ABSTRACT
This study examined the effect of fringe benefits on employee performance a study of unity bank plc Ozoro branch of Delta state. The study employed quantitative descriptive research method. Data were sourced basically through primary source with the aid of questionnaire. The research population of this study consists of staff of Unity Bank Plc. A sample of 50 was drawn from the population using simple random sampling technique. Data collected was analyzed using tables, simple percentage and Chi Square statistical analysis was used in testing the formulated hypothesis. From the findings, it was established that increase in productivity is a result of fringe benefit which motivates the employees to work more. It was recommended among other recommendations that fringe benefit should be encouraged, is the best way of promoting productivity and profitability that there will be cordial employer/ employee relationship when constant benefit is given to the employee.
TABLE OF CONTENTS
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
1.2 Statement of Problem
1.3 Purpose of the Study
1.4 Research Questions
1.5 Research Hypothesis
1.6 Scope of the Study
1.7 Significance of the Study
1.8 Limitations of the Study
1.9 Operational Definition of Terms
CHAPTER TWO
REVIEW OF RELATED LITERATURES
2.0 Introduction
2.1 Concept of Motivation
2.2 Theories of Motivation
2.3 Abraham Maslow’s Hierarchy of Needs
2.4 Douglas McGregor’s Theories X and Y
2.5 The Role of Motivation in Staff Performance
2.6 David McClelland Human Motivation Theory
2.7 Herzberg’s Motivation Hygiene Theory
2.8 Victor Vroom Expectancy Theory
2.9 Motivation Employees: A 10 Steps Way to Success
2.10 Concept of Fringe Benefits
2.11 Types of Fringe Benefits
2.12 How to Use Fringe Benefits to Motivate Staff
2.13 The Effect of Fringe Benefit on Employee
CHAPTER THREE
RESEARCH METHODOLOGY
3.0 Introduction
3.1 Research Design
3.2 Population of the Study
3.3 Sample Size and Sampling Techniques
3.4 Source of Data Collection
3.5 Instrumentation
3.6 Validity of Instrument
3.7 Administration of Research Instrument
3.8 Method of Data Analysis
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
4.1 Introduction
4.2 Interpretation of Analysis
4.3 Test of Hypothesis
4.4 Discussion of Findings
CHAPTER FIVE
SUMMARY CONCLUSION AND RECOMMENDATION
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendation
5.4 Areas for Further Research
References
Appendix: Questionnaire
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
This research project is aim at examining the fringe benefits as a motivational force that is employed by organization.
This is based on the understanding that the goals and objective of an organization could be achieved through human elements in very important, complex and unique in nature. In few of the fact, they need to be induced and influenced to exert the best of their ability of task entrusted on them.
An organization that fails to value the human resources is indefinitely working towards the result of unsatisfied work force. It is therefore imperative for any successful organization to motivate it’s subordinate if it’s goals and objective are to be achieved. The personal objective of a worker should be considered first and as much as possible the management should harmonize their individual objective with those of organizational goals and objective. It is against the background that we have decided to carryout an investigation to find the motivational fringe benefits use in an organization.
1.2 STATEMENT OF PROBLEM
The important and impacts of motivation bring about significant increase in production at minimum efficiency and higher profit margin could not be ignored, most especially since industrialization has now become an important dividing like between countries of the world today. Over the years, there has been a feeling of employee inadequacy as a result of the neglect of fringe benefit in some organization.
This had led to the ineffective and inefficient performance of employee of it’s role in the contribution, development and growth of an organization. In addition, most organization do not seek to raise some types of fringe benefit for employees, like airline transport benefit, housing allowance etc. for their worker due to ignorance considering the cost they will incur in carrying it out without considering the contribution they will derived through human element in the organization.
1.3 PURPOSE OF THE STUDY
The main objective of this research is to investigate the effect of fringe benefits on employee performance. The specific objectives are:
1. To examine how fringe benefit could affect employee performance.
2. To look into how fringes benefit could be effective managed in an organization.
3. To identify the various ways human element is very important in the organization.
1.4 RESEARCH QUESTIONS
To explain the question of the study, the following are some relevant research questions that will be addressed to determine whether fringe benefits have any impact in an organization. In view of the above, research intend to answer the following questions.
1. Does fringe benefit affect employee performance?
2. Does proper management fringe benefit affect employees performance in an organization?
3 Of what important is fringe benefits to human element in the organization?
1.5 RESEARCH HYPOTHESES
Ho: Fringe benefits do not affect employee performance?
Hi: Fringe benefits affect employ performance
Ho: Proper management of fringe benefits does not affect employee performance in an organization.
Hi: Proper management of fringe benefits affect employee performance in an organization.
Ho: Fringe benefits has no important of human element in the organization
Hi: fringe benefit is important to human element in the organization
1.6 SCOPE OF THE STUDY
The scope of the study covers the United Bank plc, Ozoro Branch. Delta State. It is expected that at the end of this study generalization would be made to cover other areas. And organizations that share common feature with the case study.
1.7 SIGNIFICANCE OF THE STUDY
The justification of this study is to discuss the effect of fringe benefits on employee performance in an organization. Therefore this study is in the following;
1. It will serve as useful reference to organization in knowing the need to motivation human element in an organization.
2. It will highlight ways to mange fringe benefit in an organization.
3. It will serve as a reference material for further researchers.
1.8 LIMITATIONS OF THE STUDY
The project was carried out at the same time with other academic activities. As a result of this, the researcher encounters a lot of strains and difficulties while trying to meet both academic obligations. Again financial problems contributed to the limitations of the study. Carrying out researching this kind of required travelling from one place to the other, gathering facts, visiting one library and the other to collect useful facts, All this required money.
Also, some respondents with the needed information in spite of prior explanation that the research was purely an academic one. Also this withheld relevant information due to their gross illiteracy
1.9 OPERATIONAL DEFINITION OF TERMS
Fringe benefits: - As the rewards other than ways that employees received from their employers and which include but not limited to pensions, medical and dental insurance, paid vacations.
1. Employer: - A person or company that employ people
2. Employee: - A person who works for somebody or for a company in return of wages
3. Organization:- A group of people brought together for the purpose of achieving certain objectives and goals.
4. Employment:- This means the actions of employment of somebody.
5. Profit: - This is the revenue which exceeds what a business organization spends on salaries, rent, advertising and other cost.
6. Employ:- This means the actions of employment of somebody
7. Supervision:- this is the act of watching somebody or check what somebody has done to make sure that it work.
8. Performance:- this is a description of what is expected by employees, plus the continues orientation of employees towards effective job performance
9. Administration:- refers to a process that is require planning, organizing, coordinating and controlling of both material resources in order to achieve a specific goal in any organization
10. Breakdown:- The break even point in any business is that point at which the volume of sale or revenue exactly equals total experience, the point at which there is neither a profit nor loss under varying levels of activities
11. Innovation:- Introduction of a new idea into the market place in the form of a new product or service or an improvement in organization or process.
12. Job description:- A written statement listing the element of a particular job or occupation e.g. purpose, duties equipment used, qualification, training, physical and mental demands working condition etc.
13. Turnover: - Turnover is the number of time that an average inventory of goods is sold during a fiscal year or some designated period.
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