ABSTRACT

 

The study investigates the Work stress and employee retention A case study of GT Bank. Employees work stress is due to unpleasant emotional situation that an individual experiences when the requirements of job are not counter balanced with his ability to cope the situation. This affects the employee’s job satisfaction. The study adopts descriptive research approach. So as to achieve the objectives of this study, information was gathered from staff of Guaranteed Trust Bank in three branches in Anambra state through self administered questionnaire from a sample of 192 The study was adopts both probability and non-probability sampling method. The data collected from the questionnaire were processed by using SPSS 16.0 version and analyzed by using descriptive statistical tools such as mean and standard deviation. The mean rank of Friedman was used to rank the factors contributing for work stress, and the Pierson correlation was used see the relationship between work stress and job satisfaction. The study finding indicate that causes of work stress significantly were working environment, inflexibility at work, , personal issue factor, lack of financial resource, and management systems. In addition the finding shows there is less job retentionin the case study due to limited work promotion, unfair salary lack of confidence in management, lack of employees work relationship, limited learning opportunities, and un-advancement in job. Then the correlation analysis, employees are facing work stresses that have caused less job retentionit indicates negative relationship

CHAPTER ONE

INTRODUCTION

• Background of the study

Stress has become a very common phenomenon of routine life, and an unavoidable consequence of the ways in which society has changed. This change has occurred in terms of science and technology, industrial growth, urbanization, modernization, and automation on one hand; and an expanding population, unemployment, and stress on the other.

The term “stress” was first used by Selye (1936) in the literature on life sciences, describing stress as “the force, pressure, or strain exerted upon a material object or person which resist these forces and attempt to maintain its original state.” Stress can also be defined as an adverse reaction that people experience when external demands exceed their internal capabilities (Waters &Ussr, 2007).

Work stress is thought to affect individuals’ psychological and physical health, as well as organizations’ effectiveness, in an adverse manner. Workers who are stressed are also more likely to be unhealthy, poorly motivated, dissatisfied, less productive and less safe at work. The organizations are less likely to be successful in a competitive market. Stress can be brought about by pressures at home and at work. Employers cannot usually protect workers from stress arising outside of work, but they can protect them from stress that arises through work. Stress at work can be a real problem to the organization as well as for its workers. Good management and good work organization are the best forms of prevention. If employees are already stressed, their managers should be aware of it and know how to help (Rajinish Ratna, 2011).

Organizations today are pursuing complex objectives that are often difficult to reconcile; those of becoming more competitive, more productive and more profitable. To attain these objectives, they must constantly evolve (change how they organize production and work; introduce technological innovations, new human resources management policies, and innovative forms of work organization, etc.  (De Coninck & Gollac, 2006).

 

The speed at which changes are taking place in organizations is resulting in work intensification, with consequences for workers and organizations alike. For individuals, the increased work stress has adverse effects on their health and safety at work, such as musculoskeletal disorders, psychological distress, fatigue and accidents (Du Tertre, 2006; Grumberg, 1986; Krause, Scherzer, & Rugulies, 2005; Sarazin, 2001).

Researcher in organizational behavior has shown that an individual could suffer from significant health complications backaches, headaches, gastrointestinal disturbances, anxiety and depression amongst others if subjected to stress over a long time. Behavioral changes in the form of excessive tobacco smoking and alcohol consumption, nervous disorders, heart diseases, diabetes, obesity also related to stress. Work stress is known to lead to job dissatisfaction, which in turn reduces the productivity (Madeline, 1983).

 

As mentioned by George A. (2002), the main conventional distinction between public and private organizations is their ownership (Rainey et al., 1976). Whereas private firms are owned by entrepreneurs or shareholders, public agencies are owned collectively by members of political communities. This distinction is associated with two further public/private contrasts. First, unlike their private counterparts, public agencies are funded largely by taxation rather than fees paid directly by customers (Niskanen, 1971; Walmsley and Zald, 1973). Secondly, public sector organizations are controlled predominantly by political forces, not market forces. In other words, the primary constraints are imposed by the political system rather than the economic system (cited by George A., 2002).

