ProjectClue.com We're Ready, Call Us

(+234) 07030248044

Project Topic:

EFFECT OF REWARD SYSTEM ON THE MOTIVATIONAL LEVEL OF EMPLOYEES (A SURVEY OF SELECTED INVESTMENT COMPANIES IN LAGOS METROPOLIS)

Project Information:

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 71 ::   Attributes: Questionnaire, Data Analysis,Abstract  ::   1,924 people found this useful

Project Department:

HUMAN RESOURCE MANAGEMENT UNDERGRADUATE PROJECT TOPICS, RESEARCH WORKS AND MATERIALS

Project Body:

CHAPTER ONE

INTRODUCTION

1.1. BACKGROUND OF THE STUDY

Reward system is an important tool that management can use to channel employee motivation in desired ways. In other words, reward systems seek to attract people to join  the organization to keep them coming to work, and motivate them to perform to high levels.The reward system consists of all organization components – including people processes rules and decision making activities involved in the allocate of compensation and benefits to employees in exchange for their contribution to theorganization.

In order for an organization to meet its obligations toshareholders, employees and society, its top management must develop a relationship between the organization and employees that will fulfill the continually changing needs of both parties. At a minimum the organization expects employees to perform reliably the tasks assigned to them and at the standards set for them, and to follow the rules that have been established to govern the workplace. Management often expects more: that employees take initiative, supervise themselves, continue to learn new skills, and be responsive to business needs. At a minimum, employees expect their organization to provide fair pay, safe working conditions, and fair treatment. Like management, employees often expect more, depending on the strength of their needs for security, status, involvement, challenge, power, and responsibility. Just how ambitious the expectations of each party are, vary from organization to organization. For organizations to address these expectations an understanding of employee motivation is required (Beer, Spector,Lawrence, Mills, & Walton, 1984). Baron (1983) defines motivation as “a set of processes concerned with the force that energizes behavior and directs it towards attaining some goal.” Kreitner and Kinicki (1992) 1postulate that motivation represents “those psychological processes that cause the arousal, direction and persistence of voluntary actions that are goal directed.” If it is the role of managers to successfully guide employees toward accomplishing organizational objectives, it is imperative that they understand these psychological processes.Schermerhorn, Hunt and Osborn (1991) conceptualizes motivation as based on content and process approaches. The content theories of motivation emphasize the reasons for motivated behavior and/or what causes it. These theories specify the correlates of motivated behavior that is states, feelings or attitudes associated with motivated behavior, and help to represent physiological or psychological deficiencies that an individual feels some compulsion to eliminate. Establishing this balance and meeting this need is one of the first reasons, according to Deeprose (1994) to reward and recognize employees. Formal reward programme which denote financial rewards such as salary, fringe benefits, bonuses, promotions or share

Increasingly, organizations are realizing that they have to establish an equitablebalance between the employee’s contribution to the organization and the organization’scontribution to the employee. Establishing this balance is one of the main reasons to reward employees. Organizations that follow a strategic approach to creating this balance focus on the three main components of a reward system, which includes, compensation, benefits and recognition. Studies that have been conducted on the topic indicates that the most common problem in organizations today is that they miss the important component of Reward, which isthe low-cost, high-return ingredient to a well-balanced reward system. A key focus of recognitionis to make employees feel appreciated and valued. Research has proven that employees whoget recognized tend to have higher self-esteem, more confidence, more willingness to take onnew challenges and more eagerness to be innovative.

The research intends to investigate the effect of reward system on the motivational level of employees

 

1.2   STATEMENT OF THE PROBLEM

The problem confronting this research is to appraise the effect of reward system on the motivational level of employees;with a case study of selected investment companies in Lagos Metropolis.

 

1.3     RESEARCH  QUESTIONS

1      What is the nature of reward system?

2      What is employee motivation?

3      What is the effect of reward system on the motivational level of employees?

4      What   is  the nature of reward system of selected investment companies in Lagos Metropolis?

 

1.4   OBJECTIVE OF THE STUDY

1      To appraise the nature of reward system

2      To appraise the nature of employee motivation

3    To determine the effect of reward system on the motivational level of  employees

4    To determine the effect of reward system on the motivational level of employees of selected investment companies in lagos metropolis.

 The study shall project the importance of reward system on the motivational level of employees and shall serve as a source of information for managers, human resource experts,etc.

 

1.5              STATEMENT OF HYPOTHESIS

H0    Motivational level of employees in selected investment companies in Lagos is low

H1    Motivational  level of employees in selected investment  companies in Lagos is high

H0    Reward system in selected investment companies in Lagos is low

H1    Reward system in selected investment companies in Lagos is high

H0    The effect of  reward system on employee motivational  level  in selected investment companies in Lagos is low

H1    The effect of reward system on employee motivational   level in selected investment companies in Lagos is high.

