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PROJECT REPORT ON

EMPLOYEE JOB SATISFACTION OF
ACCORD COMMUNICATION LTD

SUBMITTED IN THE PARTIAL FULLFILLMENT
OF THE REQUIREMENT OF DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
MS-100

SUBMITTED BY:
BHAVYA NIDHI SHUKLA
MBA (HR)
ENROLLMENT NO: 081255442
STUDY CENTRE: 2728
SUBMITTED TO:




INDIRA GANDHI NATIONAL OPEN UNIVERSITY
MAIDAN GARHI NEW DELHI 110068

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ACKNOWLEDGEMENT

I find it a matter of honor in showing my feeling of ineptness and thankfulness to Mr.
Amit Kumar (Guide) for helping me to Complete this project report . He is the guiding
force and prime inspiration in taking me. His ingenuity and grasp is going to make success
this study possible.
I would Also like to thank my mentor Mr. Heeresh Sharma (HR Manager) at Accord
Communication Ltd.
And at last but not the least I am thankful to my parents, friends for unconditional
support


BHAVYA NIDHI SHUKLA


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DECLARATION BY LEARNER
I BHAVYA NIDHI SHUKLA , (Enrollment No: 081255442) hereby declare that the
Project titled as EMPLOYEE JOB SATISFACTION OF ACCORD
COMMUNICATION LTD is an Original piece of work. It has been submitted in
partial fulfillment for the Award of the Master of Business Administration from IGNOU.


Date: BHAVYA NIDHI SHUKLA

Place: Meerut



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CERTIFICATE
This is to certify that BHAVYA NIDHI SHUKLA , student of IGNOU studying Master
of Business Administration (HR) has completed his Project in my guidance on title
EMPLOYEE JOB SATISFACTION OF ACCORD COMMUNICATION LTD


Amit Kumar

MBA(HR)
(HR Manager)

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PREFACE


The project work entitled EMPLOYEE JOB SATISFACTION OF ACCORD
COMMUNICATION LTD Job Satisfaction is the favorableness or un-favorableness
with which the employee views 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 ones environment of job is an important part of life
as Job Satisfaction influences ones general life satisfaction.
Job Satisfaction, thus, is the result of various attitudes possessed by 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 obtained. Such factors as
employees age, health temperature, desire and level of aspiration should be considered.
Further his family relationship, Social status, recreational outlets, activity in the
organizations etc.
Contribute ultimately to job satisfaction.



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CONTENTS

01 DECLARATION 02
02 CERTIFICATE 03
03 ACKNOWLDGEMENT 04
04 PREFACE 05
05 INTRODUCTION 07
06 OBJECTIVE 09
07 EXECUTIVE SUMMARY 10
08 COMPANY PROFILE 12
09 LITERATURE REVIEW 25
10 RESEARCH METHODOLOGY 64
11 DATA ANALYSIS 69
12 LIMITAION 79
13 CONCLUSION SUGGESTION 80
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15
Bibliography
Questionnaires
81
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INTRODUCTION
Job satisfaction in regards to ones feeling or state of mind regarding nature of their work.
Job can be influenced by variety of factors like quality of ones relationship with their
supervisor, quality of physical environment in which they work, degree of fulfillment in
their work, etc.
Positive attitude towards job are equivalent to job satisfaction where as negative attitude
towards job has been defined variously from time to time. In short job satisfaction is a
persons attitude towards job.
Job satisfaction is an attitude which results from balancing & summation of many specific
likes and dislikes experienced in connection with the job- their evaluation may rest
largely upon ones success or failure in the achievement of personal objective and upon
perceived combination of the job and combination towards these ends.
According to pestonejee, Job satisfaction can be taken as a summation of employees
feelings in four important areas. These are:

1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers,
opportunities on the job for promotion and advancement (prospects), overtime
regulations, interest in work, physical environment, and machines and tools.
2. Management- supervisory treatment, participation, rewards and punishments,
praises and blames, leaves policy and favoritism.
3. Social relations- friends and associates, neighbors, attitudes towards people in
community, participation in social activity socialibility and caste barrier.
4. Personal adjustment-health and emotionality.
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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 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.
Job satisfaction is not synonyms with organizational morale, which the possessions of
feeling have being accepted by and belonging to a group of employees through adherence
to common goals and confidence in desirability of these goals.
Morale is the by-product of the group, while job satisfaction is more an individual state
of mind.



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OBJECTIVES OF THE STUDY


PRIMARY OBJECTIVE:
To study about the job satisfaction of the employees in ACCORD
COMMUNICATIONS LTD.,

SECONDARY OBJECTIVES:
To identify the satisfaction level of the employees.
To know the employees satisfaction towards the benefits provided by the
company.
To identify the factors which influences the job satisfaction of employees.
To determine the employees satisfaction towards the welfare facilities.
To know the employees relationship with superior and co-workers.

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NEED OF THE STUDY

This study is being done to analyze the degree of job satisfaction of employees
with the aim of reducing employee turnover and absenteeism and thereby
increasing overall productivity.
Organization is growing quickly, it is critical to find out how employees feel about
their jobs, the organization, and their fit and future within it.
A strong rumor mill is symptomatic of other problems in the organization. These
can include communications, trust, and fear. Only a survey can uncover the extent
to which any of these issues exists.
In a highly competitive industry, turnover minimization and productivity and
creativity maximization are keys to success. Staying in touch with employees is
necessary to facilitate continued competitiveness.


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SCOPE OF THE STUDY

Employee satisfaction is supremely important in an organization because it is what
productivity depends on. If your employees are satisfied they would produce superior
quality performance in optimal time and lead to growing profits. Satisfied employees are
also more likely to be creative and innovative and come up with breakthroughs that allow
a company to grow and change positively with time and changing market conditions.




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COMPANY PROFILE

COMPANY PROFILE


Accord is one of India's leading telecom company, established in 1990, in core business
of designing, manufacturing and marketing of a diverse range of telecom products in
Switching, GSM, IP technologies etc.

ACCORD is an ISO 9001 certified company. it offer high performing innovative range of
PABX, KTS, G-PAX and Intercom Systems from 3 to 4500 ports, GSM Fixed Cellular
Terminals, Routers, GSM Modems, GSM Fixed Phones, VoIP Gateways, Stand alone and
Terminal Equipments etc. Besides Accord execute turnkey telecom networking projects
at national level. As such Accord serve a wide spectrum of user segments viz. SOHO,
Medium and large Enterprise, MNCs, Government, Defense, Call Centers and Mobile
Operators through more than 700 channel partners and prestigious business alliances in
India and overseas.

ACCORDs strong R&D is its back bone. By virtue of having full command on hardware
and software ACCORD have been introducing innovative telecom products with high
field stability since 15 years. It has been possible only by keeping very close watch of
changing customers need with adoption of worlds advance technologies. Accord has well
equipped modern manufacturing set up, manned by a team of qualified specialists.
Emphasis is on executing stringent quality control checks using the latest procedures.

