CHAPTER ONE

INTRODUCTION

1.1       Background to the Study

The progress and continuous existence of any organization are determined by the manner the employees are given their emoluments and rewards. As stated by Dixit and Bhati (2012), poor incentive packages have been the major factor affecting employees’ commitment and productivity. The attitude of workers to their jobs and the level of their dedication are determined by the reward system and the motivating inducements.

According to Ogundele (2010), motivation is as an action which an individual takes in order to correct an imbalance work.  Nevertheless, for any organization to achieve its goals and objectives in any competitive business environment, employers of labour must have an in-depth knowledge and understanding of what galvanizes its workforce to perform effectively and efficiently and reward them in the same way. Moreover, employees must be motivated via sufficient incentives plans and reward system and that will always stimulate them to take the initiative, do things on their own without necessarily having to ask bosses for direction or go-ahead because they are proactive and have the interest of the organization at heart and have a good attitude to work, hence foster organizational productivity. Nonetheless, in a fast-changing organization, inducement strategies are used by employers of labour to make sure that the competent and hard-working employees are kept happy, invigorated, energized, and retained for the continuous improvement of the organization.

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