ABSTRACT
Since the day of Abraham Maslow’s hierarchy of needs and Douglass Mcgregor’s hygiene factors, a lot of management intellectual have been carrying out research, and writing on good management of staff welfare schemes and ways of motivating workers and increasing productivity. but the good ideas suggested by these searchers (authors) have not been fully realized by the employee of out time in general and the good workers of NEPA Plc, Enugu Zone in particular.
Although the colonial history of Nigeria there has been employer/employee unrest at different time due to financial s malfeasance, administrative malversation, neglect of and imposition of inhuman workers welfare scheme and consequent negative results on labour productivity. The killing of many coal miners in Enugu in 1949 by the an autocratic white regime is a case to mention here, since then, many organized labour unions have sprung-up in many organizations and governments at different times at different parts of this country of fight for the right of workers, workers motivational incentives, and society. Responsibilities of employers of labour to the employees in particular, and society at large.
It is against this background that this research work was conducted to investigate the problems militating against the full realization of the benefits of a good workers welfare scheme by the employees of NEPA Plc, Enugu Zone in particular. The method of data collection employed in this study was primary and secondary sources. Simple percentage was used in the analysis of data to generated in the course of this research.
It is expected that this work would assist the corporate/business level strategic planners and mangers of NEPA Plc, Enugu zone in particular and those of other companies, industries, corporations and government in productivity as they are in constant search for practical approaches to the solution of the problems hindering improvement of NEPA performance (in supply of power) in the Enugu zone, and workers productivity in the economy.
It is also hope that all the other employer of labour whose business are so small to be classified under the entrepreneurial code such as all small/medium scale enterprises vis-visa, those other bigger business discussed above which classed under the adaptative and planning code shall as well benefit motivate workers, provide workers participation in decision making process, and lead to eventual increase in labour productivity.
TABLE OF CONTENTS
Title Page
Approval Page
Dedication
Acknowledgement
Abstract
Table of Contents
CHAPTER ONE
1.0 Introduction
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Purpose of the Study
1.4 Scope of the Study
1.5 Limitation of the Study
1.6 Significance of the Study
1.7 Definition of Terms
References
CHAPTER TWO
2.1 Literature Review
2.2 Nature of Scope of Staff Welfare
2.3 Growth of Staff Welfare
2.4 Purpose of Staff Welfare Scheme
2.5 Categories of Staff Welfare Services/Types of Fringe Benefits
2.6 Disadvantages of Staff Welfare Provision
2.7 Summary of Literature Review
References
CHAPTER THREE
3.1 Research Design and Methodology
3.2 Area of the Study
3.3 Population of the Study
3.4 Sample and Sampling Procedure/Technique
3.5 Instrument for Data Collection
3.6 Validation of the Instrument
3.7 Reliability of the Instrument
References
CHAPTER FOUR
4.0 Data Presentation and Analysis
4.1 Introduction
4.2 Testing of Hypothesis
4.3 Summary of Result
CHAPTER FIVE
Discussions, Recommendation And Conclusions
5.1 Discussion of Result/Findings
5.2 Conclusion
5.3 Implication(s) of the Research Findings
5.4 Recommendations
5.5 Suggestions for Further Research
Bibliography
