Influence of personality traits on job satisfaction of the permanent faculty members of management science department Bahria University Karachi

campus

A thesis Presented to the faculty of Management Sciences Bahria Institute of Management & Computer Sciences, Karachi.

In Partial Fulfillment of the Requirements for the Degree of Master of Business Administration.

By:

Zoya Khan MBA-4 November ,2011

Bahria Institute of Management & Computer Sciences, Karachi

Final Project (Thesis) APPENDIX-B

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BAHRIA UNIVERSITY

APPENDIX-C

INSTITUTE OF MANAGEMENT AND COMPUTER SCIENCES, KARACHI

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BAHRIA UNIVERSITY INSTITUTE OF MANAGEMENT AND COMPUTER SCIENCES, KARACHI

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BAHRIA UNIVERSITY INSTITUTE OF MANAGEMENT AND COMPUTER SCIENCES, KARACHI

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APPENDIX-D

CRITERIA A. QUALITY OF THE SCHOLARY DIALOGUE a. Mastery of the research skills Involved in the thesis, Subject matter and related literature b. Skill in carrying out an Academic dialogue rationally Justifying his actions, refuting, arguments, Persuasiveness, etc c. Facility of expression, articulation, etc. Of ideas indicating an ability to describe and Explain the investigation d. Candidates openness, flexibility, Intellectual honesty 5 ______ 10 ______ 10 ______ 15 ______ 40 Points

B. QUALITY OF THE SCHOLARLY REPORT a. Substance b. Style c. Mechanics

60 Points 30 20 10 ______ ______ ______

FINAL RATING

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Grade Scale: 87-100 80-86 72-79 66-71 60-65 A B+ B C+ C

DEDICATION

This report is dedicated to my family, teachers and friends, without their

support this would not have been possible.

ACKNOWLEDGMENTS

I am grateful to almighty Allah, for giving me the strength and opportunity to work on this research and complete it. To my family, friends and everyone who supported me throughout this research.

I would like to thank my advisor Sir Kaleem Gayaas and examiner Madam Shumaila for their guidance and support throughout the research and that resulted in this research report.

ABSTRACT
Employee satisfaction is very important for an organization. Happy and motivated employees are factors to success for any organization. There are many factors which affect the job satisfaction which include salary, working environment, benefits, growth, employee attitude and personality trades. Globalization is a factor because of which employee encounter cross cultural differences. Ability to work under pressure, power distribution and gender are the factors due to which cross cultural differences occur. Moreover, employee at times finds it difficult to cope up with their new jobs when they are frequently moved from on department or job to another. Nature of work is also an important part of job satisfaction. Unrealistic job assignments, which cant be achieved plays an important role in making employees dissatisfied. It has been found by the researchers that job performance and job satisfaction are strongly connected and employees on professional jobs are more satisfied than employees on the unprofessional jobs. There are many ways of knowing the employee job satisfaction one of them is employee job satisfaction survey. The two of the most valid employee attitude surveys are JDI Job Descriptive Index and MSQ Minnesota Satisfaction Questionnaire. Analyzing survey information is very important for achieving the desired results. Working Conditions, opportunity to grow, degree of stress and work load, getting respect from co-workers, relationship with manager/ supervisor, financial rewards for employee are some of the factors of employee satisfaction. Furthermore, the five factor model explains five broad personality traits-, neuroticism, agreeableness, conscientiousness, extraversion and openness to experience, that describes most of the differences in the personalities among individuals. Fear is a motivator itself but a temporary one. Fear of losing a job can motivate employees temporarily but when this kind of motivation goes does hence, productivity decreases. It has been observed by the researchers that employees low at emotional stability and conscientiousness are more likely to quit their jobs on reasons other than job satisfaction and inability to do their job well. Employee having greater emotional stability and conscientiousness perform high on groups and their individual jobs as well. Monotonous jobs can lower the self esteem of an employee and lead towards negative job satisfaction. Hence, absenteeism and turnover increases. Job

satisfaction and success brings positive emotional behavior and the worker became more innovative, flexible and loyal. Every organization must create a system under which the employees get satisfied and become more productive. Like the employees of any other organization, a faculty members behavior toward the work or teaching can be measured by the level of motivation, performance and job satisfaction. A teachers motivation can measured through many factors. For example, taking classes and completing the course on time, being innovative in the class through bringing up new ideas and motivating students to participate.

