ABSTRACT
In
this study an attempt was to determine the Employees welfare in Nitel Limited.
In chapter one of this project, it was
the introduction which contains the background of the study here in Nigeria.
In chapter two, the literature review,
where I discussed the meaning and nature of Employees welfare. The origin of the subject area, the school
of though relevant to the problem of study and different method of studying the
problem.
In chapter three of the project I
discussed the topic in data presentation, data analysis, recommendation and
finally conclusion, some of the reasons for accepting employees development and
motivation.
TABLE OF
CONTENTS
Title Page
Approval
Page
Dedication
Acknowledgment
Abstract
Table of
Contents
CHAPTER ONE: INTRODUCTION
1.1
Background of the Study
1.2
Statement of the Problem
1.3
Objective of the Study
1.4
Significance
1.5
Scope of the Study
1.6
Reference.
CHAPTER TWO: LITERATURE
REVIEW
2.1
Origin of the Subject Matter
2.2
School of Thought Within the Subject Matter
2.3
School of Thought Relevant to the Problem
2.4
Different Method of Studying the Problem
2.5
Definition
2.6
Reference.
CHAPTER THREE
3.1
Conclusion
3.2
Data Presentation
3.3
Recommendation
3.4
Conclusion
3.5
Reference.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND ON
THE SUBJECT MATTER-NITEL
The Nigeria Telecommunication Limited
(NITEL) come into existence in January 1985 as a result of the merger between
the former Nigeria External Telecommunication limited (NET) and the
Telecommunication, sector of the former Post Telecommunication Department (P&T),
by the Federal Government. The reason
for the merger as advised by the government were the compatibility of service
equipment and the streamlining of activates in both NET & P & T it was
envisaged that NITEL will definitely create harmonization and complimentarily
of services which up till the merger, were handled by NET (Enternal and P &
T (international).
Unlike most government parastatals,
NITEL was created to render its service at a profit. The company is not only self-financing but
serves as a source of revenue per government.
It would be recalled that with NET & P & T, the parent bodies,
were solely owned by the federal government hence NITEL could be described as
the “Bain child†of government. The
main objective of the company is other provision of telecommunication services
both internally and internally through in a combination of communication
satellites, submarine cable of microwave links and the high frequency radio
network. The telecommunication services
provided by NITEL include the following (both internal and external)
1)
Telephone Service
2)
Telex service
3)
Telegram service
4)
Press recreation
5)
Presses international direct delivery service (100)
6)
Voice cast
7)
Zeased Grant
8)
Photo telegrams
9)
Ship shore service
10)
Television courage the satellite.
11)
High frequency radio service.
The above
service are being rendered to the public by NITEL at us head offices in Lagos and at its branches
all across the nation on a 24 hours daily basic.
The
important of the above service cannot be overstated in the development of our
country’s economy. It is a know fact
that communication is and essential and vital means of efficiency one not only
desirable but inevitable if the nation must achieve of economic objective and
maintains its proper place in the comity of nations.
NITEL in
its strive of producing improved and efficient telecommunication service in
segmented into five zones of operations, with the national headquarters in Lagos. The zones are:
1)
Lagos
2)
South West
3)
South East
4)
North
West
5)
North East
The zones
are further divided into 23 territories, all across the 21 states of the
federations including the Federal Capital Territory Abuja.
The company
is structured into a division for proper and effective administration. Each division is headed by a direction or general
manager, as the case may be. There are
two deputy managing director who co-ordinate the division together for
achieving the company’s objectives, the company as a whole is being headed by a
managing director. At the top of the
organization hierarchy, the company has a beard of director comprising the
chairman, the managing director, the two deputy managing directors and heads of
division and zones, as well as the company secretary I Lager Adviser. The organization is really a complex one and
was a designed to case the achievement of the company objectives.
In the area
of administration the company had formulated many new polities. One of such polities includes the recently
revised fringes benefit schemes.
1.2 STATEMENT OF PROBLEM
Problem of
administration of employee welfare Administration of employee welfare programme
are fraught with complex problem’s some of these problems device from the
installation of the welfare programmes, other purely from inherent bureaucratic
procedures.
A few of these problems are:
1)
Accounting problem.
2)
Telex service
3)
Telegram service
4)
Press recreation
5)
Press international direct service (100)
6)
Voice cast
7)
Leased telegrams
8)
Photo telegrams
9)
Ship shore service
10)
Television coverage via satellite
11)
High frequency video service
The above
service are being rendered to the public by NITEL at its head office in Lagos
and its branches all across the nation on a 24 hours daily basic.
The
importance of the above service cannot be overstated in the development of our
company’s economy. It is a known fact
communication in an essential and vital means of development in terms of peace
and war. Its effectiveness and
efficiency are not only disabling, but inevitable of the nation must achieve
its economic objective and materials its proper place in the country of
nations.
NITEL in
its strike of providing improved and efficient telecommunication services is
segmented into five lines of operations with the national headquarters in Lagos. The lines are:
6)
Lagos
7)
South West
8)
South East
9)
North
West
10)
North East
1.3 OBJECTIVE OF THE STUDY
1. Accounting problem:
The
curse of accounting problem facing managers is the fact that very few companies
maintain a break-down of the costs of these fringe benefits to reflect.
a)
Cost per employee per year
b)
Percentage of payroll made up of fringe benefit costs.
c)
Cost per employee per hour-actual productive hour
worked.
In
companies where any regular fringe account at all is attempt, it is likely to
be a terms of total (naira) cost of fringe benefits and total schedule hours to
work.
