EXECUTIVE SUMMARY

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 job- their 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 socialibility 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.

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

DEFINITION
Edwin Flippo defies HRM as planning, organizing, directing, controlling of
procurement, development, compensation, integration , maintenance and separation of human
resources to the end that individual, organizational and social objectives are achieved.

FEATURES OF HRM OR CHARACTERISTICS OR NATURE

1.

HRM involves management functions like planning, organizing, directing and

controlling

2.

It involves procurement, development, maintenance of human resource

3.

It helps to achieve individual, organizational and social objectives

4.

HRM is a mighty disciplinary subject. It includes the study of management

psychology communication, economics and sociology.

5.

It involves team spirit and team work.

EVOLUTION OF HRM
The evolution of HRM can be traced back to Kautilya Artha Shastra where he
recommends that government must take active interest in public and private enterprise. He
says that government must provide a proper procedure for regulating employee and employee
relation.
In the medieval times there were examples of kings like Allaudin Khilji who regulated
the market and charged fixed prices and provided fixed salaries to their people. This was
done to fight inflation and provide a decent standard of living.
During the pre independence period of 1920 the trade union emerged. Many authors
who have given the history of HRM say that HRM started because of trade union and the
First World War.
The Royal commission in 1931 recommended the appointment of a labour welfare
officer to look into the grievances of workers. The factory act of 1942 made it compulsory to
appoint a labour welfare officer if the factory had 500 or more than 500 workers.
The international institute of personnel management and national institute of labour
management were set up to look into problems faced by workers to provide solutions to them.
The Second World War created awareness regarding workers rights and 1940s to 1960s saw
the introduction of new technology to help workers.
The 1960s extended the scope of human resource beyond welfare. Now it was a
combination of welfare, industrial relation, administration together it was called personnel
management.
With the second 5 year plan, heavy industries started and professional management
became important. In the 70s the focus was on efficiency of labour wile in the 80s the focus
was on new technology, making it necessary for new rules and regulations. In the 90s the
emphasis was on human values and development of people and with liberalization and
changing type of working people became more and more important there by leading to HRM
which is an advancement of personnel management.

SCOPE OF HRM/FUNCTIONS OF HRM

The scope of HRM refers to all the activities that come under the banner of HRM. These
activities are as follows
1.

HUMAN RESOURCES PLANNING :Human resource planning or HRP refers to a process by which the company to
identify the number of jobs vacant, whether the company has excess staff or shortage
of staff and to deal with this excess or shortage.

2.

JOB ANALYSIS DESIGN :Another important area of HRM is job analysis. Job analysis gives a detailed
explanation about each and every job in the company. Based on this job analysis the
company prepares advertisements.

3.

RECRUITMENT AND SELECTION :Based on information collected from job analysis the company prepares
advertisements and publishes them in the news papers. This is recruitment. A number
of applications are received after the advertisement is published, interviews are
conducted and the right employee is selected thus recruitment and selection are yet
another important area of HRM.

4.

ORIENTATION AND INDUCTION :Once the employees have been selected an induction or orientation program is
conducted. This is another important area of HRM. The employees are informed
about the background of the company, explain about the organizational culture and
values and work ethics and introduce to the other employees.

5.

TRAINING AND DEVELOPMENT :Every employee goes under training program which helps him to put up a
better performance on the job. Training program is also conducted for existing staff
that have a lot of experience. This is called refresher training. Training and
development is one area were the company spends a huge amount.

6.

PERFORMANCE APPRAISAL :Once the employee has put in around 1 year of service, performance appraisal
is conducted that is the HR department checks the performance of the employee.
Based on these appraisal future promotions, incentives, increments in salary are
decided.

7.

COMPENSATION PLANNING AND REMUNERATION :There are various rules regarding compensation and other benefits. It is the job
of the HR department to look into remuneration and compensation planning.

8.

MOTIVATION, WELFARE, HEALTH AND SAFETY :Motivation becomes important to sustain the number of employees in the
company. It is the job of the HR department to look into the different methods of
motivation. Apart from this certain health and safety regulations have to be followed
for the benefits of the employees. This is also handled by the HR department.

