job satisfaction

“An Analytical Study On Factors Of Job Satisfaction Of Employees”

N.M.D. COLOLEGE

CHAPTER 1

INTRODUCTION


N.M.D. COLOLEGE

JOB SATISFACTION

INTRODUCTION OF JOB SATISFACTION

Job satisfaction describes how happy an individual is with his or her job. The

happier people are within their job, the more satisfied they are said to be. Logic

would dictate that the most satisfied (“happy”) employee should be the best

performers and vice versa. This is called the "happy employee" hypothesis.

A primary influence on job satisfaction is the application of Job design, which

aims to enhance job satisfaction and performance using methods such as job

rotation, job enlargement, job enrichment and job re-engineering.

Other influences on satisfaction include management styles and culture,

employee involvement, empowerment, and autonomous work position. Job

satisfaction is a very important attribute and is frequently measured by

organizations.

Job satisfaction is the feelings people have about their jobs.

Job satisfaction takes into account feelings, beliefs, and behaviors.

Job satisfaction is an association of attitudes held by an organization’s members.

The way each employee responds towards their work is an indication of the

commitment towards their employers.

DEFINITION OF JOB SATISFACTION

Simply Put, “Job Satisfaction Is An Attitude People Have About Their

Jobs”.

BEERS Defines Job Satisfaction As “The Attitude Of Workers Towards The

Company,

Their Jobs, Their Fellow Workers And Other Psychological Objects In The

Work Environment.”

LOCKE Defines Job Satisfaction “A Pleasurable Or A Positive Emotional

State Resulting From The Appraisal Of One’s Job Or Job Experience.”

http://en.wikipedia.org/wiki/Individual

http://en.wikipedia.org/wiki/Job_design

http://en.wikipedia.org/wiki/Job_rotation

http://en.wikipedia.org/wiki/Job_rotation

http://en.wikipedia.org/wiki/Job_enlargement

http://en.wikipedia.org/wiki/Job_enrichment


N.M.D. COLOLEGE


N.M.D. COLOLEGE

PERSONAL DETERMINANTS OF JOB SATISFACTION

As work is one of the necessary aspects of the total life experience of the

individual, it becomes important to examine how his personal characteristics

influence his job satisfaction.

Personal characteristics refer to such bio-graphical variables as Age, Marital

status, Education, Gender, Work experience and Income.

1) Age :

The relationship between age and job satisfaction could be complex. As the

person would grow, he would get greater satisfaction with his job, particularly

because of the experience and the ease with which he would be able to perform

it.

2) Gender :

Gender is also one of the personal factor which has impact on job satisfaction ,

because male and female are having different working capability.

3) Marital status :

It is assumed that with the increasing responsibilities placed on an individual

because of marriage, he would value his job little more than an unmarried

employee.

4) Educational Qualification :

It is found that the higher the education, the higher was the job satisfaction and

vice-versa.

5) Work Experience :

It shows that as a person reaches to period close towards retirement, his

satisfaction level increases because of the lack of alternative opportunities

available to him.

6) Family Size :

Research shows that there is no significant relationship between family size and

job satisfaction.

7) Income :

The significance of income to the workers stated that higher income should lead

to higher job satisfaction.


N.M.D. COLOLEGE

PERSONAL DETERMINANTS OF JOB SATISFACTION

Personal Determinants

Of Job Satisfaction

Age

Gender

Educational Qualification

Work Experience

Material Status

Family Size

Family Type

Ability Requried For

Perfoming Job

Monthly Income


N.M.D. COLOLEGE

OTHER DETERMINANTS OF JOB SATISFACTION

1) THE WORK ITSELF :

The nature of the work performed by employees has a significant impact on

their level of job satisfaction. Employees derive satisfaction from work that is

interesting and challenging and a job that provides them with status

It is advocated that work that is personally interesting to employees is likely to

contribute to job satisfaction.

2) PAY :

Pay refers to the amount of financial compensation that an individual receives

as well as the extent to which such compensation is perceived to be

equitable.

Employees seek pay systems that are perceived as just, unambiguous, and in

line with their expectations. When pay is commensurate with job demands,

individual skill level, and community pay standards , satisfaction is likely to be

the result.

3) SUPERVISION :

Research indicates that the quality of the supervisor-subordinate relationship

will have a significant, positive influence on the employees overall level of job

satisfaction.

Individuals are likely to have high levels of job satisfaction if superiors provide

them with support and co-operation in completing their tasks.

4) PROMOTION :

An Employee opportunity for promotion is also likely to exert an influence on

job satisfaction.

Promotion provides opportunities for personal growth, increased

responsibility, and increased social status.


N.M.D. COLOLEGE

5) WORK GROUP :

Relationships with both co-workers and supervisors are important. Some

studies have shown that the better the relationship, the greater the level of job

satisfaction.

