Case Analysis On Job Satisfaction Of Oati Employees Management Essay

Job satisfaction is regard to one's feeling or mind-set regarding the aspect of the work. Job satisfaction can be influenced by variety of factors such as kind of supervision, organization procedures & supervision, salary & quality of life etc. Theories which rely on extrinsic resources tend to be more typically followed by economists, albeit by reference to a different terminology, whereas intrinsic sources are more commonly associated with other cultural sciences (Luchak, 2003).

The more contented people are of their job, the more satisfied these are said to be. Job satisfaction can't be described as drive, although they are linked. Job design goals to improve worker satisfaction and performance through methods like job rotation, job enhancement and job enrichment. Other affects on satisfaction include flexibility at the job, salary, job security, interactions with co-workers training etc. Job satisfaction is a very important attribute which is generally measured by organizations. Other target of this paper is if the work satisfaction predominantly brings about job retention. The most common way to assess job satisfaction and retention is performed by using score scales. Questions related to general working conditions, pay and campaign, work human relationships, use of skills and expertise, work activities and retention have been asked in the questionnaire used. A 5 point size developed by Singh (1989) methods job satisfaction from highly dissatisfied to highly satisfied and solution job retention from firmly disagree to highly agree.

Employers have a need to keep staff from going out of and going to be employed by other organizations. The best way of retaining employees is to provide the job satisfaction and opportunities to develop their opportunities (Freeman, 1978)

This model was developed with the help of a research newspaper (Human source of information development techniques as determinant of HRD weather and quality orientation by Arif Hassan, Junaidah Hashim and Ahmad Zaki Hj Ismail, 2005). In such a research newspaper the model was got variables including profession system, work system, development system, self-renewal system and HRD system that have been originally designed by Rao (1997). Because the instrument was unable to be located, we re-designed the model by changing the 5 systems into Basic working conditions, pay and advertising, work romantic relationships, use of skills and skills and work activities. These details was extracted from a questionnaire (http://www. careerlinklehighvalley. org/portals/1/pdf%20files/Job%20Survival. pdf) which helped us develop and measure the level of satisfaction using these factors.


One of the biggest preludes to the analysis of job satisfaction was the Hawthorne studies. These studies (Mayo 1924-1933), looked for to find the effects of various conditions (especially lighting) on individuals' productivity. These studies eventually showed that book changes in work conditions briefly increase productivity (called the Hawthorne Result). It had been later found that this increase resulted, not from the new conditions, but from the knowledge of being detected. This finding provided strong proof that people work for purposes other than pay, which paved just how for researchers to research other factors in job satisfaction.

Scientific management also got a significant influence on the study of job satisfaction. Taylor's 1911 publication, Principles of Scientific Management, argued that there was a single best way to perform any given work job. This book contributed to an alteration in industrial production philosophies, leading to a change from skilled labor and piecework into the more modern way of assemblage lines and hourly income. The original use of technological management by sectors greatly increased productivity because workers were pressured to just work at a faster tempo. However, workers became worn out and dissatisfied, thus departing analysts with new questions to answer regarding job satisfaction. It should also be known that the task of W. L. Bryan, Walter Dill Scott, and Hugo Munsterberg place the shade for Taylor's work.

Some claim that Maslow's hierarchy of needs theory, a determination theory, laid the building blocks for job satisfaction theory. This theory points out that individuals seek to fulfill five specific needs in life - physiological needs, basic safety needs, cultural needs, self-esteem needs, and self-actualization. This model offered as a good basis that early experts could develop job satisfaction ideas.

Employee retention is a business management term referring to efforts by employers to sustain current employees in their labor force. The reason is to avoid employee turnover and associated costs: hiring and training expenses; output loss; lost customers; reduced business; and ruined morale among remaining participants of the workforce. Retention is particularly a difficulty in high stress occupations such as teaching, nursing and communal good care work. (Wikipedia)

Philosophically, staff retention is important; in virtually all conditions, it is senseless to permit good visitors to leave your company. When they leave, they take with them intellectual property, connections, opportunities (in both money and time), an occasional staff or two, and a chunk of your own future. Worker Retention Strategies helps organizations provide effective employee communication to boost determination and enhance workforce support for key corporate and business initiatives. We also provide full support for your marketing-communication initiatives by helping you build customer loyalty by distinguishing and setting your organization's unique products and services in the current crowded market (Rao, 2005)

Effective staff retention is a systematic work by employers to build and foster a host that induces current employees to stay employed by having regulations and practices set up that solve their diverse needs. A strong retention strategy becomes a robust recruitment tool.

