A

Summer Training Report

At

Wockhardt
Submitted to
Dr. D. Y. Patil Institute of Management & Research Center
Affiliated to
Gujarat Technological University (GTU)
In partial fulfillment of the
Requirement of the degree of
MASTERS OF BUSINESS ADMINISTRATION

Prepared by

Payal Patel

Roll No.: 12 MBA-I Semester-2

Guided by
Company Guide Faculty Guide
Irfan A. Patel

Dr. D. Y. Patil Institute of Management & Research Center

Munshi Vidyadham, Dahej Bypass Road,
Bharuch.
June-July 2013
 DECLARATION

I, PAYAL S. PATEL hereby declare that the Project report on the summer training and the Project
work entitled “JOB SATISFACTION LEVEL OF EMPLOYEE” in WOCKHARDT is a result of
my own work and my indebtedness to other work/Publication, if any have been duly acknowledged.

Signature:

Place: Bharuch

Date:
 ACKNOWLEDGEMENT

I am highly indebted to Mr. IRFAN A. PATEL(Senior Manager-HR) for associating me in

This project and giving me an opportunity to undertake training in this esteemed organization.

I am immensely thankful to my project guide Dr. D.Y.PATIL INSTITUTE OF

MANAGEMENT & RESEARCH CENTRE, BHARUCH. for showing me right directions,
guidance & suggestions to complete my project.

I would like to express my profound gratitude and sincere thanks to Mr. Ritesh Dhir (HR
Manager) WOCKHARDT ANKLESHWER for providing me with relevant information and
also by giving me his full cooperation in completing my project successfully.

Lastly, I am also obliged to all the staff members of WOCKHARDT LTD. Without their
contribution this report could not have in present.

PAYAL S. PATEL
 PREFACE

Growing spiritually can be like a roller coaster ride. Take comfort into the knowledge that the
way down is only preparation for the way up.

In the current perspective we know that no knowledge is complete without knowing practical
aspect of it. Along with various interesting things concerned with enhancing the understanding of
MBA student, the 7 – 8 weeks training is also very vital.

The theoretical knowledge & conceited ideas are the enough background for the career
development but practical training is also having equal contribution for the purpose.

The industrial training is important in management education, because it aims at improving the
education level by giving it a practical direction and by it socially and individually relevant
 EXECUTIVE SUMMARY

The research was conduct on the topic of “Job satisfaction level of employee in Wockhardt
Ltd”. The population covered for this research was all the employees of this plant. For this study
50 employees were taken as respondent. This study was conducted through personal interview to
find out influencing factor related problem.

PROJECT TITLE

“Job satisfaction level of employee”

JUSTIFICATION OF THE TITLE

Definition:-
“Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work.
Job satisfaction can be influenced by a variety of factors”, e.g., (the quality of one's relationship
with their supervisor, the quality of the physical environment in which they work, degree of
fulfillment in their work, etc)
Every organization needs to have experienced and well satisfied employees to perform the
activities to them. So, it is necessary to see that every employee and all workers are satisfied with
their work or not.

The term job satisfaction figures prominently in any discussion on management of human
resources. A brief explanation of its nature and other related aspects are highly relevant in a book
on organizational behavior too.

OBJECTIVE OF THE STUDY

 To know the satisfaction level of employees towards their job and company
 To find out the different factors that will lead to job satisfaction.
 To know whether employees are satisfied with the company policy.
 To find that their role and responsibilities are clear in their organization.
Finding:-
 Majority of employees feel their job suits educational qualification

 Maximum employees feel they are paid as per their performance level in their company.

 Company is doing proper kind of performance evaluation and on that basis they are
appointing employee for a proper position and as per their present position they are to be
paid in the company, the employees were satisfied with this policy of company.

 Company is also focusing on the superior subordinate relationship, which leads to the
efficiency of the work, employees were satisfied in this regard also.

 Maximum employees don’t find any stress in their job.

 Majority of employees were satisfied and few were highly satisfied with the work
environment of the company.

 Almost all employees feel company Provide flexible working hours to them.

 Around 71% of respondents feel they are getting sufficient benefit from the company.

 Maximum employee said their job is responsible while few feel it motivating and due to
this they are satisfied with their job.

 Almost all employees are happy with company as they get an opportunity to use new
technology.

 All employees feel that they are recognized as individuals in Wockhardt company.

 80% employees said the company clearly communicates its goals and strategies to their
employees.

 Employees were satisfied with team spirit environment of the company.

 Almost all employees are satisfied with overall job security. So, overall the employees
find satisfaction at their job
SUGGESTION
 Company is focusing on safeguarding of superior subordinate relationship, but still there
is no grievance handling process/committee which is a must for any company in this
competitive scenario to maintain so company should develop such committee also.
 The company should ask employees about their expectations from wockhardt and must
take steps to fulfill it’ it will also satisfied the job.
 Frequently appraisal and motivation schemes should be conducted in the form of
rewards, incentives, recognition etc which will help company to keep their employees at
a proper position and can pay as per their position in the company, which again leads to a
satisfaction of employees.
 Company must also involve its employee in its achievements which will implant feeling
of recognition and their importance to organization of job.

CONCLUSION
This project reports is undertaken at “WOCKHARDT COMPANY” at ANKHLESHWER, on
partial fulfillment of degree in “MBA “. It has been a great experience to get the training under
such reputed company. This training helps in learning various things which we had just heard in
our classroom sessions.

The research work undertaken is on “ job satisfaction level of employee” which helps a
company to know the satisfaction level of employees in their company which is a very important
part in the overall organization, job satisfaction may lead to improved attendance, less job stress
attitude of management, proper relationship with other etc. which leads to efficiency.

Analysis shows that employees were satisfied with their present position,. Pay package, job
security, participative management, superior- subordinate relationship, working environment etc.
so we can say that company is focusing on all the criterias which are require for the satisfaction
of the employees.

At last, we can conclude that employees of WOCKHARDT. Were satisfied with their job.
 INDEX
No Content Page No
1 Introduction of company 9 - 14
2 Human Resource Department 15-24
3 Finance Department 25-28
4 Production Department 29-35
5 Marketing Department 36-38
6 A Mini project on “Job Satisfaction” 38-76
A)Introduction
B)Literature Review
C)Research Methodology
D)Data Analysis & Interpretation
E)Finding
F)Suggestion
G)Conclusion
H)Bibliography
I)Annexure
 INTRODUCTION OF COMPANY
The company was established as wockhardt Pvt. Ltd in 1973. Starting with marketing
formulations, it later looks up manufacturing. In 1984, it merger two synergistic companies,
one making bulk drugs and the other making dietetic foods. In 1985, it becomes a deemed
public company the banner wockhardt ltd. In 1989, wockhardt entered the health care
segment with wockhardt medical center – in Calcutta.

