The Impact of reward (pay and benefits) on motivation (Maslow, ERG,Herzberg McClelland theories)in the work place - A case study of Shell Nigeria

RESEARCH PROJECT ON IMPACT OF REWARD MANAGEMENT ON MOTIVATION IN THE WORKPLACE : A CASE STUDY OF SHELL NIGERIA

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Due Date

May 2008

Abstract

Organizations can use reward systems to improve the performance of their staff by creating an environment where employees feel valued for their respective achievements . Managers need to identify what exactly needs to be improved or changed and hence attach motivational values particularly increase in pay . Feedback in this case is also very necessary . All the measures in an

organization need to be understood by employees . Managers have to ensure that a tracking system is used in the monitoring of performance in to realize the results of motivation systems . The progress of the performance has to be displayed in an area where all the employees can see

Compensation systems are very essential in an organization . This aspect falls under the human resource department . There are various types of compensation systems that are used in organizations . They may be as simple as a thank you statement from the management to employees . These systems can also include giving employees some tokens like free holiday trip , some payments which are given to employees that meet the set targets , in many cases such systems are meant to improve the to improve the employees performance in several ways

One of the way through which organizations can use compensation is to improve employee performance is by setting targets in relation to the job . For instance an organization that is dealing with sales can give sales agents a target . Any employee that meets the target is given a specific amount of money . This is in addition to the salary that the employee is given . Through this employees will always strive to improve performance so that they can get the money added onto their basic pay This will automatically make the employees who normally have low sales to improve so that they can also receive the money

Table of Contents

TOC \o "1-3 " \h \z \u HYPERLINK \l "_Toc8 " Abstract PAGEREF _Toc8 \h 2

HYPERLINK \l "_Toc9 " INTRODUCTION PAGEREF _Toc9 \h 4

HYPERLINK \l "_Toc0 " Statement of the Problem 4

HYPERLINK \l "_Toc1 " Aims 5

HYPERLINK \l "_Toc2 " Objectives 5

HYPERLINK \l "_Toc3 " Research Questions PAGEREF _Toc3 \h 6

HYPERLINK \l "_Toc4 " Benefits of conducting the research 6

HYPERLINK \l "_Toc5 " Limitations of the study 6

HYPERLINK \l "_Toc6 " LITERATURE REVIEW PAGEREF _Toc6 \h 7

HYPERLINK \l "_Toc7 " McClelland Drives of Motivation PAGEREF _Toc7 \h 12

HYPERLINK \l "_Toc8 " Maslow 's Hierarchy on Motivation PAGEREF _Toc8 \h 15

HYPERLINK \l "_Toc9 " Job Evaluation and Rewards PAGEREF _Toc9 \h 18

HYPERLINK \l "_Toc0 " Job Analysis Strategies and Rewards PAGEREF _Toc0 \h 22

HYPERLINK \l "_Toc1 " Foundations of strategic human resource management and practices PAGEREF _Toc1 \h 24

HYPERLINK \l "_Toc2 " METHODOLOGY PAGEREF _Toc2 \h 29

HYPERLINK \l "_Toc3 " Research Design PAGEREF _Toc3 \h 29

HYPERLINK \l "_Toc4 " Sampling Procedure 29

HYPERLINK \l "_Toc5 " Target population PAGEREF _Toc5 \h 30

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