Below is a brief overview of this Project Work.
Format: MS WORD
| Chapters: 1-5
| Pages: 69
JOB SATISFACTION AND ORGANIZATIONAL EFFECTIVENESS
CHAPTER ONE
1.1 BRIEF INTRODUCTION
The topic “JOB SATISFACTION AND ORGANIZATIONAL EFFECTIVENESS AN APPRAISAL” The success or failure of any organization depends mostly on effectiveness and efficiency with which it carries out its operations. Invariably, Job satisfaction becomes necessary and important for organizational effeteness if the organization wishes to ensure increase in productivity because assumption that a satisfied worker produce more. Weather and Davis (2012) defined job satisfaction as the favorable or unfavorable with which employees view their work. They said it also reflects the degree of need satisfaction derived from the jobs. The fact is that the behavior of one member can have impact directly or indirectly on the behavior of any other person within or outside the organization. Negatively or positively.
However, the total body of feeling that individual has about his or her jobs, it’s involves in effect of the job, the nature of the job, the pay, the promotion prospect and the nature of supervision e.g where the sum total of influence give rise to feeling of satisfaction. Generally, there is need for one to be satisfied with his or her job, but some work are very demanding in terms of time, energy and specialized skill. Some worker e.g lecturers relay go on leave because of balancing the day job and taken crucial decision on customer request so that they won’t delay them. From the above therefore, some basic intrinsic factors are paramount in making use of employees skills training job challenges opportunity to be creative, while the extrinsic satisfaction factor include good salary, allowances promotion prestige due to the job. It should be noted that what makes a job but also on the expectation that individual have of what the job should provide. The economic impotence of job satisfaction and organizational effectiveness to the management cannot be under estimated in area such as productivity, absenteesim and labor turnover. Lack of employee job satisfaction may lead to both mental and physical frustration an organizational effectiveness. The effect of these factors shown in this organization “NIGERIA BOTTLING COMPANY PLC.
1.2 STATEMENT OF PROBLEM
The concept of job satisfaction and organizational effetiveness is physiological in nature. It relates to what operating within an individual employees which makes them to act or not act in certain way. It is pertinent to say that job satisfaction play a vital roles in employee performance and organizational effectiveness management assent that an organization exist practically to make profit but most management fail to integrate the welfare policy of their staff in the overall objectives. In looking at the problems like say how are employees satisfied to remain in one position for years does the organization itself is able to determine the existences of a job satisfaction. Are employees satisfied with their present salary and allowance in the face of present economy and to what extent has the management been able to satisfy his employees and can they do more? This research work is therefore an attempt to turn attention to this kind of problem.
1.3 SCOPE OF STUDY
The scope would be focused specifically on job satisfaction and how organization will use it to their effectiveness. The study would be limited to aforementioned company. It would cover the area of promotion, salary, training incentives leadership and reward for handwork. However, proper diagnosis of labour force which cut across the martial staff e.g. Junior staff will be carried out. To make the study more reliable and valid few management staff will constitute part of the sample study.
1.4 PURPOSE OF STUDY
In achieving the purpose of this research, I intend to look at the areas listed below:
(i) To know what extent has the management been able to satisfy their employees and can they do more.
(ii) To highlight the effect of the job satisfaction off workers on organizational effectiveness.
(iii) To critically examine the prospect and problem of job satisfaction of workers associated with the organizational effectiveness and make useful recommendation.
(iv) To find out at what extent job satisfaction elucidate the effectiveness of organizational productivity.
1.5 DEFINITION OF TERMS
i) JOB SATISFACTION:- an emotional response which represent the degree to which a person like his / her job.
ii) FRUSTRATION:- Feeling of annoyed disappointment.
iii) BOREDOM:- Getting tired by dullness or getting tedious.
iv) ORGANISATIONAL:- An organized group of with a shared purpose.
v) EFFECTIVENESS: Achieving the intended result
vi) APPRAISAL:- Estimate the value or quality of smoothing.
vii) INTRINSIC:- This is the Internal or in built for which energise individual to perform.
viii) EXTRINSIC:- This is the external or in built force which energise individual to perform.
1.6 LIMITATION OF STUDY
As with any research, this study has a number of limitations which must be borne in mind when inrterpreting its findings. First by employing modified measures of some established scales (positive and negative effectively) due to both the time constraints imposed from completing the questionnaire during working hours and the involvement of management and Unions in the Company. Secondly, the survey research design nature of the data caused of inferences. Thirdly, although promotion, adequate pay, motivation are related to job satisfaction, this study did not full focus on other determinant, of job satisfaction such as technology and leadership style. Lastly, data for this study were obtained from one manufacturing company. As a result, the extent to which the reported findings, are generalisable to other institution and other larger organizational. Setting cannot be ascertained.