9.

INDUSTRIAL RELATIONS :Another important area of HRM is maintaining co-ordinal relations with the
union members. This will help the organization to prevent strikes lockouts and ensure
smooth working in the company.

CHALLENGES BEFORE THE HR MANAGER/BEFORE

MODERN PERSONNEL MANAGEMENT
Personnel management which is know as human resource management has adapted
itself to the changing work environment, however these changes are still taking place and will
continue in the future therefore the challenges before the HR manager are
1.

RETENTION OF THE EMPLOYEES :One of the most important challenge the HR manager faces is retention of
labour force. Many companies have a very high rate of labour turnover therefore HR
manager are required to take some action to reduce the turnover

2.

MULTICULTURAL WORK FORCE :With the number of multi cultural companies are increasing operations in
different nations. The work force consists of people from different cultures. Dealing
with each of the needs which are different the challenge before the HR manager is
integration of multicultural labour work force.

3.

WOMEN IN THE WORK FORCE :The number of women who have joined the work force has drastically
increased over a few years. Women employees face totally different problems. They
also have responsibility towards the family. The organization needs to consider this
aspect also. The challenge before the HR manager lies in creating gender sensitivity
and in providing a good working environment to the women employees.

4.

HANDICAPPED EMPLOYEES :This section of the population normally faces a lot of problems on the job,
very few organization have jobs and facilities specially designed for handicapped
workers. Therefore the challenge before the HR manager lies in creating atmosphere
suitable for such employees and encouraging them to work better.

5.

RETRENCHMENT FOR EMPLOYEES :In many places companies have reduced the work force due to changing
economic situations, labourers or workers who are displaced
face sever problems. It also leads to a negative atmosphere and attitude among the
employees. There is fear and increasing resentment against the management. The
challenge before the HR manager lies in implementing the retrenchment policy
without hurting the sentiments of the workers, without antagonizing the labour union
and by creating positive attitude in the existing employees.

6.

CHANGE IN DEMAND OF GOVERNMENT :Most of the time government rules keep changing. While a lot of freedom is
given to companies some strict rules and regulations have also been passed. The
government has also undertaken the disinvestment in certain companies due to which
there is fear among the employees regarding their job. The challenge before the HR
manager lies in convincing employees that their interest will not be sacrificed.

7.

INITIATING THE PROCESS OF CHANGE :Changing the method of working, changing the attitude of people and
changing the perception and values of organization have become necessary today.
Although the company may want to change it is actually very difficult to make the
workers accept the change. The challenge before the HR manager is to make people
accept change.

IMPORTANCE/NEED OF HRM
HRM becomes significant for business organization due to the following reasons.
1.

OBJECTIVE :HRM helps a company to achieve its objective from time to time by creating a
positive attitude among workers. Reducing wastage and making maximum use of
resources etc.

2.

FACILITATES PROFESSIONAL GROWTH :Due to proper HR policies employees are trained well and this makes them
ready for future promotions. Their talent can be utilized not only in the company in
which they are currently working but also in other companies which the employees
may join in the future.

3.

BETTER RELATIONS BETWEEN UNION AND MANAGEMENT :Healthy HRM practices can help the organization to maintain co-ordinal
relationship with the unions. Union members start realizing that the company is also
interested in the workers and will not go against them therefore chances of going on
strike are greatly reduced.

4.

HELPS AN INDIVIDUAL TO WORK IN A TEAM/GROUP :Effective HR practices teach individuals team work and adjustment. The
individuals are now very comfortable while working in team thus team work
improves.

5.

IDENTIFIES PERSON FOR THE FUTURE :Since employees are constantly trained, they are ready to meet the job
requirements. The company is also able to identify potential employees who can be
promoted in the future for the top level jobs. Thus one of the advantages of HRM is
preparing people for the future.

