Since the day of Abraham Maslow’s
hierarchy of needs and Douglass Mcgregor’s hygiene factors, a lot of management
intellectual have been carrying out research, and writing on good management of
staff welfare schemes and ways of motivating workers and increasing
productivity. but the good ideas suggested by these searchers (authors) have
not been fully realized by the employee of out time in general and the good
workers of NEPA Plc, Enugu Zone in particular.
Although the colonial history of Nigeria there has been employer/employee
unrest at different time due to financial s malfeasance, administrative
malversation, neglect of and imposition of inhuman workers welfare scheme and
consequent negative results on labour productivity. The killing of many
coal miners in Enugu in 1949 by the an autocratic white regime is a case
to mention here, since then, many organized labour unions have sprung-up in
many organizations and governments at different times at different parts of
this country of fight for the right of workers, workers motivational
incentives, and society. Responsibilities of employers of labour to the
employees in particular, and society at large.
It is against this background that this research work was conducted to
investigate the problems militating against the full realization of the
benefits of a good workers welfare scheme by the employees of NEPA Plc, Enugu
Zone in particular. The method of data collection employed in this study was
primary and secondary sources. Simple percentage was used in the analysis of
data to generated in the course of this research.
It is expected that this work would assist the corporate/business level
strategic planners and mangers of NEPA Plc, Enugu zone in particular and those
of other companies, industries, corporations and government in productivity as
they are in constant search for practical approaches to the solution of the
problems hindering improvement of NEPA performance (in supply of power) in the
Enugu zone, and workers productivity in the economy.
It is also hope that all the other employer of labour whose business are so
small to be classified under the entrepreneurial code such as all small/medium
scale enterprises vis-visa, those other bigger business discussed above which
classed under the adaptative and planning code shall as well benefit motivate
workers, provide workers participation in decision making process, and lead to
eventual increase in labour productivity.
TABLE OF CONTENTS
Background of the Study
Statement of the Problem
Purpose of the Study
Scope of the
Limitation of the Study
Significance of the Study
Definition of Terms
Nature of Scope of Staff Welfare
Growth of Staff Welfare
Purpose of Staff Welfare
Categories of Staff Welfare Services/Types of Fringe
Disadvantages of Staff Welfare
Summary of Literature
Research Design and
Area of the
Population of the
Sample and Sampling
Instrument for Data Collection
Validation of the
Reliability of the
Data Presentation and
Testing of Hypothesis
Discussions, Recommendation And
Implication(s) of the Research
Suggestions for Further
1.1 BACKGROUND OF THE STUDY
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
This 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
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 packaged welfare services, with the sincere belief that a good staff
services will induce staff to work hard and improve the general staff morale.
The situation remains relatively the same but for the difference in methods of
payment and apparent change in emphasis. The appraisal 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.
Staff welfare services exist in all culture and in all organization and had
existed at all times. They take different shapes and forms and attracts
different names. In recognition of their worker 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
play 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.
In this research work, workers do prefer increase in welfare services to
increases in salaries especially during the period of inflation and rising
prices, workers normally get frustrated and dissatisfied when welfare services
are inadequate. But if the opposite condition prevails workers have been
observed to be satisfied and more committed to give off their best to the
achievement of the company’s objectives.
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.
Incentive (welfare scheme) can also be a compensation package, 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 THE PROBLEMS
Often workers or employees are attracted
to certain organization not only because of the pay packets that are stated in
the advert but also because of the benefits attached to them. Those
benefits usually include, housing, transport and medical allowances together
with pension or retirement benefits to mention but a few.
These attractions may constitute a considerable objective for which such
individuals made-up their mind to serve in each organization. The Spence or
reduction in these primary attractions of such individuals into the
organization will certainly lower the morale as well as the efficiency of such
individuals performance, which will in turn reflect on the organizations
CORRECTION FROM STATEMENT OF
These dissatisfaction expressed by the staff either on the provision or
administration to staff welfare service activities become some serious problem
which demand for proper investigation and examination in order to find lasting
solution to them, are as follows:
The implementation of staff welfare scheme in the company is not too effective.
Workers welfare is not taken care of their salary structure or payment is
nothing to write home about.
The management function is not effective as workers or employees show a
negative attitude towards their job, that is inadequate responsibility, high
rate of absenteeism and indiscipline.
Also, the flow of communication between the workers and management is
Measure to be used in making sue this problems are tackled to enhance
1.3 OBJECTIVE OF THE STUDY
The objective of this study are as follow:
To determine if any incentive welfare scheme exist in NEPA.
To ascertain whether any of the service rendered by the staff in the company
has been withdrawn due to withdrawal of some incentives.
To identify if welfare scheme package is given by NEPA.
To ascertain whether there are other benefits which the staff demanded for
effective performance of their job that are not yet provided.
To ascertain the problems if any that is encounter by the company in the
administration of welfare services.
To determine the effectiveness of staff welfare programme in National Electric
Power Authority as perceived by the staff.
To make recommendation based on this study on how to improve the provision and
administration of staff welfare scheme in NEPA Plc Enugu Zone if need be.
1.4 SCOPE OF THE STUDY
The scope of this study covers only a large spectrum of government owned
enterprises in Nigeria called NEPA Plc Enugu Zone.
It is hoped that the study of the administration of staff welfare scheme in NEPA
will serve as an eye opener to efficient administration of welfare services in
other government owned companies in Nigeria.
1.6 SIGNIFICANCE OF THE STUDY
In view of this research work, the
beneficiaries are as follows, management, staff and other organization.
MANAGEMENT: The management
tends to benefit when this incentives such as special allowance and retirement
benefits, prestige, condition and environment of work are provided. Workers are
committed to give off their best to the achievement of the company’s objective.
STAFF: - The staff will also
benefit when welfare services are introduced in the organization due to the
employers sincere belief that a good staff/employee service activity will
induce them to work hard and improve general staff morale.
Other organization thus, try as much as possible to attain their corporate
objectives by helping their staffs to accomplish their own personal objectives.
This they do by setting ups ideal welfare scheme for the benefit of their
1.7 DEFINITION OF TERMS
For the purpose of this research work the
following key words are defined as follows:
Any person who enters into a (employer in return for wages, salary or other
is an act of organizing a body of people, company, school. It is also the
structure of relations that exist between positives in a group.
This means the moral condition of workers
regarding discipline and confidence.
INCENTIVES: These are wages and
EMPLOYEE: Those employed to
work in an organization.
WORK: A task which employee is
assigned to perform.
PERFORMANCE: This refers to the
execution of carrying out notable worker.
TERMS AND CONDITIONS APPLY
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