AN INVESTIGATION ON THE FACTORS RESPONSIBLE FOR CONFLICT BETWEEN SECRETARIES AND BOSSES IN ANAMBRA STATE OWNED ESTABLISHMENT (AHOCOL COMPANY AWKA)
- Project Research
- 1-5 Chapters
- Quantitative
- Simple Percentage
- Abstract : Available
- Table of Content: Available
- Reference Style: APA
- Recommended for : Student Researchers
- NGN 3000
Background of the study
A secretary is an assistant to an executive who has mastery of office skills as well as the capacity to undertake responsibilities without direct supervision. This individual also demonstrates initiative, exercises judgement, and makes decisions within the boundaries of her authority. Blake (2022), on the other hand, described a secretary as a somebody who is entrusted with the secrets or confidences of a superior, who acts as an advisor or confident, or who is engaged to handle correspondence and oversee work that is repetitive and detailed for a higher. This demonstrates that a secretary is a professional member of staff who has both executive and personal qualities in order to manage the affairs of any company in a manner that is both successful and efficient in order to accomplish the goals of the business. According to Burke (2022), a Secretary is someone who has sufficient understanding of administration or organisation, as well as the capacity to produce outcomes via hard effort and the management of resources or people on behalf of his or her superior. Its categorization is based mostly on the individual's level of expertise, and the variety of duties they do is generally determined by the domain of specification. The role of a particular secretary is often determined by the cadre of secretaries, while at the same time being influenced by it.
According to Chuke (2021), performance is defined as the degree to which one does the activities that comprise an individual job. However, the execution of some functions might significantly limit the performance of other functions. According to Okolo (2022), a work is satisfactory when there is a match between the characteristics of the job and the needs of the persons. In other words, a rewarding job is one that meets the individual's demands. Self-evolution, anticipation, societal norms, social comparisons, and commitment are some of the factors that play a role. For example, if an individual anticipates that a work would pay well but finds out that it does not, the individual will be unsatisfied with the position. Additionally, if a person is not appraised according to the established criteria, she will not be pleased (dissatisfied).
If the Secretary is happy with their job, they will be more committed to the organisation, but if they are unhappy, they will behave in a way that is obvious to the organisation. (Turnover, absenteeism, poor morale, and other related issues) Those who are never happy with the task they do will never realise their full psychological potential. They have a sense of helplessness. Employees who appreciate their employment and other aspects of their work environment are more likely to be loyal and dedicated to their employers. However, workers who genuinely despise their jobs and are unsatisfied with their jobs or any other aspects linked to their jobs may frequently display these sentiments by taking time from work or by taking more direct steps to disrupt the business. This might be a sign of employee disengagement (Orijiakor, 2021).
A conflict is a quarrel or debate that has reached a high level of intensity. While Secretaries and Bosses in the industries should work happily together for the improvement to be achieved in reality, conflict has been a characteristic of labour management relationships in Nigeria. This is despite the fact that both parties should be working toward the same goals. It's common for secretaries and bosses to have opposing viewpoints (Uzuma, 2021). The reason for this is that the expectations of management and workers in an establishment are often somewhat different from one another.
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