In 1998, it set up a super specialty hospital & health Institute. Wockhardt has
maintained its no. one position for brands- Proxy on, Spasm proxy von, Wok dine, Decdan
Tryplomer, Fluoquinolone, and SPARX etc

Until January 2000, Wockhardt was a pharma company that lugged around a number of
risky, capital – Intensive, residual business Wockhardt’s shareholder, therefore did not quite
enjoy the unadulterated benefits of a stake in the pharmaceutical business unlike their
counterparts in pure pharmaceutical plays.

 Wockhardt Group of Company

1. Wockhardt ltd.
2. Carol info service ltd. [Wockhardt life sciences ltd.]
3. Wockhardt hospital ltd.

 VISION
“ To be the most admired healthcare group from India.”

 CORPORATE MISSION

“Pursuit of growth with excellence in the field of pharmaceuticals and Healthcare.”

 Profitability through
1. Quality of products and services.
2. Increasing investment in R & D.
3. Competent scientific and managerial manpower.

 Business Philosophy

“Creating value by understanding and communicating with our customers

And business partners.”

 Corporate Value

-Integrity, loyalty, commitment.

-High quality product and services.

-Objectivity and fairness.

-Consistent growth.

-Style is participative.

-Positive corporate image.

-Creativity and Aesthetic sense.

-Trust.

-Secular approach.

-Systematic yet simple.

-Development of people.

-Freedom of Expression
 Board Of Directors: -
 Chairman - Mr. Habil Khorakiwala
 Director - Mr. Felipe B Alfonso
 Director - Mr. Sekhar Dutta
 Director - Dr. Abid Hussain
 Director - Dr. B.L Maheshwari
 Director - Mr. Aman Mehta
 Director - Mr. Bharat Mehta
 Director - Mr. Bharat Patel
 Director - Mr. R.A Shah

 Compititors:-
 Ranbaxy Laboratory
 Dabur India Ltd.
 Abbott India
 More pen Laboratory
 Korpan
 Sun Pharmaceuticals Industry Ltd.
 Micholas piramal India Ltd.
 Cadila Pharmaceutical Ltd.
 Glaxo smitkline Pharmaceutical Ltd.
 Glenmark Pharma Ltd.

 Business Function’s: -

1. Marketing
2. Manufacturing
3. R & D
4. Services
 Wockhardt Location in India: -

-LALRU (Nutrition)

-ANKLESHWAR (Bulk drug)

-MUMBAI (Corporate office)

-DAMAN (Formulations)

-AURANGABAD

-Chikal Thana

-Waluj

-KOLKATA HOSPITAL

-NAGPUR HOSPITAL

-BANGLORE HOSPITA

 Manufacturing Plants:

It has about six manufacturing plants of which 3-4 is USFDA means (Food, Drug,
& Advances) approved like the ones in Daman & Ankleshwar. Further,
Wockhardt in setting up a biotech park in Aurangabad exclusively for the
production of biotech products.
 WOCKHARDT, ANKLESHWAR

(Regulatory status)

Various Approvals

US-FDA (API Mfg)

FDA India (API Mfg)

WHO (API Mfg)

ISO 9001: 2000 (API Mfg) Ankleshwar.

IDP China (API Mfg) – Ankleshwar.

CEP Certifications from EDQM for 6 Drug

ANDA approvals from US-FDA for 9 Drug and many more.

 WOCKHARDT, (ANKLESHWAR)

-API manufacturing facility

-About 320 Kms. North of Mumbai

-Total Plot Area (approx.): 75000 sq.m.

-Total strength (about): 320 person

 BUSINESS PROFILE: -

Wockhardt is a global, Pharmaceutical & biotechnology company that has grown

by leveraging two powerful trends impacting the world of medicine – globalization &
biotechnology. Wockhardt has build strong presence in the Indian market with focused
efforts on high growth chronic therapeutic segment. Wockhardt has a 1300-strong field
force covering over 160,000 medical practitioners. The Company's strong focus covers 50%
of the therapeutic segments through six therapy-focused marketing divisions. Wockhardt
has a significant presence in pain management; cough therapy, psychotic drugs,
dialectology, vaccines, nutrition and animal health. The Company enjoys excellent brand
and customer equity, which has given it leadership positions in its chosen areas of focus.

Wockhardt forte in the Indian market has made it the partner of choice for reputed
international companies. Today, Methycobal, which is licensed from Eisai, Japan, is the
largest selling brand in the segment and features amongst the Top 50 brands in the country.

Wockhardt offers the requisite resources, distribution & marketing infrastructure,

and brand equity in the Indian market to make it the ideal partner.

Wockhardt has full-fledged operations in Russia, Ukraine, Kazakhstan, Brazil,

South Africa, Vietnam, Myanmar, Sri Lanka, and the African countries of Kenya, Ghana,
Nigeria and Tanzania.

The Company has entered into joint ventures in Mexico and South Africa, and has a
wholly owned subsidiary in Brazil.
HUMAN RESOURCE
DEPARTMENT

Personnel/Human Resource Department

 Each & every organization is made of workers. All organization Requires workers to perform
different types of work according to the knowledge & skill. No organization can work
without human efforts.

 Workers are the essential part of organization, so it is necessary That each organization have
a closer look at there present work force. Normally The total of workers in an organization
are large in on. So it is not easy for every organization to have closer look at them. Many
organizations keep a separate department for it called Personnel/Human Resource
Department.

 Previously H.R. department was not getting that much attention. But as all growing the
demand for workers is increases as well as the requirement Of the H.R department. The main
function of H.R department is to look after the Present work force. Estimating the future
requirement of the organization & planning according to it, and also to organize the works
force to proper place & schedule.

 DEPARTMENTAL STRUCTURE

GENERAL MANAGER

EXECUTIVE

WELFARE OFFICE
  ACTIVITIES OF HUMAN RESOURCE MANAGEMENT

1. General Manager

- Recruitment of personnel.

- Planning and providing training as per identification needs.

- Co-operation relating training matters and establishing training effectiveness.
- Liaisoning and co-operation with Govt. bodies, local association and compliance to
statutory requirement keeping tasks of updating of acts codes etc. in the respective
functions.

2. Executive
- To assist in recruitment and selection procedure.
- To maintain personnel record.
- Return under the various labour laws.
- To assist/attend the legal matters.
- To assist for preparation of various reports.
- To arrange promotional tests etc. as per the promotional policy.

3. Welfare Officer

- All functions of time office.

- Overall house keeping.
- Liasioning with factory inspector.
  FUNCTIONS OF THE TIME OFFICE: -

1. DAILY ATTENDANCE: -
daily attendance of the employees. This is done by a Punch card. Daily attendance
means The very first function of time office is taking keeping records of all
employees of the company.

2. LEAVE POSTING: -
Also they note the leave of the employees and a Proper posting is done. Taking
the reading from the reader does this. Reader is a box that stores the data in it and
feeds to the user. This device records the timing of the arrival of the employees and
the person takes these reading for further use.

