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Full Project – WAGES AND SALARY ADMINISTRATION IN NIGERIA CIVIL SERVICE PROBLEMS AND PROSPECT

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ABSTRACT

This study gives a suitable detail of wages and salary administration in Imo State civil service, with their performances. The work entails how civil servants of Imo State can be motivated through their pay services they render to the organization because if they are adequately paid, they will put in more effort in their performance. There are some commissions set up by government to look into the salary system of workers, these commission come up with recommendations towards improving the salary structure of civil servants. Also income polices are made as a restraint measures to pay of civil servants. Wages and salary are determined by some factors which have to be considered in the payment of civil servants. Civil servants when compensated in accordance with the services rendered, put in more efforts to make sure that the set goals and objective of the organizations in achieved. In conclusion, suggestions are made on him best to ensure that Imo State civil servants are motivated and fully compensated for increase in performance and greater productivity.

CHAPTER ONE

1.0 INTRODUCTION

1.1 BACKGROUND OF THE STUDY

In a public sector organization, individuals are employed to carryout various activities to achieve the organization stated goals and objective. These individuals are the civil servants or bureaucrats who work in the civil servants is the life wire of the state machinery and an essential factors for initial development also he further stated that civil servants is a large scale organization of per market government paid official who are reunited in a civil capacity by the civil service commission, executive authority of government, and whose activities are guided by certain rules of procedure and operation in a systematically interrelated pattern, to achieve the complex objectives of its government. These government officials who are reunited in the civil service have at their disposal knowledge skills, attitude, experiences and qualification in order to meet with the goals of the government. The government/employer on the other hand have at its disposal to pay to attract the employee/civil servants to work for the government organization and become her member. These pay is the wages and salary that are been paid to the civil servants.

The primary purpose of wages and salary to the civil servants is to motivate her in order to provide high performance for the service and organizational efficiency and increased in productivity. The development of wages and salary assumes the availability of accurate jobs description, are use in two activities, job evaluation and wages and salary surveys. These are designed to ensure that the pay system is both internally equitable and externally competitive. Wages and salary play role to the civil servants, in that it serves as a way of acquiring the necessities, luxuries and needs of the civil servant, also it makes employee feel that his efforts have been recognize and may derived a sense of achievement from the job. Moreso, on effective wages and salary policy provides guidelines for compensating its employees. These policy can address some issues which can aid in increasing their civil servant efficiency and effectiveness.

1.2. STATEMENT OF PROBLEM

Civil servants are noted for their inefficiency and hence most government parastatals are considered as dead woods. The problem is how can employee performance, behaviour be on-sit syndrome engaging in private business during official hour be cured enhancing their enumeration. The civil servants are also faced with the problems of no uniformity of salary and wages in the state, differences in salary structure of civil servants among the various levels of government. Furthermore, do wages and salary boost civil servants performance be behaviour when paid. All these that bedevil the civil services gives the researcher a source of concern and will properly be addressed, one would be able to stand firmly on the state of affairs of the civil service in Imo State.

1.3 OBJECTIVES OF THE STUDY

Wages and salary administration is a major and often controversial issues in civil service. Indeed, success in labour compensation management has become an acid test for managerial efficiency, salary and wages of civil servants has impact on the economic, health and stability of both the civil service and the civil bureaucrat. The researcher thus, seek to examine and analyse the term “wages and salary” administration in Imo State civil servants with a view to proving that effective wages and salary administration could:

a. Attract potentially skilled employees to the service and return best hands available in the economy for its work.

b. Improve the ability of Imo State Civil servants to motivate their staff and boost staff moral.

c. The study among other things will also wish to achieve the following;

i. Attain high level of competence in Imo state civil servant

ii. More efficient public utilities and better provision of basic, social, and economic infrastructure.

Finally, the researcher will endeavour to find ways, of solving the problems associated with personnel compensation and ineffective wages and salary administration in Imo State.

1.4 RESEARCH QUETION

i. Does Discrimination in the payment of civil servants has a negative impact on their performance.

ii. Did the organization financial ability has an effect at in the compensating their workers.

iii. Should the person that fills the position rather than the job itself be considered in remunerations of civil servants.

1.5 STATEMENT OF TYPOTHESE

This study will test the following hypothesis:

Ho: Effective wages and salary administration has no

significant effects in the enhancement of civil servants productivity in government parastatals.

Hi: Effective wages and salary administration has

significant effects in the enhancement of civil servants productivity in government parastatals.

Ho: Remuneration of civil servants has effects in their

performance.

Hi: Remuneration of civil servants has no effects in their

performance.

1.6 SIGNIFICANCE OF THE STUDY

Over 60 percent of striker in the state are traceable to agitations and demands for increase in salaries/allowances the civil service are often paralysed by industrial conflict occasioned by purely economic issues. This study will look into how civil bureaucrats and government can easily dialogued conflict without necessarily going on-striker these research work will be of immense benefit to employers of labour in civil service and else where and also to private organization.

i. To identify some of the problems associated with wages and salary administration.

ii. To recommend how wages and salary will help the civil bureaucrats to improve their performance reduce absenteeism and improper high labour turnover in the civil service.

1.7 SCOPE OF THE STUDY

In these researche work, it was intended to cover only Imo State civil service for the sake of convenience, it was not possible for the researcher to reach all the ministries. So a random sampling method was used in which two major ministries, the ministry of works and ministry of health were chosen these will help to consider what wage and salary administration are like in the civil service and how they are generally applied to motivate bureaucrats in their performance.

1.8 LIMITATION OF THE STUDY

In the course of carrying out these work, the researcher was financially constrained to a greater extent by the adverse economic situation in the country also attitude of some workers in some departments limited the facts available to me, as they were reluctant that speak on the topic. This maintains that of valence performance outcome and effort performance perceptions are strongly positive, the employee will be motivated to achieve at high performance levels. Perceive that their action will earn therein a desire result.

1.9 DEFJINITION OF TERMS

SALARY: This refers to mouthy rate paid to clerical administrators and professional employees.

WAGES: This is referring to direct monetary compensation; it is paid immediately after the job has been completed.

CIVIL SERVANTS: these are individuals who are employed within the capacity of the civil service commission and who remuneration is paid by these commissions.

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