Chapter

Title

Introduction

DJ Job Description

Objective of the study

Research methodology

Observation

Data analysis

Conclusion

Reference

Limitation

10

Suggestion

11

Bibliography

Page No

INTRODUCTION
Job satisfaction is a specific subject of attitudes. Attitudes reflect ones
feelings towards individuals, organizations and objects. Job satisfaction refers to
ones attitude towards a job. Attitudes refer to predisposition to respond but
satisfaction relates to the performance factors. Attitudes are long lasting, but
satisfaction is dynamic and it keeps on changing. It can decline even more quickly
than it developed.

Thus, managers need to pay attention to job satisfaction

constantly.
In simple words, job satisfaction can be defined as the extent of positive
feelings or attitudes that individuals have towards their jobs. When a person say
that he has high job satisfaction, it means he really likes his job, feels good about it
and values his job highly.
Job satisfaction is the end feeling of a person after performing a task. To the
extent that a persons job fulfills his dominant needs and in consistent with his
expectations and values, the job will be satisfying. The feeling would be positive
or negative depending upon whether need is satisfied or not.

1.1 Definitions
Job Satisfaction is a pleasurable or positive emotional state resulting from
the appraisal of ones job or job experience.
E. A. Locke
Job satisfaction is the set of Favorable or unfavorable feelings with which
employees view their work.

Keith Davis & Newstown

Job satisfaction is defined as the amount of overall positive affect or
(feeling) that individuals have towards their jobs.
Field Man Arnold
Job Satisfaction is the amount of pleasure or contentment associated with a
job. If you like your job intensely, You will experience high job satisfaction. If
you dislike your job intensely, you will experience job-dissatisfaction.
Andrew Brin

Factors Contributing to Job Satisfaction

Evans and Laseau (1950) found the following factors affecting job
satisfaction in order of preference:
1.

Income

2.

Interesting and important job

3.

Pride in company

4.

Fellow workers

5.

Immediate boss

6.

Management

7.

Working conditions

8.

Security

9.

Chance to get ahead

10. Benefit plants

11. Safety and medical facilities

LITERATURE SURVEY

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 and social requirement. Morse (1953) considers
Job satisfaction

as dependent upon job content, indentification with the co.,

financial and job status and 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 (most
notably illumination) on workers productivity.
These studies ultimately showed that novel changes in work conditions
temporarily increase productitity (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 (akaTaylorism) also had a significant impact on the

study of job satisfaction. Fredrick 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 piecework towards the more
modern approach of assembly line 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 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 INFLUENCING JOB SATISFACTION

There are a number of factors that influence job satisfaction. A number of
research studies have been conducted in order to establish some of the causes that
result in job satisfaction. These studies have related consistent correlation of

certain variables with the job satisfaction. These factors can be explained with the
help of the following chart give below
Sources of job satisfaction

Organization
al Factors

Salaries
And wages

Work
Environment
al
Factors
Supervision

Work
Itself

Personal
Factors

Job Scope
Variety
Autonomy and

Promotion
Changes

Work

Freedom

Group

Role Ambiguity

Age and
Seniority

Tenure

and Role
Company
Policies

conflict
Working
Conditions

Interesting
Work

Personality

These factors can be discussed In detail as follows:

A. ORGANISATIONAL FACTORS
Some of the organizational factors which affect job satisfaction are :

1. Salaries and Wages

Wages and salaries play a significant role in influencing job satisfaction.
This is basically because of a few basic reasons. Firstly, money is an important
instrument in fulfilling ones needs. Money also satisfies the first level needs of
Maslows model of satisfaction.

Secondly employees often see money as a

reflection of the managements concern for them. Thirdly, it is considered a

symbol of achievement since higher pay reflects higher degree of contribution
towards organizational operations.
None monetary benefits are also important, but they are not as influential.
One reason for that that is that most of the employees do not even know how much
they are receiving in benefits. Moreover, a few tend to under values there benefits
because they do not realize their monetary value. The employees, generally, want
a pay system which is simple, fair and in line with their expectations.

2. Promotion Chances
Promotional chances considerably affect the job satisfaction because of the
following reasons:

Firstly, Promotion indicates an employees worth to the organization which

is highly morale boosting. This is particularly true in case of high level jobs.
Secondly, Employee takes promotion as the ultimate achievement in his
career and when it is realized, he feels extremely satisfied.
Thirdly, Promotion involves positive changes e.g. higher salary, less
supervision, more freedom, more challenging work assignments, increased
responsibilities, status and like.

Disc jockey

A DJ performing at an event.
A disc jockey (abbreviated D.J., DJ or deejay) is a person who mixes recorded
music for an audience; in a club event or rave, this is an audience of dancers.
Originally, "disc" (uncommonly spelled "disque" or commonly "disk" in American
English)[1] referred to phonograph records, not the later compact discs. Today, the
term includes all forms of music playback, no matter which medium is used.
The title "DJ" is also commonly used by DJs in front of their real names or
adopted pseudonyms as a title to denote their profession and the music they play.
Types
There are several types of disc jockey. Radio DJs or radio personalities introduce
and play music that is broadcast on AM, FM, shortwave, digital or internet

radiostations. Club DJs select and play music in bars, nightclubs or discothques,
or at parties or raves, or even in stadiums. Mobile DJs travel with portable sound
systemsand play recorded music at a variety of events. Some mobile DJs also serve
as the master of ceremonies (MC) directing the attention of attendees, and
maintaining a room-wide focus on what is included in the event's agenda. There
are also many competitions that specialise in mixing, scratching or other kinds of
techniques.
Other types of DJ use musical performance techniques that allow them to be
categorized as performing musicians, depending on the situation. Hip hop DJs not
only select and play music using multiple turntables to back up one or
more MCs/rappers, but they also perform turntable scratching to create percussive
sounds, and are also often songwriters and/or music producers who use turntablism
and sampling to create backing instrumentals for new tracks.
In reggae, the DJ (deejay) is a vocalist who raps, "toasts", or chats over prerecorded rhythm tracks while the individual who helps the DJ by selecting tracks to
be played is called the selector.[2]
Many electronica artists and producers who also work as DJs often perform music
by combining turntablism with keyboards or live electronics. Electronica, hiphop orreggae DJs also often collaborate and play live music with bands and

musicians from several musical genres (rock, heavy metal, jazz or even classical
music), using turntables and electronics as musical instruments. According to a
2012 study, there are approximately 1 million professional disc jockeys in the
world.[3]
Equipment and technique

Technics 1200 MK2, Technics 1210 MK2 & Pioneer DJM-500 shown in a
common DJ configuration.

A DJ at Sundance Film Festival 2003.

Club DJ equipment may consist of:

Sound recordings in a DJ's preferred medium (for example, vinyl records,

CDs, computer media files, etc.)

A combination of two devices (or only one, if playback is digital) to play

sound recordings, for alternating back and forth to create a continuous
playback of music (for example, record players, Compact Disc players,
computer media players such as an MP3 player, etc.)

A multiple sequencer which can mix MIDI tracks with Digital Audio

A sound system for amplification or broadcasting of the recordings (for

example, portable audio system, public address system) or a radio
broadcasting system

A DJ mixer, which is an (usually 2- or 4-channel) audio mixer usually

equipped with a crossfader used to smoothly go from one song to another,
using two or more playback devices;

Headphones, or earphones used to listen to one recording while the other

recording is being played to the audience, or to listen to both recordings
simultaneously; and

Optionally, a microphone, so that the DJ can introduce songs and speak to

the audiences.

Other equipment could or can be added to the basic DJ setup (above), providing
unique sound manipulations. Such devices include, but are not limited to:

Electronic effects units such as delay, reverb, octave, equalizer, chorus, etc.
Some club DJs use a subharmonic synthesizer effect which either doubles
low frequencies with energy added an octave lower or synthesizes
harmonics such that the impression of a very low bass sound is added to the
mix.

A computerized performance system, which can be used with vinyl

emulation software to manipulate digital files on the computer in real time.

Multi-stylus headshells, which allow a DJ to play different grooves of the

same record at the same time.

Special DJ digital controller hardware that can manipulate digital files on a

PC or laptop.

Samplers, sequencers, electronic musical keyboards (synthesizers), or drum

machines.

A Midi controller used to trigger different aspects of DJ software, such

as Serato Scratch Live, VirtualDJ and Traktor.

Several techniques are used by DJs as a means to better mix and blend recorded
music. These techniques primarily include the cueing, equalization and audio
mixing of two or more sound sources. The complexity and frequency of special
techniques depends largely on the setting in which a DJ is working. Radio DJs are
less likely to focus on music-mixing procedures than club DJs, who rely on a
smooth transition between songs using a range of techniques.
Club DJ turntable techniques include beatmatching, phrasing and slip-cueing to
preserve energy on a dancefloor. Turntablism embodies the art of cutting, beat
juggling,scratching, needle drops, phase shifting, back spinning and more to
perform the transitions and overdubs of samples in a more creative manner
(although turntablism is often considered a use of the turntable as a musical
instrument rather than a tool for blending recorded music). Professional DJs may
use harmonic mixing to choose songs that are in compatible musical keys.[4][5]
Recent advances in technology in both DJ hardware and software can provide
assisted or automatic completion of some traditional DJ techniques and skills.
Examples include phrasing and beatmatching, which can be partially or completely
automated by utilizing DJ software that performs automatic synchronization of

sound recordings, a feature commonly labelled "sync". Most DJ mixers now

include a beat-counter which analyzes the tempo of an incoming sound source and
displays its tempo in beats per minute (BPM), which may assist with beatmatching
analog sound sources.
In the past, being a DJ has largely been a self-taught craft but with the complexities
of new technologies and the convergence with music production methods, there are
a growing number of schools and organizations that offer instruction on the
techniques.[6]
History
19th century to 1920s
In 1892, Emile Berliner began commercial production of his gramophone records,
the first disc records to be offered to the public. In 1906, Reginald
Fessendentransmitted the first audio radio broadcast in history also playing the first
record, that of a contralto singing Handel's Largo from Xerxes.[7]
The world's first radio disc jockey was Ray Newby, of Stockton, California. In
1909, at 16 years of age, Newby began regularly playing records on a small
transmitter while a student at Herrold College of Engineering and Wireless, located

in San Jose, California, under the authority of radio pioneer Charles "Doc"
Herrold.[8][9]
"We used popular records at that time, mainly Caruso records, because they were
very good and loud; we needed a boost... we started on an experimental basis and
then, because this is novel, we stayed on schedule continually without leaving the
air at any time from that time on except for a very short time during World War I,
when the government required us to remove the antenna... Most of our
programming was records, I'll admit, but of course we gave out news as we could
obtain it..."[8]
Ray Newby, I've Got a Secret (1965)
By 1910, regular radio broadcasting had started to use "live" as well as prerecorded
sound. In the early radio age, content typically included comedy, drama, news,
music, and sports reporting. The on-air announcers and programmers would later
be known as disc jockeys. In the 1920s, juke joints became popular as places for
dancing and drinking to recorded jukebox music. In 1927, Christopher
Stone became the first radio announcer and programmer in the United Kingdom,
on the BBCradio station.

