MEANING OF JOB SATISFACTION

Job satisfaction is regards to one’s feeling or state of mind regarding nature of their work.

Job can be influenced by variety of factors like quality of one’s relationship with their
supervisors, quality of physical environment in which they work, degree of fulfillment in
their work, etc. positive attitude towards job has been defined variously from time to
time.

In short job satisfaction is a person’s attitude towards job.

DEFINITIONS OF JOB SATISFACTION

Job satisfaction is an intngible variable. It consists of a complex number of variables,

conditions, feelings and behavioural tendencies. Robert’s dictionary of industrial
relations defined jab satisfaction as “those outward or inner manifestations which give
the individual a sense of enjoyment or accomplishment in the performance of his work”.

In simple words, job satisfaction can be defined as the extent of positive feelings or
attitude that individuals have towards their jobs. When a person says that he has high job
satisfaction, it means that he really likes job, feels good about it and values his job highly.

Feldman and Arnold (1985) have defined job satisfacton as “the amount of overall
positive effect or feelings that individuals have towards their jobs”.

Khushnumalrani (2008) defines job satisfaction as “Job satisfaction is more an attitude,

an internal state. It could, for example, be associated with a personal feeling of
achievement, either quantitative or qualitative.
HISTORY OF JOB SATISFACTION

The term job satisfaction was brought to lime light by Hoppock (1935). He revived 35
studies on job satisfaction conducted prior to 1933 and observes that job satisfaction is
combination of psychological and environmental circumstances. That cause a person to
say, “ I am satisfied with my job”. Such a description indicate the variety of variables that
influence the satisfaction of the individual but tell us nothing about the nature of job
satisfaction.

Job satisfaction has been most aptly defined by pestonjee (1973) as a job, management,
personal adjustment and social requirement. Morse (1953) considers job satisfaction as
dependent upon job content, identification with the company, financial and job status and
priding group cohesiveness.

One of the biggest preludes to the study of job satisfaction as the Hawthorne study. These
studies (1924-1933), primarily credited to Elton mayo of the Harvard Business School,
sought to find the effects of various conditions ( most notably illumination ) on workers’
productivity.

These studies ultimately showed that novel changes in work conditions temporarily
increase productivity called the Hawthorne effect it was later found that this increase
resulted, not from the work conditions, but from the knowledge of being observed. This
finding provided strong evidence that people work for purpose other than pay, which
paved the way for researchers to investigate other factors in job satisfaction.
IMPORTANCE OF JOB SATISFACTION

 Job satisfaction is an important indicator of how employees feel about their job
and predictor of work behavior such as organizational, citizenship, absenteeism,
and turnover.
 Job satisfaction can partially mediate the relationship of personality variables and
deviant work behavior.
 Common research finding is that job satisfaction is correlated with life style. This
correlation is reciprocal meaning the people who are satisfied with the life tends
to be satisfied with their jobs and the people who are satisfied their jobs tends to
be satisfied with their life.
 This is vital piece of information that is job satisfaction and job performance is
directly related to one another. Thus it can be said that, “A happy worker is a
productive worker”.
 It gives clear evidence that dissatisfied employees skip work more often and more
like to resign and satisfied worker likely to work linger with the organization.
FACTORS OF JOB SATISFACTION

1. COMPANIES POLICIES

In order to promote satisfaction within one’s job, so factor need to be addressed. First,
clear company administrative policies should be developed. According to Syptak,
Marshald and Ulmer (1999), unclear or unnecessary organization policies can be a great
source of frustration for the company’s employees. It can be even worse if the policies
are not required to be followed by everyone in the organization. By addressing this issue,
organizational psychologists can decrease employee dissatisfaction by making sure the
company’s policies are fair and apply equally to all. Another consideration is to make
printed copies of the company’s policies-and-procedures manual easily accessible to all
organizational members.

2. SUPERVISION

Another challenging factor to be addressed is supervision. In his book. Noe (2005) briefly
describes a number of studies that “have identified managerial behaviors that can cause
an otherwise competent manager to be a ‘toxic’ or ineffective manager”. According to
Noe (2005), “these behaviors include insensitivity to others, inability to be a team player,
arrogance, poor conflict management skills, inability to meet business objectives, and
inability to adapt during a change transition”. Organizational psychologists should advise
their clients to appoint the right person for a supervisory position. Companies should
view this role critical.
3. PAY/ COMPENSATION

The third factor that needs be addressed is pay. Employees expect to be fairly paid for the
work they have done. If this expectation is not met, then employees will probably be
dissatisfied with their jobs, adversely affecting their productivity. Syptak, marshald and
Ulmer (1999) recommend organizations to consult salary surveys or local help wanted
ads as a way to identify whether the salaries and benefits the company is offering are
comparable to those of other offices in the area or the industry.

