INTRODUCTION

1.1 BACKGROUND OF THE STUDY

The
problems of employee motivation and performance in Nigeria have continued to
attract the attention of professional bodies and other interested parties. Research
has shown that a substantial portion of the total variable cost in many
organization are spent on salaries, wages and fringe benefits and thus often
result in main-hour loses due to workers strike or tension between management
and worker in a bid for improved organization climate

For
worker, fringe benefits represent extra income and additional security. For
management, the fringe benefit scheme is hard to fulfill due to recessive
economy – although the return from fringe benefit and service may not be ready
apparent to the employer, such benefits often satisfy employee’s needs and
wants that cannot otherwise be satisfied by salaries and thus fringe Benefit
have been considered, valuable by promoting harmonious organizational
commitment to duties and obedience to organizational objectives.

In
view of workshop or lecture was gathered that some organizational management
assumes that if employees are given as many fringe Benefits as possible in
addition to their salaries, the performance of the workers may increase and to
some extent neutralize any negative or interruptive plans by the unions, hence,
fringe benefit are often seen as factors promoting industrial harmony and peace
in any organization (filppo 1950: 56)

Consequently,
the various ways and salaries supplement scheme have attempted to solve the
problem in employer- employee relationship. Source meanwhile, the assumption
that Nigerian workers are motivated to perform more by increase ways and other
salary supplements, such as paid leave, free health care plans, bonuses,
pension and gravity plans and insurance have received some support from both
the labour union and Nigerian Government.

Thus
evidence by the setting up of eleven different commission on salaries review
between 1934 and 1988(EjiforNnamdi and Anigbo (19893)

All
these were done in assumption that a worker can be coerced and manipulated to
fit the objectives of the organization through monetary rewards or incentives.
Therefore, for an organization to achieve its goals of survival and to improve
productivity, motivation of workers become very necessary and need to be seen
as a vital element of the organizational policies. Good motivational programmer
have not always been easy to attain in same organizational because of the
problem of selecting the appropriate motivational tools limited resource to
finance such programmer and  proper implementation.

1.2 STATEMENT OF THE PROBLEM

Motivation
is the force that energizes, behavior, give, direction to behavior, and
underlies the tendencies to persist. Efforts to understand the motivation
process have centered on several major element, needs cognitive activities and
record as whereas re-enforcement issue. It is a known fact that organization
cannot succeed without adequately motivating it workers. The importance of
motivation to the overall development and progress of any organization cannot
be over emphasized. When attitude of workers is generally negative and
characterized by dissatisfaction, frustration, lack of interest and commitment.
An individual or group with this kind of unhealthy disposition cannot be in a
position to voluntarily release his energy to increase his productivity in the
interest of the Councils or organization. Such attitude to work is a detriment
to the survival of any Local Government or organization in general.

According
to Ekundayo (1988) a tangible gain to employees in form of monetary or
non-monetary reward. Research has shown that the Health sector has not been
performing up to expectation for some reasons which boarders on inability
to attract, retain and activate personal effectively and efficiently (Adeoye
1977:11, ifedi 1986:3)

The
bulk of the problems may create among workers of on existing salary and fringe
benefits scheme as well as poor working condition which lead to suck vices as
lateness to work, absentees and in extreme case/ outright resignation.

All
these continue to impede on the desire to develop the sector.

It
is therefore the trust of this research study to investigate an aspect of the
problem of poor fringe benefit scheme, with the aim of establishing its effects
on the performance of worker in University of Nigeria Teaching Hospital
ItukuOzala Enugu.  This study is also designed to make useful
suggestion that will lead to improved fringe benefit administration in the
Hospital as a way of engendering better performance among the workers and
consequently enhancing the viability of the hospital

1.3
OBJECTIVES OF THE STUDY