A

PROJECT REPORT

ON

The Study on Job Satisfaction among employees

For
Bhailal Amin General Hospital

Submitted to
C K SHAH VIJAPURWALA INSTITUTE OF MANAGEMENT

IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE

AWARD FOR THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION

Under
Gujarat Technological University

UNDER THE GUIDANCE OF

Faculty Guide Company Guide

Ms. Ranjita Banerjee Ms.Trupti Shetty
Asst.Professor HR Executive

Submitted by
ROSHNI GILL
Enrollment No.:157050592025

M.B.ASEMESTER III
C K Shah Vijapurwala Institute of Management
M.B.A.PROGRAMME
Affiliated to
Gujarat Technological University
Ahmedabad
July 2016

1
 PREFACE

Human being enters the whole world with a raw brain and mind. Until he
works out with his imagination, he cannot reach the soaring heights of
success. Study of management will be worthwhile only if it is coupled with
practical studies and imagination power.

The important characteristics of BAGH is providing Quality health care

services,24x7 emergency services ,and make the hospital a benchmark for
patients. So, employer wants 100% commitment from employee. Because of
the challenging market and less labor turnover the hierarchical control has
been changed into horizontal organizational structures.

We have heard the famous saying Experience is the best teacher. On

completion of this project I could really feel the depth of the meaning
conveyed by the saying. As a student of MBA we have studied only theoretical
portion in the classroom, but after taking up this project work, I have
understood very well, the management practices experience in its fullest
sense.

Professionalism of management is very necessary. Therefore industrial

training is to make us more intelligent in the competitive market. Moreover,
such visit provides us an opportunity to interact with people who work in those
units, and get some practical experience about their work and working
condition.

The knowledge which I got at Bhailal Amin General Hospital (BAGH) one of
the best hospitals in town has given me sufficient knowledge to fill the gap
between theoretical and practical knowledge. To read the story of a play and
practically doing it has same difference that is between the study in the
classroom and practically seen there.

I had a chance of learning many practical approaches. I had a great

opportunity to interact with different departments. I have learnt many aspects
2
required to mold the personality of a management student which is not taught
in any class.

ACKNOWLEDGEMENT

It is a matter of extreme pleasure and satisfaction for me to present this

project report namely The Job Satisfaction among Employees" As this
project needs many checks and validations so I have tried my level best to
make it easy to understand. I heartily thank Bhailal Amin General Hospital for
giving me an opportunity to carry out my summer project in well esteemed and
diversified organization.

Words often fail to express ones inner feeling of indebtedness to ones

benefactors. In fact words are not proper media for this purpose.

I owe a debt of gratitude to Ms.Trupti Shetty (HR executive), Ms. Manju Raina
(Sr.HR Manager) and to the entire staff of HR team of Bhailal Amin General
Hospital for the wonderful work environment.

I would like to take this opportunity to express my sincerest deep gratitude to

our director, Prof.Dr. Rajesh Khajuria and my faculty guide Prof. Ranjita
Banerjee for their immense help and guidance and valuable suggestions
during the entire project work.

3
 DECLARATION

I, Roshni Gill, hereby declare that the report for Summer Training Project
entitled The Study on Job satisfaction among employees in Bhailal Amin
General Hospital is a result of my own work and my indebtedness to other
work publications, references, if any, have been duly acknowledged.

Place: Vadodara

Date: Roshni
Gill

4
 TABLE OF CONTENTS

PAGE
SR. NO. PARTICULARS
NOS.
PART I GENERAL INFORMATION 8
1 1.1 History & Evolution 9
1.2 World Market 11
1.3 Indian Market 16
1.4 Growth of the hospital 17
2 2.1 About major hospitals 18-22
3 3.1 Major services of Bhailal Amin General Hospital 23-28
PART II PRIMARY STUDY 31
4 4.1 Introduction of the Study 32
4.2 Literature Review 33
4.3 Background of the Study 36
4.4 Problem Statement and Importance of the Study 40
4.5 Objectives of the Study 40
4.6 Hypothesis 40
5 Research Methodology 44
5.1 Research Design
5.2 Source/s of Data
5.3 Data Collection Method
5.4 Population
5.5 Sampling Method
5.6 Sampling Frame
5.7 Date Collection Instrument
6 Data Analysis and Interpretation 45-64
7 Results and Findings 65-67
8 Limitations of the Study 68-69
9 Conclusion/Suggestions 70-71
10 Annexure 72-73
11 Bibliography 74-75

5
 LIST OF TABLES
SR. GRAPH
TABLE PAGE
NO. PARTICULARS NOS.
NOS. NOS.
1 Demographic Details 6.1 6.1 43-44
2 I am happy with my work place. 6.2 6.2 45

3 Working hours are convenient for me. 6.3 6.3 46

4 I feel I have too much work to do. 6.4 6.4 47

5 Safety measures provided by the Hospital are good. 6.5 6.5 48

6 My relationship with my supervisor is cordial. 6.6 6.6 49

7 My senior is not partial. 6.7 6.7 50

8 My senior considers my ideas while taking decision. 6.8 6.8 51

9 I am satisfied with the support I get from my 6.9 6.9 52

coworkers.

10 People here have concern from one another and 6.10 6.10 53
tend to help.

11 The parking spaces for vehicles are satisfactory. 6.11 6.11 54

12 I feel I am paid a fairly amount for the work I do. 6.12 6.12 55

13 I am satisfied with the chances for my promotion. 6.13 6.13 56

14 I am satisfied with the canteen facilities provided by 6.14 6.14 57
the Hospital

15 My senior motivates me to work better 6.15 6.15 58

16 I feel my job little impact on the success of the 6.16 6.16 59
company.

17 I am happy with Medicinal facilities provided to 6.17 6.17 60

Employees at BAGH.

18 I am satisfied with the sports facilities. 6.18 6.18 61

19 I am satisfied with welfare facilities of Bhailala Amin 6.19 6.19 62

Hospital.
20. Overall I am satisfied with my present job. 6.20 6.20 63

6
 EXECUTIVE SUMMARY

Over the past five decades, Bhailal Amin General Hospital (BAGH)has the
privilege of bringing quality health care to citizens of Vadodara, its
surrounding areas and neighboring states.

Our mission is to provide quality medical care that answers the needs of
patients and their families from the diverse communities we serve..daily.
Lack of nurse job satisfaction leads to reduced motivation, performance and
quality of service and health care, which in turn reduces patient satisfaction
and organization's overall performance.
This is descriptive Research survey that seeks to assess the factors
affecting job satisfaction of registered nurses in Vadodara District Hospitals
in Gujarat. The study will be conducted in Vadodara District Hospitals. Data
will be collected from job Satisfaction among hospital employee
The main data collection tool will be a questionnaire. The participants will
be required to be as truthful as possible. The study will be conducted in
duration of about 6 weeks.

7
 PART-1

GENERAL
INFORMATION

8
1.1 HISTORY

Medicine and surgery date back to the beginning of civilization because

diseases preceded humans on earth. Early medical treatment was always
identified with religious services and ceremonies. Priests were also physicians
or medicine men, ministering to spirits, mind and body, Priests/doctors were
part of the ruling class with great political influences and the temple/hospital
was also a meeting place.

Medicine as an organized entity first appeared 4000 years ago in the ancient
region of Southwest Asia known as Mesopotamia. Between the Tigris and
Euphrates rivers, which have their origin in Asia Minor and merge to flow into
the Persian Gulf.

The first recorded doctors prescription came from Sumer in ancient Babylon
under the rule of the dynasty of Hammurabi (1728-1686BC). Hammurabis
code of law provides the first record of the regulation of doctors practice, as
well as the regulation of their fees. The Mesopotamian civilization made
political, educational, and medical contributions to the later development of
the Egyptian, Hebrew, Persian and even Indian cultures.

For Hundreds of years, the Greeks enjoyed the benefits of contact and cross
fertilization of ideas with numerous other ancient peoples, especially the
Egyptians. Although patients were treated by magic rituals and cures were
related to miracles and divine intervention, the Greek recognized the natural
causes of diseases and rational methods of healing were important.
Hippocrates is usually considered the personification of the rational non-
religious approach to medicine, and in 480 BC, he started to use auscultation,
perform surgical operations and provide historians with detailed records of his
patients and descriptions of diseases ranging from tuberculosis to ulcers. The
temples of Saturn, Hygeia and Aesculapius, the Greek god of medicine all
served as both medical schools for practitioners and resting places for
patients under observation or treatment.

