is a product of the individual’s expectancy that a certain effort will lead to the intended performance,
the instrumentality of this performance to achieving a certain result, and the desirability of this result for the
individual, known as valence. The Vroom expectancy theory according to Droar, (2006) emphasizes the needs
for organizations to relate rewards directly to performance and to ensure that the rewards provided are those
rewards deserved and wanted by the recipients. Expectancy theory is based on four assumptions (Vroom, 1964).
One assumption is that people join organizations with expectations about their needs, motivations, and past
experiences. These influence how individuals react to the organization. A second assumption is that an
individual’s behavior is a result of conscious choice. That is, people are free to choose those behaviors
suggested by their own expectancy calculations. A third assumption is that people want different things fromthe
organization (e.g., good salary, job security, advancement, and challenge). A fourth assumption is that people
will choose among alternatives so as to optimize outcomes for thempersonally. The expectancy theory based on
these assumptions has three key elements: expectancy, instrumentality, and valence. A person is motivated to
the degree that he or she believes that (a) effort will lead to acceptable performance (expectancy), (b)
performance will be rewarded (instrumentality), and (c) the value of the rewards is highly positive (valence).
The constantly changing business environment requires firms to strive for superior competitive
advantages via dynamic business plans which incorporate creativity and innovativeness. This is essentially
important for their long term sustainability. Undoubtedly, human resource input plays a significant role in
enhancing firms’ competitiveness (Barney, 1995). At a glance, substantial studies were carried out on human
capital and their implications on firm performance were widely covered and obviously, human capital
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enhancement will result in greater competitiveness and performance (Agarwala et al 2003;Som 2008).
Osterman, (2006) concluded in his study that high wages were associated high performance work organizations.
The definition of firm performance could vary from one firm to another. Nonetheless, some clear
definitions of firm performance in the context of human capital enhancement could be put forward. In some
cases, financial performance measures such as percentage of sales resulting from new products, profitability,
capital employed and return on assets (ROA) (Selvarajan et al., 2007; Hsu et al., 2007). Besides, return on
investment (ROI), earnings per share (EPS) and net income after tax (NIAT) can also be used as measures of
financial performance (Grossman, 2000). Interestingly, researchers also tend to benchmark managerial
accounting indicators against the financial measures in six dimension; ‘workers compensation’ (workers’
compensation expenses divided by sales); ‘quality’ (number of errors in production); ‘shrinkage’ (e.g. inventory
loss, defects, sales return); ‘productivity’ (payroll expenses divided by output); ‘operating expenses’ (total
operating expenses divided by sales) (Wright et al., 2005). On the other hand, firm performance can also be
measured using ‘perceived performance approach’ (also referred to as subjective performance measure) where
Likert-like scaling is used to measure firm performance from the top management perspectives (Selvarajan,
2007).
Evidence from the literature shows that Corporate performance is positively related to the percentage of
equity-based compensation to total compensation and that equity-based compensation has a positive impact on
the company's financial performance, and higher than on the market performance. According to Adeyemi and
Aremu (2008), Organizational effective performance has become a watchword in modern business; as a result
there are inexorable pressure for Business Process Re-engineering. Stoffers and Van der Heijden (2009)
believed that by stimulating and investing in employability and in the quality of the relationships between
employees and supervisors, innovative work behaviour and improved organizational performance can be
achieved. According to Marimuthu, Arokiasamy and Ismail, (2009), to develop a competitive advantage, it is
important that firms truly leverage on the workforce as a competitive weapon. A strategy for improving
workforce productivity to drive higher value for the firms has become an important focus. Firms seek to
optimize their workforce through comprehensive human capital development programmes not only to achieve
business goals but most important is for a long termsurvival and sustainability. To accomplish this undertaking,
firms will need to invest resources to ensure that employees have the knowledge, skills, and competencies they
need to work effectively in a rapidly changing and complex environment.
