FINANCIAL COMPENSATION AND JOB PERFORMANCE

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dc.contributor.authorHARUNA, HABIBA SOBA (MRS)
dc.date.accessioned2014-03-13T09:24:12Z
dc.date.available2014-03-13T09:24:12Z
dc.date.issued2000-05
dc.descriptionA 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, 2000en_US
dc.description.abstractPublic 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 • 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.en_US
dc.identifier.urihttps://kubanni.abu.edu.ng/handle/123456789/3893
dc.language.isoenen_US
dc.subjectFINANCIAL COMPENSATION,en_US
dc.subjectJOB PERFORMANCEen_US
dc.titleFINANCIAL COMPENSATION AND JOB PERFORMANCEen_US
dc.typeThesisen_US
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