CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
Man started seeing the need for organization, when he realized that he is not self-sufficient. He then came to realize that with coordinated effort, more output can be realized. The creation, presentation and modification of organization became absolutely necessary because the society at large depends on those organizations. Consequently, man desired to control his environment and to control the activities of the particular person in that queen setting through organization. Organizations are social system comprised of technology and humans. Technology on its own cannot perform anything unless the human aspect performs and this is where the organization comes in.
The employee (workers) of an organization probably must be satisfied before the organization can experience growth and development. Therefore, employee satisfaction is a situation where the workers of an organization experience a feeling of contentment, which they get when they have achieve what they needed or desire.
Achieving a high level of employee performance is considered the common goal for many organizations. According to Pushpakumari (2008), employee’s satisfaction is the gateway to the success of an organization. This is because employees who exhibit a higher level of satisfaction tend to put more effort in their jobs that may then lead to better performance. Hence, for an organization to achieve a higher level of performance, a satisfying working context is required. Armstrong (2006) described job satisfaction as the attitude and feeling employees have towards their job. The feelings and attitudes are divided into two categories which are the positive and negative attitudes. Pleasant feelings and positive attitudes tend to show that employees are satisfied while negative and unpleasant feelings exhibit dissatisfaction of employees (Armstrong, 2006). Briefly, job satisfaction refers to how employees feel about the job and to which extent the value of the job is consistent to the employees’ needs. Motowidlo (2003) performance is “the total expected value to the organization of discrete behavioral episodes that an individual carries out over a standard period of time”. Usually employees who are able to perform better (high performers) will have higher priority in being hired compared to those low performers. This is because organizational successfulness is usually based on the organizational performance which is largely depending on the performance of every single employee in the company (Pushpakumari, 2008). Highly performing employees are needed to attain organizational goals (high level of productivity) and to keep the company in achieving competitive advantages (Sonnentag and Frese, 2002). In order to achieve high productivity in an organization, the organization firstly needs to discover methods that can be used to improve the employee’s performance. According to Pushpakumari, (2008) a great effort is necessary for the employees to attain high performance in jobs. When the employees are satisfied with their jobs, they tend to be motivated, are willing to put more effort and. commit more in their jobs. This then leads to the attainment of the organization’s goals. In simple words, employees’ satisfaction plays an important role towards the successfulness of an organization, particularly in achieving higher level of employee’s job performance.
Employers feel that regular payment of wages and salary is all it takes to get workers to put in their best but in this global work, the story is different. People are not only interest in money but in order things like job enrichment, self-actualization etc. This is why this research work is necessary so as to find out the extent that personnel satisfaction contributes to organizational growth and development. Also, we will see better ways that PZ Industry has used so as to achieve their personnel satisfaction.
1.2 Statement of the Problem
The problem is that the employees are not satisfied with the job because employees were not given much incentive to motivate them so that their mined will be in there job and also in productivity turnover in the organization.
An organization will not work without the contribution from the employees as the employees could lead the organization to a better position in the highly competitive market nowadays. Thus, it is reasonable to explain why employees are viewed as one of the important assets to an organization (Daft and Marcic, 2011). Since employees are so vital to an organization, it is important to understand how the satisfaction of the employees can affect their job performance which is directly linked to organization performance. Several researches have been conducted which proved that various factor can be used to explain the effectiveness of the employee’s performance in an organization.
Dealing with a workload that is far too heavy and dealings that are impossible to reach can cause job satisfaction to erode for even the most dedicated employee. Falling short of deadlines result in conflict between employees and supervisors and raises the stress level of the workplace.
1.3 Objective of the Study
- To find out if job satisfaction influence performance of employee.
- To ascertain the factor that can lead to employee
dissatisfaction in an organization performance.