The Roman talent for organizations did not extent as readily to institutional
9
care of the sick and injured. Although infirmaries for the sick were established,
it was only among the military legions that a system for hospitalization was
developed. After the injured were cared for in field tents, the soldiers were
moved to valetudinarians, a form of hospital erected in all garrisons along the
frontiers. Apparently those stone and wooden structures were carefully
planned and were stocked with instruments, supplies and medications. The
decree of Emperor Constantine in 335 AD closed the Aesculapius and
stimulated the building of Christian hospitals. Around 370AD St Basil of
Caesarea established a religious foundation in Cappadocia that includes a
hospital, an isolation unit for those suffering from leprosy and buildings to
house the poor, the elderly and the sick. Following this example similar
hospitals were later built in the eastern part of the Roman Empire. Another
notable foundation was that of St Benedict at Monte Cassino, founded early in
the 6th century, where the care of the sick was placed above and before every
other Christian duty. It was from this beginning that one of the first medical
schools in Europe ultimately grew at Salerno and was of high repute by the
11th Century. This example led to the establishment of similar monastic
infirmaries in the western part of the empire.

The development of efficient hospitals was an outstanding contribution of the

Islamic civilization. The Roman military hospitals and the few Christian
hospitals were no match for the number, organization and excellence of the
Arabic hospitals. The Arabs medical inspiration came largely from the Persian
Hospital in Djoundisabour (sixth century Turkey), at which may of them
studied. Returning to their homes, they founded institutions that were
remarkable for the times. During the time of Mohammed, a real system of
hospitals was developed. He was the first to order /the establishment of small
mobile military Bimaristan (hospital) .Asylums for the insane were founded ten
centuries before they first appeared in Europe. In addition, Islamic physicians
were responsible for the establishment of Pharmacy and chemistry as
sciences. Some of the best known of the great hospitals in the middle Ages
were in Baghdad, Damascus and Cairo. In particular, the hospitals and
medical schools of Damascus had elegant rooms, an extensive library and a
great reputation for its cuisine. Separate wards were set aside for different
diseases, such as fever, eye conditions, diarrhea, wounds and gynecological
10
disorders. Convalescing patients were separated from sicker patients and
provisions were made for ambulatory patients. Clinical reports of cases were
collected and used for teaching.
1.2 WORLD MARKET

The middle Ages: Religion continued to be the dominant influence in the

establishment of hospitals during the middle age. From the early fourth
century to the fifteenth century trade was almost totally suppressed and many
city dwellers returned to the land. Religious communities assumed
responsibility for care of the sick .The rational nonreligious approach that
charactererized Greek medicine during the era of Hippocrates was lost, as
hospitals became ecclesiastical, not medical institutions. Only the hopeless
and homeless found their way to these hospitals, in which the system of
separation of patients by diseases was eliminated, three to five patients were
accommodated in each bed and principles of sanitation were ignored. Surgery
was avoided, with the exception of amputation, in order not to disturb the
body and to avoid the shedding of blood per the church edict of 1163 that, in
effect, forbade the clergy from performing operations. Religious order
emphasized nursing care, the first religious order devoted solely to nursing is
considered to be the St Augustine nuns, organized in approximately 1155.

Yet hospital construction increased in Europe during the middle Ages for two
reasons. First, Pope Innocent III in 1198 urged wealthy Christians to build
hospitals in every town and second, increased revenues were available from
the commerce with the crusaders. The oldest hospital still in existence are the
Hotel Dieu in Lyons and Paris, France. The term Hotel-Dieu indicates that
it is a public hospital. The earliest mention of the Hotel Dieu in Lyons is found
in a manuscript of 580 AD, in which its establishment by Childebert is
recorded. The Hotel-Dieu of Paris was founded by Bishop Landry in 660, on
the LLe de la Cite. In 1300, the hospital had an attending staff of physicians
and surgeons caring for 800-900 patients, and its capacity was doubled in the
fifteenth century. In these hospitals more attention was given to the wellbeing
of the patients soul than to curing bodily ailments. The growth of hospitals
accelerated during the crusades, which began at the end of the 11 th century.
Pestilence and disease were more potent enemies than the Saracens in

11
defeating the crusaders. Military hospitals came into being along the traveled
routes: the knights Hospitalers of the Order of St John in 1099 established in
the Holy Land, a hospital that could care for some 2000 patients. It is said to
have been especially concerned with eye disease and may have been the first
of the specialized hospitals. This order has survived through the centuries as
the St Johns Ambulance Corps.

In contrast, in Asia and Africa, during the same period, construction of

effective and efficient hospitals was spurred by Islamic rule and the Crusades.
The two hospital systems enforced sanitary measures ,performed surgery and
separated patients according to disease: the Islamic hospitals because they
were still following the Greek and early Roman traditions, and the hospitals
created by the Crusaders because injuries sustained in combat necessitated
surgery and the presence of pests and contagious disease necessitated
sanitary conditions and the strict separation of patients. For the first time,
medical systems of the East and the West vied for the supremacy of medical
care. Arab hospitals were notable for the fact that they admitted patients
regardless of religious belief, race or social order.

Renaissance Age: The renaissance period lasted from the fourteenth to the
sixteenth centuries. It received its name from the Italian rinascita meaning
rebirth, because of the common belief that it embodies a return to the cultural
priorities of ancient Rome and Greece. The healing arts were again
characterized by a scientific, rational approach. The period also saw the
beginnings of support for hospital like institutions by secular authorities.
Toward the end of the 15th century many cities and towns supported some
kind of institutional healthcare: it has been said that in England there were no
less than 200 such establishments that met a growing social need. The
gradual transfer of responsibility for institutional healthcare from the church to
civil authorities continued in Europe after the dissolution of the monasteries in
1540 by Henry VIII, which put an end to hospital building in England for some
200 years. Only the powerful hospitals in London survived when the citizens
petitioned the King to endow St Bartholomew, St Thomas and St Mary of
Bethlehem hospitals.
This was the first instance of secular support of hospitals. The loss of
12
monastic hospitals in England caused the secular authorities to provide for the
sick, the injured and the handicapped, thus laying the foundation for the
voluntary hospital movement. The first voluntary hospital in England was
probably established in 1718 by Huguenots from France and was closely
followed by the foundation of such London hospitals as the Westminster
hospital in 1719,Guys hospital in 1724 and the London Hospital in 1740
.Between 1736 and 1787 hospitals were established outside London in at
least 18 cities. The initiative spread to Scotland where the first voluntary
hospital, the little Hospital, was opened in Edinburgh in 1729.

If the middle ages can be seen as the period of the great hospitals, the
renaissance was really the period of the great school of medicine. Schools of
medicine flourished in Germany and in central and eastern Europe.The
scientific study of human anatomy as a science was facilitated by dissections
of animals. In 1506, the Royal College of Surgeons was organized in England,
followed by organization of the Royal College of Physicians in 1528. The
major contribution of the Renaissance to the development of hospitals was in
improved management of the hospital, the return to the segregation of
patients by disease, and the higher quality of medicine provided within the
hospital. Clinical surgery took great strides during this period, not only in Italy
but also in France, especially under Ambrose Pare, who introduced the
ancient methods of stopping hemorrhage by using ligatures and abandoned
the barbaric system of cauterizing irons. The academic world of northern Italy
was tolerant of new cosmopolitan ideas. By the mid fifteenth century, all major
courts and cities of Europe sent their finest physicians to Italy for advanced
training.

New World: The first hospitals of the New World were built in colonies of
Spain, France and England. Those built under the flags of Catholic Spain and
France retained the ideals of the Jesuits, the Sisters of Charity and the
Augustine Sisters and their hundreds of years of hospital knowledge.
Hospitals built in the English colonies, however, reacted against English
traditions.

