TITLE PAGE

CAUSES AND CONSEQUENCES OF JOB DISSATISFACTION

AMONG OFFICE TECHNOLOGY AND MANAGEMENT
GRADUATES

EKEOCHA OLUCHI RITA

DSPZ/SBS/H/14/50791

A RESEARCH PROJECT PRESENTED TO THE DEPARTMENT OF

OFFICE TECHNOLOGY AND MANAGEMENT, DELTA STATE
POLYTECHNIC, OZORO.

IN PARTAIL FULFILMENT OF THE REQUIREMENTS

FOR THE AWARD OF HIGHER NATIONAL DIPLOMA [HND] IN
OFFICE TECHNOLOGY AND MANAGEMENT

SEPTEMBER, 2016

i
 APPROVAL
This project work by EKEOCHA OLUCHI RITA is hereby approved as
being adequate in scope and content in partial fulfilment of the requirement for
the award of Higher National Diploma in Office Technology and Management, of
Delta State Polytechnic Ozoro.

___________________ ______________

Mr. Solomon Agholor Date

(Project supervisor)

___________________ _______________
Dr. Esene R.A Date
(Head of Department)

____________________ _______________
Mr. Isreal Okolabi Date
(Dean, School of Business Studies)

___________________ ________________
External Moderator Date

ii
 CERTIFICATION
This is to certify that this project work was carried out by: EKEOCHA

OLUCHI RITA with matriculation number: DSPZ/SBS/H/14/50791 and that

it is adequate in scope and content for the award of Higher National Diploma in

Office Technology and Management of Delta State Polytechnic Ozoro.

___________________ ______________

Mr. Solomon Agholor Date

(Project supervisor)

___________________ _______________
Dr. Esene R.A Date
(Head of Department)

iii
 DEDICATION
This project work is dedicated to Almighty God with a deeper sense of humility

and by whose grace, protection, provision, guidance and strength i was able to

complete the course successfully.

iv
 ACKNOWLEDGEMENT

I wish to thank Almighty God once again for giving me life, strength, good

health and courage which made my educational career a success despite all odds

and constraints.

I am particularly grateful to my project supervisor, Mr. Solomon Agholor

for his patience and timeless efforts in reading through this work and making the

necessary corrections in order to make it a presentable one

I also wish to express my sincere gratitude and immeasurable thanks to

every member of my family, from my parents to my siblings, whose love, care

and prayers were constant. Also special thanks to my adorable husband Mr. Eze

Diala for his show of care and concern for my career and welfare.

Finally, I wish to thank all my friends and well-wishers for their moral

support throughout my educational career.

v
 ABSTARCT
The major purpose of this study was to find out the causes of job dissatisfaction
among Office Technology and Management graduates/office managers and its
consequences. The study was a survey with a sample study for the research
which comprises of 26 respondents made up of 9 lecturers and 17 HNDII
students which were randomly selected from the population size in the
department of Office Technology and Management, Delta State Polytechnic
Ozoro. In order to go about the study, the researcher developed a research
instrument (questionnaire) used in data collection from the research questions
that was formulated to guide the study. 26 questionnaires were administrated to
the respondents only which 19 were returned and the data generated were
analysed using descriptive statistics. The findings of the study show among
others that only some employers make adequate provision for the availability of
modern technologies and as a result of this, it makes the job of the OTM
graduates stressful. The leadership style and lack of support and motivation by
the employer, the regard of these graduates as stenographers and mere typists
by the society, not incorporating them in decision making and the existence of
poor physical working environment and conditions are the causes of job
dissatisfaction among these graduates. This therefore lowers their morale,
makes their job uninteresting and also causes job stress. the study
recommended among other things that leadership style should be critically
analysed before its adoption, employers should provide the right motivation and
support at work, adequate modern technologies, good working condition and
office environment should be provided, organizations should organize forum that
will give room for workers to be involved in decision making, equal work and
equal pay should be adopted in remunerating staff except in cases when
organizational hierarchy is involved.

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 Table of Contents
TITLE PAGE.....................................................................................................i
APPROVAL......................................................................................................ii
CERTIFICATION.............................................................................................iii
DEDICATION.................................................................................................iv
ACKNOWLEDGEMENT......................................................................................v
ABSTARCT.....................................................................................................vi
CHAPTER ONE INTRODUCTION......................................................................1
Background of the Study..............................................................................1
Statement of the Problem............................................................................2
Purpose of the Study...................................................................................3
Significance of the Study..............................................................................3
Research Question.......................................................................................4
Scope of the Study......................................................................................4
Limitations of the Study...............................................................................4
Operational Definition of Terms....................................................................5
CHAPTER TWO REVIEW OF RELATED LITERATURE.........................................6
Origin of Office Technology and Management Education................................6
Definition of an Office Manager....................................................................7
Responsibilities of an Office Manager............................................................8
Importance of Office Technology and Management Programme.....................9
Types of Technologies used in the Modern Office........................................10
Different Types of Office Management Jobs.................................................16
Career Opportunities for Office Technology and Management Graduate........18
Causes and Consequences of Job Dissatisfaction.........................................21
 Relationship between the boss and the Office manager:.........................22
Management Theory and Leadership Models Adopted by Employers…………..26
- Douglas Mc Gregor’s Theory X and Y.....................................................27
- Hertzberg Two Factor Theory...................................................................28
-Equity Theory...........................................................................................29
-Goal Setting Theory..................................................................................30
-Affect Theory...........................................................................................31
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 Summary of Literature Review....................................................................32
CHAPTER THREE METHODOLOGY..................................................................34
Introduction..............................................................................................34
Research Design........................................................................................34
Area of the study.......................................................................................34
Population of the Study..............................................................................35
Sample of the Study...................................................................................35
Sampling Method/Techniques.....................................................................35
Instrumentation.........................................................................................35
Description of the Instrument.....................................................................36
Validation of the Instrument.......................................................................36
Reliability of the Instrument.......................................................................36
Method of Data Collection..........................................................................36
Method of Data Analysis.............................................................................36
CHAPTER FOUR PRESENTATION AND DATA ANALYSIS..................................37
Discussion of Findings................................................................................49
CHAPTER FIVE SUMMARY, FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
....................................................................................................................52
Introduction..............................................................................................52
Summary..................................................................................................52
Findings....................................................................................................52
Conclusion.................................................................................................53
Recommendations.....................................................................................54
Implications...............................................................................................55
Suggestion for Further Studies....................................................................55
REFERENCES................................................................................................56
APPENDIX....................................................................................................58
QUESTIONNAIRE..........................................................................................59

viii
 CHAPTER ONE
INTRODUCTION
Background of the Study
Office duties is very much interesting that as early as the 19 th century,
men and women look forward to becoming typist, stenographers or secretaries
in various offices and organization.
Habila (2013) noted that from the pervasive nature of office managerial
services, it is clear that virtually all spheres of life need office technology and
management intervention. It has provided job opportunity to both men and
women as they started to enter the vocation in the late 1880s about the same
time when the adding machine, typewriters and telephone were invented.
The reason was because working in an office or organization as one of
such exposes them to the businesses world and also avail them the opportunity
to be conversant with the use of various equipment and technologies which were
rarely seen except in the business world.
As time passed, these men and women suddenly looked forward to
becoming mangers that could control offices and not just typist and
stenographers. This therefore brings an advancement into what was known as
secretarial ship and later to the new nomenclature office technology and
management.
In the same light Habila (2013), opined that secretarial education has
undergone a lot of transformation in all ramifications in order to meet the
changing office work and envi0ronment, thereby taking it beyond the level
imagined by its investors as a result of information and communication
technology.
This was able to be achieved because the organization and the business
world was no longer what it used to be as modernization has come to take place.
www.encyclopedia.com stated that since the mid 1970’s, work place
technology has changed swiftly; new technologies have been introduced and
replaced. Computer application were updated continuously.

1
 Ekpenyong (2008) noted that this rapid change in the technology of office
work through the use of machines to do the work that was previously done by
hand explain what we call office technology. He further noted that the advances
in information technology and increased computerization has upgraded
secretarial work, as this have led to a decrease in the quantity of more routine
and mundane work, and to an increase in the quality and accuracy of the work
produced by office managers.
According to Ejeka and Azih (2015), the office technology and
management programme is one of the course offered in Nigerian Polytechnics. It
was introduced to replace secretarial studies by National Board for Technical
Education (NBTE) which is a body that controls the activities of polytechnics. The
latest curriculum was designed in 2004 and many ICT courses were included in
the programme.
It is pertinent to note that if new technologies has emerged in the
business world to make the duties of an office manager easy and there has also
been a re-design in the curriculum, other factors that militates against the
satisfaction that is needed in the job by these graduates cannot be overlooked.
Therefore it is not how to improve the technologies used in the offices and to
update the curriculum parse that only constitute the crux of the matter, but the
consideration of other factors that necessitate the job satisfaction of the
graduates of office technology and management
Statement of the Problem
Job dissatisfaction is a term that is very common among employees and
has multi-dimensional meanings to different persons due to their peculiar and
personal circumstances. Job dissatisfaction among graduates of office technology
and management is caused by a number of factors that needed to be
investigated on. Problems of job dissatisfaction occur when people are not happy
with their jobs. Job dissatisfaction among office managers tends to have drastic
consequences on the productivity of the job. These graduates face such
dissatisfaction which comes as challenges and therefore poses threat to their
career, and also make job uninteresting for them. Not only do these challenges
2
have adverse effect on the job’s productivity, its consequences can lead to the
non-actualization of organizational goals and also hindrance to the career
advancement of these graduates.
Therefore, in order to tackle this problem, there is a need to investigate
the causes of job dissatisfaction among these graduates as this will to an extent
help in solving the problem and at the same time prevent its rise to an
uncontrollable state.
Purpose of the Study
The major purpose of this study was to find out the causes of job
dissatisfaction among graduates of office technology and management.
Specifically, the study will:
a. Identify the purposes of the review of the old office technology and
management curriculum by National Board for Technical Education (NBTE).
b. Determine the relevance of office technology and management programme.
c. Find out the types of technologies used by these graduates.
d. Evaluate the management theories and the leadership style used by
employers.
e. Identify the factors which militate against job satisfaction.
Significance of the Study
This study is designed to find out the causes of job dissatisfaction among
office technology and management and its consequences.
At the completion of this study, the result of the study would be useful to
organizations, office technology and management students in various tertiary
institutions and even to the society in general.
Obviously, if the findings are implemented, employers who engage the
services of these graduates in their organization as office managers will be
guided on what to do in order to reduce those things that cause job
dissatisfaction in their work environment.
Furthermore, students who are still in the course of study as would be
office technologist will be taught and the same time learn practices that leads to
job satisfaction.
3
 The society in general will also appreciate the graduates of this
programme and also value their importance to both public and private sectors.
Research Question
The following questions were postulated in this study in order to guide the
researcher.
a. What are the purposes for the review of the old office technology and
management curriculum?
b. What is the relevance of office technology and management programme?
c. What are the types of technologies used in the offices by these graduates?
d. How do the management theories and the leadership style of some employers
cause job dissatisfaction?
e. What are the factors that militate against job satisfaction among these
graduates?
Scope of the Study
The scope of the study is the Department of Office Technology and
Management in Delta State polytechnic Ozoro. The study will cover the lecturers
in the department and all the HNDII students also in the department. The reason
behind the choice of this scope is that the lecturers in the department are all
graduates of the programme (Office Technology and Management), and also the
HNDII students were once graduates of the programme at their national diploma
level respectively.
Been graduates of the programme, the lectures will provide the researcher
with relevant information as requested in the questionnaire that will serve as an
aid into investigating of the causes of job dissatisfaction among office technology
and management graduates which they are. Not only that, the HND II students
of the department will base on their experience in the one-year industrial training
after their National diploma programme, provide useful information to the
researcher as regards the causes of job dissatisfaction which will be in the form
of questionnaire that would be distributed to them.

