A

SAMPLE PROJECT REPORT

ON

EMPLOYEE JOB SATISFACTION WITH

REFERENCE TO SBI

SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS

FOR THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION

TO

SAVITRIBAI PHULE PUNE UNIVERSITY

BY

Mr.ABC

PRN:123545

UNDER THE GUIDANCE OF

Mr.XYZ

IN THE YEAR-2014-15
S.N.J.BS
NEMINAGAR,
LATE SAU.
TAL-
K.B.JAIN
CHANDWAD,
COLLEGE
THROUGH DIST-NASHIK,
OF ENGINEERING,
(M.S)
 DECLARATION BY THE STUDENT

EMPLOYEE
I hereby declare that this SIP Report on JOB SATISFACTION WITH
REFERENCE TO
submitted
SBI by me is based on actual work carried out by me under the
guidance and supervision of Prof. ItXYZ.
is further to state that this work is not submitted
anywhere else for any examination.

Date: Signature of Student

PRN
 ACKNOWLEDGEMENT

We would like to thank the almighty for his constant grace

showered on us and his
increasing gift of knowledge and strength that has relentlessly prevailed
our life through the
entire project work.
It was such an honour and privilege for us to collect information for
the companies and
share with the class. We would have not completed our project without
their immense help
and co-operation.
We acknowledge our sincere thanks to Prof. XYZ for his guidance that
made us this project
materialized. Finally, we are also thankful to our parents and friends for
their encouragement
and support.
We would like to thank SNJBs KBJ COE dept of MBA and our
principal for the
exposure and support provided during the project.

Name of Student

PRN
 INDEX (Refer... Handbook)

CHAPTER PARTICULAR PAGE NO.

NO.

1 INTRODUCTION 1

2 INDUSTRY PROFILE 3

3 COMPANY PROFILE 5

4 THEORIZATION OF RESEARCH TOPIC 7

5 RESEARCH METHODOLOGY 10

6 DATA ANALYSIS 12

7 FINDINGS 24

8 SUGGESTIONS 25

9 CONCLUSION 26

10 QUESTIONNAIRE 27

11 REFRENCES 30
 INTRODUCTION

EXECUTIVE SUMMARY

Summer internship at State Bank of India, Malegaon Branch was a

great exposure to the
industry. After going through my summer training, had a first-hand
experience of how an
industry as well as HR department functions.

PROJECT TITLE

The title of the project

EMPLOYEE
is JOB SATISFACTION WITH REFERENCE TO
SBI.As the name indicates it is the study of the Satisfaction level of
employee in the
organization.

INTRODUCTION OF PROJECT

Job satisfaction refers to ones feeling towards ones job. It can only be
inferred but not seen.
Job satisfaction is often determined by how well outcomes meet
or exceed expectations.
Satisfaction in ones job means increased commitment in the
fulfilment of formal
requirements. Ther e is greater willingness to invest personal
energy and time in job
performance. The
Bothsatisfaction
they
job are
refer andterms
presently
to effective job satisfaction
occupying.
negative
orientation
attitudes
Positive
on the and
partjob
towards
attitudes attitudes
ofthe
towards aretowards
individuals
job indicate
the typically
jobjob
are
used interchangeably.
their work roles
conceptually
dissatisfaction.
equivalent
which to
OBJECTIVES OF STUDY

To determine the level of satisfaction of the respondents regarding their

job.
To study and understand the job satisfaction among the employees of
State Bank of
India.
To study the various factors which influencing job satisfaction.
To study the relationship between the personal factors of the
Employee (Income,
Designation, Educational qualification, Gender, etc.,)

LIMITATIONS OF THE STUDY

Data collected is based on questionnaire.

The research exercise was conducted within a limited duration. So a
detailed study
could not be made.
The result would be varying according to the individuals as well as
time.
Some respondents hesitated to give the actual situation; they feared that
management
would take any action against them

NEED & IMPORTANCE OF STUDY

This study is undertaken to find out the level of job satisfaction among
the employees
of SBI. Moreover, this study is to know the impact of working
conditions, company
policies and its impact on the job satisfaction.
This study will
Management can
help
decide
the organisation
whether thetoexisting
design their
job satisfaction
job satisfaction
. programme.
programme
continued orshould
revised.be
 INDUSTRY PROFILE

Banking in India has its origin as early as the Vedic period. It is believed
that the transition
from money lending to banking must have occurred even before. Manu,
the great Hindu jurist
who has devoted a section of his work to deposits and advances and laid
down rules relating
to rates of interest.

