CHAPTER -I

INTRODUCTION
1.1 OUTLINE OF THE PROJECT
A STUDY ON Employee Satsfaction At Bharti Axa Life Insurance
Among the four factors of production, namely men, resources, machinery
and money the biggest question confronting organizations today is the people
question. The success of an organization depends upon how best the people at
work are involved and motivated how they perform at a level higher than normal
percent of their physical and mental capacities and also maintain satisfaction.
Organizations main asset lies in the form of their employees. The
employees work towards achieving the goals of their organization. The
employees expect a good pay for the work they do towards the organization. The
main success of the organization lies how effectively their employees perform
their task.
You can buy a mans time, you can buy his physical presence at a given
place, and you can even buy a measured number of his skilled muscular motions
per hour. However you cant buy enthusiasm. You cant buy loyalty. You cant buy
the devotion of hearts, minds or souls. You must earn these
Employee satisfaction plays an important role in the organization. It
maintains the employees loyalty towards the organization. The employee can be
made satisfied by providing him with good packages, various monetary and nonmonetary incentives.

1.1.1 Need of the study

Monitoring employee satisfaction level is essential for the acquisition and
retention of a quality workforce. Tracking the attitudes and opinions of employees
can identify problems areas and solutions related to management and
leadership, corporate policy, recruitment, benefits, diversity, training and
professional development.
Employees who feel positively about their occupation are more apt in
depicting their favorable sentiment about the organization to the community at
large. It fosters a pervasive residue of public goodwill towards the organization.
The findings of the employee satisfaction survey will tell you exactly how
much more important one issue is over another so that you can focus your
performance improvement initiatives appropriately. In analyzing the data, we can
define and refine issues that need addressed, such as overall job satisfaction,
professional fulfillment, employee motivation and commitment, likelihood to stay
with the organization, pay level, corporate goals and objectives.
A happy and satisfied employee can find it easy to live inside the
organization and outside as well.

1.1.2 Scope for the study

Employee satisfaction research gives employees a voice and also allows
the pinpointing of problematic areas leading to the raising of staff satisfaction
levels, developing and reviewing of staff management and optimizing corporate
communications.
Issues we will cover include the current workplace situation, management
styles/attitudes, internal communications, workplace atmosphere, corporate
culture/vision and image.
So, taking into account with the view of the importance of employee
satisfaction in an organization, the present study is being conducted at Bharti axa
life insurance a profitably running company.

1.1.3 OBJECTIVES OF THE STUDY

3

Primary objective
To find the overall satisfaction of the employees in Bharti axa life insurance
company.
Secondary objective
To rank the factor that lead to the employee satisfaction in the organization.
To rate the various benefits provided by the organization.
To find out the satisfaction of employees with their supervisor.
To find out the satisfaction of employees with their workplace and type of

work.
To study the factors involved in the employee satisfaction.
To analyze the employee satisfaction of employees through several
measures.

1.1.4 LIMITATIONS OF THE STUDY

The study is conducted Bharti axa life insurance company, Chennai only.
Because of limited cost and time factor research is conducted with 100 samples
of employees.
The data collected from the employees are qualitative in nature that is views,
opinions, perception etc, these factors may change from time to time.

1.1.5 RESEARCH METHODOLOGY

Meaning of Research methodology
Research methodology is the blueprint of the proposed study. It presents
the overall scheme of the study. Research methodology is the description,
explanation and justification of various methods of conducting research. A
research methodology is a logical and systematic planning and it helps directing
a piece of research.
Field of study
The researcher conducted the study at Bharti axa life insurance Company
at Chennai.
Research design
A research design or model indicates a plan of action to be carried out in
connection with a proposed research work. It provides only a guideline for the
researcher to enable him to keep track of his actions and to know that he is
moving in the right direction in order to achieve his goal.
Research design is the plan, structure and strategy of investigation conceived
so as to obtain answer to research questions and to control variance. The plan is
the overall scheme of program of research.
The research design constitutes the blueprint for the collection, measurement
and analysis of data.
Pilot study
Pilot study is a preliminary study conducted on limited scale before the
original studies are carried out in order to gain some primary information, on the
basis of which the main project would be planned and formulated.

