CHAPTER 1

INTRODUCTION

1.1 INTRODUCTION OF PROJECT TOPIC:

Job satisfaction is one of the major interests to the field of organizational behavior and the

practice of HRM. It reflects employee’s attitudes towards their job and commitment to an
organization. Job satisfaction refers to one’s feelings or state of mind regarding the nature of
their work. It describes how content an individual is with his or her job.

Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation
to work. It is not self satisfaction, happiness or self contentment but satisfaction on the job.

Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal of
one’s job as achieving or facilitating the achievement of one’s job values.

Job satisfaction is not the same as motivation. It is linked to productivity, motivation,

absenteeism, waste accidents, mental health, physical health and general life satisfaction.
There are three important dimensions to job satisfaction.


Job satisfaction is an emotional response to a job situation. It can’t be seen, only
inferred.

Job satisfaction is often determined by how well outcomes meet or exceed expectations.

Job satisfaction represents several related attitudes.
 VARIOUS DEFINITIONS OF JOB SATISFACTION:

Bullock (1952) defined job satisfaction as an attitude, which results from balancing and
summation of many specific likes dislikes experienced in connection with the job.

Smith (1955) defined to job satisfaction as the employee’s judgment of how well his

job on whole is satisfying his various needs.

Locke (1969) defines job satisfaction as the pleasurable or positive emotional state

revolving from the appraisal of one’s job or job experie

According to Vroom, “job satisfaction is the reaction of the workers against the role they
play in their work.”

“ job satisfaction as a general attitude of the workers constituted by their approach

towards the wages, working conditions, control, promotion related with job, social relations in
the work, recognition of talent and some similar variables personal characteristics, and group
relations apart from the work life”.

THE IMPORTANCE OF JOB SATISFACTION:

The job satisfaction is the condition of establishing an healthy organizational

environment in an organization. Individuals want to maintain statute, high ranks and authority
by giving their capabilities such as knowledge, ability education, health etc. The individuals
who can’t meet their expectations, with regard to their jobs become dissatisfied. Thus this
dissatisfaction affects the organization for which she/ he works.

Job satisfaction is very important for a person’s motivation and contribution to

production. Job satisfaction may diminish irregular attendance at work, replacement workers
with in a cycle or even the rate of accidents.

Job satisfaction is an employee’s thoughts and emotions towards their job and how
they evaluate their job. This can be a judgment of their job overall, or of specific judgment such
as pay, promotions, work tasks, coworkers and supervisors. It is important for organizations to
care about their employee’s job satisfaction. It will promote employees organizational
commitment when they feel that they are satisfied with their jobs.

DIMENSIONS OF JOB SATISFACTION:

There are six dimensions that represent the most important characteristics of
a job about which people have effective responses.

 The work itself:

The content of the work itself is a major source of satisfaction. This means the extent
to which the job provides the individual with interesting tasks, opportunities for learning, and
the chance to accept responsibility. Some of the most important ingredients of job satisfaction
include interesting and challenging work and a job that provides status.

 Compensation:

Wages and salaries are significant, but a complex and multidimensional factor in job
satisfaction. Money not only helps people attain their basic needs, but also is instrumental in
providing upper level need satisfaction. Employees often consider salary as a reflection of how
management views their contribution to the organization. Fringe benefits are also important, but
they are not as influential.

 Career Growth:

Promotional opportunities seem to have a varying effect on the job satisfaction. This
is because promotions take different forms and include a variety of rewards. For example
individuals who are promoted on the basis of seniority often experience job satisfaction but not
as much as those who are promoted based on their performance.

 Supervision:

Supervision is another moderately important source of job satisfaction. There are two
dimensions of supervisory style that effect on job satisfaction. One is employee centeredness,
which is measured by the degree of which a supervisor takes personal interest in the welfare of
employees. The other dimension is participation or influence, illustrated by managers who allow
their people to participate in decisions that affect their own jobs. This approach leads to higher
job satisfaction. It is proved that a participative environment.

 Coworkers:

Friendly, cooperative coworkers are a modest source of job satisfaction the work
group serves as a source of support, comfort, advice, and assistance to the individual. A good
work makes the job more enjoyable.

