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I. INTRODUCTION:
Job satisfaction is in regards to one’s feeling or state of mind regarding nature of their work. Job can be influenced by variety of factors like quality of one’s relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. In short, job satisfaction is a person’s attitude towards job. Job satisfaction is an attitude which results from balancing and summation of many specific likes and dislikes experienced in connection with the job - their evaluation may rest largely upon one’s success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. According to Pestonejee, Job satisfaction can be taken as a summation of employee’s feelings in four important areas. These are:
- Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for promotion and advancement (prospects), overtime regulations, interest in work, physical environment, and machines and tools.
- Management- supervisory treatment, participation, rewards and punishments, praises and blames, leaves policy and favoritism.
- Social relations- friends and associates, neighbors, attitudes towards people in community, participation in social activity socialibility and caste barrier.
- Personal adjustment-health and emotionality. Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational citizenship, Absenteeism, Turnover. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity.
Job satisfaction is not synonyms with organizational morale, which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. Morale is the by-product of the group, while job satisfaction is more an individual state of mind.
JOB SATISFACTION:
DEFINITIONS OF JOB SATISFACTION:
Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee “Motivation and Job Satisfaction” which are given below: Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of one’s job. An effective reaction to one’s job. According to Weiss - Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely: -Specific job factors -Individual characteristics -Group relationship outside the job Blum and Naylor - Job satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general. Glimmer – Job satisfaction is defined as “any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, ‘I am satisfied with my job.” Job satisfaction is defined, as employee’s judgment of how well his job on a whole is satisfying his various needs
INFLUENCES ON JOB SATISFACTION
There is no. of factors that influence job satisfaction. For example, one recent study even found that if college students majors coincided with their job, this relationship will predict subsequent job satisfaction. However, the main influences can be summarized along with the dimensions identified above. 1.The work itself The concept of work itself is a major source of satisfaction. For example, research related to the job characteristics approach to job design, shows that feedback from job itself and autonomy are two of the major job related motivational factors. Some of the most important indri gents of a satisfying job uncovered by survey include interesting and challenging work, work that is not boring, and the job that provides status.
2. Pay Wages and salaries are recognized to be a significant, but complex, multidimensional factor in job satisfaction. Money not only helps people attain their basic needs butevel need satisfaction. Employees often see pay as a reflection of how management views their contribution to the organization. Fringe benefits are also important. If the employees are allowed some flexibility in choosing the type of benefits they prefer within a total package, called a flexible benefit plan, there is a significant increase in both benefit satisfaction and overall job satisfaction. 3. Promotions Promotional opportunities are seem to be having a varying effect on job satisfaction. This is because of promotion take number of different forms. WHAT IS THE IMPACT OF JOB SATISFACTION? Many managers subscribe to the belief that a satisfied worker is necessarily good worker. In other words, if management could keep the entire worker’s happy”, good performance would automatically fallow. There are two propositions concerning the satisfaction performance relationship. The first proposition, which is based on traditional view, is that satisfaction is the
effect rather than the cause of performance. This proposition says that efforts in a job leads to rewards, which results in a certain level of satisfaction .in another proposition, both satisfaction and performance are considered to be functions of rewards. Various research studies indicate that to a certain extent job satisfaction affects employee turnover, and consequently organization can gain from lower turnover in terms of lower hiring and training costs. Also research has shown an inverse relation between job satisfaction and absenteeism. When job satisfaction is high there would be low absenteeism, but when job satisfaction is low, it is more likely to lead a high absenteeism. WHAT SATISFACTION DOES THE EMPLOYEE NEED? Each employee wants:
- Recognition as an individual
- Meaningful task
- An opportunity to do something worthwhile.
- Job security for himself and his family
- Good wages
- Adequate benefits
- Opportunity to advance
- No arbitrary action- a voice a matters affecting him
- Satisfactory working conditions
- Competence leadership- bosses whom he can admire and respect as persons and as bosses. However, the two concepts are interrelated in that job satisfaction can contribute to morale and morale can contribute to job satisfaction. It must be remembered that satisfaction and motivation are not synonyms. Motivation is a drive to perform, where as satisfaction reflects the individual’s attitude towards the situation. The factors that determine whether individual is adequately satisfied with the job differs from those that determine whether he or she is motivated. The level of job satisfaction is largely determined by the comfits offered by the environment and the situation. Motivation, on the other hand is largely determine by value of reward and their dependence on performance. The result of high
- This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, “A happy worker is a productive worker.”
- It gives clear evidence that dissatisfied employees skip work more often and more like to resign and satisfied worker likely to work longer with the organization.
SCOPE OF THE STUDY:
The scope of the study is very vital. Not only can the Human Resource department use the facts and figures of the study but also the marketing and sales department can take benefits from the findings of the study. Scope for the sales department- The sales department can have fairly good idea about their employees, that they are satisfied or not. Scope for marketing department- The marketing department can use the figures indicating that they are putting their efforts to plan their marketing strategies to achieve their targets or not. Scope for personnel department- Some customers have the complaints or facing problems regarding the job. So the personnel department can use the information to make efforts to avoid such complaints.
OBJECTIVES OF THE STUDY:
The main objectives of the study will be:
- To find that whether the employees are satisfied or not.
- To analyze the company’s working environment.
- To find that the employees are satisfied with their job profile or not.
- To find the relationship of the personal factors of the employee (income, designation, educational qualification, gender, etc.).
- To suggest suitable measures to improve the overall satisfaction of the employees in an organization.
