TABLE OF CONTENT S
Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of content
List of tables
List of figures
CHAPTER
ONE
1.0
Introduction
1.1.
Background
of the study
1.2.
Statement
of the problems
1.3.
Objective
of the study
1.4.
Research
Questions
1.5.
hypothesis
formulation
1.6.
Scope
of the study
1.7.
Significant
of the study
1.8.
Definition
of term
CHAPTER
TWO
2.0
Literature
review
2.1 Historical
perspective of the study
2.2 Douglas mcgregoris theory x and y
2.3 Elton
MAyoy and the Hawthorn experiment.
2.4 Abraham
maslow’s theory of needs.
2.5 Expectancy
theory
2.6 Herzberg’s
Theory of Job motivation.
2.7 Mb
Anammco news and Awake 22 Feb. 2002.
Reference
CHAPTER THREE
3.0 Research Design and methodology
3.1 Research design
3.2 Area of study
3.4 Population of the study
3.5 Sample and sample techniques
3.6 Instrument of data collection.
3.7 Validation of instrument
3.8 Reliability of the Instrument
3.9 method of data collection
3.10 Method of data analysis.
CHAPTER FOUR
4.0 Data presentation and analysis.
4.1 Presentation and analysis of data
4.2 Testing of Hypothesis
4.3 Summary of results.
CHAPTER FIVE
5.0
Discussion
conclusion and recommendation
5.1 Discussion of result findings
5.2 Conclusion and recommendation
5.3 Limitation of the study
Reference
CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY.
Man started seeing the need for
organization, which he realized that he is not self-sufficient. He came to
realize that with co-ordinate effort more output can be realized.
This was why, in the early times of
man, the creation, presentation and modification of organization become absolutely
necessary because the society at large on those organization. Consequently, man
desired to control his environment and to control the activities pf the
particular persona(s), in that given setting, through systems comprised of
technology and humans. Technology on it’s own cannot perform any thing unlike
the human aspect performs and this is where the personnel’s of an organization
comes in.
The
personnel’s (workers) of an organization must be satisfied before the
organization can experience growth and development. Therefore, personnel
satisfaction is a situation where the workers of an organization experience a
feeling of contentment which they get when they have achieved what they need or
desired. It can be seen also as a situation of fulfillment . on the other hand,
organizational growth has to do with size and quality while development has to
do with quality and advancement. There is no way an organization will grow and
develop when the people working it are not happy. Despite these facts, we should
bear in that human beings are insatiable and this is why human management
complicated. This is why this research is very important one because, we are
group to find out that without those workers, there will be no growth and
development.
Employers feel that regular payment
of wages and salary is all it takes to get workers, to put in their best, but
in this global world, the story is different. People are not only interested in
money but in other this job enrichment, self- actualization etc. Also, we will
see more better ways that the case study “ANAMMCO” has used, so as to achieved
their personnel satisfaction.
In order to accomplish this study,
Anammco has been selected as a case organization. The researcher will be studying the personnel profile in the contributed
to the success of the organization. The data for this study will be collected
through the use of questionnaire, direct interviews of persons and the study of
documents. Anammco is a company that deals with the manufacture and assembling of
Mercedes-Benz vehicle parts. This company started existing a very long time ago
and ever single than they have been very successful. Also, in the course of
studying this topic, we shall have to study some relevant theory of Abraham
Maslow, Herzberz and the rest of them that will be useful for more
understanding. Some current literatures will also be received.
1.2 STATEMENT
OF PROBLEM
This research work on the personnel
satisfaction of any organization and its effect on the organizational growth
and development, is a kind of gate way to the understanding of some important
factors, and these facts are what this research work will be based on.
However,
the question that arises and needed to be answered are:
·
Since
human being are insatiable, can the employees of an organization be really
satisfied at any point in time?
·
Does
the personnel satisfaction really have a role to play in the achievement of organizational
success?
·
What
factors contribute to employee satisfaction?
·
Will
factors of the organization because of its additional cost? These questions in a
nutshell form the problem of this research work.
1.3 OBJECTIVE
OF THE STUDY
Some early writer have written so
many things about workers in an organization and there re different ways
organization apply these theories to suit the. Therefore, the study will try to
achieve the following objectives:-
·
If
employees can be satisfies at any particular point in time, since human being
are said to be insatiable.
·
Whether
the role of personal satisfaction in the achievements of organizational
success.
·
Whether
the factors can lead to employee’s satisfaction.
·
If
it will be a burden on the organization or a relief.
1.4 RESEARCH
QUESTIONS
1. Does the success has a close relationship
with their personal satisfaction?
2. Does the technique applied in waste of
money?
3. Does the present techniques applied in
Anammco?
1.5 HYPOTHESIS
FORMULATION
Ho:
The success has no close relationship with their personal satisfaction.
Hi:
The success has no close relationship with their personal satisfaction.
Ho: The technique applied in waste of money.
Ho: The technique does not apply in waste of
money.
Ho: The present technique applied in Anammco in
order to achieve personal satisfaction in motivating.
Hi: There is no present technique apply in
Anammco.
1.6 SCOPE
OF THE STUDY
This research work I a case study of
Anammco, it will be covering all aspects concerning managements affairs with
the workers. Move especially, where it relates to motivation.
