THE EFFECT OF INCENTIVE AS A TOOL FOR EMPLOYEES’ MOTIVATION AND JOB PERFORMANCE (A STUDY OF CIVIL SERVANT OF LAGOS STATE SECRETARIAT, ALAUSA, IKEJA)

ABSTRACT

This research work examined the effect of incentive as a tool for employees’ motivation and job performance (a study of Civil Servant of Lagos State Secretariat, Alausa, Ikeja). The specific objectives were to determine if there is a relationship between incentive and employee motivation, to determine the effect of incentive and motivation on job performance, to determine which factors contribute to workers motivation, to determine the relationship between extrinsic rewards and employees’ performance, to determine the relationship between intrinsic rewards and employee‘s performance and lastly to assessed the extent to which motivation is adopted by Lagos State Government (the Secretariat Alausa). In order to achieve these objectives, the study adopted quantitative research design while the population was employees’ of Civil Servants of Lagos State Secretariat, Alausa, Ikeja. The sample size was 200 employees of the Civil Servants of Lagos State Secretariat, Alausa, Ikeja obtained using convenience sampling technique. Non-parametric test statistic of Chi-square (X2) was used as the statistical tool for testing the postulated hypotheses. Findings showed that there is significant relationship between incentives and employee motivation. Also, we accept the hypothesis that states that effect of incentive and motivation has a significant relationship on job performance. Finally, there is significant relationship between motivation adopted by Lagos State (The Secretariat, Alausa) and Job performance. It was therefore recommended that the motivational scheme of Lagos State Secretariat is satisfactory but can be improved. Also if pay is to motivate or indeed have many positive influences at all, management should make it fair and compensate the work done. Staff training and development programmes and regular consultation by management on staff welfare should be pursued vigorously to have a sense of belonging and tends to prepare them for higher responsibilities. Finally the results of performance evaluation should necessarily be the base for both appreciation and punishment, especially when using either positive or negative incentives as to guarantee achieving the purposes of incentive and bonuses regulations.

CHAPTERONE: INTRODUCTION1.1Background of the Study11.2Statement of the Problem41.3Aim and Objectives of the Study51.4Relevant Research Questions51.5Relevant Research Hypotheses51.6Significance of the Study61.7Scope of the Study61.8Definition of Terms6References8CHAPTER TWO: LITERATURE REVIEW 2.0 Preamble92.1Definition of Motivation 92.1.1Types of Motivation112.1.2Process of Motivation112.1.3Incentive122.1.3.1 Types of Incentives132.2Theoretical Framework 152.2.1Equity Theory152.2.2Expectancy theory162.2.3Goal-setting theory162.2.4McClelland’s Achievement Motivation Theory172.2.5Maslow Hierarchy of Needs Theory17 2.2.6Theory X and Theory Y182.3 Empirical Review of Previous Works in the Area of Study 192.3.1Factors affecting Employees’ Motivation and Performance232.4Job Performance24References 26CHAPTER THREE: RESEARCH METHODOLOGY 3.1 Preamble323.2 Research Design 323.3 Population of the Study333.4 Sampling Procedure and Sample size 333.5 Data Collection Instrument and Validity333.6 Method of Data Analysis34 3.7 Limitation of the Methodology34References 35CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS4.1 Introduction364.2 Presentation and Analysis of Data364.3Test of Hypotheses474.4Discussion of Findings51References 53CHAPTER FIVE: SUMMARY CONCLUSION AND RECOMMENDATIONS5.1 Summary 545.2 Conclusion 545.3 Recommendations 55Bibliography 57AppendixI65Appendix II66