Summer internship project report

On

“A STUDY ON EMPLOYEE SATISFACTION”

At

“WEBMAKEN CONSULTANCY PVT LTD”

Submitted to

Institute code: 768

Institute name: Shri Chimanbhai Patel Institute of Management and Research

Under the guidance of

Prof-Neha Pandey

--------------

In partial fulfilment of the Requirement of the award of the degree of

Master of Business Administration (MBA)

Offered by

Gujarat Technological University

Ahmedabad

Prepared by:

Hinesha Patel

(187680592097)

MBA (Semester-III)

Month & Year:

July 2019
 Declaration

I hereby declare that the Summer Internship Project Report titled “The Study on
Employee Satisfaction” in excellent publicity is a result of my own work and my
indebtedness to other work publications, references, if any, have been duly
acknowledged. If I am found guilty of copying from any other report or published
information and showing as my original work, or extending plagiarism limit, I understand
that I shall be liable and punishable by the university, which may include Fail in
examination or any other punishment that University may decide.

Enrolment no. Name Signature

187680592097 Hinesha Patel

Place: -------- Date: ----------------

 Introduction to Software Industry
The software industry has transformed the way organizations, businesses, and even
people coordinate and work. Its impact on the global economy and across various
industries can be gauged by the increase in innovations, technical progress, enhanced
productivity, and the workforce. “Software” refers to computer program or data (bits and
bytes stored), that can be stored electronically. It’s used by the computer processor to
perform various tasks. Mobile software applications (or apps) work in the same manner
as their computer software counterparts. Apps are designed for specific tasks like games,
global positioning system (or GPS), and music.

Microsoft leads the software market

The previous chart shows the revenue contribution of different players in the software
industry. According to Gartner, in 2013, worldwide software revenue stood at $407.3
billion, compared to $388.5 billion in 2012, registering a 4.8% increase. Microsoft
(MSFT) continues to be the market leader in the segment and holds 16% market share,
followed by Oracle (ORCL) and IBM (IBM) at 7.3% and 7.1%, respectively. SAP AG
(SAP) and Symantec (SYMC) are among the top ten players in the industry.

Software is expected to be the fastest growing industry in the IT space

According to Forrester, in 2014 and as the economy improves, the software industry is
expected to be the fastest growing industry with expected growth of 7.1%, followed by
information technology (or IT) consulting and systems integration services at 6.6% in the
IT space. IT consulting refers to the advisory services that help clients in assessing the
benefits of different technologies. It helps formulate a suitable technology strategy to
align it with clients’ business strategies.

System integration refers to the process of making diverse hardware and software
components work together as a system. It’s a value addition process of linking different
computing systems and software applications so that independent applications work as
one. The majority of funds allocated for IT spending goes into software development,
which clearly indicates its dominance. The emergence of cloud, mobile computing, and
applications like business intelligence and analytics are making sure that this growth isn’t
slowing down.
The software industry is involved in the development, marketing, and sales and is
multifaceted. Its scope ranges from personal computer applications, operating systems,
network management tools, enterprise software, software applications, operating systems,
and customized software.

The software industry is continuously expanding in India. It is a leading destination for

the IT and IT-enabled services worldwide. Per NASSCOM, the leading body for the
software industry in India, the gross revenue has grown from 1.2% from 1997–1998 to
5.8% from 2008–2009.

India is the preferred destination for companies and their business needs. The factors that
attract potential investors are the huge talent pool offered by India, good infrastructure,
and low costs. What's driving the software industry in India is the quality of services
being offered. Most of Indian companies are CMM level 5 certified.

The software solutions industry is a major revenue earner. The BPO (Business Process
Outsourcing) and KPO (Knowledge Process Outsourcing) industry is surging with more
companies looking to offshore their customer service departments. Besides, there are
newer areas that are emerging that are making India a potential winner for investors.

The BPO industry is continuously growing. Per the NASSCOM study, the BPO sector is
set to reach US$ 30 billion in exports by 2012 and has been growing at a rate of 35% for
the past 3 years. The verticals, such as banking, retail, and telecom, offer more
possibilities for the future.

The KPO industry that is currently estimated at US$ 4 billion is set to grow to US$ 10
billion by 2012. Internet publishing is gaining popularity with more offshore deals being
made.

Software giants, such as Infosys, Wipro, and TCS, are providing software solutions to
clients overseas. IT parks have been developed in all major Indian cities. Bengaluru in
particular is referred to as the silicon valley of India. Many MNCs, such as Capgemini
and Yahoo, have forayed into the Indian market and are tapping the huge talent base in
India. The software solutions industry is thus expanding continuously.

