Factors affecting employees job satisfaction in 2 9 fire prevention firefighting equipment co , ltd

Trang 1

(OUM OPEN UNIVERSITY MALAYSIA od c& ` RESEARCH PROJECT (BMBRS103) FACTORS AFFECTING EMPLOYEES' JOB SATISFACTION IN

"2-9 FIRE PREVENTION &

FIREFIGHTING EQUIPMENT Co., Ltd." |

Trang 2

OPEN UNIVERSITY MALAYSIA

SCHOOL OF LIFELONG LEARNING HUTECH Đại hoc Công nghệ Tp.HCM

ACKNOWLEDGEMENT

I owe my deepest gratitude to Mr Bui Phi Hung - who undertook to act as my

Advisor in study His wisdom, knowledge and recommendation to the highest standards inspired and motivated me throughout my study

With the knowledge I have just mattered through the MBA program and the experience I get, I hope of useful application into my jobs

I would like to give my heartiest thanks to my family and my co-students who

were always cheering me in my best times of study

Trang 3

HUTECH Đại học Công nghệ Tp.HCM

SCHOOL OF LIFELONG LEARNING

ADVISOR’S ASSESSMENT

Trang 4

OPEN UNIVERSITY HUTECH MALAYSIA 7 SCHOOL OF LIFELONG LEARMING Đại học Công nghệ Tp.HCM TABLE OF CONTENT Page ACKNOWLEDGEMENT 1 ADVISOR?S ASSESSMENT 2 CHAPTER I: INTRODUCTION 4 1 Introduction 4 2 The structure of the paper 5 3 Aims and Objectives of study 5 4 Research question 8 5 Limitation of study 8 6 Justification of the Study 9 7 Conclusion 9 CHAPTER II: LITERATURE 10 1 Introduction 10 2 Applied theory il 3 Employee satisfaction strategy 16

Trang 5

OPEN UNIVERSITY MALAYSIA SCHOOL OF LIFELONG LEARNING “ Đại học Công nghệ Tp.HCM HUTECH CHAPTER I INTRODUCTION 1 Introduction

As has been widely known, besides the important factors such as Infrastructure, Capital and Scientific and technical advances, the existence and development of any business always depends significantly on the efficient deployment of Workforce

These above factors have close relationship with each other and react to

each other Other factors such as machinery, material, goods, technology can be bought, or transferred, but the human factor can not It can be said that the

human resources plays the most important role in the existence and development of an organization

Actually, human resource management is considered as an activity that is

both scientific and artistic medium human resources management is an area to

stick more to the organizational culture and contains many more human values

any regulatory areas any other treatment The employees’ satisfaction is

considered as the most important core of human resources management We can assert that the employees’ satisfaction has a critical role for the survival and development of any business or organization

"Human resources - the key to success" - in fact, it becomes especially appropriate nowadays and plays the most important role in the international economic integration Nowadays, enhancing employee’s satisfaction is considered as an important factor to achieve the engagement of the employees of

Trang 6

SCHOOL OF LIFELONG LEARNING 9 HUTECH

Đại học Công nghệ Tp.HCM

fire prevention system in civil and industrial works in the whole territory of S.R Vietnam and neighbor countries like Laos, Cambodia and Myanmar

This paper aims to identify the factors that impact the satisfaction of employees working for the company The paper results indicates six groups of

factors which has impacted on these employees’ satisfaction namely: job characteristics, wage and financial rewards, working relationships, working conditions and promotion opportunities The factors effect on working motivation and aims on creation of further satisfaction at work for the company's

employees

2 The structure of the research

This research paper consists of five chapters The first chapter starts with an introduction on the employee satisfaction on the view of human resource management strategies in which the research question, justification and limitation of the investigation is highlighted On the purpose of more in-depth

knowledge on this research topic, the second chapter provides critical analysis based on existing literature on human resource management strategies In order to provide evidence of what is discussed in chapter two, the third chapter offers approaches of research design undertaken after the third chapter, the forth

chapter provides statistical analysis of the study The fifth chapter provides recommendations backed up with literature Besides, this chapter consists of

summary and conclusion based on the evidence found and areas of future research required

3 Aims and Objectives of study

This research paper aims to indicate the object of human resource — management strategies adopted within the organisation and identified the most effective strategies utilised to increase employees’ satisfaction and furthermore,

