A PROJECT REPORT

ON

“Job satisfaction and Job involvement of IT

employees”

A Project Report

Submitted to
ST, JOSEPH’S P.G. COLLEGE, KING KOTI, HYDERABAD
In partial fulfillment of the

Requirements for the award of the degree

MASTER OF BUSINESS ADMINISTRATION

Submitted By

Mr. S.NISAR BASHA

(REG No: 5504192)

(2008-2010)
 TABLE OF CONTENTS

Chapters

1. COMPANY PROFILE

2. THEORETICAL PERSPECTIVE

3. RESEARCH METHODOLOGY

4. DATA ANALYSIS & INTERPRETATION

5. FINDINGS

6. SUGGESTIONS AND CONCLUSION

7). ANNEXURES

♦ BIBLIOGRAPHY
 INTRODUCTION
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

CONCEPT OF HRM:

1. Human resource management deals with the “people” dimension in

management. Byars and Rue, in their books, “Human resource and personnel Management”,
 say “human resource management encompasses those activities designed to provide for and
coordinate the human resources of an organization …human Resource functions refer to those
tasks and duties performed in the organization to provide for and coordinate human resource”.

2. According to Ivancevich and Glueck, “HRM is the function performed in

organizations that facilitates the most effective use of People (employees) to achieve
organizational and individual goals.
1. HRM is a process that basically of four functions-acquisitions,
2. Development, motivation and maintenance of HR.

ACQUISITION

MAINTENANCE DEVELOPMENT
ENTERNAL
INFLUENCES

MOTIVATION

Objectives of the study:

This project work characterizes to evaluate job satisfaction level of employees working in
various branches of Canara bank. The objectives of the study are as follows:

A. To analyze bank’s working environment.

B. To study and analyse the satisfaction level of employees at Canara Bank.
C. To study various factors which influences job satisfaction of employees.
 D. To study the relationship between personal factors of employees (income, designation,
education qualification etc.)
E. To identify and suggest measures for the improvement of the satisfaction level.

SCOPE OF STUDY

The scope of the study is very vital. Not only the Human Resource department
can use the facts and figures of the study but also the personnel, finance and
sales department can take benefits from the findings of the study.

Scope for the sales department

The sales department can have fairly good idea about their employees,that they are satisfied
or not.

Scope for personnel department

Some customers have the complaints or facing problems regarding the job. So the personnel
department can use the information to make efforts to avoid such complaints.

LIMITATION OF STUDY

• Data collected was based on questionnaire and interview method only.

• Total number of employees in canara bank is more but sample size is limited to 50
only.
• The research was conducted in limited duration only.
• Survey can vary from city to city.
• Some respondants hesitated to give actual situation , they feared that management
would take action against them.
• The findings and conclusions can result in bias.
 RESEARCH METHODOLOGY

Meaning of Research

Research is defined as “a scientific & systematic search for pertinent information on a

specific topic”. Research is an art of scientific investigation. Research is a systemized effort to
gain new knowledge. It is a careful inquiry especially through search for new facts in any
branch of knowledge. The search for knowledge through objective and systematic method of
finding solution to a problem is a research.

Research Methodology
 Research is a systematic method of finding solutions to problems. It is essentially an
investigation, a recording and an analysis of evidence for the purpose of gaining knowledge.

According to Clifford woody, “research comprises of defining and redefining problem,

formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,
reaching conclusions, testing conclusions to determine whether they fit the formulated
hypothesis”
RESEARCH DESIGN
A research is the arrangement of the conditions for the collections and analysis of the data in a
manner that aims to combine relevance to the research purpose with economy in procedure. In
fact, the research is design is the conceptual structure within which research is conducted; it
constitutes the blue print of the collection, measurement and analysis of the data. As search the
design includes an outline of what the researcher will do from writing the hypothesis and its
operational implication to the final analysis of data.

The design is such studies must be rigid and not flexible and most focus attention on the
following :

TYPES OF RESEARCH

DESIGN

TYPES OF EXPERIMENTAL
RESEARCH RESEARCH DESIGN
DESCRIPTIVE

&

DIAGNOSTIC
The present study is exploratory in nature, as it seeks to discover ideas and insight to bring
out new relationship. Research design is flexible enough to provide opportunity for
considering different aspects of problem under study. It helps in bringing into focus some
inherent weakness in enterprise regarding which in depth study can be conducted by
management.

SAMPLE SIZE

There were 100 respondents working in 2 branches of CreativeSoft.

SOURCES OF DATA

Data was collected from both primary and secondary source.

Primary data:

The primary data was conducted through structured questionnaire and some personal
interview.

Secondary data:

Secondary data was collected from books, magazines, internet, newspapers.

Statistical tools used for interpretation and analysis

PERCENTAGE ANALYSIS: It refers to special kind of ratio; percentages are used in

making comparison between two or more series of data, and used to describe the relation.
Since to percentage reduced everything to a common based and thereby allows meaningful
comparison to be made.
 Company Profile

Creative Soft Technology Services, is a full service internet company located in India
providing quality web solutions, website design, Software Development, Quality Assurance,
HR Process Outsourcing, web development, domain registration, e-commerce, network &
hardware and IT consultancy services, multimedia presentation and maintenance services to
businesses of all types and sizes. We are known for our talent, passion, work ethic and
building ongoing long term relationships and commitment through support and maintenance.

About Us:
At Creative Soft Technology Services, we understand the importance of defining our vision
and values to ensure consistency in the products and services that we provide you.

Our Vision

To get acknowledged as the best in the world at enabling organizations everywhere to enhance
the value of their relationships with customers and employees.

Our Values

Placing a high priority on these key values enables us to stay focused on delivering superior
service and products.

• Unparalleled client satisfaction

• Teamwork
• Shareowner's trust
• Respect for the individual
• Diversity
• Corporate citizenship

WHY Creative Soft Technology Services

• Reduced Operational Costs

• Skilled Call Center Agents
• Reduced Agent Attrition
• Redundant Architecture & Infrastructure
• Data Security
• State-of-the-Art Technology
• Confidentiality of transactions
Our Business Philosophy:

Make it Quick and Easy: Whether you are a first time website builder or an experienced
programmer, we believe that creating an Internet presence should be quick, easy and trouble-
free.