6) WORKING CONDITIONS :

Working conditions is another factor that has a moderate impact on the

employee’s job satisfaction. If people work in a clean, friendly environment

they will find it easier to come to work. If the opposite should happen, they will

find it difficult to accomplish tasks.


N.M.D. COLOLEGE


N.M.D. COLOLEGE

CHAPTER 2


N.M.D. COLOLEGE

ORGANIZATIONAL PROFILE

NAGAR PARISHAD GONDIA

The Nagar parishad of Gondia was established on 1 April 1920. Earlier there were only ten ward members, but now it has increased to forty members. Seth Ramprasad Agarwal was the first president of Gondia, while the first CO was G V Kanhe. At that time, the population of Gondia was only 20,000, but now it has increased to above 150,000. The area of Gondia is 18 sq km. In 1949, the area of the city was increased according to CP & Berar, but after that there has been no increase in the area of the city despite the increase in the population. Gondia has seen 20 Presidents, and 13 times the work of Nagarparishad was under administration. The longest serving President of Gondia Municipal Council is Shri. Manoharbhai Patel and after him Shri Ramnath Asekar was president for 11 years.

HISTORY

According to Census of India, 1991, there are 3255 Urban Local Bodies (ULB)s in the country; classified into four major categories of

1. Municipal Corporation 2. Municipalities (Municipal Council, Municipal Board, Municipal Committee) 3. Town Area Committee 4. Notified Area Committee

The municipal corporations and municipalities are fully representative bodies, while the notified area committees and town area committees are either fully or partially nominated bodies.

As per the Indian Constitution, 74th Amendment Act of 1992, the latter two categories of towns are to be designated as municipalities or nagar panchayats with elected bodies.[1] Until the amendments in state municipal legislations, which were mostly made in 1994, municipal authorities were organized on a Latin: ultra vires (beyond the authority) basis and the state governments were free to extend or control the functional sphere through executive decisions without an amendment to the legislative provisions.

After the 74th Amendment was enacted there are only three categories of urban local bodies:

http://en.wikipedia.org/wiki/Census_of_India

http://en.wikipedia.org/wiki/Urban_Local_Bodies

http://en.wikipedia.org/wiki/Municipal_Corporation_of_India

http://en.wikipedia.org/wiki/Indian_Constitution

http://en.wikipedia.org/wiki/Municipal_governance_in_India#cite_note-ICA-1

http://en.wikipedia.org/wiki/Latin_language


N.M.D. COLOLEGE

PURPOSE

The purpose of municipal governance and strategic urban planning in a country is to create effective, responsive, democratic, transparent, accountable local governance framework organized according to a rational structure that promotes responsiveness and accountability; to provide responsive policy guidance and assistance to sub-national entities; to strengthen the legal, fiscal, economic and service delivery functions of municipalities ; and to foster greater citizen participation in the governance of local bodies.

DUTIES OF NAGAR PARISHAD

Pest Control

Collection Of Property Taxes

Hygiene

Road & bridge Construction

public health

public safety,

public infrastructure

Water supply,

Sewerage

Sanitation

Education,

recreation

Building regulations

Birth registration

Death certificate

Fire protection,

Street lighting

Town planning

Family planning

http://en.wikipedia.org/wiki/Strategic_urban_planning

http://en.wikipedia.org/wiki/Public_health

http://en.wikipedia.org/wiki/Public_safety

http://en.wikipedia.org/wiki/Municipal_infrastructure

http://en.wikipedia.org/wiki/Water_supply

http://en.wikipedia.org/wiki/Sanitary_sewer

http://en.wikipedia.org/wiki/Sanitation

http://en.wikipedia.org/wiki/Recreation

http://en.wikipedia.org/wiki/Building_code

http://en.wikipedia.org/wiki/Birth_registration

http://en.wikipedia.org/wiki/Death_certificate

http://en.wikipedia.org/wiki/Fire_protection

http://en.wikipedia.org/wiki/Street_lighting

http://en.wikipedia.org/wiki/Town_planning

http://en.wikipedia.org/wiki/Family_planning


N.M.D. COLOLEGE

GONDIA CITY

Gondia, or Gondiya (Marathi: गोंदिया), is a city in the state of Maharashtra in Central

India, and is the administrative headquarters of the Gondia District. Gondia is also known as Rice City due to the abundance of rice mills in the area. It is a very important city in the Vidarbha region. Gondia is very close to the state of Madhya Pradesh, and is considered the gateway to Maharashtra from Central and Eastern India.There are large number of rice mills and some small scale tobacco industries.

In ancient time, this region was ruled over by Gond kings. The rich dense forest reflects the cultur of Gond people the main business at that time was to collect lak (sealing wax) from Palas tree and Gum from Babul tree, Gum is called as Gond in Hindi, therefore the name Gondia is tagged to the place.

