“Influence of personality traits on job satisfaction of the permanent faculty members of management science department Bahria University Karachi

campus”

A thesis Presented to the faculty of Management Sciences Bahria Institute of Management & Computer Sciences, Karachi.

In Partial Fulfillment of the Requirements for the Degree of Master of Business Administration.

By:

Zoya Khan MBA-4 November ,2011

Bahria Institute of Management & Computer Sciences, Karachi
Final Project (Thesis) APPENDIX-B

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BAHRIA UNIVERSITY

APPENDIX-C

INSTITUTE OF MANAGEMENT AND COMPUTER SCIENCES, KARACHI

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QUALITY OF THE SCHOLARY DIALOGUE a. etc. Intellectual honesty 5 ______ 10 ______ 10 ______ 15 ______ 40 Points B. Mechanics 60 Points 30 20 10 ______ ______ ______ FINAL RATING ______ . Facility of expression. refuting. Mastery of the research skills Involved in the thesis. Of ideas indicating an ability to describe and Explain the investigation d. articulation. arguments. Substance b. Candidate’s openness. Style c. Subject matter and related literature b. Skill in carrying out an Academic dialogue rationally Justifying his actions. etc c. Persuasiveness. flexibility.ORAL EXAMINATION ON PROJECT/THESIS Rating Sheet Name: __________________________ Date: ___________ APPENDIX-D CRITERIA A. QUALITY OF THE SCHOLARLY REPORT a.

________________________________ Chairman __________________ Member __________________ Member _____________________________ Head of the Department Management Sciences Grade Scale: 87-100 80-86 72-79 66-71 60-65 A B+ B C+ C .

without their support this would not have been possible”. teachers and friends. .DEDICATION “This report is dedicated to my family.

I would like to thank my advisor Sir Kaleem Gayaas and examiner Madam Shumaila for their guidance and support throughout the research and that resulted in this research report. To my family. friends and everyone who supported me throughout this research. for giving me the strength and opportunity to work on this research and complete it. .ACKNOWLEDGMENTS I am grateful to almighty Allah.

financial rewards for employee are some of the factors of employee satisfaction. Analyzing survey information is very important for achieving the desired results. It has been observed by the researchers that employees low at emotional stability and conscientiousness are more likely to quit their jobs on reasons other than job satisfaction and inability to do their job well. Unrealistic job assignments. Nature of work is also an important part of job satisfaction. the five factor model explains five broad personality traits-. Globalization is a factor because of which employee encounter cross cultural differences. conscientiousness. opportunity to grow. Happy and motivated employees are factors to success for any organization. getting respect from co-workers. power distribution and gender are the factors due to which cross cultural differences occur. Working Conditions. Job . It has been found by the researchers that job performance and job satisfaction are strongly connected and employees on professional jobs are more satisfied than employees on the unprofessional jobs. growth. productivity decreases. working environment. There are many factors which affect the job satisfaction which include salary. Fear of losing a job can motivate employees temporarily but when this kind of motivation goes does hence. employee attitude and personality trades.ABSTRACT Employee satisfaction is very important for an organization. which can’t be achieved plays an important role in making employees dissatisfied. extraversion and openness to experience. The two of the most valid employee attitude surveys are JDI Job Descriptive Index and MSQ Minnesota Satisfaction Questionnaire. relationship with manager/ supervisor. neuroticism. There are many ways of knowing the employee job satisfaction one of them is employee job satisfaction survey. that describes most of the differences in the personalities among individuals. employee at times finds it difficult to cope up with their new jobs when they are frequently moved from on department or job to another. absenteeism and turnover increases. Monotonous jobs can lower the self esteem of an employee and lead towards negative job satisfaction. Employee having greater emotional stability and conscientiousness perform high on groups and their individual jobs as well. Fear is a motivator itself but a temporary one. benefits. Furthermore. Hence. agreeableness. Moreover. degree of stress and work load. Ability to work under pressure.

