An Empirical Study On The Factors Affecting Job Satisfaction.

Table of Contents
Prefatory Part
SL. Topic name Page No.
1 Title Fly 01
2 Title page 02
3 Letter of Transmittal 03
4 Letter of authorization 04
4 Acknowledgement 05
5 Student’s Declaration 06
6 Supervisor’s Declaration 07
Chapter-1
Introduction Part
1.1 16
Introduction
1.2 17
Objectives of The Report
1.3 17
Scope & Limitation of the Report
1.3.1 17
Scope
1.3.2 17-18
Limitation
8
Chapter-2
Organizational Part
2.1 Background of the company 20-21
2.2 Vision and Mission 21
2.2.1 Vision 21
2.2.2 Mission 21
2.3 Products List 21-23
2.4 Corporate Information 24
2.5 Organizational Hierarchy 25

2.6 Macro Environment of Cocola Food Products LTD. 26-28
2.7 Micro Environment of Cocola Food Products LTD. 29-30
2.8 SWOT Analysis of Cocola Food Products LTD. 31-32
Chapter-3
Department & Work Assignment

3.1 Details of Job Description 34
3.2 Department Goals 34
3.3 Department Structure and Manpower 35
3.4 Departmental Activities 35
3.5 Departmental Achievements 36
3.6 Task and Duties Performed 36
3.7 Work Environment 36

3.8 Facilities and Constraints Faced 37
3.9 Lessons learned from practicum 37-38
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Chapter-4
Research
4.1 Background of the study 40
4.2 Problem Statement 40
4.3 Research Objectives 41
4.4 Literature Review 41-44
4.5 Conceptual Framework 45
4.6 Research Methodology 46
4.6.1 Research Approach 46
4.6.2 Type of Research 46
4.6.3 Method of Data Collection 46
4.6.4 Research Instruments 46
4.6.5 Population and Sampling Method 47
4.6.6 Research Limitation 48
4.7 Budget Information 48
4.8 Project Timeline 49
4.9 Hypothesis Development 50
4.9.1 Hypothesis Scale (Likert Scale) 51
4.10 Data Presentation and Analysis 52
4.10.1 Demographic Frequency Table 52
4.10.2 Frequency Distribution Table & Histogram 53-61
4.10.3 Scatter Plot 61-64
4.10.4 Descriptive Statistics 65
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4.10.5 Hypothesis Test 66-68
4.10.6 Bivariate Correlation 69-70
4.10.7 Multiple Regression 71
4.10.8 ANOVA Table 72
4.11 Findings 73
4.12 Recommendation 74
Chapter-5
Conclusion
 CONCLUSION
 REFERENCES
 APPENDIX
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List of Tables
Sl. No. Title
01 Corporate Information
02 Budget Information
03 Gantt Chart for Project Timeline
04 5-Point Likert Scale
05 Demographic Frequency Table
06 Frequency Distribution Table (Hypothesis-1)
10 Descriptive Statistics
11 T-Test for Hypothesis-1
15 Bivariate Correlation
16 Coefficient
17 Model Summery
18 ANOVA
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List of Figures
SL. No. Title
01 Organizational Hierarchy of Cocola Food Products LTD.
02 Macro Environment
03 Micro Environment
04 HR Team Structure of Cocola Food Products LTD.
05 Conceptual Framework
06 Histogram (Hypothesis-1)
10 Scatter Plot (Hypothesis-1)
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Executive Summary
This internship report is titled "An empirical study on the factors affecting job satisfaction of
employees at Cocola Food Products LTD." The report is an output of my internship program, which
I recently completed as a prerequisite for my MBA degree from the International University of
Business Agriculture and Technology (IUBAT). The entire paper is based on my job experience
and a three-month internship at Cocola Food Products Limited. The study will provide an in-depth
analysis of this topic. Additionally, this content provided theoretical and practical knowledge. The
sources for all the data included both primary and secondary sources. This report has an
introduction, organizational part, job assignment for the department, research part, findings,
recommendations, conclusion, and appendix. The research uses a quantitative research technique
to solve the problem. A convenience sampling technique has been used for this study. It is carried
out with the use of both primary and secondary data. A questionnaire survey of 18 respondents
was done using the Five Point Likert Scale to develop a structured questionnaire, each hypothesis
will also be looked at, and the research will illustrate the factors.
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Introduction Part
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1.1 Introduction
In the modern corporate environment, the human resources division is the rising industry. The
organization is run by its employees, not machines, which is the major factor. To achieve long-
term business success, it is crucial to preserve these human resources. In today's business world,
job happiness is a topic of concern and focus. Organizations understand that improving employee
job satisfaction is crucial to increasing customer satisfaction and maintaining their business
operations, as the level of competitiveness is increasing. Employee unhappiness typically spreads
to their coworkers, and word-of-mouth may be quite damaging to an organization. The corporation
can use the complaints from disgruntled employees as a source of data to create business plans and
make tactical decisions. Wubuli, A. (2009). People leave the organization due to various reasons.
The experience of job related stress (job stress), lack of commitment in the organization; and job
dissatisfaction make employees to quit (Firth, Mellor, Moore, Loquet (2007). Employee can be
dissatisfied with the organization due to many reasons. Personal dissatisfaction itself is a major
reason for an employee to leave the firm. This dissatisfaction can arise from various factors such
as compensation, job security, job autonomy, relationship with the supervisor and other colleagues
etc. (James 2012)
Any academic program is very valuable when it is put to use in real life. If it cannot be used in
daily life, even a great deal of theoretical information will be of little value. An internship makes
it possible to submit such an application. IUBAT-International University of Business Agriculture
and Technology has assigned the course for the students to help them have a practical knowledge
to work in a real official environment. This is done to provide the graduates with modern
theoretical and professional knowledge in HR and all other different institution management. The
students are sent to learn about the working environment and activities as part of this course. For
my MBA degree, the report is a prerequisite of the internship program. I was assigned to do my
internship at Cocola Food Products Ltd, as a part of my internship program for my Masters of
Business Administration at IUBAT-International University of Business Agriculture and
Technology. I began this Internship program from 20th of May, 2023. The goal of the internship is
to understand the real life job environment and opportunity to compare the theoretical knowledge
in real life situation.
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1.2 Objectives of the study
1.2.1 Broad Objective
The broad objective of this report is to provide necessary information about the factors affecting
job satisfaction of employees at Cocola Food Products LTD.
1.2.2 Specific Objectives
To obtain the aforementioned objective, the specific objectives are as follows:
 To get an illustrated view of Cocola Food Products LTD.

