ABSTRACT

The objective of this study is to examine the effect of welfare package on the productivity of workers of the HKM Engineering Services Nigeria Ltd. Relevant data were collected from both primary and secondary sources of data. A survey method was used for this study. To obtain a more intense data, a quantitative research method was adopted. The questionnaire was designed and distributed randomly to a sample size of 100 staff with support of the Burley’s formula. One hundred percent (100%) of the respondents responded to the questionnaire and a simple percentage technique was used to analyse the data obtained. The result showed that both monetary and nonmonetary welfare package were used in HKM Engineering Services Nigeria Ltd. Among the major findings of the study was that welfare packages exists in HKM Engineering Services Nigeria Ltd and the workers attested to its importance. The research therefore recommended that the implemented welfare packages should be review from time to time so as to accommodate new ideas and innovation. Housing and Transport allowance and other entitlements should be paid without unnecessary delays.

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The success of a company depends on the productivity of its workers in this age of globalization, market economy, hyper competition, and rapid change. If a company is to continue its efforts toward the achievement of predetermined goals, worker success is a must. Workers are the most valuable business resource, according to Human Resource Philosophy, workers are the most valuable business resource that must be carefully handled in order to optimize return on investment and meet business goals. Organizations must include a variety of benefits to ensure that their workers' needs are met. In reality, in this day and age, it is almost impossible to run a business without providing a simple package of worker benefits. Worker welfare refers to their overall well-being both at work and at home. Worker welfare services, according to Armstrong (2004), are based primarily on the theoretical basis of organizations' social obligation to who are employed by them. Organizations require high-performing workers to accomplish their objectives and provide the goods and services that they specialize in, allowing them to gain a competitive edge. Organizations offer welfare services to their workers, according to Gayle and Brock (2004), in order to keep their morale levels up. Worker welfare schemes are divided into two categories: statutory and non-statutory welfare schemes. Statutory schemes are those that a company is required to in order to comply with laws regulating worker health and safety. Non-statutory schemes vary from one agency to the next and from one sector to the next. The aim of providing welfare programs will be to enhance a stable, loyal, and productive population, to establish an effective and happy workforce, and to encourage good working relationships, all of which contribute to sustaining industrial peace.

The word "welfare" refers to a person's state of well-being and means that he or she is healthy. It is a desirable state of being that includes a person's mental, physical, moral, and emotional aspects. The main qualitative dimensions of jobs that improve workers' quality of life and productivity are adequate wages, secure and humane working conditions, and access to certain minimum social security benefits. There are institutional frameworks in place to ensure that workers in the regulated sector of the economy have these rights. To the extent possible, these are being reinforced or extended. Workers in this industry, on the other hand, should be polled on a regular basis to see if they are happy with the benefits offered by their employers, since these benefits are directly linked to the company's bottom line. Steps must be taken on a greater scale than ever to strengthen the working conditions of staff, especially women. Improving employer-worker ties requires a focus on worker safety. Employers have additional bonuses, retirement insurance, medical benefits, and other programs to encourage workers to support mechanization. Worker success is vital to the manufacturing process' sustainability in organizations (Namuddu, 2010). Whether in a classroom or in the workplace, Such development processes are facilitated by a wellorganized and purpose-driven human workforce that is eager and determined to push itself to the limit in order to achieve defined goals (Emojong, 2004). Organizations should be interested in igniting this fire through various strategies such as encouragement, retention, and growth, in general. Remuneration, rewards, benefits, and healthcare are only a few of them. Since the quality of teachers is critical to every educational system, the welfare policy is considered critical (Kitunga, 2009).

(Gayle and Brock) Welfare is an organizational attitude or interest embodied in articulated concern for workers at all levels, underpinning their work and the atmosphere in which it is done (2004).

