Fringe Benefits Research Articles

Assessment of Staff Motivation on Employee Performance: the Case of Public Service Management and Good Governance Office in Tanzania

The paper assesses effect of staff motivation on employee performance using recognition as the motivation factor. Tanzania's Public Service Management and Good Governance Office were polled for the study. The presumption that guided the study's topic was that employee performance is positively and significantly impacted by staff recognition, which is a factor in staff motivation. Cross-sectional design and both descriptive and inferential statistics were used in the study. A straightforward random chance sampling strategy was employed to include 144 research participants in the sample. Most primary data were gathered through the use of standardized questionnaires. The study discovers a statistically significant and robustly beneficial relationship between worker recognition and worker performance. Nonetheless, there is a little to moderate impact on the types of rewards and incentives, fringe benefits, and job quality of employees in Tanzania's Public Service Management and Good Governance Office divisions. According to the study's findings, workers at Tanzania's Public Service Management and Good Governance Office perform better when they receive compliments from their department leaders.

The Practices Employed by Educational Administrators to Retain Teachers in Public Secondary Schools in Rungwe District, Tanzania

The study aimed to examine strategies used to retain public secondary school teachers. The specific objective was to examine school practices to retain public secondary school teachers in Rungwe district Tanzania the study employed a mixed research approach and embedded case study design. The study was conducted in Rungwe district, Tanzania and involved 8 public secondary schools, purposive sampling and simple random sampling were used. The sample comprised 208 respondents, who were selected using purposive sampling and random sampling. Data were collected through questionnaires, semi-structured interviews, observation and documentary review. Quantitative data were analysed using frequency and figures. Qualitative data were subjected to content analyses. The finding revealed that there is no proper mechanism used to retain multi-skilled teachers in the Rungwe district. Provisions of competitive salaries for public secondary school teachers as well as delay of promotion, payment of arrears and solving problems related to salary were also not prioritized by the employer which led to teachers’ frustration and attrition. The provision of induction programmes, sufficient incentives, promotion, and paying arrears as well as competitive salaries contribute to teacher retention. The study suggested that education administrators need to concentrate on improving teachers' earnings, and the teaching environment, managing teachers and informing them about relevant labour terms and conditions of service. The study recommends that education administrators should improve the working environment and fringe benefits for public secondary school teachers. Moreover, research should be conducted on other education sectors such as public primary schools, and public colleges to find out the magnitude of the problem of teacher retention and measures to resolve it. A comparative analysis of districts with teacher retention plans should be made to find out the appropriate model for retaining teachers.

The impacts of U.S. right‐to‐work laws on free riding, unionization, and compensation

AbstractRight‐to‐work (RTW) laws are theorized to precipitate union decline by inducing free riding among union‐covered workers; however, this relationship has not been empirically explored. This paper uses recent policy variation and Current Population Survey (CPS) data to identify the impact of state RTW laws on union status (free riding, membership, and coverage), wages, and benefits among private and public sector workers. Doubly robust difference‐in‐difference estimates suggest RTW laws are associated with substantial increases in free riding, decreases in union membership, and decreases in union coverage. Thus, RTW laws weaken unions through combinations of increased free riding and decreased coverage, though effects vary by state and sector. While RTW laws are not associated with changes in wage differentials, state fixed effects estimates suggest that unions provide some excludable advantages to members in the face of RTW legislation, through higher earnings (union wage premium) and fringe benefits (union benefit premium).

Unreimbursed Costs of Multidisciplinary Conferences to a Radiology Department: A Prospective Analysis at an Academic Medical Center

