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STUDY ON JOB SATISFACTION
NAME: LATHA S
Reg no: 18 (MC102540)
NAME: CHIRANTHANA CHENGAPPA
Reg no: 12 (MC102533)
Hewlett Packard (HP)
Mount Carmel
College
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OVERVIEW OF CHAPTERS:
CHAPTER 1: INTRODUCTION
CHAPTER 2: RESEARCH DESIGN
CHAPTER 3: PROFILE OF THE COMPANY
CHAPTER 4: DATA ANALYSIS AND INTREPRETATION
CHAPTER 5: SUMMARY OF THE FINDINGS AND
CONCLUSIONS
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CHAPTER 1
INTRODUCTION:
Job satisfaction describes how content an individual is with his or her job. It is a relatively recent
term since in previous centuries the jobs available to a particular person were often
predetermined by the occupation of that persons parent. There are a variety of factors that can
influence a persons level of job satisfaction. Some of these factors include the level of pay and
benefits, the perceived fairness of the promotion system within a company, the quality of the
working conditions, leadership and social relationships, the job itself (the variety of tasks
involved, the interest and challenge the job generates, and the clarity of the job
description/requirements).The happier people are within their job, the more satisfied they are said to be. Job satisfaction is
not the same as motivation, although it is clearly linked. Job design aims to enhance job
satisfaction and performance methods include job rotation, job enlargement and job enrichment.
Other influences on satisfaction include the management style and culture, employee
involvement, empowerment and autonomous workgroups. Job satisfaction is a very important
attribute which is frequently measured by organizations. The most common way of measurement
is the use of rating scales where employees report their reactions to their jobs. Questions relate to
relate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself
and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on
15 scale, where 1 represents not all satisfied and 5 represents extremely satisfied).
Definitions
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of
ones job; an affective reaction to ones job; and an attitude towards ones job. Weiss (2007) has
argued that job satisfaction is an attitude but points out that researchers should clearly distinguish
the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This
definition suggests that we form attitudes towards our jobs by taking into account our feelings,
our beliefs, and our behaviors.
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LITERATURE REVIEW
Affect Theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction
model. The main premises 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.e. the degree of autonomy in a position) moderates
how satisfied/dissatisfied one becomes when expectations are/are not 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 does
not 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 compared to Employee B. this theory also
states that too much of a particular facet will produces stronger feelings of dissatisfaction the
more a worker values that facet.
Dispositional Theory
Another well-known job satisfaction theory is the Dispositional Theory. It is a very general
theory that suggests that people have innate dispositions that cause them to have tendencies
toward a certain level of satisfaction, regardless ofones job. This approach became a notable
explanation of job satisfaction in light evidence that job satisfaction tends to be stable over time
and across careers and jobs. Research also indicates that identical twins have similar levels of job
satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the
core Self-evaluations Model, proposed by Timorthy A. Judge in 1998. Judge argued that there
are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-
esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher
levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in
ones own competence) lead to higher work satisfaction. Having an internal locus of control
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(believing one has control over her/his own life, as opposed to outside forces having control)
leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job
satisfaction.
TwoFactor Theory (MotivationHygiene Theory)
Fredrick Herzbergs Two factor theory (also known as Motivator Hygiene Theory) attempts to
explain satisfaction and motivation in the workplace. This theory states that satisfaction and
dissatisfaction are driven by different factors motivation and hygiene factors, respectively.
Motivating factors are those aspects of the job that make people want o perform, and provide
people with satisfaction. These motivating factors are considered to be intrinsic to the job, or the
work carried out. Motivating factors include aspects of the working environment such as pay,
company policies, supervisory practices, and other working conditions. While Herzbergs model
has stimulated much research, researchers have been unable to reliably empirically prove the
model, with Hackman & Oldham suggesting that Herzbergs original formulation of the model
may have been a methodological artifact. Furthermore, the theory does not consider individual
differences, conversely predicting all employees will react in an identical manner to changes in
motivating/hygiene factors. Finally, the model has been criticised in that it does not specify how
motivating/hygiene factors are to be measured.
