ABSTRACT!

Job satisfaction is  a crucial  factor which had widen the eyes  of the many  managers  within
the  organization  also  as academicians. Several studies  are  wiped out  order  to seek out  the
factors  to work out  job satisfaction & the way it affects the productivity into the
organization. Since  there's  no precise confirmation that job satisfaction induce the
productivity directly since productivity depends on many other variables, still  it's  a
major  matter  for several  managers. Job satisfaction  may be a  mental feeling of being
fortunate which  a private  has for his job. Generally  it's  said “A cheerful employee is an
advantageous employee.” Job satisfaction  is extremely  important because most of the
people spend  a serious  portion of their life at their working place. Moreover, job
satisfaction has its impact on  the overall  lifetime of  the workers  also, because a satisfied
employee  may be a  contented and happy  person  . A highly satisfied worker has better
physical and mental well-being. The study tries  to guage  how human resource factors affect
the satisfaction level of employees in Marc Enterprises pvt. Ltd.. It assesses how far
welfare and financial factors motivate  the workers  within the  company. The study also
attempts  to research  the opinion of employees towards the working life  within
the  company.

KEY WORDS: Job Satisfaction, Employee Turnover, Job Security, Job Rotation

INTRODUCTION

The world has open spun into the new millennium and along side , it's ushered a replacement era
of intense competition and ever-changing value equations. the very fact that organisation has
been transformed from a structured production line production orientation to attention a
knowledge creation by each and each personnel of the organisation. during a competitive global
business scenario, no organisation will survive unless it's ready to match the duality and
therefore the cost of its competitors. Realities are focusing us to concentrate more upon changing
the attitude of employees, enabling them to require up independent responsibilities and
empowering to execute them by using their knowledge and skills in latest technologies and thus
motivating them to use their capabilities in their respective areas of excellence.

Emerging business environment is forcing business houses to seek out new ways to stay
competitive. Organisations face an environment characterised by variety of challenges and key
issues that have increased the importance of Human Resource Management considerations in
business decision-making. These include increased level of competition, human resources
diversity, changing value systems and in particular the rapid technological advances.

In the globally competitive and challenging business scenario, our success are going to be , to an
excellent extent, influenced by how we manage our human resources – the people that make
things happen. the normal role of man managers has undergone drastic changes to satisfy the
challenges of subsequent millennium and achieve excellence, responsible unionism , productivity
– oriented work practices and aggressive professional management would be essential.
Foreign investment and technologies have started flowing into India. The new scenario has
thrown new challenges within the area of human resource management also . citizenry are the
foremost precious a part of an organisation. The success or failure of an enterprise largely
depends on the people that man the organisation. within the words of Alfred Marshall “ the
foremost valuable of all capital is that invested in citizenry ”. From social point of view, an
enterprise combines two kinds of resources: a gaggle of citizenry and a gaggle of physical assets.
The latter in isolation of the previous is useless. Job satisfaction is one among the important
factors which have drawn attention of managers within the organisation also as academicians.
Various studies are conducted to seek out out the factors which determine job satisfaction and
therefore the way it influences productivity within the organisation. Though there's no conclusive
evidence that job satisfaction affects productivity directly because productivity depends on
numerous variables, it's still a major concern for managers. Job satisfaction is that the mental
feeling of favourableness which a private has about his job.

In literature on applied psychology , the term Job Satisfaction is sort of frequently used for
individual’s attitude towards the precise aspects of the entire work situation. The word job refers
to a selected task where because the term job satisfaction is of upper orders where it's essentially
associated with human needs and their fulfillment through work. it's generated by the
individual’s perception of how well his job satisfies his various needs. It is often said that “A
happy employee may be a productive employee.” Job satisfaction is extremely important because
most of the people spend a serious portion of their life at their working place. Moreover, job
satisfaction has its impact on the overall lifetime of the workers also, because a satisfied
employee may be a contented and happy person . A highly satisfied worker has better physical
and mental well-being. Though it's debatable point on which one is that the cause and which one
is that the effect, but there are correlated to every other.

