TABLE OF CONTENTS
TITLE PAGE : : : i
CERTIFICATION : : : ii
DEDICATION : : : iii
ACKNOWLEDGEMENT : : : iv
ABSTRACT : : : v
TABLE OF CONTENT : : : vi - viii
CHAPTER ONE: INTRODUCTION
1.1 Background to the study : : 1-5
1.2 Statement of the problem : : 5
1.3 Aims and Objectives : : 6
1.4 Research Questions : : 6-7
1.5 Hypothesis : : 7
1.6 Scope and limitation of study (Study Area): : 7
1.7 Significance
of the study : : 7-9
1.8 Definition of terms 9
References 9
CHAPTER TWO: LITERATURE REVIEW
2.1 Introduction : : : 10-12
2.2 Job satisfaction : : 12-16
2.3 Bank compensation : : 16-17
2.4 The concept of job satisfaction : : 17-19
2.5 Motivational strategies to employees’
satisfaction 19-23
2.6 Theories of Motivation to work : : 23
2.7 Maslow’s theory of motivation : : 23-26
2.8 The benefits and welfare packages in
teaching profession 26
2.9 Job satisfaction in banking profession : : 26-28
2.10 Holland’s
theory of personality types : : 28-31
2.11 Relating job satisfaction and
productivity : 31-34
2.12 Supervision and productivity : : 34-35
2.13 Pay and productivity : : 35-37
2.14 Promotion and productivity : : 37-39
References
: : 39-43
CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Introduction
: 44
3.2 Research Design : : 44
3.3 Population : : 44
3.4 Sample and Sample technique : : 44
3.5. Data collection for the study : : 44-45
3.6 Research Instrument : : 45-46
3.7 Procedure for Treatment : : 46
3.8 Administration of the instrument : : 47
3.9 Scoring : : 47
3.10 Data Analyses : : 47
References :
: 47
CHAPTER FOUR: DATA ANALYSIS AND INTERPRETATION
4.1 Introduction : : 48-49
4.2 Data presentation and analysis : : 49-53
CHAPTER FIVE: SUMMARY,
RECOMMENDATION AND CONCLUSION
5.1 Introduction : : 54
5.2 Discussion of Findings : : 54-56
5.3 Summary and Findings : : 56-57
5.4 Recommendations : : 57-58
5.5 Counselling Implications : : 58
5.6 Suggestion for further study : : 58-59
5.7 Conclusion : : 59
References :
: 59-60
Bibliography : : 61-65
Appendix (Questionnaire) : : 66-69
CHAPTER
ONE
INTRODUCTION
1.1. BACKGROUND TO THE STUDY
The study looks at two important professions, which are
teaching and banking. The study is aimed at finding out whether the workers in
the banks and schools are satisfied with their jobs. According to Akande (1988)
“ An engineer dies with his mistakes, a medical doctor buries his mistakes but
the whole society perishes with the mistakes of teachers”. In recent years, the
results of school certificate examination released by West African Examinations
Council (WAEC) and National Examinations Council (NECO) have been very poor. The
society attributed the cause of the general trend to the level of commitment on
the part of the teachers who are responsible for teaching the students.
The banking industry has a lot of problems to contend with,
which has led to retrenchment of many workers or even the closure of some
banks. Hence, the researcher’s decision to carry out the study on the level of
commitment of teachers and bank workers in Mainland Local government in Lagos
State to establish the relationship between job satisfaction, commitment and
productivity. On the other hand, the study will look into state of the bank
workers and to see the effect of job satisfaction of employees’ commitment and
productivity. Banking area is another powerful aspect of survival of every
nation. The folding up of some banks in the recent past needed particular
attention. The study will show the reflection of the popular belief that a
happy worker is a productive worker and that management can increase
productivity of the workers.
In carrying out research on teaching and banking
professions, the importance of job satisfaction cannot be over-emphasised. The
value judgement, mental and physical commitment and productivity explain why
the larger society holds organisation accountable for participants’
satisfaction. In as much as individual spends a sizeable portion of his working
life in his place of work, it should be pleasant, agreeable and fulfilling. On mental
health, Nwaku (1986) posited that discontentment about specific parts of our
lives tend to have a spill over effect and colour our outlook people who feel
bad about many other things including family life, leisure activities and even
life itself can hardly commit themselves to the job which results in low
productivity. In addition, job satisfaction is undoubtedly related to physical
health. Palmore (1969) posited that people who like their work are likely to
live longer. When one is not satisfied with ones job, there is tendency to be
frustrated which could lead to low productivity and possibly strike.