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, checklist, forced choice answers. The Job Descriptive Index (JDI),
created by smith, Kendall, & Hulin (1969), job satisfaction that has been widely used. It
measures ones satisfaction in five facets: pay, promotions and opportunities, coworkers,
supervision, and the work itself. The scale is simple, participants answer either yes, no, or decide
in response to whether given statements accurately describe one job. The Job in General Index is
an overall measurement of job satisfaction. It was an improvement to the job Descriptive Index
because the JDI focused too much on individual facets and not enough on work satisfaction in
general.
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CHAPTER 2:
RESEARCH DESIGN
STATEMENT OF THE PROBLEM
Job satisfaction
OBJECTIVE OF THE STUDY
The objective of the study is as follows:
To assess the satisfaction level of employees in Hewlett Packard.
To identify the factors which influence the job satisfaction of employees.
To identify the factor that improves the satisfaction level of employees.
To know the employee satisfaction towards the facilities.
To offer valuable suggestions to improve the satisfaction level of employees.
SCOPE OF THE STUDY
This study emphasis in the following scope:
To identify the employees level of satisfaction.
This study is helpful to that organisation for conducting further research.
It is helpful to identify the employers level of satisfaction towards welfare measure.
This study is helpful to the organization for identifying the area of dissatisfaction of job
of the employees.
This study helps to make a managerial decision to the company.
RESEARCH METHODOLOGY
Research methodology is the systematic way to solve the research problem. It gives an idea
about various steps adopted by the researcher in a systematic manner with an objective to
determine various manners. The various steps involved are data collection through questionnaire
survey, data analysis including descriptive and exploratory analysis.
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SAMPLING:
Sample Size
The study sample constitutes 25 respondents constituting in the research area.
Sampling Area
The study is conducted in employees of Hewlett Packard.
Sampling Design
We have used probability sampling in which random sampling is used.
Collection of Data
Most of the data collected by us are primary data through personal interview, where the
researcher and the respondent operate facetoface. We have used a structured questionnaire as
a research instrument tool which consists of open ended questions, multiple choice and
dichotomous questions in order to get data. Thus, Questionnaire is the data collection instrument
used in the study. All the questions in the questionnaire are organized in such a way that it elicits
all the relevant information that is needed for the study.
Analysis of Data
The data is collected through survey and books, reports, newspapers and internet etc., the survey
conducted among the employees HP COMPANY.. The data collected by the researcher is
tabulated and analyzed in such a way to make interpretations.
OPERATIONAL DEFINITIONS:
Intrinsic: situated within or belonging solely to the organ or body part on which it acts
Extrinsic: Not forming an essential part of a thing, arising or originating from the
outside
LIMITATIONS:
The survey is subjected to the bias and prejudices of the respondents. Hence 100%
accuracy cant be assured.
The researcher was carried out in a short span of time, where in the researcher could not
widen the study.
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CHAPTER 3:
COMPANY PROFILE
Hewlett Packard India
Established in 1988, India is one of the largest and most diverse sites for HP outside of the US.
The companys 25,000+ employees are spread over 45 locations. The businesses represented in
HP India include:
Technology Solutions Group (TSG) - In addition to Enterprise Systems, Storage and
Software, TSG includes Managed Services, Consulting & Integration and Technology
Services. The products and services from this organization serve Enterprise, Public
Sector and SMB Customers.
Imaging and Printing Group (IPG) - is the leading provider of printing and imaging
solutions for both business and consumers - printer hardware, all-in-ones, digital imaging
devices such as cameras and scanners, MFDs, associated supplies and accessories come
under this fold.
Personal Systems Group (PSG) - focuses on providing simple, reliable and affordable
personal computing solutions and devices for home and business use, including desktopand notebook PCs, workstations, smart handhelds, personal storage and access devices.
Global Delivery India Centre (GDIC): The Global Delivery Application Services Center
(GDAS) India is a service under GDIC. GDAS India is the flagship centre for HPs
strategy for global delivery of application services.
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Chapter -4
DATA ANALYSIS AND INTREPRETATION
Following are the bar graphs representing the statistical analysis of each question in the
questionnaire that was specially structured for the collection of the data for job satisfaction in HP
Company.
