Job Satisfaction

An Analytical Study On Factors Of Job Satisfaction Of Employees
CHAPTER
INTRODUCTION
N.M.D. COLOLEGE
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JOB SATISFACTION
INTRODUCTION OF JOB SATISFACTION
Job satisfaction describes how happy an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Logic would dictate that the most satisfied (happy) employee should be the best performers and vice versa. This is called the "happy employee" hypothesis. A primary influence on job satisfaction is the application of Job design, which aims to enhance job satisfaction and performance using methods such as job rotation, job enlargement, job enrichment and job re-engineering. Other influences on satisfaction include management styles and culture, employee involvement, empowerment, and autonomous work position. Job satisfaction is a very important attribute and is frequently measured by organizations. Job satisfaction is the feelings people have about their jobs. Job satisfaction takes into account feelings, beliefs, and behaviors. Job satisfaction is an association of attitudes held by an organizations members. The way each employee responds towards their work is an indication of the commitment towards their employers.
DEFINITION OF JOB SATISFACTION

Simply Put, Job Satisfaction Is An Attitude People Have About Their Jobs. BEERS Defines Job Satisfaction As The Attitude Of Workers Towards The Company, Their Jobs, Their Fellow Workers And Other Psychological Objects In The Work Environment. LOCKE Defines Job Satisfaction A Pleasurable Or A Positive Emotional State Resulting From The Appraisal Of Ones Job Or Job Experience. N.M.D. COLOLEGE
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PERSONAL DETERMINANTS OF JOB SATISFACTION

As work is one of the necessary aspects of the total life experience of the individual, it becomes important to examine how his personal characteristics influence his job satisfaction. Personal characteristics refer to such bio-graphical variables as Age, Marital status, Education, Gender, Work experience and Income.
1) Age :
The relationship between age and job satisfaction could be complex. As the person would grow, he would get greater satisfaction with his job, particularly because of the experience and the ease with which he would be able to perform it.
2) Gender :
Gender is also one of the personal factor which has impact on job satisfaction , because male and female are having different working capability.
3) Marital status :
It is assumed that with the increasing responsibilities placed on an individual because of marriage, he would value his job little more than an unmarried employee.
4) Educational Qualification :
It is found that the higher the education, the higher was the job satisfaction and vice-versa.
5) Work Experience :
It shows that as a person reaches to period close towards retirement, his satisfaction level increases because of the lack of alternative opportunities available to him.
6) Family Size :
Research shows that there is no significant relationship between family size and job satisfaction.
7) Income :
The significance of income to the workers stated that higher income should lead to higher job satisfaction. N.M.D. COLOLEGE
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PERSONAL DETERMINANTS OF JOB SATISFACTION
Age Monthly Income Gender
Ability Requried For Perfoming Job
Personal Determinants Of Job Satisfaction
Educational Qualification
Family Type
Work Experience
Family Size
Material Status
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OTHER DETERMINANTS OF JOB SATISFACTION

