A STUDY ON JOB SATISFACTION WITH REFERENCE TO

RODEX HEALTH CARE, CHENNAI.

A Project Report submitted to the SRM Institute Of Science And Technology in partial fulfilment
of the requirements for the award of the Degree of

BACHELOR OF BUSINESS ADMINISTRATION

Submitted by

APITHA. P (RA1851001020016)

Under the guidance of

MR .JAI GANESH .M, MBA.,

Assistant Professor (SG)

SRM INSTITUTE OF SCIENCE AND TECHNOLOGY

SCHOOL OF MANAGEMENT

RAMAPURAM CAMPUS

CHENNAI – 89

APRIL 2021
 SRM INSTITUTE OF SCIENCE AND TECHNOLOGY
SRM SCHOOL OF MANAGEMENT
RAMAPURAM CAMPUS

Certificate

This is to certify that the Report entitled “The study on job satisfaction with reference to Rodex
Health Care Pvt. Ltd., Chennai”, in partial fulfillment of the requirements for the award of the
Degree of Bachelor of Business Administration is a record of original training undergone by
Apitha. P (RA1751001020016) during the year 2018 – 2021 of his study in the SRM B-School,
Ramapuram Campus under my supervision and the report has not formed the basis for the award
of any Degree or other similar title to any candidate of any University.

Place: Chennai – 89 Signature of Guide

Date: MR .JAI GANESH .M, MBA.,

Assistant Professor (SG)

Countersigned

Head of the Department Dr.V.S.Sheeja, M.B.A., M.Phil ., Ph.D

Assistant Professor & Head

Submitted to the School of Management, SRM INSTITUTE OF SCIENCE AND TECHNOLOGY

(Ramapuram Campus) for the examination held on_____________

INTERNAL EXAMINER EXTERNAL EXAMINER

 ABSTRACT

Job satisfaction is a term frequently used in any work environment, it is a measure of how well the
employees are happy and fulfilling their desires & needs at work by putting themselves to achieve
the company’s vision & mission. The project was carried out at Rodex Health Care Pvt Ltd,
Chennai. For this purpose, respondents were inquired with questionnaire. Questionnaire and other
statistical tools were used to know about the employee job satisfaction in the company.

This study describes the major factors, which affects the satisfaction level of an individual at work
place. A sample of 60 respondents was selected to study their satisfactory level. This project
involves descriptive research for data collection. This study is based on the primary and secondary
research: carried out that would help to gather fresh data which can be analyzed with the past data.
This would include usage of questionnaire as a tool for gathering data. The respondents were
employees of Rodex Health Care Pvt. Ltd, Chennai. Secondary data for the study has been
compiled from the internet sources, magazines and newspaper, which have been helpful in getting
an insight of present scenario and suggest suitable data. Various hypotheses were set to analyze
the statistical tools like percentage analysis to find the satisfactory level of the respondents.

This study includes direct interaction with the employees of all strata and this helps us to know the
“Job satisfaction” to great accuracy. The results of this study help to know the employee need,
requirement & perception regarding their work / job. This is of great importance to the company,
which will know about the employee expectations. From the project it can be concluded that the
employees of Rodex Health Care Pvt. Ltd, Chennai are satisfied with their job.

I
 ACKNOWLEDGEMENT

First and foremost, I offer my sincerest gratitude to our Chancellor, SRM INSTITUTE OF
SCIENCE AND TECHNOLOGY, for his academic support and the facilities provided to carry out
the project work at the Institute. His wide vision and concern for students have been inspirational.

I wish to express my profound gratitude to my respected Chairman, SRM Group of Institutions-

Ramapuram & Trichy Campuses, who offered me such a huge opportunity, incredible
Infrastructure and other support which made the project work quite smooth.

I would like to express my deepest thanks to our Director, SRM Institute of Science and
Technology, Ramapuram campus who motivates everyone to complete this project.

I express my heartfelt thanks to our Dean, Faculty of Science & Humanities, SRM INSTITUTE
OF SCIENCE AND TECHNOLOGY, Ramapuram Campus who provided all facilities for
carrying out this project.

I immensely thank to our Head of the Department Dr. V.S Sheeja, M.B.A., M.Phil ., Ph.D
Assistant Professor & Head for her cordial support, valuable information and guidance, which
helped me in completing this task through various stages.

I take this opportunity to express my profound gratitude and deep regards to my guide Mr. Jai
Ganesh, Assistant Professor (SG), Department of BBA for his exemplary guidance, monitoring
and constant encouragement throughout the course of this project.

I thank God Almighty for showering his perennial blessing on me for giving me the courage to
pursue this project work successfully. I owe a lot to my parents, who encouraged and helped me at
every stage of my personal and academic life, and longed to see this achievement come true.

APITHA. P

(Reg. No.RA1851001020016 )

II
Chapter Content Page no.

I Introduction 1-14
1.1 Introduction
1.2 Company profile
1.3 Industry profile
1.4 Objective of the study
1.5 Importance of study
1.6 Scope
1.7 Period of study
1.8 Limitation of study
1.9 Chapterization

II Review of literature
15-19
2.1 Review of literature

III Research Methodology 20-23

3.1 Research Methodology

IV Analysis and interpretation 24-40

4.1 Analysis and
interpretation

V Finding suggestion 41-43

and conclusion
5.1 Finding
5.2 Suggestion
5.3 Conclusion

VI Bibliography VI

Appendix
VII

III
 LIST OF TABLES

TABLE NO. PARTICULARS PG. NO.

4.1 Gender Of Respondents 24
4.2 Age Of The Respondents 25

4.3 Marital Status Of The Respondents 26

4.4 Experience Of The Respondents 27

4.5 Salary Of The Respondents 28

4.6 Satisfaction Regarding Salary 29

4.7 Satisfied Regarding Work Environment 30

4.8 Benefit Offered By The Company. 31

4.9 Supervisor Promotes And Atmosphere Of Teamwork 32

4.10 Supervisor Is Able To Address Concerns 33

4.11 Easy To Get Along With My Colleagues 34

4.12 The Amount Of Work Expected Of Them Is Reasonable 35

4.13 The Morale In Their Department 36

4.14 Opinion Regarding Training Offered 37

4.15 Tools And Resource Are Required For Job 38

4.16 Communication From Manager To Employees 39

4.17 Opinion Regarding Conveying Mission 40

IV
 LIST OF CHART

CHART PARTICULARS PG. NO.

