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MBA (Day)
Representing: Asian Development Bank (ADB)
Organizational Behavior (BP6903); Sec 56
Faculty: Dr. Ioan Voicu
Home Assignment-1
Date: September 21, 2015
EHSAN KARIM
MBA (Day)
Representing: Asian Development Bank (ADB)
Organizational Behavior (BP6903); Sec 56
Faculty: Dr. Ioan Voicu
Home Assignment-1
Date: September 21, 2015
day I joined I was introduced to the successful team behind supply chain and I was
trained by the EH&S coordinator and my supervisor as well. Besides, I was exposed
to the various production units and got a brief understanding on the ongoing working
condition. At that time, I was at my liberty to communicate with the factory
supervisors regarding working categories and working hazards and was also given
chance to focus on the current policies and provide feedback to my supervisor.
Although it was my internship and I was not part of the management team, I had
lesser control and authorities than others.
Work in many organizations is beginning to shift from an individual orientation,
where tasks are completed alone, to a more team-based orientation, where
individuals work with one another to complete projects (Purpora and Blegen, 2015).
During my internship period, I got complete support from my supervisor and coworkers likewise. The satisfaction level was higher as it helped me overcome my
obstacles with my work and within a month, I learned basic ideas about the health
and safety policies and communicated with the production supervisors very well. The
impact co-workers may have on each other is profound (Tang et al., 2014) and I had
the best example in my work environment. Their support influenced on my work
perception towards health and safety, work attitudes and my working effectiveness
and efficiency as well.
Research has shown that satisfaction with pay influence high job turnover in
employees (Carraher, 2009), but psychological studies on employees has shown
negative correlation. Compensation for internship program in Bangladesh has
different scenario. For instance, in some local organization, they provide
compensation to their interns and expect better outcome, but lacks motivation (Wali
et al., 2015). As money is not always the prime concern for happiness (Louvet,
2007), so it works similarly on the work efficiency of the interns likewise. They tend to
ignore, which results in increased amount of error in work activities. However, in the
multinationals, interns do not get paid at all, but get to learn and can engage
themselves in to various brand building activities that makes their work effective and
efficient, Wali et al. (2015) added. Furthermore, in my case I was Highly Satisfied
with my compensation, as I was paid well and got the chance to explore new
dimensions of work and face new challenges, which was a learning opportunity for
me.
Last but not the least, personality played an important role on my work. For
example, I am an optimistic and extrovert by nature and it reflected in my work
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EHSAN KARIM
MBA (Day)
Representing: Asian Development Bank (ADB)
Organizational Behavior (BP6903); Sec 56
Faculty: Dr. Ioan Voicu
Home Assignment-1
Date: September 21, 2015
likewise. Though I was not aware of the work I was assigned for but I took the
courage and took this task as a challenge and because of inner worth and
competencies, I got myself acquainted with the job and I was satisfied with it. It was
only possible due to positive thinking, core values and perseveration.
The basic concept of job satisfaction theoretical model is that members of
organizations will have two possible responses to organizational decline, exit or
voice, and that loyalty can have an effect on those responses (Hirschman, 1970).
From the very first day of my internship, I was loyal to my firm. I always wanted
become a brand manager of a consumer product which has the highest consumption
rate in Bangladesh. That is why I was very enthusiastic in my work and whenever I
see anything wrong or any violation of the safety measures, I got myself involved into
the findings and provided with possible solutions. I was less likely to exit and more
likely to use voice to change the relationship or wait patiently until the situation
improves.
Over the last three decades, there have been an increasing number of studies
analyzing the restructuring and/or transformation of workplace organizations
(Kashefi, 2009). From the overall understanding of my personal job satisfaction level,
I was satisfied and I got the chance to explore myself. As recent studies showed that
job satisfaction have direct relationship with job performance (Murrar and Hamad,
2013), the same thing happened to me likewise. Moreover, my productive activities
helped me to become more loyal to the firm, which resulted in less absenteeism and
lower turnover rate as well.
References
Absar, M.M.N., Azim, M.T., Balasundaram, N., & Akhter, S. (2010). Impact of human
resource practices on job satisfaction: Evidence from manufacturing firms in
Bangladesh. Economic Sciences Series, Petroleum-Gas University of Ploiesti
Bulletin, 12(2), 31-42.
Carraher, S.M. (2010). Turnover prediction using attitudes towards benefits, pay and
pay satisfaction among employees and entrepreneurs in Estonia, Latvia and
Lithuania, Baltic Journal of Management, 6(1), 25-52.
Haque, M.M. & Taher, M.A. (2008). Job Characteristics Model And Job Satisfaction:
Age, Gender And Marital Status Effect. Paper presented at the 7 th International
EHSAN KARIM
MBA (Day)
Representing: Asian Development Bank (ADB)
Organizational Behavior (BP6903); Sec 56
Faculty: Dr. Ioan Voicu
Home Assignment-1
Date: September 21, 2015