For example. taking classes and completing the course on time. a faculty member’s behavior toward the work or teaching can be measured by the level of motivation. performance and job satisfaction. Like the employees of any other organization.satisfaction and success brings positive emotional behavior and the worker became more innovative. flexible and loyal. Every organization must create a system under which the employees get satisfied and become more productive. . A teacher’s motivation can measured through many factors. being innovative in the class through bringing up new ideas and motivating students to participate.

1Stetement of problem  1.1 Respondents of the Study  2.2Conclusion  5.2 Significance of the study  1.3Recommendation   References Appendices 2 3-4 5 5 5 6 7 8 8 8 8 8 9 10-14 15-17 17 18-37 38 39 40 41 42 43-46 1 .3 Sources of Data  2.Table of Contents Chapter 1: Background of the topic  Introduction  1.4 Treatment of the Data Chapter 3: Review of Literature and studies  Foreign literature  Local literature  Area for further study Chapter 4: Presentation Analysis Chapter 5: Summary of findings.3 Scope  1.1 Summary of findings  5.4 Limitations Chapter 2: Research Methodology & Procedures  2 Research Design and Methods  2.2 Research Instrument  2. conclusion and recommendations  5.

Chapter # 1 Background of the Topic 2 .

Institute of Professional Psychology. the present Bahria University.1 INTRODUCTION It all started in the late nineteen-eighties when the Pakistan Navy entered the field of education and established two Institutes. and well stocked libraries that have free internet accessibility. The Institutes were known as Bahria Institute of Management and Computer Science (BIM&CS). and called them Bahria Institutes (‘Bahria’ means ‘Marine’ in Urdu). Starting with just two departments in 1995. including those of its affiliated units. which has its headquarters and a campus at Islamabad. one at Karachi and the other at Islamabad. but to all the people of Pakistan. Campus buildings were custom built with state of the art facilities. Bahria is a multi-campus university. and National Centre for Maritime Policy Research. The Institute was finally upgraded to a university. leading to the commencement of BBA and B. has been growing steadily and now hovers around 9. 3 . Over the years the two Institutes grew in size and facilities. The two Institutes were designed to provide uninterrupted education up to Intermediate level for the children of naval personnel when they were transferred from one city to the other. It has four constituent units in the southern city of Karachi: the Karachi campus. while another campus and constituent units are located in Karachi. It was given a vide vision: to operate an educational system capable of providing state of the art facilities for imparting education not only to the children of naval personnel. high tech computer and electronic laboratories. In 1997 these programmes were further upgraded to BBA (Hons). as evening programmes. five more were added over the next ten years.Sc (CS) classes in 1995. BSC (Hons) and MBA and MSC. on 7 February 2000 through a Presidential Ordnance. Bahria University Medical and Dental College. The university’s total student population. Bahria University has its headquarters and a campus in Islamabad.500. suffixed with the location Karachi or Islamabad.

And with the expected opening of trade routes with the Central Asian states. Bahria University aims to meet the higher educational needs of not only the northern part of the province of Punjab but also of the Khyber Pakhtunkhwa province and the Gilgit Baltistan region. the university hopes to attract students from this region as well.Looking at the future. 4 .

1. 1.1 STATEMENT OF PROBLEM “Influence of personality traits on job satisfaction of the permanent faculty members of management sciences department of Bahria institute of management and computer sciences Karachi” The further issues and problems discussed in the research includes the following  What are the factors effecting job satisfaction of faculty members. Satisfied employees mean happy employee and happy employees are productive as well and they help organization grow at a greater pace.  Employee attitude and job satisfaction. Management would know about the factors of motivation and several different employee attitudes related to employees.2 SIFNIFICANCE OF THE STUDY The purpose of this study is to help the organization as well as employees to achieve success and growth. 5 . 1.3 SCOPE The scope of this study is limited to the permanent faculty members of management sciences department of Bahria institute of management and computer sciences Karachi.

4 LIMITATIONS The research is based on the data collected by the permanent faculty members of management sciences department of Bahria institute of management and computer sciences Karachi. 6 .1.

Chapter # 2 Research–Methodology & Procedures 7 .