 

1.7 SCOPE OF THE STUDY

The study is an investigation into the effect of reward system on the motivational level of employees with a case study of selected investment companies in Lagos metropolis

 

1.8. DEFINITION OF TERMS

REWARD SYSTEM

Reward system is an important tool that management can use to channel employee motivation in desired ways. In other words, reward systems seek to attract people to join  the organization to keep them coming to work, and motivate them to perform to high levels.The reward system consists of all organization components – including people processes rules and decision making activities involved in the allocate of compensation and benefits to employees in exchange for their contribution to the Organization.

 

MOTIVATION

(Beer, Spector,Lawrence, Mills, & Walton, 1984). Baron (1983) defines motivation as “a set of processes concerned with the force that energizes behavior and directs it towards attaining some goal.” Kreitner and Kinicki (1992) 1 postulate that motivation represents “those psychological processes that cause the arousal, direction and persistence of voluntary actions that are goal directed.” If it is the role of managers to successfully guide employees toward accomplishing organizational objectives, it is imperative that they understand these psychological processes.Schermerhorn, Hunt and Osborn (1991) conceptualizes motivation as based on content and process approaches. The content theories of motivation emphasize the reasons for motivated behavior and/or what causes it.

Get the complete project »

Instant Share On Social Media:

OTHER SIMILAR HUMAN RESOURCE MANAGEMENT PROJECTS AND MATERIALS

THE IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 80 ::   Attributes: Questionnaire, Data Analysis,Abstract  ::   27872 engagements

ABSTRACT This research is designed to cover Human Resources Planning in relation to Performance in Private Sector. As a Human Resource Manager, Human Resources Planning are relevant function of manag...Continue reading »

CAUSES AND EFFECTS OF COMMUNICATION BREAKDOWN IN AN ORGANIZATION (A case study of champions’ breweries Uyo Akwa Ibom State)

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 67 ::   Attributes: Questionnaire, Data Analysis, Abstract  ::   19934 engagements

CHAPTER ONE 1.1 Introduction The modern world is information oriented, thus management becomes more concerned about communication with employees. Hence communication is vital tool for effective mana...Continue reading »

EFFECT OF FINANCIAL AND NON FINANCIAL INCENTIVES ON STAFF PRODUCTIVITY

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 67 ::   Attributes: Questionnaire, Data Analysis, Abstract  ::   7810 engagements

1.0 Background of the study All organizations are concerned with what should be done to achieve high level of productivity through staff motivation using the right kind of incentive. Consequently the...Continue reading »

EFFECT OF TIME MANAGEMENT AS A TOOL FOR ORGANIZATIONAL SURVIVAL

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 68 ::   Attributes: Questionnaire, Data Analysis, Abstract  ::   5861 engagements

Management study has revolved over long period of time and successive means of thought in industry and commerce have severely described it as the basic ingredient of administering a business. In supp...Continue reading »

EMPLOYEE RELATIONS AND IT EFFECTS ON EMPLOYEE PRODUCTIVITY

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 74 ::   Attributes: Questionnaire, Data Analysis

CHAPTER I INTRODUCTION Maintaining healthy employee relations in an organization is a pre-requisite for organizational success. Strong employee relations are required for high productivity and human ...Continue reading »

IMPACT OF COLLECTIVE BARGAINING ON INDUSTRIAL DISPUTE IN AN ORGANIZATION

 Format: MS WORD ::   Chapters: 1-5 ::   Pages: 69 ::   Attributes: Questionnaire, Data Analysis, Abstract  ::   5389 engagements

WHAT IS COLLECTIVE BARGAINING Joshoyin (2007) define collective bargaining as a machinery for discussion and negotiation whether formal or informal, between employer(s) and workers, representatives, a...Continue reading »

What are looking for today?

WHAT OUR CUSTOMERS ARE SAYING:
  • 1. Harry Harris Haniel from Ahmadu Bello University said "Good content ".
    Rating: Very Good
  • 2. Abdulrah-man Abdullahi from University of Benin said "A big thanks to the team for the effort exerted towards the completion of this academic piece. Projectclue shall always be referred to those seeking academic assistance.".
    Rating: Excellent
  • 3. Archit from Vips said "Great work and very value for money, i would recommend this for any project work ".
    Rating: Excellent
  • 4. Adebayo Olatunji from Poly ibadan said "The service is good".
    Rating: Very Good
  • 5. Vinatec Ict Global from delta state polytechnic, ogwashi -uku said "good,".
    Rating: Good
  • 6. Sani Tanko from Buk said "Excellent ".
    Rating: Excellent

Leave a comment: