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Job Satisfaction Among Employees in Nationaliized Bank AP
Job Satisfaction Among Employees in Nationaliized Bank AP
PROJECT GUIDE
Miss. Arti Khatnani (Lecturer)
SUBMITTED BY
Shreya Srivastava Roll No.0940870049
DECLEARATION
I am SAAD HUSAIN KHAN ( MBA 3 SEM ) from SUN INSTITUTE OF MANAGMENT TECHNOLOGY,SHAJAHANPUR . Hereby declare that the survey report on COMPARITIVE ANNALYSIS OF LIFE INSURANCE COMPANIES is the result of my own efforts and is raised on information collected and guidance given by my mentor & faculty members. The survey report is correct to the best of my knowledge & this report so far has not been published anywhere else.
I would like to convey my heartiest gratitude to several people, for their support and guidance, which helped me to complete this project. I wish to take this opportunity to thank Ms. Arti khatnani (Faculty coodinator) for permitting me to carry on this project. It is with the deep sense of gratitude that I express my sincere indebtedness to Prof. R.S.Singh , Director of C.M Institute of Management Sciences and Technology, Gorakhpur..for providing me an opportunity to do a Research in job satisfaction of employee in nationalized bank and enabling me to utilize all the facilities for successful completion of project.Last but not the least, my endless appreciation goes to my family who has stood by my side and given me moral support whenever I was low and boosted my will po SHREYA SRIVASTAVA
Chapters
CHAPTER 1 1. INTRODUCTION ...... .
Introduction of job satisfaction A review on Job Satisfaction & Employee Turnover. .History . Importance Factors .Approaches
List of Illustrations
Figure 1.1: Figure 2.1: FACTORS INFLUENCING JOB SATISFACTION THEORITICAL AAPROCHES TO JOB SATISFACTION
CHAPTER- 1
JOB SATISFACTION
Introduction
Human life has become very complex and completed in now-a-days. In modern society the needs and requirements of the people are ever increasing and ever changing. When the people are ever increasing and ever changing when the peoples needs are not fulfilled they become dissatisfied. Dissatisfied people are likely to contribute very little for any purpose. Job satisfaction of industrial workers us very important for the industry to function successfully. Apart from managerial and technical aspects, employers can be considered as backbone of any industrial development. To utilize their contribution they should be provided with good working conditions to boost their job satisfaction.. Job satisfaction is important technique used to motivate the employees to work harder. It is often said that A HAPPY EMPLOYEE IS A PRODUCTIVE EMPLOYEE. A happy employee is generally that employee who is satisfied with his job. Job satisfaction is very important because most of the people spend a major portion of their life at working place. Moreover, job satisfaction has its impact on the general life of the
employees also, because a satisfied employee is a contented and happy human being. A highly satisfied worker has better physical and mental well being.
Definitions:
In simple words , job satisfaction can defined as extent of positive feelings or attitudes that individuals have towards their jobs. When a person says that he has high job satisfaction , it means that he really likes his job, feels good about it and value his job dignity. ANDREW BRIN Job satisfaction is the amount of pleasure or contentment associated with a job. If you like your job intensely, you will experience high job satisfaction.if you dislike your job intensely, you will experience job dissatisfaction.
-P. Robbins Job satisfaction is a general attitude towards ones job: the difference between the amount of reward workers receive and the amount they believe they should receive. Fieldman and Arnold
Job satisfaction will be defined as amount of overall positive affect that individuals have towards their jobs.
Frequently, work underlies self-esteem and identity while unemployment lowers self-worth and produces anxiety. At the same time, monotonous jobs can erode a worker's initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self development. To the worker, job satisfaction brings a pleasurable emotional state that often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity the quantity and quality of output per hour worked seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Herzberg's (1957) have shown at least low correlation between high morale and high productivity, and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is lifted performance will decline. Tangible ways in which job satisfaction benefits the organization include reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked to a more healthy work force and has been found to be a good indicator of longevity. And although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus protecting the "bottom line." No wonder Andrew Carnegie is quoted as saying: "Take away my people, but leave my factories, and soon grass will grow on the factory floors. Take away my factories, but leave my people, and soon we will have a new and better factory
work arrangements, possibly including telecommuting and other professional growth opportunities work that offers variety and challenge and allows the worker opportunities to
Interesting
to use one's talents and to be creative to take responsibility and direct one's own work
stable, secure work environment that includes job security/continuity environment in which workers are supported by an accessible supervisor who
An
Flexible
benefits, such as child-care and exercise facilities technology salary and opportunities for promotion .
