ACKNOWLEDGEMENT

First of all, I wish to express my gratitude to the almighty ALLAH for giving me the strength to perform
my responsibilities as an intern and complete the report within the stipulated time.

I am deeply indebted to my Faculty Advisor Ms. Syeda Shaharbanu Shahbazi, Senior Lecturer,
BRAC Business School, and BRAC University for her whole-hearted supervision during my
organizational attachment period. I am also grateful to Mr. Mahmud Hasan Faruquee, as my
organizational supervisor. It would have been very difficult to prepare this report up to this mark
without their guidance.

My gratitude goes to entire CSO Department, of BRAC University for arranging Internship Program that
facilitates integration of theoretical knowledge with real life situation.

Last but not the least, I would like to convey my gratitude to Mr. A.Z.M. Akhlaqur Rahman,
Manager, SPI and Md..Shariful Huq, Engineer, SPI, for helping me in furnishing the report.
Moreover, I would also like to express my gratitude to my Robi Axiata Ltd fellows, seniors and
colleagues who gave me good advice, suggestions, inspiration and support. I must mention the
wonderful working environment and group commitment of this organization that has enabled me
to deal with a lot of things.
 EXECUTIVE SUMMARY

This report is prepared on the basis of my three-month practical experience at Robi Axiata

Limited. This internship program helped me to learn about the practical scenario of a

Telecommunication Company. Robi Axiata Limited is a dynamic and leading countrywide GSM

communication solution provider. It is a joint venture company between Axiata Group Berhad,

Malaysia and NTT DOCOMO INC, Japan. Robi Axiata Limited, formerly known as Telecom

Malaysia International (Bangladesh), commenced its operation in 1997 under the brand name

Aktel among the pioneer GSM mobile telecommunications service providers in Bangladesh. Later,

on 28th March 2010 the company started its new journey with the brand name Robi. This report

has been presented based on my observation and experience gathered from the company. The

organization has many divisions and departments but he focus is given more on the level of

employee satisfaction in Technical Division as I only got the opportunity to work in this division.

The report mentions about the facilities and benefits Robi Axiata Limited provides to their

employees. A research is conducted to draw a conclusion on the effects of these facilities and

benefits. The result that is found is quite considerable. However Robi Axiata Limited should work

a lot to convince and sustain their existing employees. The result of the research is described in

details in this report in the later chapters.

After knowing the scenario of Robi Axiata Limited in terms of their employee satisfaction a lot of

recommendation came up. The report also consist recommendations and conclusion according to

my point of view, which I think would improve the environment of the organization if

implemented.
3.9 Discipline 42‐44
Chapter‐4 Research Findings and analysis 45
4.1 About the Research 46‐49
4.2 Research Findings 49‐56
4.3 Analysis of the Collected Data 57‐62
4.4 Correlation 62‐69
4.5 Hypothesis 69‐70
4.6 Some Important Interpretations 70
Chapter‐5 Recommendations and Conclusion 71
5.1 Recommendations 72‐74
5.2 Conclusion 74‐75
Chapter‐6 Appendix 76
6.1 Questionnaire 77‐81
6.2 Tables and Figures From SPSS 81‐96
6.3 Other Products and Services 97‐98
6.4 Corporate Responsibility in Details 99‐101
6.5 Responses of the Qualitative Part of 101‐105
the questionnaire
6.6 Variables in SPSS 105‐106
6.7 Reference 107
6.8 Bibliography 108
 CHAPTER- 1

INTRODUCTION

CHAPTER- 1

INTRODUCTION

The basic function of telecommunication is to connect people through voice transfer and via
Internet. Apart from this basic function, telecommunication has already started introducing some

diversified areas with the help of its mobile network.

Mobile technology is presently providing various cheap solutions in people's daily life. The

traditional thinking of connecting people through mobile phone is far behind in comparison with

the present scenario. Information technology enables telecom companies to provide economic

solutions with a very cheap and easily available access, which was earlier costly and not accessible

to some extent.

Today, “The Globe is a village” and telecommunication has become a day-to-day necessity of the
people. Nearly 35 million people own and use mobile phones as an important device and depend
on these for their ultimate connectivity.

Mobile phone is becoming a very common measure of communication in our country. The number
of mobile user is increasing day by day. It is a very attractive market for the mobile connection
providers. Presently there are six companies in the market. Each of them is trying to maintain and
increase their market share. Among them Robi Axiata Limited is one of the leading companies in
this sector.

1.1 ORIGIN OF THE REPORT

Internship Program of BRAC University is a Post-Graduation requirement for the BBA students.
This study is a partial requirement of the Internship program of BBA curriculum at the BRAC
University. The main purpose of internship is to get the student exposed to the job world. Being
an intern the main challenge was to translate the theoretical concepts into real life experience.

The internship program and the study have following purposes:

 To get and organize detail knowledge on the job responsibility.

 To experience the real business world.
 To compare the real scenario with the lessons learned in BRAC University  To fulfill the
requirement of BBA Program.

This report is the result of three months long internship program conducted in Robi Axiata

Limited and is prepared as a requirement for the completion of the BBA program of BRAC

University. As a result I need to submit this report based on the “Standards and Effects of Employee

Satisfaction At of Robi Axiata Limited”. This report also includes information on the products and

services of Robi Axiata Limited, the overview of the organization and also facilities they offer to

satisfy their employees.

1.2 OBJECTIVE OF THE REPORT

The objective of the report can be viewed in two forms:

 General Objective
  Specific Objective

General Objective:
This internship report is prepared primarily to fulfill the Bachelor of Business Administration (B.B.A)
degree requirement under the Faculty of BRAC Business School, BRAC University.

Specific Objective:
More specifically, this study entails the following aspects:
 To give an overview of Robi Axiata Limited.

 To focus on the products, services, work environment and facilities provided to employees of Robi
Axiata Limited.

 To discuss the Standards and Effects of Employee Satisfaction on the Technology Division of Robi
Axiata Limited.

1.3 SCOPE OF THE REPORT

The main intention of the study is the standards and effects of employee satisfaction to find

understand and document the processes and activities carried by Robi Axiata Limited and correlate

them to get a clear picture of the level of the overall employee satisfaction. The report covers

details about the product and services, overview and also facilities provided by the company to
satisfy their employees. The main focus is on the analysis of the standard of facilities provided and

their effect on the employee satisfaction. However the study is only related to the Technology

Division as I was provided an opportunity to only work in this division.

1.4 METHODOLOGY

The study is conducted in a systematic procedure starting from selection of the topic to final report
preparation. The integral part was to identify and collect data; they were classified, analyzed,
interpreted and presented in a systematic manner to find the vital points. The overall process of
methodology followed in the study is explained further.

1.4.1 Selection of the topic:

My supervisor assigned the topic of the study. Before the topic was assigned it was thoroughly discussed
so that, a well-organized internship report can be prepared.

1.4.2 Sources of Data:

1.4.2.1 Primary Sources:

Primary Data was derived from the practical deskwork. Moreover, the survey also helped me to get

information directly from the employees.

1.4.2.2 Secondary Sources:

 Internal sources- Different documents provided by concerned officers and different

circulars, manuals and files of the organization.
 External source- Different websites related to the telecom sector and online resources.

1.4.3 Collection of Data:

Conducting a survey of thirty employees helped me to collect primary data. The questionnaire is
attached in the report in the Appendix. The survey helped me in both deriving the information and
also explaining the condition of satisfaction of the employees of the concerned division.
Secondary data was collected from Robi websites and other related websites and documents.

1.4.4 Classification, analysis, interpretations and presentation of data:

Some diagrams and tables were used in this report for analyzing the collected data and to explain
certain concepts and findings more clearly. The help of SPSS derived the diagrams and tables.
Moreover, collected data were analyzed more precisely. A Hypothesis was also developed to get
the accurate situation of the level of employee satisfaction in the organization.

1.4.5 Findings of the study:

The collected data were analyzed well and were pointed out and shown as findings at the end.

1.4.6 Final report preparation:

The final report is prepared after some valuable suggestions and my honorable advisor gave corrections.

1.5 LIMITATION
Depending on the feedback from members of Technology Division, this report is prepared. Though the
report would be helpful to Robi Axiata Limited a lot, some people were reluctant to provide feedback.
Some concerned might think that the information associated with them were confidential enough to
disclose to the external world. I only worked at the Technology division, and it was quite difficult to
understand about the procedure and the extent to which employees were satisfied in the other
division. Another problem was time constraint. In case of research the sample size was quite small
as it was not possible to analyze large sample due to time constraint. The duration of my work was
only three months. But this period of time is not enough for a complete and clear study. It is because
of the limitation of information some assumptions were made. So there may be some personal
mistakes in the report. Although there were many limitations I tried to give my best effort to furnish
the report.
CHAPTER- 2

OVERVIEW

OF

THE

COMPANY

CHAPTER-2
OVERVIEW OF THE COMPANY
This chapter emphasizes on the historical background of the company under study, overview of the

company, their product and services, customer base and market condition of Robi Axiata

Limited

2.1 HISTORICAL BACKGROUND OF THE COMPANY

Robi Axiata Limited is a dynamic and leading countrywide GSM communication solution provider.

It is a joint venture company between Axiata Group Berhad, Malaysia and NTT

DOCOMO INC, Japan. Robi Axiata Limited, formerly known as Telekom Malaysia

International (Bangladesh), commenced its operation in 1997 under the brand name Aktel among the

pioneer GSM mobile telecommunications service providers in Bangladesh. Later, on 28th March,

2010 the company started its new journey with the brand name Robi.

Robi is truly a people-oriented brand of Bangladesh. Robi, the people's champion, is there for the

people of Bangladesh, where they want and the way they want. Having the local tradition at its core

Robi marches ahead with innovation and creativity.

To ensure leading-edge technology, Robi has the international expertise of Axiata and NTT

DOCOMO INC. It supports 2G voices, CAMEL Phase II & III and GPRS/EDGE service with

high-speed Internet connectivity. Its GSM service is based on a robust network architecture and

cutting edge technology such as Intelligent Network (IN), which provides peace-of-mind solutions
in terms of voice clarity, extensive nationwide network coverage and multiple global partners for

international roaming. It has the widest International Roaming coverage in

Bangladesh connecting 550 operators across 205 countries. Its customer centric solution includes

value added services (VAS), quality customer care, easy access call centers, digital network security

and flexible tariff rates.

With its strengths and competencies developed over the years, Robi aims to provide the best quality

service experience in terms of coverage and connectivity to its customers all over Bangladesh.

Together with its unique ability to develop local insights, Robi creates distinct services with local

flavor to remain close to the hearts of its customer.

2.2 OBJECTIVE OF THE COMPANY

Robi Axiata Limited started its commercial operations as a GSM cellular phone operator with the

objective of offering state-of-the-art and modern telecommunication services to the people of Bangladesh

at competitive prices.

2.3 PURPOSE AND PRINCIPLES OF THE COMPANY

“ is unique. Our new brand is people-centric. We exist because of them. Anything is now
possible. Any new idea is apprecitated no matter where it comes from within the organization.
It is all in our own hands now.”
To help people understand the idea mentioned above, the company described the new brand in terms

of purpose and principles.

Purpose
The purpose statement is their ambition for future, to set a common direction for new brand, a framework
for all their strategic planning.

Robi’s purpose is also to empower their customers. They claim that, “We are there for you, where
you want and in the way you want, in order to help you develop, grow and make the most of your
lives through our services.”

The new brand is here to help people to empower and enable themselves to make a better life.
They also believe that, “We will keep our promises and deliver. We will innovate, execute fresh
ideas and, as a nationwide organization, we will be respectful of our customers and
stakeholders.”

Principles
Principle statements define how people want to behave with each other in the organization. The
statements are about how the organization will value customers, suppliers, and the internal
community.
Robi also believes that no matter what they do to realize their purpose, they hold themselves accountable
to the following Guiding Principles that the way for them. They are as follows:

1. being respectful towards everyone.

2. being trustworthy by action. Being passionate and creative in all we do.

3. Keeping things simple in the way we do things.

4. being ethical and transparent.

5. Demonstrating individual and collective ownership.

6. Practicing an open culture in communication and internal Emotional: Passionate, Creative,

Respectful, and Open

Functional: Simple, Ethical, Transparent, and Ownership

2.4 SHAREHOLDERS OF THE COMPANY

Shareholdings

Robi Axiata Limited is a Joint Venture company between Axiata Group Berhad (70%) and NTT
DOCOMO INC. (30%)

Axiata Group Berhad

Axiata is an emerging leader in Asian telecommunications with significant presence in Malaysia,

Indonesia, Sri Lanka, Bangladesh and Cambodia. In addition, the Malaysian grown holding
company has strategic mobile and non-mobile telecommunications operations and investments in
India, Singapore, Iran, Pakistan and Thailand. Axiata Group Berhad, including its subsidiaries and
associates, has approximately 50 million mobile subscribers in Asia, and is listed on Malaysia’s
stock exchange (Bursa Malaysia).

