J.K. TYRE & INDUSTRIES LIMITED

A

PROJECT REPORT

ON

“JOB SATISFACTION”

OF J.K. TYRE & INDUSTRIES LIMITED

BANMORE PLANT, BANMORE

MORENA (M.P.)

SUBMITTED TO: - SUBMITTED BY :- Onkar Singh Richa Jain (Sr. officer) M.B.A

Opp. Sitholi station, Jhansi Road Gwalior (M.P.)

DECLARATION

I RICHA JAIN student of “Master of Business Administration” from

Institute of Technology & Management, Gwalior here by declare that all

the information facts & figure gathered by me are first hand in nature and is

actually based on my study. Any resemblance from existing works is

purely coincidental in nature.

Date:

Place:

RICHA JAIN

M.B.A. (HRM)

IVth Semester

ACKNOWLEDGEMNT

At the outset I sincerely thanks to J.K. TYRE & INDUSTRIES

LTD. They permitted me for the summer training. It was my

excellent Industry exposure to know the working of J.K. TYRE &

INDUSTRIES LTD. It is my pleasure to express my mentor Mr.

Onkar singh, Sr. Officer (HRD) J.K. TYRE & INDUSTRIES LTD.

BANMORE PLANT, MORENA for giving me an opportunity to

undergo this project at the company.

My deepest gratitude to my Faculty guide, Lt. Col. Kuldeep

Mallick (H.O.D.) of ITM UNIVERSE for his constant inspiration,

motivation, guidance helped me throughout the project.

Richa Jain M.B.A (IVth Sem)

OBJECTIVES OF STUDY

This study is conducted to judge the level of Job Satisfaction of

employees who are working in JK TYRE PLANT, BANMORE.

The title of this study –A PROJECT ON JOB SATISFACTION

OF EMPLOYEES"

OBJECTIVES

1) To discover the various expectations that determines the satisfaction level of employees.

2) To measure the level of satisfaction of employees with respect

to the company.

3) To judge the level of job satisfaction of employees on various

parameters.

a. Working conditions

b. Salary structure/ Perquisites/ Other benefits

c. Relationship with employees of company

d. Policies of company

CONTENTS

Chapter 1-Company profile

o Introductiono Core valueso Founder of JK Groupo Visions & Missiono Board of Directoro History o Human Resources Activityo Department of J.K. Tyre & Industry

Ltd.

Chapter 2- Introduction

o Job satisfactiono Historyo Modelso Causes and Limitationso Determination and natureo Componentso Measurements

Chapter 3 – Research methodology and designs

Chapter 4 – Data analysis and Interpretation

Chapter 5 – Bibliography

Chapter 6 - Questionnaire

AN OVERVIEW

The advent of JK Organization on the industrial landscape of India

almost synchronizes with the beginning of an era of industrial

awareness - an endeavor for self reliance and the setting up of a

dynamic Indian industry. This was way back in the middle of the

19th century. And the rest that followed is history.

g GROUP COMPANY OF JK ORGANISATION

"Excellence comes not from mere words or procedures. It

comes from an urge to strive and deliver the best. A mindset

that says, when it is good enough, improve it. It is a way of

thinking that comes only from a power within." -

H.S.Singhania

CORE VALUES

JK Organization has been a forerunner in the economic and

social advancement of India. It always aimed at creating job

opportunities for a multitude of countrymen and to provide

high quality products. It has striven to make India self reliant

by pioneering the production of a number of industrial and

consumer products, by adopting the latest technology as

well as developing its own know-how. It has also undertaken

industrial ventures in several other countries.

JK Organization is an association of industrial and

commercial companies and charitable trusts. Its member

companies, employing nearly 50,000 persons are engaged

in the manufacture of a variety of products and in diverse

fields of commerce.

Trusts are devoted to promoting industrial, technical and

medical research, education, religious values and providing

better living and recreational facilities. With the spirit of social

consciousness uppermost in mind, J.K. Organization is

committed to the cause of human advancement.

THE FOUNDERS

JK Organization owes its name to Late Lala Juggilal Singhania, a

dynamic personality with a broad vision. Inspired by the cause of

the Swadeshi movement of Mahatma Gandhi, and driven by the

zeal to set up an Indian enterprise, Lala Kamlapat Singhania

founded J.K. Organization in the 19th century ushering in a new

industrial era in India.

The process of industrialization and diversification was worthily

and successfully carried on by Lala Kamlapat’s three illustrious

sons-Sir Padampat, Lala kailashpat and Lala Lakshmipat, aided in

no small measure by the late Gapal Krishna son of Sir Padampat.

VISION & MISSION

VISION:

“To be amongst the most admired companies in India committed to

excellence.”

MISSION:

Be a customer obsessed company.

No.1 Tyre Brand in India.

Deliver enhanced value to all stake holder.

Most profitable Tyre company in India.

Enhance global presence through acquisition.

Motivated and committed team development for high

performance Organization.

TOP LEVEL MANAGEMENT J.K. TYRE

& INDUSTRIES LTD

Board of Directors:-

1) Mr. Hari Shankar Singhania (Chairman)

2) Mr. Raghupati Singhania(Vice Chairman/Managing Director)

3) Mr. Bharat Hari Singhania (Managing Director)

HISTORY OF JK TYRE & INDUSTRY LTD.

Ever since its inception it has been JK Tyre's belief in the value of

technological superiority that has made it grow by leaps and

bounds. This division produces and

sells tyres and tubes under the

brand name "JK Tyre" for Truck,

Buses, Passenger Cars, Jeeps, Light

Commercial Vehicles, Multi Utility

Vehicles and Tractors.

