Factors which affect the

motivation and satisfaction

level of female workers
ACKNOWLEDGEMENT
All the praises and thanks for ALMIGHTY ALLAH Who is the entire source of all
knowledge and wisdom to mankind.
Special praise for the Holy Prophet MUHAMMAD (SAW) who is the touch of
knowledge and guidance for humanity as a whole.
Our hearty thanks to Mam Saadia Khan who guided us very politely not only for the
completion of this project but throughout our semester as well.
Secondly, I am bound to thank all the staff of IUB,MCB.ALFLAH BANK,
Government college of Rahim yar khan

DEDICATION

We dedicate this report to our parents and friends in recognition of their worth and to
my teachers who are the guiding force for us and it is their effort and hard work that
showed us the path of success and prosperity which would be there for us for the rest
of my life.

Our thanks to all those who have generously contributed their theoretical knowledge
to this report including my teachers. Without their understanding and support,
completion of this work would not have been possible. We hope people find this
report useful and the subject matter adds to their knowledge.

Also we like to pay special thanks to all those who spared few moments from their
precious time to fill our questionnaires.

CONTENTS
  Executive Summary

 Background of issue

 Preliminary Data Gathering

• Questionnaires
• Interviews
• Literature Review
 Problem Definition

 Theoretical Framework

 Business Research Design

 Data Analysis & Interpretation

 Deduction

Executive Summary
Project report was our first step in practical life, through which we learnt a lot and it
has aided us in being well equipped with valuable experience that would help us once
we enter the professional life after the completion of our studies. It was a great
experience for us and it helped us in realizing where our potential lies.
This project has also prepared us for our future career in Human Resource so this
project has helped us a great deal. The experience has taught us responsibility,
decision making, people’s preferences and how to handle & rank the preferences in
tough situations. Even though the nature of work was quite basic as a student
nevertheless we got to see what practical life is.

In this project we have discussed about the well known problem “Factors
affecting effecting motivation and satisfaction level of female workers”
First of all we have discussed the actual problem. After that we have discussed
important variables and its dimensions. For this purpose we gathered data from
different primary and secondary sources which are as follow:
1) Questionnaire
2) Literature Review
3) Internet
After collecting the data we analyzed it and we defined variables including
independent and dependent variables.
In the next step we examined the relationship between the independent variable and
the dimensions of dependent variable and evaluate the impact on these dimensions.
We gathered the qualitative data (taken through the questionnaires) and convert it in
to the quantitative form by tabulation method. Then we applied the statistical
approaches to quantify our data for the results of hypotheses. We applied Chi square
test through SPSS software for testing our data collected from questionnaire. After
interpretation we reach at a conclusion, prepare report and finally presented it. Our
research topic is a type of hypothesis testing in a non-contrived setting with minimal
researcher’s interference.

Background Information
We got the main idea form newspapers and online forums that female
workers are not retaining properly in their organizations. Their switching rate is more
than usual. It also revealed the fact that female workers usually need more time to
settle and be relaxed at their positions. So we thought to find in depth the motivation
and satisfaction level of female workers and relevant factors of scenario.
Female workers require very safe and sound environment. But in our organization
they found such environment in which they feel hesitation and do not work
efficiently. Work timings and durations also effect their satisfaction and motivational
level. They find it difficult to handle their job work and home activities. Female also
face a problem of safety and security which is not up to their requirements in our
organizations. Organizational people/ colleagues also play a role for satisfying &
motivating the female workers. They want positive behavior of their colleagues but in
our organizations female workers are facing the problem of negative attitudes of their
colleagues due to which they become dissatisfied. Female workers also want that they
should be provided with separate leisure rooms but most of our organizations are not
providing this facilities to female workers due to which they are demotivated to
become professionals. Transport facilities which are major problem for female
workers. Due to these problems most females leave their jobs

Research Objective
The objective of research is to find out the factors and reasons how female workers
are motivated and become satisfied by their jobs. Some key factors and variables are:

• Environment
• Work conditions
• Safety nature of organization
• Organizational repute
• Salaries and packages
• Promotion
• Transport facilities

Preliminary Data Gathering

For conducting a research, two types of data is used i-e Primary and secondary data.
We used a combination of primary and secondary data for our research area. This
combination of two types of data was thought to be compulsory by us as our question
was which factors affect the motivation and satisfaction level of female workers So,
we decided to collect the data through questionnaire.
We also got data from secondary resources regarding our research but our mainly
focus was on the primary data. During our literature review, we used library info
system to find related articles and journals. We also used web sources to find the
views of different Pakistani writers about the motivation of female workers.

