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Internship Report On
[This internship report is submitted for the partial fulfillment of the degree of Bachelor
of Business Administration (BBA) with major in management]
Department of Management
University of Chittagong
Submitted to
Professor
Department of Management
University of Chittagong.
Submitted by
Letter of Submission
Date: 11th December, 2018
To
Dr. Mohammad Khaled Afzal
Professor
Department of Management
University of Chittagong.
Dear Sir,
I have put my best effort to overcome my shortcoming and prepare the report to the best
of my ability. However, if any clarifications are required, I would always be available.
Yours Sincerely,
--------------------------------
Acknowledgements
At first I thanks to Almighty Allah to give me ability and strength to complete my intern
report. Then, I would like to express my gratitude, sincere appreciation and profound
respect to my internship supervisor Professor Dr. Mohammad Khaled Afzal,
Department of Management, University of Chittagong for his generous help, kind
supervision and valuable guidance throughout my internship period.
I am grateful and like to give my heartiest thanks to our honorable Professor Dr. Md.
Sahidur Rahman, Chairman, Department of Management and Professor A.K.M
Tafzal Haque, Co-ordinator of the internship program, Department of
Management in University of Chittagong and also to my respective teachers Professor
Dr. Mohammad Harisur Rahman Howladar for providing an overall guidelines about
my internship report.
I would also like to express my sincere gratitude to Major Sadin Tayyeb (Retd), Head
of HR & Admin of Pacific Jeans Group for allowing me to complete my internship in
one of their reputed units NHT Fashions Ltd.
Also thanks to Mr. Syed Alauddin, Manager of NHT Fashions Ltd. and Mr. Victor
Hor, Corporate HR & Administration Manager for their kind support and coordination.
My grateful thanks also goes to Mr. Farhad Yusuf, Assistant Manager of HR & Admin
in NHT Fashions Ltd for his support and continuous guidance throughout my internship
journey in the company. The generous support is greatly appreciated.
Finally, I express my sincere thanks to all those officials who have either directly or
indirectly helped me in my study.
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Supervisor’s Declaration
I am happy to certify that the internship report on NHT Fashions Limited, a unit od
Pacific Jeans Group, titled “A STUDY ON JOB SATISFACTION OF EMPLOYEES AT
NHT FASHIONS LTD” is prepared by a student of Bachelor of Business Administration
in Management. It is made by Md. Mynuddin Ryhan, ID: 13302119, 8th Semester
BBA program, Session: 2012-2013, for submission at the Department of Management
under the Faculty of Business administration, University of Chittagong. This report is
made for the fulfillment of the requirements for the degree of Bachelor of Business
Administration. I certify that this work and contents of this report has been conducted
under my supervision.
—————————
(Supervisor)
Dr. Mohammad Khaled Afzal
Professor
Department of Management
University of Chittagong.
Page |6
Executive Summary
The study is based on employee’s job satisfaction in NHT Fashions Ltd, a unit of Pacific
Jeans Group. A happy employee is a productive employee. Thereby job satisfaction is
very important. Job satisfaction implies doing a job one enjoy, doing it well, and being
suitably rewarded for one effort. Job satisfaction further implies enthusiasm and
happiness with one’s work.
Both primary and secondary data are collected for the study. Primary data are collected
through a survey among management employees. Large scale study was not possible due
to time constraints. Moreover due to busy work schedules of the employees, there is a
chance that responses to the questionnaires may be with lack of full concentration.
NHT Fashions Ltd is a unit of Pacific Jeans Group which is one of the leading RMG
manufacturer in the country. The company has the good reputation all over the country in
term of their Product Quality. However it is unknown fact that whether their employee
are really satisfied with their jobs. Hence the study evaluates the fact of their employee’s
job satisfaction.
The objectives of the study were to understand the satisfaction level of an employee,
analyzing correlation and regression, locate the problems and prospect and provide
recommendations regarding to this.
A methodological research was conducted to prepare the report. Methodologies used for
achieving these objectives are data collection through survey, analysis, feedback from
the employees.
compensation.
Recommendations are also represented on the basis of the problems has found. It
contains some recommendations to improving the way of employee’s job satisfaction at
NHT Fashion Limited. Factors that have lower satisfaction level needed to be checked
for improving employees’ satisfaction level at Current job & Current Company.
Company needs to be more emphasized on overall job environment & monetary
compensation to make the employees fully satisfied.
Before presenting the conclusion of this report it is important to mention that there may
have some lack in data due to time shortness. This report tried to represent the Job
Satisfaction of the employees at NHT Fashion Ltd, find out the flaws or lacking and
make some recommendation which may better their situation. This report may be useful
for designing any further study to evaluate the Job Satisfaction level provided by the
company.
