Theory : 1

INTRODUCTION OF THE STUDY

Human life has become very complex and completed in now-a-days.

In modern society the needs and requirements of the people are
ever increasing and ever changing. When the people are ever
increasing and ever changing, when the people’s needs are not
fulfilled they become dissatisfied. Dissatisfied people are likely to
contribute very little for any purpose. Job satisfaction of industrial
workers us very important for the industry to function successfully.
Apart from managerial and technical aspects, employees can be
considered as backbone of any industrial development. To utilize
their contribution they should be provided with good working
conditions to boost their job satisfaction.

Job satisfaction is important technique used to motivate the

employees to work harder. It is often said that “ A HAPPY EMPLOYEE
IS A PRODUCTIVE EMPLOYEE”. A happy employee is generally that
employee who is satisfied with his job.

Any business can achieve success and peace only when the problem
of satisfaction and dissatisfaction of workers are felt understood and
solved, problem of efficiency, absenteeism, labour turnover require a
social skill of understanding human problems and dealing with them
scientific investigation serves the purpose to solve the human
problems in the industry.

STATEMENT OF THE PROBLEM

For the organization, job satisfaction of its workers means a work

force that is motivated and committed to high quality performance.
Increased productivity the quantity and quality of output per hour
worked seems to be a byproduct of improved quality of working life.

Job Satisfaction, thus, is the result of various attitudes possessed by

an employee. In a narrow sense, these attitudes are related to the
job under condition with such specific factors such as wages,
supervisors of employment, conditions of work, social relation on the
job, prompt settlement of grievances and fair treatment by employer.
Factors like employee’s age, health temperature, desire and level of
aspiration should be considered. Further his family relationship,
Social status, recreational outlets, activity in the organizations etc.
contribute ultimately to job satisfaction.

RATIONAL OF THE STUDY

Human resources are the unique assets of any organization. An
organization can ill afford to have dissatisfied employees these days.
HR poaching has already shown up.

Job satisfaction has behavioral implications, particularly on such

aspects as accidents, productivity, turnover and unionization. Job
satisfaction is very important because most of the people spend a
major portion of their life at working place. Moreover, job satisfaction
has its impact on the general life of the employees also, because a
satisfied employee is a contented and happy human being. A highly
satisfied worker has better physical and mental well being.

Employees nowadays have started having a totally different approach to

office and work. Employees are breaking away from the traditional
norms set by the older generation of corporate batches. Now, no longer
does higher perks and salaries top the list of priorities employees set. It
is job satisfaction which is the prime factor employees consider to take
up or stay in a company, even in times of

A clear understanding of the causes and consequences of job

satisfaction can help management/ managers better diagnose and
solve employee problems.
To understand the importance of job satisfaction, I have undertaken
this project of Job satisfaction at

Theory : 2

INTRODUCTION OF THE STUDY

Job satisfaction describes how content an individual is with his or her

job. It is a relatively recent term since in previous centuries the jobs
available to a particular person were often predetermined by the
occupation of that person’s parent. There are a variety of factors that
can influence a person’s level of job satisfaction. Some of these
factors include the level of pay and benefits, the perceived fairness of
the promotion system within a company, the quality of the working
conditions, the job itself - the variety of tasks involved, the interest
and challenge the job generates, and the clarity of the job
description/requirements.

The happier people are within their job, the more satisfied they are
said to be. Job satisfaction is not the same as motivation, although it
is clearly linked. Job design aims to enhance job satisfaction and
performance methods include job rotation, job enlargement and job
enrichment. Other influences on satisfaction include the
management style and culture, employee involvement,
empowerment and autonomous workgroups. Job satisfaction is a
very important attribute which is frequently measured by
organizations.

STATEMENT OF THE PROBLEM

Human resources are the unique assets of any organization. An

organization can ill afford to have dissatisfied employees these days.
HR poaching has already shown up.

Rather than focusing only on retention, organizations should

proactively recognize the benefits of understanding, managing and
improving employee satisfaction. The most successful organizations
are those that can adapt their organizational behavior to the realities
of the current work environment where success is dependent upon
innovation, creativity and flexibility.. Arguably, the most valuable, but
also volatile, corporate asset is a stable workforce of competent,
dedicated employees, since such an employee base gives companies
a powerful advantage; depth of knowledge and organizational
strength. If there is dissatisfaction with the job it will make the
workers become restless which may be reflected in the form of low
production, high wastage of materials, accidents, conflicts among
workers, absenteeism, high employee turnover, strike and lockouts
etc. Therefore, it is more important to study the job satisfaction of
workers as it one of deciding factors which will determine the whole
operation of an organization.