Although there is a broad assumption that human capital has positive effects on firms’ performance,
the notion of performance for human capital remains largely untested. Aberdeen used four key performance
criteria to distinguish Best-in-Class organizations at designing and managing total compensation programs:
90% of Best-in-Class improved revenue per employee
83% of Best-in-Class improved labor costs as a percentage of sales
73% of Best-in-Class improved employee job satisfaction
64% of Best-in-Class improved employee retention
Survey results show that the firms enjoying Best-in-Class performance shared several common characteristics:
87% have partially or fully integrated total compensation data collection with other workforce
management applications
76% have clearly defined compensation policies
75% have compensation policies clearly communicated to employees
70% have partially or fully automated their data collection (Aberdeen Group Research Report 2008)
IV. The Relationship between Human Capital and Firm Performance
The human capital focuses two main components which is individuals and organizations. This concept
have further been described by Garavan et al., (2001) that human capitals have four key attributes as follows: (1)
flexibility and adaptability (2) enhancement of individual competencies (3) the development of organizational
competencies and (4) individual employability. It shows that these attributes in turn generate add values to
individual and organizational outcomes. There are various findings that incorporate human capital with higher
performance and sustainable competitive advantage (Noudhaug, 1998); higher organizational commitment (Iles
et al., 1990); and enhanced organizational retention (Robertson et al., 1991).Hence, all this debates
fundamentally focuses on individual and organizational performance. From the individual level, Collis and
Montgomery (1995) point out that the importance of human capital depends on the degree to which it
contributes to the creation of a competitive advantage. From an economic point of view, transaction -costs
indicate that firm gains a competitive advantage when they own firm-specific resources that cannot be copied by
rivals. Thus, as the uniqueness of human capital increases, firm have incentives to invest resources into its
management and the aim to reduce risks and capitalize on productive potentials. Hence, individuals need to
enhance their competency skills in order to be competitive in their organizations.
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A study by Bontis and Fitzenz (2002) found that the consequences of human capital management and
they established the relationship between human capital management and economic and business outcomes. In
this study, a total of 25 firms in the financial services companies were selected. The study measured human
capital effectiveness with four metrics; revenue factor, expense factor, income factor and human capital return
on investment. The fundamental aspects of any organization are to generate more revenue and income per
employee. Human capital has a direct impact on the intellectual capital assets that will yield higher financial
results per employee. The development of human capital is positively influenced by the educational lev el of
employees and their overall satisfaction. Therefore, development human capital has a direct impact on ROI of
firms. Another study by Seleim, Ashour, and Bontis (2007) analysed on the relationship between human capital
and organizational performance of software companies. They found that the human capital indicators had a
positive association on organizational performances. These indicators such as training attended and team-work
practices, tended to result in superstar performers where more productivity could be translated to organizational
performances. This was also supported by Dooley (2000) who found a significant positive correlation between
the quality of developers and volume of market shares. Based on the above arguments we can conclude that
human capital indicators enhanced the firm performance directly or indirectly.
A causal model using a set of cross-sectional data developed by Selvarajan et al. (2007) indicates that
human capital enhancement paves a way for greater innovativeness and this in turn offers positive implications
on firm performance. In the meantime, firm performance and human capital could also be viewed in the context
of high performance work systems (Hsu et al., 2007). It is argued that the formation and emphasis on the human
capital enhancement will result in high performance or rather high performance work systems. Admittedly,
human capital development and enhancement in organizations tend to create a significant contribution on
organizational competencies and this in turn becomes a great boost for further enhancing innovativeness and the
current literature to a large extent supports the fact that firmperformance is positively impacted by the presence
of human capital practices (Noe et al., 2003; Youndt et al., 2004). Some even endorsed that human capital
development is a prerequisite to good financial performance (Delaney & Huselid, 1996) and in addition, the
importance of organizational human capital with regard to firm performance was further supported by Hsu et al.
(2007). In addition, evidence shows that the relevance of human capital to firm performance has also become
prevalent among the technology-based new ventures, and it seems that the use of human capital tool
(emphasizing quality of employees) per say in small technology based new ventures tends to have a great impact
on the firms’ success (Shrader & Siegel, 2007).
