JOB SATISFACTION AND MENTAL

HEALTH AMONG WORKERS

(A PROJECT REPORT SUBMITTED IN PARTIAL
FULFILMENT OF REQUIREMENT FOR THE AWARD OF –MBA)

BY
KOTRA SAI BABA
REG.NO 06ME10015

UNDER THE GUIDANCE OF

PROF R.SATYARAJU
DCMS,ANDHRAUNIVERSITY,VISAKHAPATNAM

SCHOOL OF DISTANCE EDUCATION

ANDHRA UNIVERSITY
VISAKHAPATNAM
2010
 Chapter 1
INTRODUCTION
 JOB SATISFACTION
INTRODUCTION:
Need of the study

The need of this study is very useful to maintain the employees in an

organization to develop their skills, training, working capacity. After this
study the organization may Able to know the hidden desires of the employees,
what they want from their work and how they wanted to perform in the
organization to achieve the task set by organization.

If the organization unable to find the problems of the employees whether they
are satisfied or not with their particular work on a particular field then it is
will be difficult for the organization to achieve the desires goals.

Recent studies indicate that the employees with dissatisfaction in their job
tend to prone more to the mental health problems and if they are not found
and addressed may lead to unproductively in the organization.

Many people spend a considerable part of their waking hours at work. Work
provides the basic needs of economic sustenance and contributes to a sense of
social identity and usefulness. The fourth European Working Conditions
Survey (2006) showed that five out of six workers reported themselves
satisfied or very satisfied with working conditions [1]. If work is failing to
provide satisfaction, workers will feel unhappy or unfulfilled for long periods
each day. It has been reported that job satisfaction levels are related to
workers' health [2]. The associations were strongest for measures of mental
health, while those for physical health were weaker. If job satisfaction levels
are related to workers' health, one would expect an association between job
satisfaction and sickness absence. However, little is known of this
relationship. The few studies that have investigated it have reported
inconsistent results [3–10]. Most of these studies have concentrated on long-
term sickness absence, although Marmot et al. [11] found low job satisfaction
to be related to higher rates of 1–2 days absences among civil servants aged
35–55 years.
Sickness absence is a substantial economic burden in societies where
employees receive sick leave benefits from the state or from employers. Much
attention has therefore been paid to the reduction or prevention of sickness
absence. We assume that dissatisfaction at work predisposes to sickness
absence. If so, it may be possible to use job satisfaction levels as a screening
tool to identify workers who are at higher risk of sickness absence. We
therefore designed a follow-up study to investigate the associations between
job satisfaction levels at baseline and the number of subsequent sickness
absence days and episodes. Job satisfaction was defined as a positive
emotional evaluation and attitude of workers towards their job. It can be
 regarded as a global concept, but can also be considered as being composed of
facets of satisfaction with various aspects of a job [12]. Up to 45% of the
variance in job satisfaction is accounted for by personality traits, especially
neuroticism and extraversion [13,14]. The concept of job satisfaction was
further considered to encompass work content (variety of skills, complexity of
tasks, role ambiguity), workload (time pressure, work pace, extra work), autonomy
(responsibility for work, control over job decisions), personal growth (development,
training or education), promotion (career advancement, job level) financial rewards,
supervision, co-workers, communication and meaningfulness of work [15]. Of these
factors, workload and the autonomy to organize one's work and vary work tasks to
one's own discretion were found to be the most important determinants of job
satisfaction, explaining 54% of the variance in job satisfaction [16]. Therefore, these
factors were controlled for in the present study addressing the research questions:
(i) Are global job satisfaction levels at baseline associated with the number of
subsequent sickness absence days?
(ii) Are global job satisfaction levels at baseline associated with the number of
subsequent short or long episodes of sickness absence?

JOB SATISFACTION refers to a person’s feeling of satisfaction on the job, which act as
a motivation to work. It is not the self satisfaction, happiness, or self-contentment but the
satisfaction of the job.

Meaning
Job satisfaction is a set of favorable and unfavorable feeling with which employees view
their jobs, more specifically the nature of the job they do the quality of supervision they
received co workers pay and promotional avenues. Job satisfaction affects job
performance, employees turn over and absenteeism. High job satisfaction results into
high work performance, fewer employees turn over and less absenteeism. Job satisfaction
is one of the important factors that have drawn attentive of managers in the organization
as well as academicians.The father of scientific management, Tailors (1911) approach to
job satisfaction was based on a most pragmatic and essentially pessimistic that man is
motivated by money alone that the worker are essentially “stupid and phlegmatic” and
they would be satisfied with work if they got higher economic return from it.

In order to understand job satisfaction perhaps, the first step should be to demarcate the
Boundaries among such terms as attitude, motivation and morale. These terms are often
Used for job satisfaction, perhaps not so rightly.
THE term job satisfaction brought to limelight by hop pock (1935).he reviewed 32
Studies on job satisfaction conducted prior to 1933 and observed that job satisfaction is a
combination of psychological, physiological, and environmental circumstances that cause
a person to say “I am satisfied with my job” such a description indicates the variety of
Variables the influence the satisfaction of the individual but us nothing about the nature
of job satisfaction.
Job satisfaction:

It is a central concept within work psychology. It is defined by Edwin Locke as ‘a

Pleasurable of positive emotional state resulting from the appraisal of one’s job
Experience’. Psychologist has identified a number of dimensions and sources of
job satisfaction, including attitudes to pay, working conditions, co-workers and
superiors, career prospects and the intrinsic features of the tasks performed. Job
satisfaction is normally measured through surveys of employee attitudes and
researches. These include the job description index, job satisfaction scales, and
the occupational scales indicator.

Definition

Durbin has defined “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.
As job satisfaction is one of the important factors that drawn attention of managers
in the organizations as well as academicians. Various studies have also been
conducted to find out the factor, which determine job satisfaction and the way it
influence productivity in the organization.

Mental health is defined as a state of well-being in which every individual realizes his or
her own potential, can cope with the normal stresses of
life, can work productively and fruitfully, and is able to
make a contribution to her or his community.

The positive dimension of mental health is stressed in

WHO's definition of health as contained in its
constitution: "Health is a state of complete physical,
mental and social well-being and not merely the absence
of disease or infirmity." WHO/P. Virot
 Scope and objectives of the study

The present study is an attempt to know the job satisfaction at GSS AMERICA.

In this study the respondents have evaluated their understanding of how satisfies/

dissatisfies they felt with various aspect of job. Such a study may help the

organization to induce greater satisfaction helps the employees to develop an

identity with the organization, or just improve the commitment to work and loyalty

to the organization. The organization may benefit from their finding in developing

an overall motivation plan for its employees.

