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ABSTRACT
This research work examine the employees and incentives: The impact on productivity; a case of coca-cola P.H. The population of the study is One Hundred and Fifty (150) population Size of both the board of management, Senior Staff, Junior Staff, Operating unit and the Security Unit of Coca-cola Company in Port Harcourt of River State. The sample size of the study is sixty (60) staff. This represents sixty percent of the total population. The rationale for selecting 60% of the total population only is in line with NNANNA’S postulation which states thus: Sample techniques adopted was simple random. In testing the reliability of the instrument, the researcher used test-retest techniques. By this, a pilot study was camel and by selecting 10 out of the respondents who were administered with the questionnaire for completion with the assistance given by the researcher and the 10 copies were collected. This shows that the instrument will be reliable of all the questionnaires are distributed to the whole respondents, hence the instrument reliability was assured. From the discussion of findings, one can deduce that allowances make employees to be more productive and committed to work. It was discovered that boss’s recognition and appreciation of employee’s hard work through reward make employees to be more productive in organization. It was discovered that conducive working conditions make employees comfortable and more committed to work.
TABLE OF CONTENTS
TITLE PAGE
COVER PAGE: – – – – – – – – – I
DEDICATION: – – – – – – – – – II
CERTIFICATION: – – – – – – – – – III
ACKNOWLEDGEMENT: – – – – – – – – IV
ABSTRACT: – – – – – – – – – – V
TABLE OF CONTENTS: – – – – – – – – VI
CHAPTER ONE
INTRODUCTION: – – – – – – – – – 1
1.1 BACKGROUND OF THE STUDY: – – – – – 1
1.2 STATEMENT OF PROBLEM: — – – – – – 4
1.3 OBJECTIVES OF THE STUDY: – – – – – 5
1.4 RESEARCH QUESTION: – – – – – – – 6
1.5 SIGNIFICANCE OF THE STUDY: – – – – – 6
1.6 SCOPE OF THE STUDY: – – – – – – 7
1.7 LIMITATIONS OF THE STUDY: – – – – – 8
1.8 DEFINITION OF TERMS: – – – – – – 9
CHAPTER TWO
LITERATURE REVIEW: – – – – – – – – 12
2.1 INTRODUCTION: – – – – – – – – 12
2.2 CONCEPTUAL FRAMEWORK: – – – – – – 12
2.3 THEORETICAL FRAMEWORK: – – – – – 15
2.3 THEORETICAL STUDIES: – – – – – – 17
2.4.1 WHAT IS INCENTIVE: – – – – – – – 17
2.4.2 TYPES OF INCENTIVE: – – – – – – – 17
2.4.3 EFFECT OF INCENTIVE: – – – – – – 19
2.2.4 EMPLOYEES OF PRODUCTIVITY:- – – – – – 20
2.4.5 EMPLOYEES AND INCENTIVE: – – – – – 22
2.4.6 IMPACT OF INCENTIVE ON EMPLOYEE PRODUCTIVITY: – 23
2.2.7 WAYS OF MOTIVATING EMPLOYEES IN TIME OF
PRODUCTIVITY: – – – – – – – – 24
2.4.8 WORK ENVIRONMENT AND COMPETENCY: – – – 29
2.4.9 PRODUCTIVITY AND SATISFACTION: – – – – 30
2.5 RELATED EMPIRICAL STUDIES: – – – – – 31
2.6 SUMMARY OF LITERATURE REVIEW: – – – – 33
CHAPTER THREE
RESEARCH METHODOLOGY:- – – – – – – 35
3.1 METHODOLOGY: – – – – – – – – 35
3.1 RESEARCH DESIGN: – – – – – – – 35
3.3 POPULATION FO THE STUDY: – – – – – 36
3.4 SAMPLE AND SAMPLING PROCEDURE: – – – – 36
3.5 INSTRUMENT FOR DATA COLLECTION: – – – – 37
3.6 VALIDATION OF THE INSTRUMENT: – – – – 37
3.6 RELIABILITY OF THE INSTRUMENT: – – – – 38
3.7 METHOD OF DATA COLLECTION: – – – – – 38
3.9 METHOD OF DATA ANALYSSIS: – — – – – 39
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS: – – – – – 40
4.1 NTRODUCTION: – – – – – – – – 40
4.2 DATA COLLECTION AND PRESENTATION: – – – 40
4.3 DATA ANALYSIS: – – – – – – – – 41
4.4 DISCUSSION OF FINDING: – – – – – – 45
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS: – – 47
5.1 INTRODUCTION: – – – – – – – – 47
5.1 SUMMARY FOR FINDING: – – – – – – 48
5.2 CONCLUSION: – – – – – – – – 48
5.3 RECOMMENDATIONS: – – – – – – – 49
REFERENCES: – – – – – – – – – 51
APPENDIX I: – – – – – – – – – 53
APPENDIX II: – – – – – – – – – 54