NTT DOCOMO INC

NTT DOCOMO INC is the world's leading mobile communications company and the largest
mobile communications company in Japan. DOCOMO serves over 53 million customers,
including 44 million people subscribing to FOMA™, launched as the world's first 3G mobile
service based on W-CDMA in 2001. DOCOMO also offers a wide variety of leading-edge mobile
multimedia services, including i-mode™, the world's most popular mobile e-mail/Internet service,
used by 48 million people. With the addition of credit card and other e-wallet functions, DOCOMO
mobile phones have become highly versatile tools for daily life. With cutting edge technology and
innovative services, DOCOMO is fast becoming a preferred lifestyle choice, continuously
expanding its role in its users’ lives, growing globally throughout Asia, Europe and North America.
NTT DOCOMO INC is listed on the Tokyo (9437), London (NDCM) and New York (DCM) stock
exchanges.

2.5 LOGO AND VISUAL LANGUAGE

At the heart of the new brand is their new logo . It is a symbol of balance, movement and change.

2.5.2 Usage of Alpona

The Alpona is one the most creative expressions of Bengali graphic arts.

Robi’s Alpona motif is uniquely created, especially for them. Taken from a very traditional
ceremonial form and tidied up to look more contemporary- the Alpona is vibrant and modern. It
has a very organic soft feel to it whilst providing a forward moving direction- one of positivity and
focus. The lack of sharp points and use of large curves provides a feeling of warmth and
friendliness.
2.6 DIFFERENT DIVISIONS AND DEPARTMENT OF ROBI

Robi Axiata Limited operates with following Divisions and Departments having its establishment in
different locations at Dhaka, Chittagong and other regions of Bangladesh.

 Offices in Dhaka:
Head Office, other offices and Customer Care centers are situated in Dhaka.

 Corporate Offices:

 Divisions:
Finance Division
Marketing Division
Human Resource Division
Information Technology Division
Technical Division

 Departments:
Administration Department
Internal Audit Department
Coordination Department
Corporate Strategy Department
Corporate Affairs Department
Credit Control Department

 Offices in Chittagong
There are corporate offices and Customer Care Centers in Chittagong.

 Other Regional Offices:

There are Customer Care Centres situated in Bogra, Khulna, Sylhet, comilla, Cox’s Bazar, feni,
Rajshahi and Barisal. Moreover, Regional Technical Offices are in Khulna, Sylhet, Bogra and Cox’s
bazaar.

2.7 PRODUCTS AND SERVICES

Robi offers an array of different packages. In addition to offering the fundamental pre-paid and
post-paid mobile services, it offers a wide range of value- added products and services such as,
SMS, GPRS, EDGE, International Roaming SMS banking, Caller Ring Back Tone, MMS, Voice
Greetings, Call Blocking on 4 August 2008, which give subscriber to control which call he or she
receive or not and Bengali SMS. Robi has got the widest International Roaming coverage among
all the operators in Bangladesh.

Robi has 20 Customer Care Centers and 430 Robi Care Points in 64 districts all over the country.
Robi has over 25,000 retail selling points along with 100,000-voucher sales point all over
Bangladesh.

2.7.1 Prepaid:

Robi Prepaid has everything to offer; a single package that delivers simplicity and flexibility at the
same time. Robi Prepaid is continuously adding new features and plans to provide absolute
freedom to the customers.Robi has the single prepaid package with the best rates in the market.
Moreover, there are different tariff plans in one package to meet different types of needs of
customers. There are instant, easy & multiple migration facility from one tariff plan to another.A
customer can have 5 FnF to any operator mobile with one Robi partner facility There is full BTCL
connectivity with FREE BTCL incoming. There is extended and simplified refill validity for ease
and freedom. Moreover, there is nationwide EasyLoad facility and high-speed internet
connectivity All available Value Added Services (e.g. SMS, MMS, GoonGoon, ringtone,
wallpaper, games, animation downloads) are available in the service. Customers can recharge their
Robi Prepaid by using scratch cards anf Easy Load facilities.
 2.7.2
Postpaid:

Robi also offers post-paid service; along with the various packages. Robi Push Mail is a secure,
reliable and feature rich email solution at a price customers can afford. Now, customers can work
as if at their desktop from anywhere. Customers can know their bill information through Web
Bill, E-Bill, SMS, USSD and Customer Care Center Customers
can pay their bills by following:
 Scratch Card Auto Debit Easy load Bank
 Customer Care Center

More details about Robi packages and their Value added services you may have a look in the

Appendix.

2.8 CORPORATE RESPONSIBITY

Robi dreams of a prosperous and strong nation and thus Robi’s commitment to the society are an
integral part of its business. Robi intends to build a better Bangladesh by empowering people and
by providing support towards the sustainable development of the community.

In line with Government's development plan as well as its own Corporate Responsibility (CR)
philosophy, Robi engages itself in various types of Corporate Responsibility (CR) programs.
Through its CR initiatives, Robi intends to contribute towards the development of socio economic
and ecological condition of the country through enriching people's lives focusing on their primary
needs as well as conserving the unique culture & Heritage of Bangladesh.

Robi endorses its enabling and positive impact on the society, primarily, through its 'core
operations' or business footprint and secondly, through its ability to reach out to national
development goals by 'Empowering People.
Renewing its CSR philosophy, Robi is widening its core CSR area with the launching of new brand
in 2010. Robi has redefined its CSR drive under five thematic aspects - Education, ICT
(information, communication and technology), Health, Environment and Culture & Heritage with
prime focus on women empowerment. Among the core areas, education is the major thrust areas
of Robi's CSR interventions. In line with Government's 'Digital Bangladesh Vision 2021, Robi
will be working towards ICT development across the country especially in the colleges and
libraries. With special focus on women, Robi is emphasizing on women health and women
entrepreneurship. Thus Robi aspires to be a powerful agent of change through enriching people's
lives for a better living.
More detailed information about the Robi’s CSR activities are given in the Appendix.

2.9 MARKET POSITION AND CUSTOMER BASE

Robi, formerly known as AKTEL, owned by Axiata (Bangladesh) Ltd, remained in the third
position with 11.10 million customers. It added 2.25 million subscribers in last one year raising
the total number of its customers to 11.10 millions.

CityCell TeleTalk
4% 2% Warid
Banglalink 6%
21%

Aktel
19%

Grameenphon
e
48%

Figure 1: Market Share of Mobile Operators

2.10 KEY SUCCESS FACTORS

Company’s key success factors are their means to prosper in the market place. KSF includes
product attributes, competencies, and market achievements with the greatest impact on future
competitive success in the market.

Key Success factors of Robi are listed in the following figure.

Technology Related Technological Innovation: Robi is the 1st Bangla SMS

KSFs
Service Provider in the market.

Distribution Related Strong network of dealers/ wholesale retailers, like, Robi Customer Care
Centers, Robi Touch Points etc.
KSFs

Infrastructure and Strong Infrastructure and Wide Network Coverage. Robi

Network Related KSFs provides network coverage in 61 permitted districts of
Bangladesh.

¾ Better Product Quality and Broad Product Line.

Marketing Related
E.g. prepaid, post paid, mobile-to-mobile,
KSFs
International roaming
¾ Faster and Efficient Customer Service e.g. 24 hours helps line, customer service centers,
etc.

Skills and Capabilities Expert, motivated and talented workforce to provide

Related KSFs professional
¾ Better customer service
• Faster Delivery time capability.

• Supply Chain Management Capabilities

Financial KSFs  Strong Balance Sheet to be able to invest in infrastructure and network.

 Low cost provider to be able to cut price and match competitors

2.11 VALUE CHAIN

The company value chain consists of the value chain of its’ own as well as the value chains of its
suppliers and its distributions channel allies engaged in getting its products or services to its end
users. The competitiveness in end users market requires that the company managers understand
the entire value chain system for delivering a product or service to end users of the company’s
own value chain.
 Supplier Company’s Forward Channel Value
Related Value Own Value Chains
Chains Chains

Technical Alliance and

Suppliers of Marketing Collaboration
SIM Cards, Sales and with Mobile Consumers,
Scratch Cards Supply Set Vendors, Corporate
And Network Chain Distributors or and PCO
Providers franchises

Figure 2: Value Chain of TMIB

The supplier related value chain is a very critical factor for the success of the telecom companies.
The suppliers are mainly the network providers like Nokia, Siemens, Huwaei etc, who provide
and maintain the network and the infrastructure.

Forward channel of Robi are those allies and collaborating partners like the distributors and
dealers who distribute the SIM cards, scratch cards all over the country, the handset providers like
Nokia, Siemens, Motorola, Sony Ericsson etc. who jointly work with the mobile operators to
provide user friendly and better attribute sets.

2.12 ORGANIZATION STRUCTURE

The organization is headed by its Chief Executive designated as the Managing Director entrusted

with overall responsibilities of business direction of the organization and leading dynamically
towards the attainment of its purpose and principles. In attaining the purpose and principles, the
Chief Financial Officer, General Managers & department Heads assists the MD. Robi has
established a strong and formidable sales channel, which consists of direct dealers and its own
sales force.

Company Secretary
BOD Internal Audit

Mangi g r
Chief Financial Officer Direct Chief Operating Officer

IT Technical
Finance Corporate
Strategy
Sales
Marketing
HR

Customer
Coordination Corporate
Services Regional
& Regulator
y Affairs
Director,
Chittagong

The organization has an executive committee, which includes Chairman, Directors, Managing
Director, Chief Financial Officer and other General Managers.

Robi Axiata Limited consists of many departments and divisions. The main focus is on the
Technical division because I only got the opportunity to work in the Site Procurement and
Infrastructure (SPI) under the Technical Division.
 TECHNICAL DIVISON
As I have got the opportunity to work in this division I can provide a slight view of the operation.

The Technical division is mainly concerned with the civil work. They first plan by doing the site

research or site survey. Then they build the BTS room or shelter for the safety of necessary

machineries, such as Generator. After that the tower is built to develop a network.

Basically, this division works to create the entire necessary infrastructure to create a network
around the country. The division operates in four zones. Different zones deal with different
districts. Each Zone has a team, with managers, specialist and Engineers. I got the opportunity of
working with Zone-4 that deals with some districts in region of Bogra, Rahshahi, Khulna and
Barisal.

Job Responsibility I fulfilled:

Initially I had to keep record of the site status (Work in progress, Ready, Flooded or Halt) and also
the record of new vendors and kick-off date in a data base. This was done in Excel.

Then I got the opportunity to attend a training program which was on SAP. After the training I was
given the responsibility to deal with the bills they maintain.

Types of Payment bill I went through are related to the payment they give to the construction
companies after the contracted work is done. The payment can be in advance (20-30% of the
Purchase Order (PO)). The payments are 1ST Running Bill, 2nd Running Bill, Final Payment (After
the complete work is done, the payment figure is 95% of the Actual amount) and Retention
payment (5% of actual work done, it can be claimed by the vendor with 6months to 1year.)

Bills were related to different types of work. They are Civil Infrastructure work, Tower,
Prefabrication Shelter, GSM 1800, Generator Room Construction, Pole work, Subsoil
Investigation (soil test), and Site acquisition.
I was provided with detailed hardcopy of the bill then I had to enter required data into the software
called SAP to get the printout of the Certification of work completed (Partially or Full) and the
Request for Payment sheet. I was also responsible to handover these files to concerned Mangers
and Specialist, to get the files checked and signed.
CHAPTER- 3

EMPLOYMENT

OPPORTUNITIES

AND

FACILITITIES

OF ROBI
 CHAPTER-3
EMPLOYMENT OPPORTUNITIES AND
FACILITIES OF ROBI

Robi views its people as the prime capital of the company. The company represents a world of

opportunity, challenge and fulfillment. This is a performance driven organization, which believes

that performance comes from belongingness and ownership and they always reward the

performers in all aspects. Functional skills development focuses on developing & sharpening the

technical skills of their people that they may be the best-in-class in their areas of expertise -

technology, marketing, sales, finance, customer analytics, strategy, human resource, internal

audit, regulatory & legal.

Robi cares about their people and their development. Here they will find opportunities for

continued education and training. The organization is also working on the process and strategies

to empower their people through leadership program. Robi is committed to help their people

learn, develop & enhance their functional skills, leadership capabilities & personal effectiveness.

Their leadership development focuses developing leaders who think before they act and act

according to the values that the organization embraces. Along with that they run Group

Accelerated Development Program and Opco (Operating Country) Development Program. They

carefully design their training and development activities keeping in mind the industry’s best
practices. They also offer international career for the employees through Open resourcing policy

among the other operating countries of Axiata Ltd.

Robi Offers a market competitive rewards package that is designed to make employee feel as an

integral part of the team and directly involved in the company's success. Their asset is their

diversified workforce who is making the mark in the industry to create a unique workplace.

