Moving America Forward Aims to Improve Truckings Reputation

Moving America Forward Aims to Improve Truckings Reputation Kevin Burch, head of the â€Å"America Advances Through Trucking† initiative, is leading a movement to boost public perception of the trucking industry. Today trucking faces capacity challenges and a public image problem that Burch believes can be counteracted by executives and drivers taking pride in what they do. According to Burch and John D. Schulz, Contributing Editor at LogisticsManagement.com,  Ã¢â‚¬Å"Trucking needs to improve its national image, which Burch says has deteriorated from its ‘Knights of the Road’ persona from the 1970s when drivers were hailed for their service to other motorists in distress on the highways.  But sometime after that, the industry’s image suffered through tales of drug use by drivers, the perception of unsafe and fatigued drivers and the fear of automobile drivers to share the road with 18-wheelers.†Burch is convinced that putting a visible public face on trucking is a big part of rehabilitating the reputation of truckers nationwide.  As a grassroots industry with connections to nearly every community across the country, truckers are well-positioned to carry the message that their work is essential and their drivers are well-trained.A recent speaker at the 29th annual meeting of the North American Transportation Employee Relations Association, Burch advocates for executives and drivers- from individual carriers to Owner-Operator Independent Driver associations- to share the load of boosting trucking’s public presence in Congress and in the wake of potentially restrictive government policies.If nearly half of all Americans know someone who works in the trucking industry, which holds 70% of the freight hauling market, the potential for growth and progress is pretty compelling!

Krystynas Story Essay Example

Krystynas Story Essay Example Krystynas Story Essay Krystynas Story Essay In the thought provoking novel ‘Krystyna’s Story’ by Helina Ogonowska-Coates, Krystyna underwent a dramatic change from her beautiful loving home in Poland to the harsh inhumane conditions of the Siberian Labour camp – Camp Niechodnile. This change is important as it makes Krystyna a better person and helps others to realise the brutality of war. Before the Russians invaded Krystyna’s home, she had a happy and loving family that loved and cared for her, ‘I remember learning to walk in the warmth of the kitchen with mama leading my footsteps’ Krystyna had an innocent naive childhood, she lived in the moment with no worries crowding her thoughts ‘I loved to play in the orchard, climbing the apple trees or just lying in the shade listening to the birds’. Krystyna’s life had a simple regularity. Then suddenly everything changed. It happened without warning and dragged us along with it’ The Russians stripped Krystyna’s family and home apart, transporting them to a Siberian labour camp called Camp Niechodaile. Krystyna’s living conditions changed significantly, there was no comfort or luxury, everyday was long and hardworking ‘those who do not work do not eat’. Months passed and people were going insane, committing suicide as ‘living had lost its meani ng’. Krystyna’s family were slowly losing hope, losing Krystyna and losing life itself. Yet Krystyna never gave up hope and was determined that she would survive. This change was important because it made Krystyna grow as a person; she gained maturity, courage and determination ‘now I needed to be an adult too’. She constantly assured herself and others that everything was going to be okay even though she had little/almost no knowledge of what was going to happen â€Å"Don’t worry mama, we must concentrate on keeping together†. This change was also important because it changed Krystyna as well as my outlook on life, showing that we must value our family, friends, home and life because you never know what tomorrow could bring ‘living each day had become a chore’. From this novel we see that Krystyna had a wonderful and carefree life until the Russians ripped away their family, friends and every treasured possession. This change caused Krystyna to grow and become a stronger character. The inhumane conditions of the Siberian labour camp made me realise just how precious life is and that we should appreciate every second.

