A

PROJECT REPORT

ON

DETERMINATION OF JOB SATISFACTION LEVEL OF

THE EMPLOYEES WORKING IN A NGO.

(AN EMPIRICAL STUDY)

FOR

VANCHIT VIKAS ( A NGO )

SUBMITTED TO UNIVERSITY OF PUNE

IN PARTIAL FULFILLMENT OF TWO YEARS FULL

TIME DEGREE COURSE, MASTERS DEGREE IN

PERSONNEL MANAGEMENT (M.P.M)

SUBMITTED BY

ABHIJIT ADHIKARI

(BATCH - 2005-07)

VISHWAKARMA INSTITUTE OF MANAGEMENT

PUNE - 48

Ref. No.

TO WHOMSOEVER IT MAY CONCERN

Date:

This is to specify that Mr. Abhijit Adhikari, a MPM student of Vishwakarma

Institute Of Management (Pune), have completed a field survey on

Determination Of Job Satisfaction Level Of The Employees Working For

Vanchit Vikas ( A Ngo ).

He has carried out this project for VANCHIT VIKAS from 05/05/06 to 10/08/06.

In the span of this period the candidate was found to be sincere and hardworking.

We wish him a bright future.

MEENA TAI

Project Guide, Vanchit Vikas.

CERTIFICATE

This is to certify that the project report titled Determination of job satisfaction of

the employees working for Vanchit Vikas is a bonafied work carried out by

Abhijit Adhikari for Vanchit Vikas.

Abhijit Adhikari is a student of Vishwakarma institute of Management and has

worked under our direction and guidance.

The project is submitted in partial fulfillment of Master Degree in Personnel

Management (M.P.M) course of University of Pune for his academic year 2005-

2007.

Dr. Sharad Joshi

Director,

Vishwakarma Institute of Management,

Pune.

Mrs. Sheetal Purohit

Internal Guide.

ACKNOWLEDGEMENT

I am deeply grateful to Mr. Vilash Chapekar, President, Vanchit Vikas and my

project guide Mrs. Meena Tai, for their active guidance and valuable support

during the entire course of this research study. They always made themselves

available for discussion and guidance despite of their several pre-occupations.

My sincere thanks also go to Mrs. Sheetal Purohit, my college project guide for

her invaluable encouragement, matured guidance and constructive criticism. She

has inspiringly devoted her valuable time in the conduct and orderly completion

of this project, despite of the fact that she is fully occupied in her profession. She

has supervised my project through various stages and has made valuable practical

suggestions, without which I could not have been able to complete my project.

I must also extend my heartfelt felicitation to the librarians of Jnana Probodhini

and VIM library for granting me the permission to make use of their library

facilities.

In order to complete the empirical aspects of this work, visits were made to

various projects conducted by Vanchit Vikas. For these Projects Heads, I am

placing on record my deep and sincere appreciation for their maximum

cooperation accorded to me during my field work. I wish them more successful

years in their respective ventures.

My duty in this regard will be incomplete if I fail to emphasize the unmatchable

role played by my project partner Ms. Sonali Bashte and close friends, who were

enticed by this distinctive research work and whose advises added more zeal

towards my struggle to complete this project.

And finally, my profoundest respect and thanks goes to our Director, Dr. Sharad

Joshi for his continuous encouragement and distinctive advice backed by his

ocean of knowledge and experience.

Sr. No.

1.

2.

INDEX

TOPIC

EXECUTIVE SUMMARY

INTRODUCTION

INTRODUCTION TO THE PROJECT

PROJECT TITLE

WHY HAVE I CHOSEN THIS PROJECT &

THIS ORGANIZATION

LOCATION

DURATION OF THE PROJECT

PROJECT SCHEDULE

...

.

.

.

...

Page No.

1 - 2

3 7

3

4

4

5

5

6

HOW DID I CARRY OUT THIS PROJECT ?....... 6

3.

4.

5.

6.

RESULTS

OBJECTIVE OF THE PROJECT

SCOPE OF THE PROJECT

ORGANIZATION PROFILE

COMPLETE NAME OF THE PROJECT

MISSION

ORGANIZATION CHART .

DIFFERENT PROJECTS

THEORETICAL BAKGROUND

INTRODUCTION OF NGOS

DEFINING NGOS

TERMINOLOGY

INTRODUCTION TO JOB SATISFACTION

DEFINING JOB SATISFACTION

.

...

.

..

...

.

.

8

9 10

11 16

17 20

7

12

12

12

12

17

17

18

18

19

7.

RELEVENCE OF THE BACKGROUND..............

METHODOLOGY OF THE STUDY

RESEARCH METHODOLGY ....

METHOD OF INTERPRETATION

21 - 24

19

21

22

Sr. No.

8.

9.

TOPIC

DATA ANALYSIS AND INTERPRETATION

PROJECTWISE INTERPRETATION

INCOME WISE INTERPRETATION

MARITAL STATUS WISE INTERPRETATION..

EDUCATIONAL STATUS WISE

INTERPRETATION

GENDER WISE INTERPRETATION

INTERPRETATION ACCORDING TO THE

NUMBER OF FAMILY MEMBERS ..

AGE WISE INTERPRETATION

OVERALL JOB SATISFACTION (FACTOR

WISE) .. ...

DISTRIBUTION ANALYSIS .

LIMITATIONS

Page No.

25 43

25

27

29

31

33

35

37

39

40

44 45

10. CONCLUSION

11. RECOMMENDATIONS

12. BIBLIOGRAPHY

13. ANNEXURES

46

47 49

50

51 - 54

A COPY OF THE QUESTIONNAIRE ... 52

AN EVIDENCE OF THE MEDIA COVERAGE

OF VANCHIT VIKAS . 55

Sr.No.

1

2

3

4

5

6

7

8

9

10

11

12

13

14

15

TableNo.

1

2

3

4.1

4.2

5.1

5.2

6.1

6.2

7.1

7.2

8.1

8.2

9.1

9.2

INDEX OF TABLES

Description

Project schedule

Research methodology

Distribution of weights to various opinion

factors

Projects wise distribution of the respondents

Project wise percentage scores of different

opinion factors

Income wise distribution of the respondents.

Income wise percentage scores of different

opinion factors.

Marital status wise distribution of therespondents.

Marital status wise percentage score of

different opinion factors.

Education status wise distribution of the

respondents.

Educational status wise percentage score of

different opinion factors.

Gender wise distribution of the respondents.

Gender wise percentage score of differentopinion factors.

Distribution of the respondents according to

the number of family members.

Percentage scores of different opinion factors

according to the number of family members.

Page No.

6

22

23

25

25

27

27

29

29

31

31

33

33

35

35

16

17

10.1 Age wise distribution of the respondents.

10.2 Age wise percentage scores of different

37

37

18

19

11

12

opinion factors. Frequency distribution of individualresponses.

Validity & reliability of the source

instruments (questionnaires)

1

41

45

Sr.no.

1

2

3

4

5

6

7

8

9

INDEX OF CHARTS & GRAPHS

Chart/

graph Description no.

Chart Organization chart. No.: 1

Graph Scores of opinion factors project wise. No.: 1.1

1.2 Total job satisfaction scores Project

wise.

2.1 Scores of opinion factors Income level

wise.

2.2 Total job satisfaction scores income

level wise.

3.1 Scores of opinion factors Marital status

wise.

3.2 Total job satisfaction scores Maritalstatus wise.

4.1 Scores of opinion factors Educationalstatus wise.

4.2 Total job satisfaction scores Educationalstatus wise.

PageNo.

12

26

26

28

28

30

30

32

32

10

11

12

13

14

15

16

17

18

19

5.1

5.2

6.1

6.2

7.1

7.2

8.1

8.2

9.1

9.2

Scores of opinion factors Gender wise.

Total job satisfaction scores Gender.

Scores of opinion factors according to no.of family members.

Total job satisfaction scores according to

no. of family members.

Scores of opinion factors Age wise.

Total job satisfaction scores Age wise.

Overall job satisfaction level factor

wise.

Contribution of each factor to the overall

job satisfaction level.

Frequency distribution curve.

Positively skewed distribution curve.

2

34

34

36

36

38

38

39

40

42

42

EXECUTIVE SUMMARY

The normal work environment, psychology of the employees, financial

conditions, objectives of the firm etc. in a NGO are different in many ways from a

profit making organization. NGOs are fighting a mammoth battle against various

social evils in order to modernize and upgrade the standards of the society. But

this noble activities are largely depends on the shoulders of the employees of such

organization. They are the soldiers who practically fight every battle against

superstitions, epidemics, drug addiction and various other social evils.

Unfortunately a very few number of researches have taken care of the

psychological aspects of these employees. Thus, the central idea of my research is

to determine the psychological aspects or attitude like job satisfaction existing

among these employees.

