Employee satisfaction towards Job - Answaf M.P

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    CHAPTER 1

    INTRODUCTION

    1.1 ABOUT THE PROJECT

    JOB SATISFACTION:

    Job satisfaction of an Individual is a general attitude towards his or her

    job. Job satisfaction is a major determinant of an employees organizational

    citizenship behavior (OCB). Satisfied employees would seem more likely to talk

    positively about the organization, help others and go beyond the normalexpectations in their job.

    DEFINITION:

    Job satisfaction is the favorableness or un favorableness with which

    employees view their work

    (KEITH DAVIS)

    Job satisfaction is defined as The amount of overall positive effect of feelings

    that individuals have towards their job.

    (DANIEL C. FEELDMAN AND J. ARNOLD)

    "Job satisfaction is defined as "the extent to which people like (satisfaction) or

    dislike (dissatisfaction) their jobs.

    (WILLIAMS J)

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

    the amount of reward workers receive and the amount they believe they shouldreceive.

    (ROBERT L.KAHN)

    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.

    (Hugh J. Arnold and Daniel C. Feldman)

    IMPROVING JOB SATISFACTION:

    Job satisfaction can be improved through the following ways:-

    Improving working conditions.

    Transferring unhappy workers.

    Changing perceptions.

    Initiating morale building programs.

    IMPORTANCE:

    Job satisfaction has some relation with the mental health of the people.

    It spreads goodwill about the organization.

    It has some degree of positive correlation with physical health of an

    individual.

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    Job satisfaction reduces absenteeism and turn over.

    If job satisfaction increases then there is an improvement in both the quantity

    and quality of production. A worker will be satisfied if he gets what he

    expected. Job satisfaction relates to work environment.

    ADVANTAGES:

    It is an indication of general level of satisfaction in the company.

    Workers attitude towards management are improved.

    Training needs may be established.

    Unions are also benefited by the surveys.

    COMMONLY USED METHODS FOR MEASURING JOB

    SATISFACTION:

    1. Observation

    2. Interview method

    3. Questionnaire method

    4. Company records

    EVALUATING JOB SATISFACTION:

    An accurate assessment of employees satisfaction ordinarily requires a

    more formal procedure. Satisfaction surveys are often conducted to get systematic

    information from employees. Satisfaction survey can provide information

    regarding how employees feel about their jobs and the organization. Howeversurveys are not completely neutral information-gathering devices. Employees

    expectation may be raised simply because employees are asked to participate in

    the survey process. Failure to follow up on the survey with appropriate

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    managerial action may result in decreased employee satisfaction than what existed

    before.

    Job satisfaction survey helps to find out the level of employee satisfaction

    and to take collective actions if needed to improve employee satisfaction and

    performance.

    FACTORS INVOLVED IN JOB SATISFACTION:

    1. Nature of work

    2. Working Environment

    3. Working hours

    4. Job security

    5. Responsibility given for the job

    6. Relationship with colleagues

    7. Relationship with supervisors

    8. Safety measures

    9. Grievance handling

    10. Wage rate system

    11. Incentives

    12. Canteen facilities

    13. Bonus schemes

    14. Family welfare measures

    15. Medical / First Aid facilities

    16. Recognition

    17. Rewards

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    1.2 ABOUT THE COMPANY

    VIJAY Info System control instruments established in the year 1992 by

    Mr. K.Satheesh Kumar and is an ISO 9001:2000 certified company. VIJAY Info

    Systems is one of the leading companies in electronics and software field. VIJAY

    Info Systems is one among the leading players in all the segments of Electronics

    Products which includes all kind of solar panels and computer peripherals,

    computer accessories, networking components, wan links, satellite, networks,

    Web Solutions, Software Development. VIJAY Info systems have head quarters

    at Coimbatore. It started working with two employees, now employees over 50

    professionals with 3000 sq.ft and provides its customers for their total peace of

    mind. Also this vision has kept us very focused for the last 13 years. Our purpose

    and goal is serving our customers because the customer satisfaction is the starting

    point of success. VIJAY info systemis the life style enhancer for peoples work

    and play. We provide people with great experience through network products and

    services.

    QUALITY POLICY

    ISO 9001: 2000

    Company committed towards customer satisfaction by technologically advanced

    and innovative design solutions with guarantee, Reliability in all our services and

    also developing relationship with our customer by meeting quality, standards of

    excellence, on time delivery and after sales services.

    QUALITY OBJECTIVES

    1. Increase the sales to more than 50% per month from the previous year

    sales by adding manpower and satisfying customer needs.

    2. Reduce the product rejection by 50% from the current level.

    3. Reduce the customer complaints by 50% from the current status

    (improving the quality of services).

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    1.3 INDUSTRY PROFILE

    There is a perceptive exuberance in the Indian electronic products

    manufacturing industry and growth estimates indicate a booming industry.The

    Indian electronic sector generated sales of US$ 20 billion in fiscal year 2009-10,

    including US$ 2.3 billion worth of export. going by current trends in production

    and export of electronic products, the domestic Indian electronics product

    manufacturing industry is heading for a whopping 17% growth in the coming year

    compared to the export market which is estimated to reach US$2.6 billion by the

    year 2010.

