...LITERATURE SURVEY On Job Satisfaction and Leadership Berikut merupakan survei literatur tentang faktor-faktor yang menentukan kepuasan kerja. Kepuasan kerja dan motivasi dipengaruhi secara positif oleh variabel pengakuan dan penghargaan dengan dimensi sebagai berikut: peluang promosi, prosedur operasi, pekerjaan itu sendiri, pengakuan, relasi dengan rekan kerja, kepuasan terhadap kompensasi, rasa aman, supervisor, dan pengembangan karier (Danis & Usman, 2010). Kepuasan kerja juga berkorelasi positif dengan keadilan organisasional: keadilan distributif, prosedural, interaksional (Al-Zu’bi, 2010). Pada perusahaan dengan tingkat upah yang rendah dan tingkat kepuasan karyawan sedang, kontribusi faktor-faktor kepuasan kerja paling besar ditentukan oleh faktor rekan sekerja, lingkungan kerja, dan pemimpin, tetapi paling rendah oleh faktor upah dan tunjangan (Salviah, 2002). Persepsi karyawan terhadap keadilan kompensasi memiliki korelasi yang signifikan terhadap kepuasan kerjanya (Astuti, 2001) Kebalikannya dari kepuasan kerja karyawan tingkat operasional, Batthi (20010) stres ditentukan 67% oleh faktor di dalam organisasi (beban kerja, waktu kerja, kepemimpinan, kebijakan perusahaan, kondisi kerja) dan 33% faktor di luar organisasi (kondisi ekonomi, keluarga karyawan, cuaca). Selain faktor di atas, salah satu yang perlu diketahui oleh pemimpin adalah seberapa besar pengaruh kepemimpinan, gaya kepemimpinan, dan spiritualitas pemimpin terhadap kepuasan kerja. Penelitian Aydin dan...
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...Report A survey on employee motivation and job satisfaction in RAMS Housing Ltd. Course : EMB601, Fall ’11 Faculty:Prefessor Abdur Rab Submitted by Engr. Liakat Ali Bhuiyan ID# 081-626-090 Submission date 29-12-2011 Contents 1. Executive Summary…...........................................................................................................1 2. Over-All response of every question………………………………………………………………………………..2 3. Questionnaire respect of Job design theory……………………………………………………………………..3 4. Questionnaire mapping with Maslow’s Hierarchy of Needs……………………………………………..4 5. Age effect on Motivating Potential Score…………………………………………………………………..….…5 6. Age effect on Maslow’s Hierarchy of Needs……………………………………………………………………..7 7. Gender effect on Motivating Potential Score and Maslow’s Hierarchy of Needs ……….........8 8. Why Motivated in RAMS Housing Ltd.……………………………………………………………………………..9 1. Executive Summary The objectives of this survey are to dig out the motivation and Job satisfaction scenario of RAMS Housing Limited. RAMS Housing Ltd is a developer company. It has been started its business in Bangladesh since 2000. It has 50 employees. But here data has been taken from 30 individuals by taking response on 14 sample questions. The survey try to map the organization needs with Maslow Hierarchy and Motivation potential score based on Age and Over-all company focus on job satisfaction. The survey try to map the organization needs with Maslow Hierarchy and Motivation potential score...
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...Job Satisfaction Survey Encourage an effective workforce with job satisfaction surveys. Support a happy, productive workplace by using surveys to ask about employee satisfaction and employee engagement. Do your employees feel their work is meaningful and their objectives clear? What motivates them to do their best work? Job satisfaction surveys help you make a meaningful connection between employees’ criteria for job satisfaction and your business goals, so you can engage your workforce in a truly satisfying way. Create a Job Satisfaction Survey → SurveyMonkey makes it easy to learn from your employees. Create a custom job satisfaction survey, or get a jumpstart with an employee satisfaction survey template from our expert methodologists. We’ll even help you collect answers and analyze the results. Please note: Some survey templates are only available in English. How to Use Job Satisfaction Surveys What is the top reason employees stay with an organization? Studies have shown they stay for “exciting work and challenge.” To keep your employees excited, poll them to understand whether they’re happy with their jobs – and what it takes to ensure that they are. Learn more about: Job satisfaction. There’s a direct relationship between overall employee morale and employee job satisfaction, and surveys can help you see it. Ask your employees: “How meaningful is your work?” and “How challenging is your job?” Or: “In a typical week, how often do you feel stressed at...
