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A ADVANCED WORKING REPORT ON JOB SATISFACTION IN SMEC (BD)

By

Sunan Islam ID: 0710159

Submitted to Md. Shoaib Ahmed Lecturer School of Business Independent University Bangladesh

May, 2012

LETTER OF TRANSMITTAL

10th May, 2012 To, Md. Shoaib Ahmed Lecturer School of Business Independent University, Bangladesh. Subject: Submission of internship report

Dear Sir, Its my pleasure to submit you my internship report on Analysis on job satisfaction in SMEC (BD). I have completed my internship program in SMEC (BD) as a part of my study. I have tried my self to explain my learning and experience I have gathered form my internship program briefly in this report. I appreciate that this approach really contributes in giving my course learning a lasting shape in me. The entire report is based on my practical experience in SMEC (BD). I have put my best effort in completing the report with all the information that I have collected during my stay in SMEC. I have great hope that the report will meet your expectation and aid you in getting a clearer idea about the subject. Your valuable and authoritative advice will inspire me to produce further sound study in the future.

Sincerely, Sunan Islam ID- 0710159 Independent University Bangladesh.

ACKNOWLEDGEMENT
At first I like to express my deepest gratitude to Allah for giving me the strength and the composure to finish the task within the scheduled time. Then I am very Grateful to the SMEC (BD) for providing me the opportunity to complete my assignment.

My sincere gratitude goes to my honorable teacher Md. Shoaib Ahmed, Lecturer School of Business IUB . Without his support and encouragement this report would I haven't been possible such an endeavor to enhance my practical knowledge about the real business world deserves great appreciation.

I am grateful to all the staffs and all the officers of the SMEC (BD). They gave me long patient hearing and sitting, practical orientation and answering my numerous Queries nicely. This supplied the most valuable working experience and information for which the deserved appreciation.

All the relevant things I have tried our best in order to serve the every objective of this report. To make the best understand of the theoretical portion, relevant tables bar diagram and pie chart has been produced.

And finally, I like to say that I have tried and soul to prepare this report accurately. How ever, there might be some errors and silly mistakes due to my aptitude and time constraint. In this regard, I seek your kind consideration and Im in the process of learning.

Table of Contents
Chapter 1: Introduction ....................................................................................................... 2 1 SMEC at a glance........................................................................................................ 2 ....................................................................................... 2 1.2 1.3 1.4 2 Services ................................................................................................................ 2 ........................................................................... 3 Limitations ........................................................................................................... 3

Chapter Two: work in report............................................................................................... 4 Activities performed as an Intern ................................................................................ 4 2.1 My activities in details ......................................................................................... 4 Completed medical expenses claim form for the staffs: ............................... 5 Filled out Petty Cash sheet:........................................................................... 5 Filled out leave application form: ................................................................. 5 Organized a meeting for all subsidiaries of SMEC: ..................................... 5 Prepared meeting minutes: ............................................................................ 5 Prepared memo: ............................................................................................ 6 Contacted with the food suppliers via emails for the meeting: ..................... 6 Analyzed the financial report for material errors:......................................... 6 Learnt how to use software for accounting inputs: ....................................... 6 Emailed daily activities to the foreign office: ............................................... 7 Organized an annual picnic for all subsidiaries of SMEC: ........................... 7 Organizing folders in the computer: ............................................................. 7 Arranging the files sequentially: ................................................................... 7 Organized cultural show for Pohela Boishak: .............................................. 8 Went to the Tongi-Bhairob Bazaar Double-line construction project: ......... 8 Learnt from the management team to think outside the box ........................ 8 Visited Khulna to find a new office space: ................................................... 8 Checked the usage of fuel of cars and maintenance cost: ............................. 9 Traveled with foreigners of SMEC as a translator: ...................................... 9 SMEC (BD)................................................. 9 Ability to work under pressure: .................................................................. 10 : ........................................................... 10 How to prepare a Memo: ............................................................................ 10 2.1.1 2.1.2 2.1.3 2.1.4 2.1.5 2.1.6 2.1.7 2.1.8 2.1.9 2.1.10 2.1.11 2.1.12 2.1.13 2.1.14 2.1.15 2.1.16 2.1.17 2.1.18 2.1.19 2.2 2.2.1 2.2.2 2.2.3

