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PM600

Research Project

Final Research Report

Factors Affecting Employee Happiness

Abstract

With the developing of traning schools in china,enhance teachers’ happiness is extremly urgent especially for Jolly Kids which is a kind of school aims to support students language skills(especially in developing English skills).It has more than 2000 students.Because It enrolled in some teacher who are from different coutries.It is hard to balance the teachers’ need with multi-culture background.So this study explores the factors that influence teachers’ happiness who are from different countries in Jolly Kids.It aims to find out the key factors that influence teachers’ hapiness and improve the stability of the staff.Semi-structures interviews were carried out with 8 trachers who worked in Jolly Kids.The teachers described the key motivating factors for teachers’ happiness are respect cluture and competitive salary.The relaxed working atmospher,the progressed students made are also play important roles on improving teachers’ happiness.A deeply understanding of teachers’ happiness is crucial in enhancing teachers’ happiness that will meet the needs of other school to manage their staff to enhance teachers’ happiness.

1. Introduction

As a special occupation of human beings, teachers have an important responsibility for society and students. As preachers, all their actions will affect the students.  So we must pay attention to teachers’ happiness .(Pi, J. 2022). 

Notes (Delete these before uploading):

Purpose: To introduce the topic and outline the aim of the Project.

PM600 Lessons:  Cycle 4, Writing the Introduction & Conclusion

Language to help you: Academic Phrasebank: Introducing Work

Organisation Checklist:

Introduction (~500 words)	Included?
Background - Contextual information about the topic - Definitions of key terms (with citations to academic sources)	☐
Project rationale (explanation why the topic is worth studying, including any gaps in the literature, or who is likely to benefit from the results)	☐
Aim (and possibly objectives) of the project	☐
Research questions (maximum three)	☐
Brief indication of the methodology used	☐
Overview of report structure	☐

2. Literature Review

2.1 Introduction

A state in which an employee has a positive outlook and attitude towards their job defines employee happiness. Happy employees love and are joyful to be at work. Employee happiness defines how employees complete their roles, how they interact with colleagues, and they overall demeanor while at work (Salas-Vallina, Simone, & Fernández-Guerrero 2020). For this reason, organizations that enjoy employee happiness are easily identifiable because they tend to perform better, generate revenues amounts and enjoy perks like high employee retention rates (Pang, & Ruch, 2019). In this section of the paper we evaluate already existing research on various themes around how the relationship between organizations’ human resource personnel and employees affect the level of employee happiness. In later sections of this literature review, we discuss how the management of employee happiness differs within formal and informal organizations. Additionally, we offer a glimpse into the various factors that influence the level of happiness amongst teacher in different countries.

2.2 The impact of Human Resource Managers (HRMs) on employee happiness

While it sounds like a simple concept, how do organizations address the unique needs of their diverse teams to achieve employee happiness? Think about an average office of, say, 10 employees. It would be unrealistic to argue that all the 10 have similar wants or will be thrilled by the same occurrences. With this knowledge, HRMs have a duty to maximize employee experience from the first point of interaction to the last. Given the integral role that they play on employee’s experience, Human Resource Managers are core to whether or not an employee is happy. Besides the investment geared towards an employee’s experience, HRMs are also aware that unpleasant employee experiences can taint an organization’s image, leaving it highly susceptible to collapse and potential failure.

Investing in quality recruitment processes sets of the tone of an employee’s experience within an organization. HRMs have a responsibility to ensure that job advertisements, interviews, offering, selection, and induction procedures get done in a way that is fair and accessible to all potential employees. For example, today’s work environment calls for clarity and openness around issues such as job descriptions and remuneration benefits (Neves & Eisenberger, 2012). HRMs have a duty to be open on such issues hence eliminating the possibility of wastage of time for either party. How an employee gets received into an organization impacts their happiness levels. Therefore, HRMs have a duty to adequately induct new recruits, ensuring that they are as a familiar and comfortable with the people and processes of their new workplace.  

