A Project Report On JOB SATISFACTION

Submitted To:

Submitted By:

ACKNOWLEDGEMENT

With all sincerity I would like to express my gratitude to all those who gave me the possibility to complete this report. I want to express my gratitude to the IND SWIFT LABORATORIES LTD. for providing me an opportunity to associate with an esteemed organization for on-the-Job Training.

I am deeply indebted to my project guide for her invaluable guidance throughout the duration of the project.

Last but not the least I would also like to extend my appreciation towards my family, friends and seniors who encouraged me and were by my side whenever I needed them.

CONTENTS

1.1 Introduction: About the company (i.e. summer training details) About the topic of study (i.e. Job Satisfaction)

1.2 Need, Objectives and Limitations of study

1.3 Research Methodology: Sources of data Sample Size Instruments used Tools and Techniques of analysis

1.4 Data Analysis and Interpretation

1.5 Findings

1.6 Suggestions / Recommendations

1.7 Conclusion

1.8 Bibliography

1.9 Appendix / Annexure

1.1 INTRODUCTION
COMPANY PROFILE

IND-SWIFT is Chandigarh based pharmaceutical company, established in 1986 with a mission of winning global customers through innovative pharmaceutical products. Three visionaries Jains, Mehtas and Munjals, dedicated themselves to work for humanitys quest for longer, happier and healthier lives . IND-SWIFT has been ranked 35th among top Indian Pharmaceutical companies. IND-SWIFT is ISO 9001-2008, WHO GMP certified and is listed on Bombay Stock Exchange and National Stock Exchange . We ensure value for money by developing innovative, therapies and process to produce safe effective and consistent quality pharmaceutical products delivering across the globe. IND-SWIFT is a research driven forward looking pharmaceutical company having world class expertise in finished goods dosage and active pharmaceutical ingredients (APIs)and herbal products. IND-SWIFT is proud to be the second largest drug manufacturers of North India. IND-SWIFTS multipurpose, multilocation manufacturing set-ups are spread across the lush-green plains of northern India. The facilities are built according to current guidelines of MHRA, EU, WHO, and accreditations with ISO 14000 series standards. With strong network presence in more than 45 countries we are committed to provide quality medicines and better health care. The company has dedicated research and development department well equipped with the latest equipments and supported by a large pool, of scientists who continuously work towards new pharma products. Apart from being among top Indian pharma companies, IND-SWIFT has also progressively embarked in diversification into multifarious fields viz Infrastructure, Printing Packaging and Stationery, Education, and Media Publication with its every unit as an independent profit earning centre. At INDSWIFT we are committed to give our unflinching efforts, support and dedication for the service of humanity Because Life is precious Ind-Swift regards its human resource as its most valuable asset. Ind-Swift has an entrepreneurial and collaborative management approach that urges high performance standards from its employees. Drawing from the experience of its team members, selected from diverse relevant backgrounds, Ind-Swift has a 1000+ strong team of dedicated employees, handling a wide variety of operations. At all levels, Ind-Swift offers a congenial work environment that supports and enhances growth and career opportunities. From its core competence in Synthetic Chemistry in API manufacturing, Ind-Swift has in a decade of existence evolved as a composite and integrated Pharmaceutical Group operating in differentiated arenas where sustained value can be created. This includes developing, manufacturing and marketing a wide range of APIs and Advanced intermediates globally besides focusing on newer growth horizons. Ind-Swift offers a host of career opportunities in all aspects of Pharmaceutical research, manufacturing and marketing as well as in corporate support services and overall business development. The company as a whole, represents a synergy of active talent at work in generating remarkable performance with a single-minded commitment to produce extraordinary results and achieve the highest standards of quality in all spheres.