    The three main factory providing impetus to this industry is the ever increasing

    domestic electronic product manufacturing industry (solar panels and

    Peripherals), the after sales and servicing industry and the outsourcing of

    component manufacturing to India, Japan and China by the global titans. Even as

    Indian electronics product manufacturing industry is making its presence felt in

    the global markets, Japanese product manufactures have started to pose a serious

    threat to Indias hopes of becoming major global players. Increase in input coasts

    and constant appreciation of the rupee against the US dollar has put tremendous

    coast pressures on the Indian electronic manufactures.

    For the Indian auto component industry to achieve its ambitious targets of

    becoming a US$ 40 billion industry by 2015.its is imperative that it transform its

    combative advantages from cost to value. The need of the hour is to focus on its

    competitiveness, learn the best manufacturing practices, be quality conscious and

    at the same time inculcate a prompt delivery culture.

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    Growth Oriented Budget for Electronics Manufacturing Industry

    The budget has many initiatives that will promote growth of the automotive

    industry. One of the key demands of the industry was that Customs Duty should

    not be reduced any further this year as the depreciation of the dollar has almost

    completely eroded the duty protection .The fianc Minister accepted this

    suggestion of the industry. The reduction in the convert rate from 16% and the

    reduction of Excise duty on electronic products will promote growth in the

    electronics industry.

    The reduction in the customs duty on steel and fibber scrap from 5% to 1% is a

    very welcome step as these are critical raw material for the auto-component

    sector. However, this is not adequate to address the issue of invert duty structure

    in the electronic manufacturing industry, for which the duty on aluminum and

    several grades of steel also needs to be brought down to one. The budget,

    otherwise continues with the economic growth & reform agenda and would have

    a positive impact on the component industry.

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    CHAPTER II

    OBJECTIVES, SCOPE & LIMITATIONS

    2.1 SCOPE OF THE STUDY

    The scope of the study is that by analyzing the job satisfaction of the

    employees, the organization can further improve themselves with more benefits

    and facilities to overcome the drawbacks and improve the performance level of

    the employees.

    2.2 OBJECTIVE OF THE STUDY

    To study the level of job satisfaction of employees towards their job.

    To study the various factors relating to job satisfaction.

    To study the salary and reward system provided by the company.

    To make suggestions on the basis of findings to improve the level of

    satisfaction in the organization. To identify the factors which influence the job satisfaction of employees.

    To know the employee satisfaction towards the facilities.

    To offer valuable suggestions to improve the satisfaction level

    of employees.

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    2.3 LIMITATIONS

    Some employees were unwilling to answer the questions.

    The attitude of the employees may change from time to time. Hence the

    Result of the project may be applicable only at present.

    Some of the respondents were afraid to give true information in some

    cases.

    Time limit is one of the limitations of this study.

    The study was limited to the information provided by the officials

    Respondents may not have been open and honest in their responses.

    Generalization could not be made as information collected was very

    specific

    Respondents may have marked the answers in the questionnaire, which

    was socially desirable irrespective of their actual feelings.

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    2.4 REVIEW OF LITERATURE

    Susan M (1992), Employee Behavior, Keys to Employee Satisfaction states

    that Employee satisfaction at work has decreased significantly in the past twenty

    years, as these figures indicate and I predict employee satisfaction will get

    worse in the next few years. A combination of events is creating a perfect storm

    affecting employee satisfaction.

    Elizabeth,(1983),Job Satisfaction, Find Satisfaction at your Current Job

    state that If youre overstressed and at risk forjob burnout, you may feel

    that a major life overhaul is necessary for you to be able to enjoy your job

    and avoid burnout. Before making major changes, this article can help you to

    better enjoy your situation with a few minor adjustments, and give you food

    for thought on whether major changes may be necessary

    Parthasarathy,(1984),Motivational Factors,Financial Management Process

    Generation of employees who feel entitled to employee satisfaction has entered

    the workforce and several generations of employees for whom work never quite

    fulfilled their dreams, are leaving. And, they are leaving in the worst of economic

    times which will affect their satisfaction with the rest of the quality of life they

    experience.

    http://humanresources.about.com/bio/Susan-M-Heathfield-6016.htmhttp://stress.about.com/od/selfknowledgeselftests/a/burnout_quiz.htmhttp://humanresources.about.com/bio/Susan-M-Heathfield-6016.htmhttp://stress.about.com/od/selfknowledgeselftests/a/burnout_quiz.htm
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    Hellrigel,(1987,)Job satisfaction keeps sliding, Commercialization of

    human state that the recession and the extra work that many employees

    who survived layoffs have been saddled with, play a role in the decline -- but

    not as much as some might think. Job satisfaction has been sliding for years

    across all age and income brackets, said Lynn Franco, director of the

    organization's Consumer Research Center

    Teacher Morale,(1982),Job Satisfaction and Motivation, Rethinking

    Employment According to Morale Job satisfaction represents the

    constellations of persons attitude towards or about the job. In general,

    job satisfaction is the attitude towards the job as a whole. Job

    satisfaction is a function of satisfaction with different aspects of job, i.e.

    supervision, pay, works itself, co-workers, promotion, etc., and of the

    particular weighting or importance one attaches to these respective

    components. The traditional model of job satisfaction is that it consists of

    the total body of feelings that an individual has about his job.