JOB SATISFACTION - MEANING AND DEFINITION

Job satisfaction refers to a person’s feeling of satisfaction on the work which act as a motivation
to figure . it's not the self-satisfaction, happiness or self-contentment but the satisfaction on the
work . Satisfaction does mean the straightforward feeling state accompanying the attainment by
an impulse of its objective. Research workers differently described the factors contributing the
work satisfaction and therefore the job dissatisfaction.

“Job satisfaction may be a pleasurable or positive spirit resulting from the appraisal or one’s job
or job experience” - E.A.Locke
“Job satisfaction is that the amount of delight or contentment related to employment . If you wish
job intensely, you'll experience high job satisfaction. If you dislike your job intensely, you'll
experience job-dissatisfaction” - Andrew.J.DuBrins

“Job satisfaction are going to be defined because the amount of overall positive effect or feelings
that individuals have towards their jobs” - Fieldman and Arnold

“Job satisfaction is that the set of favourable or unfavourable feelings with which employees
view their work” - Keith Davis and Newstrom

Job satisfaction may be a results of employees’ perception of how well their job provides those
things that are viewed as important. it's generally recognized within the organisational behaviour
field that job satisfaction is that the most vital and regularly studied attitude.
LITERATURE REVIEW

Paul E. Spector (1997) summarizes the findings concerning how people feel towards work,
including: cultural and gender differences in job satisfaction and private and organizational
causes; and potential consequences of job satisfaction and dissatisfaction. He provides with a
pithy overview of the appliance , assessment, causes and consequences of job satisfaction.
Sophie Rowan (2008) reveals the way to create a happier work life, without changing career. She
provides practical and realistic guidance on how one are able to do optimal job satisfaction and
overcome the obstacles that make numerous folks unhappy at work.

Robert M. Hochheiser (1998) reassessed the meaning of the workplace and proposed an easy
formula for success- Forget the thought that tough work alone results in success and instead
specialise in building good relationships. He asserts that the simplest thanks to win at work is to
know what's needed to support the egos of bosses, peers, and subordinates. Accurate assessment
of these needs can then be indirectly related to one's own personal goals and exploited to form
substantive workplace gains. Methods of determining needs are given for a spread of situations,
and methods are offered to assist make a number of the worst work situations a minimum of
marginally better through networking and private development.
C. J. Cranny, Patricia Cain Smith, Eugène F. Stone (1992) reveals perceiving future opportunity
can actually be more motivating than actually receiving a raise, getting promoted, or being given
additional responsibilities.

Jane Boucher (2004) offers practical advice for improving both your attitude about your job and
therefore the job itself. She shows workers the way to deal with keeping their jobs during this
difficult economy. Chris Stride, Toby D. Wall, Nick Catley (2008) presented widely used
measurement scales of Job Satisfaction, psychological state , Job-related Well-being and
Organizational Commitment, along side benchmarking data for comparison. The benchmarking
data is predicated on a sample of just about 60,000 respondents from 115 different organizations
across a good spectrum of industries and occupations. Information is given by vocation , and is
further weakened by age and gender. Joanna Penn (2008) teaches the way to improve your
position in your current employment, gaining more from your job, discovering more about
yourself and what it's you'd be happy doing, stress management and other people management
.Evren Esen (2007) examined in terms of industry and staff size also as employee age and gender
quite 20 indicators of job satisfaction including career-advancement opportunities, benefits, the
pliability to balance life and work, and compensation.Elwood Chapman (1993) helps to work out
employee level of satisfaction then assists in making positive changes to extend both satisfaction
level and quality of labor .Patricia Buhler, Jason Scott (2009) present a tutorial argument for
building an employee-centered culture. They also examined a real-world case study of a
corporation that has experienced the economic benefits of this practice, making it abundantly
clear that modern businesses can't afford to not make employee satisfaction a top priority.

