PROJECT REPORT

ON
“Analysis of job satisfaction among employees in an organization"

Submitted to Maharshi Dayanand University, Rohtak

In partial fulfillment of the requirements for the award of the degree of Master
of Business Administration

UNDER SUPERVISION OF: SUBMITTED BY:

Dr. Himani Avasthi Anshul

Roll NO.-
HOD OF MANAGEMENT 03MBA17
Reg. No.-
12GPGNJ0858

SESSION: (2017-2019)

WORLD COLLEGE OF TECHNOLOGY AND MANAGEMENT, GURGAON

1
 DECLARATION

I hereby declare that the project report on “ANALYSIS OF JOB SATISFACTION

AMONG EMPLOYEES IN AN ORGANIZATION”, as undertaken by me and
submitted to Maharshi Dayanand University, Rohtak in partial fulfillment of the
requirements for the Degree of Master of Business Administration is my original
work and in the best of my knowledge the same has not been submitted for the award
of any other Degree.

Anshul
Roll No. 03MBA17

Reg. No. 12GPGNJ0858

WORLD COLLEGE OF TECHNOLOGY AND MANAGEMEN

2
ACKNOWLEDGEMENT

I express my deep sense of gratitude and indebtedness to Dr. Himani Avasthi, HOD,
Department of Management, World College of Technology & Management,
Gurgaon and my guide Dr. Himani Avasthi for their keen interest, valuable
guidance, constant inspiration and continuous encouragement during the various
phases of work.

I am immensely thankful and indebtedness to Brig. R K Kaushish, Director,

WCTM for his thoughtful advise and useful suggestion for carrying out the work.

I also express my gratitude to all the Faculties of Department Management,

WCTM for their extended cooperation and creative validation of my work as
needed for its completion.

I also owe my obligation to the Librarian and the Staffs of Library, WCTM, who
made available to me quite a few of the information and data, books and journals I
had wanted to go through for preparation of this dissertation.

I cannot go without expressing my thanks to my all well-wishers, associated with

the project directly or indirectly, for providing support and cooperation during the
project.

Anshul
Roll No. 03MBA17

Reg. No. 12GPGNJ0

3
 CERTIFICATE OF HOD

Mr Anshul, Roll No. 03 MBA17 , REG.NO. 12GPGNJ0858, a bonafide student of

World College of Technology & Management, Gurgaon, an affiliated Institute of
Maharshi Dayanand University Rohtak has worked on “ANALYSIS OF JOB
SATISFACTION AMONG EMPLOYEES IN AN ORGANIZATION”, in partial
fulfillment of the requirements for the Degree of Master of Business Administration.

I certify that this project report is a record of the work done by the candidate
himself and that to the best of my knowledge the contents of this project did not
form a basis of award of any previous degree to anybody else.

RDr. HIMANI AVASTHI

HOD, Department of Management

WORLD COLLEGE OF TECHNOLOGY AND MANAGEMENT

4
CERTIFICATE OF GUIDE

Mr Anshul, Roll No. 03MBA17, REG.NO. 12GPGNJ0858 , a bonafide student of

World College of Technology & Management, Gurgaon, an affiliated Institute of
Maharshi Dayanand University Rohtak has worked on “ANALYSIS OF JOB
SATISFACTION AMONG EMPLOYEES IN AN
ORGANIZATION” in partial fulfillment of the requirements for the Degree of
Master of Business Administration under my supervision and guidance.

I certify that this project report is a record of the work done by the candidate herself
and that to the best of my knowledge the contents of this project did not form a
basis of award of any previous degree to anybody else.

Dr. Himani Avasthi

HOD of Management

5
CONTENTS

CHAPTERS CONTENTS PAGE

NO
I INTRODUCTION

II OBJECTIVES OF STUDY

III RESEARCH METHODOLOGY

IV LITERATURE REVIEW

V ANALYSIS AND FINDINGS

VI CONCLUSION

VII SUGGESTION &

RECOMMENDATION

VII REFERENCE ( BIBLIOGRAPHY)

6
 CHAPTER:- I

INTRODUCTION
Our Environment which is existing today is highly mechanized due to various
significant technological changes. It is deemed as a precious one new concept are
emerging now a days and the importance of human resources increase over the years
many theories relating to the development of human resources created the demand for
the supply of efficient manpower. Many organizations today go in for the right person
to choose and to make him as a part of organizations. Recent trends had evoked the
need as well as their satisfaction the employees motivation increases there by the
internal environment of the company is assured of real growth for the purpose many
legislation have been charted in order to safe guard and also to provide various
benefits to them. So it is a duty if organization to provide all these measure towards
employee satisfaction level.

No Industry can be rendered efficient so long as the basic fact remain unorganized that
it is principality human. It is job of a mass of machines and technical processes but a
body of men.

