Misys Software

Dr.P.ANANDARAJ., M.Com., M.B.A., M.Phil., Ph.D.
,
Faculty
Department of Management Studies
Madurai Kamaraj University
Madurai
CERTIFICATE
This is to certify that project report entitled “A STUDY ON JOB
SATISFACTION OF EMPLOYEES IN MISYS SOFTWARE
SOLUTIONS, BANGALORE” submitted by G.S.SUMATHY (MBA) a
student of Madurai Kamaraj University is an original work under my Guidance
and Supervision and no part this project has been submitted for the award of any
other degree, Diploma, fellowship or any other similar title.
Date:
Place:
(P.ANANDARAJ)
1
DECLARATION
I hereby declare that this project report titled “A STUDY ON JOB
SATISFACTION OF EMPLOYEES IN MISYS SOFTWARE
SOLUTIONS, BANGALORE”, submitted in partial fulfillment of the
requirement for award of the degree of Master Business Administration is
record original work done by me, under the supervision of Dr. P. ANANDARAJ,
Faculty , Department of Management Studies, Madurai Kamaraj University
Madurai, and no part this project has been submitted for the award of any other
degree, Diploma, fellowship or any other similar title.
Place: Madurai,
Date:
(G.S.SUMATHY)
2
ACKNOWLEDGEMENT
When I embarked this project, it appeared to me as onerous task.

Slowly as I progressed I did realized that I was not alone after
all.
I am deeply indebted to my guide.Dr.P.ANANDARAJ.M.Com,

M.B.A.,M.Phil.Ph.D. Faculty member of MADURAI KAMARAJ
UNIVERSITY. for not only his valuable and enlightened, guidance
but also for the freedom he rendered me during this project
work.
I express my sincere and deepest gratitude to MISS NINA D

SOUZA, (SENIOR HR OPERATIONS) MISYS SOFTWARE
SOLUTIONS; without whose guidance and invaluable assistance
this study would not be successful.
I offer my sincerely thanks to Mr.SIMON, for their helping hand

and for sharing their knowledge throughout my project
I am thankful to my group member & MISYS SOFTWARE

SOLUTIONS workers who with their magnanimous and generous
help and support made it a relative easier affair.
My heart goes out to my parents who bear with me all the

trouble I caused then with smile during the entire study period
and beyond
(G.S.SUMATHY)
3
CONTENTS
SR NO PARTICULARS PAGE NO.
1. APPROVED PROJECT 1-3

PROPOSAL
Chapter 1
2. 9
INTRODUCTION
Chapter 2
3. 17
PROFILE OF AREA OF
STUDY
Chapter 3
4. 32
DATA ANALYSIS 1
Chapter 4
5. 65
DATA ANALYSIS 2
Chapter 5
6. 80
FINDINGS &
SUGGESTIONS
7. QUESTIONNAIRE 86
4
LIST OF TABLES
Table Title Page

no no
1 Working Hours are convenient for me 32
2 Monthly Income 33
3 Education qualification 34
4 I feel I have too much work to do 35
5 Years of Experience 36
6 Working hours are convenient for me 37
7 I'm happy with my work place 39
8 My supervisor considers my ideas too while making 40

decision
9 Safety measures provided by the company 42
10 My relationship with my supervisor is cordial 43
11 My supervisor is not partial 44
12 Have adequate opportunity to use my Ability 46
13 I'm satisfied with the support from my co-workers 47
14 People here have concern from one another and tend to 48

help one another
15 I'm satisfied with the refreshment facilities 50
16 We are provided with the rest and lunch room and they are 51
good
17 The parking spaces for our vehicles are satisfactory 53
18 I feel I'm paid a fair amount for the work I do 54
19 I'm satisfied with the chances for my promotion 56
5
20 The salary we receive are good as other organizations offer 57
pay to their employees
21 I'm satisfied with the allowances provided by the 59
organization
22 I feel my boss motivate me to achieve the organizational 60
goals
23 My supervisor motivates me to increase my efficiency at 62
times when I’m not
24 Overall I'm satisfied with my job 63
25 Environment and Nature of work 65
26 Relationship with supervisors and colleagues 67
27 Welfare facilities 68
28 Pay and promotion 69
29 Communication and Motivation 70
30 Job factors 71
31 Job factors 72
32 Job factors 73
33 Job satisfaction of employees 77
34 Chi Square test 78
6
LIST OF CHARTS
Table Title Page

no no
1 Working Hours are convenient for me 32
2 Monthly Income 33
3 Education qualification 34
4 I feel I have too much work to do 35
5 Years of Experience 36
6 Working hours are convenient for me 38
7 I'm happy with my work place 39
8 My supervisor considers my ideas too while making 41

decision
9 Safety measures provided by the company 42
10 My relationship with my supervisor is cordial 43
11 My supervisor is not partial 45
12 Have adequate opportunity to use my Ability 46
13 I'm satisfied with the support from my co-workers 47
14 People here have concern from one another and tend to 49

