Subhadip Job Satisfaction

A FIELD WORK REPORT ON JOB SATISFACTION AT SANTOSH ENTERPRISES
SUBMITTED TO THE UNIVERSITY OF PUNE IN PARTIAL FULFILLMENT OF MASTERS IN PERSONNEL MANAGEMENT
SUBMITTEDBY SUBHADIP. S. MAITY ROLL NO. 28 MPM I
PROJECT GUIDE Mrs. SHEETAL GADE
J.D.C BYTCO INSTITUTE OF MANAGEMENT STUDIES & RESEARCH, NASHIK (2012- 2013)
ACKNOWLEDGEMENT
I have pleasure in successful completion of this work titled: JOB SATISFAC TION with reference to SANTOSH ENTERPRISES Nasik.
The special environment of JDC BYTCO INSTITUTE OF MANAGEMENT STUDIE S AND RESEARCH, NASHIK that always supports education activities, facilita ted my work on this project.
I acknowledge the support, the encouragement extended for this study by th e Principal Dr. Mrs. A.A. Verulkar Madam and my project guide Mrs.Sheetal Gade Madam.
I greatly appreciate the motivation and understanding extended for the proje ct by Prashant V. Bhamare and the staff of the surveyed industry, who respo nded promptly and enthusiastically to my requests for frank comments despi te of their congested schedules. I am indebted to all of them who did their b est to bring improvements through their suggestions.
I acknowledge the authors, whose work gave me insight and information rel ated to this subject. I am thankful to the library and the administrative staff of my college, who d irectly or indirectly, have all been helpful in one way or another.
I thank my parents, who encouraged me to extend my reach, with their help and support; I have been able to complete this work.
PREFACE
Managing human resources in todays dynamic environment is becoming mo re and more complex as well as important. Recognition of people as a valuab le resource in the organization has led to increases trends in employee maint enance, job security, etc My research project deals with Job satisfaction as carried out at Santosh E nterprises In this report, I have studied & evaluated the job satisfactionproce ss as it is carried out in the company. The first section deals with job satisfaction. In this section, I have given a bri ef conceptual explanation to job satisfaction. It contains the definition, proce ss and methods of job satisfaction. The second section of my report deals with a detailed company profile. It incl udes the companys history: its activities and operations, organizational stru cture, etc. this section attempts to give detailed information about the comp any and the nature of its functioning. In the third section of my report, I have conducted a research study to evalu ate the process of job satisfaction at Santosh Enterprises this section also co ntains my findings, conclusions, suggestions and feedback. The fourth and final section of this report consists of extra information that I related to the main contents of the report. These annexure include some gra phs and diagrams relating to the company, graphs relating to the research st udy and important documents upon which the project is based.
INDEX
SR. N O.
CONTENTS
Executive Summary About Project Objectives of Project Scope of Project Research Methodology Major Findings Major Suggestions
PAGE N O.
1.
Limitations Introduction to Employee Motivation 1.1 Conceptual Explanation 1.2 About the Topic
2.
1.3 Selection of Topic Industry Profile 2.1 About the Industry 2.2 Growth of Industry 2.3 Market Share
3.
2.4 List of Organizations comes under it Organization Profile 3.1 Location, Area, Number of Employees 3.2 Vision, Mission, Values, Quality Policy 3.3 History
4.
Research Methodology 4.1 Title, Company name, Objectives 4.2 Data collection- (Primary and Secondary)
5.
4.3 Data Presentation Tools Data Presentation 5.1 Sample Analysis (Age, Gender, Department wise ) 5.2 Data Presentation with the help of table, graph a nd interpretation Findings Suggestions Conclusion Bibliography Annexure
6. 7. 8.
INDEX OF GRAPH & TABLE

