A Project Study Report On

Training Undertaken at

Titled JOB SATISFACTION

Submitted in partial fulfillment for the Award of degree of

Bachelor of Business Administration 2013-14

Su!"itted By# $
Sudesh Kumari BBA V Semester "oll no-111#30300$ `

Su!"itted to#$
Ms Nisha Malik ( ecturer!

AR%A &AN%A 'A(A)I*A+%A ,URU&U+

'OR 'AJRA &ARNA+

DECLARATION
%& the under si'ned S()*S+ K(MA"% here,- declare that the .ro/ect 0ork entitled 123B SA4%S5A64%3N7 53" B*S4 533) %M%4*) undertaken durin' the .eriod 5or # 8eeks is the result of m- 38n efforts and the same has not ,een 9re:iousl- su,mitted to an- *;amination of the K("(KS+*4"A (N%V*"S%4 K("(KS+*4"A or an- other (ni:ersit-<

S()*S+ K(MA"%

PREFACE
%t is mandator- for e:er- student of ,achelor of ,usiness administration from A"=A KAN=A MA+AV%)+ A=A >("(K( M3" MA2A"A KA"NA affiliated to K("(KS+*4"A (N%V*"S%4=& K("(KS+*4"A to under'o 9ro/ect trainin' at or'ani?ation location 8ith a 9ro/ect on li:e 9ro'ram< M- trainin' has ,een a faithful e;9erience for me< No8 % 'ot a ,road idea a,out the functionin' of or'ani?ation and this 8ill ,e hel9ful for me in the comin' da-s< %n this re9ort % descri,e the com9an- 9rofile and histor- of the com9an-<

S()*S+ K(MA"%

AC&NO-+.*,.'.NT
% 8ould like to take this o99ortunit- to e;9ress m- 'ratitude to8ards all those 8ho ha:e& in :arious 8a-s& hel9ed me in the com9letion of this 9ro/ect< % also e;9ress m- sincere thanks to m- 9ro/ect 'uide& Mr<SAN)*. .3( & for 'uidin' me ri'ht from the ince9tion till the successful com9letion of the 9ro/ect< % sincerelackno8led'e her for e;tendin' her :alua,le 'uidance& su99ort for literature& critical re:ie8 of 9ro/ect and the re9ort and the a,o:e all the moral su99ort she 9ro:ided me 8ith throu'hout all state of re9ort 9re9aration<

S()*S+ K(MA"%

TABLE OF CONTENT
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Sr. No.
1 2 3 ! # $ % & 1' 11 12

Content
EXECUTIVE SUMMARY INTRODUCTION OF HRM JOB SATISFACTION OBJECTIVES OF STUDY RESEARCH METHODOLO"Y COMPANY PROFILE SCOPE OF JOB SATISFACTION DATA ANALYSIS AND INTERPRETATION SU""ESTION AND RECOMMENDATION LIMITATION OF STUDY BIBLIO"RAPHY ANNEXURES

EXECUTIVE SUMMARY
2o, satisfaction in re'ards to one@s feelin' or state of mind re'ardin' nature of their 8ork< 2o, can ,e influenced ,- :ariet- of factors like Aualit- of one@s relationshi9 8ith their su9er:isor& Aualit- of 9h-sical en:ironment in 8hich the8ork& de'ree of fulfillment in their 8ork& etc< .ositi:e attitude to8ards /o, are eAui:alent to /o, satisfaction 8here as ne'ati:e attitude to8ards /o, has ,een defined :ariousl- from time to time< satisfaction is a 9erson@s attitude to8ards /o,< %n short /o,

2o, satisfaction is an attitude 8hich results from ,alancin' B summation of mans9ecific likes and dislikes e;9erienced in connection 8ith the /o,- their e:aluation ma- rest lar'el- u9on one@s success or failure in the achie:ement of 9ersonal o,/ecti:e and u9on 9ercei:ed com,ination of the /o, and com,ination to8ards these ends< Accordin' to 9estone/ee& 2o, satisfaction can ,e taken as a summation of em9lo-ee@s feelin's in four im9ortant areas< 4hese areC 1< 2o,-nature of 8ork (dull& dan'erous& interestin'!& hours of 8ork& fello8 8orkers& o99ortunities on the /o, for 9romotion and ad:ancement (9ros9ects!& o:ertime re'ulations& interest in 8ork& 9h-sical en:ironment& and machines and tools< 2< Mana'ementsu9er:isortreatment& 9artici9ation& re8ards and 9unishments& 9raises and ,lames& lea:es 9olic- and fa:oritism< 3< Social relations- friends and associates& nei'h,ors& attitudes to8ards 9eo9le in communit-& 9artici9ation in social acti:it- sociali,ilit- and caste ,arrier< 4< .ersonal ad/ustment-health and emotionalit-<

2o, satisfaction is an im9ortant indicator of ho8 em9lo-ees feel a,out their /o, and a 9redictor of 8ork ,eha:ior such as or'ani?ational citi?enshi9& A,senteeism& 4urno:er< 2o, satisfaction ,enefits the or'ani?ation includes reduction in com9laints and 'rie:ances& a,senteeism& turno:er& and terminationD as 8ell as im9ro:ed 9unctualit- and 8orker morale< 2o, satisfaction is also linked 8ith a healthier 8ork force and has ,een found to ,e a 'ood indicator of lon'e:it-< 2o, satisfaction is not s-non-ms 8ith or'ani?ational morale& 8hich the 9ossessions of feelin' ha:e ,ein' acce9ted ,- and ,elon'in' to a 'rou9 of 6

em9lo-ees throu'h adherence to common 'oals and confidence in desira,ilit- of these 'oals< Morale is the ,--9roduct of the 'rou9& 8hile /o, satisfaction is more an indi:idual state of mind<

INTRODUCTION TO HUMAN RESOURCE MANA"EMENT

De()n)t)on
Edwin Flippo defies HRM as planning, organizing, direc ing, con rolling of proc!re"en , de#elop"en , co"pensa ion, in egra ion , "ain enance and separa ion of $!"an reso!rces o $e end $a indi#id!al, organiza ional and social o%&ec i#es are ac$ie#ed'(

Fe*t+re, o( HRM or -.*r*-ter),t)-, or n*t+re

1' HRM in#ol#es "anage"en f!nc ions li*e planning, organizing, direc ing and con rolling 2' + in#ol#es proc!re"en , de#elop"en , "ain enance of $!"an reso!rce 3' + $elps o ac$ie#e indi#id!al, organiza ional and social o%&ec i#es 4' HRM is a "ig$ , disciplinar, s!%&ec ' + incl!des $e s !d, of "anage"en ps,c$olog, co""!nica ion, econo"ics and sociolog,' 5' + in#ol#es ea" spiri and ea" wor*'

E/o0+t)on o( HRM
-$e e#ol! ion of HRM can %e raced %ac* o .a! il,a /r $a 0$as ra w$ere $e reco""ends $a go#ern"en "!s a*e ac i#e in eres in p!%lic and pri#a e en erprise' He sa,s $a go#ern"en "!s pro#ide a proper proced!re for reg!la ing e"plo,ee and e"plo,ee rela ion +n $e "edie#al i"es $ere were e1a"ples of *ings li*e /lla!din .$il&i w$o reg!la ed $e "ar*e and c$arged fi1ed prices and pro#ided fi1ed salaries o $eir people' -$is was done o fig$ infla ion and pro#ide a decen s andard of li#ing

2!ring $e pre independence period of 1324 $e rade !nion e"erged' Man, a! $ors w$o $a#e gi#en $e $is or, of HRM sa, $a HRM s ar ed %eca!se of rade !nion and $e Firs 5orld 5ar' -$e Ro,al co""ission in 1331 reco""ended $e appoin "en of a la%o!r welfare officer o loo* in o $e grie#ances of wor*ers' -$e fac or, ac of 1342 "ade i co"p!lsor, o appoin a la%o!r welfare officer if $e fac or, $ad 544 or "ore $an 544 wor*ers' -$e in erna ional ins i ! e of personnel "anage"en and na ional ins i ! e of la%o!r "anage"en were se !p o loo* in o pro%le"s faced %, wor*ers o pro#ide sol! ions o $e"' -$e 0econd 5orld 5ar crea ed awareness regarding wor*ers rig$ s and 13446s o 13646s saw $e in rod!c ion of new ec$nolog, o $elp wor*ers'
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-$e 13646s e1 ended $e scope of $!"an reso!rce %e,ond welfare' 8ow i was a co"%ina ion of welfare, ind!s rial rela ion, ad"inis ra ion oge $er i was called personnel "anage"en ' 5i $ $e second 5 ,ear plan, $ea#, ind!s ries s ar ed and professional "anage"en %eca"e i"por an ' +n $e )46s $e foc!s was on efficienc, of la%o!r wile in $e 746s $e foc!s was on new ec$nolog,, "a*ing i necessar, for new r!les and reg!la ions' +n $e 346s $e e"p$asis was on $!"an #al!es and de#elop"en of people and wi $ li%eraliza ion and c$anging ,pe of wor*ing people %eca"e "ore and "ore i"por an $ere %, leading o HRM w$ic$ is an ad#ance"en of personnel "anage"en '

S-o1e o( HRM2(+n-t)on, o( HRM

-$e scope of HRM refers o all $e ac i#i ies $a co"e !nder $e %anner of HRM' -$ese ac i#i ies are as follows

1. H+3*n re,o+r-e, 10*nn)n4 56 H!"an reso!rce planning or HR9 refers o a process %, w$ic$ $e co"pan, o iden if, $e n!"%er of &o%s #acan , w$e $er $e co"pan, $as e1cess s aff or s$or age of s aff and o deal wi $ $is e1cess or s$or age' 2. Jo7 *n*08,), 9e,)4n 56 /no $er i"por an area of HRM is &o% anal,sis' :o% anal,sis gi#es a de ailed e1plana ion a%o! eac$ and e#er, &o% in $e co"pan,' ;ased on $is &o% anal,sis $e co"pan, prepares ad#er ise"en s'