HOW SATISFIED OR DISSATISFIED ARE YOU WITH:
Q1. THE PHYSICAL WORKING CONDITIONS?
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Q2. FREEDOM TO CHOOSE YOUR OWN METHOD OF WORKING?
Q3. YOUR FELLOW WORKERS?
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Q4. THE RECOGNITION YOU GET FOR GOOD WORK?
Q5.YOUR IMMEDIATE BOSS?
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Q6.THE AMOUNT OF RESPONSIBILITY YOU ARE GIVEN ?
Q7.YOUR RATE OF PAY?
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Q8.YOUR OPPORTUNITY TO USE YOUR ABIILITIES?
Q9.INDUSTRIAL RELATIONS BETWEEN MANAGEMENT AND WORKERS?
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1. Q10.YOUR CHANCE OF PROMOTION?
2. Q11.THE WAY THE ORGANISATION IS MANAGED?
3.
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4. Q12.ATTENTION PAID TO SUGGESTIONS YOU MAKE?
5. Q13.YOUR HOURS OF WORK?
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Q14.THE AMOUNT OF VARIETY IN YOUR JOB?
6. Q15.YOUR JOB SECURITY?
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Chapter 5
SUMMARY OF THE FINDINGS AND CONCLUSIONS
Extrinsic point of view: according to the work environment provided
by the company
The physical working condition of the company is good but nearly
50% of the respondents are moderately satisfied and the rest, very
satisfied and some are moderately dissatisfied.
44% of the respondents are very much or moderately satisfied with
the fellow employees.
Majority of them are dissatisfied with the availability of immediate
boss.
Majority i.e. more than 60% of the respondents are very much
satisfied with the rate of payment.
Relationship between the management and the employees is again
contradicting as nearly 49% are satisfied and the rest are not at all
satisfied.
The way the organization is managed is positive as majority of
them are happy and satisfied with it.
Most of them are very much satisfied with the hours of work as the
company is not strict about time but they are strict about the
deadlines.
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Most of them feel secured about their job at HP where as there are
few who are not sure and are dissatisfied.
Intrinsic point of view: according to the personal problems of the
employee.
Most of them are not satisfied with freedom of choice when it
comes to the use of the methods that the employees want.
Recognition of the good work of employees is contradicting asmajority of them are satisfied and also most of them are
moderately dissatisfied.
Majority of them are satisfied with the amount of responsibility
given to them.
Most of them are very much satisfied with the opportunities they
get to use their abilities
Nearly 55% of them are satisfied with the chance of promotion.
Some of them are not happy with the attention they get for their
suggestions and the rest say 40% are satisfied.
When it comes to the variety in the job, its contradicting as same
% of employees are not sure, moderately satisfied and moderatelydissatisfied.
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Conclusion:
From the above drawn summary out of the data analysis it is
clear that, from extrinsic point of view i.e. from the
companies point: the work environment has been provided to
the employees of HP.
Areas of improvement:
Better teams can be formed with the same human resource.
(For having better team mates which will definitely motivate
the employee & increases the productivity)
Team leaders for every team should be appointed.
(This helps the employees to clear their doubts about the work
which in turn helps to reduce the frustration of the employees)
The relationship between the employees and management has
to be improved.
(failure of which will result into lack of recognition of efficient
employees)
Rate of payment, promotion policies and the working hours
to be maintained in the same way or it can even be improved.
From the companies point: various policies can be changed to
provide the employees with a better work environment which
will influence them in attaining job satisfaction.
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From intrinsic point: i.e. from the individual point of view
Most important an employee must have an appropriate
educational background that matches his present job.
Most of the students are ignorant, have very less choice,
financial problems, not focused, potential but have no proper
guide, confused. (when decisions are taken in these cases,
most of them tend to face the problem of job dissatisfaction.
Therefore, no matter how good the work environment is, the
employee remains dissatisfied.)
In the study conducted most of them were not sure about
many things this indicates the interest levels of the
employees.
It depends on each individual to choose the work and have
a better life with at most job satisfaction.
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