1) THE WORK ITSELF :
The nature of the work performed by employees has a significant impact on their level of job satisfaction. Employees derive satisfaction from work that is interesting and challenging and a job that provides them with status It is advocated that work that is personally interesting to employees is likely to contribute to job satisfaction.
2) PAY :
Pay refers to the amount of financial compensation that an individual receives as well as the extent to which such compensation is perceived to be equitable. Employees seek pay systems that are perceived as just, unambiguous, and in line with their expectations. When pay is commensurate with job demands, individual skill level, and community pay standards , satisfaction is likely to be the result.
3) SUPERVISION :
Research indicates that the quality of the supervisor-subordinate relationship will have a significant, positive influence on the employees overall level of job satisfaction. Individuals are likely to have high levels of job satisfaction if superiors provide them with support and co-operation in completing their tasks.
4) PROMOTION :
An Employee opportunity for promotion is also likely to exert an influence on job satisfaction. Promotion provides opportunities for personal growth, increased responsibility, and increased social status.
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5) WORK GROUP :
Relationships with both co-workers and supervisors are important. Some studies have shown that the better the relationship, the greater the level of job satisfaction.
6) WORKING CONDITIONS : Working conditions is another factor that has a moderate impact on the employees job satisfaction. If people work in a clean, friendly environment they will find it easier to come to work. If the opposite should happen, they will find it difficult to accomplish tasks.
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CHAPTER
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ORGANIZATIONAL PROFILE
NAGAR PARISHAD GONDIA
The Nagar parishad of Gondia was established on 1 April 1920. Earlier there were only ten ward members, but now it has increased to forty members. Seth Ramprasad Agarwal was the first president of Gondia, while the first CO was G V Kanhe. At that time, the population of Gondia was only 20,000, but now it has increased to above 150,000. The area of Gondia is 18 sq km. In 1949, the area of the city was increased according to CP & Berar, but after that there has been no increase in the area of the city despite the increase in the population. Gondia has seen 20 Presidents, and 13 times the work of Nagarparishad was under administration. The longest serving President of Gondia Municipal Council is Shri. Manoharbhai Patel and after him Shri Ramnath Asekar was president for 11 years.
HISTORY
According to Census of India, 1991, there are 3255 Urban Local Bodies (ULB)s in the country; classified into four major categories of 1. 2. 3. 4. Municipal Corporation Municipalities (Municipal Council, Municipal Board, Municipal Committee) Town Area Committee Notified Area Committee
The municipal corporations and municipalities are fully representative bodies, while the notified area committees and town area committees are either fully or partially nominated bodies. As per the Indian Constitution, 74th Amendment Act of 1992, the latter two categories of towns are to be designated as municipalities or nagar panchayats with elected bodies. [1] Until the amendments in state municipal legislations, which were mostly made in 1994, municipal authorities were organized on a Latin: ultra vires (beyond the authority) basis and the state governments were free to extend or control the functional sphere through executive decisions without an amendment to the legislative provisions. After the 74th Amendment was enacted there are only three categories of urban local bodies:
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PURPOSE
The purpose of municipal governance and strategic urban planning in a country is to create effective, responsive, democratic, transparent, accountable local governance framework organized according to a rational structure that promotes responsiveness and accountability; to provide responsive policy guidance and assistance to subnational entities; to strengthen the legal, fiscal, economic and service delivery functions of municipalities ; and to foster greater citizen participation in the governance of local bodies.
DUTIES OF NAGAR PARISHAD

