A study on the employee’s satisfaction towards their Job in an organization

Index

1) Introduction of study the problem

2) Need of the study

3) Objective of Study

4) Scope of the study

5) Methodology and data base

6) Period of study

7) Limitation of the study

8) Chapter plan

Bibliography

INTRODUCTION

Job satisfaction in regards to one’s feeling or state of mind regarding nature of their work. Job

can be influenced by variety of factors like quality of one’s relationship with their supervisor,

quality of physical environment in which they work, degree of fulfillment in their work, etc.

Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards

job has been defined variously from time to time. In short job satisfaction is a person’s attitude

towards job.

Job satisfaction is an attitude which results from balancing & summation of many specific likes

and dislikes experienced in connection with the job- their evaluation may rest largely upon one’s

success or failure in the achievement of personal objective and upon perceived combination of

the job and combination towards these ends.

According to pestonejee, Job satisfaction can be taken as a summation of employee’s feelings in

four important areas. These are:

1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers,

opportunities on the job for promotion and advancement (prospects), overtime

regulations, interest in work, physical environment, and machines and tools.

2. Management- supervisory treatment, participation, rewards and punishments, praises and

blames, leaves policy and favoritism.

3. Social relations- friends and associates, neighbors, attitudes towards people in

community, participation in social activity socialibility and caste barrier.

4. Personal adjustment-health and emotionality.

Job satisfaction is an important indicator of how employees feel about their job and a predictor

of work behavior such as organizational citizenship, Absenteeism, Turnover.

Job satisfaction benefits the organization includes reduction in complaints and grievances,

absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job

satisfaction is also linked with a healthier work force and has been found to be a good indicator

of longevity.

Job satisfaction is not synonyms with organizational morale, which the possessions of feeling

have being accepted by and belonging to a group of employees through adherence to common

goals and confidence in desirability of these goals.

Morale is the by-product of the group, while job satisfaction is more an individual state of mind.

IMPORTANCE OF JOB SATISFACTION

Job satisfaction is an important indicator of how employees feel about their job and a

predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover.

Job satisfaction can partially mediate the relationship of personality variables and deviant

work behavior.

Common research finding is that job satisfaction is correlated with life style.

This correlation is reciprocal meaning the people who are satisfied with the life tends to

be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied

with their life.

This is vital piece of information that is job satisfaction and job performance is directly

related to one another. Thus it can be said that, “A happy worker is a productive worker.”

It gives clear evidence that dissatisfied employees skip work more often and more like to

resign and satisfied worker likely to work longer with the organization.

Objective of the Study

To study the Satisfaction level of the employee at Webmark Technologies, Hyderabad.

To know how the to increase satisfaction level of employees.

To know the level of satisfaction of employees regarding the policies of the company.

To know the policy in order to meet the manpower expected levels to satisfy them.

To streamline the Satisfaction process to ensure that we always keep the employee

satisfaction level at highest.

To give suggestions if any, in strengthening the Job Satisfaction Procedure in Webmark

Technologies, Hyderabad.

Need of Study

Company constitutes pooling of members of scarce resources like men, material,

machinery and money. They are to be properly organized and coordinated in the accomplishing

the desired results. It is wider implications both on company and employees too.

Any organizations strives its best to follow and develop suitable techniques to attract

suitable desirable candidates. As such the management of Webmark Technologies also left the

immense need to undertake the project study on recruitment. Recruitment is a process to attract

people with the multi-dimensional skills and experience that suits the present and future

organizational strategies.

As an economy steps into a globalized and liberalized arena. The amount of

regulations decreases and competition widens. This brings many firms each differentiating

themselves in some way to be best. Hence the need for more hires is increasing, and efficient

recruitment and selection is being a need for the firm.

Employee Job Satisfaction follows Productivity, Employee Retention. Keeping

Employees satisfied is a process of identifying the needs of employees. In this process relevant

information about applicant is collected through series of steps so as to evaluate their satisfaction

levels for the job to be filled. Hence the study is directed towards Satisfaction policy and its

effectiveness in terms of number of people Retained with the company.

Scope of Study

The scope of the study is confined to the following process like procedure followed for

Employee Job Satisfaction levels of the employees by taking the 50 as sample size. So I cannot

generalize all the IT Industry. The study is covered only to the employees of Webmark

Technologies, Hyderabad.

RESEARCH METHODOLOGY

Research is a scientific and systematic search for pertinent information on a specific

topic. Research is an art of scientific investigation. “Research comprises defining and redefining

problems, formulation hypothesizer suggested solutions, collecting, organizing and evaluating

the data, making deductions and reaching conclusions and at last carefully testing the

conclusions to determine whether they fit the formulating hypothesis”

- By CLIFFORD WOOD

Methodology means “a procedure designed to the extent to which it is planned and

evaluated before conducting the inquiry and the extent to which the method for making decisions

is evaluated”

-By DHONDYAL.

DATA COLLECTION: There are two types of data

PRIMARY DATA

Primary data can be collected either through experience or through survey. Those

which are collected a fresh and for the first time thus happen to be original in character that is

called primary data.

By observation

Personal discussion

Personal Interview

Questionnaire

SECONDARY DATA

Secondary data means the data that has already been available The secondary data

can be gathered from Journals, magazines, official records, broachers, office files, annual reports,

Internet and also through discussion with concerned officers.

SAMPLING METHOD

The sampling techniques are the process of selecting a few from a bigger group

to become the basis for estimating or predicting the fact, situation or outcome regarding

bigger group.

The research technique adopted is RANDOM SAMPLING TECHNIQUE

Sample size – 50 respondents

Sampling unit – Webmark Technologies

Sampling Area – HYDERABAD

TOOLS FOR DATA COLLECTION:

Questionnaire – This method is used in data collection which is quite popular,

particularly in case of big enquires private individual’s research person’s private and

public organization, are adopting it. Questionnaires consist of a number of questions

printed or typed in a definite order on forms. The respondents have to answer the

questions on their own.

Questionnaire Design – The questionnaire consists of a number of questions printed in a

definite order or a set of forms.

Questions include :

Closed Ended Questions

Dichotomous Questions

.

Limitation of the study:-

1. The information provided by the employees is not definitely true.

2 The samples of employees are not representative of the total workforce.

3. The employees hesitate disclosing the true facts in order to secure their job.

4. There is no measure to check out whether the information provided by the employees are

correct or not.

Chapter Plan

CONTENTS

CHAPTER 1 INTRODUCTION

RESEARCH METHODOLOGY

CHAPTER 2 LITERATURE REVIEW

CHAPTER 3 COMPANY PROFILE

CHAPTER 4 THEORETICAL FRAME WORK

CHAPTER 5 DATA ANALYSIS & INTERPRETATION

CHAPTER 6 FINDINGS & SUGGESTIONS

CHAPTER 7 CONCLUSION & BIBLIOGRAPHY

ANNEXURE QUESTIONNAIRE

BIBLIOGRAPHY

Books: -

Hitt, Miller, Colella “Organizational Behavior A Strategic Approach”, Wiley Student’s

Edition.

Luthans Fred “Organizational Behavior”, McGraw Hill 7th Edition.

Newstrom John W., Davis Keith, “Organizational Behavior Human Resource At Work”,

9th Edition, Tata McGraw Hill Edition.

Pestonjee D. M. “Motivation and Job Satisfaction”, 1st Edition. Macmillan India Limited.

Websites: -

www.hrcouncil.com

www.workforce.com

www.google.com