NO.
4.1 Gender Of Respondents 24
4.2 Age Of The Respondents 25

4.3 Marital Status Of The Respondents 26

4.4 Experience Of The Respondents 27

4.5 Salary Of The Respondents 28

4.6 Satisfaction Regarding Salary 29

4.7 Satisfied Regarding Work Environment 30

4.8 Benefit Offered By The Company. 31

4.9 Supervisor Promotes And Atmosphere Of Teamwork 32

4.10 Supervisor Is Able To Address Concerns 33

4.11 Easy To Get Along With My Colleagues 34

4.12 The Amount Of Work Expected Of Them Is Reasonable 35

4.13 The Morale In Their Department 36

4.14 Opinion Regarding Training Offered 37

4.15 Tools And Resource Are Required For Job 38

4.16 Communication From Manager To Employees 39

4.17 Opinion Regarding Conveying Mission 40

V
 CHAPTER-1
INTRODUCTION

1.1 Introduction Of The Study

Job satisfaction or employee satisfaction is a measure of workers' contentedness with their
job, whether or not they like the job or individual aspects or facets of jobs, such as nature of
work or supervision. Job satisfaction can be measured in cognitive (evaluative), affective
(or emotional), and behavioural components. Researchers have also noted that job
satisfaction measures vary in the extent to which they measure feelings about the job
(affective job satisfaction) or cognitions about the job (cognitive job satisfaction).

Human resource is considered to be the most valuable asset in any organization. It is the
sum-total of inherent abilities, aptitudes of the employed persons who comprise executives,
supervisors and the rank and file employees. The human resources 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 the attainment of goals. Hence, the
employee’s performance is to a large extent influenced by motivation and job satisfaction.
Job satisfaction is all about how one feels about (or towards) one’s job. An employee who
expresses satisfaction is said to have a positive attitude towards the job, unlike a dissatisfied
employee who has a negative attitude towards the job. A person having negative attitude
shows a personality disposition which is inclined to experience nervousness, tension,
worry, upset and distress, where as those with positive attitude will feel happy with
themselves, others, and with their work.
Job satisfaction reflects the extent to which people find gratification or fulfillment in their
work. Job satisfaction shows that personal factors such as an individual needs and
aspirations determine his/her attitude, along with group and organizational factors such as
relationships with co-workers and supervisors and working conditions, work policies, and
compensation. A satisfied employee tends to be absent less often, to make positive
contributions, and to stay with the organization. The effect of job satisfaction goes beyond
organizational setting. Satisfied employees are more likely to be satisfied citizens. These
people will hold a more positive attitude towards life in general and make for a society of
more psychologically healthy.

Job satisfaction has been considered as state of condition where people are
1)Induced to do work efficiently and effectively
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 2)Convinced to remain in the enterprise
3) Prepared to act efficiently during contingences
4) prepared to welcome the changes without resistance
5) Interested in promoting the image of the organization
More happy and satisfied with their job. The level of job determines the job
satisfaction

People in higher level jobs find most of their needs satisfied than those in lower level. The
job satisfaction is a collection of attitudes about specific factors of the job. Employee can
be satisfied with some elements of the job while simultaneously dissatisfied with others.
The relationship between man and work has attracted the attention of philosophers,
scientists and novelists. A major part of man’s life is spent at the place of work. The nature
and significance of work is important as it occupies so much of man’s life span. A persons’
job is more than just the obvious activities of shuffling papers, waiting on customers or
driving a truck. Jobs require interaction with co-performers and bosses; following
organization rules and policies; meeting performance standards; living with working
conditions that are often less than ideal and the like. Job to an individual is not only a
means of earning a living but also serves other functions of individuals’ expectations of job
and rewards that the job provides. This means that an employee’s assessment of how
satisfied or dissatisfied he or she with his or her job is complex summation of number of
discrete job elements. This assessment of employees is very important to management
because they affect organizational behaviour. Specific employee attitudes relating to job
satisfaction and also towards organizational commitment are of major interest to the field of
organizational behaviour. Therefore, in simple words job satisfaction is how people feel
about their jobs and different aspects of their jobs. It is the extent to which people like
(satisfaction) or dislike (dissatisfaction) their jobs. A major part of man’s life is spent in
work, which is a social reality and social expectation. Even then, only economic motive has
never satisfied man. It is always of greater interest to know why man works and at which
level and how he or she is satisfied with job.

Meaning and Definitions of Employee Job Satisfaction

Employee satisfaction is a function of perceived performance and expectations. It is a
person’s feeling of pleasure or disappointment resulting from comparing a product’s
outcome to his/her expectations. If the performance falls short of expectations, the
employee is dissatisfied and if it matches the expectations, the employee is satisfied.
2
 1. Job satisfaction is defined as “a pleasurable or positive emotional state resulting
from the appraisal of one’s job or job experience”.
2. “Job satisfaction is defined as the amount of overall positive effect (or feelings)
that individuals have towards their jobs”.
3. “Job satisfaction is the amount of pleasure or contentment associated with a job.
If you like your job intensely you will experience high job satisfaction. If you
dislike your job intensely, you will experience job dissatisfaction”.
4. “Job satisfaction is the favourableness or unfavourableness with which
employees view their work”.
Job satisfaction can be measured based on morale, opinion, attitude, work
climate, and quality of work life.

Dimensions of Job satisfaction

There are three important dimensions to job satisfaction:

5. Job satisfaction refers to one’s feeling towards one’s job. It can only be inferred
but not seen.
6. Job-Satisfaction is often determined by how well out-comes meet or exceeds
expectations. Satisfaction in one’s job means increased commitment in the
fulfilment of formal requirements. There is greater willingness to invest personal
energy and time in job performance.
The terms job satisfaction and job attitudes are typically used interchangeably. Both refer to
effective orientations on the part of individuals towards their work roles which they are presently
occupying. Positive attitudes towards the job are conceptually equivalent to job satisfaction and
negative attitudes towards the job indicate job dissatisfaction
Eight Causes of Job Dissatisfaction
Job dissatisfaction refers to unhappy or negative feelings about work or the work environment.
There exist many factors which may result in job dissatisfaction.
Some of them are poor working conditions, overwork, low levels of pay, no scope of promotion or
career advancement and lack of recognition. But what is worst are the consequences of job
dissatisfaction which affect both the employees and the organization. It may result in loss of
motivation, lack of interest, frustration, poor productivity, absenteeism, and even high turnover
rates. There are several specific causes for job dissatisfaction, but it is understood there are four
main areas that reside in this issue. Causes of Job Dissatisfaction are;

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1. Underpaid.
2. Limited Career Growth.
3. Lack of Interest.
4. Poor Management.
5. Unsupportive Boss.
6. Lack of Meaningful Work.
7. Opportunities for growth or incentives for meaningful work.
8. Work and Life Balance.
The effects of low job satisfaction can be far-reaching and this issue is of concern for small
business owners as well as large companies.
Underpaid
Not being paid what one is worth is called being underpaid.
If a person does not think they are being paid enough to do their job, then they perceive
themselves to be underpaid. If they research the wages for that job and find they are indeed being
underpaid, then their dissatisfaction is warranted.