1930s1950s

A young woman plays a gramophone in an air raid shelter in north London (1940).
In 1935, American radio commentator Walter Winchell coined the term "disc
jockey" (the combination of disc, referring to the disc records, and jockey, which is
an operator of a machine) as a description of radio announcer Martin Block, the
first announcer to become a star. While his audience was awaiting developments in
the Lindbergh kidnapping, Block played records and created the illusion that he
was broadcasting from a ballroom, with the nations top dance bands performing
live. The show, which he called Make Believe Ballroom, was an instant hit. The
term "disc jockey" appeared in print in Variety in 1941.[10]

Prior to this, most music heard on radio was live; most radio stations had an
orchestra or band on the payroll.[11][12] TheFederal Communications
Commission also clearly favored live music, providing accelerated license
approval to stations promising not to use any recordings for their first three years
on the air.[10] Many noted recording artists tried to keep their recorded works off the
air by having their records labeled as not being legal for airplay.[13] It took a Federal
court ruling in 1940 to establish that a recording artist had no legal right to control
the use of a record after it was sold.[10]
On February 4, 1943, Columbia Pictures released Reveille with Beverly, a musical
review starring Ann Miller as a switchboard operator for a hospital who becomes a
local disc jockey popular with servicemen in the hospital. Out of compassion for
the sick, she insists on playing jive instead of the classics that have been
programmed.
In 1943, Jimmy Savile launched the world's first DJ dance party by
playing jazz records in the upstairs function room of theLoyal Order of Ancient
Shepherds in Otley, England. In 1947, he claims to have become the first DJ to use
twin turntables for continuous play, and in 1958 became a radio DJ at Radio
Luxembourg.[14] Also in 1947, the Whiskey Go-Go nightclub opened in Paris,
France, considered to be the world's first commercial discothque, or disco

(deriving its name from the French word meaning a nightclub where the featured
entertainment is recorded music rather than an on-stage band). Reginebegan
playing on twin turntables there in 1953. Discos began appearing across Europe
and the United States.
The postwar period coincided with the rise of the radio disc jockey as a celebrity
separate from the radio station, also known as a "radio personality". In the days
before station-controlled playlists, the DJ often followed their personal tastes in
music selection. DJs also played a role in exposing rock and roll artists to large,
national audiences. While at WERE (1300 AM) in Cleveland, Ohio, DJ Bill
Randle was one of the first to introduce Elvis Presley to radio audiences in the
northeastern U.S.[15]
Notable U.S. radio disc jockeys of the period include Alan Freed, Wolfman
Jack, Casey Kasem,[16] and their British counterparts such as the BBC's Brian
Matthew, and in the '60s Radio London's John Peel, and Radio Caroline's Tony
Blackburn.[17]
Freed is commonly referred to as the "father of rock and roll" due to his promotion
of the music and his introduction of the phrase "rock and roll" on radio in the early
1950s. Freed also made a practice of presenting music by African-American artists
rather than cover versions by white artists on his radio program. Freed's career

ended when it was shown that he had accepted payola, a practice that was highly
controversial at the time, resulting in his being fired from his job at WABC.[18]
In the 1950s, American radio DJs would appear live at "sock hops" and "platter
parties" and assume the role of a human jukebox. They would usually play 45-rpm
records, featuring hit singles on one turntable while talking between songs. In
some cases, a live drummer was hired to play beats between songs to maintain the
dance floor. In 1955, Bob Casey, a well-known "sock hop" DJ, brought the twoturntable system to the U.S. Throughout the 1950s, payola continued to be a
problem and one result of the payola scandal was tighter control of the music by
station management. The Top 40 format emerged, where popular songs are played
repeatedly.
In the late 1950s, sound systems, a new form of public entertainment, were
developed in the ghettos of Kingston, Jamaica. Promoters, who called themselves
DJs, would throw large parties in the streets that centered on the disc jockey, called
the "selector," who played dance music from large, loud PA systems and bantered
over the music with a boastful, rhythmic chanting style called "toasting". These
parties quickly became profitable for the promoters, who would sell admission,
food, and alcohol, leading to fierce competition between DJs for the biggest sound
systems and newest records.

1960s and 1970s

In the mid-1960s, nightclubs and discothques continued to grow in Europe and
the United States. Specialized DJ equipment, such as Rudy Bozak's classic CMA10-2DL mixer, began to appear on the market. In 1969, American club DJ Francis
Grasso popularized beatmatching at New York's Sanctuary nightclub.
Beatmatching is the technique of creating seamless transitions between records
with matching beats, or tempos. Grasso also developed slip-cuing, the technique of
holding a record still while the turntable is revolving underneath, releasing it at the
desired moment to create a sudden transition from the previous record. (This
technique had long been used in radio.)
By 1968, the number of dance clubs started to decline; most American clubs either
closed or were transformed into clubs featuring live bands. Neighborhood block
parties that were modelled after Jamaican sound systems gained popularity in
Europe and in the boroughs of New York City.
In 1973, Jamaican-born DJ Kool Herc, widely regarded as the "father of hip-hop
culture," performed at block parties in his Bronx neighborhood and developed a
technique of mixing back and forth between two identical records to extend the
rhythmic instrumental segment, or break. Turntablism, the art of using turntables

not only to play music but to manipulate sound and create original music, began to
develop.[19]
In 1974, Technics released the first SL-1200 turntable, which evolved into the SL1200 MK2 in 1979which, as of the early-2010s, remains an industry standard for
DJing. In 1974, German electronic music band Kraftwerk released the 22-minute
song "Autobahn," which takes up the entire first side of that LP. Years later,
Kraftwerk would become a significant influence on hip-hop artists such as Afrika
Bambaataa and house music pioneer Frankie Knuckles. During the mid1970s, Hip-hop music and culture began to emerge, originating among
urban African Americans and Latinos in New York City. The four main elements
of Hip Hop culture aregraffiti, DJing, breakdancing, and MCing (rapping).
In the mid-1970s, the soul-funk blend of dance pop known as disco took off in the
mainstream pop charts in the United States and Europe, causing discothques to
experience a rebirth. Unlike many late-1960s clubs, which featured live bands,
discothques used the DJ's selection and mixing of records as the entertainment. In
1975, record pools began, providing disc jockeys access to newer music from the
industry in an efficient method.
In 1975,[20] hip-hop DJ Grand Wizard Theodore invented the scratching technique
by accident. In 1976, American DJ, editor, and producer Walter Gibbons remixed

"Ten Percent" by Double Exposure, one of the earliest commercially released 12

singles (a.k.a. "maxi-single"). In 1979, the Sugar Hill Gang released "Rapper's
Delight", the first hip-hop record to become a hit. It was also the first real
breakthrough for sampling, as the bassline of Chic's "Good Times" laid the
foundation for the song.
In 1977, Saratoga Springs, NY disc jockey Tom L. Lewis introduced the Disco
Bible (later renamed Disco Beats), which published hit disco songs listed by beats
per minute (tempo), as well as by either artist or song title. Billboard ran an article
on the new publication, and it went national relatively quickly. The list made it
easier for beginning DJs to learn how to create seamless transitions between songs
without dancers having to change their rhythm on the dance floor. Today, DJs can
find the beats per minute of songs in the BPM List.
1980s
In 1981, the cable television network MTV was launched, originally devoted to
music videos, especially popular rock music. The term "video jockey", or VJ, was
used to describe the fresh-faced youth who introduced the music videos. In 1982,
the demise of disco in the mainstream by the summer of 1982 forced many
nightclubs to either close or change entertainment styles, such as by providing
MTV-style video dancing or live bands. Released in 1982, the song "Planet Rock"

by DJ Afrika Bambaataa was the first hip-hop song to feature synthesizers. The
song melded electro hip-hop beats influenced by Yellow Magic Orchestra with the
melody from Kraftwerk's "Trans-Europe Express." In 1982, the Compact
Disc reached the public market in Asia, and early the following year in other
markets. This event is often seen as the "Big Bang" of the digital audio revolution.
In the early 1980s, NYC disco DJ Larry Levan, known for his eclectic mixes,
gained a cult following, and the Paradise Garage, the nightclub at which he spun,
became the prototype for the modern dance club where the music and the DJ were
showcased. Around the same time, the disco-influenced electronic style of dance
music called house music emerged in Chicago. The name was derived from
the Warehouse Club in Chicago, where resident DJ Frankie Knuckles mixed old
disco classics and Eurosynth pop. House music is essentially disco music with
electronic drum machine beats. The common element of most house music is a 4/4
beat generated by adrum machine or other electronic means (such as a sampler),
together with a solid (usually also electronically generated) synth bassline. In
1983, Jesse Saundersreleased what some consider the first house music track, "On
& On." The mid-1980s also saw the emergence of New York Garage, a house
music hybrid that was inspired by Levan's style and sometimes eschewed the
accentuated high-hats of the Chicago house sound.

