STUDY ON

EMPLOYEE JOB SATISFACTION

AT

Dr.REDDYS LABORATORIES Ltd

HYDERABAD
A project report Submitted in Partial Fulfillment of
The Required for the Award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted by
S.SUDHA PURNA
(H.T.No.20854100046)
HRM &MARKETING

Under the Esteemed Guidance of

Mrs G.SUBHA., M.B.A.,
Faculty in Management Studies.

DEPARTMENT OF MASTER OF BUSINESS ADMINISTRATION

ADITYA INSTITUTE OF P.G STUDIES
(Approved by AICTE, Affiliated to AU, & Accredited by NBA)
Aditya Nagar, ADB Road, SURAMPALEM-533437
2008-10

CONTENTS
CHAPTER I

Page no

INTRODUCTION
I.1

Objective of the study

I.2

Need for the study

I.3

Scope of the Study

I.4

Methodology

I.5

Limitations

CHAPTER II

1-10

11-16

INDUSTRY PROFILE

CHAPTER III

17-30

COMPANY PROFILE

CHAPTER IV

31-69

THEORETICAL FRAME WORK

CHAPTER V

70-84

DATA ANALYSIS AND INTERPRETATION

CHAPTER VI

85-87

6.1

FINDINGS

6.2

SUGGESTIONS

6.3

CONCLUSION

CHAPTER VII
7.1

BIBLIOGRAPHY

7.2

QUESTIONNAIRE

CHAPTER I
INTRODUCTION

INTRODUCTION
The term Job Satisfaction was brought to limelight by Hoppock (1935).
Job Satisfaction is a combination of psychological, physiological and environmental
circumstances that cause a person to say, I am satisfied with my job.

The five major components of Job Satisfaction are :

Attitude toward work group.

General working conditions.

Attitude toward company.

Monetary benefits.

Attitude toward supervision.

Employee job satisfaction:

The father of scientific management, F.W. Taylor (1911) approach to job
satisfaction was based on most pragmatic and essential pessimistic philosophy that man is
motivated by money alone. Over the years we have moved away from Taylor society
solely monetary approach to a more humanistic orientation.

Definition of Employee Job Satisfaction:

The term Employee Job Satisfaction was brought to limelight by Hop Pock
(1935). He reviewed 32 studies on Employee Job Satisfaction conducted prior to 1933 and
observed that Employee Job Satisfaction is combination of psychological & environmental
circumstances that cause a person to say I am satisfied with my job.

Perhaps one way to define Employee Job Satisfaction may be say that it is end
state or feeling emphasis the fact that the after a task is accomplished or activity is taken
place whether it is highly individualistic effort or writing a book or collecting endeavor of
construction of dam.

Benefits Of Job Satisfaction:

1.

One of the benefits of Employee Job Satisfaction survey is that they give

management an indication of general levels of satisfaction in a company. Surveys also

indicate specific areas of satisfaction or dissatisfaction (as with employee services) and
particular groups of employees. In other words, a survey tells you how employees feel
about their jobs, what parts of their jobs these feelings are focused on with department
are particularly affected and whose feelings are involved (for example: supervision,
employees or staff specialists).The survey is powerful diagnostic instrument for
assessing employee problems.

2.

Improved communication is another benefit of the surveys. Communications

flows in all directions as people plan the survey, talk, and discuss its results.
Particularly beneficial to the company is the upward communication, when employees
are encouraged to comment about what they really have in their minds.

3.

An unexpected benefit from a Employee Job Satisfaction survey is improved

attitudes. For some employees the survey is safety value, an emotional release, a
chance to get things off their chest. For others the survey is tangible expression of the

4.

managements interest in employee welfare, which gives employees a reason

to feel better towards the management.

5.

Employee Job Satisfaction survey can help, discover the causes of indirect

productivity problems. Such as absenteeism, turnover and poor quality or work. If the
organization is disturbed by high rate of absenteeism or turnover

it might

appropriately turn to employee job satisfaction survey to diagnose the cause. The
causes could be low pay, lack of promotional opportunities, unchallenging jobs, unjust
treatment. Without proper survey there could be random guessing on the part of
management Employee Job Satisfaction survey helps management both to get a better
handle on why employees are lagging and to plan better solutions to the problems.

6.

Another benefit of satisfaction survey is that help management assess training

needs. Usually employees are given an opportunity to report how they feel their
superior performs certain parts of the jobs. Such as delegating work and giving
adequate job instructions. Since employees experience these Supervisory acts their
perceptions may provide useful data about the training of their supervisors.

7.

One of the best uses of Employee Job Satisfaction survey is in the evaluation

of the impact of the organizational changes on employees attitudes. For example the

management wants to know whether the job redesign program recently implemented in
the organization has resulted in increased satisfaction to the employees. By comparing
3
8.

Pre-change data and post-change data, it is easy to determine what impact the

redesigned work has on employee attitudes.

9.

But the benefit discussed above would be realized subject to certain

prerequisites. Following are the conditions:

Top management actively supports the survey

Employees are fully involved in planning the survey.

A clear objective exists for conducting the survey.

The study is designed and administrated consistent with standards of sound

research.

Management is capable and willing to take follow up action.

Both the results and action plans are communicated to employees

Ways Of Measuring Employee Job Satisfaction:

There are a number of ways of measuring Employee Job Satisfaction. This is not
surprising since hundreds of studies have been conducted over the past three and half
decades employing varied techniques. The most common ways of measurement include
rating scales, critical incidents, interviews and action tendencies.

Measurement of Employee Job Satisfaction has come to acquire the same fate as
the measurement of intelligence. We can measure Employee Job Satisfaction by
questionnaire. Perhaps the earliest of all the known scales of measuring Employee Job
Satisfaction is that by Hop pock (1935)
4

Other Effects of Employee Job Satisfaction:

In addition to the above it has been claimed that satisfied employees tend to have better
mental and physical health and learn new employee related tasks more quickly.

We quote a few definitions of Employee Job Satisfaction

1. Employee Job Satisfaction is defined as a pleasurable or positive emotional state resulting

from the appraisal of ones job or job experience.

2. Employee Job Satisfaction is a set of favorable or unfavorable feelings with which

employees view their work.

3. Employee Job Satisfaction will be defined as the amount of overall positive affect
(feelings) that individuals have towards their jobs.

OBJECTIVES OF STUDY

1.

To study about the attitude of the employees towards workgroup.

2.

To study about the general working conditions.

3.

To study about the attitudes of the employees towards company.

4.

To study about the monetary benefits relationships with employee job satisfaction.

5.

To study about the perception of employee towards supervision.

6.

To know the welfare measures and living environment provided for the employees.

NEED FOR STUDY

Human resource is very important and crucial in any organization because it is
living force, so organization and individual should develop and have progress for their
survival and attainment of mutual goals. So modern management ha t develop the
organization through human resource development. Human resource and considered to be
the most valuable assert in any organization. It is the sum of inheriting abilities, acquired
knowledge and the skills. Represented by the talents and aptitude of the employed persons.
It may be noted here that human resources should be utilized to be the maximum possible
extent in order to achievable individual and the organization goals. The employee
performance is to a large extent influenced by motivation and job satisfaction.
Many studies have been carried out encompassing the various issues and
diagnosis of human resources and management. however most f the studies have been
carried out with a focus on human resource policies and practices such as selection and
recruitment, compensation package and welfare measures etc. they are very few studied
with regard to job satisfaction even though it is an important concept of human resources
management, as again there are backdrops the present study ids considered imperative to
carry out the study on Job Satisfaction in any profitable organization.

SCOPE OF THE STUDY

In every organization productivity and the companies profitability depends
upon the employees job satisfaction levels. The organization work does not depend only
upon the machinery productivity but the interest levels that the employees show towards
their work. For any organization as the human resource is the most important one. So the
scope lies in enhancing and providing the employee motivational activities and other
facilities by the employer by which employee job satisfaction is obtained.

METHODOLOGY
STATEMENT OF THE STUDY:
The present study is an attempt to industrial and analyzes the job satisfaction
survey in this organization (Dr.Reddys Laboratories)

SAMPLING:
The respondents were selected on the basis of sample random sampling covering all
the departments. The size of the sample consists of 50 respondents from various
departments. Atleast 4 years of experience employees were selected and given
questionnaires. Towards the accomplishment of said objectives, information would be
obtained from primary and secondary data sources.

1.

Primary data:
It is the original data, primary data is gathered through a series of detailed

discussion with the managers, work men and executives of the company. Continuous
interaction with employees during the survey helped me at certain conclusion about the
study.
The primary data was collected in a planned manner with the help of a
questionnaire administered among the employees.

2. Secondary data:
The secondary data was collected from company books, websites, various books
and records from the human resources management department of the unit.
9

LIMITATIONS

Since it is limited to small sample i.e. 50 respondents from a large number of

populations in a factory with in a time frame of few days.

The employees may not reveal all the information due to some problems.

The study is based on primary and secondary data.

Time period is a limited factor to my study.