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...EMPLOYEE ATTITUDES AND JOB SATISFACTION Lise M. Saari and Timothy A. Judge This article identifies three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular—job satisfaction: (1) the causes of employee attitudes, (2) the results of positive or negative job satisfaction, and (3) how to measure and influence employee attitudes. Suggestions for practitioners are provided on how to close the gaps in knowledge and for evaluating implemented practices. Future research will likely focus on greater understanding of personal characteristics, such as emotion, in defining job satisfaction and how employee attitudes influence organizational performance. © 2004 Wiley Periodicals, Inc. “Happy employees are productive employees.” “Happy employees are not productive employees.” We hear these conflicting statements made by HR professionals and managers in organizations. There is confusion and debate among practitioners on the topic of employee attitudes and job satisfaction— even at a time when employees are increasingly important for organizational success and competitiveness. Therefore, the purpose of this article is to provide greater understanding of the research on this topic and give recommendations related to the major practitioner knowledge gaps. As indicated indirectly in a study of HR professionals (Rynes, Colbert, & Brown, 2002), as well as based on our experience, the major...
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...their jobs. Typically research has shown that satisfied employees or corporations are thought to be more productive. On the other hand, if workers are dissatisfied with their jobs, they are thought to be less productive and more prone to absenteeism and turnover. So HR departments need to measure employee job satisfaction and examine the correlations between these three variables (productivity, absenteeism, and turnover) with regard to possible extraneous variables. Human Resources Consulting, Inc. is hired by a medium-sized financial firm to conduct a survey addressing these topics. The survey, which is administered to the entire worker population, quantifies job satisfaction and employee. The general job satisfaction feedback will help HR in identifying the percentage of satisfied employees and the percentage satisfied in the areas of compensation, benefits, training, and supervisor relations. Research Objectives The purpose of this research is to identify the overall job satisfaction and whether it is related to the degree of absenteeism, intention to turnover, and perceived level of productivity among the employees. Specifically, this study aims to: • Determine the percentage of employees who are satisfied, overall, with their jobs and with which particular areas of job satisfaction (compensation, benefits, training, and supervisor relations). • Determine whether there is a correlation between the degree of absenteeism and job satisfaction and, if...
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...questionnaire survey. Thirteen (13) employees of the Mimi’s Café organization participated in our survey. Of these thirteen (13) people of the organization, there were four (4) managers and nine (9) employees. A 34-questionaire survey was provided for them to take. A scale for the questionnaire was conducted in the following way from 1 to 5. 1 being strongly disagrees, 2 being disagree, 3 unsure, 4 agree, and 5 strongly agree. In order for us to interpret and discuss what the results of our data suggested. The researchers went through each question and tallied up the ratings of the thirteen 13 employees and managers. With the data provided by the volunteers, our researchers had to answer what did it all suggest through what we were trying to get at through our 6 research questions. We the researchers investigated the aspects of does the staff work together as a team, what factors influence their teamwork, as well as how could their teamwork be improved. In addition, they wanted to also investigate what were the levels of job satisfaction and motivation of the current Mimi’s volunteers, what factors increase or hinder those levels, and how can those levels of job satisfaction and motivation be improved. ORGANIZATIONAL TEAMWORK Results from the analysis showed that both the managers and employees rated strongly agreed and/or agreed that the Mimi’s staff in fact does works as team. Overall the researchers believe this organization does work together as a team. Demonstrated by survey question...
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...Each supervisor has 12-15 representatives that they must oversee. The duties of each representative consist of retaining customer business by renewing contracts, present data solutions, offer accessories, demonstrate equipment functions and network capability and answer customer billing questions. The supervisors’ job is to monitor daily team results to ensure performance, retention and objective compliance, complete monthly reporting, provide effective feedback, supervise, educate and motivate their team to exceed all performance measures. I have worked for this same wireless carrier for 4 years and I currently work in their financial service department but I have a few close friends who work in the customer care department who don’t be satisfied with their jobs. I found this quite interesting because we all worked for the same company but there seemed to be a huge difference in job satisfaction from department to department. In order to find out what this difference is from our department to theirs I did an hour of side by sides with some of the customer care representatives and gave my friends from the department a survey to fill out that dealt with job satisfaction. Problem Statement Most of the feedback I received from the employees in this department is that management spends a lot of time micromanaging its employees. The employees do not feel empowered to make decisions because they feel that they will be reprimanded later for their decision. The number of FMLA (Family...
