ABSTRACT
This study accentuates the effects of domestic responsibilities on female employees’ productivity in commercial banks in South East Nigeria, a study of First Bank Nigeria Plc and Eco Bank Nigeria Limited. The specific objectives are to examine the effect of marital status on deposits volumes attracted by female employees’, evaluate the effect of parental obligations on accounts openings attracted by female employees’, ascertain the effect of child bearing on service delivery of female employees’ and to examine the relationship between house chores and female employees’ productivity all in First Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria. Four research questions guided the study. A total of 255 respondents were selected comprising different categories of staff from the two commercial banks, using stratified sampling technique from which data and information were elicited using questionnaire. Analytically, the study employed descriptive statistics, Simple Regression and Pearson Product Moment Correlation analysis in testing the hypotheses. The analytical results revealed that; marital status has positive significant effect on deposits volumes attracted by female employees, parental obligation has a negative effect on the number of account openings attracted by the female employees, child bearing has a positive significant effect on service delivery of female employees’ and there is a negative significant relationship between house chores and female employees’ productivity. The study concludes that the effects that domestic responsibilities have on female employees’ productivity is associated with real benefits for an organization, because the social and psychological life of every female employee needs to be rightly put in check for them to be an asset and not just an employee that is used to carry out day to day operations of the commercial banks. The study therefore, recommends that recruitment of new employees in First Bank Nigeria Plc and Eco Bank Nigeria Limited should not be hinged on the marital status of female employees, as it has been established in this study that the marital status of the female employees does not negatively affect the volume of deposits they attract to their commercial banks.
TABLE OF CONTENTS
Cover page
Title page i
Certification ii
Declaration iii
Dedication iv
Acknowledgement v
Table of Contents vii
List of Tables xi
List of Figures
xiii
Abstract xiv
CHAPTER 1
INTRODUCTION
1.1 Background to the Study 1
1.2 Statement of the Problem 4
1.3 Objectives
of the Study 6
1.4 Research Questions 7
1.5 Research Hypotheses 7
1.6 Significance of the Study 8
1.6.1
Intellectual significance 8
1.6.2
Policy significance 8
1.7 Scope and Limitation of the Study 10
1.7.1
Limitation of the study 13
1.8 Definition
of Terms 13
CHAPTER 2 LITERATURE REVIEW
2.1 Conceptual Review 16
2.1.1 Domestic responsibilities 16
2.1.2 Employee productivity 17
2.1.3 Traditional role of females in Nigeria 19
2.1.4 Changing roles of females 20
2.1.5 Role of females in the household 30
2.1.6 Female employees and their
domestic responsibilities 34
2.1.7 Conflict between female
employees work and their domestic responsibilities 41
2.1.8 The Nigeria banking sector 42
2.1.9 Types
of bank deposits 47
2.1.10 Employers’ perceptions of productivity and
relationships of female
employees in the banking environment 49
2.1.11 Problems of female
employees in the banking sector 50
2.1.12 Domestic responsibilities and female
employees’ productivity 64
2.1.13 The collision of work and domestic life of employees
in Eco bank, Nigeria. 67
2.1.14 Challenges
of balancing domestic responsibilities and female employees
work
productivity 69
2.1.15 Strategies
that can enhance a female employee’s productivity 73
2.2 Empirical
Review 76
2.3 Theoretical Review 80
2.3.1 Boundary and border theory 80
2.3.2 Spillover theory 82
2.3.3 Human capital theory 83
2.4 Gap in Existing
Literature 83
2.5 Theoretical Framework 84
2.5.1 Social role theory 84
2.5.2 Application of the theory 86
CHAPTER 3 METHODOLOGY
3.1 Research
Design 89
3.2 Population
of the Study 90
3.3 Sources of Data Collection 90
3.4
Sample
and Sampling Techniques 91
3.4.1 Sample size determination 93
3.5 Validity of the Study 94
3.6 Reliability
of the Study 94
3.7 Method of Data Analysis 95
CHAPTER
4: DATA PRESENTATION AND ANALYSIS
4.1 Data Presentation 98
4.2 Data
Analysis 112
4.3 Summary of Findings 132
4.4 Discussion of Results 132
CHAPTER 5: SUMMARY, CONCLUSION AND
RECOMMENDATIONS
5.1 Summary
of the works 137
5.2 Conclusion 138
5.3 Recommendations 140
