THE EFFECT OF JOB SATISFACTION ON EMPLOYEES’ PRODUCTIVITY (A CASE STUDY OF UNION BANK NIGERIA PLC, AKPAKPAVA BRANCH)
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THE EFFECT OF JOB
SATISFACTION ON EMPLOYEES’ PRODUCTIVITY (A CASE STUDY OF UNION BANK NIGERIA
PLC, AKPAKPAVA BRANCH)
ABSTRACT
The objective of this research is to investigate the effect
of job satisfaction on employees’ productivity. Job satisfaction describes how
content an individual is with his or her job. It is a relatively recent term
since in previous centuries the jobs available to a particular person were
often predetermined by the occupation of that person’s parent. There are a
variety of factors that can influence a person’s level of job satisfaction.
Some of these factors include the level of pay and benefits, the perceived
fairness of the promotion system within a company, the quality of the working
conditions, leadership and social relationships, the job itself (the variety of
tasks involved, the interest and challenge the job generates, and the clarity
of the job description/requirements).The happier people are within their job,
the more satisfied they are said to be. Job satisfaction is not the same as
motivation, although it is clearly linked. Job design aims to enhance job
satisfaction and performance methods include job rotation, job enlargement and
job enrichment. Other influences on satisfaction include the management style
and culture, employee involvement, empowerment and autonomous workgroups. Job
satisfaction is a very important attributes which is frequently measured by
organizations. The research recommends that the best way of measurement should
be the use of rating scales where employees report their reactions to their
jobs. Questions relating to pay, work responsibilities, variety of tasks,
promotional opportunities, work itself, relationship between workers
organization were asked.
TABLE OF CONTENTS
Cover Page i
Title Page
ii
Certification
iii
Dedication
iv
Acknowledgments
v
Abstract vii
Table of contents
viii
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study 1
1.2 Statement of the problem
4
1.3 Objectives of the Study
4
1.4 Research Questions 5
1.5 Statement of Hypothesis
6
1.6 Significance of the study
6
1.7 The scope of the study
6
1.8 Limitations of the Study
7
1.9 Definition of Terms
7
CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction
8
2.2 Concept of job satisfaction
8
2.3 Job environment and job satisfaction
9
2.4 Job commitment and job satisfaction
10
2.5 Models of job satisfaction 11
2.6 The impact of dissatisfaction of workers in an
organization 15
2.7 Steps to improve employee satisfaction 16
2.8 Motivation theories and their implications for
managers 18
2.9 Vroom expectancy theory
19
2.10 Abraham Maslow
theory of human motivation 21
2.11 Models of a job
satisfaction affect theory 22
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Introduction
24
3.2 Area of the Study
24
3.3 Population of the Study 24
3.4 Sampling Size and Techniques
25
3.5 Source of Data Collection
26
3.6 Tools for Data Collection 27
3.7 Validity and Reliability of the Study 27
CHAPTER FOUR
DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.1 Introduction 28
4.2 Data Presentation and Analysis
28
4.3 Research Questions
29
4.4 Testing of Hypotheses 31
CHAPTER FIVE
SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSION
5.1 Summary of Findings
35
5.2 Conclusion 36
5.3 Recommendation
37
Reference
38
Appendix
40
Questionnaire
41
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Job dissatisfaction among workers has been a bone of
contention and most researched variable among management and human resource
researchers (Dhammika, Ahmad, & Sam, 2001). The world is a global village,
job seekers expect to be engaged in an organization that provide adequate work
environment, free of environmental hazards, well ventilated, and secured
thereby leading to job satisfaction. Essentially, researchers in the fields of
organizational behaviour and management opined that the conceptual framework of
the phenomena (satisfaction) is complex, indescribable and mythical (Malik,
2011). It has been argued that organizations cannot be at their best until
workers are committed to the organizational goals and objectives (Dixit and
Bhati, 2012). However, the degree to which workers are satisfied with their
jobs vary and subject to factors such as job environment, work hours and
schedules, reward system, (Osibanjo, Abiodun, and Fadugba, 2012). In other
words, workers’ commitment can be described as a function of job satisfaction,
which implies that workers could be committed in delivering their services when
they are satisfied with their jobs and this may be influenced by job
environment. Job environment include workers’ immediate vicinity where they
carry out their assignments (Chapins, 1995); achieve management perceived and
expected results (Shikdar, 2002, Mike, 2010). Job environment entails some
basic features that tend to make workers satisfy on their job amongst which
include; easy accessibility, ventilation, ergonomic furniture, cooling system,
(Humphries, 2005; Veitch, Charles, Newsham, Marquardt & Geerts, 2004); and
these have positive impact on workers’ health (Dilani, 2004; Milton, Glencross
& Walters, 2000). With the understanding that job formed an integral part
of workers’ life, it is therefore essential for workers to seek its
satisfaction in order to be able to render their services without reservation,
which tends to increase productivity at both employee and organizational
levels. Job satisfaction as an independent variable can be influenced by other
variables such as wages, benefits, job security, work type, family and so on.
Workers plight in the country today has left many well
meaning Nigeria with many question some of these questions are how to satisfy
our workers in their various establishments.
Job satisfaction describes how content an individual is with
his or her job.
The happier people are
within their job, the more satisfied they are said to be. Job satisfaction is
not the same as motivation, although it is clearly linked. Job design aims to
enhance job satisfaction and performance; methods include job rotation, job
enlargement and job enrichment. Other influences on satisfaction include the
management style and culture, employee involvement, empowerment and autonomous
work groups. Job satisfaction is a very important attribute which is frequently
measured by organizations. The most common way of measurement is the use of
rating scaled where employees report their reactions to their jobs. Questions
relate to rate of pay, work responsibilities, variety of tasks, promotional
opportunity the work itself and co-workers.
