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Abstract
The study was determined to examine the relationship between Incentive Scheme and Employee productivity. The survey approach was adopted on the study. The population of the study is made up of 100 employees from First Bank Garrison Junction, Fidelity Bank Garrison Junction and Stanbic IBTC Bank Garrison Junction. The Yaro Yemen’s formula was used to determine the sample size as 80. In this study, the structured questionnaire is adopted for the collection of data. The simple percentage was used to analyze the response. The Chi-Square (X2) statistical tool was used to test the hypotheses. Findings reveal that there is a significant relationship between Incentive Scheme, and employee productivity. Base on the findings of the study summary, conclusion and recommendations were made that Job design, better workplace environment, training, participation and/recognition, and career development contribute to better employee productivity within the microfinance industry and Brewery industries conducts more research touching on incentive scheme to ensure that there is enough information that will enable the industry to utilize aspects of non-financial compensation for better employee productivity.
Table of Contents
Title Page i
Cover Page ii
Declaration iii
Certification iv
dedication v
Abstract vii
Table of Contents viii
List of Tables x
List of Figures xi
CHAPTER 1 1
INTRODUCTION 1
1.1 Background to the Study 1
1.2 Statement of the Problem 3
1.3 Objectives of the Study 4
1.4 Research Questions 4
1.5 Research Hypothesis 5
1.6 Significance of study. 5
1.7 Scope/Limitation of the Study 6
1.8 Definition of Terms 7
CHAPTER 2 8
LITERATURE REVIEW 8
2.1 Conceptual Review…………………………………………………..8
2.1.1 Concept of Incentive Scheme 8
2.1.2 Dimension of Financial Incentive Scheme 10
2.1.3 Concept of Employee Productivity 13
2.1.4 Measures of Employee Productivity 16
2.2 Theoretical Review 17
2.2.1 Expectancy Theory 17
2.3 Empirical Review 19
CHAPTER 3 23
RESEARCH METHODOLOGY 23
3.1 Research Design 23
3.2 Population of the Study 24
3.3 Sample and Sampling Techniques 25
3.4 Source and Method of Data Collection 27
3.5 Data Analytical Method 27
3.6 Reliability and Validity 28
CHAPTER 4 29
DATA PRESENTATION AND ANALYSIS 29
4.1 Questionnaire Administration and Retrieval 29
Table 4.1 Questionnaire administration and retrieval 30
4.2 Data Analysis 30
Table 4.9: If Incentive Scheme relate with employee productivity. 34
4.3 Hypothesis Testing 34
4.4 Discussion of Findings 37
CHAPTER 5 40
SUMMARYS, CONCLUSIONS AND RECOMMENDATIONS 40
5.1 Summary 40
5.2 Conclusions 40
5.3 Recommendations 41
References 42
Appendix I 45
Appendix II 46
List of Tables
Table 4.1 Questionnaire administration and retrieval 30
Table 4.2: show age bracket of respondents 30
Table 4.3: show sex of respondents 31
Table 4.4: Academic qualification 31
Table 4.5: Marital status 32
Table 4.6: If job design associate with employee productivity. 32
Table 4.7: If career development associate with employee productivity. 33
Table 4.8: If training associate with employee productivity in some selected deposit money banks in Port Harcourt. 33
Table 4.9: If Incentive Scheme relate with employee productivity. 34
Table 4.10: Contingency Table 35
Table 4.11: Chi Square Table 36
List of Figures
FIG.2.1: A Conceptual Framework showing the Relationship between Incentive Management and Employee productivity. 8
CHAPTER 1
INTRODUCTION
1.1 Background to the Study
Productivity is the driving force behind an organizations growth and profitability. Productivity is the relationship between output of goods and services ofb employees of the organization and input of resources, human and non-human, used in the production process. In other words, productivity is the ratio of output to input. The higher the numerical value of this ratio, the greater the productivity, (Onah, 2010). When the employees are productive, they accomplish more in a given time; inturn efficiency saves their organizations money in time and labour.
Mah’s (2008) defined productivity as the measure of how well resources are brought together in organization and utilized for accomplishing a set of goals. It involves reaching the highest level of performance with the least expenditure of resources.
One way an employee can perform is through Incentive management. Incentive is one of the most important elements which motivate employees to contribute their besteffort to generate innovative ideas that lead to better business functionality and further improve companyperformance non-financially.According to Dewhurst et al. (2010), there are other means to reward employees that do not just focus on Incentive Scheme. Some of these include the appraisal that employees are able to acquire from their managers, the opportunity to take on important projects or tasks, and even leadership attention. Much research on leader power have found that supervisor reward power would be positively associated with employee task performance, productivity, satisfaction, turnover, and organizational citizenship behaviors (Simon,1976; Martin & Hunt, 1980; Jahangir,2006).
Employees will give their maximum when they have a feeling or trust that their efforts will be rewarded by the management. There are many factors that affectemployee performance like working conditions,worker and employer relationship, training and development opportunities, job security, and company’s overall policies and procedures for rewarding employees. Among all those factors which affect employee productivity, motivation that comes with rewards is of utmost importance.
Extrinsic rewards are tangible rewards which are external to the job or task performed by the employee. Extrinsic rewards can be in terms of salary, incentives, bonuses, promotions, or job security. Intrinsic rewards are intangible rewards or psychological rewards like appreciation, meeting the new challenges, positive and caring attitude from employer, and job rotation after attaining the goal.
