Organization Behaviour - Robbins book - project

8/17/2019 Organization Behaviour - Robbins book - project

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Organizational BehaviorDr. Naida El Shafie

Employee Satisfaction view

in 3 different industries

Represented by:

Ahmed Fathy

Fatema Hamama

Inas Abdelatif

Mai El-HennawiMarwa Ayoub

Nada Omar


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Section 1: The Purpose Introduction of Employees Job Satisfaction :

1.1- purpose:

As we all know that the main existence, for any organization is to achieve the customer

Satisfaction either internally (employees satisfaction) or externally (customer satisfaction).

Our project main goal , is to examine the employees job satisfaction level (As an Internal

Customer) for three organizations (2 are service companies for profit organizations ) & the

third one is NGOs Institution. In our survey we indicated & examined certain variables, we

consider them as major and crucial factors that affecting the employees level of satisfaction,

which will at the end have a great impact on the employees performance , & at the same

time affecting the overall organizational goals. We chose only Ten main categories ,Such as

management feedback for employees performance, different management approaches,

reward and recognitions, training and development , compensation and benefit ,

satisfaction and motivation, communication, work life balance, equality and respect, work

environment & safety. These categories(variables) have a great impact on employees job

satisfaction , we reform these variables in the GAP analysis chart to be in a form of SMART

objectives, that can leads to each main organizational goal of employees job satisfaction.

N.B: The previous ten categories considered the 2 main causes of job satisfaction ,which are

pay & social context(employees co-workers, with whom an employee work with) .

1.2- Introduction to employee Satisfaction:

Human Resource Management is considered to be the most valuable asset in any

organization. So that human resources should be utilized to the maximum possible extent,

in order to achieve individual and organizational goals. It is thus the 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.

1. Human resource management is a specialized functional area of business that

attempts to develop programs, policies, and activities to promote the job satisfaction

of both individual and organizational needs, goods and objectives.


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2. People join organizations with certain motives like security of income and job, better

prospects in future, and satisfaction of social and psychological needs. Every person

has different sets of needs at different times. It is the responsibility of management to

recognize this basic fact and provide appropriate opportunities and environments to

people at work to satisfy their needs

Job satisfaction refers to a person's feeling of satisfaction on the job, which acts

as a motivation to work. It is not the self- satisfaction, happiness or self-

contentment but the satisfaction on the job. Job satisfaction is an individual's

felling regarding his or her work. 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., “any

combination of psychological, physiological and environmental circumstances

that cause and person truthfully to say I am satisfied with my job ”

Job satisfaction as the amount of overall positive affect (or feelings) that

individuals have towards their jobs.

Job satisfaction has many dimensions each dimension contributes to an

individual's overall feeling of satisfaction with the job itself, but different people

define the “job” differently. There are three important dimensions to job-

satisfaction:

What do we mean by Job Satisfaction?


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1) Job- satisfaction refers to one's feeling towards one's job. It can only be inferred but not

seen.

2) Job satisfaction is often determined by how well outcomes meet or exceed expectations.

Satisfaction in one's job means increased commitment in the fulfillment of formal

requirements. There is greater willingness to invest personal energy and time in jobperformance.

3) The terms job-satisfaction and job attitudes are typically used interchangeably. Both

refer to effective orientations on the part of individuals towards their work roles, which

they are presently occupying.

Though the terms job-satisfaction and attitudes are used interchangeably, there are

differences between the two. Attitude refers to predisposition to respond. Job-satisfaction,on the other hand, relates to performance factors. Attitudes reflect one's feelings towards

individuals, organizations, and objects. But satisfaction

Refers to one's attitude to a job. Job satisfaction is, therefore, a specific subset of attitudes.

1- The study of job satisfaction enriches management with a range of information

relating to job, employee, environment etc. which facilitated it in decision making

and correcting the path of organizational policies and behavior. It indicates the

general level of satisfaction in the organization about its programs, policies etc.

2-

Secondly, it is a diagnostic instrument for knowing employees‟

problems, effecting

changes and correcting with least resistance.

3- Thirdly, it strengthens the communication system of the organization and

management can discuss the result for shaping the future course of action.

4- Fourthly, it helps in improving the attitudes of employees towards the job and

facilitates integration of employee with the organization. It inspires sense of

Importance of Job Satisfaction:


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belongingness and sense of participation leading to the overall increase in the

productivity of the organization.

