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 personnel 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 personnel 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. Personnel 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.
Personnel 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. Personnel satisfaction is
not the same as motivation, although it is clearly linked. Job design aims
to enhance personnel 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. Personnel 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 personnel 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 dilemma 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 personnel satisfaction is very greatly in
the satisfaction and degree of commitment.
1.2 STATEMENT OF PROBLEM
Poor personnel satisfaction coupled
with low employee affects 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 personnel 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 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 personnel 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
impact of employees’ personnel satisfaction on organizational growth and
development in the selected business enterprise in with view to identifying
issues and prospect as the affects.
1. To
find out whether personnel 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 personnel satisfaction and employees’ morale.
1.4 RESEARCH QUESTION
It is the objective of this study to
know if:
1. Does personnel
satisfaction affect employees’ productivity?
2. Does employees’
satisfaction depend on adequate compensation?
3. Is there any relationship
between personnel satisfaction and employees’ morale?
1.5 RESEARCH HYPOTHESIS
HYPOTHESIS I
Ho: Personnel satisfaction doe not
affect employees’ productivity
Hi: Personnel 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 personnel
satisfaction and employees’ morale.
Hi: There is relationship between personnel
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 impactiveness 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
personnel 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 impact
of personnel satisfaction on organizational growth and development using ANAMMCO
LTD. Eneme, Enugu as a case study. The area therefore, is ANAMMCO LTD. Eneme, Enugu
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 impact 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. Personnel
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.