1

Executive Summary

I, Priyanka Singh, student of Amity University Noida have undertaken my summer internship at Wave Infratech Lucknow under the guidance of my company guide Mr. Anurag Bajpai, project guide Ms. Pooja Singh and my faculty guide Maam Heena Rana. They have given me great insight into subject matter and helped me achieve my target in every possible manner.

The company Wave Infratech is owned by Chadha Group which is a highly reputed conglomerate with diverse interests. They are also involved in screening and distribution of films. Presently, they are penetrating in raw territories of U.P. and Punjab. The title of my project is, Job Satisfaction Among the employees of Wave Infratech and the objective of the study is to measure the level of job satisfaction among the employees of the organization and recommend strategies to keep them motivated. Frederick Herzbergs 2 factor theory is the basis of the project. It measures the attitude on factors based on hygiene i.e. security, pay, supervision, policies, etc. and motivators e.g. work , achievement, recognition, growth etc.

Methodology is descriptive analysis. Primary and secondary data is used to gather information. Primary data is collected through interview and questionnaire surveys.

Population size is 80. Likert scale is used. Analysis is done through SPSS. It is found that most of the employees are satisfied with the working conditions at work place, apart from the provision for good food. Employees are also satisfied with the reasonable and unambiguous nature of their job. They share a good relationship with their peers, subordinates and superiors. They have no fear in asking questions to their superiors, in fact superiors are supportive and ready to help. But the employees feel that they are not left with time and energy to fulfill their hobbies and also they dont feel that the job gives them status they deserve.

Training programs should also be organized more frequently and here itself in the city. Stress busters should be introduced like yoga, meditation, gymnasium, and picnics etc. focus should be given on re-defining the jobs so that they are enriched and enlarged. Appreciation and recognition should be given for the good work done. More responsibility and authority should be provided to the employees. The organization should take proper care of its employees and treat them as their best assets if it wants to maintain its top notch position.

1.1 Company Profile

WAVE INC (the erstwhile chadha group) is a diversified business house. Founded on hard work and team spirit steered by an astute vision of the future. Established in 1963 by Mr. S. Kulwant Chaddha. Today WAVE INC boasts of impressive portfolio of businesses including Sugar Manufacturing, Distilleries, Paper Manufacturing, Real Estate, Multiplexes and Liquor Retail Management. The groups policy has been to make the most diverse businesses and maximize output by participating in all aspects of marketing, procurement and contracting- transforming industries and creating opportunities for entirely new market segments. In support of these objectives, the business model has been developed over time through strategic investment and technologies.

VISION, MISSION AND VALUES Pioneering Spirit - Wave Inc. is constantly exploring uncharted territory. Innovation - Wave Inc. seeks improved systems and processes to optimize productivity and add value. Passion for Excellence - At Wave Inc., we are imbued with the intense desire to be the best at everything we do. BOARD MR. GURDEEP SINGH CHADHA -Chairman, Wave Inc Mr.S.Gurdeep Singh Chadha is the catalyst who impels the groups growth. He has supervisory charge of all the groups businesses and is executive head of all expansion and diversification programmes. With extensive relation in trade and government Mr.S.Gurdeep Singh Chadha is preceded by his reputation.

MR. MANPREET SINGH CHADHA - Managing Director, Wave Inc

Mr. Manpreet Singh Chadha is closely connected with the daily operations of all sugar facilities owned by the Group. In addition, he is heading the Groups foray into the entertainment business, one of the largest and fastest growing segments of Wave Inc.

MR. RAJINDER SINGH CHADHA - Joint Managing Director, Wave Inc Mr.Rajinder Singh Chadha has a key role, as he is responsible for liquor distribution and trading, one of the largest activities of the Group. In addition, he is also responsible for the Groups back-end operations.

MR. HARDEEP SINGH CHADHA- Executive Director, Wave Inc Mr.S.Hardeep Singh Chadha runs Chadha Paper Ltd and the paper unit at Bilaspur, UP. He has had tremendous success in steering the Groups industrial activity over the last two decades, providing strategic as well as operational expertise.

ORGANIZATION CHART Mr. GURDEEP SINGH CHADHA

Mr. MANPREET SINGH CHADHA

Mr. R. K. JAIN

Mr. C. J. SINGH

Mr. ALOK AGNIHOTRI

Mr. AMARDEEP S. BINDRA Mr. ANURAG TIWARI Mr. ANURAG BAJPAI MANAGER U.P. EAST CO-ORDINATOR (WAVE WORLD)

