Job Satisfaction is a Term

7/28/2019 Job Satisfaction is a Term

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Job satisfaction is a term, which refers to an individuals general attitude towards his or her job. A

person with a high level of job satisfaction holds positive attitudes towards the job, while a person who

is dissatisfied with his or her job holds negative attitudes about the job. When people speak of

employee attitudes, often they mean job satisfaction. Organization is a very vital place for an employee,

where he or she can show their performance. Besides, the performance of every employee also depend

on the performance of their respective organization. In our report, we are going to highlight the job

satisfaction of BRAC employees, as one of the leading NGO in Bangladesh. For preparing this report, we

have used sample questionnaire and visited the BRAC head office. Our target group was the executives

of BRAC. So, after finishing the survey form BRAC, we have found some information about the job

satisfactions of BRAC employees. For measuring their job satisfaction, we have given value to some

psychological factors. Such as- unity, loyalty, nature of the work, supervision, present pay, promotion

opportunities and relations with co-owners. These factors are correlated on a standardized scale .We

have found that, the employees of this organization (BRAC) have confidence in each other. Besides, they

always greet the satisfactory order of the organization .It show the loyalty of the employees towards

their organization. Although, the comments of all employees cannot be same within an organization but

most comments become same, if most of the employees are pleased about their job along with their

organization. Nature of the work is also a vital part for an employee. Environment of an office always

influences the working mentality on an officer. In BRAC the nature of work is always positive. Thats why

BRACs environment is always in the favor of their employees. Also, BRAC has providing their planning,

motivating functions appropriately. We have analyzed all the points, after this result .And we have

established that most of the employees are satisfied in their organization. Because, all the time BRAC is

providing some sort of facilities for its employees. Like, transportation facilities, sufficient salary, and

freedom of saying are shown in this organization. Thats why the employees of BRAC are seems to be

appreciated to their individual job. Also, they are always running in this organization as their personal

residence. They always try to communicate with their senior officers and respect also. The employees of

BRAC are very much cautious about the public association. And they show their full respect to the public

and try to help them. The main thing is about their job satisfaction .From the findings, now we can utter

that, the employees of BRAC are satisfied in terms of their job. As long we have discussed about our

findings and analysis of the employees job satisfaction of BRAC.And it is clear that most of the

employees of BRAC are satisfied with their job. Also after that, BRAC can bring some changes for its own

.If BRAC bring some changes, and then it will be better not only for the people of Bangladesh but also for

its employees. Suppose, if they will continue the same principles as they are following now, taking care

of the rural employees time to time like, increasing more job facilities for the rural employees,

empowering system for all the all employees, and providing cell phones for the rural invigilators. So far

we have tried to highlight the satisfaction level of BRAC employees and how much are they satisfied or

dissatisfied according to their job. And it is clear that the employees BRAC are more satisfied rather then

they are dissatisfied. We hope the bright hope of this organization in the coming future and hope also to

be a better service provider organization not only for the people but also for those employees whos are

actually a healthy wisher for their individual organization

Preface


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In this report we are going to focus mainly on the employee job satisfaction of BRAC. BRAC, a

national private development organization, set up in 1972 by Mr. Fazle Hasan Abed. The task

over BRAC redirected its focus to the issue of poverty alleviation and empowerment of the poor,especially women in Bangladeshis rural areas. The acronym for Bangladesh Rural Advancement

committee, has become its identify and its stands for working for the poor and the marginalized.

In this report we mainly want to focus the employees job satisfaction of BRAC. It was foundthat, happy workers are not necessarily productive workers but that productivity is likely to leadto satisfaction. Interestingly, if we move from the individual level to that of the organization,

there is renewed support for the original satisfactionperformance relationship. When

Satisfaction and Productivity data are gathered for the organizations with more satisfiedemployees tend to be more effective then organizations with less satisfied employees. The

productivity of BRAC is likely lead to the satisfaction of the employee. If the organization wants

to increase the productivity then they must concern about the job satisfaction of the employee.

We also find a negative relationship between satisfaction and absenteeism. If the employee isdissatisfied about the management then they passively allowing conditions to worsen, including

chronic absenteeism or lateness, reduce effort, and increase error rate. so to maintain the

company discipline and the unity of the employee within the organization, job satisfaction ismust be there. Satisfaction is also negatively related to turn over, but the correlation is stronger

than absenteeism. It seems to assume that job satisfaction should be major determinant of an

employee citizenship behavior (OCB). Satisfied employees would seem more likely to talk

positively about the organization, helping others, and go beyond the normal expectations in theirjob. Moreover, satisfied employees might be more prone to go beyond the call of duty because

they want to reciprocate their positive experiences. So, in this report, the real situation about the

satisfaction of the employee related to their job, although it is one of the most popular NGOs inBangladesh.

