Chapter PDF
Chapter PDF
Chapter PDF
1. INTRODUCTION
Job satisfaction is all about how one textures about (or towards) one’s job. An
employee who articulates satisfaction is said to have a positive attitude towards
the work, A person having negative attitude shows a personality disposition
which is inclined to knowledge nervousness, tension, concern, upset and distress,
where as those with positive attitude will feel happy with themselves, others, and
with their work.
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expectations, the employee is dissatisfied and if it matches the expectations, the
employee is satisfied.
When employees are allowed to work freely, job satisfaction can donate
considerably to the organisational effectiveness. It can contribute to productive
outcome in the form of high quantity and quality of products or services, as well
as to organisational upkeep as represented by low absenteeism and turnover. Yet
in a great many cases, aspects of the individual, the organisation, or the
environment compel the satisfaction-product relationship to the point where its
practical importance is minimal. Ultimately pressure may catch up with such a
person and signs of deprived corporate citizenship may appear, but such denials
of natural satisfaction output patterns can maintain themselves for long periods.
Therefore, job satisfaction is often much more important to the individual than
to the employing organisation. Persons can change jobs, thereby obtaining more
satisfying work. Organisation can switch people from job to job within the firm,
but their ability to move people from organisation to organisation is very limited.
The clear exception is when a firm provides outplacement assistance to its laid-
off workers.
1)
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2) Work Content
Content of the work itself is a main source of satisfaction. The work
given must be challenging which helps the employees to enhance their
skills, ability and knowledge. It is very important to make the work
interesting so that they are linked with work they are doing and enjoys it
to do which can help them to be satisfied..
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developing their career. A good supervisor can help the subordinate to
move forward and grow in their career which can fulfil the expectation
which lead to an employee job satisfaction.
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CHAPTER II
COMPANY PROFILE
• Startup Hiring
• HR advisory
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corporate business needs and culture of an organization is for both clients and
candidate.
They help many organization to find out the best talent from the pool of
candidates across the country.
They have made good relationship with many clients across India. The
company believes in clients success as their success.
Their some of the clients are:
• Alten
• Mother hood
• Orchid International
• Tricog
• Klay
• Crisil
• Monster
• M fine
• Cure fit
• Ekmatra
• Monster
• IFIM
• VIT
• Charles Hudson
• Aditya Birla
• Doctsapp
• Muthoot IT
• Founding years
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More than 90 happy clients.
CarePro Global partners with its clients to solve the clients short and long
term needs or business objectives. Once they are clear with the clients
requirements they will be able to source the people with the right skill,
attitude, and commitment to help the clients to achieve their goals.
They conduct their business with the highest ethical & confidential standards.
• Management of payroll
2.3. VISION:
To be leading business services provider in human resources consulting and
technology solutions to empower customer organization with right skill resource
at right cost and within stipulated time frame.
2.4. MISSION:
Enable employees, companies to address their business needs with efficient
business process and technologies.
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2.5. THEIR CONSULTANCY APPROACH:
Screening with the help of expert panel which includes both technical & non
technical.
Coordination for interviews.
Reference checks for the candidates who are short listed- optional ▪
Adherence to time frame.
• Till now they placed best candidates in the position of managers, officers,
head teachers, doctors etc in different organizations.
• Their experience in consultants provides the integrity and the valuation of
qualified candidates that they provide to their clients.
• The company have dedicated and efficient recruiters utilizing the latest
technology and successfully proven sourcing and screening methods. As a
result they are working smarter for their clients.
2.6. COMPETITORS
• Pentagon Consultancy Services
• Inspiration Manpower
• Spectrum Consultants
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CHAPTER III
RESEARCH DESIGN
3.1. Literature Review
The history of job satisfaction stems back to the early 1900’s with the
situations viewpoint on job satisfaction. This belvedere states that satisfaction is
determined by certain characteristics of the job and features of the job environment
itself. This view has been existing in the literature since the first studies by Hauser,
Taylor and the various projects at the Western Electric plants in Hawthorne
(Cranny, Smith & Stone 1992). These studies follow the supposition that when a
certain set of job conditions are existent a certain level of job satisfaction will
follow. The Hawthorne Studies are considered to be the most significant
investigation of the human scopes of industrial relations in the early 20th century.
They remained at the Bell Telephone Western Electric manufacturing plant in
Chicago beginning in 1924 through the early years of the Depression. The
Hawthorne plant shaped an Industrial Research Division in the early 1920’s. Human
Resource managers developed experiments to explore the effects of various
conditions of work on morale and productivity (Brannigan & Zwerman 2001).
“Today, orientation to the “Hawthorne Effect” denotes a situation in which the
introduction of new conditions intended to identify salient aspects of behaviour has
theconsequence of changing the behaviour it is designed to identify. Simply stated
when people realize that their behaviour is being observed they change how they
act. The development of the Hawthorne studies also means the beginning of applied
psychology. These early studies mark the birth of research on job satisfaction
connecting to ergonomics, design and productivity.
