EFFECT OF SALARIES AND WAGES ADMINISTRATION ON EMPLOYEE’S ATTITUDE TO WORK IN AN ORGANIZATION
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FIRST PART
INTRODUCTION
1.1 INTRODUCTION TO THE STUDY
The administration of salaries and pay is crucial to the success or failure of any firm. This system of motivating workers is essential for every organization to take proper account of the fact that salaries and wages as a factor of motivation can only work to a certain extent, i.e., they are limited in their ability to motivate workers effectively if they are not applied in the proper manner.
According to Edward Flippo (2002), salaries and wages administration is one of the essential methods of managing an organization’s employees (also known as personal management), which entails planning, organizing, directing, and controlling the procurement, development, compensation, integration, maintenance, and separation of human resources in order to achieve individual, organizational, and societal goals.
According to Wayne F. Cascio (2000), salaries and wages refer to compensation that includes direct cash payment, indirect payments in the form of employee benefits, and incentives to push employees to strive for a greater level of productivity. In addition, it is an essential aspect of the employment relationship. A decent compensation package (salaries and wages) is an effective motivator; therefore, it is the manager’s principal duty to guarantee that the company’s personnel are adequately compensated. According to John Wales (2007), money acts as a possible dissatisfier if it is not there in an adequate amount, but it can also serve as a crucial satisfier or source of positive motivation. It is utilized appropriately. Therefore, the primary purpose of this study is to investigate the reasons that cause some people to be committed to their jobs while others are not.
Human resource management entails a sequence of tasks in which the job, the individual, and the environment all subject to change. It focuses on efficiency and the integration of individuals into productive organizations for the pursuit of abstract organizational goals.
Objectives Some of the major activities of human resources management include recruitment, selection, placement, wages and salaries, staff development, etc. in business, the term “salaries” has become associated with white-collar administrative staff who are not paid by the hour and the term “wages” primarily with manual workers who are paid by the hour. Salaries and wages are workers’ compensation for duties performed or services delivered. Salaries and salaries are intended to inspire workers, but this is not always the case. Despite the fact that some employees are paid and even highly compensated, they nonetheless behave poorly at work, and others who are not as well compensated have a positive work attitude. The goal of this study is to investigate the effect of salaries and earnings on employees’ attitudes toward their jobs.
1.2 DESCRIPTION OF THE PROBLEM
A variety of issues have arisen in society as a result of a lack of comprehension of employee conduct and attitude toward their employment. Most managers and employees believe that timely payment of salaries and wages is the most crucial factor in motivating employees to work. Rather than their salary and wages, employees are reportedly motivated by intrinsic rewards. Lack of awareness that employees are primarily concerned with earnings and salaries (extrinsic reward) and job happiness (intrinsic reward), as well as the extent to which wages and salaries affect employees’ attitudes. Due to the aforementioned causes, salary and pay administration has become a researchable issue in modern culture.
1.3 RESEARCH QUESTIONS
What effect have salaries and compensation had on the performance of employees in an organization?
Can salaries and pay alone satisfy an organization’s employees?
Are salaries more likely to encourage employees than intrinsic rewards?
How does the management of salaries and compensation influence the attitude of employees?
How have salaries and wages impacted the enhancement of workers’ performance?
1.4 OBJECTIVES OF THE STUDY
It is one thing to be endowed with an abundance of human resources, but quite another to effectively manage these resources to achieve predetermined goals. Without the effort of its employees, no business can hope to advance or progress, and as such, adequate pay or wages are a precondition for improved worker performance. They contributed significantly to the organization’s increased performance. Consequently, this study aims to achieve the following objectives, among others:
(1) Determine the relationship between salaries and pay and the productivity of employees in an organization.
(2) To determine if a day was productive, pay is exactly proportional to hours worked, but rates are graded. This primarily applies to hourly employees.
(3) Determine whether pay and wages administration improves employee performance.
(4) Fringe benefit: this is an additional money granted to employees to improve their working conditions; examples include rent supplements and transportation allowances. It provides employees with favorable working circumstances and meets their needs.
1.5 RESEARCH HYPOTHESES
The following hypotheses are advanced for the purpose of this study:
(a) There is no substantial association between the organization’s salary and wages and employee attitude (Ho)
The administration of salaries and pay has a major impact with employee attitude in a firm (Hi)
(a) There are no deficiencies in the timely payment of salaries and wages to workers (Ho)
There are deficiencies in the timely payment of salaries and wages to workers (Hi).
(b) Administration of salaries and compensation is not essential to an organization (Ho)
Administration of salaries and earnings is essential in an organization (Hi)
(d) Workers’ advancement is not contingent on salaries and wages (Ho)
The advancement of employees is dependent on salaries and pay (Hi)
(e) There is no need for salary and compensation administration in an organization (Ho) (Ho)
Organizations require administration of salaries and compensation (Hi)
1.6 Importance of the Research
The researcher expects that by the conclusion of this study, readers will be able to comprehend the need for salaries and wages administration and their role within the business. If they can carefully stick to it, students and employees of business organizations may also find the recommendation at the end of the study valuable.
1. 7 LIMITATION OF THE STUDY
This research has many limitations in the areas of fiancee, absence from lectures, time constraints, insufficient course books, and unwillingness of respondents to provide pertinent information.
1.8 OPERATIONALIZATION
The purpose of this study is to broaden our understanding of the possibilities of quantifying the positive influence of salaries and wages administration on the attitude of employees in a business. This investigation will be undertaken at the first bank in Nigeria. Assuming salaries and wages administration as the independent variable and employee attitude as the dependent variable, the research model will be given. This can be expressed quantitatively as the following linear equation model: Y=f (x), where y represents employee sentiments and x represents the administration of pay and compensation.
1.9 DEFINITION OF TERMS
Effects are the manner in which an event, action, or person modifies something.
2.Salary: The amount of money paid for services provided, based on the number of hours, days, weeks, or months.
Wages are the amount of money earned by an employee based on the number of hours, days, or weeks worked.
Organization: a group of people who gather together for a specific purpose or group of people who form a specific goal.
Administration: all the activities involved in administering, organizing, and directing the business institution or organization’s affairs.
Employees are a group of individuals who perform regular labor or vocation for which they are compensated with wages or compensation.
Attitude: to Work: Way of feeling, thinking, or behaving in relation to work.
Extrinsic Reward: Reward that comes from the outside. It can be wages or salaries.
Intrinsic Benefit: This is a reward that stems from the employment itself, such as job satisfaction.
This is a payment made to an employee based on his or her performance.
11. Special Allowance: This is a payment granted to employees who demonstrate exceptional skill or who have remained with the organization for an extended period of time.
EFFECT OF SALARIES AND WAGES ADMINISTRATION ON EMPLOYEE’S ATTITUDE TO WORK IN AN ORGANIZATION
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