Professional Documents
Culture Documents
A Study On Job Satisfaction of Employees in Jio: Summer Training Project Report
A Study On Job Satisfaction of Employees in Jio: Summer Training Project Report
ON
“A STUDY ON JOB SATISFACTION OF EMPLOYEES IN JIO”
SUBMITTED BY
VINAYAK MISHRA
ROLL No: - 2005170700078
UNDER GUIDEANCE OF
Miss. FALAK TANZEEM
Assistance Professor
KIPM- COLLEGE OF
MANAGEMENT, Sector-9,GIDA
GORAKHPUR (UP)
DECLARATION
I would like to pay my sincere thanks to Dr. Jaibeer Pratap Singh head of
the department of MBA KIPM - College of Management GIDA for providing
me such a marvelous opportunity for doing the project report, and I escalate
a heart felt regards to our Diretor sir Dr. Deepak Kumar Srivastava for
giving me essential hands in concluding this work.
I pay my heartiest thanks to my project guide Miss. Falak Tanzeem & and
other faculty member whom I always found supporting me at times when I
was in trouble. He is very supporting and helping without him I would not
have complete my project report successfully.
I would also like to thank all those who directly or Indirectly helped me in
the completion of my project work. Last but not the least I thank GOD for
being with me all the time, throughout completion of the given task.
DATE:
In this project report every possible effort has been made to highlight the major aspects related to the
topic by a comprehensive study of literature and by survey information.
To make it easier different tabular and diagrammatic approach has been used which help in
understanding the theme. It gives brands, a market image as well as depicts phase of their life cycle to
understand the company value in a better way.
Survey report and secondary data are an important document and contains information that can be
used to find out what are the findings of the research. I have tried my best to explore the truth in my project
reality regarding the survey and understanding practical way of working.
TABLE OF CONTENTS
7
TABLE OF GRAPHS
QUESTIONNAIRE FIGURES
FIG 4.1 70
FIG 4.2 71
FIG 4.3 72
FIG 4.4 73
FIG 4.5 74
FIG 4.6 75
FIG 4.7 76
FIG 4.8 77
FIG 4.9 78
FIG 4.10 79
8
EXECUTIVE SUMMARY
9
The project describes a project undertaken for JIO LTD, to study the Job Satisfaction of the
employees in the organization.
Job satisfaction in regards to one’s feeling or state of mind regarding nature of their work. Job
can be influenced by variety of factors like quality of one’s relationship with their supervisor,
quality of physical environment in which they work, degree of fulfillment in their work, etc.
Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards
job has been defined variously from time to time. In short job satisfaction is a person’s attitude
towards job.
Job satisfaction is an attitude which results from balancing & summation of many specific likes
and dislikes experienced in connection with the job- their evaluation may rest largely upon one’s
success or failure in the achievement of personal objective and upon perceived combination of
the job and combination towards these ends.
In any organization it is important to keep a record that the employees are satisfied with their job.
As if the employees are happy and satisfied with their job it would help the organization to
prosper and gain success throughout.
The study was done with the help of Primary as well as Secondary data. Primary was collected
through questionnaire and Secondary data was collected through internet and books.
The topic chosen JOB SATISFACTION was aimed for the betterment of organization in terms
of quality as well as quantity.
10
Chapter -1
INTRODUCTION
11
INTRODUCTION
Human resource is considered to be the most valuable asset in any organization. It is the sum-
total of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes
of the employed persons who comprise executives, supervisors and the rank and file employees.
It may be noted here that human resource should be utilized to the maximum possible extent, in
order to achieve individual and organizational goals. It is thus the employee’s performance,
which ultimately decides, and attainme]nt of goals. However, the employee performance is to a
large extent, influenced by motivation and job satisfaction.
The term relates to the total relationship between an individual and the employer for which he is
paid. Satisfaction does mean the simple feeling state accompanying the attainment of any goal;
the end state is feeling accompanying the attainment by an impulse of its objective. Job
satisfaction does mean absence of motivation at work. Research workers differently described
the factors contributing o job satisfaction and job dissatisfaction.
The survey made regarding the job satisfaction in JIO will facilitate and enables the management
to know the perceptions and inner feelings regarding the job they are performing on day-to-day
basis. The term job satisfaction reveals and focuses on the likes and dislikes of the employees of
JIO. In this particular study the researchers tries to identify the causes for satisfaction and
dissatisfaction among the employees. So this is the most effective and selective instrument for
diagnosing and peeping into the employee’s problems.
Job satisfaction survey can give the most valuable information the perceptions and causes. For
satisfaction/dissatisfaction among the employees attitude towards job satisfaction may be either
positive or negative. This positive feeling can be re-in forced and negative feelings can be
rectified. This survey can be treated as the most effective and efficient way, which makes the
workers to express their inner and real feelings undoubtedly.
For any future course of action/ development, which involves employee’s participation, is
considered. The management will get a picture their employee’s acceptance and readiness. This
survey also enables to avoid misinterpretations and helps management in solving problems
effectively. It is observed during study some of the employees accepted the proposal survey
12
research. A perfectly contentment and satisfaction motivates an employees to be confident with
a high morale, it is an asset to organization as a whole.