To understand the importance of job satisfaction in an organization, I

have taken this project at

RATIONAL OF THE STUDY

Job satisfaction is the result of employee perception of how well the

job provides those things that are viewed important. For the success
of any organization, job satisfaction has vital importance. The
employees who are satisfied are the biggest assets to an organization
whereas the dissatisfied employees are the biggest liabilities.
In fact no organization can successfully achieve its goal and mission
unless and until those who constitute the organization are satisfied in
their jobs. Dissatisfaction leads to frustration and frustration leads to
aggression. It is believed that employees dissatisfied with their job
may be militant in their attitude towards the management.
Dissatisfaction is infectious and quickly spreads to other employees
and is likely to affect the morale and working of other employees and
image of organization.

A dissatisfied worker may seriously cause damage to the reputation

and property of the organization and harm its business interest. Job
satisfaction/dissatisfaction is the result of various factors which are
related to the present job situations. These various factors are
opportunities for career advancement, amount of tension at work,
work involvement, relations with colleagues and supervisors, due
recognition of merit, sufficient emoluments and good working
conditions, grievances removal, feeling of fatigue and loneliness and
prestige of the organization. Job satisfaction is a complex and
important concept for human resource managers to understand most
employees do not believe their work is being properly rewarded. Nor
do they believe that their companies are doing enough to attract high
quality performers, train them, or manage them effectively.
Theory : 3

INTRODUCTION OF THE STUDY

Human resource is considered to be most valuable assets in any

organization. It should be utilized to the maximum possible
extent in order to achieve individual and organizational goals.
Thus employee performance is to a great extent influenced by
motivation and job satisfaction. It is one of the important
responsibilities of every organization to keep its employees satisfied.

Employee satisfaction and retention have always been

important issues for a company. After all, high levels of absenteeism
and staff turnover can affect Co.’s bottom line, as temps, recruitment
and retraining take their toll. Satisfied employees tend to be more
productive, creative and committed to their employers, and recent
studies have shown a direct correlation between staff satisfaction
and performance.

Job satisfaction is an individual’s general attitude towards his or

her job, job satisfaction is a pleasurable or positive emotional state
resulting from the appraisal of one’s job experience. It tells that job
satisfaction is consequence of employee’s perception of how well his
job provides him those things which are considered to be important.

Job satisfaction describes how content an individual is with his or her

job. The happier people are within their job, the more satisfied they
are said to be. Job satisfaction is not the same as motivation,
although it is clearly linked.

STATEMENT OF THE PROBLEM

Job satisfaction is very important because most of the people spend

a major portion of their life at working place. Moreover, job
satisfaction has its impact on the general life of the employees also,
because a satisfied employee is a contented and happy human being.
A highly satisfied worker has better physical and mental well being.

For the organization, job satisfaction of its workers means a work

force that is motivated and committed to high quality performance.
Increased productivity the quantity and quality of output per hour
worked seems to be a byproduct of improved quality of working life.
Employees nowadays have started having a totally different approach to
office and work. Employees are breaking away from the traditional
norms set by the older generation of corporate batches. Now, no longer
does higher perks and salaries top the list of priorities employees set. It
is job satisfaction which is the prime factor employees consider to take
up or stay in a company, even in bad times of company.

I have taken this project to study job satisfaction of employee at

RATIONAL OF THE STUDY

Retaining and finding the best talent is becoming harder and harder.
Positively influencing staff is one way to develop an environment and
culture where people want to do their best and want to stay. Success
comes through people. When companies are effective in satisfying
their employees, employees stay longer, make a deeper commitment
to the business, suggest ways to improve the company's products
and services, and work harder to satisfy the customer. In almost
every survey - factors that motivate employees in the workplace, job
satisfaction is at or near the top of the list, far surpassing pay and
benefits. Creating a work environment that encourages speedy
response to customers' needs and attentive follow-through is the key
to leveraging the power of the service-profit chain. This is only
possible when people are empowered to make decisions and are
motivated to solve problems. Encourage employees to go ahead of
the literal boundaries of their jobs – to make suggestions for
improvement – and an organization will gain not just a part, but the
full potential of their contributions to the business.

