TABLE OF CONTENT S
Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of content
List of tables
List of figures
CHAPTER ONE
1.0 Introduction
1.1. Background of the study
1.2. Statement of the problems
1.3. Objective of the study
1.4. Research Questions
1.5. hypothesis formulation
1.6. Scope of the study
1.7. Significant of the study
1.8. Definition of term
CHAPTER TWO
2.0 Literature review
2.1 Historical perspective of the study
2.2 Douglas mcgregoris theory x and y
2.3 Elton MAyoy and the Hawthorn experiment.
2.4 Abraham maslow’s theory of needs.
2.5 Expectancy theory
2.6 Herzberg’s Theory of Job motivation.
2.7 Mb Anammco news and Awake 22 Feb. 2002.
Reference
CHAPTER THREE
3.0 Research Design and methodology
3.1 Research design
3.2 Area of study
3.4 Population of the study
3.5 Sample and sample techniques
3.6 Instrument of data collection.
3.7 Validation of instrument
3.8 Reliability of the Instrument
3.9 method of data collection
3.10 Method of data analysis.
CHAPTER FOUR
4.0 Data presentation and analysis.
4.1 Presentation and analysis of data
4.2 Testing of Hypothesis
4.3 Summary of results.
CHAPTER FIVE
5.0 Discussion conclusion and recommendation
5.1 Discussion of result findings
5.2 Conclusion and recommendation
5.3 Limitation of the study
Reference
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY.
Man started seeing the need for organization, which he realized that he is not self-sufficient. He came to realize that with co-ordinate effort more output can be realized.
This was why, in the early times of man, the creation, presentation and modification of organization become absolutely necessary because the society at large on those organization. Consequently, man desired to control his environment and to control the activities pf the particular persona(s), in that given setting, through systems comprised of technology and humans. Technology on it’s own cannot perform any thing unlike the human aspect performs and this is where the personnel’s of an organization comes in.
The personnel’s (workers) of an organization must be satisfied before the organization can experience growth and development. Therefore, personnel satisfaction is a situation where the workers of an organization experience a feeling of contentment which they get when they have achieved what they need or desired. It can be seen also as a situation of fulfillment . on the other hand, organizational growth has to do with size and quality while development has to do with quality and advancement. There is no way an organization will grow and develop when the people working it are not happy. Despite these facts, we should bear in that human beings are insatiable and this is why human management complicated. This is why this research is very important one because, we are group to find out that without those workers, there will be no growth and development.
Employers feel that regular payment of wages and salary is all it takes to get workers, to put in their best, but in this global world, the story is different. People are not only interested in money but in other this job enrichment, self- actualization etc. Also, we will see more better ways that the case study “ANAMMCO” has used, so as to achieved their personnel satisfaction.
In order to accomplish this study, Anammco has been selected as a case organization. The researcher will be studying the personnel profile in the contributed to the success of the organization. The data for this study will be collected through the use of questionnaire, direct interviews of persons and the study of documents. Anammco is a company that deals with the manufacture and assembling of Mercedes-Benz vehicle parts. This company started existing a very long time ago and ever single than they have been very successful. Also, in the course of studying this topic, we shall have to study some relevant theory of Abraham Maslow, Herzberz and the rest of them that will be useful for more understanding. Some current literatures will also be received.
1.2 STATEMENT OF PROBLEM
This research work on the personnel satisfaction of any organization and its effect on the organizational growth and development, is a kind of gate way to the understanding of some important factors, and these facts are what this research work will be based on.
However, the question that arises and needed to be answered are:
· Since human being are insatiable, can the employees of an organization be really satisfied at any point in time?
· Does the personnel satisfaction really have a role to play in the achievement of organizational success?
· What factors contribute to employee satisfaction?
· Will factors of the organization because of its additional cost? These questions in a nutshell form the problem of this research work.
1.3 OBJECTIVE OF THE STUDY
Some early writer have written so many things about workers in an organization and there re different ways organization apply these theories to suit the. Therefore, the study will try to achieve the following objectives:-
· If employees can be satisfies at any particular point in time, since human being are said to be insatiable.
· Whether the role of personal satisfaction in the achievements of organizational success.
· Whether the factors can lead to employee’s satisfaction.
· If it will be a burden on the organization or a relief.
1.4 RESEARCH QUESTIONS
1. Does the success has a close relationship with their personal satisfaction?
2. Does the technique applied in waste of money?
3. Does the present techniques applied in Anammco?
1.5 HYPOTHESIS FORMULATION
Ho: The success has no close relationship with their personal satisfaction.
Hi: The success has no close relationship with their personal satisfaction.
Ho: The technique applied in waste of money.
Ho: The technique does not apply in waste of money.
Ho: The present technique applied in Anammco in order to achieve personal satisfaction in motivating.
Hi: There is no present technique apply in Anammco.
1.6 SCOPE OF THE STUDY
This research work I a case study of Anammco, it will be covering all aspects concerning managements affairs with the workers. Move especially, where it relates to motivation.