    David A. Williamson Garland(1990),Functional roles of group members,

    Employee work Load According to David A. Williamson The study of

    job satisfaction is a relatively recent phenomenon. It can perhaps be said

    to have begun in earnest with the famous Hawthorne studies conducted

    by Elton Mayo at the western Electronic Company in 1920s during the

    course of investigations. However they become convinced that factors of

    a social nature were affecting satisfaction with the job and productivity.

    Since the Hawthorne studies there has been an enormous output of work

    on the nature, causes and correlates of job satisfaction.

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    Lepak,D and Snell(2003),Skill requirement, Theory of human Recourse

    According to Lepak and snell The procedure for determining the duties and skillrequirements of a job and the kind of person who should be hired. It is a formal

    and detailed examination of jobs. It is the systematic investigation of the tasks,

    duties and responsibilities necessary to do a job. It is also an important personnel

    activity because it identifies what people do in their jobs and what they require in

    order to do a job satisfactorily.

    Keil,R.M.K,(1980),Employee Recognition, Implications for Employers of

    Falling Employee Satisfaction sates that Employee satisfaction at work has

    decreased significantly in the past twenty years, as these figures indicate and I

    predict employee satisfaction will get worse in the next few years. A combination

    of events is creating a perfect storm affecting employee satisfaction generation of

    employees who feel entitled to employee satisfaction has entered the workforce.

    Holmes,T.H(1993),Five Recommendations for Employee Satisfaction

    Surveys, Employee Satisfaction Surveys According to Holmes T.H Employeesatisfaction surveys and facilitated focus groups help the employer identify areasof employee satisfaction and dissatisfaction. For accurate, reliable results,employee satisfaction surveys or focus group questions need to be developed byprofessionals who understand how to put questions together that obtain unbiasedinformation, administered appropriately with care and consideration for theorganization's culture and communication and analyzed by people who

    understand survey research and can provide effective analysis.

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    Ron de Kloet(2005), Satisfaction, Functions of HRD Department Surveys

    State that the point is surveys should be taken and without failure the results

    should be shared and actions should be taken based on the outcomes. Without

    action, they become a management overhead task and a mere piece of paper. They

    can also be linked to appraisals (see Time Merlin) and eventually result in better

    organization and happier employees. Employee satisfaction is a main function of

    the HR Department in a company. It's also a challenge for management as well as

    a significant factor in order to maintain good employee relations.

    Robin Thompson,(2003), Employee Satisfaction, Employee Satisfaction Is

    Key To Company Success According to Robin ThompsonIf I take care of my

    people, they will take care of the customer, says Maxine Turner owner of the

    Salt Lake City based catering service, Cuisine Unlimited. Truer words have never

    been spoken. Yet every day we hear about organizations focusing on getting new

    business while ignoring the needs of their own staff.

    Holroyd,K.A. & Lazarus,R.S,Stress,(1986),Employee Performance Keys to

    Employee Satisfaction State that The drop in job satisfaction between 1987 and

    2009 covers all categories in the survey, from interest in work (down 18.9

    percentage points) to job security (down 17.5 percentage points) and crosses all

    four of the key drivers of employee engagement: job design, organizational

    health, managerial quality, and extrinsic rewards.

    http://humanresources.about.com/z/js/o.htm?k=employee%20performance&d=Employee%20Performance&r=http://humanresources.about.com/od/employeesatisfaction/a/employee_satisfaction.htmhttp://humanresources.about.com/z/js/o.htm?k=employee%20performance&d=Employee%20Performance&r=http://humanresources.about.com/od/employeesatisfaction/a/employee_satisfaction.htm
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    2.5RESEARCH METHODOLOGY

    Research methodology is a way to systematically solve the research problem. It

    may be understand as a science of studying how research is done scientifically.

    RESEARCH DESIGN:

    The research design of this study is descriptive research. The descriptive

    research studies are those studies which are concerned with describing the

    characteristics of a particular individual, or of a group. The studies concerned

    with specific predictions, with narration of facts & characteristics concerningindividual, group or situation are all examples of descriptive research studies.

    SAMPLING TECHNIQUE AND SIZE:

    The sampling technique used for research in this study is Convenience

    sampling. The universe consists of all the employees of NEST SOFTWARE

    SOLUTIONS, Coimbatore, out of the total members, 50 employees were

    selected on random basis.

    SOURCE OF DATA:

    The source data are those which are collected afresh & for the first time, & thus

    happen to be original in character. The datas are collected through questionnaire

    and collected through the company records, books, journals & magazines. The

    secondary datas are

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    CHAPTER III

    DATA ANALYSIS AND INTERPRETATIONS

    The data that researcher have collected need to be analyzed and processed to

    generate meaningful and useful information, to serve this purpose, percentage

    method is done for all questions.

    ANALYSIS:

    Analysis is an answer to the question what message is conveyed by each group

    of data? Data which are otherwise raw facts become information after analysis

    3.1 TOOLS USED:

    Simple Percentage Analysis.

    SPSS

    Percentage analysis:

    One of the simplest methods of analysis is the percentage method. It is one

    of the traditional statistical tools. Through the use of percentage, the data are

    reduced in the standard form with the base equal to 100, which facilitates

    comparison.