Retention of key employees is critical to the long-term health and success of any firm. It is a known fact that retaining your best employees ensures client satisfaction, increased revenue, satisfied colleagues and reporting staff, effective succession planning and deeply imbedded organizational knowledge and learning. (www. employee-retention-guide. com)

Employee retention matters as organizational issues such as training time and investment; lost knowledge; insecure employees and a costly candidate search are involved. Hence failing to retain a key employee is a costly proposition for an organization. Various estimates claim that shedding a middle manager in most organizations costs up to five times of his salary.

Intelligent employers always realize the importance of keeping the best ability. Retaining talent hasn't been so important in the Indian circumstance; however, things have changed lately. In dominant Indian metros at least, there is no dearth of opportunities for the best in the business, or even for the second or the third best. Retention of key employees and dealing with attrition troubles has never been so important to companies.

In an intensely competitive environment, where HR managers are poaching from each other, organizations can either retain their employees tight or lose them to competition. For gone are the days and nights, when employees would adhere to an employer for a long time for a better choice.

It is an undeniable fact that, retention of key employees is crucial to the long-term health insurance and success of any company. The performance of employees is often associated directly to quality work, client satisfaction, and increased product sales and even to the image of any company. Whereas the same is often indirectly linked to, satisfied co-workers and reporting staff, effective succession planning and deeply inlayed organizational knowledge and learning

The Need for Retaining Employees

The obstacle of keeping employees: Its changing face has stumped managers and business owners alike. How do you manage this task? How will you build a place of work that employees want to remain with and outsiders desire to be appointed into?

Successful professionals and companies inquire further these and other questions because-simply put-employee retention matters

High turnover often leaves customers and employees in the lurch; departing employees have a great deal of knowledge with them. This insufficient continuity makes it hard to meet your organization's goals and provide customers well.

Exchanging employees costs money. The cost of replacing a worker is predicted as up to twice the individual's twelve-monthly salary (or more for a few positions, such as middle management), which doesn't even include the cost of lost knowledge.

Recruiting employees consumes a great deal of commitment, much of

it futile. You are not the only person out there vying for certified employees, and job searchers make decisions predicated on more than the amount of salary and benefits.

Taking employees' up to speed takes even more time. So when you're short-staffed, you often need to set up more time to get the task done.

(www. employeeretentionstrategies. com)

The Three Rs of Worker Retention

To keep employees and keep satisfaction high, you will need to implement each one of the three Rs of worker retention: respect, acknowledgement, and rewards.

Respect is esteem, special regard, or particular awareness given to people. As the pyramid shows, respect is the building blocks of keeping your employees.

Recognition and rewards will have little result unless you respect employees.

Recognition is thought as "special notice or attention" and "the action of perceiving evidently. " Many problems with retention and morale arise because management is not watching people's needs and reactions.

Rewards will be the extra perks you offer beyond the fundamentals of respect and recognition which make it worthy of people's while to work hard, to care, to go beyond the call of responsibility. While rewards signify the smallest part of the retention equation, they are still an important one.

You determine the precise methods you choose to implement the three Rs, but in general, respect should be the largest component of your time and efforts. Without it, popularity and rewards appear hollow and also have little effect-or they have unwanted effects. The magic truly is in the mixture of the three.




When you put into action the "three Rs" tackle, you will reduce turnover and enjoy the next

Increased productivity

Reduced absenteeism

A more pleasant work place (for both employees and also you!)

