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CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Job
satisfaction is generally recognize in the organizational behavior field as the
most vital and frequent studies attitude the concept of Job Satisfaction has
been developed in many different ways by researchers and practitioners.
One
of the most widely used definitions in organizational research is that of Locke
(1976) who define Job satisfaction as “a pleasurable or positive emotional
state resulting from the appraisal of one’s Job or job experience. It involves
cognitive effective and evaluates reaction on attitude. Although recent
theoretical analysis has criticized job satisfaction as been too narrow
conceptually.
There
are three generally accepted dimensions to job satisfaction. One of them is
that Job satisfaction is emotional response to a Job situation as such it
cannot be seen but inferred. Secondly, Job satisfaction is often determine by
how well outcome meet or exceeds expectation. For example if organizational
participant feel that they receive less reward, they may probably have a negative
attitude towards their work and even their boss.
On
the other hand, if they feel they are been treated fairly they are likely going
to put in their best and develop a very positive attitude towards their Job.
Thirdly Job satisfaction represents several related attitude.
In
a nuts shell, Job satisfaction is simply how content an individual is with his
or her Job. Whether he/she likes the Job or not a happy worker is a productive
worker. If workers are paid regularly (amount which must be commensurate with
their input), given fair supervision, challenging Job, opportunity for training
and development policies and procedure security e.t.c. they will be motivated
to put in their best which will in turn increase their productivity and
efficiency.
1.2 STATEMENT OF THE PROBLEM
The
problem of low productivity, inefficiency and workers dissatisfaction has
forced many companies to fall back to work study and other technique of
improvement as a solution for these lasting problem. It has been recognized
that companies are complex entities that consist of element as well as workers
who are affected by many internal and external factors. The satisfaction which
workers receive or experience in their job is a large extent the consequence of
the extent to which the various aspect of their work situation are relevant to
their job valve. Problem therefore arises within companies in Nigeria in the
following ways.
1.3 OBJECTIVE OF THE STUDY
The
objective of the study includes the following;
(i) To
critically examine the effect of Job satisfaction in an organization.
(ii) To
know the major effect and causes of Job dissatisfaction in an organizational
setting.
(iii) To
thoroughly examine the relationship between job satisfaction and performance of
workers.
(iv) To
properly examine those key factors that enhance Job satisfaction in an
organization.
(v) To thoroughly
examine the possible ways of improving Job satisfaction among employee’s in
order to improve the productivity efficiency and effectiveness in an
organization.
1.4 RESEARCH QUESTION
1. It
there any correlation between job satisfaction, productivity and efficiency?
2. Does
Job satisfaction in any way bring about increase in productivity and efficiency
in an organization?
3. To
what degree does job satisfaction influence the behavior and attitude of
employee’s towards their job responsibilities?
4. What
are those possible factors that may likely lead to job dissatisfaction among
employee in an organization?’
5. What
are those factors that enhance Job satisfaction in an organization?
6. How
does Job satisfaction motivate employees in an organization?
1.5 STATEMENT OF HYPOTHESES
HYPOTHESES I
Ho:
Workers are not motivated when they are satisfied with their job
Hi:
Workers are motivated when they are
satisfied their job
HYPOTHESIS 2
Ho:
Job satisfaction does not enhance increase in productivity and efficiency in an
organization.
Hi:
Job satisfaction enhances increase in productivity and efficiency in an
organization.
1.6 SCOPE OF THE STUDY
The
researcher centered on factors that could enhance job satisfaction of employees
in an organization and also impediments that are likely to hamper employees’
job satisfaction. Considering fund and other limiting factors, the researcher
will like to limit his findings on Guinness Nigeria Plc., as a case study.
In
this sample analysis, different categories of Guinness Plc. staffs will be
issued questionnaires so as to ascertain factors that cause them
dissatisfaction while carrying out their different duties as well as possible solution
that ameliorate the ugly trend.
1.7 SIGNIFICANCE OF THE STUDY
A
critical study of firms whose major objective is to satisfy customer and make
profit, yet they keep struggling with increase productivity and efficiency, our
will discover that nearly all of them have organizational problem. One of such
problem is job satisfaction which is an important issue to all firms. Below are
some of the relevance of the study;
(i) This
study will also help to reduce industrial conflict that may possibly arise in an
organization. Although conflict in an organization is inevitable but with the
help of the study, the issue of industrial conflict, in an organization will be
reduced to the barest minimum.
(ii) Another
significance of the study is to proffers a solution to the problem of personnel
management in an organization which affects productivity and efficiency.
(iii) It
is hoped that the findings made in this study will enhance job satisfaction
variable in order to promote the effectiveness and productivity of any
organization.
(iv) A
firm will be able to act proactively instead of being reactive to Job
dissatisfaction by discovering factors that may possibly cause job satisfaction
and those that may lead to dissatisfaction. On the other hand, firm who have
already encountered this problem of job dissatisfaction will take corrective
measure in order to improve the relationship between management and her
employees.
(v) In
this research work issue (factors) that may likely bring about Job
dissatisfaction among employee and make them feel more frustrated; made lesser
efforts toward job task and typically changed job more frequently in an
organization will be identified and eliminated.
1.8 LIMITATION OF THIS STUDY
The
study was affected by the following factors;
(i) TIME FACTORS: The time allotted to
carry out this study is short compare to the issue to be covered. it look the
researcher a lot of time to gather the necessary material needed such as text
book, information from internet, journal, and other publication other academic
activities also contributed to one of the limiting factors.
(ii) ATTITUDES OF RESPONDENT: Attitude of
some respondent also contributed to the problem faced by the researcher. Some
of the respondent could not return the questionnaire distributed to them and
some were afraid to speak, some were not ready to disclose some of the vital
information probably because of fear or reason best know to them.
