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INTRODUCTION
Job satisfaction is one of the major interests to the field of organizational behavior and the
practice of HRM. It reflects employee’s attitudes towards their job and commitment to an
organization. Job satisfaction refers to one’s feelings or state of mind regarding the nature of
their work. It describes how content an individual is with his or her job.
Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation
to work. It is not self satisfaction, happiness or self contentment but satisfaction on the job.
Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal of
one’s job as achieving or facilitating the achievement of one’s job values.
Job satisfaction is an emotional response to a job situation. It can’t be seen, only
inferred.
Job satisfaction is often determined by how well outcomes meet or exceed expectations.
Job satisfaction represents several related attitudes.
VARIOUS DEFINITIONS OF JOB SATISFACTION:
Bullock (1952) defined job satisfaction as an attitude, which results from balancing and
summation of many specific likes dislikes experienced in connection with the job.
Smith (1955) defined to job satisfaction as the employee’s judgment of how well his
Locke (1969) defines job satisfaction as the pleasurable or positive emotional state
According to Vroom, “job satisfaction is the reaction of the workers against the role they
play in their work.”
Job satisfaction is an employee’s thoughts and emotions towards their job and how
they evaluate their job. This can be a judgment of their job overall, or of specific judgment such
as pay, promotions, work tasks, coworkers and supervisors. It is important for organizations to
care about their employee’s job satisfaction. It will promote employees organizational
commitment when they feel that they are satisfied with their jobs.
There are six dimensions that represent the most important characteristics of
a job about which people have effective responses.
The content of the work itself is a major source of satisfaction. This means the extent
to which the job provides the individual with interesting tasks, opportunities for learning, and
the chance to accept responsibility. Some of the most important ingredients of job satisfaction
include interesting and challenging work and a job that provides status.
Compensation:
Wages and salaries are significant, but a complex and multidimensional factor in job
satisfaction. Money not only helps people attain their basic needs, but also is instrumental in
providing upper level need satisfaction. Employees often consider salary as a reflection of how
management views their contribution to the organization. Fringe benefits are also important, but
they are not as influential.
Career Growth:
Promotional opportunities seem to have a varying effect on the job satisfaction. This
is because promotions take different forms and include a variety of rewards. For example
individuals who are promoted on the basis of seniority often experience job satisfaction but not
as much as those who are promoted based on their performance.
Supervision:
Supervision is another moderately important source of job satisfaction. There are two
dimensions of supervisory style that effect on job satisfaction. One is employee centeredness,
which is measured by the degree of which a supervisor takes personal interest in the welfare of
employees. The other dimension is participation or influence, illustrated by managers who allow
their people to participate in decisions that affect their own jobs. This approach leads to higher
job satisfaction. It is proved that a participative environment.
Coworkers:
Friendly, cooperative coworkers are a modest source of job satisfaction the work
group serves as a source of support, comfort, advice, and assistance to the individual. A good
work makes the job more enjoyable.
If this factor is not considered with care, then if may have reverse effects,
meaning there by that the people are difficult to get along with. This will have a negative effect
on job satisfaction.
Job satisfaction and productivity:
operations, causes morale problems for those who stick on, and increases the cost involved in
selecting and training replacement. The employer does whatever possible to minimize turnover,
making the employees feel satisfied on their jobs, being one such.
In four major reviews of the relationship between satisfaction and turnover had been
demonstrated that workers who have relatively low levels of job. Employee perceive that
intrinsic and extrinsic rewards (example: play) distributed equally. Inequitable distribution fails
to convince the employees close correlation between hard work and rewards.
The most accurate statement is that the high performance contributes to high job
satisfaction. A better performance typically lead to higher economic, sociology and
psychological rewards in proportion to their performance. On the other hand, if rewards are seen
as inadequate for the level of satisfaction leads to either greater or leser commitment, which
then affect effort and eventually affects performance again. The result is a continuously
operating performance satisfaction-effort loop.
Poor safety practices are a negative consequence of low satisfaction level. When people are
discouraged about their jobs, company and supervisors, they are more liable to experience
accidents. An underlying reason for such accidents is that discouragement may take one’s
attention away from the task at hand. In attention leads directly to accidents.
Job stress is the body’s response to any job-oriented factor that threatens to disturb the
person’s equilibrium. In the process of experiencing stress, the employee’s inner stage changes.
Prolonged stress can cause the employee serious ailment such as heart diseases, ulcer, blurred
vision, lower back pain, dermitis and muscle aches.
Chronic job satisfaction is a powerful source of job stress. The employee may see no
satisfactory short-term solution to escape this type of stress. An employee may trap in a
dissatisfyingjob may withdraw by such means as high absenteeism and tardiness or employee
may quit.