The web development and design industry is also a prominent area. It is the web site of
the company that a potential customer first views and rates. And with the growth of the
Internet as a medium for all forms of business, this sector offers immense growth
potential.
The animation industry is growing fast in India and is attracting investors. This sector is
showing signs of achieving a growth rate of about 30%. Another area is the gaming
industry. This industry also shows a lot of promise.

According to a study by CRISIL, engineering services outsourcing (ESO) is likely to be

the next big thing in the outsourcing industry. This sector is projected to increase to US$
7.5 billion by 2012.

Realizing the potential of the IT industry, the government has created Special Economic
Zones and is contemplating to create Investment regions to further boost this industry.

The BPO sector will amount to 10% of the global market share by 2010. If India just
sustains its share in the global market, its exports will surpass US$ 330 billion by 2020.
Thus, the scenario for the Indian software industry looks good and potential investors can
look towards India's software industry as a good bet.
Growth of Information Technology (IT) Industry in India!
Two main components of Information Technology (IT) are software and hardware. The
software has emerged as the major industry in the field of electronics. This industry made
a modest beginning in the 1970s and by mid-1980s, the forecasters, analysts and policy
planners started understanding the potential of computer software application.
The industry achieved a major breakthrough in the 1990s and is now one of the important
industries of India. The main cause of the rapid development of software industry is its
vast reservoir of technically skilled manpower which has transformed India into a
software super power.

TOP 10 Software development companies of India 2018

India, today, is a well-known name in the field of software development, enterprises from
all around the globe are outsourcing a lot of their software development work to India.
They are doing so because of the cost advantage and also because of the abundance of
skilled software professionals in India who are also fluent in English which has since
become the lingua Franca of the world. If you need to confer upon your company the
global advantage then it makes sense for you to think of exploiting this phenomenon to
your advantage.

In light of this information let us look at the top 10 list of big companies and at another
smaller list of affordable companies that you should be looking at outsourcing to India.
You might be wondering what's the difference between this and thousands of other such
lists on the Internet. The difference is just that this is more credible and researched than
the umpteen ones out there.
1) Infosys

https://www.infosys.com/

Infosys is a global leader in technology services and consulting and it is an Indian

multinational corporation that provides business consulting in information technology
and outsourcing services. It has its headquarters in Bangalore and is one of the most
sought-after companies as far as employment is concerned.
2) Tata Consultancy Services

https://www.tcs.com/
TCS is an Indian multinational information technology (IT) service, business and
consulting solutions company headquartered in Mumbai, It is a subsidiary of the Tata
Group. They are one of the largest Indian companies by market capitalization and are
placed among the most valuable IT services brands worldwide.
3) WIPRO

https://www.wipro.com/

It is an Indian Information Technology Services corporation headquartered in Bangalore,

what is interesting is that it was established as a manufacturer of vegetable and refined
oils. In February 2002 Wipro also achieved ISO 9000 certification to become the first
software company to get SEI People Capability Maturity Model (PCMM) Level 5).
Wipro entered into the technology business in 1981 and has over 140,000 employees and
clients across 50+ countries.
4) Tech Mahindra

http://www.techmahindra.com/

Tech Mahindra Limited is an Indian multinational provider of information technology

(IT), networking technology solutions and Business Process Outsourcing (BPO) to
various industry verticals and horizontals. It is headquartered at Pune and has its
registered office in Mumbai. It started out as a joint venture with British Telecom in 1986
as a technology outsourcing firm. British Telecom initially had around 30 per cent stake
in the Tech Mahindra company.
5) HCL Technologies

https://www.hcltech.com/

It is an Indian multinational IT services company, headquartered in Noida. Originally a

research and development division of HCL, it emerged as an independent company in
1991 when HCL ventured into the software services business. They offer an integrated
portfolio of services, solutions and products and IP through their strategy built around
Digital, IoT, Cloud Computing, Automation, Cybersecurity, Analytics, Remote
Infrastructure Management and Engineering Services.
6) Oracle Financial Services

https://www.oracle.com/

Oracle Financial Services Software Limited is a subsidiary of Oracle Corporation. It is an

