An Analytical Study On Factors of Job S

An Analytical Study On Factors Of Job S
CHAPTER
INTRODUCTION
N.M.D. COLOLEGE
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JOB SATISFACTION
INTRODUCTION OF JOB SATISFACTION
Job satisfaction describes how happy an individual is with his or her job. The happier
people are within their job, the more satisfied they are said to be. Logic
would dictate that the most satisfiedbethebest (h performers and vice versa. This is
called the "happy employee" hypothesis.
A primary influence on job satisfaction is the application of Job design, which aims to
enhance job satisfaction and performance using methods such as job rotation, job
enlargement, job enrichment and job re-engineering.
Other influences on satisfaction include management styles and culture, employee

involvement, empowerment, and autonomous work position. Job satisfaction is a very
important attribute and is frequently measured by organizations.
Job satisfaction is the feelings people have about their jobs.
Job satisfaction takes into account feelings, beliefs, and behaviors.
Job satisfaction is an association of attitudes held by an o The way each employee

responds towards their work is an indication of the commitment towards their employers.
DEFINITION OF JOB SATISFACTION
Simply Put,Job Satisfaction Is An Attitude People Have About Their
Jobs.
BEERS Defines Job SatisfactionTheAttitudeOfWorkersAsTowards The
Company,
Their Jobs, Their Fellow Workers And Other Psychological Objects In The
Work Environment.
LOCKE Defines Job SatisfactionAPleasurableOrAPositive Emotional

State
Resulting From The Appraisal Of One
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PERSONAL DETERMINANTS OF JOB SATISFACTION

As work is one of the necessary aspects of the total life experience of the individual, it
becomes important to examine how his personal characteristics influence his job
satisfaction.
Personal characteristics refer to such bio-graphical variables as Age, Marital status,

Education, Gender, Work experience and Income.
1) Age :
The relationship between age and job satisfaction could be complex. As the person
would grow, he would get greater satisfaction with his job, particularly because of the
experience and the ease with which he would be able to perform it.
2) Gender :
Gender is also one of the personal factor which has impact on job satisfaction , because
male and female are having different working capability.
3) Marital status :
It is assumed that with the increasing responsibilities placed on an individual because of
marriage, he would value his job little more than an unmarried employee.
4) Educational Qualification :
It is found that the higher the education, the higher was the job satisfaction and viceversa.
5) Work Experience :
It shows that as a person reaches to period close towards retirement, his satisfaction
level increases because of the lack of alternative opportunities available to him.
6) Family Size :
Research shows that there is no significant relationship between family size and job
satisfaction.
7) Income :
The significance of income to the workers stated that higher income should lead to
higher job satisfaction.
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PERSONAL DETERMINANTS OF JOB SATISFACTION
Age
Monthly
Gender
Income
Ability
Requried For
Educational
Perfoming
Personal
Qualification
Job
Determinants
Of Job
Satisfaction
Family Type
Work
Experience
Family Size
Material
Status
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OTHER DETERMINANTS OF JOB SATISFACTION
1) THE WORK ITSELF :
The nature of the work performed by employees has a significant impact on their level
of job satisfaction. Employees derive satisfaction from work that is interesting and
challenging and a job that provides them with status
It is advocated that work that is personally interesting to employees is likely to

contribute to job satisfaction.
2) PAY :
Pay refers to the amount of financial compensation that an individual receives as well as
the extent to which such compensation is perceived to be equitable.
Employees seek pay systems that are perceived as just, unambiguous, and in line with
their expectations. When pay is commensurate with job demands, individual skill level,
and community pay standards , satisfaction is likely to be the result.
3) SUPERVISION :
Research indicates that the quality of the supervisor-subordinate relationship will have a
significant, positive influence on the employees overall level of job satisfaction.
Individuals are likely to have high levels of job satisfaction if superiors provide them
with support and co-operation in completing their tasks.
4) PROMOTION :
An Employee opportunity for promotion is also likely to exert an influence on job

satisfaction.
Promotion provides opportunities for personal growth, increased responsibility, and

increased social status.
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5) WORK GROUP :
Relationships with both co-workers and supervisors are important. Some studies have
shown that the better the relationship, the greater the level of job satisfaction.
6) WORKING CONDITIONS :
Working conditions is another factor that has a moderate impact on the

employeessatisfactionjob.Ifpeople work in a clean, friendly environment they will find it
easier to come to work. If the opposite should happen, they will find it difficult to
accomplish tasks.
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CHAPTER
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ORGANIZATIONAL PROFILE
NAGAR PARISHAD GONDIA