Its not a complex of humanity.

Job satisfaction has been linked with a large number of organizational outcome
variables such as absenteeism, turnover, an accidents mental and physical health,
motivational level, productivity and general life satisfaction. Since job satisfaction is
viewed as the summation of the employee’s feelings in different areas on and off

7
the job, in a narrow sense, these feelings are related to various aspects of management,
personal adjustment and social relation areas.
Job satisfaction is one of the most important factors which have down attention of
managers in the organization as well as academicians. Various studies have been
concluded to find out the factors which determine job satisfaction and the way it
influence productivity in the organization. Though there is no conclusive evidence that
job satisfaction affects productivity directly because productivity depends on so many
variable, if is still a prime concern for managers.
Human resources should be utilized in a proper and positive way to the utmost extend.
Various investigations show that when a man is satisfied with his work then the
company can generate profit by greater output, fewer quits and many other tangible and
intangible benefits. They also reveal that a person is satisfied with his job he is likely
to be profiled by high moral in his general living and community and be profiled on
the score of individual and industrial well – being. The performances of employees are
affected by various factors. One among those
factors is “JOB SATISFACTION”.

8
 NEED OF THE STUDY

Job satisfaction of a worker is an important aspect, which helps to achieve

target. The management should provide the primary and secondary needs to
workers for their satisfaction towards the job.

The study conducted in our country in our country related to this aspect is
limited most of the studies have been conducted only in top level
management and lower level management and that too only on the workers
job satisfaction inside the organization.

For any future course of action/ development, which involves

employee’s participation, is considered. The management will get a
picture their employee’s acceptance and readiness.

This survey also enables to avoid misinterpretations and helps management

in solving problems effectively. It is observed during study some of the
employees accepted the proposal survey research.

A perfectly contentment and satisfaction motivates an employees to be

confident with a high morale, it is an asset to organization as a whole.

Thus the high motivation and morale of an employee make him to remain in
the organization and encourage him to face cut throat competition and gives
him enough dynamism to face challenges.

Every human being possess him own unique resource, if properly

channels it by supportive and supplement, ultimately for achieving
organization goals.

9
As proper breathing and diet is necessary to healthy human being so as is
contentment to the job satisfaction. This contentedness ultimately acts as a
key factor to human resource development.

The importance is to study and to evaluate the various factors, which

leads to the job satisfaction of employees.

10
CHAPTER:-II
OBJECTIVES OF THE STUDY

 To find out the level of job satisfaction among the employees in an

organization.
 To understand the problems faced by employees and analyze the
working condition.
 To understand the relationship with supervisors and co- workers.
 To study the employee perception towards the organization.
 To study the attitudes of employees towards their work.

11
LIMITATION

e is the constraint for the research. Hence only 100 employees are taken as
respondents for the survey from the finite population. Their opinion on job
stress may sometimes may not reflect the opinion of entire population
 The sample size is 100 and their opinions cannot be generalized for
the entire universe.
 The study is conducted considering the prevailing conditions that are
subjected to change in future.
 Due to confidentiality of some information accurate response was not
revealed by some of the employees.
Some of the replies of the employees may be biased

12
 CHAPTER :-III
RESEARCH METHODOLOGY

The process used to collect information and data for the purpose of making business
decisions. The methodology may
include publication research, interviews, surveys and other research techniques, and
could include both present and historical information.

RESEARCH DESIGN

The researcher design indicates the type of research methodology under taken to collect
the various information for the study. The research design selected for the research
study is Descriptive research Design..

DESCRIPTIVE RESEARCH

This is one that simply describes something such as demographic characteristics of an

individuals, groups or an events. In this study the opinion regarding causes of job
satisfaction and its effects are received from the respondents.

RESEARCH INSTRUMENT

The research instrument used for the study is Structured Questionnaire.

SAMPLE SIZE: 100 Respondent.

13
SOURCES OF DATA COLLECTION

Secondary Data

The secondary data are those which have already been collected by someone else
and which have already been passed through the statistical process. In the present
study secondary data will be collected through various as such like:
 Publications of the central, state and local governments
 Internet

3 Reports
 Brochures

HYPOTHESIS:

Hypothesis is the statement about the population parameter. In other words a hypothesis
is a conclusion which is tentatively drawn on logical basis.

DATA COLLECTION TECHNIQUE:

QUESTIONNAIRE: Questionnaire are a popular means of collecting data, but

are difficult to design and often require may reviews before an acceptable
questionnaire is produced .
The features included in questionnaire are: v Theme and covering letter v Instructions
for completion v Types of questions v Length

INTERVIEW : This technique is primarily used to gain an understanding of

underlying reasons and motivations for people’s attitudes, Preferences or behavior.

