Description
INTRODUCTION
one of the basic assumptions of management practice is that workers can be motivated to high productivity by satisfying their needs. This assumption presupposes that every worker has some internal urges which propel him in specific direction towards self-fulfillment and also towards realization of his center life’s ambition.
According to anikpo (1984) the direction of those urges or need differs from one workers to another . however, certain uniform clusters of needs have been very a sy to determine the nature sequence and magnitude of need necessary to enhance productivity in the organization, both public and private.
Fringe benefits , the third component of compensation refers to direct financial compensation that are given to an employee as entitlement in addition to his/her Asia pay as a result of is work relationship with his employer or for being a member of the organization in a given status/level.
Fringe benefits constitute a substantial part of labor cost to many organization in Nigerian fringe benefit are offered to often satisfy employee needed and want that are not fully satisfied by wages and salaries and therefore have considerable value In promoting moral.
The need for employee to share in the prosperity of business resulted in the introduction of fringe benefits extra compensation or towards for their contribution to the progress of the company.
In any production enterprises, matter profit or non profit making organization. The basic method of paying an employee of his labour has been wages or salaries for each unit of the spent on job (or amount of work completed) traditionally te obiligation o workers is considred complete with the payment of his salary or wages as the case may be . but with increase industrialization and increased income, the interest of workers in payment and currently the workers ability to provide supplementary items of compensation has improved.
The development of any supplementary compensation practices could have been financed through higher wages thus such fringe benefits as health insurance and retirement benefits. Fringe benefits may be provided by law’s graned unilaterally by workers or obtained through collective bargain . workers payment of fringe benefits are included in the workers compensation cost an therefore are not jiale to corporate income tax.
If the same account are paid directly to the works are wages rather than spent ob fringe benefits, the workers would personel income tax on them , and elect to there is no universally accepted group of practice embraced by the term “fringe benefits”
Ubeku (1984) also noted that a fringe benefit has to meet to texts, it must provide a specific benefits to an employee and it must represent a cost to the employee.
The origins of fringe benefits in an organization dat as far back as the 19th century. However major attempt as provision of fringe benefits to workers were made during the 1920’s era of paternalism was during this time that elaborate personnel programmed were developed emphasizing such activities as company store, company homes recreation facilities etc.
In developing country like Nigeria, the growth of fringe benefits as been primarily influence by the economic to provide the basic facilities citizenry.
Etuk (1981) emphasized the myth about the nature and work life average Nigeria public servant. It projects the picture of a complacement individual.
Whose sense of responsibility has been dulled by frustration an negativism.
Amaechi (1984) point a very clear picture of the impact and relevant of employee welfare when he contended thus.
It would be unreasonable to support that people would continue to find satisfaction in cooperating in company affairs if no reciprocal interest is show in their individual needs an problems.
Here lies the value of welfare schemes and services. Theses consideration offer the most direct explanation of management regards for it’s employee as a people.
It is merely staing the obvious that the request of employer to meet the welfare needs o the workers has cause a conflict, in Nigeria the agitation for the fulfillment of workers needs has culminated in many industrial up heaven form the general strives of (1945) through the engun local miner shooting of 1945 the stock workers of 1964: the minimum wages strike of 1999, however a amaechi (1984) contends a sound and suitable scheme is an important and integral part of well balance industrial relation, such a program has the advantages of providing needed protection of employees improving moral, helping to live a sense of loyalty and pride and adding to the community as a good place to work attracting desirable applicant and providing an incentive for quality performance on the job. All these would definitely enhance organizational performance.
TABLE OF CONTENT
CHAPTER ONE
Introduction
Background Of The Study
Statements Of The Problem
Significance Of The Study
Scope Of The Study
Limitation Of The Study
Definition Of Term
CHAPTER ONE
Literature Review
Introduction
Concept Of Staff Welfare Package And Productivity
Aspect Of A Good Welfare Package
Rewards System And Workers Productivity
How To Evaluate Employee Performance
The Role Of Money As An Incentive
Summary Of Literature Review
CHAPTER THREE
Research Design And Methodology
Research Design
Sources /Method Of Data Collection
Population And Sample Size.
Validity And Reliability Of Measuring Instrument
Method Of Data Analysis
CHAPTER FOUR
Data Presentation And Analysis
Introduction
Presentation Of Data
Analysis Of Data
Interpretation Of Result
CHAPTER FIVE
Summary, Conclusion And Recommendation
Introduction
Recommendation
Suggestion For Further Research
Questionnaire