What is Employee Satisfaction?

EMPLOYEE SATISFACTION

Employee satisfaction, also known as job satisfaction, is the extent to which an

individual is happy with their job and the role it plays in their life.
The extent to which employers prioritize employee satisfaction depends on the employer
and the industry the Hawthorne studies and the work of George Elton Mayo in the
1930s put the link between employer satisfaction and productivity on the radar.
Satisfaction researchers tend to differentiate between effective satisfaction and
cognitive job satisfaction effective satisfaction is the sum total of pleasurable emotions
and feelings associated with the job and its place in the individuals life, whereas
cognitive satisfaction refers to rational satisfaction over particular facets of the job e.g.
pay and day-to-day responsibilities.
There are a wide variety of theories surrounding employee satisfaction. Dis
positional theory, for example, argues that individuals are predisposed to a certain level of
job satisfaction regardless of the job or industry. Range of Affect Theory, put forward by
Edwin A. Locke in the 1970s, is a theory based on expectations satisfaction depends on
the gap between what an employee expects from a job and what they actually get.
G

ACKNOWLEDGEMENT

I am grateful to Mr. SL Kaushal, Professor , H.P.University, Shimla , Deptt. Of M.B.A for

his guidance, help and support during the compilation of the project .
I also wish to thank to Mr. Anurag Bhardwaj (Manager) for giving me the permission for
carrying out the project and guiding me at SJVN ltd. Shimla.
I also wish to express our gratitude to all the faculty members for their invaluable inputs.
Last but not the least I would like to thank SJVN employees for the cooperation in the
completion of project report.

NITIKA DANG
M.B.A , IV Semester

INTRODUCTION
 Importance of Employee satisfaction survey

Many companies use employee satisfaction survey to determine how employees feel
about their company's leadership, general work environment, training, and co-workers. It
is basically designed to analyze the satisfaction level of employees within their work
environment. The survey offers a ranking system to employees to specify how firmly they
agree or disagree with the answer they give during the survey. It is used especially when
an organization reviews the opinions of the employees. The Employee satisfaction survey
can help in
Analyzing issues and overall environment of an organization
Anticipating potential problems
Evaluating management and teamwork related issues
Measuring the effects of change in organizational set-up
Employees Satisfaction Index is a very effective tool that measures and maintains a
positive culture within the organization. The satisfaction of employees is directly
associated with the efficiency of an organization and that is why it is important for them
to ensure if their employees are happy with their work or not. Well-conducted surveys
play a major role in the development of any organization or business. Employee surveys
offer a deep understanding on how an organization can maintain, attract, and develop
skilled employees. It gives the employees an opportunity for both, personal and
professional development that contributes to the performance of a business or an
organization. These are the most effective Human Resource surveys that make employees
feel that they are being listened and their queries have been noticed by the higher
authorities. Conducting Employee satisfaction surveys is one of the best ways to gather
information about the satisfaction level of employees and workers. Having a positive
satisfaction percentage among the employees will certainly reflect positively on the
organization. As contented and satisfied employees offer excellent service and become a
major part of company's success.

How the Employee Satisfaction Index (ESI) works

and how to use it
The benefit with using ESI is to get an easy measured view over how satisfied employees
are with their situation. Many also combines the method with additional questions in
more comprehensive employee surveys, allowing them to get more information, but they
can still pin point the specific ESI questions to get an index to compare with.

Three questions of the Employee Satisfaction Index

These are the three questions which the Employee Satisfaction Index (ESI) is based on:

How satisfied are you with your current workplace?

How well does your current workplace meet your expectations?
How close is your current workplace to the ideal one?
 BACKGROUND OF THE STUDY

SJVN has immense face in the capabilities of its human resources and its
committed to fostering the culture of openness , honesty and integrity . HRM function
has undergone a significant change in recent years . SJVN attaches tremendous
importance to the management and development of its people . Their is increasing
recognition that the individual in an organisation is a key resource and should not be
simply looked upon as a cost. SJVN has now moved to a strategic HRM system, which
looks at an individual as a vital resource to be vaallued , motivated, developed and
enabled to achieve the vision , mission and object
 IMPORTANCE OF EMPLOYEES SATISFACTION SURVEY

There are many advantages for getting feedback from employees. However its done,
feedback is necessary for guiding a small business toward its goals.

Research shows that satisfied, motivated employees will create higher customer
satisfaction and in turn positively influence organizational performance.

Regular pulse checks of employee satisfaction and engagement are critical.

If you make employees feel as if their opinions matter, you will aid in boosting their
productivity. When employees get to safely share their appraisals, they feel valued.
Contributing to your workplace gives an employee a sense of ownership and
responsibility.

Similarly, employee surveys help employers measure and understand their employees
attitude, feedback, motivation, and satisfaction. And youll discover if the companys
objectives are clearly represented by managers.Managers who contribute or cause
actively disengaged employees are said to cost the US an estimated $450-550billion per
year.

Employee feedback and ideas are an invaluable resource to help you understand the
current dynamics of the workplace and also identify training requirements or learning
activities. Measuring employee engagement with regular polls helps you spot potential
issues early and take action.

