Analysis and evaluation of job satisfaction improvement strategies in (Oman broadband company and Hydrocarbon finder E&P Company)

Analysis and Evaluation of Job Satisfaction Improvement Strategies in (Oman Broadband Company and Hydrocarbon Finder E&P Company)

¹Zakaria Yahya AlMaawali., ¹Salim Issa AlRawahi., ¹Jafar Ahmed AlAjmi., ²Thuraiya Said Al Farsi

¹Student at Oman College of Management and Technology- Department of Administrative and Financial Sciences

²Lecturer at Oman College of Management and Technology- Department of Administrative and Financial Sciences

DOI: https://dx.doi.org/10.47772/IJRISS.2024.8120358

Received: 21 December 2024; Accepted: 26 December 2024; Published: 24 January 2025

ABSTRACT

This research deals with the topic (Analysis and evaluation of job satisfaction improvement strategies in (Oman broadband company and Hydrocarbon finder E&P company) and two companies were used, namely Oman Broadband Company and Hydrocarbon Finder Company. This study focuses on the strategies used by these two companies to achieve employee satisfaction and all duties and responsibilities. This study also focuses on the issues that may occur in these two companies and the best practices used in comparison between the two companies in terms of the strategies used and discussing solutions and recommendations. The research aims to identify those strategies and methodologies used in the professional environment of the business environment, as information was obtained from the two companies in the real work environment and recommendations that may help improve the employee satisfaction methodologies used in the two companies and use those strategies to achieve the interests of organizations.

Research keywords: Job satisfaction, improving strategies, communication channels, teamwork, training, environment, reward program.

INTRODUCTION

Introduction

Companies are paying attention to the idea of ​​improving job satisfaction, as companies that support job satisfaction achieve more success and excel in their performance as they are among the companies that play a major role in productivity. Job satisfaction must not be just a term, but a culture based on many rules, which are very important for companies. The research highlights the strategies used to improve job satisfaction, specifically in Oman Broadband Company and Hydrocarbon Finder Company, which are among the leading companies in the fields in which they operate. “ Oman Broadband Company is one of the companies affiliated with the Ithkaa Group and was established in 2014”.(Oman Broadband Company,2024)  It operates in the field of communications and the Internet and is a government company that provides many services in the field of communications, optical fibers, and broadband service, Hydrocarbon Finder is an Omani company working in oil and gas exploration and its main location is in Al Khuwair, it was established in 2015 to provide major services and huge projects in oil exploration.   (Hydrocarbon finder Oman,2024)

This type of company was chosen because it is one of the leading companies that primarily manages employees, cares for them, and retains them. These companies have also achieved high levels of productivity, and therefore, we have an exploratory, forward-looking vision in which we seek to identify the strategies used by this company that have enabled it to reach this level of productivity.

Problem statement

Companies face challenges in achieving very high levels of job satisfaction among employees, as job satisfaction is considered one of the most important factors that have an impact on productivity, organizational commitment, and reducing employee turnover levels. In this context, companies seek to develop some effective strategies to improve job satisfaction, but these strategies have a role in achieving employee satisfaction.

The research problem highlights the urgent need to improve job satisfaction as a basic factor that helps in enhancing job performance and job stability. The research problem also represents the study of the variance between companies, as it studies how job satisfaction improvement strategies differ between two companies in two different industries (the communications sector and the oil and gas sector) and whether the strategies used that are followed are of the same importance and with the same effectiveness and which is better. The research problem presents some reforms that can be implemented based on the analysis that has been done, which makes employees in companies more productive.

 Research questions

“Research questions represent all the questions that come to the mind of the researcher, as the researcher identifies everything related to the research, and the researcher cannot find satisfactory answers to the research except through these questions, which require the researcher to work to discover solutions through the study.” The more diverse the sources are, the more the research is able to achieve high quality, as in the beginning all the questions are identified, which have a role in obtaining better answers. (Mohamed,2021)

1. What strategies are used to improve job satisfaction in Oman Broadband Company and Hydrocarbon Finder Company?
2. What are the challenges and issues that occur in the work environment regarding job satisfaction?
3. What are the solutions and best practices that help improve and develop job satisfaction?

Objective of the study

Research objectives are a good way for researchers to resort to summarizing ideas, as ideas when summarized are better than those that are random, random objectives do not achieve any level, while the best objectives are to have results that include proposals and how to benefit from them (Samsuddin, 2021)

1. Determine the strategies used to improve job satisfaction in Oman Broadband Company and Hydrocarbon Finder Company.
2. Explore the challenges and issues that occur in the work environment regarding job satisfaction.
3. Analyze solutions and best practices that help improve and develop job satisfaction.

Significance Contribution

“Every research is important, as this type of research sheds light on issues that occur in reality, as companies have another life of challenges and difficulties, and there are strategies that have been applied with great intelligence and academic reports and proposals, thus giving the research the character that makes it more credible.” The role of this study is to be able to clarify all the strategies used in the two companies, an oil and gas company and a communications company, and to identify the programs that play a role in qualifying employees and then preparing them. The study will shed light on all the skills that in turn are able to qualify employees and increase their capabilities. (Brown, 2020)

Scope of the study

“The scope of the study helps in exploring the research field and determines the criteria through which the study will operate. This more precisely helps in determining what can be covered during the study and what should be focused on.” (Vaidya,2024)

The scope of the research focuses on strategies to improve job satisfaction, as the research will not address any other topics, but will only focus on strategies that motivate employees to feel job satisfaction. The scope of the study will also be limited to two companies, namely Oman Broadband Company and Hydrocarbon Finder Company. Two types of variables will be discussed, the first variable is strategies and the second variable is job satisfaction, as there is a direct relationship between them.

Theoretical framework

The theoretical framework contains 5 chapters, Chapter 1: Presentation of the introduction, statement of the research problem, objective and research questions, importance of the research, scope of the study and its importance, Chapter 2: Literature review, Chapter 3: Research design and determination of the research methodology, Chapter 4: Analysis of research data and discussion, Chapter 5: Analysis of results

Definition of variable

Understanding variables contribute to knowing the nature of the research, as it helps in identifying all the relationships or phenomena that affect each other and explain each other, as the independent variable is considered a basis that can be controlled and manipulated, while the dependent variable is dependent and cannot be affected. Researchers can conduct some self-accurate studies that enhance the understanding of the world around the researcher and provide them with scientific solutions to the problems they face.

• The independent variable in this study is strategies.
• The dependent variable in this study is employee satisfaction.

Job satisfaction

Job satisfaction refers to the level of contentment and fulfillment an individual feels towards their job. It encompasses various factors, including the nature of the work, working conditions, relationships with colleagues and supervisors, compensation, and opportunities for growth and advancement. High job satisfaction often leads to increased motivation, productivity, and overall well-being, while low job satisfaction can result in disengagement and higher turnover rates.

Theory and strategies

Hydrocarbon Finder

The company relies on Maslow’s hierarchy of needs, focusing on meeting employee needs to enhance their motivation and performance. It also uses Herzberg’s two-factor theory, which distinguishes between motivating factors and hygiene factors, to ensure employee satisfaction in the energy sector.

Oman Broadband Company

The company uses McGregor’s Theory X and Y, which helps adjust management methods based on different employee motivations, reflecting their needs in the field of technology. In addition, it relies on the Social Exchange Theory, which emphasizes the importance of building strong relationships between employer and employee by focusing on mutual benefits and support.

Common strategies

Recruitment and selection: Both companies seek to attract the best talent in their fields by using modern recruitment tools, training and development: Both companies focus on continuous professional development programs, with special attention to enhancing technical skills, and performance management: Periodic performance reviews are conducted and key performance indicators (KPIs) are identified to ensure that goals are aligned with the company’s strategies. Employee engagement: Both companies work to promote a culture of open communication and implement employee appreciation programs to enhance engagement and loyalty, diversity and inclusion: Both companies seek to foster a diverse workforce by implementing inclusive recruitment practices.

Research Importance

The research has benefits and contributes to improving the job performance of the two companies and increasing their productivity level, as the research will greatly help in identifying these strategies and their type, which contribute to raising the level of job satisfaction, and thus achieving the organizational goals of the two companies in a better way. The research can also help in reducing the rate of employee turnover by knowing and understanding the factors and causes that have an impact and role in achieving customer satisfaction, The research will also help in making recommendations that help support a healthier work environment that supports employee well-being and thus makes companies stronger in terms of competencies, The study of strategies can be used to enrich new future research and benefit from the results.

Since job satisfaction is not just the responsibility of management, but requires cooperation from the stakeholders, by presenting these strategies and techniques that can be used, the research helps in creating channels for implementing the strategies. These strategies may consist of advice such as holding meetings, creating systems related to open complaints and comments, providing means of electronic communication, encouraging cooperation and teamwork, organizing multidisciplinary work opportunities, and providing workshops and training sessions.

EXISTING WORK AND LITERATURE REVIEW

Introduction

In this chapter, all the literature related to the topic of job satisfaction improvement strategies in Oman Broadband Company and Hydrocarbon Finder Company will be discussed. This chapter will reveal a set of research studies that were conducted on a wide scale in multiple locations, where all the results that were focused on will be summarized. In this chapter, we will try to identify all the studies and work on comparing them and linking those studies to the current research. After that, all the literature will be analyzed the topic will be highlighted from several aspects and the viewpoints of researchers and experts in organizational culture and the administrative aspect will be identified.

Existing work

In this aspect, the study highlights a group of studies related to the current study, as the study focuses on analyzing and evaluating strategies to improve job satisfaction in companies, specifically in a company in the oil and gas sector and another company in the field of communications. In this case, studies related to strategies to improve job satisfaction will be collected, as studies similar to the research topic will be reviewed.

Literature Review

The Role of Job Satisfaction on Psychosocial and Mental Health in Oil & Gas Employees: A Systematic Review

This article was written by Muhammad Rani and Kamrun Zaman (2023). This article focuses on reviewing some of the methodologies that help in exploring the relationship between employee job satisfaction and the psychological, social, and mental health of employees in the oil and gas sector. It highlights how employee job satisfaction affects their mental and psychological health. The article has addressed the difficult challenges faced such as high levels of stress and difficult working conditions. This review summarizes the results from different studies and thus increases job satisfaction with the best outcomes in mental health. (Mohd Rani & Kamarunzaman, 2023)

Advantages: One of the positive aspects of this article is that it provides a new and different approach to complex interaction methodologies regarding job satisfaction and studying the impact of job satisfaction on employees’ mental health. The article also focuses on the oil and gas sector, which is important for understanding all the social and psychological challenges that employees face in high-risk environments. The article highlights the organizational policies used by companies, the main goal of which is to achieve a higher level of employee satisfaction and care for their mental health, especially in difficult professional environments, and to encourage initiatives that play a prominent role in employee satisfaction and productivity.

Disadvantages: The disadvantages of the article are that the article focused only on a limited scope the results were generalized to other scopes, and the conclusions of the review depended on the scope and quality of the included studies, which may vary widely, and there is a lack of studies that were prepared on cross-sectional data. The study used some definitions and measures, and thus comparisons become complex and it is difficult to organize the results.

The Mediating Role of Job Satisfaction on the Relationship Between Human Resources Management Strategies and Employee Performance in Waha Oil & Gas Company in Libya

This article deals with some topics related to the mediating role of job satisfaction in the relationship between human resource management strategies and employee satisfaction in the Waha Oil and Gas Company in Libya and focuses on how human resource management practices such as training and performance evaluation affect feelings of job satisfaction and thus obtain better employee performance. The study also concluded that these strategies have a role in making things go better. (Marhil & others,2023)

Advantages: This article has some advantages as the study presents some ideas and methodologies that are applied in the oil and gas sector in Libya and also addresses other areas in the human resources aspect. The article also played a role in analyzing ideas and understanding the deeper methodologies that have a direct impact. The results of this article help human resources specialists in designing better strategies. There is also harmony in the ideas and presenting some stories that were put as evidence.

Disadvantages: There are some shortcomings and weaknesses in the article, including that the article mentioned only one company, and therefore there was no clarity in applying some of the results to all sectors or organizations. Also, the data collection methods were not sufficient to collect more extensive information. Also, the data collection system and research design were not good enough to see the dynamic nature of employee satisfaction. Also, the economic and cultural boundaries in Libya may have an impact on the results, and therefore there is difficulty in applying some of the results globally.

The Impact of Strategic Human Resource Management on Employee Job Satisfaction: A Study of Selected Oil and Gas Companies in Nigeria. West African Dynamic Journal of Humanities, Social Sciences, Management and Education.