Theroy : 4

INTRODUCTION OF THE STUDY

Employee satisfaction and retention have always been important
issues for a company. After all, high levels of absenteeism and staff
turnover can affect Co.’s bottom line, as temps, recruitment and
retraining take their toll. Satisfied employees tend to be more
productive, creative and committed to their employers, and recent
studies have shown a direct correlation between staff satisfaction
and performance.

Job satisfaction in regards to one’s feeling or state of mind regarding

nature of their work. Job can be influenced by variety of factors like
quality of one’s relationship with their supervisor, quality of physical
environment in which they work, degree of fulfillment in their work,
etc.

Positive attitude towards job are equivalent to job satisfaction where

as negative attitude towards job has been defined variously from
time to time. In short job satisfaction is a person’s attitude towards
job.

Job satisfaction is an attitude which results from balancing &

summation of many specific likes and dislikes experienced in
connection with the job- their evaluation may rest largely upon one’s
success or failure in the achievement of personal objective and upon
perceived combination of the job and combination towards these
ends.

STATEMENT OF THE PROBLEM

Job satisfaction is an important indicator of how employees feel

about their job and a predictor of work behavior such as
organizational citizenship, Absenteeism, Turnover.
Job satisfaction benefits the organization includes reduction in
complaints and grievances, absenteeism, turnover, and termination; as
well as improved punctuality and worker morale. Job satisfaction is
also linked with a healthier work force and has been found to be a
good indicator of longevity.

Job satisfaction is not synonyms with organizational morale, which

the possessions of feeling have being accepted by and belonging to a
group of employees through adherence to common goals and
confidence in desirability of these goals. Morale is the by-product of
the group, while job satisfaction is more an individual state of mind.

I have taken this project to study job satisfaction of employee at

RATIONAL OF THE STUDY

The improving economy was one factor in the high level of

satisfaction, since employers have been more willing and able to
boost salaries, benefits and perks for their workers. Additionally, as
the labor market stabilized, job seekers took advantage of new
opportunities for positions that best fit their skills and interests.
Most organizations strive for employee satisfaction, but not all attain
this goal. That’s why it’s important for human resources professionals
to know more about the factors that can increase employee
satisfaction, and how it fits into a company’s overall success.

People join organizations with certain motives like security of income

and job, better prospects in future, and satisfaction of social and
psychological needs. Every person has different sets of needs at
different times. It is the responsibility of management to recognize
this basic fact and provide appropriate opportunities and
environments to people at work to satisfy their needs.

Theory : 5

INTRODUCTION OF THE STUDY

Modern organizations can survive in the dynamic, competitive
environment of today only if they capitalize on the full potential of
each employee. Future success of the organization depends on ability
to manage diverse body of talent that can bring innovative ideas,
perspective and views to their work. Aiming to enable the
organization to achieve its strategic goals by attracting, retaining and
developing employees, HRM functions as the link between the
organization and the employees.
Job satisfaction is very important because most of the people spend
a major portion of their life at working place. Moreover, job
satisfaction has its impact on the general life of the employees also,
because a satisfied employee is a contented and happy human being.
A highly satisfied worker has better physical and mental well being.

Job satisfaction is important technique used to motivate the

employees to work harder. It is often said that “ A HAPPY EMPLOYEE
IS A PRODUCTIVE EMPLOYEE”.

Job satisfaction means sense of inner fulfillment and pride achieved

when performing a particular job. Job satisfaction occurs when an
employee joyously feels that he has accomplished something which
is having importance and value worthy of recognition. Job
satisfaction plays very vital role in terms of retention of employees in
an organization and retention of talented employees is a big
challenge in today's competitive and dynamic business environment.
Hence, it is important to understand why employees get dissatisfied?
Employees have been forced to take on larger workloads; employees
have experienced significantly added stress without receiving
compensatory rewards. HR regularly has to chart out the plans and
providing ways to reduce dissatisfaction among employees.
STATEMENT OF THE PROBLEM

Any business can achieve success and peace only when the problem
of satisfaction and dissatisfaction of workers are felt understood and
solved, problem of efficiency, absenteeism, labour turnover require a
social skill of understanding human problems and dealing with them
scientific investigation serves the purpose to solve the human
problems in the industry. For the organization, job satisfaction of its
workers means a work force that is motivated and committed to high
quality performance. Increased productivity the quantity and quality
of output per hour worked seems to be a byproduct of improved
quality of working life.

