The Impact Of Staff Welfare On Staff Performance And Organizational Productivity (A Case Study Of First Bank Nigeria Plc)

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The Impact Of Staff Welfare On Staff Performance And Organizational Productivity (A Case Study Of First Bank Nigeria Plc)


Abstract


The aim of the study is to investigate the effect of staff welfare on job performance. In order to achieve meaningful findings for the research work First Bank Nigeria Plc was used as a case study for the research work in which primary source of data were collected through the use of questionnaires and personal interview. Primary and secondary sources of data were used to gather facts. The questionnaire which was structured as the major source of data collection. For research question which were formulated were duly analyzed. The population of the study is therefore is limited to First Bank Nigeria Plc were data were obtained. Frequencies and percentages formulas were used to analyze the data. It is discovered that most organizations achieve remarkable success in their operations not only because they operate in good environments, or because they are capable of competing favourably with other organization but because the management (or those at the helm of affairs) of such organization provide the staff with adequate welfare and incentives package that make staff work enjoying.


Chapter One


Introduction

1.1 Background of the Study

Welfare is a corporate attitude or commitment reflected in the expressed care for employees at all levels, underpinning their work and the environment in which it is performed (Cowling and Mailer, 1992). Specifically, Coventry and Barker (2009) assert that staff welfare includes providing social club and sports facilities as appropriate, supervising staff and works’ 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 indirect advantages).

Productivity, on the other hand, means goods and services produced in a specified period of time in relation to the resources utilized (Singh, 2009). It is, however, contended by Cohen et al (1995) to be more than a narrow economic measure, as it also measures how well the group performs its required tasks to satisfy its customers inside and outside the organization. In effect, productivity suggests effectiveness and efficiency of the employees.

Most organizations achieve remarkable success in their operations not only because they operate in good environments, or because they are capable of competing favorably with other organizations but most because the management (or those at the helm of affairs) of such organizations provide them with the incentives that make their work worth enjoying.

They appreciate the fact that no organization performs efficiently and effectively if the human elements are not adequately motivated. The provision of those things (welfare package) that ginger workers to work in an organization have helped organizations to create the enabling environment for better performance among the workforce.

As noted in Koontz (1982), managing involves the creation and maintenance of an environment for the performance of individuals working together in groups towards the accomplishment of a common objective, it is obvious that the manager cannot do this job without knowing what motivates people.

Koontz explained further that the necessity of building motivating factors into organizational roles, the staffing of those roles, and the entire process of directing and leading people must be built on knowledge of motivation so it is through adequate motivation of employees which in this study is the secretarial staff that organizations will enjoy increased productivity.

Apparently, there are some scholarly works on staff welfare and productivity (Owusu-Acheaw, 2010; Osterman, 2010; Singh, 2009; Cowling and Mailer, 1992; Coventry and Barker, 1988), but they mostly dwelt on industrial settings to the neglect of service organizations and banking industry. There is therefore the need to extend frontiers in knowledge on the aforementioned theme that this study focused on the effect of staff welfare on job performance, using First bank Nigeria Plc as references. Specifically, the study enquired into: (a) the effect and awareness of staff welfare as well as components of staff welfare in the study area; (b) the existence of staff welfare in the study area and (c) the perceived effect of staff welfare on performance (productivity) in the study area, which is First bank Nigeria Plc.


1.2 Statement of the Problem

Workers or employees are often attracted into certain organization not only because of the pays packages that are stated in the advert but also because of the benefits attached to them. These benefits usually include housing, transport, medical, pension or retirement benefits to name but a few.

These attractions also constitute to considerable objectives for which such individuals make up their minds to these primary attractions of such individuals into the organization will certainly lower the morale as well as the efficiency of such individual’s performance which will in turn lead to low productivity in the organization.


1.3 Objectives of the Study

  1. To examine the relationship between staff welfare and organizational productivity.
  2. To observe the relationship between staff welfare and job performance
  3. To find out whether good staff welfare package is the best form of extrinsic motivation

1.4 Research Questions

  1. What are the relationship between staff welfare and organizational productivity?
  2. Is there any relationship between staff welfare and job performance?
  3. Is good staff welfare package the best form of extrinsic motivation?

1.5 Research Hypothesis

  1. Ho: There is no significant relationship between staff welfare and organizational productivity.
    Hi: There is a significant relationship between staff welfare and organizational productivity.
  2. Ho: There is no relationship between staff welfare and job.
    Hi: There is a relationship between staff welfare and job performance.
  3. Ho: Good staff welfare package is not the best form of extrinsic motivation.
    Hi: Good staff welfare package is the best form of extrinsic motivation.

