WORK PLACE ETHICS AND ORGANIZATIONAL PRODUCTIVITY (A STUDY OF SELECTED MANUFACTURING FIRMS IN RIVERS STATE)

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ABSTRACT

The study examines the relationship between work place ethics and organizational productivity. The specific objectives of the study are to determine the relationship between integrity and profitability in the selected manufacturing firms in Port Harcourt, and also to ascertain the relationship between self-discipline and profitability in manufacturing firms in Port Harcourt, it also determine the relationship between work attitude and profitability in manufacturing firms in Port Harcourt. The survey approach was adopted. The study was designed to focus on some selected manufacturing firms in Port Harcourt metropolis Rivers State which include Dangote Salt, Pabod Breweries and Zina Polyethene. Primary data were obtain via questionnaires. The population of the study was made up one hundred (100). The instrument used in the data collected is interview and questionnaire. The Yaro Yemen,s formula was used to determine the sample size of 80. The method used for data analysis is simple percentage and chi-square for testing hypotheses. Findings amongst others reveal that there is a significant relationship between workplace ethics and organizational productivity in selected manufacturing firms in Port Harcourt. Based on the findings of the study summary, conclusion and recommendations were base administrators and managers in the organizations. Therefore, the decisions they make directly impact the perception of the existing ethical climate. Administrators should work to build an ethical climate of benevolence focusing on teamwork, social responsibility, and concern for good, on the part of the Nigerian  worker, for ethical conducts   to have been   properly   observed, there   is  the need  to align  wage  demands  and  increase  in productivity, performance and a stable pattern of rising productivity will naturally improve and sustain  wages  and  favourable conditions  of employment   relationship   in Nigeria.

TABLE OF CONTENTS

TITLE PAGE         i

DECLARATION   iii

CERTIFICATION iv

DEDICATION      v

ACKNOWLEDGEMENT   vi

ABSTRACT           vii

Table of Contents            viii

CHAPTER 1          1

INTRODUCTION                1

1.1 Background to the Study       1

1.2 Statement of the Problem    4

1.3 Objectives of the Study         5

1.4 Research Questions 5

1.5 Research Hypothesis               6

1.6 Significance of the Study       7

1.7 Scope And Limitations of the Study  7

1.8 Definition of Terms  8

CHAPTER 2          9

LITERATURE REVIEW       9

2.1 Conceptual Framework          9

2.1.1 Concept of Workplace Ethics            10

2.1.2 Dimensions of Workplace Ethics     12

2.1.3 Influences Shaping Contemporary Workplace Ethics             15

2.1.4concept of Productivity       17

2.1.5measures of Productivity    18

2.1.6 Code of Conduct in Public Service  20

CHAPTER 3          26

RESEARCH METHODOLOGY         26

3.1 Research Design        26

3.2 Population of the Study         27

3.3  Questionnaire Design            27

3.4 Sources of Data Collection    28

3.5  Sample and Sampling Techniques     29

3.6  Data Analytical Techniques  31

3.7  Reliability and Validity            32

CHAPTER 4          33

DATA PRESENTATION AND ANALYSIS     33

4.1 Data Collection and Presentation       33

4.2  Data Analysis             34

4.3 Testing of Hypothesis             41

CHAPTER 5          45

DISCUSSION OF FINDINGS           45

CHAPTER 6          48

SUMMARY, CONCLUSION AND RECOMMENDATIONS    48

6.1 Summary      48

6.2 Conclusion   49

6.2 Recommendations   49

Appendix I          56

Appendix II         57

CHAPTER 1

INTRODUCTION

1.1 BACKGROUND TO THE STUDY

In the face of the emerging world economy, an organization that is involved in a proper framework for good governance must practice work ethics as part of its organizational standards. The organization must achieve higher performance and productivity. In the production of goods and services, both for domestic consumption and international trade or exchange, creation of national wealth, the attainment of political stability and the inclusive benefits of sustainable human developments. In other words, how well organizations adhere to ethical standards, obviously, determines the well-being of all the stakeholders, the organization’s productivity and the subsequent profitability, as well as the macroeconomic growth and development of the nation (Adeyeye, Aina, & Ige,2012).

