Study Of Effects Of Frustration On Secretaries
(A Case Study Of Coal Corporation Enugu)
The impact of frustration on secretaries, who play pivotal roles in organizational efficiency, can be profound and varied, affecting both their professional performance and personal well-being. Frustration within the workplace context can stem from a multitude of sources such as heavy workloads, unclear directives, unmet expectations, and inadequate support systems. These challenges can lead to heightened stress levels, diminished job satisfaction, decreased morale, and increased likelihood of burnout among secretaries. Additionally, persistent frustration may impair their ability to effectively communicate, prioritize tasks, and maintain attention to detail, thereby potentially compromising the quality of their work and overall productivity. Moreover, chronic frustration can permeate into their personal lives, leading to heightened levels of anxiety, fatigue, and reduced overall job engagement. Recognizing and addressing the sources of frustration through effective communication, support mechanisms, and proactive management strategies are crucial in fostering a conducive work environment where secretaries can thrive and contribute optimally to organizational success.
This research project tends to scrutinize the effect of frustration on Nigerian Secretaries. This is because Nigerian Coal Corporation Enugu faces some problems like denial of qualified privileges like pay rat and office working facilities.
To test the fact, four hypothesis were drown.
(1) managers as well as workers can cause frustration
(2) Frustration can decline productivity
(3) A frustrated secretary is a corrupt worker
(4) Frustration always lead to aggression.
The hypothesis were tested based on responses from the respondents vide the questionnaire.
Therefore personal recommendations were made like training the secretaries very well, provision of facilities, re-creational activity, paying as and when due and others to avoid frustration.
Title page ii
Approval page iii
Dedication iv
Acknowledgement v
Abstract vii
Table of content viii
CHAPTER ONE
Introduction 1
1.1 Background of the study 1
1.2 Statement of the purpose 4
1.3 Purpose of the study 5
1.4 Scope of the study 5
1.5 Significance of the study 5
1.6 Research questions 5
1.7 Hypothesis 6
CHAPTER TWO
2.1 Literature review 8
2.2 Who is a secretary and what are his roles 9
2.3 The meaning of frustration 12
2.4 Causes of frustration 15
2.5 The effect of frustration 21
2.6 Summary of the chapter 26
CHAPTER THREE
3.1 research design 28
3.2 area of the study 28
3.3 population of the study 28
3.4 sample and sample procedure 29
3.5 instrument for data collection 30
3.6 validation of research instrument 31
3.7 reliability of research instrument 32
3.8 method of administration of the research instrument 32
3.9 methodology analysis 33
CHAPTER FOUR
Data presentation and analysis 34
4.1 Determination of sample questionnaire 34
4.2 Presentation of data 36
4.3 Analysis of data
CHAPTER FIVE
Findings, implications, recommendation, conclusion and limitations. 49
5.1 Findings 49
5.2 Implication 50
5.3 Recommendation 50
5.4 Conclusion 53
5.5 Limitation. 55
Appendix 57
Questionnaire 58
Bibliography 63
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Life is an adventure; I wonder how many people loot at it that way. If you take a look at the world around you, you can see worried faces of people in the buses or cars as you go to school or work in the morning. You will probably see also many people that seem quite bad. The reason is nothing but job dissatisfaction.
It will not be an exaggeration to state that the origin of frustration to mankind dates as far back as the Biblical injection of Cain and Abel, since then, cases of frustration have been heard a midst school, families individuals and more especially in the working environment where I am restricting my research to.
Job frustration is like a song on the lips of some Nigerian. For Instance, if you are a worker and you have been working for the past five good months without receiving any salary or payment you will be frustrated.
The history of coal exploitation in Nigeria dates back to 1916 when mining started at the foot of the Udi Hill along Enugu escarpment Coal production from inception maintained an upward trend and reached its peak between 1955 and 1959 when at most one million metric tones of coal was produced annually.
The coal industry gave rise to the first set of industries in Nigeria and provided all the energy requirements for these industries up to the late 1960’s. These include the Nigerian railways, the Electricity Corporation of Nigeria (now National Electric Power Authority (NEPA) and the Nigerian Cement Company (Nigerian). Nkalagu.
The leading of coal in the Nigeria’s energy mix started to decline with the discovery of oil in commercial quality in Nigeria in the late 1950’s and was hastered by the Nigerian’s civil war which tool place between 1967 and 1970 during which period all the coal mines in the country were abandoned.
There rapid development of the oil industry in Nigeria and undue Government’s attention’s on the oil sector gradually resulted in a near total reliance on oil for the country’s revenue and energy needs since the late 1960’s and a neglect of the solid fuel coal which is an alternative energy resource.