During the mogul period, the indigenous bankers played a very

important role in east
India Company; it was the turn of the agency houses to carry on the
banking business. The st
general bank of India wasjoint
the 1stock bank to be established in the year 1786. The
others that followed were the Bank of Hindustan and the Bengal Bank
failed in the meantime.
In the 1 st half of 19 th century the East India Company established 3 banks:

The Bank of Bengal in 1809.

The Bank of Bombay in 1840 and
The Bank of Madras in 1843.

These 3 banks also known as Presidency Banks were independent units

and functioned as
well. These 3 banks were amalgamated in 1920 and a new bank, the
Imperial Bank of Indiath
was established on Jan
27 1921. With the passing SBI act in 1955, the undertaking of the
Imperial Bank of India was taken over by the newly constituted State
Bank of India.
The RBI which is the central bank of India was created in 1935, by
passing RBI act 1934.
In the wake of the swadeshi movement, a no. of banks with
Indian management were
established in the country namely, Punjab National Bank ltd., Bank of
Ltd., Indian Bank Ltd., the Bank of Baroda Ltd., the Central Bank of
India ltd., Canar a Bank
India Ltd.
1969,
commercial
14 On
major
private
Julybanks
19,
banksofwere
the also
countr
taken
y were
over by
nationalised
the Government.
and April
on 151980,
th 6 more
IT in Banking

Indian banking industry, today is in the midst of an IT revolution.

A combination of
regulatory and competitive reasons has led to increasingly
importance of total banking
automation in the Indian banking industry. Competition, growing
expectations of customers
and increased awareness among customers has led to the IT aspect in
banking.

Banking Scenario in India

A strong and vibrant banking sector with a network of over 54,500

branches supports Indian
economy. Besides, a no. of national and state level financial
institutions, a large no. of
domestic and foreign institutional investors, investment funds,
equipment leasing companies
and venture capitalists add vigour to Indian banking arena.

Bank,
In
privatization
regulation
the
Merger
the
fray,
Bank
recent
of
forcing
act
banks
of
period,
of
years,
Madura
their
1993,
is also
were
Indian
Indian
which
with
a never
recent
ICICI
counterparts
banking
opened
phenomenon.
ensconced
Bank
the
system
and
floodgates
to adopt
the
inisthe
recent
Some
undergoing
a customer
for
financial
of
Global
foreign
themcentric
an
sector.
Trust
banks.
are
existential
Then
Foreign
approach.
Times
Bank
of Commerce.
came
with
Bank
banks
Oriental
crisis.
the
with
are
banking
HDFC
in
InBank
the pre-
 COMPANY PROFILE

Company Name State Bank Of India

Type

Industry

Founded

Headquarters

Owner(s)

Employees

Website

Branch

Address
Name of Branch Manager
Contact
Mission

We will be prompt, polite and proactive with our customers.

We will speak the language of young India.
We will create products and services that help our customers achieve
their goals.
We will go beyond the call of duty to make our customers feel valued.

Vision

My SBI.
My Customer first.
My SBI: First in customer satisfaction.

Product and Services

Consumer Banking
Corporate Banking
Finance And Insurance
Investment Banking
Mortgage Loans
Private Banking
Savings
Securities
Asset Management
Wealth Management
Credit Cards
 THEORIZATION OF RESEARCH
TOPIC

JOB SATISFACTION

Job satisfaction has been defined in many different ways. Some

believe it is simply how
content an individual is with his or her job, in other words, whether or
not they like the job or
individual aspects or facets of jobs, such as nature of work or
supervision.Others believe it is
not so simplistic as this definition suggests and instead that
multidimensional psychological responses to one's job are involved.
Researchers have also
noted that job satisfaction measures vary in the extent to which they
measure feelings about
the job affective job satisfaction or cognitions about the job cognitive .
job satisfaction

DEFINITIONS:

Job satisfaction does not seem to reduce absence, turnover and perhaps
accident rates.
-Robert L. Kahn

Job satisfaction is a general attitude towards ones job: the difference

between the amount of
reward workers receive and the amount they believe they should
receive.
-StephenP. Robbins

Job satisfaction defines as The amount of overall positive affect (or

feeling) that individuals
have toward their jobs.
Job satisfaction
your job intensely,isyou
the will
amount
experience
of pleasure
high job
or contentment
satisfaction. If
associated
you
withwill
dislike
you a job.If
your
experience
job
youintensely,
like
job dissatisfaction. Hugh J.-Arnold and-AndrewDaniel C.Feldman
J DuBrins
CONSEQUENCES OF JOB SATISFACTION:

High job-satisfaction may lead to improved productivity, increased

turnover, improved
attendance, reduced accidents, less job stress and lower unionisation.