Improved profits

Furthermore, an employer who implements the three Rs will generate a hard-to leave work place, one known as having more to offer employees than other employers. You become a hard-to-leave workplace-one with a longing list of candidates for any position that becomes available-purposefully, 1 day at the same time. (Rao, 2008)

Models of job satisfaction

Affect Theory

(Locke, 1976) Selection of Influence Theory: is arguably the most famous job satisfaction model. The primary premise of the theory is the fact that satisfaction depends upon a discrepancy between what one would like in a job and what you have in employment. Further, the theory claims that how much one prices a given element of work (e. g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when anticipations are/aren't met. When a person values a specific facet of a job, his satisfaction is more greatly impacted both positively (when prospects are found) and negatively (when expectations aren't met), compared to one who doesn't value that facet. To illustrate, if Employee A worth autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied ready that offers a high degree of autonomy and less satisfied in a position with little if any autonomy compared to Staff B. This theory also suggests that an excessive amount of a particular facet will produce more robust feelings of dissatisfaction the more a worker beliefs that facet.

Dispositional Theory

Another well-known job satisfaction theory is the Dispositional Theory. It really is a very standard theory that advises that individuals have innate dispositions that cause them to have tendencies toward a certain degree of satisfaction, regardless of one's job. This approach became a significant explanation of job satisfaction in light of research that job satisfaction is commonly stable over time and across jobs and jobs. Research also implies that similar twins have similar degrees of job satisfaction.

A significant model that narrowed the opportunity of the Dispositional Theory was the Center Self-evaluations Model, suggested by Judge (1998). Judge argued that there are four Primary Self-evaluations that determine one's disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his/her do it yourself) and basic self-efficacy (the perception in one's own competence) business lead to higher work satisfaction. Having an interior locus of control (thinking one has control over her\his own life, as opposed to outside causes having control) causes higher job satisfaction. Finally, lower degrees of neuroticism lead to raised job satisfaction.

Two-Factor Theory (Motivator-Hygiene Theory)

Frederick Herzberg's Two factor theory (also known as Motivator Cleanliness Theory) makes an attempt to explain satisfaction and inspiration at work. This theory expresses that satisfaction and dissatisfaction are influenced by different facets - motivation and cleanliness factors, respectively. Motivating factors are those areas of the job that produce people want to execute, and provide people with satisfaction, for example success in work, identification, campaign opportunities. These motivating factors are believed to be intrinsic to the work, or the work carried out. Hygiene factors include areas of the working environment such as pay, company guidelines, supervisory routines, and other working conditions.

While Hertzberg's model has activated much research, experts have been struggling to reliably empirically demonstrate the model, with Hackman & Oldham recommending that Hertzberg's original formulation of the model might have been a methodological artifact. [ Furthermore, the theory will not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally, the model has been criticised for the reason that it generally does not identify how motivating/hygiene factors should be assessed. (Herzberg, 1968)

Job Characteristics Model

Hackman & Oldham (1971), proposed the Job Characteristics Model, which is trusted as a framework to study how particular job characteristics effect on job results, including job satisfaction. The model expresses that we now have five core job characteristics (skill variety, process identity, task value, autonomy, and reviews) which impact three critical psychological expresses (experienced meaningfulness, experienced responsibility for results, and understanding of the actual results), in turn influencing work results (job satisfaction, absenteeism, work desire, etc. ). The five core job characteristics can be combined to create a motivating potential score (MPS) for employment, which can be used as an index of how likely employment is to affect an employee's attitudes and actions. A meta-analysis of studies that evaluate the platform of the model provides some support for the validity of the JCM.

Value of Worker Retention Model

An Staff Retention Model is a philosophical and recently touted theory. It says that to keep employees, we must understand what they like and do not like. What they do not like we need to address, concentrating on the masses' needs. We work to meet up with the overall big picture first. After we have the procedure in place, we have more chances to help employees meet their specific needs.

We can never satisfy all employees, but if we've a workplace that is powered to help all associates feel good about what they do, employees will much more likely want in which to stay this culture.

All teams of people proceed through four periods of the group version process before the team will work to its potential: (Tuckman, 1970)

Forming - group is beginning to deal with the other person and little work gets done.

