The Relationship Between Job Satisfaction And Secretaries’ Performance (A Case Study Of Ughelli South Local Government Council, Otu-Jeremi, Delta State)

Project and Seminar Material for Office Technology and Management (OTM)

Project and Seminar Material for Office Technology and Management (OTM)


Abstract


The major purpose of this study was to examine the relationship between job satisfaction and secretaries’ performance. The design of the study was a survey research. The population consisted of 25 secretaries of Ughelli South Local Government council, Otu-Jeremi.

Mean score was used to analyze the 29 items questionnaire used for this research work. The major findings of the study were that the secretaries are not given privilege to make contributions and take decisions on matters affecting the organization on behalf of their boss, and they are not appreciated and recognized by their boss and colleague, therefore, lead to job dissatisfaction.

The high point of the findings shown that the relationship between job satisfaction and secretaries’ performance is cordial as it revealed that if secretaries are satisfied, they will be committed to their job, and this will improve their productivity. To make this possible, it was recommended, among other things, that employers of labour should endeavour to better the conditions in which their secretaries work.


Table of Contents


Preliminary Page(s)

  • Title
  • Approval page
  • Certification
  • Dedication
  • Acknowledgement
  • Table of contents
  • Abstract

Chapter One

1.0 Introduction

  • 1.1 Background of the Study
  • 1.2 Statement of the Problem
  • 1.3 Purpose of the Study
  • 1.4 Research Questions
  • 1.5 Significance of the Study
  • 1.6 Scope of the Study

Chapter Two

2.0 Review Of Related Literature

  • 2.1 Attitude of Employers toward Job Satisfaction
  • 2.2 The Need for Job Satisfaction
  • 2.3 Perceptions of Secretaries about Job Satisfaction
  • 2.4 Effects of Job Satisfaction and Job Dissatisfaction
  • 2.5 Factors enhancing Job Satisfaction
  • 2.6 Summary of the Literature Reviewed

Chapter Three

3.0 Methodology

  • 3.1 Design of the Study
  • 3.2 Area of the Study
  • 3.3 Population of the Study
  • 3.4 Sample and Sampling Techniques
  • 3.5 Method of Data Collection
  • 3.6 Questionnaire Administration and Retrieval
  • 3.7 Method of Data Analysis

Chapter Four

4.0 Presentation And Analysis Of Data

  • 4.1 Analysis of Data
  • 4.2 Discussion of Findings

Chapter Five

5.0 Summary, Conclusions And Recommendations

  • 5.1 Summary
  • 5.2 Conclusions
  • 5.3 Summary of Findings
  • 5.4 Limitation of the Study
  • 5.5 Recommendations
  • 5.6 Suggestions for further Study
  • References
  • Appendixes

Chapter One


Introduction

1.1 Background of the Study

The relationship between job satisfaction and secretaries’ performance is very imperative to the well being of any organization. The problem of job satisfaction has been a great concern to employers of labor and employees alike. In regard to this, Pamela, Stephen and Patricia, (1995), see job satisfaction as the degree to which individuals feel positively of negatively about their job. Secretaries hold important positions in an organization; as a result, they are viewed as the medium by which organizational goals are realized. Without them, an organization cannot function effectively and successfully. The effective performance of the secretary is dependent on the level of his satisfaction on the job. Hence, there is the need for job satisfaction among secretaries.

The role employers of labor have to play in any organization in order to ensure, maintain and improve job satisfaction is very important. Many employers of labor ignore the positive relationship between job satisfaction and the performance of their secretaries in the office.

Some organizations or employers of labor ignore the positive relationship between job satisfaction and the performance of their secretaries in the office. Some organization or employers of labor are doing this intentionally because they feel that resources require to put in place job satisfaction are too expensive an detrimental to the well being of the organization.

They therefore, claim that there is no resources to acquire such facilities that can improve job satisfaction and to afford the payment of some bonuses, allowances or fringe benefits which are believed will give job satisfaction to the secretary.

However, the important role the secretary plays in any organization necessitates the need for job satisfaction. In fact, employers or organizations are under obligation to make sure that their secretaries are satisfies. Cole, (1986), sees the need for job satisfaction and comments that people report of their satisfaction with their jobs are directly related to the extent to which their jobs provides them with such things as rewards, outcome as pay, variety in stimulation, consideration from supervisor, a high rate of promotion, close interaction with co-workers, an opportunity to influence decisions and control their pace of work.

This assertion explains the common saying, “a happy man, is a productive man”. When secretaries are satisfied and their morale is high, the organization benefits in many ways. For one thing, satisfied secretaries are committed and loyal; they are more likely to work harder to make useful contributions to the organization. They are more likely to come to work everyday and remain with the organization.

Moreover, job dissatisfaction has negative effects in an organization. Just as the rewards of high workers satisfaction are great, so also are the disadvantages of job dissatisfaction. It poses bad effects on the organization if secretaries are not satisfied with their job. That is why secretaries who are not experiencing job satisfaction cannot give their best to the organizations in which they are working.

There are certain factors that are assumed to make secretaries dissatisfied with their job. Among them are: unfavorable condition of service, denial of fringe benefits, lack of promotional opportunities, job insecurity, inadequate salary, poor personal relationship with supervisor and colleagues, etc. If these factors are experienced by secretaries, it is believed that they cannot give the organization their best. It will make them to best. It will make them to be unfaithful in their jobs, and they will not be committed. This in turn adversely affects organizational goals and prospects.

