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Needs improvement
Your proposal for project needs improvement. You are NOT ALLOWED to work on your final project. You are required to submit your proposal again with the suggested improvements when new assignment will be opened on VULMS. Make sure to improve the proposal according to the given guidelines.

Good that you have improved but still there are some areas for the improvements You need to mention the branches for the study Also mention the descriptive measure for the analysis See the sampling technique section and follow the comments

PROPOSAL FOR FINAL PROJECT

MEASURING THE JOB SATISFACTION IN PUBLIC AND PRIVATE ORGANIZATIONSBANKS

SUBMITTED BY: ID: MC 090202273

Virtual University of Pakistan

DATE OF SUBMISSION 07th May, 2010

Table of Contents
Chapter No 1: Introduction 1.1 1.1.1 1.1.2 1.2 1.3 1.4 Introduction Description of the project Rationale Background Objectives Significance

Chapter No 2: Project Proceedings Chapter No 3: Methodology 3.1 Data Collection Sources: 3.2 Data Collection Tools 3.2.1 Sampling techniques 3.2.2 Instruments of data collection: 3.2.3 Questionnaire 3.2.4 Scale or Type of sampling 3.2.5 Sample size 3.3 Subjects/Participants: 3.4 Field work/Data Collection: 3.5 Data Processing & Analysis: Bibliography

Chapter No 1: Introduction
1.1 Introduction

It is important for all the organizations to meet their missions and objectives so for this purpose they need to align their present and future activities in accordance with the goals and objectives. For the achievement of organization wide goals there are many things that organizations need to consider. One of them is proper management of human resource. Human resources are as important for an organization as other resources are as the importance of this resource is increasing day by day. Good employees can become asset for an organization and proper management of this resource is as necessary as maintenance of capital assets is. Organizations which have satisfied employees are enjoyed best business activities followed by excellent profits. In order to have quality output from the there human resource organizations need to make it sure that they had right workforce for the right jobs (Frances, R., & Lebras, C., 1982). Organizations, working environment, co-workers, peers, job design effects staff performance. Managers must be capable enough remove all hurdles to get effective performance. Good behavior of managers, peers and co-workers can bring positive changes in an employees working life resulting greater participation, co-operation and best contributions in business. To have better competitive advantage organizations need to ensure the employees satisfaction so that satisfied employees can work creatively to increase the better features of goods and services. From the employees point of view, job satisfaction leads to several benefits such as, reducing moral stress, create new thinking and innovation which lead them to high level, fresh mind good relationship, with co-workers, supervisor and employees etc (Locke, E.A., 1976). 1.1.1 Description of the project

Which job is good and which is bad this classification depends on many job factors like working hours and payment system of the organization. This project uses information on 100 staff members from banking industry (out of which 50 from Standard Chartered Bank (SCB) as Private sector organization and 50 from National Bank of Pakistan (NBP) as public sector organization) to complement traditional measures of job quality with staff supplied information regarding a wide variety of characteristics of the current job (Victor S. Desantis. & Samantha L. Durst, 1996). The responses to different questions are collapsed into six summary variables measuring workers evaluations of: Pay; Hours of work; Future Prospects (promotion and job security); How hard or difficult the job is; Job content: interest, prestige and independence; and Interpersonal relationships (with co-workers and with management).

1.1.2

Rationale To make the study simple researcher has selected this topic "Measuring the job satisfaction in the private and the public sector.

1.2

Background

Factors of job satisfaction are significant if someone want to stay in his or her job for a long period of time. Job satisfaction factors: What does job satisfaction mean? Something that gives the employee motivation to continue with the job, Something that makes him get up in the morning and actually want to go to work, Something that gives him a rush every time a new assignment or project comes their way. Yes, Yes, and Yes. That is the simple way of putting things, a very poetic way probably, and the questionnaires on employee job satisfaction agree. What are those factors that lead to this feeling of job satisfaction? Take a look. Satisfactory pay: This one would be the most basic factor that leads to taking up a job because it is the means to an end theory. The employee satisfactory surveys; the pay that one gets and the growth pattern of that pay - periodic intervals for an appraisal or employee performance based appraisal will influence the job satisfaction to a great level. If the employee is happy with his pay, it will show in his work by increasing his productivity (Schaffer, R. H., 1953). Personal Development: Other than the salary factor, job satisfaction factors statistics show that any worker will thrive in an environment that provides constant challenges. There needs to be something that keeps him on the go, constantly having to think and use his thinking powers and his skills, education and expertise to reach a solution. A job that is not monotonous and provides for a challenging environment that allows an employee to prove herself over and over again leads to greater job satisfaction (Judge T A, Locke E A, Durham C. C., 1997). Recognition and Encouragement: A job that has a good evaluation system whereby the employee's work is duly recognized and he is therefore encouraged and motivated to continue contributing to the firm is one of the major job satisfaction factors as well. An employee who knows that his efforts will be duly recognized with praise or by providing better opportunities for the future will find his job much more satisfying than someone who has lost interest in work or finds it a task because no matter what the amount of effort he puts in, no one even takes cognizance of the same. Thus proper recognition and encouragement are important factors to look into (Wanous, J. P., Reichers, A. E., & Hudy, M. J., 1997). Working Conditions: The ergonomics in the workplace which includes the working conditions like lighting, space and other such and such as well as interpersonal and intrapersonal relations with fellow colleagues, management and other authority figures also plays a major role in determining the degree of job satisfaction. If there is mutual respect