5-

Fifthly, it helps unions to know exactly what employees want and what management

is doing. Thus, it facilitates mutual settlement of complaints and other unwanted

situations.

6- Lastly, it facilitates in determining the training and development needs of the both,

employees and the organization.

A survey tells how employees feel about their jobs, what parts of their jobs their feelings

are focused on, which departments are particularly affected and whose feelings are

involved (for example, supervisors employees, or staff specialist). The survey is a powerful

diagnostic instrument for assessing broad employee problems. If job satisfaction studies are

properly planned and administered, they will usually produce a number of important

benefits, both general and specific .The following are the benefits:

1- One benefit of job satisfaction surveys is that they give management an indication of

general levels of satisfaction in a company. Surveys also indicate specific areas of

satisfaction or dissatisfaction (as with employee services) and particular group of

employees

2- Improved communication is another benefit of the surveys. Communication flows in

all directions as people plan the survey, talk, and discuss its results. Particularly

beneficial to the company is the upward communication when the employees are

encouraged to comment about what they really have in their minds.

3- An unexpected benefit from a job-satisfaction survey is improved attitudes. For some

employees, the survey is a safety valve, an emotional release, a chance to get things

off their chest. For others, the survey is a tangible expression of management's

interest in employee welfare, which gives employee a reason to feel better towards

management.

Benefits of Job Satisfaction Surveys


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4- The job-satisfaction survey can help discover the causes of indirect productivity

problems, such as absenteeism, turnover and poor quality of work. If an

organization is disturbed by a high rate of absenteeism or turnover, it might

appropriately turn to job-satisfaction surveys to diagnose the cause. The causes

could be low pay, lack of promotional opportunities, unchallenging jobs, unjusttreatment, and the like. Without proper surveys there could be random guessing on

the part of management. A job-satisfaction survey helps management both to get a

better handle on why employees are lagging to plan better solutions to problems.

5- Another benefit of satisfaction surveys is that they help management assess training

needs. Usually employees are given an opportunity to report how they feel this

supervisor performs certain parts of the jobs such as delegating work and givingadequate job instructions. Since employees experience these supervisory acts, their

perceptions may provide useful data about the training of their supervisors.

6- A job-satisfaction survey is an indicator of the effectiveness of organizational

reward systems. There is a positive relationship between performance and

satisfaction. This relationship will be strong when rewards (intrinsic and extrinsic)

are distributed equitably contingent upon performance. Now, job-satisfactionsurveys can provide some clues as to the effectiveness of the organizational rewards

system. They help managers judge whether the best performers are receiving the

most rewards and the most satisfaction from their jobs. The best performers are

likely to quit if they are not suitably rewarded.

7- One of the best uses of job-satisfaction surveys is in the evaluation of the impact of

organizational changes on employee attitudes. For example, the management wantsto know whether the job redesign program recently implemented in the

organization has resulted in increased satisfaction to the employees. By comparing

pre-change data, and post change data, it is easy to determine what impact the

redesigned work has on employee attitudes.

8-

Finally, it is not that satisfaction surveys benefit only management. They are useful to

unions too. Often, both management and union argue about what the employeeswant, but neither really knows. The job-satisfaction survey is one way to find out. It

is for this reason that unions support surveys.


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different mentioned factors of employees job satisfaction ,Survey accessibility was for 3

days, all responses were within the due date.

N.B: In our survey we used the second type of how measuring employees job

satisfaction?(Summation of the of job facets, such as nature of the work, supervision, pay,

communication with co-workers, promotion opportunities,.......etc).

Survey tool was via Google forms.

2.2 -Practical Part _( Employees Job Satisfaction Survey Template).

Employee’s satisfaction Survey:

* مطلو

The Company filed *

ServiceNGO

Manufacture

Your Age *

18 - 25

26 -36

37-4748-58

Above 58

Position Level *

Manager

Section Head

Supervisor

Senior Specialist

Specialist

Years of service in company *

1-5

6-10

10-15

15-20

Above 20


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Management *

Do you receive useful feedback on your performance?

Strongly satisfied

satisfied

Natural

dissatisfied

Strongly dissatisfied

Management *

Do you feel that the feedback you provide is valued?

Strongly satisfied

satisfied

Natural

dissatisfied


Management *

Is Management approachable?

Strongly satisfied

satisfied

Natural

dissatisfied


Management *

Does your Manager communicate effectively?

Strongly satisfied

satisfied

Natural

dissatisfied


Management *

Does your Manager bring out the best in employees?


