Training Report On the study of

JOB SATISFACTION

Of
Allsoft solutions , ibm business partner

Submitted for the partial fulfillment of Bachelor degree in commerce and business administration
Submitted To: Submitted By: Kamalpreet singh

Project Report ON Job satisfaction , at Allsoft solutions, ibm buisness partner ltd.

Submitted to Doaba Group of Colleges, Chhokran (Rahon)

(In partial fulfillment of the Requirements for the award of Degree of Bachlor of Business Administration) Submitted by: Kamalpreet singh University Roll No. 105552466892 DEPARTMENT OF MANAGEMENT

DOABA GROUP OF COLLEGES CHHOKRAN, RAHON (2010-2012)

Certificate of Completion
This is certified that the final project report submitted in partial fulfillment of the requirement for the degree of BBA from Doaba Group of colleges affiliated to Punjab technical University the research work carried out by Kamalpreet singh roll no.105552466892 in 2012 under my guidance and supervision.

Ms. Simranpreet kaur (Project guide)

ACKNOWLEDGEMENT
It is my proud privilege to express my sincere gratitude to all those who helped me directly or indirectly in completion of this project report First of all with the limitless humility, I would like to thank God for bestowing me with favorable circumstances and keeping me in high spirits. A feeling of elation insists us on expressing our heartiest gratitude to our head of HR department Ms.Navjot Sandhu to extend all facilities for carrying out the project successfully. I would also like to thank Ms.Manisha for his guidance during the project

I would like to give my special thanks to Ms. Simranpreet Kaur for their enlightened and inspiring guidance, keen supervision, persistent encouragement, invaluable suggestions and constructive criticism during the project. I am highly privileged to thank the respondents for being cooperative and sparing a few moments from their busy schedule, without whose help this project would not have been meaningful. I dedicate my deep sense of gratefulness to my parents who have always been a great source of inspiration and encouragement for me.

Kamalpreet Singh

Executive Summary

Job satisfaction describe how happy an individual is with his or her job.The happier people are within their job,the more satisfied they are said to be logic would dictate the most satisfied workers should be best performance and vice-versa. This is called " Happy workers" Hypothesis.job satisfaction is very important attribute and frequently measurement by organization. The most common Technique for measurement is the use of rating scale where employees report their thoughts and reaction their thoughts and reaction to their jobs.

CONTENTS

Sr. No 1 2 3

Chapters Introduction to the Topic Introduction to the Company Objectives of the Study

Page No 1-21 22-32 33

4 5 6 7

Research Methodology Data Analysis and Interpretation Findings and suggestions Questionnaire

34-35 36-48 49-51 52-54

CHAPTER-1

INTRODUCTION OF THE SUBJECT

INTRODUCTION

Introduction to Job Satisfaction

Job satisfaction refers to a general attitude resulting from various specific attitudes relating to (a) Specific job factors (such as steadiness of employment supervision, advancement of opportunities, wages, working conditions, fair evaluation of work, fair treatment by

employers/management, social relations of the job and other similar things); (b) Industrial Characteristics (such as employees age, sex, temperament, desires, level of aspiration etc); and (c) group relationships outside the job (such as employees family relationships, social status, relationship with labour, purely social or political organizations etc). Thus job satisfaction is the result of various attitudes the employee holds towards his/her job, towards related factors and towards life in general. Job satisfaction caused by many interrelated factors, some of the most important factors relating to job satisfaction may be briefly stated as below.

The individual employees personality, age, sex, number of dependents, education, intelligence, time on the job etc. Certain personality traits have been viewed as an important cause of job dissatisfaction. The existence as neurotic behavior or personality maladjustment has been found to be a cause of job satisfaction only when the job itself is one of greater strain. As regards the relationship between the intelligence of an individual and job satisfaction, it usually depends upon the level and range of intelligence and the challenge of the job.

NEED &IMPORTANCE OF THE STUDY

Job satisfaction has positive relation on mental health of the people. Dissatisfaction with one's job may have an especially volatile spill over their attitudes.

Job satisfaction is also said to influence physical health of an individual. Satisfied individual can find it easy to align himself with organization and its goals.

Job satisfaction reduces absenteeism and increase turnover. Unsatisfied need leads to tension which in turn drive employees to work against organization, the consequences of which are the nightmare of any employer.

A satisfied employee is an asset to any organization and every organization endeavors to keep their work force happy within and outside the organization.

Public enterprises occupy a key place in the Indian economy in terms of employment and investment.