Anammco is a car assembling company situated in Enugu
1.7 SIGNIFICANCE OF THE STUDY
This is a period in Nigeria nIgeria
In addition, the government will also benefit from this research work by getting to know to handle the workers within their states, also, this research will be of help to the management in Anammco, as it suggested new and better ways of handling the personnel’sof the organizations.
Finally, students will learn a lot from this work, it it will be stocked in the library for students that wish to become future entrepreneurs.
1.8 DEFINITION OF TERM S
Coerced – To make somebody do some thing by using force of being coercion. He paid the money under coercion.
Magnanimous- Very generous or for giving, especially towards a rival, an enemy, etc. a magnanimous person/gesture I gift e.g he was magnanimous in victory (ie when he won).
Systematic- Done or acting according to a system or plan; a series of systemic in every thing he does. Carefully planned in advance to hurt or destroy somebody/something a systematic attempt to ruin somebody’s reputation.
REFERENCE
Boyd H.W. JR and West fall R; (1972)
Marketing Research Text and cases Home Wood illions, Richard D. iroin Inc.
Churchill G.A Jr (1976), Marketing Research methodological foundations Illinois
Gay L.R. (1981) Educational Research, Columbus Ohio Co.
CHAPTER TWO
2.0 REVIEW OF RELATED LITERATU RE
Under this chapter, I will be systematically examine available books, Journals, Periodical, Newspapers Etc. so as to obtain relevant information form them which will be useful to the research problem under investigation.
The information sought are in the form of ideas, though and opinions expressed in a particular topic, problem or as result of empirical studies that have conclusion and recommendation which have some close and meaningful relations to the present research problem.
To ensure that adequate literature is reviewed, I have divided my review into sections as stated below:-
(a) Historical perspective of the topic of study.
(b) Relevant theories
(c) Current literatures.
2.1 HISTORICAL PERSPECTIVE OF THE PERSONEL SATISFAC TON ON ORGANIZATION GROWTH AND DEVELOPMENT.
In the early times, people were living ion subsistence farming Everybody wer eproducing what to and his family will consume and needed little assistance from the external environment for those things he cannot produce for himself, and in order to satisfy those needs that he could not provide for himself, he had to look for the person that has what he will offer (Trade by barter).
This situation lead to the introduction of money as legal tender. We can use of now to pay for what we need and it will be accepted generally.
Countries started developing, people now saw the need to come together, need to working together in the form of organization, to engage in different forms of business stated emerging. Therefore, to get money, people had to work and by so doing they contribute to the organizational growth and development. The organization will then make profit and consequently expand.
The organizations are social system organization combines science and people (technology & humanity). Technology is difficult enough by it self, but when you add people, you get an immensely complex social system that almost defiles understanding.
People’s attitude forwards work (technology) matters a lot in any organization because, we say that attitude is an already internalized way of thinking. If a worker has his non-chalant different attitude to work, it will definitely show in his performance. Therefore, we have seen that the human angle matters a lot because, without them, nothing happens in the organization.
This is the case with “(Anammco). They have studied their workers properly and they know how they are handling them and this is evident in the success record of the organization. It is not because they pay high salary, but because their workers are satisfies with the work conditions and also their opinions are sought wherever the management wants to make some decisions concerning workers. In Anammco, the department in charge of personal/workers in called personal department.
2.2 DOUGLAS MCGREGOR’S THEORY OF X AND Y
The nature of people with all their apparent contradictory feeling and emotion has long puzzled philosophers and scholars. Some see people as having a capacity for tenderness, sympathy and love with little need for external regulation. Others see people in the organization as having tendencies towards cruelty, hate and destruction, with the need for close central and regimentation for the good of the organization such a duel nature of people was introduced into management theory by Douglas Mcgregor. From observing traditional managers, Mc Gregor infrared that, their approach to managing workers and their work were based on the assumptions labeled theory “X” and the opposite set of assumption labeled theory “Y”.
THEORY x VIEW:
In this traditional view of managing the workers and their work, the subordinate is characterized as irresponsible, selfish and apathetic. This, managers who evaluate worker behaviour from this point of view conclude that restriction control are necessary. The following are some of the basic assumptions of theory “X”.
1. Work, if not downright distasteful, is an enormous chore to be performed in order to survive.
2. The average human being has an inherent dislike of work and will avoid it if he can.
3. Because of his human characteristics dislike of work, most people must be coerced controlled, directed or threatened with towards the achievement of organizational ojectives.
THEORY OF “Y”
Theory “y” on the other hand outline a critical feature of managing workers and human motivation. That sprang from controlled experiments by lightly fanned researcher. In essence, this theory points to the fact that workers have wants or need that are never completely fulfilled. Those who adhere to theory “y” emphasize democratic relations in their organizations, which are often called participative management.
Some of the basic assumption of theory “y” are the average person does not inherent dislike work to be satisfying or punishing. People will exercise self direction and having becoming interested in the human element within the organization. Due to the reason above I shall be studying two theories by Elton mayor and Abraham Maslow.