The Nagar parishad of Gondia was established on 1 April 1920. Earlier there were only
ten ward members, but now it has increased to forty members. Seth Ramprasad
Agarwal was the first president of Gondia, while the first CO was G V Kanhe. At that
time, the population of Gondia was only 20,000, but now it has increased to above
150,000. The area of Gondia is 18 sq km. In 1949, the area of the city was increased
according to CP & Berar, but after that there has been no increase in the area of the city
despite the increase in the population. Gondia has seen 20 Presidents, and 13 times the
work of Nagarparishad was under administration. The longest serving President of
Gondia Municipal Council is Shri. Manoharbhai Patel and after him Shri Ramnath Asekar
was president for 11 years.
HISTORY
According to Census of India, 1991, there are 3255 Urban Local Bodies (ULB)s in the
country; classified into four major categories of
Municipal Corporation
Municipalities (Municipal Council, Municipal Board, Municipal Committee)
Town Area Committee
Notified Area Committee
The municipal corporations and municipalities are fully representative bodies, while the
notified area committees and town area committees are either fully or partially
nominated bodies.
As per the Indian Constitution, 74th Amendment Act of 1992, the latter two categories
of towns are to be designated as municipalities or nagar panchayats with elected
[1]
bodies.
Until the amendments in state municipal legislations, which were mostly
made in 1994, municipal authorities were organized on a Latin: ultra vires (beyond the
authority) basis and the state governments were free to extend or control the functional
sphere through executive decisions without an amendment to the legislative provisions.
After the 74th Amendment was enacted there are only three categories of urban local
bodies:
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PURPOSE
The purpose of municipal governance and strategic urban planning in a country is to
create effective, responsive, democratic, transparent, accountable local governance
framework organized according to a rational structure that promotes responsiveness
and accountability; to provide responsive policy guidance and assistance to sub-national
entities; to strengthen the legal, fiscal, economic and service delivery functions of
municipalities ; and to foster greater citizen participation in the governance of local
bodies.
DUTIES OF NAGAR PARISHAD
Pest Control
Education,
Collection Of Property Taxes

Hygiene
recreation
Building regulations
Road & bridge Construction
Birth registration
http://en.wikipedia.org/wiki/Public_health
http://en.wikipedia.org/wiki/Public_safety
public health
public safety,
http://en.wikipedia.org/wiki/Municipal_infrastructure
http://en.wikipedia.org/wiki/Water_supply
http://en.wikipedia.org/wiki/Sanitary_sewer
http://en.wikipedia.org/wiki/Sanitation
Sewerage
Sanitation
Fire protection,
public infrastructure
Water supply,
Death certificate
Town planning
Family planning
Street lighting
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GONDIA CITY
Gondia, or Gondiya (Marathi: ),isacity in the state of Maharashtra in Central
India, and is the administrative headquarters of the Gondia District. Gondia is also
known as Rice City due to the abundance of rice mills in the area. It is a very important
city in the Vidarbha region. Gondia is very close to the state of Madhya Pradesh, and is
considered the gateway to Maharashtra from Central and Eastern India.There are large
number of rice mills and some small scale tobacco industries.
In ancient time, this region was ruled over by Gond kings. The rich dense forest reflects
the cultur of Gond people the main business at that time was to collect lak (sealing wax)
from Palas tree and Gum from Babul tree, Gum is called as Gond in Hindi, therefore the
name Gondia is tagged to the place.
GONDIA MUNICIPALITY
The Nagar parishad of Gondia was established on 1 April 1920. Earlier there were only
ten ward members, but now it has increased to forty members. Seth Ramprasad
Agarwal was the first president of Gondia, while the first CO was G V Kanhe. At that
time, the population of Gondia was only 20,000, but now it has increased to above
150,000. The area of Gondia is 18 sq km. In 1949, the area of the city was increased
according to CP & Berar, but after that there has been no increase in the area of the city
despite the increase in the population. Gondia has seen 20 Presidents, and 13 times the
work of Nagarparishad was under administration. The longest serving President of
Gondia Municipal Council is Shri. Manoharbhai Patel and after him Shri Ramnath Asekar
was president for 11 years.
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RESPONSIBILITIES
The municipal bodies of India are vested with a long list of functions delegated to them
by the state governments under the municipal legislation. These functions broadly
relate to public health, welfare, regulatory functions, public safety, public infrastructure
works, and development activities.
Public health includes Water supply, Sewerage and Sanitation, eradication of

