1

CHAPTER 1 INTRODUCTION

1.1 ABOUT THE STUDY Measurement of employee satisfaction has come to acquire the same fate as the measurement of intelligence. Since there is no agreement on a specific definition, generally questionnaires are developed to measure satisfaction with various aspects of work and the resultant behavior or score is called employee satisfaction. Today as intelligence is defined as what is measured by intelligence test, employee satisfaction can also be defined as what is measured by employee satisfaction questionnaire.

Most studies of employee satisfaction have been concerned with operational it rather than defining it. According to Locke (1969) such an approach describes that a certain relationship works but tells nothing as to why it works. This seems to be the case with employee satisfaction. Researches have been found to be more interested in choosing the unit of measurement from the several available but little by way of a definition of employee satisfaction has been attempted. One would assume the acceptance of a definition of employee satisfaction as a precursor for the choice of the unit measurement. Human Resource Management is considered to be the most valuable asset in any organization. It is the sum total of inherent abilities, acquired knowledge and skills represented by the talents and aptitude of the employed persons who comprise executive, supervisors, and the rank and file employees. It may be noted here that Human Resource should be utilized to the maximum possible extent, in order to achieve individual and organizational goals. It is thus the employees performance is to a large extent, influenced by motivation and job satisfaction.

Meaning of Employee Satisfaction Employee satisfaction refers to persons feeling satisfaction on the job, which acts as a motivation to a work. It is not the self satisfaction on the job.

The term related to the total relationship between an individual and the employer for which he is paid .Satisfaction does mean the simple feeling state accompany the attainment of any goal, the end state is felling accompany the attainment by an impulse of its objective. Research workers differently described the factors contributing to job dissatisfaction.

Employee satisfaction is defined as the pleasurable emotional state resulting from the appraisal of ones job as achieving or facilitating the achievement of ones job values. In contrast employee dissatisfaction is defined as, The unpleasurable emotional state resulting from the appraisal of ones job as frustrating or blackening the attainment of ones job values or as entailing disvalues. However, both satisfaction and dissatisfaction were seen as, a function of the perceived relationship between what one perceives it as a during or entailing.

Theories of Employee Satisfaction There are vital differences among experts about the concept of employee satisfaction. Basically there are four approach of employee satisfaction; they are (1) Fulfillment theory, (2) Discrepancy theory, (3) Equity theory, (4) Two-factor theory.

(1) Fulfillment Theory The proponents of this theory measure satisfaction terms of reward a person receives or the extend to which his needs are satisfied. Further they thought that there is a direct relationship between employee satisfactions of the expected needs. The main difficulty in this approach is that job satisfaction as observed by willing, is not only a function of there would be considerable difference in the actual and expectations of persons. Thus job satisfaction cannot be regarded as merely a function of how much a person receives from his job.

(2) Discrepancy Theory The proponents of this theory argue that satisfaction is the function of what a person actually receives from his employee situation and what he thinks he should receive or what he expects to receive. When the actual satisfaction discussed earlier. Employee satisfaction, it results in dissatisfaction. As discussed earlier, satisfaction and dissatisfaction are functions of the perceived relationship between what one wants from ones job and what one perceives it offerings. This approach does not make it clear whether or not over satisfaction is a part of dissatisfaction. This led to the development of the equity theory of the employee satisfaction.

(3) Equity theory The proponents of this theory of the view that a persons satisfaction is determined by his perceived equity, which in turn is determined by his input- output balance. Input-output balance is the perceived ratio of what a person receives from his job relating to what he contributes to the job. This theory is of the view that both under and the over reward lead to dissatisfaction while under reward cause feelings of unfair treatment, over reward leads to feelings of guilt and discomfort.

(4) Two factor theory This theory was developed by Herzberg, Manusner, Peterson and Cap well who identified certain factors as satisfiers and dissatisfies. Factors such as achievements, recognition, responsibility etc are satisfiers, the presence of which causes satisfaction but their absence does not result in dissatisfaction. On the other hand factors such supervision, salary, working condition are dissatisfies, the absence of which cause dissatisfaction. Their presence however does not result in job satisfaction. The studies failed to give any support to this theory, as it seems that a person can get both satisfaction and dissatisfaction at the same time, which is not valid.

EMPLOYEE JOB SATISFACTION In an organization individuals and group work together to meet a common objective difference of opinion might occur. Sometime certain inconvenience may arise. Thee things lead to complaints. Complaints are not promptly attended to, it leads to dissatisfaction is very often manifested in such behavior as sullenness, moodiness, worry, lack of work, and absents. If the dissatisfaction of the employees goes unattended or the conditions causing it are not corrected, the irritation is likely to increase and lead to in favorable attitudes towards the management and unhealthy relations in the organizations. It is therefore, essential for the management to allow individual employees to express dissatisfaction concerning their jobs or working conditions to an immediate superior. These manifestations of workers dissensions against working conditions, terms of service, leave and holidays and management decisions are commonly know in every organization concern.

