EMPLOYEE ATTITUDE TOWARDS MONETARY AND NON-MONETARY INCENTIVES IN THE PUBLIC ENTERPRIESES
There has been controversy as to whether Human Resources can be developed in public enterprises. It is against this background that an evaluation of Human Resources development in public enterprises was conducted. The questionnaire method was used to obtain data for the study and random sampling procedure was used in the selection of respondents from the organization under study. The sample percentage method of data analysis was used in analyzing the data obtained. The study found training, motivation, effective evaluation of employees performance can be used to develop Human Resource in public enterprises and various training methods were used to training employee in this organization. The study therefore conclude that for effective utilization of Human Resources in public Enterprises, there is need for training and development policy formulation and implementation.
1.0 BACKGROUND OF THE STUDY
Ordinarily an enabling environment is required for employee (either as a term or individual) to improve his/her performances in order to accomplish organization goals and objectives. It is based on this background that manager suppose to know the attitude of his/her employees/subordinates in the interest of the organization. The employees could be influences through several incentives; either monetary or non-monetary. These two forms of incentives for improve employees performance.
However, there is the need more than ever before to re-discover the weakness and the strengths of incentives used in motivating employee’s attitudes as a basis for future improvement and also to unravel the effectiveness of the use of incentives in motivating employees. It will also reveal the problems, frustrations, anxieties that employees pass through in their work environment where certain incentives are de-emphasized. It will equally assist management to engage in staff welfare development that will aid improved productivity.
Productivity is concerned with the total value or volume of output in work situation while production refers to the volume, value or quantity of goods and services produced in a given period by employees productivity shows the efficiency of production. Employees attitudes and performance have an immense bearing on productivity. Job performance of employees is determined by the ability of individual employee to perform well on his job as well as the level of motivation offered by the work environment and it is of fundamental importance in productivity. The study examined the attitude of employees towards monetary and non-monetary incentives in organization with the mindset that management will appreciate the needs of the use of incentives in motivating employee’s attitude.
1.1 STATEMENT OF THE PROBLEM
In the past, employers of labour complained that employees performance were efficient when they are new but with time, their efficiency and productivity decreases, in turn the employees have attributed the decreases in efficiency and productivity to the fact that employers failed to provide adequate incentives and motivation that commensurate with their job and performance.
Therefore, the problems of this study can be stated as follows.
1.2 OBJECTIVES OF THE STUDY
The objectives of this study are as follows:
1.3 RESEARCH QUESTIONS
These follows are the research questions for this study:
1.4 FORMULATED HYPOTHESES
These follows primaries statements were formulated as an hypotheses and subsequently tested in order to arcertain their reliability.
Ho: There is no perfect relationship between employees/workers incentives motivation and productivity.
Hi: There is perfect relationship between employees/workers incentives motivation and productivity.
Ho: Other incentives tend to have little motivation value if monetary incentives are perceived to be adequate.
Hi: Other incentives tend not to have little motivation value if monetary incentives are perceived to be adequate.
1.5 SIGNIFICANCE OF TE STUDY
There is the need now than never to rediscover the weaknesses and the strengths of incentives used in motivating employee attitude to serve as a basis for further improvement. The study will through more light into the effectiveness of the use of incentives in motivating employees meet in their work environment, especially where incentives are emphasized. It will also help organizations to know the likely incentives to put in place in motivating employees.
In addition, it will assist management to engage in staff welfare development in order to improve the output of productivity of employees. This study will also serve as a useful tool for those in the management sciences discipline who would like to carry out further research in this area.
1.6 SCOPE/LIMITATION OF THE STUDY
This study focused on the employees attitude towards monetary and non-monetary incentives using selected unionized organizations in Lagos metropolis as a study.
However, several factors necessitated against proper investigation of this study; such as time factor, financial constraint and unavailable data. The researcher was faced with the time limited time for this study and in combinations of other engagements, like social engagement, work time, academic etc; financial constraint also set in and caused effective implementation and investigation; meanwhile, the organizations under study refused to realize some important data that are necessary for this study.
1.7 DEFINITION OF TERMS