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

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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    Air Force Institute of Technology Nigerian Air Force,

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Allover Central Polytechnic,

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