 LEAVE RULES

For the purpose of calculations of leave entitlement the calendar is to be counted i.e. from 1 st
January to 31st December

a) Privilege Leave
b) Casual Leave
c) Sick Leave
d) Compensatory off

 RECRUITMENT AND SELECTION

 RECRUITMENT: -
In the company recruitment process is carried out by the HR Department with
the co-ordination of the department in which job place is vacant or when new
job place is vacant or when new job place is arise. The company uses
naukri.com site for searching new potential candidates & send e-mail to the
suitable candidates for the preliminary interview.

WOCKHARDT LTD. Uses both types of sources for recruitment: -

1. Internal
2. External

 SELECTION: -

WOCKHARDT LTD. follows the following steps for selection

procedures: -

1. Deciding Job requirement by concerned department

2. Invitation of application
3. Screening of applicant
4. Sending interview calls to candidates
5. Interview
6. Checking of references & practical examination
7. Medical check up & composing final list
8. Appointment letter to selected candidates
9. Placement & Induction Training

TRAINING AND DEVELOPMENT

 Training is the act of increasing the knowledge and skill of an employee for doing
a particular job. Training is a short-term educational process and utilizing a systematic
and organized procedure by which employees learn technical knowledge and skills for a
definite purpose.

In other words training improves, changes, moulds the employee’s knowledge &
skills, behaviour, aptitude and attitude towards the requirements on the job and
organization. Training refers to the teaching and learning activities carried on for the
primary purpose of helping members of an organization, to acquire and apply the
knowledge, skill, abilities and attitudes needed by a particular job and organization.

Thus, training bridges the differences between job requirements and employee’s
present specifications

 TRAINING METHOD

There are two type of training method:

A) On -the- job Method

B) Off- the- job Method

A) ON-THE-JOB TRAINING METHODS

This type of training, also known as job instruction training, is the most commonly
used method. Under this method, the individual is placed on a regular job and taught the
skills necessary to perform that job. The trainee learns under the supervision and guidance of
a qualified worker or instructor. On-the-job training has the advantage of giving first hand
knowledge and experience under the actual working conditions. On the job training method
includes:
 1) JOB ROTATION: This type of training involves the movement of the trainee from
one job to another. The trainee receives job knowledge and gains experience from his
supervisor or trainer in each of the different job assignment.
2) COACHING: The trainee is placed under a particular supervisor functions as a coach
in training the individual. The supervisor provides who feedback to the trainee on his
performance and offer him some suggestion for improvement.
3) JOB INSTRUCTION: this method is also known as training through step by step
under this method, trainer explains the trainee the way of doing the jobs, job knowledge
and skills and allows him to do job. The trainer appraises the performance of the trainee,
provides feedback information and corrects trainee.
4) COMMITTEE ASSIGNMENT: under the committee assignment, group of
trainees are given and asked to solve an actual organizational problem. The trainees solve
the problem jointly. It develops teamwork.

B) OFF THE JOB TRAINING METHODS

Under this method of training, trainee is separated from the job situation and his attention
is focused upon learning the material related to his future job performance. Since the trainee
is not distracted by job requirements, he can place his entire concentration on learning the job
rather than spending his time in performing it. Off the job training methods are as follows:

1) VESTIBULE TRAINING: In this method actual work condition are simulated

in a classroom. Materials, files and equipment those are used in actual job
performance are also used in training.

2) ROLE-PLAYING: It identifies as method of human interaction that involves

realistic behavior in imaginary situation. The participants play the role of certain
 characters, such as the production manager, mechanical engineer, superintendents,
foreman, worker and the like.
3) LECTURE METHOD: They instructor organizes the material and gives it to a
group of trainees in the form of a talk. To be effective, the lecture must motivate and
create interest among the of trainees.
4) CONFERENCE OR DISCUSSION: It is a method in training the clerical,
professional and supervisory personnel. This method involves a group of people who
pose ideas, examine and share facts, ideas and data, test assumption, and draw
conclusion, all of which contribute to the improvement of job performance.
5) PROGRAMMED INSTRUCTION: The subject matter to be learned is
presented in series of carefully planned sequential units. These units are arranged
from simple to more complex levels of instruction. The trainee goes through this unit
by answering questions or filling the blanks.

 WELFARE ACTIVITIES: -
 1. INSIDE THE WORKPLACE

a) Condition of the work environment

1. Neighborhood safety & cleanliness, attention to approaches.
2. House keeping of premises.
3. Work shop (room) Sanitation & cleanliness, temperature,
humidity, ventilation, lighting.
4. Convenience & comfort during work.
5. Distribution of work hours & provision for rest hours.
6. Supply of necessary beverages & pills & tablets.

b) Conveniences: -
1. Urinals, Washbasin, Bathroom provision for spittoons, waste
disposal.
2. Provision of drinking water coolers.
3. Canteen services, full meal.
4. Management of workers clock room reading & library.

c) Workers Health, Services factory health center, dispensary, ambulance,

emergency aid, medical examination for workers, health educator.

d) Economic Services: -
Co-operatives, loans, financial grants, thrift & saving schemes budget knowledge
unemployment insurance, Profit sharing & bonus schemes, transport services, P.F., Gratuity
& Pension, reward & incentive, workmen compensation for injury.

2. OUTSIDE: -
 a) Housing, bachelor’s quarters, family residence
b) Water, sanitation, waste disposal
c) Roads, lighting, Primary & secondary high school.
d) Bank
e) Market, Co-operatives, consumers & credit societies.
f) Health & medical facilities

 The following welfare provision is to be given to the employees

of WOCKHARDT LTD.

1. Bonus
2. P.F. & family person
3. Gratuity
4. ESI Scheme
5. Uniform & shoes24
6. Medical
7. Leave Travel Allowance (LFA)
8. Canteen facility
9. Free tea at two times in a day
10. Washing facility
 FINANCE
DEPARTMENT

 ORGANIZATION STRUCTURE OF FINANCE

DEPARTMENT
 MANAGER

ASISTANT MANAGER

SENIOR EXECUTIVE

ASSISTANT (CLERK)

 Function of the finance department

1. Accounting function
2. Auditing function
3. Budgeting function
4. Costing function
5. MIS report
6. Taxation
7. Banking function

1. Accounting function:

 Purchase book
  Sales book
 Bank book
 General
 Debit note / credit note
 Cash management

2. Auditing function:

 Internal audit
 Statutory audit
 Cost audit
 Tax audit
 Environment audit
 Excise audit

3. Costing function

 Standard consumption
 Standard electricity
 Standard rent
 Standard labour charges
 Standard stores
 Standard packing material cost
 Actual cost audit for government

4. Taxation

 Income tax
 Corporate tax
 Sales tax
 Salary tax
 Turnover tax
 Advance income tax
 PRODUCTION
DEPARTMENT

 Manufacturing Plants:

It has about six manufacturing plants of which 3-4 is USFDA means (Food, Drug,
& Advances) approved like the ones in Daman & Ankleshwar. Further,
Wockhardt in setting up a biotech park in Aurangabad exclusively for the
production of biotech products.