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ACCORD is fully geared up for mass production of quality products at internationally
competitive cost.
HISTORY OF ACCORD
15 Year back Two young engineers Mr. A.K Mohta (IIT Engineer) and P.K. Mohta
Mechanical engineer started a small telecom equipment manufacturing unit at meerut
with manufacturing capacity of only 1000 equipments per month
Today ACCORD is a leading brand in Telecom equipment manufacturing with 4 units at
haridwar and two units at meerut

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VISION
To look for opportunities & innovations in telecom technology & services and bring them
to the business. ACCORD definition of innovation is to give customers what they did
not know they wanted.
MISSION
Create, Make, Market
a. Create is the ability to design a new product in a timely manner.
b. Make is the ability to manufacture it most efficiently.
c. Market is the ability to help conceive the right product and position it as the one that
customers want to buy
PRINCIPLES

OWNERSHIP:

This is our company. We accept responsibility and accountability to meet business
needs.


PASSION FOR WINNING:

We all are leaders in our responsibility, with a deep commitment to deliver the
results. We are determined to be the best at doing what matters the most.


PEOPLE DEVELOPMENT:

People are our most important asset. We add value through result- driven training
and we encourage rewards and excellence.

CONSUMER FOCUS:

We have superior understanding of consumer needs and develop products to fulfill
their demands.


TEAM WORK:

We work together on the principle of mutual trust and transparency in a boundary
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less organization.


INNOVATION:

Continuous innovation in products and processes and is the base of our success.
THE DESIGN AND DEVELOPMENT CAPABILITIES OF ACCORD has mastered
its skills in hardware & software to achieve World class standards. accord design process
begins with a good understanding of system level architecture and specifications. A
typical design objective is to realize the specifications at the lowest cost while achieving
the highest levels of performance, quality and reliability. The means of implementation
involve both hardware and software development, usually concurrently, before putting
everything together.
The types of software design include firmware running on the programmable chips,
protocol management, higher level programs managing the system interface and user
interface. This confidence in design capability really bring a competitive advantage not
only for India but for Global market.
6. MANUFACTURING & We understand well that manufacturing volumes & cost
ADMINISTRATION efficiencies are the only way of the optimum Global bench marks.
INFRASTRUCTURE For this we have modern & large manufacturing capacity
equipped with tailor made computerized quality control Devices and Equipments.
a. Factory Area 25,000 Sq. Ft.
b. R & D Area 1,500 Sq. Ft.
c. New Administrative Building 10,000 Sq. Ft.
d. Central Customer Support /
Service Office 2,400 Sq. Ft.
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e. P.T.T. / TEC Approvals National 14 Nos.
International 12 Nos.


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PRODUCTS & SERVICES

a. EPABX, Key Telephone Systems, IP PBX & Intercoms
from 4 to 2000 Lines,
b. Music on Hold, Voice Mail Systems, Auto Attendants,
c. PCO Machines
d. VoIP Gateways for different market segments

Wide Telecom Solutions / Turnkey Projects
. Customer Support & after Sales Service Exports (OEM & ODM)

MARKETING STRENGTHS
The challenges of efficient & winning marketing strategy has been established through
proper investment in infrastructure & trained man power.
Towards deep market penetration & high level customer retention
with the following infrastructure.
Central Sales Adm. Office Meerut (U.P.)
b. Branch Offices Bangalore
Delhi
Mumbai
Ahmedabad
Kolkata

Sales & Service Dealers More than 300 all over India.
Marketing Alliances I.T.I. Limited,
AMTRON,
WEBTRON
Exports
Nigeria
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Shri Lanka
Bangla Desh
Kenya
Oman
Sharjah
Naipal
Bhutan
Registrations with Government
(i). DGS&D DGS&D/REGN/DEL/S-787/98/A
Dated 4.6.99 (Permanent)
(ii). N.S.I.C. NSIC : NOIDA : GP : RS-07AN076
(iii). D.R.D.O. 0100/PUR/REGN/A-71/OE/2000
Dt. 12.01.2001
(Iv). Railways A-007 dated 22.1.1991
(Group 5010, Without Limit)
Government Rate Contracts
(I) DGS&D Rate Digital EPABX, ADX Range
Contract (Model Specific) No. IT-4/14059054/092002/EPABX/
2002-03/84/ ACCORD/ COAD/543 Dated 23-2-2005
(II) Kendriya Digital & Analog EPABX, ADX & AX Bhandar Ranges (Model Specific)
Dated 6-12-2003
(III) Maharashtra Digital & Analog EPABX, ADX & AX Government Ranges (Model
Specific)
Rate Contract SPC/RCT/EPABX/43/2003-2004 /A-21572 Dated 15.12.2003
9. AFTER SALES SERVICE
a. Component & Card Level Meerut
INFRASTRUCTURE Service Centres Mumbai
Delhi
Bangalore
Ahmedabad
Jammu
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b. Service Dealers More than 200 all over India
c. Technical / Servicing Meerut
Training Centres Mumbai
Delhi
Bangalore

10. THE BRAND EQUITY Top of the line in India by virtue of innovative product
range & dedicated customer support since last 15 years.
a. Media Exposure
Extensive & continuous brand exposure in India through -
National Newspapers, Regional Newspapers, Trade &
general Magazines Advertisements & Press Releases.

b. Exhibition Participations
- National - Above 150 Nos. in last 6 years
- International - 23 Nos. in different Countries

