JOB SATISFACTIONWord格式.docx
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EventheJobSatisfactionisnotthesamethemotivation,butthemotivationinfluenceemployee’sjobsatisfactionandreflecttheirattitudeintotheirwork.ThisresearchisgoingtostudythepolicyofacommoncompanyfromChinatofindoutwhichfactorsareinfluencingstaff’ssatisfaction,andhowthepolicyofmotivationaffectthejobsatisfactionintheorganization.
Jobsatisfactionisdependingonmanyfactorsineveryorganization.Manytheoriescanexplainasamesimplecase.Thisresearchisgoingtoanalyzetheproblemsthroughtheequityintheorganization,expectancyinthesystem,andsomeotherargumentslinkedtomotivation.Thisarticleistryingtofigureouthowemployeesjobsatisfactioninfluencetheefficiencyofthework,theoutputandtheturnover.
Inthestate-ownedcompanyofChina,thecultureistotallydifferentfromthecompanyinmanycountriesoftheworld,butwesternisalsousefultofigureouttheproblemsinICBC-AD,hence,thisarticlewillusethesatisfactiontheoriesinthemethodofinterviewandproblemsettlement.
TheprofileofICBCandICBC-AD
IndustrialandCommercialBankofChina–AbuDhabiBranch(hereinafterreferredasICBC-ADbecausewewillresearchthepolicyintheinstitutionandwecanrealizeitistheintegerofthearticle),whichgotwholesalebankinglicensefromcentralbankofUAEin2009andcommencedoperationfromJuly2010,isafullbranchofIndustrialandCommercialBankofChinaLimited(hereinafterreferredasICBCH.O.).
ICBC,theworld’stoplistedbankwiththehighestmarketcapitalization,customerdepositsandprofit,providesservicesto3.61millioncorporatebankingcustomersand216millionpersonalbankingcustomersbyvirtueofthedistributionnetworkconsistingof16,232domesticinstitutions(inChina),162overseasinstitutionsandover1,504correspondentbanksworldwide.
Foritsinternationalexpansionstrategy,ICBCsetupoveronehundredoverseasinstitutionsinthepast10years.InMENA,ICBCsetasubsidiaryinDubaiasregionalmanagementcenterandICBC-AD,afullbranch.
Actually,theframeofICBCMiddleEastInstitutionisnotcomplicatedcomparingtootherinternationalbanksoperatedover20yearsinthismarketnotevensaylocalbanks.Atpresent,theinstitutionconsistsofmanagement,8functionaldepartments(MarketingDept.,BankingDept.,HR&
AdministrationDept.,TreasuryDept.,RiskManagementDept.,ComplianceDept.,ITdept.,FinancialDept.,internalauditDept.andBankingOperationSupervisionDept.),andRiskManagementCommittee(consistingofmanagementandsupervisorofeachdepartment).
ICBC-ADnowhas8personsworkinginAbuDhabiandgetssupportfrominregionalcenter-Dubaioffice,assomefunctionaldepartmentsareconcentratedinregionalcenter.Accordingtothelicense,ICBC-ADnowprovidescommercialbankingservicestonon-individualclients,whichmakesemployeeundertakeheavydutiesthanemployeesininstitutionsinChina.
Obviously,thepolicyofahugecompanywithmorethan16000institutionscannotmaintainthesameinallbranches,asthepolicyshallbecustomizedaccordingtospecificcircumstance.ICBC-AD,oneoftheoverseasinstitutions,executesportionofpolicyasICBCHeadOffice(hereafterreferredasICBCH.O.)andmakesportionofpolicyinthefieldoflocalHumanResourceMarket.However,thepolicyofthisnewbranchisnotperfectandinfluencesthejobsatisfactionofallemployeestodifferentdegreesastheenvironmentchanged.
Inthisresearch,IfocusonthedefectofthepolicyofICBC-ADincurrentbusinesscircumstancewithoutclearresponsibilityidentificationofeachpositionanditsnegativeinfluenceonemployeesatisfaction.Onsuchabasis,wearetryingtofindoutawaytoremedypolicytomotivateemployeesbyincreasingtheirfeelingofsatisfaction.
EmployeeStructure
EmployeestructureofICBC-ADisnormalbutthecomponentofstaffsismorecomplexthanICBC’sinstitutionsinChina.TherearethreecategoriesofemployeesinICBCDubaioffice.
CategoryA:
AllthistypeofstaffscomesfromotherICBCinstitutionsorICBCH.O.,whohaveworkedforICBCforseveralyears.
CategoryB:
5employeesarehiredfromlocalmarket,whichareallChinesebutdon’thaveworkingexperienceinICBCbefore.
CategoryC:
4employeesarehiredfromlocalmarket,whicharenotChineseandalsowithoutworkingexperienceinICBCbefore.
Constitutionofsalary
Basicsalary;
Postsalary;
benefitsandbonus;
Basicsalaryisfixed.
