THE EFFECTIVENESS OF COMPENSATION PACKAGE ON WORKERS PERFORMANCE IN AN ORGANIZATION
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND TO THE STUDY
Pay in one form or another is certainly one of the main springs of motivation in our society. It was further argued that pay has overwhelmed symbolic value – Ghisclli and Hyman Porter, Haired and Mason (1963). Despite the above philosophical phase which identifies the role of compensation pay or reward as an effective instrument in an organizational growth drastic changes are now affecting the world of work. These according to “Coscio 1995” result from increase global competition, the impact of information technology, the re-engineering of business processes and the gradual deterioration and disappearance of job as a fixed bundle of task. This trends are producing a redefinition of job itself and it is from this perspective that management can be seen as an Intermediary between organization and the individual employee, focusing, developing and implementing policies for attracting maintaining and motivating the individual within an organization.
At least it is said that there is a direct relationship between hard work and reward; this means if you work hard, you will enjoy the reward but this maxim has not been ascribed t which is the essence of this study. It highlights the welfare of workers with special reference to enhance salaries according to Robbins Stephen (1978) employees are concerned with the relationship of the amount of money to what is obtainable in the industry or economy and not just the absolute amount of money they are being paid monthly. Based on the employee’s input to the organization such as effect education, skill and competence one can compare outputs such as salary levels, promotion, health service welfare benefits and other factors it is apparent that in an organization one could perceive an imbalance in their input-output ratio relative to others. This is