Staff Welfare and Organizational Performance in Port-Harcourt Electricity Development Company
Chapter One
Objective of the study
The objectives of the study are as follows:
- To examine the relationship between staff welfare and organizational performance in Portharcourt electricity development company
- To identify the various types of staff welfare programs that organizations can implement in Portharcourt electricity development company
- To explore the impact of staff welfare programs on employee motivation and job satisfaction in Portharcourt electricity development company
- To investigate the effect of staff welfare programs on organizational culture and employee retention in Portharcourt electricity development company
CHAPTER TWO
REVIEWED OF RELATED LITERATURE
Staff Welfare
Welfare is a broad concept which refers to the state of living of an individual or a group in a desirable relationship with the total environment- ecological, economic and social. After basic pay and incentives, the third major components of organizational reward system are welfare and socialsecurity benefits some of which are mandated by law and some are voluntary. Adequate levels of earnings, safe and humane conditions of work and access to some minimum social security benefits are the major qualitative dimensions of employment which enhances quality of work life of workers and their productivity (Keitany, 2014). As a concept, welfare can be considered to be a desirable state of existence involving physical, mental, moral and emotional well- being. Stratton (2005) defined employee welfare programmes as the good fortune, health, happiness and prosperity of a person, group, or organization; wellbeing: to look after a child’s welfare; the physical or moral welfare of society. This is the financial or other assistance to an individual or family from an organization, city, state, or national government. Employee welfare is a comprehensive term including various services, benefits and facilities offered to employees by their employers. The welfare packages need not only be monetary. They could be benefits in kind or other forms but also capable of being monetised. These include items such as allowances, housing, transportation, medical insurance and food. Employee welfare also includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against diseases, accidents and unemployment for workers and their families. Through such benefits services and facilities, the employer makes life worth living for employees hence improved employee performance. According to Abu (2016), employee welfare is any effort by the employer to make life worth living for workmen. Welfare is a comprehensive term including various service, benefits and facilities offered to employees by their employers through such generous fringe benefits that make their life worth living and thereby motivate them to give their best at work. Welfare includes anything that is done for comfort and improvement of employees and is provided over above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employee’s services. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease,accident and unemployment for the workers and their families. Employee welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labour force for the organization to enhance performance level (Armstrogn, 2008). In the view of Gannon (2002), employee welfare is an all-encompassing term covering a wide range of facilities that are essential for the well-being of your employees. Armstrong (2008) referred to it as the total package offered to employee over and above salary which increases their wealth and well-being at some cost to the employer. The idea behind providing welfare package is to create healthy, dedicated, loyal, efficient and satisfied workforce for the organization. The purpose of providing such facilities is to make their work life better and to equally enhance their standard of living. Employee welfare packages are additional compensation given to employees as rewards for organizational membership (Nzelibe, 2011). Employee welfare is any effort by the employer to make life worth living for workmen. Employee welfare is a general term comprising of various services, benefits and facilities given to employees by their employers through such generous fringe benefits to encourage, entice and motivate employees to work harder and conscientiously for greater productivity. Coventry (2004) asserted that employee welfare includes providing social club and sports facilities as appropriate, supervising staff and workers’ canteens, running sick clubs and savings schemes; dealing with superannuation, pension funds and leave grants, making loans on hardship cases; arranging legal aid and giving advice on personal problems; making long service grants; providing assistance to staff transferred to another area and providing fringe benefits (such as payment during sickness, luncheon vouchers and other direct and indirect support to the employee) .
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine staff welfare and organizational performance. Porthacourt electricity development company form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain staff welfare and organizational performance. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing staff welfare and organizational performance
Summary
This study was on staff welfare and organizational performance in Portharcourt electricity development company. Three objectives were raised which included: To examine the relationship between staff welfare and organizational performance in Portharcourt electricity development company, to identify the various types of staff welfare programs that organizations can implement in Portharcourt electricity development company, to explore the impact of staff welfare programs on employee motivation and job satisfaction in Portharcourt electricity development company and to investigate the effect of staff welfare programs on organizational culture and employee retention in Portharcourt electricity development company. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from Portharcourt electricity development company. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
Good welfare package has a strong influence on the performance level of the staff of the portharcourt electricity development. To enhance job commitment on the part of the police personnel, mostly in the academy the management team should design appropriate and adequate welfare packages for the staff for high performance.
Recommendation
Based on the findings of this research work the following recommendations were made for improvement in the implementation of appropriate welfare package for the staff ·
Pragmatic efforts should be made to enhance the personnel job capabilities through training; to improve working conditions of the employees and their general welfare in order to elicit job satisfaction and motivation for increased performance by the staff ·
To reduce the incident of staff turnover, the personnel basic needs and working condition should be provided as at when due in the academy.
References
- Abbah, M. T. (2014). Employee motivation: The key in effective organization management in Nigeria. Journal of Business Management, 16(4), 001 – 008.
- Abu M.M (2016). The Role of well structure welfare package on the daily output of construction workers in Nigeria. Global Journal of Management and Business Research
- Agusioma, N. L., Nyakwara, S., & Mwiti, E. (2019). The influence of employee welfare on employee performance at public service commission in Kenya. Asian Journal of Business and Management, 7(5), 76 – 82.
- Allender, S., Colquhoun, D., & Kelley, P. (2011). Competing discourses of workplace health. Journal for the Social Study of Health, Illness and Medicine, 10(1), 75-93.
- Ankita, K. (2010). Human Resource Management. Retrieved October 25th 2019 from http://www.ankitakulkarni.com/humanresourcemanagement/employee welfare
- Anikpo, M. O. (1984). Identifying the need of the nigeria workers in managing the work. Ibadan; Longman ltd.
- Armstrogn, M. (2008). A Handbook of Human Resources Management Practice 10th ed. London: Kogan.
- Armstrong, P. O. (2008). Human resource management practice. London: Kogan Press
- Chen, S.H., Yang, C.C., Shiau, J.Y., & Wang, H.H. (2006). The development of an employee satisfaction model for higher education. TQM Magazine, 18, 484-500.
- Cole, G. A. (2002). Personal and human resource management, 5th ed. London: Book Power.
- Coventry W. G. (2004). Approach to motivation. U.J publisher Coventry, W. F. & Barker, J. K. (2008). Management. International edition. Heinemann Professional Publishing.
- Gannon, M.J. (2002). Organizational behaviour: A managerial and organizational perspective. USA: Little, Brown and Company Limited.
- Grawitch, M.J., Trares, S., & Kohler, J.M. (2007). Healthy workplace practices and employee outcomes. International Journal of Stress Management, 14(3), 275–293
- Haines, D.J., Davis, L., Rancour, P., Robinson, M., Neel-Wilson, T., & Wagner, S. (2007) A pilot intervention to promote walking and wellness and to improve the Health of College Faculty and Staff. Journal of American College Health, 55, 219-225