 To gather knowledge about the daily HR activities of Cocola Food Products LTD.
 To understand the factors causing contentment of employees regarding their job
1.3 Scope and Limitations
1.3.1 Scope
The scope of the study was to get a real life experience. The research is fully conducted by the
actual observation of internship at Cocola Food Products LTD. The organization provides the
actual knowledge and information regarding this topic. During my internship I was placed to the
HR department of Cocola Food Products LTD. As my topic is regarding the factors affecting job
satisfaction of employees at Cocola Food Products LTD. I mainly focused on that section. So the
scope of the study was limited within the HR department.
1.3.2 Limitations
This internship report is a first assignment outside the course curriculum in the practical life. This
study faced an extensive number of difficulties beginning from the HR manager’s reluctance to
uncover certain information required for this study since they felt these data and documents are
completely confidential. Besides this, there are some personal barriers which are as follows:
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 Difficulty getting necessary data
 Time constraints and limited access to data
 Employees are too busy and umbrageous to share any information
 Confidential factors
 Lack of experience
As a consequence, this investigation can be considered as merely exploratory and the results cannot
be generalizable.
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Organization Part
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2.1 Background of the company
Cocola Food Products Ltd., founded by Mr Md Sukur Meah, is one of the leading food products
manufacturer in Bangladesh started its journey in 1973 with a vision to improve the standard of
food habit of the consumers by offering innovative and quality products in the market. The
company has developed its expertise over four decades and strengthened its foothold in the
industry by meeting consumers’ expectation continuously. Cocola Food Products Ltd. has
pioneered many products in the country which were new in the industry such as Noodles, Biscuits,
Candy, Wafer, Bread, etc. and thus contributing to the food sector of Bangladesh.
1973: Cocola Food Products Ltd started its operation with candy in Chankharpaul with 12
employees.
1982: Cocola Food Products Ltd is better known for introducing pillow pack candy by automatic
packing machine in a new factory in Nazimuddin Road. An innovative idea of hygienic packing
through automatic packing machine by the founder of Cocola, Md Sukur Meah, has changed the
packing system of the food industry.
1987: Cocola expanded its operation in Tongi Factory.
1991: Cocola introduced first noodles in Bangladesh market made by Korean Semi-Automatic
Machine. Ironically, it was considered a luxury item as the concept was new to the market.
2000: Cocola started its glorious journey in Gazipur, Mouchak near Konabari.
2003: Cocola started producing biscuits in full automatic biscuit machine.
2008: Cocola has finished setting up full automatic Stick noodle production line to meet the
growing demand of market.
2013: In Best Brand Award “Cocola Noodles” awarded 2nd position (runner up) in snacks brand
category & “Cocola Food Products Limited” awarded 8th position against all local brands of
Bangladesh.
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Now, Cocola Food Products Ltd, one of the leading conglomerate/brand in Bangladesh. Its Sales
network has spread all over Bangladesh. Factory experts are always trying to design product as
consumer’s desire and Office staffs are always busy to make available Cocola consumer’s desire
to their nearest outlet.
2.2 Vision and Mission
2.2.1 Vision
Our Vision is to achieve smiling faces through delivering finest quality products to all homes of
Bangladesh.
2.2.2 Mission
Our mission is to Develop, Produce and Deliver the finest quality and safe foods with greatest
value to meet consumers’ and markets’ needs.
2.3 Products list
Presently, Cocola products are categorized into 9 main core categories which are Biscuits, Noodles,
Wafer, Snacks, Chocolate, Fruit Gel, Candy, Juice, & Bread. In each category they have a variety
of selections and pack sizes available to serve the retailing industry, catering services and also for
industrial meetings.
Noodles
 Cocola Chicken Masala (180g)

 Spicy Chicken Masala (300g)
 Dry Instant Noodles (53g)
 Bowl Noodles- Egg & Chicken (65g)
 Hot and Spicy Chicken Masala (40g)
 COCOMAMA Instant Noodles (Beef)
 2 Minutes Noodles Chicken Masala
 Cocola Magic Noodles
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Biscuits
 Peanut Butter Sandwich Biscuit (125g)

 Dia Bake- Suger Free Biscuit (210g)
 Nacila Chocolate Biscuit (75g)
 SALTY- Salted Biscuit (100g)
 Mughal- Ghee Toast Biscuit (350g)
 Choco Milk Cream Biscuit (35g)
 Chocolate Biscuit (65g)
 Hazel Nutty Biscuit (60g)
 Real Energy Biscuit (60g)
 Banana- Cream Sandwich Biscuit (125g)
 Glucose Biscuit (12g)
 Real Orange Biscuit (75g)
 Lexus Diabetes Biscuit
Wafer and Others
 Magic Stick- Chocolate Cream Wafer (25g)

 Mango-Milk Wafer (6g, 18g)
 Milk-Strawberry Wafer (6g)
 Choco Waffy (30g)
 Vanilla Cream Wafer Roll (70g)
 Magic Roll- Mixed Fruit Wafer (25g)
 Choco Vanilla Wafer Roll (25g)
 Chocolate Cup Cake (15g)
 Nacila Stick (34g)
 Real Chocolate Wafer (55g)
 Monisa Milk Cream Roll (8g)
 Monisa Crispy Wafer (30g)
 Cocola Strawberry Cream Roll (8g)
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 Medea Chocolate Cream Roll (8g)
 Mini Corn Bar (4g)
 Lychee Candy (600g)
 Spicy Potato Chips (25g)
 Caramel Corn Crackers (30g)
 Chocolate Chips (30g)
 Sticks Chips (25g)
 Choco Fun (22g)
 Doremon Chips (10g)
 Choco Balls (13g)
 Choco Blust (25g)
 Fun and Toy (20g)
 Mr. Bean Gems (15g)
 Real Dairy Milk Chocolate (15g)
 Pompom Marshmallow (10g)
 Orange Fruity Drinks (218g)
 Lychee Edible Gel (12g)
 Fruit Pudding Cup- Mango, Orange, Pineapple (12g)
 Ice Cool Lolli (48g)
 Magic Pop Mango Drinks (91g)
 Juicy Land Sea Horse (45g)
 Starfresh Drinking Water (330ml, 500ml, 1500ml)
 Tatul Chutney (18g)
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2.4 Corporate Information
Company Profile
Name of the company Cocola Food Products LTD.
Year of Establishment 1973
Founder Mr Md Sukur Meah
Legal Status Private Limited Company
Head Office Islam Lodge, house-14, road-16/A, Gulshan-1, Dhaka-1212
Factory 942, Mouchak, Kaliakoir, Gazipur
Phone 9855126, 9855128
Email cocolafood@gmail.com
Website www.cocolafood.com
HR Manager Md Zulfikar Ali
Products Presently, Cocola products are categorized into 9 main core

categories which are Biscuits, Noodles, Wafer, Snacks,
Chocolate, Fruit Gel, Candy, Juice, & Bread.
Logo
Table 01- Corporate Information
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2.5 Organizational Hierarchy
Cocola Food Products LTD.
Figure 01: Organizational Hierarchy of Cocola Food Products LTD.
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2.6 Macro Environment of COCOLA Food Products
Macro-environmental factors provide a significant challenge to the business because they are
larger problems that go beyond internal management. They include, among other things, social
and political issues, technology, and demographics. They thus presumably have a long-term impact
on the business. The macro environment’s six components are exhibited below:
Figure 02: Macro Environment
PESTLE Analysis
PESTEL analysis mainly provides a general idea about the macro environmental conditions and
situation of a company. PESTEL analysis has two basic functions for a company. The first is that
it allows identification of the environment within which the company operates. The second basic
function is that it provides data and information that will enable the company to predict situations
and circumstances that it might encounter in future. (Dinçer, 2004). These significant factors are
examined in relation to Cocola Food Products LTD.
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 Political
The policies designed and implemented by the government have an impact on the food
sector as the subsidies can become the source of benefit for the food producers. In addition,
the implementation of favorable tax policies drive the sector towards advancement and
growth.
Besides the political instability, high level of corruption creates significant barriers to the
functioning and growth of the food industry.
 Economical
The term economic environment refers to all the external economic factors that influence
buying habits of consumers and businesses and therefore affect the performance of a
company. These factors are often beyond a company's control.
Recession has a direct impact as the cost of production, packaging material and distribution
are increased. The businesses have to respond to the price changes and adjust accordingly.
Increased labor cost is another factor that can raise the capital input required by a company.
Inflation rate, disposable income of the people and their spending habit also creates huge
impact.
 Sociocultural
The growing population indicates a rising demand for different food items. Higher growth
rate offers expansion opportunities to the company. Due to higher labor supply, the
company has the choice of selecting and hiring the person who will best serve the
company's fundamental goals.
Reduced spending habits of certain group of people along with the rising demand of organic
and healthy food is another notable factor. Increased awareness about the negative effects
of processed food has created a niche for the organic food segment.
 Technological
The technology assisted production and processing of food has made the industry to grow
exponentially. A variety of machines is used for all sorts of production and thus helped
reducing the workload of labors. From measuring the quantity of each raw material for a
recipe to delivering the finished goods to the consumers, everything is done through
advanced technology. It has also enabled improved packaging and higher productivity.
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Even the communication and information transfer process is all electronic based providing
more efficiency to the whole process.
 Environmental
The waste material produced by the food industry comprises the water and waste, which
needs to be processed and recycled to reduce the harm caused to the environment. Also,
the packaging and plastic materials used by such companies adds to the wastage which can
be damaging to the environment.
Cocola food products ltd. must try to lower the wastage and recycle it to become more eco-
friendly. They must invest in packaging materials that can be recycled and emits less carbon
footprints. They should focus on taking environment friendly initiatives through emphasis
on achieving net zero emissions.
 Legal
The legal factors that need to be considered by the companies in the food industry involve
regulations regarding food quality. The expected standards need to be followed and items
available in the market need to adhere to the hygiene and quality criteria. Selling expired
food products can lead to legal penalty.
Labor and employment laws must be followed properly as it provides the guideline for
labor working conditions, working hour, salary, safety and other employment policies. The
company is also required to obtain permit from the health department, which reflects the
way legal factors define the industry behavior.
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2.7 Micro Environment of COCOLA Food Products
An organization's microenvironment is a component that directly affects how its business