Effectiveness of GT Bank services is, therefore, determined partly by the satisfied employees the organizations maintain. According to Bram (2002), if job retentionis going down among workers in the public sector, it will have negative effects on the quality of the services. Not only because lesser motivated workers will deliver services of a lower quality, but also because it will make the public sector less attractive as an employer. This certainly will have adverse repercussions in a tight labor market.

This study, therefore, investigated and the Work stress and employee retention A case study of GT Bank.

 

• Statement of the problem

Stress at work can be a real problem to the organization as well as for its workers. Work stress is thought to affect individuals’ psychological and physical health, as well as organizations’ effectiveness, in an adverse manner. This will happen both at public and private organization.

 

Workers who are stressed are also more likely to be unhealthy, poorly motivated, less productive and less safe at work, which brought less job satisfaction. The study by Frank M. Gryna , (2004) suggests stress is one of the factor that affect the organization productivity either in public and private organization.

 

Stress can be brought about by pressures at home and at work. According to, Chan et al., (2000) the ultimate results of this pressure have been found to one of the important factors influencing work stress in their work. Rapidly changing global scene is increasing the pressure of workforce to perform maximum output and enhance competitiveness. Indeed, to perform better to their job, there is a requirement for workers to perform multiple tasks in the workplace to keep abreast of changing technologies (Cascio, 1995; Quick, 1999).

 

 

In line to the above stated problem the researcher assessed work stress resulted from work environment, lack of financial reward, personal issue, management problem and inflexibility at work. Hence, the study looks such factors to fill the study research gap of work stress factors on GT Bank employee’s job retention

 

 

• Research question

The following research questions are addressed, in line with the above stated problem statement. These are :

1. What are the causes of work stress in GT Bank?
2. What are the effects of work stress on employees’ job retention in GT Bank?
3. What could be the magnitude work stress on a GT Bank employees job

Satisfaction?

4. What are the major to be taken to reduce work stress and improve job satisfaction?
   • Objectives of the study

The following general and specific objectives are set for the study.

General Objectives:

• To assess indicating factors toward work stress on employees job retention of GT Bank employees

Specific objectives:

• To investigate working environment stress toward job retention.
• To identify how Inflexibility in work stress influence workers job retention.
• To assess whether work stress limits job retention due to Lack of financial rewards
• To identify how work stress limits the interactions of workers with colleagues to prompt Personal issues
• To look management system stress at specifications regarding job satisfaction.
• To offer suggestion, on the basis of the study results, ways and means for reduce work stress and improving Job retention on the employee and more effective and efficient.

 

 

 

 

• Significant of the study

The current study come up with good and relevant finding about work stress and employee job retention of the study area. Primarily, the results of this study benefits to the selected organizations in particular and governmental organizations in general; that makes to understand the state of work stress and its effect on employee satisfaction. It helps the organizations to take corrective measures. Furthermore, it will be used as reference for other researchers who are interested to conduct study related to this problem.

 

• Scope of the study

The Scope Of This Study Focus On Work Stress And Employee Retention A Case Study Of Gt Bank

 

 Limitation of the study

The study was only conducted in four public service enterprises which limits the genralibility of the research findings. Another limitation was lack of recent and relevant literature on the topic, especially at the case study level. Finally financial and time limitation constrained to conduct a comprehensive and detail study by taking large sample and remaining explanatory variables. In spite of these short comings, however, it was attempted to make the study as complete as possible.