RESEARCH HYPOTHESES
Ho: Job satisfaction will not have positive relationship on organizational effectiveness.
Hi: Job satisfaction will have positive relationship on organizational effectiveness.
Ho: Boredom of work and dislike for the job is not an indicator of poor organizational effectiveness.
Hi: Boredom of work and dislike for the job is an indicator of poor organizational effectiveness.
Ho: There is no significant relationship between job satisfaction and pleasant work.
Hi:There is significant relationship between job satisfaction and pleasant work.
1.7 HISTORICAL BACKGROUND OF NIGERIA BOTTLING COMPANY PLC
Nigeria Bottling Company Plc is a subsidiary of Leventis Group of Co0mpanies known World wide for its leadership in beverages in more than 155 countries. This history of A. G. Leventis Group in Nigeria dated back to 1953 when Mr. A. G. Leventis stated it in Lagos a branch of the original Ghana Company which had been founded by the late Chief A. G. Leventis. The company expanded in various parts of the country in trading and vehicles sales and services field and in 1951, the Nigeria Bottling Company Limited was established to carry out the bottling of soft drinks.
The company went public in 1972 and it’s quoted on the Nigeria stock exchange with 60 90 of its shares needed by Nigerians. The company has at 30th of December 1994 has 29,992 shareholders with used and paid up share capital of 1,552 million naira. Behind the big name “Coca Cola” was born in him on may 8th 1855. When he started up the frequent ceramel syrup in a brass kettle in his backyard. He carried a jug of his formulation down the street to Jacob’s pharmacy where the same day the product was placed on sales for cents a glass. After his death, Mr. A. CONDLER took over the business in the same year. Mr. FRANK KOBINSON selected the Coca-Cola trade mark and some other advertising materials which Nigeria Bottling Company Plc is still using till today. The standard size 29 centiliters was designed and produced in 1915.
In 1916, also Condler resigned and Charles Howard took over in 1919 Condler family sold Coca-Cola for 25 million dollars. Robert Woodnots took over the business in 1923 and today there are over 1080 bottling plants. In United Stats of America. Presently, there are many thousand of bottling plants all over the world out of which U.S.A is having about 60%. There are more than 36 plants spread all over the West Coast in Africa. The 35 Centiliters size of Coca-cola was introduced in 1992 while FANTA Chapman was introduced in 1994. And 2004 Vanila Coke was introduced.
The following are the plants in Nigeria by bottling company Plc.
CHAPTER ONE
1.1 BRIEF INTRODUCTION
The topic “JOB SATISFACTION AND ORGANIZATIONAL EFFECTIVENESS AN APPRAISAL” The success or failure of any organization depends mostly on effectiveness and efficiency with which it carries out its operations. Invariably, Job satisfaction becomes necessary and important for organizational effeteness if the organization wishes to ensure increase in productivity because assumption that a satisfied worker produce more. Weather and Davis (2012) defined job satisfaction as the favorable or unfavorable with which employees view their work. They said it also reflects the degree of need satisfaction derived from the jobs. The fact is that the behavior of one member can have impact directly or indirectly on the behavior of any other person within or outside the organization. Negatively or positively.
However, the total body of feeling that individual has about his or her jobs, it’s involves in effect of the job, the nature of the job, the pay, the promotion prospect and the nature of supervision e.g where the sum total of influence give rise to feeling of satisfaction. Generally, there is need for one to be satisfied with his or her job, but some work are very demanding in terms of time, energy and specialized skill. Some worker e.g lecturers relay go on leave because of balancing the day job and taken crucial decision on customer request so that they won’t delay them. From the above therefore, some basic intrinsic factors are paramount in making use of employees skills training job challenges opportunity to be creative, while the extrinsic satisfaction factor include good salary, allowances promotion prestige due to the job. It should be noted that what makes a job but also on the expectation that individual have of what the job should provide. The economic impotence of job satisfaction and organizational effectiveness to the management cannot be under estimated in area such as productivity, absenteesim and labor turnover. Lack of employee job satisfaction may lead to both mental and physical frustration an organizational effectiveness. The effect of these factors shown in this organization “NIGERIA BOTTLING COMPANY PLC.
1.2 STATEMENT OF PROBLEM
The concept of job satisfaction and organizational effetiveness is physiological in nature. It relates to what operating within an individual employees which makes them to act or not act in certain way. It is pertinent to say that job satisfaction play a vital roles in employee performance and organizational effectiveness management assent that an organization exist practically to make profit but most management fail to integrate the welfare policy of their staff in the overall objectives. In looking at the problems like say how are employees satisfied to remain in one position for years does the organization itself is able to determine the existences of a job satisfaction. Are employees satisfied with their present salary and allowance in the face of present economy and to what extent has the management been able to satisfy his employees and can they do more? This research work is therefore an attempt to turn attention to this kind of problem.
