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.
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.
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
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
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.
This document provides an overview of compensation management theory. It discusses how compensation management involves developing and implementing strategies to fairly compensate employees based on their value and performance. An effective compensation system should motivate high performance, recruit and retain talent, and be aligned with organizational goals. The document reviews several studies and theories around compensation management, including its role in human resource management and developing an employment relationship. It also discusses compensation philosophy and strategies to recognize employees' monetary and non-monetary contributions.
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.
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.
The study examined the relationship between non-financial incentives and workers’ motivation in Akwa Ibom State Civil Service exploring five key variables of continuing professional development, performance feedback, employee employment, employee participation in decision-making and task autonomy. Survey research design was adopted involving the use of questionnaire to gather data from 392 respondents drawn from a population of 20465 civil servants in state using Taro Yamene Sample Size Determination Table. The sample was drawn across all ministries and departments through stratified and convenience sampling techniques. Data collected were analysed using descriptive and inferential statistics. Hypotheses were tested at 0.05 level of significance. The five dimensions of non-financial incentives were positively correlated with workers’ motivation from the results of the analysis. Continuing Professional Development (CPD) had the highest correlation value (r = 0.33, P<0.01). Also, the five null hypotheses were rejected implying that the variables of study influence workers’ motivation in Akwa Ibom State Civil Service, Nigeria with beta coefficients and t-values of CPD (0.29;4.313); PF (0.117; 3.500); EE (0.2.141); PDM (0.182; 2.935), and TA (0.231;2.817). It was concluded that since workers’ motivation is a vital tool to organizational effectiveness and growth, employers should explore more of non-financial incentives in formulating and implementing employee benefits related policies.
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.
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
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
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.
This document provides an overview of compensation management theory. It discusses how compensation management involves developing and implementing strategies to fairly compensate employees based on their value and performance. An effective compensation system should motivate high performance, recruit and retain talent, and be aligned with organizational goals. The document reviews several studies and theories around compensation management, including its role in human resource management and developing an employment relationship. It also discusses compensation philosophy and strategies to recognize employees' monetary and non-monetary contributions.
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.
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.
The study examined the relationship between non-financial incentives and workers’ motivation in Akwa Ibom State Civil Service exploring five key variables of continuing professional development, performance feedback, employee employment, employee participation in decision-making and task autonomy. Survey research design was adopted involving the use of questionnaire to gather data from 392 respondents drawn from a population of 20465 civil servants in state using Taro Yamene Sample Size Determination Table. The sample was drawn across all ministries and departments through stratified and convenience sampling techniques. Data collected were analysed using descriptive and inferential statistics. Hypotheses were tested at 0.05 level of significance. The five dimensions of non-financial incentives were positively correlated with workers’ motivation from the results of the analysis. Continuing Professional Development (CPD) had the highest correlation value (r = 0.33, P<0.01). Also, the five null hypotheses were rejected implying that the variables of study influence workers’ motivation in Akwa Ibom State Civil Service, Nigeria with beta coefficients and t-values of CPD (0.29;4.313); PF (0.117; 3.500); EE (0.2.141); PDM (0.182; 2.935), and TA (0.231;2.817). It was concluded that since workers’ motivation is a vital tool to organizational effectiveness and growth, employers should explore more of non-financial incentives in formulating and implementing employee benefits related policies.
Effect of compensation on employee’s performance in pakistanMutahir Bilal
This document summarizes research on the effect of compensation on employee performance in Pakistan. It reviews literature showing compensation, including both financial and non-financial rewards, is positively correlated with employee motivation, satisfaction, retention and performance. The literature review cites several studies conducted in Pakistan and other countries that found compensation practices significantly influence employee behavior and organizational outcomes. The document concludes compensation management is important for organizations to maximize employee contribution and productivity.
Remuneration and Employee Productivity of Selected Private Universities in Og...ijtsrd
Employee productivity is germane to the survival of every organization. Private universities in Nigeria are experiencing negative employee outcomes in the area of employee productivity. This is attributable to poor remuneration which is one of the major source of motivation to employees. The study examined the effect of remuneration on employee productivity of selected private universities in Ogun State, Nigeria. The study employed cross sectional survey research design. The population of the study was 3835 faculty and staff of 4 selected private universities in Ogun State Nigeria Crescent University, Covenant University, Bells University and Crawford University . Using the research advisor table, the sample of 450 was determined. Stratified sampling technique was used in selecting the respondents. A structured and validated questionnaire was adopted for data collection. Cronbach’s Alpha reliability coefficients of the constructs ranged from 0.73 to 0.93. The response rate was 73.56 . Data were analyzed using descriptive and inferential simple linear regression statistics. The result shows that remuneration has a positive significant effect on employee productivity of selected private universities in Ogun State, Nigeria ß = 0.547, R2 = 0.269, t = 10.998, p 0.05 . The study concluded that remuneration affect employee productivity of selected private universities in Ogun State, Nigeria. It was recommended that in other for the educational institutions to competitively survive in this present economy, adequate and enhanced human resources management practices in the area of remuneration should be implemented to help in boosting the employee productivity in the universities. Nzeadibe, Nnaemeka G | Akpa, Victoria O "Remuneration and Employee Productivity of Selected Private Universities in Ogun State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42335.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42335/remuneration-and-employee-productivity-of-selected-private-universities-in-ogun-state-nigeria/nzeadibe-nnaemeka-g
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 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.
Conceptual Framework on Reward Systems in Organizations for Success and its I...ijtsrd
Organizations in both the public and indeed the private sector consider their employees as a critical asset in the organization towards the attainment of the organizational goals. As a consequence of competitive markets, technological advancements and globalization, organizations are facing challenges in retaining their human capital. In addition to the direct costs, the exit of employees also implies the loss of valuable intellectual capital and thus competitive advantage changed essential frame of reference for considering issues of human resource management. Traditional sources of success such as product and process technology, protected markets, economies of scale, etc. can still provide competitive leverage but an organizations human resources are more vital for its sustainability. In order to retain its staff, organizations often focus on main retention strategy as rewards could be effective in reducing the risk of staff turnover in organizations through their relationship with effective commitment and motivation. Organizational reward systems play a critical role in enhancing employee satisfaction as the primary aim of the reward system is to enhance performance and extrinsic motivation by satisfying an individual employees needs. This study will have lots of contributions to the business world. Organizations may improve or change their reward systems to survive in todays environment with the help of this study. They may renew their reward systems and put more efficient and effective ones. Dr. G. Balamurugan | A. Princia "Conceptual Framework on Reward Systems in Organizations for Success and its Impacts: A Wide View" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-2 , February 2019, URL: https://www.ijtsrd.com/papers/ijtsrd21445.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/21445/conceptual-framework-on-reward-systems-in-organizations-for-success-and-its-impacts-a-wide-view/dr-g-balamurugan
This document is a research report that examines the relationships between financial and non-financial rewards, affective commitment, and employee retention. It reviews literature on different types of rewards and how they may influence affective commitment. The study aims to determine if satisfaction with financial and non-financial rewards is related to affective commitment, and if affective commitment then impacts employees' intentions to stay. It also examines if employees' income moderates the relationship between rewards and commitment. A survey was administered to employees across various organizations to measure rewards, commitment, and intentions. The results will analyze these relationships and help organizations design effective reward systems to improve retention through increased affective commitment.
1) The document analyzes the influence of human resource costs on the financial performance of consumer goods companies in Nigeria. It examines factors like salary/wages, directors' emoluments, pension costs, and gratuity costs.
2) Secondary data from 10 years of annual reports of selected consumer goods companies was analyzed using statistical panel estimation techniques.
3) The results showed that pension costs, directors' emoluments, and gratuity costs had a positive and statistically significant impact on return on assets, while salary/wages had a positive but insignificant impact. Therefore, investment in human resources significantly influenced the financial performance of the Nigerian consumer goods company.
Employee compensation practices can be improved in telecommunications industr...Rashedul Hasan
The document discusses compensation strategies and practices in the telecommunications industry in Bangladesh. It provides an overview of the typical compensation plan, which includes a base pay structure determined by job analysis and market surveys. Employees also receive food subsidies and annual increments. The objectives of the study were to analyze the overall compensation plan, job evaluation methods, performance management systems, and wage structure used in the industry.