 Sampling
The method of selecting for study a portion of the universe with a view to
draw conclusion about the universe is known as sampling.
A few favorable units of population under study are considered for analysis is
called sampling method. The result of the sample study, in general, should be
application to all items of the universe.
Size of Sample
Sample size means how many items are selected from the universe to
constitute a sample. The size of the sample should be optimum. The sample
should yield the desired information with the required reliability at the minimum
cost.
The sample size is 100 employees in the Bharti axa life insurance Company.
It is determined by the researcher by considering the time factor and cost of data
collection.
Sources of Data
Primary data: Refer to those that are collected by researcher through the
study. It is also named as first hand information. Since the purpose of the study is
to collect first hand information regarding satisfaction of employees, much
significance has been given to primary data and its techniques. Here the
schedule is used for collecting primary data.
Secondary data: Refers to those that are collected from the organization,
books, internet, publications, journals and magazines.
Here the researcher uses both primary and secondary data.
Types of Research
The researcher has undergone the descriptive research which determines
factors influencing job satisfaction of employees.
Descriptive research is essentially a fact finding approach related largely
to the present, and abstracting generalizations by the cross sectional study of the
current situation.
Sampling Method
The methods of sampling techniques are two types: probability sampling
methods and Non-probability sampling methods.
Here the researcher uses stratified Random sampling under the probability
sampling methods.

In the process of Stratified Random Sampling the entire universe or

population is divided or subdivided into homogenous groups or types or classes
called Strata and a sample is drawn from each stratum at random.
Pre-Testing
Pre- testing or preliminary testing is the process of an advance testing of the
study design after the schedule or questionnaire has been prepared.
The schedule formulated by the researcher was pre-tested with 10 samples. It
was found that complete information could not be collected by the researcher, so
few more questions were added and few were deleted.
Methods of Analysis
To analyze the data, percentage analysis was used by the researcher.
Statistical tool used
Here the researcher used the RANK TEST & CHI-SQUARE test as
statistical tool.
Research hypothesis
There is relation between the personal problem of the respondent and
marital status and these lead to employee satisfaction.
There is relation between experience of respondent and their level of
satisfaction.
Tools Used for Data Collection
Personally administered schedule is used for data collection. Because the
survey is contained to the nearby area, it facilitates the researcher to collect
completed responses with in hard period. The doubt of respondents, might have
on any questions, can be clarified on the spot and motivates correspondents to
other their track answer.
A research is prepared as pre-formulated written set of questions. The
schedule on job satisfaction considers the following dimensions.
Personal details
Nature of job
Working conditions
Supervision and work group
Welfare measures
Salary and incentives
Promotion opportunities
Processing of Data
The collection of data may be significant part of personal research. The relevant
data derived from the mass of the data. The data collected are in raw from unless

they have been processed and analyzed. A set of procedures is established to

maintain accurate and reliable information.
Tabulation
Tabulation is a part of the technical process of statistical analysis that consists of
counting the number of cases that fall in the various categories. The results are
summarized in the activities of sorting CHARTS.

1.1.6 CHAPTERISATION

The research study has been divided into three chapters.

The first chapter deals with introductory aspects of the study in which outline of the
project, scope of the project, need of the project, objectives, limitations, research
methodology and chapterisation are dealt and review of literature in which profile of the
organization, of BHARTI AXA LIFE INSURANCE, Chennai.
8

The second chapter deals with data analysis and interpretation. The various factors
that affect EMPLOYEE SATISFICATION and also their satisfaction level of the BHARTI
AXA LIFE INSURANCE have been analyzed.

The third chapter deals with summary and conclusion in which main findings and
suggestions of the researcher are drawn.

1.2 REVIEW OF LITERATURE

Employee Satisfaction
The term Employee Satisfaction refers to an employees general attitude
toward his job and working conditions employee satisfaction is one of the
important factors which have drawn attention of managers in organization as well
as academicians.
Employee satisfaction is the mental felling of favorableness which an
individual has about his job.
Definitions of Employee Satisfaction
Durbins has defined employee satisfaction as, Employee Satisfaction is
the amount of pleasure or contentment associated with a job. If you like your job
intensely, you will experience high job satisfaction. If you dislike your job
intensely, you will experience job dissatisfaction
E.A.Locke defines employee satisfaction as a, Pleasurable or positive
emotional state resulting from the appraisal of ones job or job experiences.
Determinants of Employee Satisfaction
9