4. OPPORTUNITY FOR PROMOTION

The next factor that should be addressed is opportunity for promotion. Employee
perceptions about opportunity for promotion are also another determinant that influences
job satisfaction. One survey found that a perceived lack of promotion opportunities was
the strongest reason why federal employees left government service. (U.S. Merit
Systems Protection Board 1987)

5. WORKING CONDITIONS

The next factor that should be addressed is working conditions. It is important for the
company’s workforce to feel comfortable at the place they work. Little things such as a
nice desk or a clean work area can make a difference in the employee’s productivity.
Syptak, marshald and Ulmer (1999) advice organizations to do everything they can do
they keep company’s equipment and facilities up to date. In their article Syptak, marshald
and Ulmer (1999) also recommend companies to “avoid overcrowding and allow each
employee his or her on personal space, whether it is a desk, a locker, or even just a
drawer”.
6. COLLEAGUES

The next important factor that should be addressed is colleagues. Colleagues play an
important role is job satisfaction. If a person has good relations with his peers group or
with his colleagues then he can be satisfied with his/her job. If a person has not good
relation with his/her colleagues or peers group then can’t be satisfied with the job.

7. WORK ITSELF

The next important factor to be considered is the work itself. Companies should make
sure that their employees believe that “the work they are doing is important and their
tasks are meaningful” (Syptak, marshald and Ulmer, 1999). It is fundamental to
emphasize to individuals that their contributions significantly impact the company’s
results. Syptak, marshald and Ulmer (1999) suggest companies to make a big deal out of
meaningful tasks that may have become ordinary. Even though employees may not find
all their tasks interesting or rewarding, companies should stress to their employees how
those tasks are essential to the overall processes (Syptak, marshald and Ulmer, 1999).
CHAPTER NO. 4

RESEARCH
METHODOLOGY
MEANING OF RESEARCH

Research can be defined as the search for knowledge, or as any systematic investigation,
with an open mind, to establish novel facts, solve new or existing problems, prove new
ideas, or develop new theories, usually using a scientific method. The primary purpose
for basic research (as opposed to applied research) is discovering, interpreting, and the
development of methods and systems for the advancement of human knowledge on a
wide variety of scientific matters of our world and the universe.

DEFINITION OF RESEARCH

“Research is systematized effort to gain new knowledge”.

Redman & Mory

“Research is a process of looking for specific answer to a specific question in an

organized, objective and reliable way”.

Payton (1979)
OBJECTIVES OF RESEARCH

1. To examine the level of job satisfaction in Parle G.

2. To identify & analyze the reasons of dissatisfaction, if any.
3. To study the factors leading to job satisfaction among the employees.
4. To examine whether the healthy employee relationships s there or not.

TYPE OF RESEARCH

My research study is based on DESCRIPTIVE TYPE OF RESEARCH with the main

purpose of describing the level of job satisfaction among employees in Parle biscuits
Private Limited Sitarganj unit.

RESEARCH DESIGN

The basic RESEARCH DESIGN of the project thus includes:

1. TYPE OF STUDY- Descriptive Research

2. OVERALL DESIGN- Flexible Design
a. SAMPLING DESIGN- Non probability sampling design (convenience
sampling)
b. STATISTICAL DESIGN- Percentage
c. OBSERVATIONAL DESIGN- Structured Questionnaire
d. OPERATIONAL DESIGN- Survey
e. SAMPLE SIZE- 50
SAMPLING DESIGN

1. UNIVERSE- Finite universe (it was concentrated in Parle Biscuits Pvt ltd.)
2. SAMPLING UNIT: The sampling unit in this project includes the employees of
parle Biscuits Pvt Ltd from different departments.
3. SOURCE LIST: Middle level managers from various existing departments.
4. SAMPLING SIZE: The sampling size includes 50 middle level managers.
5. PARAMETERS OF INTEREST: Parameters of my interest is to identify whether
the employees are satisfied or not.
6. BUDGETARY CONSTRAINTS: Non-probability sampling design is chosen to
supplement the budgetary constraints.
7. SAMPLING PROCEDURE: The technique being used is the convenience sampling
which is one of the types of non-probability sampling.

METHODS OF DATA COLLECTION

PRIMARY DATA:

 Collected data through structured questionnaire of both close ended &

dichotomous type.

SECONDARY DATA:

 Collected data from the websites.

 Collected data from books.
 Collected data from search engine.

ANALYSIS TOOL:

Percentage is used as analysis tool.

 CHAPTER NO. 5

DATA ANALYSIS

AND

INTERPRETATION
DATA INTERPRETATION

A questionnaire was prepared for the purpose of getting feedback from the middle level
managers regarding ‘Job Satisfaction’ of Parle G. Employees selected are 50 middle level
managers from different departments and were distributed the questionnaire with the
purpose of the study.

