Abstract
The efforts made by employees in production determines the overall performance of the organization. Management in organizations therefore, strives to enhance the performance of their workers through different rewards to increase job satisfaction and, consequently employee performance. The study examined how intrinsic and extrinsic rewards affected employee performance at the Nasarawa State Water Board (NSWB) in Lafia. Information for the study were collected through secondary sources (text books, official records, journal publications) and through field survey using questionnaire and interview as instruments. Analyses of the data revealed that though job satisfaction at the NSWB impacted positively on the performance of employees of the agency, it cannot be effectively achieved through hygiene factors alone. The paper therefore recommends, among others that the agency should give more attention to financial rewards to enable staff of the organization to meet their primary needs for maximum job satisfaction and consequently employee performance.
Highlights
Job satisfaction is an important factor that determines how the overall performance of the organization will be
As an attitudinal measurement technique, job satisfaction requires to increase the scope and complexity of workers’ job in order to make it more appealing, attractive, and productive. This is done through intrinsic and extrinsic reward programmes provided by management to: attract qualified personnel to join the organization, keep them coming to work, and motivate same to achieve high level of performance
Primary and secondary sources of data were used to gauge if job satisfaction enhanced staff performance at the Nasarawa State Water Board (NSWB) in Lafia
Summary
Job satisfaction is an important factor that determines how the overall performance of the organization will be. As an attitudinal measurement technique, job satisfaction (employee satisfaction) requires to increase the scope and complexity of workers’ job in order to make it more appealing, attractive, and productive. This is done through intrinsic and extrinsic reward programmes provided by management to: attract qualified personnel to join the organization, keep them coming to work, and motivate same (employees) to achieve high level of performance. Ivancevih and Donnely (1991) defines these as rewards that are part of the job itself The presence of these motivating factors, Sapru (2011) opines will cause satisfaction in the work place; their absence will not cause dissatisfaction but will lead to absence of positive satisfaction
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