Beruflich Dokumente
Kultur Dokumente
DISSERTATION REPORT
ON
“JOB SATISFACTION ”
Submitted For partial fulfillment of requirement for the
Award of degree
Of
(Master of Business Administration)
Of
Uttrakhand Technical University, Dehradun
Submitted by submitted to
Declaration
I , neha pal hereby declare that this submission is my own work under the supervision of Miss.
Shivangi singh towards the Masters of business Administration ( Human Resource) and that,
to the best of my knowledge , it contains no material previously published by another person nor
material which has been accepted for the award any other degree of the university ,except where
due acknowledgement has been made in the next.
Certificate by Guide
ACKNOWLEDGEMENT
We would like to sincerely appreciate to the individuals who give us guidance, advices, opinion
and support throughout the entire research project. Thus , we only can complete our research
efficiently and effectively.
Works like this kind cannot be carried out without the help and guidance of an experienced
person. I therefore wish to express my profound gratitude to Miss Shivangi verma by supervisor
for her suggestions, support, patience and constructive criticism throughout the research period.
Lastly, to my parents, husband, children, brother and sisters who by their encouragement gave
Abstract
TABLE OF CONTENT
TITLE PAGE
DECLARATION
CERTIFICATE BY GUIDE
ACKNOWLEDGEMENT
ABSTRACT
The introduction gives an outline of the study. The aims and objectives of the research question are
recognized and the case study will allow a foundation for the chosen area. Finally the formation of the
study is described.
Statement of problem
The growth and development of any economy is connected directly or indirectly job satisfaction
and above all meeting client’s expectations in terms of quality, cost, time and safety. However,
there is little evidence in the construction industry to show how workers are recruited and
selected. The processes of recruiting and selecting workers have been a matter of concern to
many and needs attention. It has also been observed that due to the inadequate information and
evidence of how selection and recruitment are done in many construction firms are likely not to
achieve or meet their stated objectives and goals. It is therefore clear from the foregoing that
unconventional selection practices can ruin any business plan thereby affecting the overall target
of construction firms. There is the need for management to put in place policies or strategies that
will help recruit and select the best employees to strive towards the achievement of
Research Questions
The under listed research questions will serve as a guide to the study
d) What are the ways to help improve staff of the orgination top level employees ?
Irrespective of job title and pay grade, employees who report high job satisfaction tend to
achieve higher productivity. Increased Profits – Keeping employees safe and satisfied can lead
to higher sales, lower costs and a stronger bottom line
Research method
Scope of the study
The scope of the study consist of the importance of the employee satisfaction is to find out
the satisfaction level of the employees. The objective tells about the necessity of the study.The
suggestions were given which may help the company to improve employee job satisfaction
Limitation
The limitations of the study are those characteristics of design or methodology that impacted
or influenced the interpretation of the findings from your research. They are the constraints
on generalizability, applications to practice, and/or utility of findings that are the result of
the ways in which you initially chose to design the study or the method used to establish
internal and external validity or the result of unanticipated challenges that emerged during
the study.
Longitudinal effects -- unlike your professor, who can literally devote years [even a
lifetime] to studying a single topic, the time available to investigate a research problem
and to measure change or stability over time is pretty much constrained by the due date of
your assignment. Be sure to choose a research problem that does not require an excessive
amount of time to complete the literature review, apply the methodology, and gather and
interpret the results. If you're unsure whether you can complete your research within the
confines of the assignment's due date, talk to your professor.
Cultural and other type of bias -- we all have biases, whether we are conscience of
them or not. Bias is when a person, place, event, or thing is viewed or shown in a
consistently inaccurate way. Bias is usually negative, though one can have a positive bias
as well, especially if that bias reflects your reliance on research that only support your
hypothesis.
Organization
It is the level of contentment a person feels regarding his or her job. This feeling is
mainly based on an individual’s perception of satisfaction.