    The formula used to compute Percentage analysis is,

    SPSS: Statistical Package for the Social Sciences.

    It is a computer application that provides statistical analysis of data. It allows forin-depth data access and preparation, analytical reporting, graphics and modeling

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    SIMPLE PERCENTAGE ANALYSIS

    TABLE 3.1

    Distribution of respondents based on Age

    Age No. of respondents Percentage

    20 to 25 yrs 65 65

    26 to 40 yrs 35 35

    Total 100 100

    Interpretation:

    From the above table it is inferred that 65% of the respondents are between 20

    25 years and 35% of the respondents are between 26 - 40 years.

    CHART 3.2

    Distribution of respondents based on Age

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    TABLE 3.3

    Distribution of employees based on gender

    Interpretation:

    From the above table it is inferred 53% of the respondents are male and 47% of

    the respondents are female.

    CHART 3.4

    Distribution of respondents based on the Gender

    Gender No. of respondents Percentage

    Male 53 53

    Female 47 47

    Total 100 100

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    TABLE 3.5

    Distribution of respondents based on the Designation

    Designation No of respondents Percentage

    Supervisor 9 9

    Hr executive 25 25

    Counselor 31 31

    Trainer 35 35

    Total 100 100

    Interpretation:

    From the above table it is inferred that 35% of workers are trainers, 31% of

    workers are counselors, 25% of workers are hr executives and 9% of workers are

    supervisors.

    CHART 3.6

    Distribution of respondents based on the Designation

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    TABLE 3.7

    Distribution of respondents based on the Educational Qualification

    Qualification No of respondents Percentage

    Under graduate 27 27

    Post graduate 63 63

    Total 100 100

    Interpretation:

    From the above table it is inferred that 27% of respondents are done under

    graduate and 63% of respondents are done post graduate.

    CHART 3.8

    Distribution of respondents based on education qualification.

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    TABLE 3.9

    Distribution of respondents based on the year of service.

    Year of service Respondents Percentage

    0 - 6 months 10 20

    7months -1 yrs 35 351 - 2 yrs 55 55

    Total 100 100

    Interpretation:

    From the above table it is inferred that 20% of employees have 0-6 months, 35%

    of employees have 7months-1 yrs and 55% of employees have 1-2 years of

    service.

    CHART 3.10

    Distribution of respondents based on year of service

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    TABLE 3.11

    Distribution of respondents based on opinion about the physical working

    condition like space, cleanliness.

    S.No. OpinionNo. of

    Respondents

    Percentage

    1 Strongly Agree 10 10

    2 Agree 60 60

    3 Neutral 30 30

    4 Disagree 0 0

    5. Strongly Disagree 0 0

    Total 100 100.0

    Interpretation:

    From the above table it is clear that 10% of the respondents stated strongly agree

    with the physical working condition, 60% stated agree and 30% stated neutral.

    CHART 3.12

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    Distribution of respondents based on physical working condition

    TABLE 3.13

    Distribution of respondents based on opinion about the rest room provided

    in the concern

    S.No. OpinionNo. of

    RespondentsPercentage

    1. Yes 60 60

    2. No 40 40

    Total 100 100.0

    Interpretation:

    From the above table it is clear that 60% of the respondents stated yes for rest

    room provided in the concern and 40% stated no.

    CHART 3.14

    Distribution of respondents based on rest room.

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    TABLE 3.15

    Distribution of respondents based on opinion about the concerns policy and

    procedure helps employees in getting the jobs done

    S.No. OpinionNo. of

    Respondents

    Percentage

    1 Strongly Agree 10 10

    2 Agree 60 60

    3 Neutral 20 20

    4 Disagree 10 10

    5. Strongly Disagree 0 0

    Total 100 100.0

    Interpretation:

    From the above table it is clear that 10% of the respondents stated strongly agree

    with the concerns policy and procedure helps me in getting the jobs done, 60%

    stated agree, 20% stated neutral and 10% stated disagree.

    CHART 3.16

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    Distribution of respondents based on policy and procedures

    TABLE 3.17

    Distribution of respondents based on opinion about the concerns policy and

    procedures are making sense to employees

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Excellent 10 10

    2 Very good 70 70

    3 Good 10 10

    4 Average 10 105. Poor 0 0

    Total 100 100.0

    Interpretation:

    From the above table it is clear that 10% of the respondents stated strongly agree

    with the concerns policy and procedures are making sense to me, 70% stated

    agree, 10% stated neutral and 10% stated disagree.

    CHART 3.18Distribution of respondents based on concerns policy and procedure are

    making sense to employees

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    TABLE 3.19

    Distribution of respondents based on opinion about the job security

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Strongly Agree 10 10

    2 Agree 60 70

    3 Neutral 20 10

    4 Disagree 10 10

    5. Strongly Disagree 0 0

    Total 100 100.0

    Interpretation:

    From the above table it is clear that 10% of the respondents stated strongly agree

    with the job security is based on my performance, 60% stated agree, 10% stated

    neutral and 10% stated disagree.