 Objective of the study

• To study the profile of the organization.

• To asses the different aspects of the job satisfaction.

• To asses the communication between the management and the workers.

• To measure the level of the employees’ job satisfaction.

• To interpret and suggest a few improvements which can be implemented.

• To measure the degree of motivation towards their work.

 METHOLOGY RESEARCH Methodology
STUDY AREA: THE STUDY HAS CONDUCTED IN GSS AMRICA.

SAMLPE SIZE: the sample taken for the survey included 50 employees.
The sample is collected keeping in view covering all middle level executives
in the organization. But I could only few employees because of time factor.

DATA SOURCE

1) PRIMARY DATA COLLECTION: This is collected through

questionnaires. Data is gathered by distributing questionnaires at the

middle level executives, later on this data is analyzes and elaborated

in the form of findings. Based on there findings required suggestions

are made it also includes obtaining information from knowledgeable

persons.

Such persons called be compensated and articulate

Individuals, executives of professionals of the organizations

Secondary data collection:

Some information is gathered from the

organization, journals, most of the is collected from books & some of them

downloaded from internet

LIMITATIONS OF THE STUDY
Limitations

The organizations have to see that the employees do not exceed their limit of

demand to perform the job in a proper manner. The motivation factors also effect the

job satisfaction, so the organization has to aware of the employee’s promotion

opportunities, opportunities for personal growth, recognition, responsibility, and

achievement.
Chapter 2
JOB SATISFACTION AND MENTAL
HEALTH THEORY
 Factors of job satisfaction
Measurement of job satisfaction
Since there is no agreement on a specific definition, generally questionnaires are
developed open to measure satisfaction with various aspect of work and the
resultant behavior or score is called job satisfaction. Job satisfaction can also
be defined as what is measured by job satisfaction questionnaire. Most studies
of job satisfaction have been concerned with operational sing it rather than
defining it. The items lead to yes – no type of questions. Job: nature of work,
hours of work, fellow workers,opportunities on job for promotion and
advancement, over time regulations, interest in work, physical environment,
machines and tools etc.
• Do you think that the work you are doing is interesting? y/n

• Do you think that your work is hard and difficult? Y/n

Management: supervisory treatment, participation rewards and punishment,

praise and blame, leave policy, favoritism etc. Do you think that promotions to
the employees are given impartially? Y/n

 Are the employees dismissed from the job simple and

trivial matters? y/n

o SOCIAL RELATION: neighbors, friends, and associates, attitudes towards

o people in community, participation in social activities, caste barriers etc.

 Do you upset for a long time when criticized

by some body? y/n

 Are you frequently worried due to illness of

family member? y/n

o Personnel adjustment: emotionalism,

health, home and leaving

o condition, finances, relation with

family members etc.
  DO you often feel that you are
alone in this wide world? y/n

 Are you troubled by the feelings

of caste and creed in the society? y/n

Another attempt to measure job satisfaction has been through need

satisfaction.

porter (1961) developed a questionnaire consisting of 13 items classified into

Maslow type need hierarchy system each item of scale measures not only the

existing degree of need fulfillment but also the expected levels of fulfillment
and its

importance to the respondents. Items are answered on three 7 point of scales

are

labeled as maximum and minimum. The high the discrepancy the lower is the
job

satisfaction.

One of the useful components of the job satisfaction in porter’s

questionnaire is the

degree of importance attached to the various aspect of job satisfaction. Some

aspects may be necessary for the successful completion of the job. With out
having

much importance for the person such as tools. Interdependence of task, co-
worker,

rules and regulation and supervision, etc. on the other hand, there may be
other

aspects of the job that may not only lead to successful completion of the job
but
 carry some value to the person (e. g: authority, freedom, challenge,
participation

etc.). People may vary on the degree of importance they attach to this aspect
of the

job. Job and the importance attached to the various aspect of job
contribution

extensively in our understanding of the construct, job satisfaction. Katz ell

(1964)

in his theoretical treatment of job satisfaction recognizes it and argues that a

given

amount of expected-actual discrepancy will produced different degree of

satisfaction depending upon the importance attached by the individual. His

basic

formula takes importance into account by multiplying satisfaction by the

importance rating. Unless both the discrepancy between actual and expected

importance are might reflect an operational rather than a conceptual definition

of

job satisfaction.

A rather unique way of measuring job satisfaction was provided by kunin

(1955).

Kunin’s faces scale consists of 11 male faces with expression ranging from a
deep

scowl to a broad smile. This basic idea was that the pictorial graphic scale
would

provide more accurate report of satisfaction because the feeling has not to be

translated into words. The general method in using this approach consisted of
 providing statement measuring. Satisfaction with various aspects of work
and

inviting respond to choose the fact best represent their feelings. The method
was

found to be quite useful it was realized that female respondents find male
faces

inappropriate to represent their feelings.

In order to make up for this problem Dunham and Herman (1975) had 15
faces

drawn. These were then given to both male and female judges who were
asked to

rate their 15 faces on a 100-point scale ranging from neutral to happy face. In

addition the judges were also asked to rate the 11 male faces of Kunin in
exactly

the same fashion.

This initial scaling identified 11 female faces that were reasonable equivalent
to

male faces of Kunin.

Perhaps, a more reliable way measure job satisfaction could be use a more
direct

approach tapping overall satisfaction.

The following three statements may serve the purpose.

• I am satisfied with my job.

• I love to come to my job everyday.

• All things being equal, I will choose my present job again.

 JOB SATISFACTION AND ACCIDENTS

Here accidents means to say some thing may go wrong in future. Not very long ago

Sigmund Freud made the statement that “accident just not happen” suggesting thereby

that perhaps that chance is not the only thing to which accidents could be attributed.

Few years later the concept of “accident proneness was proposed indicating that the

accident behavior is not a random phenomenon but could be predicted. Some people

tend to be more prone to accidents than others. Studies have shown a variety of

variables that seem to explain at least to some extent, the reasons why accidents take

place. These could be reasons is one’s personal life, work itself and the environment in

which one working. According to kirehner (1961), accidents are the means of venting

anger and frustration and getting attention.

Research on the relationship between job satisfaction and accident, generally shows

that the higher the satisfaction with the job, the lower is the rate of accidents. Though

it is difficult to explain such a relationship generally a satisfied employee would not be

careless or negligent and could be encounter lesser possibilities of running in to an

accident situation. The more favorable attitudes towards the job would make him more

positively inclined to his job and there would be lesser probability of getting to an

unexpected, incorrect, uncontrolled event in which either his action or the reaction of an

object or person any result in personal injury.

