AN EVALUATION OF THE IMPACT OF REMUNERATION ON EMPLOYEES ATTITUDE AND PERFORMANCE IN ORGANIZATION

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ABSTRACT

The evaluates the impact of remuneration on individual attitude and performance in organization. The objective of the essay is to identify how remuneration affect employees performance as well as to find out the various methods of remuneration and also to identify the challenges of wages and salaries administration in organization. To this end, attempts were made to review literature on the meaning of remuneration, the impact of remuneration on employees performance, methods of remuneration, objectives of remuneration as well as challenges confronting organization in salaries and wages administration. The researcher recommended that organizations should adhere strictly to the government regulation on salaries and wages as stipulated in the labour Act.

CHAPTER ONE

1.0 INTRODUCTION

Remuneration is an important instrument that can insert into the workers, the strong effect to bring out their best in order to attain organizational objective. Remuneration is concerned with the wage and salary administration for various jobs within particular organizations in other words remuneration is a form of compensation given to workers in exchange for work they performed. Compensation is grouped into direct and indirect.

Direct compensation is the financial payment made at the time work is performed examples of direct compensation are wages, salaries, overtime pay, commission and bonuses. Wages are usually distinguished from salaries and refer to direct compensation received by a worker paid according to hourly rates. A worker paid on monthly, semi-monthly or weekly basics received a salary.

Workers receiving a salary receive their pay according to the specific number of hours they work. Besides, wages and salaries, workers are also compensated for their efforts by certain benefits such benefits are paid during vacation days and holidays. Health care, insurance and pensions are forms of indirect compensation. Before remuneration can make an employee to work very well, it must have to be interns of the effort the job needs in other words a motivating remuneration is the one that is equitable to workers contribution towards the achievement of the organization’s objectives.

Therefore, a fair remuneration programme is one that responsive to this managerial and economic objective and ensures acquisition and maintenance of a regular adequate supply of labour for the worker not to feel cheated for a remuneration scheme to satisfy or favour the workers, it must embrace the following:-

1. Periodic review of organization’s wages/salary structure to be in tune with the changing nature of the environment.
2. Control of differential rates of pay and evaluation of individual and group performance for equitable compensation, through such schemes as incentive payments, merits rating group bonus, overtime payment e.t.c.

Just as better working conditions and equitable remunerations make workers to be effective and efficient in the same manner, poor working conditions and inequitable remunerations make workers to be ineffective and inefficient as a result of the uncared attitudes they might put up.

• BACKGROUND OF STUDY

The term “working condition” is very wide. It is wide in the sense that it involves diverse aspects of administration and management, such aspects as office environment, office communication, and motivation e.t.c. Office environment as factor of working condition affect the performance of workers. Workers today are more educated than before they are likely to raise questions about their environment of work, since, management is in itself a dynamic process, it has to support and address itself to the provision of good environment of work for workers for increased productivity.

Some of the internal conditions suitable for office environment include:-

1. Cleanliness: – For good health of workers and extension of life and conditions of equipment.
2. Avoidance of other crowding: – This permits free movement of both workers and materials as well as enhances effective operational processes.
3. Temperature: – Workers and certain machines are successful in cool or air-conditioner offices than in hot and noisy areas.
4. Ventilation: – Good ventilation is relevant and necessary for effective office work adequate number of windows that can allow enough into the office is preferred.
5. Sanitary convenience: – Workers at work need toilets, wash hand basins, water towel, soap etc. for their convenience.
6. Light: – The offices should be adequately light to assist workers especially during clouding periods and peak periods when they have to stay far into the evening.
7. Office premises: – Consideration should be given to banks, post offices restaurants, markets, customers etc.

All the above conditions it well provided for the workers, definitely their performance will be improved by a certain percentage. Besides the condition of offices the organization should also be responsible in provision of the residential apartment of workers and unhealthy and poor residence can make workers to be unhealthy likewise a worker can only be able to put up his or her best when he or she is healthy.

Therefore, the management should care for their workers residential environment also; Communication is also an important tool that is needed by workers for the effective and efficient performance of their job in an organization. It is an inevitable tool when discussing the conditions of work, because it is the foundation upon which organization and administration must be builds.

