CENTRAL INDIA INSTITUTE OF TECHNOLOGY INDORE

MAJOR RESEARCH PROJECT

Synopsis on

A COMPARETIVE STUDY OF JOB SATISFACTION AT HOTEL SAYAJI & FORTUNE LANDMARK HOTEL

SUBMITTED TO: Ms.Shakti Nigam

SUBMITTED BY: Mukesh Shrivas

TABLE OF CONTENTS

1. INTRODUCTION 2. LITERATURE REVIEW 3. OBJECTIVE 4. RESEARCH DESIGN HYPOTHISIS OF THE STUDY RATIONAL OF THE STUDY SAMPLE TECHNIQUE SAMPLE SIZE DATA COLLECTION TYPE TOOLS TO BE USED

5. BIBLIOGRAPHY/REFERENCES

CONCEPTUAL FRAMEWORK:
JOB SATISFACTION IS THE RESULT OF VARIOUS ATTITUDES THAT THE WORKER HOLDS TOWARDS HIS JOB, TOWARDS RELATED FACTORS AND TOWARDS LIFE IN GENERAL

Job satisfaction:Job satisfaction describes how content an individual is with his or her job. If the person is happy in a job, the more satisfied the person is said to be. Job satisfaction is not the same as motivation, though it is linked to a great extent. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reaction to their jobs. Job satisfaction is a multi-variable and indescribable concept. There are number of factors that influence job satisfaction of employees. These factors can be classified into two categories: a) Organizational and b) Personal variables

COMPANY OVERVIEW
FORTUNE LANDMARK:-

Indore is naturally endowed with a beautiful landscape and salubrious climate. There are numerous monuments associated with the Holkars in the city. It is a great industrial centre and is destined to be a major business hub with booming business activities taking place in the town. Fortune Landmark Indore showcases modern architecture making it a landmark in Indore that is just 7 kms from the railway station. Located at a distance of 17 kms from the International Airport, the hotel is designed to inculcate the aweinspiring beauty of the citys heritage in every aspect; be it accommodations, services and facilities or cuisines Accomodations From pure relaxation to indulgence and a high-end work station, a visitor can select the kind of stay at Fortune Landmark Indore accommodations. We offer numerous styles of 87 accommodations to complement the style of every discerning traveller. 57 Standard Rooms 25 Fortune Club Rooms 05 Suite (03 Executive Suite, 01 Deluxe Suite, 01 Presidential Suite

HOTEL SAYAJI: The Spirit of Sayaji

210 Rooms and Suites Presidential Suite Sayaji Grande Seventh Sayaji Grande 4 Restaurants 10 Banqueting Venues Pub and Discotheque Bowling Alley & Virtual Games Billiards, Snooker & Pool Squash & Lawn Tennis Chip n Put Golf Course Swimming Pool Evolve-The Wellness Centre

Our smiles seldom reach our eyes. Because they emanate from the heart.

In a short span of a decade, we have created a chain of hospitality properties in the heart of India, catering to the discerning brand of business or family traveler. While creating our properties, it has been our motive, to create a property that not only addresses all traveler needs but also provide you with a location to feel at home, to discover more than you demand and to get true worth for your money.

LITERATURE REVIEW
Job satisfaction in its various aspects is a function of the discrepancy between what is experienced in a job and what is wanted, as a standard of comparison.
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Rice,Mcfarlin & bennet,1989.

During the 1980s however it became apparent that, although ones job situation is important to ones job satisfaction level, people who exhibit considerable job satisfaction at one time are likely to be happy with their job several year latereven if they have changed occupation or employer or both, others apparently remain dissatisfied in numerous work situations.
Gerhart,1987,sta w and rose,1985.

It may be that some people continue to seek out situations where they will be satisfied , while others are drawn towards situations where they will not or people attitude about facets of the environment unrelated to their work situations may be manifested in ways that affect job satisfaction.
Individual significance

Since most people want to feel good about their lives and since work generally takes up half of an individuals working hours, Job satisfaction must be considered important in its own right, not just as a means to an end.
Bergmann 1981;rehodes,1 983

Job satisfaction is more likely to accrue to those who experience a generalized life satisfaction

Tait,Padgett&ba ldwin.1989.

Employees who think that they have been treated badly may feel justified in stealing from an employer, thereby helping themselves to what they see as normally justifiable supplement to their wages.
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Hollinger & clark,1983.

