A STUDY ON

JOB SATISFACTION
WITH SPECIAL REFERENCE TO

PROJECT REPORT
Submitted in partial fulfilment of the requirements
For the award of the degree of

MASTER OF BUSINESS OF COMMERCE

By
NARENDRA MOHAN NAIDU

Under the guidance of

PROF. PRASHANT SHINDE

ANNA LEELA COLLEGE OF COMMERCE

(AFFILIATED TO MUMBAI UNIVERSITY, MUMBAI)
MAHARASTRA-
(2018-2019)
 DECLARATION

I, the undersigned, hereby declare that the project report entitled “A STUDY ON
JOB STISFACTION” carried out at RTPP. Is my original work written and
submitted by me in partial fulfilment of Master`s Degree in Business

Administration of JNTU, Ananthapur, Under the guidance of

Mr. K.VISWANATH REDDY, M.B.A., NET Assistant Professor.,MBA dept.,
KANDULA OBUL REDDY MEMORIAL COLLEGE OF
ENGINEERING,KADAPA For the award of MASTER OF BUSINESS
ADMINISTRATION. I also declare that this project has not been submitted
earlier in any other university or institution.

Place:

Date:
 CONTENTS

CHAPTER NO TITLE Page. NO

Chapter 1 INTRODUCTION AND PROFILE
1.1. Introduction
1.2. Industry profile 1-38
1.3. Company profile

Chapter 2 Design of the study

2.1. Need for the study
2.2. Scope of the Study 39-42
2.3. Objective of the Study
2.4. Limitations of the study
2.5. Research Methodology

Chapter 3 Data Analysis & Interpretation

43-62

Chapter 4 Findings & Suggestions

4.1. Findings 63-65
4.2. Suggestions

Chapter 5 Conclusion & Appendix

5.1 Conclusion 66-69
5.2 Appendix 1 - Questionnaire
5.3 Appendix 2 - Bibliography
CHAPTER – 1
Introduction
 JOB SATISFACTION
INTRODUCTION:
Job satisfaction is one of the major interests to the field of organizational behavior and the
practice of HRM. It reflects employee’s attitudes towards their job and commitment to an
organization. Job satisfaction refers to one’s feelings or state of mind regarding the nature of their
work. It describes how content an individual is with his or her job.

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

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

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

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

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

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

Smith (1955) defined to job satisfaction as the employee’s judgment of how well his
job on whole is satisfying his various needs.
Locke (1969) defines job satisfaction as the pleasurable or positive emotional state
revolving from the appraisal of one’s job or job experie

According to Vroom, “job satisfaction is the reaction of the workers against the role they play
in their work.”
“ job satisfaction as a general attitude of the workers constituted by their approach
towards the wages, working conditions, control, promotion related with job, social relations in
the work, recognition of talent and some similar variables personal characteristics, and group
relations apart from the work life”.
--Blum& Naylor.
“Job satisfaction is the total of the sentiments related with the job conducted.
If the worker perceives that his/her values are realized with in the job, she/he improvises a
positive attitude towards his/her job and acquires job satisfaction”.
--Mc comic & Tiffin.
From these definitions, we can define the job satisfaction as the sum of all negative
and positive aspects related to the individual’s salary his/her physical and emotional working
conditions, the authority she/he has the autonomous usage of this authority, the level of
success she/he has maintained and the rewards given due to this success, the social state
maintained in relation with his/her job.
THE IMPORTANCE OF JOB SATISFACTION:

The job satisfaction is the condition of establishing an healthy organizational environment in an

organization. Individuals want to maintain statute, high ranks and authority by giving their
capabilities such as knowledge, ability education, health etc. The individuals who can’t meet their
expectations, with regard to their jobs become dissatisfied. Thus this dissatisfaction affects the
organization for which she/ he works.
Job satisfaction is very important for a person’s motivation and contribution to
production. Job satisfaction may diminish irregular attendance at work, replacement workers with
in a cycle or even the rate of accidents.

Job satisfaction is an employee’s thoughts and emotions towards their job and how
they evaluate their job. This can be a judgment of their job overall, or of specific judgment such
as pay, promotions, work tasks, coworkers and supervisors. It is important for organizations to
care about their employee’s job satisfaction. It will promote employees organizational
commitment when they feel that they are satisfied with their jobs.
DIMENSIONS OF JOB SATISFACTION:
There are six dimensions that represent the most important characteristics of
a job about which people have effective responses.

