Professional Documents
Culture Documents
Job Satisfaction 2
Job Satisfaction 2
Job Satisfaction 2
i. Why?
– Job Satisfaction is one of the important factors which have drawn attention of
managers in the organization. So, it could glide to the conclusion of the
satisfaction level of the employees working in the organization as we have
conducted in the Bhailal Amin General Hospital i.e. BAGH as to determine job
satisfaction in nurses and the way it influences productivity in the organization.
i. Whom?
– The topic selection was done by the HR Department as HR department is the heart
of the organization. HR Management mainly deals with management of the
people and welfare.
i. Where?
– The survey research about the Job Satisfaction in Nurses is conducted in one of
the well – known hospital giving the health care services in Vadodara i.e. in
Bhailal Amin General Hospital.
i. How?
i. When?
– The time period on which the research was conducted was the period between 1st
and the 2nd shift in the evening. As, in the working hours, the permission to
interview and to have a questionnaire was not allowed
1 | Page
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
➢ Definition:
According to Guinness,
– “Job Satisfaction or Dissatisfaction is the result of various attitudes, the person
holds towards his job, toward related factors, and towards life in general.”
According to Blum,
– “A general attitudes which is the result of many specific attitudes in three areas
like specific job factors as wages, supervision, and steadiness of work, individual
characteristics such as the employees age, health, temperament, desires and level
of aspirations and group relations, social status, organizations outlets and his
activity in the organizations like labour political or purely social.”
According to Pastonjee,
– “Job Satisfaction can be taken as a summation of employees feelings in four
important areas like:
2 | Page
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
History:
One of the biggest preludes to the study of job satisfaction was the Hawthorne studies.
These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School,
sought to find the effects of various conditions on workers’ productivity. These studies
ultimately showed that novel changes in work conditions temporarily increase productivity
(called the Hawthorne Effect). It was later found that this increase resulted, not from the new
conditions, but from the knowledge of being observed. This finding provided strong evidence
that people work for purposes other than pay, which paved the way for researchers to
investigate other factors in job satisfaction.
Scientific management also had a significant impact on the study of job satisfaction.
Frederick Winslow Taylor’s 1911 book, Principles of Scientific Management, argued that
there was a single best way to perform any given work task. This book contributed to a
change in industrial production philosophies, causing a shift from skilled labor and piecework
towards the more modern approach of assembly lines and hourly wages. The initial use of
scientific management by industries greatly increased productivity because workers were
forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus
leaving researchers with new questions to answer regarding job satisfaction. It should also be
noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for
Taylor’s work.
Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the
foundation for job satisfaction theory. This theory explains that people seek to satisfy five
specific needs in life – physiological needs, safety needs, social needs, self-esteem needs, and
self-actualization. This model served as a good basis from which early researchers could
develop job satisfaction theories.
Job satisfaction can also be seen within the broader context of the range of issues
which affect an individual's experience of work, or their quality of working life. Job
satisfaction can be understood in terms of its relationships with other key factors, such as
general well-being, stress at work, control at work, home-work interface, and working
conditions.
3 | Page
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
In – built factors:
4 | Page
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
1. Type of Work:
– Varied work brings more job satisfaction than does routine work
1. Skilled Required:
– Where skills exits to a considerable degree it tends to become the first source
of satisfaction to the workman.
1. Occupational Status:
1. Physical Surroundings:
– Workers in large cities are less satisfied with their jobs than are those small
cities.
1. Size of plant:
– A summary of all the studies that can be compared shows that industrial
employees say that what they want most is steady work, although in more recent
studies security is rated lower.
1. Pay:
1. Extreme Benefits:
5 | Page
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
– Opportunity for advancement is the most important factor for skilled unskilled
staff, which determines promotion and growth in organization and directly related
to job satisfaction.
1. Working Condition:
– Working condition is very important perhaps because of that the prestige value
applied to the white – colour occupations is the result of more desirable conditions
of work.
1. Co – workers:
1. Responsibility:
– More challenging work and higher the responsibility, higher the responsibility.
So, responsibility influences the job satisfaction.
1. Supervision:
– Good supervision ranks above average in importance of the first things people
want in a job. To the worker, supervision is the company; hence a worker’s
feelings towards his supervisor are usually similar to his feelings towards the
company.
➢ Expression of Dissatisfaction:
– Exit
– Voice
– Absenteeism
– Neglect
6 | Page
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
A. HISTORY:
A place where state-of-the-art 'Medical Facilities' combine with a warm & congenial
environment to give you a feeling of getting world class treatment at home.
Bhailal Amin General Hospital, today, is a journey from a small dispensary to a 160
bedded multi – speciality tertiary care hospital. Started as a dispensary unit with the motto
of benefiting employees of the sister concern company, it gradually felt the need of the
resident of the city for some better unit for medical management, with more advanced
facilities. Multi – Speciality Care unit hence, came into picture.
It is a Multi-Specialty & Tertiary Care hospital with 6 Operation Theatres & 4 Intensive Care
Units with 24 hours service in Accidents & Emergency, Heart Command Centre, Radiology
including CT scan, Pathology Lab with 'Home Collection Service', Blood Bank including
Component Separation facility, ICUs, Pharmacy and Mobile ICU, Ambulance, Mortuary
service, Medico-Legal cases & Partial Pathological Post-mortem.
Bhailal Amin General Hospital is truly a "home away from home", where "Patient Care"
is "Beyond Compare".
Established in 1964, BAGH - an ISO 9001:2000 Institute is a 160 bedded premier Multi-
Specialty & Tertiary Care Hospital of Gujarat & has been at the forefront of ushering in a
revolution in health care. From a highly qualified team of doctors, state-of-the-art medical
facilities, to following internationally acclaimed practices, everything at BAGH is aimed at
offering the best in health-care. Our warm and sensitive staffs, coupled with the green
environs, make your stay at BAGH, a pleasant & comfortable one.
“When it comes to Health-Care, nothing compares to BAGH”
7 | Page
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
was the dream comes true for Shri Amin in bringing the best of the medial-care
facilities for VADODARA through BAGH.
