This study examines the impact of fringe benefits on the performance of works in Hotel and catering industry, with a view to establishing its importance to the workers and the industry. This is intended to assert whether or not poor fringe benefit schemes could be an impediment to the development of the sub sector. The study is organized in five chapters each of which deals with some specific aspect of the study.

In chapter one provides a framework for the study. It embodies what may be regarded as the proposal for the study and therefore provided the necessary background information, which helped to determine the structure of the study.

In chapter two deals with the review of related literature. It provides the theoretical foundation upon which the intricacies of the subject matter were closely knitted.

In chapter three deals with the research methodology, which involves a systematic description and analysis of the tools and methods utilized in the research study.

It also shows the different statistical methods employed in the research analysis.

In chapter four the research data collected in the field through the research tools were presented and analysed. Also the hypothesis that guided data collection were verified.

A brief summary of the entire work is presented in the last chapter together with conclusion and recommendation.

The findings of the study reveals that fringe benefits is of great importance to workers in the industry and to the industry. And also that poor fringe benefit schemes could serve as an impediment to the development of the sub-sector because of its importance. The study made the recommendation that will help to remedy the situations, to engender a smooth and faster development of the Hotel and catering industry in Nigeria.

TABLE OF CONTENT

Title page

Approval page

Dedication

Acknowledgement

Abstract

Table of content

CHAPTER ONE

1.0 Introduction

1.1 Background to the study

1.2 Statement of problem

1.3 Purpose of the study

1.4 Objective of the study

1.5 Scope of the study

1.6 Research hypothesis

1.7 Significance of the study

1.8 Limitation of the study

1.9 Definition of terms

Reference

CHAPTER TWO

2.0 The review of related literature

2.1 The nature and scope of fringe benefits

2.2 Factors for effective fringe benefit plan

2.3 Development and administering the benefit programme

2.4 Suggested ways of ensuring appreciation and good return on employee benefit plan

2.5 Why fringe benefits fail to motivate workers

2.6 Reasons for providing fringe benefit

2.7 Problem of installing fringe benefit plans

2.8 Some major types of fringe benefits

Reference

CHAPTER THREE

3.0 Research methodology

3.1 Research Design

3.2 Area of study

3.3 The date and research technique

3.4 Population of the study

3.5 Description of the samples

3.6 Sample size determination

3.7 Sampling procedure

3.8 Statistical technique

3.9 Questionnaire design

3.10 Questionnaire assumptions

3.11 Questionnaire distribution and organisational status of respondents

Reference

CHAPTER FOUR

3.0 Presentation analysis and interpretation of data

4.1 Demographic characteristic of the respondents

4.2 Findings on employees attraction and retention

4.3 Findings on absenteeism and turnover

4.4 Findings on employee moral

4.5 Testing of hypothesis

CHAPTER FIVE

5.0 Summary recommendation and conclusion

5.1 Summary

5.2 Recommendations

5.3 Conclusion

5.4 Further research needs

Bibliography

Appendix

CHAPTER ONE

1.0 INTRODUCATION

1.1 BACKGROUND TO THE STUDY

The problem of manpower in the Hotel and catering industry has continued to attract the ion, professional bodies and other interested parties because of the unique nature of the industry, (Magurn, 1977). This uniqueness lies in the fact that only a few other industries have such close relations between staff and customers. Also only a few other industries in the economy offer so much scope to giving satisfactions to others and for getting satisfaction from work. Yet the problem of inability to attract retains and actuates personnel effectively in the face (shuaibu, 1979, ifedi 1986: 3).

Because of the prevailing harsh economic condition of our time, there is need for a good management of the organisational resources so as to ensure greater productivity from each unit of resource input. Of all the management resources available for the purpose of ensuring survival and growth of the organisation, human resources stand out as one of the most basic and critical (Drucker 1955:251). In recognition of this, management usually devote a lot of time and commit other resources towards attracting and retaining high personnel for the organisation and also getting the best out of them. But the