Pest Control Collection Of Property Taxes Hygiene Road & bridge Construction public health public safety, public infrastructure Water supply, Sewerage Sanitation Education, recreation Building regulations Birth registration Death certificate Fire protection, Street lighting Town planning Family planning
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GONDIA CITY
Gondia, or Gondiya (Marathi: ), is a city in the state of Maharashtra in Central India, and is the administrative headquarters of the Gondia District. Gondia is also known as Rice City due to the abundance of rice mills in the area. It is a very important city in the Vidarbha region. Gondia is very close to the state of Madhya Pradesh, and is considered the gateway to Maharashtra from Central and Eastern India.There are large number of rice mills and some small scale tobacco industries. In ancient time, this region was ruled over by Gond kings. The rich dense forest reflects the cultur of Gond people the main business at that time was to collect lak (sealing wax) from Palas tree and Gum from Babul tree, Gum is called as Gond in Hindi, therefore the name Gondia is tagged to the place.
GONDIA MUNICIPALITY
The Nagar parishad of Gondia was established on 1 April 1920. Earlier there were only ten ward members, but now it has increased to forty members. Seth Ramprasad Agarwal was the first president of Gondia, while the first CO was G V Kanhe. At that time, the population of Gondia was only 20,000, but now it has increased to above 150,000. The area of Gondia is 18 sq km. In 1949, the area of the city was increased according to CP & Berar, but after that there has been no increase in the area of the city despite the increase in the population. Gondia has seen 20 Presidents, and 13 times the work of Nagarparishad was under administration. The longest serving President of Gondia Municipal Council is Shri. Manoharbhai Patel and after him Shri Ramnath Asekar was president for 11 years.
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RESPONSIBILITIES
The municipal bodies of India are vested with a long list of functions delegated to them by the state governments under the municipal legislation. These functions broadly relate to public health, welfare, regulatory functions, public safety, public infrastructure works, and development activities. Public health includes Water supply, Sewerage and Sanitation, eradication of communicable diseases etc.; welfare includes public facilities such as Education, recreation, etc.; regulatory functions related to prescribing and enforcing Building regulations, encroachments on public land, Birth registration and Death certificate, etc.; public safety includes Fire protection, Street lighting, etc.; public works measures such as construction and maintenance of inner city roads, etc.; and development functions related to Town planning and development of commercial markets. In addition to the legally assigned functions, the sectoral departments of the state government often assign unilaterally, and on an agency basis, various functions such as Family planning, Nutrition and slum improvement, disease and Epidemic control, etc. The Twelfth Schedule of Constitution (Article 243 w) provides an illustrative list of eighteen functions, that may be entrusted to the municipalities. Besides the traditional core functions of municipalities, it also includes development functions like planning for Economic development and Social justice, urban poverty alleviation programs and promotion of cultural, educational and aesthetic aspects. However, conformity legislation enacted by the state governments indicate wide variations in this regard. Whereas Bihar, Gujarat, Himachal Pradesh, Haryana, Manipur, Punjab and Rajasthan have included all the functions as enlisted in the Twelfth Schedule in their amended state municipal laws, Andhra Pradesh has not made any changes in the existing list of municipal functions. Karnataka, Kerala, Madhya Pradesh, Maharashtra, Odisha, Tamil Nadu, Uttar Pradesh and West Bengal states have amended their municipal laws to add additional functions in the list of municipal functions as suggested in the twelfth schedule. There is a lot of difference in the assignment of obligatory and discretionary functions to the municipal bodies among the states. Whereas functions like planning for the social and economic development, urban forestry and protection of the environment and promotion of ecological aspects are obligatory functions for the municipalities of Maharashtra, in Karnataka these are discretionary functions. Provision of water supply and sewerage in several states has either been taken over by the state governments or transferred to state agencies. For example in Tamil Nadu, Madhya Pradesh and Gujarat, water supply and sewerage works are being carried out by the state level Public Health Engineering Department or Water Supply and Sewerage Boards, while liability for repayment of loans and maintenance are with the municipalities. Besides these state level agencies, City Improvement Trusts and Urban Development Authorities, like Delhi Development Authority (DDA), have been set up in N.M.D. COLOLEGE
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An Analytical Study On Factors Of Job Satisfaction Of Employees a number of cities. These agencies usually undertake land acquisition and development works, and take up remunerative projects such as markets and commercial complexes, etc. The Municipal bodies in most cases have been left only with the functions of garbage collection, garbage disposal, street lighting, construction and maintenance of roads, etc. In terms of fiscal federalism, functions whose benefits largely confine to municipal jurisdictions and may be termed as the essentially municipal functions. Similarly, functions that involve substantial economics of scale or are of national interest may not be assigned to small local bodies. For valid reasons, certain functions of higher authorities are appropriate to be entrusted with the Municipalities as if under principalagent contracts and may be called agency functions that need to be financed by intergovernmental revenues. Thus instead of continuing the traditional distinction between obligatory and discretionary functions the municipal responsibilities may be grouped into essentially municipal, joint and agency functions.
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SUGGESTED MUNICIPAL FUNCTIONS

