Assessment of the Effect of Promotion on Workers’ Performance in the Nigerian Export Promotion Council (NEPC), Abuja
Chapter One
Objectives of The Study
- To determine the role of promotion in motivation of individuals towards having more interest in their jobs in Nigerian Export Promotion Council.
- To study the effects of promotion in motivating individuals towards having job in satisfaction in their job in Nigerian Export Promotion Council.
- To determine whether the increased salary package that followed promotion motivate individuals towards rendering better services in Nigerian Export Promotion Council.
- To investigate whether individuals placed on higher ranks after promotion motivate individuals to pursue after organizational goals and objectives in Nigerian Export Promotion Council.
CHAPTER TWO
LITERATURE REVIEW
Theoretical Framework
Several theories could be used to guide this study. However, this study adopted Maslow’s hierarchy of needs theory and Herzberg’s motivation-hygiene theory. Generally, these theories emphasize that when people are deprived of their needs, they become deficient in something that they consider important to their well being. A need is therefore created and strategy for correcting the behaviour is activated. A need is defined as a measured discrepancy between actual and defined situation. These theories have provided framework for a discussion in this study.
Maslow’s hierarchy of needs theory
Maslow’s hierarchy of needs theory maintains that there are several types of human needs; physiological, safety, social, esteem and self-actualization that must be satisfied before a person can act unselfishly. He called these needs “deficiency needs.” As long as human are motivated to satisfy these needs, they move towards growth in self-actualization. Bannel and Akyeampong (2007) comments that, satisfying a need is healthy; dissatisfaction of these needs makes people unwilling to work. The needs must be satisfied and should be satisfied or else people become sick. Maslow (1954) argued that human motives are based on needs, some needs are primary whereas others are secondary. Primary needs include requirement for water, air, food, clothing and shelter. Secondary needs include such needs as esteem, status, affiliation with others, affection, accomplishment and self actualization. However these needs differs over a period of time among employees. That is to make sure that they get primary human needs to guarantee themselves with adequate nourishment and protection from harm.
The context aspect of work sample, work conditions, government policy and salary identified in the review serve only to reduce disaffection in the lower order needs identified by Maslow. They cannot lead to growth or dissatisfaction. The context aspect of teaching, for example are achievement, recognition and work itself which correspond to esteem and self-actualization. The highest factor of Maslow’s hierarchy;
CHAPTER THREE
RESEARCH METHODOLOGY
Research Design
In defining research design, Odo (1992:43), stated that research design implies outlining the name of equipment and other materials the research intends using, applying some to successfully execute the practical aspect of the research study.
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A descriptive survey method was used for this study. It is important to determine the method and procedure adopted in this research report since it gives the reader background information on how to evaluate the findings and conclusion.
Population of the Study
The researcher has chosen Guiness Nigeria PLC in Ibadan, Oyo state as the studied population in order to find a possible solution to which involve a total of 600 employees.
CHAPTER FOUR
DATA ANALYSIS AND DISCUSSION OF RESULTS
Respondents Demographic Characteristics
Table 4.1 Demographic Characteristics of Respondents
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
Summary of Major Findings
The study was carried out solely to identify the effect of promotion on employees’ employee’s performance in hospitals in Oyo state. Accordingly, the major findings were derived from data discussion, analysis and interpretations as follows.
The study clearly depicted that the working environment of the company is conducive and suitable. Majority of the employee’s agreed on its conduciveness, suitability but regarding with providing the materials and equipment’s that are need for the job, the company is very poor in supplying those materials timely 48.11% of employees were not satisfied with the availability of materials.
Almost all the respondents believe that the reward and incentive system is not based on performance and they are highly discouraged by the system. This implies that there is biased system in giving rewards to employees. Majority of the employees 42.2% believed that rewards are not given timely.
When employees get recognized and appreciated, they do their best to prove the skill, talents and abilities they have However, All employees’ replied that there is no recognition and appreciation from their boss.
The majority (81.80%) of employees disagreed that there is unsatisfactory relationship among employees and managers of the company, and also the relationship between employees is also discouraging, 34% of them claim that the relationship is poor. 52.6 % of the respondents indicated that there is no complaint handling mechanism in the company.
30.6 % of respondents strongly agreed that the trainings given in the company improved their skills, knowledge, and encourage them to stay at the company but regarding with the time interval of the training program majority of the respondents (36.9%) take only one training program over the past five years.
