User:Diliprpaudel/sandbox

The Role of Social Security Benefits to Motivate the Nepalese Civil Servants (Exclusive Summary of the thesis submitted to CDPA(TU) by Dilip Raj Paudel, M. Phil-2011, Roll No. 26)

1  Background During the history of Human beings, they have been facing various kinds of risks in their life cycle caused by illness, old age, disability, death, unemployment etc. Nowadays, Social secu-rity system has been widely established as a major policy instrument for enabling people to have basic living standard, arranging financial support against unforeseen risks. Everyone, as a member of society, has the right to social security. Studies have shown that social security makes the workers accept the organizational goals. It develops positive attitude among the workers towards structural and technical changes to meet more challenges. Finally Social Se-curity Benefits (SSB) plays a vital role to motivate the people and workers or civil servants as well. This study is focused on the role of social security to motivate the Nepalese Civil Ser-vants. The performance that employers look for in individuals rests on ability, motivation, and the support individuals receive; however, motivation is often the missing variable. Motivation is the desire within a person causing that person to act. People usually act for one reason: to reach a goal. Thus, motivation is a goal directed drive, and it seldom occurs in a void. The words need, want, desire, and drive are all similar to motive, from which the word motivation is derived. Understanding motivation is important because performance, reaction to compen-sation, and other HR concerns are related to motivation. Motivational theories can be classi-fied into two categories, namely content theories and process theories. Content theories of motivation are specifically related to job satisfaction and assume a direct relationship between job satisfaction and improved performance, while the process theories contemplate in more detail the relationship between motivation, satisfaction and performance. Employee’s outstanding performance and commitment to work and dedication to an organi-zation can be done with a motivation factor. Good morale in any organization allows for more productive and happy employees. Civil servants are motivated to their job if they feel secured, maintaining expenses, increasing living standard and quality of life, in terms of the satisfaction level of social security benefits. Thus, the social security benefits played a vital role to motivate the civil servants in their job, ultimately it is directly related with the effi-ciency on work and increase in overall productivity. 2.	Statement of the Problem The level of benefits is not sufficient to provide adequate protection to the employees and their dependents while reviewing and considering the related rules and regulations. Its prac-tices and coverage of Social Security in terms of contingencies is also inadequate. The basic principle of social security is the pooling of risks in a fund which can be applied to all nine of the social security contingencies. These are (1) Sickness benefit;(2) Maternity benefit;(3) Employment injury benefit; (4) Unemployment benefit; (5) Invalidity benefit; (6) Old age benefit; (7) Survivor benefit; (8) Medical care; (9) Family benefits.

Nepal is a member state of International Labor Organization (ILO) since 30th August 1966 AD. The Social Security (Minimum Standards) Convention, 1952 (No. 102), is the flagship of ILO social security Conventions. 48 countries have ratified the ILO Convention 102 by December 2010 AD. Nepal has not ratified this convention till date. Convention suggest, at least 3 benefits should be provided for the concept of social security. Policy, laws and me-chanism in the field of social security in Nepal are weak and poor. There is lacking political will in the field of Social Security. Social Security covers less than 5 percent of total work-force in Nepalese context. This study is focused on the social security benefits for the civil servants in Nepal. Social se-curity benefits or schemes play role in enhancing the work efficiency and performance of civil employees. This shows that if they are motivated to their job then there will be increased in the work efficiency and performance. Understanding the various aspects of social security system through the  reviews of literature, attempt is made to examine existing system, of so-cial security for civil servants in Nepal and its development in general and measure the level of satisfaction. 3	Research Questions Considering the above described background, it is to explore answers to the following re-search question. •	What is the relationship between social security and motivation? •	Are the Nepalese civil servants satisfied with the existing social security benefits? •	To what extent different SSB affect the motivational level of the Civil Servants. 4.	Objectives of the Study This research aims to address the following research objectives: 1.	To find out the satisfaction level of Nepalese civil servants with the existing social se-curity benefits? 2.	To examine the role of the component of different SSB's to motivate the Nepalese civil service? 5.	Social Security and Nepalese Civil Service