10

CHAPTER

II

INDUSTRY PROFILE

INDUSTRY PROFILE
The Indian Pharmaceutical industry is a success story providing employment
for millions and ensuring that essential drugs at affordable prices are available to the vast
population of this sub- continent.
The Indian Pharmaceutical Industry today is in the front rank of Indias
science-based industries with wide ranging capabilities in the complex field of drug
manufacture and technology. A highly organized sector, the Indian Pharma Industry is
estimated to be worth $ 4.5 billion, growing at about 8 to 9 percent annually. It ranks very
high in the third world, in terms of technology, quality and range of medicines
manufactured. From simple headache pills to sophisticated antibiotics and complex cardiac
compounds, almost every type of medicine is now made is now in dangerously.
Playing a key role in promoting and sustaining development in the vital field of
medicines, Indian Pharma Industry boasts of quality producers and many units approved by
regulatory authorities in USA and UK. International companies associated with this sector
have stimulated, assisted and spearheaded this dynamic development in the past 53 years
and helped to put India on the pharmaceutical map of the world.
The Indian Pharmaceutical sector is highly fragmented with more than 20,000
registered units. It has expanded drastically in the last two decades. The leading 250
pharmaceutical companies control 70% of the market with market leader holding nearly
7% of the market share. It is an extremely fragmented market with serve price computation
and price control.

11
The pharmaceutical industry in India meets around 70% of the countrys
demand for bulk drugs, drug intermediates, pharmaceutical formulations, chemicals,
tablets, capsules, orals and injectibles. There are about 250 large units and about 8000
small scale units, which form the core of the pharmaceutical industry in India (including 5
central public sector units). These units produce the complete range of pharmaceutical
formulations, i.e., medicines ready for consumption by patients and about 350 bulk drugs,
i.e., chemicals having therapeutic value and used for production of pharmaceutical
formulations.

Following the de-licensing of the pharmaceutical industry, industrial licensing

for most of the drugs and pharmaceutical products has been done away with.
Manufacturers are free to produce any drug duly approved by the Drug Control Authority.
Technologically strong and totally self-reliant, the pharmaceutical industry in India has low
costs of production, low R&D costs, innovative scientific manpower, strength of national
laboratories and an increasing balance of trade. The pharmaceutical industry, with its rich
scientific talents and research capabilities, supported by Intellectual Property Protection
regime is well set to take on the international market.

ADVANTAGE IN INDIA:

Competent workforce:

India has a pool of personnel with high managerial and technical competence
as also slowed workforce. It has an educated work force and English is commonly used.
Professional services are easily available.
12

Cost-effective chemical synthesis:

Its track record of development, particularly in the area of improved costbeneficial chemical synthesis for various drug molecules in excellent. It provides a wide
variety of bulk drugs and export sophisticated bulk drugs.

Legal & financial framework:

India has a 53 year old democracy and hence has a solid legal framework and
strong financial markets. There is already an established international industry and
business community.

Information & technology:

It has a good network of world-class educational institutions and established
strengths in information technology.

Globalization:
The country is committed to a free market economy and globalization. Above
all, it has a 70 million middle class market which is continuously growing.

Consolidation:
For the first time in many years, the international pharmaceutical industry is
finding great opportunities in India. The process of consolidation, which has become a
generalized phenomenon in the world pharmaceutical industry, has started taking place in
India.

13

THE GROWTH SCENARIO

Indias US$3.1 billion pharmaceutical industry is growing at the rate of 14
percent per year. It is one of the largest and most advanced among the developing
countries. Over 20,000 registered pharmaceutical manufacturers exist in the country. The
domestic pharmaceuticals industry output is expected to exceed Rs 260billion in the
financial year 2002, which accounts for merely 1.3% of the global pharmaceutical sector.
Of this, bulk drugs will account for Rs 54 ban (21%) and formulations, the remaining Rs
210 ban (79%). In financial year 2001, imports were Rs 20 ban while exports.

STEPS TO STRENGTHEN THE INDUSTRY

Indian companies need to attain the right product-mix for sustained future
growth. Core competencies will play an important role in determining the future of many
Indian Pharmaceutical Companies in the post product-patent regime after 2005. Indian
companies, in an effort to consolidate their position, will have to increasingly look at
merger and acquisition options of either companies or products. This would help them to
offset of new product opinions, improve their R&D efforts and improve distribution to
penetrate markets. R&D has always taking the back seat amongst Indian pharmaceutical
companies. In order to stay competitive in the future, Indian companies will have to
refocus and invest heavily in R&D. the Indian pharmaceutical industry also needs to take
advantage of the recent advances in Biotechnology and information technology. The future

of the industry will be determined by how well it market its products to several regions and
distributes risks, its forward and backward integration capabilities, its R&D, its
consolidation through mergers and acquisitions, co-marketing and licensing agreements.
14

RESEARCH & DEVELOPMENT

Research and development is a key to the future of Indian pharmaceutical
industry. The pharmaceutical advances for considerable improvement in life expectancy
and health allover the world are the result of a steady increasing investment in research.
There is considerable scope for collaborative R&D in India. India can offer several
strengths to the international R&D community. These strengths relate to availability of
excellent scientific talents who can develop combinatorial chemistry, new synthetic
molecules and plant derived candidate drugs.
R&D in the pharmaceutical industry in India is critical to find answers for
same of the diseases peculiar to a tropical country like India & also for finding solutions
for unmet medical needs. Industrial R&D groups can Cary out limited primary screening to
identify lead molecules or even candidate drugs for further in VIVO screening, pri-clinical
pharmacology, toxicology, animal and human. Pharma cokinetics and metabolic studies
before taking them up for human trails. In such collaborations, harmonized standards of
screening can be assured following established good laboratory practices. The R&D
expenditure by the Indian pharmaceutical industry is around 1.9% of the industrys
turnover. This obviously, is very low when compared to the investment on R&D by foreign
research based pharma companies. They spend 10-16% of the turnover on R&D. however
now that India s entering in to the patent protection area. Many companies are spending
relatively more on R&D. when it comes to clinical evaluation at the time of multi-center

trials, India would provide a strong base considering the real availability of clinical
materials in diverse therapentic areas. Such active collaboraton will be mutually beneficial
to both partners.
15
According to a survey by the pharmaceutical outsourcing management
association and bio/pharmaceutical outsourcing report, pharmaceutical companies are
utilizing substantially he service of contract research organizations.
Indian pharmaceutical industry, with its rich scientific talents, provides costeffective clinical trial research. It has an excellent record of development of improved,
cost-beneficial chemical synthesis for various drug molecules. Some MNCs are already
soucing these services from their Indian affiliates. The pharmaceutical and biotechnology
industry is eligible for weight deduction for R&D expense upto 150%. These R&D
companies will also enjoy tax holiday for 10 years.

HIGHLIGHTS:
Indian companies have recognized pharma in search of lower costs and higher
profits, and are exploiting the low cost base and pool of highly skilled labour in their
market to develop a thriving outsourcing industry, positioning India as a key provider of
contract research and manufacturing services.

16

CHAPTER III

COMPANY PROFILE

COMPANY PROFILE

DRL was founded by Dr.Anji Reddy in 1984 in the South India city of Hyderabad.
Reddy who hailed from an agricultural family, had a keen interest in chemical engineering
and obtained a doctorate in that discipline in 1969. He worked for a short while as a
scientist with the state-owned pharmaceutical company, Indian drugs and pharmaceuticals
limited (IDPL), in its research and development division. Reddy was known for his
entrepreneurship even before he established DRL.In fact, he was involved in founding and
managing two companies, Uniloids Limited and Standard Organics Limited, during period
1976 to 1984.
Prior to establishing DRL.In 1986. DRL became a public limited company and
started exporting pharmaceuticals drugs in the same year. The formulations operations
started in 1987 and the company obtained its first US Food and Drug Administration
(USFDA) approval for the drug Ibuprofen in 1988,it acquired a bulk drug manufacturing
company,Benzex Laboratories Pvt.Ltd to boost the bulk drugs business. During the 1980s
India was dependent on imports for its requirements of bulk drugs. However, the role
played by DRL and other major Indian pharmaceutical companies helped change that. By

1990s India had become self-reliant in bulk drugs and the bulk drug industry had become
an export oriented sector.
The earlier 1990s saw a DRL embark on an aggressive international expansion with
its products making their way to several international markets such as Russia, Europe and
the Far East. In 1993, Dr.Reddys Research Foundation (DRF) was established to realize
the vision of the company to discover new drugs and not just rely on reverse engineering
17
the drugs discovered by other companies. The establishment of DRF made DRL one of the
few pharmaceutical companies in India to have an active drug discovery program. In 1997,
DRF achieved a major milestone when it out-licensed an anti-diabetes molecule that it had
developed to Novo Nordisk AS. This was the first instance of out-licensing by an Indian
pharmaceutical company. And it was considered as a landmark in the Indian
pharmaceutical industry as it was believed to have started the evolution of Indian
pharmaceutical companies from being mere imitators of drugs discovered by other
companies into drug discoverers. This accomplishment also enabled DRL to realize its
objective of becoming a vertically integrated global pharmaceutical company.

The company continued to grow with several acquisitions, the most important
being the acquisition of Cheminor Drugs Limited in 2000 that helped the company to
become the third largest

pharmaceutical company in India. In 2000, Reddy US

Therapeutics was established in the US to conduct target-based drug discovery. In 2001,

DRL became the first Indian pharmaceutical company as well as the first Asian
pharmaceutical company outside Japan to be listed on the New York Stock Exchange

(NYSE). It also launched its first generic product, Ranitidine in the US market in the same
year.
DRLs first overseas acquisition was that of BMS Laboratories Limited of the
UK, in 2002 in the same year, DRL also acquired Meridian Healthcare of the UK. By
2005, it had consolidated its position further with two more acquisitions DRL also entered
agreements with several companies to market or license its products and the molecules
developed by it. In 2005 it announced the formation of the Indian integrated drug
18
development company Perlecan Pharma. With more consolidation expected in the research
based pharmaceutical sector, it was expected that DRL, with its active drug discovery
programs, might concentrate more on research and licensing of molecules, and forming
alliances with other companies.

