IMPACT OF FRINGE BENEFIT AND EMPLOYEES MORALE AND PERFORMANCE IN NIGERIA – Complete Project Material


CHAPTER ONE

                                   
INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The
problems of employee motivation and performance in Nigeria have continued to
attract the attention of professional bodies and other interested parties. Research
has shown that a substantial portion of the total variable cost in many
organization are spent on salaries, wages and fringe benefits and thus often
result in main-hour loses due to workers strike or tension between management
and worker in a bid for improved organization climate

For
worker, fringe benefits represent extra income and additional security. For
management, the fringe benefit scheme is hard to fulfill due to recessive
economy – although the return from fringe benefit and service may not be ready
apparent to the employer, such benefits often satisfy employee’s needs and
wants that cannot otherwise be satisfied by salaries and thus fringe Benefit
have been considered, valuable by promoting harmonious organizational
commitment to duties and obedience to organizational objectives.

In
view of workshop or lecture was gathered that some organizational management
assumes that if employees are given as many fringe Benefits as possible in
addition to their salaries, the performance of the workers may increase and to
some extent neutralize any negative or interruptive plans by the unions, hence,
fringe benefit are often seen as factors promoting industrial harmony and peace
in any organization (filppo 1950: 56)

Consequently,
the various ways and salaries supplement scheme have attempted to solve the
problem in employer- employee relationship. Source meanwhile, the assumption
that Nigerian workers are motivated to perform more by increase ways and other
salary supplements, such as paid leave, free health care plans, bonuses,
pension and gravity plans and insurance have received some support from both
the labour union and Nigerian Government.

Thus
evidence by the setting up of eleven different commission on salaries review
between 1934 and 1988(EjiforNnamdi and Anigbo (19893)

All
these were done in assumption that a worker can be coerced and manipulated to
fit the objectives of the organization through monetary rewards or incentives.
Therefore, for an organization to achieve its goals of survival and to improve
productivity, motivation of workers become very necessary and need to be seen
as a vital element of the organizational policies. Good motivational programmer
have not always been easy to attain in same organizational because of the
problem of selecting the appropriate motivational tools limited resource to
finance such programmer and  proper implementation.

1.2 STATEMENT OF THE PROBLEM

Motivation
is the force that energizes, behavior, give, direction to behavior, and
underlies the tendencies to persist. Efforts to understand the motivation
process have centered on several major element, needs cognitive activities and
record as whereas re-enforcement issue. It is a known fact that organization
cannot succeed without adequately motivating it workers. The importance of
motivation to the overall development and progress of any organization cannot
be over emphasized. When attitude of workers is generally negative and
characterized by dissatisfaction, frustration, lack of interest and commitment.
An individual or group with this kind of unhealthy disposition cannot be in a
position to voluntarily release his energy to increase his productivity in the
interest of the Councils or organization. Such attitude to work is a detriment
to the survival of any Local Government or organization in general.

According
to Ekundayo (1988) a tangible gain to employees in form of monetary or
non-monetary reward. Research has shown that the Health sector has not been
performing up to expectation for some reasons which boarders on inability
to attract, retain and activate personal effectively and efficiently (Adeoye
1977:11, ifedi 1986:3)

The
bulk of the problems may create among workers of on existing salary and fringe
benefits scheme as well as poor working condition which lead to suck vices as
lateness to work, absentees and in extreme case/ outright resignation.

All
these continue to impede on the desire to develop the sector.