help one another
15 I'm satisfied with the refreshment facilities 50
16 We are provided with the rest and lunch room and they 52
are good
17 The parking spaces for our vehicles are satisfactory 53
18 I feel I'm paid a fair amount for the work I do 55
19 I'm satisfied with the chances for my promotion 56
7
20 The salary we receive are good as other organizations 58
offer pay to their employees
21 I'm satisfied with the allowances provided by the 59
organization
22 I feel my boss motivate me to achieve the organizational 61
goals
23 My supervisor motivates me to increase my efficiency at 62
times when I’m not
24 Overall I'm satisfied with my job 64
8
Chapter 1
INTRODUCTION
Job Satisfaction:
Robbins defines job satisfaction “An Individuals general attitude
towards his or her job”. Fair needs give rise to wants or goals, this cause
tension and gives rise to actions towards achieving goals, this finally
results in satisfaction. A job satisfaction survey is a procedure by which
employees report their feeling towards their job and work environment.
Job Satisfaction is the favorableness or un-favorableness with which
the employee views his work. It expresses the amount of agreement
between one’s expectation of the job and the rewards that the job
provides. Job Satisfaction is a part of life satisfaction. The nature of one’s
environment of job is an important part of life as Job Satisfaction
influences one’s general life satisfaction.
Job Satisfaction, thus, is the result of various attitudes possessed by
an employee. In a narrow sense, these attitudes are related to the job
under condition with such specific factors such as wages. Supervisors of
employment, conditions of work, social relation on the job, prompt
settlement of grievances and fair treatment by employer.
9
However, more comprehensive approach requires that many factors
are to be included before a complete understanding of job satisfaction
can be obtained. Such factors as employee’s age, health temperature,
desire and level of aspiration should be considered. Further his family
relationship, Social status, recreational outlets, activity in the
organizations etc. contribute ultimately to job satisfaction.
FACTORS INFLUENCING JOB SATISFACTION
The major factors influencing job satisfaction are presented below:
SUPERVISION
To a worker, Supervision is equally a strong contributor to the job
satisfaction as well as to the job dissatisfaction. The feelings of workers
towards his supervisors are usually similar to his feeling towards the
company. The role of supervisor is a focal point for attitude formation.
Bad supervision results in absenteeism and labor turnover. Good
supervision results in higher production and good industrial relations.
CO-WORKERS
Various studies had traced this factor as a factor of intermediate
importance. One’s associates with others had frequently been motivated
as a factor in job satisfaction. Certainly, this seems reasonable because
people like to be near their friends. The workers derive satisfaction when
the co-workers are helpful, friendly and co-operative.
10
PAY
Studies also show that most of the workers felt satisfied when they
are paid more adequately to the work performed by them. The relative
important of pay would probably changing factor in job satisfaction or
dissatisfaction.
AGE
Age has also been found to have a direct relationship to level job of
satisfaction of employees. In some groups job satisfaction is higher with
increasing age, in other groups job satisfaction is lower and in other
there is no difference at all.
MARITAL STATUS
Marital status has an important role in deciding the job
satisfaction. Most of the studies have revealed that the married person
finds dissatisfaction in his job than his unmarried counterpart. The
reasons stated to be are that wages were insufficient due to increased
cost of living, educations to children etc.
EDUCATION
Studies conducted among various workers revealed that most of
workers who had not completed their school education showed higher
satisfaction level. However, educated workers felt less satisfied in their
job.
11
WORKING CONDITION
The result of various studies shows that working condition is an
important factor. Good working atmosphere and pleasant surroundings
help increasing the production of industry. Working conditions are more
important to women workers than men workers.
REVIEW OF LITERATURE:
JOB SATISFACTION OF MISYS SOFTWARE SOLUTIONS IN BANGALORE
This study attempts to evaluate job satisfaction of MISYS
SOFTWARE SOLUTIONS in Bangalore. It focuses on the relative
importance of job satisfaction factors and their impacts on the overall job
satisfaction of officers. It also investigates the impacts of bank type, work
experience, age, and sex differences on the attitudes toward job
Satisfaction. The result shows that salary, efficiency in work, fringe
supervision, and co-worker relation are the most important factors
contributing to job satisfaction. Private MISYS SOFTWARE SOLUTIONS
have higher levels of job satisfaction than those from public sectors as
they enjoy better facilities and supportive work environment. Sex and age
differences have relatively lower level of impact on it. The overall job
satisfaction of the MISYS SOFTWARE SOLUTIONS is at the positive level.
12
Job Satisfaction surveys can produce positive, neutral or negative
results. If properly planned and administrated, they will usually produce
a number of important benefits such as:
 Communication
 Training needs
 Assessment of employee needs
 Planning and monitoring changes
 Improved attitudes
 The relationship between satisfaction and organization objectives
may throw light on a variety of issues
Objectives of the study:
1. To Study the job satisfaction of employees in MISYS SOFTWARE
SOLUTIONS, Bangalore.
2. To Measure the satisfaction levels of employees on various factors and
give suggestions for improving the same.
3. To find out whether experience have an effect on Job Factors.
4. To find the significance difference among age groups with respect to
job Factors.
13
5. To find the significance difference among male and female employees
with respect to job Factors.
6. To identify the weak areas of working condition which may cause job
satisfaction?
RESEARCH METHODOLOGY:
The methodology followed for conducting the study includes the
specification of research design, sample design, questionnaire design,
data collection and statistical tools used for analyzing the collected data.
Both primary and secondary sources of data will be used in this study.
Primary data are those which are collected a fresh and for the first time
and this happen to be original in character.
The data are collected from the employee with a help of structured
Questionnaire. A sample of 100 will be considered for this project
through convenient sampling method. The secondary data were collected
from the standard company records. Different statistical tools for
analyzing and interpreting the data will be used in this study such as
correlation, percentage and chi-square test.
14
The research design used for this study is of the descriptive type.
Descriptive research studies are those studies which are concerned with
describing the characteristics of a particular individual or a group.
Sample size:
The sample size consisting of 100 respondents were selected for
the study.
Sampling design:
Since it is difficult to contact the entire population, sampling
technique was adopted. The employees were interviewed using
convenience sampling techniques.
Questionnaire design:
Questionnaire was designed in consultation with the experts of
MISYS SOFTWARE SOLUTIONS Insurance Company in such a manner
that it would facilitate the respondents to reveal maximum information.
Data collection:
The primary data was collected by using questionnaires. The
questionnaire has 24 questions excluding marital status, age, factor
prompted to join reliance. A five point scale was used such as strongly
disagree, disagree, neutral, agree and strongly agree.
15
Statistical tools used for analysis:
The collected data were analyzed by using following techniques:
 Percentage analysis
 One-way ANOVA
Limitations of the study:
1. Some of the respondents were not responding to some of the
questions.
2. Due to time constraint the researcher was not able to complete the
project to desired level.