If this factor is not considered with care, then if may have reverse effects,
meaning there by that the people are difficult to get along with. This will have a negative effect
on job satisfaction.
Job satisfaction and productivity:

Job Satisfaction And Employee Turn Over:

High employee turnover is of concern for employers because it disrupts normal

operations, causes morale problems for those who stick on, and increases the cost involved in
selecting and training replacement. The employer does whatever possible to minimize turnover,

making the employees feel satisfied on their jobs, being one such.
In four major reviews of the relationship between satisfaction and turnover had been
demonstrated that workers who have relatively low levels of job. Employee perceive that
intrinsic and extrinsic rewards (example: play) distributed equally. Inequitable distribution fails
to convince the employees close correlation between hard work and rewards.

Job satisfaction and performance:

The most accurate statement is that the high performance contributes to high job
satisfaction. A better performance typically lead to higher economic, sociology and
psychological rewards in proportion to their performance. On the other hand, if rewards are seen
as inadequate for the level of satisfaction leads to either greater or leser commitment, which
then affect effort and eventually affects performance again. The result is a continuously
operating performance satisfaction-effort loop.

Alternatively, a different scenario emerges if performance is low. Employees might not

receive the rewards they are hoping for the dissatisfaction are the most likely to quit their jobs
and that organizational units with the lowest average satisfaction levels tend to have the highest
rates.
Job satisfaction and Absenteeism:
Job satisfaction will Correlation of satisfaction to absenteeism is also proved conclusively.
Workers who are dissatisfied are more likely to take “mental health” days i.e. days off not due to
illness or personal business. Simply stated, absenteeism is high when satisfaction is low. As in
turnover, absenteeism is subject to modification by certain factors. The degree to which people
feel their jobs are important has a moderating influence on their absence. Employee who feel
that this work is important tend to clock in regular attendance. Besides, it is important to
remember that while not necessarily result in low absenteeism, low satisfaction is likely to bring
high absenteeism.

Job satisfaction and Safety:

Poor safety practices are a negative consequence of low satisfaction level. When people are
discouraged about their jobs, company and supervisors, they are more liable to experience
accidents. An underlying reason for such accidents is that discouragement may take one’s
attention away from the task at hand. In attention leads directly to accidents.

Job satisfaction and job Stress:

Job stress is the body’s response to any job-oriented factor that threatens to disturb the
person’s equilibrium. In the process of experiencing stress, the employee’s inner stage changes.
Prolonged stress can cause the employee serious ailment such as heart diseases, ulcer, blurred
vision, lower back pain, dermitis and muscle aches.

Chronic job satisfaction is a powerful source of job stress. The employee may see no
satisfactory short-term solution to escape this type of stress. An employee may trap in a
dissatisfyingjob may withdraw by such means as high absenteeism and tardiness or employee
may quit.

Job Satisfaction and Unionization:

It is proved that job satisfaction is a major cause for unionization. Dissatisfaction with
wages, job security, fringe benefits, chances for promotion and treatment by supervisors are
reasons make employees join unions. Another dimension is that dissatisfaction can have not
impact on the tendency to take action with in the union, such filing grievances or striking.
Sources Of job Satisfaction:

Several job elements contribute to job satisfaction. The most important amongst them
are wage-structure, nature work, promotion chances, and quality of supervision, workgroup and
work condition.

Wages:

Wages play an important role on influencing the job satisfaction. This is because of
mainly two reasons :

I. Money is an important instrument in fulfilling one’s needs.

II. Employees often see pay a reflection on management’s concern for the

Nature of work: Most of the employees have intellectual challenges on job. But too
many challenges create frustration and a feeling of failure under condition of moderate
challenge, employee’s experience, pleasure and satisfaction.

Promotions: Promotional opportunities affect job satisfaction considerably. The desire

for promotion is generally strong among employees, as it involves change in job content
pays, responsibility, independence, status and the like.

Supervision: There is positive relation between the quality of supervision and job
satisfaction.

 Supervision acts maintaining satisfaction :

 Maintain open lines of communication.

  Crate a good physical environment.

 Remedy standard conditions.

 Transfer discontented employees.

 Change the perception of dissatisfied employees.

 Display concerned employees.

 Give ample recognition.

 Conduct morale building management.

 Practice good management.