1.2 An Overview on Real Estate Industry

Introduction All immovable properties including land, structures on it and other natural resources can be classified as real estate. It is also referred as realty. All types of residential, commercial and industrial properties fall under this domain. Real estate involves the purchase, sale and development of land, residential and non-residential buildings. The major players in this sector are the realtors, builders, brokers, buyers and sellers. The activities of the real estate sector encompass the housing and construction sectors also. With its huge growth potential in the market, real estate sector has emerged as a major field of business in recent time. The real estate sector in India has assumed growing importance with the liberalization of the economy. The consequent increase in the business growth opportunities and migration of the labor force has, in turn, increased the demand for commercial and housing space, especially rental housing. The development and expansion in the real estate sector is influenced by the developments in the retail, hospitality and entertainment (e.g., hotels, resorts, cinema theaters ) industries, economic services (e.g. hospitals, schools ) and information technology (IT) enabled services (like call centers ) etc. and vice versa. The real estate sector is a major employment driver. It is the second largest

employer next only to agriculture. All this is due to the chain of backward and forward linkages that the sector has with the other sectors of the economy, especially with the housing and construction sector. About 250 ancillary industries such as cement, steel, brick, timber, building materials, etc. are totally dependent upon the real estate industry. The real estate sector in India is flourishing rapidly and widely with a growth rate of about 30 percent each year. The division is like - about 80 percent of the real estate development in India has been in the field of residential housing and the remaining 20 percent includes office, shopping malls, entertainment centers, hotels, multiplexes and hospitals. Indias booming outsourcing business industry and consumption-led growth are

contributing significantly to its real estate growth. The outsourcing business houses including call centers, technical consultancy services, and medical transcription units and programming houses constituted around 10 million square feet of real estate growth in India till 2003. In last couple of years the share of commercial sector in the overall real estate growth has been more prominent. Why Invest in Indian Real Estate Flying high on the wings of booming real estate, property in India has become a dream for every potential investor looking forward to dig profits. Everybody is eyeing on the Indian property market for a wide variety of reasons: Real estate sector in India is witnessing tremendous boom. Its ever growing economy is on a continuous rise with 8.1% increase witnessed in the last financial year. The smashing growth in the economy has increased the purchasing power of the people and creates demand for the real estate sector. Every year approximately 2 million or more new graduates are produced from the various Indian Universities, thereby creating demand for about 100 million sq. ft. of the office and industrial space. Presence of large number of reputed companies will attract more companies to initiate their operational bases in India thus creating more demand for corporate space. Huge amount of dividend is yielded by the real estate investments in India. Around 70% of the foreign investors are making profits and other 12% are breaking even. Apart from IT, ITES and Business Process Outsourcing (BPO), India has shown its expertise in other sectors also, like, auto-components, chemicals, apparels, pharmaceuticals and jewellery where it can match the best in the world. This kind of positive attitude of India is surely going to attract more and more foreign investors in the nearby future.

Opportunities for Investors in Indian Real Estate In the recent time, India has become a potential goldmine for investors all over the world. With the flourishing and expanding economy and liberalized government policies, investors from all over the globe are choosing India as their business destination. As Indian real estate rules the economic vibes of the country, the most important beneficiary of the recent boom in this sector is the investors. Driven by the positive growth in the real estate scenario and the Government of Indias decision to allow 100% foreign direct investment (FDI) under the automatic rule in the construction and development there has been a significant rise in the number of Indian as well as foreign investors in the realty sector. Developers like DLF, Ansal, Omaxe, Ambuja, Unitech, Vatika and Sahara Infrastructure are among a few that have initiated large scale real estate developments in the residential sector catering to all segments of the society. Real estate sector is much more professionally managed with a number of big players including both developers and corporate, entering into the business. The real estate market is not the monopolistic market, as there are more and more players entering into this development game. In the residential sector, with the increase of disposable incomes and easy availability of home loans, most builders tries to woo the investors with the lucrative features and the latest inclusions of premium luxury apartments and condominiums fitted with the most modern accessories in home luxury. Apart from the residential segment, the commercial venture includes office spaces, sprawling malls, multiplexes and retail outlets. As per the past reports, around 200 or more new malls with a combined retail space of about Rs.2.5crore/ sq. ft. and an estimated investment of around Rs. 12.5 crore are expected for the upcoming year.

1.3 JOB SATISFACTION Investigated by several disciplines such as psychology, sociology, economics and management sciences, job satisfaction is a frequently studied subject in work and organizational literature. This is mainly due to the fact that many experts believe that job satisfaction trends can affect labor market behavior and influence work productivity, work effort, employee absenteeism and staff turnover. Moreover, job satisfaction is considered a strong predictor of overall individual well-being, as well as a good predictor of intensions or decisions of employees to leave a job.

Beyond the research literature and studies, job satisfaction is also important in everyday life. Organizations have significant effects on the people who work for them and some of those effects are reflected in how people feel about their work. This makes job satisfaction an issue of substantial importance for both employers and employees. As many studies suggest, employers benefit from satisfied employees as they are more likely to profit from lower staff turnover and higher productivity if their employees experience a high level of job satisfaction. However, employees should also be happy in their work, given the amount of time they have to devote to it throughout their working lives. The happier people are within their job, the more satisfied they are said to be.

One of the biggest preludes to the study of job satisfaction, the Hawthorne studies, provided strong evidence that people work for purposes other than pay. This study of Elton Mayo has encouraged me to probe further and investigate the other factors attributed to job satisfaction. As far as job satisfaction is concerned, even though most industrial and business organizations feel that it is not their problem, it nevertheless exists. So, this Project deals with discovering the attitude on factors related to job; measuring the satisfaction level among the employees of Wave Infratech and how the organization can improvise on it and finding out the strategies for motivating their employees to peak performance.

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Apart from these, the survey also takes into account the other aspects of job satisfaction like role ambiguity, autonomy in work, proper communication at all levels, grievance handling, disciplinary action, etc. in the organization.

