Proceedings of the SIMS Annual Research Conference, SIMSARC12

Title of the Paper

JOB SATISFACTION
a study at AT & S India Pvt Ltd Nanjangud
(mysore District, Karnataka)

GIRISHA M C

Head of the Department, Govt First Grade College

(Affiliayed To University Of Mysore)

Periyapattna 571107

Karnantaka

INTRODUCTION:

JOB SATISFACTION

The term “job Satisfaction” was brought to lime light by Hoppock. He reviewed 32 studies on
job satisfaction conducted prior to 1933.

According to Hoppock, job satisfaction is “The combination of psychological, physiological and

environmental circumstances that cause a person to truthfully say “I am satisfied with my job”.

The above definition points to the factors affecting job satisfaction but does not indicate the
nature of job satisfaction
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

JOB SATISFACTION AND WORKBEHAVIOUR

Job satisfaction is an integral part of organisational health and important elements in industrial
relation. The level of job satisfaction seems to have relation with various aspects of work
behaviour such as accident, abstention, turnover and productivity.

Research studies have shown that satisfied employee cause fewer accidents. Also satisfied
employees are more regular than unsatisfied employees. Less satisfied employees are more likely
to quite their jobs than more satisfied employees.

It is generally assumed that satisfied employees are more productive but research reveals no
relationship between job satisfaction and productivity. Some of the starting conclusions of the 26
case studies done by their berg etc are:

1) In 14 cases workers with positive attitude were more productive and workers with attitude

2) In 9 cases there was absolutely no conversation between job satisfaction and productivity.

After various studies it was concluded that job satisfaction did not necessarily imply high
performance.

THEORIES ON JOB SATISFACTION:

There are various theories about job satisfaction. Some of them are discussed.

Need Fulfillment Theory: This theory says that a person is satisfied when he gets from
his job what he wants. The more he wants something the more satisfied he would be
when receives it. To put it differently “Job satisfaction will vary directly with the extent
to which those needs of an individual which can be satisfied are actually satisfied”.

Victor.H.Vroom views satisfaction in terms of the positively Valued outcomes that job
provides to a person.

The drawback of fulfilment theory is that satisfaction is a function of not only what a
person receives but also what he feels he should receive. What may satisfy one individual
may not satisfy the other due to different in his expectation.
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

Equity Theory: - In This theory it is proposed that a person compares what he gets with
what others are getting. If he feels he is getting what others are also getting, he feels
satisfied. On the other hand if he feels that he is getting less than others, he is dissatisfied.
Job satisfaction is thus a function of the degree to which job characteristics meet the
desires of the reference group.

Equity theory takes into account not only the needs of an individual but also the opinion
of the reference group to which the individual looks for guidance.

Herzberg’s two factors theory (hygiene theory)

Frederick Herzberg developed the theory called

“Two factor theory”.

The two factors are

1. Hygiene factors

2. Satisfiers

Hygiene factors are those factors whose absence causes dissatisfaction but their presence in no
way increases satisfaction.

E.g.: pay, Company Policy, Supervision etc.

Satisfiers are those factors whose presence causes satisfaction but their absence does not cause
dissatisfaction.

E.g.: Achievement, Recognition, Work itself etc.,

Many studies have revealed that the two-factor theory does not actually work. The same factor
theory may serve ass a satisfier for one but a dissatisfier to another.

In present days of severe competition, Job satisfaction plays an important role in deciding the
organization strengths. Job satisfaction is an integral part of organizational health and important
elements in industrial relation. In the context of organization strength another important term is
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

“Labour turnover”. , i.e. the rate of change of workforce, of an organization. High rates of
Labour turnover means more number of “Dissatisfied Employees “and it does not well for the
organizations future.

The study well reveals the opinion of the employees towards the “Personnel policy” of the
organization. The organization can change its policies to suit the needs of the employees and
aims at improving the working and living conditions of employees, which would lead to their
improved production and productivity, which in turn leads to improve profits and survival of
business in present competitive market. The phase Job satisfaction means the adoption of
measures to promote the physical, social psychological and general well being of working
population.

