This study examines the relationship between work motivation and job satisfaction among employees in the mobile telecommunications sector in Pakistan. A survey was administered to 50 employees measuring their levels of motivation and satisfaction. The findings show a positive correlation, with most employees reporting overall satisfaction with their jobs. However, some expressed dissatisfaction with lack of promotion opportunities and fulfillment of commitments. The study suggests organizations should focus on understanding what motivates employees and how to improve job satisfaction in order to enhance performance.

2. Acknowledgement
 First of all we would like to thank the Almighty Allah for giving us the strength
and the attitude to complete this Project within due time. We are deeply
indebted to our course teacher Prof Farooq Qaisar
 We also express the depth of our appreciation to our honorable course
teacher for his suggestions and guidelines, which helped us in completing
this project.
 It was a great experience for us to work and Study

3. Dedication
 we dedicate this project to our parents and friends in recognition of their
worth and to our teacher Mr. Farooq Qaisar who is the guiding force for us
and it is his effort and hard work that showed us the path of success and
prosperity which would be there for us for the rest of our life.

4. Group Members
 Usman Zaka 08
 Ghulam Ghous 18
 M Sadaqat Ali 11
 Mohsin Sohail 09

5. Topic:
 Effect of work motivation on job satisfaction in Mobile Telecommunication
Service Organizations of Pakistan

7. WHY WE CHOOSE THIS TOPIC?
 The main purpose of this study is to identify the relationship among the work
motivation and job satisfaction.
 Determine the level of motivation of employees
 Determine the level of job satisfaction of employees
 Analyze the effect of work motivation on job satisfaction

8. Summary
 This study is based on the assumption that “a happy worker is a productive
worker”. The research was conducted to identify the significance of those
factors that lead towards job satisfaction and commitment of employees
working in the telecom sector of Pakistan. The associations among pay and
benefits, performance appraisal system,

9. Research Design:
 Exploratory Research because exploratory research conducted for a
problem that has not been clearly defined. It often occurs before we know
enough to make conceptual model. Exploratory research helps determine
the best research design, data collection method and selection of
subjects. It should draw definitive conclusions only with extreme caution.
Given its fundamental nature, exploratory research often concludes that a
perceived problem does not actually exist. Exploratory research often relies
on secondary research such as reviewing available literature or data.

10. Sources of data Collection:
“ Secondary Data”

11. Article # 1
Effect of EmpWork Motivation on Job Satisfaction in Mobile
Telecommunication Service Organizations of Pakistan
Findings
 There was a positive relationship between the motivation and job
satisfaction. Overall the employees were quiet satisfied with their jobs and
had their interest in their job.
Conclusions
People are always the vital resource of the organization. And at times, they
are often neglected at their jobs which lead to their failure to perform.

12. Article #2
Factors Influencing Job Satisfaction of Employees in Telecom Sector of Pakistan
Findings
 If the employees are satisfied, the service quality will improve and so will
the employee satisfaction. In such a situation it is only wise for policy makers
and managers to turn their focus and attention to their employees.
Conclusion
 The aim of this study was to test all the possible factors that can affect
telecom sector employees in job satisfaction. Through the results it was
inferred that the factors affecting job satisfaction were very well explained
and in order to make business better great care and attention should be
given to the employees.

13. Article #3
Findings
 The higher level of satisfaction is because of the cooperative environment.
 This may be the reason of growing performance of the telecom sector that
employees are working with dedication and vigilantly due to team oriented
environment.
Conclusion
 Employees are found satisfied with the work responsibilities, practices and
procedures of the organization. Majority of employees are of the view that their
jobs have personal meaning for them and they feel a sense of belongings to
their organization, which evoke high commitment towards job and
organization.

14. Variables
Work motivation (Independent Variable)
Job Satisfaction (Dependant Variable)
Salary (Moderating Variable)
Organization (Intervening Variable)

15. Question # 1 : I am often with my job?
No. Of Persons
Strongly agree 17
Agree 8
Uncertain 14
Disagree 4
Strongly disagree 7
1
34%
16%
28%
8%
14%
Strongly Agree
1

16. Question # 2: I feel fairly well satisfied with my
present job?
No of persons
Strongly agree 13
Agree 7
Uncertain 3
Disagree 12
Strongly disagree 15
2
25%
16%
6%
24%
29%
Strongly Agree
2

17. Question # 3: Most days I am enthusiastic about
my work?
No of Persons
Strongly agree 10
Agree 15
Uncertain 5
Disagree 8
Strongly disagree 12
4
20%
30%
10%
16%
24%
Strongly Agree
4

18. Question # 4: I find real enjoyment in my work?
No. Of Persons
Strongly agree 10
Agree 15
Uncertain 5
Disagree 8
Strongly disagree 12
3
24%
17%
12%
19%
28%
Strongly Agree
3

19. Question # 5: I Am satisfied from the chances of promotion?
No. Of Persons
Strongly agree 13
Agree 8
Uncertain 9
Disagree 12
Strongly disagree 8
5
23%
26%
16%
21%
14%
Strongly Agree
5

20. Question # 6 : Arrive at the office on time
and do not leave early?
No. Of Persons
Strongly agree 8
Agree 15
Uncertain 5
Disagree 11
Strongly disagree 11
6
19%
19%
12%
25%
25%
Strongly Agree
6

21. Question # 7: The work I do is interesting?
No. Of Persons
Strongly agree 9
Agree 15
Uncertain 7
Disagree 9
Strongly disagree 10
7
18%
30%
14%
18%
20%
Strongly Agree
7

22. Question #8 : I am confident of my abilities to succeed at
my work?
No. Of Persons
Strongly agree 13
Agree 14
Uncertain 3
Disagree 11
Strongly disagree 9
8
25%
29%
6%
22%
18%
Strongly Agree
8

23. Question #9 : I do not blame others I take responsibility for
my part in mistakes?
No. Of Persons
Strongly agree 11
Agree 18
Uncertain 4
Disagree 8
Strongly disagree 9
9
24%
30%
9%
17%
20%
Strongly Agree
9

24. Question # 10 : I Participate in training to improve my own
skills and competencies?
No. Of Persons
Strongly agree 15
Agree 11
Uncertain 3
Disagree 11
Strongly disagree 10
10
26%
32%
5%
19%
18%
Strongly Agree
10

25. Findings
 More than average employees are motivated to work for the organization.
 Some of employees thought that they were not on their actual path and
organization hadn’t fulfilled their commitments, what they did in beginning
especially regarding Promotion.
 People are always the vital resource of the organization. And at times, they
are often neglected at their jobs which lead to their failure to perform.
 we need to understand what motivates people and how they get satisfied
from their job that leads to organizational performance.

26. Suggestions
 Productivity and performance of an organization depend upon the job
satisfaction and organizational commitment of its employees and escort to
growing profits
 Transformational leaders also help employees to become more creative,
innovative and bring such new ideas which allow the organization to grow
competitively and adapt itself to the changing external environment.
 Factor effecting job satisfaction were very well explained and in order to make
business better grate care and attention should be given to the employees.
 We need to understand what motivates people how they get satisfied from
their job that leads to organizational performance.
 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.