CHAPTER 1

INTRODUCTION

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 JOB SATISFACTION

Job satisfaction is defined as the extent to which an employee feels self-motivated,

content & satisfied with his/her job. Job satisfaction happens when an employee feels he or she is
having job stability, career growth and a comfortable work life balance. This implies that the
employee is having satisfaction at job as the work meets the expectations of the individual.

Importance of Job Satisfaction

A satisfied employee is always important for an organization as he/she aims to deliver the best of
their capability. Every employee wants a strong career growth and work life balance at
workplace. If an employee feels happy with their company & work, they look to give back to the
company with all their efforts. Importance of job satisfaction can be seen from two perspectives
i.e. from employee and employer perspective:
For Employees: Job satisfaction from an employee perspective is to earn a good gross salary,
have job stability, have a steady career growth, get rewards & recognition and constantly have
new opportunities.
For Employers: For an employer, job satisfaction for an employee is an important aspect to get
the best out of them. A satisfied employee always contributes more to the company, helps
control attrition & helps the company grow. Employers needs to ensure a good job description to
attract employees and constantly give opportunities to individuals to learn and grow.
The positive effects of job satisfaction include:
1. More efficiency of employees of workplace if they are satisfied with their job.
2. Higher employee loyalty leading to more commitment.
3. Job satisfaction of employees eventually results in higher profits for companies.
4. High employee retention is possible if employees are happy.
Job Satisfaction Factors
Job satisfaction is related to the psychology of an employee. A happy & content employee at a
job is always motivated to contribute more. On the other hand, a dissatisfied employee is
lethargic, makes mistakes & becomes a burden to the company. The elements & factors which
contribute to job satisfaction are:

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1. Compensation & Working conditions: One of the biggest factors of job satisfaction are the
compensation and benefits given to an employee. An employee with a good salary, incentives,
bonuses, healthcare options etc is happier with their job as compared to someone who doesn’t

have the same. A healthy workplace environment also adds value to an employee.
2. Work life balance: Every individual wants to have a good workplace which allow them time
to spend with their family & friends. Job satisfaction for employees is often due a good work life
balance policy, which ensures that an employee spends quality time with their family along with
doing their work. This improves the employee's quality of work life.
3. Respect & Recognition: Any individual appreciates and feels motivated if they are respected
at their workplace. Also, if they are awarded for their hard work, it further motivates employees.
Hence recognition is one of the job satisfaction factors.
4. Job security: If an employee is assured that the company would retain them even if the market
is turbulent, it gives them immense confidence. Job security is one of the main reasons for job
satisfaction for employees.
5. Challenges: Monotonous work activities can lead to dissatisfied employees. Hence, things
like job rotation, job enrichment etc can help in job satisfaction of employees as well.
6. Career Growth: Employees always keep their career growth part as a high priority in their life.
Hence, if a company helps groom employees and gives them newer job roles, it enhances the job
satisfaction as they know they would get a boost in their career.

Measuring Job Satisfaction

It is critical for any company to measure job satisfaction as the efficiency, productivity and
loyalty of an employee depends on it. Companies can conduct surveys with questionnaires
asking the employees about their feedback and understand if they are satisfied or dissatisfied
with their job. Companies can ask the following questions to measure job satisfaction and can
give multiple options like Satisfied, somewhat satisfied, neutral, somewhat dissatisfied,
dissatisfied:
1. Are you happy with your salary/incentives?
2. Is your contribution to the company recognized with awards?
3. Do you find your workplace conditions good, hygienic, competitive?
4. Do you have a good work life balance?
5. Are you happy with company policies for your career growth & training and development?

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 INDUSTRY PROFILE
Indian retail one of the fastest growing markets in the world due to economic growth.
India is the world’s fifth largest global destination in the retail space. Retail market in India is
projected to grow from an estimated US$ 795 billion in 2017 to US$ 1,200 billion in 2021.
India’s modern retail to double in size over the next three years. The modern retail market in
India is expected to grow from US$ 13.51 billion in 2016 to US$ 26.67 billion in 2019.

FMCG market expected to increase to US$ 103.7 billion by 2020 from Rs 3.4 lakh crore
(US$ 52.75 billion) in FY2018.

India's online retail sector grows 23 per cent to US$ 17.8 billion in 2017. Online retail
sales are forecasted to grow at the rate of 31 per cent year-on-year to reach US$ 32.70 billion in
2018. Revenue generated from online retail is projected to grow to US$ 60 billion by 2020.

RETAIL FORMATS IN INDIA

➢ Mono/exclusive branded retail shops Exclusive showrooms owned or franchised out by a

manufacturer. Complete range available for a given brand, certified product quality.
➢ Multi-branded retail shops Focus on particular product categories and carry most of the
brands available. Customers have more choices as many brands are on display.
➢ Convergence retail outlets. Display most of convergence as well as consumer/electronic
products, including communication and IT group One-stop shop for customers; many
product lines of different brands on display.
➢ E-retailers. It is an online shopping facility for buying and selling products and services;
the facility is widely used for electronics, health and wellness. Highly convenient as it
provides 24X7 accesses, saves time and ensures secure transaction.

STRONG GROWTH IN THE INDIAN RETAIL INDUSTRY

The retail sector in India is emerging as one of the largest sectors in the economy. The
total market size of Indian retail industry reached an estimated US$ 795 billion in 2017. It is
forecasted to increase to US$ 1,200 billion by 2021 and 1,750 billion by 2026. India will become
a favorable market for fashion retailers on the back of a large young adult consumer base,
increasing disposable incomes and relaxed FDI norms.

SECTOR’S HIGH GROWTH POTENTIAL IS ATTRACTING INVESTORS

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 India has occupied a remarkable position in global retail rankings; the country has high
market potential, low economic risk and moderate political risk. India’s high growth potential

compared to global peers has made it more favorable. India is expected to become the world's
third-largest consumer economy, reaching US$ 400 billion in consumption by 2025, according to
a study by Boston Consulting Group. In FDI Confidence Index, India ranks 11th (after U.S.,
Canada, Germany, United Kingdom, China, Japan, France, Australia, Switzerland and Italy).
India is ranked first in the Global Retail Development Index 2017, backed by rising middle class
and rapidly growing consumer spending.