To know whether an employee is satisfied or not, the usual method is to conduct a survey among
the employees asking them about job content, salary, Training & Development, Performance
Appraisal, Career development policies, Welfare facilities etc. Job satisfaction level is
determined after giving the weightage to the opinion of the employees.

Human Resource Management is a managerial function to Recruit, select, train and develop
members for an organisation.HRM is concerned with the people’s dimensions in organisations.
HRM views people as an important source or asset to be used for the benefit of organisation,
employees and society. No longer is manpower just one of the resource in industries and
business; it is the most important of all resources. This is because manpower is that resource
through which management wants to direct and control all other resources like materials,
machine, money and others. The activities of HRM are- Human Resource Planning, Jon Analysis
and Design, Recruitment and selection, Orientation and Placement, Training and Development,
Performance Appraisal and Job Evaluation, Salary and wage administration, Motivation and
Communication, Welfare, Safety and Health, Industrial Relations etc.

Human Resource Development is a function more concerned with the training and development
of employees.

Organizations exist for people. They are made of the people, and there effectiveness depends on
their behaviour and performance of the people constituting them. The Human Resource
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

Management is a crucial sub-system in the process of management. Employee in Human

Resource Management is treated not only as economic man but also as social and psychological
man.

OBJECTIVE OF THE STUDY

1. To understand the determinants of Job satisfaction on

2. To understand the Job satisfaction level of White collar & Blue collar employees.

3. To understand the nature of work, relationship with colleagues, work environment, Attitude
of superior, Motivation factors, Welfare, Communication on reward policy among
Performance Appraisal system, White & Blue collar employees.

4. The main object of this study is to find the satisfaction level of the employees of AT&S and
to suggest measures which might help the organization in improving the job satisfaction
level among the employees.

LIMITATIONS

1. The study is limited to only the management and members of AT&S, Nanjangud.

2. This study is limited to AT&S LTD, Nanjangud alone.

3. In AT&S, department analysis can not be done.

METHODOLOGY

The validity of the study to a great extent depends on the methodology followed. Organized
study save time, exhaustion and unnecessary confusion.

The data and information for the study has been collected from Primary data and Secondary data.

Primary data: Most of the primary data collected through Questionnaires, Interviews, Direct
discussions with various Executives, Members and HR Personals of AT&S.

Questionnaires prepared in two parts.

 Proceedings of the SIMS Annual Research Conference, SIMSARC12

a) Questions related to Personal Factors

b) Questions related to Environmental Factors.

Sample size :

The total number of employees at the AT&S India Pvt.Ltd., is 550 consisting of Blue collar
(members) and White collar (both middle management and Top management) employees. The
sample size was divided into two levels. A sample size of 30 from management staff and 60 from
worker category has been chosen.

Simple statistical techniques have been used for analyzing the data.

Statement of the problem:

There are various factors that affect job satisfaction. They can be classified mainly under two
heads.

1. Personal factors. 2. Environmental factors.

1. Personal factors:- Like Age, sex, educational level, Martial status, experience, plays an
important role in influencing job satisfaction level of an employee.

2. Environmental factors:- like pay & perquisites, job content, work load, occupational
level, supervision, work group and relationship with colleagues, work sharing, Transfer
policies, performance appraisal system, Training and development policies, recognition and
award policies are the most important that affect job satisfaction.

HRM and INDUSTRIAL RELATION

This is concerned with the company relationship with the employees. It includes union-
management relations, negotiations grievance handling etc.

The good part of HRM being over, let us concentrate on the harder side of HRM. What
are the problems that an enterprise faces in HRM? Well the basic and the most
significant problem of HRM are “AN UNSATSFIED EMPLOYEE”. In spite of the
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

efforts of HR department, some times because of some reason an employee gets

dissatisfied and leaves his job. This is “Labour turnover”.
What is Labour turnover?
Labour turnover refers to the rate of change in workforce of an enterprise during a
given time period.
It has been defined as “The time changes in the composition of the workforce that result
from hiring, release and replacement of employees”.

Measurement of labour turnover

Separation method:- Under this methods labour turnover is established by dividing

them to the separation by average number of employees.
i.e. Turnover rate = Total separation during the year x 100
Avg no. of employees
Other methods of measuring labour turnover are replacement method, combined
method, Accession method etc.