Ind-Swift invites qualified scientists and professionals willing to walk with the company in its global growth journey to join its team. Quite apart from specific career openings indicated herein, Ind-Swift welcomes proactive applications from scientists and professionals highlighting their potential to contribute in their respective specialized domains. Vision and Value Consistent Profitable Performance Commitment to maximize the wealth of our shareholders and catering to the interests of our customers and employees. Innovation to Nurture Good Partnerships with Customers Develop therapies and processes and provide services of the highest value to nurture good partnerships with customers. Responsibility towards Environment, Safety and Health Nurturing the undying spirit for researching active substances to combat disease, protect the environments we inhabit, and the Society we serve. Valuing the Ability to Excel, Integrity, Knowledge, Skill, Diversity and Team work in Employees Treat everyone fairly and with respect to create an environment of mutual respect, encouragement and teamwork. The Strength to live a Dream Ind-Swift today is a well balanced, professionally managed, globally competitive organization and will continue to profitably serve all stakeholders including patients, healthcare professionals, employees, business associates and shareholders. Milestones 1995 Incorporated by Ind Swift Laboratories Ltd.Limited with PSIDC 1997 IPO for `75 mn raised 1998 First Plant at Derabassi commences production 2004 Maiden dividend Sets up subsidiary in US Launched Nitazoxanide in Asia for the first time 2005 Second Plant at Jammu established. 2006 USD 10 mn GDR raised New R&D facility in Mohali. JV in Iran to manufacture APIs 2007 USFDA approval for Clarithromycin 2008 Ventured into Phyto-Chemicals business

2010 KFDA approval for one product 2011 PMDA approval for two products Corporate Identity Headquartered in Chandigarh, Punjab, India. The company has manufacturing plants located at Derabassi, Patiala (Punjab) and Samba, Jammu (J&K) in compliance with stringent USFDA and cGMP standards. Products Ind Swift Laboratories Ltd.Labs has evolved as one of the largest manufacturers of APIs and advanced intermediates. It has its presence in 16 therapeutic segments, of which five comprise sustained use therapies like cardiology, diabetology, oncology, anti-depressant and antihyperlipidemic. Its product basket comprises 40 APIs that are marketed in India and in the international markets. Of the product folder, 8 APIs are related to sustained-use therapies. The company is among the two leading global manufacturers of Clarithromycin/granules (with its own patented technologies), Atorvastatin, Fexofenadine, Clopidogrel and Nitazoxanide.Carlyle Quality Assurance & Quality Control A Quality par-excellence, delivering seamlessly is our hallmark. Adherence to established quality standards assures safety and efficacy of drug products. Quality is the mainstay of our competitiveness. At Ind-Swift, we take considerable focus in adherence to the QA policies. Our policies direct our operation to constantly create an environment of quality and compliance in line with the best recognized global practices. Quality Assurance, though an independent function, works as an interface between R&D and manufacturing strictly abiding with the standardized quality system, providing consistency, effectiveness and efficiency for all manufacturing activities of APIs across all our manufacturing locations. Focused on: Establishing Quality Standards Training personnel Developing processes to achieve set standards Close Monitoring Consistency at every stage Also we focuses on review of failures, rejections, market complaints, deviations, noncompliances, product stability and various corrective & preventive actions planning. Our endeavour is to constantly achieve QUALITY EXCELLENCE. Global Presence Ind-Swift Laboratories Ltd. is well placed in both developed and emerging markets. As we take our path forward in the new decade, we are well aware of the challenges that we face now and