Anammco is a car assembling company
situated in Enugu
1.7 SIGNIFICANCE
OF THE STUDY
This
is a period in Nigeria nIgeria
In addition, the government will also
benefit from this research work by getting to know to handle the workers within
their states, also, this research will be of help to the management in Anammco,
as it suggested new and better ways of handling the personnel’sof the
organizations.
Finally, students will learn a lot from
this work, it it will be stocked in the library for students that wish to
become future entrepreneurs.
1.8 DEFINITION
OF TERM S
Coerced
– To make somebody do some thing by using force of being coercion. He paid the
money under coercion.
Magnanimous-
Very generous or for giving, especially towards a rival, an enemy, etc. a
magnanimous person/gesture I gift e.g he was magnanimous in victory (ie when he
won).
Systematic-
Done or acting according to a system or plan; a series of systemic in every
thing he does. Carefully planned in advance to hurt or destroy somebody/something
a systematic attempt to ruin somebody’s reputation.
REFERENCE
Boyd
H.W. JR and West fall R; (1972)
Marketing
Research Text and cases Home Wood illions, Richard D. iroin Inc.
Churchill
G.A Jr (1976), Marketing Research methodological foundations Illinois
Gay
L.R. (1981) Educational Research, Columbus
Ohio Co.
CHAPTER
TWO
2.0 REVIEW OF RELATED LITERATU RE
Under
this chapter, I will be systematically examine available books, Journals,
Periodical, Newspapers Etc. so as to obtain relevant information form them
which will be useful to the research problem under investigation.
The information sought are in the form
of ideas, though and opinions expressed in a particular topic, problem or as
result of empirical studies that have conclusion and recommendation which have
some close and meaningful relations to the present research problem.
To
ensure that adequate literature is reviewed, I have divided my review into
sections as stated below:-
(a)
Historical
perspective of the topic of study.
(b)
Relevant
theories
(c)
Current
literatures.
2.1 HISTORICAL PERSPECTIVE OF THE PERSONEL
SATISFAC TON ON ORGANIZATION GROWTH
AND DEVELOPMENT.
In
the early times, people were living ion subsistence farming Everybody wer
eproducing what to and his family will consume and needed little assistance
from the external environment for those things he cannot produce for himself,
and in order to satisfy those needs that he could not provide for himself, he
had to look for the person that has what he will offer (Trade by barter).
This
situation lead to the introduction of money as legal tender. We can use of now
to pay for what we need and it will be accepted generally.
Countries started developing, people now
saw the need to come together, need to working
together in the form of organization, to engage in different forms of business
stated emerging. Therefore, to get money, people had to work and by so doing
they contribute to the organizational growth and development. The organization
will then make profit and consequently expand.
The
organizations are social system organization combines science and people
(technology & humanity). Technology is difficult enough by it self, but
when you add people, you get an immensely complex social system that almost
defiles understanding.
People’s
attitude forwards work (technology) matters a lot in any organization because,
we say that attitude is an already internalized way of thinking. If a worker
has his non-chalant different attitude to work, it will definitely show in his
performance. Therefore, we have seen that the human angle matters a lot because, without them, nothing happens
in the organization.
This
is the case with “(Anammco). They have studied their workers properly and they
know how they are handling them and this is evident in the success record of
the organization. It is not because they pay high salary, but because their
workers are satisfies with the work conditions and also their opinions are
sought wherever the management wants to make some decisions concerning workers.
In Anammco, the department in charge of personal/workers in called personal
department.
2.2
DOUGLAS MCGREGOR’S THEORY OF X AND Y
The nature of people with all their
apparent contradictory feeling and emotion has long puzzled philosophers and
scholars. Some see people as having a capacity for tenderness, sympathy and
love with little need for external regulation. Others see people in the
organization as having tendencies towards cruelty, hate and destruction, with
the need for close central and regimentation for the good of the organization
such a duel nature of people was introduced into management theory by Douglas
Mcgregor. From observing traditional managers, Mc Gregor infrared that, their
approach to managing workers and their work were based on the assumptions
labeled theory “X” and the opposite set
of assumption labeled theory “Y”.
THEORY
x VIEW:
In
this traditional view of managing the workers and their work, the subordinate
is characterized as irresponsible, selfish and apathetic. This, managers who
evaluate worker behaviour from this point of view conclude that restriction
control are necessary. The following are some of the basic assumptions of
theory “X”.
1.
Work,
if not downright distasteful, is an enormous chore to be performed in order to
survive.
2.
The
average human being has an inherent dislike of work and will avoid it if he
can.
3.
Because
of his human characteristics dislike of work, most people must be coerced
controlled, directed or threatened with towards the achievement of
organizational ojectives.
THEORY
OF “Y”
Theory
“y” on the other hand outline a critical feature of managing workers and human
motivation. That sprang from controlled experiments by lightly fanned
researcher. In essence, this theory points to the fact that workers have wants
or need that are never completely fulfilled. Those who adhere to theory “y”
emphasize democratic relations in their organizations, which are often called participative management.
Some of the basic assumption of
theory “y” are the average person does not inherent dislike work to be
satisfying or punishing. People will exercise self direction and having
becoming interested in the human element within the organization. Due to the
reason above I shall be studying two theories by Elton mayor and Abraham
Maslow.
