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1.1 Introduction:

HAPTER

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 priority Insomnia 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

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.

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 theoretical knowledge.

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

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 satisfactions are multidimensional psychological responses to ones job. These responses have cognitive (evaluative), affective (or emotional), and behavioral components. Job satisfactions refer to internal cognitive and 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

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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2.1 Organizational Profile

HAPTER

Company 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.

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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3. Methodology of the study:
3.1 Participants: Participants were

HAPTER

Methodology

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 in managerial 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

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--------------------------------- 3 General Manager----------------------------------- 1 Factory Manager----------------------------------- 1 Maintenance Manager----------------------------- 1 Compliance Manager------------------------------ 1 Quality Control Manager-------------------------- 1 Production Manager-------------------------------- 1 Assistant Production Manager-------------------- 1 Accountant------------------------------------------ 1 9

Store In charge-------------------------------------- 1 Cutting In charge----------------------------------- 1 Supervisor------------------------------------------- 5

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4.1 Data Analysis:

HAPTER

Data Analysis and Discussion

We used hierarchical linear modeling to analyze the data. In the current 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 as differences 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 SPSS
with 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,

and

attentiveness 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 the items 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 SPSS

software. 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 enthusiastic about 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 Insomnia Hostility Fatigue Joviality Attentiveness Job Satisfaction Correlations,
the

M 17.2778 10.7778 12.3889 19.5000 19.2778 20.3889

table presents

SD 4.88462 3.85861 3.14622 3.68223 4.59930 3.41517

descriptive statistics and

correlations 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 betweenindividual 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 withinindividual correlations and were necessarily computed only for the Level 1 variables. These correlations were calculated by standardizing 11

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. This convergence 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 Adjusted R Square .571 Std. Error of the Estimate .44745

R R Square .788(a) .621 a Predictors: (Constant), NWE, PWE

Model 1

Coefficients(a) Unstandardized Coefficients Model 1 B (Constant ) PWE NWE -.075 .606 Std. Error .844 .156 .146 .619 .451 Standardized Coefficients Beta t -.088 3.886 2.834 Sig. .931 .001 .013

.414 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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45 .0

40 .0

c f i t s b o J n a e M
35 .0

30 .0

32 .5

37 .5

42 .5

45 .0

47 .5

50 .0

PE W

The relationship between positiveWorkplace Environment and Job Satisfaction.

50 .0

45 .0

40 .0

c f i t s b o J n a e M
35 .0 30 .0 26 .7 30 .0 33 .3 36 .7 40 .0 43 .3 46 .7 50 .0

NE W

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 Adjusted R Square .323 Std. Error of the Estimate .63477

R R Square .603(a) .363 a Predictors: (Constant), Insomnia

Model 1

ANOVA(b) Sum of Squares Regressio n Residual Total 3.678 6.447

Model 1

df 1 16 17

Mean Square 3.678 .403

F 9.127

Sig. .008(a)

10.124 a Predictors: (Constant), Insomnia b Dependent Variable: Hostility

Here the calculated F-value is 9.127 and the critical value for the same significance 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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30 . 5

30 . 0

20 . 5

y l i t s o H n a e M

20 . 0

10 . 5

10 . 0 10 . 0 15 . 2 13 . 6 15 . 7 18 . 8 20 . 0 23 . 1 25 . 2 28 . 3 25 . 7 28 . 8 35 . 7

I s mi no n a

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

Model Summary Adjusted R Square .293 Std. Error of the Estimate .52920

R R Square .578(a) .334 a Predictors: (Constant), Insomnia

Model 1

ANOVA(b) Sum of Squares Regressio n Residual Total 2.250 4.481

Model 1

df 1 16 17

Mean Square 2.250 .280

F 8.035

Sig. .012(a)

6.731 a Predictors: (Constant), Insomnia b Dependent Variable: Fatigue

Here the calculated F-value is 8.035 and the critical value for the same significance 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:

40 . 0

30 . 5

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u g i t F n a e M
20 . 5 20 . 0

10 . 0

15 . 2

13 . 6

15 . 7

18 . 8

20 . 0

23 . 1

25 . 2

28 . 3

25 . 7

28 . 8

35 . 7

I s ma no n i

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

Model Summary Adjusted R Square .125 Std. Error of the Estimate .68882

R R Square .420(a) .177 a Predictors: (Constant), Insomnia

Model 1

ANOVA(b) Sum of Squares Regressio n Residual Total 1.628 7.592

Model 1

df 1 16 17

Mean Square 1.628 .474

F 3.432

Sig. .082(a)