This paper focuses on the impact of strategic human resources on employee satisfaction in oil and gas companies in Nigeria and explains how human resources business and methodologies are used to achieve better customer satisfaction levels. The study also addresses various aspects of the administrative system in Nigeria and how methods and approaches are managed which in turn help companies compete and achieve customer satisfaction in competitive conditions. The article also highlighted the business objectives that lead to a motivated workforce. (OKPIMAH & other 2022)

Advantages: Among the advantages of the article is that it showed the challenges and difficulties facing companies in the oil and gas industry. The study sheds light on the objectives of the system, as the study focuses on knowing the impact of strategic human resources on employee satisfaction. The study relied on cross-sectional research. Among the advantages of the study is that the study community consists of 2512, as the study community is very large. The random sample method and descriptive statistics were used, and some valuable and useful tests were used, such as correlation tests and the Jack-Bera natural test.

Disadvantages: The article explained the strategies from the point of view of some employees working in the institutions, and this does not necessarily show administrative points of view, as it requires considering administrative opinions such as taking information from administrators, and those working in leadership positions because they have deeper and more extensive ideas, and this is related to the means that can be used to meet the requirements, skills and specific procedures, and there is also a clear deficiency in the methodology used in the research.

Assessment of work-life-balance and employee job satisfaction in oil and gas firms in the Niger Delta region of Nigeria

This study focuses on the work-life balance and the impact of this methodology on employee satisfaction in oil and gas companies in the Niger Delta region of Nigeria. The main objectives of this article are to study the impact of administrative support and its role in employee retention and to determine the survey method. The study population is 4410 employees from ten oil and gas companies. The sample size studied is 254 employees, and the Taro Yaman formula was used to determine the sample size. The study focused on the positive impact of administrative support on employee retention, specifically in oil and gas companies. (Uchenna & other,2024)

Advantages: This article contains models, basics, and confirmed statistical tables that help support information and ideas. The article contains a set of hypotheses that in turn help clarify administrative support, which has a significant impact on creating levels of satisfaction among employees in oil and gas institutions. The article shows the impact of family support on employee commitment and work-life balance. There are many factors that the article showed, such as job security, the reward system, performance appreciation, and career growth plans for each job for employees in organizations, which help support job satisfaction and enhance employee productivity.

Disadvantages: The study was not on a large scale, and the research sample was limited to a small group of a very large community. The research sample was not fair for research that contains a title that includes a wide scope such as the scope of oil and gas, and this in itself affects the final results. The article is also considered short and does not contain enriching information that matches the topic of the article. Although the article showed logical results such as the existence of an important relationship between the work environment, commitment, and family support, there are still gaps in the research due to the failure to highlight other aspects.

Innovative behavior and employee job satisfaction in the telecommunications sector. Economic Review: Journal of Economics and Business

This article focuses on the telecommunications sector and the service industry and determines the organizational behavior of companies in terms of innovation through several different factors whose number, direction, and intensity have not been determined, but the article explains the impact of job satisfaction on the development of the creative capabilities of telecommunications operators by examining the effectiveness of human resource management practices in the innovation process. The methodology consists of appropriate tools to assess employee satisfaction and also creative behavior and how organizational behavior affects job satisfaction. (Hrnjic & others,2018)

Advantages: The article explained the data analysis by linear regression and focused on showing some criteria and factors such as professional competence, commitment to difficult tasks, management practices, working conditions, corporate culture, and also compensation systems. A set of methods, techniques, and new work tools were mentioned, solutions to some issues were found and the continuous changes in the work environment were studied. Models based on research hypotheses were also explained, which confirm that job satisfaction has a direct impact on the creative behavior of employees.

Disadvantages: This article did not explain some of the ideas that should be discussed about the topic. The topic was not well supported as the article contained information on how to expand the success of companies in different sectors of the economy, especially in the telecommunications sector. The article was also based on old information and evidence from previous decades. The article did not contain supporting graphs, but only simple tables. The article discussed only limited factors and the article was supposed to be rich in sufficient explanation of the mechanisms through which employee satisfaction can be achieved.

Job satisfaction and employee performance within the telecommunication industry in Kenya: a case of Airtel Kenya limited

The article highlights how organizations develop and achieve their goals. This study focuses on all the factors that have a direct impact on employee satisfaction at Airtel Kenya Limited. Specifically, the study focused on identifying the impact of talent development on employee satisfaction, determining the extent to which rewards affect employee satisfaction, and determining the impact of organizational structure on employee satisfaction. The study also contains a set of experimental and theoretical studies through which the factors that are likely to have an impact on employee retention are evaluated.

Advantages: The study contained a set of useful statistical tools, as the study adopts a descriptive research survey, the descriptive research survey is considered one of the most important research structures, and inferential statistics were used, specifically the correlation matrix and multiple regression analysis, and the survey strategy was used for the study, as this strategy is considered good and effective because it helps in allowing the collection of large amounts of data from a very large community in a more economical way, and the advantages of this article are that in this study the statistical program for social sciences SPSS was used.

Disadvantages: The article did not contain any supporting graphs or statistical tables representing samples or explaining some of the numbers mentioned. It is also clear that the article did not discuss in detail the impact of organizational structure on job satisfaction, and some of the performance evaluation mechanisms or human resources policies used were not mentioned, the sample size is also limited, as the study only targeted 20% of the total employees, and the research results were based on the conditions and factors present in the company during the study period. The conclusions of the research study are also limited and are restricted to some unique factors related to the company, and these conclusions may not be identical to the conclusions reached by some companies.

The impact of employee satisfaction on innovation capacity in telecommunications

This article explains the prevailing feature of the business environment that has an impact on the strategy life cycle, business orientation, operations, and individual employee processes. The article also explains the different contexts that act as key drivers in supporting the successful operator with change and implementing all ideas. The article also explains the telecommunications sector and innovation management. The article aims to explore the impact of job satisfaction on the creative capacity of telecommunications operators in Bosnia and Herzegovina by evaluating the effectiveness of human resource management practices in the innovation implementation process. The article contains appropriate methodologies and tools for evaluating job satisfaction and employee behavior and then analyzing the primary data using the linear regression method. (Hrnjic, and Djidelija,2020)

Advantages: The article contains useful information, such as the methodologies that presented the new ideas, and it contains information from the questionnaire. The questionnaire was created by combining the two standard tools in scientific research designed to examine employee satisfaction with their jobs. The article also contains individual analysis models for the dependent variables related to creative behavior, and Cronbach’s alpha test was used for reliability.