11. AWARD WINNING PERFORMANCE:
Year after year more than fifteen prestigious Awards
Expansion Projects
Roadmap to achieve target of 22 Million USD in 36 months
1. Factory No. 2
Area : 18,000 Sq. feet
Location : D-21, Industrial Area, Hardwar,
Uttranchal (India)
Current Status : Production Commenced
2. Factory No. 3
Area : 80,000 Sq. feet
Location : Plot No. 37, Sector 3A, SIDCUL, Hardwar,
Uttranchal (India)
Current Status : Land Alotted by the Govt.
3. Factory No. 4
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Area : 45,000 Sq. feet
Location : Plot No. 7 & 8, Sector 8B, SIDCUL, Hardwar,
Uttranchal (India)
Current Status : Land Alotted by the Govt.
Additional Deployment of Manpower in Marketing
2004-5 100 personnel
2005-6 150 personnel
2006-7 100 personnel
Total 450 personnel
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PRODUCT RANGE
a. Caller ID TRUE CALLER ID Telemagic Series For small Offices & Homes
Analog PABX X-103, X-104, X-105 Residences
PABX (Fixed Capacity) X-106, X-205, X-206
Systems X-207, X-208, X308, X-308, Pride Series, X-205, 207, 309, 412, 416, 616
True Caller ID PABX 308 to 6+24 (AX-30)
(Modular) 4+16 to 8+48 For medium & small (16 to 48 lines) Offices/ Factories/
AX Series Hospitals/Banks/ Business Organisations etc.
b. Analog KTS Key Telephone 208 / 408 For Office & Residence
System Analog B1Series new budget- priced KTS with
high features (8 lines)
c. Digital PABX & KTS Digital ISDN Key 4+8 to 8+24 For Medium & small Offices
Telephone System for 4+16 to 32+96 Corporates / Hotels wide telecom Solution
DKTi Series Digital EPABX / 40, 72, 120, 248, Key Telephone 376 & 504 Ports System
(ADX Series) Digital ISDN 244, 500, 1250, 2000 EPABX / KTS Ports (SELTA) 128,
256, 504, 1500 Ports ( ADX Plus)
d. IP Products IP PABX Upto 2000 ports For Small, medium & large AXIS Series
organisations looking for cost effective VOIP Solution for inter branch connectivity
VOIP Gateway 4 to 24 Ports AXIS Series
e. Intercom Systems Analog Intercoms 8 to 256 lines INTRA For Flats & Housing
Societies 24 Hrs security made easy Digital Intercoms Upto 504 ports (ADX) (G-PAX)
Upto 1500 Ports (ADX Plus)
f. Stand Alone Devices Digital Voice Mail 2,4 & 8 Ports, For any make PABX / &
Auto Attendant 2 to 10 Hours KTS 24 hrs, automatic Systems Phone Call Attendent That
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manages calls throughout 365 days Digital Message & 120, 240 & For adding wings to
your Music on Hold 480 Seconds business





HO
2-3 B, Kanohar Lal Market,
Sharda Road, Meerut, U.P. (India)
Ph. : 91-121-2515123, 2515124, 2523456, 2408001 / 8002
Fax : 91-121-2515125, 2523458
Email : sales@accordcom.com

Branch Offices :

New Delhi :
K-52, Lajpat Nagar-II,
Ph. 011-26924123 / 24 / 25, 26841891
Fax : 011-26321127
Email : nd@accordcom.com

Kolkata :
Nicco House, No. 6 (I) 6th Floor, 2, Hare Street,
Telefax : 91-33-22105078, 22104961
Email : ct@accordcom.com

Mumbai :
18, Udyog Bhawan, Sonawala Road, Goregaon (E)
Ph. : 91-22-28717318 / 382
Fax : 022-28766598
Email : bm@accordcom.com

Bangalore :
IInd Floor, No. 2/4, Vishnupriya Complex,
IInd Main Road, Palace Guttahalli,
Ph. 91-80-5486633, 5483641 Fax : 5465553
Email : bg@accordcom.com

Ahmedabad :
Celler Shrinathji Apartments, B/H La Gajjar
Bungalow, Ambawadi
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Ph. 079-6464306, 6466105 / 103
Fax : 079-6441087
Email : accordahd@eth.net
.
COLLABRATION

ACCORD Has many expansion plans to full fill that it has collaborated in technical and
marketing of many businesses

1. Collaborated with SELTA telecom joint of Italy
2. Corel Telecom of India
3. recently in 2009 Accord has collaborated with NORTEL LG leading company in
High end Telecom equipemnts
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LITERATURE REVIEW




JOB SATISFACTION

AN OVERVIEW











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2.1 DEFINITIONS OF JOB SATISFACTION
Different authors give various definitions of job satisfaction. Some of them are taken
from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given
below:
Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of
ones job. An effective reaction to ones job
Weiss
Job satisfaction is general attitude, which is the result of many specific attitudes in three
areas namely:
Specific job factors
Individual characteristics
Group relationship outside the job
Blum and Naylor

Job satisfaction is defined, as it is result of various attitudes the person hold towards the
job, towards the related factors and towards the life in general.
Glimmer

Job satisfaction is defined as any contribution, psychological, physical, and
environmental circumstances that cause a person truthfully say, I am satisfied with my
job.

Job satisfaction is defined, as employees judgment of how well his job on a whole is
satisfying his various needsMr. Smith

Job satisfaction is defined as a pleasurable or positive state of mind resulting from
appraisal of ones job or job experiences.
Locke
HISTORY OF JOB SATISFACTION

The term job satisfaction was brought to lime light by hoppock (1935). He revived 35
studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is
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combination of psychological, physiological and environmental circumstances. That
causes a person to say. I m satisfied with my job. Such a description indicate the variety
of variables that influence the satisfaction of the individual but tell us nothing about the
nature of Job satisfaction.

Job satisfaction has been most aptly defined by pestonjee (1973) as a job, management,
personal adjustment & social requirement. Morse (1953) considers Job satisfaction as
dependent upon job content, identification with the co., financial & job status & priding
group cohesiveness

One of the biggest preludes to the study of job satisfaction was the Hawthorne study.
These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business
School, sought to find the effects of various conditions (most notably illumination) on
workers productivity.

These studies ultimately showed that novel changes in work conditions temporarily
increase productivity (called the Hawthorne Effect). It was later found that this increase
resulted, not from the new conditions, but from the knowledge of being observed.
This finding provided strong evidence that people work for purposes other than pay,
which paved the way for researchers to investigate other factors in job satisfaction.

Scientific management (aka Taylorism) also had a significant impact on the study of job
satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific
Management, argued that there was a single best way to perform any given work task.
This book contributed to a change in industrial production philosophies, causing a shift
from skilled labor and piecework towards the more modern approach of assembly lines
and hourly wages.

The initial use of scientific management by industries greatly increased productivity
because workers were forced to work at a faster pace. However, workers became
exhausted and dissatisfied, thus leaving researchers with new questions to answer
regarding job satisfaction.
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It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo
Munsterberg set the tone for Taylors work.

Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the
foundation for job satisfaction theory. This theory explains that people seek to satisfy five
specific needs in life physiological needs, safety needs, social needs, self-esteem needs,
and self-actualization. This model served as a good basis from which early researchers
could develop job satisfaction theories.

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.

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IMPORTANCE TO WORKER AND ORGANIZATION

Job satisfaction and occupational success are major factors in personal satisfaction, self-
respect, 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 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.
Although only little correlation has been found between job satisfaction and
productivity, Brown (1996) notes that some employers have found that satisfying or
delighting employees is a prerequisite to satisfying or delighting customers, thus
protecting the bottom line.
WORKERS ROLE IN JOB SATISFACTION

If job satisfaction is a worker benefit, surely the worker must be able to contribute to his
or her own satisfaction and well being on the job. The following suggestions can help a
worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents.
This often leads to more challenging work and greater responsibilities, with attendant
increases in pay and other recognition.
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Develop excellent communication skills. Employers value and rewards excellent
reading, listening, writing and speaking skills.Know more. Acquire new job related
knowledge that helps you to perform tasks more efficiently and effectively. This will
relive boredom and often gets one noticed.
Demonstrate creativity and initiative. Qualities like these are valued by most
organizations and often results in recognition as well as in increased responsibilities and
rewards.
Develop teamwork and people skills. A large part of job success is the ability to work
well with others to get the job done.
Accept the diversity in people. Accept people with their differences and their
imperfections and learn how to give and receive criticism constructively.
See the value in your work. Appreciating the significance of what one does can lead to
satisfaction with the work itself. This help to give meaning to ones existence, thus
playing a vital role in job satisfaction.
Learn to de-stress. Plan to avoid burn out by developing healthy stress management
techniques.

