EMPLOYEE SATISFACTION AT AL-IQBAL HOSPITAL, CHENTRAPINNI

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CHAPTER 1

INTRODUCTION

1.1 ABOUT THE STUDY

Measurement of employee satisfaction has come to acquire the same fate as the

measurement of intelligence. Since there is no agreement on a specific definition,

generally questionnaires are developed to measure satisfaction with various aspects of

work and the resultant behavior or score is called employee satisfaction. Today as

intelligence is defined as what is measured by intelligence test, employee satisfaction can

also be defined as what is measured by employee satisfaction questionnaire.

Most studies of employee satisfaction have been concerned with operational it

rather than defining it. According to Locke (1969) such an approach describes that a

certain relationship works but tells nothing as to why it works. This seems to be the casewith employee satisfaction. Researches have been found to be more interested in

choosing the unit of measurement from the several available but little by way of a

definition of employee satisfaction has been attempted. One would assume the

acceptance of a definition of employee satisfaction as a precursor for the choice of the

unit measurement. Human Resource Management is considered to be the most valuable

asset in any organization. It is the sum total of inherent abilities, acquired knowledge and

skills represented by the talents and aptitude of the employed persons who comprise

executive, supervisors, and the rank and file employees. It may be noted here that Human

Resource should be utilized to the maximum possible extent, in order to achieve

individual and organizational goals. It is thus the employees performance is to a large

extent, influenced by motivation and job satisfaction.

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Meaning of Employee Satisfaction

Employee satisfaction refers to persons feeling satisfaction on the job, which acts

as a motivation to a work. It is not the self satisfaction on the job.

The term related to the total relationship between an individual and the employer

for which he is paid .Satisfaction does mean the simple feeling state accompany the

attainment of any goal, the end state is felling accompany the attainment by an impulse of

its objective. Research workers differently described the factors contributing to job

dissatisfaction.

Employee satisfaction is defined as the pleasurable emotional state resulting

from the appraisal of ones job as achieving or facilitating the achievement of ones job

values. In contrast employee dissatisfaction is defined as, The unpleasurable emotional

state resulting from the appraisal of ones job as frustrating or blackening the attainment

of ones job values or as entailing disvalues. However, both satisfaction and

dissatisfaction were seen as, a function of the perceived relationship between what one

perceives it as a during or entailing.

Theories of Employee Satisfaction

There are vital differences among experts about the concept of employee

satisfaction. Basically there are four approach of employee satisfaction; they are (1)

Fulfillment theory, (2) Discrepancy theory, (3) Equity theory, (4) Two-factor theory.

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(1) Fulfillment Theory

The proponents of this theory measure satisfaction terms of reward a person

receives or the extend to which his needs are satisfied. Further they thought that there is adirect relationship between employee satisfactions of the expected needs. The main

difficulty in this approach is that job satisfaction as observed by willing, is not only a

function of there would be considerable difference in the actual and expectations of

persons. Thus job satisfaction cannot be regarded as merely a function of how much a

person receives from his job.

(2) Discrepancy Theory

The proponents of this theory argue that satisfaction is the function of what a

person actually receives from his employee situation and what he thinks he should

receive or what he expects to receive. When the actual satisfaction discussed earlier.

Employee satisfaction, it results in dissatisfaction. As discussed earlier, satisfaction and

dissatisfaction are functions of the perceived relationship between what one wants from

ones job and what one perceives it offerings. This approach does not make it clear

whether or not over satisfaction is a part of dissatisfaction.

This led to the development of the equity theory of the employee satisfaction.

(3) Equity theory

The proponents of this theory of the view that a persons satisfaction is

determined by his perceived equity, which in turn is determined by his input- output

balance. Input-output balance is the perceived ratio of what a person receives from his

job relating to what he contributes to the job. This theory is of the view that both under

and the over reward lead to dissatisfaction while under reward cause feelings of unfair

treatment, over reward leads to feelings of guilt and discomfort.

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(4) Two factor theory

This theory was developed by Herzberg, Manusner, Peterson and Cap well who

identified certain factors as satisfiers and dissatisfies. Factors such as achievements,recognition, responsibility etc are satisfiers, the presence of which causes satisfaction but

their absence does not result in dissatisfaction. On the other hand factors such

supervision, salary, working condition are dissatisfies, the absence of which cause

dissatisfaction. Their presence however does not result in job satisfaction. The studies

failed to give any support to this theory, as it seems that a person can get both satisfaction

and dissatisfaction at the same time, which is not valid.

EMPLOYEE JOB SATISFACTION

In an organization individuals and group work together to meet a common

objective difference of opinion might occur. Sometime certain inconvenience may arise.