PurposeMultidisciplinary conferences (MDCs) are important for clinical care but are unreimbursed and can be time-consuming for radiologists to prepare for and present. The purpose of this single-center, prospective, survey-based study is to measure the per-conference time and total time radiologists devote to MDCs at a single academic medical center. Secondary objectives are to determine the source of radiologist preparation time, and calculate the per conference and overall radiology departmental costs of MDC participation. MethodsA prospective survey was performed to capture all radiology preparation and presentation time for MDCs in a 3-month period, which was then annualized. Total cost was calculated on the basis of Association of Administrators in Academic Radiology survey data for nonchair academic radiologist compensation plus a 30% fringe-benefit rate. ResultsThe survey response rate was 86.9%. A total of 3,358 hours were devoted annually to MDCs, which represents time equivalent to 1.9 full-time equivalents or $1,155,152 in unreimbursed radiology departmental costs. Per-MDC total preparation and presentation time was 2.7 hours, at an annual cost of $46,440 for each weekly MDC. Radiologists used a combination of personal time (49.7%), academic time (42%), and/or clinical time (35.4%) to prepare for MDCs. Radiologists devoted a mean of 47.9 hours (1.2 weeks) of time per annum to MDCs. ConclusionsRadiologist time devoted to MDCs at the survey institution was substantial, and preparation time was drawn disproportionately from personal and academic time, which may have negative implications for burnout, recruitment and retention, and academic productivity unless it is effectively mitigated.

“A STUDY ON IMPACT OF FRINGE BENEFITS TOWARDS EMPLOYEE PRODUCTIVITY AT LARSEN & TOUBRO CONSTRUCTION EQUIPMENT LIMITED , DODDABALLAPURA”

This study investigates the relationship between fringe benefits and employee productivity, focusing on the types, perceived value, and mechanisms they influence employee engagement and output. Using a mixed-methods approach, the research will survey a diverse sample of employees across industries and job roles to understand their perceptions of fringe benefits' importance and effectiveness. In-depth interviews will provide deeper insights into the psychological and behavioral dynamics. The findings will identify specific fringe benefits associated with improved productivity, reveal psychological mechanisms linking these benefits to motivation, job satisfaction, and commitment, and explore potential moderating factors like job role, tenure, and organizational culture. The findings will provide valuable insights for human resource practitioners, managers, and leaders, enabling strategic allocation of resources and designing tailored incentive programs that align with employee needs and preferences. The study aims to contribute to existing knowledge and optimize human resource strategies for a more productive and engaged workforce.

Inner- and Outer-Sphere Cross-Coupling of High Fsp3 Fragments.

Natural product research originates from a desire to explore, understand, and perturb biological function with atomic precision. To reach these goals at all, let alone efficiently, requires thoughtful and creative problem solving. Often this means bold disconnections that would simplify access to complex structures, if only the methods existed to bridge these theoretical gaps. Whereas biological interrogations provide long-term intellectual value and impetus, methods come as attractive fringe benefits of natural product synthesis. This Account describes strategic, methodological solutions to the syntheses of natural products [(-)-eugenial C, Galbulimima alkaloids GB18, GB22, GB13, and himgaline] featuring new, convergent disconnections as important problem-solving steps, which themselves were inspired by recent methods that arose from our group. Each target required the invention of first-row transition metal-catalyzed cross-coupling procedures to satisfy the biological goals of the project. In these cases, synthetic strategy identified the methodological gap (the absence of stereo- and chemoselective couplings of appropriate fragments), but the tactical advantage conferred by first-row metals met the challenge. These methods were competent to handle the dense, sterically encumbered motifs common to natural products due to, in many cases, elementary steps that did not require bond formation between the hindered substrate and the metal center. Instead, these sterically lenient reactions appeared to involve metal-ligand-substrate reactions (i.e., outer-sphere steps), in contrast to the metal-substrate, coordinative reactions of precious metals (i.e., inner-sphere steps). Key observations from our previous studies, combined with the observations in seminal publications from other laboratories (Mattay, Weix, and MacMillan), led to the optimization of ligand-controlled, stereoselective reactions and the introduction of complementary catalytic cycles that revealed new modes of reactivity and generated novel structural motifs. Optimized access to bioactive natural product space accelerated our timeline of biological characterization, fulfilling a common premise of natural products research. The integration of methodology, complex natural product synthesis, diversification, and bioassay into a single Ph.D. dissertation would have been unmanageable in a prior era. The unique ability of first-row transition metals to effect Csp3-Csp3 cross-coupling with high chemo- and stereoselectivity has significantly lowered the barrier to reach the avowed goal of natural product synthesis and reduced the burden (real or perceived) of integrating natural products into functional campaigns.