3. Re-r+)t3ent *n9 ,e0e-t)on 56 ;ased on infor"a ion collec ed fro" &o% anal,sis $e co"pan, prepares ad#er ise"en s and p!%lis$es $e" in $e news papers' -$is is recr!i "en ' / n!"%er of applica ions are recei#ed af er $e ad#er ise"en is p!%lis$ed, in er#iews are cond!c ed and $e rig$ e"plo,ee is selec ed $!s recr!i "en and selec ion are ,e ano $er i"por an area of HRM' . Or)ent*t)on *n9 )n9+-t)on 56 <nce $e e"plo,ees $a#e %een selec ed an ind!c ion or orien a ion progra" is cond!c ed' -$is is ano $er i"por an area of HRM' -$e e"plo,ees are infor"ed a%o! $e %ac*gro!nd of $e
3

co"pan,, e1plain a%o! $e organiza ional c!l !re and #al!es and wor* e $ics and in rod!ce o $e o $er e"plo,ees' !. Tr*)n)n4 *n9 9e/e0o13ent 56 E#er, e"plo,ee goes !nder raining progra" w$ic$ $elps $i" o p! !p a %e er perfor"ance on $e &o%' -raining progra" is also cond!c ed for e1is ing s aff $a $a#e a lo of e1perience' -$is is called refres$er raining' -raining and de#elop"en is one area were $e co"pan, spends a $!ge a"o!n ' #. Per(or3*n-e *11r*),*0 56 <nce $e e"plo,ee $as p! in aro!nd 1 ,ear of ser#ice, perfor"ance appraisal is cond!c ed $a is $e HR depar "en c$ec*s $e perfor"ance of $e e"plo,ee' ;ased on $ese appraisal f! !re pro"o ions, incen i#es, incre"en s in salar, are decided' $. Co31en,*t)on 10*nn)n4 *n9 re3+ner*t)on 56 -$ere are #ario!s r!les regarding co"pensa ion and o $er %enefi s' + is $e &o% of $e HR depar "en o loo* in o re"!nera ion and co"pensa ion planning' %. Mot)/*t)on: ;e0(*re: .e*0t. *n9 ,*(et8 56 Mo i#a ion %eco"es i"por an o s!s ain $e n!"%er of e"plo,ees in $e co"pan,' + is $e &o% of $e HR depar "en o loo* in o $e differen "e $ods of "o i#a ion' /par fro" $is cer ain $eal $ and safe , reg!la ions $a#e o %e followed for $e %enefi s of $e e"plo,ees' -$is is also $andled %, $e HR depar "en '

'

C.*00en4e, 7e(ore t.e HR 3*n*4er27e(ore 3o9ern 1er,onne0 3*n*4e3ent

9ersonnel "anage"en w$ic$ is *now as $!"an reso!rce "anage"en $as adap ed i self o $e c$anging wor* en#iron"en , $owe#er $ese c$anges are s ill a*ing place and will con in!e in $e f! !re $erefore $e c$allenges %efore $e HR "anager are 1. Retent)on o( t.e e310o8ee, 56
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<ne of $e "os i"por an c$allenge $e HR "anager faces is re en ion of la%o!r force' Man, co"panies $a#e a #er, $ig$ ra e of la%o!r !rno#er $erefore HR "anager are re=!ired o a*e so"e ac ion o red!ce $e !rno#er 2. M+0t)-+0t+r*0 ;or< (or-e 56 5i $ $e n!"%er of "!l i c!l !ral co"panies are increasing opera ions in differen na ions' -$e wor* force consis s of people fro" differen c!l !res' 2ealing wi $ eac$ of $e needs w$ic$ are differen $e c$allenge %efore $e HR "anager is in egra ion of "!l ic!l !ral la%o!r wor* force' 3. =o3en )n t.e ;or< (or-e 56 -$e n!"%er of wo"en w$o $a#e &oined $e wor* force $as dras icall, increased o#er a few ,ears' 5o"en e"plo,ees face o all, differen pro%le"s' -$e, also $a#e responsi%ili , owards $e fa"il,' -$e organiza ion needs o consider $is aspec also' -$e c$allenge %efore $e HR "anager lies in crea ing gender sensi i#i , and in pro#iding a good wor*ing en#iron"en o $e wo"en e"plo,ees' . H*n9)-*11e9 e310o8ee, 56 -$is sec ion of $e pop!la ion nor"all, faces a lo of pro%le"s on $e &o%, #er, few organiza ion $a#e &o%s and facili ies speciall, designed for $andicapped wor*ers' -$erefore $e c$allenge %efore $e HR "anager lies in crea ing a "osp$ere s!i a%le for s!c$ e"plo,ees and enco!raging $e" o wor* %e er'

!. Retren-.3ent (or e310o8ee, 56 +n "an, places co"panies $a#e red!ced $e wor* force d!e o c$anging econo"ic si !a ions, la%o!rers or wor*ers w$o are displaced face se#er pro%le"s' + also leads o a nega i#e a "osp$ere and a i !de a"ong $e e"plo,ees' -$ere is fear and increasing resen "en agains $e "anage"en ' -$e c$allenge %efore $e HR "anager lies in i"ple"en ing $e re renc$"en polic, wi $o! $!r ing $e sen i"en s of $e wor*ers, wi $o! an agonizing $e la%o!r !nion and %, crea ing posi i#e a i !de in $e e1is ing e"plo,ees' #. C.*n4e )n 9e3*n9 o( 4o/ern3ent 56
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Mos of $e i"e go#ern"en r!les *eep c$anging' 5$ile a lo of freedo" is gi#en o co"panies so"e s ric r!les and reg!la ions $a#e also %een passed' -$e go#ern"en $as also !nder a*en $e disin#es "en in cer ain co"panies d!e o w$ic$ $ere is fear a"ong $e e"plo,ees regarding $eir &o%' -$e c$allenge %efore $e HR "anager lies in con#incing e"plo,ees $a $eir in eres will no %e sacrificed' $. In)t)*t)n4 t.e 1ro-e,, o( -.*n4e 56 >$anging $e "e $od of wor*ing, c$anging $e a i !de of people and c$anging $e percep ion and #al!es of organiza ion $a#e %eco"e necessar, oda,' /l $o!g$ $e co"pan, "a, wan o c$ange i is ac !all, #er, diffic!l o "a*e $e wor*ers accep $e c$ange' -$e c$allenge %efore $e HR "anager is o "a*e people accep c$ange'

S)4n)()-*n-e2)31ort*n-e2nee9 o( HRM
HRM %eco"es significan for %!siness organiza ion d!e o $e following reasons' 1. O7>e-t)/e 56 HRM $elps a co"pan, o ac$ie#e i s o%&ec i#e fro" i"e o i"e %, crea ing a posi i#e a i !de a"ong wor*ers' Red!cing was age and "a*ing "a1i"!" !se of reso!rces e c' 2. F*-)0)t*te, 1ro(e,,)on*0 4ro;t. 56
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2!e o proper HR policies e"plo,ees are rained well and $is "a*es $e" read, for f! !re pro"o ions' -$eir alen can %e ! ilized no onl, in $e co"pan, in w$ic$ $e, are c!rren l, wor*ing %! also in o $er co"panies w$ic$ $e e"plo,ees "a, &oin in $e f! !re' 3. Better re0*t)on, 7et;een +n)on *n9 3*n*4e3ent 56 Heal $, HRM prac ices can $elp $e organiza ion o "ain ain co?ordinal rela ions$ip wi $ $e !nions' @nion "e"%ers s ar realizing $a $e co"pan, is also in eres ed in $e wor*ers and will no go agains $e" $erefore c$ances of going on s ri*e are grea l, red!ced' 3. He01, *n )n9)/)9+*0 to ;or< )n * te*324ro+1 56 Effec i#e HR prac ices eac$ indi#id!als ea" wor* and ad&!s "en ' -$e indi#id!als are now #er, co"for a%le w$ile wor*ing in ea" $!s ea" wor* i"pro#es' . I9ent)()e, 1er,on (or t.e (+t+re 56 0ince e"plo,ees are cons an l, rained, $e, are read, o "ee $e &o% re=!ire"en s' -$e co"pan, is also a%le o iden if, po en ial e"plo,ees w$o can %e pro"o ed in $e f! !re for $e op le#el &o%s' -$!s one of $e ad#an ages of HRM is preparing people for $e f! !re' !. A00o-*t)n4 t.e >o7, to t.e r)4.t 1er,on 56 +f proper recr!i "en and selec ion "e $ods are followed, $e co"pan, will %e a%le o selec $e rig$ people for $e rig$ &o%' 5$en $is $appens $e n!"%er of people lea#ing $e &o% will red!ce as $e will %e sa isfied wi $ $eir &o% leading o decrease in la%o!r !rno#er'

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DEFINITIONS OF JOB SATISFACTION

2ifferen a! $ors gi#e #ario!s defini ions of &o% sa isfac ion' 0o"e of $e" are a*en fro" $e %oo* of 2'M' 9es on&ee Mo i#a ion and :o% 0a isfac ion( w$ic$ are gi#en %elowA

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:o% sa isfac ion is defined as a pleas!ra%le, e"o ional, s a e res!l ing fro" appraisal of one6s &o%' /n effec i#e reac ion o one6s &o%' =e),, :o% sa isfac ion is general a i !de, w$ic$ is $e res!l of "an, specific a i !des in $ree areas na"el,A 0pecific &o% fac ors' +ndi#id!al c$arac eris ics' Bro!p rela ions$ip o! side $e &o% B0+3 *n9 N*80or :o% sa isfac ion is defined, as i is res!l of #ario!s a i !des $e person $old owards $e &o%, owards $e rela ed fac ors and owards $e life in general' "0)33er :o% sa isfac ion is defined as an, con ri%! ion, ps,c$ological, p$,sical, and en#iron"en al circ!"s ances $a ca!se a person r! $f!ll, sa,, C+ a" sa isfied wi $ ", &o%'( :o% sa isfac ion is defined, as e"plo,ee6s &!dg"en of $ow well $is &o% on a w$ole is sa isf,ing $is #ario!s needs Mr. S3)t. :o% sa isfac ion is defined as a pleas!ra%le or posi i#e s a e of "ind res!l ing fro" appraisal of one6s &o% or &o% e1periences' Lo-<e

HISTORY OF JOB SATISFACTION

-$e er" &o% sa isfac ion was %ro!g$ o li"e lig$ %, $oppoc* D1335E' He re#i#ed 35 s !dies on &o% sa isfac ion cond!c ed prior o 1333 and o%ser#es $a :o% sa isfac ion is co"%ina ion of ps,c$ological, p$,siological and en#iron"en al circ!"s ances' -$a ca!ses a person o sa,' + " sa isfied
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wi $ ", &o%(' 0!c$ a descrip ion indica e $e #arie , of #aria%les $a infl!ence $e sa isfac ion of $e indi#id!al %! na !re of :o% sa isfac ion' :o% sa isfac ion $as %een "os ap l, defined %, pes on&ee D13)3E as a &o%, "anage"en , personal ad&!s "en F social re=!ire"en ' Morse D1353E considers :o% sa isfac ion as dependen !pon &o% con en , iden ifica ion wi $ $e co', financial F &o% s a !s F priding gro!p co$esi#eness <ne of $e %igges prel!des o $e s !d, of &o% sa isfac ion was $e Haw $orne s !d,' -$ese s !dies D1324?1333E, pri"aril, credi ed o El on Ma,o of $e Har#ard ;!siness 0c$ool, so!g$ o find $e effec s of #ario!s condi ions D"os no a%l, ill!"ina ionE on wor*ers6 prod!c i#i ,' -$ese s !dies !l i"a el, s$owed $a no#el c$anges in wor* condi ions e"poraril, increase prod!c i#i , Dcalled $e Haw $orne Effec E' + was la er fo!nd $a $is increase res!l ed, no fro" $e new condi ions, %! fro" $e *nowledge of %eing o%ser#ed' ell !s no $ing a%o! $e

