321 Project Final

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C HAPTER 1 IINTRODUCTION

1.1 Introduction:

This is now a world of hectic pace and people can not just let them be less efficient than

others. The public at large increasingly expects high performance and high quality of

life to go hand in hand, considers ethics and social responsibility core values, respects

the vast potential of demographic and cultural diversity among people, and accepts the

imprint of globalization on everyday living and organizational competitiveness. Each

and every time people find ways to be more skillful and gather expertise, so that they

can be more competitive and more efficient regard to their workplace, but lots of

incompitancies are causing workes to let down in terms of their work skill and

capabilty. Such a case is Insomnia. Insomnia, insufficient sleep, is a major obstruction

to many people and causes problem to perform.It is a common problem to many people

and it deteriorates a persons organizational skill and makes them less productive.

Insomnia has adverse relationship on workplace environment, job satisfaction, joviality,hostility, and others. Studies shows that number of employees working in different

types organizations who sleep 8 or more hours a night on weekdays has steadily

decreased during the past few years. Given that work is the first place that

many individuals go upon awakening and sleep problems may

significantly affect individuals at work, it is surprising that the effects

of sleep have not been examined more thoroughly within a work

context. In an organization like Fashrobe garments, where work is the main priorityInsomnia exists among the employees.

1.2 Problem Statement:

The objective of the project is to learn the effect of insomnia on workplace

environment, job satisfaction and other cognitive behaviors. In our paper we have tried

to find out how within individuals in a particular organization, insomnia was associated

with increased feelings of hostility and fatigue and decreased feelings of joviality and

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attentiveness. We have also found out how Insomnia also negatively related to job

satisfaction, and whether it has any impact on the employees of Fashrobe Garments.

1.2. a. Project Background and Consequences:This is an assigned project for Mangement- 321 (Organizational Behavior). The project

work is compraised of the learnings from the course material. It also includes the

applicaion of appropiate conceptual stuffs, the effective use of evidence to develop

arguments, explicit assumptions and clear logical inferences and a coherent and

integrated analysis and assesment. In terms of the consequences that we follwed to

finish the project started from the approval from the faculty and as well as selecting a

unique firm which is Fashrobe Garments. Then we move to there and conducted a

survey which provided raw informations to start the project work. After getting those

valuable informations we started doing anlysis on different cognitive behaviours of the

employees. Finally we came up with the resutls that provided in depth analysis from a

broad perspective of the factors or emotions those are related with insomnia and its

relationship with job satisfaction in between the employees of Fashrobe Garments.

1.2. b. Presentation of Management Question:

To conduct the survey we had to ask a lot of questions to the management of Fashrobe

Garments. Among those questions there were some questions which were easy to

uderstand and answer, but there were questions which were difficult to understand and

answer. In that case they raised questions until they were not clear about the topic and

the way they used to ask and present the questions was very logical and viable.

1.2. c. Limitations of the study:

Conducting study needs information. Obtaining information about confidential issues of

an organization is quite difficult. We also faced quite a few limitations:

The first limitation was time constraint. Conducting a study like this needs more

time to accomplish in a prudent way.

Information that we got from the people were not that much literate to

understand our questions. Thus we had to spend more time to make them

understand the questions and to get the answers.

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Some of the employees hide information just by getting fear of us or just to keep

a good company image.

Another vital limitations was shortage of information, thus we had to depend on

the internet mostly.The sample size we choose is not sufficient for a study like this. However, we could not

make our sample size larger due to time constraint.

1.3 Project Objectives:

To identify the functions of Workplace Environment, Insomnia and

Competence in an organization and its impact on the overall individual behavior.

To find out how an individual behave in an organization.

To determine what actually operates these functions in an organization.

To get known with the definition of Insomnia, Hostility, Fatigue, Joviality,

Attentiveness, and Job Satisfaction.

To analyze the relationship between Workplace Environment and Job

Satisfaction. To analyze the relationship between Insomnia and Hostility, Fatigue,

Joviality, Attentiveness, and Job Satisfaction.

