THE EFFECT OF SUPERVISOR’S BEHAVIOUR ON PRODUCTIVITY OF EMPLOYEES (A CASE STUDY OF EAGLE CEMENT PLC PORT HARCOURT)
ATTENTION:
BEFORE YOU READ THE
PROJECT WORK, PLEASE READ THE INFORMATION BELOW. THANK YOU!
TO GET THE FULL
PROJECT FOR THE TOPIC BELOW PLEASE CALL:
08068231953,
08168759420
TO GET MORE PROJECT
TOPICS IN YOUR DEPARTMENT, PLEASE VISIT:
THE EFFECT OF
SUPERVISOR’S BEHAVIOUR ON PRODUCTIVITY OF EMPLOYEES
(A CASE STUDY
OF EAGLE CEMENT PLC PORT HARCOURT)
ABSTRACT
The study on the effect of supervisor’s behaviours
on productivity of employees in “Eagle cement Plc.” Port Harcourt is aimed at
investigating whether there is a positive/significant relationship between
supervisor’s behaviour on productivity of employees in “Eagle Cement Plc.”.
Port Harcourt data for the study were collected from both the primary and secondary
sources. The primary sources include interview, questionnaire and personal
observation while the secondary data came from related literature, journals,
textbooks, and periodicals, among others. Three hypotheses were formulated and
tested. The chi-square x2 test of statistic was used to test
hypotheses one and two at 0.05 level of significant, while the spearman’s Rank
correlation coefficient rs was used in testing hypothesis three at
0.05 level of significance. From the data collected and tested, it was found
that supervisors are the “Linking Pin” between workers and the management in “Eagle
Cement Plc.”. Port Harcourt, on whose finger tipped the continuous existence of
the business rest on top management. We recommend that, for participative and
or democratic management should through the industrial training fund (I.T.F)
embark on mass employee training, and development program. To further enhance
and improve task, skilled and people oriented supervisors should be developed
to co-operate with the subordinates. For organizational efficiency and
effectiveness, supervisors in any given organization should improve their
attitude toward their subordinates that work under them.
TABLE OF CONTENTS
Title Page i
Declaration ii
Certification iii
Dedication iv
Acknowledgement v
Abstract vi
Table of Contents vii
List of Tables viii
CHAPTER
ONE: INTRODUCTION
1.1 Overview
of the study 1
1.2 Statement
of the problem 1
1.3 Purpose
of the study 3
1.4 Research
questions 4
1.5 Research
hypotheses 5
1.6 Significance
of the study 6
1.7 Limitations
of the study 6
1.8 Definitions
of terms operational 7
1.9 Organization
of the study 9
CHAPTER
TWO: REVIEW OF RELATED LITERATURE
2.1 Introduction 11
2.2 factors
that determine supervisor effectiveness 11
2.3 supervisor’s
behaviour and subordinates task skills 15
2.4 decision
centralization participation and subordinates
Satisfaction 18
2.5 organizational
climate and supervisor’s behaviour 22
2.6 productivity
concepts and factors influencing
Productivity 29
2.7 factors
affecting productivity of workers 32
2.7.1 Economic factors 33
2.7.2 Managerial factors 33
2.7.3 Technological factors 34
2.7.4 Sociological factors 35
CHAPTER
THREE: RESEARCH METHODOLOGY
3.1 Introduction 37
3.2 research
design 37
3.3 population
sampling procedure sample 37
Size
determination
3.4 data
collection method 38
3.5 operational
measure of variables 39
3.6 data
analysis technique 41
CHAPTER
FOUR: PRESENTATION AND ANALYSIS OF DATA
4.1 Introduction 43
4.2 presentation
of data and interpretation 43
4.3 statistical
test of hypotheses 48
4.3.1 Test of hypothesis one 49
4.3.2 Test of hypothesis two 51
4.3.3 Test of hypothesis three 54
CHAPTER FIVE; SUMMARY OF FINDINGS, CONCLUSION AND
RECOMMENDATION
5.1 Introduction 57
5.2 Summary
of findings 57
5.3 Conclusion 59
5.4 Recommendation 60
Bibliography 61
Research Letter 63
Questionnaire 64
LIST OF TABLES
Table
4.1: Allocation of questionnaire and
numbers returned from company 44
Table
4.2: Does supervisor’s leadership style adopt have significant influence on workers’
productivity 44
Table
4.3: Does the supervisor’s reward
behaviour have significant impact on workers’ productivity? 45
Table
4.4: Does supervisor’s punishment behaviour have significant impact on worker
productivity 45
Table
4.5: Do workers remuneration and its
administration have any significant influence on workers’ productivity 46
Table
4.6: Does supervisors influence on employees work value attainment affect workers’
productivity? 46
Table
4.7: Factors affecting productivity of workers 47
Table
4.8: Organizational climate and supervisor behaviours 47
Table
4.9: Decision centralization, participation and subordinates satisfaction 48
Table
4.10: computation of test hypothesis one 49
Table
4.11: Computation of test hypothesis one 50
Table
4.12: Computation of test hypothesis two 52
Table
4.13: Computation of test hypothesis two 52
Table
4.14: Computation of test hypothesis three 54
Table
4.15: Computation of test hypothesis three 54
CHAPTER ONE
INTRODUCTION
1.1 OVERVIEW OF THE STUDY
When
things go wrong in an organization is most often laid at the leader’s door
similarly when organizations are doing particularly well. People tend to think
that their leaders are doing exceptionally well. In addition to leaders being
held responsible for the success or failure of the whole organization, leaders
are also held responsible for the performance of individuals and groups within
an organization.