HOSPITAL LAYOUT
GROUND FLOOR
Out – Patient Department Surgeries, etc)
Laboratory Collection Room Emergency Therapy Unit
Pharmacy Super Deluxe Rooms
Purchase Physiotherapy
Central Store General Wards (MALE)
Imaging Department General Wards (FEMALE)
Invasive and Non – Invasive Indoor Registration and Billing
Cardiology Department Ground Floor (In the Premises)
EDP 24 Hours STD / ISD / PCO
Accidents and Emergency Units Car / Scooter Parking
Trauma OT (Emergency, other Cafeteria
major surgeries like Spine
FIRST FLOOR
Neo Natal Unit : Gynaecium OT Blood Bank
Labour Room, Neo Natal ICU Laboratory: Pathology, Micro –
Semi – Special Rooms Biology
General Ward Out Patient Consultation Rooms
Cardiac OT Administrative Wing:
Urology OT – Offices of Managing Trustee
OT 6 – Medical Director
OT 5 ( For Major surgeries like – Medical Superintendent
joint replacements, etc) – Finance
Cardiac Block – Human Resources
– A/C General Ward – Bio – Medical and Electrical
– Super Deluxe Rooms Maintenance
– Deluxe Rooms – Marketing
– Surgical ICU – House – Keeping
– Cardiac ITU ( Intensive – Library
Therapy Unit) – Conference Hall
– Board Room
8 | Page
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
9 | Page
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
SECOND FLOOR
THIRDFLOOR
Special Rooms
Medical
SemiICU- Special Rooms
Dialysis Unit
Kitchen
Medical ICUMaintenance
General Step Down Unit
Room
The growth & development of the organization is based on the techniques and getting
inclusive to the new therapies and other new curing technologies. And, the growth
and development of any industry or company is based on some of the factors of the
company which concern to the affecting factors.
(As the company is based on health care facilities so the factors taken into
consideration would be of the hospital services.)
Some of the factors affecting to the company in growing rates and other skilled
positioning are:
•
• Infrastructure
• Customer Services
• Policies
• Employee participation
• Cleanliness
• Daily resemblance of the patients
• In – patient capacities
• Visiting Doctors
• Surrounding Environmental factors
• Pharmacy Facilities
• Substitutes
• Competitors
10 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
These are some of the factors affecting to the company for their growth and
development.
There are many factors which relate to the fluctuation in growth rate, they are:
• Seasonal factor also affect the growth rate of the hospital company, as the
season changes, the in – patients retention also changes.
• The company has other fluctuation factors which are related to the growth.
• The company faces the fluctuation in growth due to the competitors also, as
the competitors are providing the more good facilities so difference is created
and the growth rate is affected.
These are some factors which affects. There are many other factors which do affect to
the company and fluctuation takes the place in the growth rate.
There are many factors which induce the development of the company, they are:
These are the factors which can play a role in the development of a growth. But, the
developing factors depend on company to company.
11 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
A. MILESTONES:
MILESTONES
YEARS ACHIEVEMENTS
1964 Inaugration of BAGH as an autonomous hospital
1977 Renal Dialysis Unit
1988 Preventive Health Check – Up
1992 Medical ICU
1995 Surgical ICU
1995 Full Body Colour Doppler
1997 New OPD & Administration Wing
1997 CATH Lab
1997 Cardiac Surgical Program
1997 Accident & Emergency and Mobile ICU
1997 B lood Bank
2000 G I Endoscopy
2002 IS0 9001:2000 Certification
2003 Bhailal Amin Heart Cenre
2004 CT Scan
2004 Indoor Entrance Foyer & New Wing
2005 Renal Trnsplant Program
12 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
B. WHO’S WHO:
13 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
14 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
15 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
A. COMPETITIVE SCENARIO
– The close competitors are as you follow:
SSG Hospital, Kala Ghoda, Vadodara.
Sterling Hospital, Race Course, Vadodara.
Metro Hospital, Sama – Savli Road, Harni, Vadodara.
Bankers’ Heart Hospital, Chhakli Circle, Vadodara.
Baroda Heart Institute, OP Road, Vadodara.
Global Hospital, Manjalpur, Vadodara.
Weakness:
✔ Canteen Facilities
✔ Sitting arrangements for the relatives of the in – patients and
out – patients.
16 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
A. MARKET SHARE:
– Positioning:
The market positing is quite good then the other competitors as the
company is one of the oldest hospitals in the town.
The facilities they provide for the customers.
Well formed and organized built hospital.
The ethical views of the company compared to the others.
New technological therapy systems add on to the company.
Adaptability to the new environmental factors in the current scenario.
– The industrial life cycle is totally based on to the health care services. The
company i.e. Bhailal Amin General Hospital (BAGH) established their entire
scenario towards the conception of to be the best in the fields.
– To provide the best quality medical services was the motto of the company.
– It was the autonomous hospitalized company which provided the seek facilitation
to the people.
– The establishment was in 1964, and from that never looked back.
– After that the company got the promotional services to their own premises and the
company was then one of the leading health care servicing institutes on the city.
– LIFE CYCLE:
The growth stage consist of such things and mentioned as you follow:
17 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
✔ Introduction:
The induction of the product i.e. when the hospital was been
brought to be used and start was taken to cure the customers.
✔ Growth:
The growth stage of the company took place when the ages went to
be passed out and with it the new dimensions of the diseases took
pathway in between the life cycle of the people of the particular
city or town.
Also, at that time the competitors of the company grew in
hand to hand. And, the time passed on and on and parallel way the
diseases followed the path of the people living style.
✔ Maturity:
The maturity stage of the company came when the “treatments
came true” for the new formations of the diseases.
The new techniques and new formations for operating the
patients came true and then was the maturity took place for the
company. Also, the monopolistic treatment held at the company i.e.
BAGH was been obliged and then the company name was been
recognized and with it the customers were attracted to it.
And, in return the company also provided the best way
facility to them for their prevention of the diseases. With it, the
competitive scenarios also took the placing in the market but as the
facilities were missing in the other company. The lethal advantage
was to the company who comes first to the prevention and to take
the initiative.
So, as time progressed, company got the maturity and took
its spot in the market.
✔ Decline:
Still, the decline stage is not overt to the company because they are
in that type of profession that development is the prior factor. So,
the growth of the company is in every short cleft of the period.
Everyday update is necessary to the company and they are at the
path of the cleft development.
18 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
– PHASE:
The phase in which company is in the maturity stage but still in the
developing mode because in the kind of health care field they are in, they
are always in the verge of better development.
So this kind of industry always needs to be in the motto of getting more
and more developing static.
Always in the reform kind of mind set because it is the need of the
company to say to their position in the current market
A. INDUSTRY SPECTRUM:
– The growth and development of the company deals with the reining improvements
in their structuring.
– The crafting of new technology in the development of the company’s participations
in treatments.
– The new recruitments of the promising interns & also the flicks of experienced
doctors in their respective fields.
– The spectrum of creation of high – tech hospital is yet in the progress to be in the
making but the efforts by the company are in the progress of its own.
