Job Satisfaction of BRAC Employee
Job satisfaction is a term, which refers to an individual’s general attitude toward his or her job. A person with a high level of job satisfaction holds positive attitudes towards the job, while a person who is dissatisfied with his or her job holds negative attitudes about the job. When people speak of employee attitudes, more often than not they mean job satisfaction. So, in value of job satisfaction Organization is a very vital place for an employee, where he or she can shows their performance. Besides, the performances of every employee also depend on the performance of their respective organization. In our report, we are going to highlight the job satisfaction of BRAC employees, as one of the leading NGO in Bangladesh. For preparing this report, we have used sample questionnaire and visited the BRAC head office. Our target group was the executives of BRAC. So, after finishing the survey form BRAC, we have found some information about the job satisfactions of BRAC employees. For measuring their job satisfaction, we have given value to some psychological factors. Such as- unity, loyalty, nature of the work, supervision, present pay, promotion opportunities and relations with co-owners. These factors are correlated on a standardized scale .We have found that, the employees of this organization (BRAC) have confidence to one another. Besides, they always greeting the satisfactory order of the organizations .It show the loyalty of the employees towards their organization. Although, the comments of all employees can not same within an organization but most comments become same, if most of the employees are pleased about their job along with their organization. Nature of the work is also a vital part for an employee. Environment of an office always influence the working mentality on an officer. In BARC the nature of work is always positive. That’s why BRAC’s environment is always in the favor of their employees. Also, BRAC has providing their planning, motivating functions appropriately. We have analyzed all the points, after this result .And we have established that most of the employees are satisfied to their respective organization. Because, all the time BRAC is providing some sorts of facilities for its employees. Like, transportation facilities, sufficient salary, and freedom of saying are shown in this organization. That’s why the employees of BRAC are seems to be appreciated to their individual job. Also, they are always running in this organization as their personal residence. They always try to communicate with their senior officers and respect also. The employees of BRAC are very much cautious about the public association. And they show their full respect to the public and try to help them. The main thing is about their job satisfaction .From the findings, now we can utter that, the employees of BRAC are satisfied in terms of their job. As long we have discussed about our findings and analysis of the employee’s job satisfaction of BRAC.And it is clear that most of the employees of BRAC are satisfied with their job. Also after that, BRAC can bring some changes for its own .If BRAC bring some changes, and then it will be better not only for the people of Bangladesh but also for its employees. Suppose, if they will continue the same principles as they are following now, taking care of the rural employees time to time like, increasing more job facilities for the rural employees, empowering system for all the all employees, and providing cell phones for the rural invigilators. So far we have tried to highlight the satisfaction level of BRAC employees and how much are they satisfied or dissatisfied according to their job. And it is clear that the employees BRAC are more satisfied rather then they are dissatisfied. We hope the bright hope of this organization in the coming future and hope also to be a better service provider organization not only for the people but also for those employees who’s are actually a healthy wisher for their individual organization.
We know that, BRAC is one of the leading NGO’s in Bangladesh. Since 1972 it has been providing different services very effectively. Besides, the infrastructure of this organization has developed within a very short time. All these are becoming possible because of their so-called skilled and qualified employee .Now-a-days, besides different activities, every organization is very much concerned about the satisfaction of their employees. Because, employee performance fully depends on, how much they’re satisfied towards their respective organization. Satisfaction is also negatively related to turn over, but the correlation is stronger than absenteeism. It seems to assume that job satisfaction should be major determinant of an employee citizenship behavior (OCB). Satisfied employees would seem more likely to talk positively about the organization, helping others, and go beyond the normal expectations in their job. Moreover, satisfied employees might be more prone to go beyond the call of duty because they want to reciprocate their positive experiences. So, we want to know the satisfaction level of BRAC’s executives.
BRAC – Bangladesh Rural Advancement Committee – is the world’s largest non-government, non-profit organization. . Starting off in the 70’s as a tiny NGO, with critics predicting its failure everyday, BRAC is now the largest NGO in the world, and is also a model NGO for all other NGOs around the world.
BRAC works with people whose lives are dominated by extreme poverty, illiteracy, disease and handicaps. With all-around development interventions, BRAC strives to bring about change in the quality of life of poor people in Bangladesh.