Trang 7

SCHOOL OF LIFELONG LEARNING HUTECH

their level of engagement, involvement and enthusiasm towards their job Lastly, it investigated how training and development encourages employee move up the career ladder and whether it is practiced in this particular organisation However, a justification of the overall examination is required to clarify the importance of

this research

Brief introduction of the company

Name: "2-9" Fire Prevention and Firefighting Equipment Co., Ltd a Product and services

"2-9" Fire Prevention and Firefighting Equipment Co., Ltd is a professional company specializing in supply and installation of fire prevention system in civil and industrial works Its scope of works can be focused as follows:

* Consulting, designing on fire protection service including project set-up * Supplying and installing fire alarm system, fire fighting system including

sprinkler system, drencher system and fire hydrant system

* Supplying and installing lightning protection system, ventilation system

in civil and industrial works b Human resources Total employee : 205 including: Engineer :42 Full skilled worker > 57 Semi-skilled worker : 85

Indirect workforce :21 (administration dept., procurement

Trang 8

OPEN UNIVERSITY 3 HUTECH

MALAYSIA D

SCHOOL OF LIFELONG LEARNING Đại học Công nghệ Tp.HCM

- Doctor of Science in fire fighting service 01

- Master of Business Administration 04

- BA in Business management and accounting 10

- B.Sc 14

~ Elect engineers, mech Engineers 39

- Specialized technicians 36

- Full skilled workers 32

- Others concerning fields 69

c Market

The company is operating on major projects throughout territory of S.R

Vietnam for many domestic and foreign customers

Further, The company is expanding its geographical market to abroad such

as Laos, Cambodia, Myanmar

d, Annual turnover and recruitment trend of the company

As a specialist in supply and installation of fire prevention system for civil and industrial works, due to the optimistic view of the market The company has a very good back ground in finance as stated below: Unit: VND Year 2012 2013 2014 Annual Turnover 92,999,547,401 | 51,023,659,068 | 97,840,962,161

Source: annual financial report of company, financial year of 2014, March 2015

Thought the income of the company has decreased in 2013 by the effect of the market, but in financial year of 2014, a very optimistic figure returns to the pages of the company's annual financial report It proves the right orientation of

Trang 9

SCHOOL OF UFELONG LEARNING (4) HUTECH Đại học Công nghệ Tp.HCM

Average income of employees in the company is about VND 8,560,000.00

a month, including allowance but not be calculated extra-time working In comparison of the profit and the labor cost of the company, it is easy to find that the percentage is about 20% of the annual turnover of the company

4 Research question

The aim of this research question was to get an insight of employee satisfaction in the company and based on the result, to build a appropriate human resource management strategy As a result, this research will make-a

comprehensive outcome that will correlate human resource management on the

purpose of employee retention Overall, the research questions shall be focused on the term “factors affecting employee job satisfaction” in order to retain

talented staff For that reason, this study aimed at further investigating the

human resource management strategies utilised by a small sized company located in Vietnam Employee satisfaction in the company shall indicate by measurement and evaluation from the analysis of the feedback of the

questionnaire consisting six themes: Wage and financial rewards; Job characteristic; Peer relationship; Superior relationship; Working conditions and Promotion opportunity

5 Limitation of study

Many literatures indicate it is vital for an organisation to be aware of how

and where it is going to gain access for research (Johnson et al, 2007)

Moreover, this is necessary because it is required to make a research relevant

and interesting as well as lower limitation of the investigation (Johnson et al, 2007) Furthermore, Saunders et al (2009) argued that some individuals may not be prepared to participate because of the amount of time and resources needed

Trang 10

research studies are time consuming and thus costly for organisations For this

reason, many participants refused to take part in this research due to lack of time However, Cameron and Price (2009) demonstrate that an organisation may

have smaller findings and therefore will only represent smaller population As a result, a researcher must have sufficient time to overcome these limitations and establish credibility (Saunders et al, 2009)

6 Justification of the Study

Nowadays, the study and improvement of employee satisfaction of

organizations becomes a critical question As per opinion of Anaza and Rutherford (2012), although job engagement has been found to achieve a lot of promising outcomes for organisations in search of growth Nonetheless, making workforce engaged at work is not an easy job (Anaza and Rutherford, 2012) Welch (2011) acknowledged that Gallup (2008) engagement index revealed that