communicable diseases etc.; welfare includes public facilities such as Education,
recreation, etc.; regulatory functions related to prescribing and enforcing Building
regulations, encroachments on public land, Birth registration and Death certificate,
etc.; public safety includes Fire protection, Street lighting, etc.; public works measures
such as construction and maintenance of inner city roads, etc.; and development
functions related to Town planning and development of commercial markets. In addition
to the legally assigned functions, the sectoral departments of the state government
often assign unilaterally, and on an agency basis, various functions such as Family
planning, Nutrition and slum improvement, disease and Epidemic control, etc.
The Twelfth Schedule of Constitution (Article 243 w) provides an illustrative list of

eighteen functions, that may be entrusted to the municipalities.
Besides the traditional core functions of municipalities, it also includes development

functions like planning for Economic development and Social justice, urban poverty
alleviation programs and promotion of cultural, educational and aesthetic aspects.
However, conformity legislation enacted by the state governments indicate wide
variations in this regard. Whereas Bihar, Gujarat, Himachal Pradesh, Haryana, Manipur,
Punjab and Rajasthan have included all the functions as enlisted in the Twelfth Schedule
in their amended state municipal laws, Andhra Pradesh has not made any changes in
the existing list of municipal functions. Karnataka, Kerala, Madhya Pradesh,
Maharashtra, Odisha, Tamil Nadu, Uttar Pradesh and West Bengal states have amended
their municipal laws to add additional functions in the list of municipal functions as
suggested in the twelfth schedule.
There is a lot of difference in the assignment of obligatory and discretionary functions to

the municipal bodies among the states. Whereas functions like planning for the social
and economic development, urban forestry and protection of the environment and
promotion of ecological aspects are obligatory functions for the municipalities of

Maharashtra, in Karnataka these are discretionary functions.
Provision of water supply and sewerage in several states has either been taken over by
the state governments or transferred to state agencies. For example in Tamil Nadu,
Madhya Pradesh and Gujarat, water supply and sewerage works are being carried out
by the state level Public Health Engineering Department or Water Supply and Sewerage
Boards, while liability for repayment of loans and maintenance are with the
municipalities. Besides these state level agencies, City Improvement Trusts and Urban
Development Authorities, like Delhi Development Authority (DDA), have been set up in
N.M.D. COLOLEGE
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a number of cities. These agencies usually undertake land acquisition and development
works, and take up remunerative projects such as markets and commercial complexes,
etc. The Municipal bodies in most cases have been left only with the functions of
garbage collection, garbage disposal, street lighting, construction and maintenance of
roads, etc.
In terms of fiscal federalism, functions whose benefits largely confine to municipal

jurisdictions and may be termed as the essentially municipal functions. Similarly, functions
that involve substantial economics of scale or are of national interest may not be
assigned to small local bodies. For valid reasons, certain functions of higher authorities
are appropriate to be entrusted with the Municipalities as if under principal-agent
contracts and may be called agency functions that need to be financed by
intergovernmental revenues. Thus instead of continuing the traditional distinction
between obligatory and discretionary functions the municipal responsibilities may be
grouped into essentially municipal, joint and agency functions.
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SUGGESTED MUNICIPAL FUNCTIONS

The suggested functions to municipal corporations, municipalities and nagar panchayats are
listed in the table below.
ESSENTIALLY
MUNICIPAL
MUNICIPAL
NAGAR
MUNICIPAL
CORPORATION
COUNCIL
PARISHAD
FUNCTIONS
Urban planning including
Yes
Yes
Yes
town planning
Regulation of land-use
and construction of Yes Yes Yes buildings
Planning for economic
Yes
Yes
Yes
and social development
Roads and bridges