During the mid-1980s, techno music emerged from the Detroit club scene. Being
geographically located between Chicago and New York, Detroit techno artists
combined elements of Chicago house and New York garage along with European
imports. Techno distanced itself from disco's roots by becoming almost purely
electronic with synthesized beats. In 1985, the Winter Music Conference started
in Fort Lauderdale Florida and became the premier electronic music conference for
dance music disc jockeys.
In 1985, TRAX Dance Music Guide was launched by American Record Pool in
Beverly Hills. It was the first national DJ-published music magazine, created on
theMacintosh computer using extensive music market research and early desktop
publishing tools. In 1986, "Walk This Way", a rap/rock collaboration by Run
DMC andAerosmith, became the first hip-hop song to reach the Top 10 on
the Billboard Hot 100. This song was the first exposure of hip-hop music, as well
as the concept of the disc jockey as band member and artist, to many mainstream
audiences. In 1988, DJ Times magazine was first published. It was the first USbased magazine specifically geared toward the professional mobile and club DJ.
1990s
During the early 1990s, the rave scene built on the acid house scene. The rave
scene changed dance music, the image of DJs, and the nature of promoting. The

innovative marketing surrounding the rave scene created the first superstar DJs
who established marketable "brands" around their names and sound. Some of these
celebrity DJs toured around the world and were able to branch out into other
music-related activities. During the early 1990s, the Compact Disc surpassed the
gramophone record in popularity, but gramophone records continued to be made
(although in very limited quantities) into the 21st centuryparticularly for club
DJs and for local acts recording on small regional labels.
In 1991, Mobile Beat magazine, geared specifically toward mobile DJs, began
publishing. In 1992, MPEG which stands for the Moving Picture Experts Group,
released The MPEG-1 standard, designed to produce reasonable sound at low bit
rates. The lossy compression scheme MPEG-1 Layer-3, popularly known as MP3,
later revolutionized the digital music domain. In 1993, the first internet "radio
station", Internet Talk Radio, was developed by Carl Malamud. Because the audio
was relayed over the internet, it was possible to access internet radio stations from
anywhere in the world. This made it a popular service for both amateur and
professional disc jockeys operating from a personal computer.

DJ performing with Danny Brown in 2014.

In 1998, the first MP3 digital audio player was released, the Eiger Labs MPMan
F10. Final Scratch debuted at the BE Developer Conference, marking the first
digital DJ system to allow DJs control of MP3 files through special timecoded vinyl records or CDs. While it would take sometime for this novel concept
to catch on with the "die hard Vinyl DJs", This would soon become the first step in
the new Digital DJ revolution. Manufacturers joined with computer DJing pioneers
to offer professional endorsements, the first being Professor Jam (a.k.a. William P.
Rader), who went on to develop the industry's first dedicated computer DJ
convention and learning program, the "CPS (Computerized Performance System)
DJ Summit", to help spread the word about the advantages of this emerging
technology.

In 1999, Shawn Fanning released Napster, the first of the massively popular peerto-peer file sharing systems. During this period, the AVLA (Audio Video Licensing
Agency) of Canada announced an MP3 DJing license, administered by the
Canadian Recording Industry Association. This meant that DJs could apply for a
license giving them the right to perform publicly using music stored on a hard
drive, instead of having to cart their whole CD collections around to their gigs.
2000s
At the start of the new century, the introduction of advances in technology made it
possible for new sounds to be developed. The introduction of the Pioneer SVM1000 Audio and Video Mixer and other high tech digital sound mixers made a
whole new culture of disco DJ integration. The proliferation of Internet
technologies have also created a culture of disc jockey enthusiast groups.[21] DJ
battles imitating the events on the game gave the DJ industry a more competitive
phase. The DJ industry has become increasingly about the atmosphere that goes
along with a performance. Now not only does the DJ show deal with music and
mixing but also lights and effect go along with it.
How to Be a DJ

Back in the day, the idea of putting your hands on a vinyl record was practically
sacrilegious. But early DJs like Kool Herc, Grandmaster Flash, and Grand Wizard
Theodore pioneered the techniques we now take for granted and got party crowds
moving with their artistry. Break beats, scratching, looping, and punch phrasing are
the skills of the DJ, and you can learn to get started if you want to participate in
disc-jockey culture. Learn what equipment and basic skills you'll need to develop,
as well as how to build your fanbase and experience into a potential career.
Part 1 of 5: Gathering Equipment

1.

Start with the basics. Being a DJ requires you to do a lot more than just play
songs. Learning to structure a set, mix on the fly, and get a crowd moving all starts
with your deck. Later on, you can invest in bigger speakers, a monitor, a MIDI
controller, an audio interface, mics, and various plug-ins, depending on your
ambitions for playing out, but a bare-bones basic DJ setup needs to include the
following:

Two turntables or two CD players

2-channel mixer

Headphones

Speakers

Mixing software (optional)

1.

Decide to go analog or digital. Traditional DJ set-ups revolve around directdrive turntables for playing vinyl records, but it's increasingly common to use CD-

style and straight-digital set-ups for playing DJ sets as well. Both have their
advantages and disadvantages, but are perfectly effective for playing gigs and
becoming a DJ.

Analog set-ups will allow you to DJ in the most traditional way,

learning the skills the way they were pioneered: scratching a stylus against vinyl.
This will require you to collect a sizable collection of vinyl records to play, which
can be somewhat expensive.
Digital set-ups allow you to be extremely mobile, and the learning

curve will be much smaller when you're working with a digital set-up. Learning to
beat-match and transition, for example, will be much easier with a BPM counter
and a software system.

Consider a mixing software package. Serato Scratch or Traktor are great

programs that can read any format of music and select songs through a computer

program interface. Pioneer and Numark also offer various products you may want
to eventually look into.[1]

These programs will enable you to access a library of MP3s on your

hard drive to compliment your vinyl and CD selections. More often than not, these
programs provide live looping and scratching capability, delays and reverberations,
real-time control and video and karaoke options.

Ableton is a program that allows you to connect mixing controllers

via USB cable and operates more like the classic DJ in your head does. It's good
for beginners and the budget-conscious.

4
Be economical. Don't invest in top-dollar equipment right away. Most of your
money should be spent on turntables and a mixer. Forget the other stuff for now.
And spend wisely -- buy your decks used and your mixer new.

If you're serious about being a DJ, odds are you're aware of a few in

your area. Hit them up for advice or for a tutorial on their system! If they're half as
passionate as you are, they'll love to give you a minute of their time, explaining
their ways.

5
Don't forget your home studio. Most DJs record demos, playlists and original
music at home. Make sure the equipment you bring to the club compliments the
equipment you use at home. For example, if you're a hip-hop DJ, you'll probably
want to invest in a scratch/battle mixer at home to simulate a competition
environment.

This will be especially useful if you ever plan on producing. We'll get

to the value of that in a bit, but know that it should be an avenue of your career
later on down the line.

6
Know what you need for gigs. If you plan to play for a venue that already has a
DJ setup, you might only need a laptop with music mixing software. If you plan to
play in private venues, you'll probably need to provide your own equipment. Scope
out what you need and what you don't for your particular job.

Some music mixing software may be hard to learn. You can find great

tutorials online for most types. Otherwise, DJ schools can teach you about the
cutting-edge stuff out there -- but know that you can do it yourself.

7
Build a big collection of music. You know what else you need? Music. And you
don't want crappy, third-rate mp3 download versions of those songs either. To be a
legit DJ, you'll at least eventually have to pay for the music you get. For now, work
with what you have, but know that it will be an expense later on in the game. You
need to be a music expert. Hit up your friends and consult the charts, YouTube
channels of record companies and websites catering especially to DJs such as
Beatport. Here's a list of genres to explore:

House

Trance

Techno

Electro

Glitch

Dark Alternative

Progressive

Breakbeat

Hardstyle

Hardcore

Downtempo

Jungle

Drum and Bass

Dubstep

Hip-Hop
Part 2 of 5: Working the Music

1
Learn the BPM of the songs you play. The beats per minute (BPM) of a song will
determine how smoothly or easily you can mix it with another song. You can
calculate BPM by counting the beats yourself using a stopwatch, but that's pretty
tedious. Some mixers will have a BPM counter on the board, while most DJ

software will calculate the BPM of a track for you, although this may not be
completely accurate 100% of the time, so it's good to have some sense of the
BPMs yourself.

You can use a pitch warp to match the beats, though it's best to choose

two songs that are only a few BPM off. However, use it on the song that doesn't
have vocals yet. Speeding it up or slowing it down changes the key and messes
with everything.

2
Learn the intros and outros. Most dance songs will have an intro in which the
music is going but the vocals are not at the beginning of the song and a
corresponding outro at the end. Mixing usually means blending one song's intro
with the outro of another. Knowing when an outro starts and an intro begins is
critical to live beat mixing.

Cue up the second song. Have your second song ready to go as your

first one is winding down. Use one hand on the turntable or CD player's pitch to
adjust speed (if your BPMs don't match) and put the other on the crossfader, so that
the first song's volume decreases as the second song's volume increases.

3
Learn how to scratch.The decks can be used to find your place in a song when
they're queued up or they can be use as pseudo-records to get your scratch on.
There are baby scratches and scribble scratches and drags and scratches that work
at different pitch levels.[2] Get 'em all down before you head out there!

Certain songs and certain places in certain songs are prime for
scratching, while others are terrible for it. Knowing when to scratch is like comedic
timing: you'll know it when it's right and when it's just wrong.

4
Keep it simple at first. When you're starting out, make mixing easier by sticking
to two songs that are within 3 BPMs of each other. You should also use two songs
that are in the same key. Your software should be able to tell you this. When you
nail that down, start experimenting with looping and then move on to your toggle
function and adding effects.

Also be sure to experiment with the different methods on your mixer.

For most effects, there's more than one way to do them. You'll find what you prefer
(generally one method is a very do-it-yourself way and the other is more
automated).

5
Transition between the songs smoothly. One of the most important parts of DJing
is transitioning between songs, matching beats so that the beat remains constant,
letting people continue dancing, uninterrupted. Using conventional DJ hardware,
this involves listen to the second song's intro in your headphones, moving the pitch
slider until the songs play at the same speed, and cueing the song simultaneously
with the preceding song. Learning to do this smoothly is one of the essential skills
of DJing.

You also need to adjust the volume levels of the songs. The song you

are mixing out of will be playing at full volume, so you need to adjust the second
up slowly, listening closely to the tune to bring it up subtly.[3]
Never mix vocals over vocals. It's important to avoid creating

awkward noise, which means you need to be super-familiar with the songs intros
and outros.

