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Format: MS WORD
| Chapters: 1-5
| Pages: 78
THE IMPACT OF OPTIMAL JOB SATISFACTION ON EFFECTIVE EMPLOYEE PERFORMANCE
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
It is a general understanding that job satisfaction is an attitude towards job, in other words job satisfaction is an affective or emotional response toward various facets of one’s job. A person with a high level of job satisfaction holds positive attitudes towards his or her job, while a person who is dissatisfied with his or her job holds negative attitudes about the job. Job satisfaction is a result of employees’ perception of how well their job provides those things which are viewed as important. Job satisfaction is also defined as reintegration of effects produced by individual’s perception of fulfillment of his needs in relation to his work and the surrounding. Furthermore, Job satisfaction represents a complex assemblage of cognition, emotion and tendencies. There is no definite way of measuring job satisfaction, but there are varieties of ways to identify when an employee is satisfied or dissatisfied with his or her job. A questionnaire can be used to measure job satisfaction, in this method, it measures the satisfaction with the different dimensions or facets of the job by the employee and sum of all satisfactions scores will be taken as the overall job satisfaction (JS). Almost any job related factor can influence a person’s level of job satisfaction or dissatisfaction and there are a number of factors that influence job satisfaction. The major ones can be summarized by recalling the dimensions of job satisfaction and they are pay, the work itself, promotions, supervision, workgroup, and working conditions (Theresa et al, 2016).
Moreover, employee performance very much depends on perception, values and attitudes, there appear to be so many variables influencing the job performance that is almost impossible to make sense of them. Performance is defined as a function of individual ability and skill and effort in a given situation. In the short run, employee’s skills and abilities are relatively stable (Theresa et al, 2016). This research defines the performance in terms of effort extended to the job of an employee. Effort is an internal force of a person which makes him or her to work willingly when employees are satisfied with their job and their needs are met, they develop an attachment to work or we say that they make an effort to perform better but increased effort results in better performances. Attainment of a high level performance through productivity and efficiency has always been an organization’s goal of high priority. In order to do that, highly satisfied work force is an absolute necessity, but when employees feel dissatisfied with the nature of job they do, their level of commitment could be deliberately reduced and since employees are the engine room of an organization, their dissatisfaction with the nature of job they do could pose a threat to the overall performance of the organization. A dissatisfied employee tends to have a low morale towards the job and when employees’ morale to the job is low, their performance could be affected.
1.2 Statement of the Problem
Job satisfaction is a significant factor in people’s performance at the work place and it influences employee contribution to organization effectiveness and efficiency and therefore, employee perception on the general working environment of their employer is an important step in the realization of organizations objectives. The more a person is satisfied to his or her work, the more likely to find ways of coping, but it has been observed that many employees in Nigeria do not get any feeling of fulfilment or enjoyment from their jobs, this is mostly because of the workload, their boss or the interest of the employee, due to this the employee may not be able to perform as expected. Many employers treat most of their employees like slaves it has been recorded so many times of employers maltreating their employees and also threaten to sack them but due to the problem of unemployment the employee has no option than to endure the torture, it is therefore the aim of this research to find out the impact of job satisfaction on employee performance in De-United Foods Industry (manufacturers of Indomie).
1.3 Objective of the Study
The main objective of this study is to find out the impact of optimal job satisfaction on effective employee performance in De-United Food Industries, specifically the study intends to;
1. Find out and analyze the impact of optimal job satisfaction on employee job satisfaction
2. Find out the factors that influence job satisfaction of an employee
3. Investigate the effect of employee job satisfaction on organization productivity
1.4 Research Question
1. Is there any impact of optimal job satisfaction on employee job satisfaction?
2. What are factors that influence job satisfaction of an employee?
3. What is the effect of employee job satisfaction on organization productivity?
1.5 Research Hypothesis
Ho: there is no impact of optimal job satisfaction on employee job satisfaction
Hi: there is no impact of optimal job satisfaction on employee job satisfaction
1.6 Significance of the Study
This study is significant because it will add to the existing body of literature in this areas. It is also significant because it would provide information on the trend and journey so far in the management of Government Owned Enterprises and private organizations. The results of the study will be discerning as it will reveal how much job satisfaction is obtainable in the as well as how these have affected employee productivity in the organizations.
This study will also be useful to economists, management practitioners, students and the general public because it will provide direction on the way forward. The recommendations will useful because they will serve as advice to the CEOs and management of different organizations on what ought to be the appropriate relationship between government and the businesses.
1.7 Scope of the Study
This research work will be conducted in De-United Food Industry Limited (DUFIL) the manufacturers of Indomie in Ado-Odo Otta, LGA, this research work will therefore examine the concepts of job satisfaction and how it affects employee satisfaction in DUFIL.
1.8 Delimitation of the Study
Finance for the general research work will be a challenge during the course of study. Correspondents also might not be able to complete or willing to submit the questionnaires given to them.
However, it is believed that these constraints will be worked on by making the best use of the available materials and spending more than the necessary time in the research work. Therefore, it is strongly believed that despite these constraint, its effect on this research report will be minimal, thus, making the objective and significance of the study achievable.
1.9 Definition of Terms
Job satisfaction: a feeling of fulfilment or enjoyment that an employee derives from their job.