-$is finding pro#ided s rong e#idence $a people wor* for p!rposes o $er $an pa,, w$ic$ pa#ed $e wa, for researc$ers o in#es iga e o $er fac ors in &o% sa isfac ion' 0cien ific "anage"en Da*a -a,loris"E also $ad a significan i"pac on $e s !d, of &o% sa isfac ion' Frederic* 5inslow -a,lor6s 1311 %oo*, 9rinciples
16

of 0cien ific Manage"en , arg!ed $a

$ere was a single %es wa, o

perfor" an, gi#en wor* as*' -$is %oo* con ri%! ed o a c$ange in ind!s rial prod!c ion p$ilosop$ies, ca!sing a s$if fro" s*illed la%or and piecewor* owards $e "ore "odern approac$ of asse"%l, lines and $o!rl, wages' -$e ini ial !se of scien ific "anage"en %, ind!s ries grea l, increased prod!c i#i , %eca!se wor*ers were forced o wor* a a fas er pace' Howe#er, wor*ers %eca"e e1$a!s ed and dissa isfied, $!s lea#ing researc$ers wi $ new =!es ions o answer regarding &o% sa isfac ion' + s$o!ld also %e no ed $a $e wor* of 5'G' ;r,an, 5al er 2ill 0co , and H!go M!ns er%erg se $e one for -a,lor6s wor*' 0o"e arg!e $a Maslow6s $ierarc$, of needs $eor,, a "o i#a ion $eor,, laid $e fo!nda ion for &o% sa isfac ion $eor,' -$is $eor, e1plains $a people see* o sa isf, fi#e specific needs in life p$,siological needs, safe , needs, social needs, self?es ee" needs, and self?ac !aliza ion' -$is "odel ser#ed as a good %asis fro" w$ic$ earl, researc$ers co!ld de#elop &o% sa isfac ion $eories'

IMPORTANCE OF JOB SATISFACTION

:o% sa isfac ion is an i"por an indica or of $ow e"plo,ees feel a%o! $eir &o% and a predic or of wor* %e$a#ior s!c$ as organiza ional, ci izens$ip, /%sen eeis", -!rno#er'

1)

 :o% sa isfac ion can par iall, "edia e $e rela ions$ip of personali , #aria%les and de#ian wor* %e$a#ior' >o""on researc$ finding is $a &o% sa isfac ion is correla ed wi $ life s ,le' -$is correla ion is reciprocal "eaning $e people w$o are sa isfied wi $ $e life ends o %e sa isfied wi $ $eir &o%s and $e people w$o are sa isfied $eir &o%s ends o sa isfied wi $ $eir life' -$is is #i al piece of infor"a ion $a is &o% sa isfac ion and &o% perfor"ance is direc l, rela ed o one ano $er' -$!s i can %e said $a , / $app, wor*er is a prod!c i#e wor*er'( + gi#es clear e#idence $a dissa isfied e"plo,ees s*ip wor* "ore of en and "ore li*e o resign and sa isfied wor*er li*el, o wor* longer wi $ $e organiza ion'

IMPORTANCE TO =OR?ER AND OR"ANI@ATION

:o% sa isfac ion and occ!pa ional s!ccess are "a&or fac ors in personal sa isfac ion, self?respec , self?es ee", and self?de#elop"en ' -o $e wor*er,
17

&o% sa isfac ion %rings a pleas!ra%le e"o ional s a e $a can of en leads o a posi i#e wor* a i !de' / sa isfied wor*er is "ore li*el, o %e crea i#e, fle1i%le, inno#a i#e, and lo,al' For $e organiza ion, &o% sa isfac ion of i s wor*ers "eans a wor* force $a is "o i#a ed and co""i ed o $ig$ =!ali , perfor"ance' +ncreased prod!c i#i ,? $e =!an i , and =!ali , of o! p! per $o!r wor*ed? see"s o %e a %,prod!c of i"pro#ed =!ali , of wor*ing life' + is i"por an o no e $a $e li era !re on $e rela ions$ip %e ween &o% sa isfac ion and prod!c i#i , is nei $er concl!si#e nor consis en ' Howe#er, s !dies da ing %ac* o Herz%erg6s D135)E $a#e s$own a leas low correla ion %e ween $ig$ "orale and $ig$ prod!c i#i , and i does see" logical $a "ore sa isfied wor*ers will end o add "ore #al!e o an organiza ion' @n$app, e"plo,ees, w$o are "o i#a ed %, fear of loss of &o%, will no gi#e 144 percen of $eir effor for #er, long' -$o!g$ fear is a powerf!l "o i#a or, i is also a e"porar, one, and also as soon as $e $rea is lif ed perfor"ance will decline'

:o% sa isfac ion %enefi s $e organiza ion incl!des red!c ion in co"plain s and grie#ances, a%sen eeis", !rno#er, and er"ina ionH as well as i"pro#ed p!nc !ali , and wor*er "orale' :o% sa isfac ion is also lin*ed wi $ a $eal $ier wor* force and $as %een fo!nd o %e a good indica or of longe#i ,'

13

/l $o!g$ onl, li le correla ion $as %een fo!nd %e ween &o% sa isfac ion and prod!c i#i ,, ;rown D1336E no es $a so"e e"plo,ers $a#e fo!nd $a sa isf,ing or delig$ ing e"plo,ees is a prere=!isi e o sa isf,ing or delig$ ing c!s o"ers, $!s pro ec ing $e %o o" line('

=OR?ERS ROLE IN JOB SATISFACTION

+f &o% sa isfac ion is a wor*er %enefi , s!rel, $e wor*er "!s %e a%le o con ri%! e o $is or $er own sa isfac ion and well %eing on $e &o%' -$e following s!gges ions can $elp a wor*er find personal &o% sa isfac ionA 0ee* oppor !ni ies o de"ons ra e s*ills and alen s' -$is of en leads o "ore
24

c$allenging wor* and grea er responsi%ili ies, wi $ a endan increases in pa, and o $er recogni ion' 2e#elop e1cellen co""!nica ion s*ills' E"plo,er6s #al!e and rewards e1cellen reading, lis ening, wri ing and spea*ing s*ills' .now "ore' /c=!ire new &o% rela ed *nowledge $a $elps ,o! o perfor" as*s "ore efficien l, and effec i#el,' -$is will reli#e %oredo" and of en ge s one no iced' 2e"ons ra e crea i#i , and ini ia i#e' I!ali ies li*e $ese are #al!ed %, "os organiza ions and of en res!l s in recogni ion as well as in increased responsi%ili ies and rewards' 2e#elop ea"wor* and people s*ills' / large par of &o% s!ccess is $e a%ili , o wor* well wi $ o $ers o ge $e &o% done' /ccep $e di#ersi , in people' /ccep people wi $ $eir differences and $eir i"perfec ions and learn $ow o gi#e and recei#e cri icis" cons r!c i#el,' 0ee $e #al!e in ,o!r wor*' /pprecia ing $e significance of w$a one does can lead o sa isfac ion wi $ $e wor* i self' -$is $elp o gi#e "eaning o one6s e1is ence, $!s pla,ing a #i al role in &o% sa isfac ion'

FACTORS OF JOB SATISFACTION

Hoppoc*, $e earlies in#es iga or in $is field, in 1335 s!gges ed $a $ere are si1 "a&or co"ponen s of &o% sa isfac ion' -$ese are as !nderA -$e wa, $e indi#id!al reac s o !npleasan si !a ions,
21

 -$e facili , wi $ w$ic$ $e ad&!s ed $i"self wi $ o $er person -$e rela i#e s a !s in $e social and econo"ic gro!p wi $ w$ic$ $e iden ifies $i"self -$e na !re of wor* in rela ion o a%ili ies, in eres and prepara ion of wor*er 0ec!ri , Go,al , Her%erg, "a!saer, 9e erson and capwell in 135) re#iewed "ore $an 154 s !dies and lis ed #ario!s &o% fac ors of &o% sa isfac ion' -$ese are %riefl, defined one %, one as followsA 1. Intr)n,)- *,1e-t o( >o7 + incl!des all of $e "an, aspec s of $e wor*, w$ic$ wo!ld end o %e cons an for $e wor* regardless of w$ere $e wor* was perfor"ed' 2. S+1er/),)on -$is aspec of &o% sa isfac ion per ains o rela ions$ip of wor*er wi $ $is i""edia e s!periors' 0!per#ision, as a fac or, generall, infl!ences &o% sa isfac ion'

3. =or<)n4 -on9)t)on, -$is incl!des $ose p$,sical aspec s of en#iron"en w$ic$ are no necessar, a par of $e wor*' Ho!rs are incl!ded $is fac or %eca!se i is
22

pri"aril, a f!nc ion of organiza ion, affec ing $e indi#id!als co"for and con#enience in "!c$ $e sa"e wa, as o $er p$,sical wor*ing condi ions' . =*4e *n9 ,*0*r)e, -$is fac or incl!des all aspec of &o% in#ol#ing presen "oni or, re"!nera ion for wor* done' !. O11ort+n)t)e, (or *9/*n-e3ent + incl!des all aspec of &o% w$ic$ indi#id!al sees as po en ial so!rces of %e er"en of econo"ic posi ion, organiza ional s a !s or professional e1perience' #. Se-+r)t8 + is defined o incl!de $a fea !re of &o% si !a ion, w$ic$ leads o ass!rance for con in!ed e"plo,"en , ei $er wi $in $e sa"e co"pan, or wi $in sa"e ,pe of wor* profession' $. Co31*n8 A 3*n*4e3ent + incl!des $e aspec of wor*er6s i""edia e si !a ion, w$ic$ is a f!nc ion of organiza ional ad"inis ra ion and polic,' + also in#ol#es $e rela ions$ip of e"plo,ee wi $ all co"pan, s!periors a%o#e le#el of i""edia e s!per#ision'

%. So-)*0 *,1e-t o( >o7 + incl!des rela ions$ip of wor*er wi $ $e e"plo,ees speciall, $ose e"plo,ees a sa"e or nearl, sa"e le#el wi $in $e organiza ion'