    CHART 3.20

    Distribution of respondents based on job security

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    TABLE 3.21

    Distribution of respondents based on opinion about the medical facility

    provided in the concern

    S.No. OpinionNo. of

    RespondentsPercentage

    1. Yes 80 80

    2. No 20 20

    Total 100 100.0

    .

    Interpretation:

    From the above table it is clear that 80% of the respondents stated yes for medical

    facility provided in the concern and 20% stated no.

    CHART 3.22

    Distribution of respondents based on medical facility

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    TABLE 3.23

    Distribution of respondents based on opinion the about the clarity of your

    roles and responsibilities

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Excellent 50 50

    2 Very good 40 40

    3 Good 10 10

    4 Average 0 0

    5. Poor 0 0

    Total 100 100.0

    .

    Interpretation:

    From the above table it is clear that 50% of the respondents stated excellent with

    the clarity of role and responsibilities, 40% stated very good and 80% stated good.

    CHART 3.24

    Distribution of respondents based on clarity of roles and responsibilities

    TABLE 3.25

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    Distribution of respondents based on the opinion about the satisfaction level

    of roles and responsibilities

    S.No. OpinionNo. of

    RespondentsPercentage

    1. Yes 70 70

    2. No 30 30

    Total 100 100.0

    .

    Interpretation:

    From the above table it is clear that 70% of the respondents stated yes for

    satisfaction level of roles and responsibilities and 30% stated no.

    CHART 3.26

    Distribution of respondents based on satisfaction level of roles and

    responsibility

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    TABLE 3.27

    Distribution of respondents based on opinion the about the satisfaction level

    of working hours followed in the concern

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Highly satisfied 30 30

    2 Satisfied 40 40

    3 Neither satisfied nor dissatisfied 30 30

    4 Dissatisfied 0 0

    5. Highly dissatisfied 0 0

    Total 100 100.0

    Interpretation:

    From the above table it is clear that 30% of the respondents stated highly satisfied

    with the satisfaction level of working hours, 40% stated satisfied and 30% stated

    neither satisfied nor dissatisfied.

    CHART 3.28

    Distribution of respondents based on satisfaction level of working hours.

    TABLE 3.29

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    Distribution of respondents based on opinion about the satisfaction level of

    proper schedules of work

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Strongly Agree 20 20

    2 Agree 10 10

    3 Neutral 50 50

    4 Disagree 10 10

    5. Strongly Disagree 10 10

    Total 100 100.0

    Interpretation:

    From the above table it is clear that 20% of the respondents stated strongly agree

    with the satisfaction level of proper schedules of work exits, 10% stated agree,

    50% stated neutral, 10% stated disagree and 10% stated strongly disagree.

    CHART 3.30

    Distribution of respondents based on schedule of work

    TABLE 3.31

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    Distribution of respondents based on opinion the about the training and

    development programs helps to adapt new changes in the working

    environment

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Excellent 20 20

    2 Very good 70 70

    3 Good 10 10

    Total 100 100

    Interpretation:

    From the above table it is clear that 20% of the respondents stated excellent with

    training and development programs to adapt new changes in the working

    environment, 70% stated very good and 10% stated good.

    CHART 3.32

    Distribution of respondents based on training and development program.

    TABLE 3.33

    Distribution of respondents based on opinion about the training given to the

    employees is helpful at their work

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    S.No. Opinion

    No. of

    RespondentsPercentage

    1 Strongly Agree 20 20

    2 Agree 60 60

    3 Neutral 20 20

    Total 100 100

    Interpretation:

    From the above table it is clear that 20% of the respondents stated strongly agree

    with training is helpful at work, 60% stated agree and 20% stated neutral.

    CHART 3.34

    Distribution of respondents based on training is helpful at work

    TABLE 3.35

    Distribution of respondents based on opinion about the opportunities

    available for the employees to develop new skills

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    S.No. OpinionNo. of

    RespondentsPercentage

    1 Strongly Agree 40 402 Agree 40 40

    3 Neutral 0 0

    4 Disagree 10 10

    5. Strongly Disagree 10 10

    Total 100 100

    Interpretation:

    From the above table it is clear that 40% of the respondents stated strongly agree

    with opportunities available for me to develop new skills, 40% stated agree, 10%

    stated disagree and 10% stated strongly disagree.

    CHART 3.36

    Distribution of respondents based on opportunities available for the

    employees to develop new skills

    TABLE 3.37

    Distribution of respondents based on opinion the about the salary structure

    in the concern

    .No. OpinionNo. of

    RespondentsPercentage

    1 Excellent 20 20

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    2 Very good 10 10

    3 Good 40 40

    4 Average 10 10

    5. Poor 20 10

    Total 100 100

    Interpretation:

    From the above table it is clear that 20% of the respondents stated excellent with

    the salary structure in the concern, 10% stated very good, 40% stated good, 10%

    stated average and 10% stated poor.

    CHART 3.38

    Distribution of respondents based on salary structure.

    TABLE 3.39

    Distribution of respondents based on opinion the about the promotions given

    in the concern

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Excellent 20 20

    2 Very good 30 30

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    3 Good 30 30

    4 Average 0 0

    5. Poor 20 20

    Total 100 100

    Interpretation:

    From the above table it is clear that 20% of the respondents stated excellent with

    the promotions given in the concern, 30% stated very good, 30% stated good and

    20% stated poor.