2 Research Design and Methods The data gathered for the purpose of research is both primary and secondary. 2.2 Research Instrument The instruments used are questionnaires filled by 20 permanent faculty members of management sciences department of Bahria institute of management and computer sciences the other instrument used is internet.3 Sources of Data The sources of data are the internet and the respondents of the study. 8 . 2. 2.1 Respondents of the Study The respondents of my research are the 20 permanent faculty members of management sciences department of Bahria institute of management and computer sciences Karachi. the articles and other published data. 2.4 Treatment of the Data The information provided by the respondents is analyzed using questionnaires. The research instruments that are adopted are questionnaire and the internet.

CHAPTER # 3 Review of literature and studies 9 .

Emotional satisfaction is also considered one of the reasons for job satisfaction. supervision. There are several reasons for a particular employee attitude which affects job satisfaction. There have been debates about job satisfaction and many think that satisfied and happy employees are productive. Switching jobs and positions can be one of the reasons. We should first know what job satisfaction really is. we find that the nature of the work itself is the most important area to consider by the practitioners. thinking and feeling for one’s job and job experience. We should know what does employee satisfaction and attitude means. Studies have shown. Researchers have also found 10 . Work situation also influence job satisfaction. Employees see their job from many different angels. it is the positive attitude. There are many studies showing different reasons for dispositional pressure or influence. Cross-cultural differences have great impact on job satisfaction. An individual’s ability to take risk or to avoid it. hence.Literature Review Foreign Literature  Employee attitudes and job satisfaction by Lise M. Judge 2004 Employees are very important for an organization. Saari and Timothy A. But the most important one is job satisfaction. Childhood temperament can be a reason for unsatisfied employee. Many researchers believe that the job its self has the core reason for the job satisfaction. Cultural influence job satisfaction as well. Job satisfaction has an impact on outcomes and performance. When we consider all job satisfaction areas. job satisfaction decreases. Their attitude and job satisfaction is the critical factor for an organizational success. Evidence also suggests that extroversion is also a reason affecting job satisfaction. There is always been confusion about the employee attitude and job satisfaction among human resource professionals. Due to high pace of globalization workers have to face many problems in their job. the distribution of power among individuals and gender are the dimensions on which cross-cultural differences occur. promotion etc the nature of the work becomes the most important factor in the job satisfaction. when employees are asked to rate the different aspects of their job like pay. Job satisfaction could be positive or negative.

the most effective one is employee attitude survey. Research has also shown that this connection is even stronger in the professional jobs. The two of the most valid employee attitude surveys are JDI Job Descriptive Index and MSQ Minnesota Satisfaction Questionnaire. The MSQ is very flexible and adaptable and features short. Researchers also think that depression also affect job satisfaction. pay. Analyzing survey information is very important for achieving the desired results. 11 . Organizations should conduct employee satisfaction surveys on regular basis and make it a part of organizational decision. Among several ways of measuring the employee attitude. job is a part of our lives it is obvious that both of them affect each other. Employees have different ratings. This data can be compared to the other company’s data to get some useful results regarding job satisfaction. organizations can have satisfied employees. If employee attitude data and survey is conducted and analyzed in a right manner. long as well as overall measures. This would improve job satisfaction and organizational performance. Employee attitude is very important for an organization to achieve the desired outcome. it can bring positive organizational change.that the job satisfaction and job performance have strong connection. Many studies proved that employees who are not satisfied by their jobs are more likely to quit their jobs and be absent as well. Organizations have so much to do with the job satisfaction and employee’s satisfaction of life is related to job satisfaction. Researchers also link job satisfaction with the satisfaction of life. Since. The greater the job performance the greater will be the job satisfaction. Organizations should make sure that employees should get the chance to participate in the decision making process. supervision. By understanding the employees’ attitude. coworkers and the job itself. Negative job satisfaction also leads to lateness and thoughts about an early retirement as well. The JDI evaluates job satisfaction on the basis of promotions.