Questionnaires Designing & Filling

As we have to collect the data from the females of RYK, so we kept the questions in
the questionnaire very simple and with simple answers like yes and no. We tried to
keep maximum questions like Multiple Choice Questions, instead of open-ended
questions. The reason behind this strategy was that people feel easy to give answers of
MCQs as they do not have to think much and do not have to give more time. They
just answer by ticking one of the available options. The next challenge was to collect
the respondents of the questionnaire. It was very difficult task but the strategy we
adopted, proved to be successful

Questionnaire

Satisfaction and Motivation Level Of Female

Workers
------------------------------------------------
-
The purpose of this questionnaire is to check out the satisfaction and
motivation level of female workers in different organizations. It will
also assist in finding out relevant variables .Your support will help us
to better understand the scenario, thus leading more favorable
environment for the female workers.

Name………………. Organization………………
Occupation……………….

Q: Are you satisfied at your job?

A) strongly satisfied B) satisfied C)neutral D) dissatisfied E) strongly
dissatisfied

Q: Do you agree that your organization is good at giving salary ,promotion

,increments and other motivational tools?
A) strongly agree B) Somewhat agree C) Neutral D) disagree E) strongly disagree.

Q: If anytime happens, do you show willing interest in helping your colleagues or

even doing their part of job?
A) always B)sometimes C) depend on mood D) never .

Q: Do you communicate yourself at ease to customers?

A) yes B) depends on customers C) feel confused D) No

Q: How do you react in case if any customer behaves in negative way?

A) neglect B) face boldly C) let colleague/boss to handle D) react
positively

Q:Does your organization conduct sessions for motivation and satisfaction?

(ie. Seminars, work shops, training centers etc)
A) monthly B) after three months C)after six months D) once a year

Q: Do you willingly participate and show interest at such sessions?

A) always B) sometimes C) depends on mood D) never

Q: How many jobs you have done before this job?

________________________________________________________________

Q:How do you find this job as compared to your previous ones?

A) Much better B) better C) similar D) not well

Q: Rank the following factors as satisfaction tools ( select 1 for most,6 for least)
Environment ___ Safety___ Facilities____ work timing____ work conditions_____
Organizational repute____
Q: Rank the following as motivation tools ( select 1 for most,6 for least)
Salary___ Increment___ Promotion___ Separate leisure room___ Security____
Environment ____ Colleague___

Q: How often your performance and behavior is appreciated, appraised and

pleased by boss/colleagues?
A) semiannually on performance B) annually on performance C) never

Q: How much pleased you are with the behave of your male colleagues? Encircle.
Extremely Pleased 7 6 5 4 3 2 1 Extremely Displeased

Q:Which organization do you prefer?

A) government B) Private C) NGO D) other_____________________

Q: Do you think that you are working as desire by your organization?

A) strongly agree B) Somewhat agree C) Neutral D) disagree E) strongly disagree.

Q:What possible steps ,organization should take in order to improve motivation

and satisfaction of employees?

______________________________________________________________________
__

Q: Nowadays there is security violence throughout country, do you feel safe and
secure within the organization premises?
A) yes ,very much. B) to some extent C) not at all

THANK YOU VERY MUCH

 Interviews
We have also conducted some interviews for the purpose of data gathering as we
consider that for data gathering, questionnaires are not sufficient because a
questionnaire provide a narrow range of questions that we ask but an interview is a
discussion environment, where you can ask more questions by keeping in view the
current situation as questions arises from questions.

Literature Review
“Women are the real architects of society”.

“A woman is the full circle. Within her is the power

to create, nurture and transform”

“The fastest way to change society is to mobilize

the women of the world”

“Let us treat men and women well; treat them as if

they were real. Perhaps they are.”

Seasoned employers know that there is a difference in the needs of male and female
employees. Males are often driven by a paycheck, whereas women are more inclined
to take a pay cut in exchange for a desirable work environment. While men look to
excel

by moving up in their companies and developing their careers, many female

employees (although not all, of course) are concerned with gaining a position that
simply allows them more freedom and flexibility, as well as the opportunity to make
a difference and display their talents. This being true, employers can no longer rely
on antiquated motivational tactics, which were originally developed for men, to get
the most productivity from their female employees. The key to getting a female to
give her all in the workplace is to understand what it is that really spurs her on, and
how to use that to your advantage.