In this research, I shall look into motivational strategies
used by teaching and banking sectors, and then compare the levels of their
productivity. The teachers are life moulders, the future of the society is in
their hands and as a result of this, teachers have put in their best in doing
this without any disturbance or distraction. The tone of people concerning
teaching profession is nothing to write home about; the government is not
helping the situation because their salaries are not paid on time. There is an
adage that says a hungry man is an angry man, so the needs of teachers need to
be met in order to teach effectively. One of the most difficult situations in
which to introduce changes to people’s job is where they already have a basic
feeling of insecurity. So, in many ways, the economic climate in Nigeria is
hardly conducive to a general movement, which centres on altering jobs and work
organizations as a way of improving the quality of working life. The
increasingly rapid emergency of new technology of all kinds of is creating its
own impetus for change and forcing many employers to re-appraise their
organisational structure, as well as their product ranges and their methods of
manufacturing, neither are the service industries immune, since the rapid
progress of all forms of information technology promises to bring about radical
changes in the office, in retailing, and even in the personal services areas.
At the same time people’s basic feelings about work continue to change, as part
of a wider shift in social attitudes. School Leavers, in particular, have
vastly different job expectations from those of their parents.
Present pressure might be pushing many into “being
realistic” and taking any job they can get hold of; but the basic expectations
have been raised by radial changes in the educational system, and there are
substantial social and productive dangers if there is an inherent mismatch between
their experiences at school and their first experience at work. At the school,
they have been encouraged to seek variety, to make choice and to express them.
All too often the working situation forces them to accept boredom, to restrict
their discretionary actions, and to suppress their opinions, feelings and
creative instincts. The individuality that has been carefully nurtured in the
better educational establishment is then too often, exposed to mundane
requirements of work place routine. In these cases, it is hardly surprising
that some employers complain of young people’s increased alienation against the
traditional work ethics. On the other hand, banking has a lot of problems to
contend with. The banking industry falls neatly into certain distinctive time
periods. There is era of monopoly of foreign banks, which cover 1930 to 1984
and can aptly be described as period during which the foundations of modern
banks in Nigeria
were laid. The period was characterized by the total domineering of banking
activities by the foreign banks.
In 1994, was commencement of commercial banking activities
when the Bank of British West Africa (BBWA) was established which is now called
First Bank of Nigeria.
Plc. For the next two and a half decades the bank pioneered the development of
banking in Nigeria
until Barclays Banks joined it in 1971, which is now Union Bank of Nigeria.
Another era was the era of indigenous attempt into modern banking that reflects
the fact that there were some forms of indigenous banking before local attempts
to compete with the foreign banks.
Every economy, after attaining a certain size, no matter how
subsistent it is, still requires some form of banking activities. This, form of
banking activity describe as “ESUSU” in certain area was already well
entrenched in our system. There was also the era of Federal Government, which
was between 1929 and 1959 in which twenty-six (26) banks were established. The
Federal Government acquired little shares in all the foreign banks to ensure
the minimum of 60% Nigerians to participate. By that idea, the Federal
Government became the predominant shareholder in the industry and this
situation did not change until recently. Another era is that of state
Government ownership by which the creation of additional state in 1976
increased the numbers of banks owned by state Government. This, increased the
number of banks due to creation of additional states in 1991 and all former 19
states of the federation already had their own banks separate from the ones
owned jointly with other states. As the states are increasing likewise the
banks are increasing. The last era is that of private ownership of banks, which
gives individual initiative towards the establishment of banks in the country,
since the Federal Government took over controlling shares in all existing
foreign banks in 1977. Despite, the establishment of all forms of banks, there
are lots of problems encountered by the bank workers which is making the
productivity very low compared with what it is supposed to be.
