Chapter -i Introduction 1.1 Job Satisfaction: 3r616
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Chapter -I INTRODUCTION 1.1
Job Satisfaction:
Job Satisfaction is the favorableness or un-favorableness with which the employee views his work. It expresses the amount of agreement between one’s expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of one’s environment of job is an important part of life as Job Satisfaction influences one’s general life satisfaction. Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job under condition with such specific factors such as wages. Supervisors of employment, conditions of work, social relation on the job, prompt settlement of grievances and fair treatment by employer. However, more comprehensive approach requires that many factors are to be included before a complete understanding of job satisfaction can be obtained. Such factors as employee’s age, health temperature, desire and level of aspiration should be considered. Further his family relationship, Social status, recreational outlets, activity in the organizations etc. Contribute ultimately to job satisfaction.
1.2 FACTORS INFLUENCING JOB SATISFACTION The major factors influencing job satisfaction are presented below: SUPERVISION To a worker, Supervision is equally a strong contributor to the job satisfaction as well as to the job dissatisfaction. The feelings of workers towards his supervisors are usually similar to his feeling towards the company. The role of supervisor is a focal point for attitude formation. Bad supervision results in absenteeism and labor turnover. Good supervision results in higher production and good industrial relations. CO-WORKERS Various studies had traced this factor as a factor of intermediate importance. One’s associates with others had frequently been motivated as a factor in job satisfaction. Certainly, this seems reasonable because people like to be near their friends. The workers derive satisfaction when the co-workers are helpful, friendly and co-operative. PAY Studies also show that most of the workers felt satisfied when they are paid more adequately to the work performed by them. The relative important of pay would probably changing factor in job satisfaction or dissatisfaction. AGE
Age has also been found to have a direct relationship to level job of satisfaction of employees. In some groups job satisfaction is higher with increasing age, in other groups job satisfaction is lower and in other there is no difference at all.
MARITAL STATUS Marital status has an important role in deciding the job satisfaction. Most of the studies have revealed that the married person finds dissatisfaction in his job than his unmarried counterpart. The reasons stated to be are that wages were insufficient due to increased cost of living, educations to children etc. EDUCATION Studies conducted among various workers revealed that most of workers who had not completed their school education showed higher satisfaction level. However, educated workers felt less satisfied in their job. WORKING CONDITION The result of various studies shows that working condition is an important factor. Good working atmosphere and pleasant surroundings help increasing the production of industry. Working conditions are more important to women workers than men workers.
1.3 REVIEW OF LITERATURE: JOB SATISFACTION This study attempts to evaluate job satisfaction of HNS INFOTECH LTD. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of officers. It also investigates the impacts such as, work experience, age, and sex differences on the attitudes toward Job Satisfaction. The result shows that salary, efficiency in work, fringe supervision, and coworker relation are the most important factors contributing to job satisfaction. Private sectors have higher levels of job satisfaction than those from public sectors as they enjoy better facilities and ive work environment. Sex and age differences have relatively lower level of impact on it. The overall job satisfaction of the employees is at the positive level. JOB SATISFACTION OF BANK OFFICERS IN TAMIL NADU
–
by NAZRUL ISLAM
IN JUNE 2006
This study attempts to evaluate job satisfaction of bank officers in Bangladesh. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of officers. It also investigates the impacts of bank type, work experience, age, and sex differences on the attitudes toward job Satisfaction. The result shows that salary, efficiency in work, fringe supervision, and coworker relation are the most important factors contributing to job satisfaction. Private bank officers have higher levels of job satisfaction than those from public sectors as they enjoy better facilities and ive work environment. Sex and age differences have relatively lower level of impact on it. The overall job satisfaction of the bank officers is at the positive level. 1.4 Objective of the study: 1.
To Study the job satisfaction of employees in HNS INFOTECH Ltd, Chennai.
2. To Measure the satisfaction levels of employees on various factors and give suggestions for improving the same. 3.
To find out whether experience have an effect on Job Factors.
4. To find the significance difference among age groups with respect to job factors. 5. To find the significance difference among male and female employees with respect to job factors.