14
The interview was done by asking a general question .I encourage the respondent
to talk freely. I have used an unstructured format, the subsequent direction of the
interview being by the respondent’s initial reply and come to know what is its
potential problem is.

Research Instrument
In this research process structured questionnaire is the research instrument used
which was carefully designed keeping the entire objective in mind. Most of the
questions in my questionnaires were closed ended in nature
Research Design: The research design is descriptive in nature.
Sample Design
Population: Senior and Executive Human Resources
Sampling Unit: Individual
Sample Size: 100 respondent
Sampling technique: Non-probability sampling, Convenience Sampling
Data Collection method: Survey and General Observations Instrument:
Questionnaire
Data Analysis: -
Charts and Tables will be used to analyze the collected data.

SAMPLING METHODOLOGY

Sampling Technique – Initially, a rough draft was prepared keeping in mind

the objective Of the research.

15
CHAPTER:- IV

LITERATURE SURVEY

In a developing country like India, the key progress is done to increase the productivity.
The country cannot progress unless the man and work have good
Relationship. The major part of man’s life is spent in doing work. Work is a social
reality and social expectation to which men seem to conform. It not only provides
status to the individual but also binds him to society.

Basically industry is a combination of 6 Ms namely, men, money, machine, material,

market and method. The first one is significant in the sense that it deals with
uncontrollable human emotions and sentiments.

Materials can be purchased at most competitive rates; machines many be worked at

their maximum speed but the output can be maximized only when the employees work
willingly.

Peter F. Drucker says, the sources capable of enlargement can only be human
resources. Other resource can be utilized of worse utilized, but they can never have
an output greater than the sum of outputs.
“I am satisfied with the job” is one way to define job satisfaction.

Limelight on job satisfaction was brought by Hop pock in 1935. He reviewed 32

studies on job satisfaction. Prior of 1933 the job satisfaction is

16
combination of psychological, physiological and environmental circumstances that
course to say truthfully that “I am satisfied with my job.”

The success of any organization depends on the effective utilization and motivation of
human resources.

Job satisfaction is an integral of the organizational climate and importance element in

management and employee relationship.
Job satisfaction is derived from the Latin words “Satis” and “facere”, which means
“enough and to do” respectively. Job satisfaction refers to an employee’s general
attitude towards his job.
 Situational Factor.

 Individual Characteristics.

 Group and social relationship outside the job.

Job satisfaction is the ultimate function of all these and many individual attitudes put
together. Many thinkers consider it a collective force and not an unitary phenomenon.
Every individual has some needs and desires that need to be fulfilled. Any job, which
fulfils these needs, provides satisfaction. Satisfaction is one’s contentment job that
induces motivation and interest in work, which creates pleasure or happiness from job.
Hence satisfaction plays a vital role in every aspect of individual’s life, without
satisfaction in life it becomes very difficult to survive.
Definition:

The term job satisfaction refers to an employee’s general attitude towards his job.

"Favorableness or unavoidableness with which employees view their work it results

when there is a fit between job characteristics and wants of employees".
17
According to P.C. Smith, “Job satisfaction is the persistence feeling towards
discriminable aspects of the Job".

According to Stephen P. Robbins, "Job satisfaction has an individual's general attitude

towards his or her job".

According to C.B. Mamoria, job satisfaction is the collection of tasks and responsibilities
regularly assigned to one person while a job is a group of positions, which involves
essentially the same duties, responsibilities, skill and knowledge.

Job satisfaction is defined as the difference between the amount of rewards the workers
receive and the amount they believe they should receive

- Stephen P. Robbins.

18
19
Relative factors involved in employee’s satisfaction towards their job

 Working hours
 Job security
 Responsibility given in the job
 Promotional opportunities
 Working environment.
 Relationship with colleagues.
 Relationship with supervisor.
 Workers participation in decision making
 Safety measures.
 Salary.
 Incentives.
 Canteen Facilities.
 Rest room
 Family welfare measures.
 Accident compensation
 Recognition
 Job status.
 Type of work.

IMPORTANCE OF JOB SATISFACTION

 It spreads goodwill about the organization.

 Individuals may become more loyal towards the organization.

 Job satisfaction reduces absenteeism, labor turnover and accidents.

20
  Employee act effectively in crisis.
 Job satisfaction increases employee’s morale, productivity, etc.

 Job satisfaction creates innovative ideas among the employees.

 Employee wants to remain with the organization.

 Employees accept necessary changes with resentment or resistance.

Employees will be more satisfied if he gets what he expected, job satisfaction relates
to inner feelings of workers. Most people generalize that workers are concerned more
about pay rather than other factors which also affects their level of satisfaction, such as
canteen facilities, bonus, working conditions, etc. these conditions are less significant
when compared to pay.

