A STUDY OF JOB SATISFACTION AND WORK ATTITUDE AMONG STAFF IN THE BANKING INDUSTRY: CASE STUDY OF UNITED BANK FOR AFRICA PLC

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A STUDY OF JOB SATISFACTION AND WORK ATTITUDE AMONG STAFF IN THE BANKING INDUSTRY: CASE STUDY OF UNITED BANK FOR AFRICA PLC

ABSTRACT

This research work study job satisfaction and work attitude among staff in Banking Industry using UBA Plc as our case study in order to obtain relevant information of this research work, the usage of primary and secondary data were employed. Primary data were collected using forty four questionnaires administered to staff of UBA PlcAkpakpava Branches, Benin City. In our attempt to actualize our set goals, several past and related literature on the variables were consulted and based on the literature available, several research questions and objective of the study were raised. Data generated were analyzed using percentages and tables while the hypotheses of the study were tested using the Chi-Square statistical tool. The major findings of the study were - It was discovered that satisfaction does significantly have an impact on employee’s attitude to work. - It was also discovered that job security and work conditions actually have a major influence on institutional performance. - The findings also revealed that remuneration have a positive and negative effect on organizational productivity. The higher the remuneration of staff the more productivity and vice versa. The following are some of the recommendations made in this study to ensure that employee are satisfied and have a positive work attitude for the organization to achieve its goals and objectives. UBA Plc must ensure that Job satisfaction and work attitude of its employees are taken seriously as a top priority in her organizational policies, they should also ensure that workers are promoted as at when due, salaries and allowances attached to each job should be moderate and measure up to the level of performance of the employee. UBA Plc should provide its employees conducive working environments that will enable them perform adequately as well as making her employees to see the organization as a good career prospect where they can grow academically and see possibility of a future advancement of their career.

TABLE OF CONTENT:

CHAPTER ONE

INTRODUCTION

1.1     Background of the Study

1.2     Statement of the Research Problem

1.3     Objectives of the Study

1.4     Significance of the Study

1.5     Research Questions

1.6     Research Hypothesis

1.7     Conceptual and Operational Definition

1.8     Assumptions

1.9     Limitations of the Study

CHAPTER TWO

LITERATURE REVIEW

2.1     Sources of Literature

2.2     The Review

2.3     Summary of Literature Review

CHAPTER THREE

RESEARCH METHODOLOGY

3.1     Research Method

3.2     Research Design

3.3     Research Sample

3.4     Measuring Instrument

3.5     Data Collection

3.6     Data Analysis

3.7     Expected Result

CHAPTER FOUR

DATA ANALYSIS AND RESULTS

4.1     Data Analysis

4.2     Results

4.3     Discussion

CHAPTER FIVE

SUMMARY AND RECOMMENDATIONS

5.1     Summary

5.2     Recommendations for Further Study

Bibliography

CHAPTER ONE

INTRODUCTION

Today major changes are taking place in management philosophy and practice. Some managers refer to these changes as a new era, other as revolution. Whatever the label, people in the organizations are currently being challenged as never before to examine their basic assumptions about the nature and meaning of work as well as their day – to – day management styles and work habits.

One of the most pressing problems facing organization today is how to motivate employees to work more productively and to increase their feeling of job satisfaction, involvement and commitment.

BACKGROUND OF THE RESEARCH STUDY

        According to Wendel French (1990), job satisfaction is describe as a person’s emotional response to aspect of work (such as pay, supervision, and benefits) or to the work itself others sees it as a pleasurable emotional state resulting from the appraisal of one’s job; an affective reaction to one’s job, and an attitude to one’s job. “The happier people within their job, the more satisfied they are said to be” (Wikipedia, 2009). Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which affect emotion, beliefs and behaviors. This argument by Weiss suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs and our behavior like motivation, job satisfaction and work attitude is a complex notion that manifests itself in different people (Wendell French, 1990). Whether job satisfaction and work attitude is high or low depends on a number of factors, including how well a person’s needs and wants are met through work, working conditions, the extent to which an individual defines himself or herself through work and individual personality traits. Wikipedia (2009), other influence on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups and the work itself.