There are various factors determining the degree of job satisfaction as

follows.
Individual Factors
Individual have certain expectations from their jobs. If these expectations
are met from the jobs, they feel satisfied.
1. Level of education
Level of education of an individual is a factor which determines the
degree of job satisfaction, For example, several studies have found
negative correlation between the level of education, particularly higher
level of education and employee satisfaction.
2. Age
Individuals experience different degree of job satisfaction at
different stages of their life. Employee satisfaction is high at the initial
stage, gets gradually reduced, starts rising up to certain stage, and finally
dips to a low degree.
3. Other factors
Besides the above two factors, there are other individual factors
such as, sex which affect employee satisfaction. If an individual does not
have favorable social and family life, he may not feel happy at the
workplace.
4. Occupational level
Higher level jobs provide more satisfaction as compared to lower
levels. This happens because high level jobs carry prestige and status in
the society which itself becomes sources of satisfaction for the holders.
Situational Factors
Situational variables related to job satisfaction lie in organizational context
formal and informal.
1. Working conditions
Working conditions, particularly physical work environment, like
conditions of workplace and associated facilities for performing the job
determine job satisfaction.

10

2. Supervision
The type of supervision affects job satisfaction as in each type of
supervision the degree of importance attached to individuals varies. The
employee-oriented supervision provides more satisfaction than joboriented supervision.
3. Equi chart rewards
The type of linkage that is provided between job performance and
rewards determines the degree of job satisfaction, if the reward
determines the degree of job satisfaction, if the reward is based on the
performance, it offers higher satisfaction.
4. Opportunity for the promotion
It is true that individuals seek satisfaction in their jobs in the context
of job nature and work environment but they also attach importance to the
opportunities for promotion that these jobs offer.
Employee Satisfaction Survey
An employee satisfaction survey is a procedure by which employees
report their feelings toward their jobs and work environment. Individual responses
are then combined and analyzed.
Benefits of employee satisfaction studies
If employee satisfaction studies are properly planned and administered,
they will usually produce a number of important benefits, both general and
specific.
Monitoring attitudes
Surveys indicate the specific areas of satisfaction or dissatisfaction (such
as employee services) and the particular groups of employees (such as the
marketing department or those employees who are approaching retirement).
In other works, a survey tells how employees fell about their jobs, what parts
of their feelings are focused on, which departments are particularly affected,
and whose feeling are involved. The survey is a powerful diagnostic
instrument for assessing broad employee problems.

11

1.2.1 COMPANY PROFILE

Corporate Profile:
BHARTI AXA LIFE INSURANCE is a joint venture between Bharti, one of Indias leading
business and retail, and AXA, word leader in financial protection and wealth
management. The joint venture company has a 74% stake from Bharti and 26% stake
of AXA.
The company launched national operations in December 2006. Today, we have over
3000 employees across over 12 states in the country. Our business philosophy is built
around the promise of making people Life Confident.
As we expand our presence across the country to cater to your insurance and wealth
management needs with our product and service offerings, we continue to bring life
confidence to customers spread across India. Whatever your plans in life, you can be
confident that Bharti axa Life will offer right financial solutions to help you achieve them.
Bharti Enterprises:
Bharti Enterprises is one of Indias leading business groups with interests in telecom,
agri business, insurance and retail.
Bharti Enterprises is one of Indias leading business groups with interests in telecom,
agri business, insurance and retail.
Bharti Enterprises is one of indias leading business groups with interests in telecom,
agri business, insurance and retail.
Bharti Enterprises has successfully focused its strategy on telecom while straddling
diverse fields of business. From the creation of Airtel, one of Indias finest brands, to
becoming the largest manufacturer and exporter of world class telecom terminals under
its Beetel brand, Bharti has created a significant position for itself in the global
telecommunications sector. Bharti Airtel limited is today acknowledged as one of indias
finest companies, and its flagship brand Airtel, has over 50 million customers across
the length and breadth of India.
While a joint venture with Tele Tech Inc., USA marked Bhartis successful foray into the
Customer Management Services business, Bharti Enterprises dynamic diversification
has continued with the company venturing into telecom software Rothschild group
owned ELRO Holdings Indian Ltd., to export fresh Agri products exclusively to markets
in Europe and USA. Bharti has a joint venture-Bharti AXA Life Insurance Company Ltd.with AXA IM and AXA APH. Bharti has recently forayed into retail business under a
12