The aim of this study was to examine the effect of financial distress, rewards and company performance using return on assets (ROA), managerial ownership, ownership concentration, directors' composition and leverage on directors' remuneration with company size, leverage and company age as control variables. The study population comprised manufacturing companies in the food and beverage sector listed on the ASEAN state stock exchange. The study used a purposive sampling method. The sample number consisted of 68 manufacturing companies. The data used are secondary data obtained from ASEAN state stock exchanges. Data analysis used multiple linear regression. The results indicate that ROA, managerial ownership, ownership concentration, firm size and leverage have a significant effect on directors' remuneration, while financial distress, reward, company age and state have no significant effect on directors' remuneration. The implications of study mean that boards of directors can conduct a comprehensive evaluation of the directors' remuneration system by establishing a team that has the authority to provide input and formulation of a remuneration system that meets the principle of fairness.
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.
This document is a research proposal on the compensation systems of banks in Pakistan submitted by three students - Muhammad Farhan Jalali, Saba Shahab, and Sheikh Zeeshan Waris - to their professor Ms. Ayesha Hanif. The introduction provides background on the importance of compensation policies and practices in motivating employees. It also outlines the banks' restructuring plans and why investigating compensation practices is important. The literature review then summarizes past research on topics like defining compensation, designing effective compensation systems, factors that impact compensation, and relating compensation to managing risks.
The document discusses Maersk's compensation philosophy, describing how they compensate executive and non-executive employees through various packages. It also examines how external factors like the job market influence Maersk's compensation strategy. Additionally, the document outlines the value of salary surveys and advantages of discretionary benefits Maersk provides to employees.
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 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.
: This study aims to examine the effect of work discipline and compensation on employee
performance, as well as organizational commitment. Respondents in this study were 125 drivers working at PT.
Gojek Indonesia in the Special Region of Yogyakarta (DIY) in 2018.
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
Human Resource Practices and their Impact on Employee Commitment in the Catho...ijtsrd
This paper examines the impact of Human Resource Practices on Employee Commitment among teachers of the Catholic Education agency in the Diocese of Buea. Among the human resource practices considered were compensation, recognition, training, and working conditions. With a total of 1000 employees, 278 employees participated in the research. Questionnaires were used to collect the data based on convenience sampling. A survey research design was utilized in the research. The findings revealed that there was a positive relationship between the aforementioned practices and employee commitment. Conclusions, recommendations and indications for future research are discussed in the paper. Kengnjoh Michael Mbuwir "Human Resource Practices and their Impact on Employee Commitment in the Catholic Education Agency, Diocese of Buea, SWR Cameroon" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd57515.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/education/57515/human-resource-practices-and-their-impact-on-employee-commitment-in-the-catholic-education-agency-diocese-of-buea-swr-cameroon/kengnjoh-michael-mbuwir
Multidisciplinary Journal Supported by TETFund. The journals would publish papers covering a wide range of subjects in journal science, management science, educational, agricultural, architectural, accounting and finance, business administration, entrepreneurship, business education, all journals
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
Compensation Management importance and factors influencing compensationalisdq550
Compensation is what employees receive in exchange for their work, including both monetary and non-monetary benefits. It is important for both motivating employees and reducing costs for organizations. Many factors influence compensation, including external factors like the labor market, cost of living, unions, and laws, as well as internal factors like the organization's compensation policies, ability to pay, job analyses, and individual employee performance. Effective compensation systems can help organizations attract, retain, and motivate talented staff.
The employee life cycle is a foundational framework for robust and h.docxtodd701
The employee life cycle is a foundational framework for robust and healthy employee experience and is a major contributor to the success of the organization. It is also a powerful mechanism that can, when well-designed and properly used, make a company a workplace that employees want to be at every day of the week and creativity and innovation show up even when leaders are just hoping for it. Learners are asked to respond to the following question for this last discussion in the course: Which parts of the employment life cycle do you consider most important and why?
Resources
Employee Life Cycle Impact on Engagement
(2018, Feb 28).
Report details how moments that matter & employee value propositions impact worker engagement.
PR Newswire.
"Among the most critical components shaping (the organization's engagement) ecosystem is the employee value proposition, the tangible and intangible deal that organizations provide in exchange for employee effort, commitment and performance."
Bradison, P. (2019).
HR Matters: From recruiting to onboarding the importance of quality new hire work flows.
Alaska Business Monthly,
35
(4), 83.
This article describes how "employees from multiple generations are seeking employment with a consumer’s approach" when they consider more than the pay structure before applying for a position.
Working in HRM
Justin, T. C. (2018).
Addressing the top HR challenges in 2019.
HR Strategy and Planning Excellence Essentials.
This preview to the year in HRM in Canada considers these hot topics: "catering to a multi-generational workforce, employee engagement, increasing feedback, attracting and keeping the right employees, and now marijuana in the workplace."
Sato, Y., Kobayashi, N., & Shirasaka, S. (2020).
An analysis of human resource management for knowledge workers: Using the three axes of target employee, lifecycle stage, and human resource flow.
Review of Integrative Business and Economics Research, 9
(1), 140–156.
This study considers human resource flow management and how to foster that along with two other HRM initiatives with knowledge workers.
Tyler, K. (2019).
10 steps to unlocking innovation at your organization.
HRMagazine, 64
(1), 1.
Innovation is a key component for the longevity of an organization and "HR can't expect to foster an innovative company culture if it does not have an innovative culture within its own function." This resource is inspiring to help HR professionals find a purpose for their efforts to improve all steps in the employee life cycle and embrace the HR platforms and tools that will help them towards this goal.
Case Study
Saurombe, M., Barkhuizen, E. N., & Schutte, N. E. (2017).
Management perceptions of a higher educational brand for the attraction of talented academic staff.
SA Journal of Human Resource Management
, 15.
This study gives a great example of how managers think about branding in higher education and how a.
The economy is driven by data ~ Data sustains an organization’s .docxtodd701
The economy is driven by data ~ Data sustains an organization’s business processes and enables it to deliver products and services. Stop the flow of data, and for many companies, business comes quickly to a halt. Those who understand its value and have the ability to manage related risks will have a competitive advantage. If the loss of data lasts long enough, the viability of an organization to survive may come into question.
What is the significant difference between quality assurance & quality control? Explain
Why is there a relationship between QA/QC and risk management? Explain
Why are policies needed to govern data both in transit and at rest (not being used - accessed)? Explain
.
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This paper examines the impact of Human Resource Practices on Employee Commitment among teachers of the Catholic Education agency in the Diocese of Buea. Among the human resource practices considered were compensation, recognition, training, and working conditions. With a total of 1000 employees, 278 employees participated in the research. Questionnaires were used to collect the data based on convenience sampling. A survey research design was utilized in the research. The findings revealed that there was a positive relationship between the aforementioned practices and employee commitment. Conclusions, recommendations and indications for future research are discussed in the paper. Kengnjoh Michael Mbuwir "Human Resource Practices and their Impact on Employee Commitment in the Catholic Education Agency, Diocese of Buea, SWR Cameroon" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd57515.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/education/57515/human-resource-practices-and-their-impact-on-employee-commitment-in-the-catholic-education-agency-diocese-of-buea-swr-cameroon/kengnjoh-michael-mbuwir
Multidisciplinary Journal Supported by TETFund. The journals would publish papers covering a wide range of subjects in journal science, management science, educational, agricultural, architectural, accounting and finance, business administration, entrepreneurship, business education, all journals
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
Compensation Management importance and factors influencing compensationalisdq550
Compensation is what employees receive in exchange for their work, including both monetary and non-monetary benefits. It is important for both motivating employees and reducing costs for organizations. Many factors influence compensation, including external factors like the labor market, cost of living, unions, and laws, as well as internal factors like the organization's compensation policies, ability to pay, job analyses, and individual employee performance. Effective compensation systems can help organizations attract, retain, and motivate talented staff.
