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The Effects Of Staff Welfare Scheme On Employee Productivity
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CHAPTER ONE
INTRODUCTION
1.1BACKGROUND OF THE STUDY
Human
resources is easily recognized as the most important of the resources
required for the production of good and services. It is the key to rapid
social economic development and efficient services delivery. Without
adequately, skilled and well motivated work force operating within a
sound human resources management programme, productivity will be slow
and development not possible. A civil service that underrates this
crucial role and underplays the importance of people in goal achievement
can neither be effective nor productive (Ndiomu 1999:6).
It
is a universally altruism that there is a correlation between motivated
employee and productivity. It goes to say that organization with highly
motivated manpower has the potentials for high productivity while
organization with manpower that is de-motivated tends to affects its
productivity. It is obvious, therefore that there can be no productivity
without manpower with job satisfaction and development as motivating
factors.
In other words job enrichment and enlargement in any
organization are concerned with the quality of work life. This involves
the provision of a conductive environment free from physical harm,
adverse psychological effects stress, burnout, etc. Results therefore
will depend on the establishment for the full development of people.
Therefore there is an interface between the motivated employees and the
salary fringe benefits and super annulations on the one hand and
productivity has become necessary to enhance it, so that employees are
encouraged to identify with and be committed to the objective of the
organization. (Asieegbu 1991:148).
It is interesting to note that in
the productive work force of any nation, those who have innate interest
in the work they do and takes, pride in being able to do that work well
and in a minimum amount of time, without urging from others to conduct
themselves in an efficient manner are always very few.
Such employees
constitute a very small proportion of the workforce of any
organization. Therefore, the bulk of its employees must be induced to
minimize avoidable delays to adhere to prescribed methods of work and
maintain satisfactory pace (Mullins 1999:).
Since irrespective of its
capital know how, an organization depends (for its success on its human
resources. The more satisfied the employees are and the more readily
the organization identifies and satisfies the employees needs, the more
willing the employees are to put in efforts that get the job done
(Ajileye 1999: 153).
The need for good motivation package as a way of
securing and retaining competent workers in the Civil service had
always reflected in the reports of the various commission set up to
update police: and practices of Public Service personnel in Nigeria
(Harigis (1946) Gorsuch 1955, Mbanefo (1959) Morgan (1954) Elwood (1966)
Adebo 91971) and Udoji
(1974).
The relationship
between organization and its member is governed by what motivates them
to work and fulfilment they derive from it. The local government
commission needs to know how best to elicit the cooperation of staff and
direct their performance to achieving the goals and objective of the
local government. The chairman must understand the nature of human
behaviour and how best to motivate staff as that they can work willingly
and effectively (Mullins Ibdi).
The productivity (efficiency) and
effectiveness of civil Service personnel whether federal, State or local
government has always been the subejct6 of discussion, particularly
when comparing it with the private sector. Along this argument the Civil
service has received more battered. This is not unconnected with the
various reforms since 1976 till date. Every government has been
concerned with the low performance of the local government
personnel.
The essence of those reforms is to
reduce absenteeism and tardiness, increase the quality of output reduce
the occurrence of avoidable delays in achieving their set goals and
objectives, reduce corruption amongst others. Therefore in achieving
these laudable objectives more especially in the local government, the
present Obasanjo administration led reform (July, 2003) should consider
the personnel below average performance level against the backdrop of
other vital resources available to the local government personnel i.e
office accommodation, materials and equipment especially technological
support viz-a-viz social welfare scheme available to them.
It is not
uncommon to find two senior management staff say grade level 13 officers
sharing a small room so small that they would be breathing directly
into each other’s noses. An expectation of high level of performance
under such condition would be unattainable. The situation as regards the
availability of materials and simple technological machines like the
computer, telephones which could facilitate and enhances performance in
even much more must not be neglected by the local Government Commission.
The situation of housing and transportation in a city like Lagos is
very hazardous and precarious. What effort has the local government
management made to ameliorate the suffering of their staff in Lagos
State.
Nevertheless, this research work
is based on the Surulere Local Government personnel’s and the aspect of
motivation which we seek to address is the non financial aspect. This
is the provision of social welfare packages and fringe benefits as a
pivot for productivity.
1.2STATEMENT OF PROBLEM
Local
Government system in Nigeria dates backs to the British colonial
authority and this was inherited by a sovereign Nigeria state in October
1960. Since inception, the local government system as been fraught with
inefficiency and ineffectiveness. To buttress this is the avalanche of
reforms since independence that have taken place all in view to
reposition local government in the administration of the grassroots
Dasuki (1976) and Ndayako (2003). The expectation was that the third
tier of government would act as a catalyst of rapid and sustainable
development but what have been seen is a unworkable local government
characterized by corruption, efficiency and unproductiveness since the
1976 reforms.
The creation of more local government
by previous governments in Nigeria to ameliorate these problems has not
help matters. At the root of this instability and unproductiveness,
however, is the fact that Nigeria itself has been undergoing rapid
socio-economic development which ahs require the building of new forms
of organizations that will face the challenges that tray its path.
Form
the interrogation of historical context, and nature of the problems of
local government in Nigeria a number of point have emerged. One is that
the system of local government has been highly experimental and unstable
(Guardian 2003:74). In the post independence period the system has been
subjected to reforms and several models have been experimented with
ostensibly in the search for efficiency and effective form of local
government.
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ABSRACT - [ Total Page(s): 1 ]The Nigerian Local Government system has been fraught with a lot of problems since its inception in the colonial days. This is informed due to the various reforms that has been carried out by successive governments both at colonial and post impendence era.Despite these reform the Local Government has been characterized by low productivity corruption ineptitude and low morale to work. The Surulere Local Government Council is not an exception.Motivation of staff is a pivot to productivity of nay o ... Continue reading---
