EMPLOYEE JOB SATISFACTION AND PRODUCTIVITY: CASE STUDY OF FIRST BANK OF NIGERIA PLC IN BENIN CITY IN YOUR COMPANY
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
There is a general consensus that there exists a managerial problem in finding successful mechanism for retaining employees especially in a job environment that is characterized by constant yearnings for pay rise. Employee job satisfaction and productivity has influence on the turnover in an organization. This implication of this is that the extent to which an organization is able to retain its employees depend on the level of job satisfaction that are made available to these workers. Job satisfaction is known to have positive impact on employee turnover intentions. It means that dissatisfaction on the job decreases the rate of employee turnover and productivity, which satisfied worker leads to extend more effect to job performance.
However, the total organizational performance depends on efficient and effective performance of individual employee’s of the organization. Therefore, every organization should place a considerable reliance on their individual employee performance to gain high productivity in the organization.
Mullins (1999) he examines job satisfaction in terms of the fit between what the organization requires and what the employees is seeking, and in terms of the fit between what employees is actually receiving. He emphasized that the level of job satisfaction is affected by a range of variables relating to individual (i.e. personality, education, intelligence and orientation to work), (ii) Social factors (i.e. relationship with co – workers, group working and norms and opportunity for interaction) (iii) cultural factors (i.e.  Attitudes, beliefs and values), (iv) organizational factors (i.e. nature and size, formal structure, personnel, policies) (v) environmental factors (i.e. economic, social, technical and governmental influences.
    Vroom (1964) in his definition on job satisfaction focuses on the role of the employee in the workplace. Thus he defined job satisfaction as affective orientations on the part of individuals towards work roles which they are presently occupying.
    One of the most often cited definitions on job satisfaction given by Spector to whom job satisfaction has to do with the way people fell about their job and its various aspects. It has to do with the extent to which people like or dislike their job.     Job satisfaction represents a combination of positive or negative feelings that workers have towards their work. Meanwhile, when a worker employed in a business organization, brings with him the need, desire and experience which determinants expectations that he has dismissed.
Kaliski (2007), job satisfaction is a worker’s sense of achievement and success on the job. It is generally perceived  to be directly linked to productivity as well as the personal well being. Job satisfaction  implies doing a job one’s enjoys, doing it well and being rewarded for one’s effort. Job satisfaction further implies enthusiasm and happiness with one’s work. (George et al, 2008). Defined job satisfaction has the collection of feeling and beliefs that people have about their current job. People level of degree on job satisfaction can range from extreme satisfaction to extreme dissatisfaction. In addition to having attitudes about their jobs as a whole,  people also can have attitude about various aspects of  their jobs such as the kind of work they do, their co-workers, supervisors or subordinates and their pay.
Employee productivity depends on the amount of time an individual present at a job and also the degree to which he or she is “mentally present” or efficiently functioning while present at a job. Organization must address both of these issues in order to maintain high worker productivity, and this may occur through a variety of strategies that focus on employee satisfaction, health and morale.
Balas (2004). Some private sectors agencies have implemented incentives program in order to influence employee motivation and increase productivity. Many of the motivational tools used  in private industry are not available to managers who work in the public sector.    
Wikipedia (2012) productivity is the amount of goods and services that a worker produces in a given amount of time. It can be measured for a firm, a process, an industry or a country.
Wendell (1990) job satisfaction and productivity is a complex nation that manifests itself in different people. Whether job satisfaction and employees productivity is high or low depend on a number of factors, including how well a person need and want are met through good working condition, the extent to which an individual defines himself or herself through work, and the individual traits.
This research is being carried out to search light into the influence of job satisfaction and productivity in employee’s performance and how it can be applied to improve on the performance of an organization.
STATEMENT OF THE RESEARCH PROBLEM
The evolving competition among various industries in Nigeria today is an evident from the increasing numbers of foreign investors. Many industries have called for good organizational framework that would allow companies to retain their best hands.                                             
Gunter and Furnham (1995) state that job satisfaction and productivity can directly cause work outcomes that are positive or negative.
However, it is important to point out that the researcher is not unaware of the fact that certain factors like clear lines of communication, adequate reward  system and promotional opportunities could also encourage or discourage both positive and negative work outcome of which if not adequately put in place could result in turnover of these employees’. Comparative studies of this nature would afford the researcher the opportunity to identify variations on job satisfaction of employee ‘s and the impact on employee productivity. A number of factors had been identified on this literature as responsible for the extent to which dissatisfaction is associated with employee performance. The impact of these factors varied, and is quite associated with belief, managerial factor and tolerance level.
