...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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...Q1. Since how many years you have been working in this organization? a. 0-5 Years b. 5-10 Years c. 10-15 Years d. More than 15 Years Q2.Is Top Management interested in motivating the employees? a. Strongly Agree b. Agree c. Neutral d. Disagree e. Strong Disagree Q3.Is the organization effective in fulfilling basic needs of employees like food, shelter and basic functions in life? a. Strongly Agree b. Agree c. Neutral d. Disagree e. Strong Disagree Q4. Do you have a feeling of Job security while working in this organization? a. Yes b. No Q5. Are you satisfied with the canteen facility in the organization? a. Yes b. No Q6. Are you satisfied with the Drinking Water facility in the organization? a. Yes b. No Q7. “Employee Safety is the top priority of Management”. a. Strongly Agree b. Agree c. Neutral d. Disagree e. Strong Disagree Q8. Does the organization provide medical facility for its employees and their families? a. Yes b. No Q9. How is the work culture in your organization? a. Supportive b. less Supportive c. Not at all supportive Q10. “Employees have Good Relationship with other staff members” a. Strongly Agree b. Agree c. Neutral d. Disagree e. Strong Disagree Q11 Support from the other staff members is helpful to get motivated a. strongly Agree b. Agree c. Neutral d. Disagree e. Strong Disagree Q12. An organization recognizes and acknowledges your work. a. Strongly Agree b. Agree c. Neutral d. Disagree e. Strong Disagree ...
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...Job Satisfaction Survey Karrie Severance RES/341 11/28/2011 Roger Gibb Job Satisfaction Survey Job satisfaction is how content an individual is in his or her job, thus making job satisfaction one of the most researched concepts in general human resources. A finding in the research is that job satisfaction directly correlates with productivity. The more satisfied an individual is with their job, the more productive that individual is in return the more productive an individual is the happier the individual is with their job. To establish this sense of satisfaction an individual must be well matched to the job he or she is performing. Understanding this correlation between job performance and satisfaction will aid management in creating the working environment that has the most benefits to both the business and the employees within the business. Job satisfaction surveys should be given to all current employees by the human resource department. All employees in all departments will need to be surveyed to have a survey that is not skewed one direction or another. Also, this allows management to see if there are employees place in the wrong department that should be moved to another department that would be a better fit for that employee. The survey will give management a chance to improve upon their management of the employees. Management will be given the survey in addition to the employees so the results of the employee survey can be compared to managements. This will...
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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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...Presentation JoAnn Buckson RES/320 September 11rd, 2012 Amy Holland I. Employee satisfaction II. Introduction III. Statement of the problem IV. Literature Review A. Sampling Plans 1. Survey Method 2. Qualitative Method 3. Quantitative Method B. General Information 1. Research Design 2. Mythology C. Who does it affect 1. Expected Results 2. Reports IIII. Conclusion and Recommendations Introduction Employees of all incomes brackets and age groups continue to become less and less satisfied at work. Employee satisfaction means different things to different people. For example, an employees’ motivation can range from basic pay to survive, to contributors that work for the satisfaction of contributing to the greater good (Thompson, (2004). Research indicates that satisfied employees are more likely to stay with his or her employers (Heathfield, 2012). According to this survey 82% of the employees at this hospital indicated overall satisfaction with his or her position with 35% reporting he or she was very satisfied. More surprising 62% said that the current job market did not play a role in his or her job satisfaction. Hospitals have a well-balanced diversity of people and levels of working roles. In process for any giving...
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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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...organizations. The study proposes that employee retention rates at Applied Research Associates (ARA) are driven by employee satisfaction. Applied Research Associates employs just over 1,200 employees and the study will use a written, paper survey to collect information from 200 randomly selected employees. Some of the information collected will be used to classify the study participants. The remaining information regarding employee views on benefits and career advancement opportunities within the company will be used to measure the level of employee satisfaction and will be analyzed for potential areas to improve retention of quality employees at ARA. Make sure word count is at 150 or less. Good summary Employee Retention at Applied Research Associates From an organizational perspective, the recruitment and retention of top-notch employees is even more important today than ever before (Holtom, Mitchell, Lee, & Eberly, 2008). Successful organizations have become increasingly dependent on their quality this maybe bias calling them quality employees employees’ ability to adapt to market changes; the same market changes that may cause job dissatisfaction among employees and increase voluntary turnover rates of key employees (Chen, Ployhart, Thomas, Anderson, & Bliese, 2011). Applied Research Associates has an excellent record in recruiting high quality employees, but in the past 12 months there has been an increase in the employee voluntary turnover rate. While the organization...
