Impact of Reward System in the Banking Sector of Nigeria

Chapter One Of Impact of Reward System in the Banking Sector of Nigeria

INTRODUCTION

Background to the Study.

The business world is gradually changing into a complex sector of the society and there are many problems in the business sector, but that which involves reward to workers is difficult to understand. The question now is: how long will the worker work for just salaries? Only bad labour relations and reward system in an organisation have negative and reward system in an organisation have negative impact on the workers morale as well as on productivity.

Studies have shown that there are several benefit include workers motivation and increased productivity. If workers are well motivated, they work with high morale and put in their best. But if they are under appreciated, their productivity is bound to drop.

An example, a poor and un-motivated worker will not, no matter how information conscious he may be, spend the little money at his disposal on newspaper which enhances the productivity of the organisation. An organisation with un-motivated workforce does not expect the employee to produce good quality products and service. Most micro-finance banks reward system is very poor. In many cases the workers are used and abused, harassed, threatened and often discarded without proper reward and terminal benefit.

Lack of adequate reward for honest effort and good skills is one of the reasons why corruption is a pandemic in organisation productivity will remain low is the reward system does not improve. This may result in plant closure, loss of workers and increase in human misery. A happy and healthy worker is normally a productive employee (all things being equal). In the organisation, the basic ton for motivating workers to perform adequately is through incentive scheme that matches the job they do in the organisation.

Workers are very sensitive to unfair treatment by managers. They have need, perception and goals which are unique. As a result of the above, there is need for the organisation to employ reward system which will be able to meet the needs. Adequate reward gives satisfaction to the worker because they will accept the burden imposed on them by their superiors and be will to contribute their quota to the realization of the organisation objectives. It is in view of this importance of motivation to higher productivity, the researcher decide to choose the topic as his researcher decide to choose the topic as his research topic using Auchi micro-finance bank as my case study.

Reward system play a very vital role in the success of any business organisation. In view of this the researcher, took interest in identifying how reward system motivate workers to a higher productivity in order to achieve organisation objective.

Statement of Research problem

In our business organisation today, the welfare of the workers is not taken into serious consideration and they fail to realize without a motivated workforce, the organisation will crumble.

Objective of the Study

The overall objective is to highlight the impact of reward system in the banking sector, using Auchi Micro- Finance Bank, Auchi, Edo state as a case study. The specified objectives are:

i. To examine how reward system affect workers in the banking sector.

ii. To find out the impact of job motivation on employee productivity.

iii. To identify the need for effective reward system policies in employee’s administration.

iv. To ascertain different problems arising from inadequate reward system.

v. To find out how reward system is being administration in the banking sector.

Research Questions

In order to carry out this properly, the following question were asked

(1) Does monetary reward for workers increase organization productivity?

(2) Does organization provide healthy and safe service to work?

(3) Does organization pay workers pension and terminal benefit?

(4) Does pension and retirement benefit helpto reduce employee turnover?

(5) Does better reward system for workers lead to high productivity in the organization?

Statement of Hypotheses

In order to achieve the purpose of this research, the following hypothesis shall be tested.

(1) Monetary reward system does not enhance workers performance.

(2) Better reward system for workers will not lead to higher productivity in the organization.

(3) Provision of health and safety services does not enhance workers performance.

 Scope of the Study

The research work focuses on the impact of reward system on worker’s productivity and is restricted to Auchi Microfinance Bank, Auchi. Also this research work will cover the nature of reward system, theories of motivation, relationship between job motivation, effect of reward system and problems of reward system.

Significance of the Study

This research work will be greatly important to all Microfinance Banks in Nigeria. The study will also be help to managers especially personnel managers in carrying out their duties or tasks. It is hoped that this research will broaden the knowledge of business students that will be interested in making use of it.

The findings and recommendation of this research work will be useful to any person who wishes to carry out research project on the same topic. The work will also enrich and fertilize ahead already existing literatures on the impact of reward system on worker’s job performance in the banking industry.

Limitation of Study

In the process of carrying out this research work, the researcher encountered many problems as discussed below;

One of the problems is the attitude of respondents. The respondents were very sceptical about the purpose of the use of this information. Their scepticism which was due to constant disputes between management and labour union made the respondent not to give out information willing to researcher.

Operational Definition of Terms

The following terms are operationally defined as used in this study.

Reward: All forms of compensation in payment or otherwise which goes to the employees at all organizational level arising from the employment in a work place.

Motivation: These are complex forces which start and keep the individual at work in the organization.

Incentives: A general terms for compensation payment plans that are geared to result, such as unit of sales.

Satisfaction: Workers contention with the job.

Salaries: These are payment made to employees other than those who are hourly rated.

Wages: Wages are tantamount to compensation and it includes hourly pay monthly salaries, bonuses, commission and draw account.

Workers: The total workforce of employee in organization to carry out specific function for which they are rewarded.

Objectives: These are goals which the organization wants to achieve within a given time dimension of optional allocation of organization human and material resources.

Management: All those involves in social and technical process of utilizing resources and influencing human action to get the job done.

Reward System: The pattern of combination and administration of various techniques of worker’s compensation which is adopted a given organization.

Organization: This is the coordination of people for the achievement of a common goal through division of labour and functions also hierarchy of authority’

Productivity: This is referred to the increase level of output and performance of workers.

Persuasion: This refers to convince or persuade followers to perform a particular tax.

Performance: Is how well or badly a person, company etc, does a particular job or activity.

Bank: A business that keeps and lends money out and provides other financial services.