The latter half of the project deals with the motivation of the employees. Motivation is the stimulation of any emotion or desire operating upon ones will and promoting or driving it to action. Rapid economic growth in India has increased the cost of living, and because of this, many families find it difficult to run the household with single income. In the constantly changing business scenario of tough competition, economic threats, frequent downsizing and technological changes have brought in significant changes not only in the workplace but also in the decline of employee morale. The wide job opportunities and the increasing war for talent have made companies retain their talented employees at any cost by boosting their morale through innovative ways as todays employees are no longer attracted by the pay or benefits as an inspiring and enthusiastic environment that promotes good employee relations, fair treatment and recognition for achievement. Companies having high or positive employee morale supersede the average companies in terms of increased employee retention level, organizational productivity and the companys profit. WHAT IS JOB SATISFACTION? Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work. Job satisfaction can be influenced by a variety of factors,

The quality of one's relationship with their supervisor, The quality of the physical environment in which they work, degree of fulfillment in their work, etc.

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Why study job satisfaction?

By taking collective feedback , organizations can address such issues . Otherwise it has to go be perception of few who are near to the management Such feedback be motivated by personal likes and dislikes . There is also a danger that employees would not like to give honest feedback due to some fears of repercussions.

FREDERICK HERZBERGS MODEL Frederick Herzberg (considered by many to be a pioneer in motivation theory) was a US clinical psychologist who later became Professor of Management at Utah University. His overriding interest in mental health stemmed from his belief that mental health is the core issue of our times.

Herzbergs work focused on the individual in the workplace, but it has been popular with managers as it also emphasized the importance of management knowledge and expertise. During the 1950s and 60s, Herzberg decided to carefully study and research the key factors affecting a workers performance. The research carried out by Frederick Herzberg offered some support for Maslows views and focused upon the psychological aspects of motivation. During his research, he found that certain factors tended to cause a worker to feel unsatisfied with their work. These factors seem to directly relate to the employees environment such as the physical surroundings, supervisors and even the company itself. He went on to develop this theory that there are two dimensions to job satisfaction: Motivation and Hygiene, naming it the The 2 Factor Hygiene and Motivation Theory.

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The 2 Factor Hygiene and Motivation Theory comprises of two parts: 1. Hygiene (or maintenance) factors These are the factors which may cause dissatisfaction among the employees. Herzberg argued that motivators should be built into the hygiene factors. Improving hygiene factors will not positively motivate but will reduce employee dissatisfaction. Hygiene factors include: The company, Its policies and its administration, The kind of supervision which people receive while working, Working conditions, Interpersonal relations, Salary, Status, and Security.

These factors do not lead to higher levels of motivation, but without them there is dissatisfaction. 2. Motivators These are positive factors which give people job satisfaction (for eg., receiving recognition for effort), increasing productivity as motivation rises. This involves what people actually do. The motivators are: Achievement, Recognition, Appreciation, Growth/ promotion and Interest in the job.

Herzberg believed that workers get motivated through feeling responsible for and connected to their work, therefore making the work itself more rewarding. He proposed that managers are able to motivate and help employees connect to their work by giving them more authority over the job, as well as offering direct and individual feedback.

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Herzbergs research proved that people will strive to achieve hygiene needs because they are unhappy without them, but once satisfied the effect soon wears off satisfaction is temporary. This project report takes into account these 2 factors of Herzberg and is based on Frederick Herzbergs THE 2 FACTOR HYGIENE AND MOTIVATION THEORY.

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Chapter 2 : Review of Literature Business Standard: Indian men unhappy at work : A Study

Indian men are among the most dissatisfied people at work across the globe, according to a report by Accenture, The Path Forward. The research report stated that as much as 72 per cent of men in India are not satisfied with their jobs. Brazil tops the list with a figure of 74 per cent men dissatisfied with their jobs. Women cited lack of opportunities and heavy workload as reasons for dissatisfaction while inadequate pay was cited as the main reason for dissatisfaction by men in their jobs. The overall job satisfaction in India stands at 34 per cent, against a global average of 42 per cent. In spite of this fact, less than half of the respondents said that they were not looking for a new job because of a flexible work arrangement. Over 78 per cent Indian women proactively manage their careers, said the study. Respondents from developing countries are taking greater charge of their careers compared to those from developed economies. Apart from India, China and the UK, careers of many respondents are not managed at all, the study said. Both men and women in India strongly believe that women are equal to men in the workforce (60 per cent each), according to the research. It was also found that women in India, USA (73 per cent each ) and China (83 per cent) increasingly demanded FWA than other nations. In India, 56 per cent women surveyed, availed of this facility compared to 44 per cent men. The study also showed that men in India (64 per cent) had to sacrifice time with family to succeed in their career, making it the highest in the world. Today, greater number of women are retreating from the nine-to-five job and moving towards career customization to overcome the challenges of managing careers and home