SR. NO .
5.1.1 5.2.1
CONTENTS
I have been passed up at least once for a promotion in the past few years 1. I spend parts of my day daydreaming about a better job.
PAGE N O.
5.2.2 5.2.3
I find much of my job repetitive and boring 1. I am mentally and/or physically exhausted at the end of a day at work.
5.2.4
1. I feel that my job has little impact on the success of
the company.
5.2.5 5.2.6 5.2.7 5.2.8
I have an increasingly bad attitude toward my job, boss, a nd employer I am no longer given the resources I need to successfully do my job I am not being used to my full capabilities 1. I have received no better than "fair" evaluations recently.
5.2.9 5.3.0 5.3.1
I feel as though my boss and employer have let me down I often feel overworked and overwhelmed I am frequently stressed out at work.
5.3.2 5.3.3 5.3.4 5.3.5
I live for weekends and days away from the job I find myself negatively comparing my situation to my pee rs I feel my bad days at work outweigh the good ones I often experience a sensation of time standing still when I am at work.
5.3.6 5.3.7
I have been told that I am becoming a more cynical perso n I feel as though my employer has broken promises about my future with the organization.
5.3.8
have
lost
sight
of
my
career
goals
and
aspirations.
5.3.9
I no longer feel valued for my work
EXECUTIVE SUMMARY
About the Project SANTOSH ENTERPRISES is a Fabrication industry having its Office in Nashik and their sister companies in Nashik. This project is titled as job satisfaction system at SANTOSH ENTERPRISES. & tries to find out the different aspects of job satisfaction in the Organization. Formal & informal interviews as well as the research (through questionnaire) are the basic methods of data collection used in this project work. Also seco ndary data provided by the Organization officials is of immense importance. Every effort has been made to understand the long term plans of Organizatio n for implementing of job satisfaction. As the Organization is a fabricator industry; the employees serving in the Or ganization are the most important elements & that is why job satisfaction be comes very important in the long run. Taking into consideration this aspect, the job satisfaction program currently being carried out is been observed. Al so the training given to employees is studied & suggestions have been sugge sted to specially look after the mind of the workers and to study them for th e satisfaction of there job. From this project work; Organization officials will get new insights about job satisfaction program & I have also acquired the knowledge of how the job sa tisfaction program is carried out in the Organization.
OBJECTIVES OF THE PROJECT
The objective of the study is as follows : To assess the satisfaction level of employees in Santosh enterprises. To identify the factors which influence the job satisfaction of employees. To identify the factor which improves the satisfaction level of employees. To know the employee satisfaction towards the facilities. To offer valuable suggestions to improve the satisfaction level of employees.
SCOPE OF THE PROJECT

Job satisfaction is an important output that employees work of organization. It comprises of extrinsic and intrinsic factors and helps maintain enable and willing work forces. It is an interesting and significant area for conducting research. The study made on the topic of EMPLOYEE JOB SATISFACTION will reveal the factor of feelings of employees. This report is useful to management of the company to know the satisfaction levels of employees and they can take measures to increase productivity.
RESEARCH METHODOLOGY TABLE:
Type of research Research Approach Data collection ways
Descriptive Survey Questionnaire, Observa tion and interview
Type of Data Source Sampling unit Universe(Population) Sample size Sampling Method Contact Method Type of questionnaire Data presentation tools
Primary and Secondary Santosh enterprises 104 20 employees Random Personal Contact Open ended and closed ended Bar graphs, Pie charts, Tables
MAJOR FINDINGS:
Majority of the employees are satisfied with their job. Employees are happy with the working environment and welfare measures provided to them and are having positive attitude toward their work. Interpersonal relations are found to be good within the employees. Organization is taking good efforts for motivating the employees. It is found that employees are getting proper solutions for their problems
MAJOR SUGGESTIONS
Organization should try to find out factors which are making the employees unhappy and should try to make efforts for improvement through motivation by taking employee engagement activities or training programmes which wil l reduce their work pressure and increase their satisfaction level.
LIMITATIONS OF THE PROJECT:
Due to limitations of the time research could not made in detail. Some of the replies from the respondents are may be biased. Respondents had marked the answers in questionnaire which may be socially in correct irrespective of their actual feelings.
CHAPTER NO:-1. INTRODUCTION TO TOPIC.
Chapter No.1.INTRODUCTION TO THE TOPIC

