STUDY OF JOB SATISFACTION
A STUDY OF JOB SATISFACTION
STUDY OF JOB SATISFACTION
INDEX
? SYNOPSIS ? OBJECTIVE ? METHODOLOGY ? COMPANY INFO ? WORK DONE ? DATA COLLECTED ? GRAPHICAL REPRESENTATION OF DATA a.MOTIVATIORS b.HYGIENE FACTORS ? ANALYSIS ? RECOMMENDATION ? CONCLUSION
STUDY OF JOB SATISFACTION
SYNOPSIS
Job satisfaction relates to happiness with one's work life. It relates to one's current work situation and is dependent on many factors. Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work. Job satisfaction can be influenced by a variety of factors, e.g. the quality of one's relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfilment in their work, etc. Job satisfaction translates to increased productivity. Satisfied people are known to be better at the job they do. They tend to become self motivated. This exercise aims to conduct a survey of job satisfaction amongst employees of Cheers Interactive and analyze the factors where the levels of satisfaction is low based on the Herzberg’z Two Factor Theory (also known as Herzberg's Motivation-Hygiene Theory) The result of the survey conducted clearly pointed out the areas where the satisfaction level is low among the employees. By improving the areas of low satisfaction the management of the organization can improve the productivity of the employees and can keep the individuals motivated.
STUDY OF JOB SATISFACTION
OJECTIVE
Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that person's parent. There are a variety of factors that can influence a person's level of job satisfaction; some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, and the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements). The happier people are within their job, the more satisfied they are said to be.
Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance. Methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations.
The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers.
STUDY OF JOB SATISFACTION
METHODOLOGY
Two Factor Theory (also known as Herzberg's Motivation-Hygiene Theory) was developed by Frederick Herzberg, a psychologist who found that job satisfaction and job dissatisfaction acted independently of each other. Two Factor Theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction
Herzberg analysed the job attitudes of 200 accountants and engineers who were asked to recall when they had felt positive or negative at work and the reasons why. From this research, Herzberg suggested a two-step approach to understanding employee motivation and satisfaction:
STUDY OF JOB SATISFACTION
Hygiene Factors
Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include: - Company policy and administration - Wages, salaries and other financial remuneration - Quality of supervision - Quality of inter-personal relations - Working conditions - Feelings of job security
Motivator Factors
Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve aboveaverage performance and effort. Motivator factors include: - Status - Opportunity for advancement - Gaining recognition - Responsibility - Challenging / stimulating work - Sense of personal achievement & personal growth in a job
STUDY OF JOB SATISFACTION
COMPANY INFO ( CHEERS INTERACTIVE (INDIA) PVT Ltd.) CHEERS INTERACTIVE
provides consulting and IT services to clients globally - as partners to conceptualize and realize technology driven business transformation initiatives. With over 8,OOO employees in india, it uses a low-risk Global Delivery Model (GDM) to accelerate schedules with a high degree of time and cost predictability. As one of the pioneers in strategic offshore outsourcing of software services, Cheers Interactive has leveraged the global trend of offshore outsourcing. Even as many software outsourcing companies were blamed for diverting global jobs to cheaper offshore outsourcing destinations like India and China, Cheers Interactive was recently applauded by Wired magazine for its unique offshore outsourcing strategy — it singled out Cheers Interactive for turning the outsourcing myth around and bringing jobs back to the US. Cheers Interactive provides end-to-end business solutions that leverage
STUDY OF JOB SATISFACTION
technology. It provide solutions for a dynamic environment where business and technology strategies converge. Our approach focuses on new ways of business combining IT innovation and adoption while also leveraging an organization's current IT assets. Cheers Interactive works with large global corporations and new generation technology companies to build new products or services and to implement prudent business and technology strategies in today's dynamic digital environment. The values that drive Cheers Interactive: C-LIFE • • • • • Customer Delight: A commitment to surpassing our customer expectations. Leadership by Example: A commitment to set standards in our business and transactions and be an exemplar for the industry and our own teams. Integrity and Transparency: A commitment to be ethical, sincere and open in our dealings. Fairness: A commitment to be objective and transaction-oriented, thereby earning trust and respect. Pursuit of Excellence: A commitment to strive relentlessly, to constantly improve ourselves, our teams, our services and products so as to become the best.