The company pioneered Steel

Radial Technology in India in 1977

and continues to be the industry leader in the Radial segment in

India. JK Tyre is the only Tyre Manufacturer in the country to

produce high performance 'T' & 'H' -rated steel radial tyres. JK

Tyre has consciously followed a policy of continuously

modernizing and expanding its tyre manufacutring facilities to

retain its edge in the market place.

Our customer base covers virtually the entire Original Equipment

Manufacturers (OEMs) in India together with Replacement Market

for four wheeler vehicles, Defence and State Transport Units.

Besides India, we have a worldwide customer base in over 45

countries across all 6 continents.To keep pace with the market

demand as well as technological leadership in Indian market, J.K.

Industries acquired Vikrant Tyres Limited, Mysore in 1997. J.K.

Industries and Vikrant Tyres Limited are the only tyre companies

in India to have received all three ISO 9001, QS 9000 and ISO

14001 certificates. This indeed is a true reflection of our

commitment to system oriented approach. The company has a

technical collaboration with M/s Continental AG, Germany, which

is among the top five tyre manufacturers in the world to keep pace

with latest technological developments. To stay at the forefront of

technological

advancements a state of art Research & Development Centre,

HASETRI, was set up, which remains the nerve centre for

providing cutting edge technology. In a short span of time it has

emerged as the 17th largest tyre manufacturer in the world an

achievement in itself.

With three plants located in Rajasthan, Madhya Pradesh and

Karnataka, JK Tyre is the largest manufacturer of truck and bus

tyres in India. The truck and bus tyres produced account for nearly

74% of the total tyre business in India, thus giving JK Tyre an

undisputed position. Additionally, JK Tyre is the only

manufacturer of truck/ bus steel radial tyres, and the second largest

manufacturer of 4-wheeler tyres in the country.

Also, JK Tyre is the largest exported tyre brand from India. It was

awarded the CAPEXIL's Highest Export Award for 1997-97 by

FIEO. It enjoys preferred premium brand status in Truck Bias

market in USA and across many markets in Africa, Middle East

and South East Asia.

1951- The Company was incorporated as a private limited

company in West Bengal in 14th February, 1951 until

31st March 1970.

The company was engaged in the managing agency

business thereafter the company decided to undertake

manufacturing activities and obtained a letter of intent

in February 1972 for the manufacture of automobile

tyres and tubes.

1972- The letter of intent was converted into an industrial

licence in February for the manufacture of 4 lakh nos.

each automobile tyre and tubes per annum.

The company was converted into a public limited

company on 1st April 1974. the manufacturing project

was promoted by Straw Products Ltd and J.K.

Synthetics Ltd. Co.,U.S.A.,(a subsidiary of General

Tire & Rubber Co., U.S.A.) for technical services for a

period of 5years and sales agreement for the supply of

technical know-how, engineering and documentation

for operational facilities (for a period of 8 years from

23.08.1973).

- Under the collaboration agreement, the company has the

right to use on its products the wording Made in

collaboration with General Tire International Co.,

U.S.A.

1982- The company’s technical collaboration agreement with

General tire International Co., was renewed for a

further period of 5 years.

1987- The overall working resulted in substaintial profits

despite a 51 days strike as well as go-slow from 14th

October. The strike had since then been resolved and

amicable settlement was reached. Efforts were on to

launch a new pattern in steel belted radial tyres.

1988- New steel radial tyres for Maruti Gypsy and Tata

mobile were introduced. The company proposed to

incur an expenditure of Rs.300 lakhs for installation of

latest and sophisticated R&D equipment.

1989- Several new patterns and sizes of tyres were

introduced including a semi-lug Nylon tyre, all of

which were well received in the market.

1990- Han deep Investment Ltd., Hid rive Finance Ltd.,

Panchanan Investment Ltd., and Radial Finance Ltd.,

J.K. International Ltd., Shivdham Properties Ltd., and

J.K. Asia Pacific, Ltd., are subsidiaries of the Company.

1991- The J.K. International division expanded its activities

by opening its office in Moscow besides starting

company’s subsidiaries in UK & Honkong. The radial

tyres for tractors and business launched in the previous

years were well received.

1992- New radial tyres ‘Brute’ and ‘Ultima’ were introduced.

The company was in the process of developing steel

belted radial tyres the prestigious cars in the Mercedes

Benz, Peugeot, Daewoo race and Opel Astra. A new

pattern developed for Bus and tucks “PE-T8 was well

received in the market’.

1994- The company maintained its pace of growth, despite

steep rise in raw material and input costs and

competition. The company effected an all round cost

reduction and attained higher capacity utilization at

both the Tyre plants at Jaykaygram and Banmore.

- The T-rated Ultima tyres launched for new

generation cars found its acceptance in DCM

Daewoo’s ‘Ceilo’. Also J.K. steel radial was

chosen for Mercedes Benz India.

- The company undertook to develop steel radials

for GM’s ‘Astra’. Pal’s ‘Peugekot’ Fiat’s, ‘UNO’

and M&M’s ‘Ford’.

- The company launched a premium truck Tyre ‘Jet

Trak’ – 39 which was introduced to meet the need

of the heavy load market.

- The new tractor rear tyre ‘SONA’ was well

received in the market.

1996- During this period, a new car tyre Jet Drive XS, the

widest nylon car tyre of Maruti 800 was lauched. Along

with new semi-lug and heavy duty lug tyre for trucks, a

new lug tyre for super heavy load applications Jet Trak-

39 was also introduced.

