CHAPTER 1 1 INTRODUCTION

1.1 INTRODUCTION

Employees job satisfaction plays a key factor in developing both the employees and organization performance. Important factor in the organizational development is the employees job satisfaction (Dunaway, 2008). Therefore, a research has performed to determine about the employees level of job satisfaction. This research deals with job satisfaction concept and analyzes the employees job satisfaction level within the organization. The structure of dissertation is provided in this introduction section. Importance and main intentions for performing this research work are explained in the introduction chapter. This section specifies few limitation of this research work. This introduction section illustrates the general idea about this research concept and main idea of research work.
1.2 RESEARCH BACKGROUND

Every organization should know their employees level of satisfaction towards the job because the employees are playing an important role in the organization turnover and productivity (Dunaway, 2008). Hence, initially organization should improve good attitude of employees in terms of job. Therefore, researcher has chosen this study to analyze the job satisfaction level among employees in the organization. This study provides various techniques to many old and new business people for satisfying their employees in the aspect of job, which in turns it develops the organization into further higher level. Employees performance is key factor that helps in enhancing the income level of organization. Employees performance level can be improved in the organization, by implementing the rewards system and other factors for satisfying the employees in the organization (Frazier, 2005). Therefore, this research also focuses on improving the employees level of job satisfaction in organization by providing the recommendations. Dissatisfaction develops within the employees, when their does not possess any positive intention about the job. Dissatisfied employees will not perform job effectively in the organization, which in turn reduces the turnover and income level of the organization (Bunting,

2007). Therefore, this research has been performed to focus mainly on level of job satisfaction among the employees in the organization. By referring this research, many business owners can involve in implementing the techniques and methods for satisfying the employees in organization. Various research readers and business developers can obtain knowledge about different factors that influence the job satisfaction level of employees in the organization.
1.3 THEORETICAL BACKGROUND

Job satisfaction is defined as good and positive feelings of workers about the current job role, which they perform in the organization. Good thoughts and feelings of employee regarding the job can be obtained, when they obtain appraisal for their job performance from the organization (Brown and Lent, 2005). Mostly, the employees will compare their current recognitions obtained from the organization with their expected and past recognitions. This recognitions range of employees offered by organization also may decide their satisfactory level towards the job. In addition to the old worker, the new entries of the organization will feel high satisfaction towards the job due to the job satisfaction factors implementation in the organization. In general, the old employees are highly fulfilled with the job than new employees because they are experience and obtained more benefits from the organization. Employees job satisfaction level can be determined by five characteristics such as autonomy, task significance, skill variety, job feedback and task identity. Later few other determinants are used to determine the job satisfaction level such as co-workers integrations, labor market, supervisory support, payment, rewards, appraisal and recognitions (Frazier, 2005). Job performance is contributed by job satisfaction which creates a positive impact on the physical and internal feelings of employees to show their high quality performance towards the job. But job dissatisfaction is related to the employees stress and bad experience feeling which damages both the professional and personal life. This dissatisfaction or stress over the job can be reduced by this job satisfaction. It also plays an important role in retaining the workers by satisfying them in terms of job. Job satisfaction will determine the reason behind the employees to leave and perform the job in organization (Haines, 2007). Job satisfaction improves the organizational behaviors and motivates the employees to perform the job effectively in the organization. It is also associated with the turnover, absenteeism, performance and motivation of

employees. Sometimes, the employees who are highly paid may also get dissatisfaction towards the job, here; the administration morale can satisfy the employees in great level which is also related to job satisfaction. Absence of job satisfaction may result to leave effective employee from organization or make them to search for other job or penetrate into new profession. Employees withdrawal attitude will lead to the job dissatisfaction. It mainly affects the employees turnover in the organization. High level of satisfaction in terms of job can be attained when employees works in good working conditions (Heibel, 2008). When the employees demands are not fulfilled by organization, the job dissatisfaction among the employees will get arise. Dissatisfied employees may show negative reactions towards the job. Performance level of employees will get decreases, when employee does not have any high and good range of attitude towards the job. Due to employees dissatisfaction, the performance of organization in terms of business activities gets decreases. Different kinds of issues will arise due to this job dissatisfaction. The problems like staff turnover, absenteeism and grievances will lead to the job dissatisfaction. Job satisfaction will address those problems and make the employees to feel happy towards the job. Initially, job satisfaction identifies the low morale employees (Bunting, 2007). Later, it finds out the satisfaction level among various groups of workers in the organization. Main role of job satisfaction is to offer a chance to enhance the interaction among the higher level employees with low level. It makes the workers to convey their thoughts to the higher officials. Job satisfaction helps to implement various policies of organization among the employees in successful manner. These are steps of job satisfaction to reduce the dissatisfaction among the employees.
1.4 RATIONALE OF RESEARCH

The key significant for performing this research is to analyze the job satisfaction level of Aircel employees. This research is treated as significant research because it analysis the employees level of job satisfaction with the factors like reward, recognition, promotion, opportunities and so on. Therefore, it assists the existing company to improve the job satisfaction in their organization. This research also helps in improving the performance of new business organizations by offering few recommendations for developing the job satisfaction level among the employees in their organization. The employees expectation from the organization is

determined in the new and existing organizations with the help of this research work. The firm can determine employees attitude and behavior towards the work with the help of concept of job satisfaction level identification methods, which illustrated in this research work.
1.5 AIM AND OBJECTIVES

Aim The main aim of this study is to analyze the level of job satisfaction among Aircel employees Objectives Main objectives of research are: To analyze the concept of job satisfaction and job satisfaction theories To analyze the factors influencing employee job satisfaction To analyze the impacts of job satisfaction on employees To identify the level of job satisfaction among employees of Aircel To give some recommendations to Aircel to improve the level of employee job satisfaction
1.6 LIMITATIONS OF RESEARCH