EMPLOYEE SATISFACTION AND ORGANISATIONAL OBJECTIVES Much of the job satisfaction research has entered around the correlative studies examining the association of personality or Job factors with job satisfaction. In these studies the respondents have evaluated their understanding of how satisfied/dissatisfied they felt with various aspects of jobs and whether this had anything to do with such factors as age, sex, years of experience, income, etc. In the other set of studies, the respondents have been dividing into groups based on their biographic variables and the effect of such variable have been studies on satisfaction score they have been divided into groups of high, low, and moderate, and background analysis is done to see how they differ on biographic or other job variables.

1.2 ABOUT THE INDUSTRY The word hospital is derived from the Latin word hospitals which comes from hospes means a host. The English word hospital comes from the French word hospitale, as do the words hostel and hotel, all originally derived from Latin. The three words hostel, hotel and hospital, all originally derived from Latin. The three words hospital, hostel and hotel although derived from the same source, are used with different meanings. The term hospital means an establishment for temporary occupation by the sick and the injured. Today hospital means an institution in which sick and injured persons are treated. A hospital is different from a dispensary a hospital being primarily an institution where in patients are received and treated while the main purpose of a dispensary is distribution of medicine and administration of out door relief. A hospital in Stead-mans Medical Dictionary is defined as an institution for the care, cure and treatment of the sick and wounded for the study of diseases and for the training of doctors and nurses. Modern hospitals are open for 24 hours a day. Their personnel render services for the cure and comfort of patients. A hospital aims at the speedy recovery of patients. The hospital environment has changed day by day due to financial advancement. Professional in the hospital and the community often pressurize the hospitals to provide latest technology, through it is not cost effective and sometimes not even necessary. At the beginning of the 20th century people died cheaply in their homes. Today 30% die in expensively equip pied hospitals. This changing pattern of hospital will result in dominance of consumers against providers. More over the concept of all services

provided less than one roof will have to give way, to share of service. The result will be more specified hospitals and main motive of these hospitals is to making profits.

1.3ABOUT THE COMPANY Tremendous advances in medical science and technology in recent decades have revolutionaries the scope and nature of management of serious health problems. Diseases hitherto considered incurable have yielded to modern hi-tech medicine. The lack of such facilities in Chentrapinni has forced the public to look for them in cities in neighboring districts. AL IQBAL Hospital was established in a specialty hospital at Chentrapinni. The unit is a 100 bedded one. The unit is a proprietorship one. The hospital is situated in a 2 acre compound on the Kodugallur Guruvayoor Road. Any doctor is allowed to admit his patients here and a patient here can get the service of any doctor of his choice. We have the following super specialty departments of Plastic and Cosmetic Surgery, Urology,Gastro Physiotherapy. We are also having well equipped operation Theatres,ICU,ICCU,and NICU,Casualty,Labour room,Accident Trauma Care etc.We have central oxygen and nitrous pipe line system, medical equipment such as ultrasound Scanner, Dialysis unit, Audiometer, E.C.T machine, Video G.I. Endoscope, Echo color Doppler, Personal computer with stress test Trade Mill System, Microvent, Medicst Ventilator, Cardiac Monitors with central Monitoring System, Automatic infusion pumps, Defibrillators, pulse oxymeters, C.Arm Foetal Monitors, Pace Makers etc. Our laboratory is functioning with the facilities of Photo Flame mete, Auto Analyzer and Elisa Reader etc. X-ray laboratory and pharmacy departments are rendering 24 hours service and we are the forerunners of such services , Our hospital has evening O.P facility and advance O.P booking through telephone.

AL IQBAL Hospital is expected to serve for local patients. Advanced technologies companies with stringent controls by professionals will give the patients a competitive edge in the hospital with: Isolated hi-tech equipments and procedures The truly hi-tech hospital in the private sector to provide exclusive tertiary level service.

A cadre of reputed doctors and a team of paramedical and auxiliary technical personnel.

State of the equipment maintained by specialists. CME Programme for doctors, postgraduate medical students and staff Holistic medical care that includes alternate medicine

VISION STATEMENTS To construct, commission, man, equip and run a high technology hospital to match the best, so as to provide medical care to patients from by areas as well as from other parts of Thrissur. To make available isolated high technology equipments and procedures. Identification and recruitment of reputed doctors in advance in each specialty, so that they can be involved in the fashioning of their respective departments. Each specialty will have a senior consultant with years of training and vast experience who will lead a team of junior specialists so that continuity of quality can be assured in the long term. To have a completely trained team of medical, nursing, paramedical and auxiliary technical personnel working in each specialty. Continuing medical education is an integral part of the medical profession. The Hospital will conduct regular CME programs for its staff, other doctors and also for post graduate medical students.

