Job Satisfaction

Introduction
Chapter-1 Introduction
A recent survey estimated that more than 38 billion adults in used herbal products and dietary
supplements.
More than half of those users said these products were important to their health and wellbeing, yet only one third told a conventional healthcare provider about their use. Other
reports have estimated that 25% of patients who seek medications for a serious medical
problem are using unconventional therapies, and 70% of those patients do not disclose
those practices to their physician. One survey estimated that about 70%of the population uses
herbal therapy on a regular basis.
Herbal products and dietary supplements are widely in supermarket and other retail outlets, as
well as by mail order. In fact, only a small percentage of these products are actually sold in
pharmacies.
Many patients believe they derive health benefits from these herbal preparations,
yet some remain skeptical and may seek advice from health professionals prior to
use. Thus, it is important for all health professionals to be informed about available
products and tube aware of any potential problems associated with their use.
Concerns about Herbal Products and Dietary Supplements

Unlike prescription and over-the-counter drugs, herbal products are not regulated by the Food
and Drug Administration (FDA) to determine purity or potency.
In fact, some products may contain contaminants, and their potency is dependent on many
factors, such as the climate and soil conditions where they are grown, harvested, and stored.
Some herbal preparations have even been found to contain prescription drugs and heavy
metals as unlabeled ingredients, and in some cases.
The labeling of herbal products is regulated by the Dietary Supplement Health and Education
Act of 1994(DSHEA).
Under this law, manufactures may only make general claims about a supplements effect on
the structure or function of the human body (example: supports the immune system). They
must include the following statement in their labeling. This product is not intended to
diagnose, treat, cure, or prevent any disease. The labels on herbal products are designed to
promote product use and not necessarily to inform the consumer, so health professionals
should be equipped with a general understanding of popular herbs and supplements,
including knowledge of efficiency. Common side effects, risks and interaction. In addition,
they should prospectively seek information regarding their parents use of unconventional
medicines to avoid adverse consequences.
Consumers should be advised that manufactures of herbal products are not required to
demonstrate safety or efficacy prior to marketing. Before the FDA can remove a product from
the market, the agency must prove that the product is unsafe or ineffective. Recent
examples of this include the ban on products containing ephedrine due t adverse
cardiovascular effects, and the prohibition of kava amid concerns about hepatotoxicity.
Patients with medical illness should not use herbs and dietary supplements without medical
supervision. As will be discussed, some herbal products have adverse effects and may interact
with prescribed medications.
Company Profile
Evuar Herbal (India) is a Delhi based company that is engaged in the Manufacturing and
Exporting of a wide range of herbal and organic products. The wide array of products that we
offer includes Herbal Health Products, Food Products, Food colors and Herbal Medicines and
Pesticides. Our company since its very establishment in the year 1997 is showing substantial
progress. Our Director, Ms. Sarita Jain has been a great support and a guiding force that is
leading the company towards success. We have been able to earn for ourselves a respectable
stand in the market as the Manufacturer and Exporter of Herbal Health Products in India.
Resources
The state-of-the-art infrastructure is supported by a well equipped manufacturing unit. The
production unit comprises of advanced machinery and tools. We incorporate latest
technologies in our working so as to provide best quality products. We also have a R&D set
up where the team efficiently works to invent new technologies.
Quality Assurance
We are a quality conscious organization that aims to provide optimum quality products. All
our products are made from natural raw materials: herbs and their extracts. They are duly
tested at all the stages of production so as to assure their purity. We follow the guidelines of
GMP (Good Manufacturing Practice - Quality System Regulation) and ISI at all levels of
production.
Network
We have been able to establish a well-bonded network all across the globe that is enabling us
to trade without any hurdles. With the extended support of our strong set of connections we
are proficiently carrying out our business in U.S.A., Cambodia, Singapore, Iraq, Sri Lanka,
etc.
Infrastructure
We have developed a state of the art manufacturing facility deploying latest machines for
manufacturing of our wide range of products. The advanced equipment keeps us ahead of the
market curve and helps us reach the consumers spread across the globe. Our products are
distinct in quality and match the international standards. We stringently follow ISI standards
and GMP guidelines at each production stage to ensure purity and perfection of the product.
Research & Development
We are day by day working to improve our products and also invent new formulations. We
believe in quality & result oriented products. By virtue of our R & D department, we are able
to :
Invent new formulations
Deliver variety of goods
Improvise our range of products
Manufacture goods that adhere to international standards.
Our vision
To save universe from deadly side effects of modernization, by using ancient health system
even at our home with a herbal good morning, herbal goodnight and the main agenda is
Health is Wealth.
Our Mission
Create Evuar Herbal as No 1 Products in India.
Develop a high standard of products.
Engage in or provide activities for the benefits of members.
Conceptual Framework
HUMAN RESOURCE MANAGEMENT
HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the peoples dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out.
Features of HRM or characteristics or nature

