Professional Documents
Culture Documents
Vision ……………………………………………………….1
Mission ……………………………………………………. .2
Values …………………………………………………….....3
Executive summary………………………………………….4
History ……………………………………………………....5
Hierarchy level……………………………………………....6
Stress………………………………………………………...7
Symptoms of stress………………………………………….9
Job stress………………………………………………….....10
Managing job stress…………………………………………11
Research about job stress…………………………………....13
Job stress at Mobilink……………………………………….14
Job satisfaction………………………………………………16
Measuring job satisfaction……………………………………18
Practical implications…………………………………………19
Attitudes ……………………………………………………...20
Attitudes at workplace………………………………………...22
Attitudes and job satisfaction at Mobilink…………………….24
Conclusion ……………………………………………………28
Viable suggestions ……………………………………………29
References ……………………………………………………30
Vision Statement
Chief Op eration al
Of ficer
C.O .O
Indirect C.S
Coordinator
Effects of Stress:
Stress is difficult for scientists to define because it is a highly subjective phenomenon that
differs for each of us. Things that are distressful for some individuals can be pleasurable
for others. We also respond to stress differently. Some people blush, some eat more while
others grow pale or eat less.
Types of stress:
Eustress
Distress
Eustress:
Stress is not always bad. Sometimes it motivates you and encourages you to
achieve your goals. Such type of stress is known as “Eustress” and is not harmful.
Distress:
This type of stress is harmful. It not only affects your performance but also
causes certain health problems.
50 common signs and symptoms of stress:
Job stress is something we all face as workers and we all handle it differently. There is no
getting around it. But, not all stress is bad, and learning how to deal with and manage
stress is critical to our maximizing our job performance, staying safe on the job, and
maintaining our physical and mental health
Some jobs, by definition, tend to be higher stress, such as ones that are in dangerous
settings (fire, police), that deal with demanding customers (service providers), that have
demanding time pressures (healthcare), and that have repetitive detailed work
(manufacturing) -- but stress is not limited to any one particular job or industry.
While the causes can be something other than job stress, here are the most common
symptoms and early warning signs of job stress and burnout:
Apathy
Negativism/cynicism
Low morale
Boredom
Anxiety
Frustration
Fatigue
Depression
Alienation
Anger/irritability
Physical problems (headaches, stomach problems)
Absenteeism
Causes of Job Stress:
The other theory proposes that certain working conditions are inherently stress-
inducing, such as fear of job loss, excessive workload demands, lack of control or
clear direction, poor or dangerous physical working conditions, inflexible work
hours, and conflicting job expectations. The focus then becomes on eliminating or
reducing those work environments as the way to reducing job stress.
While many of the methods of preventing job stress need to be developed and supported
by the organization, there are things that workers can do to help you better manage job
stress.
Here are 10 tips for dealing with the stress from job:
1. Put it in perspective. Jobs are disposable. Your friends, families, and health are not.
If your employer expects too much of you, and it's starting to take its toll on you,
start looking for a new job/new employer.
2. Modify your job situation. If you really like your employer, but the job has become
too stressful (or too boring), ask about tailoring your job to your skills. And if you
got promoted into a more stressful position that you just are not able to handle, ask
about a lateral transfer -- or even a transfer back to your old job (if that's what you
want).
3. Get time away. If you feel the stress building, take a break. Walk away from the
situation, perhaps walking around the block, sitting on a park bench, taking in a little
meditative time. Exercise does wonders for the psyche. But even just finding a quiet
place and listening to your iPod can reduce stress.
4. Fight through the clutter. Taking the time to organization your desk or workspace
can help ease the sense of losing control that comes from too much clutter. Keeping
a to-do list and then crossing things off it also helps.
5. Talk it out. Sometimes the best stress-reducer is simply sharing your stress with
someone close to you. The act of talking it out – and getting support and empathy
from someone else -- is often an excellent way of blowing of steam and reducing
stress. Have a support system of trusted people.