In the radial category, Ultima XR Radial, a terrain tyre

was introduced. All these products were well received

in the market.

- Both the tyre plants operated to full capacity. In line

with JK Tyre, the radials unit introduced the dual

contact high traction and high performance Aqua sonic

steel radial car Tyre. The unit also developed also

developed India’s first and only H-rated Ultima Xs’

especially for Mercedes-Benz Cars.

2000- The company proposes to reduce its debt by Rs.125

crore in the current fiscal from the current level of

Rs.635 crore by way of loan repayment.

- The company and Indian Oil Corporation have entered

into a marketing alliance for installing digital air

pressure gauges and setting up sales and services outlets

at IOC petrol stations throughout the country.

2001- Raghupati Singhania managing director of J.K.

Industries has been appointed the 19th Chairman of

Automative Tyre Manufacturers association, the

representative body of Tyre industry in India.

2002- J.K. Industries Ltd. has informed BSE that CRISIL has

assigned a P1+rating to the Commercial Paper

programmer of the company.

2003- J.K. Industries Ltd. has a new Marketing Director in

Mr. Ajay Kapila. Before joining J.K. Industries Ltd.,

Mr. Kapila was Senior Vice-President (sales and

Marketing) at Kinetic Engineering Ltd. He was also

Director on board and operational head of Kinetic’s

direct selling arm-Kinetic Marketing Services Ltd.

2004- J.K. Industries Ltd. has informed that its securities are

delisted from Delhi Stock Exchange Association Ltd

(DSE) w.e.f. January 29, 2004.

2007- J.K. Industries Ltd. has informed that the name of the

company has been changed from J.K. Industries Ltd. to

J.K. Tyre & Industries Ltd. w.e.f. April 02, 2007.

We the people of J.K. Tyre will have an organization committed to

quality in everything we do. We will continuously anticipated and

understand our customers requirements. Convert these into

performance standards for our products and service es and meet

these standards every time. Full customer satisfaction-both internal

and external is our motto.

GLOBAL BUSSINESS

JK Tyre is a leading exporter of tyres from India and roughly

accounts for about 26% of the total tyre exports from

India (along with its associate Vikrant Tyres Limited).

It is the first and only tyre manufacture in the world to receive

the QS 9000 for multilocation operations : World's first tyre

manufacture to receive the ISO 9000 for all its operations in

one go. Also J.K Tyres is the first tyre company in India to

receive ISO 14001 in recognisition of its environmental

management systems.

Today, JK Tyre's products compete with the best

international players in the premium international bias

market in more than 55 countries in 6 continents . The

exports operate through a strong and dedicated distribution

network, and our distributors are fully supported by the

company's technical team in terms of continued product

development to meet specific market needs. JK Tyre had

obtained international accreditation for its products in the

US, Europe, South America and the Middle East.

J.K Tyre has been the recepient of various awards for

exports for the last many years for its commitment to offer

superior performance standards & path -breaking

innovations. Recently , it was honored with ' The Special

Export Award 2000-2001' from Capexil, making it its fourth

consecutive award from India's premier industrial

association. JK Tyre has also been recently recognised by

Indian Trade Promotion Organisation (ITPO) for being the

largest tyre exporter to Latin America markets and is the

proud recepient of first-ever FOCUS LAC Award for the year

1999-2000. J.K Tyres constant endeavor to deliver superior

value to its customers and a sound marketing strategy forms

the foundation of this spectacularly consistent performance

on the international front.

While JK Tyre has maintained its consistency in its

marketing and distribution strategies for the export markets,

it has also actively pursued development of new superior

products to adapt to specific requirements of the different

markets. The credit goes to the India's biggest in-house R&D

centre, HASETRI (Hari Shankar Singhania Elastomer and

Tyre Research Institute) . This Centre for Rubber and Allied

Technology was established at Jaykaygram, ISO/IEC Guide

25 & EN 45001. Equipped with advanced testing facilities, it

pursues excellence by evolving technologies for superior

product performance to reduce waste and pre-empt

consumer needs.

JK Tyre has achieved lot of milestones. However, with plans

to bring in several pioneering technologies and

benchmarking customer service standards there's lot which

will roll out in future in JK Tyre's unstinted path to winning.

BANMORE PLANT J.K.TYRE &

INDUSTRIES LTD

BANMORE TYRE PLANT started its production in 1991 and

the first tyre rolled out 25th march 1991.The initial capacity of the

plant was 4.5 mt/ day. Radial tyre production in passenger and

light commercial vehicle segment was added in 1996. The plant is

continuously improving its capacity, particularly in radial segment.

Present radial capacity is 9000 tyre/ day. Total investment is in last

three years for in capacity in radial tyre is apporx Rs117 crore. The

expencesion of radial plant is still on.

Our customer’s base virtually covers the entire Original equipment

manufactures [OEM] in India together with replacement market for

four wheeler, defence and state transport undertaking. Besides

India, we have worldwide customers base exporting to more then

60 countries.

Plant manages their process through documented procedures based

upon ISO/TS16949QMS and ISO 14001 EMS [for plant only].

These described only all the activities in structured manner to be

performed at all BU & SSU level. These procedures are audited at

least twice in six months, once each by internal and external

auditors. These audits ensure that systems are effectively

functioning and continual improvement are achieved.

BANMORE TYRE PLANT has started its TPM (Total

Productive Maintenance) journey from October 2005 under the

guidance of Egami san of JIPM. Currently we have 7 Manager

Model Machines and 40 Business Model Machines where MCS

and workmen form teams for the improvement of the machine

through Kaizens

CORE VALUES OF BANMORE TYRE PLANT.

