14771721 Job Satisfaction Research Project Report

Job Satisfaction

Job satisfaction is defined as the extent to which people like (satisfaction)

or dislike (dissatisfaction) their jobs

This definition suggests job satisfaction is a general or global affective reaction that

individuals hold about their job While researchers and practitioners most often measure

global job satisfaction there is also interest in measuring different facets or

dimensions of satisfaction Examination of these facet conditions is often useful for a

more careful examination of employee satisfaction with critical job factors Traditional

job satisfaction facets include co-workers pay job conditions supervision nature of the

work and benefits

Job satisfaction a workers sense of achievement and success is generally perceived to

be directly linked to productivity as well as to personal wellbeing Job satisfaction

implies doing a job one enjoys doing it well and being suitably rewarded for ones

efforts Job satisfaction further implies enthusiasm and happiness with ones work The

Harvard Professional Group (1998) sees job satisfaction as the keying redient that leads

to recognition income promotion and the achievement of other goals that lead to a

general feeling of fulfillment

Importance to Worker and Organization

Frequently work underlies self-esteem and identity while unemployment lowers self-

worth and produces anxiety At the same time monotonous jobs can erode a workers

initiative and enthusiasm and can lead to absenteeism and unnecessary turnover 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 often leads to a positive work attitude A satisfied worker

is more likely to be creative flexible innovative and loyal

- 1 -

For the organization job satisfaction of its workers means a work force that is motivated

and committed to high quality performance Increased productivityacirceurordquothe quantity and

quality of output per hour workedacirceurordquoseems 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 job

loss will not give 100 percent of their effort for very long Though fear is a powerful

motivator it is also a temporary one and as soon as the threat is lifted performance will

decline

Tangible ways in which job satisfaction benefits the organization include reduction in

complaints and grievances absenteeism turnover and termination as well as improved

punctuality and worker morale Job satisfaction is also linked to a more healthy work

force and has been found to be a good indicator of longevity And 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 No wonder

Andrew Carnegie is quoted as saying Take away my people but leave my factories and

soon grass will grow on the factory floors Take away my factories but leave my people

and soon we will have a new and better factory

- 2 -

Creating Job Satisfaction

So how is job satisfaction created What are the elements of a job that create job

satisfaction Organizations can help to create job satisfaction by putting systems in place

that will ensure that workers are challenged and then rewarded for being successful

Organizations that aspire to creating a work environment that enhances job satisfaction

need to incorporate the following

bull Flexible work arrangements possibly including telecommuting

bull Training and other professional growth opportunities

bull Interesting work that offers variety and challenge and allows the worker

opportunities to put his or her signature on the finished product

bull Opportunities to use ones talents and to be creative

bull Opportunities to take responsibility and direct ones own work

bull A stable secure work environment that includes job securitycontinuity

bull An environment in which workers are supported by an accessible supervisor who

provides timely feedback as well as congenial team members

bull Flexible benefits such as child-care and exercise facilities

bull Up-to-date technology

bull Competitive salary and opportunities for promotion

Probably the most important point to bear in mind when considering job satisfaction is

that there are many factors that affect job satisfaction and that what makes workers happy

with their jobs varies from one worker to another and from day to day Apart from the

factors mentioned above job satisfaction is also influenced by the employees personal

characteristics the managers personal characteristics and management style and the

nature of the work itself Managers who want to maintain a high level of job satisfaction

in the work force must try to understand the needs of each member of the work force For

example when creating work teams managers can enhance worker satisfaction by

placing people with similar backgrounds experiences or needs in the same workgroup

Also managers can enhance job satisfaction by carefully matching workers with the type

- 3 -

of work For example a person who does not pay attention to detail would hardly make a

good inspector and a shy worker is unlikely to be a good salesperson As much as

possible managers should match job tasks to employees personalities

Managers who are serious about the job satisfaction of workers can also take other

deliberate steps to create a stimulating work environment One such step is job

enrichment Job enrichment is a deliberate upgrading of responsibility scope and

challenge in the work itself Job enrichment usually includes increased responsibility

recognition and opportunities for growth learning and achievement Large companies

that have used job-enrichment programs to increase employee motivation and job

satisfaction include ATampT IBM and General Motors (Daft 1997)