Several job elements contribute to job satisfaction. The most important amongst them
are wage-structure, nature work, promotion chances, and quality of supervision, workgroup and
work condition.
Wages:
Wages play an important role on influencing the job satisfaction. This is because of
mainly two reasons :
II. Employees often see pay a reflection on management’s concern for the
Nature of work: Most of the employees have intellectual challenges on job. But too
many challenges create frustration and a feeling of failure under condition of moderate
challenge, employee’s experience, pleasure and satisfaction.
Supervision: There is positive relation between the quality of supervision and job
satisfaction.
Rating scales:
The most common approach for measuring job satisfaction is the use of rating scales.
These scales fall in two categories. One is called tailor-made standardized scales, which before
their use, have been developed to establish group norms on scales to ensure the reliablility and
validity of the measuring instruments. Mostly, using method is ‘Tailor – made scales’.
Critical incidents:
It was developed by HERTBERG and his associates in their research on the two-factor
theory of motivation. The employees were asked to describe incidents on their job particularly
satisfied. These incidents were then content analyzed in determining which aspects closely
related to positive and negative attitudes.
Interviews:
Personal interviews are yet another method for measuring job satisfaction. Employees
are individually and the responses reveal their satisfaction or dissatisfaction.
Action tendencies:
The represents the inclinations. People have to avoid or approach certain things by
gathering information about how they feel like action with respect to their jobs. The job
satisfaction can be measured.
Improved communication.
Improved attitudes.
It helps to discover the cause of indirect productivity problems, such as absenteeism,
turnover and poor quality of work.
Job satisfaction has behavioral implications. Particularly manager must be clear that :
To study the impact of job satisfaction on the overall growth of employees as well as the
organization.
Obviously job satisfaction plays a key role in organizations success. Without employee
satisfaction towards their jobs none of the employee will perform well and it is very difficult to
reach the organizational goals and objectives. Hence, job satisfaction helps to yield maximum
output (performance) from the employees. So that this study is undertaken to measure
satisfaction level of employees towards their jobs in RTPP.
ALCOTT SOLUTIONS Software Solutions is solution provider for offshore and onshore
technological solutions to business enterprises around the world. Established in 1997, the
Company has been promoted by experienced professionals in Information Technology. It
possesses the latest technology gadgets and also offer most user friendly customized solutions as
per requirement.
Since its foundation, An ALCOTT SOLUTIONS Software solutions had delivered hundreds of
cost effective and high-quality software solutions for a wide range of industries and domains.
These solutions have included consumer and business software development, web hosting, retail
manufacturing, real estate, community services and many others.
Company’s head office is in Illinois, USA and their offshore programming department is
located in Pune (INDIA)
ALCOTT SOLUTIONS Software Solutions is a leading Company in ready to use off the
shelf product development, customized software development and Outsourcing Company
in its field. Some of the World's most successful Independent Software Vendors (ISVs) have
relied on our unique software outsourcing experience to get their projects done on time and
within budget.
ALCOTT SOLUTIONS Software Solutions has consistently demonstrated its commitment to
developing cost-effective, quality applications by adhering to strict time-lines
CHAPTER -2
RESEARCH METHODOLOGY
Research is thus, an original contribution to the existing stock of knowledge making for its
advancement. It Is the pursuit of truth with the help of study, observations. Comparison and
experiment. In short, the search for knowledge through objective and systematic method of
generalization and the formulation of a theory is also theory is also research.
A team ‘research’ refers to the systematic method of consisting for enunciating the
problem, formulating a hypothesis, collecting the facts or data. Analyzing the facts or data,
analyzing the facts and reaching certain conclusions either in the form of solutions toward the
concerned problems or in certain generalization for some theoretical formulation.
Research Instrument :
Meaning:
Research is an endeavour to discover answers to intellectual and practical problems through the
application of scientific method. “Research is a systematized effort to gain new knowledge”.
-Redman and Mory. Research is the systematic process of collecting and analyzing information
(data) in order to increase our understanding of the phenomenon about which we are concerned
or interested.
Research Design:
A research design is considered as the framework or plan for a study that guides as well as the
data collection and analysis of data. The research design may be exploratory helps, descriptive
and experiment for the present study. The descriptive research design is adopted for this
project.
Research Approach:
The questionnaire is prepared on the basis of objectives of the study. Direct contract is used for
survey, i.e., contacting employees directly in order to collect data.
Objectives of Research:
The purpose of research is to discover answers through the application of scientific procedures.
