ABSTRACT
There are two ways to ensure job performance in the realms of rewards; pecuniary and no pecuniary. This project examines the effective management of reward system as catalyst for achieving positive performance attitudes at the primary school level. Survey research design was adopted and data collected through questionnaires. The impact of effective reward system on primary school level workers job Performance was analyzed using the regression analysis method. The study revealed the existence of a positive relationship between reward system and employee job performance, most especially where agreement reached with the workers’ union on salary and incentives are implemented, That Government does not include workers’ union in decision making when formulating employee reward package, that well-managed and implemented reward package will motivate an employee to perform better at work. The study recommended that reward package should be reviewed timely so as to continue to enhance the performance of workers.
Keywords: Reward, Job performance, Organisation, Government, Union
TABLE OF CONTENT
APRROVAL PAGE
DEDICATION
ABSTRACT
TABLE OF CONTENT
CHAPTER ONE
1.0INTRODUCTION
1.1 BACKGROUND OF THE STUDY
1.2STATEMENT OF THE PROBLEM
1.3 PURPOSE OF OBJECTIVE OF STUDY
1.4HYPOTHESIS
1.5SCOPE AND LIMITATIONS OF STUDY
1.6DEFINITION OF TERMS
CHAPTER TWO
LITERATURE REWIEW
2.0INTRODUCTION
2.1MOVTIVATION FACTORS
2.2TYPES OF MOTIVATION
2.3IMPORTANT OF MOVTIVATION
2.4THEORIES OF MOVTIVATION
2.5ABRAHAM H. MASLOW NEED HIERARCHY OR DEFICIENT THEORY OF MOVTIVATION
2.6VROOMS EXPECTATION THEORY
2.7MCGREGOR THEORY ‘X’ AND ‘Y’
2.8MOTIVATOR AND HYGIENE THEORY
2.9HUMAN RELATION THEORY
2.10SALARY AND WAGES
2.10.1AUTHORITY AND RESPONSIBILITY
2.10.2JOB ENRICHMENTT
2.10.3WELFARE SERVICES
2.10.4JOB SECURITY
2.10.5PROMOTION
2.10.6PERFORMANCE-BASE REWARDS IMPROVE THE GOVERNANCE OF SCHOOLS
2.10.7PROVIDES MOTIVATION TO TEACHERS
2.10.8STUDENT OUTCOMES IMPROVE
2.10.9CONCEPTUAL MODEL
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.0INTRODUCTION
3.1RESEARCH METHOD
3.2DECRIPTIVE RESEARCH METHOD
3.3SURVEY RESEARCH METHOD
3.4INSTRUMENTS USED FOR DATA COLLECTION
3.5JUSTIFICATION FOR METHOD USE
3.7STATISTICAL TOOL TO BE USED IN THE DATA ANALYSIS
CHAPTER FOUR
ANALYSES AND INTERPRETATION OF DATA
4.0.INTRODUCTION
4.1DATA ANALYSES AND INTERPRETATION
4.1.1 METHODS
4.1.2RESULT AND DISCUSSION
4.2INFERENTIAL STATISTICS
4.2.1TYPESS OF HYPOTHESIS
CHAPTER FIVE
5.0SUMMARY
5.1CONCLUSION
5.2RECOMMENDATION
BIBLIOGRAPHY
INTRODUCTION
The management of employee reward is today more complex than it had hitherto been some four decades ago. This is because many unanticipated legal, social, cultural and economic constraints have surfaced in recent time (Banjoko 2006). The dynamic nature of the environment has altered the values and expectation of the workers thus putting pressure on employers to review upwards the contents of any compensation package. The economic situation of Nigeria has changed drastically in recent time such that cost of living has shut up drastically, cost of operation has increased and competition has become more intense. Workers are more sensitive to the value they create and the reward they get in form of wages and benefits. The education sector of the Nigerian economy is not left out in the race for better rewards by making use of their union to agitate for better pay and incentives.
Employees through their unions now argue that if they had put in so much effort to help the organization to create value, it is only fair that they be given a fair bite of the cake. Consequently, there are often more frequent demands for pay increases from workers in all the sectors of the economy. Reward management is no doubt one of the most problematic and significant aspects of human resources management. Consequently, the cardinal objectives of reward management is to put forward reward structures as well as implement these reward processes in a manner that would enhance both individual and organizational effectiveness. In this regard, some of the following consideration may become quite imperative; rewarding positive work behavior while sanctioning undesirable work behavior, ensuring equity and fairness.
This study is therefore aimed at evaluating the effective management of reward system as catalyst for achieving positive performance attitudes at the primary school level. Reward is the centerpiece and manifestation of an exchange relationship between the employees and employers. In situation of high competition in the business environment, the attainment of high organizational productivity must recognize the need to inspire and motivate the employees via the design, establishment and implementation of a robust reward system that calls out the best in the employees in terms of their performance, commitment, dedication and loyalty. The process of effectively managing any organizations reward systems is undoubtedly one of the most complex and problematic issues in human resources management. Thus, this study was embarked upon to determine how reward system impacts on job performance with special reference to primary school level.