Job Satisfaction at Wells Fargo

Chapter 4

Results and Display of the Data Collection

Statement of Project Purpose The purpose of the study is to examine the correlation between job performance and job satisfaction as it relates to bankers who were hired directly in to Premier sales (external) versus those who were hired with previous experience from the Consumer sales department (internal). The primary question to be answered is: Is job satisfaction a major contributing factor to employee performance? In addition to answering this question, the correlation between job satisfaction and job performance could aid investigating employee retention within Wells Fargo Sioux Falls Premier sales. It can also answer the secondary question: Does satisfied, well-performing bankers come from the internal or external candidate pool?
Report on the Data Collection Experience The Premier Sale Queue consists of fifty-one employee who work with our Wells Fargo Customers. The Survey was delivered by email on Wednesday April 20, 2011. Employees were given three day to complete their survey through an online survey tool. This ensured confidentiality and gave bankers the ability to give their feedback in a private setting. Survey participation was 44%, with fifty –one surveys being set out and twenty –two participants responding. Due to the busy call center environment, employees being sent numerous emails and the overall workload give out, survey participation was a challenge.

Statistical Analysis and Display of Data
The data was analyzed giving thought to the main hypothesis: to find relationships between job performance and job satisfaction. Each factor was rated on a 1-5 Likert scale (1 being strongly agreed and five being strongly disagree). The survey collected 22 responses overall however question number 3 and 8 collected only 21 responses out of a possible 22. Figure 1

Overall Job Performance Questions 11-14 rated overall job performance of participants. Participants were asked to accurately provide their individual performance levels for quarter 1 2011. The survey instrument used a Likert scale ranging from platinum level to copper lever performance appraisal. Figure 2

Internal or External Hire. This section of the survey used to find out background history of the banker of this department. The survey below shows that of the 22 respondents 38.1% were external hires, 33.3% internal hires (consumer sales) 28.6% internal hire (other departments). Of the 22 respondents 1 skipped the question. Figure 3

Gender of the participants was collected in the survey with response percent of 51.1 % Male and 40.9% female. 22 responses were collected no question skipped in this section. Figure 4

Summary of the Results The survey was created to obtain feedback in determining the relationship between job satisfaction and job performance of the Wells Fargo Premier Sales Queue. The survey show of the 10 question asked in the section examining job satisfaction respondent’s answer positively in agreement with the statements. Results show that a majority of the respondents feel optimistic about their future success with Wells Fargo. When looking at the overall job performance an overwhelming of number high performers emerge. 50% percent of the employees are platinum level performer with varying years of experience and pervious background. It was found that there was an pretty even mix of external and internal hires resulting in 60% males and 40% females. Not shown in any of the graph in that the average number of years the employee working for the company was 8.86 years.