– And, to the future prospects of the company, it is going to be the leading union in
the specific market of the field in which they are i.e. health care services.
– The future of the profession is very brighter but tough to be in the role because
every time the updation is getting to the necessity.
– The future is tough but the progressive intentions of the company will lead the way
to the level of progress.
19 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
General Rules
– Enter through the main lobby from 6:00 a.m. to 8:00 p.m. daily.
– For security reasons, visitors are not permitted in the waiting areas after 8:00 p.m.
– Adults and children with infectious illnesses, or who've recently been exposed to an
infectious disease, should not visit patients.
– All visitors are required to behave in a courteous manner. Any visitor who exhibits
threatening or abusive behaviour, or who uses profane language, will be asked to
leave the hospital. Noisy or disruptive children may also be asked to leave.
– Visitors may eat their meals in the patient rooms; however, all items, including
wrappers and leftovers, must be removed.
– Children must be accompanied by an adult at all times and should visit for no longer
than 1 hour.
– All adults accompanying children should observe and be aware when the hospital
environment is upsetting or frightening to a child.
No-Smoking Policy
Bhailal Amin General Hospital is a smoke- and drug-free facility. Smoking is discouraged
within 75 feet of the building.
Electronic Devices
Our Biomedical Engineer must certify all electronic equipment brought by patients, such as
radios and laptop computers.
Phoning Patients
Patients may receive calls from 7:00 a.m. to 9:00 p.m.
20 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Cell Phones
Cell phones may only be used in the main lobby and in the dining area. Staff phones only
work within the hospital and do not interfere with patient monitoring equipment.
Pet Policy
Pets are not allowed, except for guide dogs and certified therapy dogs.
21 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
A. MARKETING
• Product Portfolio: The product portfolio is the collection of businesses and products
that make up the company. The best product portfolio is one that fits the company's
strengths and helps exploit the most attractive opportunities.
7. E N T 21. ORTHOPAEDICS
22 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
– Magazines – Contributions
– Medical Magazines – Boothing
– Website – Societial Benificial Cares
– Contributary Services
– Events
23 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Sales Force:
– Sales force consist of the some steps in order, they are listed as you follow:
24 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
different employee needs for every department. For e.g. the personnel department will not be
in need of doctors who are in work in OPDs.
The compensation also over here in the company is divided as per the woking conditions they
are been given into. Means, as per the class wise structuring, the incomes and the wages are
been provided to the employees of the company i.e. BAGH.
• Pricing:
– In the company, as per the given above product list, the pricing also depends on
every individual services they provide.
– All cases, the fluctuating of the pricing is placed.
– It also depends on the customers needs and demands from the company which
provide the facilities of the above given options.
– It also depends on the priority factors of the services rendered to the customer of
the company.
– Some of the exmaples are listed as you follow:
Tests Prices:
TESTS RATE (In Rs.)
Standard Health Check – Up 900/-
Executive Health Check – Up 2000/-
Diabetes Check – Up 2800/-
Cardiac Check – Up 2800/-
Child Health Care check – Up 700/-
Well – Women Check – Up 3900/-
Stress Test 1000/-
Echocardiography 1000/-
Stress Echocardiography 3000/-
Mammography 600/- or 800/-
CT Bone Mineral Densitometry 1500/-
PFT 350/-
PSA 450/-
Audiometry 400/-
USG Pelvis - Gynaec Sonography 400/-
USG Upper Abdomen 400/-
USG Whole Abdomen 600/-
• Customer Services:
– For the customer services,the company have provided the relevant facilities.
25 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
– They have been provided the help desk facilities for any problem they face and
want to get upto the solution.
A. HUMAN RESOURCE
• Organizarional Structure:
PERSONNEL MANAGER
• JOINING:
– Statutory & non – statutory formalities.
– Salary fixation of newly joined candidates.
– Cross – Functional orientation programs.
26 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
• TIME – KEEPING:
– Punching procedure management: missing entries for data management.
– Attendance monitoring for non – punching categories.
– Data management for salary purpose.
– Generation & analysis of reports: Absenteeism, over – time, Compensatory offs,
Late Coming, etc.
– Identification of chronic late comers & consequential actions for improvement.
• SALARY ADMINISTRATION:
– Earnings: Attendance, leave, other allowances, etc.
– Deductions: Statutory under PF, I – Tax, professional tax, etc.
– Deductions: Non – statutory – advances, loans, etc.
– Periodic Increments.
– Salary revisions.
• PERFORMANCE PAYMENT:
– Periodic appraisal through formal & non – formal systems.
– Conformation / extension of probation of employees.
– Promotions & consequential salary function.
27 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
• OPD MANAGEMENT:
– General management of OPD.
– Daily arrangement of staff & doctors.
– Execution of social work assignment.
– Routine administrative activities.
• EVENT ORGAQNIZATION:
– Organization of various festivals’ celebrations.
– Management of other general functions.
– Conference management.
• WELFARE ACTIVITIES:
– Staff Welfare loan, poor fund loan, PF loan, etc.
– Uniforms distribution.
– “THANK YOU FOR STAFF” management.
– Quarters’ allocation & maintenance activities.
• CONTRACT MANAGEMENT
28 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
• CENTRAL REGISTRY
– Management of posts’ requirement –To & Fro postal assistance.
– Assistance for tax / Photocopying requirements.
• KITCHEN:
– General coordination.
– Administrative work in consultation with dietician.
– Maintenance of discipline: Counselling & or disciplinary actions.
• SECURITY:
– Administration of security contracts.
– Security regulations & systems / procedure.
– Keys management of entire Hospital premises.
• CAFETERIA
• ROUTINE ADMINISTRATION OF CAFETERIA
• TRANSPORT MANAGEMENT
• LIBRARY MANAGEMENT
• GARDEN SUPERVISION
• PUBLIC RELATIONS
• ADVERTISEMENT & PRESS NOTE IN NEWSPAPER
• GENERAL COORDINATION
• LABOURATORY / RADIOLOGY / PHYSIOTHERAPY STAFF MANAGEMENT
• CO – ORDINATION FOR ADVISORY COMMITTEE MEETINGS
29 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
A. OPERATION
Organizational Chart:
Purchase Manager
Electrical
Maintenance
Manager
Pharmacy & CDS
In - Charge
30 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
B. FINANCE PRESIDENT
• Function of finance department:
– Accounting
– Budgeting OPERATIONS
– Payment GENERAL
MANAGER
– Filing
– Liasioning
Administration
Let us brief out the functions of the finance departments:
Manager
1. ACCOUNTING:
• BANKBOOK
– Prepare debit vouchers.