Provide the Best Resources: Our tools and resources are developed with the user in mind.
For the beginner, we offer a simple, template-based builder that is easy to use and fully
customizable. For the expert, we are compatible with all major web publishing tools and offer
a wide array of resources to enhance your website.

Back it up with Full Customer Support: Our knowledgeable and responsive support team is
equipped and ready to answer all your questions to help create your web presence.

Offer Design and Consultation Services: If you don't have the time or inclination to develop
your own web site, our design team will do all the work for you. Our consultants will speak
with your directly to create and customize a web presence that meets your expectations.

Make it Affordable: We've been in the web services business since a long time by Internet
standards. We have a setup of secure data center housing the best hardware and software
infrastructure that guarantees the highest standards in the industry. Our years of experience
have taught us to maximize efficiency to keep costs down.

We also provide services for :

• Graphic Design
• Logo Design
• Flash, Streaming Audio and Video
 • Auction and Portal applications
• Corporate Identity
• Concept Design
• Software Development
• Quality Assurance
• Training
• Consultancy Services
• HR Process Outsourcing

Multimedia:

Multimedia presentations, is an ideal and most effective medium to launch new product range.
Dazzling multimedia development in animation & Graphic, Animations, An ideal Presentation
could include your company profile, products details and products or process animation to suit
your needs your complete presentation authored on CD can be used in many fold ways.

CSTS offers effective Multimedia Solution and Design services, which helps to create or
developing corporate identity. We provide complete rich multimedia design solution and
Interactive CD presentation solutions using Macromedia Flash, Macromedia Director, Adobe
Photoshop, Adobe Illustrator, and many more.

The first step in creating successful Multimedia CD Presentation is to understand the clients
requirements in detail. We have knowledgeable team who does in depth analysis of company
goal, strategic business plan & their targeted audience. we manage Multimedia project from
start to end including theme development, 3D introduction, design, programming, sound,
voice-over everything you say about multimedia. The types of media presentation shown via
CD presentation is :-

Corporate Presentation, Product introduction & presentation, Advertising reports, catalogue,

testimonials, virtual galleries, Live animation, full motion high-quality video, sound, text,
vibrant graphic artwork, graphic presentation, graphic illustration.
Your presentation can include voiceover, music, animation, video and a link to your website.
CSTS can handle all aspects of your CD presentation like content development, professional
voiceover talent, video, music, CD cover art and CD production etc.

Software Development
Creative Soft offers a dedicated development model to our clients in which a software
development team that is dedicated to a single client uses technology, tools, processes and
methodologies unique to that client. Each dedicated development Centre is located at Creative
Soft facility in India and is staffed and managed by the Company. Once the project priorities
are established by the client, Creative Soft, in conjunction with the client's IT department,
manages the execution of the project. By focusing on a single client over an extended time
frame, the dedicated development Centre team gains a deeper understanding of the client's
business and technology and can begin to function as a virtual extension of the client's
software team.

Creative Soft dedicated development centre bring a unique solution to technical resource
requirements of organizations. Professionals in a dedicated development Centre are focused on
a particular technology platform and business domain pertaining to a given Client. The
knowledge assets acquired by the centre remain with it even while individuals move on to
other activities. Clients assign projects to the centre, which assumes full responsibility of the
assignment and delivers end-to-end solutions.

Microsoft .Net Technology:

Microsoft defines .Net as the strategy for connecting information, systems, and devices
through Web services. .Net technology is integrated throughout Microsoft products. .Net
technologies use Web services to help enhance the computing experience with highly
integrated communications and information.

Microsoft .Net is a platform comprising servers, clients, and services. It’s toolset consists of
Visual Studio .Net, the Tablet PC, and the .Net My Services. Microsoft .Net was designed to
address the customer needs about how applications will be built, deployed, and operated.
Microsoft .Net was built for integration through XML Web services using protocols and file
formats such as SOAP (Simple Object Access Protocol), WSDL (Web Services Description
Language), and UDDI (Universal Description, Discovery, and Integration).

A Web service-based IT architecture can be developed and deployed with a set Microsoft.Net
products and tools: servers, web services development tools, applications to use them. .NET
technologies are supported throughout the family of Microsoft products, including the
Windows Server System, the Windows XP desktop operating system, and the Microsoft
Office System.

Though Microsoft has been claiming that .Net is about open and interoperable web services,
when in the other opinion Microsoft is already making their web services closed and
proprietary.

The main strong points of .Net technologies are:

• Integrated toolset.
• Simpler programming model.
• Language neutrality.

Java Enterprise Edition:

The Java 2 Platform, Enterprise Edition (J2ee) defines the standard for developing multitier
enterprise applications.

Enterprise Edition (J2ee) defines a standard architecture that is delivered as the following
elements:

• Application Programming Model;

 • J2ee Platform;
• J2ee Compatibility Test Suite;
• J2ee Reference Implementation.

The J2ee platform consists of standardized, modular components, by providing a complete set
of services to those components, and by handling many details of application behavior
automatically, without complex programming.

The J2ee platform takes advantage of many features of the Java 2 Platform, Standard Edition
(J2SE), such as "Write Once, Run Anywhere" portability, JDBC API for database access,
CORBA technology for interaction with existing enterprise resources, and a security model
that protects data even in internet applications. Building on this base, the Java 2 Platform,
Enterprise Edition adds full support for Enterprise JavaBeans components, Java Servlets API,
Java Server Pages and XML technology. The J2ee standard includes complete specifications
and compliance tests to ensure portability of applications across the wide range of existing
enterprise systems capable of supporting the J2ee platform. In addition, the J2ee specification
now ensures Web services interoperability through support for the WS-I Basic Profile. The
Java technology is an open technology. The Java technology recognizes the network's
heterogeneous nature and is supported on all the operating systems and chip architectures. A
strict security model was designed into Java from the beginning. Java supports not only Web
services, but also other kinds of services like wireless data services and services on demand.
Java supports Web services technologies like XML, SOAP, and UDDI and was listed in an
Evans Data Corporation Developer Survey as the number one tool used by developers to build
Web services.

