A

PROJECT REPORT
ON
JOB SATISFACTION
IN
WIPRO LIMITED, HYDERABAD

A Project Report submitted in the partial fulfillment of the requirement

For the award of Degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted By

MOHAMMED AQEEL
HT .No. 09620-65131

Under the guidance of

Dr. S. PRATAP

DEPARTMENT OF COMMERCE & BUSINESS MANAGEMENT

CHAITANYA DEEMED TO BE UNIVERSITY

KISHANPURA, HANAMKONDA, WARANGAL (Dist). T.S. INDIA -506 001
(2019-21)
 DECLARATION

I, MOHAMMED AQEEL Pursuing M.B.A. from CHAITANYA DEEMED

TO BE UNIVERSITY. Hanamkonda, Warangal, hereby declare that the project titled
“JOB SATISFACTION” done in “WIPRO LIMITED” done is a bonafide work done
by me and is not submitted to any other university or published any time before, Project
work is for partial fulfillment of the requirements for the award of Master of Business
administration during the academic year 2019-2021.

Place:
Date: MOHAMMED AQEEL
HT .No. 09620-65131
 ACKNOWLEDGEMENT

I am thankful to honorable chancellor Dr.CH.V.PURUSHOTHAM

REDDY, for giving me the opportunity to study in CHAITANYA DEEMED TO BE

UNIVERSITY.

I express my gratitude to my Principal. Dr. S. KAVITHA for giving permission

to do the project with the selected organization.

I would like to express my immense pleasure and satisfaction in expressing thanks

to my Head of the Department Dr. P. RAJENDER, faculty of management and also
other faculty members who have given their valuable guidance

I express my sincere gratitude to Dr. S. PRATAP my Project Supervisor in

guiding me to complete my project work successfully.

I take this opportunity to extend my profound thanks and deep sense of gratitude
to the authorities of WIPRO LIMITED, for giving me the opportunity to undertake this
project work in their esteemed organization.

I am also thankful to all those who have incidentally helped me, through their
valued guidance, co-operation and unstinted support during the course of my project.

Thank you,

MOHAMMED AQEEL
HT .No. 09620-65131
 INDEX

S.No CONTENTS PAGE NO

1 INTRODUCTION 1-9

2 COMPANY PROFILE 10-15

3 THEORETICAL FRAMEWORK 16-18

4 DATA ANALYSIS AND INTERPRETATION 19-37

5 CONCLUSIONS AND SUGGESTIONS 38-41

BIBLIOGRAPHY 42-50
 CHAPTER-I

INTRODUCTION
 INTRODUCTION

HUMAN RESOURCES MANAGEMENT

Human Resource Management (HRM) is the function within an organization that focuses
on recruitment of, management of, and providing direction for the people who work in
the organization. Human Resource Management can also be performed by line managers.

Human Resource Management is the organizational function that deals with

issues related to people such as compensation, hiring, performance management,
organization development, safety, wellness, benefits, employee motivation,
communication, administration, and training.

Human resource management (HRM) is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who
individually and collectively contribute to the achievement of the objectives of the
business. The terms "human resource management" and "human resources" (HR) have
largely replaced the term " personnel management" as a description of the processes
involved in managing people in organizations. In simple words, HRM means employing
people, developing their capacities, utilizing, maintaining and compensating their
services in tune with the job and organizational requirement.

HUMAN RESOURCES DEVELOPMENT:

Human Resource Development (HRD) is the framework for helping employees

develops their personal and organizational skills, knowledge, and abilities. Human
Resource Development includes such opportunities as employee training, employee
career development, performance management and development, coaching, mentoring,
succession planning, key employee identification, tuition assistance, and organization
development.

The focus of all aspects of Human Resource Development is on developing the

most superior workforce so that the organization and individual employees can
accomplish their work goals in service to customers. Human Resource Development can
be formal such as in classroom training, a college course, or an organizational planned
change effort. Or, Human Resource Development can be informal as in employee
coaching by a manager. Healthy organizations believe in Human Resource Development
and cover all of these bases.

INTRODUCTION TO JOB SATISFACTION

Job Satisfaction:

 The concept of job satisfaction has been developed in many ways by many
different researchers and practitioners. One of the most widely used definitions in
organizational research is that of Locke (1976), who defines job satisfaction as "a
pleasurable or positive emotional state resulting from the appraisal of one's job or
job experiences"

 14 common facets of Job Satisfaction to the Employee:

o Appreciation.
o Communication
o Coworkers
o Fringe benefits
o Job conditions
o Nature of the work
o Organization
o Personal growth
o Policies and procedures
o Promotion opportunities
o Recognition
o Security
o Supervision
 Job satisfaction can also be seen within the broader context of the range of issues
which affect an individual's experience of work, or their quality of working life.
Job satisfaction can be understood in terms of its relationships with other key
factors, such as general well-being, stress at work, control at work, home-work
interface, and working conditions.

