IMPACT OF STAFF WELFARE ON THE PRODUCTIVITY OF WORKERS
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IMPACT OF STAFF WELFARE ON THE PRODUCTIVITY OF WORKERS
Chapter one
INTRODUCTION
1.1 Background Study.
In the era of globalisation, market economy, hyper competitiveness, and rapid change, an organization’s success is determined by its employees’ performance. Employee performance is a vital necessity if an organisation is to continue its efforts towards the achievement of predetermined goals.
According to Human Resource Philosophy, personnel are a valuable corporate resource that must be carefully managed in order to optimise return on investment and achieve business goals.
Organisations must provide a variety of benefits to ensure the well-being of their employees. In fact, in this day and age, it is nearly difficult to run a business without providing a minimal set of benefits for employees’ welfare.
Organisations should recognise that a healthy and stress-free worker is a valuable asset to the organisation and hence provide welfare services and activities.
Welfare is a corporate attitude or commitment manifested in the expressed caring for employees at all levels, which supports their job and the environment in which it is performed (Cowling and Mailer, 1992).
According to Coventry and Barker (1988), 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.
Productivity, on the other hand, refers to the amount of goods and services produced during a given time period in relation to the resources used (Singh, 2009). Cohen et al. (1995) argue that it is more than just an economic metric because it measures how well the group accomplishes its required responsibilities to satisfy its consumers both inside and outside the organisation. In effect, productivity shows that employees are successful and efficient.
There appear to be 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 have primarily focused on industrial settings, to the exclusion of service organisations such as government ministries and parastatals.
Most Local Government Councils in Nigeria are performing below expectations. The suspicion stems from the observed poor road networks in most of Nigeria’s 774 Local Government Areas;
the inadequate state of health facilities (both in physical structure and equipment); the deteriorated state of school buildings (with walls noticeably cracked and roofs destroyed) and furniture (table, desks, and boards); the absence of government-owned recreational facilities; and little or no encouragement for increased agriculture productivity via timely provision.
The author contends that the subpar performance is due to management incompetence (local government officials) and low staff morale as a result of a lack of attention to employee welfare services. This study focuses on the impact of staff welfare on worker productivity, utilising Ibadan North local government as a case study.
1.2 Statement of the Problem
Delays in paying workers’ salary may lead to apathy, which can impair work performance. It could result in embarrassing circumstances such as an inability to pay rent and the resulting quarrel with the landlord/caretaker;
an inability to pay for his ward(s)’ schooling; poor dietary intake, which could lead to malnourishment; inaccessibility to adequate medicare; and an inability to meet maturing social and financial obligations.
The above could eventually lead to disaffection between the employee and his or her boss, with the implications of a negative attitude towards work (low morale) and low productivity.
Other benefits that employees are entitled to, such as leave allowances, transportation, housing, overtime allowances, travelling allowances, Christmas bonuses, and so on,
while not legally binding on the organisation because they are not covered by Nigeria’s Trade Dispute Acts, improve employees’ psychological satisfaction.
Denial of such perks to employees, particularly when it is customary for the organisation to provide them, could have a negative impact. Closely tied to this are employees’ rights to health and safety, as well as the right to fair management, which Cowling and Mailer (1992) contend are part of the welfare framework.
Employee welfare is a dynamic notion that evolves when new welfare measures are added to old ones in response to social change. The current concept of employee welfare encompasses all of the employer’s operations aimed at providing employees with specific facilities and services in addition to earnings and salaries.
Welfare facilities are critical for the organization’s health since they are inextricably linked to worker productivity. Employee welfare initiatives boost organisational productivity, encourage motivation, and foster healthy organisational relationships
hence ensuring industrial peace and retaining personnel for longer periods of time. These issues highlight the importance of conducting research on the impact of employee well-being on worker productivity.
1.3 Objectives of the Study
The overall goal of this research is to determine the impact of staff welfare on worker productivity, utilising Ibadan North local government as a case study. The precise aims include:
1. Determine whether there is a welfare programme for workers in Ibadan North Local Government Area.
2. To determine whether a lack of access to health facilities affects worker productivity in Ibadan North local government area.
3. To determine whether workers in Ibadan North local government receive their allowances on schedule.
4. To determine whether there is a link between poor staff welfare and decreased worker productivity in the Ibadan North local government area.
5. Determine whether salary payment delays effect worker productivity in the Ibadan North local government region.
1.4 RESEARCH QUESTIONS.
The relevant research issues for this project are:
1. Is there a benefit programme for workers in the Ibadan North Local Government Area?
2. Does a lack of access to health facilities influence worker productivity in Ibadan North Local Government Area?
3. Do workers in Ibadan North Local Government receive their allowances on time?
4. Is there a link between poor staff wellbeing and decreased worker productivity in the Ibadan North local government area?
5. Does a delay in wage payment effect worker productivity in Ibadan North local government area?
1.5 Significance of the Study
The study’s findings will be significant since they will provide insights into employee welfare programmes and staff performance at the organisation, ensuring high productivity and achievement of organisational goals.
Other state firms will be able to follow the research recommendations to increase employee commitment and so get the greatest benefits from their employees’ performance.
This study will be used by government agencies and other organisations because it provides knowledge that can be used to develop policies and regulatory frameworks for human resource management, including welfare programmes, in order to improve organisational performance and individual employee well-being.
This study will add to the existing body of literature by considering sections of the literature that have not yet been examined or explored, and adding these aspects into the current study. As a result, the findings will serve as the foundation for future research in the sector.
1.6 Scope of the Study
The aim of this study is limited to evaluating the impact of staff wellbeing on worker productivity, with Ibadan North local government as a case study.
1.7 Limitations of the Study
Some of the significant obstacles the researchers experienced while doing this research included a lack of time, a respondent’s unwillingness to provide information, and restricted resources.
1.8 Definition of Terms
Welfare is a statutory procedure or social endeavour aiming to improve the basic physical and material well-being of those in need.
Productivity refers to the effectiveness of productive effort, particularly in industry, as measured by the rate of output per unit of input.
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