16
Chapter-2
COMPANY PROFILE:-
Misys provides integrated, comprehensive solutions that deliver
significant results to organizations in the financial services and
healthcare industries. We maximize value for our customers by
combining our deep knowledge of their business with our commitment to
their success.
In banking and treasury & capital markets, Misys is a market
leader with over 1,200 customers, including all of the world’s top 50
banks. In healthcare, Misys owns a controlling stake in AllscriptsMisys, a
clear leader in the provision of healthcare technology, serving more than
15,000 physicians, 700 hospitals and nearly 7,000 post-acute and
homecare organizations. We employ around 6,000 people serving
customers in more than 120 countries.
We aspire to be the world’s best application software and
Services Company, delivering results for the most important industries in
the world. We believe our success is driven by the values that bind us:
client focus; leadership; excellence; aspiration and results. It starts with
our clients and ends in results. We operate with five business units and
ten global functions, each reporting to the CEO in a matrix model. Our
Values are CLEAR. They start with a Client focus and ends with Result:
17
 Client Focus
 Leadership
 Excellence
 Aspiration
 Result
Misys people serving customers in 120 countries are delivering real
and lasting value for customers. Our strategy is to provide innovative
integrated solutions and services that set us apart as the leading
application software provided to the financial services and health care
industries.
Q: What did Misys achieve in 2008/09?
We fulfilled our promises, achieving the tough targets we set for
the business last year. We focused on higher growth markets. We
launched high value solutions and services, and now we are
transforming the way we operate through partnership, innovation and an
even sharper focus on meeting our customer needs.
Q:Is Misys now moving in the right direction?
Absolutely. We have completed the first phase of turnaround
successfully and the company is entering a new phase, establishing a
platform for growth.
18
Q: How is Misys Using technology innovation to drive the business
growth?
The pursuit of excellence and a zest for innovation are firmly at the
center of where we are going with product development in Misys.
Q: How important are services to the Misys business?
Services are playing a vital role in increasing our revenue and
profitablility.They are also enabling our customers to maximize the value
they get from our solutions, which helps to increase customer loyalty.
And they’re enabling us to get closer to customers, so we can ensure the
solutions we’re developing today will address the challenges they will face
tomorrow.
Q: How are all these changes making Misys a stronger business?
We’re transforming an under-performing group into a world-class
business. Healthcare has tremendous prospects. Banking and Treasury
& Capital Markets are growing and have enormous potential. And we’re
becoming a sharper, fitter organization too. But this is just the start.
Over the next 12 months we’re looking to accelerate growth rapidly,
creating substantial long-term value for all of our stakeholders.
19
BOARD OF DIRECTORS:
1. Sir Dominic Cadbury,Chairman
2. Mike Lawrie,Chief executive
3. Jim Malone,chief Financial officer
4. John king ,non-executive director
5. Al-Noor Ramji ,non-executive director
6. Jeff Ubben ,non-executive director
7. John Ormerod ,senior independent director
Powers of Directors
The Board is responsible for the management of the business of
the Company and may exercise all the powers of the Company subject to
the provisions of relevant law, the Company’s Memorandum of
Association, the Articles and any special resolution of the Company.
For example, the Articles contain specific provisions and restrictions
regarding the Company’s power to borrow money. Powers relating to the
issuing and buying back of shares are also included in the Articles and
such authorities are renewed by shareholders each year at the AGM.
Auditors
Each of the Company’s Directors in office as at the date of this
report confirms that, so far as he is aware, there is no relevant audit
information, that is, information needed by the Company’s auditors in
connection with preparing their report, of which the Company’s auditors
20
are unaware, and that he has taken all steps which he ought to have
taken as a Director in order to make himself aware of any relevant audit
information and to establish that the auditors are aware of that
information.PricewaterhouseCoopers LLP have expressed their
willingness to continue in office as auditors and a resolution to reappoint
them and authorize the Directors to fix their remuneration will be
Proposed at the forthcoming AGM.
Misys and Partners
Misys has a broad range of partners helping us distribute, deliver
and develop our solutions around the globe. Many of these companies
have been partners for years and are critical to our business – whether
they be distribution or delivery partners, or partners whose software we
have embedded in our products in order to strengthen our offerings.
Others are new partners that we have build relationships with who help
us extend our reach both within our existing client base and into new
clients and new markets.
As the market continues to change, we need to be reactive to our
customers' needs and how they buy. The market demands complete
solutions and to meet this demand we need partners to provide the
relationships, services, technology and products that will help us be the
best.
21
Different Partners for Different Needs
All partners are not the same. We have many different types of
partners delivering different value and with different needs, but they also
have 1 thing in common for us – they help us win business, grow our
market share and grow our revenues.
Our partners:
 Build out our regional coverage and get us into fast-growing
markets quicker
 Get us into new verticals
 Broaden our client coverage – giving us access to their
customer/prospect base
 Have influence and relationships where we don’t
 Give us market and customer insight
 Strengthen our bids with their world-class solutions
PRODUCTS OF MISYS:
1. LOAN IQ
Misys Loan IQ is a comprehensive tool that covers the entire life cycle of a loan -
from origination and deal tracking to administration and record maintenance. Some of
the world's largest enterprises are intimately familiar with its power to transform a
22
cumbersome chain of events into a streamlined, controlled process. The result helps
them achieve greater upside and improved client service.
2. SUMMIT
Misys Summit FT's cross-asset and front to back coverage enables
financial institutions to innovate, rationalise systems, monitor and
manage risk and streamline operations.
Summit FT delivers:
 Improved efficiency and lower costs with improved STP
 The ability to process the most complex instruments enabling
innovation that delivers time to market and a competitive edge
 In-built risk procedures enabling volume trading and regulatory
control
 The broadest cross-asset coverage to enable system rationalisation
3. OPICS PLUS
Misys Opics Plus is a service oriented, front to back office, treasury, and
capital markets and derivatives solution.
Opics Plus enables
• Scalable high volume trade processing
• Improved risk management
23
• Straight through processing
4. BUSINESS INTELLIGENCE
Misys Business Intelligence (MBI) is a packaged solution for monitoring
bank performance in the areas of financial analysis, profitability analysis
& credit risk analysis.
It transforms operational data into Business Intelligence, providing
relevant data to management, in a user-friendly format, to facilitate
sound decision making.
Misys Business Intelligence is powered by IBM and packaged for use
with Misys systems, delivering the following benefits:
 Reduces project risk and cost with pre-packaged content from
Misys systems
 Pre-built data management layer utilising the industry standard,
IBM Banking Data Warehouse blueprint as the basis for Misys
systems logical data structures
 Facilitates informed and timely decision making with the evidence
of factual data
 Presents business data in a variety of formats – reports,
dashboards, scorecards – with the appropriate level of detail