This research is performed by considering only Aircel; therefore, this research is applicable for only Aircel. This research is less effective because it has been performed the analyses only on this particular company. This research can more effective, if it has analyzed with two or three company. Even though, this research has performed with these two limitations, it is still an effective research for this Aircel and few other telecom industries like Aircel.
1.7 STRUCTURE OF DISSERTATION

Generally, dissertation is structured in five sections like introduction, literature review, research methodology, data analysis and finally conclusion and recommendation section. Overview about the research is provided in the introduction section of dissertation. This chapter mentions the

major intention and objective of the study work. Importance and problem statement of the research is presented in the introduction section. This chapter also illustrates the limitation of the research. Next chapter of the dissertation is the literature review. The various views of author are discussed in the literature review section. This chapter illustrates the important objectives and other required information, which fulfills the main goal of research completely. Researcher will perform in structuring the other chapter with the help of literature review section. Research methodology is treated as third chapter of the dissertation. It illustrates about the research method, approach, philosophy and the data collection method, which assists in progressing the research work. It is main chapter which helps to describe whether the research is processed by primary or secondary form. Fourth chapter is significant chapter which analyses about the collected research data in efficient manner is the data analysis section. Final part of the dissertation which specifies about the conclusion or output of research and few suggestions for performing the further research is conclusion and recommendation section.

CHAPTER 3 3. RESEARCH METHODOLOGY 3.1 INTRODUCTION This section illustrates about the research techniques that the helps to determine about employees job satisfaction level in Aircel. Research methodology chapter explains about applicable research technique for this research work, which helps in deriving the conclusion for this study. Limitation and strength of the research is also explained in this section. 3.2 RESEARCH PHILOSOPHY Examining about the particular subject to obtain knowledge about that subject is defined as research philosophy (Biber and Leavy, 2010). Interpretivism and positivism are two basic categorizes of research philosophy. Below paragraph explains about these two types of research philosophy. 3.2.1 POSITIVISM

When research is processed by analyzing the various responses of the participators is defined as positivism. Usually, in this positivist philosophy, the end result for the study work is taken by the researcher on the basis of the various views of participators or responders (Blaxter et al, 2006). Suitable philosophy for performing this study work effectively is the positivist research philosophy. Major intention of researcher for selecting this philosophy is because the different information is obtained from the Aircel employees regarding the level of job satisfaction among Aircel Company, then researcher analyzes the different responses of author to offer end solution for this study work. Different interpretations of the authors presented in the literature review section are analyzed with different responses of Aircel employees about their satisfaction level towards the job. Thus, the positivist is a right philosophy for performing this research work successfully. 3.2.2 INTERPRETIVISM Research is progressed by taking the exact idea of different authors about the research subject without alternating it is defined as Interpretivism. Each and every description of authors is examined to provide end-conclusion for the study work (Altinay and Paraskevas, 2008). This philosophy cannot be utilized for performing this research because several interpretations of employees are taken into account for analyzing the authors views, but not utilizing the views of authors as such for doing this study work. Therefore, Interpretivism philosophy is not utilized for doing this research work. 3.3 RESEARCH APPROACH It approves the exact methodology, which has to be utilized for performing the study work completely. According to Schroeder et al (2010), two kinds of research approach are the deductive and inductive approach. Following section explains about the inductive and deductive approach in detail manner. 3.3.1 INDUCTIVE APPROACH

It is the approach, which basically performs the research by collecting details and modifying it into common concept. When researcher uses the inductive approach then conclusion for research is derived according to the responders views (Schroeder et al , 2010). Inductive approach cannot be used in this study for building the conceptual framework because the employees job satisfaction is the general topic and the researcher collects the information by using this general topic. Then, researcher concludes the collected information about employees job satisfaction level from Aircel employees using the knowledge of general concept. Therefore, inductive approach is not utilized for performing this study work. 3.3.2 DEDUCTIVE APPROACH This is the approach, which performs the study work effectively on the basis of common idea and also with the help of gathered information. Researcher draws the conclusion for the research using the common idea and also by analyzing the responses of responders in this deductive approach (Crowther and Lancaste, 2008). Researcher performs this study process using this deductive approach. It is because the concept about the employees job satisfaction is well known concept for researcher and also common people. Researcher collects the information about level of job satisfaction from the employees of Aircel Company with the help of the general concept. Then, the conclusion is drawn from collected information, but on the basis of general idea about the employees job satisfaction and factors influencing the employees job satisfaction level. Therefore, deductive approach is utilized in this study work for building the conceptual framework. 3.4 RESEARCH METHODS The method which assists for gathering the necessary information for the research is defined as research method. Creswell (2003) stated that, qualitative and quantitative are two types of research methods, which illustrated in the following sections. 3.4.1 QUALITATIVE METHOD

The method, which examine the inner thoughts, attitude and behavior of human is defines as qualitative research method. Every needs of the human being can be known using this qualitative technique (Weinberg, 2007). This research uses the qualitative method because the intention, feelings and attitude of employees and their level of satisfaction towards the job is analyzed with the help of collected information about research work. The gathered information from the Aircel employees specifies their level of job satisfaction in their company. This helps the researcher to strengthen the research work and to derive effective conclusion for this research work. Therefore, researcher prefers the qualitative method than other methods. 3.4.2 QUANTITATIVE METHOD According to Wimmer and Dominick (2006), method that analyzes only the numerical information is defined as quantitative research method. Numerical terms are presented in the form of tables, graph, chat or any other mode of diagrammatic representation. This helps the readers to easily understand about the output of the research work (Creswell, 2003). The main reason for researcher not utilizing this technique because the internal attitude, feelings of employees and their level of job satisfaction is not analyzed using this quantitative research method. Therefore, quantitative method is not used by the researcher for performing this study work. 3.5 DATA COLLECTION METHOD The process of accumulating necessary information for doing the study work is termed as data collection method (Aakar, 2006). Secondary and primary are two categorizes of data collection method. Two types of data collection method are illustrated deeply in the following section. 3.5.1 PRIMARY DATA COLLECTION METHOD When information is gathered using the interview, survey and questionnaires, then it is termed as primary data collection method (Kurtz et al, 2009). It is direct technique for gathering the research method.

