WORKERS MOTIVATION AND THE INFLUENCE OF SALARIES ADMINISTRATION

ABSTRACT

The study looks into workers’ motivation through wages and salaries administration its influence in Nigerian organization. The study went further to distinguish between gratuitous and paid job with possible effect of wages and salaries as it relates to individual contribution and effort towards the achievement of the corporate goals and objectives. The study made use of a self-designed questionnaire and eventually used chi-square to analyze and conclude on the hypothesis that wages and salaries serves as motivational tool and that wages and salaries has significant relationship with workers performance in Nigerian organization.

CHAPTER ONE

1.0 INTRODUCTION

According to Mc Cormic and Tafflin (1979), motivation can either be intrinsic or extrinsic. Intrinsic motivation stems from motivations that are inherent in the job itself and which the individual enjoys as a result of successful completion of the task or attaining his goals. Intrinsic motivations are rewards that can be termed as “psychological motivations” and examples are opportunity to use one‟s ability, a sense of challenge and achievement, receiving appreciation, positive recognition and being treated in a caring and considerate manner. An intrinsically motivated individual according to (Ajila 1997) will be committed to his work to the extent which the job inherent contains tasks that are rewarding to him or her.

Extrinsic motivation are those that are external to the task of the job such as pay, work condition, fringe benefits, security, promotion, contract of service, the work environment and conditions of work. Such tangible motivations are often determined at the organizational level and may be largely outside the control of individual managers. An extrinsically motivated person will be commit to the extent that he/she can gain or receive external rewards for his/her job. (Ajila 1997) further suggests that for an individual to be motivated in a work situation there must be need, which the individual would have to perceive the possibility of satisfying through some reward. If the reward is intrinsic to the job, such desire or motivation is intrinsic but if the reward is described as external to the job, such motivation is described extrinsic.

Good remuneration has been found over the years to be one of the policies the organization can adopt to increase their workers performance and thereby increase the organization productivity. Also with the present global economic trend, most employers of labour have realized the fact that for their organizations to compete favourably, the performance of their employees goes a long way in determining the success of the organization. On the other hand the performance of employees in an organization is vital not only for the growth of an organization but also for the growth of individual employees. An organization must now who are its outstanding workers, those who need additional training and those not contributing to the efficiency and welfare of the company.

Throughout the years production has increased for many reasons in addition to the particular motivation and has erroneously over simplified a highly complex phenomenon since the psychologists have been especially concerned with understanding an individual through his motives and acquired a body of knowledge in this field that often differs from the Layman‟s knowledge is necessary to review briefly from the psychologists point of view what is known about motivation at the present time. In Uganda, effective use of rewards and motivation to influence workers‟ performance begun in 1970s, since then performance of workers has become important due to the increasing concern of human recourses and personal expects about the level of output obtained from the workers due to poor remuneration.