The Relationship Between Employee Motivation and Job Satisfaction

The provided assignment content appears to be a collection of academic sources and research papers related to employee motivation, engagement, and well-being. The sources cover topics such as job satisfaction, organizational culture, and performance management. Additionally, the content includes a questionnaire for staff and managers aimed at understanding their motivations and perceptions about their work environment.

BUSINESS INTEGRATION
PROJECT

TABLE OF CONTENTS
INTRODUCTION..............................................................................................................1
Background of the company.........................................................................................2
Research aim & Objectives..........................................................................................2
Research questions......................................................................................................2
Expected Outcomes.....................................................................................................2
Academic Area and general business context of the problem......................................3
LITERATURE REVIEW....................................................................................................4
Employee Satisfaction..................................................................................................4
Organizational performance.........................................................................................4
An analysis of the staff and employee satisfaction approach use by the 3 mobile.......6
To determine the different factors and how these factor influence in the satisfaction
level of 3mobile employees..........................................................................................6
RESEARCH METHODOLOGY........................................................................................8
Introduction...................................................................................................................8
Research approach......................................................................................................8
Research Philosophy....................................................................................................8
Research Design..........................................................................................................8
Data Collection............................................................................................................. 9
Sampling.....................................................................................................................10
Data Analysis..............................................................................................................10
Ethical Issues............................................................................................................. 10
QUESTIONNAIRE FOR STAFF AND MANAGERS......................................................11
EVALUATION AND ANALYSIS.....................................................................................14
Findings...................................................................................................................... 14
Analysis...................................................................................................................... 20
Summary of the Findings............................................................................................27
CONCLUSION............................................................................................................... 28
REFERENCES...............................................................................................................29

INTRODUCTION
One of the most important things which matters to an individual who is working in
an organization is job satisfaction (Albrecht, 2012). It plays a crucial role in the
performance of the business because there is a direct connection between employee
satisfaction and firm’s performance. It is impossible for corporates to achieve their goals
and objectives without the support from the workforce (Albrecht, 2012).
Employees are the real people behind success and their efforts are significant.
There is a need of satisfied and motivated workforce who is capable of achieving
extraordinary results. Workers contribute towards achievement of targets, productivity
and quality of work (Price, 2011). Companies need to make plans about staff dedication
and commitment and how it can be improved. Focus is to be made on strengthening
their commitment towards the business. Increasing staff satisfaction is very significant
factor for the success of firm (Schein, 2010). Customer satisfaction is expected to be a
natural corollary of satisfaction and ultimately, company’s success is the result of those
two factors (Cattermole, Johnson and Roberts, 2013).
There is a need to establish a work environment where employees can give
quality response for the needs of the consumers. It acts as the key to pull the service-
profit chain of the business (Qualls, 2008). Satisfied employees render good
performance as compared to dissatisfy ones. It not only enhances the productivity but
also increases the quality of the work.
There is a cause and effect relationship between these factors. It is not feasible
to uphold customer loyalty without employee loyalty. The service depends upon the
company who offers that service. Roberts, (2013), three factors cannot be enforced on
people such as loyalty, devotion and volunteerism. It can be enforced only through
providing them an encouraging and satisfying work environment
Employees are the financial backbone of company. Their efforts increase the
profitability and revenues for business (Hafeez and Aburawi, 2013). They are also
responsible for making the organization capable of fighting with the competitors for the
purpose of achieving the competitive edges (Qualls, 2008). They also contribute to the
framing of long term business strategies.
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Many researchers such as Dressler, (2004), Erez, M., Kleinbeck and Thierry, (2012),
etchave performed studies on the subject of employee satisfaction. All have been
successful in proving their point of view. Their contribution is very valuable towards the
research field. It is expected that this research study will also contribute significantly
towards the subject of employee satisfaction.