The first hospital in the New World was constructed as part of a system for the
13
occupation of overseas territories. Bartholomew de las Casas, one of the
priests who accompanied Columbus on his first voyage and a well known
historian referred to the founding of the village of La Isabella in
Hispaniola(today, Santo Domingo),in January of 1494: Columbus made haste
in constructing a house to keep supplies and the ammunition for the soldiers,
a church and a hospital. No further information survives to indicate whether
the hospital was actually built.
The following section discusses the major 10 hospitals worldwide.
1. Best in the world Johns Hopkins Hospital, Baltimore, U.S
For the last 20 years it has been number one in the U.S News and World
Report hospital ranking, striving to provide the best services in patient care,
teaching and research.
According to its ranking, the Johns Hopkins Hospital is in the top five for 15
out of 16 specialties and ranked number one for the practices of gynecology,
neurology and neurosurgery, urology, and rheumatology.
2. Largest hospital Chris Hani Baragwaneth Hospital, Johannesburg,
South Africa
The 172 buildings of the Chris Hani Baragwaneth Hospital cover a ground
area of 173 acres and provide 2,964 patient beds, making it the largest
hospital in the world. The hospital serves 3.5 million people in the Soweto
area of SA, provides 50 percent of hospital services in Southern Gauteng and
employs 5,000 members of staff.
3. Medical advances Stanford Hospitals and Clinics, U.S
The Stanford Hospitals and Clinics are one of the leading hospital groups for
medical advances and pioneering treatments. They performed the first
successful heart-lung transplant in the world and the first successful adult
heart transplant in America. The hospital is known across the globe for
incorporating medical breakthroughs into the care of its patients.

4. Childrens hospital Great Ormond Street Hospital, London, UK

Founded in 1852, Great Ormond Street Hospital was the first hospital in the
English-speaking world to provide services specifically for children. It is now
one of the worlds leading childrens hospitals, becoming internationally
famous after receiving the copyright to J.M Barries play Peter Pan on the
understanding that the amount of royalties earned is never disclosed.

14
5. Cancer care and treatment University of Texas MD Anderson Cancer
Center, Houston, U.S
This hospital has been named as the top hospital for cancer care in the U.S
News and World Report seven out of the past nine years. It quickly transfers
the groundbreaking scientific knowledge discovered in its laboratory to its
clinical care practices. In 2010 the hospital invested more than US$547 million
in cancer research.
6. Medical training Harvard Medical School, Boston, U.S
Arguably one of the best medical schools in the world, Harvard Med is famed
for its levels of research and primary care which are greatly enhanced by its
annual budget of US$600 million. Its mission is to create and nurture a
diverse community of the best people committed to leadership in alleviating
human suffering caused by disease.

7. Environmentally friendly Karolinska Hospital, Stockholm, Sweden

In one of the biggest construction projects in Europe, renovations at the 70-
year-old Karolinska Hospital are costing 1.8 billion. Opening in 2016, the
promised product is the worlds most environmentally friendly university
hospital, using half the electricity of the existing hospital which will be sourced
from wind turbines and solar panels.

8. Rehabilitation The Priory, UK

Famed mostly for its A-List clients, The Priory is Europes leading provider of
rehab facilities. With over 60 outlets across the UK, is offers first-class
treatment for addiction, mental health conditions and psychological and
psychiatric services. Upon leaving The Priory, 96 percent of patients said they
were very satisfied or satisfied with the treatment they received.

9. Medical tourism - Bumrungrad International Hospital, Bangkok,

Thailand
A world famous destination for medical tourism, the Bumrungrad International
Hospital treats more than 400,000 medical tourism patients every year.
Patients can receive internationally acclaimed medical procedures in a
luxurious setting that rivals a five-star hotel. Bumrungrad even has an in-
house travel agency to organize Visa extensions and interpreters to serve the
needs of international patients.

15
10. Most luxurious hospital Cedars-Sinai Medical Center, Los Angeles,
U.S
This hospital is a favorite with celebrities. The eighth floor boasts 32 Super
Deluxe Suites with views of the Hollywood Hills and cost US$912 each.
Patients can admire original paintings by Picasso and have food prepared by
a gourmet chef. There are four luxurious OB suites which are reserved by
celebrity mums as soon as they conceive.

1.3 INDIAN MARKET

Healthcare has become one of Indias largest sectors - both in terms of

revenue and employment. Healthcare comprises hospitals, medical devices,
clinical trials, outsourcing, telemedicine, medical tourism, health insurance
and medical equipment. The Indian healthcare sector is growing at a brisk
pace due to its strengthening coverage, services and increasing expenditure
by public as well private players.

Indian healthcare delivery system is categorised into two major components -

public and private. The Government, i.e. public healthcare system comprises
limited secondary and tertiary care institutions in key cities and focuses on
providing basic healthcare facilities in the form of primary healthcare centers
(PHCs) in rural areas. The private sector provides majority of secondary,
tertiary and quaternary care institutions with a major concentration in metros,
tier I and tier II cities.

India's competitive advantage lies in its large pool of well-trained medical

professionals. India is also cost competitive compared to its peers in Asia and
Western countries. The cost of surgery in India is about one-tenth of that in
the US or Western Europe.

Indian Hospitals: Historical records show that efficient hospitals were

constructed in India by 600 BC. During the splendid reign of King Asoka (273-
232 BC), Indian hospitals started to look like modern hospitals. They followed
principles of sanitation and cesarean sections were performed with close
attention to technique in order to save both mother and child. Physicians were
appointed one for every ten villages-to serve the health care needs of the
16
populations and regional hospitals for the infirm and destitute were built by
Buddha.
1.4 GROWTH OF THE HOSPITALS
HEALTHCARE SYSTEM IN INDIA REQUIRES A LARGER
PUBLIC OUTLAY DUE TO HUGE POPULATION BASE
HEALTHCARE INDUSTRY OVERVIEW

According to World Health Statistics 2011 Report, India, healthcare

comprised 4.2% of Indias GDP in 2008 Public and private expenditure on
healthcare as percentage of GDP was 1.4% and 2.8% respectively. Favorable
demographics, increase in awareness levels and better medical care are
some of the driving factors behind the healthcare sector in India. Hospitals
form the largest segment of overall healthcare market, followed by
pharmaceuticals, medical devices, health insurance and diagnostics. Gradual
penetration of health insurance is making health services more affordable
through increased demand for preventive and curative healthcare services.
Superior quality healthcare, coupled with low treatment costs in comparison to
other countries, is benefiting Indian medical tourism which has, in turn,
enhanced the prospects of the Indian healthcare market Treatment for major
surgeries in India costs approximately 20% of that in developed countries

Diagram No: 1.1 Healthcare sector growth in India

17
 CHAPTER-2
ABOUT
MAJOR HOSPITALS
IN THE INDUSTRY

18
2.1 MAJOR HOSPITALS IN GUJARAT & GUJARAT HOSPITAL
INDUSTRY

1) Shalby Hospital
Shalby now has two multi-specialty hospitals in Ahmedabad and one
speciality hospital in Goa i.e. ShalbyVrundavan Hospitals, and one speciality
hospital in Vapi (Gujarat) i.e. UshaShalby Hospitals, adding up to 450 beds.
Shalby has clinics in: Delhi, Kolkata, Surat, Udaipur, Jaipur, Andheri and
Marine Drive in Mumbai, Kenya, Nairobi.
2) Sterling Hospitals
The lead hospital in Ahmedabad is one of its kind across Gujarat with 290
beds, seven major operation theatres and more than 125 ICU beds. The
company has taken over Sterling Hospital, Vadodara which is having all
major tertiary care super-specialty facilities. Sterling's high quality services
attract patients from Gujarat, Rajasthan, Madhya Pradesh, and Maharashtra
and even from outside the country.
3) SAL Hospital
The hospital is an internationally accredited, multi-speciality hospital located
in Ahmedabad, Gujarat, India. Founded in 2001, today it is one of the largest
private hospitals in Gujarat with 300 beds and over 10 specialitycentres.
4) Krishna Heart & Super Speciality Institute
Krishna Heart and Super Speciality Institute is one of Gujarat's leading
medical facilities with a mission to provide high quality medical services at an
affortable cost to people around the world. The institute was established in
2000 by DrAtulChokshi, an interventional cardiologist practicing in New York
and other like minded physicians and professionals of Indian origin residing
in America.
5) U N Mehta Institute of Cardiology and Research Centre
This institute is an emergency related super speciality, teaching, research,
academic and unique charitable cardiac institute. It has a capacity of 450
beds with two cardiac flat panel cathlab and 52 bedded MICU.