THEORETICAL FRAMEWORK

The term job satisfaction was delivered to limelight by Hoppock (1935). consistent with him job
satisfaction may be a combination of psychological, physiological and environmental factors that
creates an individual to admit, “I am happy at my job”. it's also been defined because the ‘end
state of feeling’. it's a crucial dimension of morale and not morale itself.
TYPES OF HUMAN RESOURCES

The human resources of an organisation are often broadly classified into two types. They are:

1. External Human Resources

These sorts of human resources stay outside the structure of the organisation and that they are of
prime strength to the event activities including expansion of the operations of the undertaking.
The examples for such human resources are customers, shareholders etc

2. Internal Human resources

These sorts of human resources stay inside the structure of the organisation, i.e, the citizenry at
the disposal of the undertaking or otherwise it's the productive capacity of the human
organisation of the firm.
The human resources at the disposal of the organisation, i.e., the interior human resources are
often broadly divided into three categories. They are:

(a) Lower Level Workers

(b) Middle Management

(c) Top Management

1. Motivation – Hygiene theory.

2. Need-Fulfilment theory

3. Equity theory

4. Discrepancy theory

5. Equity - Discrepancy theory

DIMENSIONS TO JOB SATISFACTION

1. Job satisfaction is an emotional response to employment situation. As such, it can't be seen, it

can only be inferred. It relates to one’s feeling towards one’s job.
2. Job satisfaction is usually determined by how will outcomes meet the expectations or exceed
the expectations.
3. Job satisfaction and job attitudes are typically used interchangeably.
A. Organisational Factors

1. Salaries and wages

2. Promotion chances

3. Company Policies

B. Work Environmental Factors

1. Supervision.

2. Work Group.

3. Working Conditions.

C. Work Itself

1. Job Scope

2. Variety

3. Lack of autonomy and freedom

4. Role ambiguity and role conflict

5. Interesting Work

D. Personal Factors

1. Age and seniority

2. Tenure

3. Personality

4. Level of Education

STATEMENT OF THE PROBLEM

Employees are the central forces of an industry and only with their efficiency, an organisation
can enter success. Only with a gaggle of satisfied employees the corporate can lead into success.
for workers satisfaction the corporate must provide adequate welfare measures. By conducting
employment satisfaction survey we will analyse whether the workers are satisfied or not and also
whether or not they are motivated by the overall, welfare, financial and other related factors.
OBJECTIVES OF THE STUDY

The study aims to achieve the following objectives:-

1. To evaluate how human resource factors (general factors) affect the satisfaction level of
employees in Marc Enterprises Pvt. Ltd.

2. To assess how far welfare and financial factors motivate the employees in Marc
Enterprises Pvt. Ltd.

3. To determine the various facilities provided by Marc Enterprises Pvt. Ltd.

4. To determine the opinion of employees towards the working life in Marc Enterprises Pvt.
Ltd.

5. To conduct a quick study to analyse the varied functions performed by these sections..

METHODOLOGY

TYPE AND SOURCE OF DATA

Both primary and secondary data are used for the study. the primary data are collected by using
questionnaire method. Secondary data are collected from books, journals, company manuals,
company website, company magazines and informal talk with the officers and therefore the
employees

TOOLS AND TECHNIQUES

Tools and techniques involves various accounting techniques and statistical tools like
percentages and ratios, which is employed as a tool to analyse and interpret the cost and value of
human resources of the company because it is one among the foremost powerful tool of
monetary analysis. Graphs, tables, figures and bar diagrams are used, because it helps in
presenting quantitative facts in simple, clear and effective pictures and also are attractive and
make lasting impression.
POPULATION

The survey was conducted in three departments of Marc Enterprises Pvt. Ltd. namely, Human
Resource Development & Industrial Relations (HRD & IR) Department, personnel department
and Finance & Accounts (F & A) Department. the entire number of employees in 3 departments
are 148.

 HRD&IR–38

 Personnel – 28

 F&A–82
SAMPLE

Convenience sampling was used for the survey. Out of the overall 148 employees, 50 employees
were selected as sample. The questionnaires were distributed to the respondents within the
selected sample.

LIMITATIONS OF THE STUDY

1. because of the busy work schedule of the employee chances are high that their response
to the questionnaires could also be with lack of full concentration.