INTRODUCTION OF JOB SATISFACTION

DEFINITIONS OF JOB SATISFACTION
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.
Weiss
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
Blum and Naylor
Job satisfaction is defined, as it is result of various attitudes the person hold towards
the job, towards the related factors and towards the life in general.
Glimmer
Job satisfaction is defined as any contribution, psychological, physical, and
environmental circumstances that cause a person truthfully say, I am satisfied with my job.
Job satisfaction is defined, as employees judgment of how well his job on a whole is
satisfying his various needs
Mr. Smith
Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal
of ones job or job experiences.
Locke

10

HISTORY OF JOB SATISFACTION

The term job satisfaction was brought to lime light by hoppock (1935). He revived 35
studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is
combination of psychological, physiological and environmental circumstances. That causes a
person to say. I m satisfied with my job. Such a description indicate the variety of variables
that influence the satisfaction of the individual but tell us nothing about the nature of Job
satisfaction.
Job satisfaction has been most aptly defined by pestonjee (1973) as a job,
management, personal adjustment & social requirement. Morse (1953) considers Job
satisfaction as dependent upon job content, identification with the co., financial & job status
& priding group cohesiveness
One of the biggest preludes to the study of job satisfaction was the Hawthorne study.
These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School,
sought to find the effects of various conditions (most notably illumination) on workers
productivity.
These studies ultimately showed that novel changes in work conditions temporarily
increase productivity (called the Hawthorne Effect). It was later found that this increase
resulted, not from the new conditions, but from the knowledge of being observed.
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 (aka Taylorism) also had a significant impact on the study of
job satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management,
argued that there was a single best way to perform any given work task. This 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.

11

The initial use of scientific management by 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.

12

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 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.

13

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.

14

WORKERS ROLE IN JOB SATISFACTION

If job satisfaction is a worker benefit, surely the worker must be able to contribute to
his or her own satisfaction and well being on the job. The following suggestions can help a
worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents.
This often leads to more challenging work and greater responsibilities, with attendant
increases in pay and other recognition.
Develop excellent communication skills. Employers value and rewards excellent
reading,

listening,

writing

and

speaking

skills.

Know more. Acquire new job related knowledge that helps you to perform tasks more
efficiently and effectively. This will relive boredom and often gets one noticed.
Demonstrate creativity and initiative. Qualities like these are valued by most
organizations and often results in recognition as well as in increased responsibilities and
rewards.
Develop teamwork and people skills. A large part of job success is the ability to work
well with others to get the job done.
Accept the diversity in people. Accept people with their differences and their
imperfections and learn how to give and receive criticism constructively.
See the value in your work. Appreciating the significance of what one does can lead to
satisfaction with the work itself. This help to give meaning to ones existence, thus playing a
vital role in job satisfaction.
Learn to de-stress. Plan to avoid burn out by developing healthy stress management
techniques.

15

FACTORS OF JOB SATISFACTION

Hoppock, the earliest investigator in this field, in 1935 suggested that there are six
major components of job satisfaction. These are as under:

The way the individual reacts to unpleasant situations,

The facility with which he adjusted himself with other person

The relative status in the social and economic group with which he identifies
himself

The nature of work in relation to abilities, interest and preparation of worker

Security

Loyalty

Herberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and
listed various job factors of job satisfaction. These are briefly defined one by one as follows:
1.

INTRINSIC ASPECT OF JOB

It includes all of the many aspects of the work, which would tend to be
constant for the work regardless of where the work was performed.

2.

SUPERVISION
This aspect of job satisfaction pertains to relationship of worker with his
immediate superiors. Supervision, as a factor, generally influences job satisfaction.

3.

WORKING CONDITIONS
This includes those physical aspects of environment which are not necessary a
part of the work. Hours are included this factor because it is primarily a function of
organization, affecting the individuals comfort and convenience in much the same
way as other physical working conditions.

4.

WAGE AND SALARIES

16

This factor includes all aspect of job involving present monitory remuneration
for work done.
5.

OPPORTUNITIES FOR ADVANCEMENT

It includes all aspect of job which individual sees as potential sources of
betterment of economic position, organizational status or professional experience.

6.

SECURITY
It is defined to include that feature of job situation, which leads to assurance
for continued employment, either within the same company or within same type of
work profession.

