Academic journal article Ife Psychologia

Attitude Measurement and Employees Productivity at the University of Lagos, Akoka, Lagos

Academic journal article Ife Psychologia

Attitude Measurement and Employees Productivity at the University of Lagos, Akoka, Lagos

Article excerpt

Introduction

It is a common practice to conduct periodically an academic study to gain information about the attitudes of employees in an institution. This is important because the behaviours of employees in such institutions tend to change at one time or the other due to the nature of the relationship among them, the institution and the state of the institution. The change in attitude when negative will not serve the overall interest of the institution inability of the management to assess effectively the magnitude, impact and timing of the grievances and its causes may also widen the scope and the period of the grievances.

In most cases, frustration or grumbling may arise out of the inability of the management to adhere to the principle of social philosophy of value judgement which states that a person has the right to the fruits derived from his or her endowment; that is, distribution should be arranged so as to maximize total happiness or satisfaction and that distribution should meet certain standards of equity. When this desire becomes strong among the employees to a point that equity and fairness are not adopted in the distribution of benefits and emoluments and the management fails to respond positively and consequently productivity and commitments start to dwindle. At this point, the management having been deeply agitated by general work apathy prevailing in the institution should without delay resort to employee attitude measurement (Miner and Luchsinger, 1985). Attitude data and measurement can be used effectively to predict labour unrest and to guide efforts to control or mimes it (Shaughnessy, Zechmeister & Zechmeister, 2003).

Employee attitude measurements involve feeding back the responses or data generated from the study to management and even their employees as part of institutional development programme. It is designed to bring about major changes in the existing structure and processes of the institution with the objective of increasing productivity (Ji-won Seo, 2011). Significantly, universities can embark on employees' attitude measurements to determine the productivity of its staff, timing of promotions and in its labour relations such as Academic Staff Union of Universities and Non-Academic Staff Union of Universities. The variation n university employees attitudes in Nigeria is caused by lack of academic freedom, poor working conditions, delay in salary and other entitlements payments, gender inequality, religion and ethnic differences, favouritism, absence or delay in the payment of research grants. The dimension of these problems is common in almost all the universities in Nigeria and the probability that it may also exist in University of Lagos, Akoka; Lagos necessitates the critical assessment of the degree of manifestation through this study. Over the years many universities and other organizations have desired to initiate this form of study for the purpose of spotting out situations where dissatisfaction exists so as to control or minimize union intervention or workers disputes. Furthermore employees' attitude measurement has been relied upon by many organizations during periods of recruitment, labour unrest, identifying the characters of change resistors, change embracers, bureaucratic systems, innovators and structural changes.

Statement of the Problem

Organizations exist increasingly in a world of achievements where their members combine their efforts to achieve tremendous goals. Their desire for achievements makes them to recruit people from different attitudinal backgrounds or make the already engaged to develop attitudes that are relevant in making critical decisions for the growth of that organization. People who exhibit strong need for achievement and whose motivational hierarchies attach great importance to achievements are particularly responsive to certain types of work environments (Miner and Luchinger, 1985).

The desire to achieve greatness tends to explain the complexity of human behavior and it does allow us to explain how people are likely to behave when making decisions about their future. …

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