WORK DONE
A SAMPLE OF SURVEY DONE
:
Age:
Job Satisfaction
Name:
Designation: Sr.N o 1 Details Work gives you a sense of personal accomplishment?
Organisation: Satisfactio n High Satisfactio n Low
2
Degree of motivation as far as the job is concerned
STUDY OF JOB SATISFACTION
3
The extent to which personal growth and development is possible : The organizational climate
4
5
Your level of salary w.r.to your experience
6
The level of job security
7
The nature of tasks you are required to perform
8
The quantity of work expected / allotted to you Relationship with boss
9
10
Your company has a fair incentive and reward system ?
11
Feeling about the manner in which your efforts are valued
12
The degree to which your skills are utilized
13
The scope your job offers for you to realize your aspirations and ambition
14
Extent of your involvement and identification with the organization’s goals and image
STUDY OF JOB SATISFACTION
15
Current career opportunities Your company has policies and procedures to adequately support you?
16
17
Flexibility and independence allowed Extent to which colleagues support you in your decisions
18
19
The extent of your participation in important decisions
20
The methodology by which change / innovation is implemented in the organization
21
Communication and information flow in your organization : Do you constantly receive constructive feedback
22
23
Organization structure
24
Current Job Compared with a year ago, your overall job satisfaction
25
STUDY OF JOB SATISFACTION
DATA COLLECTED
The results of all the individuals were collated to get an overall view of their responses.
Job Satisfaction Name: Age:
Designation: Sr.N o 1 Details Work gives you a sense of personal accomplishment?
Organisation: Satisfactio n High 5 Satisfactio n Low 5
2
Degree of motivation as far as the job is concerned
5
5
3 The extent to which personal growth and development is
7
3
STUDY OF JOB SATISFACTION
possible 4 The organizational climate 10 0
5
Your level of salary w.r.t. your experience
3
7
6
The level of job security
9
1
7
The nature of tasks you are required to perform
6
4
8
The quantity of work expected / allotted to you Relationship with boss
6
4
9
6
4
10
Your company has a fair incentive and reward system ?
1
9
11
Feeling about the manner in which your efforts are valued
4
6
12
The degree to which your skills are utilized
4
6
13
The scope your job offers for you to realize your aspirations and ambition
8
2
14
Extent of your involvement and identification with the organization’s goals and image
2
8
15
Current career opportunities
8
2
STUDY OF JOB SATISFACTION
Your company has policies and procedures to adequately support you?
16
6
4
17
Flexibility and independence allowed Extent to which colleagues support you in your decisions
8
2
18
10
0
19
The extent of your participation in important decisions
7
3
20
The methodology by which change / innovation is implemented in the organization
5
5
21
Communication and information flow in your organization Do you constantly receive constructive feedback
8
2
22
6
4
23
Organization structure
4
6
24
Current Job Compared with a year ago, your overall job satisfaction
5
5
25
5
5
STUDY OF JOB SATISFACTION
GRAPHICAL REPRESENTATION OF DATA
Motivators
1. Work gives you a sense of personal accomplishment?
50%
50%
High Low
2. Degree of motivation as far as the job is concerned
50%
50%
High Low
3. The extent to which personal growth and development is possible
30% High Low 70%
STUDY OF JOB SATISFACTION
10. Your company has a fair incentive and reward system ?
10% High Low 90%
STUDY OF JOB SATISFACTION
11. Feeling about the manner in which your efforts are valued
10% High Low 90%
12. The degree to which your skills are utilized
10% High Low
13. The scope your job offers for you to realize your aspirations and ambition
90%
20% High Low 80% 20% High Low 80% 14. Extent of your involvement and identification with the organization’s goals and image