2.2.4 2.2.5 2.2.6 2.3 3

Expression of Interest and Request for Proposal: ....................................... 10 Wastage can be reduced anywhere: ............................................................ 10 Learnt from the management team To think outside box: ....................... 11

Conclusion.......................................................................................................... 11

Chapter Three: Analysis on job satisfaction of SMEC (BD) ............................................ 12 Introduction ............................................................................................................... 12 3.1 3.2 3.3 3.4 3.5 Scope of the study .............................................................................................. 13 Objectives of the study ....................................................................................... 13 Limitations of the study...................................................................................... 13 Literature review ................................................................................................ 13 Methodology ...................................................................................................... 15 Research design .......................................................................................... 15 Sampling ..................................................................................................... 15 Measurement instrument ............................................................................. 16 Data collection ............................................................................................ 16 Data Analysis .............................................................................................. 16

3.5.1 3.5.2 3.5.3 3.5.4 3.5.5 3.6 3.7 3.8 4 4.1

Interpretation on the basis of each question: ...................................................... 16 Conclusion.......................................................................................................... 22 Recommendation ................................................................................................ 22 Appendix ............................................................................................................ 24

Reference .................................................................................................................. 23

Chapter 1: Introduction
1 SMEC at a glance
Establishment: 1970 Manager of South-Asia: Ken Thomason over 55 offices Major project in Bangladesh: Design of the Padma Bridge.

1.1
Snowy Mountain Engineering Corporation (SMEC) is a professional services firm with Australian origins and a global footprint that provides high-quality consultancy services on major infrastructure projects. SMEC has over 4,000 employees and an established network of over 55 offices in Australia, Africa, the Middle East, Asia, the Pacific and North and South America. SMEC has been ranked in the Top 100 of Engineering News-Records (ENR) Top 200 International Design Firms for the past 14 years. In 2011, SMEC was ranked at Number 67 in the Top 200 International Design Firms and Number 87 in the Top Global Design Firms. SMEC was also awarded the 2010 BRW ANZ Private Business Award for Most Successful Private Business Trading Overseas Asia.

1.2 Services
SMEC provides consultancy services for the lifecycle of a project, to a broad range of sectors. These are: Transport, Water, Natural Resources and Environment, Geotechnical, Mining and Tunneling Services, Urban Development, Energy and Renewable, Government and Advisory Services and Social Development. SMECs consultancy services include: pre-feasibility and feasibility studies, field investigations, laboratory testing, computer modeling, detailed design, tender and 2

contract management, construction supervision, quality assurance, commissioning, operation and maintenance, training and project management.

1.3
SMECs main CSR focus areas are: People, Community and Sustainability and Environment. They have built Environmentally Sustainable Offices and have also employed Ecologically Sustainable Development principles to all projects, wherever possible. One of the most important and significant factor is the usage of reusable envelopes and papers for inter-office activities. Other activities in offices include: Defaulting printers and copiers to double-sided printing. Purchasing 70% recycled A4 paper. Recycling paper, aluminum, glass and plastics.

SMEC is highly experienced in the combination of environmental management and planning aspects with projects including: Transport, Water, Buildings, Urban Development, Geotechnical, Mining and Tunneling.

1.4

Limitations

Website of SMEC just reveals information on global offices and head offices. Website is not updated on a regular basis. Projects and activities in SMEC Bangladesh are not readily available, therefore a lot of information has been asked through personal interview with high officials.

Chapter Two: work in report


2 Activities performed as an Intern
Completed medical expenses claim form for the staffs Filled out Petty Cash sheet Filled out leave application form Organized a meeting for all subsidiaries of SMEC Prepared meeting minutes Prepared memo Contacted with the food suppliers via emails for the meeting Analyzed the financial report for material errors Learnt how to use software for accounting inputs Emailed daily activities to the foreign office Organized an annual picnic for all subsidiaries of SMEC Organizing folders in the computer Arranging the files sequentially Organized cultural show for Pohela Boishakh Went to the Tongi-Bhairob Bazaar Double-line construction project Learnt from the management team to think outside the box Visited Khulna to find a new office space Checked the usage of fuel of cars and maintenance cost Travelled with foreigners of SMEC as a translator

2.1 My activities in details

2.1.1 Completed medical expenses claim form for the staffs: It is mandatory for all employees to fill out medical expense claim form to get the amount of money they have spent. Many uneducated drivers and other staffs were just able to submit the voucher of the medical expenses. I helped them fill out the official form. Some of the high officials were careless in filling out the form fully such as missing out the date, their employee unique number etc. I had to ensure that everything is properly filled.