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...Introduction Many organizations have pondered the subject of employee attitudes and job satisfaction. Research has been done on this subject, and it has been determined that there are 3 major knowledge gaps between HR practice and the scientific research. The article by Saari and Judge , “Employee Attitudes and Job Satisfaction” (2004), discusses not only what those gaps are but what could be done to bridge those gaps. Employee Attitudes The first of the 3 knowledge gaps between HR practice and the scientific research is finding out what the causes of employee attitudes are. The most crucial of the employee attitudes is job satisfaction. The definition of satisfaction as seen by E.A. Locke in his 1976 published article was “a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences” (Saari & Judge, 2004). We tend to use both feeling and thinking when we appraise our jobs, just like when we evaluate something of importance to us in our lives,. One of the influences that is usually overlooked by HR specialists when considering job satisfaction is the work itself (Saari & Judge, 2004). There have even been a number of studies that show how one’s job satisfaction can be influenced by one’s temperament. It has also been indicated that the differences in temperament or disposition of some employees can be linked to their differences in job satisfaction, although that relationship has not been fully understood yet. An employee’s...
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...Employee productivity and job Satisfaction Research Project MSA 699 Sabrina Foster Central Michigan University Table of Contents Pages Number List of Tables List of Figures Chapter 1 Problem Definition 3 Chapter 2 Literature Review 6 Chapter 3 Research methodology 11 References 15 Appendix A Survey instructions 17 Survey/Interview Questions Chapter 1 Problem Definition Background Express is a fashion forward retail store with multiple locations worldwide. A unique fashion powerhouse selling both men and women clothing with over 30 years experience. (Express.com, 2014) “Express is not about a single point in time, but rather a spirit energy, and a belief that we can and will be the best retail fashion brand in the world” says Chairman and CEO Michael Weiss. (Express.com, 2014) Express associated with Limited brands, which are responsible for stores such as Bath and body works, Victoria’s Secret and The Limited. (Express.com, 2014) Leaving them with a rich brand history of success. The company has values they follow which have contributed to its success. These values are; do the right thing and do things right, begin and end with our customer in mind, passion with a purpose and performance matters. (Express.com, 2014) Employees working at Express are exceptional at creating a shopping experience similar to dining at a five star restaurant. From...
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...than $40 billion” (para. 1). In the area of retention and employee satisfaction Sears, Roebuck turned a challenging situations into a celebrated win for the organization. Sears amazingly linked employee satisfaction to employee retention, which led to customer satisfaction and higher performance (Streetdirectory, 2011). Sears identified a major component to turn their situation around which consisted of creating a better workplace. Sears main approach started with employee satisfaction by measuring employee’s attitude through an employee survey. The results of the employee survey were later compared to the customer results survey, then compare to profit trends. Sears found that the data revealed the power that employees have on an organization’s growth (Streetdirectory, 2011). After learning of these findings, Sears’s turnaround began by focusing on employee’s satisfaction in different areas of need. Sears was reluctant to take the usually approach through lay-off, outsourcing, reduction of benefits or streamlining operations. Sears started with a survey, that later revealed the true underlining issue, which was employee satisfaction. Sear willingness to overcome employee satisfaction through restructuring employee hourly status, pay rates, and total rewards packages, led to free advertisement and a positive marketing tool for the organization. Employee satisfaction was the driving force behind customer satisfaction and increased revenue (Streetdirectory, 2011). In comparison...
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...UAE Organization – Etisalat, Employee Motivation and Job Satisfaction Contents Abstract 3 1.Introductory Background 3 1.1Scope of the Research 4 1.2Research objectives 4 1.3About Etisalat 5 2.Literature Review 5 2.1Understanding the Concept of Motivation 5 2.2Job Performance and Satisfaction 6 2.3Theory of Motivation – Maslow’s Hierarchy of Need 7 3. Research Methodology 8 3.1 Research Philosophy 8 3.2 Research Approach 8 3.3 Method of Data Collection and Analysis 9 3.4.Ethical consideration 9 4. Research Result 9 5. Detail Analysis of Survey 10 6. Research Discussion 16 7. Research Conclusion 17 8.Bibliography 18 Abstract In the current competitive scenario people are trying hard to match their capabilities and aspiration to achieve their personal as well as professional objectives. On the same hand even organizations are seeing tough time to maintain their market performance that determines the success and failure of the organization. The performance of employee in organization is directly correlated to their level of motivation driven through their job structure with respect to the roles and responsibilities assigned to them depending on their caliber resulting to job satisfaction. In order to create commitment as well as motivation level among employees, employer has an important role to play. It is his directions and guidance under which the employee operates in the organization. Appointing the right resource to a job requirement and assigning it a complete...
