ABSTRACT
The study examines the effects of non-monetary incentives on employee performance in the Nigerian manufacturing sector.
The research design adopted for the study was survey research design which is primary data. The total population of staff in Nigerian Breweries, Lagos State, Nigeria is 4,876 employees, The purposive sampling was used to select 130 employees of Nigerian Breweries, Lagos State, Nigeria. The descriptive statistics were used to analyze the responses from the questionnaire which involves descriptive analysis such as frequencies, percentages, mean and standard deviation. The Statistical Package for Social Scientists (SPSS) was used to test the formulated hypothesis, regression analysis and correlation in SPSS statistical package.
The findings are; There is significant effect of recognition on the productivity of employees in the Nigerian manufacturing sector is accepted. There is significant effect of training and career development on the productivity of employees in the Nigerian manufacturing sector. There is significant effect of job promotion on the profitability of employees in the Nigerian manufacturing sector. There is significant effect of fringe benefits on the profitability of employees in the Nigerian manufacturing sector.
This study concludes that non-monetary incentives has a significant effect and is a predictor of employee performance in the Nigerian manufacturing sector. The following recommendations are made based on the findings of the study: Managers must ensure employees are adequately motivated. Employee training and development should be given due consideration and training programs should be organized to cater for the needs and welfare of employees; Management should encourage interpersonal relations amongst co-workers and their managers to promote a sense of belonging and unity amongst staff. Also managers should ensure employees are involved in decision making processes and given a chance to air their views; Also management must ensure they create a work environment that is conducive for workers with adequate working conditions as well as providing the right tools and resources to ensure worker effectiveness in discharging their respective duties; Management must also strive to ensure that all employees engage in training programs to acquire new skills and also have equal opportunity to utilize their skills and competencies. Management should make sure that career development opportunities are clearly communicated to employees.
CHAPTER ONE
INTRODUCTION
1.1. Background to the study
Motivation of employees in the workplace is essential for the growth and advancement of any organization because, in order for the organization to move forward, employees must be willing to perform effectively and efficiently. People who constitute the human element of any organization are the most valuable resources and have the potential to be a source of sustainable competitive advantage, contributing to basic organizational objectives such as high quality, profits and growth, improving productivity, service quality, efficiency and customer satisfaction. Human asset in the 21st century is considered the most important asset of any company (Hafiza, Shah, Jamsheed & Zaman, 2011). The key to an organization’s success or failure is majorly determined by how effectively and efficiently they can utilize the resources at their disposal. The available resources for organizations or institutions are human, financial, physical and information resources. The human resources compared to other resources in an organization are the most important for the successful performance of any organization (Ismaji, Zekiri, Qosja & Krasniqi, 2015). The Human Resource is the most important part and crucial of all resources for the survival of any organization or business firm. In reality, some firms realize the fact that workers are a major part of the firm and they can get the targets of the firm. If the workers of the firms are not happy, they will not take interest in attaining the targets of the firms and firms will not be able to get their targets (Muhammed, Naveed, Muhammed & Naqvi, 2014). Furthermore, organizational success rests on its employees, therefore there is a need to stress on elements that will impact on employees’ motivation and performance (Liao et al., 2007).