This research uses the primary data collection method because researcher gathers the information about employees job satisfaction level in Aircel employees by conducting the survey process among the Aircel employees. Questionnaires are structured to perform the survey process among the employees of Aircel Company. The employees interpretation regarding their attitude and level of satisfaction towards the job is useful for performing the research work successfully. Thus, this research uses the primary data collection method. 3.5.2 SECONDARY DATA COLLECTION METHOD The technique that assists in deriving the research information from resources like company websites, journals, and articles and so on, then it is termed as secondary data collection technique (Stevens et al, 2005). Researcher not uses the secondary data collection method because this research collects the information only from the survey of primary data collection methods and not from websites, books, internet and any other secondary data collection method (Aakar, 2006). therefore, instead of secondary data collection method, primary data collection method is used in this research. 3.6 SAMPLING TECHNIQUE When tiny portion is selected from the huge population, that tiny portion is termed as sample. The method which utilized for choosing the sample is defined as sampling technique (Maxfield and Babbie, 2008). According to Altinay and Paraskevas (2008), non-probability and probability are two types of sampling techniques. This research uses the purposive sampling technique because the information about the level of job satisfaction from the employees of Aircel company and does not take some other concern or generally among other employees of any concern. Sample size of 50 is taken to perform survey process among the employees of Aircel Company. Pre-defined questionnaires are structured and shared among the Aircel employees to gather the information about their level of job satisfaction to draw enriched conclusion. 3.7 PILOT STUDY Rough research work that performed prior to the exact study process is termed as pilot study. Pilot study is performed using less amount of sample size to determine whether research is progressing towards the right path (Maxwell, 2005). In this research, examiner selects small

amount of samples and collects the information about level of job satisfaction among the Aircel employees to analyze whether research processed towards right path. Hence, pilot study is conducted in this research work. 3.8 RELIABILITY AND VALIDITY According to Hinkel (2005), when a research obtains consistent results from the responder is defined as reliability. In research work, when information is obtained from direct responders or resources, then that research derives validity (Rubin and Babbie, 2009). From pilot study, it is clearly known that this research is highly reliable because the Aircel employees have reported same answers for the questionnaires about their level of job satisfaction in the organization. As the information is obtained from Aircel employees itself about their satisfaction level towards job in their organization and not from other people, who are not fully related to the Aircel Company. Hence, this research is highly valid. 3.9 GENERALIZABILITY Usage of more samples helps the research to attain the Generalizability completely. Due to the usage of only 50 samples for gathering information about the research topic, this research is less generalized. Therefore, this research can be more generalized, when more samples are used in future researches. 3.10 ETHICAL ISSUES In respective to the ethical rules and laws, this research has been performed by the researcher. Gathered details from employees about research subject are maintained in secured way. This study does not stimulate any environment and political issues. This study is performed only for the education and not for any illegal purpose. 3.11 STRENGTH AND LIMITATION OF RESEARCH Due to the usage of primary data collection method for gathering details regarding employees job satisfaction level from the Aircel employees; this research has more validity and reliability. This research selects only the Aircel workers to provide information about research topic;

therefore, the researcher can obtain information at the time of work and more time also consumed for obtaining the information from them. 3.12 SUMMARY In every firm, job satisfaction resides at the significant place because it helps the firm to drive more benefit and high productivity. Primary data collection method is used in this research work to derive information about job satisfaction from Aircel employees. This study uses the qualitative technique, deductive approach and positivists philosophy. This research does not have any ethical, political and environment issues.

CHAPTER 4 4. DATA ANALYSIS 4.1 INTRODUCTION This research work will be successfully fulfilled through performing the data analysis process in effective manner. The major scope of this research work is to examine the job satisfaction and employees motivation level in the organization. Therefore, few questions were asked among the employees of Aircel to determine the level of motivation and job satisfactory level in the organization. The replies of these Aircel employees for research question are deeply analyzed in this data analysis section to obtain enriched and accurate result of the research work. 4.2 ANALYSIS JOB SATISFACTION IN AIRCEL 4.2.1 RESPONDENT GENDER Aircel is a reputed Telecom. Many people work in Aircel the ratio of women to the ratio of men to work in a company does not witness significant differences among them in the present timeframe. Similar such situation is only observed in Aircel. This research survey was held with 20 staffs from the Aircel telecom. The number of males to take part in this survey for providing this research data to the female numerals observed only tiny differences among them. The total number of males to participate in this research was more than the female participants who were 11 (55%) while the latter made up the other 9 (45%) employee partakers.

RESPONDENT GENDER

Source: Analysis on the level of job satisfaction among Aircel employees (2011). 4.2.2 PARTICIPANT EXPERIENCE LEVEL IN AIRCEL The number of people to work in Aircel is high and this employee level to work in the telecom. However, the Aircel will have to take several steps to maintain its employees from leaving the working in other fields or getting employed elsewhere. This scenario is especially true in case of the experienced employees of Aircel since they would possess better knowledge in the telecom and would be able to handle diverse tasks and issues in the Aircel. PARTICIPANT EXPERIENCE LEVEL IN AIRCEL

Source: Analysis on the level of job satisfaction among Aircel employees (2011). Less than one year experience of employment in Aircel was responded by 15% respondents. The employees working in this Aircel for a year but not more than three years were identified as 25% participants. The staffs among three to five years to work in Aircel on the other hand were 40% while more than 5 years employment was made by 20% staff. 4.2.3 AIRCEL STAFF SATISFACTION ABOUT AIRCEL WORKING CONDITIONS Any company has to provide satisfied working conditions to its company staff. The employees will be able to work with happiness that they are working in a safe and hygienic work environment and would also be additionally healthy in such environments. The satisfaction of working in a good working condition is thus important for a company employee. Aircel also has to provide similar such working condition to the workers and satisfy. The staff may not feel protective and could be vulnerable to de-motivation if the employee is not working in a good working condition (Dooley et al, 2006). The staff of Aircel in this survey was asked if the Aircel provides good working conditions to its employees. AIRCEL STAFF SATISFACTION ABOUT AIRCEL WORKING CONDITIONS