Digitally, it's possible to use beat-matching software to do this

automatically, provided that the songs are within a few BPM of one another. It's
still good to learn how to do it analog, since this is a fundamental skill.
Part 3 of 5: Learning the Craft

1.

1
Think long-term. What's going to start off as an expensive hobby can turn into a
career in some time. This is not a small feat you are about to embark upon. To be a
DJ is to devote years to working magic on others' music. You may be able to start
in an hour, but you won't get truly good for a long, long time.

This is also not a Wednesday afternoon hobby. If you want to develop

any level of skill, you'll need to work at it. Counting to 4 may be an integral part of
DJing, but reading crowds and knowing what music surprisingly goes great with
what music is a skill that has to be honed.

2
Decide whether you want to be a crowd-pleaser or a music specialist.Certain
gigs will require that you make a few compromises. A college bar may want to

hear Katy Perry when you're just trying to forget Last Friday Night. Being a
specialist may give you more cred with the DJs, but it may make your gigs fewer
and far between.

Crowd pleasing means playing songs that would, most likely, hit the

taste of the biggest number of people in any given crowd. This style of DJing is
best suited to private events, such as weddings or small parties.
A music specialist sticks to a particular genre of music, regardless of

what the crowd demands. Usually, these DJs play nightclubs who have specific
genre standards or they have an established following based on a certain type of
music.

3
Observe. Find a DJ whose style you admire and observe him or her as much as
possible. Pay attention to how songs are constructed and how the crowd is
managed. After you've watched them a few times, approach the DJ after the show

and ask for a few tips. Most DJs will be happy to help guide you if they know
you're serious.

Gain inspiration from the DJs that hit it big. Sometimes it can help to

look up to professionals such as Headhunterz, Tiesto, Avicii, Knife Party, Sebastian

Ingrosso, Deadmau5, and Skrillex.

4
Be a multi-genre DJ. You can still be a specialist if you have multiple genres
under your belt -- you're just a specialist with logic. Most DJs are great at one
genre of music -- being great at more than one sets you up to be the cream of the
crop.

This also offers you more opportunities for future gigs. Instead of only
having one or two clubs in the area that'll have you, you can do those, a few other
clubs, and the occasional wedding or hoppin' bar mitzvah.

For each genre you do, you'll have to know the classics, the deep cuts

(the B sides that should've been A sides), and the current stuff. Having a healthy
mix in your repertoire will keep the party going.[4]

5
Keep up with current music trends. In order to be viable in today's fast-paced
world, you'll need to be on top of all the charts and where it seems like the trends
are going. You have to be on top of today and leaning toward tomorrow.

You should be constantly writing yourself notes, finding out what that
song you just heard was, and keeping a list of ideas for later when you're sitting
down and doing your thing. Always keep your phone or a pen handy because
inspiration calls when it pleases. And so does your best friend when he wants you
to hear this new track he's working on.
Part 4 of 5: Developing a Following

1
Get recurring hours. Just like a pilot needs to build up flight time to get cred,
you'll need to build up play time. The best way to do this in a serious fashion is to
get recurring hours through an established company -- not just those one-off gigs.

Find companies that supply DJs to weddings and the like. You won't

be freelancing, but you'll be getting your foot in the door.

Sign up to work at a local college or community radio station.

Some venues need between-band DJs. Let that be you![4]

2
Know the crowd you'll be dealing with. Having an idea of who your crowd
is before the event begins is critical to successful DJing. If you're playing a
wedding, for instance, be prepared to play more slow songs than usual and try to
get a grasp on the bride's musical tastes beforehand. If you're playing a nightclub,
get familiar with what the club owner prefers and what his or her regulars like. The

regulars keep the club afloat and, by extension, pay your fee; learn how to keep
them happy.

Be careful with requests. If you're playing a nightclub that caters to a

hip-hop crowd and you have a tourist or someone unfamiliar with the scene
requesting a song that doesn't fit with the genre, consider carefully before you play
it. Remember, your aim is to keep the core of the audience happy and coming back.
If at all possible, visit the venue beforehand. Getting a feel for the

regular crowd before you go can help take the pressure off a new gig.

3
Market yourself. You should be making press kits, handing out business cards,
emailing constantly, and always, always expanding your network. This is not a 9-5
job, no, it's a 24/7 job.

Keep a busy schedule. As you're gaining a fan base, play as many

shows as necessary to get your name out there. Book yourself on a tight schedule

at first to keep your interest alive and your creativity fresh. Basically at the
beginning: take whatever gigs you can.

4
Develop an Internet presence. If you don't have the time or money to build your
own website, start an account for your DJing career on Twitter or Facebook.
Promote your shows, and make time to connect with your fans and personally
respond to their messages. The more you're a real person to these people, the better.

Make playlists. Build playlists on iTunes or Spotify and share them

with your fans. This allows them to sample your musical tastes, and lets you
introduce people to new music you want to incorporate into your shows. This won't
defeat the purpose of them coming to see you, it'll simply whet their appetites.

Find your own gigs. Depending on how you want to advance your career, you
could start playing small, private events for a low fee, or take a slow, weeknight
shift at a club or bar. Ask a friend who's hosting a party if you can DJ. Be aware
that if you're inexperienced, you won't make much money at first and you'll
probably have to keep a second job. But you'd do this for free if you had to, right?

When you first start off, people may book you on the stipulation that

you bring X number of people. This is crap. You are not the promoter and you are
not your friends. However...sometimes you gotta take what you can get. Know that
these guys are only the ones you're working with now; avoid them in the future.

6
Become a producer. The next step up from being a DJ is producing your own
music. You can still work with others' tunes, but you're mashing it all up, remixing
it, re-editing it and making it better. DJ Earworm got YouTube famous doing just

that.[5]You can rake in the cash a lot faster when you start producing your own
stuff.

And once that happens, you can hit up record labels. Even if you don't

end up being a top-billing artist, you can work with other artists and behind the
scenes doing what you love.
Part 5 of 5: Making It Your Career

1
Build your charisma. As a DJ, you are responsible for entertaining a large group
of people all by yourself. The music you play is important, but you also need to
pay attention to how you act on stage. Don't just stand there hunched over your
decks. That's boring. Try to be someone who attracts attention in a good way. Also,
learn when to step back and let the group dynamic take over.

2
Always read the crowd. Use the music to manage the event, driving it forward.
Divide different styles of songs into different sections. Play slower, quieter songs at
the beginning of the party. Slowly slip into a jazzier groove, and pull out the
heavier songs at the end. Above all, read the crowd and notice what they're
responding to.

Don't play mostly fast songs at a wedding. This will take away from

the romantic atmosphere.

Don't play mostly slow songs at a gathering of kids. They will get

bored fast.

3
Be professional. Show up to your events on-time and fully prepared. Give each
gig your best effort. Have fun with the crowd, but keep your interactions
professional and respectful, since you never know who's watching.

Straight up, the DJ world is full of scumbags. You want to be that

good apple that isn't a part of the bunch. If you're not professional, there are a
zillion other guys and gals out there chomping at the bit to take your spot.

4
Handle the BS with care. Working in clubs and the like isn't always a pretty
picture. Remember that 95% of the time the majority of the people listening to
your music will either be some level of drunk, high, or both.[6] They may give you
a hard time on occasion. This has got to go in your ear and out the other.

In addition to rowdy or unappreciative crowds, you'll be dealing with

shady promoters and technical disasters. Use your savvy people skills to navigate
through these issues and let them make you all the better for it.

Have fun. Imagine going to a show (or maybe you already have been witness to
this) and seeing a DJ that's busy pushing buttons like he'd rather be hauling rocks.
It's terrible. Watching a DJ that doesn't even like his own music is practically worse
than a three-piece deaf polka band. So make it clear that you're enjoying yourself
and the crowd will follow suit.

You're totally allowed to go a bit crazy. The more you feel it, the more

your inclinations will be spot on. The more spot on you are, the more the crowd
wants you back.

6
Live the dream of working for yourself. After all that hard work of taking crap
gigs and working with a crap company and modifying on less-than-stellar
equipment, it's time to up the ante. When the money is coming in at more than a
trickle, upgrade your equipment. The industry standard is the Technics 1200, but

you can even upgrade from there. You're looking at a few thousand dollars in the
long-run, but you'll make it back and then some.

Start figuring out your rates. How much are you worth? You don't
want to be a DJ diva about it, but you don't want to sell yourself short. Account for
distance traveled, if you're bringing your own equipment, and the general realities
of the gig (some are quite clearly better than others). And don't forget: are they
feeding you?

What is a Disc Jockey?

Before the popularity of CDs and digital music, music was often recorded onto
records, which were flat disc-shaped pieces of vinyl. Because the records were
shaped like discs, early music players were called disc jockeys.
A disc jockey is often better known by most people as deejays. These are the
professionals that choose and play recorded music either for broadcast media or at
live events. For instance, deejays are usually responsible for playing the music you
here on your morning commute, and they are responsible for the music played in
your favorite dance club as well.

Depending on the nature and style of the music, a disc jockey might also alter the
sound of the music as well. A scratch artist is a good example of one such disc
jockey. This type of deejay uses traditional records when playing his chosen music,
but he also adds distinctive scratching sounds by moving the record on the
record player with his hands.
What Does a Disc Jockey Do?
A disc jockey may work alone, or he may work closely with other broadcast
or music professionals as well. In fact, its not uncommon for a deejay to work
alongside another deejay, particularly in radio. A disc jockey might also work with
a Master of Ceremonies or radio producers as well.
The job requirements of a disc jockey can vary, depending on what industry hes
in. For the most part, however, nearly all disc jockeys have a few common
responsibilities. They are usually in charge of which music to play at a certain
time. Although this may seem easy to some, its actually quite harder than it looks,
especially when trying to please everyone in a large audience.
In order to choose the right type of music, a disc jockey must know his audience.
Country music fans, for instance, will usually be quite unhappy if a deejay chooses
to play hip hop music for four hours. A deejay should also keep abreast of the ever-

changing music trends as well, but he should also have a fair knowledge of past
music trends as well; at times, some deejays are called upon to play oldies in
addition to popular trendy music. When playing music, most deejays will also take
requests from their audience and introduce each song.
A broadcast, or radio, disc jockey, for instance, usually works in a calm, quiet
environment, such as a soundproof booth. These types of deejays will sometimes
be called upon to perform additional duties, such as reading the news or weather
reports on the air.
Working as a deejay in front of a live audience, however, is usually very different.
These types of deejays should be very charismatic and willing to interact with the
members of their audience. They also usually work in very loud and sometimes
uncomfortable environments, such as nightclubs and private events. Most event
disc jockeys are also responsible for providing and transporting their own
equipment and music selection as well.
Disc jockeys work at all times of the day and night. Some of the most popular
times for radio disc jockeys to work are during morning and afternoon commutes
and late nights. Club disc jockeys, on the other hand, typically work late nights,
and event disc jockeys work around other peoples schedules.