Performance

Management System (PMS) helps the employee make the most of their working life at Robi. The

process supports the employees in identifying and delivering against challenging goals that

impact the organization. It helps the employee to plan how they will develop skills and

leadership behaviors for their current position and for the years ahead. The company diversified

workforce is the main asset of their organization. Robi believes diversity is one of the key factors

for success in any organization and hence they focus in this area consciously.

3.1 THINGS ROBI DOES TO ATTRACT TOP QUALITY EMPLOYEES

It is HR’s vision to handhold the company, be its strategic partner, adding value in each step

taken towards making Robi Axiata Limted the Employer of Choice. Robi engages their

employees and imspire them to achieve excellence.

They provide Exposure To Their Employees

Robi Axiata Limited recognizes the necessity to engage with the educational institutions of the

country, as they want to be the “Employer of Choice”. They aim to ally themselves with the best

private and public universities of the country. Sponsoring career fairs and counseling sessions

with graduating students they impart a flavor of the corporate world and provide the employees

with an exposure to best practices. This helps them in procuring the top students by inviting them

to their internship program.

They Enhance Their Employees.

Robi’s policy is to hire the best talents in the job market and groom them to perform even better.

The organization robust Performance Management System aids in identifying their talent,

assessing their employees’ skill set and providing development initiatives in form of training and

job rotation. Employees are evaluated which uphold their transparency.

The Performance Management System helps identify areas of improvement for each employee.

Their Competence Development Unit does a training need analysis, coming up with a calendar of

training sessions that focus on the areas identified for improvement. Thus, they equip their

employees with the required skills to achieve and enhance in their career.

They recognize the passion to perform in their employees. The group to be groomed into future

leaders nurtures the top performers of the company. The Group Accelerated Development

Program serve as a breeding ground for future leaders, giving their managers international
exposure and propping them for global challenges where the employees would be given

opportunities to serve an Operating Company within the Robi.

Moreover, the company also arranges for job rotations and assigns employees to projects so as to

create breath to their careers as well. Such initiatives inspire employees to be creative and take

ownership of responsibilities.

They Empower Their Employees.

At Robi, they empower to share their voice. Their introduction to CXO chat and blog sites

provides the platform for employees to be heard. Moreover, their Employee Satisfaction index

survey gauges the opinion in areas, which concern working environment and cultural issues.

They respect the opinion of their employees and strive to accommodate their views so as to

ensure a conduced work environment that thrives with passion and facilities performance.

Moreover, they are particularly attentive to equipment requirements. Their employees are

provided with necessary computers, phones and Internet connection so that the employees are

connected to the world for professional needs and personal ease.

They Enrich Their Employees.

At Robi Axiata Limited, they aim to enrich the lives of their employees with targeted benefit

packages that take off the burden of personal obligations. The benefits are designed in a manner
to exemplify their concern for their employees’ well being not only in terms of life, but also in

terms of living standard. Child support, determined hospitalization costs, transportation are few

examples of benefits they provide.

They Ensure Their Employees

Maintaining the highest ethical standards and integrity in their operations is a crucial factor at

Robi. Therefore, the company has introduced their Guiding Principles that is they expect their

employees to embed in his or her mind and upholds in one’s responsibility. Their code of Ethics

safeguards their ethical standards by clearly defining their way of working. With such systems in

place they ensure that they do business with a conscience and safeguard their employees from

exploitation.

It should be noted that all their employees are obliged to sign a Letter of Understanding (LOU)

after reading the Code of Ethics. They expect their employees to exemplify the guiding

principles in their work and regulate their actions by the stipulations in Code of Conduct.
3.2 SOME TERMS OF EMPLOYMENT AT ROBI

3.2.1 Probation

All employees recruited on a permanent basis have to undergo a period of six months as
probationary period to ascertain their capability and suitability for employment and are judged
with a performance appraisal at the end of fifth month. On successful completion of the
probationary period employee is given a letter of confirmation. During probation period no benefit
of provident fund or gratuity are accrued. And employee is entitled to avail 50% of entitled annual
leave during this period and seven days for medical leave during the period.

During probation either party upon 24 hours notice may terminate employment and confirmed
employees are required to give one-month notice for resignation or should give up one-month basic
salary.

3.2.2 Punctuality

Robi is very particular about time. Employees are required to arrive at work before 9:00 am. Incase
of disregard of this rule the action is treated as late and recorded in the Attendance Register
accordingly. Similarly if the employees leave the work without authorized permission before 5:45
pm is treated as indiscipline.
3.3 DURATION AND PROCEDURE OF LEAVES AT ROBI

3.3.1 Annual Leave

Management Annual Leave Entitlement

General Manager 25 Working Days
DGM & AGM 22 Working Days
Senior Manager 20 Working Days
Manager 18 Working Days
Assistant Manager 16 Working Days
Executive 14 Working Days
Non Executive 14 Working Days

50% of the entitlement of the annual leave can be accumulated or carried forward to the next
service year and rest can be lapsed if not availed.

3.3.2 Medical Leave

Employee medical leave is entitled for 14 days for all level of executives. Employee must have
to produce medical certificate for medical leave. There is no provision of accumulation of
medical leave.

3.3.3 Quarantine Leave

Quarantine Leave is leave of absence from duty necessitated by orders not to attend office in

consequence of the presence of infectious diseases in the person, family or household of an

employee. The authority up to maximum grants such leave 15 working days. However, the

employee concerned has to submit a medical certificate from a registered medical practitioner.
3.3.4 Accident Leave

Employees who get injured by an accident occurred while on duty is allowed Accident Leave with
full pay for the period required for full recovery and become fit to join duties. If the accident causes
partial or full disablement and the joining to duties is uncertain, then Management is going to
decide on accident.

3.3.5 Maternity Leave

A female employee who has been employed for period of not less than ninety days during the nine
months immediately preceding her confinement shall be granted ninety consecutive days maternity
leave on full pay. Maternity leave shall be granted after twenty-eight weeks of pregnancy and
application for maternity leave shall be made not less than two months prior to date on which it is
desired that the maternity leave shall commence. Such entitlement applies for two times during her
service with the company.

Leave on account of miscarriage prior to the twenty-eight week of pregnancy shall not be
considered as maternity leave as medical leave.

3.3.6 Paternity Leave

Male employees are entitled for three working days paternity leave. One employee can avail
paternity leave up to two times during his tenure.

3.3.7 Compassionate Leave

Employees are entitled for three working days compassionate leave in case of death of their
parents, spouse and children to cope up with the shock.

3.3.8 Hajj Leave

Only permanent employees (service length minimum 2 years) can take Hajj Leave of 20

consecutive days (including holidays) for Holy Hajj with prior approval of the Management. An

employee can avail Hajj Leave once in his or her service tenure with Robi.

3.3.9 Leave Without Pay

The company may grant an employee, at its discretion, no pay leave on important personal

ground upon approval of the divisional head, provided that the employee has exhausted his or her

annual leave. Functional Heads are responsible to approve for such leave depending on the

circumstances.

3.3.10 Compensatory day-off

An employee when required to work on any weekly holiday or govt. holiday shall be given a

substitute day off which should be taken within one month of that date or will be forfeited.

Employees may take day off leave instead of any weekly or Government holiday if he or she

works on that day for at least eight hours in one day. The leave must be taken within the

following month and necessary documents (attendance register) must be produced for the

approval. On the other hand, the employees will not be entitled for day off leave if they take

holiday allowance for the day.

3.3.11 Encashment of annual leave

If any employee’s leave application is rejected for two times in a year, he or she is eligible for

applying for the leave encashment up to a maximum of ten days. The encashment is based only

on Basic salary.

3.4 SALARY AND BENEFITS

Monthly salary is transferred to employee individual salary account each month with other

allowances less deductions such as income tax, contributory provident fund etc. Each employee

receives a monthly pay statement detailed gross pay and deduction. The Gross or Average

amount of employees in various Grades are given below:

Position Grade Amount (Tk)

MD / CEO 32 Confidential

Chief Officers (CTO, CMO , CFO) 27 Confidential

General Manager 26 Confidential

Assistant General Manager (AGM) 25 250,000

Senior Manger 24 200,000

Manager 23 150,000

Deputy Manager (DM) 22 90,000

Senior Assistant Manager / Senior Engineer 21 60,000

Assistant Manager / Engineer 20 50,000

Senior Executive / Engineer 19 45,000

Executive / Assistant Engineer 18 40,000

Executive/Assistant Technician 17 35,000

3.4.1 Allowance

Allowances are paid with monthly take-home salary, namely house rent, medical conveyance and

utility.

3.4.2 Festival Bonus

Robi usually awards two bonuses in a year on occasion of Eid or Christmas as Festival bonus.

The amount is normally equals to the basic salary.

3.4.3 Other Variable Bonus

Robi offers other variable bonuses like; performance bonus (related with individual performance)

and company performance bonus (special bonus for company performance or success) to the

employees.
3.4.5 Soft Furnishing Allowance

This allowance is paid as a part of house maintenance of the staffs. Only executive and above

(permanent) are entitled for the allowance. This allowance is paid on yearly basis at the end of

the year.

Job Level Yearly Allowance (Tk)

Top Management 20,000

Senior Management (DGM & AGM) 15,000

Manager 8,000

Assistant Manager 6,000

Executive 4,000

3.4.6 Overtime Allowance

Only Executives (Grade 17,18,19,20 and 21) and Non- Executive (Grade 1,2,3,4 this grade

involves Building Assistant) are eligible for overtime. Maximum ceiling for overtime is 48

hours in a month (except Grade 1 and 2).

3.4.7 Shift Duty Allowance

Job Level Allowance Per Month (Tk)

Assistant Manager 1600

Executives 1400

Non-Executive 500-800

Only those who are entitled to shifting duty are eligible for the allowance.

3.4.8 Holiday Allowance

Job Level 3-5 hours More than 5 hours

Manager and Senior Manager Tk- 300 per day Tk 500 per day
3.4.9 Salary Review

Salary is reviewed periodically with consistent with the living standard and competitive salary

package offered by other multinational organizations as Robi claims.

3.4.10 Provident Fund and Gratuity

The contribution in Provident Fund is 10 % of the basic salary from both sides, employee are

eligible for company contribution after five years of membership of the fund. Employee is also

entitled to a gratuity payment.

3.4.11 Group Life Insurance

Robi management has approved a group life insurance policy under which, death, permanent

partial disability and permanent total disability are covered. Moreover, the insured amount for

life is 36 times gross salary.

3.4.12 Child Birth Benefit

All regular employees are entitled for Child Birth Allowance as per stated below:

Manager and above: (Both employee and spouse) Tk 15,000 per delivery

Assistant Manager and below: (Both employee and spouse) Tk 10,000 per delivery.

3.4.13 Hospital Fund Policy

All employees are entitled for the benefit (all permanent employees and their families, all

probationers and their families and all contractual employees and their families including Non

Executives) as per the level pf emplacement or Grade. (Family means spouse and children up to

25 years old). An employee can claim for two-hospitalization cost per year. An employee

should take prior approval from the Head of Human Resources in writing in advance of any pre-
planned hospitalization. In case of emergency the employee is ask to inform the Human

Resource.

Immediately.

Hospitalization expense includes:

Consultation fees while admitted

Investigation expense (ECG, X-Ray, MRI, CT Scan etc) while admitted

 Artificial limbs, eyes, casts, braces and crutches

Post hospitalization physiotherapy up to two sessions

Rental or wheel chair or hospital bed, if advised by physician

Ambulance service to and from the hospital

Treatment by Radiotherapy or Chemotherapy

Two follow up visits after discharge from hospital

3.4.14 Subsistence Allowance Or Meal Allowance (Local)

An employee who is required to travel out station on company business beyond a radius of 33 Km.

from his office will be entitled to subsistence allowance as follows:

If the work requires a stay of 24 Hours or more inclusive of travel time

Designation Rates (Tk)

Top Management 4,500

Senior Management (AGM, DGM) 1,200

Management (Manager) 1,000

Assistant Manager 800

 Executive 700

Non-Executive 300-400

If the work requires a stay of 8 Hours or more but less than 24 Hours or more inclusive of

travel time

Designation Rates (Tk)

Top Management 800

Senior Management (AGM, DGM) 700

Management (Manager) 600

Assistant Manager 500

Executive 400

Non-Executive 180-250

3.4.15 Accommodation Allowance

An employee who is required to travel out station on company business beyond a radius of 33

Km from his office (within Bangladesh) and requires a stay of 24 hours or more shall be entitled

for following claims:

 a) Hotel Rental
b) Rental Without Receipts

3.4.16 Daily Allowance for Overseas Travel

An employee traveling outside Bangladesh, on company business is paid Daily meal allowance.