6. Cultivate allies at work. Just knowing you have one or more co-workers who are
willing to assist you in times of stress will reduce your stress level. Just remember to
reciprocate and help them when they are in need.
7. Find humor in the situation. When you – or the people around you -- start taking
things too seriously, find a way to break through with laughter. Share a joke or
funny story.
8. Have realistic expectations. While Americans are working longer hours, we can still
only fit so much work into one day. Having unrealistic expectations for what you
can accomplish sets you up for failure -- and increased stress.
9. Nobody is perfect. If you are one of those types that obsess over every detail and
micromanage to make sure "everything is perfect," you need to stop. Change your
motto to performing your best, and leave perfection to the gods.
10.Maintain a positive attitude (and avoid those without one). Negativism sucks the
energy and motivation out of any situation, so avoid it whenever possible. Instead,
develop a positive attitude -- and learn to reward yourself for little accomplishments
(even if no one else does).
Research about job stress:
25% view their jobs as the number one stressor in their lives.
Three fourths of employees believe that workers have more on-the-job stress
than a generation ago.
26 percent of workers said they were "often or very often burned out or stressed
by their work.
Job stress is more strongly associated with health complaints than financial or
family problems.
(This information was obtained in the 1990's in large surveys by Northwestern National
Life Insurance Co, Princeton Survey Research Associates, St. Paul Fire and Marine
Insurance Co., Yale University and The Families and Work Institute.)
Job Stress at Mobilink
To access the job stress of employees towards the jobs, we conducted a survey there via
questionnaire. Following are our findings about attitudes, job stress an job satisfaction
Lack of communication:
Sometimes the goals and strategies are not communicated to the employees
properly that leads to frustration and stress at jobs
Role of leaders:
Leaders are effective but sometimes they are not in a position to implement
strategies properly due to some internal and external constraints
Working hours are from 9- 6 in Mobilink. Some employees feel stress due to
long and inflexible working hours.
The working environment is very good and employees are satisfied with it.
Job uncertainty:
Jobs are relatively on permanent basis. So employees do not feel stress due to jobs
uncertainty.
Compensation:
Employees feel that are fairly compensated. So they do not face job
stress due to this particular factor.
JOB SATISFACTION
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 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.
Measuring job satisfaction:
There are many methods for measuring job satisfaction. By far, the most common method
for collecting data regarding job satisfaction is the Likert scale (named after Rensis
Likert). Other less common methods of for gauging job satisfaction include: Yes/No
questions, True/False questions, point systems, checklists, and forced choice answers.
Created by Smith, Kendall, & Hulin (1969), is a specific questionnaire of job satisfaction
that has been widely used. It measures one’s satisfaction in five facets: pay, promotions
and promotion opportunities, coworkers, supervision, and the work itself. The scale is
simple, participants answer either yes, no, or can’t decide (indicated by ‘?’) in response to
whether given statements accurately describe one’s job.
Others:
Job Satisfaction can be an important indicator of how employees feel about their
jobs and a predictor of work behaviours such as organizational citizenship,
absenteeism and turnover.
An important finding for organizations to note is that job satisfaction has a rather
tenuous correlation to productivity on the job. This is a vital piece of information to
researchers and businesses, as the idea that satisfaction and job performance are
directly related to one another is often cited in the media and in some non-academic
management literature
ATTITUDES
What is an “attitude”?
(Winston Churchill)
Functions of Attitudes:
Value-Expressive function:
Ego-defensive function:
Knowledge function:
Utilitarian Function:
3. The leader should have a clear vision of the goals of the organization; the leader
should clearly communicate those goals to the appropriate parties.
4. The leader should translate the organization’s goals into clearly definable work.
5. The leader should establish clear expectations and provide frequent feedback so that
employees will know when they have been successful in their work and when they
have failed.