1.5 Limitations of the study: 1.
Sample size of the study is only 100.
2.
Some of the respondents were not responding to some of the questions.
3. Due to time constraint the researcher was not able to complete the project to desired level.
COMPANY PROFILE
Chapter -II Profile: HnS InfoTech is a Subsidiary company of Hard n Soft Tech Pvt Ltd (HnS) a ten year old company that specializes in providing -friendly Software solutions in New media solutions. Hns InfoTech operates specifically in the Domains of BPO, consulting and technology services. Hns services enhance the competitive advantages of thier customers. In HnS, The Protocol is Creativity. HnS assists their client partners in optimizing their stakeholder relationships. Stakeholders include customers, employees, vendors, media, investors and other individuals. A strong emphasis on creativity drives every endeavor of Hns. Milestones: Sparks ment club awards,
BRONZE AWARD for the Ford Mondeo electronic broucher in the new media category, sparks 2001. SILVER NOMINEE for the Ford Ikon electronic broucher in the new media category, sparks 2000. A special mentioned award for the website developed for a Govt. ed tea auction firm – ‘TEASERVE.COM' Products & Services Imaging services: • Djvu Conversion • Acrobat PDF Conversion • Imaging and Indexing • Aperture cards
E-publishing and typesetting: • Pagination Tools Idesign, Quark Xpress, LaTex • Art work Tools Photoshop, Illustrators • Typesetting Data capturing: • Litigation Services – (1) Objective Coding (2) Subjective Coding • Data Format Conversion Services • Type Setting Data entry& conversion: • • • • •
Word Processing Services SGML/ XML / HTML Data Entry – English, French & Arabic Form Processing – Banks & Insurance Craig list Research & Entry
Transcription: • Medical Transcription • General Transcription • Legal Transcription Market research: • Stock market research • Investment research • Research on individual organisation
CUSTOMERS Barry-Wehmiller International Resources KELTRON, Kerala Government
ELCOT Elance, USA Larsen & Toubro Ltd Tamilnadu WAKF Board Income Tax Dept., Chennai Voyager, UK Dept. of Tourism, Sikkim Sierra, SRI LANKA Dept. of Tourism, TamilNadu Accenture Ltd Govt.of Sikkim Hyundai Motor India Ltd. Apollo Hospitals Ford India Ltd. UCAL Group JWT (Chennai) Le Royal Meridien Vijaya Hospitals (Chennai) Toyota Kirloskar Motor, Bangalore Ashok Leyland MRF Saora, JAPAN Turbo Energy Census Dept.,TamilNadu DATS Caterpillar Commercial (CAT) TVS Motor Company CUMI (Corborundum Universal Ltd.) Rubecon Indian Bank Envision Technologies Inc. USA CHAPTER – III RESEARCH METHODOLOGY: The methodology followed for conducting the study includes the specification of research design, sample design, questionnaire design, data collection and statistical tools used for analyzing the collected data. 3.1 Research design: The research design used for this study is of the descriptive type. Descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual or a group. . 3.2 Sample size: The sample size consisting of 100 respondents were selected for the study. 3.3 Sampling design: Since it is difficult to the entire population, sampling technique was adopted. The employees were interviewed using convenience sampling techniques.
3.4 Questionnaire design: Questionnaire was designed in consultation with the experts of HNS INFOTECH Ltd. Company in such a manner that it would facilitate the respondents to reveal
maximum information. 3.5 Data collection The primary data was collected by using questionnaires. The questionnaire has 15 questions. A five point scale was used such as strongly disagree, disagree, neutral, agree and strongly agree. 3.6 Statistical tools used for analysis: The collected data were analyzed by using following techniques: •
Percentage analysis
DATA ANALYSIS AND INTERPRETATION
Chapter –IV Table no: 1
Chart no: 1
Interpretation: From the above chart and table it is clearly evident that 74% of the respondents are male and 26% of the respondents are female.
Table no: 2
Chart no: 2
Interpretation: From the above chart and table it is clearly evident that 45% of the respondents earn between 10000 to 20000.