operations are conducted. As a result, it is a group of factors that surround the organization and
have an impact on its operations and performance. The following elements make up the
microenvironment:
Figure 03: Micro Environment
 Company: Cocola Food Products LTD. is one of the largest food and Nutrition Company
of Bangladesh. The company’s principal activities are the manufacture and sale of instant
noodles, biscuits, wafer, snacks, chocolate, fruit gel, candy, juice, and bread.
A combination of the company's several departments, including marketing, admin,
Accounts, and department of operation. They are the people who helps to run the business
smoothly. These people try their best to create a brand image through marketing. And
accounts try to maintain the budget for each month and take decision about the costing and
how to control the expenditure. And operation team tries their best to provide the best
service to the customers.
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 Suppliers: Suppliers form an important link in the company’s overall customer value
delivery system. They provide the resources needed by the company to produce its goods
and services. Supply shortage or delays, labor strikes and other events cost sales in short
run and damage customer satisfaction in the long run. Raising supply cost may force price
increase that can harm the company’s sales volume. Food, fruits beverage and other snacks
are the main materials of Cocola Food Products ltd. They are one of the largest food
processing companies of the country and exports to many other countries of the world. The
retailers are the grocery and departmental shops available in the country.
 Competitors: Any person or entity in the same or comparable business, or providing a
similar service to the consumer, is considered a competitor. In comparison to their
competition, Cocola Food Products ltd. must provide consumers with the best possible
value. There is a reason for rivalry in the food industry when several group provide
comparable services. To prevent the danger of rivals, a clear analysis of the competitive
marketplace is crucial. Being a well-known company, Cocola Food Products ltd. have some
close competitors which are – PRAN-RFL group, Ifad Food, ACI Foods and Beverage,
AKIJ Food and Beverage.
 Customers: Customers are the most vital factor in the company's micro-environment. The
aim of the entire value delivery system is to serve target customers and create strong
relationship with them. Cocola Food Products ltd. always tries to focus on the needs and
wants of the customers because if they fails to meet the needs of the customers, they will
lose their market. Cocola Food Products ltd. has customers of international markets that
consist of buyers in other countries including consumers and resellers.
 Public: Anyone who is not a member of the organization's target audience can be
considered a member of the public. However, the success of any business may depend on
their judgment. It is so potent that it has the ability to enhance or degrade a company's
reputation.
 Market Intermediaries: The marketing intermediates play a significant role in the
network of value delivery for the organization. They include those people or businesses
who assist the business with marketing, sales, and distribution of its items to the final
consumers.
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2.8 SWOT Analysis of Cocola Food Products LTD.
A SWOT analysis is a method for evaluating these four components of a company. SWOT stands
for Strengths, Weaknesses, Opportunities, and Threats. SWOT analysis is a tool that can assist in
identifying the current strengths of a business and developing a winning future strategy. These
components are elaborated below:
 Strength
a. Large product chain: As far we know Cocola Food Products LTD. is one of the
leading food producing and food exporting company in Bangladesh. Presently,
Cocola products are categorized into 9 main core categories which are Biscuits,
Noodles, Wafer, Snacks, Chocolate, Fruit Gel, Candy, Juice, & Bread. In each
category they have a variety of selections and pack sizes available to serve the
retailing industry, catering services and also for industrial meetings. They have their
own factory, dairy and manufacturer. Their product chain is big and has customers
all around the world as they possess high demand in exporting goods.
b. Strong distribution channel: The food & beverage distribution network of Cocola
Food Products LTD. is one of the biggest in the nation. Their products may be found
in more than 20,000 retail stores, including convenience stores, supermarkets, and
hypermarkets, according to the company's extensive supply chain and distribution
network. Customers in the corporate sector are likewise numerous.
 Weakness
a. Insufficient Budget on Advertising: The marketing budgets aren't as large as
those of their rivals. When compared to their rival, the challenge they are having is
that they are not able to contact all of their clients.
b. Limited Brand Awareness: Customers in the market are not aware with all of the
items available in their product line. Most of them are only familiar with their egg
noodles and rest of the items especially new ones goes by obscured.
c. Lack on Digital Marketing Activities: The promotion of products is significantly
aided by the use of digital marketing. Because Cocola Food Products’ digital
marketing department is not very powerful, the company's sole marketing
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promotion platforms are TVC and YouTube. The issue that is being brought up is
that they are not successfully reaching all of their ideal clients.
 Opportunities
a. Rising Cup-noodle Demand: The popularity for instant cup-noodles is increasing
rapidly and as it is a new product for Cocola Food Products ltd., they should bring
new flavors and variety.
b. Devoted Retailers: The maximum retailers and super shops are willing to carry
and showcase products of Cocola Foods ltd.
 Threats
a. New Entrants Company: For new entrants to enter the consumer food market
there are several hurdles to overcome. A few newcomers have a possibility in this
sector since it requires the opportunity to know what customers want, while recent
opponents are already aware of this and have developed with the success of their
products through time. Due to the enormous worldwide distribution network and
well-established brand name that the food and beverage business has, entering the
market is not particularly difficult at all.
Some New Entrance Companies in Bangladesh's Food and Beverage Industry
includes New Zealand Dairy, Dan Foods ltd., EON Foods ltd., Kazi Agro ltd. etc.
b. High Competitiveness: Food and beverage markets are well known for their fierce
competitiveness. One of the most successful industries in this fiercely competitive
market, where Bangladesh is home to a number of powerful competitors include
Bashundhara Food and Beverage Limited, Square, PRAN, ACI, and so on. Quality,
creativity, and diversity are all factors in this rivalry, not just price. Maintaining a
strong presence in the marketplace is a top priority for all businesses.
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Department & Work
Assignment
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3.1 Details of Job Description
One of the top food product producers in Bangladesh, Cocola Food Products Ltd., strives to raise
customer food standards by supplying them with high-quality, innovative goods. All around
Bangladesh, it has a widespread sales network. The goal of factory experts is to design products
based on consumer demand, while office staff members are always working to provide consumer
demand for Cocola to the nearest outlet.
I got the opportunity to work as an internee at Cocola Food Products Ltd. in the Human Resources
department. My internship period was of 12 weeks which started on the 21st of May, 2023. My
work station was located at the head office of Cocola however due to my physical sickness I was
allowed to continue my task and duties from home. I were given certain responsibilities and had
to submit report every two weeks and consult with my manager.
3.2 Department Goals
In the food business, HR's responsibilities can be very extensive. Typically, HR staff members are
in charge of overseeing salaries, benefits, and retirement and health plans. Human resources places
a high premium on risk management, keeping track of occupational accidents and reducing the
cost to a company. The HR offers useful services that allow work processes to run smoothly and
decision-makers to concentrate on duties and responsibilities that provide value. Below there are
some goals that HR try their best to achieve:
 Promote a healthy work environment