Up-to-date
Competitive
Organization al Factor
Work
Work itself
Personal factors
Environment
There are no. of factors that influence job satisfaction in an organization. A no. of research studies have been conducted in order to establish some of the causes that result in job satisfaction. These studies have revealed consistent correlation of certain variables with the job satisfaction. These factors are given below
Organizational factors:
1). Salaries and wages : Wages do play a significant role in determining of satisfaction. Salaries and wages is instrumental in fulfilling so
many needs. Money facilities the obtaining of food, shelter, and clothing and provides the means to enjoy valued leisure interest outside of work. More over, salary can serve as symbol of achievement and a source of recognition. Employees often see pay as a reflection of organization. Fringe benefits have not been found to have strong influence on job satisfaction as direct wages.
2). Promotion chances: Promotion chances considerably affect the job satisfaction because of the following reasons:
Firstly, promotion indicates an employees worth to the organization which is highly moral boosting. This is particularly true in case of high
level jobs.
Secondly, employee takes promotion as the ultimate achievement in his career and when it is realized , he feels extremely satisfied. Thirdly, promotion involves positive changes e.g. high salary, less supervision, increased status etc which enhances job satisfaction.
3). Company policies: Organizational structure and policies also play an important role in affection job satisfaction of employees. An autocratic and highly authoritative structure causes resentment among the employees as compared to a structure which is more open and democratic in nature.
The other dimension of supervisory style influence participation in Decision making, employee who participates in decision that affect their job, display a much higher level of satisfaction with supervisor an the overall work situation .
2). Work group: The nature of the work group or team will have effect on job satisfaction in the following ways: A friendly and cooperative group provides opportunities to the group members to interact with each other. The work group group will be even a stronger sources of satisfaction when members have similar attitudes and values.
Smaller groups provide greater opportunity for building mutual trust and understanding
as compared to larger groups. Thus, group size and quality of interpersonal relations within the group play a significant role in workers satisfaction .
3).Working condition: The employees desire good working condition because they lead to
greater physical comfort. The working conditions are important to employees because they can
influence life outside of work. If people are require to work long hours and / or overtime, they will have very little felt for their families, friends and recreation outside work. So the working conditions inside the organization should be favorable.
Work itself
Along with pay, the content of the work itself plays a very major role in determining how satisfied employees are with their jobs. By and large, workers want jobs that are challenging; they do want to be doing mindless jobs day after day. The two most important aspect of the work itself that influence job satisfaction are variety and control over work methods and work place. In general, job with a moderate amount of variety produce the most job satisfaction. Jobs with too little variety cause workers to feel bored and fatigue. Jobs with too much variety and stimulation cause workers to feel psychologically stressed and burnout.
Job
scope: It provides the amount of responsibility , work pace and feed back. The higher the level of these factors , higher the job
of autonomy and freedom: Lack of autonomy and freedom over work methods and work pace can create helplessness and
Interesting
work : A work which is very interesting and challenging and gives status ,
Role
ambiguity and Role conflict : Role ambiguity and role conflict also lead to confusion and job dissatisfaction because
employees do not know exactly what their task is and what is expected of them.
Personal factors:
Age
and seniority : With age, people become more mature and realistic and less idealistic so that they are willing to accept available
resources and rewards and be satisfied about the situation. With the passage of time , people move into more challenging and responsible positions. People who do not move up at all with time are more likely to be dissatisfied with their jobs.
Tenure : Employees with longer tenure are expected to be highly satisfied with their jobs. Tenure assures job security , which is highly
satisfactory to employees. They can easily plan for their future without any fear of losing their jobs.