As of 2006, DRL operated in five segments:

Formulations

Active pharmaceutical ingredients(API) and intermediateries

Generics

Critical care and biotechnology

Drug discovery.
The company has over 950 scientists working around the world on its drug

discovery programs.
DRL has active social initiative programs through various entities such as
NAANDI foundation. Dr. Reddys Foundation and the Center for Social Initiative &

Management. The company also has well-established CSR initiatives and published annual
sustainability reports. For the financial year 2005-06 ended March 31, 2006, DRL reported
revenues of 452.2million (euro) and net income (after tax) of 30.0million (euro). As of
2006, the company had total employee strength of 7,525.
In 2007 Dr Reddy's Laboratories Ltd rolled out Redituxa, its brand of rituximab, a
monoclonal antibody (MAb) used in the treatment of Non-Hodgkin's Lymphoma
19
(NHL).Dr Reddys Laboratories Ltd has appointed Ms. Kalpana Morparia as an Additional
Director on the Board of the Company by way of a circular resolution dated June 05, 2007.
In 2008 Dr Reddys Laboratories Ltd has acquired Jet Generici Sri, a
Company engaged in the sale of generic finished dosages in Italy. Dr Reddy's Laboratories
Ltd has signed a definitive agreement to acquire BASF's pharmaceutical contract
manufacturing business and related facility in Shreveport, Louisiana, USA. Hyderabad: Dr
Reddy's Laboratories Ltd unveiled Omez Insta for patients suffering from severe gastritis
and those on Ryle's tube feeding in India.
Dr Reddys is a global, vertically integrated pharmaceutical company with a
presence across the value chain, producing and delivering safe, innovative, and high
quality finished dosage forms, active pharmaceutical ingredients and biological products.
Our products are marketed across the globe, with an emphasis on North America,
Europe, India, Russia and other emerging indications markets. We conduct NCE drug
discovery research in the areas of metabolic disorders and cardiovascular at our research
facilities in Atlanta (USA) and Hyderabad (India). Through our Custom Pharmaceutical

Services business unit, we provide drug substance and drug product development and
manufacturing services on a proprietary basis

Pharmaceutical Services & Active Ingredients (PSAI):The Pharma Services &

Active Ingredients business of Dr. Reddys serves Generics and Innovator companies
through the Active Pharmaceutical Ingredients (API) and Custom Pharmaceutical
Services (CPS) businesses respectively.
20
Dr. Reddys began API operations in 1984 and started with a single drug in a 60tonne facility near Hyderabad, India. In 1986, the first consignment of that drug,
Methyldopa, was shipped to West Germany. Strong Chemistry skills and our emphasis on
high quality led to USFDA inspections of our manufacturing facilities. Since then, Dr.
Reddys has come a long way and today has a wide portfolio of APIs.
Our core strength in APIs has continued to increase significantly over the years. We
have the largest number of US DMF submissions from India and are among the top three
API players globally. Our Global API business offers over 100 molecules to customers
across the world.
Our CPS business, formed in 2001, serves more than five big pharmaceutical
companies and over 25 emerging pharma companies today. The CPS business got a boost
in 2005 with the acquisition of Roches API manufacturing unit in Mexico. This facility
added a niche capability of steroid API manufacture to our capability portfolio. In 2008,
with the acquisition of the Small Molecule business of Dow Pharma at its Mir field and

Cambridge sites, UK, CPS business got stronger in its service offerings. Today, we are
the largest CPS player from India. Our CPS business provides a unique opportunity for
Innovator companies worldwide to make use of our technical expertise, world-class
infrastructure, and flexibility to bring their medicines to the market quickly and
economically.
Dr. Reddys has emerged as a trusted supplier of value-added advanced
intermediates and APIs to generic as well as innovator companies. A spate of new
launches, development of a varied pipeline, addition of new capacities and product lines
(Oncology, Hormones), and the expansion of our marketing and regulatory teams have set
the tone for robust growth. As one of the few integrated pharma companies to provide
Custom Pharmaceutical Services, we are also emerging as a 'partner of choice' for
innovator companies globally.

Global Generics
Dr. Reddys works towards providing patients access to high quality generic
medicines at affordable prices, and secondly, helps develop new treatments that satisfy
unmet medical needs and are improvements over currently existing therapies.
Increased awareness, acceptance of generics and favorable legislation, have
together with the large volume of branded products losing patent protection over the
coming years, led to continued expansion of the generic pharmaceuticals market.
Dr Reddys capitalized this opportunity by leveraging its product development
capabilities, state of the art manufacturing capacities and access to its own APIs, which
offers significant supply chain efficiencies.

Hence by providing cost-effective alternatives to highly-priced innovator brands

through our branded and unbranded Generics, we at Dr. Reddys strive to make medicines
more accessible and affordable to people all over the world.
The top four key markets for our generics business include India, Russia, US and
Germany. Apart from these four markets, Dr Reddys has its business presence in over 45
countries through Joint Ventures, representative offices and third party arrangements.
22

In India we are amongst the top ten players.

In Germany we are amongst the top five. Germany is the largest generics
market amongst the developed nations.

In Russia we are the largest Indian Company and the sixth largest generic
player.

Russia is the fastest growing market amongst the emerging countries. In

US we are in the top five in terms of the ANDA filings with 69 ANDA pending
approval of which 32 are Para IV

Proprietary Products
Proprietary Products includes Differentiated Formulations, and Generic
Biopharmaceuticals.The over a hundred-strong Biologics team is currently dedicated to
the development of Biosimilars, while its long term vision is to also develop NBEs (New
Biological Entities) in niche therapeutic areas. Having successfully launched Grafeel
(Filgrastim) and Reditux (Rituximab) the Worlds first biosimilar Mab (Monoclonal
Antibody) our Biologics division has a strong pipeline of biosimilars that consists of 9

additional products in various stages of development. The team, with our dedicated stateof-the-art biologics facility in India, is well equipped to handle the end-to-end
development of these new products.
Our Specialty pharmaceuticals business is focused on the US markets. Dr. Reddys is
currently developing topical products for various indications that will be detailed directly
to dermatologists and other physician audiences.

23

Management council:
The Management Team
The Management Council is the top tier of our company's management
structure. The management of Dr. Reddy's has developed and implemented policies,
procedures and practices that attempt to translate the company's vision, mission and
purpose into reality. The management also identifies, measures, monitors and controls
the risks factors in the business and ensures safe, sound and efficient operation. The

Management Council meets every quarter under the chairmanship of CEO.

Dr.AnjiReddy
Chairman
Dr. Anji Reddy is the founder-Chairman of Dr. Reddy's Laboratories, and is greatly
respected by the Indian Pharmaceutical industry for his work in developing affordable
medicines and for sparking drug discovery efforts in the private sector. A philanthropist,
Dr. Anji Reddy has founded two not-for-profit organizations that are focused on
alleviating urban poverty and providing primary education to underprivileged children.
24

GVPrasad
Vice-Chairman and Chief Executive Officer
GV Prasad drives the overall strategy for the organization, with particular
emphasis on innovation and growth. He spearheaded the company's foray into the global
generics markets and is now focused on the Innovative Products business, which includes
Discovery Research, Biologics and Specialty Pharmaceuticals

SatishReddy
Managing Director and Chief Operating Officer
Satish Reddy drives operational excellence across the organization. He has
built the finished dosage business in the emerging markets, including India, and is now
focused on strengthening the global generic finished dosage business and giving more
attention to the Pharmaceutical Services and Active Ingredients.

26
MANAGEMENT COUNCIL

AbhijitMukherjee

AmitPatel

CartikeyaReddy

President,

Senior Vice President &

Senior

Pharma

Services

&

Active Head

Ingredients

North

Vice-

America President

Generics

&

Head,
Biologics

Vilas

Dholye Jeffrey

Wasserstein KB Sankara Rao

Executive Vice President & Executive Vice President,

Executive

Head

President,

Formulations North America Specialty

Manufacturing

Vice

Integrated
Product
Development

Prabir
Senior

Jha Saumen
Vice

President

& Global Chief of HR

President
&

Chakraborty VS
-

Global

Operations

Vasudevan

Corporate President

and

Generics Head of Europe

Operations

INDEPENDENT & NON WHOLE TIME DIRECTORS

Raghav
Senior

Chary Umang
Vice

President

Senior

- Proprietary Products

Vohra
Vice

President

& Chief Financial Officer

Board Of Directors
WHOLE TIME DIRECTORS

Dr.
Chairman

Anji

Reddy G
Vice

V
Chairman

Prasad Satish
&

Chief Executive Officer

Managing

Reddy
Director

Chief
Operating Officer

&

INDEPENDENT & NON WHOLE TIME DIRECTORS

Board Of Directors
WHOLE TIME DIRECTORS

Dr.

Anji

Reddy G

Chairman

Vice

Chairman

Prasad Satish
&

Chief Executive Officer

Managing

Reddy
Director

Chief
Operating Officer

Dr. Omkar Goswami

Ravi Bhoothalingam

Anupam Puri

Ms. Kalpana Morparia

JP Moreau

Bruce Carter

&

29

BRAND Philosophy

Our identity is a sunny abstract that can be interpreted as a person with outstretched
arms. It expresses joy, warmth, vitality, and the boundless possibilities in the search for a
healthier life. The form sums up our essential driving force in three words: LIFE.
RESEARCH. HOPE.

