Effect Of Employee Job Satisfaction On Organizational Productivity
(A Case Study Of Anambra Broadcasting Service Awka)
Incentives play a crucial role in shaping job performance, acting as catalysts that stimulate productivity and motivation within organizations. Through various incentive structures such as bonuses, recognition programs, and performance-based rewards, employers can effectively encourage employees to strive for higher levels of achievement and excellence in their roles. These incentives serve as powerful tools for fostering a culture of engagement and dedication among workers, thereby enhancing individual and team performance. Moreover, incentives not only fuel short-term productivity spikes but also contribute to long-term organizational success by fostering loyalty, commitment, and a sense of fulfillment among employees. By aligning incentives with strategic objectives and recognizing the diverse needs and aspirations of employees, organizations can create a dynamic environment where individuals are inspired to unleash their full potential and contribute meaningfully to the attainment of shared goals. Consequently, the impact of incentives on job performance extends beyond mere monetary gains, encompassing intrinsic motivators that drive innovation, collaboration, and continuous improvement within the workforce.
It is very important to note however that a workers reactions at work assist to determine the organizational output. This is why the researcher dedicated his time to study the extent of organizational productivity in relationship to the satisfaction derived by a worker, in which of course his efforts increased and the organizational output equally rise. Consequently, a dissatisfied worker is likely to fall short of standard
Base on these facts and figures, the researcher concentrate his studies on those motivationally factors that entitles the output of the organization. The study also revealed those motivationally factors, analyzed them, and recommend measures which if properly implemented will improve the living condition of an average worker and enhance greater productivity in most sectors of the economy in Nigeria in years ahead.
Title Page
Approval Page
Dedication
Acknowledgement
Abstract
List of Tables
Table of Content
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
1.2 The Statement of the Problem
1.3 Objective of the Study
1.4 Research Questions
1.5 Significance of the Study
1.6 Scope of the Study
1.7 Definition of Major Terms
References
CHAPTER TWO
LITERATURE REVIEW
2.1 Review of the Related Literature
2.2 The Relationship Between the Job Satisfaction and Performance
2.3 The Impact of Dissatisfaction on Workers in an Organization
2.4 Some Motivational Theories and their Implication in Nigeria
References
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
3.1 Source of Data
3.2 Population of the Study
3.3 Determination of Sample Size
3.4 Sample Technique
3.5 Research Instrument Used
3.6 Administration of Research Instrument
Reference
CHAPTER FOUR
PRESENTATION AND ANALYSIS OF DATA
4.1 Presentation of Data
4.2 Analysis and Interpretation of Data
4.3 Treatment of Data
CHAPTER FIVE
SUMMARY OF FINDINGS, RECOMMENDATIONS AND CONCLUSION
5.1 Summary of Findings
5.2 Recommendation
5.3 Conclusion
Bibliography
Appendices
Research Questionnaire
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The Anambra Broadcasting Service (ABS) Awka, which the researcher has choosen as the case study, is the only electronic information medium of state. The corporation which is an off-shoot of the former Anambra Broad Casting service, Enugu in the old Anambra State has its corporate headquarters temporarily located at the Okpuro in the Anambra State capital territory at Awka, without stations at Onitsha Awada and Enugu-Ukwu.
Following the disengagement of workers of Anabra state origin from their Enugu state counterparts in march, 1992, the workers took refuge at the commercial radio station at Onitsha built in 1981 and formerly known as ABS radio from where they operated until the corporate headquarters of the corporation was moved to St. Paul’s college premises at Awka.
In November, 1993, the corporation was allocated the definct NRC party office in Opuno Awka, which till date services as the corporate headquarters of the corporation.
The television aim of the corporation operates from an ill – equipped small station at Awada (Onitsha), while the Fm radio station with poor facilities is located at Enugwu-Ukwu.
Another am radio transmitting station is currently being sited at Enugwu-Agidi in Njikoka Local Government Area and appears to have been abandoned for lack of funds. In other words, the corporation is operating a multi-stations system which is very costly to maintain.
1.2 THE STATEMENT OF THE PROBLEM
In the course of this study, the researcher vehemently identifies some problem in broadcasting service, many problems are inherent resulting from leadership behaviour. Such problem include; constant change of managing director or general manager which is arrived at satisfying their political desires, problem relating to job performance and appraisals staff turnover absenteeism, etc. These problems contribute greatly to the collapse of organizations.
Many school of thought claim that the important quality hat leads to prosperity and success in an organization is the caliber of its leadership.
However, these lack of effectiveness of leaders in public and private organization has been attributed to a two reasons. Government interference is one of the reasons the research tend to highlight on mostly in public enterprises, government control of some of these enterprises makes them to remain ineffective.
1.3 OBJECTIVE OF THE STUDY
These study is designed to investigate the effect of employees job satisfaction on organizational productivity in the selected business enterprise in Anambra with the view to identifying issues and prospects as the effects.
i. Provision of welfare
ii. Inconsistency, in payment of workers salaries
iii. Workers attitudes to work
iv. Wages and salaries administration
v. Features and prospects in encouraging workers.