Motivation is another tool in working conditions of workers motivation affect workers performance a great deal that is why some workers perform better than others in an organization as a result individuals are motivated by different factors. Based on that, managements should have at their finger tips that they have diverse and unpredictable groups of workers to motivate. This diversify may result in different behavioural patterns which in most cases relate to needs and goals. Some of the factors are training and development, salaries and wages, benefits, welfare services, understanding between workers and management staff.

Workers will prefer to work in an organization where the above motivating factors are well appropriated. If the factors included in the working conditions of workers will work in happiness and good faith, a happy worker is a productive worker. Therefore, there is no doubt that a motivated workers performance will be improved. Just as a motivated worker is expected to perform his work properly, if the need or condition of a worker is left unsatisfied, the highly deficient need or condition can lead to frustration, conflict and stress.

Social ills associated with frustration, conflict and stress include:-

1. Defensive behaviour: – This type of behaviour can occur when one tries to protect one’s image absenteeism or withdrawal is part of defensive behaviour.
2. Aggression: – This is a reaction to unsatisfied condition in work environment. This type of action is directed towards an organization by a worker in an improper working condition.
3. Rationalization: – This situation where by a worker explains failure in manner that is acceptable to others because his/her working condition is poor.

• STATEMENT OF THE PROBLEM

Employee’s attitude and performance towards organizational goal can be affected by the following problems below;

1. The poor remuneration package of worker in Indomie instant noodle plc is very poor, compare to the nature and risks they are exposed to in cause of performing their tasks or duties.
2. Better fringe benefits are not assigned to them, certain bonuses and welfare services that are suppose to be provided for the workers are not called for.

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EVALUATION FOR MANPOWER DEVELOPMENT POLICIES

(A CASE STUDY OF NIGERIAN DEFENCE ACADEMY (NDA), KADUNA)

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ABSTRACT

CHAPTER ONE

1.0   Introduction

1.1   Background of the Study

The importance of employing good evaluation in improving manpower development cannot be over emphasized. Manpower development according to Brach (2000), is educational and development activities conducted by an enterprises to improve the lives of their workers. The activities have definite relationship to employer’s productivity.

Adequate manpower development in human capital formation is a process which enable organisation to acquire and increase their manpower stock, through the process of planning, recruitment training and retraining. Employers develop their staff and mobilize them in the attainment of organizational goals. Training is an integral element in manpower development.

Cole (2001) viewed manpower development as being concerned with increasing knowledge and skills in doing a particular job. He went further to say that training is an attempt to improve the performance of employees through learning which is done by increasing their skills and knowledge.

Provision of good incentives which include leadership style work structure, wages and reward, selection and placement of employees, promotion of employee, attractive conduction, job security, recognition and objective setting appraisal are the evaluations used to improved manpower development so as to achieve higher productivity in any organisation.

According to Ekpo (2002), manpower development programmes are designed to educate employees beyond the requirement of their present job position so that they can be prepared for promotion and be able to face future challenges. Ekpo also affirm that it is necessary to broaden the knowledge of employees to meet the requirements, which their work may demand especially in future. He considers effective performance on he part of the employees as essential for the success of any organisation. Observing that however, such performance would depend on their knowledge and skills.

Manpower Development Policy In N.D.A

Regulations governing conditions of service for junior civilian staff in Nigerian Defence Academy, Kaduna are:

• Merit for staff development can only be possible with the recommendation of the Head of Department/Unit of the registrar for his recommendation to the commandant of N.D.A.
• An employee granted staff development without pay for full knowledge of the N.D.A shall be entitled to annual increment in that year.
• Staff development may be granted with or without pay only to employees whose appointment has been confirmed and whose proposed development will be of value to the N.D.A
• Staff can only be sent for staff development when he or she has spent some numbers of years like 3 years and above.
• Staff should go on staff development only when it is granted for 2 (two) years duration. Extension o development of programme for a further period or not more than one year may be granted with or without pay. Each case shall be considered on its merit.