An employee traveling outside Bangladesh, on company business is reimbursed on production of

receipts for the Airport Charges, Tax and Transportation Expenses. The mode of transport using

hired vehicle is approved first by the Managing Director. The airfares for such business trip or

courses are as follows:

Designation Air Fare

Top Management Business

Senior Management (AGM, DGM) Economy

Management (Manager) Economy

Assistant Manager Economy

Executive Economy
3.4.17 Accommodation Allowance (Overseas)

An employee traveling outside Bangladesh, on company business is paid accommodation

allowance

Hotel Rental with Receipt:

Actual cost for single deluxe (Top Management)

Actual cost for single room (Executive to Senior Management)

3.4.18 Transfer Reimbursement

The company pay a transfer allowance of Tk. 15,000/= for a married employee (Executive and

above) and Tk. 9,000 /= for a single employee, for the inconvenience caused by such transfer

from one station to other. Transfer allowance for non-executive is Tk. 9,000 /= (married) and Tk.

6,000 /= (single) respectively. Traveling allowances, Meal allowances and Accommodation

allowances is paid according to company rules.

3.4.19 Transport and Traveling Allowance

Employees authorized to use his or her vehicle in performing the duty, is reimbursed transport

expenses:

Description/ Vehicle Allowance

Motorcar Tk. 8 per Km

 Motorcycle Tk. 4 per Km

Parking fees and toll charges Reimbursed upon submission of

receipt

3.4.20 Wedding Loan

The company provides Interest free wedding loan for the confirmed permanent employee. Loan

amount is three times Gross salary.

3.4.21 Meal Allowance

All confirmed regular employees are entitled for a monthly meal allowance as per their Job Grade

which is payable with their salary.

3.4.22 Children Education allowance

All regular employees are entitled for Children Education Allowance up to maximum two

children (age should be with in 25 years). Allowance is payable with the monthly salary as per

the employee Job Grade.

3.4.23 Gratuity

All confirmed regular employees are entitled for Gratuity as per stated below:
 Years of Service Allowance

After 5 years 1 last drawn basis for each completed year

After 8 years 1.5 last drawn basis for each completed year

After 10 years 2 last drawn basis for each completed year

3.4.24 Long Service Award

For all confirmed regular employees the reward in the form of Gold Medal worth different values

relating with time frame.

3.4.25 Leave Fare Assistance

All regular employees are entitled for Leave Fare Assistance on monthly basis as per their Job

Grade which is payable with their salary.

3.5 CAREER DEVELOPMENT

In Robi employees’ career are developed through appraising their performances and providing
with knowledge and skills through proper training and development programs.

3.5.1 Introduction

After joining, new employee is subjected to attend an introduction program. This program

provides new employee with basic background information about employer, information about

company rules and practices, organization’s products and services. HR Division conducts this

new employee socialization program.

3.5.2 Performance Appraisal

To achieve the overall organization goal, each employee is assigned with his individual goal. A

periodic (normally in the month of December) appraisal is conducted with the view to

monitoring the employee performance and to find out the training need and developments of

each employee. Good performers are awarded accordingly for their contribution to the

organization.

3.5.3 Organizational Development

Robi Axiata Limited management gives immense emphasis on developing its Human Resources

by allocating huge money with yearly training programs (both local and overseas training).

Annual training calendar is drawn up consisting with the training need assessment of all

members of the organization. In- house training is also arranged with Robi’s own facilitaors.

Usually trainees are sending to Sweden, Egypt, France, Malaysia, Indonesia and India for various

training programs.
3.5.4 Promotion

A systematic promotion policy is followed in terms of promoting the deserving employees in line

with the succession plan. Promotion is given to an employee when there is vacancy in the higher

position and the employee has the required skills, experience to undertake the job. Up gradation

is also awarded on the basis of performances and capability of the individuals.

3.6 MOTIVATION

As motivation is a prime factor to job satisfaction, Management is willing to take initiative by

offering schemes:

Performance Bonus

Performance bonus is given to the good performers with accordance with the company rules and

management discretions as recognition of ones performance through out the year.

Reward and recognition

Reward and Recognition policy is introduced to award the outstanding performers, best team
performers and the best support staff.
3.7 SAFETY AND SECURITY

For confronting contingency or any possible accident in the work places, Robi offices contains

fire extinguishers and first aid box and Robi is working to establish a comprehensive safety and

security policy for safeguard of their lives and properties as well.

3.8 SOCIAL AND VOLUNTARY ACTIVITIES

3.8.1 Scholarship program

The scholarship program of Robi is a good will project. The target of the project is to send

meritorious but financially insolvent Bangladeshi students for high qulity academic programs in

Multimedia University (MMU) of Malaysia. Every year, they send three students to study in IT,

Engineering and BBA under the scholarship program.

3.8.2 Donations

Robi provides donation to different social organization as a gesture of their recognition and

contribution to the society. Robi as Aktel provided charity Mobile Plus connection to the

Anjuman Mufidul Islam, Lion Eye Hospital and Shandhani Blood Donation for their outstanding

contribution to the society.

Robi stands beside the Government and effected people of Bangladesh during different natural
calamity.

3.9 DISCIPLINE

Rob follows systematic methods (show cause, personal hearing, suspension, enquiry and

punishment) while taking disciplinary action against any accused employee as per law of the

land. The following acts or omissions shall be treated as misconduct for which Management may

decide to take disciplinary action against any employee:

Willful insubordination or disobedience, whether alone or in combination with others, to any

lawful or reasonable order of a superior or colleagues
Habitual absenteeism (unauthorized absent or desertion of duties)
Habitual late attendance
Habitual negligence or neglect of work
Theft, fraud or dishonesty in connection with the organizations business or propert
Behavior causing severe damage to sutomer relations
Habitual breach of any law or rule or regulation applicable to the organization
Resorting to illegal strike or ‘go slow’ or inciting others to resort to illegal strike or ‘go slow’.
Falsifying, tempering with, damaging or causing loss of official records
Possession or use of drugs, alcohol or illegal substances and drunkness or gambling while
on duty
Use of bad language
Riotous or disorderly behavior in the office premises or any act subversive of discipline
Frequent repetition of any act or an illegal gratification in connection with oneself or any
other employees’ employment under the employer.
 Punishment

The measurement of punishment should be proportionate to the severity of the offence committed.
The punishment could be follows:
a) Written Warning
b) Suspension without pay for a period not exceeding seven working days
c) Defer increment for a period not exceeding two years
d) Degradation to any lower grade
e) Dismiss the employee without notice
f) Termination
g) Impose any other lesser punishment other than (a) to (e)

Right of Appeal

An employee on whom any form of punishment is imposed as provided above shall have right of
appeal to the Chief Executive Officer of the company within fourteen fays from the date of
notification of punishment served on the employee.

3.9.1 Retrenchment

An employee whose service is terminated on ground of redundancy is entitled to a) one month

salary for each completed years of service b) payment of outstanding annual leave day. The

principle of “Last in First Out” is followed. In the event of vacancy arising within twelve months

of the retrenchment, the company gives preference to applications from ex-employees declared

redundant previously.
3.9.2 Medically Boarding Out

When an employee is incapable either physically or mentally to under go his or her job,

management may discharge him or her from service upon recommendation of the Government

Medical Board.

3.9.3 Retirement

Optional Retirement Compulsory

Retirement
Male 50 Years 58 Years
Female 45 Years 58 Years

Till now, I have discussed about the facilities that Robi Axiata Limited provides to their employees
in order to satisfy and sustain their good performing employees. In the farther chapters these data
are analyzed in details to get a clear picture of the Level of employee satisfaction at Robi Axiata
Limited.
 CHAPTER- 4

RESEARCH FINDINGS

AND

ANALYSIS
 CHAPTER-4
RESEARCH
FINDINGS AND ANALYSIS

This chapter is all about the research that was conducted to get a clear view about the employee
satisfaction at Robi Axiata Limited. This part also includes the findings, analysis of those findings
and also some important interpretations. The research is based on all facilities and benefits
provided by the company (as mentioned in the last chapter). This chapter will reveal the level of
employee satisfaction regarding those facilities.

4.1 ABOUT THE RESEARCH

For an in-depth study a research was conducted. Steps followed in the research are illustrated
below:
 Step 1: Problem Definition
The topic of my internship report is “The Standard And The Effects of Employee Satisfaction At
Robi”. Based on the topic the point that highlights are whether the employees at Robi are satisfied
Step 2: Research Design
or not. Therefore the research problem is “The Level of Satisfaction of Employees At Robi”.

Based on the research problem my research was designed as

follows:

Variables Information Source of Methods Researchers Timing Place

Information/
needed
Respondents
 30 Employees Sabrina Nasser Technical
Dependant of Technical Quantitative: Lya During Division
Variable Division of the of Robi
: Survey office
Robi Axiata Axiata
Limited hour
Employee Limited,
Satisfaction Uday
Tower
Gender of the
15th Floor
respondent
Independent
Age of the
Variables
respondent
:

Designation
-Employees
Years of work
-
experience at
Environment Robi
-Facilities
-Services Division

Level of
satisfaction
regarding: -
Leaves - Salary
and benefits -
Safety and
Security
- Motivation
- Safety and
security -
Discipline
- Assessment
- Over all
i t

Step 3: Collection Form Design

The questionnaire consisted of two parts Part A- The questionnaire asked for some personal
information like age, gender, designation, years of experience at Robi and Division they are
working in. Part B- The questionnaire was detailed in such a way so that the employee can express
their satisfaction level regarding every aspects, such as, leaves, salary and benefits, motivation,
safety and security, discipline and employee assessment. Moreover the questionnaire form also
included some questions out of which a qualitative conclusion can be drawn. The options are
assigned on a Nominal scale. The Questionnaire is attached in the report later in the Appendix.

Step 4: Sample size

The survey is done on 30 employees in the Technology Division.

Step 5: Collection of Data

Data were collected through survey. Both the qualitative and quantitative data were collected

through the questionnaire. Then the collected data were input in the SPSS to derive finding

(tables and diagrams). The purpose of the collection of data was to gain an overall picture of the

level of employee satisfaction. This was done through a survey with the Employee. The

employee was asked for their contribution for a little moment.

Step 6: Data Analysis

After deriving output from SPSS the collected data were analyzed which are provided later in the

report.

Step 7: Writing the Research Report

After analyzing all collected data and following all the mentioned steps, writing this report was

possible.
4.2 RESEARCH FINDINGS (COLLECTED DATA)

As I mentioned earlier that data were collected through survey. The questionnaire contained

mostly quantitative questionnaire. In the qualitative questions options were assigned on a

Nominal Scale, where 1 = Dissatisfaction, 2 = Somewhat Dissatisfaction, 3 = Neutral, 4 =

somewhat satisfaction and 5 = Satisfaction. In some questions, 1 = very important, 2 =

neutral and 3 = important and in one case 1 = Excellent, 2 = Good, 3 = average and 1 = bad.

The options are arranged on a nominal scale so that we can put value on the SPSS. Then the

collected quantitative data were put in the SPSS according to the nominated points. Variables

are provided in the Appendix.

4.2.1 Quantitative Data:

Gender:

The survey was done on 19 male (63.3%) and 11 female (36.7%).

 Age of the Respondents:

In the survey it was found that 20 employees (66.7%) are between the age of 20-30 years of age.

8 (26.7 %) of them are between the age of 31-40 years of age. Lastly only 2 (6.7%) of them are

above 40 years of age.

Designation of the Respondent:

In the survey 19 out of 30 (63.3%) respondents are specialists. 6 out 30 (20%) respondents are

Managers and 5 out of 30 (16.7%) respondents are Engineers.

Years of Work Experience at Robi

2 of the respondents have experience of 1 year, which is 6.7%.

2 of the respondents have the experience of 2 years.

6 of them have the experience of 3 years, which is 20 %.

4 of the respondents have the experience of 4 years, that 13.3%.

1 of them has the experience of 5 years, which is 3.3%.

4 of them have the experience of 6 years.

1 of them has the experience of 7 years.

1 of them has the experience of 8 years.

1 of them has the experience of less than 1 year.

1 of them has the experience of more than 1 year.

1 of the respondent has the experience of more than 3 years.

2 of them have the experience of more than 4 years.

3 of them have the experience of more than 5 years.

1 of them has the experience of more than 6 years.

 Allowance 2 1 10 17

Festival Bonus 1 2 18 9

Overtime 7 17 6
Allowance

Shifts 1 3 20 4 2

Holiday 2 2 10 12 4
Allowance

Salary Review 2 1 8 19
Salary

And Provident Fund 2 17 9 2

and Gratuity
Benefits

Traveling and 4 3 13 8 2

Accommodation

Allowance

Timeliness of 1 2 13 14
salary handover

Counts of 9 15 80 110 56

Response

Motivation
 Table 4 (C): Level of Importance of Motivational Factors

Levels (No. Of Respondents)

Important Neutral Very

Important

Performance 6 1 23

Bonus

Motivational Reward 5 1 24

Factors And

Recognition

Counts of 11 2 47
Responses
Necessity of More Safety and Security Facilities
24 respondents (80%) said “yes”
6 of them (20%) said “No”

Discipline

Level of fairness of Disciplinary act and Punishment at Robi

13 respondents (43.3%) said it is good

17 respondents (56.7%) said it is Average

Improvement of the organization due to disciplinary act and punishment

18 respondents (60%) said that the organization is improving.