People love to be noticed and appreciated. In the workplace, HRMs have a role to oversee employee performance, recognize, and reward those who have surpassed set standards or shown impeccable improvements. More importantly, investing in open communication channels will ensure that employees air out their concerns and get consulted in seeking potential solutions to such issues (Allen, 1992). Employees who feel like they matter are more likely to be happier and productive than those who do not. Furthermore, a show of genuine care to employees will boost employee perception of their employer, directly influencing their happiness levels. HRMs have a duty to allow breaks for employees struggling with health or personal issues. An employee that is emotionally, physically, and mentally healthy is more likely happy at work, hence performs to the expected standards. (try to build a claear link with the research questions,just one or two sentenes to the end)

2.3 Differences in managing employee happiness within formal and informal organizations

Different from an informal organization that focuses of developing social relationships, formal organization require that employees work under strict pre-set regulations. The rigid procedures that bound the operations in formal organizations are replaced by a need to foster networks among colleagues in the informal setting on grounds of personal interests, emotions, or attitudes.

Communication is a key element in any relationship. However, depending on the structure of an organization, different communication channels emerge (Anderson & Narus, 1984). Take a government, for instance. Here, communication happens hierarchically and formally. Organizational hierarchies tend to leave certain populations secluded and unheard. Often, this population comprises the workers, the employees. The presence of command chains reduce the intentionality of interacting with employees. For the most part, their presence is more for output than it is their well-being, making it harder to manage employee happiness. Conversely, the intention to grow and develop together within informal organizations levels communication procedures (Carriere & Bourque, 2009). Here, any and all thoughts are welcome regardless of their source. This level of vulnerability spikes the feeling of happiness amongst employees. Given the differences in the ease of interacting with employees from either party, the ability to have meaningful conversations influences employee happiness.

For the most part, the relationship that employees in formal organizations have with their work is transactional while that of informal organizations’ employees is intimate. As earlier established, informal organizations comprise of like-minded individuals teaming up for the achievement of common good. Managing employee happiness within an informal organization calls for constantly reminding the employees of why they do what they do. In fact, because they too stand a chance of benefiting, if not individually growing, happiness amongst employees of an informal organization is easier to achieve. Take a book club, for instance. The formation of such an organization occurs when a group of enthusiast readers come together for the exploration of a shared passion. Now, to keep such people happy at work, management teams need only to ensure that the core principle of the organization gets maintained. In formal organizations, the core objectives lie with a few individuals. Therefore, it becomes a challenge to achieve the same level of enthusiasm from employees who might not share similar interests (Litterst & Eyo, 1982). Overall, Human Resource Management teams might need to curate external incentives out of a shared interest to keep such employees happy and invested in the organization’s agenda. (to specify )

2.4 What are the factors that influence teacher’s happiness in different countries?

Acknowledged as one of the most stress-prone and challenging professions, teaching defines the type of people found in societies. As employees in that realm of work, what factors influence the level of happiness amongst teachers? While several studies have looked into factors such as student performance as an element of their level of happiness, I will focus the teacher-experience within the workplace. (make connections with Jolly Kids)

In China, the layout of the school calendar has a major impact on how teachers feel within their workplaces. Set up in such a way that there are periods of extreme laxity and pressure, teachers in China struggle with feeling happy around the high-pressure durations (Tang, 2018). Given that the country is heavily invested in education, periods of assessment spread widely, covering a significant part of the school calendar. In the same light, because the Chinese government requires every school-going individual to take part in extra-curriculum activities, teachers take on additional pressure. More importantly, the constant alterations in school leadership has a direct effect on the happiness of teachers. The incorporation of new managers mean that teachers have to learn and adhere to a new system (Tang, 2018). While these factors have a direct impact on a teacher’s mood, it is also vital to note that students can easily pick their teachers emotions. Therefore, a teacher that is stressed, anxious, or unhappy is likely to pass such feelings to their students who concurrently communicate such emotions through substandard performance.

In Israel, teachers attach massive amounts of pride and value in the work that they do and the relationships built through their line of work. The Israeli community revere teachers, holding them at a pedestal. To this community, teachers shape their clueless children into adults that are conscious, productive, and respectful. If a teacher feels that they have changed the perspective of a student through a new concept taught, then they experience heightened happiness levels (Lavy & Bocker, 2018). Additionally, building healthy relationships amongst themselves gives teachers a sense of worth and belonging. This argument means that teachers are happiest when they see the fruits of their work and experience unity and belonging amongst those whom they work together. (make connections to my my research questions)

2.5 Conclusion

Any employee can only be as productive as they are happy. Employee happiness defines how they show up at work, how they interact with others at the workplace, and their levels of productivity. Throughout my research, I have established that communication is an essential element in an employee’s work experience. Research suggests that employees are happier in environments where they feel recognized and appreciated. Human Resource Management teams also have a key responsibility in whether or not an employee is happy. Additionally, depending on the type or setting of an organization, formal or informal, employees draw happiness from diverse elements of work. While I have not noted any gaps in the existing research, I saw that comprehensive research has been conducted on happiness levels of teachers globally and the role to Human Resource personnel in the presence, absence, and levels of employee happiness.