1.6 Significance of the Study

In practical sense, the significance of this study is to bring together the various news and facts as regards to subject matter, against this back drop, it is anticipated that the study will be of immensely help to different categories of people both the managements, managers, students in various disciplines, the government, employees in different organizations and employers at large. It will also go further to remove the ambiguity between what motivates and what does not motivate workers in work situation.

This study will be of great value to the practicing managers and leaders on how to harmonize their resources to effective and efficient result.


1.7 Scope of the Study

The study primarily examines the effect of staff welfare on job performance in organizations particularly in First Bank Nigeria Plc. The study is therefore limited to the issue of staff welfare and how it increases job performance and how it impacts the organization at large. The study area in which data were gathered is First Bank Nigeria Plc, Ikpoba Hill, Benin City.


1.8 Limitation of the Study

A study of this nature is bound to experience certain problems as such the constraints imposed on the research include:

a. Time:

A study of this nature needs relatively long time during which information for accurate or at least near accurate inference could be drawn. The period of the study was short, time posed as constraints to the research.

b. Cost:

The research would have extended the survey to other area at the empirical level, but limitation as included cost of transportation to the source of material and the cost of time setting of the already completed work.

c. Lack of Cooperation:

Many of the respondents are usually aggressive on issue that border cooperation among the respondents border.


1.9 Definition of Terms

Motivation

Motivation is a factor which make an employee to participate to action, it is referred to as those factors which arose employee to action and could be measured by identifying various needs of the individuals workers and how such needs influences the behavior of the workers in the work situation in an organization.

Satisfaction

This is employees contentment about his satisfaction, it could be defined subjectively as the job reward which employee derives from the work situation done effectively. Satisfaction could be measured in terms of difference between what the employee expects from the service he or she referred to the organization and what he or she actually derives.

Incentives

These are inducements given to an employee of an organization for the purpose of carrying out organizational objectives. It could be measured by the amount of inducement which workers get from the organization and the extent to which such inducement enhances their performances.

Employee Welfare Scheme

In this study employees welfare scheme is also variously known as the employees welfare services. Employee scheme, the fringe benefits, which the employee receives from the organization besides his pay or salary.


Chapter Five


Summary of Finings, Conclusion and Recommendations

5.1 Summary of Findings

This research was undertaken to study the impact of welfare schemes on the Performances of Organization. In all organizations, productivity is beckoned on the design of is incentive visible to balance among various management levels. Several hypotheses were tested to show the impact of staff welfare on organizational productivity.

  1. The first hypothesis shows that there is a significant relationship between staff welfare and organizational productivity. Most organizations achieve remarkable success in their operations not only because they operate in good environments, or because they are capable of competing favorably with other organizations but most because the management (or those at the helm of affairs) of such organizations provide them with the incentives that make their work worth enjoying.
  2. The second hypothesis shows that there is a relationship between staff welfare and job performance in banking sector. They appreciate the fact that no organization performs efficiently and effectively if the human elements are not adequately motivated. The provision of those things (welfare package) that ginger workers to work in an organization have helped banks to create the enabling environment for better performance among the workforce.
  3. The third hypothesis shows that good staff welfare package is the best form of motivating staff to perform better. There are several welfare variables that could motivate people to work to their optimist level and when these variables are not there their productivity will be greatly affected. This may come in the form of a well packaged remuneration. Still others may not necessarily be motivated with a well packaged welfare scheme.

5.2 Conclusion

Welfare is a corporate attitude or commitment reflected in the expressed care for employees at all levels, underpinning their work and the environment in which it is performed. Staff welfare includes providing social club and sports facilities as appropriate, supervising staff and works’ 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 indirect advantages).

Productivity, on the other hand, means goods and services produced in a specified period of time in relation to the resources utilized. It is, however, contended that to be more than a narrow economic measure, as it also measures how well the group performs its required tasks to satisfy its customers inside and outside the organization. In effect, productivity suggests effectiveness and efficiency of the employees.


5.3 Recommendations

The following are the recommendations based no the research work:

  1. Pragmatic efforts should be made to enhance employees’ 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 productivity (performance).
  2. The components of staff welfare included training, free medical treatment, protection against occupational hazards, provision of recreational facilities and convenience should be made available for staff to enhance their performance.
  3. Working materials, monetary incentives and reliable health and safety facilities of the workers should never be undermined.

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