10 of them (33.3%) are neutral about the case.
2 of them (6.7%) do not think that the organization is improving.

Are rules followed by the organization?

10 respondents (33.3%) said “yes”

20 respondents (66.7%) are neutral about the case
 Assessment

Fairness of the Assessment

11 respondents (36.7%) are satisfied with the assessment.
8 of them (26.7%) are somewhat satisfied.
7 respondents (23.3%) are neutral.
2 of the respondents (6.7%) are somewhat dissatisfied.
2 of the respondents are dissatisfied with the assessment

Improvement due to assessment

18 respondents (60%) said “Yes”

7 respondents (7%) said “No”
5 of them (16.7%) are neutral

Positive impact of the changes in the organization

21 respondents (70%) said “yes” the changes have a positive impact.

1 of them (3.3%) said “No”.
8 respondents (26.7%) are neutral.

Level of Satisfaction of the Entire Environment in Robi

21 respondents (70%) of them are satisfied with the environment of Robi.
6 of them (20%) are somewhat satisfied.
1 of them (3.3%) is neutral.
1 of them is somewhat satisfied.
1 of them is dissatisfied.
 Factor That Link Mostly To Employee satisfaction
22 respondents (73.3%) said that it is salary and benefits
4 respondents (13.3%) said that it is motivation.
3 of them (10%) said that it is leaves
1 of the respondent (3.3%) said that it is employee assessment
To have a look at the sources of data (Figures and tables) please go to the Appendix

4.2.2 Qualitative Data

In the questionnaire there are three questions through which the qualitative are derived.
They are as follows
According to you do you think any of the leaves provided by the company should have more
duration? Please provide reasons if it is convenient for you.
Do extra facilities such as mobile, ID card and Business Cards play a vital role in satisfying
employees or giving employee recognition? Why?
Mention the requirement of Safety and Security.

6 out of 11 of the female employees want the company to extend the maternity leave and make it

6 months. On the other hand 7 out of 19 male employees want the Paternity leave to be

increased. 5 out of 30 employees feel that the Casual leave should be introduced. 6 out of 30

employees want more festival leave. 1 employee wants the annual leave those are not carried

forward can be converted to cash. 1 employee wants the compensatory day-off to be emphasized

more. However, 5 respondents feel that no leave facilities should be increased.

All employees said that extra facilities like, mobile phone, ID card and Business card play vital
role in employee satisfaction. Reasons they provide are that they give identity and recognition
make the employee a part of the organization and also work as motivational factors.
8 out of 30 employees feel that the premises should have proper fire exit. 2 of the employees want
the area to be more hygienic. 8 employees that are the maximum employees want the organization
to be stricter about the entrance of outside people. 4 of them demand for logistic and safety
training.3 employees feel that the area should have CC camera. However, 5 respondents feel that
no safety and security facilities should be added.

For more details of the qualitative data please look at the

Appendix

4.3 ANALYSIS OF THE COLLECTED DATA

All data collected is analyzed in details in this part. All the diagrams included in this part are
derived from SPSS. Some diagrams and tables are provided later in the Appendix. Tables provided
in the Part 4.1 are also used in the analysis.

In the survey the maximum respondents were male. The respondents are mostly between the age
of 20-30. Moreover, maximum respondents are Specialist. In addition, the maximum work
experience respondents have is 8 years, in which the highest number of employees has the work
experience of 3 years.

Leaves

From the Table 4 (A) an overall picture of the level of employee satisfaction regarding leave can
be seen. Digits marked in Red are the total counts of responses, which show that the employees
are satisfied with the rules and regulations and duration of all leaves. However, a good amount of
employees are somewhat satisfied with the leaves. Fortunately a very few number of employees
are dissatisfied with the aspects of leaves.
Incase of Annual leave the maximum employees are happy with the rules and durations. However,
a wealthy amount of employees are somewhat satisfied, but no one seems to be dissatisfied with
the leave.

Most employees seem to be perfectly satisfied with Medical leave. In fact the highest amount of
employees responded positively in case of this leave. However one employee seems to be
somewhat dissatisfied.

In case of leave without pay and compensatory day-off most of the employees are neutral. The
reason behind this is that some of them did not experience these leaves and some of them did not
know that the company is offering these leaves.

In case of Maternity leave most female employees are somewhat satisfied, but a very few were
dissatisfied because the organization has not yet implemented the maternity leave of 6 months as
declared by the Government. But it has been heard that very soon the company will offer maternity
leave for duration as declared by the Government (this information is highlighted in the qualitative
part of the questionnaire).

The result of paternity leave was very much fluctuating. Most male employees were somewhat
satisfactory and neutral. In the quantitative question as mentioned earlier most men said that the
paternity leave should be extended so that they can fulfill their responsibility while the baby birth.

Salary And Benefits

The result regarding salary and benefit is quite like the result in case of leave. From the Table 4
(B) it can be seen that maximum employees are somewhat satisfied with the rules and regulations
of their salary and benefits.

As shown in the table in case of allowance most of the employees are satisfied. Moreover, a healthy
amount of employees are somewhat satisfied with the allowance that the company provides. Very
few employees expressed their dissatisfaction regarding salary and benefits.
Again in case of Festival bonus the result is similar to the result of allowances. Most employees
are somewhat satisfied, as they get the amount equal to their basic salary during Eid and Christmas.

Overtime allowance is given only to some Grades of employees as mentioned earlier. According
to the table maximum numbers of employees are somewhat satisfied. A few amounts are satisfied,
but more than that employees are neutral about the case.

In case of shifts the highest amount of employees are neutral as they are not use to this benefit.
Most of the employees have not done the shift duty. Compared to other benefits a very few
employees are satisfied and somewhat satisfied with the benefit. Some of the employees who have
done the duty are dissatisfied; they feel that the amount provided is not sufficient.

In case of holiday allowance most of the employees are somewhat satisfied and few of them are
satisfied. On the other hand most of the employees are neutral. This is because they have not
experienced the benefit of holiday allowance. However, a very few employees are dissatisfied with
the facilities provided in the holiday allowance.

The salary review is done so that the amount of salary is set in such way that it gives complete
support to the lifestyle of employees. Most of the employees are somewhat satisfied with the
facility. Moreover, some are neutral about the facility as they do not have idea about the method
of salary review. However, some are dissatisfied as they feel that the organization do not go
through this facility accordingly.

Maximum employees are neutral in this case. This may be because their work experience is less
than 5 years, as an employee is only eligible to contribute to Provident fund and gratuity after 5
years of membership of the fund. Moreover, a good amount of employees are somewhat satisfied
with the facility. Fortunately a very few amount is somewhat dissatisfied with the facility.

Most of the employees are neutral about the traveling and accommodation, as they neither found
it impressive nor unbeneficial. A good amount of employees are somewhat satisfied as they find it
very motivating to get facilitated during travel.
Most of the employees are satisfied with the timeliness of salary handover, as they feel that they
get their monthly salary on time. Then a good amount of employees are somewhat satisfied as they
feel sometimes it becomes late in receiving the salary. However, very few of them are neutral and
only one employee is dissatisfied.

Motivation
Before deriving the level of satisfaction regarding the motivational factors, it was very essential to
find out how much important are these motivational factors to the employees. In Table 4 (C) it is
shown that most or almost every employee find performance bonus and reward and recognition
very important.

In Table 4 (D) it is shown that most of the employees are somewhat satisfied with the performance
bonus and reward and recognition provided by the company. The employees feel that the company
provides bonus based on both individual and group performance. Moreover, they are happy with
the rewards and recognition provided by the company. However a very few amount of employees
are dissatisfied which can have a negative impact on the company and employee productivity.
Some are neutral as they are neither satisfied nor dissatisfied with the motivational factor provided
by the company.

Moreover, respondents were asked whether ID card, Business cards and mobile phone play a vital
role in employee satisfaction or not. Every one said that these work as a motivational factor, as it
gives recognition and mobile phone work as a motivation for employees.

Safety And Security

Most of the employees are satisfied and somewhat satisfied with the facilities provided for the

safety and security in the organization. A very few seems to be dissatisfied the reason behind this

was found when the employees were asked to specify their requirements for safety and security.

Almost all employees stated that more facilities for safety and security are required. Maximum
employees said that there should be more restrictions to outsiders and the fire exit should be
improved. However, one of the employees stated a very essential monitory reason, which is the
employee feels that festival bonus should be included in contractual sector as well.

Discipline

Disciplinary acts followed by Robi are mention earlier in the report. Most of the employees that
are 56.7% find the disciplinary act and rules of punishment averagely fair. Moreover 43.3% find
it fair. 60% of the employees stated that the organization is improving due to these disciplinary
acts and punishments. However, some of them are neutral as they not sure whether it is having an
impact on the organization or not. Therefore most of the employees were neutral when they were
asked whether the organization follows these acts accordingly or not.

Assessment (Evaluation of Employees)

At the end of every year mostly in December an employee assessment is done to measure the level
of performance of the employees. Most of the employees seem to be satisfied with the employee
assessment, as 36.7% said that the assessment is fair and 60% of them said that the environment
of the organization is improving due to the assessment, as all employees are striving to perform
better every year to have a better evaluation result.
As one of the employees in the organization said that the organization has made some changes in
the assessment process five times in last five years. I could not know about the changes as it was
confidential, but I wanted to find out whether these changes have positive impact on the
organization. 70% of the respondents stated that the organization is positively affected by these
changes.

Level Of Satisfaction Of The Entire Environment In Robi

As the dependent variable of the research is Employee Satisfaction it was very essential to know
the level of employee satisfaction regarding the entire environment of Robi. 70% of the employees
are satisfied with the environment of Robi. However, this information is not enough to draw
conclusion therefore further analysis of data in conducted.
Factor That Link Mostly To Employee satisfaction

It is not enough to know the level of employee satisfaction therefore the respondents were asked
to state that on which factor does the employee’s level of satisfaction is mostly based. The
maximum number of employees that is 73.3% said that salary and benefit boosts up the level of
employee satisfaction.

4.4 CORRELATIONS

It is mentioned earlier that the Dependant variable is Employee satisfaction. The variable is

correlated with independent variables like gender, age, designation, and work experience at Robi

to measure the level of employee satisfaction in the view of these aspects individually. Figures

and tables are derived with the help of SPSS by the process of Cross Tabulation.

4.4.1 Correlation between the Level of Employee Satisfaction

and Gender

Table 4(E): Level of Satisfaction of the Entire Environment of Robi * Gender (Cross
tabulation)

Count
Gender

Male Female Total

Level of Satisfaction of Dissatisfactory 1 0 1
The Entire
Environment of Robi Somewhat
Dissatisfactory
0 1 1

Neutral 1 0 1
Somewhat satisfactory 5 1 6
Satisfactory 12 9 21
 Total 19 11 30

14

12

10

4
Gender
2
Male

0 Female
Dissatisfactory Neutral Satisfactory
Somewhat Dissatisfac Somewhat satisfactor

Level of Satisfaction of The Entire Environment of Robi

Figure 3: Correlation between the Level of Employee Satisfaction and Gender

The purpose of doing this correlation between the levels of employee is satisfaction and gender is

to project that which gender is more satisfied in the organization. As shown in Table 4 (E) 12

out of 19 male respondents are satisfied, where as 9 out of 11 female employees are satisfied

with the entire environment of Robi Axiata Limited. 1 male employee is dissatisfied, where none

of the female employees are completely dissatisfied. Therefore, the female employees are more

satisfied than male employees at Robi. In the Figure 3 the bar of male employees are higher as

there were not male respondents in the survey.

 4.4.2 Correlation between the Level of Employee Satisfaction and Age

Table 4 (F) Level of Satisfaction of the Entire Environment of Robi * Age (Cross
tabulation)

Count
Age

20-30 31-40 > 40 Total

Level of Satisfaction of Dissatisfactory 0 1 0 1
The Entire
Environment of Robi Somewhat
Dissatisfactory
1 0 0 1

Neutral 1 0 0 1
Somewhat satisfactory 4 2 0 6
Satisfactory 14 5 2 21
Total 20 8 2 30
 16

14

12

10

6
Age

4
20-30

2 31-40

0 > 40
Dissatisfactory Neutral Satisfactory
Somewhat Dissatisfac Somewhat satisfactor

Level of Satisfaction of The Entire Environment of Robi

Figure 4: Correlation between the Level of Employee Satisfaction and Age

As shown in the Table 4 (F) the employees between the ages of 20-30 years of age are mostly
satisfied. This may be because the facilities they provide finely coincide with the employee’s life
style and needs.