Determination of job satisfaction level of the employees working for a

NGO is the title of the project which is an empirical study conducted during the

period of 1st June, 2006 to 31st August, 2006. This study has been done for the

employees of Vanchit Vikas, a NGO situated in the heart of the city of Pune. It is

one of the oldest and renowned organization, presently working on 17 different

projects which include schools for poor children, rehabilitation centers for the

children of prostitutes (commercial sex workers), dispensary for the prostitutes,

AIDS / HIV awareness centers, rehabilitation centers for the child labors etc.

For the purpose of study we have selected 23 employees of three different

projects out of 75 employees, presently working for Vanchit Vikas. Convenient

sampling method is administered while selecting these employees whereas

structured questionnaire and personal interview methods are the research

instruments used for primary data collection. Simple Percentage Analysis,

Average Percentage Score Analysis and Probability Distribution Analysis are the

tools used for data analysis and interpretation.

3

The study showed that the overall job satisfaction level of the employees

is quite satisfactory. The employees of the organization match each and every step

with the organization in bringing the deprived section of the society in to the

limelight of social liberalization, social equality and harmony. The major concern

for the organization is that the employees were not that satisfied with the salary

they get. Considering the nature of the work conducted by the organization, it is

not recommendable to increase the remunerations of the employees but it can be

substituted by various other means, e. g. non financial rewards, social recognition,

complete delegation of authority & responsibility, employee branding, inviting &

implementing employees suggestions etc.

This study also disclosed some unusual facts regarding the psychology of

the employees e. g. the employees of the head office were less satisfied regarding

the supervision compared to other projects, the employees in the income level of

15000 20000 were less satisfied compared to other low income groups, male

employees were more satisfied compared to female employees although the

female employees are in majority in number etc.

In brief, Vanchit Vikas has devoted its every possible resource for the

upliftment of the deprived section of the society. In this process the employees of

this noble organization are not behind in contributing their part. Even in some

aspects, they have pioneered the way and left their footprints which are going to

be the pathfinder for others to follow.

4

INTRODUCTION

INTRODUCTION TO THE PROJECT :

.................................................................................................................................... The Government is supposed to act for the development of the

downtrodden society. However, since it has multiple roles to play, it is difficult

for the Government to take care of each and every section of society. The concept

of NGOs has been conceived to cover up this shortcoming of the Government.

NGOs try to communicate the concerns of a community to the Government.

Besides, NGOs also act independently for the welfare of the society by

empowering the people through training and programs, financial support, disaster

management etc. but the effectiveness of such NGOs are largely depend on the

effectiveness and efficiency of the activists working for such NGOs. If the

foundation of any structure is not strong and supportive enough then how can the

structure is going to be strong and stable. Therefore, this project or research is

totally focused to measure the job satisfaction level of the workers / activists

working for such NGOs. The basic aim of the project is to enlighten the various

aspects and hindrances which affect the job satisfaction level of the workers

contributing to that noble cause.

As all organizations are run by people, there is a section of people who

devote their service to the NGOs on a part time basis, while several NGOs need

full time human resources. In this regard what is more important that they all are

humans and humans do require some drives or motives to perform any task.

Although these drives are different for different people. Therefore, in order to

measure such motives we generalize such combined force into various factors

considering the various theories given by prominent scholars, such as Mash low,

Mc Leland, Herzberg, Pestonjee, Philip Applewhite, Morse etc. These great

theories are more concentrated towards the culture of profit making organizations.

But the NGO culture is a different cup of tea altogether. Therefore, there is a need

to create a harmony in the research instrument in order to make this research more

precise.

5

This paper has discussed different factors affecting job satisfaction.

Relevance of this project also includes proper and scientific study of satisfaction

level of the employees working for Vanchit Vikas and also the degree to which it

need to be improved. We also have tried to encapsulate the diversified job

satisfaction level existing among the employees working for Vanchit Vikas. In a

nutshell, Vanchit Vikas has made enormous efforts towards providing basic social

services and we are trying to sketch a graph of various drives which affect job

satisfaction. We have also tried to estimate the degree to which these drives affect

the pivot (employees) of such organization.

PROJECT TITLE :

.................................................................................................................................... The name of the project is Determination of Job Satisfaction Level of

the Employees Working for Vanchit Vikas (a NGO).

WHY HAVE I CHOSEN THIS PROJECT & THIS ORGANIZATION ?

.................................................................................................................................... As a student we have gone through many research papers or projects but

we found very negligible number of projects related to non profit organizations.

Most of the research papers have been prepared on the back ground of profit

making organizations. These organizations have enough funds to create their own

R&D section and can conduct their own problem oriented research. On the other

hand, NGOs have limited resources, both in case of capital and human resource.

Therefore there is a need to use these resources in the most effective and efficient

way. But in most of the times these resources are not sufficient to maintain the

normal activity of their routine work. In such a scenario there is hardly anything

to do with research or study of any process in these organizations. As a student

this project is our contribution and salutation to their Herculean and noble efforts.

If we consider the activities of NGOs in and around Pune, especially in

Maharashtra, we can observe that a number of NGOs are contributing their

6

precious participation in this part of India e.g. Muktangan, Sarhad, Anganwadi,

Vanchit Vikas etc. Any rational mind can never compare the activities of such

organizations with each other. They are within themselves so noble and

respectable that only a fool is going to choose from them. But we need to select

one organization out of them for the purpose of research. For us convenience and

easy approachable is the reason behind selecting Vanchit Vikas. But during the

initial stages of our research, we have came to know that Vanchit Vikas is one of

the oldest and renowned NGO in Pune, currently working on 17 different projects

in and around Pune. Some of their projects in Pune include schools for poor

children, rehabilitation centers for the children of prostitutes (commercial sex

workers), dispensary for the prostitutes, AIDS awareness centers, hostel for

village girls who are not able to take education in their village due to lack of

schools in near by areas, rehabilitation centers for child labors etc.

While selecting Vanchit Vikas we have also considered the time limit

allowed by the university. The normal duration for a PG level research is

generally 45 to 60 days. Within this we need to complete this project. Therefore a

sample size of 20 to 30 is very much workable within this time constrain. We

have distributed 30 questionnaires within which 23 responses are reached back to

us. A sample of 23 out of a population of 75 employees is very much feasible and

representative of the total population. This is also a reason behind selecting

Vanchit Vikas.

LOCATION :

....................................................................................................................................

Vanchit Vikas is located in Pune. The address of its Head office is 405/9,

Narayan Peth, Modi Ganapati Mandir, Pune-411030. The various projects

conducted by Vanchit Vikas are located in the states of Maharashtra and Madhya

Pradesh.

DURATION OF PROJECT :

....................................................................................................................................1 st June 06 to 31st August 06.

7

PROJECT SCHEDULE :

....................................................................................................................................

TASK

INITIATION OF PROJECT

STUDY DESIGN

FIELD WORK

DATA ANALYSIS

RECOMMENDATIONS

FINAL WORK

10

DAYS

01/06

TO

10/06

10

DAYS

11/06

TO

20/06

30

DAYS

21/06

TO

20/07

15

DAYS

21/07

TO

04/08

15

DAYS

05/08

TO

19/08

12/DAYS

20/08 TO

31/08

Table No. : 1

HOW DID I CARRY OUT THIS PROJECT?

.................................................................................................................................... The project work was divided into the following phases:

o Initiation of the project: This phase includes selection of the topic and

the organization.

o Formulation of the research design: This phase includes selection of

research type, population, selection of sample size etc.

o Preparation of the questionnaire: This phase cover the formulation of

the questionnaire which includes job satisfaction factors like achievement,

monetary consideration, supervision, trust and work environment.

o Collecting responses from the employees: Employees were given the

questionnaire to fill up. We also opted personal interview technique for the

person who faced difficulty in filling up the questionnaire.

o Response analysis and interpretation: The responses of employees were

categorized under different areas like the work they are doing, income

8

level, educational status, martial status, No. of family members and age of

the employees. These responses were then interpreted and results were

found.

o Documentation: This was the last phase of project where the final work

had to be documented in the required format.

RESULTS :

.................................................................................................................................... The study found that for Vanchit Vikas, there are a lot of smiles hidden in

the psychology of their employees regarding job satisfaction. This humble

organization is fighting a valiant battle against the limitation of various resources.

Even then the employees are all up on their toes to face any short coming. They

all are up to a noble revolution which has got some serious impact on the society

at large.

Now let us face some practical facts. It has been found that most of the

employees of the organization are not fully satisfied with the salary they get. It is

not like that they do not understand that this organization is a non-profit

organization. Considering that it is a social welfare group, they deserve to be paid

by their contributions. If we consider any NGO, monetary consideration cannot be

the biggest motivator. Achievement and social recognition is the biggest

motivator for all type of employees in any NGO. So it is highly recommended

that grab every opportunity to get into the light of Medias and other source of

exposers. Even the most junior level employee should be allowed to get into the

news of the organization. It is practically the biggest motivating factor for any non

profit organization.