Thee things lead to complaints. Complaints are not promptly attended to, it leads to

dissatisfaction is very often manifested in such behavior as sullenness, moodiness, worry,

lack of work, and absents. If the dissatisfaction of the employees goes unattended or the

conditions causing it are not corrected, the irritation is likely to increase and lead to in

favorable attitudes towards the management and unhealthy relations in the organizations.

It is therefore, essential for the management to allow individual employees to express

dissatisfaction concerning their jobs or working conditions to an immediate superior.

These manifestations of workers dissensions against working conditions, terms of

service, leave and holidays and management decisions are commonly know in every

organization concern.

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EMPLOYEE SATISFACTION AND ORGANISATIONAL OBJECTIVES

Much of the job satisfaction research has entered around the correlative studies

examining the association of personality or Job factors with job satisfaction. In thesestudies the respondents have evaluated their understanding of how satisfied/dissatisfied

they felt with various aspects of jobs and whether this had anything to do with such

factors as age, sex, years of experience, income, etc. In the other set of studies, the

respondents have been dividing into groups based on their biographic variables and the

effect of such variable have been studies on satisfaction score they have been divided

into groups of high, low, and moderate, and background analysis is done to see how they

differ on biographic or other job variables.

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1.2 ABOUT THE INDUSTRY

The word hospital is derived from the Latin word hospitals which comes from

hospes means a host. The English word hospital comes from the French word

hospitale, as do the words hostel and hotel, all originally derived from Latin. The

three words hostel, hotel and hospital, all originally derived from Latin. The three

words hospital, hostel and hotel although derived from the same source, are used with

different meanings. The term hospital means an establishment for temporary

occupation by the sick and the injured.

Today hospital means an institution in which sick and injured persons are treated.

A hospital is different from a dispensary a hospital being primarily an institution

where in patients are received and treated while the main purpose of a dispensary is

distribution of medicine and administration of out door relief.

A hospital in Stead-mans Medical Dictionary is defined as an institution for the

care, cure and treatment of the sick and wounded for the study of diseases and for the

training of doctors and nurses.

Modern hospitals are open for 24 hours a day. Their personnel render services for

the cure and comfort of patients. A hospital aims at the speedy recovery of patients.

The hospital environment has changed day by day due to financial advancement.

Professional in the hospital and the community often pressurize the hospitals to provide

latest technology, through it is not cost effective and sometimes not even necessary. At

the beginning of the 20th century people died cheaply in their homes. Today 30% die in

expensively equip pied hospitals. This changing pattern of hospital will result in

dominance of consumers against providers. More over the concept of all services

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provided less than one roof will have to give way, to share of service. The result will be

more specified hospitals and main motive of these hospitals is to making profits.

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1.3ABOUT THE COMPANY

Tremendous advances in medical science and technology in recent decades have

revolutionaries the scope and nature of management of serious health problems. Diseaseshitherto considered incurable have yielded to modern hi-tech medicine. The lack of such

facilities in Chentrapinni has forced the public to look for them in cities in neighboring

districts. AL IQBAL Hospital was established in a specialty hospital at Chentrapinni. The

unit is a 100 bedded one. The unit is a proprietorship one. The hospital is situated in a 2

acre compound on the Kodugallur Guruvayoor Road. Any doctor is allowed to admit his

patients here and a patient here can get the service of any doctor of his choice. We have

the following super specialty departments of Plastic and Cosmetic Surgery,

Urology,Gastro Physiotherapy. We are also having well equipped operation

Theatres,ICU,ICCU,and NICU,Casualty,Labour room,Accident Trauma Care etc.We

have central oxygen and nitrous pipe line system, medical equipment such as

ultrasound Scanner, Dialysis unit, Audiometer, E.C.T machine, Video G.I. Endoscope,

Echo color Doppler, Personal computer with stress test Trade Mill System, Microvent,

Medicst Ventilator, Cardiac Monitors with central Monitoring System, Automatic

infusion pumps, Defibrillators, pulse oxymeters, C.Arm Foetal Monitors, Pace Makers

etc. Our laboratory is functioning with the facilities of Photo Flame mete, Auto Analyzer

and Elisa Reader etc. X-ray laboratory and pharmacy departments are rendering 24 hours

service and we are the forerunners of such services , Our hospital has evening O.P

facility and advance O.P booking through telephone.

AL IQBAL Hospital is expected to serve for local patients. Advanced

technologies companies with stringent controls by professionals will give the patients a

competitive edge in the hospital with:

Isolated hi-tech equipments and procedures

The truly hi-tech hospital in the private sector to provide exclusive tertiary level

service.

