Incentives & Employee Performance
CHAPTER ONE
BACKGROUND OF THE STUDY
The administration of staff incentives plan has now become a popular phenomenon of the total personnel policy of any organization. The plan involves these extra benefits which may not necessarily be money, which come from the kind relationship of the employer to the employees, to supplement their usual wages or salaries, from time and which are at most times geared purposely towards the enhancement of workers performance in the organization.
This plan, is very important to both the organization and the employees, from the employer’s point of view, it is anticipated that a good staff employee incentive plan will induce the employees to work hard and improve their general attitude towards the organization. But for the employee, these benefits represent some additional rights such as extra income, additional security or more desirable working conditions that should not require any additional effort.
The appraisal of the staff welfare plan is defined as “something of value apart from the agreed regular monetary payment of salaries and wages given to staff”. This will be used as the working definition for this research work.
Staff welfare services exist in all organization. They take different shapes and forms and attract different names. In recognition of their worker need fulfillment functions, they are variously called “welfare services” “welfare benefits employees” “income” or simply “supplementary”, “compensation” or “pay and non wage remuneration”.
It should be noted that for the organization to achieve its objectives her welfare service should be adequate, competitive and tailored towards the real need of the staff. Staffs are directly influenced by nature, quality and quality of welfare services offered because they compare themselves with their equals in other organizations.
All workers do prefer increase in welfare services to increases in salaries especially during the period of inflation and rising
BACKGROUND OF THE STUDY
The administration of staff incentives plan has now become a popular phenomenon of the total personnel policy of any organization. The plan involves these extra benefits which may not necessarily be money, which come from the kind relationship of the employer to the employees, to supplement their usual wages or salaries, from time and which are at most times geared purposely towards the enhancement of workers performance in the organization.
This plan, is very important to both the organization and the employees, from the employer’s point of view, it is anticipated that a good staff employee incentive plan will induce the employees to work hard and improve their general attitude towards the organization. But for the employee, these benefits represent some additional rights such as extra income, additional security or more desirable working conditions that should not require any additional effort.
The appraisal of the staff welfare plan is defined as “something of value apart from the agreed regular monetary payment of salaries and wages given to staff”. This will be used as the working definition for this research work.
Staff welfare services exist in all organization. They take different shapes and forms and attract different names. In recognition of their worker need fulfillment functions, they are variously called “welfare services” “welfare benefits employees” “income” or simply “supplementary”, “compensation” or “pay and non wage remuneration”.
It should be noted that for the organization to achieve its objectives her welfare service should be adequate, competitive and tailored towards the real need of the staff. Staffs are directly influenced by nature, quality and quality of welfare services offered because they compare themselves with their equals in other organizations.
All workers do prefer increase in welfare services to increases in salaries especially during the period of inflation and rising