Table No: 3
Chart No: 3 Interpretation: From the above chart and table it is clearly evident that 54% of the respondents have completed their UG degree alone.
Table No: 4
Chart no: 4
Interpretation: From the above chart and table it is clearly evident that 55% of the respondents are married.
Table No: 5
Chart No: 5
Interpretation: From the above chart and table it is clearly evident that 26% of the respondents either have 1-2 years or 3-4 years of experience.
Table No: 6
Chart No: 6 Interpretation: From the above chart and table it is clearly evident that 34% of the respondents strongly agree that working hours are convenient from them and 32% agree with that and 18% neither agree nor disagree and 13% disagree with the working hours and 3% are strongly against working hours. Table No: 7
Chart No: 7
Interpretation: From the above table it is clear that 30% respondents strongly agree and 39% respondents agree that they are happy with their work place only 13% disagreed and 18% have no idea towards their work place.
Table No: 8
Chart No: 8
Interpretation: From the above table its is evident that 33% respondents strongly agree with the lightings and arrangements in the office, 37% agree with that and 12% disagree with the lightings and arrangements and 18% have no idea towards lightings and arrangements.
Table No: 9
Chart No: 9 Interpretation: From the above table it is quite clear that the work load is not high, 37% of the respondents disagreed with the question” I feel I have too much work” and another 22% strongly disagreed, 18% its they have too much work and 23% have no idea towards this question. Table No: 10
Chart No: 10 Interpretation: From the above table it is evident that the safety measures provided by the organizations are good as 28 and 31% of the respondents agree with that and only 11& 6% disagreed and 24% neither agreed nor disagreed.
Table No: 11
Chart No: 11
Interpretation: From the above table it is clear that relationship between employees and their supervisors are cordial because 30% of respondents strongly agreed to it and 41% agreed to it and only 13% disagreed and 16% of respondents have neither agreed nor disagreed. Tale No: 12
Chart No: 12
Interpretation: From the above table it is evident that the supervisors are not partial to the employees as 18% strongly agreed and 30% agreed to the question but 19% disagreed and 18% strongly disagreed this level is quite high compared to other questions.
Table No: 13
Chart No: 13 Interpretation: From the above table it is clear that 26 and 42% of the respondents agree that supervisors consider their employees ideas also and only 5% disagreed and 26% neither agreed nor disagreed. Table No: 14
Chart No: 14
Interpretation: From the above table it is clear that relation with co-workers is quite good as nearly 68% of the respondents agree that they are satisfied with from coworkers and only 15% disagreed and 16% have no answer to this Table No: 15
Chart No: 15 Interpretation: From the above table it is clear that in this organization people have concern
over each other as 26% strongly agreed and 41% agreed and only 14% disagreed and 19% neither agreed nor disagreed. Chapter –V 5.1 Findings: The descriptive statistics table helps us to derive satisfaction level of employees on various factors: • The respondents are satisfied with the environment and nature of work factors as their mean value is near to 2.50 • The respondent’s relationship with the superiors and colleagues are quite good as their mean value is 2.36 is an agreeable level. • The Respondents are not provided with proper welfare facilities that’s the reason the mean value is quite high at 3.46 levels which is disagree level. • The communication and motivation of employees by their superiors in this organization is reasonable as the mean value is 2.57. • The Pay and promotion activities in this organization are also good as their mean value is 2.4. • The Respondents are overall satisfied with their job as their mean value is 2.54 which is an agreeable level. • The Parking facilities provided by the organization are not good that’s why most respondents disagree with this question. • The refreshment facilities are also need to be improved because most of the employees are dissatisfied on this factor. • The Rest room facilities in the company are not good and they are not satisfied with the lunch facilities.
Suggestions •
Salary & Wage structure should be revised.
•
Employee grievances are to be satisfied then & there.
•
Job rotation is being recommended.
• Suitable rewards can to given to the employees depending upon their performance. •
Fringe benefits are to be given.