The main strong points of J2ee technology include:

• A simplified architecture which is based on standard components, services and clients,

that takes advantage of the write-once, run-anywhere Java technology;
• Services providing integration with existing systems, including Java Database
Connectivity (JDBC); Java Message Service (JMS); Java Connector Architecture
 (JCA); Java Interface Definition Language (Java IDL); the Java Mail API; and Java
Transaction API (JTA and JTS) for reliable business transactions;
• Scalability to meet demand, by distributing containers across multiple system and
using database connection pooling, for example;
• A better choice of application development tools and components from vendors
providing standard solutions;
• A flexible security model that provides single sign-on support, integration with legacy
security schemes, and a unified approach to securing application components.

Quality Assurance

We operate a large, completely independent testing laboratory, with experienced full-time

testing and QA specialists and managers with an unbiased view of IT. By employing Creative
Soft QA laboratory services, you will see if your project meets your initial requirements and
the business needs of your industry, both in its current state and in perspective. We are also
able to fully test product functionality, user-friendliness, performance, stability and many
other aspects. Why wait to adjust software to make it client-friendly, bug-free and adequate to
your business needs? While others are struggling to make it all work smoothly after the
development process is over, our customers stay aware of potential problems and are able to
eliminate problems on the fly.

We offer the following QA and testing services:

Software Testing

• Complex Testing Service

• Functional Testing
• Technical Testing
• Installation Testing
 • User Interface Testing
• 508 Standard Testing

Know types of Testing

Functionality Testing:
Functionality testing is validating that an application conforms to its specifications and
correctly performs all its required functions. During functionality testing, a range of inputs as
test data is created and tests are performed to validate whether each feature conforms to the
requirements provided by the customers or as per blue print.

Automated Testing:
automated testing is the re-execution of a set of tests that have already been conducted to
ensure that changes have not propagated unintended side affects. Automation is often used to
reduce the time and resources to perform this type of testing. Source One uses state-of-the -art
tools to perform automated testing.

Performance Testing:
Performance testing evaluates the system's ability to meet the required performance levels in
production environment. Scalability of the application is evaluated in addition to investigating
how the performance of the application varies by load and usage. The limits of net-centric
applications are tested in Stress Testing.

User Acceptance Testing:

It is about determining whether the software is satisfactory to an end-user or client by testing
the system against the requirements and validating that the system has delivered what was
initially requested.

Product Qualification Testing:

Product qualification testing validates whether the application looks and functions the same
across all platforms, browsers, processors and configurations. We also test whether installation
of the products is properly done or not.

Localization/ Globalization Testing

In this type of testing, software is tested for different locale and international settings so that
the application/product functions in a consistent way in different geographical locations.

Usability Testing
Usability testing evaluates the application on user friendliness. In addition, we also test
whether all the links in the applications are functioning; whether the response times adhere to
specifications and how well the information is organized in the user interface

Consultancy

CS Consulting focuses in empowering IT departments, be it an ERP services firm or an

embedded tools development company. We provide resources for your permanent and contract
staffing needs. We specialize in mass recruitment processes like walk in interviews,
organizing written tests for fresher etc.. CS Team works closely with the clients to fully
understand the job profile, business requirements and technical skills required in order to
uncover the full scope of the position requirements.

CS Team provides the consultants (for Contract or Permanent Positions) with expertise
in:

Application development and support

• Business analysis
• Content management
• Data warehousing and analysis
• Database design, administration, and maintenance
 • business and Web applications
• Management consulting
• Network design, implementation, administration, and support
• Operating systems support
• Project management
• Project outsourcing
• Software installation and implementation
• Software quality assurance and testing
• Systems integration and conversions
• Technical writing and documentation

HR Process Outsourcing

Our dedicated HR team helps your HR Manager in explaining about the work environment,
safety at work, company history, culture, package and benefits and other relevant information
to the new employees. And any services associated in new hire.
We also help you in the process of joining formalities like verification of previous
employment i.e. background check, referral checks, and any other checks required by you
which may involves travelling across multiple locations and submitting the documents in an
agreed time period.

Training

With the world-class infrastructure, encompassing a research and development center,

CreativeSoft offers high end, technologically advanced, and innovative training programs.
CreativeSoft training programs facilitate Corporate and students build proactive and high
performance teams, which translate their corporate vision into reality.

All our structured training programs that conform to International Standards provide the new
knowledge, skills and insights to effectively compete, increase productivity and achieve
business goals to sustain the competitive advantage.

• Evening and Weekend Batches.

• We have 100% success rate in the placements from our previous batches.
• Training and 100% Placement Assistance.
• Job specific trainings
• Inspiring atmosphere
• providing hands-on-labs
• IT Industry Certification Programs
• Experienced and Industry-certified trainers

Infrastructure:

• Fast and dedicated Internet connectivity

• 100%-automated desks with first rate and perfect computerization
• Non-stop work due to availability of uninterrupted Power Supplies and constant back-
ups
• Exceptional latency time of less than 400 milliseconds
• Sufficient voice and data communication systems.
• Continuous call reception due to flawless duplicated system
• High scalable capacity
 THEORETICAL FRAMEWORK

JOB SATISFACTION

Introduction

Human life has become very complex and completed in now-a-days. In modern society the
needs and requirements of the people are ever increasing and ever changing. When the people
are ever increasing and ever changing when the peoples needs are not fulfilled they become
dissatisfied. Dissatisfied people are likely to contribute very little for any purpose. Job
satisfaction of industrial workers us very important for the industry to function successfully.
Apart from managerial and technical aspects, employers can be considered as backbone of any
industrial development. To utilize their contribution they should be provided with good
working conditions to boost their job satisfaction..

Job satisfaction is important technique used to motivate the employees to work harder. It is
often said that “ A HAPPY EMPLOYEE IS A PRODUCTIVE EMPLOYEE”. A happy
employee is generally that employee who is satisfied with his job.

Job satisfaction is very important because most of the people spend a major portion of their
life at working place. Moreover, job satisfaction has its impact on the general life of the
employees also, because a satisfied employee is a contented and happy human being. A highly
satisfied worker has better physical and mental well being.

Definitions:
In simple words , job satisfaction can defined as extent of positive feelings or attitudes that
individuals have towards their jobs. When a person says that he has high job satisfaction , it
means that he really likes his job, feels good about it and value his job dignity.

