Study on Job Satisfaction

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STUDY ON JOB SATISFACTION

NAME: LATHA S

Reg no: 18 (MC102540)

NAME: CHIRANTHANA CHENGAPPA

Reg no: 12 (MC102533)

Hewlett Packard (HP)

Mount Carmel

College


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OVERVIEW OF CHAPTERS:

CHAPTER 1: INTRODUCTION

CHAPTER 2: RESEARCH DESIGN

CHAPTER 3: PROFILE OF THE COMPANY

CHAPTER 4: DATA ANALYSIS AND INTREPRETATION

CHAPTER 5: SUMMARY OF THE FINDINGS AND

CONCLUSIONS


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CHAPTER 1

INTRODUCTION:

Job satisfaction describes how content an individual is with his or her job. It is a relatively recent

term since in previous centuries the jobs available to a particular person were often

predetermined by the occupation of that persons parent. There are a variety of factors that can

influence a persons level of job satisfaction. Some of these factors include the level of pay and

benefits, the perceived fairness of the promotion system within a company, the quality of the

working conditions, leadership and social relationships, the job itself (the variety of tasks

involved, the interest and challenge the job generates, and the clarity of the job

description/requirements).The happier people are within their job, the more satisfied they are said to be. Job satisfaction is

not the same as motivation, although it is clearly linked. Job design aims to enhance job

satisfaction and performance methods include job rotation, job enlargement and job enrichment.

Other influences on satisfaction include the management style and culture, employee

involvement, empowerment and autonomous workgroups. Job satisfaction is a very important

attribute which is frequently measured by organizations. The most common way of measurement

is the use of rating scales where employees report their reactions to their jobs. Questions relate to

relate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself

and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on

15 scale, where 1 represents not all satisfied and 5 represents extremely satisfied).

Definitions

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of

ones job; an affective reaction to ones job; and an attitude towards ones job. Weiss (2007) has

argued that job satisfaction is an attitude but points out that researchers should clearly distinguish

the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This

definition suggests that we form attitudes towards our jobs by taking into account our feelings,

our beliefs, and our behaviors.


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LITERATURE REVIEW

Affect Theory

Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction

model. The main premises of this theory is that satisfaction is determined by a discrepancy

between what one wants in a job and what one has in a job. Further, the theory states that how

much one values a given facet of work (e.e. the degree of autonomy in a position) moderates

how satisfied/dissatisfied one becomes when expectations are/are not met. When a person values

a particular facet of a job, his satisfaction is more greatly impacted both positively (when

expectations are met) and negatively (when expectations are not met), compared to one who does

not value that facet. To illustrate, if Employee A values autonomy in the workplace and

Employee B is indifferent about autonomy, then Employee A would be more satisfied in a

position that offers a high degree of autonomy compared to Employee B. this theory also

states that too much of a particular facet will produces stronger feelings of dissatisfaction the

more a worker values that facet.

Dispositional Theory

Another well-known job satisfaction theory is the Dispositional Theory. It is a very general

theory that suggests that people have innate dispositions that cause them to have tendencies

toward a certain level of satisfaction, regardless ofones job. This approach became a notable

explanation of job satisfaction in light evidence that job satisfaction tends to be stable over time

and across careers and jobs. Research also indicates that identical twins have similar levels of job

satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the

core Self-evaluations Model, proposed by Timorthy A. Judge in 1998. Judge argued that there

are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-

esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher

levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in

ones own competence) lead to higher work satisfaction. Having an internal locus of control


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(believing one has control over her/his own life, as opposed to outside forces having control)

leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job

satisfaction.

TwoFactor Theory (MotivationHygiene Theory)

Fredrick Herzbergs Two factor theory (also known as Motivator Hygiene Theory) attempts to

explain satisfaction and motivation in the workplace. This theory states that satisfaction and

dissatisfaction are driven by different factors motivation and hygiene factors, respectively.

Motivating factors are those aspects of the job that make people want o perform, and provide

people with satisfaction. These motivating factors are considered to be intrinsic to the job, or the

work carried out. Motivating factors include aspects of the working environment such as pay,

company policies, supervisory practices, and other working conditions. While Herzbergs model

has stimulated much research, researchers have been unable to reliably empirically prove the

model, with Hackman & Oldham suggesting that Herzbergs original formulation of the model

may have been a methodological artifact. Furthermore, the theory does not consider individual

differences, conversely predicting all employees will react in an identical manner to changes in

motivating/hygiene factors. Finally, the model has been criticised in that it does not specify how

motivating/hygiene factors are to be measured.

