Methodology of the study: For the proceeding in forward the data is required.

That collected data is in two types that is as follows.

Data types

Primary data Secondary data

Primary data: That data is in first in hand to analysis for the results is called the primary data. Secondary data: That data is already in used by other. For the occurrence of the analysis and for there proceeding of their results, this type of data collected data is called the secondary data. Type of study: 1.Case study 2.survey method 3.Empharical study Research design : The study that has been carried out in conclusive in nature. it describes the expectation attitude, opinion,views and level of satisfation among the employees with in the company. Research instruments : For the collection of varioes data requirements questionnaire were used as research instruments, Data collection techniques: For the purpose of direct interview conducted with the help of sturctured instruments i.e questinnairies. Some usful information was obtained through personal interaction with the respondents. The survey

has been done to obtain primary data. The questions used for close as well as open ended. Keeping the object of the study of the mind. The study was conducted exclusively in hyderabad sourrendings. Job Characteristics Model: Hackman & Oldham proposed the job characteristics model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.) The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employee's attitudes and behaviors. A meta-analysis of studies that assess the framework of the model provides some support for the validity of the JCM 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 sacle. Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists, and forced choice answers. The Job Descriptive Index (JDI), created by Smith, Kendall, & Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used. It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or cant decide (indicated by ?) in response to whether given statements accurately describe ones 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. Other job satisfaction questionnaires include: the Minnesota Satisfaction Questionnaire (MSQ), the Job Satisfaction Survey (JSS), and the Faces Scale. The MSQ measures job satisfaction in 20 facets and has a long form with 100 questions (5 items from each facet) and a short form with 20 questions (1 item from each facet). The JSS is a 36 item questionnaire that measures nine facets of job satisfaction. Finally, the Faces Scale of job satisfaction, one of the first scales used widely, measured overall job satisfaction with just one item which participants respond to by choosing a face. 'Variables and Measures' The overall job satisfaction levels of the Faculty members measured with the help of 5 dimensions namely Job,supervisor,coworkers,pay ,and promotion. Information regarding faculty members age,education ,job level,foreign qualification,numbers of years in organization,other source of income,gender,and marital status have also been obtained. Relationships and practical implications: Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviours such as organizational citizenship, absenteeism, and turnover. Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people

who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as nonwork satisfaction and core self-evaluations are taken into account.

Tools use: For the analysis purpose I am going to using the questionnaires, these are separating into again groups these are takes place by the environment of the company providing situation surroundings, To evaluate your practices performance in the job satisfaction and to identify where you might focus your efforts, complete the following self-assessment, which is structured around Frederick herzbergs motivation-hygiene theory. As you answer each question, keep in mind the need and concerns of your employees and colleagues. Those are as follows under 1.Company and administrative polices 2.Supervision 3.Salary 4.Interpersonal relation 5.Working conditions 6.Work itself 7.Recognition 8.Advancement. These all are YES/NO type, if you answer NO to any of the question above, consider addressing those areas within your practice and seek input from your employees and colleagues.