1.1CONCEPTUAL EXPLANATION Definitions of Job Satisfaction: Job satisfaction is defined, as it is result of various attitudes the pe
rson hold towards the job, towards the related factors and towards the life in general.
-Blum and Naylor Job satisfaction focuses on the role of the employee in the workplace. Thus
job satisfaction as affective orientations on the part of individuals toward wo rk roles which they are presently occupying.
-Vroom, 1964
Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior. Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker. It gives clear evidence that dissatisfied employees skip work more often and more like to resign and satisfied worker likely to work longer with the organization.
1.2ABOUT THE TOPIC

DETERMINENTS/FACTORS OF JOB SATISFACTION: Personal Factors related to Job Satisfaction:
1. Sex 2. Number of Dependents 3. Age 4. Time of Job 5. Intelligence 6. Education 7. Personality exclusive of intelligence
Factors Controllable by Management regarding Job Satisfaction:

1) Fringe benefits
2) Opportunity for advancement 3) Working conditions 4) Pay 5) Co-workers 6) Responsibility 7) Supervision
Reasons of Low Job Satisfaction:

1. Conflict between co-workers. 2. Conflict between supervisors. 3. Not being opportunity paid for what they do.
The Impact of Job Satisfaction:

Frequently, work underlies self-esteem and identity while unemployment low ers self-worth and produces anxiety. At the same time, monotonous jobs can erode a worker's initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and occupational success are major f actors in personal satisfaction, self-respect, self-esteem, and self-developme nt. To the worker, job satisfaction brings a pleasurable emotional state that often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that i s motivated and committed to high quality performance. Increased productiv ity the quantity and quality of output per hour worked seems to be a byprod uct of improved quality of working life. It is important to note that the literat ure on the relationship between job satisfaction and productivity is neither c onclusive nor consistent. However, studies dating back to Herzberg's (1957) have shown at least low correlation between high morale and high productivi ty, and it does seem logical that more satisfied workers will tend to add mor e value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threa t is lifted performance will decline.
1.3 SELECTION OF THE TOPIC
Job satisfaction is one of the important factor in human recourses man agement by which we get the knowledge of the workers working over t here and to get a idea of the worker for the total satisfaction of the job , because when a person is not satisfied with the job he cannot do the work properly and with full concentration so the satisfaction is necessa ry so if we do the proper work on the satisfaction we can help the com pany making the profit easily thats why the I selected this topic of Job satisfaction and also got this opportunity from the college To study the about the job satisfaction for my future needs.
CHAPTER NO:-2 INDUSTRY PROFILE
INDUSTRY PROFILE 2.1 About the Industry MANUFACTURING INDUSTRY

Manufacturing is the production of goods for use or s ale using labor and machines, tools, chemical and biological processing, or fo rmulation. The term may refer to a range of human activity, from handicraft to high tech, but is most commonly applied to industrial production, in which raw materials are transformed into finished goods on a large scale. Such fini shed goods may be used for manufacturing other, more complex products, s uch as aircraft, household appliances or automobiles, or sold to wholesalers, who in turn sell them to retailers, who then sell them to end users the "con sumers". Manufacturing takes turns under all types of economic systems. In a free ma rket economy, manufacturing is usually directed toward the mass production of products for sale to consumers at a profit. In a collectivist economy, man ufacturing is more frequently directed by the state to supply a centrally plan ned economy. In mixed market economies, manufacturing occurs under som e degree of government regulation. Modern manufacturing includes all intermediate processes required for the pr oduction and integration of a product's components. Some industries, such a s semiconductor and steel manufacturers use the term fabrication instead. The manufacturing sector is closely connected with engineering and industria l design. Examples of major manufacturers in North America include General Motors Corporation, General Electric, and Pfizer. Examples in Europe include Volkswagen Group, Siemens, and Michelin. Examples in Asia include Toyota, Samsung, and Bridgestone.
In its earliest form, manufacturing was usually carried out by a single skill ed artisan with assistants. Training was by apprenticeship. In much of the pre-industrial world the guild system protected the privileges and trade se crets of urban artisans. Before the Industrial Revolution, most manufacturing occurred in rural areas, where household-based manufacturing served as a supplemental subsistence strategy to agriculture (and continues to do so in places). Entrepreneurs organized a number of manufacturing households into a single enterprise through the putting-out system. Toll manufacturing is an arrangement whereby a first firm with specialized equipment processes raw materials or semi-finished goods
for a second firm.
Manufacturing systems: changes in methods of manufacturing