Personality: Some of the personality traits which are directly related to job satisfaction are self assurance, self esteem, maturity ,
challenge and responsibility. Higher the person is on Maslows needs hierarchy , the higher is the job satisfaction. This type of satisfaction comes from within the person and is a function of his personality.
dfdfJOBJOBjSASASATISFACTION(Fig.2.1
TWO
FACTOR THEORY
Theory SOCIAL REFRENCE GROUP THEORY
EQUITY THEOR
EQUITY THEORY
1) Need fulfillment theory: According to this theory , a person will be satisfied when he gets what he wants from his job. Job
satisfaction will vary directly with the extent to which those needs of an individual , which can be satisfied are actually satisfied. Thus, job satisfaction according to this theory , is a function of the degree to which the employees needs are fulfilled in the giving situation
2) Equity theory: According to this theory , every individual has a basic tendency to compare his rewards to with those of a reference
group. If he feels his rewards are equitable with others doing the similar work in similar environment, he feels satisfied. this theory thus believes that a person job satisfaction depends upon his perceived equity as determined by his output balance in comparison with input output balance of others. This theory takes into account not only the needs of the employee but also to the opinion of the refrence group towards which the employee looks for guidance.
3) Two factor theory : This theory states that satisfaction and dissatisfaction are independent of each other. One set of factors are known
as hygiene factors act as dissatisfiers. Their absence causes dissatisfaction like pay, humane working conditions etc. the other set of factors lead to satisfaction like promotion , recognition etc.
4) Social reference group theory : According to this theory an employee is satisfied with his job when the job meets the interest ,
desires, and requirements of a persons reference groups. Job satisfaction is a function of the degree to which the job meets the approval of the group to which the individual looks for guidance in evaluating the world and defining social reality.
5) Discrepancy theory : Job satisfaction and dissatisfaction are functions of perceived relationship between what one wants from ones
job and what one perceives it is actually offerings. Satisfaction is thus the difference between what one actually received are less than the expected rewards , it causes satisfaction.
6) Equity discrepancy theory: this is a combination of equity and discrepancy theory. Under this theory , satisfaction is defined as the
difference between the outcomes that one perceives he actually received and outcomes that one feels he should receive in comparison with others. A person perception of what he should receive is influenced by the inputs and outputs of others. If inputs are similar to those of referent groups but his outcomes are less, he is likely to be satisfied.
Individual factors:
Individuals have certain expectations from their jobs. If their expectations are met from the jobs, they feel satisfied. These expectations are based on an individuals level of education, age and other factors.
Level of education:
Level of education of an individual is a factor which determines the degree of job satisfaction. For example, several studies have found negative correlation between the level of education, particularly higher level of education, and job satisfaction. The possible reason for this phenomenon may be that highly educated persons have very high expectations from their jobs which remain unsatisfied. In their case, Peters principle which suggests that every individual tries to reach his level of incompetence, applies more quickly.
Age:
Individuals experience different degree of job satisfaction at different stages of their life. Job satisfaction is high at the initial stage, gets gradually reduced, starts rising upto certain stage, and finally dips to a low degree. The possible reasons for this phenomenon are like this. When individuals join an organization, they may have some unrealistic assumptions about what they are going to drive from their work. These assumptions make them more satisfied. However, when these assumptions fall short of reality, job satisfaction goes down. It starts rising again as the people start to assess the jobs in right perspective and correct their assumptions. At the last, particularly at the fag end of the career, job satisfaction goes down because of fear of retirement and future outcome.
Other factors:
Besides the above two factors, there are other individual factors which affect job satisfaction. If an individual does not have favourable social and family life, he may not feel happy at the workplace. Similarly, other personal problems associated with him may affect his level of job satisfaction. Personal problems associated with him may affect his level of job satisfaction.
Nature of job:
Nature of job determines job satisfaction which is in the form of occupation level and job content.
Occupation level: Higher level jobs provide more satisfaction as compared to lower levels. This happens because high level jobs carry
prestige and status in the society which itself becomes source of satisfaction for the job holders. For example, professionals derive more satisfaction as compared to salaried people factory workers are least satisfied.
Job content:
Job content refers to the intrinsic value of the job which depends on the requirement of skills for performing it, and the degree of responsibility and growth it offers. A higher content of these factors provides higher satisfaction. For example, a routine and repetitive lesser satisfaction; the degree of satisfaction progressively increases in job rotation, job enlargement, and job enrichment.
Situational variables:
Situational variables related to job satisfaction lie in organizational context formal and informal. Formal organization emerges out of the interaction of individuals in the organization. Some of the important factors which affect job important factors which affect job satisfaction are given below:
1. Working conditions: Working conditions, particularly physical work environment, like conditions of workplace and associated facilities for performing the job determine job satisfaction. These work in two ways. First, these provide means job performance. Second, provision of these conditions affects the individuals perception about the organization. If these factors are favourable, individuals experience higher level of job satisfaction.