The suggested functions to municipal corporations, municipalities and nagar panchayats are listed in the table below. ESSENTIALLY MUNICIPAL FUNCTIONS
MUNICIPAL CORPORATION
MUNICIPAL COUNCIL
NAGAR PARISHAD
Urban planning including town planning
Yes
Yes
Yes
Regulation of land-use and construction of buildings
Yes
Yes
Yes
Planning for economic and social development
Yes
Yes
Yes
Roads and bridges
Yes
Yes
Yes
Water supply domestic, Industrial and commercial Yes purposes
Yes
Yes
Public health, sanitation, conservancy and solid waste management
Yes
Yes
Yes
Fire services
Yes
Yes
No
Urban forestry
Yes
Yes
Yes
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Preventive Health Care
Yes
Yes
Yes
Provision of urban amenities and facilities such as parks, gardens, playgrounds
Yes
Yes
Yes
Burials and burial grounds, cremations, cremation ghats/grounds and electric crematoria
Yes
Yes
Yes
Cattle pounds, prevention Yes of cruelty to animals
Yes
Yes
Vital statistics including registration of births and deaths
Yes
Yes
Yes
Street lighting
Yes
Yes
Yes
Parking lots, bus stops and public conveniences
Yes
Yes
Yes
Regulation of slaughter houses and tanneries
Yes
Yes
Yes
Slum improvement and up gradation
Yes
Yes
Yes
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AGENCY FUNCTIONS
Protection of the environment and promotion of ecological aspects
Yes
Yes
Yes
Safeguarding the interests of weaker sections of society, including the handicapped and the mentally retarded
Yes
Yes
Yes
Urban poverty alleviation
Yes
Yes
Yes
Promotion of cultural, education and aesthetic aspects
Yes
Yes
Yes
Primary Education
Yes
Yes
yes
Primary Health Care
Yes
Yes yes
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CHAPTER
RESEARCH METHODOLOGY
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RESEARCH METHODOLOGY
RESEARCH
Research is a systematized effort to gain new knowledge. For carrying out a research or study different methodologies are applied which have their own Pros and Cons. Methodology is the systematic procedure to reach to the conclusion part of the study.
METHOD OF SAMPLING
Simple Random Sampling is used. Sample Size : Total 30 samples were selected.
COLLECTION OF DATA
The primary data collected from employees of the company with the help of Personal Interview by using Structured Questionnaire and Observation method. Also the personal interview conducted with HR manager to discuss some policy matters of company and workers related issues. The sources for Secondary data are Internet; brochures of the company. Paper Based Sources :In paper based sources books were included. Electronic sources: In this sources, help of internet was taken.
ANALYSIS OF DATA
Data collected through above said method and data analysis has been done through proper tools like Microsoft Excel. Descriptive analysis with the help of Charts, Graphs, Tables etc. .
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RESEARCH TABLE
Universe Sample unit Sample size NAGAR PARISHAD office, Gondia. Employees 30 employees
Research type
Analytical
Sampling plan
Random sampling
Statistical scale
Rating and Ranking scale
Collection of data:-
1. Primary data
Though questionnaire filled by 30 employees
2. Secondary data
Internet and Books
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OBJECTIVES
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OBJECTIVES
One of the Principles of management is that all the work performed in an organization should, in some way, directly or indirectly contribute to the objectives of that organization. These means that determination of objectives, purpose or goal is of prime importance and is a prerequisite to the solution of most management problems. The same is the case in this study also. These following objectives are formulated as guiding principle of study.
OBJECTIVE OF THE STUDY
To study the behavior of employees towards their company. To study the Job Security of employees provided by the company. To study the employees Welfare Facilities provided by the company. To study the Employees and Management Relationship in the company. To study various factors affecting the Job Satisfaction of employees in Organization. To identify the most important and least important factors of Job Satisfaction among the employees.
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HYPOTHESIS OF THE STUDY

Hypothesis is considered as a main instrument in research. It stands for the midpoint in the research. Hypothesis is the productive statement capable of being tested by scientific method that related to independent variable to some dependent variable. It is the proposed assumption, explanation, supposition or solution to be proved or disproved. Hypothesis gives us guideline for an investigation to be carried out on the basis of previous available information. The use of a hypothesis thus prevents a blind search and indiscriminate gathering of data which may later prove irrelevant to the problem under study. For the purpose of our study the following hypothesis, are formulated:-
1. Welfare facilities are the most important factor of the job satisfaction. 2. Salary plays an important role for employee Job Satisfaction.
3. Working Environment of organization plays a vital role in Job
Satisfaction.
H1
Welfare facilities are the most important factor of the job satisfaction.
H2
H3
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Salary plays an important role for employee Job Satisfaction.
Working Environment of organization plays a vital role in Job Satisfaction.
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CHAPTER: 6 DATA ANALYSIS AND INTERPRETATION
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PART A
1. Age of Respondents
Age No. Of Respondents Percentage % 18-35 yrs 6 20% 36-55 yrs 21 70% 56 yrs & Above 3 10% Total 30 100%
AGE GROUP
10%
20%
18-35 yrs 36-55 yrs 70%
56 yrs & Above
Interpretation
From the above graph, it is interpreted that 70% of respondents belongs to 36-55 yrs. 20% respondents belongs to 18-55 yrs and few are belongs 56 yrs &above of age group.
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2. Respondents Gender
Gender No. Of Respondents Percentage %
Male 21 70%
Female 9 30%
Total 30 100%
GENDER
30%
Male 70%
Female
Interpretation
According to the graph, most of the respondents i.e. more than 70% are Males, only few are Females.
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3. Educational Qualification
Educational Qualification No. Of Respondents Percentage % Post Graduate 6 20%
S.S.C. 9 30%
H.S.C. 6 20%
Graduate 9 30%
Total 30 100%
EDUCATIONAL QUALIFICATION
0% 30% Upto 1 year 60% 10% 1-5 Years 5-10 Years More Than 10 Years
Interpretation
From above Bar graph, 30% of respondents are Graduate, 20% of respondents are H.S.C passed, 30% of respondents are S.S.C passed, while remaining are Post graduate (i.e.20%)
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4. Work Experience of Respondents