The concept of efficiency as applicable to the context of employment relationship is a function of proper management of employees at work, including the adherence  to  workplace  ethical  standards. Admittedly, work dominates the lives of most men and women, and the management of employees, both individually and collectively, remains a central feature of organizational life (Adeyeye, Aina, & Ige, 2012). The totality of the essence of work in society is that it is the primary determinant around which human lives are ordered, organizations improve and nations are developed. Also the primacy of work in society and the critical role of the production  function have  naturally contributed to the growth, development and advancement of nations throughout human history.

In practical terms, nations are in existence to provide security, safety and most importantly developments to people   who   had   surrendered   their   sovereignty   in exchange for the aforementioned necessities oflife, using organizations and all human resources available to them. Indeed, organizations advance the fortunes of nations through efficiency, productivity, output level and performance, as engendered by the institutional labour or a group of people known as workers. These workers are human beings with aspirations, hope and feelings. They render their human efforts (labour)  in  exchange  for equitable wages and salaries, good physical working environment  and  longevity of employment  relationship, anchored on ethical  standards  and human resource  best practices,(Aniele,2004).

Ethics is the systematic study of the fundamental principle of the moral law; or as normative science of human conduct (Aniele,2004). This implies that ethics is basically a normative science, as  distinct  from  the  descriptive  or  empirical  sciences. Moral principles that form the subject matter of ethics are about the way people  ought  to  behave  in terms  of the commitment  to their work and their team, integrity  and being self-disciplined.  It follows that ethics, primarily is the critical  investigation   of  the  norms  of  conduct  to which  human  actions  ought  to  conform. According  to Noe, Hollenbeck, Gerhart, &  Wright, (2004), the term ethics refers to the fundamental principles of right and wrong; it is the behaviour  that is consistent with   those   principles.    Conceptually, discipline   and indiscipline are  dimensions  of  human  behaviour. Disciplined behaviour is the sine qua non for individuals, organizations and national survival and development. Discipline and indiscipline,  just  and  unjust,  right  and wrong, can be directly associated with ethics.

Productivity involves goal attainment. It is the successful transfer of input to output at the lowest possible cost. Productivity implies both efficiency and effectiveness.

Mah’s  (2008)  defined  productivity  as  the  measure  of  how  well resources are brought together in organization and utilized for accomplishing a set of goals. It involves reaching the highest level of performance with the least expenditure of resources.

The above definition is two-tie. The first involves a set of result or performance. Performing or accomplishing a set of result refers to the effectiveness in reaching a mission, a planned achievement or a needed value without serious regard for the cost incurred in the process. Certainly, accomplishing  a  set  of  result  is  by  far  the  most  important  focus  of  the productive concept because without it there is no productivity. The second part involves consuming resources without  which achievements  are not likely to happen and productivity cannot exist. It specifies the number type and level of resources needed, e.g. plant capacity, cost, raw materials, personnel, facilities, capital, technology. How well these resources are brought together refers to the efficiency of achieving results with minimum exposure of the resources. High productivity suggests minimum use of resources.

Any behaviour contrary to the expectations of these actorswould  rather  hinder  the progress  of production processes   and  the  development   of  the  organizations. Since national development is dependent  on  what  the labour can generate by way of Gross Domestic Products (GDP),   a  substantial   attention   must  be  paid   to  the agreement legally, socially and economically entered into by  all  the  stakeholders   for  the  parties  to  enjoy  the expected efficiency,  equity and development,  which  are the main objectives  of employee engagement and the overall impact on the organizational productivity.

1.2 STATEMENT OF THE PROBLEM

The   desperation   of   the   productive   enterprises   to achieve corporate  goals  and workers’ desire  for equity have naturally affected employee commitment, integrity, self discipline and  by extension  the level  of productivity of the organization(Adeyeye, Aina, & Ige,2012).

Previously, Nigerian workers were ranked among the best in world, given a conductive work situation. Today, the rating has developed far below average as Nigerian workers only care about what they can benefit from the organization. Ultimately, this study is to examine standards and favourable situations in the work system acting   as   a   catalyst   to   increase the productivity of employees, in terms of efficiency, effectiveness and real output.

Undoubtedly, globalization has necessitated the adoption of strategies in the  continuous interface  with  employers,  management  and government and  heavy   pursuit   of   the   development   agenda   in Nigeria. Gone were the days of irresponsible trade unionism.