4
Limitations of the Study
In the course of this research work, the investigator experienced many
unfavourable conditions. These setbacks, drawbacks and critical problems were
experienced in the inability to access the lecturers in the department as they
were very busy. On the other hand, students were not corporative as they
expressed fears that the information they provided in the questionnaire may be
used against them.
Not only that, the weather condition was unfavourable as it rained most
times due to rainy season. There was also the inability of the researcher to
access relevant text materials. The researcher also experienced some difficulties
in analysing the data gathered from the investigation as it requires careful
calculation.
Operational Definition of Terms
For the purpose of clarification, the researcher finds it necessary to define
the following terms as applied or used in this study.
1. Office: An office has been described as a place, not just a place, a building
or part of a building where all kinds of activities be it office work, technical
work, administrative work, executive work etc. are habitually performed for a
reward.
2. Graduate: A person who has a degree especially from a university or
college.
3. Management: A body of knowledge, which involves skills and the act of
dealing with people or situations in a successful way.
4. Job: A piece of work or a small piece of work done in the way as one’s
special occupation or profession.
5. Causes: A reason for having particular feelings or behaving in a particular
way.
6. Consequences: A result of something that as happened.
7. Dissatisfaction: A feeling of not been pleased and satisfied.
8. OTM: Office Technology and Management
9. ICT: Information and Communication Technology
5
10. NBTE National Board for Technical Education

6
 CHAPTER TWO
REVIEW OF RELATED LITERATURE
This chapter is concerned with a review of the work done by various
authors and writers that were taken from different sources such as textbooks,
journals, encyclopaedia, e.t.c as it relate to the topic under investigation.
It is organized and presented under the following sub-headings:
 Origin of Office Technology and Management education
 Definition of an office manager
 Responsibilities of an office manager
 Importance of Office Technology and Management program
 Types of technologies used in the modern office
 Different types of office management jobs
 Career opportunities for Office Technology and Management graduates
 Causes and consequences of job dissatisfaction.
Origin of Office Technology and Management Education
Office Technology and Management started in United States of America in
the 17th and 18th centuries as secretarial studies. By the 19 th and 20th
centuries, the course expanded rapidly to some developed countries and
spread to developing countries (Wikipedia, 2012).
Wikipedia (2012), stated that today Office Technology and Management is
a specialized phase of vocational education that prepares students to enter
teaching and office occupations as capable and intelligent members of the labour
force. Women are no strangers to Office Technology and Management education
as they started to enter the vocation in the late 1880’s about the same time
when the adding machine, typewriters and telephones were invented.
Office Technology and Management is one of the courses offered in
Nigerian polytechnic.
Agholor (2016), noted that the programme came into being as the new
nomenclature adopted for secretarial administration after extensive review and
updating of National Diploma (ND) and Higher National Diploma (HND)

7
 curriculum and course specification for business and management program in
Nigerian polytechnic by NBTE and UNESCO. This is an effort to revitalize the
technical and vocational education in the country.
He further stated that the change from secretarial curriculum was to lay
more emphasis on information and communication technology (ICT), also in
management so as to enrich the knowledge of the students. This is done in a bid
to equip them with the necessary skills needed in today’s office.
Ejeka and Ezih (2015), noted that the latest curriculum which was
designed in 2004 by National Board for Technical Education (NBTE) and included
many ICT courses. The design for the Office Technology and Management
programme was for two major reasons. First was response to the yearning of
secretarial studies students and practitioners who need to change the name of
the programme as their products are only suitable for the traditional office
environment. The second reason was more importantly to enrich the knowledge
of the students on ICT and management needed necessary skills in today’s office
environment.
In the above light, the main essence of the change was in view to meet up
with the necessary criteria that a good curriculum must fulfil.
Ejeka and Ezih (2015), listed the criteria as:
a. To identify the needs of the society
b. Have clearly stated and testable objectives.
c. Ensure adequate selection of content and learning experience.
d. Efficient organization of the learning content and learning experiences.
e. Systematic evaluation of the content and learning experiences to ascertain
whether the objectives have been achieved.
In the light of this change in the curriculum, the graduate of this program
are no longer known as graduates in secretarial administration but rather Office
Technology and Management.

8
Definition of an Office Manager
According to en.wikipedia.org, an office manager is one who is responsible
for the monitoring and reviewing of systems usually focusing on specific
outcomes such as improved time scales, turnover, output, sales etc.
An Office manager is an organized individual who is clear-headed, driven,
makes decision quickly and solves problems easily; managing diverse group of
employees and possessing outstanding leadership qualities
(www.academicinfo.net).
Responsibilities of an Office Manager
The responsibilities of an office manager varies and it cuts across a diverse
range of functions. en.wikipedia.org listed the responsibilities as:
 Budget management
 Report writing
 Database management
 System analysis
 Process mapping
 Purchasing
 Book keeping
 Human resources
 Recruitment
 Accounting
 Sales and marketing
 Record management
 Form/template
 Website maintenance
 Space management
 Project management
 Management consultancy
 Facilities management
 Space management
 Risk management
 Pay roll etc.
In achieving this, the office manager must possess some personal skills
and competences such as problem solving skills, good decision making abilities,

9
integrity, resourcefulness, creativity, assertiveness, flexibility, time management
skills and the ability to cope with pressure.
According to the www.study.com an office manager is tasked with keeping
all office operations running smooth. They may supervise clerical staff, inventory
and other office supplies. He ensures that all equipment is operational and
coordinate all office activities. He may additionally be responsible for tasks like
accounting and payroll, hiring and firing employees or even data entry and
reception.
Importance of Office Technology and Management Programme
Office Technology and Management is generally studied through an
undergraduate certificate (ND) or degree program B.Sc. or HND. Many aspect of
modern company requires strong management including everyday operations.
Certificate and degree programs in office management prepare students for
careers in office administration and leadership.
Students in this programme gain management and office technology skills
that prepare them to carry out direct support operations settings. This is because
classes focus on principles of management, accounting, software application and
record management (wikipedia,2016).
www.doublegist.com noted that it takes about five to six years to train a
graduate in Office Technology and Management or secretarial studies in most
Nigerian universities and polytechnics respectively.
It further noted that the graduate programme of the Nigerian Polytechnic
is in two tiers- the National Diploma and the Higher National Diploma disjoined
by one-year industrial training. However only the latter could be widely regarded
as the full graduate programme. If a secretary after completing two years
National Diploma abandons the Higher National Diploma programme, he could
better be referred to as national graduate in the profession.
Furthermore, the various educational qualifications of different categories
of office managers are BSc/HND in business education and Office Technology
and Management respectively.

10
 Graduates of Office Technology and Management program often have a
combination of operational and organizational skills which they can use in offices
across a number of industries. The common position for the graduate in this
programme are office manager and executive assistant.
There are quite a few career that make use of skills obtained from Office
Technology and Management degree programme such as facilities, managers,
administrative assistant, front desk coordinator, data entry specialist, receptionist
executive secretary. With educational or related course work graduates may find
employment as a medical or legal office managers and administrative assistance
(study.com).
From the foregoing, it is obvious that the importance of the Office
Technology and Management programme portrays responsiveness to global
change in office and secretarial work especially with the application of
information and communication technology. This is obvious that office
management work keeps expanding and has a lot of room for initiative and
abilities to improve organizational wellbeing.
Graduate of Office Technology and Management programme can make
use of their acquired skills and competences gotten from this programme to help
achieve the organizational objectives and goals.
notes.tyrocity.com noted that the importance of Office Technology and
Management programme can be seen in the achievement of organizational goals
in the form of increasing office efficiency, smooth flow of work, maintaining
public relations, minimizing of cost, managing change and accepting challenges.
Types of Technologies used in the Modern Office
The modern office has changed dramatically since the 1990’s. Office in
today’s society are transmitting information on modern technologies to make
electronic offices faster and easier.
www.encyclopedia.com noted that communication via technology is just
important as oral and written communication in the work environment.
Furthermore, the changing technologies include personal computers (Pc’s),
slide projectors, movie projectors, overhead projectors, television monitors, video
11
cassettes, video disc players, multimedia system and the internet have had a
major impact on the office environment since the start of the 12 th century. The
ability to use technology is an essential skill in the ever changing work force of
the 21st century.
www.encyclopedia.com noted some variety of technologies used in today
offices are:
1. Intranet and Internet
The intranet is an internal computer network that is used within a
company whereby pertinent information such as telephones, directories, calendar
of events, procedures manuals, job-postings and human resources information
can be posted and updated.
Ekanem (2013), noted that intranet is an online database that refers to a
data bank maintained on a network and made accessible to every authorized
user through their computers connected to the network. The information could
be on private company databases (network owned by an organization, say a
bank educational institution, government agency and so forth).
With the intranet, one is able to communicate online with individuals within
a designated work environment.
Ovbiagele and Idele (2013), opined that the intranet may be accessed with
different kinds of computer so that all members of an organization can be linked
together. It is however protected from unwarranted intrusion or hackers or
competitors through the use of passwords or other pieces of identification before
being able to access.
The internet on the other hand provide a technology which business
managers are increasingly relying on to improve communication within and
outside their organizations (Ovbiagele and Idele, 2013).
Chete and Shittu (2011) noted that the internet is a global system of
interconnected networks. An internet connection also allows the computer to
send information out the network, that information may be saved and ultimately
accessed by a variety of servers and other computers.

