Assignment on Robi Axiata Limited

Step 1: Step 1: Problem Definition

The topic of report is “The Standard And The Effects of Employee Satisfaction At Robi”. Based on  the topic the point that highlights are whether the employees at Robi are satisfied or not. Therefore the research problem is “The Level of Satisfaction of Employees at Robi”.

Step 2: Research Design

Based on the research problem our research was designed as follows

Step 3: Collection Form Design

The questionnaire consisted of two parts Part A- The questionnaire asked for some personal information like  age, gender, designation, years of experience at Robi and Division they are working in. Part B- The  questionnaire was detailed in such a way so that the employee can express their satisfaction level regarding  every aspects, such as, leaves, salary and benefits, motivation, safety and security, discipline and employee assessment. Moreover the questionnaire form also included some questions out of which a qualitative conclusion  can be drawn. The options are assigned on a Nominal scale. The Questionnaire is attached in the report later in the Appendix.

Step 4: Sample size

The survey is done on 30 employees in the Technology Division.

Step 5: Collection of Data

Data were collected through survey. Both the qualitative and quantitative data were collected through the questionnaire. Then the collected data were input in the SPSS to derive finding (tables and diagrams). The purpose of the collection of data was to gain an overall picture of the level of employee satisfaction. This was done through a survey with the Employee. The employee was asked for their contribution for a little moment.

Step 6: Data Analysis

After deriving output from SPSS the collected data were analyzed which are provided later in the report.

Step 7: Writing the Research Report

After analyzing all collected data and following all the mentioned steps, writing this report was possible

RESEARCH FINDINGS (COLLECTED DATA)

As we mentioned earlier that data were collected through survey. The questionnaire contained mostly quantitative questionnaire. In the qualitative questions options were assigned on a Nominal Scale, where 1 = Dissatisfaction, 2 = Somewhat Dissatisfaction, 3 = Neutral, 4 = somewhat satisfaction and 5 = Satisfaction. In some questions, 1 = very important, 2 = neutral and 3 = important and in one case 1 = Excellent, 2 = Good, 3 = average and 1 = bad. The options are arranged on a nominal scale so that we can put value on the SPSS. Then the  collected quantitative data were put in the SPSS according to the nominated points. Variables are provided in the Appendix.

Quantitative Data:

• Gender:The survey was done on 19 male (63.3%) and 11 female (36.7%).

• Age of the Respondents:

In the survey it was found that 20 employees (66.7%) are between the age of 20-30 years of age.8 (26.7 %) of them are between the age of 31-40 years of age. Lastly only 2 (6.7%) of them are above 40 years of age.

• Designation of the Respondent:

    In the survey 19 out of 30 (63.3%) respondents are specialists. 6 out 30 (20%) respondents are Managers and 5 out of 30 (16.7%) respondents are Engineers.

Years of Work Experience at Robi 

Table 4 (A): Level of Satisfaction of Leaves

Table 4 (B): Level of Satisfaction of Salary and Benefits

 Table 4 (C): Level of Importance of Motivational Factors

Safety and Security

12 respondents (40%) are satisfied with the safety and security of Robi.12 respondents are somewhat satisfied.respondent (3.3%) is neutral.

4 respondents (13.3%) are somewhat dissatisfied

 Discipline

   Level of fairness of Disciplinary act and Punishment at Robi

   13 respondents (43.3%) said it is good

   17 respondents (56.7%) said it is Average

   Improvement of the organization due to disciplinary act and punishment

    18 respondents (60%) said that the organization is improving.

    10 of them (33.3%) are neutral about the case.

    2 of them (6.7%) do not think that the organization is improving.

   Are rules followed by the organization?

   10 respondents (33.3%) said “yes”

   20 respondents (66.7%) are neutral about the case

Assessment

    Fairness of the Assessment

    11 respondents (36.7%) are satisfied with the assessment.

8 of them (26.7%) are somewhat satisfied.

7 respondents (23.3%) are neutral.

2 of the respondents (6.7%) are somewhat dissatisfied.

2 of the respondents are dissatisfied with the assessment

Improvement due to assessmen

18 respondents (60%) said “Yes”

7 respondents (7%) said “No”

5 of them (16.7%) are neutral

   Positive impact of the changes in the organization

   21 respondents (70%) said “yes” the changes have a positive impact.

1 of them (3.3%) said “No”.

8 respondents (26.7%) are neutral.

Level of Satisfaction of the Entire Environment in Robi

   21 respondents (70%) of them are satisfied with the environment of Robi.

6 of them (20%) are somewhat satisfied.

1 of them (3.3%) is neutral.

1 of them is somewhat satisfied.

1 of them is dissatisfied.