Craft or Guild system Putting-out system English system of manufacturing American system of manufacturing Soviet collectivism in manufacturing Mass production Just In Time manufacturing Lean manufacturing Flexible manufacturing Mass customization Agile manufacturing Rapid manufacturing Prefabrication Packaging and labeling Ownership Fabrication Publication
In addition, world population will continue to grow, consumer expectations a re set to boom and supply chain complexity will only increase. In this contex t, the manufacturing sector will need to become an innovative, demand-orie nted industry. Both corporations and governments should work closely to en sure that quality is up to international standards and jobs are created. Manuf acturing cars has safety implications that manufacturing clothes does not. The worlds complexity and interconnectedness demand a new type of model and solutions for the industrial sector. This is exactly what the Global Agend a Council on Advanced Manufacturing is working on. A new model for manuf acturing will not come from one stakeholder, but from a multistakeholder dia logue accounting for all relevant issues affecting sector, including the rising middle class in emerging economies, innovation, job creation and skills gaps, trade policy, supply value chain evolution, environmental impact and more.
LIST OF ORGANISATION COMES UNDER MANUFACT URING INDUSTRIES of SANTOSH ENTERPRISES :

A) VIR ELECTRO Engg.Pvt. Ltd. Nashik B) VIR ELECTRO Engg.Pvt. Ltd. UNIT II GONDE NASHIK. C) JYOTI FABRICATORS NASHIK. D) SANTOSH ENTERPRISES SINNER NASHIK
Organization Profile
Name of company
SANTOSH ENTERPRISES
Address of company
Plot no. D-113, MIDC, AMBAD NASHIK422010
Ph. No.:
(0253) 2382887
Fax No.: Website: Establishment Year :
(91) 0253 2384220 www.santoshenterprises.com 1983
Name of H.R. Manag er Business Type
Mr. Prashant V. Bhamare
Manufacturing, Fabricators
No. of Employees:
104
Annual Turnover:
50,000 Crores
Product:
Grit/shot blasting, zinc spray metalizing, p ainting, hot dip galvanizing.
3.1 Location, Area, Number of Employees
COMPANY :History:The company establish in1983, Santosh enterprises has been specialization i n critical structural & machine fabrication as per customized to customer spe cific requirement. The managing director Mr.Shivaji Dalvi has also establishe d Vir Electro Engg. Pvt. Ltd. 1996 and jyoti fabricators in 1998 at MIDC Amb ad, nashik. We have all facilities for steel structure, & all types surface treat ment. A excellent execution,experienced team of managers, strong commitm ent and discipline supported by hard work from all people to help the firm in front of runners in the same type of industries.
FABRICATION:-
Spare capacity available 1000 MT per month
Equipment setup :1.300 MT LVD make hydraulic press brake M/C 4000 X 8mm 01 No. 2. CNC Plasma cutting machine (2.5 X 6.3 mtr.) 3. Welding robot 3.3 rich 4. Hydraulic swing beam shearing M/C 3200X6mm 5.60 MT Mechanical press 6. 100 MT mechanical press 7.CO2 welding sets 8. Electric arc welding sets 9. Profile gas cutting 10. Pug gas cutting 11. Gas cutting trolleys 12. Radial drilling machine 13. Magnetic drilling machine 14. Lathe machine 15. Milling machine 16. Surface grinding machine 17. 3 ton EOT crane 18. 2 ton EOT crane
List of man power
1. Manager
05
2. Account person
05
3. Engineer
06
4. Skill fabricator fitter
10
5. Semi- skill fabricator fitter
05
6. Skill welder
15
7. Semi skill welder
08
8. Machine operator
15
9. Casual
25
10. Security
06
11.Driver
04
Our sister concern company :A. Vir electro engg. Pvt. Ltd. Nashik B. Vir electro engg Pvt. Ltd. UNITY- II GONDE nashik C. Jyoti fabricators nashik D. Santosh enterprises - sinner nashik
Our valued customers :Enercon India ltd Daman, Gujrat, Karnataka ,Tamilnadu & Rajasthan. Rittal India ltd Bangluru. ABB ltd Baroda, and nashik Siemens ltd aurangabad Crompton greaves ltd nashik & aurangabad Vir electro engg Pvt ltd Epcos India Pvt ltd nashik
Board of directors of Santosh entreprises

