INTRODUCTION

This survey report provides comprehensive information about factors important to employees when assessing overall employee job satisfaction. The report examines more than 20 aspects of employee job satisfaction, including career development, relationship with management, compensation and benefits, and work environmentfrom the perspective of both employees and HR professionals. Data are examined by organization staff size as well as by employee age, gender and tenure. Objective of the survey: This study is conducted to judge the level of job satisfaction of employees who are working in different industries. To discover the various expectations that determines the satisfaction level of employees. To judge the level of job satisfaction of employees on various parameters of their respective industries like working conditions, salary, relationship with co-workers etc. To study the attitude of the employee towards their work.

Typical Measures of Employee Job Satisfaction Surveys: Employee satisfaction and retention surveys can give management the knowledge and tools that directly impact the bottom line and business outcomes as well as building positive employee relations and a positive work environment. Employee satisfaction and management surveys lead to understanding the drivers within the organization and result in:

Identifying cost-saving opportunities Improving productivity Predicting and explaining turnover Reducing absenteeism Identifying areas of ethics, honesty, and value concerns Strengthening management skills and training Evaluating customer-service problem areas and issues Identifying training needs Identifying communication bottlenecks and problem areas Benchmarking your organizations perceived progress relative to competitors in the industry

Gauging employees understanding of and agreement with corporate rules, policies, and mission

Key Dimensions Employee satisfaction and retention surveys should consider the following key aspects of employee satisfaction:

Overall Job Satisfaction Satisfaction with the Work Co-worker Performance/Cooperation Pay Satisfaction Benefits Satisfaction Promotions/Career Advancement Supervisory Consideration Supervisory Promotion of Teamwork and Participation Supervisory Instruction/Guidance Communication Human Resources/Personnel Policies Concern for Employees Productivity/Efficiency Training and Development Physical Working Conditions Customer Service Strategy/Mission Job Stress Other Job Options and Comparative Information

Additional topics of current importance to the organization should also be considered during the evaluation period. These topics might include the need for prioritizing resources, specific issues related to a physical or organizational work environment, interpersonal relationships and co-worker support, mentoring and training needs, and the development, measurement, and recognition of successes.

PLOBLEMS FACED IN DATA COLLECTION

We came across certain problems in data collection while carrying out the survey. The certain problems have been listed as under: Fear of disclosing the facts about their companies among employees Time constraints Lack of interest among people to answer the questions We could never be sure if the employees gave the thoughtful answers Overall response rate was less Some employees surveyed did not share true information for some factors like salary, working hours, annual income etc. We found some of the entries unmarked during analysis of data.

In spite of some of these problems, we were successful in surveying 180 employees and obtaining a fruitful result. Thus our survey served out to be a good and a new experience.

ANALYSIS OF DATA

Part I Demographic features: These includes name, gender, age, working industry and annual income of an employee. These have been analysed as follows: Gender: The males and females have been assigned code no. 1 and 2 respectively for analysis of the data. Thus it has been found that out of 180 employees, 108 are males and 68 are females and the option has been left black by 4 employees. This can represented with the help of the table and a pie chart shown below.

Gender Males Females

Code assigned 1 2 Table (i)

Total 108 68

Percentage 61 39

Gender
Male Female

39% 61%

Chart (i) Age: The age slabs have been divided in the groups of 18-25 yrs, 26-30 yrs, 31-35 yrs and above 35 yrs. It has been observed that out of 180 employees surveyed, 62 are in the age group of 18-25 yrs, 69 in the group of 26-30 yrs, 32 in the group of 31-35 yrs and 15 in the age above 35 yrs and data of 2 employees regarding the couldnt be obtained. Thus we can see that the maximum number of employees surveyed lied in the age group of 26-30 yrs. This has been shown as follows.

Age 18-25 yrs 26-30 yrs 31-35 yrs Above 35 yrs

Code assigned 1 2 3 4 Table- (ii)

Total 62 69 32 15

Percentage 35 39 18 8

Age
18-25 yrs 26-30 yrs 31-35 yrs above 35

8% 18%

35%

39%

Chart- (ii) Work industry: The survey included employees from various working industries. The majority of employees surveyed were from the banking sector being 57 in number. 49 employees were from the IT sector, 9 from the BPO/KPO, 31 from the consultancy sector and 31 included the employees from other industries like hospitality, teaching, dealers etc. This has been shown as under.

