1.0 Introduction
1.1 Background of the Study
The growth and developments in the banking industry has brought about some measures of organizational conflicts, some of the organizational conflicts are externally induced while others are internal conflicts in the form of management and board room politics and power play.
During the industrial revolution, a series of changes were experienced inside and outside the business world, which gave more attention on the individuals work. Job satisfaction is an aspect of work evaluation that affects and inhabits the performance of diligent workers resulting to either high or low productivity depending on the level of organizational conflict and stability. According to Fagbemi (1986:12), job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one's job determines how satisfied they are at their job.
Organizational conflicts could negatively affect job satisfaction. This is defined as “the amount of overall positive effect (or feelings) that individual have towards their jobs'. In his opinion Aloy (1992:35) states that job satisfaction is the sum total of a person's feelings as to the extent to which his needs have been met in his job. It arises from the implicit assumption that a satisfied worker produces more. Man is not self sufficient and thus had to be employed in order to basically have a source of income and invariably living. This is the reason for Fajana (1997:125) statement that it is the positive orientation of an individual towards the work role which is presently occupying.
However, Obisi (1996: 303) argues that for the concept of job satisfaction to be meaningful, it must incorporate various elements such as, a feeling of positive effect (i.e. a good feeling), produced by satisfaction of important needs, in conjunction with a feeling that those needs could not have been better or more easily satisfied in a comparable job, such perceptions being with respect to the job as a whole. It is interesting to note that Obisi's definition above not only embodies the need for equity consideration but also emphasizes a total approach to the study of job satisfaction and management of organizational conflicts. Strauss (1984:21) thinks that such an approach is desirable because “the individual's satisfaction or dissatisfaction is determined by his total situation at work and at home, in every aspect of his life”.
To some people, the reward they get at work is the satisfaction they get from their job in this case the absence could lead to conflicts for them and the organization. Doing ones job in a conducive and enabling environment creates a lot of satisfaction into oneself, hence his satisfaction with his job in a less stressful environment and less conflict situation. As expectancy theory, Vroom (1982:15) suggests that productivity ordinarily is influenced positively by high job satisfaction that is someone who finds his job rewarding is likely to work harder at it if he receives desired rewards. From the above, job satisfaction is one of the necessary conditions for the internal success of enterprise and internet in today's modern management; managers are concerned about job satisfaction for two reasons;
- Many feel morally responsible for maintaining a high level of job satisfaction in their organization where people find their work satisfying or frustrating, challenging or boring, meaningful and pointless is of a great concern to managers,
- Managers are also concerned on the impact job satisfaction has no performance.
Thus, when one Say that a person is satisfied at his job, it means a worker having a high positive about it. At this juncture, it is worthy to mention some factors that encourage job satisfaction and conflict. They include;
Pay:
according to Lawler (1973:45), this is the factor the worker uses in assessing the value of a job well done and as a mark of achievement pay it is observed is the most important determinant of job satisfaction. If the reward system is not adequate, it could cause organizational conflicts that manifest in the form of strikes and other industrial actions.
The Work Itself:
The content of the job also determines how satisfied employees are with their job workers what jobs that are challenging. Job that have variety and control over work method, and work place influence job satisfaction. Conflict could arise when high goals and standards are sets for the officers or due to job design and poor facilities in the organization.
Promotion:
promotion is a greater source of job satisfaction, the higher position one occupies in the organization he works the more satisfied he is.
Supervision:
people oriented leadership is preferred to task oriented jobs. So a democratic supervision gives the worker more job satisfaction than the autocratic supervision.
Work Group:
most employees dislike jobs where they are being separated from interacting with their counterparts. The work group is a good influence on jobs satisfaction. Some of the conflict could arise from work groups that operate like mafia.
Working Condition:
workers are more satisfied in an environment or organizational environment to the worker. A good working condition like good temperature, well ventilated environment, lighten and noise, work schedule, cleanliness of work place etc. other are design factors an orientation to work.
1.2 Statement of the Problem
Despite the variation in what makes an individual satisfied, some factors are however inevitable in organizational conflict management in the banking industry. Employees come late to work, input and wastage rates is not ways as expected, at the same time output are on the decrease. The decrease in performance has led to a decrease in profit an consequently inhabit the organization to effectively realize its objectives and goals. According to Hoppock (1935:18), some of the reasons for the low performance and productivity and conflicts includes; bad management, poor supervision, lack of control and bad attitudes to work. This sated reason is all centered around the human side of the organization. Similarly, some other studies have shown that majority of workers view work as imposed and not enjoyed, negative rather than freely chosen.
This shows that non-motivating of the worker stood as clearly as a major problem to job satisfaction, performance and productivity. Presently, most companies are going through economic recession, hence workers are subjected to pressure both at home and at work. This can be deducted from their work behavior that manifests itself in lateness to work, absenteeism, slow pace at work, poor quality work, not meeting schedules, overstaying breaking periods and sleeping during office hours.