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Incentive comes from the Latin word, ‘moverie’ which means one who sees it as an inner force or desire to achieve a certain goal. Incentive is the inner force which energizes an individual to achieve a goal. “Incentive is also a set of one or more conditions which activate, turn on behaviour, direct the behaviour towards some goals and maintain behaviour until the goal is reached”. The above definitions show that incentive is an internal state which urges an individual towards a goal and such behaviour persists until the goal is achieved (Armstrong, 2006).
According to David (1962) defined incentive as “the arousal of an individual towards a certain stimulus and such arousal directs and maintains the behaviors of the individual towards achieving a particular goal. It is therefore, a mental state, psychological in nature which cannot be directly observed like learning but can be known from an individual’s action.
Davies (2005) see it as what goes on inside a person, which brings about her behaviour. Davies emphasizes that lack of incentive could make an individual not to achieve satisfaction from the work.
Every organisation is concerned with what should be done to achieve sustained high levels of performance through its workforce. This means giving close attention to how individuals can best be motivated through means such as incentives, rewards, leadership etc. and the organisation context within which they carry out the work (Armstrong, 2006). The study of incentive is concerned basically with why people behave in a certain way. In general it can be described as the direction and persistence of action. It is concerned with why people choose a particular course of action in preference to others, and why they continue with chosen action, often over a long period, and in the face of difficulties and problems (Mullins, 2005). Incentive can therefore be said to be at the heart of how innovative and productive things get done within an organisation (Bloisi et al., 2003).
Jones (1995) sees incentive as “how behaviour gets started or energizes and how it is stopped, what kind of subjective reaction that is present in the organization while this is going on”.
Although there are several factors that constitute what an organization is all about. But the major factor is the human element which is composed of the workforce commonly addressed as the Employee. It will be erroneous talking about employee productivity without talking about incentive.
Incentive is a powerful tool for productivity. In fact the degree to which employee could remain motivated and continue to make forward progress determines whether the organization realized their life goal or not.
According to Nwachukwu, C.C. (1988), in his “management theory and practice” incentive is defined as “the energizing force that induces or compels and maintains behaviour”.
Incentive is an Internal state that activates guides and sustains human behaviours. Incentive also refers to incentive which also serve driving force by which we achieve our goals.
Incentive according to various theories incentive may be rooted in a basic need to minimize physical pain and maximize pleasure. It may include specific needs such as eating and resting or a desired object, goal, state of being. It may be attributed to less-apparent reasons such as selfishness, morality.
1.2 STATEMENT OF PROBLEM
Incentive of employee is a considerable concern to management in both private and public organization. In an organization incentive boost manpower productivity, high marketing share and increase in profitability, for an establishment to achieve the above mentioned, the employees should be well motivated by giving incentives for them to increases their job rate and their individual efforts toward the organization achievement goals.
Due to the differences employee in an organization working, view of extrinsic incentive and employee productivity is to boost the level of organizational output. When workers are not adequately motivated, they bound the achievement of the company or establishment goals as they feel that the job is not worth all the suffering. Base on this research study, we are attempting to analytically review extrinsic incentive and its effects on employee productivity.