Upto 1 year 0 0% 1-5 Years 9 30%
Work Experience No. Of Respondents Percentage %
5-10 Years 3 10%
More Than 10 Years 18 60%
Total 30 100%
WORK EXPERIENCE
0% 30% Upto 1 year 60% 10% 1-5 Years 5-10 Years More Than 10 Years
Interpretation
From the graph shown above, Maximum no. of respondents has a work experience of 5-10yrs.And more than 60% of respondents has a work experience of more than 10 yrs, while the rest has 1-5yrs of experience.
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5. Marital Status of Respondents
Marital Status No. Of Respondents Percentage %
Married 24 80%
Unmarried 6 20%
Total 30 100%
MARTIAL STATUS
20%
Married Unmarried 80%
Interpretation
According to the graph, more than 80% of respondents are Married and only 20% of respondents are Unmarried.
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6. Family Size of Respondents
Family Size No. Of Respondents Percentage %
1-3 Persons 18 60%
4-7 Persons 9 30%
Above 7 Person 3 10%
Total 30 100%
FAMILY SIZE
10%
30%
1-3 Persons
60%
4-7 Persons Above 7 Person
Interpretation
As per graph it is shown that, 60% of respondents belongs to 1-3 Members as Family size, 30% of respondents belongs to 4-7 members as Family size, apart from that remaining belongs to more than 7 members as Family size. N.M.D. COLOLEGE
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7. Ability required for Performing Job

Mental Ability 15 50%
Ability No. Of Respondents Percentage %
Physical Ability 10 33%
Mental & Physical Ability 5 17%
Total 30 100%
ABILITY
17%
50% Mental Ability 33% Physical Abilty Mental & Physical Ability
Interpretation
According to graph, 50% of respondents requires mental ability to perform the work, and more than 30% of respondents requires only physical ability to perform the work,. While remaining requires either mental or physical ability to perform the work.
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8. Family Type of Respondents