Analysis of the data

The analysis of the data is done as per the survey finding. The data is represented
graphically in percentage.

The percentage of the people opinion were analyzed and expressed in the form of charts
and have been placed in the next few pages.
1. How long you have been working in the industry?

Opinion No. of Respondents Percentage

Less than 3 years. 35 70%
3 to 5 years. 12 25%
More than 5 years. 03 5%

5%
25% highly satisfied

satisfied
70%
neither satisfied or
dissatisfied

Interpretation: This graph shows that 70% of the employees have worked for less than 3
years, 25% of employees have worked for 3 to 5 years of the employees have worked for
more than 5 years.
2. How do you feel the working environment?

Opinion No. of Respondents Percentage

Excellent 15 30%
Good 25 50%
Not Satisfactory 10 20%

5%
25% highly satisfied

satisfied
70%
neither satisfied or
dissatisfied

Interpretation: This graph show that 30% of employees say the working environment is
excellence, 50% of the employees say the working environment is good & rest of the
20% employees says the working environment is not satisfactory.
3. How secure do you feel in your job?

Opinion No. of Respondents Percentage

High secure 05 10%
Secure 10 20%
Insecure 35 70%

10%

20%
high secure
secure
70%
insecure

Interpretation: This graph show that 10% of employees feel highly secure about their
job, 20% feels secure & rest 70% of employees feels insecure.
4. Do you feel the smooth relationship with your employees and co-workers?

Opinion No. of Respondents Percentage

Very High 03 5%
High 12 25%
Medium 30 60%
Low 05 10%

5% highly satisfied
25%
satisfied

70% neither satisfied or

dissatisfied
dissatisfied

Interpretation: This graph shows that 5 % employees feel highly smooth relationship
with their employees & co-workers, 25% feels high, 60% feels medium & rest 10% feels
low smoothness of relationship with their employees and co-workers.
5. Are you satisfied with your job?

Opinion No. of Respondents Percentage

Highly Satisfied 15 30%
Satisfied 25 50%
Neither Satisfied or 10 20%
Dissatisfied

5%
25% highly satisfied

satisfied
70%
neither satisfied or
dissatisfied

Interpretation: This graph shows that 30% of employees are highly satisfied about the
point 50% of employees are satisfied on the point 20% are neither satisfied or
dissatisfied.
6. Are you satisfied with the appreciation or reward system provided by your
management?

Opinion No. of Respondents Percentage

Yes 20 40%
No 30 60%

5%

highly satisfied
satisfied
25%

Interpretation: This graph shows that 60% employees are satisfied on the point & rest
40% employees are dissatisfied on the point.
7. Are you satisfied with the bonus or incentives given?

Opinion No. of Respondents Percentage

Yes 18 35%
No 32 65%

5%

highly satisfied
satisfied
25%

Interpretation: This graph shows that 35% of employees are satisfied on the point and
65% employees are dissatisfied on the point.
8. Are you satisfied with the overall compensation package?

Opinion No. of Respondents Percentage

Highly Satisfied 05 10%
Satisfied 08 15%
Need Improvement 37 75%

5%
25% highly satisfied

satisfied
70%
neither satisfied or
dissatisfied

Interpretation: This graph shows that 10% are highly satisfied about the point, 15% of
employees are satisfied on the point & rest 75% of employees says that overall
compensation package needs improvement.
9. Do you agree you are frequently stressed out at your work/

Opinion No. of Respondents Percentage

Strongly Agree 12 25%
Agree 35 70%
Neither Agree or Nor 03 5%
Agree
Disagree None -
Strongly Disagree None -

highly satisfied
5%
25% satisfied

neither satisfied or
70% dissatisfied
dissatisfied

highly dissatisfied

Interpretation: This graph show that 25% employees are strongly agree about the point
70% of employees are agree on the point 5% are neither agree or disagree on the point.
10. How much you are satisfied with the work assigned to you?

Opinion No. of Respondents Percentage

Highly Satisfied 03 5%
Satisfied 12 25%
Neither Satisfied or 35 70%
Dissatisfied
Dissatisfied None -
Highly Dissatisfied None -

highly satisfied
5%
25% satisfied

neither satisfied or
70% dissatisfied
dissatisfied

highly dissatisfied

Interpretation: This graph show that 5% of employees are highly satisfied about the
point 25% of employees are satisfied on the point 70% are neither satisfied or dissatisfied
and none of the employees are dissatisfied and none of the employees are highly
dissatisfied.
CHAPTER NO. 6

FINDINGS
 FINDINGS

 The study revealed that employees do not work for a long time in the company.
Through personal interaction with the employees. It was found that monetary rewards
help in retaining the employees.

 The study revealed that employees are satisfied with the working environment.

 Most of the employees are not satisfied with the job security.

 The study revealed that employees have smooth relationship with their supervisor &
co-workers.

