EMPLOYEES JOB SATISFACTION

A SYNOPSIS
Under the guidance Of
__________________________
Submitted by
Srishti Srivastava
Roll. No. 1305006058

in partial fulfillment o f the requirement

for the award of the degree

Of

MBA
IN

[Human Resource Management]

<October> & <2014>

SYNOPSIS
Name

Srishti Srivastava

Roll Number

1305006058

Specialization

HR

Contact Number

8858705445

E Mail

ani.srishti91@gmail.com

TITLE OF THE PROJECT: EMPLOYEES JOB SATISFACTION FOR JVL AGRO

INDUSTRIES LIMITED.
MR. VIVEK SINGH AND HR MANAGER OF JAVL AGRO INDUSTRIES
LIMITED.
MS. VANDANA NIGAM AND FACULTY

INTRODUCTION TO TOPIC
Different authors give various definitions of job satisfaction.
Some of them are taken from the book of D.M. Pestonjee
Motivation and Job Satisfaction which are given below:
Job satisfaction is defined as a pleasurable, emotional, state
resulting from appraisal of ones job. An effective reaction to
ones job.
Job satisfaction is general attitude, which is the result of many
specific attitudes in three areas namely:
Specific job factors
Individual characteristics
Group relationship outside the job
Job satisfaction is defined, as it is result of various a ttitudes the
person hold towards the job, towards the related factors and
towards the life in general. Job satisfaction is defined as any
contribution,

psychological,

physical,

and

environmental

circumstances that cause a person truthfully say, I am sati sfied

with my job. Job satisfaction is defined, as employees
judgment of how well his job on a whole i s satisfying his various
needs Job satisfaction is defined as a pleasurable or positive
state of mind resulting from appraisal of ones job or job
experiences.

IMPORTANCE OF JOB SATISFACTION

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 wo rker 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

 IMPORTANCE TO WORKER AND ORGANIZATION

Job satisfaction and occupational success are major factors in personal

satisfaction, self-respect, self-esteem, and self-development. To the worker,
job satisfaction brings a pleasurable emotional state that can 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
is motivated and committed to high quality performance. Increased
productivity- the quantity and quality of output per hour worked- seems to
be a byproduct of improved quality of working life. It is important to note
that the literature on the relationship between job satisfaction and
productivity is neither conclusive nor consistent.
However, studies dating back to Herzbergs (1957) have shown at least low
correlation between high morale and high productivity and it does seem
logical that more satisfied workers will tend to add more value to an
organization.
Unhappy employees, who are motivated by fear of loss of job, will not give
100 percent of their effort for very long. Though fear is a powerful
motivator, it is also a temporary one, and also as soon as the threat is lifted
performance will decline.
Job satisfaction benefits the organization includes reduction in complaints
and grievances, absenteeism, turnover, and termination; as well as improved

punctuality and worker morale. Job satisfaction is also linked with a

healthier work force and has been found to be a good indicator of longevity.
Although only little correlation has been found between job satisfaction and
productivity, Brown (1996) notes that some employers have found that
satisfying or delighting employees is a prerequisite to satisfying or
delighting customers, thus protecting the bottom line.
Job satisfaction in regards to ones feeling or state of mind regarding nature
of their work. Job can be influenced by variety of factors like quality of
ones relationship with their supervisor, quality of physical environment in
which they work, degree of fulfillment in their work, etc.

Positive attitude towards job are equivalent to job satisfaction where as

negative attitude towards job has been defined variously from time to time.
In short job satisfaction is a persons attitude towards job.

Job satisfaction is an attitude which results from balancing & summation of

many specific likes and dislikes experienced in connection with the jobtheir evaluation may rest largely upon ones success or failure in the
achievement of personal objective and upon perceived combination of the
job and combination towards these ends.

According to pestonejee, Job satisfaction can be taken as a summation of

employees feelings in four important areas. These are:

1. Job-nature of work (dull, dangerous, interesting), hours of work,

fellow workers, opportunities on the job for promotion and
advancement (prospects), overtime regulations, interest in work,
physical environment, and machines and tools.
2. Management- supervisory treatment, participation, rewards and
punishments, praises and blames, leaves policy and favoritism.
3. Social relations- friends and associates, neighbors, attitudes towards
people in community, participation in social activity scalability and
caste barrier.
4. Personal adjustment-health and emotionality.
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 benefits the organization includes reduction in complaints
and grievances, absenteeism, turnover, and termination; as well as improved
punctuality and worker morale. Job satisfaction is also linked with a
healthier work force and has been found to be a good indicator of longevity.
Job satisfaction is not synonyms with organizational morale, which the
possessions of feeling have being accepted by and belonging to a group of
employees through adherence to common goals and confidence in
desirability of these goals.
Morale is the by-product of the group, while job satisfaction is more an
individual state of mind.