Theories

There are vital differences among experts about the concept of job satisfaction.
Basically, there are four approaches/ theories of job satisfaction.
They are:

 Fulfillment theory

 Discrepancy theory

 Equity theory

 Two-factor theory

21
(1) Fulfillment theory

The main aim of this theory is to measure satisfaction in terms of rewards a

person receives or the extent to which his needs are satisfied. Job satisfaction
cannot be regarded merely as a function of how much a person receives from his
job but it is the strength of the individual’s desire of his level of aspiration in a
particular area. The main difficulty in his approach as observed by willing is that
job satisfaction is not only a function of what a person receives but also what he
feels he should receive, as there would be considerable difference in the actual
and expectations of persons.

(2) Discrepancy Theory

The proponents of this theory are that satisfaction is the function of what a person
actually receives from his job satisfaction and what he thanks receives or expects to
receive. This approach does not make it clear whether or not over satisfaction is a part
of dissatisfaction and if so, how it differs from dissatisfaction.

(3) Equity Theory

The proponents of this theory are of the view that a persons satisfaction determined
by his perceived equity which in from is determined by his input- output balance
when compared to others input-output balance. Input-output balance is the
perceived ratio of what a person received from his job relative to what he
contributes to the job.

22
(4) Two-Factor Theory

This theory was developed by Herzberg, Mauser, Paterson and Cap well who
identified certain factors as satisfiers and dissatisfies. Factors such as achievement,
recognition responsibility etc., are satisfiers, the presence of which causes
satisfaction but their absence does not result in dissatisfaction on the other hand
the factors such as supervision salary, working conditions etc are dis- satisfiers the
absence of which cause dissatisfaction however their presence does not result in
job satisfaction. This theory is considered invalid as a person can get both
satisfaction and dissatisfaction at the same time.

23
Reason for low job satisfaction.

Reason why employees may not be completely satisfied with their jobs:

 Conflicts between co-workers.

 Conflicts between supervisors.
 Not being opportunity paid for what they do.
 Have little or no say in decision making that affect employees.
 Fear of losing their job.

EFFECTS OF LOW JOB SATISFACTION

 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

24
 In the above diagram line AB shows inverse relationship between job satisfaction
and rate of turn over and rate of absenteeism’s the job satisfaction is high the rate of
both turn over and absenteeism 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 costincreases
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
increase.

INFLUENCES ON JOB SATISFACTION

There is no. of factors that influence job satisfaction. For example, one recent study
even found that if college students majors coincided with their job, this relationship
will have predicted subsequent
job satisfaction. However, the main influences can be summarized along with the
dimensions identified above.

The work itself

The concept of work itself is a major source of satisfaction. For example, research
related to the job characteristics approach to job design, shows that
feedback from j ob itself and autonyms are t wo of t h e major job
related motivational factors. Some of the most important ingredients of
satisfying job uncovered by survey include interesting and challenging work, work
that is not boring, and the job that provides status

25
Pay
Wages and salaries are recognized to be a significant, but complex, multidimensional
factor in job satisfaction. Money not only helps people attain their basic needs
bilevel need satisfaction. Employees often see pay as a reflection of how management
view their contribution to the organization. Fringe benefits are also important. If the
employees are allowed some flexibility in choosing the type of benefits they
prefer within a total package, called a flexible benefit plan, there is a significant
increase in both benefit satisfaction and overall job satisfaction.
Promotions
Promotional opportunities are seemed to be have a varying effect on job satisfaction.
This is because of promotion take number of different forms.

26
 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 worker’s
happy”, good performance would automatically follow.

There are two propositions concerning the satisfaction performance relationship

 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 retain 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
turnover, and consequently organization can gain from lower
turnover 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.

27
 What job satisfaction people need?

Each employee wants:

 Recognition as an individual
 Meaningful task
 An opportunity to do something worthwhile.
 Job security for himself and his family
 Good wages
 Adequate benefits
 Opportunity to advance
 No arbitrary action- a voice a matter affecting him.
 Satisfactory working conditions.
 Competence leadership- bosses whom he can admire and respect as
persons and as bosses.

However, the two concepts are interrelated in job satisfaction can contribute to
morale and morale can contribute to job satisfaction. It must be remembered that
satisfaction and motivation are not synonyms.

28
29
 DETERMINANTS OF JOB SATISFACTION

According to Abraham A. Kumar there two types of variables, which determine the
job satisfaction of an individual.
These are: 1. Organization Variables

2. Personal Variables

2. Organization variables:

 Occupational Level : The higher the level of the job, the greater
the satisfaction of the individuals. This is because, higher level of
jobs carry greater prestige and self- control. This relationship
between occupational level and job satisfaction stems from social
reference group theory in our society values some jobs more than
others. Hence people in values like them more than those who are
in non-valued jobs. The relationship may also stem from the need
fulfillment theory.