Job Satisfaction, thus, is the result of various attitudes possessed by

an employee. In a narrow sense, these attitudes are related to the
job under condition with such specific factors such as wages,
supervisors of employment, conditions of work, social relation on the
job, prompt settlement of grievances and fair treatment by employer.
Factors like employee’s age, health temperature, desire and level of
aspiration should be considered. Further his family relationship,
Social status, recreational outlets, activity in the organizations etc.
contribute ultimately to job satisfaction.
To understand the importance of job satisfaction in an organization, I
have taken this project at

RATIONAL OF THE STUDY

Job satisfaction is the phenomena that defines the harmony of

employees’ job satisfaction, expectations and job’s characteristics.
This phenomenon is a composition of social security, fair wages, job
and work security, balance between job skills and knowledge job-
related pride, promotion opportunities, management policies and the
social climate (Oral, 2005).

Employee’s jobs satisfaction is mostly related with how the

employees' jobs expectations meet with his needs and desires (Bingöl,
2010). It is not possible to mention a satisfaction related with only
physical and economical realities. In addition there need to be a
psychological satisfaction. Organizations are making great effort to
ensure organizational opportunities that are meant to provide
employee’ satisfaction.

eveloping a positive attitude toward the employee’s job is expressed

as satisfaction. Employees want to fulfil their work expectations in an
appropriate environment and under appropriate circumstances in
return for their work performance. The more their expectations are
fulfilled the higher the job satisfaction will be. Commitment to the
organization is defined as one’s commitment to the organization’s
goals and values in a biassed and effective way. Rather than
superficial values, this commitment is related to doing tasks for the
favour of the organization considering the aims and the values of the
company. Remaining in the organization for a long time, limited rates
of quitting, limited turnover and high level of job satisfaction are
among the positive results of high level commitment to the
organization.

Employee satisfaction

Theory : 1

INTRODUCTION OF THE STUDY

People are our greatest asset’ is a mantra that companies have been
chanting for years. There are a number of challenges in the Indian
industry which require the serious attention of HR managers to ‘find
the right candidate’ and build a ‘conducive work environment’ which
will be beneficial for the employees, as well as the organization.

It is human asset, which convert the various resources in to the

production resources. It has immense potentialities and it only
human resources, which appreciate with time whereas all other
resources undergo the process of depreciation. Success of an
organization mainly depends on the quality of manpower and its
performance. Effectiveness of any organization depends upon the
quality of the relationship among the personnel and social needs of
employees are very important and that concentration by
management exclusively on productivity, material and environmental
issue will to be a self-defecting aim.

Hence the management must give more emphasis on the human side
and their proper utilization. Today an organization having a good
inventory of human resources and a dynamic personnel department
is prospective one. So the technique and functions of personnel
management have now come closely integrated with the overall
organization strategies n search of excellence.

STATEMENT OF THE PROBLEM

Employee satisfaction is a measure of how happy workers are with

their job and working environment. Employee satisfaction is closely
related to Job satisfaction. Some of these factors include the level of
pay and benefits, the perceived fairness of the promotion system
within a company, the quality of the working conditions, leadership
and social relationships, the job itself. Satisfied employees are more
likely to stay with company and become committed and have more
likely to be motivated to provide high level of customer service, by
doing so will also further enhance the employee’s satisfaction
through feeling of achievement. Enhanced employee satisfaction
leads to improved employee retention; and employee stability
ensures the successful implementation of continuous improvement
and customer satisfaction.

RATIONAL OF THE STUDY

Human behaviour is unpredictable. No one can expect the same type

of behaviour from anyone at all circumstances. Most times human
behaviour is influenced by the nature of work group. Friendly
cooperative co-workers will definitely have a positive approach
towards their work. The work group serve as a source of support,
comfort, advice and assistance to the individual workers. A good
work group makes the job more enjoyable, and the performance of
the group will be very high. This will automatically lead to the
attainment of the individual as well as die organizational goals. As a
result every one of the organization will have a high job satisfaction
and will have a peaceful life. If there is dissatisfaction with the job it
will make the workers become restless which may be reflected in the
form of low production, high wastage of materials, accidents,
conflicts among workers, absenteeism, high employee turnover,
strike and lockouts etc. Therefore, it is more important to study the
job satisfaction of workers as it one of deciding factors which will
determine the whole operation of an organization. I have taken
project to understand employee satisfaction at
Theroy : 2

INTRODUCTION OF THE STUDY

A company can invest millions in technology and facilities, but it is of

little value if employees are unsatisfied. Engaged, enthusiastic,
motivated employees are essential for business success.