    CHART 3.40

    Distribution of respondents based on promotion in the concern

    TABLE 3.41

    Distribution of respondents based on opinion about the reward system

    followed by the concern

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Strongly Agree 10 10

    2 Agree 60 603 Neutral 20 20

    4 Disagree 0 0

    5. Strongly Disagree 10 10

    Total 100 100

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    Interpretation:

    From the above table it is clear that 10% of the respondents stated strongly agree

    with reward system followed by the concern, 60% stated agree, 20% stated

    neutral and 10% stated strongly disagree.

    CHART 3.42

    Distribution of respondents based on reward system.

    TABLE 3.43

    Distribution of respondents based on opinion about the correct recognition

    for employees hard work.

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Strongly Agree 20 10

    2 Agree 50 503 Neutral 10 10

    4 Disagree 10 10

    5. Strongly Disagree 10 10

    Total 100 100

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    Interpretation:

    From the above table it is clear that 10% of the respondents stated strongly agree

    with correct recognition for your hard work, 50% stated agree, 10% stated neutral,

    10% stated disagree and 10% stated strongly disagree.

    CHART 3.44

    Distribution of respondents based on correct recognition for my work.

    TABLE 3.45

    Distribution of respondents based on opinion the about professionalism of

    people

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Highly satisfied 10 10

    2 Satisfied 60 60

    3 Neither satisfied nor dissatisfied 20 20

    4 Dissatisfied 10 10

    Total 100 100

    Interpretation:

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    From the above table it is clear that 10% of the respondents stated highly satisfied

    with professionalism of people with whom you work, 60% stated satisfied, 20%

    stated neither satisfied nor dissatisfied and 10% stated dissatisfied.

    CHART 3.46

    Distribution of respondents based on professionalism of people with whom we

    work.

    TABLE 3.47

    Distribution of respondents based on opinion about the morale of the people.

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Highly satisfied 30 30

    2 Satisfied 50 50

    3 Neither satisfied nor dissatisfied 20 20

    Total 100 100

    Interpretation:

    From the above table it is clear that 30% of the respondents stated highly satisfied

    with morale of the people with whom you work, 50% stated satisfied and 20%

    stated neither satisfied nor dissatisfied.

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    CHART 3.48

    Distribution of respondents based on morale of the people

    TABLE 3.49

    Distribution of respondents based on opinion about the supervisors cares

    and responding to the issues

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Strongly Agree 20 20

    2 Agree 60 60

    3 Neutral 10 10

    4 Disagree 0 0

    5. Strongly Disagree 10 10

    Total 100 100

    Interpretation:

    From the above table it is clear that 20% of the respondents stated strongly agree

    with supervisors cares and responding to the issues, 60% stated agree, 10% stated

    neural and 10% stated strongly disagree.

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    CHART 3.50

    Distribution of respondents based on supervisors cares and responding to

    the issues

    TABLE 3.51

    Distribution of respondents based on the opinion about overall job

    satisfaction today

    S.No. OpinionNo. of

    RespondentsPercentage

    1 Excellent 20 20

    2 Very good 30 30

    3 Good 50 50

    Total 100 100.0

    Interpretation:

    From the above table it is clear that 20% of the respondents stated excellent about

    overall job satisfaction today, 30% stated very good and 50% stated good.

    CHART 3.52

    Distribution of respondents based on overall job satisfaction today.

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    3.2 SPSS

    1. Descriptive Statistics for age, sex, job security, satisfaction on working

    hours

    NMinimum Maximum Mean

    Std.Deviation

    Age 100 1.00 2.00 1.6500 .47937

    Sex 100 1.00 2.00 1.5300 .50161

    Job Security 100 2.00 5.00 4.2000 1.08246Working Hour 100 3.00 5.00 4.1000 .83485

    Valid N (listwise)

    100

    Interpretation

    From the table it is given that Standard. Deviation of age is .47937 and for sex .50161 and for job security is 1.08246 and for working hour is .83485

    2. Descriptive Statistics for policies and procedures, salary structure,employees hard work, supervisors cares

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    Interpretation

    From the table it is given that Standard. Deviation of policies and procedures is1.08246 and for salary structure is1.22680 and for is employees hard work

    is1.38170and for supervisors cares is 1.255293. Correlations between age and designation

    age Designation

    age Pearson Correlation 1 .812(**)

    Sig. (2-tailed) .000

    N 100 100

    designation Pearson Correlation .812(**) 1

    Sig. (2-tailed) .000

    N 100 100

    ** Correlation is significant at the 0.01 level (2-tailed).

    Interpretation:

    From the above table it is clear that the correlation value is .0812 which indicatesthat it is positively correlated. Hence the value shows that there is relationshipbetween age and designation

    4. Correlations between Qualification and opportunities

    N MinimumMaxim

    um Mean Std. Deviation

    policies and

    procedures 100 2.00 5.00 4.2000 1.08246

    salary structure 100 1.00 5.00 2.9000 1.22680employees hard

    work 100 1.00 5.00 3.9000 1.38170

    supervisors cares 100 1.00 5.00 4.2000 1.25529Valid N (list wise) 100

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    Interpretation:

    From the above table it is clear that the correlation value is . 047 which indicates

    that it is positively correlated. Hence the value shows that there is relationshipbetween Qualification and opportunities to develop new skills.5. Correlations betweentraining and reward system.