Here are 4 tips to a successful employee survey

1. Keep it confidential!!
2. Dont ask questions if you are not prepared to address the responses
3. Give feedback to the employees
4. Feedback to respondents within a reasonable time-frame

INTRODUCTION

Employee satisfaction has been defined as a function of perceived performance and

expectations. It is a persons feeling of pleasure or disappointment resulting from
comparing a products outcome to his/her expectations.
If the performance falls short of expectations, the employee is dissatisfied and if it
matches the expectations, the employee is satisfied. A high satisfaction implies
improvement in efficiency and performance doing work or service. The process is
however, more complicated then it appears. It is more important for any organization to
offer high satisfaction, as it reflects high loyalty and it will not lead to switching over
once a better offer comes in.

AIM OF STUDY:

To carry out the study of the employee satisfaction at company and assess the employee
satisfaction level in present competitive environment of Industry to help knowing and
reading of the minds of the current generation professionals regarding their Company
Culture, Compensation, Work atmosphere, Management support, Job satisfaction,
performance appraisal and Career growth opportunities.

OBJECTIVES OF STUDY: i.

Factors Influencing Job Satisfaction:

There are a number of factors that influence job satisfaction. A number of research studies
have been conducted in order to establish some of the causes that result in job
satisfaction.

These factors can be explained with the help of the chart:

These factors can be discussed in detail as follows:

A. Organisational Factors:

Some of the organisational factors which affect job satisfaction are:

1. Salaries and Wages:

Wages and salaries play a significant role in influencing job satisfaction. This is basically
because of a few basic reasons. Firstly, money is an important instrument in fulfilling
ones needs. Money also satisfies the first level needs of Maslows model of satisfaction.
Secondly, employees often see money as a reflection of the managements concern for
them. Thirdly, it is considered a symbol of achievement since higher pay reflects higher
degree of contribution towards organizational operations.
Non monetary benefits are also important, but they are not as influential. One reason for
that is that most of the employees do not even know how much they are receiving in
benefits. Moreover, a few tend to under value there benefits because they do not realize
their monetary value. The employees, generally, want a pay system which is simple, fair
and in line with their expectations.

2. Promotion Chances:

Promotional chances considerably affect the job satisfaction because of the following
reasons:

Firstly, Promotion indicates on employees worth to the organisation which is highly

morale boosing. This is particularly true in case of high level jobs. .

Secondly, Employee takes promotion as the ultimate achievement in his career and when
it is realized, he feels extremely satisfied.

Thirdly, Promotion involves positive changes e.g. higher salary, less supervision, more
freedom, more challenging work assignments, increased responsibilities, status and like.

3. Company Policies:

Organizational structural and policies also play on important role in affecting the job
satisfaction of employees. An autocratic and highly authoritative structure causes
resentment among the employees as compared to a structure which is more open and
democratic in nature.

Organisational policies also govern the human behaviour in the organizations. These
policies can generate positive or negative feelings towards the organization. Liberal and
fair policies usually result in more job satisfactions. Strict policies will create
dissatisfaction among the employees because they feel that they are not being treated
fairly and may feel constrained.

Thus, a democratic organisational structure with fair and liberal policies is associated
with high job satisfaction.
B. Work Environmental Factors:

The work environmental factors include the following important factors:

1. Supervision:

Supervision is a moderately important source of job satisfaction. There are two

dimensions of supervisory styles which affect the job satisfaction:

First is Employee Centeredness:

Whenever the supervisor is friendly and supportive of the workers there is job
satisfaction. In this style, the supervisor takes personal interest in employees welfare.

Second is Participation:

The superiors who allow their subordinates to participate in decisions that affect their
own jobs, help in creating an environment which is highly conducive to job satisfaction.
Thus, the supervisors who establish a supportive personal relationship with subordinates
and take personal interest in them, contribute to the employees satisfaction.

2. Work Group:

The nature of the work group or team will have effect on job satisfaction in the following
ways:

(i) A friendly, and co-operative group provides opportunities to the group members to
interact with each other. It serves as a source of support, comfort, advice and assistance to
the individual group members. If on the other hand, the people are difficult to get along
with, the work group will have a negative impact on job satisfaction.

(ii) The work group will be even a stronger source of satisfaction when members have
similar attitudes and values. In such a group, there will less friction on day to day basis.

(iii) Smaller groups provide greater opportunity for building mutual trust and
understanding as compared to larger groups.
Thus, the group size and quality of interpersonal relations within the group play a
significant role in workers satisfaction.

3. Working Conditions:

Good working conditions are desirable by the employees, as they lead to more physical
comfort. People desire that there should be a clean and healthy working environment.
Temperature, humidity, ventilation, lighting and noise, hours of work, cleanliness of the
work place and adequate tools and equipment are the features which affect job
satisfaction. While the desirable working conditions are taken for granted and may not
contribute heavily towards job satisfaction. Poor working conditions do become a source
of job dissatisfaction.

Simply because they lead to physical discomfort and physical danger. Moreover, all the
employees are not satisfied or dissatisfied by favourable or unfavourable work
environment as shown in the figure given below.