CONCLUSION I henceforth recommend that the company should give more consideration for the welfare of the employees & I have recommended my findings & suggestions to the organization. By proper implementation of my findings I feel that the morale of the employees can be lifted. Also the wage & salary structure should be revised accordingly for the benefit of both the parties.
Questionnaire “A study on Job Satisfaction of Employees in Hns InfoTech Ltd” 1. Name: …………………………………………………………………………………… 2. Age: ……………… 3. Gender: Male
Female
4. Monthly Income: A) Below Rest. 10,000 B) 10,000- 20000 C) 20,000-30000 D) Above 30,000 5. Education Qualification: A) Under graduation B) Post – graduation 6. Marital Status A) Married B) Unmarried 7. Years of experience: A) Less than 1yr B) 1-2 yrs C) 2-3 yrs D) 3-4 yrs E) Above 4yrs
Please indicate your level of agreement in connection with various factors: 1. Strongly agree 2. Agree 3. Neither agree nor disagree 4. Disagree 5. Strongly Disagree Work Environment and nature of work S. No Particulars 1 2 3 4 5 1. Working hours are convenient for me 2. I’m happy with my work place 3. The lighting and other arrangements in the office are satisfactory
Relationship with supervisors and colleagues S. No Particulars 1 2 3 4 5 4. My relationship with my supervisor is cordial 5. My supervisor is not partial Welfare Facilities S. No Particulars 1 2 3 4 5 6. I’m satisfied with the refreshment facilities 7. We are provided with the rest and lunch room and they are good 8.
The parking facilities provided for our vehicles are satisfactory
Pay and promotion S. No Particulars 1 2 3 4 5 9. I feel I’m being paid a fair amount for the work I do 10. I’m satisfied with my chances for promotion
Communication and motivation S. No Particulars 1 2 3 4 5 11. I feel that my Boss motivate me to achieve the organization goal 12. My supervisor motivates me to increase my efficiency at times when I’m not productive Job factors S. No 13. 14. 15.
Particulars 1 2 3 4 5 I love my job and to work in this organization My work life is meaningful Overall, I’m satisfied with my job
Job Satisfaction:
Job Satisfaction is the favorableness or un-favorableness with which the employee views his work. It expresses the amount of agreement between one’s expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of one’s environment of job is an important part of life as Job Satisfaction influences one’s general life satisfaction. Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job under condition with such specific factors such as wages. Supervisors of employment, conditions of work, social relation on the job, prompt settlement of grievances and fair treatment by employer. However, more comprehensive approach requires that many factors are to be included before a complete understanding of job satisfaction can be obtained. Such factors as employee’s age, health temperature, desire and level of aspiration should be considered. Further his family relationship, Social status, recreational outlets, activity in the organizations etc. Contribute ultimately to job satisfaction.
1.2 FACTORS INFLUENCING JOB SATISFACTION The major factors influencing job satisfaction are presented below: SUPERVISION To a worker, Supervision is equally a strong contributor to the job satisfaction as well as to the job dissatisfaction. The feelings of workers towards his supervisors are usually similar to his feeling towards the company. The role of supervisor is a focal point for attitude formation. Bad supervision results in absenteeism and labor turnover. Good supervision results in higher production and good industrial relations. CO-WORKERS Various studies had traced this factor as a factor of intermediate importance. One’s associates with others had frequently been motivated as a factor in job satisfaction. Certainly, this seems reasonable because people like to be near their friends. The workers derive satisfaction when the co-workers are helpful, friendly and co-operative. PAY Studies also show that most of the workers felt satisfied when they are paid more adequately to the work performed by them. The relative important of pay would probably changing factor in job satisfaction or dissatisfaction. AGE
Age has also been found to have a direct relationship to level job of satisfaction of employees. In some groups job satisfaction is higher with increasing age, in other groups job satisfaction is lower and in other there is no difference at all.
