THE IMPACT OF PERFORMANCE TARGET ON JOB SATISFACTION CASE STUDY OF GTB

Abstract

This study examines the impact of performance target on job satisfaction, unethical practices and employees’ dissatisfaction in Nigerian banking sector. The study revealed that there is no significance difference in the opinion expressed by both male and female employees on the unethical issues they are exposed to in order to achieve their target deposit mobilization. The study also shows that employees are dissatisfied with the challenges they went through ranging from bribery to win accounts, indecent dressing by female employees’ to seduce rich men, sexual harassment, blackmail and eventually suffering from hypertension for inability to meet the set target deposit mobilization. It shows that employees’ were exposed to so many challenges to retain their jobs with their respective banks which have serious consequences on their personal lives as well as their careers in the banking profession. The study recommends that the Central Bank of Nigeria should ban this practice in the banking sector.

 

 

 

TABLE OF CONTENT

Title page

Approval page

Dedication

Acknowledgment

Abstract

Table of content

CHAPETR ONE

1.0   INTRODUCTION 

1.1        Background of the study

1.2        Statement of problem

1.3        Objective of the study

1.4        Research Hypotheses

1.5        Significance of the study

1.6        Scope and limitation of the study

1.7       Definition of terms

1.8       Organization of the study

CHAPETR TWO

2.0   LITERATURE REVIEW

CHAPETR THREE

3.0        Research methodology

3.1    sources of data collection

3.3        Population of the study

3.4        Sampling and sampling distribution

3.5        Validation of research instrument

3.6        Method of data analysis

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS AND INTERPRETATION

4.1 Introductions

4.2 Data analysis

CHAPTER FIVE

5.1 Introduction

5.2 Summary

5.3 Conclusion

5.4 Recommendation

Appendix

 

 

 

 

 

 

 

 

 

CHAPTER ONE

INTRODUCTION

• Background of the study

Banks and other financial intermediaries perform an important developmental function, especially in Nigeria, where capital markets are not very developed. Banks help households as well as businesses to take advantage of productive investment opportunities which may not otherwise materialize (Demetriades & Fielding, 2012). Traditionally, banks are funded by customer deposits, which include savings, and demand and time deposits (Ianotta et al., 2007). Banks also make use of wholesale funds, which include short-term borrowings from the central bank, commercial papers, interbank borrowings and repurchase agreements (Huang & Ratnovski, 2009). Studies show that some banks finance their assets with internal capital (Houston et al., 1997; Amidu & Wolfe, 2012). In terms of banking strategy, Amidu (2013) reveals that banks – especially those in emerging economies – use internally generated funds to diversify into non-interest income-generating activities. According to Kashyap et al. (2002), lending involves acquiring costly information about opaque borrowers, and extending credit based on this information. All sectors of the economy are affected by bank lending, since banks serve as a major source of funding for firms, state-owned enterprises and households, especially in developing countries (Ladime et al., 2011). However, commercial banks’ contribution to economic growth and development depends greatly on how strategically the banks balance their assets and liabilities, as well as the sources of funds available to them (De Young & Yom, 2008). For this reason, banks must understand clearly which sectors of the economy are most profitable to lend to, and must identify the sustainable yet inexpensive sources of funds which those sectors rely on. The literature suggests that the availability of bank credit is an important determinant of economic growth and development in developing markets (Chernykh & Theodossiou, 2011). This is especially significant due to the relatively underdeveloped nature of the capital market in developing regions. Olokoyo (2011) shows that deposits constitute the most significant determinant of banks’ lending behavior. Employees’ of banks in an attempt to meet the goals and objectives of the bank goes through a lot of stress and challenges. Efforts exhibited by staff are targeted at making their individual as well as collective contribution to the bank to work effectively. Individual contribution is recognized and rewarded in form of prize award, commendation and ultimately promotion. The contribution which they make assist the banks realized its targets at ease. Outstanding performance is seriously receiving attention in the banking sector in Nigeria and that has been the secret behind successful operations. Intelligence, area of specialization and hard work is a major driving force in recruitment, placement, training and assignment of individual to specific responsibilities. Unlike the practice in public service where connection to people at the top is an automatic ticket for employment, the private sector goes for the best candidates that can meet the challenges of the job requirements. In private sector where performance and productivity is the watch dog, there are little chances for those connected to managers to even get the job. The bank managers’ successes are dependent upon the collective performance of their individual branches. It is neither seen as a dumping ground for daft and lazy people nor is it seen as a family business for everybody. Bank managers will rather pave way for some of their family members that did not qualify to fit in well in other public enterprise than to co-opt them in their branches. It is a well-known practice and fact in the banking sector that candidates that outperform are taken for the job, but unfortunately the situation is fast changing for something else. In addition to possessing the required intelligence, candidates that have good curriculum vitae of having listed or are connected to highly placed individuals within the business communities are considered for the job particularly male candidates for the sake of target deposit. The situation is more pathetic with regard to female candidates seeking for the job. No matter how intelligent a female candidate happens to be, if she is not beautiful enough to attract and seduce men, the chances are mostly lost particularly in the marketing Department. Successful candidates that are employed for the job are also exposed to stress of having to meet the target deposit placed on them from time to time. As soon as the individual is able to meet the requirement, then additional target that is challenging and not easy to meet are set as next target. This exposes the individual to problems such as hypertension, bribery for accounts, indecent dressing particularly by female counterparts and assault on them by privilege rich people which leads to sexual harassment.

