TITLE: Job satisfaction of employees at the Reliance

limited company
INTRODUCTION:
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. 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.
Job satisfaction is not the same as motivation, although it is clearly
linked. Job design aims to enhance job satisfaction and performance;
methods include job rotation, job enlargement and job enrichment.
Other influences on satisfaction include the management style and
culture, employee involvement, empowerment and autonomous work
groups, pay, work responsibilities, variety of tasks, promotional
opportunities the work itself and co-workers. Job satisfaction has been
defined as a pleasurable emotional state resulting from the appraisal
of one’s job; an affective reaction to one’s job; and an attitude towards
one’s job. Weiss (2002) has argued that job satisfaction is an attitude
but points out that researchers should clearly distinguish the objects of
cognitive evaluation which are affect (emotion), beliefs and behaviour
s. This definition suggests that we form attitudes towards our jobs by
taking into account our feelings, our beliefs, and our behaviours. The
following documentation is a research report completed based on
analysing the impact of physical, psychological and environmental
factors on the job satisfaction of non-managerial members who are
working at Politex garments.
1.2 Problem Identification & Formulation
This report shows that 7% absenteeism value per month. This value is
higher than the company standard value. Expected absenteeism rate of
the company is 1.5% per month. Therefore, researcher can formulate
following problem statement. How do physical, psychological &
environmental factors impact on job satisfaction of non-managerial
employees.
Consequences of Job Satisfaction:
High job-satisfaction may lead to improved productivity, increased
turnover, improved attendance, reduced accidents, less job stress and
lower unionization.
Productivity:
The relationship between satisfaction and productivity is not
definitely established. The consensus, however, is that in the long run
job-satisfaction leads to increased productivity. But, four decades of
research into this issue, unfortunately does not support to this belief.
Satisfaction and absences:
Correlation of satisfaction to absenteeism is also improved
conclusively. Absenteeism is high when satisfaction id low. The
degree to which people feel that their jobs are important has influence
on their absences. While high job-satisfaction will not necessarily
result in low absenteeism, low satisfaction is likely to bring about
high absenteeism.
 Satisfaction and job stress:
Chronic job-dissatisfaction is a powerful source of job stress. The
employee may see no satisfactory short-term solution to escaping this
type of stress. An employee trapped in a dissatisfying job may
withdraw by such means as high absenteeism and tardiness, or the
employee may quit.
 Measurement of Job satisfaction
This provides an index of organisational effectiveness. The three
primary methods of measuring job satisfaction are:
• Attitude Surveys
• Observing actual behaviour
• Conducting executive rapport sessions.

 Sources of Job Satisfaction:

• Wage structure
• Nature of work
• Promotions
• Work group
• Working conditions
• Supervision

DIMENSIONS OF JOB SATIFACTION

•Job satisfaction is a complex concept and difficult to measure
objectively. The level of job satisfaction is affected by a wide range of
variables relating to individual, social, cultural, organizational factors
as stated below:-
DIMENSIONS
a) Individual:
Personality, education, intelligence and abilities, age, marital status,
orientation to work.
b) Social factors:
Relationship with coworkers, group working and norms, opportunities
for interaction, informal relations etc.
c) Organizational factors:
Nature and size, formal structure, personnel policies and procedures,
industrial relation, nature of work, technology and work organization,
supervision and styles of leadership, management systems, working
conditions.
d) Environmental factors:
Economic, social, technical and governmental influences.
e) Cultural factors
Attitudes, beliefs and values.
These factors affect job satisfaction of certain individuals in a given
set of circumstances but not necessarily in others. Some workers may
be satisfied with certain aspects of their work and dissatisfied with
other aspects. Thus, overall degree of job satisfaction may differ from
person to person.

 Background of the study
Job satisfaction is a widespread problem. Productivity, efficiency are
related to work force. To achieve those one should be committed to
the organisation to the long term. This in turn depends on the level of
job satisfaction and the morale of the employees. Job satisfaction
improves the performance of an organisation.

Statement of the problem

The research problem selected is entitled as “Job satisfaction of
employees in, reliance industry.