Moreover, high lighten suggestion for general existing policies and amendment of existing policies and regulation where the needs arise. This will enhance mutual understanding and peaceful co-existence between management and the workers of the organization.
1.4 RESEARCH QUESTIONS
a. Are the workers happily working in the organization?
b. How doe the Broadcasting staff relate to their customers?
c. Are workers attracted in the organization?
d. Is the effect and plight of workers recognized and properly rewarded?
e. Are workers well paid by the organization?
1.5 SIGNIFICANCE OF THE STUDY
The findings from the study serves as a reference for future researchers who may while wish to explore the subject. This will enable them to get feedback regarding the effectiveness of the subsequent policy formulation and planning.
The employee themselves will find this study very useful when the need arise. He motivational tendency of workers to feel that their effort and welfare have been recognized in an organization. It will also give the employees the idea of what to expect the management to do for them and also serve as a guide enabling them set limit to their unnecessary demands.
The employee will serve the effort of any of the management and restores sanity to organization productivity. The workers used for the study should not only be useful at a practical level but all in the theory where it would assist in propagating knowledge in workers job satisfaction. It would also constitute a useful and interesting text in library. The study would also provide a database for future research work.
1.6 SCOPE OF THE STUDY
This study was limited to three selected business enterprise in Anambra State, to make researchers work easier to coordinate.
These selected industries are as follows.
1. Service industry
2. Banking industry
3. Production industry
There are many motivational tools available in satisfying human being of various categories, in most establishments, but this study entirely based on studying those satisfaction that directly related to job satisfaction
1.7 DEFINITION OF MAJOR TERMS
1. Output = The finished products production
2. Input = The material composition fined product
3. Paradoxical = The result, that is the opposite of expectation.
4. Psychological life = The driver in human life
5. Drive =The motivational to act or carry out an action.
6. Emotion = The inward feelings for outward observation.
7. Job satisfaction = The total body feeling that an individual has about his job.
8. These feelings inverted in effect, weighing the sum total of influence of job.
9. Job dissatisfied = When those some total of influence on job are non-existence.
10. Delima = The crucial state of incident
11. Corporate objective = The company set goal.
12. Mirage = The deserving aspect of something
13. Bifurcation of objective = When the corporate objective conflict with the workers objectives.
14. Conceptualized = This means the imagine and visualized the presence of something in presence.
15. Circulation flow = This means continuous movement
16. Interesting = The job or satisfaction and desire from doing something he likes.
SHARE PROJECT MATERIALS ON:
Effect Of Employee Job Satisfaction On Organizational Productivity:
Employee job satisfaction can have a significant impact on organizational productivity. When employees are satisfied with their jobs, they are more likely to be engaged, motivated, and committed to their work. This, in turn, can lead to several positive outcomes for the organization:
Increased Productivity:
Satisfied employees are generally more productive. They tend to put in extra effort, work efficiently, and take on additional responsibilities willingly. This increased productivity can lead to higher output levels, better quality work, and improved overall performance.
Higher Quality Work:
Job satisfaction is often linked to the quality of work produced by employees. When employees are happy and motivated, they are more likely to pay attention to detail, take pride in their work, and strive for excellence. This can result in higher-quality products or services.
Reduced Turnover:
Satisfied employees are less likely to leave their jobs. High employee turnover can be costly for organizations in terms of recruitment, training, and lost productivity. When employees are satisfied, they are more likely to stay with the company, providing continuity and stability.
Enhanced Creativity and Innovation:
Job satisfaction can foster a positive work environment that encourages creativity and innovation. Satisfied employees are more likely to share ideas, collaborate with colleagues, and take risks, which can lead to the development of new processes, products, or services.
Improved Customer Service:
Satisfied employees are more likely to provide excellent customer service. They tend to be more patient, helpful, and attentive to customer needs, which can result in higher customer satisfaction and loyalty.
Better Employee Health and Well-being:
Job satisfaction is often associated with lower levels of stress and burnout. When employees are content with their jobs, they are less likely to experience negative health effects related to work-related stress. Healthy employees are more likely to be productive and absent less frequently.
Positive Organizational Culture:
Employee job satisfaction contributes to a positive organizational culture. A satisfied workforce can create a culture of trust, cooperation, and mutual respect. This, in turn, can attract and retain top talent and make the organization more appealing to customers and partners.
Cost Savings:
Organizations with high employee job satisfaction may experience cost savings in terms of recruitment, training, and employee benefits. Satisfied employees are less likely to require as much supervision and may require fewer incentives to perform well.
It’s important to note that job satisfaction is influenced by a variety of factors, including compensation, job design, work-life balance, and the quality of relationships at work. Therefore, organizations should consider a holistic approach to improving job satisfaction rather than relying solely on financial incentives. Regular feedback, opportunities for career growth, and a supportive work environment can all contribute to higher job satisfaction and, consequently, increased organizational productivity.