1. HRM involves management functions like planning, organizing, directing and
controlling
2. It involves procurement, development, maintenance of human resource
3. It helps to achieve individual, organizational and social objectives
4. HRM is a mighty disciplinary subject. It includes the study of management
psychology communication, economics and sociology.
5. It involves team spirit and team work.
Scope of HRM/functions of HRM

The scope of HRM refers to all the activities that come under the banner of HRM. These
activities are as follows
1. Human resources planning :Human resource planning or HRP refers to a process by which the company to
identify the number of jobs vacant, whether the company has excess staff or shortage
of staff and to deal with this excess or shortage.
2. Job analysis design :Another important area of HRM is job analysis. Job analysis gives a detailed
explanation about each and every job in the company. Based on this job analysis the
company prepares advertisements.
6
3. Recruitment and selection :Based on information collected from job analysis the company prepares
advertisements and publishes them in the news papers. This is recruitment. A number
of applications are received after the advertisement is published, interviews are
conducted and the right employee is selected thus recruitment and selection are yet
another important area of HRM.
4. Orientation and induction :Once the employees have been selected an induction or orientation program is
conducted. This is another important area of HRM. The employees are informed
about the background of the company, explain about the organizational culture and
values and work ethics and introduce to the other employees.
5. Training and development :Every employee goes under training program which helps him to put up a better
performance on the job. Training program is also conducted for existing staff that
have a lot of experience. This is called refresher training. Training and development is
one area where the company spends a huge amount.
6. Performance appraisal :Once the employee has put in around 1 year of service, performance appraisal is
conducted that is the HR department checks the performance of the employee. Based
on these appraisal future promotions, incentives, increments in salary are decided.
7. Compensation planning and remuneration :There are various rules regarding compensation and other benefits. It is the job of the
HR department to look into remuneration and compensation planning.
8. Motivation, welfare, health and safety :Motivation becomes important to sustain the number of employees in the company. It
is the job of the HR department to look into the different methods of motivation.
Apart from this certain health and safety regulations have to be followed for the
benefits of the employees. This is also handled by the HR department.
9. Industrial relations :Another important area of HRM is maintaining co-ordinal relations with the union
members. This will help the organization to prevent strikes lockouts and ensure
smooth working in the company.
About the Topic

Job Satisfaction
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.
Job satisfaction is favourableness or unfavourablness with the employees viwes his work. It
expresses the amount of agreement between ones expectation of the job and the rewards that
the job provides. Job satisfaction is a part of life satisfaction. The nature of one environment
of job is an important part of life as job satisfaction influences one general life satisfaction.
Job satisfaction is the result of an employee. In a narrow sense, these attitudes are related to
the job under condition with such specific factors such as wages. Supervisors of employment,
conditions of work, social relation on the job, prompt settlement of grievances and fair
treatment by employer.
However, more comprehensive approach requires that many factors are to be included before
a complete understanding of job satisfaction can be obtainted. Such factors as employeess
age, health temperature, desire and level of aspiration should be considered. Further his
familty relationship, social status, activity in the organisations etc. Contribute ultimately to
job satisfaction.
IMPORTANCE OF JOB SATISFACTION