ANDREW BRIN
“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.
-P. Robbins
“Job satisfaction is a general attitude towards one’s job: the difference
between the amount of reward workers receive and the amount they believe
they should receive.”
Fieldman and Arnold
 Job satisfaction will be defined as amount of overall positive affect that individuals
have towards their jobs.

HISTORY

One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. 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
productivity (called the Hawthorne Effect). It was later found that this increase resulted, not
from the new conditions, but from the knowledge of being observed. This finding provided
strong evidence that people work for purposes other than pay, which paved the way for
researchers to investigate other factors in job satisfaction.

Scientific management (aka Taylorism) also had a significant impact on the study of job
satisfaction. Frederick Winslow Taylor’s 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 lines and hourly wages. The initial
use of scientific management by industries greatly increased productivity because workers
were forced to work at a faster pace. However, workers became exhausted and dissatisfied,
thus leaving researchers with new questions to answer regarding job satisfaction. It should also
be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone
for Taylor’s work.

Some argue that Maslow’s 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.
Importance to Worker and Organization

Frequently, work underlies self-esteem and identity while unemployment lowers self-worth
and produces anxiety. At the same time, monotonous jobs can erode a worker's initiative and
enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and
occupational success are major factors in personal satisfaction, self-respect, self-esteem, and
self-development. To the worker, job satisfaction brings a pleasurable emotional state that
often leads to a positive work attitude. A satisfied worker is more likely to be creative,
flexible, innovative, and loyal.

For the organization, job satisfaction of its workers means a work force that is motivated and
committed to high quality performance. Increased productivity the quantity and quality of
output per hour worked seems to be a byproduct of improved quality of working life. It is
important to note that the literature on the relationship between job satisfaction and
productivity is neither conclusive nor consistent. However, studies dating back to Herzberg's
(1957) have shown at least low correlation between high morale and high productivity, and it
does seem logical that more satisfied workers will tend to add more value to an organization.
Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their
effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as
soon as the threat is lifted performance will decline.

Tangible ways in which job satisfaction benefits the organization include reduction in
complaints and grievances, absenteeism, turnover, and termination; as well as improved
punctuality and worker morale. Job satisfaction is also linked to a more healthy work force
and has been found to be a good indicator of longevity. And although only little correlation
has been found between job satisfaction and productivity, Brown (1996) notes that some
employers have found that satisfying or delighting employees is a prerequisite to satisfying or
delighting customers, thus protecting the "bottom line." No wonder Andrew Carnegie is
quoted as saying: "Take away my people, but leave my factories, and soon grass will grow on
the factory floors. Take away my factories, but leave my people, and soon we will have a new
and better factory"
Creating Job Satisfaction

So, how is job satisfaction created? What are the elements of a job that create job satisfaction?
Organizations can help to create job satisfaction by putting systems in place that will ensure
that workers are challenged and then rewarded for being successful. Organizations that aspire
to creating a work environment that enhances job satisfaction need to incorporate the
following:

• Flexible work arrangements, possibly including telecommuting

• Training and other professional growth opportunities
• Interesting work that offers variety and challenge and allows the worker opportunities
to "put his or her signature" on the finished product
• Opportunities to use one's talents and to be creative
• Opportunities to take responsibility and direct one's own work
• A stable, secure work environment that includes job security/continuity
• An environment in which workers are supported by an accessible supervisor who
provides timely feedback as well as congenial team members
• Flexible benefits, such as child-care and exercise facilities
• Up-to-date technology
• Competitive salary and opportunities for promotion .

FACTORS INFLUENING JOB SATISFACTION

SOURCES OF JOB
SATISFACTION

Organizational Work Work itself Personal

factors environment factors
factors
There are no. of factors that influence job satisfaction in an organization. A no. of research
studies have been conducted in order to establish some of the causes that result in job
satisfaction. These studies have revealed consistent correlation of certain variables with the
job satisfaction. These factors are given below:

Organizational factors:

1). Salaries and wages : Wages do play a significant role in determining of satisfaction.
Salaries and wages is instrumental in fulfilling so many needs. Money facilities the obtaining
of food,

shelter, and clothing and provides the means to enjoy valued leisure interest
outside of work. More over, salary can serve as symbol of achievement and a
source of recognition. Employees often see pay as a reflection of organization.
Fringe benefits have not been found to have strong influence on job satisfaction
as direct wages.
2). Promotion chances: Promotion chances considerably affect the job satisfaction because
of the following reasons:
Firstly, promotion indicates an employees’s worth to the organization which is highly moral
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 involes positive changes e.g high salary, less supervision, increased status
etc which enhances job satisfaction.
3). Company policies: Organizational structure and policies also play an important role in
affection job satisfaction of employees. An autocratic and highly authoritative structure causes
resentment amomg the employees as compared to a structure which is more open and
democratic in nature.
Work environment factors:

1). Supervision:
Two dimensions of supervisor style:
• Employee centered or consideration supervisors who establish a
supportive personal relationship with subordinates and take a personal
interest in them.
• The other dimension of supervisory style influence participation in
Decision making, employee who participates in decision that affect their
job, display a much higher level of satisfaction with supervisor an the
overall work situation .
2). Work group:
The nature of the work group or team will have effect on job satisfaction in the following
ways:
• A friendly and cooperative group provides opportunities to the group members to
interact with each other.
• The work group group will be even a stronger sources of satisfaction when members
have similar attitudes and values.
• Smaller groups provide greater opportunity for building mutual trust and understanding
as compared to larger groups.
Thus, group size and quality of interpersonal relations within the group play a
significant role in workers satisfaction.

3).Working condition: The employees desire good working condition because they lead to
greater physical comfort. The working conditions are important to employees because they
can influence life outside of work. If people are require to work long hours and / or overtime,
they will have very little felt for their families, friends and recreation outside work. So the
working conditions inside the organization should be favorable.

Work itself
Along with pay, the content of the work itself plays a very major role in determining how
satisfied employees are with their jobs. By and large, workers want jobs that are challenging;
they do want to be doing mindless jobs day after day. The two most important aspect of the
work itself that influence job satisfaction are variety and control over work methods and work
place. In general, job with a moderate amount of variety produce the most job satisfaction.
Jobs with too little variety cause workers to feel bored and fatigue. Jobs with too much variety
and stimulation cause workers to feel psychologically stressed and ‘burnout’.