    TrainingReward system.

    Pearson Correlation 1 .608(**)

    Sig. (2-tailed) .000

    N 100 100

    Reward

    system.

    Pearson Correlation.608(**) 1

    Sig. (2-tailed) .000

    N 100 100

    ** Correlation is significant at the 0.01 level (2-tailed).

    Interpretation:

    From the above table it is clear that the correlation value is .608 which indicatesthat it is positively correlated. Hence the value shows that there is relationshipbetween training and reward system.

    QualificationOpportunities

    Qualification Pearson Correlation 1 .047

    Sig. (2-tailed) .644

    N 100 100

    opportunities Pearson Correlation .047 1

    Sig. (2-tailed) .644

    N 100 100

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    CHAPTER IV

    FINDINGS, SUGGESTIONS AND CONCLUSION

    4.1 FINDINGS

    Most of the respondents are male.

    65% of the respondents are between 20 25 age groups.

    63% of the respondents completed their post graduation.

    50% of the respondents stated working condition is excellent.

    60% of the respondents states agree to the physical working conditions

    like space, ventilation and cleanliness are good.

    80% of respondents stated good for quality of drinking water provided by

    the concern.

    60% of respondents stated yes for rest room is good.

    60% stated agree for concerns policy and procedure helps me in getting

    the job done.

    60% stated agree for job security is based on my performance.

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    80% stated yes for medical facility provided by the concern is good.

    50% stated clarity of roles and responsibility is excellent.

    30% stated neither satisfied nor dissatisfied for satisfaction level of

    working hours.

    50% stated neutral for satisfaction level of proper schedule of work.

    60% stated agree for training helps to increase your performance.

    20% stated strongly disagree for Opportunities available for me to develop

    new skills.

    Most of the respondents stated neutral for salary structure.

    Most of the employees stated promotion given is very poor.

    Most of the respondents stated neutral for reward system followed by the

    concern.

    20% stated neither satisfied nor dissatisfied for team spirit in the working

    environment.

    20% of the employees stated neither satisfied nor dissatisfied for morale of

    the workers.

    60% stated supervisors cares and responds to the issues.

    Only 50% stated good for overall job satisfaction today.

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    4.2 SUGGESTIONS

    The following are the valuable suggestions for the company to further improve

    the current job satisfaction level of their workers.

    Working environment, safety measures, housekeeping in the concern are

    extremely good. This creates good working climate for the employees and

    this is to be maintain.

    As the satisfaction level is very low in the working hours, the concern should

    concentrate on providing better working hour.

    Promotion policies, opportunities, rewards and incentives may be increased.

    As the satisfaction level is very low in the schedule of work, the concern

    should take a look at it.

    Most of the employees stated there are no opportunities for us to learn new

    things; the concern should take a look at this.

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    There is some dissatisfaction level regarding the Salary among the employees,

    the concern may consider cost of living index for calculation of salary.

    Only 50% of the employees satisfied about their work till today.

    4.3 CONCLUSION

    This research made an attempt to find out job satisfaction level of

    employees towards their job in Vijay Info system. The concern has successfully

    provided a better working atmosphere with all basic requirements.

    An overview of this research reveals good satisfaction level among

    employees towards their job, but at the same time the organisation lacks on

    certain factors. If these factors are given little more care, the company can

    maintain a good work with high level of satisfaction, devotion, organisational

    commitment and involvement.

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    BIBLIOGRAPHY

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    content as related to employees quality of working life:A study of

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    Hickman J & Oldham G (1974) The Job Diagnostic Survey. New

    Haven: Yale University.

    Marvin, P.H. and Lawler, E.E. (1984) Accounting for the Quality of

    Work Life. Journal of Occupational Behavior. 5. 197-212.

    Taylor J C in Cooper, CL and Mumford, E (1979) the Employee job

    satisfaction in Western and Eastern Europe. ABP

    War, P, Cook, J and Wall, T (1979) Scales for the measurement of some

    work attitudes and aspects of psychological well being. Journal of

    Occupational Psychology. 52, 129-148.

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    Ellis N & Pompli A 2002 Satisfaction of working life .Commonwealth

    Dept of Health and Ageing. Canberra.

    Sirgy, M. J., Efraty,, D., Siegel, P & Lee, D. (2001). A new measure of job

    satisfaction (QoWL) based on need satisfaction and spillovertheories.

    Social Indicators Research, 55, 241-302.

    Bearfield, S (2003)Quality of Working Life. Aciirt Working paper 86.

    University of Sydney

    Herzberg F, Mausner B, & Snyderman B., (1959) The Motivation to

    Work. New York:Wiley

    Danna, K. & Griffin, R. W. (1999). Health and well-being in the

    workplace: A review and synthesis of the literature. Journal of

    Management, 25, 357-384.

    Loscocco, K. A. & Roschelle, A. N. (1991). Influences on the employees

    Work and Nonwork Life: Two Decades in Review. Journal of Vocational

    Behavior, 39, 182-225.