Where Do Disc Jockeys Work?

A disc jockey can work in a few different settings, depending on his preferences.
Radio stations, for instance, often hire disc jockeys to speak and play music on the
air. Most inexperienced radio deejays will usually start their careers in entry level
positions, and work their way up to more lucrative positions. For instance, some
radio deejays might start out as fill-ins for full-time deejays, and others might start
out working during less desirable time slots.
Dance clubs and nightclubs also hire disc jockeys on occasion. Some club deejays
work as staff members, while others run their own deejaying business. Besides
working at clubs, self-employed deejays will also usually play music at private
events as well, such as wedding receptions and school dances.
What Are the Education Requirements for a Successful Disc Jockey Career?
A few successful disc jockeys may have had no formal training, and formal
training is not always required to pursue this profession. In some cases, for
instance, a good speaking voice, great personality, and extensive knowledge of
music are the only requirements for becoming a deejay.

To help ensure a successful disc jockey career, however, proper schooling and
training is usually recommended, but not required. In general, those interested in
disc jockey careers should consider earning degrees in communications. Aspiring
radio deejay should consider degrees in broadcast technology or broadcast
journalism. See accredited music schools.
Since disc jockeys need to have pleasant voices and sometimes speak for long
periods of time, voice lessons might also be helpful for anyone considering a disc
jockey career as well.
What is the Average Salary for a Disc Jockey?
Salaries for professional disc jockeys will usually vary greatly, depending on their
talents and locations. Typically, deejays living and working in larger metropolitan
areas will make more money, for example.
Disc jockeys are also usually paid hourly wages. According to the Bureau of Labor
Statistics, the average hourly wage of radio announcers was $19.43 in 2008. Selfemployed deejays, on the other hand, can make anywhere from $25 to a hundred
dollars an hour.
A radio disc jockey (DJ) works for radio stations and selects and broadcasts
music for an audience. Radio DJs may specialize in a specific type of music,

such as rock and roll, R&B, rap, country, soft rock or alternative. In addition to
music, radio DJs may also make comments about any news related to politics,
pop culture or sports and inform their audience about weather and traffic. To get
started in the field, DJs might have to work varied early morning or late night
shifts. There is often strong competition for these jobs, and those with a college
education might have the best employment prospects.
Job Requirements
While DJs don't technically need to complete any formal education requirements,
many in the field have bachelor's degrees in journalism or broadcasting.
Additionally, as a student, individuals can participate in internships or work for
the campus radio station in order to learn the skills needed for the career. The
table below includes information from the U.S. Bureau of Labor Statistics (BLS)
about how to become a radio DJ.
Common Requirements
Degree Level

Bachelor's degree is typically preferred

Degree Name

Communications, broadcast journalism

Experience

Experience as a DJ will be valued over education

Key Skills

Good communication and interpersonal skills as well

as exceptional articulation and pronunciation

Must be proficient with computers, broadcast-related
Computer Skills

equipment and editing equipment

Prospective DJs must be able to operate a sound
board that will feature advertisements, sound effects

Technical Skills

and music

Step 1: Complete an Undergraduate Program

Students who are interested in becoming a radio DJ can enroll in an associate's or
bachelor's degree program that will prepare them to work in the broadcast
industry. Depending on the school, students can enroll in a communications or
broadcast journalism degree program. Students will take courses in radio
announcing, speech, news reporting, broadcast writing and media research.
Although associate degrees are offered, according to the BLS, this is a
competitive field in which bachelor's degrees are necessary to be competitive
even for entry-level jobs.
Step 2: Do an Internship
Colleges and universities may offer students an opportunity to participate in an
internship with a radio station. While an internship may not offer students a
chance to get on air, they'll learn behind-the-scenes aspects of working at a radio

station. This will also give them a chance to network and develop contacts in the
industry.
Step 3: Get on the Air
Prospective radio DJs need to get experience on air, and students may be able to
find opportunities with their campus radio station. College radio stations
typically provide a hands-on environment where students may gain real-world
experience in the broadcast field. These stations often broadcast 24 hours a day.
Students learn about FCC rules, broadcasting law and ethics as well as personnel
management and station programming while being provided with a chance to get
on air.
Success Tips
Put together a reel. In order to obtain a job, you'll need a reel. Edit some of your
best work into a reel and send it out to prospective employers. No matter what
experience or education you have, radio stations will need to hear what you
sound like on the air and how you communicate with an audience.
Job Description
Disc jockeys often work for radio stations in soundproof studios. They might
specialize in a certain type of music, such as classic rock, pop or contemporary
R&B. Experienced disc jockeys sometimes get to choose which time slot they

want to work, but most of those just starting out in the field have to take night or
early morning shifts.
Others working in the disc jockey profession are self-employed and use their
own equipment to provide entertainment at nightclubs or restaurants. They also
might supply music and sound system services at special events, such as
weddings and corporate banquets.
Job Duties of a Disc Jockey
With the use of technology today, most radio broadcasts are timed and
automated. Thus, a disc jockey mainly ensures that his or her program is running
smoothly, while occasionally speaking live to the audience. This might include
holding radio contests, taking song requests, questioning callers and performing
interviews.
Disc jockeys sometimes appear at live events, such as concerts or radio stationsponsored parties. They also tend to take part in a variety of other promotional
events, which can be held in locations as varied as shopping malls, parks or
parking lots. Additionally, disc jockeys may be required to make updates to their
radio stations' websites.
DJ Job Requirements

An associate's or bachelor's degree program in radio broadcasting can

familiarize aspiring disc jockeys with software and equipment used in this field,
and classes in business and marketing can teach them to target certain
demographics and draw in new listeners. Additionally, many employers look for
job candidates with substantial experience. Prospective DJs can gain entry-level
experience through jobs at college, university or small-market radio stations or
internships at larger stations.
Beyond training and experience requirements, a disc jockey must have excellent
communication skills and be able to maintain a pleasant and controlled voice
with good pronunciation and word timing. A DJ also needs to stay current on
news and entertainment events.
DJ Career Outlook
The U.S. Bureau of Labor Statistics reported that radio and TV announcing
positions (which included disk jockeys) weren't expected to see any growth from
2012-2022. Job candidates with a degree in journalism, communications or
broadcasting should have the best opportunities. Radio and television announcers
made a median salary of $29,020 per year in May 2013.

3. Company Policies
Organisational structure and policies also play an important role in affecting
the job satisfaction of employees. An autocratic and highly authoritative structure
causes resentment among the employees as compared to a structure which is more
open and democratic in nature.
Organisational policies also govern the human behaviour in the
organizations. These policies can generate positive or negative feelings towards
the organization. Liberal and fair policies usually result in more job satisfactions.
Strict policies will create dissatisfaction among the employees because they feel
that they are not being treated fairly and may feel constrained.
Thus, a democratic organizational structure with fair and liberal policies is
associated with high job satisfaction.

B. WORK ENVIRONMENTAL FACTORS

The work environmental factors include the following important factors :
1. Supervision
Supervision is a moderately important source of job satisfaction. There are
two dimensions of supervisory styles which affect the job satisfaction.
First is Employee Centeredness. Whenever the supervisor is friendly and
supportive of the workers there is job satisfaction. In this style, the supervisor
takes personal interest in employees welfare.

Second is Participation.

The superiors who allow their subordinates to

participate in decisions that affect their own job, help in creating an environment
which is highly conducive to job satisfaction.
Thus, the supervisors who establish a supportive personal relationship with
subordinates and take personal interest in them, contribute to the employees
satisfaction.

2. Work Group
The nature of the work group or team will have effect on job satisfaction in
the following ways
i)

A friendly, and co-operative group provides opportunities to the group

members to interact with each other. It serves as a source of support
comfort, advice and assistance to the individual group members. If on
the other hand, the people are difficult to get along with, the work group
will have a negative impact on job satisfaction.

ii)

The work group will be even a stronger source of satisfaction when

members have similar attitudes and values. In such a group, there will
less friction on day to day basis.

iii)

Smaller groups provide greater opportunity for building mutual trust and
understanding as compared to larger groups.

Thus, the group size and quality of interpersonal relations within the group
play a significant role in workers satisfaction.

3. Working conditions
Good working conditions are desirable by the employees, as they lead to
more physical comfort. People desire that there should be a clean and healthy
working environment.

Temperature, humidity ventilation, lighting and noise,

hours of work, cleanliness of the work place and adequate tools and equipment are
the features which affect job satisfaction. While the desirable working conditions
are taken for granted and may not contribute heavily towards job satisfaction, poor
working conditions do become a source of job dissatisfaction. Simply because
they lead to physical discomfort and physical danger.

Moreover, all the employees are not satisfied or dissatisfied by favourablle

or unfavourable work environment as shown in the figure.

SATISFACTION

UNFAVOURABLE WORK
ENVIRONEMENT

FAVOURABLE
WORK
ENVIRONMENT

SATISFACTION

As shown in the figure, all the four employees are dissatisfied when the
working conditions are unfavorable. However, as the working conditions start
becoming favourable, the job satisfaction of employee A and B increases sharply
while employees C and D have only minor increase in satisfaction.

C. WORK ITSELF
The content of the work itself plays a major role in determining the level of
job satisfaction. Some of the aspects of the work which affect job satisfaction are :

1) Job Scope
It provides the amount of responsibility, work pace and feed back. The
higher the level of these factors, higher the job scope and higher the level of
satisfaction.