Family Type No. Of Respondents Percentage % Nuclear Family 22 73% Joint Family 8 27% Total 30 100%
FAMILY TYPE
27%
Nuclear Family 73% Joint Family
Interpretation
As per graph, 73% of respondents belongs to nuclear family, while remaining belongs to joint family.
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9. Income of Respondents
21000 & Above 18 60%
Income No. Of Respondents Percentage %
3000-9000 6 20%
9000-15000 3 10%
15000-21000 3 10%
Total 30 100%
INCOME
20% 3000-9000 9000-15000 10% 15000-21000 21000 & Above
10% 60%
Interpretation
As per the graph shown above, more than 20% of respondents belongs to Rs. 3000-9000 of income group, while 10% of respondents belongs to Rs. 21000 & above of income group and very few belongs to Rs. 9000-15000 or 15000-21000 income group.
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PART B
1. Working conditions in your organizations
WORKING CONDITIONS
0% 10% 30% Highly Satisfied Satisfied 50% 10% Average Dissatisfied Highly Dissatified
Interpretation
According to the graph, more than 85% of respondents are Satisfied and remaining are Not Satisfied with Working conditions in Organization.
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2. Work Load Assigned to Employees
WORK LOAD
0% 10%
30%
Highly Satisfied Satisfied 50% 10% Average Dissatisfied Highly Dissatified
Interpretation
As per graph, 30% of respondents are Highly Satisfied and 60% of respondents are Satisfied while remaining are Not Satisfied with work load.
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3. Relationship with Peers and Subordinates
RELATIONSHIP
Interpretation
From the above graph, It is shown that maximum no. of respondents are Satisfied and only 3% of respondents are not Satisfied with respect to their relationship with Peers and Subordinates.
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4. Nature of Work in Organization
NATURE OF WORK
0% 10% 30% Highly Satisfied
Satisfied
50% 10% Average Dissatisfied Highly Dissatified
Interpretation As per graph, 90% of respondents are Satisfied while 10% of respondent are Dissatisfied with Nature of Work in Organization.
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5. Growth and Development of Employees
GROWTH & DEVELPOMENT
Interpretation Above graph shows that, more than 85% of respondents are Satisfied and 10% of respondents are Not Satisfied with respect to Growth and Development opportunities for employees.
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6. Feedback given by Superiors
FEEDBACK
0% 10% 30% Highly Satisfied Satisfied 50% 10%
Average
Dissatisfied Highly Dissatified
Interpretation
As shown in graph, 100% of respondents are Agree, while no one is dis agree with the superior's feedback given to them for improving their performance.
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7. Work Culture followed in Company
WORK CULTURE
Interpretation
According to the graph, 70% of respondents are Satisfied , and 10% of respondents are Dissatisfied with the work culture followed in company. .
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8. Feel of Social Status because of Job
SOCIAL STATUS
Interpretation
As per bar graph shown above, only 20% of respondents are Highly Satisfied, 50% of respondents are satisfied, 30% of respondents are at Averagely satisfied. No one is
dissatisfied with regards to feel of social status because of job.
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9. Welfare Facilities provided by Organization
WELFARE FACILITIES
Interpretation According to graph, only 3% of respondents are Not Satisfied, while all the other respondents are Satisfied with the welfare facilities provided by organization.
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10.
Autonomy given to you in Organization
AUTONOMY
Interpretation As per graph, 90% of respondents are Satisfied and remaining are Not Satisfied with respect to autonomy for work in organization.
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An Analytical Study On Factors Of Job Satisfaction Of Employees 11. Payments and Wages provided by Organization
PAYMENTS & WAGES
Interpretation Above graph shows that , More than 95% of respondents are Satisfied and very rare respondents are Not Satisfied with the Payments and Wages provided by Company.
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12. Rewards and Benefits system followed by Organization
REWARDS & BENEFITS
Interpretation
As per graph, more than 90% of respondents are Satisfied while only 3% of respondents are Not Satisfied with Rewards and Benefits system followed by organization. N.M.D. COLOLEGE
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13.
Supervision done by Superiors
SUPERVISION
Interpretation
As per the above graph, 80% of respondents are Satisfied, 10% of respondents are Averagely Satisfied and 10% of respondents are highly satisfied with the Supervision done by Superiors.
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14.
Emotional Bonding with Organization
EMOTIONAL BONDING
0% 10% 30% Highly Satisfied Satisfied Average 50% 10% Dissatisfied Highly Dissatified
Interpretation
According to the above graph, 70% of respondents are Satisfied, while on the other hand 30% of respondents are Not Satisfied by their Emotional bonding with the Organization.
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15.
Impact of Psychological Factors on Job
PSYCHOLOGICAL FACTORS
0% 10% 30% Highly Satisfied Satisfied 50% 10% Average
Dissatisfied
Highly Dissatified
Interpretation
As per the above graph, 30% of respondents are Highly Satisfied and 10% of respondents Satisfied and the 50% of respondents are Averagely Satisfied with regards to impact of Psychological factors on their Job Satisfaction. While 10% are dissatisfied. N.M.D. COLOLEGE
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INTERPRETATION
WELFARE FACILITIES
From the above graphs it can be interpretated that the welfare facilities are most important determinant for the employees. While the payment & wages and the working environment is least important determinant.
PAYMENTS & WAGES
WORKING ENVIRONMENT
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HYPOTHESIS TESTING
.
H1 Welfare facilities are the most important factor of the Job Satisfaction
According to our Data Interpretation & Analysis, it is shown that Welfare Facilities are the most important factor of the job satisfaction and the Company provides all the welfare facilities to the Employees. So, the Hypothesis (H1) is retained.
H2 Salary plays an important role for employees Job Satisfaction

