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IMPACT OF COMPENSATION AND REWARD SYSTEM ON ORGANIZATIONAL PERFORMANCE

The document outlines an assignment to design a questionnaire focused on the impact of compensation and reward systems on organizational performance, specifically for Total Nigeria plc. It includes demographic questions and various statements related to compensation, financial rewards, working hours, and productivity, with respondents asked to indicate their level of agreement. The assignment is prepared by a student and supervised by a lecturer at the Federal Polytechnic, Ede, Osun State.

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Ajani Abeeblahi
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86 views

IMPACT OF COMPENSATION AND REWARD SYSTEM ON ORGANIZATIONAL PERFORMANCE

The document outlines an assignment to design a questionnaire focused on the impact of compensation and reward systems on organizational performance, specifically for Total Nigeria plc. It includes demographic questions and various statements related to compensation, financial rewards, working hours, and productivity, with respondents asked to indicate their level of agreement. The assignment is prepared by a student and supervised by a lecturer at the Federal Polytechnic, Ede, Osun State.

Uploaded by

Ajani Abeeblahi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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ASSIGNMENT

ON

DESIGN A QUESTIONNAIRE IN AREA OF MANAGEMENT NOT LESS


THAN 40 QUESTIONS STRUCTURED OR UNSTRUCTURED

COURSE TITLE: BUSINESS STATISTICS 1


COURSE CODE GENDER SERIAL NO SIGNATURE
BAM 212 MALE 95

IMPACT OF COMPENSATION AND REWARD SYSTEM ON


ORGANIZATIONAL PERFORMANCE

PREPARED BY
AWOTUNDE ADEKUNLE GOLD

BS20230201036

ND DPT II FT

MR. A. A. AGBONA
LECTURER IN CHARGE

DEPARTMENT OF BUSINESS ADMINISTRATIION AND


MANAGEMENT, SCHOOL OF BUSINESS AND MANAGEMENT
STUDIES, FEDERAL POLYTECHNIC, EDE, OSUN STATE

MARCH, 2025
QUESTIONNAIRE
Department of Business Administration and Management
School of Business and Management Studies
Federal Polytechnic, Ede
P.M.B. 231
Osun State.

Dear Respondents,
I am a student of the above-named Institution, in the Department of Business Administration and
Management, Ede, Osun State, conducting on academic research work on impact of
compensation and reward system on organizational performance. Case study of Total Nigeria
plc, Osun State.
In this regard, I am kindly requesting for your support in term of responding to the attached
questionnaire. Your response will be treated with utmost confidence and it will be used purely
for academic purpose.

Kind Regards,
Researcher
SECTION A: DEMOGRAPHIC INFORMATION OF THE RESPONDENTS

Instruction: please respond to the following items as they apply to you in the best way to

describe your personal characteristics. Please tick (√) or write where appropriate in the box or

space provided.

1. Gender: Male ( ) Female ( )

2. Qualification Status: a. ND / NCE ( ) b. HND/B.Sc. ( ) c M.Sc / MBA / MPA ( ) d.

PhD ( ) e Other Professional Qualifications ( )

3. Work experience a. Less than 5 years ( ) b. 5 – 10 years ( ) c. 10 – 15 years ( )

d. 16 – 20 Years ( ) e. 21 years and above ( )

4. Departments: a. Marketing ( ) b. Production ( ) c. Logistic ( ) d. Sales Dept. ( ) e.

Research and Development ( ) f. Quality Assurance ( ) g. Accounting Department


SECTION B: QUESTIONS RELATED TO THE OBJECTIVES
Instruction: Kindly complete all information and tick the most appropriate response to each
item based on the scale below.
1 2 3 4 5
Strongly Disagree Disagree Undecided Agree Strongly Agree

Item 1: Compensations and Reward Scale on organizational performance

S/N STATEMENTS SD D U A SA
1  Competitive compensation structures enhance
overall organizational performance.
2  A well-structured reward system increases
employee motivation and productivity.
3  Performance-based incentives contribute to
improved efficiency in achieving organizational
goals.
4  Fair and transparent compensation policies
positively influence employee retention.
5  Non-monetary rewards (e.g., recognition,
career growth) play a significant role in
organizational success.
1  A structured salary and benefits system
improves employee commitment and
engagement.
2  Bonus and incentive programs enhance
workforce performance and job satisfaction.
3  Equitable compensation policies contribute to
a positive organizational culture.
4  Timely and consistent reward distribution
strengthens employee loyalty and dedication.
5  An effective compensation and reward system
leads to increased organizational
competitiveness.
1  Satisfaction with monetary benefits
contributes to overall employee motivation.
2  Compensation through rewards, bonuses, and
allowances enhances employee performance
when properly recognized.
3  Emphasis on performance evaluation helps
maintain organizational standards.
4  Competitive salaries serve as a motivating
factor for higher performance.
5  An attractive compensation system supports
employee retention and productivity.

Item2: Financial compensation on organizational management


SD D U A SA
1  Competitive financial compensation improves
employee commitment to organizational goals.
2  Fair salary structures enhance overall
workforce productivity and efficiency.
3  Performance-based financial rewards
contribute to improved organizational
performance.
4  Equitable financial compensation policies
reduce employee turnover rates.
5  Timely salary payments and incentives
strengthen employee morale and job
satisfaction.
6  A well-managed financial compensation
system enhances organizational stability and
growth.
7 Financial Compensation schemes actually
motivate employees with fulfillment and
resulting organization performance.
8 Workers are more satisfied with the means
of financing the organization which improve
their performance and productivity
9 Employer of your organization compensates
their employees financially during festive
period
10 Financial compensation is balance between
employees reward and their work input in
the organization
5 Financial compensation have positive effect
on employees' performance as they feel
more motivated doing their job
Item 3: Working hours on organizational efficiency
S/N STATEMENTS SD D U A SA
1.  Well-structured working hours contribute to
improved employee productivity and efficiency.
2.  Flexible working hours enhance job
performance and organizational efficiency.
3.  Long working hours negatively impact
employee performance and overall efficiency.
 Adequate rest periods during working hours
improve focus and work output.
4.  Clear policies on working hours reduce
absenteeism and enhance organizational
efficiency.
 Proper scheduling of working hours improves
teamwork and operational effectiveness.
1. The physical conditions in the workplace
influence overall productivity.
2. Comfortable furniture supports sustained work
efficiency throughout the day.
3. Adequate opportunities for formal interaction
among employees enhance workplace
collaboration.
4. The number of windows in a workspace affects
access to fresh air and natural light.
5. Clear job requirements contribute to effective
task performance.

Item 4: influence Productivity on organization management

S/N STATEMENTS SD D U A SA
1  High employee productivity contributes to the
overall success of organizational management.
2  Increased productivity leads to better
resource utilization and operational efficiency.
3  Productivity improvements enhance decision-
making and strategic planning in an
organization.
4  Employee productivity directly influences the
achievement of organizational goals and
objectives.
5  Proper performance monitoring and
evaluation enhance workforce productivity and
organizational management.
A productive workforce strengthens an SD D U A SA
organization's competitive advantage and long-
term growth.
1 Employees view themselves as independent
individuals who have to tolerate others
around them.
2 Teamwork is preferred over individual tasks
3 Employees have friendly relationship with
each other
4 Employees work like being a part of a
family.
5 Employees are ready for sacrifices for
betterment of the company.

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