5.4 Contribution
to Knowledge 141
5.5 Suggestions for Further Studies 142
References
Appendices
LIST OF
TABLES
3.1:
Population distribution 90
3.2: Distribution on Categories of
Female Employees: Umuahia Branches 92
4.1: Distribution
and return of questionnaire 98
4.2: Age
distribution of respondents 100
4.3: Marital
status of respondents 102
4.4: Number
of children 102
4.5: Educational
level of respondents 104
4.6: Years
of service 104
4.7: Female employee’s categories of the two
commercial banks 106
4.8: Mean scores of responses on effects of
marital status on the deposit
volume
attracted by the respondents 110
4.9: Effect of marital status on the deposit
volume generated by female
Employees 113
4.10: Account openings attracted by female
employees of Eco Bank and First
Bank from 2015 to
2018 115
4.11: Parental obligations have an effect on female
employees’ account
opening in eco bank and first bank 117
4.12(a): Effect of
parental obligations on the number of accounts attracted by female employees of
First Bank Nigeria Plc. 119
4.12(b): Effect of
parental obligations on the number of accounts attracted by female employees of
Ecobank Nigeria Limited 119
4.12(c): Effect
of parental obligations on the number of account openings attracted by female
employees both commercial banks 120
4.13: Service
delivery profile of female employees in the two commercial banks 123
4.14: Effect
of child-bearing on service delivery of female employees 126
4.15: Regression estimates of effect of child-bearing on
service delivery of female
employees
of first bank Nigeria plc and eco bank Nigeria limited 127
4.16: House
chores and female employees’ productivity 129
4.17: Correlation
between home chores performed by female employees of
first
bank Nigeria limited and eco bank Nigeria plc, and their productivity. 131
LIST OF
FIGURES
4.1: Chart showing deposit volumes by the respondents
according to years 107
CHAPTER
1
INTRODUCTION
1.1
BACKGROUND
TO THE STUDY
There
has been an increased concern by female employees over the demands of carrying
out their domestic responsibilities and still be productive at work. It is a vital
marvel that is of extraordinary great concern today to various employees and organizations
in both private and public sectors. This worry has expanded significantly since
the turn of the twentieth century, which has seen the mass entrance of females
(both married and single) into the modern economic sector and as a result of
this a considerable lot of them have combined domestic responsibilities with
paid employment outside the home (Lero & Bardoel, 2009).
Domestic
responsibilities can be alluded to as chores
performed inside a household in order to ensure that the basic needs of its
members are met, such as cooking, cleaning, and taking care of children or
older adults and other dependent family members. For these females
in most societies, including Africa, their socially assigned role revolves
around these activities. However, the roles of wife, mother and employee are
independent and in competition with one another. Time dedicated to one role
necessarily means less for another. As a result, many of them are now faced
with juggling the role of mother, partner and daughter as well as employee and
they have to adjust their domestic responsibilities to accommodate their work
schedules (Friedman & Greenhaus, 2000; Nomaguchi, Melike & Bianchi, 2005). More so, these domestic
responsibilities are one important factor influencing the amount of time and
energy that these female employees are able and willing to devote to work
(Mayrhofer, Meyer, Schiffinger & Schmidt, 2008). However, being productive
is tasking and demands a significant level of commitment, especially if the female
employee must make it to the top in a chosen career and be productive.
The concept of
productivity is easily applied in any industry and one can measure the
productivity in technical terms. All the same, it is very difficult to apply
and measure the productivity of employees in service industry like the commercial
banking sector. There is no single measure that has been universally accepted
as representing employee productivity in commercial banks. They are typically
multi-input and multi-output firms. However, commercial banking productivity
represents the combined performance of employees, capital and management. High
productivity of employees will result in efficient utilization of capital,
while an efficient
management function would result in superior performance by labour and capital (Chakrabarty, 2013).