Online retail business is the next generation format which has high potential for growth.
Currently, it is estimated to be a US$ 50 billion opportunity. After conquering physical stores,
retailers are now foraying into the domain of e-retailing. It had a market size of US$ 18 billion in
2017 and is forecasted to reach US$ 32.70 billion by 2018. Online retail market is estimated to
reach US$ 60 billion by 2020. The online retail market sales are forecasted to grow at the rate of
31 per cent year-on-year to reach US$ 32.70 billion in 2018. It is projected to reach US$ 73.00
billion by 2022F. India's ecommerce industry's sales rose 40 per cent year-on-year to reach Rs
9,000 crore (US$ 1.5 billion) during the five-day sale period ending September 24, 2017, backed
by huge deals and discounts offered by the major ecommerce companies. It is forecasted to reach
US$ 53 billion by 2018. The government plans to allow 100 per cent FDI in e-commerce, under
the arrangement that the products sold must be manufactured in India to gain from the liberalized
regime.

AMPLE GROWTH OPPORTUNITIES IN INDIAN RETAIL INDUSTRY

India is the fifth largest preferred retail destination globally. The sector is experiencing
exponential growth, with retail development taking place not just in major cities and metros, but
also in Tier-II and Tier-III cities. Large number of retail outlets In FY18, rural consumption rose
by 9.7 per cent while the urban spending grew at 8.6 per cent. Rural markets offer significant
growth potential the organized Indian retail industry has begun experiencing an increased level
of activity in the private label space. In April 2018, the organized retail sector is forecasted to
witness strong growth in the coming years. The share of private label strategy in the US and the
UK markets is 19 per cent and 39 per cent, respectively, while its share in India is just 6 per cent.
Stores like Shopper Stop, Lifestyle generates 15 to 25 per cent revenues from private label
brands. Private label opportunities India ‘s price competitiveness attracts large retail players to
use it as a sourcing base. Global retailers such as Walmart, GAP, Tesco and JC Penney are
increasing their sourcing from India and are moving from third-party buying offices to
establishing their own wholly-owned/wholly-managed sourcing and buying offices. Sourcing
base Luxury retailing is gaining importance in India. This includes fragrances, gourmet retailing,

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accessories and jeweler among many others. The Indian luxury market stood at around US$ 18.6
billion in 2016 from US$ 14.7 billion in 2015, thereby registering a growth of 26.5 per cent.

Luxury Retailing Luxury market of India is expected to grow to US$ 30 billion by the
end of 2018 from US$ 23.8 billion in 2017 supported by growing exposure of international
brands amongst Indian youth and higher purchasing power of the upper class in tier 2 and 3
cities, according to Ascham.

Types of Grocery stores

Grocery stores can be small or large physical stores, or electronic (online) stores.
SMALL FORMAT
Convenience store
A convenience shop is a small store that stocks a range of everyday items such as
groceries, snack foods, candy, toiletries, soft drinks, tobacco products, and newspapers. They
differ from general stores and village shops in that they are not in a rural location and are used as
a convenient supplement to larger shops.
Although larger, newer convenience stores may have quite a broad range of items, the
selection is still limited compared to supermarkets and, in many stores, only 1 or 2 choices are
available. Convenience stores usually charge significantly higher prices than ordinary grocery
stores or supermarkets, which they make up for with convenience by serving more locations and
having shorter cashier lines. Many convenience stores offer food ready to eat, such as breakfast
sandwiches and other breakfast food.
Greengrocer
A greengrocer is a retail trader in fruit and vegetables; that is, in green
groceries. Greengrocer is primarily a British and Australian term, and greengrocers' shops were
once common in cities, towns and villages.
LARGE FORMAT
Supermarket
A supermarket, a large form of the traditional grocery store, is a self-service shop
offering a wide variety of food and household products organized into aisles. The supermarket
typically comprises meat, fresh produce, dairy, and baked goods aisles, along with shelf space
reserved for canned and packaged goods as well as for various non-food items such as
kitchenware, household cleaners, pharmacy products and pet supplies.

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 COMPANY PROFILE

BIGBASKET

Big basket is the largest online grocery supermarket in India. It was launched in 2011,
quite about the time when e-commerce was in its nascent stage in the country. Big basket was
founded by Hari Menon, VS Sudhakar, V S Ramesh, Vipul Parekh and Abhinaya Choudhary.
Big basket is headquartered in Bengaluru and delivers to various cities in India such as
Hyderabad, Mumbai, Pune, Chennai, Delhi, Noida, Mysore, Coimbatore, Vijayawada-Guntur,
Kolkata, Ahmedabad-Gandhinagar, Lucknow-Kanpur, Gurgaon, Vadodara, Visakhapatnam,
Surat, Nagpur, Patna, Indore and Chandigarh Trinity city limits.

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 Big basket was launched at a time when India's busy workforce in cities was finding it
difficult to allocate time to buy groceries and home essentials. Big basket gave them the
flexibility to place their order anytime and get the things delivered at their preferred time. Big
basket offers groceries and food supplies in various categories such as fruits & vegetables, food
grains, oil, masalas, bakery items, beverages, branded foods, personal care products, household
supplies, eggs, meat, fish, etc. Big basket currently offers more than 18,000 products across
various categories and features more than 1000 brands in its catalogue. Big basket comes with
the promise of lowest rates and prompt delivery services.

Big basket is retail industry and an online super market store. It makes customer to order
online and allows customer to walk away from the drudgery of grocery shopping and welcome
an easy relaxed way of browsing and shopping for groceries. Discover new products and shop
for all your food and grocery needs from the comfort of your home or office. No more getting
stuck in traffic jams, paying for parking, standing in long queues and carrying heavy bags – get
everything they need, when they need, right at their doorstep. Food shopping online is now easy
as every product on their monthly shopping list at bigbasket.com, India’s best online grocery
store.