2.3 ELTON MAYOR AND THE HAW THORNE EXPERIEMENT
Mayor and the Harvard associates conducted a famous study of human behaviour in work situation at the hawthorne
Under this experiment, mayor placed two groups of six women each in a separate room. In one room the conditions were varied, salaries were increased, coffee breaks at varying lengths were shortened. The researchers who acted as supervisors allowed the groups to chooses their period and to say in other financial incentives were needed out because the groups were kept on the same payment schedule.
Mayor concluded that a complex emotional skin had touched of the productively increases. Because the groups had been single out for special, attention, they developed pride that motivated to improving their work performance. The sympathetic supervision, they received had further re-enforced their increased motivation. The result of this experiment gave mayor his first important discovering when social attention is given to the workers by management, productivity will increased regardless of actual changes in working conditions. This phenomena because know as Hawthorne
Mayor cater coached a massive interview programme to fine out why such attention and formation of group bond could elicit such strong reaction. They found out that informal work, the social environment of employees, hence a great influence on productivity blockers work lace, based in part on mutual antagonism towords the bosses, impacted some meaning to their work lines.
For this reason, group pressure rather than management demands had the strongest in thence on how productive they would be.
To maximize output mayor and his associates concluded that management must recognize the employees needs for recognition and social satisfaction. To mayor the concept of “social man” motivated by “social needs” wanting on the job relationships and more responsive to work group pressures than to management control. He had to replace personal economic needs.
The elements in this experiment are:-
· The individual.
· The Individual group
· The participative Management.
2.4 ABRAHAM MASLOW’S THEORI ES OF NEEDS:
Abraham M. gave one classification of human needs. He was a psychologist and was the one that developed a theory of man motivation. At the core of his theory, is the concept that individuals are motivated by fulfilling a hierarchy of needs, which shows that as the lower level need are satisfies, they are no longer motivating factors. The officer/manager must recognized that the need pattern of each worker is different and should not assume that a single approach can be used to motivate all workers toward the accomplishment of the organizational objectives. Also management should not target that, the well satisfies needs do not motivate.
Abraham Maslow’s Hierarchy of needs:-
 |
·
 |
2.5 EXPECTANCY THEORY
Vroom (1964:6-13) attached Hertzberg two factors theory as being too dependent on the content and context of his research objectives. Vroom says that a person’s motivation towards an action is determined by his anticipated values of all positive by the strength of the person’s expectancy that the goal. He contends, in other words, that motivation is produced by the anticipated work of an action to a person and the person’s perception of the probability that his goal would be achieved Uroom theory can be stated thus.
Motivational force- volume X expectancy”
Expectancy is the perception that a particular output will occur as a result of certain behaviour. Vroom valence is concerned with how much value an individual places a specific out come.
The important thing to note here is that the goal of employees in thence his behaviour.
When an individual is different about achieving a certain goal, a valence of zero occurs. Also, there occurs, a negative valence when individual would rather achieve a goal. In each case, the end result would no motivation. If the expectancy were zero or negative, the end result would likewise be no motivation. Uroom concludes that motivational force which an employees exerts to do his job depends both the valence and expectancy (Ejiofor;1984).
2.6 HERZBERG’S THEORY OF JOB MOTIVATIO N
According to the theory formulated by Herzberg and his associates as a result of there research conducted at the psychological service of pittshurgh, people work of factors-hygene and motivator are present experience that create positive attitudes towards work arises from job content itself and function as motivators, examples of motivators are those incidents associated which feelings of self improvements, recognition, achievement and for acceptance of greater responsibilities.
When the hygiene factors are felt to be inadequate by workers, the factors function as disasters. But when the hygiene factor are present, they do not necessarily motivate employees of greater productivity, instead, they make it possible for the motivator to function.
The positive feeling that may be aroused as a result of the hygiene work conditions such as word of encouragement from the supervisor or a pay increase, are relatively brief , in duration. When employees are relatively brief, in duration. When employees are highly motivated and find their jobs interesting and challenging, they are able to tolerate considerable dissatisfaction with the hygiene factors. Although the hygiene factors cannot be ignored or slighted a full measure of al hygiene factors does not make jobs interesting nor bring about the attainment of the firms increase the presence of such motivating factors as achievement recognition, the work itself, responsibility and advancement generally, and all these could be achieved through job design and job enrichment in order to provide challenge and creatively.
2.5 MB ANAMMCO NEWS AND AWAK E 22 FEB,2002 .
In Anammco, there is a customer driven phisophy know as total quality management with the main aim of satisfying both the internal and the external customers. Total means that every one is involved. (MB-Anammco news 2001 p.20). for the fact that every one is involved in the attainment of the required quality means that the human elements should not be underrated. The scheme involves every one to put in his or her best all fines. Workers are encouraged to do the right thing at the time.