The

company

was

originally

incorporated

to

manufacture

Vanaspati Ghee but now company h as diversified in the field of

manufacturing of refined oil and Mustered oil also. It has
increased it production over a period of time and today it is the
single largest unit manufacturing Vanaspati Ghee in India. Today
we are the fast growing FMCG Company.
Shri

JHUNJHUNWALA

Chairman

of

the

company,

promoted the company.

Shri S N JHUNJHUNWALA, managing director and Shri Adarsh
JHUNJHUNWALA,
Whole Time director, are playing key role in the business of the
company and are also Promoters.
The company is having strong marketing network throughout
India level for smooth and fast distribution of product. We are catering
to the entire states of Uttar Pradesh and Bihar. Now we have started
selling over product in the state of Madhya Pradesh, Gujarat,
Rajasthan, Himachal Pradesh, Delhi, Haryana and Punjab with a
view to increase the market share. The product is available in all
the packing that is 200 ml, 500 ml, 1 liter, 2 liter, 5 liter, 10
Liter, 15 liter and 15 kg in Tins and jars for the easy
convenience to buy by the Consumer. The present production of
the company is 400 TPD of Vanaspati Ghee and 60 TPD of
Refined oil in its Nagpur plant and 225 TDP of Solvent plant at
Alwar Unit.

RESEARCH METHODOLOGY
4.1 INTRODUCTION

Research refers to a search for knowledge. It is a systematic method of

collecting and recording the facts in the form of numerical data relevant to
the formulated problem and arriving at certain conclusions over the problem
based on collected data.

Thus formulation of the problem is the first and foremost step in the research
process followed by the collection, recording, tabulation and analysis and
drawing the conclusions. The problem formulation starts with defining the
problem or number of problems in the functional area. To detect the
functional area and locate the exact problem is most important part of any
research as the whole research is based on the problem.

According to Clifford Woody research comprises defining and redefining

problems, formulating hypothesis or suggested solutions: collecting,
organizing and evaluating data: making deductions and reaching
conclusions: and at last carefully testing the conclusions to determine
whether they fit the formulating hypothesis.
Research can be defined as the manipulation of things, concepts or symbols
for the purpose of generalizing to extend, correct or verify knowledge,

whether that knowledge aids in construction of theory or in the practice of an

art
In short, the search for knowledge through objective and systematic method
of finding solution to a problem is research.
4.2 DRAFTING QUESTIONNAIRE

The questionnaire is considered as the most important thing in a survey

operation. Hence it should be carefully constructed. Structured questionnaire
consist of only fixed alternative questions. Such type of questionnaire is
inexpensive to analysis and easy to administer. All questions are closed
ended.

4.3SAMPLING
It was divided into following parts:

Sampling universe
All the employees are the sampling universe for the research.

Sampling technique
Judgmental sampling
Sample was taken on judgmental basis. The advantage of sampling are that it
is much less costly, quicker and analysis will become easier. Sample size
taken was 100 employees.
4.4 RESEARCH OBJECTIVES
The research has been undertaken with following objectives.

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 To study the level of job satisfaction among the employees of

Organization
To study the methods of measuring job satisfaction

4.5 DATA COLLECTION

The task of data collection begins after the research problem has been
defined and research design chalked out. While deciding the method of data
collection to be used for the study, the researcher should keep in mind two
types of data viz. Primary and secondary data.
Primary Data: The primary data are those, which are collected afresh and for the first time
and thus happen to be original in character. The primary data were collected
through well-designed and structured questionnaires based on the objectives.
Secondary Data:
The secondary data are those, which have already been collected by
someone else and passed through statistical process. The secondary data
required of the research was collected through various newspapers, and
Internet etc.

4.6 RELEVANCE AND LIMITATIONS OF STUDY

The study was thoughtful for knowing the existing job satisfaction level of
the employees of ORGANIZATION Agro industries.
Limitation for the study, the study was restricted to ORGANIZATION Agro
industries only and other being the time as constraint.

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REVIEW OF LITERATURE
2.1 Introduction
This chapters main objective is to address the different kind of definitions,
theories and perspectives, which was viewed by numerous authors and
management scientists, with respect to satisfaction. Also through this
literature survey, researcher described what are the factors affected to the job
satisfaction, outcomes of satisfaction and previous researches related to the
job satisfaction. Therefore through a literature survey, researches will be in a
position to study and describe the general position of the subject concerned.
2.2 Job Satisfaction
A Hawthorne study was the one of biggest study of job satisfaction. This
study (1924 -1933) was conducted by the Elton Mayo of the Harvard
Business School to find out the effect of various conditions of workers
productivity. These studies ultimately showed that novel changes in work
conditions temporarily increase productivity. It is called the Hawthorne
Effects.

