Evaluation of Job Mobility (Promotion) of Male and Female Employees
CHAPTER ONE
Objective of the Study
The main objective of this study is to assess job mobility of male and female employees in Nigeria banking system, specifically Zenith Bank Lagos branches with the aim of balancing gender gap in employment. Specific objective includes:
- To determine gender differential in job mobility during their productive age.
- To assess the extent of inverse and obvious variations in the exhibited level of job mobility.
CHAPTER TWO
LITERATURE REVIEW
INTRODUCTION
This chapter contains the literature on what authors say about staff mobility and possibly their attitudes and perceptions. The available data provides required guideline on the area of research, these terms are; staff transfer, promotions, demotions, Redeployments and rotations of employees in relation to labor turnover efficiency and effectiveness of performance. The literature review will study the policies surrounding this whole issue as well as the attitudes that the employees hold concerning the mobility of staff within the organization
STAFF MOBILITY
Staff mobility is defined as the lateral shift causing movement of individuals from one position to another, usually without involving any market change in duties, skills and responsibilities needed for compensation Dr. Mammoria C.B (2002).this mobility can range from promotions, Demotions, Redeployments and transfers
According Jim S. (2002) 6th edition transfer is used to give people broader job experience as part of their development and to fill vacancies as they occur.
Graham and Benneth (2002) 9th edition defines staff transfer as a move to job within a company which has approximately equal importance, status and pay. He further states that it’s important to transfer employees to either job because of:
* Change as work requirement.
* An employee is dissatisfied in his/her present job.
* An employee is unhappy in the position he/she is holding.
Michael Armstrong (1928) argued that management may be compelled to move people in the interest of production, but in making the move, managers should be aware of the fears of those affected in order that they can be alleviated as much as possible. The basic fear will be of change itself fear of unknown and of the disruption of a well established situation work, pay environment, colleagues, workmates and traveling arrangements.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of two hundred and sixty-six (266) questionnaires were administered to respondents of which only two hundred and fifty-nine (259) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 259 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS:
Introduction
This chapter summarizes the findings on the Evaluation Of Job Mobility (Promotion) Of Male And Female Employees, Zenith Bank PLC as case study. The chapter consists of summary of the study, conclusions, and recommendations.
Summary of the Study
In this study, our focus was on the impact of accounting on organization effectiveness using federal pay office, Enugu State as case study. The study is was specifically focused on examining the gender differential in job mobility during their productive age and investigating the extent of inverse and obvious variations in the exhibited level of job mobility..
The study adopted the survey research design and randomly enrolled participants in the study. A total of 259 responses were validated from the enrolled participants where all respondent are staff of zenith bank.
Conclusions
With respect to the analysis and the findings of this study, the following conclusions emerged;
Result showed that the tested male and female Zenith Bank employees differ in their career promotion and that the variations are predicted by variables other than gender, such as educational qualification and work experience. It is recommended that women who are into banking or stereotype career areas should be given internal system efficiency and to sustain the quality of banking.
References
- Armstrong Michael (1928) Human ResourcePpractice 8th edition Michael riley (1996) human resource management in the hospitality and tourism industry 2nd edition printed and found in greate Britain
- Dr. Mamoria C.B (2001) personnel management 21st revised edition
- Filippo Edwin B (1998) personnel management 6th edition.
- Stoner jim (2002) management 6th edition, Paul R. et (1994) European human resource management in transition practice hall England.
- Lioyd s. et 1990 Management functions and responsibilities Harper Collins New York
- Graham and Benneth (2002) Human resource Management 9th edition