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A cadre of reputed doctors and a team of paramedical and auxiliary technical

personnel.

State of the equipment maintained by specialists.

CME Programme for doctors, postgraduate medical students and staff

Holistic medical care that includes alternate medicine

VISION STATEMENTS

To construct, commission, man, equip and run a high technology hospital to

match the best, so as to provide medical care to patients from by areas as well as

from other parts of Thrissur.

To make available isolated high technology equipments and procedures.

Identification and recruitment of reputed doctors in advance in each specialty, so

that they can be involved in the fashioning of their respective departments. Each

specialty will have a senior consultant with years of training and vast experience

who will lead a team of junior specialists so that continuity of quality can be

assured in the long term.

To have a completely trained team of medical, nursing, paramedical and auxiliary

technical personnel working in each specialty.

Continuing medical education is an integral part of the medical profession. The

Hospital will conduct regular CME programs for its staff, other doctors and also

for post graduate medical students.

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1.4 REVIEW OF LITERATURE

EMPLOYEE SATISFACTION

Employee satisfaction refers to a collection of feeling that an individual holds

toward his the job. A person who is dissatisfied with his or her job holds negative

feelings about the job. When people speak of employee attitudes, more often than not

they mean job satisfaction. In fact, the two terms are frequently used interchangeably.

DETERMINANTS OF EMPLOYEE SATISFACTION:

Over the past seven decades, researchers have been active in conducting thousands

of studies pertaining to employee satisfaction. In the Indian context too,

Employee satisfaction has consistently been one of the most heavily researched

topics as indicated in all the three major reviews of OB researches in India (sinha,

1972; sinha 1981, khandwalla, 1988). All three reviewers have identified a number

of factors that cause people to become satisfied or dissatisfied with their jobs. These

factors can broadly be classified into two categories- those relating to the

organization and those relating to the personal characteristics of the employees

themselves.

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SHARMA (1997)

The nature of work contributes heavily to the feeling of satisfaction. Flexibility,

freedom, and discretion available in the performance of ones job contribute heavily to

employee satisfaction (sayeed, 1988; joshi and Sharma, 1997; Rangaswamy and

Markhandeyar, 1998; panda, 2001). On the other hand ambiguity in tasks, confusing

instructions, and unclear understanding of the job leads to job dissatisfaction ( Sharma

and sharma,1997).

DHAWAN (2001)

SUPERVISORY BEHAVIOUR:

Studies have also indicated that satisfaction tends to be higher when employees

believe their supervisors to be competent, have their best interest in mind, and treat

them with dignity and respect (sayeed, 1988). Supervisory style that influences job

satisfaction is the degree to which the supervisor takes a personal interest in the

employees welfare, provides advice, and communicates at a personal level ( Dhawan

2001).

KUMARI AND SINGH (1998)

ABSENTEEISM:

It is widely known that absenteeism causes costly interruptions at the work place.

Since temporary workers replace regular workers it can also result in poor quality

products. Hence there is an inverse relationship between satisfaction and absenteeism

(kumari and singh, 1998). The moderating variable here is the degree to which the

individuals feel that their work is important.

GUNTHEY AND SINGH

MENTAL HEALTH:

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Studies have reported that high job satisfaction is associated to better mental

health (Sutria, 1979; Gunthey and singh, 1982). Employees with good mental health have

been found to learn job-related tasks faster, have less on-the job accidents, and report

grievances. Another aspect of mental health could be the degree of frustration

experienced on the job and its impact on the work and life of employees.

LINCOLN (1989)

CULTURE:

Research has uncovered that executives in less industrialized countries

have lower job satisfaction. Besides, Japanese workers were reported to have

significantly lower job lower job satisfaction than US workers (Lincoln, 1989). His

study also indicated that in both japan and the US job satisfaction could be

improved by participative techniques like quality circles as well as social activities

sponsored by the company.

NON-WORK LIFE:

Researchers have reported that there is a spillover of job satisfaction to other

spheres of life too. In other words, satisfaction in job seems to increase satisfaction

in other spheres of life or what is called satisfaction in general (metha, 1978).

Balancing the demands of career and family has become a major challenge for

employees particularly so for dual career couples. A meta- analysis by Kossek and

Ozeki (1998) of fifty studies with fifty groups found a negative relationship between

all forms of work family conflict and job and life satisfaction. Women were found tobe more adversely affected by work family conflict than men because of their double

responsibilities of work and home.

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CHAPTER 2

MAIN THEME OF PROJECT

2.1 OBJECTIVES OF THE STUDY

To know the satisfaction level of the employees.

