EFFECT OF MOTIVATIONAL INCENTIVE ON EMPLOYEE PERFORMANCE
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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
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).
1.1 Background of the Study
It is known fact that the principal motive of management of any
organization is to make individual and people contribute positively
towards the activities which it consists. So as to achieve the mission
and goal of the enterprise employee motivated.
Hermann motivates are based on need such as psychological
requirement for water, food, sleep and shelter while others needs may
be regarded as secondary such as self esteem status, affiliation with
others, compliment and self assertion or satisfaction (Daniel, 1982).
A motives as well as directs motivate their subordinated is to say
why they do those thing, which they hope will satisfy, these drives
and desires as to induce in the subordinate so as to act in desired
manner if the motivation of employee is to be more productive and for
it to produce at a higher level of quality often required what a
variety of an incentive be used in varying proportion as can best be
esteemed by Human Resource managers. Because of the differences in need
patterns and their ever changing natures, the incentive that may be
best for one group or an individual may not be effective for another of
a particular time.
The use of incentive does not only involve the monetary aspect but
also comprise non-financial incentive such as transportation
facilities, accommodation facilities, welfare service etc.
It is usually the responsibility of the supervision to ensure that
the employees feels that the up (the organization) came about their
view and suggestions on work emplacement, income simplification and
such other routine matter (Ibekwu, 1984).
It is described that job should be varied and given to employee
accomplished which boost their age and gives them a feeling of pride
and sense of achievement which includes some individuals to remain with
an organization so as to reach individual satisfactory level of
Hence incentive tend to be cost to their employers while it is a
benefit or major source of income to employees. No organization can
hopefully succeed without the effort of the employee performance with
focus on Nigeria Brewery Plc as a case study.
1.2 Statement of the Problem
The failure of top management to appreciate the human element as
the most crucial factor and the determinant of attainment of goals and
objective have constituted serious eroding problem.
The employees are faced with unhealthy working environment and this have resulted in poor productivity.
The general relationship between the top management and the rank files are not cordial.
EFFECT OF MOTIVATIONAL INCENTIVE ON EMPLOYEE PERFORMANCE
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