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Strongly satisfied

satisfied

Natural

dissatisfied


Management *

Does your Manager encourage teamwork and cooperation?

Strongly satisfied

satisfied

Natural

dissatisfied


Management *

Does your Manager effectively handle performance/discipline issues?

Strongly satisfied

satisfied

Natural

dissatisfied


Management *

Is your Manager compassionate?

Strongly satisfied

satisfied

Natural

dissatisfied


Management *

Is your Manager a good problem solver?

Strongly satisfied

satisfied

Natural


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dissatisfied


Management *

Does your Manager establish clear performance expectations?

Strongly satisfied

satisfied

Natural

dissatisfied


Management *

When your manager assigns you work, do you know clearly what you are being asked to

do?

Strongly satisfied

satisfied

Natural

dissatisfied


Reward and Recognition *

Do you feel that Management recognizes your performance and contribution?

Strongly satisfied

satisfied

Natural

dissatisfied



Does the Company do a good job of linking job performance to rewards?

Strongly satisfied

satisfied

Natural

dissatisfied



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Do you feel appreciated at the Company?

Strongly satisfied

satisfied

Natural

dissatisfied



Do you ever receive non-monetary forms of recognition from your manager?

Strongly satisfied

satisfied

Natural

dissatisfied



Are your efforts recognized and rewarded adequately?

Strongly satisfied

satisfied

Natural

dissatisfied



Would you value non-monetary forms of recognition?

Strongly satisfied

satisfied

Natural

dissatisfied


Training and Development *

Do you feel that you have the opportunity to advance at the Company?


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Strongly satisfied

satisfied

Natural

dissatisfied



Do you feel that employees are promoted based on performance?

Strongly satisfied

satisfied

Natural

dissatisfied



Do you feel that you’ve had enough training to perform your job adequately?

Strongly satisfied

satisfied

Natural

dissatisfied



If you had the opportunity to participate in additional training and development courses,

would this interest you?

Strongly satisfied

satisfied

Natural

dissatisfied



Do you feel that training and development is a priority at the Company?

Strongly satisfied

satisfied


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Natural

dissatisfied


Compensation and Benefits *

Do you feel you are paid fairly?

Strongly satisfied

satisfied

Natural

dissatisfied



Are you satisfied with your benefits package?

Strongly satisfied

satisfied

Natural

dissatisfied



Do your benefits meet your needs?

Strongly satisfied

satisfied

Natural

dissatisfied



Do you feel as though the compensation levels in your organization are communicated

effectively?

Strongly satisfied

satisfied

Natural

dissatisfied


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Do you feel that some employees within the organization more generously paid compared

to you

Strongly satisfied

satisfied

Natural

dissatisfied


Satisfaction and Motivation *

Is your work challenging and meaningful?

Strongly satisfied

satisfied

Natural

dissatisfied



Do you know and take pride in the Company’s mission, vision, and values?

Strongly satisfied

satisfied

Natural

dissatisfied



Do you understand what is expected of you?

Strongly satisfied

satisfied

Natural

dissatisfied



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Do you feel that the Company takes safety seriously?

Strongly satisfied

satisfied

Natural

dissatisfied



Does the Company create customer satisfaction and excitement?

Strongly satisfied

satisfied

Natural

dissatisfied



Would you recommend the Company as a good place to work?

Strongly satisfied

satisfied

Natural

dissatisfied



Are you proud to work at the Company?

Strongly satisfied

satisfied

Natural

dissatisfied


Communication *

Are you satisfied with the amount of information you receive from Management about

what's going on inside the Company?


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Strongly satisfied

satisfied

Natural

dissatisfied


Communication *

Do you feel that Company meetings are frequent enough?

Strongly satisfied

satisfied

Natural

dissatisfied


Communication *

Were your expectations of this position close to what the position was actually like?

Strongly satisfied

satisfied

Natural

dissatisfied


Communication *

Are you well informed about targets, work progress, and future plans?

Strongly satisfied

satisfied

Natural

dissatisfied


Communication *

Are there opportunities available for you to express your ideas?

Strongly satisfied

satisfied

Natural


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dissatisfied


Communication *

Is there a good degree of communication between departments within the Company?

Strongly satisfied

satisfied

Natural

dissatisfied


Work-Life Balance *

Are you able to maintain a reasonable balance between work and personal life?