The multi-faced demand between
increased productivity and domestic responsibilities, has assumed increased
relevance for female employees in Nigeria commercial banking sector in recent
years. The progressive increase in the
number of females in the commercial banking sector has been well articulated by
Aigboje (2012). According to her, prior to 1977 when the Nigerian commercial banking
sector was dominated primarily by the British owned Banks such as Barclays
Bank, Standard Bank among others, they worked as cleaners, tea girls or
secretaries, with little or no changes in the 1977-1988. Today, it is a fact
that no other profession in Nigeria has leveraged the potentials of females
like the Nigerian commercial banking sector. Nevertheless, working in the
banking sector can be economically and personally rewarding, but it also comes
with risks, responsibilities, challenges and uncertainties that dovetail to
influence female employees’ productivity in terms of service delivery, account opening,
deposits and profitability. Given the diversity in these
female employees’ lives, families and jobs, a smorgasbord of strategies and
policies will be necessary for female employees to deal with their multiple
roles productively. More so, today, among all the commercial banks in Nigeria, First Bank of Nigeria
Limited (First Bank) is described as Nigeria’s premier commercial bank and most
valuable banking brand. First Bank in its policy statement believes that for
good corporate citizenship to thrive, workplace diversity and inclusion should
be promoted. The bank is committed to driving a culture of employees with
diverse ethnicity and gender equality. First bank has a male and female ratio
at 61% and 39% respectively across the workforce while at the Senior Management
Level (SM and above), the male/female ratio is 66% and 34% respectively. At the
Board level, the male: female Gender Diversity ratio is 84% and 16%
respectively.
Eco
Bank Plc, on the other hand have over 11,000
employees working across 950 branches, offices and kiosks and 764 alliance
locations throughout Africa. Eco bank Plc also has a policy of ensuring
diversity in its employee talent pool, without compromising the quality of its employees.
Regular reports are presented and monitored to ensure adherence to this policy.
The workforce is 44% female and the management team is 31% female (Eco
Bank Group Annual Report, 2018).
In First Bank Nigeria Plc and Eco Bank
Nigeria Limited., their human resource management practices are said to be designed
to be flexible to accommodate the needs of each individual employee, encourage
a sense of ownership in all aspects of their business and develop requisite
professional and ethical behavioural standards (First Bank online, 2018 &
Eco Bank online, 2018). They are also designed to deliver superior client
service, embrace sound financial discipline, recognize and reward employee
productivity. The objective is to have well-motivated employees especially
females with a high level of job satisfaction, who take pride in working for a respected
commercial bank that offers impressive opportunities for work progression and
development.
First Bank Nigeria Plc and Eco Bank
Nigeria Limited which are the commercial banks under study, are said to be committed
to providing a workplace in which every employee feels empowered to contribute,
make an impact and have the opportunity to develop exceptional talents and
skill by encouraging their employees irrespective of gender to develop an
efficient balance between their work roles and one’s personal life, which helps
ensure that domestic responsibilities and productivity are met to the highest
possible standards. The effects that domestic responsibilities such as house
chores, parental obligations, extended family dependency, has on the female
employees’ productivity in Nigeria commercial banking sector is a very important
phenomenon that could go beyond prioritizing the work role and one’s personal
life. It could affect the social, psychological, economical and mental
wellbeing of the female employees. All these can be reflected in the output of
the female employees’, which could affect her productivity in the work place on
the long run. It is therefore at this point of discourse that the study will
look at the domestic responsibility and female employees’ productivity in commercial
banks, using First Bank of Nigeria Plc and Eco Bank Nigeria Limited in South
East Nigeria as the study unit.
1.2 STATEMENT
OF THE PROBLEM
It is an open truth that
female employees have to face problems just by virtue of their being females. In
today’s era where females are employed almost in every sector of the economy, they
wish to contribute in their dream careers but it is also a fact that life
is not a bed of roses for these female employees in their career selection
and development. It could be said that dual demands,
from work and from carrying out their domestic responsibilities make it
difficult for them to perform well in their chosen profession. On the other
hand, most them who later become employees may have to play multiple roles such
as cooking, ironing, going for school runs, nursing and others, as well as becoming
an efficient and productive employee in an organization.
Female
employees make certain employment decisions and
sacrifices as they attempt to juggle their bank work and domestic
responsibilities or face certain barriers because employers assume, they will
place priority on their domestic responsibilities that could invariably
interfere with their work. Many of them are saddled with hard choice of either
continuing with the job with attendant pressures at work, leave their jobs or
to face their domestic responsibilities. The loss of much needed domestic
finance may contribute to more pressure if they chose to quit their paid
employment. According to Kumar and Sundar (2012), factors such as death of
bread winners, sudden fall in family income or inadequate family income,
accounts for the key push factors for females to seek paid employment. They
experience the need to integrate, organize and balance the various demands in
their different roles (Delina & Raya, 2013).