Public enterprises are expected to fulfill social as well as economic obligation to ensure all round development of the economy. But unfortunately, due to many reasons most of the public enterprise is Not able to fulfill the promises for which they have been established.

Scope of the study

By this study, the company may know the factors, which according to the employees determines the job satisfaction and motivation levels. If the company tries to consider the concerns of the employees, it may then lead to employees satisfaction and there by increased loyalty among employees resulting in job satisfaction. The study aims to investigate the opinion of staff, manager, senior manager, deputy manager and assistant manager about their job satisfaction at the work place.

FECTORS AFFECTING THE JOB SATISFACTION

Some of the most affecting factors of job satisfaction are give below :-

1 Personal factors:- These factors include the individual employee`s personality , age, sex,
number of dependents, education, intelligence, time on the job etc. Certain personality traits have been viewed as an important cause of job dissatisfaction. The existence of neurotic behavior or personality maladjustment has been found to be a cause of job dissatisfaction only when the job itself is one of greater strain. As regards the relationship between the intelligence of an individual and job satisfaction, it usually depends upon the level and range of intelligence and the challenge of the job. 2. Factors inherent in the job:- These factors include the type of work to be performed and skill required for work performance, occupational status

involved in the job, differences in work situation etc. As regards the relation of occupational status to the job satisfaction, it has been pointed out that occupational status is related to job satisfaction but it is Not identical with it. Such status does Not depend entirely on the job

itself and it depends Not only on the way the employee regards the status of his/ her job but also on how it is considered by others whose opinion or views he/she regards to be important. However, research evidence indicates that employees in those jobs are relatively more dissatisfied which have less social status or prestige.

3. Factors under control of the management:- These factors include (Economic as well as social), wages and salaries pay, fringe benefits, opportunities for advancement in working conditions, type and quality of supervision etc.,. It is believe that industrial employees mostly want study work and old age security. The importance of economic as well as social security as a factor in job satisfaction varies with marital status and the no.of dependents. It also suggest that at times security is of less importance for job satisfaction probably because there is No fear of layoff in the kind of jobs and the confidence of being able to find others jobs, if necessary. As regards the relation of wages and salaries or pay to job satisfaction, its importance is generally over emphasized by management who tend to believe that a pay-rise can make everyone in the organization happy.

DEFINING JOB SATISFACTION:

A comprehensive definition of job satisfaction is given as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experience ". Job satisfaction is a result of employees perception of how well their job provides those things, which are viewed as important.

THEORIES OF JOB SATISFACTION:

Present day theories of job satisfaction have been divided into two categories - content theories and process theories.

Content Theories:It gives an account of the factors, which influence job satisfaction. Maslow's needs hierarchy theory and its development by Herzberg into two-factor theory can be considered under this category. Process Theories:This theory profess to give an account of the process by which variables such as expectation, needs and values, interact with characteristics of the job to produce job satisfaction. Perhaps the most popular account of job satisfaction at present is that it involves fulfillment of individual needs. Maslow hypothesized given levels on needs..

1.MASLOW'S HIERARCHY OF NEEDS:These needs are as follows:At the lowest layer are the physiological needs. These are the needs for hunger, rest, shelter, exercise and protection from the weather elements. When physiological needs have been reasonably satisfied, the next higher need is safety needs. The desire for safety and security is satisfied by the existence of an orderly society by job security, insurance and other types of social security, fringe benefits and programs. When welfare