 What Are the Factors Affecting Job Satisfaction? By Brian Hill. Providing better space. Management has much to do with an employee’s satisfaction. Happy and satisfied employees with morale can accomplish difficult tasks with greater efficiency and perfection. This leads them to a better career and provides them the opportunity to learn the advanced skills required for the job and their career. Demand Media There are several factors affecting job satisfaction. Working Conditions Employees spend most of their time and energy working. lighting and advanced information technology facilities can contribute to working efficiency and job satisfaction. they should be told by the supervisor. Organizations also provide tuition fee support for university education. Having fewer employees for the assignment make the employees stressed because they have to deal with heavy workload. When an annual review of employee performance is done. Not meeting the deadlines can make problems and conflicts between management and an employee and increases the stress as well. 12 . Most if the times this kind of situation occurs due to the mismanagement and bad planning of the management. Degree of stress and work load Heavy workload and unrealistic deadlines are the reasons for stress and unsatisfied employees. companies should provide good working environment to increase efficiency. Supervisor should also show them the right path which can uplift their career within the organization. Therefore. Opportunity to Grow Employee satisfaction increases when they can see a path where their position can move upward in the organization along with power to make bigger decisions and with a higher salary. about the extra skills needed by their job.

 Five factor model of personality by Dr Simon Moss on October 18th 2008 Overview of the model The five factor model explains five broad personality traits--. agreeableness. Organizations must have a systematic way of evaluating the job performance and provide the salary according to that. Extraversion Costa and McCrae (1992) classify six sides of the each personality trait. rude and unpleasant working environment usually has unsatisfied employees. positive and active. a pay raise must be given and other opportunities and facilities like vacations and bonus must be provided to make an organization a good place to work in. Unfriendly. Extroversion is usually linked with leadership because their ability of being comfortable in a group. Managers should also have open door for the discussions and solving employee problems in order to satisfy them and support them to do their job effectively. The jobs that 13 . Moreover. extraversion and openness to experience. Management should be very clear and remind employees about inacceptable behaviors at the workplace. Financial rewards for employees Financial reward also affects job satisfaction. neuroticism. that describes most of the differences in the personalities among individuals. Extroversion is warm. Relationship with manager/supervisor Efficient managers know how to praise and appreciate their employees. conscientiousness.Getting respect from co-workers Employees always look for respect from their co-workers. enjoys being the center of attention. the management should come in between and take the disciplinary action in order to solve the problem. action oriented. An employee is satisfied when he or she thinks that the pay scale company is offering is fair. If any kind of a problem arises between co-workers.

Agreeableness It is related to compassion and corporation towards others. These people often find themselves hopeless in ordinary situation. Openness to experience Openness to experience is related to unusual ideas. It is the way we control and direct our desires.require high deal of interaction with people are good for the extroverts. They don’t prefer standardized and routine tasks. anxiety and anger. They are well. They are friend and helpful. guilt. Neuroticism It is related to negative emotions. They experience negative emotions for a longer period of time and hence usually have a bad mood. A person experience negative emotions like depression. 14 . teaching and sales job. They have are quite optimistic about the human nature and find others trustworthy and honest.planned. Conscientiousness It is related to self-discipline and being dutiful. feelings and values. These people are art lovers and prefer difficult experiences. These people get along with others well. These people are quite motivated to achieve their goals. For example.

flexible and loyal. managers can find the right job fit. absenteeism and turnover increases. matching the right person with the right job. teams building skills must learned because for success in any career teamwork 15 . Completive salary with an opportunity to grow and get promotions is also an important factor for a satisfied employee. Employee having greater emotional stability and conscientiousness perform high on groups and their individual jobs as well. Job satisfaction and success brings positive emotional behavior and the worker became more innovative. Moreover.Local Literature  Effects of Job Satisfaction on Employees Motivation & Turn over Intentions by Qadar Bakhsh Baloch Satisfied employees are happy employees. Monotonous jobs can lower the self esteem of an employee and lead towards negative job satisfaction. Apart from all the factors mentioned above employee satisfactions vastly depends on the employee’s and manager’s personality and the working style of the manager. It has been observed by the researchers that employees low at emotional stability and conscientiousness are more likely to quit their jobs on reasons other than job satisfaction and inability to do their job well. Organizations must provide work settings with the facilities like communication. Moreover. productivity decreases. Fear is a motivator itself but a temporary one. Fear of losing a job can motivate employees temporarily but when this kind of motivation goes does hence. Employee contribution is very important because at the end of the day they are the ones who are getting satisfied. speaking and in learning to use new technological in order to get a better pay and promotions as well. Satisfied employees are motivated and don’t have intentions to leave their existing job. Hence. It should also provide training and other growth opportunities where one’s talent can be enhanced. Employees must enhance their skills like reading. Workers also have an important role in the job satisfaction as well. a supervisor should provide a congenial team to work and a timely feed back as well. Every organization must create a system under which the employees get satisfied and become more productive. writing. Furthermore.