Job satisfaction is an important indicator of how employees feel about their job and a
predictor of work behavior such as
organizational,
citizenship,
Absenteeism,
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
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 longer with the organization.
IMPORTANCE TO WORKER AND ORGANIZATION

Job satisfaction and occupational success are major factors in personal satisfaction, selfrespect, self-esteem, and self-development. To the worker, job satisfaction brings a
pleasurable emotional state that can often leads to a positive work attitude. A satisfied worker
is more likely to be creative, flexible, innovative, and loyal.
For the organization, job satisfaction of its workers means a work force that is motivated and
committed to high quality performance. Increased productivity- the quantity and quality of
output per hour worked- seems to be a byproduct of improved quality of working life. It is
9
important to note that the literature on the relationship between job satisfaction and
productivity is neither conclusive nor consistent.
However, studies dating back to Herzbergs (1957) have shown at least low correlation
between high morale and high productivity and it does seem logical that more satisfied
workers will tend to add more value to an organization.
Unhappy employees, who are motivated by fear of loss of job, will not give 100 percent of
their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and
also as soon as the threat is lifted performance will decline.
Job satisfaction benefits the organization includes reduction in complaints and grievances,
absenteeism, turnover, and termination; as well as improved punctuality and worker morale.
Job satisfaction is also linked with a healthier work force and has been found to be a good
indicator of longevity.
FACTORS OF JOB SATISFACTION
Hoppock, the earliest investigator in this field, in 1935 suggested that there are six major
components of job satisfaction. These are as under:
The way the individual reacts to unpleasant situations,
The facility with which he adjusted himself with other person
The relative status in the social and economic group with which he identifies
himself
The nature of work in relation to abilities, interest and preparation of worker
Security
Loyalty
10
There are various factors of job satisfaction:

1. Supervision
This aspect of job satisfaction pertains to relationship of worker with his immediate
superiors. Supervision, as a factor, generally influences job satisfaction.
2. Working conditions
This includes those physical aspects of environment which are not necessary a part of the
work. Hours are included this factor because it is primarily a function of organization,
affecting the individuals comfort and convenience in much the same way as other
physical working conditions.
3. Wage and salaries

This factor includes all aspect of job involving present monitory remuneration for work
done.
4. Opportunities for advancement
It includes all aspect of job which individual sees as potential sources of betterment of
economic position, organizational status or professional experience.
5. Security
It is defined to include that feature of job situation, which leads to assurance for continued
employment, either within the same company or within same type of work profession.
6. Company & management
It includes the aspect of workers immediate situation, which is a function of
organizational administration and policy. It also involves the relationship of employee
with all company superiors above level of immediate supervision.
11
7. Social aspect of job

It includes relationship of worker with the employees specially those employees at same
or nearly same level within the organization.
8. Communication
It includes job situation, which involves spreading the information in any direction within
the organization. Terms such as information of employees status, information on new
developments, information on company line of authority, suggestion system, etc, are used
in literature to represent this factor.
9. Benefits
It includes those special phases of company policy, which attempts to prepare the worker
for emergencies, illness, old age, also. Company allowances for holidays, leaves and
vacations are included within this factor.
REASONS OF LOW JOB SATISFACTION

Reasons why employees may not be completely satisfied with their jobs:
1. Conflict between co-workers.
2. Conflict between supervisors.
3. Not being opportunity paid for what they do.
4. Have little or no say in decision making that affect employees.
5. Fear of losing their job.
12
RESEARCH METHODOLOGY
13
Chapter-2 Research and Methodology

Objective of the study
1.
To study the level of job satisfaction among the employees of Evuar Herbal Private
Limited.
2. To study the current situation of Evuar Herbal Private Limited.
3. To find that whether the employees are satisfied or not.
4. To find that employees are working with their full capabilities or not.
Research Design
Exploratory design is used. Exploratory research is research conducted for a problem that has
not been clearly defined. It often occurs before we know enough to make conceptual
distinctions or posit an explanatory relationship. Exploratory research helps determine the
best research design, data collection method and selection of subjects.
The results of exploratory research are not usually useful for decision-making by themselves,
but they can provide significant insight into a given situation.
Instrument used in Research