Also, in First Bank Nigeria Plc and Eco
Bank Nigeria Limited, the marital status of these female employees and the personal
issues that they face outside work such as obligations towards one’s parent/family,
pregnancy and birth, may demoralize them and in turn discourage them to be zealous
in their service delivery to customers and target achievement in terms of
account opening as a bank employee. All these may result in customers
threatening to withdraw their patronage from the banks. According to Alvesson
and Billing (2009), work and domestic responsibility such as childbearing disadvantages
female employees’ because they are often less mobile, as employees they make
them abstain from taking a position that requires longer work days, more travel
or moving geographically to a new site of employment. This could be a serious
problem for female employees especially the pregnant and married ones who are
involved in domestic responsibilities such as school runs, because they do not
have the time to stay back and chat like their male counterparts after work. As
such, female employees have little time to socialize with colleagues to build
up a relationship, network and to improve on their commitment to the social
side of the commercial banks. Therefore, the female employees in First
Bank Nigeria Plc and Eco Bank Nigeria Limited are said to continuously face challenges
with optimal performance which could further affect their productivity as a
result of their pressing role as family caregivers therefore justifying the
need for a study on domestic responsibilities and female employees’ productivity.
Consequently, the need arises to examine these assumptions and thus
proffer corrective measures. It is therefore, in the
light of the foregoing that this study examines domestic responsibilities and female employees’
productivity in commercial banks in South East Nigeria,
using First Bank Nigeria Plc and Eco Bank Nigeria Limited as our study.
1.3 OBJECTIVES OF THE STUDY
The objective of this study is to evaluate
the domestic
responsibilities and female employees’ productivity in commercial banks in
South East Nigeria, using First Bank Nigeria Plc and Eco
Bank Nigeria Limited as our study, while the specific objectives are to:
i. examine
the effect of marital status on deposits volumes generated by female employees:
ii. evaluate the effect of parental
obligations on account openings attracted by female employees:
iii. ascertain
the effect of child bearing on service delivery of female employees:
iv. examine the relationship between house chores and
female employees’ productivity in First
Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria.
1.4 RESEARCH QUESTIONS
This
study aims at answering the following research questions:
i.
How does marital status affect deposits
volume generate by female
employees in First Bank Nigeria Plc and Eco Bank
Nigeria Limited in South East Nigeria?
ii. How does parental obligations have an effect
on account openings attracted by female
employees in First Bank Nigeria Plc and Eco Bank
Nigeria Limited’s in South East Nigeria?
iii. How does child bearing affect female
employees’ service delivery in First
Bank Nigeria Plc and Eco Bank Nigeria Limited’s in South East Nigeria?
iv. What is the relationship between house chores and female employees’ productivity
in First Bank Nigeria Plc and Eco Bank Nigeria Limited’s in South East Nigeria?
1.5 RESEARCH
HYPOTHESES
In line with the research questions, the following hypotheses
will be tested in this study:
HO1: Marital status has no significant effect
on deposits volume generated by female employees in First Bank Nigeria Plc and Eco
Bank Nigeria Limited in South East Nigeria.
HO2:
Parental obligations have no significant
effect on account openings attracted by female employees
in First Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria.
HO3: Child bearing has no significant
effect on service delivery of female employees in First Bank Nigeria
Plc and Eco Bank Nigeria Limited in South East Nigeria.
HO4: There is no significant relationship
between house chores and female employees’ productivity in First
Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria.
1.6 SIGNIFICANCE
OF THE STUDY
This
study will provide statistical evidence on the relationship between domestic responsibilities
and productivity of female bank employees.
1.6.1 Intellectual
Significance
Researchers
and scholars will benefit from the study as it will
add to the body of knowledge on domestic responsibilities and female employee
productivity particularly as regards commercial banks in Nigeria. The
information on the subject of domestic responsibilities and female employee
productivity is scanty and many sources do not offer current information therefore
this research will play a crucial role in providing current information to
researchers.
Ultimately, increase
productivity is paramount in the banking sector in Nigeria and elsewhere as it
has become an issue of concern at the global level. In support of other
relative research, scholars of Human Resource Management will also gain insight
into domestic responsibilities and how it affects the female employees’ productivity
in Nigeria commercial banks particularly in the South East.