Civil Service is the one of the foundations of the government. In order to make civil service professional and public service delivery effective, efficient civil servants must be motivated. Government employees include civil servants, army, police and teachers of public schools. Social Security benefits were established by the civil service act and civil service rule, 2013 BS. Any employer is entitled to maintained plan, offering policy holders and their dependents services or benefits upon illness, death, or unemployment. In this study, my concentration is the status of social security benefits regarding its policy factor and intuitional arrangement factors. Here the given provisions are found in civil service act, namely Provident Fund, Pension, Gratuity, Sickness and medical treatment, Work Injury, Maternity, Work Accidents and Survivor Benefits

6.	Theoretical Discussions A)	Social Justice Theory

The concept of Social justice is based on human rights and equality (Bowring, 2002). A defi-nition of social welfare based on Bentham is equivalent to maximizing the expected utility of a member of a population behind a veil of ignorance and results in incomplete insurance. So-cial welfare schemes motivate the people for their productive work. The concept of social security follows the concept of social welfare with social justice. If there is no any policy about the social security, there is no social justice under the concept of social security.

Social welfare program is a part of social justice. Social justice is a responsibility of govern-ment and hence, government provides the social welfare program to the people. ILO conven-tion 102 suggests the 9 branches of social security program as welfare benefits as a social jus-tice. These programs play a vital role to motivate the people for the productivity. We can say motivation of employee is an important part of any organization either public or private. If employees are not motivated to their job then the productivity is decreased as well as organi-zations goal will not be achieved. If they are motivated then their productivity will be in-creased which will support to run the government mechanism with 3-E like as economy, effi-ciency and effectively. When their productivity is increased then they are responsible and ac-countable with economy, efficiency and effectively on their duty. This will support to run the successful government with the concept of welfare state at one side and other to the personal betterment of individuals. B)	Motivation Theory Mullins states that "Motivation is a process which may lead to job satisfaction". There are many different theories that try and help explain motivation. The given figure shows the theo-retical development of motivation. The figure shows that the content theories, process theo-ries and contemporary theories are related with the motivation. Motivation Approaches 1900

Present	Scientific management (wage incentives) Human Relations (economic security, work-ing conditions)	Lewin and Tolman (expectancy concerns) Maslow (Hierarchy of needs)	Vroom (valence/ expectancy) Herzberg (Motivators and hygiene factors)	Porter and Lawler (performance-satisfaction)	Festinger and Homans (cognitive disson-ance/exchange) Alderfer (ERG needs)	Lowler (E->P and P->O expec-tancies)	Adams (equity/justice) Content Theories	Process Theories	Contemporary Theo-ries Work Motivation Source: Fred Luthans, Organizational Behavior, 10th Edition, Mc Graw Hill, India, 2005,

The content theories of work motivation attempt to determine what motivates people at work. The content theorists concerned with the types of incentives or goals that people strive to at-tain in order to be satisfied and perform well. Similarly Process theories and contemporary theories are also related with the work motivation. Herzberg's Two-Factor Theory of motiva-tion is taken for this study. According to Herzberg, individuals are not content with the satisfaction of lower-order needs at work, for example, those associated with minimum salary levels or safe and pleasant working conditions. Rather, individuals look for the gratification of higher-level psychological needs having to do with achievement, recognition, responsibility, advancement, and the nature of the work itself. So far, this appears to parallel Maslow's theory of hierarchy of needs.. However, Herzberg two-factor theory suggests that to improve job attitudes and productivity, administrators must recognize and attend to both sets of characteristics and not assume that an increase in satisfaction leads to decrease in unpleasurable dissatisfaction. Herzberg classi-fied these job factors into two categories as Hygiene factors and motivational factors. 7.	The Theoretical Framework of the Study The theoretical framework of this study is as given below. Conceptual Framework Sickness benefit