The
impact of supervisor’s behaviour on individuals, groups and organizations has
prompted researchers to devote considerable effort to understanding
supervisor’s leadership style. Researchers do however focus on two major
leadership issues. Why some members of organizations become leaders while
others do not and why some leaders are more successful or effective than others
Dunnette and Hough (1992:149 noted that most researcher confirm the popular
belief that leadership is indeed an important ingredient of individual, group
and organizational effectiveness.
In
other words, good employee supervision supervises individuals, group and the
whole organizations to perform at a high level and achieve their goals.
Conversely a lack of effective supervision is often a contributing factor to
lackluster performance. Although most researchers suggest that leader could
make the different writing organizations, some researchers however, have
questioned whether leadership always makes a difference in helping individuals,
group and organization achieve goals such a high level of job satisfaction and
job performance, small functioning and effective work group. And an increase in
organization revenues and market share.
Meindle
as cited in Straw and Cummings (1990:109) argued that although it might make
people feel good and secure to think that leaders are important and in charge,
leadership may be more a figment of the imagination than fact of organizational
life. In other words supervisors is something that have little effect on the
attitude and behaviours of their subordinates sometimes, no matter what he
supervisor does workers are dissatisfied with their job or fail to perform
high. At other time, subordinates are satisfied with their job attained. Or
exceed their work goal, and performance at a high level without the supervisor
exerting much influence on them.
Kerr
and Jerimer (1978), two organizational behaviour researchers, realized that
leadership substitutes, and neutralizers sometimes act to limit the influence
that leaders have in organizations. “Eagle Cement PLC”. Port Harcourt usually
involves the exercise of influence by one member of a group or organization to
achieve their goals.
Despite
the presence of leadership neutralizers and subordinates supervisor do
influence the attitudes and behaviours of their followers in ‘Eagle Cement PLC”
Port Harcourt. This controversy in management literature, on the influence of
supervisor’s leadership in worker productivity was that motivated this study.
1.2 STATEMENT OF THE PROBLEM
Analysis
are of the view that there has been decline in employee productivity in
organization in the Nigeria Economy, and this has engineered the need for
productivity improvement in recent times failure to improve the productivity of
the worker could place the organization in a competitively disadvantageous
position and drastically affect Engle cements/firms, market share, market
position, Profitability employee altitudes motivation, personnel development,
growth and also the firms relationship with it employees, suppliers, local
communities and business communities, government financial instructions among
others.
To
achieve organizational objectives or goals, the job performance of employee’s
their personal characteristics or attitude needs to be examined. In addition to
this the efficiency of plant design, the extent of automation the role of
managerial leadership on employee’s productivity also need to examined.
Supervisor usually involves the exercise of influence by one member of a group
or organization to achieve their goal. In other words, supervisory style,
supervisor reward and punishment behaviour could influence the degree of work
satisfaction or dissatisfaction, absenteeism, turnover, among others that could
affect directly or indirectly employee productivity. It therefore becomes
necessary to examine the impact of supervisor behaviour on employee’s productivity
in organization in the Nigeria economy.
