ABSTRACT

This study is based on an in-depth work on the orientation to work and organizational commitment with special reference to Enugu South Local Government Area.

In contemporary times, workers orientation has become a popular phenomenon in many organizations. This programmes is necessary in order to increase their ability, skill and knowledge. It is also anticipated that a good orientation to work and organizational Commitment will induce the employees to work hard and also improve their general attitude towards the progress of the organization.

This study is carried out to examine the orientation to work and organizational commitment in Enugu. South Local Government area both primary and secondary data were extensively made use of. Also a survey research was conducted with 286 respondents drawn from senior and Junior staff. The sample size for the study was gotten by the use of Yaro Yamain statistical formular.

R = N     

1+ N (e) ²

The highlights of the result of the findings are as follows;

-                      From the research study the researcher found out that having a good deal of autonomy makes Enugu South Local Government area workers to becomes oriented to work.

-                      It was also found that the salary is meager and inadequate.

-                      Organizational Commitment enhances knowledge among its workers, but their performances were not satisfactory.

-                      The working environment is very poor and that adequate facilities their duties effectively.

Based on the findings, several recommendations were made, among which is that, it should be considered a matter of necessity for the organization of Enugu South Local government area, to be more responsive to the orientation to wok and organizational commitment of workers and review the programmes periodically so as keep with other viable organization in the country.

            Finally, for a successful research work to be carried out, this study was divided explained in the main body of the research work.

TABLE OF CONTENTS

CHAPTER ONE:

Introduction                                                                           

1.1              Background of The Study                                                     

1.2              Statement of The Problem                                         

1.3              Purpose of The Study                                                            

1.4              Scope of the Study                                                    

1.5              Research Question                                                     

1.6              Research Hypothesis                                      

1.7              Significance of the Study                                          

1.8              Definition of Term (If Any)                                      

Reference.                                                                              

CHAPTER TWO:

Review of Related Literature                                                

2.1              Meaning of orientation                                                                      

2.2               Classification of Orientation to work.                                              

2.3              Correlates of organizational Commitment                             

2.4              Theoretical of Perspective                                                      

2.5              Workers Orientation in Enugu South Local Government.    

Reference.                                                                              

CHAPTER THREE:           

Research Design and Methodology                                       

3.1              Research design                                                                     

3.2               Area of the study                                                                  

3.3              Population of the study                                                                     

3.4              Sample and sampling Procedure                                            

3.5              Instrument for Data Collection                                                          

3.6              Validation of the instrument                                      

3.7              Reliability of the instrument                                                  

3.8              Method of Data Collection                                        

3.9              Method of Data Analysis                                          

Reference                                                                               

CHAPTER FOUR:

Data Presentation and Analysis                                                         

4.1              Presentation and Analysis of Data                                                    

4.2              Testing of Hypothesis                                                            

4.3              Summary of Results                                                   

References                                                                             

CHAPTER FIVE:                           

Discussion, Recommendation and Conclusions                                

5.1              Discussion of Results/Findings                                                                      

5.2              Conclusion                                                                                         

5.3              Implication (s) of the research findings                                 

5.4              Recommendations                                                                             

5.5              Suggestion for further research                                                          

5.6              Limitation of the study                                                                      

References                                                                                         

Bibliography                                                                          

Appendix                                                                                           

CHAPTER ONE

1.0              INTRODUCTION:

This study focuses on employee work orientation and as it affects organizational commitment. The point is that people have different aspirations, expectations and views, about work which invariably affect the degree of their commitment to the organization in which they work.  

   This work is therefore part of the scholars as to what particular work orientation best engenders favorable work attitudes and commitments; two distinct groups are involved in this debate.

They are the instrumentalists represented by Taylor (1911) and cold horpe et al (1997) argued that extrinsic orientation, and the self actualization school who emphasize intrinsic aspect of work. Writers in this later group includes Herz berg (1989:113), Brown (1989: 14) Hall and Schneider.

1.1       BACKGROUND OF THE STUDY:

Work is one Phenomenon, which is inevitable in the universe and invariably affects the entire aspect of human life. “ There is percussive evidence that work is a major formative experience which can either promote or limit a man’s growth in ways which affect the whole man and which therefore shape his life outside the job as well as within it” (for 1971). Some modern industrials doctrine of work advocates the philosophy, which ascribes to work on extrinsic meaning. It expects work to filed predominantly extrinsic satisfaction to the workers. Work is mainly seen in terms of its instrumental characters as a means to some end, it be comer a means of trying to meet the ever rising material standard of life an d the pursuit of reinsure activities outside work environment: an avenue consumption late. Also other philosophies of work however, ascribe to work an intrinsic meaning.

 This conception of work is mainly advocated by the self-actualization school. There work can abilities and enjoy the satisfaction of self-fulfillment.

            This research work centers on the organizational orientation and commitment to word. According to Royer Benneth (1981) orientation is the way by which people are meant to understand all that is obtainable in their work and the environment. It is equally how people view their work situation in terms of what one desires to achieve.

            However in an organizational commitment orientation to work the management makes several things known to the worker as regards to the performance of his job and in line with the organizations laid down rule and regulations. This is designed to provide a new employee with the information needed to function comfortably and effectively in the organization by Ile .M. (2000).

            Organizational orientation conveys three things.

