ABSTRACT

Motivation depict urges, aspirations, drives and needs of

individual which tend to direct, control and describe particular

behaviour of an individual or group of individuals. A question

of what motivates an employee to perform efficiently and

effectively is not so easy to answer because of the complexity

of man in terms of varying goals, needs and aspirations at the

work place. Incentives generally refer to something which

incites, arouses or encourages a person to do something e.g. to

he hardworking or to work hard. Financial incentive rewards

are the product of an incentive bonus plan, commission

schemes, productivity scheme or other such scheme of which

performance can be quantified and measured accordingly.

These are rewards to employees, which are directly related to

the individual's performance on his job. Being a form of

motivational technique, it is an indispensable tool in the

achievement of organizational goals and increased

productivity. This study identified incentive rewards by

classifying it into three groups:

- Individual,

- Group,

- And collective incentive rewards system.

It reveals that incentives have correlated relationship with

work performance because it assists in satisfying human

needs and increases output. It reveals that incentive system

fails to motivate because the designers (management) ignore

the social nature of work, worker's relationship to his

fallows and operate to reduce the motivation to his fellows

and operate to reduce the motivation to co-operate with

peers/ subordinates to be closely supervised. It often result

in group conflicts and is more appealing to middle-class

workers than to working class i.e. the former attaches more

value to it than latter.