Thus the high motivation and morale of an employee make him to remain in the organization and
encourage him to face cut throat competition and gives him enough dynamism to face
challenges.
Every human being possess him own unique resource, if properly channels it by supportive and
supplement, ultimately for achieving organization goals.
As proper breathing and diet is necessary to healthy human being so as is contentment to the job
satisfaction. This contentedness ultimately acts as a key factor to human resource development.
Definition
13
Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation
to work. It is not the self-satisfaction, happiness or self-contentment but the satisfaction on the
job.
Job satisfaction is defined as the, “pleasurable emotional state resulting from the appraisal of
one’s job as achieving of facilitating the achievement of one’s job values.
14
The primary objective of this study is to study the job satisfaction level with respect to
Salary and other employee Benefits of JIO Ltd.
Suggest measures, which might help the organization in improving the “job satisfaction”
level among the employees.
To Study the working environment and the problems faced by the employees in JIO.
To identify the extent of job satisfaction in the JIO employees and its impact on the job
performance of the employees.
15
In the survey an attempt has been made to analyze the job satisfaction of employees of JIO,
Lucknow.
The Head Office of the JIO is situated at New Delhi with as Circle Office in the Capital of
Andhra Pradesh and a Divisional Office at Warangal District. The study tries to understand
the level of satisfaction among the employees of JIO. It further explains the area on which
employees are mostly dissatisfied.
Job satisfaction of the employees has been analyzed on the basis of the following seventeen
job related factors.
RESEARCH METHODOLOGY
The study was conducted at JIO Ltd. Lucknow branch. In the preparation of this report, the researches of
the data are done from different sources. The sources of data as follows:
16
Primary data: This data is gathered from first hand information sources, the data collection from
employees, managers, clerks etc., by administrating the questionnaire having face to face
interaction with employees of JIO Lucknow.
Secondary data : This will give the theoretical basis required for the report presentation which
can be available from various sources such as magazines, office files, inter office manual and web
site.
Data, which is gathered by administering questionnaires, was processed in simple manner to determine
the level of satisfaction among employees. Every response was assigned some score based on this overall
satisfaction level was determined.
Data collected is carefully tabulated and analyzed by using satisfaction methods and also various graphs
are used.
SAMPLING METHODOLOGY
Sampling Technique:
17
Initially, a rough draft was prepared keeping in mind the objective of the research. A pilot study
was done in order to know the accuracy of the questionnaire. The final questionnaire arrived
only after certain important changes were done. Thus my sampling came out to be judgmental
and continent.
Sampling Unit:
The respondents who were asked to fill out questionnaires are the sampling units. These
comprise of the employees of JIO LTD.
Sampling Size: 20
18
Due to the limitation of time the study could not be made more detailed.
Due to confidentiality of some information accurate response was not revealed by some
of the respondents.
Respondents have marked the answers in the questionnaire which may be sociaaly
incorrect irrespective of their actual feeling.
19
Chapter – 2
Telecom in India
Telecom in India was started by private persons in 1851 as “Public Utility Service”.
Subsequently it was taken over by Govt. of India in 1943 as department of Telecommunication;
it functions under the communication ministry headed by a Cabinet Minister. The office is
situated at New Delhi, having circle offices in all states in India. The circle office is located at
the capital city of the every district of all states under supervision of General Manager. It is
20
world’s 7th largest company and India’s No.1 Telecom Company and celebrating 150 years of
Telecom Services.
The JIO is formed on 1st October 2000. The JIO is the largest public sector, serving more than 35
million customers and with a work force of 4,50,000 offices and employees, for its maintenance
and operation. With the successful launch of JIO’s WLL, Mobile and Broadband services all
over the country. It has the responsibilities to improve already quality of telecom services
expansion of telecom network, taking telecom services in all the villages and instilling
confidence amongst its customers.
The company with a sound financial base is ready to face the impact of the upcoming
competition. JIO has received an overwhelming response to its simultaneous launch of cellular
mobile Telephone Services (CMTS) across the country. The introduction of DSL technology in
the access network will be another solution to meet the demand for high bandwidth considerably.
Other technological innovations in the form of Managed Leased Line Networks (MLLN),LMDs
DLCs AND RLC in the access network are in different phases of implementation.
Commissioning of DWDM in the main routes through “Sanchar Sagar Project “ has laid the
foundation for the formation of National Information Super Highway. Introduction of Internet
Telephony (“WEBPHONE”) has proved our commitment towards “Providing World-class
Telecom Services at a very affordable price to its valued customers.
Today , JIO have a strong network of 100% digitalized exchanges interconnected by 100%
reliable transmission media. They serve 1,05,989 landline customers through 117 exchanges.
JIO commissioned a state of the art Digital Trunk Automatic Exchange of 12,000 lines capacity
exclusively for long distance traffic, introduced Intelligent Network Services (India Telephone
Cards, Free Phone Services, Teleporting, etc.,) recognize digital exchanges of latest technology
in the trinity so as to offer Comtrex facility all over the city.
Background
The Indian Telecommunications network with 203 million connections is the third
largest in the world and the second largest among the emerging economies of Asia.
Today, it is the fastest growing market in the world. The telecommunication sector
continued to register significant success during the year and has emerged as one of the
21
key sectors responsible for India’s resurgent India’s economic growth.