Disadvantages: The information was collected through a questionnaire, but the questions were not sufficient as it contained 33 questions with different segments, but the questionnaire questions focused on the leadership skills of supervisors and other co-workers, ethical standards, job security, and adequacy of compensation, but the topic such as personal relationships or performance and issues related to the possibility of demonstrating innovative behavior were not covered. The article could not show new work methods, tools, and techniques, but also find solutions to current problems and a new approach to work tasks.

Leadership, learning organization, and job satisfaction in Ghanaian telecommunications companies

This article focuses on exploring the relationship between the organization and leadership dimensions of employee job satisfaction. The sample in this study included employees working in major telecommunications companies operating in Ghana. Data in this article was collected through a questionnaire distributed to 700 people and 500 responses were obtained. The results of this article indicated that leadership behaviors have a significant positive impact on organizations with an increasing number of workers, especially in the knowledge sector in Ghana. The article focused on explaining the benefit of enhancing skills in transformational leadership and mentioned some examples encouraging continuous learning and innovative activities and providing education and training and some monetary incentives that help in retaining employees with excellent talent. This research study is also useful in raising awareness of business organizations regarding the impact of leadership and learning practices in the organization on job satisfaction. (Nyukorong,2019).

Advantages: The article contains important information such as the practices of organizations, the implementation of principles, the promotion of continuous learning, the views and behaviors of employees regarding their work and increasing their satisfaction, the changing behaviors that are achieved by organizations in response to external conditions and do not result in any beneficial effects on the organization’s performance and how to increase employee satisfaction and improve their job performance. The article also explains several elements such as the operational effectiveness of organizations and how to acquire experiences and skills such as professional skills and strengthening personal relationships.

Disadvantages: There are some weaknesses in the data analysis and results, as there is variation in the measurement method and research conclusions, as the random dimensions of the methodologies used in management were not specified, and the current study applied the impact and role of managers’ dealings in the telecommunications company on employees, and the structure of the organizations, mission and distribution throughout Ghana were not discussed, and no changes were made to the questionnaire which did not achieve a good response due to the weakness of the sample and the small number of employees.

Impacts of job stress and overall compensation benefits on employees’ job satisfaction with moderation effect of leadership: an empirical study in the telecommunication industry of Cameroon

The article focuses on the impact of human resource management and self-motivation in the telecommunications industry and telecommunications companies in general in Cameroon and the impact of work stress and some of the total compensation benefits on employee job satisfaction with the moderating effect of leadership. The article highlights how to take steps to find strengths and weaknesses in enhancing the process of increasing efficiency in companies and how job satisfaction affects achieving excellence and providing quality services in the telecommunications industry. The article explains that telecommunications is an important industry among the basic industries in a weak-performing sector in Cameroon, but the industry is growing increasingly by adopting some practices. The main purpose of this article is to explore the effects of work stress, work environment, benefits, compensation, total wages, leadership, and the moderating role of leadership in reaching employee job satisfaction. (Tian &other ,2020)

Advantages: The article highlighted some positive ideas such as the performance of the telecommunications industry in Cameroon and how proper human resource management contributed to employee satisfaction thus harnessing the success of companies and then achieving economic value, how to achieve profit and the contribution of companies to the GDP and increasing the revenue sector and the role of government in supporting telecommunications companies and how the quality of service and compliance with managers’ controls can affect reaching complete job satisfaction. The article also focused on government regulations and industrial competition and their role in managing companies and thus achieving psychological stability for workers in telecommunications companies.

Disadvantages: The sample size of 515 is considered an average sample. The random sampling method was chosen to select the respondents. The article does not contain information such as the impact of leadership work or negative effects and challenges or problem-solving methods such as how to reduce work stress. Ideas such as issues and challenges were addressed but no solutions or best practices were presented and it was not explained how the environment can play a crucial role in achieving employee satisfaction

The Role of Job Satisfaction in Enhancing Service Quality Provided by The Public Telecommunication Corporation in Yemen

The article aims to study employee satisfaction and morale. The article focuses on Kasaba Telecom Limited Expresso Company. The study focused on achieving the objectives, which include identifying employee satisfaction and identifying the effects of low employee morale and job dissatisfaction on productivity. It explains how the work environment and employee job satisfaction can play a role in developing their strengths through training and mentoring. Studies have shown that salary and reward can reduce low employee morale, job dissatisfaction, nature of work, and appreciation. The article also contains administrative recommendations, policies, and measures that help address the issue to enhance employee morale and conduct continuous assessments to monitor job satisfaction and service and interventions to increase the level of job satisfaction. (QASSEM & others,2021)

Advantages: The article explains several aspects of corporate changes over time the factors that have an impact on employee satisfaction and the creation of some new standards for organizational effectiveness to gain some competitive advantages and environments that are full of challenges, turbulent and unpredictable, as the article focuses on how organizational competition can achieve, The article has explained some information about achieving employee satisfaction and some problems such as problems in communicating the vision, motivating employees, problems in demonstrating trust and loyalty, and developing teams.

Disadvantages: The article did not explain the management practices used in creativity, innovation and commitment in organizations, and how to achieve some individual goals and improve organizational performance. The article also did not explain the appropriate solution to some problems such as absenteeism, refusal to provide services or strike, grumbling, lack of motivation and interest, and how to solve the problems of low creativity and innovation, lack of cooperation between organizations, preventing the satisfaction of organizational goals and reducing efficiency. The article focused on studying a limited group of companies.

Research gap

The scope of the studies appears to be limited, as studies have focused on specific regions and specific companies, which affects the generalizability of the results. There is a greater need for other studies that include broader areas of organizations through geographical locations to confirm the validity of the results. There is a gap in some studies that track changes in employee satisfaction, especially in high-stress industries such as oil and gas. Intermediary factors such as mental health and employee performance have not been highlighted. The methodological rigor is also insufficient, as many articles point to weaknesses such as sample sizes or outdated data collection methods. Cultural factors on employee satisfaction have not been examined. There is a gap in understanding how cultural differences affect and relate to employee perceptions, especially in companies operating in diverse environments such as multinational companies.