This study has been undertaken to discover the impact of employee satisfaction
on business of the company. For that purpose, 3mobile Network Company has been
taken which is based in UK. The research will seek to find out the factors which affect
the performance of the staff in the organization. The researcher is looking for both
intrinsic as well extrinsic factors for this research. These groups of employees are the
people that are working in different departments of 3mobile Network Company. Through
investigating employee satisfaction at 3Mobile, its impact on the business performance
is discovered.
Background of the company:
3mobile UK operation was established in 2003. 3mobile was the first 3G mobile
network introduced by any mobile network company (Three mobile, about us. 2015). In
addition, in three years’ time 3mobile made a very good image in market by taking
different steps like giving excellent services, offering the cheap contracts for mobile
phones and internet devices. 3mobile almost have 3, 00000 employees around 350
stores all over the UK. Nearly on every high street 3mobile has a store (Three mobile,
about us, 2015). Every store of 3mobile provides excellent quality of service by giving
valuable contract deals on identical devises mobile phones, dongles, Wi-Fi devises,
Sims etc according to the customer requirements and satisfaction. 3mobile also provide
customers with complaint forms regarding any service problem without any hesitation.
The purpose of this report is to investigate the impact of employee satisfaction on
3mobile’s performance in the market. It will identify how its employees are contributing
towards the company’s goals and objectives, how they are performing.
Research aim & Objectives:
The overall aim of this study is to investigate the impact of employee satisfaction
on 3mobile performances in market. The following objectives have been laid down:
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 To analyse the staff and employee satisfaction approaches used by the 3mobile
management.
 To determine the different factors affecting employee satisfaction at 3mobile
 To determine how the above factors influence in the employee satisfaction level
at 3mobile (UK).
Research questions:
 What is the impact of employee satisfaction on business performance of
3mobile?
 What is the current level of employee`s satisfaction prevailing in 3mobile?
Expected Outcomes:
After investigating, theexpectedoutcomes will becompared with the matched
findings in the literature review. It is anticipated that there will be a link to thesatisfaction
of employee and the performance of organization.
This case study describethe satisfaction theories to inspire thesatisfaction
ofworkforceand performance of organisation (Sutherland, 2013). The idea and
acceptance of this study will be constructing on refinement of employee satisfaction to
boost the organization performance in 3mobile.
Academic Area and general business context of the problem:
According toAlbrecht, (2012)the current business environment is changing very
often with advanced technology and high level of competition in this competitive market.
According to Qualls, (2008), it is important for an organisation to be persuasive
with their needs and their performance. Also by the satisfaction of their employee and to
continue to motivate them in different ways like verbally, giving some rewards to operate
the business fairly and smoothly in order to achieve organisation goals and targets.
According to Lauby, (2005), in all organizations, everyone is independently
focused on the best opportunities according to their ability and grip. Satisfaction plays
an important role in enhancing the performance of employees (Roberts, 2013).
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LITERATURE REVIEW
Employee Satisfaction:
This section is all about the academic theory underpinning the research. It also
evaluates the findings and results of existing research studies. These are job
satisfaction, performance and organizational performance.
The subject of employee satisfaction has gained huge attention throughout the
history of organizational and behavioural research. It is a general understanding that job
satisfaction is an attitude towards job and the company’s performance relies on staff
satisfaction (Nohria, Groysberg and Lee, 2008). According to Qualls, (2008), Employees
who are satisfied keep positive attitude towards the job, on the other side those who are
dissatisfied keeps negative attitude.
According to Lauby, (2005), it is a fact that employee satisfaction acts the most
intimate issue within the business. It is a multi-factorial construct and consists of basic
factor and excitement factors. According to Hakala, (2008) Basic factors are the
minimum needs that cause dissatisfactionOn the other side excitement factors leads to
increase in satisfaction when performance is high. It is to be noted that it is closely
related to productivity which is further related to company’s profitability.
According to Nohria, Groysberg and Lee (2008), It is nearly linked to the quality
of service and customer satisfaction in results it’s linked to the organization profitability.