History:
Big basket was launched in 2011, but its journey had begun much earlier. It was in the
year 1999 that a group of people comprising V S Sudhakar, Hari Menon, Vipul Parekh,
Abhinaya Choudhary and V S Ramesh launched their online retail business called Fabmart. The
business did quite well and later physical retail malls called Fabmall were launched in various
locations in South India. The business was eventually sold to the Aditya Birla Group and now it
is known popularly as ‘More’ retail chain. However, the founders were itching to start something
new and with their experience in retail business, they came together once again to launch Big
basket in 2011. Big basket currently has revenue of around $3.2 million and approximately 4,000
employees.
Funding:
Big basket has received funding worth around $526 million. The investors include
Alibaba Group, Abraaj Group, Ascent Capital, Bessemer Venture Partners, Brand Capital,

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Helion Venture Partners, ICICI Venture, IFC Venture Capital Group, LionRock Capital, Paytm
Mall, Sands Capital Management, Sands Capital Ventures, Trifecta Capital and Zodius Capital.
There are talks about additional funding of around $200 million, post which, the company would
be valued at around $900 million.
Acquisitions:
Big basket acquired Delyver in June 2015 for an undisclosed amount. Delyver was also
an online grocery store and its specialty was using local stores to deliver groceries to people.
Now, all business assets of Delyver have been merged with Bigbasket.
Competition:
Big basket competes with various other startups in the online grocery segment.
Competitors include Grofers, Zopnow, Peppertap, Naturesbasket, Aaramshop, etc. Various city-
specific online retail stores have also come up, which are giving tough competition to Bigbasket.
Even bigger e-commerce players such as Amazon India and Snap deal have also started selling
groceries online, which is creating new challenges for Big basket.

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 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:
To study on job satisfaction of employees in Bigbasket

SECONDARY OBJECTIVE:
• To study the various factors to determining job satisfaction of employees.
• To measure the employees job Satisfaction level in Bigbasket.
• To study employee perception towards Bigbasket.
• To understand the problem of employees in the working Condition.

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 NEED OF THE STUDY

➢ Job satisfaction Plays a key role in company success.

➢ Without the employee’s satisfaction towards their job none of the employee will perform
well and it is very difficult to reach the company goals and objectives.
➢ Hence the job satisfaction helps to yield maximum output from the employees.
➢ This study is undertaken to measure the satisfaction level of van delivery executives in
big basket.

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 SCOPE OF THE STUDY

➢ The scope of the study consist of the importance of the employee satisfaction is to find
out the satisfaction level of van delivery executives of Big basket.
➢ The study provides some findings that were interrupted from the analysis of collected
data.
➢ The suggestions were given which may help the company to improve employee job
satisfaction.

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 REVIEW OF LITERATURE

1. SAMANVITHA AND JAWAHAR, (2012)

He aimed at determining and establishing a relationship between strategic emotional

intelligence and job satisfaction among faculty members in Arts and Science Institutions. Sample
consists of 98 faculty members in Tami Nadu. The result of the study showed that the emotional
intelligence at work has a great influence on the level of job satisfaction and in turn on work
performance.

2.RAGHUNATHREDDY (2011)

He studied the employee involvement and Job Satisfaction in Indian Corporate sector. This study
meant to find out the employee's attitude towards job satisfaction and job involvement. The
findings of the study show that the managerial level of employees has low level of satisfaction
and Engineers have low level of Job Involvement and supervisors have low level of commitment
towards the organization.

3.RANE (2011)

Studied the importance of employee job satisfaction, he explained that the employee Job
Satisfaction was essential to face the dynamic and ever-increasing challenges of maintaining
productivity of the organization by keeping their work force constantly engaged and motivated.
The study found that the high Job Satisfaction correlated strongly with the feeling of having fun
at work. The article explained that the possible ways to enhance their performance in order to
face new challenges were providing positive work environment, the appreciation of performance,
personal recognition of employees by the management, and employee participation in decision
making, providing training facilities to improve worker’s skills and potentials. There should be a
continuous process of assessment of Job satisfaction of employees by obtaining feedback in a
specially designed evaluation format before and after the training programmers. He concluded
that the Job satisfaction of an employee in any organization was of paramount importance to
achieve the targeted goals on a sustainable basis.

4.CASTRO AND MARTIN (2010)

He explored the relationship between organizational climate and Job Satisfaction.

Questionnaire was administered to the sample of 696 employees from a population of 1453
employees working in three regions. Confirmatory and explanatory factor analyses were used to
investigate the structure of the climate model. The findings of the study indicated a positive
relationship between organizational climate scores and Job satisfaction scores.

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5. Nilufar Ahsan (2009)

He investigated the relationship between Job stress and Job Satisfaction. The study conducted
in a Public University in Klang Valley area in Malaysia and 300 respondents were selected as
sample of the study. The determinants of job stress that have been examined under this study
include management role, relationship with others, work load pressure, homework interface, role
ambiguity and performance pressure. The results of the study revealed that the association
between relationship with others and job stress is not significant. The relationship between
workload pressure and job stress, role ambiguity and job stress are significant. The study
concluded that the motivation is a key factor as well in affecting job stress among employees.
Employees who were highly motivated will feel happier and were more willing to work for the
organization.

6.Rajesh (2007)

He studied the Quality of Work life and Job satisfaction in 10 IT Companies professionals
from 3 cities i.e. Hyderabad, Bangalore and Chennai. The objectives of the study were to explore
the levels of Job Satisfaction and relationship between demographic characteristics and
satisfaction, to find differences exists between demographic characteristics with overall Job
Satisfaction, to identify specific Indicators that causes dissatisfaction and to examine the
hierarchy of needs among IT Professionals. The questionnaire was administered to collect
primary data. The study revealed that higher income groups and higher experienced were the
most dissatisfied with Job Security. It was also showed that the most satisfied employees in IT
Industry were of Hyderabad, followed by Chennai and Bangalore respectively.