From a company’s perspective, it is a valuable and important issue because individuals who are
dissatisfied with the money they are making, for the job they do,will most likely leave the
organization.
Limited Career Growth
Not having the opportunity to climb the ladder and grow the career is another area that can foster
dissatisfaction with a position.
For this aspect, it is important to understand that not everyone wants to move up the ladder. This
could mean that the employee will potentially leave for another organization that might have better
career growth opportunities.
Lack of Interest
This is a very straightforward concept; that one should not start his career with a job which is not
an interested area of that person.
A lack of interest in work is another reason why employees are unhappy. Most employees want to
perform job duties that are engaging and challenging.
Monotonous work causes an employee to experience boredom. Bored-and unchallenged
employees experience little incentive to concern themselves with workplace productivity.
Poor Management
The management team plays an important role in an organization. Managers are responsible for
4
motivating employees, planning, organizing and controlling within the organization. A key reason
employees perform poorly in the workplace is poor management. Managers with poor leadership
skills tend to offer little feedback on employees’ performances. Not having the leadership required
is another reason for dissatisfaction. People want to be led. They want to work with people who
inspire them and have a vision. Without those people, an employee can feel as if the company is
just drifting through space, waiting to run into something.
Unsupportive Boss
With companies downsizing and keeping resources at a minimum, managers become more
concerned about the bottom line rather than the very people who can have a direct effect on the
bottom line. Managers who disengage from their employees and focus only on results without
providing inspiration, motivation or support are often unaware that they may be a major cause of
job dissatisfaction.

Lack of Meaningful Work

The lack of meaningful work plays a big part in job dissatisfaction. Employees lose interest in
work that offers no challenge.
Opportunities for growth or incentives for meaningful work
It’s easy to disengage from a job and organization that doesn’t value its employees or offer
incentives for job growth. When employees feel their contributions are significant, they feel happy
at their work and work harder.
Work and Life Balance
Companies that fail to recognize the need for employees to maintain a healthy life and work
balance are ultimately affecting their productivity levels. Even if a company can’t offer salary
increases, one way to improve job satisfaction is to create trade-offs for life and work balance.
Instead of offering raises, companies might consider incentives such as paid days off, flexible
scheduling, and rewards such as tickets to movies, plays, or sporting events.

5
1.2 Company Profile
History of the company started in 1997 RODEX HEALTH CARE has over the years
established itself as one of the pioneers in non woven medical disposables, health & hygiene
products. Over the years we have added on to our product line and today we have the infra
structure to meet the customer specific requirements to their satisfaction. Strategically located
in Chennai, RODEX HEALTH CARE has been catering to entire South India to requirements
of various industry verticals like Health Care, Food processing, Fisheries, Exports etc. For
prompt execution of the orders we have distribution set ups in strategic locations in Southern
States of India.

Activities

1) Gloves

2) Workwear and uniforms, by occupation

• Surgical gowns

3) Workwear and workwear accessories

• Aprons, disposable, paper

4) Protective and safety work clothing, by occupation

• Clothing, protective, for hospital workers

5) Surgical equipment and instruments

• Lancets, surgical, disposable

6) Hygiene and sterilisation equipment for medical and surgical use

• Bedpans and urine bottles, disposable.

6
1.3 Industry Profile

Healthcare has become one of India’s largest sectors – both in terms of revenue and
employment. Healthcare comprises hospitals, medical devices, clinical trials, outsourcing,
telemedicine, medical tourism, health insurance and medical equipment. The Indian
healthcare sector is growing at a brisk pace due to its strengthening coverage, services and
increasing expenditure by public as well private players. Indian healthcare delivery system is
categorised into two major components – public and private. The Government, i.e. public
healthcare system comprises limited secondary and tertiary care institutions in key cities and
focuses on providing basic healthcare facilities in the form of primary healthcare centres
(PHCs) in rural areas. The private sector provides majority of secondary, tertiary and
quaternary care institutions with a major concentration in metros, tier I and tier II cities.
India’s competitive advantage lies in its large pool of well-trained medical professionals.
India is also cost competitive compared to its peers in Asia and Western countries. The cost
of surgery in India is about one-tenth of that in the US or Western Europe. India ranks 145th
among 195 countries in terms of quality and accessibility of healthcare. Industries within the
Healthcare Sector. The healthcare sector contains a diverse array of industries, with activities
ranging from research to manufacturing to facilities management.

Drugs

Drug manufacturers can further be broken down into biotechnology firms, major
pharmaceuticals firms, and makers of generic drugs. The biotech industry consists of
companies that engage in research and development to create new drugs, devices, and
treatment methods. Many of these companies are small and lack dependable sources of
revenue. Their market value may depend entirely on the expectation that a drug or treatment
will gain regulatory approval and FDA decisions or rulings in patent cases can lead to sharp,
double-digit swings in share prices. Examples of (larger) biotech firms include Gilead
Sciences Inc. And Celgene Corp. Major pharmaceuticals firms also engage in research and
development, but tend to focus more on manufacturing and marketing an existing portfolio of
drugs than the typical biotech firm. These companies tend to have more dependable streams
of revenue and a more diversified “pipeline” of drugs in the research and development stages,
making them less dependent on make-or-break drug trials and their shares less volatile.
Examples of major

7
pharmaceutical firms include novartis AG and GlaxoSmithKline PLC. Some pharmaceutical
firms specialize in generic drugs, which are identical to name-brand drugs but no longer
enjoy patent protection. As a result, there is often competition to manufacture identical drugs,
leading to lower prices and thinner profit margins. An example of a generic drugs firm is
Teva Pharmaceutical Industries Ltd.

Medical Equipment

Medical equipment makers range from firms that manufacture standard, familiar products—
scalpels, forceps, bandages, and gloves—to those that conduct cutting-edge research and
produce expensive, hi-tech equipment, such as MRI machines and surgical robots. Medtronic
PLC is an example of a medical equipment maker.

Managed Healthcare

Managed healthcare companies provide health insurance policies. The “Big Five” firms that
dominate the industry are UnitedHealth Group Inc., Anthem Inc., Aetna Inc., Humana Inc.,
and Cigna Corp.

Healthcare Facilities

Health care facilities firms operate hospitals, clinics, labs, psychiatric facilities, and nursing
homes. Examples include Laboratory Corp. Of America Holdings, which operates facilities
that perform blood tests and other analysis, and HCA Healthcare Inc., which operates
hospitals and other healthcare facilities in the U.S. and U.K.

8
1.4 Objectives of the Study

Primary Objective

1. To study on job satisfaction with reference to Rodex Health Care Pvt Ltd.

Secondary objectives

1. To study the general attitude of the employee.

2. To understand the problem of the employees in the organization.
3. To study employee opinion on workplace, pay and benefit.

9
1.5 The Importance of Job Satisfaction

Job satisfaction is a measure of how much employees like the work that they do. While this
might seem obvious to most people, it's much less obvious why this is important. Some
would even argue that job satisfaction is largely unimportant, since unhappy employees still
come in to work to do their jobs like everyone else. However, the importance of job
satisfaction lies in how it affects the way that employees approach their work and how their
attitudes affect those around them.