12
 The internet is also known as the digital information super highway and is
a part of the world web (www). With the internet, one can communicate to
anyone on line throughout the world.
2. Webpages
Agholor (2006), opined that webpages are set of pages in the web. It
makes possible for businesses, organisations and anyone who wishes to post
information or sell products to do so on the world web. Web page programs such
as micro media, dream weaver and site rack enables users to create their own
web pages.
3. Web-Based E-Mail
Web mail is a popular internet services that allows one to send messages
and files to anyone around the world from any computer that is connected to the
internet. With an account, users can send and receive messages, images and
any other type of information. Users can access e-mail even if they do not have
a computer, simply by busing small inexpensive devices that fit in the palm of
one’s hand.
Ekanem (2013), stated that the e-mail is popular feature of the web,
presently millions of e-mail users including teenagers exist. E-mail can be sent at
any time and to several people simultaneously. E-mail is an electronic message
in a multimedia form sent over a communication network. In using e-mail, you
can exchange messages with other people around the world, you can also
subscribe to electronic discussion lists and journals.
Agholor (2016) opined that e-mail messages contain text graphics or a
combination of both. There are a number of web sites on the internet that
provide free e-mail services e.g. G-mail, hot mail, yahoo mail etc.
The use of e-mail allows the transmitting of messages from one computer
to another which offers workers the ability to communicate quick through written
messages with colleagues, co-workers and friends.
4. Voice-mail
Voice mail is an outgrowth of e-mail. Information is spoken into the phone.
Words are connected or digitalized into electronic computer language. This form
13
of communication is transmitted electronically by phone lines for immediate
delivery or can be stored in a computer mail box. The recipient is able to retrieve
the messages by dealing a code number to access the mailbox. The computer
reconverts the message to the caller’s voice and the recipient is able to hear the
voice message.

5. Electronic Calendars
Office task are being accomplished and redefined by computers.
Computers can keep a calendar of appointments. The computer stores the files
of employee’s schedules, forthcoming meetings, calendars of events and
conferences, hereby enabling employees to check their central files. Everyone in
a particular office has access to a central electronic file.
6. Office Suites
Office suites are a group of programs. In the mid 1990’s the term office
suite was considered to be a group of programs that allowed for word
processing, spread sheets and sometimes data entry. How office suite includes
web design software, presentation software, page layout design and in some
instances, graphic editors. They are key pieces of productivity software used in
most business.
7. Portable Pc’s
Portable Pc’s include personal digital assistants, (PDA’S), laptops
computers. PDA’S are proliferating. Among the most popular PDAS are the palm
and blackberry. Laptop computers are used by business travellers to make
multimedia presentations, create and send reports and spreadsheets and so on
research on the internet. Note book computers are similar to laptops but usually
smaller.
8. Groupware and Decision Support Systems
Ovbiagele and Idele (2013), stated that groupware is a computer software
linkwork that enables members of groups and team to share information with
each other to improve their communication and performance. Organisations are
14
recording great successes in introducing groupware into their organizations in
the developed economics.
Groupware is a work group software such as lotus Notes. It enables
members of a team to share information on a project that they are working on
together. Some of the functions of groupware are document for formatting
information management and communication. The group is kept informed via an
electronic calendar, it runs an e-mail network that links the work group with
remote operation. It also includes and information system that handles all data
relevant to the business and provides instant accessibility throughout the
organization.
Decision support system according to www.encydopedia.com felicitate
grouped decisions by providing a formalized process for brainstorming, distilling
key concepts, prioritizing or ranking topics and achieving group consensus.
9. Tele conferencing
In the business world many companies hold meeting via teleconferencing.
It is a method of concluding meeting via telephone lines and / or satellites,
connecting participants’ terminals at two or more locations with one or more,
with one or more participants per location.
Teleconferencing, according to Ovbiagele and Idele (2013) is a facility that
permits the combination of telephone and television in bringing business
executive together over long distances for meeting and decision making. It
consists of full coloured television facilities installed in meeting rooms in major
cities using strategically placed cameras and monitors the system allows
executive in different past of the country to carry on discussions in full view of
one another.
www.encydlopedia.com stated that there are three (3) types of
conferences.
1. Computer Conferencing: There are terminals that are connected to a
main frame computer and are used by all the participants. Comments or
questions can be keyed in, on their screens which are arranged on an

15
 interconnected network. Massages are displayed on the participant’s
screens.
2. Audio Conferencing: Here, participants make comments over the phone.
They cannot see each other and they are not able to read body languages.
Audio conferences are connected by telephone and / or speaker-phone.
3. Video Conferencing: Video conferencing enables workers and managers
to hold meetings with full audio and video functionalities without staff
members necessarily having to converge at a single venue (Ekanem,
2013). A CEO in Los Angles could have a sales conference or interview
with a person in Washington, D.C. both individuals are shown
simultaneously or alternately on the screen. The advantage of video
conferencing over audio conferencing is that individuals can see as well as
hear each other.
10. Voice Recognition and Video Conferencing: With the advent of voice
recognition, a day may come when human translators are no longer needed.
The future of video conferencing is not multilingual, but 100 percent real time
no delays.
Voice recognition system as an input device that captures a person’s
speech and contests same into digital signals by comparing the electrical
patterns produced by the speaker’s voice with a set of pre-recorded
patterns stored in the computer (Ekanem, 2013).
Furthermore, voice recognition programs let one accomplish two task,
namely, turn spoken dictation into typed text and issue oral commands
such as Ms Word to control the computer.
Vice recognition software allows humans to talk to a computer. Computers
understand the voice. It is an electronic process in which information is
printed from voice input, there by passing the keyboarding operation.
At one time, video conferencing used large expensive pieces of equipment
that provided “room” computer based conferencing a new parading for
video conference.

16
11. Multimedia system: A multimedia system represents information by
using a combination of sound, graphics, animation and video. Multimedia
application are used for business and education. Marketing presentation
are developed to advertise and sell products using multimedia. Sales
representatives use a computer, a video projector and displays screen to
make their presentations to the audience. Interactive advertisement as
well as job applications and framing applications can be published on the
internet or in a kiosk display.
12. Electronic whiteboard: An interactive “smart” white board with
“electronic ink” and tough sensitive screen can be looked up to a computer
and a projector. The board magnifies images clearly and colourfully. The
board has administration capabilities and notes can by jotted down directly
over the projected image then printed instantly. Thus, there is no need for
individuals to take any notes.
The advantage that a white board offer over a simple projection system is
that it can be used as a projection screen and a writing surface through its
connection with the PC, from which images can be printed out. A white
board allows painters and instructors to operate the computer as if they
were using a mouse, moves the cursor around on the computer just by
touching a point on the whiteboard. The screen should be cantered so that
all participants have a clear view of the screen.
13. Smart board: A smart board is a tools that improves the way people
meet, share ideas and teach. It looks like and feels like a regular white
board contained with the power of the computer. It lets uses same and
print notes, collaborate on documents, share information and run
multimedia materials video or data conferencing across distances.
Different Types of Office Management Jobs
There are many different office management job even though the basic
duties of these managers are quite similar.
www.wisegeek.com noted that the different types of jobs that falls under
this umbrella include corporate office management job, legal office management
17
job as well as virtual office management job. The corporate office management
job may include a manager at each branch of the company. A district manager
usually at the head office will oversee all the branch managers and travel is often
a part of the job description. Corporate office managers may plan and oversee
organisational approaches to human resources, payroll, website content, and
advertising campaigns. The medical office management positions are those
managers that work in doctor’s office where they supervise assistants and ensure
that patients’ health records are being properly kept. Patient’s confidentiality and
the proper disposal of medical waste are just two of the crucial issue a medical
office manager must ensure staff is aware of at all times. In addition, knowledge
of anatomy and lab procedures as well as healthcare laws are needed for
medical office management positions.
Legal office management job is one that the office manager oversees a
large team of legal administrative assistants, and they manage the daily
administration processes and keep to a budget. It requires experience and an
understanding of law procedures. Payroll management and human resources are
other duties involved in this job.
Virtual office managers often, work for several companies on part time
rather than just one business as a full time employee. Remote virtual office
management jobs can be attractive option for small businesses that are
experiencing growth but do not yet need a steady full time or a pastime office
manager on site.
In addition, other types of management job are department in nature but
office management jobs are much more general as a manager must be
concerned with the daily details of creating a smooth running overall work place
environment (www.wisegeek.com) .
In the same light, office technology and management jobs were classified
by Esene (2014) into three (3) categories namely
 Beginning job
 Top jobs
 Field opportunities
18
 BEGINNING JOBS TOP JOBS FIELD OPPORTUNITIES
Receptionist Court press reporter Banking
Telephone Operator
Executive/private/personal Public/civil service
Manager
Typist Manager Legal
Junior book keeper Office director Medical
Payroll clerk Instructor Construction
Stenographer Teacher Manufacturing
Computer operator Interpreter Education
Duplicating machine
Binligual secretary Insurance
operator
Shipping clerk Desk office Agriculture
Stock clerk Information manager company Forestry
Supply clerk Secretary computer analyst Fishing
Transcription machine Computer programmer public Mining
Operator Relation officer information
Billing clerk Officer/secretary
Mail clerk Administrative manager
Secretary typist Professional office secretary
Office assistant Technology manager
Store-keeping Office manager
Career Opportunities for Office Technology and Management Graduate
Office technology and management graduates can have an advancement
in their current place of employment or land a higher income occupation
elsewhere. This is because today’s business need individual nuances of inter-
office personnel.
www.academicinfo.net noted that an individual with strong leadership
skills good organization and a comprehensive understanding of how to manage
an office can help companies reach their full productivity and income potential.
Every sector of industry needs individual to run and manage their personal from
government agencies to the hospitality industry.
www.excite.com posited that students in good stead for applying for jobs
in a number of jobs in various sector once they earn office management
degrees.
Furthermore, according to statistics, there is an increased demand of office
managers and administrator. Professional who have strong leadership skills,
19
effective communication and problem solving can via for the prestigious jobs in
the job market. They can find employment in various sectors such as
 Technology
 Accounting
 Health cares
 Food management etc.
They can work as administrative service manager, administrative support
supervisor, executive secretary to name a few employment options. The US
Bureau of labour statistics has determined that professionals working office
management such as secretaries, administrative assistants earn a median wage
of $32,410 whereas Administrative service managers earn a median wage of
$81,080 as of May, 2012.
Still on the same vein there are also many career opportunities available
for office technology and management exposes it trainees to many opportunities
in the IT industry which they may clutch such as taking career graphic designing,
web design / web development, database administration, internet-prenurship,
data processing and I.T consultancy etc.
Graphic Design: Graphic design is all around us. The most common forms
include: logos, website, business cards, advertisements, book design, brochures,
bill boards, product packaging, posters, magazine layout, newspaper layout,
greeting cards etc.
Miller (2007), defines graphic design as the airt or profession of visual
communication that combines images, words and ideas to convey information to
an audience. (As further said graphic designer is responsible for arranging and
using elements on different types of media such as a poster, a package or a
website), most likely need the use of graphic software program such as Corel
draw, Adobe page maker, Adobe illustrator, Photoshop or in Design etc.
Common user of graphic design include identity (Logos and branding)
publication (magazines, newspaper and books, advertisements and product
packaging.

