RESEARCH PROJECT REPORT

ON

“A STUDY ON JOB SATISFACTION OF

EMPLOYEES AT PNB METLIFE IN LUCKNOW”

Towards partial fulfilment of

Master of Business Administration (MBA)
School of Management, Babu Banarasi Das University,
Lucknow

Presented By:
Angad Kumar Singh
Roll no: 1220672060
MBA 4th Semester
 INTRODUCTION
Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation to work. It is not the self-
satisfaction, happiness or self-contentment but the satisfaction on the job.
Job satisfaction relates to the total relationship between an individual and the employer for which he is paid. Satisfaction means the
simple feeling of attainment of any goal or objective. Job dissatisfaction brings an absence of motivation at work.
Research workers differently describe the factors contributing to job satisfaction and job dissatisfaction. Hoppock describes job
satisfaction as, “any combination of psychological, physiological and environmental circumstances that cause and person truthfully
to say I am satisfied with my job.”
Job satisfaction is defined as the, “pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating
the achievement of one’s job values.” In contrast job dissatisfaction is defined as “the un pleasurable emotional state resulting from
the appraisal of one’s job as frustrating or blocking the attainment of one’s job values or as entailing disvalues. ” However, both
satisfaction and dissatisfaction were seen as, “a function of the perceived relationship between what one perceives it as offering or
entailing.” Hoppock offered one of the earliest definitions of job satisfaction when he described the construct as being any number
of psychological, physiological, and environmental circumstances which leads a person to express satisfaction with their job.
Smith et al. (1969) defined job satisfaction as the feeling an individual has about his or her job. Locke (1969) suggested that job
satisfaction was a positive or pleasurable reaction resulting from the appraisal of one’s job, job achievement, or job experiences.
 COMPANY PROFILE

• PNB MetLife India Insurance Company Limited (PNB MetLife) established in 2001 is one of the leading life
insurance companies in India. PNB MetLife shareholders include MetLife International Holdings LLC (MIHL),
Punjab National Bank (PNB), Jammu & Kashmir Bank Limited (JKB), and M. Pallonji and Company Private
Limited, as well as other private investors. MIHL and PNB are the majority shareholders in the company. The
company serves customers in over 7000 locations providing a range of health, life and retirement insurance products.
• Life Insurance
• 1. PNB Metlife India Insurance Company Limited.
• PNB MetLife brings together the financial strength of a leading global life insurance provider, MetLife, Inc., and the
credibility and reliability of PNB, one of India`s oldest and leading nationalized banks. The vast distribution reach of
PNB together with the global insurance expertise and product range of MetLife makes PNB MetLife a strong and
trusted insurance provider. It was in 2011 that MetLife India launched bancassurance partnership with Punjab
National Bank (PNB), and in 2013, Punjab National Bank (PNB) acquired 30% stake in MetLife India Insurance Co
Ltd, making it PNB MetLife India Insurance Company Limited.
• PNB MetLife is present in 117 locations across the country with access to over 206 million customers in ~15,000
locations through its strong bank partnerships. PNB MetLife partners with the customers for their entire ‘Circle of
Life’ covering their 4 different stages of life – Child Education, Family Protection, Long Term Savings and
Retirement solutions through our comprehensive product portfolio.
• PNB MetLife has settled 97.33%* of claims received for individual business and 99.53%* for the group business for
FY 2021-22.
 OBJECTIVE OF STUDY

To study the employee satisfaction towards the work and welfare

measure.
To find out whether there is an association between job satisfaction and
job performance.
To suggest some variable measure for the growth of the company.
To measure the satisfaction level of employee.
To determine the level of awareness and satisfaction on the policy of
training and development.
To analyze the relationship between demographic variable & employee
satisfaction.
To analyze the working environment of PNB METLIFE
 RESEARCH METHODOLOGY

RESEARCH DESIGN:
A research design is an arrangement of conditions for data collection and analysis of data in manner that aims to
combine relevance to the research purpose with economy in procedure. It is conceptual procedure with in which
research is conducted. A research is the set of method and procedure used in collecting and analyzing measure of
the variable specified in the research problem. The design of a study define the study type ( descriptive, correlation,
semi-experimental, experimental review, meta- analytics)
SAMPLE SIZE:
I have taken 100 individual from PNB METLIFE, Lucknow
DATA COLLECTION:
The primary data was collected by using questionnaire and interview method.
AREA OF STUDY:
The area of study is PNB METLIFE, Lucknow.
STATISTICAL TOOL TO BE USED:
Table
Graph
Pie
 LІMІTАTІONS OF STUDY

• The sample is confined to 100 respondent’s So this study cannot be

regarded as “full proof” one.
• Some respondent’s hesitated to give the actual situation. They
feared that management would take any action against them.
 DАTА АNАLYSІS АND ІNTERPRETАTІON

Your work is very challenging one?