Awake (February 2002) stress stems from impersonal, ever changing and often hostile work place therefore, employer endeavor to help employes overcome this. As a result both the employees and organization will benefit. For an instance, a company that redesign their office to avoid sick building syndrome” found that before long productivity was up and staff satisfaction levels had improved dramatically, it was also found that fewer people were out on sick eave. Therefore, it can be seen that taking cares of workers makes good sense economically.
When people come together to accomplish a given task an organization has been formed. Therefore, the purpose of any organization is to bring together or co-ordinate the human and material resource of an organization in order to accomplish an objective. Also personal satisfaction is associated with productivity and that increased satisfaction will lead to increase effectiveness and efficiency workers should not be left out in decision making it is there important to develop an effective communication between the carious levels of hierarchy that allow for exchange of information necessary for better performance. (Ojemba gagbo:2001 p 80)
According to H.T. GRAHAM (1987) ttla quality management is a continuous process that that lies heavy on the employees of any organization, the need to motivate the employees to continuously contribute to the achievement of the company’s objectives cannot be over emphasized.
The benefits of total quality management are:
- Improved Profitability and competitiveness.
- organizational effectiveness
- Customer satisfaction.
REFERENCE
Graham H.T. (1987 Human resources management;
Ojemba G.A. (2001). The practice of management Enugu
Iyke ventures production Ltd.
Nick A.O. (2001), Modern approach to office management
and administration Enugu Co.
Akpala. A. (1984), Managing industrial relations in Nigeria Lagos
Ejiofor.C. (1984). The classical theories of motivation and
their relevance to Nigeria Ibadan
Allison P. “Total Qoality management” Anammco News Vol.3, No 1 p.20 making your work environment safe. Awake; 22 February 2002 P.2
CHAPTER THREE
RESEARCH DESIGN AND METHODOLOGY
RESEARCH DESIGN:
This research work “the impact of personal satisfaction or organizational growth and development is geared towards finding out the extent to which the satisfaction of workers can go in finding organizational growth and development. This is because, some people seem it, that payment of workers and is all it takes to satisfy workers, and do not recognize the workers satisfaction directly affects the output of the organization.
Under this research design, we shall see who constitute the population to be studied; the sample of members to be studied and the means of data collection and analysis e.t.c
3.5 AREA OF STUDY
The area of this study is the Anamaco, Emene Enugu, a company that deals on the manufacturing of Mercedes Benz
3.3 POPULATION FOR STUDY
The organization for this study was randomly selected to be representative of all existing organizations since it is very large and well organized company with all necessary departments
Therefore, the population for this study is the entire employee of Anammco. The population consistsof 100 people that are spread out in the various departments
3.4 SAMPLE AND SAMPLI NG TECHNIQUE
The sample is selected to make equal representation of each cadre of staff. The sample is made up of 100 staff. I have decided to study only a sample (a portion of the population). This is because of the large number of staff in Anammco and limited time I have to carry out this research. Furthermore, the resource (human and material) available for the research are inadequate. Therefore to get authentic result, I have decided to use the sampling method that will enable me to picking the individuals respondents which will constitute my sample and provide required data and they were picked in such a way that there is no bias error.
SAMPLING TECHNIQUES
The method of sampling I used came under the probability sampling and it is called the stratified random sampling. The entire population is divided into homogenous groups (state). This is to reduce time and cost involved in sampling and also to ensure that the sample represents all the segments of the population study. The sample size is shown below
SAMPLE | ADMINISTRATIVE | INTERMEDIATE | JUNIOR | TOTAL |
SIZE | STAFF 30 | STAFF 40 | STAFF 30 | 100 |
3.5 INSTRUMENT FOR DATA COLLECTION
In order to get the necessary information needed for the problem solving, I decided to go through the oral interview and also making use of questionnaires. I concluded an unstructured oral interview, I had a face contact with the respondents and got the required information verbally by making use of a property framed questions to make it easy for respondents to understand so as to get accurate information.
In terms of questionnaires, I combined both the structured and unstructured questionnaires so that respondents could express their views freely for questions that needed such explanations. For those questions that do not need explanation, I required them to choose from the options required.
3.5 VALIDATION OF INSTRUMENTS USED
The test-retest technique is a practical approach I used in establishing the validity of the questionnaires. The respondents who have completed the questionnaires more humbly were asked to complete it again as part of the standardization of the questionnaires. Their choices were then completed for constituency.
3.6 RELIABILITY OF THE INSTRUMENT
The question were asked in clear and simple English not with words that have ambiguous meanings that are difficult to understand. Therefore, the respondents gave the right answers to the questions since they knew what was required of them.
3.7 METHOD OF DATA COLLECTION
I went to their places of work and interviewed the staff to get what I wanted; also some staffs did not have the time were interviewed on phone some staff were interviewed to find out whether they fulfilled the criteria for selection. Those who qualified for the selection were given the questionnaire and were expected to fill them so that the researcher will return with them. Some complied with the request, while others due to unforeseen circumstances could not fill the instrument on the spot. All questionnaires filled was collected and a second as well as the third visit was paid to collect questionnaires which were left with the respondents. In some cases, the respondents were not found and in other cases the questionnaires were missing. A total of 40 questionnaires were missing.