GONDIA MUNICIPALITY

The Nagar parishad of Gondia was established on 1 April 1920. Earlier there were only ten ward members, but now it has increased to forty members. Seth Ramprasad Agarwal was the first president of Gondia, while the first CO was G V Kanhe. At that time, the population of Gondia was only 20,000, but now it has increased to above 150,000. The area of Gondia is 18 sq km. In 1949, the area of the city was increased according to CP & Berar, but after that there has been no increase in the area of the city despite the increase in the population. Gondia has seen 20 Presidents, and 13 times the work of Nagarparishad was under administration. The longest serving President of Gondia Municipal Council is Shri. Manoharbhai Patel and after him Shri Ramnath Asekar was president for 11 years.

http://en.wikipedia.org/wiki/Marathi_language

http://en.wikipedia.org/wiki/States_and_territories_of_India

http://en.wikipedia.org/wiki/Maharashtra

http://en.wikipedia.org/wiki/India

http://en.wikipedia.org/wiki/Gondia_District

http://en.wikipedia.org/wiki/Rice_mill

http://en.wikipedia.org/wiki/Vidarbha

http://en.wikipedia.org/wiki/Madhya_Pradesh



N.M.D. COLOLEGE

RESPONSIBILITIES

The municipal bodies of India are vested with a long list of functions delegated to them by the state governments under the municipal legislation. These functions broadly relate to public health, welfare, regulatory functions, public safety, public infrastructure works, and development activities.

Public health includes Water supply, Sewerage and Sanitation, eradication of communicable diseases etc.; welfare includes public facilities such as Education, recreation, etc.; regulatory functions related to prescribing and enforcing Building regulations, encroachments on public land, Birth registration and Death certificate, etc.; public safety includes Fire protection, Street lighting, etc.; public works measures such as construction and maintenance of inner city roads, etc.; and development functions related to Town planning and development of commercial markets. In addition to the legally assigned functions, the sectoral departments of the state government often assign unilaterally, and on an agency basis, various functions such as Family planning, Nutrition and slum improvement, disease and Epidemic control, etc.

The Twelfth Schedule of Constitution (Article 243 w) provides an illustrative list of eighteen functions, that may be entrusted to the municipalities.

Besides the traditional core functions of municipalities, it also includes development functions like planning for Economic development and Social justice, urban poverty alleviation programs and promotion of cultural, educational and aesthetic aspects. However, conformity legislation enacted by the state governments indicate wide variations in this regard. Whereas Bihar, Gujarat, Himachal Pradesh, Haryana, Manipur, Punjab and Rajasthan have included all the functions as enlisted in the Twelfth Schedule in their amended state municipal laws, Andhra Pradesh has not made any changes in the existing list of municipal functions. Karnataka, Kerala, Madhya Pradesh, Maharashtra, Odisha, Tamil Nadu, Uttar Pradesh and West Bengal states have amended their municipal laws to add additional functions in the list of municipal functions as suggested in the twelfth schedule.

There is a lot of difference in the assignment of obligatory and discretionary functions to the municipal bodies among the states. Whereas functions like planning for the social and economic development, urban forestry and protection of the environment and promotion of ecological aspects are obligatory functions for the municipalities of Maharashtra, in Karnataka these are discretionary functions.

Provision of water supply and sewerage in several states has either been taken over by the state governments or transferred to state agencies. For example in Tamil Nadu, Madhya Pradesh and Gujarat, water supply and sewerage works are being carried out by the state level Public Health Engineering Department or Water Supply and Sewerage Boards, while liability for repayment of loans and maintenance are with the municipalities. Besides these state level agencies, City Improvement Trusts and Urban Development Authorities, like Delhi Development Authority (DDA), have been set up in

