AN EVALUATION OF THE IMPACT OF WAGES AND SALARIES POLICIES ON THE PERFORMANCE OF WORKERS OF NATIONAL EYE CENTRE

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ABSTRACT

This research study deals with an evaluation of the impact of wages and salaries policies on the performance of workers in government parastatals, with special reference to National Eye Centre Kaduna.  The objectives of the study is to find out government policies with respect to wages and salaries in various government parastatals, the problems encountered while implementing wages and salaries in Nigeria, to also determine the effectiveness of wages and salaries policies on the performance of workers in government parastatals.  The research method use in this research work is survey methods for data collection.  The findings of this research work are that it is obvious that the most tangible means of compensation are wages and salaries, a major determinant of wages and salaries is the pay level of other organization.  In conclusion, this research work concluded that wages and salaries policy influence the performance of workers in government parastatals in Nigeria. The recommendations are since wages and salaries are the most tangible form of compensation, organization should ensure an equitable pay structure for the employees at all time.  There should be a proper collective bargaining process to ensure that wages are fixed at the choice of both the employer and employees fixed at the choice of both the employer and employees so that there will not be friction later on.

CHAPTER ONE: Introduction

1. Background of the study                                                  1
2. Statement of the problem                                                2
3. Objectives of the study                                                    4
4. Significance of the study                                                  4
5. Research Hypothesis                                                        5
6. Scope of the study                                                          5
7. Limitations of the study                                           6

CHAPTER TWO: Literature Review

1. Introduction                                                                    7
2. Purpose of wages and salaries                                          9
3. Determination of wages and salaries                                 10
4. Government policy on wages and salaries in Nigeria

and their effect on performance.                                      17

1. Methods of fixing wages                                                   21
2. Achieving Organizational Effectiveness through

wages and salaries.                                                          25

CHAPTER THREE: Research Methodology

1. Introduction                                                                    29
2. Research Design                                                              29
3. Area of study                                                                  30
4. Population of the study                                                    30
5. Sample size and sampling technique                                 31
6. Instruments of data collection                                          31
7. Validation of the instrument                                             32
8. Reliability of the instrument                                              32
9. Method of data analysis                                                   33

CHAPTER FOUR: Data Presentation and Analysis

1. Introduction                                                                    34
2. Characteristics of Respondents                                         34
3. Data Presentation                                                            36
4. Data analysis                                                                   39
5. Test of hypothesis                                                           43
6. Summary & Discussion of findings                                     47

CHAPTER FIVE: Summary, Conclusion and Recommendation

5.0    Introduction                                                                    51

1. Summary                                                                        51
2. Conclusion                                                                      54
3. Recommendation                                                            54

Reference                                                                       57

         Appendix

 

CHAPTER ONE

INTRODUCTION

1. BACKGROUND OF THE STUDY

Employer provides work for employees just as employee on the other hand enables organization and nation to provide or produce goods and services for the ultimate benefit of mankind (O’ Donnell 2000).

 

This is essentially in the nation building process.When goods are provided and services rendered, economy benefits also come to play.According to an abstract of employment, employers pays workers for productivity and services.This is of a symbolic advantage because just as employee help employers to make profit, the employer also give wages and salaries to employees to enable them meet their personal and domestic aspirations.

 

Fairly to pay wages and salaries has resulted in very important conflict in labour and management relation.Therefore, wages and salaries according to Mackenzie is the most significant reward that would assist them to have a good standard of living.

Wages and salaries are used as motivational factors or strategies (Micheal A. 2005).This is explain by piece: rate system which allows payment of wages in relation to job done, in addition, people have been seen to converse for work in organization, wages and salaries are no charitable grant by organization but a significant aspect of the right of worker in the productivity process.Payment must be made for job done by labour.Profit made should not only be for growth and development of companies while workers suffer physically and economically.

The idea of national minimum wage is based on the understanding of the fact that there must be a border line under which employers must not fall in the payment of salaries and wages to workers who need to maintain a living standard.