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The employee life cycle is a foundational framework for robust and h.docxtodd701
The employee life cycle is a foundational framework for robust and healthy employee experience and is a major contributor to the success of the organization. It is also a powerful mechanism that can, when well-designed and properly used, make a company a workplace that employees want to be at every day of the week and creativity and innovation show up even when leaders are just hoping for it. Learners are asked to respond to the following question for this last discussion in the course: Which parts of the employment life cycle do you consider most important and why?
Resources
Employee Life Cycle Impact on Engagement
(2018, Feb 28).
Report details how moments that matter & employee value propositions impact worker engagement.
PR Newswire.
"Among the most critical components shaping (the organization's engagement) ecosystem is the employee value proposition, the tangible and intangible deal that organizations provide in exchange for employee effort, commitment and performance."
Bradison, P. (2019).
HR Matters: From recruiting to onboarding the importance of quality new hire work flows.
Alaska Business Monthly,
35
(4), 83.
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Working in HRM
Justin, T. C. (2018).
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HR Strategy and Planning Excellence Essentials.
This preview to the year in HRM in Canada considers these hot topics: "catering to a multi-generational workforce, employee engagement, increasing feedback, attracting and keeping the right employees, and now marijuana in the workplace."
Sato, Y., Kobayashi, N., & Shirasaka, S. (2020).
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Review of Integrative Business and Economics Research, 9
(1), 140–156.
This study considers human resource flow management and how to foster that along with two other HRM initiatives with knowledge workers.
Tyler, K. (2019).
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HRMagazine, 64
(1), 1.
Innovation is a key component for the longevity of an organization and "HR can't expect to foster an innovative company culture if it does not have an innovative culture within its own function." This resource is inspiring to help HR professionals find a purpose for their efforts to improve all steps in the employee life cycle and embrace the HR platforms and tools that will help them towards this goal.
Case Study
Saurombe, M., Barkhuizen, E. N., & Schutte, N. E. (2017).
Management perceptions of a higher educational brand for the attraction of talented academic staff.
SA Journal of Human Resource Management
, 15.
This study gives a great example of how managers think about branding in higher education and how a.
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The economy is driven by data ~ Data sustains an organization’s business processes and enables it to deliver products and services. Stop the flow of data, and for many companies, business comes quickly to a halt. Those who understand its value and have the ability to manage related risks will have a competitive advantage. If the loss of data lasts long enough, the viability of an organization to survive may come into question.
What is the significant difference between quality assurance & quality control? Explain
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THE EMERGENCY DEPARTMENT AND VICTIMS OF SEXUAL VIOLENCE AN .docxtodd701
THE EMERGENCY DEPARTMENT AND
VICTIMS OF SEXUAL VIOLENCE: AN
ASSESSMENT OF PREPAREDNESS TO HELP
STACEY BETH PLICHTA, SC.D.
TANCY VANDECAR-BURDIN, M.A.
Old Dominion University, Norfolk, VA
REBECCA K ODOR, M.S.W.
Virginia Department of Health, Richmond, VA
SHANI REAMS, A.A.S.
Virginia Sexual and Domestic Violence Action Alliance,
Richmond, VA
YAN ZHANG, M.S.
Old Dominion University, Norfolk, VA
ABSTRACT
The Emergency Department (ED) is a key source of care for
victims of sexual violence but there is little information available about
the extent to which EDs are prepared to provide this care. This study
examines the structural and process factors that the ED has in place to
assist victims. A survey of all 82 publicly accessible EDs in the
Commonwealth of Virginia was conducted (RR 76%). In general, the
EDs provide the recommended medical care to victims. However, at
least half do not have the needed resources in place to effectively assist
victims and most (80%) do not provide regular training to their medical
staff about sexual violence. Further, almost one-quarter do not have a
relationship with a local rape crisis center. It is recommended that each
ED partner with local rape crisis centers to provide training to their
staff and to ensure continuity of support for victims. It is also
suggested that the state government explore ways in which a forensic
(SANE) nurse be made available to every victim of sexual violence that
presents to the ED for medical assistance. Ideally, each ED would
become part of a community-wide Sexual Assault Response Team
286 JHHSA WINTER 2006
(SART) in order to provide comprehensive care to victims and
thorough evidence collection and information to law enforcement.
INTRODUCTION
This study seeks to examine the extent to which
Emergency Departments (EDs) in the Commonwealth of
Virginia are prepared to provide care for victims of sexual
violence through an examination of both structural and
process factors that are currently in place. Many studies
indicate that sexual violence victimization has both long-
term and short-term health consequences (Plichta and Falik,
2001; see also Rentoul and Applebloom 1997; Cloutier,
Martin and Poole, 2002; Bohn and Holz, 1996). The ED is
a key source of care for victims of sexual assault. It is one
of the first points of entry to care. Competent care by
professionals trained in treating sexual assault victims is
critical to the timely recovery of physical and mental
health. The ED also plays a critical role in the collection of
evidence that may lead to the conviction of the perpetrator
and a recent study found that specially trained (forensic)
nurses perform this function significantly better than do
other staff (Sievers, Murphy and Miller, 2003). Forensic
nurses are registered nurses (R.N.’s) who have advanced
training in the examination of sexual assault victims; this
includes training on legal aspe.
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The emergence of HRM in the UK in the 1980s represented a new form of managerialism and was instrumental in increases in work intensification’. Discuss.
Word count: 2,000 words (excluding references) and the 10% convention applies
· Minimum use of 15 academic journal articles/ research reports.
· It must be single-sided with size 12 font, 1.5 spacing with the pages numbered and stapled.
Structure – a clear logical format with linked points and arguments.
Broadly, your essay should be structured in the following manner (subheadings are not necessary)
1. Introduction – summary of your ideas and the structure
2. Review of the literature – critical discussion
3. Conclusions
4. References
Background material – evidence of the background research drawing from literature sources. This should include enough descriptive content and factual information from which to derive arguments and assessment of key themes, issues and problems addressed.
Accuracy – in the presentation and description of theories used in the argument
Argumentation – the main argument of the report should relate to the objectives you have initially stated. They should be supported by evidence, both from a variety of sources in the literature.
Presentation – the answers should be well planned – clear, coherent and well constructed. Remember- never write in the first person.
Relevant references and sources must be cited using the Harvard style of referencing. Marks will be removed for wrong or poor referencing.
Useful tips on essay writing
http://www.reading.ac.uk/internal/studyadvice/studyresources/essays/stadevelopessay.aspx
.
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The Elements and Principles of Design
A Guide to Design Terminology
The elements of design are some of the basic building blocks that make up the design or artwork.
Understanding and using this terminology can help the designer articulate what works and what doesn’t
work in a design, and to think critically about a design on a more conscious level. Combined, the elements
and principles of design can make for a strong, complete and well-established composition. The principles
of Gestalt, which arise from the elements of design, are included at the end of this document. Learning to
use these elements and principles will be the focus of Beginning Design.
The elements of design are: Point, Line, Form, Value, Texture, Shape, Space, Color
(Color is covered in Art 110; we will be focusing on black, white, and gray scale values.)
DEFINITIONS:
A Point is a position in space.
A Line is the path of a moving point. Two points connected make a line. Lines often imply motion, and can
be rendered in a variety of ways. Contour lines or outlines, define the boundary between shapes. Lines can
create texture or value when used in crosshatching. In addition to these types of actual lines, our eyes can
invent implied lines, such as in dotted lines, or where area boundaries describe lines that may not be there.
Shape is a two dimensional form. The variety of possible shapes is endless. Several common ones are as
follows:
• Simple Geometric: circles, squares, triangles are some of the examples.
• Complex Geometric: straight and curved shapes that have more sides and angles.
• Curvilinear: French curves, ellipses, circles and ovals used in combination.
• Accidental: an example of this might be a coffee ring or paint splatters.
Form is a shape with dimension, an object existing in three dimensional space physically or implied.
Value is the tone created by black, white and shades of gray. The value or tone of an element can create
mass, dimension, emphasis or volume.
Texture can be actual or visual.
• Actual texture is tactile: you can feel it by touching it.
• Visual texture are the markings of a two dimensional artwork that imply actual texture.
