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Abstract
The study examines effective organizational reward system and employee performance of telecommunication firms in Port Harcourt. The survey research design was adopted for this study. The population of this study is made up of 150 senior and junior staff of selected telecommunication firms in Port Harcourt. The sample size is 128. The researcher use non-probability technique in design his work, which specified a quota sampling method to be adopted. Both primary and secondary data were used for the study. The researchers analyze data collected through the administration of questionnaire and personal interviews through the use of percentage in tabular table. The study revealed that salaries, incentives and employee performance of telecommunication firms in Port Harcourt. Based on the finding of the study and fact from relevant literature reviews, the following recommend in as much as employee remain the key factor in every organization, be it profit or nonprofit oriented, the organization must as duty of necessity provide the necessary reward for the emplo3^ee in order for them to perform effectively and managers should provide bonus to employees who are hard working as way of rewarding them for the performance of their duty through organization productivity.
CHAPTER 1
INTRODUCTION
1.1 Background of the Study
Employee performance is derived from the word job performance that means real work produced by employee within a specific time period. Performance is a comparison between the workers real output compared to the standard set by the company. Performance is the quantity and quality of produced or services rendered by a person who is doing the job. Performance is the work of behavior. Performance is the relationship between work and behavior. Reward system is one construct that can trigger employee performance in an organization today.
Nowadays organizations need to have effective and efficient managers and employees to be able to achieve their goals in order to enhance all round development (Benneth & Anderson, 2003). Directors as the official representative of the organization is headed coordination and success of the organization and realization of the goals depending on how practice of management and his leadership style effective. Appropriate behavior pattern of the director in each organization creates a strong moral in the staff and increasing their performance rate from the permission (Benneth & Anderson, 2003).
It is an obvious fact that effective implementation of favourable comparison management will not only and in stabilizing and retaining employees but also helps in reducing labour turn over within the organization. Employee’s comparison can be seen as all forms of financial returns and tangible benefit that employees receive as part of an employment relationship can be referred to as the totality financial and non-financial rewards an employee receives in return for his/her labour or services.
The increase in employee performance is not possible without effective application of employee’s ability and their motivation and the one of this leadership skill is that to strengthen the creativity and motivation in the staff.
Certainly the manners leadership styles are very effective in right driving of the best styles of leadership will lead to increase organization effectiveness and efficiency. This research is therefore necessary to take steps to improve employee performance because the type of employee performance is the perquisite to organizational effectiveness.
In fact, if the manager has the skills and techniques to effectively manage the relationship with employee’s motivation and job satisfaction levels of employee andalso higher and given that the engine of the organization is its employees this can effectively help to improve the performance of the organization.
Reports can generate as important role for employee a good employee facts that value of the company is working for the also enhance the better work they are well-being. The highly motivated employee builds advantages for their company and leads the organizational of them its objectives Rizel (2010). This paper impact of reward dimension on employee performance with special reference to highly companies according to Habiban (2003) that job satisfaction affects the level of employee performance which means that satisfaction derived from therefore declaration of employee to good.
Reward is the most important element to eliminate employee for paying their best performance to generate the motivation and the new ideals increase the company performance and financial and non-financial (Dewhurst, 2011) the relationship of the manager supervision reward power positivity satisfaction turnover and organization Dee Pros (1994) argued that motivation of employee productivity can be enhance to provide effective recognition which provides the result to improve the performance of the organization.
Good performance might lead to rewards which invariably lead to satisfaction and when an employee is satisfied it will leads to increase in productivity and the performance of the employee will change for good. The satisfaction goes further to generate more job commitment to increase employee’s performance and productivity (Catter & Lawler 1967).
1.2 Statement of the Problem
Workers are vital ingredients in achieving organizational goals workers belong to labour factors of prediction workers being human are faced with several problems ranging from psychological health finance and overwhelming are to impede workers contribution towards organizational goals.
It is the duty of the manager or employee of them labour to identify workers of personal problems a proffer solution to these through effective reward system. The realization of these expectations of the workers determines the level of turnover. Reward system should ensure that a worker get commensuration reward for work input.
The problem in organization has been the poor administration of reward. It has been a great concern both employers and employees. Employers are demanding too many employees are also complaining labour is not adequately rewarded.
Researchers support that poor rewards lead to poor labour turnover, poor job commitment and poor multinational state (Herzbery, 1959). Many authors also agree that classification is a fundamental issue in workers frustration and eliminates to poor performance inspire of the various made by management to maintain industrial harmony with enhance productivity in our organizations there has been a continuous rise in workers dissatisfaction ranging from reward systems. It is against this background that this study examines the relationship employee performance. (Herzbery, 1959).