would encounter, and as a team we are geared up to make Ind-Swift Laboratories a company which gets recognition as a front runner in the Global Pharmaceutical industry.We believe in making commitments and keeping them. With our excellent Product mix covering niche therapeutic categories and our state-of-the-art manufacturing facilities spread across India & overseas, we have become a global enterprise serving customers across all continents. Our team of experienced chemists and analytical expertise ensures that highest quality standards are met consistently. With expertise in activities ranging from world-class contract research, process development to final production, our infrastructure offers numerous choices for cooperation. We strive to roll out of continent specific R&D programs and production campaigns, which help companies, maximize penetration of markets and garner increased revenues. Our customer base has grown exponentially in key regions of the world including Europe, South America and South East Asia besides US. New projects, ventures and strategic alliances have been forged over the years based on mutual trust, reliability and client servicing. The marketing has strengthened its reach in every continent, and has successfully leveraged the competencies of the company. Within a short span of just over a decade, our Active Pharmaceutical Ingredients are exported to more than 50 countries, through our marketing offices located at strategic locations across the globe. The company has its own subsidiary in the US and marketing offices in London, Shanghai, Mumbai, Delhi, and Dubai. Corporate Social Responsibility Corporate Social Commitment and Public Service is at the upmost priority list of the Company . Over the years serious efforts have been directed towards making a meaningful contribution to uplifting and transforming the lives of the community and the underprivileged. The Company is also extremely conscious of its duty and responsibility towards the environment. We continue to make sincere efforts to promote good health, social development and better environment, through various Company programs that contribute to sustainable, all round growth. Community Services Construction of Bus Stop / Rain Shelter at Village Bhagwas. Sponsored Medical Check Up Camps in near by village - Sangoul, haripur, Kuranwala & Behra. Sponsor Education Awareness Camp in Near by Village Rampur Saini, Bhagwash & Behra. Scholarship for meritorious Science students in near by villages - Rampur Saini, Sangouli, haripur, Kuranwala & Behra etc. Development of landscaped parks in near by villages - Rampur Saini, Sangouli, haripur. Construction of Religious Place in near by Village - Kuranwala & Behra. Construction of part of School Building at Village Berha. Aid to local "Mahila Mandal Sewing Center" - Bhagwash. Contribute for Religious Festival in near by villages - Rampur Saini, Sangouli, haripur, Kuranwala & Behra etc. Promotion of Sports among the Youth Sports kits given to rural youth clubs in the area.

Development of Valley Ball Ground in Village Rampur Saini. Sponsored Inter Village Cricket Tournament for Rural Youth at village Bhagwas.

HR- Policies Ind-Swift regards its human resource as its most valuable asset. Ind-Swift has an entrepreneurial and collaborative management approach that urges high performance standards from its employees. Drawing from the experience of its team members, selected from diverse relevant backgrounds, Ind-Swift has a 1000+ strong team of dedicated employees, handling a wide variety of operations. At all levels, Ind-Swift offers a congenial work environment that supports and enhances growth and career opportunities. From its core competence in Synthetic Chemistry in API manufacturing, Ind-Swift has in a decade of existence evolved as a composite and integrated Pharmaceutical Group operating in differentiated arenas where sustained value can be created. This includes developing, manufacturing and marketing a wide range of APIs and Advanced intermediates globally besides focusing on newer growth horizons. Ind-Swift offers a host of career opportunities in all aspects of Pharmaceutical research, manufacturing and marketing as well as in corporate support services and overall business development. The company as a whole, represents a synergy of active talent at work in generating remarkable performance with a single-minded commitment to produce extraordinary results and achieve the highest standards of quality in all spheres. Ind-Swift invites qualified scientists and professionals willing to walk with the company in its global growth journey to join its team. Quite apart from specific career openings indicated herein, Ind-Swift welcomes proactive applications from scientists and professionals highlighting their potential to contribute in their respective specialized domains. Board of Directors (as on 31.08.2011) S.R. Mehta Chairman N.R. Munjal Vice-Chairman cum Managing Director Himanshu Jain Jt. Managing Director Dr. V.R. Mehta Director Dr. G. Munjal Director Rishav Mehta Director K.M.S. Nambiar Director Dr. H.P.S. Chawla Director S.P. Sharma Director Dr. J.K. Kakkar Director Pradeep Kumar Director Dr. N.P. Singh Director

INTRODUCTION TO STUDY JOB SATISFACTION "Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs." This definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. While researchers and practitioners most often measure global job satisfaction, there is also interest in measuring different "facets" or "dimensions" of satisfaction. Examination of these facet conditions is often useful for a more careful examination of employee satisfaction with critical job factors. Traditional job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of the work and benefits." Job satisfaction is an attitude which Job satisfaction in regards to ones feeling or state of mind regarding nature of their work. Job can be influenced by variety of factors like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. In short, job satisfaction is a persons attitude towards job, which results from balancing & summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. According to Pestonejee, Job satisfaction can be taken as a summation of employees feelings in four important areas. These are: 1. Job- nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for promotion and advancement (prospects), overtime regulations, interest in work, physical environment, and machines and tools. 2. Management- supervisory treatment, participation, rewards and punishments, praises and blames, leaves policy and favoritism. 3. Social relations- friends and associates, neighbors, attitudes towards people in community, participation in social activity socialibility and caste barrier. 4. Personal adjustment-health and emotionality. Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational citizenship, absenteeism, turnover, Job satisfaction benefits in the organization include reduction in complaints and grievances, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity.