 Need and importance of study

I. This study is undertaken to find out the level of job satisfaction
among the employees. Moreover, this study is to know the impact of
working conditions, company policies and its impact on the job
satisfaction.
II. This study will help the organisation to design their job
satisfaction programme.
III. Management can decide whether the existing job satisfaction
programme should be continued or revised.

OBJECTIVES OF STUDIES
 Primary Objective
I. To study the level of job satisfaction
 Secondary Objectives
1. To study the effects and outcomes of job dissatisfaction
2. To identify potential causes for job satisfaction
3. To measure the level of job satisfaction in relation to various
factors like the physical and social environment, training and
development.

REVIEW OF LITERATURE
(Vroom, 1964): Vroom in his definition on job satisfaction focuses on
the role of the employee in the workplace. Thus, he defines job
satisfaction as affective orientations on the part of individuals toward
work roles which they are presently occupying.
(Davis et al.,1985): Job satisfaction represents a combination of
positive or negative feelings that workers have towards their work.
Meanwhile, when a worker employed in a business organization,
brings with it the needs, desires and experiences which determinates
expectations that he has dismissed. Job satisfaction represents the
extent which expectations are and match the real awards.
Kaliski (2004): Job satisfaction is a worker’s sense of achievement
and success on the job. It is generally perceived to be directly linked
to productivity as well as to personal well-being. Job satisfaction
implies doing a job one enjoys, doing it well and being rewarded for
one’s efforts. Job satisfaction further implies enthusiasm & happiness
with one’s work. Job satisfaction is the key ingredient that leads to
recognition, income, promotion, and the achievement of other goals
that lead to a feeling of fulfilment.
Mullins, (2005): Job satisfaction is a complex and multifaceted
concept which can mean different things to different people. Job
satisfaction is usually linked with motivation, but the nature of this
relationship is not clear. Satisfaction is not the same as motivation.
Job satisfaction is more of an attitude, an internal state. It could, for
example, be associated with a personal feeling of achievement, either
quantitative or qualitative).
Ali Mohammed (2005): A study conducted by Ali Mohammed
(2005) on the relationship between job satisfaction, organizational
commitment and turnover intention among hospital employees in Iran
identified that employees job satisfaction and organizational
commitment were closely inter related and correlated with turnover
intention.
Statt, (2007): Job satisfaction can be defined also as the extent to
which a worker is content with the rewards he or she gets out of her
job, particularly in terms of intrinsic motivation 5- The term job
satisfactions refers to the attitude and feelings people have about their
work. Positive and favorable attitudes towards the job indicate job
satisfaction. Negative and unfavorable attitudes towards the job
indicate job dissatisfaction.
George et al (2008): Job satisfaction is the collection of feeling and
beliefs that people have about their current job. People’s levels of
degrees of job satisfaction can range from extreme satisfaction to
extreme dissatisfaction. In addition to having attitudes about their jobs
as a whole. People also can have attitudes about various aspects of
their jobs such as the kind of work they do, their co-workers,
supervisors or subordinates and their pay.

RESEARCH METHODOLOGY
Research Design:
A research design is the arrangement of condition for collection
analysis of data in a manner that aims to combine relevance to the
research purpose with economy in procedure. Research design is the
conceptual structure within which research is conducted, constitutes
blue print for collection, measurement and analysis of data. The
research design used here is descriptive research design.
Descriptive Research Design: Descriptive research is also called
Statistical Research. The main goal of this type of research is to
describe the data and characteristics about what is being studied. The
idea behind this type of research is to study frequencies, averages and
other statistical calculation.
 DATA COLLECTION
For any study there must be data for analysis purpose. Without data
there is no means of study. Data collection plays an important role in
any study. It can be collected from various sources. I have collected
the data from two sources which are given below
1. Primary Data:
Primary data has been collected through administering the
questionnaires personally to employees of reliance. The response will
be analysed and evaluated to extract the required information.
2. Secondary Data:
Secondary data has been collected by from websites, brochures,
journals, magazines etc.
Sample size:
The sample size considered for the research is 30.
The questionnaire was filled in the office and vital information was
collected which was then subject to:-
I. pilot survey was conducted before finalizing the questionnaire.
II. Data collection was also done with the help of personal
observation.
III. After completion of survey the data was analyzed and
conclusion was drawn.
IV. At the end all information was compiled to complete the project
report.