Telecom sector accounts for 1 percent of India’s GDP. Likely to double in 2-
3 years.
Telecom services contribute 30 percent to India’s total service tax revenue
The Indian telecom sector gives direct employment to more than 4,00,000
people, compared to about 6,00,000 people in China.
Not just the enabler of software, BPO and ITeS companies, it is also the
lifeline of a fast growing E-commerce space.
State-of-the-art telecom infrastructure has led to the rise of cities like Mysore,
Mangalore, Jaipur, Ahmedabad, Kochi on the software services map.
This has helped spread the benefits of a booming Indian economy to beyond
metros and large cities, and wealth creation is happening in tier-2 cities.
Growth
The sector, which was growing in the range of 20 to 25 per cent up to the year 2002-03,
has moved to a higher growth path of an average rate of 40-45 per cent during the last
two years.
22
Indian Telecom Subscriber Annual Growth Rate
45
42.4
40 40
35
30 29
27.7
25 24.7 25.2 24.7 24
22 22 21.9 21.2
20
17 18
15 15
10
5
0
FIG: 1.1
This rapid growth has been possible due to various proactive and positive decisions of
the Government and contribution of both by the public and the private sector. The
rapid strides in the telecom sector have been facilitated by liberal policies of the
Government that provide easy market access for telecom equipment and a fair regulatory
framework for offering telecom services to the Indian consumers at affordable prices.
Teledensity
The telecom sector has shown robust growth during the past few years. From a
Teledensity of mere 0.5 per cent in the year 1989, it has grown to double digit in the year 2005.
23
India's Growing Teledensity
25
22
20
15
11.4
10
5 5.1
3.6
2.3
1.1 1.6
0.6 0.8
0 0.5
89-91 91-93 93-95 95-97 97-99 99-01 01-003 03-005 05-007 07-009
FIG: 1.2
Buoyed by the better-than-expected teledensity in 2005 (11.4 per cent against 8.6 per
cent in 2004) due to the mobile boom in India, Department of Telecommunications
(DoT) has revised the upwards the target of 22 per cent teledensity by 2007.
Internet Services
Internet services were launched in India on August 15, 1995. In November 1998 the
government opened up the sector to private operators. A liberal licensing regime was put
in place to increase Internet penetration across the country. Though a large number of
24
Internet Service Providers (ISPs) has been licensed (389) to operate Internet service today, just
the top 20 ISPs service 98 per cent of subscribers.
Similarly, while internet telephony is permitted to 128 ISPs, only 32 actually provide the
service. The slow growth of internet and broadband will make the target of 18 million
internet subscribers and 9 million broadband connections by 2007 tough to achieve.
The growth of IP telephony or grey market is also a serious concern. Government loses revenue,
while unlicensed operation by certain operators violates the law and depletes licensed operators
market share.
New services like IP-TV and IP-Telephony are becoming popular with the demand likely
to increase in coming years. The scope of services under existing ISP license conditions
are unclear.
2% 1% 5%
5%
6%
44%
7%
9%
19%
FIG: 1.3
Internet subscribers stood at 8.6 million for the quarter ending 31st December 2006, registering an
increase of 6.00 per cent. The growth trend during the quarter is positive as compared with last
quarter where it was 5.02 per cent. The total Internet subscribers increased from 6.7 million at
the end of December 2005 to 8.6 million at the end of December 2006 registering a growth of
28.03 per cent.
25
JIO Ltd (JIO) has retained its top position and reported a subscriber base of 38.12 Lakhs Internet
subscribers against 3.55 million during the last quarter. Mahanagar Telephone Nigam Limited
(MTNL) has retained second position with a subscriber’s base of 1.66 million. Sify Limited is
third with a base of 8,06,000 subscriber.
Major Players
7%
8% 20%
Reliance
Bharti Airtel
10% BSNL
Hutch
TTSL
IDEA
Others
21%
16%
18%
FIG: 1.4
Company profile
JIO Ltd. formed in October, 2000, is World's 7th largest Telecommunications Company
providing comprehensive range of telecom services in India: Wire line, CDMA mobile, GSM
26
Mobile, Internet, Broadband, Carrier service, MPLS-VPN, VSAT, VoIP services, IN Services
etc. Within a span of five years it has become one of the largest public sector unit in India.
JIO has installed Quality Telecom Network in the country and now focusing on improving it,
expanding the network, introducing new telecom services with ICT applications in villages and
wining customer's confidence. Today, it has about 47.3 million line basic telephone capacity, 4
million WLL capacity, 20.1 Million GSM Capacity, more than 37382 fixed exchanges, 18000
BTS, 287 Satellite Stations, 480196 R km of OFC Cable, 63730 R km of Microwave Network
connecting 602 Districts, 7330 cities/towns and 5.5 Lakhs villages.
JIO is the only service provider, making focused efforts and planned initiatives to bridge the
Rural-Urban Digital Divide ICT sector. In fact there is no telecom operator in the country to
beat its reach with its wide network giving services in every nook & corner of country and
operates across India except Delhi & Mumbai. Whether it is inaccessible areas of Siachen
glacier and North-eastern region of the country. JIO serves its customers with its wide bouquet
of telecom services.