2. Supervision: The type of supervision affects job satisfaction as in each type of supervision; the degree of importance attached to individuals varies. In employee-oriented supervision, there is more concern for people which is perceived favourably by them and provides them more satisfaction. In job oriented supervision, there is more emphasis on the performance of the job and people become secondary. This situation decreases job satisfaction.
3. Equitable rewards: The type of linkage that is provided between job performance and rewards determines the degree of job satisfaction. If the reward is perceived to be based on the job performance and equitable, it offers higher satisfaction. If the reward is perceived to be based on considerations other than the job performance, it affects job satisfaction adversely.
4. Opportunity: It is true that individuals seek satisfaction in their jobs in the context of job nature and work environment by they also attach importance to opportunities for promotion that these job offer. If the present job offers opportunity of promotion is lacking, it reduces satisfaction.
5. Work group: Individuals work in group either created formally of they develop on their own to seek emotional satisfaction at the workplace. To the extent such groups are cohesive; the degree of satisfaction is high. If the group is not cohesive, job satisfaction is low. In a cohesive group, people derive satisfaction out of their interpersonal interaction and workplace becomes satisfying leading to job satisfaction.
Mood and emotions while working are the raw materials which cumulate to form the affective element of job satisfaction. (Weiss and Cropanzano, 1996).. Moods tend to be longer lasting but often weaker states of uncertain origin, while emotions are often more intense, shortlived and have a clear object or cause. There is some evidence in the literature that state moods are related to overall job satisfaction. [ Positive and negative emotions were also found to be significantly related to overall job satisfaction.. Frequency of experiencing net positive emotion will be a better predictor of overall job satisfaction than will intensity of positive emotion when it is experienced. Emotion regulation and emotion labor are also related to job satisfaction. Emotion work (or emotion management) refers to various efforts to manage emotional states and displays. Emotion regulation includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotion. Although early studies of the consequences of emotional labor emphasized its harmful effects on workers, studies of workers in a variety of occupations suggest that the consequences of emotional labor are not uniformly negative. It was found that suppression of unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions increases job satisfaction. The understanding of how emotion regulation relates to job satisfaction concerns two models:
1. Emotional
dissonance . Emotional dissonance is a state of discrepancy between public displays of emotions and internal experiences
of emotions, that often follows the process of emotion regulation.Emotional dissonance is associated with high emotional exhaustion, low organizational commitment, and low job satisfaction.
2.
Social interaction model . Taking the social interaction perspective, workers emotion regulation might beget responses from others
during interpersonal encounters that subsequently impact their own job satisfaction. For example: The accumulation of favorable responses to
displays of pleasant emotions might positively affect job satisfaction performance of emotional labor that produces sired outcomes could increase job satisfaction.
The another view: That is a satisfied worker is not necessarily a productive worker explains the relationship between job satisfaction and
productivity. Various research studies also support this view. This relationship may be explained in terms of the operation of two factors: effect of job performance on satisfaction and organizational expectations from individuals for job performance.
1. Job performance leads to job satisfaction and not the other way round. The basic factor for this phenomenon is the rewards (a source of satisfaction) attached with performance. There are two types of rewards intrinsic and extrinsic. The intrinsic reward stems from the job itself which may be in the form of growth potential, challenging job, etc. The satisfaction on such a type of reward may help to increase productivity. The extrinsic reward is subject to control by management such as salary, bonus, etc. Any increase in these factors does not help to increase roductivity though these factors increase job satisfaction. 2. A happy worker does not necessarily contribute to higher productivity because he has to operate under certain technological constraints and, therefore , he cannot go beyond certain output. Further, this constraint affects the managements expectations from the individual in the form of lower output. Thus, the work situation is pegged to minimally acceptable level of performance. However, it does not mean that the job satisfaction has no impact on productivity. A satisfied worker may not necessarily lead to increased productivity but a dissatisfied worker leads to lower productivity. 2).Job satisfaction and employee turnover: High employee turnover is a matter of concern for the management as it disrupts the normal operations of the organization. Managerial concern is mostly for the turnover which arises from job dissatisfaction. The employees thus tries to keep the employees satisfied on their jobs to minimize the turnover. Though , high job satisfaction in itself cannot keep the turnover low, but considerable job dissatisfaction will definitely increase the employee turnover. The employee turnover is affected by certain other factors also like if people are highly satisfied with their jobs, they are willing to leave if there are better opportunities available anywhere else. If no other opportunities are available , the employees will stay where they are irrespective of dissatisfaction. On he overall basis , we can say that there is an important role played by job satisfaction in employee turnover.
