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ABSTRACT
The study was aim of the study is to identify the level of poor working condition of office manager. The survey design was used to obtain information on poor working condition on the performance of an office manager. The populations of the study were made up of office managers in Ken Poly, Bori. The total population was 100 made up of office managers. The simple random sampling techniques was adopted. This method was chosen because it provides chance for all the term to be represented in the analysis. A sample of 60 respondents was draw from the population, used in the analysis and presentation of data. The instrument used for data collection in this research was the questionnaire. The research instrument was the questionnaire drawn up by researcher and was presented to the project supervisor for critic and examination. Correction and suggestions were made on it to improve the content before final approval. Simple percentage was used to compute the percentage of respondent from the number of people under study. The study revealed that poor work condition reduces the morale of employees in that it reduces their sense of belonging, job security, recognition employee participation, competition, dignity and responsibility. Based on the finding of the study, we recommended that management should try to provide more job security so as to enable the attainment of basic needs. A good level of wage is indeed, needed, self-respect and also group participation in the industry is equally needed.
TABLE OF CONTENTS
PAGE
TITLE PAGE i
COVER PAGE ii
CERTIFICATION iii
DEDICATION iv
ACKNOWLEDGEMENTS v
TABLE OF CONTENTS vi
LIST OF TABLES viii
ABSTRACT ix
CHAPTER ONE 1
INTRODUCTION 1
1.1 BACKGROUND OF THE STUDY 1
1.2 STATEMENT OF THE PROBLEM 2
1.3 PURPOSE OF THE STUDY 3
1.4 SIGNIFICANCE OF THE STUDY 3
1.5 RESEARCH QUESTIONS 4
1.6 SCOPE OF THE STUDY 5
1.7 DEFINITION OF TERMS 5
CHAPTER TWO 7
RIVIEW OF RELATED LITERATURE 7
2.1 INTRODUCTION 7
2.2 CONCEPT OF POOR WORKING CONDITION. 8
2.3 MOTIVATION FOR OFFICE MANAGER 9
2.4 FACTORS THAT CONTRIBUTE TO POOR WORKING CONDITIONOF OFFICE MANAGER 11
2.5 REQUIREMENT FOR GOOD WORKING CONDITIONS FOR WORKERS 15
2.6 THEORIES OF MOTIVATION 18
2.7 ABRAHAM MASLOW’S NEED HIERACHY 19
2.8 HEZBERG TWO FACTOR THEORIES 20
2.9 EXPECTANCY THEORY 21
2.10 EXISTENCE OF RELATEDNESS AND GROWTH THEORY 21
2.11 SUMMARY OF REVIEW OF RELATED LITERATURE 22
CHAPTER THREE 23
RESEARCH METHODOLOGY 23
3.1 INTRODUCTION 23
3.2 RESEARCH DESIGN 23
3.3 SOURCES OF DATA 23
3.3.1 PRIMARY SOURCE OF DATA 23
3.3.2 SECONDARY SOURCE OF DATA 24
3.4 POPULATION OF THE STUDY 24
3.5 SAMPLING TECHNIQUE 24
3.6 SAMPLE SIZE 24
3.8 VALIDATION OF RESEARCH INSTRUMENT 24
3.9 METHOD OF DATA COLLECTION 25
3.10 METHOD OF DATA ANALYSIS 25
CHAPTER FOUR 26
DATA PRERSENTATION AND ANALYSIS 26
4.1 INTRODUCTION 26
4.2 RESEARCH QUESTION ONE: 26
4.3 RESEARCH QUESTION TWO 27
4.4 RESEARCH QUESTION THREE: 28
4.5 RESEARCH QUESTION FOUR 29
4.6 DISCUSSION OF FINDINGS 30
CHAPTER FIVE 32
SUMMARY, CONCLUSION AND RECOMMENDATIONS AND SUGGESTIONS FOR FURTHER STUDIES 32
5.1 INTRODUCTION 32
5.2 SUMMARY 32
5.3 CONCLUSION 33
5.4 RECOMMENDATIONS 34
5.5 SUGGESTIONS FOR FURTHER STUDIES 35
5.6 LIMITATIONS OF THE STUDY 36
REFERNCES 37
APPENDIX I 38
APPENDIX II 39
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Any organization that wishes to succeed in achieving it aims and objectives has to maintain a good working condition so as to achieve its goals. Intrinsic factors is the incentives attached to one’s job that is what influences the manager within the job, and this include achievement, recognition, the work itself, responsibility promotion and possibility for personal growth, while extrinsic are the environmental condition attached to one’s work element that contribute or motivated the manger e.g. interpersonal relationship with colleagues and subordinates.
