Chapter one given us the overview effect of incentives on job performance with the problem that destroy our business organization which include the background of this study, statement of the problem, purpose of the study, scope of the problem, research questions, significance of the study.

In chapter two a significant members literature relating to the subject were reviewed and this is also work through adequate incentives on the organizational strategic goals to be achieved.

Chapter three show how data collected through questionnaire method by using sample population of two hundred and five workers and the data were analysed using percentage.

Chapter four give the finding of this study. And how it will be analysed through questionnaire.

The study went to recommend some of them that make this study effective such as the Nigeria private sector such as the one in question, Dannic Hotel, that this hotel owners are not being motivated, they are not paid high, low they suppose to be paid.

Finally, chapter five, the researcher concluded that using various theories of motivation, we expected the unbreakable link between incentives motivation on job performance as well as productivity.

TABLE OF CONTENTS

Title page

Approval page

Dedication

Acknowledgement

Abstract

Table of content

CHAPTER ONE:

INTRODUCTION

1.1 Background of the study

1.2 Statement of the problem

1.3 Purpose of the study

1.4 Significance of the study

1.5 Scope of the study

1.6 Research question

1.7 Limitation of the study

1.8 Definition of term

Reference

CHAPTER TWO:

REVIEW OF RELATED LITERATURE

2.1 Studies of reward and employees attitude to work

2.2 Maslow’s need of hierarchy

2.3 Theory of x and y

2.4 Vroom valiance expectancy theory

2.5 Reward motivation influencing employees attitude to work

Reference

CHAPTER THREE:

RESEARCH DESIGN AND METHODOLOGY

3.1 Research design

3.2 Area of the study

3.3 Population of the study

3.4 Sample and sampling techniques

3.5 Instrument of data collection

3.6 Validation of the instrument

3.7 Reliability of the instrument

3.8 Methods of data collection

3.9 Method of data analysis

Reference

CHAPTER FOUR:

4.1 Marital status

4.2 Transport allowance

4.3 Promotion effect to job performance

4.4 Extra homes and overtime

4.5 Training activities embarked upon

4.6 Promotion of staff

CHAPTER FIVE:

5.1 Discussion of findings

5.2 Conclusions

5.3 Implications of the research finding

5.4 Recommendation

5.5 Suggestion for further study

Bibliography

Appendix A and B

CHAPTER ONE

INTRODUCTION

In this chapter, the issue of incentive on job performance is addressed by looking at the background of the study, statement of the problem, purpose of the study, scope of this study, research question, significance of the study and limitations are all part of this chapter.

1.1 BACKGROUND OF THE STUDY

According to Ikeagwu, (1995), observes that incentives are the schemes or programs for remuneration of personnel for their contribution to the organisaiton objectives.

Wendell (1974), that employee incentives are of two types, financial and non-financial salary payment are financial incentives, these include forms such as insurance courage, profit sharing and provision are made. Non-financial incentive involves good working condition, recognition for exceptional achievement and other types of job benefit. That organization have set up wages payment plans that will be design to reward the workers at the same time with added compensation for exception plans, these are based on the piece rate method of making wage payment. And these involve a careful scientific study of each worker and that the will be a consequences that will be fall any of the worker who fails to reach the standard and a higher reward or rate who exceeded it.

Additionally, Julias (1995) observe that gentle task and bonus system will be awarded to any employee who exceeded the set standard by completing the work in his time, he will receive a bonus, a percentage of the base rate. The bonus is seen as something that is usually figured to a sliding scale earning from 15 to 35 percent of the base rate. On the other hand, a worker who fails to complete the task in the time allotted, will receive only this regular hourly rates. And this present two special features the bonus which beings when the