ABSTRACT
Job design
as suggested by Taylor
is one of the most important components of scientific management. In its basic
format, it assures that jobs should be simplified standardized and specialized
for each components of the required work. In general organizations operations
aisled this basic job design format by breaking each job down into very small
but workable units standardizing the necessary procedures for performing the
units, and teaching and motivating workers to perform their job under
conditions of high efficiency.
Therefore, the importance of designing
jobs and systems of work in a manner that will satisfy both psychological and
sociological needs of a secretary should be stressed. That is the effectiveness
of a secretary’s job design, effort should consider both the work
accomplishment efforts and the secretarial responses of the job.
Empowers job design has the following
effect misunderstanding between secretaries and their bosses, lowering status
of the secretary etc.
TABLE OF
CONTENT
Title page
Approval page
Dedication
Acknowledgement
Abstract
Table of
content
CHPATER ONE
1.0 INTRODUCTION
1.1
Background of the study
1.2
Statement of problems
1.3
Purpose of the study
1.4
Scope of the study
1.5
Significance of the study
1.6
Research question.
CHAPTER TWO
2.0
REVIEW OF LITERATURE
2.1 Historical background
2.2
Factors affecting individual job design
2.3
Job enlargement
2.4
Job rotation
2.5
Job enrichment
2.6
Summary of literature review.
CHAPTER THREE
3.0
DESIGN/METHODOLOGY FOR THE STUDY
3.1 Research design
3.2
Area of study
3.3
Population of study
3.4
Instrument for data collection
3.5
Validation of research instrument
3.6
Reliability of the instrument
3.7
Method of data collection
3.8
Administration of research instrument
3.9
Method of data analysis.
CHAPTER FOUR
4.0
PRESENTATION OF RESULTS
4.1 Summary of result/findings
CHPATER FIVE
5.0 DISCUSSION IMPLICATION AND RECOMMENDATION
5.1
Discussion of results
5.2
Conclusions
5.3
Implication of results
5.4
Recommendation
5.5
Suggestion for further research
5.6
Limitation of the study.
References
Appendices.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Business
organization exist because they have goals to attain. It is through people that
organizational goals are achieved. In fact people are the most important assets
of any organization. Their performance determined the success or failure of an
organization. It is the concern of management that workers carry out their task
effectively.
Therefore the human factor must be
managed properly for positive impact on productivity by provision of a goal.
Job design is the way job are structured, designed or tailored towards
achievement of organizational goals. Organizations needs job designed that will
enhance their performance and help them achieve their self-esteem.
Job design is important to an
organization because the way job are structured designed or coordinated has
direct and significant impact on the performance of the organization. Job
design concerns the content functions and relationships of jobs that are
directed towards the accomplishment of organizational purpose and satisfaction
of the personal needs of the individuals job holders.
This also showed that a secretary
needs a good job design that will help her to enhance her potentials as well as
help in accomplishing organizational goals.
Onasanya (1990) stated that the
secretary is an important officer in any establishment. The contributions and
effectiveness of a secretary can either enhance or diminish the efficiency of
an organization. He also stated that the title secretary may either refer to a
chief administrator of an organization or to a person who performs the
functions of organizing and recording the proceedings of a meeting.
The duties of a secretary could be
likened to that of the executive because the secretary is aware of nearly every
action of the executive, many organizations attach little or no importance to
the qualities of a secretary not to talk of giving them a benefiting job
design.
Stanwell and show (1978) defined
secretary as an staff who is concerning with the preparation, preservation and
transmission of all types of communication as well as the conventional
secretarial duties of confidential nature at various levels. Eni (1989) also
defined the secretary as a member of clerical staff whose fundamental function
are concerned with the preparation of correspondence or communication in all
form with and outside the organization.
From the above definitions, it can be
seen that secretary is an indispensable management personnel in an organization
and outside environment. Considering the job of a secretary in an organization
they deserve a job design that is motivating.
Durcker (1978) asserted that an
organization needs the best performance a man is capable of and a man needs more
than a job he can perform. He need a job that will provide the greatest scope
of his abilities and talent the best opportunity for growth and for superior
performance.
The secretary position varies widely
depending on the size of the organization the number of workers employed, the
nature of the business as well as personal qualities. Today the secretary’s job
has also been hanged due to computerization their job became more challenging
than ever because of the current technological design. A research on job design
will not be complete without making mention of motivation. Motivation is a way
of stimulating people into action.
Therefore, the redesigning of a
secretary job will not only focus on the key job characteristics, dimensions of
contents function and relationships, but also considering the important of
individual differences in relation to job design consequences.
Birdchall (1975) stated that an
understanding of human motivation is essential to the job designer. The job
which he creates may be technical depending upon the cooperation and
involvement of the job holder. Therefore, he must be aware of the important
role of work in a man’s life in order that he is better able to engineer a fit
between human needs and technical requirement of the work. Work is an aspect of
life which gives man his status and binds him to the society.
Discontent may result from individual
failure to find satisfaction in his job not meeting his psychological and
social needs. The feeling that his contribution to the organization is not
being adequately compensated rewarded or recognized by the organization.
The high level of job specialization
promoted by scientific management approach created a number of problems
centering on the individual workers moral and behavior example low
satisfaction, high absenteeism and low turnover were partially attributed to
the boredom and monotony created by highly specialized routine nature of
individual employee’s work.
The introduction of an effective job
design in the job of a secretary will show improvement in the secretarial job
performance. These changes come through job content function, relationship and
feedback of jobs.
1.2 STATEMENT OF PROBLEMS
These are
the problems which the researcher intended to find out the solution at the end
of the study.
Most secretaries cannot perform better
due to the kind of job design structure given to them.
Sometimes job design given to them
create a feeling to them that their contribution are not adequately
compensated, recognized or needed in the organization.
They feel demoralized when they see
their job as the one that have no definite sequence or procedure for doing it.
Because they feel demoralized or
humiliated by their broiling managers they feel they cannot satisfy their
psychological and social needs
These problems and so many others are
what the researcher intend to find out the solution to in this study.
1.3 PURPOSE OF THE STUDY
The following are the
purpose of this study
1.
To find out the effects of improper job design on
secretarial performance
2.
To examine some of the job design strategies that exists
in most organization.
3.
To investigate if secretary’s work is the work that have
no definite job design
4.
To examine if the work of a secretary is not recognized
on given their due entitlement
5.
To find out if secretaries cannot satisfy their
psychological social needs.
1.4 SCOPE OF THE STUDY
This simply
means the geographical and subject area of the study. The scope of the study is
delimited to the effect of job design on a secretarial performance in FRCN
Enugu.
1.5 SIGNIFCANCE OF THE STUDY.
This study
will help managers to understand fully how an effective job design will enhance
performance of their secretaries.
It will also help organizations to
identify those factors inherent in the secretarial job design that will affect
the performance of the secretary and
Finally it will help the students and
lecturers in the future as a reference material in the library.
1.6 RESEARCH QUESTION
Attention
will be given to the following questions.
1.
What type of job design structure does the secretaries
need
2.
What type of job design does managers adopt mostly to
the secretaries
3.
Does these job designs enhance the performance of the
secretary
4.
What are the guide line for drawing up a job design
5.
What are the effect of job design on secretaries
performance.
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