 Models of Job Satisfaction:

o Affect theory
 o Dispositional approach

o Equity theory

o Discrepancy theory

o Two-factor theory (motivator-hygiene theory)

o Job characteristics model

INFLUENCING FACTORS OF JOB SATISFACTION

 Environmental factors

o Communication overload and under load

o Superior-subordinate communication

 Strategic employee recognition

 Individual factors

MEASURING JOB SATISFACTION

 There are many methods for measuring job satisfaction. By far, the most
common method for collecting data regarding job satisfaction is the Likert
scale (named after Rensis Likert)
 Other less common methods of for gauging job satisfaction include:
Yes/No questions, True/False questions, point systems, checklist, forced
choice answers.
 The Job Descriptive index (JDI), created by smith, kendall, & Huin
(1969), job satisfaction that has been widely used. It measures one’s
satisfaction in five facets:

o Pay
o Promotions
o Opportunities
o Coworkers
o Supervision
  The job in General Index is an overall measurement of job satisfaction. It
was an improvement to the job Descriptive Index because the JDI focused
too much on individual facets and not enough on work satisfaction in
general.

OBJECTIVES

1. To study the Organizational culture effects on Employee and Job satisfaction in

WIPRO.
2 To study the various facts of satisfied the employee job in WIPRO.
3 To learn what are the factors that should be followed to get more positivity from
the employee on organization

4 To search or headhunt people whose skill fits into the company’s values as well as
who will satisfy with the company norms.

IMPORTANCE OF THE STUDY:

Job satisfaction provides employees and managers with opportunities to discuss areas in which
employees excel and those in which employees need improvement. Job satisfaction should be
conducted on a regular basis in most of the multinational companies, and they need not be
directly attached to promotion opportunities.

The purpose of choosing this topic is to analyze the importance of job satisfaction in
Multi

National Companies (MNCs). The reason to go for MNCs is the increase in the shift over
of the employees for future growth. The shifting, thus, includes the satisfaction in the
given job role. Through my research, I will analyze the causes and effect relationship
between the employee and the factors behind job satisfaction in a given MNC. Job
satisfaction is one of most important fields of study in the subject of human resource
management. This important role of job satisfaction function leads the way in assuring
high level of job satisfaction among the employees. Job satisfaction function of any HR
vertical of an organisation is primarily responsible for productivity of employees and the
employee turnover. Since these two aspects can make or break the organisations
performance in all areas, it requires attention from top management. Job satisfaction
function generally is part of the HR vertical with a clear mandate of motivating employee
and continuously striving for higher employee job satisfaction through introduction of
new policies and frameworks. The topic forms an integral part of organisational
effectiveness and that has instigated me to choose this topic of job satisfaction. I shall try
to study the existing literature on job satisfaction and will choose multinational
companies to study their varied job satisfaction strategies and make analysis. The key
objectives of the chosen topic are:

 Estimating the causes of employee attitudes.

 Adjudging the results of positive or negative job satisfaction
 Measuring the employee attitude
 To assess facet-specific levels of job satisfaction
 To measure general job satisfaction

METHODLOGY OF THE STUDY:

After the objective of the study has clearly stated, the next step in formal research project
is to determine the source from which the data is required to be collected. The data
collection is an interesting aspect of the study achieving data effectively the information
consists of two types of data. The diagram is as follows:

DATA COLLECTION

Data collection is the process of gathering and measuring information on targeted

variables in an established systematic fashion, which then enables one to answer relevant
questions and evaluate outcomes. Data collection is a component of research in all fields
of study including physical and social sciences, humanities, and business. While methods
vary by discipline, the emphasis on ensuring accurate and honest collection remains the
same. The goal for all data collection is to capture quality evidence that allows analysis to
lead to the formulation of convincing and credible answers to the questions that have
been posed.

IMPORTANCE:

Regardless of the field of study or preference for defining data

(quantitative or qualitative), accurate data collection is essential to maintaining the
integrity of research. Both the selection of appropriate data collection instruments
(existing, modified, or newly developed) and clearly delineated instructions for their
correct use reduce the likelihood of errors occurring.

A formal data collection process is necessary as it ensures that the data gathered are both
defined and accurate and that subsequent decisions based on arguments embodied in the
findings are valid. The process provides both a baseline from which to measure and in
certain cases an indication of what to improve.

PRIMARY DATA

Raw data, also known as primary data, is data (e.g., numbers, instrument readings,
figures, etc.) collected from a source. If a scientist sets up a
computerized thermometer which records the temperature of a chemical mixture in a test
tube every minute, the list of temperature readings for every minute, as printed out on a
spreadsheet or viewed on a computer screen is "raw data". Raw data has not been
subjected to processing, "cleaning" by researchers to remove outliers, obvious instrument
reading errors or data entry errors, or any analysis (e.g., determining central
tendency aspects such as the average or median result). As well, raw data has not been
subject to any other manipulation by a software program or a human researcher, analyst
or technician. It is also referred to as primary data. Raw data is a relative term (see data),
because even once raw data has been "cleaned" and processed by one team of
researchers, another team may consider this processed data to be "raw data" for another
stage of research. Raw data can be inputted to a computer program or used in manual
procedures such as analyzing statistics from a survey. The term "raw data" can refer to
the binary data on electronic storage devices, such as hard disk drives (also referred to as
"low-level data").