67% workforce surveyed were discovered to be either not actively engaged or

disengaged, whilst 33% employees surveyed found engaged at work Therefore,

these results have created widespread interest on this area (Welch, 2011 Anaza & Rutherford, 2012) However, though this research consisted of various

advantages, there are also some limitations that require examination

7 Conclusion

In summary, chapter one is an abstract of the research topic and therefore it

included the research question and the purpose of the study Accordingly, this chapter has provided justifications and limitation of this study along with discussion of structure of the management research Alternatively, in order to better understand the research question “how does a large organisation effectively utilise employee engagement strategies in order to retain talented staff?” a critical analysis of literatures required to fully understand the HRM

strategies and gaps in the literature is presented in the next chapter: Chapter

Trang 11

SCHOOL OF LIFELONG LEARNING HUTECH Đại học Công nghệ Tp.HCM CHAPTER II LITERATURE REVIEW 1 Introduction

In human resource terms, employee satisfaction means employees are contented with their work and position To be contented, they likely enjoy much of their work, they feel management is fair and cares about them, and they are

comfortable in their work environment - both with other staffers, and with the resources they have available to complete their jobs

Besides, as another definition stated, employee satisfaction is the terminology used to describe whether employees are happy and contented and

fulfilling their desires and needs at work Many measures purport that employee

satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace

For decades, human resource professionals have been concerned about workforce job satisfaction This can include elements such as, employees’ level of contentment with their organizational culture, work environment, and overall compensation Employee satisfaction is typically measured through surveys

designed to gather opinions about human resource related issues like bonus

programs, benefits, and work as well as life balance, so human resource leaders

can implement changes designed to increase morale and, theoretically, drive higher retention

In summary, the simple definition about Employee Satisfaction could be stated as follows: the Employee Satisfaction is a measurement of an employee’s “happiness” with current job and conditions; it does not measure how much

effort the employee is willing to expend

Trang 12

SCHOOL OF UFELONG LEARNING Đại học Công nghệ Tp.HCM HUTECH

2 Applied theory

Nowadays, the concept of employee satisfaction has become a widely popular topic in the management literature as well as in the popular press It is emphasised that employee satisfaction as harnessing employees’ selves to their job further more, it is affirmed that, in engagement employees express themselves physically, emotionally and cognitively when performing their role in organisations Therefore, engaged employees are fully perceived to be present and committed while emphasising their performance in their role Furthermore, it is also defined employee satisfaction as an organisational method aiming to ensure that employees are committed to their workplace’s goals and values It is

also illustrated that through engagement, employees are encouraged to

contribute towards the business success and increase their sense of wellbeing Therefore, employee satisfaction is important because it offers competitive advantage in an organisation and hence organisations are continuously required to engage employees

It is advised that employee satisfaction is important because employers

increasingly understand the importance of their reputation Accordingly,

employee satisfaction ensures employee engagement of the company, and as a

result, it assist the company in increasing employers’ reputation in the marketplace as well as protect them from the risks in relation to HRM policy of the company (Martin et al, 2005)

In today’s global economy, employee satisfaction has become a growing

concern in the literature (Bhatnagar, 2007; Simpson, 2009) Consequently, they

believe that it is an important factor impacting on organisational effectiveness,

competitiveness and innovation (Saks, 2006; Welch, 2011) Nevertheless,

Employees' satisfaction has been rarely investigated in the academic literature and comparatively little evidence found about its backgrounds and outcomes

(Rooy, et al, 2011; Shuck & Wallord, 2010; welch, 2011) Therefore, high level

of employees’ psychological wellbeing and employees’ satisfaction is

Trang 13

SCHOOL OF LIFELONG LEARNING THUTECH Đại học Công nghệ Tp.HCM

fundamental in delivering vital outcomes which are related to high performing companies (Robertson & Cooper, 2010) In addition, Laschinger et al (2009) also argues that many studies have discovered that employees’ satisfaction has the ability to predicted employee turnover intention, workforce productivity, customer satisfaction and financial performance

