Effect Of Motivational Incentive On Employee Performance

Most corporate executives in most public and private sectors organizations regarded materials and financial source as the most important assets in any given industry or organization. This, thinking as stated above, has dramatically changed. In most organizations, human resources are now given without priority. It is people that make organizations and unless they are recognized and treated, the result will be negative attitudes which can, by extension lead to negative result in the form of poor performance. Therefore, the first thing to communicate to the men you have to manage is the fact that they are important people. 

You can achieve something with the most difficult individual if you realize and sincerely believe in his personal importance, dignity and potential. You can boost his morale so that his productivity will rise beyond your hopes. Output is as much dependent on morale as an incentive (financial or otherwise) or physical working conditions. People like to feel they matter as individuals to their management, that they are been consulted about things, that their work matter, that the superior really knows what they are doing and they are also compensated to do more (incentives).

CHAPTER ONE

INTRODUCTION

1.0General Introduction

1.1Background of the Study

1.2Statement of the Problem

1.3Objective of the Study

1.4Statement of the Study

1.5Significance of the Study

1.6Scope of the Study

1.7Limitation of the Study

1.8Historical Background of the Case Study

1.9Definition of Terms

CHAPTER TWO

LITERATURE REVIEW

2.0INTRODUCTION

2.1THE MEANING OF MOTIVATION

2.2THEORIES OF MOTIVATION

2.2.1MASLOW’S THEORY OF HUMAN NATURE

2.2.2FREDERICK HERZBERG’S TWO FACTOR THEORY OF MOTIVATION

2.23VICTOR VROOM’S EXPECTANCY THEORY

2.3MOTIVATION OF EMPLOYEE AND COMMITMENT

2.4MOTIVATION AND COMMITMENT IN A COMPARISON

2.4.1THE INTERGRATIVE MODEL

2.4.2NON-DISCRETIONARY AND DISCRETIONARY BEHAVIOUR

2.5MOTIVATIONAL TOOLS

2.6IMPORTANCE OF MOTIVATION

2.7MOTIVATION AND JOB SATISFACTION

2.8IMPLICATION OF MOTIVATION AND ITS IMPACT ON WORKING ENVIRONMENT

CHAPTER THREE

RESEARCH METHODOLOGY

3.0Introduction

3.1Research Design

3.2Research Population

3.3Sample Size and Sampling Techniques

3.4Methods of Gathering Data

3.5Justification for the Method Used

3.6Methods of Data Analysis

3.7Justification for the Instrument Use