Project Impacts of Remuneration on Employees’ Job Performance
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ABSTRACT
The study examined “Impacts of Remuneration on Employees’ Job Performance”. The research design was the survey design and the population used was staff of Flowline Energy Services, Lagos-Island, Lagos. The population of the study was one hundred and twenty-two (122) workers of Flowline Energy Services, Lagos-Island, Lagos. The research used primary sources of data in the course of study. The data were collected through the instrument of questionnaire. A convenience sampling method was employed in the study. one hundred and seventeen (117) questionnaires were administered in which one hundred and six (106) questionnaire was filled and returned. Mean score was use to analyze the data while Pearson Moment Correlation was used to test the hypotheses. The findings revealed that remuneration was a catalyst that accelerates productivity. It also revealed that pay system was essential in improving the performance of a business by giving an incentive for the effective performance of individual employees. The study recommended that organizations should learn to use plaques and other recognition awards that motivate employees for a job well done in order to encourage a repeat of such accomplishment. The study further recommended that organizations should motivate their employees with good remuneration packages, better pay and regular review of salaries.
QUESTIONNAIRE
INTRODUCTION
This questionnaire on the subject “Impacts of Remuneration on Employees’ Job Performance “ has been designed purposely to source for relevant data that will compliment the research work.
The information supplied will be treated in utmost confidentiality and use mainly for the purpose in which the study is intended.
Your honest and objective answers to the following questions will be highly appreciated and acknowledge. Please tick the appropriate box provided for the answers and make comment(s) where necessary.
SECTION A: DEMOGRAPHIC PROFILE
- Sex:
- Male [ ]
- Female [ ]
- Age:
- 18 – below 30 yrs [ ]
- 30 – below 40 yrs [ ]
- 40 – below 50 yrs [ ]
- 50 – below 60 yrs [ ]
- 60 and Above [ ]
- Marital Status:
- Single [ ]
- Married [ ]
- Divorced [ ]
- Qualification:
- Primary [ ]
- W.A.S.C/Equivalent [ ]
- OND [ ]
- HND [ ]
- BSc [ ]
- MBA [ ]
g, MSc [ ]
- Staff Category:
- Management [ ]
- Senior [ ]
- Junior [ ]
- Contract [ ]
SECTION B:
Please read the following statements, and tick in the box that best explains your opinion. Tick only one number for each statement using a scale below:
LIKERT
SD = Strongly Disagreed D = Disagreed
A = Agreed
SA = Strongly Agreed
Effect of Remuneration on Employees’ Job Performance
| S/N | Response Variables | SA
(4 ) |
A
(3) |
SD
(2) |
D
(1) |
|
6 |
Remuneration enhance employees’ job performance | ||||
|
7 |
Effective remuneration contribute to the productivity of employees | ||||
|
8 |
Remuneration improves job satisfaction and flexibility, which encourages high performance and productivity |
Relationship between Motivational Techniques and Employee Performance
| S/N | Response Variables | SA
(4 ) |
A
(3) |
SD
(2) |
D
(1) |
|
9 |
Financial motivation is the best motivation for morale in performing well in my job | ||||
|
10 |
Monetary incentive have a positive effect on my job performance | ||||
|
11 |
Monetary reward helps me to increase my contribution towards my job |
Job Satisfaction and Employee Performance
| S/N | Response Variables | SA
(4 ) |
A
(3) |
SD
(2) |
D
(1) |
|
12 |
Salary increment can boost my morale and job performance | ||||
|
13 |
Good pay can make me go extra mile without threat | ||||
|
14 |
Conducive environment can triggers a positive contribution from me towards my job |
Reward System and Employees’ Job Performance
| S/N | Response Variables | SA
(4 ) |
A
(3) |
SD
(2) |
D
(1) |
|
15 |
A good pay will make me put more effort in my job | ||||
|
16 |
Extra increment on my salary will make me improve my performance on the job | ||||
| 17 | I work more when I am promoted |
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