1.9 OPERATIONAL DEFINITION OF
TERMS
i. JOB: Job is that smallest unit of
responsibility given to an individual through which he or she contribute his or
her own quota to the, achievement of organizational objective and goal.
ii. ORGANIZATION: Organization is a group of people who form a
business club etc in order to achieve a particular goal and objective.
iii. EMPLOYER: One who hire people (employees)
to work for him for the purpose of achieving his stated aims and objectives.
iv. PAY: This is the amount of financial
remuneration which an employee receives in exchange of his input in an organization
which is usually on monthly basis.
v. FRINGE BENEFIT: These are productivity
inducing Valve given to a worker which is not part of his basic pay. The
purpose is to motivate the worker to put in his best in the organization.
vi. BUSINESS: Business is any legal
activities engage by man which is aimed at providing goods to make profit that
will earn him a living.
vii. PROMOTION: Promotion is an opportunity
given to an employee to advance from lower position to larger position in an
organization.
viii. PERFORMANCE: This is the end result of
a task performed by a worker.
ix. JOB SATISFACTION: Job satisfaction is
the joy and happiness derived for performing a given task.
x. PRODUCTIVITY: Productivity is the rate
at which a worker performs the task given to him with the resources available.
xi. EFFICIENCY: This is the ability to
perform Job given to a worker using a lesser time without wastage or error.
xii. EFFECTIVENESS: The ability of a worker
to perform an assigned task according to the, standard set by the organization.
xiii. JOB ANALYSIS: This is the process of
gathering much information about the content of a particular job for the
purpose of understanding the duties of the person who is to perform the job.
xiv. JOB ROTATION: Is the movement of a
worker from one department to the other in the organization.
xv. JOB – DESIGN: The process of putting
together the various element of work that constitute an operating system to
form the job that individual will perform.
xvi. RESPONSIBILITY: An assignment or task
which a worker is held responsible for.
xvii. MOTIVATION: This is an encouragement
which is given to a worker that enable him to work harder. .
xviii. POSITION: Position is the authority
which the task and duty of a person bestowed on him or her.
xix. SUPERVISION: This is a direct
assistance given by a supervisor to his subordinate which enable the
subordinate to be effective and efficient in his Job.
1.10
HISTORICAL BACKGROUND OF GUINNESS
NIGERIA PLC
The firm Guinness Nigeria Plc came into existence in year 1950
with the sole aim of importing and distributing Guinness stout from Dublin for eventual sales in Nigeria. Due to the success of the
product in the country it gave rise to a decision to establish a small brewery
in the year 1962. The foundation stone of Guinness was laid at Ikeja on the
31st January 1962, by Arthur Benjamin Francis Guinness now the Earl of Irish to
which titles he succeeded on his grandfather’s death until 1967 in active
services during the 2nd world war.
Guinness Nigeria is a subsidiary of the prestigious Diageo Plc of
the United Kingdom. The brewery was the first
outside of Ireland and Great Britain. Other breweries have been opened
over time – Benin City brewery
in 1974 and Ogba brewery
in 1982.
Guinness Nigeria
produces the following brands – Foreign
Extra Stout (1962),
Guinness Extra Smooth (2005) Malta Guinness (1990), Harp Lager Beer (1974),
Gordon’s Spark (2001), Smirnoff Ice
(2006), Satzenbrau (1995).
Guinness Nigeria Plc is a company that believes in enriching its
communities. This it has achieved by embarking on laudable Corporate
Social Responsibility projects
in several communities in Nigeria. These projects are Water of Life initiative,
which currently provides potable water to over 500,000 Nigerians spread across
several rural communities, from Northern to Southern Nigeria; scholarship and GuinnessEyeHospitals in three cities in Nigeria.
Nigerian Guinness is said to be twice as strong as Irish Guinness.
In the 1800s, the Irish brewed the Guinness twice as strong, due to a fear of
evaporation on the long voyage to Nigeria. However, the alcohol did
not evaporate, and to this day Nigerians brew their Guinness twice as strong.
Guinness Nigeria limited became a public company In 1965 and was
one of the first companies to be quoted in Nigeria stock exchange with shares
being offered to Nigerian shareholders, 1200 Nigerian held 20% of the equity.
In 1971, a decision was taken to build a new Brewery at Benin at a cost 12 million to brewery larger
beer, this was the biggest brewery ever built in Nigeria.
The company believes that investment in the training and
development of its staff are wise investments. This has resulted in the
establishment of training centers in Benin
and Lagos
(Ikeja).
Following the ban on importation of methods barely the company has
conducted research into the use of maize and sorghum in place of malt in
production of the different brands of beverages.
In the Nigerian market, Harp lager beer gained a remarkable
success alongside Guinness stout, due to
its good quality too hence received a wide patronage and now known as Guinness
Nigeria PLC.
It was merely up to a decade of the brewery and marketing of harp
that its brand loyalists started shifting their interest to the other hand. The
complaint raised by Harp patronizes for gradually changing preference was as a
result of the carelessness on the part of the brewers to eradicate particles
discovered in the final product and these were major set-backs suffered by
Guinness Harp.
In the year 1995 a new product line “satzenbrau” was in the market
and it received attention in Lagos and west Ibadan to be precise for
now.
In 1990 another product line “Malta Guinness”, was also in the
market and it has received attention all over the country and outside the
country.
It
indeed received acceptance and as such requires effective management system, to
guide against the future of all lines of product carried out by Guinness Nigeria
Plc. (www.Guinnessnigeria.com).
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