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life. We focus on outcomes and not hours to determine if an employee is productive and thus strongly believe that flexibility enhances productivity of the individuals and the organisation," said Rekha M Menon, executive director, Geographic Services for Accenture in India and ASEAN. Soft skills, self confidence, educational qualifications, hard work and sponsors to advocate for self were listed as attributes important to career growth. The report is based on an online survey of 3,900 business executives across 31 nations including India, US, UK, Brazil and China. Times of India: Unhappy people unlikely to find job satisfaction. Nathan Bowling, assistant professor at Wright State University and colleagues Kevin Eschleman and Qiang Wang undertook an analysis of the results of 223 studies carried out between 1967 and 2008. The studies investigated the combination of job satisfaction and life satisfaction or subjective well-being. Bowling said: 'We used studies that assessed these factors at two time points so that we could better understand the causal links between job satisfaction and life satisfaction .If people are satisfied at work, does this mean they will be more satisfied and happier in life overall? Or is the causal effect the opposite way around?' he said. The causal link between subjective well-being and subsequent levels of job satisfaction was found to be stronger than the link between job satisfaction and subsequent levels of subjective well-being, according to a Wright release.

"The results suggest that if people are, or are predisposed to be, happy and satisfied in life generally, then they will be likely to be happy and satisfied in their work," Bowling said. "However, the flip side of the finding could be that those people who are dissatisfied generally seek happiness through their work, may not find job satisfaction. Nor might they increase their levels of overall happiness by pursuing it," he added.

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The Indian Express: Variety is the key to job satisfaction says a study: People who are given greater variety and independence in their jobs feel both less stressed and more satisfied, according to findings which suggest that several management practices designed to make employees more efficient also make them happier. Employees are also more likely to be happy when management readily shares information and consults with them, according to a release from the University of Leicester. Stephen Wood, Professor of Management who led the research, said: "The way jobs are designed has a huge impact on employees' sense of happiness at work. But this is in danger of being neglected, at a time when people are worrying about unemployment, job security and the fairness of large salaries." The research measures two separate forms of well-being: anxiety and job satisfaction. It tests to see whether either is different in workplaces where executives practice what management gurus call "high performance work systems": boosting performance by giving people greater involvement in their own companies. This includes granting employees more variety and autonomy - what Wood calls "enriched jobs". It also includes "informative management": telling people more about changes in their company, including staffing and its overall financial performance. Another example is greater consultation between bosses and employees where both sides can put forward their views: "consultative management". Prof Wood says: "The current government's desire to measure our well-being seems largely to have provoked public debates about whether money can make us happy. This research shows there are ways of treating people at work that can make them happier, which have little to do with money." Social Science Research Network JEL Classification G14-J28- M14 2012 Social Science Electronic Publishing, Inc. http://papers.ssrn.com/sol3/papers.cfm

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The Link Between Job Satisfaction and Firm Value, with Implications for Corporate Social Responsibility Alex Edmans Finance Department, University of Pennsylvania, Philadelphia, United States Year: May 2012, Abstract: This paper analyzes the relationship between job satisfaction and firm value. The dependent variable is firm value, rather than job performance, to take into account the cost of increasing job satisfaction. To address reverse causality, I measure firm value by examining future stock returns, and control for numerous variables that may be jointly correlated with both job satisfaction and stock returns. Companies listed in the "100 Best Companies to Work For in America" generated 2.4-3.7% a year higher stock returns than their peers from 1984-2009. These results are robust to controlling for risk, firm characteristics, and industry performance, and the removal of outliers. They have three main implications. First, consistent with human relations theories, job satisfaction is positively correlated with firm value and need not represent managerial slack. Second, corporate social responsibility can improve stock returns. Third, the stock market does not fully value intangible assets, and so it may be necessary to shield the manager from short-term stock prices to encourage long-run growth.

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Quality of Work and Job Satisfaction Massimo Franco Faculty, Universit degli Studi del Molise, Campobasso, Italy Year: October 2011, Abstract: The importance of worker well being and their health on job places has grown in the years, relative both to social purposes, as the safeguards of public health, than to those closely organizational, like performance and economic consequences. Theoretical and practical contributions are numerous in literature and sometimes they are also discordant. For this reason, we first review the more important and incisive contributions, we underline the focus of principal traditions of studies, and then well stop on four categories of variables (work characteristics, strain indices, personality and demographic variables) largely considered both to analyze the level of workers well being, than to understand what are the existent correlations among the different used measures. The survey has been lead at the Cardarelli Hospital of Campobasso through the distribution of a structured questionnaire drawn up at this aim. The available data refer to a sample of 140 employees (128 are the respondents), they are doctors, nurses and other professional figures. The purpose is to verify if the found dimensions can be synthesized through determinant factors, and if the independent variables are correlated to them. Finally limits and new perspectives for future researches are exposed.

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Chapter 3: Research Methodology 3.1 Objectives

The main objective of this analytical report is to find out the factors needed to satisfy the needs of the employees of and to examine data and trends on job satisfaction. The project report will reveal how the surveys produce the data on job satisfaction, focusing on the methodologies used.

This objective comprises three main goals:

To measure the level of job satisfaction among the employees.

To analyze the factors the relationship between job satisfaction and some other work related issues, namely job security, individuals salary, effect of age, gender, marital status etc.

3.2 Problem Statement

The research talks about job satisfaction of employees at Wave Infratech and our research defines the problem as: To analyze the factors that lead to job satisfaction.

