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CHAPTER 1
INTRODUCTION
1.1 ABOUT THE PROJECT
JOB SATISFACTION:
Job satisfaction of an Individual is a general attitude towards his or her
job. Job satisfaction is a major determinant of an employees organizational
citizenship behavior (OCB). Satisfied employees would seem more likely to talk
positively about the organization, help others and go beyond the normalexpectations in their job.
DEFINITION:
Job satisfaction is the favorableness or un favorableness with which
employees view their work
(KEITH DAVIS)
Job satisfaction is defined as The amount of overall positive effect of feelings
that individuals have towards their job.
(DANIEL C. FEELDMAN AND J. ARNOLD)
"Job satisfaction is defined as "the extent to which people like (satisfaction) or
dislike (dissatisfaction) their jobs.
(WILLIAMS J)
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Job satisfaction is a general attitude towards ones job: the difference between
the amount of reward workers receive and the amount they believe they shouldreceive.
(ROBERT L.KAHN)
Job satisfaction is the amount of pleasure or contentment associated with a job.
If you like your job intensely, you will experience high job satisfaction. If you
dislike your job intensely, you will experience job dissatisfaction.
(Hugh J. Arnold and Daniel C. Feldman)
IMPROVING JOB SATISFACTION:
Job satisfaction can be improved through the following ways:-
Improving working conditions.
Transferring unhappy workers.
Changing perceptions.
Initiating morale building programs.
IMPORTANCE:
Job satisfaction has some relation with the mental health of the people.
It spreads goodwill about the organization.
It has some degree of positive correlation with physical health of an
individual.
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Job satisfaction reduces absenteeism and turn over.
If job satisfaction increases then there is an improvement in both the quantity
and quality of production. A worker will be satisfied if he gets what he
expected. Job satisfaction relates to work environment.
ADVANTAGES:
It is an indication of general level of satisfaction in the company.
Workers attitude towards management are improved.
Training needs may be established.
Unions are also benefited by the surveys.
COMMONLY USED METHODS FOR MEASURING JOB
SATISFACTION:
1. Observation
2. Interview method
3. Questionnaire method
4. Company records
EVALUATING JOB SATISFACTION:
An accurate assessment of employees satisfaction ordinarily requires a
more formal procedure. Satisfaction surveys are often conducted to get systematic
information from employees. Satisfaction survey can provide information
regarding how employees feel about their jobs and the organization. Howeversurveys are not completely neutral information-gathering devices. Employees
expectation may be raised simply because employees are asked to participate in
the survey process. Failure to follow up on the survey with appropriate
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managerial action may result in decreased employee satisfaction than what existed
before.
Job satisfaction survey helps to find out the level of employee satisfaction
and to take collective actions if needed to improve employee satisfaction and
performance.
FACTORS INVOLVED IN JOB SATISFACTION:
1. Nature of work
2. Working Environment
3. Working hours
4. Job security
5. Responsibility given for the job
6. Relationship with colleagues
7. Relationship with supervisors
8. Safety measures
9. Grievance handling
10. Wage rate system
11. Incentives
12. Canteen facilities
13. Bonus schemes
14. Family welfare measures
15. Medical / First Aid facilities
16. Recognition
17. Rewards
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1.2 ABOUT THE COMPANY
VIJAY Info System control instruments established in the year 1992 by
Mr. K.Satheesh Kumar and is an ISO 9001:2000 certified company. VIJAY Info
Systems is one of the leading companies in electronics and software field. VIJAY
Info Systems is one among the leading players in all the segments of Electronics
Products which includes all kind of solar panels and computer peripherals,
computer accessories, networking components, wan links, satellite, networks,
Web Solutions, Software Development. VIJAY Info systems have head quarters
at Coimbatore. It started working with two employees, now employees over 50
professionals with 3000 sq.ft and provides its customers for their total peace of
mind. Also this vision has kept us very focused for the last 13 years. Our purpose
and goal is serving our customers because the customer satisfaction is the starting
point of success. VIJAY info systemis the life style enhancer for peoples work
and play. We provide people with great experience through network products and
services.
QUALITY POLICY
ISO 9001: 2000
Company committed towards customer satisfaction by technologically advanced
and innovative design solutions with guarantee, Reliability in all our services and
also developing relationship with our customer by meeting quality, standards of
excellence, on time delivery and after sales services.
QUALITY OBJECTIVES
1. Increase the sales to more than 50% per month from the previous year
sales by adding manpower and satisfying customer needs.
2. Reduce the product rejection by 50% from the current level.
3. Reduce the customer complaints by 50% from the current status
(improving the quality of services).
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1.3 INDUSTRY PROFILE
There is a perceptive exuberance in the Indian electronic products
manufacturing industry and growth estimates indicate a booming industry.The
Indian electronic sector generated sales of US$ 20 billion in fiscal year 2009-10,
including US$ 2.3 billion worth of export. going by current trends in production
and export of electronic products, the domestic Indian electronics product
manufacturing industry is heading for a whopping 17% growth in the coming year
compared to the export market which is estimated to reach US$2.6 billion by the
year 2010.
