Table Level of Satisfaction with Recognition
Level of Satisfaction with Recognition Frequency Percentage
Very Dissatisfied
5
7%
Dissatisfied 17 25%
Neutral 28 42%
Satisfied 18 26%
Total 68 100%
These findings show that NMG’s recognition of work done is not good and NMG’s
management must step up in proper rewading of work done. Mutuma et al. (2013) found that
recognition for work done is key in retaining workers in any organization and it must be the
purpose of any human resource management to design a competitive remuneration package
which will serve to attract, retain, and motivate staff so as to ensure the ultimate
organization’s commercial and financial viability. The findings are further confirmed by
the results in Table 4.17 where only 30% of the employees indicated to be satisfied with
their pay compared with other media companies.
Table Level of Satisfaction with Pay compared to other Media Companies
Level of Satisfaction with Pay Compared to other Media Companies Frequency Percentage
Very Dissatisfied
4
6%
Dissatisfied 13 19%
Neutral 30 45%
Satisfied 20 30%
Total 68 100%
Summary
In this chapter, data analysis, presentation and interpretation has been outlined in line with
the five study objectives.
The findings show that most of the employees are satisfied with the job security at NMG.
Most (45%) indicated that they were satisfied, 29% were very satisfied while only 7%
were dissatisfied. Only 18% are worried to a great extent about job security. The findings
show that most of the employees at NMG are satisfied with the organization’s job security
and are ready to extent their contracts in the future once the current one expires. On the
organizational justice at NMG. Most (54%) of the respondents indicated that they
sometimes look for a new job while 33% reiterated that the are likely to actively look for a
new job in the coming years.
Most (71%) of the employees rated NMG’s working environment as ‘Good’ while 19% rated
the working environment as ‘Excellent . Majority (39%) of the employees rated NMG’s
reward system as having a moderate influence on employee turnover; 33% reiterated that
NMG’s reward system influences employee turnover to a great extent. The study attempted
to establish the level of employees’ level of satisfaction in terms of recognition from the
NMG management for work done. Only 26% of the employees were satisfied with the
recognition from NMG management for work done while 32% expressed their dissatisfaction
with NMG’s management recognition for work done.