Good management has the potential for creating high morale high productivity and a

sense of purpose and meaning for the organization and its employees Empirical findings

show that job characteristics such as pay promotional opportunity task clarity and

significance and skills utilization as well as organizational characteristics such as

commitment and relationship with supervisors and co-workers have significant effects on

job satisfaction These job characteristics can be carefully managed to enhance job

satisfaction

Of course a worker who takes some responsibility for his or her job satisfaction will

probably find many more satisfying elements in the work environment Everett (1995)

suggests that employees ask themselves the following questions

bull When have I come closest to expressing my full potential in a work situation

bull What did it look like

bull What aspects of the workplace were most supportive

bull What aspects of the work itself were most satisfying

bull What did I learn from that experience that could be applied to the present

situation

- 4 -

Workers Roles 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

bull 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

bull Develop excellent communication skills Employers value and reward excellent

reading listening writing and speaking skills

bull Know more Acquire new job-related knowledge that helps you to perform tasks

more efficiently and effectively This will relieve boredom and often gets one

noticed

bull Demonstrate creativity and initiative Qualities like these are valued by most

organizations and often result in recognition as well as in increased

responsibilities and rewards

bull Develop teamwork and people skills A large part of job success is the ability to

work well with others to get the job done

bull Accept the diversity in people Accept people with their differences and their

imperfections and learn how to give and receive criticism constructively

bull See the value in your work Appreciating the significance of what one does can

lead to satisfaction with the work itself This helps to give meaning to ones

existence thus playing a vital role in job satisfaction

bull Learn to de-stress Plan to avoid burnout by developing healthy stress-

management techniques

- 5 -

Assuring Job Satisfaction

Assuring job satisfaction over the longterm requires careful planning and effort both by

management and by workers Managers are encouraged to consider such theories as

Herzbergs(1957) and Maslows (1943) Creating a good blend of factors that contribute to

a stimulating challenging supportive and rewarding work environment is vital Because

of the relative prominence of pay in the reward system it is very important that salaries

be tied to job responsibilities and that pay increases be tied to performance rather than

seniority

So in essence job satisfaction is a product of the events and conditions that people

experience on their jobs Brief (1998) wrote If a persons work is interesting her pay is

fair her promotional opportunities are good her supervisor is supportive and her

coworkers are friendly then a situational approach leads one to predict she is satisfied

with her job (p 91) Very simply put if the pleasures associated with ones job outweigh

the pains there is some level of job satisfaction

- 6 -

COMPANY PROFILE

Kotak Mahindra old mutual life insurance ltd Is a joint venture between kotak

Mahindra banks Ltd And old mutual plc At kotak life insurance we aim to help

customers to take financial Decisions at every stage in life by offering them a wide range

of innovative life insurance Products to make them financial independent11

Mr Gorang shah is the managing director of kotak Mahindra old mutual life insurance

limited

- 7 -

- 8 -

KOTAK MAHINDRA GROUP

Established in 1984 the Kotak Mahindra Group has long been one of Indiarsquos most

reputed organizations in the financial services domain Kotak Mahindra Group is

committed for providing high quality financial products services and support to its

customers and is structured in different businesses like Banking Life Insurance Mutual

Funds Car Finance Securities and Institutional equities As on 31st December 2006 the

group stands at a net worth of around Rs 3100 crore employees around 9600 people in

its various branches providing services at across 300 cities The Group services around

22 million customer accounts11

OLD MUTUAL Plc

Old Mutual a company with 160 years experience in life insurance is an international

financial services group listed on the London Stock Exchange and included in the FTSE

100 list of companies with assets under management worth $ 400 Billion as on 30th