To ensure proper handling of employees in an organization.

To study whether the management appreciates in value with the passage of

time.

To evaluate the effective relationship between the management

employees.

To make know whether the management provide opportunity to develop

the employees in accordance with their work.

To study the employees opinion about the rules and regulation.

To evaluate the training program of the management.

To know whether the employees need motivation.

To examine whether employees are satisfied with the facilities provided

by the Management

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2.2 SCOPE AND LIMITATION OF THE STUDY

2.2.1 SCOPE OF THE STUDY

In the present day social context, especially in democratic systems, it is

accepted that employees should be able to express their dissatisfaction,

whether it is a minor irritation, a serious problem or a difference of

opinion with the superior over terms and conditions of employment.

This study help the management to understand the reason for improve

employees attitude

This study helps the management to manage the employees effectively to

the management process

2.2.2 LIMITATION OF THE STUDY

Collections of the data were not easy because staff were very duty

bounded

Inadequate time was the major constraint during the project study.

The validity and reliability of the data obtained depend on the response

from the employees of AL IQBAL Hospital.

Some of the employees did not express their personal views openly

Study is limited to AL IQBAL HOSPITAL only, so the result obtained

from the study cannot be generated to other areas

.

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2.3RESEARCH METHODOLOGY

RESEARCH

A research is the arrangement of conditions for collection and analysis of data in

manner that aim to combine relevance to the research purpose with economy in

procedure. It is the blue print for the collection, measurement and analysis of data.

The research is descriptive in nature. The major purpose of descriptive research isto describe the state of affairs as it exists at present.

RESEARCH DESIGN

The success of formal research project depends on the sound research design. As

the main aim of the project is to identify the satisfaction level of the employees in an

organization, the project is purely descriptive in nature.

SAMPLING DESIGN

A sample design is a definite plan for obtaining a sample from a given population.

It refers to the technique or procedure the researcher would adopt in selecting items from

the sample

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SAMPLING TECHNIQUE

Out of 200 populations the probability of the sample size is restricted to

100samples; hence stratified sampling technique is adopted for the research study.

STRATIFIED SAMPLING

In a stratified sampling the sampling frame is divided into non over lapping

groups or strata. Example geographical areas, age groups, genders.

A sample is taken from each stratum and when this sample is a simple random

sample it is referred to as stratified sampling.

SCALING TECHNIQUES

As the questions are closed ended, Liker scale is the technique used for asking the

questions. The respondent is asked to respond to each of the statement in terms of several

degrees as given below

SA - Strongly Agree

A - Agree

N - Neutral

D - Disagree

SD - Strongly Disagree

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DATA COLLECTION METHODS

Data collection method is an important task in every research process. There are

two types of data is being used

Primary data: The data are collected directly from the respondents as the

information is not already been provided.

Secondary data: the data are collected from the company records, newspaper,

journals, magazines, library, etc.

TOOL USED FOR COLLECTING DATA

Questionnaire is the tool used for collecting data. Multiple choice, rating scale

and close end questions of pre-formulated questionnaire have been designed for the

study.

ANALYSIS OF DATA

After collecting the data, they were entered in a single table called master chart.

Different tables were prepared and analysis of data was done to find out the level of

satisfaction of staff member in the organization. To extract meaningful information from

data collected, analysis of data and interpretation was carried out by using simple

percentage analysis and sign test for paired comparison method.

STATISTICAL TOOLS USED

1. Percentage analysis

2. Chi square test

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CHARTS USED

1. Bar chart

2. Pie chart

TESTING OF HYPOTHESIS

A statistical hypothesis is a statement or assertion about a population, which must

be verified on the basis of information available from the sample.

(i) Percentage analysis:

Percentage analysis refers to a special kind of ratio. This is used for the

description of the relationship.

No. of employees

Percentage analysis = 100

Total no. of employees

(ii) Chi square analysis:

Chi- square analysis firstly used by Karl person in the 1990 is a

statistical measure used in the context of sampling analysis for comparing

a variance to a theoretical variance it is calculated as follows.

()

Chi-square () =

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Where:

Oi = Observed frequencies

Ei = Expected frequencies.

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2.4 ANALYSIS AND INTERPRETATION

TABLE NO: 2.4.1 SHOWING AGE OFRESPONDENTS

Sample size- 100

SL NO

AGE

LEVEL NO OF RESPONDENTS PERCENTAGE

1 BELOW 25 10 10

2 25 - 30 25 25

3 31 - 35 30 30

4 36 - 40 20 20

5 ABOVE 45 15 15

TOTAL 100 100

Source: primary data

INTERPRETATION

From the above table it is clear that age of the 30% of respondents is between 31to 35, 25% lies between 25 to 30, 20% lies between 36 to 40, 15% of above 45 and 10%

of below 25.