7.

COMPANY & MANAGEMENT

It includes the aspect of workers immediate situation, which is a function of
organizational administration and policy. It also involves the relationship of employee
with all company superiors above level of immediate supervision.

8.

SOCIAL ASPECT OF JOB

It includes relationship of worker with the employees specially those
employees at same or nearly same level within the organization.

9.

COMMUNICATION
It includes job situation, which involves spreading the information in any
direction within the organization. Terms such as information of employees status,
information on new developments, information on company line of authority,
suggestion system, etc, are used in literature to represent this factor.

10.

BENEFITS
It includes those special phases of company policy, which attempts to prepare
the worker for emergencies, illness, old age, also. Company allowances for holidays,
leaves and vacations are included within this factor.

REASONS OF LOW JOB SATISFACTION

17

Reasons why employees may not be completely satisfied with their jobs:
1.

Conflict between co-workers.

2.

Conflict between supervisors.

3.

Not being opportunity paid for what they do.

4.

Have little or no say in decision making that affect employees.

5.

Fear of loosing their job.

EFFECTS OF LOW JOB SATISFACTION

1. HIGH ABSENTEEISM
Absenteeism means it is a habitual pattern of absence from duty or obligation.
If there will be low job satisfaction among the employees the rate of absenteeism will
definitely increase and it also affects on productivity of organization.
J
o
b
s
a
t
i
s
f
a
c
t
i
n

High

low

A
low

High

Rate of turn over and absences

Perceived personal job inputs

Fig.no. 1 Curve showing relationship between job satisfaction and rate of turn over
and absenteeism.

18

In the above diagram line AB shows inverse relationship between job

satisfaction and rate of turn over and rate of absenteesm.
As thE job satisfaction is high the rate of both turn over and absentiseesm is
low and vise a versa.
2. HIGH TURNOVER
In human resource refers to characteristics of a given company or industry
relative to the rate at which an employer gains and losses the staff.
If the employer is said to be have a high turnover of employees of that
company have shorter tenure than those of other companies.
3. TRAINING COST INCREASES
As employees leaves organization due to lack of job satisfaction. Then Human
resource manager has to recruit new employees. So that the training expenditure will
increases.

19

WHAT IS THE IMPACT OF JOB SATISFACTION

Many managers subscribe to the belief that a satisfied worker is necessarily good
worker. In other words, if management could keep the entire workers happy, good
performance would automatically fallow. There are two propositions concerning the
satisfaction performance relation ship. The first proposition, which is based on traditional
view, is that satisfaction is the effect rather than the cause of performance. This proposition
says that efforts in a job leads to rewards, which results in a certain level of satisfaction .in
another proposition, both satisfaction and performance are considered to be functions of
rewards.
Various research studies indicate that to a certain extent job satisfaction affects
employee turn over, and consequently organization can gain from lower turn over in terms of
lower hiring and training costs. Also research has shown an inverse relation between job
satisfaction and absenteeism. When job satisfaction is high there would be low absenteeism,
but when job satisfaction is low, it is more likely to lead a high absenteeism.
What job satisfaction people need?
Each employee wants:
1.

Recognition as an individual

2.

Meaningful task

3.

An opportunity to do something worthwhile.

4.

Job security for himself and his family

5.

Good wages

6.

Adequate benefits

7.

Opportunity to advance

8.

No arbitrary action- a voice a matters affecting him

9.

Satisfactory working conditions

However, the two concepts are interrelated in that job satisfaction can contribute to

morale and morale can contribute to job satisfaction.

20

It must be remembered that satisfaction and motivation are not synonyms. Motivation
is a drive to perform, where as satisfaction reflects the individuals attitude towards the
situation. The factors that determine whether individual is adequately satisfied with the job
differs from those that determine whether he or she is motivated. the level of job satisfaction
is largely determined by the comfits offered by the environment and the situation .
Motivation, on the other hand is largely determine by value of reward and their dependence
on performance. The result of high job satisfaction is increased commitment to the
organization, which may or may not result in better performance.
A wide range of factors affects an individuals level of satisfaction. While
organizational rewards can and do have an impact, job satisfaction is primarily determine by
factors that are usually not directly controlled by the organization. a high level of job
satisfaction lead to organizational commitment, while a low level, or dissatisfaction, result in
a behavior detrimental to the organization. For example, employee who like their jobs,
supervisors, and the factors related to the job will probably be loyal and devoted. People will
work harder and derive satisfaction if they are given the freedom to make their own
decisions.

