THE EFFECT OF IRREGULAR PAYMENT OF WORKERS SALARIES ON PRODUCTIVITY OF WORKERS IN OYO STATE (A CASE STUDY OF IBARAPA EAST LOCAL GOVERNMENT, ERUWA)
This study gives a suitable detail on irregular payment of workers salary in Ibarapa Local Government; their pay as these also determines their work performance. The work entails how workers in Oyo State can be motivated through their pay work needs to more effort in their performance. There are some commissions set up by government to look into the salary system of workers. The commissions come up with re commendation towards improving the salary structures of workers. Salary is determined by some factor which has to consider in the payment of workers. In handling our topic, we have framed it into five chapters. Chapter one bordered on introduction, which contains background of the study, research questions, statement of problems, significance of the study, scope of the study, limitation and definition of terms. Chapter two concentrated on literature review which is made up of introduction. Chapter three dealt on research design and methodology. Chapter four centered on presentation and analysis of data which contains introduction, presentation of data, analysis of data, and interpretation of result, and lastly, chapter five is summary of findings, conclusion and recommendations.
1.1 Background of the Study
Individual are employed in every public sector institution to carryout various activities to achieve the institutions set goals and objectives. These public institutions are government own which are financed and managed with tax payer?s money.
The individuals who work in these public institutions are referred to as civil servants. Ogunna (1999), states that civil servants are the life wire of the state machinery and an essential factors for initial development. He further states that civil services is large scale organization of permanent government paid officials who are recruited in civil capacity by the civial commission charge with the responsibility of exercising the executive authority of the 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 employers.
Like in every other government institution, civil servants who are recruited into the Ibarapa Local Government have at their disposal knowledge, skills, attitude, experience and qualification in carrying out the activities of the government. The employer which is the government on the other hand has at its disposal the pay to attract its employee to work and become its members. This pay is otherwise the salaries paid to civil servants.
The fundamental purpose of this salary is to encourage these civil servants to provide high performance for the organizational effectiveness and efficiency to positively affect productivity. The development for salary assumes the availability of accurate job description. This job description includes job evaluation and salary survey. These are intended to ensure that the pay system is both internally equitable and externally competitive. The salary to the civil servants is meant to serve as the way of acquiring the necessities, luxuries and all the needs of the workers. It also makes the worker feels that her efforts have been acknowledged and may derive a sense of achievement from the job.
However, when a worker sacrifices all his/her efforts, knowledge, skill and will power in ensuring that there is a high productivity in organizational and having mind that a monthly entitlement (salary) will be given to him/her in order to take care of his/her problem but at the end, he/she gets nothing. The worker is being demoralized to work or force to loose interest which in turn will affect productivity thereby resulting to low productivity.
Finally, an effective salary policy provides guideline for compensating employees. It also addresses some issues servant efficiency and effectiveness.
1.2 Statement of Problem
Workers are known for their inefficiency especially when not paid. Hence most government parastatals are even seen as dead woods. The question is, how can workers performance and behaviours be encouraged. Again, how could the sit syndrome and engagement in private business during official hours could be curbed in order to enhance their enumeration?
Where a worker is owed several months, he/she has no other option than to source to sustain life which may be a sought of engaging in private business. If this non payment of salaries continues, it then results to low productivity as against the organizational goals.
Irregular payment of workers salary may however, result to the following action, demonstration, laziness to work or even absenteeism to work. Ibarapa Local Government is faced with these problems which thereby result to low productivity in the council.
1.3 Objectives of the Study
There is no gain saying on the fact that Ibarapa Local Government is faced with irregular payment of workers salary which has often been a controversial issue in the council. Indeed, success in labour compensation management has become an acid test for management efficiency.
The researcher is motivated by the worrisome state of affairs caused by our study in hand. Thus, the researcher seeks to examine, analyze and proffer solution to the attendant problems. She thereby came up with the following objectives:
1. To ascertain whether irregular payment of workers salary can attract potential skilled workers to the hands available in the economy to work.
2. To determine the extent irregular payment of workers salary affect productivity.
3. To ascertain ways of solving the problems associated with irregular payment of workers salary in Ibarapa Local Government and in Oyo State in general.
4. To determine the best ways of solving the problem of irregular payment of workers salary.
1.4 Research Questions
1. Can irregular payments of workers salary attract potential skilled workers to the service of Ibarapa Local Government?
2. Irregular payment of workers salary does it affect productivity in Ibarapa Local Government?
3. In what ways can the problem associated with irregular payment of workers salary be solved?
1.5 Significance of the Study
Statistics has shown that over 60 percent of industrial actions in the state are traceable to agitations about irregular payment of workers salary?s and demand for increase in salaries allowance.
Ibarapa Local Government and Oyo State in general are often paralyzed by industrial actions. Most of the industrial actions in the civil services were industrial conflicts caused by irregular payment of workers salary.
Favourable, we are optimistic that our dream to reveal or to divulge the solution to the problem of irregular payment of workers salary in Ibarapa Local Government would be enthusiastic and of great benefit to other government organization or parastatals both in Oyo State and Nigeria in general.
Again, we have in mind that this work would also benefit private owned organization in their effort to overcome the problems associated with irregular payment of workers? salaries.
Finally, we also hope that at the end of this study, we must have achieved lending support to the already done works on this topic for the benefit of future researchers.
1.6 Scope of Study
A lot has been done in the areas of workers performance, encouragement and efficiency and on productivity by scholars who are already in the market. We do not promise to give a damaging analysis of those pioneer works but to give credence to the already established guidelines of the issue of irregular payment of workers? salaries. Nonetheless, this research work was intended to cover only Ibarapa Local Government of Oyo State.
1.7 Limitation of the Study
Due to the nature of works, I depended on the data gotten from some workers from Ibarapa Local Government.
Again, in the course of carrying out this study, the researcher was financially constrained to a large extent by the harsh economic condition in the country. Another limiting factor is the inability of the workers met to divulge useful information required for this study.
1.8 Definition of Terms
? Salaries: This is referred to as the monthly rate paid to clerical administrators and professional employees. It is a direct monetary compensation after the job has been done.
? Workers: These are individuals who are hired or employed with in the capacity of any institution or organization charged with responsibility of achieving the institutions set goals and whose activities are guided by certain rules of procedures and operations.
? Productivity: This is the measure of how well resources are brought together in organizations and utilized for accomplishing a set of result. (Anugwam, 2007). It is also defined as reaching the highest level of performances with least expenditure of resources (Mali, 1978).
? Organizational Effectiveness: is the concept of how effective an organization is in achieving the outcomes the organization intends to produce
? Organizational Goal: Organizational goals are strategic objectives that a company’s management establishes to outline expected outcomes and guide employees’ efforts.
? Employee Performance: Management is about aligning the organizational objectives with the employees’ agreed measures, skills, competency requirements, development plans and the delivery of results
? Salaries: is a form of payment from an employer to an employee, which may be specified in an employment contract. It is contrasted with piece wages, where each job, hour or other unit is paid separately, rather than on a periodic basis.
? Management: is a multi-purpose organ that manages business and manages managers and manages workers and work.”
? Industrial Conflict: Occurs when employees express their dissatisfaction with management over the current state of the management-employee relationship. The causes of such dissatisfaction are typically matters related to regular wage payment, wage increase or remunerations according to terms of the employment contract.
? Payment: the action or process of paying someone or something or of being paid, an amount paid or payable.