To analyze the relationship between Competence and Job Satisfaction.

To see the Graphs of these relationships mentioned above.

To recommend some suggestion to the organization to improve their

performance

And finally to gather practical knowledge along with the theoreticalknowledge.

1.4 Literature Review

The term insomnia is derived from the Latin word insomnus , which, literally translated,

means no sleep. Although there are multiple classifications of insomnia, most include

indicators such as sleep quality, sleep latency (time to fall asleep), and sleep

maintenance (difficulty maintaining sleep). Given that we are interested in examining

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sleep problems in a normal, working population, our use of the term insomnia differs

somewhat from a clinical definition of insomnia, which is difficulty initiating or

maintaining sleep for at least 4 weeks (American Psychiatric Association, 1994). In

addition, because insomnia tends to be more strongly related to feelings of sleepiness

and well-being the next day compared to sleep duration (Pilcher, Ginter, & Sadowsky,

1997), we focus on insomnia rather than sleep duration as our focal predictor of

emotions and job satisfaction during work. Joviality refers to feelings of

happiness and enthusiasm. The second, attentiveness, refers to

feelings of alertness and concentration. Hostility is the experience

of anger and disgust. Fatigue refers to feelings of sluggishness and

tiredness. Although fatigue is not one of the basic negative emotions

according to Watson (2000), it tends to be positively correlated with

the broad dimension of negative affect and negatively correlated with

positive affect. Attentiveness refers to the extent of attention that

one pays to a certain matter off interest. Job satisfaction s are

multidimensional psychological responses to ones job. These

responses have cognitive (evaluative), affective (or emotional), and

behavioral components. Job satisfactions refer to internal cognitiveand affective states accessible by means of verbalor other

behavioraland emotional responses.

Many of us have experienced insomnia in their life. Whatever the cause,

insomnia results in sleepiness, fatigue, and cognitive impairment. From many

researches it has been found out that it leads to fatigue, irritability, memory and

concentration problems, loss of interest in social and other activities and the inability to

draw pleasure from them. It also has effect on workplace environment, job satisfaction,

joviality and hostility.According to a research, it found out that insomnia and its

associated daytime sleepiness had significant negative effects on cognitive functioning

and impaired their subjects' ability to perform ordinary daily tasks. Patients with

insomnia scored significantly lower on the Medical Outcomes Study Cognitive Scale

than controls, thereby reflecting problems with concentration, memory, reasoning, and

problem solving. Patients with insomnia were nearly four times more likely to suffer

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major depression than those without insomnia. Similar elevated risks were found for

anxiety disorder and drug and alcohol abuse and dependence.

People having insomnia experience depression. The insomnia that occurs in

major depression typically leaves patients with six or more hours of sleep per night.

That, however, is enough to interfere with one of the primary functions of sleep

consolidation of learning and memory.

What is the effect of insomnia on job satisfaction? Research at the University of

Florida indicates that workers who suffer from insomnia are more likely to say they

dislike or even hate their job the next day. It maybe because of them is not getting

enough sleep. People having insomnia sometimes cannot sustain job stress and think of quitting the job.

1.5 Importance/Benefits of the Study:

The results obtained through this project will provide an oppurtunity to illustrate the

apllications of different fundamental frameworks. It will also prove to be valuable for

the students who are looking forward to work in business organizations. Gaining

theoretical knowledge and relating them with reality will enable them to perform much better in their workplaces. It will also inform current managers how Insomnia effects

the emotions of joviality, hostility, fatigue, and attentiveness and its relationship with

job performance within the organization.

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C HAPTER 2 ICompany Profile

2.1 Organizational Profile

Fashrobe Garments ltd. produces shirts for many renowned companies. It takes order

from different foreign companies and makes shirts according to their choice. Fashrobe

Garments ltd. has its office in Dhaka. Their factory is in Malibagh and the head office is

over there as well. The company does not produce shirts for the home country. It has

been established twenty four years ago and since then it is doing satisfactory business.

