WhatsApp or SMS: 07087083227
Click here to Get The Complete Research Project Chapter 1-5

Full Project – Employee job satisfaction and organizational productivity in the private sector, Rivers State

Click here to Get this Complete Project Chapter 1-5

Chapter One

INTRODUCTION

1.1 Background of the Study

Researches indicate that satisfied employees are the major asset and source of successful achievement on organizational short and long term objectives Employee satisfaction plays a significant role in defining organizational success. It is necessary to understand as to how employees can be kept satisfied and motivated to achieve out of the ordinary results There is the need to create work environments that encourage employees to give quality response employee’s need Satisfied employees generate customer satisfaction by excellence in performance that leads to organizational success thus resulting in improved financial success.

Employee job satisfaction is considered weighty when it comes to defining organizational success. Employee’s satisfaction is central concern particularly in the service industry. Need to enhance employee satisfaction is critical because it is a key to business success of any organization. Employee satisfaction has come under limelight due to stiff competition where organizations are flying to carve competitive advantage through the human factor. For that matter employee satisfaction, loyalty and volunteerism are required especially for those employees who serve on front to lines from employees’ perspective, conducive working atmosphere coupled with incentives like salary and frequent trainings focused the employee to work with dedication to uplift the organization, which is reflected clearly by the satisfaction level of customers.

Employee job satisfaction is closely related to service quality which is then related to organizations profitability. It plays considerable role in enhancing the firm profitability and improving operational performance of organization and quality of goods mid services.

Employee satisfaction is an important job organization. It is also effective way of satisfying them. When employee is given employee empowerment then it leads to job satisfaction. Therefore, it is necessary to maintain job satisfaction so that the employee can be motivated. In studying job satisfaction, job rotation work method, problem solving and goal setting are important factors- to consider arid job satisfaction is also influenced by employee’s age, marital status and work experience.

The distinction of individual’s employment characteristics may influence how employees feel, about their work.

Environment and the relationship between employee satisfaction and financial performance may not be easily perceptible due to the fact that it is reconciled by employee satisfaction Employee motivation/satisfaction plays a vital role in bringing about energizing employees to commit their time and efforts to the organization. It plays a central role in any manager job. Since management involves getting an organization objectives achieved through the cooperation of people keeping their morale high is central to securing their commitment and love to do more.

Nancy and mine (2014) on assessing organizational performance in terms of ‘effectiveness’ in achieving their mission, purpose or goals. Satisfaction is a psychological process that gives behavior, purpose and direction. Internal or external factors stimulate desire and energy in people to be continually interested in and committed to his job.

1.2 Statement of the Problem

Employee job satisfaction is essential to the success of any business. Thus keeping employees’ satisfied with their career should be a major priority for every employer while this is a well-known fact in management practices, economic downturns seem to cause employers’ to ignore it. There are numerous reasons why employees can become discouraged with their jobs. These include high job stress, lack of communication within the company, lack of recognition, limited opportunity for growth and lack of motivation. Management should actively seek to improve these factors. Employers that are deemed unethical by their worker may be viewed as such because they appear to care exclusively about company revenue, rather than the employees that are working for; them. This perception of an employer may lead to job dissatisfaction. Employee satisfaction may also be hampered where the work environment fails to have any flexibility or any source of amusement for the employees. Kaye & Evan, (1999) as cited in Kristen (2010).

Employees want to know that their employer recognize their achievement in the work place. They need to feel appreciated as workers and as people, Branharn (2005) as cited in Kristen,(2010) often companies becomes more focused of production and revenues, rather than with their own employees. This makes the employee to feel uncomfortable in the place of work, rather than encouraged to achieve more. If an employee fails to see a future with the organization, why would they work to produce results? Employees who work well to support the organization may not be compensated for their efforts. This compensation disparity leads to employee dissatisfaction because eventually the hard worker will notice that the compensation is not fairly done.

Dangote employees have been expressing dissatisfaction on expressing dissatisfaction on their jobs and it has reduced their pace at work in recent times (Ekundayo, 1994) since this is tile case, it means that Dangote operating in Port Harcourt have not adequately satisfied their employees. In response to this problem, this study investigated the extent to which employees’ job satisfaction affected organizational goal and possibly proffer solution to the existing problem.