4.4.3 Correlation between the Level of Employee Satisfaction and Designation

Table 4(G): Level of Satisfaction of the Entire Environment of Robi * Designation (Cross
tabulation)

Count
Designation

Engineer Manager Specialist Total

Level of Satisfaction of Dissatisfactory 0 0 1 1

The Entire
Environment of Robi Somewhat
Dissatisfactory
0 0 1 1

Neutral 0 0 1 1
Somewhat satisfactory 2 2 2 6
Satisfactory 3 4 14 21
Total 5 6 19 30
 16

14

12

10

6
Designation
4
Engineer

2 Manager

0 Specialist
Dissatisfactory Neutral Satisfactory
Somewhat Dissatisfac Somewhat satisfactor

Level of Satisfaction of The Entire Environment of Robi

Figure 5: Correlation between the Level of Employee Satisfaction and Designation

As shown in the Table 4(G), most Engineers (3 out of 5 respondents) and Managers (4 out of 6
respondents) are satisfied. On the other hand 14 out of 19 Specialists are satisfied. Therefore, it
can be stated that Engineers and Managers are mostly satisfied in the Technology Division of Robi.
However, in the Figure 5 the bar of Specialist is highest because most of the respondents were
specialist

4.4.4 Correlation between the Level of Employee Satisfaction and Years of Experience

Table 4(H): Years of Experience at the Organization * Level of Satisfaction of the Entire
Environment of Robi (Cross tabulation)
 Years of Experience at the Organization
Figure 6: Correlation between the Level of Employee Satisfaction and Years Of Experience

In the Table 4(H) and the Figure 6 it is shown that employees with the work experience of 1 year,
5 years, 8 years, less than 1 year, more than 1 year, more than 5 years and more than 6 years are
completely satisfied with the environment of the company. However, Employees with the work
experience of 2-7 years and more than 3 years to less than 5 years have slight dissatisfaction with
the environment. The reason behind this is that new employees are eager to perform better and old
employees are more committed to the organization. It is normally in between the period of
continuous service when the employee’s satisfaction level deteriorates. This is the period when
they try to switch jobs and search for other options. Moreover as you can see in the diagram it is
during 5 years time the satisfaction starts rising, this can also be due to rewards and recognition. I
have mentioned earlier that Robi gives gold medals for continuous service of 5 years. Therefore
employees are overwhelmed due to the reward and their satisfaction level rises.

4.4.5 Correlation between the Level of Employee Satisfaction and Factor Mostly Linked To
Employee Satisfaction

Table 4(I): Level of Satisfaction of the Entire Environment of Robi * Factor That Link
Mostly to Employee Satisfaction (Cross tabulation)

Count

Factor That Link Mostly to Employee Satisfaction

Salary and
Benefits
Total
Leaves Motivation Assessment
Level of Satisfaction of Dissatisfactory 0 1 0 0 1
The Entire
Environment of Robi
Somewhat
Dissatisfactory
0 0 0 1 1

Neutral 0 1 0 0 1
Somewhat satisfactory 2 4 0 0 6
Satisfactory 1 16 4 0 21
Total 3 22 4 1 30
 20

Factor That Link Mos

10
Leaves

Salary and Benefits

Motivation

0 Assessment

Level of Satisfaction of The Entire Environment of Robi

Figure 7: Correlation between the Level of Employee Satisfaction and Years of Experience
In the Table 4 (I) and Figure 7 it is shown that most satisfied employees finds salary and benefits
as the most important factor that effect the level of employee satisfaction. The second most
important factor is motivation. However, leaves and assessment are not that effective factor.
Therefore, it is clear that Robi should work more on Salary and Benefits in order to keep their
employees satisfied.

4.5 HYPOTHESIS

Table 4(J): One-Sample Statistics

Std. Error
N Mean Std. Deviation Mean
Level of Satisfaction of
The Entire 30 4.50 .974 .178
Environment of Robi

Table 4 (K): One-Sample Test

Test Value = 4.5

 95% Confidence Interval
of the Difference
Mean
Difference
t df Sig. (2-tailed) Lower Upper
Level of Satisfaction of
The Entire .000 29 1.000 .00 -.36 .36
Environment of Robi

After analyzing the data a hypothesis was developed based on the dependent variable, which is
employee satisfaction.

Null Hypothesis: Ho= Employees at Robi Axiata Limited are satisfied

Alternative Hypothesis: H1 = Employees at Robi Axiata Limited are not satisfied

The dependent variable was tested with the help of SPSS and Table 4(J) and Table4 (K) were

derived. As shown in Table 4(K), the Significant Value (sig.) is 1. According to the Theory Of

Hypothesis if the Significant Value is greater than 0.05 then we accept the Null Hypothesis and if

the value is less than 0.05 then we accept the Alternative Hypothesis. Here the Significant Value

is greater than 0.05, which is 1. Therefore, we accept the Null Hypothesis and can conclude that

employees at Robi Axiata Limited are satisfied.

4.6 SOME IMPORTANT INTERPRETATIONS

 Female employees are most satisfied than male employees. This may be because males

are mostly the earning member of the family, so their expectation is higher than that of

female.

New employees and old employees are more satisfied as they are more commited to their

work.

Salary and benefits and motivational factors play avital role in satisfying employees.

Employees at Robi are eagered to have some training ragarding safety and security.

Most male employees feels that paternity leave has to be extended.

According to some employees Casual leave should be introduced at Robi.

Most employees are very neutral about the Disciplinary act and Punishments of the

organization.

Changes in the employee assessment system have a positive impact on Robi.

Employees satisfactory level at Robi Axiata Limited seems to be considerable. However, the

company needs to work a lot to retain their old employees or sustain the existing good

performers. Looking at the interpretations some reccommendation and conclusions are possible

to be provided. These are going to be discussed in the next chapter.

 CHAPTER- 5

RECCOMENDATION
 AND

CONCLUSION

CHAPTER-5
RECCOMMENDATION AND
CONCLUSION

After analysis the data the scenario became quite clear and understandable. Alhough information
collected were not sufficient to comment on the employee satisfaction level of the enitire
organization some useful and essential factors were revealed during study. In this chapter I tried
to explain those facts influencing them with my point of view.

5.1 RECCOMENDATIONS

Robi Axiata Limited is well-established company. Therefore, it is very tough to recommend on

any aspect of the company. However, as it is the requirement of the report so I have come up

with few recommendations, after conducting the research. They are as follows:
Robi Axiata limited can provide training on the facilities they provide, such as benefits,.
allowances etc so that employees have more idea on utilizing the facilities they are receiving in a
proper manner.

Some employees suggested that they should be provided with more training on safety and security.
Therefore Robi could organize training on safety and security for the welfare and safe guard of
employees.

Robi could promote their disciplinary acts and rules of punishment more to their employees so that
they have complete idea about the effects of these measures.

Robi could work more on making the salary and benefits they provide to make them more attracting
as employees find this factor very important to boost their satisfaction level.
Robi could work more on their premises to protect against natural calamities, so that employees
feel safe as it is a very essential in employee satisfaction.

Robi could introduce Casual leave as many employees refered to do so. They could increase
paternity leave. Robi could also increase compassionate leave, as 3 days are not enough for
someone to recover from shock of death of close people.The company could conduct salary review
more oftenn as some employees are not satisfied with the salary review. This will help the company
satisfy their employees.Other than providing benefits and facilities more often, that rise the cost of
the company, Robi could work more on conducting some Employee Involvement Programs to
sustain their employees. Getting employees' ideas and getting their involvement is critical in
rapidly changing world. If the company is going to be competitive, it's mandatory to involve not
just hands, but the ideas from everyone in your organization.

The company can also provide recognition to their employees through a lot of activities at
minimum cost. A recognition program does not have to be expensive. The structure of a
recognition program is limited only by your imagination. An effective program has the following
components:

• Fairness
 • High visibility and consistency.

To be fair, a program must not favor one employee over another, merely because of his or her
position within the organization, or his relationship with his supervisor. There must be an effective
means of identifying employees who should be recognized. In many programs, there is an easy
means by which employees can nominate others for recognition. As a supplement to a nomination
program, supervisors can keep lists of notable employee achievements.

According to my opinion there is a slight discrimination among departments at Robi Axiata

Limited. This may be a critical point for the organization. Therefore, Robi could work to diminish
the sense of discrimination among employees, to keep them satisfied.

Robi Axiata Limited is a great place to work in which I can say from my personal experience of 3
months period internship. However, to sustain their existing good performers Robi could
implement a bit more facilities. As a result it will also bring the level of employee satisfaction in
an impressive level.

5.2 CONCLUSION

HR of Robi is working all the time to sustain and satisfy its employees. According to my own
experience the working environment of the organization is very inspiring. However, the
organization needs to work a lot to satisfy its experienced and old employees. The organization is
always keen to implement new rules and actions for improvement.

For starters, the process of Employee Involvement Programs may improve individual motivation
and morale. Involvement programs help capture the creativity, energy, and ideas many people
have. They also allow departments and individuals to work cross-functionally, and create an
environment of learning and constant renewal. This may improve work methods and processes
continually, reduce the costs of doing business, improve safety, and reduce accidents. Exchanging
ideas always improves communication and the knowledge that top management is open and willing
to act on the ideas improves trust.

Recognition can be achieved by employees having the reward given at a gathering of employees,
and by recognizing the award in corporate communications, such as the corporate newsletter or
Intranet site.
According to the result of the research and my practical observation the employees seem quite
satisfied and fulfilled working in the organization. Still it is not worth less to work towards
perfection. Therefore the organization is all the time moving towards making the work
environment the ‘employee choice.’ The result of the research can be coinciding with the practical
situation of the organization. Hopefully the standards and effects of employee satisfaction will be
even better in the near future
CHAPTER-6

APPENDIX
6.1 QUESTIONNAIRE

QUESTIONNAIRE

Dear Respondent,

I, Sabrina Nasser Lya, student of BRAC University (BBA Department) is conducting a survey
to measure the level of employee satisfaction in the Technology Department of Robi. This survey
is done to derive information that would help me to furnish my internship report. It would be
very kind of you if you accurately respond to the questionnaire. I assure you that information is
going to be used for academic purpose only.

Part-A

PERSONAL INFORMATION:

Gender: Male Female

Age: 20-30 31-40 above 40

Designation:

Years of work in the organization:

Division:

Part- B

LEAVES

Please rank the level of satisfaction regarding the duration and rules and regulations of the
following:
The measurement is done on a nominal scale of five points, where, 5 = Satisfactory, 4 =
Somewhat Satisfactory, 3 = Neutral, 2 = Somewhat Dissatisfactory and 1 =
Dissatisfactory.

 Annual Leave: Satisfactory Somewhat Satisfactory Neutral Somewhat

Dissatisfactory Dissatisfactory

 Medical Leave: Satisfactory Somewhat Satisfactory Neutral Somewhat

Dissatisfactory Dissatisfactory

 Leave without pay: Satisfactory Somewhat Satisfactory Neutral Somewhat

Dissatisfactory Dissatisfactory

 Compensatory day-off: Satisfactory Somewhat Satisfactory Neutral Somewhat

Dissatisfactory Dissatisfactory

Female Employees only:

 Maternity Leave: Satisfactory Somewhat Satisfactory Neutral Somewhat

Dissatisfactory Dissatisfactory

Male Employees only:

 Paternity Leave: Satisfactory Somewhat Satisfactory Neutral Somewhat

Dissatisfactory Dissatisfactory

According to you do you think any of the leaves provided by the company should have more
duration? (It can also be other leaves then mentioned in the questionnaire). Please provide
reasons if it is convenient for you.

