CHAPTER
ONE
1.1BACKGROUND
TO THE STUDY
This study, “The Impact of staff
welfare scheme in the motivation of Nigeria workers” examined how workers in
Nigeria can enhance productivity, high job performance, efficiency utilization
of company materials attainment of company’s set goals and objectives. In today
dynamic and complex world of business, it is essential that for any
organisation to survive and adapt to the changing needs of its complex
environment, it have both human and materials resources to weather the storm. This
is the objectives of the innumerable course in human relations where
supervisors are urged to their subordinates as human beings. The gospel of
human relation has been accompanied by increase fringe within the outside the
organisation.
This means of course, that all those
who are responsible for the management of any organisation must build into the
entire system factors that will induce people to contribute as effectively as
possible. A manager does this by building into every possible aspect of the organisational
climate those things which will cause people to act as desired ways what is
therefore needed to most organisation in some system that will ensure work
accomplishment through thoughtful attention to the needs of people who in turn
are committed to the performance through some sort of involvement in the
objectives of the organisation in which they work.
Motivation can therefore be defined
as the condition responsible for variation in the intensity, quality and
direction of ongoing behaviour if the conditions are both extrinsic and
intrinsic to the individual. Most of the individual causes not all behaviours
attempt to satisfy his or her needs. Similarly, the individual avoids the
activities that do not provide rewards or enforcement or that would result in
punishment a negative kind of need satisfaction. Motivation are not only reward
and punishment, it is an important determinant of human behaviour. It is that
which move one towards a goal.
As Berelson and Steiner have defined
the term, a motive “is an inner state energizes activates or move (hence
motivation) and the directs or channels behaviour towards goals”. In other
words “motivation” is a general term applying to the entire class of drive
desire, want and similar forces. Likewise to say that manager motivates their
subordinates is to say that they does things which they hope will satisfy these
drives and desires and induce the subordinate to act in a desire manner.
Motivation refers to that thing
which influences a worker to perform better in an organisation. This propelling
force may be internal or external. The internal forces which a worker includes
the needs, want desires, which exist within an individual make up. These forces
influence him by determining his thoughts which in turn lead to his behaving in
a particular direction in a particular situation.
The idea of motivation as a concept
arises, because it is not feasible to run bases or ordering workers around. As
order is only effective if someone feels constrained to obey. On the other
hand, an order will indeed be acceptable to a person if it agrees with the
objectives of the unit in which he works, as he understand them.
Therefore it is necessary for the
management to provide certain motivation that will induce individual to perform
in an establishment.
1.2 STATEMENT OF THE PROBLEM
One of the major problems
confronting management is that of how to motivate workers to perform assigned
task to meet predetermined standards. If workers are well motivated in the
establishment, they will put in their best towards the realization of the
organisational objectives. Also if workers are not well motivated they will not
put in their best to this point management needs to stimulate employees efforts
towards the attainment of the organisational goals. Stimulating effort in the
organisation entails meeting their personal needs and aspirations.
This is so because employees in an
organisation have sets of needs, which they would want to satisfy. These needs
include Abraham Maslow suggested needs: physiological needs, safety needs,
social needs, esteem needs and self actualisation needs, can it then means when
these needs are satisfied, workers will be motivated to perform?
Is there any relationship between
the worker performance and motivation? It these questions and similar ones that
spurred this study. This research want to look at those factors that induce
people to perform, using Shell Petroleum Development Company (SPDC) Warri,
Delta State as a case study.
1.3 RESEARCH QUESTIONS
The following questions that are to
be pursued in this research study are as follows:
1. Are
there available welfare schemes that will motivate workers in an organisation?
2. Is
there any cordial relationship between employees and management because of
welfare schemes to achieve the productivity of an employee?
3. To
what extent do employees feel motivated?
4. Is
the working conditions conducive for an employee to carry out their task?
1.4 OBJECTIVES OF THE STUDY
The main objective of this study is
to examine the relationship between staff welfare scheme and job motivation,
other objectives of this study are;
1. To identify the available welfare
schemes that motivate workers in Shell Petroleum Development Company (SPDC)
Warri, Delta State.
