Job Satisfaction and Employees Performance

Topics: Petroleum, Employment, Natural gas Pages: 5 (1336 words) Published: March 21, 2013
1.0 Background of the study of Job Satisfaction and Employee Performance in Total Nigeria Plc. The Total Nigeria PLC is a privately held, owned and managed industrial lubrication, oil and gas manufacturing company spread across the geographical regions and districts in Nigeria. The company has been a part of the Nigeria manufacturing landscape since 1962 and has earned the reputation as one of the key suppliers for lubrication equipment, oil and gas products in the industry. It manufactures petrol, kerosene, diesel, cooking gas, car care products, insecticides and lubricants such as oilers spray systems, applicators and condition monitoring equipment. Total Nigeria Plc. is dedicated to selling its products through distribution. TOTAL is the world’s fourth-largest publicly-traded integrated oil and gas company, with operations in more than 130 countries spanning all aspects of the petroleum industry, including Upstream operations (oil and gas exploration, development and production, LNG) and Downstream operations (refining, marketing and the trading and shipping of crude oil and petroleum products ). TOTAL employees more than 95,000 employees worldwide, TOTAL reported sales of €153.8 billion in 2006. TOTAL Upstream activities are carried out by three subsidiary companies in Nigeria. They are: 1. Total Export and Production Nigeria Limited (TEPNG)

2. Total Upstream Nigeria Limited (TUPNL) for oil/gas
3. Total Liquefied Natural Gas (LNG) Limited for gas.
They are committed partners in Nigeria's growth and improvement: what they take out of the ground, they put into the economy. Their long term vision is to remain Nigeria's preferred operator, promoting the nation's economy through their various activities, and all the while contributing positively to the sustainable development of its communities. Samuel Emeka Mbah (Unilag Research Paper): There is a general consensus that there exists a managerial problem of finding successful mechanism of retaining employees especially in a job environment that is characterized by constant yearnings for pay rise. Employee job satisfaction has influence on employee turnover in organisations. The implication of this is that the extent to which an organisation is able to retain its employees’ depend on the level of job satisfaction that are made available to these workers. Job satisfaction is known to have positive impact on employee turnover intentions. It means that dissatisfaction on the job increases or will increase the rate of employee turnover intention in organisation. Job satisfaction is how content an individual is with his or her job. Dessler (1978:37) refers to job satisfaction, ‘as the degree of needs satisfaction that is derived from and or experienced on the job’. He affirms to the ability of employees in an organisation aspirations, feeling happy doing their job with the hope that their needs will be achieved. A job is a group of positions, which involves essentially the same duties, responsibility, skill and knowledge”. Scholars and human resource professionals generally make a distinction between affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is the extent of pleasurable emotional feelings individuals have about their jobs overall, and is different to cognitive job satisfaction which is the extent of individuals’ satisfaction with particular facets of their jobs, such as pay, pension arrangements, working hours, and numerous other aspects of their jobs. Consequently, the inability of employees to achieve their needs will amount to dissatisfaction because job satisfaction is a general attitude towards an individual’s job, and the difference between the amount of reward workers receive and the amount they believe they should receive. It has been observed that a person with a high level of job satisfaction holds positive attitude towards the job while the person who is dissatisfied with the job...
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