Content Page
Title page i
Certification ii
Dedication iii
Acknowledgments iv
Abstract v
Table of Contents vi
List of Tables viii
List of Figures ix

1.1 Background to the Study 1
1.2 Statement of the Problem 3
1.3. Objective of the Study 5
1.4. Research Questions 5
1.5. Hypotheses 5
1.6. Significance of the Study 6
1.7 Scope of Study 6
1.8. Operational Definition of Terms 7
1.9. Plan of Work 8
2.0 Introduction 9
2.1 Welfare Packages 9
2.2 Job Satisfaction 10
2.3 Evolution of Welfare Schemes 13
2.4 Relationship between Welfare and Employee Satisfaction 15
2.4.1 Promotion, Salaries and Job Satisfaction 19
2.4.2 Welfare Incentives and Job Satisfaction 20
2.4.3 Significance of Employee Satisfaction in Organisation 22
2.5 Measuring Job Satisfaction 24
2.6 A Brief Overview of LASTMA and TRACE 26
2.7 Challenges of Welfare Programs 27
2.8 Factors affecting Job Satisfaction 29
2.8.1 Environmental Factors 29
2.8.2 Personal Factors 30
2.9 Theoretical Framework of the Study 31

3.0 Introduction 36
3.1 Research Design 36
3.2 Population 36
3.3 Sample size and sampling Technique 37
3.4 Research Instrument 38
3.5 Method of Data Collection 39
3.6 Validity of Instrument 40
3.7 Reliability of Instrument 40
3.8 Method of Data Analysis 41
3.9 Ethical Consideration 41

4.0 Introduction 42
4.1 Data Presentation 42
4.1.1 Organization 42
4.2 Data Analysis 47
Content Page
4.3 Test of Hypotheses 51
4.5 Discussion of the Findings 52
5.0 Introduction 55
5.1 Summary 55
5.2 Conclusion 56
5.3 Recommendations 57
5.4 Contribution to Knowledge 58
5.5 Suggestion for Further Studies 58
References 59

Table Page
1. Frequency distribution of respondent on organization 42
2. Frequency distribution of respondent on gender 43
3. Frequency distribution of respondent age category 43
4. Frequency distribution of respondent working experience 44

5. Frequency distribution of respondent work category 44

6. Frequency distribution of respondent knowledge of welfare schemes 45

7. Frequency distribution of welfare packages observed by respondents 46

Figure Page
1. Maslow Hierarchy of Needs 32

1.1 Background to the Study
The achievement of an organisation’s goals is the combination of efforts from human and material resources, every organisation is set out to achieve a particular aim or objectives and this can only be done with the corporation of some people that are known as the employees. Hence, the productivity or the attainment of the goals these organisations set is through the employees and the dedication of these employees to an organisation’s goal is highly influenced by the satisfaction they get on the job. Organisations are classified into private, non-governmental and public establishment driving towards achieving various objectives (Egan, Yang & Bartlett, 2004). The type of an organisation would determine the employees needed in the organisation and the provision of welfare packaged that would be available for them.
One common thing to all organisation is human capital. The importance of human resources cannot be underrated in an organisation, human resources in any organisation is the greatest asset and this asset in no situation should be compromised. Material and financial resources cannot replace the work of human resources, it can neither increase efficiency nor contribute to the anticipated rate of return on investment. No matter the sufficiency or strength of financial resources of an organisation, probability of success would be low if employees do not have sufficient activity (Taylor & Stern, 2009).
The management of employee is an important aspect of organisational process. A well-managed business organisation should recognize the needs of the employees in a way that one can keep them engaged so as to retain them. To understand the importance of people in the organisation is to recognize that human element and the organisation are synonymous. An effective organisation is that, which sees an average employee as the root source of the quality and productivity gains. The organisation would ensure that there is spirit of cooperation, sense of commitment and employee satisfaction within the sphere of its influence (Adeyinka, Ayeni & Popoola, 2007).
One of the main aspects of human resources management is the measurement of employee satisfaction. Specific employee’s attitudes relating to job satisfaction and organisational commitment are of major interest to the field of organisational behaviour in the practice of human resources management (Adeyinka, Ayeni & Popoola, 2007). The commitment of the workforce to the organisation is determined by the workers contentment with the way of things for gauging their likelihood to stay with the company. For long term growth and to guarantee organisational success, organisations need to retain deserving and talented employees because it is the essential to have experienced people around who can guide fresher or individuals who have just joined the organisation (Okonkwo, Ndubisi & Chidiebere, 2015). This study while looking at the welfare packages of organisation and satisfaction derived by employees, using LASTMA and Trace its launching point to establish facts of discuss.
Traffic management is a systematic and sustained effort on directing and controlling all traffic on roads to make them free from negative effects of the transports system. Traffic jam is a common issues in the cities, probably because of the overpopulation in these cities, it delays engagement and can be of negative effect to the mental and physical health of individuals through stress, fatigue, and pollution (Malvika, 2016) as it is also toed to several challenges like delay in activities, road rage depending on how developed the city is. Lagos is the commercial hub of Nigeria, it is also characterized with overpopulation (Asiyanbola, Osoba & Adewale, 2012). The overpopulation of Lagos state has also affected Ogun state because it is the closest state to Lagos state in Nigeria geographically, therefore traffic also spills over to Ogun state because there are a number of people that work or carry out their business activities in in Lagos state and reside in Ogun state. Welfare packages are that part of the total compensation package, other than pay for time worked, provided to employees by the employers. All these benefits are factors that enhance attraction, retention and motivation of employees in an organisation. Welfare package is only effective when it is able to yield a level of satisfaction in employees and there is a problem of individual differences because what satisfies one person may not satisfy another person.


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