• STATEMENT OF THE PROBLEM

Low productivity is usually the negative effect of lack of clear target and motivation in achieving those set target, absence of job satisfaction brings about staff low job performance.

Labor union always get into the matters of employees wellbeing at work and also in their personal lives so that they can give their full at work. But some time it has a negative impact on performance target and the management to give promotion or rise in the salary on the bases of seniority. The basic aim of every business organization is to achieve its objectives, goals or targets successfully. Goals set by organization will only be in vain if much attention is not paid to employees’ effort or performance for successful accomplishment. In other to achieve set targets and goals successfully, there is the need to focus on performance target and job satisfaction. Performance target should be linked to attractive incentive to employees, enabling workers to demonstrate higher productivity.

Most organizations in the competitive market fail since their workers perform below standard for they are not encouraged to work harder. Managers and employees are the life blood of every business organization. If management does not invest much into the welfare of their workers, problems are bound to rise leading to job dissatisfaction, low commitment to work, low morale and low productivity of goods and services.

Attractive reward systems are established by some business organizations to help motivate their employees to strike hard to be recognized and rewarded. Once employees are motivated, their performance reflects on productivity. Employees strive hard by pooling together skills, knowledge and efforts to achieve maximum output. Hence the essence of this study is to find out the part played by performance target and job satisfaction.

• OBJECTIVE OF THE STUDY

The main objective of the study is to examine the impact of performance target on job satisfaction with emphasis on employee of guarantee trust bank Ltd, but to aid the completion of the study, the researcher intends to achieve the following specific objectives;

1. To examine the impact of performance target on employee job satisfaction
2. To examine the relationship between performance target and employee job satisfaction of employee

• To ascertain the effect of performance target on employee productivity

1. To examine the role of management in achieving organizational target
   • RESEARCH HYPOTHESES

The following research hypotheses were formulated by the researcher to aid the completion of the study;

H₀: there is no significant relationship between performance target and employee job satisfaction of employee

H₁: there is a significant relationship between performance target and employee job satisfaction of employee

H₀: performance target does not have any significant impact on employee job satisfaction

H₂: performance target does have a significant impact on employee job satisfaction

• RESEARCH QUESTIONS

The following research questions were formulated to aid the completion of the study;

1. Is there any impact of performance target on employee job satisfaction?
2. Is there any significant relationship between performance target and employee job satisfaction of employee?

• Are they any effect of performance target on employee productivity?

1. Does management play any role in achieving organizational target?
   • SIGNIFICANCE OF THE STUDY

The findings of the study will not only be beneficial to the personnel of the chosen organization for the study, which is Guarantee trust bank Plc, but also to every individual. It will also;

Help managers in other organizations in setting goals and targets for employees to achieve through proper supervisory control by line managers.

Aid in identifying and improving the training and development needs of workers. Assist in motivating employees who contribute effectively to the attainment of organizational goals and objectives

• SCOPE AND LIMITATION OF THE STUDY

The scope of the study covers the impact of performance target on job satisfaction with emphasis on employee of Guarantee trust bank Plc. But in the cause of the study, there are some factors that limited the scope of the study,

1. a) AVAILABILITY OF RESEARCH MATERIAL: The research material available to the researcher is insufficient, thereby limiting the study
2. b) TIME: The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.
3. c) Organizational privacy: Limited Access to the selected top management staff of the banks makes it difficult to get all the necessary and required information concerning the activities.

1.8 OPERATIONAL DEFINITION OF TERMS

Performance Target

A performance target forecasts campaign group performance so you know whether you’re on track to meet specific numeric goals. A performance target is measured by specific metrics related to clicks or conversions for a single campaign group

Job satisfaction

Job satisfaction or employee satisfaction is a measure of workers’ contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision

Job evaluation:   This is the systematic method of appraising the work of each job in relation to other jobs in the organization.

Effectiveness:       Effectiveness is the capability of producing a desired result. When something is deemed effective, it means it has an intended or expected outcome, or produces a deep, vivid impression.

Efficiency:  A level of performance that describes a process that uses the lowest amount of inputs to create the greatest amount of outputs. Efficiency relates to the use of all inputs in producing any given output, including personal time and energy.

Exploitation: The process of being able to use a company’s natural resources such as adverts, covering of event, publicity of event for the attainment of profit maximization.

Management: Is the effectiveness and optimum used of human and material resources to achieve a goal.

Responsibility: Is a person who is reliable and able to carry out various duties imposed on him/her by the establishment.

Evaluation:         Evaluation is a systematic determination of a subject’s merit, worth and significance, using criteria governed by a set of standards.

 

1.9 ORGANIZATION OF THE STUDY

This research work is organized in five chapters, for easy understanding, as follows

Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study. Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature. Chapter three deals on the research design and methodology adopted in the study. Chapter four concentrate on the data collection and analysis and presentation of finding.  Chapter five gives summary, conclusion, and recommendations made of the study

 

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