21

MODELS OF JOB SATISFACTION

There are various methods and theories of measuring job satisfaction level of
employees in the orgnization given by different authers.
List of all the theorise and methods measuring job satisfaction level is given below:
A

MODEL OF FACET SATISFACTION

Affect theory(Edwin A. Locke 1976)

Dispositional Theory( Timothy A. Judge 1988)

Two-Factor Theory (Motivator-Hygiene Theory) (Frederick Herzbergs)

Job Characteristics Model (Hackman & Oldham)

Rating scale

Personal interviews

action tendencies

Job enlargement

Job rotation

Change of pace

Scheduled rest periods

MODEL OF FACET OF JOB SATISFACTION

Skill
Experience
Training
Efforts
Age
Seniority
Education
Co loyalty
Past
performance
Level
Difficulty
Time span
Amount of
responsibility
Perceived
outcome of
referent others
Actual
outcome
received

Perceived personal
job inputs
Fig.no. 1 Curve
showing

Perceived
amount that
should be
received (a)

Perceived job
characteristics

Perceived
amount
received
(b)
22

a=b
satisfaction
a>b
dissatisfaction
a<b guilt
Inequity
Discomfort

Company
Profile
SAMDAREEYA
MALL
JABALPUR

23

INTRODUCTION OF SAMDAREEYA MALL, JABALPUR

At the heart of Jabalpur city, one can find all popular brand outlets, food junctions,
multiplexes, hotel and much more under one roof at Samdareeya Mall. It is largest mall of
Jabalpur city located at heart of city in Civic Center, Marhatal. It is easily accessible from all
important hotels like Satya Ashoka, Arihant Palace, Shikhar Palace, Vijan Palace, Samdariya
Inn, Samdariya Hotel etc. Similarly all important offices like Collector office, BSNL office,
Indian Oil office, MP High Court etc are close to the mall. One can do the marketing of all
required items under one roof.
Mall offers variety of daily use article shops, show-rooms of big brands and
entertainment opportunities. Samdariya Mall is spread on 7 floors in addition to
Basement,Ground Floor & Atrium. Basement is allocated for parking purpose. In Ground
Floor one can find showrooms of Black Berry, Samdareeya Abhushan, Departmental stores
and Jewellery Shops.

24

If we go on Atrium we can find Reliance Footprints Store and famous Westside

Departmental Store. In First Floor, we can find Archies Shop, Took Kidz Store & Home
Furnishing Zone. In Second Floor, about 33 Shops are allocated for Economical Bazaar
where daily use items can be purchased. On the same floor we can also find Game-zone,
Ladies market and NEXT Electronic Showroom. In Third floor, we can find Club City Food
Court, Banquet Hall, Box Office & Multicuisine Restaurant. Fourth-Fifth& Sixth Floor is for
Multiplex & Grand Samdareeya Hotel. At the top, Seventh Floor is for Grand Banqute
Terrace with Restaurant.

LOCATION

2.5Kms from the Jabalpur Railway Station

19Kms from the Jabalpur Dumna Airport.

1Km from Jabalpur Bus Stand.

3Kms from Jabalpur Cantonment.

4Kms from Madan Mahal area of Jabalpur city.

5kms from Vijay Nagar locality of Jabalpur city.