However, it is well know that the development of the economy requires a proportionate growth in qualitative human resources as well as a sound educational system. Knowing what to do, and doing it effectively, make workers to be satisfied in their job. As far as it is not very easy to achieve a high productivity level among secretaries because of lack of job satisfaction, Hellriegel, Slocum, and Woodman, (1998), has this to say, “Employers of labor must ensure they put five specific aspects of person’s job into consideration.

These are: pay, promotion, supervision, the work itself and the relationship with co-workers”. In addition, a good condition of service, societal recognition, allowances, the rights to contribute in decision making, make them feel their work is meaningful. If these factors are put into practice in an organization, it is strongly believed that is will increase secretaries’ job satisfaction and therefore, enhance their performance.


1.2 Statement of the Problems

The vital roles which secretaries usually play in an organizations call for employers of labor to understand the relationship between job satisfaction and secretaries’ performance because this will make the organization or employer of labor to know how paramount it is to achieve job satisfaction. It is job satisfaction that makes secretaries fell they are part of the organization.

However, there are some problems that are believed militating against job satisfaction of secretaries in many organizations. The inability of employers to understand the relationship between job satisfaction and secretaries’ performance, employers’ insensitivity to job satisfaction, are some of the assumed problems affecting secretaries’ job satisfaction in organizations.


1.3 Purpose of the Study

The major purpose of this study was to examine the relationship between job satisfaction and secretaries’ performance. Specifically, the study will attempts to:

  1. Identify the various attitudes of secretaries towards job satisfaction of secretaries.
  2. Examine the need for job satisfaction among secretaries
  3. Assess the perception of secretaries about job satisfaction in organizations.
  4. Examine the effect of job satisfaction and job dissatisfaction on secretaries’ performance.
  5. Find out what must be done to increase secretaries’ job satisfaction.

1.4 Research Questions

The study answered the following questions:

  1. What are the various attitudes develop by employers towards job satisfaction of secretaries.
  2. Is there any need for job satisfaction among secretaries in organizations?
  3. What are the feelings of secretaries about their job satisfaction in organization?
  4. What are the effects of job satisfaction and job dissatisfaction among secretaries in organizations?
  5. What strategies can be put in place by organizations to enhance job satisfaction of secretaries?

1.5 Significance of the Study

It is believed that this research work on the relationship between job satisfaction and secretaries’ performance will be of paramount importance to employers of labor in organizations by putting into practice the findings of the study.

Obviously, if the findings are implemented, management in organizations will be acquainted with the possible ways of increasing and maintaining job satisfaction among secretaries, and help them correct certain practices.


1.6 Scope of the Study

This research work on, “the relationship between job satisfaction and secretaries’ performance”, was delimited to Ughelli South Local Government Council, Otu-Jeremi, Delta State. It was concentrated on the need for job satisfaction, feelings of secretaries toward their job satisfaction, effects of job dissatisfaction among secretaries and what must be done to increase secretaries’ job satisfaction.


Chapter Five


Summary, Conclusions and Recommendations

5.1 Summary

The study examined the relationship between job satisfaction and secretaries’ performance. To do this, five research questions in line with the topic were raised as listed below:

  1. What are the various attitudes develop by employers towards job satisfaction of secretaries?
  2. What is the need for job satisfaction among secretaries in organizations?
  3. What are the perceptions of secretaries about job satisfactions?
  4. What are the effects of job satisfaction and job dissatisfaction
  5. What strategies can be put in place by organizations to enhance job satisfaction of secretaries?

To answer above questions, a 29 item questionnaire which was grouped into 6 tables for the purpose of analysis of the data, and given to 25 secretaries of Ughelli South Local Government Council, Otu-Jeremi, Delta State, who were the respondents to fill, and the questionnaires were retrieved. The data obtained through the questionnaire were put into tables and analyzed by using descriptive statistics, such as mean score, tables and figure.


5.2 Conclusions

From the findings of this of this study, it is concluded that there is a cordial relationship between job satisfaction and secretaries’ performance. It is made known therefore, that when the secretaries are satisfied, they will be committed to their job and this will eventually lead to a high productivity and performance.

Job satisfaction and secretaries’ performance are working together. Organizations that want to succeed cannot over look her secretaries’ satisfaction because the success and failure of the organization depend solely on this. The organization should make sure that her secretaries are enjoying their jobs not enduring the job.


5.3 Summary of findings

Based on the data analyzed, the researcher found out that a lot still has to be done by employers of labor to improve job satisfaction. The major among them is the bad attitude of employers towards job satisfaction. They should change their attitude in order for them to embrace the important of job satisfaction.

Specifically, the researcher discovered that such factors as non-payment of allowance, lack of commendations, withholding of privilege to make contributions and take decision, and inability of employers to recognize the cordial relationship between job satisfaction and secretaries’ performance are some of the factors militating against the secretary job satisfaction.


5.4 Recommendations

Based on the results of this study, the following recommendations are made:

  1. Employers of labor should endeavor to better the contributions in which secretaries’ work.
  2. Employers or boss should make sure that there is good personal relationship between him and his secretaries.
  3. Employers of labor should accord the secretaries the privilege to contribute in decision-making affecting their job, hence, they will develop sense of belonging and lead to job satisfaction.
  4. Promotion, allowances, training, seminars, etc should be given to the secretaries as a basic for motivation and job satisfaction

5.5 Suggestion for Further Study

It is suggested that:

  1. A Study should be conducted to examine the extent in which lack of job satisfaction of secretary can affects the development of organization.
  2. A further study on job satisfaction should be conducted in private establishments to compare this with that of the public sectors.

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