ABSTRACT
The purpose of this study is to
investigate the role of fringe benefits in enhancing the productivity of the
public sector employees, it also goes further to examine the relationship
between fringe benefits and the morale of employees in the public sector, to
discuss the impact of fringe benefits on the efficiency of public sector
employees and to analyse the relationship between fringe benefits and
organizational performance in the public sector.
The researcher work makes use of
random sampling techniques system, which ensures that every probable unit of
analyses of the population has equal chances of being selected. A sample that
is properly randomized enables the results of a study to be generalized. The
total population of the case study is about fifteen thousand but for the
purpose of this research, about four hundred and fifty is our target as members
of staff of the Ikeja Passport Office of NIS, out of which one hundred were
given questionnaires and with the expectation of about sixty questionnaires to
be duly completed and returned. There are two basic instruments of data
collection or source available to this research. These are the primary and
secondary sources of data collection instruments. Primary data were collected
through the use of questionnaire, close-ended questionnaires to be precise.
Here questions are structured in line with the research hypothesis and other
relevant questions in the research study. The secondary data were gathered
through "articles" from journals, newspapers, magazines, textbooks
and other publications were also utilized in the course of our data gathering
exercise.
TABLE OF
CONTENTS
Title page
Certification
Dedication
Acknowledgment
Abstract
Table of contents
CHAPTER ONE
1.1 Background
of the study
1.2 Statement
of problem
1.3 Objectives
of the study
1.4 Research
questions
1.5 Research
hypotheses
1.6 Scope
of the Study
1.7 Significance
of the study
1.8 Conceptual
clarifications
1.9 Organization
of the study
CHAPTER TWO
2.1 Historical
background of the study
2.2 Conceptual
framework
2.3 Theoretical
framework
2.4 Size
of fringe benefits
2.5 Types
of workers benefits
2.6 Importance
of workers benefits
2.7 Fringe
benefits, motivation and productivity
2.8 The
relationship between motivation and performance
2.9 Emerging
trends in benefits packages
2.10 Principles
governing fringe benefits
CHAPTER THREE
3.1 Introduction
3.2 Research
design
3.3 Characteristics
of the study population
3.4 Sample
and sampling techniques
3.5 Data
collection instrument
3.6 Validity
and reliability of data collection
3.7 Validity
and reliability of data collection instruments
3.8 Techniques
of data analysis
3.9 Limitations
of the methodology
CHAPTER FOUR
4.1 Introduction
4.2 Respondents
personal characteristic
4.3 Test
of Hypotheses
CHAPTER FIVE
5.1 Summary
5.2 Conclusion
5.3 Recommendations
References
Questionnaire
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
There is nothing more preoccupying to
modem government than how to provide efficient, effective and quality services
to the populace. This emphasis on workers productivity became more pronounced
with the ever changing economic, social and investment environments which
determine the ways government should function. The process of government has
become more sophisticated because of the increasing demand for the introduction
of modern management technique in the act of public governance (Klotz, 1998:
15-16).
The role of fringe benefits on
workers productivity cannot be ignored in the public sector. The Nigeria
Immigration Service (NIS) had long realized this and had placed motivation of
its employees as top priority and which constitute the need for using NIS as a
case study. Compensation can be offered using three types of rewards which are
pay, incentive and benefits which is the basic remuneration employees receive,
using in the form of wages or salary while incentives are rewards designed to
encourage and reimburse employees for effort beyond normal performance
expectation. Benefits are rewards available to employees or group of employees
as part of organizational membership (Philip, 2001).
The Nigerian Public Service is not
immune from the trend and assertions that fringe benefits are linked with
payment received in addition to the basic allowance or salary i.e. (Medical,
Housing, Transport etc. Meanwhile, benefits have to be handled with care
because once they are granted in a boom period, they are not easily withdrawn
in recession because the proportion of cost attributable to workers in the form
of labour cost is increasing in several organizations and this cost need to be
managed if the organizations are to make profit and to survive within the public
(Fajana, 2002:345).
There is another opinion that
benefits are supplementary or "in kind" payment made to all employees
of the organization, in addition to their basic salaries. Unlike the Incentive
System which are enjoyed by workers on the basis of their individual
performance on contribution to the profitability of the organization, benefits
are made available to all employees irrespective of difference in individual
performance, for as long as they retain their organizational membership
(Banjoko 1996: 135).
Another postulation states the reward
system in an organization goes a long way to determine jobs satisfactions and
performance. It is equally pertinent to state that any employee, who expects
return from its investment, has no options but to ensure that its employees are
well and fit for work all the time.
By identifying himself very seriously
with the problem of the community and assume some of the responsibilities which
otherwise should be borne by the government especially in the country like
Nigeria where the government has not been able to undertake its duty towards
the welfare of the citizen.
To this extent, it is found that up
to a point, performance increases with increasing motivation. This is to say
that little motivation leads to better benefits, as often used, is no longer
descriptive of the amount or importance of the benefits paid out to employees
(Idowu, 2002:65).
1.2 STATEMENT OF PROBLEM
The Nigeria Civil Servants are often
described as inefficient, ineffective, have low morale and low productivity.
This statement presumes that the Civil Servants are not doing their work as it
should be done. This, of course will have a negative consequence on the general
well being and growth of the economy.
In Nigeria today, there is no doubt
that the government is the largest employee of labour and such perceived
inadequate performance as contrary to the objective of government which is to
increase productivity in the nation.
