Key Features:
- No of Pages: 70
- No of Chapters: 05
- Contains Questionnaire
- Contains relevant data tables
Introduction:
Abstract
This research is intended to survey the implications of job dissatisfaction of secretaries in Nitel Enugu with the view of determining whether secretaries are not dissatisfied with their jobs, and what makes for job dissatisfaction/satisfaction in the organization. The number of secretaries in Nitel Enugu were chosen as a population of study among other government organization that have secretaries who face similar problems selection of the respondents were based on simple random sampling.
The result of this study showed that secretaries are dissatisfied with their job. The cause of this job dissatisfaction starts from the low salary they receive which to them is not commensurate with the nature of their job, less time for themselves, constant change of boss, un-cooperative attitude of colleague, people perception of secretaries and lack of achievement.
Finally, in view of the above, it is recommended that bosses should be allowed to work in an office with a secretary for at last 4-5 years duration before they are changed or transferred. This will enable the secretaries to be acquainted or familiar with the boss and it will enhance productivity and out put level. Secondly, the salary level of secretaries must be in accordance with what others are paid. It must be enough to motivate them towards working harder for attainment of the organization goal.
Table of Content
CHAPTER ONE
1.0 INTRODUCTION
1.1 BACKGROUND OF THE STUDY
1.2 STATEMENT OF THE PROBLEM
1.3 PURPOSE OF THE STUDY
1.4 SIGNIFICANCE OF THE STUDY
1.5 RESEARCH QUESTIONS
1.6 SCOPE OF THE STUDY
CHAPTER TWO
2.0 LITERATURE REVIEW
2.1 CONCEPT AND DEFINITION OF A SECRETARY
2.2 FACTORS ASSOCIATED WITH JOB DISSATISFACTION
OF SECRETARY
2.3 CONSEQUENCES OF JOB DISSATISFACTION
2.4 JOB DISSATISFACTION AND FACTORS THAT CAN GIVE RISE
TO JOB DISSATISFACTION OF THE SECRETARY
2.5 SYMPTOMS AND EXTENT OF JOB DISSATISFACTION
2.6 VARIOUS MOTIVATION THEORIES THAT ARE RELATED
TO JOB DISSATISFACTION
2.7 THE NEED HIERACHY THEORY
2.8 SECRETARY AND JOB DISSATISFACTION
CHAPTER THREE
3.0 RESEARCH METHODOLOGY
3.1 RESEARCH DESIGN
3.2 AREA OF STUDY
3.3 POPULATION OF STUDY
3.4 SAMPLE AND SAMPLING TECHNIQUES
3.5 INSTRUMENT FOR DATA COLLECTION
3.6 VALIDITY OF THE INSTRUMENT
3.7 RELIABILITY OF THE INSTRUMENT
3.8 METHOD OF DATA ANALYSIS
CHAPTER FOUR
4.0 DATA PRESENTATION, ANALYSIS AND FINDINGS
4.1 RESEARCH QUESTIONS
4.2 RESEARCH QUESTION NO 2
4.3 RESEARCH QUESTION NO 3
4.4 SUMMARY OF FINDINGS
CHAPTER FIVE
5.0 DISCUSSION AND CONCLUSION
5.1 DISCUSSION OF RESULTS
5.2 CONCLUSION
5.3 RECOMMENDATION
5.4 LIMITATIONS OF THE STUDY
REFERENCES
APPENDIX
QUESTIONNAIRES
LIST OF TABLES
As a secretary are you dissatisfied with your job …………. Table 1
What makes you dissatisfied with your job as a secretary … table 2
What motivates you to work………………………………… table 3
Do you consider the Furnishing of your office and its general environment as enhancing to your dignity……………………………… table 4
Do you have adequate office equipment to help out
duty efficiently………………………………………. table 5
Do these equipment make you happy with your job…… table 6
Do you have avenues for growth and advancement ……… table 7
How often are your bosses changed ……………………… table 8
Does these affect your work……………………………… table 9
What promotional policies do you experience…………… table 10
What upset you most in your work as a secretary………… table 11
Can you recall a time when you feel exceptionally happy about your job …………………………………………………………. table 12
Introduction
1.1 BACKGROUND OF THE STUDY
The Nigerian telecommunications PLC in one of the parastatal set up by the Federal Government of Nigeria with the sole aim of providing public utility services to the people although they are secondarily expected to make some profit before they went into privatization.
NITEL was detached from the former post and telecommunication (P&T) department of the federal ministry of communication on the view of improving the efficiency and functioning of NITEL. The organization was not mainly for profit making but like any other government establishment to provide its services to the public at a minimal cost.
The problem however, remains that the efficiency and functioning of NITEL has continued to fall below expectations of the consumers despite several reorganizations that has taken place in the parastatal. NITEL though is not the only public parastatal in which there are lapses but her case has become so common place or rather important considering its role as communication conveyor for any modern business organization (private/public).
Public and private sectors of the economic are modifying their communicate system to ensure efficient and effective information gathering, processing and disseminating by the telecommunication system. Hence the role of telecommunication in the socio economic development of the developing nation like Nigeria cannot be over emphasized. It is in realization of this fact that the Nigeria Telecommunication limited was set up by the federal government to offer telephones, telex, telegrams and satellite services.
The federal government had spent hugs sums of money in this parastatal to see that the public gets the satisfaction they need but yet telephone subscribers still feel they are getting the best from this parastatal.
NITEL on its own complains frequently of vandalisation of its equipment and neglect on the part of its workers, which leads to disruption of its operations.
Some of these workers are secretaries who are way or the other are dissatisfied with their jobs and seek a way of satisfying themselves on their job. These secretaries are being paid like other workers but what is the cause of their dissatisfaction with their jobs hence the low efficiency and effectiveness in the performance of their job, could it be the salary paid to them? But even most highly paid establishment are unhappy and dissatisfied with their jobs whereas other receiving half their salary work with great vitality, enthusiasm and enjoy their job.
Clearly salary alone is not the answer for everyone and perhaps not even the majority. There are other aspect of the job and the work environment that provide much greater satisfaction than the size of the paycheck.
Jobs dissatisfaction in the context of this research refers to a state of discontent and a sense of not achieving what are wants to achieve the displeasure that one can derive from performing his daily chores or duties. It is quite the opposite of satisfaction. It could be viewed as resulting from lack of motivation, stemming in the challenge of the job, through such factors as achievement, responsibility, growth, inadequate equipment in carrying out her job like computers etc. In NITEL, if concern for workers psychological state as well as the job are allowed to take prominence, it well help create as state of satisfaction in the secretaries particularly in examining job dissatisfaction, two distinct set of factors have considered. These two set are called the ‘satisfiers’ and “dissatisfiers”.
The satisfiers lead to satisfaction with the job and apparent improvement in performance. The satisfiers include achievement, recognition, responsibility, growth of foster these satisfiers include; delegation of responsibility, freedom to exercise discretion, promotion, full use of skill, appraisal, job enlargement etc.
The dissatisfiers on the other hand which are peripheral to the job itself are factors on which management have traditionally relied on in an attempt to motivate their employees which include, working conditions, policy and administration, relationship with superiors and peers (workmates).
It is a well known fact that people go through life performing the job which they derive no pleasure or satisfaction. This study will try to examine some of these attributes that give dissatisfaction to secretaries in government in Enugu using NITEL as a case study.
However, NITEL office is not the only government establishment in Enugu that has secretaries with similar condition of service.
Buy Now