1.3 PURPOSE OF THE STUDY
The
study is to precisely examine the
a) Nature
of the influence of supervisor’s leadership style on employee productivity.
b) Magnitude
of the influence on employees productivity
c) Impact
of supervisor’s reward behaviour on employee productivity
d) Impact
of supervisor’s punishment behaviour on employee productivity
1.4 RESEARCH QUESTIONS
The
following questions were asked and answer ought
1. Does
the supervisor’s leadership style adopt have significant influence on workers’
productivity.
2. Does the
supervisor’s reward behaviour significant impact on workers’ productivity?
3. Does
supervisor punishment behaviour have significant impact on workers’
productivity?
4. Do
workers remuneration and its administration have any significant influence on
workers’ productivity?
5. Does
supervisor’s influence on employee work value attainment affects workers’
productivity?
1.5 RESEARCH HYPOTHESES
The
following hypotheses were formulated in the null form and tested fattest.
H01:
There is no positive/significant relationship between supervisor’s leadership
style and workers’ productivity.
H02:
There is no positive/significant relationship between supervisor’s reward
behaviour and workers’ productivity
H03:
There is no positive/significant relationship between supervisor’s punishment
behaviour and workers’ productivity.
1.6 SIGNIFICANCE OF THE STUDY
This
study would contribute greatly in productivity improvement through effective
leadership. The study would also add to existing stock of knowledge on the
impact of supervisor leadership on workers’ productivity in a developing
economy.
The
findings of the study would reveal how to enhance cordial relationship between
subordinates and managers in an organizational setting.
1.7 LIMITATION OF THE STUDY
1. This
study was faced with some limitation tat constrained the generalization of its
findings. A case study of Eagle cements in Port Harcourt limited the
generalization of the findings to all organization in the country.
2. There
was also constraint posed by the true and inadequate research friends that
restricted the scope of the studying.
3. Quite
a number of supervisors are semi-literate who have risen to such position from
ranks and so were not able to provision most the information expected of
supervisors.
4. Some
of the firm employee (junior workers) who were approached for interview by the
researcher develop lukewarm attitude either for fear of consequent dismissal or
the problem of work load as complained by some of them. However, the above
limitations were not strong as to invalidate the finding of the study due to
the methodology adopted.
1.8 DEFINITION OF TERMS (OPERATIONAL)
The
terms to be defined below are variables to be used very often in this project a
case study of Eagle Cements. They are as follows:
Behaviour
Within
certain limits impose by the inner personality of the individual, each person
has the capacity of cultivating habits of hebaviour (by not or will) which
optimizes his effect upon other people. Thus behaviour refers to the treatment
(good or bad) shown towards others.
Consideration
This
as in production enterprise denotes or refers to the degree to which a leader
(supervisor) shows concerns and respect for his subordinates, this typify the
employee oriented approach and style of management.
Initiating Structure
This
has to do with the extent to which a leader (supervisor) defines and structure
his own role and those of this follows toward goal accomplishment and
attainment, thus allowing the subordinates little freedom.
Leadership
The
exercise of influenced by one member of a group or organization over other
members to help the group achieve its goals.
Productivity
This
is seen as or applies to a ratio of what is so produced by an organization to
what is required to undertaken the production. It is always expressed in form
of average taken as the denomination.
Supervisor
A
supervisor is an operational or technical specialist occupying the lowest rank
in the managerial level whose study is to oversee, inspects, and direct the
activities of non-management employees to achieve the desired result of the
group.
Supervisor Behaviour
In
this context, we refer to as the member in which supervisor in the process of
carrying out his responsibility and duties exhibits his skill, attitude and
philosophy relation and response to his follows in a work context.
1.9 ORGANIZATION OF THE STUDY
Chapter
one the introducing part of this study, it comprises of the introduction
context of the study, statement of the study purpose, research question,
hypothetic formulation operational definition of terms, significance of the
study, limitation and organization of the study.
Chapter
two consist of review of related literature of previous studies and summary,
chapter three (3) is the methodology of the study with sub-session are the introduction,
research design, sampling procedure/sample size determination, data collection
method oppression measures of variables, questionnaire design and data analysis
techniques.
Chapter
four consists of presentation, interpretation of finding and analysis of data.
Finally five is the result of the study, recommendation and conclusion.
AFFILIATE LINKS:
Comments
Post a Comment