Table of Contents

Chapter 1: Background of the topic Introduction 1.1Stetement of problem 1.2 Significance of the study 1.3 Scope 1.4 Limitations Chapter 2: Research Methodology & Procedures 2 Research Design and Methods 2.1 Respondents of the Study 2.2 Research Instrument 2.3 Sources of Data 2.4 Treatment of the Data Chapter 3: Review of Literature and studies Foreign literature Local literature Area for further study Chapter 4: Presentation Analysis Chapter 5: Summary of findings, conclusion and recommendations 5.1 Summary of findings 5.2Conclusion 5.3Recommendation References Appendices

2 3-4 5 5 5 6 7 8 8 8 8 8 9 10-14 15-17 17 18-37 38 39 40 41 42 43-46

Chapter # 1 Background of the Topic

1 INTRODUCTION
It all started in the late nineteen-eighties when the Pakistan Navy entered the field of education and established two Institutes, one at Karachi and the other at Islamabad, and called them Bahria Institutes (Bahria means Marine in Urdu). The two Institutes were designed to provide uninterrupted education up to Intermediate level for the children of naval personnel when they were transferred from one city to the other. Over the years the two Institutes grew in size and facilities, leading to the commencement of BBA and B.Sc (CS) classes in 1995. In 1997 these programmes were further upgraded to BBA (Hons), BSC (Hons) and MBA and MSC, as evening programmes. The Institutes were known as Bahria Institute of Management and Computer Science (BIM&CS), suffixed with the location Karachi or Islamabad. The Institute was finally upgraded to a university, the present Bahria University, on 7 February 2000 through a Presidential Ordnance. It was given a vide vision: to operate an educational system capable of providing state of the art facilities for imparting education not only to the children of naval personnel, but to all the people of Pakistan. Bahria is a multi-campus university, which has its headquarters and a campus at Islamabad, while another campus and constituent units are located in Karachi. Starting with just two departments in 1995, five more were added over the next ten years. Campus buildings were custom built with state of the art facilities, high tech computer and electronic laboratories, and well stocked libraries that have free internet accessibility. The universitys total student population, including those of its affiliated units, has been growing steadily and now hovers around 9,500. Bahria University has its headquarters and a campus in Islamabad. It has four constituent units in the southern city of Karachi: the Karachi campus, Bahria University Medical and Dental College, Institute of Professional Psychology, and National Centre for Maritime Policy Research.

Looking at the future, Bahria University aims to meet the higher educational needs of not only the northern part of the province of Punjab but also of the Khyber Pakhtunkhwa province and the Gilgit Baltistan region. And with the expected opening of trade routes with the Central Asian states, the university hopes to attract students from this region as well.

1.1 STATEMENT OF PROBLEM

Influence of personality traits on job satisfaction of the permanent faculty members of management sciences department of Bahria institute of management and computer sciences Karachi The further issues and problems discussed in the research includes the following What are the factors effecting job satisfaction of faculty members. Employee attitude and job satisfaction.

1.2 SIFNIFICANCE OF THE STUDY

The purpose of this study is to help the organization as well as employees to achieve success and growth. Management would know about the factors of motivation and several different employee attitudes related to employees. Satisfied employees mean happy employee and happy employees are productive as well and they help organization grow at a greater pace.

1.3 SCOPE
The scope of this study is limited to the permanent faculty members of management sciences department of Bahria institute of management and computer sciences Karachi.

1.4 LIMITATIONS
The research is based on the data collected by the permanent faculty members of management sciences department of Bahria institute of management and computer sciences Karachi.

Chapter # 2

ResearchMethodology & Procedures

2 Research Design and Methods

The data gathered for the purpose of research is both primary and secondary. The research instruments that are adopted are questionnaire and the internet.