Job satisfaction and absenteeism

In everyday life certain contingencies require a little extra effort on the part of worker to
come to the work. A minor problem with bicycles, a drizzle, a small tiff with the spouse

and several such incidents have tremendous impact on the work attendance. For the

dissatisfy worker these may be major reasons for missing the work but for satisfied

worker these may be irrelevant. The fact, however, remains that the absence from work

irrespective of the reasons adds considerable cost to the process of output. One such cost

is paying a large sum to badli workers and retaining a large number of employees than

required to meet such contingencies arising out of the phenomena of absenteeism.

According to BHATIA and VALECHA (1978) over manning alone amounts to 10

percent of the total work force.

Most researches on absenteeism and job satisfaction show that the higher the rates lower

is the job satisfaction. SINHA and NAIR (1965) collected data on 100 workers of a

large machine manufacturing plant in south India. They classified their respondents in to

two groups’ low absentee (workers with no or up to nine absences) and high absentee

(workers with more than nine absences). Their result indicates that low absentee group

was significantly more satisfied.

In order to understand the relationship between job satisfaction and absenteeism, little

more in depth analysis is needed to see what aspects of job satisfaction influence most of

the employee absenteeism.

 JOB SATISFACTION AND PERSONAL
CHARACTERISTICS

When a person comes to work, brings with him / her total personality, his / her attitudes,

likes and dislikes his / her personal characteristics and these in turn, influence the

satisfaction he / she desires from his / her work. As work is one of the necessary aspects

of the total life experience of an individual, it becomes important to examine how

personal characteristics influence his / her job. Personal characteristics here refer to such

bio-social variables as age, marital status, education, length of service, and income etc.

In India, such studies have mostly concerned themselves with the workers’ population.

Most Indian studies have used a correlative design where the degree of association

between such variables as age, education, marital status, income etc and job satisfaction

have been calculated. The other set of studies are those where groups low and high on

satisfaction and then a backward analysis has been done to see if these groups very on

such variables as age, education and experience etc.

Age:
The age of the employees matters when satisfaction will there. Low age means new

employees no idea of job so they are low satisfied. The more age having more

experience, they are more satisfied.

Marital status:
The married employees are more satisfied; the study shows that marital status is more

important for job satisfaction. RAO (1970) asked a simple question from his 322 workers

“Are you satisfied with your job”? The replies were recorded on a 3 point scale-satisfied,

neutral and dissatisfied. He noticed that there were significantly more single respondents

who placed their responses in the satisfied category, using a 3-point scale of satisfied,

indifferent not satisfied. Sinha and Sharma (1962) found that of the total in satisfied

category, 60 percent happened to be married while 40 percent were single.

But the results seem to suggest that generally marital status has nothing to do with the

job satisfaction.

Education:

Seventeen studies reviewed here have concerned themselves the relationship between

education and job satisfaction except for four studies which show positive relationship

and other which shows negative relationship, most studies show no relationship between

job satisfaction and education. However, it is reasonable to assume that the more

educated would be more frustrated in routine job. NAZIR (1998) used samples of
research

assistants, station masters, employees of neyveli lignite corporation and bank clerks

respectively and found that the higher the education the higher was job satisfaction. No

clear cut explanations for such findings were provided by these researches.

Income:

“Higher the income, higher the satisfaction” Given the earlier discussion on the

significance of income to the workers in today’s Indian condition, higher income should

lead to higher job satisfaction. This condition is supported by seven studies. SHARMA
(1980) administered an 18-item questionnaire to 1971 blue collar worker from eight

industrial organizations, each item to be answered on a 5-point scale of degree-disagree.

Job satisfaction questionnaire to 60 skilled and semi-skilled workers of engineering

company. They found that job satisfaction increased with increasing wages for the

skilled group only. Some samples of employees from different companies have found

positive relationship between income and job satisfaction. The other studies that have

dealt with salary and job satisfaction found no relationship between them.

Effects of physical and mental health

The degree of job satisfaction affects an individual physical and mental health. Since job

satisfaction is a type of mental feeling its favorable or unfavorable affects his/her

physical health. Further, since a job is an important part of life, job satisfaction influence

general life satisfaction the result is that there is spill over affect, which occurs in both

directions between job and life satisfaction.

Factor that influence employee turnover

Turnover of employees is the rate at which employees leave the organization with in a

given period of time. When individual feels dissatisfaction in the organization, he/she

tries to overcome this through the various ways of defense mechanism if he/she is not

able to do so, he/she opts to leave the organization. Thus, in general case, employee

turnover is related to job satisfaction. However job satisfaction is not the only cause of

employee turnover, the other being better opportunity elsewhere.

Motivation at work
Employees will be motivated to carry out the assigned task to the extent, if doing so

satisfies their personnel needs. Work is thus viewed only as an affect to satisfy needs and

expectations. Motivation is not a personnel trait but a result of interaction between the

individual and the situation. It may be defined as the willingness to exert high level of

efforts towards organizational goals, conditioned by the efforts ability to satisfy some

individual need. Personnel needs though complex in nature, can be satisfied to some

extent by.

Financial rewards

These are extrinsic to work such as pay and allowances and cash awards. These are

effective when workers are from lower sections of society or the production is suitable,

or when productivity is easily measurable.

Non Financial rewards

These are rewards intrinsic to work for example Job satisfaction, delegation,

empowerment, etc. studies have indicated that these rewards are much more effective

than financial rewards in motivating people.

 Motivational theories
Considerable research has been carried out and a number of theories on what motives

people have been propounded.

The main motivational theories which satisfies the employees

Abraham Maslow’s need hierarchical theory. Maslow’s propounded that man has a

hierarchy of five (5) needs, which begins with basic need of physiological well-being and

goes up to realization of ones potential. These needs are physiological, safety social,

esteem and self actualization. Maslow’s separated these five needs into higher and lower

levels. Physiological and safety needs were described as lower-order needs and love and

esteem and self actualization as higher order needs.

Physiological needs

These are basic human needs for survival, such as food, warmth, shelter, desire, sleep;

relief from pain etc. a man at the verge o starvation has no thought other than of food.

The above are then only the satisfaction take place.

Safety and security needs

Essentially, these needs are to be free from physical danger and deprivation of

physiological needs. These are needs for self-preservation and assurance for tomorrow

example of such needs are job security, pension etc.

Social (love belonging or affiliation)

These are needs to be accepted by group and be a part of it. Everyone looks for a

meaningful relationship and to live harmony with other.

Esteem or status needs

These needs include internal esteem needs such as self respect, autonomy and

achievement. These are the needs for high self evaluation (we are worthy).