CHAHPTER FOUR
The data collected in chapter 3 has been presented in tabular form for easy analysis. The data has been analyzed under the following leadings:
Overall view of personal satisfaction on organizational growth and development.
Administration’s staff views on the impact of personal satisfaction on organizational growth and development. Intermediate staffs view on the impact of personal satisfaction on organizational growth and development. Junior staffs view on the impact of personal satisfaction on organizational growth and development.
WHAT ARE THE OVERALL VIEW OF RESP ONODENTS ON THE IMPACT OF PERSONAL SATIS FACTION ON ORGANIZATIONAL GROWTH AND DEVELOPMENT?
NO | DIMENSION | NO-60 AGREED | UNDECIDED | DISAGREE | |||
NO | % | NO | % | NO | % | ||
1 | Anammco has been a success of its reputation for producing quality products | 34 | 90 | 6 | 10 | ||
2 | The success has a close relationship with their personal satisfaction | 30 | 90 | 6 | 10 | ||
3 | The present techniques applied by Anammco for achieving personal satisfaction is motivating | 39 | 65 | 9 | 15 | 12 | 20 |
4 | The techniques applied are a waste of time and money | 60 | 100 | ||||
TABLE 4.2
Here 90% of the respondents are of the opinion that ANAMMCO has been known over the years for the production of high quality Mercedes Benz production. 30% of the respondents agree that the success of ANAMMCO is being facilitated by the satisfaction and contentment of the personnel and for personnel satisfaction is motivating while all the respondents that I collected their responses disagreed for their satisfaction are just a waste of time and money.
Here 90% of the respondents are of the opinion that ANAMMCO has been known over the years for the production of high quality Mercedes Benz production. 30% of the respondents agree that the success of ANAMMCO is being facilitated by the satisfaction and contentment of the personnel and for personnel satisfaction is motivating while all the respondents that I collected their responses disagreed for their satisfaction are just a waste of time and money.
ADMINISTRATIVE STAFF’S VIEW ON THE IMPACT OF PERSONNEL SATISFACTION ON ORGANISATIONAL GROWTH AND DEVELOPMENT
NO | DIMENSION | NO-60 AGREED | UNDECIDED | DISAGREE | |||
NO | % | NO | % | NO | % | ||
1 | Anammco has been a success of its reputation for producing quality products | 27 | 90 | 3 | 10 | ||
2 | The success has a close relationship with their personal satisfaction | 21 | 70 | 6 | 20 | 3 | 10 |
3 | The present techniques applied by Anammco for achieving personal satisfaction is motivating | 18 | 60 | 12 | 40 | ||
4 | The techniques applied are a waste of time and money | 30 | 60 | ||||
TABLE 4.2
Here, almost all the respondents (90%) agreed that ANAMMCO has been a success because of its reputation for high quality products. Secondly, 70% of the respondents agreed that the success of the company has a close relationship with their personnel satisfaction. On the other hand, (60%) of the respondents agreed that the techniques employed by the company is quite motivating while everybody agreed that the techniques being applied are not just waste of time and money.
WHAT ARE INTERMEDIATE STAFF’S VIEW ON THE IMPACT OF PERSONNEL SATISFACTION ON ORGANIZATIONAL GROWTH AND DEVELOPMENT?
NO | DIMENSION | NO-60 AGREED | UNDECIDED | DISAGREE | |||
NO | % | NO | % | NO | % | ||
1 | Anammco has been a success of its reputation for producing quality products | 35 | 87.5 | 5 | 12.5 | ||
2 | The success has a close relationship with their personal satisfaction | 20 | 50 | 10 | 25 | 10 | 25 |
3 | The present techniques applied by Anammco for achieving personal satisfaction is motivating | 30 | 75 | 10 | 25 | ||
4 | The techniques applied are a waste of time and money | 10 | 25 | 30 | 75 | ||
Here, 87.5 of the respondents agreed that ANAMMCO has been a success because of its reputation for high quality products also half of the respondents (50%) agreed that the success of ANAMCCO has a close relationship with their satisfaction. 75% of the respondents agreed that the present techniques applied by ANAMMCO for achieving personnel satisfaction is motivating while nobody agreed with the fact that the techniques being applied by time and money.
WHAT ARE STAFF’S VIEW ON THE IMPACT OF PERSONNEL SATIS FACT ION ON ORG ANISATIONA L GROWTH AND DEVELOPMENT?