    While the pursuit of the improvement of satisfaction and productivity is of humanitarian value, it appears to make economic sense to consider whether and ho job satisfaction and productivity can be improved?
OBJECTIVE OF THE STUDY
To examine the impact of job satisfaction and
    workers productivity.
ii.    To identify the factors that affect job satisfaction     and productivity and its effect on employee     performance.
 0iii.    To determine the impact of working conditions     among workers.
iv.    To examine our proper incentive can influence     workers performance and increase their productivity     level.
v.    To find out how the social needs of employees affect     their level of satisfaction.
RESEARCH QUESTION
What is the relationship between job satisfaction and employee productivity among industries in Nigeria.
What are the factors that determine job satisfaction of employee and their consequential effect on workers productivity.   
 (iii). Is there a difference in the way senior staff and junior staff perceives job satisfaction or bring satisfied in A particular job.
1.5. HYPOTHESES TESTING
Ho: There is no significant relationship between job satisfaction and productivity.                                   

 Ha: There is a significant relationship between job satisfaction and productivity.
1.6. SIGNIFICANCE OF THE STUDY  
    This study is centered on job satisfaction and employee productivity and some industrial sector in Nigeria. This study is important as it will highlight the factors that enhance job satisfaction leading to and improved workers performance within an industrial context. The management of organizations will find the research helpful in improving staff morale and bringing about job satisfaction and increase in productivity among workers. An employee who achieves success in his or her job, and whose need is meant in the work place would be a happy employee that would strive to maintain excellence.
    In addition, the study will recommend adaptable policies and strategies for militating organizational correlation of job dissatisfaction.
1.7. SCOPE AND DELIMITATION OF THE STUDY
    The research focuses on employee performance that could arise as a result of job satisfaction and productivity. The study will examine job satisfaction and productivity among workers in the Banking Industry (First Bank of Nig. Plc). In the course of this study, questionnaires will be distributed to the different categories of workers in the service organization.
    The study will cover issues like factors that influences job satisfaction and productivity. Other issues of the study that will be carefully looked at include: importance of job satisfaction and productivity, the effects of positive and negative productivity on workers, the causes of job satisfaction and dissatisfaction among employees’ implication on managers and human resource specialist, and the measurement of job satisfaction.  
1.8. LIMITATIONS OF THE SYUDY
    The limitations experienced in the course of this study are basically centered on problems relating to difficulties in generating reasonable, adequate and reliable information from respondents. Respondents tent to provide information which feels the researcher would be pleased to get, which may not be the right information.
    The study is constraint by the time available to carryout the study backed up with compromising one’s study.
    Management reluctant to provide accurate information and data unavailable of needed staff at every particular point of contact with the company.
Insufficient fund tends to impede the relevant material literature and in the process of data collection.
 DEFINITION OF TERMS
Satisfaction: This is a feeling of pleasure or contentment experienced because one has achieved a goal.
Motivation: It is the drive, force or effort that induces a person to behave in a particular way.
Employee Productivity: It is the amount of time an individual is physically present at a job and also the degree to which he or she is mentally present of efficiently functioning while present at a job.
Managers: They are people who take responsibility for controlling and utilizing the resources of the organization.
Job Satisfaction: This is a person’s emotional response to aspect of workers such as pay, supervision and benefit to the work itself (Wendell French 1990)….
Job Evaluation: It is the process by which the relative values of job is determined and then linked to commensurate compensation (Dr.) J.T. Akinmayowa.
 REFERENCES
Wendell, F. (1990) Human R4esource Management 2nd Edition, New Jersey. Houghton Mifflin Company.
Brief. A.P. (1998) Attitude in and around Organizational thousand. Oaks, C.A: Sage Akinmagowa, J.T. (2006), Human Resource “Critical Issues in Management and organization Development”.
Benin City: Nigeria Management Consultancy Forum wake, E.A (1976), “The Nature and Causes of Job satisfaction” in M.D Dunnette eds handbook of Industrial and Organizational Psychology Chicago. R and Mcnally.
http:// Wikipedia.org/wiki attitude-psychoplogy http:// on. Wikipedia.org/wiki/job Satisfaction.