2.1.2 Filled out Petty Cash sheet: I learnt how to put the small expenses in the petty cash sheet. This was always verified by the accounts officer, in case I put something wrong. I also used to reconcile from the voucher and the petty cash sheet which was prepared by the accounts officer.

2.1.3 Filled out leave application form: Many employees who are enabling to understand English and are not capable on filling up the leave application form had been helped by me. Drivers, house keepersetc are the most common people who would come on to me to fill the form. I have also checked the application for any errors regarding the date, reason for other staffs.

2.1.4 Organized a meeting for all subsidiaries of SMEC: A meeting was held between SMEC, SMEC (BD), and ACE Consultants at the Regency hotel. Nearly 80 officials took part in the meeting. I was in charge of food and refreshments. I was also helped by other two interns.

2.1.5 Prepared meeting minutes: After the meeting I prepared the meeting minutes. The discussions were summarized by me using bullet points. Firstly, I was not aware of meeting minutes. After that, I used Google and found out the key of writing meeting minutes. My meeting has held between

top level management of all subsidiaries of SMEC. I noted down the important discussion in bullet points.

2.1.6 Prepared memo: Our companys HR department was very much annoyed with the dress code each employee wore. So, my supervisor instructed me to write a memo concerning the dress code. Therefore, I prepared the memo administering to all the employees of SMEC. The HR head checked it and posted in each department notice board.

2.1.7 Contacted with the food suppliers via emails for the meeting: Meeting is a common scenario in SMEC. There will always be meetings twice or thrice a week. I have been always given the charge to handle the food section. In the meetings, there were a significant number of foreigners. Therefore, I had to order food and contact them via emails for pricing and availability of specific food items.

2.1.8 Analyzed the financial report for material errors: Each month SMEC prepares an internal report for internal use. My chief accountant goes through it for any errors or any corrections. At times, he may comment upon the usage of transport or other high spending sectors. I was advised by the chief accountant to just have a look at the statements for material errors. I could not find any but instead I pointed out previous statements balances. I found out from last few months balances that some of the expenditures had risen suddenly. I suggested the chief accountant to keep an eye on those expenditures.

2.1.9 Learnt how to use software for accounting inputs: From the beginning, I was very much interested in learning accounting softwares. SMEC uses CITRIX and EPICOR software for accounts receivable and payable. I was not allowed to use those softwares but I have seen how easily they put the amount of payable and receivable. 6

2.1.10 Emailed daily activities to the foreign office: The main head office of SMEC in Australia is always aware of other branches across the world. They have to be reported every day, the important things that went on the branch offices. I always used to write up the important points that took place in the office. This was one of my routine jobs and my supervisor would always assist me regarding this issue. This activity was sincerely handled by the office manager. Just after few days of my joining, I was given the charge for doing it.

2.1.11 Organized an annual picnic for all subsidiaries of SMEC: As an intern in SMEC (BD), I was very much fortunate enough to attend a picnic. Usually, picnics are held at the middle or last of winter in SMEC. When I joined, after few days they were planning for a picnic in Jamuna Resort. SMEC has already worked with Bangladesh Railway as a result the tickets of train was achieved at discounted rates. I went on to the Railway station and just took tickets directly from the station manager. I also went to the spot a day before the picnic and was organized a cultural show with local singers and magicians. I was helped by the other two interns and an office staff.

2.1.12 Organizing folders in the computer: Each project was given a specific code. Every day, new documents and attachments would come out and I had to put those files in the appropriate folders. SMECs computers have been always upgraded with latest softwares. I was delighted to see the 2010 full version of Microsoft office. It was very simple to work with the new version.

2.1.13 Arranging the files sequentially: Although SMEC operated everything through digital system but as a backup they used to file up. SMEC kept separate files for each employee and projects. For few days, I

arranged the files according to the dates. Each employee files were upgraded with the current activities they perform such as, medical leave, casual leave etc.

