Key Features:
- No of Pages: 27
- No of Chapters: 05
- Contains appropriate tables and graphs
Introduction:
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
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
1.2 STATEMENT OF THE PROBLEM
1.3 PURPOSE OF OBJECTIVE OF STUDY
1.4 HYPOTHESIS
1.5 SCOPE AND LIMITATIONS OF STUDY
1.6 DEFINITION OF TERMS
CHAPTER TWO
LITERATURE REWIEW
2.0 INTRODUCTION
2.1 MOVTIVATION FACTORS
2.2 TYPES OF MOTIVATION
2.3 IMPORTANT OF MOVTIVATION
2.4 THEORIES OF MOVTIVATION
2.5 ABRAHAM H. MASLOW NEED HIERARCHY OR DEFICIENT THEORY OF MOVTIVATION
2.6 VROOMS EXPECTATION THEORY
2.7 MCGREGOR THEORY ‘X’ AND ‘Y’
2.8 MOTIVATOR AND HYGIENE THEORY
2.9 HUMAN RELATION THEORY
2.10 SALARY AND WAGES
2.10.1 AUTHORITY AND RESPONSIBILITY
2.10.2 JOB ENRICHMENTT
2.10.3 WELFARE SERVICES
2.10.4 JOB SECURITY
2.10.5 PROMOTION
2.10.6 PERFORMANCE-BASE REWARDS IMPROVE THE GOVERNANCE OF SCHOOLS
2.10.7 PROVIDES MOTIVATION TO TEACHERS
2.10.8 STUDENT OUTCOMES IMPROVE
2.10.9 CONCEPTUAL MODEL
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.0 INTRODUCTION
3.1 RESEARCH METHOD
3.2 DECRIPTIVE RESEARCH METHOD
3.3 SURVEY RESEARCH METHOD
3.4 INSTRUMENTS USED FOR DATA COLLECTION
3.5 JUSTIFICATION FOR METHOD USE
3.7 STATISTICAL TOOL TO BE USED IN THE DATA ANALYSIS
CHAPTER FOUR
ANALYSES AND INTERPRETATION OF DATA
4.0. INTRODUCTION
4.1 DATA ANALYSES AND INTERPRETATION
4.1.1 METHODS
4.1.2 RESULT AND DISCUSSION
4.2 INFERENTIAL STATISTICS
4.2.1 TYPESS OF HYPOTHESIS
CHAPTER FIVE
5.0 SUMMARY
5.1 CONCLUSION
5.2 RECOMMENDATION
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.
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