 The work itself:

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

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

 Career Growth:
Promotional opportunities seem to have a varying effect on the job satisfaction. This is because
promotions take different forms and include a variety of rewards. For example individuals who
are promoted on the basis of seniority often experience job satisfaction but not as much as those
who are promoted based on their performance.
 Supervision:
Supervision is another moderately important source of job satisfaction. There are two
dimensions of supervisory style that effect on job satisfaction. One is employee centeredness,
which is measured by the degree of which a supervisor takes personal interest in the welfare of
employees. The other dimension is participation or influence, illustrated by managers who allow
their people to participate in decisions that affect their own jobs. This approach leads to higher
job satisfaction. It is proved that a participative environment.

 Coworkers:
Friendly, cooperative coworkers are a modest source of job satisfaction the work
group serves as a source of support, comfort, advice, and assistance to the individual. A good
work makes the job more enjoyable.
If this factor is not considered with care, then if may have reverse effects, meaning
there by that the people are difficult to get along with. This will have a negative effect on job
satisfaction.
 Work Environment:
Work environment and working conditions are factors that have a modest effect on
job satisfaction. If working conditions are good clean, attractive surroundings, employee, find it
easier to carryout their job.
THEORIES OF JOB SATIAFACTION:
There are some theories to describe the job satisfaction.
 
Fulfillment theory:
This theory measures satisfaction in terms of rewarded. A person receives or the extent
to which his needs are satisfied. Further they thought that there is a direct relationship between
job satisfaction and the actual satisfaction of the expected needs. The main difficult what he feels
he should receive at there would be considerable difference in this approach is that job satisfaction
as observed by willing is not only a function of what a person receives but also what he feels he
should receive at there would considerable difference in the accruals and
expectations of persons. Thus job satisfaction can’t be regard as merely a function of hw much a
person receives from his job.

 
Discrepancy theory:
The proponents of this theory argues that satisfaction is the function of what a
person actually receives from his job situation and he thinks he should receive or what expect to
receive. When the actual satisfaction is derived less than expected satisfaction, it results
dissatisfaction. Job satisfaction and dissatisfaction are functions of the perceived relationship
between what one wants from ones job & what one perceives it is offering.

 
Equity theory:
The proponents of this theory are of the viewed that persons satisfaction is determined by this
perceived equity which in turn is determined by his input output balance compared to his
comparison of others input output balance. Input output balance is the perceived rate of what a
person receives from his job relative to what he contributes to the job. This theory is of the view
that both under the over rewards lead to dissatisfaction, while the under reward causes feeling of
unfair treatment over reward leads to feelings guilt and discomfort.
 
Two factor theory:

This theory was developed by Herzberg, Mnusener, Peterson and corpwell who
identified certain factors as satisfies and dissatisfies. Factors such as achievement, recognition,
responsibility etc, are satisfies, the presence of which causes satisfaction by their absence however
does not result in job satisfaction.
FACTORS INFLUENCING ON JOB SATISFACTION:
Job satisfaction as a bydimensional concept consisting of motivational factors,
personal factors, intrinsic &extrinsic dimensions. Intrinsic sources of satisfaction depend on the
individual characteristics of the person such as the ability to use initiative relations with superiors
or the work that the person actually performs. Extrinsic sources of satisfaction are situational &
depend on the environment such as pay, promotion or job security. Both extrinsic
& intrinsic job facts should be represented as equally as possible in a composite measure of
overall job satisfaction.
PERSONAL FACTORS:

These sources are include worker’s age, sex, education, marital status and their
personal characteristics, family background, socio economic background etc.

AGE:
The relationship between age and job satisfaction could be complex. Generally one
would expect that as the person would grow order he would get greater satisfaction with his job
particularly because of the experience and therefore the case with which he would be able to
perform it.
SEX:
There is as yet no consistence evidence as to whether women more satisfied with their
jobs than men, holding such factors as job and occupational level constant, one might predict this
to be case, considering the generally lower occupational aspiration of women.
EDUCATIONAL LEVEL:
There is a negative relationship between educational level & job satisfaction. The
higher the education the higher reference group which the individual looks to for guidance to
evaluate his job rewards.
MARITAL STATUS:
There is a relationship between marital status & job satisfaction. Generally one
would assume that that with increasing responsibilities placed on an individual because of
marriage he would value his job little more than an unmarried employee.
MOTIVATIONAL FACTORS:
Motivation of employees is the most important aspect of managing an enterprise. The
success or failure of an enterprise depends mostly on how best the employees working are the
involved and motivated. Among the four essential & factors of production namely men, machine,
material & money. The most important is men. Motivation of the employee can be sub divide
into two groups
1. Extrinsic factors & 2. Intrinsic factors.


Extrinsic factors:

Extrinsic factors are monetary related factors an employee will have positive
feeling. Extrinsic source of satisfaction are situational & depends on environment such as pay,
promotion or job security.