Space is an illusion or feeling of 3-dimensionality, which can be created in a two-dimensional design in
several ways, for example:
• Overlapping one object in front of another;
• Using differences in value, amount of detail, etc. between elements;
• Using techniques related to linear perspective, such as differences in size or height on page between
elements
The principles of design are: Unity, Variety, Movement, Balance, Emphasis, Contrast, Proportion,
and Pattern.
DEFINITIONS:
Unity or harmony is the quality of wholeness or oneness that is achieved through the effective use of the
elements and principles of design. The most basic quality of a design or artwork, unity gives a piece the
feeling of being an integrated human expression. The princi.
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The document provides instructions for a 2,000 word essay discussing how the emergence of human resource management in the UK during the 1980s represented a new form of managerialism and was instrumental in increasing work intensification. The essay should include a minimum of 15 academic sources, follow a clear structure with an introduction, literature review, conclusions, and references section, and demonstrate accurate presentation of evidence and a well-supported argument.
The eligibility requirements to become a family nurse practition.docxtodd701
The eligibility requirements to become a family nurse practitioner include completion of “APRN core (advance physical assessment, advanced pharmacology, and advanced pathophysiology), supervised clinical hours, completion of an accredited graduate program with evidence of an academic transcript, and an active nurse license” (American Academy of Nurse Practitioners, 2021).
The value associated with certification as an FNP is very personal to me. Along with providing higher quality care to clientele, I will have a more fulfilled inner sense of purpose and also be able to provide for my family in a higher capacity than I was previously able to, with an estimated average nurse practitioner salary being over $100,000 annually in the state of Wisconsin. Achieving both my master's and nurse practitioner certification would allow my employer, fellow professional comrades, and most of all; my clients, to have a higher sense of security knowing I’ve worked and studied hard to bring them the highest quality care available. Staying up to date on my continuing education and state-of-the-art processes and pathology will also instill confidence in my clientele to not only continue coming to me with their individual and family healthcare needs but likely will ensure referrals into my practice.
Any time a nurse genuinely takes on a holistic approach towards the practical application of nursing theory, a client is in a better position for patient-centered care, maintaining anonymity, and ensuring positive effective communication during the care process. In the nursing profession, nurses need to not only advocate for their clients, but themselves by participating in associations that work towards advancing the field through by working towards lower nurse-to-client ratios to decrease burnout, leadership education, and opportunity, and also grants to advance continuing education.
.
The Electoral College was created to protect US citizens against.docxtodd701
The Electoral College was created to protect US citizens against mob rule. Mob rule is the control of a lawful government system by a mass of people through violence and intimidation. However, some Americans question the legitimacy of this process. Pick one election where the outcome of the popular vote and the electoral college vote differed to create an argument in favor of or opposed to the use of the electoral college. List at least three valid points to support your argument. Present you argument in a PowerPoint presentation.
As you complete your presentation, be sure to:
Use speaker's notes to expand upon the bullet point main ideas on your slides, making references to research and theory with citation.
Proof your work
Use visuals (pictures, video, narration, graphs, etc.) to compliment the text in your presentation and to reinforce your content.
Do not just write a paper and copy chunks of it into each slide. Treat this as if you were going to give this presentation live.
Presentation Requirements (APA format)
Length: 8-10 substantive slides (excluding cover and references slides)
Font should not be smaller than size 16-point
Parenthetical in-text citations included and formatted in APA style
References slide ( 3 scholarly sources)
.
The Emerging Role of Data Scientists on Software Developmen.docxtodd701
The Emerging Role of Data Scientists
on Software Development Teams
Miryung Kim
UCLA
Los Angeles, CA, USA
[email protected]
Thomas Zimmermann Robert DeLine Andrew Begel
Microsoft Research
Redmond, WA, USA
{tzimmer, rdeline, andrew.begel}@microsoft.com
ABSTRACT
Creating and running software produces large amounts of raw data
about the development process and the customer usage, which can
be turned into actionable insight with the help of skilled data scien-
tists. Unfortunately, data scientists with the analytical and software
engineering skills to analyze these large data sets have been hard to
come by; only recently have software companies started to develop
competencies in software-oriented data analytics. To understand
this emerging role, we interviewed data scientists across several
product groups at Microsoft. In this paper, we describe their educa-
tion and training background, their missions in software engineer-
ing contexts, and the type of problems on which they work. We
identify five distinct working styles of data scientists: (1) Insight
Providers, who work with engineers to collect the data needed to
inform decisions that managers make; (2) Modeling Specialists,
who use their machine learning expertise to build predictive mod-
els; (3) Platform Builders, who create data platforms, balancing
both engineering and data analysis concerns; (4) Polymaths, who
do all data science activities themselves; and (5) Team Leaders,
who run teams of data scientists and spread best practices. We fur-
ther describe a set of strategies that they employ to increase the im-
pact and actionability of their work.
Categories and Subject Descriptors:
D.2.9 [Management]
General Terms:
Management, Measurement, Human Factors.
1. INTRODUCTION
Software teams are increasingly using data analysis to inform their
engineering and business decisions [1] and to build data solutions
that utilize data in software products [2]. The people who do col-
lection and analysis are called data scientists, a term coined by DJ
Patil and Jeff Hammerbacher in 2008 to define their jobs at
LinkedIn and Facebook [3]. The mission of a data scientist is to
transform data into insight, providing guidance for leaders to take
action [4]. One example is the use of user telemetry data to redesign
Windows Explorer (a tool for file management) for Windows 8.
Data scientists on the Windows team discovered that the top ten
most frequent commands accounted for 81.2% of all of invoked
commands, but only two of these were easily accessible from the
command bar in the user interface 8 [5]. Based on this insight, the
team redesigned the user experience to make these hidden com-
mands more prominent.
Until recently, data scientists were found mostly on software teams
whose products were data-intensive, like internet search and adver-
tising. Today, we have reached an inflection point where many.
The Earths largest phylum is Arthropoda, including centipedes, mill.docxtodd701
The Earth's largest phylum is Arthropoda, including centipedes, millipedes, crustaceans, and insects. The insects have shown to be a particularly successful class within the phylum. What biological characteristics have contributed to the success of insects? I'm many science fiction scenarios, post-apocalyptic Earth is mainly populated with giant insects. Why don't we see giant insects today?
250-500 words done by 12:40pm today which is about two hours from now. Cite work.
.
The economic and financial crisis from 2008 to 2009, also known .docxtodd701
The economic and financial crisis from 2008 to 2009, also known as the global financial crisis, was considered to be the worst financial crisis since the Great Depression. The general situation of financial markets has been additionally complicated by the introduction of new financial products as well as other modes of operations including globalization. The global financial market seems to be playing a different function in our economy and it has been working because of new regulations. The introduction of new trade platforms, online access to information, integration and globalization of the market have caused some revisions of finance theories.
What are reliable predictors of economic and financial crises (list at least 3 of them)?
Describe some achievements and some pending issues in context of a global crisis.
Are we still in danger of economic and financial crises today (please refer to current Covid-19 situation)?
Instructions:
Conduct research from viable and credible sources such as and not limited to economic journals, periodicals, books, data base, and websites. This assignment should be submitted/uploaded via D2L on the date the assignment is due. Any late assignments will be subject to a letter grade reduction unless an extension has been negotiated with the professor prior to the due date.
In this written assignment, the quality of your writing and the application of APA format will be evaluated in addition to your content. Evaluation based on these criteria is designed to help prepare you for completing your college projects, which must be well written and follow APA guidelines. Each written assignment should contain a minimum of 800 words, but no more than 900 words. Make sure that you use correct spelling, grammar, and punctuation.
.
The Economic Development Case Study is a two-part assign.docxtodd701
The document provides instructions for a two-part economic development case study assignment. For the first part, students must write a paper analyzing a local economic development project or plan in San Bernardino or Riverside counties. The paper should be 750-1000 words and discuss the project introduction, the government's role, public involvement, economic impacts, analysis, and current status. For the second part, students must create a 10-minute presentation with graphics about their case and record a video of the presentation. The presentation and video are due by April 19th for approval and grading.
The Eighties, Part OneFrom the following list, choose five.docxtodd701
The Eighties,
P
art
One
From the following list, choose five
events
during the 1980s.