Employees who are very satisfied with the work that they do perform their work in drastically
different ways than those employees who actively dislike their jobs. Perhaps more
importantly, happy employees are much more likely to work alongside other happy
employees because of the effect they have on overall workplace morale. Conversely, unhappy
employees or those who frequently complain about the work they do are likely to drag morale
down and cause those around them to suffer the ill effects of decreased job satisfaction.

10
1.6 Scope of the Study

The study report is prepared in term of the three months of internship program; the report
covered all the aspects of Priya Petro products employee’s job satisfaction. But the report is
prepared based only Santhome branch employees. All the department of Santhome branch
has participated on this report.

Job satisfaction is important because it affects not only the satisfied or dissatisfied employee
but also those around them. Since job satisfaction can affect productivity and other aspects of
an individual's work life, the number of satisfied or dissatisfied employees can have a
noticeable effect on how well a business runs.

11
1.7 Period Of Study

The study on job satisfaction in Rodex Health Care Pvt Ltd. Is conducted during the period of
Jan to Mar 2021.

12
1.8 Limitations

1. The sample collected in the study may be small compared to the population and moreover
the sample drawn was non-probabilistic.

2. Only few industries were considered and within each industry only an appropriate
organization was taken in the study. The survey also failed to maintain proportion of male
and female responses.

3. The expected response was not materialized due to non cooperation of the employees.

4. As the method adopted is Random Sampling result may not be accurate and believable.

5. Time factors is the main constraint for the study as it was restricted only for one week.

6. Respondents had marked the answers in questionnaire which may be socially incorrect
irrespective of the actual feelings.

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1.9 Chapterisation
Chapter 1
The first chapter deals with outline of the project, objective of the study, importance, industry
profile, company profile, period of study, limitation of study, chapterisation.
Chapter 2
The second chapter deals with the review of literature of the study.
Chapter 3
The third chapter deals with Research Methodology including research design, sample,
sampling techniques, instrument for data collection, method of data collection.
Chapter 4
The fourth chapter deals with the analysis and interpretation of data.
Chapter 5
The fifth chapter deals findings, suggestion and conclusion.
APPENDICES
Appendices may include questionnaire and many other extra information.

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 CHAPTER-2
REVIEW OF LITERATURE

2.1 Review Of Literature

Okele & Mtyuda (2017) research outcomes indicated that a lack of resources, too much
crowd of courses and indiscipline amid pupils were severe sources of disappointment amid
teachers. Other causes of job dissatisfaction amid teachers are management consequences. All
these factors create disengagement among teachers and filled negativity in their job.
Troesh & Bauer (2017) investigated job satisfaction and stress in second career teachers
compared to first career teachers and the role of self-efficacy in this context. Results showed
that second career teachers are highly filled with satisfaction with their occupation than first
career teachers. They analysed the data and results showed that workplace satisfaction,
organization commitment and organizational nationality behaviour statistically important and
optimistic relationship
Spencer & Byrne (2016) suggested that senior level managers are having high job
satisfaction than junior level managers that amid salespeople with lower workplace
satisfaction, organizational work embeddedness is optimistically connected with
organizational deviance, interpersonal deviance and customer direct deviance. Nevertheless,
amid salespeople with higher job satisfaction, job embeddedness is negatively connected with
organizational deviance and not importantly connected with either interpersonal or customer
directed deviance.
Robertson & Kee (2016) studied workplace satisfaction in a computer-mediated context,
particularly with the use of social media. Results showed that workers satisfaction at work is
optimistically connected by the quantity of moment they spend on facebook interacting by
colleague. Also showed that part time workers reported having spent the greater quantity of
moment on Facebook with their colleagues, and agreement workers reported the greater
degree of work satisfaction at the place of work.
Monga.et al. (2015) results disclosed that pay, social association, contact, attitude of seniors,
workplace surroundings and team work have more bearing than the factors of training and
progress, honours and recompense, job nature, safety of job, morale and role clarity in
determining workplace satisfaction of bank workers. He again investigated whether job
satisfaction exists among bank employees. Study revealed that bank workers were moderately
filled with satisfaction with their job.
15
Ostroff (1992) took the sample of 364 schools in his study and investigate the relationship
between employees attitudes and organizational performance. Ostroff concluded that
aggregated teacher attitudes such as organizational commitment and job satisfaction
were simultaneously correlated to school performance in terms of performance outcomes
such as student academic accomplishment and teacher turnover rates. Across 12
organizational performance manifestations, the enormity of the correlations between teacher
job satisfaction and organizational performance ranged from 11 to 54, and the mean value
was 28. Conclusions of the study were strongest for teacher work satisfaction; thus, the
institutions with the satisfied staff achieve better than the organizations with less satisfied
staff.

Hoole.et.al. (2003) discussed that the relations of Job Satisfaction and Motivation may due
to their close related aspects. Some of the organizational factors motivate an employee to
put additional efforts and at the same time fulfil his/ her emotional demands which leads to
job satisfaction. Researchers also discussed the relating factors between Motivation and
Job Satisfaction such as Job Security, Power, compensation and benefits etc.

Alan sari (2011) investigated the factors affecting career choice, job satisfaction and
perceptions of the public image of librarians in Kuwait. Data is gathered via questionnaires
sent to 117 professional librarians working in academic, public and special libraries in
Kuwait. It identified the factors which influenced the choice of career, sources of satisfaction
and dissatisfaction. Respondents reported that they are moderately satisfied with their
current job. The results shows that extrinsic measures, such as recognition of
accomplishment, fair performance evaluation and job security are ranked in the top and are
the most important aspects of job satisfaction, whereas intrinsic measures, such as suitable
daily working hours and nature of work fell close to the bottom of the list. The cause of
employee job satisfaction occurs in the area of benefits, contingent rewards, communication,
salaries, working conditions and promotions.

Vinokur Kaplan, (2011) stated that “organizational factors such as workload and working
condition were negatively related with job satisfaction”. In another study of general

16
practitioners in England, “four job stressors were identified that were predictive of job
dissatisfaction”12. Fletcher and Payne13 identified that “a lack of satisfaction can be a source
of stress, while high satisfaction can alleviate the effects of stress”.

Maslow (1954) arranged human needs along a five-level hierarchy from physiological needs,
safety and security, belonging, esteem to self-actualization. In Maslow’s pyramid, needs at
the lower levels must be fulfilled before those rise to a higher level. According to Maslow’s
theory, some researchers have approached on job satisfaction from the perspective of need
fulfilment. Job satisfaction as a match between what individuals perceive they need and what
rewards they perceive they receive from their jobs. However, overtime, Maslow’s theory has
diminished in value. In the current trend, the approach of job satisfaction focuses on cognitive
process rather than on basic needs in the studies.

