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Submitted By
(Registration No. ----------------)
in partial fulfillment of the requirements
for the degree of Master of Business Administration of
Sikkim Manipal University, INDIA

Sikkim – Manipal University of health, Medical and technological science Distance

Education wing
Syndicate House, Manipal – 576104


Under Supervision of : Prof. Rajeev Sharma

Submitted By:
Registration no : 520920807
Course : MBA
Semester : FOURTH
Specialization : FINANCE
E-mail :
Learning Centre Code : 01513


I hereby declare that the Synopsis Report entitled:


FRESH, CALICUT (KERALA) submitted in partial fulfillment of the requirement for
the degree of Masters of Business Administration to Sikkim – Manipal University, India,
is my original work and not submitted for the award of any other degree, diploma,
fellowship, or any other similar title or prizes.

Place: Noida

Date: 01-06-2013
Registration No. 000000000


The Synopsis Report of Diwakar (Registration No.0000000000) on “JOB SATISFACTION OF

acceptable in quality and form.

Internal Examiner External Examiner

(_______________) (_______________)

Page No:

 INTRODUCTION ……………………………………………………….….06
 REVIEW OF LITERATURE………………………………………………08
 STATEMENT ABOUT THE PROBLEM………………………….....…..08
 SCOPE OF THE STUDY……………………..…………………….………08
 RESEARCH OBJECTIVE…………………………………………………09
 RESEARCH METHODOLOGY ………………………………..…………09
 LIMITATION OF THE STUDY………………………………...………….10
 BIBLIOGRAPHY………………………………………………………….....13


Job satisfaction is not the same as motivation. It is more if an attitude, an internal state of
the person concerned. It could, for example, be associated with a personal feeling of
achievement. Job satisfaction is an individual’s emotional reaction to the job itself. It is his
attitude towards his job.

Job satisfaction in regards to one’s feeling or state of mind regarding nature of their work.
Job can be influenced by variety of factors like quality of one’s relationship with their
supervisor, quality of physical environment in which they work, degree of fulfillment in
their work, etc.

Positive attitude towards job are equivalent to job satisfaction where as negative attitude
towards job has been defined variously from time to time. In short job satisfaction is a
person’s attitude towards job.

Job satisfaction is an attitude which results from balancing & summation of many specific
likes and dislikes experienced in connection with the job- their evaluation may rest largely
upon one’s success or failure in the achievement of personal objective and upon perceived
combination of the job and combination towards these ends.

According to pestonejee, Job satisfaction can be taken as a summation of employee’s

feelings in four important areas. These are:

1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers,

opportunities on the job for promotion and advancement (prospects), overtime
regulations, interest in work, physical environment, and machines and tools.
2. Management- supervisory treatment, participation, rewards and punishments,
praises and blames, leaves policy and favoritism.

3. Social relations- friends and associates, neighbors, attitudes towards people in
community, participation in social activity socialibility and caste barrier.
4. Personal adjustment-health and emotionality.

Job satisfaction is an important indicator of how employees feel about their job and a
predictor of work behavior such as organizational citizenship, Absenteeism, Turnover.

Job satisfaction benefits the organization includes reduction in complaints and grievances,
absenteeism, turnover, and termination; as well as improved punctuality and worker
morale. Job satisfaction is also linked with a healthier work force and has been found to be
a good indicator of longevity.

Job satisfaction is not synonyms with organizational morale, which the possessions of
feeling have being accepted by and belonging to a group of employees through adherence
to common goals and confidence in desirability of these goals. Morale is the by-product of
the group, while job satisfaction is more an individual state of mind.


This study attempts to evaluate job satisfaction of Reliance Fresh, Calicut (Kerala) in
India. It focuses on the relative importance of job satisfaction factors and their impacts on
the overall job satisfaction of officers. It also investigates the impacts of bank type, work
experience, age, and sex differences on the attitudes toward job Satisfaction. The result
shows that salary, efficiency in work, fringe supervision, and co-worker relation are the
most important factors contributing to job satisfaction. Reliance Fresh, Calicut (Kerala)
has higher levels of job satisfaction than those from public sectors as they enjoy better
facilities and supportive work environment. Sex and age differences have relatively lower
level of impact on it. The overall job satisfaction of the Reliance Fresh, Calicut (Kerala) is
at the positive level.


The employees need to feel valued, recognized and encouraged, they want to do a
meaningful work and have some say in how their jobs are designed how their performance
is measure and compensated and how the organization is managed. The organization
should develop a strong emotional bond with the employees. The new Psychological
contract should be aimed at developing along lasting relationship between the employer
and the employee. The organization should also encourage and provide various avenues to
faster relationship among the employees. Hence the study is conducted to find out the job
satisfaction level of employees at Reliance Fresh.


The scope of the study is very vital. Not only the Human Resource department can use the
facts and figures of the study but also the marketing and sales department can take benefits
from the findings of the study.


The research has been undertaken with following objectives.