Maternity benefit

Provident Fund Pension

Independent Variables 					Dependent Variable

Analytical Matrix Theory	Independent Variable	Dependent Variable Motivation Theory Sickness benefit (Amount) The level of motivation of Nepalese Civil Servants from the existing Social Security Benefits Maternity benefit (Amount & Leave Day) Provident Fund (Contribution %, Policy) Pension (Amount, Pension year for dependent) 8.	Hypothesis The objectives of this study is to examine "The level of motivation of Nepalese Civil Servants from the existing Social Security Benefits" and explore the provisions related with social se-curity benefits based on the questionnaire, interview and literature review. As the data are of qualitative in nature, there is no need to construct the hypothesis and test those. Rigorous statistical analysis will not be undertaken to test the hypothesis. However, the hypothetical statements for the study will be as following. The hypothesis is that: (a) Civil servants are fully satisfied by the provisions of social security benefits given to them. (b) The social security provisions given to civil servants have highly motivated to be effective and efficient in the performance of their job. 9.	Methodology Research Method-Study objectives matrix

Objectives	Nature and sources of data	Research  Method	Techniques 1.	To explore, the present status of social security system in Nepalese civil service. Secondary data	Analysis of provi-sion by law and re-lated documents. content analysis 2.	To find out the satisfaction level of Nepalese civil servants with the ex-isting social security benefits? 3.	To examine the role of the compo-nent of different SSB's to motivate the Nepalese civil service? Primary data	Questionnaire	Use of atti-tude scale

Particulars	Description Research Design	Descriptive based on both qualitative and quantitative ap-proach/mixed embedded method Sources of Data	Secondary and Primary Population of Study	All Civil Servants Sample	120 questionnaire: Total :          120     (Male = 90  +  Female=  30 ) Job Holder :  100     (Male = 78   +  Female=22) Retired :         20     (Male = 12 +  Female=  8 ) Discussion/Interaction with high level Civil Servants, those are involve in policy making Analytical Tools	Analysis of collected data, methods of content analysis, percen-tage, tables and charts 10.	Findings.