1.3 Conceptual Framework

Fig 1.1

Source: Researcher’s Desk, 2021

1.4 Objective of the Study

The main objective of the study is to examine the relationship between satisfaction and organizational productivity wit focus on Dangote Cement. The specific objectives of the study includes.

To determine the relationship between workplace environment and organizational performance
To ascertain the relationship between employee recognition and organizational performance
To determine the relationship between personal growth and organizational performance

1.5 Research Questions

The main research questions of this work are:

What is the relationship between workplace environment and organizational performance?
What is the relationship between employee recognition and organizational performance?
What is the relationship between personal growth and organizational performance?

1.6 Research Hypotheses

The following null hypotheses are hereby formulated for thjs study;

Ho₁: There is no significant relationship between workplace environment and organizational performance

Ho₂: There is no significant relationship between employee recognition and organizational performance

Ho₃: There is no significant relationship between personal growth and organizational performance

5.7 Significance of the Study

The findings of this study are expected to be of great benefit to managers in the oil industries, the academic, government and the society at large.

The managers in the public sector will find this study very useful towards developing and implementing key solutions to job satisfaction problems. This study could also be useful to potential managers and investors in the public sector wishing to manager productivity and employee job satisfaction so as to improve state holders well being.

The academia could also benefit from the findings of this research work, by adding further empirical and theoretical insights into job satisfaction issues, which have expanded theoretical scope, and provided more empirical work for reference

The government will find this study very useful in developing regulatory framework, and making decisions that will sustain such a dynamic industry.

1.8 Scope of the Study

The scope of this study covers three basic area namely; content (domain), geographical scope and survey scope.

Content Scope: This research study on job satisfaction with its dimensions (workplace environment, employee recognition and personal growth) and organizational performance.

Geographical Scope: This study will cover only public sector located in Port Harcourt, Rivers State.

Unit of Analysis: The unit of analysis for this research will be the employees or staff of the public sector.

1.9 Limitations of the Study

This study is based on job satisfaction anci organizational productivity of public sector in Rivers State. However, there were a lot of constraints during the research, the geographical scope of the study was only within Port Harcourt which is a real constraint as to getting an exact statistics and information on this work due to the wide, vast knowledge and in-depth literature on this subjects one public sector will be selected to enable the researcher collect data within the specific time.

Also the bias of respondents ‘create further limitation in the use of some responses. In view of the, implications of these problems committed attempts were made to mitigate their negative impacts on the quality of this work.

1.10 Operational Definition of Terms

Job Satisfaction: This refers to the employees need to have fulfillment from their jobs.

Workplace Environment: This refers to the physical job conditions that motivate employees towards job accomplishment.

Employees Recognition: This refers to the honour and acknowledgement given to employee.

Organizational Performance: This refers to a group of individual working in a particular place for the achievement of a set of assigned tasks or goal.

Personal Growth: This refers to a subset of personality development that related to the process of becoming better in a personally meaningful way

1.11. Organizational Profile of Dangote Cement

Dangote Cement is a subsidiary of Dangote Industries, which was founded by Aliko Dangote in 1981 as a trading business with an initial focus on importation of bagged cement and other commodities such as rice, sugar, flour, salt and fish.

Over time, the Group began to import bulk cement into the Apapa and Port Harcourt terminals, which it then bagged for distribution. Through the 1990s, the Group made a strategic de decision to transition from a trading based business into a fully-fledged integrated manufacturing operation. This is where our ambitious plan to become Africa’s leading Cement producer began.

Get the Complete Project

This is a premium project material and the complete research project plus questionnaires and references can be gotten at an affordable rate of N3,000 for Nigerian clients and $8 for international clients.

Click here to Get this Complete Project Chapter 1-5

You can also check other Research Project here:

Full Project – Employee job satisfaction and organizational productivity in the private sector, Rivers State

Click here to Get The Complete Research Project Chapter 1-5

Full Project – Employee job satisfaction and organizational productivity in the private sector, Rivers State

Full Project – Employee job satisfaction and organizational productivity in the private sector, Rivers State

Related Posts