2. Insufficient time cause inadequate focus in altogether sections

ANALYSIS AND INTERPRETATION OF DATA

For the study on “job satisfaction of employees in Marc Enterprises Pvt. Ltd”, a sample survey
has been conducted and data has been collected from 50 employees. The data collected are
analysed on the basis of the following factors :

HUMAN RESOURCE FACTORS

The first objective is to analyse human resource factors. Human resource is of paramount
importance for the success of any organisation. It is a source of strength and aid. Human
resources are the wealth of an organisation which can help it in achieving its goals. Human
resources management is concerned with human beings in the organisation. The value ethics,
beliefs of individuals working in an organisation also form a part of human resource. The
resourcefulness of various categories of people and other people available to the organisation can
be treated as human resources. In the present complex environment no business or organisation
can exist and grow without appropriate human resource. Thus, for the development of an
organisation the prerequisite is to develop the human resource.
 Table 1.1

JOB SECURITY

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 24 48
GOOD 23 46
POOR 3 6
TOTAL 50 100

Chart 1.1

JOB SECURITY

Excellent

Good

Average

Source : Primary data through questionnaire

The table shows that 94 % of the employees are satisfied. 48 % have excellent opinion about job
security. When adequate job security is provided to the employees it will motivate them to do
their work and increase productivity.
 Table 1.2

FAMILY SECURITY

Satisfaction Frequency Percentage

Excellent 24 48
Good 25 50
Average 1 2
Total 50 100

Chart 1.2

FAMILY SECURITY

Excellent

Good

Average

Source : Primary data through questionnaire

The table presents that out of 98 % satisfied employees, 50 % have good opinion regarding
family security. When there is family security the minds of employees are free from various
tensions and they can devote more time for their work and hence productivity can be increased.

Table 1.3

TRAINING AND DEVELOPMENT

Satisfaction Frequency Percentage

Excellent 3 6

Good 27 54

Average 20 40

Total 50 100

Chart 1.3

TRAINING& DEVELOPMENT

Excellent

Good

Average

Source : Primary data through questionnaire

Marc Enterprises pvt ltd. provides various types of training such as apprenticeship training,
refresher training etc which improves the performance of the employees and thus results in better
production. The above table reflects that 60 % of the employees are satisfied of which 54 % have
good opinion too. But rest 40% of them are dissatisfied with the training and development
facilities provided.
 Table 1.4

INTER PERSONAL RELATIONSHIP

Satisfaction Frequency Percentage

Excellent 7 14
Good 28 56
Average 15 30
Total 50 100

Chart 1.4

INTER PERSONAL RELATIONSHIP

Excellent

Good

Average

Source : Primary data through questionnaire

The above table shows that from the total of 70 % satisfied employees, 56% have good opinion
with respect to the interpersonal relationship existing in the organisation. Rest 30 % are
dissatisfied. Interpersonal relationships among employees serve as a source of support, comfort,
advice and assistance to the individual group members and it will have a positive impact on job
satisfaction.
 Table 1.5
COMMUNICATION
Frequency Percentage
Satisfaction Subordinates Peer groups Superiors Subordinates Peer groups Superiors
Excellent 13 9 6 26 18 12
Good 32 40 38 64 80 76
Average 5 1 6 10 2 12
Total 50 50 50 100 100 100

Chart 1.5

COMMUNICATION

40

35
Percentage

30 Excellent
25
Good
20
Average

15

10

Communication with Communication with Peer Communication with

Subordinates Groups Superiors

Source: Primary data through questionnaire!

The table depicts that

1. 90 % of the employees are satisfied about communication with subordinates.

2. 98 % of the employees are satisfied with respect to peer group communication.
3. Regarding communication with superiors, 88 % of the employees are satisfied.
 Table 1.6

INTER DEPARTMENTAL RELATIONSHIP

Satisfaction Frequency Percentage

Excellent 0 0
Good 36 72
Average 14 28
Total 50 100

Chart 1.6

INTER DEPARTMENTAL RELATIONSHIP

Good

Average

Source : Primary data through questionnaire

The various departments of marc enterprises pvt ltd. are closely related. This is evident from the
above table, which shows that 72 % of the employees feel that good inter departmental
relationship exist in the organisation. But remaining 28% have average satisfaction. The
managers of different departments share information with each other. This helps to save time in
taking decisions and leads to smooth functioning of the organisation.
 Table 1.7

PROMOTION POLICIES

Satisfaction Frequency Percentage

Excellent 1 2
Good 14 28
Average 35 70
Total 50 100

Chart 1.7

PROMOTION POLICIES

Excellent

Good

Average

Source : Primary data through questionnaire

The table presents that 70 % of the employees are dissatisfied with the promotion policies
adopted by the company. Promotions are from within and based on seniority and eligibility of the
employees. Promotion avenues motivate the employees to improve their performance.
 Table 1.8