Art history- art of romanesque France Coursework

Art history- art of romanesque France - Coursework Example Latin fathers were Cyprian (bishop of Carthage), Tertullian Septimus, Ambrose the bishop of Milan, Jerome, Augustine, the bishop of Hippo and Gregory the great who was the bishop of Rome from 3rd September, 590 to death (Hughs, 2014). Their theological insights greatly shaped the course of the Christian history. These Latin fathers helped in understanding the Christian doctrine development throughout the millennia. Up to the modern era, their explorations of the scriptures have grounded biblical commentary (Lawrence, 2014). 3. Monasticism is whereby one renounces worldly pursuits to devote fully to Christian work. These included monks (male) and nuns (female). Monks and nuns accomplished many practical roles in the middle Ages. They nursed the sick, accommodated travelers, and assisted the poor. The abbots and abbesses offered advice to the secular rulers e.g. the monastery of Cluny under Abbot Odilo an abbot at the secular collegiate church of St. Martins at Tours (Hughs, 2014). Monasticism also offered the society a divine outlet and ideal with vital consequences for the medieval culture wholly. Monasteries also promoted learning, encouraged literacy as well as preserved the features of the ancient literature like the works of Virgil, Cicero, and Aristotle. Monastic composers also had a role in elevating the scope and complexity of choral music as well as creating the best environment for devotion (Lawrence, 2014). 4. The renaissance of the twelfth century had plenty of changes made at the outset of High Middle Ages including political, economic and social transformations with scientific and philosophical roots. The era is characterized by the rediscovery of ancient roman and Greek authors, a rebirth of classical learning as well as the Greek’s spirit of inquiry recovery (Lawrence, 2014). 1. As Duby wrote, in the medieval era, the pilgrimage routes were paths that were walked by kings, princes as well as ordinary peasants. As a result each town along the way

Medline Search Essay Example | Topics and Well Written Essays - 500 words

Medline Search - Essay Example The ‘Medline’ database was studied with directed and pointed queries in the main search box for terms related with the clinical question. The first query was made using a rather obvious sentence ‘improving functional status in adult asthmatics’ but it yielded no results. The search was repeated using a more targeted collection of terms ‘asthma control in adults’ which yielded some very good results. The primary papers shortlisted in this search which were somewhat relevant with the clinical question included papers on medical adherence amongst adult asthmatics residing in two inner city clinics, the beliefs of patients as well as physicians about asthma control and risks involved. Another search was conducted on the same website using ‘asthma self care’ as the key words. This yielded a number of hits and two papers talked about the impact of education on asthma patients, adults as well as children. Out of these, one was found to be highly relevant to the clinical question and is summarized below. Yet another search with the key words ‘asthma medication’ yielded quite good results and another paper was selected for discussion and summarization. In total 10 relevant studies were obtained in this search. The two selected studies had high relevance with the clinical question due to their focus on the impact of education on patient adherence with medication for asthma and are therefore summarized below: 1. A descriptive and correlative study tried to examine the impact of education, knowledge and patient characteristics on emergency visits to the hospital which can yield some fair knowledge about the clinical question (Emtner et al, 2009). In a year long study, 84 asthma patients and 52 COPD (Chronic Obstructive Pulmonary Disease) patients were interviewed on phone 4 to 6 weeks after an emergency room (ER) visit and followed up for one year to study the impact

Law Enforcement Research Design and Analysis Assignment 1

Law Enforcement Research Design and Analysis 1 - Assignment Example er the ‘the best of both worlds.’ This is because it marries the less rich but more-efficient or compelling predictive power with the contextualized, in-depth, and natural but more time-consuming insights  of quantitative research (Johnson & Onwuegbuzie et al., 2007). These methods mold seamlessly into each other to produce the best format and attacking procedure that will make the tackling of problems more effective and conclusive. These steps are best because they make the establishment of the truth easier for lawyer. However, the most effective step s that should be used are the assessment of the relative weight and implementation strategy for each method that would be used, use of a visual model and the evaluation criteria (Johnson & Onwuegbuzie et al., 2007). This is valuable in the study because despite their position in the hierarchy of the steps, these are the backbones of the research method and can be used in the cracking of a case. In law, it is paramount that the lawyer be able to assess the situation and pick a strategy that would be best for the case presentation. In conclusion, in the tackling of a legal case and the enforcement of the law, one is required to take a step back and view the case from more than one standpoint and use the mixed method research scheme to determine the facts from the

