Managing People in Organizations

Topics: Employment, Motivation, Job satisfaction Pages: 16 (4906 words) Published: July 22, 2013
SatSUBMISSION DATE: 04/05/2013 (Saturday 10:30am – 1:30pm)

SUBMITTED TO:Dr. Mona Mostafa Assistant Professor, Faculty of Business and Management University of Wollongong in Dubai

SUBMISSION DATE: 04/05/2013 (Saturday 10:30am – 1:30pm)

SUBMITTED TO:Dr. Mona Mostafa Assistant Professor, Faculty of Business and Management University of Wollongong in Dubai

PREPARED BY:
1. Avinash Gopal 4401748
2. Bhumika Chhatwani3378251
3. Sayed muhammed 4437500
4. Ziyad Kazi 3344976

SUBJECT: (TBS903- Managing People in Organizations)

WORD COUNT: ____

PREPARED BY:
5. Avinash Gopal 4401748
6. Bhumika Chhatwani3378251
7. Sayed muhammed 4437500
8. Ziyad Kazi 3344976

SUBJECT: (TBS903- Managing People in Organizations)

WORD COUNT: ____

Job Satisfaction, an interlink to motivational drive amongst employees Job Satisfaction, an interlink to motivational drive amongst employees

Table of Contents

EXECUTIVE SUMMARY3
1. INTRODUCTION4
1.1 COMPANY OVERVIEW5
1.2 WHY MALABAR GOLD?5
2. RESEARCH METHODOLOGY6
2.1 Primary Data6
2.1.1 Surveys6
2.1.2 Interview6
2.2 Secondary Data:7
3.1 Primary Data7
3.1.1 Interview with HR Head9
3.1.2 Exit Interview carried out with former Malabar Gold Employees10
3.2 Secondary data11
3.2.1 Interlink between Job satisfaction and motivation11
3.2.2 Theories relating to motivation and job satisfaction12
4. CONCLUSION15
5. RECOMMENDATIONS15
5.1 Feedback15
5.2 Recognition16
5.3 Effective Communication16
5.4 Employee Involvement Programs16
5.5 Task Significance16
6. REFERENCES17
7. APPENDIX19
7.1 Key focus point during Interviews conducted19
7.2 Survey questionnaire20

EXECUTIVE SUMMARY
Job satisfaction has always been an apprehension for organizations to control employee turnover. This report attests the motivational drives for employees, which in order influence the level of job satisfaction amongst them. Job satisfaction within employees is an emotional response to a job and is determined by how well the results are met while motivation is the drive that fulfills ones needs. A close analysis has been done with the help of research conducted through interviews and surveys in order to prove a relationship between the two exists. Our research variables include motivation as an independent variable and job satisfaction as a dependent variable where mediating variables such as communication, job autonomy, employee recognition, feedback and support from managers were used to interlink the thesis.

A survey was carried out with the sample space of 32 employees in Malabar Gold and interview with the HR head was conducted to observe that although the organization had a good standing and is successful in the market; most of the employees were not motivated at their work due to less recognition, work life balance and lack of job autonomy. On an average 54% of the employees were not satisfied with their jobs. An Exit Interview was also carried out with former employees of the company to comprehend further about the details for dissatisfaction.

Scholarly journals were used for referencing as a method of secondary data and they validated that motivational factors had a positive correlation with job satisfaction. According to Spector’s theory, tangible factors such as remuneration and intangible factors such as recognition, task significance play a significant role in motivating employees. However, Beck explains how the motivational drive relies on how the employee is treated which rendering to the situation results in positive or negative feelings for the job.

It is accomplished that motivation has a strong correlation with job satisfaction hence enrichment of motivational factors can have a positive affect over job satisfaction which can further help the corporation generate high revenue. 1. INTRODUCTION

No matter how much the economy has changed in...


References: 1. About Malabar Gold & Diamonds. Available: http://www.malabargoldanddiamonds.com/ar-ae/page/about-us. (Last accessed 31, March 2013)
2
3. Francis Boachie-Mensah, Ophelia Delali Dogbe. (2011). Performance-Based Pay as a Motivational Tool for Achieving Organisational Performance: An Exploratory Case Study. International Journal of Business and Management. Vol. 6 (No. 12), pp 270-285.
4. Lalita Kumari. (2013). FACTORS INFLUENCING JOB SATISFACTION OF COLLEGE’S TEACHERS. International Journal of Research in Economics & Social Sciences. Vol. 3 (No. 2), pp 1-9.
5. Lise M. Saari and Timothy A. Judge. (2004). EMPLOYEE ATTITUDES AND JOB SATISFACTION. Human Resource Management. Vol. 43 (No.4), pp 395-407.
6. Nadia Ayub, Shagufta Rafif. (2011). THE RELATIONSHIP BETWEEN WORK MOTIVATION AND JOB SATISFACTION. PAKISTAN BUSINESS REVIEW. Vol. 1 (No. 1), pp 332-342.
7. Rizwan Saleem, Azeem Mahmood. (2010). Effect of Work Motivation on Job Satisfaction in Mobile Telecommunication Service Organizations of Pakistan. International Journal of Business and Management. Vol. 5 (No. 11), pp 213-222.
8. Rizwan Qaiser Danish, Ali Usman. (2010). Impact of Reward and Recognition on Job Satisfaction and Motivation: An Empirical Study from Pakistan. International Journal of Business and Management. Vol. 5 (No. 2), pp 159-167.
9. Saif ul Islam & Nazim Ali. (2013). Motivation-Hygiene Theory: Applicability on Teachers. Journal of Managerial Sciences. Vol. 7 (No. 1), pp 87-103.
11. Teoh Teik Toe. (2013). RESEARCH STUDY ON THE CORRELATION BETWEEN EMPLOYEE JOB SATISFACTION AND EMPLOYEE MOTIVATION. Global Network Journal. Vol. 6 (No. 1), pp 142-157.
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