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Job Dissatisfaction is the Main Reason for

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Switching Jobs among Nexters
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Job dissatisfaction is the main reason for Switching Jobs among Nexters
Course: MGT 321, Organizational Behavior

Section 1

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Prepared For:

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Amitabh Bose Bapi

Instructor
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School of Business
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Date: 27 August 2007


Letter of Transmittal

Date: 08.04.2008

To,
Amitabh Bose Bapi
Lecturer, School of Business
North South University
Banani, Dhaka.

Subject: Project submission of MGT 321

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Sir,

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Here is the report you assigned for the course MGT 321, Organizational Behavior. The report
consists of our findings and analysis based on our research conducted on the reasons of
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switching jobs among Nexters in Bangladesh. We can assure you that the evaluation and
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research conducted done are free from any bias and attempts to present the actual scenario in
Bangladesh. Perhaps you may need more information about the Project Report. We are
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assuring you that we will rush to you if you require any further information.
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We are ever grateful to you for this assignment, which helped us a lot to acquire practical
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knowledge and broaden our outlook and enrich our experience in the field of organizational
behavior and also gave us in-depth knowledge of carrying out surveys and how to tabulate,
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analyze and interpret those findings.


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Sincerely Yours
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Contents

1 Introduction

(a) Background ......................................................................................................02


(b) Objectives .........................................................................................................02
(c) Methodology ....................................................................................................02
(d) Limitation .........................................................................................................02

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2 Hypothesis............................................................................................................................03

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3 Background ..........................................................................................................................03

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4 Reasons for Job Switch ......................................................................................................04
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5 Survey Analysis .................................................................................................................06


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6 Survey Findings .................................................................................................................10


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7 Conclusion .........................................................................................................................11
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Executive Summary

Our report starts off with a case study of a person who switched jobs and his views. In
the beginning we have described the current trend of switching jobs in Bangladesh. Then we
have developed a hypothesis based on the current situation and the reasons of switching jobs.
The methodology of the research has been explained as well where we have talked about the
research procedures and the sources of both the primary and secondary information. The
post-research results have been tabulated and presented in charts. This was followed by
critical analysis of the results where we have compared the real results obtained through
survey with the hypotheses. Then our interpretations and findings of the research results have
been discussed. Finally, we have reached the conclusion of our research which has been

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derived based on the results of the survey.

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Introduction:

At present the new generation seems very impatient with their jobs or rather
dissatisfied. Majority of them last in an organization for a period of maximum one and half
years and then try to get in some other organization. There could be due to different reasons
for such organizational behavior. Is it because the organization does not look into the need of
the young people or is the young people failing to cope up with the tasks at the work place
and switching jobs? We also intend to find out whether such trend is general or seen
especially among young generation compared to the older generation and investigate the
reasons behind such behaviors.

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Objectives:

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In this research mainly we tried to find out the views of young people who got in jobs
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within the last 7 years. How the Nexters are influencing the job environment and how the
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job environment is shaping them. And what are the reasons behind switching jobs.
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Methodology:
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We shall discuss elaborately the attitude of the young generations towards the age old
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approach to stick to a job and remaining loyal to the organization. The research will mostly
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be based on the different secondary sources available in the context of Bangladesh. We shall
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try to bring in global perspective and situations in work places. We shall also conduct survey
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to find out the attitude of the young generation and use the data as a primary source.
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Limitation:

Since the survey was done within a small focus group of diverse age group so the
outcome of the report may vary from general idea since the report projects the idea of the
focus group. We could not go for interviewing a large number of people who have switched
job and project their ideas and reasons in our research paper even though we tried to include
findings few of such interviews. And lastly the time played a big factor which restricted us to
focus more deeply in the concerned areas of the provided hypothesis.

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A Case Study:

Reshad was a deputy manager of a reputed organization. He enjoyed


his work and liked the organization and felt comfortable with his job role
and performance. After serving his post for two years he expected a
promotion which he did not get and had seen someone else to get the
promotion who was promoted to deputy manager after him and it created a
negative impact on his mind. He started disliking his work and later the
same year he was promoted which he had expected but everything seemed
to get along better. But after eight months of promotion he switched to
another organization which was comparable of the same status as the

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previous organization and moved there with a raise and promotion.

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We tried to find out what actually motivated him to take the step to switch the job.
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After talking to him we got to know that when he had seen some disparity between words and
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action of his previous employer it had created some bitter feelings in him. And slowly he had
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developed a negative attitude towards the company. He became dissatisfied with his job. And
so when the opportunity knocked he let the company after aging the promotion and went to
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the other company with a raise and another promotion. In this research we tried to find out
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the main reason for job switching. Is it the job dissatisfaction or something else?
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Hypothesis:
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From the recent studies it is proved that the young generation that got into the job
fields within last 7 years tends to move to different organization within very short span of
time. It is also seen in Bangladesh that the fresh graduates quite frequently switch jobs. They
have low loyalty towards the organization and when they become dissatisfied with the job
environment and supervisors they shift workplaces. In this research our hypothesis is Jobs
dissatisfaction is the major reason for the young generation to switch jobs often.

Background:
In the past few years we have seen a large number of young executives especially
nexters are switching jobs quite often. The average time span they spent in one organization
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is about 1 year. They grab the promotion and switch to another organization. And we believe
the main reason for such behavior is job dissatisfaction.