• Organization of the study

The studies have five chapters. The first chapter is an introduction which consists of background of the study, statement of the problem, research question, objectives, significance, scope and limitation of the study. The second chapter presented review of related literature. Chapter three presented research methodology. The fourth chapter presents the data presentation and analysis finally chapter five contains summary of results, concluding remarks and recommendations

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THE EFFECT OF INTERNAL ENVIRONMENT ON EMPLOYEE PERFORMANCE: A CASE STUDY OF VITAL PRODUCTS LIMITED

ABSTRACT

This work was intended to explore the effects of internal environment on job performance and the make-up of what constitutes an internal environment in the company under study and examines the relationship between the workplace physical conditions and employee’s productivity. The workplace environment plays a crucial role for the employees. Nowadays employees may have a large number working alternatives, then the environment in workplace becomes a critical factor for accepting and/or keeping the jobs. The quality of environment in workplace may simply determine the level of employee’s motivation, subsequent performance and productivity. How well employees get along with the organization influence the employee’s error rate, level of innovation and collaboration with other employees, absenteeism and ultimately time period to stay in the job. With a chi square calculated value of 49.5 the researcher concluded that Provision of modern office equipment impact on workers performance, thus she recommends analysis could be extended by investigating the gender differences towards the effects of workplace environment and productivity survey.

CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
An organization is a complex entity made up of different systems and subsystems and these multiple systems need to be governed and led. Modern management is a process of creating, multiplying, distributing, preserving and perpetuating wealth and these can be also regarded as the five missions of management (Heady 1991).
People design results, accomplish results and deliver results and smart managers need to wire their result accomplishment model around people. There is need to make people knowledgeable, empowered, motivated and primed to achieve organizational objectives. Managers must explore their people to volunteer their hidden skills, emotions, talents, ambitions, and enthusiasm. Any manager who cannot get along well with his people can never achieve great results. A lonely manager can never accomplish great results.
Internal environment refers to one’s immediate surroundings. That phenomenon that makes up man’s existence including water, air, land in which one lives that influences one’s life.
In this research work, the researcher will peruse internal environment as it relates to factors that affect workers productivity and performance inherent within the organizational confines, such as management style, organizational environment, staff relationship, motivational factors-salary increase and opportunity to develop oneself. It has been established that an improved internal environment affords the organization better chances of increased performance, efficiency and productivity.
For desired results to come, line supervision is critical and managers must be available to task people and task stations. Managers need to lend that helping hand of success and result achievement. The ‘blame game’, the ‘shouting game’, and ‘I fire you’ games can never get desired results. They only intimidate task people.
The organizations’ personnel make critical difference between success and failure. The effectiveness with which organizations manage, develop, motivate and engage the willing contribution of the employees will enable them to capitalize on their expertise most efficiently. There is a link between people management and business performance.
An organization that provides its employees with better work and most conducive working environment will expect them to perform exceptionally well, and as well capitalize on their enhanced productivity in the shape of cost reduction, which will ultimately contribute to maximum return on investment. Patterson et’al (1997), suggest that the relationship between employee attitudes and company performance, is highly correlated. They suggested that managers of organizations who are eager to promote productivity and profitability should pay close attention to the attitudes of their employees in order to make them more positive.
In recent times there has been an increased consciousness of the fact that to be happy and cheerful in one’s work place, some conditions must be present even with little pay.
An employer expects nothing less from an employee than to leave up to expectation of contributing maximum input to organizational productivity. The employer amidst her expectation is saddled with the responsibility of providing a conducive environment that engenders that level of productivity she demands from the employee. The internal environment also exerts considerable pressure on human resource management. The internal environment comprises those factors that affect an organization’s human resources from inside the organization’s boundaries.
From the forgoing the researcher is geared towards unravelling the effects of internal environment on employee performance using Vital Products Limited as a case study.

1.2 STATEMENT OF THE PROBLEMS
Every human being as an individual has some unique characteristics, which are distinct from those of others. Therefore, in an organization that employs 100 workers, it tells that there would be 100 different kinds of characteristic of behavior and attitudes.
Good working environment which will take care of the health and well being of the different characterises of individual are expedient in an organization. This could be achieved through motivation which is a psychological concept that demand a thorough understanding of employees needs that will enable the management to blend them with the co-operate needs in order to have an equitable mix that will enhance the realization of both objectives of the organization and employees.
On a closer look, in most organizations, these essential factors have not been properly addressed by contemporary organizations. Little wonder the high frequent rate of industrial disharmony and strike actions being witnessed by these organizations over the years. The consequences of which have regrettably resulted to avoidable strike actions which have affected so negatively not only the organization but the general public.
In addition, this has also resulted in high rate of workers absenteeism and voluntary labour turnover. This is most noticeable in government owned organization.
The problem thus revolves on maintaining equitable compensation package capable of taking care of employees well-being in such a way that equilibrium of social interaction will be maintained with the employers. It is therefore important for the organizations to realize that good internal environment of workers through provision of motivational factors that satisfy their aspiration would have a long-term effect on the profitability base of the organization as well as the fundamental criteria for the measurement of organizational effectiveness.

