Satisfaction Analysis Of Marketing Employee In V City Branch Company Of China Mobile

The thesis takes the full-service environment and specific operation of V City Branch Company as research background, focuses on the satisfaction status and problems of marketing employees. By conducting employee satisfaction surveys, the thesis finds the key factors which affects employee satisfaction, concluding pay management, performance management, personal growth and development, work stress and employment system. The deep reasons why employees are not satisfied are summarized as follows:Pay management is lack of internal equity, and it doesn't have incentive effect because salary has not much correlation with performance management. Performance management is not fair and reasonable; it can't play the role of encouragement and punishment because performance grades have no big difference. There is no career development plan for marketing and operation employees, last of direction and unknown to future leads to lack of security and belonging sense. Marketing employees have too many pressure, there is irrational distribution of work indicators. Most of Label Dispatch employees have ability and experience, but they can not take important management positions.After finding the true reason for low employee satisfaction by key factor analyses, by using the theory of Maslow's hierarchy of needs and employee motivation model, survey analysis and interviews with staff, strong motivation factors are found and "soft encouragement" and "hard encouragement" are given as the solution for improving employee satisfaction.The innovation of the thesis is mainly reflected in the following three aspects:Firstly, three big telecommunications operation companies of China enter the time of full-service in 2009, competitive landscape has changed greatly. Previous Employee Satisfaction researches are based on company development stage, seldom based on such specific environment. As a result, research Employee Satisfaction based on telecommunications operation companies' full-service is an innovation of the thesis.Secondly, China Mobile Group takes "three positions and two labor types" system, different positions and different labor types have some gap in the payment and welfare. At present, there are a lot of researches on marketing employees, but there are no researches on employee satisfaction under system of two different labor types. Marketing employee including different two labor types, choosing them as the research object is another innovation of the thesis.Finally, a lot of researches give "hard encouragement", such as improving salary, improving performance and increasing employee's welfare, as the strategies. "Hard encouragement" is a quick way to solve the problem, but the effect is not lasting. In order to improve employee satisfaction, the thesis advises that using management weaken the difference between two labor types. Effect of "soft encouragement" will be more lasting. The thesis pay more attention on "soft encouragement" to enhance employee satisfaction is third innovation.