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The Effect Of Job Satisfaction On Organisational Productivity (a Case Study Of Union Bank Nigeria Plc Enugu Branch)

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INTRODUCTION
Workers plight in the country today has left many well meaning Nigeria with many question some of these questions are how to satisfy our workers in their various establishments.
More so how secured are jobs in the hands of employee in the public and private sector.  Is there anything like job security these day? Experience and observations have been witnessed mass retrenchment in all the sector of economy.
Employees have adopted mass retrenchment as only visible solution to solve the problem.
Obviously the truth is that there is no more job satisfaction among workers and employer.  The reasons being that unsatisfied feelings and measured nature of their job.  In the light of the above circumstance, it will be very difficult.  If not possible for workers facing the delima to dedicate and committed to their job.
It will be very difficult for such employer to integrates their corporate objective with the individual workers.
The moment workers objective colieded with organizational objectives this will led to bifurcation of objective.
This term bifurcation of objective is very dangerous in both productivity and industrial harmony.  It is simply means that workers personal interest are vigorously pursed.
How ever this study is based on the first three human needs theory propounded by Maslow.  These are the physiological needs, safety needs, esteem need, belonging need of Abraham Maslow.
It is important to hold a constant factor other than the nature of work in company device, from hob varying in level of skills and complexing, since job satisfaction is very greatly in the satisfaction and degree of commitment.

REVIEW OF RELATED LITERATURE
The traditional model of job satisfaction and dissatisfaction consist of the total body of feelings that an individual has about his job.  This total body of feelings consist of weighing up the sum total of influence on the job, the nature of the job itself, the payment, the promotion prospects, the nature of supervision and so on for example the sum total of these influence give rises to the feelings of the individuals job satisfaction.
Thus, behaviour is basically goal orientned.  It is motivated by a desire to attain some goal.  This goal is the need which he wants to satisfy.  In the case of needs, people are motivated not by what we think they ought to have but what they themselves want.  Thus, the specific goal which motivates one to take a certain action is not always consciously known by the individual.  Something we wonder “why did I do that? The reasons for our actions is not always apparent to the conscious mind to an outside observer, a persons need may be illusory or unscalistic, but they are still controlling.  A path towards increased need fulfillment is a better approach.
Numerous studies have been conducted to investigate the relationship between job satisfaction / dissatisfaction and various organizational consequences in relation to productivity in union bank Plc.

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(2014, 10). The Effect Of Job Satisfaction On Organisational Productivity (a Case Study Of Union Bank Nigeria Plc Enugu Branch).. ProjectStoc.com. Retrieved 10, 2014, from https://projectstoc.com/read/3874/the-effect-of-job-satisfaction-on-organisational-productivity-a-case-study-of-union-bank-nigeria-plc-enugu-branch-4218
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"The Effect Of Job Satisfaction On Organisational Productivity (a Case Study Of Union Bank Nigeria Plc Enugu Branch).." ProjectStoc.com. 10, 2014. Accessed 10, 2014. https://projectstoc.com/read/3874/the-effect-of-job-satisfaction-on-organisational-productivity-a-case-study-of-union-bank-nigeria-plc-enugu-branch-4218.