Complete Material Cost #3,000
Order for Complete Material now
Abstract
The study examined the relationship between structure incentives and employee productivity in Nigerian Bottling Company Port Harcourt. The objectives of the study is to examine the relationship between job design and employee productivity in Nigerian Bottling Company Port Harcourt, to examine the relationship between career development and employee productivity in Nigerian Bottling Company Port Harcourt and to examine the relationship between training and employee productivity in Nigerian Bottling Company Port Harcourt. The descriptive statistics was adopted. The population was made up of 100 staff of Nigerian Bottling Company Port Harcourt. The Taro Yemen’s formula was used to determine the sample size of 80. A Self-designed questionnaire on structure incentives and employee productivity and was used and administered for the collection of data from the respondents in Nigerian Bottling Company Port Harcourt. The simple percentage was used to analyze the research question. The Chi-Square statistical tool was used to test the hypothesis. Findings reveal that there is a significant relationship between structure incentives and employee productivity. Based on the findings of the study the following recommendations were made amongst others that job design, better workplace environment, training, participation and recognition, and career development contribute to better employee performance within the organization, Nigeria bottling company should conducts research touching on structure incentives to ensure that there is enough information that will enable the organization to utilize aspects of non-financial compensation for better employee performance, equally, Nigerian bottling company should set funds aside that will ease the utilization of these aspects for better employee performance and it is apparent that all these non-financial compensation aspects should therefore be improved, utilized and institutionalized to ease management and decision-making thus, in the end, translate to better employee productivity.
Table of Contents
Title Page i
Cover Page ii
Declaration iii
Certification iv
Dedication v
ACKNOWLEDGEMENT vi
Abstract viii
Table of Contents ix
CHAPTER ONE 1
INTRODUCTION 1
1.1 Background to the Study 1
1.2 Statement of the Problem 4
1.3 Objectives of the Study 4
1.4 Research Questions 5
1.5Research Hypotheses 5
1.5 Significance of Study 6
1.6 Scope of the Study 7
1.7 Limitation of the Study 8
1.8 Definition of Terms 8
CHAPTER 2 10
LITERATURE REVIEW 10
2.1 Conceptual Framework 10
2.1.1 Concept of Structure Incentives 10
2.1.2 Dimension of Structure Incentive 12
2.1.3 Concept of Employee Productivity 16
2.1.4 Measures of Employee Productivity 19
2.2 Theoretical Framework 20
2.2.1 Expectancy Theory 20
2.2.2 Agency Theory, 22
2.3 Empirical Review 23
CHAPTER 3 26
RESEARCH METHODOLOGY 26
3.1Research Design 26
3.2Population of the Study 27
3.3Sample and Sampling Techniques 28
3.4Source and Method of Data Collection 30
3.5 Data Analytical Method 31
3.6 Reliability and Validity 31
CHAPTER 4 32
DATA PRESENTATION AND ANALYSIS 32
4.1 Questionnaire Administration and Retrieval 32
4.2 Data Analysis 33
4.4 Discussion of Findings 41
CHAPTER 5 45
SUMMARYS, CONCLUSIONS AND RECOMMENDATIONS 45
5.1 Summary 45
5.2 Conclusions 45
5.3 Recommendations 46
References 47
Appendix I 53
Appendix II 54
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Employee’s play very important part in the daily operations of any organization especially where the markets are very competitive and have ever-changing environment which is supported by majority of the theorists. The fate of an organization is usually determined by its employee’s so it sounds logical to understand how employees can be motivated.
According to Armstrong and Taylor (2010), employee’s productivity is defined as behavior that accomplishes results. In light of today’s business conditions especially in the banking industry where CBK has introduced a regulation on interest capping, motivating people to give their best has become more crucial than ever before. To achieve goals and objectives, organizations irrespective of size, develop strategies to compete in highly competitive markets and to increase employee employee’s productivity.