Caring for people

Integrity including Honesty, Fairness & Trust

Committed to the Excellence

BUSINESS

As diverse as the country’s needs

Today JK Organization, an association of Industrial and

commercial companies and charitable trusts, continues to grow to

greater heights under the stewardship of its President, Shri Hari

Shankar Singhania.

The Principal business of the JK Organization includes Tyre,

Paper, Cement, Drugs & Pharmaceuticals, Agri Genetics, Dairy

and Food Products, Audio Magnetic Tapes, Sugar, Cosmetics,

Woolen Textiles, Steel, Engineering Files, International Trading,

Hybrid Seeds, Industrial Rubber Products, Material Handling

System etc.

The group besides having a consistent record of growth and

diversification has created a reputation for quality for all its

products and most of its products enjoy a leadership status in their

respective market segments.

To cope up with the demand in the market most of the companies

in JK Organization are certified for International Quality Systems

like ISO 9001, ISO 14001 and QS 9000.

Beyond Business

Identifying with social issues and contributing to the society has

been a philosophy, which has been carried on from the founding

fathers. Various institutions set up by the group throughout India in

diverse fields of social welfare stand testimony to this philosophy.

HEALTHCARE ACTIVITIES

Involved with the diverse array of medical and health services, the

organization has set up a number of pioneering institutes all over

the country including super specialty Pushpawati Research

Institute, New Delhi for Liver, Renal and Digestive Diseases, the

first of its kind in India.

HASTERI

JK Tyre attaches tremendous value to R&D in its efforts to

maintain the high quality of its products and lead the field in

innovation. HASETRI, a world class research and development

centre is a symbol of this.

The Hari Shankar Singhania Elastomer & Tyre Research Institute

(HASETRI) is the very first of its kind in India. Established in

October 1991, HASETRI has already been recognised under SIRO

(Scientific and Industrial Research Organisation) by the

Department of Scientific & Industrial Research (SDIR), Govt. of

India. And has been acknowledged by the Indian Institutes of

Technology (IITs) and other universities for registration leading to

higher studies. HASETRI fulfills the research requirements for

services related to the Elastomer and Tyre industry.

HASETRI - FRONTRUNNERS IN ELASTOMER, RUBBER

AND ASSOCIATED TECHNOLOGY

The institute develops and disseminates technology through its

different divisions:

Material Research and Compound Development

Advanced Testing

- Analytical and Chemical

- Physical and Reinforcement

Process and Machine Development

Tyre Mechanics

- Non-destructive Testing

- Tyre Vehicle Dynamics

- Finite Element Modelling

- Computer-aided Engineering Design and Analysis

Manpower Development and Training

Library and Information Centre

LIBRARY AND INFORMATION CENTRE

HASETRI is a data repository par excellence where up-to-date

information can be accessed on related disciplines. Numerous

national and international journals, periodicals, books, technical

reports, standards on the latest developmental work are available.

As a member of these institutes, HASETRI can source literature

from the Indian National Scientific Documentation Centre

(INSDOC) unit of the Centre for Scientific and Industrial Research

(CSIR) and the Foundation of Innovation and Technology Transfer

(FITT), Indian Institute of Technology (IIT), New Delhi.

Academic Associations

HASETRI acts as a bridge between academia and industrial circles

and promotes better interaction between the two. Some areas

where HASETRI is involved :

- Jointly running a Diploma Course in Polymer Science and

Rubber Technology with Mohanlal Sukhadia University,

Udaipur.

HUMAN RESOUCES

It has been rightly said "If you plan for a year, plant corn; If

you plan for a decade, plant trees; But if you plan for a

century, plant men". This is the philosophy which guides the

people policies at JK Tyre.

THE WORK CULTURE

JK Tyre provides an enabling work culture with a clear sense of

vision, mission and strategies in which people work with clear

goals and thereby achieve more. Goals are set participatively and

performance is reviewed transparently, starting with self-

assessment. Merit is recognized through proportionate rewards and

growth opportunities. The company's aspiration of being a global

player known for its excellence, provides opportunities for stretch

for the potential of its people.

DEVELOPMENT

The Company systematically plans for the development of every

individual through training and job rotation opportunities.

Participation in cross-functional teams provides opportunities for

contribution as well as new learning. In this environment even the

so-called ordinary are able to do the extraordinary.

CAREERS

JK Tyre Offers Professional Careers in:

Sales, Marketing and Exports

Manufacturing Operations

Engineering and Production Services

Materials Management and Logistics

R & D and Product Development

Finance, Accounting and Commercial Management

Human Resource Management

TRAINEE SCHEMES

Every year, the company inducts future leaders for its growth

through three different trainee schemes:

The Executive Trainee (ET) schemes for Post Graduates in

Management (MBAs) from reputed business schools and

Chartered Accountants.

The Officer Trainee (OT) scheme for MBAs from other

recognized business schools and ICWAs.

The Graduate Engineer Trainee (GET) scheme for fresh

engineering graduates from recognized engineering

institutions.

J.K. ORGANIZATION STRUCTURE(TYRE & TUBE DIVISION)

DIVISION OF J.K. TYRE & INDUSTRIES LTD.

