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Appendix
DECLARATION
I, MONIKA SINGH, hereby declare that the presented report is uniquely presented by me for
I also confirm that, the report is only presented for my academic requirement not for any other
purpose. It might not be used with the interest of opposite party of the corporation.
DATE –
SIGNATURE -
ACKNOWLEDGEMENT
I am sincerely thankful to all those people who have been giving me any kind of
assistance in the making of this project report. I express my gratitude under the guidance of Dr.
Damini Saini who has through their vast experience and knowledge has been able to guide me,
I would hereby, make most of the opportunity by expressing my sincerest thanks to all
persons who help me conceptual understanding and clarity of comprehension, which ultimately
made my job easier. Credit also goes to all my friends whose encouragement kept me in good
stead.
Their continuous support has given me the strength and confidence to complete the project
Job satisfaction is, quite simply, how content or satisfied employees are with their jobs. Job
satisfaction is typically measured using an employee satisfaction survey. These surveys address
topics such as compensation, workload, perceptions of management, flexibility, teamwork,
resources, etc.
These things are all important to companies who want to keep their employees happy and reduce
turnover, but employee satisfaction is only a part of the overall solution. In fact, for some
organizations, satisfied employees are people the organization might be better off without.
Job satisfaction and employee engagement are similar concepts on the surface, and many people
use these terms interchangeably. Job satisfaction covers the basic concerns and needs of
employees. It is a good starting point, but it usually stops short of what really matters.
Job satisfaction is a result of various attitudes possessed by an employee in a narrow sense these
attitude are related to the job and are concerned with such specification factors such as wages,
supervision, steadiness of employment, conditions of work advancement, opportunities,
recognition of abilities, air evaluation of work social relation in job, prompt settlement of
grievances, air treatment by the employers and others similar items.
However a more comprehensive approach requires that many additional factors be included
before a complete understanding of Job satisfaction can be attained. Such factors such as Faculty
members, age, health, temperament, desires and level of aspiration should be considered.
In short Job satisfaction is a general attitude, which is a result of many specific aptitudes in
threes areas-namely specific job factors, individuals characteristics and group relationship
outside the job.
EXECUTIVE SUMMARY
I respect to the allotted period, I have formed relationship with the organization as trainee but
Although I am student of M.B.A. It is a two year full time degree courses. So far this
Research report is scheduled for four semester syllabi as a separate topic to be asked in detail in
viva-voice conducted by external So far I have completed 4th semester examination. Thus study
will provided me a better opportunity to survive in cut throat competition with a prosperous
existence. I have tried my best to gain out of well framed circumstances & with the help of
experienced personnel who helped me out so for become possible to them. As being a very
confidential functioning many things are there which can’t be known but on the basis of gathered
information and certain hints, the project has been formed. It may have something missing but I
have tried to present all things what I have received. Although this report has been got checked
by different personnel but after that if there is some shortcomings I expect it to be rectified. So
the whole study bifurcated in different parts. Certain observations & suggestions also have been
in Mumbai, Maharashtra, India. Reliance owns businesses across India engaged in energy,
petrochemicals, textiles, natural resources, retail, and telecommunications. Reliance is one of the
most profitable companies in India, the largest publicly traded company in India bymarket
capitalization, and the second largest company in India as measured by revenue after the
The company is ranked 148th on the Fortune Global 500 list of the world's biggest corporations
as of 2018.[9] It is ranked 8th among the Top 250 Global Energy Companies by Platts as of 2016.
Reliance continues to be India’s largest exporter, accounting for 8% of India's total merchandise
exports with a value of Rs 147,755 crore and access to markets in 108 countries. Reliance is
responsible for almost 5% of the government of India's total revenues from customs and excise
duty. It is also the highest income tax payer in the private sector in India.