First, you must understand how extremely vital a good working environment is for
your female employees. Minimizing stress and creating a friendly atmosphere are a
must. While men are able to zero in on their breaking points, women have a habit of

working so hard that they wear themselves out. Add unnecessary stress to the mix,
and what you'll find is an office full of disgruntled, moody, and unproductive women.
Sound familiar? To avoid, or alleviate, this problem, create an office that is well run
and effectively maintained on your part. Minimize office supply shortages, create
well structured deadlines and schedules, and remember to keep your commitments to
the staff. I personally had a boss who created a great deal of unnecessary stress for
me and my coworkers by not showing up to work regularly, not writing down
important details that were relayed to him, and forgetting that he had promised us
certain days off (an enormous mistake to make against female workers who often
schedule days off for important family functions, rather than vacations or illnesses).
In return, his employee turnover rate remained extremely high (I saw five employees
quit the small retail store in my one year there) until changes were made. Not only
should you avoid similar mistakes, but you might even go that extra mile to create a
serene environment. Think along the lines of relaxation CD's, meditation areas, and
aromatherapy. These are small additions that many corporations have learned can
greatly increase productivity, especially among female workers.

Secondly, consider using recognition, rewards, and competition to motivate your

workers (this works well for male employees, also). Women need to display their
talents and know that they are being appreciated. Working for a boss that overlooks
those needs is degrading, especially when females today are working with the
knowledge that their mothers and grandmothers were forced to work without any
respect, and that many places of employment still offer little in these areas for
women. As mentioned before, men work for a paycheck, which works as a tangible
piece of evidence that lets them know that they are appreciated. Women, even in this
modern world, have their families and homes on the mind first. That means they
often forgo advancement opportunities that would offer higher paychecks but place
greater demands on their already limited time. My own mother has given up the
position of head nurse in the NICU unit she works in because of the time demands it
would have place upon her, regardless of the paycheck it offered that she certainly
could have used. For this reason, employers can greatly benefit by offering their
workers competitions, either against their own previous performances or against
others, that offer incentives for completion. For example, you might offer a half day
off of work near the holidays in exchange for meeting a high sales quota that month.
Get creative, and ask for input from your employees as to what incentives would be
best. Be ready to compromise, because they will initially ask for more than you are
ready to give, but that's to be expected. Be flexible and come to a middle ground.

Next, consider providing opportunities for self-advancement for your female

employees. Free courses, certificate programs, and incentives for completing higher
education requirements are excellent ways to not only keep your female employees
loyal, but also to refine the skills of your

workforce. You see, women are extremely pressed for time as it is. We often neglect
to further advance our knowledge because it is not a necessity to keep our jobs, even
though we would like to. Give your female employees paid opportunities to sharpen
their skills, increase their knowledge, and become more valuable to you.

Finally, create an environment that is family friendly and you will have loyal female
employees forever. Most men aren't usually worrying about PTA meetings, baking
cookies for a Girl Scouts meeting, picking up the kids from daycare, etc. For
whatever reason, women still perform most of these chores. Whether that's fair or not
is irrelevant. It's simply a fact. Therefore, providing daycare vouchers (or, even
 better, daycare within the office itself), flexible schedules, and being lenient when
being asked for time off to tend to family duties are steps you can take to ensure your
female employees work hard for you. These opportunities don't exist everywhere,
and even female employers often aren't compassionate toward their employees'
family issues, so being family-friendly will make you a highly desirable employer,
regardless of what you pay. If you hire mostly females, make this your first priority.
What you shell out in added expenses will come back to you forever in increased
productivity and happier, healthier employees.

Keeping the aforementioned tips in mind can decrease the number of sick days used,
increase work ethic, improve company morale, and, finally, spur the financial growth
of your company. Savvy employers are catching on to the fact that females are
dominating the general workforce, and the needs of that workforce are very specific.
What you do to cater to your female employees can determine your own success.
Beat out the competition for well trained employees by starting small, and continue
adding to your arsenal of female-friendly incentives over time.

Problem Definition
How the Satisfaction and Motivation Level Of Female Workers is Affected
Within the Organization???

Theoretical Frame Work

Environment Salary
Packages

Work Span Motivation & Facilities

Satisfaction

Security Organization
 Business Research Design

Purpose of Study …………………………… Descriptive

Descriptive research, also known as statistical research, describes data and
characteristics about the population or phenomenon being studied. Descriptive
research answers the questions who, what, where, when and how. This research is the
most commonly used and the basic reason for carrying out descriptive research is to
identify the cause of something that is happening. Also we are not making any
exploration, rather we are going in depth of existing elements.
So our research is descriptive.

