CHAPTER TWO: LITERATURE REVIEW 2.1 Introduction 9 2.2 Wages 9 2.3 Theories of Wages 11 2.4 Salary12 2.5 Salary Administration 13 2.6 How to Design Salary Scales16 2.7 Methods of Fixing Wages and Salaries18 2.8 Performance 21 2.9 Theoretical Work 24 2.10 Performance Determinant 26 2.11 Wages and Salary Policy in Nigeria 27

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THE EFFECT OF SALARIES AND WAGES ON WORKER’S PERFORMANCE IN EDUCATIONAL SECTOR (A CASE STUDY FEDERAL POLYTECHENIC OFFA, KWARA STATE) BY SUBMITTED TO DEPARTMENT OF BUSINESS ADMINISTRATION AND MANAGEMENT,………….. IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF THE NATIONAL DIPLOMA (ND) IN BUSINESS ADMINISTRATION DEPARTMENT DECLARATION I, ……………………hereby declare that this project entitled “the effect of salaries and wages on worker’s performance in educational sector (A Case Study Federal Polytechnic Offa, Kwara State). It has neither been submitted nor accepted for the award of any degree. All sources of information have been specially acknowledged. CERTIFICATION This is to certify that this project t work has been read and approved as meeting the requirement for the Award of National Diploma (ND) in Business Administration and Management Studies, Federal Polytechnic Offa Kwara State. ______________________ ______________________ External Examiner DATE DEDICATION I dedicate this project to Almighty God, the Alpha and Omega, the beginning and the end, the rock of ages for his support and strength and life to complete this project without any problem. I also dedicate it to my parents Mr. and Mrs. Adeyemi, for their special prayer on my academic. ACKNOWLEDGMENT I give all glory, honor, adoration, praises and thanksgiving to the lord God Almighty for the opportunity given to me to write this project, I appreciate his mercy and favour over me The writing of this project had made me built up some debts of gratitude especially to those who made it a reality. I acknowledge with humility and honour for the effort of my supervisor Mr. L.A. Coker for his inspiration, guidance, wisdom and time to ensure the success of this research project, may God bless you and your families. My special thanks also goes to our unbeatable H.O.D Mr. Usman T.A, of Business Administration Department and all other lecturers who one or the other took time to lecture me and my colleague. I Say a big thank you. Special thanks to my parents, Mr. and Mrs. Adeyemi, for always being supportive financially may God Almighty grant them long life and prosperity. I must acknowledge the incredible and inestimable encouragements of Mr. Lawrence for his cooperation and support may God continue to lift his hand I really appreciate his effort. ABSTRACT The study comprehensively delved on the effect of salaries and wages on workers performance in the education sector. The objective of the study is to examine whether increment in wages and salaries serves as motivator to retain worker in an organization and to examine whether inadequate pay to workers can lead to absenteeism, lateness and strikes etc. the survey research method was employed in this study, the questionnaire was the major instrument used to collect information from the respondents. The chi-square test was used to analyze the collected information from the respondent at 5% level of significance. The result of the analysis revealed that inadequate salaries and wages may lead to brain in the education sector. The study also reveals that salaries and wages help employees to achieve organizational goals and objectives and it was recommended that the study educational sector should make sure that the compensation rewards given to the employees is in commensurate with the labour on service he / she rendered. TABLE OF CONTENTS Title Page i Certification ii Dedication iii Acknowledgement iv Abstractv Table of Content vi CHAPTER ONE: GENERAL INTRODUCTION 1.1 Background of the Study 1 1.2 Statement of Problem 2 1.3 Objective of the Study3 1.4 Research Questions 3 1.5 Research Hypothesis3 1.6 Significant of the Study 4 1.7 Scope of the Study 4 1.8 Limitation of the Study 5 1.9 Organization of the study' 5 1.10 Definition of Terms5 1.11Historical Background of the Study 7 1.12Organogram of the Study 8 CHAPTER TWO: LITERATURE REVIEW 2.1 Introduction 9 2.2 Wages 9 2.3 Theories of Wages 11 2.4 Salary12 2.5 Salary Administration 13 2.6 How to Design Salary Scales16 2.7 Methods of Fixing Wages and Salaries18 2.8 Performance 21 2.9 Theoretical Work 24 2.10 Performance Determinant 26 2.11 Wages and Salary Policy in Nigeria 27 CHAPTER THREE: RESEARCH METHODOLOGY 3.1 Introduction 33 3.2 Research Design 33 3.3 Population of Study 34 3.4Sampling Techniques 34 3.5 Data Collection Instrument 34 3.6 Method of Data Analysis 35 3.7Restatement of Research Questions36 3.8Restatement of research hypothesis36 3.9Limitation of Study 37 CHAPTER FOUR: DATA ANALYSIS AND INTERPRETATION 4.1 Introduction 38 4.2 Analysis of Personal Data 38 4.3 Analysis of Variables 38 4.4 Test of Hypothesis 46 CHAPTER FIVE: SUMMARY, RECOMMENDATION AND CONCLUSION 5.1 Summary 51 5.2 Findings 51 5.3 Recommendation 52 5.4 Conclusions 45 Bibliography Questionnaire CHAPTER ONE INTRODUCTION 1.1 BACKGROUND OF THE STUDY Salaries and wages are the main marketing tolls companies use to attract qualified employees, and it is one of the largest operating. Costs for large organizations. The long-term success of a firm perhaps its survival many depend on how well it can control employee cost and optimize employee efficiency. For the owners of the company, wages and salaries represents a substantial part of the total costs of doing business. How well the company controls these costs and how much employee productivity. If obtains in return can have an important effect on the success of the enterprise. The employee’s view of wages and salaries structure is generally different in important respects from that of the company. This is one of the key compensation problems in many enterprises. Even when the pay programme is sound, well administered, and effectively communicated, difficulties can arise if employee aspirations are out of phase with company objectives or if !he employee's concept of a fair and equitable programme is different from that of the company. To some extent, there are always some conflicts between employees aspiration and company need. For instance, employees always want more; but employers need to control wages costs or at least administer the pay programme within the restraints of their financial capacity. These criteria of course are not totally at odds. As cost of living rises and as pay levels in the labour market increase in an inflationary economic the company must increase its employee's pay in order to attract and retain the number of people necessary to run the business. The conflict of view is one of degree; .anemployee aspiration typically exceeds company needs for granting increases (Obikoya, 1996). An employee's definition of "fair" wages and salaries will depend upon their perception of their role and relative importance within the organization compared to other people for most people, the pay cheque or salary cheque represents their main source of income and is required to maintain a certain standard of living. Inflation and using expectations mean that employees will constantly seek to increase the amount they are paid. Also, most people see their payment arrangements as part of the reorganization of their contribution towards the success of the organization. This, trade union might argue that employees have a 'right' to a share of the wealth of the organization that they have helped to create in order to boast their mokeices. The objectives of a compensation plan is to motivate employees to function at higher level of performance and to attract and keep employees in the company. If the plan is to accomplish these objectives, employee must perceive it as equitable. Thus, the inability of non-equitable or employee been under paid has a negative impact on the performance of employees. Employees compare their rewards with others who perform essentially the same kind of task, either in the company or in competitor forms. The primary

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