A need analysis of employees welfare at Ministry of Environment, Forestry and Tourism, Khomas Region – Windhoek

Abstract

One of the key indicators of life at work is the welfare and safety of the employees. Workers are frequently drawn to a certain business not only because of the advertised salary packages but also because of the advantages that come with it. These primary attractions of such individuals into the Organisation will undoubtedly lower morale and the effectiveness of such individuals' performance, which will have an impact on the productivity of the Organisation. Employees get the necessary training on their jobs as well as any safety precautions that may be taken to reduce workplace mishaps. This study intended to investigate the different welfare measures offered by Ministry of Environment, Forestry and Tourism. The study was prompted by the lack of employee’s welfare needs, lack of growth opportunities, lack of communication, lack of confidence in Management, due to low pay (remunerations, benefits, imbalance between performance and reward), due to hostility and the MEFT instability this issue become a big problem to the Ministry. Data were collected through the use of questionnaires. The study adopted a quantitative approach and the population of this study was non-management employees at Ministry of Environment, Tourism and Forestry Head Office. This study used probability sampling in a form of Random cluster sampling selected fifty (50) respondents of whom forty-one (41) respondents participated in this study. Data were analysed using quantitative exploratory data analysis in a form of Microsoft Excel. The research findings have shown that, 23 (56.1%) of the respondents are dissatisfied with the organisation’s employee welfare initiatives. The findings further showed that, there were various welfare measures provided by the Ministry of Environment, Forestry and Tourism. The study concluded that employee welfare is dynamic. The study recommended that, employee welfare measure provide staff with improved physical and mental health and foster a safe working atmosphere, facilities such as accommodation, medical care, and schooling and leisure facilities for the families of staff help raise their living conditions. It is recommended the Ministry should have an employee welfare policy that promotes employee empowerment and recognition, not only for employees but for all Ministry stakeholders as well, so that everyone is aware of what to do, when to do it, and how to go about doing it.