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Fringe Benefits And Employees Job Satisfaction In Nigerian Port Authority
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CHAPTER ONE
INTRODUCTION
1.1 Background of the study
The
concept of employees’ commitment has received increased attention in the
recent times. According to Becker (2000) research literatures are
paying increasing attention to the concept of commitment as managers and
organizational analysts are continually seeking ways of increasing
employee retention and performance. Interest in organizational
commitment has therefore been stimulated largely because evidence in the
research literature has it that commitment reduces turnover and
increases performance. A reduction in turnover could be an indication of
a high level of commitment and performance. An increase in turnover on
the other hand could amount to a low level of organizational commitment
and performance. This is because a high level of organizational
performance can be achieved only when an organization has a committed
labour force.
With the introduction of monetization and fringe
benefits policy in 2005, civil servants have been paid certain
percentage of their basic salary as fringe benefits which are added to
the basic salary, meaning an increment in salary of workers. Although,
there is much academic debate on the extent to which additional income
is a direct motivator (Nwagwu, 2007).
Job satisfaction describes how
satisfied an individual is with his or her job. The happier people are
within their job, the more satisfied they are said to be. Job
satisfaction is not the same as motivation or aptitude, although it is
clearly linked.Job design aims to enhance job satisfaction include job
rotation, job enlargement, job enrichment and job re-engineering. Other
influences on satisfaction include the management style and culture,
employee involvement, empowerment and autonomous work position. Job
satisfaction is a very important attribute which is frequently measured
by organizations.
1.2 STATEMENT OF THE PROBLEM
Commitment of
worker has been described by Moser (2002) as the most important
ingredient to an effective work output. Aside from completing tasks for
the joy of doing them, it has been discovered that motivation drives
people’s behaviour to attain a specific outcome. This explains why
developing an effective and efficient compensation system becomes an
important part of the human resource management process in advanced
countries.
The attitude of Nigerian workers in terms of output
compared to the more developed countries in recent times is becoming
alarming. This could be attributed to uneven reward system, poor income,
and unfavourable social, economic, and political infrastructure of the
country. Rewards are an ever-present and always controversial feature of
organizational life in Nigeria
The monetization policy, which was
formally introduced into the Nigerian Public Service in 2005 led to
monetization of those physical benefits which were added to the basic
salary of workers. Despite the implementation of monetization policy in
Nigeria, little has been done to clearly show the effect of the policy
on the level of the performance of workers. However, their purchasing
power is hardly enhanced due to the biting effects of inflation and high
cost of living in the country. There is the need to know whether the
addition to salary through the monetization of benefits and prompt
payment of these benefits will have any effect on the workers with their
disposition to their workplace.
Government employees and their
immediate families have always enjoyed these benefits at her expense.
Though the running cost may not cater for all the expenditure, but the
expenses incurred in the course of service are refunded, most workers
get their expended money back when these funds are released for offices.
Now, it is not clear whether workers would want to spend their money to
buy all these physical needs under monetization regime since it is now
consolidated to the salary to almost become the basic salary. It is not
also clear how monetization policy will lead to improved welfare
condition of the workers through the provision of all the monetized
needs from their new salary scale, judging from the impact of Structural
Adjustment Programme (SAP) on workers.
In essence, workers
commitment to their jobs and their efforts are often not addressed
properly, creating room for false claims, agitations and labour
conflicts.
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ABSRACT - [ Total Page(s): 1 ]This research project is on Fringe Benefits and Employees Job Satisfaction in Nigerian Port Authority. This research work is generally about the Benefits and Employees Job Satisfaction Public Sector. The project has undertook the general introduction into the research work led to the review of various literature that relates to the major variables involved in the research work especially employees Job Satisfaction. Structured questionnaire was used for the collection of data and other importan ... Continue reading---