23

&. Co33+n)-*t)on + incl!des &o% si !a ion, w$ic$ in#ol#es spreading $e infor"a ion in an, direc ion wi $in $e organiza ion' -er"s s!c$ as infor"a ion of e"plo,ee6s s a !s, infor"a ion on new de#elop"en s, infor"a ion on co"pan, line of a! $ori ,, s!gges ion s,s e", e c, are !sed in li era !re o represen $is fac or' 1'.Bene()t, + incl!des $ose special p$ases of co"pan, polic,, w$ic$ a e"p s o prepare $e wor*er for e"ergencies, illness, old age, also' >o"pan, allowances for $olida,s, lea#es and #aca ions are incl!ded wi $in $is fac or'

REASONS OF LO= JOB SATISFACTION

Re*,on, ;.8 e310o8ee, 3*8 not 7e -o310ete08 ,*t),()e9 ;)t. t.e)r >o7,5 1' >onflic %e ween co?wor*ers' 2' >onflic %e ween s!per#isors' 3' 8o %eing oppor !ni , paid for w$a $e, do' 4' Ha#e li le or no sa, in decision "a*ing $a affec e"plo,ees' 5' Fear of loosing $eir &o%'

EFFECTS OF LO= JOB SATISFACTION

1. HI"H ABSENTEEISM /%sen eeis" "eans i is a $a%i !al pa ern of a%sence fro" d! , or o%liga ion'

24

+f $ere will %e low &o% sa isfac ion a"ong $e e"plo,ees $e ra e of a%sen eeis" will defini el, increase and i also affec s on prod!c i#i , of organiza ion'
: o % s a i s f a c i n low / low Ra e of !rn o#er and a%sences Hig$ Hig$ ;

9ercei#ed personal &o% inp! s Fig'no' 1 >!r#e s$owing rela ions$ip %e ween &o% sa isfac ion and ra e of !rn o#er and a%sen eeis"'

+n $e a%o#e diagra" line /; s$ows in#erse rela ions$ip %e ween &o% sa isfac ion and ra e of !rn o#er and ra e of a%sen ees"' /s $ &o% sa isfac ion is $ig$ $e ra e of %o $ !rn o#er and a%sen isees" is low and #ise a #ersa'

2.HI"H TURNOVER

25

+n $!"an reso!rce refers o c$arac eris ics of a gi#en co"pan, or ind!s r, rela i#e o $e ra e a w$ic$ an e"plo,er gains and losses $e s aff' +f $e e"plo,er is said o %e $a#e a $ig$ !rno#er of e"plo,ees of $a co"pan, $a#e s$or er en!re $an $ose of o $er co"panies' 3.TRAININ" COST INCREASES /s e"plo,ees lea#es organiza ion d!e o lac* of &o% sa isfac ion' -$en H!"an reso!rce "anager $as o recr!i new e"plo,ees' 0o $a $e raining e1pendi !re will increases'

INFLUENCES ON JOB SATISFACTION

26

-$ere are no' of fac ors $a infl!ence &o% sa isfac ion' For e1a"ple, one recen s !d, e#en fo!nd $a if college s !den s "a&ors coinsided wi $ $eir &o% , $is rela ions$ip will predic ed s!%se=!en &o% sa isfac ion' Howe#er, $e "ain infl!ences can %e s!""erised along wi $ $e di"en ions iden ified a%o#e' T.e ;or< )t,e0( -$e concep of wor* i self is a "a&or so!rce of sa isfac ion' For e1a"ple, researc$ rela ed o $e &o% c$arac oris ics approac$ o &o% design, s$ows $a feed%ac* fro" &o% i self and a! ono", are wo of $e "a&or &o% rela ed "o i#a ional fac ors' 0o"e of $e "os i"por an ingriden s of a sa isf,ing &o% !nco#ered %, s!r#e, incl!de in ers ing and c$allenging wor*, wor* $a is no %oring, and $e &o% $a pro#ides s a !s' P*8 5ages and salaries are recognised o %e a significan , %! co"ple1, "!l idi"en ional fac or in &o% sa isfac ion' Mone, no onl, $elps people a ain $eir %asic needs %! e#el need sa isfac ion' E"plo,ees of en see pa, as a reflec ion of $ow "anage"ne #iew $eir conr i%! ion o $e organiza ion' Fringe %enefi s are also i"por an ' +f $e e"plo,ees are allowed so"e fle1i%ili , in c$oosing $e ,pe of %enefi s $e, prefer wi $in a o al pac*age, called a fle1i%le %enefi plan, $ere is a significan increase in %o $ %enefi sa isfac ion and o#erall &o% sa isfac ion' Pro3ot)on, 9ro"o ional oppor !ni ies are see" o %e $a#e a#ar,ing effec on &o% sa isfac ion' -$is is %eca!se of pro"o ion a*e n!"%er of differen for"s'

2)

=HAT IS THE IMPACT OF JOB SATISFACTIONB

Man, "anagers s!%scri%e o $e %elief $a a sa isfied wor*er is necessaril, good wor*er' +n o $er words, if "anage"en co!ld *eep $e en ire wor*er6s $app,(, good perfor"ance wo!ld a! o"a icall, fallow' -$ere are wo proposi ions concerning $e sa isfac ion perfor"ance rela ion s$ip' -$e firs proposi ion, w$ic$ is %ased on radi ional #iew, is $a sa isfac ion is $e effec ra $er $an $e ca!se of perfor"ance' -$is proposi ion sa,s $a effor s in a &o% leads o rewards, w$ic$ res!l s in a cer ain le#el of sa isfac ion 'in ano $er proposi ion, %o $ sa isfac ion and perfor"ance are considered o %e f!nc ions of rewards' Jario!s researc$ s !dies indica e $a o a cer ain e1 en &o% sa isfac ion affec s e"plo,ee !rn o#er, and conse=!en l, organiza ion can gain fro" lower !rn o#er in er"s of lower $iring and raining cos s' /lso researc$ $as s$own an in#erse rela ion %e ween &o% sa isfac ion and a%sen eeis"' 5$en &o% sa isfac ion is $ig$ $ere wo!ld %e low a%sen eeis", %! w$en &o% sa isfac ion is low, i is "ore li*el, o lead a $ig$ a%sen eeis"' =.*t >o7 ,*t),(*-t)on 1eo10e nee9B Eac$ e"plo,ee wan sA 1' Recogni ion as an indi#id!al 2' Meaningf!l as* 3' /n oppor !ni , o do so"e $ing wor $w$ile' 4' :o% sec!ri , for $i"self and $is fa"il, 5' Bood wages 6' /de=!a e %enefi s

27

)' <ppor !ni , o ad#ance 7' 8o ar%i rar, ac ion? a #oice a "a ers affec ing $i" 3' 0a isfac or, wor*ing condi ions 14'>o"pe ence leaders$ip? %osses w$o" $e can ad"ire and respec as persons and as %osses' Howe#er, $e wo concep s are in errela ed in $a &o% sa isfac ion can con ri%! e o "orale and "orale can con ri%! e o &o% sa isfac ion' + "!s %e re"e"%ered $a sa isfac ion and "o i#a ion are no s,non,"s' Mo i#a ion is a dri#e o perfor", w$ere as sa isfac ion reflec s $e indi#id!al6s a i !de owards $e si !a ion' -$e fac ors $a de er"ine w$e $er indi#id!al is ade=!a el, sa isfied wi $ $e &o% differs fro" $ose $a de er"ine w$e $er $e or s$e is "o i#a ed' $e le#el of &o% sa isfac ion is largel, de er"ined %, $e co"fi s offered %, $e en#iron"en and $e si !a ion ' Mo i#a ion, on $e o $er $and is largel, de er"ine %, #al!e of reward and $eir dependence on perfor"ance' -$e res!l of $ig$ &o% sa isfac ion is increased co""i "en o $e organiza ion, w$ic$ "a, or "a, no res!l in %e er perfor"ance' / wide range of fac ors affec s an indi#id!al6s le#el of sa isfac ion' 5$ile organiza ional rewards can and do $a#e an i"pac , &o% sa isfac ion is pri"aril, de er"ine %, fac ors $a are !s!all, no direc l, con rolled %, $e organiza ion' a $ig$ le#el of &o% sa isfac ion lead o organiza ional co""i "en , w$ile a low le#el, or dissa isfac ion, res!l in a %e$a#ior de ri"en al o $e organiza ion' For e1a"ple, e"plo,ee w$o li*e $eir &o%s, s!per#isors, and $e fac ors rela ed o $e &o% will pro%a%l, %e lo,al and de#o ed' 9eople will wor* $arder and deri#e sa isfac ion if $e, are gi#en $e freedo" o "a*e $eir own decisions'

23

MODELS OF JOB SATISFACTION

-$ere are #ario!s "e $ods and $eories of "eas!ring &o% sa isfac ion le#el of e"plo,ees in $e orgniza ion gi#en %, differen a! $ers' Gis of all $e $eorise and "e $ods "eas!ring &o% sa isfac ion le#el is gi#en %elowA

A MODEL OF FACET SATISFACTION

/ffec $eor,DEdwin /' Goc*e 13)6E 2isposi ional -$eor,D -i"o $, /' :!dge 1377E
-wo?Fac or

-$eor,

DMo i#a or?H,giene

-$eor,E

DFrederic*

Herz%erg6sE :o% >$arac eris ics Model DHac*"an F <ld$a"E Ra ing scale 9ersonal in er#iews ac ion endencies :o% enlarge"en :o% ro a ion >$ange of pace 0c$ed!led res periods

34

MODEL OF FACET OF JOB SATISFACTION

0*ill E1perience -raining Effor s /ge 0eniori , Ed!ca ion >o lo,al , 9as perfor"ance

9ercei#ed personal &o% inp! s Fig'no' 1 >!r#e s$owing

9ercei#ed a"o!n $a s$o!ld %e recei#ed DaE

Ge#el 2iffic!l , -i"e span /"o!n of responsi%ili ,

9ercei#ed &o% c$arac eris ics

9ercei#ed o! co"e of referen o $ers

aK% sa isfac ion aL% dissa isfac ion aM% g!il +ne=!i , 2isco"for 9ercei#ed a"o!n recei#ed D%E

/c !al o! co"e recei#ed

Model of determinant of facet of job satisfaction

Edward E'lawler in 13)3 propoed a "odel of face sa isfac ion' -$is "odel is applica%le o !nders and w$a de er"ines a person6s sa isfac ion wi $ an, face of &o%' /ccording o $is "odel ac !al o! co"e le#el pla,s a *e, role in a person6s percep ion of w$a rewards $e recie#es' His percep ion infl!enced %, $is percep ion of w$a $is referen o $ers recie#es'
31