GRIEVANCE HANDLING SYSTEM

Satisfaction Frequency Percentage

Excellent 0 0

Good 25 50

Average 25 50

Total 50 100

Chart 1.8

GRIEVANCE HANDLING SYSTEM

Good

Average

Source : Primary data through questionnaire

The Industrial Relations ( IR ) department acts as the moderator between the management,
employees and their respective unions. Even though none of the employees have excellent
opinion, 50 % of the employees have good opinion and the rest 50 % have average satisfaction.
 Table 1.9

JOB ROTATION SYSTEM

Satisfaction Frequency Percentage

Excellent 0 0
Good 18 36
Average 32 64
Total 50 100

Chart 1.9

JOB ROTATION SYSTEM

Good

Average

Source : Primary data through questionnaire!

The above table reflects that 64 % of the employees have average satisfaction with Marc
Enterprises pvt ltd.’s job rotation system.
 Table 1.10

CAREER GROWTH OPPORTUNITIES

Satisfaction Frequency Percentage

Excellent 1 2

Good 14 28

Average 35 70

Total 50 100

Chart 1.10

CAREER GROWTH OPPORTUNITES

Excellent

Good

Average

Source : Primary data through questionnaire!

Career development in the company is limited only to ambitious and achievement oriented
employees for improving their skills.70 % of the employees feel that their career growth in Marc
Enterprises pvt ltd. is dissatisfactory. Out of the 30 % satisfied employees, only 2 % feels that
they have excellent career growth opportunities in BPCL - Kochi Refinery Limited.
 Table 1.11

INVOLVEMENT IN DECISION MAKING

Satisfaction Frequency Percentage

Excellent 0 0
Good 18 36
Average 32 64
Total 50 100

Chart 1.11

INVOLVEMENT IN DECISION MAKING

Good

Average

Source : Primary data through questionnaire

64 % of the employees are of the opinion that their involvement in decision-making is just
average in marc enterprises pvt ltd. Greater involvement in decision-making will also increase
their job involvement.
WELFARE FACTORS

Welfare services are merely maintenance factors and not motivators. Yet they are essential for
the health of the organisation since they bear close connection with the productivities of the
labour force.

To evaluate the welfare factors questionnaire was prepared keeping in view the following factors
such as medical benefit, transport facilities, leave facilities, housing facilities, canteen facilities,
leave travel concession and club facilities.

Table 2.1

MEDICAL BENEFITS

Satisfaction Frequency Percentage

Excellent 47 94
Good 3 6
Average 0 0
Total 50 100
Chart 2.1

MEDICAL BENEFITS

Excellent

Good

Source : Primary data through questionnaire!

The table shows that all the employees are highly satisfied with the medical benefits provided by
the company. 94 % of them agree that it is excellent..
 Table 8.2

TRANSPORT FACILITIES

Satisfaction Frequency Percentage

Excellent 10 20
Good 25 50
Average 15 30
Total 50 100

Chart 2.2

TRANSPORT FACILITIES

Excellent

Good

Average

Source : Primary data through questionnaire!

The above table presents that 70 % of the employees are satisfied with the transport facilities. On
the other hand, 30% are dissatisfied also. Marc Enterprises pvt ltd. provides KTC bus facility to
the workers to and from the factory. This facility helps in reducing strain and absenteeism and
enable the workers to reach their work place without loss of much time and without fatigue.
 Table 2.3
LEAVE FACILITIES
Satisfaction Frequency Percentage
Excellent 16 32
Good 33 66
Average 1 2
Total 50 100

Chart 2.3

LEAVE FACILITIES

Excellent

Good

Average

Source : Primary data through questionnaire!

The table reflects that 98 % of the employees are satisfied, where 66 % have good opinion
regarding leave facilities provided. Marc Enterprises pvt ltd. provide sick, casual, maternity and
personal leave to employees and they are satisfied with this.
 Table 2.4

HOUSING FACILITIES

Satisfaction Frequency Percentage

Excellent 16 32
Good 33 66
Average 1 2
Total 50 100

Chart 2.4

HOUSING FACILITIES

Excellent

Good

Average

Source : Primary data through questionnaire!

