Effect Of Employee Job Satisfaction On Organizational Productivity

Project and Seminar material for Public Administration

Abstract

It is pertinent to emphasis that a worker reaction at work helps to determine the output level of the organization.
This is why the author spent time to study the extent of organizational productivity vis-à-vis the satisfaction derived by worker satisfied his effort will increase and the organizational output will equally rise a dissatisfied is likely to fall short of standard.

Therefore the researchers concentrated on these motivational factors, which entered the output of organization. The study revealed those motivational factors analyzed them and made some recommendation that if correctly implement will improve the condition of worker and enhance increase in organizational productivity in Nigeria.

Chapter One

Introduction

1.1 The Background of the Study

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.

More so how secured are jobs in the hands of employee in the public and private sector. Is there anything like job security these day? Experience and observations have been witnessed mass retrenchment in all the sector of economy.

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 integrates their corporate objective with the individual workers.
The moment workers objective colieded 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 are 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

In the course of this work the researcher identify some key factors that will help identify the effect of employees job satisfaction on organizational productivity in union bank Nigeria Plc. Enugu.

To find out if the existence of job satisfaction the selected organization effects the organizational productivity.
To discover if there is any force in workers ability towards the organizational productivity.
To find out if management of various selected industry, have in any contribution to the plight of workers ineffectiveness in job satisfaction.

Therefore the researcher will center on the above identified problems and other factor, which might be discovered in the course of the investigation based on the effect of employees job satisfaction on organizational productivity view to identifying issues and prospect as the affects.

Provision of welfare
In consistency, in pigment of workers salarics
Workers attitudes to work.
Wages and salaries administration
Promotional policy in selected industry
Features and prospects in encouraging workers.

More so, high lighten suggestion for general existing policies and amendment of existing policies and regulation where the needs arise. This will enhance mutual understanding and peaceful co-existance between management and workers of the organization.

1.3 The Purpose of the Study

These study is designed to investigate the effect of employees job satisfaction on organizational productivity in the selected business enterprise in Enugu with view to identifying issues and prospect as the affects.

Provision of welfare
In consistency, in payment of workers salaries
Workers attitudes to work
Wages and salaries administration
Promotional policy in selected industry
Features and prospects in encouraging workers.

More so, high lighten suggestion for general existing policies and amendment of existing polieres and regulation where the needs arise. This will enhance mutual understanding and peaceful co-existance between management and the workers of the organization.’

1.4 Research Question

It is the objective of this study to know if:

Whether the workers are attracted in the company
Workers are happy working with their company.
The effects of workers are will recognized and rewarded.
Whether workers are well paid by company.
How banks staff and customers relate to one another.

1.5 Significance of the Study

The findings from the study serves 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 assit 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.

1.6 The Scope of the Study

This study was limited to three selected business enterprise in Enugu North Local Government Area of Enugu state, to make researchers work easier to coordinate.

These selected industry are as follows

Service industry
Banking industry
Production industry.

There are many motivational tools available in satisfying human being of various categories, in most establishment, but this study entirely based on studying those satisfaction that directly related to job satisfaction.

1.7 The Definition of Important Terms

1. Output

The finished products production

2. Input

The material composition finished product.

3. Paradoxical

The result, that is the opposite of expectation.

4. Psychological life

The driver in human life

5. Drive

The motivational to act or carry out an action.

6. Emotion

The inward feelings for outward observation.

7. Job satisfaction

The total body of felling that an individual has about his job. These feelings inverted in effect, weighing the sum total of influence of job.

8. Job dissatisfied

When those some total of influence on job are non existence .

9. Ethic

The professional rules or code of doing job/.

10. Delima

The crucial state of incident

11. Corporate objective

The company set goal.

12. mirage

The deserving aspect of something

13. Bifurcation of objective

When the corporate objective conflict with the workers objectives.

14. Conceptualized

This means the imagine and visualized the presence of something in presence.

15. Circulation flow

This means continuous movement.

16. Interesting

The job or satisfaction and desire from doing something he likes.

Chapter Five

Summary, Conclusions and Recommendations:

5.1 Introduction

This chapter summarizes the findings into the effect of employee job satisfaction on organizational productivity using selected industries in Enugu North Local Government Area of Enugu state as case study. The chapter consists of summary of the study, conclusions, and recommendations.

5.2 Summary of the Study

In this study, our focus was to examine the effect of employee job satisfaction on organizational productivity using selected industries in Enugu North Local Government Area of Enugu state as case study. The study specifically was aimed atidentifying issues and prospect as relates to provision of welfare, inconsistencyin payment of workers salaries, workers attitudes to work, wages and salaries administration, promotional policy in selected industry, features and prospects in encouraging workers.

The study adopted the survey research design and randomly enrolled participants in the study. A total of 100 responses were validated from the enrolled participants where all respondents are staff of selected industries in Enugu North Local Government Area of Enugu state.

5.3 Conclusions

Job satisfactions are desirable needed by employees to perform at peak levels. Employees who are satisfied are more likely to be settled at work,and are also likely to be more committed in helping inachievement of organizational goal. The factors that lead to job satisfaction among employees includes: higher pay, recognition, good work environment, challenging and fulfilling work and relationship with supervisors and co-workers, among others.

However with respect to the findings of this study, the researcher made the following conclusion.

The examined employees are attracted to their company
The employees are also happy working with their company
The respective industries do recognize and reward the efforts of the employees
The employees are well paid in the respective orgnizations
Bank staff relates politely and mutually with customers.
Job satisfaction produces an increase in employees output.
Organizations do benefit from employees job satisfaction as it increases the performance and productivity of employees, get staff more dedicated, loyalty and obedience to employer and also enable the achievement of established goal.

5.4 Recommendations

In regard to the findings of the study, the researcher recommended that;

Management should device, formulate and implement compensation strategy in order to enhance the attainment of overall organizational goals and its performance with a view of getting the best contributive and supportive effects from organizational workers through higher staff satisfaction.

Both management and satisfied staff should be made to understand the objectives contained in the compensation strategy so that unintentional and subjective motives can be played down on while trying to enhance the common objective strategically.

Managers should be interested in their employees attitudes because attitudes gives warnings of potential problems and because they influence behavior.

Managers should raise employee satisfaction by focusing on the intrinsic and extrinsic parts of the job, such as making the work challenging and interesting, and also high and equitable pay in order to keep the employees motivated and committed to drive organizations vision and goals domain.

An unmotivated employee hardly commits serious effort towards achievement of organizational goals and objectives. Management should therefore put in place structures that enhance employees’ job satisfaction in order to induce positive commitment.

Managers should know that creating a satisfied workforce is hardly a guarantee of successful organizational performance. Therefore, effort should be made to position the organization to take an advantage of opportunities that abound of that rises in the environment through effective environmental scanning, and effective corporate planning.

Management should also focus on all facets of job satisfaction and not only on any one factor in order to enhance the employee performance in the organization.