NO | DIMENSION | NO-60 AGREED | UNDECIDED | DISAGREE | |||
NO | % | NO | % | NO | % | ||
1 | Anammco has been a success of its reputation for producing quality products | 25 | 83 | 8 | 16.7 | ||
2 | The success has a close relationship with their personal satisfaction | 17 | 56.7 | 8 | 26.7 | 5 | |
3 | The present techniques applied by Anammco for achieving personal satisfaction is motivating | 15 | 50 | 10 | 33.3 | 5 | 16.7 |
4 | The techniques applied are a waste of time and money | 5 | 16.5 | 25 | 83.5 | ||
Here 83.3% of the respondents agreed the ANAMMCO has been a success because of its reputation for producing high quality Mercedes-Benz product. 56.7% of respondents agreed that the success was brought about by their personal satisfaction. 50% agreed that the present techniques applied by ANAMMCO for achieving personnel satisfaction is motivating. Finally, 83% of the respondents agreed that the techniques are not just a waste of time and money.
4.2 TESTING OF HYPOTHESIS
The hypotheses formulated for the study are:
I. Workers can actually be satisfied
II. When workers are happy they put in their best
III. Personnel Satisfaction will not compound the economic problem of the company.
Personnel’s satisfaction is the root of any organizations success. Based on the data collected, collected the hypothesis will be tested each using chi-square (X2). We shall be testing both the null hypothesis and alternative hypothesis and alternative hypothesis.
TABLES AND ANALYS IS
Chi-square
Formular – X2 = 2 (O – E)2 E
Where: X2 = Chi-square
O = Observed frequency
E = Expected Frequency
2 = Sum of Operative Assumption.
RESPONSE OF STATE ON NETHER THE TECHNIQUES APPLIED BY ANAMMCO ARE MOTIVATING
Alternative response | Frequency | Percentage |
Strongly agree Disagree Strongly disagree Total | 45 30 25 100 | 68.2 16.0 15.8 100 |
TABLE 4.5
Using the formular = X2 = (o-E)2
E
Alternative response | Frequency | Percentage |
Strongly agree Disagree Strongly disagree Total | 55 30 15 100 | 35 35 30 100 |
E = 60
4
X2 = (35-15)2 + (10-15)2 +10-15)2 + (10-15)2
= 202 + 15 + 15 15 15 
-52 +-52 10= 15 + 15 15 15
400 +25 25 +100 15 -15 – 15 – 15
= 26.7 + 1.7 +1.7 +6.7
= 36.8
comparing the test, statistic with the critical value 36.8 >7.15. therefore the alternative hypothesis.
HYPOTHESIS 2
Ho: When workers are happy, they do not put in their best.
Hi: when workers are happy they put in their best.
QUESTIONNAIRE QUESTION:
Anammco has not been encountering serious problems with staff performance?
TABLE 4.6
THE RESPONDS OF STAFF ON WHETHER ANAMMCO HAS BEEN ENCOUNTERING SERIOUS PROBLEM WITH SATFF PEFORMANCE.
Alternative response | Frequency | Percentage |
Strongly agree Agree Disagree Strongly disagree | 20 35 20 25 | 16.7 41.7 16.6 25 |
Total | 100 | 100 |
Using the formular X2 E(10-E)2
From Table 4.6 above
Alternative response | Frequency | Percentage |
Strongly agree Agree Disagree Strongly disagree | 20 35 20 25 | 1.7 3.3 33.3 61.7 |
Total | 100 | 100 |
E = (60 = 15)
4 X2 = (10-15)2 + (25-15)2 +10-15)2 + (15-15)2
= -52 + 15 + 15 15 15 10 +52 02 = 15 15 15 - 15 15 15
25+100 25 +0 10.1comparing the test statistic with critical value 10.1> 7.8 15 therefore, we reject the null hypothesis.
Consequently when workers are happy they put in their best
HYPOTHSIS 3
H0: personal satisfaction will compound the economic problem of the company.
Hi: Personal satisfaction will not compound the economic problem of the waste of money.
THE RESPONDS OF STAFF AS TO WHETHER THE BENEFIF APPLIED BY ANAMMCO FOR PERSONAL SATISFACTION ARE WASTE OF MONEY
Alternative response | Frequency | Percentage |
Strongly agree Agree Disagree Strongly disagree | 20 35 20 25 | 1.7 3.3 33.3 61.7 |
Total | 100 | 100 |
Table 4.7
Using the formula: (0-E)2
E
From Table 4.7 above
Alternative response | Frequency | Percentage |
Strongly agree Agree Disagree Strongly disagree | 0 11 30 47 | 25 25 25 25 |
Total | 100 | 100 |
E = 100 = 15
E_____
X2 = (1-15)2 + (2-15)2+(20-15)2 + (35-15)2
= 15 + 15 15 15 142+132 52 222 = 15 + 15 15 15 196 +196 25 484= 15 15 15 15 13.1 11.3 1.7 + 32.3…..= 54.4
Therefore, company the test statistic with the critical value, we reject the null hypothesis, and accept the alternative hypothesis. Consequently, personal satisfaction will not compound the economic problem of the company.
HYPOTHESIS 4
Ho: Personal satisfaction is not the root of any organization’s success.
Hi: Personal satisfactions the root of any organization’s success.
QUESTINNAIRE QUESTION
Would you agree that Anammco has adequate and capable human resources to satisfy it’s market share?