2.1 Respondents of the Study

The respondents of my research are the 20 permanent faculty members of management sciences department of Bahria institute of management and computer sciences Karachi.

2.2 Research Instrument

The instruments used are questionnaires filled by 20 permanent faculty members of management sciences department of Bahria institute of management and computer sciences the other instrument used is internet, the articles and other published data.

2.3 Sources of Data

The sources of data are the internet and the respondents of the study.

2.4 Treatment of the Data

The information provided by the respondents is analyzed using questionnaires.

CHAPTER # 3 Review of literature and studies

Literature Review
Foreign Literature Employee attitudes and job satisfaction by Lise M. Saari and Timothy A. Judge 2004

Employees are very important for an organization. Their attitude and job satisfaction is the critical factor for an organizational success. There is always been confusion about the employee attitude and job satisfaction among human resource professionals. We should know what does employee satisfaction and attitude means. Employees see their job from many different angels. But the most important one is job satisfaction. We should first know what job satisfaction really is, it is the positive attitude, thinking and feeling for ones job and job experience. There are several reasons for a particular employee attitude which affects job satisfaction. Switching jobs and positions can be one of the reasons. There are many studies showing different reasons for dispositional pressure or influence. Childhood temperament can be a reason for unsatisfied employee. Emotional satisfaction is also considered one of the reasons for job satisfaction. Evidence also suggests that extroversion is also a reason affecting job satisfaction. Many researchers believe that the job its self has the core reason for the job satisfaction. Cultural influence job satisfaction as well. Due to high pace of globalization workers have to face many problems in their job, hence, job satisfaction decreases. Cross-cultural differences have great impact on job satisfaction. An individuals ability to take risk or to avoid it, the distribution of power among individuals and gender are the dimensions on which cross-cultural differences occur. Work situation also influence job satisfaction. Studies have shown, when employees are asked to rate the different aspects of their job like pay, supervision, promotion etc the nature of the work becomes the most important factor in the job satisfaction. When we consider all job satisfaction areas, we find that the nature of the work itself is the most important area to consider by the practitioners. Job satisfaction could be positive or negative. There have been debates about job satisfaction and many think that satisfied and happy employees are productive. Job satisfaction has an impact on outcomes and performance. Researchers have also found

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that the job satisfaction and job performance have strong connection. The greater the job performance the greater will be the job satisfaction. Research has also shown that this connection is even stronger in the professional jobs. Researchers also link job satisfaction with the satisfaction of life. Since, job is a part of our lives it is obvious that both of them affect each other. Researchers also think that depression also affect job satisfaction. Organizations have so much to do with the job satisfaction and employees satisfaction of life is related to job satisfaction. Many studies proved that employees who are not satisfied by their jobs are more likely to quit their jobs and be absent as well. Negative job satisfaction also leads to lateness and thoughts about an early retirement as well. Among several ways of measuring the employee attitude, the most effective one is employee attitude survey. The two of the most valid employee attitude surveys are JDI Job Descriptive Index and MSQ Minnesota Satisfaction Questionnaire. The JDI evaluates job satisfaction on the basis of promotions, pay, supervision, coworkers and the job itself. The MSQ is very flexible and adaptable and features short, long as well as overall measures. Analyzing survey information is very important for achieving the desired results. Employees have different ratings. This data can be compared to the other companys data to get some useful results regarding job satisfaction. Employee attitude is very important for an organization to achieve the desired outcome. If employee attitude data and survey is conducted and analyzed in a right manner, it can bring positive organizational change. Organizations should make sure that employees should get the chance to participate in the decision making process. This would improve job satisfaction and organizational performance. By understanding the employees attitude, organizations can have satisfied employees. Organizations should conduct employee satisfaction surveys on regular basis and make it a part of organizational decision.