1.6.2 Policy Significance
Policymakers
and stakeholders in the human resource management functions of
government and service organizations such as First
Bank Nigeria Plc and Eco Bank Nigeria Limited in South East Nigeria can use the findings of
this research to formulate policies and procedures and devise best in class methods of
increasing female employees’ productivity from the findings of this study. The findings can also be
used in formulating performance management systems. The study will provide the
human resource departments of these commercial banks with an assessment of the productive management
tools and provide a basis for improvement and also provide constructive feedback on
how best to attain organization goals and objectives while being productive.
Likewise,
policy changes that accommodate and recognize women’s dual roles in
the home and as employees could help them maintain careers in
higher-wage earning jobs
and in more prestigious positions. Most importantly, the results of this study
can serve
as a basis for the social and cultural change of expectations for women in the
workplace in Nigeria especially in the banking sector. This
change may emerge by challenging current views that female employees cannot be
productive, while providing the information employers and other institutions need to
fully accommodate female employees in the workforce.
This study will assure commitment of
the banking sector in Nigeria to international agreements on gender equality
Millennium Development Goals (MDG) to provide a set of benchmarks to measure
productivity which will in turn assure sustainable development in several
sectors of the economy in Nigeria. The study should stimulate national
policies and programmes for the effective development of female employees in
line with MDG requirement. It will further enhance research in gender equality
and gender parity.
In addition, domestic expectations
and interference often combine with work demands to put pressure on these
female employees. It is hoped that this study will evaluate the challenges,
barriers and prospects facing female employees with regard to service delivery,
target achievement, account acquisitions, deposits volume and profitability in First
Bank Nigeria Plc and Eco Bank Nigeria Limited.
1.7 SCOPE
AND LIMITATIONS OF THE STUDY
The
study covered two banks registered by Central Bank of Nigeria focusing on
branches in South East Nigeria. Specifically, the study investigated the domestic
responsibility and female employees’ productivity in commercial banks in South
East Nigeria, using
First Bank Nigeria Plc and Eco Bank Nigeria Limited as
our study area, from years 2015 to 2018.
i.
Unit
of Scope
The
researcher involved all the employees of First Bank Nigeria Plc and Eco Bank
Nigeria Limited’s main branches within the five states (Enugu, Anambra, Imo,
Ebonyi and Abia) in South East Nigeria.
ii.
Content
Scope
The
research concentrated its interest on how domestic responsibilities affects
female employees’ productivity in First Bank Nigeria Plc and Eco Bank Nigeria
Limited’s in South East Nigeria.
iii.
Geographical Scope
The study was conducted in the five
states that make up South-East zone of Nigeria. It is a region of Nigeria that borders Cameroon to
the east and the Atlantic Ocean to the south. Southeastern Nigeria is where the
oil wealth of Nigeria originates. South-east became the name of one of the six
geo-political zones in the country in the 1990s consisting of Abia State,
Anambra State, Ebonyi State, Enugu State and Imo State. The local language in
this region is Igbo.
a.
Abia State – God’s Own State
Abia is a state in
the south
eastern part of Nigeria and occupies around 5,834km2, and is bordered on the north
and north-east by Anambra, Enugu and Ebonyi. The capital is Umuahia,
and the major commercial city is Aba, which
was formerly a British colonial government outpost in the region, and is also
one of the most populated areas in Nigeria. Abia state was created in 1991 from
part of Imo State. It's
also the 5th most industrialized state in the country, and has the 4th highest
index of human development in the country, with numerous economic activities
and fast-growing populations as recorded by the United Nations early 2018. The state houses fifteen of the commercial
banks in Nigeria of which First Bank Nigeria Plc
and Eco Bank Nigeria Limited are one of them. First Bank Nigeria Plc have about
four branches in Umuahia and for the purpose of this study only the main branch
was studied. The main branch of First Bank Nigeria is located at No. 1, Mayne Road,
PMB No. 7017, 440233, Umuahia South Local Government, Abia State, Nigeria while
that of Eco Bank Nigeria Limited is located at No. 5, Library Avenue, 440231, Umuahia South Local
Government, Abia State.
b. Anambra State – Light of the Nation
The state’s name comes from ‘Oma
Mbala’, the native name of the Anambra River. Its boundaries are formed by Imo
and Rivers to the south, Delta State to the west, Enugu State to the east and
Kogi State to the north. The capital of the Anambra is Akwa but Onitsha and
Nnewi are the largest commercial and industrial cities, respectively. The state also houses twenty-one of the commercial banks in
Nigeria of which First Bank Nigeria Plc and Eco Bank
Nigeria Limited are amongst them. First Bank Nigeria Plc have about four
branches in Umuahia and for the purpose of this study only the main branch was
studied. The main branch of First Bank Nigeria Plc is located at No. 19 New Market
Road, Onitcha, Anambra State, while that of Eco Bank Nigeria Limited
is located at No 2 New Market Road, Onitcha,
Anambra State.
c.