It
is therefore the trust of this research study to investigate an aspect of the
problem of poor fringe benefit scheme, with the aim of establishing its effects
on the performance of worker in University of Nigeria Teaching Hospital
ItukuOzala Enugu.  This study is also designed to make useful
suggestion that will lead to improved fringe benefit administration in the
Hospital as a way of engendering better performance among the workers and
consequently enhancing the viability of the hospital

1.3
OBJECTIVES OF THE STUDY

The specific objectives of the study were:

i.            
To determine
whether employment security benefits have an effect on employee productivity in
University of Nigeria Teaching Hospital ItukuOzala Enugu.

ii.           
To find out
whether health protection benefits have an effect on employee productivity in University
of Nigeria Teaching Hospital ItukuOzala Enugu.

iii.         
To examine whether
retirement benefits have an effect on employee productivity in University of
Nigeria Teaching Hospital ItukuOzala Enugu.

iv.         
To assess whether
recognition does enhance employee productivity in University of Nigeria
Teaching Hospital ItukuOzala Enugu.

1.5 RESEARCH HYPOTHESIS

To guide the investigation of the issue raised in
the problem definition, it is hypothesized that

H0: Fringe benefits are not helpful in retaining
employee in the

Hospital.

H1: Fringe benefits are helpful in retaining
employee in the hospital.

H0: There is no direct relationship between fringe
benefit ‘package’and employees level of commitment 

H2: There is a direct relationship between fringe
benefit package and employees level of commitment.

1.6
SIGNIFICANCE OF THE STUDY

The
study would be significant to all the personnel of the Hospital as they would
use the facts presented to improve on that activity. The study will also
determine whether or not poor fringe benefit scheme contribute to lateness,
absentee turnover, low morale and low level of commitment among workers.

It
would be significant to both law makers and policy implementers because they
would use the data provided to make more effective laws for the hospital.

It
would be significant to Administration and human resource practitioners because
they would apply the findings to impacting because they would use the data
provided to make more effective laws for the hospital.

It
would be significant to Administration and human resource practitioners because
they would apply the findings in impacting knowledge

1.7
SCOPE AND LIMITATION OF THE STUDY

The
scope of the study is the impact of fringe benefit and employee’s morale and
performance in Nigeria with particular reference to the Nigeria University Teaching
Hospital ItukuOzala, Enugu. This study intended to cover some of the major area
of scheme with some of resource with be concentrated on employee of all cadres
in the Hospital

The
major constraint of this research study is the sourcing of the relevant
material as some of the materials needed are not readily available.

Another
major limitation is the inability of the workers in the Hospital to make
available some useful material, which they describe as classified and therefore
it cannot be made available.

Money
is also a serious impediment. This is as a result of numerous trips. That has
to be embarked upon for the purpose of the work. The prevailing like fuel price
contributed to the increase of transportation fare. A lot of money is also
needed for the typing and binding of the research work itself.

Again,
there is issue of time constraint which enforced on the researcher a lot of
handwork to ensure that the research was completed with the stipulated time and
other factors that cannot be avoided.

1.8
DEFINITION OF TERMS

FRINGE
BENEFITS: 
 these are addition benefits (monetary
or non-monetary) available to workers as a member of an organization apart from
be normal salary or ways and which are the total cost of labour.

MORALE;   this
is the sum total of the attitude of all the workers of one group. If we can
design the attitude of individuals, we can deduce them from the overall. Morale
cannot directly be measured.

EFFECTIVENESS:  Any
person who received remuneration or to whom any remuneration access by reason
of any service rendered by such person to or on benefit of a labour broker.

EMPLOYER:   Duckers
(1955) suggested that an employer is controls and direct a servant or worker
under an express or implied contract of employment and cor obligated to pay him
or her salary or way in compensation.

MOTIVATION:      it
can be defined as the process that initiates, guides and maintain good oriented
behaviors’.

1.9 ORGANIZATION OF THE STUDY

This
research work is organized in five chapters, for easy understanding, as follows
Chapter one is concern with the introduction, which consist of the (overview,
of the study), statement of problem, objectives of the study, research
question, significance or the study, research methodology, definition of terms
and historical background of the study. Chapter two highlight the theoretical
framework on which the study is based, thus the review of related literature.
Chapter three deals on the research design and methodology adopted in the
study. Chapter four concentrate on the data collection and analysis and
presentation of finding.  Chapter five
gives summary, conclusion, and recommendations made of the study.


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