(think some gaps;repeat my research questions)

3 Methodology

3.1 Introduction

The purpose of this chapter is to explain in detail the research methods and the methodology implemented for this study. This chapter will outline the research strategy, the research design and the research approach. This will be followed by a discussion of the methods of interview, the selection of the sample, the research process, and the type of data analysis employed by the author. It concludes with the ethical considerations and the research limitations of the project.

3.2 Research Approach

In order to satisfy the objectives of the dissertation,Primary research is suitable,There are a couple of advantages for example :The data is drawn from first-hand sources and will be highly accurate and, perhaps that is the most significant advantage of primary research.This study demonstrated that all teachers’ feedback is related to the research questions directly.For example:some of teachers claim that they are attrctive by the respect culture,ect. (Jamie Walker,2021).Besides data that the study gather is related and relevant to the research.And also the collected data is aligned with the specific problem, improving the probability that the data will give the desired responses.What is more important is that this sudy doesn’t need to modify the data collected. (Jamie Walker,2021).So a qualitative research was conducted.  The main characteristic of qualitative research is that it is mostly appropriate for small samples, while its outcomes are not measurable and quantifiable. Its basic advantage, which also constitutes its basic difference with quantitative research, is that it offers a complete description and analysis of a research subject, without limiting the scope of the research and the nature of participant’s responses (Collis & Hussey, 2003.126).

However, the effectiveness of qualitative research is heavily based on the skills and abilities of researchers, while the outcomes may not be perceived as reliable, because they mostly come from researcher’s personal judgments and interpretations. As it is more appropriate for small samples, the results of qualitative research cannot usually be perceived as reflecting the opinions of a wider population (Bell, 2005).   

3.3 Data Collection

For the purposes of this research, in depth interviews were used. In depth interviews are personal and unstructured interviews, whose aim is to identify participant’s emotions, feelings, and opinions regarding a research subject.  The main advantage of personal interviews is that they involve personal and direct contact between interviewers and interviewees, as well as eliminate non-response rates, but interviewers need to have developed the necessary skills to successfully carry an interview (Fisher, 2005, Wilson, 2003). What is more, unstructured interviews offer flexibility in terms of the flow of the interview, thereby leaving room for the generation of conclusions that were not initially meant to be derived regarding a research subject. However, there is the risk that the interview may deviate from the pre-specified research aims and objectives (Gill & Johnson, 2002).  As far as data collection tools were concerned, the conduct of the research involved the use of semi-structured questionnaires, which were used as an interview guide for the researcher. Certain questions were prepared and were designed for the foreign teachers Kristion who is form United States ,Jason who is from America and Crig who is from Australia to discuss in detail the factors that influence teachers’ happiness who are from different countries. Also, additional supplementary questions were spontaneously addressed to participants as a follow up to responses encountered during the interviews.

Some sample questions that were included in the semi-structured questionnaire were the following:

• Question 1:  What are the key factors that make you choose to stay in Jolly Kids for more than 3 years as a teacher?  

• Question 2:  What do you think about the school policy for foreign teachers especially the schedual which is different from Chinese staff?

• Question 3:  When is the time that you feel really happy and enjoyed?

• Question 4:  What are the key elments that motivate you work in Jolly Kids with an active attitude? 

4 Research process

Teachers were invited to participate in the research but only three were willing to take part. Meetings were held on 1”st June of 2023 ,so as to gain acceptance of their participation in the research.  More specifically, the researcher contacted the respondents by Wechat and asked them to participate in the research after explaining the nature and the scope of the study. All respondents that were approached were willing to participate in the research and the interviews were conducted  on 1”st June of 2023. The discussions took place in the classroom and lasted approximately more than 2 hours. During the course of the interviews, respondents were free to express their views.  Finally, it should be noted that the interviews flowed smoothly and pleasantly, and were recorded and transcribed by the researcher

