CHAPTER ONE
1.0 Introduction
1.1 Background to 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 Purpose and objectives of the study
The purpose of this study is to help gain more insight about the effect of worker environment which is the purposed to be conducive in order for the workers to carryout their duties effectively.
The objectives of the study are stated as follows:
i. To evaluate the effect of non-availability of productive equipment in the productivity of workers in United Bank of Africa.
ii. To ascertain whether extensive fire precaution facilities and manual in factories can induce the falling of better safety among the workers hence improve productivity.
iii. To determine the effectiveness of health care facilities such as first aid in the factory and clinic on workers productivity.
iv. To look indepth into the extent of impact of workers in an industrial organization like United Bank of Africa.
1.4 Research Question
i. Does provision of health facilities motivates workers to higher productivity?
ii. Does provision of safety facilities in the workplace induce better security and better productivity?
iii. Does motivation of workers affect the in productivity?
iv. Does non-availability of protective equipment affect the productivity of workers of United Bank of Africa
1.5 Research Hypothesis
In this research work, the following set of hypothesis are to be investigated and analysed.
i. H0: Availability of health facilities motivate workers to higher productivity
H1: Availability of health facilities motivate worker to higher productivity
ii. H0: Provision of safety facilities in the workplace does not induce better security and better productivity among United Bank of Africa workers.
H1: Provision of safety facilities in the workplace induce better security and better productivity among United Bank of Africa workers.
iii. H0: Inadequate and inappropriate motivation is not a major factors that affects productivity in United Bank of Africa
H1: Inadequate and inappropriate motivation is not a major factors that affects productivity in United Bank of Africa
1.6 Significance of the Study
This research or study is motivated by the workers low level of productivity in the industrial work place which has immensely contributed to the industrial to perform their allotted task has greatly contributed to the breakdown of many of our industries in Nigeria. However, worker environment is seen as an important factors that is responsible for worker’s productivity. It is when workers are under a conductive atmosphere and given frings benefits such as transportation facilities that will enable us to make some possible solution on these problem and as well improved over industrial sectors and other establishment as a determinant of workers productivity.
1.7 Scope and Limitation of the Study
The scope of the study is limited to United Bank of Africa. The research will be conducted on the workers and workers productivity in an industrial organization like United Bank of Africa. Some of the departments used for the research are; Laboratory, Maintenance human resources and account department that constitute the company. Both male and female workers will be studied. This will enable us to understand how conducive the environment is and how it affect the productivity of the workers in United Bank of Africa (UBA).
The limitation of the study has not been easy task for any encounters in getting the management of United Bank of Africa(UBA) to cooperate in giving necessary approval to carry out this research to the organization based on some reasons best known to them, there was a lot of delay and restriction.
However, with many assurance given to them that the research was mainly and purely for academic purpose and that information collected will be treated in strict confidence and also with the help of the head of maintenance department and some of their managers. I was given the opportunity to carry on with the research.