AURORA’S POST-GRADUATE COLLEGE (MCA)

Accredited by NAAC with‘ A+’ Grade

PROJECT SYNOPSIS

Name of the Student : A. SOUMYA

Course : MBA

Academic Year : 2021-2023

Hall Ticket No : 1325-21-672-051

Title of the Project : EMPLOYEE JOB SATISFACTION

NAME OF THE COMPANY: D-MART

Name of the Guide :

Date of Submission :

Signature of the Student Signature of the Guide

College Seal
 A
SYNOPSIS ON
EMPLOYEE JOB SATISFACTION

AT

D-MART

Project Synopsis submitted in partial fulfillment for the award of the

Degree of
MASTER OF BUSINESS ADMINISTRATION
By
A. SOUMYA
1325-21-672-051

AURORA’S POST-GRADUATE COLLEGE (MCA)

Accredited with ‘A+’Grade by NAAC
Ramanthapur, Hyderabad – 500 013

(2021-23)
 TABLE OF CONTENTS

S. No Description Page No

1 INTRODUCTION 1

1.1 Definition of Expatriate -

1.2 Need for the Study -

1.3 Problem Statement -

1.4 Significance of the Study -

1.5 The Objectives of the Study -

1.6 The Hypotheses of the Study -

1.7 Scope of the study -

2 REVIEW OF LITERATURE

2.1 Theoretical Reviews -

2.2 Articles -

3 RESEARCH METHODOLOGY

3.1 Research Design -

3.2 Sampling Procedure -

3.3 Sample Size -

3.4 Methods of Data Collection -

3.5 Questionnaire Design -

3.6 Reliability test -

3.7 Statistical Tools -

CHAPTERIZATION -

BIBLIOGRAPHY -
 1.1 INTRODUCTION

Job satisfaction or employee satisfaction is a measure of workers' contentedness with their

job, whether or not they like the job or individual aspects or facets of jobs, such as nature of

work or supervision. Job satisfaction can be measured in cognitive (evaluative), affective (or

emotional), and behavioral components Researchers have also noted that job satisfaction

measures vary in the extent to which they measure feelings about the job (affective job

satisfaction). or cognitions about the job (cognitive job satisfaction).

Job satisfaction describes how content an individual is with his or her job. The happier

people are within their job, the more satisfied they are said to be. 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 position. Job satisfaction is a very important attribute

which is frequently measured by organizations. The most common way of measurement is

the use of rating scales where employees report their reactions to their jobs. Questions relate

to rate of pay, work responsibilities, variety of tasks, promotional opportunities, the work

itself and co-workers.

History

One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These

studies (1924–1933), primarily credited to Elton Mayo of the Harvard Business School,

sought to find the effects of various conditions (most notably illumination) on workers’

productivity. These studies ultimately showed that novel changes in work conditions

temporarily increase productivity (called the Hawthorne Effect). It was later found that this
increase resulted, not from the new conditions, but from the knowledge of being observed.

This finding provided strong evidence that people work for purposes other than pay, which

paved the way for researchers to investigate other factors in job satisfaction.

Scientific management (aka Taylorism) also had a significant impact on the study of job

satisfaction. Frederick Winslow Taylor’s 1911 book, Principles of Scientific Management,

argued that there was a single best way to perform any given work task. This book

contributed to a change in industrial production philosophies, causing a shift from skilled

labor and piecework towards the more modern of assembly lines and hourly wages. The

initial use of scientific management by industries greatly increased productivity because

workers were forced to work at a faster pace. However, workers became exhausted and

dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction.

It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo

Munsterberg set the tone for Taylor’s work.

Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation

for job satisfaction theory. This theory explains that people seek to satisfy five specific needs

in life – physiological needs, safety needs, social needs, self-esteem needs, and self-

actualization. This model served as a good basis from which early researchers could develop

job satisfaction theories.

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

Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job

satisfaction model. The main premise of this theory is that satisfaction is determined by a

discrepancy between what one wants in a job and what one has in a job. Further, the theory

states that how much one values a given facet of work (e.g. the degree of autonomy in a

position) moderates how satisfied/dissatisfied one becomes when expectations are/aren’t met.

When a person values a particular facet of a job, his satisfaction is more greatly impacted

both positively (when expectations are met) and negatively (when expectations are not met),

compared to one who doesn’t value that facet. To illustrate, if Employee A values autonomy

in the workplace and Employee B is indifferent about autonomy, then Employee A would be

more satisfied in a position that offers a high degree of autonomy and less satisfied in a

position with little or no autonomy compared to Employee B. This theory also states that too

much of a particular facet will produce stronger feelings of dissatisfaction the more a worker

values that facet.