June 2006 For customers this joint venture translates into a company that combines

international expertise with the understanding of the local market

The group has a substantial presence in the UK US and South African markets The

company is also working in the field of asset management banking and general insurance

services in over 40countries As on 31 December 2005 Old Mutual had more than 7

million life insurance policies 36 million banking customers and over 5 50000 general

insurance policies11

- 9 -

OTHER GROUP COMPANIES OF KOTAK LIFE INSURANCE

KOTAK MAHINDRA BANK LTD

KOTAK MAHINDRA CAPITAL COMPANY LTD

INTERNATIONAL SUBSIDIARIES

KOTAK MAHINDRA PRIME LTD

KOTAK SECURITIES LTD

KOTAK MAHINDRA ASSET MANAGEMENT COMPANY

- 10 -

HISTORY OF KOTAK LIFE

KOTAK MAHINDRA Old Mutual Life Insurance is a joint venture between KOTAK

MAHINDRA Bank Ltd along with its affiliates and Old Mutual plc

Established in 1984 the KOTAK MAHINDRA Group has long been one of Indiarsquos most

reputed organizations in the financial services domain KOTAK MAHINDRA Group is

committed for providing high quality financial products services amp support to its

customers and is structured in different business like Banking Life Insurance Mutual

Funds Car Finance Securities Institutional Equities and Investment banking KOTAK

MAHINDRA Finance Ltd the flagship company of KOTAK MAHINDRA Group was

converted into KOTAK MAHINDRA Bank Ltd in March 2003 making it the first

NBFC to be offered a banking license As on 31st December 2006 the group stands at a

net worth of around Rs 3100 crore employing around 9600 people in its various

business and has distribution network of branches franchisees representative offices in

New York London Dubai and Mauritius The group service around 22 million-customer

accounts 11

- 11 -

- 12 -

- 13 -

HISTORY OF INSURANCE

Almost 4500 years ago in the ancient land of Babylonia traders used to bear risk of the

caravan trade by giving loans that had to be later repaid with interest when the goods

arrived safely In 2100 BC the Code of Hammurabi granted legal status to the practice

That perhaps was how insurance made its beginning

Life insurance had its origins in ancient Rome where citizens formed burial clubs that

would meet the funeral expenses of its members as well as help survivors by making

some payments

As European civilization progressed its social institutions and welfare practices also got

more and more refined With the discovery of new lands sea routes and the consequent

growth in trade Medieval guilds took it upon themselves to protect their member traders

from loss on account of fire shipwrecks and the like

Since most of the trade took place by sea there was also the fear of pirates So these

guilds even offered ransom for members held captive by pirates Burial expenses and

support in times of sickness and poverty were other services offered Essentially all these

revolved around the concept of insurance or risk coverage Thats how old these concepts

are really

In 1347 in Genoa European maritime nations entered into the earliest known insurance

contract and decided to accept marine insurance as a practice

- 14 -

The first step

Insurance as we know it today owes its existence to 17th century England In fact it

began taking shape in 1688 at a rather interesting place called Lloyds Coffee House in

London where merchants ship-owners and underwriters met to discuss and transact

business By the end of the 18th century Lloyds had brewed enough business to become

one of the first modern insurance companies

Insurance and Myth

Back to the 17th century In 1693 astronomer Edmond Halley constructed the first

mortality table to provide a link between the life insurance premium and the average life

spans based on statistical laws of mortality and compound interest In 1756 Joseph

Dodson reworked the table linking premium rate to age

Enter companies

The first stock companies to get into the business of insurance were chartered in England

in 1720 The year 1735 saw the birth of the first insurance company in the American

colonies in Charleston SC

In 1759 the Presbyterian Synod of Philadelphia sponsored the first life insurance

corporation in America for the benefit of ministers and their dependents

However it was after 1840 that life insurance really took off in a big way The trigger

reducing opposition from religious groups

The growing years

- 15 -

The 19th century saw huge developments in the field of insurance with newer products

being devised to meet the growing needs of urbanization and industrialization

In 1835 the infamous New York fire drew peoples attention to the need to provide for

sudden and large losses Two years later Massachusetts became the first state to require

companies by law to maintain such reserves The great Chicago fire of 1871 further

emphasized how fires can cause huge losses in densely populated modern cities The

practice of reinsurance wherein the risks are spread among several companies was

devised specifically for such situations

In the 19th century many societies were founded to insure the life and health of their

members while fraternal orders provided low-cost members-only insurance

Even today such fraternal orders continue to provide insurance coverage to members as

do most labor organizations Many employers sponsor group insurance policies for their

employees providing not just life insurance but sickness and accident benefits and old-

age pensions Employees contribute a certain percentage of the premium for these

policies

In India

Insurance in India can be traced back to the Vedas For instance yogakshema the name

of Life Insurance Corporation of Indias corporate headquarters is derived from the Rig