Satisfaction is an important goal for organizations to reach as it has

been shown that profitability, productivity, employee retention, and
customer satisfaction are linked to employee satisfaction.

The term Job satisfaction refers to an individual's general attitude

towards his or her job. A person with a high level of job satisfaction
holds positive attitude towards the job, while a person who is
dissatisfied with his or her job holds negative attitude about the job.
Some of the factors affecting employee satisfaction include the level
of pay and benefits, the perceived fairness of the promotion system
within a company, the quality of the working conditions, leadership
and social relationships, the job itself.
STATEMENT OF THE PROBLEM

It's no surprise that companies and organizations face significant

challenges in developing energized and engaged workforces.
However, there is plenty of research to show that increased employee
commitment and trust in leadership can positively impact the
company's bottom line. In fact, the true potential of an organization
can only be realized when the productivity level of all individuals and
teams are fully aligned, committed and energized to successfully
accomplish the goals of the organization.

As a result, the goal of every company should be to improve the

desire of employees to stay in the relationship they have with the
company. When companies understand and manage employee
satisfaction - rather than retention specifically - they can reap benefits
on both sides of the balance sheet i.e., revenues and costs.

On the revenue side of the balance sheet, satisfied and committed

employees are more likely to go "above and beyond" to meet
customer needs and are highly motivated to work to the best of their
ability. Both of these traits are crucial for continued customer
commitment and ongoing revenue and growth for the company. On
the cost side, satisfied employees stay longer, resist competitive job
offers, do not actively look for other employment and recommend the
company to others as a good place to work. These four behaviors
positively influence the cost side of the balance sheet because they are
leading indicators of employee retention. The longer companies keep
their employees, the longer they can avoid having to pay to replace
them.

RATIONAL OF THE STUDY

Developing a positive attitude toward the employee’s job is expressed

as satisfaction. Employees want to fulfil their work expectations in an
appropriate environment and under appropriate circumstances in
return for their work performance. The more their expectations are
fulfilled the higher the job satisfaction will be. Commitment to the
organization is defined as one’s commitment to the organization’s
goals and values in a biassed and effective way. Rather than
superficial values, this commitment is related to doing tasks for the
favour of the organization considering the aims and the values of the
company. Remaining in the organization for a long time, limited rates
of quitting, limited turnover and high level of job satisfaction are
among the positive results of high level commitment to the
organization.
Job satisfaction is the result of employee perception of how well the job provides those things
that are viewed important. For the success of any organization, job satisfaction has vital
importance. The employees who are satisfied are the biggest assets to an organization
whereas the dissatisfied employees are the biggest liabilities.
In fact no organization can successfully achieve its goal and mission unless and until those
who constitute the organization are satisfied in their jobs. Dissatisfaction leads to frustration
and frustration leads to aggression. It is believed that employees dissatisfied with their job
may be militant in their attitude towards the management. Dissatisfaction is infectious and
quickly spreads to other employees and is likely to affect the morale and working of other
employees and image of organization.

THEORY:

A dissatisfied worker may seriously cause damage to the reputation and property of the
organization and harm its business interest. Job satisfaction/dissatisfaction is the result of
various factors which are related to the present job situations. These various factors are
opportunities for career advancement, amount of tension at work, work involvement,
relations with colleagues and supervisors, due recognition of merit, sufficient emoluments
and good working conditions, grievances removal, feeling of fatigue and loneliness and
prestige of the organization. Job satisfaction is a complex and important concept for human
resource managers to understand most employees do not believe their work is being properly
rewarded. Nor do they believe that their companies are doing enough to attract high quality
performers, train them, or manage them effectively.

In other words, rather than focusing only on retention, organizations

should proactively recognize the benefits of understanding,
managing and improving employee satisfaction. The most successful
organizations are those that can adapt their organizational behavior
to the realities of the current work environment where success is
dependent upon innovation, creativity and flexibility.. Arguably, the
most valuable, but also volatile, corporate asset is a stable workforce
of competent, dedicated employees, since such an employee base
gives companies a powerful advantage; depth of knowledge and
organizational strength. If there is dissatisfaction with the job it will
make the workers become restless which may be reflected in the
form of low production, high wastage of materials, accidents,
conflicts among workers, absenteeism, high employee turnover,
strike and lockouts etc. Therefore, it is more important to study the
job satisfaction of workers as it one of deciding factors which will
determine the whole operation of an organization.