A

Project Report

On

JOB SATISFACTION OF GOVERNMENT SCHOOL TEACHER IN DURG

DISTRICT

Submitted in Partial fulfillment for the Award of

BACHELOR OF BUSINESS ADMINISTRATION

DEGREE FROM

DURG VISHWAVIDYALAYA, DURG (C.G)

Session 2017-2018

Project guide: Submitted By:

Dr. Susan R. Abrahim Akhil Mahajan

HOD, Dept. of Management Studies BBA 6th

Semester

St. Thomas college Bhilai

Affiliated to Durg Vishwavidyalaya, Durg (C.G)

 CERTIFICATE

THIS is To Certify that A project on “Job Satisfaction Of Government School Teacher In Durg
District” Submitted in partial fulfillment for the Award of Bachelor Of Business Administration Degree
to St. Thomas College ,Bhilai affiliated to Durg Vishwavidyalaya, is the genuine work done by Akhil
Mahajan under our supervision and guidance

Dr. Susan R. Abraham

HOD Dept. of Management Studies

Dr. M.G. Roymon

Principal

St.Thomas College

Bhilai (C.G)
 DECLARATION

I, AKHIL MAHAJAN, Student of Bachelor of Business Administration 6th Semester

him by declare that this project Report on the topic “Job Satisfaction Of Government
School Teacher in Durg District” is my original work. This work was done as a
requirement for the partial fulfillment for the degree of BACHLOR OF BUSINESS
ADMINISTRATION given by Durg Vishwavidayalaya, Durg. All the information and
data given in this project are authentic to the best of my knowledge and is taken from
reliable sources

AKHIL MAHAJAN

BBA 6th Semester

CH 1 :- INTRODUCTION

Job satisfaction refer to a person’s feeling of satisfaction on the job which act as a motivation To
work. It is not the self satisfaction, happiness or self contentment. But the satisfaction on the job. Human
resources is considered to be the most valuable asset in any organization. It is the sum total of inherent
abilities, acquired knowledge and skills represented by the talents and aptitude of the employed person
who comprise executive, supervisions and the rank and file employees. It may be noted here that human
resource should be utilized to the maximum possible extent, in order to achieve individual and
organizational goals. It is thus the employee’s performance which ultimately decides and attainment of
goals. However, the employee performance is to a large extent, influenced by motivation and job
satisfaction.

Job satisfaction describes the feelings attitudes or preference of individuals regarding work. It indicates
how content an individual is towards his or her work. (Armstrong, 2006) defines job satisfaction as the
attitudes and feelings people have about their work. Positive and favorable attitude towards the job
indicate job satisfaction, Negative and unfavorable attitude indicate dissatisfaction. This study sought to
determine factors influencing job satisfaction among teachers in government schools in Chhattisgarh.

The term relates to the total relationship between an individual and the employer for which he is paid.
Satisfaction does mean the simple feeling state accompanying the attainment of any goal, the end state is
feeling accompanying the attainment by an impulse of its objective. Job satisfaction does mean absence
of motivation at work. Research workers differently describe the factor contributing to job satisfaction
and job dissatisfaction.

The survey made regarding the job satisfaction of government school teacher will facilitate and enable
the management to know the perception and inner feelings regarding the job they are performing on day
to day basis. The term job satisfaction reveals and focuses on the likes and dislikes of the teacher of
government school. In this particular study the researchers tries to identify the causes for satisfaction and
dissatisfaction among the teachers. So this is the most effective and selective instrument for diagnosing
and peeping into the teacher’s problems.

Job satisfaction survey can give the most valuable information the perception and the causes. For
satisfaction/ dissatisfaction among the employees attitude towards job satisfaction may be either positive
or negative. This positive feeling can be re-in forced negative feeling can be rectified. This survey can
be treated as the most effective and efficient way, which make the worker to express their inner and real
feeling undoubtedly.

For any future course of action development which involves employee’s participation is considered. The
government will get a picture their employee’s acceptance and readiness. This survey also enables to
avoid misinterpretation and helps government in solving problems effectively. It is observed during
study some of the employee accepted the proposal survey research.