1.3 Objectives of the Study
The main purpose of the study is to examine the relationship between organizational reward system and employees performance of telecommunication firms in Port Harcourt. The specific objectives are:
1. To examine the relationship between salaries and wages and employees performance of telecommunication firms in Port Harcourt.
2. To examine the relationship between incentives and employee performances of telecommunication firms in Port Harcourt.
3. To examine the relationship between bonuses and employee performance of telecommunication firms in Port Harcourt.
1.4 Research Questions
The following research questions are posed to guide this study.
1. Is there any relationship between salaries and wages and employee performance of telecommunication firms in Port Harcourt?
2. Is there any relationship between incentives and employee performance of telecommunication firms in Port Harcourt?
3. Is there any relationship between bonuses and employee performance in Port Harcourt?
1.5 Significance of the Study
The results of this study will inform an employer to identify the type of reward system available to workers in the organization and to know whether workers are motivated with the reward employers administer. It will also help the managers to know the extent to which the reward system can influence workers’ performance.
The study will also help students that will conduct research in relation to the work to enable investigation of this nature to improve and find solutions to its problems.
At the same time, it will help practicing managers to know how the workers in an organization should be motivated effectively. The study will also reveal the extent to which workers are rewarded whether they are satisfied with the organizational reward system or dissatisfied.
The study will also help students that will conduct research in relation to the work to enable investigation of this nature to improve and find solutions to its problems. At the same time, it will help practicing managers to know how the workers in an organization should be motivated effectively. The study will also reveal the extent to which workers are rewarded whether they are satisfied with the organizational reward system or dissatisfied.
The study will equally create room for employers to decrease and effectively manage labour turnover and establish conducive working environment for both workers and employers. It is our belief that this study will also help future researchers in the subject and other related areas. It will also make some contribution to the existing knowledge in the field of management.
1.6 Scope of the Study
This study is delimited under the following
The content scope: The content scope of the study involves the investigation of the relationship between employee performances.
The independent variable is organizational reward systems with the following dimensions namely: salaries incentives, rewards and bonuses. And the dependent variable is employee performance and its measures namely, productivity, effectiveness and efficiency.
Geographical scope: The domain of this study involves of telecommunication firms in Port Harcourt which include MTN, 9Mobile, Globacom and Airtel.
Unit of analysis: This is a micro level analysis because the focus is to examine how organizational reward system relates with employee performance.
1.7 Limitation of the Study
Given the critical and sensitive nature of the topic under this study, the researcher encountered a number of problems which hindered the research work. Paramount among these constraints is the time frame within which the work was expected to be completed. The time period of completion for the work was too small considering the fact that the topic covered the whole banking sector. Beside the cost of embarking on this project work considering the volume of work involved also gave its own constraint on the research work as the researcher was not financially buoyant enough to .carry out all the investigations deemed necessary to be carried out.
Furthermore, the people interviewed also gave their own limitations as most information sought for were mainly from the NNPC in Port Harcourt, the research found it difficult tracing those used for the research work which gave him a tough time to do its worthy to mention that the major sourced of this work was on intranet.
1.9 Definition of Terms
The following terms are operationally defined below:
Bonuses: This means an extra payment to the workers beyond the normal wage.
Effectiveness: This refers to the amount to which objectives are achieved and the extent to which targeted problems are solved.
Efficiency: Efficiency is the ability to avoid wasting materials, energy, efforts, money and time in doing something or in producing a desired result. In a more general sense, it is the ability to do things well, successfully, and without waste.
Incentives: This is the amount of remuneration paid to a worker over the normal wage as an incentive for employee’s contribution to the increased production or saving in time or material.
Organization: An organization is a social unit of people that is structured and managed to meet a need or to pursue collective goals.
Performance: This is the accomplishment of various task assigned to a job by a worker in accordance with the requirement and specification of the job.
Productivity: Productivity is an average measure of the efficiency of production. It can be expressed as the ration output to inputs used in the production process, i.e. outputper unit of import.
Reward: This involves a thing that is given in recognition of service, effort or achievement, or given something to someone in recognition of their services, efforts or achievements.
Salaries: The term salary means the remuneration paid to the clerical and managerial personnel employed on monthly or annual basis.
Wages: A fixed regular payment earned per work or services, typically paid on a daily or weekly basis.