Effect Of Incentives On Job Performance

INTRODUCTION
In this chapter, the issue of incentive on job performance is addressed by looking at the background of the study, statement of the problem, purpose of the study, scope of this study, research question, significance of the study and limitations are all part of this chapter.

1.1 BACKGROUND OF THE STUDY
According to Ikeagwu, (1995), observes that incentives are the schemes or programs for remuneration of personnel for their contribution to the organisaiton objectives.
Wendell (1974), that employee incentives are of two types, financial and non-financial salary payment are financial incentives, these include forms such as insurance courage, profit sharing and provision are made. Non-financial incentive involves good working condition, recognition for exceptional achievement and other types of job benefit. That organization have set up wages payment plans that will be design to reward the workers at the same time with added compensation for exception plans, these are based on the piece rate method of making wage payment. And these involve a careful scientific study of each worker and that the will be a consequences that will be fall any of the worker who fails to reach the standard and a higher reward or rate who exceeded it.
Additionally, Julias (1995) observe that gentle task and bonus system will be awarded to any employee who exceeded the set standard by completing the work in his time, he will receive a bonus, a percentage of the base rate. The bonus is seen as something that is usually figured to a sliding scale earning from 15 to 35 percent of the base rate. On the other hand, a worker who fails to complete the task in the time allotted, will receive only this regular hourly rates. And this present two special features the bonus which beings when the worker does there fourth as much as job by doing so, it will help or encourage these who are striving to read more.
Also the standard as well as these who have already read it. The supervisor usually gives a bonus depend upon the amount or the member of bonus paid to the worker.
Finally, Imaga (1981) commented that non-monetary incentive has grown in the last decades and collective bargaining. Contracts with labour unions has now resulted in incentives such as hospitalization, legal aid, life insurance, income and promotion.
To this regard, the research interest is in investigating the effect of incentives on job performance.
A case study of Dannic Hotel Limited Enugu.

1.2 STATEMENT OF THE PROBLEM
Incentives are means through employees are motivated to put in their best. It could come in several ways such as, gift, 13 month allowance containing services, hospital allowance, rent subsidy, transport allowance, refurbishing, loans, study leave.
Workers feel so bad when they are not appropriately workers motivated. Workers are motivated through incentives and they maintain it through absenteeism, how production, non-challant attitude and this affects the organization drastically.
Finally, against this background, the researcher now tries to identify this effect of incentives on job performance by using Dannic Hotel as a case study.

1.3 PURPOSE OF THE STUDY
The following are specific purpose the study and they are as follow:
a. To identify the incentives programme for the staff of Dannic Hotel Limited Enugu and its influence on job performance.
b. To identify, the problem of incentives administration in Dannic Hotel Limited Enugu.
c. To examine the prospects of the use of incentives to improve job performance.
d. To determine the effect of incentives on workers productivity.

1.4 RESEARCH QUESTIONS
i. Do Dannic Hotel have an incentives package for the worker?
ii. Is there any problem with the administration of their incentive programme?
iii. Does productivity increase when workers are given incentives.
iv. What are the prospects of in giving incentives to workers.

1.5 SIGNIFICANCE OF THE STUDY
This study will highlight the problem associated with administration of incentives on job performance. It will also give information on the possible areas for improvement and corporation.
The organisation more especially those in the hospitality industry, for them to help and assess, appraise the performance or the issue of incentives on job performance.
Additionally, the policy makers will be help to formulate new policies that will guide employer relationship by going through the suggestions and recommendation given.
Finally, it will equally serve as a guide to researcher who may wish to develop the cause in the future.

1.6 SCOPE OF THE STUDY
In the course of study, it examines primarily the effect of incentives on job performance in Dannic Hotel Limited Enugu. At the same time, it does not examine the effect of incentives in other Hotels and organizations in the country.

1.7 LIMITATION OF THE STUDY
A study of this nature is bound to experience certain problems such as the constraints that is imposed on the researchers and these includes:
1. Time: A study of this, need a relatively time during which information for accurate or some near accurate should be drawn. Because of short time given, there was a constraint to the research.
ii. Cost: The researcher would have extended the survey to other areas. But limitation have include cost of transportation that will help to some the material and also cost of type settling.
iii. Lack of corporative: Many of the respondents are usually evasive on wire that border corporation on salaries hence the research discovers a lack of compilations.

1.8 DEFINITION OF TERMS
The following of terms includes:
i. Incentives: The schemes or programs for remuneration of personal for their contribution to the achievement of the organizational objectives.
ii. Objectives: The end of an objective which is main aim of what the organisation hope to achieve.
iii. Financial incentives: They are magnetization of incentive inform of money, insurance coverage, profit sharing and pensions.
iv. Non-financial incentives: There includes working condition, hospitalization, legal and staff training, income tax counseling and sick leave.
v. Motivation: This refers to the drive or force to satisfy a want (to achieve an outcome) in any organisaiton.
vi. Job performance: This means that an employee achieve what ever he want under test condition.
vii. Employment contract: A contract entered into by an employee when he accepts an appointment by an employer.
viii. Exceptional performance: This occurs when an employee puts a performance that is above the set standards.
ix: Work: This is a task which an employee is assigned to perform.
x. Employee moral: This is the findings of individuals of groups towards their goals, their associates and the organisation.