Topic: Internship Report on "Employee Job Satisfaction Level at Concord Real Estate & Development Limited". It is a great pleasure and benefit to show the report entitled 'Level of Job Satisfaction of Employees at Concord Real Estate and Development Limited' procedure of Concord Group, Corporate Branch, which was submitted to me as a partial request for the summit of BBA program. I may wish to thank for your profitable guidance and good participation in every progress of my endeavor in this report.
I am Eshrak Hoque Oni, ID student of BBA program, Daffodil International University, hereby states that the internship report titled “The Level of Employee Job Satisfaction in Concord Real Estate and Development Limited” is created after the culmination of my internship at Concord Group, Corporate Branch, Under the intensive supervision and guidance of Gouranga Chandra Debnath, Associate Professor and Head, Department of Business Economics, Faculty of Business and Entrepreneurship. This has been an incredible time frame for me to take a shot at this report titled "The Level of Employee Job Satisfaction in Concord Real Estate and Development Limited." Corporate Department. In addition, I might also like to say thank you to all employees in the Concord property and development department, seniors and associates, who offered me good guidance, recommendations, inspiration and support.
This study is the belated consequence of my internship program continuing to run as far back as a quarter of a year at Concord Real Estate and Development Limited. The models for this study were the current employees of Concord Real Estate and Development Limited (CRDL).
Introduction
Origin of the Report
Scope of the Study
Objectives of the Study
Methodology of the study
Limitations of the Study
History of Concord group
Mission
Vision
List of Company
Employee Benefits of Concord group
Job satisfaction
Locke- "Job satisfaction is a pleasant or positive emotional state resulting from the appraisal of one's job or job experience."
Three dimensions of job satisfaction
Factors Influencing Job Satisfaction
In addition, the employee often thinks that cash is an impression of the administration concern for them. Third, it is seen as an image of performance as more significant compensation reflects a higher level of commitment towards the association. A totalitarian and extraordinarily legitimate structure causes hatred among the employees through an open and majority rule structure makes an interesting job ahead to them.
Precise arrangements can mix dissatisfaction and liberal and reasonable approach can flood satisfaction in the employee's mind. The nature of the work group will have an impact on job satisfaction in the following ways. A cordial consent meeting gives the people who gather the opportunity to communicate with each other. Only when a more grounded gathering is imaginable, such behavior and qualities with which individuals can be compared, can a remarkable welfare of satisfaction be explained in this way.
Temperature, humidity, lighting, ventilation, long working periods, cleanliness of the working environment and also satisfactory instruments and hardware are basic variables in determining job satisfaction. Content also plays an important role in measuring job satisfaction. a) Job scope: The higher the degree of satisfaction with this factor, the better the quality of work, work speed and criticism. Over the top or less assortment causes both pressure and boredom, which can reduce job satisfaction.
This can lead to confusion and disputes among employees, as they have no idea what their job is and what is expected of them. e) Interesting work: demanding and interesting work consistently ensures the status of satisfaction for the employee. On the other hand, individuals with constructive traits are always self-confident and have the magnetism to energize other employees and fulfill them on the job. The management must provide the employee with positive qualities while providing adequate working conditions.
30% of the positive responses indicate that not all employees are frustrated or completely satisfied, only four percent of them are different from reality and they recognize that this can be improved. Clarification: Table 2 and the summary above suggest that 522 respondents represent forty-four percent of employees, suggesting that the remaining weighting was essentially fair, that seven percent of respondents were neutral and only six percent disagreed, and that they believed that excellent work should be done. Survey result: Among the amount of 60 respondents, 46 people go with Agree, 6 neutral, 4 people disagree and 4 invariably agree.
Clarification: From table 3 above and graph points show that 46 respondents representing seventy seven percent of employees were pleasant with their colleagues, 10% of respondents were unrealistic while six percent could not stand reality and about seven percent of people individually thought they were Neglect is not very pleasant, so they take the option People contrast this variant. Survey result: From the number of 60 respondents, 48 individuals agree, 8 are neutral, 2 individuals disagree and 2 strongly agree. Even three percent of people do not use enough to comply with this notice.
Clarification: from the above table 5 and the understanding layout focus those 50 respondents who speak to eighty-three percent of the workers who believe that the structure within the correspondence is incredible within the union. Among them, 10% of the respondents were neutral on this issue, where three percent are unequivocally divided due to the fact that they face the non-presentation of the correspondence structure in their particular area of activity. Similarly, three percent of people strongly agree with the issue and they are generally satisfied with the union's internal correspondence game plan.
Clarification: From the table and diagram above, these 42 respondents represent 70% of employees who believe that the officer's treatment is absolutely sensible and proportionate; Seventeen percent of respondents were unbiased about this announcement and 10% contradicted the appropriate response because they felt that the government was somehow unable to maintain a convincing and comparable image. Clarification: The table and diagram above show that 42 respondents addressed that agent addressing rate, suggesting that affiliation provided explicit access to the next task, recognizing that seven percent of respondents did not recognize the validity and condition of six percent justification could deny. The above chart from the figure shows that 48 respondents, including 66 percent of delegates, are satisfied with the compensation increases.
There are sixteen percent of the respondents who go with differentiation, and eight percent of the regular respondents vary eagerly about the reality. Survey result: Out of the 60 respondents, 50 were the most amazing, 6 respondents were amazing and 4 were unbelievable. Clarification: From the table and figure, 10 charts above indicate that 60 respondents speak to 83 percent of the representatives who believe that they maintain a perfect working environment with their boss, among them 10% of the respondents who answer fantastic as they feel so.
Seven percent of the full-scale respondents are particularly satisfied with their working relationship with the principal. None of the respondents can completely avoid denying the Explanations that show that a healthy state of the relationship exists in the relationship.
From the aforementioned report, it is clear that Concord Real Estate and Development Limited is one of the leading business associations with the exposure it creates among the customers. Because my internship program was coordinated to understand job satisfaction levels, I needed to learn the employees' down-to-earth duties and responsibilities so that I could interact with them to explore their perspectives about and relationships with the association. My assignment was intended to gain insight into the level of job satisfaction of the employee of Concord Real Estate and Development Limited.
By all accounts, previous studies on this topic have shown that job satisfaction largely depends on the number of interconnected segments, for example, the work environment, compensation, training, and so on. Despite the differences in the opinions of the association's employees on what guided the research, the survey found that they are exceptionally fulfilled in their work. As part of my internship curriculum, I am required to do a project on employee satisfaction and any answers you provide will be kept strictly confidential and used for academic purposes only.
Question - Do you have any major areas of dissatisfaction and if you have any suggestions for improving job satisfaction please list them.
