Alternative Options in Building Workers’ Incentives: Effects On Job Satisfaction and Performance in Local Context (Published)
Incentives are motivators and highly critical in determining positive feelings and work behaviour in different contexts and satisfaction often depends on its relevance to felt needs of workers. The uncritical adoption of foreign schemes in local contexts has distanced reward strategies from employees’ needs and demands alternative strategies. The study tested innovative incentives and relationships with satisfaction and performance of employees in a local enterprise using 50 participants (74% males). A reliable instrument, aggregate α=0.74 was used to gather information and inferential statistics used for analysis. Inferential statistics were used to run the analysis. Results of the study showed that traditional and nontraditional incentives significantly determine employee job satisfaction, (p < 0.01). With regards to effects on performance, traditional incentive was significant, (p < 0.01), while nontraditional incentive failed to predict performance. Although results suggested that traditional and nontraditional incentives remain key determinants of satisfaction, only traditional incentives could influence performance. The test of positive feelings as a factor in performance was highly significant. The paper, therefore, suggests that additional studies should be carried out in order to validate the innovative model for best practices in incentives design and administration in local contexts.
Keywords: Compensation, Culture, Innovation, Perception, Work
Nigerian Culture: a Barrier to the Career Progress of Women in Nigeria (Published)
This article explores the effect of culture on women’s career progression in Nigeria and how Nigerian organisations can incorporate some of the issues raised here in addressing their need for talent. It leaves one with the question- How does the Nigerian culture influence women in the society which in turn becomes a barrier that limits women in the workplace? It is necessary to say that though there is awareness of this inequality of women who work in Nigeria, understanding the Nigerian culture can place its human resource management practices in context. It is expected that the viewpoints raised in this article will help highlight some of the Human resource management issues in Africa’s most populous country. Taking these issues in context can play a role in increasing the productivity of women in Nigeria. This is paper is aimed at exploring culture which is a barrier to the career progress of women in Nigeria.
Keywords: Culture, Gender diversity, Nigeria, Women