2) Variety
A moderate amount of variety is very effective. Excessive variety produces
confusion and stress and a tool little variety causes monotony and fatigue which
are dissatisfiers.
3) Lact of Autonomy and Freedom
Lack of autonomy and freedom over work methods and work pace can
create helplessness and dissatisfaction. Employees do not like it when their every
step and every action is determined by the supervisor.

4) Role ambiguity and Role Conflict

Role ambiguity and role conflict also lead to confusion and job
dissatisfaction because employees do not know exactly what their task is and what
is expected of them.

5) Interesting work
A work which is very interesting and challenging and gives status, provides
satisfaction to the employees as compared to work which is boring and
monotonous.

D. PERSONAL FACTORS
Personal attributes of individuals also play a very important role as to
whether they are satisfied at the job or not. Pessimists and people with negative
attitudes will complain about everything including the job. They will always find
something wrong in every job to complain about. Some of the important persona
factors are;

1) Age of Seniority
With age, people become more mature and realistic and less idealistic so that
they are willing to accept available resources and rewards and be satisfied about
the situation. With the passage of time, people move into more challenging and
responsible positions. People who do not move upto at all with time are more
likely to be dissatisfied with their job.

2) Tenure

Employees with longer tenure are expected to be highly satisfied with their
jobs. Tenure assures job security, which is highly satisfactory to employees. They
can easily plan for their future without any fear of losing their jobs.

3) Personality
Some of the personality traits which are directly related to job satisfaction
are self assurance, self esteem, maturity, decivisiveness, sense of autonomy,
challenge and responsibility. Higher the person is on Maslows needs hierarchy,
the higher is the job satisfaction. This type of satisfaction comves from within the
person and is a function of his personality.
Accordingly, in addition to providing a healthy work environment
management must ensure that the employee is happy with himself and has a
positive outlook on like.

CONSEQUENCES OF JOB SATISFACTION

Research has concluded that there is a relationship between job satisfaction
and performance of the employees. Thus, job satisfaction or job dissatisfaction is
an important concern of the management.

High job satisfaction may lead to

improved productivity, decreased turnover, improved attendance, reduced accident,

less job stress and less unionization. Job dissatisfaction produces low morable
among workers and low morale at work is highly undesirable. In examining the
outcomes of job satisfaction, it is important to break down the analysis into a series
of specific subtopics.
satisfaction.

The following subtopics explain the outcomes of job

1. Job Satisfaction and Productivity

Is there any positive relationship between satisfaction and productivity?
This controversy has been there over a number of years. Although, majority of
people believe that there is a positive relationship, but research evidence concludes
that there is not strong relationship between these two. According to the research
findings of VROOM conducted in 1964, the median correlation between
satisfaction and performance is only 0.14. LAWLER and PORTER found that
there is more evidence to suggest that job performance leads to job satisfaction and
not the other way round the following figure developed by these two explains this
point.

Employees Perception
of their rewards
Extrinsic
rewards
Performance

Rewards

Satisfactio
n
Intrinsic
rewards

LAWLER-PROTER MODEL OF PERFORMANCE AND

SATISFACTION

This figure explains that good job performance will lead to rewards, both
intrinsic and extrinsic which will lead to satisfaction. An employee who is a poor
performer will get less rewards and will be less satisfied with his job experience.
However, the saying that A happy worker is a productive worker is not
always wrong. It people receive rewards which have both intrinsic and extrinsic
value and they feel that these rewards are equitable, they will be satisfied and this
will lead to greater job performance.
Moreover, research also indicates that job satisfaction may not necessarily
lead to improvement of individual performance but it does lead to departmental
and organizational level improvement.

2. Job Satisfaction and Employee Turnover

Unlike the relationship between satisfaction and performance, research has
concluded a moderate relationship between job satisfaction and turnover. High
employee turnover is a matter of concern for the management as it disrupts the
normal operations and continuous replacement of employees who leave the

organization is costly and technically undesirable. Managerial concern is mostly

for the turnover which arises because of job dissatisfaction. The employees, thus,
tries to keep the employees satisfied on their jobs to minimize the turnover.
Though, high job satisfaction in itself cannot keep the turnover low, but
considerable job dissatisfaction will definitely increase the employee turnover.
The employee turnover is affected by certain other factors also, in addition
to job satisfaction. Commitment to the organization is one such factor. Some
employees, however dissatisfied they are with their jobs, cannot imagine
themselves working anywhere else.

Another important factor is the better

opportunities of employment. Even if the people are highly satisfied with their
jobs, they are willing to leave if there are better opportunities available anywhere
else. If no other opportunities are available, the employees will stay where they
are, irrespective of dissatisfaction.
On the overall basis, we can say that there is an important role played by job
satisfaction in employee turnover.

3. Job Satisfaction and Absenteeism

It has been conclusively proved that there is an inverse relationship between
job satisfaction and absenteeism. When satisfaction is high, absenteeism is low
and when satisfaction is low, absenteeism is high. Less satisfied employees are
more likely to be absent from work due, to avoidable reasons. This is known as
voluntary absenteeism as against unavoidable absenteeism which is due to illness
or other emergency reasons.

Management must be concerned with voluntary

absenteeism, because it is related to job satisfaction.

Absenteeism can be modified by certain factors. Research has found that

people who believe that their work is important have lower absenteeism as
compared to those who do not feel that way.

Moreover, it is important to

remember that while high job satisfaction will not necessarily result in low
absenteeism (because of unavoidable absenteeism).

4. Job Satisfaction and Union Activities

It has been proved that satisfied employees are generally not interested in
unions and they do not perceive them as necessary. Job satisfaction has proved to
be the major cause of unionization. The employees join the unions because they
feel that individually they are unable to influence changes which would eliminate
the causes of job dissatisfaction. The level of union activities is related to the level
of job dissatisfaction. Low level of dissatisfaction results in only grievances while
higher levels of dissatisfaction will result in employee strikes.

5. Job Satisfaction and Safety

When people are dissatisfied with their jobs, company and supervisors, they
are more prone to experience accidents. An underlying reason for this is that
dissatisfactior takes ones attention away from the task at hand and leads directly to
accidents. A satisfied worker will always be careful and attentive towards his job,
and the chances of accidents will be less. Here, we are discussing about the
avoidable accidents and not the unavoidable ones.

6. Other effects of Job Satisfaction

In addition, there are a number of other effects brought about by high job
satisfaction. Highly satisfied employees tend to have better physical and mental
health, learn the new job related tasks easily, have less job stress and unrest. Such
employees will become more co-operative such as helping coworkers, helping
customers etc. such behaviour will improve unit performance and organizational
effectiveness.
To conclude, we can say that job satisfaction results from the employees
perception that the job content and context actually provide what an employee
values in the work situation.

Organizationally speaking, high level of job

satisfaction reflects a highly favourable organizational climate resulting in

attracting and retaining better workers.

THEORIES OF JOB SATISFACTION

The main theoretical approaches to job satisfaction are as follows:
1. Need fulfillment theory
2. Equity theory
3. Two factor theory
4. Discrepancy theory
5. Equity discrepancy theory
1. NEED FULFILLMENT THEORY
According to this theory a person is satisfied when he gets from his job what
he wants. The more he wants something or the more important it is to him, the
more satisfied he is when he received it. In other words, job satisfaction will vary

directly with the extent to which those needs of an individual which can be
satisfied are actually satisfied. Vroom views satisfaction is positively related to the
degree to which ones need are fulfilled. The fulfillment theory suffers from a
major drawback. Satisfaction is a function of not only what a person receives but
what he feels he should receive. What may satisfy one individual may not satisfy
the other due to difference in their expectations. The strength of an individuals
desire or his level of inspiration is an important determinant of job satisfaction.
Thus, job satisfaction is a function of the degree to which the employees needs are
fulfilled in the job situation.

Fig. A need fulfillment model of jobs, needs, attitudes and behaviours

2. EQUITY THEORY
Under this theory, it is believed that a persons job satisfaction depends upon
his perceived equity as determined by his input-output balance in comparison with
the input-output balance of others. Every individual compares his rewards with
those of a reference group. If he feels his rewards are equitable in comparison
with others doing similar work, he feels satisfied.

Job satisfaction is thus a

function of the degree to which job characteristics meet the desires of the reference
group.

For example, one study of the effects of community features on job

satisfaction revealed that workers living in a well to do neghbourhood felt less

satisfied that those living in poor neighbourhood.

Perceived
Personal
Inputs

Perceived
Inputs of
comparison
Others

Perceived
A

A= B

Perceived
Outputs of
comparison
Others

Outcomes
Actually
Received
Perceived

Satisfaction
B

Personal Outcomes
that should be
Received

Fig. Equity Theory of Job Satisfaction

A<B
Dissatisfactio
n
A>B Guilt
Discomfort

Equity theory takes into account not only the needs of an individual but also
the opinion of the reference group to which the individual looks for guidance.

3. TWO FACTOR THEORY

Frederick Herzberg and his colleagues developed the two factor theory.
According to this theory satisfaction and dissatisfaction are interdependent of each
other and exist on a separate continuum. One set of factors known as hygiene
factors (company policy, administration, supervision, pay, working conditions and
interpersonal relations) act as dissatisfiers. Their absence causes dissatisfaction but
their presence does not result in positive satisfaction. The other set of factors
known as satisfiers (achievement, advancement, recognition, work itself and
responsibility). Lead to satisfaction.
Hygiene Factor Dissatisfiers

Satisfiers

Company policy

Achievement

Administration

Advancement

Supervision

Recognition

Pay

Work itself and responsibility

Working conditions
interpersonal relations

4. DISCREPANCY THEORY
According to this theory job satisfaction depends upon what a person
actually receives from his job and what he expects to receive. When the rewards
actually received are less than the expected rewards it causes dissatisfaction. In the
words of Locke, job satisfaction and dissatisfaction are functions of perceived
relationship between what one wants from ones job and what one perceives it is
actual offering. In other words, satisfaction is the difference fails to reveal whether
over-satisfaction is or is not a dimension of dissatisfaction and if so, how does it
differ from dissatisfaction arising out of the situation when received outcomes are
less that the outcomes one feels he should receive.
Perceived
B

Outcomes Received
Outcomes one Feels
B

A=B
Perceived satisfaction
A>B
Perceived Dissatisfaction

He should Receives

A<B
Perceived over
Satisfaction

Fig. Discrepancy Approach to Job Satisfaction

5. EQUITY-DISCREPANCY THEORY
This is a combination of equity and discrepancy theories.

Lawler has

adopted the difference approach of discrepancy theory rather than the ration
approach of equity theory. From equity theory the concept of comparison has been
selected to serve as an intervening variable. Under this theory satisfaction is
divined as the difference between the outcomes that one perceives he actually
received and outcomes that one feels he should receive in comparison with others.
When the individual feel that when he actually received is equal to what he
perceives he should receive there is satisfaction. Thus, an individuals reception of
his reward is influenced by more than just the objective amount of that factor.
Because of this psychological influence the same amount of reward often can be
seen quite differently by two people, to one it can be a larger amount, while to
another person it can be a small amount.
This model reveals that a persons perception of what he should receive is
influenced by the inputs and outputs of others. If his inputs are similar to those of
referent groups but his outcomes are less he is likely to be dissatisfied. Lawler
suggests that those individuals are likely to be more satisfied who perceive:

a) Their inputs are low;

b) Their jobs are less demanding;
c) Their refrence groups have less favourable input-output balance;
d) They are receiving a high outcome level; and
e) Their referent groups are receiving less outputs.