External esteem needs such as status recognition, respect and attention. Satisfaction of

these needs produce feeling of self confidence, prestige power and control people begin

to feel that they are useful and have some effects on environment. (growth seeking, non-

financial of these needs result in destructive behavior to draw attention of other immature

arguments with co-workers are one such example.

Self actualization needs

Each individual needs to maximize the use of his skills, abilities, and potentials in his/her

occupation it is desirable to become what one is capable of becoming (reaching the

ultimate –the zenith.)

Frederick Herzberg’s two factor theory (1959)

Herzberg observes that the productivity of an employee was dependent not only on the

Job satisfaction but also on work motivation. Some factors in the work environment that

contributes to Job. Satisfactions do not result in motivation.

Hygiene factors

These are the extrinsic factors which are present in the environment job (context). They

remove discomfort or dissatisfaction and this support mental health but in them are

not the motivations, but absence may cause dissatisfaction, hence demotivation. After a

point they follow law of diminishing returns and therefore, do not represent sound
motivational strategy. For example company’s personnel (pay and allowances, job

security, promotions etc)

True motivations

These are factors which are associated with job (intrinsic to work job content) and to

reward that result directly from doing work well. They motivate people to superior

performance; accept challenging tasks, growth and development. Herzberg suggested

job enrichment to provide true motivation. Job can be enriched by increasing skill,

variety, task, identity, task significance, autonomy and feedback.

For example organizational culture, delegation, achievement orientation, participation

empowerment etc.

Philosophy of worker for result management by objective continued learning

opportunities (growth), full appreciation.

Douglas McGregor’s theory ‘x’ and ‘y’ (1960)

Theory ‘x’ people dislike work and will avoid it as far as possible. Accordingly they

must be coerced, controlled and threatened with punishment to make them work towards

objectives. People have no ambition and shirk taking initiative, and avoid responsibilities.

All that they want is security.

Theory ‘y’ human body generates certain amount of physical and mental energy for

which the work is the only appropriate outputs work is thus as natural activity as play of

rest. People exercise self direction and self control and are committed to the objectives.

People want to learn to accept, and even seek responsibilities.

Creativity is widely dispersed in them.

Alderfer’s ERG theory (1969)

Clayton Alderfer reworked on Maslow’s need hierarchy to align it more closely with

empirical research. His revised need hierarchy is called ERG theory. As per this theory,

there are three groups of core needs. The Maslow theory argues that an individual would

stay at certain, when a high order need is frustrated the individual desire to Increase a

lower need take place. Maslow’s need hierarchy is a rigid step like progression and

assumes that there exits a rigid hierarchy where a lower need must be substantially

satisfied one can move on higher need.

David McClelland’s three need theory (1961)

McClelland’s work originated from the investigation into the relationship between

hunger needs and the extent to which imaginary of food dominates the thought process.

 Need for achievement (n-ach)

This is the drive which some people have to pursue and attain goals. An individual with

this drive whishes to achieve objectives and advance up in the ladder of success. In short

this is the drive to excel, to achieve in relation to a set of standard, to strive to succeed to

do better than others.

 Need for affiliation (n-aff)

This is the desire for friendly and close relationship, individual with a high need for

affiliation has a strong desire to be liked and accepted by others. These imply desire to

maintain friendly, cordially, harmonious relationship with others.

 Need for power (n-pow)

This is desire to be influential to control people and change situations. Individual high in

need for power proper to be placed in competitive and oriented situations and tend to be

more concerned with gaining influence over others. These three motives correspond

roughly, to Maslow’s love, esteem and self actualization needs.

Fact 1

About half of mental disorders begin before the age of 14. Around 20% of the world's
children and adolescents are estimated to have mental disorders or problems, with similar
types of disorders being reported across cultures. Yet, regions of the world with the
highest percentage of population under the age of 19 have the poorest level of mental
health resources. Most low- and middle-income countries have only one child psychiatrist
for every 1 to 4 million people.

Fact 2

Depression is characterized by sustained sadness and loss of interest along with

psychological, behavioural and physical symptoms. It is ranked as the leading cause of
disability worldwide.
Fact 3

On average about 800 000 people commit suicide every year, 86% of them in low- and
middle-income countries. More than half of the people who kill themselves are aged
between 15 and 44. The highest suicide rates are found among men in eastern European
countries. Mental disorders are one of the most prominent and treatable causes of suicide.

Fact 5

Mental disorders are among the risk factors for communicable and non-communicable
diseases. They can also contribute to unintentional and intentional injury.

Fact 6

Stigma about mental disorders and discrimination against patients and families prevent
people from seeking mental health care. In South Africa, a public survey showed that
most people thought mental illnesses were related to either stress or a lack of willpower
rather than to medical disorders. Contrary to expectations, levels of stigma were higher in
urban areas and among people with higher levels of education.

Fact 7

Human rights violations of psychiatric patients are routinely reported in most countries.
These include physical restraint, seclusion and denial of basic needs and privacy. Few
countries have a legal framework that adequately protects the rights of people with
mental disorders.

Fact 8

There is huge inequity in the distribution of skilled human resources for mental health
across the world. Shortages of psychiatrists, psychiatric nurses, psychologists and social
workers are among the main barriers to providing treatment and care in low- and middle-
income countries. Low-income countries have 0.05 psychiatrists and 0.16 psychiatric
nurses per 100 000 people, compared to 200 times more in high-income countries.
Fact 9

In order to increase the availability of mental health services, there are five
key barriers that need to be overcome: the absence of mental health
from the public health agenda and the implications for funding; the
current organization of mental health services; lack of integration
within primary care; inadequate human resources for mental health;
and lack of public mental health lead

Fact 10

Governments, donors and groups representing mental health workers, patients and their
families need to work together to increase mental health services, especially in low- and
middle-income countries. The financial resources needed are relatively modest: US$ 2
per person per year in low-income countries and US$ 3-4 in lower middle-income
countries.

Mental health refers to our cognitive, and/or emotional wellbeing - it is all about how we
think, feel and behave. Mental health, if somebody has it, can also mean an absence of a
mental disorder. Approximately 25% of people in the UK have a mental health problem
during their lives. The USA is said to have the highest incidence of people diagnosed
with mental health problems in the developed world. Your mental health can affect your
daily life, relationships and even your physical health. Mental health also includes a
person's ability to enjoy life - to attain a balance between life activities and efforts to
achieve psychological resilience.

According to Medilexicon's medical dictionary, mental health is "emotional, behavioral,

and social maturity or normality; the absence of a mental or behavioral disorder; a state
of psychological well-being in which one has achieved a satisfactory integration of one's
instinctual drives acceptable to both oneself and one's social milieu; an appropriate
balance of love, work, and leisure pursuits".