Mr. Shivaji B. Dalvi (managing director) Mr. Santosh S. Dalvi ( director) Mr. Mohan Dalvi (group manager)
VISION STATEMENT :We aim to establish ourself as provider of cost competitive and innovation pr oducts,service and solution to fully satisfy all our stakeholders that will enabl e us to become vendors of choice domestic and international market.
RESEARCH METHODOLOGY
Title: JOB SATISFACTION
Organization: SANTOSH ENTERPRISES
Research methodology:
Type of Research Research Approach
Descriptive and Quantitative Survey
Data collection ways
Questionnaire and Observation
Type of Data Source
Primary and Secondary
Sampling unit
SANTOSH ENTERPRISES
Universe(Population)
104
Sample size
30
Contact Method
Personal Contact
Type of questionnaire
Closed
ended
and
Structured
Questionnaire
Data presentation tools
Bar graphs, Pie charts, Doughnut and Tables
Research methodology used for Project Work:
Type of research- Descriptive and Quantitative:
Descriptive research: Descriptive research also known as statistical research, describes data and characteristics about the population or phenomenon being studied.
Quantitative research: Quantitative research refers to the systematic empirical investigation of social phenomena via statistical, mathematical or computational techniques.
Research Approach- Survey:
A statistical study of a sample of individuals designed to collect information on specific subjects is known as Survey. Survey is the field that studies the sampling of individuals from population with a view towards making statistical inferences about the population using the sample.
Data collection ways- Questionnaire and Observation:

A questionnaire is a research instrument consisting of a
Questionnairefrom respondents.
series of questions and other prompts for the purpose of gathering information
Observation- Observation is the basic method of getting into about any event. It becomes a scientific tool for research when we use observation in a systematic manner with a scientific attitude.
Type of Data Source- Primary and Secondary:
PRIMARY DATA: Primary data have been collected through personal observations, discussions and interviews with supervisors, workers and the official in the HR department. SECONDARY DATA: Secondary data is data collected by someone other than the researcher. Common sources of secondary data for social science include censuses, surveys, organizational records and data collected through qualitative methodologies or qualitative research.
Universe(Population)
Population sampling is the process of taking a subset of subjects that is representative of the entire population. Total number of Employees is 55.
Sample size
The sample size is an important feature of any type of study in which the goal is to make inferences about a population from a sample. Here, in this project I have taken 30 Employees as Sample Size.
Contact Method- Personal Contact
Personal Contacts are intended to be mutually beneficialextending the concept of teamwork beyond the immediate peer group. The term is usually encountered in the workplace, though it could apply equally to other pursuits outside work.
Type of questionnaire- Open ended and closed ended and Structured Questionnaire
A closed-ended question is a question format that limits respondents with a list of answer choices from which they must choice to answer the question. A structured questionnaire is a series of questions asked to individuals to obtain statistically useful information about a given topic. It is a vital instrument by which statements can be made about specific groups or people or entire populations
Bar
Data presentation tools - Bar graphs, Pie charts, Tables

graphsA bar chart or bar graph is a chart with rectangular bars
with lengths proportional to the values that they represent. Pie charts- A pie chart (or a circle graph) is a circular chart divided into sectors, illustrating proportion.
Analysis & Interpretation
Response Strongly agree Agree Neither agree or disagree Disagree Strongly disagree
No.employee 0 4 6 10 0
Percentage 0% 20% 30% 50% 0%
I have been passed up at least once for a promotion in the past few years.
0%
20%
50% 30%
Strongly Agree Neither Agree nor Disagree Strongly Disagree
Agree Disagree
INTERPRETATION :-
This graph shows that 0% of employees are strongly agree about the point , 20% of employ ees are agree on the point, 30% are neither agree nor disagree,50% are disagree and rest 0 % of employees are strongly disagree.
Response Strongly agree Agree
No. Of employee 11 4
Percentage 60% 15% 15% 10% 0%
Neither agree or disa 4 gree Disagree Strongly disagree 1 0
I spend parts of my day daydreaming about a better job.

