of Nigerian Brewing Companies
FEATURED PAPER
By Dr. Uzoma Francis Amaeshi
Department of Management Technology
Federal University of Technology, Owerri
Imo State, Nigeria
ABSTRACT
This study investigates the effect of reward management on the performance of four selected brewing companies in South East Nigeria. We adopted a descriptive survey design; generating our primary data with item structured research instrument on Likert scale from a total of 428 respondents that formed the study population and analyzed the collated data using Pearson correlation coefficient and simple regression analysis statistical tools. The findings of the study revealed that recognition/praise rewards, pay/bonus rewards, work environment, training and development have significant positive relationship with employees’ performance in brewing companies in South Eastern Nigeria. Therefore, reward management has a positive effect on the performance of employees in the brewing companies in Nigeria. We recommend that management should adopt feedback mechanisms that will give them signal on the performance level of the various reward systems in use in their organizations.
Key words: Motivation, Reward Management, Employee Performance
Introduction
1.0 Background of the study
Most people look for a job that rewards them for what they can offer the organization, meaning we all want to be adequately compensated for our skills, abilities, knowledge and loyalty that we bring to a job. Being rewarded in this way seems fair, but unfortunately, this is not always achieved. When unfair treatment rears its ugly head in the workplace, so do a lack of motivation, lower performance and decreased job satisfaction appear.
Scholars have seen reward to be a vital instrument in employee performance (Nnaji-Ihedinmah and Egbunike, 2015; Ajila and Abiola, 2004; Sajuyigbe, Olaoye and Adeyemi, 2013; and Aslam, Ghaffar, Talha and Mushtaq, 2015). These studies have shown that the indicators for measuring employee performance are customer satisfaction, timeliness, absenteeism/tardiness and achievement of objectives.
According to Armstrong, 2006; Torrington, Hall and Stephen, 2008; Hakala, 2008; Njanja, Maina, Kibet, and Njagi (2013) when an employee has surpassed his/her set targets, the employee is considered to have performed well.
These studies have shown that in Nigeria, managers failed to recognize these factors. They have equally failed to provide enabling environment which have critical effects on individual and organizational performance
Notwithstanding the possible essential nexus between rewards management and employee performance in either private/public company, it is still annoying to note that management of various organizations, particularly those of brewing company in Nigeria, hardly consider it as a critical aspect of managing employees performance (Mbah, Mgbemena, and Ejike, 2015). Olajide, (2000) opined that employee performance that is a crucial input for sustaining organizational effectiveness has been missing thus, making it very hard for companies to attain high productivity levels.
Akerele, (1991) blamed the poor productivity of Nigerian workers on employers failure to provide adequate compensation for hard work. Markova and Ford (2011) opine that “the real success of companies originate from employees’ willingness to use their creativity, abilities and know-how in favour of the company and it is organization’s task to encourage and nourish these positive employee inputs by having effective reward practices in the workplace”.
1.1. Purpose of the study
This study tries to explain the connection between rewards and employee performance in brewing companies in Nigeria. Our main purpose is to bring together stakeholders, policy makers, researchers and others who may find it useful. Policy makers need to understand the types of reward management that best motivates employees to peak performance. This understanding will enable management of organizations put up corporate strategies that will accommodate employee rewards; employees will equally be properly guided as to their expectations from their employers in order to reduce conflicts.
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How to cite this paper: Amaeshi, U.F. (2019). Reward Management for Improved Performance of Nigerian Brewing Companies; PM World Journal, Vol. VIII, Issue XI, December. Available online at https://pmworldlibrary.net/wp-content/uploads/2019/12/pmwj88-Dec2019-Amaeshi-reward-management-for-improved-performance.pdf
About the Author
Dr. Uzoma Francis Amaeshi
Federal University of Technology
Owerri, Imo State, Nigeria
Dr. Uzoma Francis Amaeshi is a senior lecturer in the department of Project Management Technology, Federal University of Technology, Owerri, Imo State, Nigeria. His doctoral work is in Management with areas of research interest that include: Human Resources Management; Organizational Development and Entrepreneurship development.
Dr. Amaeshi can be contacted at uzor1958@gmail.com.