Employees leave their job either on their own or their services are terminated by the
organization since we are dealing with the issue of “job satisfaction” let us see the
reason why employees leave their job.
As can been seen, people leave their jobs mainly because their job does not satisfy
them. It becomes the duty of the HR department to find out why an employee is not
satisfied with his job. Because when even one employee leaves his job, it not just he
manpower loss to the company but also inter one of experience that the employee had.

Avoidable couses Un avoidable couses

Poor salary Stagnation

Seasonal nature of business
Lack of promotion
Fear of machanisation

Poor working condition

 Proceedings of the SIMS Annual Research Conference, SIMSARC12

Unfair supervision

Dislike of work

ANALYSIS AND INTERPRETATION

There are 512 people working in AT&S INDIA PVT LTD., in all the levels of the organization,
out of which survey consisting of 100 people working in AT&S. Overall I selected samples for
survey as follows.

1. Blue collar Employees – 65 employees.

2. White collar Employees – 35 employees.

Tools used for Analysis are BAR CHART.

Analysis was done mainly in 10 main headings.

1. Salary related to work.

2. Other benefits from the company.
3. Nature of work.
4. Work Environment
5. Motivation factors.
6. Training and Development procedure.
7. Performance Appraisal system.
8. Carrier Growth opportunities.
9. Reward policy.

Data Analysis was done separately for White and Blue collar Employees.
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

SATISFACTION ABOUT SALARY RELATED TO WORK OF BLUE COLLAR

SATISFACTION ABOUT SALARY

60
50
en
Pe

ge
ta
rc

40
30 %
20
10
0
Patially
Satisfied Dissatisfied Fully Satisfied
satisfied
% 57 24 19 2
OPINION

As we can observe in the Bar chart 57% of the Blue collar employees are satisfied about their
salary and 2% of employees are fully satisfied.24% of employees partially satisfied and 19%
employees are dissatisfied.

SATISFACTION ABOUT SALARY RELATED TO WORK OF WHITE COLLAR

SALARY WHITE COLLAR

70
60
50
40
%
%

30
20
10
0
Patially
Satisfied Dissatisfied Fully Satisfied
satisfied
% 63 37 3 0
Opinion
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

As we can observe in the Bar chart 63% of the Blue collar employees are satisfied about their
salary and 37% of employees partially satisfied and 3% employees are dissatisfied.

SATISFACTION RELATED TO OTHER BENEFITS BLUE COLLAR

SATISFACTION T OWARDS OTHER BENEFITS

90
80
70
60
50
%
%

40
30
20
10
0
Satisfied Dissatisfied Patially satisfied Fully Satisfied
% 79 13 7 4
OPINION

In this graph 79% employees are satisfied and 4% employees are fully satisfied with the other
benefits provided by the company.

13% of the employees are dissatisfied and 7% of the employees are partially satisfied by the
other benefits provided by the company.

SATISFACTION RELATED TO OTHER BENEFITS WHITE COLLAR

SATISFACTION TOWARDS OTHER BENEFITS

120

100

80
%

60 %

40

20

0
Patially
Satisfied Fully Satisfied Dissatisfied
satisfied
% 97 6 0 0
OPINION
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

In this graph 97% employees are satisfied and 3% employees are fully satisfied with the other
benefits

NATURE OF WORK BLUE COLLAR

NAT URE OF WORK

100

80

60
Series1
%

40

20

0
Fully Patially
Satisfied Dissatisfied
Satisfied satisfied
Series1 79 16 7 0
OPINION

Nature of work is an important determinant of job satisfaction and the question worked a very
favorable response. 79% are satisfied and 16% are fully satisfied and remaining 7% are partially
satisfied with their nature of work.

NATURE OF WORK WHITE COLLAR

NATURE OF WORK

100

80

60
%

%
40

20

0
Patially
Satisfied Fully Satisfied Dissatisfied
satisfied
% 89 11 3 0
OPINION

89% are satisfied and 11% are fully satisfied and remaining 3% are partially satisfied with their
nature of work
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

MOTIVATION BLUE COLLAR

MOTIVATION

60
50
40
30 %
%

20
10
0
Satisfied Dissatisfied Patially Fully Satisfied
% 54 24 22 2
OPINION

Motivation is a process of stimulating the interest of personal in their job and works. It is an
important criteria in all levels.

