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Research Project : Employee Job Satisfactionmore by Bhakthi Jagodaarachchi 2,272 Download (.docx) Document.docx 103 KB

Research Project Individual AssignmentBM/N/03/17 3which they must be focused more on in increasing the job satisfaction level of its employees inwhich the organization performance can be enhanced and achieve organization goals.By this research I identify and further study what are the individual factors falling under the mainthree (physical, psychological & environmental) affecting the job satisfaction of non managerialemployees of the company and how successful are those provided benefits and services are. 1.5 Organization of the Study The following report consist of four chapters; Introduction, Literature Review, Methodology,Data Presentation & Analysis and Conclusion & Recommendations.Under Introduction, it has given a detailed introduction to the scope of the business and hasidentified the problem which will be treated under the research. Also, it has studies andunderstood the significance of the study to Politex Garments by explaining its importance.Under Literature Review, it addresses the theoretical background behind the study and describeswhat are the factors affected the job satisfaction, outcomes of satisfaction and previousresearches related to the job satisfaction.Under Methodology, Data Presentation & Analysis, it describes the methodology used inanalyzing job satisfaction, research results presentation and analysis. Through this chapter anyone can get vast knowledge about how psychological factors, physical factors andenvironmental factors influence to the job satisfaction and dissatisfaction. Data analysis part will be divided in to two sections. First part will deploy to analyze and present general anddemog raphic information. Second part will deploy to analyze employee response with respect to each factor. It is clarifies each factors relative importance and position among all factors.Under Conclusion and Recommendations, it will initiate final research findings and suggestrecommendations for future enhancement of the organization.

Research Project Individual AssignmentBM/N/03/17 4 1.6 Conceptual Framework Independent Variables Dependent Variable

Figure 1.1: Conceptual Framework of the ResearchSource: Survey Data, 2012 Psychological Factors

Health and safety

Working responsibilities

Job Security

Promotion Physical Factors

Payments

Co-workers

Welfare services

Use of skill & abilities Environmental Factors

Good working environment

Management style & cultureJob Satisfaction /Job Dissatisfaction

Research Project Individual AssignmentBM/N/03/17 5 Chapter 02Literature Review 2.1 Introduction This chapters main objective is to address the different kind of definitions, theories and perspectives, which was viewed by numerous authors and management scientists, with respect tosatisfaction. Also through this literature survey, researcher described what are the factorsaffected to the job satisfaction, outcomes of satisfaction and previous researches related to the job satisfaction. Therefore through a literature survey, researches will be in a position to stud yand describe the general position of the subject concerned. 2.2 Job Satisfaction A Hawthorne study was the one of biggest study of job satisfaction. This study (1924 -1933) wasconducted by the Elton Mayo of the Harvard Business School to find out the effect of various conditions of workers productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity. It is called the Hawthorne Effects. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction.Scientific management also had a significant impact on the study of job satisfaction. Principlesof Scientific Management book (Taylor, 1911) was argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philo sophies, causing a shift from skilled labor and piecework towards the more modernapproach of assembly lines and hourly wages. Therefore industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted

anddissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. Itshould also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylors work. Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life

Research Project Individual AssignmentBM/N/03/17 6 physiological needs, safety needs, social needs, self-esteem needs, and selfactualization. Thismodel served as a good basis from which early researchers could develop job satisfactiontheories. 2.3 Dimensions of Job Satisfaction According to the Luthan 2002, there are three generally accepted dimensions of job satisfaction.1. Job satisfaction is an emotional response to a job situation.2. Job satisfaction is often determined by how well outcomes meet or exceed expectations.For example, if organizational participants feel that they are working much harder thanothers in the same organization, but are receiving fewer rewards, they will probably havea negative attitude towards the work.3. Job satisfaction represent several attitudes, they are:a. Pay b. Promotion opportunitiesc. Working conditionsd. Co-worker relationshipe. Supervisionf. The work nature

