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IMPACT OF WORK
ENVIRONMENT, SUPERVISION AND JOB SATISFACTION ON EMPLOYEES’ PRODUCTIVITY
CHAPTER ONE
INTRODUCTION
1.1
BACKGROUND OF THE STUDY
Employees’
productivity is the heart and soul’ of any organization. Any successful
business knows much of its success is due to diligent workers with excellent
productivity. Employees who put forth extra effort often make a big difference
in company profits. The employees who do only what the job duties require, and
no more, can stymie the progress of a company. Increasing productivity is one
of the most critical goals in business. Unfortunately, it’s an activity seldom
accepted by Human Resource professionals as a legitimate mandate. While most
Human Resource professionals acknowledge that their job entails establishing
policy, procedures, and programs governing people management, few attempt to
connect such elements to increasing employee output (volume, speed, and
quality) in terms of revenue per employee. It is important to motivate all
employees to reach their full potential and maximal their level of
productivity. Companies that recognize and encourage increased productivity are
likely to be more successful than their counterparts that don’t (Sahay, 2005).
The
importance of qualified manpower in the social, political and economic
development of any nation can hardly be over emphasized. No nation is known to
have attained and sustained high level of economic growth and development
without ample supply of manpower. Of all the factors that unlock the forces of
economic and development, a country’s human resources is the most vital because
without, it all the other factors have to wait. (Nwachukwu 1988, p-128)
Positive changes in the quality of work force according to Nwachukwu, account
for rapid economic development that has taken place in advanced countries,
Kuznet in Nwachukwu once observed that “the major capital stock of an
industrially advance 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”.
Kauno (2005)
says productivity is important because it allows the business to be more cost
effective. The more output a business has for a specific cause, the cheaper it
is to produce the product. This in turn allows the business to have a higher
profit. Productivity on the part of employees is important because getting your
job done will help the company’s growth. If the company grows and progresses,
profits will increase. If profits in the company increase, not only will the
bosses be happier but they will hire more people and give raises to those doing
a good job and increase benefits for them. If employees are shareholders in the
company they will win even more benefits since their shares will be worth more
and they will have a nice nest egg when they retire. Productivity is good for
everyone and important for a company’s survival.
1.2
STATEMENT OF THE PROBLEM
Although
attempts have been made in the past to tackle this problem of low productivity
which has been a long standing concern in Nigeria, though establishment of such
bureaucratic institutions as the Productivity, Prices and Income Board (PPIB),
the problem remained more or less unabated. It is not in doubt that Nigeria is
richly and extra-ordinarily endowed with all the three basic principal factors
needed for enhancement of productivity, namely, capital, human and mineral
resources, it has been unable to take advantage of these factors to obtain at
least a corresponding level of outputs consequent to which the country, several
years since it attained political independence, is yet poverty ridden.
Tangen
(2002) argues the term productivity clearly has a profitability component, but
profitability is strongly influenced by the prices a company pays for its input
and receives for its output. If a company can recover more than the cost of its
input from rising prices for its output, its profitability can be increased
even in times when its productivity is decreasing. That is also a strong
argument for productivity being expressed in physical units (in quantities)
instead of monetary units. However, profitability as a performance measure
mainly addresses shareholders as the interest group and many researchers
therefore claim that using monetary ratios as productivity measures will result
in several shortcomings, for instance, induce short-termism and discourage the
customer perspective.
1.3
OBJECTIVES OF THE STUDY
The general
objective of this study is to investigate the impact of work environment,
supervision and job satisfaction on employees’ productivity, a case study of
ACCION microfinance Bank. The specific objectives are:
1. To
ascertain the nature of the work environment of ACCION microfinance Bank.
2. To find
out the factors affecting the work environment of ACCION microfinance Bank.
3. To
investigate if poor work environment affects the productivity of employees in
ACCION microfinance Bank.
4. To
examine the influence of proper supervision on the commitment of workers in
ACCION microfinance Bank.
5. To access
the relationship between job satisfaction on the performance of employees in
ACCION microfinance Bank.
1.4 RESEARCH
QUESTIONS
The relevant
research questions related to this study include the following:
1. What is
the nature of the work environment of ACCION microfinance Bank?
2. What are
the factors affecting the work environment of ACCION microfinance Bank?
3. Does poor
work environment affects the productivity of employees in ACCION microfinance
Bank?
4. What is
the influence of proper supervision on the commitment of workers in ACCION
microfinance Bank?
5. What is
the relationship between job satisfactions and the performance of employees in
ACCION microfinance Bank?
1.5 RESEARCH
HYPOTHESIS
H1 – there
is a relationship between job satisfactions and the performance of employees in
ACCION microfinance Bank.
H0 – there
is no relationship between job satisfactions on the performance of employees in
ACCION microfinance Bank.
1.6 SIGNIFICANCE
OF THE STUDY
The results
of this study will enable the organization’s policy makers evaluate the impact
of working environment. The management will appreciate both the positive and
the negative effects that working environment can have on the productivity of
the organization’s employees hence her performance.
The study
will also enable the researcher know and understand other reasons that are
attributed to productivity of employees in organizations. The researcher will
also know the measures that FBOs have adapted to improve their working
environment.
The study
will give the donors and all other stakeholders’ confidence to continue
ejecting finances and their efforts respectively since their objectives will be
realized once the staff feel motivated. The faithful will also feel encouraged
to identify themselves with the programme including giving their resources more
towards the implementation of the programmes activities once they realize the
performance is better.
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