LIFE
We are all bound by a common thread that gives a purpose to every heartbeat, every
breath, every thought. It is what we call life. A gift so unique and precious that it needs to
be constantly enriched and nurtured.
RESEARCH
For us, the spirit of human endeavor is best exemplified by the quality of our research.
Meaningful research that leads to innovative products. Discoveries that make a
significant impact on the life of everyone that needs them. All tempered by the finest
scientific minds across the world.
HOPE
It is hope that dwells eternally in the human heart. Hope that inspires us, as humans, to
strive, achieve and excel. When hope springs from the promise of a healthy life, that joy
of living is more than complete.

30

CHAPTER IV
Theoretical frame work

THEORETICAL FRAMEWORK
CONCEPTUAL STUDY OF EMPLOYEE JOB SATISFACTION

Job satisfaction is an integral component of organizational climate and a

important element in management employee relationship. Every individual enters an
organization with an idea to satisfy his needs and every organization takes an individual
with an idea of using his services in serving his goal. The individual expects something
from the organization to organization expects something from individual. There should not
be any gap then it results dissatisfaction on both sides.
Job satisfaction describes how content an individual is with his/her job. It is
relatively recent term since in previous centuries jobs available to a particular person were
often pre determine by the occupation of that persons parent.
There are a variety of factors that can influence a persons level of Job
satisfaction. Some of these factors include the level of pay and the benefits, the perceived
fairness of the promotion system with in the company, the quality of working condition,
leader ship and social relationship, and the job itself (in the Varity of tasks involved, the
interest and challenge the job generates, and the clarity of Job description/requirement).
The happier people are with in their job, the most satisfied they are said to be.
Job design aims to enhance Job satisfaction and performance methods include
job rotation, job enlargement. Other influences on satisfaction include management style
and culture, employee involvement, empowerment and autonomous work groups.

31

Job satisfaction is a very important attribute which is frequently measured by

organizations. The most common way of measurement is the use of rating scales were
employees report their reactions to their job. Questions related to rate of pay, work
responsibilities, variety of tasks, promotional opportunities the work itself and the coworkers. Some questioners ask yes/no questions while others ask to rate satisfaction 1-5
scale( where 1 represents not at all satisfied and 5 represents extremely satisfied)

MEANING OF JOB SATISFACTION:

Job satisfaction is positive emotional state that occurs when a persons job
seems to fulfill important job values, provided these values are compatible with ones
needs.
According to Keith Davis- Job satisfaction is the positive motivation of an
individual towards all aspects of the works situation
The term Job satisfaction was brought to limelight by HOPPOCK in 1953 he
reviewed 35 studies on Job satisfaction conducted prior to 1933 and observed that Job
satisfaction is a combination of psychological, physiological and environmental
circumstances that causes a person to say Iam satisfied with my job. Such a description
indicates that a variety of variables that influence the satisfaction of individuals but tell us
noting about the nature of Job satisfaction.

32

In his study on American employees Hoppock identified 6 factors that contribute to

Job satisfaction among them these are the follows:

1. The way individual reacts to unpleasant situations.

2. The facility with which he adjusts himself to other persons
3. His relative status in the social and economic groups with which he identifies
himself.
4. The nature of the work in relation to abilities, interests and preparation of the
worker.
5. Loyalty.
Because human resource managers after serves as intermediateries between
employees and management in conflicts, they are concerned with Job satisfaction or
general job attitudes of the employees.

33

HISTORY OF JOB SATISFACTION

One of the biggest preludes to 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 on workers productivity.
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 Taylors also had a significant impact on the study of Job
satisfaction. Fredricks Winslow Taylors 1911 book, principles of scientific management,
argued that there was a single best way to perform any given work task. This book
contributes to a change in individual production philosophies, causing a shift front skilled
labour and piece work towards the most 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 work
of W.L.Bryan, Walter Dill Bcott, and Hugo Munster Berg pet the tone for Taylors work.
Some argue that Maslows Hierarchy of the needs theory, a motivation theory, said the
foundation for Job satisfaction theory.

34

This theory explains that people seek to satisfy five specific needs in lifepsychological needs, safety needs, social needs, self esteemed needs
and self-actualization. This model serves as a good basis from which early researchers
could develop Job satisfaction theories.

IMPORTANCE OF JOBSATISFACTION:
JOB SATISFACTION HAS SOME RELATION WITH THE MENTAL
HEALTH OF THE PEOPLE:
Dissatisfaction with ones job may have especially volatile spill over effects.
For instance, people feel bad about many things such as family life, leisure activities,
sometimes even life itself. Many unresolved personality problems and maladjustments
arise output of a persons inability to find satisfaction is an important for the psychological
adjustment and happy life of an individual.

JOB

SATISFACTION

HAS

SOME

DEGREE

OF

POSITIVE

CORRELATION WITH PHYSICAL HEALTH OF INDIVIDUALS :

A study by pal more has come to the conclusion that people who like work are
likely to live longer. Here the logic behind such result is that people with greater
satisfaction tend to have greater income and more education. On the other hand
dissatisfaction with represents stress, in turn eventually takes its fall on the organization.

35

SPREAD GOODWILL OF THE ORGANISATION:

From the point of view of an organization, people who feel about their work
life are more apt to voice favorable sentiments about the organization to the community
at large. When the goodwill of the company goes up, new qualified and dynamic entrants
show their interest in joining organization. This will be in opposite to enjoy the talents of
people as job satisfaction fosters a pervasive residue of public towards the organization.

INDIVIDUAL CAN LIVE WITH THE ORGANISATION:

A happy and satisfaction individual can find it easier to live with inside the
organization as well as outside the organization. On the contrary chronically upset
individual makes organizational life vexatious for others with whom he acts.

REDUCES ABSENTEEISM:
These calculated costs employee turnover and absenteeism are sufficient to
accept the importance of Job satisfaction. Higher Job satisfaction reduces labour turn over,
absenteeism and managers are compelled, if they are inconvenient about the merits of job
satisfaction, to give priority adequate weight age to Job satisfaction. A serious consequence
of job dissatisfaction can be the employee turnover.

36

SIGNIFICANCE OF JOB SATISFACTION:

Nowadays organizations are giving much importance to know the satisfaction
levels of their employee. This acts as an instrument to know the problems of the
employees, what they want to do and also o improves their activity. The most important
evidence which indicates that the conditions of an organization got worsened is the low
rate of Job satisfaction.
The Job satisfaction is the condition of establishing and healthy organizational
environment is an organization. Individuals want to maintain statute, high rank and
authority by giving capabilities such as knowledge, ability, education, time. The individual
who cannot reach their expectations with regard to their jobs become dissatisfy. Thus, is
satisfaction affects the organization for which he/she works.
Job satisfaction is very important for a persons motivation and contribution to
production. Job satisfaction may diminish irregular attendance at work, replacement of
accidents.
As the quote from the work in America report indicates people want to feel that
their work matters, that what they do gives them some sense of fulfillment of a course,
other factors matter too, especially for advancement and compensation, but the most
important thing here is the work be meaningful. But are there needs important to the
organization? Sometimes yes sometimes no. But more and more, they are becoming
significant to most organizations.

While employees want a good job done, the more

enlightened ones also know that anyone can master their job and still lack satisfaction from
it.

37

Employers need to be happy at work, they need to know that there is a room
for them to advance in the organization, and that they are being adequately compensated
for their efforts. They want to be ensured that they are improving in life as well as in their
careers workers will be more loyal to an organization that they think cares about them as
people, not employees. Improving trends in personnel management in the 1980s.More and
more personal managers are reporting to the president of an organization rather than vicepresident. Organizations should endeavor to achieve a working environment conductive to
Job satisfaction.
Why because employees who get satisfaction from the work they tend to do
quality work consistently, which benefits the organization. The same time, the individual
owes it to him/herself to seek work that is most fulfilling to him. All aspects work is
amenable to proper control/management, including employee satisfaction. What can an
organization do to ensure that their workers are happy?
An organization can look for signs that the perspectives employee might or
might not be satisfied with job hiring process. They can be better about gathering
information on the job. Some steps to improve this would include interviewing peers,
subordinates and superiors. There also has to be better interviewing of the prospective
employees, to see if they have the skills or the abilities under those conditions which the
information gathering identified.
Organization can listen to the suggestions, praises and complaints of
employees and act on them appropriately. There are specific actions organization can take
to express appreciation for their employees-compensation benefits, recognition, awards etc.
some employers for example offer careers counseling for employees who might be
dissatisfied with their jobs. Others offer employee-of-the mouth awards.

What can the individual control? His/her experience of the job. As people learn
what actions and activities satisfy them inside the most, they will take the responsibility for
fin dig it and expressing it in work. As people honor the action they value most by working
at them, they grow as human beings and employees. Nobody has to take a job they truly do
not want our institutions especially the media, education and business, need to do more to
value the intrinsic rewards derived from work instead of glorifying the outer ones like
money, security etc. too many people wind up stay in the jobs they dislike because I need
to support my family. I have been here twenty years. am too old to try anything new.
I dont know what I want, The pay (or pension, plan, insurance etc,) is good, I will I
always be able to find work.
At the same time, the stereo types of starving I artists or PhDs driving
taxicabs are prompted to tell us that we will I suffer if we are not practical and take
whatever jobs are available.
Society can also go further in valuing all kinds of work, not just work that is
glamorous, prestigious, well-paying or self-sacrificing. How many maids, janitors, streetsweepers and other low- level workers are unhappy because society says they should be
doing more with their lives? This I one reason why such work is low-paying it is not
valued.
The organization has the obligation to provide jobs, know fully what the jobs
entail, hire and trains the right workers for them and provide a working environment
conducive to job satisfaction, listen to those workers an compensate reward achieve
evaluate them adequately.