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1.4 REVIEW OF LITERATURE

EMPLOYEE SATISFACTION Employee satisfaction refers to a collection of feeling that an individual holds toward his the job. A person who is dissatisfied with his or her job holds negative feelings about the job. When people speak of employee attitudes, more often than not they mean job satisfaction. In fact, the two terms are frequently used interchangeably.

DETERMINANTS OF EMPLOYEE SATISFACTION: Over the past seven decades, researchers have been active in conducting thousands of studies pertaining to employee satisfaction. In the Indian context too, Employee satisfaction has consistently been one of the most heavily researched topics as indicated in all the three major reviews of OB researches in India (sinha, 1972; sinha 1981, khandwalla, 1988). All three reviewers have identified a number of factors that cause people to become satisfied or dissatisfied with their jobs. These factors can broadly be classified into two categories- those relating to the organization and those relating to the personal characteristics of the employees themselves.

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SHARMA (1997) The nature of work contributes heavily to the feeling of satisfaction. Flexibility,

freedom, and discretion available in the performance of ones job contribute heavily to employee satisfaction (sayeed, 1988; joshi and Sharma, 1997; Rangaswamy and Markhandeyar, 1998; panda, 2001). On the other hand ambiguity in tasks, confusing instructions, and unclear understanding of the job leads to job dissatisfaction ( Sharma and sharma,1997). DHAWAN (2001)

SUPERVISORY BEHAVIOUR: Studies have also indicated that satisfaction tends to be higher when employees believe their supervisors to be competent, have their best interest in mind, and treat them with dignity and respect (sayeed, 1988). Supervisory style that influences job satisfaction is the degree to which the supervisor takes a personal interest in the employees welfare, provides advice, and communicates at a personal level ( Dhawan 2001). KUMARI AND SINGH (1998) It is widely known that absenteeism causes costly interruptions at the work place. Since temporary workers replace regular workers it can also result in poor quality products. Hence there is an inverse relationship between satisfaction and absenteeism (kumari and singh, 1998). The moderating variable here is the degree to which the individuals feel that their work is important. GUNTHEY AND SINGH

ABSENTEEISM:

MENTAL HEALTH:

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Studies have reported that high job satisfaction is associated to better mental health (Sutria, 1979; Gunthey and singh, 1982). Employees with good mental health have been found to learn job-related tasks faster, have less on-the job accidents, and report grievances. Another aspect of mental health could be the degree of frustration experienced on the job and its impact on the work and life of employees.

LINCOLN (1989) Research has uncovered that executives in less industrialized countries

CULTURE: have lower job satisfaction. Besides, Japanese workers were reported to have significantly lower job lower job satisfaction than US workers (Lincoln, 1989). His study also indicated that in both japan and the US job satisfaction could be improved by participative techniques like quality circles as well as social activities sponsored by the company.

NON-WORK LIFE: Researchers have reported that there is a spillover of job satisfaction to other

spheres of life too. In other words, satisfaction in job seems to increase satisfaction in other spheres of life or what is called satisfaction in general (metha, 1978). Balancing the demands of career and family has become a major challenge for employees particularly so for dual career couples. A meta- analysis by Kossek and Ozeki (1998) of fifty studies with fifty groups found a negative relationship between all forms of work family conflict and job and life satisfaction. Women were found to be more adversely affected by work family conflict than men because of their double responsibilities of work and home.

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CHAPTER 2 MAIN THEME OF PROJECT

2.1 OBJECTIVES OF THE STUDY To know the satisfaction level of the employees. To ensure proper handling of employees in an organization. To study whether the management appreciates in value with the passage of time. To evaluate the effective relationship between the management employees. To make know whether the management provide opportunity to develop the employees in accordance with their work. To study the employees opinion about the rules and regulation. To evaluate the training program of the management. To know whether the employees need motivation. To examine whether employees are satisfied with the facilities provided by the Management

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2.2 SCOPE AND LIMITATION OF THE STUDY 2.2.1 SCOPE OF THE STUDY In the present day social context, especially in democratic systems, it is accepted that employees should be able to express their dissatisfaction, whether it is a minor irritation, a serious problem or a difference of opinion with the superior over terms and conditions of employment. This study help the management to understand the reason for improve employees attitude This study helps the management to manage the employees effectively to the management process

2.2.2 LIMITATION OF THE STUDY Collections of the data were not easy because staff were very duty bounded Inadequate time was the major constraint during the project study. The validity and reliability of the data obtained depend on the response from the employees of AL IQBAL Hospital. Some of the employees did not express their personal views openly Study is limited to AL IQBAL HOSPITAL only, so the result obtained from the study cannot be generated to other areas

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2.3RESEARCH METHODOLOGY

RESEARCH A research is the arrangement of conditions for collection and analysis of data in manner that aim to combine relevance to the research purpose with economy in procedure. It is the blue print for the collection, measurement and analysis of data.