It plays a vital role to upgrade or increase the profitability of organization, quality of
service and products, as well as improving the operational performance of organization
(Cattermole, Johnson and Roberts, 2013). Employee’s satisfaction is difficult to attain
and calibre impacts at service organization. To attain the goals, quality and profitability
at organization, it is elemental and without it service organization cannot think of being
successful (Rachel ET all, 2008).
Organizational performance:
The level of research on relationship between satisfaction and company’s
performance continues to grow (Cattermole Johnson and Roberts, 2013). The
productivity and efficiency are attained through satisfying employers. It can be done
through remaining responsive to their professional and physiological needs. According
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to Compton and et.al. (2009), there is a positive correlation between job attitudes of
individuals and their performance. A meta-analysis performed by Compton and et.al.,
(2009), also discovered that there is a positive correlation between satisfaction and
factors like motivation, job performance, and jobinvolvement. According toDressler,
(2004), there is a positive relationship between satisfaction and factors like productivity,
profits, turnover, and customer satisfaction. The research was performed in nearly 8000
business units in 36 companies across the five continents of the world.
According toFarnham and Stevens, (2000), employee satisfaction has a great
impact on company’s financial l and market performance. The Corporate Leadership
Council also conducted investigation on 40 companies that are listed on the top 100 of
Fortune 500 firms in 2005. As per the results of study, employee satisfaction behaviour
and turnover predicted the following year’s profitability and these were found to be
strongly correlated with customer satisfaction.
A survey was conducted by Görgens-Albino and Kusek (2009), on several
multinational companies discovered that employee satisfaction as well as increased
turnover is the major contributors of long term shareholder returns. On the contrary, the
dissatisfaction arises from poor workplace environments which lead to decrease in the
business productivity ultimately leading poor performance.
According to Golafshani, (2003), it is very important that organization should
create an environment which can increase the satisfaction level of the workforce. It is
because this creates a positive impact on the loyalty and confidence of the employees.
It enhances the quality of outputs and also leads to increase in the productivity (Griffin
and Annulis, 2013). The satisfied ones are of the perception that company will render
more benefits in the long run and because of that they are more concerned about the
quality of work and show more commitment towards the company. It is a sign of
organizational citizenship behaviours.
According to Hafeez and Aburawi, (2013), satisfied individual have higher
retention rates and they are more productive. On the opposite, when they are not
satisfied, it affects their physical and mental health in negative manner. If appropriate
steps are taken to improve then overall success of the organization can be enhanced
and then results can be improved productivity, high profits, and better performance
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With regard to the service industry it has been revealed from substantial research
evidence (Qualls, 2008) that there is a positive association between employee
satisfaction and customer satisfaction. A very pleasant work environment results in
satisfied employees who are both loyal to the company and are capable of offering
great services to the customers (Albrecht, 2012). It is very beneficial in terms of the
business as it promotes aspects such as repetitive purchasing and loyalty.
An analysis of the staff and employee satisfaction approach used by the firms
In this consideration, it is important to identify the identical type of satisfaction
and motivational theories and how those theories are related with the employee’s
satisfaction and organization performance (Price, 2011). Further, the organization
success is absolutely depending on employee’s satisfaction and independent approach
of employee performance (Price, 2011). Some of the conceptual approaches have been
used to investigate the employee’s job satisfaction.
According to Roberts, (2013), Cognitive judgement approach is including
discrepancy theory and equity theory. The next approach is social influence approach,
and this approach including the social information-processing theory and the
dispositional approach. Dissatisfaction happens because the received amount is less
than the desired amount (Qualls, 2008). So the most dominant satisfaction employees
believe from their jobs are mentally demanding work, equitable pay and other bonuses,
encouraging working conditions and helpful colleagues.
According to Sutherland, (2013), Socialinformation-processing theory proposes
that employee’s perceptions and the merit they assume are assembled from information
in the social environment. For example: for their past behaviour and what co-workers
think.