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A perfectly contentment and satisfaction motivates an employees to be confident with a high morale, it
is an asset to organization as a whole.

Thus high motivation and morale of an employee make him remain in the organization and encourage
him to face cut throat competition and gives him enough dynamism to face challenges. Every human
being possess him own unique resources, if properly channels it by supportive and supplement ,
ultimately for achieving organizational goals.As proper breathing and deit is necessary to healthy human
being so as is contentment to the job satisfaction. This contentedness ultimately acts as a key factor to
human resource development

1.1 MEANING OF JOB SATISFACTION

The Job satisfaction or employee satisfaction has been defined in many different ways. Some believe it
is simply how content an individual is with his or her job, in other words, whether or not they like the
job or individual aspects or facets of jobs, such as nature of work or supervision. Others believe it is not
as simplistic as this definition suggests and instead that multidimensional psychological responses to
one's job are involved. Researchers have also noted that job satisfaction measures vary in the extent to
which they measure feelings about the job. Job satisfaction is one of the most researched variables in the
area of workplace psychology, and has been associated with numerous psychosocial issues ranging from
leadership to job design.

DEFINITION OF JOB SATISFACTION

Job satisfaction refer to a person’s feeling on the job, which acts as a motivation to work. It is not the
self-satisfaction, happiness or self contentment but the satisfaction on the job.

The term job satisfaction figures prominently in any discussions on management of human resources.
Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation to
work. It is not the self-satisfaction, happiness or self-contentment but the satisfaction on the job.

Job satisfaction is an individual’s felling regarding his or her work. It can be influenced by a multitude
of factors. The term relates to the total relationship between an individual and the employer for
which he is paid. Satisfaction does mean the simple feeling state accompanying the attainment
of any goal, the end state is feeling accompanying the attainment by an impulse of its
objective.

Job satisfaction has many dimensions. Commonly noted facets are satisfaction with the work
itself, wages, and recognition, rapport with supervisors and coworkers, and chance for advancement.
Each dimension contributes to an individual’s overall feeling of satisfaction with the job itself, but
different people define the “job” differently.

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There are three important dimensions to job-satisfaction:

1) Job-satisfaction refers to one’s feeling towards one’s job. It can only be inferred but not seen.

2) Job satisfaction is often determined by how well outcomes meet or exceed expectations.
Satisfaction in one’s job means increased commitment in the fulfillment of formal requirements.
There is greater willingness to invest personal energy and time in job performance.

3) The terms job-satisfaction and job attitudes are typically used interchangeably. Both refer to
effective orientations on the part of individuals towards their work roles, which they are presently
occupying.

Though the terms job-satisfaction and attitudes are used interchangeably, there are differences
between the two. Attitude refers to predisposition to respond. Job-satisfaction, on the other hand,
relates to performance factors. Attitudes reflect one’s feelings towards individuals, organizations,
and objects. But satisfaction refers to one’s attitude to a job. Job satisfaction is, therefore, a specific
subset of attitudes.

HOPPOCK defined job satisfaction as “any combination of psychological, physiological and

environmental circumstances that cause a person truthfully to say I am satisfied with my job.
According to this approach although job satisfaction is under the influence of many external factors,
it remains something internal that has to do with the way how the employee feels. That is job
satisfaction presents a set of factors that cause a feeling of satisfaction.

VROOM in his definition on job satisfaction focuses on the role of the employee in the workplace.
Thus he defines job satisfaction as affective orientations on the part of individuals toward work roles
wich they are presently occupying (Vroom, 1964).

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.

JOB SATISFACTION LEAD TO:-

 Motivate towards high productivity.
 Want to remain in the organization.
 Act efficiently in crises.
 Accept necessary changes without resentment or resistence.

