Staff Welfare And Institutional Development

Project and Seminar material for Public Administration

Staff Welfare And Institutional Development


Abstract


This study is on staff and institutional development. The total population for the study is 200 staff of Lagos State civil service. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made up directors, senior staff, junior staff and administrative staff was used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies


Chapter One


Introduction

1.1 Background to the Study

The role of staff welfare and institutions in the path of service delivery cum development in the process of governance cannot be overemphasized. In Nigeria, as in other developing countries, governments are carrying the bulk of the burden of institutional development. With a heterogeneous social environment characterized by powerful contenders for state authority, Nigeria, perhaps more than any other country in Africa, faces greater challenges of institutional development (Okereke & Daniel, 2010).

In Nigeria, the role of staff welfare services on the performance of civil service is a subject of great concern. For instance, in Lagos State incidents of neglect of welfare services of civil servants has been reported due to the absence of a comprehensive and sustainable welfare policy, inadequate and improper budgetary allocations by the government and corruption both in the budgeting and expenditure processes, making the performance of the Lagos State civil servants to remain sub-optimal as their welfare is not given due attention (Alemika, 2008).

On its right, staff 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 & Mailer, 1992).

The nature of staff welfare among civil servants in Lagos State is held as very critical and important for quality service delivery to the public. Specifically, Coventry and Barker (1988) 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).

These services if inadequate, will negatively impact on the performance of service delivery in the civil service. Hence proper mechanisms should be put in place to ensure that welfare services are adequately provided for to the civil servants (Kemboi, Thomas & Keter, 2013).

In Lagos State, the wider society looks up to the civil service not only to implement development goals and administer government policies on a day-to-day basis, but also to play significant roles in formulating development strategies, policies and programmes in such a way that will stimulate and accelerate a grand institutional development. Such desired institutional development are naturally expected to include reduced cost of delivering public services, increased efficiency and present a sustainable system that can stand on its own regardless the government in power (Lawal & Oluwatoyin, 2011).

The Lagos State Civil Service (LSCS) was established on May 27th 1967. The unique role Lagos occupies in the economic and industrial sustenance of the nation has made it a place of abode for people from different parts of the country. This development makes the rate of population growth to be estimated at 300,000 persons per annum with a population density of about 1,308 persons per sq kilometer. This situation placed enormous responsibility on the LSCS to build a strong institutional mechanism capable of delivering the much-needed social services to the people (LSORD, 2006).


1.2 Statement of the Problem:

The Lagos State civil service today is a battered institution, which has virtually lost its attributes of anonymity, neutrality and security in tenure, an institution in which moral has reached its nadir, in which excessive caution, undue bureaucratic practice and in terminable delays have become the hallmarks. The institution is seemingly resistant to dynamic change, and has become the object of constant public criticism (FRN, 1988 in Lawal & Oluwatoyin, 2011).

The challenges posed for the civil service by its increased size complexity responsibilities in Nigeria’s economic boom and depression, and made it a subject of public inquiry and target of mass purges by successive governments, all in an attempt to tailor it towards the accomplishment of societal goals. Not even the famous inquiries of Adebo Commission of 1974, Udoji Commission 1985, Philips and the Ayida Commission of 1997 have been able to remove those aforementioned drawbacks in the state civil services in Nigeria.

Despite incisive recommendations of the above-named panels as well as retrenchment exercise, the problems of the Lagos State civil service continued unabated. This has also limit the capacity of the civil service to actually play a meaningful role in fast-tracking development.

Both the Nigerian Labour Laws and International Laws recognize the rights of workers to bargain collectively for the protection of the legitimate interest of workers which can be achieved (Howse, 1999). These laws are however not taken seriously by employers as they are not held responsible most times for labour offences and due to high unemployment rates in the country, employees often suffer in silence. The reason for not taking the laws seriously is as a result of lack of enforcement on the side of the institutions that have been put in place to monitor and ensure compliance (Danesi, 2010).

