ABSTRACT
Several literature and
publications in delight concerning the contrition of service of the Nigerian
manager have not been anything to write home about most of the writer point to
the face that Nigerian managers are finding it more difficult to carry on with
their job tasks responsible and to meet their role expectation both personal
and societal. It is in light of this that the researcher chose to study
the consequence of such difficult situation on the managers.
There is no dust that
with such difficult situation on the managers parts such pettish and precarious
conditions the managers are bound to have stress and frustration among
them. This study was therefore aimed at finding out the prevalence of
stress and frustration among Nigeria business managers.
The identification of
problem of study led to assumption being made on the various associated with
stress and frustration. The variable included the organization influence
the job demand and the environment pressure.
The population of study
consisted of the managerial position from the major business organization in
Aba of Abia state.
This firm in our study
is star paper mills Nig. Ltd in Abia state. A total of 60 questionnaires
were distributed and 47 retrenched making for 78:33% of the population of
study. Data collected were presented and analyzed, the hypothesis were
tested using simple percentages and statistical decisions are based on simple
data that is to accept or reject the null hypothesis
(H0)
Based on the statistical
testing of hypothesis assumptions were this sustained:
i)
That stress and frustration are major handclaps to Nigerian business managers.
ii)
That organization influence contributes to stress and frustration among
managers.
iii)
That job demand causer stress and frustration to mangers.
iv)
The environment pressure cause stress and frustration to managers
v)
Those Nigerian business managers will not leave their job as a consequence of
stress and frustrations.
TABLE OF CONTENTS
CHAPTER ONE
Introduction
1.1
Background of study.
1.2
Statements of problem.
1.3
Objective of the study.
1.4
Research questions
1.5
Significance of the study
1.6
Scope of the study
1.7
Limitations of the study
1.8
Definitions of terms.
CHAPTER TWO
Literature Review
2.1
Conflict in an organization
2.2
Sources of organization
2.3
Causes of stress and frustration among mangers
References
CHAPTER THREE
RESEARCH DESIGN AND
METHODOLOGY
3.1
Introduction to the study
3.2
Population of the study
3.3
Sample size determination
3.4
Instrument for data collection
3.5
Validation of the instrument
3.6
Reliability of the instrument question distribution & retrieval
3.7
Method of data collection
3.8
Method of data analysis
CHAPTER FOUR
4.1
Presentation & analysis
4.2
Testing of hypothesis
4.3
Summary of result.
CHAPTER FIVE
5.1
Discussion of result
5.2
Conclusion and finding
5.3
Recommendation
5.4
Suggestion for further study
Bibliography
Appendix
CHAPTER ONE
INTRODUCTIN
1.1
BACKGROUND OF THE STUDY
Today in our society the
title “manager” carries the notion of a highly paid business executive
provide with furnished air-conditioned quarters are offices chauffeur driven
and social esteemed.
He is perceived as the
last to come to work and the first to leave the work place. He is the
boss whose signature and so on are regarded as important. He is this seen
as one who has succeeded in all life effort and has noting to complain
of. His entire problem is or can be taken care of.
If the manager is all
that he is assumed to be and enjoys all that society and organization bestows
on him. Why then is the expected role performance to the organization and
to him not always ideal and efficient? There are many factors responsible for
this low performance and satisfaction on the job. It is the aim of this
research work to find out two stress and frustration among managers contribute
to this low role performance and dissatisfaction in their jobs. According
to Mabjiogu, in the present dry Nigeria there is a great dealk of
unacknowledged intentions in the manager’s essential authority that either
frustrates him or makes his position a very difficult one.
The could be either
social influence or interventions with his authority which may be responsible
for the critical position of the manager in the present day Nigeria.
Since the end of the
civil war Nigeria has witnessed nearly a decade of oil boom the phenomenal rise
in the demand for capital and consumer goods and the galloping rate of
inflation.
Distributions of
essential commodities importers and trader gained tremendously by creating
artificial scarcity hoarding and selective trading. Bank markets spray
up. All these created Nigeria millionaires and quasi- millionaires over
night who are not suctioned in the management of enormous wealth or able
appraised long term opportunity for their invested wealth. Unfortunately
the Nigeria business manger with long years of marketing and distribution
training and experience is operating in the same market these new
business tycoons either selling to them advising hem or finding for them
avenues of importation and distribution.