9

OBJECTIVES OF THE PROJECT

These are goals or aims established to guide the efforts related to any particular

field. Objectives indicate the destination of activities and it act as the pathfinder in

various situations. The following are the objectives of the study :-

o The basic objective of the study is to create an understanding of the

subject matter. Here subject matter refers to the practical applicability of

various job satisfaction theories especially in non-profit organization.

o Creating an understanding of basic research process.

o To fulfill the requirement of post graduation degree as prescribed by the

university.

o To conduct a study on social behavior and attitude.

o To determine the job satisfaction level of the employees working for a

NGO.

o To enhance the welfare of the employees and also enlighten the areas

which adversely affect the satisfaction level of the employees.

o To contribute and salute to the noble cause of social service through this

study.

10

SCOPE OF THE PROJECT

NGOs and profit making organization are different in many ways. Profit

making organizations are more concentrated towards the productivity and the

volume of profit. Research in the field of a particular industry differs from other

industries in several ways. The applicability of such research is also very limited.

They have enough funds to create their own R&D section and can conduct their

own problem oriented research. But the applicability of such research is limited to

that industry only, even in the similar industry these researches have limited role

to play.

The story in case of NGOs is totally different. NGOs are more focused

towards social welfare and upliftment of social standards. Most of the NGOs have

limited resources, both in case of capital and human resource. They need to think

about their funding and have to generate a huge pool of self motivated human

resources. Therefore there is a need to use these resources in the most effective

and efficient way. As all organizations are run by humans and they have similar

aims to fulfill, then any kind of research in the field of the internal aspect of any

NGO is also applicable for similar kind of other organizations.

If we consider the aspects like job satisfaction and motivation in any

NGO, we can say that the internal environment, in which the employees of

various NGOs are working, is very much similar. In most of the NGOs, the

employees have to work in minimum salaries, minimum infrastructure and

minimum other resources. The biggest thing they get is the satisfaction out of

social service and social recognition. In this regard cultural differences and

geographical locations are debatable questions. Walking in a compromised way

we can say that these differences are negligible. Cultural values are different but

emotion is there to improve the social conditions. You can be in America and I

am in India but AIDS patients are all over raising their hands for help. In brief, the

surroundings and the state of mind of the employees working for the NGOs are

similar. Therefore any project or research related to their psychology is going to

be applicable in each and every NGO. The subject matter of our research is also

11

revolving around their psychology. Therefore we can say that this research paper

is very much applicable to other NGOs.

As discussed earlier the employees of any NGO have to work in lower

remuneration, minimal resources and even then they are working efficiently. Then

it is also possible that by following some of the recommendations given in this

paper, we can able to motivate the employees of any profit earning organization

as they are working in more liberal environment. Now it is easily understood that

this research paper is partially applicable to profit making organization also. Same

is the case for Government organizations. The reason behind such universal

applicability is a common factor and i.e. human factor.

12

ORGANIZATION PROFILE

13

COMPLETE NAME OF THE ORGANIZATION :

....................................................................................................................................

VANCHIT VIKAS

MISSION :

....................................................................................................................................

Bringing development in the deprived components of the society like homeless people, women, farm laborers, dalits etc.

ORGANIZATION CHART :

....................................................................................................................................

Organization Head

Project Head Project Head Project Head

Employees Employees

Chart No. : 1

Employees

DIFFERENT PROJECTS :

....................................................................................................................................

1. Abhiruchi

Abhiruchi is the school started for poor children in 1982. The motto of this school

is to develop the personality of children. Keeping this aim in mind; games, songs,

dance, mimicry, handicraft, and trips related to it are included in Abhiruchi.

14

Wherever the place is available the classes of Abhiruchi are conducted. Such

classes are carried out in six colonies of Pune. Nearly 300 girls and boys

participate in these classes. These classes have helped in building activists and

good teachers.

2. Nihar

Nihar is established on 5th July 1989. It is build to rehabilitate the children of

prostitutes (commercial sex workers). Different provisions are provided at Nihar

for free of cost. Love and affection is the main strength and specialty of Nihar due

to which children feel that it is their home. Other than studies, children are taught

stitching, making greeting cards and artificial jewelry. Reading facility is

provided. Games, cultural programs; science experiments help children in

developing their personality.

3. Dispensary and Counseling Centers

Prostitution is the most neglected issue regarding women. Due to very adverse

reasons they enter this occupation. Their rehabilitation thus is very important.

Vanchit Vikas has consequently started dispensary and counseling center in 1995.

These women are provided various facilities like, medical assistance and health

education etc. Every year 6000 women are able to take the benefits of this free

medical assistance. Women are also helped in taking education, freeing

themselves from addictions; they are made known to money saving schemes. This

center also deals with problems faced by eunuch.

4. Project for protection of AIDS affected people

The main work done under this project is to make people aware about the disease,

which is spreading, speedily all-round. The awareness is created through video

clippings, street plays, meetings and personal counseling. The target audience is

school children, rickshaw drivers, hawkers etc.

15

5. Rehabilitation Center for children affected by AIDS

The organization has opened rehabilitation centers for the children affected by

AIDS. This work is carried out since 2004. This project is run in 4 colonies of

Pune presently.

6. Chandika girls hostel

This is a girls hostel started for the village girls who are deprived of education

because there is no school in the near by areas.

Thus to find a solution to this problem, this organization has established a hostel

in 1996 in Yavatmal district in Patanbori taluka where girls can educate

themselves up to 12th standard. Presently, 45 girls are staying in hostel and they

are studying from 5th to 10th standard. Facilities like food, housing, reading rooms,

sports materials, and study rooms are provided for free to these girls.

7. Project for science education

This project is brought into practice somewhere in between 1999 to 2000. The

classes for educating science are run along with abhiruchi classes. Presently the

classes are run in 3 colonies of Pune. These classes are significant to develop the

scientific view of the students.

8. Project for solving problems of child labor

Vanchit Vikas has started this project in 2001. They personally meet these

children and try to know their problems. The child labors who are not able to go

to school due to the negligence of parent are admitted in these schools. For

educating the girls unofficial classes were started.

9. Sabala Mahila Kendra

This organization has started this project in 1988 to help the women who face

injustice or nonviolence in their family or outside their family. The main aim of

this project is to keep their families intact. If necessary legal assistance is

16

provided to the women. Every year 50 cases are handled along with some old

ones.

10. Sabala Mahila Kendra (Latur)

Nowadays numbers of deserted women are increasing. These numbers are more in

Marathwada. Thus in August 1994 this organization has opened a rehabilitation

center for such deserted women and widows.

For every six months 12 to 15 women are given admission along with their

children up to 3 years. They are taught academics, stitching, nursing, and

personality development. In this span of training the expenses are done by the

organization. In last 10 years 210 women are rehabilitated. They are given loan up

to 2500 after six months. These women consequently have become independent

and some have even purchased assets.

11. Nirmal Ranwara and Ranwara Publication

Nirmal Ranwara is the magazine started in 1998.This magazine is circulated

among thousands of children; parent and teachers also take of its benefit. Science

section has become the specialty of this magazine. Ranwara publications also

publish books having small stories, poems, and short dramas. It has got a good

response from all sections of people.

12. Gosawi Vasti Vikas Project

This project is started in 1982 near Pune in Nanded for ascetic and nomadic

people. Nursery, adult literacy, formal education, freedom from addiction and

superstitions are the activities performed here. Thus these people have progressed

a lot in recent years. Now the young activists work for their own and for other

colonies also.

13. Aadivasi Vikas Project.

This organization has taken up the developmental work of 10 villages in tribal

area of chindwada district in the state of Madhya Pradesh. Hard rocks were

17

broken down and farming has been successfully carried out in these areas. Their

financial positions have also improved. From 2004. Women are becoming capable

and educating their children well.

14. Gramin Vikas project

This organization has setup three projects in three different parts in Maharashtra.

In Vidarbha, at Yavatmal district the progress of watershed areas for adivasi has

been taken over by this organization. In Marathwada rehabilitation of the

earthquake victims is taken up. Education, health development programs are

carried out in this project.

15. Manavnirman Project.

Vanchit Vikas requires different activists for different types of work to perform.

The available persons are given training and guided to work under this project.

They are given information on different topics like management, valuation, stress

management, leadership skills etc. This project is an important project for creating

manpower. As a result of this project, organization has many trained, young,

passionate activists to work.

16. Vipul.

Vipul is the name of the publication department of Vanchit Vikas, which has

published different books related to social economic and national importance. The

books published by Vipul, are circulated in various projects conducted by Vanchit

Vikas.

17. Aksarvedh.

This is offset printing press of Vanchit Vikas. Aksarvedh does the work of

printing for organization.

18

THEORITICAL BACKGROUND

This paper has discussed different level of job satisfaction in order to maintain a

proper and scientific study of various needs & drives and also the degree to which

it need to improve. We also have tried to encapsulate the diversified job

satisfaction level existing among the employees working for Vanchit Vikas. In a

nutshell, Vanchit Vikas has made enormous efforts towards providing basic social

service and we are trying to sketch a graph of various drives & motives which

enable a person to work. We have also tried to estimate the degree to which these

drives affect the pivot (employees) of such organization.

In order to maintain a proper balance and relevance to the theoretical

framework we are now dividing this section into two segments i.e. NGOs and job

satisfaction to make it easily understandable.