1.2   Statement of The Problem

Theoretically, evaluations for improving manpower development policies have become increasing vital to the success of every organisation. Once an organisation is able to fix in the right personnel, there

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THE IMPACT OF COMPENSATION AND REWARD SYSTEM ON ORGANIZATIONAL PERFORMANCE IN TOTAL NIGERIA PLC KADUNA

 

 

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ABSTRACT

This research work emphasizes on the impact of reward and compensation system on the productivity of employee in an organization. The major objective of the study is to ascertain the possible change or impression of reward and compensation system on the performance of employee in an organization and critically examine its impact on organizational productivity. The method adopted by the researcher to collect data was survey research design.

 

The finding of the study showed that management of total plc, Kaduna uses both direct and indirect compensation and develop their reward package to improve performance. Thus, it was conduced that reward and compensation system has great impact on organizational productivity. However the researcher strongly recommended that management should try to identify employee’s expectation and use that as an avenue for compensation and reward in a way that it will net inflate organization wages and bills.      

 

 

 

TABLE OF CONTENTS

Title page            –         –         –         –         –         –         –         –         –         i

Declaration         –         –         –         –         –         –         –         –         –         ii

Approval page     –         –         –         –         –         –         –         –         –         iii

Dedication           –         –         –         –         –         –         –         –         –         iv

Acknowledgement       –         –         –         –         –         –         –         –         v

Abstract     –         –         –         –         –         –         –         –         –         –         vii

Table of Contents        –         –         –         –         –         –         –         –          viii

CHAPTER ONE

INTRODUCTION

• Background of the Study –         –         –         –         –         –         1
• Statement of the Problem –         –         –         –         –         –         5
• Objectives of the study –         –         –         –         –         –         6
• Significance of the study –         –         –         –         –         –         6
• Research Questions –         –         –         –         –         –         –         8
• Scope of the Study –         –         –         –         –         –         –         8
• Limitation of the Study –         –         –         –         –         –         9
• Definition of terms –         –         –         –         –         –         –         10

 

 

 

CHAPTER TWO

LITERATURE REVIEW

• Introduction –         –         –         –         –         –         –         –         13
• Compensation system – –         –         –         –         –         –         15
• Reward strategy – –         –         –         –         –         –         –         19
• Job analysis and job evaluation –         –         –         –         –         20
• Objective of compensation system – –         –         –         –         32
• The effect of rewarding performance no productivity –         34
• Factors that influence employee productivity –         –         37
• Factors that influence employee reward system –         –         39
• Problem of implementing compensation and reward policies 41
• Suggested solution to problem of implementing reward and compensation policies – –                   –         –         –         43

CHAPTER THREE

RESEARCH METHODOLOGY

• Introduction –         –         –         –         –         –         –         –         45
• Research design – –         –         –         –         –         –         –         45
• Area of the study –         –         –         –         –         –         –         45
• Population of the study –         –         –         –         –         –         46
• Sample and sampling technique –         –         –         –         –         46
• Instrument of data collection –         –         –         –         –         46
• Validity of the instrument – –         –         –         –         –         47
• Reliability of the instrument –         –                   –         –         47
• Methods of data collection –         –         –         –         –         –         47
• Methods of data analysis –         –         –         –         –         –         48

CHAPTER FOUR

PRESENTATION AND ANALYSIS OF DATA

• Introduction –         –         –         –         –         –         –         –         49
• Characteristics of the respondents –         –         –         –         50
• Data Presentation and analysis –         –         –         –         –         52
• Summary of findings –         –         –         –         –         –         –         58
• Discussion of findings – –         –         –         –         –         –         58

 

CHAPTER FIVE

• Summary –         –         –         –         –         –         –         –         –         60
• Conclusion – –         –         –         –         –         –         –         –         61
• Recommendations –         –         –         –         –         –         –         62

References –         –         –         –         –         –         –         –         –         64

Appendix   –         –         –         –         –         –         –         –         –         66

 

 

CHAPTER ONE

BACKGROUND OF THE STUDY

1.1     Introduction

Organizations are established with the aim of effectively utilizing various available human and non-human resource to achieve certain objective. Among these resources in human, which is commonly seen as the most valuable asset an organization could use to earn competitive advantage and achieve its objective, hence the need for human resources management to ensure optimum productivity and organizational continuous existence.