Analysis on Quality Improvement in Federal Prison Essay Example for Free

Analysis on Quality Improvement in Federal Prison Essay Introduction In the light of establishing a furnished description of the subject tackled on this paper quality improvement (QI) is an organized approach to planning and implementing continuous improvement in performance. Although QI holds promise for improving quality of care and patient safety, federal prisons that adopt QI often struggle with its implementation. This article examines the role of organizational infrastructure in implementation of quality improvement practices and structures in the federal prison.   The author gives more attention specifically on four elements of organizational support and infrastructure for QI-integrated data systems, financial support for QI, organizational integration, and information system capability. Further, these macrolevel factors provide consistent, ongoing support for the QI efforts of clinical teams engaging in direct patient care, thus promoting institutionalization of QI. Results from the multivariate analysis of 1997 survey data on 2,350 federal prisons provide strong support for the hypotheses. Results signal that organizations intent upon improving quality must attend to the context in which QI efforts are practiced, and that such efforts are unlikely to be effective unless appropriate support systems are in place to ensure full implementation. This paper addresses these gaps by examining the role of multiple elements of organizational infrastructure in implementation of QI practices and structures in the federal prison. Our results are intended to provide managers with information about the kinds of resource commitments and structural changes that enhance the value of their investment in QI, and to help policy makers identify policies or incentives that would help the federal prison management reach its utmost desire in the sagacity of Time Quality Management and other sort. Analysis This section consists of a continuous improvement model and the tools of improvement arranged in a logical flow to get the desired results. The emphasis is on all employees. This model and the basic tools utilized can be learned and effectively applied by everyone. There are many statistically based programs that are helpful for driving improvements on very technical problems. These programs are good for what they are designed to do. The limitation is that often they only engage a small percentage of the workforce. Typically, a few managers and a few technologists or engineers will be involved. There are also some good problem-solving techniques available that, all too often, are applied only after a customer-upsetting incident has occurred. Most organizations have, literally, tons of data, and yet very few of them are using it effectively. Within this continuous improvement teaming, you will learn how to convert data into information. The tools that will be used to do this are Pareto diagrams, histograms, scatter diagrams, and charting. Where more information is required, you will learn how to design and implement check sheets to gather the data required to provide the sought-for information. In the beginning of a continuous improvement program, one only needs to have the visibility with regard to the effect of things which are not being performed well in the provision of high quality product or service to the subjects.   With the use of this certain flow of organizational improvement, it shall be easier to make us of a diagram which illustrates the essence of conjunction and brainstorming, hence, not undermining the other external and internal functions bereft the subjects under study.   The poor effects of the organizational strategies which has been utilized may give light on the sagacity of improving the organization’s standards and the elimination of the unnecessary ideas for that instance. Aside from that, if the certain causes are found to be that which is isolated to specific are, person, or time period within the operation, the it will most likely be easier to get a through glimpse of the operation thus learning an echelon of stratification techniques and other unique case which shall be pondered on by the launchers of the study. The factors which have been stated may be that which are implicitly defining the crucial state of improvement and other sort of the like.   However, such does not dente weakness, but rather an innate sense of quality analysis as shown in the diagram below[1].   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Even though the diagram is that which is not focused on the federal prison arena, still, the idea is the same.   The improvement process is a cyclical form hence, having internal and external collaborations.   As stressed by Lewis and Clark in the improvement process, it is important to bear in mind that improvement itself does not stop in a certain peak.   Nevertheless, all state should be equally given consideration and in order to achieve the summit of total satisfaction, it must not only dwell on the ability of the tangibility of entities, but behavioral realms as well. Conclusion Reflecting the growing emphasis on organizational systems of care, QI is an organized approach to planning and implementing continuous improvement in performance. QI emphasizes continuous examination and improvement of work processes by teams of organizational members trained in basic statistical techniques and problem-solving tools who are empowered to make decisions based on their analyses of the data. Like other systems-based approaches, QI stresses that quality depends foremost on the processes by which services are designed and delivered. The systemic focus of QI complements a growing recognition in the field that the quality of the care delivered by clinicians depends substantially on the performance capability of the organizational systems in which they work. While individual clinician competence remains important, many increasingly see the capability of organizational systems to prevent errors, coordinate care among settings and practitioners, and ensure that relevant, accurate information is available when needed as critical elements in providing high-quality care. We argue that implementation of QI in federal prison settings can be facilitated by organizational structures, resources, and operational systems that provide a supportive context for enhancing both the scope and intensity of clinical QI efforts. Scope refers to the extent or range of application of QI philosophy and methods, and, as such, it indicates the pervasiveness with which QI practices permeate organizational structures and routines. QI emphasizes organization-wide commitment and involvement because most-if not all-vital work processes span many individuals, disciplines, and departments (Berwick, Godfrey, and Roessner 1990; James 1989). Intensity refers to the strength of application or degree of focus on QI philosophy and methods and therefore, indicates the degree of development of the QI effort. In a well-developed QI effort, continuous improvement becomes an integral part of the daily work life of organizational members, as opposed to an intermittent or circumscribed activity (Berwick 1990; Deming 1986; Ishikawa 1985). While quality control remains important, continuous improvement becomes the primary goal (Berwick).    References:   Creech, B. (1995). The Five Pillars of TQM: How to Make Total Quality Management Work for You. New York: Plume. Foss, N. (1996). Towards a Competence Theory of the Firm (1 ed.). New York: Routledge. Schwab, D. P. (2004). Research Methods for Organizational Studies (Second ed.). New York: Lawrence Erlbaum. Williamson, O. E. (1995). Organization Theory: From Chester Barnard to the Present and Beyond (Expanded ed.). New York: Oxford University Press, USA. [1] Continuous Quality Improvement (CQI); Lewis and Clark Model.