Ebonyi State – Salt of the Nation
Ebonyi State is in southeastern Nigeria
with the city of Abakaliki as
its capital and largest city. The State of Ebonyi was created from parts
of both Enugu State and Abia State, which were the Abakaliki division from Enugu State and the
Afikpo division from Abia State respectively (https://en.wikipedia.org/wiki/Ebonyi_State). It is home to twenty prominent commercial banks,
which includes First Bank
Nigeria Plc, located at No.4, Sudan United Close, Off Ogoja Road,
Abakaliki, Ebonyi State and Eco Bank
Nigeria Limited, located at 13, Ogoja Road, Abakaliki, Ebonyi State.
d. Enugu State – Coal City State
Enugu, usually referred to as Enugu State to distinguish it from the city of Enugu, is a state in southeastern Nigeria,
created in 1991 from part of the old Anambra State. Its capital and largest city is Enugu,
from which the state derives its name. The principal cities in the state
are Enugu, Nsukka, Agbani and Awgu. In 1938 Enugu became the administrative capital of the Eastern Region.
The state has twenty commercial banks operating in the state which includes First Bank Nigeria Plc, located at No. 127,
Agbani Road, Agbani, Enugu State, while Eco
Bank Nigeria Limited, situated at 31, Okpara Avenue, Enugu, Enugu State.
e.
Imo State – The
Eastern Heartland (Land of Hope)
Imo is
one of the 36 States of Nigeria and is in the south east region of Nigeria. Owerri is
its capital and among the largest town in the State. The state lies within
latitudes 4°45'N and 7°15'N, and longitude 6°50'E and 7°25'E with an area of
around 5,100 sq km. The major cities in Imo State are
Owerri, Orlu and Okigwe. Imo State covers an area of around 5,100km2. It is
bordered by Abia State to the east, by the River Niger and Delta State to the
west, by Anambra State to the north and Rivers State to the south. The state
also houses about twenty commercial banks with the inclusion of First Bank Nigeria Plc, located at No. 24,
Old Onitsha Road, Orlu, Imo State and Eco
Bank Nigeria Limited. situated at No. 69, Douglas Road, Owerri, Imo
State.
1.7.1 Limitations of the study
Banking job is so time
consuming. Some of the female employees often do not have free time to spare
for other things because they always have multiple assignments. The best and
only means of accessing responses from the respondents was to follow official
protocols that took three weeks before it was approved and after this hurdle
was scaled, it took another two weeks before copies of the questionnaire were
handed over to the female eligible respondents and filled. Immediate collection
of the questionnaires could not be done as the researcher would have wanted because
of the festive season, this led to the delay in return of the completed copies
of the questionnaire, however, this was resolved by the researchers consistent
follow up.
In addition, locating the branches of the banks in the
five selected states for the study took time especially since it was during
festive period however, the researcher had to hire a guide in each of the five
states for easy location of the branches. This also required the consistent
effort and help of a field assistant. This choice for an assistance (one male)
recruited and trained for the study was due to the sensitive nature of the
study population. Some of the copies of the questionnaire pages were skipped by
some respondents but the researcher was able to minimize some of these
limitations by being persistent, available to answer any questions from the
respondents and abiding by the instructions of the managers of the various bank
branches. However, after several visits to the banks head office, this research
work was eventually possible.
1.8 DEFINITION OF TERMS
Dependency
– this is a number of
dependents a female employee has, mostly those aged zero to fourteen and those
aged sixty-five and older.
Deposits
– are funds that customers place with a
bank and that the bank is obligated to repay on demand after a period of time.
Domestic Responsibility
– Tasks performed inside a household in order to ensure that the basic needs of
its members are met
Female Employee -
is an employed woman who is also responsible for her family and in a parental
relationship with one or more children.
House
chores – this
is any work, in which no compensation is provided, that will maintain a family
and a home such as cleaning, washing, cooking and
ironing that have to be done regularly at home.
Parental
obligations – are duties parents
have towards the child/children.
Service
delivery – is simply concerned with
the provision of quality services to clients or customers.
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