One of the most famous and researched measures of job satisfaction is the
Job Descriptive Index (JDI). “The JDI is a 72-item adjective checklist type
questionnaire introduced by Smith,Kendall, and Hulin in 1969” (Gregson, 1991).
This amount basis itself on five facets of job satisfaction. The first plane is the work
itself, satisfaction with work itself is measured in terms of the core job
characteristics such as independence, skill variety, feedback, task identity, and task
significance (Hackman & Oldham, 1975). Supervision, the second feature, is
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measured in such ways as how supervisors provide feedback, assess employee’s
performance ratings, and delegate work assignments.
Co-workers, the third factor, are measured in relationships of social support,
networking, and possible benefits attached to those relationships (Cranny, Smith &
Stone, 1992). Pay, the fourth face, is an key source of satisfaction because it
provides a potential source of self-esteem as well as the generic opportunity for
anything money can buy (Brockner, 1988). Clearly satisfaction with pay is
measured primarily by current income but also by opportunities for salary increases.
Promotion is the last factor and the one that the JDI explicitly assesses how
perceptions about the future can affect job satisfaction. Nowadays the facets of the
JDI are generally assessed by modifying the adjective checklist and using a Likert
scale on statements such as, “opportunities for progression are plentiful” measured
from one to (Cranny, Smith & Stone, 1992).
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Association for Investment Management and Research found that 81% of the
managers said that they are satisfied or very satisfied with their job. When asked to
identify the factors that make positive feelings about their job, most managers
named professional achievement, career growth, the work itself and their degree of
responsibility more important than compensation. Factors they watched as creating
negative feelings about their jobs were companypolicies, administration,
relationships with supervisors, compensation and the negative impact of work on
their personal lives (Cardona, 1996, p.9). In order to discount some of these negative
feelings and increase productivity it has been proposed to reduce the number of
work days employees failure by increasing job satisfaction, reshaping incapacity to
plans and involving supervisors in management (Maurice, 1998, p.13).
Other research indicates that customer satisfaction and loyalty are excellent
analysts of profitability…the strongest predictors of customer satisfaction:
employees’ general satisfaction with their jobs and employees’ satisfaction with
their work/life balance” (McDonald & Hutcheson, 1999, p.18). Again it’s
significant to note that job satisfaction is subject to change. “Outcome of studies
comparing differences between age groups and level of job satisfaction report an
increases in job satisfaction with age” (Osipow, 1968).
The problem that can be faced if the employees are not satisfied with the job are
absenteeism, low turnover, higher rate of committing mistake, more time taken for
achieving targets, leaving the job, etc. The survey will help the company to know
the level of employee’s satisfaction as well as some suggestion that can be required
any in the future.
According to the past data, it has been observed that the employees leave their job
within one to two years in CarePro Global. The one of the reason can be employees
not satisfied with the job. Therefore, this study can help the company to know the
reason of frequent resignation of the employees.
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3.3. Objectives:
The data needed for the study is collected from the employees of
CarePro Global, through questionnaire. Analysis and interpretation has
been done by using the MS Excel by the help of table and charts.
3.4.1. SOURCES
The data will be collected with the help of primary and secondary data.
PRIMARY DATA
SECONDARY DATA
The past employee record will be used with the permission of the
company. The other secondary data that will be used for the study are
the books, journals and articles that gives the study about the
importance, factors influencing employee’s job satisfaction.
The data will be collected by the help of Google Form, which will
contain all the 20 questions which will be asked to the employees of
CarePro Global.
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3.6. SAMPLE DESIGN
POPULATION
SAMPLE SIZE
SAMPLE PROCESS
The study will be done by the survey method as for the convenience of the
employees, so the sample type is convenient sampling.
The data collected will be analysed with the help of MS Excel and the data will be
analysed and interpreted with the simple percentage method.
The collected data will be further analyse and interpreted with help of table,
bar, charts and graph
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CHAPTER 1V
DATA INTERPRETATION AND ANALYSIS
The data collected from the primary data with the help of Google form is
represented in tables and graphs and the graph is interpreted below.
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Periods of Working
14
12
11
10 8
0
0-6 6-12 months 1-3 years more than 3 years
Responses
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Interpretation
It is been seen that 11 of them has just started with the company. 8 people is from
6-12 month. 14 people are already with the relationship with company since 1-3
years and 12 people are working more than 3 years.
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2) What are you working as?
a) Intern
b) Employee
c) Work from Home
Role of Working
35
30
25
20
15 29
10
5 10
6
0
Intern Employee Work from Home
Respondent
Interpretation
In CarePro Global there are 29 permanent employees who are working in the office.
