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Impact Of Work Environment, Supervision And Job Satisfaction On Employees Produtivity
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CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
It
cannot be over-emphasized that human behaviour is influenced by his
environment though which invariably reflects on work performance which
have being observed that job satisfaction influence an individual
behaviour including his environment through which productivity is
achieved. Thus individual’s attitude must be checked concerning means of
production as a major watch word which must be well managed,
ascertaining and diagnosing their needs being pro-active in creating a
favourable working conditions within and outside work place that will
positively boost their morale to higher performance because the social
life of an employee constitutes his or her working life. (Shabi.2002)
and not limited to monetary factor alone.
Therefore, the link and
clue to job satisfaction towards higher production is through
effective and harmonious management of human behaviour in an
organization. The fact that man is one of the major factor of production
is a product of “nature and nurture†(Idowu.2002) i.e.
Work environment + SUPERVISION + Job satisfaction + = HIGHER PRODUCTIVITY.
Work
environment implies what constitutes good working condition within and
outside the workplace. Supervision implies continuous implementation and
monitoring of management programme of needs.
Job satisfaction implies effective harmonizing of human behaviour.
WORK ENVIROMENT
Higher
Productivity
Supervision Job Satisfaction
Dr. Dauda 2005.
The
key to job satisfaction is in an individual attitude, for many of us,
the idea of having a job that is truly satisfying i.e. the kind of
environment in which work doesn’t feel like work anymore is pure
fantasy. Professional athletes, ski patrollers and golf pros may have
found a way of doing what they love and getting paid for it. However,
job satisfaction describes how content an individual is with his/her
job. Job satisfaction is not the same as motivation or aptitude.
Although it is clearly linked. Job design aims at enhancing job
satisfaction and performance by increasing productivity in a conducive
environment.
1.2 STATEMENT OF THE PROBLEMS
In the past,
environmental conditions in the workplace. Illuminations, ventilation,
humility, temperature, sitting arrangement, office structure and a host
of other environmental variables have all been seen from the angle of
the engineering,. Although the technical problem of achieving desired
result is simple aside the psychological problem of what condition suits
the employees.
1.3 AIM AND OBJECTIVES OF THE STUDY
This
study would like to look at the contribution of the physical work
environment and supervisory style on job satisfaction. The physical work
environment must be defined as the setting of the workplace. Also, the
study would also look at how supervision and management create a healthy
work environment.
The purpose of the study are in these folds:-
1.To
see the extent to which the physical work environment especially
open-office structure that are now taking over from the conventional
private office ,the amount of privacy offered by this kind of office
structure, noise, amount of social interaction permitted by the
structure and the contribution of these and other factors to job
satisfaction.
2.To examine supervisory style and its impact on
employees job satisfaction and the extent to which freedom of action and
job execution facilitates or influence employee’s job satisfaction.
3.To
analyse the combined effects of these two factors above on Job
satisfaction and recommend ways of improving those factors so as to make
employees more satisfied with their job with their job probably
increasing their job performance.
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ABSRACT - [ Total Page(s): 1 ]Job satisfaction is an attitude variable that reflects how people feel about their jobs overall as well as various aspects of them. There are basic important dimensions to job satisfaction.The objective of this study is to understand the ways in which individuals seek to satisfy their needs or drives, and the consequences of the satisfactions or dissatisfaction of such individuals needs in an organization.Questionnaire and a structured interview was used for data collection, the respondents were ... Continue reading---