Questionnaire
The questionnaire is considered as the most important thing in a survey operation. Hence it
should be carefully constructed. Such type of questionnaire is inexpensive to analysis and
easy to administer. All questions are closed ended.
14
Data Collection
The task of data collection begins after the research problem has been defined and
research design chalked out. While deciding the method of data collection to be used for the
study, the researcher should keep in mind two types of data viz. Primary and secondary data.
Primary Data:
The primary data are those, which are collected afresh and for the first time and thus
happen to be original in character. The primary data were collected through well-designed
and structured questionnaires based on the objectives.
Secondary Data:
The secondary data are those, which have already been collected by someone else and
passed through statistical process. The secondary data required of the research was collected
through various newspapers, and Internet etc.
Sampling technique
Convenience sampling sample was taken on Convenience basis. The advantage of sampling
are that it is much less costly, quicker and analysis will become easier.
Sampe Size
Sample size taken was 100 employees.
15
Data Analysis and Interpretation
16
Chapter-3 Data Analysis and Interpretation

Question 1
I have been passed up at least once for a promotion in the past few years.
Figure 1
10%
0%
15%
60%
15%
Strongly Agree
Agree
Neither Agree nor Disagree
Disagree
Strongly Disagree
Analysis
From the above pie chart it shows that 60% of the employees of Evuar Herbal are thinking
for a better job. Other 15% of employees are agree on the point, 15% are neither agree nor
disagree,10% are disagree and rest 0% of employees are strongly disagree.
Interpretation:
60% Employees are strongly agreed for the promotion in the company. It might be the
workers are not satisfied with their job. They think for a promotion in few years.
17
Question 2
I spend parts of my day dreaming about a better job.
Figure 2
10%
5% 0%
10%
75%
Strongly Agree
Agree
Disagree
Strongly Disagree
Analysis
This graph shows that 75% of employees are strongly agree about the point , 10% of
employees are agree on the point, 10% are neither agree nor disagree,5% are disagree and
rest 0% of employees are strongly disagree.
Interpretation
75% Employees of the company are strongly agreed about a better job. It might be this job is
not fulfilling their needs and wants. So employees are dreaming about a better job.
18
Question 3
I find much of my job repetitive and boring.
Figure 3
10%
15% 0%
10%
65%
Strongly Agree
Agree
Disagree
Strongly Disagree
Analysis
This graph shows that 75% of employees are strongly agree about the point, 10% of
Interpretation
65% Employees of the company are strongly agreed about the job repetitive and boring. It
might be the employees feel their job boring and repetitive because of their regular work. For
reducing boring and repetitive job the company changes their working environment.
19
Question 4
I am mentally and/or physically exhausted at the end of a day at work.
10%
5% 0%
0%
85%
Strongly Agree
Agree
Disagree
Strongly Disagree
Analysis
employees are agree on the point, 5% are neither agree nor disagree,0% are disagree and rest
0% of employees are strongly disagree.
Interpretation
85% Employees are strongly agreed about this point. It might be the employees are
physically exhausted because of their routine day to day work.
20
Question 5
I feel that my job has little impact on the success of the company.
Figure 5
0%
20%
50%
30%
Strongly Agree
Agree
Disagree
Strongly Disagree
Analysis
Interpretation
50% Employees are strongly agreed about this point. It might be the contribution of workers
towards the company has little impact on the success of the company.
21
Question 6
I have an increasingly bad attitude toward my job, boss, and employer.
Figure 6
20%
0%
20%
60%
Strongly Agree
Agree
Disagree
Strongly Disagree
Analysis
This graph shows that 0% of employees are strongly agree about the point , 0% of employees
are agree on the point, 20% are neither agree nor disagree,60% are disagree and rest 20% of
employees are strongly disagree.
Interpretation
0% Employees are strongly agreed about this. It might be the boss of the employees is paying
them good wages and rewards.
22
Question 7
I am no longer given the resources I need to successfully do my job.
Figure 7
0%
10%
30%
60%
Strongly Agree
Agree
Disagree
Strongly Disagree
Analysis
Interpretation
10% Employees are strongly agreed about this point. It might be employees are not given the
best response towards their work.
23
Question 8
I am not being used my full capabilities.
Figure 8
0%
40%
40%
20%
Strongly Agree
Agree
Disagree
Strongly Disagree
Analysis
24
Question 9
I have received no better than "fair" evaluations recently.
Figure 9
0%
25%
40%
35%
Strongly Agree
Agree
Disagree
Strongly Disagree
Analysis
Interpretation
40% Employees are strongly agreed about this point. It might be the employees are thinking
for a better fair in their working environment.
25
Question 10
I feel as though my boss and employer have let me down.
Figure 10
0%
10%
35%
55%
Strongly Agree
Agree
Disagree
Strongly Disagree
Analysis
This graph shows that 0% of employees are strongly agree about the point , 0% of employees
26
Question 11
I often feel overworked.
Figure 11
0%
35%
45%
20%
Strongly Agree
Agree
Disagree
Strongly Disagree
Analysis
Interpretation
45% Employees are strongly agreed about this point. It might be the employees feel
overworked because of high pressure of work from their superior.
27
Question 12
I am frequently stressed out at work.
Figure 12
0%
20%
50%
15%
15%
Strongly Agree
Agree
Disagree
Strongly Disagree
Interpretation
This graph shows that 0% of employees are strongly agree about the point, 20% of employees
28
Question 13
I live for weekends and days away from the job.
Figure 13
0%
10%
30%
60%
Strongly Agree
Agree
Disagree
Strongly Disagree
Interpretation
29
Question 14
I find myself negatively comparing my situation to my peers.
Figure 14
20%
0%
15%
25%
40%
Strongly Agree
Agree
Disagree
Strongly Disagree
Interpretation
30
Question 15
I feel my bad days at work outweigh the good ones.
Figure 15
0%
25%
45%
30%
Strongly Agree
Agree
Neither Agree or Disagree Disagree