Measuring Job Satisfaction:

Also called survey of morale, opinion, attitude, climate, or quality of work life.
Management conducts job satisfaction survey in order to get information for making sound
decisions. A job satisfaction survey is a procedure by which employees report their feelings
towards their job and work environment. The responses are then combined and analyzed.
Various ways of measuring job satisfaction are available.

Rating scales:

The most common approach for measuring job satisfaction is the use of rating scales.
These scales fall in two categories. One is called tailor-made standardized scales, which before
their use, have been developed to establish group norms on scales to ensure the reliablility and
validity of the measuring instruments. Mostly, using method is ‘Tailor – made scales’.

Critical incidents:
 It was developed by HERTBERG and his associates in their research on the two-factor
theory of motivation. The employees were asked to describe incidents on their job particularly
satisfied. These incidents were then content analyzed in determining which aspects closely
related to positive and negative attitudes.

Interviews:

Personal interviews are yet another method for measuring job satisfaction. Employees
are individually and the responses reveal their satisfaction or dissatisfaction.

Action tendencies:

The represents the inclinations. People have to avoid or approach certain things by
gathering information about how they feel like action with respect to their jobs. The job
satisfaction can be measured.

Benefits Of Job Satisfactions:

These indicate the general level of satisfaction

 It is used as an indicator of the effectiveness of organizational reward systems.

 It is used in the evaluation of the impact of organizational changes on employee

attitudes.

 Spirit of co-operation and mutual respect, etc.

 Improved communication.

 Improved attitudes.
 It helps to discover the cause of indirect productivity problems, such as absenteeism,
turnover and poor quality of work.

 They help management to assess training needs.

Satisfaction And Management Implications:

Job satisfaction has behavioral implications. Particularly manager must be clear that :

 Employee dissatisfaction is most frequently caused by what is perceived to be low pay

and boring work.

 Employee’s dissatisfaction is largely influenced by their feelings of inequity.

 Individual satisfaction or dissatisfaction is more important than overall satisfaction or

dissatisfaction of the employees.

 .It has impact on employee turnover, absenteeism and unionization.

1.2 OBJECTIVES OF THE STUDY:

To measure the level of employee satisfaction towards their jobs.

To study the various factors determining job satisfaction of the employee.

To study the impact of job satisfaction on the overall growth of employees as well as the

organization.

To make necessary recommendation for increasing the satisfaction levels of

employee, if any

1.3 NEED FOR THE STUDY:

Obviously job satisfaction plays a key role in organizations success. Without employee

satisfaction towards their jobs none of the employee will perform well and it is very difficult to
reach the organizational goals and objectives. Hence, job satisfaction helps to yield maximum

output (performance) from the employees. So that this study is undertaken to measure
satisfaction level of employees towards their jobs in RTPP.

1.4 SCOPE OF THE STUDY:

 The scope of this study is clear as we analyze the needs of the employees to enrich their
morale and creating a friendly atmosphere which also enriches their work life, can also be a
possible scope.

1.5 HISTORY OF ALCOTT SOLUTIONS

ALCOTT SOLUTIONS Software Solutions is solution provider for offshore and onshore
technological solutions to business enterprises around the world. Established in 1997, the
Company has been promoted by experienced professionals in Information Technology. It
possesses the latest technology gadgets and also offer most user friendly customized solutions as
per requirement.

Since its foundation, An ALCOTT SOLUTIONS Software solutions had delivered hundreds of
cost effective and high-quality software solutions for a wide range of industries and domains.
These solutions have included consumer and business software development, web hosting, retail
manufacturing, real estate, community services and many others.

Current Status Of Company

It is Company's official commitment to conduct business through quality services. With an

attention to detail, the focus is on a process of continuous review, improvement and innovation to
ensure that the product and service is not just one of ‘QUALITY’ but "EXCEPTIONAL
QUALITY". The core strength of ALCOTT SOLUTIONS Software Solutions is built upon the
knowledge, skills and hard work of its Young and Enthusiastic Engineers.