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...Research on Job Satisfaction Show That Gaps Still Exist and Can the Gaps be Closed? xxxxxxxxxxxx Management 501 Dr. Dixon October 25, 2011 Abstract Researchers, Lisa Saari and Timothy Judge, have examined three major gaps between Human Resource practice and scientific research on job satisfaction. The gaps are the causes of employee attitudes, results of positive and negative job satisfaction, and how to measure/influence employee attitudes. This Case explores my assessment of the major gaps and how research on job satisfaction will resolve the three gaps. This examination will give my analysis on why there needs to be employee surveys catered to the specific practice. Job satisfaction is such a broad area that the research needs to be tailored to a specific occupational specialty. Does Research on Job Satisfaction Show That Gaps Still Exist and Can the Gaps be Closed? Employment is a social occurrence and provides an opportunity for employees to fulfill many needs. When people are brought together, they interact and work together, and friendships will naturally emerge through whatever natural interest. Job satisfaction will dictate how or why employees interact together. According to researchers, Saari and Judge (2004), they stated there are 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: the causes of employee attitudes;...
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...Agent Performance and Customer Satisfaction Abstract To fulfill its mission, Extension must develop programs that are relevant and high quality, and improve the lives of clients. Customer satisfaction surveys are used in Florida to collect data about these attributes. It is also important to understand how employee performance affects customer satisfaction. Our findings show that customer satisfaction was not significantly influenced by agent performance and that Florida Cooperative Extension benefits from the experience of its workforce. Given the importance of customer satisfaction as Extension's performance measure for the Florida Legislature, we suggest that administrators should emphasize customer satisfaction as a major factor in employee performance scores. Bryan D. Terry Coordinator, Statistical Research bterry@mail.ifas.ufl.edu Glenn D. Israel Professor gdi@mail.ifas.ufl.edu Department of Agricultural Education and Communication University of Florida Gainesville, Florida Introduction Given the importance of ensuring program relevance, quality, and impacts, as well as the use of customer satisfaction surveys in accountability, understanding the relationship that exists between employee performance and customer satisfaction is critical to identifying how well an organization is fulfilling its mission. Thus, Cooperative Extension must deliver relevant, high-quality programs that, in turn, help improve the lives of clients (Ladewig, 1999). In Florida, these...
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...challenge of employee performance that seems to affect customer satisfaction. Management’s growing concern regarding the substandard level of employee performance has been the reason leadership initiated an action plan. With the help of research methods the intent is to determine the underlying problem thus improving employee performance. Kaiser Permanente will explore and design an employee satisfaction survey questionnaire to determine employees’ attitude toward the job. The uses of survey information to measure performance while “Understanding employee perceptions of certain leadership practices (customer orientation, quality focus, training, and involvement); along with adequate information/job knowledge, teamwork, satisfaction, and retention, are most often related to customer and business performance measures” (Kam & Brooks, 1998, p. 2). From the investigative measure using both the intranet and personal interview the research questions structured to help managerial decision-making in solving substandard employee performance that has been negatively affecting customer satisfaction. The questionnaire is presented to employees who are the participants in the study. Communications The communications process of surveying measures needs to ensure collected information is ideal and accurate for the desired research study. In this case the survey is to understand why Kaiser Permanente employees’ performance is substandard by explicitly asking about employee...
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...Job Satisfaction Analysis Behavior Organizations Assessing total job satisfaction of tellers at U.S Bank. TABLE OF CONTENTS Executive Summary 2 Overview/Purpose 2 Data Collection 2 Results Recommendations 3 Overview of Topic 4 Planning Process 6 Timeline 6 Company Background 7 Data Collection 8 Appendix 10 Section 1: Executive Summary Executive Summary Overview/Purpose Our task was to conduct an Organizational Analysis of an organization of our choice. It was the group’s decision to work with U.S Bank. We served as consultants for U.S Bank, determining organizational issues in which we would provide recommendations on how to improve and eliminate those issues. Before entering the company, we determined objectives that we wanted to meet: Objectives * Assess employees’ total job satisfaction, specifically focusing on career advancement * Survey employees on the advantages and disadvantages of their current position * Examine team synergy and cohesiveness in order to determine overall happiness in the workplace Data Collection and Analysis Next, we determined our data collection methods. The most effective way to gather data was to choose a specific group of employees to collect data from and create a survey. Our experimental group consisted of all of the tellers at a specific U.S Bank location (there were a total of six tellers). Based on the survey results we interviewed tellers...
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