RESEARCH METHODOLOGY

Introduction

This chapter explains the methodology used in the research. This research focuses on analyzing and evaluating the strategies to improve employee satisfaction in Oman Broadband Company and Hydrocarbon Finder Exploration and Production Company, as employee satisfaction is an important and decisive factor in employee performance and then retention and raises the performance of the organization in general, as this chapter will explain the research design, data collection methods, study area, research period and method of using secondary data. The research methodology is considered a basic method for understanding how employee satisfaction is within institutions and in the work environment, which helps identify strategies that positively impact achieving high employee productivity in the organization.

Background

Job satisfaction is the extent to which employees feel completely satisfied with the work environment, the basics of work, and the achievement in roles. It includes some factors and is related to them, such as working conditions, benefits, appreciation, training courses, and good salary. High levels of employee satisfaction are associated with increased employee motivation, reduced turnover, and improved organizational performance. “In recent years, there has been increasing interest in companies’ relentless pursuit of achieving employee satisfaction, especially in the context of the Middle East, where economic and cultural factors play a role in influencing workplace dynamics,” as the Sultanate of Oman has witnessed some major changes in the labor market due to the interest and pressure on the government to achieve Oman Vision 2040 and the influx of foreign investment. (Scarpello&Campbell,2023)

The importance of job satisfaction is in retaining employees, as it is difficult for employees to leave their jobs, especially if they are completely satisfied with their current jobs, and it reduces the costs of labor turnover. High job satisfaction also helps increase productivity and improves the quality of work. Job satisfaction is also linked to job commitment. When employees are satisfied, they are committed to performing their work and enhance the culture of the workplace. Job satisfaction is also linked to lower levels of stress and mental health among employees.

Research Design

The research design uses a single approach for this study, focusing on collecting qualitative and secondary data. This approach helps to closely identify the work environment, employee satisfaction strategies, and the mechanisms used without resorting to statistical data, as the research topic focuses on the theoretical and descriptive aspects and relies on qualitative data.

Research design is considered a good framework that helps in determining some of the methods used and that the researcher can use to “begin completing a study and facilitate the use of research methods and helps in starting to prepare some studies that have a role in achieving high success and helps in clarifying the research and its type if it will use a survey or qualitative information from book sources” (Dannels,2022)

Data collection

The information will be collected through secondary data and its sources are available on the Internet, books, and some previous studies that were studied by some scientists and experts in human resources, and some advanced field studies from different countries, which enhances the quality of the research. The research will also depend on theories and strategies that are mentioned in prestigious electronic journals and reliable websites.

Study area

This research will focus on two specific organizations within Oman:

The area and scope of the study focus on two companies:

1- Oman Broadband Company: It is considered one of the leading companies in the field of telecommunications services in the Sultanate of Oman and was established to enhance the role of telecommunications at the state level. The company emphasizes that employee satisfaction is an essential element in its organizational strategies, and this is evident in the work environment. The company has implemented many initiatives that aim to deepen employee satisfaction, such as flexible work schedules, employee appreciation programs, training opportunities, and courses.

2- Hydrocarbon Finder Company: Hydrocarbon finder Company operates in the oil and gas sector and faces some challenges related to employee satisfaction due to the demanding nature of oil extraction and the industrial world that requires other skills. The company has realized the importance of employee satisfaction through strategies that focus on compensation and development programs and activities.

Both companies are considered among the most famous companies in the Sultanate of Oman and provide high-quality services with speed and reliability. The two companies are distinguished by their flexibility and multiple services to customers. The two companies have an impact on increasing and raising the gross domestic product and have an impact on the economy. Conducting a study in these two sectors helps in obtaining high levels of information so that some of the successful strategies implemented by the two companies can be identified to achieve this brilliance and success in the two fields.

Secondary data

In this research, secondary data is represented in several bases and points, which are:

Qualitative sources

Company reports: Company reports contain some accurate data that may help in interpreting matters and knowing how the company’s role is proceeding whether there are opportunities for growth and individual career development within the company or not and whether the company provides employees with a definition of their career orientations or not, as satisfied employees can work as a tool for verbal promotion of the institution and are considered of great importance, and thus company reports can help in knowing the average perceptions of employees towards their organization and thus lead us to the line of communication.

Previous studies and academic journals: Academic journals and previous research are considered some of the most important references through which literature can be reviewed and organizational behavior can be explored and a wealth of information can be obtained about everything related to theoretical frameworks and some experimental studies, and academic journals and studies will help in forming an important and useful information collection tool in the research.

Reports of government bodies and publications: You can use reports issued by some industrial bodies and publications that clarify trends in economic conditions in the country and even in the labor market and what is happening in employee layoffs and know some of the factors that lead to employee turnover and lower levels of employee satisfaction, especially in the communications sector and the oil and gas sector, as these reports and publications help understand all external factors and interpret the results.

Data analysis

Qualitative data will be analyzed using one of the tools available in Microsoft software, where Excel will be used to analyze the data, as the program helps in displaying graphs and explaining the diagram in a good way so that the data can be analyzed and results and ideas can be extracted.

Ethical considerations

“Ethical considerations are some values ​​that the researcher must have while taking samples and starting the study in the study community. Ethical considerations help in sublimely completing the research without violating any standards or breaching any laws.” In this context, several foundations will be focused on during the research: (Cacciattolo,2021)

Obtaining approval: This study will not be conducted except through approval with the two companies and ensuring that both companies have no objection to conducting the study, and permission will be sought from the departments in which the study will be conducted.

Confidentiality: The information that will be obtained will be preserved, as all information that the researcher will take will be shrouded in secrecy and ambiguity and will be used for research purposes only. Credibility: All information that will be issued in the research will be characterized by high credibility and all information will be real and no unreal ideas will be written. Limitation of the study

“The limitations of the study are the practical or theoretical flaws in the study that are often beyond the control of the researcher, as some points are considered weak and reduce the possibility of generalizing some of the study’s conclusions that may arise in research. Sometimes the limitations arise from concrete circumstances before time constraints or the weakness of the study sample” ( Akanle &other ,2020).

Limitations of the study: The study is very limited and focuses only on two companies, as the results cannot be generalized after obtaining the conclusions, which in turn reduces the ability to expand the study into other areas or adopt the ideas presented by the study. Focus on secondary sources: For the study to be more realistic, it must include some surveys and polls as well as interviews, which gives it sufficient depth to benefit from the study, while the study derives ideas from secondary sources and draws inspiration for the basic and final ideas from secondary sources. Time constraints: The period during which the study is conducted seems less than the period during which the study is supposed to be conducted, as the longer the period, the more the researcher can expand the scope of the study and learn more information with higher quality and in a better course, and this affects the data and leads to poor data quality and superficial analysis.