 PLANTS
1. BD 1 TO 4 (Bulk Drug Plant)
2. BD 5 & 6 (Non Drug Plant)
3. BD 7 (Sterile Plant)
4. BD 8 (Multi product plant)
 PLANT – 1
-Products: -

-DPH

-DPN

-D – Amide

 PLANT – 2
-Products: -

-Sparfloxacine

-Intermediates of DPN

-DPH

 PLANT – 3
-Products: -

-DPH Intermediate (Munich base)

-DMP - (HBR)

-Ranitidine Hcl.

 PLANT – 4
-Products: -

-D – Amide intermediate (Acid chloride)

-Analapril Maleate

-Nizatidine
-Pioglitazole

-Clopidogril

-Felodipine

-Famotidine

-Fluoxetine

-Fulconazole

-Azithromycine

 PLANT – 5
-Products: -

-Cefuroxime Axetil

-Ceftriaxone Sodium

 PLANT – 6
-Products: -

-Ceftriaxone Sodium

 PLANT – 7
-Aseptic processing

-Ultra filtration unit / WFL unit

-Pure steam generator

-Reactors

-Agitated Vessels

-Washer
 -Filtration Assemblies

-Steam Sterilizer

-Dry heat Sterilizer

-Pressure Filter Dryer

-Packing system.

 PLANT – 8 (Multi product plant)

- Products: -

-Clarithromycin

-Divalproex

-Azithromycin

-Zone II

 Non-sterile APIs

- Cephalosporins
- Non- Cephalosporins

 Sterile APIs

-Cephalosporins
Strerile Ceftriaxone Sodium, Sterile Cefuroxime Sodium,

Sterile Cefotaxime Sodium, Sterile Ceftazidime for Injection.

 ) Cephalosporin (Ankleshwer)
 -Non-sterile API: BD 5 and BD 6 Mfg block.

-Sterile API: BD 7 Mfg blocks.

-Dedicated Warehousing facility (RM/FG)

-Manufacturing on campaign basis

-Dedicated Purified water and WFI systems

-Three shifts manufacturing

-Dedicated Quality Control & microbiology Laboratory.

 PRODUCT PROFILE:

 Wockhardt s has significant presence in management cough therapy, psychotic

drugs, and diabetology,vaccines , nutrition and animal health.
 The company enjoys excellent brand and customer equity, which has given it
 Leadership positions in its chosen areas of focus.

Diabatology – Wosulin (Recombinant Insuilin), Mopaday (Oral Antidiabetic)

Glimaday (Oral Antidibetic)

Nephrology – Wepox (Recombinant Erythropoietin0

Neuro Psychiatry – Libotryp Tryptomer

Cough Therapy – Zedex Bro-ZEDEX Viscodyne

 Cephalosporin QC details:

-Complete support for

-Raw Materials, In process, Finished product,

Environmental monitoring and microbiological Analysis

-Equipped with all required analytical instruments

-Well equipped microbiology section

-Stability sample storage

-Control sample storage

-Documentation

-Well trained QC chemists and microbiologists

 Facility details (Sterile Manufacturing)

-Well laid out facility

-All operations according to cGMP

Requirements (as per EU GMP and 21CFR)

-Product Sterilization: Filtration through

Sterilizing grade (0.2u) Millipore filters

-Sterile container/closure movement: Mobile LAF

-Intermediate dispensing: Under LAF

MARKETING
 DEPARTMENT

MARKETING

Marketing is an aggressive effort to sale the product / service to its potential

consumers. Every company produce product to sale them in the market to earn profit.
But in today’s competitive world each and every company should have better
marketing policies competitors. They are the representative of the company in the
market, that’s why marketing is very important part of organization.

 DEPARTMENTAL STRUCTURE

MARKETING MANAGER

SUPERVIOSER

SALES PERSON
 Compititors:-

 Ranbaxy Laboratory
 Dabur India Ltd.
 Abbott India
 More pen Laboratory
 Korpan
 Sun Pharmaceuticals Industry Ltd.
 Micholas piramal India Ltd.
 Cadila Pharmaceutical Ltd.
 Glaxo smitkline Pharmaceutical Ltd.
 Glenmark Pharma Ltd.

 Types of Marketing:

Mainly there is two types of marketing used are as following:

1] Direct Marketing.

2] Indirect Marketing.

1] Direct Marketing:

Direct Marketing mean the product are directly used to consumer. It is

the deal between Manufacturing and consumer. There is no midget between this.
Many products of Wockhardt Ltd. Directly sales to the consumer.
There are many Advantage and Disadvantage to directly used to the
consumer are as following.
2] Indirect Marketing

Indirect Marketing mean the product are not directly used to consumer.
First, product is given to the dealer and then dealer are give consumer. Here the
dealer is between the manufacture and consumer. It is the deal of Manufacture,
Dealer or Agent and Consumer.

MINI PROJECT

ON

“JOB SATISFACTION”
 EMPLOYEES OF
WOCKHARDT LTD

JOB SATISFACTION LEVEL OF EMPLOYEE

1. INTRODUCTION:
Definition:-
“Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work.
Job satisfaction can be influenced by a variety of factors”, e.g., (the quality of one's relationship
with their supervisor, the quality of the physical environment in which they work, degree of
fulfillment in their work, etc)
Every organization needs to have experienced and well satisfied employees to perform the
activities to them. So, it is necessary to see that every employee and all workers are satisfied with
their work or not.

The term job satisfaction figures prominently in any discussion on management of human
resources. A brief explanation of its nature and other related aspects are highly relevant in a book
on organizational behavior too.
What is job satisfaction?

There are three dimensions to job satisfaction.

1) Job satisfaction refers to one’s feeling towards one’s job. It can only be inferred but not
seen.
2) Job satisfaction offered determined by how well outcomes meet or exceed expectation,
satisfaction in one’s job means increase commitment in the fulfillment of formal
requirement.
3) The terms job satisfaction and attitude are typically interchangeably.
Though both the terms are different.

 Job satisfaction relates to performance factors.

 Attitude reflects one’s feeling towards individuals, organization and objectives.
 But satisfaction refers to one’s attitude to a job. Job satisfaction is, therefore, a specific subset
of attitudes.

Consequences of satisfaction:

1) Productivity
2) Employee turnover
3) Absences
4) Job stress
5) Unionization

Sources of job satisfaction:

Several job elements contribute to job satisfaction. The most important among these are wage
structure, nature of work, promotion chances, quality of supervision, work group and working
conditions.

 Wages :
Wages play a significant role in influencing job satisfaction this is because of two reasons.
First, money is an important instrument in fulfilling one’s needs, and second; employees
often see pay as a reflection of management concern for them. Employees want a pay system,
which is simple, fair and line with their expectation. When pay is seen as fair, based of job
demands, individual skill level and community pay standards satisfaction is likely to result.