relevant to each user’s role
 Measures performance against defined KPIs
 Automatically alerts users to changes in performance
24
5. RISK SOLUTION
Misys Risk Vision is an enterprise wide risk management system used by
banks to manage their market risk, credit risk & limits in an integrated
way with a single view of all risk exposures across all business areas.
Risk Vision is central to a bank’s risk management function providing a
consolidated view of risk exposures across multiple systems,
incorporating both the Trading and Banking book.
Risk Vision delivers:
} Real-time trade approval to maximise market opportunity with
pre-deal checks in 0.100 seconds
} Accurate analysis of exposure across multiple scenarios in
real-time
} Ease & low cost integration due to open & flexible API
} Single view of exposure across operations to support efficient &
accurate capital allocation
} Data Warehouse for aggregating data from multiple systems for
a central store in a consistent format
6. EAGLEYE
25
Misys Eagleye is extensible rules based application enabling both
monitoring of controls & exceptions as well as distributing this
information via alerts & dashboards around the bank.
The solution enables financial institutions to have complete transparency
of their business risks through instant notification of exceptions to
business defined rules, so that appropriate decisions can be made in a
timely manner.
Eagleye provides:
} Flexibility to deploy a monitoring service to proactively monitor
risks against regulatory obligations, investment strategies and
policy constraints
} Notifications via emails, SMS and desktop alerts in real-time for
timely awareness of exceptions
} Drill-down capabilities to enable analysis of exceptions
to facilitate effective decision making & resulting action in an
automated process
} Remote authorization capabilities enabling decision makers to
review and register their decision as the notification of the
exceptions are delivered
26
SALES AND GLOBAL SERVICE
Global Sales & Services is the customer-facing part of the
business charged with driving revenue growth and delivering exceptional
results so that our customers can enjoy the best possible service in the
industry.
As we move forward with into the growth phase of our strategy, we are
looking forward to playing an important in the turnaround of Misys.
PROFESSIONAL SERVICE
Our goal is to help our customers maximize the return on their
investment in Misys Solutions by:
 Providing expertise through the sales process to ensure our
customers see a roadmap to achieving their business objectives
with the lowest risk and highest value
 Ensuring that we deliver on the Misys commitments set in the
sales cycle - delivering our projects on time and on budget
 Providing thought leadership internally and externally around
delivery of our solutions
Our Services are focused around the implementation, upgrade, and
enhancements of our customers’ use of Misys technology.
CUSTOMER FEEDBACK
27
Ed Ho, EVP & GM for TCM, welcomed a panel of our customers to our
Global Sales Conference:
 Paulo Figueiredo, Executive Director, Banco de Investimento
Global
 Montresa McMillan, MJM Strategy (ex BB&T)
 Eylas Mtenga, CRDB Director of Operations and Esther Kileo-
Kitoka
The panel of customers gave up their time to attend our sales
conference to share their experiences of Misys as a business partner.
They provided the sales team with valuable insight into the decision-
making process, implementation experience, pain points and the quality
of our offerings. They unanimously agreed that it was the quality of the
solution which was key to selecting Misys.
Each of the panel shared their experiences of Misys, before answering
questions.
On vendor risk, the shared experience was that the stability and breadth
of Misys solutions was a positive impact. Misys was recognised for our
breadth of experience and our strong track record. CRDB who were the
second customer to go live on Misys BankFusion Universal Banking (UB)
and also Opics Plus on BankFusion UB said they appreciated the
commitment and stability of Misys.
28
Montresa McMillan, who selected Misys Mobile said she valued the
honesty of the sales team.
When asked about price point Montresa McMillan said that price was of
course an issue. However what was more important was the value
proposition presented to the customer.
Paulo Figueiredo addressed the constant need for banks to innovate and
update to remain competitive. They valued the relationship with Misys,
as well as the quality and innovation of our solution.
However, each customer had a shared pain points: They all wanted
better service, and better speed of implementation.
Finally Ed asked each of the customers to rate us out of 10, for service,
support and quality of the solution. All of the customers on the panel
each said they would recommend Misys. And CRDB scored Misys “9 out
10” saying it was “very pleasing that Misys place the client at the centre
of what you do.”
FINANCE NETWORK
29
Misys is structured as a “Matrix” organization. That means we have
global functions like Development, Professional Services and IS, as well
as a broad, worldwide footprint, and global business units. Finance is a
critical component of how this matrix works successfully and efficiently.
To ensure Misys executes its ambitious set of strategies, the Finance
organization must:
 work as an integrated organization
 eliminate inefficiency, non-value-added activity, and
organizational “silos”
 establish common, standard ways of doing things
 communicate and coordinate seamlessly
 gravitate to a problem-solving role
 Finance leadership must lead by example and work as an
integrated, efficient team.
Some of the key principles agreed upon in New York were:
Finance will maintain an efficient but high-value presence
in our geographic regions. This will be referred to as Field Operations.
The purpose of Field Operations is to support our businesses and
provide needed information and decision support on a timely basis.
30
 Key focus areas: Cash Collections; Forecasting, Planning &
Analysis (FP&A); Accounting & Control; Global Shared Services
 We will maximize cash generation, maintain rigorous cost
discipline, and introduce a culture of “lean” thinking and
continuous improvement.
Chapter-3
DATA ANALYSIS 1
31
TABLE NO. 1
Working Hours are convenient for me
Frequency Percent
Male 80 80
Female 20 20
Total 100 100
Chart no: 1
Working Hours are convenient for me
Interpretation
32
From the above table it is evident that employees are convenient with
their working hours so that the total has reached 100% .Male’s
percentage is 80% and Female’s percentage is 20%
Table no: 2
MONTHLY INCOME
Frequency Percent
Below rs.10000 2 2
10000-20000 15 15
20000-30000 10 10
ABOVE 30000 10 10
TOTAL 37 37
Chart No: 2
MONTHLY INCOME
Interpretation
33
From the above table it is evident that employees were not quite satisfied
with their Monthly Income.10% of employees were getting above
30000 ,10% of employees were getting between 20000-30000 and 15% of
employees were getting between 10000-20000.Only 1% of the employees
receiving less than 10000
Table No: 3
Education qualification
Frequency Percent
P.G 90 90
U.G 10 10
TOTAL 100 100
Chart No: 3
Education qualification
Interpretation
34
From the above table it is evident that the educational qualification of the
employees was excellent so that it has reached 100%.Table displays that
90% falls under P.G and 10% falls under U.G
Table No: 4
I feel I have too much work to do
Frequency Percent
Married 80 80
Unmarried 20 20
Total 100 100
Chart no: 4
I feel I have too much work to do
Interpretation
35
From the above table it is evident that the employees are feeling that they
have too much to work. Graph displays 100%.Married person has told
80% and Unmarried person has told 20%
Table No: 5
Years of Experience
Frequency Percent
Less than 1yr 8 8.0
1-2 yrs 26 26
2-3yrs 20 20
3-4yrs 26 26
Above 4yrs 20 20
Total 100 100
CHART NO.5
Years of Experience
Interpretation
36
From the above table it is evident that the employees possess required
number of year’s experience. Less than 1 year shows 5%, 1-2 years
shows 25%, 2-3 years shows 20%, 3-4 years shows 25% and above 4
years shows 20%
Table No: 6
Working hours are convenient for me
Frequency Percent
Strongly agree 34 34
Agree 32 32
Neither agree nor 18 18

