CAUSES AND EFFECTS OF JOB DISSATISFACTION OF SECRETARIES

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 CONTENTS

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 DISSSATISFACTION

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       SYMTOMS 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

CHAPTER ONE

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.

1.2    STATEMENT OF PROBLEM

Secretaries are faced with the problems of not being satisfied with their job. This job dissatisfaction comes up in the course of their official duties and in job environment. Recently many people have questioned about the causes of this problem with little or no answers to such questions for this reason the researcher have decided to look into the problems to know what could be the likely cause of this dissatisfaction. Secretaries are educated, fully trained and recognized but are not allowed to exercise initiative in the organization. Also the consistent harassment by their boss have posed a problem for the secretaries which has let to their being dissatisfied with their jobs. Most time they are being treated with disdain.

Also people perception of secretaries has also caused a sort of problem for these secretaries. Most people look at secretaries as mere typist in the organization. Also secretaries are being restricted from exercising their full freedom like other workers in the organization because of their position in the establishment, and the fear of revealing matters of confidentiality to outsiders. They are not also allowed to enjoy “level” benefits like other workers.

1.3    PURPOSE OF THE STUDY

This reach work is specifically designed to:

1.           Identify the causes of this job dissatisfaction among secretaries in the parastatals.

2.           Determine the causes of this job dissatisfaction, which affect the secretary in their offices.

3.           To find out whether their jobs as secretaries offer a greater sense of responsibility, achievement, recognition and growth potentials

4.           To find out whether the conditions of services offered to them are satisfactory to them and examine their prospects.

1.4    SIGNIFICANCE OF THE STUDY

It is hoped that this study will reveal the prevalent causes of dissatisfaction that secretaries are experiencing which will go a long way in finding ways of improving the performance of the secretary thus leading to increased productivity. The study in the researchers view, will throw more light on the root causes of job dissatisfaction and the prospects of the secretaries and the consider what the employers should do to eliminate most of the causes of job dissatisfaction order to motivate the secretary towards achieving the organization goal. Secretaries will also be made to ensure that solutions are found to the root causes of job dissatisfaction.

1.5    RESEARCH QUESTIONS

In view of the problem stated above, the following research questions are set to guide the researcher reach valid conclusions in this research.

1.           What are the job dissatisfaction that secretaries experience?

2.           At what extent has job dissatisfaction of secretaries contributed to the organizational goal?

3.           What factor gives rise to job dissatisfaction or secretaries in NITEL?

4.           What are the problems encountered by secretaries if they are not satisfied with their job?

1.6    SCOPE OF THE STUDY

The scope of the research work is centre on the “causes and effects of job dissatisfaction on secretaries in government establishments, using (Nigeria Tele Communication Plc) NITEL as a case study.