19
6) Institute of Kidney Diseases and Research Centre (IKDRC)
Institute of Kidney Diseases and Research Centre is one of the largest
institutes in the world, based on three pillars of service, education and
research, catering to the needs of all classes of patients with kidney
diseases.It has 400 indoor beds for nephrology, urology and transplantation.
It provides super-specialities in departments of urosurgery, renal
transplantation, anesthesia and obstetrics and gynecology, blood bank and
drug bank, pediatric urology and critical care as well as lithotripsy centre.

7) Apollo Hospitals
Apollo Hospitals Group pioneered the corporate hospital culture in India.
Today, it is the No 1 corporate hospital group in Asia and aspires to top the
list across the world. Its Founder-Chairman DrPrathap C Reddy believes that
everything in a hospital needs to scale up, including the building, and achieve
excellence in everything from tender loving care to infection control
mechanism and clinical excellence. Apollo Hospital, Gandhinagar is a 400-
bedded multi-speciality hospital with modern facilities like MRI, 64 slice CT
angio, two cath labs, dedicated modular knee OT, blood bank,
comprehensive cancer care, hematoonco and stem cell ward, renal and liver
transplant units, excellent triage and ICU set up.

20
MAJOR COMPETITORS OF BHAILAL AMIN GENERAL HOSPITAL IN
VADODARA

Sterling Hospital Sterling Hospital, a unit of Sterling Add Life India

Ltd., a 220 bedded multi specialty and tertiary Care Centre, situated at
Race Course Circle (west) Vadodara. Sterling Hospital has state-of-
the art infrastructure and is equipped to offer healthcare services in
specialties, and Super specialties backed by specialized facilities,
value added services and 24 hour services.
Vadodara Medicity Hospital
Lab medicine department with a 24-hour functioning blood bank and is
NABL accredited. Its department of Imageology includes 24-hour
facilities like 64 Slice CT scan. The hospital has 24 Specialties, which
include Cardiology, Cardiothoracic Surgery, Neurology, Neurosurgery,
Oncology, Hematology, Orthopedics, Joint Replacement,
Gastroenterology & Surgical Gastroenterology, Urology, Nephrology,
Endocrinology, General Surgery, General Medicine, Emergency
Medicine, Vascular Surgery, Pulmonology, Plastic Surgery, ENT,
Gynecology, Spine Surgery, Rheumatology and more.

21
 Global Baroda Hospital
Operation theatres are five in number to cater to any type of surgeries
including endoscopic & Laparoscopic, Neuro& Spine, Vascular &Uro,
Arthroscopic Joint replacement & plastic & reconstructive surgeries.
There is dedicated operation theatre for septic cases.24x7
services include accidents & emergency, pharmacy, laboratory,
Radiology, Ambulance & ICU on wheels.

BAPS Hospital
BAPS ShastrijiMaharaj Hospital, Atladara (earlier known as BAPS
Pramukhswami Hospital), spread over 1,30,000 sq. ft. (i.e. 1300 sq. ft.
per bed at par with NABH & JCI Standards) , a spacious serene and
green environment with aim to provide exceptional medical
capabilities. Full Time Doctors with 24X7 medical cares across all
specialties.

22
 CHAPTER-3
BHAILAL AMIN
GENERAL HOSPITAL
PROFILE

23
3.1 BHAILAL AMIN GENEREL HOSPITAL

Bhailal Amin General Hospital was established in 1964 by Alembic
group to as small hospital for providing the primary medical services to
their employees. In just four decades it evolved as 150 multi-specialty
tertiary care hospital that provides Quality medical care to patients in
and out Vadodara.

BAGH has been at the forefront in making the latest medical
technology available to the common man. Starting with a renal dialysis
unit in the 1970s, the hospital has systematically expanded through
the introduction of an Intensive Care Unit, a Cardiac program,CATH
lab, Mobile ICU, Blood Bank with an aphaeresis unit, CT scan unit and
a Kidney transplant facility (BAGH is approved by the Government of
Gujarat to carry out Cadaveric and Live-related Kidney Transplants).

Bhailal Amin General Hospital (BAGH), Vadodara is an ISO 9001:
2008 certified institutions and there Lab Services are accredited by
National Accreditation Board for Testing and

Calibration Laboratories (NABL).There state-of-the-art Operation
Theatres are equipped with the latest technology that enhances
surgical outcomes.

A 24 X 7 support infrastructure in the areas of Accidents &
Emergency, Cardiac Care, Medical ICU, Mobile Life Support,
Diagnostic Radiology (with CT Scan), Pathology Lab

With Home Collection Service, Dialysis, Blood Bank (including
Component Separation facility), Pharmacy and Ambulance services
enable a quick response to any medical emergency.

A well-appointed OPD service offers standard and executive health
check-ups, pre-employment check-ups and specialist consultations.

BAGH is also a center for Kidney Transplants.

24

BAGH offers a mortuary service and a partial pathological post-
mortem facility. The hospital undertakes cases involving Medico-Legal
procedures.

Along with expert medical care, BAGH is home to a serene ambience
and a clean, hygienic environment that aids quick recovery.

BAGH is everything that a hospital can be.a benchmark for patient
care, with compassion.

Milestones of BAGH

1964: Inauguration of BAGH as an autonomous hospital

1977: Establishment of Renal Dialysis Unit

1988: Introduction of Preventive Health Check-ups

1992: Establishment of Medical ICU

1995: Establishment of Surgical ICU

1997: Establishment of:

New OPD and Administration Wing

Cath Lab

Cardiac Surgical Programme

Accident & Emergency and Mobile ICU

Blood Bank

2000: Establishment of GI Endoscopy Unit

2002: ISO 9001:2000 Certification

2003: Establishment of Bhailal Amin Heart Center

2004: Establishment of CT Scan

2005: Establishment of Renal Transplant Program

2009: ISO 9001:2008 Certification

25
2011: Establishment of Sleep Study Lab

2012: NABL Accreditation

2014: Applied for NABH Accreditation

Scope of Services

Gastroenterology
Endocrinology
Cardiology & Cardiac Surgery
Ophthalmology
ENT
Kidney Transplant & Urologic Surgery
Psychiatry
Neurosciences
Maxillo-facial & Plastic Surgery
General Surgery, Laparoscopy
Vascular Surgery
Skin & Venereal Disease
Orthopedics
Gynecology & Obstetrics
Internal Medicine
Pediatrics
Pulmonology
Rheumatology
Bone Marrow Transplantation

Auxiliary Services

Medical Intensive Care

Emergency Services / Mobile ICU
Health Check-ups
Physiotherapy
Kitchen / Dietary Services
Pharmacy / Central Stores
PFT & Sleep Study Lab
26
 Diagnostic Radiology & Laboratory Services & Blood Bank
24*7 facilities
Accidents & Emergency
Critical Care
Mobile Life Support
Diagnostic Radiology (with CT Scan)
Pathology Lab (with Home Collection Service)
Dialysis,
Blood Bank (including Component Separation facility)
Pharmacy
Ambulance services

Mission

To provide quality medical care that answers the needs of patients & their
families from the diverse communities we serve.. Daily.

Vision

They will be a leading and respected multi-specialty & tertiary care hospital
In the region.
They will earn the loyalty of our patients by being the hospital that delivers
patient-focused excellence and continuously-improving service levels.
Their endeavor will be to enhance predictability of treatment costs.
They will be the hospital of choice for our full-time and visiting doctors by
providing excellent infrastructure and work environment.
Its performance will meet benchmarked stakeholder values.

Values

BAGH sections are driven by:

Service: It consistently strives to meet needs of their patients and their

families. Its entire staff, whether they provide direct care or support services,

27
 must exhibit a high level of compassion while serving those who have
chosen to receive care at our hospital.

Integrity: Our actions are always guided towards doing the honest, right thing.

Accountability: We all take responsibility for our daily decisions and actions
and their collective outcomes.

Respect: We treat each other and our patients with respect, in spite of diverse
backgrounds and cultural differences.

Teamwork: Working together allows us to accomplish more than what we can

achieve individually. We continuously develop personal skills and knowledge.

Safety: We have concern for the safety of patients, employees and visitors.
We comply with recommended safety measures and environmental
regulation.