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Table of Contents
CONCULSION
6.1 Problems regarding Job Satisfaction of the 57
Company
6.2 Recommendations for Improvement 57
6.3 Conclusion 58
Chapter Seven : Lessons From Internship
7 Lessons from Internship 60
References 61-62
Appendices 62-67
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CHAPTER ONE
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1.1 Introduction
Each and every employee needs to be motivated constantly throughout his/her stay in the
Organization. An employee needs to be encouraged to put his/her best for the
organization. He/she needs to be made comfortable to put all his efforts and achieve both
organizational and personal goal. Thus it has become very essential to increase Job
satisfaction which support every employee and make them feel valuable. Improving
employee satisfaction can increase productivity and profitability while also reducing
employee absenteeism and turnover. Sometimes it is argued that financial incentives are
no longer enough to motivate employees. As a result, several organizations are focusing
on non-financial incentives to enhance employee motivation. There is no denying the
fact that motivational techniques are beneficial to help employees both personally and
professionally. It will also help to find the level of employee satisfaction and its direct
impact on their performance. The study based on employee satisfaction in NHT Fashions
Ltd.
NHT fashions Ltd is a world class casual wear manufacturing company. The key element
of success of the company is its target driven highly motivated human resources.
"Respect and trust for individuals" is the core corporate value of the company. The
company has been able to infuse this value in its organization by accommodating change
and embracing openness and transparency, appreciating every individual’s positive
efforts. This philosophy ensures a healthy working environment and decentralization of
decision making authority which helped the company to grow sustainably.
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The scope of the study is confined within NHT Fashion Limited (NHT). This report is all
about the employee’s Job satisfaction at NHT Fashion Limited. The report is prepared to
fulfill the requirement of the internship program of the BBA Degree in Department of
Management, University of Chittagong.
The study report is prepared in term of 8 weeks of internship program. I got the
opportunity to work as an intern in NHT Fashion Limited (NHT). So I decided to make
an internship report about employee’s job satisfaction in NHT.
I had chosen 5 departments to collect the respective data for my study. I had conducted
my studies with the employees of NHT.
This survey was conducted by collecting the data from the employees (Manager,
Assistant Manager, Senior Executives, and Junior Executives etc.) who were available to
respond from the selected department. And data collected from selected area because of
their employee’s heavy work load. During my internship
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program I have tried to communicate with maximum employees of the company and
reflected the same in the report.
Moreover the studies will help how the organization can improve the job satisfaction
level of their employees. But due to their confidentiality issues some aspects were kept
concealed.
No comparisons will be made with other organizations. Protect the privacy of individuals
responding to questionnaires.
Knowledge
Data Collection
Building
Research Strategy:
Various books, Journals and annual report are being used to build up the basic
knowledge for the study. It is better to follow survey method to collect data from the
respondent through questionnaire. Because we need to collect data directly from the
source and this is the primary data and this data is needed to be collected by using
questionnaire. So it’s better to follow the survey method.
Since survey method is used so it is better to follow quantitative method rather than
qualitative method. So our research technique & procedure is Quantitative.
Sampling Design:
Sampling Mapping: Enlisting all the employees of NHT Fashion Limited is my sampling
mapping.
Age Frequency
Below 30 year 21
31-40 year 4
Total 25
Male 22
Female 3
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Total 25
Designation Frequency
Senior Management 6
Senior Executive 9
Junior Executive 10
Total 25
Work Experience Based Frequency
Sampling Technique:
In this research,
Sample Size:
But because of the various constraints like time, Confidentiality etc., I would like to
select 25 samples for my study.
In this research we use questionnaire to collect data from respondent. In first stage, the
questionnaire had been collected from published paper; then delivered it to the
respondent and asked the respondents to fill it up.
After collecting data from survey method, those data had analyzed by Microsoft Excel
and showed those data into the form of excel table and graph chart. The SPSS (Statistical
Package for Social Science) software version 21.0 used to code and analyze the data
collected through the questionnaire. The statistical analysis methods that are used to
analysis and explain are correlation analysis and regression analysis
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It would be hoped that the study will be evaluated subjected to the recognition of the
above mentioned shortcomings.