      Factor That Link Mostly To Employee satisfaction

22 respondents (73.3%) said that it is salary and benefits

4 respondents (13.3%) said that it is motivation.

3 of them (10%) said that it is leaves

1 of the respondent (3.3%) said that it is employee assessment 

Qualitative Data

In the questionnaire there are three questions through which the qualitative are derived. They are as followsAccording to you do you think any of the leaves provided by the company should have more duration? Please provide reasons if it is convenient for you.Do extra facilities such as mobile, ID card and Business Cards play a vital role in satisfying employees or giving employee recognition? Why?Mention the requirement of Safety and Security.

6 out of 11 of the female employees want the company to extend the maternity leave and make 6 months. On the other hand 7 out of 19 male employees want the Paternity leave to be increased. 5 out of 30 employees feel that the Casual leave should be introduced. 6 out of 30 employees want more festival leave. 1 employee wants the annual leave those are not carried forward can be converted to cash. 1 employee wants the compensatory day-off to be emphasized more. However, 5 respondents feel that no leave facilities should be increased.

All employees said that extra facilities like, mobile phone, ID card and Business card play vital role in employee satisfaction. Reasons they provide are that they give identity and recognition make the employee a part of the organization and also work as motivational factors.

8 out of 30 employees feel that the premises should have proper fire exit. 2 of the employees want the area to  be more hygienic. 8 employees that are the maximum employees want the organization to be stricter about the entrance of outside people. 4 of them demand for logistic and  safety  training.3  employees  feel  that  the  area  should  have  CC  camera.  However,  5 respondents feel that no safety and security facilities should be added.

For more details of the qualitative data please look at the Appendix.

ANALYSIS OF THE COLLECTED DATA

All data collected is analyzed in details in this part. All the diagrams included in this part are derived from  SPSS. Some diagrams  and tables are provided later in the Appendix. Tables provided in the Part 4.1 are also used in the analysis.

In the survey the maximum respondents were male. The respondents are mostly between the age of  20-30.  Moreover,  maximum  respondents  are  Specialist.  In  addition,  the  maximum  work experience respondents have is 8 years, in which the highest number of employees has the work experience of 3 years.

Leaves

From the Table 4 (A) an overall picture of the level of employee satisfaction regarding leave can be seen. Digits marked in Red are the total counts of responses, which show that the employees are satisfied with the rules and regulations and duration of all leaves. However, a good amount of employees are somewhat satisfied with the leaves. Fortunately a very few number of employees are dissatisfied with the aspects of leaves.Incase of  Annual  leave  the  maximum  employees  are  happy  with  the  rules  and  durations. However, a  wealthy amount of employees are somewhat satisfied, but no one seems to be dissatisfied with the leave.

Most employees seem to be perfectly satisfied with Medical leave. In fact the highest amount of employees  responded positively in case of this leave. However one employee seems to be somewhat dissatisfied.

In case of leave without pay and compensatory day-off most of the employees are neutral. The reason behind this is that some of them did not experience these leaves and some of them did not know that the company is offering these leaves.

In case of Maternity leave most female employees are somewhat satisfied, but a very few were dissatisfied because the organization has not yet implemented the maternity leave of 6 months as declared by the Government.  But it has been heard that very soon the company will offer maternity leave for duration as declared by the Government (this information is highlighted in the qualitative part of the questionnaire).

The result of paternity leave was very much fluctuating. Most male employees were somewhat satisfactory and neutral. In the quantitative question as mentioned earlier most men said that the paternity leave should be  extended  so that they can fulfill their responsibility while the baby birth.

Salary And Benefits

The result regarding salary and benefit is quite like the result in case of leave. From the Table 4 (B)  it  can  be  seen  that  maximum  employees  are  somewhat  satisfied  with  the  rules  and regulations of their salary and benefits.

As shown in the table in case of allowance most of the employees are satisfied. Moreover, a healthy amount of  employees are somewhat satisfied with the allowance that the company provides. Very few employees expressed their dissatisfaction regarding salary and benefits.

Again in case of Festival bonus the result is similar to the result of allowances. Most employees are  somewhat  satisfied, as  they  get  the  amount  equal  to  their  basic  salary  during  Eid  and Christmas.

Overtime allowance is given only to some Grades of employees as mentioned earlier. According to  the  table  maximum  numbers  of  employees  are  somewhat  satisfied.  A  few  amounts  are satisfied, but more than that employees are neutral about the case.

In case of shifts the highest amount of employees are neutral as they are not use to this benefit. Most of the employees have not done the shift duty. Compared to other benefits a very few employees are satisfied and  some what satisfied with the benefit. Some of the employees who have done the duty are dissatisfied; they feel that the amount provided is not sufficient.