Effect of Work Motivation on Job Satisfaction

Effect of Work Motivation on Job Satisfaction This study attempts to develop the effect of work motivation on job satisfaction on two big mobile telecom organizations zong and ufone. The questionnaire was developed to measure the correlation of work motivation and job satisfaction. Total number of observations was sixty and the mean for JS and WK was 3.53 and 3.99 respectively. ANOVA result was 0.042 that was not a significant level for the model that was selected. It can be concluded that, there must be some other variables that are intervening in our model and making contribution at a significant level. Thus the model has not attained the favorable level of significant and could not be used for further research. As p-value was less then .05 so it can be said that the variables chosen for the study was not highly significant. Researcher also found that overall the employees were quiet satisfied with their jobs and have their interest in their job. More than average employees were motivated to work for the organization. Some of employees think that they are not on their actual path and often feel over worked. There are many studies on job satisfaction, and work motivation around the globe but there is scarcity of this work in the local environment. Many researchers are agreed on the influences that job satisfaction is dependent on the work motivation. In past papers, researchers defined each variable and to some extent about the relationship between, work motivation, and job satisfaction. While putting a glance on the organizations around us, we can find that the main challenge for the companies is to enhance the employee performance by implementing different strategies. These strategies include compensation to employees, motivation, rewards and bonuses or team empowerment. Job satisfaction makes the employees more attentive and concerned for the organization. The private organizations also take necessary actions to improve the employees performance with the passage of time therefore the human resource management departments in organizations play a vital role to drive the organization in a certain way. If an organization have a good HRM system, therefore its possible to produce more loyalty, commitment, and motivation to spend additional effort for the organizations objectives (Pfeffer, J, 1994). Considering all the points, job satisfaction will be achieved, when the employee will be motivated to do work, and there are certain factors which influence on work motivation such as efficiency, productivity, absenteeism, turnover rates, and intention to quit (Baron, 1986; Maghradi, 1999). Motivation could be described as a driving force that makes people willingly want to put in their best in what they do. The concept of motivation is that there is no need to force or threaten people to work harder, as any such force or threat is likely to be ineffective in the long run. Rather, it is better that people should be motivated as it is believed that the driving force which results from motivation will compel people to put in their best out of willingness and not out of force or threat. Motivation is believed to lead to an increase in employees work performance. That in turn leads to an increase in overall organizational productivity levels. Furthermore, motivation is said to improve employee job satisfaction. Rationale for the study The rationale for this study was the basic psychology of the human mind about job satisfaction that a person motivated to do a task or a job will be having more satisfaction from that task or work. Secondly, the query to solve that what makes an employee a satisfied employee in an organization. The more the satisfied employees, the higher would be the organizational performance. Problem statement Researchers have analyzed that there are many factors that can effect the job satisfaction of the employees; work motivation is one of the factors. Our study will cover the impact of motivation on the job satisfaction. Objectives of research study The main purpose of this study is to identify the relationship among the work motivation and job satisfaction. The classification of objectives will be as under: Determine the level of motivation of employees. Determine the level of job satisfaction of employees. Analyze the effect of work motivation on job satisfaction. Significance of Study The research is based on the human resource management practice that is motivation. It is a deliberated fact that in our country, very few researchers are working in this area, so we have chooses this area for our research that would be helpful for further research and exploration of new ideas in this field. It will also provide an insight into the fact that how job satisfaction can be enhances within the organizations. In developing countries like Pakistan, it is required to work on such areas that can be developed to increase the productivity of employees and thus of the organizations as well. Delimitations The study will be delimited to telecommunication service organizations in Islamabad. Review of Literature Job Satisfaction Job satisfaction has remained a