company Bharti AXA Investment Manager Private Ltd.- with AXA IM and AXA APH.
Bharti has recently forayed into retail business under a company called Bharti Retail
Pvt. Ltd. It also has a joint venture Bharti Wal Mart Private Ltd.- with Wal-Mart for
wholesale cash-and-carry and back-end supply chain management operations in India.
AXA:
AXA Group is a Worldwide leader in Financial Protection. AXAs operations are diverse
geographically, with major operations in western Europe, North America
And the Asia/Pacific area. AXA had Euro 1,315 billion in assets under management as
of December 31, 2006. For full year 2006, IFRS revenues amounted to Euro 79 billion,
IFRS underlying earnings amounted to Euro 4,010 million and IFRS adjusted earnings
to Euro 5,140 million.
The AXA Ordinary share is listed and trades under the symbol AXA on the Paris
Stock Exchange. The AXA American Depository share is also listed on the NYSE under
the ticker symbol AXA.

13

Product profile
The following products are available in the Bharti Axa Life Insurance Company
1. Future plan:
This is the product which is specially designed for short term
benefits with risk coverage; this plan duration is about ten years.
Age limit to this product 18 to 60 years
2. Confident plan:
This plan provides long term benefits with the ULIP
BENEFIT. Age limit to this plan 0 to 35 years, there is no maturity
period for this plan.
3. Wealth confident:
The special feature of this plan it gives benefit of both
feature and confident plan

To attract the people and to increase the market share, now the
company planned to introduce various products with the benefit of ulip.

14

1.2.3

OrganisationChart

General
manager

Marketing
Manager

Sales
promotion
manager

Finance
Manager

Marketing
executive

Credit
Manager

Hr Manager

Asst hr
manager

System
Manager

Portfolio
manager

Commercia
l loan
manager

Personal
Loan
manager

15

CHAPTER - II
DATA ANALYSIS AND INTERPRETATION
2.1 PERCENTAGE ANALYSIS
TABLE 2.1.1
Age group

No of respondents

% of respondents

Below 25

20

20

25-35

56

56

35-45

23

23

Above 45

Total

100

100

Source: From primary data

CHART 2.1.1 - Age group of respondent

INFERENCE:
From this CHART it can be inferred that 56% of the respondents belongs from
the age between of 25 to 35, 23% of the respondents are 35 to 45 age group, 20% of
the respondents are from the age below 25. The remaining 1% of the respondent is
above 45.

16

TABLE 2.1.2
Gender

No of respondents

% of respondents

Male

87

87

Female

13

13

Total

100

100

Source: From primary data

CHART 2.1.1 - Gender of the respondent

INFERENCE:
Out of the total respondents surveyed 87% are male and remaining 13% are
female.

17

TABLE 2.1.3
Income

No of respondents

% of Respondents

Below 5000

31

31

5000-10000

30

30

10000-15000

22

22

Above 15000

17

17

Total

100

100

Source: Form primary data

CHART 2.1.1 - The income level of the respondent

INFERENCE:
Based on this survey we found that 31% of them earning below 5000, 17% of
them earning above 15,000 per month.

18

TABLE 2.1.4
Years of experience
Less than 1 year
1-2 years
2-3 years
More than 3 years
Total
Source: From primary data

No of respondents
37
31
23
9
100

% of respondents
37
31
23
9
100

CHART 2.1.1 - the experience of the respondent

INFERENCE:
Regarding the years of experience of the respondents, CHART reveals that 37%
of them having less than 1 year of experience, whereas 23% of them are having 2-3
years of experience.

TABLE 2.1.5
Category

No of respondents

19

% of respondent

Sales manager
Financial advisor
Tele caller
Pantry staffs
Total
Source: From primary data

20
59
17
4
100

20
59
17
4
100

CHART 2.1.1 - the distribution of employees by category

INFERENCE:
Based on this survey 20% of them are sales managers, 59% of them are
financial advisors, 17% of them are telecallers, and 4% of them are pantry staffs based
on their category.

TABLE 2.1.6
Description
Satisfied
Partially
Dissatisfied

No of respondents
57
32
11

20

% of respondents
57
32
11

Total
Source: From primary data

100

100

CHART 2.1.1 - the satisfaction of the respondents with their supervisor

INFERENCE:
Based on this survey we found that 57% of the respondents are satisfied with
their supervisor, 32% of the respondents are partially satisfied with their supervisor, and
11% of the respondents are dissatisfied with their supervisor.