 Nature of work :
Most employees crave intellectual challenges on job. They tend to prefer being given
opportunities to used skill and abilities and being offered variety of tasks, freedom and
feedback on how well they are doing. These characteristics make job mentally challenging
job that has too little challenges create boredom. But too much challenges creates frustration
and a feeling of failure.
  Promotion :
Promotion opportunities affect job considerably. The desire for Promotion is generally strong
among employees as it involves change in job content, pays responsibility, independence,
and status and the like. Average employees in typical government organization can hope to
get two or three promotions in his service, though chances of promotion are better in the
private sectors.

 Supervision
There is a positive relationship between the quality of supervision and job satisfaction.
Supervisors who establish a supportive personal relationship with sub – ordinates and take of
personal interest in them contribute to their employee satisfaction.

 Work group and support

The work group does serve as a source of satisfaction of individual Employees. It does so
primarily by providing group members with Opportunities for interaction with each other. It is
well known that for many Employees work fills the need for socially interaction and second
ingredient to the recipe of successful team and satisfaction is peers supports.

 working condition
Working condition that is compatible with an employee’s physical comfort and that facility
doing a good job contributes to job satisfaction. Temperature, humidity, ventilation, lighting and
noise, cleanliness of the work place and adequate tools and equipments are the features, which
affect job satisfaction
Job Satisfaction – Theory

One way to define satisfaction may be to say that it is the end state of feeling. The word 'end'
emphasises the fact that the feeling is experienced after a task is accomplished or an activity has
taken place whether it is highly individualistic effort of writing a book or a collective endeavour
of constructing a building. These activities may be minute or large. But in all cases, they satisfy a
certain need. The feeling could be positive or negative depending upon whether need is satisfied
or not & could be a function of the effort of the individual on one hand & on the other the
situational opportunities available to him.

There are 3 major theories of job satisfaction.

(i) Herzberg's Motivation - Hygiene theory.

(ii) Need fulfilment theory.

(iii) Social reference - group theory

Theories of Job – Satisfaction

(i)Herzberg's Motivation - Hygiene Theory:

This theory was proposed by Herzberg & his assistants in 1969. On the basis of his study of 200
engineers and accountants of the Pittsburgh area in the USA, he established that there are two
separate sets of conditions (and not one) which are responsible for the motivation &
dissatisfaction of workers. When one set of conditions (called 'motivator') is present in the
organisation, workers feel motivated but its absence does not dissatisfy them. Similarly, when
another set of conditions (called hygiene factors) is absent in the organisation, the workers feel
dissatisfied but its presence does not motivate them. The two sets are unidirectional, that is, their
effect can be seen in one direction only.
According to Herzberg following factors acts as motivators:
• Achievement,

• Recognition,

• Advancement,

• Work itself,

• Possibility of growth, &

• Responsibility.

 Hygiene factors are:

• Company policy & administration,

• Technical supervision,

• Inter-personal relations with supervisors, peers & Subordinates,

• Salary.

• Job security,

• Personal life,

• Working Conditions, &

• Status

Herzberg used semi-structured interviews (the method is called critical incident method). In this
technique subjects were asked to describe those events on the job which had made them
extremely satisfied or dissatisfied. Herzberg found that events which led people to extreme
satisfaction were generally characterised by 'motivators' & those which led people to extreme
dissatisfaction were generally characterized by a totally different set of factors which were called
'hygiene factors'.

Hygiene factors are those factors which remove pain from the environment. Hence, they are also
known as job - environment or job - context factors. Motivators are factors which result in
psychological growth. They are mostly job - centered. Hence they are also known as job -
content factors.
The theory postulated that motivators and hygiene factors are independent & absence of one does
not mean presence of the other. In pleasant situations motivators appear more frequently than
hygiene factors while their predominance is reversed in unpleasant situations

(ii) Need Fulfillment Theory:

Under the need-fulfillment theory it is believed that a person is satisfied if he gets what he wants
& the more he wants something or the more important it is to him, the more satisfied he is when
he gets it & the more dissatisfied he is when he does not get it. Needs may be need for personal
achievement, social achievement & for influence.

a) Need for personal achievement:

Desires for personal career development, improvement in one's own life standards, better
education & prospects for children & desire for improving one's own work performance.

b) Need for social achievement:

A drive for some kind of collective success is relation to some standards of excellence. It is
indexed in terms of desires to increase overall productivity, increased national prosperity, better
life community & safety for everyone.

c) Need for influence:

A desire to influence other people & surroundings environment. In the works situation, it means
to have power status & being important as reflected in initiative taking and participation in
decision making.

In summary, this theory tell us that job satisfaction is a function of, or is positively related to the
degree to which one's personal & social needs are fulfilled in the job situation.
(iii) Social References - Group Theory:
It takes into account the point of view & opinions of the group to whom the individual looks for
the guidance. Such groups are defined as the 'reference-group' for the individual in that they
define the way in which he should look at the world and evaluate various phenomena in the
environment (including himself). It would be predicted, according to this theory that if a job
meets the interest, desires and requirements of a person's reference group, he will like it & if it
does not, he will not like it.

A good example of this theory has been given by C.L. Hulin. He measures the effects of
community characteristics on job satisfaction of female clerical workers employed in 300
different catalogue order offices. He found that with job conditions held constant job satisfaction
was less among persons living in a well-to-do neighborhood than among those whose
neighborhood was poor. Hulin, thus provides strong evidence that such frames of reference for
evaluation may be provided by one's social groups and general social environment.

To sum up, we can say, Job satisfaction is a function of or is positively related to the degree to
which the characteristics of the job meet with approved & the desires of the group to which the
individual looks for guidance in evaluating the world & defining social reality.

 Relationship among motivation, attitude and job satisfaction :

Motivation implies the willingness to work or produce. A person may be talented and equipped
with all kinds of abilities & skills but may have no will to work. Satisfaction, on the other hand,
implies a positive emotional state which may be totally unrelated to productivity. Similarly in the
literature the terms job attitude and job satisfaction are used interchangeably. However a closer
analysis may reveal that perhaps, they measure two different anchor points. Attitudes are
predispositions that make the individual behave in a characteristic way across the situations.

They are precursors to behaviour & determine its intensity and direction. Job satisfaction, on the
other hand is an end state of feeling which may influence subsequent behaviour. In this respect,
job attitude and job satisfaction may have something in common. But if we freeze behaviour,
attitude would initiate it which job satisfaction would result from it.
  Relationship between Morale & Job Satisfaction:
According to Seashore (1959), morale is a condition which exists in a context where people are:

a) Motivated towards high productivity.

b) Want to remain with organization.

c) Act effectively in crisis.

d) Accept necessary changes without resentment or resistance.

e) Actually promote the interest of the organization and

f) Are satisfied with their job.

According to this description of morale, job satisfaction is an important dimension of morale

itself.

Morale is a general attitude of the worker and relates to group while job satisfaction is an
individual feeling which could be caused by a variety of factors including group. This point has
been summarized by Sinha (1974) when he suggests that industrial morale is a collective
phenomenon and job satisfaction is a distributed one. In other words, job satisfaction refers to a
general attitude towards work by an individual works. On the other hand, morale is group
phenomenon which emerges as a result of adherence to group goals and confidence in the
desirability of these goals.

