EMPLOYEES REMUNERATION, WORKING CONDITIONS AND EMPLOYEES PRODUCTIVITY IN THE NIGERIAN BANKING INDUSTRY (A CASE STUDY OF STERLING BANK)


EMPLOYEES REMUNERATION, WORKING CONDITIONS AND EMPLOYEES PRODUCTIVITY IN THE NIGERIAN BANKING INDUSTRY (A CASE STUDY OF STERLING BANK)

ABSTRACT  

The research proffers an assessment of the Employees Remuneration, Working Conditions and Employees Productivity in the Nigerian Banking Industry, a study of sterling bank. It analyses Employees Remuneration and working conditions,  its functions and significance .The research projects Employees Remuneration and working conditions as a unifying factor enhancing employees Productivity towards to the accomplishment of the aims and objective of the Nigeria banking system.

The relevant research questions were analyzed using the chi- square statistical tool.

Result from the study indicated that Employees remuneration influence on performance and productivity is significant, Absence of good remuneration packages has influence on employees productivity in the Nigeria banking industry, and Promotion of staff premised on favoritism, internal politics, and nepotism rather than on merit has influence on employees productivity in the Nigeria banking industry.

Base on this, the study advised the Nigeria banking industry and sterling bank plc in specific that employee should be encouraged, motivated by banking industry and sterling banks in specifics, Nigeria banking industry regardless of their status should make the incentives activity a priority, Nigeria banking industry and sterling bank plc in specifics should monitor the progress of their employees closely, Nigeria banking industry and sterling bank plc in specifics are equally advised to limit the number of work load and working hour giving to each employee and the job rotation should be well structured and perfected.

CHAPTER ONE

INTRODUCTION

1.1       BACKGROUND TO THE STUDY

Employees are organization’s most potent resources and the progress, stagnation and backwardness of an organization depends on the ability of employers of labour to attract, retain, motivate and reward adequately dedicated and committed employees. Employees’ decision to either stay or leave a particular job lies on the remuneration package of the organization. In an effort of organization to earn adequate performance of their employees, there is need for such organization to implement appropriate incentives packages to gear the employees to their best performance. The level of job satisfaction of employees and their willingness to remain in an organization is influenced by the remuneration and motivation packages of such an organization.

 Remuneration can be broadly classified into two categories, namely, direct and indirect remuneration (Adekoya, etal, 2014). Direct remuneration, which includes salaries, wages, allowances, gratifications, commissions and bonuses are financial payment or reward given to an employee in exchange for his physical and mental efforts. Indirect remuneration are usually referred to as fringe benefits, which consists of sick pay, free medical facilities, subsidized meals, company cars, recreational facilities, redundancy payment and retirement benefits  are the additional payment to employees to motivate them to exude superior performance. Working conditions also refers to the working environment and all the existing circumstances affecting employees in workplace. The conditions in which an employee work amongst others, include, amenities, conduciveness of the physical environment of the working place, stress, noise levels, degree of safety or danger, workload, hours of work, rest period and legal rights. Remuneration and working condition packages have a robust impact on the productivity of employees. An organization with good remuneration structure and enhanced working conditions tend to earn high productivity and performance from the employees rather than an organization that deprives its employees from these incentives.

The remuneration structure of an organization in all sectors is the driving force that fortifies employees’ effort towards the attainment of organizational goals (Aslam, etal, 2015). Highly remunerated employees will work assiduously to ensure that they help their organization achieve its stipulated objectives. In this light, organizations’ management team has started recently to adopt various kinds of remuneration packages for their staff, not only for employees’ retention but to give them a competitive advantage over their rivals in the industry they operate.

Sterling Bank Plc is a full service national commercial bank ratified and licensed by the Central Bank of Nigeria. The bank shares trade under the banking sector of the Nigerian Stock Exchange. The operation of the bank can be broadly grouped into three categories, namely, Consumer Retail (policy and strategy to offer banking services to prospective and actual individual customers, provision of micro credit facilities to small and medium enterprises), Corporate (deal in several sectors such as power, mines and steel, telecommunication, food and beverages and the like) and Commercial (provision of banking services to firms at various levels). The Bank’s heading office is located at Marina, Lagos state and has about 187 branches, 840 automated teller machines (ATMs), 3567 point of sales (POS) terminal and 2285 employees across the country.