He relives tips makes
customers attend their parties and social activities and usually is sample to
take bribes in other to do one centerline business with them against the
interest of his employers. These societal influences sooner or later make him
loose sense of him professional values. His positron, if not exacting is a
potable one. He is made to know all the avenues of acquiring personal
wealth by fair or foul means. He is required by the nature of his job to
continues interacting with the very persons who tempt the standard of his
professional training and education.
He is expected to settle
down a fixed salary in spite of the rate of inflation. What more is
trusted to do business for his employers and account for all the profit and activities
without reservation? The result is that the ideal manger cannot be easily
found in Nigeria. Where there is one, he is sooner or later to resolve
the conflict between his job and the environment by the logical act of leaking
this employment to join the bandwagon.
The alternative is to
stay on and battle with the ethics of his profession the sanction of his trust
and the pressure of the environment in the hope that the conflict will not
reach the critical point before he is ready to resolve it the logical
way. It is acknowledged that the states of the economy has greatly
contributed to the stress and frustration suffered by Nigeria managers.
Due to under development and the consequent aplenty in the country the manager
is deprived of his full financial benefits and his position is looked down upon
in the society. The state of affairs frustrates him and exposes him to a
situation where he can easily mortgage his conscience for a moss of porridge.
If the there are job
opportunities the manager would be able to asset his authority where this is
threatened he leaves his job or employer for another just be fair and honest
low and the distribution among the population not annoyingly unfair giving rise
to the made rush to get rich overnight the manager’s honest will not be
tempted. The situation compounds itself where he is unlucky to be in the midst
of unscrupulous subordinate’s peers or superior. They place him in a
difficult position of having to support and defend a system which he know and
believe in good for condemnation.
Poor attitudes to work
reduce productivity which in turn reinforces poverty.
The Nigerian manager
generally fined it too strenuous to meet targets and achieve his objective
where moral among his subordinates is low.
Unrestrained birthrate
and increased life expectancy has increased the inactive section of the
population. These and other under development problems reinforce polarity
with attendant bottleneck and deterioration in the manager’s ability to engage in
a contented work force. The result is stress and frustration it is clear
that even with the improved life sustenance conformable facilities and the self
esteem and freedom from servitudes of men to nature available to a manager his
situation will develop more strenuously rather than improve until he learn on
how to reward handwork. Another contributing factor to stress and frustration
among Nigeria managers is the structure and design of he organization in which
they work. There is internal problem arising from the scope of the
manager’s authority. Most organizations concede the principle of :unity
of command” to the any general agreement or concise equation of authority
to responsibilities. Moreover little or no emphasis has been placed by
modern management science on “unity of loyalty” as a practical counter part of
the preparation of “unity of command” in Nigeria most managers find themselves
with imposed unity of command without unit of loyalty.
Most organization are
based on situation design have been length up with the too many personality
theories of motivation and behaviour theories that describes utopia instead of
reality. Managers alone are responsible for added value. Resources
are wasted and the country is made poor if the managers are not effective.
This effectiveness will depend on the design of the organization or its regards
for the integration of individual with the policies objectives goals and values
of the organization.
In summary effort has so
far been made in tracing the various aspects of events that might lead to
stress and frustration among managers in Nigeria business organization.
The introduction was started by environment the various situations a manager
finds himself in the society and in the organization and the influence from
these factors. These were traced from the effect of the civil war and the
corruption that ensured thereafter. The state of the economy was also
seen as contributing to the odd position of the managers
The design and structure
of the business organization is considered as a factor determining the level of
stress and frustration that confronts the mangers. This goes a long way
in bringing at the loyalty and command authority and conflict the manager
operates in and the unto pain theories which stardom his personal
prejudice all these factors mentioned contribute immensely as
obstacles between managers and their personal expectations and demands from
their job and work place. There is fear of failure in performance and
consequent psychological withdrawal from responsibilities and lack of
excitement in the manager’s job.