Yes
Yes
Yes
Water supply domestic,
Industrial and commercial

Yes
Yes
Yes
purposes
Public health, sanitation,
conservancy and solid

Yes
Yes
Yes
waste management
Fire services
Yes
Yes
No
Urban forestry
Yes
Yes
Yes
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Preventive Health Care
Yes
Yes
Yes
Provision of urban
amenities and facilities
Yes
Yes
Yes
such as parks, gardens,
playgrounds
Burials and burial
grounds, cremations,
Yes
Yes
Yes
cremation ghats/grounds
and electric crematoria
Cattle pounds, prevention

Yes
Yes
Yes
of cruelty to animals
Vital statistics including
registration of births and
Yes
Yes
Yes
deaths
Street lighting
Yes
Yes
Yes
Parking lots, bus stops
Yes
Yes
Yes
and public conveniences
Regulation of slaughter
Yes
Yes
Yes
houses and tanneries
Slum improvement and
Yes
Yes
Yes
up gradation
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AGENCY FUNCTIONS
Protection of the
environment and
Yes
Yes
Yes
promotion of ecological
aspects
Safeguarding the
interests of weaker
sections of society,
Yes
Yes
Yes
including the
handicapped and the
mentally retarded
Urban poverty alleviation

Yes
Yes
Yes
Promotion of cultural,
education and aesthetic

Yes
Yes
Yes
aspects
Primary Education
Yes
Yes
yes
Primary Health Care

Yes
Yes
yes
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CHAPTER
RESEARCH METHODOLOGY
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RESEARCH METHODOLOGY
RESEARCH
Research is a systematized effort to gain new knowledge. For carrying out a research or
study different methodologies are applied which have their own Pros and Cons.
Methodology is the systematic procedure to reach to the conclusion part of the study.
METHOD OF SAMPLING
Simple Random Sampling is used.
Sample Size : Total 30 samples were selected.
COLLECTION OF DATA
The primary data collected from employees of the company with the help of Personal
Interview by using Structured Questionnaire and Observation method.
Also the personal interview conducted with HR manager to discuss some policy matters
of company and workers related issues.
The sources for Secondary data are Internet; brochures of the company.
Paper Based Sources :In paper based sources books were included.
Electronic sources: In this sources, help of internet was taken.
ANALYSIS OF DATA
Data collected through above said method and data analysis has been done through
proper tools like Microsoft Excel.
Descriptive analysis with the help of Charts, Graphs, Tables etc.
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RESEARCH TABLE
Universe
NAGAR PARISHAD office, Gondia.
Sample unit
Employees
Sample size
30 employees
Research type
Analytical
Sampling plan
Random sampling
Statistical scale
Rating and Ranking scale
Collection of data:-
1. Primary data
Though questionnaire filled by 30
employees
2. Secondary data
Internet and Books
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OBJECTIVES
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OBJECTIVES
One of the Principles of management is that all the work performed in an organization
should, in some way, directly or indirectly contribute to the objectives of that
organization. These means that determination of objectives, purpose or goal is of prime
importance and is a prerequisite to the solution of most management problems. The
same is the case in this study also. These following objectives are formulated as guiding
principle of study.
OBJECTIVE OF THE STUDY
To study the behavior of employees towards their company.
To study the Job Security of employees provided by the company.
To study the employees Welfare Facilities provided by the company.
To study the Employees and Management Relationship in the company.
To study various factors affecting the Job Satisfaction of employees in Organization.
To identify the most important and least important factors of Job Satisfaction among the
employees.
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HYPOTHESIS OF THE STUDY

Hypothesis is considered as a main instrument in research. It stands for the midpoint in
the research. Hypothesis is the productive statement capable of being tested by
scientific method that related to independent variable to some dependent variable. It is
the proposed assumption, explanation, supposition or solution to be proved or
disproved. Hypothesis gives us guideline for an investigation to be carried out on the
basis of previous available information. The use of a hypothesis thus prevents a blind
search and indiscriminate gathering of data which may later prove irrelevant to the
problem under study. For the purpose of our study the following hypothesis, are
formulated:-
Welfare facilities are the most important factor of the job satisfaction.
Salary plays an important role for employee Job Satisfaction.
Working Environment of organization plays a vital role in Job Satisfaction .
Welfare facilities are the most important factor of the job

satisfaction.
H2
Salary plays an important role for
employee Job Satisfaction.
Working Environment of organization plays a vital role in Job

