EFFECTS OF NON-FINANCIAL INCENTIVES ON THE PERFORMANCE OF PUBLIC SERVANTS

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EFFECTS OF NON-FINANCIAL INCENTIVES ON THE PERFORMANCE OF PUBLIC SERVANTS: (A STUDY OF AKANU IBIAM FEDERAL POLYTECHNIC, UNWANA)

ABSTRACT

This study examines Effects of Non-financial incentives on the performance of public servants: (A study of Akanu Ibiam Federal Polytechnic, Unwana). The main objectives of the this study are: to find out if there is a significant relationship between workers participation and high performance, examine the relationship between non-financial motivation and employees’ high performance , discover if high performance is basically a function of non-financial incentives and discover the various motivational techniques/strategies. To achieve these objectives, the researcher made use of primary sources (mainly with questionnaire and observation) and secondary sources to collect data and information. This work was analyzed quantitatively with simple percentage and the hypotheses were tested with Chi-square to validate the findings. Based on the data collected and analyzed, the findings show that achievement of high performance is more of a question of non-financial motivation and not necessarily financial incentives, both financial and non financial incentives play a role towards employee’s high performance, there is a relationship between non-financial motivation and employees’ performance; there is a relationship between workers’ participation and their performance. Also it was discovered that there is lack of regular promotion, existence of authoritarian leadership style, irregular trainings, inadequate participatory management/workers’ involvement in decision making, poor communication, etc which have contributed to low morale and performance in  Public servants. So, based on the findings, the recommendations are: encouragement of employee involvement/participation in decision making, recognition of employees’ efforts, presence of regular promotion, establishment of appropriate job design (job enrichment), regular strategic training plans, existence of democratic leadership style, use of adequate disciplinary measures, etc.

 

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