IT solution provider to the banking industry. It has more than 900 customers in over 145
countries. Oracle Financial Services Software Limited is ranked very highly in the IT
companies of India and overall ranked No. 253 in Fortune India 500.
7) Mindtree

http://www.mindtree.com/

Mindtree Limited is an Indian multinational information technology and outsourcing

company headquartered in Bangalore. The company deals in e-commerce, mobile
applications, cloud computing, digital transformation, data analytics, EAI and ERP. Its
largest operations are in India and major markets are the United States and Europe. The
company was formed on 18 August 1999 by ten IT professionals, who formerly worked
for Cambridge Technology Partners, Lucent Technologies, and Wipro.
8) Mphasis

http://www.mphasis.com/

Mphasis is an IT services company based in Bangalore. The company provides

infrastructure technology and applications outsourcing services, as well as architecture
guidance, application development and integration, and application management services.
It serves telecom, financial services, logistics and technology industries.
9) Hexaware

http://www.hexaware.com/

Hexaware Technologies Limited (HTL) is an information technology and business

process outsourcing service provider company based in Navi Mumbai, India. Founded in
1990. They provide software services in Financial Services ,Banking , Capital Markets,
Healthcare, Insurance, Manufacturing,Retail, Education, Telecom, Professional services
(Tax, Audit, Accounting and Legal), Travel, Transportation and Logistics, etc.
10) Larsen & Toubro Infotech

http://lntinfotech.com

Larsen & Toubro Infotech (LTI), a subsidiary of Larsen & Toubro is a global IT solutions
& services company based in Mumbai, India. It employs standards of the Software
Engineering Institute's (SEI) Capability Maturity Model Integration (CMMI) and is a
Maturity Level 5 assessed organisation. With over 75 years of a strong, customer-focused
approach and a continuous quest for the world-class quality,, they are definitely one of
the largest Indian software development companies.

Apart from these companies some of the other cost-effective companies that you
could consider for outsourcing would be these ones. They are as good as the ones
listed above but are far more cost-effective:
1) Cybermax Solutions

https://www.cybermaxsolutions.com

Cybermax Solutions is an India based software development company that has been
providing solutions for the last decade and a half now. Although they specialize in .NET,
Java and PHP technologies, they possess the innate ability to write software on any
framework and to deliver a fine product.We pride ourselves on our exceptional
proficiency and ability to comprehend and rapidly deploy enterprise products that help
our clients succeed by offering cost-effective innovative solutions we scale their business
seamlessly.
2) Prathamvision

http://www.prathamvision.com

Pratham Vision with some of the biggest names in business as well as many exciting
entrepreneurial and start-up companies. No matter what size the client, they are dedicated
to providing the highest quality work and the greatest possible return on investment.
3) TechHover

https://www.techhover.in/
TechHover is an Indian web design company and caters to many industries They offer
one of the lowest prices in the market for all solutions, while also providing highly
creative and impactful websites and effective software.
4) 2 base technologies

https://www.2basetechnologies.com/

They are an Indian software development firm holding expertise in offering custom
software development services with a unique blend of application platforms. They are
committed to crafting the business ideas with an affordable website design.
5) Vinam Solutions

http://www.vinamsolutions.com/

Vinam Solutions, an experienced marketing business infrastructure is committed to

providing quality IT solutions to the services around the world Based on a creative,
intelligent approach to meet the requirements.

Introduction to Webmaken Consultancy Private Ltd

Webmaken Consultancy Private Limited is a Private incorporated on 08 October 2015. It is classified

as Non-govt company and is registered at Registrar of Companies, Mumbai. Its authorized share
capital is Rs. 1,000,000 and its paid up capital is Rs. 100,000. It is inolved in Business activities.

Webmaken Consultancy Private Limited's Annual General Meeting (AGM) was last held on 29
September 2018 and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was
last filed on 31 March 2018.

Directors of Webmaken Consultancy Private Limited are Nilesh Premanand Patel and Vasant
Kasturi Shrinivas.

Webmaken Consultancy Private Limited's Corporate Identification Number is (CIN)

U74900MH2015PTC269024 and its registration number is 269024.Its Email address is
ntech_comp93@yahoo.co.in and its registered address is Shop 1, Jaywant Baldev Chawl, Gamdevi
Road, Bhandup (Wset) Mumbai Mumbai City MH 400078 IN , - , .

Current status of Webmaken Consultancy Private Limited is - Active.

Company Details

CIN U74900MH2015PTC269024

Company Name WEBMAKEN CONSULTANCY PRIVATE

LIMITED

Company Status Active

RoC RoC-Mumbai

Registration 269024
Number

Company Category Company limited by Shares

Company Sub Non-government company

Category

Class of Company Private

Date of 08 October 2015

Incorporation

Age of Company 3 years, 8 month, 26 days

Activity Business activities n.e.c.