• 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 level of satisfaction.
• Variety: A moderate amount of variety is very effective. Excessive variety produces
confusion and stress and too little variety causes monotony and fatigue which are
dissatisfiers.
• Lack of autonomy and freedom: Lack of autonomy and freedom over work
methods and work pace can create helplessness and dissatisfaction.
Employees do not like strict supervision.
• Interesting work: A work which is very interesting and challenging and gives status ,
provides satisfaction to the employees.
• Role ambiguity and Role conflict: Role ambiguity and role conflict also lead to
confusion and job job dissatisfaction because employees do not know exactly what
their task is and what is expected of them.
• Personal factors:
• Age and 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 up at all with time are
more likely to be dissatisfied with their jobs.
• 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.
 • Personality: Some of the personality traits which are directly related to job satisfaction
are self assurance, self esteem, maturity , challenge and responsibility. Higher the
person is on Maslows needs hierarchy , the higher is the job satisfaction. This type of
satisfaction comes from within the person and is a function of his personality.

THEORITICAL AAPROCHES TO JOB SATISFACTION

NEED EQUITY TWO SOCIAL NEED EQUITY

FULFILL THEORY FACTOR REFRENCE FULFILLM THEOR
MEN THEORY GROUP ENT
Y
THEORYTheoritical approaches to job satisfaction are asTHEORY
follows: THEORY

1) Need fulfillment theory: According to this theory , a person will be satisfied when
he gets what he wants from his job.
Job satisfaction will vary directly with the extent to which those needs of an
individual , which can be satisfied are actually satisfied.
Thus, job satisfaction according to this theory , is a function of the degree to which the
employees needs are fulfilled in the giving situation.

2) Equity theory: According to this theory , every individual has a basic tendency to
compare his rewards to with those of a reference group. If he feels his rewards are
equitable with others doing the similar work in similar environment, he feels satisfied.
this theory thus belives that ‘a person job satisfaction depends upon his perceived
equity as determined by his output balance in comparison with input – output balance
of others’. This theory takes into account not only the needs of the employeer but also
to the opinion of the refrence group towards which the employee looks for guidance.
3) Two factor theory: This theory states that satisfaction and dissatisfaction are
independent of each other. One set of factors are known as hygiene factors act as
dissatisfiers. Their absence causes dissatisfaction like pay, humane working
 condiditons etc. the other set of factors lead to satisfaction like promotion ,
recognition etc.
4) Social reference group theory: According to this theory an employee is satisfied
with his job when the job meets the interest , desires, and requirements of a
persons’reference groups. 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.
5) Discrepancy theory: Job satisfaction and dissatisfaction are functions of perceived
relationship between what one wants from ones job and what one perceives it is
actually offerings.
Satisfaction is thus the difference between what one actually received are less than the
expected rewards , it causes satisfaction.
6) Equity discrepancy theory: this is a combination of equity and discrepancy theory.
Under this theory , satisfaction is defined as the difference between the outcomes that
one perceives he actually received and outcomes that one feels he should receive in
comparision with others. A person perception of what he should receive is
influenenced by the inputs and outputs of others. If inputs are similar to those of
referent groups but his outcomes are less, he is likely to be satisfied.

7). Affect Theory:

Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job
satisfaction model. The main premise of this theory is that satisfaction is determined by a
discrepancy between what one wants in a job and what one has in a job. Further, the theory
states that how much one values a given facet of work (e.g. the degree of autonomy in a
position) moderates how satisfied/dissatisfied one becomes when expectations are/aren’t met.
When a person values a particular facet of a job, his satisfaction is more greatly impacted both
positively (when expectations are met) and negatively (when expectations are not met),
compared to one who doesn’t value that facet. To illustrate, if Employee A values autonomy
in the workplace and Employee B is indifferent about autonomy, then Employee A would be
more satisfied in a position that offers a high degree of autonomy and less satisfied in a
position with little or no autonomy compared to Employee B. This theory also states that too
much of a particular facet will produce stronger feelings of dissatisfaction the more a worker
values that facet.

DETERMINANTS OF JOB SATISFACTION

While analyzing the various determinants of job satisfaction, we have to keep in mind that: all
individuals do no derive the same degree of satisfaction though they perform the same job in
the same job environment and at the same time. Therefore, it appears that besides the nature of
job and job environment, there are individual variables which affect job satisfaction. Thus, all
those
factors which provide a fit among individual variables, nature of job, and situational variables
determine the degree of job satisfaction. Let us see what these factors are:
Individual factors:
Individuals have certain expectations from their jobs. If their expectations are met from the
jobs, they feel satisfied. These expectations are based on an individual’s level of education,
age and other factors.
Level of education:
Level of education of an individual is a factor which determines the degree of job satisfaction.
For example, several studies have found negative correlation between the level of education,
particularly higher level of education, and job satisfaction. The possible reason for this
phenomenon may be that highly educated persons have very high expectations from their jobs
which remain unsatisfied. In their case, Peter’s principle which suggests that every individual
tries to reach his level of incompetence, applies more quickly.
Age:
Individuals experience different degree of job satisfaction at different stages of their life. Job
satisfaction is high at the initial stage, gets gradually reduced, starts rising upto certain stage,
and finally dips to a low degree. The possible reasons for this phenomenon are like this. When
individuals join an organization, they may have some unrealistic assumptions about what they
are going to drive from their work. These assumptions make them more satisfied. However,
when these assumptions fall short of reality, job satisfaction goes down. It starts rising again
as the people start to assess the jobs in right perspective and correct their assumptions. At the
last, particularly at the fag end of the career, job satisfaction goes down because of fear of
retirement and future outcome.
Other factors:
Besides the above two factors, there are other individual factors which affect job satisfaction.
If an individual does not have favourable social and family life, he may not feel happy at the
workplace. Similarly, other personal problems associated with him may affect his level of job
satisfaction. Personal problems associated with him may affect his level of job satisfaction.
Nature of job:
Nature of job determines job satisfaction which is in the form of occupation level and job
content.
Occupation level: Higher level jobs provide more satisfaction as compared to lower levels.
This happens because high level jobs carry prestige and status in the society which itself
becomes source of satisfaction for the job holders. For example, professionals derive more
satisfaction as compared to salaried people factory workers are least satisfied.
Job content:
Job content refers to the intrinsic value of the job which depends on the requirement of skills
for performing it, and the degree of responsibility and growth it offers. A higher content of
these factors provides higher satisfaction. For example, a routine and repetitive lesser
satisfaction; the degree of satisfaction progressively increases in job rotation, job enlargement,
and job enrichment.