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What Are the Factors Affecting Job Satisfaction? By Brian Hill, Demand Media

There are several factors affecting job satisfaction. Management has much to do with an employees satisfaction. Happy and satisfied employees with morale can accomplish difficult tasks with greater efficiency and perfection. Working Conditions Employees spend most of their time and energy working. Therefore, companies should provide good working environment to increase efficiency. Providing better space, lighting and advanced information technology facilities can contribute to working efficiency and job satisfaction. Opportunity to Grow Employee satisfaction increases when they can see a path where their position can move upward in the organization along with power to make bigger decisions and with a higher salary. Organizations also provide tuition fee support for university education. This leads them to a better career and provides them the opportunity to learn the advanced skills required for the job and their career. When an annual review of employee performance is done, they should be told by the supervisor, about the extra skills needed by their job. Supervisor should also show them the right path which can uplift their career within the organization. Degree of stress and work load Heavy workload and unrealistic deadlines are the reasons for stress and unsatisfied employees. Not meeting the deadlines can make problems and conflicts between management and an employee and increases the stress as well. Most if the times this kind of situation occurs due to the mismanagement and bad planning of the management. Having fewer employees for the assignment make the employees stressed because they have to deal with heavy workload.

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Getting respect from co-workers Employees always look for respect from their co-workers. Unfriendly, rude and unpleasant working environment usually has unsatisfied employees. If any kind of a problem arises between co-workers, the management should come in between and take the disciplinary action in order to solve the problem. Management should be very clear and remind employees about inacceptable behaviors at the workplace. Relationship with manager/supervisor Efficient managers know how to praise and appreciate their employees. Managers should also have open door for the discussions and solving employee problems in order to satisfy them and support them to do their job effectively. Financial rewards for employees Financial reward also affects job satisfaction. An employee is satisfied when he or she thinks that the pay scale company is offering is fair. Organizations must have a systematic way of evaluating the job performance and provide the salary according to that. Moreover, a pay raise must be given and other opportunities and facilities like vacations and bonus must be provided to make an organization a good place to work in.

Five factor model of personality by Dr Simon Moss on October 18th 2008

Overview of the model

The five factor model explains five broad personality traits--, neuroticism, agreeableness, conscientiousness, extraversion and openness to experience, that describes most of the differences in the personalities among individuals. Extraversion Costa and McCrae (1992) classify six sides of the each personality trait. Extroversion is warm, action oriented, enjoys being the center of attention, positive and active. Extroversion is
usually linked with leadership because their ability of being comfortable in a group. The jobs that 13

require high deal of interaction with people are good for the extroverts. For example, teaching and sales job.

Neuroticism It is related to negative emotions. A person experience negative emotions like depression, guilt, anxiety and anger. These people often find themselves hopeless in ordinary situation. They experience negative emotions for a longer period of time and hence usually have a bad mood. Agreeableness It is related to compassion and corporation towards others. These people get along with others well. They are friend and helpful. They have are quite optimistic about the human nature and find others trustworthy and honest. Conscientiousness It is related to self-discipline and being dutiful. These people are quite motivated to achieve their goals. They are well- planned. It is the way we control and direct our desires. Openness to experience Openness to experience is related to unusual ideas, feelings and values. These people are art lovers and prefer difficult experiences. They dont prefer standardized and routine tasks.

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Local Literature

Effects of Job Satisfaction on Employees Motivation & Turn over Intentions by Qadar Bakhsh Baloch