J.K. TYRE & INDUSTRIES LTD Banmore having following

division:

1) Cost department

2) Purchase department

3) Store department

4) Dispatch department

a) Raw material store

b) General store

5) Excise department

6) Administration department

7) Account department

JK Tyre Launches India's First Eco Friendly Coloured Tyres

- Unleashes yet another technological revolution

New Delhi : JK Tyre - India's No.1 manufacturer of four-wheeler tyres and

pioneers of radial tyre technology in India, unveiled nation's first eco-

friendly coloured radials. Developed indigenously at JK Tyre's state-of-

the-art R&D facilities HASETRI (Hari Shankar Singhania Elastomer

and Tyre Research Institute), these tyres employ path-breaking

technology which replaces the traditionally used Carbon Black with

environment friendly material Silica. Besides being environmentally less

hazardous, silica also promises higher fuel efficiencyas a result of its

lower rolling resistance.

These tyres will also have longer life due to advanced compounding

technology - offering excellent performance, handling and braking that

are a hallmark of tyres from JK Tyre.

COMPETITORS

There are many competitors are as follows:

1. MRF TYRES

2. APOLLO TYRES

3. BRIDGESTONE

4. GOODYEAR

5. CEAT

6. BIRLA TYRES

7. BKT

LOCATION OF J.K. TYRE OFFICE IN MADHYA PARADES

LOCATION OF J.K. TYRE OFFICES IN RAJASTHAN

STRENGHTS AND WEAKNESS

STRENGHTS

They provide better quality of product as they use better

quality of Raw Material.

Employees are satisfied.

The organization is neat & clean.

Customer satisfaction is also high.

The organization climate J.K. TYRE & INDUSTRIES LTD.

is very good.

WEAKNESS

Monetary rewards are not given.

Food quality for the employees are not good.

INTRODUCTION

Job Satisfaction is the end feeling of a person after

performing a task.

It was introduce by HOPPOCK .

According to him “It is combination of psychological,

physlogical and environmental circumstances.” that

cause a person to truthfully say “I am satisfied with my

job”

Basically measurement of job satisfaction is one of the most

critical job like “Intelligence” It can be measured through

“Questionnaire”.

Job satisfaction is not the same as motivation, although it is

clearly linked. Job design aims to enhance job satisfaction

and performance; methods include job rotation, job

enlargement and job enrichment. Job satisfaction is a very

important attribute which is frequently measured by

organizations. The most common way of measurement is

the use of rating scales where employees report their

reactions to their jobs. Questions relate to rate of pay, work

responsibilities, variety of tasks, promotional opportunities

the work itself and co-workers.

HISTORY

One of the biggest preludes to the study of job satisfaction

was the Hawthorne studies. These studies (1924-1933),

primarily credited to Elton Mayo of the Harvard Business

School, sought to find the effects of various conditions (most

notably illumination) on workers’ productivity. These studies

ultimately showed that novel changes in work conditions

temporarily increase productivity (called the Hawthorne). It

was later found that this increase resulted, not from the new

conditions, but from the knowledge of being observed. This

finding provided strong evidence that people work for

purposes other than pay, which paved the way for

researchers to investigate other factors in job satisfaction.

Scientific management (aka Taylorism) also had a significant

impact on the study of job satisfaction. Frederick’s 1911

book, Principles of Scientific Management, argued that there

was a single best way to perform any given work task. This

book contributed to a change in industrial production

philosophies, causing a shift from skilled labor

and piecework towards the more modern approach

of assembly lines and hourly wages.

The initial use of scientific management by industries greatly

increased productivity because workers were forced to work

at a faster pace. However, workers became exhausted and

dissatisfied, thus leaving researchers with new questions to

answer regarding job satisfaction. It should also be noted

that the work of W.L. Bryan, Walter Dill Scott, and Hugo

Munsterberg set the tone for Taylor’s work.

Some argue that Maslow’s hierarchy of needs theory, a

motivation theory, laid the foundation for job satisfaction

theory. This theory explains that people seek to satisfy five

specific needs in life – physiological needs, safety needs,

social needs, self-esteem needs, and self-actualization. This

model served as a good basis from which early researchers

could develop job satisfaction theories.

Job satisfaction can also be seen within the broader context

of the range of issues which affect an individual's experience

of work, or their quality of working life. Job satisfaction can

be understood in terms of its relationships with other key

factors, such as general well-being, stress at work, control at

work, home-work interface, and working conditions.

MODELS OF JOB SATISFACTION

AFFECT THEORY

Edwin A. Locke’s Range of Affect Theory (1976) is arguably

the most famous job satisfaction model. The main premise of

this theory is that satisfaction is determined by a discrepancy

between what one wants in a job and what one has in a job.

Further, the theory states that how much one values a given

facet of work (e.g. the degree of autonomy in a position)

moderates how satisfied/dissatisfied one becomes when

expectations are/aren’t met. When a person values a

particular facet of a job, his satisfaction is more greatly

impacted both positively (when expectations are met) and

negatively (when expectations are not met), compared to

one who doesn’t value that facet. To illustrate, if Employee A

values autonomy in the workplace and Employee B is

indifferent about autonomy, then Employee A would be more

satisfied in a position that offers a high degree of autonomy

and less satisfied in a position with little or no autonomy

compared to Employee B. This theory also states that too

much of a particular facet will produce stronger feelings of

dissatisfaction the more a worker values that facet.

DISPOSITIONAL THEORY

Another well-known job satisfaction theory is the

Dispositional Theory. It is a very general theory that

suggests that people have innate dispositions that cause

them to have tendencies toward a certain level of

satisfaction, regardless of one’s job. This approach became

a notable explanation of job satisfaction in light of evidence

that job satisfaction tends to be stable over time and across

careers and jobs. Research also indicates that identical

twins have similar levels of job satisfaction.

