Project Abstract

Project Overview

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