2.3
ELTON MAYOR AND THE HAW THORNE
EXPERIEMENT
Mayor
and the Harvard associates conducted a famous study of human behaviour in work
situation at the hawthorne
Under
this experiment, mayor placed two groups of six women each in a separate room.
In one room the conditions were varied, salaries were increased, coffee breaks
at varying lengths were shortened. The researchers who acted as supervisors
allowed the groups to chooses their period and to say in other financial
incentives were needed out because the groups were kept on the same payment
schedule.
Mayor
concluded that a complex emotional skin had touched of the productively
increases. Because the groups had been single out for special, attention, they developed
pride that motivated to improving their work performance. The sympathetic
supervision, they received had further re-enforced their increased motivation.
The result of this experiment gave mayor his first important discovering when
social attention is given to the workers by management, productivity will
increased regardless of actual changes in working conditions. This phenomena
because know as Hawthorne
Mayor
cater coached a massive interview programme to fine out why such attention and
formation of group bond could elicit such strong reaction. They found out that
informal work, the social environment of employees, hence a great influence on
productivity blockers work lace, based in part on mutual antagonism towords the
bosses, impacted some meaning to their work lines.
For
this reason, group pressure rather than management demands had the strongest in
thence on how productive they would be.
To
maximize output mayor and his associates concluded that management must
recognize the employees needs for recognition and social satisfaction. To mayor
the concept of “social man” motivated by “social needs” wanting on the job
relationships and more responsive to work group pressures than to
management control. He had to replace
personal economic needs.
The
elements in this experiment are:-
·
The
individual.
·
The
Individual group
·
The
participative Management.
2.4
ABRAHAM MASLOW’S THEORI ES OF NEEDS:
Abraham M. gave one classification of
human needs. He was a psychologist and was the one that developed a theory of
man motivation. At the core of his theory, is the concept that individuals are
motivated by fulfilling a hierarchy of needs, which shows that as the lower
level need are satisfies, they are no longer motivating factors. The
officer/manager must recognized that the need pattern of each worker is
different and should not assume that a single approach can be used to motivate
all workers toward the accomplishment of the organizational objectives. Also
management should not target that, the well satisfies needs do not motivate.
Abraham Maslow’s Hierarchy of needs:-
 |
·
 |
2.5 EXPECTANCY THEORY
Vroom
(1964:6-13) attached Hertzberg two factors theory as being too dependent on the
content and context of his research objectives. Vroom says that a person’s
motivation towards an action is determined by his anticipated values of all
positive by the strength of the person’s expectancy that the goal. He contends,
in other words, that motivation is produced by the anticipated work of an
action to a person and the person’s perception of the probability that his goal
would be achieved Uroom theory can be stated thus.
Motivational force- volume X expectancy”
Expectancy
is the perception that a particular output will occur as a result of certain
behaviour. Vroom valence is concerned with how much value an individual places
a specific out come.
The important thing to note here is that
the goal of employees in thence his behaviour.
When an individual is different about
achieving a certain goal, a valence of zero occurs. Also, there occurs, a
negative valence when individual would
rather achieve a goal. In each case, the end result would no motivation. If the
expectancy were zero or negative, the end result would likewise be no
motivation. Uroom concludes that motivational force which an employees exerts
to do his job depends both the valence and expectancy (Ejiofor;1984).
2.6 HERZBERG’S THEORY OF JOB MOTIVATIO N
According
to the theory formulated by Herzberg and his associates as a result of there
research conducted at the psychological service of pittshurgh, people work of
factors-hygene and motivator are present experience that create positive
attitudes towards work arises from job content itself and function as
motivators, examples of motivators are those incidents associated which
feelings of self improvements, recognition, achievement and for acceptance of greater
responsibilities.
When the hygiene factors are felt to be
inadequate by workers, the factors function as disasters. But when the hygiene factor
are present, they do not necessarily motivate employees of greater
productivity, instead, they make it possible for the motivator to function.
The positive feeling that may be aroused
as a result of the hygiene work conditions such as word of encouragement from
the supervisor or a pay increase, are relatively brief , in duration. When employees
are relatively brief, in duration. When employees are highly motivated and find
their jobs interesting and challenging, they are able to tolerate considerable dissatisfaction
with the hygiene factors. Although the hygiene factors cannot be ignored or slighted a full
measure of al hygiene factors does not make jobs interesting nor bring about
the attainment of the firms increase the presence of such motivating factors as achievement
recognition, the work itself, responsibility and advancement generally, and all
these could be achieved through job design and job enrichment in order to
provide challenge and creatively.
2.5
MB ANAMMCO NEWS AND AWAK E 22 FEB,2002 .
In Anammco, there is a customer
driven phisophy know as total quality management with the main aim of satisfying
both the internal and the external customers. Total means that every one is
involved. (MB-Anammco news 2001 p.20). for the fact that every one is involved
in the attainment of the required quality means that the human elements should
not be underrated. The scheme involves every one to put in his or her best all
fines. Workers are encouraged to do the right thing at the time.
Awake (February 2002) stress stems
from impersonal, ever changing and often hostile work place therefore, employer
endeavor to help employes overcome this. As a result both the employees and
organization will benefit. For an instance, a company that redesign their office
to avoid sick building syndrome” found
that before long productivity was up and staff satisfaction levels had improved
dramatically, it was also found that fewer people were out on sick eave.