JIO is numero uno operator of India in all services in its license area. The company offers wide
ranging & most transparent tariff schemes designed to suite every customer. JIO cellular service,
CellOne, has more than 17.8 million cellular customers, garnering 24percent of all mobile
users as its subscribers. That means that almost every fourth mobile user in the country has
a JIO connection. In basic services, JIO is miles ahead of its rivals, with 35.1 million Basic
Phone subscribers i.e. 85 per cent share of the subscriber base and 92 percent share in revenue
terms.
JIO has more than 2.5 million WLL subscribers and 2.5 million Internet Customers who access
Internet through various modes viz. Dial-up, Leased Line, DIAS, Account Less Internet(CLI).
JIO has been adjudged as the NUMBER ONE ISP in the country. JIO has set up a world class
multi-gigabit, multi-protocol convergent IP infrastructure that provides convergent services like
voice, data and video through the same Backbone and Broadband Access Network. At present
there are 0.6 million DataOne broadbandcustomers.
The infrastructure asset on telephone alone is worth about Rs.630,000million (US $ 14.37
billion). JIO plans to expand its customer base from present 47 millions lines to 125 million
lines byDecember 2007 and infrastructure investment plan to the tune of Rs. 733 crores (US$
16.67million) in the next three years.
27
The turnover, nationwide coverage, reach, comprehensive range of telecom services and
thedesire to excel has made JIO the No. 1 Telecom Company of India.
Interesting Facts
28
There are 2 million JIO mobile connections in rural India(a record, no other connection is
as famous as JIO in rural areas) .
JIO supplies phone lines to all other network such as Airtel,Vodafone etc.
More than 50% of the international calls coming to India, use Reliance network.
India’s No. 1 wireless service provider with more than 50 million customers.
The only Mobile service available through out the country including Jammu and
Kashmir and North Eastern states like Arunachal Pradesh, Nagaland, Mizoram etc.
ASPIRATION
29
Be the leading Telecom Service Provider in India with global presence.
Create a customer focused organisation with excellence in sales, marketting and customer
care.
30
JIO is basically a telecom (land line) service provider. But now a days apart from these services,
the operations of the company has been diversified into several arenas such as 3G,customer
care,call centres, mobile services,etc.
Vision of JIO
31
To become the largest telecom Service Provider in Asia.
Mission of JIO
To Provide world class telecom infrastructure in its area of operation and to contribute to
the growth of the country's economy.
32
1. Products of JIO
JIO LANDLINE
JIO MOBILE
POSTPAID
PREPAID
UNIFIED MESSAGING
GPRS/WAP/MMS
DEMOs
TARIFF
JIO WLL
INTERNET SERVICES
NETWORK
BROADBAND
WI- F I
CO-LOCATION SERVICE
JIO WEB HOSTING
DIAL UP INTERNET
SMS& BULK SMS
JIO BROADBAND
JIO MPLS-VPN
ISDN
LEASED LINE
INTELLIGENT NETWORK
33
FREE PHONE SERVICE
PREMIUM RATE SERVICE
INDIA TELEPHONE CARD
VIRTUAL PRIVATE NETWORK (VPN)
VOICE VPN
UNIVERSAL NUMBER
UNIVERSAL PERSONAL NUMBER
TELE VOTING
VIDEO CONFERENCING
AUDIO CONFERENCING
TELEX/ TELEGRAPH
EPABX
EPABX
FREE EPABX
CENTREX
HVNET
INMARSAT
TRANSPONDER
2. Services of JIO
34
When it comes to connecting the four corners of the nation, and much beyond, one solitary name
lies embedded at the pinnacle - JIO. A company that has gone past the number games and the
quest to attain the position of a leader . It is working round the clock to take India into the future
by providing world class telecom services for people of India. JIO is India's no. 1 Telecom
Service provider and most trusted Telecom brand of the Nation.
Driven by the very best of telecom technology from chosen global leaders, it connects each inch
of the nation to the infinite corners of the globe, to enable you to step into tomorrow.
The Plain old, Countrywide telephone Service through 32,000 electronic exchanges. Digitalized
Public Switched Telephone Network (PSTN) with a host of Phone Plus value additions.
JIO launched DataOne broadband service in January 2005 which shall be extended to 198 cities
very shortly. The service is being provided on existing copper infrastructure on ADSL2
technology. The minimum speed offered to the customer is 256 Kbps at Rs. 250/- per month
only. Subsequently, other services such as VPN, Multicasting, Video Conferencing, Video-on
Demand, Broadcast etc will subsequently be added.
Internet
35
Keeping the global network of Networks networked, the countrywide Internet Services of JIO
under the brand name includes Internet dial up/ Leased line access, CLI based access (no account
is required) and DIAS service, for web browsing and E-mail applications. You can use your
dialup sancharnet account from any place in India using the same access no '172233' , the facility
which no other ISP has. JIO has customer base of more than 1.7 million for sancharnet service.
JIO also offers Web hosting and co-location services at very cheap rates.
ISDN
36
Integrated Service Digital Network Service of JIO utilizes a unique digital network providing
high speed and high quality voice, data and image transfer over the same line. It can also
facilitate both desktop video and high quality video conferencing.
