1.1. BACKGROUND TO STUDY
Staff productivity especially in a private sector like Dangote group of companies is measured by the relative comfort of the staff in relation to there output through viable motivation and incentives that create happiness and joy in the mind of the workers in line with maximizing there input to get good returns to the company in maintaining customers good relationship.
The basis of creating unhappiness in remunerating a private worker is to receive different payment of reward at one time of normal rate and at another time lower rate despite a fixed labour input.
Central to the assumption and findings of motivation theories is the proposition that there exists a relationship between reward and employee performance. Based on this proposition, on the aspect Human Resources management, the individual and/or collective performance of employee is dependent upon the reward arising from the job they do.
Given the fact that the individual/collective employee of Dangote Group of Companies is central to the achievement of the goals and objectives of an organization, employee reward has therefore become a critical issue to management. This has resulted in the interest shown by organizations/government desiring to excel of achieve their goals and objectives through institutionalization or reward system in the recent years.
The application of differential reward system on staff productivity has to this end become a very vital issue in Dangote Group of Companies management because of the importance attached to or benefit derived from Human Resources. Viewed as assets, for which investment should be made in order to get the desired result/return, the management in Dangote Group of Companies organizations began to put in place a number of different reward/or institutionalization remuneration system for their employees in different categories of operation i.e. permanent and casual workers.
As study carried out shown reward system have some consequences with impact on both the employees themselves and the organization. Furthermore as some of these studies have shown, the remuneration of reward system has direct positive implication to the attainment of organizational goals and objectives if not well managed.
Against the foregoing background, this study will examine the impact of reward system on staff productivity in Dangote Group of Companies. .
1.2. STATEMENT OF THE PROBLEM
One of the major constant associated with the management of Human resources is how best to harmonize the individual goals of employees with that of the organization in order to get the best/desire results from the effort/performance. To overcome this problem, a number of measures have been adopted by various organizations with relative level of success and in some cases failure. The result has been that the goals of the organization are either not realized or attained, or the recorded result fall short of expectation. The reasons for failure to attain organizational goals and objectives is usually because such goals do not align with employee’s goals and aspiration i.e reward system on staff productivity in Dangote Group of CompaniesAs the findings of some of the studies have shown, because employees are not appropriately or adequately motivated through reward and remuneration, they hardly put in their best having observed that their input – output relationship and reward /compensation are at variance. However, organizations that have been able to put in place and/or institutionalize good payment system have often succeeded in overcoming problems as mso-fareast-font-family:Calibri;mso-bidi-font-family:"Times New Roman";