Impact Of Motivational Factors On Employee’s Commitment

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Abstract

This study was carried out to examine the impact of reward management on employee productivity using Nigeria bottling company Plc, Aba, Abia State as a case study. The study was specifically carried out to find out whether there is a significant relationship between reward management and employees productivity, identify the reward management practices which influences employees productivity in Nigeria bottling company Plc, Aba, Abia State, and find out the impact of reward management on employees productivity. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of staff Nigeria bottling company Plc, Aba, Abia State. In determining the sample size, the researcher conveniently selected 57 respondents and 50 were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables. While the hypotheses were tested using Pearson Correlation statistical tool, SPSS v23. The result of the findings reveals there is a significant relationship between reward management and employees productivity. The study also revealed that reward management has a positive impact on employees productivity as it boost workers morale, it improves staff commitment, improves workers effectiveness, and improves workers productivity. Therefore, it is recommended that it will be better if the organization improves its reward policy and strategic reward system to insure a reward for meeting each strategic objective as well as cumulative rewards for meeting a series of objectives. This would therefore encourage the employees to perform better in a unified direction in order to meet the strategic objectives. To mention but a few.

Chapter One

Introduction

1.1 Background of the Study

Reward system is an important tool that management uses to channel employee’s motivation in desired ways such as better functionality and further improve company performance. Generally, individuals are motivated to work by the needs they have which require satisfaction. Such individuals are committed to jobs they perceive to have a possibility of satisfying their needs through the reward they will receive for the work done. The type of motivation depends greatly on the nature of the reward. Remuneration is, therefore, one of the factors that have the ability to improve the performance of individuals and organizations by increasing productivity, quality of performance and encouraging positive work attitudes from workers to be in line with organization’s objectives (Abdul, et al 2019). Intrinsically motivated individuals will be committed to their work only when they find out that their job contains task that is intrinsically rewarding (Ajila & Abiola, 2016). In the same light, extrinsically motivated persons will be committed to the extent that they can gain or receive external rewards for their job. In a nut shell, you can only get what you reward. Good remuneration, therefore, is expected to contain elements that reward both intrinsically and extrinsically to trigger both extrinsic and intrinsic motivation from the employee. With a well-motivated workforce, employee performance can be manifested on organizational effectiveness, which allows individuals to focus on the development of their work, in terms of behaviour, knowledge, ethics, skills, and effectiveness (Chiekezie, Emejulu & Nwanneka, 2017).

The performance of every employee is a major concern to the human resource department. In spite of the qualification and longevity of service of an employee, workers are sometimes reluctant to put in their best at their job site. Many work only within the confines of their job specification and are not interested in putting in any additional effort in driving the organizational goals. This takes away creativity from the work place, limits invention and improvement and places such a firm at a competitive disadvantage in the adverse business world that is constantly shifting to meet consumer needs and expectations. It takes only motivation to transform these employees into a self-driven and work oriented labour force (Eze & Anikeze, 2018). As pointed by Falola, Ibidunni & Olokundun (2019), an effective reward system is not static but constantly fine-tuned and its effectiveness often evaluated to ensure it constantly captures employee motivation. It must constantly increase the desire to attain high standards, increase employee satisfaction and give a feeling of competence and freedom (Enyioko & Ikoro, 2018). Employers get more of the behaviour that they reward, not actually what they assume they will naturally get from employees. Thus when employees surpass their target or exceed their standard they expect to be rewarded immediately as a way of motivating them. By doing this, employees directly connect reward with work behaviour and the higher performance they have attained (Ezeanyim, Ufoaroh & Ajakpo, 2019).

Employee is the key resource in the success or failure of any formal organizations. The ability of the employers to attract, retain and reward appropriately talented and competent employee could depend on reward system employed in the organization. Likewise, an employee’s willingness to stay on the job largely could depend on reward packages of the organization (Armstrong, 2019). In attempt to ensure employee optimal satisfaction and retention, organizations need to consider a variety of appropriate ways to reward the employee to get the desired result (Falola, Ibidunni & Olokundun (2019). It has been argued that the degree to which employee are satisfied with their job and their readiness to remain in an organization is a function of reward packages (Onodugo, 2021). Organizations that have goals to achieve would require satisfied and happy staff in her workforce. One of the fundamental tasks in human resources management is reward management. It is a complex task that occurs periodically, demand accuracy and must not be delayed. Reward management requires integrating employees’ processes and information with business process and strategies to achieve optimal organizational goals and objectives. This can be attributed to the fact that reward management is an essential tool to “integrate individual efforts with strategic business objectives by encouraging employees to do the right things which will ever improve efficiency” (Kehinde, & Adeagbo, 2020). In other words, reward management is a powerful means of focusing attention within an organization. The ability of an organization to guarantee its employer certain comfort and tranquility when he or she retires is very critical to the organizations survival.