1.2 Objectives:

The objectives were as follows:

1.2.1 Broad objective:

The broad objective of this study was to emphasize on the employees job satisfaction of BRAC.

1.2.2 Specific objectives:

# Tofocus on the factors that enhance or decrease the job satisfaction.

# To focus on turnover rate and absenteeism.

# To focus on the productivity and working environment.

# To focus on the empowerment system.


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1.3 Methodology:

1.3.1 Source of information:

1.3.1.1 Primary: We have got the primary information through interview, observation

and discussion etc.

1.3.1.2 Secondary: We have got the secondary information through the Annul report of BRAC

2003 and other journals.

1.3.2 Study Approach: Study approach was survey category and deep observation which is

based on summation score. A summation of job factsis more sophisticated.

1.3.3 Study Instruments:

1.3.3.1 Questionnaire: The questionnaire was close ended.

1.3.3.2 Interview: The interview was face-to-face and over telephone also.

1.3.3.3 Mechanical instruments: We used paper, pencil, voice recorders, pen, cell- phone,scanner, computer, printer etc.

1.4 Limitations:

Our report has some limitations. Such as, this report is based on only the job satisfaction ofexecutives. It cannot give the actual measure of satisfaction of all the employees of BRAC. So, if

anyone needs the original information about job satisfaction of all the employees of BRAC thenour report might not be able to satisfy him or her. Besides, we have done this report only in the

Dhaka region because it is not possible to carry out a survey on whole Bangladesh at a time.


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Again, this is a report for students. So, it contains all the information much theoretical than

analytical.

Also, this report is undertaken only in some specific places. So, it might fail to provide 100percent accurate information about the job satisfaction of entire employees attached to BRAC.

Another thing is, this report covers only those types of program, which is running within thecountry. But, if someone wants to know about BRAC Afghanistan, then this report might fail to

fulfill his or her requirement.

2.1 Findings:

As we know that, BRAC is one of the biggest NGO in Bangladesh and it has different operationsin different areas in Bangladesh. So, we can easily say that, BRAC has thousands of employees

to operate its various programs very successfully in different sector of Bangladesh.

All of our group members have done the survey of the executives of BRAC in Dhaka. Using

different types of psychological questions. We have tried to find out the feelings of its (BRAC)

employees (Executive) to their respective organization.

In the survey we have given more emphasis on the question answers. .Because, these answers are

the main key points to find out whether the employees of BRAC are satisfied or dissatisfied totheir organization.

Leadership of an organization is really very important in terms of success. The employees ofBRAC are confident towards their organizations leadership. From the survey we have found

that, most of the employees strongly agreed in terms of their organizations (BRAC) leadership.

Besides, they also strongly agreed about the management style of their organization. Though,

some of the employees have shown normal approach in this regards.

When a companys management becomes well known to all then we can say something better

about the activities of that company. Every company has some obstacles in their way of

achieving results. As a big organization BRAC also has some reasons which may cause its

failure. So in this respect, the employees of BRAC strongly agreed that their company eliminatespractices that stand in the way of achieving results.

Thousands of employees are working in BRAC. And BRAC is running every day successfully.

The employees of these organizations believe that they have faith to one another. Thats why

they have recommended positively regarding their trust on one another.


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that are often less than ideal and the like. This means that an employee s assessment of how

satisfied or dissatisfied he or she is with his or her job is a complex summation of a number of

discrete job elements. For every organization to measure the job satisfaction of their employeesis very important since the employee performance depend fully on their job satisfaction. When

satisfaction and productivity data are gathered for the organization as a whole rather than at the

individual level, we find that organizations with less satisfied employees tend to be moreeffective than organizations with less satisfied employees. It may be that, the reason we havenot got strong support for the satisfaction- cause- productivity thesis is that studies have

focused on individuals rather than the organization and that individual level measures of

productivity dont take into consideration all the interactions and complexities in the workprocess. So, while we might not be able to say that a happy worker is more productive, it might

be true that happily organizations are more productive.