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3.3 Factors and Parameters Following are the factors that lead to overall job satisfaction and have been covered under the study: Working conditions in the company Autonomy in performing the job. No ambiguity in job Reasonable job Relationship among employees Grievance Handling Job Security Opportunity of Growth Compensation and status

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3.4 Data Sample Size: Population frame consists of all the 80 permanent employees. departments. The permanent employees are from Marketing, Human Resources, IT, Stock, Cinema Division, Mall Operations department Housekeeping and Security departments.

Type of Research:

Analytical Research

This type of research is analytical for in this at first facts and figures relating to job satisfaction will be collected and then analysis of those will be done.

Research Design:

Descriptive Research Design

To detail the procedures necessary for obtaining the information needed to structure or solve the research problem, conclusive research design has been implemented. It allows the collected data to be subjected to quantitative analysis.

In conclusive it is descriptive research design whose objective is to describe some characteristics of relevant group. Here I, as a researcher want to know the characteristics of employees on the basis of age, sex, income, occupation, that is why descriptive research has been used.

Sampling Technique: Convenient Sampling

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Data Collection: The methods to be used for gathering the information and conducting the research study are primarily 1. PRIMARY DATA 2. SECONDARY DATA Primary data collection for answering the research questions is done through questionnaire surveys and personal interviews of the employees as well as HR Executives of the respective organizations. Already existing data that is related to the research topic in question is collected from various websites, journals, magazines and books. SURVEYS Primary data collection for answering the research questions was done through surveys and observation. The following surveys were conducted to know the attitude of the people towards the research study: a) Interviews b) Questionnaires

INTERVIEWS: The respondents were interviewed to know their preferences and their perceptions regarding the research study. Various types of interviews were conducted to ensure the reliability and validity of the data collected. Personal Interviews This type of interview was chosen as it gives the opportunity to clarify the doubts of the interviewee. Also it gave the advantage of probing the respondent for complex answers and assuring him the confidentiality of the information provided. It improved the quality of response by increasing the length of the interview.

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Self Administered Interviews The questionnaire was filled out by the respondents where these self administered interviews were conducted.

QUESTIONNAIRE DESIGN:

Two types of questionnaires were designed, one on a likert scale and other on normal itemized scale with open as well as close ended questions. The questionnaire was designed to assess employee perceptions about their motivation and job satisfaction in that different aspects of the workplace including, physical workspace, work environment, training, workload, pay, benefits, promotional opportunities and supervision. In addition, demographic information regarding employee gender, age and job profile was also collected. Research participants were asked to respond to survey questions using a 5point Likert scale that ranged from 1= strongly disagree to 5= strongly agree. The measure of overall job satisfaction was derived from answers to the following question: what is your level of overall satisfaction with your job?

Scaling: Non-comparative Scaling: LIKERT SCALE

Likert scale is a measurement scale with 5 response categories ranging from strongly disagree to strongly agree, which requires the respondents to indicate a degree of agreement or disagreement with each of a series of statements related to the stimulus objects. It was the most appropriate scale for the research study as it is widely used for the measurement of attitudes and job satisfaction is a topic related to various attitudes of the employees. A lot of probing has to be done to reveal and elicit the correct responses and to understand the working culture, environment and practices being followed at the organization.

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Chapter 4: Data Analysis 4.1 Analysis of data:Scale Reliability

Cronbach Alpha Test It is a test for scale reliability , where cronbach alphas value tells whether scale is reliable and date collected can be used further for analysis or not. The parameters for cronbach alpha is : .9 .9 > .8 .8 > .7 .7 > .6 .6 > .5 .5 > Excellent Good Acceptable Questionable Poor Unacceptable

Table 1 - Parameters of Cronbach Alpha

Reliability Statistics Cronbach's Alpha .838 42 N of Items

Table 2 - Reliability statistics

Since Cronbach Alpha is 0.838 , the data can be used for further analysis.

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Working Conditions in the Company

Ventillation 26% 56% 69% 64% 72% 69% 71% Space Cleanliness Comfortable Seats Adequate Lighting Hygenic Wash Rooms Provision of good food

Fig 1- Working Condition

After analyzing the responses about working conditions at WAVE, I came to know that people are quite happy about the working conditions. Agree Strongly Agree Percentage (out of 80) 55/80 = 69% 51/80 = 64% 57/80 = 71% 55/80 = 69% 58/80 = 72% 45/80 = 56% 21/80 = 26%

Ventilation Space Cleanliness Comfortable Seats Adequate Lighting Hygienic Wash Rooms Provision of good Food
Table 3 - Working Condition

32 28 35 45 39 31 19

23 23 22 10 19 14 2

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Hence, it is quite clear that most of the employees are happy with cleanliness, adequate lighting, ventilation and comfortable seats. Besides, employees have a problem with the provision of good food. Autonomy in performing the job

49%

Diverse perspective are valued 60% Company Values Individual Feel involved in decisions Creativity & innovation 57% encourages to think independently

59%

60%

Fig 2 - Autonomy in performing the job

The company values its individuals and encourages them to think differently. Their creativity and innovations are welcomed and valued in the organization. About 50 to 60% people feel that there is autonomy in performing the job, which is a stepping stone in the overall job satisfaction. Agree Diverse perspective valued Values Individual Feel involved in decisions Creativity & Innovations Encourages 46 38 26 34 30 Strongly Agree 3 7 12 13 9 Percentage (out of 80) 48/80 = 60% 45/80 = 57% 48/80 = 60% 47/80 = 59% 39/80 = 49%