Staff health, according to Coventry and Barker (2009), involves offering social opportunities, dealing with superannuation, pension funds, and leave grants, making loans on hardship cases; arranging legal aid and giving advice on personal problems; dealing with superannuation, pension funds, and leave grants, making loans on distress cases; supervising staff and works' canteens; running sick clubs and savings schemes; dealing with superannuation, pension funds, and leave grants; dealing with superannuation, pension funds, and leave grants; dealing with superannuation, pension funds, and leave grants; dealing with superannuation, pension funds, granting long-term career awards;

Assistance to workers who have been assigned to another department, as well as fringe benefits (such as sick pay, meal coupons, and other indirect benefits). Productivity, on the other hand, refers to the number of goods and services generated in a given period of time given the available capital (Singh, 2009). However, Coventry and Barker (2009) contend that it is more than just an economic measure, as it also evaluates how well the group performs the necessary activities in order to satisfy both internal and external customers. In effect, productivity refers to an worker's efficiency and efficacy. Most businesses succeed not only because they operate in competitive markets or because they can compete effectively with other businesses, but also because their management (or those in charge) provides them with the resources that motivate them to do their jobs well. They recognize that no organisation can work safely and successfully unless its people are properly empowered. Provision of things (welfare package) that ginger workers need in order to work in a business. has aided organizations in creating an enabling atmosphere for improved workforce efficiency. Organizations were formed mainly to accomplish goals, and the rate of success in achieving organizational goals is linked to the output of human resources employed within them. Human success represents one's personality, spirit, and attitude toward the world in many ways.

The distinction between successful and unsuccessful people is not in what they have, but in what they want and do with the tools they have and their life experiences. As a result, the proper functioning of workers is critical to the success of an organization, and managers should understand that they can raise workers by successful productivity management, reminding them of their strengths and limitations, and moving toward organizational goals and objectives.

As Koontz (1982) points out, managing entails the development and maintaining of an atmosphere conducive to the achievement of individuals cooperating in Companies to achieve a common objective. It goes without saying that a manager cannot be effective unless he or she understands what motivates people. "The value of building motivating factors into organizational positions, the staffing of those roles, and the whole method of managing and directing people must all be focused on knowledge of motivation," Koontz added, "so organizations can benefit from increased productivity through adequate motivation of workers, which in this study is the secretarial staff." While there seem to be some scholarly works on worker well-being and productivity (OwusuAcheaw, 2010; Osterman, 2010; Singh, 2009; Cowling and Mailer, 1992; Coventry and Barker, 1988), they all seem to concentrate on manufacturing environments, ignoring service organizations and the banking industry. As a result, there is a need to broaden knowledge on the topic, which is why this research focused on the effect of worker welfare on worker productivity, using HKM Engineering Services Nigeria Ltd as a case study.

1.2 STATEMENT OF THE PROBLEM

Humans have needs that they expect to be met, such as protection or security, social needs, and the desire to succeed in life. These requirements (welfare) have implications for their job productivity or position, social relationships with formal and informal groups, attitudes toward management, and attempts to achieve the organization's goals. One of the organization's functions is to motivate workers, which means meeting them to perform their duties by dialing a dial of debate about the question of what motivates a worker. Some people believe that workers may be motivated by the use of money, others that people work mainly for money. The human relations movement, on the other hand, does not see money as the primary motivator for workers; instead, they place a strong focus on "man as the maker." Workers are recruited for who they are as a whole person, not just for their abilities. This means that something that influences some part of their personality would have an impact on their ability to complete the role for which they were employed. Regardless, most businesses believe that paying a fair wage rate is sufficient to inspire and retain workers' commitment to service. Although this is not entirely misleading since it can satisfy their economic needs, it may not meet their psycho-social needs, which may cause a snag in their ability to perform their duties satisfactorily. Workers who are involved in corporate decision-making are more likely to own the results. When workers are kept out of decision-making processes, it can be difficult for them to fully contribute to and participate in team processes, which can have a negative impact on the team's success.

To put it another way, the movement's proponents believe that a healthy working environment and the provision of social amenities for workers would be regarded more highly by workers than cash compensation, so this work will be focused on examining the situation.

Prominently, there is a major issue with and disagreement on the subject of worker compensation. Scholars such as Tochukwu (1995), Ejila (1996), and Fryied Lanider believe that a welfare system encourages workers to work hard and better (1965). Nevertheless, a theorist such as Herzberg (1959) argues that welfare programs are merely healthcare considerations that do not inspire workers to succeed. As a reason, the main priority of this research is to determine and investigate the role of personnel wellbeing on employer productivity in Nigeria.

