The Impact of Motivation(monetary incentive) on workers' performance

BACKGROUND TO THE STUDY
Every successful organisation depends on the extent of effective performance of its employees and such performance will depend on a large extent on the employee’s knowledge and skills of the workers and employees. However these skills used in measuring the performance of an employee is not good and sufficient enough. The important thing is to understand what motivates an employee who then reveals how his/her abilities are activated and how potentials are released. Therefore, a good and effective manager should be mindful of factors that the workers because determination of larger extent of success of the organisation depends on the workers.  It is important to note that lot of theories have been propounded on motivation by different people, such as F. Herberg, D.McGregor, Abraham H. Maslow and C. McClelland.  These theories have led to the recognition of different motivational tools which can be used by an organisation in order to improve and facilitate the interest of their workers. Salary has been seen by the researcher and other theorists is one of the best factors that an organisation can use to motivate their workers and also provide for incentives in terms of monetary to their workers. Employees should be given proper and adequate recognition inorder to achieve the objectives of the organisation. 
TABLE OF CONTENTS
CHAPTER ONEINTRODUCTION1.1BACKGROUND TO THE STUDY 1.2 STATEMENT OF PROBLEM1.3 RESEARCH QUESTIONS1.4 OBJECTIVES OF THE STUDY1.5 JUSTIFICATION OF THE STUDY1.6   STATEMENT OF HYPOTHESES1.7 SIGNIFICANCE OF THE STUDY1.8 SCOPE AND LIMITATION OF THE STUDY


CHAPTER  TWOLITERATURE REVIEW
2.1  INTRODUCTION2.2 AN OVERVIEW OF MOTIVATIONTHEORETICAL FRAMEWORK2.3 THE THEORIES OF MOTIVATION2.3.1 ABRAHAM H. MASLOW NEEDS HIERARCHY OR DEFICIENT THEORY OF MOTIVATION.2.3.2 McCLELLAND’s ACHIEVEMENT NEED THEORY.
2.3.3 TWO FACTOR THEORY
2.3.4 HERZBERG THEORY2.3.5  J.S ADAMS EQUITY THEORY2.3.6 VROOMS EXPECTATION THEORY
2.4 TYPES OF MOTIVATION
2.5 THE NEED FOR MONETARY INCENTIVES2.5.1 Person Variables2.5.2 Task Variables2.5.3 Environmental Variables2.5.4 Incentive scheme variables2.6INCENTIVES2.6.1 NEED FOR INCENTIVES2.7 AN OVERVIEW ON REMUNERATION2.7.1 DETERMINATION OF REMUNERATION2.7.2 PRINCIPLES OF REMUNERATION POLICIES2.8 MOTIVATION IS THE KEY TO PERFORMANCE IMPROVEMENTREFERENCES
CHAPTER THREERESEARCH METHODOLOGY3.1 INTRODUCTION3.2 RESEARCH DESIGN3.3 HYPOTHESIS OF THE STUDY3.4 METHODS OF DATA COLLECTION AND SOURCES OF DATA3.5 METHOD OF DATA ANALYSIS3.6 MODEL FORMULATION3.7 THE APRIORI EXPECTATION3.8 CRITERIA FOR DECISION MAKING3.8.1 Co-efficient of determination (R2) and Adjusted R23.8.2 F-Statistics3.8.3 Student t-test3.8.4 Durbin Watson Test3.8.5 Standard Error REFERENCESCHAPTER FOURRESEARCH, FINDINGS AND ANALYSIS
4.1 INTRODUCTION4.2 DATA PRESENTATION4.3 THE REGRESSION RESULT4.4 INTERPRETATION OF RESULT4.4.1 TEST OF GOODNESS OF FIT (R SQUARED)4.4.2 TEST FOR THE PRESENCE OF AUTO CORRELATION  (DURBIN WATSON)4.4.3 TEST OF INDIVIDUAL SIGNIFICANCE4.4.4 TEST OF OVERALL SIGNIFICANCE
CHAPTER FIVESUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS5.0   INTRODUCTION5.1   SUMMARY OF STUDY5.2  CONCLUSION5.3  RECOMMENDATION
BIBLIOGRAPHY
APPENDIX ICOMPANY PROFILE