Table 4 - Autonomy in performing the job

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No Ambiguity in Job

63% 63%

Understand day to day goals Company policies make sense Know whom to ask questions 76% 58% Required information clearly communicated

Fig 3- No Ambiguity in Job

Mostly employees know whom to ask questions, and they understand their day to day goals. The information flow is quite positive and it is both horizontal and vertical. It is very good for organization as well as for employee satisfaction as they will not be irritated and frustrated with the lack of required information. Agree Strongly Agree Percentage (out of 80) 50/80 = 63%

Understand day to day goals Company policy makes sense Know whom to ask questions Required information clearly communicated
Table 5 - No Ambiguity in job

46

43

46/80 = 58%

49

12

61/80 = 76%

31

19

50/80 = 63%

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Job is reasonable

59%

60%

Amount of work is reasonable Involved in quality work Coworkers involved in quality work

58%

63%

Utilization of your knowledge and skill

Fig 4 - Job is Reasonable

Agree

Strongly Agree

Percentage (out of 80) 48/80 = 60%

Amount of work is reasonable Involved in quality work Coworkers involved in quality work Utilization of knowledge and skills
Table 6 - Job is Reasonable

43

42

50/80 = 63%

39

46/80 = 58%

35

12

47/80 = 59%

Employees at WAVE feel that their job is reasonable. Around 60% employees feel that amount of work they do is reasonable and they are involved in quality work. Their knowledge and skills are utilized by the company. Since 60% people find the reason in their job, the policy makers should be admired for providing well structured job.

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Relationship among employees

76%

93%

With Peers With Subordinates With Superiors

94%

Fig 5 - Relationship among employees

Employees at WAVE share a good and healthy relationship with their peers, subordinates and their superiors. Around 94% employees agreed that they share a good relationship with their peers and subordinates. It is an indication of very supportive system where employees can seek help to anyone. The helping hands are always ready in the organization. 77% employees share a good relationship with their superiors, which is a good thing as far as job satisfaction is concerned. Agree Strongly Agree Percentage (out of 80) 74/80 = 93% 75/80 = 94% 61/80 = 77%

Peers Subordinates Superiors

46 55 39

28 20 22

Table 7 - Relationship among employees

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Grievance Handling

60%

58%

Can easily communicate your grievance to the organization Your problems are heard

Fig 6 - Grievance Handling

Approximately 60% people think that they can easily communicate their grievance to the management and their problem is heard by the management. Hence management is not suppressing in nature, and employees are free to communicate their grievance which is a sign of good system and an integral part of employee job satisfaction. Agree Strongly Agree Percentage (out of 80) 46/80 = 58%

Easily communicate grievance Problem is heard

40

45

48/80 = 60%

Table 8 - Grievance Handling

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Job Satisfaction

29% 50%

You feel positive at your work place You have time and energy to pursue your hobbies The job gives you the status you deserve

41%

Fig 7 - Job Satisfaction

50% people feel positive at work place but most of the people (59%) dont have time to pursue their hobbies. Only 29% employees think that their job provides them the status they deserve hence most of the people are dissatisfied.

Agree

Strongly Agree

Percentage (out of 80) 40/80 =50%

Feel positive at work place Have time to pursue hobbies Job gives the status you deserve
Table 9 - Job Satisfaction

40

33

33/80 = 41%

20

23/80 = 29%

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CROSSTAB BETWEEN INDIVIDUALS SALARY AND STATUS

Salary * Gives Status you deserve Crosstabulation Count Gives Status you deserve Strongly Disagree Below 5000 rs. 5001-15000 rs. Salary 15001-25000 rs. 25001-40000 rs. Above 40000 rs. Total 0 1 0 0 0 1 4 10 8 1 1 24 3 9 11 7 1 31 2 10 3 2 4 21 0 0 2 0 1 3 9 30 24 10 7 80 Disagree Neutral Agree Strongly Agree Total

Table 10 - Crosstab between Salary and status

If we take only agree and strongly agree responses into account, some calculations are as follows; 5 out of 24 People with salary range 15001-25000, 2 out of 10 people with salary range 25001-40000 and 5 out of 7 people with above 40000 rs. agree with the fact that their job gives them status they deserve. Hence one can say that as the salary increases the satisfaction level about the status increases, which is quite normal because with the increase in salary power and status in organization also increases.

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Job Security and Gender

Gender * Job Security Crosstabulation Count Job Security Strongly Disagree Male Gender Female Total 1 2 7 27 7 22 10 24 2 5 27 80 1 20 15 14 3 53 Disagree Neutral Agree Strongly Agree Total

Table 11 - Crosstab between Job Security and Gender

Approximately 32 % of males working in the company think that their job is secured, while 45 % females working in the company feel that their job secured. Hence, the number of females who feel their job safe is greater than number of males.