Satisfaction.
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CHAPTER: 6
DATA ANALYSIS AND
INTERPRETATION
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PART
1. Age of Respondents
18-35
56 yrs &
Age
yrs
36-55 yrs
Above
Total
No. Of Respondents
6
21
3
30
Percentage %
20%
70%
10%
100%
AGE GROUP
10%
20%
18-35 yrs
36-55 yrs
56 yrs & Above

70%
Interpretation
From the above graph, it is interpreted that 70% of respondents belongs to 36-55 yrs. 20%
respondents belongs to 18-55 yrs and few are belongs 56 yrs &above of age group.
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2. Respondents Gender
Gender
Male
Female
Total
No. Of Respondents
21
9
30
Percentage %
70%
30%
100%
GENDER
30%
Male
70%
Female
Interpretation
According to the graph, most than 70% are Males, only few are Females.
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3. Educational Qualification
Educational
Post
Qualification
S.S.C.
H.S.C.
Graduate
Graduate
Total
No. Of Respondents
9
6
9
6
30
Percentage %
30%
20%
30%
20%
100%
EDUCATIONAL QUALIFICATION
0%
30%
Upto 1 year
60%
10%
5-10 Years
More Than 10 Years
1-5 Years
Interpretation
From above Bar graph, 30% of respondents are Graduate, 20% of respondents are H.S.C
passed, 30% of respondents are S.S.C passed, while remaining are Post graduate (i.e.20%)
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4. Work Experience of Respondents
Upto 1
1-5
Work Experience
year
Years
5-10 Years
More Than 10 Years
Total
No. Of Respondents
0
9
3
18
30
Percentage %
0%
30%
10%
60%
100%
WORK EXPERIENCE
0%
30%
60%
Upto 1 year
1-5 Years
10%
5-10 Years
More Than 10 Years
Interpretation
From the graph shown above, Maximum no. of respondents has a work experience of 510yrs.And more than 60% of respondents has a work experience of more than 10 yrs, while
the rest has 1-5yrs of experience.
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5. Marital Status of Respondents
Marital Status
Married
Unmarried
Total
No. Of Respondents
24
6
30
Percentage %
80%
20%
100%
MARTIAL STATUS
20%
Married
Unmarried
80%
Interpretation
According to the graph, more than 80% of respondents are
Married and only 20% of respondents are Unmarried.
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6. Family Size of Respondents
1-3
Family Size
Persons
4-7 Persons
Above 7 Person
Total
No. Of Respondents
18
9
3
30
Percentage %
60%
30%
10%
100%
FAMILY SIZE
10%
30%
60%
1-3 Persons
4-7 Persons
Above 7 Person
Interpretation
As per graph it is shown that, 60% of respondents belongs to 1-3 Members as Family size,
30% of respondents belongs to 4-7 members as Family size, apart from that remaining
belongs to more than 7 members as Family size.
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7. Ability required for Performing Job
Mental
Ability
Ability
Physical Ability
Mental & Physical Ability
Total
No. Of Respondents
15
10
5
30
Percentage %
50%
33%
17%
100%
ABILITY
17%
50%
Mental Ability
Physical Abilty
33%
Mental & Physical Ability
Interpretation
According to graph, 50% of respondents requires mental ability to perform the work, and
more than 30% of respondents requires only physical ability to perform the work,.
While remaining requires either mental or physical ability to perform the work.
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8. Family Type of Respondents
Family Type
Nuclear Family
Joint Family
Total
No. Of Respondents
22
8
30
Percentage %
73%
27%
100%
FAMILY TYPE
27%
Nuclear Family
73%
Joint Family
Interpretation
As per graph, 73% of respondents belongs to nuclear family, while remaining belongs to joint
family.
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9. Income of Respondents
21000 &
Income
3000-9000
9000-15000
15000-21000
Above
Total
No. Of Respondents
6
3
3
18
30
Percentage %
20%
10%
10%
60%
100%
INCOME
20%
10%
3000-9000
60%
9000-15000
10%
15000-21000
21000 & Above
Interpretation
As per the graph shown above, more than 20% of respondents belongs to Rs. 3000-9000 of
income group, while 10% of respondents belongs to Rs. 21000 & above of income group and
very few belongs to Rs. 9000-15000 or 15000-21000 income group.
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PART B
1. Working conditions in your organizations
WORKING CONDITIONS
0%
10%
30%
Highly Satisfied
Satisfied
50%
10%
Average
Dissatisfied
Highly Dissatified
Interpretation
According to the graph, more than 85% of respondents are Satisfied and remaining are Not
Satisfied with Working conditions in Organization.
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2. Work Load Assigned to Employees
WORK LOAD
0%
10%
30%
Highly Satisfied
Satisfied
Average
50%
10%
Dissatisfied
Highly Dissatified
Interpretation
As per graph, 30% of respondents are Highly Satisfied and 60% of respondents are Satisfied
while remaining are Not Satisfied with work load.
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3. Relationship with Peers and Subordinates
RELATIONSHIP
0%
10%
30%
Highly Satisfied
Satisfied
Average
50%
10%
Dissatisfied
Highly Dissatified
Interpretation