A significant model that narrowed the scope of the

Dispositional Theory was the Core Self-evaluations Model,

proposed by Timothy A. Judge in 1998. Judge argued that

there are four Core Self-evaluations that determine one’s

disposition towards job satisfaction: self-esteem,

general self-efficacy, locus of control, and neuroticism. This

model states that higher levels of self-esteem (the value one

places on his/her self) and general self-efficacy (the belief in

one’s own competence) lead to higher work satisfaction.

Having an internal locus of control (believing one has control

over her\his own life, as opposed to outside forces having

control) leads to higher job satisfaction. Finally, lower levels

of neuroticism lead to higher job satisfaction. 

TWO - FACTOR THEORY

Frederick Herzberg’s Two factor theory (also known as

Motivator Hygiene Theory) attempts to explain satisfaction

and motivation in the workplace. This theory states that

satisfaction and dissatisfaction are driven by different factors

– motivation and hygiene factors, respectively. An

employee’s motivation to work is continually related to job

satisfaction of a subordinate. Motivating factors are those

aspects of the job that make people want to perform, and

provide people with satisfaction, for example achievement in

work, recognition, promotion opportunities. These motivating

factors are considered to be intrinsic to the job, or the work

carried out. Hygiene factors include aspects of the working

environment such as pay, company policies, supervisory

practices, and other working conditions.

While Hertzberg's model has stimulated much research,

researchers have been unable to reliably empirically prove

the model, with Hackman & Oldham suggesting that

Hertzberg's original formulation of the model may have been

a methodological artifact. Furthermore, the theory does not

consider individual differences, conversely predicting all

employees will react in an identical manner to changes in

motivating/hygiene factors.

GRAPH

CAUSES OF JOB SATISFACTION

Need Fulfillment: Satisfaction is based on the extent

to which a job satisfies a person’s needs.

Discrepancies: Satisfaction is determined by the

extent to which an individual receives what he or she

expects from a job.

Value Attainment: Satisfaction results from the

extent to which a job allows fulfillment of one’s work

values.

Equity: Satisfaction is a function of how “fairly” an

individual is treated at work.

Trait/Genetic Components: Satisfaction is partly a

function of personal traits and genetic factors.

LIMITATIONS

The study conducted is limited to a one organization only.

The study conducted with the precincts of one department of

organization only.

Time and money was major limitation, which may have

affected the study.

Some of the respondents were reluctant to share information

with us

DETERMINATION OF JOB SATISFACTION

MULTI FACET NATURE OF JOB SATISFACTION

4. Supervision

5. Coworkers6. Attitude

toward work

2. Pay

3. Growth and

upwardmobility

1. The workitself

COMPONENT OF JOB SATISFACTION

WORK VALUE

A worker’s personal convictions about what

outcomes one should expect from work and how one

should behave at work.

The most general and long-lasting feelings and

beliefs people have that contribute to how they

experience work.

Values can be intrinsic (i.e., related to the nature of

workitself) or extrinsic (i.e., related to the

consequences of work).

WORK ATTITUDE

Intrinsic vs. Extrinsic Work Values

Intrinsic ValuesInteresting workChallenging workLearning new thingsMaking important

contributionsResponsibility and

autonomyBeing creative

Extrinsic ValuesHigh payJob securityJob benefitsStatus in wider

communitySocial contactsTime with familyTime for hobbies

Collections of feelings, beliefs, and thoughts about

how to behave that people currently hold about their

jobs and organizations.

Compared to values, attitudes are

o More specific

o Not as long lasting

Specific work attitudes:

o Job satisfaction is the collection of feelings and

beliefs that people have about their current jobs.

o Organizational commitment is the collection of

feelings and beliefs that people have about their

organizations as a whole.

WORK MOODS

How people feel at the time they actually perform

their jobs.

More transitory than values and attitudes.

Can generally be categorized as positive or negative.

Determining factors:

o Personality

o Work situation

o Circumstances outside of work

MEASURING JOB SATISFACTION

There are many methods for measuring job satisfaction. By

far, the most common method for collecting data regarding

job satisfaction is the Likert scale (named after Rensis

Likert). Other less common methods of for gauging job

satisfaction include: Yes/No questions, True/False

questions, point systems, checklists, and forced choice

answers. This data is typically collected using anEnterprise

Feedback Management (EFM) system.

The Job Descriptive Index (JDI), created by Smith,

Kendall, & Hulin (1969), is a specific questionnaire of job

satisfaction that has been widely used. It measures one’s

satisfaction in five facets: pay, promotions and promotion

opportunities, coworkers, supervision, and the work itself.

The scale is simple, participants answer either yes, no, or

can’t decide (indicated by ‘?’) in response to whether given

statements accurately describe one’s job.

The Job in General Index is an overall measurement of job

satisfaction. It is an improvement to the Job Descriptive

Index because the JDI focuses too much on individual facets

and not enough on work satisfaction in general.

Other job satisfaction questionnaires include: the Minnesota

Satisfaction Questionnaire (MSQ), the Job Satisfaction

Survey (JSS), and the Faces Scale. The MSQ measures job

satisfaction in 20 facets and has a long form with 100

questions (five items from each facet) and a short form with

20 questions (one item from each facet). The JSS is a 36

item questionnaire that measures nine facets of job

satisfaction. Finally, the Faces Scale of job satisfaction, one

of the first scales used widely, measured overall job

satisfaction with just one item which participants respond to

by choosing a face.

Basically measurement of job satisfaction is one of the most

critical job like “Intelligence” It can be measured through

“Questionnaire”.