 Relationship Between job satisfaction and work behaviour:

Generally, the level of job satisfaction seems to have some relation with various aspects of work
behaviour like absenteeism, adjustments, accidents, productivity and union recognition.
Although several studies have shown varying degrees of relationship between them and job
satisfaction, it is not quite clear whether these relationships are correlative or casual. In other
words, whether work behaviour make him more positively inclined to his job and there would be
a lesser probability of getting to an unexpected, incorrect or uncontrolled event in which either
his action or the reaction of an object or person may result in personal injury.
  Effect of job satisfaction
 Job satisfaction and productivity:
Experiments have shown that there is very little positive relationship between the job satisfaction
& job performance of an individual. This is because the two are caused by quite different factors.
Job satisfaction is closely affected by the amount of rewards that an individual derives from his
job, while his level of performance is closely affected by the basis for attainment of rewards. An
individual is satisfied with his job to the extent that his job provides him with what he desires,
and he performs effectively in his job to the extent that effective performance leads to the
attainment of what he desires. This means that instead of maximizing satisfaction generally an
organization should be more concerned about maximizing the positive relationship between
performance and reward. It should be ensured that the poor performers do not get more rewards
than the good performers. Thus, when a better performer gets more rewards he will naturally feel
more satisfied.

 Job Satisfaction and absenteeism:

One can find a consistent negative relationship between satisfaction and absenteeism, but the
correlation is moderate-usually less than 0.40. While it certainly makes sense that dissatisfied
Sales Persons are more likely to miss work, other factors have an impact on the relationship and
reduce the correlation coefficient. E.g. Organizations that provide liberal sick leave benefits are
encouraging all their Sales Persons, including those who are highly satisfied, to take days off. So,
outside factors can act to reduce the correlation.

 Job Satisfaction and Turnover:

Satisfaction is also negatively related to turnover, but the correlation is stronger than what we
found for absenteeism. Yet, again, other factors such as labour market conditions, expectations
about alternative job opportunities, and length of tenure with the organization are important
constraints on the actual decision to leave one's current job.
Evidence indicates that an important moderator of the satisfaction-turnover relationship is the
Sales Person's level of performance. Specifically, level of satisfaction is less important in
predicting turnover for superior performers because the organization typically makes
considerable efforts to keep these people. Just the opposite tends to apply to poor performers.
Few attempts are made by the organization to retain them. So one could expect, therefore, that
job satisfaction is more important in influencing poor performers to stay than superior
performers.

 Job Satisfaction and Adjustment:

It the Sales Person is facing problems in general adjustment, it is likely to affect his work life.
Although it is difficult to define adjustment, most psychologists and organisational behaviourists
have been able to narrow it down to what they call neuroticism and anxiety.

Generally deviation from socially expected behaviour has come to be identified as neurotic
behaviour. Though it may be easy to identify symptoms of neuroticism, it is very difficult to
know what causes. Family tensions, job tensions, social isolation, emotional stress, fear, anxiety
or any such sources could be a source of neuroticism.

Anxiety, on the other hand, has a little more clearer base. It is generally seen as a mental state of
vague fear and apprehension which influences the mode of thinking. Anxiety usually shows itself
in such mental state as depression, impulsiveness, excessive worry and nervousness. While
everyone aspires for a perfect state of peace and tranquility, the fact is that some anxiety is
almost necessary for an individual to be effective because it provides the necessary push for
efforts to achieve excellence.

Adjustment problems usually show themselves in the level of job satisfaction. For long, both
theorists and practitioners have been concerned with Sales Persons' adjustment and have
provided vocational guidance and training to them to minimise it's impact on work behaviour.
Most literature, in this area, generally suggests a positive relationship between adjustment and
job satisfaction. People with lower level of anxiety and low neuroticism have been found to be
more satisfied with their jobs
 Literature Review
1) Job Satisfaction - An Illusion or a Real Possibility?

Posted in: Career Outlook

By Sarah Hightower Hill
Apr 25, 2005 – 6:34:00PM
A recent Chandler Hill Partners poll asking job seekers to comment on the level of satisfaction
with their current job indicated that only 27 percent of respondents considered their jobs to be
satisfying.
A 27 percent satisfaction rate is an alarmingly low number considering that job satisfaction
impacts productivity levels, quality of interaction in the corporate culture and society in general
as workers return to their private lives with the stress and frustrations accumulated during the
workday.
The financial impact brought about by a less than empowered workforce may be so large and so
obscure it defies calculation. Additionally, it may account in part for some of the major issues
currently effecting our economic growth, such as outsourcing or the hiring of undocumented
workers.
Based on these findings and the trickle-down nature of its impact, job satisfaction may very well
be one of the most serious issues facing our nation today.
2) Job Satisfaction: Find Satisfaction at Your Current Job
Enjoy Your Job More—Or Know When it’s Time for a Change

By Elizabeth Scott, M.S., About.com Guide

Updated November 07, 2007

If you’re overstressed and at risk for job burnout, you may feel that a major life overhaul is
necessary for you to be able to enjoy your job and avoid burnout. Before making major changes,
this article can help you to better enjoy your situation with a few minor adjustments, and give
you food for thought on whether major changes may be necessary. The following suggestions
can help you increase job satisfaction:

Find Rewards and Recognition:

We all need to feel recognized and rewarded for what we do. If your job doesn’t have built-in
opportunities for recognition, or if rewards are infrequent, you may need to add rewards and
recognition to your own life. You may decide to take yourself to a movie, have a home spa
experience, buy yourself something nice, or give yourself other small but nurturing rewards
when you complete a project or complete another month of hard work. You can also team up
with a supportive friend and agree to listen to each other’s successes and provide support to one
another if you don’t get that support and recognition from your job. These things can nurture you
emotionally and remind you of the importance of the work you do, especially if you work in a
job or field where these rewards are sparse
3) Keys to Job Satisfaction - Brief Article

Camping Magazine, March, 2000

How satisfied are your employees? That may depend on their pay, stress level, and
the recognition they receive. A recent Gallup poll asked people how satisfied they were
with fifteen factors about their job and their overall job satisfaction. Those workers who were
completely satisfied with their job's pay, their stress level, and the recognition received tended to
be completely satisfied with their job.

Factors that tended to make people dissatisfied with their jobs included their co-workers, their
boss, job security, and lack of opportunities to learn and grow.
 RESEARCH METHODOLOGY

TITLE: Job satisfaction level of employee

 JUSTIFICATION:

“Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work.
Job satisfaction can be influenced by a variety of factors”

 Problem Statement:

To identify “Job Satisfaction Level” among the employees of Wockhardt ltd.