INTRODUCTION OF NGOs :

NGOs play an important role in bridging the gap between the

Government, its agencies and the society. The NGO movement is a global reality

with wide acceptance. NGOs focus on one or more cause for one or more section

of society and try to uplift the wider section of society.

DEFINING NGOs :

The World Bank defines NGOs as, Private organizations that pursue

activities to relieve suffering, promote the interests of the poor, protect the

environment, provide basic social services, or undertake community

development . In wider usage, the term NGO can be applied to any non profit

organization which is independent from Government. NGOs are typically value-

based organizations which depend, in whole or in part, on donations and

19

voluntary services. Although the NGO sector has become increasingly

professionalized over the last two decades, principles of altruism and

volunteerism remain its key defining characteristics.

TERMINOLOGY :

NGOs are also known by the following alternative names/terms:

NPO: Not-for-Profit Organization

CSO: Civil Society Organization

There might be a fine line between these terms. However, for the purpose

of discussion, we will use these words interchangeably.

The Government is supposed to act for the development of the downtrodden

society. However, since it has multiple roles to play, it is difficult for the

Government to take care of each and every section of society. The concept of

NGOs has been conceived to cover up this shortcoming of the Government.

NGOs try to communicate the concerns of a community to the Government.

Besides, NGOs also act independently for the welfare of the society by

empowering the people through training and programs, financial support, disaster

management etc.

There are different NGOs which cover a defined territory or the state.

They, thus, also cover a defined area of working such as advocacy/campaigning,

life skills development, HIV/AIDS/health awareness, community outreach, child

labor abolition etc.

INTRODUCTION TO JOB SATISFACTION :

The term job satisfaction refers to an employee s general attitude toward

his job. To the extent that a person s job fulfils his dominant needs and is

consistent with his expectations and values, the job will be satisfying. The term

20

job satisfaction was brought to limelight by Hoppock (1935). He reviewed 35

studies on job satisfaction conducted prior to 1933 and observed that job

satisfaction is a combination of psychological, physiological and environmental

circumstances that cause a person to say I am satisfied with my job. Such a

description indicates the variety of variables that influence the satisfaction of the

individual but tell us nothing about the nature of job satisfaction.

DEFINING JOB SATISFACTION :

Job satisfaction has been most aptly defined by Pestonjee (1973) as job,

management, personal adjustment and social relations. Morse (1953) considers

job satisfaction as dependent up on job content, identification with the company,

financial and job status and pride to group performance.

Philip Applewhite has listed the five major components of job satisfaction

as (1) attitude towards work group; (2) general working conditions; (3) attitude

toward company; (4) monetary benefits; and (5) attitude toward supervision.

Other components that should be added to these five are the individual s state of

mind about the work itself and about life in general. The individual s health, age,

level of aspiration, social status, and political and social activities can all

contribute to the job satisfaction.

RELEVENCE OF THE BACKGROUND :

As we are in the process of determining the job satisfaction of the

employees of Vanchit Vikas we have to understand the work environment of a

NGO both in terms of psychological and physical aspects. In addition to that we

need to cover the abstract concept like job satisfaction. From the above discussion

now it is quite clear that the working psychologies of the employees of a NGO are

very much different to profit making organizations. We have seen the theories of

21

Philip Applewhite, and how it is applicable to determine the job satisfaction of

profit making organization. If we apply these factors mentioned by Philip

Applewhite to our study, then it will never going to match the psychology of a

NGO. Therefore there is a need to modify or to customize these factors in order to

make it applicable to our study. To give these factors a NGO color we have added

achievement as one of the factors. Now we have the following factors that will

determine the level of job satisfaction:

Achievement, Monetary consideration, Trust (attitude toward company),

Supervision and Work environment.

In this process we have excluded the factor attitude toward work group

because the respondents are working for a non profit organization. They are not

forced to do this job but it is their personal will that they are working for social

welfare. Therefore the influence of the factor attitude toward work group is

negligible. Even then the light influence of this factor is included in the work

environment factor as question no. 18.

22

METHODOLOGY OF THE STUDY

RESEARCH METHODOLOGY :

The very common meaning of research is a search for knowledge .

Research is an art of scientific investigation. It is a movement from the known to

the unknown. But it needs to be synchronized and properly arranged. Research

design facilitates the smooth sailing of the various research operations, thereby

making research as efficient as possible yielding maximal information with

minimal expenditure of efforts, time and money.

If we consider the purpose of our study, it is to determine the job

satisfaction level of the employees of a NGO. Therefore this study aims at

portraying accurately the attitude (job satisfaction) of a sample size toward their

job. Hence we can say that it is a Descriptive type of study. Some other

information relating to this study is as follows :-

o Area of the study: The area of the study refers to the head Office and

two other projects conduced by Vanchit Vikas.

o Source of data: The study used mostly primary data. The data was

collected from 23 employees by using interview schedule and structure

questionnaire methods. The secondary data was collected from

organization s brochures and annual reports. The interview schedule had

been prepared in such a way that the respondents were able to express

their opinions freely and frankly.

o Sampling design: For purpose of the study, 30 employees were selected.

But we were able to collect only 23 responses. Convenient sampling

method was administered in this study.

23

Research design -

Research instrument -

Sampling Plan:

1. Sample Method -

2. Sample Size -

3.Sample Unit -

Descriptive study.

Structured questionnaire and

Personal interviews.

Non probability Sampling

(Convenient sampling)

23(out of 75 employees)

Employees at different level & in

different projects.

Table No. : 2

o Tools for analysis : The following statistical tools were used in the

study :

1. Percentage Analysis.

2. Average Percentage Score Analysis.

3. Probability Distribution Analysis.

All the statistical calculations were done with the help of Microsoft office-excel.

The graphs and other figures were prepared with the help of Microsoft office-excel

and Bitmap paint.

METHOD OF INTERPRETATION :

Job satisfaction itself is an abstract and qualitative aspects / attitude. In

order to measure the level of job satisfaction we have divided this abstract

concept in to various factors. In this process we have considered various job

satisfaction theories given by many prominent scholars like Pestonjee, Philip

Applewhite, and Morse etc. But these theories are mostly concerned with profit

making organizations. Therefore there is a need to customize the factors which

24

should finally in the harmony of non profit organizations. As a result job

satisfaction has been segregated in to the following factors:

1. Achievement

2. Monetary Consideration

3. Supervision

4. Trust and

5. Work Environment.

Each of these factors has a number of specific statements randomly positioned in

the questionnaire to hide the aim or the objectives of the study from the

respondents. Again each of this statement contains five options to answer i.e.

strongly agree, agree, undecided, disagree and strongly disagree. These statements

are structured in such a way that if a person is strongly agrees to a particular

statement, then that person has the maximum satisfaction level and if the person is

strongly disagree then he has the lowest satisfaction level as far as the statement is

concerned.

To transform this qualitative information in to quantitative, we have given

them the following weights:

OPTIONS

Strongly Agree

Agree

Undecided

Disagree

Strongly Disagree

Table No. : 3

WEIGHTS

5

4

3

2

1

In view of scaling technique (Likert-type scaling) that is employed in the

study, the respondents opinions are converted to a standard measure namely

average percentage score.

We have calculated the total job satisfaction of each and every opinion

factor. Each opinion factor has certain statements to answer e.g. achievement

factor represents the responses of question no: - 8, 10, 15, 20, 21, 22 & 23;

monetary consideration represents question no: - 11, 12 & 17; supervision

25

includes question no: - 3, 6, 9 & 13; trust includes question no: - 1, 5, 7 & 19 and

finally work environment opinion represents the responses of question no: - 2, 4,

14, 16 & 18. In total there are 23 statements to be checked in a scale of five

responses (strongly agree, agree, undecided, disagree and strongly disagree) and

each of the response have some weight i.e. 5, 4, 3, 2, and 1 respectively. Similarly

the no. of respondents is also 23. Therefore a maximum of 115 ( 23 5 ) and

minimum of 23 ( 23 1 ) can be scored by any statement.

For example, the first statement has the following responses out of 23

respondents:

Strongly agree - 7

Agree - 9

Undecided - 3

Disagree - 4

Strongly disagree - 0

Total = 23

Therefore, the first statement scored a total of 88 i.e.

( 7 5 ) + ( 9 4 ) + ( 3 3 ) + ( 4 2 ) + ( 0 1) = 88

Now we have converted this score in to percentage as follows:

( 88 100 ) / 115 = 76.52 %

Similarly we have calculated the percentage score of other statements in

the respective opinion factor and then we have taken the arithmetic average of

these percentage scores to determine the overall score of that opinion factor.

We have calculated all the responses of the sample according to each

factor and also the total job satisfaction level by the aforesaid method.

For factor wise and personal detail wise interpretation we have divided

the total respondents in to various groups according to their personal details e.g.

age, gender, income etc. after that we have calculated the number of respondents

in each group and then we have followed the aforesaid method.