remarkable area of discussion in the field of management, psychology and especially in organizational behavior and human resource management, for a long period. Many economists have paid attention and inclination towards this subject in recent years (Kosteas, 2009). According to Ramayah, Jantan, and Tadisina (2001), Job satisfaction explains how employees are buoyant to come to work and how they get enforced to perform their jobs. What are the things who make happy an employee on doing work and not to leave the job? Other researchers narrate job satisfaction as being the outcome of the workers appraisal of extent to which the work environment fulfillment the individuals needs (Dawis Lofquist 1984). According to Locke (1969), job satisfaction is a state of emotional gladness, results from the achievement of the goals that one get through performing his part of contribution inside an organization. Rao (2005) in his study discussed that satisfaction at the job for a person acts as a motivation to work. It is not the self satisfaction, happiness or self-contentment but the satisfaction of the job. It is the combination of psychological environmental circumstances that affect the person for his satisfaction with the job (Khan 2006). Thus Aswathappa (2003) discussed about the determinants of job satisfaction as it said that the wage payment and monetary rewards are the two determinants. Different organizations employ different wage system and other rewards. The organizations pay wages and salaries along with incentives, perquisites, and non-monetary benefits. Velnampy (2008), in his study on job attitude and employees performance concluded that job satisfaction contains positive influence on the performance of the employees as it enhances job involvement and the higher performance also makes people feel more satisfied and committed to the organization. The satisfaction and performance of the employee works in a cycle and are interdependent. Job satisfaction and involvement of the employee leads him to have high levels of performance. Shahu Gole (2008), in his empirical study of effect of Job satisfaction on Performance, they concluded that the job satisfaction factor is not been taken under consideration by the companies and companies need to develop plans so that their employees can show superior performance. Performance level lowers with lower level satisfaction scores. There should be some awareness programs, pertaining to the stress satisfaction level in the industries. It will help organizations to understand the benefits of stress knowledge in relation to satisfaction and goal achievement in the industry. Shah Shah (2008), in his study of job satisfaction and fatigue variables found the negative relationship between the fatigue and satisfaction from the job. The fatigue has found as negative predictor of Job Satisfaction. The study clearly indicates the different issues for Call Centre employees in the context of Indian economy in which the researcher said that there are various factors leading to dissatisfaction that are on the job and off the job. Its also been discussed in the study that if fatigue get minimized, job satisfaction can be improved by various innovative and encouraging strategies. Work Motivation Luthans (1998) asserts that motivation is the process that arouses, energizes, directs, and sustains behavior and performance. That is, it is the process of stimulating people to action and to achieve a desired task. One way of stimulating people is to employ effective motivation, which makes workers more satisfied with and committed to their jobs. Intrinsic motivation, however, can be defined as the motivation to perform an activity for it, in order to experience the pleasure and satisfaction inherent in the activity (Deci, Connell, Ryan, 1989). According to cognitive evaluation theory and self-determination theory (Gagne Deci, 2005), rewards that are interpreted as information about ones competence and satisfy individuals need for autonomy, will enhance intrinsic motivation. Simon (1997, p.276) argued in his research work, why does the motivation required? The fundamental challenge of all companies is to encourage their employees to work for the organizational goals, whereas Pfeffer (1998) has argued in his research that in the long run, the success can be achieved by those companies that use to manage their employees; creating significant work and having satisfied employees, taking both side by side is the way to organizational effectiveness. Frey (1997) showed that extrinsic rewards, like monetary benefits may interact negatively with the intrinsic work motivation. It has just seen that there is crucially dependence of intrinsic motivation on the extrinsic incentives. Wright and Pandey (2005) described in their work that emotional attachment and loyalty is one of the most important factors of employee motivation that binds the employee to stick to the organization, many other benefits associated with the organization are also part of motivation. Allen Meyer (1990) have tried to answer the question that is; how an organization can analyze that whether it is keeping its employees happy, motivated