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
Herberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and
listed various job factors of job satisfaction. These are briefly defined one by one as
follows:

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1. Intrinsic aspect of job
It includes all of the many aspects of the work, which would tend to be constant for
the work regardless of where the work was performed.
2. Supervision
This aspect of job satisfaction pertains to relationship of worker with his immediate
superiors. Supervision, as a factor, generally influences job satisfaction.
3. 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.
4. Wage and salaries
This factor includes all aspect of job involving present monitory remuneration for
work done.
5. 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.
6. 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.
7. 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.
8. Social aspect of job
It includes relationship of worker with the employees specially those employees at
same or nearly same level within the organization.
9. Communication
It includes job situation, which involves spreading the information in any direction
within the organization. Terms such as information of employees status, information
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on new developments, information on company line of authority, suggestion system,
etc, are used in literature to represent this factor.
10. 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 loosing their job.
EFFECTS OF LOW JOB SATISFACTION
1. HIGH ABSENTEEISM
Absenteeism means it is a habitual pattern of absence from duty or obligation.
If there will be low job satisfaction among the employees the rate of absenteeism
will definitely increase and it also affects on productivity of organization.
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In the above diagram line AB shows inverse relationship between job satisfaction and rate
of turn over and rate of absenteesm.
As th job satisfaction is high the rate of both turn over and absentiseesm is low and vise a
versa.
HIGH TURNOVER
In human resource refers to characteristics of a given company or industry relative to the
rate at which an employer gains and losses the staff.
If the employer is said to be have a high turnover of employees of that company
have shorter tenure than those of other companies.
TRAINING COST INCREASES
As employees leaves organization due to lack of job satisfaction. Then Human resource
manager has to recruit new employees. So that the training expenditure will increases.
INFLUENCES ON JOB SATISFACTION
High
low
low High
J
o
b

s
a
t
i
s
f
a
c
t
i
n
Rate of turn over and absences
A
B
Fig.no. 1 Curve showing relationship between job satisfaction and rate of turn over
and absenteeism.
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There are no. of factors that influence job satisfaction. For example, one recent study
even found that if college students majors coinsided with their job , this relationship will
predicted subsequent job satisfaction. However, the main influences can be summerised
along with the dimentions identified above.
The work itself
The concept of work itself is a major source of satisfaction. For example, research related
to the job charactoristics approach to job design, shows that feedback from job itself and
autonomy are two of the major job related motivational factors. Some of the most
important ingridents of a satisfying job uncovered by survey include intersting and
challenging work, work that is not boring, and the job that provides status.
Pay
Wages and salaries are recognised to be a significant, but complex, multidimentional
factor in job satisfaction. Money not only helps people attain their basic needs butevel
need satisfaction. Employees often see pay as a reflection of how managemnet view their
conrtibution to the organization. Fringe benefits are also important.
If the employees are allowed some flexibility in choosing the type of benefits they prefer
within a total package, called a flexible benefit plan, there is a significant increase in
both benefit satisfaction and overall job satisfaction.
Promotions
Promotional opportunities are seem to be have avarying effect on job satisfaction. This
is because of promotion take number of different forms.

34
IMPACT OF JOB SATISFACTION?
Many managers subscribe to the belief that a satisfied worker is necessarily good worker.
In other words, if management could keep the entire workers happy, good performance
would automatically fallow. There are two propositions concerning the satisfaction
performance relation ship. The first proposition, which is based on traditional view, is that
satisfaction is the effect rather than the cause of performance. This proposition says that
efforts in a job leads to rewards, which results in a certain level of satisfaction .in another
proposition, both satisfaction and performance are considered to be functions of rewards.
Various research studies indicate that to a certain extent job satisfaction affects employee
turn over, and consequently organization can gain from lower turn over in terms of lower
hiring and training costs. Also research has shown an inverse relation between job
satisfaction and absenteeism. When job satisfaction is high there would be low
absenteeism, but when job satisfaction is low, it is more likely to lead a high absenteeism.

What job satisfaction people need?
Each employee wants:
1. Recognition as an individual
2. Meaningful task
3. An opportunity to do something worthwhile.
4. Job security for himself and his family
5. Good wages
6. Adequate benefits
7. Opportunity to advance
8. No arbitrary action- a voice a matters affecting him
9. Satisfactory working conditions
10. Competence leadership- bosses whom he can admire and respect as persons
and as bosses.

35
However, the two concepts are interrelated in that job satisfaction can contribute to
morale and morale can contribute to job satisfaction.
It must be remembered that satisfaction and motivation are not synonyms. Motivation is a
drive to perform, where as satisfaction reflects the individuals attitude towards the
situation. The factors that determine whether individual is adequately satisfied with the
job differs from those that determine whether he or she is motivated. the level of job
satisfaction is largely determined by the comfits offered by the environment and the
situation . Motivation, on the other hand is largely determine by value of reward and their
dependence on performance. The result of high job satisfaction is increased commitment
to the organization, which may or may not result in better performance.
A wide range of factors affects an individuals level of satisfaction. While organizational
rewards can and do have an impact, job satisfaction is primarily determine by factors that
are usually not directly controlled by the organization. a high level of job satisfaction lead
to organizational commitment, while a low level, or dissatisfaction, result in a behavior
detrimental to the organization. For example, employee who like their jobs, supervisors,
and the factors related to the job will probably be loyal and devoted. People will work
harder and derive satisfaction if they are given the freedom to make their own decisions.