ForCategoryA,thebasicsalaryisaccordingtothegradeofeachemployeewithspecificgrade.ICBCadoptsgratingsysteminHRmanagement.Thereare25gradesintotalforwholesystem,anddifferentgradesfordifferentinstitution.Thegradeofanemployeeisdecidedbycomprehensiveassessmentofhis/herpositionandhis/herpersonalqualification.Foreachgradetherearethreelevels-1,2and3whichmeanslow,mediumandhigh,forexample10-2meansmediumlevelofgrade10.Everygradecorrespondafixedamountofsalary.Technically,everyonehaschancetoupgradeinaspecificpositionfromlowleveltohighlevelbyperformingwellandalsohavechancetoupgradefromlowergradetohigherbypromoteinprofessionalposition.
ForCategoryB,thebasicsalaryisfixedonalowlevelanddon’thavechancetoupgrade.
ForCategoryC,thebasicsalaryisfixedonahighlevelforsomeprofessionalpositionandcannotupgradeasthereisnosuchmechanismforthem.
Postsalary.
Onlyavailableforthemanagementandsupervisors.
Benefits
Accommodation:
ThepolicyofICBCallowsthecompanyprovidesaccommodationtoallstaffsofCategoryA.ThestandardofaccommodationisgoodashotelapartmentforstaffinDubai,villaforstaffinAbuDhabi.
Meal:
ThestandardofmealforoneemployeeisAED25perday.
Transportation:
Thecompanyprovidesshuttlebuseveryworkingdayforemployeelivetogether.
Education:
SometrainingcoursesofUAEBankingInstitutionandothersareholdinICBCsystemofChina.
Vacation:
30daysvacationperyear,whichhastobeseparatedintotwoparts.
Others:
Sometimesthecompanyallotsthemoviecouponsorshoppingvouchersofbookstostaffsbuttheamountisaccordingtothepost.
Bonus
ICBCallottwiceayearbonustoCategoryAstaffrefertotheirpersonalperformance,thedepartmentperformanceandtheirgrade.OnlyonceforCategoryBandCategoryC,normallytheamountforCategoryAandCistheonemonthsalary.
Theproblems
BigportionofpolicyinICBC-ADisdesignedaccordingtopolicyofICBCH.O.,becauseitiseasilytocontrolwhateverincalculatetheachievementorinwageandbonus.Butthecultureandthelocalmotivationalmethodismoredifferent,thusthereisagapbetweenbusinesstargetofcompanyandemployee’spersonaltarget.
EmployeescomplainwiththepolicyofICBC,thedepartmentwhichchargestheinternalpolicyfoundsomestaffsareunsatisfiedandwithoutmotivatedintheworkbypolicy.Becausethesituationinfluencesemployeesinefficient,thisdepartmentislookingforthewaystosolvethematter.
Summarybeforeresearch
Chinesevalueteamworkandtrytokeepharmoniousintheorganization,sothatthereisfewpeoplechosetoprotestthepolicyagainstwhathasbeenstetted.Furthermore,theunemploymentrateisincreasinginChinaandthewelfareguaranteeisnotgoodenough.Inthesecases,almostChinesepeoplecannotdolotsofthingaswesternemployeebutonlyaccept.
AstheSalaryStructureshowabove,theincomedependsonsomeuncontrollablefactors,indeed,itwillbringun-satisfactiontostaffs.
FEEDBACKOFINTERVIEW
Thisresearchanalysestheemployeesbyinterviewthemindifferentpositions.
Group1:
3employeesinjuniorlevelandindifferentpositions
Group2:
2employeesintheseniorlevel(supervisorofdifferentdepartments)
(AstheaverageincomeofhumanresourceofChinaismuchlowerthanthatofotherdevelopedcountries,suchasEurope,AmericaandUAE,ICBCadoptedconsuetudinarypolicywhenhiringemployeeswithothernationalities.Hence,CategoryCdoesn’thavemuchcomplainaboutthepolicy.Interviewisdesignedtoidentifythenatureofthepolicyanditsdefectinemployeemotivationencouraging,sothatCategoryCisnotincludedintheinterviewlist.)
GROUP1
Thespecimenofthe1stgroupis3staffswhoareworkingforbankingdeptandmarketingdept.(thesetwodepartmentsoperatemostoftransactionsrelatedtoservicing)andoneofthembelongstoCategoryB.Thesurveyshowsthattheyarenotsatisfiedwiththepolicy,especiallythestafffromCategoryB.Thecomplainfromthejuniorlevelfastenon3pointsshowedasbelow
1.Incomedistributionunfair.
ICBCusuallydistributesbonus2timeseveryyearandtheamountwillbedecidedbythebasicsalaryandtheirperformance.Ontheotherhand,thepolicyseemsmakingforthestaffofCategoryA,whatsoev