EFFECTS OF JOB SATISFACTION ON EMPLOYEE PERFORMANCE
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EFFECTS OF JOB SATISFACTION ON EMPLOYEE PERFORMANCE
Chapter one
1.0 Introduction
1.1 Background of the Study
Employee performance is the factor that determines job satisfaction. Employees must be more satisfied with their jobs. The complexity of operations and functions necessitates the implementation of appropriate organisational strategies and managerial skills, whether in the public or private sectors, to facilitate job satisfaction.
Managers are thus tasked with combining available resources in the appropriate proportions to work with and through employees to accomplish the desired organisational outcome.
In the past, human performance in the workplace was not primarily determined by the aptitudes or talents that the person brought to the job, but rather by the motivating, energising, or including aspect that the organisation used to achieve their organisational goals.
The condition that causes variation in the intensity, quality, and direction of employees’ continuing behaviour is referred to as the individual’s attempts to meet his wants. (Akanwa P.U 2004) To this end, management must be thoroughly aware of the behaviours of individuals working in an organisation before embarking on any employee-related process.
This is because satisfying subordinate requirements leads to job satisfaction and efficiency, which motivates them to work or act, whereas employees execute their jobs reluctantly and inefficiently.
This demonstrates that employee is an ongoing process within an organisation that must be successful because the effective mobilisation and utilisation of the effort of workers who comprise the labour force lies within the individual and their environment, which provide feedback and reinforce the put density and direction.
Looking at the issue from another angle, it has been observed that humans differ in their personalities and the extent to which they wish to remain committed to their chosen occupations, depending on the extent to which these jobs satisfy their needs. Material can thus profit by matching task requirements and behaviour per-disposition.
But in a situation when an organisation plays down on the employee of its deployment or dalliance of payment of wages and salaries in other benefits, there arises a condition in which workers feel retarded and hunted by fear of job security.
Finally, this mimy sectoria ebonyi stater research work carried out in bears the fact that employee does not necessarily have to be made up of extrinsic rewards which induce job satisfaction and high productivity this can also be found
1.2 Statement of Problem
Employee problems in many organisations have arisen as a result of workers being dissatisfied with their occupations, prompting them to continue looking for jobs that will meet their demands and pleasure.
For starters, it is a well-established fact that an employer is expected to provide working conditions that are conducive to the welfare of employees in order to maintain a productive and healthy workforce, but it has not been able to identify this in this regard, as rewards require satisfaction and individual differences in the people who receive them.
It also draws them. It also attracts the attempting of the managers in coordinating most cases misapply in the organisational setting, such as decision making, which must be done with the cooperation of the subordinates as a way of moving the organisation forward,
and also knowing the individual perspectives in some cases of the organisation, which if not done, the organisation would be faced with an up until task in its bid to satisfy workers and gain their commitments if the worker situation or
Because the concept of employee is frequently misapplied and means different things to many employees in an organisation, despite the volume of previous research material on the subject,
the investigators thought it prudent to conduct research into job satisfaction on worker performance in Mimy Sectoria Ebonyi, State, in order to determine the applicability or otherwise of the concept in the establishment.
1.3 PURPOSE OF THE STUDY
The aims of this study, in addition to meeting a company’s requirements, include the following:
To research whether or not employees in statutory establishments are motivated by working conditions that promote job satisfaction.
To determine whether workers are permitted to engage in decision making in Mimy Sectoria Ebonyi State, as well as the presence or absence of workers’ participation in decision factions.
The study also looks into whether the availability of incentives such as promotion, training, end-of-year bonuses, job stability, and so on causes workers to perform better, resulting in increased productivity.
To make recommendations on strategies that can improve job satisfaction in organisations, both private and public, in order to reduce administrative problems caused by a complete lack of or poorly administered incentives for employees.
1.4 RESRACH QUESTIONS
Do you provide unique incentives to your employees?
Do you believe that employees should be involved in decision-making within the organisation?
Do you believe that employees should participate in organisational decision-making?
Does your current position in the organisation provide you with job satisfaction?
Has management ever funded you for in-service training?
Do you believe the organisation has done enough staff training?
Do you believe the management here doing enough to promote Mimy Sectoria Ebonyi State?
Do you like your current employment at Mimy Sectoria Ebonyi State?
Should workers in Mimy Sectoria Ebonyi State be promoted?
1.5 Significance of the Study
The relevance of this study is that it will help the administration of Mimy Sectoria Ebonyi State understand how staff feed, what policies to implement, and how to boost their efforts.
It will also help department heads understand how to conduct or carry out their work, as well as other researchers and policymakers, in boosting and controlling organisational job satisfaction. It will also provide guidance on how to best create administrative policies, particularly those affecting employees.
1.6 SCOPE OF THE STUDY
The scope of this duty will focus on the effects of job satisfaction on worker performance; it was also done out in Mimy Sectoria, Ebonyi State.
1.7 Limitations of the Study
While carrying out this project, the researchers confronted several limitations, including financial limits, a time issue, and a lack of information.
1.8 Definition of Terms
This project work entailed the usage of terminology that would appear weird in other fields of human endeavour. The words that require explanation include:
JOB SATISFACTION: This relates to the emotion that he has for the job he is now doing.
EMPLOYEE: This might be defined as the reason why people behave the way they do, or as the factor that encourages and influences positive behaviour in the workplace.
EXTRINSIC REWARD: This refers to the external force or drive that has the ability to motivate someone to perform.
INTRINSIC REWARD: the internal force or drive that motivates one to accomplish his obligations.
WORKER: a person who is engaged to perform physical or mental labour in order to make a living.
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