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FIGURE NO.2.4.1: SHOWING THE AGE LEVEL OF RESPONDENTS

10

25

30

20

15

0

5

10

15

20

25

30

35

BELO

W25

25-30

31-35

36-40

ABOV

E45

AGE LEVEL

PERCENTAGE

PERCENTAGE

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TABLE NO 2.4.2 SHOWING GENDERS OF THE RESPONDENTS

Samplesize-100

SL NO GENDER NO OF RESPONDENTS PERCENTAGE

1 MALE 65 65

2 FEMALE 35 35

TOTAL 100 100


INTERPRETATION

From the above table its seen that 65% of respondents are male and 35% of

respondents are female

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FIGURE NO 2.4.2: FIGURE SHOWING GENDER OF RESPONDENT

65

35

0

10

20

30

40

50

60

70

MALE FEMALE

GENDER

PERCENT

AGE

PERCENTAGE

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TABLE NO 2.4.3 SHOWING MONTHLY INCOME OF RESPONDENTS

Samplesize-100

S. No Salary No of respondents Percentage

1Below

Rs.500023 23

2Rs.5000-

Rs.1000069 69

3Rs.10001-

Rs.150005 5

4Above

Rs.150003 3

Total 100 100


INTERPRETATION

The above table shows that 69% of the respondents income level lies between

Rs.5000Rs.10000 and 23% of the respondents income level lies in the group of Below

Rs.5000 and 5% of the respondents income level lies between RS.10001-Rs.15000 and3% of the respondents income level lies in the group of between above 15000.

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FIGURE NO 2.4.3: SHOWING INCOME LEVEL OF RESPONDENTS

14

41

32

0

5

10

15

20

25

30

35

40

45

Below

Rs.5000

Rs.5000-

Rs.10000

Rs.10001-

Rs.15000

Above

Rs.15000

SALARY LEVEL

PERC

ENTAGE

PERCENTAGE

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TABLE NO 2.4.4: SHOWING LEADERSHIPFUNCTION

Samplesize-100

SL NO PARTICULAR

NO OF

RESPONDENTS PERCENTAGE

1 SATISFIED 61 61

2 DISSATISFIED 12 12

3

HIGHLYSATISFIE

D 10 10

4

HIGHLY

DISSATISFIED 7 7

5 NEUTRAL 10 10

TOTAL 100 100


INTERPRETATION

From the above table it is inferred that 61% of the respondents are satisfied, 12%

are dissatisfied, 10% are highly satisfied and neutral and 7% are highly dissatisfied

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FIGURE NO 2.4.4: SHOWING LEADERSHIP FUNCTION

61

12 107

10

0

10

20

30

40

50

60

70

SATISFIED

DISS

ATISFIED

HIGH

LYSATISFIED

HIGHLY

DISS

ATISFIED

NEUT

RAL

OPINION OF RESPONDENT

PERCENTAG

PERCENTAGE

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TABLE NO 2.4.5 SHOWING APRECIATION FOR BEST PERFORMANCE OF

WORK

Samplesize-100


INTERPRETATION

It is found from the above table that 70% of respondents agree that the

management appreciate for their best performance of work, 20% disagreed, 5% strongly

agreed, 3% of respondent are neutral and 2% strongly disagreed

FIGURE NO 2.4.5 SHOWING APRECIATION FOR BEST PERFORMANCE OF

WORK

SL NO PARTICULARS

NO OF

RESPONDENT PERCENTAGE

1 AGREE 70 70

2 DISAGREE 20 20

3

STONGLY

AGREE 5 5

4

STONGLY

DISAGREE 2 2

5 NEUTRAL 3 3

TOTAL 100 100

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70%

20%

5%2% 3%

AGREE

DISAGREE

STONGLY AGREE

STONGLY DISAGREE

NEUTRAL

TABLE NO 2.4.6: SATISFACTION LEVEL OF RESPONDENTS FOR

REMUNERATION

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Samplesize-100

SL NO PARTICULARS

NO OF


1 SATISFIED 65 65


3

HIGHLY

SATISFIED 5 5

4

HIGHLY

DISSATISFIED 8 8

5 NEUTRAL 2 2

TOTAL 100 100


INTERPRETATION

It is found that 65% of respondents are satisfied with the remuneration provided

by the management, 20% are dissatisfied, 8% are highly dissatisfied, 5% are highly