39

Individuals are obligate to take ultimate responsibility for the satisfaction at

work, for improving the nature of their jobs. No employer will do for us what we should do
for ourselves, and we must learn to be above societys messages listen to our own inner
voices that tell us what will give us the highest fulfillment.

THEORIES OF JOBSATISFACTION:
There are vital differences among experts about the concept of job satisfaction.
Basically, there are four approaches/theories of job satisfaction. They are:
1. Fulfillment theory
2. Discrepenancy theory
3. Equity theory
4. Two factor theory
5. Dispositional theory

FULFILLMENT THEORY:
The proponent of this theory measures the satisfaction in terms of rewards a
person receives or the extent to which his needs are satisfied. Further they thought that
there is a direct /positive difference between job satisfaction and actual satisfaction of the
expected needs. The main difficulty in this approach is that job satisfaction is observed by
willing, is not only a function if what a person receives but also what a person feels he
should received as there would be considerable differences inn the accruals and
expectations of a persons.
40

Thus job satisfaction cannot be merely regarded as a function of how much a

person receives from his job. Another important facto/variable that should be included to
predict jobs accurability is the level of aspiration in particular area. This led to the
development of discrepancy theory of job satisfaction.

DISCREPANCY THEORY:
The proponents of this theory are that satisfaction of what person actually
receives from his situation and what he thinks he should received or what he expects to
receive. When the actual satisfaction, it results in dissatisfaction. As discussed earlier job
satisfaction and dissatisfaction are functions of the perceived relationship between what
one wants from ones job. What one perceives it is offering? This approach does not make
it clear whether or not over satisfaction is a part of dissatisfaction and if so, how does it
differ from dissatisfaction. This led to the development of equity of job satisfaction.

EQUITY THEORY:
The proponents of this theory are of view that a persons satisfaction is
determined by his perceived equity, which in turn is determined by his input output
balances the perceived ratio of what a person receives from his 1 st job relatively t what a
person contributes to his job. This theory is of the view that both the under the over
rewards lead to dissatisfaction while the under rewards causes feeling of unfair treatment,
over rewards leads to feeling of guilt and development.

41

TWO-FACTOR THEORY (MOTIVATOR-HYGIENE THEORY):

As discussed earlier, this theory is developed by Hertzberg, Manures, Peterson
and Capwell who identified certain factors as satisfiers and dissatisfies factors such as
achievement, recognition, responsibility etc., are satisfiers, the presence of which causes
satisfaction but their absence does not result in dissatisfaction. On the other hand, factors
such as supervision, salary, working conditions etc, are dissatisfies, the absence of which
causes dissatisfaction. Their presence however does not result in job satisfaction. The
studies designed t test their theory failed to give any support to this theory, as it seems that
a person can get both satisfaction and dissatisfaction at the sometime, which is not valid.

DISPOSITIONAL THEORY:
Another well known theory job satisfaction theory is the dispositional theory. It
is a very general theory that suggests that people have innate dispositions that causes them
to have tendencies towards a level of satisfaction, regardless of ones job. This approach
becomes a notable explanation of job satisfaction in light of evidence that job satisfaction
tends to be stable overtime and across careers and jobs.
A significant model that narrowed the scope of the dispositional theory was the
core both self-evaluation model, proposed by Timothy A.Judge in 1998. Judge argued
there are four core self-esteem, general self-efficacy, focus of control, and neuroticism.
This model states that higher levels of self-esteem (the value one places on himself) and
general self-efficacy (the belief in ones own competency) lead to higher satisfaction.
Having an internal focus of control (believe one has control over, his/her own life as
opposed to outside focus having control) leads to higher job satisfaction. Finally, lower
levels of neuroticism lead to higher job satisfaction.
42

FACTORS RELATING TO JOBSATISFACTION:

There are various factors which are related to job satisfaction. These factors
may be classified under two groups:
1. Characteristics of the individual
2. Characteristics of the job

CHARACTERISTICS OF THE INDIVIDUAL:

For same people it appears most jobs dissatisfying irrespective of the
organizational conditions involved, where as for others, most jobs will be satisfying.
Personal variables like, educational levels, individual differences, intelligence, gender etc,
are responsible from this difference.

Individual differences:
Individual differences make the study of job satisfaction completed because
each one is different in his habits, attitudes, nature etc,.so each one differs his perception
about self, his job and the organizational he works or. A person may be fully satisfied,
some others may be quiet different in the similar work environment. Thus, an individual
difference provides the extent to job satisfaction.

Education:
With occupation level held constant there is a negative relationship between
occupational levels and job satisfaction. Satisfaction will be more when educated persons
are employed in lower rungs.

43

Gender:
Gender differences in job satisfaction were investigated by Charles.N.Weanch
who found no significant difference in job satisfaction. When males and females are
equally affected by such determinacy of job satisfaction as wages, prestige and supervisory
position.

Age:
Job satisfaction usually rends to be high hen people enter the workforce and it
decreases after sometime the age of roughly 30years, after which there will be gradual
increase in satisfaction. Before, certainly jut before retirement, satisfaction may fall due to
the fare of future. A retiring person may feel he is treated like a machine and these feelings
make his dissatisfaction at work.

CHARACTERISTICS OF THE JOB:

Occupational level:
The higher level of job, the greater the satisfaction of the individual. This I
because the higher level jobs carry greater prestige and self-control. This relationship
between occupational level and job satisfaction streams from social references group
theory in that our society values some jobs more than others. Hence people in valued jobs.
This relationship may also stem from the need fulfillment theory people in higher level
jobs and most of their needs satisfied than they are in lower levels.

44

Job content:
Greater the variations in the job content and the less receptiveness which tasks
must be performed the greater satisfaction of he individuals involved. Job content refers to
the factors such as recognition, responsibility, advancement, achievement etc.in the job
content factors like achievement, responsibility etc, and lead to greater job satisfaction.

Considerable leadership:
Considerable leadership results in higher job satisfaction than inconsiderable
leadership. In an individual receives autocratic style of supervision from his superior he
expenses dissatisfaction towards the job. The way the activities of subordinate being
supervised must be positive.

Pay promotional opportunities:

Money helps to satisfy the needs of the individual. Every employee expects
reasonable firm and prompt salaries/wages for his job or work. If there are promotional
avenues open in a particular job the person concerned will feel satisfied because
promotional avenues are important considerable job.

Social interaction and working groups:

Interaction with people other or groups may result in job satisfaction and
dissatisfaction. The interaction is more satisfying if others behavior in the group is similar at
his own and others recognize his or when interaction facilitates him in the achievement.

45

Job security:
Security of job is an important factor in determining the job satisfaction. If the
organization provides job security, the people in the organization feel satisfied and if they are
quiet in secured they will be frustrated. Job security is an important considerable in lower
levels or unskilled jobs while it is secondary on higher level or technical or skilled jobs.

Working conditions:
If working conditions on the job in the organization are better in comparison to
similar job in the other organization, the workers will be more satisfied. If these are worse they
will feel dissatisfaction.

Intrinsic aspects of job:

The intrinsic aspects differ from man to man so job satisfaction will differs. A
person is satisfied with his job because he is especially trained for that job. More skilled
workers feel dissatisfaction if there is low job requirement.

46

Determinants of job satisfaction:

Author

Name of study

Determination
specification

1.Stranger,

Working on the rail road: Study of

1. General working conditions.

Febb and

satisfaction/ personal, psychology,

2. Union management relations.

Wood

1952, 5,293-306).this is a study of

3. general quality of,supervision

715 male unionism railroad

4. grievances handling procedure

workers.
Productivity and satisfaction of

For younger group:

2. Gadel

of

the

full and part time female

i.

types of work

employees. This is a study of 301

ii.

working conditions

women doing typing and routine

iii.

pay

clerical work 60% of this, number

iv.

co-workers

was at least 40 years old and more

v.

ease of communicating to
work

vi.

Advancement opportunities.

were married.

For older people:

3. Rose and
Zander(1957)

job

i.

security

ii.

supervision

iii.

company prestige

Need satisfaction employee

iv.
i.

working hours
recognition

turnover

ii.

autonomy

iii.

doing important work

iv.

salary/wages

47

Relation of job satisfaction and other variables:

Job satisfaction tends to correlate with a number of other variables in the

organization. Relation with some variables is given below:

Job satisfaction and turnover:

Job satisfaction consistently correlates with turnover it might have been seem
that employees having low job satisfaction leave their employer as soon as possible. So,
low job satisfaction increases the turnover and job satisfaction decreases it. Thus, it has a
negative correlation and labour turnover.

Job satisfaction and absenteeism:

Absenteeism has the same relationship with job satisfaction as has the
turnover. Both are negatively correlated. Employees who have low job satisfaction tend to
remain absent off and on from their job.

Job satisfaction and community conditions:

Job satisfaction is influenced by community conditions. It is generally
advocated poor community conditions pull down job satisfaction and better community
conditions push it up. It is not always true to compare their community conditions. I job
conditions are better than that of community conditions, job satisfaction is higher of
general satisfaction.

Advantages of job satisfaction:

Indication levels:
A study of job satisfaction gives the management an indication of general level
of satisfaction among the workers of the company. The study tells how employees feel
about their feelings need attention and whose feelings are involved etc.

48

Communication:

The various communications is rough on by job satisfaction survey. The flow

of communication is brought all directions, i.e., upward, downward and lateral because
such surveys are planned, taken up and discussed. When we encourage the workers to
explain what is in their minds, upward communication may be fruitful.