SALARY AND BENEFITS:

Please rank the level of satisfaction regarding the duration and rules and regulations of the
following:
  Allowance: Satisfactory Somewhat Satisfactory Neutral Somewhat
Dissatisfactory Dissatisfactory

 Festival Bonus: : Satisfactory Somewhat Satisfactory Neutral Somewhat

Dissatisfactory Dissatisfactory

 Overtime Allowances: Satisfactory Somewhat Satisfactory Neutral Somewhat

Dissatisfactory Dissatisfactory
 Shifts: Satisfactory Somewhat Satisfactory Neutral Somewhat Dissatisfactory
Dissatisfactory

 Holiday Allowance: Satisfactory Somewhat Satisfactory Neutral Somewhat

Dissatisfactory Dissatisfactory
 Salary Review: Satisfactory Somewhat Satisfactory Neutral Somewhat
Dissatisfactory Dissatisfactory

 Provident Fund and Gratuity: Satisfactory Somewhat Satisfactory Neutral

Somewhat Dissatisfactory Dissatisfactory

 Traveling and Accommodation allowance: Satisfactory Somewhat Satisfactory

Neutral Somewhat Dissatisfactory Dissatisfactory

 The Timeliness of salary handover: Satisfactory Somewhat Satisfactory Neutral

Somewhat Dissatisfactory Dissatisfactory


MOTIVATION

Please rank the level of importance of the following

 Performance Bonus: Important Neutral Very Important

 Reward And Recognition: Important Neutral Very Important

Please rank the level of satisfaction regarding the duration and rules and regulations of the
following:

 Performance Bonus: Satisfactory Somewhat Satisfactory Neutral Somewhat

Dissatisfactory Dissatisfactory

 Reward And Recognition: Satisfactory Somewhat Satisfactory Neutral Somewhat

Dissatisfactory Dissatisfactory

 Do extra facilities such as mobile, ID card and Business Cards play a vital role in
satisfying employees or giving employee recognition? Why?
 SAFETY AND SECURITY

 Please rank the level of satisfaction regarding Safety and Security

Satisfactory Somewhat Satisfactory Neutral Somewhat Dissatisfactory

Dissatisfactory

 Do you feel that Robi should introduce more facilities regarding Safety and Security?
Yes No Please mention:

DISCIPLINE

 Level the fairness incase of punishment and disciplinary act

Bad Average Good Excellent

 Do you think that these measures are improving the environment of the organization?
Yes No Neutral

 Are these regulations followed by the organization as per rule? Yes No Neutral

ASSESSMENT

 The organization conducts employee assessment every year, please mention the level
of fairness of the performance evaluation
Satisfactory Somewhat Satisfactory Neutral Somewhat Dissatisfactory
Dissatisfactory

 Is this improving the level of performance of the employees?

Yes No Neutral
  Are the changes in the employee assessment proving a positive impact?
Yes No Neutral

 The level of your Satisfaction regarding the environment of Robi

Satisfactory Somewhat Satisfactory Neutral Somewhat Dissatisfactory Dissatisfactory

 Please mention which factor can be linked mostly with your level of Satisfaction.
Leaves Salary and Benefits Motivation Discipline Assessment

******************************************************************************

6.2 TABLES AND FIGURES FROM SPSS

Tables and figures derived by the help of SPSS

TABLES:

Gender

Cumulative
Frequency Percent Valid Percent Percent
Valid Male 19 63.3 63.3 63.3
Female 11 36.7 36.7 100.0
Total 30 100.0 100.0

Age

Cumulative
Frequency Percent Valid Percent Percent
Valid 20-30 20 66.7 66.7 66.7
31-40 8 26.7 26.7 93.3
> 40 2 6.7 6.7 100.0
 Total 30 100.0 100.0

Designation

Cumulative
Frequency Percent Valid Percent Percent
Valid Engineer 5 16.7 16.7 16.7
Manager 6 20.0 20.0 36.7
Specialis
19 63.3 63.3 100.0
t
Total 30 100.0 100.0

Years of Experience at the Organization

Cumulative
Frequency Percent Valid Percent Percent
Valid 1 2 6.7 6.7 6.7
2 2 6.7 6.7 13.3
3 6 20.0 20.0 33.3
4 4 13.3 13.3 46.7
5 1 3.3 3.3 50.0
6 4 13.3 13.3 63.3
7 1 3.3 3.3 66.7
8 1 3.3 3.3 70.0
Less than
1 3.3 3.3 73.3
1
More than
1 3.3 3.3 76.7
1
More than
1 3.3 3.3 80.0
3
More than
2 6.7 6.7 86.7
4
More than
3 10.0 10.0 96.7
5
More than
1 3.3 3.3 100.0
6
Total 30 100.0 100.0

Level of Satisfaction of Annual Leave

Cumulative
Frequency Percent Valid Percent Percent
 Valid Neutral 1 3.3 3.3 3.3
Somewhat
10 33.3 33.3 36.7
satisfactory
Satisfactory 19 63.3 63.3 100.0
Total 30 100.0 100.0

Level of Satisfaction of Medical Leave

Cumulative
Frequency Percent Valid Percent Percent
Valid Somewhat
Dissatisfactory 1 3.3 3.3 3.3

Neutral 1 3.3 3.3 6.7

Somewhat
8 26.7 26.7 33.3
satisfactory
Satisfactory 20 66.7 66.7 100.0
Total 30 100.0 100.0

Level of Satisfaction of Paternity Leave

Cumulative
Frequency Percent Valid Percent Percent
Valid Dissatisfactory 3 10.0 15.8 15.8
Somewhat
Dissatisfactory 3 10.0 15.8 31.6

Neutral 5 16.7 26.3 57.9

Somewhat
5 16.7 26.3 84.2
satisfactory
Satisfactory 3 10.0 15.8 100.0
Total 19 63.3 100.0
Missing System 11 36.7
Total 30 100.0

Level of satisfaction of Allowance

Cumulative
Frequency Percent Valid Percent Percent
Valid Somewhat
Dissatisfactory 2 6.7 6.7 6.7

Neutral 1 3.3 3.3 10.0

Somewhat
10 33.3 33.3 43.3
satisfactory
Satisfactory 17 56.7 56.7 100.0
Total 30 100.0 100.0

Level of satisfaction of Festival allowance

 Cumulative
Frequency Percent Valid Percent Percent
Valid Somewhat
Dissatisfactory 1 3.3 3.3 3.3

Neutral 2 6.7 6.7 10.0

Somewhat
18 60.0 60.0 70.0
satisfactory
Satisfactory 9 30.0 30.0 100.0
Total 30 100.0 100.0

Level of satisfaction of Overtime Allowance

Cumulative
Frequency Percent Valid Percent Percent
Valid Neutral 7 23.3 23.3 23.3
Somewhat
17 56.7 56.7 80.0
satisfactory
Satisfactory 6 20.0 20.0 100.0
Total 30 100.0 100.0

Level of satisfaction of Shifts

Cumulative
Frequency Percent Valid Percent Percent
Valid Dissatisfactory 1 3.3 3.3 3.3
Somewhat
Dissatisfactory 3 10.0 10.0 13.3

Neutral 20 66.7 66.7 80.0

Somewhat
4 13.3 13.3 93.3
satisfactory
Satisfactory 2 6.7 6.7 100.0
Total 30 100.0 100.0

Level of satisfaction of Holiday Allowance

Cumulative
Frequency Percent Valid Percent Percent
Valid Dissatisfactory 2 6.7 6.7 6.7
Somewhat
Dissatisfactory 2 6.7 6.7 13.3

Neutral 10 33.3 33.3 46.7

Somewhat
12 40.0 40.0 86.7
satisfactory
Satisfactory 4 13.3 13.3 100.0
Total 30 100.0 100.0

Level of satisfaction of Salary Review

 Cumulative
Frequency Percent Valid Percent Percent
Valid Dissatisfactory 2 6.7 6.7 6.7
Somewhat
Dissatisfactory 1 3.3 3.3 10.0

Neutral 8 26.7 26.7 36.7

Somewhat
19 63.3 63.3 100.0
satisfactory
Total 30 100.0 100.0

Level of Satisfaction of Provident Fund and Gratuity

Cumulative
Frequency Percent Valid Percent Percent
Valid Somewhat
Dissatisfactory 2 6.7 6.7 6.7

Neutral 17 56.7 56.7 63.3

Somewhat
9 30.0 30.0 93.3
satisfactory
Satisfactory 2 6.7 6.7 100.0
Total 30 100.0 100.0

Level of Satisfaction of Travelling and accommodation Allowance

Cumulative
Frequency Percent Valid Percent Percent
Valid Dissatisfactory 4 13.3 13.3 13.3
Somewhat
Dissatisfactory 3 10.0 10.0 23.3

Neutral 13 43.3 43.3 66.7

Somewhat
8 26.7 26.7 93.3
satisfactory
Satisfactory 2 6.7 6.7 100.0
Total 30 100.0 100.0

Level of Satisfaction of Timeliness of Salary handover

Cumulative
Frequency Percent Valid Percent Percent
Valid Somewhat
Dissatisfactory 1 3.3 3.3 3.3

Neutral 2 6.7 6.7 10.0

 Somewhat
13 43.3 43.3 53.3
satisfactory
Satisfactory 14 46.7 46.7 100.0
Total 30 100.0 100.0

Level of Importance of Performance Bonus

Cumulative
Frequency Percent Valid Percent Percent
Valid very
23 76.7 76.7 76.7
Important
Neutral 1 3.3 3.3 80.0
Important 6 20.0 20.0 100.0
Total 30 100.0 100.0

Level of Importance Reward and recognition

Cumulative
Frequency Percent Valid Percent Percent
Valid very
24 80.0 80.0 80.0
Important
Neutral 1 3.3 3.3 83.3
Important 5 16.7 16.7 100.0
Total 30 100.0 100.0

Level of Satisfaction of Performance Bonus

Cumulative
Frequency Percent Valid Percent Percent
Valid Dissatisfactory 4 13.3 13.3 13.3
Somewhat
Dissatisfactory 3 10.0 10.0 23.3

Neutral 5 16.7 16.7 40.0

Somewhat
10 33.3 33.3 73.3
satisfactory
Satisfactory 8 26.7 26.7 100.0
Total 30 100.0 100.0

Level of Satisfaction of Reward and recognition

 Cumulative
Frequency Percent Valid Percent Percent
Valid Dissatisfactory 3 10.0 10.0 10.0
Somewhat
Dissatisfactory 4 13.3 13.3 23.3

Neutral 12 40.0 40.0 63.3

Somewhat
10 33.3 33.3 96.7
satisfactory
Satisfactory 1 3.3 3.3 100.0
Total 30 100.0 100.0

Level of Satisfaction of Safety and security

Cumulative
Frequency Percent Valid Percent Percent
Valid Dissatisfactory 1 3.3 3.3 3.3
Somewhat
Dissatisfactory 4 13.3 13.3 16.7

Neutral 1 3.3 3.3 20.0

Somewhat
12 40.0 40.0 60.0
satisfactory
Satisfactory 12 40.0 40.0 100.0
Total 30 100.0 100.0

More Requirements of Safety and Security

Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 24 80.0 80.0 80.0
No 6 20.0 20.0 100.0
Total 30 100.0 100.0

Fairness of Punishment and Disciplinary Act

Cumulative
Frequency Percent Valid Percent Percent
Valid Good 13 43.3 43.3 43.3
Averag
17 56.7 56.7 100.0
e
Total 30 100.0 100.0

Improvement of the Organization Due to Disciplinary Act and punishment

Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 18 60.0 60.0 60.0
 No 2 6.7 6.7 66.7
Neutral 10 33.3 33.3 100.0
Total 30 100.0 100.0

Are Regulation Followed By the Organization?

Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 10 33.3 33.3 33.3
Neutral 20 66.7 66.7 100.0
Total 30 100.0 100.0

Fairness of the Assessment

Cumulative
Frequency Percent Valid Percent Percent
Valid Dissatisfactory 2 6.7 6.7 6.7
Somewhat
Dissatisfactory 2 6.7 6.7 13.3

Neutral 7 23.3 23.3 36.7

Somewhat
8 26.7 26.7 63.3
satisfactory
Satisfactory 11 36.7 36.7 100.0
Total 30 100.0 100.0

Improvement Due to Organization

Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 18 60.0 60.0 60.0
No 7 23.3 23.3 83.3
Neutral 5 16.7 16.7 100.0
Total 30 100.0 100.0

Positive Impact of Changes in the Organization

Cumulative
Frequency Percent Valid Percent Percent
Valid Yes 21 70.0 70.0 70.0
No 1 3.3 3.3 73.3
Neutral 8 26.7 26.7 100.0
 Total 30 100.0 100.0

Level of Satisfaction of the Entire Environment of Robi

Cumulative
Frequency Percent Valid Percent Percent
Valid Dissatisfactory 1 3.3 3.3 3.3
Somewhat
Dissatisfactory 1 3.3 3.3 6.7

Neutral 1 3.3 3.3 10.0

Somewhat
6 20.0 20.0 30.0
satisfactory
Satisfactory 21 70.0 70.0 100.0
Total 30 100.0 100.0

Factor That Link Mostly to Employee Satisfaction

Cumulative
Frequency Percent Valid Percent Percent
Valid Leaves 3 10.0 10.0 10.0
Salary and
22 73.3 73.3 83.3
Benefits
Motivation 4 13.3 13.3 96.7
Assessment 1 3.3 3.3 100.0
Total 30 100.0 100.0

FIGURES:

Age
Gender
Years of Experience at the Orga

Level of Satisfaction of Annual Leav

Level of Satisfaction of Medical Leave

 Level of satisfaction of Leave without pay

Level of satisfaction of Compensatory day-off

 Level of satisfaction of Allowance
Level of satisfaction of Festival allowance

Somewhat Dissatisfac Somewhat Dissatisfac

Level of satisfaction of Shifts

Level of satisfaction of Overtime Allowance
 Level of satisfaction of Holiday Allowance
Level of satisfaction of Salary Review

Level of Satisfaction of Providend Fund and GratuProvident fund and Gratuity vi el of Satisfaction of
Travelling and accomodation Traveling and Accommodation A
Level of Satisfaction of Timeliness of Level of Satisfaction of Timeliness of
Sa Level of Importance of Performance Bonus

Salary Handover

Level of Satisfaction of Performance

LImevel of Importance Reward and BoLevel of satisfaction of performance bonus n
recportance of Reward and Recognitiono

Level of Satisfaction of Safety and security

Level of Satisfaction of Reward and recognition
Improvment Due to Organization
Level of Satisfaction of The Entire Environment of Robi

Factor That Link Mostly to Employee Satisfaction

6.3 OTHER PRODUCTS AND SERVICES

Other Packages:

SHASROYEE Plan

Prepaid SHASROYEE - (previously known as NORMAL) customers can now talk and
SMS to a Robi Priyo (partner) number at new rate (24 hours)–

Robi Prothom Package for YOUTH-Robi introduces a new Prepaid package for youth,
which has market lowest tariff and other benefits to meet their needs.