60

50

40

30

20

10

0
Strongly agree Agree Neutral Disagree Strongly disagree

Interpretation
This graph show that 40% of employee are strongly agree that their work is very challenging one. 50% of
employee are agree that their work is very challenging one. And 9% off the employee are neutral about the fact
their work is challenging one. 0% Of the employee are disagree that their work is very challenging one. 1% of
the employee are strongly disagree that their work is very challenging one.
 I feel I have too much work to do?

60

50

40

30

20

10

0
Strongly agree Agree Neutral Disagree Strongly
disagree

Interpretation
It reveals that 11% of employee are strongly agree they have try to do too much work to
do. 55% of employee are agree that they have too much work to do. 30% of employee are
neutral about the fact. 4% off employee are disagree that they have too much work to do.
And 0% of the employee are strongly disagree that they have too much work to do in a
PNB METLIFE.
 FІNDІNGS

• Study reveals that training program and performance appraisal system is good with an agreeable
value off 2.18.
• Employee’s are satisfied with pay and promotion with agreeable value off 2.1.
• Welfare facility provided by the PNB METLIFE is also satisfactory with a good value of
combined mean i.e. 1.55.
• Employee’s are also satisfied with job security provided by the PNB METLIFE the mean value is
1.78 which is an agreeable level.
• Management style and grievance handling system is good with agreeable value of mean i.e.2.
• Quality policy, employee awareness about it and employee’s acceptance level for change is
excellent with mean value 1043.
• Job factor such as opportunities , quality of work life and overall satisfaction off employee with
regard to job is also excellent with, mean value of 1.44.
• Most of the employee’s are satisfied ‘ employee’s are more among the unmarried person than the
married one.
• Most of the employee’s are satisfied, employee are more among the age group of young
employee’s.
 SUGGESTION AND RECOMMENDATION

Most off the worker are school level since they have to a work in very risky environment with dangerous
chemical, so their education level should be a little bit high for this PNB METLIFE should tie up with some
trust or school to provide part time education to the employee’s. this will enhance their analytical ability, level
off understanding and so on. This will help in enhance the growth of PNB METLIFE.
As mentioned above the management is handicapped by the strong labour union, due to which some time it
couldn’t take appreciate decision. This might affect its profitability and also breach it’s code of conduct. The
reason which I found behind it is most of the selection in the PNB METLIFE is based on the reference off the
employee’s. Thus new employee’s have already close the relation with the old one and instead of bringing
some thing new with them they follow the same path. So in order to overcome this problem I would strongly
recommended that the number of selection on the basis of references should be reduced and direct recruitment
and selecting should be encouraged.
 CONCLUSION

It was a wonderful experience for me to be a part of PNB METLIFE for around two month and
working on a search project for the PNB METLIFE was tremendously excellent experience that
made me a learnt various aspect of organization area off concern for an organization,s art of not just
surviving but proving its potential and extra caliber at a time to time in Indian corporate sector.
I hope the organization’s will benefited from this survey and with the help of the suggestion given
the organization’s can improve it’s working further more and the overall satisfaction level in the
organization’s might increase up to the excellent level. The worker of the firm are more satisfied
comparing to the staff . hence more focus given to the satisfaction level off the employee’s in staff
level. The study on employee’s satisfaction in PNB METLIFE is based out with full co-operation of
the employees and management. As far as possible with in given limit the study is completed with
the satisfaction of many people. The data collected are analyzed scientifically and the result
obtained are free to nearly 80%. It is assured that the PNB METLIFE may get high boosted moral in
the organization’s provide some off the suggestion’s made in the report are carried out.
 BIBLIOGRAPHY

• Website Addresses:
• http://ww.resarchgate.net
• https://www.glassdoor.co.in
• http://www.pnbmetlife.com
• http://wwwen.zte.com.cn