Abstract

A research was carried out in order to determine employee orientation and organizational commitment to work in Nigeria (A case study of Enugu State Housing Corporation, Enugu). Questionnaire were administered to the two hundred and eight six workers of Enugu State Housing Corporation, Enugu. Some of the workers were also interview. The results indicate that having a good deal of autonomy makes Enugu State Housing Corporation Enugu workers to become oriented to work. It was also discovered that the salary is meager and inadequate. It was also discovered that the organizational status of worker in Enugu State Housing Corporation is very low. The working environment was also discovered to be very poor and adequate facilities were not there. The study suggest that the management of Enugu State Housing Corporation should maintain a good deal of autonomy. The government should also increase the workers salary. The workers should also be more oriented to be more efficient. Government should also improve the organizational status of worker of Enugu State Housing Corporation.

Table of Content

CHAPTER ONE

1.0 Introduction

1.1 background of the study

1.2 Statement of the problem

1.3 Objectives of the study

1.4 Research Questions

1.5 Significance of the Study

1.6 Scope of the Study

1.7 Definition of Terms

CHAPTER TWO

2.1 Review of Related literature

2.2 Classification of Orientation to Work

2.3 Roles of Managers towards Organizational

2.4 Correlates of Organizational Commitment

2.5 Theoretical Perspective

2.6 Workers Orientation in Enugu State

Reference

CHAPTER THREE

3.0 Research design and methodology

3.1 Source of Data

3.2 Population of the study

3.3 Determination of Sample Size

3.4 Sample Techniques

3.5 Selection and Construction of Research

3.6 Administration of Research Instrument

3.7 Instrument of Return Rate

CHAPTER FOUR

4.0 Presentation and Analysis Of data

4.1 Presentation of Data Analysis

CHAPTER FIVE

5.0 Summary of Findings, Recommendation and Conclusion

5.1 Summary of Findings

5.2 Recommendations

5.3 Conclusion

Bibliography Appendices

Introduction

This study focuses on employee orientation and as it affects organizational commitment to work. The point is that people have different aspirations, expectations and views about work, which invariably affect the degree of their commitment to the organization in which they work. This work is therefore part of the scholar as to what particular work orientation best engenders favourable work attitudes and commitment. Two distinct group are involved in this debate – they are the instrumentalist represented by Taylor (1990) and Cold Horpe et al (1997) argued extrinsic orientation and self actualization school which emphasize intrinsic aspect of work. Writers in this group includes: Hertzberg (1989:113), Brown (1989:121) Hall and Scnider.

1.1 BACKGROUND OF THE STUDY

Work is one phenomenon, which is inevitable in the universe and invariable affects the entire aspect of human life. There is percussive evidence that work is a major formative experience which can either promote or limit a man’s growth in ways which affect the whole man and which therefore shape his life outside man the as well as within it (for 1991). Some modern industrial doctrine of work advocates the philosophy which ascribes to work on extrinsic meaning. It expects work to fill predominantly extrinsic satisfaction to the workers. Work is mainly seen in terms of its instrumental characters as a means to some end, it becomes a means of trying to meet the ever rising material standard of life and the pursuit to reinsure activities outside work environment avenue consumption. Also, other philosophies of work however, ascribed to work as an intrinsic meaning.

The research work centers on the organizational orientation and commitment to work. According to Royer Bermeth (1981) orientation is the way by which people are meant to understand all that is obtainable in their work and the environment. It is equally how people view their work situation in terms of what one desires to achieve.

Also Nwachukwu (1998) sees orientation to work as planning of a good program to introduce the new employee to the company as a whole, to his department, his job and his peers. It also involves the formal tour of the company buildings, giving the employee information about the company’s activities, its structure, his job and its relationship to other jobs in the company.

However, in an organizational commitment orientation to work, the management makes several things known to the worker as regards to the performance of his job and in line with the organizations laid down rule and regulations. This is designed to provide a new employee with the information needed to function comfortably and effectively in the organization. By Ile .M. (2000).

Organization orientation conveys three things:

i. General information about the daily work routine.

ii. A review of the organization history, purpose, operations and products or services as well as how the employee job contributes to the organizational needs.

iii. A detailed presentation, perhaps in a brochure of the organizations works policies, rules and employee benefits.

A Cristal Analysis Of Employee Orientation And Organizational Commitment To Work In Nigeria (A Case Study Of Enugu State Housing Corporation, Enugu)

Key Features

Table of Content

Introduction