From the above graph, It is shown that maximum no. of respondents are Satisfied and only
3% of respondents are not Satisfied with respect to their relationship with Peers and
Subordinates.
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4. Nature of Work in Organization
NATURE OF WORK
0%
10%
30%
Highly Satisfied
Satisfied
Average
50%
10%
Dissatisfied
Highly Dissatified
Interpretation
As per graph, 90% of respondents are Satisfied while 10% of respondent are Dissatisfied with
Nature of Work in Organization.
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5. Growth and Development of Employees
GROWTH & DEVELPOMENT
0%
10%
30%
Highly Satisfied
Satisfied
Average
50%
10%
Dissatisfied
Highly Dissatified
Interpretation
Above graph shows that, more than 85% of respondents are Satisfied and 10% of
respondents are Not Satisfied with respect to Growth and Development opportunities for
employees.
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6. Feedback given by Superiors
FEEDBACK
0%
10%
30%
Highly Satisfied
Satisfied
50%
10%
Average
Dissatisfied
Highly Dissatified
Interpretation
As shown in graph, 100% of respondents are Agree, while no one is dis agree with the
superior's feedback given to them for improving their performance.
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7. Work Culture followed in Company
WORK CULTURE
0%
10%
30%
Highly Satisfied
Satisfied
Average
50%
10%
Dissatisfied
Highly Dissatified
Interpretation
According to the graph, 70% of respondents are Satisfied , and 10% of respondents are
Dissatisfied with the work
culture followed in company.
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8. Feel of Social Status because of Job
SOCIAL STATUS
0%
10%
30%
Highly Satisfied
Satisfied
50%
10%
Average
Dissatisfied
Highly Dissatified
Interpretation
As per bar graph shown above, only 20% of respondents are Highly Satisfied, 50% of
respondents are satisfied, 30% of respondents are at Averagely satisfied. No one is
dissatisfied with regards to feel of social status because of job.
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9. Welfare Facilities provided by Organization
WELFARE FACILITIES
0%
10%
30%
Highly Satisfied
Satisfied
50%
10%
Average
Dissatisfied
Highly Dissatified
Interpretation
According to graph, only 3% of respondents are Not Satisfied, while all the other respondents are
Satisfied with the welfare facilities provided by organization.
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Autonomy given to you in Organization
AUTONOMY
0%
10%
30%
Highly Satisfied
Satisfied
Average
50%
10%
Dissatisfied
Highly Dissatified
Interpretation
As per graph, 90% of respondents are Satisfied and remaining are Not Satisfied with respect
to autonomy for work in organization.
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11. Payments and Wages provided by Organization
PAYMENTS & WAGES
0%
10%
30%
Highly Satisfied
Satisfied
50%
10%
Average
Dissatisfied
Highly Dissatified
Interpretation
Above graph shows that , More than 95% of respondents are Satisfied and very rare
respondents are Not Satisfied with the Payments and Wages provided by Company.
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12. Rewards and Benefits system followed by Organization
REWARDS & BENEFITS
0%
10%
30%
Highly Satisfied
Satisfied
Average
50%
10%
Dissatisfied
Highly Dissatified
Interpretation
As per graph, more than 90% of respondents are Satisfied while only 3% of respondents are
Not Satisfied with Rewards and Benefits system followed by organization.
N.M.D. COLOLEGE
Page 46
Supervision done by Superiors
SUPERVISION
0%
10%
30%
Highly Satisfied
Satisfied
Average
50%
10%
Dissatisfied
Highly Dissatified
Interpretation
As per the above graph, 80% of respondents are Satisfied, 10% of respondents are Averagely
Satisfied and 10% of respondents are highly satisfied with the Supervision done by
Superiors.
N.M.D. COLOLEGE
Page 47
Emotional Bonding with Organization
EMOTIONAL BONDING
0%
10%
30%
Highly Satisfied
Satisfied
50%
10%
Average
Dissatisfied
Highly Dissatified
Interpretation
According to the above graph, 70% of respondents are
Satisfied, while on the other hand 30% of respondents are
Not Satisfied by their Emotional bonding with the
Organization.
N.M.D. COLOLEGE
Page 48
Impact of Psychological Factors on Job
PSYCHOLOGICAL FACTORS
0%
10%
30%
Highly Satisfied
Satisfied
Average
50%
10%
Dissatisfied
Highly Dissatified
Interpretation
As per the above graph, 30% of respondents are Highly Satisfied and 10% of respondents
Satisfied and the 50% of respondents are Averagely Satisfied with regards to impact of
Psychological factors on their Job Satisfaction. While 10% are dissatisfied.
N.M.D. COLOLEGE
Page 49
INTERPRETATION
WELFARE
FACILITIES
From the above graphs
it can be interpretated
that the welfare
facilities are most
PAYMENTS &
important determinant
for the employees.
WAGES
While the payment &
wages and the working
environment is least
important
determinant.
WORKING
ENVIRON-
MENT
N.M.D. COLOLEGE
Page 50
N.M.D. COLOLEGE
Page 51
HYPOTHESIS TESTING
H1 Welfare facilities are the most important factor of the Job