Herzberg (1959) is based on the Maslow’s theory. Herzberg and colleagues built Herzberg’s
motivation-hygiene theory of job satisfaction. Theory proposed that there are two different
categories of needs, which are intrinsic (motivators) and extrinsic (hygiene) factors. Theory
postulates that job satisfaction and/or is dissatisfaction is the function of two need systems.
Intrinsic factors are related to the job itself. Intrinsic factors seem to influence positively on
job satisfaction. The motivators include advancement, growth and development,
responsibility for work, challenging, recognition, and advancement. In other words, extrinsic
factors are closely related to the environment and condition of the work. The hygienes relate
to job dissatisfaction including supervision, company policy and administration, working
condition and interpersonal relation This theory has dominated in the study of job
satisfaction, and become a basic for development of job satisfaction assessment.

Grant, Christianson & Price (2007) globally different working organizations and
institutions has become a purpose of theoretic attention and wide research. Organizations
overall wellbeing is depicted as the way in which its function and worth are sensed by
workers of that organization. In addition, includes that workers’ bodily and psychological
health, level of happiness and societal wellbeing, which are all connected with the name job
satisfaction. Satisfaction of job is an outcome of worker’s observation of how healthy his/her
work providing those things that are considered as significant. Appraisal of work experience
is
17
defined as the enjoyable and optimistic state of an employee. An individual’s expectations
and his or her actual accomplishments affects on the job satisfaction and job dissatisfaction.
Herzberg et al. developed a two factor theory, according to two factor theory to which both
these work contentment and job discontent are the two split and from time to time ever not
related, phenomena, which should not be calculated on the same time. Two types of factors
are under this theory, intrinsic factors and extrinsic factors. Intrinsic factors are considered as
motivators or satisfiers and extrinsic factors are perceived as hygiene factors as dissatisfies.

Hancer & George (2003) showed fifty point two percent of the employees had low degree of
job satisfaction, where as twenty five point six percent showed a normal degree of work
satisfaction and twenty four point two percent showed a higher degree of work contentment.
Findings revealed significant difference in work contentment scores was establish among the
pairs inside the sub groups of age of the employee, occupation tenure, sex, and occupation
category. Workers who are highly filled with satisfaction with their occupations are carefully
weighed to be additional resistant to change of position with their organizations.

Spector (1997) presented that job satisfaction has high relevance for organizations because
job satisfaction is an indication of psychological wellness, organizations can take on a
practical situation in which workers’ behaviour would be expected to determine
organizational operations according to the workers’ level of occupation satisfaction or
dissatisfaction, and it can be an indicator of organizational operations.

Crossman & Abou-Zaki (2003) indicated that work satisfaction is not independent in every
job aspect along with that satisfaction with work with one part may lead to satisfaction with
another aspect. Woman workers were detected very less fulfilled by every aspect of job
except for salary. Employees by means of lower qualifications in education were slightest
fulfilled with their jobs and self-reported work presentation was found to boost with tenure.
He analysed it was found that, demographic variables are having a greater impact on the
employee satisfaction levels. Factors like pay, Pay, Promotion, and Supervision etc. are
having significant roles in deciding the satisfaction levels.

Schimdt (2007) examined the association amid contentment with employer provided place of
work training and on the whole occupation satisfaction of client get in touch with legislative
18
body. Results revealed that important rapport was found among occupation training
satisfaction and on the whole job satisfaction. Components of work training, with time spent
in training, training methodologies, and content, were determined to be important in their
bond to occupation training satisfaction, and trainees were importantly more filled with
satisfaction with the training they received when the methodology in employment was their
preferred one. On the basis of these results, conclusions were drawn and recommendations
for researchers and practitioners in the field of HRD were made.

Luthans (1988) examined that occupation satisfaction is frequently observed by how well the
result go beyond expectations and it act several connected attitudes such as occupation itself,
salary, endorsement opportunities, management and co-workers which are most vital
characteristics of a occupation about which individuals have effectual answer. Occupation
contentment is so significant that its nonexistence often leads to weariness and cut down
organizational commitment. Disgruntled workers are more likely to give up their occupations
or be not present than fulfilled workers. Individuals who take pleasure in their occupations
are appropriate to use time learning additional about it and linking with persons who are also
concerned. Work satisfaction can be optimistically connected to one’s choice to become
accustomed to changing situations even when situations are disappointing or disruptive. It
encompasses welcoming occupation and organizational alters, carry on working rather than
ceasing.

Belias & Koustelios (2014) found that research results revealed that these type of
organizational behaviours like lovingness amid workers, mutual trust, obedience and
resonance among workers and supervisors can be a important forecasting factors of the
occupation contentment experienced by workers. In addition, inside organization which are
elastic and accept the participative supervision type, with stress in communication and
workers’ honour, the second are more probable to be happy, happen afterwards as a
consequence in the organizations success.

19
 CHAPTER-3
RESEARCH METHODOLOGY

Research Design
According to Jahoda, Deutshe and cook, “A Research design is the arrangement of collection
and analysis of data in a manner that aims to combine relevance to the research purpose with
economy in procedure”.
In this study I have used “Research design in case of descriptive research studies”, the design
studies must be rigid and not flexible and must focus attention on the following.

a. Formulating the objective of the study.

b. Designing the methods of data collection.
c. Selecting the sample.
d. Collecting the data.
e. Processing and analyzing the data.
f. Reporting the findings.

Descriptive research
Descriptive research includes surveys and fact-finding enquiries of different kinds. The major
purpose of descriptive research is description of the state of affairs, as it exists at present. The
main characteristics of this method are that the researcher has no control over the variables.
She/he can only report what is happened or what is happening.

Sample
Sample Size:60.
Sample size taken for the study is 80.

Sampling Technique
Sampling is a procedure to draw conclusion about the whole population by studying small
part of universe. In this study, “Non-probability or Non-random sampling method” is used.
Where the samples are gathered in a process that does that does not give all the individuals in
the population equal chances of being selected.

20
The sampling technique used in the study is “convenience sampling” is probably the most
common of all sampling techniques. With convenience sampling, the samples are selected
because they are accessible to the researcher. Subjects are chosen simply because they are
easy to recruit. This technique is considered easiest, cheapest and least time consuming.

1.Convenience Sampling
Convenience sampling also known as accidental sampling, or opportunity sampling. It is a
type of non-probability that involves the sample being drawn from that part of the population
that is close to hand. This type of sampling is most useful for pilot testing.
A convenience sample is a type of non-probability sampling method where the sample is
taken from a group of people easy to contact or to reach. For example, standing at a mall or a
grocery store and asking people to answer questions would be an example of a convenience
sample. This type of sampling is also known as grab sampling or availability sampling. There
are no other criteria to the sampling method except that people be available and willing to
participate. In addition, this type of sampling method does not require that a simple random
sample is generated, since the only criteria are whether the participants agree to participate.
Convenience sampling is not often recommended for research due to the possibility of
sampling error and lack of representation of population.