1.2 STATEMENT
OF THE PROBLEM
It is not questionable
to say that manager’s in business organization in Nigeria find themselves in
psychological conflict or road backs that is from “frying pan to fire”
situation that are choice situation these situation results to stress and
frustration it is evident that factors from the environment external and
internal to his work place influence his position making it precarious and
difficult. He is confused. Job insecurity conflict with
organization work demand information over load pressure to conform due to high
competition f faulty work design stunted expectations on the job are among
factors causing the difficult position of the manger. Also included
one individual conflict arising from family demand middle age crisis
unrewarded ambition economy condition such as Denison are all
causing a difficult position for the manager. The result from such a
precarious situation included emotional disorders absenteeism defensive
behaviours as projections and rationalization alcoholism drug addiction
psychosomatic reaction and total stop of work.
The constrained
influence experience when these variables impede his taste for work and debilitating
negative feelings characterize into lack of enthusiasm excitement and joy
physical and psychological fatigue for work.
There is a problem
arising from the failure of our Nigerian business managers. To recognize
these them it is one thing to discover causes and another to find workable
solutions to them.
The consequence of
stress and frustration when in checked cannot be over- emphasized.
The ultimate effect
negates the tendencies of motivation productivity and reasonable satisfaction
in a job. An unmotivated manager is like a motor ventricle without
engine.
He cannot achieve both
personal and organization goal or expectations.
It is this problem and
finding possible solutions and recommendation that from the premise for this
study.
1.3 OBJECTIVES
OF THE STUDY
This study is aimed at
getting information about the following.
-
To ascertain the basic stress and frustration element I factors that are still
prevalent among Nigeria business manager considering the bad economic condition
-
To find out the degree of stress and frustration on business managers and
effect on the individual and organization.
-
To identity whether managers recognize those stress and frustration
element factors and how they respond to them
-
To determine two economic and societal decay has tended to make it almost
impossible for the business managers to operate.
-
Finally this study will look into the possible solution available to these
managers and make recommendations
1.4
RESEARCH QUESTION
The following points from the research question
of this study
1)
How can the management of the organization recognize the duties of the manager
in the selected company star paper will Aba?
2)
How will the unit of command function in the organization without stress and
frustration?
3)
How can leadership cause stress and frustration?
4)
How can environment pressure cause stress and frustration to managers?
5)
How can stress and frustration be eliminated in an organization?
1.5 SIGNIFICANCE
OF THE STUDY
At the end of this study
if the recommendation will be properly implemental the study shall be of
immense or eliminate stress and frustration in their various organizations.
1.6 SCOPE
OF THE STUDY
This study will focus on
a selected firm in Aba Abia state on this basis a judgmental selection of the
firm that is our case study “star paper mills Nig. Ltd. Aba”
In star paper mills the
employees staring from the lower managers of the various department or units
will constitute of the various department or units will constitute the
population of study. Therefore this study will focus on stress and
frustration among these group of workers considered as managers of various
capacities.
1.
DEFINITION OF TERMS
The following
operational definition have ban used in this study for the words below
STRESS: This a perceived condition of constrained
influence experienced by a manager when certain variable impede his false for
the job task or occupation.
FRUSTRATION: This is a syndrome of emotional exhaustion
depersonalization and reduced personal accomplishment that can occur among
managers. It involves and accumulation of intense negative feelings that
so debilitating that a person with draw from in response to excessive stress or
dissatisfaction
BUSINESS
MANAGERS: They get thing done
thorough the efforts of other people and establish the environment
for group effort in such a way that individual and organization goals are
achieved.
OGANIZATION
INFLUENCES: These
are factors within the organization which effect the performance of the manager
and determines the amount of satisfaction he derives from his job. Some of
these are condition of service ways and salaries benefits job
security supportive interactions and relationships structure and organizational
design
Department | Business Administration and Management |
Project ID Code | BAM0245 |
Chapters | 5 Chapters |
No of Pages | 64 pages |
Reference | YES |
Format | Microsoft Word |
Price | ₦4000, $15 |
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Contact Us On | +2347043069458 |