LIMITATIONS OF THE STUDY:
- As the employees may be busy with their work, they could not give enough time for the interview.
- The personal biasedness of the respondents may enter into their response.
- Some of the respondents may not give any answer to the questions which may affect the analysis.
- Respondents might be reluctant to disclose complete and correct information. Because of a small period of time, only a small sample would be considered which doesn’t actually reflect and accurate and intact picture.
RESEARCH METHODOLOGY:
INTRODUCTION-
Research refers to a search for knowledge. It is a systematic method of collecting and recording the facts in the form of numerical data relevant to the formulated problem and arriving at certain conclusions over the problem based on collected data. Research can be defined as “the manipulation of things, concepts or symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art”. In short, the search for knowledge through objective and systematic method of finding solution to a problem is research. DRAFTING QUESTIONNAIRE- The questionnaire is considered as the most important thing in a survey operation. Hence it will be carefully constructed. Structured questionnaire consist of only fixed alternative questions. Such type of questionnaire will be inexpensive to analysis and easy to administer. Questionnaire consists of few open ended questions and few closed ended.
consists of the total body of feelings that an individual has about his job. This total body of feelings involves, in effect, weighting up the sum total of influences of the job, the nature of job itself, the pay, the promotion. The promotion prospects, the nature of supervision and so on. Where the sum total of influences gives rise to feelings of satisfactions the individual is job satisfied. Where in total they give rise to feelings of job dissatisfaction the individual is job dissatisfied. Improving any one of these influences will lead in the direction of job satisfaction, making less satisfactory any makes a job satisfying does not depends only on the nature of the job, but on the job expectations that individuals have of what their job should provide. Expectancy theory points to the importance of the individual’s expectations of his job in determining job satisfaction. For individuals who have expectations that their job should give them opportunities for pay, challenge, a failure of the job to meet this expectation will lead to dissatisfaction compared to a situation where no such expectation is involved. What expect expectation of individuals will have of a job may vary. For a large number of reasons, some derives from social others from individual causes. These proposing an expectancy theory usually regarded over all job satisfaction as a function of satisfaction with various elements of the job. Another theory that has dominated the study of the nature of job satisfaction is Herzberg’s famous “ Two factor Theory’s of job satisfaction. In this he claims that the factors which cause job satisfaction are separate and distinct from the factors which job dissatisfaction. Philip Apple while has listed five major components of job satisfaction as,
- Attitude towards work group.
- General workings conditions.
- Attitude towards company.
- Monetary benefits and
- Attitude towards supervision. However, the two concepts are interrelated in that job satisfaction can contribute to morale and morale can contribute to job satisfaction. For many years managers generally have believed that a satisfied worker is necessarily a good worker. In other words , if management could keep all the employees “HAPPY”, good performance would automatically follow. Charles Greene has suggested that many managers subscribe to this be life because it represent
“the path of least residence”. Greene’s thesis is that if a performance problem exists, increasing an employee’s happiness is for more pleasant than discussing with the worker his or her failure to meet standards. Although happiness eventually results from satisfaction, this feeling goes much deeper and is far less tenuous than happiness. Recent research evidence generally rejects the more popular view that satisfaction causes performance. The evidence does, however, provide moderate support for the view that job effort causes satisfaction. The evidence also strongly indicates that rewards constitute a more direct cause of satisfaction that performance does and that rewards based on current effort causes subsequent performance. The increased commitment normally will lessen the number of personnel related problems, Such as strikes, excessive absenteeism, tardiness and turnover. A study on job satisfaction among workers in chemical unit (M/S. Shri Veeco chems corporation, ) done by Mr. C.M. RAVIKUMAR (MBA project) in the year 1985. The techniques used by the Researcher for analyzing the data were personal interview. The Researcher interviewed sixty workers on the basis of sex, age, educational qualification, experience, monthly income, marital status and family income.The tools adopted by the Researcher were percentage method of tabulation to find job satisfaction. A study on job satisfaction among bank officers in State Bank of India, Jabalpur Done by Mr.S. NAREND in his MBA project, in the year 1990. The techniques used by the Researcher for analyzing the data were through questionnaire method. The Researcher interviewed forty respondents on the basis of sex, age, educational qualification, experience, monthly income,marital status and family income.The tools adopted by the Researcher were average scoring and two-way table method to find out job satisfaction. A study on job satisfaction of Tea Plantation Workers with special reference to Sheikalmudi Estate, Valparai Taluk, done by Mr.K.Madhu. In the year 1986 (M.Com project). The techniques used by the Researcher for analyzing the data were through questionnaire and personal interview method. The Researcher interviewed sixty respondents on the basis of sex, age, educational qualification,experience, monthly income, marital status and family income. The tools adopted by the researcher were average scoring and two-way table method. The hypothesis was tested through chi-squire test and correlation to find out job satisfaction.
IV. SCHEMA OF CHAPTERISATION:
Chapter I : Introduction Chapter II : Need, importance & scope of the study Chapter III : Objectives of the study & Limitations of the study Chapter IV : Review of Literature Chapter V : Industry/Company Profile Chapter VI : Data Analysis and Interpretation Chapter VII : Findings Suggestions and Conclusions Bibliography Appendices Questionnaire Organogram
BIBLIOGRAPHY:
BOOKS:
Dr.Guptha C. Human Resource Management, Sulthan Chand and SONS, New Delhi,2004. Rakesh Chopre, Human Resource Management, U.K.Publishing 2 edition, New Delhi,
Kothari C.R, Research Methodology, New Age International Private Ltd., New Delhi,
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