Employee satisfaction Customer satisfaction Higher prom

According to Mark graham Brown, (2006), there is a strong link between

employee satisfaction and customer satisfaction and between customer

satisfaction and future revenue

No-one can deny the relationship of employee loyalty and their satisfaction

- how committed is the workforce to the organization and if workers are really

contented with the way of things for gauging their likelihood to stay with the

company One of the main aspects of Human Resource Management is the measurement of employee satisfaction Companies have to make sure that employee satisfaction is high among the workers, which is a precondition for

increasing productivity, responsiveness, and quality and customer service

According to Heskett et al (1994), more satisfied employees, stimulate a chain

of positive actions which end in an improved company In another research it is

said that employee satisfaction influenced employee productivity, absenteeism and retention, Derek R Allen & Merris Wilburn, (2002) The success of any company is directly link to the satisfaction of the employees who embody that company, that retaining talented people is critical to the success of any organization, Freeman, (2005) Studies shows that businesses that excel in employee satisfaction issues reduce turnover by 50% from the norms, increase

Trang 14

HUTECH

customer satisfaction to an average of 95 % & lower labor cost by 12%., Carpitella, (2003) Judge, et al, (1993), on the other hand, mentions that

employee satisfaction is positively correlated with motivation, job involvement,

organizational citizenship behavior, organizational commitment, life satisfaction, mental health, and job performance, and negatively related to absenteeism, turnover, and perceived stress and identify it as the degree to which a person feels satisfied by his/her job

In the construction industry, where the quality of products is dependent on the skill of laborers and onsite supervisors, employees play a significant role in the success and outcome of the product and the company Profit and growth are stimulated directly (and primarily) by customer loyalty Customer loyalty is a direct consequence of customer satisfaction Customer satisfaction is heavily influenced by customer perceptions of the value of services they receive Value

is created by satisfied, loyal and productive employees

Human relations researchers further argue that employee satisfaction

sentiments are best achieved through maintaining a positive social

organizational environment, such as by providing autonomy, participation, and

mutual trust (Likert, 1961)

Employees satisfaction is really important because they can determine collaborative effort Consistent with this reasoning, Likert (1961) has argued that collaborative effort directed towards the organization's goals is necessary for achievement of organizational objectives, with unhappy employees failing to participate (effectively) in such efforts

In a unique study conducted by Harter et al (2002), based on 7,939 business units in 36 organizations, the researchers found positive and substantive correlations between employee satisfaction-engagement and the business unit outcomes of productivity, profit, employee turnover, employee accidents, and

customer satisfaction

Trang 15

HUTECH

SCHOOL OF UFELONG LEARNING Self-fulfillment needs Maslow's hierarchy of needs Physiological needs

Physiological needs are the physical requirements for human survival If these requirements are not met, the human body cannot function properly and will ultimately fail Physiological needs are thought to be the most important;

they should be met first

Safety needs

With their physical needs relatively satisfied, the individual's safety needs

take precedence and dominate behavior In the absence of physical safety, people may (re-)experience post-traumatic stress disorder or transgenerational trauma In the absence of economic safety - due to economic crisis and lack of work opportunities - these safety needs manifest themselves in ways such as a

preference for job security, grievance procedures for protecting the individual from unilateral authority, savings accounts, insurance policies, reasonable disability accommodations, etc This level is more likely to be found in children

because they generally have a greater need to feel safe

Trang 16

SCHOOL Of LIFELONG LEARNING HUTECH Đại học Công nghệ Tp.HCM

Belongingness and love needs

After physiological and safety needs are fulfilled, the third level of human needs is interpersonal and involves feelings of belongingness Deficiencies within this level of Maslow’s hierarchy - due to hospitalism, neglect, shunning, ostracism, etc - can impact the individual's ability to form and maintain emotionally significant relationships in general

Esteem needs

All humans have a need to feel respected; this includes the need to have self-esteem and self-respect Esteem presents the typical human desire to be accepted and valued by others People often engage in a profession or hobby to gain recognition These activities give the person a sense of contribution or

value Low self-esteem or an inferiority complex may result from imbalances

during this level in the hierarchy People with low self-esteem often need respect

from others; they may feel the need to seek fame or glory However, fame or

glory will not help the person to build their self-esteem until they accept who they are internally Psychological imbalances such as depression can hinder the person from obtaining a higher level of self-esteem or self-respect