6 and regard among employees and management as well as among employees themselves, it will show in the work. A person will want to go to work if he enjoys being with the others there and they provide for an encouraging environment. In short if there is good workplace communication as opposed to negativity and job stress due to miscommunication or other problems in the workplace (Bedeian, A., G. Ferris, and K. Kacmar, 1992). Job satisfaction factors are several as we can see. And each of them plays a major role in determining how happy and satisfied the employee is with his job and overall duties. Job satisfaction cannot come about if due importance is not given to these job satisfaction factors and that will in turn have a direct effect on the performance of the employee. So if they want their business to prosper, make sure that the employees are happy.

1.3

Objectives To scrutinize elements that results job satisfaction. To measure the job satisfaction in the organization To identify the factors affecting job satisfaction To measure the relationship between job related factors and the job satisfaction To analyze effect of pay policies of organization on the job satisfaction of employees To analyze effect of promotion and job security of organization on the job satisfaction To analyze effect of hours of work of organization on the job satisfaction To analyze effect of interpersonal relationships with co-workers and with management on the job satisfaction the highlighted ones are the factors that you have already mentioned in the 3rd objective so its better to not include it here you can discuss these factors in the methodology section Significance

1.4

The main idea of this study is the analysis of job satisfaction of employees working in a private sector organization i.e., Standard Chartered Bank (SCB) and public sector organization i.e., National Bank of Pakistan (NBP). Here researcher will try to find out that what are the actual strengths and weaknesses in the system and that how this system could be improved so that the employees not only get maximum job satisfaction but the overall productivity of the institution also increase. Performance targeting has an important place in the organizational manager's toolkit. There is no reason to doubt that, when used properly, targeting can make a positive contribution to organizational performance. However, the assumption that organizations will indeed make proper use of performance targets is not always well founded. Designers of performance targeting schemes -- if they wish to add value to their organizations performance -- must bear in mind the limitations of performance targeting, and the potential of targeting schemes to cause significant and unintended perverse

7 outcomes. Experience has shown that when targeting schemes are not carefully designed and implemented, they risk causing more harm than good.

Chapter No 2: Project Proceedings

Final project will be consists of: Chapter 1 will be introduction, it includes rationale, background, significance, Chapter 2 will be literature review it includes review of previous studies on project topic. Chapter 3 will be research methodology it includes data collection sources, data collection techniques, subjects/participants, field work/data collection, data processing & analysis. Chapter 4 will be data analysis it includes interpretations, and graphical representations. Chapter 5 will be conclusion and recommendations, in this part conclusion will be drawn and recommendations will be given for further improvements of the organization.

Chapter No 3: Methodology
3.1 Data Collection Sources: NBP and Standard Chartered Bank are used at their branch position in order to gather data for project.

3.2 Data Collection Tools 3.2.1 Sampling techniques

Standard Chartered from Private and NBP from public sector are the targeted population in order to select the sample by using sampling method named as Non- probability convenience, while Quantitative research tool i.e. cross sectional survey will be presently used. Good that you have identified the areas One of the most standardized, commercial and valuable banking areas are Iqbal Town, The mall of Lahore, Johar Town, Garden Town, PECO road Lahore and Model town for both NBP and Standard Chartered branches, which will be used in order to gather data and cover the requirements of questionnaire. Also mention that how many branches will you select for the study, how many employees will be selected from each branch 3.2.2 Instruments of data collection:

To perform this task, research will be conduct in such a way that will reflect Measuring the job satisfaction in public and private organizations . The primary questionnaire is the tool the sources are the employeessource of data collection will be use and the instrument for data collection will be personally administered "Questionnaire". This questionnaire will be administer personally due to sampling information, administrative control and helping the respondents in answering technical questions. The population of the research consists of ultimate staff if of Standard Chartered Bank and National Bank of Pakistan. Therefore "Quota Sampling" technique will be use. What is the purpose of using this sampling technique? Quota sampling is the non probability equivalent of stratified sampling. Like stratified sampling, the researcher first identifies the stratums and their proportions as they are represented in the population. Then convenience or judgment sampling is used to select the required number of subjects from each stratum. This differs from stratified sampling, where the stratums are filled by random sampling. (Accessed 03 May, 2011, (http://www.statpac.com/surveys/sampling.htm). You can use the convenience sampling otherwise justify the quota sampling

