2ND Draft-Needs Improvement

7/27/2019 2ND Draft-Needs Improvement

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Needs improvement

Your proposal for project needs improvement. You are NOT

ALLOWED to work on your final project. You are required tosubmit your proposal again with the suggested improvements

when new assignment will be opened on VULMS. Make sure

to improve the proposal according to the given guidelines.

Good that you have improved but still there are

some areas for the improvements

You need to mention the branches for the studyAlso mention the descriptive measure for the

analysis

See the sampling technique section and follow the

comments

PROPOSAL FOR FINAL PROJECT

MEASURING THE JOB SATISFACTION IN

PUBLIC AND PRIVATE

ORGANIZATIONSBANKS

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SUBMITTED BY:

ID: MC 090202273

Virtual University of Pakistan

DATE OF SUBMISSION

07th May, 2010

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Table of Contents

Chapter No 1: Introduction

1.1 Introduction

1.1.1 Description of the project

1.1.2 Rationale

1.2 Background

1.3 Objectives

1.4 Significance

Chapter No 2: Project Proceedings

Chapter No 3: Methodology

3.1 Data Collection Sources:3.2 Data Collection Tools

3.2.1 Sampling techniques

3.2.2 Instruments of data collection:3.2.3 Questionnaire

3.2.4 Scale or Type of sampling

3.2.5 Sample size

3.3 Subjects/Participants:

3.4 Field work/Data Collection:

3.5 Data Processing & Analysis:

Bibliography

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Chapter No 1: Introduction

1.1 Introduction

It is important for all the organizations to meet their missions and objectives so for thispurpose they need to align their present and future activities in accordance with the goalsand objectives. For the achievement of organization wide goals there are many things that

organizations need to consider. One of them is proper management of human resource.

Human resources are as important for an organization as other resources are as the

importance of this resource is increasing day by day. Good employees can become assetfor an organization and proper management of this resource is as necessary as

maintenance of capital assets is. Organizations which have satisfied employees are

enjoyed best business activities followed by excellent profits. In order to have qualityoutput from the there human resource organizations need to make it sure that they had

right workforce for the right jobs (Frances, R., & Lebras, C., 1982). Organizations,

working environment, co-workers, peers, job design effects staff performance. Managersmust be capable enough remove all hurdles to get effective performance. Good behavior

of managers, peers and co-workers can bring positive changes in an employees working

life resulting greater participation, co-operation and best contributions in business. Tohave better competitive advantage organizations need to ensure the employees

satisfaction so that satisfied employees can work creatively to increase the better features

of goods and services. From the employees point of view, job satisfaction leads to

several benefits such as, reducing moral stress, create new thinking and innovation whichlead them to high level, fresh mind good relationship, with co-workers, supervisor and

employees etc (Locke, E.A., 1976).

1.1.1 Description of the project

Which job is good and which is bad this classification depends on many job factors like

working hours and payment system of the organization. This project uses information on100 staff members from banking industry (out of which 50 from Standard Chartered

Bank (SCB) as Private sector organization and 50 from National Bank of Pakistan (NBP)

as public sector organization) to complement traditional measures of job quality with

staff supplied information regarding a wide variety of characteristics of the current job(Victor S. Desantis. & Samantha L. Durst, 1996). The responses to different questions are

collapsed into six summary variables measuring workers evaluations of:

Pay;

Hours of work;

Future Prospects (promotion and job security);

How hard or difficult the job is;

Job content: interest, prestige and independence; and

Interpersonal relationships (with co-workers and with management).

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1.1.2 Rationale

To make the study simple researcher has selected this topic "Measuring the

job satisfaction in the private and the public sector.

1.2 Background

Factors of job satisfaction are significant if someone want to stay in his or her job for a

long period of time.

Job satisfaction factors: What does job satisfaction mean? Something that gives the

employee motivation to continue with the job, Something that makes him get up in themorning and actually wantto go to work, Something that gives him a rush every time a

new assignment or project comes their way. Yes, Yes, and Yes. That is the simple way of

putting things, a very poetic way probably, and the questionnaires on employee job

satisfaction agree. What are those factors that lead to this feeling of job satisfaction? Takea look.

Satisfactory pay:This one would be the most basic factor that leads to taking up a job

because it is the means to an end theory. The employee satisfactory surveys; the pay thatone gets and the growth pattern of that pay - periodic intervals for an appraisal or

employee performance based appraisal will influence the job satisfaction to a great level.

If the employee is happy with his pay, it will show in his work by increasing hisproductivity (Schaffer, R. H., 1953).

Personal Development: Other than the salary factor, job satisfaction factors statistics

show that any worker will thrive in an environment that provides constant challenges.

There needs to be something that keeps him on the go, constantly having to think and usehis thinking powers and his skills, education and expertise to reach a solution. A job that

is not monotonous and provides for a challenging environment that allows an employeeto prove herself over and over again leads to greater job satisfaction (Judge T A, Locke E

A, Durham C. C., 1997).

