CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
A major determination of the success of an organization is the effective management of the human resource, which is the controller of all other resources available to the organization. The effective management of man will lead to increase in his productivity, which translates to increase in the productivity of the organization.
In discussing productivity, labour productivity has always been of prime importance because all other factors of production become productive only in association with labour. The need for the effective management of this prime productivity factor is very crucial in Nigeria today. This is due to the abundant man power resources facing limited capital in the country.
Man is a very complex being and managing man to increase his productivity involves motivation, hence the purpose of incentive and fringe benefit is to create conditions that will make it possible for the workers to work with increased zeal and group moral satisfaction can be effectively achieved.
Furthermore, labour productivity can be influenced by using Mac Gregors theory X and Herzberg’s postulation.
Hence this paper is to study the response of workers to the role of incentives and fringe benefits on employee productivity using an Engineering Company and Mining Industry as case studies.
Therefore when a group of employees are observed on the job, one may notice the differences in performance. Some people do an excellent job, while others are marginal in their output. Some employees come early, put in hard day’s work and stay late, while others are always taking a break and are never around when needed. In some cases, the best worker may produce two or three times as much as the poorest worker. How could these differences be explained? Well, obviously certain trait and abilities are attributed to the productive employee.
The person may be intelligent, aggressive and extroverted. But, there is more than just ability. There is something willful about the differences between the employees. Somehow, the productive employee is described as more motivated or driven than the other person. Motivation as it is being described here implies a willful act on the part of an individual. The employee may choose to try hard and to exert a lot of effort or may choose just to get by (Akanni 1987: 242) and thereby bring about increase output.
The purpose of motivation is to create conditions in which people are willing to work with zeal, interest and enthusiasm: with a high sense of responsibility, loyalty, discipline and pride and with confidence in a most cohesive manner so that the goals of an organization are achieved.
| Project details | Contents |
|---|---|
| Number of Pages | 87 pages |
| Chapter one | Introduction |
| Chapter two | Literature review |
| Chapter three | methodology |
| Chapter four | Data analysis |
| Chapter five | Summary,discussion & recommendations |
| Reference | Reference |
| Questionnaire | Questionnaire |
| Appendix | Appendix |
| Chapter summary | 1 to 5 chapters |
| Available document | PDF and MS-word format |
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