Experiment Title.

- Job Satisfaction Of Employees At ITC

Student Name: nishtha chauhan UID:20mbf5052

Branch: MBA BFE Section/Group: 1/B
Semester:2 Date of Performance:
Subject Name: Research Methodology Subject Code:BFP-673

1. Aim/Overview of the practical:

To find the research gap At ITC

2. Task to be done: Find the research gap of research paper

3- Introduction-
ITC is one of India's foremost private sector companies with a market capitalization of nearly US $ 18 billion and a
turnover of over US $ 4.75 billion. ITC is rated among the World's Best Big Companies, Asia's 'Fab 50' and the World's
Most Reputable Companies by Forbes magazine, among India's Most Respected Companies by Business World and
among India's Most Valuable Companies by Business Today. ITC also ranks among India's top 10 `Most Valuable
(Company) Brands', in a study conducted by Brand Finance and published by the Economic Times.

ITC has a diversified presence in Cigarettes, Hotels, Paperboards & Specialty Papers, Packaging, Agri-Business, Packaged
Foods & Confectionery, Information Technology, Branded Apparel, Personal Care, Stationery, Safety Matches and other
FMCG products. While ITC is an outstanding market leader in its traditional businesses of Cigarettes, Hotels,
Paperboards, Packaging and Agri-Exports, it is rapidly gaining market share even in its nascent businesses of Packaged
Foods & Confectionery, Branded Apparel, Personal Care and Stationery.

As one of India's most valuable and respected corporations, ITC is widely perceived to be dedicatedly nation-oriented.
Chairman Y C Deveshwar calls this source of inspiration "a commitment beyond the market". In his own words: "ITC
believes that its aspiration to create enduring value for the nation provides the motive force to sustain growing
shareholder value. ITC practices this philosophy by not only driving each of its businesses towards international
competitiveness but by also consciously contributing to enhancing the competitiveness of the larger value chain of
which it is a part."

 
 
ITC's diversified status originates from its corporate strategy aimed at creating multiple drivers of growth anchored on
its time-tested core competencies: unmatched distribution reach, superior brand-building capabilities, effective supply
chain management and acknowledged service skills in hoteliering. Over time, the strategic forays into new businesses
are expected to garner a significant share of these emerging high-growth markets in India.

4-Review of literature-
A- Argyris 1957- has emphasized the importance of coordinating the organization-human relationship to
enhance productivity and develop human capital. Focusing on human motivation and its impact on job
satisfaction and productivity, scholars have conducted research on participative management and
empowerment

B- Drucker 1954- Participation is a process in which influence is shared among individuals who are otherwise
hierarchical unequals

C- Locke and Schweiger 1979- Participatory management practices balance the involvement of managers and
their subordinates in information-processing, decision-making, or problem-solving endeavors

D- Daniels and Bailey (1999)- argue the evidence regarding the impact of participative decision making on job
satisfaction has not been consistent. The relationship between participative decision making and job
satisfaction could be nonlinear and contingent on individual and situational variables

E- Spreitzer, Kizilos, and Nason (1997) - argue that the notion of empowerment is derived from theories of
participative management and employee involvement. According to these authors, the basic assumption of
participative management is that sharing managers' decision-making power with employees will enhance
performance and work satisfaction. They maintain that the main issues of the quality-of-life movement are
enhancing employee satisfaction, improving intrinsic motivation, and helping employees to feel good about
their work and jobs. Therefore, job satisfaction was one of the earliest anticipated outcomes of
empowerment.

5-Researchgap-
1.Some of the information might not be given correct up to an extent, due to
confidentially of data by the employees.
 2.we can’t believe on the responses given by the employees.

3.We are unable to measure the quantitative aspects of the company.

4.Inability & unwillingness of the respondents to provide information.

5.Alloted time were not enough to understand the Human Resource of an

organization.

6- Objectives-

1. To identify the facilities provided by ITC in order to increase the level of

satisfaction in employees.