satisfied and 2% are neutral

FIGURE 2.4.6: SHOWING SATISFACTION LEVEL OF RESPONDENTS FOR

REMUNERATION

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65

20

5 8 2

0

10

20

30

4050

60

70

SA

TISFIED

DISSAT

ISFIED

H

IGHLY

SA

TISFIED

HIG

HLY

DISSAT

ISFIED

N

EUTRAL

OPINION OF RESPONDENT

PERCENTAGE

PERCENTAGE

TABLE NO 2.4.7- SHOWING OPINION WHILE TAKING DECISION

Samplesize-100

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SL NO PARTICULARS

NO OF

RESPONDENTS PECENTAGE

1 YES 50 50

2 ALWAYS 20 20

3 NOT ALWAYS 10 10

4 NOT AT ALL 15 15

5 NEUTRAL 5 5

TOTAL 100 100


INTERPRETATION

From the above table it is found that 50% respondents agreed that the

management consider their opinion while taking decisions, 20% agreed that the

management are always considering their opinion, 15% and 10% of the respondents are

not that much satisfied and 5% are neutral

FIGURE 2.4.7 SHOWING EMPLOYEES OPINION WHILE TAKING DECISION

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50

20

1015

5

0

10

20

30

4050

60

ES

ALWA

YS

NOTA

LWAY

S

NOTA

TALL

NEUT

RAL

OPINION OF RESPONDENTS

PERCENTAGE

PECENTAGE

TABLE 2.4.8 SHOWING OPPORTUNITY TO DEVELOP

Samplesize-100

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SL NO PARTICULARS

NO OF


1 YES 68 68

2 ALWAYS 12 12

3 NOT ALWAYS 10 10

4 NOT AT ALL 7 7

5 NEUTRAL 3 3

TOTAL 100 100

INTERPRETATION

It is found that 68% of respondents have the opinion that management provide

opportunity to develop in accordance with time, 7% are having the negative opinion and

3% are neutral

TABLE NO 2.4.8 SHOWING EMPLOYEES OPPORTUNITY TO DEVELOP

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68

12 10 73

0

1020

3040

5060

70

80

YES

ALWAYS

NOTALWAYS

NOTAT

ALL

NEUT

RAL


PERCEN

TAG

PERCENTAGE

TABLE NO2.4.9: SHOWING CAREER OPPERTUNITY

Samplesize-100

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SL NO PARTICULARS

NO OF


1 YES 55 55

2 ALWAYS 15 15

3 NOT ALWAYS 10 10

4 NOT AT ALL 10 10

5 NEUTRAL 5 5

TOTAL 100 100

Source: Primary data

INTERPRETATION

It is found from the above table that 55% of respondants have the opinion that

management provide proper career opportunities, 15% have the opinion that management

always provide opportunity, 10% are neutral

FIGURE NO 2.4.9: SHOWING CAREER OPPERTUNITY

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55

1510 10

5

0

10

20

30

40

50

60

YES

ALWAYS

NOTAL

WAYS

NOTA

TALL

NEU

TRAL


PERCENTEG

PERCENTAGE

TABLE NO 2.4.10 SHOWING SATISFACTION LEVEL IN TIME SCHEDULE

Samplesize-100

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SL NO PARTICULARS

NO OF


1 SATISFIED 80 80

2 DISSATISFIED 5 5

3

HIGHLY

SATISFIED 10 10

4

HIGHLY

DISSATISFIED 3 3

5 NEUTRAL 2 2

TOTAL 100 100

INTERPRETATION

It is found from the above table that 80% of respondents are satisfied with the

time schedule, 10% are highly satisfied, 5% are dissatisfied, 3% are highly dissatisfied