3). Job satisfaction and absenteeism: Absenteeism refers to the frequency of absence of job holder from the workplace either unexcused absence due to some avoidable reasons or long absence due to some unavoidable reasons. It is the former type of absence which is a matter of concern. This absence is due to lack of satisfaction from the job which produces a lack of will to work and alienate a worker form work as for as possible. Thus, job satisfaction is related to absenteeism. 4). Job satisfaction and union activities: High level of job satisfaction reflects a highly favourable organizational climate resulting in attracting and retaining better workers. Satisfied employees are not interested in unions and they do not perceive them as necessary. 5). Job satisfaction and safety: When people are dissatisfied from their jobs, company and supervisors, they are more prone to experience accidents. A satisfied worker will always be careful and attentive towards his job and the chances of accidents will be less.
opportunities to demonstrate skills and talents. This often leads to more challenging
Know
more. Acquire new job-related knowledge that helps you to perform tasks more
Demonstrate
creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in rewards.
teamwork and people skills. A large part of job success is the ability to work well with thers to get the job done. imperfections and learn how to give and receive criticism
Accept the diversity in people. Accept people with their differences and their
constructively.
See
the value in your work. Appreciating the significance of what one does can lead to playing a vital role in job satisfaction.
techniques.
They are more friendly, upbeat, and responsive. They are less likely to turnover, which helps build long-term customer relationships. They are experienced. Dissatisfied customers increase employee job dissatisfaction.
LITRETURE REVIEW
The industrial and business sectors of various countries specially developing countries including Pakistan (where per capita income is very low) are facing the problem of job dissatisfaction among the employees and high rate of turnover. JOB SATISFACTION is regard to ones feeling or state of mind regarding the nature of their work. Job satisfaction can be influenced by variety of factors such as kind of supervision, organization policies & administration, salary & quality of life etc. Employers have a need to keep employee from leaving and going to work for other organizations
The best way of retaining employees is to provide the job satisfaction and opportunities to build up their careers.The good hope is hard to find, is even truer these days than ever before because the job market in becoming increasingly tight. (Eskildesen, Hammer)
Theresa gave the study to examine the job satisfaction and intent to turnover using the co relational design. He takes the sample (n = 107)consist of direct support professional who worked for non Profit organization located in South Carolina that served People with disabilities development. Two instruments were utilized that measure the overall (Specter job satisfaction) and facet job satisfaction and intent to turn over (Michigan Organizational Assessment Questionnaire).Demographic information regarding age and tenure were examined. Data analysis includes descriptive and inferential statistics. The result from the study suggests that there is a significant and negative correlation between job satisfaction and intent to turnover. It was demonstrated that tenure is related to job satisfaction and having positive & low relation.
There was little evidence that suggest that age was significantly related to either job satisfaction or intent to turnover. Theresa take sample from single organization which in non profit organization. The non profit organizations are some extent running by the charity & donation and the remunerations for the employees in such organizations are low.1Bhatti & Qureshi collect the information regarding the Name of organization, Life of organization in years, Number of employee ,Employee participation, Job satisfaction, Employee commitment &Employee Productivity from the first line managers and their immediate1 Theresa Ricke-Kely. USA bosses. The Managers were given a questionnaire and were asked to give the answer at their best knowledge with reference to working conditions in their organization. Questionnaire was divided in to two portions. First line manager had to answer the question regarding name of organization ,life of organization, number of employees, employee participation, job satisfaction and employee commitment. While the immediate bosses was to answer the question from the portion of employee productivity. The
questionnaire consists on relationship among job satisfaction, employee commitment, and employee productivity. They used Likard scale questionnaire. They take sample from communication sector, banking sector and oil & gas sector of Pakistan. 34 organizations were selected for study. They measured job satisfaction by using the variables ,employee productivity, employee commitment and employee participation and their hypothetical research found strong and positive relationship between the job satisfaction and mentioned variables. The finding suggests that management of organization should increase the satisfaction among employees with compensation, policies and working conditions in order to attain high level of employee commitment and reduce turnover.2The sample size was not enough to reflect image of theorganizations functioning in Pakistan. Data collection method for research is very common. Other methods could have been used for this research study like group discussion / discussion forum.The late 1920s one of the first studies of job satisfaction undertaken by Mayo & Hawthorne. This study referred to & focused on employees attitude and its impact on production levels. The study highlighted that employees & workers develop their own perceptions of the work situation and the social environment, which affects their Komal Khalid Bhatti & Tahir Masood Qureshi.attitudes towards their work. The findings of the study provided consistent results with the observations of Taylor in 1911, that individual workers wants economic incentives/monetary rewards and are willing to work harder for it. He used the global approach to measure job satisfaction.The study found that 88% of the surveyed were classified as being satisfied, and there was a direct linear relationship between occupational level and job satisfaction3This section examines the literature regarding theories and models used to explain the determinants of job satisfaction. There are two broad categories to classify job satisfaction theories, that is, process and content theories. Content theories are predominantly concerned with the identification of specific needs or motives most conducive to job satisfaction. The Maslows Need Hierarchy and Herzbergs Two-Factor theory are examples of content theories.