The research is descriptive in nature. The major purpose of descriptive research is to describe the state of affairs as it exists at present.

RESEARCH DESIGN The success of formal research project depends on the sound research design. As the main aim of the project is to identify the satisfaction level of the employees in an organization, the project is purely descriptive in nature.

SAMPLING DESIGN A sample design is a definite plan for obtaining a sample from a given population. It refers to the technique or procedure the researcher would adopt in selecting items from the sample

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SAMPLING TECHNIQUE Out of 200 populations the probability of the sample size is restricted to 100samples; hence stratified sampling technique is adopted for the research study.

STRATIFIED SAMPLING In a stratified sampling the sampling frame is divided into non over lapping groups or strata. Example geographical areas, age groups, genders. A sample is taken from each stratum and when this sample is a simple random sample it is referred to as stratified sampling.

SCALING TECHNIQUES As the questions are closed ended, Liker scale is the technique used for asking the questions. The respondent is asked to respond to each of the statement in terms of several degrees as given below

SA A N D SD

- Strongly Agree - Agree - Neutral - Disagree - Strongly Disagree

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DATA COLLECTION METHODS Data collection method is an important task in every research process. There are two types of data is being used Primary data: The data are collected directly from the respondents as the information is not already been provided. Secondary data: the data are collected from the company records, newspaper, journals, magazines, library, etc.

TOOL USED FOR COLLECTING DATA Questionnaire is the tool used for collecting data. Multiple choice, rating scale and close end questions of pre-formulated questionnaire have been designed for the study.

ANALYSIS OF DATA After collecting the data, they were entered in a single table called master chart. Different tables were prepared and analysis of data was done to find out the level of satisfaction of staff member in the organization. To extract meaningful information from data collected, analysis of data and interpretation was carried out by using simple percentage analysis and sign test for paired comparison method.

STATISTICAL TOOLS USED 1. Percentage analysis 2. Chi square test

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CHARTS USED 1. Bar chart 2. Pie chart TESTING OF HYPOTHESIS A statistical hypothesis is a statement or assertion about a population, which must be verified on the basis of information available from the sample.

(i)

Percentage analysis: Percentage analysis refers to a special kind of ratio. This is used for the

description of the relationship.

No. of employees Percentage analysis = Total no. of employees 100

(ii)

Chi square analysis: Chi- square analysis firstly used by Karl person in the 1990 is a statistical measure used in the context of sampling analysis for comparing a variance to a theoretical variance it is calculated as follows.

Chi-square () =

()

20

Where: Oi = Observed frequencies Ei = Expected frequencies.

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2.4 ANALYSIS AND INTERPRETATION

TABLE NO: 2.4.1 SHOWING AGE OF RESPONDENTS

Sample size- 100 SL NO 1 2 3 4 5 AGE LEVEL BELOW 25 25 - 30 31 - 35 36 - 40 ABOVE 45 NO OF RESPONDENTS 10 25 30 20 15 100 PERCENTAGE 10 25 30 20 15 100

TOTAL Source: primary data

INTERPRETATION From the above table it is clear that age of the 30% of respondents is between 31 to 35, 25% lies between 25 to 30, 20% lies between 36 to 40, 15% of above 45 and 10% of below 25.

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FIGURE NO.2.4.1: SHOWING THE AGE LEVEL OF RESPONDENTS

35 30 25 PERCENTAGE 20 PERCENTAGE 15 25 10 5 0
-3 0 BE LO W 36 AB - 40 O VE 45 -3 5 25

30 20 15 10

25

31

AGE LEVEL

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TABLE NO 2.4.2 SHOWING GENDERS OF THE RESPONDENTS

Samplesize-100 SL NO 1 2 GENDER MALE FEMALE NO OF RESPONDENTS 65 35 100 PERCENTAGE 65 35 100

TOTAL Source: primary data

INTERPRETATION From the above table its seen that 65% of respondents are male and 35% of respondents are female

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FIGURE NO 2.4.2: FIGURE SHOWING GENDER OF RESPONDENT

70 60 50 PERCENTAGE 40 30 20 10 0

65

35

PERCENTAGE

MALE GENDER

FEMALE

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TABLE NO 2.4.3 SHOWING MONTHLY INCOME OF RESPONDENTS

Samplesize-100

S. No

Salary Below Rs.5000 Rs.5000Rs.10000 Rs.10001Rs.15000 Above Rs.15000 Total

No of respondents

Percentage

23

23

69

69

3 100

3 100

Source: primary data

INTERPRETATION The above table shows that 69% of the respondents income level lies between Rs.5000Rs.10000 and 23% of the respondents income level lies in the group of Below Rs.5000 and 5% of the respondents income level lies between RS.10001-Rs.15000 and 3% of the respondents income level lies in the group of between above 15000.