SECONDARY DATA

Secondary data refers to data that was collected by someone other than the
user. Common sources of secondary data for social science include censuses, information
collected by government departments, organizational records and data that was originally
collected for other research purposes. Primary data, by contrast, are collected by the
investigator conducting the research.
Secondary data analysis can save time that would otherwise be spent collecting data and,
particularly in the case of quantitative data, can provide larger and higher-
quality databases that would be unfeasible for any individual researcher to collect on their
own. In addition, analysts of social and economic change consider secondary data
essential, since it is impossible to conduct a new survey that can adequately capture past
change and/or developments. However, secondary data analysis can be less useful in
marketing research, as data may be outdated or inaccurate.

SAMPLE SIZE:

A sample of 100 employees has been selected. Although it looks to be a small

sample keeping in view the large number of employees it has to be limited because of
time constraint (6 weeks). Even then the sample size is not considered to be small. It is
enough to draw conclusions.

TYPE

Since employees from all levels (strata) namely the top level, the middle level,
and the lower level are bound to experience stress, the sample has to include employees
from all levels. Stratified random sampling technique was selected while preparing
questionnaire as this was the only technique that helped to draw conclusions accurately

. LIMITATIONS OF THE STUDY

As the study revolves around the Job satisfaction of human resources aspects the
overall organization performance cannot be ascertained. In spite of giving honest and
sincere efforts there are several limitations, which are as follows:

 The period of study is only for about 45 days, which is a major constraint.
 The perception bias or attitude of the respondents may also act as hurdles to the
study.
 The study cannot be oriented with all HRM practices followed by Wipro
guidelines. Because of the paucity of time requirements.
 The sample size taken for the research is small due to the constraint of time
CHAPTERIZATION

 The first chapter deals with introduction to the topic and to the company and it
also consists of Need for the study, Objectives of the study, Methodology, and
Limitations.

 The second chapter consists about the organization profile and about the
company profile of WIPRO..

 The third chapter consists of Theoretical frame work of JOB SATISFACTION.

 The fourth chapter consists of Analysis and Interpretation of the study.

 The fifth chapter consists of Summary, Findings, and Suggestions

 CHAPTER-II

COMPANY PROFILE
INTRODUCTION

Wipro Limited (Western India Palm Refined Oils Limited or more recently, Western
India Products Limited) is an Indian Information Technology Services corporation
headquartered in Bangalore, India.

In 2013, Wipro demerged its non-IT businesses into separate companies to bring in more
focus on independent businesses.

Logo till 2016

Logo since 2017

 Wipro

Wipro headquarters in Sarjapur Rd, Bangalore, Karnataka, India

Type Public
 BSE: 507685
 NSE: WIPRO
 NYSE: WIT
Traded as
 BSE SENSEX Constituent
 CNX Nifty Constituent

ISIN INE075A01022
Industry Conglomerate
Founded 29 December 1945; 74 years ago
Founder Sudipto Halder
Bangalore
Headquarters ,
India
Area served Worldwide
 Rishad Premji (Chairman)
Key people  Abidali Neemuchwala (CEO)

 Personal care
 Health care
Products  Lighting
 Furniture

 Digital strategy
 IT services
 Consulting
Services
 Outsourcing
 Managed services

Revenue US$8.47 billion (2019)[1]

Operating income US$1.66 billion (2019)[1]
Net income US$1.3 billion (2019)[1]
Total assets US$12.04 billion (2019)[1]
Total equity US$8.25 billion (2019)[1]
Owner Azim Premji (73.85%)[2]
Number of employees 171,425 (2019)[1]
Website www.wipro.com
The company was incorporated on 29 December 1945 in Amalner, Maharashtra by
Mohamed Premji as 'Western India Vegetable Products Limited', later abbreviated to
'Wipro'. It was initially set up as a manufacturer of vegetable and refined oils in Amalner,
Maharashtra, India under the trade names of Kisan, Sunflower, and Camel.

We are present across the length and breadth of India with our major offices in metro
cities such as New Delhi (NCR-National Capital Region), Mumbai, Chennai, Kolkata,
Hyderabad, Pune, Bangalore, Ahmadabad and Guwahati. We have also made our global
footprints with operations in Sri Lanka and Africa.

The company was incorporated on 29 December 1945 in Amalner, Maharashtra by

Mohamed Premji as 'Western India Vegetable Products Limited', later abbreviated to
'Wipro'. It was initially set up as a manufacturer of vegetable and refined oils in Amalner,
Maharashtra, India under the trade names of Kisan, Sunflower, and Camel.

In 1966, after Mohamed Premji’s death, his son Azim Premji returned home
from Stanford University and took over Wipro as its chairman at the age of 21.