V. Compensation Plan, Job Satisfaction and Employees Performance in an Organisation
The objective of an organization's reward system should be to retain the most valuable employees, and
in order to do this, rewards must be distributed in such a way that the more valuable employees will be left with
a feeling of satisfaction. To best accomplish this objective, reward levels should be competitive and based upon
performance. Among the reasons for basing pay upon performance is the impact that may result from
employees' pay satisfaction, job satisfaction, and performance. While there are other reasons for making pay
contingent on performance, such as the effect it may have on absenteeism and turnover, these are the most
important ones. Indeed, the primary reason for having such a pay system is the potential for the motivation of
performance. According to Vroom, (1964) in his theory of expectancy, reward systems that are performance-
contingent should lead to higher levels of performance than systems which are not contingent upon
performance. There are three key building blocks upon which this theory rests. The first is the effort-to-
performance expectancy. Employees have some expectation as to whether or not a particular level of effort will
lead to a desired level of performance. Workers have to believe that if they put forth the effort, effectiv e
performance will follow. Secondly, employees also have some expectations about the likelihood. For instance
Maxham (2003) found that job satisfaction positively correlates with customer satisfaction. He argues that
employees who are satisfied in their job will provide better service to customers and customer satisfaction will
increase. This will lead to increased sales turnover.
In the last two decades researches have shown that the strategic human resource management (HRM) is
likely to be one of the most important determinants of organizational performance as observed by Taylor and
Francis (2008). Researchers have built evidence that links HRM practices with corporate performance.(Truss
2001; Paauwe and Boselie 2005; Wright, Snell and Dyer 2005; Som, 2008).
VI. The components of a compensation system
Literature believed that compensation will be perceived by employees as fair if based on systematic
components. Compensation will be perceived as fair if it is comprised of a system of components developed to
maintain internal and external equity. Various compensation systems have been developed to determine the
value of positions. These systems utilize many similar components including job descriptions, salary
ranges/structures, and written procedures.
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The components of a compensation system as gathered from the literature (Truss 2001; Wright, Snell
and Dyer 2005; Som, 2008) include:
i. Job Descriptions: this a critical component of both compensation and selection systems, job
descriptions define in writing the responsibilities, requirements, functions, duties, location,
environment, conditions, and other aspects of jobs. Descriptions may be developed for jobs
individually or for entire job families.
ii. Job Analysis: this is the process of analyzing jobs from which job descriptions are developed. Job
analysis techniques include the use of interviews, questionnaires, and observation.
iii. Job Evaluation: This is a systematic way of comparing jobs for the purpose of determining
appropriate compensation levels for individual jobs or job elements. There are four main techniques:
Ranking, Classification, Factor Comparison, and Point Method.
iv. Pay Structures: Useful for standardizing compensation practices. Most pay structures include several
grades with each grade containing a minimum salary/wage and either step increments or grade range.
Step increments are common with union positions where the pay for each job is pre-determined
through collective bargaining.
v. Salary Surveys: Collections of salary and market data: this may include average salaries, inflation
indicators, cost of living indicators, salary budget averages.Companies may purchase results of surveys
conducted by survey vendors or may conduct their own salary surveys.
VII. Methodology
The eighteen (18) quoted food and beverages manufacturing companies in Nigeria as at 2013
(www.moneyhub.net/food) made up the population of this research, as shown in Table 1 below. A total of Ten
(10) food manufacturing companies (Nestle Nigeria plc, Cadbury plc, Nigeria Flour Mills plc, Nigeria Bottling
Company plc, UAC of Nigeria plc, UTC Nigeria plc, 7-up Bottling Company plc, Dangote Flour Mills, Dangote
Sugar Refinery plc and Unilever Nigeria plc) were carefully selected for the purpose of the study. The sampling
frame of this study comprises of all the entire staff in the relevant departments of the Ten (10) selected food
manufacturing companies in Lagos metropolis. Lagos was chosen due to predominance of Business activities
and factually all the selected companies have their offices in Lagos. The selection of companies was done using
purposive sampling while companies’ staffs were selected at random. One hundred and fifty (150)
Questionnaires were administered and distributed to the staff of the selected companies. Fifteen (15) staff each
was picked from the ten (10) selected companies. One hundred and Twenty five (125) were found useful for the
purpose of the study representing 83.3% of the total questionnaire distributed. The questionnaire consists of
questions that are related to compensation plan on workers and performance in the Nigerian Food manufacturing
Company as identified in the literature. Likert five point scales ranging from 1-5(1=strongly agree and
5=strongly disagree) were used as a basis of the questions. Data collected was coded and analyzed using
frequency table, percentage and mean score analysis while the non-parametric statistical test (Chi- square) was
used to test the formulated hypothesis using STATA 10 data analysis package/software.