Why Webmaken Consultancy
We are a reliable organization engaged in this business with a qualitative range of
industrial products . We are also one of the leading companies of this highly
commendable range of products. Our team of experts maintain a vigil on the quality of
the products. Every single piece of work is ensured with proper quality assurance. Since
our inception in 08/10/2015, we are continually improving our quality to serve our clients
better. Use of modern technology, industry standards, timely and quality deliveries,
experienced workforce are our USPs.

Aim / Vision
Our mission is to be a leading company providing superior quality products and services
at competitive prices. We want be a globally innovative and competitive business
providing 100% genuine services to our customers. We are committed to total customer
satisfaction by providing quality products & services.
Useful trade resources
Foreign trade policy information, foreign trade procedure details, Commodities
trading, DGFT offices, Customs Exchange Rates, Export import bank of India, custom
duty calculator, shipping, transport and logistics Export Inspection Agency. Purpose, or
domain of use.
The company includes following features:-

 Application software
which is software that uses the computer system to perform special functions or
provide entertainment functions beyond the basic operation of the computer itself.
There are many different types of application software, because the range of tasks that
can be performed with a modern computer is so large—see list of software.
 System software
which is software for managing computer hardware behavior, as to provide basic
functionalities that are required by users, or for other software to run properly, if at
all. System software is also designed for providing a platform for running application
software,[5]and it includes the following:
 o Operating systems
which are essential collections of software that manage resources and provides
common services for other software that runs "on top" of them. Supervisory
programs, boot loaders, shells and window systems are core parts of operating
systems. In practice, an operating system comes bundled with additional software
(including application software) so that a user can potentially do some work with
a computer that only has one operating system.
o Device drivers
which operate or control a particular type of device that is attached to a computer.
Each device needs at least one corresponding device driver; because a computer
typically has at minimum at least one input device and at least one output device,
a computer typically needs more than one device driver.
o Utilities
which are computer programs designed to assist users in the maintenance and care
of their computers.
 Malicious software or malware
which is software that is developed to harm and disrupt computers. As such, malware
is undesirable. Malware is closely associated with computer-related crimes, though
some malicious programs may have been designed as practical jokes.
Nature or domain of execution

 Desktop applications such as web browsers and Microsoft Office, as well

as smartphone and tablet applications (called "apps"). (There is a push in some parts
of the software industry to merge desktop applications with mobile apps, to some
extent. Windows 8, and later Ubuntu Touch, tried to allow the same style of
application user interface to be used on desktops, laptops and mobiles.)
 JavaScript scripts are pieces of software traditionally embedded in web pages that are
run directly inside the web browser when a web page is loaded without the need for a
web browser plug-in. Software written in other programming languages can also be
run within the web browser if the software is either translated into JavaScript, or if a
web browser plug-in that supports that language is installed; the most common
example of the latter is Action Script scripts, which are supported by the Adobe
Flash plugin.
 Server software, including:
o Web applications, which usually run on the web server and output dynamically
generated web pages to web browsers, using e.g. PHP, Java, ASP.NET, or
even JavaScript that runs on the server. In modern times these commonly include
some JavaScript to be run in the web browser as well, in which case they typically
run partly on the server, partly in the web browser.
 Introduction to Employee Satisfaction

Human resource 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 aptitudes of the employed persons who comprise executives, supervisors 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 performance, which ultimately decides, and attainment of goals.
Employee satisfaction is the terminology used to describe whether employees are happy
and contented and fulfilling their desires and needs at work. Many measures purport that
employee satisfaction is a factor in employee motivation, employee goal achievement,
and positive employee morale in the workplace. Employee satisfaction, while generally a
positive in your organization, can also be a downer if mediocre employees stay because
they are satisfied with your work environment.

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.

Employee satisfaction, also known as job satisfaction, is the extent to which an individual
is happy with their job and the role it plays in their life.

The extent to which employers prioritise employee satisfaction depends on the employer
and the industry – the Hawthorne studies and the work of George Elton Mayo in the
1930s put the link between employer satisfaction and productivity on the radar.

Satisfaction researchers tend to differentiate between affective satisfaction and cognitive

job satisfaction – affective satisfaction is the sum total of pleasurable emotions and
feelings associated with the job and its place in the individual’s life, whereas cognitive
satisfaction refers to rational satisfaction over particular facets of the job e.g. pay and
day-to-day responsibilities.