– Prepare credit vouch
– Prepare pay - order
– Cheque deposit in the bank Estate Management
Manager
• PURCHASE BOOK
– Bills receive from purchase department
– Checking & scrutiny of govt & purchase bill
31 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
3. PAYMENT
• PARTY PAYMENT
– Party wise bill pullout from the scar file
– Prepared pay orders
– Prepare cheque
– Put paid ,cheque number & date rubber stamp on all purchase bills
• DOCTORS PAYMENT
– Received doctor share sheets from account dept
– Checking & scrutiny of the data
– Prepare cheques
– Dispatch cheques to the account dept
• RETAINERS PAYMENT
– Received data from personnel dept.
– Checking & scrutiny of the data
– Prepare cheques
– Despatch cheques to the concern retainer
4. FILLING
• Debit voucher
• Credit voucher
• Bank books
• Journal voucher& book
• Purchase voucher & book
• Petty cash voucher & book
• Ledger sheets
5. LIAISIONING
• With bank
– Term loan
– Fixed deposit
– Prepare fixed deposit register
– Letter of credit opening
• Professional tax dept
– Deduct tax from the salary of employee
32 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
33 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
34 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
So, this is the reason why the company make up to the SAP analysis. And, the
strength and the weakness of the company is treated to be one of the important factor
to get to know about the company’s future courses, the improvement sessions, the
collectivism, and also the improvising part.
Let us see the strength and the weakness of the company as per the departments in a
tabular measurement way:
35 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
7. Pricing
8. Distribution
Effectiveness
FINANCE
1. Cost of
Capital
2. Cash Flow
3. Financial
Stability
4. Financial
Growth
MANUFACTURING
Note: There is no manufacturing in the company as it is a “health care serve” industry.
MAINTENANCE
1. Data
Filing
2. Data
Recording
3. Data
merging
4. Data
Revising
36 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
RATING
GOOD
SATISFACTORY
BAD
This is the rating which I took into consideration in the study of the company. And,
by this you can easily judge the company’s strengths and weaknesses.
Still, the company is lacking in some course of actions but the stages of the
improvements are going high.
The Porter's 5 Forces tool is a simple but powerful tool for understanding where
power lies in a business situation. This is useful, because it helps you understand both
the strength of your current competitive position, and the strength of a position you're
looking to move into.
With a clear understanding of where power lies, you can take fair advantage of a
situation of strength, improve a situation of weakness, and avoid taking wrong steps.
This makes it an important part of your planning toolkit.
37 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
The tool is used to identify whether new products, services or businesses have the
potential to be profitable. However it can be very illuminating when used to
understand the balance of power in other situations too.
Supplier Power
Barriers to Threats of
Entry RIVALRY
Substitutes
Buyer Power
Brainstorm the relevant factors for your market or situation, and then check against the
factors listed for the force in the diagram above.
Now, let us see that what is included in the factors which are relevant to be in the “Rivalry”
causes:
1) Supplier Power:
Here you assess how easy it is for suppliers to drive up prices. This is driven by the
number of suppliers of each key input, the uniqueness of their product or service,
their strength and control over you, the cost of switching from one to another, and so
on. The fewer the supplier choices you have, and the more you need suppliers' help,
the more powerful your suppliers are.
And, it includes:
– Moderate no. of suppliers
– Suppliers large
– Similar products
– Differentiation of inputs
– Impact of inputs
38 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
1) Barriers to Entry:
Power is also affected by the ability of people to enter your market. If it costs little in
time or money to enter your market and compete effectively, if there are few
economies of scale in place, or if you have little protection for your key technologies,
then new competitors can quickly enter your market and weaken your position. If you
have strong and durable barriers to entry, then you can preserve a favourable position
and take fair advantage of it.
And, it includes:
– No technology protection
– Brand Identity
– Government Policy
– Capital requirements
– New product launch
1) Buyer Power:
Here you ask yourself how easy it is for buyers to drive prices down. Again, this is
driven by the number of buyers, the importance of each individual buyer to your
business, the cost to them of switching from your products and services to those of
someone else, and so on. If you deal with few, powerful buyers, they are often able to
dictate terms to you.
And, it includes:
– Product differentiation
– Price sensitivity
– Brand identity
– Ability to substitution
– High buyer power
1) Threats of substitution:
39 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
This is affected by the ability of your customers to find a different way of doing what
you do – for example, if you supply a unique software product that automates an
important process, people may substitute by doing the process manually or by
outsourcing it. If substitution is easy and substitution is viable, then this weakens
your power.
And, it includes:
– Price Performance
– Competitors
– Relationship Management
– Switching costs
1) Rivalry:
What is important here is the number and capability of your competitors – if you
have many competitors, and they offer equally attractive products and services, then
you’ll most likely have little power in the situation. If suppliers and buyers don’t get
a good deal from you, they’ll go elsewhere. On the other hand, if no-one else can do
what you do, then you can often have tremendous strength.
– The threat of new entry is quite high, if anyone looks as if they’re making a sustained
profit, new competitors can come into the industry easily, reducing profits.
– Competitive rivalry is extremely high, if someone raises prices, they’ll be quickly
undercut. Intense competition puts strong downward pressure on prices.
– Buyer Power is strong, again implying strong sliding pressure on prices.
There is some threat of substitution.
40 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
A. ETOP
ETOP is commonly used to report the external environment situation. It is used to relate to
external business environment. It considers with the external factors of the company. And,
also deals with the Opportunities and Threats.
Environment Threats:
– The environmental threats are not yet been briefly contrasted in the hospital scenario
because the environment is very friendly to the company i.e. to the company namely
Bhailal Amin General Hospital.
– Though the company is situated in one of the wisest industry estate i.e. Alembic Ltd.
– And, the company i.e. Bhailal Amin General Hospital, which is also the part of the
Alembic Group of Industries.
– But, still the environmental threatening factors are not yet defined and are at its one of
the safest place to continue its factorial and business work outs.
– The environment threats are totally based on the surroundings. And, the surrounding
factors are the same factors which are defined in the environment factors earlier.
Opportunity Profile:
– The opportunity profile is considered as the chance summary which deals with the
outcomes of the company’s study over to the other competitors.
– By the opportunity profile, the company comes to the decision making sense for the
product portfolio to be made.
– Also, the opportunity profile goes hand in hand with the study of the competitor’s
scenario over to the substitute products and to come across to the end of the company.
The company’s opportunity profile says that the company is delivering the majority
services to the operative part in giving services to the customers.