36
Effect of Job Satisfaction


Job satisfaction has a variety of effects. These effects may be seen in the context of an
individuals physical and mental health, productivity, absenteeism, and turnover.
Physical and Mental Health:
The degree of job satisfaction affects an individuals physical and
mental health. Since job satisfaction is a type of mental feeling, its favourableness or
unfavourablesness affects the individual psychologically which ultimately affects his
physical health.
For example, Lawler has pointed out that drug abuse, alcoholism and mental and physical
health result from psychologically harmful jobs. Further, since a job is an important part
of life, job satisfaction influences general life satisfaction. The result is that there is
spillover effect which occurs in both directions between job and life satisfaction.
Productivity:
There are two views about the relationship between job satisfaction and
productivity:

1. A happy worker is a productive worker,
2. A happy worker is not necessarily a productive worker.
The first view establishes a direct cause-effect relationship between job satisfaction and
productivity; when job satisfaction increases, productivity increases; when satisfaction
decreases, productivity decreases. The basic logic behind this is that a happy worker will
put more efforts for job performance. However, this may not be true in all cases.
37
For example, a worker having low expectations from his jobs may feel satisfied but he
may not put his efforts more vigorously because of his low expectations from the job.
Therefore, this view does not explain fully the complex relationship between job
satisfaction and productivity.
The another view: That is a satisfied worker is not necessarily a productive worker
explains the relationship between job satisfaction and productivity. Various research
studies also support this view.
This relationship may be explained in terms of the operation of two factors: effect of job
performance on satisfaction and organizational expectations from individuals for job
performance. 1. Job performance leads to job satisfaction and not the other way round.
The basic factor for this phenomenon is the rewards (a source of satisfaction) attached
with performance. There are two types of rewardsintrinsic and extrinsic. The intrinsic
reward stems from the job itself which may be in the form of growth potential,
challenging job, etc. The satisfaction on such a type of reward may help to increase
productivity. The extrinsic reward is subject to control by management such as salary,
bonus, etc. Any increase in these factors does not hep to increase productivity though
these factors increase job satisfaction.
1. A happy worker does not necessarily contribute to higher productivity because he
has to operate under certain technological constraints and, therefore, he cannot go
beyond certain output. Further, this constraint affects the managements
expectations from the individual in the form of lower output. Thus, the work
situation is pegged to minimally acceptable level of performance. However, it
does not mean that the job satisfaction has no impact o productivity. A satisfied

38
2. worker may not necessarily lead to increased productivity but a dissatisfied
worker leads to lower productivity.





THE RELATION BETWEEN PERFORMANCE AND SATISFACTION

Absenteeism:
Absenteeism refers to the frequency of absence of job holder from the
workplace either unexcused absence due to some avoidable reasons or long absence due
to some unavoidable reasons. It is the former type of absence which is a matter of
concern. This absence is due to lack of satisfaction from the job which produces a lack of
will to work and alienate a worker form work as for as possible. Thus, job satisfaction is
related to absenteeism.
HIGH

TURNOVER

JOB ABSENCES
SATISFACTION


LOW
Performanc
e
Extrinsic
reward
Intrinsic
reward
Satisfaction
Perceived equity
of rewards
39
LOW HIGH
TURNOVER AND ABSENCES

RELATIONSHIP OF JOB SATISFACTION, EMPLOYEE TURNOVER AND ABSENCES
Employee turnover:
Turnover of employees is the rate at which employees leave the organization within a
given period of time. When an individual feels dissatisfaction in the organization, he tries
to overcome this through the various ways of defense mechanism. If he is not able to do
so, he opts to leave the organization. Thus, in general case, employee turnover is related
to job satisfaction. However, job satisfaction is not the only cause of employee turnover,
the other cause being better opportunity elsewhere.

For example, in the present context, the rate of turnover of computer software
professionals is very high in India. However, these professionals leave their organizations
not simply because they are not satisfied but because of the opportunities offered from
other sources particularly from foreign companies located abroad.
40
DIMENSIONS OF JOB SATIFACTION

Job satisfaction is a complex concept and difficult to measure objectively. The level of
job satisfaction is affected by a wide range of variables relating to individual, social,
cultural, organizational factors as stated below:-

DIMENSIONS

INDIVIDUAL SOCIAL ORGANIZATIONAL ENVIRONMENTAL CULTURAL
FACTORS FACTOR FACTOR FACTOR

Individual:- Personality, education, intelligence and abilities, age, marital
status, orientation to work.

Social factors:-Relationship with co-workers, group working and norms,
opportunities for interaction, informal relations etc.

Organizational factors:- Nature and size, formal structure, personnel policies
and procedures, industrial relation, nature of work, technology and work
organization, supervision and styles of leadership, management systems, working
conditions.

Environmental factors:-Economic, social, technical and governmental
influences.
41

Cultural factors:-Attitudes, beliefs and values.

These factors affect job satisfaction of certain individuals in a given set of
circumstances but not necessarily in others. Some workers may be satisfied with certain
aspects of their work and dissatisfied with other aspects .Thus, overall degree of job
satisfaction may differ from person to person.




42
IMPORTANCE TO STUDY JOB SATISFACTION
The importance to the study of job satisfaction level is very important for executives. Job
satisfaction study importance can be understood by the answer of the following question
1) Is there room for improvement?
2) Who is relatively more dissatisfied?
3) What contributes to the employee satisfaction?
4) What are the effects of negative employee attitudes?

Benefits of job satisfaction study
Job satisfaction surveys can produce positive, neutral or negative results. If planned
properly and administered, they will usually produce a number of important benefits, such
as-
1. It gives management an indication of general levels of satisfaction in a company.
Surveys also indicate specific areas of satisfaction or dissatisfaction as compared
to employee services and particular group of employee.
2. It leads to valuable communication brought by a job satisfaction survey.
Communication flow in all direction as people plan the survey, take it and discuss
the result. Upward communication is especially fruitful when employee are
encouraged to comment about what is on their minds instead of merely answering
questions about topics important to management.
3. as a survey is safety value, an emotional release. A chance to things gets off. The
survey is an intangible expression of managements interest in employee welfare,
which gives employees a reason to feel better towards management.
4. Job satisfaction surveys are a useful way to determine certain training needs.
43
5. Job satisfaction surveys are useful for identifying problem that may arise,
comparing the response to several alternatives and encouraging manager to
modify their original plans. Follow up surveys allows management to evaluate the
actual response to a change and study its success or failure.
Importance to Worker and Organization
Frequently, work underlies self-esteem and identity while unemployment lowers self-worth and
produces anxiety. At the same time, monotonous jobs can erode a worker's initiative and
enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and
occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-
development. To the worker, job satisfaction brings a pleasurable emotional state that 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 important to
note that the literature on the relationship between job satisfaction and productivity is neither
conclusive nor consistent.. Unhappy employees, who are motivated by fear of job loss, will not
give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a
temporary one, and as soon as the threat is lifted performance will decline.
Tangible ways in which job satisfaction benefits the organization include reduction in complaints
and grievances, absenteeism, turnover, and termination; as well as improved punctuality and
worker morale. Job satisfaction is also linked to a more healthy work force and has been found to
44
be a good indicator of longevity. And although only little correlation has been found between job
satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying
or delighting employees is a prerequisite to satisfying or delighting customers, thus protecting the
"bottom line." No wonder Andrew Carnegie is quoted as saying: "Take away my people, but
leave my factories, and soon grass will grow on the factory floors. Take away my factories, but
leave my people, and soon we will have a new and better factory"