During the 1970s and 1980s, the company shifted its focus to new business opportunities
in the IT and computing industry, which was at a nascent stage in India at the time. On 7
June 1977, the name of the company changed from Western India Vegetable Products
Limited, to Wipro Products Limited.

WIPRO GROUP OF COMPANIES

 Western India Products Limited

 Wipro Consumer Care & Lighting

 Wipro Infrastructure Engineering

 Wipro GE Medical Systems

Mission

 Spirit of Wipro represents the core values of Wipro which act as the guiding

principles for our culture and actions. This Spirit is rooted in current reality, but it
also represents what Wipro aspires to be hence making it future ready. They bind
us together and inspire us to excel in the way we think and act.
 Vision

 Wipro Insights set up the Council for Industry Research, comprising of domain

and technology experts from the organization, to address the needs of customers.
It specifically looks at innovative strategies that will help them gain competitive
advantage in the market.

Value

 Commitment to client satisfaction

 Awareness of quality

 Desire for excellence

Environment, Safety & Quality

Quality Policy

Commitment to customer satisfaction, quality awareness,

desire for excellence and continual improvement is our
motto.

Committed to build a safe and sustainable world

WIPRO has put in place stringent policies to create a safe and healthy environment at the
project sites. The Company's policy for Health, Safety & Environment has been
consistent towards achieving a ZERO Loss Time Injury.

ISO: 9001 - 2008 - QUALITY MANAGEMENT SYSTEM

ISO: 14001 - 2004 - ENVIRONMENTAL MANAGEMENT SYSTEM

OHSAS: 18001 - 2007 - OCCUPATIONAL HEALTH & SAFETY ASSESSMENT

SERIES
Strength - Engineering & Design

Engineering and design capabilities are wipro time tested strengths in executing projects.
The Company’s competence and extensive experience in all the sectors of the
infrastructure industry are exemplary.

 Strong in-house Design capabilities

 In-house Design center
 Design Software –STAAD, STRUD, Surge Analysis Program, Micro Drainage
 Smart Plant P& ID
 Softest Estimate
 LOOPS
 AUTOCAD
 MS Projects

Design services

 Front-end Engineering and Design

 Aerial Surveys, Satellite Imagery
 Geological, Geophysical Surveys
 Soil, Hydrological Surveys
 Topographical, Climatologically Surveys
 Architectural, Engineering, Industrial Design
 Soil Mechanics & Foundation Engineering
 Quantity Surveying, Costing
 Estimation, Preparation of Contract
 Structural Engineering
 Process Engineering - Conventional & Advanced Technology (Membrane) Based
Water & Waste Water Treatment Plants
 Civil Works Rehabilitation
 Project Monitoring & Evaluation
 Institutional Strengthening/Restructuring
 Process Automation & Control - SCADA, Telemetry
 CHAPTER-III
THEORITICAL FRAMEWORK
 INTRODUCTION

A major part of man’s life is spent in work which is a social reality and social
expectation to which man seem to confirm. Even then only economic motive has never
satisfied men. It is always of greater interest to know why men work and at which level
and how he/she satisfied with the job. Hoppock noted that job satisfaction depends upon
the extent to which the job, we hold meets the needs that we feel it should meet. The
degreeofsatisfaction is determined by the ratio between what we have and what
we want. By law of nature as we have more, we want more, hence the level of
satisfaction remains less.Job satisfaction is dynamic, as it can go as quickly as it co
meIt is apositive emotional state that occurs when a person’s job seems to fu
lfill important values, provided this values are compatible with one’s needs.
Job satisfaction is a pleasurable or positive emotional state resulting from the
appraisal of one’s job experience.In short job satisfaction is a synchronization of
what an organizationrequires of its employees and what the employees are
seeking of the organization.
Job satisfaction is the most widely investigated job attitude, as well as
one of the most extensively researched subjects in Industrial/Organizational
Psychology (Judge & Church, 2000). Many work motivation theories have
represented the implied role of job satisfaction. In addition, theories have tried
to explain job satisfaction and its influence, such as: Maslow’s (1943)
Hierarchy of Needs, Hertzberg’s (1968) Two-Factor (Motivator-Hygiene)
Theory, Adam’s (1965) Equity Theory, Porter and Lawler’s (1968) modified
version of Vroom’s (1964) VIE Model, Locke’s (1969) Discrepancy Theory,
Hackman and Oldham’s (1976) Job Characteristics Model, Locke’s (1976)
Range of Affect Theory, Bandura’s (1977) Social Learning Theory, and
Landy’s (1978) Opponent Process Theory.
As a result of this expansive research, job satisfaction has been linked to
productivity, motivation, absenteeism/tardiness, accidents, mental/physical
health, and general life satisfaction (Landy, 1978). A common idea within the
research has been that, to some extent, the emotional state of an individual is
affected by interactions with their work environment. People identify
themselves by their profession, such as a doctor, lawyer, or teacher. A person’s
individual well-being at work, therefore, is a very significant aspect of research.
MEANING:
Job satisfaction or employee satisfaction has been defined in many different ways.
Some believe it is simply how content an individual is with his or her job, in other words,
whether or not they like the job or individual aspects or facets of jobs, such as nature of
work or supervision. Others believe it is not as simplistic as this definition suggests and
instead that multidimensional psychological responses to one's job are
involved. 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).