Sampling technique:
The sampling technique used is simple random sampling.

Research Instrument:
The instruments used for research are mainly questionnaires and
interviews. A set of questionnaires was presented to respondents.
Because of its flexibility, it is by far the most common instrument
used to collect primary data. Questions were carefully developed,
tested and debugged before administering in a large scale. The
questions and their form, wording and sequence were carefully
chosen. Close ended questions were chosen specifying all possible
answers, under close-ended questions, the following types of
questions were asked in the questionnaire.

DATA ANALYSIS & INTERPRETATION

The analysis and interpretation of the Questionnaire to the
Participants (format is as per Annexure I to this report) is enumerated
in succeeding paragraphs

Q-1 Are you clear about the results expected of you in your job? The
responses showed that majority of the employees were clear about
their job. The response was as under:

Response Number of Percentage

employees

Yes 28 93.3
No 2 6
Can’t say 0 0
Total 30 100

no. of respondent
16
14
12
10
no. of respondent
8
6
4
2
0
extremely satisfied satisfied neutral

Interpretation
Employees of the company are aware of the management’s
expectations from them.

Q-2 Are you satisfied with your job assignment? The response was as
under :-

Response Number of Percentage

employees

Yes 19 63.33
No 5 16.67
Can’t say 6 20
Total 30 100

no. of respondent
16
14
12
10
no. of respondent
8
6
4
2
0
extremely satisfied satisfied neutral

Interpretation While a large proportion of the employees are happy

and satisfied with their work assignment, a fairly large proportion do
not appear to be happy and satisfied.
Q-3 Does your job make use of your skills and abilities? The response
was as under:-

Response Number of Percentage

employees

Yes 21 70
No 3 10
Can’t say 6 20
Total 30 100

no. of respondent
16
14
12
10
8 no. of respondent
6
4
2
0
extremely satis- satisfied neutral
fied
Interpretation
Skills and abilities of employees are being utilised by the company.
However these skills and abilities are not being optimally utilised.

Q-4 Do you get a sense of accomplishment from your work? The

response was as under:-
Response Number of Percentage
employees

Yes 17 56.67
No 5 16.67
Can’t say 8 26.67
Total 30 100

no. of respondent
16
14
12
10
no. of respondent
8
6
4
2
0
extremely satisfied satisfied neutral

Interpretation
Higher order needs of a large number of employees needs more
attention. Majority of employees appear to be getting a sense of
accomplishment in their respective jobs.

Q-5 Would you like to continue in your current area of work?

Response Number of Percentage

employees

Yes 26 86.67
No 2 6.67
Can’t say 2 6.67
Total 30 100

no. of respondent
16
14
12
10
no. of respondent
8
6
4
2
0
extremely satisfied satisfied neutral

Interpretation
Attitude of Employees towards their current job is reasonably
satisfactory.
Q-6 Does your job, through variety and challenge,
provide opportunities for learning and growth?
The response was as under:-

Response Number of Percentage

employees

Yes 18 60
No 4 13.33
Can’t say 8 26.67
Total 30 100

no. of respondent
16
14
12
10
no. of respondent
8
6
4
2
0
extremely satisfied satisfied neutral

Interpretation
More attention needs to be given to individual growth of employees
of the company. A fair proportion of the respondents seemed to be
unsure of learning and growth prospects in the company.
Q-7 Is the environment of your workplace safe clean, healthy and
hygienic?
The response was as under:-
Response Number of Percentage
employees

Yes 28 93.33
No 0 0
Can’t say 2 6.67
Total 30 100

no. of respondent
16
14
12
10
no. of respondent
8
6
4
2
0
extremely satisfied satisfied neutral

Interpretation
The environment at the work place is neat, clean, tidy and hygienic.
Q-8 Does your job leave you with sufficient
time for your personal/family and social life? The response was as
under:-

Response Number of Percentage

employees

Yes 26 97
No 1 3
Can’t say 0 0
Total 30 100

no. of respondent
16
14
12
10
no. of respondent
8
6
4
2
0
extremely satisfied satisfied neutral

Interpretation
Majority of employees are satisfied with availability of personal
time, however , a fair proportion is not satisfied with the same.

