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MOTIVATION OF WORKERS THROUGH FRINGE BENEFITS AND INCENTIVES SCHEMES

MOTIVATION OF WORKERS THROUGH FRINGE BENEFITS AND INCENTIVES SCHEMES
(A CASE STUDY OF CHEVRON OIL PLC)
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Most people realized that money is not a positive motivator although lack of it can demotivate pay systems like fringe benefits and incentive pay are designed to motivate workers. The scientific/theory approach in particular, argues that workers respond to financial rewards, getting employee pay right, often referred to as the remuneration packages is a crucial task for a business. By the nature and functions of the public service, the organization is therefore opposed to be equipped with a core of highly trained and competent workers, people who are highly specialized and professionally qualified such as accountant, administrators and those that are technically skilled.
The challenges pose by any dynamic officer in the public service, either the director of human resources department is the challenge of productivity achievement. Hence, if the public service is the nerve centre of the government, then it stands the reason to access its development, in essence the challenge of productivity is to ensure efficiency in the use of resources to get maximum result in terms of high quality and quantity of products. The problems indeed gave a distasteful perception of the public service that is opposed by Ciroma (1976) said to be agency trusted and empowered to act for the common good. However, it is significant to note that what character the Nigeria public service has taken a reflection of the society within the organization operation.
The lesson from all these are that the development of the society becomes stagnated, if the public service is unstable. The issue of fringe benefit in the public service, fringe benefit is known as benefit in kind, is the financial benefits that are not paid out directly in cash or cash equivalent such as shares. Optimize incentive plans are used for specific goals for over achievement, not just business as usual and it improve employee/workers engagement because everyone understands how they are directly contributing to the organizations high level goals. It also creates transparency in achievement of goals and high confidence in bonus payment process.
The Chevron Oil Plc being a reflection of public service has its own constraints such as inadequate infrastructure, lack of trained personnel and insufficient office accommodation etc. The inadequacy of all these amenities and others do not sound well for an establishment.
Therefore, this study is designed to examined the motivation of workers through fringe benefit and incentive schemes is an aid to effective and efficient management control in public service reference to Chevron Oil Plc.
1.2 STATEMENT OF THE PROBLEM
The problems to be examined in this study arises as a result of the low morale, inefficient and ineffectiveness, poor performance, lack of fringe benefits and incentive schemes, poor communication or inter personal skills.
The issue of efficiency and fringe benefit has been a major concern of any establishment in the world no matter where one focused, when workers/employee perform well they should be compensated, reward keeps morale high and generate loyalty and foster additional improvement. This phenomenon explains why public service servants are found to be poorly motivated and inefficient, this research shows that all managers needed training on how to communicate and how to conduct fair, non judgmental and consistent appraisal. An effective and efficiency performance management system will administer training to the workers. The organization basic policies to cope with workers weakness and poor performance, and decide if the organization will provide training and monitoring workers exhibiting subpart performance, set guideline that outline how long it should take an employee to improve and what steps will be taken, if the employee fails to show improvement. Regardless of how and when you choose to compensate your employees, an average appraisal deserves acknowledgement, make sure you consistently reward workers for their handwork.
With the existing demand from knowledgeable and skilled workers, management cannot by pass the responsibility such as training and development of human resources they needed for the purpose, flexible, responsive to management needs, displays the data relationships and helps audit comply the legislative requirement and finally provides well documented and communicated process.
1.3 OBJECTIVES OF THE STUDY
Motivation has undoubtedly brought about improvement in the working condition of workers and high productivity. Motivation is an interval psychological process whose presence or absence is inferred from observed performance.
Therefore, the objectives of this study are:
1. To encourage evaluator training: It works when workers are given a chance to show the quality of their work, to highlight the projects or responsibilities of which they are most proud of and to reflect on the mistakes made and lessons learned.
2. To set realistic standard: As an organization, the manager should be able to work very hard to make sure the business succeeds. It would be exceptional to have workers as committed as you but that’s unlikely, so set realistic standard for your workers.
3. To create a plan: Together, the manager and the workers should develop a list of a clear action – oriented steps to be taken, this list should detail any improvement that must be made in order to maintain or achieve progress.
4. To define discussion topics: The manager/workers role in the organization is to determined how well he/she performs their duties, and which area does he/she needs improvement and identifiable goals to be obtained in a short period of time.
5. To examine the impact of motivation of worker through fringe benefit and incentive schemes: consider motivation as an impact factor that can encourage workers, when they perform well, they should be compensated, workers will like to stay in the service and contributed positively to the progress, effectiveness and efficiency of the service.
1.4 SIGNIFICANCE OF THE STUDY

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