Perceived
Personal Job
Inputs

Perceived Amount that

should be Received

Perceived inputs
and Outcomes
of Different
Groups

A= B Satisfaction

Perceived
Outcomes of
Different Groups

A< B Guilt inequity

A> B
Dissatisfaction

Perceived Amount Received

Discomfort

Actual
Outcomes
Received

Fig. Determinants of Job Satisfaction

6. SOCIAL REFERENCE GROUP THEORY

Reference group defines the way an individual looks at the world.
According to this theory job satisfaction occurs when the job meets the interest,
desires and requirements of a persons reference group.

In other words, job

satisfaction is a function of the degree to which the job meets the approval of the

group to which the individual looks for guidance in evaluating the world and
defining social reality.
The social reference group theory is similar to the need fulfillment theory
except that it takes into account not the desires, needs and interests of the given
individual but rather the point of view and opinions of the groups to whom the
individual looks for guidance. This theory is an incomplete explanation to the
extent some people are independent of group opinions and group pressure.

Modern Method of measuring job satisfaction

a) Rating scale :
It is one of the most common methods of measuring job satisfaction. The
popular rating scales used to measure job satisfaction is include:
Minnesota Satisfaction Questionnaire (MSQ): It helps to obtain a clear picture of
pertinent satisfactions and dissatisfactions of employees.
Job Description Index (JDI): It measures job satisfaction on the dimension
identified by Smith, Kendall and Hulin.
Porter Need Identification Questionnaire (PNIQ) : It is used only for management
personnel and revolves around the problems and challenges faced by managers

b) Critical Incidents:
This method of measuring job satisfaction was popularized by Fredrick
Herzberg and his associates. It involves asking employees to describe incidents on
the job when they were particularly satisfied or dissatisfied. Then the incidents are
analysed in terms of their contents and identifying those closely related aspects
responsible for the positive and negative attitudes.

c) Personnel Interview :
This method facilitates an indepth exploration through interviewing of job
attitudes. The main advantage in this method is that additional information or
clarifications can be obtained promptly.

d) Action Tendencies:
By this method, job satisfaction can be measured by asking questions and
gathering information on how they feel like behaving with respect to certain
aspects of their jobs.
This method provides employees more opportunity to express their indepth
feeling.

In his study on American employees, Hoppock identified six factors that

contributed to job satisfaction among them. These are as follows
1. The way individual reacts to unpleasant situations
2. The facility with which he adjusts himself to other persons.
3. His relative status in the social and economic group with which he identifies
himself.
4. The nature of the work in relation to the abilities, interests and preparation of
the worker.
5. Security
6. Loyalty

Because human resource managers often serve as intermediaries between

employees and management in conflicts, they are concerned with job satisfaction

or general job attitudes of the employees. Philip Applewhite has listed the five
major components of job satisfaction as (i) attitude towards work group; (ii)
general working conditions; (iii) attitude toward company; (iv) monetary benefits;
and (v) attitude toward supervision. Other components that should be added to
these five are the individuals state of mind about the work itself and about life in
general. The individuals health, age, level of aspiration, social status, and political
and social activities can all contribute to the job satisfaction. A persons attitude
toward his or her job may be positive or negative.

OBJECTIVES OF STUDY

To study the following:1. The concept of Job Satisfaction.

2. The need of Job Satisfaction for organizational as well as individual growth.
3. The factors contributing to Job Satisfaction.
4. The factors affecting Job Satisfaction.
5. The problems faced by the individual employee and organization.
The organization which was selected to carry out the research was The Late
Mrs. Sai Bai Mote District Sub Hospital, Shegaon.

RATIONALE BEHIND THE STUDY

Hospitals form a major and intense type of emotional work contexts.
Employees working in Hospitals are confronted daily with human suffering, and
in many cases intense pain and death. Such stressful environments under which
these employees work, largely contribute to a huge number of syndromes including
role stress, burnout, emotional exhaution, decreased levels of Job Satisfaction and
overall Life Satisfaction. This study focuses on various factors contributing to job
dissatsfaction (mainly the substandard working conditions)and finds the job
satisfaction level among these professionals.

A Statement of hypothesis

When a person says that he has high job satisfaction, it means that he really
likes his job, feels good about it and values his job highly. Generally, employees
job satisfaction is adversely affected by substandard working conditions.

RESEARCH METHODOLOGY

In simple words, research can defined as a systemized effort to gain new

knowledge. A research is Carried out by different methodologies which have their
own pros & cons. Research is a systematic study with specific objectives based on
relevant and controlled data, which is useful in understanding the nature of selected
system. We can also say that Research Is a careful search systematic investigation,
towards increasing the sum of knowledge.
Research Methodology is the systematic way for solving research problem.
Methodology is a way to study & solve problems along with logic behind them so
that the end results of the research are capable of being evaluated.

In short

,research consists of formulating a hypothesis, collecting the facts & regarding

certain generalization for some formulation. In Research Methodology, the various
steps that are generally adopted to study the research problem, are studied, with the
logic behind them so that research results are capable of being evaluated.
All research problems require their own special emphases and approaches
since every research problem is unique in some ways the research procedure is
usually custom tailored. There is a sequence of step called the marketing research
process the below chart shows the different stages in research process.

Formulate
Problem

Determine Research
Design

Determine Data Collection

Method

Design Data Collection

Form

Design Sample and Collect

Data

Analysis and Interpretation of

Data

Prepare the Research

Report

Figure: Research Process

Type of Research: This research is regarding Job Satisfaction i.e. it is dealing with
attitude or opinion of employees. It is a Conclusive research following the Causal
approach. In this research analysis of primary data is quantitative and the findings
may be used as input into decision making.

Data source:
Information can be gathered through primary and secondary sources.
Secondary data are data were collected for another purpose and already exist
somewhere. Primary data are gathered for a specific research project.

Primary Data Sources

Primary sources are those which are collected afresh and for the first time.
The data collected is the original one
1) Questionnaire/schedule method
2) Interview method.

3) Observation method
According to the results obtained from Primary sources, research is carried
out

Secondary Data Sources

These are already collected ones, by someone else for other purpose.
Secondary data is mere compilation of existing data.

Research approach
The most suitable approach for this study was the survey method. Survey
usually includes research instrument, sampling plans and contact methods.

Research instruments:
Questionnaire/ Data Collection Form: A questionnaire consists of a set of
questions presented to the respondent for getting their responses. The questionnaire
prepared was short and to the point. In this survey, questionnaire was prepared on
the basis of following parameters.

DATA ANALYSIS AND INTERPRETATION

The basic objective of this study was to find out the job satisfaction level of
employees with their work. It has been already mentioned that there were two
major sources of required data. Primary data was collected through survey and
secondary data was collected through various Text Books, Hospital Gazette and
other related documents.
For this study ,I have chosen The Sai Bai Mote Sub-District general Hospital in
Shegaon, as the Population. After collecting the data through survey
questionnaires, the next step is to analysis and interpreted the data to draw the
conclusions.
The analysis is performed question wise. The answers are tabulated and the
meaningful result is the outcome.

Facilities
a) Infrastructure
Sr. No.

Response

No of

% of

Respondents

Respondents

Strongly Dissatisfied

Dissatisfied

Partially Satisfied

12

Satisfied

26

52

Strongly Satisfied

16

32

Graph showing satisfaction of employees regarding

30

infrastructure
26

25

20

16
15

No of
Empl
oyees

10

2
0

0
Strongly Dissatisfied

Dissatisfied

Partially Satisfied

Response

Satisfied

Strongly Satisfied

Above table and graph shows that 52% employees are satisfied, 32% are
strongly satisfied and 12% are partially satisfied with infrastructural facility and
only 4% employees are dissatisfied.

b) Work place (regarding Cleanliness and Hygiene)

Sr. No.

Response

No of

% of

Respondents

Respondents

Strongly Dissatisfied

20

40

Dissatisfied

22

44

Partially Satisfied

Satisfied

Strongly Satisfied

Graph showing satisfaction of employees regarding workplace

(cleanliness and Hygiene)

Strongly

Satisfied
8%
Satisfied
6%
Partially Satisfied
2%

Dissatisfied
44%

Strongly Dissatisfied
40%

Strongly Dissatisfied
Dissatisfied
Partially Satisfied
Satisfied
Strongly Satisfied

Interpretation: Above graph shows that 44% employees are dissatisfied

with the work place regarding cleanliness and hygiene and 40% are strongly

dissatisfied, strongly satisfied employees are 8%, Satisfied employees are 6% and
Partially satisfied employees are 2%. .

c) Basic Amenities
Sr. No.

Response

Strongly

No of

% of

Respondents

Respondents

13

26

Dissatisfied
2

Dissatisfied

31

62

Partially Satisfied

Satisfied

Strongly Satisfied

Graph showing satisfaction of employees regarding basic amenities

35
31
30
25
20
15

13

10
5
2

3
1

0
Strongly Dissatisfied Dissatisfied

Partially Satisfied
Satisfaction Level

Satisfied

Strongly Satisfied

No
of
Re
spo
nde
nts

Interpretation: Above table and graph shows that 62% employees are
dissatisfied with the work place regarding cleanliness & hygiene,26% are strongly
dissatisfied & overall 12 % employees are satisfied.