According to WHO (World Health Organization), mental health is "a state of well-being
in which the individual realizes his or her own abilities, can cope with the normal
stresses of life, can work productively and fruitfully, and is able to make a contribution to
his or her community". WHO stresses that mental health "is not just the absence of
mental disorder".

WHO explains that especially in low- and middle-income countries, mental health
services are very underfunded - both human and financial. Most resources are channeled
into treating and caring for mentally ill patients, rather than on any integrated mental
health system. Countries should integrate mental health into primary health care (general
practice), provide mental health care in general hospitals, and improve community-based
mental health services, rather than just providing care in large psychiatric hospitals.

Mental health problems (disorders) can affect anyone

Experts say we all have the potential for suffering from mental health problems, no
matter how old we are, whether we are male or female, rich or poor, or ethnic group we
belong to. In the UK over one quarter of a million people are admitted into psychiatric
hospitals each year, and more than 4,000 people kill themselves. They come from all
walks of life.

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According to the NIMH (National Institute of Mental Health, USA) mental disorders are
"common in the USA and internationally". Approximately 57.7 million Americans suffer
from a mental disorder in a given year, that is approximately 26.2% of adults. However,
the main burden of illness is concentrated in about 1 in 17 people (6%) who suffer from a
serious mental illness. Approximately half of all people who suffer from a mental
disorder probably suffer from another mental disorder at the same time, experts say.

In the UK, Canada, the USA and much of the developed world, mental disorders are the
leading cause of disability among people aged 15 to 44.

What are - mental illness, mental disorders and mental health

problems?
Mental illness is a term that is used to refer to a wide range of mental disorders that can
be diagnosed by a health care professional. In this article, mental illness, mental
disorders and mental health problems have the same meaning.

What are the most common mental illnesses?

The most common forms of mental illnesses are:

• Anxiety disorders - the most common group of mental illnesses. The sufferer has
a severe fear or anxiety which is linked to certain objects or situations. Most
people with an anxiety disorder will try to avoid exposure to whatever triggers
their anxiety. Examples of anxiety disorders include:

o Panic disorder - the person experiences sudden paralyzing terror or

imminent disaster.

o Phobias - these may include simple phobias - disproportionate fear of

objects, social phobias - fear of being subject to the judgment of others,
and agoraphobia - dread of situations where getting away or breaking free
may be difficult. We really do not know how many phobias people may
experience globally - there could be hundreds and hundreds of them.

o (OCD) Obsessive-compulsive disorder - the person has obsessions and

compulsions. In other words, constant stressful thoughts (obsessions), and
a powerful urge to perform repetitive acts, such as hand washing
(compulsion).

o PSTD (Post-traumatic stress disorder) - this can occur after somebody

has been through a traumatic event - something horrible and scary that the
person sees or that happens to them. During this type of event the person
thinks that his/her life or other people's lives are in danger. The sufferer
may feel afraid or feel that he/she has no control over what is happening.
• Mood disorders - these are also known as affective disorders or depressive
disorders. Patients with these illnesses share disturbances or mood changes,
generally involving either mania (elation) or depression. Experts say that
approximately 80% of patients with depressive disorder improve significantly
with treatment. Examples of mood disorders include:

o Major depression - the sufferer is not longer interested in and does not
enjoy activities and events that he/she previously got pleasure from. There
are extreme or prolonged periods of sadness.

o Bipolar disorder - also known as manic-depressive illness, or manic

depression. The sufferer oscillates from episodes of euphoria (mania) and
depression (despair).

o Dysthymia - mild chronic depression. Chronic in medicine means

continuous and long-term. The patient has a chronic feeling of ill being
and/or lack of interest in activities he/she once enjoyed - but to a lesser
extent than in major depression.

o SAD (seasonal affective disorder) - a type of major depression.

However, this one is triggered by lack of daylight. People get it in
countries far from the equator during late autumn, winter, and early spring.

• Schizophrenia disorders Whether or not schizophrenia is a single disorder or a

group of related illnesses has yet to be fully determined. It is a highly complex
illness, with some generalizations which exist in virtually all patients diagnosed
with schizophrenia disorders. Most sufferers experience onset of schizophrenia
between 15 and 25 years of age. The sufferer has thoughts that appear
fragmented; he/she also finds it hard to process information. Schizophrenia can
have negative or positive symptoms. Positive symptoms include delusions,
thought disorders and hallucinations. Negative symptoms include withdrawal,
lack of motivation and a flat or inappropriate mood. (See the article "What is
schizophrenia")
What are the most common serious mental disorders
(illnesses)?
Most major (serious) mental illnesses tend to have symptoms that come and go, with
periods in between when the person can lead a relatively normal life (episodic illness).
The most common serious mental disorders are:

• Schizophrenia (See the article "What is schizophrenia")

• Bipolar disorder (see article "What is bipolar disorder")
• Depression (see article "What is depression")

Treatments and strategies for mental health problems

There are various ways people with mental health problems might receive treatment. It is
important to know that what works for one person may not work for another; this is
especially the case with mental health. Some strategies or treatment are more successful
when combined with others. The patient himself/herself with a chronic (long-term)
mental disorder may draw on different options at different stages in his/her life. The
majority of experts say that the well informed patient is probably the best judge of what
treatment suits him/her better. It is crucial that healthcare professionals be aware of this.

Self help

There are a lot people with mental health problems may do to improve their mental
health. Alterations in lifestyle, which may include a better diet, lower alcohol and illegal
drug consumption, exercise and getting enough sleep can make enormous differences to a
mental health patient's mental health. Let's have a closer look and some of these
strategies:

• Diet and mental health

Scientists, psychiatrists, and other health care professionals know that the brain is
made up in large part of essential fatty acids, water and other nutrients. It is an
accepted fact that food affects how people feel, think and behave. Most experts
accept that dietary interventions could have an impact on a number of the mental
health challenges society faces today. So, why is it that governments and public
health authorities in developed economies invest so little in developing this
knowledge?

The evidence is growing and becoming more compelling that diet can play a
significant role in the care and treatment of people with mental health problems,
including depression, ADHD (attention deficit hyperactivity disorder) to name but
a few. If experts are talking about an integrated approach which recognizes the
interplay of biological, psychological, social and environmental factors - with diet
in the middle of it as being key - and challenging the growing burden of mental
health problems in developed nations, surely individuals can speed things up and
do something about their diet themselves and improve their mental health.
 Interesting related article:

What is healthy eating? What is a good diet?

