JOB SATISFACTION

PROJECT REPORT

INTRODUCTIONAn organization is made up of Resources,

namely, men, material and machinery. Of these , the first one is Living one, i.e., human and the other three are non-living.

• According to L.F. Urwick “ business houses are made or broken in the long-run not by markets or capital, parents, or equipments, but by men”

• Given the highly competitive and complex business enivornment, the ‘rule of thumb’ has become obsolete and redundant.

• The need of the perspective is to have right people in right jobs, gives genesis to the concept of HRM in business organizations.

MEANING In common parlance , Human Resources mean

the people. Human Resource Mangement(HRM) is a management function.

It helps the manager’s recruit ,select , train and develops members for organization.

“Human Resource as” a whole consisting of inter-related, inter-dependent and interacting physiological, psychological, sociological and ethical components.

a series of intrgrated decisions that form the employment relationship and employees to achieve their objective

MEANING(cont.)Human Resource Management is the

planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintained and separation of human resources to the end that individual, organizational , and Social objectives are accomplished.

Thus , HRM is refers to a set of programs, functions and activities designed and carried in order to maximize both employees as well as organizational effectiveness.

JOB SATISFACTION Job satisfaction refers to one’s attitude towards

job. Job satisfaction is a technique used to motivate

the employees to work harder. It had often been said that ”A Happy Employee is A Productive Employee”.

Job satisfaction is very important because most of the people spend a major portion of their life at their working place.

Job satisfaction has its impact on the general life of the of the employees also, because a satisfied employee is a contended and happy human being

DEFINITION OF JOB SATISFACTION

According to E.A. Locke , ”Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal one’s job or job experience”.

According to Field man and Amoid,” Job satisfaction will be defined as the amount of overall positive affect that individuals have towards their jobs”.

According to Kelth Davis and Newstrom, “Job satisfaction is the set of favorable or unfavorable feeling with which employee view their work.

MEASUREMENT OF JOB SATISFACTIONTo Measure the Job satisfaction the employee

attitude surveys, were under taken.The survey generally is conducted as part of organization development program

An overall job satisfaction can be under such a scale, convenientl disassembled into respectable scores indicating the employees attitude about supervisor , changes of promotion but co-workers , about pay , and about work itself.

FACTORSA. ORGANISATIONAL FACTORSB. WORK ENVIRONMENTAL FACTORSC. WORK IT SELFD. PERSONAL FACTORS

A.ORGANISATIONAL FACTORS:1. Salaries and Wages: Wages and Salaries play a

significant role in influencing job satisfaction Firstly, Money is an important instrument in fulfilling one’s needs. Secondly, employee often see money as a reflection of the management concern for them.

2. Promotion Chances: Firstly, Promotion indicates an employee’s worth to the organization highly morale boosting. Secondly, employee taken promotion as the ultimate achievement in his career. Thirdly, promotion involues Positive changes.

3. Company Policies: i. An autocratic and highly authoritative structure causes

resentment among the employees. ii. Strict policies usually will create dissatisfaction among the

employees iii. Thus, a democratic organizational structure with fair and

liberal policies is associated with high job satisfaction.

B.WORK ENVIRONMENTAL FACTORS

1. Supervision: Supervision is another moderately important source of job satisfaction . There seems to be two dimensions One is employee-centeredness, which is measured by the degree to which a supervisor takes person interest and cares about employee Other is participative climate created by the supervisor has a substantial effect on worker’s satisfaction.

2. Work Group: Friendly, cooperative co-workers or team members are a modest source of job satisfaction.

3. Working Conditions: If working conditions are good the personnel will find it easier to carryout their job. In other words,the effect of working conditions on job satisfaction is similar to that of the work group.

C. WORK IT SELF:i. Job Scope: It provides the amount of

responsibility , work pace and feedback. The higher the level of these factors, higher the job scope and higher the level of satisfaction

ii. Variety: A moderate amount of variety is very effiective . Excessive variety produces confusion and stress and a too little variety causes monotony which are dissatisfies.

iii. Interesting work: A work which is very interesting the challenging and provides status will providing satisfaction to employees.

D. PERSONAL FACTORS1. Age and Seniority: with age ,

people become more mature and realistic and less idealistic so that they are willing to accept any rewards about the satisfaction.

2. Tenure: Employees with longer tenure are excepted to be highly satisfied.

THERIOES OF JOB SATISFACTION1. Fulfillment Theory: The

proponents of this theory measures of rewards a person recieves and the desire of his level of aspiration in particular area. This led to the development of the discrepancy-theory of job satisfaction.

2. Discrepancy Theory: The proponents of this theory argues that satisfaction is function of what a personal actually receives from his job situation.

THERIOES OF JOB SATISFACTION3) EQUITY THEORY: The proponents

of this theory are of the view that person satisfication is determined by his percevied equlity , which in turn is determined by his input-output balance

Findings: 82% of respondents are fully satisfied on

training and development process .where as 18% are not

91% of the respondents are fully satisfied on performance appraisal system where 9% are not

15% of employees are highly satisfied where as 71% and 13% are satisfied and neutral regarding Employee’s job satisfaction

SUGGESTIONS Job description should be designed perfectly Most of the employees needed training in soft

skills & personality development .

CONCLUSIONFrom above Findings from

employees of CCLPRODUCTS(INDIA)Limited. I conclude that Job Satisfaction and theories of job satisfaction are very essential for running successful organization.