In case of holiday allowance most of the employees are somewhat satisfied and few of them are satisfied. On the other hand most of the employees are neutral. This is because they have not experienced the benefit of holiday allowance. However, a very few employees are dissatisfied with the facilities provided in the holiday allowance.

The salary review is done so that the amount of salary is set in such way that it gives complete support to the  lifestyle of employees. Most of the employees are somewhat satisfied with the facility. Moreover, some are neutral about the facility as they do not have idea about the method of salary review. However, some are  dissatisfied as they feel that the organization do not go through this facility accordingly.

Maximum employees are neutral in this case. This may be because their work experience is less than 5 years, as an employee is only eligible to contribute to Provident fund and gratuity after 5 years of membership of the fund. Moreover, a good amount of employees are somewhat satisfied with the facility. Fortunately a very few amount is somewhat dissatisfied with the facility.

Most of the employees are neutral about the traveling and accommodation, as they neither found it impressive nor unbeneficial. A good amount of employees are somewhat satisfied as they find it very motivating to get facilitated during travel.

Most of the employees are satisfied with the timeliness of salary handover, as they feel that they get their monthly salary on time. Then a good amount of employees are somewhat satisfied as they feel sometimes it becomes  late  in receiving the salary. However, very few of them are neutral and only one employee is dissatisfied.

Motivation

Before deriving the level of satisfaction regarding the motivational factors, it was very essential to find out how much important are these motivational factors to the employees. In Table 4 (C) it  is  shown  that  most  or  almost  every employee  find  performance  bonus  and  reward  and recognition very important.

In Table  4  (D)  it  is  shown  that  most  of  the  employees  are  somewhat  satisfied  with  the performance bonus and reward and recognition provided by the company. The employees feel that the company provides bonus based on both individual and group performance. Moreover, they are happy with the rewards and recognition provided by the company. However a very few amount of employees are dissatisfied which can have  a negative impact on the company and employee productivity. Some are neutral as they are neither satisfied nor  dissatisfied with the motivational factor provided by the company.

Moreover, respondents were asked whether ID card, Business cards and mobile phone play a vital role in employee satisfaction or not. Every one said that these work as a motivational factor, as it gives recognition and mobile phone work as a motivation for employees.

Safety And Security

Most of the employees are satisfied and somewhat satisfied with the facilities provided for the safety and security in the organization. A very few seems to be dissatisfied the reason behind this was found when the employees were asked to specify their requirements for safety and security.

Almost all employees stated that more facilities for safety and security are required. Maximum employees said  that there should be more restrictions to outsiders and the fire exit should be improved. However, one of the employees stated a very essential monitory reason, which is the employee feels that festival bonus should be included in contractual sector as well.

Discipline

Disciplinary acts followed by Robi are mention earlier in the report. Most of the employees that are 56.7% find the disciplinary act and rules of punishment averagely fair. Moreover 43.3% find it fair. 60% of the employees stated that the organization is improving due to these disciplinary acts and punishments. However, some of them are neutral as they not sure whether it is having an impact on the organization or not. Therefore most of the employees were neutral when they were asked whether the organization follows these acts accordingly or not.

Assessment (Evaluation of Employees)

At the end of every year mostly in December an employee assessment is done to measure the level of  performance of the employees. Most of the employees seem to be satisfied with the employee assessment, as 36.7% said that the assessment is fair and 60% of them said that the environment of the organization is improving due to the assessment, as all employees are striving to perform better every year to have a better evaluation result.

As one of the employees in the organization said that the organization has made some changes in the assessment process five times in last five years. I could not know about the changes as it was confidential,  but  I  wanted  to  find  out  whether  these  changes  have  positive  impact  on  the organization. 70% of the respondents stated that the organization is positively affected by these   changes.

Level Of Satisfaction Of The Entire Environment In Robi

As the dependent variable of the research is Employee Satisfaction it was very essential to know the  level  of  employee  satisfaction  regarding  the  entire  environment  of  Robi.  70%  of  the employees are satisfied with the environment of Robi. However, this information is not enough to draw conclusion therefore further analysis of data in conducted.

Factor That Link Mostly To Employee satisfaction

It is not enough to know the level of employee satisfaction therefore the respondents were asked to state that on  which factor does the employee’s level of satisfaction is mostly based. The maximum number of employees that is 73.3% said that salary and benefit boosts up the level of employee satisfaction.

