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FACTORS AFFECTING THE PRODUCTIVITY OF WOMEN IN ORGANISATIONS

FACTORS AFFECTING THE PRODUCTIVITY OF IN ORGANISATIONS

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FACTORS AFFECTING THE PRODUCTIVITY OF WOMEN IN ORGANISATIONS

ABSTRACT

The inclusion of women in the modern work field has been a hot topic of conversation over the , and when compared to the conventional roles played in the past, it is clear that the social position of today's women has clearly improved.

The researcher examined the of women in both previous and present times in this effort. According to the survey, women in the past were primarily limited to the conventional tasks of housekeeping and child-bearing, whereas modern-day women have broader functions in our ever-changing society.

This focuses on women working in the industry, with a particular emphasis on the condition of one significant organisation. The Nigerian Central Bank (CBN). Throughout the course of this research, a number of issues commonly encountered by women in the performance of their jobs were identified and fully explored.

After that, the researcher moved on to propose remedies to the job­related variables that could impair the productivity of female employees.Women's work performance should not be restricted in any way, whether culturally, socially, politically, or monetarily.

In pursuit of their lustful career, they should give every opportunity equal to their male counterparts. It would go a long way towards improving the working conditions for women.

CHAPITRE ONE

1.1 BACKGROUND OF THE STUDY

A careful examination of the recent past reveals that there has been a phenomenal increase in the membership of women in various segments of labour both in the public and private sectors of the Nigerian over the past few decades.

Previously, what were exclusively male preserved professions have now been invaded in large numbers by career-seeking women. Women have shown significant support for the fields of architecture, law, administration, medicine, engineering, banking and finance, accounting, and politics, to name a few.

Women's cautious but steady inroads into these male-dominated might be attributed to socio-cultural variables that were commonly accepted traditional norms in most African countries.

Until recently, as a result of pervasive western cultural influence, African women were expected not only to bear and rear children to the satisfaction of their spouses, but also to exhibit absolute submissiveness to their traditional home, and thus had no say in the management and upbringing of their family members.

However, that concept has now changed for the better; unlike in the past, when women's duties were considered to be limited and confined to the kitchen, women now have at least a dual role of doing domestic activities at home and caring for office functions. Women are now receiving education and training that will fully enable them to become better housekeepers while also assuming higher positions of power in companies.

Though women are frequently referred to as the weaker sex, they have not lagged behind in their chosen profession, where competitiveness, efficiency, aggressiveness, and marked distinction have frequently been demonstrated in the performance of various duties to the satisfaction and admiration of their male counterparts.

What a man can accomplish, a woman can do even better, appears to be quickly gaining recognition among the general public, owing to women's marvellous and amazing performance. To name a few, professor (Mrs.) Dora Akunyill, Director-General of the National Agency for Food, Drugs, and Control (NAFDAC), Dr. Okereke Onyuike, Director General of the Nigerian Stock Exchange, and many others.

Perhaps as a result of today's unfavourable economic realities, women have increased their efforts to seek paid employment or engage in various businesses to supplement their husband's efforts in day-to-day family management, demonstrating that women have increasingly important roles to play in organisational management.

Women must therefore be effectively incorporated into the system in order to ascend to top management positions in their various corporate organisations. Despite the huge accomplishment, observations suggest that certain limits do militate against women's labour productivity in the day-to-day performance of their work. Some of these components have been found as inherent in nature, which most women require. Pregnancy and the maternity period are examples, but not the only ones.

Men have an advantage over women in these areas when it comes to occupying top management roles in organisations.

Given the facts of the situation, the study's objective was to identify the connected elements that affect the productivity of women in organisations and to propose solutions to productivity at work.

1.2 STATEMENT OF THE

Traditionally, the syndrome was based on the mistaken belief that women were unaccustomed to performing complex tasks. However, events are demonstrating such unwarranted and unverified claims to be false. Today, some people feel that women's labour productivity will remain low in contrast to men's.

As a result, women are underrepresented in senior management positions in some firms, even though they have similar degrees, experience, training, and skills to do a task. Women employees may not be as productive as males since they work under strain, including domestic pressure, and so on.

These factors have made it harder for female workers to achieve the appropriate level of productivity. This study will therefore make a determined effort to analyse the factors influencing the productivity of female employees in organisations in order to advise a course of action.

1.3 OBJECTIVE OF THE STUDY

Aim:

Because women are no longer considered a “oppressed class” in our modern culture. The research project aims to assess the elements that influence the productivity of female employees in organisations.

Objectives:

a) Determine many elements influencing the productivity of female employees in firms.

b) Identify main issues confronting female employees in firms and recommend a course of action or potential solutions.

b) Determine the type of work environment that would increase the productivity of female employees in organisations.

1.4 RESEARCH QUESTIONS

This study's research questions are as follows:

i. What factors influence the productivity of female employees in organisations?

ii. Will the training/courses that employees attended have a good impact on women's productivity?

iii. What are the common issues faced by female employees that may contribute to low organisational productivity?

FORMULATION OF HYPOTHESES 1.5

i. That proper education has contributed and continues to contribute significantly to women's high productivity in organisations,

ii. If given equal opportunity as their male counterparts, that woman can achieve better.

iii. The prolonged absence of female employees on maternity leave can have an impact on organisational productivity.

1.6 SCOPE AND LIMITATIONS OF THE STUDY

The women employees of the Central Bank of Nigeria (CBN), both married and unmarried, were the subject of this study. Because of the large number of female personnel at the Central Bank of Nigeria's headquarters. With the organization's whole female personnel based in Lagos, it was deemed appropriate, convenient, and cost-effective to limit research efforts to the Lagos office.

1.7 DEFINITIONS OF TERMS

This section provides the operational definition of relevant terminology related to this study; for clarity, the key terms utilised in this research effort have been defined.

Thus;

FACTORS:

Factors, according to the dictionary definition, are any condition, fact, or influence that contributes to a result; this includes any potential impediments to a productive process.

PRODUCTIVITY:

This refers to the link between output and productive inputs in the creation of goods and services as it relates to female employees in businesses.

WOMEN IN WORK:

The researcher is referring to the complete female working group involved in organisational services. However, the focus of the research effort is on women employed by the Central Bank of Nigeria (CBN).

ORGANISATIONS:

This is described as a system of two or more people's consciously coordinated activities or forces. In other words, an organization(s) is formed when people come together and formally agree to combine their efforts for a shared goal.

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