Impact of fringe benefit and employees morale and performance in nigeria

Thesis Overview

<p> <b></b></p><p><b><b>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>INTRODUCTION</b></b></p><p><b><b>1.1 BACKGROUND OF THE STUDY</b></b></p><p><b>The<br>problems of employee motivation and performance in Nigeria have continued to<br>attract the attention of professional bodies and other interested parties. Research<br>has shown that a substantial portion of the total variable cost in many<br>organization are spent on salaries, wages and fringe benefits and thus often<br>result in main-hour loses due to workers strike or tension between management<br>and worker in a bid for improved organization climate</b></p><p><b>For<br>worker, fringe benefits represent extra income and additional security. For<br>management, the fringe benefit scheme is hard to fulfill due to recessive<br>economy – although the return from fringe benefit and service may not be ready<br>apparent to the employer, such benefits often satisfy employee’s needs and<br>wants that cannot otherwise be satisfied by salaries and thus fringe Benefit<br>have been considered, valuable by promoting harmonious organizational<br>commitment to duties and obedience to organizational objectives.</b></p><p><b>In<br>view of workshop or lecture was gathered that some organizational management<br>assumes that if employees are given as many fringe Benefits as possible in<br>addition to their salaries, the performance of the workers may increase and to<br>some extent neutralize any negative or interruptive plans by the unions, hence,<br>fringe benefit are often seen as factors promoting industrial harmony and peace<br>in any organization (filppo 1950: 56)</b></p><p><b>Consequently,<br>the various ways and salaries supplement scheme have attempted to solve the<br>problem in employer- employee relationship. Source meanwhile, the assumption<br>that Nigerian workers are motivated to perform more by increase ways and other<br>salary supplements, such as paid leave, free health care plans, bonuses,<br>pension and gravity plans and insurance have received some support from both<br>the labour union and Nigerian Government.</b></p><p><b>Thus<br>evidence by the setting up of eleven different commission on salaries review<br>between 1934 and 1988(EjiforNnamdi and Anigbo (19893)</b></p><p><b>All<br>these were done in assumption that a worker can be coerced and manipulated to<br>fit the objectives of the organization through monetary rewards or incentives.<br>Therefore, for an organization to achieve its goals of survival and to improve<br>productivity, motivation of workers become very necessary and need to be seen<br>as a vital element of the organizational policies. Good motivational programmer<br>have not always been easy to attain in same organizational because of the<br>problem of selecting the appropriate motivational tools limited resource to<br>finance such programmer and &nbsp;proper implementation.</b></p><p><b><b>1.2 STATEMENT OF THE PROBLEM</b></b></p><p><b>Motivation<br>is the force that energizes, behavior, give, direction to behavior, and<br>underlies the tendencies to persist. Efforts to understand the motivation<br>process have centered on several major element, needs cognitive activities and<br>record as whereas re-enforcement issue. It is a known fact that organization<br>cannot succeed without adequately motivating it workers. The importance of<br>motivation to the overall development and progress of any organization cannot<br>be over emphasized. When attitude of workers is generally negative and<br>characterized by dissatisfaction, frustration, lack of interest and commitment.<br>An individual or group with this kind of unhealthy disposition cannot be in a<br>position to voluntarily release his energy to increase his productivity in the<br>interest of the Councils or organization. Such attitude to work is a detriment<br>to the survival of any Local Government or organization in general.</b></p><p><b>According<br>to Ekundayo (1988) a tangible gain to employees in form of monetary or<br>non-monetary reward. Research has shown that the Health sector has not been<br>performing up to expectation for some reasons which boarders on inability<br>to attract, retain and activate personal effectively and efficiently (Adeoye<br>1977:11, ifedi 1986:3)</b></p><p><b>The<br>bulk of the problems may create among workers of on existing salary and fringe<br>benefits scheme as well as poor working condition which lead to suck vices as<br>lateness to work, absentees and in extreme case/ outright resignation.</b></p><p><b>All<br>these continue to impede on the desire to develop the sector.</b></p><p><b>It<br>is therefore the trust of this research study to investigate an aspect of the<br>problem of poor fringe benefit scheme, with the aim of establishing its effects<br>on the performance of worker in University of Nigeria Teaching Hospital<br>ItukuOzala Enugu. &nbsp;This study is also designed to make useful<br>suggestion that will lead to improved fringe benefit administration in the<br>Hospital as a way of engendering better performance among the workers and<br>consequently enhancing the viability of the hospital</b></p><p><b><b>1.3<br>OBJECTIVES OF THE STUDY</b></b></p><p><b><b></b></b></p><b><b><p>The specific objectives of the study were:</p><p>i. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<br>To determine<br>whether employment security benefits have an effect on employee productivity in<br>University of Nigeria Teaching Hospital ItukuOzala Enugu.</p><p>ii. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; <br>To find out<br>whether health protection benefits have an effect on employee productivity in University<br>of Nigeria Teaching Hospital ItukuOzala Enugu.</p><p>iii. &nbsp; &nbsp; &nbsp; &nbsp; <br>To examine whether<br>retirement benefits have an effect on employee productivity in University of<br>Nigeria Teaching Hospital ItukuOzala Enugu.</p><p>iv. &nbsp; &nbsp; &nbsp; &nbsp; <br>To assess whether<br>recognition does enhance employee productivity in University of Nigeria<br>Teaching Hospital ItukuOzala Enugu.</p><p><b>1.5 RESEARCH HYPOTHESIS</b></p><p><b></b></p><b><p>To guide the investigation of the issue raised in<br>the problem definition, it is hypothesized that</p><p><b>H0:</b>&nbsp;Fringe benefits are not helpful in retaining<br>employee in the</p><p>Hospital.</p><p><b>H1:</b>&nbsp;Fringe benefits are helpful in retaining<br>employee in the hospital.</p><p><b>H0:</b>&nbsp;There is no direct relationship between fringe<br>benefit ‘package’and employees level of commitment </p><p><b>H2:</b>&nbsp;There is a direct relationship between fringe<br>benefit package and employees level of commitment.</p><p><b>1.6<br>SIGNIFICANCE OF THE STUDY</b></p><p>The<br>study would be significant to all the personnel of the Hospital as they would<br>use the facts presented to improve on that activity. The study will also<br>determine whether or not poor fringe benefit scheme contribute to lateness,<br>absentee turnover, low morale and low level of commitment among workers.</p><p>It<br>would be significant to both law makers and policy implementers because they<br>would use the data provided to make more effective laws for the hospital.</p><p>It<br>would be significant to Administration and human resource practitioners because<br>they would apply the findings to impacting because they would use the data<br>provided to make more effective laws for the hospital.</p><p>It<br>would be significant to Administration and human resource practitioners because<br>they would apply the findings in impacting knowledge</p><p><b>1.7<br>SCOPE AND LIMITATION OF THE STUDY</b></p><p>The<br>scope of the study is the impact of fringe benefit and employee’s morale and<br>performance in Nigeria with particular reference to the Nigeria University Teaching<br>Hospital ItukuOzala, Enugu. This study intended to cover some of the major area<br>of scheme with some of resource with be concentrated on employee of all cadres<br>in the Hospital</p><p>The<br>major constraint of this research study is the sourcing of the relevant<br>material as some of the materials needed are not readily available.</p><p>Another<br>major limitation is the inability of the workers in the Hospital to make<br>available some useful material, which they describe as classified and therefore<br>it cannot be made available.</p><p>Money<br>is also a serious impediment. This is as a result of numerous trips. That has<br>to be embarked upon for the purpose of the work. The prevailing like fuel price<br>contributed to the increase of transportation fare. A lot of money is also<br>needed for the typing and binding of the research work itself.</p><p>Again,<br>there is issue of time constraint which enforced on the researcher a lot of<br>handwork to ensure that the research was completed with the stipulated time and<br>other factors that cannot be avoided.</p><p><b>1.8<br>DEFINITION OF TERMS</b></p><p><b>FRINGE<br>BENEFITS: </b>&nbsp;these are addition benefits (monetary<br>or non-monetary) available to workers as a member of an organization apart from<br>be normal salary or ways and which are the total cost of labour.</p><p><b>MORALE; &nbsp; </b>this<br>is the sum total of the attitude of all the workers of one group. If we can<br>design the attitude of individuals, we can deduce them from the overall. Morale<br>cannot directly be measured.</p><p><b>EFFECTIVENESS:</b>&nbsp; Any<br>person who received remuneration or to whom any remuneration access by reason<br>of any service rendered by such person to or on benefit of a labour broker.</p><p><b>EMPLOYER: &nbsp; </b>Duckers<br>(1955) suggested that an employer is controls and direct a servant or worker<br>under an express or implied contract of employment and cor obligated to pay him<br>or her salary or way in compensation.</p><p><b>MOTIVATION:</b>&nbsp; &nbsp; &nbsp; it<br>can be defined as the process that initiates, guides and maintain good oriented<br>behaviors’.</p><p><b>1.9 ORGANIZATION OF THE STUDY</b></p><p><b></b></p><b><p>This<br>research work is organized in five chapters, for easy understanding, as follows<br>Chapter one is concern with the introduction, which consist of the (overview,<br>of the study), statement of problem, objectives of the study, research<br>question, significance or the study, research methodology, definition of terms<br>and historical background of the study. Chapter two highlight the theoretical<br>framework on which the study is based, thus the review of related literature.<br>Chapter three deals on the research design and methodology adopted in the<br>study. Chapter four concentrate on the data collection and analysis and<br>presentation of finding. Chapter five<br>gives summary, conclusion, and recommendations made of the study.</p></b></b></b></b> <br><p></p>