AFFECT THEORY
Edwin /' Goc*e6s Range of /ffec -$eor, D13)6E is arg!a%l, $e "os fa"o!s &o% sa isfac ion "odel' -$e "ain pre"ise of $is $eor, is $a sa isfac ion is de er"ined %, a discrepanc, %e ween w$a one wan s in a &o% and w$a one $as in a &o%' F!r $er, $e $eor, s a es $a $ow "!c$ one #al!es a gi#en face of wor* De'g' $e degree of a! ono", in a posi ionE "odera es $ow sa isfiedNdissa isfied one %eco"es w$en e1pec a ions areNaren6 "e ' 5$en a person #al!es a par ic!lar face of a &o%, $is sa isfac ion is "ore grea l, i"pac ed %o $ posi i#el, Dw$en e1pec a ions are "e E and nega i#el, Dw$en e1pec a ions are no "e E, co"pared o one w$o doesn6 #al!e $a face ' -o ill!s ra e, if E"plo,ee / #al!es a! ono", in $e wor*place and E"plo,ee ; is indifferen a%o! a! ono",, $en E"plo,ee / wo!ld %e "ore sa isfied in a posi ion $a offers a $ig$ degree of a! ono", and less sa isfied in a posi ion wi $ li le or no a! ono", co"pared o E"plo,ee ;' -$is $eor, also s a es $a oo "!c$ of a par ic!lar face will prod!ce s ronger feelings of dissa isfac ion $e "ore a wor*er #al!es $a face '

DISPOSITIONAL THEORY
/no $er well?*nown &o% sa isfac ion $eor, is $e 2isposi ional -$eor, i is a #er, general $eor, $a s!gges s $a people $a#e inna e disposi ions $a ca!se $e" o $a#e endencies oward a cer ain le#el of sa isfac ion, regardless of one6s &o%' -$is approac$ %eca"e a no a%le e1plana ion of &o% sa isfac ion in lig$ of e#idence $a &o% sa isfac ion ends o %e s a%le o#er i"e and across careers and &o%s' Researc$ also indica es $a iden ical wins $a#e si"ilar le#els of &o% sa isfac ion'

32

/ significan "odel $a narrowed $e scope of $e 2isposi ional -$eor, was $e >ore 0elf?e#al!a ions Model, proposed %, -i"o $, /' :!dge in 1337' :!dge arg!ed $a $ere are fo!r >ore 0elf?e#al!a ions $a de er"ine one6s disposi ion owards &o% sa isfac ionA self?es ee", general self?efficac,, loc!s of con rol, and ne!ro icis"' -$is "odel s a es $a $ig$er le#els of self? es ee" D $e #al!e one places on $is selfE and general self?efficac, D $e %elief in one6s own co"pe enceE lead o $ig$er wor* sa isfac ion' Ha#ing an in ernal loc!s of con rol D%elie#ing one $as con rol o#er $erO$is own life, as opposed o o! side forces $a#ing con rolE leads o $ig$er &o% sa isfac ion' Finall,, lower le#els of ne!ro icis" lead o $ig$er &o% sa isfac ion

T=O6FACTOR THEORY CMOTIVATOR6HY"IENE THEORYE

Frederic* Her z%erg6s -wo?fac or $eor, Dalso *nown as Mo i#a or H,giene -$eor,E a e"p s o e1plain sa isfac ion and "o i#a ion in $e wor*place' -$is $eor, s a es $a sa isfac ion and dissa isfac ion are dri#en %, differen fac ors "o i#a ion and $,giene fac ors, respec i#el,' Mo i#a ing fac ors are $ose aspec s of $e &o% $a "a*e people wan o perfor", and pro#ide people wi $ sa isfac ion' -$ese "o i#a ing fac ors are considered o %e in rinsic o $e &o%, or $e wor* carried o! 'Mo i#a ing fac ors incl!de aspec s of $e wor*ing en#iron"en s!c$ as pa,, co"pan, policies, s!per#isor, prac ices, and o $er wor*ing condi ions' 5$ile Her z%ergPs "odel $as s i"!la ed "!c$ researc$, researc$ers $a#e %een !na%le o relia%l, e"piricall, pro#e $e "odel, wi $ Hac*"an F <ld$a" s!gges ing $a Her z%ergPs original for"!la ion of $e "odel "a, $a#e %een a "e $odological ar ifac F!r $er"ore, $e $eor, does no

33

consider indi#id!al differences, con#ersel, predic ing all e"plo,ees will reac in an iden ical "anner o c$anges in "o i#a ingN$,giene fac ors'' Finall,, $e "odel $as %een cri icised in $a i does no specif, $ow "o i#a ingN$,giene fac ors are o %e "eas!redQ

JOB CHARACTERISTICS MODEL

Hac*"an F <ld$a" proposed $e :o% >$arac eris ics Model, w$ic$ is widel, !sed as a fra"ewor* o s !d, $ow par ic!lar &o% c$arac eris ics i"pac on &o% o! co"es, incl!ding &o% sa isfac ion' -$e "odel s a es $a $ere are fi#e core &o% c$arac eris ics Ds*ill #arie ,, as* iden i ,, as* significance, a! ono",, and feed%ac*E w$ic$ i"pac $ree cri ical ps,c$ological s a es De1perienced "eaningf!lness, e1perienced responsi%ili , for o! co"es, and *nowledge of $e ac !al res!l sE, in !rn infl!encing wor* o! co"es D&o% sa isfac ion, a%sen eeis", wor* "o i#a ion, e c'E' -$e fi#e core &o% c$arac eris ics can %e co"%ined o for" a "o i#a ing po en ial score DM90E for a &o%, w$ic$ can %e !sed as an inde1 of $ow li*el, a &o% is o affec an e"plo,eePs a i !des and %e$a#iors' / "e a?anal,sis of s !dies $a assess $e fra"ewor* of $e "odel pro#ides so"e s!ppor for $e #alidi , of $e :>M'

34

MODERN METHOD OF MEASURIN" JOB SATISFACTION

+n $is "e $od of "eas!ring &o% sa isfac ion $e co"parision %e ween #ario!s orgniza ional er"s and condi ions a "anagerial le#el and also $e orgniza ion a a large' SATISFACTION =ITH HUMAN RESOURCES MANA"EMENT POLICIES OF THE OR"ANI@ATION5
1' Manage"en $as a clear pa $ for e"plo,ee6s ad#ance"en

2' 2ecisions are "ade *eeping in "ind $e good of $e e"plo,ees 3' Manage"en is e1 re"el, fair in personal policies 4' 9$,sical wor*ing condi ions are s!ppor i#e in a aining arge s 5' + nno#a i#eness is enco!raged o "ee %!siness pro%le"s' SATISFACTION =ITH SUPERVISION 1' + feel + can r!s w$a ", s!per#isor ells "e 2' M, s!per#isor rea s "e fairl, and wi $ respec 3' M, s!per#isor $andles ", wor*?rela ed iss!es sa isfac oril, 4' + ge fre=!en apprecia ion of wor* done fro" s!per#isors 5' + ge eno!g$ s!ppor fro" $e s!per#isor 6'+ndi#id!al ini ia i#e is enco!raged SATISFACTION =ITH COMPENSATION LEVELS 1' <#erall + a" sa isfied wi $ $e co"pan,6s co"pensa ion pac*age 2' + a" sa isfied wi $ $e "edical %enefi s 3' + a" sa isfied wi $ $e con#e,ance allowance 4' + a" sa isfied wi $ $e re ire"en %enefi s 5' + a" sa isfied wi $ $e rei"%!rse"en of $e e1penses as per $e eligi%ili , 6' + a" sa isfied wi $ $e $olida, D#aca ionE eligi%ili ies
35

SATISFACTION =ITH TAS? CLARITY 1' Manage"en decisions are /d Hoc and lac* professionalis" Dre#erse scaledE 2' R!les and proced!res are followed !nco"pro"isingl, 3' M, &o% responsi%ili ies are well defined and clear SATISFACTION =ITH CAREER DEVELOPMENT 1' + $a#e ade=!a e oppor !ni ies o learn and grow 2' + ge oppor !ni ies o $andle grea er responsi%ili ies 3' M, s*ills and a%ili ies are ade=!a el, !sed a wor* Fro" all a%o#e we can concl!de le#el of &o% sa isfac ion of o!r e"plo,ees'

RATIN" SCALE
+ is one of $e "os co""on "e $ods of "eas!ring &o% sa isfac ion' -$e pop!lar ra ing scale !sed o "eas!re :o% sa isfac ion is o incl!deA Minneso a 0a isfac ion I!es ionnairesA + $elps o o% ain a clear pic !re of per inen sa isfac ions and dissa isfac ions of e"plo,ees' :o% 2escrip ion +nde1A i "eas!res :o% sa isfac ion on $e di"ension iden ified %, 0"i $, .endall, H!llin' 9or er 8eed +den ifica ion I!es ionnairesA + faced %, "anagers' is !sed onl, for "anage"en personnel and re#ol#es aro!nd $e pro%le"s and c$allenges

36

CRITICAL INCIDENTS
Fredric* Her z %erg and $is /ssocia es pop!larized $is "e $od of "eas!ring :o% sa isfac ion' + in#ol#es as*ing e"plo,ees o descri%ed inciden s on &o% w$en $e, were par ic!larl, sa isfied or dissa isfied' -$en $e inciden s are anal,zed in er"s of $eir con en s and iden if,ing $ose rela ed aspec s responsi%le for $e posi i#e and nega i#e a i !des'

PERSONAL INTERVIE=S
-$is "e $od facili a es an in?dep $ e1plora ion $ro!g$ in er#iewing of &o% a i !des' -$e "ain ad#an age in $is "e $od is $a addi ional infor"a ion or clarifica ions can %e o% ained pro"p l,'