7. SANTHAPPARAJ (2005)

He was assessed the job satisfaction of the women managers working in automobile
industry in Malaysia based on primary survey from 200-woman managers. The result showed
that female managers were generally satisfied with their job. Highest level of satisfaction occurs
in the areas of supervision, job in general, and present job and present pay. However, relatively
more number of women managers was dissatisfied with their co-workers, pay and present job.
The correlation analysis showed that there was a significant negative correlation between age,
education and various job factors that determine the job satisfaction.

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8. DHAR (1992)

He carried out an investigation among academicians. The investigation explored the nature
of relationship between Job Satisfaction, Job involvement, Age and Length of service. An
important finding of the study was that Job Involvement and Job Satisfaction are positive
correlates which imply that involvement in Job increases Job Satisfaction and vice-versa.

9.SYEED (1992)
He made an endeavor to determine the relationship between employee Job Satisfaction and
Organizational effectiveness. The sample for the study consisted of 44 supervisors of a public
sector undertaking which was randomly drawn from a single unit of the Company. The main
objective of the study was to relate satisfaction with Organizational effectiveness along with
personal attributes such as age, education, pay, length of service etc. the study revealed that Job
satisfaction facets had more explanatory power than the personal attributes of respondents. It was
clear from the study that the Organization through its human resource development policies and
practices created better environment for employees.

10.MIRA SINGH AND PESTONJEE1 (1990)

He hypothesized that Job Satisfaction is influenced by the levels of Occupation, Job

involvement and Participation. The sample for the study consisted of 250 officers and the study
confirmed the hypothesis and it was found that Job Satisfaction of the Bank employees was
positively affected by the Occupational level, Job involvement and participation.

15
 CHAPTER 3
RESEARCH METHODOLOGY

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 RESEARCH METHODOLOGY
DEFINITION OF RESEARCH

The manipulation of things, concepts or symbols for the purpose of generalizing to extend,
correct or verity knowledge, whether that knowledge aids in construction of theory or in the
practice of an art.

-Schlesinger and Stephenson

RESEARCH DESIGN:

A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.
Regarding this project, descriptive research design concern with describing the perception of
each individuals or narrating facts on welfare measures and diagnostic design helps in determine
the frequency with which something occurs or it’s associated with something else. These two-
research design help in understand the characteristic in a given situation. Think systematically
about aspects in given situation, offers idea for probe and research help to make certain simple
decision.

DESCRIPTIVE RESEARCH

In this research it deals with descriptive research type. It includes surveys and fact-finding
enquiries of different kinds. The major purpose of descriptive research is description of the state
of affairs as it exists at present.

METHOD OF DATA COLLECTION

SOURCE OF DATA

Both primary and secondary data were collected for this study.

Primary Data

The objective of the study has been accomplished with the help of primary data collected
from 100 workers.

The selected samples are met in person and the required data have been collected with
the help of a structured questionnaire.

SECONDARY DATA

Secondary data was collected from the company records and websites.

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SAMPLING DESIGN

SAMPLING METHOD

The entire group from which a sample is chosen is known as sampling unit. The research
data was collected from employees of Bigbasket.

Sampling Technique

The technique used for the research is Probability Sampling because the population is
finite. The Sampling technique selected for the study is Simple random sampling technique. It is
one where respondents are selected from the total population.

Simple random sample is a group of subjects (a sample) chosen from a larger group (a
population). Each subject from the population is chosen randomly and entirely by chance such
that each subject has the same probability of being chosen at any stage during the sampling
process. This process and technique is known as Simple Random Sampling.

STATISTICAL TOOLS AND TECHNIQUES

The collected data have been analyzed with the help of tools like simple percentage method.

A) Simple Percentage Method

Simple percentage analysis refers to a ratio. With the help of absolute figures, it will be
difficult to interpret any meaning from the collected data, but when percentages are found out
then it becomes easy to find the relative difference between two or more attributes.

Number of respondents

Percentage of respondents = ________________________ *100

Total number of respondents

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B) Chi-Square

Chi-Square Test is an important test among the several tests of significance. Chi-Square
symbolically written as c2 (pronounced as Ki Square).

Chi square test enables to explain whether or not two attributes are associated. Chi-
square is calculated as follows,

Where,

O= Observed frequency

E= Expected frequency

Degree of freedom (d.f) = (c-1) (r-1)

C= No. of column.

C) ANOVA

An ANOVA test is a way to find out if survey or experiment results are significant. In other
words, they help you to figure out if you need to reject the null hypothesis or accept the alternate
hypothesis. Basically, you’re testing groups to see if there’s a difference between them.

ONE WAY ANOVA

A one way ANOVA is used to compare two means from two independent (unrelated)
groups using the F-distribution. The null hypothesis for the test is that the two means are equal.
Therefore, a significant result means that the two means are unequal.

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AVERAGE
The statistical mean refers to the mean or average there is used to derive the central
tendency of the data in question. It is determined by adding all the data points in a population
and then dividing the total by the number of points. The resulting number is known as the mean
or the average.

Mean <x> = ∑x/N

where ∑ represents the summation
x represents scores
N represents number of scores.

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 LIMITATION OF THE STUDY

• All the employees were found very busy in their working hours.
• All the findings and observation made in the study are purely based on the respondents
answer which may be biased.
• The personal biases of the respondents might have entered into their response according
to their present emotion.

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 CHAPTER 4
DATA ANALYSIS
AND INTERPRETATION

22
 DATA ANALYSIS AND INTERPRETATION

4.1 SIMPLE PERCENTAGE ANALYSIS

TABLE NO 4.1.1 AGE OF RESPONDENTS

Respondents Frequency Percentage

18-25 54
26-30 51 47
Total 110 100

CHART NO 4.1.1 AGE OF RESPONDENTS

47%
54%

INTERPRETATION:

From the above table, it is inferred that 54% of the respondents are between the age of
18-30 and 47% of respondents are between the age of 26-30.