 OBJECTIVE OF THE STUDY:

To identify level of Job Satisfaction among the employees of the Wockhardt ltd Ankleshwer

 To know the satisfaction level of employees towards their job and company
 To find out the different factors that will lead to job satisfaction.
 To know whether employees are satisfied with the company policy.
 To find that their role and responsibilities are clear in their organization.
  SIGNIFICANCE OF STUDY:
 It will help in removing the dissatisfaction of employees about their job.
 It will also give an idea about the relationship between employees and subordinates.
 It will provide the organization to evaluate the affects of various aspects over employee
satisfaction.
 It will give an idea about the satisfaction level of employee and way to improve their
satisfaction level.
 This study is useful for researcher because researcher conducted a research and now
researcher thorough with this subject and it will be useful to me in future.

 Research Design:

Descriptive Research Design” is used for the definite purpose with the help of structured
questionnaire together with primary information for knowing the employee job satisfaction.

 Sample Design: - In this study, Non- probability convenience sampling is used as

respondents were taken randomly and with convenience.

 Sample Size: - The study conducted is census in nature as whole population

i.e 50 employees

 Sources:

 The data collected is primary in nature as a survey was conducted on the employees
to know their responses.

 Tool for data collection:

 Questionnaire is used as a tool for collecting data. A questionnaire was specially

designed to complete the study.

 Data analysis and interpretation:

 Tables and charts are used to analyze the data and represent it.
Limitation of the study:
 The major limitation of the study is that the responses received from the
respondents may not be true in some cases as they may not feel to reveal true
information about the company or about what they feel.
 Time constraint is the main limitation of this study.
 Sample size may not be in proportion with Population.
 DATA ANALYSIS AND INTERPRETATION

1. Gender:

S.R NO. GENDER DATA PERCENTAGE

1 MALE 48 96

2 FEMALE 2 4

Total 50 100

Gender
Female
4%

male
Female

male
96%

 The above pie-chart represents that there 48 Male(94%) and 2 Female(6%) respondents of
study.
2) Do you feel that your job suits your educational qualification?

SR NO. OPTIONS NO OF PERCENTAGE

RESPONSE

1 YES 45 90

2 NO 5 10

Total 50 100

No. Of Response
100%
yes
90%
90%
80%
70%
60%
No. Of Response
50%
40%
30%
20%
no
10%
10%
0%
yes no

 This graph represents 45 respondents feel their job suits their educational qualification
while only 5 respondents don’t feel so.
3) Are you paid with a performance linked salary?

SR NO. OPTIONS NO OF PERCENTAGE

RESPONSE

1 YES 45 90

2 NO 5 10

Total 50 100

Paid of Performance Salary

100% Yes
90% 90%
80%
70%
60% No. Of Responses
50%
40%
30%
NO
20% 10%
10%
0%
Yes NO

 This chart represents 45 responses said YES; they feel they are paid as per their
Performance. Only 5 respndents don’t feel they are paid as per their performance.
 4) Are you satisfied with your pay package?

SR NO. OPTIONS NO OF RESPONSE PERCENTAGE

1 Highly Satisfied 12 24

2 Satisfied 30 60

3 Dis-Satisfied 8 16

4 Highly Dis-Satisfied 0 0

Total 50 100

No. Of Response
Dis-satisfied
16% Highly Sat -
isfied
24%
Highly Satisfied
Satisfied
Dis-satisfied
Highly Dis-satisfied

Satisfied
60%

 From above chart, we find that 12 of respondents are in Highly Satisfied, 30 of

respondents are satisfied & 8 of respondents are Dis-Satisfied of Pay Package
 5) What is your level of satisfaction regarding superior –subordinate
relationship?

SR NO. OPTIONS NO OF RESPONSE PERCENTAGE

1 Highly Satisfied 20 40

2 Satisfied 24 58

3 Dis-Satisfied 6 12

4 Highly Dis-Satisfied 0 0

Total 50 100

No. Of Responce
Satisfied
Highly Satisfied 48%
50% 40%

40% Dis-satisfied
30% 16%
20% Highly dis-sat - No. Of Responce
isfied
10% 0%
0%
d d d d
sfie sfie sfie sfie
ati Sa
ti ati ati
lyS is-s is-s
gh D d
Hi ly
igh
H

 From above chart, we find that 20 of respondents are in Highly Satisfied, 24 of

respondents are Satisfied & 6 of respondents are Dis-Satisfied of Level of Satisfaction
regarding-subordinate relationship
6) Do you face any stress in your job?

SR NO. OPTIONS NO OF RESPONSE PERCENTAGE

1 YES 15 30

2 NO 35 70

Total 50 100

Face of stress in Job

80%
No
70%
70%

60%

50%
Series 1
40%
Yes
30%
30%

20%

10%

0%
Yes No

 From this graph we can interpret that around 35 respondents don’t find stress from their
job while 15 respondents feel stress from their job.
7) Does the company provide you flexible working hours?

SR NO. OPTIONS NO OF PERCENTAGE

RESPONSE

1 YES 50 100

2 NO 0 00

Total 50 100

Flexible Working Hours

120%
Yes
100%
100%

80%
Flexible Working Hours
60%

40%

20%
No
0%
0%
Yes No

 Above chart shows that all the employees of the company says that they have flexible
working hours in their company.


8) Are the benefits that your company is extending to you is sufficient?

SR NO. OPTIONS NO OF PERCENTAGE

RESPONSE

1 Fully Sufficient 20 40

2 Sufficient 30 60

3 Insufficient 0 00

Total 50 100

Nenifit is extending to sufficient

Sufficient
60%
60%

50% Fully Sufficient

40%
40% Nenifit is extending to suf -
ficient
30%

20%
Insufficient
10% 0%

0%
Fully Sufficient Sufficient Insufficient

 This chart respondents said 20 Fully Sufficient and 30 response said Sufficient of
Benefits is Extending to sufficient
 9) How do you view this job?

SR NO OPTIONS NO OF RESPONSE PERCENTAGE

1 Challenging 2 4

2 Responsible 35 70

3 Motivation 8 16

4 Secured 5 10

Total 50 100

View this job

Secured Challenging
10% 4%

Motivation
16% Challenging
Responsible
Motivation
Secured

Responsible
70%

 From above chart, we find that 2 of respondents are in Challenging, 35 of respondents are
Responsible 8 of respondents are Motivating & 5 of Respondents are Secured of View of
the job
10) Are you satisfied with the present position in your company?

SR NO. OPTIONS NO OF RESPONSE PERCENTAGE

1 Highly Satisfied 9 18

2 Satisfied 38 76

3 Dis-Satisfied 3 6

4 Highly Dis-Satisfied 0 0

Total 50 100

Satisfied with the present Position

Satisfied
76%
80%
70%
60%
50%
40% Satisfied with the present Pos-
Highly Satisfied Highly Dis-Satisfied ition
30% 18% Dis-Satisfied 0%
20% 6%
10%
0%
d d d d
sfie sfie sfie sfie
ati Sa
ti ati ati
lyS is-S is-S
gh D yD
Hi gh
l
Hi

 From above chart, we find that 9 of respondents are in Highly Satisfied, 38 of

respondents are satisfied & 3 of respondents are Dis-Satisfied for their Present Position
in the company.
 11) Is there any opportunity for you to use new technology?