1.3 OBJECTIVES OF THE STUDY
The main objectives of the study include the following:
• To identify the key internal environmental factors that impact on workers performance
• To assess the impact of control measures on absenteeism.
• To examine the effectiveness of method used by management to motivate workers.
• To evaluate the impact of office working conditions on job turnover.

1.4 RESEARCH QUESTIONS
To achieve the above objectives of the study, the following research questions are posed by the study:
• How can employers increase workers performance through the internal environment?
• In what ways does payment based on number of days worked reduce absenteeism?
• How effective is the motivational tools used by management to motivate workers?
• Does provision of adequate office equipment/material reduce job turnover?

1.5 RESEARCH HYPOTHESES
For the purpose of this study, the following research hypotheses will be formulated:
• Ho: Supervisors and subordinate relationship within the organization does not motivate workers.
Hi: Supervisors and subordinate relationship within the organization motivate workers.
• Ho: There is no relationship between control techniques and absenteeism.
Hi: The method used to supervise and control workers drastically impact on the rate of absenteeism.
• Ho: Increase in salary does not always motivate workers to increase performance.
Hi: Increase in salary motivate workers to increase performance.
• Ho: There is no relationship between provision of modern equipment and job turnover
Hi: There is a relationship between provision of modern equipment and job turnover

1.6 SIGNIFICANCE OF THE STUDY
This study as stated earlier will highlight the effect of internal environment on employee performance and the factors that entails a good internal environment in the organization used as a case study. The top management and every other managerial level in the organization will find the study very fundamental when it comes to issues of employee motivation and workplace environment. It will also form bedrock for further research in this field of human resource management.

1.7 SCOPE OF THE STUDY
The study will cover specifically the company under observation and how the internal environment affects her operations in relation to level of productivity, employee job satisfaction, performance indices etc. The study will cover both entire management cadre of the organization under study.

1.8 LIMITATION OF THE STUDY
This study is limited to the company under study and her branch office in Enugu. Due to limited factors like time, fund and mobility, the researcher could not cover more manufacturing firms.

• DEFINITION OF TERMS
PRODUCTIVITY:
Is the output of an individual compared to input. Productivity is a measure of the efficiency of production. Productivity is a ratio of production output to what is required to produce it (inputs). The measure of productivity is defined as a total output per one unit of a total input.(Wikipedia)

EMPLOYEE:
A person who is hired to provide services to a company on a regular basis in exchange for compensation and who does not provide these services as part of an independent business. (investorwords.com )

PERFORMANCE:
The results of activities of an organization or investment over a given period of time. This is the act of doing a piece of work which one is either ordered to do or promised to do. It could be as the result of an act, which is measured in quality or in quantity.

ENVIRONMENT:
Social, Legal, Economical, Political or Institutional factors that are uncontrollable in nature and affects the functioning of organization

INTERNAL ENVIRONMENT:
It includes 5 Ms i.e. man, material, money, machinery and management, usually within the control of business. Business can make changes in these factors according to the change in the functioning of enterprise.

MOTIVATION:
Motivation is the psychological feature that arouses an organism to action toward a desired goal and elicits, controls, and sustains certain goal directed behaviors. For instance: An individual has not eaten, he or she feels hungry, and as a response he or she eats and diminishes feelings of hunger. There are many approaches to motivation: physiological, behavioural, cognitive, and social.