The three main factory providing impetus to this industry is the ever increasing
domestic electronic product manufacturing industry (solar panels and
Peripherals), the after sales and servicing industry and the outsourcing of
component manufacturing to India, Japan and China by the global titans. Even as
Indian electronics product manufacturing industry is making its presence felt in
the global markets, Japanese product manufactures have started to pose a serious
threat to Indias hopes of becoming major global players. Increase in input coasts
and constant appreciation of the rupee against the US dollar has put tremendous
coast pressures on the Indian electronic manufactures.
For the Indian auto component industry to achieve its ambitious targets of
becoming a US$ 40 billion industry by 2015.its is imperative that it transform its
combative advantages from cost to value. The need of the hour is to focus on its
competitiveness, learn the best manufacturing practices, be quality conscious and
at the same time inculcate a prompt delivery culture.
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Growth Oriented Budget for Electronics Manufacturing Industry
The budget has many initiatives that will promote growth of the automotive
industry. One of the key demands of the industry was that Customs Duty should
not be reduced any further this year as the depreciation of the dollar has almost
completely eroded the duty protection .The fianc Minister accepted this
suggestion of the industry. The reduction in the convert rate from 16% and the
reduction of Excise duty on electronic products will promote growth in the
electronics industry.
The reduction in the customs duty on steel and fibber scrap from 5% to 1% is a
very welcome step as these are critical raw material for the auto-component
sector. However, this is not adequate to address the issue of invert duty structure
in the electronic manufacturing industry, for which the duty on aluminum and
several grades of steel also needs to be brought down to one. The budget,
otherwise continues with the economic growth & reform agenda and would have
a positive impact on the component industry.
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CHAPTER II
OBJECTIVES, SCOPE & LIMITATIONS
2.1 SCOPE OF THE STUDY
The scope of the study is that by analyzing the job satisfaction of the
employees, the organization can further improve themselves with more benefits
and facilities to overcome the drawbacks and improve the performance level of
the employees.
2.2 OBJECTIVE OF THE STUDY
To study the level of job satisfaction of employees towards their job.
To study the various factors relating to job satisfaction.
To study the salary and reward system provided by the company.
To make suggestions on the basis of findings to improve the level of
satisfaction in the organization. To identify the factors which influence the job satisfaction of employees.
To know the employee satisfaction towards the facilities.
To offer valuable suggestions to improve the satisfaction level
of employees.
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2.3 LIMITATIONS
Some employees were unwilling to answer the questions.
The attitude of the employees may change from time to time. Hence the
Result of the project may be applicable only at present.
Some of the respondents were afraid to give true information in some
cases.
Time limit is one of the limitations of this study.
The study was limited to the information provided by the officials
Respondents may not have been open and honest in their responses.
Generalization could not be made as information collected was very
specific
Respondents may have marked the answers in the questionnaire, which
was socially desirable irrespective of their actual feelings.
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2.4 REVIEW OF LITERATURE
Susan M (1992), Employee Behavior, Keys to Employee Satisfaction states
that Employee satisfaction at work has decreased significantly in the past twenty
years, as these figures indicate and I predict employee satisfaction will get
worse in the next few years. A combination of events is creating a perfect storm
affecting employee satisfaction.
Elizabeth,(1983),Job Satisfaction, Find Satisfaction at your Current Job
state that If youre overstressed and at risk forjob burnout, you may feel
that a major life overhaul is necessary for you to be able to enjoy your job
and avoid burnout. Before making major changes, this article can help you to
better enjoy your situation with a few minor adjustments, and give you food
for thought on whether major changes may be necessary
Parthasarathy,(1984),Motivational Factors,Financial Management Process
Generation of employees who feel entitled to employee satisfaction has entered
the workforce and several generations of employees for whom work never quite
fulfilled their dreams, are leaving. And, they are leaving in the worst of economic
times which will affect their satisfaction with the rest of the quality of life they
experience.
http://humanresources.about.com/bio/Susan-M-Heathfield-6016.htmhttp://stress.about.com/od/selfknowledgeselftests/a/burnout_quiz.htmhttp://humanresources.about.com/bio/Susan-M-Heathfield-6016.htmhttp://stress.about.com/od/selfknowledgeselftests/a/burnout_quiz.htm8/6/2019 Employee satisfaction towards Job - Answaf M.P
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Hellrigel,(1987,)Job satisfaction keeps sliding, Commercialization of
human state that the recession and the extra work that many employees
who survived layoffs have been saddled with, play a role in the decline -- but
not as much as some might think. Job satisfaction has been sliding for years
across all age and income brackets, said Lynn Franco, director of the
organization's Consumer Research Center
Teacher Morale,(1982),Job Satisfaction and Motivation, Rethinking
Employment According to Morale Job satisfaction represents the
constellations of persons attitude towards or about the job. In general,
job satisfaction is the attitude towards the job as a whole. Job
satisfaction is a function of satisfaction with different aspects of job, i.e.
supervision, pay, works itself, co-workers, promotion, etc., and of the
particular weighting or importance one attaches to these respective
components. The traditional model of job satisfaction is that it consists of
the total body of feelings that an individual has about his job.