45.9% of respondents strongly disagreed that the financial aspects like bonus, allowance are not satisfying. This implies when individuals are motivated there effort towards the job will decrease.
98% of employees believed that the promotion system is not fair that makes the employee’s de motivated.
The majority of respondents claim that the base of promotion in the company is based on the performance of the employee’s. Concerning how the evaluation is conducted, the majority of the respondents are evaluated on semi-annually bases. Regarding with feedback time employees replied that they never get there feedback at all. The study also revealed that the concern of management towards communicating performance standards of the company is very poor.
The results of the descriptive statistical analysis also indicated that, employees were not motivated by the motivational variables. Job security, salary, recognition, management communication style, reward and promotion of the company. However, employees were less motivated with training and working environment.
Conclusions
Based on the findings, working environment is positively related to employee performance, the researcher conclude that there in fact exists positive relationship between the two. This demonstrates that when working environment is not conducive promotion to perform the job will reduce. There is a negative and insignificant relationship between Job Security and employee Performance. employees are not certain that job security contributed to their performance.
There is positive and significant relationship between salary and employee performance. However employees were not motivated by the attractiveness of the salary because of these reason there is high turnover of bus drivers and fare collectors to other transport organizations. The researcher concluded that since the reward and incentive system of the company is not motivating to employees, the employees were forced to search a better opportunity so there is manpower turnover in the company especially bus drivers. Additionally, the reward is not given on time; this negatively affected the performance of the employees. employees need and want to be appreciated for the work that they do. If they do not feel managers or others are recognizing their contributions, then employees become dissatisfied and unmotivated. employees will normally put more effort than expected if someone will notice their effort. An under-appreciated employee may do less work. Regarding this motivational variable the company employee’s are not motivated and feel like there is no recognition and appreciation for effective employee’s commitment.
Management communication style, it’s not open door style and employees have no chance to easily communicate with the management. Majority of the peoples have no chance to complain and they don’t have the chance to participate in decision making also. There is also unsatisfactory relationship between employees each other. the company is weak in providing adequate training for its employees who have direct interaction with customers and the training is given only on one time basis. For over the past five years, majority of the employees attended only one training program.
Majority of the employees did not agree with the promotion system of the company. Evaluation is done based on performance of the employees, however majority of them indicated it’s based on relationship among employees each other. Regarding with evaluation feedback, the company is not quick to respond. The performance standard is not clearly known by the employees too. The correlation result of the study showed that among the eight promotional factors, management communication style highly affects the performance of employees. Next to that working environment, recognition, reward, promotion, salary, training and job security affect the performance of the employees. The descriptive result of the study indicates that, employees were not motivated with the promotional factors especially job security and salary has the lowest mean value. In conclusion, motivated employees not only influence their work performance but also the whole employees productivity in Guiness Nigeria PLCs and business commitment.
Recommendations
Based on the literature review, interviews and analysis done and the discussion it is clear that employees are not motivated and hence are not performing well which affecting business performance and commitment.
Management communication promotional factor was considered as one of the most important factors influencing employee performance. However employee of the company were found less motivated in terms of this promotional factor. the company can improve the communication by conducting meetings, performance reviews and feedback on employees productivity in Guiness Nigeria PLCs. Communication can be improved through performance management. Performance Management is not only for measurement of performance but provides feedback to the employees. Recognitions either verbally or formally will enhance the self-esteem of the employee. Therefore, Managers should work hard in maintaining the level of satisfaction of employees by using recognition and mechanisms’ to motivate employees.
Training programmes based on training needs assessment should be implemented at hospitals in Oyo state. Human resource management should include elements of employee motivation and employee training and development. employee training for employees will both equip them and be an excellent source of employee motivation. Salaries should be determined in accordance with the company job grades and salary scale. the company salary structure shall be designed to provide competitive remuneration by market standard and also offer incentive to grow to a higher step.
Every employee shall have the right to air its grievance when treated unfairly by the administration process. the company should provide the employee a way to express its feelings towards the job. For instance suggestion box should be available for employees to express what they felt. the company should focus on different financial packages and allowances for it’s employees. Allowances and various benefits of the company should be given to employees and should be revised.
The company shall provide the required financial, human, material, time and facility resources for the proper implementation of its organizational goals. Promotion system of the company should be given great attention. When promotions are available in the company, everyone should have equal chance of participating. Finally, the management should examine what really motivates its staff in order to enhance employees’ performance and effectiveness.
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