Milton (2013) defines incentives as variable rewards granted according to variations in the achievement of specific results. It is also called a stimulus to greater action. They may be used to incite action or greater effort. An incentive is anything which can be given in addition to wages. Incentives are therefore motivations for work. They could be financial or non-financial rewards. Incentives provide zeal in the employee’s for better employee’s productivity. It is a natural thing that nobody acts without a purpose behind. Therefore, a hope for reward is a powerful incentive to motivate employees. Besides monetary incentive, there are some other stimuli which include job satisfaction, job security, job promotion, and pride for accomplishment. Employees occupy a strategic role and position in any organization. They are responsible for converting inputs to productive outputs. Since they are the key to the productive outputs, they ought to be effectively and adequately compensated for their labour. Taking cues first from the Biblical expression that a labourer deserves his wages; and secondly bearing in mind that the reward for labour, a factor of production is “wages”, it becomes logical that employee’s be adequately and fairly compensated if they are to be motivated to increase productivity in any organization be it the organized private sector or public sector. Drucker (1980) believes that “the work of management is to make people productive” so as to achieve superior employee’s productivity, and gain a competitive edge in the globalized arena through effective compensation packages. Drucker’s belief is anchored on productivity, employee’s productivity, motivation quality and service in managing people in every organization. This emphasis is often captured in organizational mission statements and goals. Incentive provides a platform through which firms can motivate their employee’s to improve their employee’s productivity, scholars like Pouliakas, 2008; Pinar 2008; Arnolds and Venter, (2007) have all carried out research into monetary and non-monetary incentive and how they affect organizations. Incentive programs are put in place by organizations to reward and compensate exceptional employee’s productivity (Schiller, 1996). These packages could come in financial or non-financial forms but its objective is to compel the employee to show more efforts in any given task. Incentives are forces that cause employee’s to behave in a certain way on any given day usually as hard as possible. However it is noteworthy that incentives are designed to get maximum employee’s productivity from the employee’s and help retain the most productive and performing employee’s (Arnold, 2013). Organizations must ensure they use the best incentives to get the required resultfrom their employee’s. Incentives are instrumental drive towards employee motivation and employee’s productivity as it has great benefits and high potential to motivate workers to put in their best in any given task (Condly et al. 2003). Delvecchio and Wagner (2007) observed the effect of different incentives on salespeople and concluded that younger salespeople react more dramatically and positively with higher intrinsic motivation when paid on plans with higher incentive proportion. Ojokuku (2011) also identified the effect of financial incentives on information and communication technology professionals. Profit sharing plans, premium pay and cash bonus are the types of financial benefits enjoyed by these professionals which enhanced their motivation to work. In the real estate sector, Azasu (2004) identified the various incentives and benefits used in Sweden to include variable pay, asset loan, paid paternity and maternity leave, lunch allowance and travel insurance.
1.2 Statement of the Problem
Incentives have created a lot of challenges to employee’s input and output in organization. The negligence of adequate structure in pay incentive, fringe incentive, and bonus and over time benefits has caused a lot of inequitable justice on the administration of incentive scheme. The resultant effect on employee productivity could be negative. The negative attributes can be seen as poor turnover, poor product quality improvement, job dissatisfaction, low morale, low commitment, absenteeism, low turnover intentions to stay with the organization and poor employee’s productivity that affects input and output.
1.3 Objectives of the Study
The main objective of the study is to examine the relationship between structure incentives and employee productivity in some Nigerian Bottling Company Port Harcourt. The specific objectives are as follows:
1. To examine the relationship between job design and employee productivity in Nigerian Bottling Company Port Harcourt.
2. To examine the relationship between career development and employee productivity in Nigerian Bottling Company Port Harcourt.
3. To examine the relationship between training and employee productivity in Nigerian Bottling Company Port Harcourt.
1.4 Research Questions
The following research questions are posed to guide the study:
1. Does job design associate with employee productivity in Nigerian Bottling Company?
2. Does career development associate with employee productivity in Nigerian Bottling Company?
3. Does training associate with employee productivity in Nigerian Bottling Company?
1.5 Research Hypotheses
HO1 There is no significant relationship between job design and goal achievement in Nigerian Bottling Company?
HO2 There is no significant relationship between job design and effectiveness in Nigerian Bottling Company?
HO3 There is no significant relationship between job design and efficiency in Nigerian Bottling Company?
HO4 There is no significant relationship between career development and goal achievement in Nigerian Bottling Company?
HO5 There is no significant relationship career development and effectiveness in Nigerian Bottling Company?
HO6 There is no significant relationship career development and in efficiency Nigerian Bottling Company?
HO7 There is no significant relationship between training and goal achievement in Nigerian Bottling Company?
HO8 There is no significant relationship training and effectiveness in Nigerian Bottling Company?
HO9 There is no significant relationship training and efficiency in Nigerian Bottling Company?
1.5 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 non-financial incentive on employee 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 capital income through improved employee productivity which follows proper employee rewards.
1.6 Scope 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 structure incentives and employee productivity. The independent variable is non-financial incentives measured by job design, career development and training. While dependent 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 Nigerian Bottling Company Ltd located at Plot 26 Trans Amadi Industries Layout Port Harcourt.
Unit of Analysis: The unit of analysis in this research involves selected junior and senior staff Nigerian Bottling Company Ltd at the time the study carrying was out. Hence it is a micro level study.
1.7 Limitation of the 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.
EFFECTIVENESS: It is the capability of producing a desired result or the ability to produce desired output.
EFFICIENCY: It 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 ACHIEVEMENT: A 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.
TRAINING: Training according to Ohakwe (2007), is a continuous assistance or instruction given to an employee in order to make him have the current knowledge of the job content, scope and relationship within the organization
\