Employee Performance: The job related activities expected of a worker and how well those activities were executed.
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
It is a general understanding that job satisfaction is an attitude towards job, in other words job satisfaction is an affective or emotional response toward various facets of one’s job. A person with a high level of job satisfaction holds positive attitudes towards his or her job, while a person who is dissatisfied with his or her job holds negative attitudes about the job. Job satisfaction is a result of employees’ perception of how well their job provides those things which are viewed as important. Job satisfaction is also defined as reintegration of effects produced by individual’s perception of fulfillment of his needs in relation to his work and the surrounding. Furthermore, Job satisfaction represents a complex assemblage of cognition, emotion and tendencies. There is no definite way of measuring job satisfaction, but there are varieties of ways to identify when an employee is satisfied or dissatisfied with his or her job. A questionnaire can be used to measure job satisfaction, in this method, it measures the satisfaction with the different dimensions or facets of the job by the employee and sum of all satisfactions scores will be taken as the overall job satisfaction (JS). Almost any job related factor can influence a person’s level of job satisfaction or dissatisfaction and there are a number of factors that influence job satisfaction. The major ones can be summarized by recalling the dimensions of job satisfaction and they are pay, the work itself, promotions, supervision, workgroup, and working conditions (Theresa et al, 2016).
Moreover, employee performance very much depends on perception, values and attitudes, there appear to be so many variables influencing the job performance that is almost impossible to make sense of them. Performance is defined as a function of individual ability and skill and effort in a given situation. In the short run, employee’s skills and abilities are relatively stable (Theresa et al, 2016). This research defines the performance in terms of effort extended to the job of an employee. Effort is an internal force of a person which makes him or her to work willingly when employees are satisfied with their job and their needs are met, they develop an attachment to work or we say that they make an effort to perform better but increased effort results in better performances. Attainment of a high level performance through productivity and efficiency has always been an organization’s goal of high priority. In order to do that, highly satisfied work force is an absolute necessity, but when employees feel dissatisfied with the nature of job they do, their level of commitment could be deliberately reduced and since employees are the engine room of an organization, their dissatisfaction with the nature of job they do could pose a threat to the overall performance of the organization. A dissatisfied employee tends to have a low morale towards the job and when employees’ morale to the job is low, their performance could be affected.
1.2 Statement of the Problem
Job satisfaction is a significant factor in people’s performance at the work place and it influences employee contribution to organization effectiveness and efficiency and therefore, employee perception on the general working environment of their employer is an important step in the realization of organizations objectives. The more a person is satisfied to his or her work, the more likely to find ways of coping, but it has been observed that many employees in Nigeria do not get any feeling of fulfilment or enjoyment from their jobs, this is mostly because of the workload, their boss or the interest of the employee, due to this the employee may not be able to perform as expected. Many employers treat most of their employees like slaves it has been recorded so many times of employers maltreating their employees and also threaten to sack them but due to the problem of unemployment the employee has no option than to endure the torture, it is therefore the aim of this research to find out the impact of job satisfaction on employee performance in De-United Foods Industry (manufacturers of Indomie).
1.3 Objective of the Study
The main objective of this study is to find out the impact of optimal job satisfaction on effective employee performance in De-United Food Industries, specifically the study intends to;
1. Find out and analyze the impact of optimal job satisfaction on employee job satisfaction
2. Find out the factors that influence job satisfaction of an employee
3. Investigate the effect of employee job satisfaction on organization productivity
1.4 Research Question
1. Is there any impact of optimal job satisfaction on employee job satisfaction?
2. What are factors that influence job satisfaction of an employee?
3. What is the effect of employee job satisfaction on organization productivity?
1.5 Research Hypothesis
Ho: there is no impact of optimal job satisfaction on employee job satisfaction
Hi: there is no impact of optimal job satisfaction on employee job satisfaction
1.6 Significance of the Study
This study is significant because it will add to the existing body of literature in this areas. It is also significant because it would provide information on the trend and journey so far in the management of Government Owned Enterprises and private organizations. The results of the study will be discerning as it will reveal how much job satisfaction is obtainable in the as well as how these have affected employee productivity in the organizations.
This study will also be useful to economists, management practitioners, students and the general public because it will provide direction on the way forward. The recommendations will useful because they will serve as advice to the CEOs and management of different organizations on what ought to be the appropriate relationship between government and the businesses.
1.7 Scope of the Study
This research work will be conducted in De-United Food Industry Limited (DUFIL) the manufacturers of Indomie in Ado-Odo Otta, LGA, this research work will therefore examine the concepts of job satisfaction and how it affects employee satisfaction in DUFIL.
1.8 Delimitation of the Study
Finance for the general research work will be a challenge during the course of study. Correspondents also might not be able to complete or willing to submit the questionnaires given to them.
However, it is believed that these constraints will be worked on by making the best use of the available materials and spending more than the necessary time in the research work. Therefore, it is strongly believed that despite these constraint, its effect on this research report will be minimal, thus, making the objective and significance of the study achievable.
1.9 Definition of Terms
Job satisfaction: a feeling of fulfilment or enjoyment that an employee derives from their job.
Employee Performance: The job related activities expected of a worker and how well those activities were executed.
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