28
TPA Tie-ups of BAGH

29
 Organizational Chart

Diagram No: 3.1 Organizational charts

30
 Part-2

PRIMARY STUDY

CHAPTER-4

INTRODUCTION OF
THE STUDY

31
4.1 Introduction of the Study

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.

MEANING:
Arising out of interplay of employee's positive and negative feelings toward his
or her work.

DEFINITION:
Job satisfaction can be influenced by a person's ability to complete
required tasks, the level of c ommunication in an organization, and the
way management treats employees.
Measuring job satisfaction can be challenging, as the definition of
satisfaction can be different for different people.
If an organization is concerned about employee job satisfaction,
management may conduct surveys to determine what type
of strategies to implement. This approach helps management define job
satisfaction objectively.
Superior-subordinate communication, or the relationship between
supervisors and their direct report(s), is another important influence on
job satisfaction in the workplace.

32
4.2 Literature Review

1. Mohammad Sayed. A., & Akhtar N. 5 (2014) studied the effects of

perceived work life balance and job satisfaction on organizational
commitment among healthcare employees. It was predicted that perceived
work life balance fosters job satisfaction which leads to the organizational
commitment among employees in the long run. Results showed that
respondents have moderate level of perceived work life balance, job
satisfaction and organizational commitment. Author concludes that work
life balance and job satisfaction are important for developing and
enhancing organizational commitment among healthcare workers.

2. Singh Rajkumar G. 6 (2013) conducted a study on hospital employees to

probe the factors influencing job satisfaction. Author states that
positive performance of employee in the organization is an outcome of his
satisfactory job experience. Study investigated the factors influencing the
job satisfaction among the private hospital employees of Manipur in India.
There was a significant association between job satisfaction of employees
and relationship behavior factors, pay and compensation factors and
training and career growth factors. Pay and compensation factors were the
most important factors positively correlated with employee job satisfaction.

3. Elarabi.H. M., & Johari F. 7 (2013) studied the factors that affect job
satisfaction and job performance and the relationship between job
satisfaction and job performance. Study identified four factors: work
comfort, Work treatment, salary, incentives and evaluated their impact on
job satisfaction of the medical staff working in government hospitals in
Libya. Employees and medical staff were not satisfied with all the factors
affecting job satisfaction which lead to low job performance in the hospital.
The study concluded that the performance of medical staff and medical
service quality in hospitals could be enhanced when employees are
satisfied and are well treated by their managers in addition to good
salaries and effective incentive system.

4. Sharma. M., et.al. 8 (2012) conducted a cross-sectional study by using

comprehensive customized questionnaire among Indian physicians to assess
the level of satisfaction from their job and also to identify the factors
influencing it. A total of 170 physicians were selected from two medical
institutes using multistage sampling method. Fifteen facets of job satisfaction
33
were studied with 42 questions. The results of this study showed that about
74% of physicians were satisfied from their job. Physical work conditions,
freedom to choose desired method of working, attitude of fellow workers,
recognition for good work, attitude of immediate boss, rate of pay, opportunity
to use abilities, inter and intra departmental management, attention paid to the
suggestions were the nine factors significantly associated with job satisfaction
of physicians. According to author the pattern of high proportion of satisfaction
of the Indian physicians reported was similar to the physicians satisfaction
working particularly in developed countries.

5. Bagheri S., et.al.9 (2012) in their study investigated factors affecting job
satisfaction from the perspective of employees working in the health system.
Using eight focus group discussions, factors affecting job satisfaction of the
employees of health system were discussed. The factors identified from
literature review were categorized in four groups: structural and managerial,
social, work in itself, environment and welfare. The findings confirmed the
significance of structural and managerial, social, work in itself, environment
and welfare factors in level of job satisfaction. A new factor related to
individual characteristics such as employee personal characteristics and
development was identified during focus group discussions. Author concludes
that individual characteristics of the employee should be taken into account as
a factor affecting job satisfaction.

6. Bhatnagar K., & Srivastava K.10 (2011) conducted a study to develop scale
and measure job satisfaction status of medical teacher. Items pertaining to the
scale of job satisfaction were generated with the help of closed ended and
open ended questionnaires which were administered to medical professionals.
Job satisfaction questionnaire was distributed among 245 faculty members
working in health science institutions. In this study seven common factors
covering all job-satisfaction related factors were identified as, professional
practice environment, personal attitudinal factors of social support, job
competency, welfare measures, job reward, motivation and work enthusiasm.
Results showed that job satisfaction of faculties was at generally satisfied or
not on Likert scale. Most faculties found their job of importance. They felt
most dissatisfied with work rewards, working condition and sense of work
achievement. The author stresses on the need to design a well-tailored job
satisfaction instrument for health care professionals in India.

7.Jethanna R., et.al.11 (2011) in their study explored the co-relation between
employees personal profile and their satisfaction with the job. The personal
34
profile determinants age, gender, work experience, marital status, dependent
children and parents were compared with overall job satisfaction. Study
results revealed that majority of determinants were having positive impact on
the job satisfaction. The study concludes that the determinants of job
satisfaction should include variables from personal profile identified from
psychological and sociological perspective. Job satisfaction, job security,
commitment to the organization were significantly associated with the facilities
like insurance coverage, education of the dependent children provided by the
organization.

8. Kaur S., et.al.12 (2011) studied the job satisfaction and the various factors
related with it among doctors in a tertiary hospital in Delhi. Data collection was
among 250 doctors by using self-administered questionnaire. In this study a
significant proportion of doctors were found to be dissatisfied with the average
number of their work hours and salary. Many employees felt that their working
environment was not good. Factors like the average number of work hours per
day and the number of nightshifts per month were found to have a significant
relation with dissatisfaction.

9.Peltier J., & Dahl A.13 (2009) conducted an exploratory study to investigate
the relationship between employee and patient satisfaction at a major hospital
in New York City. This research study was consisted of two components. An
advisory committee was established that participated in an online forum about
the quality of service, motivation, satisfaction and performance of employee.
Quantitative analysis was conducted to match employee satisfaction data with
patient satisfaction data to assess the relationship between employee
satisfaction and patient experiences. Result showed that the hospital
departments that had higher level of employee satisfaction provided better
experiences for patients. Participants in the online forum highlighted the value
of employees in enhancing the patient experience. They stressed on the
needs of employees like recognition, respect and visibility.

10.Mosadeghrad, et.al.14 (2008) studied the relationship between job

satisfaction, organizational commitment and turnover intention among hospital
employees in Isfahan, Iran. Within the items of the job satisfaction scale, the
three dimensions of the job with which respondents were most satisfied were:
co-worker, nature of the job and task requirement. Respondents were least
satisfied with the salaries and benefits, working conditions, recognition,
promotion and job security. Results revealed positive correlation between job
satisfaction and organizational commitment. This indicates that those
35
employees who are most satisfied with their job are also more committed to
the healthcare service. Findings revealed that highly satisfied employees had
higher level of organizational commitment. Job satisfaction and commitment
were significantly associated with employees intention to leave. The results of
this study revealed that management and supervision are important predictors
of job satisfaction, organizational commitment and turnover intention among
hospital employees.

4.3 (i) Background of the Study

HRM is a term used to refer the philosophy, policies, procedures and

practices related to the management of people begin an organization. Today
every organization has to face highly competition. Therefore organizations try
to do right thing at the right time. In that situation
HRM plays major roll to achieve organizational goals.

Satisfaction is the one of major concept in Human Resource Management.

Employee satisfaction is a measure of how happy workers are with their job
and working environment. Keeping morale high among workers can be of
tremendous benefit to any company, as happy workers will be more likely to
produce more, take fewer days off, and stay loyal to the company. There are
many factors in improving or maintaining high employee satisfaction, which
wise employers would do well to implement. Job satisfaction is not the same
as motivation, although it is clearly linked. Job design aims to enhance job
satisfaction and performance; methods include job rotation, job enlargement
and job enrichment.

Job satisfaction is defined as the effective orientation that an employee has

towards his or her work. It describes the feelings or preference of individuals
regarding work.

Job satisfaction is a very important component to employees in any

organization. Many researchers and administrators have noticed the
importance of job satisfaction on a variety of organizational variables.

Job satisfaction describes the feelings attitudes or preference of individuals

36
regarding work. It indicates how content an individual is towards his or her
work.
Positive and favorable attitude towards the job indicate job satisfaction,
Negative and unfavorable attitude indicate dissatisfaction.