I
dentify
the basic facts, dates, and purpose of the event in 2 to 3 sentences in the Identify column. Include why the event is significant in the Significance column, and add a reference for your material in the Reference column.
·
The Sunbelt
·
Suburban Conservatism
·
The Tax Revolt
·
Corporate Elites
·
Neoconservatives
·
Populist Conservatives
·
Deregulation
·
The Federal Reserve Board
·
The Energy Glut
·
The 1981 Tax Cuts
·
Spending Cuts
·
Military Spending
·
Technology
Event
Identify
Significance
Reference
The Eighties,
P
art
Two
From the following list, choose five
events
during the 1980s.
I
dentify
the basic facts, dates, and purpose of the event in 2 to 3 sentences in the Identify column. Include why the event is significant in the Significance column, and add a reference for your material in the Reference column.
·
Feminism
·
Homelessness
·
Republicans and the environment
·
Malls
·
Alternative rock
·
Madonna
·
Michael Jackson
·
AIDS
·
The Cosby Show
·
Sandra Day O’Connor
·
We Are the World
·
Global Warming
·
Geraldine Ferraro
Event
Identify
Significance
Reference
.
The Election of 1860Democrats split· Northern Democrats run .docxtodd701
The Election of 1860
Democrats split
· Northern Democrats run Stephen Douglas
· Southern Democrats run John C. Breckinridge
Republicans decide for moderate
· Republicans nominate Lincoln
· Lincoln opposes slavery in territories
· Republican platform comprehensive
Fourth party enters race
· Constitutional Unionists
· Run John Bell
Republican Victory
· Lincoln gains 40% popular vote
· Lincoln wins in electoral college
· Most Americans want settlement
South Carolina fire-eaters demand secession
· South Carolina secedes December 20, 1680
· Deep South follows
· Buchanan unable to shape compromise
Crittenden Compromise
· Proposed extension of 36º 30’
· John Tyler proposed constitutional amendment
· Lincoln cannot accept slavery in territories
· Compromises fail
Confederate States of America
· Seven states of deep South
· Montgomery original capital
· Constitution similar to that of U.S.
· Constitution protects slavery
President Jefferson of CSA
· Model slave owner; not fire-eater
· Cold personality, irritable, inflexible
· Lacks self-confidence
· Surrounds himself with yes-men
President Abraham Lincoln of United States
· Knows value of unity, competency
· Appoints rivals to cabinet
· Brunt of jokes, criticism
· Sharp native intelligence, humble
Border states
· Virginia, North Carolina, Tennessee, Arkansas join CSA
· Maryland, Kentucky, Missouri stay with Union
· West Virginia secedes from Virginia
A war of nerves
· Two Southern forts in U.S. hands
· Davis willing to let status quo stand for moment
· Lincoln decides to re-supply forts without force
· Confederates fire, beginning April 12, 1861
Art of War influences commanders
· Focus on occupying high ground
· Focus on taking enemy cities
· Retreat when necessary
· Jomini’s 12 models of war
The Armies
· Calvary: for reconnaissance
· Artillery: weakens enemy
· Infantry: backbone of army
· Also support units
Infantry
· Brigades of 2,000–3,000
· Form double lines of 1,000 yards
· Advance into enemy fire
· Then fight hand-to-hand
· Most battles in dense woods
Yanks and Rebs
· Most between 17 and 25
· From all states, social classes
· Draft exempts upper class
· Anti-draft riots in New York City
· Draft dodgers in South
· Some bounty hunters
· High desertion rates
· Shirking duty not common
First Battle of Manassas (Bull Run)
· Both sides thought war would be short
· First battle 20 miles from Washington
· South wins, Union forces flee in panic
First Battle of Manassas (Bull Run)
· South fails to attack Washington
· South celebrates victory
· Stonewall Jackson hero for South
· South disorganized even in victory
Consequences of Manassas (Bull Run)
· South becomes overconfident
· North prepares for long fight
· George McClellan given command of Army of Potomac
Northern strategy
· Defend Washington; take Richmond
· Split Confederacy by taking Mississippi River
· Blockade southern coastline
Mismatch
· North had population advantage of 22 to 9 million
· Industry in north
· Railroads mainl.
The early civilizations of the Indus Valley known as Harappa and Moh.docxtodd701
The early civilizations of the Indus Valley known as Harappa and Mohenjo-Daro had many of the markings of a sophisticated culture. In a
2-3 page
paper discuss the noted advancements of these cultures including significant archaeological finds that suggest these civilizations were far more advanced than originally believed. For this paper, you will need to find
at least (2) outside
resources that support your writing.
.
The Early Theories of Human DevelopmentSeveral theories atte.docxtodd701
The Early Theories of Human Development
Several theories attempt to describe human development.
Briefly describe the Freud, Erickson, and Piaget theories regarding development. Provide the major similarities and differences between each.
Explain how these early theories were developed, and why there is concern related to race, gender, socioeconomic status, and other areas of diversity in how these theories were developed.
.
The Electoral College was created to protect US citizens against mob.docxtodd701
The Electoral College was created to protect US citizens against mob rule. Mob rule is the control of a lawful government system by a mass of people through violence and intimidation. However, some Americans question the legitimacy of this process. Pick one election where the outcome of the popular vote and the electoral college vote differed to create an argument in favor of or opposed to the use of the electoral college. List at least three valid points to support your argument.
Present you argument in a PowerPoint presentation.
Use speaker's notes to expand upon the bullet point main ideas on your slides, making references to research and theory with citation.
Use visuals (pictures, video, narration, graphs, etc.) to compliment the text in your presentation and to reinforce your content.
Treat this as if you were going to give this presentation live.
8-10 slides
.
The early modern age was a period of great discovery and exploration.docxtodd701
The early modern age was a period of great discovery and exploration. The frontiers of knowledge were being pushed out in many directions through the work of scientists and the colonizing of the New World by the European nations. Discuss how our world today is also a world of discovery and exploration. Reflect on this in a short paragraph (250–300) that specifically links the kinds of changes five hundred years ago with the kinds of changes our culture is experiencing today.
.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Walmart Business+ and Spark Good for Nonprofits.pdf
THE EFFECT OF COMPENSATION ON EMPLOYEE PERFORMANCE IN NIGERI.docx
1. 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
2. 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
3. (Bhattacharyya, 2007). It has also been shown that talents
tend to match their commitment to the compensation they
receive in return from their masters called employers.
Arguing further, Amah (2006) contended that successful
organisations were known for their reputation as a result
of effective implementation of compensation packages
they rolled out for their workers. Krafft, DeCarlo, Poujol,
and Tanner (2012) in their argument elucidated that
compensation can be used as a mechanism for directing sales
force energy, activity and workers’ performance. Another
contribution of compensation is that it reduces turnover
and improves strong relations with unions (Cassandro,
2008). Finally, Bhattacharyya (2007) asserts that human
resource managers can make use of compensation as a tool
to enforce performance of employees at workplace to sustain
competitive advantage.
Nonetheless, one of the challenges facing the Nigerian
civil service is the inability of both the federal and state
governments to pay compensation to its workforce. It can
be argue that there is no single year that compensation will
not be an issue between government and the civil servant.
Article can be accessed online at
http://www.publishingindia.com
The Effect of Compensation on Employee Performance in
Nigeria Civil Service: A Study of River ... 9
Sometimes the government will argue that they are short of
money due to a fall in the oil price therefore, workers should
be patient and wait with empty stomach pending when the
4. price of oil increases. Even the issue of minimum wage that
government claims they will be paying the civil servants is
forthcoming. In 2016, most state government owed their
workers for good six months arguing that it is as a result of
a fall in the oil price. The president of the Nigerian Labour
Congress, Aliyu Wahid on Monday 22 August, 2016 after
meeting with its executives on the issue of non-payment of
salaries to workers across the country pointed out that since
most states are owing workers for five to six months, they
have decided to embark on “no pay no work policy” which
is the same thing with “no work no pay” on the side of the
government.One question that needs to answer is that “is a
worker entitled to his/her wages?” If the answer is yes, then
federal and state government should endeavour to ensure
that workers are being compensated for their effort.
