ABSTRACT
The study appraised how welfare packages
influences employee satisfaction in Lagos and Ogun State traffic management authorities
and also identified how the provision of welfare packages to employees can be
favourable to the organisation at large.
The survey research design was
adopted for the study, the population of the study was the employees of Lagos
State Traffic Management Authority and Traffic Compliance and Enforcement
Corps, Ogun State with a population of two thousand nine hundred (2900)
employees; out of which sample size of three hundred and fifty (350) was
adopted using the Solvin’s formula and were randomly selected. The reliability
test using a questionnaire was 0.835 Cronbach Alpha. Questionnaires were instrument
used for data collection. Out of the 350 copies of questionnaires distributed
to these two organisation, 310 were obtained and analysed. The data collected
was analysed using the statistical package for social sciences (SPSS) version
twenty one (21).
The study revealed that these organisations
were dominated by make employees (96.13%, 3.87%). The study established the
provision of some welfare packages, with 57.84% of the respondent observing the
availability of medical checkup/ insurance, 22.58% observed to paid training,
12.9% observed that there is availability of loan schemes, while 9.68% of the
employees observed that they do not observe any welfare package in the
organisations.
The study therefore concluded that
when more welfare packages are provided, the employees would get more satisfied
with their job. From the findings, the following recommendations were proposed;
there is need for management of organisations to consider the immediate needs
and interest of the employees when providing welfare packages for the
employees. The study also proffered that management of this Traffic Management
Authorities (LASTMA and TRACE) should restructure their protocol for provision
of employee welfare packages in a way that it would be adequate enough to yield
positive result and combat the issue of sharp practices. In addition,
organisations in the face of present economic recession, government and private
organisation should give due priority attention to the provision of welfare
packages rather than blocking cost inefficiencies which may induce negative
consequences on the effectiveness, competitiveness, performance and productivity
of the organisation. Also, when an organisation is trying to improve
productivity, since provision of welfare packages helps in promoting
innovations from employees, they can consider improving welfare packages for
employees to create a drive in them to help in achieving efficiency and
attainment of set goals and objectives.
CHAPTER
ONE
INTRODUCTION
1.1
Background
to the Study
The
achievement of an organisation’s goals is the combination of efforts from human
and material resources, every organisation is set out to achieve a particular
aim or objectives and this can only be done with the corporation of some people
that are known as the employees. Hence, the productivity or the attainment of
the goals these organisations set is through the employees and the dedication
of these employees to an organisation’s goal is highly influenced by the
satisfaction they get on the job. Organisations are classified into private,
non-governmental and public establishment driving towards achieving various
objectives (Egan, Yang & Bartlett, 2004). The type of an organisation would
determine the employees needed in the organisation and the provision of welfare
packaged that would be available for them.
One
common thing to all organisation is human capital. The importance of human
resources cannot be underrated in an organisation, human resources in any
organisation is the greatest asset and this asset in no situation should be
compromised. Material and financial resources cannot replace the work of human
resources, it can neither increase efficiency nor contribute to the anticipated
rate of return on investment. No matter the sufficiency or strength of
financial resources of an organisation, probability of success would be low if
employees do not have sufficient activity (Taylor & Stern, 2009).
The
management of employee is an important aspect of organisational process. A
well-managed business organisation should recognize the needs of the employees
in a way that one can keep them engaged so as to retain them. To understand the
importance of people in the organisation is to recognize that human element and
the organisation are synonymous. An effective organisation is that, which sees
an average employee as the root source of the quality and productivity gains.
The organisation would ensure that there is spirit of cooperation, sense of
commitment and employee satisfaction within the sphere of its influence
(Adeyinka, Ayeni & Popoola, 2007).
One of the main aspects
of human resources management is the measurement of employee satisfaction.
Specific employee’s attitudes relating to job satisfaction and organisational
commitment are of major interest to the field of organisational behaviour in
the practice of human resources management (Adeyinka, Ayeni & Popoola,
2007). The commitment of the workforce to the organisation is determined by the
workers contentment with the way of things for gauging their likelihood to stay
with the company. For long term growth and to guarantee organisational success,
organisations need to retain deserving and talented employees because it is the
essential to have experienced people around who can guide fresher or
individuals who have just joined the organisation (Okonkwo, Ndubisi &
Chidiebere, 2015). This study while looking at the welfare packages of
organisation and satisfaction derived by employees, using LASTMA and Trace its
launching point to establish facts of discuss.
Traffic
management is a systematic and sustained effort on directing and controlling
all traffic on roads to make them free from negative effects of the transports
system. Traffic jam is a common issues in the cities, probably because of the
overpopulation in these cities, it delays engagement and can be of negative
effect to the mental and physical health of individuals through stress,
fatigue, and pollution (Malvika, 2016) as it is also toed to several challenges
like delay in activities, road rage depending on how developed the city is.