2.1.14 Organized cultural show for Pohela Boishak: For the first time in my life, I went on to call the decorators for glasses, plates and other things. I also called few of the musicians to perform on SMEC premises. I was given the full charge to arrange these things with a budget set by the office staff. It was really a challenging moment because I had to bargain with the singers and decorators.

2.1.15 Went to the Tongi-Bhairob Bazaar Double-line construction project: From the day of joining SMEC, I was very much enthusiastic of visiting the projects done by SMEC. Even though, it was not my duty I seek permission from the HR head to go the project. I went on with the consultants. I did not understand anything regarding their work. At the end, I heard that they were trying to do a feasibility test and would then proceed on other work. 2.1.16 Learnt from the management team to think outside the box When a management team came from Australia, I got the chance to have lunch with them. He was discussing many things with me. He explained to me that the management team should think outside the box. He drew nine circles and asked me to join it with four straight lines. Finally, he illustrated it. 2.1.17 Visited Khulna to find a new office space: It was a good experience to visit Khulna. SMEC has achieved a new project to work with WASA. Khulnas water supply needs to be improved. SMEC has achieved that project and are planning to take a new possession in Khulna. We, in a group of four went to Khulna by train. We were given the criteria of choosing office with floor space, parking, interior fittings, parking etc.

2.1.18 Checked the usage of fuel of cars and maintenance cost: I was given a standard rate of use of fuels and the trends of the past few years. It was a time consuming and a difficult task. SMEC owns various kinds of vehicles for different usages. Each vehicle has different fuel efficiency. I found out that standard usage does not match with the actual spending. I gently remarked about it to the Administration. Even the maintenance cost was not up to the mark. I found a new car regularly going to the garage every month.

2.1.19 Traveled with foreigners of SMEC as a translator: As an intern, I got the opportunity to move with foreigners during weekends. Some of them came from Australia for the meeting and had stayed for a week. I went out with them in shopping malls and some historical places. At the end of the tour, I was paid US $100 from them.

2.2

SMEC (BD)

Ability to work under pressure

How to prepare a Memo Use of Expression of Interest and Request for Proposal Wastage can be reduced anywhere Learnt from management team about Think outside box

2.2.1 Ability to work under pressure: I have always learnt to study hard with many courses. Working in SMEC (BD) has really boosted me in terms of work pressure. I was very much involved in any events that took place such as picnic and cultural events. I worked day and night to make such events successful.

2.2.2

Meeting minutes was completely a new thing for me. During a meeting, important points were jotted down. This was prepared after the meeting. It was like a summary with important points in bullet form. It also included the lists of people present in the meeting.

2.2.3 How to prepare a Memo: Memo was a daily routine work for the people of SMEC (BD). They used memo for internal purpose. I was unfamiliar with it. I learnt how to write those. Although, memo was informally used in SMEC (BD)

2.2.4 Expression of Interest and Request for Proposal: I was totally unaware of these terms Expression of interest (EOI) and Request for Proposal (RFP). I comprehended that EOI has issued by the government or parties who wants the work to be done by others. In other terms, they want to outsource the job. RFP was used by the companies or parties to get the job.

2.2.5 Wastage can be reduced anywhere: When I joined SMEC (BD) I used to throw away a paper if there was a mistake. I found out that most of the papers which can be used internally were reused from other side.

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2.2.6 Learnt from the management team To think outside box: A team from Australia came to attend a meeting where I got the chance to speak to the management team of SMEC. He drew 9 small circles and asked me to join it using 4 lines. The lines must be joined in such a way that it must touch all 9 points. It was a brain game for me and a different approach to solve problems.

2.3 Conclusion
It was a different experience working in a Multinational consultancy firm. Rather than going onto banks and other renowned institutions, I choose SMEC. SMEC is a well reputed firm in the country now and has shown great potential in the consultancy sector. One of its recent works is the design phase of Padma Bridge. Job satisfaction in SMEC was my main objective. I found out that most of the employees are satisfied with the company with few disputes. These few problems can be easily resolved by taking few steps.