Commercial banks, like Sterling Bank, play an important role in the economy of Nigeria. Services provided by employees of the bank have a lasting perception on the public image of the bank on the eyes of the bank’s customer. The level of satisfaction of the banks’ customers is dependent on the motivation level of the bank’s employees. In the 21st century, information technology has taken over the operations and activities in all industry, banking industry inclusive. Most activities in the bank are done via electric devices, internet, computer and other similar devices, yet the importance of human resource cannot be ruled out, because human beings are need to operate these devices. It is not enough for banks to rely on the number of their employees or their qualifications, but remunerating them adequately is the only channel to get the best out of them. The key to enhanced staff performance and gain optimal productivity from them is through employees’ motivation through proper remuneration and improved work conditions.

1.2       STATEMENT OF PROBLEM

Sterling Bank, a fraction of the Nigerian Banking Industry is a service delivery firm that is bedeviled with motivational problems. The way and manner employees are remunerated influences their performance and productivity. In a situation, where employees are dissatisfied and discontented with their job, their productivity would be adversely impacted upon. This indicates that employees are crucial for the growth, profitability, wealth maximization, survival, continuity, progress and retardation of an organization, banks inclusive.

It is no gainsaying to assert that lack of adequate service delivery exists in Nigerian banking industry, Sterling Bank inclusive, evidenced by absence of good remuneration packages in the bank. This might have triggered employees to exude superior performance, had it been Sterling Bank is practicing it.

Finally, the processes of promotion of staff or employees in Nigerian banking industry, Sterling Bank inclusive, are not properly done. Promotion of staff is premised on favoritism, nepotism, bribery, internal politics, lobbying and “bottom power” rather than on merit.  Sometimes, employees’ promotions are delayed. All these makes the employees to feel unhappy about their job and it will surely slow down their productivity. When promotions processes are based on merit, the efficiency and effectiveness of employees’ productivity and performance will be realized and this gives the firm a competitive advantage over rivals in their banking industry.

1.3       OBJECTIVE OF THE STUDY

1.         To determine how employees remuneration influences their performance and productivity.

2.         To determine the reason for absence of good remuneration packages in the Nigeria bank.

3.         To know the Promotion of staff premised on favoritism, internal politics, and nepotism, bribery rather than on merit influence on employees productivity in Nigeria baking industry.

1.4       RESEARCH QUESTION

1.         What influence does employees remuneration have on performance and productivity?

2.         What is the reason for absence of good remuneration packages in the Nigeria bank?

3.         What is the reason Promotion of staff is premised on favoritism, internal politics, and nepotism, bribery rather than on merit?

1.5       RESEARCH HYPOTHESIS

H0:       Employees remuneration has no influence on performance and productivity.

H0:       Absence of good remuneration packages has no influence on employees productivity in the Nigeria banking industry.

H0:       Promotion of staff premised on favoritism, internal politics, and nepotism rather than on merit has no influence on employees productivity in the Nigeria banking industry.

1.6       SIGNIFICANCE OF THE STUDY

The research shall project employees remuneration as a unifying factor in enhancing employees productivity in the Nigerian banking inudustry towards the realization of organizational aims and objective.

1.7       SCOPE OF THE STUDY

The research profers an assessment of the employees renumeration, working conditions and employees productivity in the Nigerian banking inudustry: using sterling bank as a case study.

1.8       LIMITATION OF THE STUDY

During the course of carrying out the study, several limitations were encountered:

Financial Constraint:   Due to the paucity of funds, the study covered only sterling bank of Nigeria.

Time Constraint:  A relatively short time was given to conduct a study of this magnitude in addition to other academic commitment of the researcher.

Unwillingness of the Respondents:  Majority of the respondents were unwillingly to participate in the survey because they feel that is an intrusion to their personal life.

Nevertheless, a robust and fact-finding study was carried out.

1.9       DEFINITION OF THE TERMS

Employees: This known as an individual who works part-time or full-time under a contract of employment, whether oral or written, express or implied, and has recognized rights and duties. Also called worker.

Employees remuneration: This refers to the reward or compensation given to the employees for their work performances. Remuneration provides basic attraction to a employee to perform job efficiently and effectively. Remuneration leads to employee motivation.

Working conditions:  working conditions cover a broad range of topics and issues, from working time (hours of work, rest periods, and work schedules) to remuneration, as well as the physical conditions and mental demands that exist in the workplace.

Employees productivity:  Employee productivity (sometimes referred to as workforce productivity) is an assessment of the efficiency of a worker or group of workers. Productivity may be evaluated in terms of the output of an employee in a specific period of time.

 

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EMPLOYEES REMUNERATION, WORKING CONDITIONS AND EMPLOYEES PRODUCTIVITY IN THE NIGERIAN BANKING INDUSTRY (A CASE STUDY OF STERLING BANK)



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