Storming - group is needs to address internal issues and it is are sorting out and negotiating to just get along. Work continues to be minimal.

Norming - group customers are acknowledging their assignments and are obvious of their objectives. They really know what they can and should do. Protection is high so the corporation is functioning highly. Each person in the team is a lot more willing to help one another.

Performing - group users are working separately, doing their jobs to maximum potential. The team is doing at an outstanding level. The team has discovered how to increase production, make decisions, share resources, and create 3rd party satisfaction.

If there's a great turnover in staff, many groups are always in the first two phases of the Tuckman model. The goal is to get as much teams in the workplace as you possibly can to the FOURTH PHASE of PERFORMING.

Job satisfaction and emotions

Mood and feelings while working are the raw materials which cumulate to form the affective component of job satisfaction. Moods have a tendency to be longer lasting but often weaker expresses of uncertain source, while emotions are often more strong, short-lived and have a clear subject or cause.

There is some evidence in the literature that status moods are related to overall job satisfaction. Positive and negative feelings were also found to be significantly related to overall job satisfaction.

Frequency of experiencing world wide web positive feelings will be a better predictor of overall job satisfaction than will intensity of positive feeling when it's experienced.

Emotion rules and sentiment labor are also related to job satisfaction. Feelings work (or feelings management) refers to various efforts to manage emotional expresses and displays. Feelings regulation includes all the conscious and unconscious efforts to increase, maintain, or lower one or more components of an emotion. Although early on studies of the consequences of psychological labor emphasized its damaging effects on workers, studies of personnel in a variety of occupations suggest that the consequences of mental labor are not uniformly negative.

It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions rises job satisfaction. The knowledge of how emotion legislation relates to job satisfaction concerns two models

Emotional dissonance. Emotional dissonance is circumstances of discrepancy between open public displays of feelings and internal experience of thoughts, that often uses the process of emotion rules. Psychological dissonance is associated with high psychological exhaustion, low organizational commitment, and low job satisfaction.

Social conversation model. Taking the communal interaction perspective, employees' emotion rules might beget responses from others during interpersonal encounters that eventually impact their own job satisfaction. For example: The deposition of favorable replies to shows of pleasant emotions might positively influence job satisfaction performance of emotional labor that produces desired outcomes could increase job satisfaction (Gupta, 2009)

Relationships and useful implications

Job Satisfaction can be an important sign of how employees feel about their careers and a predictor of work habits such as organizational citizenship, absenteeism, and turnover.

Further, job satisfaction can partly mediate the relationship of personality variables and deviant work actions.

One common research finding is that job satisfaction is correlated with life satisfaction. This relationship is reciprocal, signifying individuals who are content with life have a tendency to be happy with their job and folks who are satisfied with their job have a tendency to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as non-work satisfaction and central self-evaluations are considered.

With respect to job performance, staff personality may be more important than job satisfaction. The hyperlink between job satisfaction and performance is regarded as a spurious relationship; instead, both satisfaction and performance are the result of personality (Gupta, 2009).




There is also a large human reference development (HRD) literature that emphasizes the affect of "high-performance workplace techniques" on job satisfaction and therefore employee performance. Relatively few efforts have been made to combine the work satisfaction and HRD literatures. Female objective of the paper is to provide new empirical evidence on the impact of HRD practices on employees overall job satisfaction and retention.

Drever (1964) explained job satisfaction ''as an end state of feeling. " Singh

(1990) pointed out that the work satisfaction is an integral part of life satisfaction, the nature of one's environment off- the- job. Similarly, a job can be an important part of life, job satisfaction influences one's basic life satisfaction as an effective reaction, sense of employees with job, guidance, coworkers, salary/pay and his/her current and future job progress.

Couples of theories on job satisfaction have been produced by psychologists and management scholars. They tend to assign different degrees worth focusing on to resources of satisfaction, which may be grouped as either intrinsic or extrinsic. Intrinsic resources depend on the average person characteristics of the individual, such as behaviour. Extrinsic options are situational, and depend on the surroundings, such as work place climate. Theories which rely on extrinsic options tend to be more typically implemented by economists, albeit by mention of another terminology, whereas intrinsic options are more commonly associated with other interpersonal sciences (Luchak, 2003).