The objectives are:
To gain familiarity with a phenomenon or to achieve new insights into it –
Exploratory or Formulative Research.
Characteristics of Research:
Research requires expertise i.e., skill necessary to carryout investigation, search the related
literature and to understand and analyze the data gathered.
Research is objective and logical – applying every possible test to validate the
data collected and conclusions reached. Research involves the quest for answers to unsolved
problems. Research requires courage.
Collective of data is an important stage in research. In fact the quality of the data
collected determine the quantity of the research.
Collection of data is done by 2 methods.
Primary data is also known as the data collected for the first time through the field survey. Such
data are collected with specific set of objectives to asses the current of any variable studied.
Questionnaires
The secondary data, which is needed for my study was collected from the company’s
database.
The technique to be used in selecting the items for the sample. This technique or procedure
stands for the sample design itself.
Sample size:
It refers to the number of items to the selected from the universe to constitute a
sample. Sample size: 100
Sampling unit:
It may be a geographical such as state, districts, village etc or a construction unit such as
House, Flat etc or it may be social unit such as family, club, school etc or it may be an
individual.
Statistical Tools :
The various technique applied in the case of analysis are listed and are as follows :
Chi-square Test
Population Size:
Sample design:
It is a definite plan for obtaining a sample from a given population. It refers to the technique of
the procedure the researcher would adopt in selecting items
CHAPTER -3
FINDING AND ANAYSIS
Agree 62 1 62
Undecided 11 0 0
Disagree 5 -1 -5
Strongly 8 -2 -16
Disagree
Total 100 69
69/100= 0.69
Inference:-
Most of the employees agreed that they have been trained well in training program.
21/100= 0.21
Inference:-
Majority of people are neutral towards their opportunities (like job rotation,
employee development) in the organization.
3.Will you get appraisals for your good performance in your organization?
1 YES 71%
2 NO 29%
Inference:-
71% of the employees agreed that they are getting appraisals for their performance in
the organization.
4.Is there any feed back given to you by the superiors after completion
of a particular task or work?
1 YES 69%
2 NO 31%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO
Inference:-
69% of the employees are satisfied with the feedback from their superiors
after completion of their work.
5.Do you get help from your superiors
64/100= 0.64
60
50
40
30
20
10
Agree Disagree
Inference:-
Majority of people agreed that their superiors help them to improve their performance level.
6.Are you satisfied with your working time?
1 YES 85%
2 NO 15%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO
Inference:-
85% of employees are satisfied with their working hours
7.Are there any incentives provided to you by the organization for your
good performance?
1 YES 55%
2 NO 45%
60%
50%
40%
30%
20%
10%
0%
YES NO
Inference:-
55% of employees are satisfied with the incentives provided to them based on their
performance.
8.In your organization welfare measures (like accommodation,
transport etc...) have been provided by the organization?
68/100= 0.68
70
60
50
40
30
20
10
0
Strongly Agree Undecided Strongly Disagree
Inference:-
Majority of employees are satisfied with the welfare measures taken by the organization
9.Do you get Freedom to express your views in front of your superiors in
the organization?
63/100= 0.63
60
50
40
30
20
10
Agree Disagree
Inference:-
Majority of employees agreed that they have freedom to express their views in front of their
superiors.
1 YES 83%
2 NO 17%
100%
80%
60%
40%
20%
0%
YES NO
Inference:-
83% of employees are satisfied with their salary packages.
11.Do you have good inter personal relations with your superiors
and subordinates?
79/100= 0.79
70
60
50
40
30
20
10
Inference:-
Majority of employees agreed that they have good relations with their superiors and subordinates
12.Apart form the work do you have any scope of participating in
recreational activities (sports, entertainment etc….) in the organization?
1 YES 75%
2 NO 25%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO
Inference:-
70% of employees are dissatisfied towards their scope of participation in extra curricular activities
13.Are you getting advice & assistance from your superintendents at
your work?
37/100= 0.37
60
50
40
30
20
10
Agree Disagree
Inference:- Some employees agreed and some disagreed as result is neutral towards getting
advices form superiors.
14.Are you satisfied with the way company policies are put into practice?
27/100= 0.27
60
50
40
30
20
10
Inference:-
Employees are neither satisfied nor dissatisfied with the way company policies put into
practices.
15.The Technology adopted by the organization helps you to finish your
work smoothly?
67/100= 0.67
60
50
40
30
20
10
Inference:-
Majority of employees are satisfied with the technology adopted by the organization to finish their
works smoothly
16.Are you satisfied with safety methods that are provided by the company?