6. The leader should create an atmosphere of success, one in which employees
confidently believe that they can be successful if they apply themselves.
7. The leader should reward success and praise behavior that meets or exceeds
expectations while dealing forthrightly with behavior that fails to meet expectations.
8. The leader should demonstrate appropriate respect for his or her employees.
9. The manager should understand that attitudes are contagious and that a manager’s
outlook, either positive or negative, will play a major role in the overall attitude of
the workplace.
10.The leader must understand that chronically negative individuals will, inevitably,
have a profound negative impact on the morale of the workplace.
Attitudes and Job satisfaction at Mobilink
Overall employees are somewhat satisfied with their jobs but not completely. There is
need of improvement to make employees more satisfied so that they can perform well.
We derive these results on following basis:
Training:
Career Advancement:
Mobilink is providing clear path for career advancement to its employees. Company
gives full support to its employees in this context.
Discrimination:
According to the employees, they face or experience not any form of discrimination in
Mobilink. They are fairly treated by their boss.
Communication:
Salary:
Employees are somewhat satisfied with their salaries, bonuses and other incentives
given by Mobilink. But we also got some responses that showed that employees think
that their salaries are not matching with their responsibilities.
Working environment:
Almost all the employees are satisfied with physical working environment of
employees.
Mostly employees somewhat agree that their supervisors communicates with them
properly and also provide counseling. They believe that their mangers effectively lead
the departments.
The morale of the employees at Mobilink is satisfactory and they have good team spirit
in their work environment. They are satisfied wit their professionalism of their
coworkers.
Recognition:
(We have gathered some pictures showing the award for individual and team
recognition of Mobilink employees).
Conclusion
Overall employees are satisfied with their company and jobs. To some extent they are
given empowerment to do their work. Most of them agree that their jobs are not
creating any physical or mental problems for them. But according to our research,
employees are facing job stress. It is a fact that cannot be denied. Because we know that
stress is inevitable, it can only end up with the end of life But company deals this
problem very well and provides them proper counseling. Most of the employees have
positive attitude toward their jobs.
To develop good will and positive impression of Mobilink among employees and
customers, company should adopt the following things:
Websites:
www.stress.org
www.stresstips.com
www.google.com
www.ask.com
www.answer.com
Books:
Organizational Behavior by Fred Luthans, 11th edition
Interviews:
Mr. Moman Hadi (Service Centre Manager)
◊ Yes
◊ No
◊ Yes
◊ No
◊ Yes
◊ No
◊ Yes
◊ No
◊ Yes
◊ No
6) Are you working in unsafe condition (loud, noise, the threat of things falling on your
head), or is your office environment depressing?
a) Hardly Ever
b) Sometimes but not often
c) Frequently
d) Always
7) Do you think that you are not paid enough or you don’t have chances for advancement?
a) Hardly Ever
b) Sometimes but not often
c) Frequently
d) Always
8) Do you forget or not get a chance to take your legally guaranteed break?
a) Hardly Ever
b) Sometimes but not often
c) Frequently
d) Always
9) Do you feel that technologies or policies in your workplace are changing too fast? Do
you feel constant pressure to learn about new computer programs in your office time,
just to keep up?
a) Hardly Ever
b) Sometimes but not often
c) Frequently
d) Always
10)Are you given the responsibilities but not the authority to carry that
Out?
a) Hardly Ever
b) Sometimes but not often
c) Frequently
d) Always
JOB SATISFACTION
a) Male
b) Female
a) Clerical
b) Technician
c) Managerial
d) Accounting
e) Project Manager
f) Others
a) Strongly Disagree
b) Somewhat Disagree
c) Neutral
d) Somewhat Agree
e) Strongly Agree
15) Would you refer a friend to apply for a job at this company?
f) Definitely
g) Probability
h) Not Sure
i) Probability Not
j) Definitely Not
(Your inputs will remain confidential. Thanking you for your cooperation).