Therefore, it can be seen that taking cares of workers makes good sense economically.
When
people come together to accomplish a given task an organization has been
formed. Therefore, the purpose of any organization is to bring together or
co-ordinate the human and material resource of an organization in order to
accomplish an objective. Also personal satisfaction is associated with
productivity and that increased satisfaction will lead to increase
effectiveness and efficiency workers should not be left out in decision making it
is there important to develop an effective communication between the carious
levels of hierarchy that allow for exchange of information necessary for better
performance. (Ojemba gagbo:2001 p 80)
According
to H.T. GRAHAM (1987) ttla quality management is a continuous process that that
lies heavy on the employees of any organization, the need to motivate the
employees to continuously contribute to the achievement of the company’s objectives
cannot be over emphasized.
The
benefits of total quality management are:
- Improved
Profitability and competitiveness.
- organizational
effectiveness
- Customer
satisfaction.
REFERENCE
Graham
H.T. (1987 Human resources management;
Ojemba
G.A. (2001). The practice of management Enugu
Iyke ventures production Ltd.
Nick
A.O. (2001), Modern approach to office management
and administration Enugu Co.
Akpala.
A. (1984), Managing industrial relations in Nigeria Lagos
Ejiofor.C.
(1984). The classical theories of motivation and
their relevance to Nigeria Ibadan
Allison P. “Total Qoality management”
Anammco News Vol.3, No 1 p.20 making your work environment safe. Awake; 22 February 2002 P.2
CHAPTER THREE
RESEARCH
DESIGN AND METHODOLOGY
RESEARCH
DESIGN:
This
research work “the impact of personal satisfaction or organizational growth and
development is geared towards finding out the extent to which the satisfaction
of workers can go in finding organizational growth and development. This is
because, some people seem it, that payment of workers and is all it takes to
satisfy workers, and do not recognize the workers satisfaction directly affects
the output of the organization.
Under
this research design, we shall see who constitute the population to be studied;
the sample of members to be studied and the means of data collection and
analysis e.t.c
3.5
AREA OF STUDY
The
area of this study is the Anamaco, Emene Enugu, a company that deals on the
manufacturing of Mercedes
Benz
3.3 POPULATION FOR STUDY
The organization for this study was randomly selected to
be representative of all existing organizations since it is very large and well
organized company with all necessary departments
Therefore,
the population for this study is the entire employee of Anammco. The population
consistsof 100 people that are spread out in the various departments
3.4
SAMPLE AND SAMPLI NG TECHNIQUE
The
sample is selected to make equal representation of each cadre of staff. The
sample is made up of 100 staff. I have decided to study only a sample (a
portion of the population). This is because of the large number of staff in Anammco
and limited time I have to carry out this research. Furthermore, the resource
(human and material) available for the research are inadequate. Therefore to
get authentic result, I have decided to use the sampling method that will
enable me to picking the individuals respondents which will constitute my
sample and provide required data and they were picked in such a way that there
is no bias error.
SAMPLING
TECHNIQUES
The
method of sampling I used came under the probability sampling and it is called
the stratified random sampling. The entire population is divided into
homogenous groups (state). This is to reduce time and cost involved in sampling
and also to ensure that the sample represents all the segments of the population
study. The sample size is shown below
SAMPLE
|
ADMINISTRATIVE
|
INTERMEDIATE
|
JUNIOR
|
TOTAL
|
SIZE
|
STAFF 30
|
STAFF 40
|
STAFF 30
|
100
|
3.5 INSTRUMENT FOR DATA
COLLECTION
In order to get the necessary
information needed for the problem solving, I decided to go through the oral
interview and also making use of questionnaires. I concluded an unstructured
oral interview, I had a face contact with the respondents and got the required
information verbally by making use of a property framed questions to make it
easy for respondents to understand so as to get accurate information.
In terms of questionnaires, I combined
both the structured and unstructured questionnaires so that respondents could
express their views freely for questions that needed such explanations. For those
questions that do not need explanation, I required them to choose from the
options required.
3.5 VALIDATION OF INSTRUMENTS USED
The test-retest technique is a practical
approach I used in establishing the validity of the questionnaires. The
respondents who have completed the questionnaires more humbly were asked to
complete it again as part of the standardization of the questionnaires. Their
choices were then completed for constituency.
3.6 RELIABILITY OF THE
INSTRUMENT
The question were asked in clear and
simple English not with words that have ambiguous meanings that are difficult
to understand. Therefore, the respondents gave the right answers to the
questions since they knew what was required of them.
3.7 METHOD OF DATA
COLLECTION
I
went to their places of work and interviewed the staff to get what I wanted;
also some staffs did not have the time were interviewed on phone some staff
were interviewed to find out whether they fulfilled the criteria for selection.
Those who qualified for the selection were given the questionnaire and were
expected to fill them so that the researcher will return with them. Some
complied with the request, while others due to unforeseen circumstances could
not fill the instrument on the spot. All questionnaires filled was collected
and a second as well as the third visit was paid to collect questionnaires
which were left with the respondents. In some cases, the respondents were not
found and in other cases the questionnaires were missing. A total of 40
questionnaires were missing.