 Setting intentional goals that will have a clear and measurable effect on the employee’s
work experience
 Align team’s focus with the overall values of the company
 Resolve any conflict
 Improve every employee’s unique experience
 Improve employee retention
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3.3 Department Structure & Manpower
As I was involved in the Human Resources department, The HR team often operates independently
of other units and there are multiple points of authority that make decisions. Currently there are
eleven employees in total working in this department. The team structure of this department is
illustrated below:
Figure 04: HR Team Structure of Cocola Food Products LTD.
3.4 Departmental Activities
The activities of the Human Resources department are as follows:
 Measure employee progress and KPIs from quarter to quarter

 Plan holiday tour and other incentives as employee benefit program
 Oversee job descriptions, compensation and health and retirement benefits
 Recruiting, hiring and retaining talent
 Risk management
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3.5 Departmental Achievements
Cocola Food Products Ltd. has pioneered many products in the country which were new in the
industry such as Noodles, Biscuits, Candy, Wafer, Bread, etc. and thus contributing to the food
sector of Bangladesh. They have scored 6th position within local companies as a top Brand of
Bangladesh which is awarded by BFF (Bangladesh Brand Forum).
3.6 Task and duties performed
As an internship student at Cocola Food Products LTD., it has been a very flexible and easy going
experience for me as I was going through some medical issues. I wasn’t really assigned with any
heavy task to do all by myself rather was told to follow and observe every movement of my
respected supervisor. Being the HR Manager, my supervisor mostly did the decision making and
other critical tasks. He was responsible for overseeing the job of every department working under
his supervision. I was to overlook how he manages certain situations and handles conflict and other
mischiefs from his subordinates.
After starting to work from home, I was given the responsibilities below:
 Check on their website for any customer query and provide feedback best of my knowledge
 Regularly check mail and clear out unnecessary and spam emails
 Properly write down requirements for vacant positions
 Check and sort out applicants form and resume
3.7 Work environment
Working at Cocola Food Products LTD. has been a great experience for me. I enjoyed working
there although I could not attend regularly due to certain reasons. My manager Md Zulfikar Ali is
a very talented and helpful person. During this whole time, he has been nothing but kind and
friendly to me. From my very own point of view what I have observed there is given below:
 The work environment is very welcoming and safe for any women
 The working hour was flexible for internship students
 Workers are very polite and sincere
 Office space was very nicely organized
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3.8 Facilities and constraints faced
Each and every company operates differently and their culture also varies from one another.
Working in such a huge company is extremely demanding and fortunately I had this opportunity.
The facilities and constraints that I have come across in this very limited time frame of my
internship program are as follows:
Facilities
 Office hour was flexible as I was an internship student

 Was allowed to work from home due to physical illness
 The manager was extremely helpful and supportive
 The manager always encouraged me to ask questions and learn something new regularly
 Privilege to create a strong communication network
 There were no conflicts or collision in office space
Constraints
 Three months was not enough to know the diverse activities of the organization
 No transportation facilities
 The confidentiality of majority of the information was one of the most important barriers
to conducting this study
 There were restrictions on access to some required secondary data
 Very little information can be found online about the company
3.9 Lessons learned from the practicum
During my internship, this was my best chance to meet different types of experts. I gained
professionalism and respect for deadlines. Through this practicum, I was able to learn more about
the workplace culture as well as the various duties and obligations that come with real-world
positions. I gained knowledge about how to interact with both strangers and professionals. How to
interact professionally, how to adjust to a new location, how to adjust to the work environment,
and how to perform efficiently under pressure. I also gained knowledge on time management,
including how to create a productive schedule and use the available time.
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Working at Cocola Foods Ltd was a completely different experience for me. At first, I was having
a hard time managing my time to attend the office as it is very far from where I locate. I was
nervous if I would be able to fulfill the task given to me but slowly I got used to it. I had no idea
how to deal with certain circumstances. The very first thing I have learned is punctuality which is
the biggest lesson of life. A punctual person can achieve anything if they want because they know
the value of time. The other things that I have learned are as follows:
 Organizational culture: Getting the chance to observe how an organization runs its day to
day activities was an amazing experience.
 Sincerity: workers are so sincere about everything and do their given tasks with hard work
and honesty.
 Time management: I was taught how to be serious about work and be on time no matter
what.
 Patience and politeness: I have learned that people won’t be always available to help or
cooperate and I had to be patient and deal with it politely.
38
Research Part
39
4.1 Background of the study
According to Mitchell and Lason (1987), job satisfaction is one of the important issues in
organizational behavior that has been studied by many scholars worldwide. Locke and Latham
(1990) suggest that job satisfaction is an interesting or positive emotion toward a job based on
personal working experiences and evaluations. In this way, job satisfaction is an attitude resulting
from how employees perceive their work to deliver the value is considered important to the
organization and themselves. According to Spector (1997), job satisfaction is the way employees
feel about the job and the various aspects of the job. It is the extent to which employees like
(satisfied with) or dislike (not satisfied with) their jobs. Robbins and Judge (2018) state that job
satisfaction refers to an individual’s overall attitude toward his or her job. A person with high job
satisfaction would keep a positive attitude toward his job while a person who is dissatisfied with
himself or his job would keep a negative attitude about his job. There are many factors that creates
impact on how employees feel about their job and if they are happy with it or not. An employee is
said to be content with their position when they find their work to be engaging, rewarding, and
reliable. Thus, a variety of factors contribute to occupational happiness. What a person anticipates
and what he or she obtains affects how satisfied they are with their jobs overall.
This report is conducted to find out what are the factors behind the satisfaction of employees at
their work. . During my employment at Cocola Foods Products Ltd. I get to know so many factors
that are affecting employee satisfaction such as the work stress, compensation criteria, rewarding
and other crucial elements.
4.2 Problem Statement
In earlier days, by the employee satisfaction we meant a good salary, more than one holiday, other
benefits, flexible work hour. But situation is totally different now, a person not only look for a
good salary but also a good environment, motivation from the supervisor and mostly a stress free
job. This report is done to find out the impact of different factors that causes employee satisfaction
in the work environment.
40
4.3 Research Objectives
 Board Objective
The broad objective of this study is to find out how different factors create an impact on
employee satisfaction level on their job.
 Specific Objectives
i. To identify the factors affecting the job satisfaction of employees.
ii. To analyze the impact of compensation, working condition, job stress and
participation in decision making on job satisfaction of employees.
iii. To find out the ratio of employee satisfaction at Cocola Food Products LTD.
4.4 Literature Review
Job Satisfaction
The term “job satisfaction” is derived from the humanities, psychology and
sociology. In the field of psychology, it is a state where an employee has an emotional
perception of his situation and reacts with feelings of pleasure or pain. In sociology, it is
considered a variable in different categories related to how each employee evaluates and
thinks about his work. Job satisfaction is closely related to the performance and quality of
work performed by an employee and, consequently, translates into the success of an
organization, because a satisfied employee builds and participates in the success of any
organization. Robbins (1996) found a strong correlation between job satisfaction and
organizational productivity. According to Wright and Cropanzano (2000), the most crucial
factor influencing employees' psychological health and happiness is their level of job
satisfaction. The happy emotional state a person has when they are happy with their job is
known as work satisfaction. Additionally, different employees have different levels of job
satisfaction.
When the employment satisfies an employee's expectations for job security,