P a g e | 18
CHAPTER TWO
COMPANY PROFILE
Company’s Origin:
Mr. M Nasir Uddin, the managing director of Pacific Jeans Group, started a factory,
NZN Fashion Ltd, in 1984 with only 500 people. The factory began manufacturing jeans
for an Italian brand in the following year when there was no denim laundry in the
country. The factory used to stitch the jeans and ship them unwashed to Italy. Mr. M
Nasir Uddin established the first denim laundry in Bangladesh in 1986. In 1994, He set
up Pacific Jeans Ltd in Chittagong Export Processing Zone with 1,500 people. In 2000,
another production facility, Jeans 2000 Ltd was established. In 2008 Pacific Jeans Group
expanded further with Universal Jeans Ltd. And the latest addition in 2014 is NHT
Fashion Ltd.
NHT at a glance
Working Hour 8.00 A.M to 4.30 P.M with 30 minutes lunch break.
VISION
MISSION
VALUES
Innovations
We believe in continuous improvement.
We challenge the status quo.
We build on our success and learn from our failures.
We focus on finding solutions.
We accept the change is inevitable and that adaptability
determines future success
We celebrate and reward creativity.
Speed
We move fast, fast is better than slow.
We have a "Can Do" (positive) attitude.
We drive for result.
We act with sense of urgency.
We Work efficiently.
We believe in productivity.
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Quality
Quality for us means TOTAL CUSTOMER SATISFACTION.
Quality is the responsibility of every employee of Pacific Jeans Group.
We do well, what we do.
We hold ourselves accountable for result.
For us quality is a journey to excellence, not a destination.
We take pride in our work.
Integrity
We do the right thing in right way.
We act with honesty, commitment and ethics.
We assure compliance with laws, rules and regulations.
We show respect and value for all individuals for their diverse backgrounds, experiences, style,
approach, and ideas.
We assure proper use of company's assets.
Sustainability
We are responsible employer. We provide a dynamic and supportive working environment.
We run our business successfully, that satisfies the needs of our customers, our shareholders and
our employees.
We believe in sustainable profitability & growth.
We strive to minimize negative impact on the environment.
We follow sustainable, safe and environment friendly production method.
Products:
Raw Materials
Raw materials which are used for production purposes are as follows:
Fabric,
Zipper, Buttons
Chemicals
Carton Raw Materials:
1) Liner paper
2) Medium Paper
3) Starch Powder
4) Master Gum
5) Silicon Gum
6) Ink
7) Stitching wear.
Embroidery raw materials:
1) Thread
2) Interlining
3) TC Lining
Departments:
HR Department
Accounting department prepare payroll for employees, give payments to workers and
write checks for staffs. They manage accounts of the company. Maintain records of
supplier payment and follow up with buyers for pending payment. This department is
involved in all kind payment and cash management.
HR Department:
This department is concern about the social issue of the employee. They look
after recruiting and employee welfare.
This department maintains employee attendance and absent records.
Handle labor issues.
Factory compliance and social compliance.
New employee orientation.
R&D team are comprising fashion designers, textile engineers, washing experts, effect
creators from Asia and Europe and a very modern design studio including state of the art
LAB facilities to monitor production and testing at every stage of the process, from
prototyping to the end product.
Production planning department is responsible for planning and scheduling orders. This
department is known as PPC department. They execute production and do follow with all
production processes. Production planning and scheduling of activities are essential to
procure raw material on time, complete production activities on time and able handover
shipment on time.
1. Documents
2. Receive
3. Inventory.
4. Issue
5. Balance
Computer Aided Design (CAD):
Computer aided design (CAD) is the use of computer technology for design of objects
real or virtual. CAD often involves more than just shapes. As in the manual drafting of
technical and engineering drawings, the output of CAD must convey information such as
materials, processes, dimensions and tolerances, according to application-specific
conventions. CAD maybe used to design curves and figures in two-dimensional (2D)
space or curves, surfaces and solids in three-dimensional (3D) objects.
Major Buyers:
Banks:
Insurance:
P a g e | 28
ii. Cutting:
All units are well equipped with auto spreader and auto cutter (GERBER / LECTRA) to
ensure maximum output and highest efficiency level along with manual cutting facility
to have flexibility.
“Intello Cut- Fabric Cut Planning Automation Solutions” are used to achieve maximum
fabric utilization and allow for quality cutting.
Cutting units are specialized to work with stretch and super stretch fabrics.
iii. Sewing:
The company is well known for implementing highest possible automation of sewing
technology in Bangladesh.
Sewing units are capable enough to produce basic 5pkt jeans, fashion jeans, chinos,
cargo shorts & trousers, skirts etc. at a very high level of consistency and quality with
zero defects. Every line is designed with specialized and high tech machines operated by
skilled workforce under the supervision of experienced mid-level management.
All units have separate facilities of embroidery and printing which strengthen sewing
capability.