man's physiological and safety needs have been satisfied his social needs

become important. These needs are concerned with getting companionship, seeking

acceptance by his fellow beings, giving and receiving love and affection becoming a member of a group and co-operating with others. When belonging and affiliation needs are satisfied, then esteem needs arises, "whereby individuals desire a high evaluation of themselves". Self esteem comprising of feelings of competence, autonomy, independence, freedom, dominance, strength, achievements, acquisition, relation, and for recognition, attention, importance or appreciation from other people, reputation or prestige status and power to control. The satisfaction of esteem needs leads to feelings of self confidence, worth, strength, capability and adequacy, of being useful in the world, but any of these needs produces feelings of inferiority, weakness and of helplessness which in turn, give rise to either basic discouragement or else compensatory or neurotic trends. These are the needs, which help realize ones own potentialities for continuation of the selfdevelopment and for being creative. The first three are the lower order needs, and the fourth and the fifth are the higher order needs. Maslow argues that only after the lower order needs are satisfied a man becomes capable of being concerned with fulfilling needs. In the job situation, the theory would predict that only after the lower order needs for security and pay have been satisfied, will the employees seek satisfaction and achievement from the work itself. Hertzberg distinguishes two classes of factors involved in job satisfaction. The first is the motivational factors and the second is the hygiene factors. Hertzberg theory is an extension of Maslow theory. He conducted test on 200 employees. He used critical incident method for data analysis. He distinguishes two classes of factors involved in job satisfaction a. Motivational factors b. Hygiene factors These are associated with job experience and job content. These are factors if present in work situation leads to satisfaction, but whose absence doesn't lead to job satisfaction. They include achievement, recognition, advancement, the work itself and the possibility of personal growth, responsibility and correspond to high level of selfactualization in Maslow's hierarchy of needs. These higher order factors are separate and distinct. Which when adequate, lead to job satisfaction, but when they are inadequate leads to

job dissatisfaction. Hygiene factors are associated with job content. They are pay, security and physical work conditions, which correspond to the lower order needs in Maslow's hierarchy. The thrust of Herzberg's argument is that factors like pay and working conditions are content factors, which are little to do with deriving satisfaction from the job. There are necessary conditions, which see that the job dissatisfaction is Not caused but they do Not produce job satisfaction by themselves. On the other hand, job satisfaction is produced by the job itself allowing the individuals to grow psychologically. That is to achieve a worthwhile aim to attain recognition for his/her efforts and so on, so that he/she can regard himself a worthwhile individual. One important aspect of expectation is that, they give to an individual a frame of reference by which they judge the world around him/her if the events in the world do Not fit his/ her frame of reference, he/she is often unhappy. There is an assumption that psychological contract exists between employees, that is, for a given amount there should be a given amount of reward. The individual establishes this by

Social factors include:- comparing the efforts of rewards he/she receives with those of
others only where the rewards and efforts are seen as reasonable in terms of other people, it leads to satisfaction.

Growth need : - concerned with personal development

He feels that deprivation is the only way to achieve needs; there is No need to go in sequence. Job satisfaction is itself a complex concept and difficult to measure objectively. A wide range of variable relation to individual, social, cultural, organizational and environmental factors affects the level of job satisfaction.

Individual factors include:- Personality , education, intelligence and abilities, age, marital
status, orientation to work. Relationships with co-workers group working and Norms , opportunities for interaction, informal organization.

Cultural factors include: - Attitudes , belief and values

Organizational factors include:- Nature and size, formal structure, personal policies,
Industrial relations , nature of work, techNology and work organization, supervision and styles of leaderships, Management system , working conditions.

Environmental factors include:- EcoNomic, social , technical and governmental

influences.

The other factors that influences job satisfaction are :

a. Pay:- wages and salaries are recognized to be a significant but Cognitive, complex and multi dimensional factors in job satisfaction. Money Not only helps people to attain their basic needs but also is instrumental in providing upper level satisfaction. Employees often see pay as a reflection of how management feels about their contribution to the organization.

b )work itself:- The content of the work itself is a major source of satisfaction. Job itself and
auto Nomy are two of the major job related motivation factors. Important ingredients of satisfying job include Interesting and challenging work. Work that is Not boring and a job that provides status bring job satisfaction.

c) Promotion:- Promotional opportunities seem to have a varying effect on job

satisfaction. This is because promotion takes a number of different forms and have a variety of accompanying rewards. Executive promotions may be more satisfying than promotions that occur at the lower levels of the organization.

d) Work groups:- The nature of the workgroup will have an effect on the job satisfaction.
Friendly, co-operative workers are a modest source of job satisfaction to individual employees. The work group schemes as a support, comfort, advice and assistance to the individual workers. Individuals find work groups attractive for a number of reasons. Satisfaction is gained from interaction with others as a pleasure in its own right friendship.

e). Working conditions:- Working conditions is a Nother factor that have remarkable effect
on job satisfaction . The employees Salaries, Benefits in personal life. This was introduced by Clayton Alderfer. It is an extension of Herzberg theory. He argues that there is No value in categorizing needs into lower and higher order ones. He categorized needs into three core needs. Existence need : - concerned with psychological needs

Relatedness need : - concerned with social needs should be provided with good ventilation facilities and space free of Noise and other pollutants. If the working conditions are poor, personnel will find it more difficult to get the things done. If the working environment is pleasant there is No reason why people feel dissatisfied. However providing a congenial work environment attract additional investments on the part of employers and most often employers are averse to this aspect, hence job dissatisfaction.