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TABLE NO 4.1.2 EDUCATION LEVEL OF THE RESPONDENTS

Respondents Frequency Percentage

School 26 24
Diploma 28 26
ITI 16 14
UG 40 36
Total 110 100

CHART NO 4.1.2 EDUCATION LEVEL OF THE RESPONDENTS

24%
School
36%
Diploma
ITI

25% UG
15%

INTERPRETATION:

From the above table, it is inferred that 24% of respondents have completed up to school, 26% of
respondents have completed Diploma, 14% of respondents have completed ITI,36%of
respondents have completed UG.

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TABLE NO 4.1.3: MARITAL STATUS OF THE RESPONDENTS

Respondents Frequency Percentage

Married 33 30

Unmarried 77 70

Total 110 100.0

CHART NO 4.1.3: MARITAL STATUS OF THE RESPONDENTS

30%
married
unmarried
70%

INTERPRETATION:

From the above table, it is inferred that 70% of the respondents are unmarried and 30% of
respondents are got married.

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TABLE NO 4.1.4: HOW LONG THE RESPONDENTS HAVE BEEN WORKING WITH
BIGBASKET.

Respondents Frequency Percentage

less than 3 months 25 23

3months to 1year 51 46
1year to 2 years 28 25
more than 2 years 6 6
Total 110 100

CHART NO 4.1.4: HOW LONG THE RESPONDENTS HAVE BEEN WORKING WITH
BIGBASKET.

6%
23% less then 3 months
25%
3months to 1year
1year to 2 year
more than 2 year
46%

INTERPRETATION:

From the above table, it is inferred that 46% of respondents are working in big basket between 3
months to 1 year, 25% of respondents are working in big basket between 1 year to 2 year,23% of
respondents are working in big basket between less than 3 months, 6% of respondents are working in big
basket between more than 2 years.

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TABLE NO 4.1.5: SATISFACTION ON CURRENT JOB OF THE RESPONDNETS.

Respondents Frequency Percentage

Yes 52 48
No 29 26
Can't say 29 26
Total 110 100

CHART NO 4.1.5: SATISFACTION OF CURRENT JOB OF THE RESPONDNETS.

26%
yes
47% no
can't say
27%

INTERPRETATION:

From the above table, it is inferred that 47% of respondents are satisfied with their
current job,27% of respondents are not satisfied and 26% of respondents are can’t say.

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TABLE NO 4.1.6 WHAT MOTIVATES TO WORK MORE IN BIGBASKET

Respondents Frequency Percentage

Good pay 40 36
Promotion 21 19
Less supervision 9 8
Good working conditions 38 35
Others 2 2
Total 110 100.0

CHART NO 4.1.6: WHAT MOTIVATES TO WORK MORE IN BIGBASKET

2%
Good pay

35% 36% Promotion

Less supervision
Good working conditions

8% Others
19%

INTERPRETATION:

From the above table, it is inferred that 36% of the respondents are work more
because of good pay,35% of the respondents are working for good working condition,19% of the
respondents are working for promotion,8% of the respondents are working for less supervision
and 2% of the respondents are others.

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TABLE NO 4.1.7: SATISFACTION ON SALARY OF THE RESPONDENTS

Respondents Frequency Percentage

Strongly agree 29 26
Agree 34 31
Neutral 19 17
Disagree 10 9
Strongly disagree 18 17
Total 110 100.0

CHART NO 4.1.7: SATISFACTION ON SALARY OF THE RESPONDENTS

17% strongly agree

26%
Agree
9%
Neutral
Disagree
17%
31% Strongly disagree

INTERPRETATION:

From the above table, it is inferred that 31% of the respondents are agree, 26% of
the respondents are strongly agree,17% of the respondents are neutral and 17% of the
respondents are strongly disagree and 9% of the respondents are disagree.

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TABLE NO 4.1.8: SATISFACTION OF WORKING HOURS OF THE RESPONDENTS

Respondents Frequency Percentage

Yes 62 56

No 48 44

Total 110 100

CHART NO 4.1.8: SATISFACTION OF WORKING HOURS OF THE RESPONDENTS

44% Yes
56% No

INTERPRETATION:

From the above table, it is inferred that 56% of the respondents are satisfied with
their working hour and 44% of the respondents are not satisfied with their working hour in big
basket.

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TABLE NO 4.2.9: SATISFICTION OF THE WAY CONFLICTS ARE RESOLVED IN
THE COMPANY

Respondents Frequency Percentage

Satisfied 42 38
Highly satisfied 20 18
Neutral 26 24
Dissatisfied 18 16
Highly satisfied 4 4
Total 110 100

CHART NO 4.2.9: SATISFACTION OF THE WAY CONFLICTS ARE RESOLVED IN

THEIR COMPANY

4%
Satisfied
16%
38% Highly satisfied
Neutral
24% Dissatisfied
Highly satisfied
18%

INTERPRETATTION:

From the above table, it is inferred that 38% of the respondents are satisfied, 24%
of the respondents are neutral, 18% of the respondents are highly satisfied,16% of the
respondents are dissatisfied and 4% of the respondents are highly satisfied with the conflicts
resolved in their company.

31
TABLE NO 4.2.10 SATISFACTION OF LEAVE POLICY PROVIDED WITH THEIR
COMPANY

Respondents Frequency Percentage

Satisfied 45 41
Highly satisfied 29 26
Neutral 26 24
Dissatisfied 6 5
Highly dissatisfied 4 4
Total 110 100

CHART NO 4.2.10: SATISFACTION OF LEAVE POLICY PROVIDED WITH THEIR

COMPANY

Satisfied
5%4%
Highly satisfied
24% 41% Neutral
Dissatisfied
HIghly dissatisfied
26%

INTERPRETATION:

From the above table, it is inferred that 41% of the respondents are satisfied with
their leave policy,26% of the respondents are highly satisfied,24%of the respondents are
neutral,5% of the respondents are dissatisfied and 4% of the respondents are highly dissatisfied.

