Effect of Job Satisfaction on Organizational Productivity in Nigerian Bottling Company, Aba
Chapter One
Objective of the study
- To evaluate the existing level of job satisfaction among employees at NBC Aba by considering various factors such as compensation
- To identify and analyze the key factors that significantly contribute to or hinder job satisfaction among employees within the organizational context of NBC Aba.
- To assess the correlation between job satisfaction levels and employee turnover rates at NBC Aba.
CHAPTER TWO
REVIEWED OF RELATED LITERATURE
Overview of the Effect of Employee Training on Organizational Performance
There has been a general resistance to investment in training in organizations until recently because of the presumption that employees hired under a merit system are qualified and trained for their jobs (Okotoni and Erero, 2005). It was further assumed that if that was not the case then it means that initial selection of personnel was faulty (Stahl, 1956). This assumption no longer holds as the need for training became evident in all sectors (Okotoni and Erero, 2005). Training offers a way of ìdeveloping skills, enhancing productivity and quality of work, and building worker loyalty to the firmî (http://www.bls.gov/oco/ocos021.htm). Training has become the Holy Grail to some organizations, an evidence of how much the management truly cares about its workforce (Hamid, 2011). Hamid (2011) went further to say that the effectiveness with which organizations manage, develop, motivate, involve and engage the willing contribution of those who work in them is a key determinant of how well these organizations perform. The importance of training has become more obvious given the growing complexity of the work environment, the rapid change in organizations and technological advancement which further necessitates the need for training and development of employees to meet the challenges. Training helps to ensure that organizational members possess the knowledge and skills they need to perform their jobs effectively, take on new responsibilities, and adapt to changing conditions (Jones, George and Hill, 2000). Similarly, training helps improve 10 quality, customer satisfaction, productivity, morale, management succession, business development, profitability and organizational performance. Usually, before training programmes are organized efforts are made through individuals and organizationís appraisals to identify the training needs (Olaniyan & Ojo, 2008:327). After the training programmes, an evaluation is carried out to ascertain the effectiveness of the programme in line with the need, which had been identified (Olaniyan & Ojo, 2008). The essence of evaluation is to know the extent to which the training has positively affected the employeeís productivity. Organizationís development follows the development of individual who form the organization. It therefore follows that no organization becomes effective and efficient until the employee has acquired and applied the required skills and knowledge.
Conceptual Framework
Training has been defined differently by different authors. It is ìa systematic acquisition and development of the knowledge, skills, and attitudes required by employees to adequately perform a task or job or to improve performance in the job environmentî (Tharenou, Saks and Moore, 2007:252). Another concept opines that training primarily focuses on teaching organizational members on how to perform their current jobs and helping them acquire the knowledge and skills they need to be effective performers (Jones, George and Hill, 2000). Other scholars view training as, ìa planned process to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance in any activity or range of activitiesî (Beardwell and Holden, 2001:324). Its purpose is to develop the abilities of the individual and to satisfy the current and future needs of the organization. 11 These definitions did not consider the dynamic and changing nature of the environment in which organizations operate (Okanya, 2008).
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.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine effect of job satisfaction on organizational productivity in Nigerian bottling company Aba. Selected staff of NBC, Aba form the population of the study.
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 eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain effect of job satisfaction on organizational productivity in Nigerian bottling company Aba. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing effect of job satisfaction on organizational productivity in Nigerian bottling company Aba
Summary
This study was on effect of job satisfaction on organizational productivity in Nigerian bottling company Aba. Three objectives were raised which included: To evaluate the existing level of job satisfaction among employees at NBC Aba by considering various factors such as compensation, to identify and analyze the key factors that significantly contribute to or hinder job satisfaction among employees within the organizational context of NBC Aba and to assess the correlation between job satisfaction levels and employee turnover rates at NBC Aba.. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from selected staff of NBC, Aba. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
The study conclude that training and development is very necessary to argument performance of any firm to remain profitable and an “on-going” concern bases. Any firm that want to enjoy patronages of its shareholder and customers alike must embrace training and development in order to make the entire staff adaptable to environmental changes by providing adequate and necessary solution as at when due. It could be deduced from our analyses that Nigerian Bottling Company Plc has imbibed the culture of training and developing savours impressive result with respect to high productivity, high workers welfare, high sales and higher profits to its benefits. After a thorough investigation of Nigerian bottling Company plc, the researcher considers it necessary to give these useful recommendations based on my findings
Recommendation
Make Training and development on organization’s policy with adequate budget provision annually to enable more staff benefit from training.
There is need to establish a full blown training and development department saddled with responsibility of organizing training in conjunction with personnel department fashion out training programme that could be both internal and external as the case demands.
Nigerian bottling company should encourage workers to look for opportunities to acquire new techniques and should assist by way of sponsorship of staff to acquire new skills necessary to operate new machines/ techniques.
The Nigerian Bottling Company should select for training only those employees who are internally motivated and anxious to improve their abilities and job performance for the purpose of advancement
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