Self-actualization

"What a man can be, he must be." This quotation forms the basis of the perceived need for self-actualization This level of need refers to what a person's

full potential is and the realization of that potential Maslow describes this level as the desire to accomplish everything that one can, to become the most that one can be Individuals may perceive or focus on this need very specifically In another, the desire may be expressed athletically For others, it may be expressed

in paintings, pictures, or inventions As previously mentioned, Maslow believed that to understand this level of need, the person must not only achieve the previous needs, but master them

Trang 17

SCHOOL OF LIFELONG LEARNING IHUTECH

3 Employee satisfaction strategies

As stated above and in comparison to the reality, the board of management of the company built the appropriate strategy in human resource management policy There is variety of other employee satisfaction strategies utilised nowadays within organisations Relationship with Colleagues and Manager, Pay and Benefits, Flexible working and Career development Therefore, literature indicates that these methods are commonly practiced in contemporary human resource management to engage and retain talented employees in an

organisation (Bhatnagar, 2007; Luthans & Peterson, 2002) As a result, this

literature review has these six themes in relation to employee satisfaction The policy mainly focuses on the main themes as follows: Wage and financial rewards ep characteristic [Peer relationship | Employee satisfaction [Superior relationship Working conditions [Promotion opportunity

Research suggests that there are a number of contemporary approaches to managing employee satisfaction within businesses today (Butler et al, 2004; Kennedy & Daim, 2010) Kennedy and Daim (2010) suggest that majority

literature reviewed highlighted that there is a recent tendency of employee engagement and its importance at different organisational level Subsequently, in

order to gain continuous success, Medlin and Green (2009) argue that employee satisfaction strategies must be implemented to encourage positive employee

Trang 18

SCHOOL OF LIFELONG LEARNING 88" Dai hoc Công nghệTp.HCM AHUTECH

commitment and engagement in the organisation However, the main drivers of employee satisfaction are career opportunities, high level of recognition as well

as performance assessment (Gurman & Saks, 2011; Xu, & Thomas, 2011) Moreover, Lee at al, (2008) argue that regardless of employees’ performance

such as healthcare plans, retirement plans, or insurance plans are provided for their safety However, in contemporary organisations various approaches been used to engage employees and these comprise of childcare services, health club

membership, and financial assistance pragmas (Bhatnagar & Biswas, 2010; Butler et al, 2004; Fry & Breaugh, 2004)

Trang 19

OPEN UNIVERSITY MALAYSIA SCHOOL OF LIFELONG LEARNING HUTECH Đại học Công nghệ Tp.HCM CHAPTER ITI RESEARCH METHODOLOGY 1 Introduction

Choosing the suitable methodology is significant for achieving effective

outcomes (Panneerselvam, 2004) This management research had adopted

several sources of data collection methods as part of the pragmatist approach to have a complete understanding of the phenomenon via triangulation (Green et al, 2006) Hence, employees from different departments in the company have contributed towards this research by completing questionnaires Nevertheless, an direct interview with the HR personnel was not able to be carried out because of the characteristic of the company’s business

Literatures support that nowadays questionnaires are commonly used within

business research (Brace, 2008) According to, Bryman and Bell (2007)

questionnaires allow collecting large numerical data on people’s perceptions However, Bryman and Bell (2007) defined a questionnaire as a standard set of

prearranged questions distributed amongst participants Nevertheless, Chieh- Wen et al, (2008) emphasise that through questionnaires a researcher is able to

look at the total responses as a whole and can be broken into sub-groups to compare answers on specific questions Dillman (2007) postulates that this approach allows researchers to gather quantitative data and is one of the most widely used method in research Moreover, Billig (2003) recommends that likert scale is effective if it is used appropriately to answer the research topic

Conversely, Bell (2005) believes that generating good questionnaire is difficult

that helps answering the research question

2 Instrument for research

In this research, the survey questionnaire with closed questions is built

based on the reality of the business in Vietnam According to Bryman & Bell,

2003, the closed questions have their own advantages: easy to process answer; it

Trang 20

HUTECH

eee

Ky

Đại học Công nghệ Tp.HCM HUTECH

enhances the comparability of answers, and makes them easier to show the relationships between variables Finally, closed questionnaire is chosen for this

research

The research questionnaire contains six themes with total 30 questions, each theme consists of five questions A five grade scale was chosen as the rating scale, ranging from ,,strongly disagree“ to ,,strongly agree“ The questions in this research questionnaire are shown in Appendix A hereof