http://en.wikipedia.org/wiki/Public_health

http://en.wikipedia.org/wiki/Public_safety

http://en.wikipedia.org/wiki/Municipal_infrastructure

http://en.wikipedia.org/wiki/Water_supply

http://en.wikipedia.org/wiki/Sanitary_sewer

http://en.wikipedia.org/wiki/Sanitation

http://en.wikipedia.org/wiki/Recreation



http://en.wikipedia.org/wiki/Birth_registration

http://en.wikipedia.org/wiki/Death_certificate

http://en.wikipedia.org/wiki/Fire_protection


http://en.wikipedia.org/wiki/Town_planning

http://en.wikipedia.org/wiki/Family_planning

http://en.wikipedia.org/wiki/Economic_development

http://en.wikipedia.org/wiki/Social_justice

http://en.wikipedia.org/wiki/Poverty_alleviation

http://en.wikipedia.org/wiki/Poverty_alleviation

http://en.wikipedia.org/wiki/Bihar

http://en.wikipedia.org/wiki/Gujarat

http://en.wikipedia.org/wiki/Himachal_Pradesh

http://en.wikipedia.org/wiki/Haryana

http://en.wikipedia.org/wiki/Manipur

http://en.wikipedia.org/wiki/Punjab_%28India%29

http://en.wikipedia.org/wiki/Rajasthan

http://en.wikipedia.org/wiki/Andhra_Pradesh

http://en.wikipedia.org/wiki/Karnataka

http://en.wikipedia.org/wiki/Kerala

http://en.wikipedia.org/wiki/Madhya_Pradesh


http://en.wikipedia.org/wiki/Odisha

http://en.wikipedia.org/wiki/Tamil_Nadu

http://en.wikipedia.org/wiki/Uttar_Pradesh

http://en.wikipedia.org/wiki/West_Bengal

http://en.wikipedia.org/wiki/Urban_forestry


http://en.wikipedia.org/wiki/Karnataka

http://en.wikipedia.org/wiki/Tamil_Nadu

http://en.wikipedia.org/wiki/Gujarat

http://en.wikipedia.org/wiki/Urban_Development_Authority

http://en.wikipedia.org/wiki/Urban_Development_Authority

http://en.wikipedia.org/wiki/Delhi_Development_Authority


N.M.D. COLOLEGE

a number of cities. These agencies usually undertake land acquisition and development works, and take up remunerative projects such as markets and commercial complexes, etc. The Municipal bodies in most cases have been left only with the functions of garbage collection, garbage disposal, street lighting, construction and maintenance of roads, etc.

In terms of fiscal federalism, functions whose benefits largely confine to municipal jurisdictions and may be termed as the essentially municipal functions. Similarly, functions that involve substantial economics of scale or are of national interest may not be assigned to small local bodies. For valid reasons, certain functions of higher authorities are appropriate to be entrusted with the Municipalities – as if under principal-agent contracts and may be called agency functions that need to be financed by intergovernmental revenues. Thus instead of continuing the traditional distinction between obligatory and discretionary functions the municipal responsibilities may be grouped into essentially municipal, joint and agency functions.

http://en.wikipedia.org/wiki/Waste_collection

http://en.wikipedia.org/wiki/Garbage_disposal


http://en.wikipedia.org/wiki/Fiscal_federalism


N.M.D. COLOLEGE

SUGGESTED MUNICIPAL FUNCTIONS

The suggested functions to municipal corporations, municipalities and nagar panchayats are

listed in the table below.

ESSENTIALLY

MUNICIPAL

FUNCTIONS

MUNICIPAL

CORPORATION

MUNICIPAL

COUNCIL

NAGAR

PARISHAD

Urban planning including

town planning Yes Yes Yes

Regulation of land-use

and construction of

buildings

Yes Yes Yes

Planning for economic

and social development Yes Yes Yes

Roads and bridges Yes Yes Yes

Water supply domestic,

Industrial and commercial

purposes

Yes Yes Yes

Public health, sanitation,

conservancy and solid

waste management

Yes Yes Yes

Fire services Yes Yes No

Urban forestry Yes Yes Yes

http://en.wikipedia.org/wiki/Municipal_Corporation

http://en.wikipedia.org/wiki/Municipal_Corporation

http://en.wikipedia.org/wiki/Municipal_Council

http://en.wikipedia.org/wiki/Municipal_Council

http://en.wikipedia.org/wiki/Nagar_panchayat

http://en.wikipedia.org/wiki/Nagar_panchayat


N.M.D. COLOLEGE

Preventive Health Care Yes Yes Yes

Provision of urban

amenities and facilities

such as parks, gardens,

playgrounds

Yes Yes Yes

Burials and burial

grounds, cremations,

cremation ghats/grounds

and electric crematoria

Yes Yes Yes

Cattle pounds, prevention

of cruelty to animals Yes Yes Yes

Vital statistics including

registration of births and

deaths

Yes Yes Yes

Street lighting Yes Yes Yes

Parking lots, bus stops

and public conveniences Yes Yes Yes

Regulation of slaughter

houses and tanneries Yes Yes Yes

Slum improvement and

up gradation Yes Yes Yes


N.M.D. COLOLEGE

AGENCY FUNCTIONS

Protection of the

environment and

promotion of ecological

aspects

Yes Yes Yes

Safeguarding the

interests of weaker

sections of society,

including the

handicapped and the

mentally retarded

Yes Yes Yes

Urban poverty alleviation Yes Yes Yes

Promotion of cultural,

education and aesthetic

aspects

Yes Yes Yes

Primary Education Yes Yes yes

Primary Health Care Yes Yes

yes


N.M.D. COLOLEGE

CHAPTER 3

RESEARCH METHODOLOGY


N.M.D. COLOLEGE

RESEARCH METHODOLOGY

RESEARCH

Research is a systematized effort to gain new knowledge. For carrying out a

research or study different methodologies are applied which have their own Pros

and Cons. Methodology is the systematic procedure to reach to the conclusion

part of the study.