Productivity

The relationship between satisfaction and productivity is not

definitely established. The
consensus, however, is that in the long run job-satisfaction leads to
increased productivity.
But, four decades of research into this issue, unfortunately does not
support to this belief.
Satisfaction and absences:

Correlation of satisfaction to absenteeism is also improved conclusively.

Absenteeism is high
when satisfaction id low. The degree to which people feel that their jobs
are important has a
moderating influence on their absences. While high job-satisfaction will
not necessarily result
in low absenteeism, low satisfaction is likely to bring about high
absenteeism.
Satisfaction and job stress:

Chronic job-dissatisfaction is a powerful source of job stress. The

employee may see no
satisfactory short-term solution to escaping this type of stress. An
employee trapped in a
dissatisfying job may withdraw by such means as high
absenteeism and tardiness, or the
employee may quit.

Measurement of Job satisfaction

This provides an index of organisational effectiveness. The three

primary methods of
omeasuring
Attitudejob
Observing
Conducting satisfaction
Surveys
actual
executive are: sessions
behaviour
rapport
Sources of Job Satisfaction:

o Wage structure
o Nature of work
o Promotions
o Work group
o Working conditions
o Supervision
 RESEARCH METHODOLOGY

BACKGROUND OF THE STUDY

Job satisfaction is a widespread problem. Productivity, efficiency are

related to work force.
To achieve those one should be committed to the organisation to the
long term. This in turn
depends on the level of job satisfaction and the morale of the
employees.Job satisfaction
improves the performance of an organisation.

STATEMENT OF THE PROBLEM

The research problem selected is entitled as Employee Job

satisfaction with Reference To
SBI, Malegaon Branch.

SOURCES OF DATA:

PRIMARY DATA:

Primary data has been collected through administering the

questionnaires personally to
employees of SBI. The response will be analysed and evaluated to
extract the required
information.

SECONDARY DATA:

Secondary data has been collected by way of personal meeting with

employees of SBI and
also various reports collected from them.Information was also
SAMPLE
collected
brochures,
The sample
fromSIZE
bank
size websites,
journals,
consideredmagazines
for the research
etc. is 20.
SAMPLING TECHNIQUE

The sampling technique used is simple random sampling.

SIMPLE RANDOM SAMPLING

A sampling method in which all members of a group(population or

universe) have an equal
and independentchance of being selected.

RESEARCH INSTRUMENT

The instruments used for research are mainly questionnaires and

interviews.A set of
questionnaires was presented to respondents. Because of its flexibility,
it is by far the most
common instrument used to collect primary data. Questions were
carefully developed, tested
and debugged before administering in a large scale.
 DATA ANALYSIS

The various parameters selected for analysing the job satisfaction level
are:
Remuneration
Training & Development
Communication
Goals
Teamwork
Promotions
Leadership
Rewards
Working Culture

Previously conducted surveys prove that the above mentioned

parameters have a highly
positive correlation with the job satisfaction level.

Feedback given by the employees regarding the above mentioned

parameters have been
analysed to find out the employees perception about these parameters
and thereby the overall
job satisfaction level is measured.
 DATA ANAYALYSIS & INTERPRETATION

1) Are you satisfied with your remuneration?

Satisfaction Level %

To a very large extent 31

To a large extent 48.8

To a small extent 21.2

To a ver y small extent 0

Table 7.1

Remuneration

0%

21% 31%
To a very large extent

To a large extent

To a small extent
48%
To a very small extent

Graph 7.1

Interpretation:
Most of the employees are satisfied with their remuneration to a large
No one is fully dissatisfied with their remuneration.
extent.
2) Are you satisfied with your Training & Development?

Satisfaction Level %

To a very large extent 37.1

To a large extent 34.6

To a small extent 28.3

To a ver y small extent 0

Table 7.2

Training & Development

0%

28%
37%
To a very large extent

To a large extent

To a small extent
35%
To a very small extent

Graph 7.2
extent.ofThis
Most the employees
shows that are
HRD satisfied
takes prior
with interest
their training
in developing
& development
skill &
Interpretation:
to a large
knowledge.
 FINDINGS

Most of the employees are very much satisfied with the

remuneration. 41.2 % of the
employees are not satisfied with the remuneration to a great extent.