and 2% are neutral

FIGURE 2.4.10 SHOWING SATISFACTION LEVEL IN TIME SCHEDULE

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80

510

3 2

0102030405060708090

SATISFIED

DISSATISFIED

HIGHLY

SATISFIED

HIGHLY

DISSATISFIED

NEUTRAL


PERCENTAG

PERCENTAGE

TABLENO 2.4.11 SHOWING SATISFACTION LEVEL IN RULES AND

REGULATIONS

Samplesize-100

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SL NO PARTICULARS

NO OF


1 OUTSTANDING 45 45

2 EXCELLENT 25 25

3 GOOD 10 10

4 AVERAGE 10 10

5 BAD 10 10

TOTAL 100 100


INTERPRETATION

From the above diagram it is clear that the respondents are having good opinion

about the rules and regulations of the hospital. 45% of respondents have marked

outstanding, 25% excellent, 10% average, 10% good and 10% marked bad

FIGURE NO 2.4.11: SHOWING SATISFACTION LEVEL IN RULES AND

REGULATIONS

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45

25

10 10 10

0

5

10

15

20

25

30

35

40

45

50

OUTSTAN

DING

EXCELLEN

T

GOOD

AVE

RAGE

BAD


PERCCENTAG

PERCENTAGE

TABLE NO 2.4.12: SHOWING OPINION IN TRAINING PROGRAMME

Samplesize-100

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SL NO PARTICULARS

NO OF


1 OUTSTANDING 60 60

2 EXCELLENT 15 15

3 GOOD 5 5

4 AVERAGE 13 13

5 BAD 7 7

TOTAL 100 100


INTERPRETATION

From the above table it is evaluated that 60% of respondents rated the training

programmes as outstanding, 15% excellent, 13% average, 7% bad and 5% good

FIGURE NO 2.4.12: SHOWING OPINION IN TRAINING PROGRAMME

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29%

8%

3%

7%4%

49%

OUTSTANDING

EXCELLENT

GOOD

AVERAGE

BAD

TOTAL

TABLE NO 2.4.13 SHOWING SATISFACTION LEVEL IN MONITORY

INCENTIVES

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Samplesize-100

SL NO PARTICULARS

NO OF


1 SATISFIED 40 40


3 HIGHLY SATISFIED 15 15

4

HIGHLY

DISSATISFIED 10 10

5 NEUTRAL 5 5

TOTAL 100 100

INTERPRETATION

It is clear from the above table that 40% of the respondents are satisfied with the

non monitory incentives, 30% are dissatisfied, 15% are highly satisfied, 10% are highly

dissatisfied and 5% are neutral.

FIGURE2.4.13 SHOWING SATISFACTION LEVEL IN MONITORY

INCENTIVES

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40%

30%

15%

10%

5%

SATISFIED

DISSATISFIED

HIGHLY SATISFIED

HIGHLY DISSATISFIED

NEUTRAL

TABLE NO2.4.14 SHOWING SATISFACTION LEVEL INTERACTION WITH

CO WORKERS

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Samplesize-100

SL

NO PARTICULARS

NO OF


1 SATISFIED 56 56



4 HIGHLY DISSATISFIED 7 7

5 NEUTRAL 13 13

TOTAL 100 100


INTERPRETATION

From the above table it can be understood that 56% of respondents are satisfied

with the interaction with co-workers, 14% are dissatisfied, 13% a10% are highly

dissatisfied

FIGURE NO2.4.14: SHOWING SATISFACTION LEVEL INTERACTION WITH

CO WORKERS

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SL NO PARTICULARS

NO OF


1 YES 36 36

2 NO 15 15

3 ALWAYS 24 24

4 NOT ALWAYS 16 16

5 NEUTRAL 9 9

TOTAL 100 100


INTERPRETATION

From the above table it can be evaluated that 36% of respondents have the

opinion that superiors respect their opinion,24% have the opinion always, 15% mo, 16%

not always and 9% are neutral.

FIGURE NO 2.4.15: SHOWING SUPERIORS RESPECT ON OPINION

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SL NO PARTICULARS

NO OF


1 SATISFIED 65 65

2 DISSATISFIED 5 5


4

HIGHLY

DISSATISFIED 20 20

5 NEUTRAL 5 5

TOTAL 100 100


INTERPRETATION

It is clear from the above table that 65% respondents are satisfied with the

infrastructure provided, 20% highly satisfied, 5% dissatisfied, highly dissatisfied and

neutral.

FIGURE NO 2.4.16: SHOWING SATISFACTION LEVEL IN INFRA STUCTURE

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65

5 5

20

5

0

10

20

30

40

50

60

70

SATISFIED

DISSATISFIED

HIGHLY

SATISFIED

HIGHLY

DISSATISFIED

NEUTRAL


PERCENTAG

PERCENTAGE

TABLE NO2.4.17: SHOWING EMPLOYEES INTEREST IN DOING WORK

Sample size-100

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60%

15%

10%

10%

5%

YES

NO

ALWAYS

NOT ALWAYS

NEUTRAL

TABLENO 2.4.18: SHOWING EMPLOYEE STRESS IN WORK

Sample size: 100

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SL NO PARTICULARS

NO OF


1 YES 20 20

2 NO 55 55

3 SOMETIMES 15 15

4 ALWAYS 5 5

5 NEUTRAL 5 5

TOTAL 100 100


INTERPRETATION

Its is found from the above table that 20% are stressed in work, 55% are not

stressed in work , 15% sometimes, 5% always, 5% neutral.