Intelligent Network
Intelligent Network Service (In Service) offers value-added services, such as:
Tele-voting
I-Net
India s x.25 based packet Switched Public Data Network is operational in 104 cities of the
country. It offers x.25 x.28 leased, x.28 Dial up (PSTN) Connection) and frame relay services.
37
Leased Lines & Datacom:-
JIO provides leased lines for voice and data communication for various application on point to
point basis. It offers a choice of high, medium and low speed leased data circuits as well as dial-
up lines. Bandwidth is available on demand in most cities. Managed Leased Line Network
(MLLN) offers flexibility of providing circuits with speeds of nx64 kbps upto 2mbps, useful for
Internet leased lines and International Principle Leased Circuits (IPLCs).
38
JIO’s GSM cellular mobile service Cellone has a customer base of over 5.2 million. JIO Mobile
provides all the services like MMS, GPRS, Voice Mail, E-mail, Short Message Service (SMS)
both national and international, unified messaging service (send and receive e-mails) etc. You
can use JIO Mobile in over 160 countries worldwide and in 270 cellular networks and over 1000
cities/towns across India. It has got coverage in all National and State Highways and train routes.
JIO Mobile offers all India Roaming facility to both pre-paid and post-paid customers (including
Mumbai & Delhi).
39
This is a communication system that connects customers to the Public Switched Telephone
Network (PSTN) using radio frequency signals as a substitute for conventional wires for all or
part of the connection between the subscribers and the telephone exchange.
Countrywide WLL is being offered in areas that are non-feasible for the normal
network.
40
JIO National Awards 2006 ceremony was held on the occasion of World Telecom Day on
17th May 2006 at New Delhi.
Awards were given by Hon’ble Minister of State for Communications & IT Dr. Shakeel
Ahmed. Also present on the occasion were Secretary DoT Dr. J.S Sharma, CMD JIO
Shri. A.K Sharma, Director Operations JIO Shri. J.R Gupta and other dignitaries.
Awards such as Bharat Sanchar Doot AtiVishist Sanchar Seva Padak, Best Maintained
Telecom System, Best Improved Telecom System and Telegraph Awards are given on
this occasion.
Achievements/Milestones:-
41
Since JIO's formation on October 1, 2000 up to September 2001, significant growth has been
achieved in almost all the infrastructural parameters:
42
The corporate structure of JIO Board consists of CMD and five full time Directors. Human
Resources Planning and Development, new services, operations, financial, commercial and
marketing who manage the entire gamut of JIO. There are two government nominees on the
time Board of directors of the JIO.
With a corporate philosophy that human resources as the most prized assets of the
organization. It’s natural for JIO to continually to plan, recruit, train, develop and apprise of the
organization have build up a strong base for the conducting the business activities. In that order
JIO believes in the following:
JIO has a vast reservoir of highly skilled and expertise work force about 4,50,000
personnel.
JIO believe that their staff is one of the best trained man owed in the telecom sector is the
biggest asset of the organization.
The organization believes that their future depends on our staff that provides service to
valued customers and says to touch with them.
To meet the technological challenges, employees are trained for technology up gradation,
modernization, computerization etc. in JIO’s training centers spread across country.
These centers are properly equipped with the requisite infra structure facilities such as
lecture rooms, modern audio visual aids, libraries, hostels etc.
Different curriculum run in these centers to import technology based training for
additional change, basic education and skill development programmes etc.
43
TABLE: 1.1
Company HR Policy
44
Motivation
Training
Wage & Salary
Performance appraisal
Sources Of Recruitment
45
External
External sources
Management consultant
Advertisement
Management institute
Recomendentaion
Deputation personnel
Selection process
Job analysis
Initial screening
Application bank
Test
Interview
Reference check
Medical final and job offer
MOTIVATION
46
The job of a manager in the workplace is to get things done through employees. To do this the
manager should be able to motivate employees. But that's easier said than done. Motivation
practice and theory are difficult subjects, touching on several disciplines. In spite of enormous
research, basic as well as applied, the subject of motivation is not clearly understood and more
often than not poorly practiced. To understand motivation one must understand human nature
itself. And there lies the problem. In B.S.N.L as we all know that it’s a government organization
so they not give such motivational package which an employee get in private organization. But
without motivation package no employee give their maximum to the organization .some
motivational package which B.S.N.L give there employee is:-
Promotion
Transfer
EMPLOYEE TRAINING
47
Employee training is the planned effort of an organization to help employees learn the job related
behaviors and skills they will need to do their job properly. It is a set of planned activities that
the organization will have their employees complete in order to increase their job knowledge and
skills and to have them get accustomed to the attitudes and social atmosphere of the company. It
will help the employee to be familiar with the goals of the organization and the job requirements.
There are typical steps that go into a training program. These are outlined below.
In order to conduct an assessment there are some analyses that must be done.
Implement Training Methods: Now that the analysis has been done, the training method needs
to be chosen. The two most frequently used training methods include:
48
Lecture: Lecture involves one-way communication, from instructor to learner - the
learner is passive in the process.