Work industry IT Banking BPO/KPO Consultancy Others

Code assigned 1 2 3 4 5 Table- (iii)

Total 49 57 9 31 31

Percentage 28 32 5 17 18

Work industry
IT Banking BPO/KPO Consultancy Others

18% 17%

28%

32% 5%

Chart- (iii) Annual income: The annual income has been divided in slabs of less than or equal to 2 lakhs, 2-5 lakhs, 5-10 lakhs and more than or equal to 10 lakhs. The survey shows that the maximum employees have their annual income in the slab 2-5 lakhs. 34 employees have their annual income in the slab 2 lakhs, 106 in the slab 2-5 lakhs, 32 in the slab 5-10 lakhs and only 8 in the slab more than 10 lakhs. Annual income 2 lakhs 2-5 lakhs 5-10 lakhs 10 lakhs Code assigned 1 2 3 4 Table- (iv) Total 34 106 32 8 Percentage 19 59 18 4

Annual income
2 lakhs 2-5 lakhs 4% 18% 19% 5-10 lakhs 10 lakhs

59%

Chart- (iv)

Years of working: This includes the years an employee has been working for in his/her present company. This showed that out of 180 employees, 29 have been working for less than 6 months or 1 year, 73 have been working for 1-3 yrs, 55 for 3-5 yrs, 16 for 5-10 yrs and 7 for more than 10 yrs. Thus it has been analysed that only a few employees have been for more than 10 yrs in the same company.

Years < 6 months or 1 yr 1-3 yrs 3-5 yrs 5-10 yrs More than 10 yrs

Code assigned 1 2 3 4 5 Table- (v)

Total 29 73 55 16 7

Percentage 16 40 31 9 4

Years
less than 6 months or 1 yr 1-3 yrs 4% 9% 31% 40% 16% 3-5 yrs 5-10 yrs more than 10 yrs

Chart- (v) Part- II The following factors have been rated on the scale of five. The codes assigned to them include 1 to highly satisfied, 2 to satisfied, 3 to neutral, 4 to dissatisfied and 5 to highly dissatisfied. Thus the survey consists of the following observations. Hours worked each week: Many employees are satisfied for the hours they work each week. This can be shown by the table and pie chart as under.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (vi)

Total 44 105 12 14 5

Percentage 24 58 7 8 3

Hours worked each week

Highly Satisfied Satisfied Neutral 3% 7% 8% 24% Dissatisfied Highly Dissatisfied

58%

Chart- (vi)

Flexibility in scheduling: It has been observed that majority goes with the satisfied employees in this factor. The analysis can be shown as under.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (vii)

Total 31 98 25 20 3

Percentage 18 55 14 11 2

Flexibility in scheduling
Highly Satisfied Satisfied Neutral 2% 11% 14% 18% Dissatisfied Highly Dissatisfied

55%

Chart- (vii)

Location of work: The place where a person works holds an important value. This is one of the important factors that influences an employee. This has been shown as under. Scale Highly satisfied Satisfied Neutral Dissatisfied Code assigned 1 2 3 4 5 Table- (vii) Total 46 68 85 22 42 3 Percentage

Highly dissatisfied

Location of work
Highly Satisfied Satisfied Neutral 2% 23% 12% 38% 25% Dissatisfied Highly Dissatisfied

Chart- (vii)

Amount of paid vacation time/sick leave offered: This factor brings out the following rating on the scale of five. The analysis shows the following details.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (viii)

Total 24 61 34 47 11

Percentage 14 34 19 27 6

Amount of sick leave

Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

6% 27%

14%

34% 19%

Chart- (viii) Salary: The salary satisfaction has been analysed from the survey and this shows that the satisfaction varies from employee to employee with most of been satisfied with it. 1 of the employee was found highly dissatisfied. This has been shown as under. Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Code assigned 1 2 3 4 5 Table- (ix) Total 47 93 23 16 1 Percentage 26 52 13 9 0

Salary
Highly Satisfied Satisfied Neutral 0% 13% 9% 26% Dissatisfied Highly Dissatisfied

52%

Chart- (ix) Opportunities for promotion: Promotion plays an important role in a company and it motivates an employee to work with keen interest which in turns increases productivity in a company. Thus the survey analysis shows the following results.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (x)