Even NEPA has consistently maintained a policy of not using coal, depending wholly on gas and fuel oil or dieses for electricity generation. The Ijora Coal fired power station was switched from coal to fuel oil and later gas in the 1970’s while Oji River power coal fired station was shut-down permanently in 1990. This is unlike what obtains in other countries that have most of the energy resources such a crude oil, gas, coal and uranium. In these countries, at least 50% of their electricity is generated form coal. It is hoped that the country will correct this imbalance in its energy mix through the on-going privatization process in the upstream energy sector.
Nigerian coal corporation Enugu is a federal organization that is well known over the year as a coal manufacturing organization. It provided employment for many Nigerians. Despite all these, the workers also experienced frustration. Therefore this research will focus on the effect of frustration on secretaries working in the organization.
1.2 STATEMENT OF THE PROBLEM
Human beings has some ambitions to fulfill in life but where those ambitions are not fulfilled due to some circumstances it become frustration.
Nigeria Coal Corporation Enugu has been facing a lot of problems, such as non-payment of salary to workers which secretaries are. As a result of this some members of the state and outsiders engage themselves on illegal business in the organization like selling the properties of the organization.
This has also lead some workers especially the secretaries to relocate jobs in another organization.
To their Boss and other people around them. And even the once that has no alternative to their problems die in object poverty or hunger.
Finally, all these negative effects lead to the decline of productivity
1.3 PURPOSE OF THE STUDY
The purpose of this study is to:
1. Identify the real causes of frustration and its effects on secretaries
2. Ascertain whether the frustration of caused by secretaries of their work environment, or
3. Highlight the problems of frustration and suggest ways to enhance job satisfaction of secretaries in Nigeria.
1.4 SCOPE OF THE STUDY
The study is delimited to a study of effects of frustration on Secretaries in Nigeria Corporation, Enugu.
1.5 SIGNIFICANCE OF THE STUDY
The essence of this research is just to explore and identify the causes of frustration and how for it affects the secretary in an organization.
It is therefore intended to be a useful companion to the managers whose primary junction among others is to provide the most conducive working atmosphere for their secretaries.
To potential secretaries in this research work is hoped to be valuable source of reference.
1.6 RESEARCH QUESTIONS
(1) What can we do to stop the causes of frustration?
(2) Which way or method is useful to quench frustration in Nigeria Coal Corporation?
(3) The workers that have been affected by this frustration, what strategies are to be to used to bring them back to life in the organization?
1.7 HYPOTHESIS
For the forgoing, the following hypothesis have be postulated:-
1. Management and works can cause frustration as well.
2. Frustration can decline productivity
3. A frustrated secretary is a corrupt worker.
4. Frustration always leads to aggression.
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Effects Of Frustration On Secretaries:
The effects of frustration on secretaries, like any other professionals, can be wide-ranging and have implications for both the individual and the organization. Here are some common effects of frustration on secretaries:
Decreased Job Satisfaction: Frustration can lead to decreased job satisfaction. When secretaries constantly encounter obstacles or challenges in their work, they may begin to feel dissatisfied with their jobs, which can lead to decreased morale and motivation.
Reduced Productivity: Frustration can hamper productivity. When secretaries are frustrated, they may find it difficult to concentrate on their tasks, make decisions, or complete assignments efficiently. This can lead to delays in work and a decrease in overall productivity.
Increased Stress: Frustration is often associated with increased stress levels. The ongoing stress of dealing with frustrating situations can have negative effects on both physical and mental health, potentially leading to burnout.
Higher Turnover: Persistent frustration can lead secretaries to seek employment elsewhere. High turnover can be costly for organizations in terms of recruitment, training, and lost institutional knowledge.
Negative Impact on Health: Frustration can have adverse effects on physical and mental health. Chronic stress resulting from frustration can lead to health issues such as insomnia, headaches, and even more serious conditions like anxiety and depression.
Decreased Job Performance: Frustration can negatively impact job performance. Secretaries may make more errors, miss deadlines, or fail to meet job expectations when they are frustrated, which can have repercussions for the organization.
Interpersonal Conflicts: Frustration can spill over into interpersonal relationships at work. Secretaries may become irritable or impatient, leading to conflicts with colleagues, supervisors, or clients.
Diminished Job Engagement: Frustration can lead to decreased job engagement. Secretaries who are frustrated may disengage from their work, becoming less committed and passionate about their roles.
Decreased Organizational Loyalty: Secretaries who experience ongoing frustration may become less loyal to their organization. They may not feel valued or supported, which can erode their commitment to the company’s mission and goals.
Impact on Organizational Reputation: If secretaries are frustrated to the point where their work quality suffers, it can have a negative impact on the organization’s reputation. Errors or delays caused by frustrated employees can affect client relationships and overall public perception.
It’s important for organizations to recognize and address the sources of frustration for their secretarial staff. Strategies to mitigate frustration may include improving communication, setting realistic expectations, providing adequate resources and support, and offering opportunities for skill development and career advancement. Additionally, creating a supportive and positive work environment can go a long way in reducing frustration and its negative effects on secretaries and the organization as a whole.