SAMPLE FACET SCALE

RESEARCH METHDOLGY

Research methodology is a way to systematically solve the

research problem. Research Methodology comprises of two

words, research and methodology.

Research is defined as human activity based on

intellectual application in the investigation of matter. The

primary purpose for applied research is discovering,

interpreting, and the development of methods and systems

for the advancement of human knowledge on a wide

variety of scientific matters of our world and the universe.

Research may be defined as a careful investigation or

inquiry especially through search of new facts in any branch

of knowledge. In short, it comprises defining a refined

problem's, formulating hypothesis or suggested solution;

collecting, organizing and evaluating data; making

deductions and research conclusions; and lastly carefully

testing the conclusion to determine whether they fit the

hypothesis

Methodology   can be defined as :

1)"The analysis of the principles of methods, rules, and

postulates employed by a discipline".

2)"The systmatic study of methods that are, can be, or have

been applied within a discipline".

3)"A particular procedure or set of procedures."

RESEARCH DESIGN

Research design can be thought of as the structure of

research -- it is the "glue" that holds all of the elements in a

research project together. We often describe a design using

a concise notation that enables us to summarize a complex

design structure efficiently.

Considering the objectives of the study, sample survey

was conducted and accordingly analysis of information was

made. Exploratory research design is used in present study.

and secondary data had been used in present study.

Primary Data collected through personal interview in the

form of questionnaire.

Secondary Data was collected from various journals, books,

magazines and internet.

DATA ANALYSIS & INTERPRETATION OF DATA

All the questionnaire received were edited. Questions having

incomplete replies were kept out of the present study and in

all 50 questionnaires were taken into consideration while

analyzing he data.

All the information/data collected through questionnaires'

were first transferee into master table which facilitated the

tabulation of data in the desired form.

QUANTIFICATION OF THE RESPONDENTS

A 5-point likert scale was used to quantify each response of

half of the questions. Responses on the 5-point likert scale

were highly satisfied, satisfied, neutral, dissatisfied and

highly dissatisfied. Highly satisfied was given score 5,

satisfied was given score 4 & so on and similarly another 5-

point likert scale was used to quantify each response of rest

of half of the questions. Responses on the 5-point likert

scale were very frequent, frequent, sometimes, seldom and

never. Very frequent was given score 5, frequent was given

score 4 & so on. Some questionnaires are in feedback form.

TABLE NO. 1

EXPERIENCE OF RESPONDED IN ORGANISATION

NO. Of Yrs Total %> 1 yr 12 241-5 yrs 38 765-10 yrs nil 0< 10 yrs nil 0

TABLE NO. 2

SALARY STRUCTURE

Options Total %Highly satisfied 4 8

Satisfied 10 20Neutral 20 40

Dis-satisfied 8 16Highly dis-satisfied 8 16

TABLE NO. 3

MONATERY BENEFITS

Options Total %Highly satisfied 9 18

Satisfied 8 16Neutral 7 14

Dis-satisfied 6 12Highly dis-satisfied 10 20

TABLE NO. 4

JOB SECURITY

Options Total %Highly satisfied - -

Satisfied - -Neutral 4 -

Dis-satisfied - -Highly dis-satisfied 1 -

BIBLIOGRAPHY

Aswathappa k., Human Recourse & Management, 2003,

Pg (244 to 245)

Khan N.V., Personal management, 2006, Pg (132 to 134)

Gupta K. Shashi & Joshi Rosy, Human Recourse

Management, 2008, Pg (20.9 to 20.17)

Rao Subba P., Essential of HRM & Industrial Relationships,

2005, Pg (480 to 482)

Brown, Forde,"Changes in HRM and job satisfaction, 1998–

2004: evidence from theWorkplace Employment Relations

Survey", Human Resource Management Journal, Vol. 18,

Issue-2, 2008, Pg (97–195)

Hardik Shah & Hiral Shah, "Job Satisfaction and Fatigue

Study", SCMS-COCHIN Journal

Job Satisfaction Questionnaire -1

By complete a job satisfaction questionnaire, you’ll be able to identify

those aspects of your current job that are rewarding as well as those

that contribute to dissatisfaction. The results will help you to clarify

the aspects of a job that most directly contribute to your career

satisfaction. You can also use this exercise to predict how you might

respond to potential occupations and the degree of satisfaction that a

potential job is likely to provide.

GENERAL INFORMATION

Occupation:

_____________________________________________________________

How long have you worked for this company?

_________________________________

What previous positions have you held with the company?

________________________

________________________________________________________________

________________________________________________________________

________________

What is your job title?

_____________________________________________________

How long have you held your current position?

_________________________________

Briefly describe your work responsibilities (as you would on a resume):

________________________________________________________________________

________________________________________________________

RATING YOUR JOB SATISFACTION

1 2 3 4 5

not satisfiedat all

somewhatsatisfied

extremely satisfied

Using the scale shown above, rate your level of satisfaction with the following aspects of your job.

GENERAL WORKING CONDITIONS

_____ Hours worked each week_____ Flexibility in scheduling_____ Location of work_____ Amount of paid vacation time/sick leave offered

PAY AND PROMOTION POTENTIAL

_____ Salary_____ Opportunities for Promotion_____ Benefits (Health insurance, life insurance, etc.)_____ Job Security_____ Recognition for work accomplished

WORK RELATIONSHIPS

_____ Relationships with your co-workers_____ Relationship(s) with your supervisor(s)_____ Relationships with your subordinates (if applicable)

USE OF SKILLS AND ABILITIES

_____ Opportunity to utilize your skills and talents_____ Opportunity to learn new skills_____ Support for additional training and education

WORK ACTIVITIES _____ Variety of job responsibilities_____ Degree of independence associated with your work roles_____ Adequate opportunity for periodic changes in duties

OTHER ASPECTS OF THE JOB RELATING TO YOUR LEVEL OF SATISFACTION

Review your ratings. List the items for which your level was a 4 or a 5:________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

These are the aspects of your current job with which you are generally satisfied. As you consider potential career changes in the future, make sure you take into account those things about your current job that are satisfying.