41 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
A. BCG Model
BCG Matrix is basically based on the study of the review note. It is a study of relation
between market share and market growth. And, the level of high and low rating scale is
classified.
Now, here it says like the rating scale relation between Market Share and Market Growth.
1. Stars:
Stars are high growth businesses or products competing in markets where they are
relatively strong compared with the competition. Need of the heavy investment is
necessary to sustain growth.
42 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
So, in here, the company relates to heavy investment and in return the heavy returns
for their customers.
And, the company was in that position in the initial stages. As, in the initial stages the
companies have to make certain investments into get in to the market.
So, for the initial stages the returns also are in the verge to be done by the company.
So, majorly the STARS Stage is not in the suitable position to be called to be the
company’s motive for long term periods. They relate this activity in the initial stages
as to get into market and held their position.
2. Cash Cows:
Cash cows are low-growth businesses or products with a relatively high market share.
These are mature, successful businesses with relatively little need for investment.
They need to be managed for continued profit - so that they continue to generate the
strong cash flows that the company needs for its Stars.
Now, our company i.e. BAGH is in the cash cows stage in present. As, from the
establishment in year 1964, the investments are made to give the best out of the
company. There is a stagnant appeal growth in the company which lead the company
to this level where it is successful and mature in flowing of funds and profits.
3. Question Marks:
Question marks are businesses or products with low market share but which operate
in higher growth markets. This suggests that they have potential, but may require
substantial investment in order to grow market share at the expense of more powerful
competitors. Management have to think hard about "question marks" - which ones
should they invest in? Which ones should they allow to fail or shrink?
Luckily, our company i.e. BAGH is not in the position. It is never in the stage like
this where they need potential to be grown up. From the initial stage only the
company is in the pathway of growth and development.
And, there grow up into the market share in the market; they had been successful in
generating funds for their expenses at the vital intervals.
4. Dogs:
43 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
The term "dogs" refers to businesses or products that have low relative share in
unattractive, low-growth markets. Dogs may generate enough cash to break-even, but
they are rarely, if ever, worth investing in.
Our company situation has never been into such practises to be into such stages. In
here, it says that the company can get into such low practises. But, BAGH is always at
its reining best so the “Dogs” situation didn’t took he part in the flow of the company.
A. VALUE CHAIN
Michal Porter of Harvard proposed the value chain as a tool for identifying ways to create
more customer value. Every firm is a synthesis of activities that are performed to design,
produce, market, deliver, and support its product. Value chain identifies nine value creating
activities consist of five primary activities and four support activities.
44 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
• Inbound Logistics
• Operations
• Outbound Logistics
• Marketing & Sales
• Service
Now let us see the above points into the company’s terms:
45 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
1. Inbound Logistics:
Bringing new material into the business is the purpose of the inbound logistics.
And, in the company, as it is the “health care service” company so the inbound
services could be taken as a new therapy and a medicine.
2. Operations:
Operation relates with the motive, goal and subject. A specific goal for the inputs
made in the inbound stage. So, we have to define a goal for the inputs made.
Likewise, let’s take example of a new medicine in the hospital and the goal for the
new made medicine would be to cure the disease. And, the medicine is still in the
verge to be manufactured.
3. Outbound Logistics:
It relates to the finished goods. The medicine now are been manufactured and are
ready to be launched into the market for their sales and stacks.
And, if sales are made in the proper channel then the marketing could be carried out
as well. So, sales and marketing are inter related. And, it also includes the channel of
distribution.
5. Services:
It leads the after sales services and the in - stock services given by the company. The
services provided to the customers of the company also plays major role in success of
product launch. Because, customers if are in trouble using it then there should be
someone who can guide tem at the trouble shoot.
46 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
As the topic is “Job Satisfaction in Nurses”, one should also know the technical term
definition of “NURSE”
47 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
5.1 ASSUMPTIONS
48 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
The assumption of the study is the data and the information given by nurses is free
from biasness. They have given information without having fear of their superiors.
Assumption of the relevant data which would create an impact on the organization in
the form of the improvements carried out in the organization.
Research Design
A research is the arrangement of the conditions for the collections and analysis of the data in
a manner that aims to combine relevance to the research purpose with economy in procedure.
In fact, the research is design is the conceptual structure within which research is conducted;
it constitutes the blue print of the collection, measurement and analysis of the data. As search
the design includes an outline of what the researcher will do from writing the hypothesis and
its operational implication to the final analysis of data.
EXPLORATORY DESCRIPTIVE
RESEARCH DESIGN EXPERINMENTAL
& DIAGNOSTIC RESEARCH DESIGN
RESEARCH DESIGN
The present study is an exploratory in nature, as it seeks to discover new ideas and insight to
bring out the relationship between the job satisfaction and the other attributes. Research
Design is flexible enough to provide opportunity considering to the different aspects of
49 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
problems under the study. It helps in bringing into focus some intrinsic weakness in
enterprise regarding which in depth study can be conducted by management.
Unit of Analysis:
The unit of analysis are the nurses working in the hospital.
As, it is on the limited side study because the research study is made on the nurses
working in the BAGH only.
Data Collection:
The data collection is a primary data and as the data is based on the questionnaire
The field survey method was employed to collect the primary data. And for that, the
approach style interview method was carried out in the purpose of collection of data
from the respondent in the hospital i.e. BAGH.
The data collection is been done in the basis of the questionnaire made and by the
way of:
– Interview
– Questionnaire
– Observation
50 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
51 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
vi. Relationship between Job Satisfaction & Physical surrounding and working
conditions
vii. Relationship between Job Satisfaction & Advancement opportunity
viii.Relationship between Job Satisfaction & Future growth and progress
ix. Relationship between Job Satisfaction & Motivation
x. Relationship between Job Satisfaction & Organization
(The above variables are the base on which the questionnaire is prepared)
52 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
TABLE 1
Respondent's
Data
Ground Floor 30
First Floor 28
Total 58
Analysis:
– The above given table and figure is about the RESPONDENT DATA.
– The data collection was done in the ground floor and the 1st floor.
– And, the figure is showing the bifurcation of the respondents
(floor wise).
TABLE 2
RESPONDENT’S PROFILE
Gender / Age 16 - 25 - 41 and Total
24 40 above
53 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Male 2 8 2 12
Female 21 18 7 46
Total 23 26 9 58
Analysis:
– The above given table and figure is about the RESPONDENT PROFILE.
– The above table and figure recommends about the AGE and GENDER.
– It clearly shows that the female ratio is much more compared to the male ratio in the
category of the nursing department.