9.220 a Predictors: (Constant), Insomnia b Dependent Variable: Joviality

Here the calculated F-value is 3.432 and the critical value for the same significance level is 8.53. So, null hypothesis is rejected. That means, within individuals, insomnia is 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:

5 0 .0

4 0 .5

4 0 .0

y t l i v o J n a e M
3 0 .5 3 0 .0 1 0 .0 1 5 .2 1 3 .6 17 .5 1 8 .8 2 0 .0 2 3 .1 2 5 .2 2 8 .3 27 .5 2 8 .8 37 .5

I s mia no n

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

Model Summary Adjusted R Square .002 Std. Error of the Estimate .91876

R R Square .247(a) .061 a Predictors: (Constant), Insomnia

Model 1

ANOVA(b) Sum of Squares Regressio n Residual Total .879 13.506

Model 1

df 1 16 17

Mean Square .879 .844

F 1.041

Sig. .323(a)

14.384 a Predictors: (Constant), Insomnia b Dependent Variable: Attentiveness

Here the calculated F-value is 1.041 and the critical value for the same significance level is 8.53. So, null hypothesis is rejected. That means, within individuals, insomnia is 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: 17

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40 . 5

40 . 0

30 . 5

s v i t A n a e M
30 . 0 20 . 5 10 . 0 15 . 2 13 . 6 17 .5 18 . 8 20 . 0 23 . 1 25 . 2 28 . 3 25 . 7 28 . 8 35 . 7

I s mi no n a

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

Model Summary Adjusted R Square -.002 Std. Error of the Estimate .68355

R R Square .240(a) .057 a Predictors: (Constant), Insomnia

Model 1

ANOVA(b) Sum of Squares Regressio n Residual Total .455 7.476

Model 1

df 1 16 17

Mean Square .455 .467

F .974

Sig. .338(a)

7.931 a Predictors: (Constant), Insomnia b Dependent Variable: Jobsatisfaction

Here the calculated F-value is 0.974 and the critical value for the same significance level is 8.53. So, null hypothesis is rejected. That means, within individuals, insomnia is 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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5 0 .0

4 0 .5

4 0 .0

3 0 .5

c f i t s b o J n a e M
3 0 .0 2 0 .5 1 0 .0 1 5 .2 1 3 .6 1 5 .7 1 8 .8 2 0 .0 2 3 .1 2 5 .2 2 8 .3 2 5 .7 2 8 .8 3 5 .7

In o n s m ia

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

Model Summary Adjusted R Square .491 Std. Error of the Estimate .48731

R R Square .742(a) .551 a Predictors: (Constant), CR, CI

Model 1

ANOVA(b) Sum of Squares Regressio n Residual Total 4.369 3.562 7.931

Model 1

df 2 15 17

Mean Square 2.185 .237

F 9.199

Sig. .002(a)

a Predictors: (Constant), CR, CI b Dependent Variable: Jobsatisfaction

Here the calculated F-value is 9.199 and the critical value for the same significance 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 19

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:

48 .0

46 .0

44 .0

42 .0

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

40 .0

38 .0

36 .0 36 .4 42 .7 44 .5 45 .5 47 .3 48 .2 49 .1 50 .0

C I

The relationship between Competence Importance and the Job Satisfaction.

50 .0

45 .0

40 .0

c f i t s b o J n a e M
35 .0 30 .0 33 .6 36 .4 49 . 0 42 .7 45 . 4 45 .5 46 .4 47 .3 42 . 8 49 .1 50 .0

C R

The relationship between Competence Rate and the Job Satisfaction.

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5.1 Recommendation:

HAPTER

Recommendation and Conclusion

We would like to recommend to the Fashrobe Garments ltd that, the Workplace Environment of Fashrobe Garments is well enough and the employees are well satisfied with the environment. But the employees are not well known about the insomnia and the emotions. The organization should improve the employees knowledge about insomnia to get better 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. 21

5.2 Conclusion:
Finally we would like to say that, the employees of Fashrobe Garments are dedicated towards the company. But if the company pays more attention to the employees Insomnia and Emotions then it could have better performance. And we have also learnt how these factors work in an organization and how the employees behavior and performance should be improved to improve the overall organizational behavior.

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