As we know that, BRAC is one of the biggest NGOs in Bangladesh and it has different operation

indifferent areas in Bangladesh. So, we can easily say that BRAC has thousands of employees tooperate its various programs in different sector of Bangladesh very successfully.

Leadership of an organization is really very important in terms of success. If the employee of theorganization is not satisfied with the leadership of that organization, then the job satisfaction is

not there. So, leadership role of an organization can easily control and motivate the employees

very successfully. But the organization must have the leadership quality to understand the needsand warts of the employees. The employees of BRAC are confident to their organizations

leadership.

From the survey, we have found that most of the employees strongly agreed in terms of their

organizations (BRAC) leadership. They gave more emphasis on what their employees want from

their organization and try to fulfill these needs and wants very successfully. Thats why;

employees have trust and confidence in the leadership of BRAC. They also believe that thecompany leadership has made changes that is positive for the company and also for the

employees.

Besides, they also strongly agree about the management style of their organization,althoughsome of the employees have shown their normal approach in this regards. When a companys

management becomes well known to all, then we can say something better about the activities of

that company. Every company has some obstacle in the way of achieving results. As a bigorganization, BRAC also has some obstacles which may cause its failur. So in this respect the

employees of BRAC strongly agreed that their company eliminates practices that stand in the

way of achieving results. BRAC is very well managed because it defines the goal very carefully,


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then fix some strategy to achive those goals, and after that they control all the employees who are

involved to achieve the goals and also maintain the productivity and avoid the absenteeism and

turnover rate, they motivate their employees very successfully. They put the employee in thecenter. In addition to that, the employees of BRAC are also satisfied with the policy and

activities of the management BRAC has the specific working structure for their specific program

and department .And all the employee of specific sectors have shown their respect to thisworking policies and maintain this very carefully. We can say that all the employees come tothe office in time and maintain the working time schedule properly.

We know that thousands of employees are working in BRAC and BRAC is running everybodysuccessfully. The most valuable asset of BRAC is the unity of its employees. Employees of this

organization believes that they have faith in each other. Thats why they have recommended

positively in terms of their trust to one another. They share everything with all types of

employees and helps each other in every problem They work within the organization like a team.

to solve the problems, they sometimes do their activities, like cross functional teams.Sometimes they work as virtual teams and sometimes works as problem solving teams.

BRAC has a diversity of their employees. And for an organization, to increase the productivityand performance, work diversity is necessary. In BRAC, different types of people involves in

different sectors, there may be different in terms of race, age, gender, nationality, age, or other

individual differences. Some companies have taken these biological factors seriously or theydivided the employee in different types. Thats why some does not give the equal and fair

opportunities to their all employees. But when the employees of BRAC has been asked about

attitude towards them from their organization, then they have put their positive thinking in thisrespect. There is no distinction to the employee according to their biological or other factors inBRAC. All the employees believein one entity. That is they are the employees of BRAC.

Every organization may provide many facilities for their employees. But one question normallyarises about the loyalty their respective organization their . Loyalty of an employee means his

implied commitment towards his respective organization. Also, commitment means an

employees future activities in an add situation BRACs employees have put their positive

comments in terms of loyalty to their organization. They are very grateful to their organizationbecause they feel privileged to work for the company because they feel that working for the

company will have a kind of future for them like the way they want.The employees of BRAC

feel that they are the undivided part of the organization. They never feel that they are employeesof BRAC they feel that it is their own organization and tries to keep their organization always on

the top in the competitive market. Overall, they are committed to see their organization succeed.

In BRAC a large portion of employees working in that organization from the very beginning .So, they are very loyal to their organization and they determine that, whatever situation come,

they never shifted to activities of the organization, they passively but optimistically waiting for


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conditions of improvement, including Speaking up for the organization in the face of external

criticism and trusting the organization and its management to do the night things

The must strong sector of BRAC is their communication with their employee which shows anorganizations attitudes towards its employees . This communication is happens not only the

upper level employee and the lower level employees but also the different types of department.

Suppose, It the Micro-finance department of BRAC does some activities, They must informed itto the communication department and use verse. So, in that process of communication, all the

employee are know what is happening in the organization. It the communication between the

organization and employees are good, it all the employees are good, it all the employees havebeen informed by their organization then it indicated a better communication process. All the

employees of BRAC have agreed that their organization is communicative satisfaction is a

psychological matter for everybody. it depends how a person perceives about anything. BRACs

employees have shown their full satisfaction to their organization. So, for the BRAC it is clear

that employees communicate comfortable with one another in this organization regard.