 

Human resource has been tagged the most valued asset of any organization. Its strategic approach emphasized a “tight fit” between individual needs, rights, ambitions, and goals within the organization which make compensation system central in the affairs of emerging students, scholars and HRM practitioners in the world over.

 

The emergence of human resource management posed great threat to the conventional personnel management and industrial relation because it evolved from the core approach or organization relationship. It is an asset that should be invested upon so as to provide long-term commitment and high performance in an organization. As organizations strive to achieve one or more objectives through exhaustive utilization of human capital, so also, the employee aim toward achieving individual purpose (objective) while working for the organization.

 

Reward system is the instrument used to increase employees’ productivity. It seeks to attract and retain suitable employees, encourage good management – employee relationship and commitment and minimizes tension and conflict as it deals with all forms of final returns, tangible service and mechanism for good relationship. Furthermore, the major case of industrial conflict is based on the fact that employees feel their benefit are denied or about to be denied thus the importance of compensation system is to provide a good platform for equity and farness.

 

This provides a challenging environment and increase productivity of employees. The compensation system ensures that both intrinsic and extrinsic needs of employee at all levels are adequately provided for compensation develops organizational integrity, policy, procedures and practices capable of improving organizational productivity. Reward and compensation is concerned with employees and organization performance development through which better result can be achieved by understanding and managing reward and compensation within an agreed framework, planned goals, standard and competency requirements.

 

Petroleum sector plays a great or leading role in building Nigeria economy since petrol (Crude oil) serves as the major source of income in Nigeria and is the strength of Nigeria economy. The role petroleum industry plays cannot be overemphasized, among which are structuring the capital market, refining of crude oil for local consumption, provision of employment for both indigenes and foreigners and the marketing of crude oil and petroleum product. However, the success of the industry rests so much on its human resources capability, which is the most valuable asset of any sources capability, which is the most valuable asset of any organization. The challenging tasks of every manager at all level are how to build a befitting reward and compensation system to incorporate both organizational goals and individual needs, thus, have a motivated workforce and improve productivity.

 

Therefore, this research work seeks to look into reward and compensation system and its implication on worker’s efficiency in the petroleum industry (Total Plc as case study). The industry has proved to be one of the most valuable in Nigeria economy and the productivity of the industry cannot be refrained from its rewards and compensation structure, directly or indirectly.

 

However, the study examines the impact of reward and compensation, system on organizational productivity, the base of good reward and compensation structure, employees expectation at different levels and how the compensation structure is based on performance of individual(s) or job requirement of employees. The researcher therefore tends to draw attention of Board of Directors (BOD) and management of organization to the need for effective and efficient reward and compensation system capable of improving employees’ performance and enhance organizational productivity.

 

 

1.2     Statement of the Problem

Some organizations over the years see employee as additional cost as well as liability to their operations, hence do not remunerate them appropriately, and where it is more appropriate, the compensation is not commensurate with the efforts and skills that workers

 

 

 

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THE IMPACT OF CORPORATE SOCIAL RESPONSIBILITY ON THE PERFORMANCE OF ACCESS BANK PLC KADUNA

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ABSTRACT

The Research work explore the subject of social responsibility, what necessitated social responsibility, business organizations prudent measures to meet up and its effect on Nigeria economy. To really address it the following objectives are formulated. To examine social responsibility between/among businesses, government agencies, stakeholders and the society at large. To examine the impact of social responsibility on the performance of business organizations. To find out new areas in which businesses can engage so as to strengthen its relationship among various stakeholders that make up the society. To find out how business organizations contribute to national development through charity donations in times of disaster, respect for governmental laws and policies, partnering with government financially in ensuring a healthy and vigorous economy. More so, it recommends that Corporate Affairs Commission (CAC) should include in the registration requirement and how they can monitor companies failure to carry out social responsibility accordingly.

