THE NEED FOR ADEQUATE REMUNERATION AS MOTIVATING FACTOR TOWARDS ORGANISATIONS PERFORMANCE (A CASE STUDY OF HABIB NIGERIA BANK PLC, ABUJA)
| dc.contributor.author | JONAH, TSONATU SOLOMON | |
| dc.date.accessioned | 2023-12-10T18:11:22Z | |
| dc.date.available | 2023-12-10T18:11:22Z | |
| dc.date.issued | 2018-11-15 | |
| dc.description.abstract | Over the years, many countries of the world including Nigeria has experienced an era of disagreements between the employers and employees. This was characterized by a series of frauds, strikes and negotiations, indicating the level of dissatisfaction of the workers in relation to their reward and general working condition. It was in the light of the above that this study was undertaken to determine how adequate remuneration can motivate staff. The method used in collecting data includes observation, questionnaire and interview. It was however established that adequate remuneration can motivate the employees to a limit but poor pay package will certainly have an adverse effect on performance. As such, there is the need for an improved welfare package for the employees. This can also be done by providing all the necessary tools needed to work with. This will in no little means motivate the employee’s allot by putting their best in the job. Secondly there is need for adequate compensation to be giving to employees by way of enhancing their pay package. All this will be successful if both the employers and employees are seriously committed to both the objectives and goals of the organization. But whereby the employer is not committed to the objectives and goals of the organization, you will discover that the necessary tools with which to work with are not provided and this will definitely affect output. The situation where employers of Labour both in the private and public sector are not committed to the goals of the organization can be found in many countries today including Nigeria. Workers on the other hand are not seriously committed either because they have not been provided with the necessary tools to work with or poor conditions of service. In the nascent democratic setting in Nigeria there was an improvement in the pay package of public workers to enhance their standard of living and high productivity. | en_US |
| dc.identifier.citation | Bauder, B.E. (1847) — Wages and Salaries Administrative , W.B. Sunders company. Bearch, D. (1980) - Personal: The Management of People at Work 311 edition, . McCurav Will publication; NY. Essien-0130T,B.E (1991) -Personnel Management and Nigerian culture Gaston corp. Ltd, Zaria Burk, S.L.H (1963) - Encyclopedia of Management Herzberg, F.T (1968) - How do you motivate an employee‟s Management hand book. Mc Granhill Publication, N.Y Hudson W.K. (1964) - Hand Rook of Business Administration, Southwest Publication, U.S.A.. | en_US |
| dc.identifier.uri | https://keffi.nsuk.edu.ng/handle/20.500.14448/1430 | |
| dc.language.iso | en | en_US |
| dc.publisher | The Department of Business Administration, Nasarawa State University, Keffi. | en_US |
| dc.title | THE NEED FOR ADEQUATE REMUNERATION AS MOTIVATING FACTOR TOWARDS ORGANISATIONS PERFORMANCE (A CASE STUDY OF HABIB NIGERIA BANK PLC, ABUJA) | en_US |
| dc.type | Thesis | en_US |
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