pay scale. A teacher’s motivation can measured through many factors. The ones who are involved in research find themselves satisfied due to their achievement.and the ability to work in a group in extremely important. In the institutes of higher education. For some. For example. there are contradictory views to the research mentioned earlier that is. social relationships within the workplace and opportunity to grow are the basic factors effecting the job satisfaction. taking classes and completing the course on time. commitment and satisfaction of teachers more predictable. a faculty member’s behavior toward the work or teaching can be measured by the level of motivation. workplace flexibility and quality of the working environment. Workers must be able to take criticism and use it in a productive way and must be able to deal with different people. Moreover. being innovative in the class through bringing up new ideas and motivating students to participate.  Motivation. Personality of workers as well as managers. Like the employees of any other organization. Research is an important part of teaching. they bring up new ideas and can support and understand the problems of other faculty members easily. New job related skills must be acquired in order to perform well. Satisfaction means different to every person. performance and job satisfaction. it is the respect which they get from the job and for others it is the amount of money they are receiving from doing a particular job. faculty plays vital role in the development and motivation of the students by guiding and suggesting them in order to achieve their goals and get a good national and worldwide position. extra benefits. there is no effect of management on the job satisfaction of teachers. Research suggests that the leadership style can make the behavior. If faculty members get a chance to become the head of department. 16 . Performance and Satisfaction among University Teachers: Comparing Public and Private Sectors in Pakistan and Malaysia by Munaf Seema The Pakistani teaching faculty of public sector looks more satisfied than the private sector faculty but their motivation for achievement and performance is the same.

17 . This difference in private and public sector educational system can be seen in performance. Area for Further Studies This research can be further analyzed and studied. Kingdon and Teal (2007) study specifies that indicate the better academic results in the private sector is a result of pay in the private sector. This difference may differ culture to culture. The variables which are used in this study can be further changed to get enhanced results. motivation and job satisfaction.Kingdon (1996) study argues that private sector educational system is efficient than the public sector. The results can be further studied and tested.

CHAPTER # 4 Presentation Analysis 18 .

Gender of Participant Frequency Male Female 10 10 Percentage 50% 50% Gender of Participant 50% 40% 30% 20% 10% 0% Male Female Male Female EXPLANATION: Fifty percent of the respondents are male and fifty percent are female. 19 .QUESTIONNAIRE ANALYSIS Influence of Personality Traits On Job Satisfaction Of The Permanent Faculty Members Of Management Science Department Bahria University Karachi Campus 1.

2. 20 .Education Level Frequency Associate Degree Bachelor’s Degree Master’s Degree PhD 0 0 20 0 Percentage 0% 0% 100% 0% Degree Level 100% 80% 60% 40% 20% 0% Associate Degree Bachelor’s Degree Master’s Degree PhD EXPLANATION: All of the respondents have a master’s degree.

Year of Experiences in the Job Frequency 1---5 years 5—10 years 10—15 years Above 15 years 5 9 5 1 Percentage 25% 45% 25% 5% Years of Experience 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 1---5 years 5—10 years 10—15 years Above 15 years EXPLANATION: Forty-five percent of the respondents have the experience of five to ten years. 21 . while twenty-five percent have the experience of one to five years and another twenty-five percent have the experience of ten to five years and just five percent have the experience above 15 years.3.