The productivity of an employee absolutely depends on two factors such as: the level of ability to do the work, and the willingness to do the work. The ability can be acquired by proper education and training. But willingness can be created by incentive. Incentive is said to be Extrinsic and Intrinsic, in regards to our topic, we will basically look into Extrinsic Incentive.
1.3 OBJECTIVES OF THE STUDY
The overriding objective of this study is to examine the effect of Extrinsic Incentive on Employee Productivity in the Nigerian Bottling Company.
1. To examine the relationship that exists between Incentive and employee productivity/Job satisfaction.
2. To evaluate how employee extrinsic incentive can lead to job satisfaction.
3. To evaluate how employee job satisfaction lead to the attainment of organizational goal.
4. To examine the roles and effect of extrinsic incentive in productivity.
1.4 RESEARCH QUESTIONS
1) To what extent does employees Incentives have impact on job productivity?
2) To what extent does employee incentives lead to job productivity?
3) To what extent does incentive lead to the attainment of organizational goal?
4) To what extent does employees and incentive have relationship in common on productivity?
1.5 SIGNIFICANCE OF THE STUDY
In developed countries of the world the induces for measuring national growth and economic strides hinge on the productivity of human resources which constitute the ultimate dignity of a nation.
After all it is the interaction of people with natural resources that culminates into developmental process.
The people that the workforce according to Grant (1997:24) are the human resources of the supply of physical labour technical and professional skill which will automatically boost organization.
This study will therefore help us to know the actual knowledge employee and incentive impact on productivity on job satisfaction. It will enable us to know how, why and when to motivate employees.
It will further help us to know if incentive is a necessity or a prerequisite. It is also designed to help us understand what incentive is all about. It will unfold the differences between the incentive employees and the unmotivated employees particularly this attempts to x-ray the ultimate beneficiary of incentive the employee or the organization.
1.6 SCOPE OF THE STUDY
The study focused on the attitudes of employees when they are adequately or well motivated. The study carried out a research on Coca-Cola Companies in Port Harcourt. The investigation was been limited to employees, managers and the supervisors of these companies.
1.7 LIMITATIONS OF THE STUDY
The following are the challenges and limitation while carrying the investigation.
LIMITED TIME: due to the limited time we had for the research work, our choice of sample in the research was not objective. Our decision on the sample we used was subjective because we have to consider the time we have at our disposal so that will be able to meet up with our deliverable.
FINACIAL CONSTRAINT: Also financial constraint affected the sample used in the research work; our sample was major drawn from a popular city in Nigeria. This city is known as the heart of business in Nigeria. The interviews was conducted by one of the researches, the other partner could not join him to conduct the interview.
DELAYED RESPONSE FROM SHMPLES: some of the companies we intended to source data from did not respond to our request in time so we had to move on with the available ones. We are of the opinion that if these limitations are left out from this research work, it would have produced wider results.
1.8 DEFINITION OF TERMS
The usage of the following terms in this project is limited to their meaning as given in the following definition.
Employee: An employee is a person who is paid to work for somebody.
Incentive: This means the things that give strength to an employee. It could either be gift or a reward. It is the addition of payment made to employee as a means of increasing production.
Incentive is also known as incentive which can be regarded as “a drive that moves one to do something or a behaviour instigated by needs and directed towards the goals that can satisfy these needs.
Impact: Impact is the powerful effect that something has on somebody.
Productivity: This is the level at which an employee or employee in a form or a firm in a country produces goods at a less cost and time. Is also seen as quality or volume of the major product or service that an organization provides.
Moral: This is the ability of workers to know the right and working behaviour that is expected or not expect from an employee in an organization.
Performance: Performance is the accomplishment of a given task measured against preset known standard of accuracy completeness, cost, and speed. (Business Dictionary).
Management: Is theprocess of planning, organizing, directing and controlling men, money, machine and materials so as to secure the optimum (best) achievement of objectives.
Labour: The rate to which employees leave the company.
Organization: Organisation is a group of people who from a business together in order to achieve a particular aim.
Worker: A worker is an employee who works for a member of the working close training is the systematic development of the skills and attitudes requires by an individual to perform adequately a given job.
Development: Attempt to use new knowledge in the
production of useful product.
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