f) Supervision:- Supervision is aNother moderately important source of employee satisfaction

. There seem to be two dimensions of supervisory style that affect satisfaction. One is employee-centeredness, which is measured by the degree to which a supervisor takes personal interest in the employees welfare. It commonly is manifested in ways such as checking to see how well the subordinate is doing, providing advice and assistance to the individual, and communicating with the worker on a personal as well as at the official level. A pat on the back with a word of appreciation from the Supervisor will do wonders in providing job satisfaction.

g). Compensation:- Rewards include both direct and indirect compensation. Higher the
compensation an employee receives, the greater is employees satisfaction. Employees bring a variety of perspectives to bear, in deciding whether they are satisfied with the compensation they receive, thus making the management of compensation a particularly challenging HR activity. In compensation, there is use of Bonus - one time lump sum payments given for meeting a performance goal. Bonuses Not only help the employee control input costs but also appear to improve employee satisfaction,

h) Benefits:-Many organizations offer additional benefits some of which provide in Novative

opportunities for employees. Employees are exposed to skill & will her a new title that may by reflect the level of work he/she has achieved. When feasible, employees shall be supported by allowing them to persue further education, which will make them more valuable and more fulfilled professionally.

2.ALDERFER ERG THEORY:

This was introduced by Clayton Alderfer. It is an extension of Herzberg theory. He argues that there is No value in categorizing needs into lower and higher order ones. He categorized needs into three core needs. Existence need : - concerned with psychological needs Relatedness need : - concerned with social needs Growth need : - concerned with personal development

He feels that deprivation is the only way to achieve needs, there is no need to go in sequence.

DIMENSIONS OF THE JOB SATISFACTION:-

Job satisfaction is itself a complex concept and difficult to measure objectively. A wide range of variable relation to individual, social, cultural, organizational and environmental factors affects the level of job satisfaction.

Individual factors include:- Personality , education, intelligence and abilities, age, marital
status, orientation to work.

Social factors include:- Relationships with co-workers group working and Norms ,
opportunities for interaction, informal organization.

Cultural factors include: - Attitudes , belief and values Organizational factors include:- Nature and size, formal structure, personal policies,
Industrial relations , nature of work, technology and work organization, supervision and styles of leaderships, Management system , working conditions.

Environmental factors include:-Economic, social , technical and governmental influences.

INFLUENCES JOB SATISFACTION ARE :There a number of factors that influences Job satisfaction which are as follows

a) Pay:- wages and salaries are recognized to be a significant but Cognitive, complex and multi
dimensional factors in job satisfaction. Money Not only helps people to attain their basic needs but also is instrumental in providing upper level satisfaction. Employees often see pay as a reflection of how management feels about their contribution to the organization.

b) Work itself:- The content of the work itself is a major source of satisfaction. Job itself and
autoNomy are two of the major job related motivation factors. Important ingredients of satisfying job include Interesting and challenging work. Work that is Not boring and a job that provides status bring job satisfaction.

c) Promotion:- Promotional opportunities seem to have a varying effect on job

satisfaction. This is because promotion takes a number of different forms and have a variety of accompanying rewards. Executive promotions may be more satisfying than promotions that occur at the lower levels of the organization.

d) Work groups:- The nature of the workgroup will have an effect on the job satisfaction.
Friendly, co-operative workers are a modest source of job satisfaction to individual employees. The work group schemes as a support, comfort, advice and assistance to the individual workers. Individuals find work groups attractive for a number of reasons. Satisfaction is gained from interaction with others as a pleasure in its own right friendship.

e) Working conditions:- Working conditions is another factor that have modest effect on
job satisfaction . The employees Salaries, Benefits in personal life. should be provided with good ventilation facilities and space free of Noise and other pollutants. If the working conditions are poor, personnel will find it more difficult to get the things done. If the working environment is pleasant there is No reason why people feel dissatisfied. However providing a congenial work environment attract additional investments on the part of employers and most often employers are averse to this aspect, hence job dissatisfaction.

f) Supervision:- Supervision is another moderately important source of employee satisfaction

. There seem to be two dimensions of supervisory style that affect satisfaction. One is employee-centeredness, which is measured by the degree to which a supervisor takes personal interest in the employees welfare. It commonly is manifested in ways such as checking to see how well the subordinate is doing, providing advice and assistance to the individual, and communicating with the worker on a personal as well as at the official level. A pat on the back with a word of appreciation from the Supervisor will do wonders in providing job satisfaction.

