Staff Welfare Package and Organizational Performance: A Theoretical Discourse

The push towards overcoming low productivity and improving on organizational performance has been in the frontline of organizational objectives as managers make great effort to meet the demands of stakeholders. This struggle has led research into the roles of the employees in making productivity what the shareholders and investors desire. Organisations may differ, but one common objective of every organization is growth and development, which is only possible when the organization is performing well in its environment. This study adopted the equity theory of motivation as framework; this investigation examines the influence of staff welfare package has on organizational performance. The discourse, established from the analysed literatures that staff welfare package increases staff motivation, while staff motivation on the other hand increases and brings about productivity. Also, the paper assumes that there is a sparse volume of literatures on effects of staff welfare package specifically on organizational performance. The study therefore concludes that while more empirical work needs to be done specifically on the effects of staff welfare package on organisational performance, it can be inferred from previous findings as follows: if staff welfare package leads to motivation, and staff motivation leads to higher productivity; it, therefore, follows that staff welfare package impacts organizational performance. Recommendations were made that employers should let go of the entitlement attitude; the staff should be granted a welfare package of value; the employers should follow the tenets of equity and fair welfare; and the staff should strive to know their rights and privileges.