Recognition and Encouragement:A job that has a good evaluation system whereby theemployee's work is duly recognized and he is therefore encouraged and motivated to

continue contributing to the firm is one of the major job satisfaction factors as well. An

employee who knows that his efforts will be duly recognized with praise or by providingbetter opportunities for the future will find his job much more satisfying than someone

who has lost interest in work or finds it a task because no matter what the amount of

effort he puts in, no one even takes cognizance of the same. Thus proper recognition andencouragement are important factors to look into (Wanous, J. P., Reichers, A. E., &

Hudy, M. J., 1997).

Working Conditions: The ergonomics in the workplace which includes the workingconditions like lighting, space and other such and such as well as interpersonal and intra-

personal relations with fellow colleagues, management and other authority figures also

plays a major role in determining the degree of job satisfaction. If there is mutual respect

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and regard among employees and management as well as among employees themselves,

it will show in the work. A person will want to go to work if he enjoys being with the

others there and they provide for an encouraging environment. In short if there is goodworkplace communication as opposed to negativity and job stress due to

miscommunication or other problems in the workplace (Bedeian, A., G. Ferris, and K.

Kacmar, 1992).Job satisfaction factors are several as we can see. And each of them plays a major role in

determining how happy and satisfied the employee is with his job and overall duties. Job

satisfaction cannot come about if due importance is not given to these job satisfactionfactors and that will in turn have a direct effect on the performance of the employee. So if

they want their business to prosper, make sure that the employees are happy.

1.3 Objectives

To scrutinize elements that results job satisfaction.

To measure the job satisfaction in the organization

To identify the factors affecting job satisfaction

To measure the relationship between job related factors and the job satisfaction

To analyze effect of pay policies of organization on the job satisfaction of

employees

To analyze effect of promotion and job security of organization on the job

satisfaction

To analyze effect of hours of work of organization on the job satisfaction

To analyze effect of interpersonal relationships with co-workers and with

management on the job satisfaction the highlighted ones are the factors that you

have already mentioned in the 3rd objective so its better to not include it here youcan discuss these factors in the methodology section

1.4 Significance

The main idea of this study is the analysis of job satisfaction of employees working in a

private sector organization i.e., Standard Chartered Bank (SCB) and public sector

organization i.e., National Bank of Pakistan (NBP). Here researcher will try to find out

that what are the actual strengths and weaknesses in the system and that how this systemcould be improved so that the employees not only get maximum job satisfaction but the

overall productivity of the institution also increase.

Performance targeting has an important place in the organizational manager's toolkit.

There is no reason to doubt that, when used properly, targeting can make a positive

contribution to organizational performance. However, the assumption that organizations

will indeed make proper use of performance targets is not always well founded.Designers of performance targeting schemes -- if they wish to add value to their

organizations performance -- must bear in mind the limitations of performance targeting,

and the potential of targeting schemes to cause significant and unintended perverse

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outcomes. Experience has shown that when targeting schemes are not carefully designed

and implemented, they risk causing more harm than good.

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Chapter No 2: Project Proceedings

Final project will be consists of: Chapter 1 will be introduction, it includes rationale,

background, significance, Chapter 2 will be literature review it includes review of

previous studies on project topic. Chapter 3 will be research methodology it includes datacollection sources, data collection techniques, subjects/participants, field work/data

collection, data processing & analysis. Chapter 4 will be data analysis it includes

interpretations, and graphical representations. Chapter 5 will be conclusion andrecommendations, in this part conclusion will be drawn and recommendations will be

given for further improvements of the organization.

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Chapter No 3: Methodology

3.1 Data Collection Sources:

NBP and Standard Chartered Bank are used at their branch position in order to gatherdata for project.

3.2 Data Collection Tools

3.2.1 Sampling techniques

Standard Chartered from Private and NBP from public sector are the targeted population

in order to select the sample by using sampling method named as Non- probability

convenience, while Quantitative research tool i.e. cross sectional survey will be presentlyused.

Good that you have identified the areas One of the most standardized, commercial and

valuable banking areas are Iqbal Town, The mall of Lahore, Johar Town, Garden Town,

PECO road Lahore and Model town for both NBP and Standard Chartered branches,which will be used in order to gather data and cover the requirements of questionnaire.

Also mention that how many branches will you select for the study, how many

employees will be selected from each branch

3.2.2 Instruments of data collection:

To perform this task, research will be conduct in such a way that will reflect

Measuring the job satisfaction in public and private organizations. The primaryquestionnaire is the tool the sources are the employeessource of data collection will be

use and the instrument for data collection will be personally administered

"Questionnaire". This questionnaire will be administer personally due to sampling

information, administrative control and helping the respondents in answering technicalquestions. The population of the research consists of ultimate staff if of Standard

Chartered Bank and National Bank of Pakistan. Therefore "Quota Sampling" technique

will be use.