20
 OTM trainees with their knowledge graphic deigning which includes
desktop publishing can work in a variety of environments. While some may work
within companies devoted specifically to the industry, such as designs
consultancies or board agencies, others may work within publishing marketing or
other communication companies. They may also work as commercial designers,
working on their own terms, prices, ideas etc. (Habila, 2013).
Web Design / Web Developing: Web design according to Agholor (2016) is
the creation for web paper and sites using HTML, CSS, Java script and other web
languages. Web design is just like design in general it is the combination of lines,
shapes, texture and colour.
Web Designer/Developer will need to have a working knowledge of using a
variety of language such as HTML, CSS, JavaScript, PHP and Flash to create a
site (Habila,2013). He further stated that OTM offers web design as a course
that teaches its trainee the fundamental of HTML and the web. IT provides its
trainees with an understanding of introduction to web design and internet
programming hence preparing them to take career in field of web design/ web
development.
Data base Administration: Data base administration is a function of managing
and maintaining database management systems (DBMS) software such as Ms
Access, Oracle, My SQL, IBM DB2, Microsoft SQL Server etc.
Haigh (2006), noted that corporations that use DBMS software often hire
specialized IT (Information Technology) personnel called Data base
administrators or DBAs. A data base administrator is a person responsible for the
installation, configuration, upgrade, monitoring, monitoring and maintenance of
databases in an organization.
With the knowledge of the courses Database Management system(DBMS)
and MIS (Management Information System) OTM offers at the HND level paves
its trainees way to taking career in Database Administration (Habila, 2013)
Netpreneur/Internetpreneur: According to Oxford Advanced Learners
Dictionary, an entrepreneur is typically defined as a person willing to take risks
involved in starting a business enterprise.
21
 Similarly, netprenuership or internetpreneurship is the ability to make a
living by running a business through the internet. Habila (2013), opined that
website is one of the most crucial tools for online business communication. It can
be used to sell products and services on the web. The Office technology and
management operations sometimes with intellectual capital as the only
investment in business can grow a successful online enterprise with very few
resources.
He further stated that a competent Office technology and management
graduate can engage in e-business by selling products and services such as e-
books, newsletters, tickets, software design and art, advertising services as well
as run consultancy services online.
Data Processing: Data are nothing but facts (organized or un-organized) which
can be converted into other forms to make it useful, clear and practically used.
This process of converting facts to information is processing.
A data processor is a person who processes data. Data processing is any
activity in which texts are entered into the computer via keyboard. The text is
displayed on the screen. Special commands are used to arrange the documents
and selects appropriate format for the text (Ovbiagele, 2006).
Wikipedia 2013 noted that data processing is any process that a computer
program does to enter data and summarize, analyse or otherwise convert data
into usable information. The process may be automated and run on a computer
which involves recording, analysing, sorting, summarizing, calculating,
disseminating and storing data.
Habila (2013) opined that information is the most important part of any
business. Without information, no business can even sustain their position in the
market. Data processing helps you to get information from various kinds of
instruments like cheques, forms images and others and it goes through a cycle
of input, processing and output.
Therefore, ICT and Office Applications OTM offers enables trainees to do
data entry processing and analysis through the use of computer applications.
Such as Ms Excel, etc. Thus these courses unlock their doors of grasping career
22
opportunities in data processors or become self –employed by establishing
business centres. With this, they could provide the public with such services as
typing of documents, typesetting, etc. for some fee.
IT Consultant: When students are well versed in complex office managerial
work and ICT, they can establish a consultancy with unit that. This can assist
young firms to establish electronic office, record management procedures and
even sell ICT, office facilities and equipment to such firms (Habila, 2013).
As an IT consultant, huge income could be generated from such ventures
to empower such consultant.
Causes and Consequences of Job Dissatisfaction
There is a level of job satisfaction for each person and each job
performed. Problem occurs when people are not happy with their jobs. There
are a number of specific causes of job dissatisfaction and the corresponding
consequences of these job dissatisfactions. The following are some factors
responsible for job dissatisfaction
 Relationship between the boss and the Office manager : Every office
manager looks forward to an enhanced or good working relationship with
the boss. Relationship between the boss and the office manager do not end
in ensuring effective communication between them. It should also be
reflected in a boss that is supportive.
study.com noted that an unsupportive boss is a major turn off at work and
a cause for dissatisfaction who is not interested in seeing you get ahead. They
become more concerned about the bottom line rather than the very people who
can have direct effect on the bottom line.
It also noted that a boss that disengage from their employees and focus
only on results without providing inspiration, motivation or employee support are
often unaware that they may be a major causes of job dissatisfaction.
Ovbiagele and Idele (2013) opined that the boss and the office manager’s
relationship is very important in any organization. The two workers are very
important in any organization. The two workers are expected to relate well on
daily basis. They should be seen to flow together most especially on matter
23
relating to their jobs. There should be stale, conducive, harmonious and fruitful
official co-existence between the office manager and her boss.
Furthermore, each worker depends on the other support and co-operation
to succeed. No one in the office can exist without the other. It is exceedingly
clear that the right type of relationship that exist between a boss and his
secretary (office manager) should be that of mutual trust, mutual respect, and
mutual confidence. It should never boil down to the boss (servant or master
relationship).
The boss and employee’s relationship is so important in the sense that it
increases organizational productivity. smallbusiness.chron.com Stated that a
relationship that is built on trust and understanding can make the employee and
manager more efficient while a poor relationship that lacks cohesiveness will
dampen productivity and can lead to high rates of employee turnover.
Underpaid or being underpaid : One of the causes of the job dissatisfaction
among office managers is being underpaid. smallbusiness.chron.com noted that
one of the primary reasons for job dissatisfaction results from companies under
paying workers.
Peter Cohan of Daily Finance said in an article that the Economic Policy
institute reported that worker’s income is lagging behind inflation in 2011. This
means that employees must stretch their dollar further to buy higher priced
goods and services. Not only must employees deal with stagnant wages, but also
high costs for health insurance. He further started the stress of paying bills with
limited income causes many workers to feel dissatisfied with their jobs.
study.com further opined that not being paid what you are worth is a
called being under paid. This is one issue that is most challenging for one to
work because it can be driven by the interpretation or perspective that is very
personal or individually focused. If they research their wages for that job (either
on the internet or by talking to others) and they find out that indeed they are
being under paid, then their dissatisfaction is warranted.

24
 Therefore, when individuals who are dissatisfied with the money they are
making for their job, may be warranted or most likely want to leave the
organization.
 Stress: Interdisciplinary Journal of contemporary research in Business
(2011), noted that jobs stress is one big problem in this global world. Most
employees often or very often feel stressed due to work. The human
resource managers in some organisations have mentioned stress to be
great impediment in the effective performance of employees because it
affects performance and job satisfaction. This is because stress is a
negative reaction toward events that are thought as to exceed individual
coping ability.
Study.com in the same light stated that introduction of technologies, that
are intended to make job easier and are labour in some cases has made the
situation worse. Being constantly connected to the workplace through cell
phones, papers and other mobile technology can lead to job stress that is
inescapable.
It further went on to state that competition and politics in an office or
work place setting also leads to high level of stress, with job security that is
inescapable.
It further went in to state that competition and politics in an offices or
work place setting also leads to high level of stress, with job security undermined
by the concern that management will replace you with someone else. A precious
financial situation can make theses stresses all more acute, leading to high level
of job dissatisfaction.
 Working conditions and environment: Working conditions and environment
is all about the physical office environment and a positive work environment
which encompasses everything that forms part of employee’s involvement
with work itself. This may include thing such as organizational culture,
chances for personnel development, growth and advancement (Orbiagele
and Idele, 2013).

25
 Furthermore, a good or positive work environment makes the staff feel
good about coming to work and this can also help to develop positive work habit.
Study.com noted that the working conditions in some workplace
particularly those that may involve stressful or risky conditions, causes job
dissatisfaction. Loud noises, noxious fumes, extreme temperature and dangers
such as lighter, sharp tools or not objects all add to the stress of a working
environment and dissatisfaction of among workers.
Physical office environment and working conditions goes a very long way
in creating job satisfaction among employees most especially where a positive
work environment and appropriate physical office environment exist in an
organization.
Creating a positive work environment involves building trust which is about
showing your staff that you are reliable, responsible, and accountable and can be
relied upon for consistency (Ovbiagele and Idele 2013). It is a philosophy that
must be demonstrated in everything you do to your staff or employees.
Communicating positively and openly cannot be left out while discussing
about a positive work environment.
Ovbiagele and Idele (2013), stated that in order to create a positive work
environment, each employee needs to feel valued. This is best accomplished
through your listening to each person and honouring each worker for what they
have to say. Chances for personal development (career growth and
Advancement) is one which is included in a positive work environment which
employers/ organizations must create room for an office manager.
study.com opined that not having the opportunity to climb the ladder and
growth career is another area that can faster dissatisfaction with a position for
this aspect it is important to understand that not everyone wants to move up the
company does not afford them the opportunity of growth, they will become
disenchanted and dissatisfied with their job.
The consequence is that the employee will potentially leave for another
position that might have better career growth and opportunities.

26
 In the same view, smallbusiness.com noted that a lack of career growth
and advancement as another reason why workers are dissatisfied of their jobs.
Workers feel valued when employee who feel stuck in their job position without
lack of career growth and advancement and less motivated to maintain high
productivity than those who do not do it.
The physical office environment is not left out among what makes up a
good working condition and environment as earlier stated. it thus goes a long
way in making an office manager feel satisfied or dissatisfied with his job.
Ovbiagale and Idele (2013), noted that many large business, workers
spend much of their day business workers spend much of their day time in the
office than in their homes.
This is all the reason why employer’s worldwide are expected to provide
office environment which is pleasant, comfortable and conducive for goal
working habit.
Ovbiagale (2011) stated that good physical environment includes good
lighting system, temperature minimum of 15.5 o after the first working hour to
accommodate all categories of staff, office furniture’s that are universally
acceptable, washing facilities (Soaps and Towels of designated points), interior
decorations which encompasses colours that are receptive and appealing to the
mind of workers, etc.
Management Theory and Leadership Models Adopted by Employers:
Management theory and leadership models is a system approach that
organization applies in order to achieve goal.
Iboma and Akalagbororo (2008) opined that there is an endless search for
how to motivate and improve job satisfaction, morale and productivity. This is
evidence in the different theories of management on motivation and job
satisfaction that evolved with time.
It interprets people organization relationships in terms of the whole
person, whole group, whole organization and whole social system which purpose
is to build better relationships by achieving human objectives, organizational
objectives and social objectives (Erhurun and Omoghiya, 2013).
27
 They further stated that the organization’s base rest on management’s
philosophy, values, vision and goals. This in turn drives the organizational
culture. The culture determines the type of leadership, communication and group
dynamics within the organization. The final outcome is performance, individual
satisfaction, personal growth and development. These elements combine to build
the model or frame work that the organization operates from.
Erhurun and Omogbiya (2013) further noted that these major leadership
models that organizations operate out of are:
1. Autocratic: the basis of this model is power with a managerial orientation of
authority. The employees in turn are oriented towards obedience and
dependence on the boss. The employee’s need that is met is subsistence and
the performance result is minimal.
2. Custodial: The basis of this model is economic resources with a managerial
orientation of money. The employees in turn are oriented toward security and
benefits and dependence on the organization. The employee’s need that is
met Is security. The performance result is passive co-operation.
3. Supportive: The basics of this model is leadership with a managerial
orientation of support. The employees in turn are oriented toward job
performance and participation. The employer’s need that is meet is status and
recognition. The performance result is awakened drives.
4. Collegial: The basis of this model is partnership with a managerial
orientation of teamwork. The employees in turn are oriented towards
responsible behaviour and self-discipline. The employee’s need that is meet is
self-actualization. The performance result is moderate enthusiasm.
Erhurun and Omogbiya (2013) further summarized by noting that each
model evolved over a period of time and that there is no best model, although
they are four separate model, but almost no organization operates exclusively in
one, but there will be a predominate one. The collegial model should not be
thought as the last or the best, but the beginning of a new model or paradigm.
The first model which is autocratic has its root in the industrial revolution and the