Company’s head office is in Illinois, USA and their offshore programming department is
located in Pune (INDIA)
ALCOTT SOLUTIONS Software Solutions is a leading Company in ready to use off the
shelf product development, customized software development and Outsourcing Company
in its field. Some of the World's most successful Independent Software Vendors (ISVs) have
relied on our unique software outsourcing experience to get their projects done on time and
within budget.
ALCOTT SOLUTIONS Software Solutions has consistently demonstrated its commitment to
developing cost-effective, quality applications by adhering to strict time-lines

CHAPTER -2
RESEARCH METHODOLOGY

Research is thus, an original contribution to the existing stock of knowledge making for its
advancement. It Is the pursuit of truth with the help of study, observations. Comparison and
experiment. In short, the search for knowledge through objective and systematic method of
generalization and the formulation of a theory is also theory is also research.

A team ‘research’ refers to the systematic method of consisting for enunciating the
problem, formulating a hypothesis, collecting the facts or data. Analyzing the facts or data,
analyzing the facts and reaching certain conclusions either in the form of solutions toward the
concerned problems or in certain generalization for some theoretical formulation.

Research Instrument :

The instrument used in this study is a structured questionnaire. A questionnaire is a sheet

or sheets of paper containing questions relating to certain specific, regarding which the
 researcher collects the data. The questionnaire is given to the information or respondents to be
filled in up.

2.1 RESEARCH DESIGN

Meaning:

Research is an endeavour to discover answers to intellectual and practical problems through the
application of scientific method. “Research is a systematized effort to gain new knowledge”.
-Redman and Mory. Research is the systematic process of collecting and analyzing information
(data) in order to increase our understanding of the phenomenon about which we are concerned
or interested.

Research Design:

A research design is considered as the framework or plan for a study that guides as well as the
data collection and analysis of data. The research design may be exploratory helps, descriptive
and experiment for the present study. The descriptive research design is adopted for this
project.
Research Approach:

The questionnaire is prepared on the basis of objectives of the study. Direct contract is used for
survey, i.e., contacting employees directly in order to collect data.

Objectives of Research:

The purpose of research is to discover answers through the application of scientific procedures.
The objectives are:
 To gain familiarity with a phenomenon or to achieve new insights into it –
Exploratory or Formulative Research.

 To portray accurately the characteristics of a particular individual, situation or a

group – Descriptive Research.

 To determine the frequency with which something occurs or with which it is

associated with something else – Diagnostic Research. To test a hypothesis of a causal
relationship between variables – Hypothesis-Testing Research.

Characteristics of Research:

 Research is directed towards the solution of a problem. It is based upon

observable experience or empirical evidence.

 Research demands accurate observation and description. Research involves

gathering new data from primary sources or using existing data for a new purpose.

 Research activities are characterized by carefully designed procedures.

Research requires expertise i.e., skill necessary to carryout investigation, search the related
literature and to understand and analyze the data gathered.
 Research is objective and logical – applying every possible test to validate the
data collected and conclusions reached. Research involves the quest for answers to unsolved
problems. Research requires courage.

 Research is characterized by patient and unhurried ac tivity. Research is

carefully recorded and reported

2.2 Data Collection :

Data refers to information or facts. Often researchers understand by data as only

numerical figure. It also includes descriptive facts, on numerical information, quantitative and
quantitative information.

Collective of data is an important stage in research. In fact the quality of the data
collected determine the quantity of the research.
Collection of data is done by 2 methods.

1. Primary data collection.

2. Secondary data collection.

Primary data collection:

Primary data is also known as the data collected for the first time through the field survey. Such
data are collected with specific set of objectives to asses the current of any variable studied.
  Questionnaires

Secondary data collection:

The secondary data, which is needed for my study was collected from the company’s
database.

2.3 Sampling procedure :

The technique to be used in selecting the items for the sample. This technique or procedure
stands for the sample design itself.

Sample size:

It refers to the number of items to the selected from the universe to constitute a
sample. Sample size: 100

Sampling unit:

It may be a geographical such as state, districts, village etc or a construction unit such as
House, Flat etc or it may be social unit such as family, club, school etc or it may be an
individual.

Sampling unit: APGENCO – RTPP

Statistical Tools :
 The various technique applied in the case of analysis are listed and are as follows :

Simple Percentage Method

Weighted Average Method

Chi-square Test

Population Size:

All items in any field of enquiry constitute a universe or population.

Sample design:

It is a definite plan for obtaining a sample from a given population. It refers to the technique of
the procedure the researcher would adopt in selecting items
 CHAPTER -3
FINDING AND ANAYSIS

3.1 Analysis and Interpretation

1.Have you been trained well in your training program in the organization?