Strongly Disagree
Analysis
Interpretation
25% Employees are strongly agreed about this point.
31
Question 16
I often experience a sensation of time standing still when I am at work.
Figure 16
20%
0%
15%
35%
30%
Strongly Agree
Neither Agree nor
Agree
Disagre
Disagree
e
greee 15gree nor orked and lmedStrongly Disagree
Analysis
Interpretation
15% Employees are strongly agreed about this point. It might be the employees experience
sensation time during their job.
32
Question 17
I have been told that I am becoming a more cynical person.
Figure 17
Strongly Agree
0%
10%
35%
Agree
25%
Neither Agree
nor Disagree
Disagree
30%
Strongly
Disagree
Analysis
Interpretation
10% Employees are strongly agreed. It might be the bad impact of cynical person in the
organization. Cynical person are delay in work.
33
Question 18
I feel as though my employer has broken promises about my future with the organization.
Figure 18
0%
10%
40%
25%
25%
Strongly Agree
Agree
Disagree
Strongly Disagree
Analysis
34
Question 19
I have lost sight of my career goals and aspirations.
Figure 19
15%
0%
15%
25%
45%
Strongly Agree
Agree
Disagree
Strongly Disagree
Analysis
Interpretation
15% Employees are strongly agreed about this point. It might be the employees are lost their
career goals.
35
Question 20
I no longer feel valued for my work.
10%
25%
20%
25%
20%
Strongly Agree
Agree
Neither Agree nor Disagree Disagree
Strongly Disagree
Analysis
36
Findings
o Employees are not completely satisfied with their job although their salary is
good enough.
o Employees are not getting value to their work.
o Most of employees think that they are not on their actual path.
o Most of the employees think that the organizations havent fulfilled their
promises, what they do in beginning especially regarding Promotion.
o There is negatively comparison between peers especially regarding targets.
They often feel overworked.
37
Chapter-4 Conclusion
The project has given me an opportunity to interact with the corporate sector and to actually
see how academic teaching of the classroom in Management is translated to reality and
practice. It was very heartening to experience that all concepts and theories mentioned in
various books are actually implemented by the company.
Also, undertaking this project has helped me in learning to think of a topic/subject in a logical
manner and examine the issue in its totality. This has also promoted interaction with people
from different walks of life, experience and outlooks thus giving me a broader perspective to
the issue of training.
According to survey, there are 100 employees who fill the questionnaire and provide all
needed information to find their level of job satisfaction.
The conclusion that comes out from the all the data 85% of employees are satisfied and only
15% employees are employees are dissatisfied. The factors due to which employees are
mostly satisfied are Evuar Herbal environment, motivations, work culture, work place, and
disbursement of salary. And the factors due to which employees are mostly dissatisfied are
salary package, job security.
Finally to conclude, I would like to submit that while pursuing this research, I learnt that it is
very important to learn the background/genesis of the topic/subject/issues first, so as to
understand the requirement/problem at hand and then consider its present status and future
prospects so as to arrive at a suggested set of solutions/recommendations/suggestions so vital
to the purpose of such studies.
38
RECOMMENDATIONS
To increase the job satisfaction level of the employees the company should concentrate
mainly on the incentive and reward structure rather than the
Motivational session.
Ideal employees should concentrate on their job.
Educational qualification can be the factor of not an effective job.
Company should give promotion to those employees who deserve it.
Limitations of the study