HISTORY OF JOB SATISFACTION: The term job satisfaction was brought to lime light by Hoppock (1935). He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction.

Job satisfaction has been most aptly defined by Pestonjee (1973) as a job, management, personal adjustment & social requirement. Morse (1953) considers Job satisfaction as dependent upon job content, identification with the co., financial & job status & priding group cohesiveness. One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions 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 Taylors 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 piece work towards the more modern approach 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 Taylors work. Some argue that Maslows 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. FACTORS AFFECTING JOB SATISFACTION: Hoppock, the earliest investigator in this field, in 1935 suggested that there are six major components of job satisfaction. These are as under: The way the individual reacts to unpleasant situations. The facility with which he adjusted himself with other person. The relative status in the social and economic group with which he identifies himself. The nature of work in relation to abilities, interest and preparation of worker. Security. Loyalty Herzberg, Mausaer, Peterson and Capwell in 1957 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows: 1. Intrinsic aspect of job : It includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed. 2. Supervision :

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This aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction. 3. Working conditions: This includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions. 4. Wage and salaries : This factor includes all aspect of job involving present monitory remuneration for work done. 5. Opportunities for advancement: It includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience. 6. Security: It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within same type of work profession. 7. Company & management: It includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision. 8. Social aspect of job: It includes relationship of worker with the employees specially those employees at same or nearly same level within the organization. 9. Communication: It includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc. are used in literature to represent this factor. 10. Benefits: It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor. It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor. IMPACT OF JOB SATISFACTION Many managers subscribe to the belief that a satisfied worker is necessarily good worker. In other words, if management could keep the entire workers happy, good performance would automatically fallow. There are two propositions concerning the satisfaction performance relationship. The first proposition, which is based on traditional view, is that satisfaction is the effect rather than the cause of performance. This proposition says that efforts in a job leads to rewards, which results in a certain level of satisfaction. In another proposition, both satisfaction and performance are considered to be functions of rewards. Various research studies indicate that to a certain extent job satisfaction affects employee turn over, and consequently organization can gain from lower turn over in terms of lower hiring and training costs. Also research has shown an inverse relation between job satisfaction and

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absenteeism. When job satisfaction is high there would be low absenteeism, but when job satisfaction is low, it is more likely to lead a high absenteeism. WHAT JOB SATISFACTION PEOPLE NEED? Each employee wants: Recognition as an individual Meaningful task An opportunity to do something worthwhile. Job security for himself and his family Good wages Adequate benefits Opportunity to advance Competence leadership- bosses whom he can admire and respect as persons and as bosses. Satisfactory working conditions

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1.2 NEED, OBJECTIVES OF STUDY AND LIMITATIONS

NEED FOR THE STUDY OF JOB SATISFACTION

GENERAL NEED Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior. Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker. It gives clear evidence that dissatisfied employees skip work more often and like to resign more and satisfied worker likely to work longer with the organization.

IMPORTANCE TO WORKER AND ORGANIZATION Job satisfaction and occupational success are major factors in personal satisfaction, self- respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state that can often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity- the quantity and quality of output per hour worked- seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Herzbergs (1957) have

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shown at least low correlation between high morale and high productivity and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of loss of job, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and also as soon as the threat is lifted performance will decline. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity. Although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus protecting the bottom line.

EFFECTS OF LOW JOB SATISFACTION : Low job satisfaction leads to the following : 1. High Absenteeism: Absenteeism means it is a habitual pattern of absence from duty or obligation. If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization. 2. High Turnover: In human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff. If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies. 3. Training cost increases: As employees leave the organization due to lack of job satisfaction, the human resource manager has to recruit new employees so that the training expenditure will increase.