Satisfaction
According to our Data Interpretation & Analysis, it is shown that Welfare
Facilities are the most important factor of the job satisfaction and the
Company provides all the welfare facilities to the Employees. So, the
Hypothesis (H1) is retained.
H2 Salary plays an important role for employees Job Satisfaction

According to Data Interpretation and Analysis, 90% of respondents are satisfied
with the payments and wages provided by the company, this states that Salary
plays an important role for employees retained.
H3 Salary plays an important role for employees Job Satisfaction

Accoding to our Data Interpretation & Analysis, it is find that the maximum
number of respondents are satisfied with the working environment of the
organization, hence it is conculed that the Working Enviornment Of Organization
plays an important role in Job Satisfaction. so, the hypothesis (H3) is retained.
N.M.D. COLOLEGE
Page 52
CHAPTER
N.M.D. COLOLEGE
Page 53
CONCLUSIONS
The Welfare Facilities provided by the company were very much favorable to the
employees. The employee working in the organization is well aware with responsibilities
work and work load assigned to them.
The employees working in the company were not only satisfied with Working Conditions
and Supervision done by their Superiors but also with the Relationship of them with
their Peers & Subordinates.
Company also takes care regarding the Growth & Development of the employees.
The employees were happy with the Social status feel by them.
The employees working in the company were not much satisfied with the
Payment and Wages provided to them.
Feedback given by superiors doesnt plays performance.
Employees have developed Emotional bond with their company.
N.M.D. COLOLEGE
Page 54
N.M.D. COLOLEGE
Page 55
SUGGESTIONS
The Organization should provide better Training Facilities and Skills Enhancement
Techniques for employees.
Job Rotation of workers should be done at least once in a year because workers feel
boredom by doing same type of work.
Overtime Allowance should be given to employees, when the work load is very high
during month end.
The organization should appraise the employees for their Achievement, so that their
satisfaction level should increase and they can do even better.
N.M.D. COLOLEGE
Page 56
N.M.D. COLOLEGE
Page 57
LIMITATIONS
The major limitation of the study was, very few departments had been given to visit.
The workers were hesitating to give exact responses.
Another limitation was Time Constraint, because of which proper interaction with the
Respondents did not possible.
Lack of Supervision and Proper Guidance was not provided during the study.
The Management did not agree to disclose all the confidential data.
N.M.D. COLOLEGE
Page 58
APPENDIX
N.M.D. COLOLEGE
Page 59
APPENDIX
QUESTIONNAIRES
PART
PERSONAL INFORMATION (select any one option from the following)
Name Of the employee..
Age.
18-35 yrs.
36-55 yrs.
56 yrs and above.
Gender.
Male
Female
Educational Qualification.
S.S.C.
Higher Secondary (H.S.C.)

