Thesis Proposal Stenden Int. hospitality Management 2024 - Increased Job Satisfaction - INK model / EFQM model - GO ontvangen 2024
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Course
Thesis proposal Job Satisfaction
Institution
Stenden Hogeschool
Book
Employees\' Empowerment, Job Satisfaction and Intent to Leave
This is a thesis proposal (Eng.) for stenden Int. Hope. Man. 2024. Topic: how do you improve job satisfaction in the workplace for employees? with theoretical, empirical and analytical subquestions. Terms: job and psychological characteristics, basic needs JS, measuring JS, management and JS, major...
Company
Name: x
Address: x
ZIP: x
City: x
Contact: K. X
College
NHL Stenden - International Hospitality Management
Address: Rengerslaan 8-10
ZIP: 8917 DD
City: Leeuwarden
Guidance contact: to be determined
Submitted: X
,Definitions
These concepts were found during literary research and are defined for the sake of clarity.
Autonomy: an individual’s state of being whereby decisions are made solely by that individual,
although not necessarily alone (Seligman 2013).
Job-absenteeism: important to define, since absenteeism in job related contexts do not necessarily
relate to each other. Absenteeism of course is not being present on ones assigned job, but the relation
towards sickness is a broad definition. Sickness in relation to ones work can mean a broad range of
things, of which dissatisfaction can be an important element (Emerald, 2023).
Job satisfaction: “A feeling of fulfilment or enjoyment that a person derives from a professional task”
(Zimbardo, 2023) / “An emotional reflection of employees regarding the substance and goal of work in
relation to the level of job performance” (Yuxin & Farooq, 2023).
Skills: “The collective whole of an individual’s interpersonal knowledge and capabilities whereby a task
can be performed” (Pink, 2011).
Task significance: is related to the meaning and purpose of a particular task and its meaning towards
an individual’s perception of accomplishment and fulfillment (Seligman, 2013).
Motivation: “that which drives an individual to move towards certain behavior with the main
components of initiative, purpose, aim, intensity and determination” (Pink, 2011).
,Inhoud
Chapter 1 - Introduction.........................................................................................................................7
1.1 Subject area..................................................................................................................................7
1.2 Problem description.....................................................................................................................8
1.3 Key actors.....................................................................................................................................8
1.4 Critical incidents...........................................................................................................................8
1.5 Purpose and relevance.................................................................................................................9
1.6 Context.........................................................................................................................................9
1.7 Context Hospitality Industry.........................................................................................................9
1.8 Literary review..............................................................................................................................9
1.8.1 Visions on job satisfaction....................................................................................................10
1.8.2 Factors of job satisfaction....................................................................................................11
1.8.3 Job Related Factors..............................................................................................................12
1.8.4 Pyramid Maslow..................................................................................................................13
1.8.5 INK- / EFQM-model..............................................................................................................15
1.9 Conceptual Model......................................................................................................................17
Chapter 2 – Method.............................................................................................................................18
2.1 Research design..........................................................................................................................18
2.2 Instrument..................................................................................................................................18
2.3 Population and sample...............................................................................................................19
2.4 Data collection procedure..........................................................................................................20
2.5 Data analysis...............................................................................................................................20
2.6 Ethical issues...............................................................................................................................21
2.7 Problem statement & research questions..................................................................................21
Literature..............................................................................................................................................23
Appendix I - Company profile...............................................................................................................26
Appendix II - Working shifts..................................................................................................................26
Appendix III - Objectives & sustainability.............................................................................................27
Appendix IV - Results 10 year period....................................................................................................28
Appendix V - Results employee survey.................................................................................................28
Appendix VI - Absentee rates 2008-2023.............................................................................................28
Appendix VII - Employee turnover........................................................................................................29
Appendix VIII - Company facts..............................................................................................................31
Appendix IX - History X.........................................................................................................................32
Appendix X - Cooperating partners......................................................................................................33
,Appendix XI - Sustainability Issues........................................................................................................35
Appendix XII - Corona and LWO...........................................................................................................35
Appendix XIII - Concept tree.................................................................................................................36
, Preface
This is my new research proposal about X Meijer X (hereafter; ‘LWO’), the organization where I
currently work. This is my second proposal, because the first version (with a different subject) was less
successful due to personal circumstances. With the help of training, I am grateful for this second
chance in the Finishing Touch program. I took on this research with refreshed energy and a topic that
appeals to me and has organizational significance. According to the organization, the problem consists
of employees leaving in increasing numbers during the 2015-2024 period. My first thought was
employee retention; why is it that employees leave? Who are they and why have they abandoned the
organization?
Informal conversations with x and x revealed that employee satisfaction could play a part in this
turnover rate. I found this interesting; people are increasingly leaving because they are not satisfied
with their work? Why is that then? Is the cause really job dissatisfaction or are there other factors at
play? Because you have to start somewhere, I look to internet first. It’s hardly scientific, but what do
(former) employees say about the organization online?
This is a small selection from a few dozen reviews. You must of course be careful whether the
statements are reliable. Since people generally don't hold back online, it's interesting either way. What
immediately struck me was that many (former) employees were generally satisfied. There is talk of a
‘nice working environment’, but with clear guidelines regarding work environment safety and meeting
quota. Either way, I have an interesting subject when it comes to employee satisfaction and its
possible relation to increasing turnover rates.
I would like to thank the training and in particular x and x for this new opportunity and the opportunity
to finally complete my studies. I also thank my family, x, x and x for their support.
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