Type of Investigation ………………………..Co relational.

As it is measure of a relationship between two or more variables, that gives an
indication of how one variable may predict another. A correlation study is a
quantitative method of research in which you have 2 or more quantitative variables
from the same group of subjects, & you are trying to determine if there is a
relationship (or co variation) between the 2 variables (a similarity between them, not a
difference between their means).

Extent of Research Interference……………...Minimal

In our case, the researcher interference is minimal as we are pointing and describing
the relevant elements.

Unit of Analysis……………………………...Individual.
As we gathered data from individuals ,so our unit of analysis is individual.

Time Horizon…………………………………Cross Sectional

 Data Analysis & Interpretation

Satisfaction
Observed N Expected N Residual
strongly
5 7.5 -2.5
satisfied
satisfied 16 7.5 8.5
neutral 7 7.5 -.5
dissatisfied 2 7.5 -5.5
Total 30

µ= ∑X/n
=30/4=7.5

Motivational. tools
Observed N Expected N Residual
strongly agree 5 7.5 -2.5
some what agree 13 7.5 5.5
neutral 11 7.5 3.5
disagree 1 7.5 -6.5
Total 30

µ= ∑X/n
=30/4=7.5

Interest.in.helping
Observed N Expected N Residual
always 7 10.0 -3.0
sometimes 12 10.0 2.0
depend on mood 11 10.0 1.0
Total 30

µ= ∑X/n
=30/3=10
 Reaction
Observed N Expected N Residual
neglect 7 7.5 -.5
face boldly 14 7.5 6.5
let colleague/boss to
8 7.5 .5
hndle
react positive 1 7.5 -6.5
Total 30

µ= ∑X/n
=30/4=7.5

session.for.motivation
Observed N Expected N Residual
monthly 4 7.5 -3.5
after 3
8 7.5 .5
monthly
after 6
5 7.5 -2.5
monthly
once a year 13 7.5 5.5
Total 30

µ= ∑X/n
=30/4=7.5

motivational.tools
Observed N Expected N Residual
strongly agree 5 7.5 -2.5
some what agree 13 7.5 5.5
neutral 11 7.5 3.5
disagree 1 7.5 -6.5
Total 30

µ= ∑X/n
=30/4=7.5
 interest.in.helping
Observed N Expected N Residual
always 7 10.0 -3.0
sometimes 12 10.0 2.0
depend on mood 11 10.0 1.0
Total 30

µ= ∑X/n
=30/3=10

reaction
Observed N Expected N Residual
neglect 7 7.5 -.5
face boldly 14 7.5 6.5
let colleague/boss to
8 7.5 .5
hndle
react positive 1 7.5 -6.5
Total 30

µ= ∑X/n
=30/4=7.5

session.for.motivation
Observed N Expected N Residual
monthly 4 7.5 -3.5
after 3
8 7.5 .5
monthly
after 6
5 7.5 -2.5
monthly
once a year 13 7.5 5.5
Total 30

µ= ∑X/n
=30/4=7.5
 participation
Observed N Expected N Residual
always 8 7.5 .5
sometimes 12 7.5 4.5
depend on mood 5 7.5 -2.5
never 5 7.5 -2.5
Total 30

µ= ∑X/n
=30/4=7.5

job.preferencess
Observed N Expected N Residual
much better 12 10.0 2.0
better 12 10.0 2.0
similar 6 10.0 -4.0
Total 30

µ= ∑X/n
=30/3=10

performance
Observed N Expected N Residual
semi-annualy 14 10.0 4.0
annualy 13 10.0 3.0
never 3 10.0 -7.0
Total 30

µ= ∑X/n
=30/3=10
 organisation
Observed N Expected N Residual
government 13 10.0 3.0
private 15 10.0 5.0
NGO 2 10.0 -8.0
Total 30

µ= ∑X/n
=30/3=10

desired.performance
Observed N Expected N Residual
strongly agree 10 10.0 .0
some what agree 16 10.0 6.0
neutral 4 10.0 -6.0
Total 30

µ= ∑X/n
=30/3=10

security
Observed N Expected N Residual
yes v much 10 10.0 .0
to some extent 18 10.0 8.0
not at all 2 10.0 -8.0
Total 30

µ= ∑X/n
=30/3=10
Overall Statistics
Graph