CORRELATIONS

It is mentioned earlier that the Dependant variable is Employee satisfaction. The variable is correlated with independent variables like gender, age, designation, and work experience at Robi to measure the level of employee satisfaction in the view of these aspects individually. Figures and tables are derived with the help of SPSS by the process of Cross Tabulation

 Correlation between the Level of Employee Satisfaction and Gender

Table 4(E): Level of Satisfaction of the Entire Environment of Robi * Gender

(Cross tabulation)

Count

Dissatisfactory

Somewhat Dissatisfac

Neutral

Somewhat satisfactor

Satisfactory

Female

Level of Satisfaction of The Entire Environment of Robi

The purpose of doing this correlation between the levels of employee is satisfaction and gender is to project that which gender is more satisfied in the organization. As shown in Table 4 (E) 12 out of 19 male respondents are satisfied, where as 9 out of 11 female employees are satisfied with the entire environment of Robi Axiata Limited. 1 male employee is dissatisfied, where none of the female employees are completely dissatisfied. Therefore, the female employees are more satisfied than male employees at Robi. In the Figure 3 the bar of male employees are higher as there were not male respondents in the survey.

Table 4 (F) Level of Satisfaction of the Entire Environment of Robi * Age

(Cross tabulation)

Count

Dissatisfactory

Somewhat Dissatisfac

Neutral

Somewhat satisfactor

Satisfactory

> 40

Level of Satisfaction of The Entire Environment of Robi

As shown in the Table 4 (F) the employees between the ages of 20-30 years of age are mostly satisfied. This may be because the facilities they provide finely coincide with the employee’s life style and needs.

 Correlation between the Level of Employee Satisfaction and Designation

Table 4(G): Level of Satisfaction of the Entire Environment of Robi * Designation

(Cross tabulation)

Count

As shown in the Table 4(G), most Engineers (3 out of 5 respondents) and Managers (4 out of 6 respondents) are satisfied. On the other hand 14 out of 19 Specialists are satisfied. Therefore, it can be stated that Engineers and Managers are mostly satisfied in the Technology Division of Robi. However, in the Figure 5 the bar of Specialist is highest because most of the respondents

were specialist.

 Correlation between the Level of Employee Satisfaction and Years of Experience

Table 4(H): Years of Experience at the Organization * Level of Satisfaction of the Entire

Environment of Robi

(Cross tabulation)

Count

Years of Experience at the Organization

In the Table 4(H) and the Figure 6 it is shown that employees with the work experience of 1 year, 5 years, 8 years, less than 1 year, more than 1 year, more than 5 years and more than 6 years are completely satisfied with the environment of the company. However, Employees with the  work  experience  of  2-7  years  and  more  than  3  years  to  less  than  5  years  have  slight dissatisfaction with the environment. The reason behind this is that new employees are eager to perform better and old employees are more committed to the organization. It is  normally  in between the period of continuous service when the employee’s satisfaction level deteriorates. This is the period when they try to switch jobs and search for other options. Moreover as you can see in the diagram it is during 5 years time the satisfaction starts rising, this can also be due to rewards and recognition. I have  mentioned  earlier that Robi gives gold medals for continuous service of 5 years. Therefore employees are overwhelmed due to the reward and their satisfaction level rises.

 Correlation between the Level of Employee Satisfaction and Factor Mostly Linked To

Employee Satisfaction

Table 4(I): Level of Satisfaction of the Entire Environment of Robi * Factor That Link

Mostly to Employee Satisfaction

(Cross tabulation)

Count

In the Table 4 (I) and Figure 7 it is shown that most satisfied employees finds salary and benefits as the most important factor that effect the level of employee satisfaction. The second most important factor is  motivation. However, leaves and assessment are not that effective factor. Therefore, it is clear that Robi should work more on Salary and Benefits in order to keep their employees satisfied.

HYPOTHESIS

Table 4(J): One-Sample Statistic

Table 4 (K): One-Sample Test

After analyzing the data a hypothesis was developed based on the dependent variable, which is employee satisfaction.

Null Hypothesis:  Ho= Employees at Robi Axiata Limited are satisfied

Alternative Hypothesis: H1 = Employees at Robi Axiata Limited are not satisfied

The dependent variable was tested with the help of SPSS and Table 4 (J) and Table4 (K) were derived.

 SOME IMPORTANT INTERPRETATIONS

Female employees are most satisfied than male employees. This may be because males are mostly the earning member of the family, so their expectation is higher than that of female.

New employees and old employees are more satisfied as they are more commited to their work.

Salary and benefits and motivational factors play avital role in satisfying employees.

Employees at Robi are eagered to have some training ragarding safety and security.

Most male employees feels that paternity leave has to be extended.

According to some employees Casual leave should be introduced at Robi.

Most employees are very neutral about the Disciplinary act and Punishments of the organization.

Changes in the employee assessment system have a positive impact on Robi.

Employees satisfactory level at Robi Axiata Limited seems to be considerable. However, the company needs to work a lot to retain their old employees or sustain the existing good performers. Looking at the interpretations some reccommendation and conclusions are possible to be provided. These are going to be discussed in the next chapter.