According to Data Interpretation and Analysis, 90% of respondents are satisfied with the payments and wages provided by the company, this states that Salary plays an important role for employees job satisfaction. So, the Hypothesis (H2) is retained.
H3 Salary plays an important role for employees Job Satisfaction

Accoding to our Data Interpretation & Analysis, it is find that the maximum number of respondents are satisfied with the working environment of the organization, hence it is conculed that the Working Enviornment Of Organization plays an important role in Job Satisfaction. so, the hypothesis (H3) is retained.
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CHAPTER
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CONCLUSIONS
The Welfare Facilities provided by the company were very much favorable to the employees. The employee working in the organization is well aware with responsibilities work and work load assigned to them.
The employees working in the company were not only satisfied with Working Conditions and Supervision done by their Superiors but also with the Relationship of them with their Peers & Subordinates.
Company also takes care regarding the Growth & Development of the employees.
The employees were happy with the Social status feel by them.
The employees working in the company were not much satisfied with the Payment and Wages provided to them. Feedback given by superiors doesnt plays an important role in improving their performance.
Employees have developed Emotional bond with their company.
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SUGGESTIONS
The Organization should provide better Enhancement Techniques for employees. Training Facilities and Skills
Job Rotation of workers should be done at least once in a year because workers feel boredom by doing same type of work.
Overtime Allowance should be given to employees, when the work load is very high during month end. The organization should appraise the employees for their Achievement, so that their satisfaction level should increase and they can do even better.
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LIMITATIONS
The major limitation of the study was, very few departments had been given to visit.
The workers were hesitating to give exact responses.
Another limitation was Time Constraint, because of which proper interaction with the Respondents did not possible.
Lack of Supervision and Proper Guidance was not provided during the study.
The Management did not agree to disclose all the confidential data.
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APPENDIX
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APPENDIX
QUESTIONNAIRES PART A
PERSONAL INFORMATION (select any one option from the following) 1. Name Of the employee.. 2. Age. a. 18-35 yrs. b. 36-55 yrs. c. 56 yrs and above. 3. Gender. a. Male b. Female 4. Educational Qualification. a. S.S.C. b. Higher Secondary (H.S.C.) c. Graduate d. Diploma Course e. Post Graduate 5. Work Experience. a. Upto 1 year b. 1- 5 years c. 5-10 years d. More than 10 years
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An Analytical Study On Factors Of Job Satisfaction Of Employees 6. Marital Status. a. Married b. Unmarried 7. Family Size. a. 1-3 b. 4-7 c. More than 7 8. Ability required for Performing job. a. Mental Ability b. Physical Ability c. Interpersonal ability d. Mental & Physical ability e. Mental & Interpersonal ability 9. Family Type. a. Nuclear family b. Joint family 10. Monthly Income (Rs) a. 3000 -9000 b. 9000 15000 c. 15000 21000 d. 21000 and above
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PART B
Fixed Responses (select any one option from the following)
1. Are you satisfied with the rewards and benefits system followed by your organization? a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly dissatisfied 2. Are you satisfied with the work culture followed in your Company? a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly dissatisfied 3. Are you satisfied with the working conditions in your organization? a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly dissatisfied
4. Is there any impact of Psychological factors on your Job satisfaction? a. Definitely Yes b. Probably Yes c. Not Sure d. Probably No e. Definitely No
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An Analytical Study On Factors Of Job Satisfaction Of Employees 5. Does the Company takes care regarding Growth and Development of the Employees. a. Definitely Yes b. Probably Yes c. Not Sure d. Probably No e. Definitely No 6. Comment: Feedback given by your superior plays an important role in improving your performance. a. Strongly Agree b. Agree c. Neutral d. Disagree e. Strongly Disagree
7. Do you have any emotional bonding with the organization? a. Definitely Yes b. Probably Yes c. Not Sure d. Probably No e. Definitely No
8. Your satisfaction level with regards to Supervision done by your superiors in your organization. a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly dissatisfied 9. Your satisfaction level with respect to relationship with your peers and subordinates. (Work Group) a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly dissatisfied
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An Analytical Study On Factors Of Job Satisfaction Of Employees 10. Your satisfaction level with respect to suitability of work load assigned to you in your organization. a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly dissatisfied f. 11. Are you satisfied with the nature of work in your organization. a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly dissatisfied 12. Your satisfaction level with regards to feel of social status because of your job. a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly dissatisfied
13. Are you satisfied with the welfare facilities provided by your organization. a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly dissatisfied 14. Your satisfaction level with respect to the autonomy given to you in your organization. a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly dissatisfied
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15. Are you satisfied with the payments and wages provided to you in your organization? a. Highly Satisfied b. Satisfied c. Average d. Dissatisfied e. Highly dissatisfied
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BIBLOGRAPHY
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BIBLOGRAPHY
Reference Books :-
Introduction to Management Principles of Management
- Fred Luthans - Edwin B.Flippo
Organizational Behavior
- Keith Davis
Organizational Behavior Human Resource Development and Management Business Research Method
- Stephen P.Robbins
- A.M.Sheikh
- William Zikmund Seventh Edition
Websites :www.google.com www.wikipedia.com
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An Analytical Study On Factors Of Job Satisfaction Of Employees