0%
10% 15%
15%
60%

INTERPRETATION :-
Agree Disagree
This graph shows that 60% of employees are strongly agree about the point , 15% of emplo yees are agree on the point, 15% are neither agree nor disagree,10% are disagree and rest 0% of employees are strongly disagree.
Percentage 75% 10% 10% 5% 0%
Neither agree nor dis 2 agree Disagree Strongly disagree 1 0
I find much of my job repetitive and boring.

10% 10% 5% 0%
75%
Agree Disagree
INTERPRETATION :-
This graph shows that 75% of employees are strongly agree about the point , 10% of emplo yees are agree on the point, 10% are neither agree nor disagree,5% are disagree and rest 0 % of employees are strongly disagree.
Percentage 85% 10% 5% 0% 0%
I am mentally and/or physically exhausted at the end of a day at work.

5% 0%
10%
85%

INTERPRETATION :-
Agree Disagree
Percentage 50% 30% 20% 0 0
I feel that my job has little impact on the success of the company.
20%
0%
50% 30%
Agree Disagree
INTERPRETATION :-
No. Of employee 0 0
Percentage 0% 0% 20% 60% 20%
I have an increasingly bad attitude toward my job, boss, and employer

0%
20%
20%
60%

INTERPRETATION :-
Agree Disagree
This graph shows that 0% of employees are strongly agree about the point , 0% of employe es are agree on the point, 20% are neither agree nor disagree,60% are disagree and rest 20 % of employees are strongly disagree.
No. Of employee 2 6
Percentage 10% 30% 60% 0% 0%
I am no longer given the resources I need to successfully do my job.

0%
10%
60%
30%

INTERPRETATION :-
Agree Disagree
No. Of employee 0 8
Percentage 0% 40% 20% 40% 0%
I am not being used to my full capabilities.

0% 40% 40%
20%

INTERPRETATION :-
Agree Disagree
This graph shows that 0% of employees are strongly agree about the point , 40% of employ ees are agree on the point, 20% are neither agree nor disagree,40% are disagree and rest 0 % of employees are strongly disagree.
No. Of employee 9 6
Percentage 40% 35% 25% 0% 0%
I have received no better than "fair" evaluations recently.

0% 40%
25%
35%

INTERPRETATION :-
Agree Disagree
No. Of employee 0 0
Percentage 0% 0% 10% 55% 35%
I feel as though my boss and employer have let me down.

0% 35%
10%
55%

INTERPRETATION :-
Agree Disagree
This graph shows that 0% of employees are strongly agree about the point , 0% of employe es are agree on the point, 10% are neither agree nor disagree,55% are disagree and rest 35 % of employees are strongly disagree.
Percentage 45% 20% 35% 0% 0%
I often feel overworked and overwhelmed.

0% 35% 45%
20%
Agree Disagree
INTERPRETATION :-
This graph shows that 45% of employees are strongly agree about the point, 20% of employ ees are agree on the point, 35% are neither agree nor disagree,0% are disagree and rest 0 % of employees are strongly disagree.
No. Of employee 0 6
Percentage 0% 20% 15% 15% 50%
I am frequently stressed out at work.
0%
20%
50% 15%
15%

INTERPRETATION :-
Agree Disagree
This graph shows that 0% of employees are strongly agree about the point, 20% of employe es are agree on the point, 15% are neither agree nor disagree,15% are disagree and rest 50 % of employees are strongly disagree.
No. Of employee 0 0
Percentage 0% 0% 10% 30% 60%
I live for weekends and days away from the job.

0%
10%
60%
30%

INTERPRETATION :-
Agree Disagree
This graph shows that 0% of employees are strongly agree about the point, 0% of employee s are agree on the point, 10% are neither agree nor disagree,30% are disagree and rest 60 % of employees are strongly disagree.
No. Of employee 0 1
Percentage 0% 15% 25% 40% 20%
I find myself negatively comparing my situation to my peers.