Reliance Retail is the retail initiative of the group and is central to our consumer facing
businesses. It has in a short time forged strong and enduring bonds with millions of consumers
by providing them outstanding value proposition, superior quality and unmatched experience
supermarkets, wholesale cash & carry stores, specialty stores and online stores. Serving the food
and grocery category Reliance Retail operates Reliance Fresh, Reliance Smart and Reliance
Market stores. In the consumer electronics category Reliance Retail operates Reliance Digital,
Reliance Digital Express Mini stores and Jio stores, and in fashion & lifestyle category it
operates Reliance Trends, Trends Women, Project Eve, Reliance Footprint, Reliance Jewels and
AJIO.com in addition to many partner brand stores across the country. Reliance Retail has the
distinction of being the largest retailer in the country. Reliance Retail’s commitment to “bettering
the lives” has been embodied in its pursuit to make a difference on social socio–economic issues
in India. The initiative has brought millions of farmers and small producers to the forefront of the
retail revolution by partnering with them for growth. Reliance Retail has emerged as the partner
Jio with its 1700+ stores across the country, is here to provide you easy access &
understanding to all Jio offerings in a convenient environment. Our Aadhar based activation
process & trained Jio members are here to expedite your onboarding in the rapidly growing
Jio family. We also offer Devices, Tech Accessories & Services in a pleasing environment, to
complement your Jio 4G connection. Jio Stores caters to the rapidly growing market for
mobility and communication products offering a wide range of mobile phones, tablets and
accessories. Within a short span of time Reliance Jio Stores has grown to become India’s
largest retail chain with presence in over 5,200 cities. The chain is increasingly becoming a
distribution platform for many national and international brands as it offers widest
distribution reach in India.
Industry: - Telecommunications
Website: - www.jio.com
JOB SATISFACTION - MEANING AND DEFINITION
Job satisfaction refers to a person’s feeling of satisfaction on the job which act as a motivation to
work. It is not the self-satisfaction, happiness or self-contentment but the satisfaction on the job.
Satisfaction does mean the simple feeling state accompanying the attainment by an impulse of its
objective. Research workers differently described the factors contributing the job satisfaction and
“Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal or
“Job satisfaction is the amount of pleasure or contentment associated with a job. If you like job
intensely, you will experience high job satisfaction. If you dislike your job intensely, you will
“Job satisfaction will be defined as the amount of overall positive effect or feelings that
“Job satisfaction is the set of favourable or unfavourable feelings with which employees view
Job satisfaction is a result of employees’ perception of how well their job provides those things
that are viewed as important. It is generally recognized in the organisational behaviour field that
1.Motivation–Hygienetheory.
2.Need-Fulfilmenttheory
3.Equitytheory
4.Discrepancytheory
5.Equity-Discrepancytheory
DIMENSIONSTOJOBSATISFACTION
1.Jobsatisfactionisanemotionalresponsetoajobsituation.Assuch,itcannotbeseen,itcanonlybeinferre
d.Itrelatestoone’sfeelingtowardsone’sjob.
2.Jobsatisfactionisoftendeterminedbyhowwilloutcomesmeettheexpectationsorexceedtheexpectati
ons.
3.Jobsatisfactionandjobattitudesaretypicallyusedinterchangeably.
FACTORSINFLUENCINGJOBSATISFACTION
A.OrganisationalFactors:-
1.Salariesandwages
2.Promotionchances
3.CompanyPolicies
B. Work Environmental Factors:-
1.Supervision.
2.WorkGroup.
3.WorkingConditions
C. Work It self:-
1.JobScope
2.Variety
3.Lackofautonomyandfreedom
4.Roleambiguityandroleconflict
5.InterestingWork
D. Personal Factors:-
1.Ageandseniority
2.Tenure
3.Personality
4.LevelofEducation
IMPORTANCE OF JOB SATISFACTION
Job satisfaction is an important indicator of how employees feel about their job and a
predictor of work behaviour such as organizational, citizenship, Absenteeism, Turnover.
Job satisfaction can partially mediate the relationship of personality variables and deviant
work behaviour.
Common research finding is that job satisfaction is correlated with life style.
This correlation is reciprocal meaning the people who are satisfied with the life tends to
be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied
with their life.
This is vital piece of information that is job satisfaction and job performance is directly
related to one another. Thus it can be said that, “A happy worker is a productive worker.”
It gives clear evidence that dissatisfied employees skip work more often and more like to
resign and satisfied worker likely to work longer with the organization.