 The employees of the company felt satisfied with job. They seem to be satisfied as far
as the various job related factors are concerned like company and administrative
policies, supervision, etc.

 The study revealed that employees felt that they should be recognized on the basis of
individual performance rather than on the basis of team performance. According to
employees it motivates them.

 Most the employees said that the monetary rewards are best for recognition than
certification or gifts.

 Another finding of the study revealed that employees felt that the employees are not
satisfied with their existing compensation package is concerned.

 The stress level is high because of high target & as a result they can’t take time off for
the personal and family related matters.
LIMITATIONS AND CONSTRAINTS OF THE STUDY

Every effort has been made to keep the study without flaws but even then there are some
limitations. The limitations of the study are as follows:

 Due to constraints of time and resources the study is limited to small area of
Sitarganj unit of Parle G only.
 The possibility of some biased opinion of the respondents in answering the
questionnaire could not be ruled out.
 SUGGESTIONS

Organization can help to create job satisfaction by putting systems in place that will
ensure that workers are challenged and then rewarded for being successful. Organization
that aspires to creating a work environment that enhances job satisfaction need to
incorporate the following:

 The organization should provide a secure work environment that includes job
security/continuity to their employees.

 Organization should provide shift system so that employees are satisfied with the
working hours.

 Organization should provide opportunities to their employees to use one’s talents

and to be creative in the organization.

 Organization should organize events to reduce stress among the employees.

 Organization should provide an environment to their employees in whom they are

supported by an accessible supervisor who provides timely feedback as well as
congenial team members.

A number of employees are not satisfied with their job. So, organization should provide
competitive salary, job security and opportunities for promotion to their employees,
which can help them in retaining the employees.
 CONCLUSION

The conclusion is based on the analysis and interpretation of the primary data regarding
the job satisfaction of the employees of PARLE G Company of Sidcul Sitarganj. My
objective of research as concerned are:

 To examine the level of job satisfaction in Parle G.

 To identify & analyze the reasons of dissatisfaction, if any.
 To study the factors leading to job satisfaction among the employees.
 To examine whether the healthy employee relationships is there or not.

From the analysis and interpretation, it is conducted that most of the employees are
satisfied with the working conditions and only few employees are not satisfied with
supervisor, which is negligible in number. This study shows that only few employees
strongly feel that the working hours decided by the organization are most convenient for
them. Other employees are not in favor of working hours. So it is clear that the
management should keep the main consideration on working conditions and the hours,
which satisfy the employees.

The study shows that a small numbers of employees are satisfied with the job security.
And remaining of the employees is not satisfied with the job security provided by the
organization. Only public sector employees are satisfied with their job security. An
analysis shows that employees are strongly in favor that the targets given to them are
achievable and only few are don’t feel that the targets given to them are achievable.
Hence the targets set by management are achievable. From the analysis it is concluded
that a small number of employees are satisfied with the payment as per their roles and
responsibility and remaining all are not satisfied with the payment according to their roles
and responsibilities.
1. How long you have been working in the industry?
a) Less than 3 years
b) 3 to 5 years
c) More than 5 years

2. How do you feel the working environment?

a) Excellent
b) Good
c) Not satisfactory

3. How secure do you feel in your job?

a) Highly secure
b) Secure
c) Insecure

4. Do you feel the smooth relationship with your employees and co-workers?
a) Very high
b) High
c) Medium
d) Low

5. Are you satisfied with your job?

a) Highly satisfied
b) Satisfied
c) Neither satissfied nor dissatisfied
d) Dissatisfied
e) Highly dissatisfied
6. Are you satisfied with the appreciation or reward system provided by your
management?
a) Yes
b) No
7. Are you satisfied with the bonus or incentives given?
a) Yes
b) No
8. Are you satisfied with the overall compensation package?
a) Highly satisfied
b) Satisfied
c) Need improvement

9. Do you agree you are frequently stressed out at your work/

a) Strongly agree
b) Agree
c) Neither agree or disagree
d) Disagree
e) Strongly disagree
10. How much you are satisfied with the work assigned to you?
a) Highly satisfied
b) Satisfied
c) Neither satissfied nor dissatisfied
d) Dissatisfied
e) Highly dissatisfied
 BIBLIOGRAPHY

BOOKS:

 Dessler, Gary. “Human Resource Management”, Prentice- Hall of India pvt. Ltd., 9th
edition
 Gupta C.B.: “Human Resource Management”
 Prasad L.M.: “Human Resource Management”, Sultan Chand and Sons Educational
publishers, 1st edition, 2001
 Singh A.K.: “Human Resource Management”
 Tripathi P.C.: “Personnel Management and Industrial Relation”, Sultan Chand and
Sons Educational publishers, 17th revised edition

WEBSITES:

 www.parleproducts.com