Simulations: This sort of training involves an employee being placed into a simulated
situation of what may occur in real on-the-job situations. Techniques include Case
studies where trainees analyze a problem outlined in a report and offer solutions; role
playing where simulated roles are acted out; and behavioral modeling where trainees
observe proper work behavior and then role play it. Part of the implementation of the
training is making sure that the training is actually teaching the employees the skills they
will need - this is known as the Transfer of Training. A more technical definition is: the
extent to which the knowledge, skills or attitudes learned in the training will be used or
applied on the job. There are ways to increase the probability of what employees are
being trained will really relate to their actual job behavior. To do this, one can maximize
the similarity between the training situation and the job situation, provide a variety of
examples when teaching skills and reward trained behaviors and ideas on the job.
49
absenteeism and turnover and customer satisfaction. Soft data is items such as
job satisfaction, teamwork, and organizational commitment on the part of the employees.
Performance appraisal
50
Performance appraisal
In the JIO performance appraisal doesn’t play a great role reason behind that it is a government
organization but it’s a important part of organization. In JIO every employee has a service book
which is written by his senior if employer not do his duty well then his senior mark in his service
record book which create problem for gating promotion etc.
Performance appraisal: JIO limited follows different types of method
toevaluate his employee performance and accordingly they provide incentives and perkto
them as well as promotion and pay rise. ITI also get done its HR audit during periodof
2002 to 2005 which included many of its office along with head quaters.
51
The Company introduced new recruitment policies and practices and whether they were
adequate.
Well defined, fair and transparent career progression policies and practices were in Place
Clearly defined and effective conduct and disciplinary rules were in place.
An adequate exit policy had been formulated and implemented by the company.
But the finding which came out was something different than the thinking of management. The
committee has given emphasis on the need of regular staff training, staff norms and heavy
investment to upgrade the knowledge base of employees.
There were many personnel in different parts of organization who were ideal and required to be
deployed to be utilized effectively.
It also keeps record of its employee in form of annual confidential report(ACR) which is used to
compare with the target set for them by the company.
The company also follows “open review system” for judging the performance of individuals. In
this system, the superior officer discusses the self appraisal submitted by his/her subordinate so
as to make the appraisal of his/her performance totally transparent.
52
In private organization employee generally get much more than that an employee
of public organization but the difference comes in benefits that public employee receives.
Despite of huge profit, good public image, best among PSU it pays less to its employee
than other PSU.
If we compare it with other PSU in its field like JIO, MTNL and TCIL then also its wage rate is
low. According to analyst the wage rate is set in comparison with profit earned by company and
wage rate of that industry.
SWOT ANALYSIS
Strengths
53
JIO has fully integrated IP-enabled infrastructure platform thus implying application
convergence, service convergence and network convergence.
It has been successful in building right alliances in the form of network alliances with Ericsson
and Cisco Systems, IT alliances with HP Compaq, interconnecting alliances. Thus
it can focus on its main business of marketing its service JIO has been able to maintain a strong
distribution capability. It has a selling capacity of 25 million per annum as compared
to Nokia’s 20 million per annum.
Weaknesses
The JIO network does not deliver on the Quality of Service parameters as decided by Telecom
Regulatory authority of India (TRAI). Due to this it suffers from high call dropping rates and a
reduction in brand equity.
54
JIO has a major presence only in C’ Circle. It needs to establish itself also in other circles so that
it can compete with player like Bharti on a national scale.
Opportunities
A strong economy and a growing market: The Indian telecommunication industry is amongst
the fastest growing telecom markets in the world and is poised to deliver solid growth as a result
of several economic reforms that have lead to strong GDP growth pegged at
approximately 9.1%for FY 2007-08. Increasing per capita income supported by increased
55
consumption is resulting in a greater-than-proportionate impetus for telecom growth. As India
still remains one of the lowest penetrated markets, it is one of the most attractive telecom
markets in the world today.
New technologies and paradigms: The trend towards adoption of Next Generation
Networks (NGN) is global and the discussions in India are still at a preliminary
stage. Technologies like Triple Play, wherein a single cable can deliver voice, data,
video on demand and IPTV provide u s w i t h a u n i q u e o p p o r t u n i t y t o a n
i n t e g r a t e d p l a y e r w h o i s w e l l p o s i t i o n e d t o d e l i v e r t h i s service.
Threats
Regulatory decisions and changes: On the regulatory front, reduction in the entry
fee and the annual license fee for National Long Distance and International Long Distance
(ILD), combined with the impending implementation of Carrier Access Code (CAC) would lead
to greater competition in the Long Distance Segment. The implementation of Carrier Access
Code would make it easier for the customers to choose their long distance carrier, regardless of
56
access provider. A focus on offering value-for-money services to consumers would stand to gain
from the introduction of CAC.
In order to manage efficiently and better way U. P. Telecom Circle was bifurcated on 01.04.1995
into two separate Circles viz. U. P. (East) Telecom Circle with Headquarter at Lucknow and U.
P. (West) Telecom Circle with Headquarter at Dehradun ( at Present Meerut).
57
The Circle is headed by an officer of the rank Chief General Manager and is assisted by one
PGM(D) and nine General Managers for Operation, Mobile Services (03 GMs), Marketing, NC,
Business Development, Land & Building, WLL, Telegraph and Finance and two Chief
Engineers(Civil and Electrical) at headquarter. Apart from this there are one Principal General
Manager for Lucknow , Thirteen GM in Major Telecom District and Nineteen Telecom District
Managers at minor Telecom District in the field. Total around 16 thosand employees are there to
58
Chapter - 3
JOB SATISFACTION
At
JIO
JOB SATISFACTION
59
Limelight on job satisfaction was brought by Hop pock in 1935. He reviewed 32 studies on job
satisfaction. Prior of 1933 the job satisfaction is combination of psychological, physiological
and environmental circumstances that course to say truthfully that “I am satisfied with my job.”
