PERSONNEL DEVELOPMENT NEEDS OF AGRICULTURAL SCIENCE TEACHERS

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PERSONNEL DEVELOPMENT NEEDS OF AGRICULTURAL SCIENCE TEACHERS

CHAPTER ONE

INTRODUCTION

1.1 Background of the study

Job satisfaction is an attitude, which results from balance, and summation of many specific likes and dislikes experienced in connection with the job. This attitude manifests itself in the evaluation of job and employing organization. This evaluation may rest largely upon one’s success or failure in the achievement of personal objectives and upon the perceived contributions of the job and employing organization to these ends. Thus a worker may like certain aspects of his work yet thoroughly dislike others. Newstrom (1986) defined job satisfaction, as “it is a set of favorable or unfavorable feelings with which employees view their work.” According to Brayfield and Rothe (1951), job satisfaction refers to the individual’s attitude (feeling) toward his work.

Spector (1956) defined job satisfaction as “how people feel about their jobs and different aspects of their jobs.” According to Hugh (1983), job satisfaction will be defined as “the amount of overall positive affect (of feeling) that individuals have towards their jobs”. Both employers and employees want a more favorable climate because of its benefits, such as better performance and job satisfaction. Employees feel that the climate is favourable when they are doing something useful that provides a sense of personal worth. They frequently want challenging work that is intrinsically satisfying. Many employees also want responsibility and the opportunity to succeed. They want to be listened to and treated and valued as individuals. They want to feel that the organization really cares about their needs and problems (Davis, 1985).

Statement of the problem

There may have been previous researches in this subject. This work gives further explanations and analysis in personnel development needs of agricultural science teachers