Example Research Proposal on Effective Reward System and Employee Motivation: A survey of Selected Food Processing Firms in Nigeria
Effective Reward
System and Employee Motivation: A survey of Selected Food Processing Firms in
Nigeria
Introduction
In
any company or organization, it is important to generate and maintain an
effective reward system that would cater to the needs of its human resources.
The reward system offered in different companies may come in various and
concrete forms. These may either be monetary or non-monetary, tangible or
intangible, and physical or psychological, and these are offered to the
employees as compensation for the productive work they execute (Caruth &
Handlogten, 2001).
Furthermore, a formalized corporate
reward system is necessary because it would appeal to capable and skilled
people to fill the available positions in a specific organization. Additionally,
such method would promote acceptable levels of turnovers because the present
human resources would be encouraged to stay in the organization. Lastly, an
efficient reward system would also motivate the workers to perform their
responsibilities to the fullest degree of their personal capacities (Caruth &
Handlogten, 2001).
Significance of the Study
The study shall be a welcome
addition to the vast field of resources based on personnel administration,
particularly in the field of compensation. The study shall point out the need
of innovative strategies in order to motivate staff and personal of selected
food processing business in Nigeria into upgrading their level of competency as
well as to permeate organizational commitment among them. Moreover, the study
would be able to help prospective administrative departments of food processing
corporations by providing them a concrete study regarding the potential of a
compensation system to boost up the performance of the corporations as a whole.
Statement of the Problem
Organization
theorists have long argued that economic models are too constrained and that
non-economic factors critically affect managerial compensation processes (Baron
& Cook, 2002). These researchers have developed a rich set of alternative
models to explain compensation and promotion practices focusing on sociological
phenomena, like the relationship between internal labor markets and social
stratification (Baron, 2002), the effect of ownership and monitoring by
external parties on compensation practices (Finkelstein & Hambrick, 2001),
social influence and managerial power (Allen, 1981), and social comparison
theory (O'Reilly, Main, & Crystal, 2001). With the exception of innovative
tests developed by O'Reilly, Main, & Crystal (2001) and Finkelstein &
Hambrick (2001), however, prior research has not attempted to test the
applicability of economic and non-economic models of organizational incentives
simultaneously.
This
study intends to find the ability of innovative compensation strategies in the
organization commitment and motivation of food
processing business employees particularly in Nigeria. Specifically, the study intends to
answer the following questions:
1.
What are the existing compensation schemes of the company?
2.
What is the level of effectiveness of these existing
compensation schemes of the company in motivating the staff/employee in food processing business in Nigeria?
3.
What is the level of effectiveness of these existing
compensation schemes of the company in the organizational commitment of the staff/employee
in food processing business in Nigeria?
4.
How does staff/employee in food
processing business in Nigeria perceive a good compensation plan?
5.
What are the possible innovative compensation strategies
that could be applicable to the firm?
Methodology
The research described in this document is partly based on quantitative research
methods. This permits a flexible and iterative approach (Creswell,
1994). During data gathering the choice and design of methods are constantly
modified, based on ongoing analysis. This allows investigation of important new
issues and questions as they arise, and allows the investigators to drop
unproductive areas of research from the original research plan.
This study also employs qualitative research method, since this research intends to find and
build theories that would explain the relationship of one variable with another
variable through qualitative elements in research. These qualitative elements
does not have standard measures, rather they are behavior, attitudes, opinions,
and beliefs.
Furthermore, as we
define the qualitative research it is multimethod in focus, involving an
interpretative, naturalistic approach to its subject matter (Creswell, 1994). This means that qualitative researchers study things in their natural
settings, attempting to make sense of, or interpret phenomena in terms of the
meanings people bring to them. Accordingly, qualitative researchers deploy a
wide range of interconnected methods, hoping always to get a better fix on the
subject matter at hand.
References:
Baron, J. N. (2002)."Organizational perspectives
on stratification." In Ralph Turner and James Short (eds.), Annual Review of Sociology, 10: 37-69.
Palo Alto, CA: Annual Reviews.
Baron, J.N., & Cook, K.S. (2002). "Process
and outcome: Perspectives on the distribution of rewards in
organizations." Administrative
Science Quarterly, 37: 191-197.
Caruth, D., &
Handlogten, G. (2001). Managing
Compensation (And Understanding It Too): A Handbook for the Perplexed.
Creswell, J.W. (1994). Research design. Qualitative and quantitative approaches. Thousand
Oaks, California: Sage.
Finkelstein, S. & Hambrick, D.C. (2001).
"Chief executive compensation: A synthesis and reconciliation." Strategic Management Journal, 9:
543-558.
O'Reilly, C.A. III, Main, B.G. & Crystal, G.S.
(2001). "CEO Compensation as Tournament and Social Comparison: A Tale of
Two Theories." Administrative
Science Quarterly 33: 257-274.
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