PROJECT TOPIC- EFFECT OF REWARD ON WORKERS ATTITUDE TO WORK IN AN ORGANIZATION
There is a general assumption about Nigerian workers that they have a negative attitude to work. This assumption is based on mere speculations without real empirical validation. Effect of a particular reward system on the motivation of workers is determined by its attractiveness. The more attractive a reward is the more workers will be motivated to perform. The objective of this research study is therefore to look at effect of reward on workers attitude to work, to improve the morale of workers and increase loyalty and adaptability of staff in an organization. The method of data collection used in this research were primary source and secondary sources such as Questionnaire, personal interview, personal observation method and consultation of textbooks journals, magazine etc. Findings in the course of this research revealed that the attractiveness of the organization’s reward in meeting the immediate needs of the workers will make them develop positive attitude to work.
1.1 Background to the Study
Nigeria as a nation is endowed with abundant human and material resources. In spite of these, it is surprising to note that Nigeria is still rated among the less developed countries in the world today. This may be the attributed to the fact that the resources human and material are poorly utilized. One of the reasons for the poor utilization of these resources is the Nigerians attitude to work.
In the opinion of many authors, Nigerian worker’s show negative attitude to work. It is necessary to know the prevailing attitude of workers to work at a particular point in time so that their work attitude can be improved and developed in the right values and ethics. Necessary for industrial development. Akerele (1986) asserted that it is more desirable for workers to have levels for a reasonable level of industrialization.
According to Ejiofor (1981), the economy is inefficient primarily because the workers are ill-motivated to produce. He also stated that Nigeria is more noted in the public sector than in the private sector. The attitude to work of workers can be improved depending on the reward system.
The impact of a particular reward system on the motivation of worker’s is determined by its attractiveness. The more attractive a reward system is, the more workers will be motivated to perform. Workers perception of the organization vary from one to another, the variation may be attributed to the difference in the organizational disciplinary system, incentive schemes, leadership style and the workers perception towards the organization.
1.2 Statement of the Problem
There is a general assumption about Nigerian workers that they have a negative attitude toward work. This assumption is based on mere speculations without real empirical validation.
A worker’s attitude to work may be a function of certain situational variables, include the organizational reward. The workers perceptions of the organizational reward affect their attitude to their job. This is because the attractiveness of reward will influence behaviour in the organization. When a reward has a positive influence on workers, it means the reward meets actual needs and it will develop positives attitude to work. On the other hand, when a reward has a negative attitude toward work. It means it does not meet actual need, (Vroom 1964; Adams 1963).
PROJECT TOPIC- EFFECT OF REWARD ON WORKERS ATTITUDE TO WORK IN AN ORGANIZATION
1.3 Research Questions
The following research questions are presented to aid the study:
- Does reward actually influence staff attitude to wards productivity?
- What is the effect of employee’s attitude to work and its effect on productivity in organization?
- Can reward system enhance productivity in an organization?
- Will reward of employees alone improve job performance?
- How does welfare of workers affect productivity?
1.4 Objective of the Study
This study hopes to achieve the following objectives:
(a) To look at the workers perception of the reward of the institution under study
(b) To look at Impact of the reward on workers attitude to work.
(c) To identify the problems associated with the reward of workers in the institution under study.
(d) To suggest solution to each problem by way of recommendation.
(e) To enhance knowledge in organizational behaviour and management of people in the organization.
1.5 Statement of the Hypotheses
The following hypothesis shall be tested in this research work.
- A satisfactory reward system will not make worker to develop positive attitude towards their job.
- The attractiveness of the reward system in meeting the immediate needs of the workers will affect their attitude to work.
- A workers perception of the reward he gets in relation to other workers of similar status in the same organization will not affect his attitude to work.
1.6 Scope of the Study
This research is the case study of Auchi Polytechnic, Auchi. The study will look at the effect the institutions reward system has on its workers attitude to work. Thus, in the course of this study, questionnaires shall be distributed to different categories of workers in all the departments in the institution. The study also wish to look at such issue like the workers perception of the reward. The impact of the reward on worker’s attitude to work and the problems with which the institutions reward will be treated in this study.
1.7 Significance of the Study
The significance of the study is in two fold namely practical significance and theoretical significance.
(a) Practical Significance: This study will be of great benefit to practical management. The findings of this study will help practicing manager to deal with the problems of workers attitude in the work place. The study will be of immense benefits to the institution under study in particular and other organization in general.
The finding and recommendations of this study will help the management of this institution under study (Auchi Polytechnic, Auchi) to design a reward program that will make worker’s develops the right attitude to work.
(b) Theoretical Framework: The hypothesis formulation in this study can provide a basis for future researcher to base their research on the study hope to enrich the literature already in this area of organizational behaviour and industrial psychology.
1.8 Limitation of the Study
The completion of this work was not without difficulties. Searching for materials for this study was a difficult task as there was unavailability of literature within this environ.
1.9 Operational Definition of Terms:
Organization: This is a process of coordinating individuals effort to accomplishing a common objective, it can be described as a group of people bound together to provide unity of action for the achievement of predetermined objectives. It can also be described as a group of people a system that coordinate people, job, financial resources and managerial practices to achieve desired goals.
Reward: It is an outcome of individual’s effort towards the achievement of the organizational goals. Reward specify behaviours that make a difference to an organization, reward is something received as a result of effective and efficient work done.
Reward System: The procedures selected by organizations for motivating and controlling the behaviour of its members. The use of reward system, sometimes in combination with human resource management techniques of organizational departure from the past practices which can be used to restructure and develop certain attitude, values and skills.
Perception: This is the way individual view any social phenomenon.
Outcome: The consequences or result of an action.
Attitude: This is dispositions which exist in a person to behave in a particular way. It is an expression of emotion, imagination and action towards ideals, people and objectives.
It is a person’s behavioural component, an individual feeling positive or negative of predisposition to act towards some elements in the environment.
Effort: An endeavour to do something. It is the amount of energy expected by an individual’s motives or needs will result the level of the individual’s motives or needs.
Worker: A person or an employee working under a contract of employment whereby he undertakes and perform personally any work or service for another party for a fair pay.
Management: This is the art and science concerned with planning, directing, controlling and organizing the work of human being towards a common aim, in burdensome hardship, distressful and injurious.
Performance: It serves as the vehicle for judging effectiveness of individuals, group and organizations. It is the ability to bring a given task to completion to fulfill or accomplish a task
Grievance: It means ground for complaints. It is a condition felt to be oppressive, wrongful burdensome, hardship, distressful and injurious.