INFLUENCES ON JOB SATISFACTION There are number of factors that influence job satisfaction. For example, one recent study even found that if college students majors considered with their job, this relationship will predicted subsequent job satisfaction. However, the main influences can be summarized along with the dimensions identified above:

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The work itself: The concept of work itself is a major source of satisfaction. For example, research related to the job characteristics approach to job design, shows that feedback from job itself and autonomy are two of the major job related motivational factors. Some of the most important ingredients of a satisfying job uncovered by survey include interesting and challenging work, work that is not boring, and the job that provides status. Pay: Wages and salaries are recognized to be a significant, but complex, multidimensional factor in job satisfaction. Money not only helps people attain their basic needs but level need satisfaction. Employees often see pay as a reflection of how management view their contribution to the organization. Fringe benefits are also important. If the employees are allowed some flexibility in choosing the type of benefits they prefer within a total package, called a flexible benefit plan, there is a significant increase in both benefit satisfaction and overall job satisfaction. Promotions: Promotional opportunities are seem to be have varying effect on job satisfaction. This is because of promotion take number of different forms.

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OBJECTIVES OF THE STUDY

The objectives of the study are as follows: To assess the satisfaction level of employees of Indswift Ltd. To identify the factors which influence the job satisfaction of employees. To know the employee satisfaction towards the facilities. To offer valuable suggestions to improve the satisfaction level of employees. To study the level of satisfaction towards his salary and also other benefits which are provided by the company

Scope of the study : This study emphasizes in the following scope: To identify the employees level of satisfaction upon that job. This study is helpful to that organisation for conducting further research. It is helpful to identify the employers level of satisfaction towards welfare measure. This study is helpful to the organization for identifying the area of dissatisfaction of job of the employees. This study helps to make a managerial decision to the company.

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RELEVANCE AND LIMITATIONS OF STUDY

Relevance: The study was thoughtful for knowing the existing job satisfaction level of the employees of Ind Swift Laboratories Ltd..

Limitations for the study: The study was restricted to Ind Swift Laboratories Ltd only in following different manners: Dynamic views of different employees. Complex organization structure. The Male to Female ratio was not equal and skewed towards Males. Thus, the effect of Work-Life Balance among females could not be studied through this study. A better Comparative Analysis could have been possible with a larger sample size.

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1.3 RESEARCH AND METHODOLOGY

INTRODUCTION: Research refers to a search for knowledge. It is a systematic method of collecting and recording the facts in the form of numerical data relevant to the formulated problem and arriving at certain conclusions over the problem based on collected data. Thus formulation of the problem is the first and foremost step in the research process followed by the collection, recording, tabulation and analysis and drawing the conclusions. In short, the search for knowledge through objective and systematic method of finding solution to a problem is research.

DRAFTING QUESTIONNAIRE Structured questionnaire has been used, which consists of only fixed alternative questions. Such type of questionnaire is inexpensive to analysis and easy to administer. All questions are closed ended.

SAMPLING It was divided into following parts: Sampling universe: All the employees are the sampling universe for the research. Sampling technique: Judgmental sampling, i.e. sample was taken on judgmental basis. The advantage of sampling are that it is much less costly, quicker and analysis becomes easier. Sample size: Sample size taken was 100 employees.

RESEARCH OBJECTIVES The research has been undertaken with following objectives. To study the level of job satisfaction among the employees of Ind Swift Laboratories Ltd. if any. To study the methods of measuring job satisfaction of Ind Swift Laboratories Ltd.

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SOURCES OF DATA The data was collected from two main sources, i.e. Primary Data : The primary data were collected through well- designed and structured questionnaires based on the objectives. Secondary Data: The secondary data required for the research was collected through various newspapers, company records and financial data and Internet etc.

INSTRUMENTS USED A structured questionnaire has been used as a research instrument tool which consists of close ended questions and multiple choice questions in order to get data. Thus, Questionnaire is the data collection instrument used in the study. All the questions in the questionnaire are organized in such a way that elicit all the relevant information that is needed for the study

STATISTICAL TOOLS AND TECHNIQUES The statistical tools used for analyzing the data collected are percentage method and pie diagrams.