FACTORS OF JOB SATISFACTION
Hoppock, the earliest investigator in this field, in 1935 suggested that there are six major
components of job satisfaction. These are as under:
The relative status in the social and economic group with which he identifies himself
Security
Loyalty
Herberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and
listed various job factors of job satisfaction. These are briefly defined one by one as follows:
It includes all of the many aspects of the work, which would tend to be constant for the
work regardless of where the work was performed.
2. Supervision
This aspect of job satisfaction pertains to relationship of worker with his immediate
superiors. Supervision, as a factor, generally influences job satisfaction.
3. Working conditions
This includes those physical aspects of environment which are not necessary a part of the
work. Hours are included this factor because it is primarily a function of organization,
affecting the individuals comfort and convenience in much the same way as other physical
working conditions.
4. Wage and salaries
This factor includes all aspect of job involving present monitory remuneration for work
done.
It includes all aspect of job which individual sees as potential sources of betterment of
economic position, organizational status or professional experience.
6. Security
It is defined to include that feature of job situation, which leads to assurance for
continued employment, either within the same company or within same type of work
profession.
It includes relationship of worker with the employees specially those employees at same
or nearly same level within the organization.
9. Communication
It includes job situation, which involves spreading the information in any direction within
the organization. Terms such as information of employee’s status, information on new
developments, information on company line of authority, suggestion system, etc, are used in
literature to represent this factor.
10. Benefits
It includes those special phases of company policy, which attempts to prepare the worker
for emergencies, illness, old age, also. Company allowances for holidays, leaves and
vacations are included within this factor.
ETHICAL CULTURE OF ORGANISATION
Organisational culture is the set of assumptions ,beliefs ,values and norms that are shared by an
organisation`s members.
Organisational culture is set of characteristics that are commonly shared by people in the
organisation. Such characteristics may be in the form of assumptions, beliefs, values, and norms
which are known as abstract element of the culture .
COMPONENTS
CHARACTERISTICS
The degree to which employees are encouraged to be innovative and risk taking
2. OUTCOME ORIENTATION:
The degree to which management focuses on result or outcomes rather than on techniques and
processes used on achieving those results or outcomes.
3. PEOPLE ORIENTATION:
The degree to which management decisions take into consideration the effects of outcomes on
people of the organisation.
4. AGGRESSIVENESS:
The extent to which people in the organisation are aggressive and competitive rather than
easygoing.
5. STABILITY:
The extent to which the organisation emphasises in maintaining status quo rather than change.
I. BJECTIVE SETTING
II. WORK ETHICS
III. MOTIVATIONAL PATTERN
IV. ORGANISATIONAL PROCESSES
TYPES OF ETHICAL CULTURE IN ORGANISATION
There are several typologies of culture available in the literature one of the more popular called
the competing values framework.
and participation.
Satisfaction is an individual’s emotional reaction towards the job itself. Thus the primary
objective of the research study is to find out that how far monetary incentives are related
to job satisfaction in an individual’s life.
Research study is also conducted to find out, at which level of job, monetary incentives
are most preferred.
To study the types of monetary benefits that provides satisfaction for a job.
Hypothesis
The study seems to be the observation and a description of the project where we try to find out
the hidden aspect or bring out the concept for further explanation, but some scientific method
and techniques classified it as the research, that’s why the following research methods,
Descriptive research design is a scientific method that is used in this study which helps in
observing and describing the behaviour of a subject without influencing it in any way to obtain a
This design allows observation without affecting normal behaviour. It is also useful because it is
not possible to test and measure the large number of samples needed for more quantitative types
of experimentation
These types of experiments are often used by anthropologists, psychologists and social scientists
to observe natural behaviours without affecting them in any way. It is also used by market
researchers to judge the habits of customers, or by companies wishing to judge the morale of
staff.
Though the results from a descriptive research can in no way be used as a definitive answer or to
disapprove a hypothesis but, if the limitations are understood, they can still be a useful tool in
many areas of scientific and normal study research such as this project.
