Professional Documents
Culture Documents
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.
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
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.
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.
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
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
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
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
In this step a question has to be raised , which is how far our goal of employees
satisfaction of the real survey data analysis.
Objectives
Current situation
Deficiency
Action Plan
(Recommendation)
Identify different
No level of
management
to understand
deficiency
approaches to
is noted.
employees.
management
(Referred to first
approaches.
N/A.
diagrams group)
2
Improve Reward
Employees are
No level of
deficiency
compared to
is noted.
previous years.
Recognition system.
N/A.
(Referred to the
second diagrams
group)
3
Enhance Training
Majority of
Although ,
&development
employees are
programs Referred
satisfied with
level of
managerial levels
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.
Motivation
group)
Approaches.
Enhance
Majority of
No level of
Communication
employees are
deficiency
&Work life
satisfied with
is noted.
balance(Referred to
Communication
N/A.
group)
7
Majority of
No level of
work environment
employees are
deficiency
+and safety
satisfied with
is noted.
(Referred to the
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.
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.
61%
60%
51%
50%
49%
48%
47%
41%
39%
39%
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
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.