10 people are interns who are also working in from the office. They give a facility
of working from home also. There are 6 people who are working from home.
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3) How comfortable are you with working environment?
a) Excellent (5)
b) Very Good (4)
c) Good (3)
d) Average (2)
e) Bad (1)
Comfortability in work
Excellent 6
Very Good 20
Good 14
Average 5
bad 0
0
0 5 10 15 20 25
Series 1
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Interpretation
It is been seen that the working environment of CarePro Global is very good as
average as 6 people say it excellent whereas 20 and 40 say very good and good
respectively.
Only 5 of them feel its average and non of them feel that it has bad working
environment.
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4) How much helpful are the management and peers?
a) Excellent (5)
b) Very good (4)
c) Good (3)
d) Average (2)
e) Bad (1)
To work in an organisation one must help and motivate each other. Every task
cannot be done by an individual we need a group or a team to complete a task. Very
helpful management and peers make the work easy and time saving. The question
helps us to know that the management and peers support each other or not.
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Chart 4.4. Helpful nature
Helpful Nature
30
25
20
15
10
0
bad average good very good excellent
Respondent
Interpretation
The graph shows that the management and peers are very much helpful as 25 of
them has responded as very good. 14 of them think its good and 3 of them feel its
excellent.
Whereas 3 of them feel it is average and non of them feel its bad.
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5) Do you get the opportunity to express your idea in work?
a) Yes
b) No
Idea generation is important to solve the problem or to get new development. Every
organisation faces problems or need to develop for that brainstorming among the
employees is important so as they get various ideas. Every organisation need to give
opportunity to all their employees to express their views and ideas. The question
help us to know how much does the CarePro Global allow their employees to
express their ideas.
33%
67%
yes no
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Interpretation
By the help of pie chart we can see that 67% employees only feels that they can
express their views and idea in front of everyone. Whereas 33% feels that they do
not get any chance to express their ideas and knowledge.
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6) Does senior managers communicate well with the sub ordinates?
a) Yes
b) No
Communication should be flown in good and proper manner show that organisation
can run smoothly.
Flow of Communication
16%
84%
1st Qtr no
Interpretation
It can be noticed that there are good flow of communication from top level to lower
level as 84% of employees feel that senior management has a good flow of
communication. Whereas only 16% feels that the communication channel is not
much g
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7) Do you get motivation to achieve your objectives?
a) Yes
b) No
Motivation Responses
Yes 36
No 9
Motivation
20%
80%
yes no
Interpretation
It can be noticed that 80% employees are been motivated to achieve their objectives
and complete the target. But 20% feels that they are not been motivated to complete
their task and achieve their objectives.
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8) Are the team leader supportive?
a) Yes
b) No
yes
78%
yes no
Interpretation
It is seen that team leader are good supportive in CarePro Global as 78% says that
their team leader help and support them in their work. Hence, 22% feels that their
team leader does not care to be supportive.
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9) How much is the work pressure to achieve the target?
a) Very high (5)
b) High (4)
c) Average (3)
d) Low (2)
e) Very low (1)
Work Pressure
18 average, 17
16
14 high, 13
12
very high, 10
10
8
6 low, 5
4
2
very low, 0
0
very low low average high very high
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Interpretation
It is seen that there is work pressure in CarePro Global to complete their work target.
13 and 17 of them feels that there is high and average work pressure respectively.
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10) Are you comfortable with the working hours?
a) Comfortable
b) Un comfortable
c) Under pressure
d) No comments
Working Hours
no comments
11%
comfortable
under pressure
45%
24%
un comfortable
20%
comfortable un comfortable under pressure no comments
Interpretation
It is seen that 45% of the employees are comfortable with the working hours that
company has set.
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Whereas 20% feels its un comfortable them to work in the hours that company has
set.
24% employees feels that they are coming to the work in the timings the company
has set in the pressure to attend. 14% employees didn’t want to comment on the
question.
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11) Are you satisfied with the salary paid?
a) Satisfied
b) Not satisfied
c) Okay
d) No comments
salary satisfaction
no comment
11% satisfied
20%
okay
38%
not satisfied
31%
Interpretation
The main satisfaction of the employees must be the monetary reward they get for
their work but it is noticed that 20% employees are only satisfied with the pay they
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get. Whereas 12% didn’t want to comment on their satisfaction towards the salary
they paid.
Whereas the 38% feels that it is okay to them but 32% employees feels that they are
dis satisfied with their payment which can be one reason of living the job..
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12) Is there any internal conflict in the organisation?
a) Yes
b) No
Internal conflict
yea
27%
no
73%
yea no
Interpretation
Conflict can led the organisation not to develop and lack behind. It can be said that
CarePro Global do not have much internatl conflict as 73% of them as responded
no conflict and 27% feels that there are internal conflict.
