Relevant bibliographies by topics / Ghana. Salaries and Wages Commission

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Academic literature on the topic 'Ghana. Salaries and Wages Commission'

Author: Grafiati
Published: 4 June 2021
Last updated: 15 February 2022

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Journal articles on the topic "Ghana. Salaries and Wages Commission"

1

Agba, A. M. Ogaboh, Eteng I. Etobe, T. Charlie Titus, Pius U. Angioha, and Francis E. Ibioro. "Variance in Call Duty and Hazard Allowances: Implication on Health Workers Commitment and Work Relations in Nigeria." SAINSMAT: Journal of Applied Sciences, Mathematics, and Its Education 10, no. 1 (March 31, 2021): 1–10. http://dx.doi.org/10.35877/sainsmat1012092021.

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This study examines disparity in call duty and hazard allowance and its implication on health worker's commitment and industrial dispute in tertiary hospital in South-South, Nigeria. A survey method that allows for the use of structured questionnaire was adopted. The study used a combination of purposive and random sampling techniques in determining a sample of 1191 participants from 4 tertiary hospitals in South-South Nigeria. Data gathered from the field was coded and analyzed using Linear Regression at 0.05 level of significance. Results revealed that call duty discrepancies and hazard allowances significantly affect health workers' commitment and industrial disputes in tertiary hospitals. The study recommended, among others, that National Salaries, Incomes and Wages Commission should carry out a comprehensive review of all health worker's wages and allowances in Nigeria with the view of harmonizing them. The commission should also evolve a periodic pay reform for health workers in Nigeria.
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2

Adusei, Charles, Abdul Karim Seidu, and Jasper Yao Dunyah. "Effects of Outsourcing on National Forest Plantation Development Programme in Ghana." Asian Business Research 2, no. 1 (March 14, 2017): 19. http://dx.doi.org/10.20849/abr.v2i1.125.

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The study aimed at management of outsourcing of National Forest Plantation Development Programme (NFPDP) and its effects in the Atebubu Forest District as a case study in Ghana. The key issues examined are the level of technical competence of the contractors, the role of the lead implementing agency and the natural resource base sustainability. Two stage sampling technique was used to sample one hundred and ten respondents for the study. A structured questionnaire was used to solicit information from the respondents. Descriptive and inferential statistics were used to analyse the data. The results of the study indicate that the award of seedlings contracts and workers’ salaries and logistics to African Foresters Brigade and Zoil Ghana Limited respectively were transparent. However, most of the activities the participating institutions performed were behind schedule indicating poor performance. It is therefore recommended that, Forestry Commission should put in place proper modalities to ensure effective implementation if outsourcing is to be continued.
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3

Nzuve, Stephen N. M., and Mwangi Pauline Njambi. "FACTORS PERCEIVED TO INFLUENCE EMPLOYEES’ PERFORMANCE: A CASE OF THE INDEPENDENT ELECTORAL AND BOUNDARIES COMMISSION." Problems of Management in the 21st Century 10, no. 2 (December 20, 2015): 88–99. http://dx.doi.org/10.33225/pmc/15.10.88.

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Performance is associated with quantity of output, quality of output, timeliness of output, presence or attendance on the job, efficiency of the work completed and effectiveness of work completed (Mathis et al., 2009). In an organization, committed employees are regarded as being willing to build and maintain long-lasting relationships with their employer (Argyris, 1998). Effective management teams need to recognize that positive employee attitudes are often vital to achieving organizational goals and this will be achieved when the employees are satisfied. The objective of the study was to determine the factors perceived to influence employees’ performance at Independent Electoral and Boundaries Commission. The research design adopted was descriptive research design. The population of the study comprised of all the 175 employees in the commission head office. The study used primary data that was collected through self-administered questionnaires. The data was analyzed using the Statistical Package for Social Sciences (SPSS) software and presented using tables and figures. The study found out that the employees of the commission perceived their performance to be influenced by rewards, job design and training and development opportunity. Management style was found to have hindered performance of employees. The employees were satisfied with wages and salaries paid, retirement benefit scheme, job security, performance appraisals were satisfactory hence encouraging the employees to work in the commission and improve their performance. Key words: employee performance, employee perception, Independent Electoral and Boundaries Commission of Kenya.
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4

Stanley Diepiriye, Davies,. "Human Resource Accounting and Shareholders Wealth Maximization: Empirical Study of Nigeria Quoted Manufacturing Firms." International Journal of Business and Management Future 2, no. 1 (January 29, 2018): 38–47. http://dx.doi.org/10.46281/ijbmf.v2i1.118.

