Impact Of Work Environment, Supervision And Job Satisfaction On Employees Productivity (A Study Of Accion Micro Finance Bank Ltd)

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Impact Of Work Environment, Supervision And Job Satisfaction On Employees Productivity (A Study Of Accion Micro Finance Bank Ltd)

TABLE OF CONTENTS

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

1.2     STATEMENT OF THE PROBLEM

1.3     OBJECTIVES OF THE STUDY

1.4     RESEARCH QUESTIONS

1.5     RESEARCH HYPOTHESIS

1.6     SIGNIFICANCE OF THE STUDY

1.7     SCOPE OF THE STUDY

1.8     LIMITATION OF THE STUDY

1.9     DEFINITION OF TERMS

CHAPTER TWO

LITERATURE REVIEW

2.1     THE NATURE OF MOTIVATION

2.2     EMPLOYEE PRODUCTIVITY

2.3     FACTORS INFLUENCING EMPLOYEE PRODUCTIVITY

2.4     JOB SATISFACTION

CHAPTER THREE

RESEARCH METHODOLOGY

3.1     INTRODUCTION

3.2     RESEARCH DESIGN

3.3     STUDY POPULATION

3.4     SAMPLE AND SAMPLING TECHNIQUE

3.5     DATA FOR THE STUDY: INSTRUMENTATION

3.5.1  INSTRUMENTATION

3.5.2  VALIDITY OF INSTRUMENT

3.6     METHOD OF DATA ANALYSIS

CHAPTER FOUR

4.0              DATA PRESENTATION, ANALYSIS AND INTERPRETATION

4.1     INTRODUCTION

4.2     DATA ANALYSIS (QUESTIONNAIRE)

CHAPTER FIVE

SUMMARY CONCLUSION AND RECOMMENDATIONS

5.1     SUMMARY OF FINDINGS

5.2     CONCLUSION

5.3     RECOMMENDATION

REFERENCES

QUESTIONNAIRE

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Employees’ productivity is the heart and soul’ of any organization. Any successful business knows much of its success is due to diligent workers with excellent productivity. Employees who put forth extra effort often make a big difference in company profits. The employees who do only what the job duties require, and no more, can stymie the progress of a company. Increasing productivity is one of the most critical goals in business. Unfortunately, it’s an activity seldom accepted by Human Resource professionals as a legitimate mandate. While most Human Resource professionals acknowledge that their job entails establishing policy, procedures, and programs governing people management, few attempt to connect such elements to increasing employee output (volume, speed, and quality) in terms of revenue per employee. It is important to motivate all employees to reach their full potential and maximal their level of productivity. Companies that recognize and encourage increased productivity are likely to be more successful than their counterparts that don’t (Sahay, 2005).

The importance of qualified manpower in the social, political and economic development of any nation can hardly be over emphasized. No nation is known to have attained and sustained high level of economic growth and development without ample supply of manpower. Of all the factors that unlock the forces of economic and development, a country’s human resources is the most vital because without, it all the other factors have to wait. (Nwachukwu 1988, p-128) Positive changes in the quality of work force according to Nwachukwu, account for rapid economic development that has taken place in advanced countries, Kuznet in Nwachukwu once observed that “the major capital stock of an industrially advance country is not its physical equipment; it is the body of knowledge amassed from tested findings and discoveries of empirical science, and the capacity and training of its population to use this knowledge”.

Kauno (2005) says productivity is important because it allows the business to be more cost effective. The more output a business has for a specific cause, the cheaper it is to produce the product. This in turn allows the business to have a higher profit. Productivity on the part of employees is important because getting your job done will help the company’s growth. If the company grows and progresses, profits will increase. If profits in the company increase, not only will the bosses be happier but they will hire more people and give raises to those doing a good job and increase benefits for them. If employees are shareholders in the company they will win even more benefits since their shares will be worth more and they will have a nice nest egg when they retire. Productivity is good for everyone and important for a company’s survival.

1.2     STATEMENT OF THE PROBLEM

Although attempts have been made in the past to tackle this problem of low productivity which has been a long standing concern in Nigeria, though establishment of such bureaucratic institutions as the Productivity, Prices and Income Board (PPIB), the problem remained more or less unabated. It is not in doubt that Nigeria is richly and extra-ordinarily endowed with all the three basic principal factors needed for enhancement of productivity, namely, capital, human and mineral resources, it has been unable to take advantage of these factors to obtain at least a corresponding level of outputs consequent to which the country, several years since it attained political independence, is yet poverty ridden.

Tangen (2002) argues the term productivity clearly has a profitability component, but profitability is strongly influenced by the prices a company pays for its input and receives for its output. If a company can recover more than the cost of its input from rising prices for its output, its profitability can be increased even in times when its productivity is decreasing. That is also a strong argument for productivity being expressed in physical units (in quantities) instead of monetary units. However, profitability as a performance measure mainly addresses shareholders as the interest group and many researchers therefore claim that using monetary ratios as productivity measures will result in several shortcomings, for instance, induce short-termism and discourage the customer perspective.

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