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Chapter Three: Analysis on job satisfaction of SMEC (BD)


3 Introduction
Job satisfaction refers to a persons feeling of satisfaction on the job, which acts as a motivation to 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 objectives. Job satisfaction does mean absence of motivation at work. Research workers differently described the factors contributing to job satisfaction and job dissatisfaction. The term job satisfaction refers to an employees general attitudes toward his job. Job satisfaction has been defined in several
different ways and a definitive designation for the term is unlikely to materialize. A simple or general way to define it therefore is as an attitudinal variable:

Job satisfaction is simply how people feel about their jobs and different aspects of their jobs. It is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. (Spector, 1997)

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3.1 Scope of the study


The scope of this study is to understand the satisfaction of the employees in SMEC (BD). The study is useful to the management of SMEC (BD) to know the level of satisfaction and needs of the employees.

3.2 Objectives of the study


The following are the objectives of the present study. To determine the level of satisfaction of the respondents regarding their job. To study and understand the job satisfaction among the employees of the SMEC (BD). To offer suggestions to SMEC (BD) to improve their employees satisfactory level.

3.3 Limitations of the study


The research was conducted within a limited duration. So a detailed and comprehensive study could not be made. Some respondents hesitated to give the actual situation; they feared that management would take any action against them.

3.4 Literature review


Despite its wide usage in scientific research, as well as in everyday life, there is still no general agreement regarding what job satisfaction is. In fact there is no final definition on what job represents. Different authors have different approaches towards defining job satisfaction. Some of the most commonly cited definitions on job satisfaction are analyzed in the text that follows.

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Job satisfaction is the key ingredient that leads to recognition, income, promotion, and the achievement of other goals that lead to a feeling of fulfillment (Kaliski, 2007). Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for ones efforts. Job satisfaction further implies enthusiasm and happiness with ones work. Job satisfaction can be defined also as the extent to which a worker is content with the rewards he or she gets out of his or her job, particularly in terms of intrinsic motivation (Statt, 2004).

The term job satisfaction refers to the attitude and feelings people have about their work. Positive and favorable attitudes towards the job indicate job satisfaction. Negative and unfavorable attitudes towards the job indicate job dissatisfaction (Armstrong, 2006).

Job satisfaction is the collection of feeling and beliefs that people have about their current job. Peoples levels of degrees of job satisfaction can range from extreme satisfaction to extreme dissatisfaction. In addition to having attitudes about their jobs as a whole, people also can have attitudes about various aspects of their jobs such as the kind of work they do, their coworkers, supervisors or subordinates and their pay (George et al., 2008).

Job satisfaction is a complex and multifaceted concept which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more of an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative (Mullins, 2005).

We consider that job satisfaction represents a feeling that appears as a result of the perception that the job enables the material and psychological needs (Aziri, 2008). Job satisfaction can be considered as one of the main factors when it comes to 14

efficiency and effectiveness of business organizations. In fact, the new managerial paradigm which insists that employees should be treated and considered primarily as human beings that have their own wants, needs, personal desires is a very good indicator for the importance of job satisfaction in modern companies.

Spector (1997) lists three important features of job satisfaction. Firstly, organizations should be guided by human values. Such organizations will be oriented towards treating workers fairly and with respect. In such cases, the assessment of job satisfaction may serve as a good indicator of employee effectiveness. High levels of job satisfaction may be sign of a good emotional and mental state of employees. Secondly, the behavior of workers depending on their level of job satisfaction will affect the functioning and activities of the organization's business. From this it can be concluded that job satisfaction will result in positive behavior and vice versa, dissatisfaction from the work will result in negative behavior of employees. Thirdly, job satisfaction may serve as indicators of organizational activities. Through job satisfaction evaluation, different levels of satisfaction in different organizational units can be defined.

3.5 Methodology
3.5.1 Research design In this research, we are going to find out the job satisfaction in SMEC (BD). This would be a quantitative study. The questions can be repeated over a period of time to observe any changes. 3.5.2 Sampling The employees will be selected by simple random probability. Out of the 35 employees, 20 of them are selected. Population would include respondents from Human Resource (HR), Accounts and Finance, business development, information technology (IT) and CV bank department.

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3.5.3 Measurement instrument A structured questionnaire will be used for conducting this research. As the method used is quantitative, therefore all questions must be answered by the respondents. Mean, standard deviation and variance would be calculated with respect to each question.