Workers No. of Scale Aggregate

opinion Respondents values

Strongly Agree 14 2 28

Agree 62 1 62
Undecided 11 0 0
Disagree 5 -1 -5

Strongly 8 -2 -16
Disagree

Total 100 69

69/100= 0.69
Inference:-

Most of the employees agreed that they have been trained well in training program.

2.Are there any opportunities (like Job rotation, employees’ development)

in your organization?

Workers No. of Scale Aggregate

opinion Respondents values
Strongly Agree 4 2 8
Agree 54 1 54
Undecided 16 0 0
Disagree 11 -1 -11
Strongly 15 -2 -30
Disagree
Total 100 21

21/100= 0.21

Inference:-
 
Majority of people are neutral towards their opportunities (like job rotation,
employee development) in the organization.

3.Will you get appraisals for your good performance in your organization?

S.No Responses Respondents

1 YES 71%

2 NO 29%
Inference:-


71% of the employees agreed that they are getting appraisals for their performance in
the organization.
4.Is there any feed back given to you by the superiors after completion
of a particular task or work?

S.No Responses Respondents

1 YES 69%

2 NO 31%

70%

60%

50%

40%

30%

20%

10%

0%
YES NO

Inference:-


69% of the employees are satisfied with the feedback from their superiors
after completion of their work.
 5.Do you get help from your superiors

Workers Opinion No. of Respondents Scale Aggregate values

Strongly Agree 16 2 32
Agree 56 1 56
Undecided 12 0 0
Disagree 6 -1 -6
Strongly Disagree 9 -2 -18
Total 100 64

64/100= 0.64

60

50

40

30

20

10

Strongly Agree Undecided Disagree Strongly

Agree Disagree

Inference:-
Majority of people agreed that their superiors help them to improve their performance level.
6.Are you satisfied with your working time?

S.No Responses Respondents

1 YES 85%

2 NO 15%

90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

Inference:-

85% of employees are satisfied with their working hours
7.Are there any incentives provided to you by the organization for your
good performance?

S.No Responses Respondents

1 YES 55%

2 NO 45%

60%

50%

40%

30%

20%

10%

0%
YES NO

Inference:-


55% of employees are satisfied with the incentives provided to them based on their
performance.
8.In your organization welfare measures (like accommodation,
transport etc...) have been provided by the organization?

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 14 2 28
Agree 64 1 64
Undecided 8 0 0
Disagree 9 -1 -6
Strongly Disagree 5 -2 -18
Total 100 68

68/100= 0.68

70

60

50

40

30

20

10

0
Strongly Agree Undecided Strongly Disagree

Inference:-

Majority of employees are satisfied with the welfare measures taken by the organization
9.Do you get Freedom to express your views in front of your superiors in
the organization?

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 13 2 26
Agree 59 1 59
Undecided 16 0 0
Disagree 2 -1 -2
Strongly Disagree 10 -2 -20
Total 100 63

63/100= 0.63

60

50

40

30

20

10

Strongly Agree Undecided Disagree Strongly

Agree Disagree

Inference:-

Majority of employees agreed that they have freedom to express their views in front of their
superiors.

10.Are you satisfied with your salary?

S.No Responses Respondents

1 YES 83%

2 NO 17%
 100%

80%

60%

40%

20%

0%
YES NO

Inference:-

83% of employees are satisfied with their salary packages.
11.Do you have good inter personal relations with your superiors
and subordinates?

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 17 2 34
Agree 63 1 63
Undecided 8 0 0
Disagree 6 -1 -6
Strongly Disagree 6 -2 -12
Total 100 79

79/100= 0.79

70

60

50

40

30

20

10

Strongly Agree Undecided Disagree Strongly

Agree
Disagree

Inference:-


Majority of employees agreed that they have good relations with their superiors and subordinates
 12.Apart form the work do you have any scope of participating in
recreational activities (sports, entertainment etc….) in the organization?

S.No Responses Respondents

1 YES 75%

2 NO 25%

80%

70%

60%

50%

40%

30%

20%

10%

0%
YES NO

Inference:-
70% of employees are dissatisfied towards their scope of participation in extra curricular activities
 13.Are you getting advice & assistance from your superintendents at
your work?