P a g e | 29
v. Wet process:
The company has the capability to diverse range of washes and finishes such as Rinse
Wash, Enzyme wash, Enzyme Stone wash, Towel bleach wash, PP bleach/Acid wash,
and Chlorine bleach wash.
The Company uses imported Italian Stone for Stone washing purpose.
Wet processes are well equipped with technologically advanced washing machines,
dryers and ozone machines to get high productivity and consistent quality.
The core strength of company’s wet process is less water technology, highly experienced
technicians and wet process experts who are relentlessly working on offer innovations,
new finishes and solutions for valued customers.
vi. Finishing
100% Quality inspection in different stage with a factory AQL (Acceptance Quality
Limit) 1.
Proper conditioning process to avoid moisture.
Metal detector testing before packing to ensure no harmful metal particle is in the
garment.
Strict check points in each process of pre-production and production ensures supreme
quality of products.
100% bulk fabric shrinkage, skewness and color shade checking before cutting.
In process quality control for 100% garments and 7-0 random inspection procedure with
corrective action plan for the RED alert.
The FQC (Factory Quality Controller) Team is responsible to ensure “0” defect
garments beyond the factory AQL i.e. 1.
Performs more than forty different kinds of Physical test, Chemical tests, Dimensional
stability test and Colorfastness tests.
Is able to perform physical & chemical test in JIS, AATTC, and ISO method.
Is approved by the company’s valued buyers UNIQLO, GAP, and H&M and where all
the required tests by the buyers are executed.
Accredited by Bureau Veritas (BV). The lab results are as accurate as well-reputed
testing companies because it performs the tests with same equipment as the reputed
testing companies and they are conducted by certified lab technicians.
Environmental Initiatives
The Company has Effluent Treatment Plant in each unit to purify the waste water which
is reused or released to a sanitary sewer or to a surface water in the environment.
Heavily invested on high tech machines, highly reflective flooring and energy efficient
light source.
Generates energy using waste heat which has substantially reduced energy consumption.
Collaboration with Jean logia for sustainable washes using Ozone, Laser & e-flow
technology.
P a g e | 31
Certification
Chapter Three
Job Satisfaction in Literature
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Job satisfaction is also defined as positive feelings about one’s job based on one’s evaluation
of the characteristics of the job.
Job satisfaction can also be defined as a worker’s emotional response to different job related
factors resulting in finding pleasure, comfort, confidence, rewards, personal growth and
various positive opportunities, including upward mobility, recognition and appraisal done on
a merit pattern with monetary value as compensation.
Lower Turnover.
Higher Productivity.
Increased Customer Satisfaction.
Employee Absenteeism.
Helps to Earn Higher Revenues.
Satisfied Employees Tend to Handle Pressure.
Lower Turnover: Turnover can be one of the highest costs attributed to the KR department.
Retaining workers help to create a better environment, and makes it easier to recruit quality
talent and save money. A person is more likely to be actively searching for another job if
they have low satisfaction; whereas, a person who is satisfied with their job is less likely to
be job seeking.
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Higher Productivity: Irrespective of job title and pay grade, employees who report high job
satisfaction tend to achieve higher productivity. When someone is happy with their job, they
focus well and they pay attention to their tasks. They seem themselves responsible and
accountable for achieving the organizational goal that does make them happy. When one
member of a team displays high productivity, it is natural for other members of the team to
try to increase productivity at the desired level.
Increased Customer Satisfaction: Keeping employees safe and satisfied can lead to higher
sales, lower costs and a stronger bottom line. Basically, profit can be earned by selling, the
products or giving services to the customers. If the employees are satisfied with their job
then they can give better customer service and we know that customer retention and loyalty
are dependent on the basis of the given service of the employees. If customers’ loyalty is
increased, automatically it will lead to increase profit.
Loyalty: When employees feel the company has their best interests at heart, they often
support its mission and work hard to achieve its objectives. In this situation, job satisfaction
and the level of loyalty of that employee will be increased. And, they may be more likely to
tell their friends, which helps to spread goodwill.
Employee Absenteeism: It is likely that a satisfied worker may miss work due to illness or
personal matters, while an unsatisfied worker is more likely to take “mental health” days,
i.e. days off not due to illness or personal reason. When people are .satisfied with their job
they may be more likely to attend work even if they have a cold; however, if they are not
satisfied with their job, they will be more likely to call in sick even when they are well
enough, to work.
Instead of wasting their time in gossiping and waiting around they believe in doing
productive work eventually benefitting the organization. They take pride in representing
their respective organization and work hard to ensure higher revenues for the organization.