The absence of the following traits of job satisfaction could but decrease satisfaction from job and reduce morale and performance, satisfactory rate of pay, recognition of capability or skill, recognition of personality (social), desire to contribute personally a good working condition jobs security, social relationship with peers and supervisors, desire to be creative etc. The emphasize of this study therefore, is to examine the factors that could enhance employees satisfaction on the job. Similarly, since job satisfaction is a double edge sword having its implication both on the employer and the employee, the research would Endeavour to ascertain if employees expand energy on their work because of the extrinsic factors such as supervisory style, organization of the work, hours of work, communications, physical working conditions, job description or job contents and also whether employees perform up to expectation in view of the satisfaction derive from their work and overall benefit for the organizational performance.
1.3 Objectives of the Study
This study will examine and determine job satisfaction as it affects performance of employees of the union bank plc. These will include the following.
- To discover certain factors that makes all employee to perform to expectation reduce organizational conflicts.
- To identify the variable that are controllable by management which to a certain degree have a direct impact on performance?
- To evaluate the performance process and its relationship to job satisfaction and possible motivation.
- To examine the extent the quality of work life enhances job satisfaction and improved productivity.
- To fin out the way of establishing and restoring harmony between employees and his co-workers.
- To identify the broad policy being pursued by the union bank plc to reduce or eliminate job dissatisfaction and coping with stress.
1.4 Research Questions
The following questions will be used for this study.
- Has the union bank plc a policy specifically designed for job satisfaction and conflict management?
- Does organizational politics an power affect job satisfaction and lead to decrease in productivity?
- Is there any relationship between job satisfaction and employees performance?
- Can training and development of employees enhance job satisfaction and performance and reduce conflict in the organization?
- What are the factors responsible for job satisfaction and employee performance?
- Is it true that satisfaction is the key to the motivation of people at work?
- He employees allowed to us their initiative on the job to manage conflicts?
- To what extent has the management been able to satisfy employees and can the management still do more?
1.5 Significance of the Study
The following are the main significance of the this study:
- Job satisfaction and employees performance involves reviewing the past to enable proper adjustment to be made for now and future.
- This study therefore will be of importance to the government, corporate organizations, management practitioners, employees and the academic in conflict management in an organization.
- At the end of the study, the findings will help government and its agencies in assessing corporate organizations performance and how they could be useful in the entire economy to manage conflict.
- It will also afford them the opportunity of adequately harnessing its resources for better working machinery.
- The study will benefit the business community as it will enable them improve performance and productivity and evaluate the causes and consequences of organizational conflicts.
- to the employees, his/her ability, skills and attitude to adjust and adopt management policies of job and performance depends on his/her personal satisfaction on the job. As long as employees are concerned everyday a new thing is learned as we live in a dynamic world. So to keep abreast of expectations from him and acceptance of various policies and programmers needs constant attention.
- Finally, the academics will add this study to the existing ones for reference purposes.
1.6 Limitation of the Study
The study encountered some problem in collecting data and relevant records. Getting the respondents to agree to the interview was a lot of problem. Quite a number were afraid to reveal the management structure and style. According to them, this could result in victimization by their boss. In releasing figures and facts, some claimed that doing so be against the policy of the organization.
Another major limitation is the short period within to complete this study. Similarly, inadequate finance for the study hindered the rate or progress of the research. The cost of materials for the research which was exorbitant includes, transportation audio-video etc. The limitations notwithstanding, sufficient data was successfully collected.
1.7 Scope of the Study
In an attempt to reaching the purpose of this study, the research has been organized under five chapters.
Chapter one is the introduction part of the study which provides a summarized overview of the subject matter. It contains a brief background of the study, the statement of problem, the purpose of the study, the limitations of the study, the definition of term and the organization of the study.
Chapter two is on the view of related literature; the chapter reviewed the concept of job satisfaction, definition and nature, distinction between job satisfaction an motivation, theories of job satisfactions, productivity defined and the effect of productivity on job satisfaction among other factors.
Chapter three examines the research method and procedures. It has two parts, first is the selection of data using random sampling and the process of data collection. Secondly, is the source of data collection-questionnaires, personal interview observation, sample size calculation and tools for analysis.
Chapter four is set aside for the main analysis of the research. The study used simple percentages and chi-square techniques.
Chapter five marks the end of the body of the study. Based on the researcher's exposition to the topic and evaluation of the system, summary for an improved job satisfaction among, employees of Union Bank Plc.
1.8 Definition of Terms
Organisation:
Organized system or body of people united for a purpose.
Respondents:
Persons qualified to be interviewed to supply answers to questionnaires.
Policy:
This is a plan of action employed by organizations to guild their thinking and actions towards organizational goals
Efficiency:
It is concerned with doing the right job in the right way at the right time.
Performance:
This is concerned with meeting up expected result and standards.
Motivation:
This is the creation of needs which inclines a person to behave in a particular manner and the satisfaction of that need.
Effective:
Producing the result that is wanted or intended in an organization.
Job Satisfaction:
This involves minimizing costs or waste and maximizing benefits for every unit or quantity work performance
Control:
This is a process of ascertaining that plans are in line with goals or objectives of an organization.