Currently BRAC is working with over 3 million households! Their programs length over three main areas: rural development program (RDP), education, and health. The RDP concentrates on the socio-economic development of underprivileged rural women through access to credit, capacity development, savings mobilization, and institution building and understanding creation. To support the micro credit project, BRAC embarked on different income generating programs such as sericulture, silk production, agriculture, poultry, livestock, fisheries, tissue culture for producing quality vegetables and crops, high yielding seed production, handicrafts manufacture and non-traditional enterprise related activities.
Since it’s beginning as a relief agency in 1972, BRAC has fought poverty through several methods. Clarifying of its growth and development, BRAC is now comprised of a bank, a technological institute and a university.
In this report we are going to focus mainly on the employee job satisfaction of BRAC. BRAC, a national private development organization, set up in 1972 by Mr. Fazle Hasan Abed. The task over BRAC redirected its focus to the issue of poverty alleviation and empowerment of the poor, especially women in Bangladeshis rural areas. The acronym for Bangladesh Rural Advancement committee, has become it’s identify and its stands for working for the poor and the marginalized. In this report we mainly want to focus the employee’s job satisfaction of BRAC. It was found that, happy workers are not necessarily productive workers but that productivity is likely to lead to satisfaction. Interestingly, if we move from the individual level to that of the organization, there is renewed support for the original satisfaction – performance relationship. When Satisfaction and Productivity data are gathered for the organizations with more satisfied employees tend to be more effective then organizations with less satisfied employees. The productivity of BRAC is likely lead to the satisfaction of the employee. If the organization wants to increase the productivity then they must concern about the job satisfaction of the employee. We also find a negative relationship between satisfaction and absenteeism. If the employee is dissatisfied about the management then they passively allowing conditions to worsen, including chronic absenteeism or lateness, reduce effort, and increase error rate. so to maintain the company discipline and the unity of the employee within the organization, job satisfaction is must be there. Satisfaction is also negatively related to turn over, but the correlation is stronger than absenteeism. It seems to assume that job satisfaction should be major determinant of an employee citizenship behavior (OCB). Satisfied employees would seem more likely to talk positively about the organization, helping others, and go beyond the normal expectations in their job. Moreover, satisfied employees might be more prone to go beyond the call of duty because they want to reciprocate their positive experiences. So, in this report, the real situation about the satisfaction of the employee related to their job, although it is one of the most popular NGO’s in Bangladesh.
The objectives were as follows:
1.2.1 Broad objective:
The broad objective of this study was to emphasize on the employees job satisfaction of BRAC.
1.2.2 Specific objectives:
# To focus on the factors that enhance or decrease the job satisfaction.
# To focus on turnover rate and absenteeism.
# To focus on the productivity and working environment.
# To focus on the empowerment system.
1.3.1 Source of information:
126.96.36.199 Primary: We have got the primary information through interview, observation and discussion etc.
188.8.131.52 Secondary: We have got the secondary information through the Annul report of BRAC 2003 and other journals.
1.3.2 Study Approach: Study approach was survey category and deep observation which is based on summation score. A summation of job facets – is more sophisticated.
1.3.3 Study Instruments:
184.108.40.206 Questionnaire: The questionnaire was close ended.
220.127.116.11 Interview: The interview was face-to-face and over telephone also.
18.104.22.168 Mechanical instruments: We used paper, pencil, voice recorders, pen, cell- phone, scanner, computer, printer etc.
Our report has some limitations. Such as, this report is based on only the job satisfaction of executives. It cannot give the actual measure of satisfaction of all the employees of BRAC. So, if anyone needs the original information about job satisfaction of all the employees of BRAC then our report might not be able to satisfy him or her. Besides, we have done this report only in the Dhaka region because it is not possible to carry out a survey on whole Bangladesh at a time.
Again, this is the report only for student. So, it contains all the information much theoretical than analytical.
Also, this report is undertaken only in some specific places. So, it might fail to provide 100 percent accurate information about the job satisfaction of entire employees attached to BRAC.
Another thing is, this report covers only those types of program, which is running within the country. But, if someone wants to know about BRAC Afghanistan, then this report might fail to fulfill his or her requirement.