professional advancement, work life balance, health and safety, relationship with
managers, working conditions, reward and recognition, participation in decision making
and sufficient compensation and benefits, this occurs. Each of these elements are extremely
crucial however there are a few that are a combination of a variety of factors and an
41
employee cannot unseen them when it comes to job satisfaction. Employees spend a
significant amount of time at work, therefore it's crucial to provide a supportive workplace
atmosphere that promotes their overall development. According to research, factors
including pay, opportunities for advancement, job security, and the culture of the workplace
have a significant impact on job satisfaction (Dalkrani and Dimitriadis, 2018). Employee
productivity is increased when comfortable workstations, sufficient air and lighting, and a
large work area are provided. This enhances their health and safety, satisfies personal
interests and comforts, makes it easier for them to accomplish a decent work, and facilitates
doing so, all of which contribute to overall pleasure. Employees prefer working in
environments that are not hazardous and unpleasant, according to research that have looked
at working conditions as a determinant in job satisfaction (Robbins, 1998).
Employee job satisfaction is known to be significantly influenced by wages and
pay. Money plays a crucial function in satisfying higher-level demands in addition to
assisting with the satisfaction of basic requirements. Pay scale reflects how management
views an employee’s contribution to the organization and recognizes and rewards the value
that an employee brings to the table. Ghazanfaf, et al (2011) found this study add a new
perspective on the basis of a new environmental settings to the existing evidence signifying
that the work motivation in the organizations is influenced by the satisfaction of the
employees with their compensation, which is offered by the organization. Likewise if a
person is unsure of his future at a firm, regardless of his good relationship with his
managers, he will keep switching jobs; while a person with a stable job has the opportunity
to advance in his career. When comparing a list of seven distinct employment traits, Clark
(2005) finds that job security is the one that is most frequently recognized as being the
most crucial. Three separate cross-sectional data sources are used by Blanchflower and
Oswald (1999) to demonstrate that the most negative influence on job satisfaction comes
from anticipating a job loss. Perceived job security, according to Geishecker (2009), is one
of the key elements of job contentment. Employees must be motivated and given the taste
of being empowered so that they will be more loyal and sincere in their work. Getting
recognition for their effort is somehow related to being able to participate in the decision
making process of the company and to know that their opinion is valued.
42
As the previous studies put more importance to some of the factors among all, those
are considered to be more effective in driving employee job satisfaction. Geishecker (2009)
states that perceived job security is one of the most important components of job
satisfaction. Yuli Triana (2017) discovered that compensation has an extremely
considerable impact on performance and job satisfaction. According to Bakotic & Babic
(2013), working conditions are a significant element in determining job satisfaction for
employees who work under challenging situations. As a result, these employees experience
job dissatisfaction due to this factor. Lange (2009) includes PDM within the category of
covariates encompassing values and beliefs. His study finds a significant and positive
impact of PDM on job satisfaction, with this impact being marginally stronger than other
factors. Thus, all these factors are narrowed down to four major factors affecting the
satisfaction level of jobs among employees. It includes job security, working conditions,
compensation and participation in decision making of a company. The factors are
elaborated further for better understanding.
Job Security
The significance of job security originates from the fact that it has a significant
impact on outcomes relating to the workplace. For example, job security is a crucial factor
in determining an employee's health (Kuhnert et al., 1989), their physical and mental
wellbeing (Burke, 1991; Jacobson, 1987, 1991; Kuhnert and Palmer, 1991), their likelihood
of leaving their jobs (Arnold and Feldman, 1982), their likelihood of remaining employed
(Ashford et al., 1989; Bhuian and Islam, 1996; Iverson and Roy, 1994), and their job
satisfaction. If an organization is unable to provide proper job security that ensures the
employees of a certain future at the firm, they are very likely to switch more often and feel
less productive.
Working Conditions
Robbins (2001) argues that since employees care about a comfortable physical
work environment, working conditions would affect job satisfaction. This will result in a
higher level of job satisfaction. Arnold and Feldman (1996) demonstrate that elements such
working includes factors including temperature, lighting, ventilation, hygiene, noise,
working hours, and resources. Employees may believe that unfavorable working conditions
43
will only result in poor production because their work requires a lot of both mental and
physical effort.
Compensation
According to Ram and Prabhakar (2018), compensation has a significant impact on
how satisfied employees are with their jobs. Higher levels of job satisfaction are more
common among employees who believe they are being fairly compensated for their labor.
Employers can increase employee happiness by providing competitive pay, incentives, and
perks.
Participation in decision making
Regardless of whether participation is formal or informal, employees who have a
say in choices that affect them are more likely to value the results. According to Daniels
and Bailey (1999; Latham et al. (1994); Pearson and Duffy (1999); Witt et al. (2000),
organizations use participation in decision making to take advantage of the motivating
impacts of greater employee involvement, job satisfaction, and organizational
commitment. Evidence demonstrates participation in decision making increases job
satisfaction by improving information access, decision outcomes ownership, and quality.
As the previous studies have found the immense effect of these certain factors more than other
factors, these are considered in the report to be the most significant of all.
44
4.5 Conceptual Framework
Due to the reasons in above mentioned studies, the factors that creates most significance are
considered here in the framework.
Job Security
Working Conditions
Job Satisfaction
Compensation
Participation in decision
making
Figure 05: Conceptual Framework
45
4.6 Research Methodology
4.6.1 Research Approach
A research approach is a strategy that includes phases from general hypotheses to specific methods
of data collecting, analysis, and interpretation. As a result, it depends on the type of research
problem being addressed.
This is quantitative research where I have followed the deductive approach, where the hypothesis
is developed based on the theory that already exists. A deductive approach is concerned with
“developing a hypothesis (or hypotheses) based on existing theory, and then designing a research
strategy to test the hypothesis”. Wilson, J. (2010).
4.6.2 Type of Research
I have conducted exploratory research for this study. Exploratory research is defined as study
conducted to learn more about an issue that is not well known. Explanatory research is a study that
uses hypothesis testing to explain the causal link between variables.
4.6.3 Method of Data Collection
This section highlights the process followed in collecting data and evaluating it. This research is
based on quantitative data.
Type of data used: Both primary and secondary data are being used.
 Primary data
Obtained from a survey through Likert Scale structured questionnaire from the employees
currently working in various departments of Cocola Food Products ltd.
 Secondary data
 Official website of the company and other websites
 Documents provided by my organizational supervisor
 Relevant books, journals, articles, online sources, etc.
46
4.6.4 Research instrument
The primary data is collected with the help of a questionnaire. The questionnaire is administrated
through direct mail to the target segment. Instruments used were as follows-
 Microsoft Word
 Microsoft Excel
 SPSS
 5-Point Likert Scale
4.6.5 Population and Sampling Method
 Population: 30 employees of Cocola Food Products ltd. Total population is denoted by

“N”. According to my investigation, the entire population consists of the current workers
at the head office of Cocola Food Products Ltd.
 Sample size: There are 18 participants in the sample. Sample size is represented by “n”.
Among the existing employees of Cocola Food Products Ltd. For my study, I have collected
18 responses from my colleagues. This sample size is inclusive of 15 male and 3 female
respondents.
 Sampling technique: In the dissertation, a non-probability; convenience sampling
technique has been used for this study. Convenience sampling is a non-probability
sampling method where units are selected for inclusion in the sample based on the
willingness to participate in the research. The researcher asks to a well-known employee
as sample who is convenient for the researcher to access the information.
 Sampling frame: The sampling frame consists of people who are the current employees.
47
Contact Method
I collected my survey data through questionnaire survey and collected information from the
respondents through google form. My data is a numeric value conversion.
4.6.6 Research Limitation
The limitations I had to face are given below:
 Lack of information: Unavailability of sufficient written documents as required for

making this study. In many cases, up to date information was not available.
 Lack of respondents: Employees were busy with their own work. There were meetings
and so many file works that they had to deal with time to time, so they were quite reluctant
to spend time participating in the survey.
 Time limitation: Time limitation was a huge factor that also contributed in this regard.
4.7 Budget Information

The total expenditure to prepare this report is as follows:
Description Amount (Taka)
Mobile & Internet Bill 1200
Printing and Photocopy 300
Transportation Cost 1500
Binding Cost and Others 500
Total 3500
Table 02: Budget Information
48
4.8 Project Timeline
The internship program consists of 12 weeks that is 3 months. We are given a variety of tasks
and responsibilities during this period.
I spent a total of 12 weeks preparing my report. The project activities that I had undertaken are
shown in the Gantt chart below:
Activities W1 W2 W3 W4 W5 W6 W7 W8 W9 W10 W11 W12