Objectives of the Study
The aim of this study is to examine the effect of compensation
on employee performance in the Rivers State Board of
Internal Revenue Service. However, the specific objective
is to:
Examine the association between direct compensation and
employee performance in the Rivers State Board of Internal
Revenue Service.
Examine the association between indirect compensation and
employee performance in the Rivers State Board of Internal
Revenue Service.
Research Hypotheses
From the specific objectives, the following null hypotheses
were formulated.
5. HO1: Direct compensation does not significantly associate
with employee performance in the Rivers State Board of
Internal Revenue Service.
HO2: Indirect compensation does not significantly associate
with employee performance in the Rivers State Board of
Internal Revenue Service.
Literature Review
Compensation
Scholars have viewed compensation in different dimensions
which is influenced by how country’s laws that govern
compensation are seen by researchers around the globe.
However, compensation is a reward that an employee awaits
after putting his/her efforts to achieve enterprise goals and
objectives. In the quest to search for a befitting definition of
compensation, a human resource scholar Ivancevich (2003)
elucidated that “compensation management is a human
resource function that deals with every type of reward
individuals receive in exchange for performing organisational
tasks. Milkovich (1999) viewed compensation as wages and
benefit given in exchange for effort or work. Bernadin (2007)
on his assertion argues that compensation refers to all forms
of financial returns and tangible benefits that employee
receives as part of employment relationship. McNamara
(2006) in Odunlade (2012) submitted that “compensation
includes issues regarding wage and/or salary programmes
and structures accruing from job descriptions, merit-based
programmes, bonus-based programmes, commission based
programmes and so on, while benefits typically refer to
retirement plans, health life insurance, disability insurance,
vacation, employee stock ownership plan and so on”. Human
resource researcher Bhattacharyya (2007) contended that
6. compensation is a methodological approach to assigning a
monetary value to employees in return for work performed.
Bhattacharyya (2007) also argued the compensation is a
term used to describe not only employee salaries but also all
other benefits received which he termed remuneration.
In words of Cassandro (2008), “compensation is the area
of human resources management which involves making
decisions about pay that are fair, equitable and competitive
with current market rates; providing employees with
incentives to improve performance; ensuring that benefits
packages are cost effective and serve to motivate employees,
and making certain that all compensation-related policies
and programmes comply with government requirements”.
Cassandro (2008) went further to argue that “compensation
may be in the form of financial returns, tangible services, and
benefits received by employees as part of their employment.
It does not include other forms of rewards such as recognition
and interpersonal relationships etc”. HR Guide to the Internet
(2000) defines compensation as a systematic approach to
providing monetary value to employees in exchange for
work performed. Balkin and Cardy (2006) in Odunlade
(2012) argue that employee compensation is comprised of
base pay and fringe benefits. Anumudu, Dialoke and Joseph
(2016) accentuate that compensation is money received for
the performance of work plus many kind of benefits and
services that organisation provide for their employee. Cascio
(2007) in Anumudu, Dialoke and Joseph (2016) argued
that compensation includes direct cash payment, indirect
payments in the form of employee benefits and incentives to
motivate employees to strive for higher level of productivity.
However, American Compensation Association (1995)
in Anumudu, Dialoke and Joseph (2016) further defined
compensation as the cash and non-cash remuneration
provided by an employer for services rendered.
7. 10 Journal of Strategic Human Resource Management Volume
6 Issue 2 June 2017
Typologies of Compensation
Compensation can be classified in different ways. Some
authors classify compensation as direct and indirect
compensation (Mccaffery, 2005). Nel, Werner, Du Plessis,
Ngalo, Poisat, Sono, Van Hoek, and Botha’s (2011) typology
includes (1) total compensation which comprises of direct
pay, performance-based pay and indirect pay; (2) value-added
compensation which include benefits, base pay, incentives
(Bohlander & Snell, 2004 in Nel et al., 2011). Others
classify it as intrinsic and extrinsic compensation (Long,
2006 in Cassandro, 2008). Bhattacharyya (2007) classified
compensation as follows; base salary, annual incentives,
long-term capital accumulation, deferred compensation
arrangements, supplemental benefits and perquisites, special
severance and retirement arrangements, employment and
change of control agreements. Anumudu, Dialoke and
Joseph (2016) classified compensation as base wage, merit
pay, short and long term incentives, and employee benefits
and services. Henderson’s (2006) compensation typology
comprises (1) pay for work and performance; (2) pay for
time not worked; (3) disability income continuation; (4)
deferred income; (5) loss-of-job income continuation; (6)
health, accident liability protection; (7) spouse (family)
income continuation; and (8) income equivalent payments.
Dessler’s (2013) typology includes direct financial payments
(wages, salaries, incentives, commissions, and bonuses) and
indirect financial payments (financial benefits like employer-
paid insurance and vacations).
Drawing from the above compensation typologies,
8. Berger (2000) in Nel et al. (2011) argue that 21st century
compensation practices are like to be shaped by supply
and demand influences within the labour market, quite
apart from an enlightened employee pool whose issues
include work environment and learning opportunities, as
well as salary and benefits. The contemporary model of
compensation according to Berger (2000) includes visible
paycheck which corresponds with base salary incentives
and; invisible paycheck which are work-life and personal
growth incentives. Cassandro (2008) also categories six
types of indirect pay to include: (i) benefits mandated by
law, including employer contributions to pension plan,
employment insurance, and the workplace safety and
insurance board; (ii) deferred income plans, more commonly
known as retirement or pension plans; (iii) health-related
benefits such as life, medical, dental, or disability insurance;
(iv) pay for time not worked, such as holidays and leaves;
(v) employee services, ranging from employee assistance
programmes to food services; and (vi) miscellaneous benefits
ranging from provision of agency cars to purchase discounts
on agency products or services. McClune (1997) in Nel et
al. (2011) categorises compensation to include (1) direct
compensation (cash compensation, basic salary, deferred
cash, share options, share ownership, restricted shares);
(2) employee benefits (retirement benefits, death benefits,
disability benefits, medical benefits); (3) perquisite/fringe
benefits (cars, holidays, loans); and (4) incentives (bonuses,
profit-sharing, recognition). According to Osibanjo,
Adeniji, Falola, and Heirsmac (2014), “direct compensation
includes wages, salaries, bonuses or commission based
on performances, overtime work, holiday premium while
indirect compensation is paid as medical benefits, housing
allowance, meal allowance, utility allowances, incentive
bonus, shift allowances, hospitalisation expenses, out
of station allowance, vehicle loan benefits, annual leave
9. allowances, car basic allowances, etc.” The contention
of this study therefore is that there is a paradigm shift
Source: Okwudili (2016) PhD Class Note.
Fig. 1: Basic Typology of Compensation
The Effect of Compensation on Employee Performance in
Nigeria Civil Service: A Study of River ... 11
in the way and manner human resource managers can
handle compensation to the digital age worker compare
to the analogue age worker. Come to think of it, since the
replacement of typewriting machine with computers in the
Nigeria civil service, allowances like hazard allowance,
workload allowance, to mentioned but a few has become an
issue between the civil servants and their employers. This
is the reasons why Okwudili (2016) argues that “instead of
keeping the money of civil servants in the pension scheme,
it should be given to workers to enjoy it while they are still
alive”. Byars and Rue (2008) typology of compensation
include; paid vacations; paid holidays; social security;
workers’ compensation; retirement plans; other benefits like
purchase discounts are normally attractive to employees of
an airline or retail store.
Nevertheless, in Okwudili’s (2016) PhD human resources
management lecture, he outlined the following as the basic
typology of compensation obtainable within the Nigerian
work settingsas depicted in Fig. 1.
From Fig. 1, it could be seen that extrinsic reward which
is the same thing as direct compensation covers monetary
aspect of compensation which comprises of base pay (salary/
10. wages); incentives (bonuses, profit sharing, stock options).
The intrinsic rewards is also the same thing with indirect
compensation which include working conditions, interesting
jobs, promotion, job design, career development, etc.
Extrinsic Rewards
These are benefits derived directly from employment and the
performance of work, which can be seen and quantified. It
is typically given by an outside agent (i.e. the organisation).