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 9 2 18
Agree 53 1 53
Undecided 22 0 0
Disagree 6 -1 -6
Strongly Disagree 9 -2 -18
Total 100 37

37/100= 0.37

60

50

40

30

20

10

Strongly Agree Undecided Disagree Strongly

Agree Disagree

Inference:- Some employees agreed and some disagreed as result is neutral towards getting
advices form superiors.
14.Are you satisfied with the way company policies are put into practice?

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 3 2 6
Agree 51 1 51
Undecided 23 0 0
Disagree 16 -1 -16
Strongly Disagree 7 -2 -14
Total 100 27

27/100= 0.27
 60

50

40

30

20

10

Strongly Undecided Disagree Strongly

Agree
Disagree
Agree

Inference:-

Employees are neither satisfied nor dissatisfied with the way company policies put into
practices.
15.The Technology adopted by the organization helps you to finish your
work smoothly?

Workers opinion No. of Respondents Scale Aggregate values

Strongly Agree 12 2 24
Agree 59 1 59
Undecided 17 0 0
Disagree 8 -1 -8
Strongly Disagree 4 -2 -8
Total 100 67

67/100= 0.67

60

50

40

30

20

10

Strongly Agree Undecided Disagree Strongly

Agree
Disagree

Inference:-


Majority of employees are satisfied with the technology adopted by the organization to finish their
works smoothly
16.Are you satisfied with safety methods that are provided by the company?

S.No Responses Respondents

1 YES 79%

2 NO 21%

80%

70%

60%

50%

40%

30%

20%

10%

0%
YES NO

Inference:-

79% of employees are satisfied with the safety measures provided by the company
17.Are you satisfied with your job?

Workers opinion No. of Respondents Scale Aggregate values

Highly satisfied 12 2 24
Satisfied 63 1 63
Neutral 11 0 0
Dissatisfied 5 -1 -5
Highly dissatisfied 9 -2 -18
Total 100 64

64/100= 0.64

60

50

40

30

20

10

Highly satis fied Neutral Highly dis s atis fied

Inference:-

Most of the employees are satisfied with their job
18.Are you proud to work for the organization?

S.No Responses Respondents

1 YES 82%

2 NO 18%

100%

80%

60%

40%

20%

0%
YES NO

Inference:-

82% of employees feel proud to work In the organization
19. Are you satisfied with the organization as a place to work ?

Workers opinion No. of Respondents Scale Aggregate values

Highly satisfied 18 2 36
Satisfied 60 1 60
Neutral 11 0 0
Dissatisfied 9 -1 -9
Highly dissatisfied 2 -2 -4
Total 100 83

83/100= 0.83

60

50

40

30

20

10

Highly Satisfied Neutral Dissatisfied Highly

satisfied dissatisfied

Inference:-
Most of employees are satisfied with the organization as a place for work.
 20. Do you get opportunity for learning and growth in your organization?

Workers opinion No. of Respondents Scale Aggregate values

Highly satisfied 12 2 24
Satisfied 52 1 52
Neutral 22 0 0
Dissatisfied 7 -1 -7
Highly dissatisfied 7 -2 -14
Total 100 55

55/100= 0.55

60

50

40

30

20

10

Highly Satisfied Neutral Dissatisfied Highly

satisfied dissatisfied

Inference:-
Most of the employees agree that they get opportunity for learning and growth in the
organization
3.2 FINDING FROM THE STUDY

Most of the employees agreed that they have been trained well in training and
development program with a weighted average of 0.69.

Majority of people are neutral towards their opportunities (like job rotation, employee
development) in the organization

71% of the employees agreed that they are getting appreciation for their performance in
the organization

69% of the employees are satisfied with the feedback from their superiors after
completion of their work.

Majority of people agreed that their superiors help them to improve their performance
level with a weighted average of 0.64.

85% of employees are satisfied with their working hours

55% of employees are satisfied with the incentives provided to them based on their
performance.

Majority of employees are satisfied with the welfare measures taken by the organization
with a weighted average of 0.68.

Majority of employees agreed that they have freedom to express their views in front of their
superiors with a weighted average of 0.63.

83% of employees are satisfied with their salary packages.

Majority of employees agreed that they have good relations with their superiors and
subordinates with a weighted average of 0.79.


70% of employees are dissatisfied towards their scope of participation in extra curricular
activities.