15. Current career opportunities
20% High Low 80%
30% 5 High Low 70%
22. Do you constantly receive constructive feedback
19. The extent of your participation in important decisions
40% High Low 60%
STUDY OF JOB SATISFACTION
7.2 Hygiene factors
4. The organizational climate
0%
16. Your company has policies and procedures to adequately support you?
High Low 100%
40% 60% High Low
5. Your level of salary w.r.t. your experience
30%
6. The level of job security
High Low 70%
High Low
10%
90%
7. The nature of tasks you are required to perform
40% 8. The quantity of work expected / allotted to you 60% High Low
40% High Low 60%
24. Current Job
STUDY OF JOB SATISFACTION
50% 50% High Low
9. Relationship with boss
40% High Low 60% 17. Flexibility and independence allowed
20%
18. Extent to which colleagues support you in your decisions
High Low 80%
0% High Low 100%
20. The methodology by which change / innovation is implemented in the organization
21. Communication and information flow in your organization
50%
50%
High Low
20% High Low 80%
23. Organization structure
10% High Low 90%
25. Compared with a year ago, your overall job satisfaction
50%
50%
High Low
STUDY OF JOB SATISFACTION
ANALYSIS
From the individuals interviewed the following analysis is drawn: • The individuals are more satisfied with the Hygiene factors than the Motivators. • Amongst the motivators 90% of individuals are not satisfied with the incentives and the rewards systems of the organization as well as the way in which their efforts are valued and their skills are utilized • 80 % of the individuals feel that they are not able to identify with the goals of the organization • Amongst the hygiene factors 90 % of the individuals are not satisfied with the organization structure.
STUDY OF JOB SATISFACTION
RECOMMENDATIONS
? The rewards system of the organizations should be improved ? The individuals should be asked what kind of rewards would please them and an incentive based system should be introduced to motivate the employees. ? The employees should be more involved in the company and the then goals of the company should be made clear. ? Employee stock option schemes should be introduced to motivate the employees. ? The employee should be analyzed and should be allotted tasks as per his/her skills.
STUDY OF JOB SATISFACTION
CONCLUSION
The factors where the level of satisfaction was low were identified. It was observed that the satisfaction was less in the ‘Motivators’ than in the ‘Hygiene Factors’. The sample size of the data was quite small to comment on the whole organization, still the conclusion derived was quite clear from the collected sample. Steps should be taken to increase the level of satisfaction in the factors identified.
doc_825564247.doc
A STUDY OF JOB SATISFACTION
STUDY OF JOB SATISFACTION
INDEX
? SYNOPSIS ? OBJECTIVE ? METHODOLOGY ? COMPANY INFO ? WORK DONE ? DATA COLLECTED ? GRAPHICAL REPRESENTATION OF DATA a.MOTIVATIORS b.HYGIENE FACTORS ? ANALYSIS ? RECOMMENDATION ? CONCLUSION
STUDY OF JOB SATISFACTION
SYNOPSIS
Job satisfaction relates to happiness with one's work life. It relates to one's current work situation and is dependent on many factors. Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work. Job satisfaction can be influenced by a variety of factors, e.g. the quality of one's relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfilment in their work, etc. Job satisfaction translates to increased productivity. Satisfied people are known to be better at the job they do. They tend to become self motivated. This exercise aims to conduct a survey of job satisfaction amongst employees of Cheers Interactive and analyze the factors where the levels of satisfaction is low based on the Herzberg’z Two Factor Theory (also known as Herzberg's Motivation-Hygiene Theory) The result of the survey conducted clearly pointed out the areas where the satisfaction level is low among the employees. By improving the areas of low satisfaction the management of the organization can improve the productivity of the employees and can keep the individuals motivated.
STUDY OF JOB SATISFACTION
OJECTIVE
Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that person's parent. There are a variety of factors that can influence a person's level of job satisfaction; some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, and the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements). The happier people are within their job, the more satisfied they are said to be.
Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance. Methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations.
The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers.