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1.4 DATA ANALYSIS AND INTREPRETATION

DATA ANALYSIS : The data has been collected from 100 employees of Ind Swift Laboratories Ltd. through questionnaire. The data thus collected was in the form of master table, that made possible counting of classified data easy. From the master table various summery tables were prepared. They have been presented along with their interpretation in this manner. I. To know the department to which the employees belong:

S.No. 1. 2. 3. 4. TOTAL

DEPARTMENT Production Marketing Finance Human Resources

NO. OF RESPONDENTS 30 25 35 10 100

PERCENTAGE 30 25 35 10 100

Production Marketing Finance Human Resources

Thus, Maximum Percentage i.e. 35% employees work in the FINANCE Dept.

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II. To calculate the time period for which the employees are working in the organization:

S.No. 1. 2. 3. 4. TOTAL

TIME PERIOD Below 2 years 2-4 years 4-6 years Above 6 years

NO. OF RESPONDENTS 13 30 34 23 100

PERCENTAGE 13 30 34 23 100

Production Marketing Finance Human Resources

This depicts that most of the employees in this organization are working from 4-6 years.

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III. To analyse the nature of working environment:

S.No. 1. 2. 3. 4. TOTAL

WORKING ENVIRONMENT Excellent Good Fair Poor

NO. OF RESPONDENTS 12 57 27 3 100

PERCENTAGE 12 57 27 3 100

Excellent Good Fair Poor

The response about the working environment from maximum respondents is under the category GOOD.

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IV. To calculate the level of satisfaction the employees receive by means of non-monetary benefits:

S.No.

1. 2. 3. 4. 5.

NON MONETARY BENEFITS OFFERED TO EMPLOYEES Highly satisfied Satisfied Dissatisfied Highly dissatisfied Neither satisfied nor dissatisfied

NO. OF RESPONDENTS 14 54 25 5 2

PERCENTAGE

14 54 25 5 2

TOTAL

100

100

Highly satisfied Satisfied Dissatisfied Highly dissatisfied Neither satisfied nor dissatisfied

This survey revealed that maximum employees i.e around 54 % are SATISFIED with the nonmonetary benefits they receive.

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V. To know if there is any kind of job pressure in the work :

S.NO. 1. 2. 3. TOTAL

JOB PRESSURE Yes No At times

NO. OF RESPONDENTS 54 46 10 100

PERCENTAGE 54 46 10 100

Yes No At times

54% of the respondents consider that they have work load i.e. job pressure on them.

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VI. To know the level of satisfaction of the employees regarding the nature of work they perform:

S.NO. 1. 2. 3. 4. 5.

NATURE OF WORK Highly satisfied Satisfied Dissatisfied Highly dissatisfied Neither satisfied nor dissatisfied

NO. OF RESPONDENTS 20 45 12 18 5

PERCENTAGE 20 45 12 18 5

TOTAL

100

100

Highly satisfied Satisfied Dissatisfied

Majority employees are satisfied with the nature of activity they perform in the organization as depicted by the survey.

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VII. To know whether the employees get ample opportunities for advancement in their profession:

S.NO. 1. 2. 3. 4. 5.

ADVANCEMENT OPPORTUNITIES Highly agree Agree Disagree Highly disagree Neither agree nor disagree

NO. OF RESPONDENTS 12 52 28 6 2

PERCENTAGE 12 52 28 6 2

TOTAL

100

100

Highly agree Agree Disagree Highly disagree Neither agree nor disagree

52% respondents have agreed to the advancement opportunities they avail in the organization.

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VIII. Level of satisfaction regarding the career development programme in the organization:

S.NO. 1. 2. 3. 4. 5.

CAREER DEVELOPMENT Highly satisfied Satisfied Dissatisfied Highly dissatisfied Neither satisfied nor dissatisfied

NO. OF RESPONDENTS 12 56 22 10 0

PERCENTAGE 12 56 22 10 0

TOTAL

100

100

Highly satisfied Satisfied Dissatisfied Highly dissatisfied Neither satisfied nor dissatisfied

Career Development programmes have received the satisfied response from the employees.

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IX. To know whether the employees are willing to continue working with the organization in future:

S.NO. 1. 2. 3. TOTAL

WILLINGNESS TO WORK Yes No Maybe

NO. OF RESPONDENTS 51 25 24 100

PERCENTAGE 51 25 24 100

Yes No Maybe

51% of the employees are ready to continue to work with the IND SWIFT Laboratories Ltd.