Employee reward another component of job satisfaction is about how people

are given appreciation as a return for doing something good or valuable to the
organization. Motivation deals with why people behave think and feel the way
they do. This means motivated behavior is usually energized, directed and
sustained through rewards.

Job satisfaction is certainly not the only factor that causes people to produce
at different rates. In addition to being influenced by the level of satisfaction,
performance is affected by a worker's ability as well as a number of situational
and environmental factors such as mechanical breakdowns, low quality
materials, an inadequate supply of materials, and availability of stock and
market forces.

(ii)Dimensions of Job Satisfaction

According to the Luthan 2002, there are three generally accepted dimensions
of job satisfaction.

1) Job satisfaction is an emotional response to a job situation.

2) Job satisfaction is often determined by how well outcomes meet or

exceed expectations.For example, if organizational participants feel
that they are working much harder than others in the same
organization, but are receiving fewer rewards, they will probably have
negative attitude towards the work.
3) Job satisfaction represent several attitudes, they are:
a) Pay
b) Promotion opportunities
c) Working conditions
d) Co-worker relationship
e) Supervision
37
 f) The work nature

(iii) Need Hierarchy Theory for Job Satisfaction

One of the most widely mentioned theories of motivation is the hierarchy of
needs theory put forth by psychologist Abraham Maslow. Maslow saw human
needs in the form of a hierarchy, ascending from the lowest to the highest,
and he concluded that when one set of needs is satisfied, this kind of need
ceases to be a motivator. As per his theory these needs are:
Physiological needs
These are important needs for sustaining the human life. Food, water,
warmth, shelter, sleep, medicine and education are the basic physiological
needs which fall in the primary list of need satisfaction. Maslow was of an
opinion that until these needs were satisfied to a degree to maintain life,
no other motivating factors can work.
Security or Safety needs
These are the needs to be free of physical danger and of the fear of
losing a job, property, food or shelter. It also includes protection against
any emotional harm.
Social needs
Since people are social beings, they need to belong and be accepted byother
s. People try to satisfy their need for affection, acceptance and friendship.
Esteem needs
According to Maslow, once people begin to satisfy their need to belong, they
tend to want to be held in esteem both by themselves and by others. This kind
of need produces such satisfaction as power, prestige status and self-
confidence. It includes both internal esteem factors like self-respect,
autonomy and achievements and external esteem factors such as states,
recognition and attention.
Need for self-actualization
Maslow regards this as the highest need in his hierarchy. It is the drive to
become what one is capable of becoming; it includes growth, achieving one's
potential and self-fulfillment. It is to maximize ones potential and to
accomplish something.
As each of these needs is substantially satisfied, the next need becomes
dominant. From the standpoint of motivation, the theory would say that
38
although no need is ever fully gratified, substantially satisfied need no longer
motivates. So if someone wants to motivate other one, need to understand
what level of the hierarchy that person is on and focus on satisfying those
needs or needs above that level. Maslows need theory has received wide
recognition,
particularlyamong practicing managers. This can be attributed to the theorys i
ntuitive logic and ease of understanding.

Factors Affecting Job Satisfaction

There are 3 main factors influencing on Job Satisfaction clustered as physical,
psychological and environmental factors:
1. Psycho graphical factors and job satisfaction.
2. Physical factors and job satisfaction
3. Environmental factors and job satisfaction

39
4.4PROBLEM STATEMENT AND IMPORTANCE OF THE
STUDY

(a) Statement of the problem

Management Problem:
To know the Job satisfaction among employees at the Bhailal Amin
General Hospital.
Research problem:
To study the effectiveness of training, Salary procedures, working
conditions, decision making, inter-relationships, safety and health
conditions etc at Bhailal Amin General Hospital..

(b) Objectives of the study

1. To study the Job satisfaction level among employees at the Bhailal
Amin General Hospital
2. To Study socio - demographic factors of the respondents.
3. To Analysis the favourableness (or) unfavourableness of the
environment by the organization.
4. To study certain factors of employee at work, which can affect the
workers life in and outside the organization.

(c) HYPOTHESIS
A hypothesis is a tentative statement that proposes a possible
explanation to some phenomenon or event. A useful hypothesis is a
testable statement which may include a production. A Hypothesis should
not be confused with a theory. Theories are general explanations based
on a large amount of data. For example, the theory of evolution applies to
all living things and is based on wide range of observations. However,
there are many things about evolution that are fully understood such as
gaps in the fossil record. Many hypotheses have been proposed and
tested.

40
 CHAPTER -5
RESEARCH
METHODOLOGY

41
5. Research Methodology

Research design
Research design is descriptive.
Sources of data
The primary data for doing this project was obtained from the company
officials. The information has been collected by way of interactions with
employees in the hospital and by the questionnaire Primary Data from
questionnaire
Secondary Data
Secondary data are those data which have been collected from the
companys manuals, official records, various files operating procedures and
booklets. Secondary Data was obtained from articles in journals, website.

Data collection method

Survey Method
Population
Staff, nurses and Ward boys of Bhaial Amin General Hospital. Population
was 230.
Sampling method
Non-Probability convenience sampling method
Sample size
100 respondents from the population of Bhailal Amin General Hospital
Data collection Instrument
Structured Questionnaires.

42
 CHAPTER 6

DATA ANALYSIS
&
INTERPRETATION

43
 Table No: 6.1DEMOGRAPHIC DETAILS

Particulars Frequency Percentage Total

Male 39 39
Gender 100
Female 61 61
15-20 years 15 15
20-25years 28 28
Age 100
25-30 years 25 25
Above 30 years 32 32
Married 72 72
Unmarried 23 23
100
Divorced 3 3
Marital Status Widow 2 2
Std 12 35 35
Educational Diploma 25 25
100
qualification Graduate 38 38
Post-Graduate 2 2

Nurse 61 61
Categories 100

Ward boy 39 39
Less than one year 17 17
1-4 years 27 27
Years of
services 5-9 years 26 26 100
10-14 years 17 17
above 15 years 13 13

44
 Demographical Details in %
80 72.0
70 61.0 61.0
60
50
39.0 38.0 39.0
40 32.0 35.0
28.0 25.0 25.0 27.0 26.0
30 23.0
15.0 17.0 17.0
20 13.0
10 3.0 2.0 2.0
0

diploma

Post-Graduate
Unmarried
20-25years

Married

Divorced

Graduate
Female

Nurse

1-4 years

5-9 years
15-20 years

25-30 years

10-14 years

above 15 years
Above 30 years

Widow

Ward boy
Std 12

Less than one year

Male

Gender Age Marital Status Educational Categories Years of services

qualification

Interpretation:
From the above chart, it can be seen that
In Gender, 61% respondents are female and 39% respondents are male.
All responses were taken almost from women side the genders in BAG
Hospital.
In age group, 15% of respondents are between the age group of 15-20
years. 28% of respondents are between the age group of 20-25 years.25%
of respondents are the age of 25-30years. 32% of respondents are the age
of above 30 years.
In marital status, 23% of the respondents are unmarried. 72% of the
respondents are married.3 % of the respondents are divorce and 2% of the
respondents are widow
In educational qualification, 14% of the respondents have std 12th.11% of
the respondents have diploma in their particular qualification. 25% of the
respondents have graduation and 2% of the respondents have Post-
Graduation qualification.
In categories of designation, 61% respondents were from Nurse and
others 39% respondents were from Ward-boy.
In years of services, 17% of the respondents have been working since less
than one year in BAG hospital.27% of the respondents have completed 1-
45
 4 years of service.26% of the respondents have completed 5-9 years of
service.17% of the respondents have completed 10 -14 years of
service.13% of the respondents have completed above 15 years.

Table 6.2:

Happy with my workplace

60.0
52.0
50.0

40.0 36.0

30.0
Percent

20.0

11.0
10.0

1.0
0.0
Disagree Neither agree nor Agree Strongly agree
disagree

Interpretation
52% Agree and 11% strongly agree for the Job satisfaction of the Where
employees are very happy with his/her workplace. whereas 36% are
neutral with his/her workplace and 1% disagree for the job satisfaction
which are avoid it
Which means it has a positive meaning and it really said that employees
are very happy with his/her workplace.