– It also clarify that the age group between 16 – 24 and 25 – 40 years are more in the
working scenario of the hospital.
TABLE 3
ORGANIZATION’S STATUS
Aspects Completely Somewhat Not often Poorly Not at all Total
Informed Informed Informed Informed Informed
Hospital Goals 4 23 12 9 10 58
Future Plans 2 6 15 20 15 58
Eco. Situation 0 4 31 8 15 58
& Budgets
Staff Problems 0 7 34 9 8 58
among the
departments
54 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Analysis:
– The above given table and the figure is about the ORGANIZATION STATUS.
– The data shows about the hospital status known to the employees.
– It categorizes itself in 4 major aspects of the hospital status.
– And, the data chart represents that,
• The nurses are well much known to the HOSPITAL GOALS, a very less
number of employees are not been informed about the goals of the hospital.
• The nurses are somewhat well – known about their FUTURE PLANS, still
some of them are not informed about the plans working in the hospital.
• About the economic situation, the nurses are much of not informed, as you can
see in the chart that they are not often informed about the economic situation
of the hospital. May it can happen as the authorities keep the situation in a
confidential way.
• Also you can see that the staff problems among them are also not been
informed much. As, they could create the reasons for the biasness and slip
quarrels between departments.
TABLE 4
Analysis:
– The above given table and figure is about the RESPONSE ON ORGANIZATION
STATUS.
– The data shows the response on the status, as whether they should be made aware
about the status of the organization.
55 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
– And, you can see that the data suggests that 79% of the respondents says that they
should be made aware about the organization status and 21% of the respondents says
it is not necessary to reveal the organization’s status.
TABLE 5
WORK TIREDNESS
Aspects Not at all Not particularly Somewhat Tiring Very Total
tiring tiring tiring Tiring
Physically 12 6 8 12 20 58
Mentally 11 8 12 16 11 58
Analysis:
– The above given table and figure is about the WORK TIREDNESS.
– It signifies the physical and mental stress of the work done by the nurses of the
hospital.
– The data suggests that the nurses are more on tired towards their physical work rather
than mental work.
– It also shows that the mental stress given to the nurses is quite low compared to the
physical stress given to them.
56 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
TABLE 6
Analysis:
– The above given table and figure is about the DEAL WITH PERSONAL WORK.
– The data suggests that the nurses are not much been disturb in their personal work
while they are at the work in the hospital.
– The nurses are affecting marginally dealing with their work at the hospital.
TABLE 7
WORK OF COLLEAGUES
Never 16
Rarely 10
Sometimes 20
Quite Often 8
Very Often 4
57 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Total 58
Analysis:
TABLE 8
INTEGRAL PART
Never 3
Rarely 12 Analysis:
Sometimes 19 – The above given table and figure is about the INTEGRAL
Quite Often 20 PART OF ORGANIZATION.
– As per the data, it suggests that the nurses think that they are
Very Often 4 an integral part of the organization.
Total 58 – The hospital authority treats them as an integral part of the
organization.
58 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
TABLE 9
PHYSICAL WORK
Aspects Very Quite Neutr Rather Very
Satisfied Satisfied al Dissatisfied Dissatisfied
Working Hours / 20 14 16 8 0
Shifts
Work Assignment 12 17 28 0 1
Work Intervals 16 25 15 2 0
Analysis:
– The above given table and figure is about the PHYSICAL WORK.
– The data says about the work intervals, work assignment & work hours.
– The data says:
• The nurses working hours provided in the hospital are more on satisfaction
level.
• Also, they are on the satisfaction level at which the work assignment is given
to them.
• And, the work intervals are also on the satisfaction level to the nurses working
in the hospital.
59 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
TABLE 10
SUPERVISOR RELATION
Aspects Very Quite Neutral Rather Very
Satisfied Satisfie Dissatisfie Dissatisfie
d d d
Dissatisfaction 34 12 5 7 0
with his / her
attitude to give
daily working
information
Dissatisfaction 30 22 6 0 0
with his / her
criticisms
Dissatisfaction 23 14 16 5 0
with opportunity
for participation
in confidential
activities
Analysis:
– The above given table and figure is about the SUPERVISOR RELATIONSHIP.
– The data shows that they are on the higher satisfaction level.
– They are satisfied with the supervisors treating them in the organization.
TABLE 11
60 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Analysis:
– The above table and figure is about the PYSICAL SURROUNDINGS & WORKING
CONDITION.
– The data represents that the nurses in the hospital are very highly satisfied with the
working condition they are kept in & also with the physical surrounding in the
hospital.
– The data says that the working condition & the physical surrounding of the hospital
are at a very steady level of satisfaction.
TABLE 12
PATIENT RELATIONSHIP
Aspects Very Quite Neutral Rather Very
Satisfied Satisfied Dissatisfied Dissatisfied
Adjustment problems 0 28 12 8 10
with the patients anger
in critical situation
Dissatisfaction with the 5 23 10 10 10
patients demands
Problems from the 0 30 22 6 0
patients relatives
61 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Analysis:
– The above table and figure is about the PATIENT RELATIONSHIP.
– The data represents the nurses’ relationship with the patients and their relatives.
– It shows that there is a neutral level of satisfaction between the patients and the nurses
of the hospital.
TABLE 13
MIND CONDITION
Aspects Very Quite Neutral Rather Very
Satisfied Satisfied Dissatisfied Dissatisfied
Financial Needs 2 12 26 15 3
Family do not 32 10 6 10 0
support
Social Problems 5 3 40 10 0
62 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Analysis:
TABLE 14
PEERS’ RELATIONSHIP
Aspects Very Quite Neutral Rather Very
Satisfied Satisfie Dissatisfie Dissatisfie
d d d
Adjustment 2 35 21 0 0
problems with
peers
Dissatisfaction 10 26 20 2 0
with peers
relationship with
authority
Dissatisfaction 8 12 30 8 0
63 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
with the co –
operation level
Analysis:
– The above given table and figure is about the PEERS’ RELATIONSHIP.
– The data says that the nurses working in the hospital are quite satisfied with their
peers’ and the subordinates.
– It shows that the relationship with the authority is at the satisfaction level.
– Also, it shows that there is co – operation and better understanding in between the
nurses and the authority and also the sub ordinates.
TABLE 15
ADVANCEMENT OPPORTUNITY
Aspects Very Quite Neutral Rather Very
Satisfied Satisfied Dissatisfied Dissatisfied
No challenging job 15 18 14 5 6
No learning 14 19 12 9 4
opportunities in
relation to medical
field
Dissatisfaction 25 24 7 1 1
with training
opportunities
Analysis:
– The above given table and the figure shows about the ADVANCEMENT
OPPORTUNITY.