Measuring Job Satisfaction

There are many methods for measuring job satisfaction. By far, the most common method for

collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other

less common methods of for gauging job satisfaction include: Yes/No questions, True/False

questions, point systems, checklist, forced choice answers. The Job Descriptive Index (JDI),

created by smith, Kendall, & Hulin (1969), job satisfaction that has been widely used. It

measures ones satisfaction in five facets: pay, promotions and opportunities, coworkers,

supervision, and the work itself. The scale is simple, participants answer either yes, no, or decide

in response to whether given statements accurately describe one job. The Job in General Index is

an overall measurement of job satisfaction. It was an improvement to the job Descriptive Index

because the JDI focused too much on individual facets and not enough on work satisfaction in

general.


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CHAPTER 2:

RESEARCH DESIGN

STATEMENT OF THE PROBLEM

Job satisfaction

OBJECTIVE OF THE STUDY

The objective of the study is as follows:

To assess the satisfaction level of employees in Hewlett Packard.

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

To identify the factor that improves the satisfaction level of employees.

To know the employee satisfaction towards the facilities.

To offer valuable suggestions to improve the satisfaction level of employees.

SCOPE OF THE STUDY

This study emphasis in the following scope:

To identify the employees level of satisfaction.

This study is helpful to that organisation for conducting further research.

It is helpful to identify the employers level of satisfaction towards welfare measure.

This study is helpful to the organization for identifying the area of dissatisfaction of job

of the employees.

This study helps to make a managerial decision to the company.

RESEARCH METHODOLOGY

Research methodology is the systematic way to solve the research problem. It gives an idea

about various steps adopted by the researcher in a systematic manner with an objective to

determine various manners. The various steps involved are data collection through questionnaire

survey, data analysis including descriptive and exploratory analysis.


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SAMPLING:

Sample Size

The study sample constitutes 25 respondents constituting in the research area.

Sampling Area

The study is conducted in employees of Hewlett Packard.

Sampling Design

We have used probability sampling in which random sampling is used.

Collection of Data

Most of the data collected by us are primary data through personal interview, where the

researcher and the respondent operate facetoface. We have used a structured questionnaire as

a research instrument tool which consists of open ended questions, multiple choice and

dichotomous questions in order to get data. Thus, Questionnaire is the data collection instrument

used in the study. All the questions in the questionnaire are organized in such a way that it elicits

all the relevant information that is needed for the study.

Analysis of Data

The data is collected through survey and books, reports, newspapers and internet etc., the survey

conducted among the employees HP COMPANY.. The data collected by the researcher is

tabulated and analyzed in such a way to make interpretations.

OPERATIONAL DEFINITIONS:

Intrinsic: situated within or belonging solely to the organ or body part on which it acts

Extrinsic: Not forming an essential part of a thing, arising or originating from the

outside

LIMITATIONS:

The survey is subjected to the bias and prejudices of the respondents. Hence 100%

accuracy cant be assured.

The researcher was carried out in a short span of time, where in the researcher could not

widen the study.


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CHAPTER 3:

COMPANY PROFILE

Hewlett Packard India

Established in 1988, India is one of the largest and most diverse sites for HP outside of the US.

The companys 25,000+ employees are spread over 45 locations. The businesses represented in

HP India include:

Technology Solutions Group (TSG) - In addition to Enterprise Systems, Storage and

Software, TSG includes Managed Services, Consulting & Integration and Technology

Services. The products and services from this organization serve Enterprise, Public

Sector and SMB Customers.

Imaging and Printing Group (IPG) - is the leading provider of printing and imaging

solutions for both business and consumers - printer hardware, all-in-ones, digital imaging

devices such as cameras and scanners, MFDs, associated supplies and accessories come

under this fold.

Personal Systems Group (PSG) - focuses on providing simple, reliable and affordable

personal computing solutions and devices for home and business use, including desktopand notebook PCs, workstations, smart handhelds, personal storage and access devices.

Global Delivery India Centre (GDIC): The Global Delivery Application Services Center

(GDAS) India is a service under GDIC. GDAS India is the flagship centre for HPs

strategy for global delivery of application services.