30
 Work content: The extent to which work provides the individual with
interesting tasks, opportunities for learning and chance to accept
responsibility will increase work satisfaction.

 Considerable Leadership: People to be treated with consideration.

Hence considerable leadership results in higher job satisfaction than
inconsiderable leadership.

 Pay and Promotional opportunities: All other things being equal

these two variables are positively related to job satisfaction.

 Interaction among Employees: Here the question is, when

interaction in the work group is a source of job satisfaction and when
it is not.

 Interaction is more satisfying when:

 It results in the cognition that other persons attitudes are similar to
ones own since, this permits are ready calculability of the others
behavior and constitutes a validation of ones self.
 It results in being accepted by other and

 It facilitates and achievement of goals.

31
3. Personal Variables

For some people, it appears that most jobs will be dissatisfying irrespective of
the organizational conditions involved, where as for others, most work will
satisfying personal variable for this difference.

 Age:
Generally there is a positive relation between the two variables up to the
pre-retirement years and then there is a sharp decrease in satisfaction. An
individual aspires for better and more prestigious work in later years of his
life. Finding Hi channels for advancement blocked his satisfaction
declines.

 Educational level:
The higher the education, the higher the reference group which the
individual looks for guidance to educate his job rewards.

32
 Role perception:
Different individuals hold different perceptions about their role that is the
kind of activities and behaviors. They should engage in performing their
job successfully. The more accurate the role perception of an individual
the greater is satisfaction.

 Gender:
There is yet no consistent evidence as to whether women are most satisfied
with their jobs than men, holding such factors as work and occupational
constant. One might predict this to be the case, considering the generally
lower occupational aspiration of women.

33
 HOW TO INCREASE JOB SATISFACTION –THE PRIDE SYSTEM

The leaders of the organization have the responsibility for creating a high level of job
satisfaction. Dr. Edwards Deming said, “The aim of leadership should be to improve the
performance of man and machine, to improve quality, to increase output, and
simultaneously to bring pride of workmanship to people.” A motivating environment is
one that gives workers a sense of pride in what they do. To show supervisors and managers
how to build a more productive work environment, I’ve created a five-step process called
the PRIDE system. Leaders can improve motivation within their organizations by
following this process:

 Provide a positive working environment

 Reward and recognition
 Involve and increase employee engagement
 Develop the skills and potential of your workforce
 Evaluate and measure job satisfaction

STEP 1: PROVIDE A POSITIVE WORKING ENVIRONMENT

Creating job satisfaction begins by first providing a positive work environment. Fran
Tarkenton says, to find what motivates people, “you have to find what turns people
on.” This is the most important factor in the process. A motivating working environment
requires going over and beyond the call of duty and providing for the needs of the worker.
Walt Disney World Company provides an excellent work environment for their employees
or “cast members.” Employee assistance centers are spread strategically across the theme
park. Some of the services included employee discount programs, childcare information,
money orders, postage stamps, check cashing, and bus passes. The Walt Disney Company
realizes that taking care of their employee’s needs keep them motivated, on the job and
loyal to the company.

STEP 2: REWARD AND RECOGNITION

Mark Twain once said, “I can live for two months on a good compliment.” Personal
recognition is a powerful tool in building morale and motivation. A pat on the back, a
personal note from a peer or a supervisor does wonders. Small, informal celebrations are
many times more effective than a once a quarter or once a year formal event.
Graham Weston, co-founder and CEO of Rackspace Managed Hosting, gives the keys to
his BMW M3 convertible for a week to his top performing employees. This creative way
to reward employees has a bigger impact than cash. He says, “If you gave somebody a $200
34
bonus, it wouldn’t mean very much. When someone gets to drive my car for a week, they
never forget it.” The important point is pay and money does not necessarily create job
satisfaction. There has to be something more.

STEP 3: INVOLVE AND ENGAGE THE WORKFORCE

People may show up for work, but are they engaged and productive? People are more
committed and engaged when there is a process for them to contribute their ideas and
employee suggestions. This gives them a sense of ownership and pride in their work.The
Sony Corporation fosters the exchange of ideas within departments by sponsoring an annual
Idea Exposition. During the exposition, scientists and engineers display projects and ideas
they are working on. Open only to Sony’s employees, this process creates a healthy climate
of innovation and engages all those who participate.