There are a wide variety of theories surrounding employee satisfaction. Dispositional

theory, for example, argues that individuals are predisposed to a certain level of job
satisfaction regardless of the job or industry. Range of Affect Theory, put forward by
Edwin A. Locke in the 1970s, is a theory based on expectations – satisfaction depends on
the gap between what an employee expects from a job and what they actually get.
These things are all important to companies who want to keep their employees happy and
reduce turnover, but employee satisfaction is only a part of the overall solution. In fact,
for some organizations, satisfied employees are people the organization might be better
off without. Satisfaction doesn't mean high performance or engagement. HR ideas and
strategies focused on how to improve employee satisfaction oftentimes have results that
demoralize high performers.

Employee satisfaction and employee engagement are similar concepts on the surface, and
many people use these terms interchangeably. The importance of knowing the difference
between satisfaction and engagement is critical for an organization to make strategic
decisions to create a culture of engagement. Employee satisfaction covers the basic
concerns and needs of employees. It is a good starting point, but it usually stops short of
what really matters.

Measuring Employee Satisfaction

Employee satisfaction is often measured by anonymous employee satisfaction surveys

that are administered periodically to gauge employee satisfaction.

In an employee satisfaction survey, employee satisfaction is looked at in areas such as:

 management
 understanding of mission and vision
 empowerment
 teamwork
 communication
 coworker interaction

The facets of employee satisfaction measured vary from company to company.

A second method used to measure employee satisfaction is meeting with small groups of
employees and asking the same questions verbally. Depending on the culture of the
company, and whether employees feel free to provide feedback, either method can
contribute knowledge about the degree of employee satisfaction to managers and
employees.

Exit interviews are another way to assess employee satisfaction, in that satisfied
employees rarely leave companies.
How to Make Employee Satisfaction Surveys Successful

A satisfaction survey is used by an organization or a business to measure the liking and

approval of a particular group of stakeholders for its services, work environment, culture,
or employment. Specifically, an employee satisfaction survey is the survey most
frequently noted.

A satisfaction survey is a series of questions that employees answer to inform the

employer about how they feel about or how they experience their work environment and
culture.

The questionnaire usually offers both questions that ask employees to rate a particular
aspect of the work environment and open-ended questions that allow them to express
opinions.

With carefully chosen questions that do not lead to particular answers, an employer can
get a feel for the happiness, satisfaction, and engagement of employees. When a
satisfaction survey is used at specific intervals, such as annually, an employer can track
employee satisfaction over time to see if it is improving.

Effective Satisfaction Surveys Require Employer Actions

If an employer decides to use a satisfaction survey, the employer must commit to making
changes in the work environment based on the employee responses to the survey. It is the
bottom line for employers who are considering administering a survey to employees.

The employer who chooses to use a satisfaction survey with employees must be
committed to reporting the results to employees. Additionally, the employer should be
committed to making changes to the work environment, with the help and involvement of
employees and teams of employees.

Communicating transparently about the changes, their impact, and future plans, are all
part of a positive satisfaction survey process.

Without transparent communication, results reporting, and employee updates, employees

will not trust the employer's motives in collecting survey data. Over time, employees will
cease to respond or respond only with answers that they believe the employer wants to
hear. It makes the data collected on the survey useless.

The involvement of employees in improving the work environment based on survey

results creates an environment of shared responsibility for workplace culture and
improvements. Employers should avoid leading employees to believe that satisfaction at
work is the employer's responsibility. Employee satisfaction is a shared responsibility.
Need for Employee Satisfaction

In today’s scenario where there is no dearth of competitors in the market, it is essential

that employees work with dedication and sincerity. How do you expect a new joinee to
develop a sense of loyalty and attachment towards the organization all of a sudden? The
poor fellow does not know much about your company and it does take time for everyone
to adjust in the system. Respect towards the organization comes with due course of time
only when the employee is treated well by his superiors.

Employee satisfaction is a state where individuals are not only happy with their
current profiles but also look forward towards a long term association with the
organization. No individual wants to quit his/her job after every six months. But the
moment monotony creeps in, people start looking for better opportunities. Most of the
times, employees treat their jobs just as a mere source of earning their bread and butter.
They come to office not because they enjoy their work but because they need their
salaries to ensure a comfortable living.

Employees would never be satisfied with their jobs unless and until they have
something interesting and challenging to work on. “Monday morning blues” is a
common term used by professionals as an excuse for not coming to work and feeling lazy
on the first day of the week. I personally do not agree with this. Trust me, if you really
enjoy your work, you would feel like coming to office every day. Do we ever crib when
we have a holiday or are at home? NO. Why? Just because we feel comfortable at our
home. Why do we then always complain at work? Understand, there is a difference
between your personal and professional life. Think logically. The moment you have
unrealistic expectations at workplace, problems are bound to arise and you can never be
happy and contended at workplace.