STATEMENT OF PROBLEM

Knowing the employees level of satisfaction on their jobs, and which key factors motivate

them the most in giving their best performance and the best practices and programs followed

at D-MART. in Hyderabad.

1.2 NEED FOR THE STUDY:

Job satisfaction of the employees is important if the employees are satisfied then only the

organization can function smoothly increases its production, faces competition. If employees

are satisfied with their job they will carry a positive attitude. Hence the study has been

undertaken to assess the employee job satisfaction which is necessary for the organization in

order to make sound decisions. It is said that satisfied employee is a productive employee,

any kind of grievance relating to organizational or personal to a greater extent influence on

the job. so every organization is giving higher priority to keep their employees satisfaction by

providing several facilities which improves satisfaction and which reduces dissatisfaction.

Job satisfaction is considered as a key issue by the entrepreneur where efforts are taken and

programs are initiated.

SIGNIFANCE OF THE STUDY

To measure the level of satisfaction among supervisors in D-MART .

1. To measure the relationship and human relations & job satisfaction.

2. To find out the most distaining factors which influence their performance in the job.

3. To give amicable and practical suggestions to improve job satisfaction of supervisors

in D-MART .

4. To study the growth opportunity programmers & Training programmers in notice

confectionery limited.
1.4 OBJECTIVES OF THE STUDY

The main aim of the study is to analyze and examine level of job satisfaction among the

BSNL employees and to know the problems faced by the employees of the various

categories.

The specific objectives are as follows:

To present a profile of D-MART and organizational structure etc.,

To observe the level of satisfaction among of employees relating to the nature of the job and

other factors.

To identify the extent of job satisfaction in the D-MART employees and its impact on the

job

performance of the employees.

To evaluate the working environment in D-MART .

To examine satisfaction regarding the salary and other benefits of its employees.

To suggest suitable measures to improve the overall satisfaction of the employees in the

organization.
HYPOTHESIS
 It is known fact to all that keeping a employee happy is management’s responsibility

as to get the work done perfectly. But, to feel happy is employee’s perception. So a

satisfied employees is essential element for improving efficiency and effectiveness.

 Job satisfaction is great motivator, which keeps the employees always in high morale.

 Job satisfaction among employees result in increasing the perception of the

organization.

 Job satisfaction reduces the resistance among employees for the new

implementations.

SCOPE OF THE STUDY

The job satisfaction refers to a person’s feeling of satisfaction on their job. It is different from

person to person. The researcher has chosen to measure the level of job satisfaction in D-

MART.

The study considers the impact of 10 factors on job satisfaction it concentrates on the effect

of factors in general, but no exclusive study is made on them.

The study considers only the perceptual elements of employees and does not focus on

ground realities. The scope of study cover: work conditions, compensation, extra benefits,

conveyance treatment of superiors, colleagues, duly timings, grievance redresal mechanism

and promotion policy.

 2.1 REVIEW OF LITERATURE
The term human resource can be though as, “the total knowledge, skills, creative abilities,

talents and aptitudes of an organizations work force, as well as the value, attitudes and

believes of the individuals involved.HRM can be defined as the planning, directing and

controlling of human resources.

HRM is an approach to the management of people, based on four fundamental principles.

First, human resources are the most important assets of an organization and their effective

management is the key to its success.

Second, this success is most likely to be achieved if he personal policies and procedures of

the enterprises are closely linked with, and make major contribution to the achievement of

corporate objectives and strategic plans.

Third, the corporate culture and the values, organizational climate and managerial behavior

that emanate from that culture will exert a major influence on the achievement of excellence.

This culture must, therefore, be managed which means that continuous effort, starting form

the top, will be required to get them accepted and acted upon. Finally, HRM is concerned

with integration getting all the members of the organization involved and working together

with a sense of common purpose.

HRM is proactive rather than reactive, that is always looking forward to what needs to be

done and then doing it, rather than waiting to be told what to do about recruiting, paying or

training people, or dealing with employee relation’s problems as they arise. The techniques

for the application of HRM or manpower planning, selection, performance appraisal, salary

administration, training and management development.

Definition

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

behaviors. This definition suggests that we form attitudes towards our jobs by taking into

account our feelings, our beliefs, and our behaviors.

History

One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These

studies (1924–1933), primarily credited to Elton Mayo of the Harvard Business School,

sought to find the effects of various conditions (most notably illumination) on workers’

productivity. These studies ultimately showed that novel changes in work conditions

temporarily increase productivity (called the Hawthorne Effect). It was later found that this

increase resulted, not from the new conditions, but from the knowledge of being observed.

This finding provided strong evidence that people work for purposes other than pay, which

paved the way for researchers to investigate other factors in job satisfaction.

Scientific management also had a significant impact on the study of job satisfaction.