David A. Williamson Garland(1990),Functional roles of group members,
Employee work Load According to David A. Williamson The study of
job satisfaction is a relatively recent phenomenon. It can perhaps be said
to have begun in earnest with the famous Hawthorne studies conducted
by Elton Mayo at the western Electronic Company in 1920s during the
course of investigations. However they become convinced that factors of
a social nature were affecting satisfaction with the job and productivity.
Since the Hawthorne studies there has been an enormous output of work
on the nature, causes and correlates of job satisfaction.
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Lepak,D and Snell(2003),Skill requirement, Theory of human Recourse
According to Lepak and snell The procedure for determining the duties and skillrequirements of a job and the kind of person who should be hired. It is a formal
and detailed examination of jobs. It is the systematic investigation of the tasks,
duties and responsibilities necessary to do a job. It is also an important personnel
activity because it identifies what people do in their jobs and what they require in
order to do a job satisfactorily.
Keil,R.M.K,(1980),Employee Recognition, Implications for Employers of
Falling Employee Satisfaction sates that Employee satisfaction at work has
decreased significantly in the past twenty years, as these figures indicate and I
predict employee satisfaction will get worse in the next few years. A combination
of events is creating a perfect storm affecting employee satisfaction generation of
employees who feel entitled to employee satisfaction has entered the workforce.
Holmes,T.H(1993),Five Recommendations for Employee Satisfaction
Surveys, Employee Satisfaction Surveys According to Holmes T.H Employeesatisfaction surveys and facilitated focus groups help the employer identify areasof employee satisfaction and dissatisfaction. For accurate, reliable results,employee satisfaction surveys or focus group questions need to be developed byprofessionals who understand how to put questions together that obtain unbiasedinformation, administered appropriately with care and consideration for theorganization's culture and communication and analyzed by people who
understand survey research and can provide effective analysis.
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Ron de Kloet(2005), Satisfaction, Functions of HRD Department Surveys
State that the point is surveys should be taken and without failure the results
should be shared and actions should be taken based on the outcomes. Without
action, they become a management overhead task and a mere piece of paper. They
can also be linked to appraisals (see Time Merlin) and eventually result in better
organization and happier employees. Employee satisfaction is a main function of
the HR Department in a company. It's also a challenge for management as well as
a significant factor in order to maintain good employee relations.
Robin Thompson,(2003), Employee Satisfaction, Employee Satisfaction Is
Key To Company Success According to Robin ThompsonIf I take care of my
people, they will take care of the customer, says Maxine Turner owner of the
Salt Lake City based catering service, Cuisine Unlimited. Truer words have never
been spoken. Yet every day we hear about organizations focusing on getting new
business while ignoring the needs of their own staff.
Holroyd,K.A. & Lazarus,R.S,Stress,(1986),Employee Performance Keys to
Employee Satisfaction State that The drop in job satisfaction between 1987 and
2009 covers all categories in the survey, from interest in work (down 18.9
percentage points) to job security (down 17.5 percentage points) and crosses all
four of the key drivers of employee engagement: job design, organizational
health, managerial quality, and extrinsic rewards.
http://humanresources.about.com/z/js/o.htm?k=employee%20performance&d=Employee%20Performance&r=http://humanresources.about.com/od/employeesatisfaction/a/employee_satisfaction.htmhttp://humanresources.about.com/z/js/o.htm?k=employee%20performance&d=Employee%20Performance&r=http://humanresources.about.com/od/employeesatisfaction/a/employee_satisfaction.htm8/6/2019 Employee satisfaction towards Job - Answaf M.P
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2.5RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It
may be understand as a science of studying how research is done scientifically.
RESEARCH DESIGN:
The research design of this study is descriptive research. The descriptive
research studies are those studies which are concerned with describing the
characteristics of a particular individual, or of a group. The studies concerned
with specific predictions, with narration of facts & characteristics concerningindividual, group or situation are all examples of descriptive research studies.
SAMPLING TECHNIQUE AND SIZE:
The sampling technique used for research in this study is Convenience
sampling. The universe consists of all the employees of NEST SOFTWARE
SOLUTIONS, Coimbatore, out of the total members, 50 employees were
selected on random basis.
SOURCE OF DATA:
The source data are those which are collected afresh & for the first time, & thus
happen to be original in character. The datas are collected through questionnaire
and collected through the company records, books, journals & magazines. The
secondary datas are
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CHAPTER III
DATA ANALYSIS AND INTERPRETATIONS
The data that researcher have collected need to be analyzed and processed to
generate meaningful and useful information, to serve this purpose, percentage
method is done for all questions.
ANALYSIS:
Analysis is an answer to the question what message is conveyed by each group
of data? Data which are otherwise raw facts become information after analysis
3.1 TOOLS USED:
Simple Percentage Analysis.