Strongly satisfied

satisfied

Natural

dissatisfied


Work-Life Balance *

In emergencies, does the Company adequately accommodate your personal needs?

Strongly satisfied

satisfied

Natural

dissatisfied


Work-Life Balance *

Is the stress level in your job acceptable?

Strongly satisfied

satisfied

Natural

dissatisfied



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Work-Life Balance *

Is the amount of time you have to work each week reasonable?

Strongly satisfied

satisfied

Natural

dissatisfied


Equality and Respect *

Are employees promoted based on performance?

Strongly satisfied

satisfied

Natural

dissatisfied



Do you feel that policies and procedures, including disciplinary action, are applied equally

to all employees?

Strongly satisfied

satisfied

Natural

dissatisfied



Do you feel that the Company values diversity?

Strongly satisfied

satisfied

Natural

dissatisfied



Have you ever witnessed discrimination at the Company?


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Strongly satisfied

satisfied

Natural

dissatisfied



Have you ever witnessed harassment at the Company?

Strongly satisfied

satisfied

Natural

dissatisfied



Are all employees respected at the Company?

Strongly satisfied

satisfied

Natural

dissatisfied



Do you feel valued at work?

Strongly satisfied

satisfied

Natural

dissatisfied


Work Environment and Safety *

Do you feel safe in your work environment?

Strongly satisfied

satisfied

Natural


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dissatisfied



Is the air quality (including heat/air conditioning) acceptable in your work space?

Strongly satisfied

satisfied

Natural

dissatisfied



Do you have an adequate/comfortable amount of space in your work area?

Strongly satisfied

satisfied

Natural

dissatisfied



Is your work area clean?

Strongly satisfied

satisfied

Natural

dissatisfied



Is the lighting in your work environment acceptable/comfortable?

Strongly satisfied

satisfied

Natural

dissatisfied



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Are the tools, technology, and equipment required by your job readily available?

Strongly satisfied

satisfied

Natural

dissatisfied



Are the tools, technology, and equipment required for your job maintained to your level of

satisfaction?

Strongly satisfied

satisfied

Natural

dissatisfied


2.3-Survey Results:

For the practical part we have conducted an employee satisfaction survey in 3 different

industries including software industry (CivilSoft), Oil and gas services industry

(Maridive)and finally a non for profit service industry (Bibliotheca Alexandrina).

Survey was for measuring the satisfaction level of employees through sets of questions

focusing on; management style with employees, management feedback and performance

to employees, figure view of management for employees, company's reward and

recognition for the employees, compensation and benefits granted for employees, training

and development for employees, motivation for employees, and communication efficiency

within company, Work and life balance among employees, view of respect and Equality

among employees, and finally working environment and safety.

The survey included a total of 31 employees with 4 managers, 5 section head, 6

supervisors, 5 senior specialists, and 11 specialists. With age range from 26-36 group

followed by 18-25 group then from 37-47 group. With years of serving the company

ranging from 6-10 years group to 10-15 years group, then 1-5 years grou


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- Satisfaction from Management Results:


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- Satisfaction from Reward Recognition Results:


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- Satisfaction from Compensation Benefits Results:


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- Satisfaction from Motivation Results:


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- Satisfaction from Communication Results:


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- Satisfaction from Work-life balance Results:


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Satisfaction from Equality Respect Results:


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- Satisfaction from Work Environment Safety Results:


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3-Create a Plan of Action (What is your next Step)

In this step a question has to be raised , which is how far our goal of employees

satisfaction of the real survey data analysis.

Also we have to create a plan for improvement.

Current GAP Analysis Chart

Objectives Current situation Deficiency Action Plan

(Recommendation)

1 Identify different

management

approaches to

employees.

(Referred to first

diagrams group)

Employees are able

to understand

&updated with new

management

approaches.

No level of

deficiency

is noted.

N/A.

2 Improve Reward

&Recognition system

compared to

previous years.

(Referred to the

second diagrams

group)

Employees are

satisfied with the

current Reward &

Recognition system.

No level of

deficiency

is noted.

N/A.

3 Enhance Training

&development

programs Referred

to the third diagrams

group)

Majority of

employees are

satisfied with

training and

development plans.

Although ,

there is No

level of

deficiency

is noted.

But we do

advice to

regularly

updating

training

programs

,as it is has

direct

impact

Develop a training

plan on over all

managerial levels

&consider non-

managerial as

well.


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with

customers

in service

companies.

4 Improve

Compensation and

benefit programs .

