A Conceptual Review of Organisational Culture and Behaviour Effects on Employees Reward System in the Nigerian Public Sectors

Abstract

The paper is a conceptual review based on secondary sources of information. It is a review of works that are based on organizational culture and behaviour effects on employees’ reward system in the Nigerian public sectors.  The paper reviews literature on organizations' nature, culture, organizational behaviour, inequity in employees' reward, and the theory of employees’ reward. The paper reveals inequity variables in organizational appraisal adopted for employees’ reward in the government organizations such as: aligning with superiors political and religious affiliation; female employees submitting themselves to sexual harassment from their superior officers. The paper recommends that the Federal and the States Government should proffer solutions to the inequity problem and close the gap between the top, middle, and the lower levels in their employee's reward system; the central Government should enhance its regular supervision on the State  Governors so that they would stop them from continuing with the present unethical behaviour of converting to their individual use, public employees’ salaries that are officially allocated to States from the central government accounts; Employees in public organizations should imbibe efficiency in the carrying out of their official activities, in order to contribute to the creation of dynamic public organizations, which will enable States to key into the current global sustainable service delivery to their citizenry.