More often dissatisfaction is manifested in the form of increased union activities, decreased output, absenteeism and employee turnover. Dissatisfied employees are more likely to go for a union. Employee groups in which dissatisfaction is pronounced are more likely to become unionized
Gilmore,fried and ferris 1989,premack 1984.

Quantity & quality of output In an average situation, based on all the recent studies of the relationship of job satisfaction to performance, we find that a positive correlation does exist. The relationship is not very strong and there are numerous specific instances where satisfied employee have produced less than dissatisfied employee, but the overall positive association is there. Aspects of the work environment can also influence the performance satisfaction relationship. But in the absence of these pressures, a strong positive relationship Developed between performance & job satisfaction. - Bhagat 1982.

RATIONALE

The concept of job satisfaction traditionally has been of great interest to social scientists concerned with the problems of work in an industrial society. (Spector, 1997) A number of consequences have been shown to result from job satisfaction/dissatisfaction. Despite the large number of studies that have dealt with these issues, however, there has been little cumulation of knowledge. Much of this difficulty stems from problems in comparing studies and estimating trends due to difference in measurement of job satisfaction, sampled populations and time periods. Of these, differences in measurement techniques are especially problematic since a multitude of indicators have been developed and it is questionable whether they all measure the same thing. So research is necessary to examine the different ways of measuring job satisfaction. Such knowledge would help researchers in assessing the dependence of their inferences regarding the causes and consequences of job satisfaction. This paper first reviews several commonly used indices of job satisfaction and their limitations. These limitations include lack of theoretical rationale, the absence of any consistent empirical research results, and the omission of measurement errors of various indicators. Then using confirmatory factor analysis, I propose and test an index of job satisfaction by looking into the issue from structural equation modeling perspective. Finally, employing the proposed index, I examine the difference of job satisfaction between male and female. A conceptual framework for the determinants of organizational turnover which identifies five panels of variablesjob properties, affective/attitudinal reactions, intentions to leave/stay, job search behavior, and turnover occurrencesis advanced. Accordingly, it is reasoned that job search behavior (e.g., revising one's resume) is a more immediate precursor of voluntary turnover than are antecedent variables, such as intentions. Further, it is argued that behavior is required to translate intentions into results. Data from three samples indicate that the Job Search Behavior Index (JSBI) is psychometrically sound and construct valid. Evidence also indicates that the JSBI is a superior predictor of organizational turnover (and intraorganizational job change) in comparison to attitudinal and intention measures. Moreover, stepwise multiple regression and discriminant analyses indicate that the JSBI explains significant incremental variance in turnover, over and beyond the variance explained by perceptual, affective, attitudinal, and intention measures combined.

Richard E. Kopelman, Janet L. Rovenpor and Roger E. MillsapBaruch College, The City University of New York, USA Manhattan College, USA Baruch College, The City University of New York, USA Received 3 December 1990. Available online 27 July 2004.

Objective: To find out the satisfaction level of employees in hotel Sayaji. To find out the satisfaction level of employees in Fortune Landmark. To compare the satisfaction level of employees of both hotels.

RESEARCH METHODOLOGY
Research can be defined as the search for knowledge or as any systematic

investigation to establish facts. The primary purpose for applied research (as opposed to basic research is discovering, interpreting, and the development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. Research can use the scientific method, but need not do so. Every project report conducted scientifically has specified framework for controlling data collection .This framework for research work is called research design. Its function to ensure that required data are collected & effectively. The report design used in this project is Descriptive . It helps to look into the objective of the research that is to know about the overall structure and working of the company .

Sampling design
This study is aimed to understand the job satisfaction and the factors affecting and its relationship with Employees turnover.

Methods of data collection Primary source

Questionnaire

Secondary source
Secondary data is collected by records ,journals and magazines of company.

Research design

Research type Descriptive Research Research Approach Questionnaire. Data Collection method Primary & Secondary method. Sampling unit
FORTUNE LANDMARK Workers, supervisors and Executives aT SAYAJI &

EXPECTED OUTCOME

Outline what motivates her/him and fellow staff.

Assess the factors which determine that motivation.

There is impact of job satisfaction & employee turnover rate of employees.

There is a direct relationship between job satisfaction & employees turnover.

REFERENCES & BIBLOGRAPHY

http://en.wikipedia.org/wiki/Turnover_%28employment%2 http://en.wikipedia.org/wiki/Job_satisfaction http://en.wikipedia.org/wiki/Turnover_%28employment%29 http://www.allacademic.com/meta/p_mla_apa_research_citation/1/1/0 /3/5/p110354_index.html
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