Research Project Individual AssignmentBM/N/03/17 7 2.4 Need Hierarchy Theory for Job Satisfaction One of the most widely mentioned theories of motivation is the hierarchy of needs theory putforth by psychologist Abraham Maslow. Maslow saw human needs in the form of a

hierarchy,ascending from the lowest to the highest, and he concluded that when one set of needs issatisfied, this kind of need ceases to be a motivator.As per his theory these needs are: Physiological needs : These are important needs for sustaining the human life. Food,water, warmth, shelter, sleep, medicine and education are the basic physiological needs whichfall in the primary list of need satisfaction. Maslow was of an opinion that until these needs weresatisfied to a degree to maintain life, no other motivating factors can work. Security or Safety needs : These are the needs to be free of physical danger and of thefear of losing a job, property, food or shelter. It also includes protection against any emotionalharm. Social needs : Since people are social beings, they need to belong and be accepted byothers. People try to satisfy their need for affection, acceptance and friendship. Esteem needs : According to Maslow, once people begin to satisfy their need to belong,they tend to want to be held in esteem both by themselves and by others. This kind of need produces such satisfaction as power, prestige status and self-confidence. It includes both internalesteem factors like selfrespect, autonomy and achievements and external esteem factors such asstates, recognition and attention. Need for self-actualization : Maslow regards this as the highest need in his hierarchy. It is the drive to become what one is capable of becoming; it includes growth, achieving ones potential and selffulfillment. It is to maximize ones potential and to accomplish something. As each of these needs is substantially satisfied, the next need becomes dominant. From thestandpoint of motivation, the theory would say that although no need is ever fully gratified, asubstantially satisfied need no longer motivates. So if someone wants to motivate other one, need

Research Project Individual AssignmentBM/N/03/17 8to understand what level of the hierarchy that person is on and focus on satisfying those needs or needs above that level. Maslows need theory has received wide recognition, particularly among practicing managers. This can be attributed to the theorys intuitive logic and ease of understanding. 2.5 Factors Affecting Job Satisfaction There are 6 main factors influencing on Job Satisfaction clustered as physical, psychological andenvironmental factors as below: 2.5.2 Psychological Factors and Job Satisfaction Health and Safety : Managing safe and healthy work environments is one of the mostimportant environmental challenges facing organizations. Good health and safety brings more benefits that are healthy workers are more productive and can produce at a higher quality.A ccording to Maslow s Hierarchy, physiological needs are the first stage in job satisfaction

where as long are the work place is healthy and safe, it will create a pleasant and secure impression in employees mind towards work. Job Nature : The main source of satisfaction is, of course, job itself. Researches,dedicated to job characteristics and carried out in correlation with working place projecting,testify that the very content of work and autonomy by its implementation represent two mostimportant motivation factors correlated with labor. As research indicated, other maincomponents of job satisfaction are interesting and difficult job without time for tedium and job giving a man one certain status. Dealing with a workload that is far too heavy and deadlines thatare impossible to reach can cause job satisfaction to erode for even the most dedicated employee.Falling short of deadlines results in conflict between employees and supervisors and raises thestress level of the workplace. (Hill, 2008).

Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures meaning that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. As per Vroom Employee Satisfaction is a positive orientation of an individual towards a work role which he is presently occupying Employee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement. Employee Satisfaction level can be evaluated using the following questionnaire: Q1. Since how many years have you been working with XYZ Organization? a. 0-2 Years b. 2-4 Years c. More than 4 Years Q2. How is the working Environment? a. Participative b. Autonomy c. Whimsical d. Red Tapism

Q3. Do you think Your work is according to your qualification and skills? a. Yes b. No Q4. Are you satisfied with the top Management? a. Yes b. No Q5. Are you satisfied with the working hours at XYZ Organization? a. Yes b. No Q6.. Do you have necessary authority to perform your duties effectively? a. Yes b. No Q7. Does your organization organize any counseling programs for the employees ? a. Yes b. No Q8. Does the employees share experience to help each other ? a. Yes b. No Q9. Do you appreciation if the desired work / targets are accomplished ? a. Yes b. No Q10. Do you think there are good career prospect in your organization? a. Yes b. No Q11. How is the physical working condition in the Organization ? a. Good b. Average c. Poor Q12. Does the top management involve employees in the management decisions? a. Yes b. No Q13. Does the organization provide medical facility for employees? a. Yes b. No

Q14. Are you satisfied with the welfare facilities provided to the employees by the organization? a. Yes b. No Q15. Which of the following factors which motivates you most ? a. Salary Increase b. Promotion c. Leave d. Motivational talks c. Recognition Q16. Does your organization recognize and acknowledge your work. a. Strongly Agree b. Agree c. Neutral d. Disagree e. Strongly Disagree Q17. Does the organization provide satisfactory Salary according to your Work? a. Yes b. No Q18. Your Overall Satisfaction as an employee of XYZ Organization? a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly Dissatisfied