Frederick Winslow Taylor’s 1911 book, Principles of Scientific Management, argued that

there was a single best way to perform any given work task. This book contributed to a

change in industrial production philosophies, causing a shift from skilled labor and piecework

towards the more modern of assembly lines and hourly wages. The initial use of scientific

management by industries greatly increased productivity because workers were forced to

work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving

researchers with new questions to answer regarding job satisfaction. It should also be noted
that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for

Taylor’s work.

Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation

for job satisfaction theory. This theory explains that people seek to satisfy five specific needs

in life – physiological needs, safety needs, social needs, self-esteem needs, and self-

actualization. This model served as a good basis from which early researchers could develop

job satisfaction theories.

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

2.2ARTICLES

ARTICLE 1

TITLE: A Study On Employee Job Satisfaction With Special Reference To Krishnagiri

District Co-Operative Spinning Mills Ltd.

AUTHOR : S.RAJA, V. VIJAY ANAND

ABSTRACT:Job satisfaction refers to one’s feelings towards one’s job. If the employees
expectations are fulfilled (or) the employees get higher than what he / she feels satisfied. If
the job satisfaction increases organization commitment will increased. This results in the
higher productivity. The main objectives of this paper are to assess the job satisfaction: to
identify the effectiveness of job satisfaction and to find out the several factors like personal
and organizational factors influencing job satisfaction: to identify the effectiveness of job
satisfaction and to find out the several factors like personal and organizational factors
influencing job satisfaction of employees.

ARTICLE 2

TITLE : Job Satisfaction and Employee Loyalty: A study of Academicians.

AUTHORS: Mrs. Shweta Rajput, Mr. MayankSinghal, Mr. Shiv kantTiwari

ABSTRACT: Job satisfaction and Employee Loyalty represents one of the most key
challenges faced by the managers today when it comes to managing their employees.
Employees are the most valuable resource for all organizations; the longer an employee
works for a company the more valuable it becomes. Many researchers have been conducted
in various sectors to demonstrate the impact of Job satisfaction on employee loyalty.
Employee loyalty is all about employees being committed for the success of the organization
with a strong belief that working with that particular organization is their best option. The
aim of the study was to find the impact of job satisfaction on employee loyalty in case of
academicians. This study also finds out various factors underlying job satisfaction and
employee loyalty
ARTICLE 3

TITLE: Factors affecting employee job satisfaction: A comparative study of conventional

and Islamic insurance

AUTHORS : Khalil-Ur Rahman, WaheedAkhter and SaadUllah Khan

ABSTRACT: This paper attempts to investigate the factors that affect job satisfaction of
sales agents from Islamic and conventional insurance of Pakistan using Herzberg two-factor
motivation theory. Using multi-stage stratified random sampling, we received a total of 318
usable responses . A multiple regression and hierarchal regression model including 11
hygiene–motivational factors were used to examine job satisfaction in the presence of
moderating factor perception. The outcomes regarding Herzberg two-factor theory were
entirely distinctive between those two direct sales groups with the presence of moderating
variable perception.

ARTICLE 4

TITLE: A happy employee job satisfaction is a productive employee

AUTHORS : Gupta and Joshi

ABSTRACT: It is an important technique used to motivate the employee job satisfaction

to work harder .it had often said that , a happy employee is a productive employee.it is very
important because most of the people spend a major of their life at work place.
ARTICLE 5

TITLE: Changes in hrm and employee job satisfaction ,evidence from the workplace
employment relations survey

AUTHOR : Brown forde

ABSTRACT:A number of other measures of job quality are found to have increased over
this period as well. It also finds a decline in the incidence of many formal human resource
management practices. The paper reports a weak association between formal human resource
management practices and satisfaction with sense of achievement. Improvements
inperceptions of job security, the climate of employment relations and managerial
responsiveness are the most important factors in explaining the rise in satisfaction with sense
of achievement between 1998 and 2004. We infer that the rise in satisfaction with sense of
achievement is due in large part to the existence of falling unemployment during the period
under study, which has driven employers to make improvements in the job satisfaction.
1.5 RESEARCH METHODOLOGY

The methodology that is adopted for the study is such that it facilities the data accumulation.

The information is gathered through survey method. The survey method has been adopted for

collecting the data from employees.

DATA SOURCES:

Data means a collection of facts in real life statistical data is a collection of facts in numerical

figures. The data sources are usually identified using the type of data needed. There are two

types of data. The data collected for this research has provided the base for its analysis and

interpretation. The data collected was used to draft charts, illustrate through graphs and thus

provide for its adequate interpretation. In this research, Primary data as well as Secondary

data has been used.

1. Primary data:

The primary data was collected from the respondents by administering a structured

questionnaire and also through observation, interview and discussion with

management.