Brands & Services Offered :

Multiplex Movies

Westside Mall

Blackberry Garments

Club City Food Court

Archies Gallery

Credit Cards Accepted

Grand Samdareeya Hotel

Power Backup

Parking Facility

Pepe Jeans Outlet

Travel Desk Service

Jewellery Shops

HOW TO REACH JABALPUR

BY AIR
Jabalpur has a domestic airport known as Jabalpur Dumna Airport (IATA Code: JLR),
it is situated at a distance of 20 kms from Jabalpur city of Madhya Pradesh, India. Jabalpur
25

Airport is well connected with the major cities like Gwalior, and Delhi. At present Kingfisher
(daily) & Indian (3-days in a week) Flights are operating between Jabalpur and Delhi. Very
soon Jabalpur will have direct flight for Mumbai and Indore. Airstrip extension work is going
on

and

like

to

become

more

capable

to

handle

large

number

of

flights.

BY RAIL
Jabalpur Rail head is situated on the main Mumbai-Howrah line and most trains on
this route have a stop here. It is linked by direct trains from Delhi ( Gondwana Express,
Sridham and Mahakausal Express, MP Sampark Kranti Express) Kolkota ( Shakti Punj and
Howrah - Mumbai Mail), Lucknow ( Chitrakoot Express) , Rajkot ( Somnath Express ) and
Bhopal ( Jan shatabdi). Other towns directly connected to Jabalpur are Mumbai, Varansi,
Allahbad,

Durg,

madras,

Hyderabad,

Banglore,

Pune

and

Patna.

BY ROAD
The Longest highway of the country , National Highway ( NH) 7, connecting to
Varnasi to Kanyakumari, passes right through Jabalpur. Jabalpur has National Highway
connectivity with important cities like Nagpur, Raipur, Bhopal etc. Their is daily Volvo Bus
Services between Jabalpur & Nagpur. Jabalpur also have direct buses for Allahbad, Varanasi,
Bhopal, Raipur, Chattarpur, Kanha National Park etc. These can be taken from the main bus
stand located near Coorporation Chowk. Some private transport operators also have their
luxury and semi-luxury coaches plying in and out of the city.

SALIENT FEATURES OF MALL

1.

Land Area

:-

47391 sq ft
26

2.

Total Construction :-

256000 sq ft

3.

Retail Space

:-

160000 sq ft

4.

Parking

:-

82000 sq ft in two basements

5.

Food Court

:-

25000 sq ft

6.

Multiplex

:-

ERA cinema with 3 screens

7-

Entertainment

:-

Game Zones both outdoor and indoor

8.

Star Category Hotel :-

Grand Samdareeya

9.

Location

:-

Located in Civic Centre, Heart of City Jabalpur

10.

Number of Lifts

:-

11.

Number of escalators :-

ABOUT SAMDAREEYA GROUP

27

BRAND ASSOCIATED BY SAMDAREEYA MALL

28

29

OBJECTIVES OF STUDY

To find that whether the employees are satisfied or not.

30

To analyse the companys working environment.

To check the Degree of satisfaction of employees.

To find that they are satisfied with their job profile or not.

To find that employees are working with their full capabilities or not.

RESEARCH METHODOLOGY
4.1

INTRODUCTION

31

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

32

of only fixed alternative questions. Such type of questionnaire is inexpensive to

analysis and easy to administer. All questions are closed ended.
4.3

SAMPLING
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.

To study the level of job satisfaction among the employees of SEVA Automotive Pvt.
Ltd. if any.

4.5

To study the methods of measuring job satisfaction of SEVA Automotive Pvt. Ltd.

DATA COLLECTION

33

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.

SCOPE OF THE STUDY

34

The scope of the study is very vital. Not only the Human Resource department can
use the facts and figures of the study but also the marketing and sales department can take
benefits from the findings of the study.
SCOPE FOR THE SALES DEPARTMENT
The sales department can have fairly good idea about their employees,tat they are
satisfied or not.

SCOPE FOR THE MARKETING DEPARTMENT

The marketing department can use the figures indicating that they are putting their
efforts to plan their marketing strategies to achieve their targets or not.

SCOPE FOR PERSONNEL DEPARTMENT

Some customers have the complaints or facing problems regarding the job. So the
personnel department can use the information to make efforts to avoid such complaints.
SAMPLE SIZE :Questionare is filled by 20 employees of Samdareeya Mall, Jabalpur
The questionnaire was filled in the office and vital information was collected which
was then subjects to:

A pilot survey was conducted before finalizing the questionnaire.