FIGURE NO 2.4.18: SHOWING EMPLOYEE STRESS IN WORK

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20

55

155 5

0

10

20

30

40

50

60

YES

NO

SOMETIMES

ALWAYS

NEUT

RAL


PERCEN

TAG

PERCENTAGE

TABLE NO2.4.19: SHOWING SATISFACTION LEVEL IN PROMOTION

POLICY

Sample size: 100

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SL NO PARTICULARS

NO OF


1 SATISFIED 60 60



4

HIGHLY

DISSATISFIED 8 8

5 NEUTRAL 2 2

TOTAL 100 100


INTERPRETATION

From the above table it is evaluated that 60% of respondents are satisfied with the

promotion policy, 20% highly satisfied, 10% dissatisfied, 8% highly dissatisfied, 2%

neutral.

FIGURE NO 2.4.19: SHOWING SATISFACTION LEVEL IN PROMOTION

POLICY

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60%

10%

20%

8%2%

SATISFIED

DISSATISFIED

HIGHLY SATISFIED

HIGHLY DISSATISFIED

NEUTRAL

TABLE NO: 2.4.20 RELATIONSHIP BETWEEN GENDER AND LEVEL OF

SATISFACTION

NULL HYPOTHESIS

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Ho: There is no relationship between gender and satisfaction level.

ALTERNATIVE HYPOTHESIS

Ha: There is a relationship between gender and satisfaction level.

CHI-SQUARE TEST FORMULA

(O-E)2

2 =

E

GENDER AND LEVEL OF SATISFACTION

Sample size: 100

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6 5.95 0.05 0.0025 0.01

5 7.8 -2.8 7.84 1.01

7 4.2 2.8 7.84 1.874 4.55 -0.55 0.30 0.07

3 2.45 0.55 0.30 0.13

Total 4.04

Calculated 2 value = 4.04

Degree of freedom = (r-1) x (c-1)

= (2-1) x (5-1)

= (1) x (4)

= 4

Table value = 9.48

Significant result = Significant at 5% level

INTERPRETATION

It is found from the above analysis that calculated chi-square value is lower than

the table value at 4 degree of freedom. So, Null Hypothesis (HO) is accepted. Hence, weconclude that, there is no significant relationship between gender and satisfaction level.

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CHAPTER 3

FINDINGS, RECOMMENDATIONS AND CONCLUSION

3.1 FINDINGS

61% of the respondents are satisfied with leadership function

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70% of respondents agree that the management appreciate for their best

performance of work

65% of respondents are satisfied with the remuneration provided by the

Management

50% respondents agreed that the management consider their opinion while taking

decisions

68% of respondents have the opinion that management provide opportunity to

develop in accordance with time

55% of respondents have the opinion that management provide proper career

opportunities

80% of respondents are satisfied with the time Schedule

25% respondents belongs to the age below 25, 35% of respondents belongs to

age level of 20-25 and 10% of the respondents belongs to the age level of above

25 years

45% of respondents have marked outstanding, 25% excellent, 10% average, 10%

good and 10% marked bad for the rules and regulations of the hospital

60% of respondents rated the training programs as outstanding

40% of the respondents are satisfied with the non monitory incentives

56% of respondents are satisfied with the interaction with co-workers

36% of respondents have the opinion that superiors respect their opinion

There is no relationship between gender and satisfaction level

3.2 RECOMMENDATIONS

The management should provide timely performance of service in the hospital

The management should provide a periodic evaluation on the nursing staff

The management should increase the remuneration

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The management should communicate with the employees to reduce

dissatisfaction among employees

The management should provide relaxation facilities such as yoga, television,

meditation etc

To know about the opinion of the employees the management should keep

suggestion box in the hospital

The management should provide all the employees motivation which will increase

their capacities

Continuous training program will increase the employees ability and performance

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3.3 CONCLUSION

Hospital organizations are essential part of the medical care scheme. If the

employees are dissatisfied then the organization cannot run properly. The main objectiveof the hospital is to provide best possible patient care and health education, and carry out

research works.

The term hospital means establishment for temporary occupation by the sick and

the injured. Today hospital means an institution in which sick or injured people are

treated. There needs a lot of improvements in the complete mechanism of motivation,

management attitude, disciplinary procedures and remuneration.

Majority of the staffs are satisfied with the facilities provided by the management.

Management is giving proper care to the employees feelings. A well working

environment is present in the hospital

65

Date post:	03-Apr-2018
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EMPLOYEE SATISFACTION AT AL-IQBAL HOSPITAL, CHENTRAPINNI

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