REFERENCES
Brill, M. (1990). Workspace design and productivity.
Journal of Healthcare Forum, 35 (5), pp. 51-3.

Chandrasekar. K. (2011). Workplace Environment and its Impact on Organizational Performance in Public Sector Organizations, International Journal Of Enterprise Computing and Business Systems, Vol:1,Issue:1

Clements C., and Kaluarachchi, Y. (2000) An
Assessment of the Influence of the In-door Environment on the Productivity of Occupants in Offices Design, Construction and Operation of Healthy Buildings, pp.6781.

Haynes. B. P. (2008). An Evaluation of the Impact of the
Office Environment on Productivity. Journal of Facilities, 26 (5/6), pp. 178-19.

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EFFECTIVE INFORMATION MANAGEMENT TOOLS IN ORGANIZATION (A STUDY OF ZENITH BANK LTD)

CHAPTER ONE/INTRODUCTION

1.1 BACKGROUND OF STUDY

This study aims at highlighting the effective utilization of management information technology and tools by most banks. This is as a result of the need to tender best services to customers and achievement of organizational goals or objective.
However, despite the various sophistication of information technology and the huge investment, many decision makers in organization is still faced with the problems of obtaining information that is reliable, relevant and up-to-date.
These difficulties have adversely affected the decision making process of most banks by hindering the decision makers through the introduction of distortion, leading to inaccurate information and creating misplaced confidence.
These particular problems are common in most banks today, the management of such banks are yet to really believe that management information system has actually justified the huge amount invested in it because most information system have foaled to meet the information requirement of the banks management.
The management of most banks had complained of unreliability, untimeliness and inaccuracy of information. Such banks include Union Bank of Nigeria Plc and MBC International Bank Ltd. Thus, there is need for the development of a vital and efficient information system which is essential for improvement in performance of the management of the bank.
The main stream of this is to show extensively the importance of Management Information System instituted within or among the three levels of management in aiding effective decision making of the bank so as to ensure their continued survival and profitability.

1.2 STATEMENT OF THE PROBLEM

In recent times, information has become the life line of most successful banks. Computerized information systems channeled at facilitating or enhancing management operations have thus been developed in several banks.

Despite the edge of technological advancement, customers are yet to experience a drastic improvement in service rendered by banks. Customers waiting time in bank is yet to reduce tremendously and transactions are still processed at a lower pace than it should be, considering the use of good and reliable Management Information System.
The Management Information System is supposed to ensure an effective internal control system but the rampant cases of fraud in banks have proved otherwise.
Also bank managers complain of lateness of reports, constant break down of computer machines and computer frauds. This has resulted in the reluctance shown by top executives of banks to make further investment in information technology as the returns on investment of previous ones have not bee too encouraging. Like a case of system hanging, while a cashier is attending to customer.
These problems have resulted in dissatisfaction among users of information system and the management of banks in general. Due to the huge investments management incurs form acquiring Management Information System, it is anticipated that a good return on investment should be realized.
1.3 OBJECTIVES OF THE STUDY

The purpose of the study is to seek to explain the concept of what has come to be known in modern management and information technology circles as Management Information System [MIS] and how Management Information System has impacted on decision making in a competitive and challenging banking environment.
In addition, the study will highlight for the benefit of organizations, the probable advantages accrued to modern business organization that has implemented Management Information System.

1.4 RESEARCH QUESTIONS

In an attempt to provide relevant and accurate solution to the research problems, the intention here is to come up with specific solutions for the purpose of knowing major issues to be tackled as well as emerging cases. In light of above, the research will address the following questions as stated below:
i. What is the relationship between Information System and decision-making?
ii. Does the introduction of MIS improve data generation efficiency and effectiveness of operation?
iii. Has the network infrastructures installed being able to support the MIS conveniently adequately?
iv. Does and organization require MIS to survive in business operations?

1.5 HYPOTHESIS OF THE STUDY

In the course of this study, the following hypothesis will be tested.
Ho: There is no significant relationship between Management Information System and decision making.