21st 28th 4th 11th 18th 25th 2nd 16th 23rd 30th 7th 13th
May May Jun Jun Jun Jun Jul Jul Jul Jul Aug Aug
Topic Selection
Data Collection &

Analysis
Prefatory Part
Introduction Part
Organization Part
Departmental Part
Research Part
Finding &
Conclusion
References & Final
Review
Error Checking &
Submission
Table 03: Gantt chart for project timeline
49
4.9 Hypothesis Development
Hypotheses are single tentative guesses, good hunches that are assumed for use in devising theory
or planning experiments intended to be given a direct experimental test when possible (Eric
Rogers, 1966). It is a conjectural statement of the relation between two or more independent and
dependent variables (Kerlinger, 1956).
From the discussion of the conceptual framework, there are few hypotheses formulated to test the
relationship between the independent variables and the dependent variable. The hypotheses
guiding this study are as follows:
Hypotheses 1 (H1)
H0: Job security does not influence job satisfaction.
H1: Job security influences job satisfaction.
Hypotheses 2 (H2)
H0: Working Conditions does not affect job satisfaction.
H1: Working Conditions affects job satisfaction.
Hypotheses 3 (H3)
H0: Compensation does not create any impact on job satisfaction.
H1: Compensation creates impact on job satisfaction.
Hypotheses 4 (H4)
H0: There is no positive connection between participation in decision making and job satisfaction.
H1: There is positive connection between participation in decision making and job satisfaction.
50
4.9.1 Hypothesis Scale (Likert Scale)
To analyze the data a 5-point Likert scale has been used. 5 stands for strongly agreed, 4 stands for
only agreed, 3 stands for neutral, 2 stands for disagreed, and 1 stands for strongly disagreed. The
scale has been shown below:
Opinion Weight
Strongly Disagree 1
Disagree 2
Neutral 3
Agree 4
Strongly Agree 5
Table 04: 5-point Likert Scale
51
4.10 Data Presentation and Analysis
For analysis of data – SPSS, Microsoft Word, Microsoft Excel, different tables and graphs were
used to make the data meaningful. Hypotheses were tested to derive a meaningful conclusion from
the empirical data.
4.10.1 Demographic Frequency Table
Frequency Percent Valid Percent Cumulative Percent
Gender Male 15 83.33 83.33 83.33
Female 3 16.67 16.67 100
Total 18 100.00 100.00

Age Below 30 3 16.7 16.7 16.7
31-40 7 38.9 38.9 55.6
41-50 8 44.4 44.4 100
Over 50 0 0 0 100
Total 18 100.00 100.00

Work Experience Less than 5 6 33.3 33.3 33.3
years
6-10 years 8 44.4 44.4 77.7
11-15 years 4 22.3 22.3 100
More than 15 0 0 0 100

years
Total 18 100.00 100.00
Table 05: Demographic Frequency Table
52
Interpretation
Table 05 shows frequency and percentage of demographic information for sample size n=18 and
collected data from 30 participant's to find out the relative impact of variables amongst each other.
Here, 83.33% respondents are male and only 16.67% are female. As for the age group, only 16.7%
respondents belong from (below 30 years) and about 38.9% respondents belong from (31-40
years), 44.4% belong from (41-50 years), and no one over the age of 50 years. Furthermore,
working experience comparison, the percentage of respondents with less than 5 years is 33.33%
and 44.4% are from 6-10 years of experience. A percentage of 22.3% responses fall in the 11-15
years of work experience. And no respondent with over 15 years of experience is currently working
at the company.
4.10.2 Frequency Distribution Table & Histogram
Hypotheses 1 (H1)
H0: Job security does not influence job satisfaction.
H1: Job security influences job satisfaction.
Frequency Distribution Table
Statistics
Job security influences job satisfaction
N Valid 18
Missing 0
Job security influences job satisfaction

Frequency Percent Valid Percent Cumulative
Percent
Valid Agree 9 50.0 50.0 50.0
Strongly Agree 9 50.0 50.0 100.0
Total 18 100.0 100.0
Table 06: Frequency Distribution Table (Hypothesis-1)
53
Interpretation
The frequency distribution table shows that in hypothesis 1, frequency of agree and strongly agree
are detected. Here, the percentage of both strongly agree and agree are equal. Half the respondents
chose agree while the other half chose strongly agree.
Histogram
Figure 06: Histogram (Hypothesis-1)
Interpretation
The histogram shows how frequently a value falls into a particular bin. In this histogram we can
see that most of the responses is between agree and strongly agree. There are responses indicating
half agree whereas the other half as strongly agree. No other response other than these two is
shown.
54
Visual Representation
Hypotheses 2 (H2)
H0: Working Conditions does not affect job satisfaction.
H1: Working Conditions affects job satisfaction.
Statistics
Working Conditions affects job satisfaction
N Valid 18
Missing 0
Working Conditions affects job satisfaction

Percent
Valid Agree 10 55.6 55.6 55.6
Total 18 100.0 100.0
55
Interpretation
are detected. The percentage of agree is way higher than strongly agree. The percentage of agree
is over 55%, whereas the percentage of strongly agree is over 44% which indicates a relatively
higher response in agree.
Histogram
Interpretation
In this histogram of hypothesis 2, we can see that all of the responses are between agree and
strongly agree. The percentage of agree is relatively high indicating about 10 responses. On the
other hand, the percentage of strongly agree is a little lower showing about more than 5 responses.
56
Hypotheses 3 (H3)
H0: Compensation does not create any impact on job satisfaction.
H1: Compensation creates impact on job satisfaction.
Statistics
Compensation creates impact on job satisfaction
N Valid 18
Missing 0
Compensation creates impact on job satisfaction

Percent
Valid Agree 12 66.7 66.7 66.7
Total 18 100.0 100.0
57
Interpretation
are detected. The percentage of agree is way higher than strongly agree. About 66.7% responses
shows agree and a total of 33.3% shows strongly agree whereas the percentage of other response
is not detected.
Histogram
Interpretation
strongly agree. The percentage of agree is relatively high indicating over 10 responses. On the
other hand, percentage of strongly agree is shown to be more than 5.
58
Hypotheses 4 (H4)
H0: There is no positive connection between participation in decision making and job satisfaction.
H1: There is positive connection between participation in decision making and job satisfaction.
Statistics
There is positive connection between participation in decision making and job
satisfaction
N Valid 18
Missing 0
There is positive connection between participation in decision making and job

satisfaction
Frequency Percent Valid Percent Cumulative Percent
Valid Agree 13 72.2 72.2 72.2

Total 18 100.0 100.0
59
Interpretation
are detected. The percentage of strongly agree is less than the percentage of agree. The percentage
of strongly agree is over 27%, whereas the percentage for agree is over 72%.
Histogram
Interpretation
strongly agree. The percentage of agree is relatively high indicating over 10 responses. On the
other hand, percentage of strongly agree is shown to be more than 5.
60
4.10.3 Scatter Plot
Hypothesis 1
Figure 10: Scatter Plot (Hypothesis-1)
61
Interpretation
In the scatterplot, Dependent variable (Job Satisfaction) is shown vertically and independent
variable (Job Security) is shown horizontally. In the line, data points are closer to the straight line.
It shows the correlation between two variable as positive relation. The line is upward slopping
indicating that when job security is increased, the satisfaction level for the job also increases.
Hypothesis 2
Interpretation
variable (Working Conditions) is shown horizontally. In the line, data points are closer to the
straight line. It shows the correlation between two variable as positive relation. The line is upward
slopping indicating that when favorable working conditions are provided, the satisfaction level for
the job also increases.
62
Hypothesis 3
Interpretation
variable (Compensation) is shown horizontally. In the line, data points are closer to the straight
line. It shows the correlation between two variable as positive relation. The line is upward slopping
indicating that when fair compensation is provided, the satisfaction level for the job also increases.
63
Hypothesis 4
Interpretation
variable (Participation in decision making) is shown horizontally. In the line, data points are closer
to the straight line. It shows the correlation between two variable as positive relation. The line is
upward slopping indicating that when employees are involved in the process of decision making,
the satisfaction level for the job also increases.
64
4.10.4 Descriptive Statistics
Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
Job security influences job 18 4 5 4.50 .514

satisfaction
Working Conditions affects job 18 4 5 4.44 .511
satisfaction
Compensation creates impact on job 18 4 5 4.33 .485
satisfaction
There is positive connection between 18 4 5 4.28 .461

participation in decision making and
job satisfaction
Valid N (list wise) 18
Table 10: Descriptive Statistics

