TABLE OF CONTENT
Title Page
Abstract
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
1.2 Statement of Problem
1.3 Objectives of the Study
1.4 Research Questions
1.5 Statement of Hypothesis
1.6 Significance of the Study
1.7 Scope of the Study
1.8 Limitation of Study
CHAPTER TWO
LITERATURE REVIEW
2.1 INTRODUCTION
2.2 Concept of Motivation
2.3 Theories of Motivation
2.3.1 Content Theories of Motivation
2.3.2 Process Theories of Motivation
2.3.3. Intrinsic and Extrinsic Motivation
2.4 Theories Of Motivation Related With Non-monetary Incentives
2.4.1. Hierarchy of Needs Theory
2.4.2. ERG Theory
2.4.3 Mcclelland‟s Acquired Needs Theory
2.4.4 Motivation-Hygiene Theory
2.4.5. Job Characteristics Model
2.4.6. Valence, Instrumentality And Expectancy (VIE) Theory
2.4.7. Equity Theory
2.4.8. Goal-Setting Theory
2.4.9 Reinforcement Theory
2.5 Impact of Motivation on Workers Performance
2.6 Concept of Non-Monetary Inducement
2.7 Assessment of Non-Monetary Incentives
2.8 The Assessment of Non-Monetary Incentives Impact on Performance
2.9 Theoretical Framework
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Introduction
3.2 Research Design
3.3 Population of Study
3.4 Sampling/Sample Size of Study
3.5 Method of Data Collection
3.6 Method of Data Analysis
3.7 Measurement of Variables
3.8 Reliability and Validity of Research Instrument
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND DISCUSSION OF FINDINGS
4.1 Questionnaire Administration and Response Rate
4.2 Data Presentation and Analysis
4.2.1 Analysis of Research Questions
4.2.2 Test of Hypothesis
4.3 Discussion of Findings
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary
5.2 Conclusion
5.3 Recommendations
Bibliography
Questionnaire
ABSTRACT
This study is particularly informed by the need to assess the impact of non-monetary incentives on employee performance. To do this, requisite data was sourced via primary and secondary sources. Primary data was sourced through the instrument of a questionnaire, while secondary data requisite for this study was sourced from performance appraisal report viz-a-viz non-monetary incentives implemented by the organization. Due to the structured (closed ended) and unstructured (open ended) nature of question data useful for analysis were mostly nominal and interval in nature while, the secondary data were mostly ratio in nature. Consequently, the research questions were analyzed using single (%) and calculation of means (x). However, to test the hypothesis, the secondary data was analyzed using regression analysis facilitated by Ms-Excel software. It was found that employee performance was significantly related to non-monetary rewards and that the organization actually implements variants of non-monetary incentives. However, implementation of non-monetary incentives was considered unjust and unfair by employees and the fact that some form of non-monetary incentive was actually not effective. The researcher therefore, recommended the implementation of non-monetary incentives however without discrimination. The promotion in particular should be made on the basis of performance and not on “connection” basis.
CHAPTER ONE
INTRODUCTION
1.1 Background To The Study
Employee performance simply is the target and goal achievement of an entity
facilitated by the contributions – labour which is skilled or unskilled and possible suggestions to decisions or policies made by the entity the employee works for. That is to say, the extent to which an organization‟s objective (goals) are being achieved courtesy to the role played by the employee is what employee performance is all about. Consequently, employee performance include all of the employees efforts in terms of his/her commitment to work, punctuality, willingness to work extra hours, exerssion of innovation in the execution of task to mention but a few directed at goal achievement at effective cost.
However, this performance of employee which is desired by entities in both private and public sectors is a function of employee motivation. These motivations are broadly referred to as monetary and non-monetary incentives. It is a general belief that reward system seek to attract people to join an organization, to keep them coming to work and motivate them to perform to high levels (Puwanenthiren Pratheepkanth, 2011).
Evidently, both employers and employees do have their needs intertwined or dependent on each other. It is however mostly use one that the employees performance depends on the corresponding compensations, recognition and benefits. Studies have shown that organizations are increasingly realizing that they have to establish a blend or balance between the employee‟s contribution to the organization and the organization's....
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