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Chapter -4

DATA ANALYSIS AND INTREPRETATION

Following are the bar graphs representing the statistical analysis of each question in the

questionnaire that was specially structured for the collection of the data for job satisfaction in HP

Company.

HOW SATISFIED OR DISSATISFIED ARE YOU WITH:

Q1. THE PHYSICAL WORKING CONDITIONS?


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Q2. FREEDOM TO CHOOSE YOUR OWN METHOD OF WORKING?

Q3. YOUR FELLOW WORKERS?


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Q4. THE RECOGNITION YOU GET FOR GOOD WORK?

Q5.YOUR IMMEDIATE BOSS?


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Q6.THE AMOUNT OF RESPONSIBILITY YOU ARE GIVEN ?

Q7.YOUR RATE OF PAY?


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Q8.YOUR OPPORTUNITY TO USE YOUR ABIILITIES?

Q9.INDUSTRIAL RELATIONS BETWEEN MANAGEMENT AND WORKERS?


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1. Q10.YOUR CHANCE OF PROMOTION?

2. Q11.THE WAY THE ORGANISATION IS MANAGED?

3.


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4. Q12.ATTENTION PAID TO SUGGESTIONS YOU MAKE?

5. Q13.YOUR HOURS OF WORK?


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Q14.THE AMOUNT OF VARIETY IN YOUR JOB?

6. Q15.YOUR JOB SECURITY?


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Chapter 5

SUMMARY OF THE FINDINGS AND CONCLUSIONS

Extrinsic point of view: according to the work environment provided

by the company

The physical working condition of the company is good but nearly

50% of the respondents are moderately satisfied and the rest, very

satisfied and some are moderately dissatisfied.

44% of the respondents are very much or moderately satisfied with

the fellow employees.

Majority of them are dissatisfied with the availability of immediate

boss.

Majority i.e. more than 60% of the respondents are very much

satisfied with the rate of payment.

Relationship between the management and the employees is again

contradicting as nearly 49% are satisfied and the rest are not at all

satisfied.

The way the organization is managed is positive as majority of

them are happy and satisfied with it.

Most of them are very much satisfied with the hours of work as the

company is not strict about time but they are strict about the

deadlines.


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Most of them feel secured about their job at HP where as there are

few who are not sure and are dissatisfied.

Intrinsic point of view: according to the personal problems of the

employee.

Most of them are not satisfied with freedom of choice when it

comes to the use of the methods that the employees want.

Recognition of the good work of employees is contradicting asmajority of them are satisfied and also most of them are

moderately dissatisfied.

Majority of them are satisfied with the amount of responsibility

given to them.

Most of them are very much satisfied with the opportunities they

get to use their abilities

Nearly 55% of them are satisfied with the chance of promotion.

Some of them are not happy with the attention they get for their

suggestions and the rest say 40% are satisfied.

When it comes to the variety in the job, its contradicting as same

% of employees are not sure, moderately satisfied and moderatelydissatisfied.


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Conclusion:

From the above drawn summary out of the data analysis it is

clear that, from extrinsic point of view i.e. from the

companies point: the work environment has been provided to

the employees of HP.

Areas of improvement:

Better teams can be formed with the same human resource.

(For having better team mates which will definitely motivate

the employee & increases the productivity)

Team leaders for every team should be appointed.

(This helps the employees to clear their doubts about the work

which in turn helps to reduce the frustration of the employees)

The relationship between the employees and management has

to be improved.

(failure of which will result into lack of recognition of efficient

employees)

Rate of payment, promotion policies and the working hours

to be maintained in the same way or it can even be improved.

From the companies point: various policies can be changed to

provide the employees with a better work environment which

will influence them in attaining job satisfaction.


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From intrinsic point: i.e. from the individual point of view

Most important an employee must have an appropriate

educational background that matches his present job.

Most of the students are ignorant, have very less choice,

financial problems, not focused, potential but have no proper

guide, confused. (when decisions are taken in these cases,

most of them tend to face the problem of job dissatisfaction.

Therefore, no matter how good the work environment is, the

employee remains dissatisfied.)

In the study conducted most of them were not sure about

many things this indicates the interest levels of the

employees.

It depends on each individual to choose the work and have

a better life with at most job satisfaction.


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Study on Job Satisfaction