Satisfied Employees Tend to Handle Pressure: Employees who are happy with their jobs
are willing to participate in training programs and are eager to learn new technologies,
software which would eventually help them in their professional career. Satisfied employees
accept challenges with a big smile and deliver even in the worst of circumstances. Employee
satisfaction is of utmost importance for employees to remain happy and also deliver their
level best. Satisfied employees are the ones who are extremely loyal towards their
organization and stick to it even in the worst scenario. They do not work out of any
compulsion but because they dream of taking their organization to a new level. Employees
need to be passionate towards their work and passion comes only when employees are
satisfied with their job and organization on the whole.
(Mayhew, 2017)
(Mayhew, 2017)
Customer Retention: Customer loyalty declines when employees are dissatisfied with
their jobs. Employee satisfaction is one of the points HCL Technologies CEO Vineet Nayar
explains in his Forbes website article titled "Why I Put My Employees Ahead of My
Customers." Nayar states that "Employees First, Customers Second is a management
approach. It is a philosophy, a set of ideas, a way of looking at strategy and competitive
advantage." Satisfied employees, according to Nayar, are excited about doing their jobs.
Employees who enjoy what they do -- especially employees in the customer service arena --
are more likely to interact with customers and clients in a much more positively and
cheerfully. An oft-used business tenet is that happy employees equal happy customers.
(Mayhew, 2017)
Consumed with looking for work that motivates them and finding a company that
appreciates their efforts, employees slip into patterns of poor performance or simply quit.
Turnover is costly. As turnover rates increase, dissatisfaction can spread throughout the
workplace, encouraging others to find employment elsewhere. Employee retention, a
workplace measurement related to turnover, can be extremely difficult in an environment
where employees are frequently dissatisfied with their jobs or working conditions.
(Mayhew, 2017)
Business Reputation: Employees are the face of your organization, which means your
business reputation depends on employees' behavior, actions and performance. Improving
employee satisfaction can work wonders for the way your business is viewed by
competitors, customers, clients and people interested in working for you. Employee
dissatisfaction impacts your ability to reach certain business markets as well as your ability
to recruit qualified applicants. Business failure can be linked to variables such as financial
distress or economic hardship; however, employees who are dissatisfied with their jobs and
the company they work for can have a tremendous impact on your reputation and success.
(Mayhew, 2017)
Single Global Rating The single, global rating method is nothing more than asking
individuals to respond to one question such as “All things considered, how satisfied are you
with your job?
Summation Score: It identifies key elements in a job and asks for the employee’s feelings
about each. Typical factors that would be included are the nature of the work, supervision,
present pay, promotion opportunities, and relation with co-workers.
Beside this, in summation score, many researchers used so many ways of measuring job
satisfaction.
Job Descriptive Index (JDI)
In 1969, this was originally developed by Smith, Kendall, and Hulin. There are 72 items in
this index which assess five facets of job satisfaction which includes: the work, pay,
promotions, supervision, and coworkers. Through the combination of ratings of satisfaction
with the faces, a composite measure of job satisfaction is determined.
Global Job Satisfaction
In 1979, Warr, Cook, and Wall developed this measure which includes 15 items to
determine overall job satisfaction.
Two subscales are used for extrinsic and intrinsic aspects of the job. The extrinsic section
has eight items and the intrinsic has seven items.
Job Satisfaction Relative to Expectations
Bacharach, Bamberger, and Conley developed this measure.
It assesses the degree of agreement between the perceived quality of broad aspects of a job
and employee expectations.
It is most effective to determine how job stresses, role conflicts, or role ambiguities can
hinder an employee from meeting job expectations.
Minnesota Satisfaction Questionnaire
The long form of this survey is made up of 100 questions based on 20 subscales which
measure satisfaction with ability, utilization, achievement, activity, advancement, authority,
company policies and practices, compensation, co-workers, creativity, independence, moral
values, recognition, responsibility, security, social service, social status, supervision- human
relations, supervision-technical variety, and working conditions.
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Fair Policies and Practice Individuals who perceive that promotion decisions are made in a
fair and just manner are likely to experience satisfaction from their jobs.
Very often employees are demotivated and dissatisfied with their jobs because unfair
policies and practices prevail at their place of work. It is therefore of utmost importance for
an organization to have a fair and equal system regarding practices and policies so that there
is no discrimination and frustration.
(“20 Factors Affecting Job Satisfaction (Explained)”, n.d.)
Monetary Compensation: Wages and salaries are recognized to be a significant but
cognitively complex (Carraher, & Buckley, 1996) and multidimensional factor in job
satisfaction. Money not only helps people attain their basic needs but is also instrumental in
providing upper-level need satisfaction. Employees often see pay as a reflection of how
management views their contribution to the organization.