MARITAL STATUS Marital status has an important role in deciding the job satisfaction. Most of the studies have revealed that the married person finds dissatisfaction in his job than his unmarried counterpart. The reasons stated to be are that wages were insufficient due to increased cost of living, educations to children etc. EDUCATION Studies conducted among various workers revealed that most of workers who had not completed their school education showed higher satisfaction level. However, educated workers felt less satisfied in their job. WORKING CONDITION The result of various studies shows that working condition is an important factor. Good working atmosphere and pleasant surroundings help increasing the production of industry. Working conditions are more important to women workers than men workers.
1.3 REVIEW OF LITERATURE: JOB SATISFACTION This study attempts to evaluate job satisfaction of HNS INFOTECH LTD. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of officers. It also investigates the impacts such as, work experience, age, and sex differences on the attitudes toward Job Satisfaction. The result shows that salary, efficiency in work, fringe supervision, and coworker relation are the most important factors contributing to job satisfaction. Private sectors have higher levels of job satisfaction than those from public sectors as they enjoy better facilities and ive work environment. Sex and age differences have relatively lower level of impact on it. The overall job satisfaction of the employees is at the positive level. JOB SATISFACTION OF BANK OFFICERS IN TAMIL NADU
–
by NAZRUL ISLAM
IN JUNE 2006
This study attempts to evaluate job satisfaction of bank officers in Bangladesh. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of officers. It also investigates the impacts of bank type, work experience, age, and sex differences on the attitudes toward job Satisfaction. The result shows that salary, efficiency in work, fringe supervision, and coworker relation are the most important factors contributing to job satisfaction. Private bank officers have higher levels of job satisfaction than those from public sectors as they enjoy better facilities and ive work environment. Sex and age differences have relatively lower level of impact on it. The overall job satisfaction of the bank officers is at the positive level. 1.4 Objective of the study: 1.
To Study the job satisfaction of employees in HNS INFOTECH Ltd, Chennai.
2. To Measure the satisfaction levels of employees on various factors and give suggestions for improving the same. 3.
To find out whether experience have an effect on Job Factors.
4. To find the significance difference among age groups with respect to job factors. 5. To find the significance difference among male and female employees with respect to job factors.
1.5 Limitations of the study: 1.
Sample size of the study is only 100.
2.
Some of the respondents were not responding to some of the questions.
3. Due to time constraint the researcher was not able to complete the project to desired level.
COMPANY PROFILE
Chapter -II Profile: HnS InfoTech is a Subsidiary company of Hard n Soft Tech Pvt Ltd (HnS) a ten year old company that specializes in providing -friendly Software solutions in New media solutions. Hns InfoTech operates specifically in the Domains of BPO, consulting and technology services. Hns services enhance the competitive advantages of thier customers. In HnS, The Protocol is Creativity. HnS assists their client partners in optimizing their stakeholder relationships. Stakeholders include customers, employees, vendors, media, investors and other individuals. A strong emphasis on creativity drives every endeavor of Hns. Milestones: Sparks ment club awards,
BRONZE AWARD for the Ford Mondeo electronic broucher in the new media category, sparks 2001. SILVER NOMINEE for the Ford Ikon electronic broucher in the new media category, sparks 2000. A special mentioned award for the website developed for a Govt. ed tea auction firm – ‘TEASERVE.COM' Products & Services Imaging services: • Djvu Conversion • Acrobat PDF Conversion • Imaging and Indexing • Aperture cards
E-publishing and typesetting: • Pagination Tools Idesign, Quark Xpress, LaTex • Art work Tools Photoshop, Illustrators • Typesetting Data capturing: • Litigation Services – (1) Objective Coding (2) Subjective Coding • Data Format Conversion Services • Type Setting Data entry& conversion: • • • • •
Word Processing Services SGML/ XML / HTML Data Entry – English, French & Arabic Form Processing – Banks & Insurance Craig list Research & Entry
Transcription: • Medical Transcription • General Transcription • Legal Transcription Market research: • Stock market research • Investment research • Research on individual organisation
CUSTOMERS Barry-Wehmiller International Resources KELTRON, Kerala Government
ELCOT Elance, USA Larsen & Toubro Ltd Tamilnadu WAKF Board Income Tax Dept., Chennai Voyager, UK Dept. of Tourism, Sikkim Sierra, SRI LANKA Dept. of Tourism, TamilNadu Accenture Ltd Govt.of Sikkim Hyundai Motor India Ltd. Apollo Hospitals Ford India Ltd. UCAL Group JWT (Chennai) Le Royal Meridien Vijaya Hospitals (Chennai) Toyota Kirloskar Motor, Bangalore Ashok Leyland MRF Saora, JAPAN Turbo Energy Census Dept.,TamilNadu DATS Caterpillar Commercial (CAT) TVS Motor Company CUMI (Corborundum Universal Ltd.) Rubecon Indian Bank Envision Technologies Inc. USA CHAPTER – III RESEARCH METHODOLOGY: The methodology followed for conducting the study includes the specification of research design, sample design, questionnaire design, data collection and statistical tools used for analyzing the collected data. 3.1 Research design: The research design used for this study is of the descriptive type. Descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual or a group. . 3.2 Sample size: The sample size consisting of 100 respondents were selected for the study. 3.3 Sampling design: Since it is difficult to the entire population, sampling technique was adopted. The employees were interviewed using convenience sampling techniques.