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FIGURE NO 2.4.3: SHOWING INCOME LEVEL OF RESPONDENTS

45 40 35 PERCENTAGE 30 25 20 15 10 5 0 Below Rs.5000 14

41

PERCENTAGE

2 Above Rs.15000

Rs.5000Rs.10000

Rs.10001Rs.15000

SALARY LEVEL

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TABLE NO 2.4.4: SHOWING LEADERSHIPFUNCTION

Samplesize-100 NO OF RESPONDENTS 61 12 10 7 10 100

SL NO 1 2 3 4 5

PARTICULAR SATISFIED DISSATISFIED HIGHLYSATISFIE D HIGHLY DISSATISFIED NEUTRAL TOTAL

PERCENTAGE 61 12 10 7 10 100

Source: primary data

INTERPRETATION From the above table it is inferred that 61% of the respondents are satisfied, 12% are dissatisfied, 10% are highly satisfied and neutral and 7% are highly dissatisfied

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FIGURE NO 2.4.4: SHOWING LEADERSHIP FUNCTION

70 60 50 40 30 20 10 0
SF IE D

61

PERCENTAGE

PERCENTAGE 12 10 7 10

IS SA TI H SF IG IE H D LY SA H IG TI H SF LY IE D D IS SA TI SF IE D N EU TR A L

SA TI

OPINION OF RESPONDENT

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TABLE NO 2.4.5 SHOWING APRECIATION FOR BEST PERFORMANCE OF WORK

Samplesize-100 NO OF SL NO 1 2 PARTICULARS AGREE DISAGREE STONGLY 3 AGREE STONGLY 4 5 DISAGREE NEUTRAL TOTAL Source: primary data 2 3 100 2 3 100 5 5 RESPONDENT 70 20 PERCENTAGE 70 20

INTERPRETATION It is found from the above table that 70% of respondents agree that the management appreciate for their best performance of work, 20% disagreed, 5% strongly agreed, 3% of respondent are neutral and 2% strongly disagreed

FIGURE NO 2.4.5 SHOWING APRECIATION FOR BEST PERFORMANCE OF WORK

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5%

2% 3%

20%

AGREE DISAGREE STONGLY AGREE STONGLY DISAGREE NEUTRAL 70%

TABLE NO 2.4.6: SATISFACTION LEVEL OF RESPONDENTS FOR REMUNERATION

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Samplesize-100 NO OF SL NO 1 2 PARTICULARS SATISFIED DISSATISFIED HIGHLY 3 SATISFIED HIGHLY 4 5 DISSATISFIED NEUTRAL TOTAL Source: primary data 8 2 100 8 2 100 5 5 RESPONDENTS 65 20 PERCENTAGE 65 20

INTERPRETATION It is found that 65% of respondents are satisfied with the remuneration provided by the management, 20% are dissatisfied, 8% are highly dissatisfied, 5% are highly satisfied and 2% are neutral

FIGURE 2.4.6: SHOWING SATISFACTION LEVEL OF RESPONDENTS FOR REMUNERATION

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70 60 50 40 30 20 10 0

65

PERCENTAGE

20 5 8 2 NEUTRAL

PERCENTAGE

SATISFIED

HIGHLY SATISFIED

OPINION OF RESPONDENT

TABLE NO 2.4.7- SHOWING OPINION WHILE TAKING DECISION

HIGHLY DISSATISFIED

DISSATISFIED

Samplesize-100

33

NO SL NO 1 2 3 4 5

OF PECENTAGE 50 20 10 15 5 100

PARTICULARS RESPONDENTS YES ALWAYS NOT ALWAYS NOT AT ALL NEUTRAL TOTAL 50 20 10 15 5 100

Source: primary data

INTERPRETATION From the above table it is found that 50% respondents agreed that the management consider their opinion while taking decisions, 20% agreed that the management are always considering their opinion, 15% and 10% of the respondents are not that much satisfied and 5% are neutral

FIGURE 2.4.7 SHOWING EMPLOYEES OPINION WHILE TAKING DECISION

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60 50 40 30 20 10 0

50 PECENTAGE 5

PERCENTAGE

20 10

15

YE S

OPINION OF RESPONDENTS

TABLE 2.4.8 SHOWING OPPORTUNITY TO DEVELOP

NO S TA LW A NO YS TA TA L NE L UT RA L
Samplesize-100

AL WA Y

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SL NO PARTICULARS 1 2 3 4 5 YES ALWAYS NOT ALWAYS NOT AT ALL NEUTRAL TOTAL