Table I: List of quoted food and beverages manufacturing companies sampled for the study:
Numbers of companies Sampled/
Not sampled
Location of the Sampled companies
1.7up Bottling Company plc Sampled Apapa , Lagos,Nigeria.
2. Cadbury Nigeria plc sampled Lateef Jakande Road, Ikeja,Lagos,Nigeria
3. Big Treat Nigeria plc Not Sampled ****************************************
4. Dangote Four Mills plc Sampled Ikoyi,Lagos Nigeria
5. Dangote Sugar Refinery sampled Apapa Wharf,Lagos, Nigeria
6. Ferdinand oil mills plc Not Sampled ****************************************
7. Flour mills Nigeria plc Sampled 2,OldDock Road, Apapa,lagos, Nigeria
8. Foremost Dairies plc Not Sampled ****************************************
9. Honey well Nigeria plc Not Sampled ****************************************
10. National Salt Company Nigeria plc Not sampled ****************************************
11.Nigeria Bottling Company plc sampled Agidingbin, Ikeja ,Lagos,Nigeria
12. Northern Nigeria Flour mills plc Not Sampled ****************************************
13. PS Mandrides& company plc Not Sampled ****************************************
14.UAC of Nigeria plc Sampled Odunlami Street, Marina, Lagos, Nigeria
15. Unilever Nigeria plc Sampled Oregun, Lagos, Nigeria
16.Union Dicon Salt plc Not Sampled ****************************************
17. UTC Nigeria plc Sampled 27/29, CreekRoad, Apapa,Lagos, Nigeria
18.Nestle Nigeria plc Sampled Ilupeju, Lagos, Nigeria
Source: NSE report as at Friday November2013.(www.moneyhub.net/food ).
Number of Quoted and Sampled companies = 10
Number of Quoted and Not Sampled companies = 8
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VIII. Results and Discussions
The result of the analysis of compensation plan effect on workers performance in the Nigerian food and
beverages manufacturing companies was presented in Table II below. From the table, majority of the
respondents (76%) of the total respondents agreed that Nigerian food and beverages industry has an established
compensation Policy with 24% undecided. This shows that Nigerian food and beverages industry has an
established compensation Policy. Similarly, the table indicates that large number of respondents, (89.60%)
agreed that compensation plan has great value on the organization targeted goal. Also, a large number of
respondents (76 %) agreed that Organisation compensation plan is all inclusive, both in cash and kind. Workers
strike is not rampant in manufacturing industry due to good compensation package by the company
(88 %) with 12 % undecided. An increase in workers welfare package leads to workers job output
improvement (76 %) with 4 % undecided and only 20 % disagreed. The result that compensation package
enhances higher performance is in line with Vroom expectancy theory as expanded in the subsequent works of
Droar (2006), Lam et al (2001), and Maxham, (2003) which emphasize the needs for organizations to relate
rewards directly to performance and to ensure that the rewards provided are those rewards deserved and wanted
by the recipients. Also, 64% of the respondents strongly agreed that with good compensation plan no workers
will leave job before retirement age, 20% disagreed to it, while 16% were undecided. Likewise, 64.8% of the
respondents agreed that employees of an organisation are instrumental to survival of the organization with 11.2
% disagreed and 24% undecided. A good compensation plan will improve organization performance (74.4 %)
with 25.6 % undecided. The table also indicates that 64% of the respondents agreed that Workers productivity
will be greatly enhanced with good reward system. However 25.6% disagreed, while 10.40% were undecided.
This corroborates earlier findings in developed world by Hsu et al (2007), Noe et al (2007), Youndt et al (2004)
and Lunenburg, (2011) that the formation and emphasis on the human capital enhancement will result in high
performance work systems.
Finally 76% of the respondents disagreed that foods and beverage industry always retrench their
workers with only 24 % agreed, meaning that retrenchment is not rampant in the foods and beverages industry
in Nigeria.
Table II: Distribution of Responses on Staff’s Perception of Compensation Plan impact on Workers
Performance in the Nigerian Manufacturing Industry.
