Wages And Salary Administration In Nigeria Civil Service Problems And Prospect

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Wages And Salary Administration In Nigeria Civil Service Problems And Prospect


Abstract


The objective of this study was to examine and analyze the term “wages and salary administration” in Nigerian civil service with a view to proving that effective wages and salary management could: b. Improve the ability of Imo State civil servants to motivate their staff and boost staff moral. The researcher will endeavor to find ways, of solving the problems associated with personnel compensation and ineffective wages and salaries administration in Nigeria. A random sampling method was used in which two major ministries, the ministry of works and ministry of health were chosen. The research work will be of immense benefit to employers of labour in civil service and elsewhere where and also to private organization. The study shows that the level of labor and productivity are seen as a veritable tool enhancing successes in the management of public sector in the scheme of things. The level of pay satisfaction is important because satisfaction leads to job commitment and increase in productivity. When factors that enhance satisfaction areapplied, it benefits the workers and leads to increase in the productivity in the organization.


Chapter One


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:

  1. Attract potentially skilled employees to the service and return best hands available in the economy for its work.
  2. Improve the ability of Imo State Civil servants to motivate their staff and boost staff moral.
  3. The study among other things will also wish to achieve the following;
  4. Attain high level of competence in Imo state civil servant
  5. 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 Question

  1. Does Discrimination in the payment of civil servants has a negative impact on their performance.
  2. Did the organization financial ability has an effect at in the compensating their workers.
  3. Should the person that fills the position rather than the job itself be considered in remunerations of civil servants.

1.5 Statement of Hypothesis

This study will test the following hypothesis:

  1. 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.
  2. 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.

  1. To identify some of the problems associated with wages and salary administration.
  2. 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 research 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 Definition 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.


1.10 Organization of the Study

This research work is organized in five chapters, for easy understanding, as follows.

  1. Chapter one is concern with the introduction, which consist of the (background of the study), statement of the problem, objectives of the study, research questions, research hypotheses, significance of the study, scope of the study etc.
  2. Chapter two being the review of the related literature presents the theoretical framework, conceptual framework and other areas concerning the subject matter.
  3. Chapter three is a research methodology covers deals on the research design and methods adopted in the study.
  4. Chapter four concentrate on the data collection and analysis and presentation of finding.
  5. Chapter five gives summary, conclusion, and recommendations made of the study.

Chapter Five


Summary Conclusion and Recommendation

5.1 Introduction

It is important to ascertain that the objective of this study was to ascertain the problem and prospect of wages and salary administration in Nigerian civil service.

In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of wages and salary administration in Nigerian civil service.


5.2 Summary

This study demonstrates that the remuneration of workers goes a long way in determining their level of pay satisfaction. There is obvious pay disparity in public and private sector.The level of pay satisfaction is important because satisfaction leads to job commitment and increase in productivity. It also enables an organization to attract and retain quality staff. Workers who are not satisfied with their pay are unhappy, less friendly and have non-challant attitudes to their jobs. When factors that enhance satisfaction areapplied, it benefits the workers and leads to increase in the productivity in the organization.Higher education constitutes a very significant means of developing the human resources of any nation.


5.3 Conclusion

Reviewing the article so far, the level of labor and productivity were seen as a veritable tool enhancing successes in the management of public sector in the scheme of things. Salaries and wages, being the oil that keeps the lantern of the public sector moving, it can therefore not be adequate with insufficient emphasize on the pay roll system.

Therefore dialectical methods of pay rolling system have been brought to bear here in order that the management of salaries and remuneration system are properly addressed for the benefit of mankind.


5.4 Recommendation

Appraisal of civil service reforms in Nigeria since independence shows that the quest appears intractable. It is therefore very expedient to control the quest in order to avoid collapse or confusion in the sector. We strongly recommend the following:

Revenue Mobilization Allocation and Fiscal Commission should establish clear and unbiased guideline for wage increase. Most agitation for reform by workers in the recent times has been dominated by demand for salary increase.

There is the need to have political will for implementation of commission’s reports. For instance, merger of agencies need to be implemented provided palliative measures are established and the criteria for merger is clear and unbiased.

Civil service commission at various levels (federal or state) should be strengthened for implementation.


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