2.2 Management of Fashrobe Garments:

As we stated earlier Fashrobe Garments has one office in Dhaka. The head office is in

Malibagh. The head office is managed by the Board of directors and the Corporate

Executive team. The Board is comprised of four directors who are responsible for the

companys corporate governance and ultimately accountable for its activities, strategy

and performance. The Chief Executive Officer (CEO) is responsible for the

management of the business and is assisted by the Corporate Executive team that

manages its activities. Each member is responsible for a specific part of the business

and reports to the CEO. Dhaka office is managed by four directors and the DMD. There

are four departments and these are production, marketing, research and development

and accounting.

2.3 Fashrobe Garments; its management approach:

The company sometimes takes a decentralized approach to manage its employees.

Sometimes the employees are empowered to take some decisions on their own. The

span of control is wide. Still the company is centralized in many aspects as well.

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2.4 Fashrobe Garments and diversity:

Understanding the role of diversity within the company means that it needs to be aware

of the contribution that can be made by everyone with whom it does business. This

includes its employees, customers and other stakeholders. For employees, it aims to

create an environment that allows them to do their best work by being themselves. For

customers, it means understanding and responding to their often changing needs. For

other stakeholders, it must provide the right information in a timely and effective way

2.5 Fashrobe Garments contribution to the society:

Fashrobe Garments ltd does comply with corporate philanthropy. It concerns for the

society and tries to do the welfare of society in many ways. It has provided many help

to the people in the time of natural disaster. In 1988 and in 1991 the country was

damaged heavily. It gave a handsome amount of money to the affected people.

Moreover the company does many voluntary jobs as well to take the country forward.

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C HAPTER 3 IMethodology

3. Methodology of the study:

3.1 Participants:Participants were 18 administrative employees of Fashrobe

Garments. The company located at Malibagh, Dhaka. The sample

consisted of 18 men, as because they do not have any woman inmanagerial level and the average age of the sample was 43.9 years

old.

3.2 Research Design:

In order to attain the aims of the study, both the qualitative and quantitative methods

were used. We gathered the necessary information regarding the issues. In this purpose

we searched various sources of information like newspaper cutting, university library,

several websites, PDF file provided by the faculty, web journals as well as took interview of some executives of different companies, as well as some of our honorable

faculties.

3.3 Data Collection:

A two-phase approach of data collection was required for the current study.

Primary data were collected in both phases of data collection. In

the first phase, some questions-answers sessions were used

according to a questionnaire in order to collect qualitative data. In

addition, we went for the face-to-face in-depth interviews with the

key professionals as well as some executives to get the required

information.

Secondary data were collected from sources like newspaper

cutting, university library, several websites, PDF file provided by

the faculty, web journals as well as took interview of some

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executives of different companies, as well as some of our

honorable faculties.

3.4 Data Analysis:

In order to accomplish the aims of the research, the following analytical techniques

were used for the data analysis:

We used SPSS software to calculate the Reliability test, Factor

analysis, Regression analysis, and so forth. We especially judged

our hypothesis by F-value, and R -Square value.

We used Ms Excel software to prepare the graphs regarding the

relationship between different issues mentioned in the hypothesis.

We analyzed the qualitative data by using knowledge that we have

learnt in this courses, and other related papers and by using

judgment of course.