5%

10%

20%

Strongly agree Agree Neutral

10% 55%

Disagree strongly disagree

Source: Analysis on the level of job satisfaction among Aircel employees (2011). Among the twenty survey respondents, several staffs provided a positive response to this question in the survey. 55% employees accepted good working condition provision and 10% strongly agreed the Aircel offer good working conditions to the employees in Aircel. The percentage of staffs unable to say their satisfaction or dissatisfaction in relation to the working conditions was recognized to be 10% staffs. The employees of 20% and 5% were not satisfied and were strongly dissatisfied with Aircel work conditions. Good work conditions are offered by the Aircel for the employees to work comfortably is responded by the staff who agreed the Aircel to offer good work conditions to the staffs. Dooley et al (2006) stated that the workers in an establishment could be easily de-motivated if they are not in a good working condition provided by the company. This statement of literature is indirectly matched with the responses of the employees at Aircel. The opinions gathered from the Aircel employees clearly shows that the Aircel provides better working environment to the employees to perform better and this improves their job satisfaction level. 4.2.4 SALARY OFFERED BY AIRCEL IS SATISFACTORY The Aircel will fix the salary for the staff in the company on the basis of the work that will be done by this staff in the Aircel. In other words, the role of the staff will decide the work done by the staff which will in turn decide the salary that will be got by the employee for their work. This

satisfaction level may be different for every employee since employees in different designations will get different salaries. The comparison of what is presently received by the staff with what is wished to be attained by the staff since they think only that attainment to be reasonable is a factor on which the satisfaction of the job by the employee is depended (Phillips and Tush, 2008). Since salary is also a factor that satisfies the employees in their work, provision of satisfactory salary by Aircel to its workers was posed in this survey. SALARY OFFERED BY AIRCEL IS SATISFACTORY

15%

10%

Strongly agree Agree Neutral 25% 40% Disagree strongly disagree

10%

Source: Analysis on the level of job satisfaction among Aircel employees (2011). I am satisfied in terms of my salary from the Aircel for my job was replied by 40% respondents while 25% have not accepted satisfaction in their job due to salary concerns. Stronger agreement for Aircel salary to make the staffs satisfied was responded by 10% although 15% have also strongly made their disagreement to this question in the survey. No opinions to this question were another diverse response offered by 10% Aircel employee participants. The salary provided by Aircel is satisfactory since I am able to expend it for my requirements and also able to save the salary to a considerable extent was replied by satisfied respondents. Staffs not agreeing to this question stated that they either expected a higher salary from a telecom job and the work extracted by Aircel is not commensurate for the work got from staffs.

Phillips and Tush (2008) thinks the received compensation and the expected compensation by the staff should not be different for the employee to attain satisfaction in this regard. The Aircel respondents reply that they will not be satisfied monetarily in their work if they work for a non proportionate pay scale is matching with the earlier research literature. Thus, the importance of salary for the satisfaction of the staff in their job is recognized by this question response from Aircel staffs. 4.2.5 JOB SATISFACTION LEVEL IMPROVEMENT BY AIRCEL CAREER DEVELOPMENT PROGRAMS Aircel may satisfy the staffs in the organization by providing them with proper work conditions or adequate salaries. However, the employees may not be satisfied for longer timeframes by these provisions since their requirements and expectations although differ from one person to another person, will certainly differ considerably during their employment in the organization. For example, a staff may seek career development while another employee could be fulfilled by rewards and recognition. The significant element of career development in a person that fulfills several financial, communal and psychological requirements of a person and enables them to sufficiently plan their careers is the notion about work. Job satisfaction and the healthy mental state of a person are closely associated to the career development of the individual in their work (Neukrug, 2008). The question concerning the enhancement in the employee job satisfaction degree by offering career development in this survey achieved following responses from the staffs. JOB SATISFACTION LEVEL IMPROVEMENT BY AIRCEL CAREER DEVELOPMENT PROGRAMS

Source: Analysis on the level of job satisfaction among Aircel employees (2011). I am not happy with the career development programs in Aircel were stated by 45% staffs. Acceptance to this survey question on the other hand was made by 30% respondents. 15% staffs in this survey failed to determine a particular response for this question. The rest of the samples strongly stated their disagreement for this question in the survey. Career development programs are not held in our organization periodically. They are only held on occasions in our organization. Hence, the true cause of these programs is not attained in Aircel thus reducing the employee satisfaction in their job in the organization. Neukrug (2008) states, in the work of an individual, the person can be satisfied by providing them with career planning and development opportunities since it will satisfy the individual and enable to possess a sound mind. The Aircel workers opine that they will be able to work with additional interest in their jobs if they are able to improve their careers in the job which is not contrary to earlier research in this regard.

4.2.6 MOTIVATION FROM THE HIGHER OFFICIALS The employees may perform their work by themselves or by the guidance of the higher officials in the telecom. Performance of the work by the employees which may also involve complex tasks may be observed by the higher officials in the organization. They may see the work

performed by the staff and may encourage them to work similarly in other occasions in the organization. Although the staffs do not work on their own, the staff can be motivated by the higher officials to work properly. The level of the satisfaction of the staff in the job will be enhanced by the motivational satisfaction offered by the managers in the company (Bernold and Abourizk, 2010). The question relating to the achievement of motivation by the Aircel staffs from their corresponding higher officials to determine if the staffs work performance is enhanced due to this motivation was sought by this survey. MOTIVATION FROM THE HIGHER OFFICIALS

Source: Analysis on the level of job satisfaction among Aircel employees (2011). The approval to this survey question was attained as the leading response for this question as it achieved 40% favorable responses. 5% staffs also strongly agreed to this question. But the no opinions were received in a higher rate to this question comparatively to other questions which were provided by 30% staffs. The other employees have not accepted this claim in the survey questionnaire and none of them are not strongly accepted the statement. My managers and senior staffs motivate me to work properly was replied as a comment to this question by the 40% accepted staffs. The next highest response to this question was offered by no opinion respondents that were attained from 30% respondents. These participants stated that

they had never been offered with such compliments to see the changes in their work performance. The major reason for more candidates to select the agree option because their higher officials were motivating the employees in drastic manner. Bernold and Abourizk (2010) claims that the staff job satisfaction can be increased by the motivation from the company manager. But the Aircel staffs feel their performance can be bettered by the higher official motivation which is not matching with this prior research literature.

