TABLE OF
CONTENTS
Content Page
Title page i
Certification ii
Dedication iii
Acknowledgments iv
Abstract v
List of Tables viii
List of Figures ix
CHAPTER ONE: INTRODUCTION
1.1 Background to the Study 1
1.2 Statement of the Problem 3
1.3. Objective of the Study 5
1.4. Research Questions 5
1.5. Hypotheses 5
1.6. Significance of the Study 6
1.7 Scope of Study 6
1.8. Operational Definition of Terms 7
1.9. Plan of Work 8
CHAPTER TWO: REVIEW OF LITERATURE
2.0 Introduction 9
2.1 Welfare Packages 9
2.2 Job Satisfaction 10
2.3 Evolution of Welfare Schemes 13
2.4 Relationship between Welfare and Employee Satisfaction 15
2.4.1 Promotion, Salaries and Job Satisfaction 19
2.4.2 Welfare Incentives and Job Satisfaction 20
2.4.3 Significance of Employee Satisfaction in Organisation 22
2.5 Measuring Job Satisfaction 24
2.6 A Brief Overview of LASTMA and TRACE 26
2.7 Challenges of Welfare Programs 27
2.8 Factors affecting Job Satisfaction 29
2.8.1 Environmental Factors 29
2.8.2 Personal Factors 30
2.9 Theoretical Framework of the Study 31
CHAPTER THREE: METHODOLOGY
3.0 Introduction 36
3.1 Research Design 36
3.2 Population 36
3.3 Sample size and sampling Technique 37
3.4 Research Instrument 38
3.5 Method of Data Collection 39
3.6 Validity of Instrument 40
3.7 Reliability of Instrument 40
3.8 Method of Data Analysis 41
3.9 Ethical Consideration 41
CHAPTER FOUR: DATA ANALYSIS, RESULTS AND DISCUSSION
OFFINDINGS
4.0 Introduction 42
4.1 Data Presentation 42
4.1.1 Organization 42
4.2 Data Analysis 47
4.3 Test of Hypotheses 51
4.5 Discussion of the Findings 52
CHAPTER FIVE:
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.0 Introduction 55
5.2 Conclusion 56
- Recommendations 57
- Contribution to Knowledge 58
5.5 Suggestion for Further Studies 58
References 59
LIST OF
TABLES
Table Page
1. Frequency distribution of respondent on organization 42
2. Frequency distribution of respondent on gender 43
3. Frequency distribution of respondent age category 43
4. Frequency distribution of respondent working experience 44
5. Frequency distribution of respondent work category 44
6. Frequency distribution of respondent knowledge of welfare schemes 45
7. Frequency distribution of welfare packages observed by respondents 46
LIST
OF FIGURE
Figure Page
1. Maslow Hierarchy of Needs 32
CHAPTER
ONE
INTRODUCTION
The
achievement of an organisation’s goals is the combination of efforts from human
and material resources, every organisation is set out to achieve a particular
aim or objectives and this can only be done with the corporation of some people
that are known as the employees. Hence, the productivity or the attainment of
the goals these organisations set is through the employees and the dedication
of these employees to an organisation’s goal is highly influenced by the satisfaction
they get on the job. Organisations are classified into private,
non-governmental and public establishment driving towards achieving various
objectives (Egan, Yang & Bartlett, 2004). The type of an organisation would
determine the employees needed in the organisation and the provision of welfare
packaged that would be available for them.
One
common thing to all organisation is human capital. The importance of human
resources cannot be underrated in an organisation, human resources in any
organisation is the greatest asset and this asset in no situation should be
compromised. Material and financial resources cannot replace the work of human
resources, it can neither increase efficiency nor contribute to the anticipated
rate of return on investment. No matter the sufficiency or strength of
financial resources of an organisation, probability of success would be low if
employees do not have sufficient activity (Taylor & Stern, 2009).
The
management of employee is an important aspect of organisational process. A
well-managed business organisation should recognize the needs of the employees
in a way that one can keep them engaged so as to retain them. To understand the
importance of people in the organisation is to recognize that human element and
the organisation are synonymous. An effective organisation is that, which sees
an average employee as the root source of the quality and productivity gains.