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1.2 IMPORTANCE OF JOB SATISFACTION:-

The study of job satisfaction enriches management with a range of information pertaining to job,
employee, environment etc. which facilitated it in decision making and correcting the path of
organizational policies and behavior. It indicates the general level of satisfaction in the organization
about its programs, policies etc. Secondly, it is a diagnostic instrument for knowing employees
‟problems, effecting changes and correcting with least resistance. Thirdly, it strengthens the
communication system of the organization and management can discuss the result for shaping
the future course of action. Fourthly, it helps in improving the attitudes of employees towards
the job and facilitates integration of employee with the organization. It inspires sense of
belongingness and sense of participation leading to the overall increase in the productivity of
the organization. Fifthly, it helps unions to know exactly what employees want and what
management is doing. Thus, it facilitates mutual settlement of grievances and other unwanted
situations. Lastly, it facilitates in determining the training and development needs of the both,
employees and the organization.

If we can improve job satisfaction and morale, we can improve job performance as well.
Soon the management set about to take advantage of this newly found insight and they took
action on two fronts. First, they initiated attempts to measure the state of employee- feeling
in order to know where to concentrate their efforts in improving employee- satisfaction.
Secondly, they set about to train their managers, especially first-level supervisors, to pay
attention to the attitudes and feelings of their subordinates so that performance could thereby be
improved.
The topic of job satisfaction at work is getting wider attention at this time. Job satisfaction is
the satisfaction one feels while doing the job. Job satisfaction is one of the important factors, which
affect not only the efficiency of the laborers but also such job behavior as absenteeism, accidents,
etc. Job satisfaction is the result of employee perception of how well the job provides those
things that are viewed important. For the success of any organization, job satisfaction has vital
importance. The employees who are satisfied are the biggest assets to an organization
whereas the dissatisfied employees are the biggest liabilities. IN fact no organization can
successfully achieve its goal and mission unless and until those who constitute the organization
are satisfied in there job. Dissatisfaction leads to frustration and frustration leads to aggression. It is
believed that employees dissatisfied with their job may be militant in their attitude towards
The management. Dissatisfaction is infectious and quickly spreads to other employees and is
likely to affect the morale and working of other employees and image of organization. A
dissatisfied worker may seriously cause damage to the reputation and property of the organization
and harm its business interest. Job satisfaction/dissatisfaction is the result of various factors
which are related to the present job situations. These various factors are opportunities for

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 career advancement, amount of tension at work, work involvement, relations with colleagues
and supervisors, due recognition of merit, sufficient emoluments and good working conditions,
grievances removal, feeling of fatigue and loneliness and prestige of the organization.

Job satisfaction is a complex and important concept for human resource managers to understand
most employees do not believe their work is being properly rewarded. Nor do they believe that their
companies are doing enough to attract high quality performers, train them, or manage them
effectively.

1.3 THEORIES OF JOB SATISFACTION:-

 Affect theory.
 Dispositional approach.
 Equity theory.
 Discrepancy theory.
 Two-factor theory.
 Job characteristics model.

1 Affect theory:-

Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model.
The main premise of this theory is that satisfaction is determined by a discrepancy between what one
wants in a job and what one has in a job. Further, the theory states that how much one values a given
facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one
becomes when expectations are/aren’t met. When a person values a particular facet of a job, his
satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when
expectations are not met), compared to one who doesn’t value that facet. To illustrate, if Employee A
values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A
would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a
position with little or no autonomy compared to Employee B. This theory also states that too much of a
particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet.

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 2 Dispositional approach:-

The dispositional approach suggests that individuals vary in their tendency to be satisfied with their jobs,
in other words, job satisfaction is to some extent an individual trait. This approach became a notable
explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and
across careers and jobs. Research also indicates that identical twins raised apart have similar levels of
job satisfaction.

A significant model that narrowed the scope of the dispositional approach was the Core Self-evaluations
Model, proposed by Timothy A. Judge, Edwin A. Locke, and Cathy C. Durham in 1997. Judge et al.
argued that there are four Core Self-evaluations that determine one’s disposition towards job
satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that
higher levels of self-esteem (the value one places on his/her self) and general self-efficacy (the belief in
one’s own competence) lead to higher work satisfaction. Having an internal locus of control (believing
one has control over her\his own life, as opposed to outside forces having control) leads to higher job
satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction.