NO OF RESPONDENTS 68 12 10 7 3 100

PERCENTAGE 68 12 10 7 3 100

INTERPRETATION It is found that 68% of respondents have the opinion that management provide opportunity to develop in accordance with time, 7% are having the negative opinion and 3% are neutral

TABLE NO 2.4.8 SHOWING EMPLOYEES OPPORTUNITY TO DEVELOP

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80 70 60 50 40 30 20 10 0
Y ES

PERCENTAGE

68

PERCENTAGE 12 10 7 3

OPINION OF RESPONDENTS

TABLE NO2.4.9: SHOWING CAREER OPPERTUNITY

OT

Y S AL W A YS N OT AT A LL N EU TR A L

LW A

Samplesize-100

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SL NO PARTICULARS 1 2 3 4 5 YES ALWAYS NOT ALWAYS NOT AT ALL NEUTRAL TOTAL Source: Primary data

NO OF RESPONDENTS 55 15 10 10 5 100

PERCENTAGE 55 15 10 10 5 100

INTERPRETATION It is found from the above table that 55% of respondants have the opinion that management provide proper career opportunities, 15% have the opinion that management always provide opportunity, 10% are neutral

FIGURE NO 2.4.9: SHOWING CAREER OPPERTUNITY

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60 50 40 30 20 10 0
Y ES

PERCENTEGE

55

15

PERCENTAGE 10 10 5

OPINION OF RESPONDENTS

TABLE NO 2.4.10 SHOWING SATISFACTION LEVEL IN TIME SCHEDULE

OT

Y S AL W A YS N OT AT A LL N EU TR A L

LW A

Samplesize-100

39

NO OF SL NO 1 2 PARTICULARS SATISFIED DISSATISFIED HIGHLY 3 SATISFIED HIGHLY 4 5 DISSATISFIED NEUTRAL TOTAL 3 2 100 3 2 100 10 10 RESPONDENTS 80 5 PERCENTAGE 80 5

INTERPRETATION It is found from the above table that 80% of respondents are satisfied with the time schedule, 10% are highly satisfied, 5% are dissatisfied, 3% are highly dissatisfied and 2% are neutral

FIGURE 2.4.10 SHOWING SATISFACTION LEVEL IN TIME SCHEDULE

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OPINION OF RESPONDENTS

TABLENO 2.4.11 SHOWING SATISFACTION LEVEL IN RULES AND REGULATIONS

HIGHLY DISSATISFIED

DISSATISFIED

SATISFIED

HIGHLY SATISFIED

NEUTRAL

90 80 70 60 50 40 30 20 10 0

PERCENTAGE

80

PERCENTAGE 5 10 3 2

Samplesize-100

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NO OF SL NO PARTICULARS 1 2 3 4 5 OUTSTANDING EXCELLENT GOOD AVERAGE BAD TOTAL Source: primary data RESPONDENTS 45 25 10 10 10 100 PERCENTAGE 45 25 10 10 10 100

INTERPRETATION From the above diagram it is clear that the respondents are having good opinion about the rules and regulations of the hospital. 45% of respondents have marked outstanding, 25% excellent, 10% average, 10% good and 10% marked bad

FIGURE NO 2.4.11: SHOWING SATISFACTION LEVEL IN RULES AND REGULATIONS

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50 45 40 35 30 25 20 15 10 5 0

PERCCENTAGE

45 25 10 10
BA D

PERCENTAGE

10

UT S

TABLE NO 2.4.12: SHOWING OPINION IN TRAINING PROGRAMME

DI EX NG CE LL EN T G OO D A VE RA G E

TA N

OPINION OF RESPONDENTS

Samplesize-100

43

NO OF SL NO PARTICULARS 1 2 3 4 5 OUTSTANDING EXCELLENT GOOD AVERAGE BAD TOTAL Source: primary data RESPONDENTS 60 15 5 13 7 100 PERCENTAGE 60 15 5 13 7 100

INTERPRETATION From the above table it is evaluated that 60% of respondents rated the training programmes as outstanding, 15% excellent, 13% average, 7% bad and 5% good

FIGURE NO 2.4.12: SHOWING OPINION IN TRAINING PROGRAMME

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29% OUTSTANDING EXCELLENT 49% GOOD AVERAGE BAD 8% 3% 4% 7% TOTAL

TABLE NO 2.4.13 SHOWING SATISFACTION LEVEL IN MONITORY INCENTIVES

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Samplesize-100 NO OF SL NO 1 2 3 PARTICULARS SATISFIED DISSATISFIED HIGHLY SATISFIED HIGHLY 4 5 DISSATISFIED NEUTRAL TOTAL 10 5 100 10 5 100 RESPONDENTS 40 30 15 PERCENTAGE 40 30 15

INTERPRETATION It is clear from the above table that 40% of the respondents are satisfied with the non monitory incentives, 30% are dissatisfied, 15% are highly satisfied, 10% are highly dissatisfied and 5% are neutral.

