ABSTRACT
This research
work was aimed at trying to find out the effects of job satisfaction on employees
performance in an organization, and to examine the causes and the extent of job
dissatisfaction among workers. The researcher relied on the questionnaires on
the employees of the organizations and some information obtained through
interview that was held with the personnel manager. At the end of the research
work, the researcher discovered that majority of the employees were satisfied
with the; work itself, prestige, achievement, advancement, self-fulfillment,
growth, supervision, working environment and interpersonal relations. Also,
majority of the workers were dissatisfied with their promotion, salary, job security,
administration and status. The research reviewed that the organization has an
organization and training programme for all categories of staff except the
menial staff and typist/stenographers. However, there is still room for improvement
in the organizations (First Bank of Nigeria Pic).
The research
recommends that management should try as much as possible to give constant
attention to issues that can enhance job satisfaction such as creation of
avenue for exposure/added responsibility the employees. The employers should have
the senses of belonging and job security. There should be profit sharing scheme
in the organization and good working condition as well as promoting them as at
when due.
The management
should review its present salary scale to meet the needs of the workers. This
is necessary because a frustrated. Staff who had long been very loyal and sincere in discharging his/her duties can be involved or plan defrauding the organization
huge sums of money or even sell the idea on how to execute such frauds
successfully instead of exposing fraud.
TABLE OF CONTENTS
CHAPTER
ONE:
INTRODUCTION
1.1 Background of the study
1.2 Statement of the Research Problem
1. 3 Objective of the Study
1.4 Hypothesis
1.5 Methodology
1. 6 Scope and Limitation of the Study
1.7 Significance of the Study
1.8 Definition of Terms
CHAPTER
TWO:
LITERATURE
REVIEW
2.1 Introduction
2.2 The concept of participation
2.3 The concept of Performance
2.4 How the Model Works
2.5 Participation and Performance Relationship
2.6 Importance of' Participation in the organization
2.7 Participation Process
CHAPTER THREE:
RESEARCH
METHODOLOGY
3.1 Introduction
3.2 Research and Design
3.3 Population
3.4 Data Collection
3.5 Sampling Procedures 3.6 Questionnaire Design
3.7 Operational Measures of Variables
3.8 Data Analysis Techniques
CHAPTER FOUR:
DATA
PRESENTATION AD ANALYSIS
4.1 Respondent's Bio data
4.2 Analysis on the Different Variables
4.3 Hypothesis Testing
CHAPTER FIVE: SUMMARY AND CONCLUSION
5.1 Summary of the Findings
5.2 Recommendation
5.3 Conclusion
Reference
Bibliography
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
There is an adage
which states that "two good heads are better than one”, another similar
one asserts that "A tree cannot make a forest", nor a man an Island.
Doing to some psychological, economic and biological limitations of the individuals,
it becomes unavoidable that individuals should co-operate with one another to
be able to surmount the many problems facing them.
Similarly, in the
business world the business manager is faced with a lot of problems
and task to perform in his organization. Some of these problems are indigenous,
that is within the organization, as a responsible must therefore prepare
himself in order to compete favorably in the dynamic business environment so as
to achieve the set objectives of the organization this has further been strengthened by the urge to discover and know more about the individual in the
organizational goal.
According to Mc
Gregor (1960) participation is a metal and emotional involvement of persons in
group situation that encourages them to make their own contribution toward
grove goals and share responsibility for them. Managers sometimes need the
assistance of employees in order to function and in order to make decision.
They need information in the form of suggestions, view and ideas from both superior
and subordinates to prepare the strategic technique and immediate plans of
action that affect them when subordinates are involved in the decision making
process certain advantages can be expected.
The subordinates
will show greater interest in identification with organizational goal. (This should
lead to better individual performances).
The quality of
decisions will improve as a result.
One of the
problems in choosing between alternatives is the anticipation of reaction by
subordinates to the decision and by bringing them into the decision making
process one is able to learn their reaction before the decision is made.
There will be
fewer grievances and a reduced tendency to absenteeism, lateness and labour
turnover.
There will be
greater willingness to accept authority and a lower resistance to change.
From my own point
of view a subordinate wants to feel useful and important participating in decision
- making and work performance
they want to belong ad be recognized as individuals
meaning such that needs can even be more important than money in motivating
people to work.
1.2 STATEMENT OF THE
RESEARCH PROBLEMS
When subordinates
are involved in the decision making process, certain advantages can be
expected.