STEP 4: DEVELOP WORKER’S SKILLS AND POTENTIAL

Training and education motivates people and makes them more productive and
innovative. At Federal Express, all customer contact people are given six weeks of training
before they ever answer the first phone call. Learning never stops and testing continues
throughout their employment tenure. Every six months customer service people are tested
using an on-line computer system. Pass/fail results are sent to each employee within 24
hours. They receive a personalized “prescription” on areas that need reviewing with a list
of resources and lessons that will help. Federal Express’ intensive training and
development program has resulted in higher motivation and lower turnover.There are many
reasons training and development makes sense. Well-trained employees are more capable
and willing to assume more control over their jobs. They need less supervision, which frees
management for other tasks. Employees are more capable to answer the questions of
customers which builds better customer loyalty. Employees who understand the business,
complain less, are more satisfied, and are more motivated. All this leads to better
management-employee relationships.

STEP 5: EVALUATE AND MEASURE JOB SATISFACTION

Continuous evaluation and never ending improvement is the final step of the PRIDE
system. Evaluation is a nonstop activity that includes a specific cycle of steps. The primary
purpose of evaluation is to measure progress and determine what needs
improving. Continuous evaluation includes, but is not limited to, the measurement of
attitudes, morale, and motivation of the workforce. It includes the identification of problem
areas needing improvement and the design and implementation of an improvement
plan. Good organizations conduct a job satisfaction survey at least once a year.

35
Businesses have searched far and wide for the competitive advantage, the best equipment,
robotics, or the latest business technique. These devices provide only temporary
solutions. The true competitive advantage is trained and motivated people proudly
working together, contributing their vitality and energy toward the goals of the enterprise.
Greg Smith’s cutting-edge keynotes, consulting, and training programs have helped
businesses accelerate organizational performance, reduce turnover, increase sales, hire
better people and deliver better customer service. As President and founder of Chart Your
Course International he has implemented professional development programs for
thousands of organizations globally. He has authored nine informative books including his
latest book, Fired Up! Leading Your Organization to Achieve Exceptional Results.

36
CAPTER :-V

DATA ANALYSIS AND INTERPRETATION

1. Whether the company provide flexible working hours for Employees?

TABLE: 4.1.1

S.NO Any Flexible working

Member’s Percentage
hours

1. Yes 80 80

2. No 20 20

Total 100 100

Chart: 4.1.1

90

80

70

60

50

40 No

No

Interpretation:
37
From the study it is clear that only 80% of the employee’s getting Flexible working
hours and 20% of the employees are not getting Flexible working.

38
 2. Whether the company clearly communicates its goals and strategies to
Employees?

TABLE: 4.1.2

Clearly Communicates the goals & Opinion of

S.NO Percentage
Strategy employee’s
1. Yes 60 60
2. No 40 40
Total 100 100

CHART: 4.1.2

40%
60%

NO

Interpretation:

From the study it is clear that only 60% of the employee’s said company
communicates their goals and 40% of the employees are said company not Clearly
communicate their goals.

39
 3. Are you Satisfied with the wages paid to you?

TABLE: 4.1.3

S.NO ATTRIBUTES EMPLOYEES PERCENTAGE

1 Satisfied 70 70

2 Dis-satisfied 30 30

Total 100 100

Chart :4.1.3

Satisfaction level of Employees

SATISFIED

Interpretation:

From the above table it was observed that 70% of the Employees were
satisfied, 30% of Employees were Dis-satisfied and feel that there should be a hike
in wages paid to them.

40
 4. Do you have any Incentive Wage Schemes for Efficient work on your
organization?

TABLE: 4.1.4

S.NO ATTRIBUTES EMPLOYEES PERCENTAGE

1 Yes 80 80

2 No 20 20

Total 100 100

Chart : 4.1.4

90

80

70

60

50

40

NO

Interpretation:

From the above table it was observed that 80% of the employees said they
have Incentive Wage Schemes For Efficient Work On our Organization and 20%of
Employees said that they don’t have Incentive Wage Schemes For Efficient Work
On your Organization.

41
 5. Are You satisfied with the Incentive Wage Schemes provided by the
organization For your Efficient Work in your Organization?

TABLE: 4.1.5

S.NO ATTRIBUTES EMPLOYEES PERCENTAGE

1 Yes 80 80

2 No 20 20

Total 100 100

Chart : 4.1.5

90

80

70

60

50

40

NO

Interpretation:

From the above table it was observed that 80% of the employees are not
satisfied with the Incentive Wage Schemes provided by the organization For their
Efficient Work and 20% of the employees are not satisfied with the Incentive Wage
Schemes provided by the organization For their Efficient Work.

42
 6. Are you satisfied with the present Working conditions and
Environment?

TABLE: 4.1.6

S.NO ATTRIBUTES EMPLOYEES PERCENTAGE

1 Satisfied 90 90

2 Dis Satisfied 10 10

Total 100 100

CHART :4.1.6

10 20 30 40 50 60 70 80 90 100

Interpretation:

From the above table it was observed that 90% of the employees were satisfied
and remaining 10% of employees were not satisfied.

