The Factors Affecting Job Satisfaction in the Local Authorities in Kenya with Particular Reference to Narok County Council.
CHAPTER ONE
1.0 Introduction
This chapter consists of the background to the study, statement of the problem, purpose of the study, objectives of the study, research questions, conceptual framework, and justifications of study, significance, limitations and assumptions of the study.
1.1 Background of the study
An organization is where a group of people come together in order to accomplish their set goals. Many people have written several books and articles on job satisfaction as such it is not a new field there are a lot of literature and people still want to find out more about it. To the researcher’s opinion job satisfaction is whereby one is given a particular task in which he is best at or has specialized at, in that higher production is maintained. Maslow (2001), derived job satisfaction from his motivation theories; he said human needs are derived into several classes which are; psychological, security, affection, esteem and self actualization needs.’
Sigmund Freud (2004) suggested that “a person’s” motivation could be greatly influenced by his or her unconscious mind. Individuals, he argued are frequently unaware of their true desires and the forces which cause them to behave in particular ways. For good job satisfaction to influence organizational performance it includes the work itself where managers should take time to plan for the day’s activities, delegate everything which can be delegated, try to keep his workday free from interruptions such as telephone calls, unexpected visitors and unplanned meeting and finally should understand the organization’s visions, mission and objectives and try to train the employees on the same.
According to Skinners (2000), the theory of operant condition implied that “motivation emerges from interplay of stimulus and response for example poverty causes the search for work and once the individuals obtains employment to work hard in order to maximize income. Bontham and Stuart Mill (2001) also developed the
1.0 Introduction
This chapter consists of the background to the study, statement of the problem, purpose of the study, objectives of the study, research questions, conceptual framework, and justifications of study, significance, limitations and assumptions of the study.
1.1 Background of the study
An organization is where a group of people come together in order to accomplish their set goals. Many people have written several books and articles on job satisfaction as such it is not a new field there are a lot of literature and people still want to find out more about it. To the researcher’s opinion job satisfaction is whereby one is given a particular task in which he is best at or has specialized at, in that higher production is maintained. Maslow (2001), derived job satisfaction from his motivation theories; he said human needs are derived into several classes which are; psychological, security, affection, esteem and self actualization needs.’
Sigmund Freud (2004) suggested that “a person’s” motivation could be greatly influenced by his or her unconscious mind. Individuals, he argued are frequently unaware of their true desires and the forces which cause them to behave in particular ways. For good job satisfaction to influence organizational performance it includes the work itself where managers should take time to plan for the day’s activities, delegate everything which can be delegated, try to keep his workday free from interruptions such as telephone calls, unexpected visitors and unplanned meeting and finally should understand the organization’s visions, mission and objectives and try to train the employees on the same.
According to Skinners (2000), the theory of operant condition implied that “motivation emerges from interplay of stimulus and response for example poverty causes the search for work and once the individuals obtains employment to work hard in order to maximize income. Bontham and Stuart Mill (2001) also developed the
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