The Filipino Overseas Performing Artists Onboard International Cruise Ships: A Peek on the Perks, Perplexities and Perils Amidst Performing in the Middle of the Sea

Filipino seafarers have already dominated the shipping industry. Now, international cruise lines are becoming a niche for Filipino performers, such as actors, singers, dancers and the like. This opportunity led Filipino performers to enjoy a lucrative occupation coupled by routine visits at fabulous tourist spots around the world. With this, a great deal of existing researches revealed mostly the exciting, rewarding and attractive career, but less emphasis on the untoward incidents. This directed the paper to determine the status of Filipino performing artists onboard cruise lines specifically on the perks, perplexities and perils they have experienced. Thus, the study delved on the attributes of their demographic and artistic profiles, their intrinsic and extrinsic rewards, and the problems and dangers they encountered. Differences on extrinsic and intrinsic rewards based on artist classification were also determined. Results were utilized as inputs in the enhancement of the Bachelor of Performing Arts (BPeA) program of AIMS. Thirty (30) overseas performing artists were gathered thru snowball sampling to respond with the questionnaire developed specifically for the study. Employing descriptive-quantitative design, results were treated using frequency count, percentage, chi-square and G-square. Results revealed that majority of the performers were male, mostly single with strong educational backgrounds. Most of the performers landed a job in international cruise lines through audition. There is a hefty amount of repeat attendees to their performances in terms of audience views. In terms of intrinsic rewards, self-fulfillment topped the list while few mentioned travel opportunities and professional development. For extrinsic rewards, majority received fringe benefits whereas some gained bonuses and promotions. Homesickness is still the number one problem that persists for Overseas Filipino Artists. Participants also listed communication as a problem as cruise ships are multinational. With regards to threats and dangers experienced, some claimed to have suffered SARS/MERS while few experienced the threat of cyclone. Lastly, there are significant differences on the intrinsic and extrinsic rewards received by the respondents based on artist classification. With the above results, maritime higher education institutions shall include a program in performing arts, such as BPeA, to augment the increasing needs for performers in international cruise ships. Likewise, designing courses for performing arts programs shall include work-views as this is necessary in the work preparation of future Filipino Overseas Performing Artists.

Fringe Benefits in Tax Law: Matching Principle and Tax Justice Perspective

This study addresses a significant issue within Indonesia's income tax policy, focusing on the taxation of fringe benefits and non-monetary compensations. Fringe benefits, being non-monetary rewards granted to employees, have gained prominence in various sectors' remuneration structures. The evolving landscape of in-kind taxation, encompassing natural elements, prompts inquiries into the determinants of tax imposition choices and their equity ramifications. The study aims to explore the income tax perspective on fringe benefits and non-monetary gains, emphasizing the applicability of the matching principle and its implications for equitable taxation. Despite the rising importance of fringe benefits, scholarly discourse on the alignment of conformity principles with in-kind taxes remains sparse. Therefore, this study offers a fresh contribution in comprehending this matter. Employing both a policy analysis and taxation approach, the study draws data from literature, tax statutes, and the latest economic reports. The findings underscore the significance of integrating the conformity principle in the taxation of fringe benefits and non-monetary rewards. This integration can augment the efficiency and transparency of state financial management, curbing detrimental tax avoidance practices that undercut state revenue. In summary, this study validates that adopting the conformity principle in taxing fringe benefits and non-monetary gains holds the potential to bolster state revenue and enhance fiscal management efficiency. The research's implications can guide policy makers in refining the national tax framework and fostering equitable taxation in Indonesia.