Features of job satisfaction:

 BOSS:
The number one reason people leave their jobs is the boss.
 Rewards:

Most of us want some combination of the following

 Public Recognition
 Financial reward
 Pat on the back from the boss
 Pat on the back from your team
 Pat on the back from your client

 Team
 Variety
 Structure and rules
 Activity
 Emotions
 CHAPTER-IV

DATAANALYSIS

AND

INTERPRETATION
1) In which department do you work?

Table1-To know the department in which employees are belongs to:

SI.no Department No of Responds Percentage

1 Mechanical 30 30

2 Electrical 25 25

3 Production 35 35

4 Others 10 10

Total 100 100

Chart-1

Department

35

30

25

20
Department
15

10

0
Mechanical Electrical Production Others

Interpretation:

From the above table it shows that 35% of employees are belongs to production
department, 30% belongs to Mechanical, 25% Electrical, others are 10%.
2) How many years have you been with the company?

Table2: To know work experience of the employees

SI.NO Work Experience No of Responds Percentage

1 Below 2 Years 13 13
2 2-4 Years 30 30
3 4-6 Years 34 34
4 Above 6 Years 23 23
Total 100 100

Chart-2

Experience

35

30

25

20
Experience
15

10

0
Below 2 years 2-4 years 4-6 years Above 6 years

Interpretation:

From the above table it shows that 34% of the employees have 4-6 years experience, 13%
are below 2 years, 30% belongs to 2-4years and above 6 years are 23%.
3) How satisfied with your working environment?

Table3-To know the physical working environment

SI.NO Working No of responds Percentage

Environment
1 Excellent 12 12
2 Good 57 57
3 Fair 28 28
4 Poor 3 3
5 Very poor 0 0
Total 100 100

Chart-3

Physical working environment

60

50

40

30 Physical working environment

20

10

0
Excellent Good Fair Poor Very poor

Interpretation:

From the above table it shows that 57% of the employees were feeling good about the
working environment, 12% are Excellent, 28% are Fair, 3% are Poor and no
employees are very poor satisfied at working environment.
4) How you satisfied with Non-Monitory benefits offered by WIPRO?

Table4-To know the satisfaction level of Employees towards the non-Monitory

benefits

SI.NO Non-Monitory No. of Respondents Percentage

Benefits offered to
Employees
1 Highly satisfied 14 14
2 Satisfied 54 54
3 Neither satisfied nor 25 25
Dissatisfied
4 Dissatisfied 5 5
5 Highly Dissatisfied 2 2
Total 100 100
Chart-4

Non-Monetory benefits offered by WIPRO

60
50
40
30
20 Non-Monetory benefits offered
10 by WIPRO

Interpretation:

From the above table it shows that 54% of the employees were satisfied, 14% of
employees highly satisfied, 25% of employees neither satisfied nor dissatisfied, 5% of
employees dissatisfied, 2% employees are highly dissatisfied towards the non-
Monitory benefits.
5) How you satisfied in the work assigned by your superior?

Table5: To know the satisfaction level of respondents towards the work assigned

SI.NO Amount of work No. of Respondents Percentage

1 Highly satisfied 20 20
2 Satisfied 45 45
3 Neither satisfied nor 12 12
Dissatisfied
4 Dissatisfied 18 18
5 Highly Dissatisfied 6 6
Total 100 100

Chart-5

Satisfaction towards work assaigned

45
40
35
30
25
20
15 Satisfaction towards work
10 assaigned
5
0

Interpretation:

From the above table it shows that 45% of the respondents were satisfied, 20% are
Highly satisfied, 12% are neither satisfied nor dissatisfied, 18% are Dissatisfied and
6% are highly dissatisfied towards the work assigned.

6) How you satisfy with the career development program in your Organization?
 Table6-Opinion about the career development programmed in their organization

SI.NO Career No. of Percentage

Development Respondents
1 Highly satisfied 12 12
2 Satisfied 56 56
3 Neither satisfied nor 22 22
Dissatisfied
4 Dissatisfied 10 10
5 Highly dissatisfied 0 0
Total 100 100

Chart-6

Satisfaction towards career development

60
50
40
30
20 Satisfaction towards career
10 development

Interpretation:

From the above table it shows that 56% of the employees were satisfied, 12% are
highly satisfied, 22% are neither satisfied nor dissatisfied, 10% are dissatisfied with
the opinion about the carrier development program in their organization.

7) How you satisfied with the co-operation of co-workers in your organization?

