EFFECT OF JOB SATISFACTION ON EMPLOYEES’ COMMITMENT AND PRODUCTIVITY
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EFFECT OF JOB SATISFACTION ON EMPLOYEES’ COMMITMENT AND PRODUCTIVITY
Chapter one
INTRODUCTION
1.1. BACKGROUND FOR THE STUDY
The study looks at two significant professions: teaching and banking. The study seeks to determine whether employees in banks and schools are satisfied with their careers. In the words of Akande (1988), “An engineer dies with his mistakes, a medical doctor buries his mistakes but the whole society perishes with the mistakes of teachers” .
In recent years, the school certificate examination results provided by the West African Examinations Council (WAEC) and the National Examinations Council (NECO) have been extremely low.
The organisation attributed the cause of the overall trend to the level of devotion of the professors who are in charge of instructing the kids.
The banking business faces numerous challenges, which have resulted in the layoff of many employees and the closure of some banks. As a result, the researcher decided to conduct a study on the level of commitment of teachers and bank employees in Lagos State’s Mainland Local Government to determine the relationship between job satisfaction, dedication, and productivity.
On the other side, the study will investigate the state of bank personnel and the impact of job satisfaction on employees’ dedication and productivity. Banking is another important part of every nation’s survival.
The sudden collapse of some institutions required special attention. The study will represent the prevalent idea that a happy worker is a productive worker, and that management may boost employee productivity.
Job happiness is critical in study on teaching and banking professions. The value judgement, mental and physical dedication, and productivity explain why the greater society holds organisations responsible for participant pleasure. Given that an individual spends a significant portion of his working life at his workplace, it should be pleasant, agreeable, and rewarding.
On mental health, Nwaku (1986) proposed that dissatisfaction with specific aspects of our lives has a knock-on effect and colours our outlook. People who are unhappy with many other aspects of their lives, including family life, leisure activities, and even life itself, find it difficult to commit to their jobs, resulting in low productivity.
In addition, job satisfaction is unquestionably linked to physical health. Palmore (1969) proposed that persons who enjoy their jobs are more likely to live longer. When someone is dissatisfied with their employment, they are more likely to become frustrated, which can lead to low productivity and potentially a strike.
In this study, I will examine motivational tactics utilised in the teaching and banking sectors and compare their levels of production. Teachers are life moulders; the future of society is in their hands, and as a result, they have worked hard to do so without interruption or distraction.
People’s attitudes towards the teaching profession are unimpressive, and the government isn’t helping matters because salaries aren’t paid on time. According to the saying “a hungry man is an angry man,” instructors’ needs must be satisfied in order to educate properly. One of the most challenging conditions in which to make changes to people’s jobs is when they already have a sense of uneasiness.
So, in many ways, Nigeria’s economic situation is ill-suited to a broad movement centred on changing jobs and work organisations in order to improve working conditions. The increasingly rapid emergency of new technology of all kinds is creating its own impetus for change and forcing many employers to re-evaluate their organisational structure, as well as their product ranges and manufacturing methods.
The service industries are not immune, as the rapid progress of all forms of information technology promises to bring about radical changes in the office, retailing, and even personal services.
At the same time, people’s fundamental attitudes towards labour continue to shift, as part of a larger shift in social attitudes. School leavers, in particular, have very different work aspirations than their parents.
Current pressures may be pushing many people to “be realistic” and take any job they can get; however, radial changes in the educational system have raised basic expectations, and there are significant social and productive risks if there is an inherent mismatch between their school experiences and their first job experience.
They were encouraged in school to explore variety, make choices, and express themselves. All too often, their work environment encourages individuals to endure boredom, limit their discretionary choices, and hide their ideas, sentiments, and creative impulses.
Individuality, which has been carefully nurtured in a better educational environment, is frequently subjected to the banal requirements of workplace routine.
In these instances, it’s not unexpected that some companies grumble about young people’s growing estrangement from traditional work ethics. However, banking has numerous challenges.
The banking industry is organised cleanly into various time periods. There was an era of foreign bank monopoly that lasted from 1930 to 1984 and can be defined as the period when the foundations of contemporary Nigerian banks were established. Foreign banks dominated all aspects of banking during this time period.
Commercial banking activity began in 1994 with the establishment of the Bank of British West Africa (BBWA), today known as First Bank of Nigeria Plc. For the following two and a half decades, the bank led the development of banking in Nigeria until Barclays Banks joined in 1971, forming Union Bank of Nigeria.
Another era was the era of indigenous attempts at modern banking, which reflects the reality that some kinds of indigenous banking existed prior to local attempts to compete against foreign banks.
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