2. To examine the relationship between
such welfare schemes and the productivity of the employee.
3. To examine the extent to which
employees feel motivated.
4. To improve physical working condition.
1.5 RESEARCH HYPOTHESIS
Research hypothesis can be regarded
as proposition that states a tentative answer to a question or solution to a
problem. For the purpose of this study, the following hypotheses are
formulated.
HYPOTHESIS
I
Ho:
Better physical working condition is not likely to enhance productivity.
H1:
Better physical working condition is likely to enhance productivity.
HYPOTHESIS
II
Ho:
There is no cordial relationship between management and employees.
H1:
There is cordial relationship between management and employees.
HYPOTHESIS
III
Ho:
Workers are not motivated because of recognition and advancement they have at
work.
H1:
Workers are motivated because of recognition and advancement they have at work.
HYPOTHESIS
IV
Ho:
Workers are not motivated due to staff training programes.
H1:
Workers are motivated due to staff training programmes.
1.6 SIGNIFICANCE OF THE STUDY
This study is all about information
gathering process of staff welfare scheme of Shell Petroleum Development
Company. The study looks into areas on how workers can be motivated to bring
out their best. It will also help student who wish to carryout research as
regards higher job performance through motivation.
This research work is intended to
educate the policy maker, that is those at the corporate level (the top
management) and government, on the need to motivate employees properly to
enhance better performance and high productivity level.
Finally, this research is intended
to educate the management of S.P.D.C, on how motivation will help the staff to
improve in their skills which in turn will increase productivity in the organisation.
1.7 SCOPE OF THE STUDY
While attempts will be made in this
study to cover different aspect of Shell Petroleum Development Company
(S.P.D.C) Warri, Delta State is
motivated in order to ensure increase productivity unit, development, exploration
and human resources for the purpose of this study, the researcher will focus on
human resources aspect of the organisation.
1.8 LIMITATIONS OF THE STUDY
There is no
study carried out without encountering some problems. In carrying out this
study, a lot of problems were encountered, the period of the study was too
short for the researcher.
The researcher was faces with
problem of getting adequate information combining the study and the academic
work was also a problem to the researcher.
Finally, financial constraint also
contributed to the problem encountered in the process of writing this project.
1.9 ORGANISATION OF STUDY
This study is presented in five
chapters. Chapter one contains the introduction (background to the study),
statement of the problem, objectives of the study, significance of the study,
scope of the study, research hypotheses, research questions, limitation of the
study, organisation of study and operational definitions of terms.
Chapter two deals with the
literature review of some selected theories of motivation.
Chapter three addresses the research
methodology that is, research design, sample design and method of data
collection and date analysis techniques.
Chapter four will be on data
presentation analysis and interpretation of data.
Finally, chapter five documents the
summary of findings, recommendation and concluding remarks.
1.10 OPERATIONAL DEFINITIONS OF TERMS
For the purpose of this, some words
are used simply defined as follows:
1. Management: Is the process of planning
organising, leading and controlling the efforts of organisation members and
using all other organisational resources to achieve stated organisational
objectives.
2. Organisation: Is seen as activity
deliberately created to accomplish certain specified objectives.
3. Incentives: Benefit in various forms
designed to motivate employee to perform effectively and efficiently efficient
input of labour and capital.
4. William G et al (2002) define
performance as an evaluation in which the performance level of employees is
measured against established standards to make decisions about promotions,
compensation, additional training or firing. Also it relates to the ability to
set goals.
5. Motivation: Koontz and Neihvich (1983)
defined motivation as the entire class of drive desire, and needs, wishes and
similar force, which channel behaviour toward goals.
Also motivation is that drive or the
urge that prompts employees to behave in a desired way in the organisation.
6. Employee: these are people employed to
help the organisation accomplish its objectives for an economic reward with
salary or wages and other benefits.
7. Job Satisfaction: The feelings an
employee has about his job whether positive or negative. Agbator J. O (1988) it
can be generally referred to as the contentment drive especially when doing a
job he loves and it influence by many factors.
8. Needs: These refers to those things a
person or worker wished to have, that made him either feel satisfied or have a
good sense of belonging to an organisation as a worker.