Important attitudes:
The attitudes of workers are improved through job satisfaction study. It acts as
a safety valve; release ones emotions during the course of survey.

Determining training needs:

It determines the training needs of the employees and the superiors. Using the
course of survey, it can be well established in what areas, the employees are satisfied.

Benefits to unions:
Generally, executives and union office bears discuss about the wants of the
employees but the surveys verify such arguments. Unions rarely results and in most of the
cases support them, especially when they know that they will share the results.

MEASUREMENT JOB SATISFACTION:

There are many methods or measuring job satisfaction. By far, the most
common method for collection data regarding job satisfaction is the Likert scale (named
after Rensis Likert). Other less common methods of for gauging job satisfaction include:
yes/no questions, true/false question, point systems, checklists and forced choice answers.
The job descriptive index (jdi),created by Smith, Kendall and Hlin(1969), is a specific
questionnaire of job satisfaction that has been widely used.

49

The scale is simple, participant answers either yes, no or whether given

statements accurately describe ones job. Variables and measures the overall job
satisfaction levels of the faculty members measured with the help of 5 dimensions namely
job, supervisor, co-workers, pay and promotion. Information regarding faculty members
age, education, job levels, foreign qualification, number of years in organization and other
sources of income, gender and martial status has also been obtained.

Types of job satisfaction surveys:

Job satisfaction data are collected through surveys. There are three types of
surveys are used for data collection. Job satisfaction can be an important indicator of how
employee feels about their job and a predictor of work behaviors such as organizational
citizenship absenteeism and turnover further, job satisfaction con partially mediate the
relationship of personality variables and deviants work behaviors.

I.

OBJECTIVE SURVEY:
In this type a questionnaire is prepared with questions and their multiple choice

answers. The respondents read all the answers of each question and mark the nearest to
their feeling.

II.

DESCRIPTIVE SURVEY:
In this type, employees are given the opportunity to express their opinions and

detail about the questions set by the management in the descriptive survey.

50

PROJECTIVE SURVEY:

III.

It is one of the survey techniques for interpreting job satisfaction. These

devices are personality probes developed by psychologists for studying mental health.

JOB SATISFACTION LEVELS:

You can test your own level of job satisfaction by rating all the aspects of your
job given below:

Communication and information flow in your organization.

Inter-personal relationship.

Feelings about the manner in which your efforts are valued.

The job itself.

Degree of motivation as far as the job is concerned.

Current career opportunities.

The level of job security

External of your involvement and identification with organizations goals and

image.

The nature of supervision.

The methodology by which change/innovation is implemented in the organization.

The manner of tasks you are required to perform.

The extent to which personal growth and development is possible.

The methods of conflict regulations in your organization.

The scope your job offers for you to realize your aspirations and ambitions.

The extent of your participation in important decisions.

The degree to which your skills are utilized.

Flexibility and independence allowed.

The organizational climate.

Level of salary with respect to your experience.

Your satisfaction with the organization structure.

The quantity of work expected/allocated to you.

The degree to which you fell extended in your job.

Those who feel job satisfaction usually reflect that in the way they walk, dress and

greet others. Employees with low job level arrive for wont with out much participation.
Employees with high job level are ready when they arrive.
What management can do to increase Job satisfaction?

o Job enlargement:
Instead of assigning one man to each job, a group of men can be
assigned to a group of jobs and then allowed to decide for themselves how to organize the
work. Such changes permit more social contracts and greater control over the work
process.

o Job rotation:

Many companies are seeking a solution to on-the job boredom

through systematically moving workers from one job to another. This practice provides
more variety & gives employees a chance to learn additional skills.
52

o Change of pace:
If the workers are permitted to change their pace that would give
them a sense of accomplishment.

o Scheduled rest periods:

Scheduled rest periods may increase both morale and productivity.
Advantages:
1. They counteract physical fatigue.
2. They provide opportunities for social contacts.

o Shorter hours:
Most people get a sense of accomplishment from completing a whole
job. The concept of whole job gives satisfaction to the workers.

o Greater autonomy:
The most effective way of increasing job satisfaction is to give
freedom for workers to do their work in their own way so that they will work harder and
derive satisfaction.
What job people need?
Each employee wants?

Recognisation as individual.

Meaningful task.

An opportunity to do something works a while.

Job security for himself and his family.

53

Good wages.

Adequate benefits.

No arbitrary action---a voice in matters affecting him.

Satisfactory working conditions.

Competent leadership ---- bosses whom he can admire and respect as persons and
as bosses.
It must be remembered that satisfaction and motivation are not synonymous.

Motivation is a derive to perform, where as satisfaction reflects the individuals to attitude

towards the situation. The factors that determine whether an individual is adequately
satisfied with the job differ from those that determine whether he or she is motivated. The
level of satisfaction is largely determined by the comfort offered by the environment and
the situation.

Job and unionism:

In the Indian context where unions are strong and persuasive to think
of job without unionism would be very unrealistic. Although a large number of work force,
particularly in rural sector is not unionized, in large cities and industrial belts unions are a
fact of life. If the organizational climate, personal policies and practices of management are
seem as dissatisfying, most workers tend to look up at the union official to settle their

grievances. Not only this, the dissatisfaction of the employees with the work and
environment is often exploited by union leaders to gain membership and support of the
work force.
54

Job satisfaction and productivity:

It is generally assumed that a satisfied employee will also be a productive
employee. On the face of it one may find this to be irrefutable fact. The evidence
particularly in the west shows no relationship between and productivity. There main
surveys of existing research on job satisfaction and productivity suggest virtually no
evidence of any relationship between these two variables. One of the earlier surveys of
BRAY FIELD &CROCKETT (1955) examined a member of studies on the western
sample and found to relationship between job satisfaction and performance. Similarly
findings are reported by HERTZBERG and his associates (1957), vroom (1964) reported
the findings of 20 studies published during 1945 to 1963 and found a medium correlation
of 0.14 with a range of 0.86 to -0.31.

Job satisfaction and personal character:

When a person comes to work, brings with him total personality, his attributes,
likes and dislikes, his personal characteristics anal these in turn, influence the satisfaction
he derives from his work. As work is one of the necessary aspects of the total life
experience of an individual, it becomes important to examine how his personal
characteristics influence his job. Personal characteristics influence his job. Personal
characteristics here refer to such bio-social variables as age, marital status, education,
length of service and income etc.

55

Job satisfaction and organizational objectives:

Much of job satisfaction research has centered on the correlative studies
examining the association of productivity or job factors with job satisfaction. In these
studies the respondents have evaluated their understanding of how satisfied or dissatisfied
they felt with various aspects of jobs and whether this had anything to do with such factors
as age, sex, years of experience, income etc. in the order set of studies the respondents
have been divided in to groups based on their satisfaction or dissatisfaction. Alternatively,
based on satisfaction score they have been divided into groups of high, low and moderate
and backward analysis is done to see how they differ on biographic or other job variables.

Not much is known about how the overall goals of the organization. Contribute
to the degree of satisfaction or dissatisfaction. A study of relationship between satisfaction
and organizational objectives may throw light of a variety of issues that otherwise a May
not be possible for example, such a study may help organizations to develop an identity
with organization, or just improve many studies are conducted on this issue on Indian
respondents. However, there is one study that seems to deal direct with this issue.
Khan Walla and Jain (1984) desired a research to study how goals of
organizations affect the satisfaction level of the managers. In his study the unit of analysis
was organization as a whole and not the individual respondents. Dates were collected on 47
Indian organizations.

56
The following 12 operating goals were measured on a 5 point scale of
importance to top management.

profitability.

Performance stabilization.

Higher sales growth rate.

Growth in market share.

Better relationship with government.

Greater customer loyalty.

Better relationship with government.

More professional zeal management.

Higher employee morale.

Higher operating efficiency.

Greater supervisory and managerial skills.

Increased meetings of national priorities.

Managers also filled out a satisfaction questionnaire consisting of following 14

job factors. These were related on a point scale of significant to rates.

Sense of challenge and worthwhile accomplishment.

Opportunity for personal growth and development.

Opportunity for taking initiative.

Superiors appreciation for good work.

57

Decision-making authority.

Opportunity for promotion.

Job freedom.

Opportunity in influence superiors decisions.

Social prestige of organization.

Opportunity to service society.

Job security.

Pay, allowances and other pre requisites.

Process of study:
As a part of my MBA curriculum during the summer placement the topic
selected by me is job satisfaction. The reason behind the selection of this topic is the
satisfactory factors very much effort the (productivity) quality of work life and
concentration at work in the organization of feel it is be those factors which are to be need
improvement towards the satisfaction. So, that it will be helpful to me as well as the
organization.
Previous generations toiled, the current generations choose career paths. For
the vast majority of people in the past, work began at or before down and continued until
dust. They worked to service but new the people work to improve.

Today workers expect work to be meaningful. So, both the managers and
worker and worker challenged to provide and to find a high level of quality in work life.

58

ANALYSIS OF JOB SATISFACTION:

How do you like your job? The answer to this question is probably the way
most people view quality of work life. The end result of the question is the overall
satisfaction one receives from a job. The factors effecting a job satisfaction can be divided
into 3 main areas:

Internal factors.

External factors.

Individual factors.

INTERNAL FACTORS:
The work

: Effect of person schedules of current job at a

particular company.

Job variety

: Number of skills and depth of knowledge

required.

Autonomic
Goal determination

: Freedom to control your own work.