Assessing the Factors Contributing to Police Officers Turnover in Tanzania: Experience from Police Force Iringa Municipality

The focus of this study was to assess the factors contributing to police officer turnover in Tanzania, particularly at the Iringa police force. The study's specific objectives were to examine the contribution of monetary incentives, working conditions, and career advancement opportunities on police officer turnover in Iringa Police Force. The study utilized a descriptive and cross-sectional, research design was applied at a 95% level of confidence.
 Both Open-ended types of questionnaires and closed-ended types were used, as well as an interview guide for the key informants to get primary data and secondary data that were obtained through documentation or documentary review. The study used both qualitative and quantitative where qualitative data were analyzed by using interpretations and explanations while quantitative data involved the use of software suggested for analysis called Statistical Package for Social Sciences and the findings were tabulated and figured for presentation. Based on the findings, the regression analysis output confirmed that there is a significant positive relationship between inadequate monetary incentives and police officer turnover as the p-value is 0.022.
 Furthermore, the regression analysis output confirmed that there is a significant positive relationship between poor working conditions and police officer turnover as the p-value is 0.025, which is less than 0.05, likewise inadequate career advancement opportunities were also significant with a p-value of 0.028. The study recommends the provision of fringe benefits and a review of salary is done from time to time as these were found to be the main problems which facilitate turnover intention, also management was asked to provide enough working tools and attractive offices to their officers, as the majority of officers complain on them. Furthermore, management should set enough budget for training and learning sessions and scholarships to be provided for officers who wish to go further studies. The researcher suggested that similar studies be carried out in other regions to determine the impact of these factors in influencing employee turnover especially those in military forces.

Monetary Incentives Versus Fringe Benefits: The Motivation Behind Generation X and Millennial Employees

This study focused on the lived experience of employees in the Department of Science and Technology–Forest Product Research and Development Institute as to the motivation from monetary incentives or fringe benefits. The research design used was qualitative, with phenomenology as an approach. The study explored the experiences and motivation of Generation X and millennial employees in the Department of Science and Technology–Forest Product Research and Development Institute. Based on the results, employees reflected on their overall experiences that they manifest on non-monetary benefits or fringe benefits rather than monetary incentives they received. The employees were acquainted with the experience that arose from the testimony, which showed that motivated employees were more likely to be productive, happier in their jobs, and remained with their company for a longer amount of time by creating a great work atmosphere. Giving employees chances to learn and develop, enough incentives and benefits for excellent performance resulted in their satisfaction with their work. The researcher considered the employees experiencing job satisfaction and dissatisfaction based on Frederick Herzberg's theory, also known as the Two Factor Theory that developed to better understand an employee's attitude and drive toward the job. As an output, the researcher suggested establishing a committee of employees at the Department of Science and Technology – Forest Products Research and Development Institute named 4C's or Cope Capacity Counseling Committee, which aimed to promote financial, emotional, physical, social, and psychological concerns of the employee's motivation at their workplace.

Factors Affecting Primary School Teacher’s Job Satisfaction an Investigation of Motivating Factors of Teaching Staff in District Dadu

Purpose: The aim of the study is to evaluate the level of job satisfaction among government primary school teacher in district Dadu. The quantitative method was Applied to carry out this study. Data was gathered via Survey questionnaire based on five-point Likert scale. The population of the study Comprised of government primary school teachers, the 58 schools were chosen for this study from taluka Johi and Dadu of District Dadu. 343 PSTs were selected.
 Design/Methodology/Approach: Data collection instruments included ‘Teachers’ job satisfaction related questions. Data was analyzed in SPSS software version 25, and the descriptive test and independent T-test were conducted.
 Findings:, according to the first objective, PSTs are not satisfied with PROMOTIONAL OPPORTUNITIES and SALARY, while to achieve the second objective the independent variables were examined through independent sample T-test with gender group and According to the Significant value of 0.006 (<0.05) the job satisfaction varies from Male to Female in terms of Promotional Opportunities and working environment with significant value of 0.013.
 Implications/Originality/Value: so it was concluded that the primary school teachers are not satisfied with Salary and Promotional Opportunities and satisfied with Fringe Benefits while neutral in terms of Recognition and Administration Support.