1. STATEMENT OF PROBLEM

This research is carried out to evaluate wages and salaries policies on the performance of government parastatals in Nigeria with a case study of National Eye Centre Kaduna.Despite the services rendered by the public sector, salary increment is still a problem.The agitation for more salary is still on because of increasing level of standard of living.The global economic crisis also has brought about the agitation for salary increment and this is the reason for almost all the industrial action being embarked by personnel working in government parastatals.

AN EVALUATION OF THE IMPACT OF REMUNERATION ON EMPLOYEES ATTITUDE AND PERFORMANCE IN ORGANIZATION

COMPLETE MATERIAL IS N5,000.

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CHAPTER ONE

1. INTRODUCTION

Remuneration refers to the mode of compensating the workers exerting their energy or spending their time in accomplishing their organizations objectives.

Remuneration can be in monetary terms or in form of services. A monetary term is of course in form of wages and salaries and part of fringe benefits like housing and transportation allowances. Compensation package has three major components which are wages and salaries, fringe benefits and the other one is incentive schemes. Remuneration which comes in form of services includes recreational services, canteen services and medical services.

Remuneration has a significant impact on workers attitude and performance in organization because it is the most effective motivational technique. Good remuneration improves productivity, while poor remuneration affects productivity adversely. However, the general problem of monetary remuneration is that they are expert in the short run but not necessarily cost effect. On the other hand, monetary remuneration can motivate workers depending on his or her needs for  money. Individual behaviour and consequently performance in an organization is related to remuneration. This is because people come to work in order to excel or to succeed in competitive situation.

As such, individuals with high needs for achievement have intense desire for success and equally intense fear of failure. As individuals, they like to see challenges set moderately difficult talk (but not impossible goal) for themselves, take realistic approach to risk, prefer to assume personal responsibilities to get the job done like specific and prompt feedback on how they are performing and likeness to work for long hours (Alfred, 1987).

Therefore, remuneration is one of the best motivational factors that facilitate individuals to put in their best in their job. As such, a well remunerated individual tends to work hard while a poorly remunerated worker does not put much effort in his or her job because such individual is not motivated.

1. OBJECTIVES OF THE ESSAY

The main objective of the essay is to evaluate the impact of remuneration

AN EVALUATION OF PRIVATIZATION  PROGRAMME AS AN EFFECTIVE TOOLS FOR ENHANCING PRODUCTIVITY PUBLIC ENTERPRISE IN NIGERIA

(A CASE STUDY OF POWER HOLDING COMPANY NIGERIA PLC)

COMPLETE MATERIAL IS N5,000.

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CHAPTER ONE

INTRODUCTION

1. BACKGROUND OF THE STUDY

Privatization of state-owned enterprises (SOEs) has become a key component of the structural reform process and globalization strategy in many economies. Several developing and transition economies have embarked on extensive privatization and commercialization programmes in the last one and a half decades or so, as a means of fostering economic growth, attaining macroeconomic stability, and reducing public sector borrowing requirements arising from corruption, subsidies and subventions to unprofitable SOEs. By the end of 1996, all but five countries in Africa had divested some public enterprises within the framework of macroeconomic reform and liberalization (White and Bhatia, 1998).

In line with the trend worldwide, the spate of empirical works on privatization has also increased, albeit with a microeconomic orientation that emphasizes efficiency gains (La Porta and López-de-Silanes, 1997; D’Souza and Megginson, 1999; Boubakri and Cosset, 1998; Dewenter and Malatesta, 2001). Yet despite the upsurge in research, our empirical knowledge of the privatization programme in Africa is limited. Aside from theoretical predictions, not much is known about the process and outcome of privatization exercises in Africa in spite of the impressive level of activism in its implementation.

Current research is yet to provide useful insights into the peculiar circumstances of Africa, such as the presence of embryonic financial markets and weak regulatory institutions and the manner in which they influence the pace and outcome of privatization efforts. Most objective observers agree, however, that the high expectations of the 1980s about the “magical power” of privatization bailing Africa out of its quagmire remain unrealized (Adam et al., 1992; World Bank, 1995; Ariyo and Jerome, 1999; Jerome, 2005).