ACTION TENDENCIES
;, $is "e $od, :o% sa isfac ion can %e "eas!red %, as*ing =!es ions and ga $ering infor"a ion on $ow $e, feel li*e %e$a#ing wi $ respec oppor !ni , o e1press $eir in?dep $ feeling' +n $is s !d, on /"erican e"plo,ees, $oppoc* iden ified si1 fac ors $a con ri%! ed o &o% sa isfac ion a"ong $e"' -$ese are as followsA 1' -$e wa, indi#id!al reac s o !npleasan si !a ions' 2' -$e facili ies wi $ w$ic$ $e ad&!s $i"self o o $er persons' 3' His rela i#e6s s a !s in $e social F econo"ic gro!p wi $ w$ic$ $e iden ifies $i"self' 4' -$e na !re of wor* in rela ion o $e a%ili ies, in eres F prepara ion of $e wor*ers' 5' 0ec!ri ,' 6' Go,al ,'
3)

cer ain aspec s of $eir &o%s' -$is "e $od pro#ides e"plo,ees "ore

;eca!se $!"an reso!rce "anager of en ser#e as in er"ediaries %e ween e"plo,ees F "anage"en in conflc ' $e, are concern wi $ :o% sa isfac ion or general &o% a i !des wi $ $e e"plo,ees' 9$ilip apple w$i e $as lis ed $e fi#e "a&or co"ponen s of :o% sa isfac ion asA 1' / i !de owards wor* gro!p' 2' Beneral wor*ing condi ions' 3' / i !de owards co"pan,' 4' Moni or, %enefi s F 5' / i !de owards s!per#ision < $er co"ponen s $a s$o!ld %e added o $is fi#e are indi#id!al6s s a e of "ind a%o! $e wor* i self and a%o! $e life in general ' $e indi#id!al6s $eal $, age, le#el of aspira ion' 0ocial s a !s and poli ical F social ac i#i ies can all con ri%! e o $e :o% sa isfac ion' / person6s a i !de oward $is or $er &o% "a, %e posi i#e or nega i#e' JOB ENLAR"EMENT -$e concep of &o% enlarge"en origina ed af er 5orld 5ar ++' + is si"pl, $e organizing of $e wor* so as o rela e $e con en s of $e &o% o $e capaci ,, ac !al and po en ial, of wor*ers' :o% enlarge"en is o%li#io!s forer!nner of $e concep and p$ilosop$, of &o% design' 0 ep$an offers $ree %asic ass!"p ions %e$ind $e concep of &o% enlarge"en ' <! p! will increase if 1' 5or*ers a%ili ies are f!ll, ! ilized 2' 5or*er $as "ore con rol o#er $e wor* 3' 5or*ers in eres in wor* and wor*place is s i"!la ed'
37

:o% enlarge"en is a generic er" $a %roadl, "eans adding "ore and differen as*s o a specialized &o%' + "a, widen $e n!"%er of as* $e e"plo,ee "!s do $a is, add #arie ,' 5$en addi ional si"ple as* are added o a &o%, $e process is called $orizon al &o% enlarge"en ' -$is also pres!"a%l, adds in eres o $e wor* and red!ces "ono on, and %oredo"' -o c$ec* $ar"f!l effec s of specializa ion, $e engineering fac ors in#ol#ed in eac$ indi#id!al &o% "!s %e caref!ll, anal,zed' 9er$aps, $e asse"%l, lines can %e s$or ened so $a $ere will %e "ore lines and fewer wor*ers on eac$ line' Moreo#er, ins ead of assigning one "an o eac$ &o% and $en allowed o decide for $i"self $ow o organize $e wor*' 0!c$ c$anges per"i "ore social con ac s and grea er con rol o#er $e wor* process'

JOB ROTATION
:o% ro a ion in#ol#es periodic assign"en s of an e"plo,ee o co"ple el, differen se s of &o% ac i#i ies' <ne wa, o ac*le wor* ro! ine is o !se $e &o% ro a ion' 5$en an ac i#i , is no longer c$allenging, $e e"plo,ee is ro a ed o ano $er &o%, a $e sa"e le#el $a $as si"ilar s*ill re=!ire"en s' Man, co"panies are see*ing a sol! ion o on? $e?&o% %oredo" $ro!g$ s,s e"a icall, "o#ing wor*ers fro" one &o% o ano $er' -$is prac ice pro#ides "ore #arie ies and gi#es e"plo,ees a c$ance o learn addi ional s*ills' -$e co"pan, also %enefi s since $e wor*ers are =!alified o perfor" a n!"%er of differen &o%s in $e e#en of an e"ergenc,'

CHAN"E OF PACE
/n, $ing $a will gi#e $e wor*er a c$ance o c$ange $is pace w$en $e wis$es will lend #arie , o $is wor*' F!r $er if wor*ers are per"i ed o c$ange $eir pace $a wo!ld gi#e $e" a sense of acco"plis$"en '

33

SCHEDULED REST PERIODS

E1 ensi#e researc$ on $e i"pac of res periods indica es $a $e, "a, increase %o $ "orale and prod!c i#i ,' 0c$ed!led res periods %ring "an, ad#an agesA -$e, co!n erac p$,sical fa ig!e -$e, pro#ide #arie , and relie#e "ono on, -$e, are so"e $ing o loo* forward o? ge ing a %rea* gi#es a sense of ac$ie#e"en ' -$e, pro#ide oppor !ni ies for social con ac s'

44

OBJECTIVES OF STUDY

41

O!jecti/e0 o1 0tudy are a0#

-o find $a w$e $er $e e"plo,ees are sa isfied or no ' -o anal,se $e co"pan,6s wor*ing en#iron"en ' -o c$ec* $e 2egree of sa isfac ion of e"plo,ees' -o find $a $e, are sa isfied wi $ $eir &o% profile or no ' -o find $a e"plo,ees are wor*ing wi $ $eir f!ll capa%ili ies or no '

42

Re,e*r-. Met.o9o0o48

43

RESEARCH METHODOLO"Y
.1 INTRODUCTION Researc$ refers o a searc$ for *nowledge' + is a s,s e"a ic "e $od of collec ing and recording $e fac s in $e for" of n!"erical da a rele#an o $e for"!la ed pro%le" and arri#ing a cer ain concl!sions o#er $e pro%le" %ased on collec ed da a' -$!s for"!la ion of $e pro%le" is $e firs and fore"os s ep in $e researc$ process followed %, $e collec ion, recording, a%!la ion and anal,sis and drawing $e concl!sions' -$e pro%le" for"!la ion s ar s wi $ defining $e pro%le" or n!"%er of pro%le"s in $e f!nc ional area' -o de ec $e f!nc ional area and loca e $e e1ac pro%le" is "os i"por an par of an, researc$ as $e w$ole researc$ is %ased on $e pro%le"' /ccording o >lifford 5ood, researc$ co"prises defining and redefining pro%le"s, for"!la ing $,po $esis or s!gges ed sol! ionsA collec ing, organizing and e#al!a ing da aA "a*ing ded!c ions and reac$ing concl!sionsA and a las caref!ll, es ing $e concl!sions o de er"ine w$e $er $e, fi $e for"!la ing $,po $esis' Researc$ can %e defined as $e "anip!la ion of $ings, concep s or s,"%ols for $e p!rpose of generalizing o e1 end, correc or #erif, *nowledge, w$e $er $a *nowledge aids in cons r!c ion of $eor, or in $e prac ice of an ar ( +n s$or , $e searc$ for *nowledge $ro!g$ o%&ec i#e and s,s e"a ic "e $od of finding sol! ion o a pro%le" is researc$'
44

.2 DRAFTIN" DUESTIONNAIRE -$e =!es ionnaire is considered as $e "os i"por an $ing in a s!r#e,

opera ion' Hence i s$o!ld %e caref!ll, cons r!c ed' 0 r!c !red =!es ionnaire consis of onl, fi1ed al erna i#e =!es ions' 0!c$ ,pe of =!es ionnaire is ine1pensi#e o anal,sis and eas, o ad"inis er' /ll =!es ions are closed ended' .3SAMPLIN" + was di#ided in o following par sA S*310)n4 +n)/er,e /ll $e e"plo,ees are $e sa"pling !ni#erse for $e researc$' S*310)n4 te-.n)E+e :!dg"en al sa"pling 0a"ple was a*en on &!dg"en al %asis' -$e ad#an age of sa"pling are $a i is "!c$ less cos l,, =!ic*er and anal,sis will %eco"e easier' 0a"ple size a*en was 144 e"plo,ees' . RESEARCH OBJECTIVES -$e researc$ $as %een !nder a*en wi $ following o%&ec i#es' -o s !d, $e le#el of &o% sa isfac ion a"ong $e e"plo,ees of 0EJ/ /! o"o i#e 9# ' G d' if an,' -o s !d, $e "e $ods of "eas!ring &o% sa isfac ion of 0EJ/ /! o"o i#e 9# ' G d'

45

.! DATA COLLECTION -$e as* of da a collec ion %egins af er $e researc$ pro%le" $as %een defined and researc$ design c$al*ed o! ' 5$ile deciding $e "e $od of da a collec ion o %e !sed for $e s !d,, $e researc$er s$o!ld *eep in "ind wo ,pes of da a #iz' 9ri"ar, and secondar, da a' Pr)3*r8 D*t*5 6 -$e pri"ar, da a are $ose, w$ic$ are collec ed afres$ and for $e firs i"e and $!s $appen o %e original in c$arac er' -$e pri"ar, da a were collec ed $ro!g$ well?designed and s r!c !red =!es ionnaires %ased on $e o%&ec i#es' Se-on9*r8 D*t*5 -$e secondar, da a are $ose, w$ic$ $a#e alread, %een collec ed %, so"eone else and passed $ro!g$ s a is ical process' -$e secondar, da a re=!ired of $e researc$ was collec ed $ro!g$ #ario!s newspapers, and +n erne e c' .# RELEVANCE AND LIMITATIONS OF STUDY -$e s !d, was $o!g$ f!l for *nowing $e e1is ing &o% sa isfac ion le#el of $e e"plo,ees of ;'E'<'G', Rewa D"'p'E' Gi"i a ion for $e s !d,, $e s !d, was res ric ed o ;'E'<'G', Rewa onl,' .$ CHAPTERISATION 1' +n rod!c ion 2' Researc$ "e $odolog, 3' <rganiza ional profile 4' 2a a presen a ion, anal,sis and in erpre a ion
5' >oncl!sions and s!gges ions 46

COMPANY PROFILE

B.ST FOO* +I'IT.*

4)

Our Journey
T2e ta0te t2at30 tra/elled do4n t2e age0
3urs has ,een a /ourne- throu'h the a'es< 3ur rice - 8hether -ou ,oil it& steam it& fr- it& 9o8der it& flatten it or 9uff it& one thin' -ou cannot do is ,eat it< =ou 8ill find that rice is the main in'redient in a :ariet- of dishes from 9aella and ,ir-ani to sushi and dosa< %t is stee9ed in tradition and cultureD ,ut has a taste that is contem9orar-& modern and one that 'oes do8n 8ell 8ith e:en the fast-food eatin' set< No 8onder then that it is an indis9ensa,le 9art of almost all festi:als and cele,rations< 0e& at B*S4 5ood& are deli'hted to 9ro:ide connoisseurs of fine food 8ith rice of unmatched Aualit-& sourced from the foothills of the +imala-as and other 9rime rice 'ro8in' areas in %ndia< 0e 8ork 8ith farmers& 9artner food com9anies and res9ond to the needs of our customers to ensure that nothin' ,ut the :er- ,est rice 'races -our ta,le< B*S4 8ill al8a-s 'i:e -ou the ,est<

