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 Every employee goes into the organization with two things in mind- i. The desire for good rewards, remuneration and compensation and ii. To get satisfaction from what he is doing job) as to bring about growth. The desire is intensified by the fact that, the individual with arrays rewards to satisfy or meet these needs. We also consider the fact that human wants are insatiable. As one need is satisfied a higher need crops up. When therefore an organization fails to meet up with the expectations of the individual employee, he therefore becomes dis- satisfied. Explaining the effect of dissatisfied workers. Nwachukwu (1988.82) say when the opportunity for meaningful achievement are eliminated, workers become sensitized to the environment and begin to find faults. He went further to say that the failure for an employee to achieve an objective leads to series of defensive behavior such as aggression, withdrawal, depression and projection. Obviously, good rewards and jobs play a dominant role in our lives. A good job provides the economic basis for necessities, luxuries and lifestyles to be met and thus providing the satisfaction for the physiological needs. In Nigeria, there is a high rate of poverty that is even worsened by a biting inflation. To a very large extent, in such a country the objective of most familiars is to eat, clothe and shelter first, before the person can think of any other thing. Most times, this poverty and penury, the guest for materialism and corruption direct us to make the mistake that every job satisfaction lies in the monetary reward, accruable to it. However, Nigerians like to showcase whatever they do that gives them the job satisfaction. Example, the attachment of their titles to their names, no matter how wretched such title will be on them. Robert (1986.73) asserts that we define ourselves in part through our career, jobs or professions. It seems only reasonable that anything of such central importance must be of concern to all employees. No wonder Nwachukwu (1988) opines that employees satisfaction is the aim of most managers. The contention is that a satisfied employee has a better attitude to work than a dis-satisfied employee. We can also consider the situation after the Nigeria independence, whereby civil service was the pride of most Nigerians despite the little monetary reward that it offered. This was because it offered Nigerians (civil servants) job satisfaction. Every manager is now faced with a problem, as what satisfies an employee are many and varied. In fact each employee differs in the things that satisfy him and make him work harder. Gibson (1991.112) corroborates this, that people differ in rewards they desire and in the relative importance of different rewards for them. He stresses further that individuals differ on what rewards they prefer. Also, preferred rewards vary at different points in a persons career at different ages and in various situations. Koontz et al (1988.636) citing lawyer and suttle in questioning the need hierarchy say. At the higher level, the strength of needs varied with the individual. In some individuals such needs predominated, and in others, self actualization needs were strongest. In the past, one major way in which managers satisfied their employees was by monetary rewards only, but today management has brought with it, non-monetary rewards, that even employees in less jobs are also satisfied like their counterparts in highly paid jobs. The Japanese Management style gives the Japanese employee the feeling that he will growth with the company making the firm to make him. That one day, he will be a co-owner of that company he work for. This their driving force that gives the employees job satisfaction, not just basically meeting up the physiological requirements of an employee. If the above assertion is true, it therefore means that something else other than monetary rewards is very vital for job satisfactions. In this work, the researcher will take an in-depth study of some of non-monetary rewards that organizations offer like promotion, recognition, pension plans, insurance scheme, job security, sick leave pay, training and development, benefits, vacations etc. that are being offered to employees of the banking industry in Nigeria. The Researcher wants to unearth the effect that such incentives and rewards have on employees job satisfaction, and also to discuss on some new trends in non-monetary benefit plans.

Project detailsContents
Number of Pages93 pages
Chapter one Introduction
Chapter two Literature review
Chapter three  methodology
Chapter  four  Data analysis
Chapter  five Summary,discussion & recommendations
Chapter summary1 to 5 chapters
Available documentPDF and MS-word format


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