The object of the survey consists of 201 employees exception for 3

members of board of directors 3 Conclusion

Overall, this chapter has outlined importance of the research methodologies for the research Besides, this chapter emphasised suitable method for the research Furthermore, pragmatic paradigm helps achieving better outcome to answer the research question “Factors affecting the employee's satisfaction in

the "2-9" Fire Prevention Equipment Co., Ltd" Moreover, before taking the

research further, validity and reliability as well as ethical consideration were taken into account Ultimately, findings of this research established from the use of these methods are discussed further in the next chapter

Trang 21

OPEN UNIVERSITY MALAYSIA SCHOOL OF LIFELONG LEARNING SHUTECH Đại học Công nghệ Tp.HCM CHAPTER IV ANALYSIS 1 Introduction

The previous chapter outlined the suitable methods to accomplish this research Moreover, it explored research philosophies and paradigm as well as justified the approaches of data collection for this research Furthermore,

McMillan and Atchley, (2011) postulate that the collected data must be

evaluated to gather valuable information Subsequently, this chapter discusses the primary data collected in order to help answer the research question “Factors affecting the employee's satisfaction in the "2-9" Fire Prevention Equipment Co., Ltd" Overall, this chapter demonstrated the research findings collected for this investigation as a result of in-depth analysis using open coding for the data

to interpret the outcomes

2 Form of research questionnaire

Besides the basic information of the interviewee such as age, gender, position and the department of interviewee and the time the employee works for

the company, there is no more questions used to clarify the interviewee on the purpose of confidential Strongly Agree Strongly Questions Agree |Neutral| Disagree Disagree Wage and financial rewards 1 am satisfied with overall! finance I am satisfied with my wage in relate to my local market

I am satisfied with the social welfare

offered by the employer

I am satisfied with the retirement plan

offered by the employer

Trang 22

SCHOOL OF LIFELONG LEARNING HUTECH Đại học Công nghệ Tp.HCM Questions Strongly Agree Neutral Disagree Strongly Disagree

I am satisfied with benefit package offered by the employer

Job characteristics

The mission of company I work for makes me feel my job is useful

This organization inspires me to do my best work everyday

Employees are treated as company's most valued assets

I feel workplace safety receives appropriate attention in department I am proud to work for this company Peer relationship I have best friends at work Employee treat each other with respect Coworker and I have good working relationship I feel ] am treated with respect at work

I fellow employees are committed to doing quality work

Superior Relationship

Trang 23

OPEN UNIVERSITY HUTECH MALAYSIA —— SCHOOL OF LIFELONG LEARNING Đại học Công nghệ Tp.HCM : Strongly : Strongly Questions Agree Agree | Neutral| Disagree Disagree

4 Employees are able to make decision affecting their work

5 My manger orientates me clearly about my goals and expectations in job Working conditions 1 I feet comfortable with my job 2 Managers reward employees fairly 3 Ihave the materials and equipment to do my work 4 Ihave opportunities to get trained at work 5 Every one around me at work care about me as a person Promotion opportunity 1 Jam adequately trained to do my job 2 [have opportunities at work to learn & grow

3 Iam always appreciated and recognized with my achievements

4 Iam committed to be successful in

job

5 Ireceive adequate for my

contributions and accomplishments

Additional Comments:

Trang 24

HUTECH

3 Data analysis

With the basic information of the employees it is easily to found that the

percentage of women in the ‘company is very low, at 2.5% meanwhile the

percentage of the time employees works for the company is defined in the range from 5 years to 15 years is 90%

Theme I Wage and financial rewards

Question I.1: I am satisfied with overall finance

Strongly Disagree Disagree

1

In general comparison, the ratio of "strongly agree" and "agree" is higher than the ratio of "strongly disagree" and "disagree"

Question I.2: I am satisfied with my wage in relate to my local market

Strongly Disagree

In general comparison, the ratio of "strongly agree" and "agree" is

significantly higher than the ratio of "strongly disagree" and “disagree”

Trang 25

OPEN UNIVERSITY HUTECH

MALAYSIA

SCHOOL OF UFELONG LEARNING Bai hoc Céng nghé Tp.HCM Question I.3: I am satisfied with the social welfare offered by the employer Strongly Agree 5% Strongly Disagree 5%