CHAHPTER
FOUR
The data collected in chapter 3 has been
presented in tabular form for easy analysis. The data has been analyzed under
the following leadings:
Overall
view of personal satisfaction on organizational growth and development.
Administration’s staff views on the impact of
personal satisfaction on organizational growth and development. Intermediate staffs
view on the impact of personal satisfaction on organizational growth and
development. Junior staffs view on the impact of personal satisfaction on
organizational growth and development.
WHAT
ARE THE OVERALL VIEW OF RESP ONODENTS
ON THE IMPACT OF PERSONAL SATIS FACTION
ON ORGANIZATIONAL GROWTH AND DEVELOPMENT?
NO
|
DIMENSION
|
NO-60
AGREED
|
UNDECIDED
|
DISAGREE
|
|||
NO
|
%
|
NO
|
%
|
NO
|
%
|
||
1
|
Anammco
has been a success of its reputation for producing quality products
|
34
|
90
|
6
|
10
|
||
2
|
The
success has a close relationship with their personal satisfaction
|
30
|
90
|
6
|
10
|
||
3
|
The
present techniques applied by Anammco for achieving personal satisfaction is
motivating
|
39
|
65
|
9
|
15
|
12
|
20
|
4
|
The
techniques applied are a waste of time and money
|
60
|
100
|
||||
TABLE 4.2
Here 90% of the respondents are of the opinion that ANAMMCO has been known over the years for the production of high quality Mercedes Benz production. 30% of the respondents agree that the success of ANAMMCO is being facilitated by the satisfaction and contentment of the personnel and for personnel satisfaction is motivating while all the respondents that I collected their responses disagreed for their satisfaction are just a waste of time and money.
Here 90% of the respondents are of the opinion that ANAMMCO has been known over the years for the production of high quality Mercedes Benz production. 30% of the respondents agree that the success of ANAMMCO is being facilitated by the satisfaction and contentment of the personnel and for personnel satisfaction is motivating while all the respondents that I collected their responses disagreed for their satisfaction are just a waste of time and money.
ADMINISTRATIVE
STAFF’S VIEW ON THE IMPACT OF PERSONNEL SATISFACTION ON ORGANISATIONAL GROWTH
AND DEVELOPMENT
NO
|
DIMENSION
|
NO-60
AGREED
|
UNDECIDED
|
DISAGREE
|
|||
NO
|
%
|
NO
|
%
|
NO
|
%
|
||
1
|
Anammco
has been a success of its reputation for producing quality products
|
27
|
90
|
3
|
10
|
||
2
|
The
success has a close relationship with their personal satisfaction
|
21
|
70
|
6
|
20
|
3
|
10
|
3
|
The
present techniques applied by Anammco for achieving personal satisfaction is
motivating
|
18
|
60
|
12
|
40
|
||
4
|
The
techniques applied are a waste of time and money
|
30
|
60
|
||||
TABLE 4.2
Here,
almost all the respondents (90%) agreed that ANAMMCO has been a success because
of its reputation for high quality products. Secondly, 70% of the respondents
agreed that the success of the company has a close relationship with their
personnel satisfaction. On the other hand, (60%) of the respondents agreed that
the techniques employed by the company is quite motivating while everybody
agreed that the techniques being applied are not just waste of time and money.
WHAT
ARE INTERMEDIATE STAFF’S VIEW ON THE IMPACT OF PERSONNEL SATISFACTION ON
ORGANIZATIONAL GROWTH AND DEVELOPMENT?
NO
|
DIMENSION
|
NO-60
AGREED
|
UNDECIDED
|
DISAGREE
|
|||
NO
|
%
|
NO
|
%
|
NO
|
%
|
||
1
|
Anammco
has been a success of its reputation for producing quality products
|
35
|
87.5
|
5
|
12.5
|
||
2
|
The
success has a close relationship with their personal satisfaction
|
20
|
50
|
10
|
25
|
10
|
25
|
3
|
The
present techniques applied by Anammco for achieving personal satisfaction is
motivating
|
30
|
75
|
10
|
25
|
||
4
|
The
techniques applied are a waste of time and money
|
10
|
25
|
30
|
75
|
||
Here,
87.5 of the respondents agreed that ANAMMCO has been a success because of its
reputation for high quality products also half of the respondents (50%) agreed
that the success of ANAMCCO has a close relationship with their satisfaction.
75% of the respondents agreed that the present techniques applied by ANAMMCO
for achieving personnel satisfaction is motivating while nobody agreed with the
fact that the techniques being applied by time and money.
WHAT
ARE STAFF’S VIEW ON THE IMPACT OF
PERSONNEL SATIS FACT ION ON ORG ANISATIONA L GROWTH AND DEVELOPMENT?