(Referred to the

fourth diagrams

group)

Majority of

employees are

satisfied with

Compensation and

benefit programs .

32.3%of

employees

feel that

others are

paid

generously

than them.

Create a moderate

policies and

procedures, that

guarantee a fair

paid on

performance.

5 Identifying

Satisfaction and

Motivation

Approaches(Referred

to the fifth diagrams

group)

Majority of

employees are

satisfied with

Satisfaction and

Motivation

Approaches.

No level of

deficiency

is noted.

N/A.

6 Enhance

Communication

&Work life

balance(Referred to

the sixth diagrams

group)

Majority of

employees are

satisfied with

Communication

&Work life balance

No level of

deficiency

is noted.

N/A.

7 Equality+ Respect, &

work environment

+and safety

(Referred to the

seventh diagrams

group)

Majority of

employees are

satisfied with

Equality+ Respect, &

work environment

+and safety.

No level of

deficiency

is noted.

N/A.

The previous GAP analysis chart illustrated, how the organization can achieve

its main goal of employees job satisfaction through achieving its objective .N.B: Organizational Objectives reformed in way to be appeared as SMART

objective , as we can.


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4-Back up your Plan Of Action with Data and analysis it.

In this step we will give an executive summary ,in a form of comparison

between the desired goal of the organization(employees satisfaction )& and the

survey result (current situations).

We will address the reasons , we believed in to be responsible for this GAP, alsowe will give some certain calls for action (improvement plans).

This step can be concluded in the following conclusion section no( (3 , but

before that let us first have a look about Job Satisfaction Globally& in MENA Region.

2.4-Job Satisfaction Global MENA Region Overview:

A- Job Satisfaction Worldwide:

There may be a large number of studies regarding countries with the highest amount of

employment rate but you will find only a few ones that will tell you about the job

satisfaction rate of people from all around the world. The following statistics are taken

from different regions and put together the top 11 countries with the highest job

satisfaction rate. So, without any further ado let’s get right into it.

1. Denmark

Standing on top amongst 11 countries with the highest rates of job satisfaction in the

World is Denmark. According to our findings there were about 37% people that said that

they are satisfied and about 25% said that they have the best job in the world. The rate of

unhappy employees was only 4%. Overall, 62% of the employed population was satisfied

with their work and had no complaints what so ever.

2. Philippines

According to our stats almost 36% of the population in Philippines is happy with their jobs

and over 25% said that they are extremely satisfied. Only 6% of the employed population

said that they were unhappy and dissatisfied.

3. Cyprus

Standing at number three is Cyprus with 35% people very satisfied and 25% fairly satisfied

with what they do for a living, making a job satisfaction rate of 60%.


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4. Switzerland

51% of the population in Switzerland said they are very satisfied with what they are doing

and only 3% seemed unhappy with their jobs.

5. Spain

Job Satisfaction rate in Spain is also pretty impressive as about 36% people were satisfied

with their jobs while 14% said that they are extremely satisfied and could not ask for more.

The percentage of people unhappy with their jobs was only 5%, which is why the country

stands at number five.

6. USA

49% of the population employed in USA seemed satisfied with their jobs and only 9% said

that they did not like what they do.

7. Netherlands

About 38% of people in Netherlands said they are very satisfied with their jobs and about

10% are satisfied. Surprisingly, only 4% of the employed population was dissatisfied with

their work.

8. Israel

Israel stands at number nine in the list of 11 countries with the highest rates of job

satisfaction in the World with about 47% job satisfaction rate.

9. New Zealand

In New Zealand about 12% people were extremely satisfied with their jobs and 29% came

under the category of “satisfied”. Only 7% of the whole population seemed unhappy with

their work.

10. Canada

Canada has the same percentage of job satisfaction as Russia with about 39% people

satisfied with their jobs. However, 11% people aren’t satisfied with their job at all.

11. Russia

When it comes to Russia, about 14% of the population is satisfied with their jobs and

surprisingly the same percentage of people are dissatisfied. About 25% of the people said

they were very satisfied which makes an overall 39% job satisfaction in the country.


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B- Job Satisfaction in the MENA Region

A recent study held in the MENA Region (Middle East and North Africa) to measure the job

satisfaction in the region countries.

Data was collected online with a total number of respondents 5,774 employed males and

females reflecting the different aspects of job satisfaction.