Situational variables:
Situational variables related to job satisfaction lie in organizational context – formal and
informal. Formal organization emerges out of the interaction of individuals in the
organization. Some of the important factors which affect job important factors which affect
job satisfaction are given below:
1. Working conditions: Working conditions, particularly physical work environment, like
conditions of workplace and associated facilities for performing the job determine job
satisfaction. These work in two ways. First, these provide means job performance. Second,
provision of these conditions affects the individual’s perception about the organization. If
these factors are favourable, individuals experience higher level of job satisfaction.
2. Supervision: The type of supervision affects job satisfaction as in each type of supervision;
the degree of importance attached to individuals varies. In employee-oriented supervision,
there is more concern for people which is perceived favourably by them and provides them
more
satisfaction. In job oriented supervision, there is more emphasis on the performance of the job
and people become secondary. This situation decreases job satisfaction.
3. Equitable rewards: The type of linkage that is provided between job performance and
rewards determines the degree of job satisfaction. If the reward is perceived to be based on the
job performance and equitable, it offers higher satisfaction. If the reward is perceived to be
based on considerations other than the job performance, it affects job satisfaction adversely.
4. Opportunity: It is true that individuals seek satisfaction in their jobs in the context of job
nature and work environment by they also attach importance to opportunities for promotion
that these job offer. If the present job offers opportunity of promotion is lacking, it reduces
satisfaction.

5. Work group: Individuals work in group either created formally of they develop on their
own to seek emotional satisfaction at the workplace. To the extent such groups are cohesive;
the degree of satisfaction is high. If the group is not cohesive, job satisfaction is low. In a
cohesive group, people derive satisfaction out of their interpersonal interaction and workplace
becomes satisfying leading to job satisfaction.

Measuring job satisfaction

There are many methods for measuring job satisfaction. By far, the most common method for
collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other
less common methods of for gauging job satisfaction include: Yes/No questions, True/False
questions, point systems, checklists, and forced choice answers. This data is typically collected
using an Enterprise Feedback Management (EFM) system.

The Job Descriptive Index (JDI), created by Smith, Kendall, & Hulin (1969), is a specific
questionnaire of job satisfaction that has been widely used. It measures one’s satisfaction in
five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the
work itself. The scale is simple, participants answer either yes, no, or can’t decide (indicated
by ‘?’) in response to whether given statements accurately describe one’s job.

The Job in General Index is an overall measurement of job satisfaction. It is an improvement

to the Job Descriptive Index because the JDI focuses too much on individual facets and not
enough on work satisfaction in general.

Other job satisfaction questionnaires include: the Minnesota Satisfaction Questionnaire

(MSQ), the Job Satisfaction Survey (JSS), and the Faces Scale. The MSQ measures job
satisfaction in 20 facets and has a long form with 100 questions (five items from each facet)
and a short form with 20 questions (one item from each facet). The JSS is a 36 item
questionnaire that measures nine facets of job satisfaction. Finally, the Faces Scale of job
satisfaction, one of the first scales used widely, measured overall job satisfaction with just one
item which participants respond to by choosing a face.

JOB SATISFACTION AND EMOTIONS

Mood and emotions while working are the raw materials which cumulate to form the affective
element of job satisfaction. (Weiss and Cropanzano, 1996).. Moods tend to be longer lasting
but often weaker states of uncertain origin, while emotions are often more intense, short-lived
and have a clear object or cause.
There is some evidence in the literature that state moods are related to overall job satisfaction.[
Positive and negative emotions were also found to be significantly related to overall job
satisfaction.
Frequency of experiencing net positive emotion will be a better predictor of overall job
satisfaction than will intensity of positive emotion when it is experienced.
Emotion regulation and emotion labor are also related to job satisfaction. Emotion work (or
emotion management) refers to various efforts to manage emotional states and displays.
Emotion regulation includes all of the conscious and unconscious efforts to increase, maintain,
or decrease one or more components of an emotion. Although early studies of the
consequences of emotional labor emphasized its harmful effects on workers, studies of
workers in a variety of occupations suggest that the consequences of emotional labor are not
uniformly negative.

It was found that suppression of unpleasant emotions decreases job satisfaction and the
amplification of pleasant emotions increases job satisfaction. The understanding of how
emotion regulation relates to job satisfaction concerns two models:

1. Emotional dissonance. Emotional dissonance is a state of discrepancy between public

displays of emotions and internal experiences of emotions, that often follows the process
of emotion regulation.Emotional dissonance is associated with high emotional exhaustion,
low organizational commitment, and low job satisfaction..
2. Social interaction model. Taking the social interaction perspective, workers’ emotion
regulation might beget responses from others during interpersonal encounters that
subsequently impact their own job satisfaction. For example: The accumulation of
favorable responses to displays of pleasant emotions might positively affect job
satisfaction
performance of emotional labor that produces desired outcomes could increase job
satisfaction.

CONSEQUENCES OF JOB SATISFACTION

Reasearch 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 for
management. High job satisfaction may lead to improved productivity , decreased turnover ,
improved attendance , less job stress. Job dissatisfaction produces low morale among the
employees and more of stress. The following subtopics explain the outcomes of job
satisfaction:
1). Job satisfaction and productivity : There are two views about the relationship between
job satisfaction and productivity:
1. A happy worker is a productive worker,
2. A happy worker is not necessarily a productive worker.
The first view establishes a direct cause-effect relationship between job satisfaction and
productivity; when job satisfaction increases, productivity increases; when satisfaction
decreases, productivity decreases. The basic logic behind this is that a happy worker will put
more efforts for job performance. However , this may not be true in all cases. For example, a
worker having low expectations from his jobs may feel satisfied but he may not put his efforts
more vigorously because of his low expectations from the job. Therefore, this viewdoes not
explain fully the complex relationship between job satisfaction and productivity.
The another view: That is a satisfied worker is not necessarily a productive worker explains
the relationship between job satisfaction and productivity. Various research studies also
support this view. This relationship may be explained in terms of the operation of two factors:
effect of job performance on satisfaction and organizational expectations from individuals for
job performance.