Both management and employees have an important role to play in ensuring a

positive ambience at the workplace and eventually job satisfaction. Employees
should not be created as mere robots that simply start working just at the click of a button
and neither express themselves nor create problems for others. Management needs to
stand by their employees and constantly mentor them. Employees are indispensable for
the organization but in no way, pride and ego should get into their heads. Do not be under
the impression that superiors would treat you with respect even if you do not perform.
Such a thing is practically impossible in the professional scenario. Be positive and learn
to adjust. Try to be happy and satisfied with what all you have got rather than cribbing
over small issues.

It is crucial for the employees to be satisfied with their jobs, else neither they would be
able to deliver as per expectations nor feel comfortable at the workplace. Believe me;
satisfaction is all in our minds. Sometimes, we are satisfied with small things also and
sometimes we find a problem even in the best of situations. How many jobs would you
change? Believe me, there is a problem everywhere, only the nature of problem would
vary. The idea is not to run away from problems but face them with a smile. Satisfied
employees willingly work towards the fulfilment of organization’s goals and objectives,
eventually assuring profits and higher revenues. Unsatisfied employees often badmouth
their organization which has a serious impact on the image of the particular brand.
Employees who are satisfied with their jobs stick around for a long time, benefitting the
organization with their expertise and experience.

Employee satisfaction plays an essential role in motivating

the employees to deliver their level best and also leads to a
positive ambience at the workplace.

Employee satisfaction is no rocket science and trust me; it does

not take much to satisfy your employees. Small but sincere
efforts are enough to satisfy employees so that they not only
enjoy their current roles and responsibilities but also stick to the
organization for a long time.

Let us go through ways which improve employee satisfaction.

Individuals should be assigned work as per their expertise, interest area and
specialization. If you expect a marketing guy to do justice in an accounts profile, he is
bound to get demotivated, which would eventually affect his performance. Discuss with
the employees at the time of their joining only as to what profile would suit them the
most to avoid confusions later on. Key responsibility areas should be communicated to
the employees very clearly from day one. If employees work on something which they
are best at, not only they would be happy and satisfied but also yield better results.

No employee should be overburdened. Work has to be equally distributed among

all. Why should only one employee do everything while others just come, enjoy and go
back home? Favoritisms and partialities have no place in the professional world. Please
do not give less work to someone just because he is your friend and you like him. This
way, others who actually end up doing more work eventually lose interest and start
looking for better opportunities.
Promote a healthy work culture. Encourage employees to talk to each other, discuss
among themselves and work as a single unit not for themselves but for the
organization. It is indeed the responsibility of the management to make their employees
realize that they all are a part of a single family and it is foolish to fight amongst
themselves and create unnecessary problems for each other. Let them have their lunch
together or go out for small get togethers once in a while. This way, they seldom find
office monotonous, are satisfied with their jobs and also work with full dedication.

Employees are unsatisfied the most when their voices are not heard. It might be a small
problem for you but for the other person, it can be a major cause of concern. Grievances
need to be addressed on an immediate basis. It is the responsibility of the human resource
professionals to sit with their employees on a regular basis and find out whether they are
satisfied with their jobs or not? Let them come out with their problems.

Give ample growth opportunities to employees. Employees lose interest in work, the
moment they have nothing new to do. Give them new assignements, new challenges, new
roles so that they get to learn something interesting every day. Do not unnecessarily
pressurize them for unrealistic targets. Do not interfere much and let them work in their
own way. Guide them whenever required.

Not appreciating the employees when they have performed well leads to dissatisfaction
and negativity in them. The credit should not always go to the top management and team
leaders but to the employees as well.

Bosses should not forget that their role is not to shout on their subordinates but to
handhold them and stand by them even in the worst situations. Majority of the employees
are frustrated because they do not have an understanding BOSS.

Nothing works better than rewarding employees suitably and releasing their salaries
on time. Most of the times, employees have a problem because they do not get their
incentives and payments when they require the most. Why would an individual slog for
an entire day if he does not require money? Do not create too much of a problem in
clearing their bills.