g) Compensation:- Rewards include both direct and indirect compensation. Higher the
compensation an employee receives, the greater is employees satisfaction. Employees bring a

variety of perspectives to bear, in deciding whether they are satisfied with the compensation they receive, thus making the management of compensation a particularly challenging HR activity. In compensation, there is use of Bonus - one time lump sum payments given for meeting a performance goal. Bonuses Not only help the employee control input costs but also appear to improve employee satisfaction, h) Benefits:Many organizations offer additional benefits some of the which provide establish employee assistance

innovative opportunities for employees and have

program(EAPS) offering short term counseling for employees under job-stress or personalstress . These measures activate the finer instincts of employees making him satisfied with the employer. i) Health & Safety Measures:- Successful health & safety depend on the philosophy of management. Health policy may be motivated by the belief that worker's represent a valuable asset of the organization. Top management should assume the leadership role. If top management pays only lip services to safety, workers will disregard the safety policies as unimportant. A lot of statutes have been enacted to safeguard the health and safety of workers in different establishments/industry. Government intervenes when the employers default on these fronts. Permissions in the form of license is issued to various industries only if they comply with the safety &health provisions stipulated under relevant Acts. Violation on the part of employers attract penal action by statutory authorities. j) Performance & stress:- It is an adaptive response to an external situation that results in physical, physiological, and behavioral deviations for organization participants. It is Not easy to determine the optimum level of stress for employees. It depends on the employees life with demographic characteristics occupational (age, race) status. Human performance is always subjective. No two workers are same in their manual performance. A lot depends on his physique, age, race, experience and the stress to which they are exposed. It is said that a few people give out their best under stress while others like to put in their best when they are relaxed.

k) Age:- There is No linear relationship between age and job satisfaction. Towards the end of employees career, there may be down turn in their satisfaction. The decline may be due to unmet expectations and the downsizing, which has left unwanted, with no sense of loyalty or belonging. l) Achievement:- One premise inherent in Hertzbergs theory is that most individuals sincerely want to do a good job. Clear, achievable goals and standards for each position should be set and to make sure employees know what those goals and standards are. Individuals should also receive regular, timely feedback on how they are doing and should feel they are being adequately challenged in their jobs. m) Recognition:- Individuals at all levels of the organization want to be recognized for their achievements on the job. Their successes don't have to be monumental before they deserve recognition, but praise should be sincere. When you Notice employees doing something well, take the time to acknowledge their good work immediately. n) Responsibility:- Employees will be more motivated to do their job well if they have ownership of their work. This requires giving employees enough freedom and power to carry out their tasks so that they feel they own" the result. As individuals mature in their jobs opportunities shall be provided which would asses their responsibility, o) A employee may be promoted, consider giving him or her a new title that may by reflects the level of work he or she has achieved. When feasible, employees shall be supported by allowing them to pursue further education, which will make them more valuable and more fulfilled professionally.

JOB SATISFACTION:- MEASURING

There are a number of ways of measuring job satisfaction some of the most Common include rating scales, critical incidents, interviews and action Tendencies. advancement:Reward loyalty and performance with advancement. If there is No open position to which a valuable

1)Rating scales:-One of the most popular is the Minnesota satisfaction questionnaire(MSQ).This

instrument provides the detailed picture of the specific satisfaction and dissatisfaction of the employees. Another popular Rating scale is the job descriptive index (JDI). This rating scale offers a number of important advantages in measuring job satisfaction, one is that they are usually short and can be filled out quickly and easily. Another is that they tend to be used worked in general language so that they can be used with employee in different types of organizations on the negative side these instructions are based on the assumption that the persons are willing to respond honestly and that they are able to describe their feelings accurately. Another problem is underlying assumption that the questionnaire items are valid and reliable.

2) Critical incident:- The critical incidents approach to the measurement of job satisfaction is
very popular. Employees were asked to describe the incidents on their job when they were particularly satisfied and dissatisfied. These incidents where then contents analyzed in determining which aspects were Not closely related to the positive and negative attitudes. One of the most benefits of this approach is that it allows the respondents say what ever they want. On the other hand, the approach is time consuming and there is a chance that both response and interpretations are biased.