In this case, the ratio of "strongly agree" and "agree" is similar to the ratio

of "strongly disagree" and "disagree"

Question I.4: I am satisfied with the retirement plan offered by the employer

In this case, the ratio of "strongly agree" and "agree" is higher than the ratio of "strongly disagree" and "disagree" But in this case, the percentage of "strongly disagree" on 10% might be a slight warning signal to the company

Trang 26

SCHOOL OF LIFELONG LEARNING 4 HUTECH Đại học Công nghệ Tp.HCM Question I.5: I am satisfied with benefit package offered by the employer Disagree

significantly higher than the ratio of "strongly disagree" and "disagree" Summary of the theme "Wage and financial rewards "

Wage and financial rewards

Strongly Disagree, 5%

Analysis: With almost the answers belong to range of "strongly agree” and

"agree" - the ratio of "disagree" and "strongly disagree" is about in percentage under 14% in this theme: Wage and financial rewards, we

easily find that the employees of the company have the satisfaction to

the company in field of Wage and financial rewards

Trang 27

SCHOOL OF LIFELONG LEARNING HUTECH Đại học Công nghệ Tp.HCM

Theme IT: Job characteristics

Question II.1: | The mission of company I work for makes me feel my job is useful

In this case, the ratio of "strongly agree" and "agree" is higher than the ratio

of "strongly disagree" and "disagree" But in this case, the percentage of

"strongly disagree” on 15% might be a slight warning signal to the company

Question II.2: This organization inspires me to do my best work everyday

Strongly Disagree,

significantly higher than the ratio of “strongly disagree" and "disagree"

Trang 28

SCHOOL OF LIFELONG LEARNING Bai hoc Céng nghé Tp.HCM HUTECH

Question II.3: | Employees are treated as company's most valued assets

In this case, the ratio of "strongly agree” and "agree" is higher than the ratio of "strongly disagree" and "disagree" But in this case, the percentage of

"strongly disagree" on 16% might be a slight warning signal to the company

Question II.4: 1 feel workplace safety receives appropriate attention in department

In this case, the ratio of "strongly agree" and “agree” is higher than the ratio of "strongly disagree" and "disagree" But in this case, the percentage of

"strongly disagree” on 20% is a warning signal to the company in remaining the

working safety

Trang 29

SCHOOL OF LIFELONG LEARNING Đại học Công nghệ Tp.HCM HUTECH Question II.5: Tam proud to work for this company Strongly Di:

Obviously the employee of the company feel happy and intend to engage with the company In this case, the ratio of "strongly agree" and “agree” is higher than the ratio of "strongly disagree" and "disagree" The percentage of "strongly disagree" on 10% seem to be a slight warning signal to the company in remaining human resource management

Summary of the theme "Job characteristics" Job Characteristics

Analysis: The answer for the factor: Job characteristics get almost positive side including “strongly agree" and “agree” - but some what the ratio is little higher than the factor of wage and financial rewards in case of

Trang 30

HUTECH Đại học Công nghệ Tp.HCM OPENUNIVERSITY MALAYSIA SCHOOL OF LIFELONG LEARNING

the answer of "strongly disagree" and "disagree", in the percentage of about 16% It means that the employees receive information in low ratio in the company The situation is still under control in human resources control

Theme HI: Peer relationship

Question III.1: [have best friends at work

14% of "strongly disagree" and 13% of "disagree" when the employees

gave such the feedback A significant ratio in this term though the "strongly agree" and "agree" is 36% and 19% Obviously the employee of the company feel happy and intend to engage with the company

Question IJJ.2: Employee treat each other with respect

Trang 31

Trang 32

SCHOOL Of LIFELONG LEARNING HUTECH Đại học Công nghệ Tp.HCM Summary of the theme "Peer relationship" Peer relationship

Analysis: In this theme, the answer for the factor: Peer relationship get almost positive side including “strongly agree” and "agree" - but some what the ratio between "negative" and "positive" seems higher than the requirement of the company It is obviously to re-build the peer relationship better on the purpose of building a friendly atmosphere in the company, between the employees within the company

