IMPACT OF WORK ENVIRONMENT SUPERVISION AND JOB SATISFACTION ON EMPLOYEES’ PRODUCTIVITY
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IMPACT OF WORK ENVIRONMENT SUPERVISION AND JOB SATISFACTION ON EMPLOYEES’ PRODUCTIVITY
Chapter one
INTRODUCTION
1.1 Background of the Study
Employee productivity is the “heart and soul” of any organisation. Any successful organisation understands that devoted employees with high productivity contribute significantly to the company’s success.
Employees that put in extra effort can make a significant impact in corporate profits. Employees who simply accomplish what their jobs need can hinder a company’s success.
Increasing productivity is one of the most important goals in company. Unfortunately, Human Resources experts rarely accept this activity as a valid duty. While most Human Resource professionals recognise that their job comprises developing policies, processes, and programmes for people management, few seek to link such components to increased employee output (volume, speed, and quality) in terms of revenue per person.
All personnel must be motivated to realise their maximum potential and maximise their production. Companies that recognise and encourage greater productivity are more likely to succeed than those that do not (Sahay 2005).
The significance of qualified labour in any country’s social, political, and economic progress cannot be overstated. No nation has been known to achieve and sustain high levels of economic growth and development without an adequate supply of labour.
Of all the components that unleash the forces of economic and development, a country’s human resources are the most important since without them, all other aspects must wait. (Nwachukwu 1988, p. 128).
According to Nwachukwu, positive changes in the quality of the workforce account for rapid economic development in advanced countries. Kuznet in Nwachukwu once observed that “the major capital stock of an industrially advanced country is not its physical equipment;
it is the body of knowledge amassed from tested findings and discoveries of empirical science, and the capacity and training of its population to use this knowledge”.
According to Kauno (2005), productivity is crucial since it allows businesses to be more cost-effective. The more production a business generates for a certain cause, the less expensive it is to manufacture the product. As a result, the company’s profit margins improve. Employee productivity is vital since completing your tasks contributes to the company’s growth.
Profits will rise as the business expands and improves. If the company’s revenues rise, not only will the managers be delighted, but they will also recruit additional staff, pay increases to those who perform well, and improve their perks.
Employees who become shareholders in the company will receive additional benefits since their shares will be worth more and they will have a larger nest fund when they retire. Productivity is beneficial to everyone and necessary for a company’s sustainability.
1.2 Statement of the Problem
Despite previous attempts to address the issue of poor productivity, which has long been a source of worry in Nigeria, such as the development of bureaucratic entities such as the Productivity, Prices, and Income Board (PPIB), the problem has remained more or less unabated.
Although Nigeria is undeniably endowed with all three basic principal factors required for productivity enhancement, namely capital, human, and mineral resources, it has been unable to capitalise on these factors to produce at least a corresponding level of outputs, resulting in the country remaining impoverished several years after achieving political independence.
Tangen (2002) contends that the term productivity certainly includes a profitability component, but profitability is heavily determined by the prices a corporation pays for inputs and receives for outputs. If a corporation can recover more than the cost of its input from higher output prices, its profitability can increase even when productivity declines.
That is also a strong argument for productivity being measured in physical units (quantities) rather than monetary terms. However, profitability as a performance measure primarily targets shareholders as an interest group
and many researchers argue that using monetary ratios as productivity measures will result in several flaws, such as inducing short-termism and discouraging the customer perspective.1.3 Objectives of the Study
The overall goal of this research is to look into the impact of the work environment, supervision, and job satisfaction on employee productivity, using ACCION microfinance Bank as a case study. The precise aims include:
1. Determine the characteristics of the work environment at ACCION microfinance Bank.
2. To investigate the elements influencing the work environment at ACCION Microfinance Bank.
3. Investigate whether a negative work environment affects staff productivity at ACCION Microfinance Bank.
4. To investigate the impact of adequate supervision on workers’ commitment at ACCION Microfinance Bank.
5. To determine the association between job happiness and employee performance at ACCION Microfinance Bank.
1.4 RESEARCH QUESTIONS.
Relevant research questions for this project include the following:
1. What is the nature of the work environment at ACCION Microfinance Bank?
2. What variables influence the work environment at ACCION microfinance Bank?
3. Does a negative work environment hinder the productivity of employees at ACCION Microfinance Bank?
4. How does good supervision affect the dedication of staff at ACCION Microfinance Bank?
5. What is the relationship between job happiness and employee performance at ACCION Microfinance Bank?
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