Do not exploit them. Treat them with utmost respect and care.
 LITERATURE REVIEW
The history of job satisfaction stems back to the early 1900’s with the situationist
perspective on job satisfaction. This perspective states that satisfaction is determined by
certain characteristics of the job and characteristics of the job environment itself. This
view has been present in the literature since the first studies by Hauser, Taylor and the
various projects at the Western Electric plants in Hawthorne (Cranny, Smith & Stone
1992). These studies follow the assumption that when a certain set of job conditions are
present a certain level of job satisfaction will follow. The Hawthorne Studies are
considered to be the most important investigation of the human dimensions of industrial
relations in the early 20thcentury. They were done at the Bell Telephone Western Electric
manufacturing plant in Chicago beginning in 1924 through the early years of the
Depression. The Hawthorne plant created an Industrial Research Division in the early
1920’s. Personnel managers developed experiments to explore the effects of various
conditions of work on morale and productivity (Brannigan & Zwerman 2001). “Today,
reference to the “Hawthorne Effect” denotes a situation in which the introduction of
experimental conditions designed to identify salient aspects of behavior has the
consequence of changing the behavior it is designed to identify. The initial Hawthorne
effect referred to the observation that the productivity of the workers increased over time
with every variation in the work conditions introduced by the experiments” (Brannigan &
Zwerman 2001). Simply stated when people realize that their behavior is being watched
they change how they act. The development of the Hawthorne studies also denotes the
beginning of applied psychology, as we know it today. These early studies mark the birth
of research on job satisfaction relating to ergonomics, design and productivity

Brikend Aziri

Management Research and Practice 12/2011;

Employee Satisfaction represents one of the most complex areas facing today‟s
managers when it comes to managing their employees. Many studies have demonstrated
an unusually large impact on the job satisfaction on the motivation of workers, while the
level of motivation has an impact on productivity, and hence also on performance of
business organizations.Unfortunately, in our region, job satisfaction has not still received
the proper attention from neither scholars nor managers of various business
organizations.

Allen and Meyer, 1996; Karrasch, 2003;

Organization commitment can be defined as affiliation of employees to the organization

and involvement in it. In general there are three dimensions of commitment which are
continuance commitment, affective commitment and normative commitment.

Baro, Fyneman and Zukemefa108 (2013)

The article of Baro, Fyneman and Zukemefa108 (2013) is to investigate the level of job
satisfaction among cataloger librarians in University libraries in Nigeria. 86 catalogers
from 29 university libraries in Nigeria participated in the survey. A questionnaire was
used for data collection, which was e-mailed to catalogers. Overall 86% of the catalogers
satisfied with their current job. The findings revealed that catalogers in university
libraries in Nigeria are dissatisfied with dimensions such as roles and responsibilities,
work place culture, rewards and professionals development. On the other hand, they
satisfied with administration and supervision, performance evaluation and opportunities.

Srivastava (2004)
The Impact of Labour Welfare on Employees Attitudes and Job Satisfaction, a
comparative study was conducted on workers in the private and public sectors of Kanpur
city. The researcher attempted to assess the quality oflabour welfare activities;measure
the degree of job satisfaction of workers provided with labour welfare facilities in private
and public sectors and evaluates the attitudes of workerstowardsmanagement in both the
sectors.
AlamSageer, Dr. SameenaRafat, Ms. Puja Agarwal ISSN: 2278-487X.
Volume 5, Issue 1 (Sep-Oct. 2012),
Employee satisfaction is the terminology used to describe whether employees are happy,
contended and fulfilling their desires and needs at work. Many measures support that
employee satisfaction is a factor in employee motivation, employee goal achievement and
positive employee morale in the work place. Basically employee satisfaction is a measure
of how happy workers are with their job and working environment. In this paper various
variables responsible for employee satisfaction has been discussed such as Organization
development factors, Job security factors, Work task factors, Policies of compensation
and benefit factor and opportunities which give satisfaction to employees such as
Promotion and career development also has been described .This paper also deals the
various ways by which one can improve employee satisfaction.

Halil Zaim Selim Zaim Fatih University, TURKEY

Employee satisfaction is considered to be a critical success factor for organizations. The

concept of employee satisfaction has gained a special concern from both academicians
and practitioners. This study aims to provide a framework for employee satisfaction and
determine the critical factors of employee satisfaction and to measure their effect on
overall evaluation of employee satisfaction in small and medium sized enterprises (SME)
based on the data collected from Turkey. Data analysis revealed that there is a positive
relationship between the each factor of employee satisfaction which are named
satisfaction from pay and benefits (P&B), satisfaction from peers (P), satisfaction from
management (M), satisfaction from working environment (WE), satisfaction from
superior (S) and overall employee loyalty in SMEs.
Furthermore, relevant recommendations and measures for improving the employee
satisfaction are proposed.