000 --Rs.000. 51. three of them have the range between 31000 to 50000 while two of them have above 70000 salary.000---Rs. 51.4.30. 000 0 3 15 2 Percentage 0% 0% 100% 0% Salary Range 80% 70% 60% 50% 40% 30% 20% 10% 0% Rs. 000 Rs.70.31.70.30.000---Rs. 10.000. 50.Rs. 000 000 EXPLANATION: Fifteen of the respondents have salary between the ranges of 51000 to 70000.000 Rs.000 Rs.31. 000 --Rs.Rs. Above Rs.70. 22 . 50.70. 10. 000 Above Rs. 000 Rs.Salary Range Frequency Rs.

From the following what Factor effects the job satisfaction more? Frequency Work Relationships Work Environment Self Fulfillment/Achievement Salary and Benefits Recognition of skills Independence and flexibility Fair and equitable treatment Efforts are appreciated Training and development Career advancement 10 7 6 15 4 4 4 5 4 5 Percentage 50% 35% 30% 75% 20% 20% 20% 25% 20% 25% 23 .5.

Factors Effects Jobs Satisfaction 80% 70% 60% 50% 40% 30% 20% 10% 0% EXPLANATION: Seventy-five percent of the employees get satisfied through good salary and benefits while fifty percent of the employees believe that work relationships effects job satisfaction the most. 24 .

Are you motivated by your Job? Frequency Yes No 19 1 Percentage 95% 5% Motivation of Job 100% 80% 60% 40% 20% 0% Yes No EXPLANATION: Most the respondents that are ninety-five percent are satisfied from their job and just five percent of them are not satisfied.6. 25 .

20%. 5% are motivated by feeling of satisfaction. 15%. contributing their talent to help others. 5%. 20%. work relationships. 26 .7. Family Values Health benefits and pension plan 9 10 4 3 4 1 1 Percentage 45% 50% 20% 15% 20% 05% 05% What Motivates You? 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% EXPLANATION: Earning money is the basic motivation of majority which is fifty percent while forty-five percent is motivated by success.From the following what motivates you : Frequency Achieve success Earn Money Feeling of satisfaction Work relationships Contributing my talents to help others. family values and health benefits and pension plan respectively.

8. twenty percent and five percent get absent due to personal illness and childcare respectively. 27 . don’t get absent while.From the following what is the reason behind you absence Frequency Personal Illness Child Care Elder/Spousal Care Not Usually Absent 4 1 0 15 Percentage 20% 05% 0% 75% Reason Behind Absence 80% 70% 60% 50% 40% 30% 20% 10% 0% Personal Illness Child Care Elder/Spousal Care Not Usually Absent EXPLANATION: Majority which is seventy-five percent.

Do you have any regular health problem? Frequency Yes No 03 17 Percentage 15% 85% Regular Health Problem 100% 80% 60% 40% 20% 0% Yes No EXPLANATION: Eightyfive percent of the respondants don’t have any kind of health problems. 28 . while fifteen percent of the respondents have them.9.

(If yes) what do you experience? Frequency Headaches Joint aches Muscle tension Fatigue 1 0 1 1 Percentage 33% 00% 33% 33% Health Problems 35% 30% 25% 20% 15% 10% 5% 0% Headaches Joint aches Muscle tension Fatigue EXPLANATION: Headache.10. muscle tension and fatigue are experienced by thirty-three percent respondents respectively and none of them experience joint ache 29 .

30 .What is your Habit of Sleep? Frequency 5–6 hours of sleep 7–8 hours of sleep having trouble falling asleep Wake up several times 12 8 0 0 Percentage 60% 40% 0% 0% Habit of Sleep 70% 60% 50% 40% 30% 20% 10% 0% 5–6 hours of sleep 7–8 hours of sleep having trouble falling asleep Wake up several times EXPLANATION: Sixty percent of the respondents sleep five to six hours a day while forty percent sleep seven to eight hours a day.9.

31 . Furthermore.10. fifteen percent exercise 30 minutes a day and ten percent don’t have time for it.What is you exercise habit? Frequency 30 minutes each day At least 1 hour 2–3 times per week No time for Exercise I do not exercise 3 0 4 2 11 Percentage 15% 0% 20% 10% 55% Exercise Habit 60% 50% 40% 30% 20% 10% 0% 30 minutes each day At least 1 2–3 times hour per week No time for Exercise I do not exercise EXPLANATION: Fifty-five percent of the respondents don’t exercise while twenty percent do it twice or thrice a week.