NO
|
DIMENSION
|
NO-60
AGREED
|
UNDECIDED
|
DISAGREE
|
|||
NO
|
%
|
NO
|
%
|
NO
|
%
|
||
1
|
Anammco
has been a success of its reputation for producing quality products
|
25
|
83
|
8
|
16.7
|
||
2
|
The
success has a close relationship with their personal satisfaction
|
17
|
56.7
|
8
|
26.7
|
5
|
|
3
|
The
present techniques applied by Anammco for achieving personal satisfaction is
motivating
|
15
|
50
|
10
|
33.3
|
5
|
16.7
|
4
|
The
techniques applied are a waste of time and money
|
5
|
16.5
|
25
|
83.5
|
||
Here
83.3% of the respondents agreed the ANAMMCO has been a success because of its
reputation for producing high quality Mercedes-Benz product. 56.7% of
respondents agreed that the success was brought about by their personal
satisfaction. 50% agreed that the present techniques applied by ANAMMCO for
achieving personnel satisfaction is motivating. Finally, 83% of the respondents
agreed that the techniques are not just a waste of time and money.
4.2 TESTING OF
HYPOTHESIS
The
hypotheses formulated for the study are:
I.
Workers
can actually be satisfied
II.
When
workers are happy they put in their best
III.
Personnel
Satisfaction will not compound the economic problem of the company.
Personnel’s
satisfaction is the root of any organizations success. Based on the data
collected, collected the hypothesis will be tested each using chi-square (X2). We shall be testing both the null
hypothesis and alternative hypothesis and alternative hypothesis.
TABLES
AND ANALYS IS
Chi-square
Formular
– X2 = 2 (O – E)2
E
Where:
X2 = Chi-square
O = Observed frequency
E = Expected Frequency
2 = Sum of Operative Assumption.
RESPONSE OF STATE ON
NETHER THE TECHNIQUES APPLIED BY ANAMMCO ARE MOTIVATING
Alternative
response
|
Frequency
|
Percentage
|
Strongly
agree
Disagree
Strongly
disagree
Total
|
45
30
25
100
|
68.2
16.0
15.8
100
|
TABLE 4.5
Using
the formular = X2 = (o-E)2
E
Alternative
response
|
Frequency
|
Percentage
|
Strongly
agree
Disagree
Strongly
disagree
Total
|
55
30
15
100
|
35
35
30
100
|
E = 60
4
X2 = (35-15)2 +
(10-15)2 +10-15)2 + (10-15)2
= 202 + 15 + 15 15 15 
-52 +-52 10
= 15 +
15 15 15
400 +25
25 +100
15 -15 – 15
– 15
= 26.7 + 1.7
+1.7 +6.7
= 36.8
comparing
the test, statistic with the critical value 36.8 >7.15. therefore the
alternative hypothesis.
HYPOTHESIS 2
Ho:
When workers are happy, they do not put in their best.
Hi:
when workers are happy they put in their best.
QUESTIONNAIRE QUESTION:
Anammco
has not been encountering serious problems with staff performance?
TABLE 4.6
THE RESPONDS OF STAFF
ON WHETHER ANAMMCO HAS BEEN ENCOUNTERING SERIOUS PROBLEM WITH SATFF PEFORMANCE.
Alternative
response
|
Frequency
|
Percentage
|
Strongly
agree
Agree
Disagree
Strongly
disagree
|
20
35
20
25
|
16.7
41.7
16.6
25
|
Total
|
100
|
100
|
Using
the formular X2 E(10-E)2
From
Table 4.6 above
Alternative
response
|
Frequency
|
Percentage
|
Strongly
agree
Agree
Disagree
Strongly
disagree
|
20
35
20
25
|
1.7
3.3
33.3
61.7
|
Total
|
100
|
100
|
E = (60 = 15)
4
X2 = (10-15)2 +
(25-15)2 +10-15)2 + (15-15)2
= -52 + 15 + 15 15 15 10 +52 02
= 15 15
15 - 15 15 15
25+100
25 +0 10.1
comparing
the test statistic with critical value 10.1> 7.8 15 therefore, we reject the
null hypothesis.
Consequently
when workers are happy they put in their best
HYPOTHSIS 3
H0:
personal satisfaction will compound the economic problem of the company.
Hi:
Personal satisfaction will not compound the economic problem of the waste of
money.
THE RESPONDS OF STAFF
AS TO WHETHER THE BENEFIF APPLIED BY ANAMMCO FOR PERSONAL SATISFACTION ARE
WASTE OF MONEY
Alternative
response
|
Frequency
|
Percentage
|
Strongly
agree
Agree
Disagree
Strongly
disagree
|
20
35
20
25
|
1.7
3.3
33.3
61.7
|
Total
|
100
|
100
|
Table 4.7
Using
the formula: (0-E)2
E
From
Table 4.7 above
Alternative
response
|
Frequency
|
Percentage
|
Strongly
agree
Agree
Disagree
Strongly
disagree
|
0
11
30
47
|
25
25
25
25
|
Total
|
100
|
100
|
E
= 100 = 15
E_____
X2 = (1-15)2 + (2-15)2
+(20-15)2 + (35-15)2
= 15 + 15 15 15 142+132 52 222 =
15 +
15 15 15 196 +196 25 484= 15 15 15 15 13.1
11.3 1.7 + 32.3…..
= 54.4
Therefore,
company the test statistic with the critical value, we reject the null
hypothesis, and accept the alternative hypothesis. Consequently, personal
satisfaction will not compound the economic problem of the company.
HYPOTHESIS 4
Ho:
Personal satisfaction is not the root of any organization’s success.
Hi:
Personal satisfactions the root of any organization’s success.
QUESTINNAIRE QUESTION
Would
you agree that Anammco has adequate and capable human resources to satisfy it’s
market share?