Employees utilize this information in expanding their perceptions of the
meaningfulness; significance and diversity in their jobs, and this in turn influence their
identified job satisfaction (Roberts, 2013).
The dispositional approach is to explain the job satisfaction. It explained that the
person’s job satisfaction is the deliberation of a person’s common proneness to observe
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positive or negative about life in general and is therefore independent of the job
(Sutherland, 2013).
Furthermore, the employee satisfaction approach can improved by implementing
different eras like employee convenience and satisfaction, increasing the productively of
employee, using the attraction and retention tools for talented employees and greater
workforce mobility. It also includes higher suppleness in business operations, producing
a wonderful work environment, help the staff to bond with one other and beware of
micro-management.
To determine different factors and the way these factors influence in the
satisfaction level of employees
Employee’s satisfaction is a key part for an organization performance because if
employees are very satisfied or motivated with their work place then the organization
automatically starts performing well (Lauby, 2005). Moreover, if the employees are not
satisfied with their work place or organization then they cannot achieve the organization
goals and targets
According to Schein, (2010), Moreover, the employee job satisfaction determines
three very important dimensions. It cannot be seen but can only be inferred. Employee
satisfaction is also determined by the outcomes of expectations. For example; in an
organization an employee feels like they are working very hard and much better than
others and they are getting just fewer rewards, then they will probably be having a
negative impact on the work, the boss, co-workers (Motivating Employees. 2015).
On the other hand, if they feel like they are treated very well and paid equitably,
then they will have a positive impact towards the work and they will be satisfied
(Thomas, 2010).
There are some influencing factors such as work environment, pay, promotion,
co-workers and supervision, working conditions, relationship with superior, opportunities
and job security, also including technological challenges and respect, reward system,
level of freedom and authority, decision making authority etc. (Schein, 2010).
The motive of this research is to balance the relationship between the employee
satisfaction and organizational performance. It also provides more ideas to mentors
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regarding how to apply satisfaction theory to satisfy the employees. So that it can be
attempted in a suitable procedure in an organization.Moreover, this proposed research
is very dominant for 3mobile since this research provides the idea about what areas
could be refined to increase the organization performance with divergent group of
employee satisfaction.
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RESEARCH METHODOLOGY
Introduction:
This section is developed in order to discuss about the research tools and
techniques that are being used to completed the research. It is a path that helps
researcher in gaining data from varied sources and analysing the same for developing
conclusion out of it. In these areas, discussion is made on approach, philosophy,
design, data collection, and analysis, sampling and ethical aspects.
Research approach:
Approach refers to the path from which research can be carried so that ultimate
objective can be attained. In this regard, inductive and deductive are two set of
approach that can be used for attaining results. Since, present report focuses on
identifying the impact of employee satisfaction on 3mobile performance, therefore
inductive approach is being applied.
With this, data can be collected from the employees and customers of 3mobile
and same will be analysed in order to develop theory out of it (Blaxter and et.al. 2006).
In this context, results of this study can be applied to other organization also in order to
ascertain the impact of employee satisfaction over business performance. This will
essentially aids in developing better policies so that overall satisfaction level of
employees can be developed.
Research Design:
Design refers to the blueprint of the study through which researcher is able to
conduct the study in desired manner. This includes exploratory, descriptive, case study,
causal and related. In present research, exploratory research is been impart with a
motive to gain new insight within subject matter.
In this, data will be collected from managers, staff and customers of 3Mobile so
that new knowledge with respect to employee satisfaction and business performance
can be attained (Golafshani, 2003).
Since, this topic is not been explored much therefore, efforts have been
incorporated for the same so that actual impact can be assessed. In addition to it, if
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other research design have applied then it would only support in describing the
responses through which key objectives will not be attained. Moreover, case study
would have confined the research scope.
Therefore, considering all these aspects, exploratory study has been taken into
account. This certainly helped in identifying the actual impact of employee satisfaction
on business performance of 3Mobile.