Satisfied employees are happy employees. Satisfied employees are motivated and dont have intentions to leave their existing job. Fear is a motivator itself but a temporary one. Fear of losing a job can motivate employees temporarily but when this kind of motivation goes does hence, productivity decreases. It has been observed by the researchers that employees low at emotional stability and conscientiousness are more likely to quit their jobs on reasons other than job satisfaction and inability to do their job well. Employee having greater emotional stability and conscientiousness perform high on groups and their individual jobs as well. Monotonous jobs can lower the self esteem of an employee and lead towards negative job satisfaction. Hence, absenteeism and turnover increases. Job satisfaction and success brings positive emotional behavior and the worker became more innovative, flexible and loyal. Every organization must create a system under which the employees get satisfied and become more productive. Organizations must provide work settings with the facilities like communication. It should also provide training and other growth opportunities where ones talent can be enhanced. Moreover, a supervisor should provide a congenial team to work and a timely feed back as well. Completive salary with an opportunity to grow and get promotions is also an important factor for a satisfied employee. Apart from all the factors mentioned above employee satisfactions vastly depends on the employees and managers personality and the working style of the manager. Furthermore, managers can find the right job fit; matching the right person with the right job. Workers also have an important role in the job satisfaction as well. Employee contribution is very important because at the end of the day they are the ones who are getting satisfied. Employees must enhance their skills like reading, writing, speaking and in learning to use new technological in order to get a better pay and promotions as well. Moreover, teams building skills must learned because for success in any career teamwork
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and the ability to work in a group in extremely important. New job related skills must be acquired in order to perform well. Workers must be able to take criticism and use it in a productive way and must be able to deal with different people. Satisfaction means different to every person. For some, it is the respect which they get from the job and for others it is the amount of money they are receiving from doing a particular job. Personality of workers as well as managers, extra benefits, pay scale, workplace flexibility and quality of the working environment, social relationships within the workplace and opportunity to grow are the basic factors effecting the job satisfaction. Motivation, Performance and Satisfaction among University Teachers: Comparing Public and Private Sectors in Pakistan and Malaysia by Munaf Seema

The Pakistani teaching faculty of public sector looks more satisfied than the private sector faculty but their motivation for achievement and performance is the same. In the institutes of higher education, faculty plays vital role in the development and motivation of the students by guiding and suggesting them in order to achieve their goals and get a good national and worldwide position. Like the employees of any other organization, a faculty members behavior toward the work or teaching can be measured by the level of motivation, performance and job satisfaction. A teachers motivation can measured through many factors. For example, taking classes and completing the course on time, being innovative in the class through bringing up new ideas and motivating students to participate. Research is an important part of teaching. The ones who are involved in research find themselves satisfied due to their achievement. If faculty members get a chance to become the head of department, they bring up new ideas and can support and understand the problems of other faculty members easily. Research suggests that the leadership style can make the behavior, commitment and satisfaction of teachers more predictable. Moreover, there are contradictory views to the research mentioned earlier that is, there is no effect of management on the job satisfaction of teachers.
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Kingdon (1996) study argues that private sector educational system is efficient than the public sector. Kingdon and Teal (2007) study specifies that indicate the better academic results in the private sector is a result of pay in the private sector. This difference may differ culture to culture. This difference in private and public sector educational system can be seen in performance, motivation and job satisfaction.

Area for Further Studies

This research can be further analyzed and studied. The results can be further studied and tested. The variables which are used in this study can be further changed to get enhanced results.

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CHAPTER # 4

Presentation Analysis

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QUESTIONNAIRE ANALYSIS
Influence of Personality Traits On Job Satisfaction Of The Permanent Faculty Members Of Management Science Department Bahria University Karachi Campus

1- Gender of Participant Frequency Male Female 10 10 Percentage 50% 50%

Gender of Participant
50% 40% 30% 20% 10% 0% Male Female Male Female

EXPLANATION:
Fifty percent of the respondents are male and fifty percent are female.

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2- Education Level Frequency Associate Degree Bachelors Degree Masters Degree PhD 0 0 20 0 Percentage 0% 0% 100% 0%

Degree Level
100% 80% 60% 40% 20% 0% Associate Degree Bachelors Degree Masters Degree PhD

EXPLANATION:
All of the respondents have a masters degree.

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3- Year of Experiences in the Job Frequency 1---5 years 510 years 1015 years Above 15 years 5 9 5 1 Percentage 25% 45% 25% 5%

Years of Experience
45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 1---5 years 510 years 1015 years Above 15 years

EXPLANATION:
Forty-five percent of the respondents have the experience of five to ten years, while twenty-five percent have the experience of one to five years and another twenty-five percent have the experience of ten to five years and just five percent have the experience above 15 years.

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4- Salary Range

Frequency Rs. 10,000- Rs.30, 000 Rs.31, 000 --Rs. 50,000 Rs. 51,000---Rs.70, 000 Above Rs.70, 000 0 3 15 2

Percentage 0% 0% 100% 0%

Salary Range
80% 70% 60% 50% 40% 30% 20% 10% 0% Rs. 10,000- Rs.30, 000 Rs.31, 000 --Rs. 50,000 Rs. 51,000---Rs.70, Above Rs.70, 000 000

EXPLANATION:

Fifteen of the respondents have salary between the ranges of 51000 to 70000; three of them have the range between 31000 to 50000 while two of them have above 70000 salary.