SPSS
Percentage analysis:
One of the simplest methods of analysis is the percentage method. It is one
of the traditional statistical tools. Through the use of percentage, the data are
reduced in the standard form with the base equal to 100, which facilitates
comparison.
The formula used to compute Percentage analysis is,
SPSS: Statistical Package for the Social Sciences.
It is a computer application that provides statistical analysis of data. It allows forin-depth data access and preparation, analytical reporting, graphics and modeling
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SIMPLE PERCENTAGE ANALYSIS
TABLE 3.1
Distribution of respondents based on Age
Age No. of respondents Percentage
20 to 25 yrs 65 65
26 to 40 yrs 35 35
Total 100 100
Interpretation:
From the above table it is inferred that 65% of the respondents are between 20
25 years and 35% of the respondents are between 26 - 40 years.
CHART 3.2
Distribution of respondents based on Age
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TABLE 3.3
Distribution of employees based on gender
Interpretation:
From the above table it is inferred 53% of the respondents are male and 47% of
the respondents are female.
CHART 3.4
Distribution of respondents based on the Gender
Gender No. of respondents Percentage
Male 53 53
Female 47 47
Total 100 100
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TABLE 3.5
Distribution of respondents based on the Designation
Designation No of respondents Percentage
Supervisor 9 9
Hr executive 25 25
Counselor 31 31
Trainer 35 35
Total 100 100
Interpretation:
From the above table it is inferred that 35% of workers are trainers, 31% of
workers are counselors, 25% of workers are hr executives and 9% of workers are
supervisors.
CHART 3.6
Distribution of respondents based on the Designation
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TABLE 3.7
Distribution of respondents based on the Educational Qualification
Qualification No of respondents Percentage
Under graduate 27 27
Post graduate 63 63
Total 100 100
Interpretation:
From the above table it is inferred that 27% of respondents are done under
graduate and 63% of respondents are done post graduate.
CHART 3.8
Distribution of respondents based on education qualification.
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TABLE 3.9
Distribution of respondents based on the year of service.
Year of service Respondents Percentage
0 - 6 months 10 20
7months -1 yrs 35 351 - 2 yrs 55 55
Total 100 100
Interpretation:
From the above table it is inferred that 20% of employees have 0-6 months, 35%
of employees have 7months-1 yrs and 55% of employees have 1-2 years of
service.
CHART 3.10
Distribution of respondents based on year of service
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TABLE 3.11
Distribution of respondents based on opinion about the physical working
condition like space, cleanliness.
S.No. OpinionNo. of
Respondents
Percentage
1 Strongly Agree 10 10
2 Agree 60 60
3 Neutral 30 30
4 Disagree 0 0
5. Strongly Disagree 0 0
Total 100 100.0
Interpretation:
From the above table it is clear that 10% of the respondents stated strongly agree
with the physical working condition, 60% stated agree and 30% stated neutral.
CHART 3.12
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Distribution of respondents based on physical working condition
TABLE 3.13
Distribution of respondents based on opinion about the rest room provided
in the concern
S.No. OpinionNo. of
RespondentsPercentage
1. Yes 60 60
2. No 40 40
Total 100 100.0
Interpretation:
From the above table it is clear that 60% of the respondents stated yes for rest
room provided in the concern and 40% stated no.
CHART 3.14
Distribution of respondents based on rest room.
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TABLE 3.15
Distribution of respondents based on opinion about the concerns policy and
procedure helps employees in getting the jobs done
S.No. OpinionNo. of
Respondents
Percentage
1 Strongly Agree 10 10
2 Agree 60 60
3 Neutral 20 20
4 Disagree 10 10
5. Strongly Disagree 0 0
Total 100 100.0
Interpretation:
From the above table it is clear that 10% of the respondents stated strongly agree
with the concerns policy and procedure helps me in getting the jobs done, 60%
stated agree, 20% stated neutral and 10% stated disagree.
CHART 3.16
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Distribution of respondents based on policy and procedures
TABLE 3.17
Distribution of respondents based on opinion about the concerns policy and
procedures are making sense to employees
S.No. OpinionNo. of
RespondentsPercentage
1 Excellent 10 10
2 Very good 70 70
3 Good 10 10
4 Average 10 105. Poor 0 0
Total 100 100.0
Interpretation:
From the above table it is clear that 10% of the respondents stated strongly agree
with the concerns policy and procedures are making sense to me, 70% stated
agree, 10% stated neutral and 10% stated disagree.
CHART 3.18Distribution of respondents based on concerns policy and procedure are
making sense to employees
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TABLE 3.19
Distribution of respondents based on opinion about the job security
S.No. OpinionNo. of
RespondentsPercentage
1 Strongly Agree 10 10
2 Agree 60 70
3 Neutral 20 10
4 Disagree 10 10
5. Strongly Disagree 0 0
Total 100 100.0
Interpretation:
From the above table it is clear that 10% of the respondents stated strongly agree
with the job security is based on my performance, 60% stated agree, 10% stated
neutral and 10% stated disagree.