Table7-To know the Co-operation of Co-workers

SI.NO Co-Operation of No. of Respondents Percentage

workers
1 Highly satisfied 20 20
2 Satisfied 66 66
3 Neither satisfied 11 11
nor Dissatisfied
4 Dissatisfied 2 2
5 Highly Dissatisfied 0 0
Total 100 100

Chart-7

Satisfaction towards Co-operation with

workers

70
60
50
40
30 Series 1
20
10
0
Highly Satisfied Neither Dissatisfied Highly
satisfied satisfied nor Dissatisfied
Dissatisfied

Interpretation:

From the above table it shows that 66% of the employees were satisfied, 20% are
highly satisfied, 11% are neither satisfied nor dissatisfied, 2% are dissatisfied with the
cooperation of co-workers.
8) How you satisfied the response from top Management?

Table8-To know the satisfaction of Respondents with Top management

SI.NO Satisfaction with No. of Respondents Percentage

Top management
1 Highly satisfied 26 26
2 Satisfied 51 51
3 Neither satisfied nor 17 17
Dissatisfied
4 Dissatisfied 6 6
5 Highly Dissatisfied 0 0
Total 100 100

Chart-8

Satisfaction towards response from top

management
60
50
40
30
20
Satisfaction towards response
10 from top management
0

Interpretation:

From the above table it shows that 51% of the employees were satisfied, 26% of
employees are highly satisfied, 17% employees are Neither satisfied nor dissatisfied
and no employees are highly Dissatisfied with the top management.
9) How you satisfy with the Sub ordinates in your organization?

Table9-To know the satisfaction of the Respondents with their subordinates

SI.NO Satisfaction with No. of Respondents Percentage

Sub ordinates
1 Highly Satisfied 12 12
2 Satisfied 67 67
3 Neither satisfied nor 14 14
dissatisfied
4 Dissatisfied 7 7
5 Highly Dissatisfied 0 0
Total 100 100

Chart-9

Satisfaction towards response from Sub

ordinates
70
60
50
40
30
20 Satisfaction towards response
10 from Sub ordinates
0

Interpretation:

From the above table it shows that 67% of the employees were satisfied, 12% are
highly satisfied, 14% are neither satisfied nor dissatisfied, 7% are Dissatisfied with
their subordinates.
10) How you satisfy with the nature of Job?

Table10-To know the level of satisfaction regarding nature of job

SI.NO Job Satisfaction No. of Respondents Percentage

1 Highly satisfied 22 22
2 Satisfied 56 56
3 Neither satisfied nor 16 16
Dissatisfied
4 Dissatisfied 7 7
5 Highly Dissatisfied 0 0
Total 100 100

Chart-10

Satisfaction regarding nature of job

60
50
40
30
20 Satisfaction regarding nature of
10 job

Interpretation:

From the above table it shows that 56% of the employees were satisfied, 22% are
highly satisfied, 16% are neither satisfied nor dissatisfied, 7% are dissatisfied with
their job.
11) Is there any job pressure in your work?

Table11-To know whether there is any job pressure in their work

SI.NO Job Pressure No. of Respondents Percentage

1 Yes 72 72
2 No 28 28
Total 100 100

Chart-11

Pressure in Work

80
70
60
50
Pressure in Work
40
30
20
10
0
Yes No

Interpretation:

From the above table it shows that 72% of employees said there is job pressure in
their work and 28% employees said there is no job pressure in their work.
12) Whether you are agree with the Development of skills and talents in your Organization?

Table12: To know the opinion regarding opportunity provided by the

organization in developing skills & talents

SI.NO Development of No. of Percentage

skills and talents Respondents
1 Highly Agree 12 12
2 Agree 52 52
3 Neither Agree nor 28 28
Disagree
4 Disagree 6 6
5 Highly Disagree 2 2
Total 100 100

Chart-12

Department of Skills and talents

60

50

40

30
Department of Skills and talents
20

10

0
Highly Agree Neither Disagree Highly
Agree agree nor Disagree
Disagree

Interpretation:

From the above table it shows that 52% of employees agreed, 12% are highly agreed,
28% are neither agree nor Disagree, 6% are Disagree and 2% are highly disagree
regarding opportunity provided by the organization in developing skills & talents.
13) How you satisfied with welfare facilities?

Table13-To know the satisfaction level of welfare facilities provided by the

management

SI.NO Welfare Facilities No. of Respondents Percentage

1 Highly satisfied 9 9
2 Satisfied 57 57
3 Neither satisfied 29 29
nor dissatisfied
4 Dissatisfied 5 5
5 Highly Dissatisfied 0 0
Total 100 100

Chart-13

Satisfied towards Welfare services

60
50
40
30
20 Satisfied towards Welfare
10 services

Interpretation:

From the above table it shows that 57% of the employees were satisfied, 9% are
Highly satisfied, 29% are neither satisfied nor dissatisfied, 5% are dissatisfied with
the welfare facilities provided by the management.
14) Are you satisfied with your salary?