1. Job performance leads to job satisfaction and not the other way round.
The basic factor for this phenomenon is the rewards (a source of satisfaction) attached with
performance. There are two types of rewards intrinsic and extrinsic. The intrinsic reward
stems from the job itself which may be in the form of growth potential, challenging job, etc.
The satisfaction on such a type of reward may help to increase productivity. The extrinsic
reward is subject to control by management such as salary, bonus, etc. Any increase in these
factors does not help to increase productivity though these factors increase job satisfaction.
2. A happy worker does not necessarily contribute to higher productivity because he has to
operate under certain technological constraints and, therefore , he cannot go beyond certain
output. Further, this constraint affects the management’s expectations from the individual in
the form of lower output. Thus, the work situation is pegged to minimally acceptable
level of performance. However, it does not mean that the job satisfaction has no impact on
productivity. A satisfied worker may not necessarily lead to increased productivity but a
dissatisfied worker leads to lower productivity.
2).Job satisfaction and employee turnover: High employee turnover is a matter of concern
for the management as it disrupts the normal operations of the organization. Managerial
concern is mostly for the turnover which arises from 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 like if 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: Absenteeism refers to the frequency of absence of job
holder from the workplace either unexcused absence due to some avoidable reasons or long
absence due to some unavoidable reasons. It is the former type of absence which is a matter of
concern. This absence is due to lack of satisfaction from the job which produces a ‘lack of will
to work’ and alienate a worker form work as for as possible. Thus, job satisfaction is related to
absenteeism.
4). Job satisfaction and union activities: High level of job satisfaction reflects a highly
favourable organizational climate resulting in attracting and retaining better workers. Satisfied
employees are not interested in unions and they do not perceive them as necessary.
5). Job satisfaction and safety: When people are dissatisfied from their jobs, company and
supervisors, they are more prone to experience accidents.
A satisfied worker will always be careful and attentive towards his job and the chances of
accidents will be less.

Workers' Roles in Job Satisfaction

If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her
own satisfaction and well-being on the job. The following suggestions can help a worker find
personal job satisfaction:

• Seek opportunities to demonstrate skills and talents. This often leads to more
challenging work and greater responsibilities, with attendant increases in pay and other
recognition.
• Develop excellent communication skills. Employers value and reward excellent
reading, listening, writing, and speaking skills.
• Know more. Acquire new job-related knowledge that helps you to perform tasks more
efficiently and effectively. This will relieve boredom and often gets one noticed.
• Demonstrate creativity and initiative. Qualities like these are valued by most
organizations and often result in recognition as well as in increased responsibilities and
rewards.
• Develop teamwork and people skills. A large part of job success is the ability to work
well with others to get the job done.
• Accept the diversity in people. Accept people with their differences and their
imperfections and learn how to give and receive criticism constructively.
• See the value in your work. Appreciating the significance of what one does can lead to
satisfaction with the work itself. This helps to give meaning to one's existence, thus
playing a vital role in job satisfaction.
• Learn to de-stress. Plan to avoid burnout by developing healthy stress-management
techniques.

Job Satisfaction and Customer Satisfaction

Satisfied workers provide better customer service if it linked to Customer Satisfaction

factors:

• Satisfied employees increase customer satisfaction because:

• They are more friendly, upbeat, and responsive.
• They are less likely to turnover, which helps build long-term customer relationships.
• They are experienced.
• Dissatisfied customers increase employee job dissatisfaction.

Assuring Job Satisfaction

Assuring job satisfaction, over the longterm, requires careful planning and effort both
by management and by workers. Managers are encouraged to consider such theories as
Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute
to a stimulating, challenging, supportive, and rewarding work environment is vital.
Because of the relative prominence of pay in the reward system, it is very important
that salaries be tied to job responsibilities and that pay increases be tied to performance
rather than seniority.

So, in essence, job satisfaction is a product of the events and conditions that people
experience on their jobs. Brief (1998) wrote: "If a person's work is interesting, his pay
is fair, his promotional opportunities are good, his supervisor is supportive, and his
coworkers are friendly, then a situational approach leads one to predict he is satisfied
with his job" Very simply put, if the pleasures associated with one's job outweigh the
pains, there is some level of job satisfaction
 Analysis & Interpretation

TABLE NO: 1
WORK FREEDOM

Response No. of Respondents Percentage

Yes
69 69

No
69 31

Work Freedom

100%
80% 69%
60%
40% 31%

20%
0%
yes No

INFERENCE:

From the above table, it found that 69% of workers are satisfied with the work freedom. And
31% of the workers are not satisfied with the work freedom.

TABLE NO. 2

Factors influence towards job satisfaction

Respondents Factors Percentage

 Company’s Team approach Safety requisite
concern facilities
Excellent 17 47 35 33

Good 64 45 55 54

Moderate 17 5 6 9

Poor 2 3 4 3

Total 100 100 100 100

INFERENCE:

From the above table it is found that employee satisfaction was good towards the team
approach of the manager, companies concern regarding health and safety requisite facilities.
54% of employee satisfaction was good towards team approach, safety requisite facilities and
company concern.
 TABLE No. 3

Contribution of Superiors and Colleagues co-operation towards job Satisfaction of

Employee

Respondents Percentage
 Degree of
Superiors Colleagues
Respondents
Good 68 63 65.5
Moderate 26 35 30.5
Poor 6 2 4
Total 100 100 100

INFERENCE:

From the above table it is found that, 31% of employee satisfaction regarding their
superiors and colleague’s co-operation was found to be Moderate, in performing their job
tasks. 65.5% of employee’s satisfaction was good towards superiors and colleagues co-
operation in the company and 4% of the employee’s satisfaction was poor.
 TABLE NO.4

Influence of Following Factors for Job Satisfaction of Employee

 Factors
Quality of Work Company total
work life of environment package of
Respondents Percentage
employee benefits
Satisfied 84 77 64 74
Neither 15 18 30 21
satisfied nor
dissatisfied
Dissatisfied 1 5 8 5
Total 100 100 100 100