As in most developing countries, Nigeria until recently witnessed the growing involvement of the state in economic activities. The expansion of SOEs into diverse economic activities was viewed as an important strategy for fostering rapid economic growth and development. This view was reinforced by massive foreign exchange earnings from crude oil, which fuelled unbridled Federal Government of Nigeria (FGN) investment in public enterprises. Unfortunately, most of the enterprises were poorly conceived and economically inefficient. They accumulated huge financial losses and absorbed a disproportionate share of domestic credit. By l985, they had become an unsustainable burden on the budget.

With the adoption of the structural adjustment programme (SAP) in 1986, privatization of public enterprises came to the forefront as a major component of Nigeria’s economic reform process at the behest of the World Bank and other international organizations

 

1.1.1  HISTORICAL BACKGROUND OF POWER HOLDING COMPANY           NIGERIA

A major energy product which has emerged from the development of Nigeria’s energy resources is electricity. Although at independence in 1960 the country inherited a rudimentary electric power generation and distribution system under the Electricity Corporation of Nigeria (ECN) and later changed to NEPA.

Nigeria’s Electric Grid is being run on hydroelectric and thermal plants. The former are predominantly utilized in the northern part of Nigeria while the later which are fueled by petroleum appear to be largely favoured in the southern parts. The disadvantages of these approaches become evident in the harmattan seasons when the water level drops and in the chronic spate of fuel scarcity.

Nigeria has about 5,900MW of installed electric generating capacity consisting of 3 hydro-based stations and 5 thermal power plants. Nigeria faces a serious energy crisis due to declining electricity generation from the power plants. Power outages are frequent and the power sector

AN APPRAISAL OF THE RELEVANCE OF FINANCIAL INCENTIVES TO WORKERS MOTIVATION

(A CASE STUDY OF NATIONAL BOARD FOR TECHNICAL EDUCATION, KADUNA)

COMPLETE MATERIAL IS N5,000.

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ABSTRACT

A part from the basic objectives of this research thesis, the impartial fulfillment for the award of master degree in Public Administration in the Department of political Science And Defence Studies, Nigerian Defecnce Academy, Kaduna. The thesis was conducted primarily to ascertain the effectiveness of financial incentives to workers motivation in National Board for Technical Education.

The whole research was divided into five chapters. Chapter one deals with the General Introduction, Background to the study, Statement of the Research Problems, Study, Research Questions, Objectives of the study, Hypothesis, Significant of the study,   Methodology, Sources of Data Collections, Scope and Limitations of the Study and Definitions of Terms.

While Chapter two highlight Literature Review and Theatrical Frame Work, introduction motivation Concepts, Extrinsic Motivation, Six basic Desires Concepts, Transcendent motivation, Self determination and Self Control, Motivation and Incentives as viewed by various School of Thought,  Theoretical Framework and Incentive theory.

However, Chapter three discussed extensively on the Historical Background of National Board for Technical Education, Kaduna. Introduction, Functions of the Board, The Structures of the Board, The Departments of the Board, Major Achievement of the Board, Challenges of the Board, Lingering issues in Federal Polytechnics.

Chapter four, presented and analyzed financial incentives to workers motivation in National Board for Technical Education, Data presentations and Analysis, Presentation of Tables, Pie Chart Computation and Major findings.

Chapter five, highlighted the Summary, Conclusion and Recommendations of the Study, Appendices and Bibliography of the Thesis. The researcher gave some recommendations which we hope will help to minimize the problems and enhance productivity, efficiency and Industrial harmony in the Organization. More so, in identifying the above problems not intented to discredit the present system being in operation in the organization but there are merely views as depicted through and felt in the course of the research carried out.