disagree
Disagree 13 13
Strongly disagree 3 3
Total 100 100
Chart no. 6
37
Working hours are convenient for me
Interpretation:
From the above chart and table it is clearly evident that 34% of the
Respondents strongly agree that working hours are convenient from
them and 32% agree with that and 18% neither agree nor disagree and
13% disagree with the working hours and 3% are strongly against
working Hours.
38
Table No: 7
I'm happy with my work place
Frequency Percent
Agree 39 39

disagree
Disagree 8 8
Total 100 100
Chart No: 7
I'm happy with my work place
Interpretation:
39
From the above table it is clear that 30% respondents strongly agree and
39% respondents agree that they are happy with their work place only
13% disagreed and 18% have no idea towards their work place.
Table No: 8
My supervisor considers my ideas too while making decision
Frequency Percent
Strongly agree 7 7
Agree 9 9

disagree
Disagree 37 37
Total 100 100
Chart No: 8
40
My supervisor considers my ideas too while making decision
Interpretation:
From the above table it is quite clear that the Manager is considering the
employees suggestion.10% of them strongly agree, 15% agree, 25%
neither agree nor disagree and 20% strongly disagree
Table No: 9
41
Safety measures provided by the company
Frequency Percent
Agree 31 31

disagree
Disagree 11 11
Total 100 100
Chart No: 9
Safety measures provided by the company
Interpretation:
42
From the above table it is evident that the safety measures provided by
the organizations are good as 28 and 31% of the respondents agree with
that and only 11& 6% disagreed and 24% neither agreed nor disagreed.
Table No: 10
My relationship with my supervisor is cordial
Frequency Percent
Agree 41 41
neither agree nor 16 16

disagree
Disagree 6 6
strongly disagree 7 7
Total 100 100
Chart No: 10
My relationship with my supervisor is cordial
Interpretation:
43
From the above table it is clear that relationship between employees and
their supervisors are cordial because 30% of respondents strongly agreed
to it and 41% agreed to it and only 13% disagreed and 16% of
respondents have neither agreed nor disagreed.
Table No: 11
My supervisor is not partial
Frequency Percent
Agree 30 30

disagree
Disagree 19 19
Total 100 100
Chart No: 11
44
My supervisor is not partial
Interpretation:
From the above table it is evident that the supervisors are not partial to
the employees as 18% strongly agreed and 30% agreed to the question
but 19% disagreed and 18% strongly disagreed this level is quite high
compared to other questions.
Table No: 12
45
Have adequate opportunity to use my Ability
Frequency Percent
Agree 43 43

disagree
Disagree 2 2
Total 100 100
Chart No: 12
Have adequate opportunity to use my Ability
Interpretation:
46
From the above table it is clear that 26 and 42% of the respondents agree
that the employees use their adequate opportunity to utilize their ability
and only 5% disagreed and 26% neither agreed nor disagreed.
Table No: 13
I'm satisfied with the support from my co-workers
Frequency Percent
Agree 47 47

disagree
Disagree 9 9
Total 100 100
Chart No: 13
I'm satisfied with the support from my co-workers
Interpretation:
47
From the above table it is clear that relation with co-workers is quite
good as nearly 68% of the respondents agree that they are satisfied with
support from co-workers and only 15% disagreed and 16% have no
answer to this
Table No: 14
People here have concern from one another and tend to help one
another
Frequency Percent
Agree 41 41

disagree
Disagree 9 9
Total 100 100
Chart No: 14
48
People here have concern from one another and tend to help one
another
Interpretation:
From the above table it is clear that in this organization people have
concern over each other as 26% strongly agreed and 41% agreed and
only 14% disagreed and 19% neither agreed nor disagreed.
Table No: 15
49
I'm satisfied with the refreshment facilities
Frequency Percent
Strongly agree 9 9
Agree 20 20

disagree
Disagree 26 26
Total 100 100
Chart No: 15
I'm satisfied with the refreshment facilities
Interpretation:
50
From the above table it is clear that the employees are not satisfied with
the refreshment facilities offered by the company as 26% of respondents
disagreed and 15% strongly disagreed and 30% neither agreed nor
disagreed and only 29% agreed.
Table No: 16
We are provided with the rest and lunch room and they are good
Frequency Percent
Strongly agree 8 8
Agree 16 16

disagree
Disagree 34 34
Total 100 100
Chart No: 16
51
We are provided with the rest and lunch room and they are good
Interpretation:
From the above table it is quite evident that 24% strongly disagreed and
30% of the respondents disagreed and 22% neither agreed nor disagreed
and only 24% of the respondents are satisfied with the rest and lunch
room provided.
52
Table No: 17
The parking spaces for our vehicles are satisfactory
Frequency Percent
Strongly agree 4 4
Agree 9 9

disagree
Disagree 32 32
Total 100 100
Chart No: 17
The parking spaces for our vehicles are satisfactory
Interpretation:
53
From the above table it is clear that respondents are not satisfied with
the parking facilities provided by the company as 31% of respondents
strongly disagreed and 32% of respondents disagreed and only 13% of
respondents are satisfied with the parking facilities and 24% have
neither agreed nor disagreed.
Table No: 18
I feel I'm paid a fair amount for the work I do
Frequency Percent
Agree 39 39

disagree
Disagree 13 13
Total 100 100
Chart No: 18
54
I feel I'm paid a fair amount for the work I do
Interpretation:
From the above table it is evident that the respondents are satisfied with
their salary as 39% agree and 15% strongly agree. Only `3% disagree and
8% strongly disagree, 25% neither agree nor disagree.
Table No: 19
55
I'm satisfied with the chances for my promotion
Frequency Percent
Agree 43 43

disagree
Disagree 9 9
Total 100 100
Chart No: 19
I'm satisfied with the chances for my promotion
Interpretation:
56
From the above table it is quite clear that employees are satisfied with
their chances for promotion as 43% agree and 27% strongly agree. Only
9% disagree and 8% strongly disagree, 13% neither agree nor disagree.
Table No: 20
The salaries we receive are good as other organizations offer pay to
their employees
Frequency Percent
Agree 37 37