3) Interview:- another method of assessing job satisfaction is through the use of personal
interviews. It is an exploratory device to identify relations or verify information collected and to capture information, as it exists. Its flexibility makes the interview a superior technique for exploring areas where Not much is known about questions to ask or how to formulate questions. It offers a better opportunity that the questionnaire to evaluate the validity of the information gathered .The interviewer can observe, not only what subjects say, but also how they say it .It is an effective technique for eliciting information of complex subjects and for probing the sentiments underlying expressed opinions .On the negative side responses can be misinterpreted and thus lead to erroneous conclusions. There is the possibility of interviewer bias. Interviews are relatively time consuming and thus expensive way of gathering information.

4) Action A tendencies:- Action tendencies are the inclination people have to approach or
avoid certain things. By gathering information about how they feel like acting with respect to their job, the job satisfaction can be measured. There are a number of advantages associated with this approach in measuring attitudes .One is that, less self-insight is required by the respondent. Thus, the chance of self- bias is reduced. Secondly, the approach produces greater opportunities for people to express their inner feelings in depth, when compared to other instruments used for measuring job satisfaction of a person.

CHAPTER-2 INTRODUCTION OF THE COMPANY

Allsoft Solutions, Inc. is a software consulting and development firm specializing in variety of technologies. We blend creative, strategic planning with expert knowledge to tackle the toughest challenges for businesses. Our goal is to achieve 100% client satisfaction by economically delivering ideal solutions tailored for each client.

Founded in 2000, Allsoft Solutions, Inc. corporate headquarters in Philadelphia with Offices in California and India has been delivering excellent consulting and custom technology solutions to all our clients. Allsoft's rapid growth is due to our success in improving our customer's business and technological processes to increase efficiency, accountability, performance, and drive business value. We leverage the advantages of leading industry platforms such as IBM, Oracle, Microsoft, and Open Source technologies to provide custom solutions. Our staff has a combined experience of over 35 years of experience backed up by our 24/7 dedicated and hard working offshore development team in India. In addition to our superior 2 tier and 3 tier internet enabled business applications, Multimedia, and Enterprise Resource Planning (ERP) applications. Allsoft further stands above the competition by virtue of its people. Our employees provide exceptional business process, software implementation and training services. Their knowledge and skills enable our customers to achieve the maximum value from their corporate information technological solutions. Our service offerings are varied, and straddle many different industries, such as healthcare, insurance, environment, food and catering, transportation, legal, manufacturing and state and local government. Our consulting engagements vary from a few person-months to person-years in effort Our goal is to achieve 100% client satisfaction by economically delivering ideal solutions tailored for each client.

PRODUCTS
Allsoft Product Development team help our clients either to devlop new application or customize, integrate, update existing product systems. Our top quality state of the art software development facility in india helps us make the entire process simple, efficient and cost effective.

Our product development services covers a impressive range of technologies with a focus on IBM Solutions. Some of the commonly used technologies include J2EE, Service Oriented Architecture, IBM Websphere, IBM WebSphere Portal Servers, IBC WebSphere Process Server, PHP, Oracle, PeopleSoft, DB2, SQL, Interwoven, Documentum,C#, Mercury and Rational Tools, UNIX, AIX, etc. In addition to our expertise in cutting edge technology we follow a very strict and full product life cycle. Allsoft Solutions starts the software development process with a detailed requirements analysis, defining the application architecture, designing a prototype, followed by testing and redesign. This process is followed along side a software development life cycle (SDLC). Below is our most popular custom product solutions.
ERP Products J2EE Enterprise Products PHP Web Products

SERVICES
The Services team at Allsoft Solutions is totally geared for serving our clients with their experience and dedication. Our service-oriented approach extends into all aspects of the software and systems environment implementation, integration, testing, system administration, support, etc. Our dedicated employees go the extra mile to ensure that project deadlines are met on time. Our extraordinary depth of knowledge and mastery of multiple technical platforms enables us to handle even the most complex integration issues. Some of our services and expertise are in the following technologies. J2EE, SOA, IBM WebSphere, PHP, Oracle, PeopleSoft, DB2, SQL, Interwoven, Documentum, VB.NET, ASP.NET, C#, Mercury and Rational Tools, UNIX, AIX, etc. We provide services in the following areas: Consulting Software Development Education Customer Support

CLIENTS
Allsoft Solutions, Inc. is helping small, medium and large enterprises to achieve their information technology goals. We have been very successful in forming long-term

partnership with most of our clients since our inception. Allsoft's clients include software providers, online businesses, and enterprises that want to leverage their software assets, meet critical time-to-market pressures, and reduce their technology cost of ownership. Our ability to reinvest our learning and resources into services that proactively exceed their expectations has ensured that our clients stay with us for years. Most of our revenue comes from repeat business, and most of our new clients are referrals by existing ones. We provide software services and solutions for clients across a range of industries, including technology, financial services, healthcare and many more. Below is the partial list of our clients to whom we are providing consulting and software development services.

