Employee Welfare Literature Review

CHAPTER TWO

LITERATURE REVIEW

2.1 Introduction

This chapter will have a review of literature relating to the welfare facility provided by the NGOs and its impact on the performance of employees mainly based on the NGOs around Nairobi. The study was started by examining the needs of employees, the way how they work, their expectation from the organization and the benefit that they are enjoying from the organization. While reviewing related literature, this chapter underscores the employees’ expectation and their satisfaction toward the facility provided by their organization.

2.2 Employee welfare

Welfare is a health, happiness and wellbeing of an individual or a group, in relation with the total environment, ecological, economical and

Principles of Employee Welfare Service

Employee Welfare is a broad term which includes various services, benefits and facilities which are provided by employers to its staffs. Such schemes are the benefits which makes life worth living for employees.

Welfare is the facility that is provided in order to comfort and improve employee willingness to work and is provided over and above the wages. This helps in raising the intention and motivation so as to retain the employees for longer period and reduce employee turnover. Welfare is motivational factor for every staffs. Regardless of monetary kind, this can be in any form. This includes observing of condition of worksites, providing industrial coherence by providing facilities for health and other benefits, insurance against mishaps for them and their families.

Employee welfare involves all activities of an employer that are focused at easing the employees with certain facilities and services in addition to wages or salaries.

The logic behind providing welfare arrangements is to create efficient, healthy, honest and satisfied labor force for the organization. The purpose of providing such facilities is to make their stay at workplace better and have pleasant living standard. Some of the benefits of welfare measures can be listed as

• Forms of Employee Commitment

Planning the management strategies depends on types of employee’s commitments for the organization. This can be measured by the degree to which and employee is willing to take on company’s goals and values. It can be understood by seeing how employee justify their responsibilities and it can be also measured watching employee’s behavior in the organization.

Employees may show their commitment for several reasons so diverse forms of commitments may need to be contextualized. Allen and Meyer, in 90’s proposed an critical vision about employee’s commitment, segregating it into three major components - affective, continuance, and normative commitment, are fundamental to most conceptualizations presented in present research.

1. Affective commitment: It is understood as the employee’s constructive emotional connection to the workplace. Such employee hugely relate organizational goals and pursues to be with the organization as they feel to do so.

2. Continuance commitment: This is largely controversial and the employee perceives this to be costly affair to lose organizational affiliation. This could be for a bunch of reasons – it may be from financial costs of salary and benefits to social costs of ties, reputation self-esteem and actualization needs. These employee stay because they share special bonding with the