BRAC empowers its employees and the employees are clear about what they need to do and howtheir job performance will be evaluated. Empowering indicates the conducting power of oremployee given by his organization. BRAC is very much carefully for giving the empowering to

their employees. The employees believe that their supervisor ensues that they are adequately

informed about matters attaching them, because of empowering, employees are very muchconcern about their duties and they are willing to take the decision marking power about their

work related conditions. But, far any types of decisions, they are responsible. Empowering

people is one of the main motivating factors in the organization. Through empowering theemployees of BRAC learned about the responsibilities and also how to take decision in somevery difficult situation.

2.3 CONCLUSION:

BRAC-The giant non-government, on profit organization in Bangladesh is carrying out a

tremendous job within and outside the country. For quality performance has employed lots ofenthusiast and devoted workers in each every spheres of its activity level. The best and

uninterrupted quality service is delivered by this organization only when the workers the power

source of the organization is devoted to their responsibilities preoccupied by their organization

.And the devotion to their job will come only when they are satisfied with their respective job.But satisfaction is an intricate fact and sometimes contradictory also. An employee can be

satisfied from a particular perspective at the same time can be dissatisfied simultaneously. The

facts that can make employees satisfied or dissatisfied are nature of the work, supervision,present pay, promotion opportunities, relation with co-workers, working environment, benefits

compensation, etc. BRAC is providing minimum convenience from the above mentioned factors.


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BRAC is providing a very high and co-operative organizational atmosphere within the working

place. All the employees so far we get are equally satisfied with their present level of benefits

they are delivered. And they think they are receiving the amount of benefit they disserve. Andoptimistic about the future and as all of them are coercive they show the professionalism in this

particular perspective. All the workers are very co-operative to their peers and others as well. A

warmth & friendly atmosphere prevails inside the organization, it happens when the employeesare satisfied with their organization. They are getting the best salaries they deserve for theirrespective job and receive compensation if there is any loss or inconvenience of any employee.

And the most valuable aspect is there sense of belongingness within the organization is

dominantly high. They feel proud when they feel they are the number of the giont BGO-BRAC.the proudly promulgate that Im attached with BRAC. They are given legitimate power to

control. their subordinate and work performance. Thats why they feel themselves really

valuable for their organization which actually make the difference. And as they are satisfied

with all of these things there devotion to work get doubled each and every moment. They getenough motivation from their organization and deliver higher customer values to their clients. If

they were not satisfied they could have behave rudely with their clients but they dont do so.

Because they are self-motivated. The magnitude of their satisfaction is much more then we canever expect. Their get up manner, sense of delivering values with services boldly expense that

they are satisfied and for this they are self motivated. And the collective effort of all the

employees of BRAC is the key factor of becoming as the NGO giant within the country as well

as in south Asia.

2.4Recommendation:

At the present level, BRAC almost satisfies all their employee through their well management

and empowering strategy. The employees of BRAC are very much loyal towards their company.But BRAC should motivate them and reward them properly for the sake of their future,becausein this competitive market, competitors trying to get BRACS skilled and qualified employees.

So, they should follow this strategy:

1] BRAC may bare educational expenses of those employees who already worked in BRAC for

the last 10 years.

2] BRAC may make the quarter and give the accommodation facilities to their employee. They

can give these on the basis of existing time of the employee in BRAC.

3] They can motivate their employee, though giving the transportation facilities,

telecommunication facilities and promotion on the basis of their performance.


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4] For, their female workers, BRAC can make a flexible work time schedule. It may be fixed thatin a week one female can work total 35hours. So, she can easily fix her work time flexible.

5] For the recreation of the employee, BRAC can arrange annual tour outside the country. Inthese cost BRAC 60% of the total expenses and the rest bared by the employee who willing to

go.

6] BRAC can also take the summer vacation strategy for their employee. They give theiremployee 20 days break in summer, to enjoy the various types of fruit with their family.

7] BRAC can give the permission to the employee to come to the office casually. Because, inthis causal dress, they feel that they are not in the office, they are in their house. So, the work

environment is familiar with them.

8] To increase the creativity and innovativeness of t heir employee, BRAC may take the strategythat, the employee who shows his creativity and innovation in their respective work he or she get

5% share of the organization.

9] Employee should get the change to give the OBI and ESI at least 2 times in a year. So,through these, the organization can understand the present level of employee satisfaction and the

acceptance of the organizations strategy to their employee.

Job Satisfaction is a Term

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