As shown in the figure, all the four employees are dissatisfied when the working
conditions are unfavourable. However, as the working conditions start becoming
favourable, the job satisfaction of employee A and B increases sharply while employees
C and D have only minor increase in satisfaction.

C. Work Itself:
The content of the work itself plays a major role in determining the level of job
satisfaction.

Some of the aspects of the work which affect job satisfaction are:

(i) Job Scope:

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

(ii) Variety:

A moderate amount of variety is very effective. Excessive variety produces confusion and
stress and a too little variety causes monotony and fatigue which are dis-satisfiers.

(iii) Lack of Autonomy and Freedom:

Lack of autonomy and freedom over work methods and work pace can create
helplessness and dissatisfaction. Employees do not like it when their every step and every
action is determined by their supervisor.

(iv) Role Ambiguity and Role Conflict:

Role ambiguity and role conflict also lead to confusion and job dissatisfaction because
employees do not know exactly what their task is and what is expected of them.

(v) Interesting Work:

A work which is very interesting and challenging and provides status will be providing
satisfaction to the employees as compared to work which is boring and monotonous.

D. Personal Factors:

Personal attributes of the individuals also play a very important role as to whether they
are satisfied at the job or not. Pessimists and people with negative attitudes will complain
about everything including the job. They will always find something wrong in every job
to complain about.

Some of the important personal factors are:

1. Age and Seniority:

With age, people become more mature and realistic and less idealistic so that they are
willing to accept available resources and rewards and be satisfied about the situation.
With the passage of time, people move into more challenging and responsible positions.
People who do not move up at all with time are more likely to be dissatisfied with their
jobs.

2. Tenure:

Employees will longer tenure are expected to be highly satisfied with their jobs. Tenure
assures job security, which is highly satisfactory to employees. They can easily plan for
their future without any fear of losing their jobs.

3. Personality:

Some of the personality traits which are directly related to job satisfaction are self
assurance, self esteem, and maturity, and decisiveness, sense of autonomy, challenge and
responsibility. Higher the person is on Maslows needs hierarchy, the higher is the job
satisfaction. This type of satisfaction comes from within the person and is a function of
his personality. Accordingly, in addition to providing a healthy work environment,
management must ensure that the employee is happy with himself and has a positive
outlook on life.

DECLARATION

I , Nitika Dang student of MBA iv semester in deptt. Of management studies Shimla ,

hereby declare that the project report entitledemployee satisfaction index 2017 of SJVN
is my own work and the matter enclosed has not been submitted for the award of any
other degree or diploma in the university or anywhere and is conducted under the
supervision of Shri. Anurag Bhardwaj ( manager) SJVN ltd. Shimla . I hereby declare that
all the data and information which this project contains is true as per my knowledge.
During preparation of the project i was honest about the rules and regulations of SJVN
ltd. And i think no data of my project harms any reader directly or indirectly.
Date : 10-2-2017 Nitika Dang

Place : Shimla

M.B.A , IV th semester

OBJECTIVES OF EMPLOYEE SATISFACTION SURVEYS

1.Provide assurance to CEO, Executive Directors and Board of Directors about the
quality and consistency of people management, and the extent to which our core values
are being applied and lived by.

2. Measure the level of engagement and satisfaction of all employees.

3. Determine employees' understanding of, and belief in, our organization's mission,
vision and values and organizational objectives.

4. Describe our organization's existing culture and how/where it may vary from our
mission, vision, and values.

5. Identify our areas of strengths and best practice, as well as potential risks and
opportunities for improvement.
6. Understand and rank the drivers of engagement, satisfaction and team effectiveness.

7. Measure the success of current organizational policies and programs.

8. Provide input to managers to help them execute their accountability for performance
improvement.

9. Determine the training and development/job enhancement/career advancement needs

of our employees.

10. Establish benchmarks to track progress in future.

11. Understand variations between business units/departments/locations in order to build

on internal "best practices" and address particular areas of weakness.

METHODOLOGY FOLLOWED

There are two primary methodologies for conduction employee satisfaction surveys --
Internet and paper-and-pencil. The choice of methodology should be based on what is
best for the respondents -- best in terms of convenience, ease of use, trust in the method.
There is little difference in price between either method until the sample size numbers in
the thousands, in which case Internet is more cost effective.
If all employees, or substantially all employees have access to the Internet from work,
Internet is our recommended methodology. It generally results in a higher response rate
and is faster than paper-and-pencil. It also give a bit more control in terms of how the
questions are presented and gives the ability to require that certain questions must be
answered. We have a secure server, so there is no issue with regard to confidentiality of
sending results when an Internet survey is done with us.
If only a small percentage of employees have Internet access from work, we recommend
using the traditional paper-and-pencil methodology. Even if cost savings could be
realized by forcing employees to a central location to complete the survey, it is better to
use paper-and-pencil in this circumstance to avoid user errors caused by a lack of
familiarity with the Internet medium on the part of some users.
In some cases, it is appropriate to mix methodologies. This is the preferred approach
when there are large contingents of employees with Internet access and large contingents
without. The mixed method generally will yield a higher response rate than will the
paper-and-pencil method.