Effect Of Adequate Staff Welfare Package On Worker Productivity
(A Study of Governemnt Workers)
Adequate staff welfare packages play a crucial role in enhancing worker productivity within organizations. By prioritizing employee well-being through comprehensive benefits, such as healthcare, flexible work arrangements, and professional development opportunities, companies can foster a positive work environment that directly impacts employee performance. When employees feel supported and valued, they are more likely to be motivated, engaged, and committed to their tasks. This, in turn, results in increased efficiency, higher job satisfaction, and a reduction in absenteeism. The implementation of robust staff welfare measures, including fair compensation, childcare support, and wellness initiatives, not only attracts top talent but also contributes to the establishment of a harmonious workplace culture. Companies that invest in the holistic welfare of their staff create a positive feedback loop, wherein content and motivated employees contribute significantly to organizational success.
Introduction
Background Of The Study
Statements Of The Problem
Significance Of The Study
Scope Of The Study
Limitation Of The Study
Definition Of Term
CHAPTER ONE
Literature Review
Introduction
Concept Of Staff Welfare Package And Productivity
Aspect Of A Good Welfare Package
Rewards System And Workers Productivity
How To Evaluate Employee Performance
The Role Of Money As An Incentive
Summary Of Literature Review
CHAPTER THREE
Research Design And Methodology
Research Design
Sources /Method Of Data Collection
Population And Sample Size.
Validity And Reliability Of Measuring Instrument
Method Of Data Analysis
CHAPTER FOUR
Data Presentation And Analysis
Introduction
Presentation Of Data
Analysis Of Data
Interpretation Of Result
CHAPTER FIVE
Summary, Conclusion And Recommendation
Introduction
Recommendation
Suggestion For Further Research
Questionnaire
1.0 INTRODUCTION
One of the basic assumptions of management practice is that workers can be motivated to high productivity by satisfying their needs. This assumption presupposes that every worker has some internal urges which propel him in specific direction towards self-fulfillment and also towards realization of his centre life’s ambition.
According to anikpo (1984) the direction of those urges or need differs from one workers to another . however, certain uniform clusters of needs have been very a sy to determin the nature sequence and magnitude of need necessary to enhance productivity in the organization, both public and private.
Fringe benefits , the third component of compensation refers to direct financial compensation that are given to an employee as entitlement in addition to his/her bsiai pay as a result of is work relationship with his employer or for being a member of the organization in a given status/level.
Fringe benefits constitute a substantial part of labour cost to many organization in Nigerian fringe benefit are offered to often satisfy employee needed and want that are not fully satisfied by wages and salaries and therefore have considerable value In promoting moral.
The need for employee to share in the prosperity of business resulted in the introduction of fringe benefits extra compensation or towards for their contribution to the progress of the company.
In any production enterprises, matter profit or nonprofit making organization. The basic method of paying an employee of his labour has been wages or salaries for each unit of the spent on job (or amount of work completed) traditionally the obligation o workers is considered complete with the payment of his salary or wages as the case may be . But with increase industrialization and increased income, the interest of workers in payment and currently the workers ability to provide supplementary items of compensation has improved.
The development of any supplementary compensation practices could have been financed through higher wages thus such fringe benefits as health insurance and retirement benefits. Frige benefits may be provided by law’s graned unilaterally by workers or obtained through collective bargain. Workers payment of fringe benefits are included in the workers compensation cost an therefore are not jiale to corporate income tax.
If the same account are paid directly to the works are wages rather than spent ob fringe benefits, the workers would personnel income tax on them, and elect to there is no universally accepted group of practice embraced by the term “fringe benefits”
Ubeku (1984) also noted that a frnge benefit has to meet to texts, it must provide a specific benefits to an employee and it must represent a cost to the employee.
The origins of fringe benefits in an organization dat as far back as the 19th century. However major attempt as provision of frige benefits to workers were made during the 1920’s era of paternalism was during this time that elaborate personnel programme were developed emphasing such activities as company store, company homes recreation facilities etc.