The success of any organization depends on the effective utilization and motivation of human
resources.
Job satisfaction is derived from the Latin words “Satis” and “facere”, which means “enough and
to do” respectively. Job satisfaction refers to an employee’s general attitude towards his job.
Situational Factor.
Individual Characteristics.
Group and social relationship outside the job.
Job satisfaction is the ultimate function of all these and many individual attitudes put together.
Many thinkers consider it a collective force and not an unitary phenomenon.
Every individual has some needs and desires that need to be fulfilled. Any job, which fulfils
these needs, provides satisfaction. Satisfaction is one’s contentment job that induces motivation
and interest in work, which creates pleasure or happiness from job. Hence satisfaction plays a
vital role in every aspect of individual’s life, without satisfaction in life it becomes very difficult
to survive.
MEANING
The term job satisfaction refers to an employee’s general attitude towards his job.
60
Job satisfaction is the favorableness or un-favorableness with which employees view
their work.
In order to understand job satisfaction, perhaps the first step should be to demarcate the
boundaries among such terms as attitudes motivation and morale.
A job is an important part of life. Job satisfaction influences one’s general life
satisfaction.
The result is that satisfaction arises from a complex set of circumstances in the same way
the motivation does.
61
Accept necessary changes without resentment or resistance.
Promotes the interest of the workers in the organization.
THEORIES
There are vital differences among experts about the concept of job satisfaction. Basically, there
are four approaches/ theories of job satisfaction.
62
They are:
Fulfillment theory
Discrepancy theory
Equity theory
Two-factor theory
Fulfillment theory
The main aim of this theory is to measure satisfaction in terms of rewards a person receives or
the extent to which his needs are satisfied. Job satisfaction cannot be regarded merely as a
function of how much a person receives from his job but it is the strength of the individual’s
desire of his level of aspiration in a particular area.
63
The main difficulty in his approach as observed by willing is that job satisfaction is not only a
function of what a person receives but also what he feels he should receive, as there would be
considerable difference in the actual and expectations of persons.
Discrepancy Theory
The proponents of this theory is that satisfaction is the function of what a person actually
receives from his job satisfaction and what he thanks receives or expects to receive.
This approach does not make it clear whether or not over satisfaction is a part of dissatisfaction
and if so, how it differs from dissatisfaction.
Equity Theory
The proponents of this theory are of the view that a person’s satisfaction determined by his
perceived equity which in from is determined by his input-output balance when compared to
others input-output balance. Input-output balance is the perceived ratio of what a person
received from his job relative to what he contributes to the job.
Two-Factor Theory
This theory was developed by Herzberg, Manusner, Paterson and Capwell who identified certain
factors as satisfiers and dissatisfies.
64
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 the
factors such as supervision salary, working conditions etc are dis-satisfiers the absence of which
cause dissatisfaction however their presence does not result in job satisfaction.
This theory is considered invalid as a person can get both satisfaction and dissatisfaction at the
same time.
According to Abraham A. Kumar there two types of variables, which determine the job
satisfaction of an individual. These are:
Organization Variables
Personal Variables
65
Organization variables:
Occupational Level : The higher the level of the job, the greater the satisfaction of the
individuals. This is because, higher level of jobs carry greater prestige and self-control.
This relationship between occupational level and job satisfaction stems from social
reference group theory in our society values some jobs more than others. Hence people in
values like them more than those who are in non-valued jobs. The relationship may also
stem from the need fulfillment theory.
Job content: Greater the variation in job content and less the repetitiveness with which
the tasks must be performed, the greater the satisfaction of the individuals involved.
Since job content in terms of variety and nature of tasks called for is a function of
occupational level. The theoretical arguments given above apply here also.
Considerate Leadership: People to be treated with consideration. Hence considerate
leadership results in higher job satisfaction than in considerate leadership.
Pay and Promotional opportunities: All other things being equal these two variables
are positively related to job satisfaction.
Interaction among Employees: Here the question is, when interaction in the work group
is a source of job satisfaction and when it is not.
It results in the cognition that other person’s attitudes are similar to ones own since, this
permits are ready calculability of the others behavior and constitutes a validation of one’s
self.
It results in being accepted by other and
66
It facilitates and achievement of goals.
Personal Variables
For some people, it appears that most jobs will be dissatisfying irrespective of the organizational
conditions, where for other most jobs will be satisfying personal variable for this difference.
Age
Educational Level
Role perception
Sex
67
Chapter - 4
DATA ANALYSIS
68
FINDINGS
Besides several other factors the economic development of a country depends upon the effective
functioning of employees. In order to achieve this the superiors and the state should take
necessary steps for the satisfaction of employees in their respective jobs.
Almost all the employees are satisfied with the wages paid to them.
70% of the employees feel that there should be an incentive wages scheme for efficient
work in the organization.