According to Armstrong (2009) well being at work exist when people are happy with their work, what they do, how they are treated and how they get on with others. The well-being of an office staff depends on the working staff depends on the working condition provided by the employers. The feeling of satisfaction and happiness arises from the work, and the work environment.
In case study reported by Ahazu (1985), it shows that when Nigeria is observed in his traditional practices, is seen to be very much committed and to be very industrious or hardworking as to when it comes to the work environment where he appears to be iron challenge or he feel highly uncommitted and is not as hand working as he normally will feel at his traditional workplace.
Noble (2003) states that more attention should be paid in identifying and dealing with working conditions because when office secretaries have Negative perception to their work environment they sometime suffer from chronic stress.
This study was guided by the end factor model advanced by Frederick Herzberg (1950s) this theory is divided into two (motivational and maintenance factors) maintenance factor is also known as the (hygiene factor) such as working condition and job security. So working absence of maintenance bring high negative feelings and their presence on neutral state.
Working conditions are created by the interaction of office manager and include psychological as well as physical working condition.
1.2 STATEMENT OF THE PROBLEM
In the world today, there are organization when debate on the right of their staff most people spend fifty percent of their lines within indoor environments, which greatly influence their mental status, actions, abilities and performance. Better outcomes and increase performance is assembled to be the result of better workplace environment. Better physical environment of office boost staffs and ultimately improve their performance. Literature pertain to the study of multiple offices and office buildings indicates that the factors such as dissatisfaction; clustered workplace and the physical environment are playing a major role in the loss of office staffs performance, (Carnesville 1992). Therefore, the problem that this study addressed is the investigation of the effect of poor working condition on the performance of an office staff.
1.3 PURPOSE OF THE STUDY
The aim of the study is to identify the level of poor working condition of office manager; the objectives of the study are as follows:
1) To determine whether the organization has any training programme to improve the working condition of an office manager.
2) To find out how organization improves the working condition of an office manager?
3) To examine whether the organization has any welfare scheme for office manager?
4) To find out how working condition affect the overall performance of an office manager in the organization?
1.4 SIGNIFICANCE OF THE STUDY
The outcome of this study may provide useful and tangible information for office managers on ways to improve the performance of manager.
In addition the completion of the research will also increase the volume of empirical literature in the subject area in the field of OTM in particular and management in general.
Also, the result of this study will add the managers and business organization to understand the merit and the demerit of working condition on the performance office manager. With the aid of the above, the management will be able to adopt and adapt a favourable working atmosphere which will enhance effective, efficient and increase performance which in turn will increase office managers productivity.
1.5 RESEARCH QUESTIONS
The following research questions are formulated to guide the researcher;
- What are the training programme of the organization which will improve the working condition of an office manager?
- In what ways does your organization improve the working condition of an office manager?
- What are the welfare schemes of the organization for office manager?
- How does working condition affect the overall performance of an office manager in your organization?
1.6 SCOPE OF THE STUDY
The scope of this research is on the effect of poor working condition on the performance of an office staff. The study limits scope to top, middle and lower level management staffs (manager) of the Nigerian National Petroleum Corporation (NNPC) Port Harcourt.
1.7 DEFINITION OF TERMS
The following terms are defined in component with the meaning it paraphrase in this research work.
OFFICE: A room, set of rooms, or building used as a place of business for non-manual work.
MANAGER: A person responsible for controlling or administering an organization or group of staff.
PERFORMANCE: The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract.
WORKING CONDITION: The conditions in which an individual or staff works, but not limited to such things like amenities, physical environment, stress and noise levels, degree of safety or danger.