Theme IV: Superior Relationship

Question IV.1: | Communication between leaders and employees is good

in the organization

Trang 34

OPEN UNIVERSITY MALAYSIA SCHOOL OF LIFELONG LEARNING Đại học Công nghệ Tp.HCM HUTECH QuestionIV.5: My manger orientates me clearly about my goals and expectations in job Summary of the theme "Superior relationship" Superior Relationship

Analysis: In this theme, the answer for the factor of Superior Relationship get almost positive side including "strongly agree" and "agree" Actually

the managers should review their behavior to their employees - the "distance" between the managers and their employees should be shorter

Trang 35

SCHOOL OF UFELONG LEARNING HUTECH Đại học Công nghệ Tp.HCM

Theme V: Working conditions

Trang 36

Z Đại học Công nghệ Tp.HCM HUTECH OPEN UNIVERSITY MALAYSIA

Question V.4: _ [have opportunities to get trained at work

Question V.5: | Every one around me at work care about me as a person

Summary of the theme "Working conditions"

Working conditions

Trang 37

Analysis: In this factor, the answer for the Working conditions get almost

positive side including "strongly agree" and "agree" It shows that the working condition of the company is quite comfortable to the workers Besides, it is still necessary to improve the infrastructure of the

workshops where the almost of company's worker works there It

should be equipped with working tools, equipment But basic

question must be focused on the relationship between high level staffs and the workers

Theme VI: Promotion opportunity

Question VI.1: 1 am adequately trained to do my job

Question VI.2: I have opportunities at work to learn & grow

Trang 38

OPEN UNIVERSITY MALAYSIA SCHOOL OF UFELONG LEARNING HUTECH Đại học Công nghệ Tp.HCM Question VI.3: I am always appreciated and recognized with my achievements

Question VI.4: Iam committed to be successful in job

Question VI.5: I receive adequate for my contributions and

accomplishments

Trang 39

aaa sola]

fF HUTECH Đại học Công nghệ Tp.HCM

Summary of the theme "Working conditions" Promotion opportunity

Analysis: In this factor, the answer for Promotion opportunity seems that the employees feel satisfied with the training and development opportunities of the company For the better working effect it should

supply the training and re-training policy to the employees 4 Conclusion 40% 35% 30% 25% @ Strongly Agree 20% m Agree 15% @ Neutral @ Disagree 10% @ Strongly Disagree 5% 0%

Wage and Job Peer Superior Working Promotion financial Characteristics relationship Relationship conditions opportunity

rewards

In general, with above summarized analysis indicating chart which is finalized in percentage, we easily find that the "negative" feedback on employee

satisfaction status is calculated in a good ratio But the company should mention

Trang 40

SCHOOL OF LIFELONG LEARNING Đại học Công nghệ Tp.HCM HUTECH

In term of “wage and financial rewards", we find that the ratio of "disagree"

and "strongly disagree" lies on the low percentage meanwhile the ratio of

"strongly agree" and "agree" is on the acceptable percentage with 19% and 27% and parallel with the “neutral" on 37%, the data seems indicate the ratio of employee satisfaction belongs to the optimistic level

On view of "Job characteristics", the ratio of "strongly agree" and "sagree" and "neutral" on 26%, 18% and 26% contrast from “strongly disagree" and "disagree" ratio of 13% and 16% The indicator shows a good level It means

that the job characteristics of employees is quite suitable to the ability of workers and staff of the company

On field of "peer relationship", with the percentage of "strongly agree” on

36% and ratio of "agree" and "neutral" on 16% and 18% meanwhile the

"strongly disagree" and "disagree" ratio on 13% and 14% The feedback shows a

friendly working atmosphere in the company The employee satisfaction lies on

the very good level

It seems that unlike the “peer relationship", the "superior relationship" in

the company lies on the acceptable level in field of employee satisfaction with

the percentage from "strongly agree" to “strongly disagree", step by step, reduces from 28% down to 14%

Like the term of "wage and financial rewards", the employee satisfaction in

term of “working condition" reaches on peak of optimism, at 37% of "strongly agree" and significantly reduces down to 9%

The term of “promotion opportunity" seems to be the most pessimistic The ratio between "strongly agree" - "strongly disagree", "agree" - "disagree" lies on the horizontal level, at 18%-16% and 21% meanwhile the percentage of

"neutral" on the 25% This shows a fairly ratio to the employee satisfaction in the company's policy in human resource management

Định dạng
Số trang	47
Dung lượng	1,14 MB