DATA ANALYSIS AND DISCUSSION

Introduction

The study is related to the topic of (analysis and evaluation of job satisfaction improvement strategies in (Oman Broadband Company and Hydrocarbon Finder Exploration and Production Company). This study consists of a set of basic elements, as the focus is on job satisfaction improvement strategies in human resources. Two companies were selected, one in the communications sector and the other in the oil sector, namely Oman Broadband Company and Hydrocarbon Finder Company. Oman Broadband Company is considered one of the leading Omani companies that has a major role in supporting communications in the Sultanate of Oman and achieving Oman Vision 2040.

The company also aspires to develop the communications sector in the Sultanate of Oman, and the government supports the role of communications. The other company is Hydrocarbon Finder, which is one of the oil companies in the Sultanate of Oman and which seems to have a major role in oil exploration. These two companies must have a major and influential economic role on the level. In this chapter, all the answers reached through the current study of the two companies will be discussed regarding strategies to improve job satisfaction.

In this chapter, all the results obtained through the interview are sorted and then all the results are discussed with a focus on all the elements related to the strategies for improving job satisfaction in the two companies such as strategies, challenges, issues, solutions, and best practices and discussing all the results and analyzing all the ideas and points of view.

Analysis techniques/software/methods

Data collection resources

Since the study relies entirely on one type of data, which is secondary data only such as books, electronic articles and newspapers, in this chapter all of these data were used to obtain good cognitive support, as the research topic focuses on evaluating strategies to improve job satisfaction. Internet sites were also used to enhance the research project, and sites that contain abundant information. The official website of Hydrocarbon Finder and Oman Broadband Company were visited, and all secondary materials were collected, in addition to newspapers and articles that give the quality of the research and provide a set of facts.

Data collection and discussion

In this section, a discussion will be made of all the data related to the two companies, Oman Broadband Company and Hydrocarbon Finder Company, and what are the strategies for improving job satisfaction used, as these two companies were able to achieve high productivity and their main role is prominent in the Sultanate of Oman and is among the first-class companies in the Sultanate of Oman, and therefore each company must have specific strategies specific to it. In this context, a comparison will be made between the strategies used by the two companies.

Job satisfaction strategies in Oman broadband company

Open communication channels

Oman Broadband Company uses one of the modern strategies to achieve employee satisfaction, as one of the strategies used is to enhance effective communication between all employees in the company and create a communication network between employees and the company itself, as achieving job satisfaction is very important when the employee is satisfied with the work environment, he is more productive and happy, as satisfaction at work is not considered a mere administrative responsibility, but rather requires cooperation between all individuals and all concerned parties, as there is communication and open communication channels that help employees express their opinions and then all their concerns with complete freedom, and this is done by holding regular meetings between management and employees and creating some systems that can receive some complaints and comments, whether negative or positive comments, and providing all means of vital communication in the work environment or electronic communication such as emails and chat communities in Microsoft.

Encouraging cooperation and teamwork

Oman Broadband Company targets employees who work individually and establishes some strategies that help engage employees and creating cooperation between them. This is evident in the employees’ dealings with each other. This is done by creating multiple teams from all specializations to enhance and enhance cooperation between all departments. The company focuses on having workshops from time to time and some training sessions and strategies that highlight all the cooperative skills between employees and effective communication.

Figure 1: Employee Satisfaction Improvement Strategies Used in Oman Broadband Company

The above chart shows the strategies used by Oman Broadband Company. The information was obtained from the company’s annual reports. The strategies are: enhancing effective communication, creating a network among employees, cooperation between individuals and stakeholders, holding regular meetings, and providing all vital means of communication such as emails and chat communities. It seems that the highest strategy applied is creating a network among employees, with a score of 68. The least used strategy is providing vital communications such as emails and chat communities, with a score of 45.

Conduct training programs for professional growth

The company highlights that employees should have the ability to grow professionally and develop continuously, as employees feel permanent satisfaction, enjoyment, and happiness in their work, and this cannot be achieved under good conditions and a cooperative climate. “Some companies organize training programs in the belief that these workshops and programs can change the routine at work and increase opportunities for promotion for those who deserve it from employees who work hard and diligently.” (Abubaha,2023)

In Oman Broadband, some benefits and rewards are provided from time to time on occasions and gifts for employees such as Omani Women’s Day on the National Day and also on other holidays (Eid Al-Fitr and Eid Al-Adha) and some promotional offers and incentives are provided such as vacations and competitions with valuable prizes. The company also organizes some celebrations such as honoring distinguished employees to enhance belonging and increase appreciation.

Figure 2: Oman Broadband Company Professional Development Programs

The above graph shows training programs for professional development, as these programs are summarized in providing workshops and programs and providing promotion opportunities for hardworking employees presenting gifts on holidays and occasions, presenting awards such as vacations and valuable awards, and honoring distinguished employees. The highest percentage in the graph was 55.8, which represents providing workshops and programs, and the lowest percentage in the graph was 25.8, which represents honoring distinguished employees.

Providing a healthy and safe work environment for employees

“All employees feel satisfied when the work environment is safer, more protected, and looks healthy in terms of ventilation, cleanliness, good smell, and continuous and dedicated repair of faults.” Oman Broadband Company provides a very clean and organized work environment and any technical faults or other technical or furniture faults are repaired continuously and regularly. The environment also provides many advantages such as good smells and providing the necessary personal protective equipment. There is also a room dedicated to rest that contains chairs for relaxation and massage as a way to achieve well-being for employees. This is what the company sought to achieve, which is to have cooperation between all concerned parties to provide this environment. (Abubaha,2023)

Figure 3: Factors that made the work environment safe and healthy at Oman Broadband Company in 2023

The graph above shows the factors that make the work environment safe and healthy, specifically in 2023. The factors were cleanliness and ventilation, continuous repair of faults, personal protective equipment, rooms dedicated to rest, and massage chairs. The percentages vary in different ways, as there is an increase in March for the company to implement these strategies and a decrease in December.

job satisfaction strategies in Hydrocarbon finder E&P company

Since Hydrocarbon Finder is an oil company, the working conditions seem to be more severe in terms of stress and tension and sometimes the work is in an unhealthy environment for employees especially those who work abroad, and this sometimes hurts the final productivity that the company seeks and the company believes that it has not achieved the required level to provide a positive work environment and therefore the company suggests that it implement some strategies and programs, which are:

