Escolar Documentos
Profissional Documentos
Cultura Documentos
At present Healthcare Distribution Co is serving Healthcare Pharmaceuticals Ltd, a well reputed company in the Pharmaceuticals Industry of Bangladesh. Healthcare Pharmaceuticals Ltd is quite satisfied with the service provided by Healthcare Distribution Co.
Healthcare Distribution Co have countrywide establishment and network facilitating the clients through 13 branches spread over the nation. It has got a very efficient management with dynamic leadership. Now the company is capable enough for diversification and serving other companies in the Pharmaceuticals Industry. The management is confident that the prospective customers will be extremely satisfied with the service they provide.
Organizational Information:
Healthcare Distribution Company was established in November 1996. It is owned by Mr. Alauddin Ahmed. The Head Office is situated at 3/3-A-1, East Rampura, Dhaka-1219. It is a nine storied building where each floor occupies a space of 3200 sq. feet.
Chairman
Vice Chairman Administrative Director General Manager
Head Office Human Resource Department Accounts Department Logistics Department MIS Department
Bogra
Depot Office
Dhaka Chittagong Sylhet Mymensingh Khulna Rajshahi
Audit Department
Our main focus in this project was to know about the Job Satisfaction, Job Involvement and Commitment Level of Employees, who are serving the Healthcare Distributions Co. So, we emphasized on the Human Resource Department. Here is a hierarchical representation of the HR Department:
Officer HR
Assistant Officer
Peon
Cleaner
Methodology:
For our report, we interviewed Mr. Abul Kalam Azad. He is the Deputy Manager, HR of Healthcare Distributions Co. On interviewing the HR, we got a brief idea about the work environment of the employees working for the Healthcare Distributions Co. With his unconditional support, we also managed to conduct a small survey on a random sample of 5 employees. So, our query about employee satisfaction, involvement and commitment level was fulfilled. The questionnaire used in this survey is given in the Appendix section.
Theoretical Relevance:
Job Satisfaction:
1) Working Environment & Co-workers Behavior:
There was a question in the questionnaireHow much are you satisfied with the current working environment and your co-workers behavior?
Name/Level
Very satisfied
Satisfied
Moderate
Dissatisfied
Very Dissatisfied
Hanif Masud
From the responses, it could be easily determined that 80% of the employees are satisfied with the environment, they work in.
Further, on talking with these 5 employees, we found out that they are satisfied because not only their coworkers are good with them but even the management is really friendly to them.
2) Income Level:
Accordance to the following characteristic, we made a questionWhat is your feeling about your current level of income? i. ii. iii. good enough fairly low indifferent
Name/Level
Good Enough
Indifferent
Waliul
Although this same workers were satisfied with their working environment but the results regarding their current income level was disappointing. None of them said they were happy with their salary. In fact, 60% of the employees thought that it was fairly low.
However, when we talked to the HR manager on this issue, he informed us that there some employees who are never satisfied with their pay. This is because recent price hikes has caused the value of money to deteriorate. As a result, even pay rises cannot fulfill the needs of the employees. So, the HR faces difficulty while motivating these employees to give their best performance.
In order to make these employees give their best shot the company follows the strategy of performance based appraisal. As a result, the employees can receive 4-5 increments every year. The increment factor acts as a motivator for the employees to perform at their best.
The HR also told us that the payment system followed in Healthcare Distribution Co. is totally opposite to the government policy. Healthcare Distribution Co. maintains a payment system of Gross to Basic.
3) Benefits:
Apart from pay, additional benefits like small loans, company sponsored trainings, seminars; healthcare facilities can also provide job satisfaction. So, we tried to find out how employees feel about the benefits presented by Healthcare Distributions Co. through the following question:
Name/Level
Fully
Moderately
Not Much
Not At All
Masud
It can be said that almost every employee is satisfied with the benefits that they are being provided by the company.
Healthcare Distribution Co. says that they want to help their employees in any manner they possibly can.
Job Involvement:
1) Identifying With The Job:
To what extent, you are known by the task you perform? i. ii. iii. high moderate low
Name/Level
High
Moderate
Low
The first three were the drivers of the truck which are used to distribute the pharmaceutical items. So, they are known by their tasks according to which areas they serve for distribution. Fourth one was the cleaner so he is known for his work. Last one just helps in loading boxes in
the truck. He is just 1 of the many employees who packages and loads the boxes. As a result, he is not recognized much for his task. Therefore, the first 4 employees are highly involved with their job.
2) Empowerment:
Does your work give you the authority & independence to do your job?
Name/Level
Very much
Moderately
Not Much
Not At All
Waliul
Ansar
Bijoy
Hanif
Masud
As we have already inform you that the 1st three are drivers. So, it is very obvious that they experience psychological empowerment to a very much extent. Their perceived autonomy is high as they can drive their trucks to their stated destinations on their own way. And, of course their work is important. If they do not distribute pharmaceutical products properly, the Healthcare Distribution Co. can never become successful. While the 4th is a cleaner who cleans the office in his own way but under some supervision. The last one does not have any decision taking power. He just packs the pharmaceutical boxes in the way he is asked to.
3) Level of Skill:
To what extent, your job requires being skilled?
i. ii. iii.