However, this study seeks to examine the relationship between workplace ethics and organization and organizational productivity in some selected manufacturing firms in Port Harcourt.

1.3OBJECTIVES OF THE STUDY

The main objective of the study is to examine the relationship between workplace ethics and organizational productivity. The specific objectives are as follows:

i.              Determine the relationship between integrity and profitability in the selected.

ii.             Ascertain the relationship self-discipline and profitability in selected manufacturing firms in Port Harcourt.

iii.            Determine the relationship between work attitude and profitability in selected manufacturing firms in Port Harcourt.

iv.           Ascertain the relationship between self-discipline and profitability in selected manufacturing firms in Port Harcourt.

v.            Determine the relationship between self-discipline and market share in selected manufacturing firms in Port Harcourt.

vi.           Ascertain the relationship between work attitude and profitability in selected manufacturing firms in Port Harcourt.

1.4RESEARCH QUESTIONS

The following research questions are proposed;

i.              What is the relationship between integrity and profitability in selected manufacturing firms in Port Harcourt?

ii.             What is the relationship self-discipline and profitability in selected manufacturing firms in Port Harcourt?

iii.            What is the relationship between work attitude and profitability in selected manufacturing firms in Port Harcourt?

iv.           What is the relationship between self-discipline and profitability in selected manufacturing firms in Port Harcourt?

v.            What is the relationship between self-discipline and market share in selected manufacturing firms in Port Harcourt?

vi.           What is the relationship between work attitude and profitability in selected manufacturing firms in Port Harcourt?

1.5RESEARCH HYPOTHESIS

HO1:      There is no significant relationship between integrity and profitability in selected manufacturing firms in Port Harcourt.

HO2:      There is no significant relationship between integrity and market share in selected manufacturing firms in Port Harcourt.

HO3:      There is no significant relationship between self discipline and profitability in selected manufacturing firms in Port Harcourt.

HO4:      There is no significant relationship between self discipline and market share in selected manufacturing firms in Port Harcourt.

HO5:      There is no significant relationship between work attitude and profitability in selected manufacturing firms in Port Harcourt.

HO6:      There is no significant relationship between work attitude and market share in selected manufacturing firms in Port Harcourt.

1.6SIGNIFICANCE OF THE STUDY

The outcome of this study will be of immense benefit to a wide range of people. First, to the government and public policy makers, this study will help them appreciate the strategic importance of making and implementing a policy of inclusiveness that can fast-track environmental stability for business to serve, hence, promote friendly investment climate which is an impetus for increased foreign direct investment. The study will reveal to stakeholders and manager to promote workplace ethics in the organization in order for the organization to be effective and face their competitors. The study will add to the knowledge in industrial relations in specificity and management sciences.

1.7          SCOPE AND LIMITATIONS OF THE STUDY

This study examines the strategic contributions of workplace ethics on organizational productivity of some selected manufacturing firms in Port Harcourt. The specific areas of productivity the study investigated include; profitability, market share and innovativeness.

In carrying out an investigation of this nature the researcher must of necessity be faced the following constraint.

Firstly, the time constraint’s the time frame provision for this study was short.

Secondly, financial constraints. Usually, a study of this nature involved some level of expenditure therefore, finance was also a limiting factor.

Thirdly, poor response from the respondent and inability to access the entire population of the study. In the next segment significance of the study will be discussed. Lastly, poor measurement instrument.

1.8          DEFINITION OF TERMS

Workplace Ethics: It is a set of principles relating to morals, especially as they apply to human conduct.

Self-Discipline: Self-discipline at the workplace is an optimistic determination and efforts which assists in developing certain traditions for guiding individual’s feelings, conducts, behaviours, thoughts, activities and habits.

Work Attitude: It is the attitude is assessed by the involvement of  employees  in  performing  the  assigned responsibilities. 

Productivity: Productivity involves goal attainment. It is the successful transfer of input to output at the lowest possible cost. Productivity implies both efficiency and effectiveness.

Profitability: According to the Business Dictionary (2017), profitability is the state of yielding financial profit or gain. It is often measured by price to earnings ratio.

Market share: It is the percentage of a market accounted for by a specific entity.

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