Instrument For Data Collection

Statistical tools
Statistical tools constitute an integral part of research analysis. Hence, any analysis of data
complied should be subjected to relevant analysis so that meaningful conclusions could be
arrived at. The following are the statistical tools, which were applied for this project.
(Percentage method)

21
Percentage method

In this project percentage method test was used to know the accurate percentage of the data
taken, it is easy to graph out through the percentage of the data took, it is easy to graph out
through the percentage.
Percentage of Respondent = no. of respondents / total no. of respondents *100

Method For Data Collection

The tool used for collecting the primary data is QUESTIONNAIRE.

Questionnaire

The questionnaire was used to collect the bulk of data. A list of questions is sent or given to
the person concerned with a request to answer the questions and return the questionnaire.

Sources of data collection

Questionnaires method was used t collect the data from respondents. While dealing with real
it is obvious that data at hand are inadequate collect that are appropriate. Depending upon the
source of information available, data can be classified as
1. Primary Data
2. Secondary Data

1. Primary data

Primary data are measurement observed as part of original study. The work of collecting data
by the researcher for the study is known as primary data. When the data used in a statistical
study was collected under the control and supervision of the concerned researcher such type
of data is referred as primary data.
Here in this research data is collected through questionnaire method.
22
 2. Secondary data

When the researcher did not collect the data, but derived from the other sources through
internet and past record maintained by the company then such data is referred to secondary
data.
In my study data is collected through the company websites and past records maintained.

23
 CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
Table 4.1 Gender of respondents
Gender Number of Percentage
respondents

Male 34 56.7%

Female 23 38.3%

Prefer not to say 3 5%

Total 60 100%

Chart 4.1 Gender of respondents

0.6 0.567

0.5

0.383
0.4

0.3

0.2

0.1 0.05

0
Male Female Prefer not to say
Gender

Interpretation
From the above table and chart, it is found that 56.7% of the respondents are male, 38.7%
percentage of the respondents were female and 5% of the respondents are not willing to
say. So, it is inferred that most of the respondents are male.

24
 Table 4.2 Age of the respondents

Age Number of respondents Percentage

18-29 25 41.7%

30-39 18 30%

40-49 12 20%

Above 50 5 8.3%
Total 60 100%

Chart 4.2 Age of the respondents

0.45 0.417
0.4
0.35
0.3
0.3
0.25
0.2
0.2
0.15
0.1 0.083

0.05
0
18-29 30-39 40-49 Above 50
Age

Interpretation
From the above table and chart, it is shown that 41.7% of the respondents are between 18-29
age, 30% are between 30-39 age, 20% are between 40-49 age and 8.3% are above 50 age. So,
it is inferred that most of the respondents are 18-29 age.

25
 Table 4.3 Marital Status Of The Respondents

Marital Status Number of Percentage

respondents

Married 12 22%

Unmarried 48 78%

`Total 60 100%

Chart 4.3 Marital Status Of The Respondents

0.9
0.78
0.8
0.7
0.6
0.5
0.4
0.3 0.22
0.2
0.1
0
Married Unmarried
Option

Interpretation
From the above table and chart, it is shown that 22% of the respondents are married
and 78% of the respondents are unmarried. So, it is inferred that most of the
respondents are unmarried.

26
 Table 4.4 Experience Of The Respondents

Options Number of respondents Percentage

Less than a year 12 20.7%

1-3 years 24 41.4%

4-6 years 15 25.9%

More than 6 years 7 12.1%

Total 60 100%

Chart 4.4 Experience Of The Respondent

0.45 0.414
0.4
0.35
0.3 0.259
0.25 0.207
0.2
0.15 0.121
0.1
0.05
0
Less than a year 1-3 years 4-6 years More than 6
years
Options

Interpretation
From the above table and chart, it is shown that 20.7% respondents are less than a
year, 41.1% respondents are 1-3 years of experience, 25.9% respondents are 4-6 year
of experience and 12.2% of the respondents are more than 6 years. So, it is inferred
that 1-3 years experienced employees are more.

27
 Table 4.5 Salary Of The Respondents

Salary Number of respondents Percentage

20,000-29,000 11 18.3%

30,000-39,000 23 38.3%

40,000-49,000 10 16.7%

More than 16 26.7%

50,000
Total 60 100%

Chart 4.5 Salary Of The Respondents

Salary
45.00%
40.00% 38.30%

35.00%
30.00% 26.70%
25.00%
20.00% 18.30%
16.70%
15.00%
10.00%
5.00%
0.00%
20,000 30,000 40,000 50,000

Salary

Interpretation
From the above table and chart, it is shown that 18.3% of the respondents are getting
20,000-29,000 as their salary, 38.3% of the respondents are getting 30,000-39,000 as
their salary, 16.7% of the respondents are getting 40,000-49,000 as their salary and
26.7% of the respondents are getting more than 50,000 as their salary. So, it is
inferred that most of the respondents are paid 30,000-39,000 as their salary.

28
 Table 4.6 Satisfaction Regarding Salary

Options Number of respondents Percentage

Very satisfied 6 10%

Satisfied 28 46.7%

Neutral 18 30%

Dissatisfied 6 10%

Very Dissatisfied 2 3.3%

Total 60 100

Chart 4.6 Satisfaction Regarding Salary

0.5 0.467
0.45
0.4
0.35 0.3
0.3
0.25
0.2
0.15 0.1 0.1
0.1
0.033
0.05
0
Very satisfied Satisfied Neutral Dissatisfied Very
Dissatisfied
Options

Interpretation
From the above table and chart, it is shown that 10% of the respondents are very
satisfied with the salary they receive, 46.7% of the respondents are satisfied, 30% of
the respondents are neutral, 10% of the respondents are dissatisfied and 3.3% of the
respondents are very dissatisfied. So, it is inferred that most of the respondents are
satisfied with the salary they receive.

29
 Table 4.7 Satisfaction Regarding Work Environment

Options Number of Percentage

respondents

Very Satisfied 12 20%

Satisfied 29 48.3%

Neutral 13 21.7%

Dissatisfied 5 8.3%
Very Dissatisfied 1 1.7%l

Total 60 100%

Chart 4.7 Satisfaction Regarding Work Environment

0.6
0.483
0.5

0.4

0.3
0.2 0.217
0.2
0.083
0.1
0.017
0
Very Satisfied Satisfied Neutral Dissatisfied Very
Dissatisfied
Options

Interpretation
From the above table and chart, it is shown that 20% of the respondents are very satisfied
with their work environment., 48.3% of the respondents are satisfied, 21.7% of the
respondents are neutral, 8.3% of the respondents are dissatisfied and 1.7% of the respondents
are very dissatisfied. So, it is inferred that most of the respondents are satisfied with their
work environment.