CHART 3.20
Distribution of respondents based on job security
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TABLE 3.21
Distribution of respondents based on opinion about the medical facility
provided in the concern
S.No. OpinionNo. of
RespondentsPercentage
1. Yes 80 80
2. No 20 20
Total 100 100.0
.
Interpretation:
From the above table it is clear that 80% of the respondents stated yes for medical
facility provided in the concern and 20% stated no.
CHART 3.22
Distribution of respondents based on medical facility
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TABLE 3.23
Distribution of respondents based on opinion the about the clarity of your
roles and responsibilities
S.No. OpinionNo. of
RespondentsPercentage
1 Excellent 50 50
2 Very good 40 40
3 Good 10 10
4 Average 0 0
5. Poor 0 0
Total 100 100.0
.
Interpretation:
From the above table it is clear that 50% of the respondents stated excellent with
the clarity of role and responsibilities, 40% stated very good and 80% stated good.
CHART 3.24
Distribution of respondents based on clarity of roles and responsibilities
TABLE 3.25
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Distribution of respondents based on the opinion about the satisfaction level
of roles and responsibilities
S.No. OpinionNo. of
RespondentsPercentage
1. Yes 70 70
2. No 30 30
Total 100 100.0
.
Interpretation:
From the above table it is clear that 70% of the respondents stated yes for
satisfaction level of roles and responsibilities and 30% stated no.
CHART 3.26
Distribution of respondents based on satisfaction level of roles and
responsibility
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TABLE 3.27
Distribution of respondents based on opinion the about the satisfaction level
of working hours followed in the concern
S.No. OpinionNo. of
RespondentsPercentage
1 Highly satisfied 30 30
2 Satisfied 40 40
3 Neither satisfied nor dissatisfied 30 30
4 Dissatisfied 0 0
5. Highly dissatisfied 0 0
Total 100 100.0
Interpretation:
From the above table it is clear that 30% of the respondents stated highly satisfied
with the satisfaction level of working hours, 40% stated satisfied and 30% stated
neither satisfied nor dissatisfied.
CHART 3.28
Distribution of respondents based on satisfaction level of working hours.
TABLE 3.29
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Distribution of respondents based on opinion about the satisfaction level of
proper schedules of work
S.No. OpinionNo. of
RespondentsPercentage
1 Strongly Agree 20 20
2 Agree 10 10
3 Neutral 50 50
4 Disagree 10 10
5. Strongly Disagree 10 10
Total 100 100.0
Interpretation:
From the above table it is clear that 20% of the respondents stated strongly agree
with the satisfaction level of proper schedules of work exits, 10% stated agree,
50% stated neutral, 10% stated disagree and 10% stated strongly disagree.
CHART 3.30
Distribution of respondents based on schedule of work
TABLE 3.31
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Distribution of respondents based on opinion the about the training and
development programs helps to adapt new changes in the working
environment
S.No. OpinionNo. of
RespondentsPercentage
1 Excellent 20 20
2 Very good 70 70
3 Good 10 10
Total 100 100
Interpretation:
From the above table it is clear that 20% of the respondents stated excellent with
training and development programs to adapt new changes in the working
environment, 70% stated very good and 10% stated good.
CHART 3.32
Distribution of respondents based on training and development program.
TABLE 3.33
Distribution of respondents based on opinion about the training given to the
employees is helpful at their work
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S.No. Opinion
No. of
RespondentsPercentage
1 Strongly Agree 20 20
2 Agree 60 60
3 Neutral 20 20
Total 100 100
Interpretation:
From the above table it is clear that 20% of the respondents stated strongly agree
with training is helpful at work, 60% stated agree and 20% stated neutral.
CHART 3.34
Distribution of respondents based on training is helpful at work
TABLE 3.35
Distribution of respondents based on opinion about the opportunities
available for the employees to develop new skills
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S.No. OpinionNo. of
RespondentsPercentage
1 Strongly Agree 40 402 Agree 40 40
3 Neutral 0 0
4 Disagree 10 10
5. Strongly Disagree 10 10
Total 100 100
Interpretation:
From the above table it is clear that 40% of the respondents stated strongly agree
with opportunities available for me to develop new skills, 40% stated agree, 10%
stated disagree and 10% stated strongly disagree.
CHART 3.36
Distribution of respondents based on opportunities available for the
employees to develop new skills
TABLE 3.37
Distribution of respondents based on opinion the about the salary structure
in the concern
.No. OpinionNo. of
RespondentsPercentage
1 Excellent 20 20
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2 Very good 10 10
3 Good 40 40
4 Average 10 10
5. Poor 20 10
Total 100 100
Interpretation:
From the above table it is clear that 20% of the respondents stated excellent with
the salary structure in the concern, 10% stated very good, 40% stated good, 10%
stated average and 10% stated poor.
CHART 3.38
Distribution of respondents based on salary structure.