3.5.4 Data collection The data will be collected by going to each department. In addition, SMEC (BD) has a central server through which employees can fill it out and post it. Some of them filled out the questionnaire through internet. Most of them did it on paper.

3.5.5 Data Analysis Collected data is analyzed using Microsoft Excel, 2003. The mean, standard deviation and variance is found out for each question. The table in the appendix section shows the mean, standard deviation and variance for each question. The following scaling techniques have been used for each question in the questionnaire: 5= Excellent 4=Very Good 3=Good 2=Average 1=Poor

3.6 Interpretation on the basis of each question:


Question 1 show the mean of 3.95, which means that most all of the employees are satisfied with SMECs policy on treating problems fairly. The standard deviation shows a value of 1.10 which points out that the employees are satisfied. A majority of the respondents have marked excellent and very good. As a result, variance shows a value

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of 1.21. The employees are really satisfied with the way SMEC have solved employee related problems.

Question 2 shows the mean of 3.1, which means majority of the respondents have marked it as good. Standard deviation shows a value of 1.29, which means the respondents are satisfied with the way they receive job performance feedback. The variance gives a value of 1.7. Here, respondents are at times confused with their opinion. Some departments might give regular feedback and some might not give at all. Question 3 shows the mean of 2.8, which is regarded as good. Standard deviation has a value of 1.28 which again shows variation in the minds of the respondents. The respondents are fairly satisfied. This question dealt with SMECs salary structure. Some of them were happy and some were not. Variance of 1.6 proves that. Question 4 shows a mean of 4.2, which is remarked as very good. Standard deviation gives a value of 0.89 which shows satisfaction amongst the employees. This question dealt with the health and safety of SMEC. Finally, the variance of 0.8 proves that a lot of employees are being positive and are satisfied with the issue of health and safety.

Question 5 shows a mean of 4.5, which means that most of the respondents are satisfied. It can be regarded as very good. Standard deviation shows a value of 0.69 which shows satisfaction amongst most of the employees. Variance is really low due to less instability amongst the employees choice. Question 6 shows a mean of 3.85, which can be said as very good. Standard deviation of 1.18 explains a good satisfactory level amongst the employees regarding overall training and development. A relatively high variance shows the variability amongst the employees of SMEC. Question 7 gives the mean of 4.75, which can said as excellent. Almost all the respondents have rated the credibility of the top management as excellent. Standard 17

Deviation is fairly low here, proving that employees are highly satisfied with the top management of SMEC. Even the variance is also low here due to the employees high reliability and satisfaction of top management. Question 8 shows a mean of 2.95, which is remarked as good. Standard deviation is at the highest peak and its shows highly dissatisfied employees. Variance is also at the higher of 2.37, it indicates that employees are not satisfied with the job security of SMEC. Question 9 reveals a mean of 4.5 which can be counted as almost excellent. Standard deviation is 0.69 which is really appealing. Employees of SMEC are highly satisfied with the companys prospect for the next five years. The variance is also too low as most of the respondents are highly satisfied. Question 10 gives a mean value of 4.2, which can be said as very good. Standard deviation is 0.83 which portraits the satisfaction amongst the employees of SMEC. Variance with a 0.7 reflects the satisfaction with fewer less satisfied employees.

Question 11 shows a mean value of 4.65, which reflects that almost all of the employees have marked excellent on the questionnaire. The standard deviation gives a value of 0.49, which can be regarded as low. Variance is also low. Thus, it can be stated that SMEC provides benefits which comes handy for the employees. Question 12 gives a mean value of 4.2, which can be said to be very good in compliance to the questionnaire rating. Standard deviation has a value of 0.83 which shows that a significant number of employees are fairly satisfied with the long term career potential in SMEC. Variance here is also low as most of the employees are satisfied with the long term career prospect of SMEC. Question 13 gives a mean value of 3.8 which is regarded as very good according to the questionnaire rating. Standard deviation shows a value of 0.83 which reflects a fair 18

amount of satisfaction amongst the employees of SMEC. Variance also is not too high. Employees are fairly satisfied with the SMECs type of supervision they receive.

Individual satisfaction has also been found out. The 20 employees at an average are fairly satisfied with SMEC. Some of them are dissatisfied with few of the issues which are regarded as normal. Few of them are highly satisfied and the rest are fairly satisfied.

