ORIENTATION TO WORK AND ORGANIZATIONAL COMMITMENT IN ENUGU SOUTH LOCAL GOVERNMENT AREA
This study is based on an in-depth work on the orientation to work and organizational commitment with special reference to Enugu South Local Government Area.
In contemporary times, workers orientation has become a popular phenomenon in many organizations. This programmes is necessary in order to increase their ability, skill and knowledge. It is also anticipated that a good orientation to work and organizational Commitment will induce the employees to work hard and also improve their general attitude towards the progress of the organization.
This study is carried out to examine the orientation to work and organizational commitment in Enugu. South Local Government area both primary and secondary data were extensively made use of. Also a survey research was conducted with 286 respondents drawn from senior and Junior staff. The sample size for the study was gotten by the use of Yaro Yamain statistical formular.
R = N
1+ N (e) 2
The highlights of the result of the findings are as follows;
– From the research study the researcher found out that having a good deal of autonomy makes Enugu South Local Government area workers to becomes oriented to work.
– It was also found that the salary is meager and inadequate.
– Organizational Commitment enhances knowledge among its workers, but their performances were not satisfactory.
– The working environment is very poor and that adequate facilities their duties effectively.
Based on the findings, several recommendations were made, among which is that, it should be considered a matter of necessity for the organization of Enugu South Local government area, to be more responsive to the orientation to wok and organizational commitment of workers and review the programmes periodically so as keep with other viable organization in the country.
Finally, for a successful research work to be carried out, this study was divided explained in the main body of the research work.
This study focuses on employee work orientation and as it affects organizational commitment. The point is that people have different aspirations, expectations and views, about work which invariably affect the degree of their commitment to the organization in which they work.
This work is therefore part of the scholars as to what particular work orientation best engenders favorable work attitudes and commitments; two distinct groups are involved in this debate.
They are the instrumentalists represented by Taylor (1911) and cold horpe et al (1997) argued that extrinsic orientation, and the self actualization school who emphasize intrinsic aspect of work. Writers in this later group includes Herz berg (1989:113), Brown (1989: 14) Hall and Schneider.