INTRODUCTION:

Job Satisfaction:

Job Satisfaction is the favorableness or un-favorableness

with which the employee views his work. It expresses the
amount of agreement between one’s expectation of the
job and the rewards that the job provides. Job
Satisfaction is a part of life satisfaction. The nature of
one’s environment of job is an important part of life as
Job Satisfaction influences one’s general life satisfaction.
Job Satisfaction, thus, is the result of various attitudes
possessed by an employee. In a narrow sense, these
attitudes are related to the job under condition with such
specific factors such as wages. Supervisors of
employment, conditions of work, social relation on the
job, prompt settlement of grievances and fair treatment
by employer. However, more comprehensive approach
requires that many factors are to be included before a
complete understanding of job satisfaction can be
obtained. Such factors as employee’s age, health
temperature, desire and level of aspiration should be
considered. Further his family relationship, Social status,
recreational outlets, activity in the organizations etc.
Contribute ultimately to job satisfaction.
FACTORS INFLUENCING JOB SATISFACTION:

The major factors influencing job satisfaction are presented

below:

SUPERVISION

To a worker, Supervision is equally a strong contributor to the job

satisfaction as well as to the job dissatisfaction. The feelings of workers
towards his supervisors are usually similar to his feeling towards the
company. The role of supervisor is a focal point for attitude formation.
Bad supervision results in absenteeism and labour turnover. Good
supervision results in higher production and good industrial relations.

CO-WORKERS

Various studies had traced this factor as a factor of intermediate

importance. One’s associates with others had frequently been
motivated as a factor in job satisfaction. Certainly, this seems
reasonable because people like to be near their friends. The workers
derive satisfaction when the co-workers are helpful, friendly and co-
operative.`1`````

PAY

Studies also show that most of the workers felt satisfied when they are
paid more adequately to the work performed by them. The relative
important of pay would probably changing factor in job satisfaction or
dissatisfaction.
AGE
Age has also been found to have a direct relationship to level job of
satisfaction of employees. In some groups job satisfaction is higher with
increasing age, in
other groups job satisfaction is lower and in other there is no difference
at all.

MARITAL STATUS

Marital status has an important role in deciding the job satisfaction.

Most of the studies have revealed that the married person finds
dissatisfaction in his job
than his unmarried counterpart. The reasons stated to be are that
wages were insufficient due to increased cost of living, educations to
children etc.

EDUCATION

Studies conducted among various workers revealed that most of

workers who had not completed their school education showed higher
satisfaction level. However ,educated workers felt less satisfied in their
job.

WORKING CONDITION

The result of various studies shows that working condition is an

important factor.
Good working atmosphere and pleasant surroundings help increasing
the production
of industry. Working conditions are more important to women workers
than men
COMPANY PROFILE:
Repose Food Private Limited

The name 'Repose', which the SRD Group uses in all almost all the
products that it produces, has a deep emotional connection with the
group.

Shri Sunandaram Deka did not give a name to the tea stall, which he
established in the late1920’s, for quiet a while. A lot of people, within a
short span of time, had become regular customers of this unnamed tea
stall. Among these customers was the then principal of the Mangaldoi
Girls Higher Secondary School, Shree Kanak Chakraborty .

One day he asked Sunandi to give a name to his tea stall, upon which
Sunandi requested the Principal to suggest something. The Principal
came back the next day with a board with “Repose” inscribed upon it.
He told Sunandi that “Repose” ment “to rest” and since this is where
everyone came to rest in the evenings, it would be an apt name for a
tea stall.

The stall is still located in the heart of Mangaldoi town where it was
originally started. It is more than a landmark today. We strive to
preserve the legacy of the 'Repose Tea Stall'. In our endeavour to
preserve the legacy of the place, we commit ourselves to one primary
prncipal - Maintaining high quality of the food products sold at
"Repose" or under the name of "Repose".
 AIM / VISION / MISSION

Vision To evolve into an organization where all

team members embrace continuous and
accelerating value driven growth of the group ,
through inclusive growth of our society in a
manner that sustains and enhances our cultural
and natural environment for future
generations. Mission To be the No 1 company
in Food Processing... To diversify into ancillary
areas... To contribute towards sustaining.
Objectives of the study:

1. To study the various factors determining

job satisfaction of the employees.

2. To study the impact of job satisfaction on

the overall growth of employees as well
as the organization

3. To make necessary recommendation for

increasing the satisfaction levels of
employees.
Questionnaire:
Dear respondent,
I am a student of B.com 6th semester studying in NERIM
COMMERCE COLLEGE, Guwahati. I am doing a project on
the topic ‘ a study on job satisfaction of the employees
working at repose Guwahati’, which is a part of my
course curriculum; I will be grateful to you if you kindly
spend few minutes and fill up the questionnaire. The
survey is for educational purpose and all the information
provided by you will be kept confidential.