(Thompson, n.d)
Career Enhancement: Employees want to know that there are opportunities within the
organization to grow and advance their careers. Develop employees through coaching and
mentoring programs, leadership skill development and succession planning to help ensure employees
satisfaction.
CHAPTER FOUR
Job Satisfaction at
NHT Fashion Limited
For the study on “Employees Satisfaction at NHT Fashion Limited, a sample survey has
been conducted and data has been collected from 25 employees. This chapter discusses
the results of the findings of the data analyzed from the questionnaires. The data is
analyzed based on the objectives and questionnaires items in presence of 25 respondents.
To evaluate the job satisfaction of the organization, I have conducted this survey on “Job
Satisfaction of Employees at NHT Fashion Limited”. The result of the survey is given
below-
In the survey of job satisfaction we used numerical values for converting and measuring
qualitative data into quantitative data. All of these are given below:
Strongly agree=5
Agree=4
Neutral=3
Disagree=2
Strongly disagree=1
Four independent variables were used to measure employee satisfaction level to find out
the results. They are
Figure 4.1.1 shows the level of satisfaction of the employees about the company’s policy
and mission. From this figure it can be said that all of the employees’ satisfaction level
for all sub factors values of Policy and Mission exist between 4.4 to 4.84.
Most of the employees were highly agreed to the sub factors of company’s policy and
mission except company’s good communication from employees to managers in the
company and good communication from manager to employees in the company.
Employees are agreed with these two subsectors
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Non-Monetary Compensation:
NON-MONETARY COMPENSATION
6
4.8 4.72 4.52 4.56
5 4.44 4.36
4.04
4
3
2
1
0
job as the sufficient tools on the job awareness of volume of easy to get people in my
opportunity to and resources training facility the work is along with department
learn that need to advancement reasonable colleagues communicate
do job opportunities sufficiently
that exist in with one
the company another
From this figure it can be said that all of the employees’ satisfaction level for all sub
factors Non-Monetary Compensation exist between 4.04 to 4.8. It can be said that most
of the employees were satisfied with the non-monetary compensation sub factors.
Among them, job as the opportunity to learn and sufficient tools and resources that need
to do job got the highly satisfaction level of the employees which were near 5 means
highly agreed.
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Career Enhancement:
Career Enhancement is the process of gaining skills, knowledge and training. This
includes 6 sub factors under Career enhancement. Figure 4.1.3 shows that the range of
satisfaction is 3.92 to 4.28
Career Enhancement
4.5 4.16 4.28 4.16
3.96 3.92 4.04
4
3.5
3
2.5
2
1.5
1
0.5
0
attachment the trust I have trust in my organisation of delegation of liberty in taking
towards my imposed on me superior for their training authority to decision
existing job by my superior encouragement programme allocate resource
for various work
Employees were satisfied with the career enhancement sub factors but among them, two
sub factors named I have trust in my superior for their encouragement and organization
of training program were in neutral satisfaction.
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Monetary Compensation:
Monetary Compensation is the money paid to an employee in exchange for the use of the
employee’s labor. It is one of the main tools of satisfying employees. Here 6 sub factors
used to figure out satisfaction of the employees under monetary compensation.
MONETARY COMPENSATION
4.5 4.12
3.84 3.96
4 3.68 3.72
3.52
3.5
3
2.5
2
1.5
1
0.5
0
I get decent sufficiency of availability of clarity and ability link between possibilities for
income for the income to meet scope for to understand performance and future career
job I perform family expenses schemes of non- the incentive rewards progression at
financial rewards system followed maintained by the company
by the the existing
management system
Figure 4.1.4 represents that the range of the factors tend to be 3.52 to 4.12 . In monetary
compensation only one sub factor got the satisfaction level above 4. Other sub factors
were in neutral satisfaction but they were also in near satisfaction level near 4.
They have lower satisfaction level on link between performance and rewards maintained
by the existing system than the other sub fact
P a g e | 47
Descriptive Statistics
Mean Std. Deviation N
SATIESFIED IN CURRENT 3.9600 .78951 25
COMPANY
POLICY AND MISSION 4.7256 .27923 25
NON MONETARY 4.4916 .26967 25
COMPENSATION
CAREER ENHANCEMENT 4.0867 .43333 25
MONETARY COMPENSATION 3.8067 .52193 25
The table represents mean and standard deviation of 4 independent variable with
dependent one. All the mean & standard deviation of each independent variable is
segregated in dependent variable.