4.2.7 REWARDS FOR GOOD JOB BY THE STAFF IN THE AIRCEL The system which increases the employees job satisfactory level and productivity of the organization is the reward system. These rewards were afforded to the employees in different ways; they may get rewards for their distinguished work, otherwise to motivate them the rewards will be offered to employees before performing the task. Aircel employees were enquired to find out whether enriched reward system is offered to the employees of Aircel Company. REWARDS FOR GOOD JOB BY THE STAFF IN THE AIRCEL

Source: Analysis on the level of job satisfaction among Aircel employees (2011).

The sample size is 20 utilized to gather details about the employees satisfaction level in the Aircel organization. This query is distributed to all the 20 employees of Aircel organization, there are about 20% of employees reported that for high performance, the employees were afforded with rewards. 50% of employees were agreed that employees offered with rewards for their good performance in the organization. 10% of Aircel workers have no any knowledge about the reward system followed in Aircel organization to motivate the employees. Other 20% of Aircel employees were disagreed with the same and states that no employees were afforded with rewards for their good performance. Aircel offers more rewards to the employees who work in their organization is the main reason for employees to highly response towards the agree option. According to DuBrin (2008), rewards should be offered to the workers who really show their high performance in the work. Organization can also make the employees to show their continuous and enriched performance by this regular method of rewarding the employees who works effectively in the organization. Similarity exists between ideas of both author and worker regarding the reward which is offered to workers for their high performance. Clear indication has been given from the workers and authors views about the reward system in Aircel organization, the regular rewards were offered to employees who work in the organization. 4.2.8 PERCEPTION ON OVERALL JOB SATISFACTION A significant aspect in improving the performance and productivity of the organization is the job satisfaction. Workers will be very much interested to do their work because of their satisfactory level towards their job. Employees who are greatly satisfied with their work will effectively do their job by accomplishing the goals of the organization. Employees of Aircel were inquired about the overall job satisfactory level of them in the organization. 50% of employees have answered satisfied option about the overall job satisfaction level in the organization. 20% of employees have responded the highly satisfied option for the same question. 20% of employees have neural opinion about the employees satisfactory level in the organization. 10% of Aircel workers were dissatisfied with the opinion about the satisfactory level of employees in the organization. Many employees were satisfied because the Aircel organization is always concentrating on the improving the satisfactory level of the employees.

PERCEPTION ON OVERALL JOB SATISFACTION

Source: Analysis on the level of job satisfaction among Aircel employees (2011). According to Hulin and Judge (2003), the job satisfaction is highly related with the physiological aspects, it enriches the emotional behavior of the employees into high level. The job satisfaction improves the turnover range of the organization by developing the performance of the employees. There is a relation between the employees and authors perception about the overall satisfaction level of employees who works in the organization. Employees are feeling high satisfaction towards all aspects of the organizations. OPEN END QUESTION 4.2.9 MAJOR FACTORS INFLUENCING EMPLOYEES JOB SATISFACTION LEVEL AT AIRCEL There is a variation in the job satisfaction level of employees due to its various factors of job satisfaction level. There are various factors affects that job satisfaction level of the employees. Appraisal, rewards and direct motivation of employees will encourage the job satisfactory level of the employees. Workers of Aircel were inquired about major factors which influence the employees job satisfaction level in the organization. Most of the employees have responded that

employees job satisfactory level is mostly influenced by those factors itself. Few workers have reported that no factors affect the employees satisfactory level in terms of their performance. Rewards and direct motivation are the two major factors affect the employees job satisfactory level. One of the manager have reported that, Various factors affects the employees job satisfaction level, the important factors like Appraisal, Rewards, working environment and salary have influenced more on the employees satisfactory level According to Wild (2002), the financial rewards and payment increment are the major factors that influence the job satisfaction level of the employees in the organization. When employees were satisfied economically, then it is sure in the increase of the productivity of the organization. This examination represents that there is resemblance in the thoughts of employees and the authors, it also represents that employees job satisfaction level is greatly influenced by various factors. Factors such as rewards, salary increment, and appraisal and so on are greatly influencing the job satisfaction level of the employees.

4.2.10 IMPACTS OF JOB SATISFACTION ON EMPLOYEES PERFORMANCE AND ORGANIZATIONAL PERFORMANCE Ability of the organization can increase its productivity is by means of increasing the job satisfaction level among the employees. Sales volume and other aspects of the organization performance increases when satisfying the workers in terms of their job. Aircel employees were requested to answer for the query which deals in mentioning the influence of job satisfaction level on employees and organization performance. Many employees have participated in survey process to provide information about the job satisfaction and motivation level in the Aircel. Majority of Aircel employees reported that job satisfaction will greatly produce an impact on the employees and the organization performance. Some workers of Aircel Company have responded that employees and organization performance will not get impacted by the job satisfaction level of the employees. Motivation makes the employees to be highly satisfied towards the work; this will impact on increasing the performance of organization and employees. Hence, many employees have reported the same as the answer for this query. An employee has responded for this query that,

