WAGE ADMINISTRATION AND ITS EFFECT ON EMPLOYEES’ JOB SATISFACTION: (A SURVEY OF SELECTED MANUFACTURING FIRMS IN PORT HARCOURT METROPOLIS).
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WAGE ADMINISTRATION AND ITS EFFECT ON EMPLOYEES’
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TABLE
OF CONTENTS
PAGE
CHAPTER
ONE: INTRODUCTION
1.1 content
of the problem 1
1.2 statement
of the problem 5
1.3 purpose
of the study 6
1.4 research
questions 7
1.5 research
hypothesis 8
1.6 significance
of the study 8
1.7 scope
and limitation of the study 9
1.8 operational
definition of terms 10
1.9 organization
of the study 11
CHAPTER
TWO: REVIEW OF RELATED LITERATURE
2.1 Introduction 13
2.2 wage
salary meaning and scope 13
2.2.1 wage policies 16
2.2.2 objectives of wage policy 18
2.3 wage
determination 25
2.3.1 factors that determine wage rate 26
2.3.2 methods of fixings wages 31
2.4 key
determinants of pay 34
2.4.1 internal equity 34
2.4.1.1 job analysis 35
2.4.1.2 job evaluation 36
2.4.1.3 performance appraisal 42
2.4.2 external competitiveness 46
2.4.2 wage salary surveys 46
2.5 wage
structure 47
2.6 wage
administration 54
2.6.1 importance of wage administration 59
2.6.2 factors influencing wage administration 60
2.6.3 wage administration model 69
2.7 rewards
and motivation 70
2.7.1 pay and motivation 73
2.8 contribution
motivational theories in wage
administration 77
2.9 job
satisfaction 83
2.9.1 determinants of job satisfaction 85
2.9.2 theories of job satisfaction 95
2.9.3 measuring job satisfaction 100
2.9.4 effects of job satisfaction on employee
performance 102
2.10 the
outcomes of job satisfaction 103
CHAPTER
THREE: RESEARCH METHODOLOGY
3.1 Introduction 119
3.2 research
design 119
3.3 sampling
procedure 121
3.4 questionnaire
design 122
3.5 data
collection methods 123
3.5.1 validity and reliability of the instrument 124
3.6 operational
measurements of variable 124
3.7 data
analysis techniques 127
References
Appendix
CHAPTER ONE
CONTEXT OF THE PROBLEM
1.1 INTRODUCTION
Organizations
need human resources in order to design and implement operations effectively
and efficiently. A properly harnessed human resources therefore is an
indispensable requirement for the attainment of organizational objectives.
However,
maintenance of a viable workforce desired by any organization for a smooth
running of its affairs, devoid of disruptions due to industrial crises and high
labour turnover among with the attendant problems of loss pro productivity
requires proper consideration of remuneration issues.
The
primary purpose of wage and salary administration is to assure both management
and employees of equitable compensation for services rendered. This purpose,
although simply stated, is difficult to translate into a practical program for
implementation.
Furthermore,
wage and salary administration is not entirely an internal company matter. The
design and function of the compensation plan are influenced greatly by outside
forces; such as the government and labour unions.
Wage
and salary administration varies, depending on the organization and the
emphasis placed on the function by executive management. It is normally an
integral part of the human resources department and plays an important role in
the total policy making of this department. The principle responsibilities of
wage and salary administration are: Rock, Milton (1984).
v Establishing
policies and procedures
v Research
new and changing concepts in this field, and;
v Auditing
the operational levels of wage salary administration to ensure adherence to
policies and procedures.
Nwachukwu
(2000:43) expressing his opinion on wage administration says “in an
organization, money is a very sensitive issue, not only to management, but also
to employees, he opined that wages and salary constitute a significant part of
the total cost of operation.” To an employee, it is a way of reward for
services rendered towards meeting organizational goals while to the employee;
it is an element of cost that needs to be controlled in order to avoid
financial distress or outright liquidation. Management experts make efforts to
ensure that productivity is related to pay (wages and salary).
Oke
(1989) advanced that the reward system be managed objectively in a manner that
will tie reward with performance in order to make an employee justify his
continued stay in the organization.
A
good pay package acts like a morale booster; it assures the employee that
his/her effort is appreciated. According to Nwachukwu (1997:154) “for an
organization to attain its desired objective, it must seek and obtain the
willing cooperation of the people who work there”.
Actually,
if management will work and achieve its corporate objectives, it must develop
programs and policies that will enable it obtain the best from its employee.
Nwachukwu
(2000:56) noted that “one of the challenges confronting plan agents is how to
make pay plan fit the needs of the recipient. Organizations, for example,
attempts to pay fringe benefits according to employee levels in the
organization”. He expatiated further, that before an organization establishes
its wage rate it must take into consideration some important factors. Each
company has to take into consideration its unique circumstance in determining
its wage policy and must keep it under constant review. It would be wrong to emulate
another company without first studying the extraneous factors peculiar to it.
Ahiazu
(1999:218) observed that “to boost productivity the morale of workers must be
boosted”. Each employee comes to work with personal aspirations, biases and
preferences. To motivate workers to put in their best effort to ensure the
realization of organizational goals, their personal needs must be understood
and attended to.
Ahiazu
(1999:219) observed that the “dissatisfaction among employees in Nigerian has
been on the increase inspite of the acclaimed introduction of attractive
compensation plan due to poor administration of wages by employers”. Thus, the
need for a research to find out the determinants of good pay structure/rate,
the administration as well as its effects on employees job satisfaction.