METHOD OF SAMPLING

Simple Random Sampling is used.

Sample Size : Total 30 samples were selected.

COLLECTION OF DATA

The primary data collected from employees of the company with the help of

Personal Interview by using Structured Questionnaire and Observation method.

Also the personal interview conducted with HR manager to discuss some policy

matters of company and workers related issues.

The sources for Secondary data are Internet; brochures of the company.

Paper Based Sources :In paper based sources books were included.

Electronic sources: In this sources, help of internet was taken.

ANALYSIS OF DATA

Data collected through above said method and data analysis has been done

through proper tools like Microsoft Excel.

Descriptive analysis with the help of Charts, Graphs, Tables etc.

.


N.M.D. COLOLEGE

RESEARCH TABLE

Universe NAGAR PARISHAD office, Gondia.

Sample unit Employees

Sample size 30 employees

Research type Analytical

Sampling plan Random sampling

Statistical scale Rating and Ranking scale

Collection of data:-

1. Primary data

Though questionnaire filled by 30

employees

2. Secondary data Internet and Books


N.M.D. COLOLEGE

OBJECTIVES


N.M.D. COLOLEGE

OBJECTIVES

One of the Principles of management is that all the work performed in an organization

should, in some way, directly or indirectly contribute to the objectives of that

organization. These means that determination of objectives, purpose or goal is of prime

importance and is a prerequisite to the solution of most management problems. The

same is the case in this study also. These following objectives are formulated as guiding

principle of study.

OBJECTIVE OF THE STUDY

To study the behavior of employees towards their company.

To study the Job Security of employees provided by the company.

To study the employees Welfare Facilities provided by the company.

To study the Employees and Management Relationship in the

company.

To study various factors affecting the Job Satisfaction of employees

in Organization.

To identify the most important and least important factors of Job

Satisfaction among the employees.


N.M.D. COLOLEGE


N.M.D. COLOLEGE

HYPOTHESIS OF THE STUDY

Hypothesis is considered as a main instrument in research. It stands for the midpoint in

the research. Hypothesis is the productive statement capable of being tested by

scientific method that related to independent variable to some dependent variable. It is

the proposed assumption, explanation, supposition or solution to be proved or

disproved. Hypothesis gives us guideline for an investigation to be carried out on the

basis of previous available information. The use of a hypothesis thus prevents a blind

search and indiscriminate gathering of data which may later prove irrelevant to the

problem under study. For the purpose of our study the following hypothesis, are

formulated:-

1. Welfare facilities are the most important factor of the job

satisfaction.

2. Salary plays an important role for employee Job Satisfaction.

3. Working Environment of organization plays a vital role in Job

Satisfaction.

• Welfare facilities are the most important factor of the job satisfaction.H1

• Salary plays an important role for employee Job Satisfaction.H2

• Working Environment of organization plays a vital role in Job Satisfaction.H3


N.M.D. COLOLEGE

CHAPTER: 6

DATA ANALYSIS AND

INTERPRETATION


N.M.D. COLOLEGE

PART “A”

1. Age of Respondents

Age 18-35

yrs 36-55 yrs 56 yrs & Above Total

No. Of Respondents 6 21 3 30

Percentage % 20% 70% 10% 100%

Interpretation

From the above graph, it is interpreted that 70% of respondents

belongs to 36-55 yrs. 20% respondents belongs to 18-55 yrs and

few are belongs 56 yrs &above of age group.

20%

70%

10%

AGE GROUP

18-35 yrs

36-55 yrs

56 yrs & Above


N.M.D. COLOLEGE

2. Respondents Gender

Gender Male Female Total

No. Of Respondents 21 9 30

Percentage % 70% 30% 100%

70%

30%

GENDER

Male

Female

Interpretation

According to the graph, most of the respondent’s i.e. more

than 70% are Males, only few are Females.


N.M.D. COLOLEGE

3. Educational Qualification

Educational Qualification S.S.C. H.S.C. Graduate

Post Graduate Total

No. Of Respondents 9 6 9 6 30

Percentage % 30% 20% 30% 20% 100%

Interpretation

From above Bar graph, 30% of respondents are Graduate,

20% of respondents are H.S.C passed, 30% of respondents

are S.S.C passed, while remaining are Post graduate

(i.e.20%)

0%

30%

10%60%

EDUCATIONAL QUALIFICATION

Upto 1 year

1-5 Years

5-10 Years

More Than 10 Years


N.M.D. COLOLEGE

4. Work Experience of Respondents

Work Experience Upto 1

year 1-5

Years 5-10 Years More Than 10 Years Total


Percentage % 0% 30% 10% 60% 100%

Interpretation

From the graph shown above, Maximum no. of respondents

has a work experience of 5-10yrs.And more than 60% of

respondents has a work experience of more than 10 yrs,

while the rest has 1-5yrs of experience.