Table14-To know the employee satisfaction towards the salary

SI. NO Payment No. of Respondents Percentage

satisfaction
1 Yes 67 67
2 No 33 33
Total 100 100

Chart-14

Satifaction towards salary

70

60

50

40 Satifaction towards salary

30

20

10

0
Yes No

Interpretation:

From the above table it shows that 67% of the employees were satisfied with their
salary and 33% are not satisfied with their salary.
15) Are you willing to continue this job in WIPRO?

Table15-To know the employees willingness to continue

SI. NO Willingness to No. of Respondents Percentage

work
1 Yes 59 59
2 No 41 41
Total 100 100

Chart-15

Employee Willingness

60

50

40
Employee Willingness
30

20

10

0
yes No

Interpretation:

From the above table it shows that 59% of the employees were willing to continue in
this Organization and 41% employees are not willing to continue in WIPRO.
16) What is your opinion regarding Company policies and practices?

Table16-To know the opinion about company’s policy and Practices

SI. No Company’s Policy No. of Respondents Percentage

and Practices
1 Excellent 13 13
2 Very Good 23 23
3 Good 47 47
4 Bad 12 12
5 Very Bad 5 5
Total 100 100

Chart-16

Policied and Practices

50
45
40
35
30
25 Policied and Practices
20
15
10
5
0
Excellent Very Good Good Bad Very Bad

Interpretation:

From the above table it shows that 47% of the employees were feels good, 13% are
feels Excellent, 23% are feels very good, 12% are feel bad, 5% are feel very bad the
company policy and practices.
17) How you satisfied with Company’s Promotion policy?

Table17-To know Company’s promotion policy

SI. NO Company’s No. of Respondents Percentage

Promotion policy
1 Highly Satisfied 14 14
2 Satisfied 57 57
3 Neither satisfied nor 20 20
Dissatisfied
4 Dissatisfied 7 7
5 Highly Dissatisfied 2 2
Total 100 100

Chart-17

Company Promotions

60

50

40

30

20 Company Promotions

10

0
Highly Satisfied Neither Dissatisfied Highly
Satisfied satisfied Dissatisfied
nor
Dissatisfied

Interpretation:

From the above table it shows that 57% of the employees were satisfied, 14% are
Highly satisfied, 20% are neither satisfied nor dissatisfied, 7% are Dissatisfied and
2% are Highly Dissatisfied about the company’s promotion policy.
18) What is the level of your overall job satisfaction?

Table18- To know the Overall job satisfaction

SI.NO Overall Job No. of Respondents Percentage

satisfaction
1 Highly satisfied 22 22
2 Satisfied 30 30
3 Neither satisfied 29 29
nor dissatisfied
4 Dissatisfied 12 12
5 Highly Dissatisfied 7 7
Total 100 100

Chart-18

Overall Job Satisfaction

30
25
20
15
10
Overall Job Satisfaction
5
0

Interpretation:

From the above table shows that 30% of the Employees were satisfied, 22% are
highly satisfied, 29% are neither satisfied nor dissatisfied, 12% are dissatisfied and
7% are Highly dissatisfied in their overall job satisfaction.
 CHAPTER-V
CONCLUSIONS
&
SUGGESTIONS
Findings-
1. The very concept of Job Satisfaction is marketed throughout the organization,
people have accepted it and understood its importance to the organization.
2. To market such a concept, it should not start at bottom; instead it should be
started by the initiative of the top management. This would help in percolating down
the concept to the advantage of all, which includes the top management as well as
those below them. This means that the top management has to take a welcoming and
positive approach towards the change that is intended to be brought.

3. Further, at the time of confirmation also, the satisfaction should not lead to
duplication of any information. Instead, opinion of the employee’s work must be done
– which must incorporate both the work related as well as the other personal attributes
that are important for work performance.
4. It should be noted that the Satisfaction for each job position should be different as
each job has different knowledge and skill requirements. There should not be a
common for every individual.
5. The job and role expected from the employees should be decided well in advance
and that too with the consensus with them.
6. A neutral panel of people should do to avoid subjectivity to a marked extent,
objective methods should be employed having quantifiable data.
7. The time period for conducting the positive motivation should be revised, so that
the exercise becomes a continuous phenomenon.
8. Transparency into the system should be ensured through the discussion about the
employee’s performance with the employee concerned and trying to find out the grey
areas so that training can be implemented to improve on that.
9. The feedback doesn’t come from multiple source. It should to increase the
efficiency.
10. Assesses denies the truth of negative feedback, as it’s done by one person. More
parties should be involved.
11. System can be used to humiliate people, if Employer and employee relations are
not good.
12. Ignores performance in terms of reaching goals, which can be disastrous for the
organization.
CONCLUSION:

The following conclusions are drawn based on the analysis of various labor welfare
and social security measures provided to employees of WIPRO….

 Majority of employees are satisfied with welfare measures. They should take
necessary steps to solve problems in these measures; so that can Employee can
do his job more effectively. The company can concentrate on the other Non-
statutory measures to boost the Employee morale.

