EFFECT OF SALARIES AND WAGES ADMINISTRATION ON EMPLOYEE’S ATTITUDE TO WORK IN AN ORGANIZATION
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EFFECT OF SALARIES AND WAGES ADMINISTRATION ON EMPLOYEE’S ATTITUDE TO WORK IN AN ORGANIZATION
Chapter one
INTRODUCTION
1.1 Background of the Study
Salaries and wages administration is a critical component that determines the success or failure of any organisation. This system of motivating workers is critical for every organisation to consider through salaries and wages as a source of motivation can only operate to some level, implying that they have limitations in inspiring workers successfully if not applied properly.
According to Edward Flippo (2002), salaries and wages administration is one of the most important aspects of managing an organization’s employees (also known as personal management).
It entails planning, organising, directing, and controlling the procurement, development compensation, integration, maintenance, and separation of human resources in order to achieve individual, organisational, and societal goals.
According to Wayne F. Cascio (2000), salaries and wages are “compensation that includes direct cash payments, indirect payments in the form of employee benefits, and incentives to motivate employees to strive for higher levels of productivity.”
It is also an important aspect of the employment relationship.A decent pay package (salaries and earnings) is an excellent motivator; thus, the major task of the manager is to guarantee that the company’s personnel are adequately compensated.
According to John Wales (2007), money is a factor that might cause dissatisfaction if it is not there in sufficient quantities, but it can also lead to essential satisfier or positive motivation.
It is applied in the suitable manner. As a result, the purpose of this study is to look at the variables that cause certain people to be committed to their jobs while others are not.
Human resource management is a set of actions that deal with the job, the individual, and change. It focuses on efficiency and the integration of people into efficient organisations in order to achieve abstract organisational goals.
Objectives Some of the major activities of human resources management are: recruitment, selection, placement, wages and salaries, staff development, and so on. In business, the term “salaries” has come to be associated with white-collar administrative staff who are not paid by the hour, and the term “wages” with manual workers who are paid by the hour.
Salaries and wages compensate employees for the labour they accomplish or the services they provide. Salaries and salaries are expected to encourage workers, which is not always true.
Despite the fact that some employees are paid, and even substantially paid, they still behave poorly at work, whereas others are not paid as much but have a positive attitude towards work. The goal of this study is to look at how salaries and pay effect employees’ attitudes towards working in an organisation.
1.2 Statement of the Problem
A lack of awareness of employees’ behaviour at work and attitudes towards such job has caused a variety of challenges for society. Most managers and employees believe that the most essential factor in motivating employees to work is timely payment of salaries and wages.
Another issue that individuals have had difficulty understanding is that there is what is known as intrinsic reward that motivates employees to work rather than the salary and earnings they receive.
Lack of awareness that employees are primarily concerned with earnings and salaries (extrinsic reward) as well as job happiness (intrinsic reward), rather than how far salaries and wages can influence employee attitudes. The reasons for the aforementioned issues have made salaries and wage administration a researchable topic in contemporary society.
1.3 RESEARCH QUESTIONS.
1. How much have salaries and wages influenced the performance of employees in an organisation?
2. Can salaries and pay satisfy employees in an organisation?
3. Do salaries inspire employees more than intrinsic rewards?
4. To what extent does salary and wage administration affect employee attitudes?
5. How have salaries and wages affected worker performance?
1.4 Objectives of the Study
It is one thing to be blessed with abundant human resources, and another to manage these resources in order to achieve specified goals. No organisation can hope to progress or improve without the efforts of its employees, and hence fair compensation or wages are a prerequisite for improved worker performance.
They made a significant contribution to the organization’s overall performance. Therefore, this study, among other things, aims to achieve the following objectives:
(1) Determine the relationship between salary and pay and employee productivity in an organisation.
(2) To determine whether a day works: earnings are exactly proportionate to time spent, but rates are graded. This is most commonly applied to daily paid employees.
(3) Determine whether salary and wage administration improves employee performance.
(4) Fringe benefit: this is an additional sum granted to employees to improve their working conditions; it includes rent supplements, travel allowances and so on. It provides employees with ideal working conditions and meets their demands.
1.5 Research Hypotheses
For the purpose of this investigation, the following hypotheses are proposed:
(a) The organization’s pay and wages have no substantial association with employee attitude (Ho)
The administration of pay and wages has a major impact with the employee attitude in the organisation.
(a) There are no shortcomings in the provision of salaries and wages to workers as at when due.
There are gaps in the provision of workers’ salaries and wages as they become due.
(c) Wage and salary administration is not important in an organisation (Ho).
Salary and salary administration is vital in an organisation.
(c) Workers’ development is not based on salaries and pay (Ho).
Salaries and pay are used to improve workers’ performance.
(e) Salary and pay administration is unnecessary in an organisation (Ho).
There is a requirement for salary and wage administration in an organisation
1.6 Significance of the Study
At the conclusion of this study, the researcher believes that those who read it will grasp the importance of salary and pay administration, as well as their position within the organisation. Business organisations, students, and labour employees may find the study’s proposal valuable if carefully followed.
1. 7 Limitations of the Study
This researcher’s work is limited in several ways, including fiancé, absence from lectures, time constraints, insufficient textbooks, and respondents’ reluctance to provide crucial information.
1.8 Operationalization
The goal of this research is to broaden our understanding of how to measure the positive impact of salary and wage administration on employee attitudes in an organisation. This research will be undertaken at Nigeria’s first bank.
The study model will be described by using salaries and wages administration as the independent variable and employee attitude as the dependent variable.
This can be quantitatively expressed in a linear equation model as follows: Y=f(x), with y representing employee attitudes and x representing salary and wage administration.
1.9 Definition of Terms
1. Effects: The manner in which an event, action, or person affects something.
2. Salary: The amount of money paid to someone for services done on an hourly, daily, weekly, or monthly basis.
3. Wages: money earned and paid based on the number of hours, days, or weeks worked.
4. Organisation: A collection of people who get together for a specific purpose or to achieve a specific goal.
5. Administration: all actions related to managing, organising, and directing the affairs of a firm, institution, or organisation.
6. Employees: These are people who perform regular work or occupations for which they are paid money or salaries.
7. Attitude: to Work: A way of feeling, thinking, or behaving towards work.
8. Extrinsic Reward: Rewards that come from outside. It could be salary or wages.
9. Intrinsic Reward: This is a reward that stems from within the workplace, such as job satisfaction.
10. Payment: This is an incentive given to employees based on performance.
11. Special Allowance: This is a payment offered to an employee who demonstrates exceptional skills or has worked with the organisation for a lengthy period of time.
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