Hezbergs two factor theory of job satisfaction (Hygiene Theory): Hezbergs two
factor theory attempts to explain satisfaction and motivation in the workplace. According his
theory, satisfaction driven by motivation and dissatisfaction is driven hygiene factors.
Motivating factors are considered to be intrinsic to the job, or the work carried out.
Motivating factors are factors those make people want to perform, and achieve. Motivating
factors provide people with satisfaction, such as achievements, recognition, promotion
opportunities etc. Hygiene factors include aspects of the working environment such as pay,
company policies, and other working conditions. According to Hezbergs, adequate

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fulfillment of Hygiene factor influence employees to be Not dissatisfied and inadequate

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hygiene fulfillment lead to dissatisfaction.

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What causes job satisfaction: Studies have shown that, job satisfaction is strongly
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correlated with the work itself. Enjoying the work itself lead to highest level of job
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satisfaction. Other job satisfaction facts include, pay, coworkers, opportunity for
advancement etc. According to this theory, personality plays a very important role. People
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with positive personality are generally more satisfied. According to research, money
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motivates and satisfies employees only up to a certain level. After that level, money cannot
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satisfy an employee.
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Reasons for a job switch:


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We have tried to find out the main reasons of switching jobs and after conducting the
survey and interviews we have found the following reasons to be the main reason of
switching jobs.

Involuntary Job Changes:


Employee is fired for cause.
Expiration of contract.
Employee is fired because s/he cannot satisfactorily perform job functions
Employees are fired because Chemistry between employee and boss is poor.

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Company lays off employee along with department/division as part of company
restructuring--reengineering, outsourcing, etc.
Victim of organizational politics.

Voluntary Job Changes:


Interpersonal problem:
o Employee wants a career change and takes a new position
o Employee wants to be self employed rather than working for others.
o Employee's spouse had to relocate; employee needs to change jobs within the
company or, more likely, with a new company

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Organization related problem:

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o Employee finds a better job in the same line of work--higher pay, better benefits,
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promotion, and greater responsibility, better brand image.
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o Employee is not happy working at present job because of poor chemistry with boss
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or co-workers.
o Not satisfied with the current compensations policy.
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o Not satisfied with the job profile (e.g if an employee who is a creative person, gets
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a mechanical job profile).


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Unsure about his/her career growth with the current job.


o Poor office environment.
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o Difficult office hours.


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o Not satisfied with company policies.


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Survey Analysis
1. Age group of people switching jobs:

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From the graph we can see the majority of the people who switched jobs frequently are
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mostly young people aged between 24 to 28 years which is a huge 58% of the total
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respondents. A measly 4% of job switcher was from the age group 33 to 38 years of age.
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2. Comparison between male and female in terms of switching jobs:


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The tendency to switch jobs is more seen among males than females. The graph depicts
that 84% respondents who switched jobs were male where only 16% were females. The main

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reason for such response could be due to the fact that males are more aggressive in climbing
the organizational ladder and more power hungry.

3. Top management of the company was always fair and responsive.

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The graph clearly shows about 60% were dissatisfied with the fairness and responsiveness
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of the organization and only 40% were actually satisfied with the fairness and responsiveness
of the organization. The employees were dissatisfied with the organization which played an
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important role to switch jobs which satisfies our hypothesis.


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4. I was satisfied with the salary and benefits in your previous organization.
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Only about 20% percent people were satisfied with the previous salary and benefits
provided by the organization and rest 80% were not which also favors our hypothesis that job
dissatisfaction leads to switching jobs among young generation.

5. I was happy with the prestige and power in your previous organization.

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From the graph it shows 77% of the respondents were not satisfied with the prestige
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and power they had in the previous organization which lead to job dissatisfaction and it, too
satisfies our hypothesis.
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6. The responsibilities I had were too much.


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The graph depicts a major portion about 60% of the people agreed that in their previous
job they had too much responsibility on their shoulder which often created problems to
maintain family life and professional life which led to job dissatisfaction. This also supports
our hypothesis that job dissatisfaction leads to job switch.

7. There were inequalities among employees based on top managers personal preferences

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From the graph we can see that about 56% of the respondents agreed that there were
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inequalities among the employees based on top managers personal preferences. And that led
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to job dissatisfaction which eventually drives a dissatisfied employee to switch jobs.


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8. You quit the company because of:

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This was the most critical question of the survey. Why the young generation in
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particular switched jobs so often. And the result was unexpected. From the questions above
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we had seen majority of the respondents were dissatisfied with the job but it was not the main
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reason for them to switch jobs. Majority of the people 36% referred to personal ambition as
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the major reason for switching jobs while only 24% stated they did not enjoy their job or
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were dissatisfied with it and 20% stated the company was unfair to them, while 20% said
others which includes family problems, peer pressure, unexpected incidents, and so on.

Survey Findings:

From the survey can see the young people have a tendency to switch jobs and often
they take the earliest opportunity that they find and grab it to climb the organizational ladder.
Most of the people have hardly any moral obligation towards the previous organization which

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was a colossal 90% of the respondent saying they do not feel any moral obligation towards
their previous organization.
The major reason that we have found for switching jobs turned out to be personal
ambition rather than job dissatisfaction which contradicts our hypothesis.

Conclusion:

The research found that, though most of the employees are dissatisfied with their job,
job dissatisfaction is not the primary reason for switching jobs these days. Instead, personal
ambitions and self actualization needs thrust the current job switching trend. Young people
often have a fall back option which is mostly their parents on which they can depend on to

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some extent and that also plays a role in making them think it is safe to try for another job.

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Since they are opportunists in nature they tend to find the earliest chance to grab a promotion
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and move vertically upward through the hierarchy. And that mostly leads to job switching.
And so from our research we can conclude that not job dissatisfaction rather it is the personal
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ambition and thirst for self actualization is the real reason behind switching jobs among the
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Nexters.
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