Interpretation
 In here the descriptive statistics table shows that N=18. It has shown that there is no missing
or all of the respondent participated in the survey. The table shows that the information was
collected from these 18 respondents.
 For hypothesis 1, respondent response of minimum is 4 and maximum is 5. The mean score
is 4.50 and standard deviation is 0.514. This indicates that a significant number of
responded believe that job security influences job satisfaction.
 For hypothesis 2, respondent response of minimum is 4 and maximum is 5.The mean score
is 4.44 and standard deviation is 0.511. This indicates that a significant number of those
who responded believed that working conditions affects job satisfaction.
is 4.33 and standard deviation is 0.485. This indicates that a significant number of
respondents believed that compensation creates impact on job satisfaction.
is 4.28 and standard deviation is 0.461. This indicates that a significant number of those
who responded believed that there is positive connection between participation in decision
making and job satisfaction.
65
4.10.5 Hypothesis Test
Hypothesis 1
One-Sample Statistics
N Mean Std. Std. Error
Deviation Mean
Job security influences job 18 4.50 .514 .121
satisfaction
One-Sample Test
Test Value = 3
t df Sig. (2- Mean 95% Confidence Interval of

tailed) Difference the Difference
Lower Upper
Job security influences 12.369 17 .000 1.500 1.24 1.76

job satisfaction
Table 11: T-test for hypothesis-1

Interpretation
In the one –sample test table for the hypothesis 1, it shows that t vale is 12.369 and sig. (2-tailed)
or P value is .000. At 95 % confidence level, P<0.05.
In the conclusion, the null hypothesis is rejected.
Hypothesis 2
N Mean Std. Deviation Std. Error

Mean
Working Conditions affects 18 4.44 .511 .121

job satisfaction
66
One-Sample Test
Test Value = 3
t df Sig. (2-tailed) Mean 95% Confidence Interval of the

Difference Difference
Lower Upper
Working Conditions 11.985 17 .000 1.444 1.19 1.70

affects job satisfaction

Interpretation
Hypothesis 3
N Mean Std. Deviation Std. Error Mean
Compensation creates 18 4.33 .485 .114
impact on job satisfaction
One-Sample Test
Test Value = 3
Lower Upper
Compensation creates 11.662 17 .000 1.333 1.09 1.57

impact on job satisfaction
67
Interpretation
Hypothesis 4
N Mean Std. Deviation Std. Error Mean
There is positive connection 18 4.28 .461 .109
between participation in decision
making and job satisfaction
One-Sample Test
Test Value = 3
Lower Upper
There is positive connection 11.762 17 .000 1.278 1.05 1.51

between participation in
decision making and job
satisfaction
Interpretation
68
4.10.6 Bivariate Correlation
Correlations
Job Working Compensati There is Job
security Conditions on creates positive Satisfaction
influences affects job impact on connection
job satisfaction job between
satisfaction satisfaction participation in
decision
making and
job satisfaction
Job security influences Pearson 1 .224 .000 .124 .410

job satisfaction Correlation
Sig. (2-tailed) .372 1.000 .624 .091
N 18 18 18 18 18
Working Conditions Pearson .224 1 .079 .444 .311

affects job satisfaction Correlation
Sig. (2-tailed) .372 .755 .065 .208
N 18 18 18 18 18
Compensation creates Pearson .000 .079 1 .351 .058

impact on job Correlation
satisfaction Sig. (2-tailed) 1.000 .755 .153 .819
N 18 18 18 18 18
There is positive Pearson .124 .444 .351 1 .376

connection between Correlation
participation in decision Sig. (2-tailed) .624 .065 .153 .124
making and job
N 18 18 18 18 18
satisfaction
Job Satisfaction Pearson .410 .311 .058 .376 1

Correlation
Sig. (2-tailed) .091 .208 .819 .124
N 18 18 18 18 18
*. Correlation is significant at the 0.05 level (2-tailed).
Table 15: Bivariate Correlation
69
Interpretation
The stronger the relationship, the higher the absolute value of the Pearson correlation coefficient.
 Hypothesis 1 shows positive relationship with employee job satisfaction bearing .410. If
the p-value is less than the significance level, the sample contains sufficient evidence to
reject the null hypothesis. Here, p-value=.091. This p-value is less than any reasonable
significance level. Consequently, we can reject the null hypothesis and conclude that the
relationship is statistically or highly significant. Which can be interpreted as, job security
in the company plays crucial role on satisfaction level. Here P-value is less than 5%,
(r=0.410 and p=0.091).
relationship is statistically or highly significant. Which can be interpreted as, working
conditions in the company plays crucial role on satisfaction level. Here P-value is less than
5%, (r=0.311 and p=0.208).
 In hypothesis 3, the dependent variable is job satisfaction and independent variable is

compensation. So, the bivariate correlation is showing that the relation between employee’s
compensation and job satisfaction is positive (r=0.058 and p=0.819). The relationship
between independent and dependent variable is shown to be positive.
relationship is statistically or highly significant. Which can be interpreted as, job security
in the company plays crucial role on satisfaction level. Here P-value is less than 5%,
(r=0.376 and p =0.124).
70
4.10.7 Multiple Regression
Variables Entered/Removeda
Model Variables Entered Variables Removed Method
1 There is positive connection between . Enter

participation in decision making and job
satisfaction, Job security influences job
satisfaction, Compensation creates impact
on job satisfaction, Working Conditions
affects job satisfactionb
a. Dependent Variable: Job Satisfaction