28
managers of this type operate mostly out of Mc Gregor’s Theory X, while the
next three model begin to build on Mc Gregor’s theory Y.
- Douglas Mc Gregor’s Theory X and Y
Mc Gregor formulated this theory based on two assumptions about human
nature.
Osio and Monye (2015) noted that the first assumption was that by nature
some are to be led while other are to lead. While the second assumption was
that man is not as lazy as theory X suggest and that work is as natural as play or
enjoyment is to man but the difficulty thing is the unfavourable working
condition which have man find himself.
Furthermore the theory states that people or employers have varying
feature and characteristics and they appear differently from each other. It states
that the different leadership traits or style have impart on worker’s performance
both negative and positive.
Mc Gregory theory stated that an autocratic leader believes that men
cannot act and work under supervision. That manager that believe in theory X
are rigid in their approach and agree that man is inherently lazy, indolent and
has no time for work and must be forced, coerced and punished of necessary to
work
However according to Mc Gregor, managers who accept theory X lay
importance on discipline, incentive programme, relate measures, supervision and
control.
The Mc Gregory theory X according to Osio and Monye (2015) does not
hold true when universally applied. The manager who employ democratic,
participative, consultative leadership method are those that believe that
employees are sensible, hardworking, ready to accept responsibility, growth and
who are not indifferent but react positively towards organizational change.
They assume that workers are intelligent, industrious, task oriented and
supporters. Thus attributes states that if workers are lazy and not wanting to
work, it is an indictment on the part of management. It is shown that man has
been treated poorly by management and should have deserves a better
29
treatment, of which all these lies in the management methods of organizational
and control. The implication of theory x will result in an authoritarian
management style one the team and allowing for little collaboration or even
participation in decision making which can lead to job dissatisfaction
(Boundless.com).
Furthermore, management that adopts the theory X would be more
inclined to use tangible rewards as incentives. They assume their authority as
resented and adopts regulation regulations that are designed to enforce
compliance.
Bondless.com further stated that the implications of a theory Y type of
employer acts in a way that communicates trust and a belief in staff member’s
good intentions. They assume that staff members want to work towards
organization goal attainment and work to setup an environment that enhances
growth. When an employer acts as such, he creates room for workers to be
satisfied with their job and reduce the rate of job dissatisfaction among his
workers.
Hertzberg Two Factor Theory
Hertzberg two factor theory of satisfiers and dissatisfies was developed by
Hertzberg following an investigation into the sources of job satisfaction and
dissatisfaction.
Ovbiagele (2011) noted that motivators or satisfiers deal with the content
of job and also help to propel worker to perform. Motivation do not prevent
dissatisfaction in the work but rather help to motivate employees to
performance. The motivators or satisfiers include achievement, work itself,
recognition, responsibility, advancement, growth and promotion.
Furthermore, Hygiene factors or dissatisfies does not motivate but are
situations in work place that when removed from the job causes dissatisfaction.
They are built in a workplace and it includes company policy, level of supervision,
relationship with supervisors and subordinate, physical working conditions, state
of security.

30
 The implication of Hertzberg’s theory is that in order for management to
prevent job dissatisfaction among employees, the hygiene factors should be built
more in a work place because when removed from the job causes or determine
dissatisfaction and motivators determine satisfaction (Eruteya and Omogbiya,
2013).
Equity Theory
The equity theory of motivation is credited to Ncacy Adama the theory
explains how individuals, make comparism on the reward given to them as a
result of their contribution with that of other people to see whether it is fair or
not. If there is perception that reward is not equally distributed, disenchantment
and job dissatisfaction will set in.
Equity is A = B
Input = output
Formula
Outcome of a person = Output of the other person
Input of a person Input of the other person

Eruteya, and Omogbiya (2013) noted that the theory in essence says the
average work has a way of comparing his input and output with the input and
output of other worker. For you to get the very best from people working for
you, you should not be partial in sharing benefits. Equal reward should be given
to the persons input and output.
It was further noted that the equity theory says that it is not the actual
reward that motivates, but the perception, and the perception is based not on
the reward in isolation but in comparism with the efforts of others.
Osio and Monye (2015) noted that the consequences and the implications
of the theory to employers and workers is that, at any time an individual feels
inequality exists they are bound to be dissatisfied with their job and may react in
the following ways.
a. They may reduce their input i.e. The energy and interest extended in doing
work.
b. They may resort to pilfering or stealing organizations resources.
31
c. They may accept the situation by actually believing that their input is not
much as those of others i.e. (Lack or self-confidence).
d. They may even quit and leave the organization completely (resign)

Goal Setting Theory

Goal setting theory was propounded by Edwin Locke. He proposed that
people are motivated to work towards goals or objectives that they set for
themselves or by being part of the process. People understand what and what
are involved and therefore and better disposed to working more effectively
towards achieving the goals. Being part of the goal setting process therefore, it
is the driving force as far as motivation that lead to job satisfaction is concerned.
Osio and Monye (2015) noted that the implication of goal setting theory is
for employers and supervisors to allow their subordinates (employees) to set
goals for themselves. The goals are of course revived to ensure that they are in
line with total organization goal.
In the same light, smallbusiness.chron.com stated that bad employers fail
to consult and communicate with staff and employees, leading to a disconnect in
company communication and a feeling of resentment and alienation among
workers. Good managers make a point of listening to and acting on the opinion
of the people working for them, teaching to a serves of being valued among
workers. In the absence of competent management and good communication
who could incorporate workers in the goal setting process of the organization,
job dissatisfaction can run rampant among workers.
Affect Theory
sizzlersgopi.blogspot.com.ng noted that Edwin A. Locke’s range of affect
theory is arguably the most famous job satisfaction model. The main premise of
this theory is that satisfaction is determined by a discrepancy between what one
wants in a job and what one has in a job.
Iboma and Akalagbororo (2008) observes that the overall job satisfaction
is determined by the difference between all the things a person feels he should
receive from his job and all the things he actually does receive.

32
 Furthermore, the theory states that how much one values a given fact of
work (e.g. the degree of autonomy in a position) moderates how
satisfied/dissatisfied one becomes when expectations are/aren’t met.
www.ukessays.com noted that their theory also affirms that employees
give priority to one fact of the job.
What one wants in a job and what one has in a job can be likened to the
case of an Office Technology and Management graduate who are been treated
as mere typist or stenographers. This feeling causes job dissatisfaction among
Office Technology and Management graduates who are office managers in these
organization because there is a discrepancy between what the office manager
wants in a job and what he has in a job.
www.doublegist.com opined that the graduate office manager or secretary
ought not and is no longer secluded to typing and writing shorthand alone. Her
role has assumed great dimension.
It further lamented that wrong impression held by some people that
secretarial studies or office technology and management are synonymous with
shorthand and typewriting. This wrong notion needs to be corrected. A trained
graduate secretary is expected to be versatile and knowledgeable in business
management and administration because the modern secretary is inked upon as
a manager than a typist or stenographer.
Affect theory also state that how much one values a given facet of work
(e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied
one becomes when expectations are/aren’t met.
www.ukessays.com noted that the theory also affirms that employees give
priority to one facet of the job. This prioritization is different for every individual
employee. For example, one employee may value good working conditions more
than anything at work. For another employee, challenging work might be more
important compared to working conditions. The absence of the fact will lead to
the job dissatisfaction of the employer.

33
 Hence to guarantee job satisfaction, employers have to identify the most
important facet of the job that an employee wants and ensure this facet is met
suitably.
Summary of Literature Review
Office technology and management education started in 17 th and 18th
centuries in United States of America as secretarial studies. It expanded rapidly
and spread into some developed countries in 19th and 20th centuries.
Back here in Nigeria, the nomenclature secretarial administration ceased,
as there was an extensive review in the updating of the National Diploma and
Higher National Diploma curriculum by NBTE and UNESCO in Nigeria Polytechnics
which made the courses to assume the new name Office Technology and
Management in 2004. It was as a result of the need to the enrich students on
ICT and managerial skills necessary for the day’s office environment. It was also
because the name of the programme and its product were only suitable for
traditional environment.
The programme prepares students for careers in office administrations and
leadership which enables them to assume the role of an office manager
resources, records management, etc. that are used in solving problems and
making decisions in an organization.
The programme offers varieties of management jobs which exposes the
Office technology and Management graduates into having career opportunities
such as graphics designer, web developer, database administrators, data
processor, it consultant and a host of others. Not only that, it also exposes these
graduates to the use of varieties of modern technologies used in today offices
such as intranet and internet, electronic calendars, support system, voice
recognition, electronic white board etc.
Job dissatisfaction could be traced to the level of relationship between the
boss and the office manager, in the sense that most boss are unsupportive and
are only concerned with the increase in productivity.

34
 The working environment and conditions should be that in which
employees needed to be valued. They should be provided with the right
equipment and furniture to ensure smooth flow of duties.
Workers that are been under paid may feel a sense of dissatisfaction in
their job and not only that, the implications of management theories adopted by
most employers can lead to job dissatisfaction or satisfaction. Job satisfaction
and motivation are evident in different management theories such as Mc
Gregor’s theory X and Y, equity theory, Goal setting theory, affect theory etc.