3 Equity theory:-
Equity Theory shows how a person views fairness in regard to social relationships such as with an
employer. A person identifies the amount of input (things gained) from a relationship compared to the
output (things given) to produce an input/output ratio. They then compare this ratio to the ratio of other
people in deciding whether or not they have an equitable relationship. Equity Theory suggests that if an
individual thinks there is an inequality between two social groups or individuals, the person is likely to
be distressed because the ratio between the input and the output are not equal.

For example, consider two employees who work the same job and receive the same pay and benefits. If
one individual gets a pay raise for doing the same work as the other, then the less benefited individual
will become distressed in his workplace. If, on the other hand, both individuals get pay raises and new
responsibilities, then the feeling of equity will be maintained.

4 Discrepancy theory:-
The concept of discrepancy theory is to explain the ultimate source of anxiety and dejection. An
individual who has not fulfilled his responsibility feels the sense of anxiety and regret for not performing
well. They will also feel dejection due to not being able to achieve their hopes and aspirations.
According to this theory, all individuals will learn what their obligations and

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responsibilities are for a particular function, and if they fail to fulfill those obligations then they
arepunished. Over time, these duties and obligations consolidate to form an abstracted set of principles,
designated as a self-guide. Agitation and anxiety are the main responses when an individual fails to
achieve the obligation or responsibility. This theory also explains that if achievement of the obligations
is obtained then the reward can be praise, approval, or love. These achievements and aspirations also
form an abstracted set of principles, referred to as the ideal self guide. When the individual fails to
obtain these rewards, they begin to have feelings of dejection, disappointment, or even depression.

Two-factor theory :-

Frederick Herzberg’s two-factor theory (also known as motivator-hygiene theory) attempts to explain
satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are
driven by different factors – motivation and hygiene factors, respectively. An employee’s motivation to
work is continually related to job satisfaction of a subordinate. Motivation can be seen as an inner force
that drives individuals to attain personal and organizational goals. Motivating factors are those aspects
of the job that make people want to perform, and provide people with satisfaction, for example
achievement in work, recognition, promotion opportunities. These motivating factors are considered to
be intrinsic to the job, or the work carried out. Hygiene factors include aspects of the working
environment such as pay, company policies, supervisory practices, and other working conditions.

Herzberg's model has stimulated much research. In the 1970s, researchers were unable to reliably
empirically prove the model however, with Hackman & Oldham suggesting that Herzberg's original
formulation of the model may have been a methodological artifact. However, emerging studies have a
new-found interest in the theory, particularly among employees in the public sector and among certain
professions such as nurses (Holmberg., 2016).

The theory has been criticized because it does not consider individual differences, conversely predicting
all employees will react in an identical manner to changes in motivating/hygiene factors. The model has
also been criticized in that it does not specify how motivating/hygiene factors are to be measured. Most
studies use a quantitative approach by for example using validated instruments such as the Minnesota
Satisfaction Questionnaire (Weiss et al., 1967) There are also studies that have utilized a qualitative
methodology such as by means of individual interviews.

5 Job characteristics model:-

Hackman & Oldham proposed the job characteristics model, which is widely used as a framework to
study how particular job characteristics impact job outcomes, including job satisfaction. The five core

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job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be
used as an index of how likely a job is to affect an employee's attitudes and behaviors. Not everyone is
equally affected by the MPS of a job. People who are high in growth need strength (the desire for
autonomy, challenge and development of new skills on the job) are particularly affected by job
characteristics. A meta-analysis of studies that assess the framework of the model provides some support
for the validity of the JCM.

1.4 DETERMINATION OF JOB SATISFACTION:-

According to Abraham A. korman, there are two type of factors which determine the job satisfaction of
an employee. These are:

1) Organizational Factor.
2) Personal Factors.

ORGANISATIONAL FACTORS

1) Occupational level
2) Job content
3) Considerate leadership
4) Pay and Promotional Opportunities
5) Working condition
6) Respect from Co-workers
7) Relationship with supervisors
8) Opportunities for Advancement
9) Workload and stress level

PERSONAL FACTOR:-
1) Personality job Fit
2) Work itself
3) Education level
4) Role perception
5) Gender
6) Career development