STUDY OF JOB SATISFACTION
METHODOLOGY
Two Factor Theory (also known as Herzberg's Motivation-Hygiene Theory) was developed by Frederick Herzberg, a psychologist who found that job satisfaction and job dissatisfaction acted independently of each other. Two Factor Theory states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction
Herzberg analysed the job attitudes of 200 accountants and engineers who were asked to recall when they had felt positive or negative at work and the reasons why. From this research, Herzberg suggested a two-step approach to understanding employee motivation and satisfaction:
STUDY OF JOB SATISFACTION
Hygiene Factors
Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include: - Company policy and administration - Wages, salaries and other financial remuneration - Quality of supervision - Quality of inter-personal relations - Working conditions - Feelings of job security
Motivator Factors
Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve aboveaverage performance and effort. Motivator factors include: - Status - Opportunity for advancement - Gaining recognition - Responsibility - Challenging / stimulating work - Sense of personal achievement & personal growth in a job
STUDY OF JOB SATISFACTION
COMPANY INFO ( CHEERS INTERACTIVE (INDIA) PVT Ltd.) CHEERS INTERACTIVE
provides consulting and IT services to clients globally - as partners to conceptualize and realize technology driven business transformation initiatives. With over 8,OOO employees in india, it uses a low-risk Global Delivery Model (GDM) to accelerate schedules with a high degree of time and cost predictability. As one of the pioneers in strategic offshore outsourcing of software services, Cheers Interactive has leveraged the global trend of offshore outsourcing. Even as many software outsourcing companies were blamed for diverting global jobs to cheaper offshore outsourcing destinations like India and China, Cheers Interactive was recently applauded by Wired magazine for its unique offshore outsourcing strategy — it singled out Cheers Interactive for turning the outsourcing myth around and bringing jobs back to the US. Cheers Interactive provides end-to-end business solutions that leverage
STUDY OF JOB SATISFACTION
technology. It provide solutions for a dynamic environment where business and technology strategies converge. Our approach focuses on new ways of business combining IT innovation and adoption while also leveraging an organization's current IT assets. Cheers Interactive works with large global corporations and new generation technology companies to build new products or services and to implement prudent business and technology strategies in today's dynamic digital environment. The values that drive Cheers Interactive: C-LIFE • • • • • Customer Delight: A commitment to surpassing our customer expectations. Leadership by Example: A commitment to set standards in our business and transactions and be an exemplar for the industry and our own teams. Integrity and Transparency: A commitment to be ethical, sincere and open in our dealings. Fairness: A commitment to be objective and transaction-oriented, thereby earning trust and respect. Pursuit of Excellence: A commitment to strive relentlessly, to constantly improve ourselves, our teams, our services and products so as to become the best.
WORK DONE
A SAMPLE OF SURVEY DONE
:
Age:
Job Satisfaction
Name:
Designation: Sr.N o 1 Details Work gives you a sense of personal accomplishment?
Organisation: Satisfactio n High Satisfactio n Low
2
Degree of motivation as far as the job is concerned
STUDY OF JOB SATISFACTION
3
The extent to which personal growth and development is possible : The organizational climate
4
5
Your level of salary w.r.to your experience
6
The level of job security
7
The nature of tasks you are required to perform
8
The quantity of work expected / allotted to you Relationship with boss
9
10
Your company has a fair incentive and reward system ?
11
Feeling about the manner in which your efforts are valued
12
The degree to which your skills are utilized
13
The scope your job offers for you to realize your aspirations and ambition
14
Extent of your involvement and identification with the organization’s goals and image
STUDY OF JOB SATISFACTION
15
Current career opportunities Your company has policies and procedures to adequately support you?
16
17
Flexibility and independence allowed Extent to which colleagues support you in your decisions
18
19
The extent of your participation in important decisions
20
The methodology by which change / innovation is implemented in the organization
21
Communication and information flow in your organization : Do you constantly receive constructive feedback
22
23
Organization structure
24
Current Job Compared with a year ago, your overall job satisfaction
25
STUDY OF JOB SATISFACTION
DATA COLLECTED
The results of all the individuals were collated to get an overall view of their responses.
Job Satisfaction Name: Age:
Designation: Sr.N o 1 Details Work gives you a sense of personal accomplishment?
Organisation: Satisfactio n High 5 Satisfactio n Low 5
2
Degree of motivation as far as the job is concerned
5
5
3 The extent to which personal growth and development is
7
3
STUDY OF JOB SATISFACTION
possible 4 The organizational climate 10 0
5
Your level of salary w.r.t. your experience
3
7
6
The level of job security
9
1
7
The nature of tasks you are required to perform
6
4
8
The quantity of work expected / allotted to you Relationship with boss
6
4
9
6
4
10
Your company has a fair incentive and reward system ?