The below graph is reflecting the overall satisfaction of the employees with their current

jobs. The study has also measured other aspects like the satisfaction with the pay, benefits,

company affiliation, trainings, career path… etc.

From the graph, we can notice that Jordan is the highest in the “Very Dissatisfied” category,

and Egypt is having the highest score in the “Very Satisfied” category. On the other hand,

Qatar and Lebanon are getting the highest score in “Somewhat Dissatisfied” and “Somewhat

Satisfied” respectively.

62% 61% 60%

51% 50% 49% 48% 47%

41% 39% 39%

Top Countries in Job Satisfaction Worldwide


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C-Job Satisfaction and Personality Types:

The personality type has a lot to do with your level of professional satisfaction.

According to the Myers-Briggs Type Indicator (MBTI) personality test, which

measures preferences like introversion and extroversion, there are a total of 16 distinctive

personality types.

To find out which of those tend to be happiest — or unhappiest — at work, a provider of

online personality and career assessments, and a developer of a personality type

assessment, asked 2,053 people: “How satisfied are you with your job?” where respondents

had five options, from “Very Satisfied” to “Very Dissatisfied.”

It was found that people with an ESFJ-type personality – which stands for Extroverted,

Sensing, Feeling, and Judging – are the most satisfied.

In the chart below, a score of 5 represents the highest level of satisfaction possible, and a

score of 1 indicates the lowest level of satisfaction.

http://www.myersbriggs.org/http://www.myersbriggs.org/my-mbti-personality-type/take-the-mbti-instrument/http://www.myersbriggs.org/my-mbti-personality-type/take-the-mbti-instrument/http://www.myersbriggs.org/


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in the employees attitude and future behaviour towards achieving organizational goal,&

increase customer satisfaction specially for the 2 services organization .(profit

organizations).

As there is strong positive relationship between employees satisfaction& customer

satisfaction , as well.

Second: Now we reached to the second point of employees job satisfaction which is pay .

Pay is not only in a form of salary for white collar ,or wages for blue-collar , but also it

includes all pay categories, such as (incentives, reward, benefits , leaves,

allowances,.....etc),we will talk also about the recognition (monetary &non-Monetary).

The Second diagram groups describing the relation between Reward Recognition, i.e.,

( employees performance and contribution, links between performance and reward i.e.- do

Manager link employees overall performance to organization's rewarding system, In

addition to the previous two points, employees appreciation level in the organization

,receiving non-monetary recognition, reward effort adequately, employees valuing non-

monetary recognition) the employees satisfaction level, Resultswere respectively 54.8%

,41.9%, 38.7%, 41.9%, 54.8%, 38.7% of total employees, were satisfied with Rewarding and

recognition systems.

These Results show, that the more employees are satisfied with Reward &Recognition

system , the more they will have high level of job satisfaction(strong positive relationship)

which will be reflected in the employees attitude ,such as reducing the turnover rate, As

happy and satisfied employees will be eager to go to work and exert more effort that gives

them more incentives,& rewards.

Third: AS we all know that employees are considered as the competitive advantage of any

organization, where providing employees with needed training programs according to

their competencies levels , and periodical performance appraisal system , will enhance the

company's assets (People) to be transferred from Human capital to intellectual capital, .i.e.

employees knowledge value will be measures as any other asset .

This group of diagrams show the relation between Training and development programs

,i.e.(advancement opportunities in the company, promotion based on performance, do

training levels are enough to perform the job, , priority of training and development

programs,) the employees satisfaction level, Results were respectively 51.6% ,% ,51.6%,

51.6%, 38.7% of total employees, were satisfied with training and development programs

,Where for interest level of participating in additional training 41.9% of employees were

strongly satisfied.

Results prove, that the more employees are satisfied with Training and development

programs , the more they will have high level of job satisfaction and be more engaged to


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work. Which at last it will have an impact on achieving the organizational goal effectively

and efficiency with min waste of organizational resource.

Fourth: This group of diagrams show the relation between compensation and benefit

programs ,i.e. ( paid fairly, satisfaction with benefit package, benefit matches with needs,

communicated compensation level) the employees satisfaction level, Results were

respectively 38.7%, 45.2%,48.4%,45.2% of total employees, were satisfied with

compensation and benefit, programs ,Where for the question of do you feel that some

employees are paid generously than others? 32.3% of employees were strongly agree.

The last result show un fairness level of dealing, compensating some employees than

others, will lead to create un healthy environment , where employees are working in .