FIGURE2.4.13 SHOWING SATISFACTION LEVEL IN MONITORY INCENTIVES

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5% 10% SATISFIED DISSATISFIED HIGHLY SATISFIED HIGHLY DISSATISFIED NEUTRAL

40% 15%

30%

TABLE NO2.4.14 SHOWING SATISFACTION LEVEL INTERACTION WITH CO WORKERS

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Samplesize-100

SL NO

PARTICULARS 1 SATISFIED 2 DISSATISFIED 3 HIGHLY SATISFIED 4 HIGHLY DISSATISFIED 5 NEUTRAL TOTAL

NO OF RESPONDENTS 56 14 10 7 13 100

PERCENTAGE 56 14 10 7 13 100

Source: primary data

INTERPRETATION From the above table it can be understood that 56% of respondents are satisfied with the interaction with co-workers, 14% are dissatisfied, 13% a10% are highly dissatisfied

FIGURE NO2.4.14: SHOWING SATISFACTION LEVEL INTERACTION WITH CO WORKERS

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DISSATISFIED

HIGHLY DISSATISFIED

NEUTRAL

SATISFIED

OPINION OF RESPONDENTS

TABLENO 2.4.15: SHOWING SUPERIORS RESPECT ON OPINION

HIGHLY SATISFIED

TOTAL

120 100 80 60 40 20 0

PERCENTAGE

100 56 14 10 7 13 PERCENTAGE

Sample size-100

49

NO OF SL NO PARTICULARS 1 2 3 4 5 YES NO ALWAYS NOT ALWAYS NEUTRAL TOTAL Source: primary data RESPONDENTS 36 15 24 16 9 100 PERCENTAGE 36 15 24 16 9 100

INTERPRETATION From the above table it can be evaluated that 36% of respondents have the opinion that superiors respect their opinion,24% have the opinion always, 15% mo, 16% not always and 9% are neutral.

FIGURE NO 2.4.15: SHOWING SUPERIORS RESPECT ON OPINION

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9%

16%

36%

YES NO ALWAYS NOT ALWAYS NEUTRAL

24% 15%

TABLE2.4.16 SHOWING SATISFACTION LEVEL IN INFRA STUCTURE

Sample size-100

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NO OF SL NO 1 2 3 PARTICULARS SATISFIED DISSATISFIED HIGHLY SATISFIED HIGHLY 4 5 DISSATISFIED NEUTRAL TOTAL Source: primary data 20 5 100 20 5 100 RESPONDENTS 65 5 5 PERCENTAGE 65 5 5

INTERPRETATION It is clear from the above table that 65% respondents are satisfied with the infrastructure provided, 20% highly satisfied, 5% dissatisfied, highly dissatisfied and neutral.

FIGURE NO 2.4.16: SHOWING SATISFACTION LEVEL IN INFRA STUCTURE

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OPINION OF RESPONDENTS

TABLE NO2.4.17: SHOWING EMPLOYEES INTEREST IN DOING WORK

HIGHLY DISSATISFIED

DISSATISFIED

SATISFIED

HIGHLY SATISFIED

NEUTRAL

70 60 50 40 30 20 10 0

PERCENTAGE

65

20 5 5 5

PERCENTAGE

Sample size-100

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NO OF SL NO PARTICULARS 1 2 3 4 5 YES NO ALWAYS NOT ALWAYS NEUTRAL TOTAL Source: Primary data RESPONDENTS 60 15 10 10 5 100 PERCENTAGE 60 15 10 10 5 100

INTERPRETATION From the above table it is found that 60% 0of respondents are feeling interest in doing work,15% no, 10% not always, 10% always and 5% neutral

FIGURE NO 2.4.17: SHOWING EMPLOYEES INTEREST IN DOING WORK

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5% 10% YES NO ALWAYS 60% 15% NOT ALWAYS NEUTRAL

10%

TABLENO 2.4.18: SHOWING EMPLOYEE STRESS IN WORK

Sample size: 100

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NO OF SL NO PARTICULARS 1 2 3 4 5 YES NO SOMETIMES ALWAYS NEUTRAL TOTAL Source: primary data RESPONDENTS 20 55 15 5 5 100 PERCENTAGE 20 55 15 5 5 100

INTERPRETATION Its is found from the above table that 20% are stressed in work, 55% are not stressed in work , 15% sometimes, 5% always, 5% neutral.