How do you spend your personal time? Frequency Quietly alone With family/friends Working on a hobby Taking classes At social functions Physical activities 3 18 2 2 1 3 Percentage 15% 90% 10% 10% 5% 15% How to spend Personal Time? 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% EXPLANATION: Ninety percent of the respondents spend their time with family and friends while.11. classes and spending some time alone. 32 . social functions. minority spends time at physical activities.

Apart from that.When do you feel stressed and frustrated? Frequency Work relationships are difficult Not treated fairly and equally Not given challenging projects Lack of career growth Abilities are not utilized Lack of work-life balance Assigned excessive deadlines Feel unappreciated 4 20 0 12 10 5 1 2 Percentage 20% 100% 0% 60% 50% 25% 05% 10% When you Feel Frustrated? 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% EXPLANATION: All of the respondents feel frustrated when they are not treated fairly and equally. while fifty percent also believe that when their abilities and skills are not utilized properly. it makes them frustrated. Some of the faculty members also believe that 33 .12. sixty percent also believe that when there is lack of career growth they feel frustrated.

34 . assigned excessive dead-lines and there is lack of work-life balance and their work relationships are hard to manage they get stressed and frustrated.when they are not being appreciated.

When do you feel more relaxed? Frequency During lunch time Completing a difficult task/project spending time with family involved and contributing at work work relationships are harmonious spending time alone attending social functions When there is little work to be done 8 2 15 5 1 6 0 1 Percentage 40% 10% 15% 25% 05% 30% 00% 05% When You Feel Relaxed? 40% 35% 30% 25% 20% 15% 10% 5% 0% 35 .

Moreover. attending social functions or when the work relationships are harmonious and there is little work to be done. minority feels relaxed when they are completing a difficult task/project. 36 . This shows that after being in a crowd and around people during whole day most of the faculty members need some time alone to relax. spending time with family. While twenty-five percent feel relaxed when they contribute to their work because they want to decrease the workload and the stress it brings.EXPLANATION Forty percent of the faculty members feel relaxed during lunch time and thirty percent spending time alone.

What according to you is beneficial for organization? Frequency Influence behavioral changes in others Be aware of the emotions of others Be aware of what motivates others Work at developing win-win situations 0 0 1 19 Percentage 0% 0% 05% 95% What Beneficial for Organization? 100% 80% 60% 40% 20% 0% Influence behavioral changes in others Be aware of Be aware of Work at the emotions what motivates developing of others others win-win situations EXPLANATION: Majority believes that working at developing win-win situation is more beneficial for the organization while minority does not support this view and thinks that being aware of other’s motivation is a good way for achieving organizational benefits. 37 .13.

conclusion and recommendation 38 .CHAPTER # 5 Summary of findings.

The faculty members believe that if organization can create a win-win situation. Majority of the faculty members don’t exercise few of them just get some time twice or thrice a week to do some. it would benefit the organization. most of the faculty members get motivated by good salary and achievement. The faculty members want to spend their time with family members as well when they want to relax.5. 39 . As per findings. muscle tension and fatigue. Most of the faculty members are motivated by their job. Most of the faculty members don’t have any kind of health problems because they have good sleeping habits and they are usually not absent but they often experience headache.1 SUMMARY OF FINDINGS During the research it is found that majority of the faculty members have five to ten years of experience on the job and they think that the financial benefits and the relationships on the job effects job satisfaction the most. many also believe that work environment and career advancement plays a vital role in achieving job satisfaction. They get frustrated when they are not treated fairly and when there is lack of career growth. Furthermore.

They are positive and warm. They are quite high at conscientiousness. static jobs along with lack of career growth can create frustration among employees. They also find good working relationships important for their job satisfaction. most of them love to spend time with their family and friend. 40 . They don’t experience neuroticism. Most of the employees experience fatigue. Nature of work is the most important factor of the job satisfaction.5.2 CONCLUSION After the research and analyzing the literature it can be concluded that most of the faculty members of management sciences department of Bahria Institute of Management and computer sciences are extrovert. but at times feel frustrated when they are not treated in a fair and equal manner. stress or muscle tensions all of these are signs of extra workload or any other negative experience on the job. Moreover. Most of them believe that there is a lack of career growth in the organization. as they usually don’t get absent and are motivated by their job. Lack of career growth is one of the factors which contribute towards negative employee satisfaction and it is not good for the growth of an organization as well. When employees are not appreciated they get frustrated and a frustrated employee can’t become fully productive.