0%
20%
15%
25% 40%

INTERPRETATION :-
Agree Disagree
No. Of employee 5 3
Percentage 25% 30% 45% 0% 0%
I feel my bad days at work outweigh the good ones.

0% 45%
25%
30%
Strongly Agree Strongly Disagree

INTERPRETATION :-
Agree
Neither Agree nor Disagree Disagree
No. Of employee 2 8
Percentage 15% 35% 30% 20% 0%
Neither agree nor dis 6 agree Disagree Strongly disagree 4
I often experience a sensation of time standing still when I am at work.

0%
20%
15%
30%
35%

INTERPRETATION :-
Agree
No. Of employee 2 6
Percentage 10% 25% 30% 35% 0%
I have been told that I am becoming a more cynical person.

Strongly Agree 0% 35% 10% 25% Agree Neither Agree nor Disagree Disagree 30% Strongly Disagree
INTERPRETATION :This graph shows that 10% of employees are strongly agree about the point, 25% of employ ees are agree on the point, 30% are neither agree nor disagree,35% are disagree and rest 0 % of employees are strongly disagree.
No. Of employee 0 2
Percentage 0% 10% 25% 25% 40%
I feel as though my employer has broken promises about my future with the organization.
0% 40%
10% 25%
25%

INTERPRETATION :-
Agree
No. Of employee 2 7
Percentage 15% 25% 45% 15% 0%
I have lost sight of my career goals and aspirations.

0%
15%
15%
25% 45%

INTERPRETATION :-
Agree Disagree
No. Of employee 6 6
Percentage 25% 25% 20% 20% 0%
I no longer feel valued for my work.
10% 20%
25%
20%
25%

INTERPRETATION :-
Agree
This graph shows that 25% of employees are strongly agree about the point, 25% of employ ees are agree on the point, 20% are neither agree nor disagree,20% are disagree and rest 1 0% of employees are strongly disagree.
Findings
Employees are not completely satisfied with their job although their salary is good enough. Employes are not getting value to their work. Most of employees think that they are nt on their actual path. Most of the employees think that the organization haven t fulfill their promises,what they do in beginning especially regarding Promotion. There is negatively comparison between peers especially regarding targets. They often feel overworked.
SUGGESTIONS AND RECOMMENDATIONS

To increase the job satisfaction level of the employees the company should concentrate mainly on the incentive and reward structure rather than the motivational session.
Ideal employees should concentrate on their job.
Educational qualification can be the factor of not an effective job.
Company should give promotion to those employees who deserves it.
BIBLIOGRAPHY
WEBSITE
www.google.com www.citehr.com www.santoshenterprises.com www.virelectroengg.com
Books refer
JOB SATISFACTION: A PRACTICAL GUIDE TO IMPROVEHAPPINESS AT WORK. By-PAUL .E. SPECTOR ESSENTIAL OF HUMAN RESOURCE MANAGEMAENT. By- P.SUBARAO
CONCLUSION
Job satisfaction is a vehicle to validate and refine organizational actions Job satisfaction provides feedback to employees with an eye on improving future performance. Performance of almost all employees is good. Environment of the company is very good.
It has been observed that the subject of Job satisfactionin SANTOSH ENTERPRISES is in a nascent stage. But in this regard, the management has already taken efforts to satisfy the employees & even the employees are giving positive response to the management. & they are also in the favour of implementing this job satisfaction system in the company.
QUESTIONNAIRE NAME: . DESIGNATION: . COMPANY: . 2. I have been passed up at least once for a promotion in the past few years. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 3. I spend parts of my day daydreaming about a better job. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 4. I find much of my job repetitive and boring. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree
5. I am mentally and/or physically exhausted at the end of a day at work. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 6. I feel that my job has little impact on the success of the company.
Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 7. I have an increasingly bad attitude toward my job, boss, and employer . Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 8. I am no longer given the resources I need to successfully do my job. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 9. I am not being used to my full capabilities. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 10. I have received no better than "fair" evaluations recently. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 11. I feel as though my boss and employer have let me down. Strongly Agree
Agree Neither Agree nor Disagree Disagree Strongly Disagree 12. I often feel overworked and overwhelmed. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree
13. I am frequently stressed out at work. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 14. I live for weekends and days away from the job. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 15. I find myself negatively comparing my situation to my peers. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 15. I feel my bad days at work outweigh the good ones. Strongly Agree
Agree Neither Agree nor Disagree Disagree Strongly Disagree
16. I often experience a sensation of time standing still when I am at work. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 17. I have been told that I am becoming a more cynical person. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 18. I feel as though my employer has broken promises about my future with the organization. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 19. I have lost sight of my career goals and aspirations. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 20. I no longer feel valued for my work.
Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