Prepaid Shorol package- (previous Super Simple) customers can now talk and SMS to a
Robi Priyo (partner) number at a special rate (24 hours)–

Lifetime Validity for Prepaid

Ek Second Tariff Plan

Lifetime Validity for Prepaid

Robi Corporate

International Roaming

Robi club facility.

Prepaid Service in Same postpaid Number

Value Added Services

Robi GoonGoon

Robi Radio

Unlimited Song Dedication

Other Value-Added-Services
 Entertainment
 Downloads
 Internet & Data Services
 Messaging
 Community and Chat
 Information Service
 Mobile assistance
 Education & Career
 Lifestyle
 Finance
 m- ticket- Robi has taken the lead in introducing the m-ticketing service in Bangladesh for
the welfare of the people, contributing yet again to the establishment of a “Digital
Bangladesh”.
 Balance Transfer and Request
 Call Management

Customer Services

24- Hours Helpline

Customer Care Center

 Robi Care Point

Customer Feedback Forms

6.4 CORPORATE RESPONSIBITY IN DETAILS

English in Schools (EIS):

Reaching 1000 schools, 64 Districts, .7 million students, 10,000 teachers

EIS, the biggest ever CSR project in AXB's history, is a language-learning program in partnership
with The Daily Star to promote English language learning at secondary schools across the country.
The ground of this huge project lies on the extremely low English literacy rate (not more than 1%).
The major reason behind a huge number of 'drop out' from schools is also poor performance in
English. Under this 3 years (initially) long project, 1,000 secondary level schools are being
covered. In the first phase, all these schools are being delivered 3 copies of The Daily Star for 5
days every week free of cost along with a supplementary 'EIS Content Page' as English learning
tool both for the students and the teachers.

Robi's pledge for 'Healthy Women, Healthy Family':

Free health camp for the underprivileged women of the society

With the pledge - 'Healthy Women, Healthy Family', Robi is providing support to the
underprivileged women of the society to improve their health and living and thus contribute
towards building a healthy nation. Robi is running Free Health Camp under the banner 'Shustho
Nari, Shustho Paribar' throughout the year to help the underprivileged women of the society who
are deprived of the basic health facilities, Along with free health service, Robi is also providing
the women with the information in basic health and hygiene to help them stay healthy as well as
take care of their family in a healthy way.
Robi Polli:

Illuminating 500 homes in 50 hard-to-reach villages with solar energy

As the sun shines across every part of Bangladesh, Robi is working closely to ensure that the
farthest corner of our motherland is also illuminated with light. To contribute towards minimizing
the ongoing energy crisis in Bangladesh, Robi, in partnership with Rahimafrooz, is illuminating
500 homes in 50 hard-to-reach villages with solar energy all over the country. Under this initiative,
Robi is providing with 20WP solar panels for each of the homes and thus spreading the light of
Robi across the country.

Robi Shishu:

Birth sponsor for all the babies at Marie Stopes Clinic born on March 28, 2010
Robi believes that the newborns of today will be the torchbearers of the future... building a brighter,
better and safer tomorrow for our nation. On the 28th of March, Robi, our new brand, was born.
On this auspicious occasion, Robi celebrated life with others born on the same day and stood by
all mothers who gave birth on this date at Marie Stopes Clinic facilities across Bangladesh, and
sponsor all their medical fees.

Konthe O Tulite Bangladesh:

Know Bangladesh better' program for the students

'Konthe O Tulite Bangladesh 'is a district level monthly drawing and singing competition among
the students. Here, Robi also awards a memento containing brief info on the rules and regulations
to use our National Flag and the correct lyrics, notation and the guidelines to be followed while
playing the National Anthem.
Robi Computer Corner:

Access to ICT for the students of rural colleges

In line with Government's 'Digital Bangladesh vision 2021', Robi is working towards increasing
IT literacy as well as access to information highway. For mass people, along with providing
Internet connectivity for the mass education, Robi is facilitating the rural and suburban colleges
with computers. While running the program for the rural colleges across the country, Robi has
mapped this program into a 2 years plan to reach 64 districts of Bangladesh focusing mainly on
the Women's colleges to increase the rate of IT literacy among the female students.

6.5 RESPONSES OF THE QUALITATIVE PART OF THE

QUESTIONNAIRE

In the questionnaire there are three qualitative questions they are as follows:

According to you do you think any of the leaves provided by the company should have
more duration? Please provide reasons if it is convenient for you.

Respondents replied to the question as follows:

Respondent 1: Paternity leave should be extended.

Respondent 2: Paternity leave should be offered more.
Respondent 3: Festival leave should be extended so that employees can enjoy the occasion with
their families.
Respondent 4: Yes, I agree that the leaves should be more duration specially during festival
leave.
Respondent 5: Need more vacation leave.
Respondent 6: Festival leave should be more.
Respondent 7: Paternity leave should be more.
Respondent 8: Casual leave should be introduced.
Respondent 9: Maternity leave should be 6 months.
Respondent 10: Festival leave should be more.
Respondent 11: Compensatory day-off could be added.
Respondent 12: No leave needs to be extended.
Respondent 13: No leave needs to be extended.
Respondent 14: Maternity leave should be 6 months as Government has already declared.
Respondent 15: Maternity leave should be of more duration.
Respondent 16: Paternity leave should be extended.
Respondent 17: Only Paternity leave should have more duration as at present it gives me more
emphasize to the father while doing all formalities during baby birth.
Respondent 18: We do not have any Casual leave so the company needs to introduce the Casual
leave.
Respondent 19: Casual leave can be introduced.
Respondent 20: Maternity leave should be at least 6 months.
Respondent 21: Festival leave should be extended.
Respondent 22: Festival times leave need may be added.
Respondent 23: Casual leave should be introduced.
Respondent 24: Festival leave needs to be added.
Respondent 25: Festival leave should be of more duration.
Respondent 26: 50% annual leave is carried over to the next year but leaved that is not availed
cannot be corrected into cash.
Respondent 27: Paternity leave can be adjusted considering responsibility.

However, 3 respondents do not feel that any of the leave offers by the company should be
extended.
 Do extra facilities such as mobile, ID card and Business Cards play a vital role in
satisfying employees or giving employee recognition? Why?

Respondents replied to the question as follows:

Respondent 1: Yes it is a part of employee satisfaction.

Respondent 2: Yes, ID card and Business Cards play some role in some sectors like- Bank loan
etc.
Respondent 3: Yes, it gives you identity in the organization.
Respondent 4: Yes, it boosts up satisfaction level.
Respondent 5: Yes, it is a part of employee satisfaction.
Respondent 6: Yes, it gives you identity.
Respondent 7: Yes, it gives identity or recognition to an employee.
Respondent 8: Yes, it gives identity to an employee.
Respondent 9: Definitely these give an extra ordinary value or impression to other people and for
employee they got additional value.
Respondent 10: “Yes, it makes you part of the company.
Respondent 11: Yes, as these things i.e. ID card, Business Cards gives a person some part of
recognition that he or she is a part of the company.
Respondent 12: Yes, these represent the identity of a Robi entity which gives dignity, courage
and glory to communicate with the external people Respondent 13: Yes, it makes us part of the
organization.
Respondent 14: Yes, it gives employee recognition.
Respondent 15: Yes, it is very important for your recognition.
Respondent 16: Obviously because of Brand name.
Respondent 17: Yes, because they give a person identity or status in the society.
Respondent 18: Yes, for corporate value of Brand Company.
Respondent 19: Yes, it gives us identity.
Respondent 20: Yes, it gives us identity.
Respondent 21: Yes, it makes us part of the organization.
Respondent 22: Yes, it makes us part of the organization, and gives us recognition.
Respondent 23: Yes, it gives us recognition.
Respondent 24: Yes, this is because ID card makes me feel part of Robi as well as the business
card.
Respondent 25: Yes, Mobile phones can motivate employees as they will be able to contact in free
of cost.
Respondent 26: Yes, it gives identity and recognition.
Respondent 27: Yes, it gives identity and recognition.
Respondent 28: Yes, it gives identity.
Respondent 29: Yes, every employee deserved these items for self-recognition and company
welfare.
Respondent 30: ID card and Business Cards are needed for the organization. Mobile phone set is
not important but motivational. Airtime and other VAS is own product.

Mention the requirement of Safety and Security.

Respondents replied to the question as follows:

Respondent 1: Safety and safety drill.

Respondent 2: More secured access
Respondent 3: More restrictions to outside people.
Respondent 4: Restriction to outside people.
Respondent 5: Proper fire exit
Respondent 6: Proper fire exit
Respondent 7: Properly built fire exit.
Respondent 8: Logistic support and training.
Respondent 9:Fire fighting trial
Respondent 10: More restrictions to outside people.
Respondent 11: More restrictions to outsiders and more protection to safeguard from natural
calamities.
Respondent 12: Proper fire exit.
Respondent 13: More restrictions to outside people.
Respondent 14: More restriction on outsider’s entry and CC camera.
Respondent 15: CC camera
Respondent 16: Training based on earthquake, fire and other hazards should arrange for
employees.
Respondent 17: Outsiders should be restricted or asked for identity properly.
Respondent 18: Proper fire exit.
Respondent 19: CC camera.
Respondent 20: More restrictions to outside people.
Respondent 21: CC Camera
Respondent 22: Cleanliness should improve.
Respondent 23: Premises should be more hygienic.
Respondent 24:Festival allowance should be included in the contractual sector.
Respondent 25: Safety training.

6.6 VARIABLES IN SPSS

Variables those were put in the SPSS are as follows (these are the labels from the SPSS):

Gender

Age

Designation

Years of work in the organization

Level of satisfaction of Annual Leave

Level of satisfaction of Medical Leave

Level of satisfaction of Leave without pay
 Level of satisfaction of Compensatory day-off

Level of satisfaction of Maternity Leave

Level of satisfaction of Paternity leave

Level of satisfaction of Allowance

Level of satisfaction of Festival leave

Level of satisfaction of overtime allowance

Level of satisfaction of shifts

Level of satisfaction of Holiday allowance

Level of satisfaction of provident fund and gratuity

Level of satisfaction of traveling and accommodation allowance

Level of satisfaction of timeliness of salary handover

Level of importance of Performance bonus

Level of importance of reward and recognition

Level of satisfaction of Performance bonus

Level of satisfaction of reward and recognition

Level of satisfaction of safety and security

More requirements of Safety and security

Fairness of punishment and disciplinary act

 Improvement of the organization due to disciplinary act and punishment

Are rules followed by the organization?

Fairness of the assessment

Improvement due to assessment

Positive impact of the changes in the organization

Level of satisfaction of the entire environment in Robi

Factor that link mostly to Employee satisfaction

6.7 REFERENCE

 http://www.robi.com.bd/index.php/page/view/104 
http://www.robi.com.bd/index.php/page/view/99
 http://www.robi.com.bd/index.php/page/view/331
 http://en.wikipedia.org/wiki/Robi
 http://www.robi.com.bd/index.php/page/view/113
 http://www.robi.com.bd/index.php/ccpoint/
 http://www.robi.com.bd/index.php/pressad/index
 http://www.telcotalkbd.com/2010/07/country-has-now-5998-million-mobile.html
 http://www.businessknowhow.com/manage/involvement.htm
 http://www.busreslab.com/policies/goodpol4.htm
 http://www.google.com/images?um=1&hl=en&biw=922&bih=501&tbs=isch%3A1&sa=
1&q=Picture+of+steps+of+conducting+a+research&aq=o&aqi=&aql=&oq=&gs_rfai=
 http://www.statistica.com.au/spss.html
 http://stattrek.com/Lesson5/HypothesisTesting.aspx
6.8 BIBLIOGRAPHY

 Internship report of a concerned officer

 Book: Marketing Research, An Applied Orientation, 5th Edition, Naresh K. Malhotra 
Employee Book of Robi Axiata Limited