U.S.A Pennsylvania
Allsoft Solutions Inc. 501 Cambria Avenue, Suite 132, Bensalem, PA 19020 Phone: 610-619-3507 Fax - 215-604-6115

India
Allsoft Solutions and Services P. Ltd. E-122 Phase VII , Industrial Area Mohali - 160055 Ph: 172-5093122, 9041773536

CHAPTER-4

DATA ANALSIS AND INTERPRETATION

Job Satisfaction Analysis

1. What do you think is the most vital element that provides you job satisfaction? Organization Salary culture income/ benefits No. of Respondents % of Respondents 18 40 20 12 10 100 9 20 10 Recognition Scope of growth 6 5 50 Promotion Total

Interpretation: Interpretation:

More of the Respondents are satisfied with the Salary Income/ Benefits.

2. What is your opinion regarding the benefits & allowances being provided to you by IBM? Highly Satisfied Satisfied Neither Satisfied nor dissatisfied No. of Respondents % of Respondents 50 10 30 10 0 100 25 5 15 5 0 50 dissatisfied Highly dissatisfied Total

Interpretation:

Most of the respondents are Highly Satisfied regarding benefits and allowances provided by the organization 3.What is the degree of satisfaction you are gaining from the level of income you are earning in IBM?

Highly Satisfied

Satisfied

Neither Satisfied nor dissatisfied

dissatisfied Highly dissatisfied

Total

No. of Respondents

10

25

10

50

% of Respondents

20

50

10

20

100

Interpretation:

Most of the Respondents are Satisfied by gaining more earnings.

4. Do you feel any kind of burden or stress at your work place?

Yes No. of Respondents % of Respondents 15 30

No 35 70

Total 50 100

5. How is your interpersonal relationship with your superiors? Excellent No. of Respondents % of Respondents 10 20 Very good 20 40 Good 10 20 Average 8 16 Poor 2 4 Total 50 100

Interpretation:

Most of the respondents are Saying that their interpersonal relationship with their Superiors are very good.

6. Do you generally work for extra hours IBM?

Highly agreed No. of Respondents % of Respondents 10 20

Agreed

Neither agree nor disagree

disagree Highly disagree

Total

20 40

5 10

10 20

5 10

50 100

Interpretation:

Most of the respondents are agreed that they work for extra hours

7. How would you best describe the nature of your job? Challenging Makes the best use of your skills No. of Respondents % of Respondents 20 22 58 100 10 11 29 50 Routine Total

Interpretation:

Most of the respondents are dont like to find a new job.

8. What is your opinion on promotion policy being followed by IBM? Excellent Very good No. of Respondents % of Respondents 10 20 12 24 15 30 5 10 8 16 50 100 Good Average Poor Total

Interpretation

Most of the respondents opinion regarding promotion policies followed by the organization are good

9. Are you Satisfied with benefits Provided by IBM?

Highly Satisfied

Satisfied Neither Satisfied nor dissatisfied

dissatisfied

Highly dissatisfied

Total

No. of Respondents % of Respondents

20

10

15

50

10

40

20

30

100

Interpretation:

Most of the respondents are Satisfied with the benefits provided by organization

10. Taking the present circumstances into account, how likely is it you will make a genuine effort to find a new job with another employer?

Very Likely No. of Respondents % of Respondents 5 10

Likely 20 40

Not at all likely 25 50

Total 50 100

Interpretation:

Most of the respondents are dont like to find a new job.

11. State the Satisfaction levels of your job in IBM?

Highly Satisfied

Satisfied

Neither Satisfied nor dissatisfied

Dissatisfied

Highly Dissatisfied

Total

No. of Respondents % of Respondents

15

20

10

50

30

40

20

10

100

Interpretation

Most of the respondents are Satisfied with their jobs

12. Mention the factors, which influence your performance at work place. Internal factors External factors Total

No. of Respondents % of Respondents

20 40

30 60

50 100

Interpretation:

Maximum respondents agreed that they are very much influenced by external factors.