1
9
11
Feeling about the manner in which your efforts are valued
4
6
12
The degree to which your skills are utilized
4
6
13
The scope your job offers for you to realize your aspirations and ambition
8
2
14
Extent of your involvement and identification with the organization’s goals and image
2
8
15
Current career opportunities
8
2
STUDY OF JOB SATISFACTION
Your company has policies and procedures to adequately support you?
16
6
4
17
Flexibility and independence allowed Extent to which colleagues support you in your decisions
8
2
18
10
0
19
The extent of your participation in important decisions
7
3
20
The methodology by which change / innovation is implemented in the organization
5
5
21
Communication and information flow in your organization Do you constantly receive constructive feedback
8
2
22
6
4
23
Organization structure
4
6
24
Current Job Compared with a year ago, your overall job satisfaction
5
5
25
5
5
STUDY OF JOB SATISFACTION
GRAPHICAL REPRESENTATION OF DATA
Motivators
1. Work gives you a sense of personal accomplishment?
50%
50%
High Low
2. Degree of motivation as far as the job is concerned
50%
50%
High Low
3. The extent to which personal growth and development is possible
30% High Low 70%
STUDY OF JOB SATISFACTION
10. Your company has a fair incentive and reward system ?
10% High Low 90%
STUDY OF JOB SATISFACTION
11. Feeling about the manner in which your efforts are valued
10% High Low 90%
12. The degree to which your skills are utilized
10% High Low
13. The scope your job offers for you to realize your aspirations and ambition
90%
20% High Low 80% 20% High Low 80% 14. Extent of your involvement and identification with the organization’s goals and image
15. Current career opportunities
20% High Low 80%
30% 5 High Low 70%
22. Do you constantly receive constructive feedback
19. The extent of your participation in important decisions
40% High Low 60%
STUDY OF JOB SATISFACTION
7.2 Hygiene factors
4. The organizational climate
0%
16. Your company has policies and procedures to adequately support you?
High Low 100%
40% 60% High Low
5. Your level of salary w.r.t. your experience
30%
6. The level of job security
High Low 70%
High Low
10%
90%
7. The nature of tasks you are required to perform
40% 8. The quantity of work expected / allotted to you 60% High Low
40% High Low 60%
24. Current Job
STUDY OF JOB SATISFACTION
50% 50% High Low
9. Relationship with boss
40% High Low 60% 17. Flexibility and independence allowed
20%
18. Extent to which colleagues support you in your decisions
High Low 80%
0% High Low 100%
20. The methodology by which change / innovation is implemented in the organization
21. Communication and information flow in your organization
50%
50%
High Low
20% High Low 80%
23. Organization structure
10% High Low 90%
25. Compared with a year ago, your overall job satisfaction
50%
50%
High Low
STUDY OF JOB SATISFACTION
ANALYSIS
From the individuals interviewed the following analysis is drawn: • The individuals are more satisfied with the Hygiene factors than the Motivators. • Amongst the motivators 90% of individuals are not satisfied with the incentives and the rewards systems of the organization as well as the way in which their efforts are valued and their skills are utilized • 80 % of the individuals feel that they are not able to identify with the goals of the organization • Amongst the hygiene factors 90 % of the individuals are not satisfied with the organization structure.
STUDY OF JOB SATISFACTION
RECOMMENDATIONS
? The rewards system of the organizations should be improved ? The individuals should be asked what kind of rewards would please them and an incentive based system should be introduced to motivate the employees. ? The employees should be more involved in the company and the then goals of the company should be made clear. ? Employee stock option schemes should be introduced to motivate the employees. ? The employee should be analyzed and should be allotted tasks as per his/her skills.
STUDY OF JOB SATISFACTION
CONCLUSION
The factors where the level of satisfaction was low were identified. It was observed that the satisfaction was less in the ‘Motivators’ than in the ‘Hygiene Factors’. The sample size of the data was quite small to comment on the whole organization, still the conclusion derived was quite clear from the collected sample. Steps should be taken to increase the level of satisfaction in the factors identified.
doc_825564247.doc