1.3 SCOPE OF STUDY
The scope would be focused specifically on job satisfaction and how organization will use it to their effectiveness. The study would be limited to aforementioned company. It would cover the area of promotion, salary, training incentives leadership and reward for handwork. However, proper diagnosis of labour force which cut across the martial staff e.g. Junior staff will be carried out. To make the study more reliable and valid few management staff will constitute part of the sample study.
1.4 PURPOSE OF STUDY
In achieving the purpose of this research, I intend to look at the areas listed below:
(i) To know what extent has the management been able to satisfy their employees and can they do more.
(ii) To highlight the effect of the job satisfaction off workers on organizational effectiveness.
(iii) To critically examine the prospect and problem of job satisfaction of workers associated with the organizational effectiveness and make useful recommendation.
(iv) To find out at what extent job satisfaction elucidate the effectiveness of organizational productivity.
1.5 DEFINITION OF TERMS
i) JOB SATISFACTION:- an emotional response which represent the degree to which a person like his / her job.
ii) FRUSTRATION:- Feeling of annoyed disappointment.
iii) BOREDOM:- Getting tired by dullness or getting tedious.
iv) ORGANISATIONAL:- An organized group of with a shared purpose.
v) EFFECTIVENESS: Achieving the intended result
vi) APPRAISAL:- Estimate the value or quality of smoothing.
vii) INTRINSIC:- This is the Internal or in built for which energise individual to perform.
viii) EXTRINSIC:- This is the external or in built force which energise individual to perform.
1.6 LIMITATION OF STUDY
As with any research, this study has a number of limitations which must be borne in mind when inrterpreting its findings. First by employing modified measures of some established scales (positive and negative effectively) due to both the time constraints imposed from completing the questionnaire during working hours and the involvement of management and Unions in the Company. Secondly, the survey research design nature of the data caused of inferences. Thirdly, although promotion, adequate pay, motivation are related to job satisfaction, this study did not full focus on other determinant, of job satisfaction such as technology and leadership style. Lastly, data for this study were obtained from one manufacturing company. As a result, the extent to which the reported findings, are generalisable to other institution and other larger organizational. Setting cannot be ascertained.
RESEARCH HYPOTHESES
Ho: Job satisfaction will not have positive relationship on organizational effectiveness.
Hi: Job satisfaction will have positive relationship on organizational effectiveness.
Ho: Boredom of work and dislike for the job is not an indicator of poor organizational effectiveness.
Hi: Boredom of work and dislike for the job is an indicator of poor organizational effectiveness.
Ho: There is no significant relationship between job satisfaction and pleasant work.
Hi:There is significant relationship between job satisfaction and pleasant work.
1.7 HISTORICAL BACKGROUND OF NIGERIA BOTTLING COMPANY PLC
Nigeria Bottling Company Plc is a subsidiary of Leventis Group of Co0mpanies known World wide for its leadership in beverages in more than 155 countries. This history of A. G. Leventis Group in Nigeria dated back to 1953 when Mr. A. G. Leventis stated it in Lagos a branch of the original Ghana Company which had been founded by the late Chief A. G. Leventis. The company expanded in various parts of the country in trading and vehicles sales and services field and in 1951, the Nigeria Bottling Company Limited was established to carry out the bottling of soft drinks.
The company went public in 1972 and it’s quoted on the Nigeria stock exchange with 60 90 of its shares needed by Nigerians. The company has at 30th of December 1994 has 29,992 shareholders with used and paid up share capital of 1,552 million naira. Behind the big name “Coca Cola” was born in him on may 8th 1855. When he started up the frequent ceramel syrup in a brass kettle in his backyard. He carried a jug of his formulation down the street to Jacob’s pharmacy where the same day the product was placed on sales for cents a glass. After his death, Mr. A. CONDLER took over the business in the same year. Mr. FRANK KOBINSON selected the Coca-Cola trade mark and some other advertising materials which Nigeria Bottling Company Plc is still using till today. The standard size 29 centiliters was designed and produced in 1915.
In 1916, also Condler resigned and Charles Howard took over in 1919 Condler family sold Coca-Cola for 25 million dollars. Robert Woodnots took over the business in 1923 and today there are over 1080 bottling plants. In United Stats of America. Presently, there are many thousand of bottling plants all over the world out of which U.S.A is having about 60%. There are more than 36 plants spread all over the West Coast in Africa. The 35 Centiliters size of Coca-cola was introduced in 1992 while FANTA Chapman was introduced in 1994. And 2004 Vanila Coke was introduced.
The following are the plants in Nigeria by bottling company Plc.
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