Thanking you,
Richard sandy Abraham
 Personal details
Group A
1. Name of the employee
2. Address
3. Contact No
4. Age
a. Less than 10 years
b. 10-20 years
c. 20 -40 years
d. More than 40 years

5. Your education
a. 10th passed
b. 12th passed
c. Graduation
d. Post graduation

6. Kindly indicate your gender.

a. Male
b. female
 Group B

1. Please select your department;

a. HR
b. Store
c. Import
d. Marketing and sales
e. Purchase
f. Support system
g. Account
h. Administration
i. Software
j. Bid
k. Any other

2. How long have you been working at repose

Guwahati?
a. Less than 6 months
b. 6 months to 1 year
c. 1- 2 years
d. More than 5 years

3. Are you satisfied with your job overall ?

 a. Highly satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
e. Highly dissatisfied

4. Will you be working for the same organization in the

next 2 years ?
a. Yes
b. No
If no than why?

5. Do you struggle to get information to make better

decision at work?
a. Yes
b. No

6. If something unusual comes up, do you know who to

approach for a solution?
a. Yes
b. No
7. Does your senior , manager encourages you to give
your best efforts?
a. Yes
b. No

8. Is there any stressful aspect in your job?

a. Yes
b. No

9. Is your job stress caused by relationship with another

person you work with?
a. Yes
b. No

10. Compare to six months ago how would you

describe your current job satisfaction level.
a. More satisfied
b. Same
c. Less satisfied

11. Overall how satisfied are you with your position

at this company.
 a. Highly satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
e. Highly dissatisfied

12. Do you experience personal growth such as

upgrading your skills and learning other task apart
from your regular to-dos?
a. Yes
b. No

13. Do you see our personal and professional growth

in the organization?
a. Yes
b. No

14. Do you have enough tools and resources you

need to do the job ?
a. Yes
b. No
15. Do you have enough training you need to do the
job?
a. Yes
b. No

16. How is the morale in your department?

a. High
b. Neutral
c. Low

17. Are benefits offered by the company?

a. Yes
b. No
 Review of literature
Paul E. Spector (1997) summarizes the findings concerning how people
feel towards work, including: cultural and gender differences in job
satisfaction and personal and organizational causes; and potential
consequences of job satisfaction and dissatisfaction. He provides with a
pithy overview of the application, assessment, causes and consequences
of job satisfaction. Sophie Rowan (2008) reveals how to create a happier
work life, without changing career. She provides practical and realistic
guidance on how one can achieve optimal job satisfaction and overcome
the obstacles that make so many of us unhappy at work.
Robert M. Hochheiser (1998) reassessed the meaning of the workplace
and proposed a simple formula for success- Forget the idea that hard
work alone leads to success and instead focus on building good
relationships. He asserts that the best way to win at work is to
understand what is needed to support the egos of bosses, peers, and
subordinates. Accurate assessment of those needs can then be indirectly
associated with one's own personal goals and exploited to make
substantive workplace gains. Methods of determining needs are given
for a variety of situations, and strategies are offered to help make some
of the worst work situations at least marginally better through
networking and personal development.
C. J. Cranny, Patricia Cain Smith, Eugène F. Stone (1992) reveals
perceiving future opportunity can actually be more motivating than
actually receiving a raise, getting promoted, or being given additional
responsibilities.
 Jane Boucher (2004) offers practical advice for
improving both your attitude about your job and the job itself. She
shows workers how to cope with keeping their jobs in this difficult
economy. Chris Stride, Toby D. Wall, Nick Catley (2008) presented
widely used measurement scales of Job Satisfaction, Mental Health, Job-
related Well-being and Organizational Commitment, along with
benchmarking data for comparison. The benchmarking data is based on
a sample of almost 60,000 respondents from 115 different organizations
across a wide spectrum of industries and
occupations. Information is given by occupational group, and is further
broken down by age and gender.
 Joanna Penn (2008) teaches how to
improve your position in your current employment, gaining more from
your job, discovering more about yourself and what it is you would be
happy doing, stress management and people management .
Evren Esen (2007) examined in terms of industry and staff size as well
as employee age and gender more than 20 indicators of job satisfaction
including career-advancement opportunities, benefits, the flexibility to
balance life and work, and compensation.
 Elwood Chapman (1993)
helps to determine employee level of satisfaction and then assists in
making positive changes to increase both satisfaction level and quality
of work.
Patricia Buhler, Jason Scott (2009) present an academic argument for
building an employee- centered culture. They also examined a real-
world case study of a company that has experienced the economic
benefits of this practice, making it abundantly clear that modern
businesses can't afford not to make employee satisfaction a top priority.