Working conditions
a) Working Hours
Sr. No.

Response

No of

% of

Respondents

Respondents

Strongly Dissatisfied

23

46

Dissatisfied

22

44

Partially Satisfied

Satisfied

Strongly Satisfied

Graph Showing Satisfaction of Employees Regarding Working Hours

25
23
22
20

15

10

No of Respondents
5
3
2
0

Strongly
Dissatisfied

Dissatisfied

Partially

Satisfied
Satisfaction Level

Satisfied

Strongly
Satisfied

Interpretation: The above graph shows that 46 % employees are strongly

dissatisfied,44% employees are dissatisfied with the working hours. Overall 10%
employees are satisfied only.

b) Work load
Sr. No.

Response

No of

% of

Respondents

Respondents

Strongly Dissatisfied

20

40

Dissatisfied

28

56

Partially Satisfied

Satisfied

Strongly Satisfied

Graph Showing Satisfaction Of Employees Regarding Work Load

30
28

25

20

20

15

No of Respondents
10

5
2
0

Strongly Dissatisfied

Dissatisfied

Partially Satisfied

Satisfied

Strongly Satisfied

Satisfaction Level

Interpretation:

As

per

above

graph,56%

employees

are

dissatisfied,40%employees are strongly dissatisfied regarding the workload. Only

4%employees were partially satisfied.

c) Resources Availability

Sr. No.

Response

No of

% of

Respondents

Respondents

Strongly Dissatisfied

22

44

Dissatisfied

17

34

Partially Satisfied

12

Satisfied

Strongly Satisfied

Graph Showing Satisfaction of Employees Regarding

Availability of Resources

25

20

15

10
No of Respondents
5

Strongly Dissatisfied Dissatisfied

Partially Satisfied

Satisfaction Level

Satisfied

Strongly Satisfied

Interpretation:

As

per

above

graph,

44%

employees

are

strongly

dissatisfied,34%employees are dissatisfied & Overall 22% employees are satisfied

regarding the workload.

Organizational Factors
a) Salaries and Wages

Sr. No.

Response

No of

% of

Respondents

Respondents

Strongly Dissatisfied

Dissatisfied

Partially Satisfied

16

32

Satisfied

28

56

Strongly Satisfied

Graph Showing Satisfaction of Employees Regarding Salary and Wages

30

28

25
20
16
15
10

No of Respondents
5

4
2

0
Strongly

Dissatisfied

Dissatisfied

Partially Satisfied

Satisfied

Strongly Satisfied

Satisfaction Level

Interpretation: As per above graph, 56% employees are satisfied,32 % employees

are partially satisfied regarding the opportunities of promotion,2% are strongly
satisfied & 8% are dissatisfied.

c) Policies of government
Sr. No.

Response

No of

% of

Respondents

Respondents

Strongly
Dissatisfied

Dissatisfied

16

Partially Satisfied

20

40

Satisfied

20

40

Strongly Satisfied

Graph Showing Satisfaction of Employees Regarding Policies of Government

25

20

20

20

15

10

No of Respondents
5

2
0

0
Strongly
Dissatisfied

Dissatisfied

Partially Satisfied
Satisfaction Level

Satisfied

Strongly Satisfied

Interpretation: As per above graph,40% employees were satisfied & 40%

employees were partially satisfied & 4% are strongly satisfied with the policies of
the Government while only 16% employees are dissatisfied.

LIMITATIONS OF STUDY
1. This research comes under Attitudinal research. Job Satisfaction one of the
two work attitudes. In Organizational Behavior, perhaps the attitude of
greatest interest is the general attitude of employees towards their job, often
called job satisfaction. It does not often happen that individuals behaviors
are consistent with their attitudes at the workplace. So it is very difficult to
measure attitudes and attempt to predict the subsequent behaviors
accordingly.
2. This research is related to Human Beings and human beings are bound to
change in course of time. Hence the validity of the data collected,
observations, conclusions are bound to undergo changes..
3. There are many variables, which are important from the point of view of
theoretical treatment. But these variables need not be of much practical
usage in managerial decision making.
4. .Resources and circumstances limit the utility of research to certain extent.

CONCLUSIONS AND SUGGESTIONS

All the conclusions are drawn based on the analysis and interpretation of the
primary data regarding the Job Satisfaction Dick Jockey
Facilities
From table No.

of the analysis and interpretation, it is concluded that most

of the employees are satisfied with the Infrastructure and only few
employees are dissatisfied, which are negligible in number. It means the
infrastructure of this organization is good or satisfactory.
From table No.

,it is concluded that most of the employees are dissatisfied

with the workplace regarding cleanliness and hygiene. This is because of the
unhygienic conditions i.e. improper lighting, humidity, ventilation, lavetories
and poor maintenance of the facilities in the hospital. A very few employees
are satisfied. Good working conditions are desirable by the employees as
they lead to more physical comfort.
From table No.

,it is concluded that most of the employees are dissatisfied

with basic amenities provided by the hospital. This is because, there are very
few staff quarters for employees, canteen facility is not available, there is no
provision of Creche for the children of Women employees. This contributes
to dissatisfaction.

Working Conditions
From table No.

of the analysis and interpretation, it is concluded that most

of the employees are dissatisfied with the working hours and only few

employees are satisfied, which are negligible in number. It means most of

them were dissatisfied due to un convenient working hours, night shifts.
Nursing staff members are always because they have to manage their home
affaires as well.
From table No.

,it is concluded that most of the employees are dissatisfied

with the workload. This is because of the work overload. There are various
posts which are vacant since last years and the Government is running the
hospital with inefficient number of employees.
From table No.

,it is concluded that most of the employees are dissatisfied

with availability of resources provided by the hospital. This is because, most

of the resources are not available on time. Due to this Doctors are not able to
provide proper treatment to the patients. Ex.: lack of medicines, stock out of
blood in Blood Bank, most of the equipments are under maintenance,
always.

Supervision
From table No.

,it is concluded that near about 2/3 of the employees are

satisfied with the nature supervision of the medical superintendent. Rest

other employees are dissatisfied as most of them are working since many
years and they need some kind of autonomy.
Work Group
From table No.

of the analysis and interpretation, it is concluded that most

of the employees are satisfied with the interpersonal relationship and very
few employees are dissatisfied, which are negligible in number. It means
most of them were satisfied. There is healthy relationship among the

employees which provides the opportunities to the group members to

interact with each other. It serves as a source of support, comfort, advice and
assistance to the individual group members. There is less friction on day to
day basis.
From table No.

,it is concluded that most of the employees are satisfied

with the way of communication. This is because there is proper information

flow in the organization. There is effective and efficient upward, downward
and horizontal communication across the organization.

From table No.

,it is concluded that most of the employees are satisfied.

They have the team spirit, co-operation while working. Team spirit is the
important factor to have good effect on job satisfaction. Very few employees
are dissatisfied who may be dissatisfied due to personal factors.
Work Itself
From table No.

of the analysis and interpretation, it is concluded more

employees are dissatisfied with the scope of the job and lesser employees are
satisfied. There is lesser scope in Government organizations.
From table No.

,it is concluded that most of the employees are dissatisfied

because their jobs are monotonus. There is no variety in their roles and job.

From table No.

,it is concluded that most of the employees are dissatisfied

because of lesser autonomy and freedom. They have no freedom to take the
decisions.

Organizational Factors
From table No.

of the analysis and interpretation, it is concluded that most

of the employees are satisfied with the salaries and wages and only few

employees are dissatisfied, which are negligible in number. It means most of

them were satisfied regarding the compensation policies of the Government.
From table No.

,it is concluded that most of the employees are dissatisfied

with the promotional opportunities. Some employees are satisfied. This is

because of the promotional policies. These are not based on efficiency but
on seniority basis.
From table No.

,it is concluded that most of the employees are satisfied

with the policies of the Governmental. Very few employees are dissatisfied.
This is basically because there is always Job Security and reasonable
salaries.

Other Factors
From table No.

of the analysis and interpretation, it is concluded that most

of the employees are dissatisfied with organizational discipline and some

employees are satisfied. Mostly in Government organizations there are not
proper disciplinary measures and due to this these organizations do not work
efficiently and effectively.
From table No.

,it is concluded that most of the employees are dissatisfied

with the code of conduct. This is because, these are unwritten norms of
behavior. Some women employees are dissatisfied because their colleagues
and the patients also.
In this way the hypothesis is proved because most of the employees are
dissatisfied due to sub standard working conditions.

SUGGESTIONS
As per conclusions, most of the employees are dissatisfied due to
substandard working conditions in this organizations. Here are some of the
measures to enhance their Job Satisfaction.
1. Greater Autonomy: Possibly the single most effective way of increasing
job satisfaction is to give more freedom to the employees to do their work in
their own way. People will work harder and derive satisfaction if they are
given the freedom to make their own decisions.
2. Variety and Scope: A moderate amount of variety is very effective.
Excessive variety produces confusion and stress and a too little variety
causes monotony and fatigue which are dissatisfier. The higher amount of
responsibility, work pace and feed back contributes to the scope.
3. Working Conditions: Good working conditions are desirable by the
employees as they lead to more physical comfort. There should be a clean
and healthy working environment. Proper ventilation, lighting, clean and
hygienic workplace etc. should be maintained. There should be provision of
crche for the children of women employees and canteen facility providing
subsidized foods for the employees. Good working conditions are desirable
by the employees as they lead to more physical comfort.
4. Supervision: There are two dimensions of supervisory styles. First is
Employee Centeredness where the supervisor is friendly and supportive of
the workers. Second is Participation. There should be employee participation
in decision making so that it will help in creating an environment which is
highly conductive to job satisfaction.

BIBLIOGRAPHY
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K. Koteshwara Rao, Motivation and Job Satisfaction, Discovery

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P. Jyoti and D. N. Venkatesh, Human Resource Management, Oxford

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Pestonjee D. M. Motivation and Job Satisfaction, Mcmillan India Limited

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