Process theories go further than identifying basic needs that motivate epeople. They focus on the individuals dynamic thought processes and how they produce certain types of behavior/attitudes. Equity Theory, Need-Fulfillment Theory, Social Comparison Theory, Facet-Satisfaction Model, Job Characteristics Model. To better understand employee attitudes and motivation, Frederick Herzberg performed studies to determine which factors in an employee's work environment caused satisfaction or dissatisfaction. The studies included interviews in which employees where asked what pleased and displeased them about their work. Herzberg found that the factors causing job satisfaction were different from that causing job Mayo & Hawthorne study dissatisfaction. He developed the motivation-hygiene theory to explain these results. He called the satisfiers motivators and the dissatisfier hygiene factors, using the term "hygiene" in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction. He describes that factors leads to job satisfaction are Achievement, Recognition, Work itself, Responsibility, Advancement and Growth and the factors which leads to dissatisfaction are Company policy, Supervision, Relationship with Boss, Work conditions, Salary, Relationship with co workers Herzberg argued that management not only must provide hygiene factors to avoid employee dissatisfaction, but also must provide factors intrinsic to the work itself in order for employees to be satisfied with their jobs. The two-factor result is observed because it is natural for people to take
credit for satisfaction and to blame dissatisfaction on external factors Further more, job satisfaction does not necessarily create a high level of motivation or productivity. Herzberg's theory has been broadly read and despite its weaknesses. True motivation comes from within a person and not from KITA factors (Kicks in the Pants).Maslow suggested that there exists a hierarchy of human needs,
commencing with physiological needs then safety, social, esteem and at last self actualization need.
He says that these needs must be satisfied in the order listed. Maslow's theory says, there are some important implications for management. There are opportunities to motivate 4- Frederick Herzberg 1959employees and provide them job satisfaction through management style, job design, company events, and compensation packages. Physiological needs provide lunch breaks, rest breaks, and wages that are sufficient to purchase the essentials of life. Safety needs provide a safe working environment, retirement benefits, and job security. Social needs create a sense of community via team-based projects and social events. Esteem needs recognize achievements to make employees feel appreciated and valued. Offer job titles that convey the importance of the position. Self-Actualization provides employees a challenge and the opportunity to reach their full career potential.
HISTORY
One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction.
Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylors work.
Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction
theories.
CHAPTER 2 RM
Meaning of Research
Research is defined as a scientific & systematic search for pertinent information on a specific topic. Research is an art of scientific investigation. Research is a systemized effort to gain new knowledge. It is a careful inquiry especially through search for new facts in any branch of knowledge. The search for knowledge through objective and systematic method of finding solution to a problem is a research.
Research Methodology
Research is a systematic method of finding solutions to problems. It is essentially an investigation, a recording and an analysis of evidence for the purpose of gaining knowledge. According to Clifford woody, research comprises of defining and redefining problem, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, reaching conclusions, testing conclusions to determine whether they fit the formulated hypothesis
Research Design
A research is the arrangement of the conditions for the collections and analysis of the data in a manner that aims to combine relevance to the research purpose with economy in procedure. In fact, the research is design is the conceptual structure within which research is conducted; it constitutes the blue print of the collection, measurement and analysis of the data. As search the design includes an outline of what the researcher will do from writing the hypothesis and its operational implication to the final analysis of data. The design is such studies must be rigid and not flexible and most focus attention on the following :
The present study is exploratory in nature, as it seeks to discover ideas and insight to bring out new relationship. Research design is flexible enough to provide opportunity for considering different aspects of problem under study. It helps in bringing into focus some inherent weakness in enterprise regarding which in depth study can be conducted by management.