Veda The term suggests that a form of community insurance was prevalent around

1000 BC and practiced by the Aryans

Burial societies of the kind found in ancient Rome were formed in the Buddhist period to

help families build houses protect widows and children

Bombay Mutual Assurance Society the first Indian life assurance society was formed in

1870 Other companies like Oriental Bharat and Empire of India were also set up in the

1870-90s

- 16 -

It was during the swadeshi movement in the early 20th century that insurance witnessed

a big boom in India with several more companies being set up

As these companies grew the government began to exercise control on them The

Insurance Act was passed in 1912 followed by a detailed and amended Insurance Act of

1938 that looked into investments expenditure and management of these companies

funds

By the mid-1950s there were around 170 insurance companies and 80 provident fund

societies in the countrys life insurance scene However in the absence of regulatory

systems scams and irregularities were almost a way of life at most of these companies

As a result the government decided nationalizes the life assurance business in India The

Life Insurance Corporation of India was set up in 1956 to take over around 250 life

companies

For years thereafter insurance remained a monopoly of the public sector It was only

after seven years of deliberation and debate - after the RN Malhotra Committee report of

1994 became the first serious document calling for the re-opening up of the insurance

sector to private players -- that the sector was finally opened up to private players in

2001

The Insurance Regulatory amp Development Authority an autonomous insurance regulator

set up in 2000 has extensive powers to oversee the insurance business and regulate in a

manner that will safeguard the interests of the insured17

- 17 -

FUTURE OF INSURANCE IN INDIA

As per a recent report ldquoIndian Insurance Industry Forecast (2007-2009)rdquo published by

RNCOS it has been found that ldquoLife insurance market in India will likely reach around

Rs 1683 Billion by the year 2009 Changing consumer behavior GDP growth rate

changing socio economic demography and natural calamities occurring from time to time

will remain the key contributors in this growthrdquo

April 2007 current FYrsquos first month saw new businesses expand by 49 whereas

general insurance players witnessed 16 increase during the same month

Outstanding performance of SBI Life ICICI Prudential and LIC helped the Indian life

insurance industry in mopping up almost Rs 2892 crore in April this year whereas it was

Rs 1996 crore in the same month last year On the other hand Reliance Life ING Vysya

and Bajaj Allianz were amongst those insurers that came across a decline in their

premium collection over the review period as per the data compiled by Insurance

Regulatory amp Development Authority16

Selling almost 15 89684 policies during this April LIC - the largest life insurer in India

-witnessed 57 growth in its new premiums that reached to Rs 2134 crore LIC grabbed

a market share of almost 7156 during this April Non-life or general insurance industry

saw a growth of 16 during this month and ICICI Lombard was the second largest

player in this segment Business Standard published this in news on 14 June 2007

Looking at the current scenario it can be made out that the four established public-sector

players namely National Insurance United India Oriental Insurance and New India

Assurance may have to face stiff competition from private players like Bajaj Allianz

Reliance General and ICICI Lombard as per Business Standard

- 18 -

According to RNCOS report ldquoIndian Insurance Industry Forecast (2007-2009)rdquo

ldquoPerformance of life insurance industry remained better in comparison to non life

segment over the five year period spanning 2001-2005 Some qualitative factors like the

deregulation rate of insurance market and implementation rate of technologies prevailing

in the market need to perform up to the industry expectations in order to improve the

growth rate of Indian life insurance marketrdquo

This report provides an objective analysis of all aspects of Indian insurance industry The

issues addressed in this report include prospective investment areas in Indian life

insurance industry market strategies adopted by key players in this segment

opportunities and challenges present in this industry and so on15

- 19 -

LIFE INSURANCE ADVANTAGES

Some of the life insurance advantages offered by different types of Life Insurance

