SIGNIFICANCE OF EMPLOYEE PROMOTION IN BUSINESS ORGANIZATION
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SIGNIFICANCE OF EMPLOYEE PROMOTION IN BUSINESS ORGANIZATION
Chapter one
INTRODUCTION
1.1. Background of the Study
Promotion is simply the act of placing or promoting a worker to a more important job or level within a company or organisation. Incentives, improved allowances and compensation packages, accommodation, drivers, messengers, and company automobiles are among the benefits associated with worker promotion.
The main purpose of promotion in any commercial organisation is to motivate employees to achieve organisational objectives. Certain career roles with outstanding advancement opportunities have been the focus of ardent aspirations and ambitions among employees in any company organisation.
A promotion is the advancement of an individual from one job position to another with a higher income range, a higher job title, and, in many cases, more and higher level job duties.
A promotion may result in an employee accepting responsibility for supervising or overseeing the work of other employees. A promotion typically results in increased decision-making authority. A promotion raises an employee’s position one level on an organisational hierarchy. (Heatherfield, 2011).
Employees value promotions because they affect income, authority, responsibility, and the capacity to influence broader organisational decision making. Promotion elevates the employee’s standing and serves as a visible proof of the employer’s admiration (Heathfield, 2011).
Promotion is a method of recognising individuals who make significant and successful contributions to the workplace. As a result, organisations face a conundrum because repeated promotions typically place a person in a managerial position.
Employers are challenged to create alternate career routes for employees who deserve the perks and recognition that come with being promoted but do not want to supervise the work of others.
Individual contributors must be eligible for promotions that recognise and reward their role in contributing. Promotion is an effective communication technique about what is valued inside an organisation. As a result, employees who contribute in any way to the job and value must be eligible for advancement.
People will be convinced to give their all to their jobs if they are driven by promotion. To be motivated is to feel moved to do something. Excitement, curiosity, and enthusiasm are key components of job satisfaction and motivating those who provide superior services to the organisation. Promoted workers are easily persuaded to pursue organisational goals and objectives.
Guinness Nigeria Plc. is an excellent example of an international industry. The Ikeja Brewery was the third Guinness Brewery to be erected, and the first outside of the UK and Ireland. In 1939, the second brewery was founded in London.
In the late 1940s and 1950s, Nigeria emerged as the best Guinness international market. Guinness stout has been produced in Nigeria since December 1962, and the company employs roughly 4,500 Nigerians.
The corporation also has a complicated and modern marketing structure for Guinness Stout and Harp. Training for more responsible positions is ongoing across all facets of the company’s operations.
The paper investigates the significance of employee promotion in corporate organisations, using Guinness Nigeria Plc. as a case study.
1.2.Statement of Problem
Employee promotion has become a contentious subject in most organisations, particularly those in the business sector. Some employees’ long-overdue promotions were either denied or postponed. As a result, career aspirations were abandoned, and organisational goals and objectives were stifled in a retrogressive way.
1.3. RESEARCH QUESTIONS
1. How will promotion drive individuals to be more interested in their jobs at Guinness Nigeria Plc.?
2. How will promotion drive personnel at Guinness Nigeria Plc. to be satisfied with their jobs?
3. How will an increased wage package following a promotion stimulate employees to provide better services at Guinness Nigeria Plc.?
4. How will individuals promoted to higher ranks at Guinness Nigeria Plc. be motivated to accomplish organisational aims and objectives?
1.4.RESEARCH HYPOTHESIS
HO1: There is no substantial variation in promotion rates or individual job interest at Guinness Nigeria Plc.
HO2: There is no substantial difference between promotion and job satisfaction for employees.
HO3: There is no substantial difference between an enhanced wage package following promotion and providing better services at Guinness Nigeria Plc.
HO4: There is no substantial difference between individuals being promoted to higher positions and pursuing organisational aims and objectives at Guinness Nigeria Plc.
1.5.Study Objectives
1. Determine the role of promotion in motivating individuals to become more interested in their employment at Guinness Nigeria Plc.
2. To investigate the effects of promotion on inspiring employees to be satisfied with their jobs at Guinness Nigeria Plc.
3. To investigate whether the enhanced wage package that accompanied promotion motivates employees to provide better services at Guinness Nigeria Plc.
4. To research if individuals promoted to higher positions stimulate others to accomplish organisational aims and objectives at Guinness Nigeria Plc.
1.6. SCOPE OF THE STUDY
The research is an exploratory research strategy designed to investigate the significance of employee promotion at Guinness Nigeria Plc. The study would be limited to the branch in Ibadan, Oyo State.
1.7.Significance of the Study
Managers, employees, and university scholars all benefit. This research study’s findings will shed light on the consequences of promotion on both employees and organisations.
1.8.Operational Definition of Terms
Promotion is the progression of an individual from one job position to another that has a higher income range, a higher level of job title, and, in many cases, more and higher level job duties. (Toolika. 2010).
Upgradation: The job is promoted in the organisational structure, and the person receives a larger salary, power, and responsibility. (Tooloka, 2010.)
Appreciation: Recognising and encouraging employees to perform better and keep them. (Iceman 2011).
Bonuses are cash or in-kind rewards given to employees to motivate them and make them feel grateful, pleased, and satisfied. (Iceman 2011).
Awards are given to deserving employees to recognise their achievements and hard work (Iceman, 2011).
Maslow’s Hierarchy of wants is a need-based theory that explains workplace conduct by describing how individuals attempt to meet their wants in a hierarchy. (Jexed and Brilt, 2008).
Equity Theory: The cognitive process theory that explains workplace motivation as a cognitive appraisal process in which the employee strives to strike a balance between workplace inputs or efforts and the outcomes or rewards received or anticipated. (Ambrose & Kulik, 1999).
Bandura’s Social Cognitive Theory is another cognitive process theory that incorporates the crucial notions of self efficacy to explain employees’ level of motivation in relation to workplace activities or objectives. (Mcclelland, 1965).
Herzberg’s Motivation and Hygiene Theory: It holds that a person’s job content is the key motivator. (Jex, Brilt, 2008).
Job performance refers to the actions employees take at work that contribute to organisational goals (Campbell, 1990; Van Dyne and Leping 1998).
employment Satisfaction refers to an individual’s good emotional reactions to a specific employment. (Okpar, 2005) (locke, 1976).
Productive conduct is described as employee behaviour that positively contributes to an organization’s aims and objectives. (Jex, Brilt, 2008).
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