IMPACT OF WORK ENVIRONMENT, SUPERVISION AND JOB SATISFACTION ON EMPLOYEES’ PRODUCTIVITY
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FIRST PART
INTRODUCTION
1.1 CONTEXT OF THE STUDY
The productivity of employees is the lifeblood of any firm. Any successful business is aware that its success is largely attributable to its devoted, highly productive employees. Employees that exert extra effort frequently have a significant impact on corporate revenues. A company’s success can be hindered by employees who do only the minimum required by their job requirements. Increasing productivity is one of the most important company objectives. Unfortunately, Human Resource specialists rarely regard this activity as a genuine duty. While the majority of Human Resource professionals recognize that their job comprises setting policies, processes, and programs controlling people management, few seek to link these components to enhancing employee output (volume, speed, and quality) in terms of revenue per person. It is essential to motivate all employees to maximize their productivity and reach their full potential. Companies that recognize and support higher productivity are likely to experience greater success than their competitors (Sahay, 2005).
It is difficult to overstate the significance of qualified labor to the social, political, and economic growth of any nation. No nation is known to have achieved and maintained a high level of economic growth and development without a sufficient supply of labor. Human resources are the most important factor in unlocking the powers of economic and social progress, because without them all other variables must wait. (Nwachukwu 1988, p-128) According to Nwachukwu, rapid economic development in advanced countries is a result of improvements in the quality of the labor force. Kuznet, cited in Nwachukwu, observed that “the major capital stock of an industrially advanced country is not its physical equipment; it is the body of knowledge accumulated 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 essential since it enables businesses to be more cost-effective. The less expensive it is to make a product, the greater a company’s output for a particular reason. This permits the firm to generate a greater profit. The importance of employee productivity stems from the fact that completing tasks contributes to the expansion of the business. If the business expands and advances, profits will rise. If the company’s revenues improve, not only will the managers be delighted, but they will also hire additional employees, pay increases to those doing a good job, and boost their perks. If employees are company shareholders, they will receive even more benefits, as their shares will appreciate in value and they will have a comfortable retirement fund. Productivity is beneficial for everyone and vital to the existence of a business.
1.2 DESCRIPTION OF THE PROBLEM
Although attempts have been made in the past to address the persistent problem of poor productivity in Nigeria, through the establishment of bureaucratic entities such as the Productivity, Prices and Income Board (PPIB), the problem has largely persisted. Despite the fact that Nigeria is richly and extraordinarily endowed with the three basic principal factors required for productivity enhancement, namely capital, human and mineral resources, it has been unable to utilize these factors to obtain at least a corresponding level of outputs; as a result, the country remains impoverished many years after attaining political independence.
Tangen (2002) contends that profitability is a definite component of productivity, but that profitability is heavily influenced by the prices a company spends for its inputs and receives for its outputs. If a corporation can recover more than the cost of its inputs via higher prices for its output, it can raise its profitability even if its productivity is falling. This is another compelling case for expressing production in physical units (in quantities) rather than monetary terms. However, profitability as a performance measure primarily targets shareholders as the interest group, and many researchers contend that using monetary ratios as productivity measures will result in a number of drawbacks, such as encouraging short-termism and discouraging a customer-centric approach.
1.3 OBJECTIVES OF THE STUDY
The purpose of this study is to examine the effect of work environment, supervision, and job satisfaction on employee productivity, using ACCION microfinance bank as a case study. The particular aims are:
Determine the nature of the ACCION microfinance bank’s work environment.
Determine the characteristics that influence the work environment at ACCION microfinance bank.
Determine if a poor work environment affects the productivity of ACCION microfinance bank staff.
Examine the effect of adequate supervision on the commitment of ACCION microfinance bank employees.
5. Determine the relationship between employee job satisfaction and performance at ACCION Microfinance Bank.
1.4 RESEARCH QUESTIONS
The following are the pertinent research questions linked to this study:
What is the nature of the ACCION microfinance Bank’s work environment?
What variables influence the work environment at the ACCION microfinance bank?
Does a poor work environment effect the productivity of ACCION microfinance bank employees?
What effect does good supervision have on the dedication of ACCION microfinance bank employees?
What is the relationship between employee job satisfaction and performance at ACCION microfinance bank?
1.5 RESEARCH HYPOTHESIS
There is a correlation between employee job satisfaction and performance at ACCION microfinance Bank (H1).
There is no correlation between job happiness and staff performance at ACCION microfinance Bank.
1.6 Importance of the Research
The findings of this study will allow the organization’s decision-makers to assess the impact of the working environment. The management will recognize both the positive and bad consequences of the working environment on the productivity of the organization’s personnel, and hence her performance.
The study will also enable the researcher to identify and comprehend other factors that contribute to employee productivity in firms. Additionally, the researcher will be aware of the initiatives that FBOs have used to enhance the working environment.
The study will provide funders and other stakeholders with the confidence to continue contributing funds and their efforts, as their goals will be attained once the workforce feels inspired. As a result of the improved performance, the faithful will also be encouraged to identify with the program and provide greater resources to its implementation.
IMPACT OF WORK ENVIRONMENT, SUPERVISION AND JOB SATISFACTION ON EMPLOYEES’ PRODUCTIVITY
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