It is estimated that in the UK people eat 4 kilograms of food additives each year.
We are not sure what effect decades of such consumption may have on the brain.
We don't know for one simple reason - governments are reluctant to fund, conduct
or publish rigorously controlled large scale studies which look at the effect of
additives on human mental health.

Changing farming practices have introduced higher levels of different types of fat
into our diet. For example, chickens reach their ideal weight for slaughter twice as
quickly today compared to three decades ago - this has changed the nutritional
profile of meat, according to a report by the Mental Health Foundation (UK).
Three decades ago a typical chicken carcass used to be 2% fat - today they are a
whopping 22%. The omega-3 fatty acid content in chicken meat has dropped
while the omega-6 fatty acids have risen. The same is happening to farmed fish.<

• The function of fats and amino acids in our brains:

Our brains' dry weight consists of approximately 60% fat. Our brain cell
membranes are directly affected by the fats we eat. Saturated fats make our brain
cell membranes less flexible. Saturated fats are those that harden at room
temperature. 20% of the fat that exists in our brain is made up of essential fatty
acids omega-3 and omega-6. The word essential here means we cannot make it
ourselves, so we have to consume it in order to get it.

Fatty acids perform crucial functions in the structuring of neurons (brain cells),
making sure that optimal communication is maintained within the brain.
Nutritionists say omega-3 and omega-6 essential fatty acids should be consumed
in equal amounts. If we consume unequal amounts there is a higher chance of
having problems with depression, concentration and memory. It is crucial omega-
3 intake is kept up. While one study shows a link between omega-3 intake and
mental skills, others show there are benefits for cardiovascular problems,
diabetes, ADHD, and a host of other problems:

Fish and omega-3 linked to mental skills.

Experts recommend that infant formula should include DHA omega-3 and AA
omega-6 to guarantee correct eye and brain development.

The diet of Typical North Americans is deficient in omega-3 fatty acids and may
pose a risk to infant development.
 Trans-fat, which has appeared in growing quantities into much of the food we eat
over the last few decades, assumes the same position as essential fatty acids in the
brain. In other words, the proper vital nutrients are not able to assume their right
position for the brain to function effectively. Trans-fats are commonly found in
cakes, biscuits, shortbread, some pastries and many ready meals.

Neurotransmitters, such as serotonin, are made from amino acids which we often
have to get by eating it. If you want to feed your brain with good stuff eat less
intensively farmed chicken and meat, and go for organic chicken and non-farmed
oily fish, such as tuna, sardines, trout, or salmon.

The Mental Health Foundation has a booklet "Healthy eating and depression", for
anyone who wishes to protect their mental health through healthy eating.

A study found that eating a Mediterranean diet appears to be associated with less
risk of mild cognitive impairment - a stage between normal aging and dementia or
of transitioning from mild cognitive impairment into Alzheimer's disease.

An Australian study found that a high quality breakfast, with foods from at least
three different healthy food groups, was linked with better mental health in 14
year old boys and girls. The researchers found that for every extra food group
eaten at breakfast, the associated mental health score improved.

• Exercise and mental health

An interesting animal study found that physical and mental exercises help
improve schizophrenia symptoms.

A Harvard University study found that exercise may help people with depression
by enhancing body image, providing social support from exercise groups, a
distraction for every day worries, heightened self-confidence from meeting a goal,
and altered circulation of the neurotransmitters serotonin, norepinephrine, and the
endorphins.

Even a very small amount of additional exercise has been seen to have an
important impact on mental health. A Scottish study involving 20,000 people
found that performing as little as twenty minutes of any physical activity,
including housework, per week is enough to boost mental health.

Interesting related article:

What is exercise? What are the benefits of exercise?

Exercise can boost an exercise-related gene in the brain that works as a powerful
anti-depressant, scientists at the Yale School of Medicine found. They then
compared the brain activity of sedentary mice to those who were given running
wheels. The researchers observed that the mice with wheels within one week were
running more than six miles each night. Four independent array analyses of the
mice turned up 33 hippocampal exercise-regulated genes-27 of which had never
been identified before.

The UK's National Institute for Clinical Excellence (NICE) issued guidelines for
health professionals on how to encourage older people to engage in more physical
activity as a way to boost their mental health; one suggestion is for GPs to
encourage their older patients to join local walking schemes and tell them how
walking benefits mental wellbeing.

Another study, carried out in the United Kingdom found that regular intense
physical exercise is linked with lower rates of depression and anxiety in men up to
five years later.

Sadly, the Mental Health Foundation found that very few UK patients are offered
the choice of exercise therapy for mild to moderate depression. Apparently, only
5% of GPs (general practitioners, primary care physicians) use it as one of their
most regular treatment responses, compared to 92% who use antidepressants as
one of their most popular treatment responses. In 2006 only 42% of UK GPs
reported having access to exercise referral schemes, despite the overwhelming
evidence of its benefits for patients. Even among GPs who do have access to
exercise referral schemes, only 15% use them very frequently or frequently for
patients with mild or moderate depression. Unfortunately, apart from a couple of
exceptions, much of the rest of the world's health care professionals seem to
ignore exercise as a vital treatment for mental illness.

If you have a mental disorder, remember that you can do the exercise yourself.
You do not need to wait for your doctor to "prescribe" it for you. Perhaps you
should initially check whether you are in acceptable physical health to do
exercise. If you are not, insist that your doctor help you devise an exercise plan
that suits you. The benefits may surprise you.

Alcohol is a common form of "self-medication" for people with mental health

problems

There is evidence that very moderate alcohol consumption may aid mental health
in some cases. However, the evidence is overwhelming that excessive alcohol has
a very bad impact on people's mental health. Whatever your attitude is to alcohol,
remember that alcohol will not resolve your mental health problems, and will
most likely make them worse if you are not very, very careful.
Check out our specialized latest news channels, with up-to-date news on the following
subjects (click on the relevant one to go to that specialized news channel):

Alcohol, Addiction, and Illegal Drugs News

Alzheimer's and Dementia News

Anxiety and Stress News

Autism News

Depression News

Chapter 3
PROFILE OF THE ORGANISATION
Chapter 4
JOB SATISFACTION AND MENTAL
Q1) Are you satisfied with the work you are doing?
particulars no. of employees % of responses

highly satisfied 64 80%

satisfied 26 20%
dissatisfied 0 0%
total 80 100%
Analysis
The question analysis whether the
employees are satisfied with the work they are doing.

nterpretation

 80% of the respondents are satisfied.