 To study the level of job satisfaction among the employees of Reliance Fresh,
Calicut (Kerala).
 To study the methods of measuring job satisfaction of Reliance Fresh, Calicut
 To Study the job satisfaction of employees in Reliance Fresh, Calicut (Kerala).
 To Measure the satisfaction levels of employees on various factors and give
suggestions for improving the same.
 To find out whether experience have an effect on Job Factors.
 To find the significance difference among age groups with respect to job Factors.
 To find the significance difference among male and female employees with respect
to job Factors.


The questionnaire is considered as the most important thing in a survey operation. Hence
it should be carefully constructed. Structured questionnaire consist of only fixed
alternative questions. Such type of questionnaire is inexpensive to analysis and easy to
administer. All questions are closed ended.

It was divided into following parts:

Sampling universe
All the employees are the sampling universe for the research.

Sampling technique

Judgmental sampling
Sample was taken on judgmental basis. The advantage of sampling are that it is much less
costly, quicker and analysis will become easier. Sample size taken was 100 employees of
different reliance fresh stores at Calicut.

Sources of Data:
The primary data: The primary data is the data, which is collected to first time from the
relevant are and they are original in character. Structured questionnaire method was used
for collecting the data from the employees.

Secondary data: Secondary data will support the primary data for analysis and
interpretation data which is collected and processed from company manual, records and
Company website.


The study was thoughtful for knowing the existing job satisfaction level of the employees
of Reliance Fresh, Calicut (Kerala). Limitation for the study, the study was restricted to
Reliance Fresh, Calicut (Kerala) only and other being the time as constraint.
 Some of the respondents were not responding to some of the questions.
 Due to time constraint the researcher was not able to complete the project to
desired level.
 Data collected is based on questionnaire.
 The information collected by the observation method is very limited.
 The result would be varying according to the individuals as well as time.
 Some respondents hesitated to give the actual situation; they feared that
management would take any action against them
 The findings and conclusions are based on knowledge and experience of the
respondents sometime may subject to bias.


The study will give a clear picture about the non bargainable employees and their areas of
dissatisfaction, the outcome of the study will help the organization to spot out the areas of
dissatisfaction, there by the organization can take effective steps to improve the
employees satisfaction level towards their job and to implement various policy
implications, Most of the employees are satisfied with their jobs and most of them are
satisfied with the policies of the organization and also towards the other aspects taken in
to account for measuring the level of job satisfaction among the non bargainable
employees in the organization and there are some of the employees who are not satisfied
with their jobs due to some of the aspects, also some of the suggestions can be taken in to
account to make those employees feel better about their jobs so if the suggestions are
taken in to account and done there is chance for making the unsatisfied employees to
change their attitude towards their respective jobs.

All the conclusions are drawn based on the analysis and interpretation of the primary data
regarding the job satisfaction of the employees of Reliance Fresh, Calicut (Kerala).

 From the analysis and interpretation, it is concluded that most of the employees are
satisfied with the workplace and only few employees are not satisfied with the
workplace, which are negligible in number. And similarly in case of infrastructure
most of the employees are satisfied and very small number of employees are not
happy with the infrastructure of Reliance Fresh, Calicut (Kerala) and the canteen
facilities. It means the workplace and infra structure of Reliance Fresh, Calicut
(Kerala) is good or satisfactory.

 It is concluded that near about all the employees are satisfied with implementation
of rules and responsibilities. And only some of them are not seems to be satisfied
with the implementing rules and responsibilities. Therefore it shows that
implementation of rule and responsibility is done fairly.

 From the study it is clear that the higher percentage of employees are happy with
the freedom at work given by management but only some of them are not feeling
satisfied with the freedom given at work place.

 According to analysis and interpretation, most of the employees are satisfied with
the team spirit built in organization and only few are not happy with team spirit in
the organization. From this it seems that the team spirit in the organization is

 The study shows that very small numbers of employees are satisfied with the job
security. And remaining most of the employees are not satisfied with the job
security provided by the organization. Hence from this analysis it is cleared that
there is feeling of fear of job loss in the employees of Reliance Fresh, Calicut

 An analysis shows that employees are strongly in favor that the targets given are
achievable and only are not feels that the targets given are achievable. Hence the
targets set by management are achievable.

 Only little number of the employees is satisfied with the opportunities of

promotions given by organization. It shows that the employees do not have any
growth of opportunities. Analysis shows that the payment of salary is made always
on time.

 It is concluded that the employees are not much satisfied with the forum for face-
to-face communication. From the analysis it is clear that half of the employees are
satisfied and other half are not satisfied with the encouragement given to the
suggestions of the employees. But only few think that there is positive acceptance
of the suggestions given by the employees. From the analysis it is clear that
management keeps all the promises.

Books: -

 Hitt, Miller, Colella “Organizational Behavior A Strategic Approach”, Wiley

Student’s Edition.
 Luthans Fred “Organizational Behavior”, McGraw Hill 7th Edition.
 Newstrom John W., Davis Keith, “Organizational Behavior Human Resource At
Work”, 9th Edition, Tata McGraw Hill Edition.
 Pestonjee D. M. “Motivation and Job Satisfaction”, 1st Edition. Macmillan India

Websites: -