Marc Enterprises pvt ltd. provides quarters for their employees at Jwalagiri. A nominal amount
will be deducted as rent from their salary. So 98 % of the employees are satisfied regarding
housing facilities.
 Table 2.5

CANTEEN FACILITIES

Satisfaction Frequency Percentage

Excellent 24 48
Good 25 50
Average 1 2
Total 50 100

Chart 2.5

CANTEEN FACILITIES

Excellent

Good

Average

Source : Primary data through questionnaire!

Marc Enterprises pvt ltd.’s canteen provides good and nutritious food to employees at subsidised
rate. Out of 98 % of the satisfied employees, 50 % have a good opinion about canteen facilities.
 Table 2.6

LEAVE TRAVEL CONCESSION

Satisfaction Frequency Percentage

Excellent 19 38
Good 28 56
Average 3 6
Total 50 100

Chart 2.6

LEAVE TRAVEL CONCESSION

Excellent

Good

Average

Source : Primary data through questionnaire!

Marc Enterprises pvt ltd. provides leave travel facilities for the benefit of its employees. The
workers can avail it every year while officers on a block of 2 years. 94 % of the employees are of
the opinion that these facilities are satisfactory.
 Table 2.7
CLUB ACTIVITIES
Satisfaction Frequency Percentage
Excellent 10 20
Good 33 66
Average 7 14
Total 50 100

Chart 2.7

CLUB ACTIVITIES

Excellent

Good

Average

Source : Primary data through questionnaire!

Marc Enterprises pvt ltd. club provide recreation in the form of music, sports, games and theatre
and these contribute an important role in the physical and mental development of employees.
The table presents that 66 % of employees have good opinion from the 84 % satisfied employees
with respect to the club facilities provided by the company.
FINANCIAL FACTORS

Marc Enterprises pvt ltd. also consider finance as its important factor as money is the
most important to people who are young and are raising their families then to those who have
aligned at a stage when money needs are less. Financial needs go changing from time to time.
According to Gellerman, money is actually used to remain people in the reorganisation and not
primarily to motivate employees.

To evaluate financial factors, the questionnaire was prepared keeping in view the following
factors such as salaries, incentives, retirement benefit and various loans.

Table 3.1
SALARY
Satisfaction Frequency Percentage
Excellent 27 54
Good 23 46
Average 0 0
Total 50 100
Chart 3.1

SALARY

Excellent

Good

Source : Primary data through questionnaire

Marc Enterprises pvt ltd. provides good salary package to employees which energise
them to work more and reduce labour turnover. All the respondents are satisfied. 54 % of them
agree that their salary package is excellent.
 Table 3.2

INCENTIVES

Satisfaction Frequency Percentage

Excellent 23 46
Good 27 54
Average 0 0
Total 50 100

Chart 3.2

INCENTIVES

Excellent

Good

Source : Primary data through questionnaire!

Marc Enterprises pvt ltd. provides incentives to employees based on their performance which in
turn boosts the morale of the employees. All the respondents are satisfied, 54 % of the employees
support this opinion by expressing good oinion.
 Table 3.3

RETIREMENT BENEFITS

Satisfaction Frequency Percentage

Excellent 15 30

Good 24 48

Average 11 22

Total 50 100

Chart 3.3

RETIREMENT BENEFITS

Excellent

Good

Average

Source : Primary data through questionnaire!

The present retirement age of employees in Marc Enterprises pvt ltd. is 60 years. The company
gives adequate importance to its employees even after retirement also through its medical benefit
scheme and pension package. 78 % of the employees are satisfied with the retirement benefits
while remaining 22 % have expressed average satisfaction
 Table 3.4

LOANS

Frequency Percentage
Satisfaction Housing Vehicle Education Housing Vehicle Education
Excellent 38 26 19 76 52 38
Good 11 18 24 22 36 48
Average 1 6 7 2 12 14
Total 50 50 50 100 100 100

Chart 3.4

LOANS

40

35

30
Percentage

25 Excellent
20 Good
15 Average

10

0
Housing Vehicle Education

Source : Primary data through questionnaire!

From the above table we can analyse that,

1. 98 % of the employees are satisfied with the housing loans.