If researcher’s views and suggestions were implemented well, it may definitely lead to greater productivity, job satisfactions and Industrial harmony between the workers and Management of National Board for Technical Education, which will stand the test of time and assist in enhancing workers performance.

 

 

 

 

 

 

TABLE OF CONTENTS

CONTENT				PAGE
Title Page				i
Approval Page				ii
Declaration				iii
Dedication				Iv
Acknowledgment				V
Abstract				vi
Table of Contents				vii
CHAPTER ONE
1.1			Background to the Study
1.2			Statement of the Problem	1 – 5
1.3			Research Questions	7 – 8
1.4			Objectives of the Study	8 – 9
1.5			Hypothesis	9
1.6			Significance of the Study	9 – 10
1.7			Methodology	11
1.7.1			Sources of Data Collection	11
1.8			Scope and limitation of the Study	12 – 13
1.8			Definitions of Terms	13 – 14
CHAPTER TWO
LITERATURE REVIEW AND THEATRICAL FRAME WORK
2.0		Introduction		15
2.1.1		Motivation Concepts		15 – 16
2.1.2		Intrinsic motivation and the sixteen basic desires concepts		16 – 18
2.1.3		Transcendent motivation, self determination and Self Control		18 – 19
2.1.4		Motivation and incentives as view by various School of thought.		19 – 33
2.2		Theoretical Framework		33
2.2.1		Theoretical Theory		33 – 35
CHAPTER THREE
RESEARCH METHODOLOGY
3.0		Introduction		36 – 37
3.1.1		Functions of the Board		37 – 40
3.1.2		The Structures of the Board		40
3.1.3		The Board is Structured into Four Departments		40 – 41
3.2		Major Achievements of the Board		46 – 47
3.3		Challenges of the Board		47 – 48
3.4		Lingering Issues in Federal Polytechnics		48
CHAPTER FOUR
Financial Incentives to workers motivation in NBTE
4.1		Introduction		49
4.2		Data Preparation and Analysis		50 – 65
4.3		Pie Chart Computations		65 – 67
4.4		Major Findings		68 – 69
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1	Summary			65
5.2	Conclusion			68
5.3	Recommendations			69
5.4	References			72
	Appendix I			80

 

CHAPTER ONE

INTRODUCTION

1.1     Background to the Study       

In the word of Armstrong (1988), the process of motivation is initiated by the conscious and unconscious recognition of an unsatisfied need. A goal is then established which, it is thought will satisfy the need and of course action is determined that lead towards the attainment of a goal. Management should provide incentive schemes and pay workers on the basis of the result they achieve on the job instead of the more physical routine performance series activities and to retain them on their job making them feel satisfied, a motivationally-oriented wage system must adequately distinguish “Naira” wise between the different levels of efficiency for the people performing essentially job and different job categories and specialization.

In every organization, the management emphasis on high productivity, quality of services, quality workmanship, industrial peace, cooperative labour etc. On the other hand, employees need fair wages, job satisfaction, good working conditions, participation in decision making, self recognition and opportunity for advancement.

Organizations and managers have suffered tremendously in trying to utilize their human resources, they usually encounter frequent industrial conflicts and several unresolved agitations by workers and different categories of employees basically steaming from one form of dissatisfaction or the other. The main point of misunderstanding between management and employees/workers in most cases is found in the arrears of inadequate and inequitable monetary rewards.

Financial incentive as we all know is a process of guiding the conduct and influencing people so that they strives individual or group towards the achievement of group goals. Every employee comes to an organization with one motive, to earn a living and financial incentive play a vital role in the lives of these employees. Taking away financial incentive might jeopardize this individual or the group interest. Management on the other hand, established the organization for the purpose of return of investment and profit making, high productivity, quality of services, industrial peace, cooperative labour and to remain a going concern. Skinner B. F. (1953), states that by providing properly scheduled rewards is possible to influence behaviours.

The objective and purpose of this study is to examine whether or not financial incentives has contributed to workers performance and industrial harmony in National Board for technical Education. This research is by no means exhaustive but will help the establishment to take a second look that financial incentives has a significant role to play in maintaining industrial peace, increase productivity and boost the morale of the employees in an establishment.