TABLE 3.39
Distribution of respondents based on opinion the about the promotions given
in the concern
S.No. OpinionNo. of
RespondentsPercentage
1 Excellent 20 20
2 Very good 30 30
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3 Good 30 30
4 Average 0 0
5. Poor 20 20
Total 100 100
Interpretation:
From the above table it is clear that 20% of the respondents stated excellent with
the promotions given in the concern, 30% stated very good, 30% stated good and
20% stated poor.
CHART 3.40
Distribution of respondents based on promotion in the concern
TABLE 3.41
Distribution of respondents based on opinion about the reward system
followed by the concern
S.No. OpinionNo. of
RespondentsPercentage
1 Strongly Agree 10 10
2 Agree 60 603 Neutral 20 20
4 Disagree 0 0
5. Strongly Disagree 10 10
Total 100 100
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Interpretation:
From the above table it is clear that 10% of the respondents stated strongly agree
with reward system followed by the concern, 60% stated agree, 20% stated
neutral and 10% stated strongly disagree.
CHART 3.42
Distribution of respondents based on reward system.
TABLE 3.43
Distribution of respondents based on opinion about the correct recognition
for employees hard work.
S.No. OpinionNo. of
RespondentsPercentage
1 Strongly Agree 20 10
2 Agree 50 503 Neutral 10 10
4 Disagree 10 10
5. Strongly Disagree 10 10
Total 100 100
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Interpretation:
From the above table it is clear that 10% of the respondents stated strongly agree
with correct recognition for your hard work, 50% stated agree, 10% stated neutral,
10% stated disagree and 10% stated strongly disagree.
CHART 3.44
Distribution of respondents based on correct recognition for my work.
TABLE 3.45
Distribution of respondents based on opinion the about professionalism of
people
S.No. OpinionNo. of
RespondentsPercentage
1 Highly satisfied 10 10
2 Satisfied 60 60
3 Neither satisfied nor dissatisfied 20 20
4 Dissatisfied 10 10
Total 100 100
Interpretation:
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From the above table it is clear that 10% of the respondents stated highly satisfied
with professionalism of people with whom you work, 60% stated satisfied, 20%
stated neither satisfied nor dissatisfied and 10% stated dissatisfied.
CHART 3.46
Distribution of respondents based on professionalism of people with whom we
work.
TABLE 3.47
Distribution of respondents based on opinion about the morale of the people.
S.No. OpinionNo. of
RespondentsPercentage
1 Highly satisfied 30 30
2 Satisfied 50 50
3 Neither satisfied nor dissatisfied 20 20
Total 100 100
Interpretation:
From the above table it is clear that 30% of the respondents stated highly satisfied
with morale of the people with whom you work, 50% stated satisfied and 20%
stated neither satisfied nor dissatisfied.
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CHART 3.48
Distribution of respondents based on morale of the people
TABLE 3.49
Distribution of respondents based on opinion about the supervisors cares
and responding to the issues
S.No. OpinionNo. of
RespondentsPercentage
1 Strongly Agree 20 20
2 Agree 60 60
3 Neutral 10 10
4 Disagree 0 0
5. Strongly Disagree 10 10
Total 100 100
Interpretation:
From the above table it is clear that 20% of the respondents stated strongly agree
with supervisors cares and responding to the issues, 60% stated agree, 10% stated
neural and 10% stated strongly disagree.
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CHART 3.50
Distribution of respondents based on supervisors cares and responding to
the issues
TABLE 3.51
Distribution of respondents based on the opinion about overall job
satisfaction today
S.No. OpinionNo. of
RespondentsPercentage
1 Excellent 20 20
2 Very good 30 30
3 Good 50 50
Total 100 100.0
Interpretation:
From the above table it is clear that 20% of the respondents stated excellent about
overall job satisfaction today, 30% stated very good and 50% stated good.
CHART 3.52
Distribution of respondents based on overall job satisfaction today.
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3.2 SPSS
1. Descriptive Statistics for age, sex, job security, satisfaction on working
hours
NMinimum Maximum Mean
Std.Deviation
Age 100 1.00 2.00 1.6500 .47937
Sex 100 1.00 2.00 1.5300 .50161
Job Security 100 2.00 5.00 4.2000 1.08246Working Hour 100 3.00 5.00 4.1000 .83485
Valid N (listwise)
100
Interpretation
From the table it is given that Standard. Deviation of age is .47937 and for sex .50161 and for job security is 1.08246 and for working hour is .83485
2. Descriptive Statistics for policies and procedures, salary structure,employees hard work, supervisors cares
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Interpretation
From the table it is given that Standard. Deviation of policies and procedures is1.08246 and for salary structure is1.22680 and for is employees hard work
is1.38170and for supervisors cares is 1.255293. Correlations between age and designation
age Designation
age Pearson Correlation 1 .812(**)
Sig. (2-tailed) .000
N 100 100
designation Pearson Correlation .812(**) 1
Sig. (2-tailed) .000
N 100 100
** Correlation is significant at the 0.01 level (2-tailed).
Interpretation:
From the above table it is clear that the correlation value is .0812 which indicatesthat it is positively correlated. Hence the value shows that there is relationshipbetween age and designation
4. Correlations between Qualification and opportunities
N MinimumMaxim
um Mean Std. Deviation
policies and
procedures 100 2.00 5.00 4.2000 1.08246
salary structure 100 1.00 5.00 2.9000 1.22680employees hard
work 100 1.00 5.00 3.9000 1.38170
supervisors cares 100 1.00 5.00 4.2000 1.25529Valid N (list wise) 100
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Interpretation:
From the above table it is clear that the correlation value is . 047 which indicates
that it is positively correlated. Hence the value shows that there is relationshipbetween Qualification and opportunities to develop new skills.5. Correlations betweentraining and reward system.