FIGURE NO 2.4.18: SHOWING EMPLOYEE STRESS IN WORK

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60 50 40 30 20 10 0
ES Y

PERCENTAGE

55 20
O

PERCENTAGE 15
M ES S Y

5
TR A EU N L

SO M

OPINION OF RESPONDENTS

TABLE NO2.4.19: SHOWING SATISFACTION LEVEL IN PROMOTION POLICY

LW A

ET I

Sample size: 100

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NO OF SL NO 1 2 3 PARTICULARS SATISFIED DISSATISFIED HIGHLY SATISFIED HIGHLY 4 5 DISSATISFIED NEUTRAL TOTAL Source: primary data 8 2 100 8 2 100 RESPONDENTS 60 10 20 PERCENTAGE 60 10 20

INTERPRETATION From the above table it is evaluated that 60% of respondents are satisfied with the promotion policy, 20% highly satisfied, 10% dissatisfied, 8% highly dissatisfied, 2% neutral.

FIGURE NO 2.4.19: SHOWING SATISFACTION LEVEL IN PROMOTION POLICY

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8%

2%

20%

SATISFIED DISSATISFIED HIGHLY SATISFIED 60% HIGHLY DISSATISFIED NEUTRAL

10%

TABLE NO: 2.4.20 RELATIONSHIP BETWEEN GENDER AND LEVEL OF SATISFACTION

NULL HYPOTHESIS

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Ho: There is no relationship between gender and satisfaction level.

ALTERNATIVE HYPOTHESIS Ha: There is a relationship between gender and satisfaction level.

CHI-SQUARE TEST FORMULA (O-E)2 2 = E

GENDER AND LEVEL OF SATISFACTION

Sample size: 100

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OPINION

HIGH LY SATIS FIED SATISFIED NEUTRAL DISSATI SFIED 26 12 38 19 7 26 11 6 17 5 7 12 HIGHLY DISSATIS FIED TOTAL

GENDER MALE FEMALE TOTAL

4 3 7

65 35 100

O 26 12 19 7 11

E 24.7 13.30 16.4 9.1 11.05

O-E 1.3 -1.3 2.1 -2.1 -0.05

(O-E)2 1.69 1.69 4.41 4.41 0.0025

(O-E)2/E 0.06 0.13 0.26 0.48 0.02

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6 5 7 4 3

5.95 7.8 4.2 4.55 2.45

0.05 -2.8 2.8 -0.55 0.55 Total

0.0025 7.84 7.84 0.30 0.30

0.01 1.01 1.87 0.07 0.13 4.04

Calculated 2 value Degree of freedom

= = = = =

4.04 (r-1) x (c-1) (2-1) x (5-1) (1) x (4) 4 9.48 Significant at 5% level

Table value Significant result

= =

INTERPRETATION It is found from the above analysis that calculated chi-square value is lower than the table value at 4 degree of freedom. So, Null Hypothesis (HO) is accepted. Hence, we conclude that, there is no significant relationship between gender and satisfaction level.

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CHAPTER 3 FINDINGS, RECOMMENDATIONS AND CONCLUSION

3.1 FINDINGS

61% of the respondents are satisfied with leadership function

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70% of respondents agree that the management appreciate for their best performance of work 65% of respondents are satisfied with the remuneration provided by the Management 50% respondents agreed that the management consider their opinion while taking decisions 68% of respondents have the opinion that management provide opportunity to develop in accordance with time 55% of respondents have the opinion that management provide proper career opportunities 80% of respondents are satisfied with the time Schedule 25% respondents belongs to the age below 25, 35% of respondents belongs to age level of 20-25 and 10% of the respondents belongs to the age level of above 25 years

45% of respondents have marked outstanding, 25% excellent, 10% average, 10% good and 10% marked bad for the rules and regulations of the hospital 60% of respondents rated the training programs as outstanding 40% of the respondents are satisfied with the non monitory incentives 56% of respondents are satisfied with the interaction with co-workers 36% of respondents have the opinion that superiors respect their opinion There is no relationship between gender and satisfaction level

3.2 RECOMMENDATIONS

The management should provide timely performance of service in the hospital The management should provide a periodic evaluation on the nursing staff The management should increase the remuneration

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The management should communicate with the employees to reduce dissatisfaction among employees The management should provide relaxation facilities such as yoga, television, meditation etc To know about the opinion of the employees the management should keep suggestion box in the hospital The management should provide all the employees motivation which will increase their capacities Continuous training program will increase the employees ability and performance

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3.3 CONCLUSION Hospital organizations are essential part of the medical care scheme. If the employees are dissatisfied then the organization cannot run properly. The main objective of the hospital is to provide best possible patient care and health education, and carry out research works.

The term hospital means establishment for temporary occupation by the sick and the injured. Today hospital means an institution in which sick or injured people are treated. There needs a lot of improvements in the complete mechanism of motivation, management attitude, disciplinary procedures and remuneration.

Majority of the staffs are satisfied with the facilities provided by the management. Management is giving proper care to the employees feelings. A well working environment is present in the hospital