 Majority of the employees felt that the working Environment is Better, Hence
the management should take necessary conditions and make the Organization
to improve the working environment so that the employees should feel that
this organization is the better place to work.

 The Majority of the employees felt that they are satisfied with the Bonus and
the Gratuity given by the management and some of the employees are not
fully satisfied. So the organization should take necessary steps so the gratuity
and the Bonus should be given in time so that it increases their motivation.

 The other Welfare activities like canteen and medical claim and also the Rest
rooms, Washing facilities, Uniform and other sanitary conditions are good in
the organization and the central aim of the personal department is to keep its
employees satisfied with welfare measures and healthy.
SUGGESTIONS

As we know “Job satisfaction or employee satisfaction has been defined in many

different ways. Some believe it is simply how content an individual is with his or
her job, in other words, whether or not they like the job or individual aspects or facets
of jobs, such as nature of work or supervision.”

 The company should appraise the performance of the workers by giving them
some incentives, which motivate them to work to their fullest capacity and to
motivate them to work more and show good and better results.

 For the top management of the company it should offer them holiday package,
recognize performance by recognizing their work in meetings etc. This will
help to raise their moral and they can work better. They don’t want financial
help as they earn enough to maintain their status.

 For the lower group the company can increase their wages, give them pension
schemes, and provide them the medical facilities etc. because they want
financial help from the company to insure their proper living.

 The criteria decided upon which the performance has to be rated should not be
fixed it should be changed from time to time.

 There should be the feeling of teamwork in the organization.

 The performance, which is been measured, should be verifiable and measurable

afterwards also.
QUESTIONNAIRE
QUESTIONNAIRE

(JOB SATISFACTION SURVEY AT WIPRO)

Name………………………………………………………………….
Designation……………………………………………………………
Department……………………………………………………………

1) In which department do you work?

a) Mechanical

b) Electrical

c) Production

d) Others

2) How many years have you been with the company?

a) Below 2 years

b) 2-4 years

c) 4-6 years

d) Above 6 years

3) How you satisfied with your work environment?

a) Excellent

b) Good

c) Fair

d) Poor

e) Very poor
4) How you satisfied with non-monitory benefits offered by WIPRO?

a) Highly satisfied

b) Satisfied

c) Neither satisfied nor dissatisfied

d) Dissatisfied

e) Highly Dissatisfied

5) How you satisfied in work assigned by your superior?

a) Highly satisfied

b) Satisfied

c) Neither satisfied nor dissatisfied

d) Dissatisfied

e) Highly Dissatisfied

6) How you satisfied in career development program in your Organization?

a) Highly satisfied

b) Satisfied

c) Neither satisfied nor dissatisfied

d) Dissatisfied

e) Highly Dissatisfied
7) How you satisfied with co-operation of coworkers in your organization?

a) Highly satisfied

b) Satisfied

c) Neither satisfied nor dissatisfied

d) Dissatisfied

e) Highly Dissatisfied

8) How you satisfied the response from Top management?

a) Highly satisfied

b) Satisfied

c) Neither satisfied nor dissatisfied

d) Dissatisfied

e) Highly Dissatisfied

9) How you satisfy with sub-ordinates in your Organization?

a) Highly satisfied

b) Satisfied

c) Neither satisfied nor dissatisfied

d) Dissatisfied

e) Highly Dissatisfied
10) How you satisfied with Nature of Job?

a) Highly satisfied

b) Satisfied

c) Neither satisfied nor dissatisfied

d) Dissatisfied

e) Highly Dissatisfied

11) Is there any Job pressure in work?

a) Yes

b) No

12) Whether you agree with Development skills and talents in your Organization?

a) Highly agree

b) Agree

c) Neither Agree nor disagree

d) Disagree

e) Highly Disagree

13) How you satisfied with Welfare facilities?

a) Highly satisfied

b) Satisfied

c) Neither satisfied nor dissatisfied

d) Dissatisfied

e) Highly Dissatisfied
14) Are you satisfied with your salary?

a) Yes

b) No

15) Are you willing to continue job with WIPRO?

a) Yes

b) No

16) What is your opinion regarding Company policy and practices?

a) Excellent

b) Very Good

c) Good

d) Bad

e) Very Bad

17) How you satisfied with company promotion policy?

a) Highly satisfied

b) Satisfied

c) Neither satisfied nor dissatisfied

d) Dissatisfied

e) Highly Dissatisfied
18) What is the Level of Overall job satisfaction?

a) Highly satisfied

b) Satisfied

c) Neither satisfied nor dissatisfied

d) Dissatisfied

e) Highly Dissatisfied
BIBLIOGRAPHY
BIBLIOGRAPHY

Books- Human Resource Management by P. Subba rao.

Human Resource Management by V.S.P Rao

Annual Report of WIPRO

Research Methodology - C. R. Kothari

WIPRO Manual - Company Magazines

WEBSITES: www.wipro.com

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