As we know that, BRAC is one of the biggest NGO in Bangladesh and it has different operations in different areas in Bangladesh. So, we can easily say that, BRAC has thousands of employees to operate its various programs very successfully in different sector of Bangladesh.
All of our group members have done the survey of the executives of BRAC in Dhaka. Using different types of psychological questions. We have tried to find out the feelings of its (BRAC) employees (Executive) to their respective organization.
In the survey we have given more emphasize of the question answers. .Because, these answers are the main key points to find out whether the employees of BRAC are satisfied or dissatisfied to their organization.
Leadership of an organization is really very important in terms of success. The employees of BRAC are confident to their organizations leadership. From the survey we have found that, most of the employees are “strongly agreed” in terms of their organizations (BRAC) leadership.
Besides, they also are strongly agreed about the management style of their organization. Though, some of the employees have shown their normal approach in this regards.
When a company’s management becomes well known to all then we can say something better about the activities of that company. Every company has some obstacle in their way of achieving results. As a big organization BRAC also has some causes the obstacle which may causes the failure of it. So in this respect, the employees of BRAC are strongly agreed that their company eliminates practices that stand in the way of achieving results.
Thousands of employees are working in BRAC. And BRAC is running every day successfully. The employees of these organizations believe that they have faith to one another. That’s why they have recommended positively in conditions of their trust to one another.
Different types of people involves in an organizations. There may be difference in terms of race, age, gender. Some company has taken these biological factors seriously. That’s why some does not give the equal and fair opportunity to their all employees. But, when the employees of BRAC have been asked about attitude towards them their organization, then they have put their positive thinking in this respect.
Every organization may provide many facilities for their employees. But, one question normally arises about the loyalty to their respective organization. Here, loyalty of an employee means, his implied commitment towards his respective organization. Also, commitment means employee’s future activities in an odd situation.BRAC’s employees have put their positive comments in terms of loyalty to their organization.
Communication is another important factor, which shows an organizations attitude towards its employees. It the communication between the organization and employees are good, if all the employees have been informed by their organization, then it indicates a better communication process. All the employees of BRAC have agreed that their organization is communicative.
Satisfaction is a psychological matter for every body. It depends how a person perceives about anything.BRAC’s employees have shown their full satisfaction to their organization.
Empowering in dictates the conducting power of an employee, given by his organization. BRAC is very much careful for giving the empowering to their employees.
From the survey questionnaire it is traced that the employees of BRAC have empowering factors.
From the above findings, we are sure that the employees of BRAC are very much earring about their organization and job also.
Job satisfaction as an individual’s general attitude towards his and her job. This definition is clearly a very broad one. Job requires interaction with co-workers and bosses, following organizational rules and policies. Meeting performance standards, living with working conditions that are often less then ideal and they like. This means that an employees assessment of how satisfied or dissatisfied he or she is with his or her job is a complex summation of a number of discrete job elements. For every organization to measure the job satisfaction of their employees is very important. Because, the employees performance fully depend on their job satisfaction. When satisfaction and productivity data are gathered for the organization as a whole rather then at the individual level, we find that organizations with less satisfied employees tend to be more effective than organizations with less satisfied employees. It may be that, the reason we have not got strong support for the satisfaction- cause- productivity thesis is that studies have focused on individuals rather than the organization and that individual level measures of productivity don’t take into consideration all the interactions and complexities in the work process. So, while we might not be able to say that a happy worker is more productive, it might be true that happily organizations are more productive.
As we know that, BRAC is one of the biggest NGOs in Bangladesh and it has different operation indifferent areas in Bangladesh. So, we can easily say that BRAC has thousands of employees to operate its various programs in different sector of Bangladesh very successfully.
Leadership of an organization is really very important in terms of success. If the employee of the organization is not satisfied with the leadership of that organization, then the job satisfaction is not there. So, leadership role of an organization can easily control and motivate the employees very successfully. But the organization must have the leadership quality to understand the needs and warts of the employees. The employees of BRAC are confident to their organizations leadership.