47

Fro" t2e c2air"an30 de0k

43

MD's vision

54

Our 0ocial co""it"ent

>i:in' ,ack to societ- is 9art of our ethos< 0e ado9t a ,usiness a99roach that em,races o99ortunities and mana'es risks ori'inatin' from economic& en:ironmental and social de:elo9ments< At B*S4 5ood& 8e 'ro8 8hile creatin' :alue for the ne;t 'eneration< 0e ha:e constructed a contractual 8orkers@ colonfull- eAui99ed 8ith the latest facilities& for a99ro;imatel- E00 8orkers< A health care s-stem& inclusi:e of hos9itals& health insurance& medication and medical 9rocedures has ,een 9ut in 9lace to address an- health emer'encies that maarise< 0e also ha:e social 8elfare s-stems& includin' ,oth com9an- su99ort and indi:idual contri,utions for the 9oor& for 9eo9le in distress or :ictims of a,use& accidents and disaster<

51

Our proce00e0
5or some -ears no8& 8e ha:e consciousl- chosen to in:est in cuttin' ed'e technolo'ies< 4his ensures that latest technolo'-& state-of-the-art facilities& modern machiner- and strin'ent Aualit- control 'oes into the makin' of B*S4 rice< 4he com9an- has an esta,lished infrastructure to run the ,usiness< 4his includes a lar'e area of land& ,uildin'& 9lant& machiner-& co-9o8er 'eneration& 'ood landsca9in'& 8ater har:estin' s-stem& 8ater 9urifier& effluent treatment 9lant& h-'ienicall- maintained rice and 9add- stora'e& 9ackin' material& en'ineerin' tools and 8orksho9< B*S4 5ood has the lar'est installed millin' ca9acit- at an- sin'le site in %ndia of a99ro; 1400 mt 9er da- and E00 Mt rice 9rocessin' and 9ackin' 9lants< 5or 9add- millin'& 8e ha:e used the 8orld@s ,est technolo'- from Satake& 2a9an and Buhler& >erman-< 5or final 9roduct 9ackin'& 8e em9lo- contem9orartechnolo'- from +assi-a and 6hronos and metal detection to a:oid contamination of forei'n 9articles to make the food untouched and h-'ienicall'ood for human consum9tion< 4he ,est technical kno8-ho8 and most ad:anced technolo'- 8hich are 'lo,allacce9ted ,- e:er- food 9rocessin' and 9ackin' industr- has ,een ado9ted to meet e;treme demands and ensure satisfaction of rice customers across the 8orld<

52

Our ac2ie/e"ent0
0ithin a decade of o9erations& the >rou9 has achie:ed si'nificant milestones in a hi'hl- com9etiti:e en:ironment& some of them ,ein' C AP.*A .5PORT A-AR* from Ministr- of6ommerce B %ndustr- & >o:t< of %ndia ,ein' the lar'est e;9orter of ,asmatirice from %ndia in the 5= 2010-11 B the second hi'hest e;9orter of thecountr- for last 3 consecuti:e -ears i<e<& 5= 200F-0E & 5= 200E-0G & 5=200G-10< T2ree Star .6port (ou0e rating from the >o:ernment of %ndia for su,stantial contri,ution to rice e;9orts BRC7 (ACCP 8 ISO 99::: certi1ication for maintainin' Aualitstandards Udyog Ratna a4ard to 6hairman& Mohinder .al 2indal ,- the %nstitute of *conomic Studies for the -ear 200F-0E< Bu0ine00 Sp2ere A4ard for No<1 rank in Manufacturin'& .roducti:it-& Hualit- B "ice *;9ort for the -ear 200E-0G< .6cellence A4ard from %nstitute of *conomic Studies for e;cellence standard in 9roducti:it-& Hualit- %nno:ation& Mana'ement B +i'h Hualit- "ice *;9ort to all ma/or rice markets for the -ear 200F-0E< CONCOR .6i" Star A4ard for enhanced 9erformance 8ith 1st 9osition in Northern "e'ion in .roducti:it-& +i'h Hualit- B "ice *;9ort for the -ear 200#-0F<

53

Our !rand0
0e su99l- entire ran'e of Basmati "ice in consumer 9acks of 1 k'& $ k'& 10 k' B 2$ k'& 1 k' /ar& $ k' /ar& Almonds I 0alnuts 9acks of100'ms& 2$0'ms and +one- in 9acks of 12$'ms& 400'ms in our ,rand< 3ur strate'- of um,rella ,randin' of 1Best7 is to assure the customers of our consistent Aualit-< (ealt2 and -ellne00 Be0t Bro4n Rice Be0t Organic Rice Be0t Al"ond0 Be0t (oney Be0t -alnut0 Pre"iu" Rice Range Be0t Royal )intage Be0t Super Pre"iu" Be0t Pre"iu" 'id /alue;.cono"y Be0t Select Be0t Special Be0t S2a2i Pak4an

54

Our cu0to"i<ed o11ering0

3ur 9roducts ha:e ,een 8idela99reciated in ma/or o:erseas markets like *uro9e& Middle east& Africa& 6%S countries& Australia etc< 0e are dealin' inall t-9es of %ndian ori'in rice in :arious t-9es of customi?ed 9ackin' as 9er ,u-er@s reAuirement< 0e su99l- entire ran'e of Basmati "ice in consumer 9acks of 1 k'& $ k'& 10 k' B 2$ k' in our ,rand as 8ell as in 9ri:ate la,el< As 9er -our reAuirement& 8e can su99l- :arious t-9es of %ndian ori'in rice in . 9ackin'C - 4raditional Basmati "ice - 1121 Basmati "ice - .usa Basmati "ice - Su9er ( Sha,anam ! Basmati "ice - Shar,ati "ice - .arimal rice ( ." 11I14 & ." 10# ! - %" 3#I%" #4 - Sona Masuri

55

Con/enience 1ood0
Socio-economic factors 'lo,all- ha:e resulted in an o99ortunit- for read--to-eat mealsIsauces< 4his has led Best 5oods to 'i:e food solutions 9ro:idin' con:enience to its customers< 4he food 8e make reAuire minimum 9re9aration& t-9icall- /ust heatin'& and are 9acka'ed for a lon' shelf life 8ith little loss of fla:or and nutrients o:er time< 4he 9roducts in this se'ment ha:e ,een selected after e;tensi:e research in consumer needs across :arious 'eo'ra9hies& consumer demo'ra9hic and 9s-cho'ra9hic strata< 3ur 9roducts are a 'reat 8a- to en/o%ndian food& 8ith a uniAue ,lend of Aualit- in'redients that can create a delicious unchI)inner in /ust 2 minutes< 3ur s9eciali?ed units 8ith ca9ti:e ca9acit-& 9rocesses and man9o8er are desi'ned for 8orld class 9roducts@ 8ith rele:ant certifications

56

Our look

5)

Scope O1 T2e Study

-$e scope of $e s !d, is #er, #i al' 8o onl, $e H!"an Reso!rce depar "en can !se $e fac s and fig!res of $e s !d, %! also $e "ar*e ing and sales depar "en can a*e %enefi s fro" $e findings of $e s !d,' S-o1e (or t.e ,*0e, 9e1*rt3ent -$e sales depar "en can $a#e fairl, good idea a%o! $e, are sa isfied or no ' S-o1e (or t.e 3*r<et)n4 9e1*rt3ent -$e "ar*e ing depar "en can !se $e fig!res indica ing $a $e, are p! ing $eir effor s o plan $eir "ar*e ing s ra egies o ac$ie#e $eir arge s or no ' S-o1e (or 1er,onne0 9e1*rt3ent 0o"e c!s o"ers $a#e $e co"plain s or facing pro%le"s regarding $e &o%' 0o $e personnel depar "en can !se $e infor"a ion o "a*e effor s o a#oid s!c$ co"plain s' $eir e"plo,ees, a

57

S*310e S)Fe 56
I!es ionare is filled %, 24 e"plo,ees of ;E0- F<<2 G+M+-E2' -$e =!es ionnaire was filled in $e office and #i al infor"a ion was collec ed w$ic$ was $en s!%&ec s oA? / pilo s!r#e, was cond!c ed %efore finalizing $e =!es ionnaire' 2a a collec ion was also done wi $ $e $elp of personal o%ser#a ion' /f er co"ple ion of s!r#e, $e da a was anal,sed and concl!sion was drawn' / $e end all infor"a ion was co"piled o co"ple e $e pro&ec repor '

53

DATA ANALYSIS AND INTERPRETATION

64

I 2a/e !een pa00ed up at lea0t once 1or a pro"otion in t2e pa0t 1e4 year0=
0J

20J

$0J 30J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that 0J of em9lo-ees are stron'l- a'ree a,out the 9oint & 20J of em9lo-ees are a'ree on the 9oint& 30J are neither a'ree nor disa'ree&$0J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree<

I 0pend part0 o1 "y day daydrea"ing a!out a !etter jo!=

10J 1$J 0J

1$J

#0J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

61

4his 'ra9h sho8s that #0J of em9lo-ees are stron'l- a'ree a,out the 9oint & 1$J of em9lo-ees are a'ree on the 9oint& 1$J are neither a'ree nor disa'ree&10J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree<

62

I 1ind "uc2 o1 "y jo! repetiti/e and !oring=

10J 10J $J 0J

F$J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that F$J of em9lo-ees are stron'l- a'ree a,out the 9oint & 10J of em9lo-ees are a'ree on the 9oint& 10J are neither a'ree nor disa'ree&$J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree<

I a" "entally and;or p2y0ically e62au0ted at t2e end o1 a day at 4ork=

10J $J 0J

E$J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that E$J of em9lo-ees are stron'l- a'ree a,out the 9oint & 10J of em9lo-ees are a'ree on the 9oint& $J are neither a'ree nor disa'ree&0J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree<

63

I 1eel t2at "y jo! 2a0 little i"pact on t2e 0ucce00 o1 t2e co"pany=
0J

20J

$0J 30J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that $0J of em9lo-ees are stron'l- a'ree a,out the 9oint & 30J of em9lo-ees are a'ree on the 9oint& 20J are neither a'ree nor disa'ree&0J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree<

I 2a/e an increa0ingly !ad attitude to4ard "y jo!7 !o007 and e"ployer
0J

20J

20J

#0J Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree A'ree )isa'ree

4his 'ra9h sho8s that 0J of em9lo-ees are stron'l- a'ree a,out the 9oint & 0J of em9lo-ees are a'ree on the 9oint& 20J are neither a'ree nor disa'ree&#0J are disa'ree and rest 20J of em9lo-ees are stron'l- disa'ree<

