Data Analysis and Interpretation
Employee attitude survey forms were being circulated in two of the companies Pantaloons Food India Pvt. Ltd, and Raj Travels. From each of the company’s ten employees responded to the survey and gave their opinion. The questions asked were based on their job and job related functions. A sample of which has been given in the annexure.
A comparison based on the survey of the employees of both the companies will be made in the following part.
1. Comparison based on Training
Here we can see that 70% employees of both the companies agree that they have received training.
2. Comparison based on Recognition received by management for Good work
Here we see that nearly 70% employees of Raj travels are recognized for excellent work and 50% in case of pantaloons. However we also see that 30% are undecided about the matter in Pantaloons.
3. Comparison based on whether Employees work well together to solve problems.
Here we see that 80% employees of Raj work well together whereas in Pantaloons 50% are undecided and 40% agree. This maybe because Raj is a tourism company and hence they have to constantly work in a team and Pantaloons being a food retail doesn’t require frequent teamwork.
4. Comparison based on whether the Employees would recommend others to work for their company.
Here we see that in both the companies the majority of employees are happy with their respective companies and would recommend others to work for their company, 60% in case of Pantaloons and 70% in case of Raj Travels.
5. Comparison based on how many employees have suggested changes in their companies work culture.
By the above chart we come to know that almost equal numbers of employees are happy and suggested changes in Pantaloons and Raj Travels and more 20% and 30% are undecided respectively.
What the Employees said in the Interview
Question- What is your feeling about job satisfaction and about the current scenario of the corporate with reference to job satisfaction?
Name: Nikunj Bhavsar
Designation: Sales Executive
Company: Raj Travels World
What he had to say-
When asked to Mr. Nikunj, about his feeling at work and how does he enjoy his experience with his job, he said”,” people pay for travelling but I am paid for travelling, what do you expect more in life”, further when asked about his colleagues he had to say this, “I still feel as if I am in college where I meet friends and enjoy my day.”. Moreover he added that he is enjoying his work and likes to work for the company. He rates his organisation as excellent in terms of job satisfaction. He also added that he would not switch his job as he is emphasis is more on job satisfaction rather than finance.
Mr. Nikunj feels that he his lucky to be paid for travelling by coming across such words it is not a difficult job to judge that his job satisfaction level is at his peak. He also added that he still feels as if he is still is in college when asked about colleagues, well with a answer like that we have to believe that the work environment in which he works is very friendly and thus keeps him free from any stress. Moreover he added that he is enjoying his work and likes to work for the company, this shows that he is very loyal towards his company and would recommend others to join as well. Nevertheless what was very pleasing to see was that he was very defensive when asked anything against the company. This shows that organisation do well because they have such people with positive attitude towards life and work.
Name- Mr. Nitin Shah
Designation- Logistics Department
Company- Pantaloons Food India Pvt. Ltd.
What he had to say-
Mr. Shah said that it is very difficult to survive in the current market situations. Companies are going for cost cutting and it this context jobs cuts have increased and future will be all the more difficult for youngsters to get a job they want. Competition is increasing day by day as the young population is getting highly educated and there is no equilibrium between demand and supply. Companies are more interested in the outcome rather than how it has come, they forget that outcomes are available only because of humans and they don’t care about them. Employees have to fulfill the demands of everyone back home, at work and so have to any kind of job they get irrespective of whether they are satisfied or not.
Mr. Shah of Pantaloons India has a different story to tell, he fears his job in the increasing downfall of the economy and the recent job cuts, as companies world over are opting for cost cutting and hence lacks job security, this is mainly the situation what prevails in the corporate world today. We always see that there is more number of job hoppers than the number of job climbers. Companies in the context of providing best possible quality, lowest possible cost and fastest possible delivery to customer have unknowingly neglected that part of the assets that feels and talks, Humans. Thus we witness many number of employees today do not enjoy what they do; they work just to fulfill the demands back home.
Name- Mr. Ramesh R Rane
Company- McCoy Machine tools Pvt. Ltd.
What he had to say-
Mr. Ramesh R Rane said that satisfaction is secondary in this time where there is intense completion world over. Employees are bothered about themselves as they cannot afford that much of time for themselves. They are constantly tangled in the web of targets and sales. These days even their families are also more demanding than earlier. Even the places to spend have also increased and people get influenced by others and spend exceedingly and cross their financial limit which they have to cover so they slog more and get more unsatisfied. Young people today spend more than earlier and have to slog to afford such lifestyle and so they do any job which pays them well.
Mr. Rane of McCoy machine tools Pvt. Ltd. had the same words to repeat like Mr. Shah, he too feels that employees in this era of competence cannot survive with satisfaction, forget personal self, these days with such increasing demands from children, partner’s/wives as they influenced by others, and it’s a tuff job to survive along with job satisfaction. With the advent of the various sources to spend increasing day by day, it’s very difficult to resist the influences of such factors and this causes mental dissatisfaction and this is carried forward to work and even further. The young generations these days are on a spending spree and from a young age are under pressure to earn and are ready to do any job and satisfaction is secondary for them.