In conclusion, this work will show the reflection of the
popular belief that “a happy worker is a productive worker and that management
can increase productivity by satisfying the needs of the employees in the two
Sectors”. A study carried out by Vroom (1964) using diverse occupational groups
actually showed that there is a positive relationship even though the
relationship was found to be low and only intrinsic job factors were found to
affect job productivity
1.2. STATEMENT
OF THE PROBLEM
Due to increase in the problems of banks and
educationally poor performance of the students, the researcher shall carry out
research on the effect of job satisfaction on employees’ commitment and to what
extent it can affect the productivity of the workers. The study is to find out what the workers
value most, which the employer has to meet in order to commit employees to work
and to attain the set of goal with particular reference to teaching and banking
professions. It is very glaring that human beings from the backbone of every
organisation and also determine the success or failure of such organisation.
This is the reason why individuals need to be taken into consideration in any
sectors of life.
For an organisation to get an individual
highly committed for a high level of productivity, certain levels of job
satisfaction must be met. This research will consider social personality types
of individuals concerning their choice of careers.
1.3. AIM AND OBJECTIVES
The study aims at finding out relationship
between job satisfaction, employees, commitment and productivity in teaching
and banking professions. The study will examine what motivation strategies that
could be employed to influence the performance of workers for increase in
productivity.
This study is of
importance to the teaching and banking professions because the outcome of its
findings can be used to improve the status of teachers and bank workers. Also
in the days of economic depression and mad rush for wealth, one would like to
know the factors that are inherent in trained teachers and bank workers, which
will enhance job satisfaction and productivity. The study is set out to find out relationship between job
satisfaction and employees’ commitment towards high productivity between the
two sectors. As a matter of fact, the review of relevant literature has shown
that the personnel and work experimental characteristics of the personnel
determine job satisfaction of workers. To the individual, acknowledgement of
forces that promote or hinder workers job satisfaction might bring happiness as
well as improved efficiency of work.
1.4. RESEARCH
QUESTIONS
The study finds answers to these questions:-
1. What is the relationship between job
satisfaction and employees’ commitment before and after treatment?
2. Is there any relationship between the job
satisfaction of experimental and control subjects?
3. Is there any relationship between job
motivational strategies and level of productivity among experimental subjects?
4. Is there any relationship between the
level of productivity among male and female subjects after treatment?
1.5. HYPOTHESES
The following hypotheses are to be tested: -
1. There is no significant relationship
between job satisfaction and employees commitment.
2. There is no significant difference
between motivational strategies and level of productivity among experimental
subjects.
3. There is no significant difference
between level of productivity among male and female subjects after treatment.
1.6. SCOPE
AND LIMITATION OF THE STUDY (STUDY AREA)
The study shall take into consideration the
teaching and banking professional. The study shall focus on secondary school
teachers and bank workers. Due to lack of adequate time and financial
constraints the study shall be limited to four schools and four banks in
Mainland Local government area in Lagos.
1.7. DEFINITION OF TERMS:
JOB:
This is the sum total
of tasks performed by an employee and, in a wider context social environment in
which he or she carries them out Essen (2002) According to chrude (1976)
defined Job as a continuous period of paid employment with an employer or in
self-employment.
SATISFACTION:
This is a feeling of contentment felt when one has or achieves what one
needs or desires.
EMPLOYEE:
This is a person who
works for somebody or a company in return for wages.
PERFORMANCE:
Ones ability to carry out a job given.
JOB SATISFACTION:
It is defined as the extent to which an
employee is pleased or satisfied with the content and environment of his or her
work or is displeasured or frustrated by inadequate working conditions and
tedious job content Essien (2002). According to Omoegun (2001) he defines Job
satisfaction as a factor in employment which determines much the employer and
employee achieved.
COMMITMENT:
When one signs an undertaken to handle or
pledge to do something. In this study work, commitment shall be defined as
organisational identification (internalisation goals), as this criteria is
regarded as the best most suitable of the motivational effectiveness.
PRODUCTIVITY:
This is the number of units of work
accomplished during a given time interval. It is a correspondence between the
numbers of units produced, the amount of work behaviour demonstrated by the
individual and the amount in work activity as rated by his or her boss.
EMPOLYMENT:
Level of employment in a community ranging
from mass unemployment, when slump conditions are experienced, to full
employment, when dangers of inflation are present particularly in a less’ fair
economy
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