Traditionally, economists have embraced job satisfaction with "professional suspicion" (Freeman, 1978 p. 135) since it is a subjective varying. In 2000, it was still possible to convey that the study of job satisfaction by economists is "still in its infancy" (Blanchflower and Oswald, 2000, p. 8). However, the empirical examination of job satisfaction either implicitly or explicitly attracts on the theoretical models discussed above, and by doing this job satisfaction is given as a function of several individual and job characteristics, and finally interpreted as a computer program function (Clark and Oswald, 1996; Easterlin, 2001).

Some studies also show that certain HRM procedures, such as employed in teams, greater discretion and autonomy at work and various staff involvement and pay plans, do motivate personnel and hence generate higher labour efficiency (Cully 1999; Boselie and Wiele, 2002). However, overall job satisfaction do not need to increase if work is a "bad" and the purpose of workers is to increase the comes back from the exerted effort.

In conditions of the relationship between pay and job satisfaction, Clark and Oswald (1996) show a workers' reported degree of well-being is weakly correlated with their income, whereas Belfield and Harris (2002) find no evidence of such a relationship for those working in higher education. There is mounting research into the weakness of the link between income and life satisfaction, as in the pleasure studies of Layard (2003, 2006) and Clark (2005) displaying that despite increasing wages there are stagnant levels in job satisfaction. Other studies also show that it's relative income, alternatively than own income, that matters for job satisfaction (Clark and Oswald, 1996). Still, some studies contest the value of comparative income at lower pay levels (e. g. McBride, 2001), or emphasize the value of real income (Greene and Nelson, 2007). While analyzing pay and campaign requirements, job satisfaction of employees can be judged through the machine of wage payment Aswathappa (2003). Different group adapts different kind of wage payment system. Along with salary and salaries they are really paying bonuses, perquisites and non-monetary benefits so the degree of satisfaction can differ from firm to firm.

Evidence from the Place of work Employment Relations Survey" analyzed that their significant boosts in satisfaction with the sense of success from work between 1998 and 2004; lots of other actions of job quality are found to own increased over this era as well. In addition, it finds a decline in the incidence of many formal human source of information management techniques. The paper accounts a weak association between formal human resource management tactics and satisfaction with sense of accomplishment. Advancements in perceptions of job security, the environment of employment relationships and managerial responsiveness are the main factors in explaining the surge in satisfaction with sense of accomplishment between 1998 and 2004 (Brown and Forde, 2008)

Khan (2006) suggests that job satisfaction is a combo of internal and environmental circumstances that makes a person satisfied. This declaration is also reinforced by Rao (2005) that personal emotions do are likely involved in a person's satisfaction level.

Need fulfillment theory, equity theory, two factor theory and discrepancy theory are four essential models (Rao, 2005) which would help this research newspaper to be qualitative. Gupta & Joshi (2008) concluded in their analysis that Job satisfaction can be an important strategy used to motivate the employees to work harder. It experienced often said that, "A HAPPY EMPLOYEE IS A Successful EMPLPOYEE. " Therefore with the help of these references, we live hopeful to possess positive results inside our research.




This research is conducted to guage the level of Job Satisfaction of employees who are working in diverse companies across Karachi. The subject of this research is - A study of the result of employee's satisfaction with HRD techniques on the job retention. "


To Study the essential characteristics of Job satisfaction & Staff retention

To analyze the work satisfaction among employees in Karachi and reasoning of dissatisfaction one of the employees

To identify the variables influence the job satisfaction

To gauge the Human source of information development practices and its effect of worker satisfaction and retention

To judge the amount of job satisfaction of employees on various variables.