TABLE 2.1.7
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
53
37
10
100

21

% of respondents
53
37
10
100

CHART 2.1.1 - the distribution of the respondents opinion about incentives provided

INFERENCE:
Based on this survey, 53% of the respondents are satisfied, 37% of the
respondents are partially satisfied regarding their opinion about incentives provided by
the company.

TABLE 2.1.8
Description
Satisfied
Dissatisfied
Total
Source: From primary data

No of respondents
64
36
100

% of respondent
64
36
100

CHART 2.1.1 - the distribution of respondents satisfaction regarding grievance solving

22

INFERENCE:
Based on this survey we found that 64% of the respondents are satisfied, 36% of
the respondents are dissatisfied regarding their opinion about grievance handling
procedure.

TAble 2.1.9
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
85
12
3
100

% of respondent
85
12
3
100

CHART 2.1.1 - respondents satisfaction regarding ventilation, temperature and lighting

23

INFERENCE:
Based on this survey 85% of them satisfied, 12% of them partially satisfied, and
3% of them dissatisfied regarding ventilation, lighting and temperature.

TABLE 2.1.10
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
74
22
4
100

CHART 2.1.1 - the training received by the respondent

24

% of respondent
74
22
4
100

INFERENCE:
Based on this survey we found that 74% of the respondents are satisfied,
whereas 22% of the respondents are partially, 4% of the respondents are dissatisfied
regarding the training received by the employee.

TABLE 2.1.11
Description

No of respondents

% of respondent

Satisfied

73

73

Partially

25

25

Dissatisfied
Total

2
100

2
100

Source: From primary data

CHART 2.1.1 - distribution of respondents regarding comforCHART and safe workplace

25

INFERENCE:
Based on this survey 73% of the respondents are satisfied, 25% of the
respondents are partially, 2% of the respondents are dissatisfied regarding their
workplace and environment.

TABLE 2.1.12
Description
Satisfied
Partially satisfied
Dissatisfied
Total
Source: From primary data

No of respondent
92
7
1
100

CHART 2.1.1 - the relation with other employees

26

% of respondent
92
7
1
100

INFERENCE:
Based on this survey 92% of them satisfied, 7% of them partially satisfied, and
1% of them dissatisfied regarding relation with other employees.

TABLE 2.1.13
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
63
24
13
100

CHART 2.1.1 - the chances of promotion to the respondents

27

% of respondent
63
24
13
100

INFERENCE:
Based on this survey 63% of the respondents are satisfied, 24% of the
respondents are partially, 13% of the respondents are dissatisfied regarding the
chances of promotion to them in the organization.

TABLE 2.1.14
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
69
28
3
100

% of respondent
69
28
3
100

CHART 2.1.1 - distribution of respondents treated with respect by management and

other employees

28

INFERENCE:
Based on this survey 69% of the respondents are satisfied, 28% of the
respondents are partially satisfied regarding the management and other employees
treated them.

TABLE 2.1.15
Description
Satisfied
Partially satisfied
Dissatisfied
Total
Source: From primary data

No of respondents
71
24
5
100

% of respondent
71
24
5
100

CHART 2.1.1 - the satisfaction of the respondent with supervisors feedback

29

INFERENCE:
Based on this survey 71% of the respondents are satisfied, 24% of the
respondents are partially satisfied, and 5% of the respondents are dissatisfied with the
supervisors feedback.

TABLE 2.1.16
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
73
23
4
100

% of respondent
73
23
4
100

CHART 2.1.1 - distribution of employees has voice in major decision regarding changes
in the work environment

30

INFERENCE:
Based on this survey 73% of the respondents are satisfied, 23% of the
respondents are partially, 4% of them dissatisfied regarding the decision in changes in
the work environment.

TABLE 2.1.17
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
54
38
8
100

% of respondent
54
38
8
100

CHART 2.1.1 - the distribution of employees personal life understood by management

31

INFERENCE:
Based on this survey 54% of the respondents are satisfied, 38% of them partially
satisfied, regarding management understand the respondents personal life.

CHART 2.1.18
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
65
28
7
100

CHART 2.1.1 - the distribution of employees stress on their job

32

% of respondent
65
28
7
100

INFERENCE:
Based on this survey 65% of them are satisfied, 28% of them partially satisfied,
whereas 7% of them dissatisfied regarding respondents stress on their job.