Employees have adopted mass retrenchment as only visible
solution to solve the problem.
Obviously the truth is that there is no more job satisfaction
among workers and employer. The reasons
being that unsatisfied feelings and measured nature of their job. In the light of the above circumstance, it
will be very difficult. If not possible
for workers facing the delima to dedicate and committed to their job.
It will be very difficult for such employer to integrate
their corporate objective with the individual workers.
The moment workers objective collided with organizational
objectives this will led to bifurcation of objective.
This term bifurcation of objective is very dangerous in both
productivity and industrial harmony. It
is simply means that workers personal interest is vigorously pursed.
How ever this study is based on the first three human needs
theory propounded by Maslow. These are
the physiological needs, safety needs, esteem need, belonging need of Abraham
Maslow.
It is important to hold a constant factor other than the
nature of work in company device, from hob varying in level of skills and
complexing, since job satisfaction is very greatly in the satisfaction and
degree of commitment.
1.2 STATEMENT OF PROBLEM
Poor job satisfaction coupled with low employee effects
productivity in an organization. Again, we have basic human nature at
workplace. When employees are unhappy, they do not focus well and they do not
pay attention to their tasks. They find hundreds of other things to do that
could give them satisfaction. When one
member of a team displays low productivity, it is only natural for other
members of the team to feel dissatisfied as a result, and their productivity
will begin to decline as well. It is a vicious cycle that is common in most
organizations.
Low job satisfaction also creates high turnover rates with
employees. Sooner or later, the employee is going to quit so that they can find
a job that gives them much satisfaction. Many industries such as banks industry
suffer from high turnover rates and the inability to retain qualified workers.
It is up to small business owners and managers to find a way to increase job
satisfaction, particularly in difficult industries in which the jobs are tough
and the pay is low.
1.3 OBJECTIVE OF THE STUDY
This study is designed to investigate the effect of
employees’ job satisfaction on organizational productivity in the selected
business enterprise in with view to identifying issues and prospect as the
affects.
1. To find out
whether job satisfaction affect employees’ productivity
2. To find out
whether employees’ satisfaction depends on adequate compensation.
3. To find out if there is any relationship
between job satisfaction and employees’ morale.
1.4 RESEARCH QUESTION
It is the objective of this study to know if:
1. Does job
satisfaction affect employees’ productivity?
2. Does employees’
satisfaction depend on adequate compensation?
3. Is there any
relationship between job satisfaction and employees’ morale?
1.5 RESEARCH HYPOTHESIS
HYPOTHESIS I
Ho: Job satisfaction doe not affect employees’ productivity
Hi: Job satisfaction affects employees’ productivity
HYPOTHESIS II
Ho: Employees’ satisfaction does not depend on adequate
compensation.
Hi: Employees’ satisfaction depends on adequate compensation.
HYPOTHESIS III
Ho: There is no relationship between job satisfaction and
employees’ morale.
Hi: There is relationship between job satisfaction and
employees’ morale.
1.6 SIGNIFICANCE OF THE STUDY
The findings from the study serve as a reference for future
researchers who may while wish to explore the subject. This will enable them to
get feedback regarding the effectiveness of the subsequent policy formulation
and planning.
The employee themselves will find this study very useful it
will the need arise. The motivational
tendency of workers to feel that their effort and welfare have been recognized
in an organization.
It will also give the employees the idea of what to expect
the management to do for them and also serve as a guide enabling them set limit
to their unnecessary demands.
The employee will serve the effort of any of the management
and restores sanity to organization productivity. The workers used for the study should not
only be useful at a practical level but all in the theory where it would assist
in propagating knowledge in workers job satisfaction. It would also constitute a useful and
interesting text in library. The study
would also provide a data base for future research work.
1.7 THE SCOPE OF THE STUDY
This study was limited to the effect of job satisfaction on
organizational productivity using Union Bank as a case study. The area
therefore, is Union Bank Plc, Akakpava in which useful data where gather for
the research study.
1.8 LIMITATION OF THE STUDY
There is no gain saying that there are no limitations in
research work generally. Any shortcoming that arises in this study is as a
result of factors which are beyond the researcher’s control.
Therefore, it will be of more importance to highlight certain
militating factors that tend to narrow or limit my scope of study. This project
research would have been easier if not for these limitating factors:
1. Time factor:
time was not on the researchers to consult various sectors of the economy to
review employees or given out questionnaire to various institutions on the
effect of government revenue policies.
As we all know, time is never our friend. The time scheduled
for the completion of this research thesis was too short. As a result,
generating information/data was strenuous as it coincides with final year
examination period, which needed attention.
2. Finance: this
is another barrier that limited the researcher’s work.
3. Available
resources: was unavailable for the research work.
1.9 THE DEFINITION OF TERMS
1. Drive - The
motivational to act or carry out an action.
2. Emotion - The
inward feelings for outward observation.
3. Job
satisfaction - The total body of felling that an individual has about his job.
4. Ethic - The
professional rules or code of doing job.
5. Corporate
objective - the company set goal.
6. Bifurcation of
objective - When the corporate objective conflict with the workers objectives.
7. Conceptualized
- this means the imagination and visualized the presence of something in
presence.
8. Interesting -
The job or satisfaction and desire from doing something he likes.
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