From the survey, we have found that must of the employees are strongly agreed in terms of their organizations (BRAC) leadership. They gave more emphasize of what their employees wants from their organization and try to fulfill these needs and wants very successfully. That’s why; employees have trust and confidence in the leadership of BRAC. They also believe that the company leadership has made change that is positive for the company and also for the employees.
Besides, they also are strongly agreed about the management style of their organization. Through some of the employee have shown their normal approach in this regards. When a company’s management becomes well known to all, then we can say something better about the activities of that company. Every company has some obstacle in the way of achieving results. As a big organization, BRAC also has some obstacle which may cause the failure of it. So in this respect the employee of BRAC are strongly agreed that their company eliminates practices that stand in the way of achieving results. BRAC is very well managed because it defines the goal very carefully, then fixed some strategy to active those goals, and after that they control all the employees who are involved to achieves the goals and also maintain the productivity and avoid the absenteeism and turnover rate, they motivate their employees very successfully. They put the employee in the center. In addition to that, the employees of BRAC also satisfied with the policy and activities of the management BRAC has the specific working structure for their specific program and department .And all the employee of specific sectors have shown their respect to this working policies and maintain this very carefully. We can say that all the employees come to the office in time and maintain the working time schedule properly.
We know that thousands of employees are working in BRAC, and BRAC is running everybody successfully. The most valuable asset of BRAC is the unity of its employee. Employees of this organizations believes that they have faith to one another. That’s why they have recommended positively in terms of their trust to one another. They share everything with all types of employees and helps each other in every problem They work within the organization like a team. to solve the problems, they sometimes do their activities, like cross functional team, Sometimes they work as virtual teams and sometimes works as problem solving teams.
BRAC has diversity of their employees. And for an organization, to increase the productivity and performance, work diversity is necessary. In BRAC, Different types of people involves in different sectors, there may be different in terms of race, age, gender, nationality, age, or other individual differences. Some company have taken these biological factors in seriously or they divided the employee in different types. That’s why some does not give the equal and fair opportunities to their all employees. But when the employees of BRAC has been asked about attitude towards them from their organization, then they have put their positive thinking in this respect. There is no distinction to the employee according to their biological or other factors in BRAC. All the employees believes in one entity. That is they are the employee of BRAC.
Every organization may provide many facilities for their employees. But one question normally arise about the loyalty to their respective organization there loyalty of an employee means his implied commitment towards his respective organization. Also, Commitment means an employees future activities in an add situation BRACs employees have put their positive comments in terms of loyalty to their organization. They are very grateful to their organization. because they feel proved to work for the company because they feel that working for the company will had to the kind of future that they was. The employees of BRAC feels that they are the undivided part of the organization. They never feel that they are employee of BRAC they feel that it is their own organization and tries to keep their organization always top in there competitive market. Overall, they committed to seeing their organization succeed. In BRAC a large portion of employees working in that organization from the very beginning . So, they are very loyal to their organization and they determine that, whatever situation come, they never shifted to activities of the organization, they passively but optimistically waiting for conditions of improve, including Speaking up for the organization in the face of external criticism and trusting the organization and its management to “do the night things”
The mast strong sector of BRAC is their communication with their employee which shows an organizations attitudes towards its employees . This communication is happens not only the upper level employee and the lower level employees but also the different types of department. Suppose, It the Micro-finance department of BRAC does some activities, They must informed it to the communication department and use verse. So, in that process of communication, all the employee are know. what are happening in the organization. It the communication between the organization and employees are good, it all the employees are good, it all the employees have been informed by their organization then it indicated a better communication process. All the employees of BRAC have agreed that their organization is communicative satisfaction is a psychological matter for every body. it depends how a person perceives about anything. BRAC’s employees have shown their full satisfaction to their organization. So, for the BRAC it is clear that employees communicate comfortable with one another in this organization regard.
BRAC empowering its employees and they employees are clear about that they need to do and how their job performance will be evaluated. Empowering indicates the conducting power of or employee given by his organization. BRAC is very much carefully for giving the empowering to their employees. The employees believe that their supervisor ensues that they are adequately informed about matters attaching them, because of empowering, employees are very much concern about their duties and they are willing to take the decision marking power about their work related conditions. But, far any types of decisions, they are responsible. Empowering people is one of the main motivating factors in the organization. Through empowering the employees of BRAC learned about the responsibilities and also how to take decision in some very difficult situation.