– The data says that the nurses working in the hospital are at the higher satisfaction
level with their advancement opportunity.
64 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
– The nurses are satisfied with the challenges given to them, as they are getting benefit
of development in themselves.
– Also, they are getting the satisfaction while getting the learning from the hospital
heads.
– Also, the nurses are getting to the satisfaction while getting in the training
opportunities.
TABLE 16
FUTURE GROWTH
Aspects Very Quite Neutral Rather Very
Satisfied Satisfied Dissatisfied Dissatisfied
Dissatisfaction with 12 40 5 1 0
performance appraisal
system
Dissatisfaction with the 14 25 13 6 0
career planning
Dissatisfaction with 5 39 10 4 0
authority &
responsibility
Analysis:
– The above given table and the figure is about the FUTURE GROWTH.
– The data shows that the nurses working in the hospital are at a higher satisfaction
level in the future growth of them at the workings.
– Also, they are satisfied for the appraisal done by the hospital at the work on them.
– And, for the career planning, the nurses are quite satisfied and at a neutral level.
– And, are also satisfied at the authority and the responsibility given to them.
65 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
TABLE 17
MOTIVATION FACTOR
Aspects Very Quite Neutral Rather Very
Satisfied Satisfied Dissatisfied Dissatisfied
Dissatisfaction with 0 12 38 2 6
pay & incentives
Dissatisfaction with 2 23 31 2 0
awards / rewards
Dissatisfaction with 3 35 12 8 0
job security
Analysis:
– The above given table and the figure is about the MOTIVTION FACTOR.
– The data says about the motivation given to the nurses at the hospital.
– The data says that the nurses are at the neutral level in terms of the pay and incentives
given to them working in the hospital.
– It also shows that the nurses are satisfied at a higher rate in terms of the awards &
rewards.
– And about the job security, the nurses at the hospital are at the satisfaction level.
TABLE 18
66 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Dissatisfaction with 8 10 32 8 0
policies in the
organization
Dissatisfaction with 23 15 12 8 0
welfare facilities
Dissatisfaction with 48 8 2 0 0
the organization’s
image
Analysis:
– The above given table and figure is about the RELATION WITH THE
ORGANIZATION.
– The data says about the hospital policies and the other facilities given to the nurses
working in the hospital.
– It shows that the nurses in the hospital are at a very neutral level in terms of the
policies applied to them.
– Also, they are at neutral level in condition to the welfare facilities given to them.
– And, considering to the organization’s image, the nurses working over at the hospital
are very much satisfied.
67 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
TABLE 19
68 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
– In other words, it is possible, for example, that variations in three or four observed
variables mainly reflect the variations in a single unobserved variable, or in a reduced
number of unobserved variables.
a. Take many variables and explain them with a few “factors” or “components”
b. Correlated variables are grouped together and separated from other variables
with low or no correlation.
The factor analysis is done with relation to the variables defined in for the study, they are:
– PERSONAL FACTORS
– IN – BUILT FACTORS
– EXPRESSTION OF DISSATISFACTION
– MANAGEMENT CONTROL FACTORS
The factor analysis done in the following is done into taking the variables in particular.
69 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
1. PERSONAL FACTOR
The under stated analysis are the factor analysis pertaining to the personal factors.
Factor Analysis
Communalities
Initial Extraction
Component Matrixa
70 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Component
1 2
2. IN – BUILT FATOR
The under stated analysis are the factor analysis pertaining to the in – built factor.
Factor Analysis
Communalities
Initial Extraction
71 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Component Matrixa
Component
1 2 3
72 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
73 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
3. EXPRESSION OF DISSATISFACTION
The under stated analysis are the factor analysis pertaining to the expression of dissatisfaction
factor.
Factor
Communalities Analysis
Initial Extraction
Component Matrixa
Component
1 2
74 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
75 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
The under stated analysis are the factor analysis pertaining to the expression of dissatisfaction
factor.
Factor Analysis
Communalities
Initial Extraction
76 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
77 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
78 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Component Matrixa
Component
1 2 3 4 5 6 7 8
MCF - Financial Needs .568 .282 .237 -.387 -.040 -.233 -.370 .098
MCF - Family donot support -.141 -.413 .096 .474 .073 .142 -.141 .399
MCF - Social Problems .501 -.319 .218 .063 .363 -.064 .204 .246
MCF - Adj.prob. with peers .440 -.005 -.228 .010 -.437 -.375 .375 -.14
5
MCF - DS with peers reln with -.154 -.176 .650 .164 .090 -.074 .100 -.34
authority 4
MCF - DS with Co-op level .116 .468 .466 .319 .039 -.249 .015 .130
MCF - No challenging job .252 -.070 -.203 -.416 .471 .205 .164 -.29
6
MCF - No learning opp -.176 -.025 -.310 .563 .416 -.182 -.118 -.26
5
MCF - Training opp -.024 .159 -.726 .024 .069 .305 -.054 .126
MCF - DS with Per. App. Sys .208 .578 .037 .389 .354 -.051 .047 .274
MCF - DS with career planning .677 .186 .026 .080 -.112 .309 .006 -.09
0
MCF - DS with authority & resp. .282 -.259 .300 .077 -.281 .635 -.186 .201
MCF - DS with pay & incentives -.407 .361 .074 .281 -.078 .348 .411 -.12
5
MCF - DS with awards & rewards -.169 .631 -.085 -.259 .261 .031 -.225 .220
MCF - DS with job security .560 -.260 -.002 .149 .509 .103 -.142 -.29
9
MCF - DS with policies .596 .319 -.208 .404 -.287 .110 .195 -.10
7
79 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Factor Analysis
Communalities
Initial Extraction
80 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
81 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
1 1
82 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
83 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Component Matrixa
Component
1 2 3 4 5 6 7 8 9 10 11 12
PF - Workings -.313 -.088 -.299 .245 .200 .046 .191 . .172 .011 .144 .102
Hours / Shifts 286
PF - Work .424 .257 -.259 -.211 .244 -.030 .022 . .343 .116 -.246 -.158
Assignment 038
PF - Work .346 -.229 .510 -.263 .188 .112 .150 -.25 -.057 .071 -.318 .231
Interval 6
InB -Giving -.313 .196 -.185 -.399 .178 .255 .207 -.22 .211 .048 .140 .316
Daily Work 0
InB - Criticism -.429 .228 .353 -.357 .333 .184 .108 . -.010 .044 .140 .016
158
InB - .125 .520 .383 -.060 -.105 -.114 -.236 . -.207 .147 .211 -.046
Participation in 294
Conf. Acts.
