Report on Employee Satisfaction Survey - CIPD Certification Module 2

This report presents an analysis of an employee satisfaction survey conducted within an organization, as part of CIPD Certification Module 2. The survey explores various aspects of employee satisfaction, including their level of service, overall job satisfaction, drivers of motivation, and factors contributing to dissatisfaction. The findings reveal that a significant portion of employees are not satisfied, primarily due to remuneration and facilities. The report highlights the importance of aligning remuneration with industry standards and addressing concerns related to job roles and HR policies to improve employee satisfaction and reduce turnover. Desklib provides past papers and solved assignments for students.

Running head: CIPD
CIPD Certification Module 2
Name of the Student
Name of the University
Author’s note

1CIPD
Assignment - 3RAI Part A
The survey questions:
 Your level of service in the company?
High
Medium
Low
 Are you satisfied with the work in the company?
Yes
No
Indifferent
 What are the drivers of motivation for you in the organisation?
Job role
Work environment
Remuneration and facilities
 What are the factors that you dislike the most about the organisation?
HR policies
Job role
Remuneration and facilities

2CIPD
Your level of service in the company?
High
Medium
Low
150 people in an organisation were approached for their insights regarding the level of
satisfaction in the organisation. Out of 150, 100 people replied to the survey; the level of their
service has been recorded to understand the basic demographic of the segmentation in the
company (Ferris et al. 2013). The high level are the managers in the company, where as the
people in the medium group are the supervisors. On the other hand the people in the lower level
are the ones responsible for the operations of the business (Ferris et al. 2013).

3CIPD
20
45
35
Are you satisfied with your job?
Yes
No
Indifferent
Out of the 100 people only 20 of them has mentioned that they are satisfied with their
association with the organisation. Job satisfaction is the level at which the people are content
with the work they do and their association with the organisation. It is important for a company
to ensure that there is job satisfaction among the people of the organisation in order to avoid bad
reputation and employee turnover as well (Ferris et al. 2013). It has been observed that out of
100, 45 people say that they are not satisfied in the organisation and then the management must
take decisions to find out the issues and grievances of the people ((Van Scheers and Botha 2014).

4CIPD
Job role Salary Work environment
0
5
10
15
20
25
22
12
21
What are the drivers of motivation for you in
the organisation?
Series 1
Motivation is the inspiration of performing a task, it is important for a company to
maintain motivation among the people or to keep them encouraged so that they perform better
and do not plan on leaving the organisation. The people who were indifferent and said that they
were satisfied with the association with the organisation were asked about their source of
motivation. The three options that are chosen are based on the most common attributes; the day
to day responsibility of a person is one of the major reasons for not liking the job (Wong and
Laschinger 2013). For example a person who is an accountant is assigned the job in marketing.
The work environment is important and remuneration is also important as these are the major
aspects for a person to join a job. It seems form the survey that people enjoy the job role and the
remuneration among the ones who have shown positive implication of job satisfaction (Van
Scheers and Botha 2014).

5CIPD
HR policies
Job role
Remuneration and facilities
0 5 10 15 20 25
10
12
23
Drivers of dissatisfaction
Y-Values
From the people who have said that they are not satisfied, the factors leading to their
dissatisfaction is identified. Remuneration and facilities is the major reason why people
seem to be mostly dissatisfied. This is when the people feel that their service is not being
rewarded properly. The company should align with the industry rates and the rates of the
other organisations in the same industry in the same region to determine the correct
remuneration rate (Van Scheers and Botha 2014).

6CIPD
Reference list:
Ferris, D.L., Johnson, R.E., Rosen, C.C., Djurdjevic, E., Chang, C.H.D. and Tan, J.A., 2013.
When is success not satisfying? Integrating regulatory focus and approach/avoidance motivation
theories to explain the relation between core self-evaluation and job satisfaction. Journal of
Applied Psychology, 98(2), p.342.
Van Scheers, L. and Botha, J., 2014. Analysing relationship between employee job satisfaction
and motivation. Journal of Business and Retail Management Research, 9(1).
Wong, C.A. and Laschinger, H.K., 2013. Authentic leadership, performance, and job
satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), pp.947-
959.