and loyal to the organization? There is no pet answer as the work motivation is a counter effect of many factors linked to employees; how they interact with organization and what views they have about the organization. Work motivation can be evaluated by the degree of feeling attachment, obligations, and rewards in working in organization. Horwitz et al (2003) predicted that employees get high motivation through challenging work environment and support of the top management. If the employees are competitive and want to do work with full efficiency as it will utilize all their capabilities, then challenging work is the best motivator. Many of the employees like to make relationships and thus need to contact more and more to the higher authorities, so making more regular contacts make them feel that they are been observed and work with more motivation. Locke and Latham (2004, p.388) defined the work motivation as outcome of both internal and external factors that force the employee to work more excitedly. Bacon et al (1996), Deshpande and Golhar (1994), and Julien (1998) have stressed upon the fact that employees have the key position in maintaining a competitive edge over the competitive market by a business. Relation between Work Motivation and Job Satisfaction Gupta Joshi (2008) discussed about the relationship between the Job satisfaction and motivation for the employees. Productivity in the work of an employee is outcome of satisfaction and productivity can be taken as indicator of satisfaction. Employees have to spend most of their time at workplace and need satisfaction at that place. Herzberg et al.s (1959) has described a relationship between two variables as Job Satisfaction is the result of two kinds of factors, intrinsic and extrinsic factor; intrinsic factors appraised the job satisfaction and extrinsic factors cause dissatisfaction and reduce the level of job satisfaction. The extrinsic factors were also called as hygiene factors. According to Herzberg, the hygiene factors results in the form of dissatisfaction and these were external or environmental features e.g. company policy and administration, supervision, work conditions, salary and benefits. The intrinsic factors are also called satisfiers and motivators, included creative or challenging work, responsibility and advancement opportunities. Kovach (1987) also tried to identify the relationship; the need to provide the basic necessities of life motivates most people which in return make the employees satisfied from their jobs. Whereas Brown (1996) examines that when an organization is having some satisfied or delighted employees, it is likely to have satisfied or delighted customers. Brown said the employee satisfied and delightedness as a prerequisite of customer satisfaction. Thus Wagar (1998) explained that in the global market, one can be successful when it has highly motivated, skilled, and satisfied workforce that can produce quality goods at low costs. Hypothesis This study was conducted to test the following hypothesis: H1: Employee Work Motivation has direct positive effect on Job Satisfaction Research Methodology Keeping in mind what researchers have discussed in their work with relation to the effect of work motivation on job satisfaction of employee, this paper is been designed and the research is been conducted to have a clear view of the relationship. In this paper, job satisfaction is been analyzed through the change in work motivation. A questionnaire was designed to collect the required data for motivation and satisfaction. Data will be analysed using descriptive statistics including mean, median and standard deviation. Regression Analysis will be carried out to study the effect of work motivation on job satisfaction of employees. Population The population of the study will be mobile telecom organizations and their employees in Islamabad. There are five mobile telecom companies that are providing services of telecommunication to their customers. Sample and Response Rate The sample for this study was drawn from two organizations in the telecom sector. The sample will include 30 employees; thirty questionnaires will be distributed in both the organizations. Description of the Instrumentation Questionnaire to find the response of employees regarding Work Motivation and Job Satisfaction Work Motivation the Independent Variable Job Satisfaction the Dependent Variable Case Employees Construction A modified questionnaire tagged Work Motivation, and Job Satisfaction Scale (WMJSS) was used for the collection of data on the study. The questionnaire was specifically designed to accomplish the objectives of the study. The first section collected information such as age, sex, qualification and, professional status. The second section contained the items, and was divided into two parts. Part1. This measures job satisfaction, which included 7 questions. The item was adopted from Job satisfaction, Cook et al. (1981). Part2. This measures work motivation, which included 8 questions. The item was adopted from http://jinnahprojects.com, time: 3.26am and date: 19th dec, 2009. Both parts using a Likert scale ranging from Strongly Agree= SA; Agree = A; Somewhat agree = SWD; Somewhat Disagree = SWD; and Strongly Disagree = SD. Pilot Testing We have distributed our questionnaire to five employees of Zong and get the response from them. We have modified the questionnaire accordingly and consulted other people for assistance. Finalization After getting feedback and the amendments in the questionnaire, we consulted a senior teacher and got his satisfactory remarks about that. Thus the questionnaire is valid and reliable. Theoretical Model Job Satisfaction Work Motivation Independent Variable Dependent Variable Data Collection Convenient sampling was used to get data and two departments in Zong and two departments of Ufone were visited. In Zong, IT department and customer relationship department were been under observation and in Ufone, marketing and customer relation department. Sample of thirty was been distributed and got feedback from both the organization. Also verbal conversations were made to have conformity of the data collected. All the data collected is been edited by the researchers. There was very high response rate as it was a convenient sampling and getting feedback was quiet different from other sampling methods. Data Analysis The following statistical tools were implemented to get the findings: SPSS Inc 17.0 MS-Excel 2003 The following measures have been used to identify the relationship: Means and Standard Deviations will be calculated, that will provide us a broader view of the data, how much people are satisfied and up to what extend the psychology of employees differ in a work environment. Regression Analysis will be carried out to determine the effect of independent variables on dependent variables. Research findings Data Representation The frequency table of job satisfaction and work motivation is showing the scattered data in a group form. The standard deviations are showing the diversity of data which is indicating that there is a variety of opinions between the employees. Analysis of variance shows that how much the model is valid and what is the significance of the model. In this research work, significance level is 0.042 that is not a significant level for the model that was selected. It can be concluded that there must be some other variables that are intervening in our model and making contribution at a significant level. Thus the model has not attained the favorable level of significant and could not be used for further research. The p-value shows the significance of variable. As p-value is less then .05 so it can be said that the variables chosen for the study are not highly significant. These results are outcome of the wrong model selected. This study has made us know that there should be a check for the variables that one use in a model. The value of R square is too low that can be used for the relationship analysis of the variables. The value of beta is showing the positive relationship between the dependent and independent variables but not a strong relationship. If there is some relation, that would be positive direct relation. The table shows the correlation between job satisfaction and work motivation Findings Overall the employees are quiet satisfied with their jobs and have their interest in their job. More than average employees are motivated to work for the organization. Some of employees think that they are not on their actual path. Many employees think that the organization hasnt fulfilled their promises, what they do in beginning especially regarding Promotion. There is positive relationship between the motivation and job satisfaction. Employees often feel overworked. Conclusions and Discussion Suggestions To increase the job satisfaction level of the employees the company should concentrate mainly on the incentive and reward structure rather than the motivational session. Ideal employees should concentrate on their job. Educational qualification can be the factor of not an effective job. Company should give promotion to those employees who deserve it. For the researchers who want to do research on such variables, must see the validity of the model and intervening variables that may affect the relationship strongly. Limitations of Study However data is collected with full level of our efforts, yet there remain some flaws in our study. While doing research, many problems are there to be faced by the researcher. The prime difficulties which are been faced in collection of data in this study are discussed below: Short time period: The time period for carrying out the research was short as a result of which many facts have been left unexplored. Lack of resources: Lack of time and other resources as it was not possible to conduct survey at large level. Small no. of respondents: Only sixty employees have been chosen that was a small number, to represent whole of the population. Unwillingness of respondents: While collection of the data many consumers were unwilling to fill the questionnaire due to lack of time. Respondents were having a feeling of wastage of time for them. Small area for research: The area for study was limited to specific organizations that are quite a small area to judge job satisfaction level.