Employees are satisfied with the present working conditions and feel secure about their
job.
70% of the employees feel that the management is sympathetic to some extent in their
problems faced at workstation,
Employees are satisfied with the facilities provided to them and are free to express their
views freely to the management.
Supervisors are ready to clear the doubts and help in improving their performance.
70% of the employees feel that the company policies really protect their interests.
50% of the employees are satisfied with the present management setup.
60% of the employees feel that the company policies should be changed.
Employees are satisfied with the training provided to them in improving their
performance.
Medical, educational and housing loans are the financial benefits provided to the
employees by the organization.
Overall the employees of JIO are having a very high job satisfaction and hence they are working
with great enthusiasm and zeal to achieve their organizations goal.
69
SUGGESTIONS
Management should recognize talents and encourage them to grow in the organization.
Some of the policies of the company should be changed according to the employees of
the company.
Majority of the employees feel that there should be an incentive wage scheme for
efficient work in the organization.
The management should be more helpful and sympathetic towards the problems faced by
the workers at the workstation.
The company can organize trips, family meet and fun at work.
Organization can try and increase the level of workers participation in decision making.
More attention should be given for overall development of employees welfare facilities.
70
CONCLUSION
Job satisfaction is a positive approach about one’s job resulting from an evaluation of its
characteristics. Job satisfaction represents an attitude rather than behavior. They believe that
satisfied employees are more productive than unsatisfied employees. A person with a high level
of job satisfaction holds positive feelings about the job. When people speak of the employee
attitudes more often than not they mean job satisfaction.
It is very a tough job for HR Department to ensure job satisfaction among staff. Employees will
just not be happy with pay cheque, a good position and prestige. They also want a constant
feeling of well being, demand better work and family life balance and look to the organization
for fulfilling even their community needs.
The employees of JIO are satisfied from their job in the following field:-
Salary
Benefits
Low work pressure
Culture practices of the company
Incentives
Job security
Leaves and opportunity to utilize skills & learn new skills.
Thus the overall job satisfaction of employees at JIO Ltd is very high. The employees of this
organization have a very high regard and respect towards the company image and future of the
organization.
71
ANNEXURE and ANALYSIS
Yes No
80 20
(Data in Percentage)
FIG: 4.1
72
2. DO YOU GET ANY INCENTIVES OR SPECIAL WAGE SCHEMES FOR
EFFICIENT WORK ON YOUR ORGANISATION?
Yes No
70 30
(Data in Percentage)
80 FIG: 4.2
70
60 Interpretation: 70 percent of the
50
employees feel that there should be
40
30
an incentive wage scheme for
20 efficient work in the organization.
10
0
Yes No
73
3. ARE YOU SATISFIED WITH THE PRESENT WORKING CONDITIONS AND
ENVIRONMENT?
Yes No
90 10
(Data in Percentage)
No
FIG: 4.3
74
4. IS THE MANAGEMENT HELPFUL AND SYMPATHETIC TO YOUR PROBLEMS
IN WORKSTATION?
70 30
(Data in Percentage)
FIG: 4.4
70 Interpretation: 70%
60 of the employees feel
50
that the management
is sympathetic to
40
some extent in their
30
problems faced at
20 workstation.
10
0
Yes No
75
90 10
90
80
70
60
50
40
30
20
10
0
Yes No
(Data in Percentage)
FIG: 4.5
Interpretation: Almost all the employees are satisfied with facilities provided with the
organization.
70 30
76
(Data
in
70
Percentage)
60
50
40
30 FIG: 4.6
20
10 Interpretation: 70% of the
0 employees feel that the
Yes No management has a good
relation with the workers
and only 20% of them feel
that the management should improve their relation with the workers.
77
7. DO YOU FEELTHAT THE COMPAMNY POLICIES REALLY PROTECT YOUR
INTEREST?
60 40
(Data in
Percentage)
Yes
No
FIG: 4.7
78
8. DO YOU HAVE ANY PROBLEMS WITH THE PRESENT MANAGEMENT SETUP?
50 50
(Data in Percentage)
60
50
40
FIG: 4.8
30
20
Interpretation: Only 50% of the
employees are satisfied with the
10
present management setup and the
0 other 50% is not satisfied and feel
Yes No
that there should be change in the
setup.
79
9. DO YOU FEEL THAT THE COMPANY POLICIES SHOULD BE CHANGED?
60 40
(Data in Percentage)
60 FIG: 4.9
50
Interpretation: 60%
40 of the employees feel
30
that the company
policies should be
20
changed and 40% of
10 them feel that the
0
policies of the
Yes No company are up to
their satisfaction.
80
10. DOES THE COMPANY PROVIDE ANY TRAINING TO IMPROVE YOUR
PERFORMANCE? IF YES, ARE YOU SATISFIED WITH THE TRAINING
PROVIDED?
90 10
(Data in Percentage)
FIG: 4.10
Interpretation:
Almost all the
Yes
employees are
No
satisfied with the
training provided by
the company to
improve their
performance.
81
Chapter – 5
BIBLIOGRAPHY
REFERENCES
82
BOOKS
WEBSITES
www.JIO.co.in
www.wikipedia.com
www.citehr.com
www.hr.com
www.shrm.org
83
84