SATISFIED EMPLOYEE

45
Creating Job Satisfaction
So, how is job satisfaction created? What are the elements of a job that create job satisfaction?
Organizations can help to create job satisfaction by putting systems in place that will ensure that
workers are challenged and then rewarded for being successful. Organizations that aspire to
creating a work environment that enhances job satisfaction need to incorporate the following:
Flexible work arrangements, possibly including telecommuting
Training and other professional growth opportunities
Interesting work that offers variety and challenge and allows the worker opportunities to "put his
or her signature" on the finished product
Opportunities to use one's talents and to be creative
Opportunities to take responsibility and direct one's own work
A stable, secure work environment that includes job security/continuity
An environment in which workers are supported by an accessible supervisor who provides timely
feedback as well as congenial team members
Flexible benefits, such as child-care and exercise facilities
Up-to-date technology
Competitive salary and opportunities for promotion
Probably the most important point to bear in mind when considering job satisfaction is that there
are many factors that affect job satisfaction and that what makes workers happy with their jobs
varies from one worker to another and from day to day. Apart from the factors mentioned above,
job satisfaction is also influenced by the employee's personal characteristics, the manager's
personal characteristics and management style, and the nature of the work itself. Managers who
46
want to maintain a high level of job satisfaction in the work force must try to understand the
needs of each member of the work force.
For example, when creating work teams, managers can enhance worker satisfaction by placing
people with similar backgrounds, experiences, or needs in the same workgroup. Also, managers
can enhance job satisfaction by carefully matching workers with the type of work.
For example, a person who does not pay attention to detail would hardly make a good inspector,
and a shy worker is unlikely to be a good salesperson. As much as possible, managers should
match job tasks to employees' personalities.
Managers who are serious about the job satisfaction of workers can also take other deliberate
steps to create a stimulating work environment. One such step is job enrichment. Job enrichment
is a deliberate upgrading of responsibility, scope, and challenge in the work itself. Job
enrichment usually includes increased responsibility, recognition, and opportunities for growth,
learning, and achievement. Large companies that have used job-enrichment programs to increase
employee motivation and job satisfaction.
Good management has the potential for creating high morale, high productivity, and a sense of
purpose and meaning for the organization and its employees. Empirical findings show that job
characteristics such as pay, promotional opportunity, task clarity and significance, and skills
utilization, as well as organizational characteristics such as commitment and relationship with
supervisors and co-workers, have significant effects on job satisfaction. These job characteristics
can be carefully managed to enhance job satisfaction.
47
Of course, a worker who takes some responsibility for his or her job satisfaction will probably
find many more satisfying elements in the work environment. Everett (1995) suggests that
employees ask themselves the following questions:
When have I come closest to expressing my full potential in a work situation?
What did it look like?
What aspects of the workplace were most supportive?
What aspects of the work itself were most satisfying?
What did I learn from that experience that could be applied to the present situation?
48
Workers' Roles in Job Satisfaction

If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her
own satisfaction and well-being on the job. The following suggestions can help a worker find
personal job satisfaction:
Seek opportunities to demonstrate skills and talents. This often leads to more challenging work
and greater responsibilities, with attendant increases in pay and other recognition.
Develop excellent communication skills. Employers value and reward excellent reading,
listening, writing, and speaking skills.
Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently
and effectively. This will relieve boredom and often gets one noticed.
Demonstrate creativity and initiative. Qualities like these are valued by most organizations and
often result in recognition as well as in increased responsibilities and rewards.
Develop teamwork and people skills. A large part of job success is the ability to work well with
others to get the job done.
Accept the diversity in people. Accept people with their differences and their imperfections and
learn how to give and receive criticism constructively.
See the value in your work. Appreciating the significance of what one does can lead to
satisfaction with the work itself. This helps to give meaning to one's existence, thus playing a
vital role in job satisfaction.
Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques.
49

Assuring Job Satisfaction
Assuring job satisfaction, over the longterm, requires careful planning and effort both by
management and by workers. Managers are encouraged to consider such theories as
Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to a
stimulating, challenging, supportive, and rewarding work environment is vital. Because of the
relative prominence of pay in the reward system, it is very important that salaries be tied to job
responsibilities and that pay increases be tied to performance rather than seniority.
So, in essence, job satisfaction is a product of the events and conditions that people experience on
their jobs. Brief (1998) wrote: "If a person's work is interesting, her pay is fair, her promotional
opportunities are good, her supervisor is supportive, and her coworkers are friendly, then a
50
situational approach leads one to predict she is satisfied with her job" (p. 91). Very simply put, if
the pleasures associated with one's job outweigh the pains, there is some level of job satisfaction
MODEL OF JOB SATISFACTION











51

RESEARCH METHODOLOGY








52
RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be understood has a
science of studying how research is done scientifically. In it we study the various steps that all
generally adopted by a researcher in studying his research problem along with the logic behind
them.
The scope of research methodology is wider than that of research method.

Meaning of Research

Research is defined as a scientific & systematic search for pertinent information on a specific
topic. Research is an art of scientific investigation. Research is a systemized effort to gain new
knowledge. It is a careful inquiry especially through search for new facts in any branch of
knowledge. The search for knowledge through objective and systematic method of finding
solution to a problem is a research.

RESEARCH DESIGN

A research is the arrangement of the conditions for the collections and analysis of the data in a
manner that aims to combine relevance to the research purpose with economy in procedure. In
fact, the research is design is the conceptual structure within which research is conducted; it
constitutes the blue print of the collection, measurement and analysis of the data. As search the
design includes an outline of what the researcher will do from writing the hypothesis and its
operational implication to the final analysis of data.
53
The design is such studies must be rigid and not flexible and most focus attention on the
following 2;

Research Design can be categorized as:














The present study is exploratory in nature, as it seeks to discover ideas and insight to brig out
new relationship. Research design is flexible enough to provide opportunity for considering
different aspects of problem under study. It helps in bringing into focus some inherent weakness
in enterprise regarding which in depth study can be conducted by management.

DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is no means of
study. Data collection plays an important role in any study. It can be collected from various
sources. I have collected the data from two sources which are given below:
TYPES OF RESEARCH
DESIGN
EXPLORATORY
RESEARCH
DESIGN
DESCRIPTIVE
&
DIAGNOSTIC
RESEARCH
DESIGN
EXPERIMENTA
L RESEARCH
DESIGN
54
1. Primary Data
Personal Investigation
Observation Method
Information from correspondents
Information from superiors of the organization
2. Secondary Data
Published Sources such as Journals, Government Reports, Newspapers and Magazines etc.
Unpublished Sources such as Company Internal reports prepare by them given to their analyst &
trainees for investigation.
Websites like Accord official site, some other sites are also searched to find data.
55
Scope Of The Study
The scope of the study is very vital. Not only the Human Resource department can use the facts
and figures of the study but also the marketing and sales department can take benefits from the
findings of the study.
Scope for the sales department

The sales department can have fairly good idea about their employees,tat they are satisfied or
not.
Scope for the marketing department

The marketing department can use the figures indicating that they are putting their efforts to plan
their marketing strategies to achieve their targets or not.
Scope for personnel department

Some customers have the complaints or facing problems regarding the job. So the personnel
department can use the information to make efforts to avoid such complaints.
Sample Size :-
Questionnaire Is Filled By 100 Employees Of ACCORD Meerur.
The Questionnaire Was Filled In The Office And Vital Information Was Collected Which Was
Then Subjects To:-
A pilot survey was conducted before finalizing the questionnaire.
Data collection was also done with the help of personal observation.
After completion of survey the data was analyzed and conclusion was drawn.
At the end all information was compiled to complete the project report.

56






DATA ANALYSIS
&
INTERPRETATION





57
Table No: 1
Working hours are convenient for me
PERCENT
Strongly agree 34
Agree 32
Neither agree nor disagree 18
Disagree 13
Strongly disagree 3
TOTAL 100

CHART 1


Interpretation:
From the above chart and table it is clearly evident that 34% of the respondents strongly
agree that working hours are convenient from them and 32% agree with that and 18%
0
20
40
60
80
100
PERCENT
strongly agree
agree
neither agree nor disagree
disagree
strongly disagree
Total
58
neither agree nor disagree and 13% disagree with the working hours and 3% are strongly
against working hours.
Table No: 2
I'm happy with my work place
PERCENT
Strongly agree 30
Agree 39
Neither agree nor disagree 18
Disagree 8
Strongly disagree 5
100
Chart 2


Interpretation:
From the above table it is clear that 30% respondents strongly agree and 39% respondents
agree that they are happy with their work place only 13% disagreed and 18% have no idea
towards their work place.


0
20
40
60
80
100
percent
Strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
59
Table No: 3
I feel i have too much work to do

PERCENT
strongly agree 7
Agree 9
Neither agree nor disagree 25
Disagree 37
Strongly disagree 22
100
Chart 3



Interpretation:
From the above table it is quite clear that the work load is not
high, 37% of the respondents disagreed with the question I feel I have
too much work and another 22% strongly disagreed, 18% admits they
have too much work and 23% have no idea towards this question.


0
20
40
60
80
100
PERCENT
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
60
Table No: 4
Safety measures provided by the company

PERCENT
strongly agree 28
Agree 31
Neither agree nor disagree 24
Disagree 11
Strongly disagree 6
TOTAL 100

CHART 4

Interpretation:
From the above table it is evident that the safety measures provided by the organizations
are good as 28 and 31% of the respondents agree with that and only 11& 6% disagreed
and 24% neither agreed nor disagreed.

0
20
40
60
80
100
PERCENT
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
61
TABLE NO. 5
My relationship with my supervisor is cordial

PERCENT
strongly agree 30
Agree 41
Neither agree nor disagree 16
Disagree 6
Strongly disagree 7
TOTAL 100

CHART 5

Interpretation:
From the above table it is clear that relationship between employees and their supervisors
are cordial because 30% of respondents strongly agreed to it and 41% agreed to it and
only 13% disagreed and 16% of respondents have neither agreed nor disagreed.


0
20
40
60
80
100
PERCENT
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
62
TABLE NO 6
My supervisor is not partial

PERCENT
strongly agree 18
Agree 30
Neither agree nor disagree 15
Disagree 19
Strongly disagree 18
TOTAL 100
CHART 6
Interpretation:
From the above table it is evident that the supervisors are not partial to the employees as
18% strongly agreed and 30% agreed to the question but 19% disagreed and 18% strongly
disagreed this level is quite high compared to other questions.

0
20
40
60
80
100
PERCENT
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
63
TABLE NO 7
My supervisor considers my idea too while taking decision

PERCENT
strongly agree 26
Agree 43
Neither agree nor disagree 26
Disagree 2
Strongly disagree 3
TOTAL 100

CHART 7


Interpretation:
From the above table it is clear that 26 and 42% of the respondents agree that supervisors
consider their employees ideas also and only 5% disagreed and 26% neither agreed nor
disagreed.


0
20
40
60
80
100
PERCENT
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
64
TABLE NO 8
I'm satisfied with the support from my co-workers

PERCENT
strongly agree 21
Agree 47
Neither agree nor disagree 16
Disagree 9
Strongly disagree 7
TOTAL 100

CHART 8

Interpretation:
From the above table it is clear that relation with co-workers is
quite good as nearly 68% of the respondents agree that they are satisfied
with support from co-workers and only 15% disagreed and 16% have no
answer to this.

0
20
40
60
80
100
PERCENT
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
65
TABLE NO 9
People here have concern from one another and tend to help one another

PERCENT
strongly agree 26
Agree 41
Neither agree nor disagree 19
Disagree 9
Strongly disagree 5
TOTAL 100

CHART 9

Interpretation:
From the above table it is clear that in this organization people have concern over each
other as 26% strongly agreed and 41% agreed and only 14% disagreed and 19% neither
agreed nor disagreed.


0
20
40
60
80
100
PERCENT
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
66
TABLE NO 10
I'm satisfied with the refreshment facilities

PERCENT
strongly agree 26
Agree 20
Neither agree nor disagree 30
Disagree 15
Strongly disagree 9
TOTAL 100
CHART 10

Interpretation:
From the above table it is clear that 26% employees are strongly satisfied with the
refreshment facilities offered by the company as 15% of respondents disagreed and 9%
strongly disagreed and 30% neither agreed nor disagreed and only 20% agreed.


0
20
40
60
80
100
PERCENT
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
67
TABLE NO 11
We are provided with the rest and lunch room and they are good
PERCENT
strongly agree 16
Agree 34
Neither agree nor disagree 22
Disagree 20
Strongly disagree 8
TOTAL 100
CHART 11

Interpretation:
From the above table it is quite evident that 8% strongly disagreed and 20% of the
respondents disagreed and 22% neither agreed nor disagreed and only 50% of the
respondents are satisfied with the rest and lunch room provided.


0
20
40
60
80
100
PERCENT
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
68
TABLE NO 12
The parking space for our vehicles are satisfactory

PERCENT
strongly agree 4
Agree 9
Neither agree nor disagree 24
Disagree 32
Strongly disagree 31
TOTAL 100
CHART 12

Interpretation:
From the above table it is clear that respondents are not satisfied with the parking
facilities provided by the company as 31% of respondents strongly disagreed and 32% of
respondents disagreed and only 13% of respondents are satisfied with the parking
facilities and 24% have neither agreed nor disagreed.