3.5 Procedure:A human resource (HR) representative for the company provided

access to the organizations employees and agreed to recruit

participants for the study. The study was described as a project work

on Organizational Behavior. Participation was completely voluntary,and participants were assured that their responses would be

confidential. Participants completed all of the surveys on paper,

including the informed consent. The daily survey portion of the study

began and ended in February 2008. For 3 days, Saturday, Monday

and Wednesday, participants completed a daily survey. We have

surveyed with the following positioned people:

Managing Director--------------------------------- 3General Manager----------------------------------- 1

Factory Manager----------------------------------- 1

Maintenance Manager----------------------------- 1

Compliance Manager------------------------------ 1

Quality Control Manager-------------------------- 1

Production Manager-------------------------------- 1

Assistant Production Manager-------------------- 1Accountant------------------------------------------ 1

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Store In charge-------------------------------------- 1

Cutting In charge----------------------------------- 1

Supervisor------------------------------------------- 5

C HAPTER 4 IData Analysis and Discussion

4.1 Data Analysis:We used hierarchical linear modeling to analyze the data. In thecurrent study, the daily measures over time (insomnia, emotions, and

job satisfaction) constitute the within-individual level of analysis.

More important, we centered the predictors at each individuals mean

when testing our hypotheses. This form of group-mean centering

removes all between-individual variance from the Level 1 variables,

meaning that the within-individual relationships are unconfounded by

individual differences. Thus, alternative explanations such asdifferences in individual response tendencies or personality traits are

eliminated when using this form of centering.

4.2 Measures:

Insomnia, Insomnia was measured with a scale developed by SPSSwith instructions modified to reflect the daily nature of the survey.

Participants responded to the four statements using a 1-to-5

scale.The items were averaged so that higher scores indicate greater

insomnia. The average coefficient alpha for this scale, across the

days of data collection, was (0.620 ).

Emotions , we measured hostility, fatigue, joviality, andattentiveness using the Positive and Negative Affect Schedule. Each

day, participants indicated whether they were experiencing each

emotion using a 5-point scale with anchors. Sample adjectives for

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hostility included angry and hostile. Adjectives for fatigue

included tired and sluggish. Sample adjectives for joviality

included happy and joyful. Adjectives for attentiveness included

alert and attentive. Scores were calculated by averaging theitems for each scale. Average coefficient alphas for each scale, across

the days of data collection, were as follows: hostility ( 0 .631), fatigue

(0 .530), joviality ( 0 .722), and attentiveness ( 0 .840).

Job satisfaction , we measured job satisfaction using the SPSSsoftware. Each day, participants indicated the extent to which they

agreed with each item using a 1 = strongly disagree to 5 = strongly

agree scale. One item was, At this very moment, I am enthusiasticabout my work. The average coefficient alpha for this scale, across

the days of data collection, was ( 0 .703). Participants significant

others also responded to the above job satisfaction measure.

Coefficient alpha for this scale was (0 .715).

4.3 Results:

Variable M SDInsomnia 17.2778 4.88462Hostility 10.7778 3.85861Fatigue 12.3889 3.14622

Joviality 19.5000 3.68223Attentiveness 19.2778 4.59930

Job Satisfaction 20.3889 3.41517

Correlations, the table presents descriptive statistics andcorrelations among study variables. Two types of correlations are

presented. Those below the diagonal represent between-individual

correlations. To correlate the Level 1 variables at the between-

individual level of analysis, we first aggregated the Level 1 variables

across the 3 days of data collection and then correlated the

aggregated results. Those above the diagonal represent within-

individual correlations and were necessarily computed only for theLevel 1 variables. These correlations were calculated by standardizing

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the regression coefficients computed from simple regressions in SPSS

(i.e., between one predictor and one criterion). Of note is the

correlation between the aggregated within-individual ratings of job

satisfaction and the significant-other ratings of job satisfaction. Thisconvergence between independent ratings of job satisfaction

suggests that the self-ratings are externally valid. In addition, the

mean level of insomnia (17.2778) was similar to means reported in

existing studies of working adults typical in terms of insomnia.

4.4 Test on Hypothesis:

Hypothesis1: Within individuals, Workplace Environment is positively related to job

satisfaction.