 20% of the respondents are highly satisfied.
 0% of the respondents are dissatisfied.

satisfied with work

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d
d

ta
fie
fie
fie

to
t is
tis
t is

sa

sa
sa

s
y

di
l
gh
hi
Q2) are you satisfied the degree to which your skills
are utilized?
particulars no. of employees % of responses

highly satisfied 13 16%

satisfied 67 84%
dissatisfied 0 0%
total 80 100%
Analysis
The question analysis whether the employees are
satisfied with the use f their skills in the organization.
Interpretation
 84% of the respondents are satisfied.
 16% of the respondents are highly satisfied.

 0% of the respondents are dissatisfied.

utilized of skills

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d

ta
fie
fie

fie

to
t is
t is

tis
sa

sa
sa

s
y

di
l
gh
hi
Q3) Are you satisfied with the quantity of work
allotted to you?

particulars no. of employees % of responses

highly satisfied 56 70%

satisfied 16 20%
dissatisfied 8 10%
total 80 100%
Analysis
The question analysis whether the
employees are satisfied with the quantity of work
allotted to them.

Interpretation
 70% of the respondents are satisfied.

 20% of the respondents are highly satisfied.

 10% of the respondents are dissatisfied.

satisfied with quantity of work

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d

ta
fie
fie

fie

to
t is
t is

tis
sa

sa
sa

s
y

di
l
gh
hi
Q4) Are you satisfied with the team sprit in our work
environment?

particulars no. of employees % of responses

highly satisfied 5 6%
satisfied 72 90%
dissatisfied 3 4%
total 80 100%

Analysis
The question analysis whether the
employees are satisfied with the team sprit work in
the environment.
Interpretation
 06% of the respondents are satisfied.

 90% of the respondents are highly satisfied.

 04% of the respondents are dissatisfied.

team sprit in work

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d

ta
fie
fie

fie

to
t is
t is

tis
sa

sa
sa

s
y

di
l
gh
hi
Q5) Are you satisfied with your present salary?

particulars no. of employees % of responses

highly satisfied 32 40%

satisfied 48 60%
dissatisfied 0 0%
total 80 100%
Analysis
The question analysis whether the
employees are satisfied with their present salary.
Interpretation
 60% of the respondents are satisfied.

 40% of the respondents are highly satisfied.

 0% of the respondents are dissatisfied.

satisfied with their present salary

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d

ta
fie
fie

fie

to
t is
t is

tis
sa

sa
sa

s
y

di
l
gh
hi
Q6) Are you satisfied that your compensation
matches with your responsibilities?
particulars no. of employees % of responses

highly satisfied 16 20%

satisfied 61 72%
dissatisfied 3 8%
total 80 100%

Analysis
The question analysis whether the
employees compensation matches with their
responsibilities.
Interpretation
 72% of the respondents are satisfied.

 20% of the respondents are highly satisfied.

 02% of the respondents are dissatisfied.

compensation matches with responsibilities.

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d

ta
fie
fie

fie

to
t is
t is

tis
sa

sa
sa

s
y

di
l
gh
hi
Q7) Are you satisfied that supervisor keeps you well
informed about what happening in the organization?

particulars no. of employees % of responses

highly satisfied 13 16%

satisfied 59 54%
dissatisfied 8 10%
total 80 100%

Analysis
The question analysis whether the
employees are well informed about the organization
by the supervisor.
Interpretation
 74% of the respondents are satisfied.

 16% of the respondents are highly satisfied.

 10% of the respondents are dissatisfied.

information about the organization

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d

ta
fie
fie

fie

to
t is
t is

tis
sa

sa
sa

s
y

di
l
gh
hi
Q8) Are you satisfied that your supervisor allows you
people in decision making?
particulars no. of employees % of responses

highly satisfied 16 20%

satisfied 50 62%
dissatisfied 14 18%
total 80 100%

Analysis
The question analysis whether the
employees are allows for decision making.
Interpretation
 62% of the respondents are satisfied.

 20% of the respondents are highly satisfied.

 18% of the respondents are dissatisfied.

employees are allows for decision making

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d

ta
fie
fie

fie

to
t is
t is

tis
sa

sa
sa

s
y

di
l
gh
hi
Q9) Are you satisfied with your ability to maintain a
reasonable balance between your family life and
work life?

particulars no. of employees % of responses

highly satisfied 10 12%

satisfied 57 72%
dissatisfied 13 16%
total 80 100%

Analysis
The question analyze whether the employees
are having the reasonable balance between the family
and work life.
Interpretation
 72% of the respondents are satisfied.

 12% of the respondents are highly satisfied.

 16% of the respondents are dissatisfied.

balance between the family and work life.

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d

ta
fie
fie

fie

to
t is
t is

tis
sa

sa
sa

s
y

di
l
gh
hi
Q10) Are you satisfied that the supervisor cares about
and responds to the issue of most important to you?

particulars no. of employees % of responses

highly satisfied 6 8%
satisfied 64 80%
dissatisfied 10 12%
total 80 100%

Analysis
The question analyze whether the employees
are satisfied with the supervisor about his care and
respond.
Interpretation
 80% of the respondents are satisfied.

 08% of the respondents are highly satisfied.

 12% of the respondents are dissatisfied.

supervisor about his care and respond.

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d

ta
fie
fie

fie

to
t is
t is

tis
sa

sa
sa

s
y

di
l
gh
hi
Q11) Are you satisfied with motivating methods
adopted in your job?

particulars no. of employees % of responses

highly satisfied 10 12%

satisfied 70 88%
dissatisfied 0 0%
total 80 100%

Analysis
The question analyze whether the employees
are satisfied with the motivating method adopted in
their job.
Interpretation
 88% of the respondents are satisfied.

 12% of the respondents are highly satisfied.

 0% of the respondents are dissatisfied.

the motivating method adopted in their job.

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d
d

ta
f ie
fie

fie

to
t is

tis

t is
sa

sa
sa

s
y

di
l
gh
hi
Q12) Are you satisfied with the organization culture?
particulars no. of employees % of responses

highly satisfied 19 24%

satisfied 61 76%
dissatisfied 0 0%
total 80 100%

Analysis
The question analyze whether the employees
are satisfied with the organizational culture.

Interpretation
 76% of the respondents are satisfied.

 24% of the respondents are highly satisfied.

 0% of the respondents are dissatisfied.

satisfied with the organizational culture

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d
d

ta
fie
fie
fie

to
t is
tis
t is

sa

sa
sa

s
y

di
l
gh
hi
 Q13) Are you satisfied with the organization
structure?
particulars no. of employees % of responses

highly satisfied 42 52%

satisfied 38 48%
dissatisfied 0 0%
total 80 100%

Analysis
The question analyze whether the employees
are satisfied with the organizational structure.
Interpretation
 48% of the respondents are satisfied.

 52% of the respondents are highly satisfied.