Name/Level
High
Moderate
Low
Masud
The 1st three being drivers need to be highly skilled to drive carefully. They are highly involved. While the cleaner and the 5th one who helps in packaging need not to be that skilled. They experience moderate involvement with their job.
Organizational Commitment:
1) Affective Commitment:
Related to this topic, we had two questions in our questionnaire:
a) What makes you attached to the company? i. ii. iii. Emotional needs Financial needs Social needs
Name/Options
Emotional Needs
Financial Needs
Social Needs
Waliul
Ansar
Bijoy
Hanif
Masud
It was interesting to find that all the employees said they are financially attached to Healthcare Distribution Co. This showed that the affective commitment of employees is very low. This can have negative impact on the level of performance of employees since affective commitment is positively related to performance.
b) During a time of crisis, are you willing to work harder than you do in order to help your company succeed? i. Yes ii. No
Name/Options
Yes
No
Waliul
Ansar
Bijoy
Hanif
Masud
The results of this question contradict with the results of our previous question. Previously we found that employees are attached to the company because of financial needs which meant low level of affective commitment. But now, we can see that employees are eager to help out their company when in need. This gives evidence of high affective commitment.
2) Continuance Commitment:
Related to this topic, we had two questions in our questionnaire:
a) What makes you stay in this company? i. Continuous positive reinforcements ii. Frequent salary increment iii. Other benefits iv. For the sake of earning
Name/Options
Other benefits
Waliul
Ansar
Bijoy
Hanif
Masud
From the responses of the candidates, we concluded that the continuance commitment of employees is high. They work their solely to satisfy their needs. This five people comes from a poor family background and it is not really easy for them to leave the job just because they are not fully satisfied. They need to run their family and in order to do so they need to earn. So, their perceived economic value of remaining with the organization in compared to leaving it is very high for these employees.
On the issue of affective commitment, the HR provided valuable insight. He said that many of the employees can not become emotionally attached to the company because they see some of the systems as unfair. For instance, there are some transfers made just because the top management wants it to happen. They never give any clear justification behind the transfers. In addition, some employees come to know from peers that that particular peer was selected because he was a reference candidate. On hearing such things, employees feel demoralized. They think their input has no value and thus, performance suffers.
Moreover, some of the employees fear that the reference candidates might be paid more than they are being paid for the same level of task performed. Such perceptions have adverse effects on the performance of employees.
Problems:
Perceived level of income is low:
From the survey, it was evident that employees are not satisfied with their current level of income because they perceive it as low. This would have a negative impact on performance as the motivation to perform would be low.
Make some of the major systems crystal clear so that employees perceive it as fair:
According to the HR, emotional attachment of emp loyees is low simply because they perceive some of the company policies as unfair. They see some of the transfers as illogical. In addition, they feel some of the other employees receive pay rises more than often without any reason. It is their feeling that some employees receive pay rises simply because of being a reference candidate and liked more by the top management. Therefore, we would recommend Healthcare Distributions Co. to make these particular systems clear to the employees. They should specify reasons to employees before a transfer is made. Also, they should let the employees know about the measure that is being followed to facilitate pay rise. In order to implement the above mentioned recommendations, for transfers, the HR can hand that particular employee a transfer letter where the reasons behind his transfer is clarified. And for the increments, top management can facilitate a notice board where the system of performance based appraisal would be stated clearly. In this way employees would get to know how their performances are being measured and with increments they
would actually feel that their work is being valued by the organization. Moreover, they would perceive the company policies as fair enough to be satisfied.
Conclusion:
From our sample survey conducted on the employees of Healthcare Distributions Co. it can be concluded that the main problem that lies in the organization is the perceived lower pay. This is the root cause of lower job satisfaction and less organizational commitment. So, it is highly recommended that the point of view of employees towards their income must be changed. Thus, opening doors for Healthcare Distributions Co. towards greater success, in future.
www.hdcbd.com/
Appendix:
A questionnaire to figure out the satisfaction, involvement and commitment level of employees:
Job Satisfaction:
Q1: If a good friend of yours told you that he or she is interested in working at a job like yours at this company, what would you say?
i. ii. iii.
Would recommend it Would advise against it Would ask to reconsider his or her decision
Q2: What is your feeling about your current level of income? i. ii. iii. good enough fairly low indifferent
Q3: How much are you satisfied with the current working environment and your co-workers behavior?
v.
Very dissatisfied
Q4: Are the benefits that your company is extending to you are sufficient?
Job Involvement:
Q6: To what extent, you are known by the task you perform? i. ii. iii. high moderate low
Q7: Does your work give you the authority & independence to do your job?
i. ii. iii.
i. ii. iii.
Just for the sake of doing To avoid negative reinforcements Task that I perform are personally meaningful to me
Organizational Commitment:
Q11: What makes you attached to the company?
i. ii. iii.
Q12: During a time of crisis, are you willing to work harder than you do in order to help your company succeed?
i. ii.
Yes No
Continuous positive reinforcements Frequent salary increment Other benefits For the sake of earning
Q14: Would you turn down another job for more pay in order to stay with this company?
i. ii.
Yes No
i. ii.
Yes No