disagree
Disagree 6 6
Total 100 100
Chart No: 20
57
The salaries we receive are good as other organizations offer pay to
their employees
Interpretation:
From the above table it is quite clear that the salary in this organization
is at par to the industry as 37% agree and 27% strongly agree. Only 6%
disagree and 4% strongly disagree, 26% neither agree nor disagree.
Table No: 21
58
I'm satisfied with the allowances provided by the organization
Frequency Percent
Agree 42 42

disagree
Disagree 11 11
Total 100 100
Chart No: 21
I'm satisfied with the allowances provided by the organization
59
Interpretation:
From the above table it is clear that the employees are satisfied with the
allowances and other benefits provided by the organization as 42% agree
and 19% strongly agree. Only 11% disagree and 7% strongly disagree,
21% neither agree nor disagree.
Table No: 22
I feel my boss motivate me to achieve the organizational goals
Frequency Percent
Agree 33 33

disagree
Disagree 22 22
Total 100 100
Chart No: 22
60
I feel my boss motivate me to achieve the organizational goals
Interpretation:
From the above table it is evident that employees boss are motivating to
achieve organizational goals as 33% agree and 11% strongly agree. 22%
disagree this is quite high compared to other factors and 9% strongly
disagree and 25% neither agree nor disagree.
Table No: 23
61
My supervisor motivates me to increase my efficiency at times when
I’m not
Frequency Percent
Agree 44 44

disagree
Disagree 13 13
Total 100 100
Chart No: 23
My supervisor motivates me to increase my efficiency at times when
I’m not
62
Interpretation:
From the above table it is evident that employees boss motivates the
employee when he is unproductive and help him to be productive as 44%
Agree and 18% strongly agree. Only 7% strongly disagree and 7%
disagree, 18% neither agree nor disagree.
Table No: 24
Overall I'm satisfied with my job
Frequency Percent
Agree 33 33

disagree
Disagree 15 15
Total 100 100
Chart No: 24
63
Overall I'm satisfied with my job
Interpretation:
From the above table it is evident that Overall satisfactions of the
respondents are good as 33% agree and 21% strongly agree. Only 6%
strongly disagree and 15% disagree and 25% neither agree nor disagree.
CHAPTER 4
DATA ANALYSIS2
64
DATA ANALYSIS
o ONE WAY ANOVA
H0:
There is no significant difference among respondents of various
experience groups with regard to Environment and nature of work factor.
H1:
There is significant difference among respondents of various experience
groups with regard to Environment and nature of work factor
Table No: 25
Environment and Nature of work
Sum of Df Mean F Sig
Squares Square
Between 591 4 .148 .465 . .761
Groups
Within 30.168 95 . 318
Groups
Total 30.758 99
Interpretation:
65
Since the significant difference is greater than 0.05 accept null
hypothesis and reject alternate hypothesis which says, there is no
significant difference among respondents of various experience with
respect to environment and nature of work.
H0:
experience groups with regard to the factor Relationship with supervisors
and colleagues.
H1:
groups with regard to the factor Relationship with supervisors and
colleagues.
Table No: 26
66
ANOVA
Relationship with supervisors and colleagues
Sum of df Mean F Sig.
Squares Square
Between 1.199 4 .300 1.273 .286
Groups
Within 22.376 95 236
Groups
Total 23.576 99
Interpretation:
respect to Relationship with supervisors and colleagues.
H0:
experience groups with regard to the factor Welfare facilities
H1:
67
groups with regard to the factor Welfare facilities
Table No: 27
ANOVA
Welfare facilities
Squares Square
Between 1.741 4 435 1.441 .227
Groups
Within 28.699 95 .302
Groups
Total 30.440 99
Interpretation:
respect to welfare facilities.
H0:
68
experience groups with regard to the factor Pay and Promotion
H1:
groups with regard to the factor Pay and Promotion
Table No: 28
ANOVA
Pay and Promotion
Squares Square
Between 3.148 4 787 .369 .082
Groups
Within 35.017 95 .369
Groups
Total 38.165 99
Interpretation:
respect to Pay and promotion.
69
H0:
experience groups with regard to the factor Communication and
Motivation.
H1:
groups with regard to the factor Communication and Motivation.
Table No: 29
ANOVA
Communication and Motivation
Sum of df Mean Sig.
Squares Square
Between .937 4 95 .652 .627
Groups
Within 34.100 95 95
Groups
Total 35.037 95
Interpretation:
70
respect to communication and motivation.
H0:
Experience groups with regard to Job Factors.
H1:
There is significant difference among respondents of various
Experience groups with regard to Job Factors
Table No: 30
ANOVA
Job factors
Squares Square
Between 1.437 4 .359 .867 .487
Groups
Within 39.360 95 .414
Groups
Total 40.798 99
Interpretation:
71
.Since the significant difference is greater than 0.05 accept null
respect to Job factors
H0:
There is no significant difference among respondents of various Age
groups with regard to Job Factors.
H1:
There is significant difference among respondents of various Age groups
with regard to Job Factors.
Table No: 31
ANOVA
Job factors
Squares Square
Between .007 2 .004 .009 .991
Groups
Within 40.790 97 .421
Groups
Total 40.798 99
Interpretation:
72
significant difference among respondents of various age groups with
respect to Job factors.
H0:
There is no significant difference among respondents of various genders
H1:
There is significant difference among respondents of various genders
Table No: 32
Job factors
Squares Square
Between .036 1 .038 .086 .770
Groups
Within 40.782 98 .416
Groups
Total 40.798 99
Interpretation:
73
significant difference among respondents of various genders with respect
to Job factors.
CORRELATION:
In statistics, correlation and dependence are any of a broad class of statistical
relationships between two or more random variables or observed data values.
The most familiar measure of dependence between two quantities is the
Pearson product-moment correlation coefficient, or "Pearson's
correlation." It is obtained by dividing the covariance of the two variables
by the product of their standard deviations. Karl Pearson developed the
coefficient from a similar but slightly different idea by Francis Galton.[4]
The population correlation coefficient ρX,Y between two random variables
X and Y with expected values μX and μY and standard deviations σX and
σY is defined as:
where E is the expected value operator, cov means covariance, and, corr a
widely used alternative notation for Pearson's correlation.
The Pearson correlation is defined only if both of the standard deviations
are finite and both of them are nonzero. It is a corollary of the Cauchy–
Schwarz inequality that the correlation cannot exceed 1 in absolute
value. The correlation coefficient is symmetric: corr(X,Y) = corr(Y,X).
74
The Pearson correlation is +1 in the case of a perfect positive (increasing)
linear relationship, −1 in the case of a perfect decreasing (negative) linear
relationship [5], and some value between −1 and 1 in all other cases,
indicating the degree of linear dependence between the variables. As it
approaches zero there is less of a relationship. The closer the coefficient
is to either −1 or 1, the stronger the correlation between the variables.
If the variables are independent, Pearson's correlation coefficient is 0,
but the converse is not true because the correlation coefficient detects
only linear dependencies between two variables. For example, suppose
the random variable X is symmetrically distributed about zero, and Y =
X2. Then Y is completely determined by X, so that X and Y are perfectly
dependent, but their correlation is zero; they are uncorrelated. However,
in the special case when X and Y are jointly normal, uncorrelated ness is
equivalent to independence.
If we have a series of n measurements of X and Y written as xi and yi
where i = 1, 2, ..., n, then the sample correlation coefficient, can be used
to estimate the population Pearson correlation r between X and Y. The
sample correlation coefficient is written
where x and y are the sample means of X and Y, sx and sy are the
sample standard deviations of X and Y.
75
CHI-SQUARE TEST:
The chi-square (I) test is used to determine whether there is a significant difference
between the expected frequencies and the observed frequencies in one or more
categories. Do the numbers of individuals or objects that fall in each category differ
significantly from the number you would expect? Is this difference between the expected
and observed due to sampling error, or is it a real difference?
Chi-Square Test Requirements
1. Quantitative data.
2. One or more categories.
3. Independent observations.
4. Adequate sample size (at least 10).
5. Simple random sample.
6. Data in frequency form.
7. All observations must be used.
Now let's take a situation, find the expected frequencies, and use the chi-
square test to solve the problem.
Situation
Manager wants to track the job satisfaction of employees. There are five
requirements fully satisfied, partially satisfied, Unsatisfactory, Looking
for a change and not looking for a change. Management took a random
76
sample of 150 employees and asked them their opinion. The results of
this poll are shown in Table 1 under the column labeled observed
frequencies
Table 33
Job satisfaction of employees
Category Observed frequencies Expected frequency
Satisfied 35 30
Partial 50 45
Unnecessary 30 15
Looking for change 10 15
Not looking for change 25 45
The chi-square formula used on these data is
X2 = (O - E)2 where O is the Observed Frequency in each category
E E is the Expected Frequency in the corresponding category
df is the "degree of freedom" (n-1)
X2 is Chi Square
Table 34
Chi Square test
Category O E (O-E) (O-E)^2
77
0.83 35 30 5 25
0.56 50 45 5 25
15 30 15 15 225
1.67 10 15 -5 25
8.89 25 45 -20 400
X2=26.95
The steps in using the chi-square test may be summarized as
follows:
I. Write the observed frequencies in column O
2. Figure the expected frequencies and write them in column E.
3. Use the formula to find the chi-square value:
4. Find the df. (N-1)
5. Find the table value (consult the Chi Square Table.)
6. If your chi-square value is equal to or greater than the table value,
reject the null
Hypothesis: differences in your data are not due to chance alone
Descriptive Statistics
N Minimum Maximum Mean Std.Deviatio
78
Environment and 100 1.40 4.20 2.4960 .55740
nature of work
100 1.00 3.80 2.3620 .48799