Model Summary

Model R R Square Adjusted R

SquareStd. Error of the Estimate

1 .788(a) .621 .571 .44745a Predictors: (Constant), NWE, PWE

Coefficients(a)

Model

UnstandardizedCoefficients

StandardizedCoefficients

t Sig.B Std. Error Beta1 (Constant

) -.075 .844 -.088 .931

PWE .606 .156 .619 3.886 .001NWE .414 .146 .451 2.834 .013

a Dependent Variable: Jobsatisfaction

Here the calculated F-value is 12.307 and the critical value for the same significance

level is 6.36. So, null hypothesis is accepted. That means, within individuals,

Workplace Environment is positively related to Job Satisfaction. Here the R-square

value is 0.621 which is also positive and above the standard level.

Bellow we have shown the graph of relation between Workplace Environment and Job

Satisfaction:

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3.00 3.25 3.75 4.25 4.50 4.75 5.00

PWE

3.50

4.00

4.50

M e a n J o b s a t i s f a c t i o n

The relationship between positiveWorkplace Environment and Job Satisfaction.

2.67 3.00 3.33 3.67 4.00 4.33 4.67 5.00

NWE

3.00

3.50

4.00

4.50

5.00


The relationship between negative Workplace Environment and Job Satisfaction.

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Hypothesis 2: Within individuals, insomnia is positively related to hostility

(Hypothesis 1a) and fatigue (Hypothesis 1b) and negatively related to Joviality

(Hypothesis 1c) and attentiveness (Hypothesis 1d).

Hypothesis 2a: Within individuals, insomnia is positively related to hostility.

Model Summary



1 .603(a) .363 .323 .63477a Predictors: (Constant), Insomnia

ANOVA(b)

Model

Sum of

Squares df Mean Square F Sig.1 Regression 3.678 1 3.678 9.127 .008(a)

Residual 6.447 16 .403Total 10.124 17

a Predictors: (Constant), Insomniab Dependent Variable: Hostility


level is 8.53. So, null hypothesis is accepted. That means, within individuals, insomnia

is positively related to hostility. Here the R-square value is 0.363 which is also positive

but a little bit below from the standard level, but it is acceptable.

Bellow we have shown the graph of relation between Insomnia and hostility:

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1.00 1.25 1.63 1.75 1.88 2.00 2.13 2.25 2.38 2.75 2.88 3.75

Insomni a

1.00

1.50

2.00

2.50

3.00

3.50

M e a n H o s t i l i t y

Hypothesis 2b: Within individuals, insomnia is positively related to fatigue.

Model Summary



1 .578(a) .334 .293 .52920

a Predictors: (Constant), Insomnia

ANOVA(b)

ModelSum of

Squares df Mean Square F Sig.1 Regressio

n 2.250 1 2.250 8.035 .012(a)

Residual 4.481 16 .280Total 6.731 17

a Predictors: (Constant), Insomniab Dependent Variable: Fatigue


level is 8.53. So, null hypothesis is rejected. That means, within individuals, insomnia is

not positively related to Fatigue. Here the R-square value is 0.334 which is below from

the standard level, so null hypothesis is rejected and the alternative hypothesis is

accepted.

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Bellow we have shown the graph of relation between Insomnia and Fatigue:

1.00 1.25 1.63 1.75 1.88 2.00 2.13 2.25 2.38 2.75 2.88 3.75

Insomni a

2.00

2.50

3.00

3.50

4.00

M e a n F a t i g u e

Hypothesis 2c: Within individuals, insomnia is negatively related to joviality.

Model Summary




ANOVA(b)

ModelSum of


n 1.628 1 1.628 3.432 .082(a)

Residual 7.592 16 .474

Total 9.220 17a Predictors: (Constant), Insomniab Dependent Variable: Joviality



not negatively related to Joviality. Here the R-square value is 0.177 which is below

from the standard level, so null hypothesis is rejected and the alternative hypothesis is

accepted.

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Bellow we have shown the graph of relation between Insomnia and Fatigue:

1.00 1.25 1.63 1.75 1.88 2.00 2.13 2.25 2.38 2.75 2.88 3.75

Insomnia

3.00

3.50

4.00

4.50

5.00

M e a n J o v i a l i t y

Hypothesis 2d: Within individuals, insomnia is negatively related to attentiveness.