TrainingReward system.
Pearson Correlation 1 .608(**)
Sig. (2-tailed) .000
N 100 100
Reward
system.
Pearson Correlation.608(**) 1
Sig. (2-tailed) .000
N 100 100
** Correlation is significant at the 0.01 level (2-tailed).
Interpretation:
From the above table it is clear that the correlation value is .608 which indicatesthat it is positively correlated. Hence the value shows that there is relationshipbetween training and reward system.
QualificationOpportunities
Qualification Pearson Correlation 1 .047
Sig. (2-tailed) .644
N 100 100
opportunities Pearson Correlation .047 1
Sig. (2-tailed) .644
N 100 100
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CHAPTER IV
FINDINGS, SUGGESTIONS AND CONCLUSION
4.1 FINDINGS
Most of the respondents are male.
65% of the respondents are between 20 25 age groups.
63% of the respondents completed their post graduation.
50% of the respondents stated working condition is excellent.
60% of the respondents states agree to the physical working conditions
like space, ventilation and cleanliness are good.
80% of respondents stated good for quality of drinking water provided by
the concern.
60% of respondents stated yes for rest room is good.
60% stated agree for concerns policy and procedure helps me in getting
the job done.
60% stated agree for job security is based on my performance.
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80% stated yes for medical facility provided by the concern is good.
50% stated clarity of roles and responsibility is excellent.
30% stated neither satisfied nor dissatisfied for satisfaction level of
working hours.
50% stated neutral for satisfaction level of proper schedule of work.
60% stated agree for training helps to increase your performance.
20% stated strongly disagree for Opportunities available for me to develop
new skills.
Most of the respondents stated neutral for salary structure.
Most of the employees stated promotion given is very poor.
Most of the respondents stated neutral for reward system followed by the
concern.
20% stated neither satisfied nor dissatisfied for team spirit in the working
environment.
20% of the employees stated neither satisfied nor dissatisfied for morale of
the workers.
60% stated supervisors cares and responds to the issues.
Only 50% stated good for overall job satisfaction today.
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4.2 SUGGESTIONS
The following are the valuable suggestions for the company to further improve
the current job satisfaction level of their workers.
Working environment, safety measures, housekeeping in the concern are
extremely good. This creates good working climate for the employees and
this is to be maintain.
As the satisfaction level is very low in the working hours, the concern should
concentrate on providing better working hour.
Promotion policies, opportunities, rewards and incentives may be increased.
As the satisfaction level is very low in the schedule of work, the concern
should take a look at it.
Most of the employees stated there are no opportunities for us to learn new
things; the concern should take a look at this.
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There is some dissatisfaction level regarding the Salary among the employees,
the concern may consider cost of living index for calculation of salary.
Only 50% of the employees satisfied about their work till today.
4.3 CONCLUSION
This research made an attempt to find out job satisfaction level of
employees towards their job in Vijay Info system. The concern has successfully
provided a better working atmosphere with all basic requirements.
An overview of this research reveals good satisfaction level among
employees towards their job, but at the same time the organisation lacks on
certain factors. If these factors are given little more care, the company can
maintain a good work with high level of satisfaction, devotion, organisational
commitment and involvement.
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BIBLIOGRAPHY
Baba, VV and Jamal, M (1991) Reutilization of job context and job
content as related to employees quality of working life:A study of
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Hickman J & Oldham G (1974) The Job Diagnostic Survey. New
Haven: Yale University.
Marvin, P.H. and Lawler, E.E. (1984) Accounting for the Quality of
Work Life. Journal of Occupational Behavior. 5. 197-212.
Taylor J C in Cooper, CL and Mumford, E (1979) the Employee job
satisfaction in Western and Eastern Europe. ABP
War, P, Cook, J and Wall, T (1979) Scales for the measurement of some
work attitudes and aspects of psychological well being. Journal of
Occupational Psychology. 52, 129-148.
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Ellis N & Pompli A 2002 Satisfaction of working life .Commonwealth
Dept of Health and Ageing. Canberra.
Sirgy, M. J., Efraty,, D., Siegel, P & Lee, D. (2001). A new measure of job
satisfaction (QoWL) based on need satisfaction and spillovertheories.
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Bearfield, S (2003)Quality of Working Life. Aciirt Working paper 86.