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X. To know what employees think about the organizational policies and practices:

S.No. 1. 2. 3. 4. TOTAL

COMPANY POLICIES AND PRACTICES Excellent Good Fair Poor

NO. OF RESPONDENTS 13 23 47 12 100

PERCENTAGE 13 23 47 12 100

Excellent Good Fair Poor

Majority respondents have considered Organizational policies to be FAIR enough.

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XI. To know whether the employees are satisfied with their pay package:

S.NO. 1. 2. 3. 4. 5.

LEVEL OF SATISFACTION Highly satisfied Satisfied Dissatisfied Highly dissatisfied Neither satisfied nor dissatisfied

NO. OF RESPONDENTS 26 51 17 6 0

PERCENTAGE 26 51 17 6 0

TOTAL

100

100

Highly satisfied Satisfied Dissatisfied Highly dissatisfied Neither satisfied nor dissatisfied

51% of the employees are satisfied with their pay packages.

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XII. To know whether the employees receive appropriate recognition for their contribution towards the organization:

S.NO. 1. 2. 3. TOTAL

RECOGNITION Yes No Maybe

NO. OF RESPONDENTS 69 6 25 100

PERCENTAGE 69 6 25 100

Yes No Maybe

YES, majority of the employees receive appropriate recognition for their contribution towards the organization.

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XIII. To know whether the employees get various opportunities related to promotion in the organization:

S.NO.

OPPORTUNITIES FOR NO. OF RESPONDENTS PROMOTION

PERCENTAGE

1. 2. 3. 4. 5. TOTAL

Excellent Very good Good Poor Very poor

14 57 20 7 2 100

14 57 20 7 2 100

Excellent Very good Good Poor Very poor

57% of the employees are satisfied with the promotion criterion and have considered it to be very good.

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XIV. To know whether the employees are satisfied with their present position in the organization:

S.NO.

LEVEL OF SATISFACTION

NO. OF RESPONDENTS

PERCENTAGE

1. 2. 3. 4. 5.

Highly satisfied Satisfied Dissatisfied Highly dissatisfied Neither satisfied nor dissatisfied

17 20 12 8 43

17 20 12 8 43

TOTAL

100

100

Highly satisfied Satisfied Dissatisfied Highly dissatisfied Neither satisfied nor dissatisfied

Employees have given the mixed response under this category and considered their jobs to be neither satisfied nor dissatisfied.

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XV. To know the level of satisfaction of employees regarding their overall job security:

S.NO. 1. 2. 3. TOTAL

JOB SECURITY Yes No Maybe

NO. OF RESPONDENTS 75 18 7 100

PERCENTAGE 75 18 7 100

Yes No Maybe

75% of the employees are highly satisfied with the JOB SECURITY they have received from their organization.

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1.5 FINDINGS
Following observations were made based on the analysis and interpretation of the primary data regarding the job satisfaction of the employees of Ind Swift Laboratories Ltd. Most of the employees are satisfied with the workplace and infrastructure. It means the workplace and infra-structure of IND SWIFT LABORATORIES LTD.is good or satisfactory. It is concluded that near about all the employees are satisfied with implementation of rules and responsibilities. Therefore it shows that implementation of rule and responsibility is done fairly. From the study it is clear that the higher percentage of employees is happy with the freedom at work given by management. According to analysis and interpretation, most of the employees are satisfied with the team spirit built in organization. From this it seems that the team spirit in the organization is strong. This study shows that most of the employees strongly feel that the working hours decided by organization are convenient for them. So it is clear that the management kept in mind, the consideration about working hours and the ,conditions which satisfied the employees. The study shows that maximum numbers of employees are satisfied with the job security. Hence, we see that there is no or very less feeling of fear of job loss in the employees of Ind Swift. An analysis shows that employees are strongly in favour that the targets given are achievable. Hence the targets set by management are achievable. From the analysis, it is concluded that very small number of employees are satisfied with the payment as per their roles and responsibility. Hence, it is very clear that payments according to roles and responsibilities are not satisfactory. Maximum numbers of the employees are satisfied with the opportunities of promotions given by organization. It shows that the employees do not have any growth of opportunities. Analysis shows that the payment of salary is made always on time. From the analysis and interpretation it is clear that very large numbers of the respondents are satisfied with the quality of training and induction program and in house training held by the management, but the period of training is not satisfactory to the employees. In case of performance appraisal system and the office events and parties organized by the organization, near about all the employees are satisfied. The birthdays of all the employees are remembered and celebrated in the organization. Most of the employees feel work pressure during the working hours in the organization. Most of the employees are willing to work with the same organization in future.