64

I a" no longer gi/en t2e re0ource0 I need to 0ucce001ully do "y jo!=

0J 10J

#0J

30J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that 10J of em9lo-ees are stron'l- a'ree a,out the 9oint & 30J of em9lo-ees are a'ree on the 9oint& #0J are neither a'ree nor disa'ree&0J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree =
I a" not !eing u0ed to "y 1ull capa!ilitie0=
0J 40J 40J

20J Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree A'ree )isa'ree

4his 'ra9h sho8s that 0J of em9lo-ees are stron'l- a'ree a,out the 9oint & 40J of em9lo-ees are a'ree on the 9oint& 20J are neither a'ree nor disa'ree&40J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree<

65

I 2a/e recei/ed no !etter t2an >1air> e/aluation0 recently=

0J 40J

2$J

3$J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that 40J of em9lo-ees are stron'l- a'ree a,out the 9oint & 3$J of em9lo-ees are a'ree on the 9oint& 2$J are neither a'ree nor disa'ree&0J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree<

I 1eel a0 t2oug2 "y !o00 and e"ployer 2a/e let "e do4n=
0J 3$J 10J

$$J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that 0J of em9lo-ees are stron'l- a'ree a,out the 9oint & 0J of em9lo-ees are a'ree on the 9oint& 10J are neither a'ree nor disa'ree&$$J are disa'ree and rest 3$J of em9lo-ees are stron'l- disa'ree<

66

I o1ten 1eel o/er4orked and o/er42el"ed=

0J 3$J 4$J

20J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that 4$J of em9lo-ees are stron'l- a'ree a,out the 9oint& 20J of em9lo-ees are a'ree on the 9oint& 3$J are neither a'ree nor disa'ree&0J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree<

I a" 1re?uently 0tre00ed out at 4ork=

0J

20J

$0J 1$J

1$J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that 0J of em9lo-ees are stron'l- a'ree a,out the 9oint& 20J of em9lo-ees are a'ree on the 9oint& 1$J are neither a'ree nor disa'ree&1$J are disa'ree and rest $0J of em9lo-ees are stron'l- disa'ree<

6)

I li/e 1or 4eekend0 and day0 a4ay 1ro" t2e jo!=

0J 10J

#0J

30J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that 0J of em9lo-ees are stron'l- a'ree a,out the 9oint& 0J of em9lo-ees are a'ree on the 9oint& 10J are neither a'ree nor disa'ree&30J are disa'ree and rest #0J of em9lo-ees are stron'l- disa'ree<

I 1ind "y0el1 negati/ely co"paring "y 0ituation to "y peer0=

0J 1$J

20J

2$J 40J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that 0J of em9lo-ees are stron'l- a'ree a,out the 9oint& 1$J of em9lo-ees are a'ree on the 9oint& 2$J are neither a'ree nor disa'ree&40J are disa'ree and rest 20J of em9lo-ees are stron'l- disa'ree<

67

I 1eel "y !ad day0 at 4ork out4eig2 t2e good one0=

0J 4$J

2$J

30J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that 2$J of em9lo-ees are stron'l- a'ree a,out the 9oint& 30J of em9lo-ees are a'ree on the 9oint& 4$J are neither a'ree nor disa'ree&0J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree<

I o1ten e6perience a 0en0ation o1 ti"e 0tanding 0till 42en I a" at 4ork=

0J 1$J

20J

30J

3$J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that 1$J of em9lo-ees are stron'l- a'ree a,out the 9oint& 3$J of em9lo-ees are a'ree on the 9oint& 30J are neither a'ree nor disa'ree&20J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree<

63

I 2a/e !een told t2at I a" !eco"ing a "ore cynical per0on=

Stron'l- A'ree 0J 3$J 10J 2$J A'ree Neither A'ree nor )isa'ree )isa'ree 30J Stron'l- )isa'ree

4his 'ra9h sho8s that 10J of em9lo-ees are stron'l- a'ree a,out the 9oint& 2$J of em9lo-ees are a'ree on the 9oint& 30J are neither a'ree nor disa'ree&3$J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree<

I 1eel a0 t2oug2 "y e"ployer 2a0 !roken pro"i0e0 a!out "y 1uture 4it2 t2e organi<ation=
0J 40J 10J 2$J

2$J Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree A'ree )isa'ree

4his 'ra9h sho8s that 0J of em9lo-ees are stron'l- a'ree a,out the 9oint& 10J of em9lo-ees are a'ree on the 9oint& 2$J are neither a'ree nor disa'ree&2$J are disa'ree and rest 40J of em9lo-ees are stron'l- disa'ree<

)4

I 2a/e lo0t 0ig2t o1 "y career goal0 and a0piration0=

1$J 0J 1$J

2$J 4$J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that 1$J of em9lo-ees are stron'l- a'ree a,out the 9oint& 2$J of em9lo-ees are a'ree on the 9oint& 4$J are neither a'ree nor disa'ree&1$J are disa'ree and rest 0J of em9lo-ees are stron'l- disa'ree<

I no longer 1eel /alued 1or "y 4ork=

10J 20J

2$J

20J

2$J

Stron'l- A'ree Neither A'ree nor )isa'ree Stron'l- )isa'ree

A'ree )isa'ree

4his 'ra9h sho8s that 2$J of em9lo-ees are stron'l- a'ree a,out the 9oint& 2$J of em9lo-ees are a'ree on the 9oint& 20J are neither a'ree nor disa'ree&20J are disa'ree and rest 10J of em9lo-ees are stron'l- disa'ree<

)1

F)n9)n4,
o *m9lo-ees are not com9letel- satisfied 8ith their /o, althou'h their salar- is 'ood enou'h< o *m9lo-es are not 'ettin' :alue to their 8ork< o Most of em9lo-ees think that the- are nt on their actual 9ath< o Most of the em9lo-ees think that the or'ani?ation ha:en@t fulfill their 9romises&8hat the- do in ,e'innin' es9eciall- re'ardin' .romotion< o 4here is ne'ati:el- com9arison ,et8een 9eers es9eciall- re'ardin' tar'ets< o 4he- often feel o:er8orked<

)2

SU""ESTION AND RECOMMENDATION

)3

Sugge0tion0 and Reco""endation0#

4o increase the /o, satisfaction le:el of the em9lo-ees the com9an- should concentrate mainl- on the incenti:e and re8ard structure rather than the moti:ational session<

%deal em9lo-ees should concentrate on their /o,<

*ducational Aualification can ,e the factor of not an effecti:e /o,<

6om9an- should 'i:e 9romotion to those em9lo-ees 8ho deser:es it<

)4

LIMITATIONS OF STUDY
+o8e:er % shall tr- m- ,est in collectin' the rele:ant information for m- research re9ort& -et there are al8a-s some 9ro,lems faced ,- the researcher< 4he 9rime difficulties 8hich % face in collection of information are discussed ,elo8C-

1< S2ort ti"e period# 4he time 9eriod for carr-in' out the research 8as short as a result of 8hich man- facts ha:e ,een left une;9lored<

2< +ack o1 re0ource0#

ack of time and other resources as it 8as not

9ossi,le to conduct sur:e- at lar'e le:el<

3< S"all no= o1 re0pondent0# 3nl- 20 em9lo-ees ha:e ,een chosen 8hich is a small num,er& to re9resent 8hole of the 9o9ulation<

4< Un4illingne00 o1 re0pondent0# 0hile collection of the data manconsumers 8ere un8illin' to fill the Auestionnaire< "es9ondents 8ere ha:in' a feelin' of 8asta'e of time for them<

$< S"all area 1or re0earc2# 4he area for stud- 8as Kaithal& 8hich is Auite a small area to /ud'e /o, satisfaction le:el<

)5

BIBLIO"RAPHY
Boo<,5 6 Hi , Miller, >olella <rganiza ional ;e$a#ior / 0 ra egic /pproac$(, 5ile, 0 !den 6s Edi ion' G! $ans Fred <rganiza ional ;e$a#ior(, McBraw Hill ) $ Edi ion' 8ews ro" :o$n 5', 2a#is .ei $, <rganiza ional ;e$a#ior H!"an Reso!rce / 5or*(, 3 $ Edi ion, -a a McBraw Hill Edi ion' 9es on&ee 2' M' Mo i#a ion and :o% 0a isfac ion(, 1 s Edi ion' Mac"illan +ndia Gi"i ed' .o $ari >'R', Researc$ Me $odolog,, 8ew 2el$iH 8ew /ge +n erna ional 9!%lica ion, second edi ion' =e7,)te,A ? www'$rco!ncil'co" www'wor*force'co" www'google'co"

)6

ANNEXURE
))

QuestionnaireS for JOB SATISFACTION

NAM*C KKKKKKKKKKKKKKKK< )*S%>NA4%3NC KKKKKKKKKKKK< 63M.AN=C KKKKKKKKKKKKKK< 1< % ha:e ,een 9assed u9 at least once for a 9romotion in the 9ast fe8 -ears< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

2< % s9end 9arts of m- da- da-dreamin' a,out a ,etter /o,< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

3< % find much of m- /o, re9etiti:e and ,orin'< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

)7

4< % am mentall- andIor 9h-sicall- e;hausted at the end of a da- at 8ork< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

$< % feel that m- /o, has little im9act on the success of the com9an-< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

#< % ha:e an increasin'l- ,ad attitude to8ard m- /o,& ,oss& and em9lo-er < Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

F< % am no lon'er 'i:en the resources % need to successfull- do m- /o,< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree )3

Stron'l- )isa'ree

E< % am not ,ein' used to m- full ca9a,ilities< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

G< % ha:e recei:ed no ,etter than LfairL e:aluations recentl-< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

10< % feel as thou'h m- ,oss and em9lo-er ha:e let me do8n< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

11< % often feel o:er8orked and o:er8helmed< Stron'l- A'ree A'ree 74

Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

12< % am freAuentl- stressed out at 8ork< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

13< % li:e for 8eekends and da-s a8a- from the /o,< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

14< % find m-self ne'ati:el- com9arin' m- situation to m- 9eers< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

1$< % feel m- ,ad da-s at 8ork out8ei'h the 'ood ones<

71

Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

1#< % often e;9erience a sensation of time standin' still 8hen % am at 8ork< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

1F< % ha:e ,een told that % am ,ecomin' a more c-nical 9erson< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

1E< % feel as thou'h m- em9lo-er has ,roken 9romises a,out m- future 8ith the or'ani?ation< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree 72

Stron'l- )isa'ree

1G< % ha:e lost si'ht of m- career 'oals and as9irations< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

20< % no lon'er feel :alued for m- 8ork< Stron'l- A'ree A'ree Neither A'ree nor )isa'ree )isa'ree Stron'l- )isa'ree

73

74