26

DATA ANALYSIS AND INTERPRETATION

The data collected from the employees working for Vanchit Vikas was

systematically applied and presented under various headings. Simple percentage

and Average Percentage Score Analysis has been applied to all the tabulation

structure. The detailed analysis and discussions are given below:-

PROJECTWISE INTERPRETATION :

NAME OF THE PROJECTS NO. OF RESPONDANDTS PERCENTAGE

Head Office

Balwadi

TIGRIS

Total

4

8

11

23

Table No. : 4.1

17.3 5 %

34.7 %

48 %

100 %

The above table depicts the project wise classification of the respondents. Out of

23 respondents taken for the study, 4 are working in Head Office, 8 in Balwadi

and 11 in TIGRIS. Thus it is clear that Balwadi and TIGRIS have the maximum

percentage of the employees.

AVERAGE PERCENTAGE SCORE ANALYSIS - VARIOUS PROJECTS OF THERESPONDENTS AND OPINION FACTORS

S.No

OPINION FACTORS

PROJECTS ACHIEVEMENT

MONETARY

CONSIDERSTION SUPERVISION TRUST

WORK

ENVIRONMENT

1 HEAD OFFICE

2 BALWADI

3 TIGRIS

81.43

84.64

84.42

66.25

64.38

67.73

80.00

90.00

82.73

83.75

87.50

80.00

77.00

84.50

76.73

Table No. : 4.2

The above table shows the average percentage score of different opinion factors in

various projects. It can be inferred from the above table that:

o Monetary consideration is low compared to other opinion factors in every

project.

27

o Trust and achievement factors among the employees are very high through

out the organization.

VARIOUS PROJECTS - OPINION FACTORS

100.00

GE

ATEE OR 75.00

CRCS

EP 50.00HEA D OFFICE B A LWA DI TIGRIS

SOURCE : P RIM A RY DA TA VARIOUS PROJECTS

ACHIEVEMENT MONETARY CONSIDERSTION SUPERVISION TRUST WORK ENVIRONMENT

Graph No. : 1.1

o Supervision factor is amazingly low in Head Office compared to Balwadi

and TIGRIS.

o The employees of Balwadi and TIGRIS are more satisfied with the work

environment compared to Head Office.

TOTAL JOB SATISFACTION SCORE

( PROJECT WISE)SCT

EJ

OR P

US

IOR

AV

TIGRIS

BALWADI

HEAD OFFICE

50.00

78.32

82.20

77.69

75.00PERCENTAGE SCORE

100.00

SOURCE : PRIMARY DATA

Graph No. : 1.2

The above table shows the total job satisfaction scores in various projects. It can

be easily inferred from the above table that the job satisfaction level of the

employees in various projects are high. It is also found that the differences in job

satisfaction scores among various projects are not that significant.

28

INCOME WISE INTERPRETATION :

INCOME LEVEL NO. OF REPONDENTS

(IN Rs.) PERCENTAGE

BELOW 10,000

10,000 15,000

15,000 20,000

ABOVE 20,000

TOTAL

17

3

1

2

23

Table No. : 5.1

74%

13%

4%

9%

100%

The above table depicts the income wise classification of the respondents. Out of

23 respondents taken for the study, 17 are found to be below 10,000- income

level, 3 between 10,000 15,000, 1 in between 15,000 20,000 and 2 above

20,000-income level. Thus it is clear that majority of the employees are n the

group of below 10,000.

AVERAGE PERCENTAGE SCORE ANALYSIS - INCOME LEVEL OF THE RESPONDENTSAND OPINION FACTORS

OPINIONS.No

1

2

3

4

FACTORS

PROJECTS

BELOW10,000 10,000 - 15,000 15,000 - 20,000 ABOVE20,000

ACHIEVEME

NT

85.04

82.86

45.71

97.14

MONETARY

CONSIDERSTION

64.71

63.33

40.00

100.00

SUPERVISION

TRUST

86.76 85.00

80.00 80.00

60.00 45.00

95.00 92.50

WORK

ENVIRONMENT

81.41

72.00

52.00

92.00

Table No. : 5.2

The above table shows the average percentage score of different opinion factors

according to various income levels. It can be inferred from the above table that:

o The respondents belongs to above 20,000 category are very highly

satisfied with their job. They are fully satisfied with their remuneration

(100%). The over all satisfaction level is more than 95% which is quite

contradictory to the industry.

29

RE

OC SGE

AT

NER

EP

100.00

75.00

50.00

25.00

INCOME LEVEL - OPINION FACTORS

SOURCE : PRIMARY DATA

BELOW 10,000 10,000 - 15,000 15,000 - 20,000 ABOVE 20,000

INCOME LEVEL

A CHIEVEM ENT M ONETA RY CONSIDERSTION SUP ERVISION TRUST WORK ENVIRONM ENT

Graph No. : 2.1

o The scenario is totally changed for the respondents in the category

between 15,000 20,000. They are not that satisfied with their

remuneration. They derived the lowest satisfaction through monetary

consideration (40%). The overall satisfaction level is also very low

(48.54%).

o The satisfaction levels in the category below 10,000 and between 10,000

& 15,000 are quite amazing. Even though their family income is low they

derived considerably higher satisfaction than the category between 15,000

& 20,000. In both the categories the scores of all the opinion factors is

quite high except monetary consideration.

TOTAL JOB SATISFACTION SCORE

(INCOME WISE)

ABOVE 20,000

15,000 - 20,000

10,000 - 15,000

BELOW 10,000

25.00

48.54

75.64

80.58

50.00

95.33

75.00 100.00

SOURCE : PRIMARY DATA

P ERCENTAGE SCORE

Graph No. : 2.2

30

The above table shows the total job satisfaction scores in various categories of

income level. It can be easily inferred from the above table that the job

satisfaction level of the employees in various income levels are high except the

category between 15,000 & 20,000. The respondents in the category above 20,000

income level are highly satisfied while the respondents in the category between

15,000 & 20,000 are the lowest among all the groups.

MARITAL STATUS WISE INTERPRETATION :

MARITAL STATUS

MARRIED

UNMARRIED

TOTAL

NO. OF RESPONDENTS

15

08

23

Table No. : 6.1

PERCENTAGE

65%

35%

100%

The above table shows the distribution of the employees according to their marital

status. The number of married employees are 15 of the total sample size whereas

remaining 8 are unmarried employees.

AVERAGE PERCENTAGE SCORE ANALYSIS - MARITAL STATUS OF THE RESPONDENTSAND OPINION FACTORS

S.No

OPINION FACTORS

PROJECTS ACHIEVEMENT

MONETARY

CONSIDERSTION SUPERVISION TRUST

WORK

ENVIRONMENT

1 MARRIED

2 UNMARRIED

87.62

76.79

68.67

61.88

Table No. : 6.2

90.67

74.38

89.33

71.25

83.47

71.00

The above table depicts the average percentage score of various opinion factors of

married and unmarried employees. From the above table the following inferences

can be drawn:

o Married employees are more satisfied than the unmarried employees

regarding remuneration which is quite opposite as the financial

requirements of a person is always more than that of an unmarried person.

o The overall satisfaction level of the married employees is more than the

unmarried employees.

31

G

E

T

NE

R

EP

EOR

CS

100.00

75.00

50.00

MARITAL STATUS - OPINION FACTORS

MARRIED UNMARRIEDMARITAL STATUS

SOURCE : PRIMARY DATA

ACHIEVEMENT MONETARY CONSIDERSTION SUPERVISION TRUST WORK ENVIRONMENT

Graph No. : 3.1

o Monetary consideration is the factor which is lowest for both the married

and unmarried employees compared to other factors.

TOTAL JOB SATISFACTION SCORE

(MARITAL STATUS WISE)

STATUNMARRIED 71.06 SAL

ITR

MA

MARRIED

25.00

83.95

50.00 75.00 100.00

SOURCE : PRIMARY DATA

PERCENTAGE SCORE

Graph No. : 3.2

The above table shows the total job satisfaction scores according to marital status.

It can be easily inferred from the above table that the job satisfaction level of the

employees (married and unmarried) are high. It is also found that the differences

in job satisfaction scores among married and unmarried employees are not that

significant.

32

EDUCATIONAL STATUS WISE INTERPRETATION :

EDUCATIONAL STATUS

NO FORMAL EDUCATION

SCHOOL LEVEL

COLLEGE LEVEL

PROFESSIONAL LEVEL

TOTAL

NO. OF RESPONDENTS

04

06

02

11

23

Table No. : 7.1

PERCENTAGE

17%

26%

9%

48%

100%

The above table depicts the distribution of the employees in four different

categories, viz no formal education, school level, college level and professional

level. Among the 23 respondents 4 employees have no formal education, 6

employees are educated up to school level, 2 employees up to college level and 11

up to professional level.