Stress relief programs

Hydrocarbon Finder cares about the health and well-being of its employees, believing that a clean and healthy work environment plays a major role in creating job satisfaction. The company provides regular breaks in the deserts where oil is drilled, provides vacations from work, and provides some programs that care about physical health, such as medical programs for comprehensive examinations and psychological and mental health programs, such as providing free consultations to get rid of stress, anxiety, and stress resulting from work. “Employees feel satisfied, especially when they know that they are receiving health care and protection from work risks.” The company also tries to involve employees in attending seminars, lectures, and major conferences to enhance their career path. (Niskala &other,2020)

Sessions to discuss issues

Employees often feel valued and trusted when the company cares about them, receives their comments and suggestions, and works to implement those suggestions. Organizing regular meetings for employees helps them know what is troubling and hurting them in the workplace. Hydrocarbon works to open the door to discussing issues and suggestions that will enhance the level of participation and also communication. These sessions enable employees to express their concerns and what bothers them and to make any suggestions that will push their performance to develop and grow. These suggestions highlight any problems that the company may not notice and thus are addressed.

Figure 4: Stress Reduction Programs to Improve Employee Satisfaction at Hydrocarbon Finder

The above graph shows stress relief programs that help improve employee satisfaction at Hydrocarbon Finder. These programs include regular breaks, providing time off from work, programs that focus on physical health, providing free stress counseling, and involving employees in attending seminars and lectures. The highest percentage was 75%, which represents providing time off from work, and the lowest percentage was 50%, which represents involving employees in attending seminars and lectures.

Bonusly Program Application

This program is related to rewards where employees are appreciated through this program and reward points are added to appreciate employees. This type of program is very important in appreciating and honoring employees. Hydrocarbon Finder Company applies it to help employees increase participation points. Therefore, the more these points increase, the more the employee gets a reward such as fair promotions or valuable prizes based on the efforts he made. This is to recognize the efforts of employees and appreciate them and increase the feeling of confidence.

Providing annual bonuses

Hydrocarbon follows a strategy of providing annual bonuses such as salary increases, which are done annually as a form of appreciation, with some bonuses in the form of comprehensive health insurance, some entertainment travel tickets, and some gifts for them and their families. These benefits include appreciation bonuses such as praise, as employees constantly feel that their efforts are trusted and appreciated and have a greater chance of promotions. “Team productivity increases with increased enthusiasm for work when organizations can create a technical gap and leverage technology and retain employees only by maintaining their enthusiasm.”(‌Byrd &other ,2020 )

Figure 5:Employee Reward Strategies at Hydrocarbon Finder

The above chart shows the employee reward strategies at Hydrocarbon Finder, where these strategies focused on several elements, namely the implementation of the Bonusly program, annual promotion, comprehensive health insurance, travel tickets, gifts for families, and the performance points program. As for the implementation of all these features on a weekly, monthly, and annual basis, it is clear that some rewards are done on an annual basis, such as annual promotion, comprehensive health insurance, travel tickets, and gifts for families, while some programs are done on a weekly basis, such as the implementation of the Bonusly program and the performance points program.

Comparison of strategies used in the two companies

METHODOLOGY

Secondary research sources were chosen as a research method that helps in reaching more information with higher accuracy, as research requires a better and more effective source to reach information of greater value. From this standpoint, we browsed the annual reports and documents related to the two companies, as these documents and reports provided us with valuable information regarding the topic of the strategies to improve job satisfaction used and the issues and challenges they face, and helped us by giving us a clear vision of how the company implements these strategies. As for Hydrocarbon Finder, we browsed previous studies, company reports and its website and extracted several ideas and conclusions.

Analyze the collected data

Oman Broadband

Strategies the company uses to improve job satisfaction

The company helps female employees, especially those who come from far away areas and have infants, for example, they are given two days to work remotely. This method made female employees feel satisfied because they have flexible schedules and the remote work application is an ideal option for some companies that want to relieve the nervous and psychological pressure on their employees, especially married women with children, as the nature of the work is compatible with the idea of ​​​​not being present in the organization. There is nothing wrong with that, and thus the management of attendance and departure is good and managed professionally.

The challenges and issues that companies face about job satisfaction.

Despite the existence of effective and clear communication between employees and management, there are some difficulties facing administrators, which is that these channels may not always be available due to pressures at work, and there are some unclear expectations, and thus most goals are confused and these expectations vary among employees in the work environment.

The proposed solutions and best practices that can be applied to address these challenges?

This problem can be solved by keeping all communication channels open, encouraging dialogue rather than engagement, enhancing the level of communication, and having managers make all their expectations clear so that employees are not disappointed when they do not get enough appreciation. Managers should develop clear job descriptions, and study performance measures. Also, all these objectives can be reviewed regularly with all employees to ensure compatibility between them.

Hydrocarbon finder E&P

The strategies do the company use to improve job satisfaction

What makes employees feel most satisfied is cooperation, as some employees face difficulty in engineering drilling sites and dealing with very complex technology and there are many mistakes made by workers. Employees can be completely satisfied, especially when the company creates work teams and facilitates communication between team members and there is easy access to all individual work for all employees and appreciation of their efforts and increased cohesion between them. On the other hand, there is loyalty between employees and the company because there are platforms that help discuss problems.

The challenges and issues that companies face about job satisfaction

Sometimes the work culture does not allow employees to be themselves at work. Sometimes the work culture seems negative and leads to frustration because it expects employees to put in more effort. Despite the difference in abilities and efforts, some employees find themselves unable to complete some tasks. The reason is the high work pressure, which negatively affects the comfort of employees. The second issue is that although managers try to address the problem of lack of flexibility in working hours, they fail because of the fast-paced work requirements that require additional energy and effort, especially for those who work in external work such as drilling engineering.

The proposed solutions and best practices that can be applied to address these challenges

The solutions are easy: encouraging breaks to prevent burnout, recognizing each employee’s contribution, creating clear and precise paths for advancement in the organization, supporting work-life balance, and offering flexible arrangements such as vacations to protect employees from frustration and fatigue. The company culture that involves the idea of ​​working hard to get a lot must also be changed.