:

Freedom to set your own goals and success

criteria.

Feedback and recognization

: Private and public notice concerning job

performance.

59

EXTERNAL FACTORS:
Achievement

: success in completion tasks.

Role ambiguity &role conflicts

: knowing your work roles and agreement other

employees

Opportunity

: future prospects with current and other employees.

Job security

: assurance of continued employment.

Social interactions

: quality and

Supervision

: quality of management.

Organization culture

: effect of the organizations climate or cultural

quantity of interaction with others.

environment.

Work schedules

: match between work schedule and the workers

schedules.

Seniority

: length of time a person has held a position.

Compensation

: monitory rewards and the role of money.

60

INDIVIDUAL FACTORS:

Commitment

: the care and selection of and personal dedicated

Expectations

: what people believe they will receive in return for

work?

Job involvement

: how important a job is in some ones life.

job.

61

SOURCES OF JOB SATISFACTION

WAGES
WORKING
WORK

CONDITIONS

JOB
SATISFACTION

PROMOTION
WORKGROUP

AVENUES
SUPERVISION

62

THE
THE PURPOSE
PURPOSE OF
OF EMPLOYEE
EMPLOYEE JOB
JOB SATISFACTION
SATISFACTION

What
Whatisisthe
the

How
Howisisdata
data

How
Howisisfeedback
feedback

How
Howisissuccess
success

purpose
purposeofofan
an

collected?
collected?

given?
given?

measured?
measured?

The survey is
The survey is
anonymous.
anonymous.

percentage comparisons
percentage comparisons
of data analyzed.
of data analyzed.

Compare the results over

Compare the results over
a period of 3-5 years
a period of 3-5 years

Structured questionnaire
Structured questionnaire

Comments edited and

Comments edited and
presented as employees.
presented as employees.

Look for changed

Look for changed
satisfaction levels
satisfaction levels

EJSS?
EJSS?
Development
Development
Evaluation
Evaluation
Measuring organization
Measuring organization
practices
practices
Communications
Communications

What
Whatisis
assessed?
assessed?
Management practices
Management practices

Given to all employees

Given to all employees
The data is sorted and
The data is sorted and
analyzed by the out side
analyzed by the out side
agency
agencygives the
Who

Extremities are focused

Extremities are focused
on to draw conclusions.
on to draw conclusions.

Who gives the

input?
input?
All
employees
outside
agency
All
employees
outside
agency

How
Howisisaction
action

feedback?
feedback?

taken?
taken?

Top management and

Top management and
senior managers
senior managers

Attitudes
Attitudes
Values
Values

Who
Whogets
getsthe
the

Who
Whoisisassessed?
assessed?

Management and
Management and
employees at all levels.
employees at all levels.

Pay and benefits

Pay and benefits

Focus a couple of key issues

Focus
couple
of key issues
that
affectathe
employees
that affect the employees

Get a cross culture team

Get a cross culture team
to analyze the task and
to analyze the task and
take decisions
take decisions
Monitor the change at regular
Monitor the change at regular
intervals
intervals

The organization
The organization

63

Determinants of Employee Job Satisfaction:

Employee Job Satisfaction

is critical concept to measure the employees

organizational behavior. There are a number of factors influencing the Employee Job
Satisfaction .It refers to a set of some commonly experienced stable characteristics of
an organization which constitutes the uniqueness of that organization and differentiate
it from others. We face some difficulties in identifying this set of characteristics we do
not yet know the various dimensions or factors of Employee Job Satisfaction

on

which we should look for these characteristics. Some of these common dimensions are
described below.

Mentally Challenging Work:

Employees tent to prefer jobs that give them opportunities to use skills and abilities

and offer a variety of tasks, freedom and feedback on how well they are doing are some of
the most important ingredients of satisfying job.

Working Conditions:
Employees are concerned with their work environment for personal comfort and for

doing a good job. Temperature, light, noise and other environmental factors should not be
extremes.

Company Policies:
If the company has policies that can help the employee on job and off the job

then the employee does his duty effectively. It provides the employees to improve the
attitude of dedication and co-operation.

64

Job Security:
For employee, the main aspects of his job are job security. If the employee feels

that he has job security in the company where he is working then he will be satisfied and
performs his duties with commitment.

Communication:
Communication includes both the

transference and understanding of meaning.

Good communication is essential to any group or organizations effectiveness. Poor

communication is probably the most frequently sited of interpersonal conflict. An idea, no
matter how great, is useless until it is transmitted and understood by others. Perfect
communication, would exists

when a thought or an idea was transmitted so that the

mental picture perceived by the receiver was exactly the same as that mentioned by the
sender.

Compensation and Rewards:

An

employee reward system consist of an organizations integrated policies

process and practices for rewarding its employees in accordance with their contribution,
skills and competence and their market work. It is developed with in the frame work of
organizations reward philosophy, strategies and policies contains arrangement in form of
processes, structures and procedures which will provide and maintain appropriate types
and levels of pay benefits and other forms of rewards.

65

Safety and Health:

Safety in simple terms means freedom from the occurrence or risk of injury or loss.

Industrial safety or employee safety refers to the protection of workers from the danger of
industrial accidents. An accident free plant enjoys certain benefits. Major ones substantial
savings in cost increase productivity moral and legal grounds.
The well being of the employee in an industrial establishment is affected by
accidents and by ill physical as well as mental. The need for healthy the workers and
health services are to be provided by the management to ensure the continuing good health
of their employees

Career Development:
A career can be defined as a sequence of separate but related work activities that

provides continuity, and meaning in persons life. Career are both individually perceived
and societal constrained not only people make career opportunities provided in society also
influence and make people.

Performance Appraisal:
Performance Appraisal is deemed by many to be an essential part of the executive

job. A systematic and periodic appraisal process is superior to a casual, intuitive, and at
times, haphazard evaluation. Which will always take place in the absence of such
preplanning. Systematic performance appraisal is that which

provides information of

great assistance in making and enforcing decisions about such subjects as promotions, pay
increase, layoffs and transfers. It provides such information in advance of time when it
may be needed, there by avoiding spot judgment when a decision must be made.

66

Training & Development:

Training is the formal and systematic modification of behavior through learning,

which occurs as a result of education, instruction, development and planned experience.

The fundamental aim of guiding is to help the organization achieve its purpose by adding
value to its key resource- the people it employees. Training means investing its people to
enable them to perform better and to empower them to make the best use of their natural
abilities.
Individuals with guidance, encouragement and health from their managers as
required carry out personal department are planning. A personal development plan sets out
the actions. People propose to take to learn and to develop themselves.

Empowerment:
Empowerment is the process of giving employees more power to exercise control

over and take responsibility for their work. It provides greater space for individual to use
their abilities by enabling and encouraging them to take decisions close to the point of
impact.
Empowerment is about engaging both the hearts and minds of people so that can
take the opportunities available to them for greater responsibility. Job are so structured that
individuals can plan, execute and evaluate a complete operation in the total process
personally. Empowerment can speed up decision making process and accelerate the
response time to meet the changing need of the customer. Release creativity of the
employees, provide for greater job satisfaction, motivation and commitment, give people
more responsibility.

67

MERITS- EMPLOYEE JOB SATISFACTION

Sets people management priorities for CEO
Detects potential problem areas early.
Evaluates success of policies and practices.
Makes employees feel involved and cared about.
Customer and employee satisfactions are linked.

DEMERITS-EMPLOYEE JOB SATISFACTION

Managers could get lost in data
Inaction could destroy credibility
Periodic change could paralyze company
Employees may not reveal inner most feelings.
Too general in scope to affect individuals.

JOB SATISFACTION CAN BE INCREASED BY:

o Job enlargement:
Instead of assigning one man to each job, a group of men can be assigned to a
group of jobs and then allowed to decide for themselves how to organize the work. Such
changes permit more social contracts and greater control over the work process.

o Job rotation:
Many companies are seeking a solution to on-the job boredom through
systematically moving workers from one job to another. This practice provides more
variety & gives employees a chance to learn additional skills.

68

o Change of pace:
If the workers are permitted to change their pace that would give them a sense of
accomplishment.

o Scheduled rest periods:

Scheduled rest periods may increase both morale and productivity.

Advantages:
3.
4.

They counteract physical fatigue.

They provide opportunities for social contacts.

o Shorter hours:
Most people get a sense of accomplishment from completing a whole job. The
concept of whole job gives satisfaction to the workers.

o Greater autonomy:
The most effective way of increasing job satisfaction is to give freedom for workers
to do their work in their own way so that they will work harder and derive satisfaction.

69

CHAPTER V
DATA ANALYSIS
&
INTERPRETATION

DATA ANALYSIS AND INTERPRETATION

1. Employees recruitment procedure.
Response

Number of respondents

Percentage of Respondents.

External
Internal
Total

30
20
50

60
40
100

Graphical Representation:

70
60
50
40
30
20
10
0
External

Interpretation:

Internal

The above graph reveals that majority of the employees recruited through
external recruitment in the organisation.

70

2. Employee satisfaction with what he/she is getting in the organization.

Response

Number of respondents

Percentage of Respondents.

Highly satisfied

14

Satisfied

23

46

Moderately satisfied

15

30

Dissatisfied

10

Total

50

100

Graphical Representation:

50

46

45
40
35

30

30
25
20
15

14
10

10
5
0
Highly satisfied

Satisfied

Moderately
satisfied

Dissatisfied

Interpretation:
The above graph reveals that most the employees are satisfied with hat he is getting
in the organisation.