0
20
40
60
80
100
PERCENT
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
69
Table no 13
I fell I'm paid a fair amount for the work i do
PERCENT
strongly agree 15
Agree 39
Neither agree nor disagree 25
Disagree 13
Strongly disagree 8
TOTAL 100
Chart 13

Interpretation:
From the above table it is evident that the respondents are satisfied with their salary as
39% agree and 15% strongly agree. Only `3% disagree and 8% strongly disagree, 25%
neither agree nor disagree.

0
20
40
60
80
100
percent
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
70
Table no 14
I'm satisfied with the chances for my promotion

PERCENT
strongly agree 27
Agree 43
Neither agree nor disagree 13
Disagree 9
Strongly disagree 8
TOTAL 100
Chart 14

Interpretation:
From the above table it is quite clear that employees are satisfied with their chances for
promotion as 43% agree and 27% strongly agree. Only 9% disagree and 8% strongly
disagree, 13% neither agree nor disagree.

strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
0
50
100
percent
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
71
Table no 15
I'm satisfied with the allowances provided by the organization
PERCENT
strongly agree 19
Agree 42
Neither agree nor disagree 21
Disagree 11
Strongly disagree 7
TOTAL 100

Chart 15


Interpretation:
From the above table it is clear that the employees are satisfied with the allowances and
other benefits provided by the organization as 42% agree and 19% strongly agree. Only
11% disagree and 7% strongly disagree, 21% neither agree nor disagree.

0
20
40
60
80
100
Frequency
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
72
TABLE NO 16
I feel my boss motivate me to achieve the organizational goals

PERCENT
strongly agree 11
Agree 33
Neither agree nor disagree 25
Disagree 22
Strongly disagree 9
TOTAL 100

CHART 16

Interpretation:
From the above table it is evident that employees boss are motivating to achieve
organizational goals as 33% agree and 11% strongly agree. 22% disagree this is quite
high compared to other factors and 9% strongly disagree and 25% neither agree nor
disagree.
0
20
40
60
80
100
PERCE3NT
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
73
TABLE NO 17
My supervisor motivates me to increase my efficiency at times when i'm not

PERCENT
strongly agree 18
Agree 44
Neither agree nor disagree 18
Disagree 13
Strongly disagree 7
TOTAL 100
CHART 17

Interpretation:
From the above table it is evident that employees boss motivates the employee when he is
unproductive and help him to be productive as 44% agree and 18% strongly agree. Only
7% strongly disagree and 7% disagree, 18% neither agree nor disagree.
.

strongly agree
Agree
neither agree nor
disagree
Disagree
strongly disagree
Total
0
50
100
PERCENT
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
74
TABLE NO 18
I feel that my job has little impact on the success of the company
PERCENT
strongly agree 35
Agree 40
Neither agree nor disagree 10
Disagree 9
Strongly disagree 6
TOTAL 100

Chart 18

Interpretation:
From the above chart it is clear that 75% respondents are think that they contribute in the
success of a company, 9% respondent disagree from the statement and 6% respondent
strongly disagree from the question.


0
20
40
60
80
100
PERCENT
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
75
Table no 19
Overall I'm satisfied with my job

PERCENT
strongly agree 28
Agree 35
Neither agree nor disagree 20
Disagree 12
Strongly disagree 5
TOTAL 100

Chart 19


Interpretation:
From the above table it is evident that Overall satisfactions of the respondents are good as
35% agree and 28% strongly agree. Only 5% strongly disagree and 12% disagree and
20% neither agree nor disagree.

0
20
40
60
80
100
percent
strongly agree
Agree
neither agree nor disagree
Disagree
strongly disagree
Total
76
FINDINGS

From the study, the researcher has come to know that most of the respondents have job
satisfaction; the management has taken the best efforts to maintain cordial relationship
with the employees. Due to the working conditions prevailing in this company, job
satisfaction of each respondent seems to be the maximum. From the study, I have come to
know that most of the employees were satisfied with the welfare measures provided by
Accord. The employees of Accord get more benefits compare to other companies.
The respondents are satisfied with the environment and nature of work factors .
The respondents relationship with the superiors and colleagues are quite good .
The Respondents are not provided with proper welfare facilities.
The communication and motivation of employees by their superiors in this
organization is reasonable.
The Pay and promotion activities in this organization is also good .
The Respondents are overall satisfied with their job
The Parking facilities provided by the organization are not good thats why most
respondents disagree with this question.
The refreshment facilities are also need to be improved

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SUGGESTION AND RECAMANDATION

In the organization most of employees are satisfied with all the facilities provided by
company. But there are some employees also who are not satisfied with the company.
Management should try to convert unsatisfied employees in to satisfied employees.
Because if employee is not satisfied than the he is not able to give his 100% to his work
and the productivity of employee decrease. So management should try to satisfied his
employees because employees are the assets of the company not a liabilities.

78
LIMITATIONS OF THE STUDY

Limitation are as follows-


Accord, Meerut is more, so sample size is limited by
100.


situation; they feared that management
would take any action against them

respondents sometime may subject to bias.

79
BIBLIOGRAPHY

BOOKS:

Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill
Publication Company Ltd.

Chhabra. , T. N. Human Resource Management, Dhanpat Rai $Co(P)Ltd. India, ninth
edition.

Kothari C.R., Research Methodology, New Delhi; New Age International
Publication, second edition.

Web-Site:-

www.Accordcom.com
www.google.com

80
ANNEXURE
Sir my name is Bhaviya Nidhi Shukla I am doing my MBA, for this you are requested to
please help me to fill this survey form
Questionnaire

A study on Job Satisfaction of Employees in ACCORD, Meerut
1. Name:

2. Age:
3. Gender: Male
Female
4. Designation..

Ques1- Working hours are convenient for me-
1 strongly agree 2 agree 3 neither agree nor disagree 4 disagree 5 strongly disagree

Ques2- I am happy with my work place-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques3- I feel I have too much work to do-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques4- Safety measures provided by the company are good-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques5- My relationship with my supervisor is cordial-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques6- My supervisor is not partial-
81
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques7- My supervisor consider my ideas while taking decision-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques8- I am satisfied with the support from my coworkers-
1. strongly agree 2. Agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques9- People here have concern from one another and tend to help-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques10- I am satisfied with the refreshment facility-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree


Ques11- We are provided with the rest and lunch room and they are good-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques12- The parking spaces for vehicles are satisfactory-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques13- I feel I am paid a fair amount for the work I do-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques14- I am satisfied with the chances for my promotion-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques15- I am satisfied with the allowances provided by the organization-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques16- I feel my boss motivate me to achieve the organizational goals-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree
82

Ques17- My supervisor motivate me to increase my efficiency at a time when I am not-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques18- I feel my job little impact on the success of the company-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

Ques19- Overall I am satisfied with my present job-
1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree