EFFECT OF WELFARE SCHEME ON EMPLOYEE’S PERFORMANCE IN ORGANIZATIONS (A STUDY OF SELECTED BANKS IN AUCHI, EDO STATE)


Content

Abstract

 

This project titled “Effect of Welfare Scheme on Employees Performance in organizations” was carried out precisely to find out the effect of welfare schemes on performance with special regards to some selected banks in Auchi Edo State. The researcher used the primary and secondary methods of data collection such as questionnaire, internet, published materials etc. The chi-square and simple percentage method were also used to analyze the data collected. Based on the analysis and interpretation of data collected, the findings revealed that employee welfare are the elements of remuneration given in addition to various forms of cash pay this contribute to a competitive total remuneration that both attracts and retains high quality employees, they also cater for their personal needs of employees and enhance employee commitment to the organization. Based on the findings, the researcher recommended that employees should not be outrageous and unnecessarily difficult in their approach towards negotiation for improved welfare both parties have stakes in the business hence they should sit down and work out an acceptable modality that will be beneficial to both.   

 


 

TABLE OF CONTENT

Title Page

Certification

Dedication

Acknoledgements

Abstract

Table of Contents

Chapter One: Introduction         

1.1       Background to the Study

1.2       Statement of Research Problem

1.3       Objectives of the Study

1.4       Research Questions

1.5       Research Hpotheses

1.6       Scope of the Study

1.7       Significance of the Study

1.8       Limitations of the Study

1.9       Operational Definition of Terms

Chapter Two: Literature Review

2.1     Introduction

2.2     The Concept of Welfare Scheme

2.3     Theoretical Framework  

2.3.1 Importance of Quality of Work Life

2.3.2 Problem in Improving Quality of Work Life

2.4     What Constitute Employee’s Welfare  

2.4.1 Institutional Capacity and Protection of Employee’s Welfare

2.4.2 Trade Unions and Protections of Employee’s Welfare

2.5     Summary of the Chapter


 

Chapter Three: Methodology

3.1       Introduction

3.2       Research Design

3.3       Population of the Study

3.4       Sample/Sampling Technique

3.5       Instrumentation

3.6       Method of Data Collection

3.7       Method of Data Analysis

Chapter Four: Data Presentation, Analysis and Discussion

4.1       introduction

4.2       Data Presentation and Interpretation

4.3       Data Analysis and Hypotheses Testing

4.4       Discussion of Findings

Chapter Five: Summary, Conclusion and Recommendations

5.1       Introduction

5.2       Summary of Findings

5.3       Conclusion

5.4       Recommendations

References   

Appendix I

Appendix II

 

 

 


 

CHAPTER ONE

INTRODUCTION

1.1     Background to the Study

Workers are essential to the means of production (Drucker, 2010); they deserve to be treated with respect and given proper welfare packages and incentives. These will improve their sense of worth, boost their self-esteem, financial status and act as, a sort of motivation to drive them to have more passion for their job, increasing their productivity. This is what is expected to be pursued by employers who look beyond instant profit making as opposed to enduring sustainable business earning of profits in perpetuity. Lack or inadequate welfare schemes and other incentives leads to poor worker’s motivation which greatly affect their outcomes and productivity. Hence, there is need for employers to give staff welfare schemes and other incentives for the benefits of the employees, employers and the organization (Okereke & Daniel, 2010).

The administration of staff incentives scheme has now become a popular phenomenon of the total personnel policy of any organization. The scheme involves these extra benefits which may not necessarily be money, which emanate from the kind relationship of the employer to the employees, to supplement their usual wages, from time and which are at most times geared purposely towards the enhancement of workers performance in the organization.

Merkina (2014) observed that welfare scheme is very important to both the organization and the employees, from the employer’s point of view, it is anticipated that a good staff employee incentive scheme will induce the employees to work hard and improve their general attitude toward the organization.  But for the employee, these benefit represent some additional right such as extra income, additional security or more desirable working conditions that should not require any additional effort.

In business organizations, employers of labour have seen in staff welfare services the ability to invoke commitment and co-operation of the subordinates to contribute more to the achievement of the organizational goals and aspiration. This discovery has led many employers of labour to the introduction of well schemes welfare services, with the sincere belief that a good staff services will induce staff to work hard and improve the general staff morale (Acheaw, 2011).

The situation remains relatively the same but for the difference in methods of payment and apparent change in emphasis. The appraisals of the staff welfare scheme are defined as “something of value apart from the agreed regular monetary payment of salaries and wages given to staff”. This will be used as the working definition for this research work.

Ralph (2015) opine that staff welfare services exist in all culture and in all organization and had existed at all times. They take different shapes and forms and attract different names.  In recognition, workers need fulfillment functions; they are variously called “welfare services” “welfare benefits, employees” “income” or simply “supplementary, compensation or “pay and non wage remuneration. As non taxable income and expenses, they are beginning to be called “indirect compensation and non tax benefit”.

In the past, they used to be tiny bits and pieces of goodies that occasionally full from the high tables of paternalistic employer i.e. when the top management plays a fatherly role of the staff.

It should be noted that for the company to achieve its objective her welfare service should be adequate, competitive and tailored towards the real need of the staff.  Staff are directly influenced by nature, quality and quality of welfare services offered because they compare themselves with their counterparts in other organizations.

Welfare scheme is a kind of incentives given in cash or kind aimed at getting the best out of an employee or group of employees. Motivation aims at optimum performance of employees. Many factors have to do with characteristics of the individuals; different people are endorsed with different potentials, training, skills and receptions ability to change. Employees’ attitude and behaviour are also influenced by their remuneration and other incentive such as prestige, special allowance and retirement benefits. Conditions and environment of work also affect productivity (Akpala, 2011).

Incentive (welfare scheme) can also be a compensation schemes, reward for performance, staff prefer cash items such as salary, allowances, Christians bonus, or in non cash items such which we call fringe benefits such as giving the product of the organization to the workers, protective clothing, cars with or without driver.

1.2     Statement of Research Problem

Delay in the payment of worker’s salaries could result to apathy that might hinder efficiency in work performance. It could lead to embarrassing circumstances typified in inability to pay rent and concomitant quarrel with landlord/caretaker; inability to pay for the schooling of his ward(s); poor dietary intake that might result to malnourishment; inaccessibility to adequate medicare; inability to meet with maturing social and financial obligations. The foregoing could eventually culminate into disaffection between the employee concerned and his/her employer, with consequences for poor attitude to work (low morale) and low productivity.

Welfare schemes is an effective tool to making employees devoted towards increasing productivity in organizatioa The absence of welfare scheme and its ineffectiveness or inadequacies cause to reduce the rate of labour turnover (most specially the skilled labour). The major problem faced in the selected banks is the insufficient and inadequate welfare schemes being exposed to its employees. The personnel in the banks are not being encouraged with enough welfare schemes that will increase their appetite and boost their morale for service. And this has to a long extent reduce the productivity and performance of the bank. Based on research, promotion from one level to another and training and development of staff of the selected banks are the major welfare schemes being employed in the organization. Thus, the purpose of this study is to align and elaborate the relevance of welfare schemes to employee performance and how it can be effectively managed to enhance adequate productivity.


 

1.3     Objectives of the Study

The broad objective of the study was to examine the effect of welfare schemes on employee performance in some selected banks in Auchi. Specifically, the objectives are as follows:

i.        To find out if employees are motivated through improved recognition and advancement they have on training and development.

ii.       To ascertain if promotion of employees as at when due influence them towards higher job performance.

iii.      To determine if commensurate salaries and allowances paid to employees motivate them towards higher job performance.

1.4     Research Questions

The following questions were drawn to direct the focus of this study:

i.        To what extent are employees motivated through improved recognition and advancement they have on training and development?

ii.       How does promotion of employees as at when due influence them towards higher job performance?

iii.      Do commensurate salaries and allowances paid to employees motivate them towards higher job performance?


 

1.5     Research Hpotheses

To attain the main objective of this research, the following hypotheses were stated:

HO1Employees are not motivated through improved recognition and advancement they have on training and development.

HO2: Promotion of employees as at when due don’t influence them towards higher job performance.

HO3:  Commensurate salaries and allowances paid to employees do not motivate them towards higher job performance.

 1.6    Scope of the Study

Knowledge possibilities are expensive and differs in order to ensures that research is focused and directed, this study has it’s own boundaries. This research investigation is focus maorly on the use of welfare scheme as a center of some selected Banks in Auchi. Reference was made to selected banks in Auchi. This research work also focus on the welfare scheme rendered by business organization to their workforce.

1.7     Significance of the Study

This study will be significance to the following persons/organization: 

i.        Bank: This study is quite appropriate to bankers since the recommendation of welfare schemes will help reduce the problems and make bank management strive for better welfare strategies which will boost their service and increase the overall customer satisfaction thereby maximizing profit for the organization.

ii.       Business Organization: Some organizations with little or no knowledge of welfare scheme and fringe benefit now know the importance of it, and the process of implementing them. The work would be of help to organization who want to venture into welfare schemes administration and possible areas of improvement.

iii.      Students: The research will benefit both business administration and management students and that of other fields of study. It will provide all the needed knowledge with regards to welfare schemes as a motivational tool or techniques for business organization.

1.8     Limitations of the Study

In the cause of this study there were some limitations bounded:

i.        Unwillingness of the employees in the bank to disclose some important information that would have been useful for this research.

ii.       Information or result obtain from this study, when generalized may be misleading because other firms have their unique way of motivating their workers.

iii.      Non availability of current and vital welfare schemes in the organizational operations.

1.9     Operational Definition of Terms

i.        Business: An enterprise form to manufactured goods and render services to satisfj the consumers need

ii.       Management: This a process that include planning, orgnizing, coordinating, controlling, directing and staffing of both human and material resources in the form to produce goods and services in order to maximize the organizational objectives.

iii.      Welfare schemes: This is described as a wage payment plant that wage directly or indirectly to productivity standard. It is use as a motivator.

iv.      Employees: An individual who works under an organization or a person in return for wages a staff worker or workforce of an organization.

v.       Motivation: This is the situation of individual to actions so as to accomplish desired goals. This is refer to the extent at which a person choose to incisive in a particular specified behavior.

vi.      Compensation: A thing given to employees for pain suffered usually an amount of money. 

Order Complete Project