2. Out of 88 % satisfied employees, 52 % agree that vehicle loans provided
by the company are excellent.
3. 86 % supports that education loan provided is satisfactory.
FINDINGS

The following are the major findings of the study:-

1. Marc Enterprises pvt ltd provides adequate job security to the employees which motivate
them to do their work.

2. The employees are free from various tensions regarding their family security and thus
they devote more time for their work.

3. Marc Enterprises pvt ltd should give more emphasis on training and development
programmes.

4. Inter personal relationships among employees existing in the organisation needs more
encouragement.

5. There is free flow of communication between subordinates, superiors and peer groups.

6. Inter departmental relationships in Marc Enterprises pvt ltd is excellent.

7. Majority of the employees are of the view that the promotion policies adopted by the
company should be revised.

8. The grievance handling system is favoured and unfavoured by the employees equally.

9. Job rotation system should be improved with a view to develop multiple skills in
employees and create greater job interest and career options.

10. Career development in the company is limited only to ambitious and achievement
oriented employees for improving their skills.
11. The employees do not have greater involvement in decision-making.

12. The employees are highly satisfied with the medical benefits provided by the company.

13. Majority of the employees feels that the transportation facilities should be improved.

14. The employees are satisfied with the sick, casual, maternity and personal leave provided
to them.
15. The canteen facility of Marc Enterprises pvt ltd is excellent.

16. The leave travel facilities provided by Marc Enterprises pvt ltd are satisfactory.

17. The employees are satisfied housing facilities.

18. Marc Enterprises pvt ltd has excellent club facilities in the form of music, sports, games
and theatre.
 19. Marc Enterprises pvt ltd provides good salary package to employees, which energises
them to work more and reduce labour turnover.

20. The employees are satisfied with the incentives earned.

21. The company gives adequate importance to its retired employees through its medical
benefit scheme and pension package.

22. Marc Enterprises pvt ltd’s housing, vehicle and educational loans at concessional
rate of interest are satisfactory.

RECOMMEDATIONS

Based on the above findings, the following recommendations are made for improving job
satisfaction among employees in Marc Enterprises pvt ltd.
1. Training programmes has to be provided based on the job content. It should be job related
and knowledge based.

2. More and more opportunities should be provided to employees to promote inter personal
relationships.
3. Incentives may be provided to employees who successfully complete courses under
company’s education assistance scheme.

4. The company should re-introduce the transportation facility to its officers which will
reduce cost over-run and savings in income.
5. Job rotation is to be made atleast once in three years.

6. The promotion policy should be time bound and uniform inorder to keep the morale of
the employees high.
7. The grievance handling system should be made more efficient and the company should
see that complaints are solved quickly.

8. The employees should be given an opportunity to participate in decision-making. So

that the decisions can be smoothly implemented.

CONCLUSION

An employee’s assessment of how satisfied or dissatisfied he or she is with his or her job is a
complex summation of a number of discrete job elements. This job satisfaction study was a
procedure by which employees report their feelings towards their job and work environment. It
helped to a powerful diagnostic instrument for assessing employee problems. Improved
communication is another benefit of the study. Particularly beneficial to the company is the
upward communication when employees are encouraged to comment about what they really
have in their minds. This job satisfaction study revealed that grievance handling system,
promotion policy, job rotation, participation in decision making has to be improved. It helped
management, both to get a better handle on why employees are lagging and to plan better
solutions to problems and to assess training needs. This study proves that the employees are
satisfied with the medical facilities, pension packages, club facilities and canteen facilities
provided by the Marc Enterprises pvt ltd. Certain recommendations are given which may be
considered by management to satisfy their employees. Thus, the priceless value of human
resources is revealed and there lies the need to satisfy them.

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Consequences’, Sage Publications

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Education Limited
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You Can’t Afford to Quit’, Simon & Schuster

4. Scheuring-Leipold,!Malissa A. (2008), ‘Job Satisfaction’ , VDM Verlag

5. Buhler, Patricia, Scott,Jason (2009), ‘ The Employee Satisfaction Revolution:

Understanding and Unleashing the Power of a Satisfied Workforce’, Prestwick House,

Inc.

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feel about their jobs and how it affects their performance’, Lexington Books
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