AVERAGE PERCENTAGE SCORE ANALYSIS - EDUCATIONAL STATUS OF THERESPONDENTS AND OPINION FACTORS

S.No

OPINIONFACTORS

PROJECTS

ACHIEVEMENT MONETARY

CONSIDERSTION SUPERVISION TRUST

WORK

ENVIRONMENT

1 NO FORMALEDUCATION

2 SCHOOL LEVEL

3 COLLEGE

85.00

87.14

70.00

66.25

65.00

77.50

95.00

92.50

77.50

82.50

94.17

62.50

85.00

82.67

64.00 LEVEL

4 PROFESSIONAL 83.64 66.82 79.09 80.91 77.82 LEVEL

Table No. : 7.2

The above table depicts the average percentage scores of various opinion factors

for respondents having different education level. The inferences are as follows:

o Monetary consideration among the various levels of education is low

except college level (77.5%). The score of the remaining three levels are

approximately the same. In these three levels monetary consideration is

quite low compared to other factors.

33

GE

ATE

100.00

EDUCATIONAL STATUS - OPINION FACTORS

E OR 75.00

CRCS

EP 50.00NO FORM A L SCHOOL LEVEL COLLEGE LEVEL P ROFESSIONA L

EDUCA TION

SOURCE : PRIMARY DATA

EDUCATIONAL LEVEL LEVEL

A CHIEVEM ENT M ONETA RY CONSIDERSTION SUP ERVISION TRUST WORK ENVIRONM ENT

Graph No. : 4.1

o Achievement factor is high for the first two groups and the last group. In

case of college level achievement factor again is low compared to other

levels.

o Supervision factor is quite excellent for the first two groups while for the

remaining groups it is satisfactory.

o Employees belongs to college level education have the least trust in the

organization while it is highest among the employees belong to school

level education.

o The satisfaction through work environment is satisfactory in all levels of

employees except in the case of college level.

o The overall satisfaction level of the employees of different education level

is on the higher side except the employees belong to college level.

TOTAL JOB SATISFACTION SCORE

(EDUCATIONAL STATUS WISE)

PROFESSIONAL

LE

VE

LL

ANIO

AT

CU

DE

LEVEL

COLLEGE LEVEL

SCHOOL LEVEL

NO FORMALEDUCATION

25.00

77.65

70.30

84.30

82.75

50.00 75.00 100.00

SOURCE : PRIMARY DATA PERCENTAGE SCORE

Graph No. : 4.2

34

The above graph shows the overall job satisfaction level according to various

educational levels of the respondents. The total job satisfaction level does not

vary much among all the respondents of different educational level. Only in case

of college level it is fractionally low.

GENDER WISE INTERPRETATION :

...

GENDER

MALE

FEMALE

TOTAL

NO.OF RESPONDENTS

02

21

23

Table No. : 8.1

PERCENTAGE

9%

91%

100%

The above table depicts the total number of male and female respondents. There

are 2 males and 21 females in the total population.

AVERAGE PERCENTAGE SCORE ANALYSIS - GENDER OF THE RESPONDENTS ANDOPINION FACTORS

S. No OPINIONFACTORS

PROJECTS

ACHIEVEMENT

MONETARY

CONSIDERSTION

SUPERVISION TRUST WORK

ENVIRONMENT

1

2

MALE

FEMALE

98.57

82.45

85.00

64.29

97.50

83.81

100.00

81.43

100.00

77.14

Table No. : 8.2 The above table gives the average percentage score of various opinion factors

based on gender difference in the total sample. The above table depicts the

following:

o The satisfaction derived through monetary consideration is high for the

male respondents compared to female respondents.

35

o If we consider the work environment and trust, we can observe that male

respondents are fully satisfied whereas the female respondents are

comparatively less satisfied.

GENDER - OPINION FACTORS

EOR

SC

GE

T

NE

R

EP

100.00

75.00

50.00

MALE FEMALE

SOURCE : PRIMARY DATA GENDER

A CHIEVEM ENT M ONETA RY CONSIDERSTION SUPERVISION TRUST WORK ENVIRONMENT

Graph No. : 5.1

o The scenario is same for the two other opinion factors, i.e. achievement

and supervision. The male respondents are more satisfied with

achievement and supervision compared to female respondents.

TOTAL JOB SATISFACTION SCORE

(GENDER WISE)

RE

N

GE

FEMALE

MALE

25.00

77.82

50.00

96.21

75.00 100.00

SOURCE : PRIMARY DATA

PERCENTAGE SCORE

Graph No. : 5.2

The above graph shows the graphical representation of respondent s total job

satisfaction score according to gender. The graph depicts that job satisfaction

score of male respondents is much higher than female respondents. The difference

in their satisfaction level is also significant.

36

INTERPRETATION ACCORDING TO THE NUMBER OF FAMILY

MEMBERS :

NUMBER OF FAMILY

MEMBERS

UPTO 2

3 TO 4

5 TO 6

TOTAL

NO.OF RESPONDENTS

4

14

5

23

Table No. : 9.1

PERCANTAGE

17%

61%

22%

100%

The above table depicts the categorization of number of family members into

three categories i.e. up to 2, 3 - 4 and 5-6. Table also gives the number of

respondents in each category. We found that there are 4 respondents having

family members up to 2, 14 respondents are in category of 3-4, 5 respondents in

category of 5-6.

AVERAGE PERCENTAGE SCORE ANALYSIS - NO. OF FAMILY MEMBERS OF THERESPONDENTS AND OPINION FACTORS

S.No

OPINION FACTORS

NO. OF FAMILYMEMBERS

ACHIEVEMENT

MONETARY

CONSIDERSTION SUPERVISION TRUST

WORK

ENVIRONMENT

1 UPTO 2

2 3 - 4

3 5 - 6

86.43

82.65

85.71

66.25

63.57

73.00

Table No. : 9.2

87.50

82.86

90.00

83.75

80.36

89.00

79.00

77.43

84.80

The above table depicts the average percentage score of various opinion factors of

respondents categorized on their number of family members. The inferences are

as follows:

o More or less the satisfaction derived by monetary consideration is equal in

each of the group in spite of the fact that it is very low compared to other

factors. The respondents belong to the group 5-6, has the highest

satisfaction in terms of monetary consideration.

37

EOR

SC

GE

T

NE

R

EP

100.00

75.00

50.00

NO. OF FAMILY MEMBERS - OPINION FACTORS

UPTO 2 3 - 4 5 - 6

SOURCE : PRIMARY DATA NO. OF FAMILY MEMBERS

A CHIEVEM ENT M ONETA RY CONSIDERSTION SUP ERVISION TRUST WORK ENVIRONM ENT

Graph No. : 6.1

o Other factors i.e. achievement, supervision, trust and work environment

have an almost equal impact on job satisfaction level of different groups.

o The overall satisfaction level is also very similar in different groups.

TOTAL JOB SATISFACTION SCORE

(NO. OF FAM ILY M EM BER WISE)

RS

BE

ME MILY

MA

FF

.

ON

5 - 6

3 - 4

UPTO 2

25.00

84.50

77.37

80.59

50.00 75.00 100.00

SOURCE : PRIMARY DATA PERCENTAGE SCORE

Graph No. : 6.2

The above graph shows graphical representation of respondent s total job

satisfaction level of various opinion factors according to various number of family

members. The graph depicts that respondents having 5-6 family members are

slightly high satisfied (84.5%) than other categories. The respondents having a

family size of 3-4, are less satisfied (77.37%) than other categories.

38

AGE WISE INTERPRERTATION :

AGE (IN YEARS) NO.OF RESPONDENTS PERCENTAGE

BELOW - 25

25-30

31-35

36-40

ABOVE - 40

TOTAL

04

06

05

05

03

23

Table No. : 10.1

17%

26%

22%

22%

13%

100%

The above table shows the distribution of respondents according to their age. We

have divided them in five categories i.e. below 25, 25-30, 31-35, and 36-40 and

above 40. It is clear from the above table that the distribution of respondents is

quite even in all the categories.

AVERAGE PERCENTAGE SCORE ANALYSIS - AGE GROUP OF THE RESPONDENTS ANDOPINION FACTORS

S.No OPINION FACTORS

AGE GROUP ACHIEVEMENT

MONETARY

CONSIDERSTION SUPERVISION TRUST

WORK

ENVIRONMENT

1 BELOW 25

2 26 - 30

3 31 - 35

4 36 - 40

5 ABOVE 40

80.71

78.10

88.00

88.00

86.67

58.75

64.17

69.00

79.00

58.33

Table No. : 10.2

68.75

83.33

90.00

93.00

88.33

68.75

82.50

91.00

86.00

85.00

68.00

76.00

85.60

84.00

81.33

The above table depicts the average percentage score of satisfaction of various

opinion factors according to the age of the respondents. The inferences are as

follows:

o The satisfaction derived through monetary consideration is increasing as

the age of the respondents increases. But in case of the age group of above

40, the satisfaction level is same as the age group of below of 25. The

respondents belong to the age group of 36-40 have the highest satisfaction

level whereas for the age group of above 40 it is the lowest.

