Abstract
This study primarily focuses on the examination of the role of some work related factors and office and information manager’s performance. The major factors investigated are: modern computers, information infrastructure, and office interconnectivity in Yenagoa Metropolis. The study employed the descriptive survey research design. Questionnaire was used as the primary instrument for data collection, after which such data was analyzed using simple percentage and the parametric statistics of Pearson Product Moment Correlation. Findings revealed that there is a strong relationship between modern infrastructure and employee task commitment, thereby enhancing performance. It is also found that there is an association between automation of information infrastructure and office and information manager’s performance. Finally, it is also discovered that there is a relationship between interconnectivity of systems and office and information manager’s performance. It is, therefore, concluded that work related factors are not necessarily financial incentives alone, which stimulate office and information managers’ performance in indigenous work organizations. The study recommends that management should ensure proper training of office and information managers to acquire the necessary skills for optimal functioning. Keywords : Job satisfaction, work commitment, incentive DOI : 10.7176/EJBM/11-20-04 Publication date :July 31 st 2019
Highlights
Quite a lot of shelf spaces have been devoted to how office managers optimal performance can be attracted at work (Aaron, 2000)
1.5 Research Hypotheses The following hypothesized statements were made to guide the study: Ho1: There is no significant relationship between modern computers and office and information manager
3.Methodology 3.1 Design of the Study Considering the nature of the study, which involves all employees on the food processing sector in Yenagoa Metropolis of Bayelsa State, the survey method is deemed appropriate for the study
Summary
Quite a lot of shelf spaces have been devoted to how office managers optimal performance can be attracted at work (Aaron, 2000). Most of the behavioural thoughts which scholars have expressed are primarily aimed at employee motivation and necessary incentives They have hitherto noted that organizational managers have often given a peripheral attention towards ensuring employee total commitment to work place goals. Literature has strong evidence for concern for organizational structures, rules and policies as commitment including imperatives, employees do not require other members to show commitment to work goals. This belief, which is essentially classical is yet to have offered the necessary incentive for organizational survival, rather, have set apart organizational and employee motives, thereby being unable to assess goals attainment. Job satisfaction as an emotional phenomena cannot be seen, but it replaces how well employee perceives his work to be pleasurable, and assisting him in meeting his desired goals
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