Policies are

Life Insurance policies can help secure the future of children for

collegeeducational purposes as the amount of life Insurance Policy increases on a

minorrsquos or parentrsquos life

Life Insurance provides the option to pass equal assets to the children who are not

active in the Family business at the time the family business is passed on

The growth of a cash-value policy is tax-deferred - you do not pay taxes on the

cash value accumulation until you withdraw funds from the policy

Life Insurance helps retain your Business from the loss of a key employee

Untimely death of a key employee can pose severe financial loss to the business

A lot of Insurance products presently provide good returns which could be a

beneficial way for saving necessary funds for retirement years

Benefits are available immediately and may be used to help pay expenses such as

final illness and funeral costs eliminating the need to sell estate assets to cover

these costs

A carefully signed Life Insurance Policy with desired ownership and beneficiary

arrangements helps secure you and your family in the long term15

- 20 -

CORPORATE STRUCTURE

- 21 -

FINANCIAL STRUCTURE

- 22 -

LITERATURE REVIEW

The literature survey conducted here include the academic books and website the study

being conducted was ldquoto evaluate the effectiveness of recruitment and selection policy in

relation with increasing attrition problemrdquo

Gui L Barriball KL While AE

2nd Military Medical University School of Nursing Shanghai PR China

Job satisfaction among nurses is of concern throughout the world but the

satisfaction of nurse teachers has received less attention and no review of global

research on the topic has been published A comprehensive literature review

(1976-2007) was undertaken from an international perspective (n=26 papers and

4 doctoral abstracts) to examine the state of knowledge about nurse teachers job

satisfaction over time Coverage over the last 30 years was selected to examine if

the level and contributing factors to nurse teachers job satisfaction have changed

during a time which has seen considerable developments and reorganization of

nurse education as well as the role of nurse teachers The purpose of this Part I

paper is to (i) review the different measurements of job satisfaction (ii) report

the job satisfaction levels of nurse teachers and (iii) identify the components of

job satisfaction of nurse teachers This paper provides the foundation for the Part

II paper which reviews the literature regarding the effects and related factors of

nurse teachers job satisfaction

- 23 -

1 Prasad LM ldquoHuman resource managementrdquo pp219-purpose and

importance of Recruitment amp selection can not be ignored as by this org

2 Bhattacharyya Kumar Dipak ldquoHuman resource managementrdquo Excel

books pp166-what is basically recruitment its introduction how to carry out

recruitment

3 Dwivedi RS ldquoManaging Human Resource Personnel Managementrdquo

(Indian enterprises Galgotia publishing company New delhi1st edition

pp96-97 -what is a recruitment policy what factors should be include while

formulating

4 Rao VSP Human Resource Managementrdquo Excel books1st editionpp151

Importance of tests while selecting the candidates for the job as these tests

help the interviewer to better judge the candidate his competency for the

particular jobs

5 Bernardin John H ldquoHuman Resource Managementrdquo Tata Mc Graw Hill

publishing company ltd New Delhi pp 160-163the effectiveness of selection

method depends upon the reliability of the data validity of the purpose amp

utility of the methods

6 Gulati Ambika ldquoTraining and Managementrdquo vol3 aug07 pp18-19

Importance of recruitment function in an organisation

7 Gulati Ambikardquo Training and Managementrdquo vol3 june 07pp46-4 -

changing role of Human Resource

8 Gulati Ambika ldquoTraining and Managementrdquovol3 a single click for all

recruitment solutions

- 24 -

9 Rao Janardhan N ldquoMBA Reviewrdquomar07pp33-37-Paradigam shifts in

human resources

10 Kothari CB ldquoResearch Methodology-Methods amp Techniquesrdquo new age

international research methodology

- 25 -

OBJECTIVES OF THE STUDY

bull To find that whether the employees are satisfied or not

bull To analyse the companyrsquos working environment

bull To check the Degree of satisfaction of employees

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

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

- 26 -

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem It may be

understood has a science of studying how research is done scientifically In it we study

the various steps that all generally adopted by a researcher in studying his research

problem along with the logic behind them

The scope of research methodology is wider than that of research method

Meaning of Research

Research is defined as ldquoa scientific amp systematic search for pertinent information on a

