CHAPTER ONE
INTRODUCTION
BACKGROUND TO THE STUDY
Man is a “wanting animal” so says Abraham, Maslow in his work, theory of motivation. This implies that no sooner is one of the needs satisfied than another emerges. The process is unending. It continues from birth to death. This assertion no doubt is cogent with the economic theory of human wants. According to the economist, human wants are unlimited. Thus the more you satisfy them; the more you observe that others are queuing for satisfaction. Wants, they observe particularly increase with the progress of civilization. Both assertions go to suggest that has numerous desires, which he constantly seeks to satisfy. As a result, it is the desire to fulfill these unending needs so as to live a comfortable life that compels man to join an organization where he hopes to get the means of satisfying these needs. This the organization does by boosting the morale of the employee and this is seen in “the extent to which an individuals need are met or satisfied, and the extent to which the individuals perceives that satisfaction as steming from his job situation”. KeithDavia observes job satisfaction is thje favourableness or unfavourableness with which employee view their work. It results when there is a fit between Job characteristic and wants of employees. It expresses the amount of congnence between ones expectations and of the job and the rewards that the job provides. In other words, job satisfaction means how an employee views his job whether it is satisfying his needs or not. Basically people not just working for working sake, and organizational goals/objectives and for industrial harmony to prevail. It workers, teachers inclusive, find every thing satisfactory in their jobs, then there will be no cause for them not to perform or live up to the expectations of both the management and general public. The performance or a teacher in particular or any other workers for that lies on the degree of satisfaction he/she gets from the job. Since job satisfaction involves expectations compared with rewards, it late to a psychological contract which an individual makes while joining an organization. The contract stipulates each employees, psychological involvement with organization. In making the contract, the employees agrees to give a certain amount of work and loyalty to the organization and in return seek economic rewards, security, treatment as human being etc. the honouring of the terms of the contract by both parties leads to job satisfaction.
However, where and when an organization honour only part of the contract as the economic aspect, leaving the others, the workers will be dissatisfied. Where there are prolonged frustration, poor quality of work, lateness, absenteeism, quarrelling with colleagues, disputes with management etc are always the negative actions.