Graduate
Diploma Course
Post Graduate
Work Experience.
Upto 1 year
1- 5 years
5-10 years
More than 10 years
N.M.D. COLOLEGE
Page 60
Marital Status.
Married
Unmarried
Family Size.
1-3
4-7
More than 7
Ability required for Performing job.
Mental Ability
Physical Ability
Interpersonal ability
Mental & Physical ability
Mental & Interpersonal ability
Family Type.
Nuclear family
Joint family
Monthly Income (Rs)
3000 -9000
9000 15000
15000 21000
21000 and above
N.M.D. COLOLEGE
Page 61
PART
Fixed Responses (select any one option from the following)
Are you satisfied with the rewards and benefits system followed by your organization?
Highly Satisfied
Satisfied
Average
Dissatisfied
Highly dissatisfied
Are you satisfied with the work culture followed in your Company?
Highly Satisfied
Satisfied
Average
Dissatisfied
Highly dissatisfied
Are you satisfied with the working conditions in your organization?

Highly Satisfied
Satisfied
Average
Dissatisfied
Highly dissatisfied
Is there any impact of Psychological factors on your Job satisfaction?

Definitely Yes
Probably Yes
Not Sure
Probably No
Definitely No
N.M.D. COLOLEGE
Page 62
Does the Company takes care regarding Growth and Development of the Employees.
Definitely Yes
Probably Yes
Not Sure
Probably No
Definitely No
Comment: Feedback given by your super improving your performance.
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Do you have any emotional bonding with the organization?

Definitely Yes
Probably Yes
Not Sure
Probably No
Definitely No
Your satisfaction level with regards to Supervision done by your superiors in your
organization.
Highly Satisfied
Satisfied
Average
Dissatisfied
Highly dissatisfied
Your satisfaction level with respect to relationship with your peers and subordinates.
(Work Group)
Highly Satisfied
Satisfied
Average
Dissatisfied
Highly dissatisfied
N.M.D. COLOLEGE
Page 63
Your satisfaction level with respect to suitability of work load assigned to you in your
organization.
Highly Satisfied
Satisfied
Average
Dissatisfied
Highly dissatisfied
f.
11. Are you satisfied with the nature of work in your organization.
Highly Satisfied
Satisfied
Average
Dissatisfied
Highly dissatisfied
Your satisfaction level with regards to feel of social status because of your job.
Highly Satisfied
Satisfied
Average
Dissatisfied
Highly dissatisfied
Are you satisfied with the welfare facilities provided by your organization.
Highly Satisfied
Satisfied
Average
Dissatisfied
Highly dissatisfied
Your satisfaction level with respect to the autonomy given to you in your organization.
Highly Satisfied
Satisfied
Average
Dissatisfied
Highly dissatisfied
N.M.D. COLOLEGE
Page 64
Are you satisfied with the payments and wages provided to you in your organization?
Highly Satisfied
Satisfied
Average
Dissatisfied
Highly dissatisfied
N.M.D. COLOLEGE
Page 65
BIBLOGRAPHY
N.M.D. COLOLEGE
Page 66
BIBLOGRAPHY
Reference Books :-
Introduction to Management
- Fred Luthans
Principles of Management
- Edwin B.Flippo
Organizational Behavior
Organizational Behavior
Human Resource
- Keith Davis
- Stephen P.Robbins
Development and- A.M.Sheikh

Management
Business Research Method
Seventh Edition
Websites :-
www.google.com
www.wikipedia.com
N.M.D. COLOLEGE
Page 67
- William Zikmund

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