General Working Conditions

Pay and Promotional potential

Work Relationships

Use of skills and abilities

Work Activities


HR techniques offering better working conditions has a good effect on staff satisfaction (H1)

HR tactics offering better pay and promotional standards has an optimistic effect on employee satisfaction (H2)

HR techniques offering better work interactions has a good effect on employee satisfaction (H3)

HR procedures using better skills and talents has a positive effect on employee satisfaction (H4)

HR techniques offering better work activities has a confident effect on employee satisfaction (H5)

HR methods offering better working conditions has a positive effect on staff retention (H6)

HR routines offering better pay and promotional standards has a confident effect on employee retention (H7)

HR methods offering better work human relationships has a good effect on staff retention (H8)

HR routines using better skills and skills has a confident effect on employee retention (H9)

HR techniques offering better work activities has an optimistic effect on employee retention (H10)





Sample: For the intended purpose of the present study, the sample consisted of 250 employees from companies across Karachi


In this study, two mental health tools in the form of questionnaire were used which are as discussed below

Job Satisfaction range: This was a 5 point size where lowest being was highly dissatisfied and maximum being was highly satisfied. The following reference point was used: (http://www. careerlinklehighvalley. org/portals/1/pdf%20files/Job%20Survival. pdf)

Job retention level: This was a 5 point scale where bare minimum being was firmly disagree and maximum being was strongly agree. The following reference point was used: (www. salisbury. edu/. . . /Job%20Satisfaction%20Questionnaire. doc)

Method of Data Collection

The broader reason for the present analysis is to explore the relationship among worker job satisfaction and worker retention anticipated to HRD techniques. Data will be gathered from employees of various companies in Karachi. A questioner strategy will be used in order to acquire data and employees will be asked to give the answers of questions in accordance to their best knowledge. Questionnaire will be divided into three parts worker satisfaction, staff retention and demographics.


Questionnaires were circulated among the list of employees in different companies which we in my opinion frequented and briefed them about our research work and provided them with necessary knowledge to complete the questionnaires. The questionnaire possessed three parts

Section A: Job Satisfaction

First part asked about the amount of satisfaction with their standard working conditions including hours worked, flexibility at work, location. Second part of this section is pay and promotion requirements where questions on salary, promotion, benefits and job security were asked which then leads to the 3rd part about the task relationships which assessed associations with co-workers, supervisors and subordinates. Fourth part questioned about the abilities and abilities including the utilization of skills support from additional training and education. Fifth and final part examined the task activities; job obligations, degree if self-reliance and opportunities for changes in tasks.

Section B: Retention

In this section we examined the respondents with their arrangement level on leaving the work in upcoming future, preventing tasks designated to them, transitioning jobs in less than three months, being overdue to work etc.

Section C: Demographics

In the previous part of the questionnaire, the respondent's were asked to give their personal information like name, gender, generation, overall working experience etc.


Both most important and extra data had been used in present research.

Primary Data gathered through personal interview by means of questionnaire.

Secondary Data was gathered from various publications, books, periodicals and internet.


The human population of the current review is the 250 employees of companies across Karachi.


Convenience sampling strategy was used to select respondents through the sampling and arbitrary companies were chosen across Karachi.


Sample size identifies the total variety of respondents targeted for collecting the data for the researcher. The sampling size of the analysis is 250 respondents and this sampling size was selected on the basis of convenience test.


The entire questionnaires received were edited. Questions having incomplete replies were stored out of the present research and in every 250 questionnaires were taken into consideration while analyzing the data. All of the information/data gathered through questionnaires' were first transferred into master desk which facilitated the tabulation of data in the desired form.


A 5-point likert size was used to quantify each response of one half of the questions. Responses on the 5-point likert level were highly satisfied, satisfied, natural, dissatisfied and highly dissatisfied. Highly satisfied was presented with credit score 5, satisfied was given rating 4 & so on and likewise another 5-point likert size was used to quantify replies on retention. Replies on the 5-point likert range were firmly disagree, disagree, natural, agree and firmly agree. Highly agree was given score 5, Agree was given rating 4 & etc.


The review conducted is limited to a one city (Karachi) only.

The review conducted was from all levels of the business.

Time and money was major limitation, which might have affected the analysis.

Some of the respondents were unwilling to share information with us.










1 - 5 YEARS



5-10 YEARS







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