It can be influenced by a person’s ability to complete the required tasks, the level of
communication in an organization, and the way management treats employees.
There are different levels of job satisfaction.
Effective job satisfaction is a person’s emotional feeling about the job as a whole.
Cognitive job satisfaction is how satisfied employees feel concerning some aspect of
their job, such as pay, hours, or benefits.
E. A. Locke describe job satisfaction as, “the pleasurable emotional state resulting
from the appraisal of one’s job as achieving or facilitating the achievement of one’s
job values”
De Nobile defined job satisfaction as “the extent to which a staff member has
favorable or positive feelings about work or the work environment.”
The financial demands on the Indian families are becom- ing fiercer by day. The sky
rocketing cost of living,
Job satisfaction theories have evolved in a manner similar to motivation theories. As mentioned
previously, content theories of motivation considered the same needs for human beings with no
regard for personality differences. Process theories consider different individual cognitive
processes. Some job satisfaction theories are also categorized under motivation theories such as
two-factor theory, job characteristic theory, and high performance cycle theory. Franek and
Vecera (2008) discuss three models of job satisfaction: situational model, dispositional model,
and interactional model.
The Dispositional model on the other hand, suggests that the characteristics of people will
determine their level of job satisfaction, and that the job itself plays no role in determining
satisfaction. Studies that support dispositional model frequently use five personality factors. The
core self-evaluation model stated by Judge, Locke, Durham, and Kluger (1998) narrows the
scope of dispositional theory
Two-Factor Theory. This theory suggests that human needs fall under two categories. The first
category is the animal needs such as physiological needs and the second category is higher level
needs such as growth. Those aspects of the job that are related to first category of needs are
called hygiene factors and those aspects that are related to the second category of needs are
called motivator factors.
Job Characteristic Theory. Hackman and Oldham (1976, p. 257) discuss their job characteristic
model and explain five main dimensions of a job that lead to three psychological states resulting
in some personal and career outcomes. Skill variety is the degree to which a job needs a diverse
array of tasks. Task identity is the degree to which a job involves completing an entire work from
the beginning to the end. Task significance is the degree to which a job is important to the life of
other people in the society or in the organization.
E. A. Locke describe job satisfaction as, “the pleasurable emotional state resulting from the
appraisal of one’s job as achieving or facilitating the achievement of one’s job values”
According to P. E. Spector, “Job satisfaction is the extent to which people like or dislike their
jobs”.
De Nobile defined job satisfaction as “the extent to which a staff member has favorable or
positive feelings about work or the work environment.”
Davis, Newsroom, and Dressler describe job satisfaction as “a set of favorable or unfavorable
feelings for the employees to perceive their work and that determine the possibility of a major
disposition to achieve higher performance
Source of topic
Internal
External
Challenge of job satisfaction
Performance management and employee satisfaction are two areas that pose challenges for
employers. Using performance management methods such as appraisals to measure employee
performance comes with its own challenges, which are usually unforeseen. Only after
employers implement complex appraisal programs do they realize the problems associated with
them. Job satisfaction is another subjective topic that concerns employers – job satisfaction, or
lack thereof, can affect performance appraisals and threaten the employer-employee
relationship by creating friction between employees and their supervisors. Nevertheless,
employers can use surveys, employee feedback and supervisor review to define what problems
exist within both job satisfaction and performance appraisals.
Conduct an employee opinion survey with questions about job satisfaction and performance
appraisals. Examples of questions that probe employee job satisfaction might include “on a
scale of one to five, describe your enthusiasm about beginning the work week” and “how many
times in the past six months have you had an unscheduled absence from work simply because
you didn’t want to be here?” To identify and define problems with performance appraisals, ask
employees how many times they have received timely reviews from their supervisors.
Introduction
Research methodology
Research design
Research strategy
Source of data
Primary
Secondary
Sample size
Data analyses
Conclusion
Introduction
Questions
Conclusion
Conclution
Recommendation
Questionnaire