It is against the backdrop of this gap in oversight that Adewunmi and Adenugba (2010) point out that employers in Nigeria are taking advantage of the weak institutional and regulatory framework to the detriment of their employees. As long as this situation persists, workers’ right to collective bargaining especially for essential welfare package would continue to be abridged (Okene, 2006).

Several studies such as Okereke & Daniel (2010); Lawal & Oluwatoyin (2011) and Oginni & Adesanya (2013)have been carried out to examine staff welfare and institutional development; but none of these studies have attempted to relate it to the Lagos State Civil Service (LSCS) which gap the propose study have helped to fill by relating staff welfare and institutional development in the Lagos State Civil Service.


1.3 Objective of the Study:

The main objective of this study is to examine Staff Welfare and Institutional Development in Lagos State Civil Service.

While other specific objectives of this study are to:

  1. To investigate the impact of personnel incentives schemes on public service delivery.
  2. To examine the effect of financial emolument on staff commitment to work in the Lagos Civil Service.
  3. To find out the effect of staff welfare on industrial harmony in Lagos State Civil Service.
  4. To provide plausible recommendation on how to improve the Lagos State Civil Service.

1.4 Research Hypotheses:

For the successful completion of the study, the following research hypotheses were formulated by the researcher;

Hypotheses One
  • H0: There is no significant relationship between staff welfare and institutional development   in Lagos state civil service.
  • H1: There is significant relationship between staff welfare and institutional development   in Lagos state civil service.
Hypotheses Two
  • H02: Personnel incentive schemes is not positively related to public service delivery
  • H2: Personnel incentive schemes is positively related to public service delivery

1.5 Significance of the Study

The study will give a clear insight on staff welfare and institutional development. The study will be beneficial to students and any organization. It will also serve as a reference to other researcher that will embark on this topic


1.6 Scope and Limitation of the Study

The scope of the study covers staff welfare and institution development. The researcher encounters some constrain which limited the scope of the study;

a) Availability of Research Material:

The research material available to the researcher is insufficient, thereby limiting the study

b) Time:

The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.

c) Organizational Privacy:

Limited Access to the selected auditing firm makes it difficult to get all the necessary and required information concerning the activities


1.7 Definition of Terms

Staff Welfare:

Employee welfare entails everything from services, facilities and benefits that are provided or done by an employer for the advantage or comfort of an employee. It is undertaken in order to motivate employees and raise the productivity levels.

Institutional Development:

To generate, allocate and use human and financial resources effectively. to attain development objectives, public or private. It includes not only. the building and strengthening of institutions but also their retrench- ment or liquidation in the pursuit of institutional, sectoral, or government


1.8 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), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study.
  • Chapter two highlights 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

Chapter Five


Summary, Conclusion and Recommendation

5.1 Introduction

It is important to ascertain that the objective of this study was to ascertain staff welfare and institution development

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 the challenges of staff welfare and institution development


5.2 Summary

This study was on staff welfare and institution development. Four objectives were raised which included; To investigate the impact of personnel incentives schemes on public service delivery, to examine the effect of financial emolument on staff commitment to work in the Lagos Civil Service, to find out the effect of staff welfare on industrial harmony in Lagos State Civil Service, to provide plausible recommendation on how to improve the Lagos State Civil Service. In line with these objectives, two research hypotheses were formulated and two null hypotheses were posited. The total population for the study is 200 staff of Lagos State civil service. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. A total of 133 respondents made up directors, senior staff, junior staff and administrative staff was used for the study. The data collected were presented in tables and analyzed using simple percentages and frequencies


5.3 Conclusion

Therefore, there is need to enhance employee welfare facilities as these are likely to increase strategic organizational outcomes in terms of reduction of case backlogs and expeditious determination of cases. To this end, the Lagos civil servant design effective employee welfare facilities that are equivalent to the expectations of most of its employees


5.4 Recommendation

Welfare facilities provided are essential, but they are not sufficient to meet the expectations of all the employees of the judiciary. As such, there is a need to incorporate more welfare facilities in ongoing civil servant reforms to improve employee performance to a greater percentage.


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