3.4 Data Analysis

Semi-structured interviews are a blend of structured and unstructured interviews. While the interviewer has a general plan for what they want to ask, the questions do not have to follow a particular phrasing or order.(Tegan George,2022)Semi-structured interviews are often open-ended, allowing for flexibility, but follow a predetermined thematic framework, giving a sense of order.(Tegan George,2022)

 For example:

Questions	Type of questions
What are the key factors that make you choose to stay in Jolly Kids for more than 3 years as a teacher?	Open questions
What do you think about the school policy for foreign teachers especially the schedual which is different from Chinese staff?	Open questions
When is the time that you feel really happy and enjoyed?	Open questions
What are the key elments that motivate you work in Jolly Kids with an active attitude?	Open questions

There are some advantages of semi-structures interviews.It can be used in quatitative reseach.It can be relatively high validity.Besides the researcher can ask additinal questions when neccessary.Especially when some interviews told some stories instead of answering questions directly.(Tegan George,2022)However ,there is a lot of time wasting because of lacking of conversational skills .And also, if the questions differ substantially between participants, it can be challenging to look for patterns, lessening the generalizability and validity of the results.(Tegan George,2022)

3.5 Limitations

The researcher encountered several problems and challenges while conducting the research for this dissertation. In terms of the methodology chosen, the size of the sample was relatively small: 6 participants. Thus, it is difficult to generalise the findings on a broader scale. A bigger sample would probably enhance the reliability of the research Also, specifically concerning the sample, in some cases participants who are employees may be reluctant to speak very critically of their company. Although some of the interview questions invited respondents to suggest how their employers could improve their performance, respondents may have avoided transparency even though the researcher guaranteed total anonymity

Another weakness of the methodology was related to the fact that the researcher used interpretivist approach, which was determined by the nature and the objectives of the research. In this sense the results and the achievements of this project can be deemed as biased, because the connections between the different variables have been determined not on the basis of empirical evidence, but on the basis of the analytical and judgmental skills of the researcher, in the context of a particular academic field.

3.6 Ethics

The current study was subject to certain ethical issues. As it was mentioned earlier, all participants reported their own viewpoints during the interview.  At the same time,they were asked to sign a confidentially agreement. The aim of this agreement was to reassure participants that their participation in the research is voluntary and that they were free to withdraw from it at any point and for any reason.In addition, the privacy policy of all of theparticipants had to be taken into consideration as well, as foreign employers have a very strong requirements on it. Therefore, the researcher had to sign consent forms for confidentiality and privacy with the companies whose employees and managers agreed to participate in the study.

In addition to this, participants were fully informed regarding the objectives of the study, while they were reassured that their answers were treated as confidential and used only for academic purposes and only for the purposes of the particular research.(Embley,M.2010)

4 Findings

4.1 Introduction

Jolly kids is a kind of school which aims to support students language skills(especially in developing English skills).It has more than 2000 students.Teachers are from different countries. For example:United States,Ameica,Australia ect.So manage all teachers happiness could be the import part of Human Respurces Department.This is the reason that the researcher conducted the research.

4.2 What are the factors that influence teacher’s happiness who are from different countries in Jolly Kids

When asked about the key factors that influence teacher’s happiness .The respondents provided a range of feedback during the interview:competitive salary,relaxed working atmosphere,respect culture,the progressed students made.The majority of the teacher’s feedback focus on the respect culture.Respondent feedback in the interviews also suggested that teachers are also motivated by the competitive salary and the relaxed working atmosphere.The value of respect in school cannot be undersold. It is as powerful of a change agent as a new program or a great teacher. A lack of respect can be downright detrimental, completely undermining the mission of teaching and learning.It also affect the sstability of the teachers .(Derrick Meador,2019)

Data Of Interview
Key factors	How many teachers choosed?	Rank
respect culture	5	1
competitive salary	4	2
relaxed working atmosphere	3	3
the progressed students made.	2	4
Others	1	5

 

 

“The main reason i have stayed in Jolly Kids for more that 3 years is because the respect that I received from my boss.”-Kristian 

“The most important reason that I want to be here because my students who really love me and respect me,they always bring some gifts for me to say thank you.”-Jason                                        

 “My colleagues always talk with me patiently and respectfully when something happend emergently.This impressed me a lot”-Crig

 

They provided They provide evidence that a salary increase can improve a school district's attractiveness within foreign teachers labor market and increase both the size and quality of the teacher applicant pool. They also provide evidence that targeted salary increases can increase the quality of new-hires. As Hough and Loeb note, higher salaries can attract a stronger pool of teachers, but the district still must hire strategically from the pool and work to retain the high quality teachers they recruit. (Hough, H. J., & Loeb, S. 2013).

