THE WORK ATTITUDE OF NIGERIAN WORKERS A COMPARATIVE STUDY OF PUBLIC LIABILITY COMPANY AND PRIVATE LIMITED COMPANY

TABLE OF CONTENTS
Title
Certification i
Dedication iii
Acknowledgement iv
Table of contents vi
Abstract V
CHAPTER ONE – INTRODUCTION
1.1 Background of the study 1
1.2 Historical Background of First Bank of Nigeria Plc. 7
1.3 Historical background of STO Nigeria Limited 9
1.4 Statement of Problem 10
1.5 Objective of the study 12
1.6 Significant of the study 13
1.7 The scope of the study 1
1.8 The limitation of the study 16
1.9 Hypothesis 17
10 Definition of terms 18
CHAPTER TWO – LITERATURE REVIEW
2.1 Concepts of work and attitude 27
2.3 Theories of motivation on Nigerian workers 31
2.4 Work attitude in the public and private sector 55
CHAPTER THREE – RESEARCH METHODOLOGY
3.1 Research Design 65
3.2 Population 66
3.3 Sampling techniques 67
3.4 Research Instrument 67
3.5 Scoring Method 69
3.6 Method of Analysis 69
CHAPTER FOUR: DATA ANALYSIS AND DISCUSSION OF
RESULT
4.1 Research Question one 73
4.2 Tables 82
CHAPTER FIVE: SUMMARY, CONCLUSION AND RECOMMENDATION
5.1 Summary of the Study
5.2 Conclusion
5.3 Recommendation
References
Appendix
ABSTRACT
This study will investigate work common in public and private sector of the Nigerian economy, to see to what extent of disparity or similarity as the case may be in both sector of the Nigeria economy, adds or reduces productivity. The questionnaire distributed were both structured and unstructured, to give room for a more expressed opinion, which means that the structured questionnaire will guide the researcher in getting direct response to the hypothesis stated which the unstructured questionnaire would aid the researcher in other findings that will lead to a better understanding of questions and general conclusions. Questionnaires will be distributed to First Bank of Nigeria Plc and SlO Nigeria Ltd. Both in Asaba. In which it is expected that these two sectors have a permanent work forces of at least over 30 worker. Data obtained was be analysis using frequency distribution for pat of the questionnaire, and mean scores for part 2 T test will also be used for significance between the means. T-variables controlling work attitude and analysis will include. (a) Opportunity for personal growth and development. (b) Job security.(c) Promotion opportunities (d)job satisfaction.

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

Attitude is described as an individual characteristic way of responding is an object or situation. It is based on his experience and a lead is certain behaviour or expression or -certain opinion. Attitude determines the employees approach is work. In the absence of attitudinal measurement data of work attitude of Nigerian works by psychologists, a cursory observation of daily experience behaviour reveals some basic negative attitudes which are not helpful to increased productivity. As Omolayele, a one time management director of Leventis once put it, “one of the biggest factors retarding progression productivity in Nigeria is attitude to word and general indiscipline in relation to work.” He added that Nigerians love money but do not want to work hard; those who work hard are said to be doing “Afamaco work” (No man’s job).
In Nigeria, there is the belief that there is general apathy towards work which according to Uche (1980) is hardly identifiable, badly suffer loss or does not hurt if it suffers any.
Who is the Nigerian worker? Is he different from other workers in other part of the world? To the first question, the Nigerian workers in this context are those who are employed directly by government against such as parastatals and those employed by multinational and other private companies. In addition to these groups over 7% of Nigerians engage in their own private business of various types. To this group of privately engaged individuals we have no serious problems as is whether their attitude to work is negative or positive. To the second question, studies have shown that the Nigerian workers are not too different from any other worker except that he worked in a different environment with varying cultural background and value system. These differences have significantly affected his attitude to works and productivity.

Attitude to work is a critical determinant of productivity in any organization, public or private. It has to do with the feeling, habit and beliefs that affect the individual behaviour of work. These may pre-dispose a positive or negative attitude to work. Some beliefs, habits feelings and motives are supportive of positive work ethics and behaviour and therefore necessary for the performance of specific jobs. On the other hand, there may also be experiences and behaviour that supportive of negative to work. The work attitude affects the way a worker relates to, conceives, and views his job. It shows how committed, dedicated, hard working and performing a worker is in relation to the objectives of the organization.
As a result of these beliefs, and many other factors, the work attitude of Nigerian worker has been characterized by poor commitment, shoddy handling of the activities, and lack of initiative, callousness, dishonesty, lying, false claims and others. The condition of the job is another factor that increases or depilates positive work attitudes.
There is also the problem of poor motivation, particularly in terms of reward for hard work. People that are known to be lazy but have connections are seen being promoted to the detriment of hard working ones. Unable to trust themselves under the system of promotion by merit, these employees invoke the myth of ethnic hurdles and detractors and manipulate ethnic sentiments in other to be promoted. In the process, subjectivism replaces objectivism in the performance of duties and in the appraisal system.

Most employees if labours are developing third world country like Nigeria do not see any reason for incentives in what ever form to its workers, apart form payment of their monthly salaries. Employers believe that once salaries are paid, they have no obligation towards workers. Workers are expected to put in their best in terms of labour, behavioural conduct, punctuality, competence in machine operation and innovation in their area of endeavour. As a result of these, employees are not motivated by their employers to put in their best and therefore have significantly depletes positive work attitudes.
Closely related to work are work ethics. Ethics are code of conducts by which human beings have their lives regulated for the general good of all. Ethics enable us to judge the correctness and wrongness of an action. It is the moral compass that guides human action work ethics are the set of rules that govern that behaviour of workers in their places of work. There are different codes of conduct governing the different professions. Nevertheless codes such as punctuality, honesty, dedication confidentiality, and loyalty are common and highly cherished in all organizations. The degree of adherence is those codes of conduct in Nigeria organizations leaves much to be desired.

1.2 Historical Background of First Bank of Nigeria Plc, Asaba.
First Bank of Nigeria PLC is a financial service organization with the vision “To be the clear leader and Nigeria’s bank of first choice” and a mission “to remain true to our name by providing the best financial services possible”.
First Bank of Nigeria is the leading banking institution in Nigeria with over a 100 years of banking experience founded in 1894 by shipping magnate from liver pool, limited kingdom, Sir Alfred Jones of British West Africa in single location in Lagos first Bank has evolved into truly national banking with about 300 branches through out Nigeria, and a branch in United Kingdom.
The Bank in December 1995 announced a profit before tax of one billion naira. The bank has been recording a highly commendable performance. Gross earnings increased from N 10.03b to N13.808b in 1997 which represents a percentage increase of 37.7 while profit before tax doubled that of the proceeding year from N16b to N232b profit after tax total N1.6 billion in 1997/1998 as against N996, 8 billion derived in 1996 representing an increase of 67%.