InB - Sitting .049 -.335 -.199 -.604 -.143 -.072 .160 . -.157 -.111 .027 .243
Arrangements 340
InB - Health & -.062 -.245 .064 .345 -.351 -.071 -.256 . .463 .163 -.107 .205
Hygienic 008
Conditions
InB - Physical -.185 -.517 -.097 -.122 .208 -.180 .016 -.13 .403 -.002 .309 -.131
Surroundings 3
Exp.DS-Adj. -.117 .370 -.285 .170 .235 -.190 .442 -.00 -.450 -.056 .123 .107
Prob, Patients 2
anger in critical
situation
Exp.DS-Patients .031 .104 .324 .215 .483 .077 .355 . .359 -.203 -.037 -.262
Demands 034
84 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
85 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
CHAPTER – 7. FINDINGS
➢ Findings are the observation done on the nurses on the various factors. They are
as follow: -
➢ PERSONAL FACTORS
✔ The findings says that how the nurses are in the working conditions in manner
with the working hours.
➢ IN – BUILT FACTORS
✔ The nurses working in the hospital are at neutral level in terms of the in – built
factors.
✔ The in – built factors says that the nurses are concentrating on the hygienic
conditions and are satisfied with their surroundings.
✔ Also that the nurses are having the understanding in between them.
✔ The findings of the management control is about that the nurses are much
concentrating on the Financial needs.
✔ The findings say that the nurses working in the hospital are not getting the co
– operation
✔ Peers Relation
✔ Job Security
86 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
Also, they are much satisfied with the Organization Image & also learning
opportunities.
➢ Also, they should arrange some of the program/ seminar for the nurses so as they can
cut down the communication gap in between them.
➢ They should be given some challenging work and for that more responsibility should
be headed to the nurses.
➢ There should be some innovative rewards system so for gaining them, they would
work harder.
➢ There should be suggestion scheme for the employees to increase participation rate.
➢ Regular training should be given to all employees so that the improvement and the
development would take place among them.
➢ There should be better performance appraisal system, which is associated with the
effective reward system.
➢ There should be counselling centre in the hospital, which deals with social problems
of the employees and deal with major problems of absenteeism, regularity,
participation, etc in the hospital for their betterment.
➢ There should be some regular meetings in which top authorities should personally
meet the employees to know their problems, which can be lead to the better
motivation for the employees.
➢ All employees should be given knowledge about the hospital’s vision, mission and
the quality policy which will build environment of trust amongst them.
87 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
➢ Some get – to – gather functions for all staff in year should be planned in every year
so that the preservation of the hospital staff would be maintained at a major rate.
➢ There is a need to arrange training and development programs for the nurses working
in the hospital.
➢ There is need assessment survey to meet the employees more frequently and interact
with them about their jobs, problems encountered and even invite suggestions from
them regarding improving their job performance.
➢ There is need to design and implement innovative rewards and incentive programs to
make the nurses work for their betterment and also can earn position and promotion in
grace of rewards and incentives.
➢ Acknowledge and appreciate good work done by the nurses so that they get
encouraged and motivated to continue the desirable behaviour and performance
otherwise they may start avoiding work responsibility.
➢ Give continuous ongoing feedback to the nurses about their performance irrespective
of the fact whether it is good or not. Give feedback like positive feedback and
negative feedback.
➢ Management should try to involve people in decision making where ever possible so
that it attracts better commitment to the work.
88 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
CHAPTER – 9. ANNEXURE
9.1 QUESTIONNAIRE
QUESTIONNAIRE
1. Age:
16 – 24
25 – 40
41 and above
2. Gender:
Male
Female
3. Education Qualification:
5. Working Status:
89 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
11. Do you think it is necessary that organization should inform you about the above
aspects?
Yes No
Why?
13. How often you get tired after the work and can’t deal with your personal work?
No, particularly never
Rarely
Sometimes
Yes, quite often
Yes, very often
90 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
14. How often do you have to do the work of your colleagues who are ill or absent for the
reasons, including your own regular work?
Never
Rarely
Sometimes
Quite often
Very often
15. During the working week, how many hours you spend on,
1. Hospital is a complex organization, how much do you feel that you are an integral
part of the hospital?
Never
Rarely
Sometimes
Often
Completely
3. How would you relate the mind condition created to you related to your work?
91 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
5. How would you relate the peers’ relationship with you at the work?
Aspects Very Quite Neutral Rather Very
Satisfied Satisfied Dissatisfied Dissatisfied
Adjustment problems with
peers
92 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
6. How would you relate your relation with the patients in the hospital?
Aspects Very Quite Neutral Rather Very
Satisfied Satisfied Dissatisfied Dissatisfied
Adjustment problems with
the patients anger in critical
situation
Dissatisfaction with the
patients demands
Problems from the patients
relatives
7. How would you relate yourself with the physical surroundings & working condition?
Aspects Very Quite Neutral Rather Very
Satisfied Satisfied Dissatisfied Dissatisfied
Dissatisfaction with the
sitting arrangements
Dissatisfaction with health &
hygienic conditions
Dissatisfaction with the
physical surroundings
8. How would you associate your advancement opportunity with relation to your work?
Aspects Very Quite Neutral Rather Very
Satisfied Satisfied Dissatisfied Dissatisfied
No challenging job
No learning opportunities in
relation to medical field
93 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
9. How would you relate the future growth for you in the working climate in the
hospital?
Aspects Very Quite Neutral Rather Very
Satisfied Satisfied Dissatisfied Dissatisfied
Dissatisfaction with
performance appraisal system
Dissatisfaction with the
career planning
Dissatisfaction with authority
& responsibility
10. How would you associate to your job / work with the motivation factor in the
hospital?
Aspects Very Quite Neutral Rather Very
Satisfied Satisfied Dissatisfied Dissatisfied
Dissatisfaction with pay &
incentives
Dissatisfaction with awards /
rewards
Dissatisfaction with job
security
94 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
12. Generally speaking, how satisfied are you with your job?
Very Satisfied
Quite Satisfied
Neutral
Rather Dissatisfied
Very dissatisfied
95 | P a g e
JOB SATISFACTION IN NURSES – BAGH
Gunjan Shukla – SM2009031
9.1BIBLIOGRAPHY
– WEBSITES
• www.wikipedia.org
• www.businessballs.com
• www.msh.org
• www.baghospital.com
•
96 | P a g e