b. All requested variables entered.
Coefficientsa
Model Unstandardized Coefficients Standardized t Sig.
Coefficients
B Std. Error Beta
1 (Constant) .600 2.294 .261 .798
Job security influences job satisfaction .468 .320 .345 1.464 .167
Working Conditions affects job .122 .357 .089 .342 .738
satisfaction
Compensation creates impact on job .276 .354 .192 .778 .450
satisfaction
There is positive connection between .546 .415 .361 1.317 .210
participation in decision making and job
satisfaction
Table 16: Coefficient
Interpretation
The above table shows that job security (t=1.464 and p>0.05), working conditions (t=0.342 and
p>0.05) and compensation (t=0.778 and p>0.05) is creating more impact to the satisfaction level
of job than participation in decision making (t=1.317and p<0.05).
71
4.10.8 ANOVA Table
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .562a .316 .105 .660
a. Predictors: (Constant), There is positive connection between participation in decision making and job
satisfaction, Job security influences job satisfaction, Compensation creates impact on job satisfaction, Working
Conditions affects job satisfaction
Table 17: Model Summery
Interpretation
In the model of summary table it shows that, R-square (.316) and adjusted R-square (.105) both
are smaller than the actual value of R (.562). Statistics shows that R-squared values are significant.
Thus, the entire model is accurate.
ANOVAa
Model Sum of df Mean F Sig.
Squares Square
1 Regression 2.614 4 .654 1.500 .259b
Residual 5.663 13 .436
Total 8.278 17
b. Predictors: (Constant), There is positive connection between participation in decision making and job
satisfaction, Job security influences job satisfaction, Compensation creates impact on job satisfaction, Working
Conditions affects job satisfaction
Table 18: ANOVA
Interpretation
This ANOVA table shows that how significantly well the model is. In the regression line F= 1.500.
In here sig. is 0.259 which is more than 0.05 significant level. If P < 0.05, it represent the
significance of the model and the value of it is greater and which is good. The table shows that the
model is well fit.
72
4.11 Findings
The findings of my report are listed below:
 Hypothesis 1
In hypothesis one, we can see that here, P value is .000, which is less than 0.05 so,
according to P value we can accept alternative hypothesis, and based on hypothesis we see
that, in here, about 50 % respondent agreed, 50% respondent strongly agreed. There are no
disagreement in this regard and no respondent chose to be neutral. That indicates the
rejection of null hypothesis and shows that there is positive relation between job security
and job satisfaction. Therefore, “Job security influences job satisfaction” is accepted.
 Hypothesis 2
In hypothesis two, we can see that here, P value is .000, which is less than 0.05 so,
that, it shows the percentage of strongly disagree 0%, disagree 0%, neutral 0%, agree
55.6% and strongly agree about 44.4%. That indicates the rejection of null hypothesis.
Therefore “Working Conditions affects job satisfaction.” is accepted.
 Hypothesis 3
66.7% and strongly agree 33.3%. That indicates the rejection of null hypothesis. So,
“Compensation creates impact on job satisfaction” is accepted.
 Hypothesis 4
72.2% and strongly agree 27.8%. That indicates the rejection of null hypothesis. Therefore,
“There is positive connection between participation in decision making and job
satisfaction” is accepted.
73
4.12 Recommendation
Employees are the resources of the organization and it is essential to keep them motivated and
satisfied towards their job. There are some recommendation based on the study that is given below:
 Since the majority of respondents concur that job security has positive relation with job
satisfaction and creates impact, the company should take some measure to keep them
inspired. Employee may become motivated and satisfied with their job if they’re provided
with stability and ensured job security.
 Since the majority of respondents concur that “working conditions can influence job
satisfaction” they can be ensured the following; proper safety and medical attention, safety
legislation and build up more employee benefit programs to keep them motivated.
 Since the majority of respondents concur that “compensation creates impact on job
satisfaction” the firm should provide rewards to the employee to increase their motivation
and provide fair compensation policy.
 Since the majority of respondents concur that “There is positive connection between
participation in decision making and job satisfaction” the company should take on some
measures and ensure that the workers are also involved in the decision making process
which will increase their confidence and they will feel more empowered.
74
5 Conclusion
Employee job satisfaction is incredibly important for a number of reasons. Firstly, when employees
are satisfied with their job, they are more likely to be productive and perform better. This is because
they are more engaged and motivated to do their work well. Additionally, satisfied employees are
more likely to stay with the company for longer periods of time, reducing employee turnover and
the associated costs of hiring and training new staff. From the employer's perspective, investing in
employee job satisfaction can lead to better overall company culture and reputation. Employees
who are happy with their jobs are more likely to speak positively about their employer and
recommend the company to others. This can lead to increased employee referrals and a more
positive public image. The major goal of this study was to determine the factors affecting job
satisfaction of employees at Cocola Food Products LTD. Finally, the goals are achieved with
proper findings, and recommendations are made to change the issue. Hopefully, this survey will
cause Cocola Food Products LTD. to consider employee work satisfaction in greater depth. The
growth and success of a company are highly dependent on employee satisfaction. Job satisfaction
can be increased by an effective, flexible organization, and motivated staff will try their hardest to
provide it. Overall, it is clear that employee job satisfaction is crucial for both employees and
employers. Companies should make it a priority to ensure that their employees are satisfied and
fulfilled in their roles, as this can have wide-ranging benefits for everyone involved.
75
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77
Appendix
Survey Questionnaire
An empirical study on the factors affecting job satisfaction of employees at Cocola Food
Products LTD.
My name is Nur Nahar. I am currently pursuing my MBA from International University of
Business Agriculture & Technology. And this survey is a requirement for my final report. This
survey is only for learning purpose and none of your personal information will be revealed to a
third party. It would be very kind of you, if you accurately respond to the questionnaire. Your
information will be used only for research purpose.
Name
Your answer
Age
o Below 30 years
o 31-40 years
o 41-50 years
o Above 50 years
Gender
o Male
o Female
o Prefer not to say
Designation
Your answer
Working Experience
o Less than 5 Years
o 6-10 Years
o 11-15 Years
o More than 15 Years
78
I feel that the company ensures proper job security for the employees which keeps me
satisfied.
o Strongly disagree
o Disagree
o Neutral
o Agree
o Strongly agree
The employee benefit programs influence me to perform better.

o Strongly disagree
o Disagree
o Neutral
o Agree
o Strongly agree
I am pleased with the overall pay policy of the Company.

o Strongly disagree
o Disagree
o Neutral
o Agree
o Strongly agree
The company values each member’s opinion and are encouraged to share their
thoughts in decision making which pleases me.
o Strongly disagree
o Disagree
o Neutral
o Agree
o Strongly agree
79
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An Empirical Study On The Factors Affecting Job Satisfaction.

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Table of Contents

SL. Topic name Page No.

2.2 Vision and Mission 21

2.3 Products List 21-23

2.4 Corporate Information 24

2.5 Organizational Hierarchy 25

Department & Work Assignment

3.2 Department Goals 34

3.3 Department Structure and Manpower 35

3.4 Departmental Activities 35

3.5 Departmental Achievements 36

3.6 Task and Duties Performed 36

3.7 Work Environment 36

3.9 Lessons learned from practicum 37-38

4.2 Problem Statement 40

4.3 Research Objectives 41

4.4 Literature Review 41-44

4.5 Conceptual Framework 45

4.6 Research Methodology 46

4.6.1 Research Approach 46

4.6.2 Type of Research 46

4.6.3 Method of Data Collection 46

4.6.4 Research Instruments 46

4.6.5 Population and Sampling Method 47

4.6.6 Research Limitation 48

4.7 Budget Information 48

4.8 Project Timeline 49

4.9 Hypothesis Development 50

4.9.1 Hypothesis Scale (Likert Scale) 51

4.10 Data Presentation and Analysis 52

4.10.1 Demographic Frequency Table 52

4.10.2 Frequency Distribution Table & Histogram 53-61

4.10.3 Scatter Plot 61-64

4.10.4 Descriptive Statistics 65

4.10.6 Bivariate Correlation 69-70

4.10.7 Multiple Regression 71

4.10.8 ANOVA Table 72

03 Gantt Chart for Project Timeline

04 5-Point Likert Scale

05 Demographic Frequency Table

06 Frequency Distribution Table (Hypothesis-1)

07 Frequency Distribution Table (Hypothesis-2)

08 Frequency Distribution Table (Hypothesis-3)

09 Frequency Distribution Table (Hypothesis-4)

11 T-Test for Hypothesis-1

12 T-Test for Hypothesis-2

13 T-Test for Hypothesis-3

14 T-Test for Hypothesis-4

01 Organizational Hierarchy of Cocola Food Products LTD.

04 HR Team Structure of Cocola Food Products LTD.

10 Scatter Plot (Hypothesis-1)

11 Scatter Plot (Hypothesis-2)

12 Scatter Plot (Hypothesis-3)

13 Scatter Plot (Hypothesis-4)

1.2.1 Broad Objective

1.2.2 Specific Objectives

To obtain the aforementioned objective, the specific objectives are as follows:

 To get an illustrated view of Cocola Food Products LTD.

1.3 Scope and Limitations

1987: Cocola expanded its operation in Tongi Factory.

2003: Cocola started producing biscuits in full automatic biscuit machine.

2.2 Vision and Mission

2.3 Products list