1.2 Statement of the Problem

The rate at which employee turnover is increasing in organizations in in South East and Nigeria generally has become a thing of concern and it is obvious that the step taken by the managements have not solved this problem. There had been constant mobility of these highly skilled employees from one hospitality firm to another and they hardly stay for long in one bank before moving to another bank. In view of the above, one of the reasons that informed this study has to do with the unique importance of reward system in relation to employee productivity. This affects the retention of employee yet it is not being addressed. It is necessary to identify how best to retain these employees (at least for a longer period of time) to prevent constant mobility. After recruiting an employee, companies tend to expect maximum employee productivity. The problem arises when the employees, at a certain point start looking for other opportunities. And their job satisfaction starts to shrink due to lack of fringe benefits provided by the employer. Among the factors, promotion can be the major one that highly influences the job satisfaction of employee because of its direct tie with higher benefits and greater responsibilities or powers.

Lack of effective promotion strategies lead to high turnover (which denotes lack of talent, additional recruitment and training costs), de-motivation, and lack of commitment. In Nigeria today, most employees both in public and private organizations are not covered by any reasonable form of retirement benefit arrangement. This has hampered the ability of most employees of such organizations to contribute effectively to the achievement of the organizations objectives. Majority of pensioners in Nigeria live in abject poverty and neglect as a result of the failure of the country’s pension scheme. Against backdrops, this study aims to examine the impact of reward management on employee productivity: a case study of Nigeria bottling company Plc.

1.3 Objectives of the Study

The main purpose of this study is to examine the impact of reward management on employee productivity: a case study of Nigeria bottling company Plc, Aba, Abia State. The study has the following specific objectives.

Find out whether there is a significant relationship between reward management and employees productivity.

Identify the reward management practices which influences employees productivity in Nigeria bottling company Plc, Aba, Abia State.

Find out the impact of reward management on employees productivity.

1.4 Research Question

The research is guided by the following questions.

Is there a significant relationship between reward management and employees productivity?

What are the reward management practices which influences employees productivity in Nigeria bottling company Plc, Aba, Abia State?Promotion,

Recognition,

Salary Increment,

Benefit Packages

What are the impact of reward management on employees productivity?

1.5 Research Hypothesis

Ho: There is no significant relationship between reward management and employees productivity.

Ha: There is a significant relationship between reward management and employees productivity.

1.6 Significance of the Study

There is an old saying you can take a horse to the water but you cannot force it to drink; it will drink only if it’s thirsty – so with people. They will do what they want to do or otherwise motivated to do. “Whether it is to excel on the workshop floor or in the ‘ivory tower’ they must be motivated or driven to it, either by themselves or through external stimulus”. Based on the above statement the researcher has considered the consequence of motivation by writing the topic effective management of reward system as catalyst for achieving positive performance attitudes at the primary school level. This project is out to assist the Bank and other organisations to find out the various types of motivational factors that they can use to enhance the performance of their workforce.

Organizational goals and objectives in the most effective and efficient manner. This in no small measure will serve as a challenge to other organisations to emulate and generally improve the performance of employees.

1.7 Scope of the Study

This study focuses on the impact of reward management on employee productivity: a case study of Nigeria bottling company Plc. Hence, the study will be delimited to Nigeria bottling company Plc, Aba, Abia State.

1.8 Limitation of the Study

This research project, like all human endeavors, had some challenges that threatened to derail the study’s completion. One of the reasons is that the time allotted for this work was so limited that the researcher did not have enough time to complete the task thoroughly. During data collection, the researcher also had to put forth extra effort to understand the respondents’ interview schedules, several of whom fell into the incomprehensible age group. Also, there were financial and transportation constraints to deal with. Insufficient funds tend to impede the efficiency of the researcher in sourcing the relevant materials, literature, or information and in the process of data collection (internet, questionnaire, interview).

1.9 Definition of Terms

Employee Productivity:

Employee productivity (sometimes referred to as workforce productivity) is an assessment of the efficiency of a worker or group of workers. Productivity may be evaluated in terms of the output of an employee in a specific period of time.

1.10 Organization of the Study

The study is categorized into five chapters. The first chapter presents the background of the study, statement of the problem, objective of the study, research questions and hypothesis, the significance of the study, scope/limitations of the study, and definition of terms. The chapter two covers the review of literature with emphasis on conceptual framework, theoretical framework, and empirical review. Likewise, the chapter three which is the research methodology, specifically covers the research design, population of the study, sample size determination, sample size, abnd selection technique and procedure, research instrument and administration, method of data collection, method of data analysis, validity and reliability of the study, and ethical consideration. The second to last chapter being the chapter four presents the data presentation and analysis, while the last chapter(chapter five) contains the summary, conclusion and recommendation.

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