1 YES 79%
2 NO 21%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO
Inference:-
79% of employees are satisfied with the safety measures provided by the company
17.Are you satisfied with your job?
64/100= 0.64
60
50
40
30
20
10
Inference:-
Most of the employees are satisfied with their job
18.Are you proud to work for the organization?
1 YES 82%
2 NO 18%
100%
80%
60%
40%
20%
0%
YES NO
Inference:-
82% of employees feel proud to work In the organization
19. Are you satisfied with the organization as a place to work ?
83/100= 0.83
60
50
40
30
20
10
satisfied dissatisfied
Inference:-
Most of employees are satisfied with the organization as a place for work.
20. Do you get opportunity for learning and growth in your organization?
55/100= 0.55
60
50
40
30
20
10
satisfied dissatisfied
Inference:-
Most of the employees agree that they get opportunity for learning and growth in the
organization
3.2 FINDING FROM THE STUDY
Most of the employees agreed that they have been trained well in training and
development program with a weighted average of 0.69.
Majority of people are neutral towards their opportunities (like job rotation, employee
development) in the organization
71% of the employees agreed that they are getting appreciation for their performance in
the organization
69% of the employees are satisfied with the feedback from their superiors after
completion of their work.
Majority of people agreed that their superiors help them to improve their performance
level with a weighted average of 0.64.
85% of employees are satisfied with their working hours
55% of employees are satisfied with the incentives provided to them based on their
performance.
Majority of employees are satisfied with the welfare measures taken by the organization
with a weighted average of 0.68.
Majority of employees agreed that they have freedom to express their views in front of their
superiors with a weighted average of 0.63.
83% of employees are satisfied with their salary packages.
Majority of employees agreed that they have good relations with their superiors and
subordinates with a weighted average of 0.79.
70% of employees are dissatisfied towards their scope of participation in extra curricular
activities.
Some employees agreed and some disagreed as result is neutral towards getting advices
form superiors with a weighted average of 0.37.
Employees are neither satisfied nor dissatisfied with the way company policies put into
practices with a weighted average of 0.27.
Majority of employees are satisfied with the technology adopted by the organization to
finish their works smoothly with a weighted average of 0.67.
CHAPTER 4
CONCLUSION
Job satisfaction is a key aspect for success of every enterprise, when employee’s are
satisfied work of performance will increased.
From the analysis I conclude that the job provides the opportunity to the
employees to exercise his/her skills at work place. Number of the employees
accepted that at times there is a considerable flexibility in co-coordination with
work and they are satisfied with the existing inter personal communication.
Finally I would like to conclude that the employees of Ecott solutions, are
satisfied with their work and organization.
CHAPTER -5
SUGGESTIONS
Superiors have to guide their subordinates with advices and assistance which motivate
the employees.
The company needs to put the policies so that the employees should not feel any
inconvenience. .
Organization has to provisions for the growth & development of employees.
Provision of reasonable wages plays an important role in improving the standard of
living. This single factor is important for a worker than any other. So, the company must
provide adequate wages to the workers.
.
CHAPTER 6
LIMITATIONS
The study here is limited only to the HR and TECHNICSAL Dept of RTPP.
The suggestions given in the study may not be applicable to entire organization.
BIBLOGRAPHY:
WEB SITE:
www.apgenco.com
Questionnaire
Designation:
Department:
Gender:
Service:
1) Have you been trained well in your training program in the organization? ( )
2) Are there any opportunities (like Job rotation, employees’ development) in your
organization? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly Disagree
3) Will you get appraisals for your good performance in your organization?( )
a) Yes b) no
4) Is there any feed back given to you by the superiors after completion of a particular
task or work? ( )
a) Yes b) no
( )
a) Yes b) no
8) In your organization welfare measures (like accommodation, transport etc... Have been
provided by the organization? ( )
9) Do you get Freedom to express your views in front of your superiors in the
organization?
a) Yes b) no
11) Do you have good interrelations with your superiors and subordinates? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree
12) Apart form the work do you have any scope of participating in extra curricular activities
in the organization? ( )
a) Yes b) no
13) Are you getting advice & assistance from your superintendents at your
work? ( )
14) Are you satisfied with the way company policies are put into practice? ( )
a) Strong agree b) agree c) undecided
15) The Technology adopted by the organization helps you to finish your work smoothly?
( )
b) agree
a) Strong agree c) undecided
e) strongly disagree
d) Disagree
16) Are you satisfied with safety methods that are provided by the company?( )
a) Yes b) no
a) Yes b) no
20) Do you get opportunity for learning and growth in your organization? ( )
a) Highly satisfied b) satisfied c) neutral