INFERENCE:

From the above table it is clear that employee were satisfied with quality of work life of
employee, work environment and total package of benefits of the organization. 74% of
employee, work environment and company total packages of benefits.
 TABLE NO. 5
Response of Management during Critical Situations faced by the Workers in the Factory

Response sought Respondents Percentage

Immediate response 76 76
Response after some time 20 20
No Response 4 4
100 100

Total

INFERENCE:

From the above table it is clear that management takes immediate response when
employee faced critical situation in the factory. 76% of employee satisfied with management
taken immediate response when employee faced critical situation in the factory.
 TABLE NO. 6
OVER TIMEWORK OF THE EMPLOYEE INTHE FACTORY

Period Respondents Percentage

Regularly 15 15
Occasionally 19 19
Rarely 56 56
Never 10 10
100 100

Total

INFERENCE:

From the above table we can infer that 56% of the employees responded that rarely do they
work for overtime and 19% of employees respond that they occasionally work overtime and
only 15% of the employees accepted that they regularly work overtime.
OVER TIMEWORK OF THE EMPLOYEE IN THE FACTORY

TABLE NO. 7
Satisfaction towards Shift Changes of Employee
 Factors

Shift Changes
Respondents Percentage
Satisfied 83 83
Dissatisfied 17 17
100 100

Total

INFERENCE:

From the above table, it is clear that 83% of the employee satisfied with their shift changes in
their work and they are able to do with out any stress during their work tenure.

SATISFACTION TOWARDS SHIFT CHANGES OF EMPLOYEES

 TABLE NO.8
Preference given by the employee regarding uniform as dress code

Response Factors Percentage

Dress code
Very important 68 68
Important 24 24
Neither important nor unimportant 2 2
Unimportant 6 6
100 100

Total

INFERENCE:

The employees are showing their favorism in having uniform as a dress code for better
recognition and interest in their work environment. 68% of employees are favorism in having
uniform as a dress code.24% agreed that uniform is important that mean almost 92% of the
employees are in favour of uniform.
Findings & Suggestions

FINDINGS
 Employees are satisfied with the work freedom given to them.

 Most of the employees are satisfied with the factors like company’s concern about
employees’ health wealth, team approach of the managers and safety measures.

 Employees are satisfied with the co-operation extended by the colleagues and
superiors; it is a good sign in the organization.

 Majority of the employees respond +vely for the support extended by the
management in dealing with critical situations.

 Employees are in favoring of having uniform as a dress code.

 Employees are not highly satisfied with the benefit package provided by the
company.

 Regarding the pressure of the workload on the employees related to overtime most
of the employees responded that they occasionally /according to requirement they
work overtime but not frequently.

 Employees from IBD division are of view that they regularly work overtime and
that is having an important on their regular job performance.
 SUGGESTIONS

 The organization should have a little bit concentrate on employee package and benefits
which leads them to be more satisfied towards their job.

 The management has to educate employees with respect to company policy &
procedures.

 In order to solve employee problems the company should conduct regular meetings
and proper feedback should be taken from the employees.

 The company can hire new employee to reduce over load on the employee and
improve the production.

 The company can retrain the employees by using new technology which can reduce the
work time on workers and improve their efficiency.

 The company can take employees to out by conducting out bound training programs
and to make them aware of the new technological world and make their knowledge up-
to-date.
 CONCLUSION

The job satisfaction of employee in CreativeSoft is good at company policy of growth and
development, encouragement at all levels of creativity, innovativeness, initiative, health
care, highly approachable, cooperative and the safety requisite facilities provided by the
company towards the employee
 QUESTIONNAIRE

Name:

Qualification:

Department:

1. Experience of the employees?

a. Less than 5 b. 5 – 10 c. 10 – 15 d. Above 20

2. How is your company’s concern to your health and wealth being?

a. Excellent b. Good c. Moderate d. Poor

3. How is the Team approach of your Manager?

a. Excellent b. Good c. Moderate d. Poor

4. How is your satisfaction towards the safety requisite facilities provided by the
company?
a . Excellent b. Good c. Moderate d. Poor

5. How do you rate “my superiors and colleagues are very co-operative and friendly?
a. Good b. Moderate c. Poor
6. How the management comes forward, when you are facing with critical situations?

a. Immediate Response b. Response after some time c. No

response

7. How often do you go for overtime work?

a. Regularly b. Occasionally c. Rarely d. Never

8. Are you satisfied with the shift changes?

a. Satisfied b. Dissatisfied

9. Do you prefer uniform as a dress code?

a. Very Important b. Important c. Neither important nor unimportant d.
UN important

10. Do you think your normal work is affected due to overtime work?
a. Effected b. Not effected

11. How is your satisfaction with the company’s total package of benefits (incentives or
any other facilities) for post successfully years?
a. Satisfied b. Neither Satisfied nor Dis satisfied
c. Dis satisfied

12. How your organization’s encouragement is at all levels of Creativity, Innovativeness

and Initiative?
a. Good b. Moderate c. Poor

13. Are you over loaded?

a. Yes b. No

14. Do you agree that one quality of office equipment/work related tools provided by the
company enable you to perform your tasks properly?
a. Strongly agree b. Agree c. Disagree d. Un-decided
e. Strongly disagree

15. Are you satisfied with one quality of work life of employees?
a. satisfied b. Neither satisfied nor dissatisfied c. Dissatisfied

16. Are you carrying out the job given to you with full satisfaction and freedom?

a. Yes b. No

17. How is your work environment?

a. Satisfied b. Neither satisfied nor dissatisfied
c. Dissatisfied
 Bibliography

Human Relation & Organization Oxford and AIBH Publication

Behavior – 3rd Edition 1989, New Delhi.
R.S.DWIVEDI

Dr. Mrs. Anjali Ghanekar

Industrial Psychology – 8th Everest Publishing House, New
Edition – 2002 Delhi.

Personnel Management & Sultan Chand & Sons,

Tripathi Industrial Relations – 15th Edition Educational Publishers, New
– 2001 Delhi

P. Subba Rao
Human Resource Management – Himalaya Publishing House,
3rd Edition 2003 Mumbai.

www.hr-survey.com

www. en.wikipedia.org/wiki/Job satisfaction