Data Collection:
For any research, it is required to collect various data so that research can be
carried out and valid results can be attained. In this context, present research has
collected data from both the sources i.e. primary and secondary sources so that key
information can be collected. This helped in identifying key data that is required to
complete the research in every sense. In this regard, primary data has been collected
with the help of questionnaire in which data is collected from the employees of company
(Axinn and Pearce, 2006). Sample size of 50 respondents will be selected.
In this context, both open and close ended questions have been asked to the
respondents that eventuality helped in gaining actual and specific information from
participants (Creswell, 2013). This also minimizes the chances of gaining inappropriate
answer for the questions asked. Through this, key motive of study gets attained and
hence, researcher is able to develop a sound conclusion based on it. Apart from it, data
is even collected from secondary sources so that theoretical concept can be
acknowledged by the researcher. In this regard, data is collected from sources like
books, journals, magazines, online articles, newspaper, magazines and other related.
Sampling:
It is required to divide whole population into smaller number so that data can be
collected in an organized manner. Also, it is not possible to involve each and every
member in research due to constraint of time and cost. For this research, combination
of convenience and purposive sampling has been adopted. This sampling approach is
appropriate because it assists in selecting sample on the basis of judgement and
interest. These employees are from departments such as sales, administration, human
resources, technical, marketing, research & development and operations.
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.
Data Analysis:
In order to attain the results, it is required to analyse the data appropriately. For
this purpose, qualitative and quantitative are two set of data analysis tools that can be
applied for developing the conclusion (Hoy, 2009). In this regard, present research has
incorporated quantitative measures for analysing the data attained from two set of
sample. Under this, SPSS is been used for applying the statistical tool and test.
Through this, quantifiable result is attained that is more reliable than that of quantitative
measures. In addition to it, quantitative data cannot be manipulated unlike qualitative
data and therefore same is applied for developing sound conclusion (Friese, 2012).
With the help of it, researcher is able to gain results which is been interpreted in order to
develop findings from it. From this, actual result is attained that helps in developing
appropriate conclusion.
Ethical Issues:
For research ethics there are many virtuous troubles includes with secondary
data gathering information for example: illegal access of websites and fleshly library.
Formerly, acceptance of concerned power will be draw to the access of physical library
(Collis and Hussey, 2014).
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EVALUATION AND ANALYSIS
Findings
Gender
FrequencyPercent Valid
Percent
Cumulative
Percent
Valid
male 39 55.7 78.0 78.0
female 11 15.7 22.0 100.0
Total 50 71.4 100.0
Missing System 20 28.6
Total 70 100.0
Age
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Under 30 years 24 34.3 48.0 48.0
31 – 40 years 12 17.1 24.0 72.0
41 – 50 years 8 11.4 16.0 88.0
51 years &
above 6 8.6 12.0 100.0
Total 50 71.4 100.0
Missing System 20 28.6
Total 70 100.0
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Are you willing to offer more efforts to the job?
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
yes 27 38.6 54.0 54.0
no 23 32.9 46.0 100.0
Total 50 71.4 100.0
Missing System 20 28.6
Total 70 100.0
What kind of awards motivates you the most?
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Intrinsic
rewards 30 42.9 60.0 60.0
extrinsic
rewards 20 28.6 40.0 100.0
Total 50 71.4 100.0
Missing System 20 28.6
Total 70 100.0
Are you satisfied with the rules and regulations of the
organization?