        On the other hand, attitude is a hypothetical construct that represent an individuals degree of like or dislike for an item. Unlike personality attitudes are expected to change as a function of experience. Tesser (1993), has argued that hereditary variable may affect attitudes but believe that they may do so indirectly. According to some psychologists, most attitudes are the result of either direct experience or observational learning from the environment.

        For any organization to operate and function well and to achieve the aims and objectives for which it is set up, there must be workers working together in the work environment. The workers must put in their best or optimal performance. This can only happened or be done when the workers degree of likeness for his or her work or towards work is very high and positives and the workers are satisfied with the work environment and also behaviour as well as happy family relationship among themselves, and by extension the work itself and the organization.

        Organization which has a dissatisfied work force has to contend with such costs as incessant strikes, lockouts, low innovation, poor performance etc. It also suffers high labour turnover, and absenteeism which in turn in the long-run, radical informal group, and pilfering of organization’s resources.

        Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement and job enrichment. As we move into the main research study, we will find out how these job satisfaction and work attitude actually work and how they can be used or applied to improve performance of this organization (UBA PLC).

        It is in view of all these, that this study wants to study job satisfaction and work attitude among staff in the Banking industry using UBA PLC as case study.

History of United Bank for Africa Plc

Today’s United Bank for Africa Plc (UBA) is the product of the merger of Nigeria’s third and fifth largest banks, namely the old UBA and the erstwhile Standard Trust Bank Plc (STB) respectively, and a subsequent acquisition of the erstwhile Continental Trust Bank Limited (CTB). The union emerged as the first successful corporate combination in the history of Nigeria Banking.

UBA Plc history is date back to the founding of the old UBA in 1961, and the erstwhile STB and CTB both in 1990. although today’s UBA emerged at a time of industry consolidation induced by regulation, the consolidated UBA was borne out of a desire to lead the domestic sector to a new era of global relevance by championing the creation of the Nigerian consumer finance market, leading a private/public sector partnership at supporting the acceleration of Nigeria’s economic development, and growing the institution from a banking to a one- stop financial services institution, while spreading its footprint across Africa to earn the reputation as the face of banking in the continent.

        Today, the consolidated UBA is the largest financial services institution in West Africa with total assets in excess one trillion, six hundred million naira (over USD 14b) and more than six million (6m) customer accounts, operating out of 7 economies in the west, central and east African sub-regions- Nigeria, Ghana, Ugandan, Cameroon, Cote d’Ivoire, Liberia and Sierra Leone. It has over seven hundred (700) retail distribution centres across Nigeria, its main operational base, 16 branches in Ghana, 5 branches in Ugandan, and 5 branches in Cameroon. Outside Africa, it also has presence in New York, Paris, Cayman Island and London

Employee Promotion Approach Adopted By UBA

        In line with its Best-Place –to – work initiative and an unyielding commitment to always reward excellence, United Bank for Africa (UBA) carry out an appraisal exercise.

The affected staff or staff to be rewards and/or promoted are selected through an appraisal exercise conducted using a new in-house developed performance management methodology which is based on the balanced scorecard framework that uses both financial and non-financial metrics to identify high performers in the Bank.

UBA has numerous employee engagement programmes such as marketing etc. where staff that has excelled in living the UBA Brand values of Humility, Empathy, Integrity, Resilience, and Customer Service are publicly celebrated and rewarded.

At the last annual CEO Awards held recently January,2009 to be precise, the Bank’s group Managing Director/CEO Mr. Tony Elumelu affectionately described the bank’s staff as “quality human capital and unique talents who power the UBA machine day and night”. “we take performance management very serious as a way of motivating staff to go the extra mile in living the UBA Brand value” he said.

STATEMENT OF THE RESEARCH PROBLEM

In carrying out this research the statement of the research study will be stated in research question:

1.          Does the promotion approach adopted increase a positive work attitude and the level of job satisfaction among staff?