 

TABLE OF CONTENTS

Title page –      –      –      –      –      –      –      –      –      i

Declaration       –      –      –      –      –      –      –      –      ii

Approval page   –      –      –      –      –      –      –      –      iii

Dedication-       –      –      –      –      –              –      –      iv

Acknowledgement-    –      –      –      –      –      –      –      v

Abstract   –      –      –      –      –      –      –      –      –      vii

CHAPTER ONE: INTRODUCTION

• Background to the study –      –      –      –      –      1
• Statement of the problem –      –      –      –      –      3
• Objective of the study –      –      –      –      –      4
• Significance of the study –      –      –      –      –      5
• Research Question –      –      –      –      –      –      6
• Scope of the study –      –      –      –      –      –      6
• Limitation of the study –      –      –      –      –      7
• Definition of terms –      –      –      –      –      –      8
• Historical Background of the study –      –      –      10

CHAPTER TWO: LITERATURE REVIEW

2.1   Introduction      –      –      –      –      –      –      –      12

2.2   Social Responsibility and Decision Making  –      –      13

2.3   The Concept of Social Responsibility –        –      –      –      14

2.4   Forms of Social Responsibility – –      –      –      –      15

2.5   Arguments for Social Responsibility – –      –      –      19

2.6   Arguments Against Social Responsibility    –      –      21

2.7   Models of Social Responsibility – –      –      –      –      22

2.8   Evaluation of Social Responsibility –   –      –      –      24

 

CHAPTER THREE

RESEARCH METHODOLOGY

3.1   Introduction     –      –      –      –      –      –      –      26

3.2   Research Design      –      –      –      –      –      –      26

3.3   Area of the Study    –      –      –      –      –      –      27

3.4   Research Population –      –      –      –      –      –      27

3.5   Sample Size and Sampling Techniques    –      –      27

3.6   Instrumentation of Data Collection –        –      –      28

3.7   Validity of Instrument      –      –      –      –      –      28

3.8   Reliability of Instrument – –      –      –      –      28

3.9   Method of Data Collection –      –      –      –      29

3.10 Method of Data Analysis  –      –      –      –      –      29

CHAPTER FOUR:    DATA PRESENTATION AND ANALYSIS

4.1   Introduction –  –      –      –      –      –      –      –      31

4.2   Characteristics of Respondents        –      –      –      31

4.3   Data Presentation and Analysis –     –      –      –      35

4.4   Summary of Findings –     –      –      –      –      –      41

4.5   Discussion of Findings –   –      –      –      –      –      42

CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION RECOMMENDATION

5.1   Summary        –      –      –      –      –      –      –      47

5.2   Conclusion       –      –      –      –      –      –      –      48

5.3   Recommendation     –      –      –      –      –      –      48        Bibliography-   –      –      –      –      –      –      –      51

Appendices              –      –      –      –      –      –      52

 

 

CHAPTER ONE

   INTRODUCTION

• BACKGROUND OF THE STUDY

Corporate social responsibility is one vital aspect of any business. However, this is one area where grievous mistakes have been made. Companies need to understand the subject its concept, theories as well as the benefits there of.

In today’s business environment, business organization are being expected to assume broader and more diverse responsibilities to the various groups within the society in Nigeria., various communities in which some major companies are operating have been demanding for one thing or the other especially in riverine area such as River state asking oil companies in conjunction with (NNPC) Nigeria National Petroleum Corporation to provide drinkable water, giving scholarship to their children, building hospitals, more schools and given them compensation due to the damage cause on their farmland.

Business firms not being socially responsible, infact lead youths of the communities to agitate for their right such is the case of the riverine areas. There is no doubt that there is an increasing amount of attention directed to social responsibilities in business firms.

Corporate social responsibility is the sense of obligation on the part of the organization to build certain social concern and criteria into their strategic decision making process. EVBOROKGHAI (2003).

Social responsibility by Andrews (1971) is the intelligent and objective concern for the welfare of the society that restrains individual and corporate behaviour from ultimately destructive activities, no matter how immediately profitable, and leads to the direction of positive contributions to human betterment, variously as the latter may be defined.

The concept implies that when companies evaluate decisions from an ethical perspective there should be a presumption in favour of adopting courses of action that enhance the welfare of society at large. The point stressed in these definition is that when making decisions, business men or organizations should consider the social interest of people in society. These among other reasons probe the researcher to embark on this research work.

