Abstract

The paper examined staff welfare and organization’s productivity, using Patani Local Government Council in Delta State, Nigeria as a reference. The methodology was primarily qualitative and involved use of In-Depth Interviews (IDIs) and Focus Group Discussion (FGDs) to secure information from employees at the Council. Motivational models and conflict theory of Dahrendorf were used as the theoretical framework. The theory presupposes social changes as an inevitable outcome of activities of societal elements, typified in the contrasting positions of the management and employees that could retard motivation and employee performance. Data revealed general awareness about staff welfare among the employees and ability to identify the elements of welfare. There was absence of staff welfare in the council. The working environment was poor, in terms of office accommodation and furniture, paucity of working materials, scarcely available monetary incentives and unreliable health and safety facilities, which altogether reduce morale (job satisfaction) and efficiency in job performance. In recommendation, pragmatic efforts should be made to enhance employee’s job capabilities through training; to improve working conditions of the employees and their general welfare in order to elicit job satisfaction and motivation for increased productivity.

Key words: Welfare, employees, motivation, productivity, Patani, job satisfaction.