Motivation and Employee Engagement among Employees at Makerere University

Purpose: The purpose of this study was to examine the relationship between employee motivation and engagement. A sample of 56 participants was selected using simple random sampling techniques at Makerere University.
 Methodology: This study adopted a quantitative study approach that used a correlational survey design. A self-administered questionnaire was used in the data collection. The collected data were further coded and analyzed using the Statistical Package for Social Science.
 Findings: Descriptive statistics showed that 64.9% of the respondents were female and 32.1% were male; the majority were between 31 and 41 years old (66.1%). Results from the Pearson product-moment correlation coefficient (r) further indicated that there was a statistically significant positive relationship observed between employee motivation and engagement (r = -.353**p = .000<0.01).
 Recommendations: Based on the above findings, it was recommended that organizations also focus on creating high levels of job satisfaction among their employees by providing better working conditions and fringe benefits to keep them engaged in their jobs since they are the focal point for the growth and expansion of any organization.

Unboxing the Complex between Job Satisfaction and Intangible Service Quality: A Perspective of Sustainability in the Hotel Industry

The quality of service is one of the key assumptions of a sustainable and profitable business in the hotel industry. On the other hand, employees as direct providers of hotel services have a direct impact on the perceived quality of service. Establishing a relationship between job satisfaction and perceived intangible service quality is of great importance for customer relationship management and sustainable competitive advantage. For the collection of primary data, questionnaires were distributed to two groups of respondents, namely hotel employees and guests. Thus, 456 paired questionnaires were obtained. The testing of defined hypotheses and relations between constructs and latent variables was completed using the PLS-SEM approach. The results of the study showed that all validated constructs, namely pay, promotion, supervision, fringe benefits, contingent rewards, coworkers, communication, and the nature of work, contribute positively to job satisfaction. A positive relationship between job satisfaction and intangible service quality constructs was confirmed for reliability, assurance, and responsiveness but not for empathy. The study confirmed that perceived intangible service quality can be influenced by increasing job satisfaction and that payment and communication can achieve the most significant influence.

Nurses’ Job Satisfaction and Intention to Leave Of 251 Air Force General Hospital

Introduction: Addressing nurse turnover is a challenge for both health service leaders and human resources researchers. Researchers continue to highlight the importance of job satisfaction in nurses’ turnover intention, which appears to be more important than other determinants such as age, night shift, and career advancement. Aim: The purpose of this research study was to investigate the job satisfaction of the nursing staff of the 251 Air Force General Hospital (251AGH) and their intention to leave the profession in the next five years. Material and Method: A cross-sectional study was conducted during the summer season of 2022 involving nurses and licensed practical nurses working in 251 GNA. Data were collected via structured anonymous questionnaire with closed-ended questions, consisting of three thematic sections: the first section included the Job Satisfaction Survey – JSS tool of the Professor of Psychology at the University of South Florida, United States of America, Paul Spector-, the second section presented questions about the healthcare professionals’ intention to leave their job and the organization and the third part demonstrated the demographic characteristics of the study sample. Results: The sample of our study consisted of 205 nurses and licensed practical nurses, of whom 63 (30%) were men and 142 (69%) were women. The participants reported dissatisfaction with salary, promotion, fringe benefits, contingent rewards, and working conditions. They felt ambivalent about partners, the nature of work and communication, but satisfied with the supervision. Finally, in terms of overall job satisfaction, they felt dissatisfied. Regarding the intention of leaving nursing profession, seems to be moderately to quite likely for the next five years. Conclusions: Job satisfaction as a whole and subsequently satisfaction with potential rewards and salary are significantly and negatively related to intention to leave AGH. Post-secondary graduates are less likely to drop out of nursing than college/university and postgraduate professionals. Finally, it was mentioned a strong positive correlation between age and years of service with their intention to leave their job.