3.4 Questionnaire design: Questionnaire was designed in consultation with the experts of HNS INFOTECH Ltd. Company in such a manner that it would facilitate the respondents to reveal
maximum information. 3.5 Data collection The primary data was collected by using questionnaires. The questionnaire has 15 questions. A five point scale was used such as strongly disagree, disagree, neutral, agree and strongly agree. 3.6 Statistical tools used for analysis: The collected data were analyzed by using following techniques: •
Percentage analysis
DATA ANALYSIS AND INTERPRETATION
Chapter –IV Table no: 1
Chart no: 1
Interpretation: From the above chart and table it is clearly evident that 74% of the respondents are male and 26% of the respondents are female.
Table no: 2
Chart no: 2
Interpretation: From the above chart and table it is clearly evident that 45% of the respondents earn between 10000 to 20000.
Table No: 3
Chart No: 3 Interpretation: From the above chart and table it is clearly evident that 54% of the respondents have completed their UG degree alone.
Table No: 4
Chart no: 4
Interpretation: From the above chart and table it is clearly evident that 55% of the respondents are married.
Table No: 5
Chart No: 5
Interpretation: From the above chart and table it is clearly evident that 26% of the respondents either have 1-2 years or 3-4 years of experience.
Table No: 6
Chart No: 6 Interpretation: From the above chart and table it is clearly evident that 34% of the respondents strongly agree that working hours are convenient from them and 32% agree with that and 18% neither agree nor disagree and 13% disagree with the working hours and 3% are strongly against working hours. Table No: 7
Chart No: 7
Interpretation: From the above table it is clear that 30% respondents strongly agree and 39% respondents agree that they are happy with their work place only 13% disagreed and 18% have no idea towards their work place.
Table No: 8
Chart No: 8
Interpretation: From the above table its is evident that 33% respondents strongly agree with the lightings and arrangements in the office, 37% agree with that and 12% disagree with the lightings and arrangements and 18% have no idea towards lightings and arrangements.
Table No: 9
Chart No: 9 Interpretation: From the above table it is quite clear that the work load is not high, 37% of the respondents disagreed with the question” I feel I have too much work” and another 22% strongly disagreed, 18% its they have too much work and 23% have no idea towards this question. Table No: 10
Chart No: 10 Interpretation: From the above table it is evident that the safety measures provided by the organizations are good as 28 and 31% of the respondents agree with that and only 11& 6% disagreed and 24% neither agreed nor disagreed.
Table No: 11
Chart No: 11
Interpretation: From the above table it is clear that relationship between employees and their supervisors are cordial because 30% of respondents strongly agreed to it and 41% agreed to it and only 13% disagreed and 16% of respondents have neither agreed nor disagreed. Tale No: 12
Chart No: 12
Interpretation: From the above table it is evident that the supervisors are not partial to the employees as 18% strongly agreed and 30% agreed to the question but 19% disagreed and 18% strongly disagreed this level is quite high compared to other questions.