32
TABLE NO 4.2.11: SATISFACTION OF INCENTIVES GIVEN TO THE
RESPONDNETS

Respondents Frequency Percent

Satisfied 65 59
Highly satisfied 19 17
Neutral 7 6
Dissatisfied 13 12
Highly dissatisfied 6 6
Total 110 100

CHART N0 4.2.11: SATISFACTION OF INCENTIVES GIVEN TO THE

RESPONDNETS

6%
12% Satisfied
Highly satisfied
6%
Neutral
59% Dissatisfied
17%
Highly dissatisfied

INTERPRETATION:

From the above table, it is inferred that 59% of the respondents are satisfied with
the incentives provided from the company, 17% of the respondents are highly satisfied, 12% of
the respondents are dissatisfied,6% of the respondents are highly dissatisfied.

33
TABLE NO 4.2.12: MANAGER TREATS WITH RESPECT TO THE EMPLOYEES

Respondents Frequency Percent

Yes 83 76

No 26 24

Total 110 100

CHART NO 4.2.12: MANAGER TREATS WITH RESPECT TO THE EMPLOYEES

24%
Yes
No

76%

INTERPRETATION:

From the above table, it is inferred that 76% of the respondents are accepting that the
manager treats them respect and 24% of the respondents are not accepting that the mangers treats
with respect.

34
TABLE NO 4.2.13: EMPLOYEES PROVIDED ENOUGH TRAINING TO SOLVE
CUSTOMER ISSUES

Respondents Frequency Percent

Yes 76 69

No 34 31

Total 110 100

CHART NO 4.2.13: EMPLOYEES PROVIDED ENOUGH TRAINING TO SOLVE

CUSTOMER ISSUES

31%
Yes
No
69%

INTERPRETATION:

From the above table, it is inferred that 69% of the respondents had enough
training to solve the customer issues and 31% of the respondents did not get enough training to
solve the customer issues.

35
TABLE NO 4.2.14: WORK LOAD PROVIDE HAS BALANCE BETWEEN WORK LIFE
AND PERSONAL LIFE OF THE RESPONDENTS

Respondents Frequency Percent

Yes 72 66
No 38 34
Total 110 100

CHART NO 4.2.14: WORK LOAD PROVIDE HAS BALANCE BETWEEN YOUR

WORK LIFE AND PERSONAL LIFE OF THE RESPONDENTS.

34%
Yes
No
65%

INTERPRETATION:

From the above table, it is inferred that 66% of the respondents are balancing the
work life and personal life and 34% of the respondents are can’t balance the work life and
personal life.

36
TABLE NO 4.2.15: RESPONDENTS REFER SOMEONE TO WORK IN THE
COMPANY

Respondents Frequency Percentage

Definitely 32 29
Probably 30 27
Not sure 19 17
Probably not 18 17
Definitely not 11 10
Total 110 100

CHART NO 4.2.15: RESPONDENTS REFER SOMEONE TO WORK IN

THECOMPANY

10% Definitely
29%
17% Probably
Not sure
Probably not
17%
27% Definitely not

INTERPRETATION:

From the above table, it is inferred that 29% of the respondents are definitely refer
someone to work in bigbasket,27% of the respondents say probably,17% of the respondents are
not sure and probably not and 10% of the respondents are definitely not.

37
TABLE NO 4.2.16: COMPANY OFFER FOR PROMOTION TO THE EMPLOYEES

Respondents Frequency Percentage

Yes 58 53

No 52 47

Total 110 100

CHART NO 4.2.16: COMPANY OFFER FOR PROMOTION TO THE EMPLOYEES

Yes
47%
53% No

INTERPRETATION:

From the above table, it is inferred that 53% of the respondents are accepting that
the company offer promotion and 47% of the respondents are not accepting that company as
offer promotion.

38
TABLE NO 4.2.17: EMPLOYEE CONNECTED TO THE CO-WORKER

Respondents Frequency Percent

Yes 77 70

No 33 30

Total 110 100

CHART NO 4.2.17: EMPLOYEE CONNECTED TO THE CO-WORKER

30%
Yes
No
70%

INTERPRETATION:

From the above table, it is inferred that 70% of the respondents are connecting to
the co worker and 30% of the respondents are not feel connected to the co worker.

39
TABLE NO 4.2.18: COMPANY OFFER ANY SAFETY MEASURE TO THE
EMPLOYEES

Respondents Frequency Percentage

Yes 65 59
No 45 41
Total 110 100

CHART NO 4.2.18: COMPANY OFFER ANY SAFETY MEASURE TO THE

EMPLOYEES

41% Yes

59% No

INTERPRETATION:

From the above table, it is inferred that 59% of the respondents are accepting that
the company offers safety measure to the respondents and 41% of the respondents are not
accepting.

40
TABLE NO 4.2.19: COMPANY PROVIDE TOOLS AND RESOURCES NEEDED TO DO
JOB TO THE EMPLOYEES

Respondents Frequency Percent

Yes 60 55

No 50 45

Total 110 100

CHART NO 4.2.19: COMPANY PROVIDE TOOLS AND RESOURCES NEEDED TO

DO JOB TO THE EMPLOYEES

45% Yes
55% No

INTERPRETATION:

From the above table, it is inferred that 54% of the respondents are accepting that
the tools are provided in the company and 45% of the responding are not accepting that the
company providing tools to the employees.

41
TABLE NO 4.2.20: BENEFITS OFFERED IN THE COMPANY

Respondents Frequency Percent

Satisfied 31 28
Highly satisfied 27 25
Neutral 30 27
Dissatisfied 8 7
Highly dissatisfied 14 13
Total 110 100

CHART NO 4.2.20: BENEFITS OFFERED IN THE COMPANY

13% Satisfied
7% 28%
Highly satisfied
Neutral
Dissatisfied
27%
25% Highly dissatisfied

INTERPRETATION:

From the above table, it is inferred that 28% of the respondents are satisfied with
the benefits offered in the company, 27% of the respondents are neutral, 24% of the respondents
are highly satisfied, 12% of the respondents are highly dissatisfied and 7% of the respondents
are dissatisfied.