Triggers and Halts of Professional Mobility in Public Companies: A Case Study of the Romanian Forest Administration

This research tried to identify the most important factors that motivate or hinder forest engineers in commuting between their household and the regional office of the National Forest Administration, or prompt them to relocate their entire family to Bucharest, where the headquarters of the NFA is located, in seeking promotion in the professional hierarchy. A survey, administered as a Google form, was designed to carry out analysis of independent benefits, opportunities, costs, and risks. The decision process was designed as an analytic hierarchy process, and each one of these factors was a separate analytic hierarchy process. We found that forest engineers tend to be very conservative when it comes to changing their professional position from the forest district to the NFA regional office or NFA top management. On the one hand, the professional opportunities to promote upwards do not compensate for the fringe benefits gained at the forest district level, while the costs of living in a larger city outweigh the benefits, even though the house rent is paid by the employer.

Predictors of service integration by community based providers in New York State offering maternal and infant services

Perinatal maternal depression, interpersonal violence, (IPV) substance use and poor sexual health are critical public health concerns with significant negative impacts on child development. Despite widespread calls for service integration at the systems/organizational level and well-documented benefits to children and families, predictors to service integration are not well understood. Using cross-sectional data from 159 community-based providers (CBPs) who identify as community health workers (CHWs) or home visitors (HVs) in New York State, United States, our study aims to examine organizational and individual level predictors to service integration. Service integration in this study is defined as the screening, delivery and referral-making of two or more services over the course of six months. Services of interest in this study include mental health, IPV, sexual health, mental health, and substance abuse services. Descriptive statistics were performed to characterize our sample and show the distribution of service types. Multivariable logistic regression was used to identify salient organizational (job satisfaction: communication, contingent rewards, fringe benefits, operating conditions, and coworker; and training helpfulness) and individual characteristics (self-efficacy) that are associated with service integration, while controlling for demographic characteristics. Forty-four percent of participants (n = 70) integrated all four of the services: mental health, IPV, sexual health and mental health services. Training helpfulness (b = −2.48, p = 0.01), self-efficacy (b = 0.07, p < 0.01), and job satisfaction (b = −0.04, p = 0.01) were significantly associated with provision of integrated services. Specifically, elements of job satisfaction that were associated with integrated service provision included satisfaction with communication (b = −0.28, p < 0.01), coworkers (b = −0.29, p < 0.01), and pay (b = −015, p = 0.02). Findings elucidate areas for future investment for human services agency administrators and point to future areas of intervention that can bolster integrated service provision, thereby improve efficiency, cost effectiveness, and optimal maternal and child health care outcomes for at-risk populations.

Which aspects of job determine satisfaction among pharmacists working in Saudi pharmacy settings?

The aim of this study was to evaluate the impact of several employment-related aspects on overall job satisfaction among pharmacists working in Saudi pharmacy settings. A cross-sectional survey was conducted for a period of 1-month (December 2020) among pharmacists working in community pharmacies located in 3 cities of Saudi Arabia. Convenience sampling was employed, and the data was collected using the English version of Job Satisfaction Survey (JSS) questionnaire. The data was analyzed using IBM SPSS version 23. Descriptive statistics such as mean ([Formula: see text]) and 95% confidence interval range were used to report continuous data; frequency (%) and sample counts (N) were used to report categorical data. Bivariate analyses were conducted using chi square (χ2) test. A multiple linear regression model was formulated to report the employment aspects that determined overall job satisfaction of pharmacists. The study was approved by an ethics committee. A total of 241 samples were analyzed. Less than a quarter of pharmacists (N = 54, 22.4%) were satisfied with their job. The overall job satisfaction score was 130.74 out of 199. The sub-scales for co-workers and communication had scores > 15.8 out of 24; subscale for operating conditions had score > 12.5 out of 20. The subscales for promotion and rewards had scores < 14 out of 24. The aspects of communication, fringe benefits and nature of work had the highest contribution towards overall job satisfaction. For a unit increase in score for communication, fringe benefits, and nature of work, the overall job satisfaction score increased by 0.204, 0.2, and 0.199, respectively. A very small number of pharmacists seemed satisfied with their job. Satisfaction with communication, nature of work and fringe benefits contributed the most toward overall job satisfaction. Results of this study could provide the means for human resource managers and organizational policy makers to delve into the determinants of satisfaction among pharmacists working in community settings.