FINDINGS, RECOMMEDATIONS AND CONCLUSION

Findings

1- The presence of easy technical tools that facilitate daily operations: The study concluded that the system in both companies may lack technological expansion, especially in the field of improving employee satisfaction, as there are technical tools that facilitate daily operations, for example, those that help in recording attendance and distributing tasks to employees and then following up on them, which increases the enthusiasm of employees to accomplish the work, and for this reason, such systems and platforms can be implemented, which represent a modern requirement for modern human resources. “Some large and modern companies rely on careful attention to all employees and motivating them, and this can only be done by ensuring that the requirements of the facility are met, but also by facilitating the management of various job benefits to improve the performance of the work team and motivate employees to innovate and excel, and this is what the Omani labour market requires” (Byrd & other, 2020).

2-Recognition for professional achievements: The study found that both companies appreciate their employees for all their professional and personal achievements, which enhances their sense of accomplishment and connection within the organization, and it was found that this is reflected in overall performance, and personal recognition helps employees produce better work throughout the year.

3-Public recognition in front of peers: The results showed that employees who feel appreciated for their work are more likely to stay in the organization, and this is evident in the strategies and methodologies of both companies, as public recognition in front of peers plays a role in incentive programs.

4-Sharing ideas, solving problems and feedback: The results obtained show that leaders in both companies seem to listen to employees, such as sharing ideas, solving problems and reaching better solutions, as employees do not feel satisfied unless leaders and managers treat them with respect and provide them with feedback, which makes the internal communication systems in the organization play an important role. The results show the existence of this clear communication, which enables employees to make decisions and focus on the tasks they are doing.

5-Providing a central system to simplify workflow and encourage cooperation and teamwork: The available tools also help in providing a central system to simplify workflow and facilitate all this feedback. The strategies used by Oman Broadband Company are open communication channels, encouraging cooperation and teamwork, conducting training programs that contribute to professional growth, and providing a healthy and safe environment for employees. The Hydrocarbon Company follows some programs such as stress relief programs and the strategy of sessions to discuss issues and problems, which plays a fundamental role in protecting employees in the company.

6-Using programs to measure performance and provide annual rewards: The results summarized that the company also uses programs to measure performance, sort rewards, and provide some annual rewards. The results showed that there are some challenges in Hydrocarbon Finder, which are difficulties in that communication channels may not be available due to work pressures and unclear expectations. Also, the work culture in this company is sometimes negative and leads to frustration, as well as high work pressures and fast-paced work requirements.

Recommendation

The two companies must be able to apply the principles of transparency, as the lack of transparency is a major problem, and reduce those problems that arise from the lack of communication between employees and management, and reduce misunderstanding of organizational decisions and policies, especially those that management relies on and which seem to hurt management and thus job satisfaction.

Management must work in an important way to clarify all policies to employees and provide them with all the information so that the work is performed in a good way and allows it to access everything that can be accessed while performing tasks, and also there must be commitment to all laws, even if these laws are inappropriate and may be complex and flexible, regardless of the efficiency or effectiveness of these laws, as this is the secret, as the laws are what make the matter boring and monotonous and prevent employees from being flexible and contributing at the same time.

Companies should give employees the ability and simple authority to change and also make decisions regardless of their positions and responsibilities. Decisions must be made that help employees get out of their offices and be able to express their opinions. Management must also have sufficient flexibility, planning, and organization.

Management should help employees share data and information that related to their work and also involve them in participation and the ability to amend some decisions, as “employees sometimes feel disconnected from management and thus become like computers that only perform their duties” and implement decisions without moving the emotional sense and thinking about the public interest, which makes job satisfaction non-existent in the long run. (Vermeir&other ,2024)

Employees are motivated to innovate and create when they can participate in making decisions and providing better solutions. Communication must be able to close all gaps, as a successful manager can reduce this gap and organize regular periodic meetings, which makes the relationship flourish between managers and employees as a whole. Companies must also work on organizing the work environment making it suitable for work and reducing tension and pressures so that it is clean safe and free of noise and regulating the degrees of cold and heat. “Companies whose employees are completely satisfied must take some measures, such as equipping the workplace to meet certain conditions, such as cleanliness, ventilation, maintaining employee safety, and reducing noise pollution.” (Vermeir&other ,2024)

Companies must resolve all conflicts and personal disputes that occur between employees or between employees and management, as one of the biggest problems that occur in the work environment and reduce job satisfaction is conflicts. Management must develop some ready-made strategies that can be referred to in the event of any collision or conflict between employees. “Companies that intervene immediately to resolve conflicts always win in achieving the goal of satisfying their employees, and providing solutions plays a role in managing any problem or conflict that is difficult to resolve.” (Spivey &otherm2023)

Justice should not be absent between the company and the employees and there should be complete fairness between the distribution of rights. If there is any gap or problem in the matter of wages, employees feel that nothing is worth working for and feel weak in appreciation. “The absence of justice has a negative impact, and the unfair distribution of wages can only make employees miserable and unable to give.” (Sahito and Vaisanen,2020 )

Companies can work on establishing laws and constitutional foundations that are fixed so that they are followed the management is wise and the door is open for advancement in the career ladder so that the employee can obtain sufficient flexibility to grow on the career ladder. Companies must also provide the commitment to create a balance between work and the individual’s personal life, where the working hours system is flexible and the management conducts a confirmed study so that there is a proportion between working hours and wages. The management must recognize the efforts of employees and every value that the employee enters into the institution has an estimated reward.

Companies should give top priority to mental and physical health, as it is difficult for employees to feel satisfied at work when they are not healthy, whether it is physical, mental, or emotional health. Work culture should not be a place of work addiction, as this increases stress, exhaustion, and deterioration of employees’ health. There should also be special appreciation for distinguished employees who complete work on time and during working hours.

Conclusion

In conclusion, the work environment at Hydrocarbon Finder and Oman Broadband still has some obstacles that prevent it not achieving full job satisfaction, but despite that, there are some opportunities for employees to develop their careers and build clear career path structures that can help employees reduce stress, monitor performance, provide career development opportunities, and talk to employees about their future goals and expectations. On the other hand, Oman Broadband is making an effort to improve job satisfaction among its employees, but to address the problems, there is an opportunity to increase employees’ skills, for example, by sending them to conferences and giving them more projects to expand their experience. We note that at Hydrocarbon Finder, the growth of the business has presented dimensions of challenge, especially for organizations that have to keep up with the new circumstances to ensure that all team members or employees can express their concerns and then schedule all individual interviews.

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