Here only 54% satisfied and another 24% are dissatisfied and 22% are partially satisfied level.

MOTIVATION WHITE COLLAR

MOTIVATION

80

60

40
%

20

0
Patially
Satisfied Dissatisfied Fully Satisfied
satisfied
% 69 23 6 3
OPINION

Here also only 69% satisfied and another 6% are dissatisfied and 23% are partially satisfied

level.

TRAINING AND DEVELOPMENT BLUE COLLAR

 Proceedings of the SIMS Annual Research Conference, SIMSARC12

TRAINING AND DEVELOPMENT

70
60
50
40
%

%
30
20
10
0
Patially
Satisfied Dissatisfied Fully Satisfied
satisfied
% 59 20 16 7
OPINION

Training and development is very important factor to keep up the interest of the employees and
for upgrading the knowledge level of employees which helps the organization in their continuous
improvement activities.Here only 59% are satisfied and 20% are dissatisfied and 16% are
partially satisfied.

TRAINING AND DEVELOPMENT WHITE COLLAR

TRAINING AND DEVELOPMENT

80

60

40 %
%

20

0
Satisfied Patially Dissatisfied Fully Satisfied
% 74 14 11 3
OPINION

Here 74% are satisfied and 11% are dissatisfied and 14% are partially satisfied

PRFORMANCE APPRAISAL SYSTEM BLUE COLLARE

 Proceedings of the SIMS Annual Research Conference, SIMSARC12

PERFORMANCE APPRAISAL

60
50
40
30 %
%

20
10
0
Satisfied Dissatisfied Patially Fully Satisfied
% 54 30 17 0
OPINION

Performance Appraisal system is the very important tool to find out the strength and weakness of
employees and also find out the training needs of the employees. Based on this promotion or
salary hike etc. to be decided.

Here total 47% are dissatisfied about the Performance Appraisal system and other 54% are
satisfied with the system.

PERFORMANCE APPRAISAL SYSTEM WHITE COLLAR

PERFORMANCE APPRAISAL SYSTEM

100

80

60
%
%

40

20

0
Satisfied Fully Satisfied Patially Dissatisfied
% 91 6 3 3
OPINION

Here total 91% are satisfied and 6% are fully satisfied with the system.
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

CARRER GROWTH BLUE COLLAR

CARRER GROWTH

80

60

40 %
%

20

0
Satisfied Dissatisfied Patially Fully Satisfied
% 67 22 11 2
OPINION

Career means the way someone makes their living over a significant period of their life. AT& S
provides greater quantity opportunities for the progress and development of personnel.

Here total 67% are satisfied about the Career growth opportunities and 11 % are partially
satisfied and 22% are dissatisfied.

CARRER GROWTH WHITE COLLAR

CARRER GROWTH

100

80

60
%
%

40

20

0
Satisfied Patially Fully Satisfied Dissatisfied
% 89 9 3 0
OPINION

Here total 89% are satisfied about the Career growth opportunities and 9% are partially satisfied

and 3% are fully satisfied. Zero percentage are dissatisfied about this factor in management

category.
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

WELFARE BLUE COLLAR

WELFARE

80

60

40 %
%

20

0
Satisfied Fully Satisfied Dissatisfied Patially
% 74 27 0 0
OPINION

Welfare factor 74% are satisfied and 26% are fully satisfied.
WELFARE WHITE COLLAR

WELFARE

70
60
50
40
%
%

30
20
10
0
Satisfied Fully Satisfied Patially Dissatisfied
% 60 40 0 0
OPINION

Here also 60% are satisfied and other 40% are fully satisfied.
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

REWARD POLICY BLUE COLLAR

REWARD POLICY

70
60
50
40
%
%

30
20
10
0
Dissatisfied Satisfied Patially Fully Satisfied
% 64 24 14 0
OPINION

Here 78% are dissatisfied with the reward policy in the company. Only 24% are satisfied with

the system.