Data collection was also done with the help of personal observation.

After completion of survey the data was analysed and conclusion was drawn.

At the end all information was compiled to complete the project report.

35

DATA ANALYSIS AND INTERPRETATION

Q1.

Do you have been passed up at least once for a promotion in the past few years ?
(a)

Strongly Agree

(b)

Agree

(b)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

INTERPRETATION :This graph shows that 0% of employees are strongly agree about the point , 20% of
employees are agree on the point, 30% are neither agree nor disagree,50% are disagree and
rest 0% of employees are strongly disagree.

36

Q2.

Do you have spend parts of a daydreaming about a better job ?

(a)

Strongly Agree

(b)

Agree

(b)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

INTERPRETATION :This graph shows that 60% of employees are strongly agree about the point , 15% of
employees are agree on the point, 15% are neither agree nor disagree,10% are disagree and
rest 0% of employees are strongly disagree.

37

Q3.

Have you find much of your job repetitive and boring ?

(a)

Strongly Agree

(b)

Agree

(b)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

INTERPRETATION :This graph shows that 75% of employees are strongly agree about the point , 10% of
employees are agree on the point, 10% are neither agree nor disagree,5% are disagree and
rest 0% of employees are strongly disagree.

38

Q4.

Have your mentally or physically exhausted at the end of a day at work ?

(a)

Strongly Agree

(b)

Agree

(b)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

INTERPRETATION :This graph shows that 85% of employees are strongly agree about the point , 10% of
employees are agree on the point, 5% are neither agree nor disagree,0% are disagree and rest
0% of employees are strongly disagree.

39

Q5.

Do you feel that your job has little impact on the success of the company ?
(a)

Strongly Agree

(b)

Agree

(b)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

INTERPRETATION :This graph shows that 50% of employees are strongly agree about the point , 30% of
employees are agree on the point, 20% are neither agree nor disagree,0% are disagree and
rest 0% of employees are strongly disagree.

40

Q6.

Are you satisfied with your job ?

SI. No. Job Satisfaction

Percentage

1.

Highly satisfied

22

2.

Satisfied

56

3.

Neither Satisfied nor Dissatisfied 16

4.

Dissatisfied

5.

Highly Dissatisfied

Total

100

INTERPRETATION :From the above table it shows that 56% of the employees were satisfied with
their job.

41

Q7.

Are you given the resource to successfully for your job ?

(a)

Strongly Agree

(b)

Agree

(b)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

INTERPRETATION :This graph shows that 10% of employees are strongly agree about the point , 30% of
employees are agree on the point, 60% are neither agree nor disagree,0% are disagree and
rest 0% of employees are strongly disagree.

42

Q8.

Regarding their capabilities. ?

(a)

Strongly Agree

(b)

Agree

(b)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

INTERPRETATION :This graph shows that 0% of employees are strongly agree about the point , 40% of
employees are agree on the point, 20% are neither agree nor disagree,40% are disagree and
rest 0% of employees are strongly disagree.

43

Q9.

Do you feel your boss and employer let them down ?

(a)

Strongly Agree

(b)

Agree

(b)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

INTERPRETATION :This graph shows that 0% of employees are strongly agree about the point , 0% of
employees are agree on the point, 10% are neither agree nor disagree,55% are disagree and
rest 35% of employees are strongly disagree.

44

Q10.

About Workload ?
(a)

Strongly Agree

(b)

Agree

(b)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

INTERPRETATION :This graph shows that 45% of employees are strongly agree about the point, 20% of
employees are agree on the point, 35% are neither agree nor disagree,0% are disagree and
rest 0% of employees are strongly disagree.

45

Q11.

Stress about the work ?

(a)

Strongly Agree

(b)

Agree

(b)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

INTERPRETATION :This graph shows that 0% of employees are strongly agree about the point, 20% of
employees are agree on the point, 15% are neither agree nor disagree,15% are disagree and
rest 50% of employees are strongly disagree.