39

G

E

T

NE

R

EP

100.00

E

75.00

OR

CS

50.00 BELOW 25

AGE GROUP - OPINION FACTORS

26 - 30 31 - 35 36 - 40 ABOVE 40

SOUR C E : P R IM A R Y D A T A AGE GROUPS

A C H IEVEM EN T M ON ET A R Y C ON SID ER STION SUP ER VISION T R UST WOR K EN VIR ON M EN T

Graph No. : 7.1

o The satisfaction derived through achievement is more or less same for all

the categories. In case of the last three categories it is marginally high.

o If we consider the satisfaction level out of supervision it is increasing as

the age increases but up to the age of 40, after the age of 40, it is again

declining.

o More or less the scenario is same for the case of trust factor as we have

already seen for the supervision factors.

o The satisfaction derived through work environment is again quite similar

to the previous factors. It is increasing as the age of the respondents

increase and then after certain age it is declining.

TOTAL JOB SATISFACTION SCORE

(AGE WISE)

100.00EOR

SC75.00

GE

T

NER

EP

50.00

25.00

9.96

2.8

67

2.7

48

0.0

68

3.9

97

BELOW 25 26 - 30

SOURCE : PRIMA RY DA TA

31 - 35

AGE GROUP

36 - 40 ABOVE 40

Graph No. : 7.2

40

The above table shows the total satisfaction level of the respondents according to

their age. If we consider the total job satisfaction derived by each of the category

we can say that the respondents belong to the age group of below 25, are less

satisfied compared to other groups whereas the respondents belong to the age

group of 36-40, are highest satisfied employees.

OVERALL JOB SATISFACTION (FACTOR WISE) :

We have seen the job satisfaction level of the respondents according to the

various segregation of the respondents e.g. age wise, gender wise, educational

level wise etc. now we have clubbed the total satisfaction of all the employees and

presenting it according to the various opinion factors.

OVERALL JOB SATISFACTION LEVEL

rstoan

ioin

po

WORK ENVIRONM ENT

TRUST

SUPERVISION

M ONETARY CONSIDERATION

ACHIEVEM ENT

66.09

79.13

83.04

85.00

83.85

25.00 50.00 75.00 100.00

SO U R C E; PR I M A R Y D A T A

percentage score

Graph No. : 8.1

The above graph shows the total job satisfaction level of all the respondents

according to the various opinion factors. The following inferences can be depicts

from the above graph:

o The job satisfaction derived through supervision is the highest compared

to other factors. The supervision factor has the highest contribution to the

job satisfaction level of the employees. In other words we can say that the

employees of the organization are very happy with the kind of supervision

they get from the management of the organization.

41

o Achievement is the other factor by which the employees of the

organization are majorly satisfied. As this organization is a non profit

organization, it is quite clear that achievement play a major role in the

psychology of the employees.

OVERALL JOB SATISFACTION LEVEL

66.0983.85

85.00

79.13

83.04

A CHIEVEM ENT

T R UST

S O U R C E ; P R IM A R Y D A T AM ON ET A R Y C ON SID ER A T ION SUP ER VISION

WOR K EN VIR ON M EN T

Graph No. : 8.2

o Monetary consideration has the lowest contribution to the total job

satisfaction level. Where the other factors are approximately more than the

mark of 80%, the monetary consideration scores merely 66.09%. The gap

is quite significant.

o The other two factors are also contributing a considerable portion in the

total job satisfaction.

DISTRIBUTION ANALYSIS :

We have already discussed the job satisfaction of the respondents according to

various opinion factors. Now we are going to concentrate in the individual

satisfaction level of the respondents. We have calculated the total job satisfaction

of each and every individual. In total there are 23 statements to be checked in a

scale of five responses (strongly agree, agree, undecided, disagree and strongly

disagree) and each of the response have some weight i.e. 5,4,3,2, and 1

42

respectively. Therefore a maximum of 115 (23 5) and minimum of 23 (23 1) can

be scored by any respondent.

For example the first respondent has the following responses out of 23

statements.

Strongly agree - 8

Agree - 9

Undecided - 3

Disagree - 3

Strongly disagree - 0

Total = 23

Therefore he has scored a total of 91 i.e.

(8 5)+ (9 4) + (3 3) + (3 2) + (0 1) = 91

Similarly we have calculated all the responses of the sample. These are as

follows:

91,91,56,64,89,105,110,98,80,115,100,99,91,106,103,91,108,104,109,90,88,93,89

Then we have formed various groups in order to determine the frequency of each

group. These are as follows:

SCORES

50-60

60-70

70-80

80-90

90-100

100-110

110-120

TOTAL

FREQUENCIES

1

1

0

4

8

7

2

23

Table No. : 11

43

From the following frequency distribution we have calculated Mean, Median and

Mode which are as follows:

MEAN = 94.35

MEDIAN = 93

MODE = 91

STANDARD DEVIATION = 14.008

FREQUENCY DISTRIBUTION CURVE

10

5

00 1 2 3 4

G R O U P S5 6 7 8

Graph No. : 9.1

The above graph is the frequency distribution curve of all the responses of the

sample size. It has been observed that in the response group of 90-100 has the

maximum frequency. If we consider mean, median and mode we can observe that

mean is bigger than median and median is bigger than mode. Therefore we can

say that this distribution is a positively skewed distribution.

Graph No. : 9.2

The above chart is a graphical representation of positively skewed distribution

curve. It can be inferred from the above table that the majority of the responses

44

are within the lower side of the distribution. This curve is skewed because the

values in its frequency distribution are concentrated at the low end of the

measuring scale on the horizontal axis. The values are not equally distributed. The

curve is skewed to the right because it tails off towards the high end of the scale.

In this distribution the mode is at the highest point of the distribution, the

median is to the right of that and the mean is to the right of both the median and

mode. In this case the median is the best measure of location because it is between

the mean and the mode.

Therefore we can say that Median is the central tendency of this

distribution which is 91 and when it is converted in to percentage it is 79.13.

Henceforth all the employees of the organization are 79.13% satisfied and it is on

the higher side of the measuring scale.

Now let, Mode = µ and Standard Deviation = ,

Therefore, µ = 91 and = 14 (approx.)

In this distribution 69.56% of the total responses are lying between the area of µ -

and µ + which is colored in blue and yellow. 26.09% of the total responses

are lying in the grey colored area i.e. between µ - 2 and µ - and between µ +

and µ + 2 . And the remaining 4.35% are lying in the outer section i.e.

between µ - 3 and µ - 2 and between µ + 2 and µ + 3 .

45

LIMITATIONS OF THE PROJECT

No project is ideal. In reality when I carried out this field survey for Vanchit

Vikas, I came across different problems. The problems faced were the limitations

of the project. They are as follows.

Respondents were busy-

According to the requirement of the survey I had to fill in the questionnaire by the

employees working on different projects of Vanchit Vikas. But the employees

were not always available for correspondence due to uncertain working schedule.

Psychological limitations-

During the process of interviews some of the respondents were suffering from

Leniency or Constant effect, Central Tendency effect and a feeling of why me

attitude. These effects were fluctuated the preciseness of the research to a certain

extent.

Transportation Problem-

Vanchit Vikas have their projects in different cities of Maharastra other than

Pune. But due to heavy rains I was not able to visit those projects for survey. I had

to limit the scope for Pune & its surroundings only.

Time constraint-

As per the college schedule I had to complete the survey and its result analysis in

a period of 2 months. As a result, I could not carry out more extensive survey.

Due to this shortage of time we were not able to carry out an item analysis which

is quite important for this kind of study. Therefore we had to relay on various

theories which again was not a tailor made solution for us.

Limitation regarding the questionnaire-

The questionnaire has been prepared by the help of a number of standard

psychological instruments used successfully in various previous researches. But

these questionnaires were largely used for profit making organization. So we had

to customize the questionnaire according to our need. Again the validity and the

46

reliability of the questionnaire were not measured due to time constrain although

the source instruments had the following validity and reliability:

VALIDITY AUTHOR OF

(Value ofTHE RELIABILITY

coefficient ofINSTRUMENTS

correlation)

1. C. N. Daftuar

2. C. N. Daftuar

0.67 to 0.89

Factorial & face

validity

established.

Cronbach s alfa reliability = 0.95

KR-20Split- half

reliabilityreliability = 0.67

coefficient =(N=90)

0.85

Split-half (Retest)

3. A.K.Srivastava. 0.44 (N=200)

Content & face

reliability = 0.79

(N=200)

Reliability = 0.84

(N=95)

4. M. B. Paliwal.

Other limitations-

validity

established.

Table No. : 12

Split-half reliability

( S. B. Formula) =0.82

During the survey we met a number of employees who have joined this

organization very recently and they were afraid to disclose the actual state of their

mind and any opinion regarding the management and the upper level of hierarchy.

On the other hand some employees had not good command over the English

language and by any reason they were not accepting this truth and had filled up

the questionnaire with only a partial understanding of the subject matter. This fact

also had a marginal effect on the preciseness of the survey.

47

CONCLUSION

There has been a number research conducted all over the world in the field

profit making organization. These organizations themselves are so sound in terms

of financial capability that they have their own R&D section and they conduct

their own problem oriented research. But when we consider the research in the

field of non profit organization, it is quite a limited affair. These organizations

have to fight a valiant battle against the limitation of various resources. Even then

the employees are all up on their toes to face any short comings. They all are up to

a noble revolution which has got some serious impact on the society at large.