In developing country like Nigeria, the growth of fringe benefits as been primarily influence by the economic to provide the basic facilities citizenry.
Etuk (1981) emphasized the myth about the nature and work life average Nigeria public servant. It projects the picture of a complacement individual.
Whose sense of responsibility has been dulled by frustration an negativism.
Amaechi (1984) point a very clear picture of the impact and relevant of employee welfare when he contended thus.
It would be unreasonable to support that people would continue to find satisfaction in cooperating in company affairs if no reciprocal interest is show in their individual needs an problems.
Here lies the value of welfare schemes and services. Theses consideration offer the most direct explanation of management regards for it’s employee as a people.
It is merely staing the obvious that the request of employer to meet the welfare needs o the workers has cause a conflict, in Nigeria the agitation for the fulfillment t of workers needs has culminated in many industrial up heaven form the general strives of (1945) through the Enugu local miner shooting of 1945 the s tock workers of 1964: the minimum wages strike of 1999, however a Amaechi (1984) contends a sound and suitable scheme is an important and integral part of well balance industrial relation, such a program has the advantages of providing needed protection of employees improving moral, helping to live a sense of loyalty and pride and adding to the community as a good place to work attracting desirable applicant and providing an incentive for quality performance on the job. All these would definitely enhance organizational performance.
1.1 BACKGROUND OF THE STUDY
In Nigeria today, there have been a lot of conflict between workers union and government or the concerned management.
The major cause of the conflict is the attributed to poor staff welfare packages.
As a result of this poor staff welfare package this nation has witnessed a number of strike actions by workers particularly in our higher institution of learning and companies. Attitude to work.
Staff welfare package is generally pack of incentive which show an organization concern for the whole quality of working life of it employee and ensuring works well been (adjileye 2002) interest to work in order o attain institutional goals coming to Nigeria situation labour leaders hold the view that if workers wages are sufficiently increase. They therefore, argue in favour of adequate staff welfare package whether their claims will be met.
Given an important in the staff welfare package is subject to verification through research.
However it is easy to see changes in attitude of work by Nigerian workers since the introduction of the new minimum wage approved by President Goodluck Jonathan seem to suggest that improvement in the workers welfare package may influence positively on the workers productivity. But this will better be exposed through in-depth staff welfare and work productivity.
1.2 STATEMENT OF THE PROBLEM
Adaeqaute staff welfare package will have a powerful change in workers productivity I any establishment some year back, due to poor incentive and motivation arising from inadequate staff welfare package. Staff in our various establishment were observed to be less dedicated to work and hard work because an old story.
But all of a sudden thee were smiles and signs of hard work and dedication to duty by most staff of the establishment after the approval of new minimum wage by president Goodluck Jonathan Ebele.
It is against his background that the researcher wished to examine the effect of adequate staff welfare packaged on the workers productivity using NTA as a case study.
1.3 OBJECTIVES OF THE STUDY
The purpose of this study is to investigate and analyze how adequate staff welfare package effect workers productivity in Nigeria with special references to Nigerian television authority Owerri specifically the study will
1. To examine the context of staff welfare package existing in Nigeria television authority Owerri. With special references to their effect on workers attitude to work.
2. To determine the adequacy or otherwise of the existing in Nigeria television authority Owerri. With special references to their effect on workers attitude to work.
3. To determine the adequacy or otherwise of the existing welfare package
4. Identify some of the common problems of the staff a rising from the existing staff welfare package in the order to raise workers productivity.
Research questions
1. What is the contact of staff welfare package existing in nta Owerri.
2. What s adequacy of the existing welfare package
3. What are the common problems of the staff arising from the existing staff welfare package in the establishment.
4. What are the useful suggestion that ca be used to solve workers productivity.
1.4 SIGNIFICANCE OF THE STUDY
is significantly in the following ways .
The study will throw light on whether or not industrial disputes may result in absence of incentives and good working condition for workers.
The study will help for policy formulation by the government. The study could also be valued as a source of data for similar studies in future.
1.5 SCOPE OF THE STUDY
The essence of this study is to establish the relationship between productivity and the availability of welfare services in the public services.
