INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Nigeria as an economic entity is made up of the public sector and the private sector. The public sector is essentially created by the Nigerian constitution thus defines the rules, the power, the duties, the boundaries and the interrelationships of the separate levels of government and their agencies in the public sector.
Public sector is made up of the federal, state and the local government. Public sector activities are conducted through ministries, extra-ministries departments, local councils and parastatals. While the ministries departments, local councils are organized through the civil service rules with civil servants as workers, the parastatals are run either as corporations, authorities, boards, councils and limited liability companies in which the government has either full, majority of controlling interest (Ugwoke, R.O. 2005).
The management of people at work is an integral part of the management process. To understand the critical
importance of people in the organization is to recognize that the human element and the organization are synonymous. Any well-managed organization are usually sees an average worker as the root source of quality and productivity gains. Such organization do not look to capital investment, but to employees, as the fundamental source of improvement. An organization its goals. An effective organization will make sure that there is a spirit of co-operation is effective to the degree to which it achieves and sense of commitment and satisfaction within the sphere of the influence. Job satisfaction is a result of employee's perception of how well their job provides those things that are viewed as important. According to (Mitchell and Lasan, 1987), it is generally recognized in the organizational behaviour field that job satisfaction is the most important and frequently studied attitude. According to Luthan (1998) there are three important dimensions to job satisfaction.
Job satisfaction is an emotional response to a job situation. As such it cannot be seen, it can only be inferred.
Job satisfaction is often determined by how well outcomes are met or exceeds expectations. For instance if organization participants feel that they are working much harder than others in the department but are receiving fewer rewards they will probably have a negative attitudes towards the work, the boss and/or co-workers. On the other hand, if they feel they are being treated very well and are being paid equitably, they are likely to have positive attitudes towards the job.
Job satisfaction represents several related attitudes which are most important characteristics of a job about which people have effective response. These to Luthans are:- the work itself, pay, promotion opportunities, and supervision and co-workers. A civil servant who can not get a sufficient wage will be faced with the problem of maintaining his or her family's life. This problem puts the civil servant far from being satisfied.
Job satisfaction cannot be talk of where there is absence of motivation. Low wages and lack of status and social security affect motivation. Job satisfaction of the civil
servant who has an important place in the information society will affect the quality of the service he renders. In this respect, the question of how the material and moral element affect the job satisfaction of the civil servant gains importance. Job satisfaction is so important in that its absence often leads to Lethargy and reduced organizational commitment. Lack of job satisfaction is a predictor of quitting a job sometimes workers may quit from public to the private sector and vice versa. At the other times the movement is from one profession to another that is considered a greener pasture.
Nigerian public sector is grappling with dwindling economy and its concomitants such as poor conditions of service and late payment of salaries which result in, people tending to migrate to better and consistently paying jobs. From this viewpoint satisfaction on a job might be motivated by the nature of the job. it pervasive social climate and extent to which workers peculiar needs are met. Working conditions that are similar to local and international standard and extent to which they resemble work conditions of other professions
in the locality. Other inclusions are the availability of power and status, pay satisfaction, promotion opportunities, and task charity.
One cannot ignore these signals. If job satisfaction is going down among workers in the public sector, it will have negative effects on the quality of the services. Not only because lesser motivated workers will deliver services of a lower quality, but also because it will make the public sector less attractive as an employer. This certainly will have adverse repercussions in a tight labour market.
Civil servant satisfaction rating is measured by the degree of his/her productivity, retention, absenteeism, grievance expression, tardiness, low morale, and other factors. Employees who are more productive and stay longer on job, highlight higher job satisfaction ratings. Lower satisfaction causes frequent absence from work. Low performance, work disruption and possible increase in administrative and training cost along with reduction in productivity.
When considering job satisfaction, probably the most important point to bear in mind is that many factors that affect it. What makes workers happy with their jobs varies from worker to workers and from day to day. Apart from the factors previously mentioned, job satisfaction is influenced by the employee's personal characteristics, the manager's personal characteristics and management style, and the nature of the work itself. Manager who want to maintain high levels of satisfaction in the workforce must understand the needs of each member of the workforce.
This research intends to study the factors which affect the job satisfaction in public sector organizations, with a particular reference to ministries and test the validity and generality of job satisfaction model which has been developed after the review of relevant literature.
| Project details | Contents |
|---|---|
| Number of Pages | 101 pages |
| Chapter one | Introduction |
| Chapter two | Literature review |
| Chapter three | methodology |
| Chapter four | Data analysis |
| Chapter five | Summary,discussion & recommendations |
| Reference | Reference |
| Questionnaire | Questionnaire |
| Appendix | Appendix |
| Chapter summary | 1 to 5 chapters |
| Available document | PDF and MS-word format |
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