Examples are financial, material, and social rewards.
Extrinsic rewards can be classified into monetised and
perquisite (benefits) rewards.
Monetised rewards: These are financial rewards that are
paid by organisations to compensate employees for their
efforts. These include base pay, wages, incentives (bonus
plan, commissions, profit sharing plans, stock options,
employee stock ownership plans).
Perquisites (benefits): These are the extra or additional
benefits that are paid by organisations to employees which
go beyond the normal or agreed compensation.
Intrinsic Rewards
These are self-granted rewards or internally experienced
payoffs. In otherworld’s, it is an internal feeling of reward
that employees derived from performing their jobs.
Approaches to Determining Compensation
There are many ways to ascertain how compensation can be
paid. Human resource scholar, Okwudili (2016) accentuates
compensation packages can be ascertained through the
following ways:
11. Seniority-based pay: This is as a result of the employees
rank or position in the workplace. The higher the position
or rank of a worker, the higher will be their compensation
packages.
Job status-based pay: Here, job evaluation is used as a
basis to determining how compensation can be awarded.
Skill or competence-based pay: The skill, knowledge,
experience and other significance features that individuals
bring to bear in the performance of jobs is also a major
consideration in the way some organisations approach
compensation issues.
Performance-based pay: Compensation is paid to an
employee as a result of his/her effort in the work he/she was
assigned to do or with a team or group members.
Effective Implementation of Compensation
It is one thing to understand the concept of compensation;
it is another thing to effectively implement a compensation
plan or system for equitability and transparent allocation of
reward to deserving employees who toil day and night to
ensure the continuity of the organisation. For compensation
to be implemented effectively in the civil service or private
businesses, the Nigerian government has formulated
policies to settle employee and employer psychological
behaviours. In 2004, the National Assembly enacted
“Workmen Compensation Act of 2004” designed to protect
workers from being dehumanised by their employers and
pay workers what is due to them when injury is sustained
in the workplace. But in the long run, it was amended in
2010 by the same National Assembly and changed to
“Employee Compensation Act 2010”. The payment of
12. compensation under the Employee Compensation Act 2010
is rested on injury sustained but disabled. Section 7(1) of
the Act stipulates conditions for employee compensation in
the Nigerian workplace which civil service is part. It states
clearly that for compensation to be paid to employee, it must
arise out of or in the course of employment. However, the
phrase “arise out of employment” conveys that the injury
should result from the work the employee was employed to
do. This implies that, payment of compensation as a result
of injury sustained must be associated with the work being
assigned to the employee in the workplace. In other words,
12 Journal of Strategic Human Resource Management Volume
6 Issue 2 June 2017
the phrase “in course of employment” refers to the scope,
time and the level beyond the work an employee is expected
to carry out. Expatiating further Worugji (2013) elucidated
that in course of employment actually means that accident
resulting to the injury must occur at the time and place of
the employment while the employee is doing what he or she
is employed to do. But Employee Compensation Act 2010
has repeal that of Workmen’s Compensation Act 2004 which
restricted the payment of compensation to workers only
when they are in the course of employment or must arise
out of employment. Nigeria Employee Compensation Act
2010 clearly states that; “any employee, whether or not in
a work place, who suffers any disabling injury, arising out
of or in course of employment, shall be entitled to payment
for compensation in accordance with part IV of this Act
(Worugji, 2013). In the final analysis, for civil servants to
receive any compensation from their employers, they must
be acquainted with the tenets and content of the Employee
Compensation Act 2010 before placing their claims.
13. Employee Performance
In this context, one needs to understand the meaning of
performance in human resource management paradigm.
According to Bhattacharyya (2007), performance is what
we expect to deliver by an individual or a set of individuals
within a time-frame. Boddy (2008) in Christopher and
Bulah (2016) accentuate that performance is the results
of an activity. An employee is said to be performing when
duties assigned to such individualis carried out effectively
and efficiently to meet organisational goal. According to
Christopher and Bulah, (2016), employee performance is
about employees achieving the results, goals or standards
as per the expectations set by the enterprise. This implies
that for an employee to be performing, such individual
will achieve goals set by the enterprise with the standard
required. Employee performance determines the direction
and expansion of any business outfit in the universe. It is
on record that when employees are highly motivated by
their employers, commitment is said to be on the rise on
the part of the employee. There are several dimensions of
performance in human resource management. Bhattacharyya
(2007) contended that for performance to be measured, the
following dimensions must be in place. These are output
or result dimension which refers to the consequence of
inputs in a summary form or a final or semi-final product
or service form (Bhattacharyya, 2007). Examples of this
dimension are salary figures, customer numbers, financial
targets, production targets, completion of tasks to meet some
deadlines (Bhattacharyya, 2007). Input dimension describes
in terms of the activities or tasks to be accomplished by the
individual (Bhattacharyya, 2007). Time dimension which
refers to as performance for a task, for a day, a month, a year,
or for life (Bhattacharyya, 2007). Focus dimension means
14. performance can be ascertained by focusing on a particular
thing or objective.
Empirical Studies on Compensation
Due to the peculiarity of compensation as a concept and
as an issue bordering both the employee and employer,
different scholars around the world have written extensively
on this subject called compensation. Oburu and Atambo
(2016) examined the effect of non-financial compensation
on employee performance of micro-finance institutions
in Kenya. Their study established that indeed the micro
finance industry especially WakenyaPamoja Sacco-Kisii,
does employ non-financial compensation measured in
terms of participation and/recognition, better workplace
environment, job design, career development, training
motivate employees and drive up their performance as well
as to retain staff. Okwudili (2015a) carried an empirical
study on the effect of non-monetary rewards on productivity
of employees among selected government parastatals in
Abia State, Nigeria. The findings of his study indicated that
non-monetary rewards and productivity of employees have
a positive relationship which is significant at 5% level of
probability (2- tailed). He concluded that “higher productivity
and efficiency of employees in government parastatals is
possible with the effective exploitation of human resources
through non-monetary rewards and recommends amongst
others that Government should motivate their staff more
by involving them in self developmental programmes with
good remuneration payment, incentive packages etc that will
signify that the organisation needs their personal outputs”.
Okwudili (2015b) analysed the influence of monetary
rewards on performance of employees in food service
industry in Abia state, Nigeria. He concluded that “all
round development of the food service industry for higher
productivity and efficiency is possible with the effective
15. exploitation of employees through monetary rewards”.
Idemobi, Onyeizugbe, and Akpunonu (2011) carried an
empirical study on compensation management as tool for
improving organisational performance in the public sectors
in Anambra state civil service of Nigeria. Their findings
revealed that “financial compensation for staff members in
the public service do not have a significant effect on their
performance and that financial compensation received are
not commensurate with staff efforts”. Their study further
found that “reform programmes of the government do not
have a significant effect on the financial compensation
policies and practices in the public sector due to poor
compensation management”. Obasan (2012) studied the
effect of compensation strategy on corporate performance
of Nigerian Firms. From Obasan’s finding it was shown
The Effect of Compensation on Employee Performance in
Nigeria Civil Service: A Study of River ... 13
that compensation strategy has the potential beneficial
effects of enhancing workers’ productivity and by extension
improving the overall organisational performance. Jane and
Silas (2013) conducted an empirical study on the effect of
compensation on performance of public secondary school
teachers in Eldoret Municipality Kenya. Their study
concluded that compensation package provided by teachers
service commission in Kenya was overall “not satisfactory”
as many of the teachers were uncomfortable with the
compensation package and policies in place. Osibanjo et
al. (2014) examined the effect of compensation packages
on employees’ job performance and retention in a selected
private University in Ogun State, South-West Nigeria. The
16. results of their study showed strong relationship between
compensation packages and employees’ performance and
retention.
Chun-His and Setyabudi (2008) investigates how age, tenure,
employee’s rank and work status are related to perception of
direct and indirect compensations fulfillment in a hazardous
work environment. Their study found that age, tenure,
employee’s rank and work status are positively related to
perception of direct and indirect compensations fulfillment.
Christopher and Bulah (2016) carried out an empirical study
on the relationship between total compensation and employee
performance in Mayfair Insurance Company Limited in
Kenya. The finding of their study shows that there is a
positive significant relationship between total compensation
and employee performance at Mayfair Insurance Company
Limited in Kenya.