SR NO. OPTIONS NO OF RESPONSE PERCENTAGE

1 YES 40 80

2 NO 10 20

Total 50 100

Opportunity for use new technology

90% Yes
80%
80%

70%

60%
Opportunity for use new
50% technology
40%

30% No
20%
20%

10%

0%
Yes No

 Here, majority of the respondents are 40 said YES and 10 said responses NO of
Opportunity for use technology
12) Do you feel that the employees are recognized as individuals?

SR NO. OPTIONS NO OF RESPONSE PERCENTAGE

1 YES 50 100

2 NO 0 0

Total 50 100

Employees are recognized

Yes
100%

100%
90%
80%
70%
Employees are recognized
60%
50%
40%
30% No
0%
20%
10%
0%
Yes No

 This graph represents that all respondent said YES that they are recognized as
individuals

13) Whether the company clearly communicates its goals and strategies to
you?

SR NO. OPTIONS NO OF RESPONSE PERCENTAGE

1 YES 38 76

2 NO 12 24

Total 50 100

Communicates its Goals & Strategies

Yes
76%

80%
70%
60%
Communicates its Goals &
50% No Strategies
24%
40%
30%
20%
10%
0%
Yes No

 This chart represents of 38 responses said YES and 12 responses said NO of

Communication of company’s goals & strategies
14) How satisfied are you with your team-spirit in your work environment?

SR NO. OPTIONS NO OF PERCENTAGE

RESPONSE

1 Highly Satisfied 9 18

2 Satisfied 40 80

3 Dis-Satisfied 1 2

4 Highly Dis-Satisfied 0 0

Total 50 100

Team Spirit in Work Environment

Highly
Dis-Satisfied Satis-
2% fied
18%

Highly Satisfied
Satisfied
Dis-Satisfied
Highly Dis-Satisfied

Sat -
isfied
80%

 From above chart, we find that 9 of respondents are in Highly Satisfied, 40 of

respondents are Satisfied & 1 of respondents are Dis-Satisfied towards Team-spirit in
work environment of their company.

15) How satisfied are you with your overall job security?
SR NO. OPTIONS NO OF RESPONSE PERCENTAGE

1 Highly Satisfied 15 30

2 Satisfied 34 68

3 Dis-Satisfied 1 2

4 Highly Dis-Satisfied 0 0

Total 50 100

Satisfied Job Security

80%
Satisfied
70% 68%

60%

50%
Satisfied Job Security
40% Highly Satisfied
30%
30%

20%

10% Dis-Satisfied Highly Dis-Satisfied

2% 0%
0%
Highly Satisfied Satisfied Dis-Satisfied Highly Dis-Satisfied

 From above chart, we find that 15 of respondents are Highly Satisfied 34 of respondents
are Satisfied & 1 respondents is Dis-Satisfied of Overall job security

Finding:-
 Majority of employees feel their job suits educational qualification

 Maximum employees feel they are paid as per their performance level in their company.

 Company is doing proper kind of performance evaluation and on that basis they are
appointing employee for a proper position and as per their present position they are to be
paid in the company, the employees were satisfied with this policy of company.

 Company is also focusing on the superior subordinate relationship, which leads to the
efficiency of the work, employees were satisfied in this regard also.

 Maximum employees don’t find any stress in their job.

 Majority of employees were satisfied and few were highly satisfied with the work
environment of the company.

 Almost all employees feel company Provide flexible working hours to them.

 Around 71% of respondents feel they are getting sufficient benefit from the company.

 Maximum employee said their job is responsible while few feel it motivating and due to
this they are satisfied with their job.

 Almost all employees are happy with company as they get an opportunity to use new
technology.

 All employees feel that they are recognized as individuals in wockhardt company.

 80% employees said the company clearly communicates its goals and strategies to their
employees.

 Employees were satisfied with team spirit environment of the company.

 Almost all employees are satisfied with overall job security. So, overall the employees
find satisfaction at their job.

SUGGESTION
 Company is focusing on safeguarding of superior subordinate relationship, but still there
is no grievance handling process/committee which is a must for any company in this
competitive scenario to maintain so company should develop such committee also.
 The company should ask employees about their expectations from wockhardt and must
take steps to fulfill it’ it will also satisfied the job.
 Frequently appraisal and motivation schemes should be conducted in the form of
rewards, incentives, recognition etc which will help company to keep their employees at
a proper position and can pay as per their position in the company, which again leads to a
satisfaction of employees.
 Company must also involve its employee in its achievements which will implant feeling
of recognition and their importance to organization of job.

CONCLUSION
This project reports is undertaken at “WOCKHARDT COMPANY” at ANKHLESHWER, on
partial fulfillment of degree in “MBA “. It has been a great experience to get the training under
such reputed company. This training helps in learning various things which we had just heard in
our classroom sessions.

The research work undertaken is on “ job satisfaction level of employee” which helps a
company to know the satisfaction level of employees in their company which is a very important
part in the overall organization, job satisfaction may lead to improved attendance, less job stress
attitude of management, proper relationship with other etc. which leads to efficiency.

Analysis shows that employees were satisfied with their present position,. Pay package, job
security, participative management, superior- subordinate relationship, working environment etc.
so we can say that company is focusing on all the criterias which are require for the satisfaction
of the employees.

At last, we can conclude that employees of wockhardt Ltd. Were satisfied with their job.

Bibliography:-
1) Stephan Robbins, Pearson Education. Organization Behavior

2) K.Aswathappa, Himalaya Publishing House Pvt.Ltd.Organization Behavior

3) Company manuals

4) Annual Report.
5) WWW.Google.com.

6) www.wockhardt.com

Annexure:-
 JOB SATISFACTION QUESTIONNAIRE

Name:

Category:

Designation:

Age:

1) GENDER

(a) Male (b) Female

2) Do you feel that your job suits your educational qualification?

(a) YES (b) NO

3) Are you paid with a performance linked salary?

(a) YES (b) NO

 4) Are you satisfied with your pay package?

(a) HIGHLY SATISFIED b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

5) What is your level of satisfaction regarding superior – subordinate relationship?

(a)HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

6) Do you face any stress in your job?

(a) YES (b) NO

7) Does the company provide you flexible working hours?

(a) YES (b) NO

8) Are the benefits that your company is extending to you is sufficient?

(a) FULLY SUFFICIENT (b) SUFFICIENT

(c) INSUFFICIENT
9) How do you view this job?

(a) CHALLENGING (b) RESPONSIBLE

(c) MOTIVATING (d) SECURED

10) Are you satisfied with the present position in your company?

(a) HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

11) Is there any opportunity for you to use new technology?

(a) YES (b) NO

12) Do you feel that the employees are recognized as individuals?

(a) YES (b) NO

13) Whether the company clearly communicates its goals and strategies to you?

(a) YES (b) NO

14) How satisfied are you with your team-spirit in your work environment?

(a) HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

15) How satisfied are you with your overall job security?

(a) HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

16) Any further suggestions that you would like to put forward?