71

3. Employee working environment.

Response
Excellent
Good
Average
Satisfactory
Total

Number of respondents
12
23
6
9
50

Percentage of Respondents.
24
46
12
18
100

Graphical Representation:

50

46

45
40
35
30
25

24
18

20
12

15
10
5
0
Excellent

Good

Average

Satisfactory

Interpretation:
The above graph shows that there is a good working environment for the employees
in the organization.

72

4. Employee opinion on comfort with the working conditions

Response
Yes
No
Total

Number of respondents
38
12
50

Percentage of Respondents.
76
24
100

Graphical Representation:

80

76

70
60
50
40
30

24

20
10
0
Yes

No

Interpretation:
The above graph reveals that majority of the employees are comfortable with the
working conditions in the organization.

73

5. Employee opinion regarding training and development programmes

for career development of employees in the organization.
Response
Excellent
Good
Average
Satisfactory
Total

Number of respondents
10
18
10
22
50

Percentage of Respondents.
20
36
20
44
100

50

44

45
40

36

Graphical Representation:

35
30
25
20

20

20

15
10
5
0
Excellent

Good

Average

Satisfactory

Interpretation:
The above graph depicts that Opinion about training and development programmes
for career development of employees in the organization.

74

6. Employee feeling about work pressure.

Response

Number of respondents

Normal
Heavy
Total

39
11
50

Percentage of
Respondents.
78
22
100

Graphical Representation:

90
78

80
70
60
50
40
30

22

20
10
0
Normal

Heavy

Interpretation:
The above graph shows that the employees feel that the work pressure is normal in
the organization.

75

7. Employee satisfaction with shift timings.

Response

Number of respondents

Yes
No
Total

39
11
50

Percentage of
Respondents.
78
22
100

Graphical Representation:
90
80

78

70
60
50
40
30

22

20
10
0
Yes

No

Interpretation:
The above graph reveals that most of the employees said that they are satisfied with
shift timings within the organisation.

76

8. Employee opinion on the reward provided by the company, if they

work excellent.
Response

Number of respondents

Highly satisfied
Satisfied
Moderately satisfied
Dissatisfied
Total

9
21
14
6
50

Percentage of
Respondents.
18
42
28
12
100

Graphical Representation

42

45
40
35

28

30
25
20

18
12

15
10
5
0
Highly satisfied

Satisfied

Moderately
satisfied

Dissatisfied

Interpretation:
The above graph reveals that the employees said that they are satisfied with the
rewards provided by the company if they work excellent.
77

9.Employee relation with superior.

Response
Excellent
Good
Average
bad
Total

Number of respondents
5
33
10
2
50

Percentage of Respondents.
10
66
20
4
100

Graphical Representation

66

70
60
50
40
30

20

20
10

10
4

0
Excellent

Good

Average

bad

Interpretation:
The above graph reveals that the employees relationship with the superiors is good
in the organization.
78

10.
Employee opinion on the satisfaction with the social insurance
measures provided by the organization.
Response
Highly satisfied
Satisfied
Moderately satisfied
Dissatisfied
Total

Number of respondents
4
24
17
14
50

Percentage of Respondents.
8
48
14
28
100

Graphical Representation

60
48

50
40

28

30
20

14
8

10
0

Highly satisfied

Satisfied

Moderately
satisfied

Dissatisfied

Interpretation:
The above graph shows that the employees are mostly satisfied with the social insurance
measures provided by the organization.
79

11. Company restructures welfare system according to the needs of

employees.
Response
Yes
No
Some times
Total

Number of respondents
29
7
14
50

Percentage of Respondents.
58
14
28
100

Graphical Representation

70
60

58

50
40
28

30
20

14

10
0
Yes

No

Some times

Interpretation:
The above graph shows that company restructures welfare system according to the
needs of employees.
80

12.

Employee opinion on companys performance appraisal techniques

Response

Number of respondents

Highly satisfied
Satisfied
Moderately satisfied
Dissatisfied
Total

13
22
7
8
50

Percentage of
Respondents.
26
44
14
16
100

Graphical Representation

50

44

45
40
35
30

26

25
20

14

15

16

10
5
0
Highly satisfied

Interpretation:

Satisfied

Moderately
satisfied

Dissatisfied

The above graph shows that most of the employees are satisfied with the
companys performance appraisal techniques of grading and 360degrees appraisal
techniques.

81

13. Employee opinion on companys promotional techniques

Response

Number of respondents

Highly satisfied
Satisfied
Moderately satisfied
Dissatisfied
Total

12
17
16
5
50

Percentage of
Respondents.
24
34
32
10
100

Graphical Representation

40
34

35

32

30
25

24

20
15

10

10
5
0
Highly satisfied

Satisfied

Moderately
satisfied

Dissatisfied

Interpretation
The above graph reveals that employees are satisfied with the companys promotional
techniques
82

14.

Employee opinion on shifting to other company if provided with

higher pay
Response
Yes

Number of respondents
42

Percentage of Respondents.
84

No
Total

8
50

16
100

90

Graphical Representation
84

80
70
60
50
40
30
16

20
10
0
Yes

No

Interpretation
The graphs represents that they tend shifting to other company if provided with higher pay.

83

15. Performance appraisal techniques followed by the organization.

Response

Number of respondents

360 degree
Grading
Total

26
24
50

Percentage of
Respondents.
52
48
100

Graphical Representation

53
52

52

51
50
49
48

48
47
46
360 degree

Grading

Interpretation
The above graph shows the organization follows mostly the 360 degree appraisal along
with the grading method.

84

CHAPTER VI

FINDINGS
&
SUGGESTIONS

FINDINGS
1. Major respondents working duration in Dr.Reddys is above 3 years.
2. Major respondents are recruited externally.
3. Most of the respondents are satisfied with the pay they are getting.
4. Major respondents opinion about the working environment is good.
5. Major are respondents are satisfied with the working hours.

6. The company is providing good training & development programmes according to

the need.
7. Favorableness of respondents says there is normal work pressure on workers. 22%
of the respondents say work pressure is heavy.
8. Shift timings of the company are favorable to the workers.
9. Major respondents are satisfied with the reward system of the company.
10. Major respondents say that the workers relationship with their superior is good.
11. Major respondents are satisfied with the social insurances provided by the
company.
12. According to the respondents the company restructures the welfare system.
13. Major respondents are satisfied with the companys performance appraisal
techniques.
14. Major respondents are satisfied with the companys promotional techniques.

85

SUGESSTIONS
Management and superior should be cordial & maintain good relations in order to
motivate the employees.

Try to improve the relations among the employees.

To provide bathroom, rest room facilities to women employees

 Motivate the workers by promotions based on their seniority & performance.

Try to improve the recreational facilities.

86

CONCLUSION
Job satisfaction is very important actor which is used to determine the
satisfaction level of the employees. Job satisfaction levels in Dr.REDDYS
LABORAORIES Ltd are very satisfactory. They provide many facilities to employees.

They provide welfare benefits, rewards ad good working conditions and

maintain a good theme of industrial relations.

87

BIBLIOGRAPHY
S.NO
1

AUTHOR
Prof. T.V. Rao

BOOKNAME
Human resource
Development

EDITION
12th

PUBLICATION
Himalaya
publications

YEAR
2002

C.B. Mamoria

P. Subba Rao

4
5

Personnel and human

resource Management
Human Resource

Management
R. Thomas and Developing Human
C. Mabey
Arun Monappa

Resources
Personnel
Management

3rd
4th
3rd
6th

Himalaya
publications
Himalaya
Publications
Himalaya
Publications
Himalaya
Publications

2007
2006
2007
2004

Elixer of Dr.Reddys Laboratories.Ltd

www.drl.com
www.drreddys.com

QUESTIONNAIRE
(EMPLOYEE JOB SATISFACTION)

Dear Respondent,
I am Miss S.SUDHA PURNA doing M.B.A. from Aditya Institute of P.G.Studies,
Andhra University. As a part of my academic, I have to submit a project work. So, I am

doing project work on Employee Job Satisfaction in your company. So please give your
response to the following questions.

1) Since how long are you working?

a) 3yrs b)5yrs c) 7yrs d) above
How did you recruited?
a) internal ( reference, promotion, job rotation )
b) External
2) Are you satisfied with what you are getting?
a) Highly Satisfied b) satisfied c) Moderately satisfied d) Dissatisfied
3) How is the working environment?
a) Excellent b) Good c) Average d) Satisfactory
4) Are you comfortable with your working hours?
a)Yes b) No
5) Your opinion about training & development programmed for your career
development?
a)Excellent b) Good c) Average d) Satisfactory

6) What do you feel about work pressure ?

a) Normal b) Heavy
7) Are you satisfied with shift timings?
a) Yes b) No
8)

Are you satisfied with the reward provided by the company, if you work
excellent?

a) Highly satisfied b) Satisfied c) Moderately satisfied d) Dissatisfied

9) How about your relation with your superior ?
a) Excellent b) Good c) Average d) Bad
10) Are you satisfied with social insurances provided by the company ?
a) Highly satisfied b) Satisfied c) Moderately satisfied d) Dissatisfied
11) Does the company restructure of the welfare system according to the need of
workers?
a) Yes b) No c) sometimes
12) Are you satisfied with companys performance appraisal techniques ?
a) Highly satisfied b) Satisfied c) Moderately satisfied d) dissatisfied
13) Are you satisfied with companys promotional techniques ?
a) Highly satisfied b) Satisfied c) Moderately satisfied d) Dissatisfied
14) Will you shift to any other company, if they provide high pay ?
a) Yes b) No
If no, why
____________________________________________________________________