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13) Are you encourage to learn from your mistake?
a) Yes
b) No
Encouragement Responses
Yes 40
No 5
Encouragement
no
11%
yes
89%
yes no
Interpretation
89% of the employees feels that they are encourage to learn from their mistake they
do during working time. The supervisor are helpful to help them to improve and
correct their mistake, whereas 11% feels that the supervisor do not help.
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14) Do you get reward for your achievement?
a) Yes
b) No
Rewards Responses
Yes 42
No 3
Rewards
no
7%
yes
93%
yes no
Interpretation
Oy os found that CarePro Global gives rewards to the employees for their
achievement and as well as when they achieve their target. The majority of the
employees feels that they gets rewards for their work whereas only 7% feels they
are not awarded.
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15) Is there encouragement for career development?
a) Yes
b) No
yes
40%
no
60%
yes no
Interpretation
It is a 60-40 situation where 60% believe that there is career development but 40%
feels it is not available.
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16) Are you satisfied with the career development?
a) Completely satisfied
b) Satisfied
c) Average
d) Dis satisfied
e) Completely dis satisfied.
9%
33% 20%
36%
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Interpretation
36% of employees feels that they have average rate of career development in the
company.
33% of the employees are dissatisfied with the career development whereas 20%
are satisfied and we can find that 9% employees feel that there is high chance of
career development in the company.
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17) Do they give credit to your work?
a) Yes
b) No
Credit Awarded
no
38%
yes
62%
yes no
Interpretation
62% of the employees are happy that they get credit or appreciation for the work
they do but 38% do not feel the same.
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18) Are you satisfied with the work and company?
a) Highly satisfied
b) Satisfied
c) Average
d) Dis satisfied
e) Highly dis satisfied
Sattisfactory Level
highly satisfied 1
satisfied 9
average 21
dis satisfied 13
0 5 10 15 20 25
respondent
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Interpretation
It can be sensed that the majority of the employees are averagely satisfied with their
job, whereas most are not satisfied, only few are highly satisfied with their job.
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19) Will you work with the company in future?
a) Yes
b) No
Future Working
no, 36%
yes, 64%
yes no
Interpretation
The future association with company can be seen as 64% of employees are willing
to continue with their job whereas 36% are not satisfied with the company which
can lead them to quit the job and go.
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20) Any suggestion from your side to the company?
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CHAPTER V
FINDINGS, SUGESTION AND
CONCLUSION
5.1 FINDINGS
After a survey in job satisfaction level in CarePro Global it is found that some of
the factors are satisfactory whereas some are not.
Few factors like: help from the team leader, credit given for their work, rewards
paid for their achievement are few important factor that are met
Whereas the main factors that makes the employees job satisfied like : salary, career
development are not much fulfilled.
It is also found that majority of the employees are in good relationship with the
management and peers.
It is found that there is not much internal conflict in the organisation as 73% of
respondent, response that there is no internal conflict in the organisation
It is also seen that there is high level of encouragement to learn from their mistakes
in the company as majority of employees thinks that they are encouraged to learn
and rectify their mistakes.
The survey clearly shows all the finding that need to be done to fulfil the objectives
of the project.
5.2. SUGGESTION
There was an open ended question which was respondent by the employees which
gave the brief idea what they want to suggest the company to improve. They most
repeated suggestion was they need to pay a good salay according to the work load
they do.
Another was they should be rewarded as monetary too. The timing for the interns
were seen that they were doing it under pressure as there was no fix timing for them.
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In my point of view the company should check all this and balance properly so as
there won’t be too much of resignation and loyal employees will be there for the
organisation.
5.3. CONCLUSION
Job satisfaction is one of the most important factor in the employees to make them
loyal to the organisation. It is mandatory for the organisation to check whether their
employees are satisfied with the job or not. If not then they should take necessary
steps which will make employees feels that organisation needs them and they are
important factor which helps the organisation to run.
In CarePro Global it is found that the employees are not satisfied with the salary
they are been paid for their job as well as they are not been rewarded monetary for
their achievement.
Job satisfaction helps the employees to encourage them to give their 100% to get
the target done and develop the organisation. It is in hand of the management to
make their employee happy to work.
By doing this project it is found that the employees who left the job were due to the
less salary package they were offering.
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BIBLIOGRAPHY
Journals
1) Elsevier Article.
2) Article published in IJGI-MDPI
WEBSITES
1) www.inflibnet.com
2) www.slideshare.net
Articles
BOOKS NAME:
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ANNEXURE
QUESTIONNAIRE
Name:
Gender:
Designation:
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5) Do you get the opportunity to express your idea in work?
c) Yes
d) N
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11) Are you satisfied with the salary paid?
e) Satisfied
f) Not satisfied
g) Okay
h) No comments
12) Is there any internal conflict in the organisation?
c) Yes
d) No
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17) Do they give credit to your work?
c) Yes
d) No
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