Type of data
Primary Data
In primary data we had conducted Personal Interview with the Branch Manager of Job
Secondary Data
Secondary data was used for this study as the research design is descriptive in nature so we tried
to collect the data available through other sources on the subject. Some times, primary data is
Sources of data
The following sources are used for collecting the data for this study:
Books
internet
Journals
News papers
Personal sources
DATA ANALYSIS
Never 0%
Rarely 2%
Occasionally 12%
Frequently 28%
always 58%
2
12
Rarely
Occasionally
Frequently
28
58 Always
2. Concerned about the customers and public interest.
Never 0%
Rarely 0%
Occasionally 12%
Frequently 35%
Always 53%
12
Occasionally
Frequently
53 Always
35
3) Having sense of responsibility to the outside community.
Never 0%
Rarely 3%
Occasionally 8%
Frequently 27%
Always 62%
3
8
Rarely
Occasionally
27
Frequently
Always
62
4. .Follow own personal and moral beliefs.
Never 0%
Rarely 2%
Occasionally 15%
Frequently 31%
Always 52%
2
15
Rarely
Occasionally
52 Frequently
Always
31
5) People follow strictly the company's rules and procedures.
Never 0%
Rarely 2%
Occasionally 10%
Frequently 30%
Always 58%
2
10
Rarely
Occasionally
30 Frequently
58 Always
6) People are guided by their own personal ethics.
Never 0%
Rarely 2%
Occasionally 10%
Frequently 30%
Always 58%
2
10
Rarely
Occasionally
30 Frequently
58 Always
7) Makes fair and balanced decisions.
Never 0%
Rarely 3%
Occasionally 12%
Frequently 42%
Always 43%
Column
3
12
Rarely
43
Occasionally
Frequently
Always
42
8) I am satisfied with my organization.
Never 2%
Rarely 3%
Occasionally 8%
Frequently 38%
Always 49%
Coluam
2 3
8
Rarely
49 Occasionally
Frequently
Always
38
Rarely 3%
Occasionally 5%
Frequently 43%
Always 49%
Coluam
3 5
Rarely
49 Occasionally
Frequently
43 Always
10) I am satisfied with my relation to my superiors.
Never 0%
Rarely 10%
Occasionally 10%
Frequently 30%
Always 50%
10
10
Rarely
50
Occasionally
Frequently
Always
40
11) I am satisfied with the nature of my work .
Never 0%
Rarely 8%
Occasionally 10%
Frequently 26%
Always 56%
10
Rarely
Occasionally
Frequently
56
Always
26
12) Discuses business ethics or values with employees .
Never 8%
Rarely 10%
Occasionally 20%
Frequently 16%
Always 46%
10
Never
46 Rarely
Occasionally
20 Frequently
Always
16
FINDINGS
T h e c o mp a n y s ho u ld i n c r e a se it s i nt a k e o f e mp lo ye e s b y r e c r u it ig fr
The company should introduce a mobile recruitment team who can go from places to places
To avoid the drain out of candidates because of less pay, company should give
alary to enhance their performances and company should arrange further workshops for least
Candidates with working experience in any other export company shouldn’t be drained at all
instead should be hired and given training according to the requirement of the
company process.
I n addition to this, employee references are the best source to get skilled candidates.
Jobsites and Online (Consultancies) are the best source to reduce the time and save
This study has focused on the recruitment process of Ethical Culture of Organisation & Job
Satisfaction. The study has been conducted from the employees working for recruitment process
Since the company is at its early stages and since recruitment is carried out on a mass
L
LIMITATIONS OF STUDY
Time duration of the study was less therefore the researcher could not meet with the
Employees were not providing accurate and more information about their organization.
Bibliography
Books: -
Web Sites:-
www.google.com
www.wikipedia.com
APPENDIX
Dear Respondent,
DEMOGRAPHICS
1. NAME : 2. STATUS:
________a) Married
________b) Unmarried
3. Gender : 4. Age:
________a) Female ________a) 20-29
________b) Male ________c) 30-39
________d) 40-49
e)more than 50
Instructions: Below is one statements that talks about your supervisor /boss/leader. Using the 1–
5 scale below, indicate your agreement with each item by ticking (✓) that item. Please be open
and honest in your responding.
company.
3) Having sense of
community.
beliefs.
procedures.
6) People are guided by their
decisions.
8) I am satisfied with my
organization.
with co-workers..
to my superiors.
of my work .