The training facilities of the bank are extremely good. Most of the
employees are satisfied
with the amount of training given to them in 1 year.

Communication between the peers and superiors is good. About 30%

of the employees
feel a little uncomfortable in communicating with their superiors.

SUGGESTIONS
After analysing the feedback given by the employees, the following
suggestions can be
considered to improve the job satisfaction level

The software and hardware equipments should be maintained properly

so that work can
be carried out smoothly.

Since, employees of public sector banks are prone to transfers;

technical know how
should be considered before transferring an employee. This will
increase the productivity
of the employee.

Also, needy employees must be granted a transfer on special conditions.

Job rotation should be done especially for clerical jobs, as the same kind
of work leads to
boredom.
Team work
Informal get-togethers
must be compulsorily
can be organised
rewarded
in order
to further
to facilitate
motivate better
Rewarding
employees.
relationships
the employees.
system
amongshould be made more transparent.
 CONCLUSION

The future of an organisation largely depends on its productivity and

productivity depends on
the employees who work for the organisation. If the employees are very
productive in nature,
no one can beat the organisation. To make the employees more
productive, the organisation
should try to satisfy the employees to the maximum extent. Every
organisation must conduct
employee survey ever y year to compare the present satisfaction level
with the past. These
surveys help to indicate the mirror of management in the minds of the
employee as well as
management about their feelings, opinions and attitude.

Employees are proud to be associated with State Bank of India and it is

an extremely good
organisation to work with.
 QUESTIONNAIRE

Name of Employee ---------------- ---

--------------------------Experience----
-----
Rate the following on a scale of 1 - 4 (Circle any one)

1 - To a very small extent 2 - To a small extent

3 - To a large extent 4 - To a very large
extent
To what extent:

1) Do you receive regular feedback about your job performance?

1-----2-----3-----4
2) Do you feel f ree to communicate with your super iors?

1-----2-----3-----4
3) Are the important decisions of your department communicated to you?

1-----2-----3-----4
4) Is the amount of work you are expected to do reasonable?

1-----2-----3-----4
5) Are the individual differences respected?( educational background,
gender, race)
1-----2-----3-----4
6) Are your opinions and suggestions heard and welcomed?

1-----2-----3-----4
7) Are you satisfied with the gener al amenities?

1-----2-----3-----4
8) Are you satisfied with the workspace provided to you?

1-----2-----3-----4
9) Is teamwork and cooperation present among individuals?

1-----2-----3-----4
Yes 12)
10) Are
11) Is teamwork
youNo
satisfied
rewarded?
with
1-----2-----3-----4
your appraisal
remuneration?
system?
 13) When was your last promotion? (no. of years)

14) Do you feel it is high time you got promoted

Yes No

15) Are you satisfied with the medical facilities?

1-----2-----3-----4

16) Are you satisfied with the education and scholarship facilities
provided to your
children?

1-----2-----3-----4

17) Do you receive rewards and recognition for work well done?

Always Sometimes Usually Never

18) Is the reward and punishment system ef fective?

1-----2-----3-----4

19) Are you clear about the goals of your department?

1-----2-----3-----4

20) Are you clear with the goals expected from you?

1-----2-----3-----4

21) Are you clear about the companys vision and goals?

1-----2-----3-----4

22) How good is the quality of training being given?

23) Has
24) the Poor
Do your training
superiors Satisfactory
you
give toGood
1-----2-----3-----4
received
attention
helpedyour to Very
youtraining good
do your
needs? Excellent
job better?
25) Are you satisfied with the amount of time you have spent on training in
the past 1
year?

1-----2-----3-----4

26) Do your superiors focus on team building and teamwork?

1-----2-----3-----4

27) Do your superiors pay attention to your grievances?

1-----2-----3-----4

28) Do your superiors motivate you?

1-----2-----3-----4

29) Are you satisfied and proud of working for the organisation?

1-----2-----3-----4

30) What is the culture of your organisation?

Authoritarian Participative Mechanistic organic

31) Considering everything how satisfied are you with your job?

Very dissatisfied somewhat dissatisfied

Somewhat satisfied Very satisfied

 REFRENCES

Human Resource Management - L.M. Prasad

Research Methodology In Management V. P. Michael
www.citehr.com
www.sbi.co.in