35
 CHAPTER THREE
METHODOLOGY
Introduction
This chapter specifically dealt with the procedures of gathering data for
this study. It is therefore presented under the following sub-headings.
 Research design
 Area of study
 Population of the study
 Sample of the study
 Sampling techniques
 Instrumentation
 Description of the study
 Validation of the instrument
 Reliability of the instrument
 Method of data collection.
 Method of data analysis.
Research Design
The design of this study is survey. Survey design according to Esene
(2012) involved the assessment of public opinion, beliefs, attitudes, motivations
and behaviours using questionnaire and sampling method.
Area of the study
This study was carried out in Delta State Polytechnic, Ozoro. This area was
chosen in order to get the opinions of respondents from the department of Office
Technology and Management, who are lecturers and graduates of secretarial
administration/Office Technology and Management. As well as the HND II
students of the department who were once National Diploma (ND) graduates of
the programme before enrolling for the Higher National Diploma (HND)
Programme.

36
Population of the Study
The population of this study consisted of all the 12 lecturers and the 65
students of HND II in the department of Office Technology and Management,
Delta State Polytechnic Ozoro, thereby making it a total number of 77
respondents.
The distribution of the population of the students are shown below.
Table 1
Population distribution of lectures and HND II students in the department
of Office Technology and Management.
S/ Percentage
Population Numbers
N (%)
1 Lecturers 12 15.58
HND II
2 65 84.42
students
Total 77 100
Source: Field Trip, 2016
Sample of the Study
Having identified the population for this study from the population of (12)
lecturers and (65) HND II students in the department of Office Technology and
Management, the sample size or study which is one third of the total population
will therefore consist of 26 respondents that is drawn from the entire population.
Sampling Method/Techniques
A random sampling technique was used to select the sample size of the
respondents under study which were made up to nine (9) Lecturers and
seventeen (17) HND II students due to Stood-off.
Instrumentation
The research instrument was a structured questionnaire based on the
research questions raised to guide the respondents on the Causes and
Consequences of Job Dissatisfaction among Office Technology and Management
Graduates.
The instrument was a Likert type 5-point rating scale designed to attract
the following ratings.
37
 SA - Strongly Agree –5
A – Agree -4
D – Disagree -3
SD – Strongly Disagree - 2
UD – Undecided -1
Description of the Instrument
The instrument used for data collection was a well-structured
questionnaire in a tabular form where the respondents were required to provide
answers to the statement formulated for the study
The questionnaire was made up of two sections. Section A and B. Section
A contains demographic information i.e. Data of the respondents, while section B
contains questions and statements that requires the attention of the
respondents.
Instructions were also provided as a guide towards helping the
respondents to provide objectives and sincere answers.
Validation of the Instrument
After the researcher had prepared the questionnaire proposed for research
work, the questionnaire was edited by the supervisor and later sent out to two
experts in the same field of study who formed the final version of the research
instrument to be valid.
Reliability of the Instrument
It is used to determine the stability of the questionnaire item. The test
retest method (measure of stability) was used to measure the reliability of the
instrument.
Method of Data Collection
The method used to collect data and information from the respondents is
the direct method, otherwise known as face to face.

38
Method of Data Analysis
The data generated from the study were analysed using mean scores. A
decision rule was that any item receiving a mean ( X ) of 3.5 and above was
agreed while item below 3.5 were regarded as disagreed opinion.

39
 CHAPTER FOUR
PRESENTATION AND DATA ANALYSIS
In this chapter, the analysis of responses derived from nine (9) Lectures
and seventeen (17) HND II students from the department of Office Technology
and Management in Delta State Polytechnic Ozoro were presented, analysed and
interpreted. A total of 26 questionnaires were administered and only a total of 19
were completed and returned.
The data collected will help to clarify the research questions raised in the
study, which is aimed at knowing the Causes and Consequences of Job
Dissatisfaction among Office Technology and Management Graduates.
Interpretation of Questionnaire Items
Question 1
The new OTM curriculum is suitable for the Morden Office Environment
Table 1
TOTA
SA A D SD UD (X )
L

AGREED
8 4 3 2 1 18 3.6
(%) 44.44 22.22 16.66 11.11 5.55
Source: Field Study.

Regarding questionnaire question one which sought to find out if the new
OTM curriculum is suitable for the modern office environment, eight respondents
representing 44.44% strongly agreed, four (22.22%) agreed; one respondent
representing 5.55% was unable to take decision, three respondents representing
16.66% disagreed while two respondents representing 11.11% strongly
disagreed.
Therefore, with twelve (12) respondents representing 66.66 % which is
above the total number of respondents, it does appear to the research that the
new OTM curriculum is suitable for the modern office environment.
Question 2

The change in the old curriculum is visible in the teaching and learning
process in polytechnics.
40
 Table 2

SA A D SD UD TOTAL ( X )

AGREED
3 9 2 10 3 17 3.4
(%) 17.65 52.94 11.76 0 17.65
Source: Field Study

Regarding questionnaire question two which sought to find out if the

change in the old curriculum is visible in the teaching and learning process in
polytechnics, three respondents representing 17.65% strongly agreed, nine
(52.94%) agreed; three respondent representing 17.65% was unable to take
decision, two respondents representing 11.76% disagreed while no respondent
strongly disagreed.
Therefore, with twelve (12) respondents representing 70.59 % which is
above the total number of respondents, it does appear to researcher that the
change in the old curriculum is visible in the teaching and learning process in
polytechnics.
Question 3
The curriculum enriches the knowledge of students in ICT and management
courses.
Table 3
TOTA
SA A D SD UD (X )
L
AGREED

4 5 6 2 1 18 3.6
(%) 22.22 27.77 33.33 11.11 5.55
Source: Field Study

Regarding questionnaire question three which sought to find out if The

curriculum enriches the knowledge of students in ICT and management courses,
four respondents representing 22.22% strongly agreed, five (27.77%) agreed,
one respondent representing 5.55% was unable to take decision, six
respondents representing 33.33% disagreed while two representing 11.11%
strongly disagreed.

41
 Therefore, with nine (9) respondents representing 49.99% which is above
the total number of respondents, it does appear to researcher that the
curriculum enriches the knowledge of students in ICT and management courses.
Question 4
Office Technology and Management programme prepares Students in Office
Administration and Leadership
Table 4

SA A D SD UD TOTAL ( X )

AGREED
13 4 1 1 0 19 3.8
(%) 68.42 21.05 5.26 5.26 0
Source: Field Study
Regarding questionnaire question four which sought to find out if the
programme prepares Students in Office Administration and Leadership, thirteen
respondents representing 68.42% strongly agreed, four (21.05%) agreed, no
respondent was unable to take decision, one respondents representing 5.26%
disagreed while one representing 5.26% strongly disagreed.
Therefore, with seventeen (17) respondents representing 89.47%, which
is the total number of respondents, it does appear to researcher that the
programme Office Technology and Management programme prepares Students
in office administration and Leadership.
Question 5
The programme portrays responsiveness to global changes in office secretarial
work.
Table 5

SA A D SD UD TOTAL ( X )
AGREED

7 8 1 2 1 19 3.8
(%) 36.84 42.11 5.26 10.53 5.26
Source: Field Study
Regarding questionnaire question five which sought to find out if the
programme portrays responsiveness to global changes in office secretarial work,
seven respondents representing 36.84% strongly agreed, eight (42.11%)
42
agreed, one respondent representing 5.26% was unable to take decision, one
respondents representing 5.26% disagreed while two representing 10.53%
strongly disagreed.
Therefore, with fifteen (15) respondents representing 78.95%, which is
above the total number of respondents, it does appear to researcher that the
programme portrays responsiveness to global changes in office secretarial work.
Question 6
Graduates of this programme have IT career opportunities.
Table 6
TOTA
SA A D SD UD (X )
L

AGREED
11 7 0 0 1 19 3.8
(%) 57.89 36.84 0 0 5.26
Source: Field Study
Regarding questionnaire question six which sought to find out if graduates
of this programme have IT career opportunities, eleven respondents
representing 57.89% strongly agreed, seven (36.84%) agreed, one respondent
representing 5.26% was unable to take decision, no respondents disagreed while
no respondent strongly disagreed.
Therefore, with eighteen (18) respondents representing 94.73%, which is
the total number of respondents, it does appear to researcher that graduates of
this programme have IT career opportunities.
Question 7
Technologies used in some offices reflect such of modern type.
Table 7
TOTA
SA A D SD UD (X )
L
AGREED

8 6 2 1 2 19 3.8
(%) 42.11 31.58 10.53 5.26 10.53
Source: Field Study
Regarding questionnaire question seven which sought to find out if the
technologies used in some offices reflect such of modern type, eight respondents

43
representing 42.11% strongly agreed, six (32.58%) agreed, two respondent
representing 10.53% was unable to take decision, two respondents representing
10.53% disagreed while one representing 5.26% strongly disagreed.
Therefore, with fourteen (14) respondents representing 73.69%, which is
the total number of respondents, it does appear to researcher that technologies
used in some offices reflect such of modern type.
Question 8
The type of technologies used in office causes job dissatisfaction.
Table 8

SA A D SD UD TOTAL ( X )

DISAGREED
2 4 6 5 0 17 3.4

(%) 11.76 23.53 35.29 29.41 0

Source: Field Study

Regarding questionnaire question eight which sought to find out if the type
of technologies used in office causes job dissatisfaction, two respondents
representing 11.76% strongly agreed, four (23.53%) agreed, no respondent was
unable to take decision, six respondents representing 35.29% disagreed while
five representing 29.41% strongly disagreed.
Therefore, with eleven (11) respondents representing 64.7%, which is
above the total number of respondents, it does appear to researcher that the
type of technologies used in office does not cause job dissatisfaction.
Question 9
Employers do not make adequate provision for the availability of modern
technologist in the office.
Table 9
TOTA
SA A D SD UD (X )
L
AGREED

2 7 4 5 1 19 3.8
(%) 10.53 36.84 21.05 26.31 5.26
Source: Field Study

44
 Regarding questionnaire question nine which sought to find out if
employers do not make adequate provision for the availability of modern
technology in the office, seven respondents representing 36.84% strongly
agreed, eight (42.11%) agreed, one respondent representing 5.26% was unable
to take decision, one respondents representing 5.26% disagreed while two
representing 10.53% strongly disagreed.
Therefore, with nine (9) respondents representing 47.37%, which is above
the total number of respondents, it does appear to researcher that employers do
not make adequate provision for the availability of modern technologist in the
office, while some also do not make adequate provision.
Question 10
Modern technologies make the duty of the office manager faster.
Table 10

SA A D SD UD TOTAL ( X )

AGREED
10 8 0 1 0 19 3.8
(%) 52.63 42.11 0 5.26 0
Source: Field Study
Regarding questionnaire question ten which sought to find out if modern
technologies make the duty of the office manager faster, ten respondents
representing 52.63% strongly agreed, eight (42.11%) agreed, no respondent
was unable to take decision, no respondents disagreed while one representing
5.26% strongly disagreed.
Therefore, with eighteen (18) respondents representing 94.74%, which is
above the total number of respondents, it does appear to researcher that
modern technologies make the duty of the office manager faster with their
duties.
Question 11
Modern technologies make the office manager lazy.
Table 11
SA A D SD UD TOTAL ( X )
DI

45
 2 3 7 4 1 16 3.2

SAGREE
(%) 12.5 18.75 43.75 25.00 6.25

D
Source: Field Study
Regarding questionnaire question eleven which sought to find out if
modern technologies make the office manager lazy, two respondents
representing 12.5% strongly agreed, three (18.75%) agreed, one respondent
representing 6.26% was unable to take decision, seven respondents
representing 43.75% disagreed while four representing 25.00% strongly
disagreed.
Therefore, with eleven (11) respondents representing 68.75%, which is
above the total number of respondents, it does appear to researcher that
modern technologies do not make the office manager lazy.
Question 12
Inadequate provision of modern technologies make job stressful.
Table 12

SA A D SD UD TOTAL ( X )

AGREED
5 6 2 3 3 19 3.8
(%) 26.31 31.58 10.53 15.79 15.79
Source: Field Study
Regarding questionnaire question twelve which sought to find out if
inadequate provision of modern technologies make job stressful, five
respondents representing 26.31% strongly agreed, six (31.58%) agreed, three
respondent representing 15.79% was unable to take decision, two respondents
representing 10.53% disagreed while three representing 15.79% strongly
disagreed.
Therefore, with eleven (11) respondents representing 57.89%, which is
above the total number of respondents, it does appear to researcher that
inadequate provision of modern technologies make job stressful.
Question 13
Management theories adopted varies from one employer to another.