This finding provided strong evidence that people work for

purposes other than pay, which paved the way for researchers to investigate
other factors in job satisfaction.
Scientific management also had a significant impact on the study of job
satisfaction. Principles of Scientific Management book (Taylor, 1911) was
argued that there was a single best way to perform any given work task. This

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book contributed to a change in industrial production philosophies, causing a

shift from skilled labor and piecework towards the more modern approach of
assembly lines and hourly wages. Therefore industries greatly increased
productivity because workers were forced to work at a faster pace. However,
workers became exhausted and dissatisfied, thus leaving researchers with
new questions to answer regarding job satisfaction. It should also be noted
that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set
the tone for Taylors work.
Some argue that Maslows hierarchy of needs theory, a motivation theory,
laid the foundation for job satisfaction theory. This theory explains that
people seek to satisfy five specific needs in life physiological needs, safety
needs, social needs, self-esteem needs, and self-actualization. This model
served as a good basis from which early researchers could develop job
satisfaction theories.
2.3 Dimensions of Job Satisfaction
According to the Luthan 2002, there are three generally accepted dimensions
of job satisfaction.
1. Job satisfaction is an emotional response to a job situation.
2. Job satisfaction is often determined by how well outcomes meet or
exceed expectations. For example, if organizational participants feel
that they are working much harder than others in the same
organization, but are receiving fewer rewards, they will probably have
a negative attitude towards the work.

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3. Job satisfaction represent several attitudes, they are:

a. Pay
b. Promotion opportunities
c. Working conditions
d. Co-worker relationship
e. Supervision
f. The work nature
2.4 Need Hierarchy Theory for Job Satisfaction
One of the most widely mentioned theories of motivation is the hierarchy of
needs theory put forth by psychologist Abraham Maslow. Maslow saw
human needs in the form of a hierarchy, ascending from the lowest to the
highest, and he concluded that when one set of needs is satisfied, this kind of
need ceases to be a motivator.
As per his theory these needs are:
Physiological needs

These are important needs for sustaining the

human life. Food, water, warmth, shelter, sleep, medicine and education are
the basic physiological needs which fall in the primary list of need
satisfaction. Maslow was of an opinion that until these needs were satisfied
to a degree to maintain life, no other motivating factors can work.
Security or Safety needs :

These are the needs to be free of physical

danger and of the fear of losing a job, property, food or shelter. It also
includes protection against any emotional harm.

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Social needs:

Since people are social beings, they need to belong and

be accepted by others. People try to satisfy their need for affection,

acceptance and friendship.
Esteem needs

According to Maslow, once people begin to satisfy

their need to belong, they tend to want to be held in esteem both by

themselves and by others. This kind of need produces such satisfaction as
power, prestige status and self-confidence. It includes both internal esteem
factors like self-respect, autonomy and achievements and external esteem
factors such as states, recognition and attention.
Need for self-actualization

Maslow regards this as the highest

need in his hierarchy. It is the drive to become what one is capable of

becoming; it includes growth, achieving ones potential and self-fulfillment.
It is to maximize ones potential and to accomplish something.
As each of these needs is substantially satisfied, the next need becomes
dominant. From the standpoint of motivation, the theory would say that
although no need is ever fully gratified, a substantially satisfied need no
longer motivates. So if someone wants to motivate other one, need to
understand what level of the hierarchy that person is on and focus on
satisfying those needs or needs above that level. Maslows need theory has
received wide recognition, particularly among practicing managers. This can
be attributed to the theorys intuitive logic and ease of understanding.

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4.7 CHAPTERISATION
1. Introduction
2. Research methodology
3. Organizational profile
4. Data presentation, analysis and interpretation
5. Conclusions and suggestions.

16

BIBLIOGRAPHY

Books:
Hitt, Miller, Colella Organizational Behavior A Strategic Approach,
Wiley Students Edition.
Luthans Fred Organizational Behavior, McGraw Hill 7th Edition.
Newstrom John W., Davis Keith, Organizational Behavior Human
Resource At Work, 9th Edition, Tata McGraw Hill Edition.
Pestonjee D. M.

Motivation and Job Satisfaction, 1st Edition.

Macmillan India Limited.

Websites: www.hrcouncil.com
www.workforce.com
www.google.com

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