46

Q12.

Career Goals and Aspirations. ?

(a)

Strongly Agree

(b)

Agree

(b)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

INTERPRETATION :This graph shows that 15% of employees are strongly agree about the point, 25% of
employees are agree on the point, 45% are neither agree nor disagree,15% are disagree and
rest 0% of employees are strongly disagree.

47

FINDINGS
o

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 havent fulfill their promises,what
they do in beginning especially regarding Promotion.

There is negatively comparison between peers especially regarding targets.

They often feel overworked.

48

SUGGESTION AND RECOMMENDATION

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.

49

LIMITATIONS OF STUDY
However I shall try my best in collecting the relevant information for my research
report, yet there are always some problems faced by the researcher. The prime difficulties
which I face in collection of information are discussed below:1. Short time period: The time period for carrying out the research was short as a result
of which many facts have been left unexplored.
2. Lack of resources: Lack of time and other resources as it was not possible to conduct
survey at large level.
3. Small no. of respondents: Only 20 employees have been chosen which is a small
number, to represent whole of the population.
4. Unwillingness of respondents: While collection of the data many consumers were
unwilling to fill the questionnaire. Respondents were having a feeling of wastage of
time for them.
5. Small area for research: The area for study was Jabalpur, which is quite a small area
to judge job satisfaction level.

50

CONCLUSION
Job satisfaction is one significant issue in nursing which if it tends to become job
dissatisfaction will diminish the quality of care and nursing shortage as well. A higher level of
job satisfaction will increase motivation of the nurses in their daily work. On the other hand,
job dissatisfaction will decrease motivation to perform a high quality of care. Based on the
literature review, it has found that many factors contribute to the nurses job satisfaction. It
also found that extrinsic factors such as company policy and administration, autonomy,
relationship with supervisors, work condition, salary, relationship with peers, and personal
life have more research evidence that showed the contribution to the job satisfaction than the
intrinsic factors. Human resource management unit in a hospital and also nurse managers take
an important role in order to increase the staff nurses job satisfaction. Hospital policy should
support positively to the nurses job. Constructive relationships among interdisciplinary team
should be maintained and be developed, and improvement in nursing workplace condition
will give a significant effect on nurses job satisfaction.

51

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, 1 st Edition. Macmillan India

Limited.

Kothari C.R., Research Methodology, New Delhi; New Age International

Publication, second edition.

WEBSITES: www.hrcouncil.com
www.workforce.com
www.google.com

52

ANNEXURE
Questionnaire for JOB SATISFACTION
NAME: .
DESIGNATION: .
COMPANY: .
Q1.

Q2.

Q3.

Q4.

Q5.

Q6.

Do you have been passed up at least once for a promotion in the past few years ?
(c)

Strongly Agree

(b)

Agree

(d)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

Do you have spend parts of a daydreaming about a better job ?

(c)

Strongly Agree

(b)

Agree

(d)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

Have you find much of your job repetitive and boring ?

(c)

Strongly Agree

(b)

Agree

(d)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

Have your mentally or physically exhausted at the end of a day at work ?

(c)

Strongly Agree

(b)

Agree

(d)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

Do you feel that your job has little impact on the success of the company ?
(c)

Strongly Agree

(b)

Agree

(d)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

Are you satisfied with your job ?

53

Q7.

Q8.

Q9.

Q10.

Q11.

Q12.

Are you given the resource to successfully for your job ?

(c)

Strongly Agree

(b)

Agree

(d)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

Regarding their capabilities. ?

(c)

Strongly Agree

(b)

Agree

(d)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

Do you feel your boss and employer let them down ?

(c)

Strongly Agree

(b)

Agree

(d)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

About Workload ?
(c)

Strongly Agree

(b)

Agree

(d)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

Stress about the work ?

(c)

Strongly Agree

(b)

Agree

(d)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

Career Goals and Aspirations. ?

(c)

Strongly Agree

(b)

Agree

(d)

Neither Agree nor Disagree

(d)

Disagree

(e)

Strongly Disagree

54