2. To study the level of job satisfaction among ITC employees.

3. To study various To study the reasons of employee loyalty at ITC.

4. To study the opinion of employees towards the working life in ITC.

7- Hypothesis Testing
There are two types of Hypothesis used in my research 

Null Hypothesis-HO.

Alternative Hypothesis-H1

1-
 H0- There are no proper facilities provided by ITC in order to increase the level of satisfaction in
employees

H1- There are proper facilities provided by ITC in order to increase the level of satisfaction in
employees

2-

H0- There are no level of job satisfaction among the employees.

H1- There are level of job satisfaction among the employees.

3-

H0- There are no financial factors that motivate the employees to work with ITC.

H1- There are financial factors that motivate the employees to work with ITC.

4-

H0- There are no factors that favour the reasons of employee loyalty at ITC.

H1- There are factors that favour the reasons of employee loyalty at ITC.

5-

H0- There are no positive opinion of employees towards the working life in ITC.

H1- There are positive opinion of employees towards the working life in ITC.

METHOD OF DATA COLLECTION:

1) Primary Data: “Primary data is the data collected for the first time.”

Primary data sources include the unstructured interview of the concerned authorities &
questionnaire.

2) Secondary Data: “Data collected by some other means like newspapers, reports, magazines, etc.”

Secondary data sources include reports and website of the organization.

Research Method : Survey Method

Research Instrument : Questionnaire

Sampling Plan : 1) Sample Size: 50

2) Sample Unit: EXECUTIVE LEVEL

3) Sample Area: ITC, DEHRADUN

4) Sampling Method: CLUSTER

DATA ANALYSIS AND INTERPRETATION

TABLE-1

Responses of Employees (Sample Size: 50 Employees)

Response

a) b) c) Total Employees

Question

Q1. 35 9 6 50

Q2. 40 6 4 50

Q3. 35 15 - 50
Q4. 45 5 - 50

Q5. 30 12 8 50

Q6. 35 15 - 50

Q7. 40 10 - 50

Q8. 38 12 - 50

Q9. 27 23 - 50

Q10. 25 13 12 50

Q11. 39 11 - 50

Q12. 42 8 - 50

Q13. 45 5 - 50

Q14. 34 9 7 50

Q15. 41 9 - 50

Q16. 37 13 - 50

Q17. 46 4 - 50

Q18. 43 7 - 50

ANALYSIS

1) Job satisfaction in total

TABLE-2

Response No. of employees % of employees

Fully Satisfied 35 70%

Partially Satisfied 9 18%

Not Satisfied 6 12%

Total 50 100%

(2) Satisfaction in terms of salary

TABLE-3

Response No. of Employees % of employees

Fully Satisfied 40 80%

Partially Satisfied 6 12%

Not Satisfied 4 8%

Total 50 100%
GRAPH-2

90%
80%
70%
60%
Fully Satisfied
50%
40% Partially Satisfied
30% Not Satisfied
20%
10%
0%
0 0.5 1 1.5

Awareness of various benefits available to employees

TABLE-4

Response No. of Employees % of employees

Yes 35 70%

No 15 30%

Total 50 100%

GRAPH-3
 80%
70%
60%
50%
Yes
40%
No
30%
20%
10%
0%
0 0.5 1 1.5

4) Relationship between hierarchical status and job satisfaction

TABLE-5

Response No. of employees % of Employees

Yes 45 90%

No 5 10%

Total 50 100%

GRAPH-4
 100%
90%
80%
70%
60%
Yes
50%
40% No
30%
20%
10%
0%
0 0.2 0.4 0.6 0.8 1 1.2

5) Satisfaction with the working environment & conditions

TABLE-6

Response No. of employees % of employees

Fully Satisfied 30 60%

Partially Satisfied 12 24%

Not Satisfied 8 16%

Total 50 100%

GRAPH-5
 70%
60%
50%
40% Fully Satisfied
Partially Satisfied
30%
Not Satisfied
20%
10%
0%
0 0.5 1 1.5