0%

30%

10%60%

WORK EXPERIENCE

Upto 1 year

1-5 Years

5-10 Years

More Than 10 Years


N.M.D. COLOLEGE

5. Marital Status of Respondents

Marital Status Married Unmarried Total



Interpretation

According to the graph, more than 80% of respondents are

Married and only 20% of respondents are Unmarried.

80%

20%

MARTIAL STATUS

Married

Unmarried


N.M.D. COLOLEGE

6. Family Size of Respondents

Family Size 1-3

Persons 4-7 Persons Above 7 Person Total


Percentage % 60% 30% 10% 100%

Interpretation

As per graph it is shown that, 60% of respondents belongs to

1-3 Members as Family size, 30% of respondents belongs to

4-7 members as Family size, apart from that remaining

belongs to more than 7 members as Family size.

60%

30%

10%

FAMILY SIZE

1-3 Persons

4-7 Persons

Above 7 Person


N.M.D. COLOLEGE

7. Ability required for Performing Job

Ability Mental Ability Physical Ability Mental & Physical Ability Total


Percentage % 50% 33% 17% 100%

Interpretation

According to graph, 50% of respondents requires mental

ability to perform the work, and more than 30% of

respondents requires only physical ability to perform the

work,.

While remaining requires either mental or physical ability to

perform the work.

50%

33%

17%

ABILITY

Mental Ability

Physical Abilty

Mental & Physical Ability


N.M.D. COLOLEGE

8. Family Type of Respondents

Family Type Nuclear Family Joint Family Total



Interpretation

As per graph, 73% of respondents belongs to nuclear family,

while remaining belongs to joint family.

73%

27%

FAMILY TYPE

Nuclear Family

Joint Family


N.M.D. COLOLEGE

9. Income of Respondents

Income 3000-9000 9000-15000 15000-21000 21000 & Above Total


Percentage % 20% 10% 10% 60% 100%

Interpretation

As per the graph shown above, more than 20% of

respondents belongs to Rs. 3000-9000 of income group,

while 10% of respondents belongs to Rs. 21000 & above of

income group and very few belongs to Rs. 9000-15000 or

15000-21000 income group.

20%

10%

10%60%

INCOME

3000-9000

9000-15000

15000-21000

21000 & Above


N.M.D. COLOLEGE

PART “B”

1. Working conditions in your organizations

Interpretation

According to the graph, more than 85% of respondents are

Satisfied and remaining are Not Satisfied with Working

conditions in Organization.

30%

10%50%

10%

0%

WORKING CONDITIONS

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified


N.M.D. COLOLEGE

2. Work Load Assigned to Employees

Interpretation

As per graph, 30% of respondents are Highly Satisfied and

60% of respondents are Satisfied while remaining are Not

Satisfied with work load.

30%

10%50%

10%

0%

WORK LOAD

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified


N.M.D. COLOLEGE

3. Relationship with Peers and Subordinates

Interpretation

From the above graph, It is shown that maximum no. of

respondents are Satisfied and only 3% of respondents are

not Satisfied with respect to their relationship with Peers and

Subordinates.

30%

10%50%

10%

0%

RELATIONSHIP

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified


N.M.D. COLOLEGE

4. Nature of Work in Organization

30%

10%50%

10%

0%

NATURE OF WORK

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified

Interpretation

As per graph, 90% of respondents are Satisfied while 10%

of respondent are Dissatisfied with Nature of Work in

Organization.


N.M.D. COLOLEGE

5. Growth and Development of Employees

30%

10%50%

10%

0%

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified

GROWTH & DEVELPOMENT

Interpretation

Above graph shows that, more than 85% of respondents are

Satisfied and 10% of respondents are Not Satisfied with

respect to Growth and Development opportunities for

employees.


N.M.D. COLOLEGE

6. Feedback given by Superiors

30%

10%50%

10%

0%

FEEDBACK

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified

Interpretation

As shown in graph, 100% of respondents are Agree, while no

one is dis agree with the superior's feedback given to them

for improving their performance.


N.M.D. COLOLEGE

7. Work Culture followed in Company

.

30%

10%50%

10%

0%

WORK CULTURE

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified

Interpretation

According to the graph, 70% of respondents are Satisfied ,

and 10% of respondents are Dissatisfied with the work

culture followed in company.


N.M.D. COLOLEGE

8. Feel of Social Status because of Job

30%

10%50%

10%

0%

SOCIAL STATUS

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified

Interpretation

As per bar graph shown above, only 20% of respondents are

Highly Satisfied, 50% of respondents are satisfied, 30% of

respondents are at Averagely satisfied. No one is

dissatisfied with regards to feel of social status because of

job.