Area Of Study
The study was conducted in Gorakhpur to find the job satisfaction level of employees.
Sample Size
Sources Of Data
Data was collected from both primary and secondary source.
Primary data:
The primary data was conducted through structured questionnaire and some personal interview.
Secondary data:
Secondary data was collected from books, magazines, internet, newspapers.
Scope Of Study
The scope of the study is very vital. Not only the Human Resource department can use the facts and figures of the study but also the personnel, finance and sales department can take benefits from the findings of the study.
Limitation Of Study
Data collected was based on questionnaire and interview method only. Total number of employees in bank is more but sample size is limited to 25 only. The research was conducted in limited duration only. Survey can vary from city to city. Some respondents hesitated to give actual situation , they feared that management would take action against them. The findings and conclusions can result in bias.
CHAPTER 3
65%
35%
20%
8%
40%
8%
Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
The analysis revealed that 40% of CLERKS are working in bank. Accountant are 24%, cashier are 20% , and customer care executive and manager are 8%.
3. Are
SATISFACTION
YES 75%
NO
25%
PERCENTAGE
Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
Most of the employees are satisfied with avalibilties of basic amenities in their bank but still some parties of basic amenties is
very impotant bank should take proper care to improve there facilities,
NATURE OF JOB
SATISFIED 40%
PERCENTAGE
5. Are you satisfied with the gap time during your working hour ?
SATISFACTIN PERCENTAGE YES 20% NO 80-%
YES NO
Analysis: Most of the employees are unsatisfied with gaps they get during working hours.Bank should give proper gap period to employees.
6.
Higher position
PERCENTAGE
Analysis: Around of the employees think that they deserve to get a higher position in bank while of the employees where enable to say
whether they deserve or not.It means they are not able to evaluvate themselves.
AGREE 48%
DISAGREE 20%
Analysis Around 50% of the employees are satisfied with the performance appraisal technique while other 20% were unsatisfied with performance appraisal technique, 32% of the employees were unable to speak anything about the performance appraisal technique
8. Are you satisfied with the provision of advance salary system of your bank ?
SATISFACTION PERCENTAGE
YES 75%
NO 25%
Analysis: Most of the employees are satisfied with the provision of advance salary syetem in their bank.
NO 30%
Colum n1
YES NO
Source: Questionnaire to the Employees. Analysis: Most of the employees agreed that training and development programs are conducted from time to time whie 30% employees disagreed that training and development programs are not conducted so bank should organize such programs to motivate the employees which in result increase their efficiency
GOOD 28%
AVERAGE 40%
Source: Questionnaire to the Employees. Analysis: The above Table shows the following.
20% have excellent relationship with management and they are very much satisfied from job. 40% of them have good relationship. 28% have average relationship with management. 12% were silent about their relationship with management.
EXCELENT
GOOD
AVERAGE
32%
48%
20%
Source: Questionnaire to the Employees. Analysis: Most of the employees have good relationship their co-employees. None of the employees have bad relationship with their coemployess. Its means that there is healthy competition among the employees of the bank.
YES 34%
NO 66%
Source: Questionnaire to the Employees. Analysis: Most of the employees do not find their job boring and repatative but still 1/3 of the employees think that their job is boring and
repetitive. To encourage there employees bank should do something so that they are satisfied with their job and dose not find boring and repetative
YES
NO 12%
Source: Questionnaire to the Employees. Analysis: Large portion of employees are thinking about another job as they think that working in private bank there is no job security and a
lot of pressure to meet the targets,
14. Are you satisfied with the feedback system of your bank ?
SATISFACTION PERCENTAGE
YES
75%
NO
25%
Analysis: Most of the employees satisfied with the feedback system of the bank they think that feedback system is good and speedy which
help them work efficiently
YES 40%
NO 60%
Source: Questionnaire to the Employees. Analysis: Around 60% of the employees disagreed that they are paid performance linked salary bank should linked performance with the
salary so that the employees are motivated to perform better
YES 68%
NO 32%
Source: Questionnaire to the Employees. Analysis: Around 70 % of the employees agreed that bank provide flexible working hour to them.