Subhadip Job Satisfaction

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Subhadip Job Satisfaction

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A FIELD WORK REPORT ON JOB SATISFACTION AT SANTOSH ENTERPRISES

SUBMITTED TO THE UNIVERSITY OF PUNE IN PARTIAL FULFILLMENT OF MASTERS IN PERSONNEL MANAGEMENT

SUBMITTEDBY SUBHADIP. S. MAITY ROLL NO. 28 MPM I

PROJECT GUIDE Mrs. SHEETAL GADE

INDEX OF GRAPH & TABLE

1. I feel that my job has little impact on the success of

5.2.5 5.2.6 5.2.7 5.2.8

5.2.9 5.3.0 5.3.1

5.3.2 5.3.3 5.3.4 5.3.5

I no longer feel valued for my work

OBJECTIVES OF THE PROJECT

SCOPE OF THE PROJECT

RESEARCH METHODOLOGY TABLE:

Type of research Research Approach Data collection ways

Descriptive Survey Questionnaire, Observa tion and interview

LIMITATIONS OF THE PROJECT:

CHAPTER NO:-1. INTRODUCTION TO TOPIC.

Chapter No.1.INTRODUCTION TO THE TOPIC

1.2ABOUT THE TOPIC

Factors Controllable by Management regarding Job Satisfaction:

2) Opportunity for advancement 3) Working conditions 4) Pay 5) Co-workers 6) Responsibility 7) Supervision

Reasons of Low Job Satisfaction:

The Impact of Job Satisfaction:

1.3 SELECTION OF THE TOPIC

CHAPTER NO:-2 INDUSTRY PROFILE

INDUSTRY PROFILE 2.1 About the Industry MANUFACTURING INDUSTRY

for a second firm.

Manufacturing systems: changes in methods of manufacturing

LIST OF ORGANISATION COMES UNDER MANUFACT URING INDUSTRIES of SANTOSH ENTERPRISES :

Plot no. D-113, MIDC, AMBAD NASHIK422010

Fax No.: Website: Establishment Year :

(91) 0253 2384220 www.santoshenterprises.com 1983

Name of H.R. Manag er Business Type

Mr. Prashant V. Bhamare

Grit/shot blasting, zinc spray metalizing, p ainting, hot dip galvanizing.

3.1 Location, Area, Number of Employees

Spare capacity available 1000 MT per month

List of man power

4. Skill fabricator fitter

5. Semi- skill fabricator fitter

7. Semi skill welder

Board of directors of Santosh entreprises

Organization: SANTOSH ENTERPRISES

Type of Research Research Approach

Descriptive and Quantitative Survey

Data collection ways

Questionnaire and Observation

Type of Data Source

Primary and Secondary

Data presentation tools

Bar graphs, Pie charts, Doughnut and Tables

Research methodology used for Project Work:

Type of research- Descriptive and Quantitative:

Research Approach- Survey:

Data collection ways- Questionnaire and Observation:

Type of Data Source- Primary and Secondary:

Contact Method- Personal Contact

Data presentation tools - Bar graphs, Pie charts, Tables

Analysis & Interpretation

Percentage 0% 20% 30% 50% 0%

Strongly Agree Neither Agree nor Disagree Strongly Disagree

Response Strongly agree Agree

Percentage 60% 15% 15% 10% 0%

Neither agree or disa 4 gree Disagree Strongly disagree 1 0