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5- From the following what Factor effects the job satisfaction more? Frequency Work Relationships Work Environment Self Fulfillment/Achievement Salary and Benefits Recognition of skills Independence and flexibility Fair and equitable treatment Efforts are appreciated Training and development Career advancement 10 7 6 15 4 4 4 5 4 5 Percentage 50% 35% 30% 75% 20% 20% 20% 25% 20% 25%

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Factors Effects Jobs Satisfaction

80% 70% 60% 50% 40% 30% 20% 10% 0%

EXPLANATION:
Seventy-five percent of the employees get satisfied through good salary and benefits while fifty percent of the employees believe that work relationships effects job satisfaction the most.

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6- Are you motivated by your Job?

Frequency Yes No 19 1

Percentage 95% 5%

Motivation of Job
100% 80% 60% 40% 20% 0% Yes No

EXPLANATION:
Most the respondents that are ninety-five percent are satisfied from their job and just five percent of them are not satisfied.

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7- From the following what motivates you : Frequency Achieve success Earn Money Feeling of satisfaction Work relationships Contributing my talents to help others. Family Values Health benefits and pension plan 9 10 4 3 4 1 1 Percentage 45% 50% 20% 15% 20% 05% 05%

What Motivates You?

50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0%

EXPLANATION:
Earning money is the basic motivation of majority which is fifty percent while forty-five percent is motivated by success. 20%, 15%, 20%, 5%, 5% are motivated by feeling of satisfaction, work relationships, contributing their talent to help others, family values and health benefits and pension plan respectively.

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8- From the following what is the reason behind you absence Frequency Personal Illness Child Care Elder/Spousal Care Not Usually Absent 4 1 0 15 Percentage 20% 05% 0% 75%

Reason Behind Absence

80% 70% 60% 50% 40% 30% 20% 10% 0% Personal Illness

Child Care

Elder/Spousal Care

Not Usually Absent

EXPLANATION:
Majority which is seventy-five percent, dont get absent while, twenty percent and five percent get absent due to personal illness and childcare respectively.

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9- Do you have any regular health problem? Frequency Yes No 03 17 Percentage 15% 85%

Regular Health Problem

100% 80% 60% 40% 20% 0% Yes No

EXPLANATION:
Eightyfive percent of the respondants dont have any kind of health problems, while fifteen percent of the respondents have them.

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10- (If yes) what do you experience? Frequency Headaches Joint aches Muscle tension Fatigue 1 0 1 1 Percentage 33% 00% 33% 33%

Health Problems
35% 30% 25% 20% 15% 10% 5% 0% Headaches Joint aches Muscle tension Fatigue

EXPLANATION:
Headache, muscle tension and fatigue are experienced by thirty-three percent respondents respectively and none of them experience joint ache

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9- What is your Habit of Sleep? Frequency 56 hours of sleep 78 hours of sleep having trouble falling asleep Wake up several times 12 8 0 0 Percentage 60% 40% 0% 0%

Habit of Sleep
70% 60% 50% 40% 30% 20% 10% 0% 56 hours of sleep 78 hours of sleep having trouble falling asleep Wake up several times

EXPLANATION:
Sixty percent of the respondents sleep five to six hours a day while forty percent sleep seven to eight hours a day.

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10- What is you exercise habit? Frequency 30 minutes each day At least 1 hour 23 times per week No time for Exercise I do not exercise 3 0 4 2 11 Percentage 15% 0% 20% 10% 55%

Exercise Habit
60% 50% 40% 30% 20% 10% 0% 30 minutes each day At least 1 23 times hour per week No time for Exercise I do not exercise

EXPLANATION:
Fifty-five percent of the respondents dont exercise while twenty percent do it twice or thrice a week. Furthermore, fifteen percent exercise 30 minutes a day and ten percent dont have time for it.