LIMITATIONS OF THE STUDY

The study is subjected to certain limitations. Even though care has been taken in collection, classification and analysis of data, the following limitations were noticed: There is small sample size of the study due to organizational constraints.

Many of the respondents had not given response that makes the data collection vague to certain extent.

Generally the respondents were busy in their work and were not interested in responding rightly.

Respondents were reluctant to disclose complete and correct information about themselves and the organization.

(vi)

Due to lack of awareness it was difficult to get proper data from the employees. The last but the most important point is that the survey was carried through Questionnaire and the Questions were based on perception.

FINIDINGS
It can be found from the study, that there are a number of factors, which influences on the job satisfaction of the employees in IBM which are identified

as given below:

The factors, which contribute to high satisfaction of the employees, are attitude towards job, participative working conditions and relation with coworkers and nearly immediate superiors..

The training programs are being conducted to motivate the staff in ethical and principal values to improve the work culture at the IBM.

The management take necessary measures by co-operating with the employees in order to improve the quality of work life.

SUGGESTIONS

Most of the employees their job to be routine and monotonous. Hence Job Rotation is suggested so that the employees get an opportunity to improve their skills and find their Job more satisfying.

There is scope for improvement in the performance appraisal technique being followed in the organization as majority of the employees feel so.

Most of the employees do Not discuss their problems with their boss often so the organization must create opportunities for the employees to interact with their boss regularly.

It implies the shifting of employees from one job to another. So that monotony and boredom are reduced. This can increase the skills, knowledge and interest of the employees about the jobs,

It is suggested that redeployment to be considered in IBM to meet the company requirements on day-to-day basis.

Job Satisfaction Questionnaire

1. What do you think is the most vital element that provides you job satisfaction? a) Organization culture b) Salary income/ benefits c) Recognition

d) Scope of growth

e) Promotion

2. What is your opinion regarding the benefits & allowances being provided to you. a) Highly Satisfied d)dissatisfied b) Satisfied c) Neither Satisfied nor dissatisfied

e) Highly dissatisfied

3. What is the degree of satisfaction you are gaining from the level of income you are earning? a) Highly Satisfied d)dissatisfied b) Satisfied c) Neither Satisfied nor dissatisfied

e) Highly dissatisfied

4. Do you feel any kind of burden or stress at your work place? a)Yes b) No

5. How is your interpersonal relationship with your superiors? a)Excellent b) Very Good c) Good d) Average e) Poor

6. Do you generally work for extra hours? a)Highly agreed d)disagree b) Agreed c) Neither agree nor disagree

e) Highly disagree

7. How would you best describe the nature of your job? a) Challenging b) Makes the nest us of your skills c) Routine

8. What is your opinion on promotion policy being followed by organization? a) Excellent b) Very good c) Good d) Average e) Poor

9. Are you Satisfied with benefits Provided by Organization a) Highly Satisfied d)dissatisfied b) Satisfied c) Neither Satisfied nor dissatisfied

e) Highly dissatisfied

10. Taking the present circumstances into account, how likely is it you will make a genuine effort to find a new job with another employer? a) Very Likely b) Likely c) Not at all likely

11. State the Satisfaction levels of your job a) Highly Satisfied d)dissatisfied b) Satisfied c) Neither Satisfied nor dissatisfied

e) Highly dissatisfied

12. Mention the factors, which influence your performance at work place. a) Internal factors b)External factors

CONCLUSION

From the interaction with the employees, it was observed that their superiors considered the suggestions of the employees seriously, only some times. They feel alienated, left out of the

planning and decision process. The boss should encourage participation and become as approachable as possible. They should try to consider the suggestions of the employees even though they wont put it into practice immediately; this makes the employees happy that their superior considers their suggestion. Boss can change choice of words, tone of voice, phrases, so that he does Not sound authoritative and autocratic.

The respondents stated that they go home at right time and do Not carry any office work to home. This implies that they do Not want to carry any work related stress to their home and like to finish office work at work place and relieve their family from the stress and strain of office work. This help them spend quality time with family and return to work next day, fully refreshed. This indirectly boost their output in office. After all the ultimate aim of everyone is to ensure the well being of their loved ones in the family.

BIBLIOGRAPHY
Books Referred Gupta.k.shashi , Joshi Rosy, Human Resource management Ashwathappa.k , Human Resource Personal Management Research Methodology Methods and Techniques: Kothari C. R.: Willey Easter: New Delhi.

Reference www.google.com www.hcl.co.in www.citeHR.com