1.2 STATEMENT OF THE PROBLEM
The
major factors responsible for the industrial unrest in organizations in general
and particularly manufacturing firms is wage payment. Frequently reported are
conflict between management and employees over remuneration schemes resulting
in work stoppage with adverse effect on productivity. The increasing trend of
such issues has become a matter of grave concern since reduced production level
due to industrial action over wage demands have adverse consequence that may
stimulate inflationary spirals in an economy.
Poor
wage administration and its related polices in manufacturing firm have been
blamed for such incessant labour strikes. Management can through its poor
reward system encourage low work morale that fails to inspite workers towards
improved performance (Sobowale, 1997) such workers disenchantment is highly
enemical to attainment of corporate objectives. Although critics of
manufacturing firms wage administration agree that it may be difficult to
produce an acceptable system of wage structure, they insist that equity
consideration and regulatory index are guides to establishing a harmonious
structure.
In
view of these, the researcher intends to find out the importance of wage
administration, the determinants of good wage structure/rate, factors
influencing it with a view of proffering solutions on how employees could be
fairly and equitably rewarded to secure job satisfaction as well as control
costs to the organization.
1.3 PURPOSE OF THE STUDY
The
purpose of this study is to do empirical/analysis study of wage administration
and its effect on employees’ job satisfaction in manufacturing firms in Port
Harcourt metropolis. For this reason, the study is designed to achieve the
following objectives:
§ To
determine the effect of wage administration on employee’s job satisfaction.
§ To
determine how wage administration is administered in the manufacturing firm.
§ To
determine whether wage administration is effectively administered in big manufacturing
firms than small manufacturing firms.
§ To
identify the factors that determine wage rate “government minimum wage laws,
prevailing wages as determined by union and management during contact
negotiations, the company’s ability to pay, the condition of the labour market,
the cost of living, and the importance attached to different jobs”.
§ To
examine whether wage administration has been effectively and equitably
administered among manufacturing employees (senior, middle and junior).
§ To
make recommendations based on the research findings.
1.4 RESEARCH QUESTIONS
§ Does
wage administration affect employees’ job satisfaction?
§ Does
pay inequity affect job satisfaction?
§ What
are the purposes of wage administration?
§ Is
wage administration effectively administered in big manufacturing firms than
small manufacturing firms?
§ Has
wage administration been effectively and equitably administered among
manufacturing employees?
§ How
reliable is job evaluation outcomes in determining job satisfaction?
1.5 RESEARCH HYPOTHESIS
H01:
There is no significant relationship between administration of wage and
employees job satisfaction.
H02:
Pay inequity will not significantly affect job satisfaction
H03:
There is no significant relationship between administration of wage in big
manufacturing firms and small manufacturing firms.
1.6 SIGNIFICANCE OF THE STUDY
This
study would be of immense benefit to corporate decision makers especially those
of the manufacturing firms charged with the responsibility of wage
administration, as it will guide them in formulation and implementation of
reward schemes. In this way, it would assist in providing a well-structured
policy that would strike a balance between employers and employees expectation.
These are required or sustainable growth and development in the Nigerian
manufacturing firms and equally serve as a basis for validating employee job
satisfaction. It is also envisaged that researchers in related fields of study
will find the study worthwhile as a necessary foundation for further research
work.
1.7 SCOPE AND LIMITATION OF THE STUDY
This
research work will concentrate on wage administration among manufacturing firms
and its effect on employee job satisfaction in Port Harcourt, Rivers State of
Nigeria.
Owing
to the fact that researchers in Nigeria generally, are usually faced with a
number of personal and environmental problems. This researcher is no exception.
In
the course of this study, the researcher may experience some problems. Chiefly
among this might be the in cooperating attitude of some respondents.
Consequently, a lot of scare resources will be sunk in surfing through the
internet for related literature on this topic. Inspite of the aforementioned
constraints for the study, this does not however, invalidate the conclusion of
the study as effort must be made to ensure reasonable coverage.
1.8 OPERATIONAL DEFINITION OF TERMS
Some
of the operational concepts used in the study are explained for better
understanding of their contextual meaning.
Wage
This
is payment to hired labour at a stipulated rate. This definition covers work
range from unskilled worker to the manager of a firm, in so far as they are
hired at a stipulated rate Desgupta (1976:1).
Manufacturing Company
This
refers to an organization that makes products from raw materials by use of
manual labour or machinery.
Policies
These
are guides to decision making and action which spells out precisely how the
strategy will come to be and set up a follow-up mechanism to make sure all of
its aspects are put into effect.
Remuneration
This
refers to payment such as wages and salaries to persons providing services to
an organization.
Job Satisfaction
This
is the extent to which an employee feels positively or negatively about the
various facts of job task, the work setting and the relationship with
co-workers. For the purpose of this research work the terms wages and salaries
are used interchangeably.
1.9 ORGANIZATION
OF THE STUDY
This
study will be divided into five chapters.
Chapter
one of the study technically outlines the steps to be followed in the
identifying basic concepts of the study under review, as it contain the context
and statement of the problem, purpose of the study, research questions,
hypotheses, significance of the study, scope and limitation of the study,
definition of terms.
Chapter
two is a literature review, on the researches made by scholars on related
field. It will be organized under relevant sub-headings.
Chapter
three will explain the research methodology used for the collation of relevant
data to address the identified variables of the research topic.
Chapter
four, effort will be made to present and analyze the data collected.
Finally,
chapter five will contain summary of the findings, conclusions and
recommendations.
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