Lagos is the commercial hub of Nigeria, it is also characterized with
overpopulation (Asiyanbola, Osoba & Adewale, 2012). The overpopulation of
Lagos state has also affected Ogun state because it is the closest state to
Lagos state in Nigeria geographically, therefore traffic also spills over to
Ogun state because there are a number of people that work or carry out their
business activities in in Lagos state and reside in Ogun state. Welfare
packages are that part of the total compensation package, other than pay for
time worked, provided to employees by the employers. All these benefits are
factors that enhance attraction, retention and motivation of employees in an
organisation. Welfare package is only effective when it is able to yield a
level of satisfaction in employees and there is a problem of individual
differences because what satisfies one person may not satisfy another person.
In
some organisations, it can be observed that in times of crisis, which may lead
to delay in payments or remuneration of employees, some workers still tend to
stay, perhaps, employee satisfaction can be traced to this. The health and
productivity of an organisation depends on motivated workers that have attained
a high level of job satisfaction. When employees are satisfied, they tend to be
more loyal towards their organisation and stick to their jobs even at worse
scenarios (Odeku & Odeku, 2015) .
The
challenge of traffic management led to the establishment of Lagos State Traffic
Management Authority (LASTMA) and Traffic Compliance and Enforcement Corps
(TRACE) of Ogun state. LASTMA was set up in June, 2000 to regulate traffic
under the Lagos state Ministry Of Public Transportation (MOT), charged with the
road traffic matters with a system of operations that makes it responsive to
the demands of traffic and to ease traffic congestion, to reduce travel delay,
improve access to commerce and industry, redirect traffic, to enhance and
protect safety of road users and to enhance sustainable transport system in the
city of Lagos state. TRACE was set up in 2005 by the state house of assembly
with the responsibility to provide solutions to the incessant crashes with the
three level of road safety management to the citizens of the state ( Newswatch
times, 2015).
The
employees under these authorities experience various challenges in carrying out
their day to day activities which ranges from lack of corporation by people and
motorist, lack of discipline amongst motorist, reckless driving, thuggery and
hooliganisms by some motorist, physical abuse and irrespective of all these
they still do not leave their job. Welfare of employees in an organisation
encompasses matters relating to work conditions and amenities such as canteens,
crèches for employee’s children, provision of rest and lunch rooms, housing,
transport, medical assistance, education, health and safety, recreational
facilities etc.
1.2
Statement
of the Problem
Welfare
packages are instrument of policy used by organizations to motivate and
increase productivity level of their employees. A defect in this ability might
result to hinder work performance. Many resultant effect of this could lead to
inability to meet basic social responsibilities like rent, tuition fee of
ward(s), good provision of meal intake for the family, medical care and many
other obligations. Consequently, the effect of such will amount to disaffection
and dissatisfaction between the employer and the employee which invariably
could hamper efficiency and productivity.
Furthermore, benefits such as leave allowance, overtime, hazard packages
for safety, travel allowances, Christmas bonus just to mention a few are
welfare packages, though not binding in respect to Trade Dispute Acts of
Nigeria, but necessary to create harmony and satisfaction of workers at the work
place.
According
to Cowling & Mailer (1992), they argued that within the framework for
welfare is the employees’ right to enjoy health and safety and the right to be
managed fairly. Hence, once this right are impaired, satisfaction at work place
would be challenged. However, traffic regulation, planning and management, the
setting of safety standards, transport planning and formulation of transport
policy have been neglected in Nigeria (Oni, 2010). Specifically, according to Chukwunenye &
Amgbare (2010), the right of employees to health and safety at work is one of
the basic principles of the labour code, such that when the health and safety
of employees are not assured they apparently become “instruments of
production”. Equally, lack of training to improve skill on the job is another
identified problem. Taken together, these problems mentioned are associated
factors, perhaps, for the attitudinal disposition of frustration, sharp
practices, and low conduct for effective traffic management to hasten easy vehicular
movement of goods and services of traffic personnel seen in Lagos and Ogun
states.
Morale
according to Mitchell (1978) talks about job satisfaction, which is, attitude
dealing with one’s overall feeling toward his or her job. There is no reason to
say that the employees have an inalienable right to be managed fairly, except
if under slavery. There have also been several instances of industrial conflict
arise from management’s indifference to the working conditions of the union
(employees). These aforementioned problems may not deviate from that which is
confronting LASTMA and TRACE in Lagos and Ogun states. Therefore, in view of
the foregoing, the study seeks to evaluate the issues of welfare packages in
both organisations, Lagos State Traffic Management Authority and Ogun State
Traffic Regulation and Compliance in order to enhance the welfare package of
employees for optimal productivity.
1.3.
Objective of the Study
The main
objective of this study is to examine how welfare packages influence employee
satisfaction in an organisation. The specific objectives are to:
1.
examine the rationale
behind welfare packages provided for the Lagos and Ogun state traffic
management authorities;
2.
consider the effect of
welfare packages on the employees of Lagos and Ogun state traffic management
authorities;
3.
determine whether welfare packages actually
leads to employee satisfaction in Lagos and Ogun State traffic management
authorities and
4.
evaluate the influence
of welfare packages, employee satisfaction on organisational productivity of
Lagos and Ogun traffic management authorities.