2. Secondary data:

Company profiles, Previous year report, Literatures , Journals , Internet, Intranet.

RESEARCH DESIGN

Research Design is defined as the specification of methods and procedures for acquiring the
information needed. Generally the research design is any of the following three types-
DESCRIPTIVE, EXPLORATORY and CASUAL.

 DESCRIPTIVE STUDY:

Descriptive study/research is marked by the prior formulations of specific research

questions. The investigator already knows a substantial amount about the research problem

before the project is initiated. Hence this is chosen for my research.

 EXPLORATORY STUDY:

The major purpose of exploratory study is the identification of problem, the more precision

formulation of problem and the formulation of new alternative courses of action.

 CASUAL STUDY:

The study involves the determination of the causes of what the researchers are predicting.

This is mainly a cause and effect study.

The research design selected by the researcher in the present study is “DESCRIPTIVE” in

nature.

RESEARCH INSTRUMENT:

HR research has a one main research instruments in collecting primary data. That is

questionnaires.

In order to extract first-hand information from the respondents, a pre-tested questionnaire

was prepare and the same was administered to the respondents.

Sample Size

The sample size of this survey are 100 working employees .

 LIMITATIONS

It is true to highlight that every research has its own limitations whether it is being conducted

in any area of studies including social sciences. It might be because researcher could not

possibly bring the whole perspective of a particular area in one fine study. Therefore, it is

imperative to emphasize that research itself is a learning process by which researcher tries to

prove many conceptual and methodological issues pertaining to his/her research work.

Hence, like other researches the present research Endeavour also suffers from some of the

limitations, which are enumerated below :

 The size of the sample of present investigation is limited in its nature, which puts a

limitation on the generalization of results of the present study.

 This study was confined to those schools which were lying around only Aligarh city,

not to district as a whole or beyond.

This limitation of the study again brings limitation of the generalizations of results.

 This study was limited to only private and government schools and not semi government

schools at larger level

 The present investigation was confined with only few Psychological variables namely,

School Organizational Climate, Teaching Attitude, Adjustment and Job Satisfaction

while other important psychological variables could also have been included, such as job

commitment, job involvement, job motivation, interest and others.

 BIBILIOGRAPHY

BOOKS:
1) Armstrong, M. (2006). A Handbook of Human resource Management Practice, Tenth
Edition, Kogan Page Publishing, London, , p. 264
2) Christen, M. Iyer, G. and Sober man, D. (2006). Job Satisfaction, Job Performance, and
Effort: A Reexamination Using Agency Theory, Journal of Marketing, January, Vol. 70,
pp. 137-150
3) Davis, K. and Nestrom, J.W. (1985). Human Behavior at work: Organizational Behavior,
7 edition, McGraw Hill, New York, p.109
4) Vander berg, R.J. and Lance, Ch.E. (1992). Examining the Causal Order of Job
Satisfaction and
5) Organizational Commitment, Journal of Management, Vol.18, No.1, pp. 153-167.

JOURNALS:

 A study on employee job satisfaction with special reference to krishnagiri district co-

operative spinning mills ltd , s.raja, v. Vijay anand

 job satisfaction and employee loyalty: a study of academicians,mrs.Shwetarajput,

mr.Mayanksinghal, mr. Shiv kanttiwari

 factors affecting employee job satisfaction: a comparative study of conventional and

islamic insurance’khalil-urrahman, waheedakhter and saadullah khan

 A happy employee job satisfaction is a productive employee ,gupta and joshi

 Changes in hrm and employee job satisfaction ,evidence from the workplace employment

relations survey, brown forde

 Employee job satisfaction as related to organizational climate and occupational

stress ,jain and jabeen

 Employee job satisfaction and fatigue variables,shah and shah

 effect of employee job satisfaction on performance,shahu and gole

 role of perceived organizational support, restructuring processes and stressors, ronald j.

Burke

 Job satisfaction,thomass.bateman&dennisw.organ

NEWSPAPERS:

 PrachiVerma, “5 ways to get a headstart on employee job satisfaction”, The Economic

Times, November 09, 2018.
 Namrata Singh, “ Analytics to ensure fair employee job satisfaction”, Times of India”,
June 03, 2019.
 RitikaSrivastava, “How to redefine employee job satisfaction policies”, Business
Standards, May 18, 2017.

WEBSITES:

 Employee job satisfaction(2019) Retrieved 15 November 2019 from

https://www.sciencedirect.com/journal/human-resource-management-review/articles-in-
press
 Employee job satisfaction (2019) Retrieved 20 September 2019 from
https://www.investopedia.com/performance/appraisal
 Analysis on employee job satisfaction(2019) Retrieved 2 September 2019 from
http://en.wikipedia.org/wiki/alaysis_performanceappraisal