What is the purpose of using this sampling technique? Quota sampling is the nonprobability equivalent of stratified sampling. Like stratified sampling, the researcher first

identifies the stratums and their proportions as they are represented in the population.Then convenience or judgment sampling is used to select the required number of subjects

from each stratum. This differs from stratified sampling, where the stratums are filled by

random sampling. (Accessed 03 May, 2011,(http://www.statpac.com/surveys/sampling.htm).

You can use the convenience sampling otherwise justify the quota sampling

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3.2.3 Questionnaire

Close ended questionnaire enclosed with a covering letter which would be the

representative of the objectives and procedure will be prepared in order to get therequired demographical data and information from the targeted population.

3.2.4 Scale or Type of sampling

For this recommended proposal work and to collect the required information self

prepared questionnaire will be used which would be dispersed and relevantly gather by

the researcher which is based on Likert Scale and is divided in the following five closeended levels of answers. These five grades of response are as follows:

1. Strongly disagree

2. Disagree

3. Indifferent

4. Agree5. Strongly agree

3.2.5 Sample size

Refer to the comment of the selection of the branches so mention that how manyemployees will be sampled from the branch Sample size is 25 respondents from each

bank i.e. 25 respondents from NBP and 25 respondents from SCB which will accumulate

as 50 respondents in all.

3.3 Subjects/Participants:

As we have earlier discuss that private sector employees will be from Standard Chartered

Bank and Public Sector employees will be from National Bank of Pakistan for researchprogram.

Sample size from the targeted population will consist of all types of respondents

including males, females, high, middle and low level of employees. Moreover, these were

ranked according to their positions, experience, age and qualifications etc. will you do the

analysis designation wise?

As compared to male staff female will be in small numbers but having greater importance

to study just because of their efficiency and effectiveness.

3.4 Field work/Data Collection:

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In order to gather required data and relevant information close ended questionnaire will

be prepared enclosed with a covering letter which would realize the importance and the

procedure for this study as well as its objectives.

3.5 Data Processing & Analysis:

Microsoft office work and other statistical calculations such as arithmetical formulas,

correlation and graphs will be prepared in order to represents the analysis of this study asand when it is required or to be necessary as well as fit to the importance and objectives

of study. Which descriptive measure will you use for the study? Its better to go for the

mean, mode etc

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Bibliography

Frances, R., & Lebras, C. (1982). The prediction of job satisfaction. International

Review of Applied Psychology, 31(3), 391-410.

Locke, E.A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette

(Ed.), Handbook of industrial and organizational psychology (pp. 1297-1349).Chicago: Rand McNally.

Schaffer, R. H. (1953). Job satisfaction as related to need satisfaction in work.

Psychological Monograph: General and applied, 67, (Serial No. 4).

Rice, R. W., McFarlin, D. B., & Bennett, D. E. (1989). Standards of comparison

and job satisfaction.Journal of Applied Psychology, 74:591-598.

Morrison K A, (1996), An Empirical Test of a Model of Job Satisfaction,

Journal of Small Business Management, Vol 34, pp 27-40.

Weaver, C.N. (1980), "Job satisfaction in the United States in the 1970s", Journal

of Applied Psychology, Vol. 65 No.3, pp.364-7.

Scarpello, V., & Campbell, J. P. (1983). "Job satisfaction and the fit betweenindividual needs and organizational rewards". Journal of Occupational

Psychology, Vol. 56, pp. 315-328.

Highhouse S, Becker AS. Facet measures and global job satisfaction. Journal of

Business and Psychology. 1993; 8:117127. doi: 10.1007/BF02230397.

Wanous, J. P., Reichers, A. E., & Hudy, M. J. (1997). Overall job satisfaction:

How good are single-item measures? Journal of Applied Psychology, 82, 247252.

Oshagbemi, T., 1997. Job satisfaction and Dissatisfaction in higher education.

Education + Training vol.39 no.9

F. Herzberg, B. Mausner, R.O. Peterson, D.F. Capwell (1957), "Job Attitudes:

Review of Research and Opinion", Psychological Service of Pittsburgh,Cleveland, OH.

Bedeian, A., G. Ferris, and K. Kacmar. 1992. Age, tenure, and job satisfaction: A

tale of two perspectives.Journal of Vocational Behavior40: 3348.

Judge T A, Locke E A, Durham C C, (1997), The dispositional causes of job

satisfaction: A core evaluations approach, In L L Cummings, and B M Staw

(Eds),Research in Organisational Behaviour, Vol 19, pp57-150.

Lu H., While A. E., & Barriball K.L. 2007. A model of job satisfaction of nurses:

a reflection of nurses working lives in mainland China. Journal of advancedNursing, vol.58 No. 5, 2007

Tanja Sargent. & Emily Hannum. (2005). Keeping Teachers Happy: Jobsatisfaction among primary teachers in rural North West china. Comparativeeducation review, Vol. 49, 2005

Victor S. Desantis. & Samantha L. Durst. (1996), Comparing job satisfaction

among public and private sector employees. American review of Public

Administration, vol. 26, No. 3, September 1996.

Accessed March 22 2011, (http://www.statpac.com/surveys/sampling.htm

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2ND Draft-Needs Improvement