46
Table 6.3

Working hours are convenient for

employees
70.0 65.0

60.0

50.0

40.0

Percent 30.0
18.0
20.0 14.0
10.0
1.0 2.0
0.0
Strongly Disagree Neither agree Agree Strongly agree
Disagree nor disagree

Working hours are convenient for employees

Interpretation:

14% strongly agrees, 65% Agrees and 18% of the respondents are
neutral for the working hours are convenient for employees of BAG
hospital
Which means it is good overall.

47
Table 6.4

Too much work to Do

50.0
45.0
45.0

40.0
34.0
35.0

30.0

25.0
Percent
20.0 18.0

15.0

10.0

5.0 2.0
1.0
0.0
Strongly Disagree Neither agree Agree Strongly agree
Disagree nor disagree

Interpretation:

For work, 45% of the employees agrees that it is good, 34% employees
feels that it is really good and they strongly agrees for it but 18% of the
employees are neutral for it and total 3% of the employees are
disagree that is good.
This means that major employees have over burden in their work.

48
 Table 6.5:

BAGH Considers safety measures are good

Safety measures are good

50.0 47.0
45.0
41.0
40.0

35.0

30.0

25.0
Percent
20.0

15.0 12.0
10.0

5.0

0.0
Neither agree nor Agree Strongly agree
disagree

Interpretation:

Job satisfaction is the best strategy according measure safety for the
employees wherein 47% of the employees agree to it and 41% of them
strongly agree and 12% of the employees are neutral.

49
Table 6.6:

Relationship with my supervisor are good

60.0
53.0
50.0

40.0

29.0
30.0
Percent
20.0 17.0

10.0
1.0
0.0
Disagree Neither agree nor Agree Strongly agree
disagree

Interpretation:-
The relations between the employees and the management at the
workplace are good and healthy.
Superior-Subordinate relations are maintained well.

50
Table 6.7

Senior are not partial

50.0
45.0
45.0

40.0

35.0 32.0
30.0

25.0
Percent 20.0
20.0

15.0

10.0

5.0 3.0

0.0
Disagree Neither agree nor Agree Strongly agree
disagree

Interpretation:-

45 % Are agree and 32% of the respondents strongly agree for that
senior employees are not partial and almost 20 % of the respondents
are neutral
Which means said that it is good for take management decision.

51
 Table 6.8:

Seniors are consider with my ideas

60.0

50.0 48.0

40.0

30.0
30.0
Percent
20.0
20.0

10.0

1.0 1.0
0.0
Strongly Disagree Neither agree Agree Strongly agree
Disagree nor disagree

Interpretation:
o 48% are agree and 30% are strongly agree of the respondents
are said that supervisors are considers all employees ideas and
said that 22% and 2% are neutral and disagree.
o It shows that there exists participative decision-making in the
organization.

52
Table 6.9:

Satisfied with the support of coworkers

50.0
45.0
45.0

40.0

35.0
31.0
30.0

25.0 23.0
Percent
20.0

15.0

10.0

5.0
1.0
0.0
Disagree Neither agree nor Agree Strongly agree
disagree

Interpretation:
45% are agreed and 31% are strongly agreed for satisfied with the
support of coworkers and 23% are neutral with the satisfied with
support of coworkers.
Where it is good with correlate with their coworkers.

53
Table 6.10:

People have concern and tend to help

50.0
44.0
45.0

40.0

35.0 33.0

30.0

25.0
Percent 21.0
20.0

15.0

10.0

5.0 2.0
0.0
Disagree Neither agree nor Agree Strongly agree
disagree

Interpretation:

44% are agree and 33% are strongly agree with people are tend
to help. It means BAG hospital employees are good survivals
and 21% are neutral.

BAG hospital employees are very helpful for their patients.

54
 Table 6.11:

Satisfy with salary

50.0
45.0
45.0

40.0

35.0

30.0
26.0
25.0 23.0
Percent
20.0

15.0

10.0
6.0
5.0

0.0
Disagree Neither agree nor Agree Strongly agree
disagree

Interpretation:
71% of the employees are satisfied with their salary and 29% of the
employees are dis-satisfied with their salary.
It might be so because the employees might not be performing well and
so they might not be receiving good salary for which they are dis-
satisfied with it.

55
Table 6.12

Satisfy with chance of promotion

50.0
46.0
45.0
40.0
35.0
29.0
30.0
25.0
21.0
Percent
20.0
15.0
10.0
5.0 3.0
1.0
0.0
Strongly Disagree Neither agree Agree Strongly agree
Disagree nor disagree

Interpretation:
75% of the respondents feel that their salary is being fixed by the
management on the performance basis, whereas 21% are neutral for it.

56
Table 6.13

satisfy with canteen facility

50.0 47.0
45.0

40.0
36.0
35.0

30.0

25.0
Percent
20.0
15.0
15.0

10.0

5.0 2.0
0.0
Disagree Neither agree nor Agree Strongly agree
disagree

83% of the respondents feel that their foods are being healthy
for patients and staff of Hospital, whereas 17% are neutral for it.

57
Table 6.14:

Motivation for better work

50.0
46.0
45.0

40.0
34.0
35.0

30.0

25.0
Percent
20.0 18.0

15.0

10.0

5.0
1.0 1.0
0.0
Strongly Disagree Neither agree Agree Strongly agree
Disagree nor disagree

Interpretation:
34% of the employees agree that the organization provides best of the
facilities to motivate the employees to improve their productivity
whereas 46% agrees to it and only 18% of them are neutral to it.
Overall facilities provided to the employees are good enough.

58
Table 6.15:

My job has impact on the hospital success

50.0
44.0 44.0
45.0

40.0

35.0

30.0

25.0
Percent
20.0

15.0 12.0
10.0

5.0

0.0
Neither agree nor disagree Agree Strongly agree

Interpretation:
88% are very satisfied that their job has impact on the hospital
success. It means the relationship between employees and patients
are maintaining well and 12% are neutral.

59
 Table 6.16

satisfy with medicinal facility

45.0
42.0
40.0
40.0

35.0

30.0

25.0

Percent 20.0

15.0 14.0

10.0

5.0 4.0

0.0
Disagree Neither agree nor Agree Strongly agree
disagree

Interpretation:
82% of the respondents are satisfied with their medicinal facility. They
give best facility among these areas. 14% of the respondents are
neutral. And 4 % of the respondents are disagreeing.

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Table 6.17

Satisfy with sports facility

45.0
41.0
40.0

35.0 34.0

30.0

25.0

Percent 20.0

15.0 14.0
11.0
10.0

5.0

0.0
Disagree Neither agree nor Agree Strongly agree
disagree

Interpretation:
75% of the respondents are satisfied their sports activity by given
management sports equipments. 11% of the respondents are neutral.

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Table 6.18:

satisfy with welfare facility

60.0
53.0
50.0
43.0
40.0

30.0
Percent
20.0

10.0
1.0 1.0 2.0
0.0
Strongly Disagree Neither agree Agree Strongly agree
Disagree nor disagree

Interpretation:
96% of the respondents are agreeing that they are satisfied
with their welfare facility.
Where means it is Great feedback from the employees of
hospital. Overall facilities provided to the employees are good
enough.

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Table 6.19:

satisfy with parking facility

50.0

45.0 43.0

40.0

35.0

30.0 28.0
26.0
25.0
Percent
20.0

15.0

10.0

5.0 3.0

0.0
Disagree Neither agree nor Agree Strongly agree
disagree

Interpretation:
71% of the respondents are agreeing that they were satisfied with parking
facility. The area of parking is wide and spacious.29% of the respondents is
dissatisfied with parking facility. It may be late to come at Hospital.

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Table 6.20:

overall satisfy with my job

50.0

45.0

40.0

35.0

30.0

25.0
Percent
20.0

15.0

10.0

5.0

0.0
Disagree Neither agree nor Agree Strongly agree
disagree

Interpretation:
91% of the respondents are agreed that their job is satisfied. They
give best feedback of BAG hospital for good behavior with
employees and given best facilities.