Total 26 89 29 27 9

Percentage 15 49 16 15 5

Opportunities for promotion

Highly Satisfied Satisfied Neutral 5% 15% 16% 49% 15% Dissatisfied Highly Dissatisfied

Chart- (x)

Benefits (Health insurance, life insurance etc): Now a day, companies provide such benefits to its employees and it is an extra advantage for the employees. Thus the employees look for such an advantage. The analysis shows that the majority lies with the dissatisfaction of the employees in this respect accounting to 65 employees out of 180. Thus it reveals that most of the employees do not get such benefits from their respective companies.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xi)

Total 17 64 32 65 2

Percentage 9 36 18 36 1

Benefits
Highly Satisfied Satisfied Neutral 1% 9% 36% 36% Dissatisfied Highly Dissatisfied

18%

Chart- (xi) Job security: An employee considers job security to be an important factor. Job security results in good working conditions of an employee. The majority of the employees surveyed were satisfied under this factor. Thus they were found satisfied of job security. This can be shown with the help of a table and a pie chart. Thus the analysis has been conducted.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xii)

Total 36 87 31 21 5

Percentage 20 48 17 12 3

Job security
Highly Satisfied Satisfied Neutral 3% 12% 17% 20% Dissatisfied Highly Dissatisfied

48%

Chart- (xii) Career prospects for its employees: The career prospect refers to the future growth of an employee. Thus it plays a vital role in job satisfaction. The survey showed that 64 were satisfied and 51 were dissatisfied under this factor. 27 employees were even found to be highly satisfied. Data from 3 employees could not be obtained. Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Code assigned 1 2 3 4 5 Table- (xiii) Total 27 64 29 51 6 Percentage 15 36 16 29 4

Career prospects for its employees

Highly Satisfied Satisfied Neutral 4% 29% 16% 15% 36% Dissatisfied Highly Dissatisfied

Chart- (xiii) Recognition for work accomplished: It is very encouraging for an employee if his accomplished work gets recognition. Thus the surveyed showed that majority of the employees were found satisfied accounting to 108 in number and very few to be dissatisfied. This has been shown as under.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xiv)

Total 23 108 26 14 9

Percentage 13 60 14 8 5

Recognition for work accomplished

Highly Satisfied Satisfied 8% 14% Neutral 5% 13% Dissatisfied Highly Dissatisfied

60%

Chart- (xiv)

Relationship with co-workers: It is an important factor in a company for better working environment. It acts as a helping hand in accomplishing a task. Thus the analysis shows the details of various employees as follows.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xv)

Total 40 105 23 8 4

Percentage 22 58 13 5 2

Relationship with co-workers

Highly Satisfied Satisfied Neutral 5% 2% 13% 22% Dissatisfied Highly Dissatisfied

58%

Chart- (xv)

Relationship(s) with your supervisors: Supervisors not only guide their subordinates but also help them in improving their skills and knowledge by acting as a motivating and guiding superiors. The analysis shows that 69 employees are satisfied and 59 are highly satisfied in respect of relationship with their supervisors which is a nice number in total. This has been shown by a table and a pie chart.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xvi)

Total 59 69 27 22 3

Percentage 33 38 15 12 2

Relationship(s) with your supervisors

Highly Satisfied Satisfied Neutral 2% 12% 15% 38% 33% Dissatisfied Highly Dissatisfied

Chart- (xvi)

Relationships with your subordinates (if applicable): If employees have their subordinates, a good relationship between them can result in a good working environment. The subordinates can act as a helping hand by learning and cooperating with the employee. The results show that many of the employees are satisfied with the relationship with their subordinates.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xvii)

Total 51 82 28 14 5

Percentage 28 46 15 8 3

Relationships with your subordinates

Highly Satisfied Satisfied Neutral 8% 15% 46% 3% 28% Dissatisfied Highly Dissatisfied

Chart- (xvii) Opportunity to utilize your skills and talents: The employees feel refreshed and enthusiastic when they get opportunity to utilize their skills and talents in their job. Thus on surveying the employees on this factor, we found that 82 employees out of 180 are satisfied and 7 are highly dissatisfied. The data of 4 employees could not be obtained. The detailed analysis has been shown as under.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xviii)

Total 53 82 21 13 7

Percentage

Opportunity to utilize skills & talents

Highly Satisfied Satisfied 7% 12% Neutral 4% 30% Dissatisfied Highly Dissatisfied

47%

Chart- (xviii)