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11- How do you spend your personal time? Frequency Quietly alone With family/friends Working on a hobby Taking classes At social functions Physical activities 3 18 2 2 1 3 Percentage 15% 90% 10% 10% 5% 15%

How to spend Personal Time?

90% 80% 70% 60% 50% 40% 30% 20% 10% 0%

EXPLANATION:
Ninety percent of the respondents spend their time with family and friends while, minority spends time at physical activities, social functions, classes and spending some time alone.

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12- When do you feel stressed and frustrated? Frequency Work relationships are difficult Not treated fairly and equally Not given challenging projects Lack of career growth Abilities are not utilized Lack of work-life balance Assigned excessive deadlines Feel unappreciated 4 20 0 12 10 5 1 2 Percentage 20% 100% 0% 60% 50% 25% 05% 10%

When you Feel Frustrated?

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0%

EXPLANATION:
All of the respondents feel frustrated when they are not treated fairly and equally. Apart from that, sixty percent also believe that when there is lack of career growth they feel frustrated, while fifty percent also believe that when their abilities and skills are not utilized properly, it makes them frustrated. Some of the faculty members also believe that
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when they are not being appreciated, assigned excessive dead-lines and there is lack of work-life balance and their work relationships are hard to manage they get stressed and frustrated.

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When do you feel more relaxed? Frequency During lunch time Completing a difficult task/project spending time with family involved and contributing at work work relationships are harmonious spending time alone attending social functions When there is little work to be done 8 2 15 5 1 6 0 1 Percentage 40% 10% 15% 25% 05% 30% 00% 05%

When You Feel Relaxed?

40% 35% 30% 25% 20% 15% 10% 5% 0%

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EXPLANATION
Forty percent of the faculty members feel relaxed during lunch time and thirty percent spending time alone. This shows that after being in a crowd and around people during whole day most of the faculty members need some time alone to relax. While twenty-five percent feel relaxed when they contribute to their work because they want to decrease the workload and the stress it brings. Moreover, minority feels relaxed when they are completing a difficult task/project, spending time with family, attending social functions or when the work relationships are harmonious and there is little work to be done.

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13- What according to you is beneficial for organization? Frequency Influence behavioral changes in others Be aware of the emotions of others Be aware of what motivates others Work at developing win-win situations 0 0 1 19 Percentage 0% 0% 05% 95%

What Beneficial for Organization?

100% 80% 60% 40% 20% 0% Influence behavioral changes in others Be aware of Be aware of Work at the emotions what motivates developing of others others win-win situations

EXPLANATION:
Majority believes that working at developing win-win situation is more beneficial for the organization while minority does not support this view and thinks that being aware of others motivation is a good way for achieving organizational benefits.

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CHAPTER # 5 Summary of findings, conclusion and recommendation

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5.1 SUMMARY OF FINDINGS

During the research it is found that majority of the faculty members have five to ten years of experience on the job and they think that the financial benefits and the relationships on the job effects job satisfaction the most. Furthermore, many also believe that work environment and career advancement plays a vital role in achieving job satisfaction. Most of the faculty members are motivated by their job. As per findings, most of the faculty members get motivated by good salary and achievement. Most of the faculty members dont have any kind of health problems because they have good sleeping habits and they are usually not absent but they often experience headache, muscle tension and fatigue. Majority of the faculty members dont exercise few of them just get some time twice or thrice a week to do some. The faculty members want to spend their time with family members as well when they want to relax. They get frustrated when they are not treated fairly and when there is lack of career growth. The faculty members believe that if organization can create a win-win situation, it would benefit the organization.

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5.2 CONCLUSION
After the research and analyzing the literature it can be concluded that most of the faculty members of management sciences department of Bahria Institute of Management and computer sciences are extrovert. They are positive and warm. They dont experience neuroticism, but at times feel frustrated when they are not treated in a fair and equal manner. They are quite high at conscientiousness, as they usually dont get absent and are motivated by their job. Moreover, most of them love to spend time with their family and friend. They also find good working relationships important for their job satisfaction. Most of them believe that there is a lack of career growth in the organization. Lack of career growth is one of the factors which contribute towards negative employee satisfaction and it is not good for the growth of an organization as well. When employees are not appreciated they get frustrated and a frustrated employee cant become fully productive. Nature of work is the most important factor of the job satisfaction; static jobs along with lack of career growth can create frustration among employees. Most of the employees experience fatigue, stress or muscle tensions all of these are signs of extra workload or any other negative experience on the job.