The study will make references to Nigeria television authority Owerri. Due to the financial involvement in the research coukped with the congested academic activities of the researchers this study will be limited to Nigeria television authority.
1.6 LIMITATION OF THE STUDY
In the process of carrying out this research work some actor came up as limiting forces and they include the following.
There were insufficient journals and textbooks on his topic which led to information that subsequently affected the literature review. However the researcher made use of the available ones.
These was non existence of already made research work on this topic hence the researcher encountered difficulties in the cause of carrying out this research work.
Time and duration of this project work was too short and this adversely affected the research work.
Lack of finance was also one of the limitation forced by the researcher during the time of conducting this research work.
Lastly another major constraint was in adequate cooperation by the respondents which reduced the amount of data collected.
1.7 DEFINITION OF TERM
Management: this body is involved in the process of planning, organizing, directing, coordinating and controlling human and non-human resources for the purpose of optimum achievement.
Morale: this is refereed to employees net reaction to situation which depend on such mental doctors as hope, zeal, confidence and spirit.
Fringe benefit: these are additional compensation which the employee receives other than direct wages or salary which further harder to better
Performance: this is the result of the effect of the worker in achieving organizational objectives.
Workers productivity: this is a measure of how well resources are brought together in the organization and utilized for fulfilling a set aims and objective.
Tangible benefits: these are inducement are either material or monetary oriented in nature.
Organization: this is coordination of activities of group of people for the achievement of common goals through division of labour or responsibility.
Insurance: this is an institution in the event of unforeseen circumstances and these investors pay premium for the service the receive.
Promotion: this is the advancement of an employee from one grade to another grade.
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Effect Of Adequate Staff Welfare Package On Worker Productivity:
Adequate staff welfare packages can have a significant positive impact on worker productivity. When employees feel supported, valued, and satisfied with their overall work environment, they are more likely to be motivated, engaged, and committed to their jobs. Here are several ways in which a well-designed staff welfare package can influence worker productivity:
- Job Satisfaction: Adequate staff welfare packages contribute to job satisfaction by addressing employees’ needs and concerns. When workers are content with their working conditions, benefits, and overall treatment, they are more likely to be satisfied with their jobs, leading to higher productivity.
- Employee Motivation: Welfare packages, including competitive salaries, health benefits, retirement plans, and other perks, can serve as powerful motivators. Motivated employees are more likely to put in extra effort, stay focused, and actively contribute to their tasks and projects.
- Reduced Turnover: A comprehensive staff welfare package can help reduce employee turnover. When employees are provided with attractive benefits and a positive work environment, they are less likely to seek opportunities elsewhere. This stability in the workforce can lead to increased productivity as the organization benefits from experienced and committed staff.
- Improved Health and Well-being: Wellness programs, health insurance, and other health-related benefits can contribute to employees’ overall well-being. Healthy employees are generally more productive, as they are likely to have fewer absences due to illness and experience higher levels of energy and focus.
- Enhanced Work-Life Balance: Policies that support work-life balance, such as flexible working hours or telecommuting options, can contribute to increased job satisfaction and reduced stress. When employees feel that their personal lives are respected and supported, they are more likely to bring a positive attitude to their work, leading to higher productivity.
- Employee Engagement: Adequate staff welfare can foster a sense of belonging and engagement. When employees feel connected to their organization and its values, they are more likely to be committed to their work and contribute positively to team dynamics.
- Increased Loyalty: Providing comprehensive welfare packages creates a sense of loyalty among employees. Loyalty can lead to a stronger commitment to the organization’s goals and values, resulting in increased effort and productivity.
- Positive Organizational Culture: A focus on staff welfare contributes to a positive organizational culture. This can lead to a collaborative and supportive atmosphere where employees are encouraged to share ideas, communicate openly, and work together effectively.
In summary, adequate staff welfare packages can create a positive work environment, leading to improved job satisfaction, motivation, and overall well-being. These factors, in turn, contribute to increased employee productivity and enhanced organizational performance