 

“For me the more monney I get the happier I am.I get far more than before which is up to 36000 per minth” -Jason

“The money I get right now supports me buy whatever I want which makes me very happy”-Kristian

“Compare with my friends who also work in china ,the salary I get is competitive”-Kristian

Some other respondents also insisted that the students’ progress they made is really attractive for them.The rationale of the respondent for staying in Jolly Kids happily was more specific and developed that the other respondents.The feedback of Crig who is from Austrilia indicates a clear focus on it.He suggested that he is  drawn to the students he taught especially some younger kids who made a great progress on speaking.For example:

”The students who work really hard inspire me a lot.This will never happen in my country”-Crig

Besides Jason who also holds the same perspective.He is really pride of the students that he taught in Jolly Kids.“Theirs’ attitude towards to leaning support me to be an excellent teacher.”-Jason

Further feedback form the respondents interviewed ,provided clarification of reasons why they choose to stay in Jolly Kids for mre than 1 year.Foucusing on “relaxed working atmosphere”,for example:

 

“The snacks that brought by my chinese collegues cure my homesick.”-Mike

 

One repondent gives a different perspective of the same issue.The respondent of Mike is the one who holds the different opinions.He told a story that is related to china’s troditional cluture.He is keen on Chinese medicine.That’s why he is here in china.

Discussion

4.3 Introduction

This study investigated the concerns among foreign teachers’ happniess who worked in Jolly Kids and found some key factors that are related.Paiticipants indicated that they experienced an acceptable work environment which can improve their happiness.They also expressed their opinions on key elements that influence teacher’s happiness.It is important to note that these teachers are really happy when they work in Jolly Kids

4.4 What are the factors that influence teacher’s happiness in Jolly Kids

Participants in this study were all the teachers who work in Jolly Kids joyfully.One of them who works in this school for more than 3 years .He is satisfied with the respect culture.However ,even though they are happy to be here,ehancing all teachers’ happiness still posed a difficulty.Participants believed that Jolly Kids is the most suitable school for foreign teachers in China.(Derrick Meador,2019)

Participants in this study confirmed the competitive salary also is the crucial componesnts of teachers’ happiness.They indicated a clear intention for it to provide more constactive feedback.(Hough, H. J., & Loeb, S. 2013).

Some of the participants believed that in the modern rea,schools are facing several challenges due to the dynamic nature of the environment. One of the many challenges for a school is to satisfy its employees in order to cope up with the ever changing and evolving environment and to achieve success and remain in competition. In order to increase efficiency, effectiveness, productivity and job commitment of employees, the school must satisfy the needs of its employees by providing relaxed working atmosphere.The objective of this research is to analyse the impact of  relaxed working atmosphere on teachers job satisfaction.The study employed a quantitative methodology. Data was collected through the interview.The results indicates a positive relationship between working environment and employee job satisfaction.The study concludes with some brief prospects that the school needs to realize the importance of good working environment for maximizing the level of job satisfaction. This research may benefit schools by encouraging teachers to contribute more to their jobs and may help them in their personal growth and development. Hence, it is essential for an school to motivate their teachers to work hard for achieving the school goals and objectives.(Raziq, A., & Maulabakhsh, R. 2015).

Another support structure is that some of the respondents believed that students progressed attracted them a lot.As they mentioned before after experiencing the process of  a kid who can’t speak any English to communicated with them fluently.They acquired a high sense of identity.They felt that they are capble and brilliant teachers.(Pearce, S. 2012).

4.5 Conclusion

[Add content here]

5 Conclusion

 

Notes (Delete these before uploading):

Purpose: To restate the key findings, contributions/implications, limitations and future directions.

PM600 Lessons:  Introductions and Conclusions

Language to help you: Academic Phrasebank: Writing Conclusions

Organisation Checklist:

Conclusion (< 400 words)	Included?
Summary of key findings (choose a phrase from here)	☐
Academic contributions or practical implications of the findings (choose a phrase from here and here)	☐
Brief mention of limitations  (choose a phrase from here and here)	☐
Recommendations for further research (choose a phrase from here)	☐

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