The results are further shown through bar graph below.

Figure 1 showing the mean for each question

Mean
5 4.5 4 3.5 3 2.5 2 1.5 1 0.5 0 Question Number

Mean

Source: from the data analysis of questionnaire survey

Interpretation: For a data set, the mean is the sum of the values divided by the number of values. The mean of a set of numbers x1, x2, ...,xn is typically denoted by, pronounced "x bar". The employees of SMEC are fairly satisfied with the training and development, supervision, and treating problems fairly. The questions 1, 6 and 13 demonstrated on the questionnaire are the areas that the employees of SMEC are fairly satisfied with. The questions 2, 3 and 8 dealt with the job performance feedback, salary structure and the job security. Employees of SMEC are just satisfied with all these factors. Some of them are not at all satisfied with the salary structure and some of them were scared answering the truth. The 19

questions 4, 10 and 12 are the key reasons for SMEC (BD) to flourish. The inter department team work, health and safety and long-term carrier potential have made the employees of SMEC (BD) gain more projects than before. A very good satisfaction level has been expressed by the employees regarding these factors. The question 5, 7, 9 and 11 shows highly satisfaction amongst the employees. The cooperation of the team, credibility of top management, SMEC (BD)s prospect for the next five years, and the benefits provided by the company has made most of them highly satisfied. SMEC (BD)s recent project of Padma Bridge reveals the credibility of the employees. Some highly qualified top management has leaded the company to achieve its goals. Figure 2 showing the standard deviation for each question

Standard Deviation

1.80 1.60 1.40 1.20 1.00 0.80 0.60 0.40 0.20 0.00 1 2 3 4 5 6 7 8 9 10 11 12 13
Series2

Source: from the data analysis of questionnaire survey Interpretation: The standard deviation is a measure of how spread out the data is. The square rood of variance gives us standard deviation. For the 1st question the standard deviation is 1.10, the 2nd question the standard deviation is 1.30, the 3rd question the standard deviation is 1.25, the 4th question the standard deviation is 0.90, the 5th question it is 0.70, the 6th question it is 1.20, for the 7th it is 0.40, for the 8th it is 1.50, for the 9th it is 0.60, for the 10th it is 0.80 and 11th it is 0.50, for the 12th it is 0.80, and 13th it is 0.80. 20

For answer 4, 5, 7, 9, 10, 11, 12 and 13 the standard deviation is below 1, so we can say the variation is the answers are low. Most people gave similar answers. So, when we do the overall statistics we can say the standard error is comparatively less. And the sample size is more or less near perfect. However, the standard deviations in the other questions are more then 1 and the variations in them are high, which means the answers people gave are more or less different then each other. The viewpoints of individuals are different. This can be due to different tastes, choices, needs, necessities and demands. Some may want better training, some may ask for medical insurance, some childcare, etc while others may want more salary. The statistical data can be corrected by taking a grater sample.

Figure 3 showing the variance for each question

Variance
2.5 2 1.5 1 0.5 0 1 2 3 4 5 6 7 8 9 10 11 12 13 Series1

Source: from the data analysis of questionnaire survey Interpretation: Variance defines how far a set of numbers is spread out. The square root of the variance gives us standard deviation. More the variance, the more the answers from one individual to another individual vary. To reduce the variance we have to take a greater sample. It is better to have a less variance as then the use of the statistical data becomes easier. We can deduce that most employees are not satisfied with similar grants. In this above diagram we can see some of the bar graphs show high variance and it becomes difficult for a 21

company to satisfy workers when they want different things. Sometimes this plays a major role in worker turnover and the company faces problems associated with these turnovers.

3.7 Conclusion
The study on employees satisfaction at SMEC (BD) is cased out with full cooperation of the employees and management. As far as possible within the given limits the study is completed with the satisfaction of many peoples. The data collected are analyzed scientifically. It is assured that the company may got high boosted moral in the organization provided some of the suggestions made in the report in carried out.

3.8 Recommendation
SMECs should increase the present scale of pay and provide them with other fringe benefits. The company must take steps to give the employees job performance feedback. SMEC can enhance the job security of their employees by making a contract. SMEC can empower subordinates in order to decrease the work load from the top management.