N.M.D. COLOLEGE

9. Welfare Facilities provided by Organization

30%

10%50%

10%

0%

WELFARE FACILITIES

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified

Interpretation

According to graph, only 3% of respondents are Not Satisfied, while

all the other respondents are Satisfied with the welfare facilities

provided by organization.


N.M.D. COLOLEGE

10. Autonomy given to you in Organization

30%

10%50%

10%

0%

AUTONOMY

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified

Interpretation

As per graph, 90% of respondents are Satisfied and

remaining are Not Satisfied with respect to autonomy for

work in organization.


N.M.D. COLOLEGE

11. Payments and Wages provided by Organization

30%

10%50%

10%

0%

PAYMENTS & WAGES

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified

Interpretation

Above graph shows that , More than 95% of respondents are

Satisfied and very rare respondents are Not Satisfied with

the Payments and Wages provided by Company.


N.M.D. COLOLEGE

12. Rewards and Benefits system followed by Organization

30%

10%50%

10%

0%

REWARDS & BENEFITS

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified

Interpretation

As per graph, more than 90% of respondents are Satisfied

while only 3% of respondents are Not Satisfied with Rewards

and Benefits system followed by organization.


N.M.D. COLOLEGE

13. Supervision done by Superiors

30%

10%50%

10%

0%

SUPERVISION

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified

Interpretation

As per the above graph, 80% of respondents are Satisfied,

10% of respondents are Averagely Satisfied and 10% of

respondents are highly satisfied with the Supervision done

by Superiors.


N.M.D. COLOLEGE

14. Emotional Bonding with Organization

30%

10%50%

10%

0%

EMOTIONAL BONDING

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified

Interpretation

According to the above graph, 70% of respondents are

Satisfied, while on the other hand 30% of respondents are

Not Satisfied by their Emotional bonding with the

Organization.


N.M.D. COLOLEGE

15. Impact of Psychological Factors on Job

Interpretation

As per the above graph, 30% of respondents are Highly

Satisfied and 10% of respondents Satisfied and the 50% of

respondents are Averagely Satisfied with regards to impact

of Psychological factors on their Job Satisfaction. While 10%

are dissatisfied.

30%

10%50%

10%

0%

Highly Satisfied

Satisfied

Average

Dissatisfied

Highly Dissatified

PSYCHOLOGICAL FACTORS


N.M.D. COLOLEGE

INTERPRETATION

WELFARE FACILITIES

PAYMENTS & WAGES

WORKING ENVIRON-

MENT

From the above graphs it can be interpretated

that the welfare facilities are most

important determinant for the employees.

While the payment & wages and the working

environment is least important

determinant.


N.M.D. COLOLEGE


N.M.D. COLOLEGE

HYPOTHESIS TESTING

.

H3 Salary plays an important role for employees Job Satisfaction

Accoding to our Data Interpretation & Analysis, it is find that the maximum number of respondents are satisfied with the working environment of the

organization, hence it is conculed that the Working Enviornment Of Organization plays an important role in Job Satisfaction. so, the hypothesis (H3) is retained.

H2 Salary plays an important role for employees Job Satisfaction

According to Data Interpretation and Analysis, 90% of respondents are satisfied with the payments and wages provided by the company, this states that Salary

plays an important role for employee’s job satisfaction. So, the Hypothesis (H2) is retained.

H1 Welfare facilities are the most important factor of the Job Satisfaction

According to our Data Interpretation & Analysis, it is shown that Welfare Facilities are the most important factor of the job satisfaction and the Company provides all

the welfare facilities to the Employees. So, the Hypothesis (H1) is retained.


N.M.D. COLOLEGE

CHAPTER 5


N.M.D. COLOLEGE

CONCLUSIONS

The Welfare Facilities provided by the company were very much favorable to the

employees. The employee working in the organization is well aware with

responsibilities work and work load assigned to them.

The employees working in the company were not only satisfied with Working

Conditions and Supervision done by their Superiors but also with the

Relationship of them with their Peers & Subordinates.

Company also takes care regarding the Growth & Development of the

employees.

The employees were happy with the Social status feel by them.

The employees working in the company were not much satisfied with the

Payment and Wages provided to them.

Feedback given by superiors doesn’t plays an important role in improving their

performance.

Employees have developed Emotional bond with their company.


N.M.D. COLOLEGE


N.M.D. COLOLEGE

SUGGESTIONS

The Organization should provide better Training Facilities and Skills

Enhancement Techniques for employees.

Job Rotation of workers should be done at least once in a year because workers

feel boredom by doing same type of work.

Overtime Allowance should be given to employees, when the work load is very

high during month end.

The organization should appraise the employees for their Achievement, so that

their satisfaction level should increase and they can do even better.


