International Journal of Management and Commerce Innovations ISSN 2348-7585 (Online) Vol. 7, Issue 2, pp: (1298-1308), Month: October 2019 - March 2020, Available at: www.researchpublish.com
REWARD SYSTEM AND SERVICE DELIVERY IN ANAMBRA STATE CIVIL SERVICE 1
2
EZENWEGBU NCHEDOCHUKWU CHINWENDU, SHEHU ADAMU ABDULLAHI, 3AKUBUE EUCHARIA O.
1
Department of Public Administration, Nnamdi Azikiwe University, Awka Anambra State, Nigeria. 2
Department of Public Administration, Federal Polytechnic, Bida, Niger State, Nigeria 3
Department of Office Technology and Management, Niger State Polytechnic
ezenwegbunchedo@yahoo.com , Shehuadamukaka77@gmail.com , akubueuchariao@gmail.com
Abstract: This study examined the impact of effective reward system on service delivery in civil service, with particular reference to Anambra state civil service. Specifically, the study examined the relationship between pay reward, employee recognition, conducive work environment, staff development and service delivery in Anambra state civil service. A cross-sectional survey was adopted for the study. A structured questionnaire developed by the researcher was used to elicit information from the respondents. Out of the 10,100 civil servants of various ministries in Anambra state civil service, 625 was determined through Taro Yamane formular as the sample size. Quantitative data collected through the questionnaire was analyzed by the use of descriptive statistics using the Statistical Package for Social Sciences (SPSS) and presented in percentages, means, standard deviations and frequencies. Simple random sampling techniques was used for the study. Consequently, the researcher used correlation and multiple regression analysis to test the hypothesis formulated to guide the study. The study was anchored on Expectancy Theory. Findings from the study show that pay reward and some non-financial rewards such as employee recognition, conducive work environment and staff development are positively and significantly enhanced to service delivery in civil service. The study recommended among others that the government at all levels should endeavour to provide employees with adequate pay incentives to facilitate the achievement of desired high-level service delivery in the civil service as obtains in the private sector of the economy. Keywords: Reward System, Service Delivery.
1. INTRODUCTION This nature-nurture perspective of explaining the indicators of employee performance underscores the indispensability of reward system as an integral part of organizational environments. In the light of this, it is instructive to assert that well rewarded employees are more likely to feel valued and cherished by their organizations. Torrington (2011) describe the importance of workplace rewards as follows; Reward is clearly central to the employment relationship. While there are plenty of people who enjoy working and who claim they would not stop working even if they were to win a big cash prize in a lottery, most of us work in large part because it is our only means of earning the money we need to sustain us and our families. How much we are paid and in what form is therefore an issue which matters hugely to us (Torrington, 2011, p32). The rewards that we apply to both individual and team performance are therefore critical in determining how affective our reward strategy will be. Wilson (2003) describes rewards and their purpose as including systems, programmes and
Page | 1298 Research Publish Journals