EMPLOYEE JOB SATISFACTION SURVEY AT NEHU: A CENTRAL UNIVERSITY IN NORTH-EAST INDIA Pinki Paul *1, Jaynal Ud-din Ahmed 2. Meghalaya, India.

Transcription

1 ISSN: IJMRR/Sept. 2015/ Volume 5/Issue 9/Article No-1/ Pinki Paul et. al., / International Journal of Management Research & Review EMPLOYEE JOB SATISFACTION SURVEY AT NEHU: A CENTRAL UNIVERSITY IN NORTH-EAST INDIA Pinki Paul *1, Jaynal Ud-din Ahmed 2 1 Dept. of Management, Sikkim Manipal University, Six-Sigma Educom, Shillong, ABSTRACT Meghalaya, India. 2 Dept. of Management, North-Eastern Hill University, Tura, Meghalaya, India. The main aim of this survey was to analyze and examine level of job satisfaction among the academic employees in North-Eastern Hill University; a premier central university in North- Eastern part and to know the problems faced by the employees of the various categories. Employee satisfaction or job satisfaction is quite simply, how content or satisfied employees are with their jobs and facilities. Employee satisfaction is typically measured using an employee satisfaction survey. This survey addresses topics such as work environment, workload, perceptions of management, ideas and suggestions, professional growthand employee motivation etc. These things are all important to companies who want to keep their employees happy and reduce turnover, but employee satisfaction is only a part of the overall solution. Employee satisfaction and engagement are similar concepts on the surface, and many people use these terms interchangeably. It covers the basic concerns and needs of employees of an organization. One of the best uses of job-satisfaction survey is in the evaluation of the impact of organizational changes on employee attitudes. Whether the employees are satisfied or not, that can be reflectby their behavior towards management. Keywords: Job satisfaction, Management, Administering Questionnaires. 1. INTRODUCTION Job satisfaction is an integral of the organisational climate and importance element in management and employee relationship. It is a complex phenomenon and important concept for human resource managers to understand the feelings of employees. For satisfaction or dissatisfaction among the employees attitude towards job satisfaction may be either positive or negative. This positive feeling can be re-in forced and negative feelings can be rectified. For the success of any organization, job satisfaction has vital importance. The employees who are satisfied are the biggest assets to an organization whereas the dissatisfied employees are the biggest liabilities. In fact no organization can successfully achieve its goal and mission unless and until those who constitute the organization are satisfied in their jobs. Dissatisfaction leads to frustration and frustration leads to aggression. It is believed that employees dissatisfied with their job may be militant in their attitude towards the management. As per as our study concern, most of the employees are satisfied with their job because employer try to fulfill their wishes. In other words employer also gets benefited with *Corresponding Author 652

2 the suggestions and ideas from the employees. This study of job satisfaction enriches management with a range of information pertaining to job, employee, environment etc. which facilitated it in decision making and correcting the path of organizational policies and behavior. It indicates the general level of satisfaction in the organization about its programmes, policies etc. 2. METHODOLOGY Collection of data is the first and most important stage in any project implementation. The method of collection of data depends upon various factors such as objectives, scope, nature of investigation and availability of resources. Direct personal interviews and questionnaires were some ways through which datas were collected. 2.1 Primary data This data will be gathered from firsthand information sources by myself. This data collection from employees, managers, clerks etc., by administrating the questionnaire having face to face interaction with employees. 2.2 Secondary data This will give the theoretical basis required for the report presentation which can be available from various sources such as magazines, office files, inter office manual and web site of the organisation. 2.3 Sampling Sample is a finite subset of a population. A sample is drawn from a population to estimate the characteristics of the population. Sampling is a tool which enables me to draw conclusions about the characteristics of the population. 2.4 Sampling frame Organisation where manpower will be used for the purpose of any output and where the employees need to work in cooperation a tender of their organisation. 2.5 Sampling design Random sampling 2.6 Sample size The size of a sample depends upon basics characteristics of the population the type of information required from the survey. Here in our study the sample size was taken as DATA PROCESSING AND ANALYZING Data which was gathered by administering questionnaireswas processed in simple manner to determine the level of satisfaction among employees. Every response was assigned some score based on this overall satisfaction level was determined. 4. RESULTS Collected data was carefully tabulated and analyzed by using satisfaction methods and also plotted in various graphs. Copyright 2012 Published by IJMRR. All rights reserved 653