Satisfaction Level of Social Security Benefits Satisfaction Level of Social Security Benefits	Total Little	Average	High No. %	No. %	No. %	 Sickness Benefit	64	53.33	32	26.67	24	20.00	120 Maternity Benefit	40	33.33	42	35.00	36	30.00	118 Provident Fund	34	28.33	44	36.67	42	35.00	120 Pension	22	18.33	38	31.67	60	50.00	120 Source : Field Survey, 2013 Satisfaction Level - in Terms of Motivation at Work Satisfaction Level - in Terms of Motivation at Work	Total Little	Average	High No. %	No. %	No. %	 Sickness Benefit	54	45.00	44	36.67	22	18.33	120 Maternity Benefit	54	45.00	40	33.33	26	21.67	120 Provident Fund	52	43.33	46	38.33	22	18.33	120 Pension	42	35.00	46	38.33	32	26.67	120 Source : Field Survey, 2013 11.	Conclusions The overall satisfaction level of social security benefits were analyzed on the basis of three aspects- present scenario of identified areas of Social Security Benefits namely Sickness ben-efits, maternity Benefits, Provident Fund and Pension on the basis of secondary information. Information gathered from the secondary sources, and primary sources of data of each identi-fied variables on the basis of the views of the 120 respondents. Sickness Benefits : Civil Servants response on the sickness benefit is in two aspects. One is sickness leave and other one is treatment expenses. Whenever they or their family has hos-pitalized for the treatment, Hospital charge is too much expensive they cannot able to main-tain hospital and medicine bill and other expenses at that time. Generally, sickness benefits getting after retirement. Before retirement or in job period, the process of getting the sickness benefit is not so easy. The process is very slow long and tedious, however no sufficient amount. The present provision of sickness benefit is different as their holding post wise, but it is need to equal for all class is better. No health care or medical insurance system to cover the full expenses. So need to manage health insurance with to cover the all risks and expenses as system of western countries like America, Canada, and Australia etc. Civil Service Hospital has established in Kathmandu only, so not easy to come there from all over the Nepal. so it has needed to manage this type of hospital operate in different region is highly recommended. Civil Service Hospital should be made free to all civil service personnel's and their family like as an Army Hospital and police Hospital in Nepal. If all expenses of sickness is beared by the government or covered by insurance, then they have no any burden about the sickness, then they feel secure in their life. Finally, sickness benefits is a component of Social Security benefits, which plays a vital role to motivate the government employees in their job. Maternity: Civil Servants response to the maternity benefit is in three aspects. One is leave of maternity leave and maternity care leave. Second one is maternity care allowances and all expenses in between the maternity period and last one is child care. Most of them suggested for 6 months paid leave and other 6 months unpaid maternity leave for the provision of breast feeding uses and mother is looking after her child is as a right of infants. Maternity care leave is not sufficient and better to extent one month to care his child and his wife as his social re-sponsibility to care them. Maternity care allowances should be increase to maintain the nutri-tion's foods for mother and children. Government should bear the all hospital ex-penses/charges/bills and medicine as well as a prescription or totally free for the hospital ser-vice and medicines also. Government should provide all kinds of facilities for maternity care and manage the free child care center facilities in their office area. All expenses of maternity benefits is beared by the government, then they feel secure happy in their life. Finally, we can say maternity benefits are one of the components of Social Security benefits, which plays a vital role to motivate the government employees in their job. Provident Fund: Provident fund benefit is in four aspects. First one is contribution percen-tage of salary, second one is responsible authority to the contribution, third one is facilities provided by EPF, and last fourth one is appropriate policy for the utilization of contribution. Existing contribution percentage of salary is 10% from employee is not sufficient, 10% of salary is very little. Some respondents suggested as a voluntary contribution option is also better as employees choice. Presently employee and employeers only responsible authority to contribute the provident fund amount. Government, employer and employee (3-tier) are re-sponsible authority to contribute the provident fund amount for the employee. Facilities pro-vided by EPF is that, Employes provident fund has manage the some of the facilities for the contributors, like as 90% special Loan, House loan amount up to 120 month’s basic salary; education loan amount up to Rs 9,00,000  within the country and Rs. 12,00,000 in abord. Similarly revolving Loan can be taken maximum upper limit is Rs. 20,0000 . Other facilities like as accidental compensation up to Rs 100000 and Rs 25,000 as a funeral grants etc. They are not fully satisfied from the above facilities and they are suggested to increase the amount of all loan and other facilities. Because of the market price and inflation. Provident fund is a retirement fund, so it should be saving for the future and taking after retirement. Present time is also important in our life and need money time to time. So it will be the better policy to utilization of provident fund amount as 50% within a service period and 50% for the after retirement. Retirement fund helped to maintain their life after retirement. Provident fund can be help to feel secure and happy in their retired life. Finally, we can say provident fund bene-fits are one of the components of Social Security benefits, which plays a role to motivate the employees. Pension : Pension benefit is in three aspects. First one is calculation method of pension and its value, second one is pensions for the dependent in terms of period and value, and last one is maintaining the daily expenses and living standard in retired life. existing calculation method and its value is not sufficient to maintain their daily expenses. pension period and pension amount for their dependents, is that government should taking responsibility and provide them up to life time with 100% amount of pension of his/her spouse. Respondent's view on the maintaining the daily expenses and living standard in retired life is that, present pension amount is very little due to the inflation and market rate. Livelihood becoming more expensive. After retirement pension is only a source of income for retired employee or dependent of his/her. So it should be manage or increase as a price level to maintaining daily life. Due to the market condition of present situations no one can maintain their normal living standard from present pension amount. Pension fund helped to maintain their life after retirement with feeling secure and happy in their retired life. Finally, we can say pension fund benefits are one of the components of Social Security benefits, which plays a role to motivate the employees.

5.4   Suggestion for Further Study The present study has focused on social security benefits and role to motivate the Nepalese civil servants based on the identified four factors as independent variables namely: (a) sick-ness benefit (b) maternity benefit (c) provident fund and (d) pension benefits. his study does not provide the comprehensive analysis on all aspects and factors related with social security benefits and motivational level but it may suggest the areas for further study in social security benefits and its role to motivation in several aspects, some of which could be; •	Policy level issues related with social security benefits and employees motivation ; •	Its status in government agencies and private sector; •	The role of employees to enhance the performance of organization due to the social securi-ty benefits and its motivational level.