Some employees agreed and some disagreed as result is neutral towards getting advices
form superiors with a weighted average of 0.37.

Employees are neither satisfied nor dissatisfied with the way company policies put into
practices with a weighted average of 0.27.

Majority of employees are satisfied with the technology adopted by the organization to
finish their works smoothly with a weighted average of 0.67.
 CHAPTER 4
CONCLUSION

Job satisfaction is a key aspect for success of every enterprise, when employee’s are
satisfied work of performance will increased.
From the analysis I conclude that the job provides the opportunity to the
employees to exercise his/her skills at work place. Number of the employees
accepted that at times there is a considerable flexibility in co-coordination with
work and they are satisfied with the existing inter personal communication.

Finally I would like to conclude that the employees of Ecott solutions, are
satisfied with their work and organization.
 CHAPTER -5
SUGGESTIONS


Superiors have to guide their subordinates with advices and assistance which motivate
the employees.


The company needs to put the policies so that the employees should not feel any
inconvenience. .


Organization has to provisions for the growth & development of employees.


Provision of reasonable wages plays an important role in improving the standard of
living. This single factor is important for a worker than any other. So, the company must
provide adequate wages to the workers.

.
 CHAPTER 6
LIMITATIONS

 The study here is limited only to the HR and TECHNICSAL Dept of RTPP.

 The suggestions given in the study may not be applicable to entire organization.
 BIBLOGRAPHY:

Name of the Book Author

Personnel/Human Resource David A. DeCenzo

Management (Third
Edition)

Personnel/Human Resource Stephen P. Robbins

Management (Third
Edition)

Personnel and Human P. Subba Rao

Resource Management

Organizational Behaviour Dr.Varma & Agarwal

Research Methodology C.R. Kothari

WEB SITE:

www.apgenco.com
Questionnaire

Topic: Job satisfaction

Name:

Designation:
Department:

Gender:
Service:
1) Have you been trained well in your training program in the organization? ( )

a) Strong agree b) agree c) undecided

d) Disagree e) strongly disagree

2) Are there any opportunities (like Job rotation, employees’ development) in your

organization? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly Disagree

3) Will you get appraisals for your good performance in your organization?( )
a) Yes b) no

4) Is there any feed back given to you by the superiors after completion of a particular
task or work? ( )
a) Yes b) no

5) Are the superior’s helps to you to improve your performance level? ( )

a) Strong agree b) agree c) undecided
d) Disagree e) strongly Disagree

6) Are you satisfied with your working time? ( )

a) Yes b) no
7) Are there any incentives provided to you by the organization for your good
performance?

( )

a) Yes b) no

8) In your organization welfare measures (like accommodation, transport etc... Have been
provided by the organization? ( )

a) Strong agree b) agree c) undecided

d) Disagree e) strongly disagree

9) Do you get Freedom to express your views in front of your superiors in the
organization?

a) Strong agree b) agree c) undecided

d) Disagree
e) strongly disagree
10) Are you satisfied with your salary? ( )

a) Yes b) no

11) Do you have good interrelations with your superiors and subordinates? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree

12) Apart form the work do you have any scope of participating in extra curricular activities

in the organization? ( )
a) Yes b) no

13) Are you getting advice & assistance from your superintendents at your
work? ( )

a) Strong agree b) agree c) undecided

d) Disagree e) strongly disagree

14) Are you satisfied with the way company policies are put into practice? ( )
a) Strong agree b) agree c) undecided

d) Disagree e) strongly disagree

15) The Technology adopted by the organization helps you to finish your work smoothly?

( )
b) agree
a) Strong agree c) undecided

e) strongly disagree
d) Disagree
16) Are you satisfied with safety methods that are provided by the company?( )

a) Yes b) no

17) Are you satisfied with your job? ( )

a) Highly satisfied b) satisfied
c) neutral
d) Dissatisfied e) highly dissatisfied

18) Are you proud to work for the organization? ( )

a) Yes b) no

19) Are you satisfied with the organization as a place to work ? ( )

a) Highly satisfied b) satisfied c) neutral

d) Dissatisfied e) highly dissatisfied

20) Do you get opportunity for learning and growth in your organization? ( )
a) Highly satisfied b) satisfied c) neutral

d) Dissatisfied e) highly dissatisfied