Motivation which is obtained from higher officials enhances the performance level and increases the satisfactory level; this in turn improves the performance level of the organization According to Kinicki and Kreitner (2009), there is a positive correlation between the organization performance and job satisfaction. Employees turnover, profit level and productivity increases within the organization due to the job satisfaction of employees, this is due to employees interest and positive performance towards the work. This thesis examination represents that organization and employees performance increases, when employees are fulfilled with the assigned job. There is no doubt in the increase of productivity, turnover of the organization and performance level of employees while workers satisfactory level towards the job increases. 4.2.11 SUGGESTIONS TO IMPROVE EMPLOYEES MOTIVATION LEVEL AND JOB SATISFACTION LEVEL It is important to take few steps to improve the job satisfaction and employees motivation level in the organization. The change in structure of organization environment, appraisal and reward system will improve the job satisfaction and motivation level of employees who works in the organization. Employees of Aircel Company were asked to provide few suggestions to improve the motivational and job satisfaction level of them. There are various suggestion provided by employees in improving both the motivational and job satisfactory level of them in survey process. Many workers of Aircel have reported that flexible timings and good working conditions will improve the motivation and job satisfaction factors of employees. Few Aircel company workers have stated that by eradicating the complaints of employees and satisfying them will enhances the job satisfaction and motivation factor of employees. When there is good working condition and environment makes the employees to be satisfied and motivated towards the work, hence, this suggestion provided by most of the employees in the organization. An Aircel employee has claimed that, Good working conditions, flexible timings, satisfying the grievances, motivation and appraisal are few methods to be followed effectively in the organization to enhance the employees motivation and satisfactory level towards the work assigned by the organization According to Pride et al (2010), flexible working hours and infrastructure of the organization will increase both the job satisfaction and motivation level of the employees.

It is determined from the perception of author and Aircel worker that job satisfaction and employees motivational level increases by offering them a flexible work timing and good infrastructure by organization. Rewards, appraisal and grievance satisfaction should be practiced effectively within the organization to improve the satisfactory and motivation level of employees. 4.3 FINDINGS Major scope of this research work is to analyze the level of job satisfaction and employees motivation in Aircel organization. This study also investigates about various motivation theories and concept of job satisfaction in telecom sector. Therefore, to perform this research work, the queries about employees motivation and job satisfaction level in the organization have been raised among the employees of Aircel organization. 20 is the sample size selected for performing this research work effectively to determine accurate solution. The employees of Aircel were made them to participate in survey process to gain details about the research work. Query regarding the job satisfaction and employees motivation level were asked among two types of gender, they replied in effective way about the study work. Female employees have answered mostly for the research questions in survey process than the male candidates who works in the organization. Mostly, the employees who have more than 3 to 5 years experience in working at Aircel were participated in the survey process. Employees were very much interested to participate in the survey process to answer about the job satisfaction and employees motivation level in the organization. When employees were not afforded with effective and enriched working condition, then it makes them to feel unprotected and de-motivated towards the work (Dooley et al, 2006). Aircel employees were inquired about the working condition of the Aircel organization. Many employees answered the agree option while asked about the same query to them. Some employees have responded that there is no effective environment provided to the employees to work effectively in the organization. Good working facilities were provided to the employees who work in Aircel. Therefore, employees were more satisfied with the working condition of Aircel. According to Phillips and Tush (2008), the salary which is expected by the employees should be same as to the drawing salary from organization. Aircel workers were asked whether they

satisfied with the salary which is offered by the organization. Many Aircel employees felt dissatisfied towards the salary offered by the Aircel. Few employees are fulfilled with the range of salary offered by the organization. Satisfactory level of employees is low in terms of the salary which offered to them, therefore Aircel should improve the salary criteria which is assigned to every category of employees works in the organization. Every individual career development is highly associated with the job satisfaction, when few programs implemented for the career development of employees will develop the satisfaction level of workers towards the job (Neukrug, 2008). Aircel employees asked question regarding whether the career development programs in Aircel enhances the job satisfactory level. Majority of Aircel employees reported that career development program enhances the job satisfactory level in the organization. Small percentages of employees have responded that no programs about career development will increase the employees satisfactory level. Effective career programs will develop the employees satisfactory level in the aspects of job at Aircel organization. According to Bernold and Abourizk (2010), the employees job satisfaction level can be enhanced by the motivation which is obtained from the higher officials of the organization. Significant question is raised between employees of Aircel about the higher officials supports and motivation towards achieving the goal of organization. Most of the Aircel workers have responded that senior staff and other higher officials are motivating them in better way to achieve the goal of that work. Remaining few Aircel workers were reported that no senior staffs or responsible person in the organization motivates the employees to perform the job in effective way. It has been proved that employees of Aircel were highly motivated by their higher officials and managers. According to DuBrin (2008), the company has to offer rewards for the employees who works in a tremendous manner in the organization. Question about the rewards system efficiency in Aircel is enquired among the workers of that company. Workers in majority level have answered that Aircel is greatly supporting in offering rewards to the efficient worker in the organization. There are few range of workers not accepted the statement that rewards were offered to the employees for their good job in Aircel. Effective reward system is offered to the employees which satisfies them in higher level towards the job.

According to Stephen (2009), it is significant for the staffs to be trained for performing the various functions in the organization, hence, the training develops the staff to handle various functions of the firm, and the employees will also feel more satisfied towards the job, when they offered effective trainings in the organization. Aircel employees were inquired whether the training programs increases the motivation level of the organization. Most of Aircel worker disagrees with the statement because Aircel still should implement enriched programs to develop the skills of the employees and satisfy them. Some workers of Aircel agrees that this organization provides effective training to the employees and satisfies them towards the work. Aircel has to implement enriched programs to train up the employees and satisfy them. Workers of Aircel have been enquired about the overall job satisfaction and motivation level in the Aircel. According to Hulin and Judge (2003), the job satisfaction is associated with the employees attitude, hence if the job satisfaction level increases then turnover of the organization increases. According to Robbins (2010), the workers will be motivated, when flexibility available in work timing and sharing in the organization. Many employees have answered positively for both these questions regarding the overall job satisfaction and motivation level in the Aircel. Through examining these answers of the employees, it is clearly known that the job satisfaction and motivation level is reasonable range in Aircel. According to Wild (2002), there are two factors like monetary rewards and high salary considered as important factors influence on employees performance. Workers were enquired about the major factor that influences the employees job satisfactory level. Salary and working environment are the significant factors that affect the employees job satisfaction level. Less number of employees answered that the appraisal and rewards are the other two factors influences on job satisfactory level of employees. According to Kinicki (2009), organization performance is highly related with the job satisfaction. Turnover of the organization increases due to the job satisfaction impact on the organization. Investigation over the impact of job satisfaction on organization and employees performance has been done in order to attain the goal of the research work. Many employees stated that employees job satisfaction level has influenced on the performance of employees and organization. Some employees responded that job satisfaction has not influenced over the employees and organization performance.