Q-9 Have your performance appraisals been fair?

The response was as under:-

Response Number of Percentage

employees

Yes 20 66.67
No 5 16.67
Can’t say 5 16.67
Total 30 100

no. of respondent
16
14
12
10
no. of respondent
8
6
4
2
0
extremely satisfied satisfied neutral
Interpretation
Reveals, a fair proportion of employees are not satisfied with their
appraisal.

Q-10 Are there clear criteria for giving rewards? The response was as
under:-

Response Number of Percentage

employees

Yes 26 86.67
No 3 3.33
Can’t say 1 10
Total 30 100

no. of respondent
16
14
12
10
no. of respondent
8
6
4
2
0
extremely satisfied satisfied neutral
 Interpretation
Reflects a healthy system of rewards in the company.

Q-11 How satisfied are you with your total remuneration package
considering your duties and responsibilities?
The response was as under:-

Response Number of Percentage

employees

Extremely satisfied 13 43.33

Satisfied 7 23.33
Neutral 4 13.33
Dissatisfied 4 13.33
Extremely satisfied 2 6.67
Total 30 100
 no. of respondent
16
14
12
10
8
6 no. of respondent
4
2
0
l
ed ed tra ed ed
sfi sfi u sfi sfi
sa
ti
sa
ti ne ati
sa
ti
ss
ely di ely
tr em tre
m
ex e x

Interpretation
.While compensation package of the company is by and large fair,
there is room for improvement.

Q-12
Superiors in the company welcome free and frank communication
from employees?
The response was as under:-

Response Number of Percentage

employees

Extremely satisfied 14 46.67

Satisfied 6 20
Neutral 2 6.67
Dissatisfied 4 13.33
Extremely satisfied 4 13.33
Total 30 100

no. of respondent
16
14
12
10
8
6 no. of respondent
4
2
0
l
ed ed tra ed ed
sfi sfi u sfi sfi
sa
ti
sa
ti ne ati
sa
ti
ss
ely di ely
tr em tre
m
ex e x
Interpretatio
n
.Free and frank opinions from employees are welcome in the
company.

FINDING
 Majority (90%) of the employees were clear about their
own role and the company goals.
 Only 63 percent of the employees were satisfied with
their job assignments.
  Only 70 percent of the employees feel that the company
is utilising their skills and abilities.
 87 percent of the employees want to continue in
their current area of work.
 60 percent of respondents felt that their job provided
opportunities for learning and growth.
 93 percent of respondents felt that environment of your
workplace safe clean, healthy and hygienic.
 97 percent of respondents felt adequate private time for
self and family was available.
 90 percent of employees were of the opinion that their
employees were fair and equitable in their dealings with
people.
 Only 63 percent of employees thought that credit for
work well done was given timely.
 67 percent of employees were satisfied with their
remuneration package considering their job and
responsibilities.
SUGGESTIONS

 System of reward and recognition may be improved. Though

there is no bias in rewards, employees have a feeling that their
good work is not given credit in time.
 Remuneration to employees may be improved, if feasible.
 Communication may be given more attention.
 Opportunities for personal learning, growth and personal
development of the employees deserves due attention.
Investment in employees is indirectly investment in the
company.
 Job assignment needs to be reviewed periodically in order to
avoid monotony and boredom.

CONCLUSION
  Itwas very heartening to experience that all concepts and theorie
s mentioned in various books are actually implemented by the
Company under a different name to suit its needs/style/culture.
 Finally to conclude, I would like to submit that while pursuing
this research, I learnt that it is very important to learn
the background/genesis of the topic/subject/issues first, so as
to understand the requirement/problem at hand and then
consider its present status and future prospects so as to arrive at
a suggested set of solutions/recommendations/suggestions so
vital to the purpose of such studies.

BIBLIOGRAPHY
BOOKS:
 Ashwathapa K., Human Resource Management (third edition),
Tata Mc Graw Hill Publication Company Ltd.115
 Chhabra. , T. N. Human Resource Management, Dhanpat Rai
$Co(P)Ltd. India, ninth edition.
 Kothari C.R., Research Methodology, New Delhi; New Age
International Publication, second edition.
Website:
 http://www.ril.com/
 www.google.com
 http://www.wikipedia.org/