CHART 2.1.19
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
68
28
4
100

% of respondent
68
28
4
100

CHART 2.1.1 - employees are encouraged to develop new and more efficient ways to
do their work

33

INFERENCE:
Based on this survey 68% of them are satisfied, 28% of them partially satisfied,
regarding encouragement of employees to develop new and more efficient ways to do
their job.
TABLE 2.1.20
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
72
24
4
100

% of respondent
72
24
4
100

CHART 2.1.1 - respondents recommend others to work for this company

34

INFERENCE:
Based on this survey 74% of them are satisfied, 24% of them partially satisfied,
whereas 4% of them dissatisfied regarding the employee recommend others to work for
this company.

TABLE 2.1.21
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
44
34
22
100

% of respondent
44
34
22
100

CHART 2.1.1 - at what extent employee satisfied to work for the company

35

INFERENCE:
Based on this survey 44% of them are satisfied, whereas 34% of them are
partially satisfied and 22% are dissatisfied regarding the respondents overall
satisfaction.

TABLE 2.1.22
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
49
34
17
100

% of respondent
49
34
17
100

CHART 2.1.1 - employees receiving appropriate recognition for their contribution

36

INFERENCE:
Based on this survey 49% of them are satisfied 34% of them are partially
satisfied and 17% of them are dissatisfied regarding recognition for their contribution.

TABLE 2.1.23
Description
Satisfied
Partially
Dissatisfied
Total
Source: From primary data

No of respondents
54
7
2
63

% of respondent
85.71
11.11
3.18
100

CHART 2.1.1 - overall job satisfaction of the employees compared to year ago

37

INFERENCE:
Based on this survey 85.71% of them are satisfied, 11.11% of them are partially
satisfied and 3.18% of them are dissatisfied overall job satisfaction compared to year ag

2.2 STATISTICAL ANALYSIS

2.2 STATISTICAL TOOLS
2.2.1. CHI-SQUARE TEST
Satisfaction of the employees in Bharti axa life insurance Company towards
income and overall satisfaction.
AIM

38

The objective of using chi-square test is to find out the satisfaction of the
employees in Bharti axa life insurance Company is uniform or not uniform among
different income of employees.
Ho: There is no significant relationship between income and overall satisfaction of
the employee.
H1: There is significant relationship between income and overall satisfaction of
the employee.
Description
Satisfied

Partially

Dissatisfied

Total

Below 5000

20

31

5000-10000

17

30

10000-15000

11

22

More than 15000

17

Total

44

34

22

100

Income

Calculation
O

O-E

(O-E)^2

((O-E)^2)/E

20

13.64

6.36

40.45

2.97

10.54

-5.54

30.69

2.91

6.82

-0.82

0.67

0.1

13.2

-5.2

27.04

2.05

39

17

10.2

6.8

46.24

4.53

6.6

-1.6

2.56

0.39

11

9.68

1.32

1.74

0.18

7.48

-1.48

2.19

0.29

4.84

0.16

0.03

0.01

7.48

-2.48

6.15

0.82

5.78

0.22

0.05

0.01

3.74

2.26

5.11

1.37

Total

15.63

O = Observed frequency
E = Expected frequency

Degrees of freedom = (C-1) * (R-1)

= (3-1) * (4-1)
=6
Level of significance = 5%
40

CHART value

= 12.59

CHART value < Calculated value

CONCLUSION
Since CHART value < Calculated value, therefore we reject Ho. There is significant
relationship between income and overall satisfaction of the employee.

2.2.2. Ranking Method

Fact

Salary

Decision

ComforCHART

41

Employee

Employee

Motivation

ors

packages

making

work
environment

recognition

training
program

to do job

Rank
1

16

26

48

12

62

10

64

14

72

14

68

58

14

24

100

100

100

100

100

100

Total
AIM

To find out employees ratings among the given factors

CALCULATION
Weightage

Rank 1

Total

Wtd.,
score

Rank

Attributes
Salary
packages

16

64

100

408

Decision
making

14

14

58

100

210

Come for chart 4

work
environment

12

72

100

340

Employee
recognition

68

14

100

228

Employee

26

62

100

500

42

training
program
Motivation to
do job

48

10

24

Total

100

100

100

100

100

100

100

414

RESULT
Factors

Rank

Salary packages

Decision making

Come for chart work

environment

Employee recognition

Employee training program

Motivation to do job

CONCLUSION
The employee training program has got the rank first and the employee
recognition has got the sixth rank.

