FINANCIAL COMPENSATION AND JOB PERFORMANCE
FINANCIAL COMPENSATION AND JOB PERFORMANCE
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Date
2000-05
Authors
HARUNA, HABIBA SOBA (MRS)
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Abstract
Public service in Nigeria, whether Federal or State, is acknowledged to be so ineffective in
the State economy that some critics believe that increased financial compensation to the
workers, would not attract commensurate job performance.
This study is an attempt to assess and find out the role financial compensation plays in job
performance in the public service, with special emphasis on the Ministry of Education and
Youth Development, Kaduna Slate.
Two hypotheses were postulated and tested on the workers. Questionnaires were distributed
and oral interviews were administered on the members of staff in the different formations of
the Ministry, with a view to finding out the effect of financial compensation on job
performance in the Civil Service; to prove or disprove the hypotheses; and other motivating
factors.
It was observed from the questionnaires and oral interview conducted that the two hypotheses
viz:
i. Workers are attracted into the Ministry because they were not left with other alternatives
and that they will switch over to a new job with greener pasture (higher pay) if readily
available;
ii. Job performance in the Ministry is influenced by Financial compensation; have not been
disproved.
Though the Ministry pays allowances for rent, transport, meal subsidy and utility with the
monthly basic salary, these are seen to be grossly inadequate, to match the demand and
prevailing inflationary trend in the Nations Economy. This consequently, has made most
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of the Civil Servants to engage in private practice for their source of livelihood.
Other motivating factors such as medical facilities, office accommodation, toilet facilities,
office furniture, pension/gratuity scheme, recreational facilities, leave allowances and
schools for children are seen to be grossly inadequate and need to be improved upon.
With improvement on the financial compensation and these various motivating factors to
match the prevailing inflationary trend in the country paragraphs 19 to 22 of section 111 of
the schedule to the Civil Service (Re-organisation) Decree NO.43 of 1988, which provides
for a new job performance scheme, the practice of target setting in the Civil Service can be
effectively implemented.
Description
A RESEARCH PAPER SUBMITTED IN PARTIAL FULFILMENT
OF THE REQUIREMENT FOR THE AWARD OF MASTERS
DEGREE IN BUSINESS ADMINISTRATION (M.B.A) BY THE
POSTGRADUATE SCHOOL, FACULTY OF BUSINESS
ADM1NSITRATION, AHMADU BELLO UNIVERSITY, ZARIA.
MAY, 2000
Keywords
FINANCIAL COMPENSATION,, JOB PERFORMANCE