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This study empirically investigated the relationship between human resource accounting and shareholders wealth maximization of selected quoted manufacturing firms in Nigeria from 2000-2016. Time series data was generated from the Annual Reports of the quoted firms. Twenty manufacturing firms were selected from the population of quoted manufacturing firms. Two multiple regression models were specified and estimated with the aid of Software package for social services (SPSS). Return on investment was modeled as the function of capital and revenue expenditure components of human resource accounting. The generated collinearity diagnostics result shows that the Eigen values that correspond to the highest condition index and variable constant are consistent with the rule of thumb. The Durbin Watson test shows absence of auto-correlation. From the expenditure component, we found correlation coefficient of 71.3%, R2 and the Adjusted R2 shows that 50.8% and 36.0%. The explanatory power of the predictor variables shows that all the independent variables have positive but insignificant relationship with return on investment of the manufacturing firms except cost of human resource acquisition. The revenue expenditure proved R2 and the adjusted R2 of 61.0% and 49.3% explained variation on return on investment. The coefficient of the independent variables proved that salaries, wages and bonus have positive relationship with return on investment of the selected manufacturing firms while commission and allowances have positive effect on return on investment. It concludes that human resource accounting has significant relationship with shareholders wealth maximization of the selected manufacturing firms. We recommend that all human capital expenditure should properly be accounted for and the need to investment on human capital of the firms.
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5

"Salaries and Wages Management: An Instrumental Tool for Effective Development of Civil Servants’ Performance in Cross River State, Nigeria." American International Journal of Supply Chain Management, August 20, 2020, 16–29. http://dx.doi.org/10.46545/aijscm.v1i1.215.

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The tremendous delayed in the payment of salaries and wages to civil servants in Cross River State is an imperative challenge crushing and knocking down the corporate as well as workers’ performance of ministries, institutions and agencies in the system. Salaries and wages structure are always established haphazardly and arbitrarily. This results in salaries and wages inequities, which are the most dangerous sources of friction, conflict and low morale in organizations. It has also created negative attitudes of workers towards their jobs and responsibilities in organizations. This study adopted survey research design. The population 1206 which consist of the various workers of the Cross River State Civil Service Commission that cut across ministries, agencies, institutions and other parastatals. Simple random sampling technique was applied through the use of Taro Yamane formula in determining the sample size of 234 respondents. Primary data was collected through the use of a structured questionnaire using 4 points Likert scale of strongly agreed (4), agreed (3), and disagreed (2), strongly disagreed (1). The data analysis technique used for the study was linear regression model, including ordinary least square and analysis of variance (ANOVA) through SPSS version 20, to test the hypotheses. The study revealed that salaries and wages management significantly influence the development of organizational performance of the Cross River State ministries, agencies and institutions. Early payments of salaries and wages have a significant influence on organizational performance in the state. The amount of salaries and wages paid also has a significant effect on workers’ involvement, loyalty and commitment of the state. Salaries and wages structure also have a significant influence on organizational job satisfaction of the state. Salaries and wages management also contributes to workers’ motivation and morale in the state. The study recommended that management as well as administrators of the various ministries and institutions should ensure that their workers are financially satisfied at when due in their payment of wages and salaries, if they are to be motivated, committed and loyal, satisfied on the job performance and productivity. This is because financially satisfied workers will be more motivated, productive, engaged and emotionally attached to the organizational jobs.
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Books on the topic "Ghana. Salaries and Wages Commission"

1

Otoo, Kwabena Nyarko. Wages and working conditions of media workers in Ghana. Accra, Ghana: Labour Research and Policy Institute, 2011.

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2

Wages and working conditions of private security workers in Ghana. Ghana]: Friedrich Ebert Stiftung Ghana, 2011.

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3

Commission, Virginia General Assembly Joint Legislative Audit &. Review. Technical report of the Joint Legislative Audit and Review Commission on the state salary survey methodology: To the Governor and the General Assembly of Virginia. Richmond: Commonwealth of Virginia, 1989.

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4

Québec (Province). Conseil du trésor. Le programme gouvernemental de relativité salariale: Rapport présenté à la Commission de l'équité salariale en vertu du chapitre IX de la Loi sur l'équité salariale. [Québec]: Le Conseil, 1998.

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5

Island, Prince Edward. Report of the commission of inquiry established to examine and recommend on the adequacy of: Indemnities, salaries and allowances paid to members of the Legislative Assembly, the Speaker and Deputy Speaker... Charlottetown: Prince Edward Island, 1993.

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6

California. Grand Jury (San Francisco). Classifications and collective bargaining. San Francisco, CA: Grand Jury, 1994.

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7

SECOND AND FINAL REPORT OF THE WAGES AND SALARIES REVIEW COMMISSION, 1970-71 - NIGERIA. ANY PUBLISHER, 2005.

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