Frequency Percent Valid
Percent
Cumulative
Percent
Valid Satisfied 20 28.6 40.0 40.0
highly satisfied 16 22.9 32.0 72.0
Dissatisfied 7 10.0 14.0 86.0
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highly
dissatisfied 7 10.0 14.0 100.0
Total 50 71.4 100.0
Missing System 20 28.6
Total 70 100.0
Do you feel encouraged to come up with new and better ways of
doing things
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Strongly disagree 14 20.0 28.0 28.0
Somewhat
disagree 14 20.0 28.0 56.0
Somewhat agree 15 21.4 30.0 86.0
Strongly agree 7 10.0 14.0 100.0
Total 50 71.4 100.0
Missing System 20 28.6
Total 70 100.0
Does your work gives a feeling of personal accomplishment
Frequency Percent Valid
Percent
Cumulative
Percent
Valid Strongly disagree 4 5.7 8.0 8.0
Somewhat disagree 8 11.4 16.0 24.0
Neither agree nor
disagree
13 18.6 26.0 50.0
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Somewhat agree 14 20.0 28.0 78.0
Strongly agree 11 15.7 22.0 100.0
Total 50 71.4 100.0
Missing System 20 28.6
Total 70 100.0
Do you have the resources to do your job well
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Strongly disagree 14 20.0 28.0 28.0
Somewhat disagree 9 12.9 18.0 46.0
Neither agree nor
disagree 6 8.6 12.0 58.0
Somewhat agree 11 15.7 22.0 80.0
Strongly agree 10 14.3 20.0 100.0
Total 50 71.4 100.0
Missing System 20 28.6
Total 70 100.0
Do you have clearly identified goals
Frequency Percent Valid
Percent
Cumulative
Percent
Valid Strongly disagree 21 30.0 42.0 42.0
Somewhat
disagree 12 17.1 24.0 66.0
Somewhat agree 14 20.0 28.0 94.0
Strongly agree 3 4.3 6.0 100.0
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Total 50 71.4 100.0
Missing System 20 28.6
Total 70 100.0
Do you agree that problems of the customers are solved effectively
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Strongly disagree 9 12.9 18.0 18.0
Somewhat disagree 7 10.0 14.0 32.0
Neither agree nor
disagree 6 8.6 12.0 44.0
Somewhat agree 16 22.9 32.0 76.0
Strongly agree 12 17.1 24.0 100.0
Total 50 71.4 100.0
Missing System 20 28.6
Total 70 100.0
How satisfied are you with the opportunity to get a better position
in the organization?
Frequency Percent Valid
Percent
Cumulative
Percent
Valid
Satisfied 16 22.9 32.0 32.0
Highly satisfied 12 17.1 24.0 56.0
Dissatisfied 12 17.1 24.0 80.0
Highly
dissatisfied 10 14.3 20.0 100.0
Total 50 71.4 100.0
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Missing System 20 28.6
Total 70 100.0
Analysis:
From the above findings it can be analyzed that 78% of the staff were male and
22% of the staff were female. It shows that proportion of male employees within the 3G
mobile is higher as compared to female employees.
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From the above graph, it can be interpreted that 48% of the sample belongs to
age less than 30 years. 24% of the sample belongs to age group of 31-40 years. 16% of
the people belong to age group of 41-50 years and 12% belongs to 51 years and above.
From this, it can be interpreted that majority of employee population at 3Mobile
company are young. It is evident from the fact that company always welcomes new and
fresh talent. In the present context, many young individuals are emerging with
innovative talent and skills. These skills are proving benefits for company’s
performance.
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The respondents were asked whether they are willing to contribute more efforts
towards their job. On getting the responses it was realized that 54% of the sample are
more willing to render efforts towards their respective job while other 46% are not.
Different types of responses were gathered from the participants. This shows that
employees at 3Mobile are little dissatisfied and it is affecting company’s performance in
the form of poor sales, bad profitability, etc. Employees are not ready to give hard
efforts because of lack of recognition and rewards.
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The respondents were asked about the factors which motivates them the most.
On getting the responses it was derived that 60% of the sample believes that it is
intrinsic rewards and 40% of the people believes that it is extrinsic rewards.
This shows that popularity of intrinsic rewards has increased significantly among
employees these days. The motivational dynamics have been changed in a dramatic
manner in order to reflect new work requirements and changed worker expectations.
The intrinsic rewards can be used to build a high engagement culture.