Descriptive Statistics
Mean Std. Deviation N
SATISFIED IN CURRENT JOB 3.6800 .69041 25
POLICY AND MISSION 4.7256 .27923 25
NON MONETARY 4.4916 .26967 25
COMPENSATION
CAREER ENHANCEMENT 4.0867 .43333 25
MONETARY COMPENSATION 3.8067 .52193 25
The table represents mean and standard deviation of 4 independent variable with
dependent one. All the mean & standard deviation of each independent variable is
segregated in dependent variable
P a g e | 48
Here,
PM=Policy Mission
CE=Career Enhancement
Standard Measurement
Value
Exactly -1 A perfect downhill (negative) linear relationship
-0.70 A strong downhill (negative) linear relationship
-0.50 A moderate downhill (negative) linear relationship
-0.30 A weak downhill (negative) linear relationship
0 No linear relationship
+0.30 A weak uphill (positive) linear relationship
0.50 A moderate uphill (positive) linear relationship
0.70 A strong uphill (positive) linear relationship
Exactly +1 A perfect uphill (positive) linear relationship
Correlations
From the table, the first value of spearman correlation for the variable PM is .305. So,
the value is positive .i.e. there is a correlation between them. And the p value [.138] is
higher than the significant level 0.05 so, that means, we cannot accept relationship
between SCC and PM.
Second value of spearman correlation for the variable NMC is .450. So, the value is
positive .i.e. there is a correlation between them. And the p value [.024] is higher than
the significant level 0.05. So, that means, we cannot accept relationship between SCC
and NMC.
Third value of spearman correlation for the variable CE is .089. So, my correlation value
is positive i.e. I can say that there is a weak correlation between SCC and CE. And the p
value [.672] is higher than the significant level 0.05 so we cannot accept the correlation
between SCC and CE.
Fourth value of spearman correlation for the variable MC is .187. So, correlation value is
positive. There is a correlation between them. And the p value [.372] is higher than the
significant level 0.05 so we cannot accept that correlation between SCC and MC.
P a g e | 50
Correlations
SATISF POLI NON CAREER MONETAR
IED IN CY MONETAR ENHANCE Y
CURRE AND Y MENT COMPENS
NT MISSI COMPENS ATION
JOB ON ATION
Correla 1.000 .489* .379 .012 -.131
SATISF tion
Spear IED IN Coeffic
man's CURRE ient
rho NT Sig. (2- . .013 .061 .953 .533
JOB tailed)
N 25 25 25 25 25
*. Correlation is significant at the 0.05 level (2-tailed).
From the table, the first value of spearman correlation for the variable PM is .489. So,
the value is positive i.e. There is weak correlation between them. And the p value [.013]
is lower than the significant level 0.05. So, that means, we can accept relationship
between SCJ and PM.
Second value of spearman correlation for the variable NMC is .379. So, correlation value
is positive. There is a correlation between SCJ and NMC. And the p value [as p value is
.061] is higher than the significant level 0.05 so we say that there is no correlation
between SCJ and NMC.
Third value of spearman correlation for the variable CE is .012. So, my correlation value
is positive. I.e. I can say that there is a weak correlation between SCJ and CE. And the p
value [.953] is higher than the significant level 0.05 so we cannot accept the correlation
between SCC and CE
Fourth value of spearman correlation for the variable MC is -.131 .so, correlation value is
negative. There is not any correlation between them. . And the p value [.533] is higher
than the significant level 0.05. So we cannot accept that correlation between SCJ and
P a g e | 51
MC.
Analysis of Regression:
Model Summary
Mode R R Square Adjusted R Std. Error of
l Square the Estimate
1 .540a .292 .261 .67857
a. Predictors: (Constant), NON MONETARY
COMPENSATION
Value of regression in the table indicates 𝑅 2 =292 i.e. 29.2% of variability in NMC can
be responsible for SCC.
Coefficients; table indicates the final result of this analysis. The formula of regression is
X=independent variable
Coefficientsa
Model Unstandardized Standardize t Sig.
Coefficients d
Coefficient
s
B Std. Error Beta
(Constant) -3.147 2.311 -1.362 .186
1 NON MONETARY 1.582 .514 .540 3.081 .005
COMPENSATION
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Here a= -3.147 represent constant which is NEGATIVE. That means when we have no
value NMC then we have SCC = -3.147. There is simply no value associated with the
data set. And now the interpretation of the relationship of all independent variable with
dependent one.
Model Summary
Model R R Square Adjusted R Square Std. Error of the
Estimate
1 .544a .295 .265 .59198
a. Predictors: (Constant), POLICY AND MISSION
Coefficients
Model Unstandardized Standardized t Sig.