Model Summary




ANOVA(b)

ModelSum of


n .879 1 .879 1.041 .323(a)

Residual 13.506 16 .844Total 14.384 17

a Predictors: (Constant), Insomniab Dependent Variable: AttentivenessHere the calculated F-value is 1.041 and the critical value for the same significance


not negatively related to Attentiveness. Here the R-square value is 0.061 which is below

from the standard level, so null hypothesis is rejected and the alternative hypothesis is

accepted.

Bellow we have shown the graph of relation between Insomnia and Attentiveness:

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1.00 1.25 1.63 1.75 1.88 2.00 2.13 2.25 2.38 2.75 2.88 3.75

Insomnia

2.50

3.00

3.50

4.00

4.50

5.00

M e a n A t t e n t i v e n e s s

Hypothesis 3: Within individuals, insomnia is negatively related to job satisfaction.

Model Summary



1 .240(a) .057 -.002 .68355a Predictors: (Constant), Insomnia

ANOVA(b)

ModelSum of


n .455 1 .455 .974 .338(a)

Residual 7.476 16 .467Total 7.931 17

a Predictors: (Constant), Insomniab Dependent Variable: Jobsatisfaction



not negatively related to Job Satisfaction. Here the R-square value is 0.057 which is

below from the standard level, so null hypothesis is rejected and the alternative

hypothesis is accepted.

Bellow we have shown the graph of relation between Insomnia and Job Satisfaction:

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1.00 1.25 1.63 1.75 1.88 2.00 2.13 2.25 2.38 2.75 2.88 3.75

Insomnia

2.50

3.00

3.50

4.00

4.50

5.00


Hypothesis 4: Within individuals, Competence is positively related to job satisfaction.

Model Summary



1 .742(a) .551 .491 .48731a Predictors: (Constant), CR, CI

ANOVA(b)

ModelSum of

Squares df Mean Square F Sig.

1 Regression 4.369 2 2.185 9.199 .002(a)

Residual 3.562 15 .237Total 7.931 17

a Predictors: (Constant), CR, CIb Dependent Variable: Jobsatisfaction


level is 6.36. So, null hypothesis is accepted. That means, within individuals,competence is positively related to Job Satisfaction. Here the R-square value is 0.551

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which is above the standard level, so null hypothesis is accepted and the alternative

hypothesis is rejected.

Bellow we have shown the graph of relation between Competence and Job Satisfaction:

3.64 4.27 4.45 4.55 4.73 4.82 4.91 5.00

CI

3.60

3.80

4.00

4.20

4.40

4.60

4.80


The relationship between Competence Importance and the Job Satisfaction.

3.36 3.64 4.09 4.27 4.45 4.55 4.64 4.73 4.82 4.91 5.00

CR

3.00

3.50

4.00

4.50

5.00


The relationship between Competence Rate and the Job Satisfaction.

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C HAPTER 5 IRecommendation and Conclusion

5.1 Recommendation:

We would l ike to recommend to the Fashrobe Garments l td tha t , theWorkplace Environment of Fashrobe Garments is well enough and the

employees are well sat isf ied with the environment. But the employees

a re not we ll kn own a bou t th e i nsomn ia a nd t he emo ti on s. Th e

organization should improve the employees knowledge about insomnia

to get bet ter performance. As we have tested hypothesis we found that

there is a positive relationship between the Insomnia and Emotions. And

it is amazing that the employees competence towards the organization is

excellent. So they should maintain the consequences in the future.

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5.2 Conclusion:

Finally we would like to say that, the employees of Fashrobe Garments

a r e d ed icat ed towards the com pany. But i f t he com pany p ay s m oreat tent ion to the employees Insomnia and Emotions then i t could have

bet ter performance. And we have also learnt how these factors wo rk in

an o rgan iza t ion and how the employees behav ior and perfo rmance

should be improved to improve the overall organizational behavior.

321 Project Final

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