 0% of the respondents are dissatisfied.

satisfied with the organizational structure

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d

ta
fie
fie

fie

to
t is
t is

tis
sa

sa
sa

s
y

di
l
gh
hi
 Q14) what kind of reward do you expect from
the organization?

particulars no. of employees % of responses

highly satisfied 45 56%

satisfied 35 44%
dissatisfied 0 0%
total 80 100%

Analysis
The question analyze whether the employees
expect monetary rewards or non monetary rewards.
Interpretation
 56% of the respondents are monetary

 44% of the respondents are highly non

monetary.

expect rewards

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d

ta
fie
fie

fie

to
t is
t is

tis
sa

sa
sa

s
y

di
l
gh
hi
Q15) How are the relationships with your senior &
colleagues or peers?
particulars no. of employees % of responses

highly satisfied 0 0%
satisfied 77 96%
dissatisfied 3 4%
total 80 100%

Analysis
The question analyze whether the employees
relationships with senior and peers.

Interpretation
 96% of the respondents are satisfied

 04% of the respondents are not satisfied.

employees relationships with senior and peers

90
80
no. of employees

70
60
50 no. of employees
40 % of responses
30
20
10
0
d

l
d

ta
fie
fie

fie

to
t is
t is

tis
sa

sa
sa

s
y

di
l
gh
hi
Q16) According to you why employees resigning?

particulars no. of employees % of responses

more work less pay 32 40%

no rewards and incentives 19 24%
no growth and
development 13 16%
late promotion 16 20%
none 0 0%
total 80 100%

Analysis
The question analyze why the employees
resigning.

Interpretation
 40% of the respondents more work less pay.

 24% of the respondents no rewards and

incentives.
 16%of the respondents no growth and
development.
 20% of the respondents’ late promotion.\

 0% of the respondents none.

 employees resigning

35
30
no. of employees

25
20 no. of employees
15 % of responses
10
5
0

development

promotion
more work

no rewards

incentives
less pay

no growth

late
and

and

Q17) Rank the given items according to your

satisfaction level?

particulars no. of employees % of responses

job itself 32 40%

salary 19 24%
job security 13 16%
scope for promotion 16 20%
total 80 100%

Analysis
The question analyze rank is giving
according to the employees satisfaction level.

Interpretation
 40% of the respondents job it self.

 24% of the respondents’ salary.

 16%of the respondents job security.

 0% of the respondents scope for promotion.

 the employees satisfaction level.

35

no. of employees
30
25
20 no. of employees
15 % of responses
10
5
0

n
f

ry

y
el

io
rit
la
it s

ot
cu
sa

m
b

se
jo

ro
b

rp
jo

fo
e
op
sc

Q18) Extent of your involvement and identification

with organization’s goals and image?

particulars no. of employees % of responses

low salary 32 40%

medium salary 32 40%
high salary 16 20%
total 80 100%

Analysis
The question analyzes involvement and
identification with organization’s goal and image.

Interpretation
 40% of the respondents low salary.

 24% of the respondents’ medium salary.

 16%of the respondents’ high salary.

 involvement and identification

90
80
70
no. of employees

60
50 no. of employees
40 % of responses
30
20
10
0
low medium high total
salary salary salary
Q19) how is your present health?
particulars no. of employees % of responses

GOOD 48 60%
NOT GOOD 12 15%
OK 20 25%
total 80 100%

PRESENT HEALTH

90
80
70
60
50 no. of employees
40 % of responses
30
20
10
0
GOOD NOT OK total
GOOD

Q20) Do you have any psychological problems ?

particulars no. of employees % of responses

yes 4 5%
no 72 90%
can't say 4 5%
total 80 100%
 90
80
70
60
50 no. of employees
40 % of responses

30
20
10
0
yes no can't say total

Q21) Do you feel you need to consult psychiatrist?

particulars no. of employees % of responses

yes 4 5%
no 76 95%
can't say 0 0%
total 80 100%
90
80
70
60
50 no. of employees
40 % of responses

30
20
10
0
yes no can't say total
Q22) have you taken to psychiatrist or psychologist any
time?

particulars no. of employees % of responses

yes 2 2%
no 98 98%
can't say 0 0%
total 80 100%

120

100

80

no. of employees
60
% of responses
40

20

0
yes no can't say total

Q23) Do you need psychological support?

particulars no. of employees % of responses

yes 32 40%
no 20 25%
can't say 28 35%
total 80 100%
90
80
70
60
50 no. of employees
40 % of responses

30
20
10
0
yes no can't say total
 Suggestions and recommendations

Job satisfaction plays a major role in the organizations. Therefore, management should

take physical steps to improve the level of Job satisfaction. The steps may be in the form

of job redesigning to make the job more interesting and challenging, improving quality

work life, linking rewards with performance and overall original climate. Various wages

incentives bonus, pay, profit sharing plans, price value method of payment, multiple price

rate system etc. allow one to have a better standard of living and increase social status

where by the feeling of satisfaction may be augmented.

Further recognition, friendly association, work fitted to vocational level and the variety

can be created and not bought. The following suggestion may help to improve

satisfaction level of the employee in the organization.

1) The management should create proper atmosphere and opportunity for the

2) fulfillment of the personality factors related to Job satisfaction.

3) The management should provide the opportunity, for suitable working space,

4) facilities to achieve one’s status and prestige in jobs.

5) The management should take special steps to improve the feelings of the security

6) of workers on the job.

7) To improve the employee’s morale, improvements are needed on the welfare

8) facilities.

9) Employees must be encouraged and can be given freedom to lay out new
10) methods.

11) Care should be taken to see that the job assigned to the employees is suitable to

12) their qualifications.

13) The employees are to be acknowledged and rewarded for any good work done.

14) Employees are to be valued for their abilities.

15) The management should take steps to strengthen communication between all

16) levels of management and staff.

17) Improve ability to assist department management and employee with employment

18) related concern.

19) Change in the award system instead it is recommended that the award should be

20) given in the form of certificate which could be of value in future endeavors?

21) Efforts must be made to popularize and propagate the hospital in such a way that

22) every individual employee feels he is involve and responsible.

Opportunity: The organization has to provide such a facility that

employees feel that they are satisfied then only they accept the challenging

opportunity at work. This include chance with a satisfying degree of college and

opportunities for increasing responsibilities, important part to be noted is this is not

simply “promotional opportunity”.

Action: promote from with in when it is possible

Rewards promising employees with roles on interesting projects
Divide jobs into levels of increasing leadership and responsibility.

Stress: When negative stress is continuously high job satisfaction is low jobs are
more stressful if they interfere with employees source of worry of concern.
Chapter 5
SUMMARY AND SUGGESTIONS