1.4.
Research Questions
1.
What are the rationale for welfare packages
provided in Lagos and Ogun states traffic management authorities?
2.
What are the effects of
welfare packages on employees of the Lagos and Ogun state traffic management
authorities?
3.
How does welfare packages actually lead to
employee’s satisfaction in Lagos and Ogun state traffic management authorities?
4.
How has welfare
packages, employee satisfaction influence the organisational productivity in
Lagos and Ogun state traffic management authorities?
1.5. Hypothesis
H1: There is a
significant relationship between welfare packages and employee satisfaction
in
Lagos and Ogun state Traffic Management
authorities.
1.6.
Significance of the Study
Employees are
the most important capital in an organisation and they are said to have direct
influence on the productivity, efficiency and effectiveness of an organisation.
With their usefulness, they help the organisation in achieving its best, so it
is important for the organisation to also help the employees to achieve their
best. Human resources management deals with the effective and efficient use of
manpower, this should be done in a way that it would favour the employees and
also the employers. Welfare packages serves as an instrument for motivating
employees and giving a little to the employees out of what the employee is able
to help the organisation achieve. Therefore, if an organisation fails in its
package of welfare to the employee, it might impaired productivity and limit
the merit base of the organisation. Hence, this study is significance because
it establishes silent reason(s) for failures seen in many organisations as far
as job satisfaction is concerned.
Secondly, it
would expose Human Resource Department of an organisation to the importance of
welfare related issue to productivity, efficiency and satisfaction of the
workers. Thirdly, the study would be
useful for policy makers, government parastatals and private agencies to be
mindful of the welfare structure given to workers under their authority.
Lastly, the Lagos state government and Ogun state government under the auspices
of LASTMA and TRACE would largely benefit from this study and the study would
equally help to fill some gaps not known about this two establishments.
1.7.
Scope of the Study
The scope of
this study is limited to the assessment of welfare packages and employee
satisfaction in Lagos and Ogun State Traffic Management Authorities. The
geographical settings would be Lagos and Ogun state, and the major organisation
to be examined are LASTMA and TRACE. The study examined this two organisation
from the year 2012 to 2017. The reason for the selection of these two
organizations is to examine why despite the hazard of work associated with this
job, employee still stay on the job.
The major
variables to be examined are welfare packages and employee satisfaction. Hence,
study is interested in establishing whether there is a correlation between
welfare packages and employee satisfaction which is assumed will lead to
productivity and efficiency of work in this two establishments.
1.8.
Operational Definition of Terms
Employee
retention: This is an effort by a business to
maintain working environment which supports current staff in remaining with the
company. It is the various policies and practices which let the employees stick
to an organisation for a longer period of time.
Employee
Turnover: this is the measurement of how long an
employee stays with an organisation and how often the organisation replaces its
employees. Anytime an employee leaves an organisation, it is called turnover.
Motivation:
this are internal or external factors that stimulate desire and energy in
people to be continually interested and committed to a job, role or subject, or
make an effort to attain a goal. It results from interaction of both conscious
and unconscious factors.
Job
Satisfaction: this is the combination of how an
individual thinks, feels and perceives his or her job. It is a set of positive
feeling that an employee has about his or her job. It is a pleasurable or
positive emotional state resulting from the appraisal of one’s job or job
experience. It is a result of employee’s perception of how well their job
provides those things that are viewed as important. In this study, employee
satisfaction and job satisfaction would be used synonymously.
Career
Development: career development is a lifelong
process of managing progression in learning, work, leisure and transition in
order to move toward a personally determined and evolving preferred future. It
involves training on new skills, moving to higher job responsibilities, making
a career change within the same organisation or stating one’s own business.
Social
Security: this is a program established in an
organisation, which provides a retired employee or disabled employee with a
monthly allowance or benefits. If an employee dies prematurely, social security
provides the deceased dependent children with support until age of 18.
Welfare
packages: this are packages, services or
benefits that are offered to employees facilitated by employers to make life
worth living for its workers. This packages could be in monetary or
non-monetary form.
1.9.
Plan of Work
This study is presented in five
chapters; chapter one presents the background to the study, statement of problem,
research questions, objectives, significance of the study, scope of the study
and the plan of the study. Chapter two shows a review of literature on welfare
packages and employee satisfaction. Chapter three focuses on methodology which
describes data collection, research design, and study population, research
instrument, sampling procedure and data analysis. The fourth chapter focuses on
results and discussion of findings, based on the study. Chapter five focuses on
the summary, recommendations and conclusions of the study. Relevant references
and appendices are also presented at the end of the study.
================================================================
Item Type: Project Material | Attribute: 70 pages | Chapters: 1-5
Format: MS Word | Price: N3,000 | Delivery: Within 30Mins.
================================================================
No comments:
Post a Comment