TABLE 4.8
RESPONSES OF STAFF ON WHETHER ANAMMCO WAS ADEQUATE AND CAPABLE OF HUMAN RESOURCES TO SATISFY IT’S MARKETING SHARE.
Alternative response | Frequency | Percentage |
Strongly agree Agree Disagree Strongly disagree | 48 27 13 12 | 61.4 28.3 5 5.3 |
Total | 100 | 100 |
From the above table
Alternative response | Frequency | Percentage |
Strongly agree Agree Disagree Strongly disagree | 48 27 13 12 | 25 25 25 25 |
Total | 100 | 100 |
Formula: X2= 2(o-E)2
E
Where E = 100 = 15 ____
X2 = (38-15)2 + (17-15)2 +(3-15)2 + (2-15)2
= 15 + 15 15 15 232+22 (-12)2 (-13)2 = 15 15 15 529+4 + 144 + 169= 15 15 15 15 35.3 0.3 9.6 + 11.5= 56.5
Comparing the test with critical value 56.5> 7.8 15 therefore, we reject the null hypothesis and accept the alternative hypothesis.
Consequently personal satisfaction will not compound the economic problem of the company.
5.3 SUMMARY OF RESULTS
From all the data presented above, we will see that on the aggregate, the respondents seen to agree that, the success record of Anammco foe quit some time now stems not just from the use of hard work of their personal. They also agree that what brough about this hard work is because they are well satisfied and happy.
On the aggregate they agree that the techniques applied by Anammco for personal satisfaction is motivating and that it is not just a waste of money and time.
Also, from the testing of the hypothesis, att the null hypothesis were rejected while all accepted alternative hypothesis were accepted. This goes to show that all assumptions (hypothesis) are correct and that if applied in the management of workers, will bad to the success of the organization involved.
REFERENCE
Ani Oluchi K. (2008), Business Administration and management, the researcher.
CHAPTER FIVE
DISCUSSION OF RESULT, RECOMMENDATIONS AND CONCLUSION
5.1 DISCUSSIONS OF RESULTS AND FINDINGS:
Great impetus was given to the development of interest in workers of organizations by the social reformers and novelists. Criticism of employee’s behaviour and cruel treatment of employees in the factual. By social reformers like lord shft Bury and Robert Oweri, commentaries of Dickson’s Novel and the Observations of Fredrick Engels awakened severel; under the privileged factors workers at the hands of the employers. Welfare officers were the first people to be appointed with specific responsibility to improve the conditions of employees.
They dispensed benefits to the deserving unfortunate employees. The welfare tradition remains strong in personal management and was predominantly concerned with the physical environemtn of work and the Amelioration of hardship among workers at this time.
This was how managers got to understand that people constitute an organization’s most important resources. An organization does not begin to function until the people have been recruited to fulfill the specified roles and to provide the specified activities associated with the role. People who work in an organization are the starting point, they are resources that are relatively inflexible in comparison with other resources like money and materials. The management is to provide can be released at work and developed.
Therefore, organization now aim at obtaining and retaining people for most efficient role performers and this gives management an obligation to adopt policies and practice which insure organization effectiveness and as well provide for the fulfillment of at least, Minimum needs for security, maintenance of self esteem and opportunity to grow etc. which are needs for an individuals to bring with him to an organization and expects to fulfill. These are what lead to the question to which this work has answered.
ØSince human beings are insatiable, can the employees of an organization be really satisfied at any point in time?
ØDoes personal satisfaction really have a role to play in the achievement of organizational success?
ØWill these factors compound economic problems of the organization?
ØWhat factors contribute to employees satisfaction?
Fro the findings of this research. It was ascertained that Anammco has been a success over the years. We also found out that personal satisfaction has a positive role to play in the achievement of organizational success since it was agreed that the success of Anammco is a function of their personal satisfaction that results to hard work. Further more it is true that hymen beings are insatiable, workers of an organization can really be satisfied since workers of Anammvo agreed that the techniques applied by Anammco is motivating. Also, we found one, that any effort that the organization puts to achieve employee satisfaction is not a waste of money. Instead it should be properly managed for better organizational behaviour.
5.2 RECOMMENDATION:
Going with the research findings, I would like to recommend certain things we have found out. We have found out that personal satisfaction leads to organizational growth and development. But even in Anammco not all the staffs are satisfies; I recommend that the management should look into the causes, and the dissatisfaction experienced by those personal.
Through almost all the personnel’s are satisfied, according to the research, the few are dissatisfied, can constitute a threat to the organization. This can happen through the organizational communication network in the organization. Through this channels, the minds of the satisfied one’s. therefore, for any organization (Anammco in particular) to really grow and develop, the dissatisfaction should be detected and dealt with accordingly.
5.3 CONCLUSION
Men and machine work to achieve the objective of an organization since objective do not accomplish itself. The product or service objective satisfied the goal of the owner are accomplished through men and machines working (Flippo 1971 p.40).