42
TABLE NO 4.2.21: OVERALL SATISFACTION WITH THE JOB OF THE
RESPONDENTS

Respondents Frequency Percent

Highly satisfied 23 21
Satisfied 29 26
Average 28 26
Dissatisfied 12 11
Highly dissatisfied 18 16
Total 110 100

CHART 4.2.21: OVERALL SATISFACTION WITH THE JOB OF THE RESPONDENTS

16% 21% Highly satisfied

Satisfied
11%
Average
Dissatisfied
26%
Highly dissatisfied
26%

INTERPRETATION:

From the above table, it is inferred that 26% of the respondents are satisfied with
overall satisfaction, 25% of the respondents are average, 20% of the respondents are highly
satisfied, 16% of the respondents are highly dissatisfied and 10% of the respondents are
dissatisfied.

43
 4.2 CHI SQUARE ANALYSIS

4.2.1 RELATIONSHIP BETWEEN WORK LOAD AS BALANCE BETWEEN WORK

LIFE AND PERSONAL LIFE OF THE RESPONDENTS AND MARITAL STATUS OF
THE RESPONDENTS.

HYPOTHESIS:

Null hypothesis (H0): There is no association between the work load as balance between work
life and personal life of the respondents and marital status of the respondents.

Alternative hypothesis (H1): There is association between the work load as balance between
work life and personal life of the respondents and marital status of the respondents.

OBSERVED TABLE

Chi-Square Test

Value df Asp. Sig. (2-sided)

a
Pearson Chi-Square .375 1 .540
Likelihood Ratio .380 1 .538
Linear-by-Linear
.372 1 .542
Association
N of Valid Cases 110
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 11.40.

INTERPRETATION:

Since the calculated value is (.540) is greater than the significant value of (0.05), Hence
H0 is accepted there is no association between the work load as balance between work life and
personal life of the respondents and marital status of the respondents.

44
4.2.2 RELATIONSHIP BETWEEN WORK LOAD HAS BALANCE BETWEEN WORK
LIFE AND PERSONAL LIFE OF THE RESPONDENTS AND SATISFACTION OF
WORKING HOURS OF THE RESPONDENTS.

HYPOTHESIS:

Null hypothesis (H0): There is no association between the work load as balance between work
life and personal life of the respondents and the working hours of the respondents.

Alternative hypothesis (H1): There is association between the work load as balance between
work life and personal life of the respondents and the working hours of the respondents.

OBSERVED TABLE

Chi-Square Tests

Value Df Asp. Sig. (2-sided)

Pearson Chi-Square 2.097a 1 .148
Likelihood Ratio 2.124 1 .145
Linear-by-Linear Association 2.078 1 .149
N of Valid Cases 110
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 16.58.

INTERPRETATION:

Since the calculated value is (.148) is greater than the table value (0.05), Hence H0 is
accepted there is no association between the work load as balance between work life and
personal life of the respondents and the working hours of the respondents.

45
 4.3 ANOVA TABLE

4.3.1 RELATIONSHIP BETWEEN THE WORKING WITH BIGBASKET OF THE

RESPONDENTS AND WHAT MOTIVATES TO WORK MORE IN THE BIGBASKET.

(H0): There is no assertion between working with big basket and the motivates to work more in
the big basket.

(H1): There is association between working with big basket and the motivates to work more in
the big basket.

ANOVA

Sum of Df Mean Square F Sig.

Squares

Between Groups 5.949 4 1.487 2.263 .067

Within Groups 69.005 105 .657
Total 74.955 109

INTERPRETATION:

From the above table, the calculated value (.067) is greater than the table value (0.05).
hence the null hypothesis(H0) is accepted. There is no association between working with big
basket and the motivates to work more in the big basket.

46
 4.4 AVERAGE

4.4.1 TABLE SLOWING THE AVERAGE OF FACTORS

FACTORS MEAN N STD.DEVIATION

Satisfied salary 2.58 110 1.397

Working hours 1.44 110 .498

Conflicts resolved 2.29 110 1.237

Satisfied incentives 1.87 110 1.271

Training 1.31 110 .464

Connected to 1.30 110 .460

co-worker

Safety measure 1.41 110 .494

INTERPRETATION:

From the table, it is inferred that the most satisfied factor is salary followed by conflicts,
incentives, working hours, safety measure, training, connected to coworker.

47
CHAPTER 5

SUMMARY

48
SUMMERY OF FINDINGS

➢ It is found that54% of the respondents are between the age of 18-25.

➢ It is found that 24% of the respondents are completed the school.
➢ It is found that 70% of the respondents are unmarried.
➢ It is found that 46% of the respondents are working 3months to 1 year in the big basket.
➢ It is found that 47% of the respondents are satisfied with their current job.
➢ It is found that 36% of the respondents are working because of good pay.
➢ It is found that 31% of the respondents are satisfied with salary.
➢ It is found that 56% of the respondents are satisfied with their working hours.
➢ It is found that 38% of the respondents are satisfied that the conflicts are resolved in their
company.
➢ It is found that 41% of the respondents are satisfied with their leave policy.
➢ It is found that 59% of the respondents are satisfied with the incentives.
➢ It is found that 76% of the respondents are accepting that the manager treats with respect.
➢ It is found that 69% of the respondents are had enough training to solve the customer
issues.
➢ It is found that 66% of the respondents are balancing the work life and personal life.
➢ It is found that 29% of the respondents are definitely refer someone to work in their
company.
➢ It is found that 53% of the respondents are accepting that the company offer promotion.
➢ It is found that 70% of the respondents are feel connected to the co worker.
➢ It is found that 59% of the respondents are accepting that the company offer safety
measure.
➢ It is found that 54% of the respondents are hand tools and resources needed to do job.
➢ It is found that 28% of the respondents are satisfied with the benefits offered in the
company.
➢ It is found that 26% of the respondents are satisfied with the overall satisfaction in their
company.