6) Satisfaction vary with age group

TABLE-7

Response No. of employees % of employees

Yes 35 70%

No 15 30%

Total 50 100%

GRAPH-6
 80%
70%
60%
50%
Yes
40%
No
30%
20%
10%
0%
0 0.5 1 1.5

7) Good Human relations increase job satisfaction

TABLE-8

Response No. of employees % of employees

Yes 40 80%

No 10 20%

Total 50 100%

GRAPH-7
 90%
80%
70%
60%
50% Yes
40% No
30%
20%
10%
0%
0 0.5 1 1.5

8) Availability of supervision to employees in ITC

TABLE-9

Response No. of employees % of employees

Yes 38 76%

No 12 24%

Total 50 100%

GRAPH-8
 80%
70%
60%
50%
Yes
40%
No
30%
20%
10%
0%
0 0.5 1 1.5

9) Initiative to employees affects satisfaction

TABLE-10

Response No. of employees % of employees

Yes 27 54%

No 23 46%

Total 50 100%

GRAPH-9
 55%
54%
53%
52%
51%
Yes
50%
49% No
48%
47%
46%
45%
0 0.5 1 1.5

10) Satisfaction of employees towards job security

TABLE-11

Response No. of employees % of employees

Fully Satisfied 25 50%

Partially Satisfied 13 26%

Not Satisfied 12 24%

Total 50 100%

GRAPH-10
 60%

50%

40%
Fully Satisfied
30% Partially Satisfied
Not Satisfied
20%

10%

0%
0 0.5 1 1.5

11) Satisfaction with the work culture of ITC

TABLE-12

Response No. of employees % of employees

Yes 39 78%

No 11 22%

Total 50 100%

GRAPH-11
 90%
80%
70%
60%
50% Yes
40% No
30%
20%
10%
0%
0 0.5 1 1.5

12) Noise and communication problem affects job satisfaction

TABLE-13

Response No. of employees % of employees

Yes 42 84%

No 8 16%

Total 50 100%

GRAPH-12

90%
80%
70%
60%
50% Yes
40% No
30%
20%
10%
0%
0 0.5 1 1.5
13) Suitability of job timings to employees

TABLE-14

Response No. of Employees % of Employees

Yes 45 90%

No 5 10%

Total 50 100%

GRAPH-13

100%
90%
80%
70%
60%
Yes
50%
40% No
30%
20%
10%
0%
0 0.5 1 1.5
14) Satisfaction with the grievance handling procedure

TABLE-15

Response No. of employees % of employees

Fully Satisfied 34 78%

Partially Satisfied 9 18%

Not Satisfied 7 14%

Total 50 100%

GRAPH-14

90%
80%
70%
60%
Fully Satisfied
50%
Partially Satisfied
40%
30% Not Satisfied
20%
10%
0%
0 0.5 1 1.5
15) Management focus towards employee’s needs & demands

TABLE-16

Response No. of employees % of employees

Yes 41 82%

No 9 18%

Total 50 100%

GRAPH-15

90%
80%
70%
60%
50% Yes
40% No
30%
20%
10%
0%
0 0.5 1 1.5

16) Promotion opportunities in ITC

TABLE-17

Response No. of employees % of employees

 Yes 37 74%

No 13 26%

Total 50 100%

GRAPH-16

80%
70%
60%
50%
Yes
40%
No
30%
20%
10%
0%
0 0.5 1 1.5

17) Employer’s degree of faith in employees

TABLE-18

Response No. of employees % of employees

Yes 46 92%

No 4 8%

Total 50 100%
GRAPH-17

100%

80%

60%
Yes
40% No

20%

0%
0 0.5 1 1.5

18) Recognition to employees in ITC

TABLE-19

Response No. of employees % of employees

Yes 43 86%

No 7 14%

Total 50 100%

GRAPH-18
 100%
90%
80%
70%
60%
Yes
50%
40% No
30%
20%
10%
0%
0 0.5 1 1.5

Learning outcomes (What I have learnt):

1.How to frame the Hypothesis of reserach paper

Evaluation Grid (To be created as per the SOP and Assessment guidelines by the faculty):

Sr. No. Parameters Marks Obtained Maximum Marks

1.
2.
3.