Hi: There is significant relationship between Management Information System and decision making.

Hence, the independent variable is Management Information System while dependent variable is decision making.

1.6 SCOPE AND LIMITATIONS OF THE STUDY

The focus of the study is on the banking sector because of the nature of their operations and the dynamic nature of the operating environment. Equally, Lagos city is chosen because of the fact that all most every bank operating in Nigeria has their Headquarters situated in Lagos. Proximity to concerned or selected banks for this study will enhance the flow of data and relevant information to the benefit of the study. However, the findings of the study will be difficult to generalize to other sectors of the economy because of their different mode of operations, products and structures.
Another area of limitations is the level of interactive development in Lagos and that of other cities. Some geographical areas are so behind in infrastructure that using Lagos as yardstick to generalize or recommend finding would be incorrect.
However, the study would provide the building blocks for other research in other sectors of the economy relative to application of MIS. And the outcome of this study to the chosen banks would serve as mirroring medium to the banking sector.

1.7 RELEVANCE OF THE STUDY

The outcome of the study would highlight the strength and the importance of application of Management Information System in modern day business environment that is dynamic and competitive. Managers of banks would know if MIS is in monopoly of effective and productive decision making or that carefully made decisions that do not involved MIS can stand the test of current volatile and dynamic business environment today.
The study will also be useful to scholars in related fields, the government, firms, and the banking industry to a reasonable extends in applications of MIS in facilitating decision making in the modern business world. And finally, it would assist the selected bank to consolidate or improve on their current position in MIS application.

1.8 BRIEF BACKGROUND OF ORGANIZATION (ZENITH BANK)

a. Zenith Bank Ltd formerly commenced banking business in Nigeria in 1982. Since its inception, the bank has played prominent role in the Nigeria Banking Industry as one of the top corporate and investment banking institutions.
In February 2001, the bank converted to universal banking operations to diversity into other specialized areas of operation occasioned by Central Bank of regulatory policy on universal banking, which allowed financial institutions wider range of operations. The bank has branch network seven [7] that are sparsely located in 5 cities of the federation. The bank has currently merged with First Bank of Nigeria to scale the hurdle of N25 billion capitalization.

b. Union Bank of Nigeria Plc is one of the first generation banks in Nigeria. Over the years, the bank has grown into a force to be recorded within the banking environment in Nigeria. The bank branch network is over 293 nationwide. In addition, the bank has invested in subsidiaries and associated companies, which marked the bank out as financial Super Market.

The bank currently operates with capital base of N90 billion naira after the post capitalization era. To narrow communication gab between branches and head office and being cowed with the advent of information technology in the industry, the bank is also a forerunner in application of modern technology in discharging of their products and services to their customers.

1.9 DEFINITION OF TERMS

• BANKING: Any organization whose primary role is that of carrying out the business of mobilizing funs, keeping money, loaning out funds and other financial services in an economy.
• COMPUTER: A computer is a mechanical or electro-mechanical device which accept new data, process the raw data and converts it into information that can be used in making decision. It can co-ordinate information from funds deposits, cash positions, investment and application of funds, produce financial data and maintain ledgers through its data base system.
• DATA: It is a term used to describe the basic fact about the activities of a business or event.
• DATA PROCESSING: Any collection of data organized for storage and access by computers. The data may be text, numbers or images.
• DECISION MAKING: Simply defined as the existence of doubt or uncertainty as a result of existence of two or more courses of action from which a choice has to be made that will lead to the elimination of uncertainty or doubt. It describes the process through which a course of action is selected as a solution to a specific problem [J.A.F. Stoner, 1982].
• INFORMATION: This is obtained from data by processing of the data. It is the output element of a data processing system and its important in day-to- day management of business.
• MANAGEMENT
  INFORMATION
  SYSTEM [MIS]: This is a system designed to provide selected decisions oriented information needed by management to plan, control, and evaluate the activities of the corporation.
• NON-PROGRAMMED DECISIONS: These are decisions, which in the present state of art cannot be programmed on a computer

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