46
 Table 13

SA A D SD UD TOTAL ( X )

AGREED
9 8 1 0 1 19 3.8
(%) 47.37 42.11 5.26 0 5.26
Source: Field Study
Regarding questionnaire question thirteen which sought to find out if
management theories adopted varies from one employer to another, nine
respondents representing 47.37% strongly agreed, eight (42.11%) agreed, one
respondent representing 5.26% was unable to take decision, one respondents
representing 5.26% disagreed while no respondent strongly disagreed.
Therefore, with seventeen (17) respondents representing 89.48%, which
is above the total number of respondents, it does appear to researcher that
management theories adopted varies from one employer to another.
Question 14
Management theories adopted by employers leads to job dissatisfaction.
Table 14

SA A D SD UD TOTAL ( X )

DISAGREED
4 2 5 6 0 17 3.4

(%) 23.53 11.76 29.41 35.29 0

Source: Field Study

Regarding questionnaire question fourteen which sought to find out if
management theories adopted by employers leads to job dissatisfaction, four
respondents representing 23.53% strongly agreed, two (11.76%) agreed, no
respondent was unable to take decision, five respondents representing 29.41%
disagreed while six representing 35.29% strongly disagreed.
Therefore, with eleven (11) respondents representing 68.75%, which is
above the total number of respondents, it does appear to researcher that
management theories adopted by employers do not lead to job dissatisfaction.
Question 15
Leadership style of employers affects job performance.

47
 Table 15

SA A D SD UD TOTAL ( X )

AGREED
7 8 2 1 1 19 3.8
(%) 36.84 42.11 10.53 5.26 5.26
Source: Field Study
Regarding questionnaire question fifteen which sought to find out if
leadership style of employers affects job performance, seven respondents
representing 36.84% strongly agreed, eight (42.11%) agreed, one respondent
representing 5.26% was unable to take decision, two respondents representing
10.53% disagreed while one representing 5.26% strongly disagreed.
Therefore, with fifteen (15) respondents representing 78.95%, which is
above the total number of respondents, it does appear to researcher that
Leadership style affects job performance.
Question 16
Impartial dealings from employers to employees results to job dissatisfaction.
Table 16

SA A D SD UD TOTAL ( X )

AGREED
9 7 1 1 1 19 3.8
(%) 47.37 36.84 5.26 5.26 5.26
Source: Field Study
Regarding questionnaire question sixteen which sought to find out if
impartial dealings from employers to employees results to job dissatisfaction,
nine respondents representing 47.37% strongly agreed, seven (36.84%) agreed,
one respondent representing 5.26% was unable to take decision, one
respondents representing 5.26% disagreed while one representing 5.26%
strongly disagreed.
Therefore, with sixteen (16) respondents representing 84.21%, which is
above the total number of respondents, it does appear to researcher that job
dissatisfaction can be caused by impartial dealings from employers to employees.
Question 17

48
Incorporating workers in decision making builds a sense of value among
workers.
Table 17
TOTA
SA A D SD UD (X )
L

AGREED
7 7 1 2 2 19 3.8
(%) 36.84 36.84 5.26 10.53 10.53
Source: Field Study
Regarding questionnaire question seventeen which sought to find out if
incorporating workers in decision making builds a sense of value among workers,
seven respondents representing 36.84% strongly agreed, seven (36.84%)
agreed, two respondent representing 10.53% was unable to take decision, one
respondents representing 5.26% disagreed while two representing 10.53%
strongly disagreed.
Therefore, with fourteen (14) respondents representing 73.64%, which is
above the total number of respondents, it does appear to researcher that
incorporating workers in decision making builds a sense of value among workers.
Question 18
Job dissatisfaction is linked to discrepancy between what one wants in a job and
what he has in a job.
Table 18
TOTA
SA A D SD UD (X )
L
AGREED

4 9 3 1 2 19 3.8
(%) 21.05 47.37 15.79 5.26 10.53
Source: Field Study
Regarding questionnaire question eighteen which sought to find out if job
dissatisfaction is linked to discrepancy between what one wants in a job and
what he has in a job, four respondents representing 21.05% strongly agreed,
nine (47.37%) agreed, two respondent representing 10.53% was unable to take
decision, three respondents representing 15.79% disagreed while one
representing 5.26% strongly disagreed.

49
 Therefore, with thirteen (13) respondents representing 68.42%, which is
above the total number of respondents, it does appear to researcher that job
dissatisfaction is linked to discrepancy between what one wants in a job and
what he has in a job.
Question 19
Working conditions and physical office environment affects office manager’s
moral.
Table 19

SA A D SD UD TOTAL ( X )

AGREED
8 6 4 0 1 19 3.8
(%) 42.11 31.58 21.05 0 5.26
Source: Field Study
Regarding questionnaire question nineteen which sought to find out if
working conditions and physical office environment affects office manager’s
moral, eight respondents representing 42.11% strongly agreed, six (31.58%)
agreed, one respondent representing 5.26% was unable to take decision, four
respondents representing 21.05% disagreed while no respondent strongly
disagreed.
Therefore, with fourteen (14) respondents representing 73.64%, which is
above the total number of respondents, it does appear to researcher that
Working conditions and physical office environment can affect office manager’s
moral.
Question 20
Stress leads to job dissatisfaction.
Table 20
TOTA
SA A D SD UD (X )
L
AGREED

8 6 1 2 2 19 3.8
(%) 42.11 31.58 5.26 10.53 10.53
Source: Field Study
Regarding questionnaire question twenty which sought to find out if stress
leads to job dissatisfaction, eight respondents representing 42.11% strongly
50
agreed, six (31.58%) agreed, two respondent representing 10.53% was unable
to take decision, one respondents representing 10.53% disagreed while two
representing 10.53 strongly disagreed.
Therefore, with fourteen (14) respondents representing 45.69%, which is
above the total number of respondents, it does appear to researcher that job
dissatisfaction is caused be stress.
Question 21
Unsupportive and un-motivational boss makes job uninteresting.

Table 21

SA A D SD UD TOTAL ( X )

AGREED
10 5 2 0 2 19 3.8
(%) 52.63 26.31 10.53 0 10.53
Source: Field Study
Regarding questionnaire question twenty-one which sought to find out if
unsupportive and un-motivational boss makes job uninteresting, ten respondents
representing 52.63% strongly agreed, five (26.31%) agreed, two respondent
representing 10.53% was unable to take decision, no respondents disagreed
while two respondents representing 10.53% strongly disagreed.
Therefore, with fifteen (15) respondents representing 78.94%, which is
above the total number of respondents, it does appear to researcher that job can
be made uninteresting by an Unsupportive and un-motivational boss.
Question 22
Variance in salary structure between HND and BSc graduate of this programme
leads to job dissatisfaction.
Table 22
TOTA
SA A D SD UD (X )
L
AGREED

6 6 4 1 2 19 3.8
(%) 31.58 31.58 21.05 5.26 10.53
Source: Field Study
51
 Regarding questionnaire question twenty-two which sought to find out if
variance in salary structure between HND and BSc graduate of this programme
leads to job dissatisfaction, six respondents representing 31.58% strongly
agreed, six (31.58%) agreed, two respondent representing 10.53% was unable
to take decision, four respondents representing 21.05% disagreed while one
respondent representing 5.26% strongly disagreed.
Therefore, with twelve (12) respondents representing 73.16%, which is
above the total number of respondents, it does appear to researcher that
dissatisfaction can be caused by the variance in salary structure by some
employers between HND and BSc graduates of this programme.
Question 23
Society regards Office Technology and Management graduates as mere typist
and stenographers.
Table 23
TOTA
SA A D SD UD (X )
L

AGREED
6 7 2 3 1 19 3.8
(%) 31.58 36.84 10.53 15.79 5.26
Source: Field Study
Regarding questionnaire question twenty-three which sought to find out if
the society regarded Office Technology and Management graduates as more
typist and stenographers, six respondents representing 31.58% strongly agreed,
seven (38.84%) agreed, one respondent representing 5.26% was unable to take
decision, two respondents representing 10.53% disagreed while three
respondent representing 15.79% strongly disagreed.
Therefore, with thirteen (13) respondents representing 68.42%, which is
above the total number of respondents, it does appear to researcher that the
society regards office technology and management graduates as mere typist and
stenographers.