Coefficients Coefficients
B Std. Error Beta
(Constant) -2.671 2.048 -1.304 .205
1 POLICY AND 1.344 .433 .544 3.105 .005
MISSION
a. Dependent Variable:
Y= a + bx
X=independent variable
Here a= -3.147 represent constant which is NEGATIVE. That means when we have no
value PM then we have SCJ = -2.671 that means there is simply no value associated with
the data set.
And now the interpretation of the relationship of all independent variable with dependent
one.
CHAPTER FIVE
SWOT ANALYSIS OF
5.1 Strength
5.2 Weakness:
5.3 Opportunities:
1. Importing abundant tax free raw materials and no restriction from Govt.
2. Growing demand of jeans wear in the world market.
3. Consumers’ wish for new designs
4. Good reputation of product quality in outside world increases more option of export.
5. Larger and untapped domestic market.
6. The company situated beside sea port. So it is a suitable location for export and
import.
5.4 Threats:
1. Rise of competitiveness in export market for India, China, and Cambodia etc. due to
open market facilities.
2. Competitors have lower price and also have better distribution network with more
sales places.
3. Political unrest situation of the country.
4. Economic depression in the whole world may hamper the garments industries.
5. Quick obsolesce of technology
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CHAPTER SIX
PROBLEMS,
RECOMMENDATIONS
REGARDING JOB SATISFACTION
& CONCLUSION
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6.1 Problems:
Though management employees are satisfied with their current jobs in the company
there are some problems that can lead to future job dissatisfaction among employees.
6.2 Recommendations:
The following recommendations are made for improving job satisfaction among
employees in NHT Fashion Ltd.
1. Rewards should be given on the basis of proper performance appraisal to satisfy all
employees.
2. Conferences & seminars need to be arranged to introduce the incentive system
provided by the company & to rectify any system according to employee’s
requirement.
3. Authorities need to give more attention or focus on the non-financial reward system.
4. Introducing new training program for providing more opportunity to worker to
become skillful.
5. Provident fund should be introduced for management employees.
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6.3 Conclusion:
CHAPTER SEVEN
LESSONS FROM INTERNSHIP
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File Management
Auditing bills
Updating Database
Enterprise Resource Planning (ERP)
Wet Processing Plant
Norms of Corporate Culture and Discipline
How to appreciate good performance and how to rebuke the workers while they
make any mistake.
How to communicate with different types of people like officials, managers, interns
have helped me to develop my communication skills.
Teamwork
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Reference:
Book:
managing the human side of work. New Jersey: Pearson Prentice Hall
George, J. M., & Jones, G.R. (2008). Understanding and managing organizational
Behavior (Fifth Edition). Upper Saddle River, New Jersey: Pearson Prentice Hall.
Robbins, S.P. & Judge, T.A. (2007). Organizational Behavior (12th Edition). Upper
Zikmund,W., Babin, B., Carr, J., and Griffin, M.(2010). Business Research Method.
Website
Importance of Job Satisfaction (Explained). (n.d.). Retrieved November 25, 2018 from
https://iedunote.com/importance-job-satisfaction
Rumsey, D.J. (2016). What a Boxplot Can Tell You about a Statistical Data Set.
Ways of Measuring Job Satisfaction. (n.d.). Retrieved November 25, 2018 from
https://iedunote.com/measuring-job-satisfaction
13 Tips For Improving Job Satisfaction. (n.d). Retrieved November 25, 2018 from
https://thethrivingsmallbusiness.com/job-satisfaction-and-job-performance/
20 Factors Affecting Job Satisfaction (Explained). (n.d.). Retrieved November 25, 2018
from https://iedunote.com/factors-affecting-job-satisfaction
Appendices
Appendix 1: JOB SATISFACTIOON QUESTIONNAIRE
JOB SATISFACTIOON QUESTIONNAIRE
Direction:
Please read all the questions carefully. The survey has been designed to facilitate easy
answering
5 Marital Status
o Married
o Unmarried
6 Category of Employee
o Permanent Employee
o Temporary Employee
o Part Time Employee
o Others
7 Work Experience
o Less than a Year
o 1 - 3 Year
o 4 - 6 Year
8. COMPANY MISSION AND POLICIES
Strongly Somewhat Neither Somewhat Strongly
Disagree Disagree Agree Agree Agree
Nor
Disagree
a) The Company o o o o o
clearly conveys its
mission to its
employees.
b) The Company o o o o o
clearly conveys the
mission to its clients.
c) I agree with The o o o o o
Company's overall
mission.
d) I understand how my o o o o o
job aligns with The
Company's mission.
e) I feel like I am a part o o o o o
of the Company.
P a g e | 64
f) There is good o o o o o
communication from
employees to
managers in the
Company.
g) There is good o o o o o
communication from
managers to
employees in the
company.