In Anammco, we have the personal department that undertakes to selection and train employee’s on jobs it explains to employ the expections of management and justifies the actions of management on issues. Where such management action appear is likely to provide unwelcome employee response, personal department seeks to acceptable. It attempts to satisfy emploees work related needs and deal with their problems. People at work expect to be treated as aorthy and respected human beings and to have the individual cancer and competence needs met. This expectation spurs them to greater effectiveness and better performance, which can only be met within the context of efficient management mutually respectful working relationship. Therefore management has duty to adopt policies and practices which insure organization effectiveness and as well provide for the fulfillment of at least minimum needs for security, maintenance of self-esteem and opportunity to grow and develop which are the needs an individual, bringd with him to an organization and say les 1977),
5.4 LIMITATION OF THE STUDY
Like all human endeavours, this study witness some limitations from a lot of factors.
These factors put a check to a hundred percent comprehensiveness of this research. First, finance was a militating factor against this study because as a students, I do nor have enough money for a very comprehensive research, 1950, wish to express the fact that I encountered a lot of difficulties in obtaining impregnation through interview and questionnaire due to the attitude of some of the staff of Anammco. Most of them claimed time constrained to fill the questionnaire. While the majority of others were reluctant in offering information for fear of disclosing their views to the public, which they presumed may cost them their jobs and this resulted in a lukewarm attitude even when views will be treated in the strictest confidence.
Finally, time was a check on the comprehensiveness of my research as my limited time was also needed for my other obligations as a student.
REFERENCE
Boyd H.W JR and West fall R; (1972), Marketing Research Text and cases Home Wood Illinois
Churchill G.A. Jr, (1976), marketing Research Methodological foundations Illinois
Gry L.R. (1981) Educational Research, Columbus Ohio
BIBLOGRAPGY
Boyd H.W JR and West fall R; (1972), Marketing Research Text and cases Home Wood Illinois
Churchill G.A. Jr, (1976), marketing Research Methodological foundations Illinois
Gry L.R. (1981) Educational Research, Columbus Ohio
Graham H.T. (1987 Human resources management;
Ojemba G.A. (2001). The practice of management Enugu
Iyke ventures production Ltd.
Nick A.O. (2001), Modern approach to office management
and administration Enugu Co.
Akpala. A. (1984), Managing industrial relations in Nigeria Lagos
Ejiofor.C. (1984). The classical theories of motivation and
their relevance to Nigeria Ibadan
Allison P. “Total Qoality management” Anammco News Vol.3, No 1 p.20 making your work environment safe. Awake; 22 February 2002 P.2
Enyi G.S (2002). Introduction to measurement and evaluation. Nigeria Harrison areso Nig. Ltd.
Orji.J. (1999), Business reseach Methodology Enugu. Forth Dimension pub Co. Ltd.
Ezelue A.C et al (1997) Basic principles in managing research projects, Enugu Metals on pub. Co.
Hersen et al (1981) progress in behaviour medication vol. 12 New York
Keith D. (1981), Human Behaviour at work, new York
and Technology.
Faculty of Management Sciences
Department of Business Administration.
dear Respondent,
THE IMPACT OF PERSONAL SATISFACTION ON ORGANIZATIONAL GROWTH AND DEVELOPMENT.
I am student of the above named institution, reasing Business Administration. I am carrying out a study on the above topic.
This questionnaires are designed for the purpose of academic research. The information supplied will be held in strict confidence.
Your honest opinion will therefore make this study a success by answering the questionnaires below appropriately.
Thanks for your anticipated co-operation.
Yours faithfully,
Ani Oluchi Kate
(Researcher).
INSTRUCTIONS
1. What is your sex?
A. Male ( ) B. Female ( )
2. Level of education?
a. WAEC?GCE ( ) B. OND/NCE ( )
3. Does the techniques applied by Anammco motivating?
A. Strongly agree ( )
B. Agree ( )
C. Disagree ( )
E. Strongly disagree ( )
4. has Anammco been encountering serious problem(s) with staff performance?
A. Strongly agree ( )
B. Agree ( )
C. Disagree ( )
D. Strongly disagree ( )
5. Does the benefits applied by Anammco for personal satisfaction waste of money?
A. Strongly agree ( )
B. Agree ( )
C. Disagree ( )
D. Strongly disagree ( )
6. Does Anammco have Adequate and capable human resources to satisfy market share?
A. Strongly agree ( )
B. Agree ( )
C. Disagree ( )
D. Strongly disagree ( )
7. Overall view of respondents on the impact of personal satisfaction on organizational growth and development.
a. What are success of its reputation for producing quality products? ( )
b. Does the success has a close relationship with their persona; satisfaction? ( )
c. Does present techniques applied by Anammco for achieving personal satisfaction motivating? ( )
d. Does techniques applied a waste of time and money?( )
8. What are intermedia staff’s view on the impact of personal satisfaction on organizational growth and development?
a. Anammco has been a success of its reputation for for producing quality products ( )
b. the success has a close development with their personal satisfaction ( )
c. The present techniques applied by Anammco for achieving personal satisfaction is motivating ( )
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