52
Discussion of Findings
The purpose of this study was to find out the causes and consequences of
job dissatisfaction among Office Technology and Management graduates.
It was discovered that the curriculum enriches the knowledge of students
in ICT and management courses. This finding was supported by Agholor (2016)
which noted that the change from secretarial studies to Office Technology and
Management in the curriculum was to lay more emphasis on information and
communication technology (ICT), and also in management so as to enrich the
knowledge of the students.
Similarly, it was also supported by Ejeka and Ezih (2015) which noted that
the second reason for the design of the Office Technology Management
programme was more importantly to enrich the knowledge of the student on ICT
and Management needed necessary skills in today’s office environment.
The study also discovered that the OTM programme prepares students in
office administration and leadership. This finding was supported by Wikipedia
(2016) that students in the programme gain management and office technology
skills that prepares them to carry out, organize and direct support operations in
variety of settings. This is because the programme prepares students for career
in Office administration and leadership.
It was also found that graduates of the OTM have I.T. career
opportunities. This finding was supported by Habila (2013) when he noted that
Office Technology and Management exposes its trainee to many opportunities in
the I.T. industries which they may clutch such career in graphic designing, web
design/web development, database administration, net-preneur/internet-
preneurship data processing, I.T. consultancy etc.
It was also discovered that technologies used in today’s office reflect such
of a modern type. This finding was supported by www.encyclopedia.com which
noted that offices in today’s society are transmitting information on modern
technologies to make electronic offices more faster and easier. It further noted
that some of the variety of technologies used in today’s offices are intranets and
internets, webpages and web based E-mail, Voicemail, Electronic Calendars,
53
Office Suites, Portable Pcs, Groupware and Decision Support System,
Teleconferencing, Voice Recognition and Video Conferencing, multimedia system,
electronic whiteboard, smart board etc.
It was also discovered that management theories adopted by employers
do not lead to job dissatisfaction. This finding stands contrary to Ovbiagele
(2011) that Hertzberg two factor theory states in which satisfiers deals with the
content of the job helps to propel workers to perform. While dissatisfies (Hygiene
factor) that does not motivate but are situations in a work place which when
removed from the job causes dissatisfaction.
Similarly, the findings goes contrary to the implication of Hertzberg theory
as noted by Eruteya and Omogbiya (2013) which is one of the theories that
some management adopts. It thus states that in order for management to
prevent job dissatisfaction among employees, Hertzberg hygiene factors should
be built more in a work place because when removed from the job causes or
determines dissatisfaction and motivators determines satisfaction.
One of the findings that was discovered was that leadership style of
employers affects job performance. This was supported by Osio and Monye
(2015) which noted that one of theories adopted by some employers is the Mc
Gregory theory X and theory Y. This theory states that employers have varying
features and characteristics which appear differently from each other and that
leadership traits and styles have impact on worker’s performance either
negatively and positively.
It was also discovered that working conditions and physical office
environment affects office manager’s moral. This finding was supported by
Ovbiagele and Idele (2013) which stated that in order to create a positive work
environment, each employee needs to feel valued. The feeling is that working
conditions and environment but also a positive work environment which
encompasses everything that forms part of the employee’s involvement with
work itself. This may include things such as organizational cultures, chances for
personal development, growth and advancement.

54
 Another discovery from the findings is that incorporating workers in
decision making builds a sense of value. This was supported by
smallbusiness.chron.com which stated that bad employers fail to consult and
communicate with staff and employees leading to a disconnect in company
communication and a feeling of resentment and alienation among workers. It
further stated that in the absence of competent management and good
communication which could incorporate workers in goal setting process of the
organization, job dissatisfaction can run rampant among workers.

55
 CHAPTER FIVE
SUMMARY, FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
Introduction
This study concerns the Causes and Consequences of Job dissatisfaction
among Office Technology and Management graduates.
Summary
In going about this study the researcher asks the following questions:
a. What are the purpose of the review of the old office technology and
management curriculum?
b. What is the relevance of the office technology and management
programme?
c. What are the types of technologies used in the office by these graduates /
office managers?
d. How do the management theories and leadership style of some employers
cause job dissatisfaction among workers?
e. What are the factors that militate against job satisfaction among these
graduates?
To examine this study a questionnaire was developed containing several
items and which was circulated and distributed to the respondents. The data
collected from the respondents were analysed using descriptive statistics.
The following were the findings of the study;
Findings
The findings of the study are or were:
a. That the purposes of the curriculum is to suit the modern office
environment and to portray responsiveness to change in office secretarial
work.
b. That the curriculum enriches the students and graduates of office
technology and management with ICT and management knowledge in
order to prepare them for administration and leadership.

56
c. That the technologies used by the graduates in their offices are modern
types.
d. That only some employers make adequate provision for the availability of
their modern technologies, while other do not.
e. That the inadequacy in the provision of modern technologies makes the
job of OTM graduates stressful thereby leading to job dissatisfaction.
f. That management theories are not really the cause of job dissatisfaction
among office technology and management graduates, but the type of
leadership style adopted by employers.
g. That job dissatisfaction is caused when workers are not incorporated in the
decision making of the organization.
h. That job dissatisfaction emanates from poor physical and working
conditions which therefore lowers the morale of workers.
i. That office technology and management graduates are seen as mere
typists and stenographers by the society.
j. That another cause of job dissatisfaction among office technology and
management graduates is the lack of motivation and support from their
employers which therefore makes their job uninteresting.
Conclusion
Based on the findings of the study, it can be concluded that graduates of
office technology and management are been prepared for administrative and
leadership role. This is achieved by the review of the curriculum that enriches
them with ICT and management courses for the modern office environment.
Therefore, in order to get the best from these graduates and also avoid job
stress, employers that engage their services must adequately provide modern
technologies that are needed in the office. One sure way of preventing job
dissatisfaction among these graduates is the ensuring that managers incorporate
them in decision making because they feel a sense of value by so doing.
Employers lower the morale of these graduates by causing job dissatisfaction in
their inability to provide conducive working and office environment.

57
 Job satisfaction can only be achieved if these graduates are not treated as
mere typists of stenographers, as what one wants in a job and what one has in a
job determines the level of satisfaction they can get from the job. Employers
who adopt leadership style that affects these graduates negatively tends to make
them become dissatisfied with their job.
Finally, the consequence of having a salary structure between the Bsc and
HND graduates programme ends up creating job dissatisfaction among those
that are paid lesser. Not only that, organisational goals are not achieved and
career advancement of these graduates are not hindered when employers do not
provide the needed motivation and support which is needed for job satisfaction.
Recommendations
Based on the findings of the study and conclusion drawn, the researcher
wishes to make the following recommendations:
a. NBTE (National Board of for Technical Education) should establish a
system that will regularly checkmate the activities of these tertiary
institution so that the purpose of the change in the curriculum will always
be visible in the teaching and learning process in order to maintain a high
educational standard.
b. Tertiary institution should provide a medium where OTM graduates and
students can explore ICT and management knowledge with skills to help
them advance in their career.
c. Organization should not only provide these modern technologies but also
train their workers in its use for better productivity and efficiency.
d. In order to avoid stress in the job, employers should make adequate
provision for modern technologies, which suits the need of the office.
e. Employers should engage in the critical analysis of any leadership style
before its adoption in order to avoid job dissatisfaction.
f. Forums should be organized intervally by organizations where
management can given room to employers in order for them to get
involved in decision making process.

58
g. Employers should provide conclusive working conditions and office
environment that will boost the morale of their staff and also establish job
security.
h. Professional bodies under which Office technology and management
operates should regularly organize conferences, seminars etc to sensitize
the public / society on the true identity of the programme and its
reverence to the society.
i. Employers should provide the right motivation and support needed to
make the job interesting for OTM graduates.
j. Equal work and equal pay should be used by employers when it has to do
with the remuneration of their staff except in cases of organizational
hierarchy.
Implications
The implications for this study is that the right leadership and office
environment should be put in place and used by employers of labour worker to
encourage and get the best from these graduates as their services is being
engaged. With this organizational objective will be achieved and at the same
time, the career advancement of these graduates will be established.
Suggestion for Further Studies
It is suggested that:
a. Future researchers should investigate into the consequences of job
dissatisfaction in organizational productivity.
b. The researcher work should be carried out in a business environment and
not in an educational institution in order to compare the office managers
at the level.
c. That the relative size for the sample of the study should be increased in
order to get more facts.
d. The study should be repeated in the same area of study after a passage of
two years or four years to make comparison.
e. Another different method of data analysis should be used .

59
60
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 APPENDIX
Department of Office Technology
& Management,
School of Business Studies,
Delta State Polytechnic,
P.M.B 05,
Ozoro,
Delta State.
9 August, 2016
Dear Respondent,

REQUEST FOR YOUR C0-OPERATION IN COMPLETING MY

QUESTIONNAIRE

I am a final year Higher National Diploma (HND) student of the above named
institution. I am currently conducting a study titled “Causes and Consequences of
Job dissatisfaction among Office Technology and Management Graduate”. You
have been identified and selected as the sample who could furnish me with the
information needed to effectively carry out the study.

Kindly respond to the attached questionnaire as objectively and honestly as

possible. This is purely for academic purpose and your responses will be treated
with almost confidentiality.

Thanks for your co-operation in this regard.

Yours faithfully,

Ekeocha Oluchi Rita

(Student Researcher)

63
 QUESTIONNAIRE
QUESTIONNAIRE ON THE CAUSES AND CONSEQUENCES OF JOB
DISSATISFACTION AMONG OFFICE TECHNOLOGY AND MANAGEMENT
GRADUATES.

Instruction: Fill in your data in the blank spaces and tick appropriate answer in
the space provided (√ ) where otherwise instructed in section A and B. Section B
refers to questions regarding the problem Linder investigation.

Section A (Personal Data)

1. Name:__________________________________________________________
2. Level:___________________________________________________________
3. Sex:____________________________________________________________
4. Local Govt.
Area:__________________________________________________
5. State of
origin:____________________________________________________
6. Nationality:______________________________________________________

Section B (Questions)
Please, carefully read each of the following below and indicate the response you
feel appropriately in each case by ticking ( √)
Keys Option Value
SA Strongly agreed 5
A Agreed 4
SD Strongly Disagreed 3
D Disagreed 2
UND Undecided 1

S/N ITEM SA A D SD UND

1 The new OTM curriculum is suitable for the
modem office environment
2 The change in the old curriculum is visible in
the teaching and learning process in
polytechnics
3 The curriculum enriches the knowledge of
students in ICT and management courses
4 Office technology and management
programme prepares students in office

64
 administration and leadership
5 The programme portrays responsiveness to
global changes in office secretarial work.
6 Graduates of this programme have I.T. career
opportunities
7 Technologies used in some offices reflects such
of a modem type.
8 The type of technologies used in offices causes
job dissatisfaction
9 Employers do not make adequate provisions
for the availability of modem technologies in
the office
10 Modern technologies makes the duty of the
office manager faster.
11 Modern technologies make the office manage
lazy.
12 Inadequate provision of modern technologies
makes job stressful.
13 Management theories varies from one
employer to another.
14 Management theory adopted by employers
leads to job dissatisfaction.
15 Leadership style of employers affects job
performance
16 Impartial dealings from employers to
employees results to job dissatisfaction.
17 Incorporating workers in decision making
builds a sense of value.
18 Job dissatisfaction is linked to discrepancy
between what one wants in a job and what he
has in a job.
19 Working conditions and physical office
environment affects office manager’s moral
20 Stress leads to job dissatisfaction.
21 Unsupportive and un-motivational boss makes
job uninteresting.
22 Variance in salary structure between HND and
B.Sc graduate of this programme leads to job
dissatisfaction.
23 Society regards office technology and

65
management graduates as mere typist and
stenographers.

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