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...WORK DESIGN AND JOB SATISFACTION ROBERT D. MOHR and CINDY ZOGHI Job satisfaction has important economic effects. Low job satisfaction is associated with higher rates of quitting and higher rates of absenteeism; high job satisfaction correlates with improved job performance and organizational citizenship behaviour. Dissatisfaction therefore may result in higher labour costs and lower productivity. This article studies the relationship between job satisfaction and high-involvement. The huge no. of observation (25000) has allowed the authors to draw general insights about the relationship. Also authors could check additional variables which may be indicator of dissatisfaction and thus allowed the authors to test how broad a range of satisfaction measures can be linked to high-involvement work practises. Finally, because they used a data set that includes information from both employers and employees and follows both groups over time, they can control for a number of specific sources of bias, and look for evidence on the direction of causality. Background of research: A large body of literature on socio-technical systems, total quality management, and high-performance work systems argues that jobs with a high degree of employee involvement might increase satisfaction. The existing literature also recognizes, however, that even if a positive association between the characteristics of work and the evaluative judgment that individuals make about their jobs exists, the direction...
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...LETTER of TRANSMITTAL Date: To Nargis Begum Lecturer of business administration World university of Bangladesh Dear Madam, This report entitled “job satisfaction of an industry” is an integral part of our academic program for the BBA degree we have worked various aspects on this matter. We are grateful to you for giving is this exposure to achieve tremendous real life experience during this work. We put the best performance on it. It’s been a pleasure for us to submit here with our dissertation, which has been prepared under the smart and dynamic leadership of a personality like you, again we gratefully thank you for the part of your experience, knowledge and views you share with us. We pray and hope that you would kind enough and grant us and obliged there by. Your sincerely Shohel Rana BBA, 31st A World University of Bangladesh ACKNOWLEDGMENT This report consists of the contribution of several individuals and institutions. At the beginning we would like to pay my gratitude to the almighty Allah for given us the ability to work under all circumstances, then we would like to thank and our heartiest gratitude goes to prof supervisor Nargis Begum, lecturer world university of Bangladesh. Who approved the proposal and gave a comprehensive idea in completion of the report without her guidance and assistance this work would not have been possible for us to complete. We would like to thank the authority of “………..” to give us the valued opportunity...
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...employee’s performance, which ultimately decides, and attainment of goals. However, the employee performance is to a large extent, influenced by motivation and job satisfaction The term relates to the total relationship between an individual and the employer for which he is paid. Satisfaction does mean the simple feeling state accompanying the attainment of any goal; the end state is feeling accompanying the attainment by an impulse of its objective. Job satisfaction does mean absence of motivation at work. Research workers differently described the factors contributing o job satisfaction and job dissatisfaction. The survey made regarding the job satisfaction in BSNL will facilitate and enables the management to know the perceptions and inner feelings regarding the job they are performing on day-to-day basis. The term job satisfaction reveals and focuses on the likes and dislikes of the employees of BSNL. In this particular study the researchers tries to identify the causes for satisfaction and dissatisfaction among the employees. So this is the most effective and selective instrument for diagnosing and peeping into the employee’s problems. Job satisfaction survey can give the most valuable information the perceptions and causes. For satisfaction/dissatisfaction among the employees attitude towards job satisfaction may be either positive or negative. This positive feeling can be re-in forced...
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...In this chapter we tried to describe the origin of the report, objective of the report, scope and limitations of the report. 1.01. Origin of the report: The B.B.A. Program under the department of finance offers a course named “Principles of management, F-109)” which requires submitting a report on a specific topic given to us. The report under the headline ‘Job satisfaction’ has been prepared towards the purpose .Our main task was to analyze two organizations employees job satisfaction. 1.02. Objective of the report: The main objective of this study is to critically measure the job satisfaction of the employees of Prime bank limited and Islami bank Bangladesh Limited. The specific objectives of the study is identify as following: To identify the importance of determines of job satisfaction. To measure the level of job satisfaction with respect to compensation package. To measure the level of job satisfaction with regard to training & development. To measure the level of job satisfaction. To measure the level of job satisfaction in regard of job security. To measure the level of job satisfaction with respect to motivational practices and other aspect of this particular organization. 1.03. Methodology of the study: Methodology is the process or system through which a study is being carried out for the purpose of collection of information that is required in collection with the study for reaching a conclusion on that study. We have collected data from...