One of the
problems in choosing between alternatives is the anticipation of reaction by
subordinates to the decision and by bringing them into the decision making
process one is able to learn their reaction before the decision is made.
There will be
fewer grievances and a reduced tendency to absenteeism, lateness and labour
turnover.
1.3 OBJECTIVE OF THE
STUDY
The concept of
participation has been misunderstood by many since its involvement for the field
of human relations in view of misunderstanding the problem of this study. The
study further seeks.
·
The extent to which participation of workers in decision
making affects work performance.
·
To identify the different levels of participation tn
decision making on work performance.
·
To identify the different motivational impact of the
different levels of participation in decision making on work performance,
1.4 STATEMENT HYPOTHESES
If there is a
relationship between participation in decision making and work performance.
That employee’s
attitude and past experience affect the degree of participation necessary for
performance.
1.5 RESEARCH METHODOLOGY
Gathering of data
from First Bank Nigeria Pic. This is also followed by analysis from the bank.
The secondary method involves getting also already complied data as result, some
data which was originally collected for some purpose other than helping solve
the researcher's current problem may not be all that reliable.
Secondary data
can be used to aid planning provide information, facilitate problems solving
and to serve as a means of evaluation.
Data will be
obtained from both primary and secondary data.
Primary source
includes personal interview and questionnaires; primary data provides accurate,
timely and adequate information. Secondary data will also be collected from
books, journals and newspapers.
Simple random sampling
techniques will also be used.
1.6 SCOPE AND LIMITATION OF THE STUDY
This study
suffers a lot of limitations, some of which include limited time, financial
constraints and so on.
Firstly, time
will act as the. Greatest limitation on this study since this work involves the
effect of employees in decision making "case study" "FIRST BANK
NIG PLC" within a specified or a given period of time.
As earlier
pointed out the researcher is restricted to branches in Lagos this' obviously
hinders the extent of generalization from the findings. Lack of adequate
finance hinder the work a, great deal coupled with the increasing cost of
materials.
Generally, the
study involves sampling both managers and employees, problems were encountered
interacting with top managers in particular. Since interacting with them is only made
possible through prior booking. This affected the plan to only interview the
managerial order and give questionnaire to the low level employee. The researcher
is therefore forced to give questionnaire to both which will not provide
response that is detailed enough. Also the disadvantages synonymous with leaving
questionnaire with respondent for some time may have reduced the validity of
this study. Respondent might have discussed their response with friends and
relatives with the result been bias, so it has been limited to personal
interview with immediate response.
1.7 SIGNIFICANCE OF THE STUDY
This study is
supposed to throw more light on the issue of employee participation in
decision making and the performance relationship. A study of how employee participates in
decision making in organizations, should therefore enable a greater group and
improved understanding of how the organization manage their human resources.
In addition it
will enable employers to know whether employees are satisfied with the
supervisory approach of allowing workers to participate in decisions that
concern them.
This also will
enable management to take necessary action in determining the best approach to manager employees.
We should also be able to achieve a greater understanding of the various variables that
affect participation in decision making perhaps of greater pertinence is the
potential the study might have towards providing a sound basis for the
development of employees to aid management decision making in organizations in
Lagos.
1.8 DEFINITION OF TERMS
In this research
work, the following terms are consistently used:
Participation
in: As a special case
of delegation subordinate gains
greater
control, greater freedom of choice with
respect to
his own responsibility.
Decision
Making: As a course of
action consciously chosen from an
Available
alterative for the purpose of achieving a
Desired
result
Work
Performance: The extent to
which a worker does his job
In
relation to establish standard, which is
Expected
from him.
Employees:
Are different categories of
workers, both at
the
managerial, supervisory and lower level
employees
employed in the company under
study.
Employers:
These are owner of the company,
they are the
One that
employ different categories of people.
Participation: is a mental and
emotional involvement of per-
son in a
group situation that encourage them to
make their
own contribution towards group
goals and
share responsibility for them.
Selection
practices: Corporate activities that
relate to the movement
of people
among positions through both promo-
tion and
external bring.
Appraisal
Practices: Feedback
system that examines and ensure the
different
kinds of corporate activities that relate to the movement of people
among positions
through
both promotion and external bring.
Rewards/
Compensation: System through which employees are recog-
nized and
compensated for doing good work.
Developmental
Practices: Improve the match between employees’ skills
And the demands of their jobs.
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