30
 Table 4.8 Benefits Offered By The Company

Options Number of respondents Percentage

Very Satisfied 10 16.7%
Satisfied 27 45%
Neutral 15 25%
Dissatisfied 4 6.7%
Very Dissatisfied 4 6.7%
Total 60 100%

Chart 4.8 Benefits Offered By The Company

0.5 0.45
0.45
0.4
0.35
0.3 0.25
0.25
0.2 0.167
0.15
0.1 0.067 0.067
0.05
0
Very Satisfied Satisfied Neutral Dissatisfied Very
Dissatisfied
Options

Interpretation
From the above table and chart, it is shown that 16.7% of the respondents are very satisfied
with benefits offered by the company, 45% of the respondents are satisfied, 25% of the
respondents are neutral, 6.7% of the respondents are dissatisfied and 6.7% of the respondents
are very dissatisfied. So, it is inferred that most of the respondents are satisfied with benefits
offered by the company.

31
 Table 4.9 Supervisor Promotes Atmosphere Of Teamwork

Options Number of Percentage

respondents

Strongly agree 11 15.5%

Agree 21 36.2%

Neutral 13 22.4%

Disagree 11 19%
Strongly disagree 4 6.9%

Total 60 100%

Chart 4.9 Supervisor Promotes Atmosphere Of Teamwork

0.4 0.362
0.35
0.3
0.25 0.224
0.19
0.2
0.155
0.15
0.1 0.069
0.05
0
Strongly agree Agree Neutral Disagree Strongly
disagree
Options

Interpretation
From the above table and chart, it is shown that 15.5% of the respondents strongly agreed that
supervisor promotes atmosphere of teamwork , 36.2% of the respondents agree that
supervisor promotes atmosphere of teamwork, 22.4% of the respondents neutral that
supervisor promotes atmosphere of teamwork, 19% of the respondents are disagreed that
supervisor promotes atmosphere of teamwork and 6.9% of the respondents strongly disagreed
that supervisor promotes atmosphere of teamwork. So, it is inferred that most of the
respondents agree that their supervisor promotes atmosphere of teamwork.

32
 Table 4.10 Supervisor Is Able To Address Concerns

Options Number of respondents Percentage

Strongly agree 8 18.3%

Agree 16 26.7%

Neutral 15 25%

Disagree 10 16.7%

Strongly disagree 8 13.3%

Total 60 100%

Chart 4.10 Supervisor Is Able To Address Concerns

0.3 0.267
0.25
0.25
0.2 0.183
0.167
0.15 0.133

0.1
0.05
0
Strongly agree Agree Neutral Disagree Strongly
disagree
Options

Interpretation
From the above table and chart, it is shown that 18.3% of the respondent strongly agreed that
supervisor is able to address concerns, 26.7% of the respondents agree, 25% of the
respondent neutral, 16.7% of the respondent disagree and 13.3% how the respondent
strongly disagree.
So, it is inferred that 26.7% of the respondents agree supervisor is able to address concerns

33
 Table 4.11 Easy To Get Along With My Colleagues

Options Number of respondents Percentage

Strongly agree 12 20%

Agree 21 35%

Neutral 16 26.7%

Disagree 10 16.7%

Strongly disagree 1 1.7%

Total 60 100%

Chart 4.11 Easy To Get Along With My Colleagues

0.4
0.35
0.35
0.3 0.267
0.25
0.2
0.2 0.167
0.15
0.1
0.05 0.017
0
Strongly agree Agree Neutral Disagree Strongly
disagree
Options

Interpretation
From the above table and chart, it is shown that 20% of the respondents strongly
agreed that it is easy to get along with their colleagues , 35% of the respondents agree,
26.7% of the respondents neutral, 16.7% of the respondents disagree and 1.7% of the
respondents strongly disagree. So, it is inferred that most of the respondents agree that
it is easy to get along with their colleagues.

34
 Table 4.12 The Amount Of Work Expected Of Me Is Reasonable

Options Number of respondents Percentage

Strongly agree 12 20.3%

Agree 19 32.2%

Neutral 15 25.4%

Disagree 9 15.3%

Strongly disagree 5 6.8%

Total 60 100%

Chart 4.12 The Amount Of Work Expected Of Me Is Reasonable

0.35 0.322
0.3
0.254
0.25
0.203
0.2
0.153
0.15

0.1 0.068
0.05

0
Strongly agree Agree Neutral Disagree Strongly
disagree
Options

Interpretation
From the above table and chart, it is shown that 20.3% of the respondents strongly agree that
the amount of work expected of me is reasonable, 32.2% of the respondents agree, 25.4% of
the respondents neutral, 15.3% of the respondents disagree and 6.8% of the respondents
strongly disagree. So, it is inferred that most of the respondents agree that the amount of work
expected of me is reasonable.

35
 Table 4.13 The Morale In My Department

Options Number of respondents Percentage

Strongly agree 13 21.7%

Agree 20 33.3%

Neutral 15 25%

Disagree 5 8.3%

Strongly disagree 7 11.7%

Total 60 100%

Chart 4.13 The Morale In My Department

0.35 0.333

0.3
0.25
0.25 0.217
0.2

0.15 0.117
0.1 0.083

0.05

0
Strongly Agree Neutral Disagree Strongly
agree disagree
Options

Interpretation
From the above table and chart, it is shown that 21.7% of the respondents strongly
agree that the morale in my department, 33.3% of the respondents agree, 25% of the
respondents neutral, 8.3% of the respondents disagree that the morale in my
department and 11.7% of the respondents strongly disagree. So, it is inferred that
most of the respondents agree that the morale in my department.

36
 Table 4.14 Opinion Regarding Training Offered

Options Number of respondents Percentage

Strongly agree 13 22%

Agree 23 39%

Neutral 10 16.9%

Disagree 8 13.6%

Strongly disagree 6 8.5%

Total 60 100%

Chart 4.14 Opinion Regarding Training Offered

45%
39%
40%
35%
30%
25% 22%
20% 16.90%
13.60%
15%
8.50%
10%
5%
0%
Strongly agree Agree Neutral Disagree Strongly
disagree
Options

Interpretation
From the above table and chart, it is shown that 22% of the respondents strongly agree
that opinion regarding training offered, 39% of the respondents agree, 16.9% of the
respondents neutral, 13.6% of the respondents disagree and 8.5% of the respondents
strongly disagree. So, it is inferred that most of the respondents agree that opinion
regarding offered.

37
 Table 4.15 Tools And Resource Are Required For Job

Options Number of respondents Percentage

Strongly agree 9 15%

Agree 25 41.7%

Neutral 13 21.7%

Disagree 10 16.7%

Strongly disagree 3 5%
Total 60 100%

Chart 4.15 Tools And Resource Are Required For Job

0.45 0.417
0.4
0.35
0.3
0.25 0.217
0.2 0.167
0.15
0.15
0.1
0.05
0.05
0
Strongly agree Agree Neutral Disagree Strongly
disagree
Options

Interpretation
From the above table and chart, it is shown that 15% of the respondents strongly agree
that tools and resource required for job, 41.7% of the respondents agree , 21.7% of the
respondents neutral,16.7% of the respondents disagree and 5% of the respondents
strongly disagree. So, it is inferred that most of the respondents agree that tools and
resource required for job.