1.3 RESEARCH QUESTIONS

They asked each research question to help validate the research work's intent and goal.

The following questions will direct this investigation:

i. How does the Nigerian economic welfare system impact worker proficiency?

ii. Does the social welfare system for workers have an effect on their specialization in Nigeria? iii. How does the Nigerian facilitative welfare system impact worker proficiency?

1.4 STUDY'S OBJECTIVE/PURPOSE

The aim of this research is to see how the Worker Welfare Mechanism affects worker productivity in Nigeria. Its basic goals are as follows:

i. To assess the impact of Nigeria's economic welfare scheme on worker proficiency.

ii. To determine the impact of an worker recreational welfare scheme on their proficiency in Nigeria.

iii. In Nigeria, to access role of personnel of a facilitative welfare scheme on worker proficiency.

1.5 RESEARCH HYPOTHESIS

Ho: In Nigeria, the economic workers welfare system has no pleasant role on worker proficiency.

Hi, a cost-effective worker welfare program has a pleasant role on worker success in Companies.

Ho: Workers' proficiency in Nigeria is unaffected by their recreational welfare scheme kit.

Hi, in Nigeria, the recreational welfare package of workers has an effect on their proficiency.

Ho: In Nigeria, the facilitative welfare system has no meaningful pleasant role worker proficiency.

Hi: In Nigeria, a favorable welfare system has a pleasant role on worker proficiency.

1.6 SIGNIFICANT OF THE STUDY

In a real sense, the importance of this research is to put together numerous news and information about the subject matter. Against this backdrop, it is expected that the study will be of enormous assistance to various categories of citizens, including managements, administrators, students in diverse professions, the government, workers in multiple companies, and enterprises at larger. It would also go on to clear up the misunderstanding among what motivates and does not encourage workers in the workplace. This research would be extremely useful to professional managers and leaders who are looking for ways to integrate their resources in order to achieve successful and productive results. As a result of actions benefiting HKM Engineering Services Nigeria Ltd, leadership understanding of the challenges involving the welfare system's administration in the company would skyrocket.

1.7 SCOPE OF THE STUDY

The research focuses on the effects of worker well-being on job organizational outcomes, specifically at HKM Engineering Services Nigeria Ltd. Also as measure, the research's focus has restricted to the topic of worker well-being and the way it's done it affects the company as a whole. HKM Engineering Services Nigeria Ltd was the research area where its data was collected from 2019 to 2021.

1.8 DEFINITION OF TERMS

Since it’s possible that some of the words used in this study aren't described in the literature.

Any of the words used ought to have their context meanings clarified to avoid confusion while also allowing for comprehensibility. In the meantime, the words are of a professional sort.

MOTIVATION

Motivation is a form of thing that causes a staff to take action, it is described because of certain elements that cause an worker to take an act accordingly. It can be calculated by recognizing different needs of the workers and how certain needs affect their actions in the workplace.

SATISFACTION

Referred to an worker's happiness with his job; it can be described as an incentive that an worker receives from a job well done.

The discrepancy between what the worker expects from the service he or she referred to the company and what he or she actually receives may be used to assess satisfaction.

INCENTIVES

These are rewards offered to workers of a company in exchange for helping the company achieve its goals. It could be calculated by the degree of incentive given to workers by the company and the degree to which that incentive improves their efficiency.

MANAGEMENT

Doing something with the aid of other people's instruments. The method of integrating and using or assigning institutional funds for the benefit of attaining organizational objectives by means of preparation, coordination, direction, and control

DECISION MAKING

The act of making a decision is associated with the development of policies directing or regulating the functioning of an organisation, and also the mechanism by which solutions are alerted to the issue in organizations.

SCHEME FOR WORKER WELFARE

Scheme for worker welfare is sometimes often known as worker welfare services in this report. Worker program refers to the additional benefits that a workers obtain from the company in addition to his or her salary or pay.

WAGES

This is the amount or quantity of discomfort experienced when executing task with a limited period.

SALARY

Is a set sum of money that is charged to workers at their various workplaces at the end of each month.