Now list the items below for which your satisfaction level was a 1 or a 2.________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________________________

________________________________________________

These are the characteristics associated with your current work situation that are dissatisfying. These aspects of your job are the types of things that you’ll want to avoid in any future career or occupational choice. You can gain a better understanding of what to look for in a future career change by analyzing what it is I that you dislike about your current job.

As you consider changing your career plans, whether now or at some point in the future, try to make the types of changes that’ll lead to an increase in your overall job satisfaction.

Job Satisfaction Questionnaire -2

An employee satisfaction survey questionnaire is designed to record the

opinions of employees regarding various aspects of the organization they

work for. It is relevant for surveys carried out to find out how satisfied

employees are on the job. It presents the job aspects that need to be

improved on and ones that are satisfactory.

Organizations also design employee satisfaction survey questionnaire in order to

determine their employees’  attitude towards the job. The questionnaire is

presented to employees who are the participants in the study.Below is a sample

of an employee satisfaction survey questionnaire

Sample Employee Satisfaction Survey QuestionnaireDepartment _______________________

Position _________________________

Name ___________________________

1. How long have you worked with the organization?

One – two years Three – five years More than five years

2. Would you describe your role in the organization as satisfactory?

Yes _____________ No _________________

If No, explain why

________________________________________________________________________________________________________________________________

3. List three of the top reasons why you like working for this organization

________________________________________________________________________________________________________________________________

For the statements below indicate which answer best describes how you agree or disagree. Choose either Strongly Agree, Agree, Disagree or Strongly Disagree4. Your salary matches up your job responsibilities

______________________

_______________________

5. Communication within the organization is sufficient

_______________________

_______________________

6. The relationship between employees and supervisors is professional

_______________________

_______________________

7. The boss treats all employees equally

_______________________

______________________

8. What aspect of the organization would you like to be changed? (Explain in detail)

________________________________________________________________________________________________________________________________________________

Job Satisfaction Questionnaire -3

In any organization, the human resources department

focuses on the intangible assets of the business – the

employees. It is common knowledge that for any business to

prosper there needs to be a skilled, knowledgeable and

dedicated workforce to oversee the implementation of its

policies. To ensure that this happens, the HR departments

have over the years formulated the HR satisfaction survey

questionnaires, which seek to gauge the level of satisfaction

in employees.  The data gathered during such surveys is

used to improve areas where most concerns were raised by

the employees. By doing this, the HR department is able to

assess the training needs, motivate employees and

subsequently achieve better results from them.

(Please base your answers on a 1(very poor) to 10 (Excellent) rating

Q1. How is your overall job satisfaction in this organization? _________

Q2. Your satisfaction with the workload given to you __________

Q3. Your perception regarding co-worker cooperation and their performance at work _____

Q4. Your satisfaction with the current remuneration ___________

Q5. Satisfaction with the benefits given by the organization __________

Q6. How career advancement or promotions are conducted in this organization ______

Q7. The supervisory aspects as enforced by your superiors at work__________

Q8. The nature of how people are promoted to supervisory positions _________

Q9. The level of team work and group work participation in this organization_________

Q10. The amount of guidance and instructions given to workers by supervisors’ _________

Q11. Communication in the workplace _________

Q12. The level of efficiency and productivity _________

Q13. The working conditions in this organization_________

Q14. The level of training and development _________

Job Satisfaction Questionnaire -4

1) AGE :

2)GENDER : (a) Male (b) Female

3)MARITAL STATUS :(a) Married (b) Unmarried

4)Do you feel that your job suits your educational

qualification?

(a) YES

(b) NO

5)Are you paid with a performance linked salary?

(a) YES

(b) NO

6)Are you satisfied with your pay package?

(a)HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

7)What is your level of satisfaction regarding superior –

subordinate relationship?

(a)HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

8)Do you face any stress in your job?

(a) YES

(b) NO

9) What is your level of satisfaction regarding the work

environment?

(a)HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

10) Does the company provide you flexible working hours?

(a) YES

(b) NO

11) Are the benefits that your company is extending to you is

sufficient?

(a) FULLY SUFFICIENT

(b) SUFFICIENT

(c) INSUFFICIENT

12) How do you view this job?

(a) CHALLENGING

(b) RESPONSIBLE

(c) MOTIVATING

(d) SECURED

13) Are you satisfied with the present position in your

company?

(a)HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

14) Is there any opportunity for you to use new technology?

(a) YES

(b) NO

15) Do you feel that the employees are recognized as

individuals?

(a) YES

(b) NO

16) Whether the company clearly communicates its goals

and strategies to you?

(a) YES

(b) NO

17) How satisfied are you with your team-spirit in your work

environment?

(a)HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

18)How satisfied are you with your overall job security?

(a)HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

“Rank the following attributes of job satisfaction”

•

WORK ENVIRONMENT

•

JOB SECURITY

•

SALARY

•

SUPERIOR- SUBORDINATE RELATIONSHIP

20) How do you evaluate the overall satisfaction with your

job?

(a)HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

21)Any further suggestions that you would like to put

forward?

……………………………………………………………………

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.

I am satisfied with my job.