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1.5 SUGGESTIONS AND RECOMMENDATIONS

The suggestions are drawn from the analysis and observations. Few suggestions are given as under: The working hours as decided by the organization should minimize up to 8 hours. The criterion for Job security is not much satisfactory so management should concentrate on job security of employees so that they can work without fear of job loss in the organization. From analysis we concluded that the period of in house training is very short that is of only 3 days, which is not sufficient to get complete knowledge about the work. Hence the training period should extend up to 5 days. To motivate the employees, management can take into consideration some proper suggestions given by the employees. It will help to increase the motivation and ultimately the Job satisfaction of the employees of Ind Swift Laboratories Ltd.

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1.7 CONCLUSION

I have tried to give my best to the project. I have incorporated all the relevant Human Resource Management principles which could be associated with our topic on Job Satisfaction. It has been concluded that Job Satisfaction is very important aspect of an organizations growth. A satisfied workforce will always translates and increase productivity in the organization. Thus, management should always keep its eye on job satisfaction level of the employees because satisfied workforce can only be retained in the organisation.

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1.8 BIBLIOGRAPHY
Books: Hitt, Miller, Colella Organizational Behavior A Strategic Approach, Wiley Students Edition. Luthans Fred Organizational Behavior, McGraw Hill 7th Edition. Newstrom John W., Davis Keith, Organizational Behavior Human Resource At Work, 9th Edition, Tata McGraw Hill Edition. Pestonjee D. M. Motivation and Job Satisfaction, 1st Edition. Macmillan India Limited.

Websites: www.hrcouncil.com www.workforce.com www.indswiftlabs.com

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1.8 ANNEXURES
QUESTIONNAIRE

Name Gender Address

: .............................. : .. : ..

Designation: ..

I. Which department do you belong to? a) Production c) Marketing b) Finance d) Human Resources

II. For how long are you working in this organization? a) Below 2 years c) 4-6 years b) 2-4 years d) above 6 years

III. What do you think about the kind of working environment you get to work in? a) Excellent c) Fair b) Good d) Poor

IV. Are you satisfied with the non-monetary benefits you receive in the organization? a) Highly satisfied c) Dissatisfied b) Satisfied d) highly dissatisfied

e) Neither satisfied nor dissatisfied

V. Is there any kind of job pressure in your work? a) Yes b) No

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c) At times

VI. Are you satisfied with the nature of work you perform in the company? a) Highly satisfied c) Dissatisfied b) Satisfied d) Highly dissatisfied

e) Neither satisfied nor dissatisfied

VII. You get ample opportunities for advancement in your profession. a) Highly agree c) Disagree b) Agree d) Highly disagree

e) Neither agree nor disagree

VIII. What is your level of satisfaction in relation to the career development programme in your organization? a) Highly satisfied c) Dissatisfied b) Satisfied d) highly dissatisfied

e) Neither satisfied nor dissatisfied

IX. Do you wish to continue working with this organization in future? a) Yes c) Maybe X. What do you think about the organizations policies and practices? a) Excellent c) Fair b) Good d) Poor b) No

XI. Explain the level of your satisfaction towards your pay package? a) Highly satisfied c) Dissatisfied b) Satisfied d) Highly dissatisfied

e) Neither satisfied nor dissatisfied

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XII. Do you receive appropriate recognition for your contribution towards the Organization? a) Yes c) Maybe b) No

XIII. What do you think about the opportunities related to your promotion in your organization? a) Excellent c) Good e) Very Poor b) Very Good d) Poor

XIV. Are you satisfied with your present position in the company? a) Highly satisfied c) Dissatisfied b) Satisfied d) Highly dissatisfied

e) Neither satisfied nor dissatisfied

XV. Are you satisfied with your overall job security? a) Yes c) Maybe b) No

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