10 3.2.3 Questionnaire

Close ended questionnaire enclosed with a covering letter which would be the representative of the objectives and procedure will be prepared in order to get the required demographical data and information from the targeted population. 3.2.4 Scale or Type of sampling

For this recommended proposal work and to collect the required information self prepared questionnaire will be used which would be dispersed and relevantly gather by the researcher which is based on Likert Scale and is divided in the following five close ended levels of answers. These five grades of response are as follows: 1. 2. 3. 4. 5. Strongly disagree Disagree Indifferent Agree Strongly agree

3.2.5

Sample size

Refer to the comment of the selection of the branches so mention that how many employees will be sampled from the branch Sample size is 25 respondents from each bank i.e. 25 respondents from NBP and 25 respondents from SCB which will accumulate as 50 respondents in all. 3.3 Subjects/Participants: As we have earlier discuss that private sector employees will be from Standard Chartered Bank and Public Sector employees will be from National Bank of Pakistan for research program. Sample size from the targeted population will consist of all types of respondents including males, females, high, middle and low level of employees. Moreover, these were ranked according to their positions, experience, age and qualifications etc. will you do the analysis designation wise? As compared to male staff female will be in small numbers but having greater importance to study just because of their efficiency and effectiveness. 3.4 Field work/Data Collection:

11 In order to gather required data and relevant information close ended questionnaire will be prepared enclosed with a covering letter which would realize the importance and the procedure for this study as well as its objectives. 3.5 Data Processing & Analysis: Microsoft office work and other statistical calculations such as arithmetical formulas, correlation and graphs will be prepared in order to represents the analysis of this study as and when it is required or to be necessary as well as fit to the importance and objectives of study. Which descriptive measure will you use for the study? Its better to go for the mean, mode etc

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Bibliography
Frances, R., & Lebras, C. (1982). The prediction of job satisfaction. International Review of Applied Psychology, 31(3), 391-410. Locke, E.A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297-1349). Chicago: Rand McNally. Schaffer, R. H. (1953). Job satisfaction as related to need satisfaction in work. Psychological Monograph: General and applied, 67, (Serial No. 4). Rice, R. W., McFarlin, D. B., & Bennett, D. E. (1989). Standards of comparison and job satisfaction. Journal of Applied Psychology, 74:591-598. Morrison K A, (1996), An Empirical Test of a Model of Job Satisfaction, Journal of Small Business Management, Vol 34, pp 27-40. Weaver, C.N. (1980), "Job satisfaction in the United States in the 1970s", Journal of Applied Psychology, Vol. 65 No.3, pp.364-7. Scarpello, V., & Campbell, J. P. (1983). "Job satisfaction and the fit between individual needs and organizational rewards". Journal of Occupational Psychology, Vol. 56, pp. 315-328. Highhouse S, Becker AS. Facet measures and global job satisfaction. Journal of Business and Psychology. 1993; 8:117127. doi: 10.1007/BF02230397. Wanous, J. P., Reichers, A. E., & Hudy, M. J. (1997). Overall job satisfaction: How good are single-item measures? Journal of Applied Psychology, 82, 247 252. Oshagbemi, T., 1997. Job satisfaction and Dissatisfaction in higher education. Education + Training vol.39 no.9 F. Herzberg, B. Mausner, R.O. Peterson, D.F. Capwell (1957), "Job Attitudes: Review of Research and Opinion", Psychological Service of Pittsburgh, Cleveland, OH. Bedeian, A., G. Ferris, and K. Kacmar. 1992. Age, tenure, and job satisfaction: A tale of two perspectives. Journal of Vocational Behavior 40: 3348. Judge T A, Locke E A, Durham C C, (1997), The dispositional causes of job satisfaction: A core evaluations approach, In L L Cummings, and B M Staw (Eds), Research in Organisational Behaviour, Vol 19, pp57-150. Lu H., While A. E., & Barriball K.L. 2007. A model of job satisfaction of nurses: a reflection of nurses working lives in mainland China. Journal of advanced Nursing, vol.58 No. 5, 2007 Tanja Sargent. & Emily Hannum. (2005). Keeping Teachers Happy: Job satisfaction among primary teachers in rural North West china. Comparative education review, Vol. 49, 2005 Victor S. Desantis. & Samantha L. Durst. (1996), Comparing job satisfaction among public and private sector employees. American review of Public Administration, vol. 26, No. 3, September 1996. Accessed March 22 2011, (http://www.statpac.com/surveys/sampling.htm

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