JOB SATISFACTION AND EMPLOYEE PERFORMANCE IN AKWA IBOM STATE MINISTRY OF FINANCE

ABSTRACT

The topic of this project report on JOB SATISFACTION AND EMPLOYEE PERFORMANCE IN AKWA IBOM STATE MINISTRY OF FINANCE IN AKWA IBOM STATE MINISTRY OF FINANCE . There was a time when it was considered sound economic policy for government to establish and invest in corporation and enterprises. It was then agreed that government owned enterprises were better for stimulating and accelerating natural economic development rather than private initiative. This research therefore aimed at investigating, identifying, analysis and presenting research findings on JOB SATISFACTION AND EMPLOYEE PERFORMANCE IN AKWA IBOM STATE MINISTRY OF FINANCE IN AKWA IBOM STATE MINISTRY OF FINANCE. To achieve the above aims, research hypothesis were formulated to that whether promotion has no impact on job satisfaction, there is no relationship between salary and job satisfaction and conducive environment does not contribute to job satisfaction in government owned enterprises. The researcher made use of research questionnaire, which were designed and distributed to staff of these government owned enterprises. The method of analysis is the use of tables, percentage and chi-square. The major finding of the research is that promotion has a significant relationship with job satisfaction, there is relationship between salary and job satisfaction and conductive environment contribute to job satisfaction among employee in government owned enterprises. In view of the above findings the study recommended that: 1.Government owned enterprises should see increase/prompt payment as a motivation factor, that can increase productivity in the organization. 2. Government should use employee inputs as a criteria for promotion of workers, because most of these workers in government are idle. 3. Government should make the working environment conducive, so that the workers, can see their working environment as their second home. 4. Government owned enterprises should adopt management by objective in which employee should be part in decision making of the organization so that all hands will be on deck. 5. The structure of the organization should be restructure so that there will be cordial relationship between the employees and employer. 6.Working conditions should be improved and sustainable to enhance performance. 7. Management should be sensitive to the difference in needs and values among the employee. Every individual is unique and will respond differently to attempts to motive him or her. 8. Management should be sensitive to employees, complaints about low pay and unchallenging work. Too often management delude them into thinking that employees dissatisfaction can be

lessened by painting work area piping in music, giving out a few more words of praise, or giving people longer work breaks.

TABLE OF CONTENTS

Title Page i

Certification ii

Dedication iii

Acknowledgement iv

Abstract v

Table of Content

CHAPTER ONE: INTRODUCTION

1.1 Background of the Study

1.2 Statement of Problem

1.3 Objectives of the Study

1.4 Research Questions

1.5 Research Hypothesis

1.6 Significance of the Study 

1.7 Scope and Limitation 

1.8 Delimitations of the Study

1.9 Definition of Terms 

CHAPTER TWO: LITERATURE REVIEW

2.1 Motivation – Definition and Meaning

2.2 The Nature of Motivation

2.3 Types of Motivation

2.4 Motivational Tools

2.5 Theories of Motivation

2.6 Importance of Motivation

2.7 Management by Objective

2.8 Employee Satisfaction

2.9 Employee Performance and Satisfaction

References

CHAPTER THREE: RESEARCH METHODOLOGY

3.1 Introduction

3.2 Research Design

3.3 Sources of Date

3.4 Instruments for Data Collection

3.5 Population of the Study

3.6 Pilot Survey

3.7 Reliability and Validity of Data and Test Instruments

3.8 Data Treatment Techniques

References

CHAPTER FOUR: PRESENTATION AND ANALYSIS OF DATA

4.1 Data Presentation

4.2 Data Analysis

4.3 Test of Hypothesis

References

CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND

RECOMMENDATIONS

5.1 Summary of Findings

5.2 Conclusion

5.3 Recommendations

References

Bibliography

Appendixes