The organisation would ensure that there is spirit of cooperation, sense of
commitment and employee satisfaction within the sphere of its influence
(Adeyinka, Ayeni & Popoola, 2007).
One
of the main aspects of human resources management is the measurement of
employee satisfaction. Specific employee’s attitudes relating to job
satisfaction and organisational commitment are of major interest to the field
of organisational behaviour in the practice of human resources management
(Adeyinka, Ayeni & Popoola, 2007). The commitment of the workforce to the
organisation is determined by the workers contentment with the way of things
for gauging their likelihood to stay with the company. For long term growth and
to guarantee organisational success, organisations need to retain deserving and
talented employees because it is the essential to have experienced people
around who can guide fresher or individuals who have just joined the
organisation (Okonkwo, Ndubisi & Chidiebere, 2015). This study while
looking at the welfare packages of organisation and satisfaction derived by
employees, using LASTMA and Trace its launching point to establish facts of
discuss.
Traffic
management is a systematic and sustained effort on directing and controlling
all traffic on roads to make them free from negative effects of the transports
system. Traffic jam is a common issues in the cities, probably because of the
overpopulation in these cities, it delays engagement and can be of negative
effect to the mental and physical health of individuals through stress,
fatigue, and pollution (Malvika, 2016) as it is also toed to several challenges
like delay in activities, road rage depending on how developed the city is.
Lagos is the commercial hub of Nigeria, it is also characterized with
overpopulation (Asiyanbola, Osoba & Adewale, 2012). The overpopulation of
Lagos state has also affected Ogun state because it is the closest state to
Lagos state in Nigeria geographically, therefore traffic also spills over to
Ogun state because there are a number of people that work or carry out their
business activities in in Lagos state and reside in Ogun state. Welfare
packages are that part of the total compensation package, other than pay for
time worked, provided to employees by the employers. All these benefits are
factors that enhance attraction, retention and motivation of employees in an
organisation. Welfare package is only effective when it is able to yield a
level of satisfaction in employees and there is a problem of individual
differences because what satisfies one person may not satisfy another person.
In
some organisations, it can be observed that in times of crisis, which may lead
to delay in payments or remuneration of employees, some workers still tend to
stay, perhaps, employee satisfaction can be traced to this. The health and
productivity of an organisation depends on motivated workers that have attained
a high level of job satisfaction. When employees are satisfied, they tend to be
more loyal towards their organisation and stick to their jobs even at worse
scenarios (Odeku & Odeku, 2015) .
The
challenge of traffic management led to the establishment of Lagos State Traffic
Management Authority (LASTMA) and Traffic Compliance and Enforcement Corps
(TRACE) of Ogun state. LASTMA was set up in June, 2000 to regulate traffic
under the Lagos state Ministry Of Public Transportation (MOT), charged with the
road traffic matters with a system of operations that makes it responsive to
the demands of traffic and to ease traffic congestion, to reduce travel delay,
improve access to commerce and industry, redirect traffic, to enhance and
protect safety of road users and to enhance sustainable transport system in the
city of Lagos state. TRACE was set up in 2005 by the state house of assembly
with the responsibility to provide solutions to the incessant crashes with the
three level of road safety management to the citizens of the state ( Newswatch
times, 2015).
The
employees under these authorities experience various challenges in carrying out
their day to day activities which ranges from lack of corporation by people and
motorist, lack of discipline amongst motorist, reckless driving, thuggery and
hooliganisms by some motorist, physical abuse and irrespective of all these
they still do not leave their job. Welfare of employees in an organisation
encompasses matters relating to work conditions and amenities such as canteens,
crèches for employee’s children, provision of rest and lunch rooms, housing,
transport, medical assistance, education, health and safety, recreational
facilities etc.
WELFARE PACKAGES AND EMPLOYEES’ SATISFACTION IN LAGOS AND OGUN STATE TRAFFIC MANAGEMENT AUTHORITIES