specific topicrdquo Research is an art of scientific investigation Research is a systemized

effort to gain new knowledge It is a careful inquiry especially through search for new

facts in any branch of knowledge The search for knowledge through objective and

systematic method of finding solution to a problem is a research

RESEARCH DESIGN

A research is the arrangement of the conditions for the collections and analysis of the data

in a manner that aims to combine relevance to the research purpose with economy in

procedure In fact the research is design is the conceptual structure within which research

is conducted it constitutes the blue print of the collection measurement and analysis of

the data As search the design includes an outline of what the researcher will do from

writing the hypothesis and its operational implication to the final analysis of data

The design is such studies must be rigid and not flexible and most focus attention on the

following 2

- 27 -

Research Design can be categorized as

The present study is exploratory in nature as it seeks to discover ideas and insight to brig

out new relationship Research design is flexible enough to provide opportunity for

considering different aspects of problem under study It helps in bringing into focus some

inherent weakness in enterprise regarding which in depth study can be conducted by

management

- 28 -

TYPES OF RESEARCH DESIGN

EXPLORATORYRESEARCH DESIGN

DESCRIPTIVE amp DIAGNOSTIC RESEARCH DESIGN

EXPERIMENTAL RESEARCH DESIGN

DATA COLLECTION

For any study there must be data for analysis purpose Without data there is no

means of study Data collection plays an important role in any study It can be collected

from various sources I have collected the data from two sources which are given below

1 Primary Data

bull Personal Investigation

bull Observation Method

bull Information from correspondents

bull Information from superiors of the organization

2 Secondary Data

bull Published Sources such as Journals Government Reports Newspapers and

Magazines etc

bull Unpublished Sources such as Company Internal reports prepare by them given to

their analyst amp trainees for investigation

bull Websites like KOTAKrsquoS official site some other sites are also searched to find

data

- 29 -

Scope Of The Study

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 employeestat 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

- 30 -

Sample Size -

Questionare is filled by 20 employees of Kotak life Insurance Kaithal

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

- 31 -

Analysis amp Interpretation

- 32 -

- 33 -

I have been passed up at least once for a promotion in the past few years

0 20

30

50

0

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

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 disagree50 are disagree

and rest 0 of employees are strongly disagree

- 34 -

I spend parts of my day daydreaming about a better job

6015

1510 0

Strongly Disagree

- 35 -

I find much of my job repetitive and boring

75

10

10 5 0

Strongly Disagree

employees are agree on the point 10 are neither agree nor disagree5 are disagree and

rest 0 of employees are strongly disagree

- 36 -

I am mentally andor physically exhausted at the end of a day at work

85

10 5 00

Strongly Disagree

- 37 -

I feel that my job has little impact on the success of the company

50

30

20 00

Strongly Disagree

- 38 -

I have an increasingly bad attitude toward my job boss and employer

00 20

60

20

Strongly Disagree

- 39 -

I am no longer given the resources I need to successfully do my job

10

3060

00

Strongly Disagree

- 40 -

I am not being used to my full capabilities

0

40

20

40

0

Strongly Disagree

- 41 -

I have received no better than fair evaluations recently

40

35

25 00

Strongly Disagree

- 42 -

I feel as though my boss and employer have let me down

00 10

55

35

Strongly Disagree

- 43 -

I often feel overworked and overwhelmed

45

20

35

00

Strongly Disagree

- 44 -

I am frequently stressed out at work

0 20

15

50

Strongly Disagree

- 45 -

I live for weekends and days away from the job

00 10

3060

Strongly Disagree

- 46 -

I find myself negatively comparing my situation to my peers

0 15

25

40

20

Strongly Disagree

- 47 -

I feel my bad days at work outweigh the good ones

25

30

45

00

Strongly Disagree

- 48 -

I often experience a sensation of time standing still when I am at work

15

3530

20 0

Strongly Disagree

- 49 -

I have been told that I am becoming a more cynical person

10

25

30

35

0

Strongly Agree

Agree

Neither Agree norDisagree

Disagree

Strongly Disagree

- 50 -

I feel as though my employer has broken promises about my future with the organization