An opinion poll was conducted for future employees in the age group of 19-24 years and asked questions of their interest relating to attitude.
Q.1] What is important to you Money or Job Satisfaction?
Q.2] Would you like to work in a team?
Q.3] Do you feel secured as far as getting a job is concerned in the current economy crisis?
Q.4] Would you switch your job if offered a higher pay even if the current environment is the best suited to you?
Q.5] Would you opt for a career in finance seeing the global financial crisis?
Q.6] If your organisation is in crisis, would you stay and solve or leave?
Suggestions for Improvement of Attitude
Forty-four percent of employees say they have worked with co-workers who have abused workplace rules and/or regulations, according to a recent study by the Employment Law Alliance. What options are available for business owners or human resource professionals when dealing with a difficult employee?
Management is wise to quickly address a difficult employee with a bad attitude, experts say, since such negativism is contagious and can have an impact on the entire office staff and develop into a company-wide morale issue.
The attributes and behaviors that classify a difficult employee are numerous. Among them:
* Late arrivals and early departures on a regular basis (that are not part of an accommodation)
* Unexcused excessive absenteeism
* Disrespectful, abusive, vulgar or rude language towards co-workers, managers and/or customers
* Poor attitude toward the company and/or co-workers
* Constant complaints, gossip or other disruptive behaviors that bring down employee morale
* Poor or unprofessional job performance and/or quality of work
Employers of an employee who displays a poor work ethic should discuss the actions or behaviors with the employee as soon as they notice the problem. Unscheduled absenteeism costs companies an estimated $850″,000 per year, according to the 2006 CCH Unscheduled Absence Survey. Instances of poor performance–whether manifested in the form of absences, insubordination, tardiness or problematic behavior with other employees–may intensify or multiply if not addressed at the onset of the problem. But if management follows proper procedures, future incidents can be prevented.
Upon compiling the necessary documentation, supervisors should initiate an in-person, non-confrontational meeting with the employee to discuss the issues at hand. The conversation should be focused strictly on the documented performance problems. It is wise to have an office manager or HR executive attend the meeting.
During the meeting, management should solicit feedback from the employee to determine his or her recommendations for resolving the problem. Based on the discussion, an action plan should be developed that includes tangible expectations, specific measurable goals, a strategy and an estimated deadline for meeting those goals. Also, a timetable should be established for a follow-up meeting with the employee to review if he/she met the established goals.
Additional proactive measures can be taken to mitigate potential employee behavioral problems, including a clearly written and up-to-date employee handbook that should be reviewed with all employees upon hire. Company policies must clearly communicate to employees that actions constituting or promoting a hostile work environment will not be tolerated. When both managers and employees understand their rights and responsibilities, the potential for discord is greatly reduced. Furthermore, if a company mandates compliance, it can help promote consistent treatment of all employees. Management must consistently follow through with appropriate discipline when such actions occur.
Business owners also should conduct annual employee-performance evaluations. While 95 percent of companies regularly conduct performance reviews, only 11 percent indicate that they are very satisfied with the current process, according to a study by the Aberdeen Group.
During the evaluation, goals and objectives should be discussed to ensure that all employees are aware of the requirements of their job description. The descriptions should contain a clearly defined matrix for performance for each position at the company, which should cover employee responsibilities and include expectations and best practices that are specific and measurable for each position.
To create a fair and appropriate corporate culture, business owners also should consider implementing regular internal management-training classes. The programs should include components on appropriate management behavior and expectations, methods for handling difficult employee situations and company policies and procedures.
The lessons learned from these classes can provide managers with guidance on preventing harassment in the workplace, establishing and enforcing proper procedures for terminating and disciplining employees, promoting diversity and complying with employment laws. Regular training also can help reduce the risk of liability in the workplace and resulting lawsuits, while increasing productivity and overall employee satisfaction.
An additional option for business owners is to work with a Professional Employee Organization, or PEO, which provides small and medium-size businesses with full-service human resource management and payroll activities. A major benefit of a PEO relationship is client access to experts. With specialists in a wide range of HR issues, from hiring, firing and compliance with employment laws, PEOs are available to assist employers with employment-related situations.
In the end, dealing with a difficult employee requires a large dose of patience. Managers need to communicate consistently with a difficult employee about specific areas for improvement, offer ongoing feedback as to whether change has occurred, and document these conversations in writing for the employee’s permanent file. A manager who discharges a poor performer without offering constructive feedback and documentation runs the risk that the employee may react with hostility or through legal action. But dealt with correctly, a difficult employee can be turned into a productive staff member–or at the very least, her/his negative impact can be minimized.