    Van Laar, D, Edwards, J & Easton, S (2007). The Work-Related job

    satisfaction scale for healthcare workers. Journal of Advanced Nursing,

    Volume 60, Number 3, pp. 325333

    Edwards, J., Van Laar, D.L. & Easton, S. (2009). The Work-Related

    Quality of Life (WRQL) scale for Higher Education Employees. Quality

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    National Institute of Clinical Excellence (NICE) public health guidance

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    APPENDICES: (QUESTIONNAIRE)

    Respected Sir,

    I, ANSWAF M.P of SAN IBS, working on a project titled A study on

    employee satisfaction towards Job at Vijay Info system, Coimbatore. I request

    you to kindly cooperate by providing information that will be considered mostvaluable for my project. I assure you that, the information provided will be kept

    confidential.

    PERSONAL DATA:

    Name : _______________________

    Sex : _______________________

    Age:

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    Below 25 yrs 25-35 yrs 35-45 yrs 45-55yrs Above55

    yrs

    Educational Qualification : _______________________

    Marital status : _______________________

    Department : _______________________

    Designation : _______________________

    Experience: Less than 5 yrs 5-10 yrs 10-15 yrs 15-20yrs

    Above20 yrs

    1. Your Opinion respondents based on Age

    a) 20 to 25 yrs b) 26 to 40 yrs

    2. The employees based on gender

    a) Male b) Female

    3. The distribution of respondents based on the Designation

    a)Supervisor

    b)Hr executive

    c)Counselor

    d)Trainer

    4. The distribution of respondents based on the Educational Qualification

    a) Under graduate b) Post graduate

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    5. The distribution of respondents based on the year of service.

    a) 0 - 6 months. b) 7 months -1 yrs. c) 1 - 2 yrs.

    6. The distribution of respondents based on opinion about the physical working

    condition like space, cleanliness.

    a) Strongly Agree b) Agree c) Neutral

    d) Disagree e) Strongly Disagree

    7. The distribution of respondents based on opinion about the rest room providedin the concern.

    a) Yes b) no

    8. The distribution of respondents based on opinion about the concerns policy and

    procedure helps employees in getting the jobs done.

    a) Strongly agree b) agree c) neutral d) Disagree e)Strongly disagree

    9. The distribution of respondents based on opinion about the concerns policy and

    procedures are making sense to employees

    a) Excellent b) Very Good c) Good d) Average e) Poor

    10. The distribution of respondents based on opinion about the job security

    a) STRONGLY AGREE b) AGREE c) NEUTRAL d) DISAGREE

    e) STRONGLY DISAGREE

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    11. The distribution of respondents based on opinion about the medical facility

    provide in the concern.

    A. YES B. NO

    12. The distribution of respondents based on opinion the about the clarity of your

    roles and responsibilities

    a) EXCELLENT b) VERY GOOD c) GOOD d) AVERAGE e) POOR

    13. The distribution of respondents based on the opinion about the satisfaction

    level of roles and responsibilities

    a) Yes b) No

    14. The distribution of respondents based on opinion the about the satisfaction

    level of working hours followed in the concern

    a) Highly satisfied b) Satisfied c) Neither satisfied

    nor dissatisfied

    d) Dissatisfied e) highly dissatisfied

    15. The distribution of respondents based on opinion about the satisfaction level

    of proper schedules of work.

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    a) Strongly Agree b) Agree c) Neutral

    d) Disagree e) Strongly Disagree

    16. The distribution of respondents based on opinion the about the training and

    development programs helps to adapt new changes in the working

    environment

    a) EXCELLENT b) VERY GOOD c) GOOD

    17. The distribution of respondents based on opinion about the training given to

    the employees is helpful at their work

    a) Strongly Agree b) Agree c) Neutral

    18. The distribution of respondents based on opinion about the opportunities

    available for the employees to develop new skills

    a) Strongly agree b) Agree c) Neutral d) Disagree d) strongly agree

    19. The distribution of respondents based on opinion the about the salary structure

    in the concern

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    a) Excellent b) Very Good c) Good d) Average e) Poor

    20. The distribution of respondents based on opinion the about the promotions

    given in the concern.

    a) Excellent b) Very Good c) Good d) Average e) Poor

    21. The distribution of respondents based on opinion about the reward system

    followed by the concern.

    a) Strongly Agree b) Agree c) Neutral

    d) Disagree e) Strongly Disagree

    22. The distribution of respondents based on opinion about the correct

    recognition for employees hard work.

    a) Strongly Agree b) Agree c) Neutral

    d) Disagree e) Strongly Disagree

    23. The distribution of respondents based on opinion the about professionalism of

    people

    a) Highly Satisfied b) Satisfied c) Neither Satisfied nor Dissatisfied

    d) Dissatisfied

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    24. The distribution of respondents based on opinion about the morale of the

    people

    a) Highly Satisfied b) Satisfied c) Neither Satisfied nor Dissatisfied

    25. The distribution of respondents based on opinion about the supervisors cares

    and responding to the issues

    a) Strongly Agree b) Agree c) Neutral

    d) Disagree e) Strongly Disagree

    26. The distribution of respondents based on the opinion about overall job

    satisfaction today.

    a) Excellent b) Very Good c) Good