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1.1      Background of the study

Hellriegel (1996) viewed motivation as any influence that portray, direct, or maintain people’s goal directed behaviors. It refers to the driving force that makes an individual to act in a specific way. It is an inner drive that causes an individual to behave in a certain manner. The goal of most organizations is to improve productivity therefore factors of motivation play significant roles in improving employee job satisfaction levels. This will in turn aid in improving an organization’s productivity levels. Employees make up the workforce of any organization as such they are an integral part of the organization. Aluko (2014), stated that an organization is only as good as the workforce that runs the organization. This is to say that when employees are motivated chances are that their morale would be high as such performance and productivity levels would increase thereby to a large extent boosting overall organizational performance level. In order to achieve high levels of productivity as such boost organizational performance or productivity, managers therefore need to continually seek ways of ensuring that their employees stay motivated. This is because a lack of employee 2 motivation leads to reduced productivity which is harmful to organizational performance and continuous success. Jennifer and George (2006) defined employee productivity as the level of effort put forth by the workforce of an organization towards achieving organizational goals and objectives. There are several ways by which a workforce can be motivated so as to enhance organizational productivity.

George and Jones (2012) states that motivation can be categorized into two classes namely intrinsic and extrinsic. Intrinsic motivation arises from an employee’s internal cravings to execute a task out of self-interest rather than a need or wish for some external reward. External motivation is the type of motivation that arises when an employee is compelled to act in a specific way either as a result of that employee’s desires for external rewards or to avoid punishment. Extrinsic motivation also helps boost an employee’s effectiveness and efficiency levels. This is because certain external factors such as adequate compensation, work environment as well as training and career development appeal to employees as such are essential in inspiring them to resourcefully and successfully discharge their duties. An organization that fails to provide a conducive work environment, compensate its workforce adequately, create room for proper training and career advancement is at risk of having a demotivated workforce. This means that such a workforce being demoralized would fail to effectively and efficiently discharge their duties leading to low performance and productivity levels (Nwachukwu, 2004).

1.2   Statement of the Problem

James (2014) cited three warning signs of a demotivated workforce these include poor workplace atmosphere, slipping job standards and decreased productivity. He further stated that if any of these factors is observed to be trending downwards then there is a great chance that the organization is dealing with a demotivated workforce. Most businesses and organizations especially manufacturing industries have failed to recognize the importance of motivation as a concept be it intrinsic such as employee well-being, relationship with co-workers, relationship with managers, organizational policies etc. or extrinsic such as training and career development, good working conditions, compensation, promotion amongst other factors that enhance or improve employee performance as well as organizational productivity levels. This in turn has continued to represent major managerial concerns for decades as employee productivity levels has relatively declined which has been acknowledged as a subject of growing concern in the aspect of business and management research (Akerele, 2001). Although a lot of factors may also be responsible or even cause a decline in productivity such as poor strategic and structural changes in decisions and executions, lack of infrastructure, leadership styles and organizational culture amongst others. Contemporary investigations that connects the concept of workforce motivation and productivity has laid an emphasis on employee perspective, needs and expectations as factors affecting their performance and productivity levels respectively. As such investigating those factors of importance to employees in the discharge of their duties at work has taken a new dimension.

1.3      Objectives of the study

The Primary goal of this study is to assess the welfare of workers as a tool for organizational effectiveness. Specifically, the objectives are:

a.     To find whether workers welfare helps in providing good industrial relations.

b.     To know about the employee’s satisfaction towards welfare measures.

c.      To find out the facilities entitled by Seven-up Bottling company.

1.4      significance of the study

the study will help reveal the intrinsic nature of workers which are motivated or better say inspired by proper welfare. The study will aid policy makers establish candid policies that will promote workers welfare. Finally, the study will serve as a reference tool for further studies.

1.5   Research Questions

The underlisted are research questions which guides the study and its findings:

a.   does workers’ welfare help in providing good industrial relations?

b.   Do the employees exude satisfaction towards the welfare measures adopted by the organization?

c.    What are the various facility benefits accrued to the workers?


The present study has been undertaken to study find out effectiveness of employee welfare measures in Integral Coach Factory. To find out the practical difficulties involved in welfare measures that can be evaluated through this study. The study can be used to bring out the solution for the problem faced by the employees availing the welfare measures.

1.7   Organization of Study

The study is planned and carried out in five distinct but related chapters. The first chapter gives a background to the study, thereby stating the problem and highlighting the objectives, scope and research questions. The second chapter carefully review literatures on child abuse and neglect from wide scholars both national and internationally. The third chapter explains the scientific methodology adopted in conducting the study; highlighting the research design, methods of data collection and employed method of analysis. The fourth chapter presents the sourced data in mathematical expression using tables and graphs to buttress the findings. The fifth chapter summarizes the findings of the study, draws a conclusion to the study and possibly makes recommendation. All these are organized in separate but harmonized chapters.

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