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5.3 RECOMMENDATION
Following are few recommendations for the organization which can make the employee more satisfied and can contribute in the organizational growth. Organization must work towards developing win-win situation where employees and the organization must be equally satisfied. Management should consider employee opinion and let them participate in the decision making process to make the decision more fair. Employees are not satisfied by the career growth. Organization must introduce programs to enhance employee growth. For example, paying for their tuition for further education and providing in-house courses. Most of the employees want to spend their time with their family and friends. There must be events in which they and their family can have a good time. Employees also find good working relationship extremely important for their satisfaction. An in-house gym can be created to improve their health and it would make them interact with other employees in order to create a pleasant working environment. Salary and benefits are the biggest motivators. There must be some extra benefits for the employees and goal oriented rewards as well.

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Bibliography/References
Retrieved From (www.qurtuba.edu.pk/jms/default_files/JMS/.../01_qadar_baloch.pdf) Retrieved From (www.utm.edu/staff/mikem/documents/jobsatisfaction.pdf) Retrieved From (http://smallbusiness.chron.com/factors-affecting-job-satisfaction20114.html) Retrieved From (www.psych-it.com.au/Psychlopedia/article.asp?id=80) Retrieved From (www.questia.com/PM.qst?a=o&d=5038589992)

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Appendices APPENDIX-A
Influence Of Personality Traits On Job Satisfaction Of The Permanent Faculty Members Of Management Science Department Bahria University Karachi Campus

11- Gender of Participant Male Female

12- Education Level Associate Degree Masters Degree Bachelors Degree PhD.

13- Year of Experiences in the Job 1---5 years 1015 years 510 years above 15 years

14- Salary Range Rs. 10,000- Rs.30, 000 Rs. 51,000---Rs.70, 000 Rs.31, 000 --Rs. 50,000 above Rs.70, 000

15- Which of the following affects your job satisfaction the most? Work Relationships Work Environment

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Self Fulfillment/Achievement Recognition of skills and abilities Fair and equitable treatment Training and development opportunities

Salary and Benefits Independence and flexibility Efforts are valued and appreciated Career advancement opportunities

16- Are you motivated by your Job? Yes No

17- Which of the following defines your motivation for the job Achieving success The feeling of satisfaction Helping others on the job work Health benefits and pension plan. Money Friends & work relationships. Values, norms and discipline at

18- From the following what is the reason behind you absence Personal Illness Dissatisfaction from the job Usually not absent Child Care Elder/Spousal Care

19- Do you have any regular health problem? Yes No

20- (If yes) what do you experience? Headaches Joint aches

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Muscle tension Other 9- What are your sleeping habits? 56 hours of sleep each night. Often having trouble falling asleep

Fatigue

78 hours of sleep each night. Wake up several times during the night

14- What are you exercise habits? At least 30 minutes each day 23 times per week I do not exercise. At least 1 hour I have a desire to exercise but dont have time.

15- How do you spend your personal time? Quietly alone Working on a hobby At social functions with family/friends Taking classes Physical activities

16- You feel stressed and frustrated when

Work relationships are difficult I am not given challenging projects.

I am not treated fairly and equally. There is a lack of career and personal growth.

My skills and abilities are not utilized Unrealistic deadlines are assigned motivated.

There is a lack of work-life balance. I feel unappreciated and de

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17- When do you feel more relaxed? During lunch hours When I spending time with family/friends. When work relationships are harmonious. When attending a social functions. done Completing a difficult task/project When I am working. When spending time alone. When there is little work to be

18- According to you, what changes should be done to bring a positive change in your department? Positive behavioral changes in employees emotions Knowing employee motivation Being ware of employee

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