3 4.1 Since how many years have you been working in this university? Fig. 1: Graphical representation of employee service length Discussion: From the above analysis (Fig 1), we found that out of total sample of 50 respondents almost 8% of them are working in the organization for a less than 1 year. Nearly 14% of them working between 1 to 2 years while 24% of them are working between 2 to 5 years. The most experienced employees are about 54% who have worked for more than 5 years because they fulfill their expectations satisfactorily. 4.2 Are you satisfied with working in this university? Fig. 2: Graphical representation of employee satisfaction level Discussion: From the above data (Fig 2), with regards to the question here we found that out of total sample of 50 respondents, almost 54% of the employees said that they are satisfied with working in the university because whatever the important facilities are required, the university provides them and the rest 46% of the total respondents said that they are more or less satisfied with working in the university. According to the Frederick Herzberg Two Factor Theory, the same factor may serve as a satisfier for one but a dissatisfier for another. It appears from this theory that a person can be satisfied and dissatisfied at the same time. Copyright 2012 Published by IJMRR. All rights reserved 654

4 4.3 How is the physical working condition in the university? Fig. 3: Graphical representation of employee satisfaction in terms of physical working condition Discussion: From the above analysis (Fig 3), we found that out of total sample of 50 respondents, 68% of employees are agreeing with their physical working condition. This is an educational institution, so the relation between the teachers and students are interrelated with each other. So based on this questionnaire, we found that most of the employees are satisfied, while 32% of employees are in the average category but nobody falls under the category of - poor. The result shows that as a teacher, most of them are satisfied with the performance of the students and vice versa. 4.4 Whether adequate opportunities for professional growth in university? Fig. 4: Graphical representation of employee professional growth opportunities Discussion: Out of the total 50 respondents, we found that 86% said there are adequate opportunities available for their professional growth means that when they require training / improvement for their relevant skills, most of the cases management provides the opportunities, but 14% denied accepting the above statement because sometimes management does not provide facilities due to some unconditional circumstances (Fig 4). Copyright 2012 Published by IJMRR. All rights reserved 655

5 4.5 Whether the organization is very open to ideas and suggestions given by employees? Fig. 5: Representation of employee ideas and suggestions Discussion: First of all both employee and employer are interdependent. Their coordination plays a vital role for success of an organization. When employees give any ideas and suggestions to the management, then management try to implement their valuable ideas. So that employer also benefited with their suggestions to overcome their gaps. Out of the total (Fig 5), almost 80% of the employees have strongly agreed with the fact that the organization is very open to ideas and suggestions given by the employees. They think that management understands their importance, while 16% are agreeing with this, but not to the level it should be. There were only 4% who are disagreeing. 4.6 Which of the following factors which motivates you most? Fig. 6: Graphical representation of employee motivation factor Discussion: As regard to the question (Fig 6), we can see that out of total sample of 50 respondents, 38% of employees motivates by promotion and 36% by recognition. About 20% employees of the total respondents motivate by salary increase and 6% by leave. The above results indicate that most of the teachers motivates by the promotion and recognition, because when promote they feel satisfied and when they get recognition they also feel proud for their Copyright 2012 Published by IJMRR. All rights reserved 656

6 achievements. These two factors in this organization motivate most of employees while few of the respondents motivate by salary increase and by leave. 5. CONCLUSION Based on these above six important questionnaires, we came to the conclusion that company job satisfaction depends on the importance element in management and employee relationship. Job satisfaction survey gave us the most valuable information regarding the employee`s perceptions. This survey can be treated as the most effective and efficient way, which makes the employees to express their real feelings undoubtedly. Not only this but also we can say that employer also benefited from this study by considering the employees feedback. So it really helps us to create a new dimension to make fulfill employee satisfaction level. REFERENCES [1] Clutterbuck D. (2007).Coaching the team at work.london: Nicholas Brealey International. [2] Branham L. The 7 hidden reasons employees leave: How to recognize the subtle signs and act before it s too late. New York, NY: Amacom [3] Rudman R. Performance planning & review: 2nd edition. Sydney, Australia: Allen and Unwin Academic [4] Linking Employee Satisfaction with Productivity, Performance, and Customer Satisfaction. Corporate Executive Board [5] Kaye B, Jordan-Evans S. Love em or lose em. San Francisco, CA: Berrett-Koehler Publishers, [6] Lise MS, Timothy AJ. Employee Attitudes and Job Satisfaction.Human Resource Management. Winter 2004; 43(4): Copyright 2012 Published by IJMRR. All rights reserved 657