S/N ITEMS SA A D SD U TOTAL
1 Nigeria manufacturing company has an
established compensation Policy
40
(32.00)
55
(44.00)
0
(0)
0
(0)
30
(24.00)
125
(100)
2 Compensation plan has great value on the
organization targeted goal
88
(70.40)
24
(19.20)
12
(9.60)
0
(0)
1
(0.80)
125
(100)
3 Organisationcompensationplanis all inclusive,
both in cash and kind
70
(56.00)
25
(20.00)
0
(0)
30
(24.00)
0
(0)
125
(100)
4 Workers strike is not rampant in manufacturing
companydue to goodcompensation package by
the company
70
(56.00)
40
(32.00)
0
(0)
0
(0)
15
(12.00)
125
(100)
5 An increase in workers welfarepackage lead to
workers job output improvement.
70
(56.00)
25
(20.00)
10
(8.00)
15
(12.00)
5
(4.00)
125
(100)
6 With goodcompensation plan no workers will
leave job before retirement age
50
(40.00)
30
(24.00)
0
(0)
25
(20.00)
20
(16.00)
125
(100)
7 Employees of an organisation are instrumental
to survival of the organization
55
(44.00)
26
(20.80)
0
(0)
14
(11.20)
30
(24.00)
125
(100)
8 A goodcompensation plan does not improve
organization performance
0
(0)
0
(0)
59
(47.20)
34
(27.20)
32
(26.60)
125
(100)
9 Workers productivity will be greatly enhanced
with good reward system
53
(42.40)
27
(21.60)
12
(9.60)
20
(16.00)
13
(10.40)
125
(100)
10 Foods and beverage industry always retrench
their workers
10
(8.00)
20
(16.00)
55
(44.00)
40
(32.00)
0
(0)
125
(100)
Note: the bracket Figures indicate the percentage& figure not bracket indicate the frequency
Source: Computations and Output of STATA10 based on Authors’ Field Survey (2013).
Test of hypothesis
H0: Compensation plan has no positive effect on workers performance in the Nigerian foods and
beverages industry
The result of the hypothesis tested using Stata 10 statistical package was presented in Table III below.
The chi-squares calculated (X2-cal) are greater than chi-square tabulated (X2-tab) which makes all the figures to
be highly statistically significant with the probability of F = 0.000. Collectively; we reject null hypothesis stated
earlier but accept alternative hypothesis that compensation plan has positive effect on workers performance in
the Nigerian foods and beverages industry
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Table III: Chi-square Analysis table of Compensation Plan Effect on Workers Performance in the
Nigerian Food Manufacturing Company
S/N Relationship Pearson Chi-Square (Value Pr (Value) Remark
1 Q1 VS Q2 100.3027 0.000 Significant
2 Q1 VS Q3 157.4675 0.000 Significant
3 Q1 VS Q4 97.0982 0.000 Significant
4 Q1 VS Q6 168.1818 0.000 Significant
5 Q1 VS Q7 191.1157 0.000 Significant
6 Q1 VS Q8 116.0760 0.000 Significant
7 Q1 VS Q9 180.6207 0.000 Significant
8 Q2 VS Q3 107.3895 0.000 Significant
9 Q2 VS Q4 158.6806 0.000 Significant
10 Q2 VS Q5 174.9242 0.000 Significant
11 Q2 VS Q6 146.4915 0.000 Significant
12 Q2 VS Q7 117.5979 0.000 Significant
13 Q2 VS Q8 93.4343 0.000 Significant
14 Q2 VS Q9 232.3232 0.000 Significant
15 Q8 VS Q10 156.9562 0.000 Significant
16 Q5 VS Q8 122.7891 0.000 Significant
17 Q4 VS Q8 109.6939 0.000 Significant
18 Q8 VS Q9 212.3352 0.000 Significant
19 Q4 VS Q5 211.8056 0.000 Significant
20 Q7 VS Q8 216.1198 0.000 Significant
21 Q8 VS Q10 156.9562 0.000 Significant
Source: Computations and Out-Put of STATA 10 based on Author’s Field Survey ` (2013).
IX. Conclusion and Recommendation
This study concludes that there is significant relationship between compensation plan and employee
performance in the Nigerian foods and beverages industry. Findings further confirm that an effective
compensation system is the backbone of all policies concerning the acquisition and utilization of human
resources. In view of the above finding the following recommendation were made:
i. Companies should come up with some effective compensation plans especially in investing the various
aspects of human capital as not only does it direct firms to attain greater performance but also it ensures
firms to remain competitive for their long term survival.
ii. More efforts should be directed towards training and capacity building so that companies gain much
from staff retention arising from good compensation policy
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