N.M.D. COLOLEGE


N.M.D. COLOLEGE

LIMITATIONS

The major limitation of the study was, very few departments had been given to

visit.

The workers were hesitating to give exact responses.

Another limitation was Time Constraint, because of which proper interaction with

the Respondents did not possible.

Lack of Supervision and Proper Guidance was not provided during the study.

The Management did not agree to disclose all the confidential data.


N.M.D. COLOLEGE

APPENDIX


N.M.D. COLOLEGE

APPENDIX

QUESTIONNAIRES

PART “A”

PERSONAL INFORMATION (select any one option from the following)

1. Name Of the employee……………………..

2. Age.

a. 18-35 yrs.

b. 36-55 yrs.

c. 56 yrs and above.

3. Gender.

a. Male

b. Female

4. Educational Qualification.

a. S.S.C.

b. Higher Secondary (H.S.C.)

c. Graduate

d. Diploma Course

e. Post Graduate

5. Work Experience.

a. Upto 1 year

b. 1- 5 years

c. 5-10 years

d. More than 10 years


N.M.D. COLOLEGE

6. Marital Status.

a. Married

b. Unmarried

7. Family Size.

a. 1-3

b. 4-7

c. More than 7

8. Ability required for Performing job.

a. Mental Ability

b. Physical Ability

c. Interpersonal ability

d. Mental & Physical ability

e. Mental & Interpersonal ability

9. Family Type.

a. Nuclear family

b. Joint family

10. Monthly Income (Rs)

a. 3000 -9000

b. 9000 – 15000

c. 15000 – 21000

d. 21000 and above


N.M.D. COLOLEGE

PART “B”

Fixed Responses (select any one option from the following)

1. Are you satisfied with the rewards and benefits system followed by your

organization?

a. Highly Satisfied

b. Satisfied

c. Average

d. Dissatisfied

e. Highly dissatisfied

2. Are you satisfied with the work culture followed in your Company?

a. Highly Satisfied

b. Satisfied

c. Average

d. Dissatisfied


3. Are you satisfied with the working conditions in your organization?

a. Highly Satisfied

b. Satisfied

c. Average

d. Dissatisfied


4. Is there any impact of Psychological factors on your Job satisfaction?

a. Definitely Yes

b. Probably Yes

c. Not Sure

d. Probably No

e. Definitely No


N.M.D. COLOLEGE

5. Does the Company takes care regarding Growth and Development of the

Employees.

a. Definitely Yes

b. Probably Yes

c. Not Sure

d. Probably No

e. Definitely No

6. Comment: “Feedback given by your superior plays an important role in

improving your performance”.

a. Strongly Agree

b. Agree

c. Neutral

d. Disagree

e. Strongly Disagree

7. Do you have any emotional bonding with the organization?

a. Definitely Yes

b. Probably Yes

c. Not Sure

d. Probably No

e. Definitely No

8. Your satisfaction level with regards to Supervision done by your superiors

in your organization.

a. Highly Satisfied

b. Satisfied

c. Average

d. Dissatisfied


9. Your satisfaction level with respect to relationship with your peers and

subordinates. (Work Group)

a. Highly Satisfied

b. Satisfied

c. Average

d. Dissatisfied



N.M.D. COLOLEGE

10. Your satisfaction level with respect to suitability of work load assigned to

you in your organization.

a. Highly Satisfied

b. Satisfied

c. Average

d. Dissatisfied


f.

11. Are you satisfied with the nature of work in your organization.

a. Highly Satisfied

b. Satisfied

c. Average

d. Dissatisfied


12. Your satisfaction level with regards to feel of social status because of

your job.

a. Highly Satisfied

b. Satisfied

c. Average

d. Dissatisfied


13. Are you satisfied with the welfare facilities provided by your organization.

a. Highly Satisfied

b. Satisfied

c. Average

d. Dissatisfied


14. Your satisfaction level with respect to the autonomy given to you in your

organization.

a. Highly Satisfied

b. Satisfied

c. Average

d. Dissatisfied



N.M.D. COLOLEGE

15. Are you satisfied with the payments and wages provided to you in your

organization?

a. Highly Satisfied

b. Satisfied

c. Average

d. Dissatisfied



N.M.D. COLOLEGE

BIBLOGRAPHY


N.M.D. COLOLEGE

BIBLOGRAPHY

Reference Books :-

Introduction to Management - Fred Luthans

Principles of Management - Edwin B.Flippo

Organizational Behavior - Keith Davis

Organizational Behavior - Stephen P.Robbins

Human Resource

Development and - A.M.Sheikh

Management

Business Research Method - William Zikmund

Seventh Edition

Websites :-

www.google.com

www.wikipedia.com

http://www.google.com/

http://www.wikipedia.com/

job satisfaction

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