INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The World Health Organization (2002) defines hazard as any channel which constitute as potential damage, harm or adverse health effects on something or an individual under certain conditions. Hazard creates an urgent or emergency situation once it becomes active in the work place. Hazards occur from different sources ranging from a natural process, man-made activity related hazard, deadly forces or retribution (Bello 2010; Kalejaiye 2013). According to Bello (2010), Work-related hazard is the risk associated with the health of an individual in an employment environment. It also known as occupational, material, substance, process or situation that predisposes or itself causes accidents or disease at work place. Workplace hazards are a consequence of “unsafe work conditions” and “unsafe work behaviors” (Kalejaiye, 2013). However, workplace hazards or injuries can be prevented with the application of suitable occupational safety and health services (Igor 1998; WHO 2004). The effect are that employees exhibit unproductive work behavior like absenteeism, violence, indolence and redundancy which in a way affect their productivity and effectiveness. The study seeks to appraise the hazards in the workplace and its effects on staff efficiency; a case study of selected commercial Banks in Maiduguri.
1.2 STATEMENT OF THE PROBLEM
In Nigeria, workplace Hazards has constituted a major phenomenon in recent times following development in various sectors of the economy. Many workers have sustained work-related injuries and diseases which vary from minor irritations to injuries due to high exposure to hazardous) and exploitative working conditions (Kalejaiye, 2013). The number of employees is increasingly being affected by work-related hazards and diseases with the increase of workers employed in factories and construction sites. (Afolabi, Fajemonyomi, Jinadu and Bogunjoko, 1993). The effects are that employees exhibit unproductive work behavior like absenteeism, violence, indolence and redundancy which in a way affect their productivity and effectiveness. The problem confronting the study is to appraise the hazards in the workplace and its effects on staff efficiency; a case study of selected commercial Banks in Maiduguri.
1.3 OBJECTIVES OF THE STUDY
The Main Objective of the study is to appraise the hazards in the workplace and its effects on staff efficiency; a case study of selected commercial Banks in Maiduguri; The specific objectives include:
- To examine the types of hazards witnessed in work places in commercial banks.
- To assess the effects of hazards on workers’ efficiency.
- To investigate the strategies for the reduction of work place hazards in commercial banks.
1.4 RESEARCH QUESTIONS
i. What are the types of hazards witnessed in work places in commercial banks?
ii. What is the effect of hazards on workers’ efficiency?
iii. What are the strategies for the reduction of work place hazards in commercial banks?
1.5 STATEMENT OF THE HYPOTHESIS
Ho1: There is no significant effect of hazards in the work place on staff efficiency.
1.6 SIGNIFICANCE OF THE STUDY
The study proffers an appraisal of the hazards in the workplace and its effects on staff efficiency; a case study of selected commercial Banks in Maiduguri. It provides relevant data for the effective formulation and implementation of policies to enhance the realization of envisaged objective.
1.7 SCOPE OF THE STUDY
The study proffers an appraisal of the hazards in the workplace and its effects on staff efficiency; a case study of selected commercial Banks in Maiduguri.
1.8 LIMITATION OF THE STUDY
The study was confronted with logistics and geographical factors.
1.9 DEFINITION OF TERMS
HAZARD DEFINED
The World Health Organization (2002) defines hazard as any channel which constitute as potential damage, harm or adverse health effects on something or an individual under certain conditions. Hazard creates an urgent or emergency situation once it becomes active in the work place.
HUMAN RESOURCES MANAGEMENT DEFINED
The efficient and effective utilization of human resources to achieve the goals of an organization constitute an essential function of every organisation. This is the human resources management activity. (Opatha 2002). Consequently, the human resources management function seeks to identify and satisfy employee needs as it seeks to attain the goals and objective of the organization.
EMPLOYEE WELFARE DEFINED
employee welfare which is the function of the human resources department constitute all the efforts of management to improve the living standards of individuals or family groups whose income would otherwise fall below a level deemed minimal by policy makers and their constituents. Welfare is the provision of facilities and comforts to employees of an organization to enhance employee living standard.
EMPLOYEE TURNOVER DEFINED
Employee turnover is viewed as the number or percentage of employees who leave a company and are replaced by new employees voluntarily or involuntarily. However, whether an employee resigns or is fired it exacts grave consequences on the organization as it results in loss of productivity, lost revenue and cost of replacement, training and development of new employee.
CERTIFICATION DEFINED
Certification is a process of giving recognition to an individual for passing a prescribed examination.
LICENSURE DEFINED
This is the permission granted an individual to practice a designated professions.
ACCREDITATION DEFINED
The s the granting of right of recognition to an institution program.
EDUCATION DEFINED