There must be events in which they and their family can have a good time. paying for their tuition for further education and providing in-house courses.3 RECOMMENDATION Following are few recommendations for the organization which can make the employee more satisfied and can contribute in the organizational growth.  Most of the employees want to spend their time with their family and friends.  Management should consider employee opinion and let them participate in the decision making process to make the decision more fair.5.  Employees are not satisfied by the career growth. Organization must introduce programs to enhance employee growth. For example.  Salary and benefits are the biggest motivators. 41 . There must be some extra benefits for the employees and goal oriented rewards as well. An in-house gym can be created to improve their health and it would make them interact with other employees in order to create a pleasant working environment.  Employees also find good working relationship extremely important for their satisfaction.  Organization must work towards developing win-win situation where employees and the organization must be equally satisfied.

edu.html) Retrieved From (www.com.au/Psychlopedia/article.utm.com/PM.qst?a=o&d=5038589992) 42 .qurtuba.pdf) Retrieved From (www.psych-it.com/factors-affecting-job-satisfaction20114.asp?id=80) Retrieved From (www.Bibliography/References Retrieved From (www.questia.edu/staff/mikem/documents/jobsatisfaction./01_qadar_baloch...pdf) Retrieved From (http://smallbusiness.chron.pk/jms/default_files/JMS/.

000---Rs.70.30. 000 --Rs. 000 15.000 above Rs. 13. 000 Rs.Education Level Associate Degree Master’s Degree Bachelor’s Degree PhD. 000 Rs.Appendices APPENDIX-A Influence Of Personality Traits On Job Satisfaction Of The Permanent Faculty Members Of Management Science Department Bahria University Karachi Campus 11.Salary Range Rs.Gender of Participant Male Female 12.000. 50.31. 51. 10.70.Rs.Year of Experiences in the Job 1---5 years 10—15 years 5—10 years above 15 years 14.Which of the following affects your job satisfaction the most? Work Relationships Work Environment 43 .

Which of the following defines your motivation for the job Achieving success The feeling of satisfaction Helping others on the job work Health benefits and pension plan. Values. norms and discipline at 18.Self Fulfillment/Achievement Recognition of skills and abilities Fair and equitable treatment Training and development opportunities Salary and Benefits Independence and flexibility Efforts are valued and appreciated Career advancement opportunities 16.Are you motivated by your Job? Yes No 17.From the following what is the reason behind you absence Personal Illness Dissatisfaction from the job Usually not absent Child Care Elder/Spousal Care 19.Do you have any regular health problem? Yes No 20. Money Friends & work relationships.(If yes) what do you experience? Headaches Joint aches 44 .

15.You feel stressed and frustrated when… Work relationships are difficult I am not given challenging projects. I am not treated fairly and equally. Wake up several times during the night 14.Muscle tension Other 9. There is a lack of career and personal growth. Often having trouble falling asleep Fatigue 7–8 hours of sleep each night.How do you spend your personal time? Quietly alone Working on a hobby At social functions with family/friends Taking classes Physical activities 16. At least 1 hour I have a desire to exercise but don’t have time. There is a lack of work-life balance.What are you exercise habits? At least 30 minutes each day 2–3 times per week I do not exercise. I feel unappreciated and de 45 . My skills and abilities are not utilized Unrealistic deadlines are assigned motivated.What are your sleeping habits? 5–6 hours of sleep each night.

When spending time alone.When do you feel more relaxed? During lunch hours When I spending time with family/friends. When attending a social functions. When work relationships are harmonious. When there is little work to be 18. done Completing a difficult task/project When I am working. what changes should be done to bring a positive change in your department? Positive behavioral changes in employees emotions Knowing employee motivation Being ware of employee 46 .According to you.17.

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