 
Salary:
Wages and salaries are the multidimensional and complex factors in job satisfaction.
Higher salary should lead to higher job satisfaction and lower salary should lead to lower job
satisfaction. So many studies have found that job satisfaction increased with increase in wages &
salaries.

 
Job expectation
When an employee joins in an organization he expects something from job. Job satisfaction
of an employee can be based on the fact to what effect his job meets his expectations. Employee
expectations may include about working conditions, work, colleagues, supervision etc.

 
Comparison of outputs:
Persons tend to compare his out comes with the other persons out comes. The out
comes consists of primarily of rewards such as pay, status, promotion and intrinsic interest in the
job. Comparison is mainly with ratio of the inputs or he puts in and ratio is equal he will be
satisfied otherwise the person in an effort to restore equity may after the inputs or outcomes,
cognitively distort the inputs or out comes, leave the field, act on the other, or change the other.
  
Job security:

Security is a lower order need which an employee have job security has its effect on
the employee morale. An insecure person’s morale will be low and will have its effect on the
employee morale. Secure person’s will work effectively and have job satisfaction.

 
Performance appraisal:
As the performance appraisal is linked to promotions, rewards, feedback it has its
effect on the employee satisfaction. If the appraisal is not proper employee will be dissatisfied.

 
INTRINSIC FACTORS:
Intrinsic factors keeps the employees motivated and make them satisfied from
work. The intrinsic factors are:

 
Recognition and praise:
Human beings are self centered and long for praise. They want to be recognized
and praised for their work. They expect their superiors to recognizer their efforts and praised
rewarded. This will increase their satisfaction and make them more active.
 
Autonomy or freedom:

Employees desire certain amount of freedom to work. The autonomy to tale

decisions and influences others. If this freedom is absent and it will have its effect on the job
satisfaction. The person, who has maximum of autonomy, will have high satisfaction. Otherwise
it will be low.

 
Participative management:
Participative management has a positive impact on the employee. Openness of the
higher ups towards the employee ideas will keep the employee morale high and keep him satisfied
from the job.

 
Belongingness:
It is the complete identification of employee with the company. He should regard
goals of the company as his own goals. If he has high belongingness it shows that an employee
satisfied with his job.
  
Career advancement:
Employee desire to in higher position if they perceive that they have opportunity to
grow in their career they will be motivated and show this in their performance. If the employees
feel that they reached to a level of saturation in their career they will be de motivated and will be
dissatisfied.

 
Achievement :
Employees have a need to achieve something worthy and have influence. If this
need is not fulfilled, they will be dissatisfied.

 
Job signification:
It refers to the impact created on the others by one’s contribution. A feeling of
importance is perceived by the employee is the ultimate goal of doing his work in an excellent
manner.

NATURE OF WORK AND JOB DESIGN:

Job variety:
It allows the employees to perform different operationsrequiring different skills.
This will arrest monotony in performing repetitive activity.
job monotony:
It refers to the identity that an employee has his contribution after performing a
complete piece of work.

Challenging:
Employees perceive to have a challenging work in an organization and this will his
develop a active state and will be satisfied with his job.
Contribution to groups:
Employees derive satisfaction by knowing how his work affects the groups and
how far he can influence his group.
 Feedback:
Feedback refers to information that tells employees how well they are
performing. It satisfies the inner urge of people wanting to know they are performing on the
assigned work.

Contribution to society:
Employees derive satisfaction by knowing how worth full and meaningful is his work
and how his work able to contribution to society.
Consequences of satisfactions:
High job satisfaction may lead to improve productivity, increased turnover, improved
attendance, reduced accidents, less job stress and lower unionization.

Job satisfaction and productivity:

 
Job Satisfaction And Employee Turn Over:
High employee turnover is of concern for employers because it disrupts normal
operations, causes morale problems for those who stick on, and increases the cost involved in
selecting and training replacement. The employer does whatever possible to minimize turnover,
making the employees feel satisfied on their jobs, being one such.
In four major reviews of the relationship between satisfaction and turnover had been
demonstrated that workers who have relatively low levels of job. Employee perceive that
intrinsic and extrinsic rewards (example: play) distributed equally. Inequitable distribution fails
to convince the employees close correlation between hard work and rewards.
 
Job satisfaction and performance:
The most accurate statement is that the high performance contributes to high job
satisfaction. A better performance typically lead to higher economic, sociology and psychological
rewards in proportion to their performance. On the other hand, if rewards are seen as inadequate
for the level of satisfaction leads to either greater or leser commitment, which then affect effort
and eventually affects performance again. The result is a continuously operating performance
satisfaction-effort loop.
Alternatively, a different scenario emerges if performance is low. Employees might not
receive the rewards they are hoping for the dissatisfaction are the most likely to quit their jobs
and that organizational units with the lowest average satisfaction levels tend to have the highest
rates.
 