Opportunity to learn new skills: An employee grows if he/she gets the opportunity to learn new skills in an organization. Thus when this factor was accessed, we found that 31 employees were highly satisfied and 69 were satisfied under this criteria. This has been shown as under.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xix)

Total 31 69 38 38 3

Percentage 17 39 21 21 2

Opportunity to learn new skills

Highly Satisfied Satisfied Neutral 2% 21% 17% Dissatisfied Highly Dissatisfied

21%

39%

Chart- (xix)

Support for additional training and education: Some of the companies provide additional training and education to its employees. So the survey revealed that out of 180 employees, 30 were highly satisfied, 51 were satisfied, 33 were neutral, 62 were dissatisfied and 4 were highly dissatisfied. Thus we can see that the number exceeds in case of the dissatisfied employees considering this factor. The analysis has been shown.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xx)

Total 30 51 33 62 4

Percentage 17 28 18 35 2

Support for additional training & education

Highly Satisfied Satisfied Neutral 2% 35% 17% 28% 18% Dissatisfied Highly Dissatisfied

Chart- (xx)

Variety of job responsibilities: The employee behaviour changes with variety of job responsibilities. Thus the survey showed that most of the employees were satisfied under this factor and only 10 were dissatisfied and 5 were highly dissatisfied. Out of 180, 107 were satisfied and 33 were highly satisfied.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xxi)

Total 33 107 25 10 5

Percentage 18 59 14 6 3

Variety of job responsibilities

Highly Satisfied Satisfied Neutral 6% 3% 14% 18% Dissatisfied Highly Dissatisfied

59%

Chart- (xxi)

Degree of independence associated with your work roles: The survey showed that out of 180 employees, 13 were highly satisfied, 101 were satisfied, 38 were neutral, 22 were dissatisfied and 6 were highly dissatisfied. The analysis has been presented in the form of the table and a pie chart.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xxii)

Total 13 101 38 22 6

Percentage 7 56 21 12 4

Degree of independence associated with your work roles

Highly Satisfied Satisfied 12% 21% 56% Neutral 4% Dissatisfied 7% Highly Dissatisfied

Chart- (xxii)

Adequate opportunity for periodic changes in duties: If an employee gets adequate opportunity for periodic changes in duties, he/she does not suffer from monotony which in turn increases their working efficiency. The survey showed that 83 employees were satisfied and 38 were dissatisfied. The detailed analysis is as under.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xxiii)

Total 13 83 43 38 2

Percentage 7 47 24 21 1

Adequate opportunity for periodic changes in duties

Highly Satisfied Satisfied Neutral 1% 21% 7% Dissatisfied Highly Dissatisfied

24%

47%

Chart- (xxiii)

Overall satisfaction with the job: Thus considering all the above factors, the employees rated their overall satisfaction with the job during the survey. The majority lied with the satisfied employees. Thus out of 180 employees surveyed, 25 were highly satisfied, 118 were satisfied, 17 were neutral, 16 were dissatisfied and 4 were highly dissatisfied. Thus the analysis showed that the overall job satisfaction is the combination of all the above factors and thus they played an important part during the analysis. The overall job satisfaction has been presented in the form of a table and a

pie chart shown as under.

Scale Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

Code assigned 1 2 3 4 5 Table- (xxiv)

Total 25 118 17 16 4

Percentage 14 66 9 9 2

Overall satisfaction with the job

Highly Satisfied Satisfied Neutral 2% 9% 9% 14% Dissatisfied Highly Dissatisfied

66%

Chart- (xxiv)

CONCLUSION
As evidenced by this study, several factors influence employees job satisfaction, and these factors are dynamic. Job dissatisfaction can contribute to multiple organizational problems and has been associated with increased levels of turnover and absenteeism, which ultimately cost the organization in terms of low performance and decreased productivity. It is important for HR, as a strategic business partner, to be aware of not only the needs and composition of the workforce but also environmental factors and trends. One point of interest is how the external environment drives satisfaction. Not that any one item is not important, but priorities shift, so HR has to be mindful of what is going on in the external environmentwhether in the economy, political landscape or domestic or international orientation. Thus out of 180 employees surveyed, the overall job satisfaction resulted in 14% of highly satisfied employees, 66% of satisfied employees, 9% of employees were neutral and 9% of dissatisfied employees and 2% of the highly dissatisfied employees. Thus the survey revealed interesting results when analysed.