ABSTRACT
The study aims to examine the influence of reward types (extrinsic, intrinsic, social and rewards mix) on employees performance. Subjects for the study consisted of 308 workers which constituted 60% of the total target population of 513 people working for Unified Mining Companies located in the southern part of Nigeria. Total of 308 self-designed questionnaire were distributed to employees on their job location, 268 questionnaires were returned and only 250 were suitable for statistical analysis. SPSS version 16 has been used for data analysis. Both descriptive and inferential
statistics were used for data analysis. The statistical tools were aligned with the objective of the research. For this purpose, frequency Tables, percentages, means and standard deviations were computed and substantively interpreted. Inferential statistics like Pearson product moment correlation coefficient (r) was used to determine if there is a significant relationship exist between independent variables (rewards types: Extrinsic, intrinsic, social and rewards mix) and dependent variable (employees performance). Analysis and interpretation were made at 0.05 level of significance. The findings indicated that there is a statistical significant relationship between rewards types and employees performance. The study has concluded that, management should have deep sense of commitment towards the issue of rewarding employees, if performance levels to be enhanced. Finally, future research can be conducted to cover all types of rewards and to determine their affect on performance.
TABLE OF CONTENT
Title page
Certification
Dedication
Acknowledgements
Table of contents
Abstract
CHAPTER ONE:
1.0 INTRODUCTION
1.1 Background of the study
1.2 Statement of research problems
1.3 Purpose of study
1.4 Objectives of the study
1.5 Research questions
1.6 Research hypotheses
1.7 Significance of the study
1.8 Scope and limitation of the study
1.9 Assumptions of the study
1.10 Definition of terms
CHAPTER TWO:
2.0 REVIEW OF LITERATURE
2.1 Sources of literature
2.2 Review of relevant literature
2.3 Theoretical framework
2.4 Summary of literature
CHAPTER THREE:
3.0 METHODOLOGY
3.1 Research Design
3.2 Area of study
3.3 Population of study
3.4 Research sampling techniques and sample size
3.5 Instrument for data collection
3.6 Validity of the instrument
3.7 Method of data collection
3.8 Method of data analysis
CHAPTER FOUR:
4.0 DATA PRESENTATION AND ANALYSIS OF DATA
4.1 Data presentation and analysis
4.2 Hypotheses testing
4.3 Discussion on findings
CHAPTER FIVE:
5.0 SUMMARY, CONCLUSION AND RECOMMENDATIONS FOR FURTHER STUDY
5.1 Summary
5.2 Conclusion
5.3 Recommendations for further study
References
Appendix I
Appendix II
1. INTRODUCTION
Rewards and their influence are becoming an issue of concern for all. Therefore effective reward management deals with setting processes, policies and strategies. Such practices are required to ensure that the contribution of employees to the business is recognized by those responsible for the running of the organization. The main theme of reward management is to reward employees fairly, equitably and consistently in correlation to the value of these individuals to the organization. Reward system exists in order to make employees work towards achieving strategic goals through enhancing their productivity and performance levels. Reward management is not only concerned with pay and employee benefits. It is equally concerned with non-financial rewards such as recognition, training, development and increased job responsibility.
Human resources are increasingly becoming one of the most important concerns of business organizations; therefore, people have to be effectively managed and highly valued by the organizations. According to [1] , motivation can be defined as the process of stimulating or inducing people to take the desired course of action.
Furthermore, it is the act of inspiring employees to work hard to achieve the goals of the organization. Workers motivation requires deep insights on both parties, the management and the employees. In this regard [2] , argued that the best means of understanding workers attitudes towards rewards and performance is to consider the social meaning of work. In this respect, short and long-term goals of employees and employers may affect both performance and production variously. For employees to give the best of their effort, they have to be rewarded. Rewards are regarded as the best methods to achieve this. According to [3] , rewards were one of the important elements used to encourage employees for contributing their best effort to generate innovation ideas that lead to better business functionality and furthermore, improves companies performance both financially and non financially. Organizations can also gain more overall performance benefits from their rewarded employees. The study carried out [4] stressed that human resources are the most essential area among all resources of the organization; and they added that competent, knowledgeable and motivated personnel not only essential in overall performance of an organization but also can help to make the organization more competitive, more value added and cost
effective.
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