64
 Chapter 7
Results and Findings

65
7.1 FINDINGS

On the basis of the analysis and interpretation of data on study

of Job satisfaction and its effectiveness in a Hospital led to the
following findings:
52% Agree and 11% strongly agree for the Job satisfaction of
the Where employees are very happy with his/her workplace.
whereas 36% are neutral with his/her workplace and 1%
disagree for the job satisfaction which are avoid it

14% strongly agrees, 65% Agrees and 18% of the respondents

are neutral for the working hours are convenient for employees
of BAG hospital
For work, 45% of the employees agrees that it is good, 34%
employees feels that it is really good and they strongly agrees
for it but 18% of the employees are neutral for it and total 3% of
the employees are disagree that is bad.
Job satisfaction is the best strategy according measure safety
for the employees wherein 47% of the employees agree to it and
41% of them strongly agree and 12% of the employees are
neutral.
The relations between the employees and the management at
the workplace are good and healthy.
45 % agree and 32% of the respondents strongly agree for
that senior employees are not partial and almost 20 % of
the respondents are neutral
48% are agree and 30% are strongly agree of the
respondents are said that supervisors are considers all
employees ideas and said that 22% and 2% are neutral and
disagree.
45% are agreed and 31% are strongly agreed for satisfied
with the support of coworkers and 23% are neutral with the
satisfied with support of coworkers.
44% are agree and 33% are strongly agree with people are tend
to help. It means BAG hospital employees are good survivals
and 21% are neutral.
71% of the employees are satisfied with their salary and 29% of
the employees are dis-satisfied with their salary.
75% of the respondents feel that their salary is being fixed by
66
 the management on the performance basis, whereas 21% are
neutral for it.
83% of the respondents feel that their foods are being healthy
for patients and staff of Hospital, whereas 17% are neutral for it.

34% of the employees agree that the organization provides best

of the facilities to motivate the employees to improve their
productivity whereas 46% agrees to it and only 18% of them are
neutral to it.
88% are very satisfied that their job has impact on the
hospital success. It means the relationship between
employees and patients are maintaining well and 12% are
neutral.
82% of the respondents are satisfied with their medicinal
facility. They give best facility among these areas. 14% of
the respondents are neutral. And 4 % of the respondents
are disagreeing.
75% of the respondents are satisfied their sports activity by
given management sports equipments. 11% of the
respondents are neutral.
96% of the respondents are agreeing that they are satisfied
with their welfare facility.
71% of the respondents are agreeing that they were satisfied
with parking facility. The area of parking is wide and
spacious.29% of the respondents is dissatisfied with parking
facility. It may be late to come at Hospital.
91% of the respondents are agreed that their job is
satisfied. They give best feedback of BAG hospital for good
behavior with employees and given best facilities

67
 CHAPTER-8
LIMITATIONS
OF
THE STUDY

68
8.1 LIMITATIONS

Job satisfaction among employees was not studied for the lower level staff
as they are Aaya, sweepers,etc. and their performance appraisal system is
not there in the hospital.
This study was not sufficient to recognize the Job satisfaction of each and
every staff of the hospital as it is very large unit.
Even some of the internal details like Exact salary, Pf, Leaves, etc were
not disclosed.
Job satisfaction at BAG hospital is based on key areas, so we were not
granted the permission by the Sr. HR Manager to conduct study on that.
The major limitation faced by the study had to do with getting the nurses to
respond to the questionnaires. This is the result of the nature of their work.
Typically, staff in the health sector runs the shift system to enable them
render 24/7 service. Hence there were occasions where the researcher
had to go very early in the morning in order to meet the night staff to get
them to respond before they left their duty post or late in the night.
Also it was expedient on the part of the researcher to hang around the
corridors of the ward to get the nurses and mid-wives to respond when
there was the least opportunity for those who worked in the day.
This was basically because there were nurse at post in each of the division
considered for the study; hence they were always engaged. This actually
prolonged the data collection period than expected.

69
 Chapter 9

Suggestions
And
Conclusion

70
 9.1 Suggestions

This analysis and interpretation of data on study of Job satisfaction in BAG

hospital led to the following conclusions:
Regular analysis of the employees condition should be done by the
management and their needs should also be fulfilled.
If it is possible every month there should be a counseling session.
The employee turnover ratio has been observed to be very high at BAGH
so some steps must be taken to avoid it. Some aspects in the study which
came out like dissatisfaction towards salary, and work-burden, may be the
causes for the same, as could be found out from the present study.
The employees should be made aware of their bifurcations in their salary
and their rights to it.
Overall we got positive result of the existing Job satisfaction level at
Bhailal Amin General Hospital, which is a good sign for the organization.
The organization can provide training program for the employees
The organization can improve Infrastructure facilities
It is recommended that a complaint box should be kept in the organization.
It help to become aware of the employee grievance
The organization can be concentrate incentives schemes for employees
The organization can provide better promotional policy to the workers.
Organization has to contribute to its positive efforts to make their overall
employee satisfaction.

9.2 Conclusion
The Job satisfaction at BAGH hospital is of satisfactory level.
Satisfactions of work and job rotation are giving positive result in Job
satisfaction of existing employees.
.

71
 Annexure
Questionnaire
"Job satisfaction among employees at Bhailal Amin General Hosital"
Dear sir/mam
I, ROSHNI GILL conducting a survey to know the awareness of job satisfaction
among employees at BAGH, MBA student of semester III from C.K. SHAH.
VIJAPURWALA INSTITUTE OF MANAGEMENT. The information provided by you will
be kept confidential and will only use for academic purpose.
Please rate the factors of job satisfaction at Bhailal Amin General Hospital
1=Strongly Disagree 2=Disagree 3= neither Agree nor Disagree
4=Agree 5=strongly Agree
Q NO. (1) (2) (3) (4) (5)
Question
I am happy with my work place.
1.
Working hours are convenient for me.
2.
3. I feel I have too much work to do.
Safety measures provided by the Hospital are
4. good.
5. My relationship with my supervisor is cordial.
6. My senior is not partial.
My senior considers my ideas while taking
7. decision.
I am satisfied with the support I get from my
8. coworkers.
People here have concern from one another
9. and tend to help.
The parking spaces for vehicles are
10. satisfactory.
I feel I am paid a fairly amount for the work I
11. do.
I am satisfied with the chances for my
12. promotion.
I am satisfied with the canteen facilities
13. provided by the Hospital
14. My senior motivates me to work better
I feel my job little impact on the success of
15. the company.
I am happy with Medicinal facilities provided
16. to Employees at BAGH.
17. I am satisfied with the sports facilities.

72
 I am satisfied with welfare facilities of
18. Bhailala Amin Hospital.
19. Overall I am satisfied with my present job.

Personal Information
1. Gender

1. Male 2. Female
2. Age
a. [15-20] b. [20-25]

c. [25-30] d. [30 & above]

4. Educational Level:
A). STD xii b). Diploma

c). Graduate d). Post-Graduate

5. Marital Status:
A). Married b). Single
c). Divorced d). Widowed

6. How long have you been working in your hospital?

1. Less than one year 2. 1 year 4 year
3. 5 years 9 years 4. 10 years 14 years
5. 15 years or above.
8. What is your Profession?

73
 BIBLIOGRAPHY

1) Dr. GUPTA. C.B. Sultan chand sons Human resource management

2) ASWATHAPPA. K. Human resource and personnel management
Third Edition 2002, Tata MC Graw Hill New Delhi

3) KOTHARI. C.R. Research Methodology Method Techniques New

age International publishers

1) GUPTA. S.P. Sultan Chand Sons Statistical methods New Delhi,

Twenty Ninth Edition QUALITY OF WORK LIFE PVL. Raju The
human Implications Feb 2004

2) WANNA BE HAPPY OF WORKPLACE GRK Murty

3) QUALITY OF WORK LIFE AS HR STRATEGY - An Analysis CBSN

Seshu

4) JAYASANKAR. J. Human resource management

5) Flippo Edwin B.,Personnel management, Edition sixth, Tata McGraw

Hills,1984, p.g.225-230
6) Gupta, C.B., Human Resource Management, Edition
Fifth(Reprint),Sultan Chand and Sons, New Delhi 2001, p.g.5.3-5.10
7) Rao, P. Subba, Essentials of Human Resource Management and

74
 Industrial Relations; Edition Second, Himalaya Publishing House, New
Delhi 2001, p.g.206-210.

Old Reports
Brochure of the Bhailal Amin General Hospital

(i) Web links

http://www.baghospital.com

75