Opportunity to grow in the organization and marital status

Marital Status * Opportunity to Grow Crosstabulation Count Opportunity to Grow Strongly Disagree Single Married Marital Status Divorcee Widow/Widower Total 0 1 2 0 1 10 3 1 25 1 0 32 1 0 11 5 3 80 0 1 6 3 11 10 14 17 4 6 35 37 Disagree Neutral Agree Strongly Agree Tot al

Table 12 - Crosstab between Job security and gender

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Approximately 51% single employees and 62% married employees think that they have the opportunity to grow in the organization. 43 out of 80 employees agree that they have chances to grow, hence the company provides the opportunities to its employees. This is a great factor in bringing the job satisfaction to the employees. It proves that WAVE does not possess any biasness towards married, single, divorcee or widow employees.

Share a good relation with superiors and Age

Age * Share a good relation : Supers Crosstabulation Count Share a good relation : Supers Disagree 18-22 Years 23-27 Years Age 28-35 Years 36-40 Years more than 40 Years Total 2 2 0 4 0 8 Neutral 2 6 0 3 0 11 Agree 10 20 4 5 0 39 Strongly Agree 3 8 2 7 2 22 17 36 6 19 2 80 Total

Table 13 - Superiors and age

76% of 18-22 years age, 78% of 23-27 years age,100% of 28-35 years age, 63% of 36- 40 years age and 100% of above 40 years age agreed that they have a very good relationship with their superiors. It is really a good sign from organization perspective as the information and suggestion can flow freely. It is good for the employee job satisfaction also, as no one is shy to share problems or give suggestions. It leads to a lot less stressful and easy life at workplace. Hence all age groups share a good relationship with their superiors

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Grievance communication and Gender

Gender * Grievance Communication Crosstabulation Count Grievance Communication Disagree Male Gender Female Total 4 17 8 17 13 40 2 6 27 80 13 Neutral 9 Agree 27 Strongly Agree 4 53 Total

Table 14 - Gender Grievance Communication

Approximately 58% of males agreed that they can easily communicate their grievance to the authority, while 55% of females agreed the same. It is a good percentage of employees who agreed on the grievance communication but the percentage should increase more for the benefit of human resources.

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CONCLUSION

In the present study, findings suggest that people are satisfied with the working conditions at workplace but company lacks the provision for good food. The company values its individuals and it involves them in decision making. The good thing about WAVE is that there is no ambiguity in job and people understand their daily goals. Most of the employees believe that their knowledge and skills are utilized. Employees at WAVE share a good relationship with peers, subordinates and superiors which is a good thing leading to a healthy environment for employees. Most of the employees believe that they dont get the time to pursue their hobbies, which should be taken care by management by assigning work smartly. A majority of employees believe that their job doesnt give the status they deserve which can lead to job dissatisfaction in the longer run. Focusing more on intrinsic factors (pride in ones work and working gives self-respect) can enhance individuals motivation level along with extrinsic factors (incentives, transparency, infrastructure, working atmosphere, stimulating and challenging job and punishment). Another way to intrinsically motivate employees can be if the employees enjoy what they do and can become wrapped up in it.

Another way would be to let them take a role in decision making. Additionally, if employees values are congruent with their employers and they can understand why they are doing their jobs, as well as doing them in a friendly environment, having better interpersonal relationship that provides opportunities for them to do their best, then high job satisfaction is possible.

Pay rise and bonuses are soon forgotten, but ongoing praise, self-worth, a sense of importance and achievement last forever. When you acknowledge and reward good behaviors, you get more of the same. It may be something as simple as the way an

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employee answers the phone, or neat work, or timely completion of tasks, or working overtime one day, or providing good customer service. Every positive behavior should be acknowledged publically and verbally. Sometimes, on special occasions, a hand-written thank you from the CEO is appreciated. Some kind of employee recognition program could be designed by which individuals are given wide recognition for their efforts. . It may sound trite to repeat that people really are a companys best asset.

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RECOMMENDATIONS

The Company should give timely breaks to their employees during working hours, there should not be just one half hour lunch break, but also there should be 2 small breaks of 10 minutes to freshen up mind.

The working hours in the company should be define clearly, and an employee should be paid according to hours he worked for the company. Training programs should be more frequently. There are no medical benefits given to the employees at present. Some medical, dental, vision or life insurance can also be offered to make the employees feel safe and more cared for.

More of challenging work- should be offered. People prefer jobs that give them opportunities to use their skills and abilities and offer a variety of tasks, freedom and feedback on how well they are doing.

The job should be more enriching i.e. variety of tasks should be high and enlarged i.e. no. of tasks are more. Job rotation should be encouraged. It helps employees become multi- functional and learn various tasks. Workload should also be reasonable otherwise creativity, imagination and innovation will get destroyed. Reward Employees - another way to boost morale is by offering employees a slew of incentives. Introduction of a cool caf or snack room especially for the employees can be a great idea to enhance their motivation. Most of the employees grieved about a common area to relax for.

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LIMITATIONS

In the process of survey, there are few limitations and difficulties faced with regards to designing the questionnaire as well as interviewing the respondents: In gathering the data from the management as direct questions couldnt be put up and also because they were restricted from revealing certain data as per the company policies. Many interviewees gave a cold response (refused to answer the questions). Some respondents were reluctant to share the information (possibly didnt reveal true data) so few responses can be inappropriate and hamper the accuracy of the data collected. Time constraints. Monetary constraints. Location- The survey could be conducted only within the periphery of Lucknow. Apart from these there can be few errors in the project analysis which occurred probably due to questioning, recording error, data analysis error, inability or unwillingness error.