49
➢ The calculated value is greater than table value, hence H0 is accepted there is no
association between the work load as balance between work life and personal life of the
respondents marital status of the respondents.
➢ The calculated value greater than the table value, hence H0 is accepted there is no
association between the work load as balance between work life and personal life of the
respondents and the working hours of the respondents.
➢ The calculated value is greater than the table value, hence the null hypothesis(H0) is
accepted. There is no association between working with big basket and the motivates to
work more in the big basket.
➢ From the average it is found that the most satisfied factor is salary.

50
SUGGESTION

➢ The employee might be provided with increment in the salary.

➢ Better payment might be given for overtime work.
➢ Company can expand the benefits offered to the employees.
➢ Management may provide proper leave to the employees.
➢ Remedial measure should be taken to improve general working condition of the firm
there by employees will be satisfied in their job.

51
CONCLUSION

From the study, job satisfaction study was a procedure by which employees report their
feelings towards their job and work environment. It is helped to a powerful diagnostic instrument
for assessing employee problems. This study proves that the employees are satisfied with the
current job, salary, manager treat them with respect, safety measure, and enough training
provided by the big basket. Dissatisfaction creates a lack of will to work and forces the employee
to do. It is also found that an unhappy worker quite the job over time and seeks satisfaction. By
this I conclude that the employee’s job satisfaction level is very important and generally depends
on facilities provided to the employees. If the recreational facilities and leave package are
provided to the employees, it motivates them to work hard. Therefore, the organization should
take necessary measure to enhance job satisfaction of employees to achieve the organization
goals.

52
 REFERRANCE

➢ Samantha and Jawahar (2012), Emotional Intelligence as a Predictor of Job satisfaction. A

Study amongst Faculty in India; IUP Journal of Management Research: January.
➢ Raghunath Reddy (2011), A Study on Employee Involvement & Job Satisfaction in Indian
Corporate Sector; IJEMR, Vol.1, Issue: 6. http://www.exclusivemba.com/ijemr Accessed on
22/8/2012.
➢ Rane, D B (2011), Employee Job Satisfaction: An Essence of Organization, HRM Review,
Vol. XI, no. 7, pp. 11-16.
➢ Castro, M. and Martins, N (2010), The Relationship between Organizational Climate and
Employee Satisfaction in a South African Information and Technology Organization, SA
Journal of Industrial Psychology, 36 (1) http://www.sajip.co.za.
➢ Ahsan, Nilufar, (2009) A Study of Job Stress on Job Satisfaction among University staff in
Malaysia: Empirical Study, European Journal of Social Science, Vol. 8, No. 1, pp.121-131.
www. eurojournals.com/jess/17-4-10 pdf. Accessed on 8/3/2012.
➢ Rajesh, M Joshua, (2007), Quality of Work Life and Job Satisfaction in Information
Technology Industry, unpublished Ph.D. Thesis, S.K. University.
➢ Santhapparaj, A.Solucis, Srinivasan, Jayashree and Ling, Koh Lay (2005), Job Satisfaction
among Woman Managers in Malaysian Manufacturing Sector, Journal of Applied Sciences,
Vol. 5, No. 9, pp. 1553-1558.
➢ Dhar, W and Jain, R (1992), “Job Involvement, Job Satisfaction and some Demographic
Correlates: A Study of Academicians”; Indian Journal of Psychology, Vol. 67, no. 1, pp. 5-
10.
➢ Sayeed, O B, (1992), “Organizational Effectiveness-Relationship with Job Satisfaction
Facets, Productivity”; Vol. 33, no. 3, pp. 422-429.
➢ Singh, M and Pestonjee, D M (1990), “Job Involvement, Sense of Participation and Job
Satisfaction: A Study in Banking Industry”; Indian Journal of Industrial Relations, Vol. 26,
No. 2, pp. 159-165.

WEBSITES

➢ https://Wikipedia.com
➢ https://www.scribd.com
➢ https://www.google.com

53
 QUESTIONNAIRE

1)Age

A) 18-25 B) 26-30

2) Education level

A) School B) Diploma C) ITI D) UG

3) marital status

A) Married B) Unmarried

4) How long have you been working with big basket?

A) less than 3 months b) 3months to 1-year C) 1 year to 2 years D) more than 2 years

5) Are you satisfied with your current job?

A) yes B) No C) can’t say

6) What motivates you to work more?

A) Good pay B) promotion C) Less supervision D) Good working conditions

7) Company provides satisfied salary according to the work

A) Strongly agree B) Agree C) Neutral D) Disagree E) Strongly disagree

8) Are you satisfied with your working hours?

A) Yes B) No

9) Are you satisfied with the way in which conflicts are resolved in your company

A) Satisfied B) Highly satisfied C) Neutral D) Dissatisfied E) Highly dissatisfied

10) Are you satisfying with your leave policy?

A) Satisfied B) Highly satisfied C) Neutral D) Dissatisfied E) Highly dissatisfied

11) Are you satisfied with the incentives given?

A) Satisfied B) Highly satisfied C) Neutral D) Dissatisfied E) Highly dissatisfied

54
12) Does your manager treat you with respect

A) Yes B) No

13) Do you think you have had enough training to solve customer issues

A) Yes B) No

14) Do you think work load provided to balance between your work life and personal life?

A) Yes B) No

15) Would you refer someone to work here?

A) Definitely B) Probably C) Not sure D) probably not E) Definitely not

16) Does our company offer for promotion?

A) Yes B) No

17) Do you feel connected to you co-worker?

A) Yes B) No

18) Does your company offer any safety measures?

A) Yes B) No

19) Are you provided with tools and resources needed to do job?

A) Yes B) No

20) Benefits offered by our company?

A) Satisfied B) Highly satisfied C) Neutral D) Dissatisfied E) Highly dissatisfied

21) Rate your overall satisfaction with your job?

A) Highly satisfied B) Satisfied C) Average D) Dissatisfied E) highly dissatisfied

55