Relationship with
supervisors and
colleagues
Welfare facilities 100 2.00 4.60 3.4600 .55450
Pay and promotion 100 1.00 4.00 2.3900 .62089
Communication 100 1.25 4.00 2.5725 .59490

and
motivation
Job factors 100 1.20 4.40 2.5400 .56174
Valid N (list wise) 100
CHAPTER 5
FINDINGS AND SUGGESTIONS
Findings:
79
The descriptive statistics table helps us to derive satisfaction level of
employees on various factors:
 The respondents are satisfied with the environment and nature of
work factors as their mean value is near to 2.50
 The respondent’s relationship with the superiors and colleagues
are quite good as their mean value is 2.36 is an agreeable level.
 The Respondents are not provided with proper welfare facilities
that’s the reason the mean value is quite high at 3.46 levels which
is disagree level.
 The communication and motivation of employees by their superiors
in this organization is reasonable as the mean value is 2.57.
 The Pay and promotion activities in this organization is also good
as their mean value is 2.4
 The Respondents are overall satisfied with their job as their mean
value is 2.54 which is an agreeable level.
 The Parking facilities provided by the organization are not good
that’s why most respondents disagree with this question.
 The refreshment facilities are also need to be improved because
most of the employees are dissatisfied on this factor.
 The Rest room facilities in the company are not good and they are
not satisfied with the lunch facilities.
80
 It is evident that employees were not quite satisfied with their
Monthly Income.10% of employees were getting above 30000 ,10%
of employees were getting between 20000-30000 and 15% of
employees were getting between 10000-20000.Only 1% of the
employees receiving less than 10000.
 It is found that employees are satisfied with their chances for
promotion as 43% agree and 27% strongly agree. Only 9% disagree
and 8% strongly disagree, 13% neither agree nor disagree.
 It is found that the Overall satisfactions of the respondents are
good as 33% agree and 21% strongly agree. Only 6% strongly
disagree and 15% disagree and 25% neither agree nor disagree.
 It is evident that the safety measures provided by the
organizations are good as 28 and 31% of the respondents agree
with that and only 11& 6% disagreed and 24% neither agreed nor
disagreed.
 It is clear that relationship between employees and their
supervisors are cordial because 30% of respondents strongly
agreed to it and 41% agreed to it and only 13% disagreed and 16%
of respondents have neither agreed nor disagreed.
 It is evident that the supervisors are not partial to the employees
as 18% strongly agreed and 30% agreed to the question but 19%
81
disagreed and 18% strongly disagreed this level is quite high
compared to other questions.
 It is clearly found that 26 and 42% of the respondents agree that
the employees use their adequate opportunity to utilize their ability
and only 5% disagreed and 26% neither agreed nor disagreed.
 It is clear that relation with co-workers is quite good as nearly 68%
of the respondents agree that they are satisfied with support from
co-workers and only 15% disagreed and 16% have no answer to
this
SUGGESTION AND RECOMMENDATION
82
 The transfer promotion policy of the company can be improved.
 The training given to the employees can be further improved.
 The compensation policy can be still maintained.
 The working condition policy can also be improved.
 The essential industrial emulation can still improve.
 The safety measures should also be increased.
 Canteen facility should also be improved with managed to quality
of price.
 The medical facilities provided are good but the employees require
it to better excellent.
 Initiate a highly effective, high energy, and motivating suggestion
program.
 Give your current suggestion program a shot in the arm.
 Target specific aspects of your business such as process
improvement, safety, employee retention, cost reduction, or
customer satisfaction.
 Identify ways to cut costs.
 Improve communication.
 Increase worker motivation and engagement.
 Get 100% participation from the bottom of the organization to the
top.
83
 Another vital element of successful employee suggestion systems is
recognizing participants and providing rewards for good ideas.
 The lightening and ventilation facility can also be improved for the
Better man of the employee.
84
EXPECTED CONTRIBUTION FROM THE STUDY:-
 It helps to estimate the job satisfaction level of the employees of
Misys International.
 It helps the company people to get some useful suggestion for
improving the job satisfaction.
 It helps to analyze the reasons of employee job dissatisfaction
relating the working conditions.
 This project work helps the researcher to get link with Misys
International., People and gain the huge knowledge about Human
Resource Management.
85
Questionnaire
“A study on Job Satisfaction of Employees in MISYS SOFTWARE
SOLUTIONS”
1. Name: …………………………………………………………………………………
2. Age: ………………
3. Gender: Male Female
4. Monthly Income:
A) Below Rest. 10,000 B) 10,000- 20000 C) 20,000-30000 D) Above
30,000
5. Education Qualification:
A) Under graduation B) Post – graduation
6. Marital Status
A) Married B) Unmarried
7. Years of experience:
A) Less than 1yr B) 1-2 yrs C) 2-3 yrs D) 3-4 yrs E) Above 4yrs
Please indicate your level of agreement in connection with various
Factors:
1. Strongly agree 2. Agree 3. Neither agree nor disagree 4. Disagree
5. Strongly Disagree
Work Environment and nature of work
86
S.No Particulars 1 2 3 4 5
1 Working hours are convenient for me
2 Monthly Income
3 Educational Qualification
4 I feel I have too much work to do
5 Years of experience
6 Working hours are convenient for me
7 I'm happy with my work place
8 My supervisor considers my ideas too

