The Impact Of Management Style On Job Satisfaction: A Case study of Central Bank of The Gambia

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ACKNOWLEDGEMENT

I would like to take this chance for thanking my research facilitator, friends and family for the support they provided me and their belief in me, as well as the guidance that they provided me, without which I would have never been able to do this research.

DECLARATION

I, (Your name), would like to declare that all contents included in this thesis stand for my individual work without any aid, and this proposal has not been submitted for any examination at academic as well as professional level, previously. It is also representing my very own views and not essentially those that are associated with university.

Signed __________________ Date _________________

ABSTRACT

This paper focuses on the relationship between the management style and the job satisfaction. The method used is the questionnaire survey, by using the ANOVA and regression test. For many companies, management style is the most important for employee's job satisfaction. Managers have different approach towards job satisfaction. It believes that staff is motivated to work harder if they are happy. Job satisfaction aim is to improve job performance and to create an environment that influences employees to feel they have the best working place. It is found that the company needs to focus more on the leadership to ensure retention and employee satisfaction.

Table of Contents

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 1: INTRODUCTION1

Introduction1

Problem Statement1

Job Enrichment2

Motivation3

Specialization3

Rationale of the Study3

Aims and Objectives5

Theoretical Framework6

Management Styles6

Authoritarian or Hierarchical Management Style6

Democratic or Cooperative Management Style7

Laissez-Faire Leadership Style8

Job Satisfaction8

Hypothesize Development9

Key Considerations10

Dissertation Outline11

CHAPTER 2: LITERATURE REVIEW13

Introduction13

Job Satisfaction Overview13

Factors that influence Job Satisfaction14

Salary16

Job Security17

Fair Rewarding/ Recognition & Appreciation17

Interpersonal Relationship17

Working Hours & Physical Conditions18

Adequate Authority & Sense of Control18

Stress18

Supervisors18

Growth Opportunities and Promotions19

Management Style and Job Satisfaction19

Directing Style20

Supportive Style21

Delegating Style21

Coaching Style22

Autocratic Style22

Paternalistic Style23

Democratic Style24

Laissez-Faire Style25

Job Satisfaction and Performance26

Theorist on Job Satisfaction26

Effects of Job Satisfaction28

Absenteeism and Lateness28

Impact of Job Satisfaction on Turnover28

Summary/Conclusion29

CHAPTER 3: RESEARCH METHODOLOGY30

Introduction30

Data Collection Method30

Research Instrument and Data Collection31

Sampling Method31

Participants and Sample Size32

Variables of the Study32

Data Analysis33

Ethical Consideration33

Reliability of Data35

CHAPTER 4: FINDINGS AND ANALYSIS37

Salary37

Stress38

Promotion40

Relationship with the Supervisor41

Job Security43

Growth Opportunities and Satisfaction44

Adequate Authority & Sense of Control46

Recognition & Appreciation47

Summary48

CHAPTER 5: DISCUSSION50

Management style of CBG and Employees Satisfaction51

The Problem of Management style of CBG52

Job Satisfaction and the Performance of Workers52

Staff Turnover and Absenteeism53

Relationship of the Results with the Previous Studies53

Recommendations54

Future Research Prospects54

Conclusion55

REFERENCES57

APPENDICES62

Survey Questionnaire62

CHAPTER 1: INTRODUCTION

Introduction

During 1990s, the direct outcome of technological as well as economical changes forced the organizational leadership to ponder upon and rethink their management styles. In the dynamic environment present in modern organizations, traditional practices and leadership philosophies have proven to be less effective (Cummings & Worley, 2005; Kotter, 1996). Innovative and creative leadership has transformed the status quo management practices. Today, it is necessary for management to be adapted to changes and be more flexible. Due to increase competitiveness in the marketplace causing decline in revenues and market share, top management are seeking creative and innovative strategies to fulfill the organizational mission while allocating resources at minimum cost. Good management promotes the learning culture and ensures clarity of corporate mission which ...