Download complete project materials on The Impact Of Job Design On Employee Job Satisfaction In Baking Industry from chapter one to five
TABLE OF CONTENT
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Title Page
Certification
Declaration
Acknowledgment
Abstract
Table of contents
CHAPTER ONE: INTRODUCTION
1.0 Introduction
1.1 Background of the study
1.2 Statement of the problem
1.3 Objective of the study
1.4 Significance of the study
1.5 Research Hypotheses
1.6 Scope and limitation of the study
1.7 Operational Definitions
CHAPTER TWO: LITERATURE REVIEW
2.0 Literature Review
2.1 Need for job design in 212 Bakery Barnawa Branch Kaduna
2.2 Factors affecting job design in 212 Bakery Barnawa Branch Kaduna
2.3 Importance of job design in 212 Bakery Barnawa Branch Kaduna
2.4 Method of job design
2.5 The Impact of job redesign on the employee’s satisfaction and the sector
2.6 The importance of flextime on the satisfaction of employees in the 212 Bakery Barnawa Kaduna
2.7 Job rotations as a means of ensuring efficiency and job satisfaction
2.8 The Impact of team based approach to job design on the employees in the 212 Bakery Barnawa Branch
2.9 The Impact of job enlargement on the satisfaction of employee in the 212 Bakery Barnawa Branch
2.10 The Impact of job enrichment on the employee in the 212 Bakery Barnawa Branch
2.11 Procedure of job design
2.12 The reason why some employee are satisfied and others are not in terms of carrying out their duties
CHAPTER THREE: RESEARCH METHODOLOGY
3.0 Research Methodology
3.1 Research design
3.2 Sampling procedure and sampling size
3.3 Instrument of data collection
3.4 Techniques for data analysis
3.5 Justification of techniques used
CHAPTER FOUR: DATA PRESENTATION, ANALYSIS AND INTERPRETATION
4.0 Introduction
4.1 Data presentation analysis
4.2 Test of hypothesis
4.3 Findings
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.0 Introduction
5.1 Summary
5.2 Conclusion
5.3 Recommendation
Bibliography
Appendix
CHAPTER ONE
1.0 INTRODUCTION
All work in an organization can be seen or regarded as a network of jobs.
This network may be relatively rigid or flexible depending on the extent to which the boundaries within the jobs are adopted to meet the changing condition or circumstances at the organization. They are principal vehicle for allocation of tax and rules to various personnel in an organization.
After jobs analysis, and job descriptions and job specification have been carried out, organization then uses the information gotten to design and re-design job as proactive or reactive measure to ensure equipment or improve and increase aggregate performances of the organization.
However, the dominant rationale for job design in the past 50 years has been the need to achieve optimum output, productivity and job satisfaction of employees performing the jobs.
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1.1 BACKGROUND OF THE STUDY
Job design has no definite or precise history as regards to its origin or the period it actually started, job design does not exist in a vacuum but within people in a given social setting or environment.
Job design as a concept can be ascribed to Davids Canter (1995) who saw job design as “the organization or structuring of a job to satisfy the technical work requirement and human requirement at the person performing the work”. Davies also indentified job boundaries, identifying factors at work, determine methods at managing and controlling the factors, developing the systematic design method and satisfying the individual concerned in order to achieve effective performance in the organization.
In the 1960s, the focus of job design moved away from the perspective of seeing job as a basic organizational unit in a work system, a perspective that sees job as part of wider socio-technical system. The implication at the socio-technical system sees the best and most appropriate to them. Job therefore, becomes invention to meet a particular set of conduct as any point in time. In Britain, the former work research unit of the department of employment has made design its major focus as a result of case study’s analyzed by work research unit (WRU) together with the findings of others engaged in. In work research, the work research unit produced guide to good practices in work design. Much of this work has acquired the level of quality of working life, high priority accompanied with requirement of technology.
1.2 STATEMENT OF THE PROBLEM
The problem that necessitated this study is dissatisfaction of workers, in performing their respective tasks to the place of work. Most employees today are not happy in their place of work, because the management concerned did not structure the job in such a way that the workers would have autonomy in designing their jobs. Employers or management are often selfish about designing jobs they do not think about how to make their employees happy, but only emphasize work.
1.3 OBJECTIVES OF THE STUDY
Having stated the problem that made it imperative to conduct this research work, the main objectives of the research are as follows:
To know the impact of job design to the satisfaction of the employees.
To enable the employees to perform their work effectively.
To review the positive and negative aspect of job design to the satisfaction of the employees.
To ensure efficiency.
To increase job satisfaction of the employees.
1.4 RESEARCH QUESTIONS
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