1.2   STATEMENT OF THE PROBLEM

Access Bank Plc, is a very reputable organization whose services is a visible friend in almost every home in the society, but do not have a defined policy on social responsibility.

1. Base on the above, many companies use the strategy of benchmarking to compete within their respective industries in corporate social responsibility policy, implementation and effectiveness.

Bench marking involves reviewing corporate social responsibility initiatives, as well

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APPRAISAL OF THE ROLE OF MANAGEMENT INFORMATION SYSTEM IN ENHANCING ORGANISATIONAL PERFORMANCE IN ECO BANK LIMITED, KADUNA

 

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ABSTRACT
The research work focuses on the role of management information system (MIS) as one of the determinant factor of organizational successes. The rapidly changing business environment has made the importance of management information system a basic necessity for the survival of organization in this century.

 

Information provided for management are at the core of societal well being and are as such, subject to close scrutiny not only by the management but also by other stake holders whose interest they also beheld. Survival as the ultimate business goal has a positive correlation with management information system. Clues and directions to be employed towards the achievement of this objective are however given in the research work.

 

The researcher used primary data generated from the administration of the questionnaire and chi-square was used to test the hypothesis. The empirical study revealed that management information system is an indispensable tool for any serious concern. The study recommends that information system should be strategically managed by expert in the field of computer application so as to bring about sound and profitable organization.

 

 

 

CHAPTER ONE
INTRODUCTION

1.1 BACKGROUND OF THE STUDY
The basis for all management information system is a computer system. Computer have transformed the business world as we know it, whether it’s a small business that uses computers for keeping inventory or accounting records of it’s operations or large businesses that uses computers for about every operations, computers are here to stay. Computers can take a business one step further, especially in the case of small business owners since business represents more than half of the economy.

 

By way of definition, a computer system is an electronic device that accepts data, processes the data in accordance with user instruction ( program) and generates results. It consists of input, output, storage and processing units. It is a functional unit that can perform substantial computations, including numerous arithmetic and logical operations. Based on classification, a computer system can be classified based on size, purpose, technology.

 

Oriha (2007) describes computer technology as rapidly advancing and innovations in the business world are constantly emerging while related cost in operation drops. The fast changing business world and the need for managers to be innovative, creative and be efficient makes the computer a vital instrument to reckon with in this 21st century. Computers and other communication equipments have made it possible to combine jobs which were previously carried out separately

 

. Before the invention of computer system and its application to business operations, data collected for business purpose were processed and manipulated manually. This on its own has a lot of drawbacks to the effective running of business activities. During this period, data generated were recorded on paper, stored in filling cabinets and processed manually using simple procedures and office equipments such as typewriter, calculators, duplicating machines and so on.

 

This challenge of slow pace in information processing and the desire to have an information base that can respond almost immediately to management information need has led to the development of management information system. This is a system or process that provides the information necessary to manage an organization effectively. The challenges to establishing and implementing an effective management information system are novel and difficult, but not unyielding.

 

The application of organizational development techniques holds great potential to surmount these obstacles and may provide organizations with significant advantages from developments in computing technology in the twenty first century. Evidence suggests that leading edge organizations are turning towards an integrated approach to Information Research Management (IRM).

 

Moga (2007) sees information system as a mechanism to ensure that information is available to managers in the form they want it and when they need it. It is designed to support their work through providing relevant information for their decision making,.

 

The benefits that advances in computer and information system technology offer to organizations in the 21st century seem indisputable, but whether organizations will actually achieve them, however, seems very much in question. While the foundation for this philosophy (MIS) rests on a strategy for integrating useful changes in computing technology into organizations, management information system must also encompass managerial and policy components. This is why a tripartite approach to information system adoption and implementation focusing on the technical, managerial, and policy dimensions.

 

Management Information System and the information it generates are generally considered essential components of prudent and reasonable business decisions. The importance of maintaining a consistent approach to the development, use and review of management information system within the institution must be an on-going concern for any serious institution.

 

 

 

 

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