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Chapter Four: Reference

4 Reference
Kaliski, B.S. (2007). Encyclopedia of Business and Finance, Second edition, Thompson Gale, Detroit, p. 446
Statt, D. (2004). The Routledge Dictionary of Business Management, Third edition, Routledge Publishing, Detroit, p. 78 Armstrong, M. (2006).A Handbook of Human resource Management Practice, Tenth Edition, Kogan Page Publishing, London, p. 264 George, J.M. and Jones, G.R. (2008).Understanding and Managing Organizational behavior, Fifth Edition, Pearson/Prentice Hall, New Jersey, p. 78

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Mullins, J.L. (2005). Management and organizational behavior, Seventh Edition, Pearson Education Limited, Essex, p. 700 Aziri, B. (2008). Tringa Design, Gostivar, p. 46 Spector, P.E. (1997). Job satisfaction: Application, assessment, causes and consequences, Thousand Oaks, CA, Sage Publications, Inc

4.1 Appendix

Job Satisfaction Survey-2012


Tick on the boxes below against each statement.
Question Excellent (5) Very Good (4) How do you rate company on treating employee problems fairly? Do you receive regular Job performance feedback? Good (3) Average (2) Poor (1) Total

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How do you rate the companys salary structure? How do you rate the safety and health standard of the company? How would you rate the inter department cooperation? All things considered, how do you rate the overall training & development provided? How do you rate the credibility of the top management? All things considered, how do you rate the job security provided by the company?

How do you rate the companys business prospects for the next five years?

How do you rate employees in your department work in a team? 25

How important to you are the benefits provided by the company? All things considered, how do you rate your long term career potential with Company? How would you rate the type of supervision you receive?

Workings of Mean, Standard Deviation and Variance


Individual Satisfactory
Respondent number# Respondent 1 Respondent 2 Respondent 3 Respondent 4 Respondent 5 Respondent 6 Respondent 7 Respondent 8 Respondent 9 Respondent 10 Respondent 11 Respondent 12 Respondent 13 Q1 5 4 5 4 5 3 5 2 5 5 2 3 2 Q2 1 5 2 3 3 5 2 5 3 4 4 2 4 Q3 2 5 4 5 2 1 3 2 4 1 2 4 3 Q4 5 5 3 5 5 5 5 5 4 3 3 3 5 Q5 4 5 5 5 5 4 5 3 5 5 5 4 3 Q6 2 4 3 2 3 5 4 5 2 4 5 5 5 Q7 5 4 5 4 5 4 5 5 4 5 5 5 5 Q8 2 1 3 4 2 1 4 2 5 3 4 1 5 Q9 5 3 5 4 5 5 4 3 5 4 5 5 4 Q10 5 3 5 5 4 3 5 4 5 4 5 3 5 Q11 5 5 4 5 5 4 5 4 5 4 4 5 5 Q12 3 4 5 4 5 4 5 5 3 3 5 4 5 Q13 3 3 4 3 4 5 4 3 4 5 3 4 3

Level (Mean)
3.62 3.92 4.08 4.08 4.08 3.77 4.31 3.69 4.15 3.85 4.00 3.69 4.15

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Respondent 14 Respondent 15 Respondent 16 Respondent 17 Respondent 18 Respondent 19 Respondent 20

5 4 4 5 3 4 4

1 4 1 3 4 3 3

2 1 4 3 2 2 4

3 4 4 3 5 5 4

5 4 5 5 5 4 4

4 5 2 3 4 5 5

5 5 5 4 5 5 5

2 1 5 5 2 2 5

5 4 5 4 5 5 5

4 4 5 5 3 3 4

5 4 5 4 5 5 5

3 5 4 5 3 4 5

5 3 4 3 5 3 5

3.77 3.69 4.08 4.00 3.92 3.85 4.46

Standard Satisfactory level for individual question (Mean) Standard Deviation Variance
1.10 1.21 1.2 9 1.7 1.2 8 1.6 0.8 9 0.8 0.6 9 0.5 1.18 1.4 0.44 0.2 1.54 2.37 0.6 9 0.5 0.83 0.7 0.49 0.24 0.83 0.7 0.83 0.7 3.95 3.1 2.8 4.2 4.5 3.85 4.75 2.95 4.5 4.2 4.65 4.2 3.8 3.96

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