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This question was asked in order to identify what kind of rewards attracts you the
most. On getting the responses it was derived that 74% of the sample feels that
financial rewards are very attractive while 26% of the respondents feels that non-
financial rewards are satisfactory.
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The motive of the researcher was to know whether respondents are satisfied with
the rules and regulations of the company or not. On getting the responses it was
derived that 40% of people were satisfied, 32% of the people were highly satisfied, 14%
of them were dissatisfied and 14% of them were highly dissatisfied.
The purpose of the researcher was to identify whether employees feel
encouraged to come with new things and better ways of doing things within the
organization. On getting the responses it was realized that, 56% of the sample were
disagree with the statement, 30% of them were somewhat agree with the statement and
14% of them were strongly agree with it.
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The respondents were asked whether their work gives them the feeling of
personal accomplishment or not. On getting the responses it was identified that 8% of
them strongly disagree, 16% of them somewhat disagree, 25% of them were neither
agree nor disagree, 28% of them somewhat agree and 22% of them strongly agrees.
The respondents were asked whether they have the resources to do the job well.
On getting the responses it was derived that 28% of them strongly disagree, 18% of
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them somewhat disagree, 12% of them neither agree nor disagree, 22% of them
somewhat agree and 20% of them strongly agrees.
The respondents were asked whether problems of the customers are solved in
effective manner or not. On getting the responses it was realized that 18% of them
strongly disagree, 14% of them somewhat disagree, 12% of them neither agree nor
disagree, 32% of them somewhat agree and 24% of them strongly agree.
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The respondents were asked whether employees are satisfied with the
opportunity to get a better position in the organization. On getting the responses it was
realized that 32% of them were satisfied, 24% of them were highly satisfied, 24% of
them were dissatisfied and 20% of them were highly dissatisfied.
Summary of the primary Findings:
 From the primary research performed it can be said that there is very significant
impact of job satisfaction on company’s performance. This is because; if the
employees will not perform well, then business will not be able to achieve its
goals and objectives. There is a need of putting hard efforts from the workforce
so that improved sales and high profitability can be achieved.
 Employees at the higher levels tend to derive more satisfaction from intrinsic
rewards. While employees at lower levels tends to derive more satisfaction from
extrinsic rewards. It is because; when people shifted to higher levels, they tend to
expect more in the form of recognition, appreciation and in physiological manner.
However, employees on the lower level remain satisfied with the salary and
financial rewards.
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 Financial rewards are considered to be very attractive because money has been
identified as the biggest motivating factor among human resources. It inspires
them in a great manner. Further, these rewards are directly related to the
employee satisfaction.
 Financial benefits, rewards, promotion plays an important role in satisfying,
retaining and attracting employees.
 It can also be summarized that 3Mobile needs to motivate and satisfy its staff
members so that they can contribute their maximum towards business goals and
objectives.
CONCLUSION:
From the above study it can be concluded that employees are the assets for an
organization. These people are responsible for success of the business. They are the
reason behind satisfaction to the clients and customers. Currently the employees in
3mobile are not satisfied with their job. They are looking for more effective rewards and
benefits for their efforts. In such scenario, company is required to adopt a more effective
approach for motivation. They need to understand that expectations of their employees
and make them realize the importance of goals and objectives of the organization. It is
very important that organization should create an environment which can increase the
satisfaction level of the workforce. It is because this creates a positive impact on the
loyalty and confidence of the employees.
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Appendix
QUESTIONNAIRE FOR STAFF AND MANAGERS
Name:
Gender
 Male
 Female
Age
 Under 30 years
 31 – 40 years
 41 – 50 years
 51 years & above
Position in the organization:
What kind of awards motivates you the most?
 Intrinsic awards
 Extrinsic rewards
Are you willing to offer more efforts to the job?
 Yes
 No
Which kind of rewards attracts you the most?
 Financial rewards
 Non-financial rewards
Are you satisfied with the rules and regulations of the organization?
 Satisfied
 Highly satisfied
 Dissatisfied
30