It has generally been observed and noted that in a sample group of workers performing the same type of job, some do it better than others. This observation will raise and arouse the notion or questions or psychological tendencies, interest and differences in performance.  One school of though holds the view that “differences in performance reflect varying characteristics, abilities and skills on the part of ‘workers’. F.B. Skinner, (1985), an Industrial psychologist argues that differences in performance of workers doing the same kind of job,  might be as a result of extra monetary rewards attached to the job, conductive working environment or friends they meet in the workplace.

As a result of these possibilities, recognition and thorough understanding of workers needs/wants before adopting any form of motivational techniques such as financial rewards (money) human relations, conducive, working environment, leadership and good supervision among others, becomes apparently important since these factors has different influence and impact on different categories of workers and individuals.

The complexity of human nature, expectation, urges and drives/motives make the art of motivation of workers and employees a critical and complex point for consideration. A definite answer could not be reached since people differ in characteristics, background, traits, and needs. Thus it becomes imperative for the manager to incorporate positive motivational incentive programmes to motivate workers

ADVANTAGES AND DISADVANTAGES OF THE ROLE OF YOUTH IN NATION DEVELOPMENT

COMPLETE MATERIAL IS N5,000.

Foreign Transaction For Dollars Payment :
Bank Name: GTBank
Branch Location: Enugu State,Nigeria.
Account Name: Chi E-Concept Int’l
 Account Number:  0117780667. 
Swift Code: GTBINGLA 
Dollar conversion rate for Naira is 175 per dollar. 

ATM CARD:  YOU CAN ALSO MAKE PAYMENT USING YOUR ATM CARD OR ONLINE TRANSFER. PLEASE CONTACT YOUR BANK SECURITY FOR GUIDE ON HOW TO TRANSFER MONEY TO OTHER BANKS USING YOUR ATM CARD. ATM CARD OR ONLINE BANK TRANSFER IS FASTER FOR QUICK DELIVERY TO YOUR EMAIL . OUR MARKETER WILL RESPOND TO YOU ANY TIME OF THE DAY. WE SUPPORT CBN CASHLESS SOCIETY. 

OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.

form>DELIVERY PERIOD FOR BANK PAYMENT IS  LESS THAN 24 HOURS

CALL OKEKE CHIDI C ON :  08074466939,08063386834.

AFTER PAYMENT SEND YOUR PAYMENT DETAILS TO

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CHAPTER ONE

1.0    Introduction

Johnson (1998) viewed that role is the dynamic or behavioural aspect of status or a role is the manner in which an individual fulfils the obligations of status and enjoys it privileges. It is a part on which someone is given to participate on.

 

Yakine (1999) said youth means young and   aspiring person male or female ranging from the age of 18 to 35 years, that is the period of adolescence and early adulthood.

 

Jacki (2001) viewed that nation is a large body of people  united by common decent, culture, language, inhabiting a particular state, or tertiary.  A nation could be seems as a group of people with the same language, culture and history, who live in a  particular geographical boundary  under one government.

Chillegbu (2003) development can be classified into two separate line of definition they are:

First: he said  it concerns change in distribution of materials goods and the nature of social relation, this carries the nation social development which focuses attention on the quantities  and distribution changes in the structure of the society through the elimination of the benefits of economic growth among the people development should be conceive as a  multi-dimensional process involving changing in  structures, attitude and institution as well as the acceleration of economic growth the reduction inequality and eradication of absolve poverty and unemployment.

 

Secondly He viewed that development it is concerned increased production of materials goods and services which carry the nations economics growth, the focus here is quantitative process of production and use of  resources.

 

1.2    Statement Of The Problem

This study was concerned with the role of youth in nation development in Katagum local government area of Bauchi state.

The condition of Nigerian youth still leaves a lot to be desired, more needs to be put in  place  by the  government to empower and get them fully involved with the task of