(i)           General information about the daily work routine .

(ii)               A review of the organizations history, purpose, operations and products or services as well as how the employee’s Job contribute to the organizational needs .

(iii)             A detailed presentation, perhaps in a brochure of the organization’s policies work rules and employees benefits.

In the area of commitment to work many employees (workers) feel anxious on entering an organization. They worry on how well they will perform in the Job, they feel inadequate compared to more experienced employees and they are concerned on how well thing will get along with their co-workers. Orientation programmes reduces the anxiety of new employees by giving them information the Job environment and on supervisors by introducing them to co-workers, and by encouraging them, to ask questions. If the expectations of the employees are not compatible with that of the organization there will be dissatisfaction and work commitment of the employee would be drastically low (reduced).

            Steers and Porter (1979:333) stated that organizational orientation is the guided adjustment of employee to the organization and his work environment. Organizational orientation helps the workers in the following ways;

(i)                 To overcome axial shock.

(ii)               To satisfy the employees need for acceptance and motivates the employee to work as a member of a group.

(iii)             It gives the employee the feeling of being wanted by the organization irrespective of how insufficient his contributions to it may be.

Enugu South Local Government was created 27^th September 1991 out of the then Enugu Local Government now Enugu North. The population as at 1991 was three hundred and seventeen thousand and sixty-seven(317,067). It comprises of five autonomous communities 012; Amaechi, Ugwuagi, Akoute, Obuagu and Urban Ward, Idaw- river Layout, Uwani and so on. It has thirteen wards. The first executive Chairman was Mr. Ike Ngwu from Amaechi, who took over from a sole administration, Dr. Raymond Okenwa in 1992. the present acting Chairman is Honorable Samuel Ngene from Obeagu.

            However, Local government Administration has a chequered history and passed through many stages. Therefore, the research shall bristly discuss the employee orientation to work and organizational commitment in Enugu South Local Government in the literature review.

  STATEMENT OF THE PROBLEM:

Many Local governments see their Jobs as governments work and therefore is no body’s work, sequel to the above, there has been a poor working attitude, absenteeism, ineptitude, redundancy and how productivity. The following problems have been identified as the major cause of their poor attitude to work, and also.

(i)                 Lack of proper orientation of workers by the management.

(ii)                  The Lukewarm attitude of Nigeria workers in the Local government system as it concerns ethics and code of conduct.

(iii)             Lack of training and inexperience among workers as a hindrance to their commitment in the organization.

(iv)             Poor Leadership qualities of the Local government Chairman.

So the researcher wants to find out why and proffer a suggestion.

1.3       PURPOSE OF THE STUDY                                  

 This study has set out a number of objectives which it strives to achieve these objectives are born out of the need for modern managers to always strive towards achieving a synchronization of the organizational goals. 

i.        To identify id workers were given orientation as new intakes to enhance their commitment in the organization.

ii.            To identify whether important variable that might be positively or negatively related to employee commitment in the organization.

iii.          To ascertain if particular work orientation that is most suitable to Enugu South local Government.

iv.          To determine the need for the management to always emphasize on workers priority aspirations.

v.            To find out the level of organizational Commitment is it related to employee’s orientation and performance.

1.4       SCOPE OF THE STUDY

             This study is primary concerned with the workers orientation to work and organizational commitment. This study/project work covers Local government on the workers of Enugu South Local Government. This is a result of some constraints being encountered by the researchers among which are time, attitude of respondent, distance and finance.

1.5       RESEARCH QUESTION

Do Enugu South Local Government have a work orientation package for workers? 

i.          What makes Enugu South Local government workers to become oriented to work?

ii.                  What makes Enugu South Local government workers to engages in organizational commitment?

iii.          Has organizational commitment enhance knowledge among its workers?

iv.          What are the causes of non-commitment to work?

v.            Are the workers motivated as to have a good job orientation and commitment to their work?

1.6. RESEARCH HYPOTHESIS

Ho:      The government of Enugu South does not assists in   to keep a healthy and safe environment.

Hi:       The government of Enugu South assists in helping to keep a healthy and safe environment.

 Ho: There is no relationship between organizational Status of workers and emphasis on intrinsic needs of work.

Hi:       There is a relationship between status of workers and the emphasis on intrinsic needs of work.

Ho:      There is no relationship between orientation to work and organizational commitment.

Hi:       There is a relationship between to work and organizational commitment.

  1.7 SIGNIFICATION OF THE STUDY

            This research work based on it’s theoretical and practical nature would benefit managers, research experts and entire organization in the following ways:

i.          It would help the managers in restrictive work contents and processes in order to achieve the set organizational goals.

ii.         It would enable the manager to arraying organizational conditions and operation so that the employee can achieve their own goals.

iii.                It is an avenue for the manager to learn the impact of motivation and orientation to employee’s organizational performance.  

iv.                To broaden the horizon of employee as regards to their commitment in the organization.

v.                  It would enable the managers to utilize the full potential of its work force.

1.8              DEFINITION OF TERMS

ORIENTATION TO WORK: Is said to be an expression or refection of how individual view his work situation in terms of what he or she desires to achieve or no.

ANTECEDENT VARIABLES:

This refers to these factors, which are capable of influencing employees organizational commitment.

 They include education, opportunity importance to the organization and so on.