THE EFFECT OF MONETARY INCENTIVE ON WORKERS PERFORMANCES IN NIGERIA ORGANIZATION

(A CASE STUDY OF IMT ENUGU)

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ABSTRACT

This research was undertaken to study the Effect of Monetary Incentive on the Performances of Workers in an Organization. A case study of IMT Enugu.

In all organization, productivity is beckoned on the design of its incentive visible to balance among various management levels. There are several incentive variables that could motivate people to work to their optimist level and when these variables are not there their productivity will be greatly effected. This may come in the form of a well packaged remuneration. Still others may not necessarily be motivated with a well packaged incentive scheme.

In general data needs to achieve the objectives of the study, descriptive survey research design was adopted questionnaire was used as the major instrument for primary data collection. To broaden the researchers depth of knowledge in the study areas the researcher embarked upon review of related literature, with data draw from secondary sources. Data generated in the study was presented on frequently tables and analyzed using simple percentage while the hypothesis were tested with two (2) tests.

TABLE OF CONTENTS

CHAPTER ONE

INTRODUCTION

Background of the Study
Statement of the Study
Purpose of the Study
Scope of the Study
Research Hypothesis
Significance of the Study
Limitations of the Study
Definition of Terms

References

CHAPTER TWO

REVIEW OF RELATED LITERATURE

The Meaning of Incentive and Productivity
The Importance of Incentive in the Productivity of Workers
Directly Related Lit. On (Incentive Productivity)
The Concept of Incentive Scheme
Type of Incentive Scheme
IMT Incentive Scheme
The Effect of Incentive on Workers Productivity in IMT
Summary of the Review of the Related Literature

References

CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY

Research Design
Scope of the Study
Population of the Study
Sample Size and Sampling Process
Instrument of Data Collection
Method of Data Collection
Method of Data Analysis

References

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

4.0 Data Presentation and Analysis

4.1 Pr3sentation and Analysis of Data

4.2 Testing of Hypothesis

4.3 Summary of Results

References

CHAPTER FIVE

DISCUSSION RECOMMENDATION AND CONCLUSION

5.0 Discussion Recommendation and Conclusion

Discussion of Result/Finding
Conclusion
Implication of Research Findings
Recommendations

BIBLIOGRAPHY

APPENDIX 1

APPENDIX II

CHAPTER ONE

1.0 INTRODUCTION

Sometimes one wonders why some people perform more than others on the job or why people work hard. Man in his natural form is lazy and always tries to gratitude toward his comfort zone unless some kind of forces or situations confront him. It is this force or situation that arouses his desire or more out of this comfort zone in order to avert negative consequences or reap a positive reward as the case may be. This force or situation now becomes the motive for his working towards his set target (motivating factor).

Wole Adewunmi (1992) defined motivation as “the inner stimulus that induces one to behave the way he does. It has to do with inner states that energizes activities of moves and therefore directs behaviour toward goals,

In an organization, productivity is beckoned on the design of its incentives variable to balance among various management levels.

There are several incentive variable that could motivate people to work to their optimal level and when these variables are not there, their productivity will be greatly affected. This may come in the form of a well packaged remuneration. Still others may not necessarily be motivated with well packed incentive scheme. The group believe that money is not everything. People work for either intrinsic or extrinsic rewards. Extrinsic rewards include the figure pay proportion, controlled by other people. Intrinsic reward on the other hand include the feelings of accomplishment of task and is administered by the individual doing the task.

1.1 BACKGROUND OF THE STUDY

Incentives are objectives or goals which are capable of satisfying the employee’s need, drive or desire. It includes payment for improved productivity as well as environment conditions. Example, infrastructures, transportation facilities and canteen services etc. Though they do not directly provide income to workers, but are necessary for their effective performance. In other words, incentives do not only refer to usages payment but other things like job enrichment, free flow of information good relationship among junior and senior officers.

It is worthy of note that such incentives like monetary rewards which may motivate the younger people who are beginners or the lower class of people in the society may not necessarily be motivating factor for some middle class or upper class in the society.

People in the society, in various positions even though at a similar level, must be given incentives that reflect their individual performances and expectations.

The Institute of Management and Technology (IMT) Enugu started operation on 1^st July 1973 as a result of Edict No. 10 1973 titled Institute of Management and Technology Edict 1973. This Edict united two schools to form institution under the chairmanship of Dr. Ukwu I. Ukwu and its first rector Professor M. O. Chijoke. The united schools were the former college of technology which operated engineering and laboratory technology to National Diploma (ND).

Today (IMT) has grown and developed with more than 20 departments having Dr. Onyisi as its current Recto-in-charge of both campuses;- Campus II and III respectively.

1.2 STATEMENT OF THE PROBLEM

It is fundamentally unrealistic for managers to assume that employees would continue to find satisfaction in co-operating in organization’s affairs if their needs and wants are not recognized. The success of failure of this depends on the management approach to effective motivation of the employees.

The researcher identifies the below problems as

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