TOPIC: JOB SATISFACTION: A TOOL TO HIGH EMPLOYEES PERFORMANCE

INTRODUCTION
Organizations which have dissatisfied work force has to content with costs incessant
strikes, lockout, low innovation, poor performance as well as high labour turnover and
absenteeism which is turn cause long-run, radical informal group and pilfering of organization's
resources.

In other words, a satisfied individual employee and his effort and commitment are crucial
for the success of the organization. Job design aims to enhance job satisfaction and performance
such a; job enlargement and job enrichment.

Organizations have to adopt an employee promotion approach in line with its best place
work initiative and an unyielding commitment to always reward excellence. Also carryout and
appraisal exercise on the affect staff or staff to be rewarded or promoted through selected
appraisal developed performance management method.

Results of these studies have been mixed, Cummings (2016) identified three major points
of view concerning this relationship satisfaction cause's performance, performance causes
satisfaction and rewards cause both performance and satisfaction. Three views are supported by
various researchers produced conclusive findings about the relationship between job satisfaction
and performance.

In attempting to measure the performance of in an organization in terms of cash job that

make people want to perform and provide people with satisfaction, for example, achievement in
work, recognition promotion opportunities. These motivating factors are considered to be
intrinsic to the job or the work carried out.

Motivation can be seen as an inner force that drives individuals to attain personal and
organization goals.

Hygiene factors include aspects of the working environment such as pay, company
policies, supervisory practices and other working conditions.

Job satisfaction describes the feelings, attitudes and performance of an individual

regarding work; it indicates how content an individual is towards his/her work. Whereas
employers place vetted and approved leaders in management positions, the existence of troubled
employees whose personal problems affect their performance is still recorded.
 The range of employees whose personal problems is wide indicates lack of employee
assistance closely woven into the system of the organization to salve corporate and personal
problems.
Important aspects of job satisfaction include; supervisor, the nature of task performed and
employees, co-workers or team and the immediate working conditions.
For many people money is the main reason for working but there are many other factors
which people take into account when deciding to take or remain in a job. Various writers on
motivation have identified non-financial influence on people’s propensity to work to improve
their performance.

This is supported by Bennett, H. (1997) whose two factor theories include, that pay is
hygiene rather than a motivating factor contributing to human capital management.

Aim/Objectives of the Research

The essence of this research will focus on the following:

1. To find out the effects of job satisfaction on employees work performance.

2. To examine the impact of job enrichment on job performance in an organization.

3. To determine the impact of good working conditions on employees job performance.

4. To find out how employees social needs affect their satisfaction and
performance towards work.

5. To find out the effects of job dissatisfaction among employees

6. To find out remedies to ensure good working conditions in an organization

7. To find out an organization effort towards ensuring employees satisfaction

8. To examine the level of productivity among satisfied employees

9. To examine the effect of work environment on employees performance

10. To determine the essence of employees satisfaction in an organization.

 QUESTIONNAIRE ADMINISTRATION

SECTION B
Effects of Job Satisfaction on Employees Performance
Instruction: Kindly answer the following by ticking (√) the most appropriate options to indicate
your level of agreement or disagreement. The meaning of the acronyms in the boxes and parts
are as follows:
Strongly Agreed (SA) – 5 points
Agreed (A) – 4 points
Undecided (U) – 3 points
Disagreed (D) – 2 points
Strongly Disagreed (SD) – 1 point
S/N VARIABLES SA A U D SD
1 Effects Of Job Satisfaction
It ensures the high level of efficiency and
productivity

2 Impact Of Job Enrichment/Enlargement

It increase individual performance

3 Impacts Of Good Working Conditions

It arouse workers desire to work

4 Effects Of Employee's Social Needs

Healthy communication between supervisor and other
colleague breeds positive feedback.
5 Effects of job Dissatisfaction among Employees
It demotes productivity in an organization
6 Remedies to ensure good working conditions in an
organization

Provision of necessary incentives and working equipments

to employees
7 Organization Effort Towards Ensuring Employees
Satisfaction

8 Level of Productivity among Satisfied Employees

 High level of productivity
9 Effect of work Environment on Employees
Performance
Employees efficiency on the job
10 The essence of Employees satisfaction in an
Organization
Motivation and quality job performance