0 10

25

40

Strongly Disagree

- 51 -

I have lost sight of my career goals and aspirations

15

25

45

15 0

Strongly Disagree

- 52 -

I no longer feel valued for my work

25

2520

20

10

Strongly Disagree

- 53 -

Findings

o Employees are not completely satisfied with their job although their salary

is good enough

o Employes are not getting value to their work

o Most of employees think that they are nt on their actual path

o Most of the employees think that the organization havenrsquot fulfill their

promiseswhat they do in beginning especially regarding Promotion

o There is negatively comparison between peers especially regarding targets

o They often feel overworked

- 54 -

SUGGESTIONS AND RECOMMENDATIONS

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

bull Ideal employees should concentrate on their job

bull Educational qualification can be the factor of not an effective job

bull Company should give promotion to those employees who deserves it

- 55 -

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 Kaithal which is quite a small

area to judge job satisfaction level

- 56 -

BIBLIOGRAPHY

BOOKS

1 Kothari CR Research Methodology New Delhi New Age International

Publication second edition

2 Ashwathapa K Human Resource Management (third edition) Tata Mc Graw Hill

Publication Company Ltd Page no 81-136171179267284

3 Chhabra T N Human Resource Management Dhanpat Rai $Co(P)Ltd Indianinth

edition

4 Monnapa Arun Human Resource Management Tata Mc Graw Hill Publication

Company Ltd

WEBSITES-

a wwwkotaklifeinsurancecomhomeproducts

b wwwkotakcomcoms2product-compint-0000950756-pagehtml

c wwwirdaorginsurancebenefits-kotak-ind

d wwwaskcom-meaning-insurancehistory-

e wwwibeforgindustryinsurance-trendin

- 57 -

ANNEXURE

QUESTIONNAIRE

NAME helliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellipDESIGNATION helliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellipCOMPANY helliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip

1 I have been passed up at least once for a promotion in the past few years

bull Strongly Agree

bull Agree

bull Neither Agree nor Disagree

bull Disagree

bull Strongly Disagree

2 I spend parts of my day daydreaming about a better job

bull Strongly Agree

bull Agree

bull Disagree

3 I find much of my job repetitive and boring

bull Strongly Agree

bull Agree

bull Disagree

- 58 -

4 I am mentally andor physically exhausted at the end of a day at work

bull Strongly Agree

bull Agree

bull Disagree

5 I feel that my job has little impact on the success of the company

bull Strongly Agree

bull Agree

bull Disagree

6 I have an increasingly bad attitude toward my job boss and employer

bull Strongly Agree

bull Agree

bull Disagree

7 I am no longer given the resources I need to successfully do my job

bull Strongly Agree

bull Agree

- 59 -

bull Disagree

8 I am not being used to my full capabilities

bull Strongly Agree

bull Agree

bull Disagree

9 I have received no better than fair evaluations recently

bull Strongly Agree

bull Agree

bull Disagree

10 I feel as though my boss and employer have let me down

bull Strongly Agree

bull Agree

bull Disagree

11 I often feel overworked and overwhelmed

bull Strongly Agree

bull Agree

- 60 -

bull Disagree

12 I am frequently stressed out at work

bull Strongly Agree

bull Agree

bull Disagree

13 I live for weekends and days away from the job

bull Strongly Agree

bull Agree

bull Disagree

14 I find myself negatively comparing my situation to my peers

bull Strongly Agree

bull Agree

bull Disagree

15 I feel my bad days at work outweigh the good ones

- 61 -

bull Strongly Agree

bull Agree

bull Disagree

16 I often experience a sensation of time standing still when I am at work

bull Strongly Agree

bull Agree

bull Disagree

17 I have been told that I am becoming a more cynical person

bull Strongly Agree

bull Agree

bull Disagree

18 I feel as though my employer has broken promises about my future with the

organization

bull Strongly Agree

bull Agree

bull Disagree

- 62 -

19 I have lost sight of my career goals and aspirations

bull Strongly Agree

bull Agree

bull Disagree

20 I no longer feel valued for my work

bull Strongly Agree

bull Agree

bull Disagree

- 63 -

Scope Of The Study

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