38
 Table 4.16 Communication From Manager To Employees

Options Number of respondents Percentage

Strongly agree 20 33.9%

Agree 18 30.5%

Neutral 15 25.4%

Disagree 4 6.8%
Strongly disagree 3 3.4%

Total 60 100%

Chart 4.16 Communication From Manager To Employees

0.4
0.339
0.35 0.305
0.3 0.254
0.25
0.2
0.15
0.1 0.068
0.05 0.034

0
Strongly agree Agree Neutral Disagree Strongly
disagree

Options

Interpretation
From the above table and chart, it is shown that 33.9% of the respondents strongly
agree that communication from manager to employees, 30.5% of the respondents
agreed, 25.4% of the respondents neutral, 6.8% of the respondents disagree and 3.4%
of the respondents strongly disagree. So, it is inferred that most of the respondents
strongly agree that communication from manager to employees.

39
 Table 4.17 Opinion Regarding Conveying Mission

Options Number of respondents Percentage

Strongly agree 13 21.7%

Agree 25 41.7%

Neutral 10 16.7%

Disagree 3 5%

Strongly disagree 9 15%

Total 60 100%

Chart 4.17 Opinion Regarding Conveying Mission

0.45 0.417
0.4
0.35
0.3
0.25 0.217
0.2 0.167
0.15
0.15
0.1
0.05
0.05
0
Strongly agree Agree Neutral Disagree Strongly
disagree
Options

Interpretation
From the above table and chart, it is shown that 21.7% of the respondents strongly
agree that opinion regarding conveying mission, 41.7% of the respondents agree,
16.7% of the respondents neutral, 5% of the respondents disagree and 15% of the
respondents strongly disagree. So, it is inferred that most of the respondents agree that
the company clearly conveys mission to its employee.

40
 CHAPTER-5 FINDINGS, SUGGESTIONS AND CONCLUSION 5.1
Findings
• Majority of the respondents (56.7%) are male.
• Majority of the respondents (41.7%) are 18-29 years old.
• Majority of the respondents (78%) are unmarried.
• Majority of the respondents (41.4%) are having 1-3years experience.
• Majority of the respondents (38.3%) are receiving salary 30,000 rupees.
• Majority of the respondents (46.7%) are satisfied with the salary they receive.
• Majority of the respondents (48.3%) are satisfied with their work environment.
• Majority of the respondents (45%) are satisfied with the benefit offered by the
company.
• Majority of the respondents (36.2%) agree that the supervisor promotes and
atmosphere of teamwork.
• Majority of the respondents (26.7%) agree to when they have questions or concerned
my supervisor is able to address them.
• Majority of the respondents (35%) agree that it is easy to get along with their
colleagues.
• Majority of the respondents (32.2%) feels that the amount of work expected is
reasonable.
• Majority of the respondents (33.3%) feels that the morale in their department.
• Majority of the respondents (39%) are saying their organization have the training they
need to do their job.
• Majority of the respondents (33.9%) are strongly agreed that there is a good
communication from manager to employees.
• Majority of the respondents (41.7%) are agreed that the company clearly conveys
mission to its employees.

41
 5.2 Suggestions
• Management should take proper care to maintain communication between employee
and supervisor. The management can promote team work by lots of corporate events
and activities for employees
• Management should take care of distributing the responsibility because 21% of the
respondents strongly disagree and disagree.
• Management should take of tools and resources required for the job because 20% of
the employees are strongly disagree and disagree with it.
• Management should take care of supervisor because 47% of the employees are saying
that they are disagree, strongly disagree or neutral.

42
5.3 Conclusion

The study is carried out regarding job satisfaction in Priya Petro Products Pvt Ltd. Job
satisfaction is very essential in any organization to improve performance of the employees.
High level of job satisfaction can be achieved by implementing simple procedures in the
organization. The study also suggested certain features and actions which the organisation
can implement. So that the company can bring high degree of satisfaction among the
employees and generate high performance that helps in achieving organization goals.

From the study, it can be concluded that the overall job satisfaction of employees in the
organization is at a satisfactory level.
Bibliography

Books

• Dr. Gupta C. Human resources management l, Sultan and Sons, New Delhi, 2004.
• Rajesh Chopre, Human resources management U.K publishing 2 edition, New Delhi
2004.
• Kothari. C.R, Research methodology, New Age International, Pvt ltd, New Delhi
2004

Websites

• www.wikipedia.com
• www.slideshare.com
• www.freelacer.in

VI
 Questionnaire

1. What is your gender?

A) Male.
B) Female.
2. What is your age?
A) 18-29.
B) 30-38.
C) 40-55.
D) 55 years.
3. What is your marital status?
A) Married.
B) Unmarried.
4. How many years have you been with the company?
A) Less than a year.
B) 1-3 years.
C) 4-6 years.
D) More than six years.
5. How much salary you receive per month?
A) 20,000-29,000.
B) 30,000-39,000.
C) 40,000-49,000.
D) More than 50,000.
6. How satisfied are you with the salary your receive?
A) Completely satisfied.
B) Satisfied.
C) Neutral.
D) Dissatisfied.
E) Completely dissatisfied.

VII
7. How satisfied are you with your work environment?
A) Completely satisfied.
B) Satisfied.
C) Neutral.
D) Dissatisfied.
E) Completely dissatisfied.
8. Benefit offered by the company?
A) Completely satisfied.
B) Satisfied.
C) Neutral.
D) Dissatisfied.
E) Completely dissatisfied.
9. My supervisor promotes and atmosphere of
teamwork?
A) Completely satisfied.
B) Satisfied.
C) Dissatisfied.
D) Completely dissatisfied.
10. When I have questions or concerned my supervisor
is able to address them? A) Completely satisfied.
A) Satisfied.
B) Neutral.
C) Dissatisfied.
D) Completely dissatisfied.
11. It is easy to get along with my colleagues?
A) Completely satisfied.
B) Satisfied.
C) Neutral.
D) Dissatisfied.
E) Completely dissatisfied.

VIII
12. The amount of work expected of me is reasonable?
A) Completely satisfied.
B) Satisfied .
C) Neutral.
D) Dissatisfied.
E) Completely dissatisfied.
13. The morale in my department is high?
A) Completely satisfied.
B) Satisfied.
C) Neutral.
D) Dissatisfied.
E) Completely dissatisfied.
14. I have the training I need to do my job?
A) Completely satisfied.
B) Satisfied.
C) Neutral.
D) Dissatisfied.
E) Completely dissatisfied.
15. I have the tools and resource I need to my job A)
Completely satisfied.
A) Satisfied.
B) Neutral.
C) Dissatisfied.
D) Completely dissatisfied.
16. There is a good communication from manager to
employees?
A) Completely satisfied.
B) Satisfied.
C) Neutral.
D) Dissatisfied.
E) Completely dissatisfied.

IX
17. The company clearly conveys mission to its
employee?
A) Completely satisfied.
B) Satisfied.
C) Neutral.
D) Dissatisfied.
E) Completely dissatisfied.