Corruption is a fatal mistake that ,some companies may face either intentionally or not, it

will impact negatively on employees behaviour, as increase the rate of absenteeism.

Fifth: Satisfaction and Motivation survey, Results show the relation between satisfaction

and motivation ,i.e. ( proud level of organization mission and vision, level of underrating

the assigned task ,safety level ,creation of customer satisfaction, employees own

recommendation for the company as good place to work for ) the employees satisfaction

level, Results were respectively 58.1% ,67.7%, 45.2%, 45.2%, 38.7% of total employees,

were satisfied with Satisfaction and Motivation.

That proves the satisfaction & Motivation approaches adopted in the three organization

create agreeable level of satisfaction .

Sixth: Communication &Work life balance, Results show the relation between

Communication &Work life balance respectively ,i.e. ( frequent of meeting ,closeness of

employees expectation to the position ,level of information that relates to targets

,expressing employees idea ,communication degree ,balance between work and life,

accommodation level of personal needs

, stress level, weekly working hours) the employees satisfaction level, , Results were

respectively 38.7% ,48.45,48.4%, 48.4%,51.6%, 54.8%,54.8%,48.4%, 45.2%,45.2%

of total employees, were satisfied with Communication &Work life balance .It shows that

the companies are in a great level of continues frequent combination level with its

employee, which reduce conflict among the companies, strong communication channels ,

will improve the employees level of engagement and loyalty as well. .

For Example: If an employee suddenly had a family issue that forced him to leave his

assigned urgent task, so in this situation a good way of strong communication between the

employee and his manager will lead to have urgent leave , So at last good communication

will enhance employees loyalty& at the same time it leads the employee to reach to a

certain satisfied level work life balance ( a balance between employees social and


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professional life).It generates a feel of engagement to the organizational goal as if it is the

employees goal as well.

Seventh: : At last here we have the last two variables the first is Equality& Respect, & the

second is work environment and safety.

Results show the relation between the two variables Equity& Respect, & the second is work

environment and safety.

*For the first variable i.e. (is promotion based on performance ,discipline actions are

applied equally, does the company value diversification , is there any discrimination,

harassment ,respect level ,feeling of being valued at work )

* AS for the second variable i.e. (safety feeling, air quality, amount of space, cleanness

of working area ,lightening environment ,technology tools, and does it maintained to the

level of an employee satisfaction) the employees satisfaction level, ,Results were

respectively For the first variable:

38.7% ,38.7% ,54.8%, 35.8% ,58.1% ,45.2%, 38.7%

And For Second variables were: 58.1% ,54.8% ,51.6%, 58.1%, 58.1% ,51.6%, 51.6%. ,of

total employees, were satisfied with Equality & Respect,

Unless the variable of discrimination and harassment ,Result were strongly disagree.

*AS for the second variable of work environment and safety , they were very satisfied,

Unless the maintenance level of technology equipment, they were satisfied & safety and air

quality they were strongly satisfied.

Results show the majority of the employees are satisfied with the overall working

conditions of the organizations ,they are working for ,the sense of equality between

organization members, which significantly appear, in the satisfaction level of linking the

promotional level (career path )with performance ,generates a health environment, where

everyone will be compensated due to his effort , Also the working context (working

environment), where the employees are working in , the air , lightening and technology ,

guarantee a high spiritual level, which reflects in a form of loving to do the assigned work,

instead of doing the assigned work .It creates a feeling of ,I love going to work instead of i

have to go to work ,which of course will increase productivity level, and achieve

organizational goal, at last.

Section 4: Recommendation

1-The Previous job satisfaction's survey could be used for further future surveys to

examine, the relation between different variables such as, productivity, absenteeism, turn


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overrate ,customer satisfaction & the level of employees job satisfaction ( in a form of the

former mentioned Ten job satisfactions causes).

2-For compensation and benefit programs, companies should generate a moderate policies,

procedures, and system , to spread the fair level of pays among employees , to reduce the

feeling of any deviation, or discrimination towards other employees.

Creating this atmosphere will let the employees feel with a sense of equality , that matches

with the previous positive employees feedback of applying management approaches.

Section 5 : References.

1-Robbins & Judge Book.

2- Lectures.

3-http://smallbusiness.chron.com/write-gap-analysis-report-55720.html

4-http://www.brighthubpm.com/methods-strategies/76008-looking-for-gaps-walking-

through-a-sample-analysis.

Organization Behaviour - Robbins book - project

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