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...Job Satisfaction In Registered Nurses: Survey Research Lindsey Rask July 30th, 2011 Job satisfaction within acute, community and public health nursing is imperative to the health care system as it directly affects the entire organization. In most health care settings, nurses hold the majority of positions, and replacement of an licensed personnel can be costly, time consuming, and difficult due to staff shortages. These factors are leading to a decrease in job satisfaction, as they are a major cause of burnout rates within the health care profession. The focus of this study is to explore the career plans, satisfaction levels and professional concerns of registered nurses (RNs), specifically within the Prince Albert Parkland Health Region. Through the use of a interviewed survey, this study will explore what significant number of nurses will choose to seek employment outside of nursing, shift to part-time positions, further their education in the nursing field, retire, or alter their career plans is some way. It will also look at what sort of turnover should be expected among nursing staff, if there is a perceived shortage of professionals in their field, and whether they would recommend nursing as a career to others. Nursing is the nation’s largest healthcare profession, with more than 3.1 million RNs nationwide. Of all licensed RNs, 2.6 million or 84.8 percent are employed in nursing, leaving about 500,000 licensed nurses that do not work in the...
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...The purpose to of this research is to understand and determine the morale of 20 employees in the Waikato regions that we have surveyed. In this study, we conducted 20 surveys in different areas of work. This survey was conducted in the Waikato region on different people from different organisations. In our research we found that most of our research was taken from a professional accountancy firm, restaurants and others such as customer service and assistance. We developed a questionnaire based on the organisational behaviour areas and literature reviews and conducted these surveys and have decided to have hypothesis about what we think that the outcome of these will be. These have been used as the focus of this report. The reason that we chose these candidates are they are different and diverse industries and we can compare the information given easily. We have also identified their role in the industry and we compared their roles against our research. We have also included the age, gender of the candidates we have chosen so that this can be compared with other factors. The articles that we have reviewed during this research are based on the topics of Stress/pressure/Burnout indicators, Conditions of employment, Staff perceptions of leadership performance, Staff Perceptions of Autonomy, Staff Satisfaction, Staff turnover intentions, Staff Wellbeing, Great place to work (work life balance, conflict and enrichment), Psychological capital and Staff commitment and motivation...
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...relating to job satisfaction is of major interest in the field of organizational behavior and the practice of human resources management now. The interest steamed from the belief that the satisfied employees are more productive than dissatisfied employees are. This interest induces the management academics to conduct many researches regarding different issues in the field of job satisfaction. Employees spend most of their time at work but they are not completely satisfied from their job that’s why satisfaction is not only important for employee’s wellbeing but also for organization wellbeing. Attainment of a high level performance through productivity and efficiency has always been an organizational goal of high priority. In order to do that highly satisfied work force is an absolutely necessity for achieving a high level of performance advancement of an organization. Satisfied worker leads to extend more effort to job performance, then works harder and better. Thus every organization tries to create a satisfied work force to operate the well- being of the organization. However, the total organizational performance depends on efficient and effective performance of individual employees of the organization. Therefore, every organization places a considerable reliance on their individual employee performance to gain high productivity in the organization. Employee effort is an important factor that determines an individual performance will be. When an employee feels a satisfaction about...
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...Hamilton Sundstrand Organizational Change Project Leadership and Organizational Behavior Joseph Plumley 12/13/2010 Hamilton Sundstrand is a global corporation that designs, manufactures and supports aerospace and industrial products for worldwide markets. It is a subsidiary of United Technologies Corporation headquartered in Windsor Locks, Connecticut, US. UTC provides a broad range of high-technology products and support services to the building systems and aerospace industries. Recently, the corporation has been ranked number one in the Aerospace and Defense industry rankings on Forbes Most admired companies list. Among other business units of UTC are Carrier Corporation, Otis Elevator Company, Pratt & Whitney, Sikorsky Aircraft, UTC Fire & Security and UTC Power. Hamilton Sundstrand roots all the way back to 1905. From the early days, the company's legacy product includes machine tools for manufacturing, early aircrafts parts and a unique 10-key adding machine before calculator was available. The company provided propellers for United States and the allies in World War II with rapid production to meet the department of defense needs. The company has about 16, 400 employees located at 150 facilities in 20 countries around the world with key focus on expanding their operation in emerging nations. To maintain their comparative and absolute advantage in vast aerospace technological field the company spends nearly $1 billion a year on engineering and development...
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