However I shall try my best in collecting the relevant information for my research report, yet
there are always some problems faced by the researcher. The prime difficulties which I face
in collection of information are discussed below:-
1. Short time period: The time period for carrying out the research was short as a
result of which many facts have been left unexplored.
2. Lack of resources: Lack of time and other resources as it was not possible to
conduct survey at large level.
3. Small no. of respondents: Only 20 employees have been chosen which is a small
number, to represent whole of the population.
4. Unwillingness of respondents: While collection of the data many consumers were

unwilling to fill the questionnaire. Respondents were having a feeling of wastage of
time for them.
39

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Introduction

Concerns about Herbal Products and Dietary Supplements

Research & Development

Create Evuar Herbal as No 1 Products in India.

Develop a high standard of products.

Engage in or provide activities for the benefits of members.

Features of HRM or characteristics or nature

5. It involves team spirit and team work.

Scope of HRM/functions of HRM

About the Topic

IMPORTANCE OF JOB SATISFACTION

IMPORTANCE TO WORKER AND ORGANIZATION

FACTORS OF JOB SATISFACTION

The way the individual reacts to unpleasant situations,

The facility with which he adjusted himself with other person

The nature of work in relation to abilities, interest and preparation of worker

There are various factors of job satisfaction:

3. Wage and salaries

7. Social aspect of job

REASONS OF LOW JOB SATISFACTION

Chapter-2 Research and Methodology

Instrument used in Research

Data Analysis and Interpretation

Chapter-3 Data Analysis and Interpretation

Neither Agree nor Disagree

Neither Agree nor Disagree

I find much of my job repetitive and boring.

Neither Agree nor Disagree

Neither Agree nor Disagree

Neither Agree nor Disagree

Neither Agree nor Disagree

Neither Agree nor Disagree

Neither Agree nor Disagree

Neither Agree nor Disagree

Neither Agree nor Disagree

Neither Agree nor Disagree

Neither Agree or Disagree Disagree

greee 15gree nor orked and lmedStrongly Disagree

Neither Agree nor Disagree

They often feel overworked.

Ideal employees should concentrate on their job.

Educational qualification can be the factor of not an effective job.

Company should give promotion to those employees who deserve it.

Limitations of the study

4. Unwillingness of respondents: While collection of the data many consumers were

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