According to Pride et al (2010), by offering good infrastructure and flexible working hours enhances the motivation and satisfaction level of the workers. Among the various employees question has been asked regarding the suggestions to improve employees motivation and job satisfaction level in the organization. Most of the employees have suggested that good infrastructure and flexible timing implementation according the employees expectation will increase the job satisfaction and motivation level in the organization. Some Aircel workers responded that by removing the employees complaints about the organization and satisfying them will elevates the motivation and employees satisfaction level in the organization. Rewards, salary increment, flexible timings and good infrastructure are the few aspects which will increases the job satisfaction and motivation level in the organization. Aircel company workers are fulfilled to certain level in overall aspect of motivation and job satisfaction level offered by that organization. 4.4 SUMMARY The questions with respective to the research topic has been framed and distributed among the employees during survey process is to determine effective conclusion for this research work. Employees were not offered with reasonable salary in the Aircel. The satisfactory level is low among the employees in the salary aspect afforded by the Aircel. In overall perception, the workers were fulfilled with the motivation and job satisfaction factor of the Aircel.

CHAPTER 5 5. CONCLUSION AND RECOMMENDATION 5.1 CONCLUSION The two major factor that act as a pillar for the organization development is the job satisfaction and employees motivation. Major intention of this research work is to analyze the employees motivation and job satisfactory level in the organization. Motivation theories and employees job satisfaction concepts are two significant concepts analyzed in this research work. Aircel employees were inquired about the job satisfaction and employees motivation level in the

organization by performing survey process. Some staffs were selected to accumulate the information about the research topic to process the study work effectively. In this study, the research objective is attained by designed questionnaires and distributing it to the employees to analyze about the job satisfaction and employees motivation level in the organization. Employees of Aircel have also answered effectively during the survey process. The answers provided by Aircel employees were analyzed in the previous section. The conclusion of this research work is illustrated below. Literally, the two general questions were asked among the employees to estimate the gender and experience level of the employees. There are many female gender employees have participated in the survey process. More than 3 to 5 years experienced workers in Aircel have been participated in the survey process. The query which is related to the research objective asked among the Aircel employees. Inquiry has been done among workers to find out whether the employees are satisfied with the working condition of the Aircel. Dooley et al (2006) stated that good working conditions motivates the employees to perform better and it increases job satisfaction level. Many workers of Aircel are satisfied with the working environment of the Aircel. Very few workers are not satisfied with the working environment of the organization. The workers of Aircel were also asked about the satisfactory level of them towards the salary which is afforded by that organization. Majority of employees felt dissatisfied with salary which is offered by the Aircel. Some workers of the Aircel are satisfied with the salary amount which is afforded by that organization. Employees of Aircel are feeling dissatisfied towards the job, since they are not afforded with the reasonable salary as per the employees expectation. Employees were questioned whether career development programs satisfies them and motivates to work in the Aircel. Many employees were satisfied with the career development program offered by Aircel. Some Aircel employees are dissatisfied with the same question. Career development program is effective in the Aircel and makes the staff to be satisfied with the assigned job. The enquiry about the motivation provided by the higher officials is asked among the employees of Aircel. Bernold and Abourizk (2010) mentioned the job satisfaction level can be increased by motivating employees. Few employees have reported that they are not motivated effectively by the higher officials. Many employees have replied that higher officials are motivating them to

perform the job in distinguished manner. Therefore, it is clearly known that higher officials motivate the employees of Aircel in tremendous manner. The employees of Aircel are enquired regarding the staff training in their organization. Most of the employees have reported that staff training is not effective in their organization and dissatisfies the employees towards the job. Few workers have reported that staff training is provided effectively and satisfies the employees. It has been estimated from the employees response that staff training is ineffective in the Aircel. Employees asked about the overall job satisfaction and motivation level in the Aircel. Most of the employees have answered that motivation level and job satisfaction level is more in the Aircel. Few workers have answered that job satisfaction and the motivation level is not effective in the Aircel. The workers are satisfied with the motivation and job satisfactory level in the Aircel. Investigation is done to obtain the information about the impact of job satisfaction on organization and employees performance. Workers at majority level have answered that rewards, salary increment of job satisfaction and employees motivational factors have influenced on the performance of the organization and employees. Workers around few ranges have responded that organization and employees performance is not influenced by the job satisfaction and motivation level of employees. Turnover of the organization and skills of employees will get increases by the employees motivation and satisfaction level. The suggestions were asked among the employees to improve the job satisfaction and motivation level of employees. Many workers have provided different suggestion to improve the motivation and job satisfaction level of employees. Majority of employees have responded that salary increment, good infrastructure and flexible timings will improve the employees satisfaction and motivation level in the organization. Robbins et al (2009) mentioned that the reward system helps to motivate and satisfy employees in their work. Few employees have stated that the effective reward and appraisal system improves the job satisfaction and motivation level of employees. Flexible work timings and good infrastructure are the two significant aspects improves the motivation and job satisfaction level among the Aircel employees. Employees were satisfied with the job and motivated in the Aircel. Overall job satisfaction and motivation level is high in the Aircel. Workers will feel more satisfied and motivated towards the work, when they are afforded with flexible work timing and good infrastructure facilities.