Job satisfaction and Absenteeism:
Job satisfaction will Correlation of satisfaction to absenteeism is also proved conclusively.
Workers who are dissatisfied are more likely to take “mental health” days i.e. days off not due to
illness or personal business. Simply stated, absenteeism is high when satisfaction is low. As in
turnover, absenteeism is subject to modification by certain factors. The degree to which people
feel their jobs are important has a moderating influence on their absence. Employee who feel that
this work is important tend to clock in regular attendance. Besides, it is important to remember
that while not necessarily result in low absenteeism, low satisfaction is likely to bring high
absenteeism.


Job satisfaction and Safety:Poor safety practices are a negative consequence of
low satisfaction level. When people are discouraged about their jobs, company and
supervisors, they are more liable to experience accidents. An underlying reason for such
accidents is that discouragement may take one’s attention away from the task at hand. In

attention leads directly to accidents.
 
Job satisfaction and job Stress:
Job stress is the body’s response to any job-oriented factor that threatens to disturb the
person’s equilibrium. In the process of experiencing stress, the employee’s inner stage changes.
Prolonged stress can cause the employee serious ailment such as heart diseases, ulcer, blurred
vision, lower back pain, dermitis and muscle aches.
Chronic job satisfaction is a powerful source of job stress. The employee may see no
satisfactory short-term solution to escape this type of stress. An employee may trap in a
dissatisfyingjob may withdraw by such means as high absenteeism and tardiness or employee
may quit.


Job Satisfaction and Unionization:It is proved that job satisfaction is a major
cause for unionization. Dissatisfaction with wages, job security, fringe benefits, chances
for promotion and treatment by supervisors are reasons make employees join unions.

Another dimension is that dissatisfaction can have not impact on the tendency to take
action with in the union, such filing grievances or striking.
 
Other Effects of Satisfaction:
In addition to the above it has been claimed that satisfied employees tend to have better
mental and physical health and learn new job related tasks more quickly.
 Sources Of job Satisfaction:
Several job elements contribute to job satisfaction. The most important amongst them are
wage-structure, nature work, promotion chances, and quality of supervision, workgroup and work
condition.

 Wages:
Wages play an important role on influencing the job satisfaction. This is
because of mainly two reasons :
I. Money is an important instrument in fulfilling one’s needs.
II. Employees often see pay a reflection on management’s concern for the
 Nature of work:Most of the employees have intellectual challenges on job. But too
many challenges create frustration and a feeling of failure under condition of moderate
challenge, employee’s experience, pleasure and satisfaction.

 Promotions:Promotional opportunities affect job satisfaction considerably. The desire
for promotion is generally strong among employees, as it involves change in job content
pays, responsibility, independence, status and the like.

 Supervision:There is positive relation between the quality of supervision and job
satisfaction.
 Supervision acts maintaining satisfaction :

 Maintain open lines of communication.

 Crate a good physical environment.

 Remedy standard conditions.

 Transfer discontented employees.

 Change the perception of dissatisfied employees.

 Display concerned employees.

 Give ample recognition.

 Conduct morale building management.

 Practice good management.
 Measuring Job Satisfaction:

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

The most common approach for measuring job satisfaction is the use of rating scales.
These scales fall in two categories. One is called tailor-made standardized scales, which before
their use, have been developed to establish group norms on scales to ensure the reliability and
validity of the measuring instruments. Mostly, using method is ‘Tailor – made scales’.
 Critical incidents:
It was developed by HERTBERG and his associates in their research on the two-factor
theory of motivation. The employees were asked to describe incidents on their job particularly
satisfied. These incidents were then content analyzed in determining which aspects closely related
to positive and negative attitudes.
 Interviews:
Personal interviews are yet another method for measuring job satisfaction. Employees
are individually and the responses reveal their satisfaction or dissatisfaction.
 Action tendencies:
The represents the inclinations. People have to avoid or approach certain things by
gathering information about how they feel like action with respect to their jobs. The job
satisfaction can be measured.
Benefits Of Job Satisfactions: These indicate the general level of satisfaction

 Improved communication.

 Improved attitudes.

 It helps to discover the cause of indirect productivity problems, such as absenteeism,
turnover and poor quality of work.

  They help management to assess training needs.
 It is used as an indicator of the effectiveness of organizational reward systems.

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

attitudes.

 Spirit of co-operation and mutual respect, etc.

Satisfaction And Management Implications:

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

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

and boring work.

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

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

dissatisfaction of the employees.

 .It has impact on employee turnover, absenteeism and unionization.