Fringe Benefits Effects on Employee Productivity in the Public Sector Tamilnadu Water Supply and Drainage Board Namakkal

The research purpose is to determine the study of the fringe benefits important of employees. Fringe benefits are additions to compensation that companies give their employees. This research project is on Fringe Benefits and Employees productivity in public sector. This research work is generally about the Benefits and Employees productivity Public Sector. The project has undertook the general introduction into the research work led to the review of various literature that relates to the major variables involved in the research work especially employees productivity. The purpose of employee benefits is to increase the economic security of staff members, and in doing so, improve worker retention across the organization. As such, it is one component of reward management. In any case, employers use fringe benefits to help them recruit, motivate, and keep high-quality people. According to Mathis and John (2003), productivity is a measure of the quantity and quality of work done, considering the cost of the resources used. The more productive an organization, the better its competitive advantage, because the costs to produce its goods and services are lower. Employee benefits in Canada usually refer to employer sponsored life, disability, health, and dental plans. Employee benefits in the United States include relocation assistance; medical, prescription, vision and dental plans; health and dependent care flexible spending accounts; retirement benefit plans (pension, 401(k), 403(b). fringe benefits refers to the regular review of an employee’s job performance and overall contribution to a company. The objective is to know the effect of fringe benefits on employee motivation. The reveals that fringe benefits lead to improved employees’ performance. This results from increased productivity in the organization. The majorities of the employees are motivated of the organization through feedback and increased productivity.

Influence of Motivational factors on Productivity of Employees in secondary schools in Ogun State

Employee commitment and job satisfaction are traits of motivated workers. These traits translate into increased job productivity and, as a result, improved organisational performance. Employee motivation does not simply come from monetary incentives like salary, fringe benefits, bonuses, commission, etc. In light of this, a study was conducted in selected private secondary schools in the Obafemi Owode Local Government Area of Ogun State, Nigeria, to examine the effects of identified motivational factors on employees' productivity. The purposive sampling was used in the study to select eight private secondary schools. The research design for this study was a descriptive survey design. Employees of all privately owned secondary schools in Obafemi Owode Local Government Area of Ogun State make up the study's population. 25 of these employees served as the study's sample. The 125 questionnaires that were distributed were returned. For the analysis of the hypotheses. The descriptive statistics and Pearson Product Moment of Correlation (PPMC) were used. The findings showed that employee productivity in a limited group of private secondary schools was strongly positively correlated with both the work environment (r=0.965; p&lt;0.05) and training (r=0.852; p&lt;0.05). Thus, organisations should create an environment that is friendly for both teaching and non-teaching staff members in order to increase their job satisfaction. Keywords: Employee; Motivation; Productivity; Training; Work-environment

Evaluation and Comparison of the Ergonomics, Performance and Economics of Battery-Powered and Engine-Powered Palm Oil Harvesting Tools:Cantas Elektro

The Malaysian Palm Oil Board (MPOB) has introduced an engine-powered palm oil harvesting tool called CANTAS that can double the conventional harvesting output. However, there are several issues that are affecting the endurance and comfort of the harvesters. This paper discusses the comparison in the context of ergonomics, performance, and ecconomics of a battery-powered CANTAS called CANTAS Elektro, which could overcome the issues of the engine-powered CANTAS. The prototype was tested in the laboratory and the field to investigate its ergonomic factors. Test results revealed that CANTAS Elektro was more ergonomic than CANTAS as the deflection, configuration, temperature, noise, and vibration levels of the former were 38%, 42%, 59.8%, 12.7%, and 45.8–65.2% less than those of the latter, respectively. The harvesting productivity increased by 26.5% from 5.63 to 7.04 t/day, with an estimated saving of operational cost of RM1013/machine/ yr. The take-home pay of workers was increased by 29% from RM81 to RM107/man-day, apart from other fringe benefits. It was proven that the battery-powered machine was more cost-effective than the engine-powered machine, in addition to other advantages such as being carbon emission-free, clean, easy to maintain, less complicated and easy to handle.