Table No: 13
Chart No: 13 Interpretation: From the above table it is clear that 26 and 42% of the respondents agree that supervisors consider their employees ideas also and only 5% disagreed and 26% neither agreed nor disagreed. Table No: 14
Chart No: 14
Interpretation: From the above table it is clear that relation with co-workers is quite good as nearly 68% of the respondents agree that they are satisfied with from coworkers and only 15% disagreed and 16% have no answer to this Table No: 15
Chart No: 15 Interpretation: From the above table it is clear that in this organization people have concern
over each other as 26% strongly agreed and 41% agreed and only 14% disagreed and 19% neither agreed nor disagreed. Chapter –V 5.1 Findings: The descriptive statistics table helps us to derive satisfaction level of employees on various factors: • The respondents are satisfied with the environment and nature of work factors as their mean value is near to 2.50 • The respondent’s relationship with the superiors and colleagues are quite good as their mean value is 2.36 is an agreeable level. • The Respondents are not provided with proper welfare facilities that’s the reason the mean value is quite high at 3.46 levels which is disagree level. • The communication and motivation of employees by their superiors in this organization is reasonable as the mean value is 2.57. • The Pay and promotion activities in this organization are also good as their mean value is 2.4. • The Respondents are overall satisfied with their job as their mean value is 2.54 which is an agreeable level. • The Parking facilities provided by the organization are not good that’s why most respondents disagree with this question. • The refreshment facilities are also need to be improved because most of the employees are dissatisfied on this factor. • The Rest room facilities in the company are not good and they are not satisfied with the lunch facilities.
Suggestions •
Salary & Wage structure should be revised.
•
Employee grievances are to be satisfied then & there.
•
Job rotation is being recommended.
• Suitable rewards can to given to the employees depending upon their performance. •
Fringe benefits are to be given.
CONCLUSION I henceforth recommend that the company should give more consideration for the welfare of the employees & I have recommended my findings & suggestions to the organization. By proper implementation of my findings I feel that the morale of the employees can be lifted. Also the wage & salary structure should be revised accordingly for the benefit of both the parties.
Questionnaire “A study on Job Satisfaction of Employees in Hns InfoTech Ltd” 1. Name: …………………………………………………………………………………… 2. Age: ……………… 3. Gender: Male
Female
4. Monthly Income: A) Below Rest. 10,000 B) 10,000- 20000 C) 20,000-30000 D) Above 30,000 5. Education Qualification: A) Under graduation B) Post – graduation 6. Marital Status A) Married B) Unmarried 7. Years of experience: A) Less than 1yr B) 1-2 yrs C) 2-3 yrs D) 3-4 yrs E) Above 4yrs
Please indicate your level of agreement in connection with various factors: 1. Strongly agree 2. Agree 3. Neither agree nor disagree 4. Disagree 5. Strongly Disagree Work Environment and nature of work S. No Particulars 1 2 3 4 5 1. Working hours are convenient for me 2. I’m happy with my work place 3. The lighting and other arrangements in the office are satisfactory
Relationship with supervisors and colleagues S. No Particulars 1 2 3 4 5 4. My relationship with my supervisor is cordial 5. My supervisor is not partial Welfare Facilities S. No Particulars 1 2 3 4 5 6. I’m satisfied with the refreshment facilities 7. We are provided with the rest and lunch room and they are good 8.
The parking facilities provided for our vehicles are satisfactory
Pay and promotion S. No Particulars 1 2 3 4 5 9. I feel I’m being paid a fair amount for the work I do 10. I’m satisfied with my chances for promotion
Communication and motivation S. No Particulars 1 2 3 4 5 11. I feel that my Boss motivate me to achieve the organization goal 12. My supervisor motivates me to increase my efficiency at times when I’m not productive Job factors S. No 13. 14. 15.
Particulars 1 2 3 4 5 I love my job and to work in this organization My work life is meaningful Overall, I’m satisfied with my job
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