43
7. Is the management helpful and sympathetic to your problems at
workstation?
TABLE: 4.1.7

S.NO ATTRIBUTES EMPLOYEES PERCENTAGE

1 Yes 70 70

2 No 30 30

Total 100 100

CHART: 4.1.7

80

70

60

50

40
70

30

NO

Interpretation:70% of the employees feel that the management is sympathetic to

their problems faced at workstation and 30% of the employees feel that the
management is not sympathetic to their problems faced at workstation

44
 8. Are you satisfied with the Facilities provided with the Organization?

TABLE: 4.1.8

S.NO ATTRIBUTES EMPLOYEES PERCENTAGE

1 YES 90 90

2 NO 10 10

Total 100 100

CHART: 4.1.8

90

80

70

60

50

NO

Interpretation:

90% of the employees are Satisfied and 10% of the employees are not Satisfied.

45
 9. Does the Management Have Good Relation With you?

TABLE: 4.1.9

S.NO ATTRIBUTES EMPLOYEES PERCENTAGE

1 YES 70 70

2 NO 30 30

Total 100 100

CHART: 4.1.9

80

70

60

50

40

NO

Interpretation:

70% of the employees feel that the management has a good relation with the
workers and only 20% of them feel that the management should improve their
relation with the workers.

46
 10. Do You Feel that The Company Policies Really Protect Your Interest?
TABLE: 4.1.10

S.NO ATTRIBUTES EMPLOYEES PERCENTAGE

1 Yes 60 60

2 No 40 40

Total 100 100

CHART: 4.1.10

NO

Interpretation: 60% of the employees feel that the company policies really protect
their interest.40% of them feel that their interests are not protected.

47
11. Do You Have Any Problems With The Present Management?

TABLE: 4.1.11

S.NO ATTRIBUTES EMPLOYEES PERCENTAGE

1 Yes 70 70

2 No 30 30

Total 100 100

CHART: 4.1.11

80

70

60

50

40

NO

Interpretation:

Only 50% of the employees are satisfied with the present management setup and
the other 50% is not satisfied and feel that there should be change in the setup.

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12. Do you feel that the company policies should be changed?

TABLE: 4.1.12

S.NO ATTRIBUTES EMPLOYEES PERCENTAGE

1 Yes 60 60

2 No 40 40

Total 100 100

CHART: 4.1.12

70

60

50

40

30

NO

Interpretation: 60% of the employees feel that the company policies should be
changed and 40% of them feel that the policies of the company are up to their
satisfaction.

49
 13. Does the Company Provide Any Training To Improve Your
Performance?

TABLE: 4.1.13

S.NO ATTRIBUTES EMPLOYEES PERCENTAGE

1 Satisfied 90 90

2 Dis-Satisfied 10 10

Total 100 100

CHART: 4.1.13

NO

Interpretation: 90% of the employees are satisfied with the training provided
by the company to improve their performance and 10% of employees were
not satisfied with the training

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 14. What is your opinion about your job?

TABLE: 4.1.14

S.NO ATTRIBUTES RESPONDENTS PERCENTAGE

1 Challenging 20 20

2 Responsible 60 60

3 Motivating 15 15

4 Secured 5 5

Total 100 100

Chart: 4.1.14

percentage (%)
10 20 30 40 50 60 70

Interpretation: From the above table it was observed that 20% of the
respondents were Challenging, 60% respondents were Responsible, 15% of the
respondents were Motivating 5% respondent Secured respectively

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 15. Can you Rank the following attributes of job satisfaction?

TABLE:4.1.15

S.NO ATTRIBUTES Rank percentage

1 Work Environment 3 11

2 Job Security 1 55

3 Salary 2 25

4 Superior – Subordinate 4 9

Total 100

CHART: 4.1.15

super -
subordinate work
Environment
Salary

Job security

Interpretation: From the above table it was observed that 11% of the respondents
were Work Environment, 55% respondents were Job Security, 25% of the
respondents were Salary and 9% respondent was Superior – Subordinate
respectively.

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 16. Response regarding whether the respondent is satisfied with job
security?

S.NO ATTRIBUTES EMPLOYEES PERCENTAGE

1 Satisfied 55 55

2 Dis-Satisfied 20 20

3 Slightly satisfied 25 25

Total 100 100

CHART: 16

60

50

40

30

20

10

employees

Interpretation-

Above table shows that only 55% employees are satisfied with the job security.
And remaining are not satisfied with the job security by the organization.

53
 CAPTER:- VI

CONCLUSION

Findings and suggestion are based on the survey conducted and these points looked
into and steps to be taken in this regard for higher growth. Are any organization growth
is the basic need for development of quality resources. Most of employees are satisfied
when they are working with personal goals. To compete with the competitors the
organization need to develop new techniques and procedures to improve the quality
standards and also provide continuous training programs so that employee attitude will
be changed towards management skills. Most of the employees are satisfy according
the quality standards to share feelings and emotions. I conclude that Employees of
Heritage Foods ltd. are most satisfied with their work and compensation.

