JOB SATISFACTION.docx

JOB SATISFACTION.docx

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JOBSATISFACTION

AREYOUSATISFIED?

——InvestigatethepolicyofICBC

Jobsatisfactionhasbeendefinedasapleasurableemotionalstateresultingfromtheappraisalofone’sjob;anaffectivereactiontoone’sjob;andanattitudetowardsone’sjob.Itdescribeshowcontentanindividualiswithhisorherjob.Thehappierpeoplearewithintheirjob,themoresatisfiedtheyaresaidtobe.Jobsatisfactionisnotthesameasmotivation,althoughitisclearlylinked.Jobdesignaimstoenhancejobsatisfactionandperformance,methodsincludejobrotation,jobenlargement,jobenrichmentandjobre-engineering.Otherinfluencesonsatisfactionincludethemanagementstyleandculture,employeeinvolvement,empowermentandautonomousworkposition.Jobsatisfactionisaveryimportantattributewhichisfrequentlymeasuredbyorganizations……（FromtheWikipedia）

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