TABLE 4.8
RESPONSES OF STAFF ON
WHETHER ANAMMCO WAS ADEQUATE AND CAPABLE OF HUMAN RESOURCES TO SATISFY IT’S
MARKETING SHARE.
Alternative
response
|
Frequency
|
Percentage
|
Strongly
agree
Agree
Disagree
Strongly
disagree
|
48
27
13
12
|
61.4
28.3
5
5.3
|
Total
|
100
|
100
|
From the above table
Alternative
response
|
Frequency
|
Percentage
|
Strongly
agree
Agree
Disagree
Strongly
disagree
|
48
27
13
12
|
25
25
25
25
|
Total
|
100
|
100
|
Formula: X2
= 2(o-E)2
E
Where
E = 100 = 15 ____
X2 = (38-15)2 +
(17-15)2 +(3-15)2 + (2-15)2
= 15 +
15 15 15 232+22 (-12)2 (-13)2 = 15
15 15 529+4
+ 144 +
169= 15 15 15 15 35.3
0.3 9.6 + 11.5
= 56.5
Comparing
the test with critical value 56.5>
7.8 15 therefore, we reject the null hypothesis and accept the alternative
hypothesis.
Consequently
personal satisfaction will not compound the economic problem of the company.
5.3 SUMMARY
OF RESULTS
From
all the data presented above, we will
see that on the aggregate, the respondents seen to agree that, the success
record of Anammco foe quit some time now stems not just from the use of hard work
of their personal. They also agree that what brough about this hard work is
because they are well satisfied and happy.
On the aggregate they agree that the
techniques applied by Anammco for personal satisfaction is motivating and that
it is not just a waste of money and time.
Also, from the testing of the
hypothesis, att the null hypothesis were rejected while all accepted
alternative hypothesis were accepted. This goes to show that all assumptions
(hypothesis) are correct and that if applied in the management of workers, will
bad to the success of the organization involved.
REFERENCE
Ani
Oluchi K. (2008), Business Administration and management, the researcher.
CHAPTER
FIVE
DISCUSSION OF RESULT,
RECOMMENDATIONS AND CONCLUSION
5.1 DISCUSSIONS
OF RESULTS AND FINDINGS:
Great impetus was given to the
development of interest in workers of organizations by the social reformers and
novelists. Criticism of employee’s behaviour and cruel treatment of employees
in the factual. By social reformers like lord shft Bury and Robert Oweri,
commentaries of Dickson’s Novel and the Observations of Fredrick Engels
awakened severel; under the privileged factors workers at the hands of the
employers. Welfare officers were the first people to be appointed with specific
responsibility to improve the conditions of employees.
They
dispensed benefits to the deserving unfortunate employees. The welfare
tradition remains strong in personal management and was predominantly concerned
with the physical environemtn of work and the Amelioration of hardship among
workers at this time.
This
was how managers got to understand that people constitute an organization’s
most important resources. An organization does not begin to function until the
people have been recruited to fulfill the specified roles and to provide the
specified activities associated with the role. People who work in an
organization are the starting point, they are resources that are relatively
inflexible in comparison with other resources like money and materials. The management
is to provide can be released at work and developed.
Therefore, organization now aim at
obtaining and retaining people for most efficient role performers and this
gives management an obligation to adopt policies and practice which insure
organization effectiveness and as well provide for the fulfillment of at least,
Minimum needs for security, maintenance of self esteem and opportunity to grow
etc. which are needs for an individuals to bring with him to an organization
and expects to fulfill. These are what lead to the question to which this work
has answered.
Ø
Since
human beings are insatiable, can the employees of an organization be really
satisfied at any point in time?
Ø
Does
personal satisfaction really have a role to play in the achievement of organizational
success?
Ø
Will
these factors compound economic problems of the organization?
Ø
What
factors contribute to employees satisfaction?
Fro the findings of this research. It
was ascertained that Anammco has been a
success over the years. We also found out that personal satisfaction has a
positive role to play in the achievement of organizational success since it was
agreed that the success of Anammco is a function of their personal satisfaction
that results to hard work. Further more it is true that hymen beings are
insatiable, workers of an organization can really be satisfied since workers of
Anammvo agreed that the techniques applied by Anammco is motivating. Also, we
found one, that any effort that the organization puts to achieve employee
satisfaction is not a waste of money. Instead it should be properly managed for better organizational behaviour.
5.2 RECOMMENDATION:
Going with the research findings, I
would like to recommend certain things we have found out. We have found out
that personal satisfaction leads to organizational growth and development. But
even in Anammco not all the staffs are satisfies; I recommend that the
management should look into the causes, and the dissatisfaction experienced by
those personal.
Through almost all the personnel’s
are satisfied, according to the research, the few are dissatisfied, can
constitute a threat to the organization.
This can happen through the organizational communication network in the
organization. Through this channels, the minds of the satisfied one’s.
therefore, for any organization (Anammco in particular) to really grow and
develop, the dissatisfaction should be detected and dealt with accordingly.
5.3 CONCLUSION
Men and machine work to achieve the
objective of an organization since objective do not accomplish itself. The
product or service objective satisfied the goal of the owner are accomplished
through men and machines working (Flippo 1971 p.40).
In
Anammco, we have the personal department that undertakes to selection and train
employee’s on jobs it explains to employ
the expections of management and justifies the actions of management on issues.
Where such management action appear is likely to provide unwelcome employee
response, personal department seeks to acceptable. It attempts to satisfy emploees
work related needs and deal with their problems. People at work expect to be
treated as aorthy and respected human beings and to have the individual cancer
and competence needs met. This expectation spurs them to greater effectiveness
and better performance, which can only be met within the context of efficient
management mutually respectful working relationship. Therefore management has
duty to adopt policies and practices which insure organization effectiveness
and as well provide for the fulfillment of at least minimum needs for security,
maintenance of self-esteem and opportunity to grow and develop which are the
needs an individual, bringd with him to an organization and say les 1977),
5.4 LIMITATION
OF THE STUDY
Like
all human endeavours, this study witness some limitations from a lot of
factors.
These factors put a check to a hundred
percent comprehensiveness of this research. First, finance was a militating
factor against this study because as a students, I do nor have enough money for
a very comprehensive research, 1950, wish
to express the fact that I encountered a lot of difficulties in
obtaining impregnation through interview and questionnaire due to the attitude
of some of the staff of Anammco. Most of them claimed time constrained to fill the
questionnaire. While the majority of others were reluctant in offering
information for fear of disclosing their views to the public, which they
presumed may cost them their jobs and this resulted in a lukewarm attitude even
when views will be treated in the strictest confidence.
Finally, time was a check on the
comprehensiveness of my research as my limited time was also needed for my
other obligations as a student.
REFERENCE
Boyd
H.W JR and West fall R; (1972), Marketing Research Text and cases Home Wood Illinois
Churchill
G.A. Jr, (1976), marketing Research Methodological foundations Illinois
Gry
L.R. (1981) Educational Research, Columbus
Ohio
BIBLOGRAPGY
Boyd
H.W JR and West fall R; (1972), Marketing Research Text and cases Home Wood Illinois
Churchill
G.A. Jr, (1976), marketing Research Methodological foundations Illinois
Gry
L.R. (1981) Educational Research, Columbus
Ohio
Graham
H.T. (1987 Human resources management;
Ojemba
G.A. (2001). The practice of management Enugu
Iyke ventures production Ltd.
Nick
A.O. (2001), Modern approach to office management
and administration Enugu Co.
Akpala.
A. (1984), Managing industrial relations in Nigeria Lagos
Ejiofor.C.
(1984). The classical theories of motivation and
their relevance to Nigeria Ibadan
Allison P. “Total Qoality management”
Anammco News Vol.3, No 1 p.20 making your work environment safe. Awake; 22 February 2002 P.2
Enyi
G.S (2002). Introduction to measurement and evaluation. Nigeria Harrison areso Nig. Ltd.
Orji.J.
(1999), Business reseach Methodology Enugu. Forth Dimension pub Co. Ltd.
Ezelue
A.C et al (1997) Basic principles in managing research projects, Enugu Metals
on pub. Co.
Hersen
et al (1981) progress in behaviour medication vol. 12 New York
Keith
D. (1981), Human Behaviour at work, new
York
and
Technology.
Faculty
of Management Sciences
Department
of Business Administration.
dear
Respondent,
THE
IMPACT OF PERSONAL SATISFACTION ON ORGANIZATIONAL GROWTH AND DEVELOPMENT.
I
am student of the above named institution, reasing Business Administration. I
am carrying out a study on the above topic.
This
questionnaires are designed for the purpose of academic research. The
information supplied will be held in strict confidence.
Your
honest opinion will therefore make this study a success by answering the
questionnaires below appropriately.
Thanks
for your anticipated co-operation.
Yours
faithfully,
Ani
Oluchi Kate
(Researcher).
INSTRUCTIONS
1. What is your sex?
A. Male ( ) B. Female ( )
2. Level of education?
a. WAEC?GCE ( ) B. OND/NCE ( )
3. Does the techniques applied by Anammco
motivating?
A. Strongly agree ( )
B. Agree ( )
C. Disagree ( )
E. Strongly disagree ( )
4. has Anammco been encountering serious
problem(s) with staff performance?
A. Strongly
agree ( )
B. Agree ( )
C. Disagree ( )
D. Strongly disagree ( )
5. Does the benefits applied by Anammco for
personal satisfaction waste of money?
A. Strongly agree ( )
B. Agree ( )
C. Disagree ( )
D. Strongly disagree ( )
6. Does Anammco have Adequate and capable
human resources to satisfy market share?
A. Strongly agree ( )
B. Agree ( )
C. Disagree ( )
D. Strongly disagree ( )
7. Overall view of respondents on the impact
of personal satisfaction on organizational growth and development.
a. What are success of its reputation for
producing quality products? ( )
b. Does the success has a close relationship
with their persona; satisfaction? ( )
c. Does present techniques applied by Anammco
for achieving personal satisfaction motivating? ( )
d. Does techniques applied a waste of time and
money?( )
8. What are intermedia staff’s view on the
impact of personal satisfaction on organizational growth and development?
a. Anammco has been a success of its
reputation for for producing quality products ( )
b. the success has a close development with
their personal satisfaction ( )
c. The present techniques applied by Anammco
for achieving personal satisfaction is motivating ( )
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