Non-financial rewards are non-monetary/non cash and it is a social recognition such as acknowledgement, certificate, and genuine appreciation. The non-financial rewards are also called materials award (Neckermann and Kosfeld,2008).Desired performance can only be achieved efficiently and effectively, if an employee gets a sense of mutual gain to organization as well as of himself, with the attainment of that defined target or goal. An organization must carefully set a compensation system to evaluate the employee’s performance at all levels and then compensate them whether through visible pay for performance or invisible satisfaction. From the forgoing therefore, the study seeks to examine the relationship between incentive management and employee productivity in the banking industries in Rivers State.
1.2 Statement of the Problem
There are mixed findings in the literature to determine which type of compensation is moreeffective in increasing employee productivity. According to Perry et al (2006) financial incentives arenot the most motivating factors and financial rewards have a de-motivating effect among employees(Srivastava, 2001). Several studies have found thatamong employees surveyed, money was not the most important motivator, and in some instances managers have found money to have a de-motivating or negative effect on employee productivity. On the other hand, Ryan (undated) indicated that non-monetary types of rewards can be very meaningful to employees and very motivating for performance improvement. According to him, creative use of personalized non- monetary compensationreinforces positivebehaviours and improves employee retention and performance. These types of recognition can be inexpensive to give, but priceless to receive. This study therefore seeks to ascertain what makes non-financial compensation an important motivation in promoting and sustaining performance of employees in any organization today. This is based on the foregoing supposition that there is need for organizations to develop innovative ways of tapping intrinsic motivation of employees by engaging their hearts and institutionalizing such robust practices and effective processes that will ultimately positively impact on employee productivity.
1.3 Objectives of the Study
The main objective of the study is to examine the relationship between incentive management and employee productivity in the banking industries in Rivers State. The specific objectives are as follows:
1. To examine the relationship between job design andemployee productivity in the banking industries in Rivers State.
2. To examine the relationship between career development and employee productivity in the banking industries in Rivers State.
3. To examine the relationship between training and employee productivity in the banking industries in Rivers State.
1.4 Research Questions
The following research questions are posed to guide the study:
1. Does job design associate with employee productivity in the banking industries in Rivers State?
2. Does career development associate with employee productivity in the banking industries in Rivers State?
3. Does training associate with employee productivity in the banking industries in Rivers State?
1.5 Research Hypothesis
The following research questions are postulated to guide the study:
H03:There is no significance relationship between job design and employee productivity in the banking industries in Rivers State.
H03:There is no significance relationship between career development and employee productivity in the banking industries in Rivers State.
H03:There is no significance relationship between training and employee productivity in the banking industries in Rivers State.
1.6 Significance of study.
The findings of this study will be useful to various stakeholders. First, this research will assist scholars and/academicians as a source of data and literature for broadening of the body of knowledge with respect to this study hence provide a deeper understanding on the effect of Financial Incentive Schemeonemployee productivity of Nigerian Bottling Company. Second, the study will enable the government to come up with good policies that will help in the institutionalization of non- financial incentives. This will result in an improved economy in the areas of investments, employment and overall per capita income through improved employee productivity which follows proper employee rewards.
1.7 Scope/Limitation of the Study
The study is delimited under the following heading: content scope, geographical scope and unit of analysis.
Content Scope:The content scope of this study involves an investigation to ascertain the relationship between Incentive Scheme and employee productivity. The independent variable is Incentive Scheme measured by job design, career development and training.Whiledependent variable is employee productivity, measures by goal achievement, effectiveness and efficiency.
Geographical Scope:This study is delimited in Port Harcourt Metropolis with special reference to First Bank Garrison Junction, Fidelity Bank Garrison Junction and Stanbic IBTC Bank Garrison Junction.
Unit of Analysis: The unit of analysis in this research involves the individuals at the time of carrying out the study. Hence it is a micro level study.
This study involves an investigation of intellectual capital management in relation to organizational productivity. Hence it is a micro level study.
The major limitation of the study is the short time frame the research lasted, coupled with the tight academic time table, which prevented a very comprehensive study. The fund available to the researcher was also limited and therefore the study was limited to a small portion of the survey population.
Another limitation is the difficulties, encountered by the researcher in obtaining all needed information and materials from the right source and compilation of data for the project.
1.8 Definition of Terms
The following terms are operationally defined as follows:
CAREER DEVELOPMENT opportunities affects motivation and performance.
EFFECTIVENESSIt is the capability of producing a desired result or the ability to produce desired output.
EFFICIENCYIt is the ability to avoid wasting materials, energy, efforts, money, and time in doing something or in producing a desired result.
EMPLOYEE PRODUCTIVITY is a measure of the quantity and quality of work done, considering the cost of the resources used.
GOAL ACHIEVEMENTA goal is a desired result or possible outcome that a person or a system envisions, plans and commits to achieve.
JOB DESIGN is the process of systemizing the tasks, duties and responsibilities.
INCENTIVE SCHEMEis aspects rely on job design, better workplace environment, career development, and training while Incentive Scheme encompass participation and recognition
TRAININGis a positive relationship between training and employee productivity.