CHAPTER ONEINTRODUCTION1.1 Background of the StudyIn contemporary organizations the yearning for satisfaction is the most important issue on the part of theemployees. Need and environment playa pivotal role in the determination of man's behaviour (Ujo, 2004), and Maslow(1943) identified seven important needs of human beings rated in their order of priority; these include physiological, safety,love and affection, achievement, self esteem aesthetic and selfactualization needs. Ascending of these needs summed up inone word, motivation involves needs, want and satisfaction,motivation refers specifically "to the drive and effort to satisfyan identified want or goal" satisfaction on the other handrefers to "a state of contentment experienced when a particularwant is satisfied". The issue of job satisfaction has been givenmuch attention over the years. This is because the importanceof such a concept cannot be over emphasized. When therecame the emergence of large formal organizations which mademanagement more complex followed by a shift in dependent2variable, little attention was given to their impact upon jobsatisfaction. The door was let open to consider the place ofmotivation in relation to performance and production morale,group dynamics democratic supervision and personal relationsbecause factors that are very important and have been shownin contemporary studies as being related to job satisfactionand increased productivity.Ujo (2004) quoting Davis (1977) asserts; what employeesdo when joining an organization is to make an unwrittenpsychological contract with it, this contract is In addition tothe economic contract for wages and working conditions.Employees agree to give a certain amount of work and loyalty,but in return they demand more than economic rewards fromthe system. They seek security, treatment as human beingsand rewarding relationship with people and support infulfilling expectations. If the organization honours only theeconomic contract, employees will tend to loose interest intheir jobs. Following this trend, there is an agreement that jobsatisfaction is the extent to which a job helps one attain his3important job values. This agreement can be described asunity in diversity because the numerous definitions of jobsatisfaction all pointed to the same view.Salawu (2008) defined job satisfaction" as the extent ordegree a person is satisfied with the job he or she is doing, in terms of the salary, self actualization, prestige of the job,autonomy, control and condition of the job". Locke (1976),defined job satisfaction " as the appraisal one's job asattaining or allowing the attainment of one's important job values providing these values are congruent with or help fulfillone's basic needs". For Davis (1977) job satisfaction is "the favourableness or unfavourableness with which employeesview their work, public servant like any other worker has abundle of needs. They need food, shelter, self esteem and selfactualization to mention but few. It is the urge to satisfy someof these needs that motivate people to accept these jobs. Theattempt to take a job therefore, may have a variety of motiveswhich may essentially be complex and conflicting but theultimate goal is satisfaction.4
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