CHAPTER ONE
INTRODUCTION
1.1    Background to the Study
All organizations are concerned with what should be done to achieve high level of productivity through staff motivation using the right kind of incentive. Most organizations in the past have been using financial incentives but their workers are still agitating for increment in salaries. Consequently the effect of non financial incentive becomes a burning issue in human resource management (Okoh, 2008). The issue of adequate motivation and consequently workers productivity is a product of a person’s set up of needs, goals, drive and experience. By implication, this means that factors which govern motivation, job satisfaction, workers productivity and attitude to work differ from one society to another. However, the entire issue of the implication of adequate motivation on workers productivity is embedded in the various theories of motivation. People are motivated by various factors at different times, according to Wilkinson et al, the first factor is the combination of the individual perceptions of the expectations other people have of them, and their own expectations of themselves. This happens because people come into work situations with various expectations.   People work together in large organisations like bank, factory where they are expected to follow orders, which they may not approve of. In addition, they may have to obey instruction from supervisors they had no hand in selecting. This is the type of situation where the worker might have no opportunity for self-expression. The basic question that now arises, relates to how to create a situation in which workers can satisfy their individual needs while working towards organisational goals. How can workers in corporate organisation in Nigeria who’s workers feel that their salaries are low when compared with their contemporaries in other organisation?   As such a lot of theoretical concept, principles and techniques of management have evolved in response to these challenges/ but most scholars suggest that more conceptual and empirical work is required to show the link between financial and non financial incentive and staff productivity is still vague but some studies have documented in their work that financial incentive is readily perceived as having a high instrumental value that makes putting forth extra effort worthwhile and its has a long term effect in terms of labour turnover rate because of comparative value for alternative employment while non financial incentive has less initial impact as the pragmatics of financial gain, they seem to have a steady, sustainable impact(Egbe,2008). Despite the growing body of literature and empirical study on the effect of  non financial incentive on workers productivity, the subject matter still remains complex. Hence, the need to undertake a survey on the effect of   non monetary incentives on staff productivity in Niyya food and drinks company Ltd Kaduna.  
1.2   Statement of the Problem
Most organizations in Nigeria are constraint with the problem of using non performance based element like salaries to compensate it staff as against performance-related pay structure which has hamper productivity because it does not make worker put in extra effort in their work. This is so because their compensation is not based on incentive schemes that elicit additional effort of workers sequel to unfriendly government legislation on wages clause and bureaucratic inefficiency. Hence the need for the research to examine the effect of  non monetary incentive on employee productivity in Niyya Food and drinks Ltd Kaduna.