CHAPTER-II
SUMMARY AND CONCLUSIONS
3.1 FINDINGS

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 Out of the total respondents surveyed 87% are male and remaining 13% are

female.
it can be inferred that 56% of the respondents belongs from the age between 25
to 35, 23% of the respondents are 35 to 45 age group, 20% of the respondents
are from the age below 25. The remaining 1% of the respondent is above 45.
Based on this survey we found that 31% of them earning below 5000, 17% of
them earning above 15,000 per month.
Regarding the years of experience of the respondents, CHART reveals that 37%

of them having less than 1 year of experience, whereas 23% of them are having
2-3 years of experience.
Based on this survey 20% of them are sales managers, 59% of them are
financial advisors, 17% of them are telecallers, and 4% of them are pantry staffs
based on their category
Based on this survey we found that 57% of the respondents are satisfied with
their supervisor, 32% of the respondents are partially satisfied with their
supervisor, and 11% of the respondents are dissatisfied with their supervisor.
Based on this survey we found that 64% of the respondents are satisfied, 36% of
the respondents are dissatisfied regarding their opinion about grievance handling
procedure.
Trough this survey 85% of them satisfied, 12% of them partially satisfied, and 3%
of them dissatisfied regarding ventilation, lighting and temperature.

Based on this survey we found that 74% of the respondents are satisfied,
whereas 22% of the respondents are partially, 4% of the respondents are
dissatisfied regarding the training received by the employee.

44

 Based on this survey 69% of the respondents are satisfied, 28% of the
respondents are partially satisfied regarding the management and other
employees treated them
Based on this survey 54% of the respondents are satisfied, 38% of them partially
satisfied, regarding management understand the respondents personal life.
Based on this survey 65% of them are satisfied, 28% of them partially satisfied,
whereas 7% of them dissatisfied regarding respondents stress on their job.
Based on this survey 68% of them are satisfied, 28% of them partially satisfied,
regarding encouragement of employees to develop new and more efficient ways
to do their job.
Based on this survey 74% of them are satisfied, 24% of them partially satisfied,
whereas 4% of them dissatisfied regarding the employee recommend others to
work for this company.
Based on this survey 44% of them are satisfied, whereas 34% of them are
partially satisfied and 22% are dissatisfied regarding the respondents overall
satisfaction.
Based on this survey 49% of them are satisfied 34% of them are partially
satisfied and 17% of them are dissatisfied regarding recognition for their
contribution.
Based on this survey 85.71% of them are satisfied, 11.11% of them are partially
satisfied and 3.18% of them are dissatisfied overall job satisfaction compared to
year ago.

3.2 SUGGESTIONS

45

 Many of the employees are dissatisfied with their salary and so the company
can try to increase their salary levels.
Employees should be given proper encouragement and motivates them to do
their work and appreciation of their work helps in increasing the level of job
satisfaction.
Improve the communication channel which increases the interaction with
employees.
The supervisors should review the employees performance periodically.

The company encourages the worker participation in the management that

will motivate the employees that they are also the part of the organization and
work for the development of the organization.

As incentives is the one way to increase the job satisfaction the company take
steps to provide adequate incentives which will motivate the employees to do
their work with involvement.
The company takes steps to improve the chances for career growth of the
employees that will improve both the level of an individual employee and an
organizational level.
Promotional opportunities of the employees should be increased by the
company because promotion is a major determinant of employee satisfaction.

46

3.3 CONCLUSION
From the study, it is inferred that employees in the Bharti axa life insurance
Company are satisfied. They need improvement in training regarding their job,
incentives, promotional opportunities and chance for career growth. So, the company
may consider these points in order to improve the satisfaction of the employees
because the job satisfaction influences performance of their work. The company may
also provide counseling service in order to reduce the mental stress of the employees,
so that they work with more involvement.
Employees should be properly recognized and importance should be given to
them which are essential for increasing the level of employee satisfaction.
Thus the study on employee satisfaction is helpful in knowing the impact of it in
the functioning of the organization and knowing the views of employees about different
factors.

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