BRAC-The giant non-government, on profit organization in Bangladesh is carrying out a tremendous job within and outside the country. For quality performance has employed lots of enthusiast and devoted workers in each every spheres of its activity level. The best and uninterrupted quality service is delivered by this organization only when the workers the power source of the organization is devoted to their responsibilities preoccupied by their organization .And the devotion to their job will come only when they are satisfied with their respective job. But satisfaction is a intricate fact. And sometime contradictory also. An employee can be satisfied from a particular perspective at the same time can be dissatisfied simultaneously. The facts that can make employees satisfied or dissatisfied are nature of the work, supervision, present pay , promotion opportunities, relation with co-workers, working environment, benefits compensation, etc. BRAC is providing minimum convenience from the averse mentioned factors. BRAC is providing a very high and co-operative organizational atmosphere within the working place. All the employees so far we get are equally satisfied with their present level of benefits they are delivered. And they think they are receiving the amount of benefit they disserve. And optimistic about the future and as all of them are coercive they show the professionalism in this particular perspective. All the workers are very co-operative to their peers and others as well. A warmth & friendly atmosphere prevails in side the organization, it happens when the employees are satisfied with their organization. They are getting the best salaries they deserve for their respective job and receive compensation if there is any loss or inconvenience of any employee. And the most valuable aspect is there sense of belongingness within the organization is dominantly high. They feel proud when they feel they are the number of the giont BGO-BRAC. the proudly promulgate that I’m attached with BRAC. They are given legitimate power to control. their subordinate and work performance. That’s why they feel themselves really valuable for their organization which actually make the difference. And as they are satisfied with all of these things there devotion to work get doubled each and every moment. They get enough motivation from their organization and deliver higher customer values to their clients. If they were not satisfied they could have behave rudely with their clients but they don’t do so. Because they are self-motivated. The magnitude of their satisfaction is much more then we can ever expect. Their get up manner, sense of delivering values with services boldly expense that they are satisfied and for this they are self motivated. And the collective effort of all the employees of BRAC is the key factor of becoming as the NGO giant within the country as well as in south Asia.
At the present level, BRAC almost satisfy their employee though their well management and empowering strategy. The employee of BRAC are very much loyalty their company. But BRAC should motivate them and rewarding them property for the sake of their future. Because, in this competitive market, competitions trying to get BRAC’S skilled and qualified employee. So, they should follow this strategy:
1] The employee who are exist in BRAC for the last 10 years, BRAC may bare educational expenses of these employee
2] BRAC may make the quarter and give the accommodation facilities to their employee. They can give these on the basis of existing time of the employee in BRAC.
3] They can motivate their employee, though giving the transportation facilities, telecommunication facilities and promotion on the basis of their performance.
4] For, their female workers, BRAC can make a flexible work time schedule. It may be fixed that in a week one female can work total 35hours. So, she can easily fix her work time flexible.
5] For the recreation of the employee, BRAC can arrange annual tour outside the country. In these cost BRAC 60% of the total expenses and the rest bared by the employee who willing to go.
6] BRAC can also take the summer vacation strategy for their employee. They give their employee 20 days break in summer, to enjoy the various types of fruit with their family.
7] BRAC can give the permission to the employee to come to the office casually. Because, in this causal dress, they feel that they are not in the office, they are in their house. So, the work environment is familiar with them.
8] To increase the creativity and innovativeness of t heir employee, BRAC may take the strategy that, the employee who shows his creativity and innovation in their respective work he or she get 5% share of the organization.
9] Employee should get the change to give the OBI and ESI at least 2 times in a year. So, through these, the organization can understand the present level of employee satisfaction and the acceptance of the organization’s strategy to their employee.
1. BRAC Annual Report, (2003), Dhaka: Public Affairs & Communication Department, BRAC.
2. http:// www.brac.net /
3. Daily Star Weekend Magazine – July 2003.
4. Stephen .P. R (2000). “Organizational Behavior” New Delhi: Prentice’ Hall of India.
5. Stephen. R. & Mary .C (2002). “Management” Asia: Pearson Education.
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