REWARD POLICY WHITE COLLAR

REWARD POLICY

60
50
40
30 %
%

20
10
0
Dissatisfied Patially Satisfied Fully Satisfied
% 51 29 20 0
OPINION

Here also 80% are dissatisfied with the Reward policy of the organization. Only 20% are
satisfied with the policy.
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

DISTRIBUTION OF DISSATISFACTION TO VARIOUS FACTORS

DISSATISFACTION DISTRIBUTION

8% Reward policy
10% 27% Salary
12% Motivation
T&D
P.Apprasal
12% 16% Creer Growth
15% Communication

DISTRIBUTION OF SATISFACTION TO VARIOUS FACTORS.

SATISFACTION DISTRIBUTION

12% 19% Welfare

16% Nature of work
Relationship
Other benefits
18%
Work Envoirnment
17%
18% salary
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

FINDINGS AND SUGGESTIONS

1. SALARY AND OTHER BENEFITS : Salary is an important determinant of “Job

satisfaction levels”. In this study, majority of the Blue collar as well as White collar
employees express satisfaction at their present level of salaries and other benefits in
relation to their workload. The salary factor has a positive effect on “Job satisfaction
level”. It shows AT& S established fairness and equity in wage structure for all
employees and through a well defined wage structure which will be operational for a
given period of time, as a result of the wage settlement arrived through open negotiation
between the representatives of the workers and the employer. This shows AT&S is the
best payer in manufacturing Industries.

2. NATURE OF WORK : Most of the respondents (Both White and Blue collar employees)
are satisfied with their nature of work. Even some works are monotonous employees are
satisfied with their nature of work. This feeling may be because of majority of the
operations are automatic and the computers performing most of the repetitive tasks.
The “Nature of work” factor has contributed in a positive way towards high job
satisfaction level.

3. WORK ENVIORNMENT : Majority of the employees are satisfied with the present work
environment. This feeling may be because of the fact that there is much cleanliness and
well maintained plant. Even plant location has also a positive impact on the job
satisfaction levels.

4. MOTIVATION : Motivation is the propensity of a person to behave in a particular

manner at a point of time and at some place. Motivation of a person depends upon his
needs, wants, drives and impulses. Motivation is one of the important criteria to the
personnel to perform better in their job for a longer period. AT&S provides lot of motives
to both White and Blue collar employees to perform well in their job. Majority of the
respondents are satisfied regarding motivation aspects, which means it is a good sign of
improvement.
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

5. TRAINING AND DEVELOPMENT : Training and development is very important to

develop competence in specialised area like Production, Finance, Marketing etc. and also
to develop decision making abilities , executive qualities etc. Majority of the respondent
about Training and development system. But Blue collar employees are less satisfied
while compare to White collar employees.

6. WELFARE : The objective behind welfare measures is the employer’s own interest/
desire to uphold democratic values and to show their concern for their employees. Almost
100% respondents are satisfied with the welfare facilities provided by the company.
AT&S provides greater extension of safety and welfare measures and it also influence the
employee’s job satisfaction level.

7. REWARD POLICY : Reward policy is one method of motivating people so that they
contribute to the success of the organization. However, success of reward system depends
on how effectively it is interlinked to (a) the quality of performance management. (b)
Involvement of the employees. Here majority of the respondents both in Blue and White
collar are dissatisfied with the Reward policy of the system.

CONCLUSION:-

Findings and suggestions are based on the survey conducted and these points are to be into steps
are to be taken in this regard for higher growth.

From the above analysis i conclude that the job provides the opportunity to exercise skill at work
place. Number of employees accepted that at times there is a considerable flexibility in co-
ordinating with work and they are satisfied with existing policies.

From analysis it was observed that there is a scope for improvement of working condition in
AT&S pvt Ltd.

Finally i conclude that employees of AT&S Ltd Nanjanagudu are satisfied with their work and
organisation policies.
 Proceedings of the SIMS Annual Research Conference, SIMSARC12

References:-

1. Organizational Behaviour - Stephen P Robbins, 13th edition.

2. Human Resource Management – C.B.Guptha
3. Human Resource Management and Human relation- V.P.Michale
4. Strategic Human Resource Management – K Prasad.

Websites:
www.Yahoo.com
www.ats.net
www.Hrstore.com
www.wikipedia.com