This study has discussed the various factors that influence the job

satisfaction of the employees working for Vanchit Vikas. More or less for Vanchit

Vikas, there are a lot of smiles hidden in the psychology of its employees. But we

have seen that most of the employees of the organization are not fully satisfied

with the salary they get. It is not like that they do not understand that this

organization is a non-profit organization. Considering that it is a social welfare

group, they deserve to be paid by their contributions. Apart from monetary

consideration, achievement and social recognition are comparatively higher

motivator for all type of employees in the organization.

In a nutshell, Vanchit Vikas have made enormous efforts towards

providing basic social services; empowering the people through financial and non

financial support; and bridging the gap between the Government and its people. In

this whole process, the employees of Vanchit Vikas have given full support and

cooperation to the management.

48

RECOMMENDATIONS

o It has been found that most of the employees of the organization are not

fully satisfied with the salary they get. It is not like that they do not

understand that this organization is a non-profit organization. Considering

that it is a social welfare group, they deserve to be paid by their

contributions. Therefore, there is a need to restructure the pay scale after

considering the financial capabilities of the firm. Any kind of

remuneration should be based on responsibility and contribution, not for

seniority and status.

o As this organization is meant for social welfare and social service,

therefore there is a need to create an environment which gives every

employee a recognition among the organization itself. Each and every

employee should feel that they have a specific role to play in the

organization but in a harmony to meet the desired organizational goal. In

short employee branding is required within the organization.

o Grass root level workers are the most important part of any organization.

On the shoulder of such grass root workers social welfare is possible. The

study showed that a lot of attention is required towards the grass root

level. They required more attention as they are doing some thing which is

comparatively less expected out of them. Most of them are with out formal

education and in the lower bracket of the economical hierarchy.

o If we consider any NGO, monetary consideration cannot be the biggest

motivator. Achievement and social recognition is the biggest motivator for

all type of employees. So it is highly recommended that grab every

opportunity to get into the light of Medias and other source of exposers.

Even the most junior level employee should be allowed to get into the

news of the organization. It is practically the biggest motivating factor for

any non profit organization.

o Generating awareness and education among the employees regarding

various issues to focus the noble cause behind such activities. Ultimately it

49

is going to help the employees in creating more interest in their already

assigned tasks.

o The study depicts that the victims are very much motivated and

enthusiastic towards their work. Therefore utilizing victims at various

level of activity is a rational idea.

o Regular evaluating and analyzing of various activities and functions of

each employee create an atmosphere of accountability and responsibility.

Make every person accountable for his assigned task. If there is any

deviation, the person should not be treated childishly or ignorantly. In

those cases make a comparison with the other employees in order to make

him understand where he is lagging behind.

o Make training programs the most effect one. Evaluate the process itself.

Invite suggestions for the betterment of the training programs.

o In order to maintain a steady and accountable source of activists, Vanchit

Vikas must encourage people for taking up part time jobs, or if possible

full time. While doing short time projects Vanchit Vikas could save donor

values and money might be passed on to the beneficiaries. The volunteers

might be teachers, school / college students, social workers, party workers,

self help groups; corporate people etc. Corporate people are very helpful

regarding the training and development of the beneficiaries.

o Enrich jobs by way of delegating the whole task. Some corporate methods

of job enrichment can be utilized. E.g. job rotation, new responsibilities,

complete delegation of job responsibility etc.

o More emphasis should be given in new ideas and suggestions where the

involvement of the employees is must. When an idea is accepted, let its

creator implement the suggestion.

o Try to utilize your employees in a most appropriate way possible as the

under use of people causes them as much stress as over use. Therefore as

far as possible balance each and every assign task with the capabilities of

every employee.

50

o Most of the NGOs are bound by some financial limits. They have

restrained themselves within that limit. So it is highly recommended to

create an atmosphere which is full of competition for non financial

rewards. Most of the employees should be on their toes to grab every

opportunity of non financial rewards. The foundation of such rewards is

likely to be achievement and fun.

o Use certificates and engraved presents as reminders of high achievement.

Because they are not that expensive and cost bearing. But make sure that

the recognition and good work should not be compared with the monetary

value of such presents. These presents should act as a reminder of high

performance rather than monetary worth.

o If financial feasibility allows, then try to evaluate the strengths and

weaknesses of the employees. Ensure that the job makes full use of

strengths and provide training to improve weaknesses.

o Talk about work related problems to the concerned employee to prevent

them from becoming intense.

o Give people the opportunity to use their own initiative whenever possible.

o For winning cooperation among the employees it is highly recommended

that, find the root cause of repeated complaints and eradicate it quickly.

Before refusing any request made by any employee, make sure that you

have a good reason and explanation.

o Always ask staffs for their opinions about decisions that affect them. It has

been observed by many previous studies that all those decisions

demotivate them where the opinions or the feedback of the employees

were neglected and those decisions have affected them even marginally.

o Strengthen your message by using several means of communication and

always keep your staff informed wherever possible because uncertainties

are very demotivating for the employees.

o Ensure that your staff know both their roles and its importance.

51

BIBLIOGRAPHY

The following are the sources, which helped me in presenting the data and

knowing important data about theory behind the core concept of my survey.

Books: -

o Pestonjee, 2nd Handbook of Psychology & Social Instruments.

o Pestonjee, 3rd Handbook of Psychology & Social Instruments.

o C.B Mamoria, Personnel Management.

o S.P Gupta, Statistical Methods, Sultan Chand & Sons, New Delhi.

o Richard I. Levin & David S. Rubin, Statistics for Management, Prentice

Hall of India, New Delhi.

o Robert Heller, Motivating People, Dorling Kindersley, London.

o John Toplis, Victor Dulewicz & Clive Fletcher; Psychological Testing,

Jaico Publishing House, Mumbai.

Magazines:-

o HRM Review, The ICFAI University Press.

o Indian Journal of Marketing.

Websites:-

o www. Indianjournalofmarketing. com

o www. researchartical. Com

o www. findarticle. com

52

ANNEXURES

53

VANCHIT VIKAS

405/9, NARAYAN PETH,

MODI GANPATI, PUNE -411030

A FIELD SURVEY

TO UNDERSTAND THE JOB SATISFACTION LEVEL OF THE

EMPLOYEES WORKING FOR VANCHIT VIKAS.

INSTRUCTIONS

1. Fill this questionnaire with Capital letters only.

2. Feel free to share your views and opinion as this information will be kept confidential.

3. Free and frank feedback will be highly appreciated.

4. Spontaneous answers to questions are expected. 5. From Q.1 to Q.23 you are required to tick ANY ONE option out of the five

which you think is appropriate to the corresponding statement.

PERSONAL DETAILS

Name: -

Age: - ... Gender: - Male/Female

Marital Status: - Married / Unmarried

No of Family Member: - . No of Earning Members: - . ... Educational Status: - Below 10th/10th Pass/12th Pass/Graduation/PG

Monthly Income of the family (Rs.):-

Below 10,000 10,000-15,000

15,000-20,000

More than 20,000

Name the project working on: -

54

. ..

...

Sl. No

Statement Strongly

Agree Agree Undecided Disagree

Strongly

Disagree

1. I have full faith inthe management ofthis organization.

2. Favoritism does nothave any role to playin this organization.

3. Overall, I am satisfied withthe generalsupervision of mydepartment.

4. Physical workingconditions in thisorganization aresatisfactory.

5. I think thisorganization treats its employees betterthan other similarorganizations.

6. My supervisor keepsme informed about all the activities/ happenings of theorganization.

7. I feel that I haveopportunity to putforward my problemsto the management.

8. I feel that mypresent job fits myability/ qualification andexperience.

9. Behavior of mysuperior isreasonable with me.

10. I feel proud ofworking in thisorganization.

11. Comparing the salaryfor similar jobs inother organizations Ifeel my pay is better.

55

12. Compared with thejob responsibilities,my pay is fair.

13. My supervisor takesinto account mywishes as well aswork done.

14. My organizationadopts best methodsof work to serve thesociety.

15. My job has helpedme to learn someskills.

16. I usually feel fresh atthe end of the day s work.

17. My pay is enough forproviding necessarythings in my life.

18. There is high teamspirit in the workgroup.

19. I am satisfied withthe welfare activities(for the society)conducted by ourorganization.

20. Overall, I feel I havegood prospects ofadvancement in myin my job.

21. This organizationgives me theopportunity to servethe society.

22. Considering thenature of work I feelthat my job ischallenging anddistinctive.

23. My job gives meopportunity toachieve somethingworthwhile.

Thank You For Your Precious Time And Cooperation.

56

AN EVIDENCE OF THE MEDIA COVERAGE OF VANCHIT

VIKAS :-

A copy of print news about Vanchit Vikas published in

Maharashtra Herald.

57

This document was created with Win2PDF available at http://www.daneprairie.com.The unregistered version of Win2PDF is for evaluation or non-commercial use only.