2. Eligibility Problem:
The
issue of those who are eligible for fringe benefits; has a profound effect on
the cost of the programmes. The more
liberal the eligibility rules the higher the cost. For example, some companies do not allow
their new employees to enjoy certain benefits until their precautionary period
is over. Sometimes, some companies do
restrict the eligibility of employees for a particular benefit plant a
specified categories or levels of employees.
3. Employee financing:
Should
employee make any contribution to the expense of the firm’s benefits
programmes? Most union and employees are strongly opposed to “contributoryâ€
programmes. Since many employees feel
that they have earned the benefits that they are being grated, they cannot
understand why they should pay part of the cost any more from their own wages.
4. Financial Problem:
Many
companies introduce some benefits plan when it is financially sound and tend to
run into trouble when they can no longer support the plan financially.
Management
must therefore realize that when it introduces a benefit plan it premises some
part of the firm’s economic resources.
Even where there are no legal obligation to do so, employee often feel
that management has made a moral commitment to continue the programme, the
management should face the problem of having to make through, realistic
evaluation of its cost, both short-term and long-term. But the management finds itself incapable of
continuing a programme; it would bring the company’s plight before the union so
that renegotiations would take place for trading of the programme.
5. Other Problems:
There
are so many other problems such as difficulty in making accurate predictions of
the cost of benefit programmes, as they have the tendency to grow more
expensive over time; freezing the mobility of labour among rank and file
workers; change in the national economy etc.
1.4 SIGNIFICANCE
OF THE STUDY
1.
Safety programmes and workman’s compensation most
companies have some type of safety programmer to educate workers, such as
posters, warning signs, safety talks, and other medial by which employees are
given instructions in safe work methods and are urged to follow them; some
companies also conduct safety education courses that are aimed at reducing the
occurrence of accidents at work place is compensated the benefit are
standardized so as to match any degree of accident. Hence management seeks to avoid the
necessity for court action. These they
do in compliance to workman’s compensation Act of 1958.
2.
Health Insurance: Accidents and industrial disease growing
out of the job are compassable various forms of health and accident insurance
are provided, some completely financed by the employer while other are shared
with the employee. The following type
of insurance are provided by various firms.
a)
Hospitalization
b)
Surgical expense
c)
Vision care
d)
Dental care etc.
3.
Medical Services:
There is increasing interest among many large companies in provided medical
services for their employee, other companies undertake the service of one or
more clinics to render the medical service for their employees and their
dependents.
1.5 SCOPE
OF THE STUDY
1. Old age and Retirement:
A
major source of worker concern about economic security is the possibility of
dependency in old age. Involuntary
retirement, disability or death may create serious economic problems for
employee or their dependents. Current
policy has developed public; union and individual firm programmes to meet these
problems. Public programmes now provide both old age pensions and retirement
programmes.
2. Company
retirement programmes:
A
formal company retirement programme can help to facilitate the various
adjustments that may be required within that company and on the part of the
employee when their retire. Many
companies offer their employee a huge sum of money, known as gratuity, on
retirement. This is a sort of compensation to the employee for successful years
spent with the organization in Nigeria. The age of retirement range is from 55 years
to 60 years or more depending on the company’s policy.
3. Pension
Plans
Many
companies undertake pension plans for their employee as a means of insuring
them when on retirement. Most of the
plans are financed by employee contributions, but some are Jointly financed by
the employer and the employee. Benefits
are administered by insurance firms or by trustees of non-insured plans. Employees under the plans are paid a
specified amount on monthly basis after retirement. This is common in the public sector in Nigeria.
The
basis provision of the scheme involves payment of a specified amount to the
employee after retirement on monthly basis from the contribution. In some organization, it is paid in bulk to
the employee on retirement. Other
provision includes death in service benefits, gratuity, etc. it is universal
and covers all staff in respective of their status.
Nature and Scope
Although
the term ‘employee welfare’ in itself implied a voluntary provision on the part
of the employer. The administration of
the state benefit scheme and certain legal requirement concerning other benefit
and service purpose statutory obligation up on the employer.
In
addition to such obligation, however, a large number of companies provide
employee services for they used to be they bits and pieces of goodies that
occasionally feel from the high table of paternalistic employers, hence they
are know to be fringe (ie managerial) benefit of recent, the package has grown
hydra headed in from and monstrous in relation size, and in apprehension that
is beginning to be called the “hidden pay rollâ€.
Manager
and employers do not play dominant role in administering all benefit and
sources and may not do little more than to comply with prescribed public
regulations so, public policy play a lending role in explaining several
important types of fringe provision. It has long emphasized the advancement of
economic security and qualitative benefit such as public pensions, paid
vacations, industrial, ill health and accident.
Employee-union
on the other hand has supported all of these public intentions and has in
addition sought paid sick league, health and welfare programme increased
payment to workers, etc the union have pursued those benefit with Nigeria for the
best interest of their members. Even
through managers and employers may sometime appears as opposed to all fringes
they have invested and advertised any of their own. Those is in recognition of the fact that
many benefit offers possibilities of implementing their polices to improve
employee morale, to encourage order absenteeism, and to assist employee in
identifying their personal goals and interest with those of the
organization. Hence, employees have come
to regard fringe benefits as production which are charge along with other firms
of remuneration.
1.6 REFERENCES
Gleck W. F. (1998) Personal: A Prognstic Approach
Texas,
Business Publication Inc.
Nwachukwu C. C. (1981) Executive
Fringe Benefit,
Ododuwa;
Business Times No 2 Page 15.
Akinla, E. A (1977) Negative Role
of Fringe Benefit,
Business
Times No 15 Page 24.
Ejiofor, P. N. D (1977) Government Spending
Pattern and
Inflation in Nigeria Threat
Better Resource of Management Nigeria
Journal of Business Management.
Get the Complete Project Material Now!!!