CHAPTER:- VII

54
 FINDINGS AND SUGGESTIONS

FINDINGS

 Most of the employees are satisfied with the working hours.

 Majority of the employees said that company clearly communicates

its goals and strategies with them.

 Most of employees are satisfied with the wages paid to them and
remaining employees felt that it’s better to hike the salaries.

 Most of the employees said that they have an incentive wages scheme
for efficient work in the organization and they are satisfied.
Employees are satisfied with the present working conditions and feel
secure about their job.

 Most of the employees feel that the management is sympathetic to

their Problems faced at workstation and they have medical facilities
when any injuries occur during working hours.

 Employees are satisfied with the facilities provided by the company

and Medical, educational and housing loans and the financial
benefits provided to the employees by the organization.
.

55
 Most of the employees feel that the company policies really protect
their interests and remaining felt that they need to modify company
policies.
 Management shares a very good relation with the workers and
Supervisors are ready to clear the doubts and help in improving their
performance, Employees are free to express their views freely to the
management.

 Most of the employees are satisfied with the present management

setup and remaining are not satisfied with the management setup and
feel that there should be change in the setup.

 Employees are satisfied with the training provided to them in

improving their Performance.

 Most of the employees felt that job security is the major attribute for
Job satisfaction.

 Most of the employees opinion about their job is responsible. All

these factors satisfied with their position and happy by doing and
learning new things.

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.

SUGGESTIONS

 Employees decision should be taken while decision making so that

they can able to come out with their views and ideas from this they
can able to maintain cordial relationship with the supervisor.

 Salary packages would hike so that every employee will satisfy with
the wages.

 Some of the employees feel that the present management should be

changed, So please provide regular training programs for the
employees so that we can change their attitudes of employees
towards the management skills.

 Majority of the employees feel that the company policies should be

changed, So please analyze the opinions of each employee and
modify it with respect to the benefits of employee and employer.

 The employees feel that the company policies are not able to protect
their Interests and hence they is no need to change as per your
employees opinions.

57
 Some Employees feel that there should be an incentive wage scheme
for efficient work in the organization. It is true but provides
incentives as per company rules (Depends on organization losses and
profits).

 The management should be more helpful and sympathetic towards

the problems faced by the workers at the workstation.

 Management should be open with the decision making so that fear of

job security will be minimized.

58
 QUESTIONNAIRE

 Whether The Company Provide Flexible Working Hours For Employees?

(A)Yes (B) No

 Whether The Company Clearly Communicates Its Goals And Strategies To

Employees?

(A) Yes (B) No

 Are You Satisfied with The Wages Paid to You?

(A) Satisfied (B) Dissatisfied

 Do You Have Any Incentive Wage Schemes for Efficient Work on Your
Organization?
(A)Yes (B) No

 Are You Satisfied with The Incentive Wage Schemes Provided By The
Organization For Your Efficient Work In Your Organization?
(A)Yes (B) No

 Are You Satisfied with The Present Working Conditions and Environment?
(A) Satisfied (B) Dissatisfied

59
 Is the Management Helpful And Sympathetic To Your Problems In
Workstation?
(A)Yes (B) No
 Are You Satisfied with The Facilities Provided With The Organization?
(A)Yes (B) No

 Does the Management Have Good Relation With You?

(A)Yes (B) No

 Do You Feel That the Company Policies Really Protect Your Interest?
(A)Yes (B) No

 Do You Have Any Problems With The Present Management Setup?

(A)Yes (B) No

 Do You Feel That The Company Policies Should Be Changed?

(A)Yes (B) No

 If Does The Company Provide Any Training To Improve Your

Performance?
If Yes, Are You Satisfied With The Training Provided?
(A) Satisfied (B) Dissatisfied

 What Is Your Opinion About Your Job?

(A) Challenging (B) Responsible
(C) Motivating (D) Secured

60
 Can You Rank The Following Attributes Of Job Satisfaction?
(A) Work Environment (B) Job Security
(C) Salary (D) Superior – Subordinate

 Response regarding whether the respondent are satisfied with the job
security?
(A)Satisfied (B) dissatisfied (C) slightly satisfied.

61
CHAPTER :VII

BIBLIOGRAPHY

BOOKS

JOHN MARTIN – HRM

C.R. Kothari– Research methodology, new age international private ltd, Publishers

P.Paneerselvam - Text book of BRM

Stephen Robbins – Organizational behavior ,seventh education TATA MC GREW

HILL. NEW DELHI

Website:

www.wikipedia.com
www.borjournals.com
www.citehr.com
http://www.google.com/

https://www.slideshare.net

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