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References

"http://en.wikipedia.org/wiki/Job_satisfaction http://en.wave infratech.org/chadhagroup/company_profile

http://www.indianexpress.com/news/variety-key-to-job-satisfaction-says-newsstudy/798998/ http://timesofindia.indiatimes.com/life-style/relationships/work/Unhappy-peopleunlikely-tofind-job-satisfaction/articleshow/5750866.cms

:http://www.indianexpress.com/news/variety-key-to-job-satisfaction-says-newsstudy/798998/

http://business-standard.com/india/news/indian-men-unhappy-at-workstudy/466585/

Malhotra Naresh K., 2004. Marketing Research An Applied Orientation. First Edition. New Delhi: Pearson Education (Singapore) Pvt. Ltd

RAO V S P, 2005. Human Resource Management Text and Cases. Second Edition. New Delhi: Anurag Jain for Excel Books

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Annexure 1 Questionnaire AMITY BUSINESS SCHOOL

1. The working conditions in your organization is appropriate.. (please rate on the following parameters)

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

Ventilation Space Cleanliness Comfortable Seats Adequate Lightening Hygienic Wash Rooms Provision of good food

2. There is autonomy in performing the job. Diverse perspectives are valued and encouraged within the department Disagree Neutral Agree

Strongly Disagree Strongly Agree

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The company values its individual employee Disagree Neutral Agree

Strongly Disagree Strongly Agree

You feel involved in decisions that affect the organization Disagree Neutral Agree

Strongly Disagree Strongly Agree

Creativity and Innovation are appreciated Disagree Neutral Agree

Strongly Disagree Strongly Agree

You are encouraged to think independently Disagree Neutral Agree

Strongly Disagree Strongly Agree

3. There is no Role Ambiguity in your job. You understand day-to-day goals of your department Disagree Neutral Agree

Strongly Disagree Strongly Agree

Company policies and procedures make sense to you Disagree Neutral Agree

Strongly Disagree Strongly Agree

You know whom to ask when you have questions Disagree Neutral Agree

Strongly Disagree Strongly Agree

Company benefits and required information is clearly communicated Disagree Neutral Agree

Strongly Disagree

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Strongly Agree

4. You are fully aware of the criterion of the performance appraisal Strongly Disagree Disagree Neutral Agree Strongly Agree

5. You are fully satisfied with the system of ratings and appraisals Strongly Disagree Disagree Neutral Agree Strongly Agree

6. The amount of work you are expected to do on your job is reasonable Strongly Disagree Disagree Neutral Agree Strongly Agree

7. You are involved in Quality work Strongly Disagree Disagree Strongly Agree

Neutral

Agree

Your progress is reviewed constantly Strongly Disagree Disagree Strongly Agree

8.

Neutral

Agree

9. Your co-workers are committed to doing quality work Strongly Disagree Disagree Neutral Strongly Agree

Agree

10. You feel recognized and appreciated at work Strongly Disagree Disagree Neutral Strongly Agree

Agree

11. You are regularly updated with the new technological developments Strongly Disagree Disagree Neutral Agree Strongly Agree

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12. You are properly guided by your supervisor/superiors Strongly Disagree Disagree Neutral Agree Strongly Agree

13. You are able to utilize your knowledge and skills properly Strongly Disagree Disagree Neutral Agree Strongly Agree

14. You have the opportunity to work on interesting projects Strongly Disagree Disagree Neutral Agree Strongly Agree

15. You share a good relationship/rapport with Peers Strongly Disagree Disagree Strongly Agree Subordinates Strongly Disagree Strongly Agree Superiors Strongly Disagree Strongly Agree

Neutral

Agree

Disagree

Neutral

Agree

Disagree

Neutral

Agree

16. You can easily communicate your grievances to the organization Strongly Disagree Disagree Neutral Agree Strongly Agree

17. Most of the time your problems are heard to and usually get solved Strongly Disagree Disagree Neutral Agree Strongly Agree

18. You feel you have the opportunity to grow in this organization Strongly Disagree Disagree Neutral Agree Strongly Agree

19. You feel secured in your job Strongly Disagree Disagree

Neutral

Agree

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Strongly Agree

20. You feel positive and up most of the time at work Strongly Disagree Disagree Neutral Strongly Agree

Agree

21. You have the time and energy in your life to pursue hobbies that interest you Strongly Disagree Disagree Neutral Agree Strongly Agree

22. The job gives the status you deserve Strongly Disagree Disagree Neutral Strongly Agree

Agree

Personal Information
1. Name : 2. Age 18-22 yrs. >40yrs. 3. Gender Male 4. Marital Status Single 5. Salary Below 5000 Above 40000

23-27 yrs.

28-35 yrs.

36-40 yrs.

Female

Married

Divorcee

Widow/Widower

5001-15000

15001-25000

25001-40000

6. Educational Qualification

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Higher secondary Senior Secondary Graduation Graduation Any other professional qualification __________________________________________

Post