University of Sydney
Herzberg F, Mausner B, & Snyderman B., (1959) The Motivation to
Work. New York:Wiley
Danna, K. & Griffin, R. W. (1999). Health and well-being in the
workplace: A review and synthesis of the literature. Journal of
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Loscocco, K. A. & Roschelle, A. N. (1991). Influences on the employees
Work and Nonwork Life: Two Decades in Review. Journal of Vocational
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Van Laar, D, Edwards, J & Easton, S (2007). The Work-Related job
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APPENDICES: (QUESTIONNAIRE)
Respected Sir,
I, ANSWAF M.P of SAN IBS, working on a project titled A study on
employee satisfaction towards Job at Vijay Info system, Coimbatore. I request
you to kindly cooperate by providing information that will be considered mostvaluable for my project. I assure you that, the information provided will be kept
confidential.
PERSONAL DATA:
Name : _______________________
Sex : _______________________
Age:
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Below 25 yrs 25-35 yrs 35-45 yrs 45-55yrs Above55
yrs
Educational Qualification : _______________________
Marital status : _______________________
Department : _______________________
Designation : _______________________
Experience: Less than 5 yrs 5-10 yrs 10-15 yrs 15-20yrs
Above20 yrs
1. Your Opinion respondents based on Age
a) 20 to 25 yrs b) 26 to 40 yrs
2. The employees based on gender
a) Male b) Female
3. The distribution of respondents based on the Designation
a)Supervisor
b)Hr executive
c)Counselor
d)Trainer
4. The distribution of respondents based on the Educational Qualification
a) Under graduate b) Post graduate
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5. The distribution of respondents based on the year of service.
a) 0 - 6 months. b) 7 months -1 yrs. c) 1 - 2 yrs.
6. The distribution of respondents based on opinion about the physical working
condition like space, cleanliness.
a) Strongly Agree b) Agree c) Neutral
d) Disagree e) Strongly Disagree
7. The distribution of respondents based on opinion about the rest room providedin the concern.
a) Yes b) no
8. The distribution of respondents based on opinion about the concerns policy and
procedure helps employees in getting the jobs done.
a) Strongly agree b) agree c) neutral d) Disagree e)Strongly disagree
9. The distribution of respondents based on opinion about the concerns policy and
procedures are making sense to employees
a) Excellent b) Very Good c) Good d) Average e) Poor
10. The distribution of respondents based on opinion about the job security
a) STRONGLY AGREE b) AGREE c) NEUTRAL d) DISAGREE
e) STRONGLY DISAGREE
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11. The distribution of respondents based on opinion about the medical facility
provide in the concern.
A. YES B. NO
12. The distribution of respondents based on opinion the about the clarity of your
roles and responsibilities
a) EXCELLENT b) VERY GOOD c) GOOD d) AVERAGE e) POOR
13. The distribution of respondents based on the opinion about the satisfaction
level of roles and responsibilities
a) Yes b) No
14. The distribution of respondents based on opinion the about the satisfaction
level of working hours followed in the concern
a) Highly satisfied b) Satisfied c) Neither satisfied
nor dissatisfied
d) Dissatisfied e) highly dissatisfied
15. The distribution of respondents based on opinion about the satisfaction level
of proper schedules of work.
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a) Strongly Agree b) Agree c) Neutral
d) Disagree e) Strongly Disagree
16. The distribution of respondents based on opinion the about the training and
development programs helps to adapt new changes in the working
environment
a) EXCELLENT b) VERY GOOD c) GOOD
17. The distribution of respondents based on opinion about the training given to
the employees is helpful at their work
a) Strongly Agree b) Agree c) Neutral
18. The distribution of respondents based on opinion about the opportunities
available for the employees to develop new skills
a) Strongly agree b) Agree c) Neutral d) Disagree d) strongly agree
19. The distribution of respondents based on opinion the about the salary structure
in the concern
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a) Excellent b) Very Good c) Good d) Average e) Poor
20. The distribution of respondents based on opinion the about the promotions
given in the concern.
a) Excellent b) Very Good c) Good d) Average e) Poor
21. The distribution of respondents based on opinion about the reward system
followed by the concern.
a) Strongly Agree b) Agree c) Neutral
d) Disagree e) Strongly Disagree
22. The distribution of respondents based on opinion about the correct
recognition for employees hard work.
a) Strongly Agree b) Agree c) Neutral
d) Disagree e) Strongly Disagree
23. The distribution of respondents based on opinion the about professionalism of
people
a) Highly Satisfied b) Satisfied c) Neither Satisfied nor Dissatisfied
d) Dissatisfied
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24. The distribution of respondents based on opinion about the morale of the
people
a) Highly Satisfied b) Satisfied c) Neither Satisfied nor Dissatisfied
25. The distribution of respondents based on opinion about the supervisors cares
and responding to the issues
a) Strongly Agree b) Agree c) Neutral
d) Disagree e) Strongly Disagree
26. The distribution of respondents based on the opinion about overall job
satisfaction today.
a) Excellent b) Very Good c) Good