while making decision
9 Safety measures provided by the
company
10 My relationship with my supervisor is
cordial
11 My supervisor is not partial
12 Have adequate opportunity to use my

Ability
13 I'm satisfied with the support from
my co-workers
14 People here have concern from one
another and tend to help one another
15 I'm satisfied with the refreshment
facilities
16 We are provided with the rest and
lunch room and they are good
17 The parking space for our vehicles
are satisfactory
18 I fell I'm paid a fair amount for the
work I do
87
19 I'm satisfied with the chances for my
promotion
20 The salary we receive are good as
other organizations offer pay to their
employees
21 I'm satisfied with the allowances
provided by the organization
22 I feel my boss motivate me to achieve
the organizational goals
23 My supervisor motivates me to
increase my efficiency at times when
I’m not
24 Overall, I’m satisfied with my job
88

Misys Software

Uploaded by

Copyright:

Available Formats

You might also like

Misys Software

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Misys Software

Uploaded by

Copyright:

Available Formats

Dr.P.ANANDARAJ., M.Com., M.B.A., M.Phil., Ph.D.

This is to certify that project report entitled “A STUDY ON JOB

SATISFACTION OF EMPLOYEES IN MISYS SOFTWARE

SOLUTIONS, BANGALORE” submitted by G.S.SUMATHY (MBA) a

student of Madurai Kamaraj University is an original work under my Guidance

other degree, Diploma, fellowship or any other similar title.

I hereby declare that this project report titled “A STUDY ON JOB

SATISFACTION OF EMPLOYEES IN MISYS SOFTWARE

SOLUTIONS, BANGALORE”, submitted in partial fulfillment of the

requirement for award of the degree of Master Business Administration is

Faculty , Department of Management Studies, Madurai Kamaraj University

degree, Diploma, fellowship or any other similar title.

When I embarked this project, it appeared to me as onerous task.

I am deeply indebted to my guide.Dr.P.ANANDARAJ.M.Com,

I express my sincere and deepest gratitude to MISS NINA D

I offer my sincerely thanks to Mr.SIMON, for their helping hand

I am thankful to my group member & MISYS SOFTWARE

My heart goes out to my parents who bear with me all the

SR NO PARTICULARS PAGE NO.

1. APPROVED PROJECT 1-3

Table Title Page

4 I feel I have too much work to do 35

6 Working hours are convenient for me 37

7 I'm happy with my work place 39

8 My supervisor considers my ideas too while making 40

10 My relationship with my supervisor is cordial 43

11 My supervisor is not partial 44

12 Have adequate opportunity to use my Ability 46

13 I'm satisfied with the support from my co-workers 47

14 People here have concern from one another and tend to 48

18 I feel I'm paid a fair amount for the work I do 54

19 I'm satisfied with the chances for my promotion 56

25 Environment and Nature of work 65

26 Relationship with supervisors and colleagues 67

28 Pay and promotion 69

29 Communication and Motivation 70

33 Job satisfaction of employees 77

34 Chi Square test 78

Table Title Page

4 I feel I have too much work to do 35

6 Working hours are convenient for me 38

7 I'm happy with my work place 39

8 My supervisor considers my ideas too while making 41

10 My relationship with my supervisor is cordial 43

11 My supervisor is not partial 45

12 Have adequate opportunity to use my Ability 46

13 I'm satisfied with the support from my co-workers 47

14 People here have concern from one another and tend to 49

18 I feel I'm paid a fair amount for the work I do 55

19 I'm satisfied with the chances for my promotion 56

Robbins defines job satisfaction “An Individuals general attitude

results in satisfaction. A job satisfaction survey is a procedure by which

Job Satisfaction is the favorableness or un-favorableness with which

the employee views his work. It expresses the amount of agreement

provides. Job Satisfaction is a part of life satisfaction. The nature of one’s

environment of job is an important part of life as Job Satisfaction

influences one’s general life satisfaction.