2.          Has job security influenced institutional performance?

3.          Has remuneration been able to take care of the problem of employees’ negative attitude to work?

4.          To what extent has working conditions impacted on workers attitude to work?

5.          Does employee social needs actually affects his/her satisfaction and attitude to work

OBJECTIVES OF THE STUDY

In view of the following, this study has its objectives as follows;

(1.       To find out the impact of job satisfaction on employees attitude to work

(2.       To determine the influence of job security on institutional performance.

(3.       To examine the effect of remuneration on organizational productivity.

(4.       To determine the impact of working conditions on workers attitude to work.

(5.       To find out how employees social needs affect their satisfaction and attitude to work.

        HYPOTHESIS OF THE RESEARCH STUDY

A hypothesis is a tentative statement of the relationship between two or more variables (Spiegel,1992).

The following hypothesis shall direct the thrust of this study.

1.          H₀:      Job satisfaction has no impact on workers attitude.

        H₁: Job satisfaction has impact on workers attitude

2.          H_0: Job security has no influence on institutional performance

        H_1: Job security has influence on institutional performance

3.          H₀:      Workers remuneration does not affect organizational performance.

        H_1: Workers remuneration does affect organizational performance.

4.          H₀: Working conditions significantly do not affect workers attitude.

        H₁: working condition do significantly affect workers attitude.

5.          H₀: Job satisfaction among workers is not dependent on their social needs

        H₁: Job satisfaction among workers is dependent on their social needs

        JUSTIFICATION FOR THE RESEARCH STUDY

This study will be of relevance to the organization under study and any practicing managers in organization, the relevance and recommendation will enable United Bank for Africa Plc understand the phenomenon of job satisfaction and work attitude among staff in the organization.

        All the information that will be provided in this research will help bank managers know how to create job satisfaction and atmosphere for positive work attitude among the staff.

        The academic significant and justification of this study is that the findings and postulations will generate research interest on job satisfaction and work attitude. It will also act as a very good background for anybody, students or lecturers who one interest in motivating and developing human resources in organization.

        Therefore I am of the opinion that it will contribute in no small measure to the development of banking services in Nigeria, while equally contributing to human capital.

        SCOPE OF THE STUDY

The scope of this research work is limited to the banking industry. Precisely United Bank for Africa (UBA) Plc, Akpakpava branches Benin City. This study will examine job satisfaction and work attitude among staff in UBA Plc. In the course of this study, questionnaires will be distributed to the different categories of the workers in this service organization.

        The study will cover issues like factors that influence job satisfaction and work attitude. Others issues the study will carefully look at are or includes the outcome of job satisfaction, effects of positive and negative work attitude on workers, consequences of dissatisfaction, implication for managers and human resource specialist and measurement of job satisfaction.

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OWNERSHIP STRUCTURES, CORPORATE GOVERNANCE AND PERFORMANCE OF small MFIs in Nigeria(MSC)

YOU CAN CALL US BACK FOR THE COMPLETE THESIS. WE CAN ALSO HELP YOU WITH CORRECTIONS FROM YOUR SUPERVISOR. PLEASE CALL 08068231953, 08168759420 MSC THESIS TOPIC: OWNERSHIP STRUCTURES, CORPORATE GOVERNANCE AND PERFORMANCE OF small MFIs in Nigeria(MSC) Abstract The purpose of the study was to examine the relationship between ownership structures, corporate governance and the performance of small MFIs in Nigeria. Interest in this study was as a result of poor performance of these MFIs as indicated in the AMFIU Annual report of 2006. The study therefore sought to determine if this could be attributed to their ownership structures and therefore governance levels. A cross sectional survey design was used to undertake this study using a sample of 65 MFIs from which responses from 44 MFIs were received; giving a response rate of 67.7%. Findings of the study reveal that ownership structures and corporate governance are significant predictors of MFI performance accounting for 42.4%

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A STUDY OF JOB SATISFACTION AND WORK ATTITUDE AMONG STAFF IN THE BANKING INDUSTRY: CASE STUDY OF UNITED BANK FOR AFRICA PLC

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