Source: Researcher’s conceptualisation (2016) from Chun-His
and Setyabudi, (2008).
Fig. 2: Conceptual Framework
Methodology
This study adopted a cross-sectional research survey. Target
population comprises employees of Rivers State Board of
Internal Revenue Service. Accessible population for this
study as at August, 2016 is 45 employees who were available
during the course of questionnaire administration. Sample
size is 40 using Krejcie and Morgan (1970) sample size
determination table. Only 32 questionnaire were completed
and returned this was as a result of workers biometric
exercise going in Rivers State as at the time this study was
conducted. Convenience sampling technique was adopted.
Compensation questionnaire by Milcovich (1999) adopted
17. by Chun-His and Setyabudi (2008) was adapted. Direct
compensation was measured with 5-items on a 5-point Likert
Scale ranging from 5-Strongly Agree, 4-Agree, 3-Disagree,
2-Strongly Disagree, 1-Undecided. Indirect compensation
was measured with 5-items on a 5-point Likert Scale ranging
from 5-Strongly Agree, 4-Agree, 3-Disagree, 2-Strongly
Disagree, 1-Undecided. For the inferential statistics,
Spearman’s Rank Order Correlation Coefficient was used
for data analysis with the aid of Statistical Package for Social
Sciences (SPSS) version 20.0.
Data Analysis
Both descriptive and inferential statistics were employed
in this study. Descriptive statistics was used to indicate
the response rate on direct and indirect compensation.
The inferential statistics include the test of hypotheses
with Spearman Rank Order Correlation Coefficient. This
was made possible with the aid of Statistical Package for
Social Sciences version 20.0. Below is the SPSS output for
the correlation between direct, indirect compensation and
14 Journal of Strategic Human Resource Management Volume
6 Issue 2 June 2017
employee performance in the Rivers State Board of Internal
Revenue. This study will adopted Mehran et al. (2014)
benchmark for rejecting and accepting null hypotheses using
the SPSS as follows: when the p-value (Sig., 2-tailed) is less
than the level of significance (0.05), reject the null hypothesis
and; when the p-value (Sig., 2-tailed) is greater than the level
of significance (0.05), accept the null hypothesis.
18. Table 1: Response Rate on Direct Compensation
Frequency Percent Valid
Percent
Cumulative
Percent
Strongly
Agree
8 25 25 25
Agree 13 41 41 41
Disagree 3 9 9 9
S t r o n g l y
Disagree
5 16 16 16
Undecided 3 9 9 100
Total 32 100 100
Source: SPSS Output (2016)
Table 1 shows the response rate on direct compensation. 8
respondents representing 25% strongly agree. 13 respondents
representing 41% agree. 3 respondents representing 9%
disagree. 5 respondents representing 16% strongly disagree.
3 respondents representing 9% were undecided. This shows
that 13 out of 32 respondents strongly agree that prompt
payment of salary, base wage adjustment, house rent
allowance, long-term incentive and short-term bonus will
19. enhance their performance in the board of internal revenue.
Table 2: Response Rate on Indirect Compensation
Frequency Percent Valid
Percent
Cumulative
Percent
Valid-
Strongly
Agree
15 47 47 47
Agree 9 28 28 28
Disagree 3 9 9 9
Strongly
Disagree
5 16 16 16
Undecided - - - 100
Total 32 100 100
Source: SPSS Output (2016)
Table 2 shows the response rate on indirect compensation.
15 respondents representing 47% strongly agree. 9
respondents representing 28% agree. 3 respondents
representing 9% disagree. 5 respondents representing 16%
strongly disagree. None was undecided. This shows that 15
20. out of 32 respondents strongly agree that provision of safety
allowance, health allowance, work tools availability, end of
year gift, breaking time allowance, vacation allowance and
work room availability will increase their performance in the
board of internal revenue.
Test of Hypotheses
Spearman Rank Order Correlation Coefficient was used
with the aid of SPSS Version 20.0.
HO1: Direct compensation does not significantly associate
with employee performance in the Rivers State Board of
Internal Revenue Service.
Table 3: Correlations
Direct
compen-
sation
Employee
perfor-
mance
Spear-
man’s rho
Direct
compen-
sation
Correlation
Coefficient
21. 1.000 .822**
Sig.
(2-tailed)
. .000
N 32 32
Employee
perfor-
mance
Correlation
Coefficient
.822** 1.000
Sig.
(2-tailed)
.000 .
N 32 32
** Correlation is significant at the 0.05 level (2-tailed)
Based on Mehran et al. (2014) benchmark for rejecting and
accepting null hypotheses using the SPSS the null hypothesis
is hereby rejected on the basis that p-values (0.000) were
less than the level of significance (0.05). The study therefore
accepts the alternate hypothesis and states as follows: direct
compensation is significantly associated with employee
performance in the Rivers State Board of Internal Revenue
Service. This implies that employees are willing to put more
effort in the organisation if the board pay their salary, base
wage adjustment, house rent allowance, long-term incentive
22. and short-term bonus.
HO2: Indirect compensation does not significantly associate
with employee performance in the Rivers State Board of
Internal Revenue Service.
The Effect of Compensation on Employee Performance in
Nigeria Civil Service: A Study of River ... 15
Table 4: Correlations
Indirect
compen-
sation
Employee
perfor-
mance
Spearman’s
rho
Indirect
compen-
sation
Correlation
Coefficient
1.000 .715**
Sig.
23. (2-tailed)
. .000
N 32 32
Employee
perfor-
mance
Correlation
Coefficient
.715** 1.000
Sig.
(2-tailed)
.000 .
N 32 32
** Correlation is significant at the 0.05 level (2-tailed)
Based on Mehran et al. (2014) benchmark for rejecting and
accepting null hypotheses using the SPSS the null hypothesis
is hereby rejected on the basis that p-values (0.000) were
less than the level of significance (0.05). The study therefore
accepts the alternate hypothesis and states as follows: indirect
compensation is significantly associated with employee
performance in the Rivers State Board of Internal Revenue
Service. This means that the provision of safety allowance,
health allowance, and work tools availability, end of year
gift, breaking time allowance, vacation allowance and work-
room availability will enhance employees’ performance in
the board of internal revenue.
24. Discussion of Findings
Result of hypothesis 1 shows that direct compensation has a
positive effect on employee performance. This corresponds
with findings of Okwudili (2015b); Obasan (2012); and
Osibanjo et al. (2014). Okwudili (2015b) concluded that
“all round development of the food service industry for
higher productivity and efficiency is possible with the
effective exploitation of employees through monetary
rewards”. Obasan’s (2012) findings show that compensation
strategy has the potential beneficial effects of enhancing
workers’ productivity and by extension improving the
overall organisational performance. Osibanjo et al.’s (2014)
results showed a strong relationship between compensation
packages and employees’ performance and retention.
However, the result of hypothesis 2 shows that indirect
compensation has a positive effecton employee performance.
This is in line with findings of Okwudili (2015a), and Oburu
and Atambo (2016). Okwudili’s (2015a) findings indicate
that non-monetary rewards and productivity of employees
have a positive relationship which is significant at 5% level of
probability (2- tailed). He concluded that “higher productivity
and efficiency of employees in government parastatals is
possible with the effective exploitation of human resources
through non-monetary rewards and recommends amongst
others that government should motivate their staff more by
involving them in self developmental programmes with good
remuneration payment, incentive packages etc. that will
signify that the organisation needs their personal outputs”.
Oburu and Atambo’s (2016) findings revealed that non-
financial compensation measured in terms of participation
and/recognition, better workplace environment, job design,
career development and training drive up employee
performance as well as retention of staff.
25. Conclusion
Based on the discussion of findings, the study concludes
that compensation measured in terms of direct and indirect
compensation, will enhance employee performance in the
Rivers State Board of Internal Revenue.
Recommendations
Drawing from the conclusion, the following recommendations
were made:
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.
Allowances due to workers should be promptly paid to them
to avoid ineffectiveness in the civil service.
Compensation fund should be set aside for compensating
workers.
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