An Analytical Study On Factors Of Job Satisfaction Of Employees

DEFINITION OF JOB SATISFACTION

An Analytical Study On Factors Of Job Satisfaction Of Employees

An Analytical Study On Factors Of Job Satisfaction Of Employees

PERSONAL DETERMINANTS OF JOB SATISFACTION

An Analytical Study On Factors Of Job Satisfaction Of Employees

PERSONAL DETERMINANTS OF JOB SATISFACTION

Age Monthly Income Gender

Ability Requried For Perfoming Job

Personal Determinants Of Job Satisfaction

An Analytical Study On Factors Of Job Satisfaction Of Employees

OTHER DETERMINANTS OF JOB SATISFACTION

An Analytical Study On Factors Of Job Satisfaction Of Employees

An Analytical Study On Factors Of Job Satisfaction Of Employees

An Analytical Study On Factors Of Job Satisfaction Of Employees

An Analytical Study On Factors Of Job Satisfaction Of Employees

An Analytical Study On Factors Of Job Satisfaction Of Employees

DUTIES OF NAGAR PARISHAD

An Analytical Study On Factors Of Job Satisfaction Of Employees

An Analytical Study On Factors Of Job Satisfaction Of Employees

An Analytical Study On Factors Of Job Satisfaction Of Employees

SUGGESTED MUNICIPAL FUNCTIONS

Urban planning including town planning

Regulation of land-use and construction of buildings

Planning for economic and social development

Roads and bridges

Water supply domestic, Industrial and commercial Yes purposes

Public health, sanitation, conservancy and solid waste management

An Analytical Study On Factors Of Job Satisfaction Of Employees

Preventive Health Care

Provision of urban amenities and facilities such as parks, gardens, playgrounds

Cattle pounds, prevention Yes of cruelty to animals

Vital statistics including registration of births and deaths

Parking lots, bus stops and public conveniences

Regulation of slaughter houses and tanneries

Slum improvement and up gradation

An Analytical Study On Factors Of Job Satisfaction Of Employees

Protection of the environment and promotion of ecological aspects

Urban poverty alleviation

Promotion of cultural, education and aesthetic aspects

Primary Health Care

An Analytical Study On Factors Of Job Satisfaction Of Employees

An Analytical Study On Factors Of Job Satisfaction Of Employees

An Analytical Study On Factors Of Job Satisfaction Of Employees

Rating and Ranking scale

Though questionnaire filled by 30 employees

Internet and Books

An Analytical Study On Factors Of Job Satisfaction Of Employees

An Analytical Study On Factors Of Job Satisfaction Of Employees

OBJECTIVE OF THE STUDY

An Analytical Study On Factors Of Job Satisfaction Of Employees

An Analytical Study On Factors Of Job Satisfaction Of Employees

HYPOTHESIS OF THE STUDY

Salary plays an important role for employee Job Satisfaction.

Working Environment of organization plays a vital role in Job Satisfaction.

An Analytical Study On Factors Of Job Satisfaction Of Employees

CHAPTER: 6 DATA ANALYSIS AND INTERPRETATION

An Analytical Study On Factors Of Job Satisfaction Of Employees

18-35 yrs 36-55 yrs 70%

56 yrs & Above

An Analytical Study On Factors Of Job Satisfaction Of Employees

Gender No. Of Respondents Percentage %