THE IMPACT OF JOB SATISFACTION ON EMPLOYEES PERFORMANCE AND PRODUCTIVITY (A CASE STUDY OF)CHAPTER ONE

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THE IMPACT OF JOB SATISFACTION ON EMPLOYEES PERFORMANCE AND PRODUCTIVITY (A CASE STUDY OF CHAPTER ONE)

 

CHAPTER ONE

INTRODUCTION

  • Background of the Study

Job satisfaction can be defined as a psychological state of how an individual feels towards work, in other works, it is people’s feelings and attitudes about variety of intrinsic and ethnics elements towards job and employees performance and productivity of their jobs. The elements of job satisfaction are related to pay, promotion, benefits, work nature, supervision, and relationship with colleagues (Mosaveg hard, 2003).

Employee’s performance is considered as all around module of an organization’s human resource strategies. According to Simatwa (2011) job satisfaction means a function which is positively related to the degree to which one’s personal needs are fulfilled in the job situation. Kuria (2011)  argues that employees are the most satisfied and highly productive when their jobs offers them security from economic strain, recognition of their effort clean policy of grievances, opportunity to contribute ideas and suggestions, the affairs clean definition of duties and responsibilities, sound payment structure, incentives plan and profit sharing activities, health and safety measures, social security , compensation, communication, communication system and finally, atmosphere of mutual trust respect., job satisfaction means pursuable emotional state of felling that result from performance of work (Jimatwa 2011).

Employee’s satisfaction is supremely important because it is what productivity depends on. If your employees are satisfied they would produce superior quality performance in optical time.

1.2 Statement of the Problem

It is obvious that in every organization there must be a matter of necessity concerned about job satisfaction of its employee and such problem includes: resistance by employees; employer resist human resources planning as thy think that is increases cost of manpower for employees based plans more facilities and benefits including training and development in most companies problem of uncertainties are quite prominent.

Money stands to be a strong and hindering factor to the smooth running of employee’s performance fringe benefits. This also form a vital problem employees loses adequate efficiency if some benefits are not been attached to their salary as maybe specified, e.g. could be health insurance etc. it been attached it foster the full compliance of employees performance and productivity but when not be practice it pose to become a problem.

1.3Objectives of the Study

This study aim at examining the impact of job satisfaction on employee’s performance and productivity. The specific purposes include the following;

  1. To ascertain the relationship between job satisfaction on employees performance and productivity.
  2. To ascertain the extent to which job satisfaction has enhanced employees performance and productivity.
  3. To identify the impediment associated with job satisfaction
  4. To know the extent to which job satisfaction affects employees performance and productivity.
  5. To examine the cost of benefits analysis of the application of job satisfaction on employees performance and productivity.
    • Research Questions

To act as a guide to this investigation the following questions were asked;

  1. To ascertain the relationship between job satisfaction on employees performance and productivity.
  2. To ascertain the extent to which job satisfaction has enhanced employees performance and productivity
  3. To identify the impediment associated with job satisfaction
  4. To know the extent to which job satisfaction affects employees performance and productivity.
  5. To examine the cost of benefits analysis of the application of job satisfaction on employees performance and productivity.

1.5 Significance of the Study

The findings and results of the study will provide a more reliable in-depth understanding of the factors that affects employee’s satisfaction and to help shape the future policy formulation of the industry. This facilitating immensely the achievements of the objectives of the government in enhancing the reliability and efficiency of the provision of service.

To the management, the findings are expected to provide answers to the fundamental question of why employees stay and what would cause them to leave and to help the company formulate appropriate retention policies and strategies to enhance employee performance and company performance and productivity. The findings of this work will be very vital to management of any organization or company based on the following.

  1. It should serve as a source of information to the management.
  2. It will help in formulating policy which will help in providing the working condition of employees and also help in trainees in the company to undergo different training to meet the challenges of various jobs.

1.6 Research Hypothesis

Hypothesis is a supposition of proposed explanation made on the basis of limited evidence as a starting point for further investigation.

H0: The null hypothesis

H1: The alternative hypothesis

Hypothesis One

  1. H0: There is no significance relationship between job satisfaction on employees performance and productivity.

H1: There is significance relationship between job satisfaction on employees performance and productivity.

Hypothesis Two

H0: Job satisfaction does not have direct influence on employees performance and productivity.

H1: job satisfaction has direct influence on employees performance and productivity.

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THE IMPACT OF JOB SATISFACTION ON EMPLOYEES PERFORMANCE AND PRODUCTIVITY (A CASE STUDY OF  CHAPTER  ONE)

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