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Organizational Behavior

Dr. Naida El Shafie

Employee Satisfaction view


in 3 different industries

Represented by:
Ahmed Fathy
Fatema Hamama
Inas Abdelatif
Mai El-Hennawi
Marwa Ayoub
Nada Omar

Agenda
Section 1: The Purpose & Introduction of Employees Job Satisfaction:
1.1- purpose
1.2-Introduction
Project GAP Analysis Steps:
1-Assign the Goal of the three companies.
2-Identify the Current Standards(current situation).
Section 2:Methodolgy ,Practical part & Results.
2.1 -Methodology
2.2 -Practical Part-(Employees Job Satisfaction Survey Template).
A-Profit Organizations
( 2different organizations a HRIS Software company & An Off shoring Marine and Oil
Support Services Company )-(Services Companies).
B-NGOs (Non-Profit Organization)
2.3 - Employees Job Satisfaction Survey Results for the three companies.
3-Create a Plan of Action(What is your next Step)
4-Back up our Plan Of Action with Data and analysis it.
2.4-Job Satisfaction Global Overview & in MENA Region.
Section 3:Concluion &The Impact on Organizations:
Section 4: Recommendation
Section 5 : References.

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.

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

What do we mean by Job Satisfaction?


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 selfcontentment 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 jobsatisfaction:

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 job
performance.

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.

Importance of Job Satisfaction:


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

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.

Benefits of Job Satisfaction Surveys


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.

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, unjust
treatment, 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 giving
adequate 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-satisfaction
surveys 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 wants
to 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 employees
want, but neither really knows. The job-satisfaction survey is one way to find out. It
is for this reason that unions support surveys.

But the benefits discussed above would be realized subject to certain prerequisites.
Following are the conditions:
Top management actively supports the survey.
Employees are fully involved in planning the survey.
A clear objective exists for conducting the survey.
The study is designed and administered consistent with standards of sound
research.
Management is capable and willing to take follow up action.
Both the results and action plans are communicated to employees
Project GAP Analysis Steps:
1-Assign the Goal of the three companies.
There is a common goal among the three companies which is achieving the customer
satisfaction (internally)i.e. employees job satisfaction, As we mentioned earlier in the
introduction part that this goal comes from every company organizational strategy.
2-Identifying the current Standing(current situation)
In this step , as we know that the second step of the Gap analysis-( is analyzing the current
situation either through collecting historical data or through observation ).
Hence we collected data through employees job satisfaction's survey , as a tool to measure
our internal customers" job satisfaction.
The following section describe the process .
Section 2: Methodology ,Practical part & Results.
2.1-Methodolgy :
The survey Methodology was a sample from 3 different companies of different industries,
(2 of them were service companies, a HRIS Software company & An Off shoring Marine
and Oil Support Services Company ), the last one is a NGOs (Non-Profit Organization)
Survey sample included 32 employees for the three companies ,from only managerial
positions, diversified departments, the survey consists of 52 questions- containing the ten

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).


Employees satisfaction Survey:
*
The Company filed *
Service
NGO
Manufacture
Your Age *
18 - 25
26 -36
37-47
48-58
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

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
Strongly dissatisfied
Management *
Is Management approachable?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Management *
Does your Manager communicate effectively?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Management *
Does your Manager bring out the best in employees?

Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Management *
Does your Manager encourage teamwork and cooperation?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Management *
Does your Manager effectively handle performance/discipline issues?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Management *
Is your Manager compassionate?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Management *
Is your Manager a good problem solver?
Strongly satisfied
satisfied
Natural

dissatisfied
Strongly dissatisfied
Management *
Does your Manager establish clear performance expectations?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Management *
When your manager assigns you work, do you know clearly what you are being asked to
do?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Reward and Recognition *
Do you feel that Management recognizes your performance and contribution?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Reward and Recognition *
Does the Company do a good job of linking job performance to rewards?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied

Reward and Recognition *


Do you feel appreciated at the Company?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Reward and Recognition *
Do you ever receive non-monetary forms of recognition from your manager?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Reward and Recognition *
Are your efforts recognized and rewarded adequately?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Reward and Recognition *
Would you value non-monetary forms of recognition?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Training and Development *
Do you feel that you have the opportunity to advance at the Company?

Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Training and Development *
Do you feel that employees are promoted based on performance?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Training and Development *
Do you feel that youve had enough training to perform your job adequately?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Training and Development *
If you had the opportunity to participate in additional training and development courses,
would this interest you?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Training and Development *
Do you feel that training and development is a priority at the Company?
Strongly satisfied
satisfied

Natural
dissatisfied
Strongly dissatisfied
Compensation and Benefits *
Do you feel you are paid fairly?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Compensation and Benefits *
Are you satisfied with your benefits package?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Compensation and Benefits *
Do your benefits meet your needs?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Compensation and Benefits *
Do you feel as though the compensation levels in your organization are communicated
effectively?
Strongly satisfied
satisfied
Natural
dissatisfied

Strongly dissatisfied
Compensation and Benefits *
Do you feel that some employees within the organization more generously paid compared
to you
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Satisfaction and Motivation *
Is your work challenging and meaningful?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Satisfaction and Motivation *
Do you know and take pride in the Companys mission, vision, and values?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Satisfaction and Motivation *
Do you understand what is expected of you?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied

Satisfaction and Motivation *


Do you feel that the Company takes safety seriously?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Satisfaction and Motivation *
Does the Company create customer satisfaction and excitement?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Satisfaction and Motivation *
Would you recommend the Company as a good place to work?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Satisfaction and Motivation *
Are you proud to work at the Company?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Communication *
Are you satisfied with the amount of information you receive from Management about
what's going on inside the Company?

Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Communication *
Do you feel that Company meetings are frequent enough?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Communication *
Were your expectations of this position close to what the position was actually like?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Communication *
Are you well informed about targets, work progress, and future plans?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Communication *
Are there opportunities available for you to express your ideas?
Strongly satisfied
satisfied
Natural

dissatisfied
Strongly dissatisfied
Communication *
Is there a good degree of communication between departments within the Company?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Work-Life Balance *
Are you able to maintain a reasonable balance between work and personal life?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Work-Life Balance *
In emergencies, does the Company adequately accommodate your personal needs?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Work-Life Balance *
Is the stress level in your job acceptable?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied

Work-Life Balance *
Is the amount of time you have to work each week reasonable?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Equality and Respect *
Are employees promoted based on performance?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Equality and Respect *
Do you feel that policies and procedures, including disciplinary action, are applied equally
to all employees?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Equality and Respect *
Do you feel that the Company values diversity?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Equality and Respect *
Have you ever witnessed discrimination at the Company?

Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Equality and Respect *
Have you ever witnessed harassment at the Company?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Equality and Respect *
Are all employees respected at the Company?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Equality and Respect *
Do you feel valued at work?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Work Environment and Safety *
Do you feel safe in your work environment?
Strongly satisfied
satisfied
Natural

dissatisfied
Strongly dissatisfied
Work Environment and Safety *
Is the air quality (including heat/air conditioning) acceptable in your work space?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Work Environment and Safety *
Do you have an adequate/comfortable amount of space in your work area?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Work Environment and Safety *
Is your work area clean?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Work Environment and Safety *
Is the lighting in your work environment acceptable/comfortable?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied

Work Environment and Safety *


Are the tools, technology, and equipment required by your job readily available?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly dissatisfied
Work Environment and Safety *
Are the tools, technology, and equipment required for your job maintained to your level of
satisfaction?
Strongly satisfied
satisfied
Natural
dissatisfied
Strongly 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

- Satisfaction from Management Results:

- Satisfaction from Reward & Recognition Results:

- Satisfaction from Training & Development Results:

- Satisfaction from Compensation & Benefits Results:

- Satisfaction from Motivation Results:

- Satisfaction from Communication Results:

- Satisfaction from Work-life balance Results:

Satisfaction from Equality & Respect Results:

- Satisfaction from Work Environment & Safety Results:

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)

Identify different

Employees are able

No level of

management

to understand

deficiency

approaches to

&updated with new

is noted.

employees.

management

(Referred to first

approaches.

N/A.

diagrams group)
2

Improve Reward

Employees are

No level of

&Recognition system satisfied with the

deficiency

compared to

current Reward &

is noted.

previous years.

Recognition system.

N/A.

(Referred to the
second diagrams
group)
3

Enhance Training

Majority of

Although ,

&development

employees are

there is No plan on over all

programs Referred

satisfied with

level of

managerial levels

to the third diagrams training and

deficiency

&consider non-

group)

is noted.

managerial as

But we do

well.

development plans.

advice to
regularly
updating
training
programs
,as it is has
direct
impact

Develop a training

with
customers
in service
companies.
4

Improve

Majority of

32.3%of

Create a moderate

Compensation and

employees are

employees

policies and

benefit programs .

satisfied with

feel that

procedures, that

(Referred to the

Compensation and

others are

guarantee a fair

fourth diagrams

benefit programs .

paid

paid on

group)

generously performance.
than them.

Identifying

Majority of

No level of

Satisfaction and

employees are

deficiency

Motivation

satisfied with

is noted.

N/A.

Approaches(Referred Satisfaction and

to the fifth diagrams

Motivation

group)

Approaches.

Enhance

Majority of

No level of

Communication

employees are

deficiency

&Work life

satisfied with

is noted.

balance(Referred to

Communication

the sixth diagrams

&Work life balance

N/A.

group)
7

Equality+ Respect, &

Majority of

No level of

work environment

employees are

deficiency

+and safety

satisfied with

is noted.

(Referred to the

Equality+ Respect, &

seventh diagrams

work environment

group)

+and safety.

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.

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, also
we 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 lets 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%.

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 arent 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.

Top Countries in Job Satisfaction Worldwide


62%

61%

60%

51%

50%

49%

48%

47%

41%

39%

39%

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.

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.

Section 3:Concluion &The Impact on Organizations:


AS it can be concluded, this project was to examine the effect of employees job satisfaction
level (As an Internal Customer-Only Managerial level) for three organizations (2 are
service companies for profit organizations ) & the third one is NGOs Institution& at the
same time identifying different variables(10 previous causes) that affect the employees
satisfaction.
which by it turns affect , the overall employees performance , which will definitely be
reflected on the organizational performance , as well.
First : As we mentioned earlier that job satisfaction is considered as one of the major job
attitude that leads to predict employees future behaviour , analyzing the job satisfaction
comes from the evolution of its characteristics, the First diagram groups describing the
relation between Management approaches ,i.e., (employees performance feedback given by
mangers, whether manager feedback on performance is valuable for improving employees
performance ,do employees satisfied with management approach, effectiveness of manager
communication level, do manager brings out best of employees, do managers in the three
organization encouraging team work, do manger handle performance discipline, is
manager compassionate, are managers considered as problem solving, does manager
explain clear performance expectations ,do employees know what is being asked from
them to do) ,& the employees satisfaction level ,Results were respectively 54.8% ,61.3 % ,
48.4%, 58.1% ,61.3%, 54.8% ,48.8%, 38.7, 54.8% ,61.3%of total employees, were satisfied
with managers previous approaches.
These Results show, that the more employees are satisfied with previous management
approaches , the more they will have high level of job satisfaction, which will be reflected

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 nonmonetary recognition)&the employees satisfaction level, Results were 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

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

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

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-walkingthrough-a-sample-analysis.

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