The Nigeria Public Service is known
to have a motivational problem thus the need to study the impact of fringe
benefits on workers productivity in the public sector in Nigeria therefore
becomes inevitable.
Managers and public officers in these
developed countries operate in a different environment from what is obtainable
in the developing countries. The inability of an organization to provide
adequate security for the employees against social risk and ensure a fairly
comfortable life after retirement in the country is a problem affecting
employees productivity. How can human resources be managed to ensure organizational
growth and profitability in the Nigerian Public Services? This should be the
fulcrum or hub upon which the research work will be founded.
1.3 OBJECTIVES OF THE STUDY
The main objective of this study is
to investigate the role of fringe benefits in enhancing the productivity of the
public sector employees.
Other specific objectives include:
1. To examine the relationship between fringe
benefits and the morale of employees in the public sector.
2. To discuss the impact of fringe benefits
on the efficiency of public sector employees.
3. To analyze the relationship between fringe
benefits and organizational performance in the public sector.
1.4 RESEARCH QUESTIONS
In this study, attempt will be made
to beam searchlight on the following research questions.
1. How can fringe benefits enhance the level
of productivity in the public sector?
2. Is there any relationship between fringe
benefits and the morale of employees in the public sector?
3. What are the impacts of fringe benefits on
the efficiency of employees in the public sector?
4. To what extent can fringe benefit increase
organizational performance in the public sector?
1.5 RESEARCH HYPOTHESES
This study will be geared towards
testing the following hypotheses:
1. That fringe benefit tends to enhance the
level of productivity in the public sector.
2. That there is a direct relationship
between fringe benefits and the morale of employees in the public sector.
3.
That fringe benefit tends to engender
efficiency in the public sector.
4. That there is a positive relationship
between fringe benefits and organizational performance in the public sector.
1.6 SCOPE OF THE STUDY
The prime target of these research
study is to identify benefit and worker's productivity in the public sector,
with reference to the Nigeria Immigration Service (NIS). As a result of limited
time and finance involved, we have decided to restrict our scope to the Ikeja
Passport Office of the parastatal. Both junior and senior officer shall be
covered in the study.
1.7 SIGNIFICANCE OF THE STUDY
This study will be valuable in a number
of ways. One, aside from contributing to the existing body of literature in
human resources management, it will also help employees and policy maker to
have a idea of what priority to give fringe benefit in their efforts to satisfy
and motivate workers for better level of productivity.
The study will also satisfy the
curiosity to understanding the relationship between fringe benefits and
employees' productivity. It will be useful to evaluate fringe benefit as a tool
to employees' productivity. It will also be useful to the Nigeria.
Immigration Service. In getting
the best from their employees. Moreso, the study will equally examine employee attitude
towards fringe benefits. Finally, the study will be relevant to both scholars
and students of Human Resources Management and Public Administration in
general.
1.8 CONCEPTUAL CLARIFICATIONS
In this section attempt was made to
clarify some important concepts relevant to this study. These include:
Benefits: Could be seen as supplementary or
"in kind" payment made to all employees of the organization in
addition to their basic salaries. It could also be described as money provided
by the government to people who need financial help due to some reasons.
Employee: It is defined as a person who is paid to work for somebody.
Employee Benefits: Employee benefits are sometimes
referred to as Indirect or Supplementary Compensation.
Fringe: It could be defined as "an ornamental border, an edging, trimming or a
margin", it is also seen as events or activity that are not part of the
main group or activity.
Fringe Benefits: The term can be defined as
"these benefits which are provided by an employer to or for the benefits
of an employee and which are not in the
form of wages, salaries and time-related payments. It is also referred to as extra things that an
employer gives you as well as your wages.
Productivity: Is defined as the output resulting
from a resource input at a given time. In other words, it could be defined as
the rate at which a worker, a company or a country
produces goods, and the amount produced, compared with how much time, work and
money is to produce them.
Public: Could be defined as something
provided, especially by the government, for the use of people in general.
Public Sector: public sector is defined as the part
of economy of a country that is owned or controlled by the government.
Public Service: Is seen as such service as transport.
or health care general in a particular society. It could also be seen as something that is done to
help people rather than to make a profit, the government and government
department.
Sector: Is a part of an area of a country's
economy.
Service: Could be seen as system that provides
something that the public needs, organized by the government or a private
company.
Worker: A person who works, especially one
who does a particular kind of job, a person who is employed to do physical rather than organizing things or
managing people. Or a person who works in a particular way.
1.9 ORGANISATION OF THE STUDY
The study is divided into five
chapters. Chapter one dealt with the introduction, general overview, objective
of the study, statement of problems and research questions.
Others include research hypotheses, scope of the study, significance of the study, conceptual clarification and organization
of the study.
Chapter two covers literature review
i.e., the review of all literatures relating to the research study;
introduction, conceptual framework, size of fringe benefits, type of workers
benefits, importance of workers benefits, importance between motivation and
performance, emerging trend in benefits packages, principles governing fringe
benefits and historical background of a case study.
Chapter three deals with research
methodology, research design, source of data, population of study, sample size
and sampling procedure, questionnaire, construction and administration,
validity and reliability of questionnaire and data analysis, treatment and
limitation.
Chapter four is all about introduction,
data presentation and tabulation and hypothesis testing while chapter five has
to do
with the summary conclusion,
recommendation and suggestion for further studies.
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