17.
Do you feels agree with the fact that employees are recognized as individuals ?
AGREE
DISAGREE
CAN`T SAY
48%
40%
12%
Source: Questionnaire to the Employees Analysis: Around 50% of the employees agreed with the fact that they are recognized as individual.40% of employees disagreed that they
are recognized as individual bank should take necessary action to motivate these employees.
18. Are you satisfied with post retirement benefit provided by your bank ?
SATISFY
DISSATISFY
CAN`T SAY
12%
72%
16%
Analysis: Most of the employees are dissatisfied with post retirement benefits provided by the bank. To motivate and retentaion them bank
should provided such benefits to the employees.
GROWTH POSSIBILITIES
PERCENTAGE
SATISFY
DISSATISFY
CAN`T SAY
65%
25%
10%
Analysis: 65% of the employees are satisfied with the growth possibility in their bank.While 25% are dissatisfied and 10% did not hold any
think about this.
PERCENTAGES 60%
20%
12%
8%
Source: Questionnaire to the Employees. Analysis: 60% of the employees think that there job in challenging one and they are happy to meet chalanges every day.20% of the employees belived that there job is responsible one.Only 8 % of the employees belived that as job security is essential & entered with the satisfaction bak should take necessary steps to motivate the employees.
CHAPTER 4
FINDINGS
The findings of the study are follows: The Banks in gorakhpur has a well defined organization structure. There is a harmonious relationship is exist in the organization between employees and management.. The employees are satisfied with the present incentive plan of the company.
The study reveals that there is a good relationship exists among employees.
All employees agreed that there job security to their present job. Majority of the employees are satisfied with their salaries.
From the study it is clear that most of employees agrees to the fact that performance appraisal activities and support from the co-workers in helpful to get motivated. The incentives and other benefits will influence the performance of the employees. Most of the employees agree with the method of promotions adopted by the bank.
However some employees doesnt have very good relationship with the management..
There is lack of training and development programs conducted by the bank which has
Some employees in the bank were not recognized as individuals. But on the whole as the employees are govt. servant so they were mostly satisfied with the jobs as their job provides them security.
SUGGESTIONS
1. Highly educated and experience people should be recruited. 2. Salary is the most important factor considered in job satisfaction. So employees should be given good salary. 3. Employees performance should be appraised from time to time so that organization can come to know about the efficiency of the organization. 4. According to their performance, they should be given incentives. 5. Work should be assigned according to the qualification of the employees. 6. Organization should try to adopt certain measures to enhance team spirit and coordination among the employees. 7. Management of the bank should be friendly with the employees.
8. Training and development program should be conducted from time to time so that
CONCLUSIONS:
It was good learning session for me during my tenure with Banks.. there were well organized banks. While doing the project, I learnt a lot about various banking operation. this study was
conducted on job satisfaction among bank employees. Job satisfaction is a very big concept as it includes various factors associated with job satisfaction of employees. Satisfaction varies from employee to employee. Employees are given equal salaries then also some employees are satisfied with it and some are not. So at end I would like to say , that organization should try to take every possible step to enhance job satisfaction among employees because if employees are satisfied then customers associated with it will also be satisfied.
CHAPTER-5
E. Manager.
3. How much you are satisfied towards availabilities of basic amenities In your bank ?
A. Satisfy B. Dissatisfy
5. Are you satisfied with the gap time during your working hour ?
A. Satisfy B. Dissatisfy
6.Do you think you deserve to get a higher position in your bank?
A. Yes B. Can`t say
8. Are you satisfied with the provision of advance salary system of your bank ?
A. Yes B. No.
9.Are you satisfied with the promotional method adopted by the bank?
A. Agree B. Disagree C. Cant say.
12.What was the relationship of the employees with their co- employees?
A. Excellent B. Good C. Average.
15. Are you satisfied with the feedback system of your bank ?
A. Yes B. No.
18.Do you feels agree with the fact that employees are recognized as individuals ?
A. Agree B. Disagree C. Cant say
19.Are you satisfied with post retirement benefit provided by your bank ?
A. Satisfy B. Dissatisfy C. Can`t say
BIBLIOGRAPHY
1. Human resource management Rosy josy 2. Organizational behavior Stephen P Robbins 3. Human resource management L.M Prasad
WEBSITES
www.google.com www. en.wikipedia.org/wiki/Job_satisfaction