The satisfaction of the employee determines the efficiency and the enhanced productivity of the employees in the job. The employee and their satisfaction in the job assist the employee in working in a happier frame of mindset which would assist the employee to work in an increased productive manner to work towards the organizational goals of the company. The Aircel employees and their job satisfaction features are discussed in this research. The data collected from the employees offer the information about how much satisfactory level are attained by employees and in which means are they satisfied by their respective. Proper working conditions to the employees which enable an employee to work in a peaceful manner are provided by the Aircel. According to Schermerhorn (2005), the job satisfaction of an individual relies on different aspects of the work of the employees. The Aircel employees are satisfied in the work performed by them in their company as it meets the educational qualifications and the work is also allotted to them on the basis of the educational qualifications of the employees. The Aircel employees are provided or allotted work by the supervisors which do not match the educational qualification of the employees and this makes the employees to perform tasks which are not known by them. Job rotation is followed in Aircel to the non managerial employees to take full advantage of their abilities. Training and development facility is provided by Aircel to its employees regularly and the employees also feel that their career prospects in the telecom are enhanced due to this facility.

5.2 RECOMMENDATION Main reason for performing this study work is to study about job satisfaction and motivation level of employees who do their exclusive work in Aircel. To accomplish the main vision of the research work, Aircel employees were inquired about the job satisfaction and employees motivation level by conducting the survey process. The answers provided by the employees is analyzed to find out the demerits in the job satisfaction and employees motivation level and few

recommendations were given to improve both employees job satisfaction and motivation level in the Aircel. In Aircel, suitable working conditions are provided by it to create a workable environment by it to its employees. Aircel has to provide non monetary rewards to its employees to keep them motivated in their job. Avoiding boredom in the routine tasks performed by the employees can be made by providing them different jobs which has to be followed in Aircel. Provision of training and development facilities by Aircel has to be made to all employees instead of discriminating the new joiners and providing training and development facilities to the new joiners alone. The recommendations to improve the level of job satisfaction and employees motivation were given in the below paragraphs. SALARY INCREMENT Salary is the significant motivation factor should be afforded to every employee in a satisfying way. They should be offered salary as per their expectation. Employees will be highly motivated when they offered with more salary for their designation and perform the work effectively. Aircel employees feel dissatisfied in the aspects of salary which is offered by that organization. Hence, it is suggested to increase the salary amount of the employees in the organization. ENHANCE EMPLOYEE TRAINING Employees are not skilled enough to handle the multiple tasks in Aircel which makes them feel dissatisfied towards the job. Therefore, the training should be provided by Aircel to the employees in effective manner. Few employees were not satisfied with the working condition of the organization; hence, it should make the working environment healthy and lively for the employees who work in the Aircel. INCREASE MOTIVATION FROM MANAGERS Managers and the higher officials were the major reasons for the employees to get highly motivated. When manager motivates the employees at right time, there is a chance for employees to perform their job in tremendous manner. It is important for the higher officials to motivate the employees in an effective way. There are some employees not satisfied with the motivation level offered by the higher officials of the organization. Therefore, the employees should be motivated with latest techniques of motivation to encourage the employees in performing the job. Aircel

should take further steps to improve the motivation and job satisfaction level which are suggested by the employees during the survey process. FULFILL EMPLOYEES SUGGESTIONS Employees have suggested few aspects to implement in the organization such as flexible work timings, rewards, salary and good infrastructure for improving the motivation and job satisfaction level in the organization. Employees satisfaction and motivation level increases when they are satisfied in the aspects of flexible work timings and good infrastructure. A significant aspect of the organization which increases its turnover is the motivation factor. The employees should be rewarded and appraised in front of others in the organization to improve the performance of employees and organization. IMPROVE CAREER DEVELOPMENT PROGRAM Even though many employees were satisfied with the career development programs offered in Aircel, some employees of Aircel are not satisfied with the career development programs organized by that organization. Therefore, the organization should implement better career development programs to make the employees feel happy and satisfied about their job. 5.3 FUTURE RESEARCH Major aim of doing this research work is to analyze the job satisfaction and employees motivation level in the Aircel. Employees are selected as source to provide information about the major intention of the research work. Only 20 is the sample size utilized for performing this research. Hence, this study can be changed into more reliable and valid research by increasing the number of sample size in future research works. Researcher may find difficulty in gathering the information about research topic from the employees of Aircel. Therefore, researcher can collect the details about the research subject from secondary sources like articles, company website etc. Researcher may process this study process without any strategic plan due to time lack and hence, the details obtained from responders may not be appropriate. Hence, in future, this study process can be performed by planning the process to derive exclusive and appropriate conclusion of research work.

QUESTIONNAIRE FOR EMPLOYEES 1. Mention Gender a) Male b) Female 2. Mention your experience at Aircel a) Less than one year b) 1to 3 years c) 3to 5 years d) More than 5 years SCALE QUESTIONS a) Strongly Agree b) Agree c) No Opinion d) Disagree e) Strongly Disagree

3. The working conditions followed in Aircel is satisfiable for you a) Strongly Agree b) Agree c) No Opinion d) Disagree e) Strongly Disagree

4. Are you satisfied with the pay provided by Aircel a) Strongly Agree b) Agree c) No Opinion d) Disagree e) Strongly Disagree

5. The job satisfaction level is improved by the career development program conducted by the Aircel a) Strongly Agree b) Agree c) No Opinion d) Disagree e) Strongly Disagree

6. Are you getting motivation from the senior employees a) Strongly Agree b) Agree c) No Opinion d) Disagree e) Strongly Disagree

7.

Is your organization provides rewards for your performance a) Strongly Agree Strongly Agree Disagree b) Agree c) No Opinion d) Disagree

a)

e) Strongly

8. How will you perceive the overall job satisfaction at Aircel a) Highly Satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied

OPEN ENDED QUESTION

1. Mention the factors that affects the job satisfaction at Aircel

..

2. Job satisfaction attained by you impacts the performance of the organization

3. Your suggestions to improve job satisfaction and motivation in Aircel

..

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