Khan and Ahmed109 (2013)

Khan and Ahmed109 (2013) conducted a study to measure the job satisfaction of library
professionals serving in public sector Universities of Khyber Pakhtunkhwa, Pakistan. A
total of 49 responses were collected and analyzed. The study reveals that although library
professionals working in these institutions were slightly satisfied with their nature of
work, they were dissatisfied with supervision, benefits, promotion, revision of service
structure, promotion policies, improvement in academic qualification and advance
training were suggested by the researcher.
RESEARCH METHODOLOGY
PROBLEM STATEMENT

The implications of technology in the field of company and various services provided by
company for their employee. The innovations and development takes place in the
company sector does really affect the way of works. The statement of problem is an
effort to identify the impact of technology on employee preference towards it.

OBJECTIVES OF THE STUDY

The main aim of the study is to analyze and examine level of job satisfaction among the
Webmaken Consultancy Pvt Ltd employees and to know the problems faced by the
employees of the various categories. The specific objectives are as follows:

To observe the level of satisfaction among of employees relating to the nature of the
job and other factors.

To identify the extent of job satisfaction in the Webmaken Consultancy Pvt Ltd
employees and its impact on the job

Performance of the employees.

To evaluate the working environment in Webmaken Consultancy Pvt Ltd

To examine satisfaction regarding the salary and other benefits of its employees.

To suggest suitable measures to improve the overall satisfaction of the employees in

then organization.
SCOPE OF THE STUDY

In the survey an attempt has been made to analyze the job satisfaction of employees of
Webmaken Consultancy Pvt Ltd . The study tries to understand the level of satisfaction
among the employees of Webmaken Consultancy Pvt Ltd . It further explains the area on
which employees are mostly dissatisfied. Job satisfaction of the employees has been
analyzed on the basis of the following seventeen job related factors.

Salary and monetary benefits

Job security

Promotion policy

Working environment

Employees participation in management

Freedom of expressions

Nature of job

Interest taken by superiors

Superiors and sub-ordinate relationship

Medicare

Research Design
Research design is the plan, structure and strategy of investigation conceived so as to
obtain answer to research questions and to control variance.

There are three types of research design that researcher can opt for.

1. Exploratory

2. Descriptive

3. Causal
Out of the three available research design the researcher went for the Descriptive research
design which is suitable to answer the research question and give proper fulfillment of
research objectives in this study.

Descriptive research design

In this research study, the researcher has used descriptive research design. Descriptive
study, Who, What, When, Where, How are the questions for researcher to find their
answers during the study. A descriptive study may be simple or complex. This research
study topic is according to the descriptive study. I have needed to find that all answers of
these questions which come in descriptive study.

Sampling The basic idea of sampling is that by selecting some of the sample from the
population, researcher may draw conclusions about the sample study and generalize for
entire population. A population element is the individual participant or object on which
the measurement is taken. Population Size All the employees of Ultra Tech Cement. In
the Gujarat Cement Works is the population for this research study.

Sample Size:
Sample size is a part of target population, carefully selected to represent the population.
Here in this research study the Sampling size is 30.

Sampling Technique
After taken it to consider the limitations of this research study the researcher has used the
Non Probabilistic convenience sampling.

METHODOLOGY In the preparation of this report, the researcher the data from different
sources. The sources of data as follows:
Primary data:
This data is gathered from first hand information sources by there searcher, this data
collection from employees, managers, clerks etc., by administrating the questionnaire
having face to face interaction with employees.

Secondary data
This will give the theoretical basis required for the report presentation which can be
available from various sources such as magazines, office files, inter office manual and
web site.
DATA PROCESSING AND ANALYSING Data,
which is gathered by administering questionnaires, was processed in simple manner to
determine the level of satisfaction among employees. Every response was assigned some
score based on this overall satisfaction level was determined. Data collected is carefully
tabulated and analyzed by using satisfaction methods and also variousgraphs are used.

DATA ANALYSIS

In order to do the work properly, a insight about the product, about the organization,
about the employees was necessary. For this purpose a extensive study was initially done
about the Employee Satisfaction After the initial study, the survey was started in order to
get the questionnaire filled by them.

On the basis of the information collected in the interviews from the respondents and filled
in questionnaire from them, certain findings were made on that basis and some
recommendations too were given to the organization so as to improve the level of
satisfaction of their customers. These findings and recommendations would go a long
way of satisfaction and service in order to maintain its existing employees as well as to
add 1-1 new employee to its existing data base. They also point the aspect in which the
organization is lacking and need to improvise upon as well as the aspect, which are its
plus point and which can really help in future.