The study on job

satisfaction of
Reliance ltd.
 INDEX

INTRODUCTION
RESERCH METHODOLOGY
LITRSTURE REVIEW
DATA ANALYSIS
CONCLUSON
 CHAPTER 1
INTRODUCTION

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

job. It is a relatively recent term since in previous centuries the jobs

available to a particular person were often predetermined by the

occupation of that 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, leadership and social relationships, the job itself (the

variety of tasks involved, the interest and challenge the job generates,

and the clarity of the job description/requirements).

The happier people are within their job, the more satisfied they are said

to be. Job satisfaction is not the same as motivation, although it is

clearly linked. Job design aims to enhance job satisfaction and

performance methods include job rotation, job enlargement and job

enrichment. Other influences on satisfaction include the management

style and culture, employee involvement, empowerment and

autonomous workgroups. Job satisfaction is a very important attribute

which is frequently measured by organizations. The most common way

of measurement is the use of rating scales where employees report

their reactions to their jobs. Questions relate to relate of pay, work

responsibilities, variety of tasks, promotional opportunities the work

itself and co-workers.

INTRODUCTION TO JOB SATISFACTION

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.

According to pestonejee, Job satisfaction can be taken as a summation

of employee’s feelings in four important areas. These are:

1. Job-nature of work (dull, dangerous, interesting), hours of work,

fellow workers, opportunities on the job for promotion and
advancement (prospects), overtime regulations, interest in work,
physical environment, and machines and tools.
2. Management- supervisory treatment, participation, rewards and
punishments, praises and blames, leaves policy and favoritism.
3. Social relations- friends and associates, neighbors, attitudes
towards people in community, participation in social activity
socialibility and caste barrier.
4. Personal adjustment-health and emotionality.
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.

Job Satisfaction is the feeling an employee gets when the job he does
fulfils all his expectations. While morale refers to the attitude of the
employees of an organization and is a group concept, Job satisfaction
is the feeling of an individual employee. Job satisfaction has been
defined as a pleasurable emotional state resulting from the appraisal of
one’s job; and affective reaction to one’s job; and an attitude towards
one’s job. Job Satisfaction can be an important indicator of how
employees feel about their jobs and p predictor of work behaviors such
as organizational citizenship, absenteeism, and turnover.
 RESEARCH METHODOLOGY

Research Methodology

Research methodology is the systematic way to solve the research

problem. It gives an idea about various steps adopted by the researcher

in a systematic manner with an objective to determine various

manners.

Research Approach

The research worker contacted the respondents personally with

well-prepared sequentially arranged questions. The questionnaire is

prepared on the basis of objectives of the study. Direct contract is used

for survey, i.e., contacting employees directly in order to collect data.

Objective of the study

 To assess the satisfaction level of employees in Reliance Pvt Ltd.

 To identify the factors which influence the job satisfaction of

employees.

 To identify the factor which improves the satisfaction level of

employees.

 To know the employee satisfaction towards the facilities.

  To offer valuable suggestions to improve the satisfaction level of

employees.

Scope of the study

 To identify the employees level of satisfaction upon that job.

 This study is helpful to that organization for conducting further

research.

 It is helpful to identify the employer’s level of satisfaction towards

welfare measure.

 This study is helpful to the organization for identifying the area of

dissatisfaction of job of the employees.

This study helps to make a managerial decision to the company

Collection of Data

Most of the data collected by the researcher is primary data through

personal interview, where the researcher and the respondent operate
face – to – face.

Analysis of Data

The data are collected through survey and books, reports, newspapers

and internet etc., the survey conducted among the employees of

Reliance Pvt Ltd. The data collected by the researcher are tabulated

and analyzed in such a way to make interpretations.

Various steps, which are required to fulfill the purpose, i.e., editing,

coding, and tabulating. Editing refers to separate, correct and modify

the collected data. Coding refers to assigning number or other

symbols to each answer for placing them in categories to prepare data

for tabulation refers to bring together the similar data in rows and

columns and totaling them in an accurate and meaningful manner

The collected data are analyzed and interrupted using statistical tools

and techniques.

DETERMINANTS OF JOB SATISFACTION:

There are various personal and organizational factors that influence job satisfaction. The age of a
person does have its influence on his level of job satisfaction. People that are young usually have a
higher level of job satisfaction provided they rightly choose their career. Those in their twenties or
thirties are energetic and have the stamina to work hard and derive pleasure out of their work. As a
person gets older, he gets tired physically and mentally. Further, he reaches the saturation point at
this stage and the work, usually, does not give him the pleasure it gave earlier.

STEPS TO IMPROVE EMPLOYEE SATISFACTION

The following measures are necessary to improve the satisfaction employees:

 Selection of right man for the right job:

Proper care must take while recruiting persons for various jobs. Persons without attitude and
aptitude for work should not be selected. When it comes to placement of workers, they should be
given jobs in tune with their educational qualification, skills, attitudes and abilities.
  Satisfactory conditions of service:

All those who have been appointed in the organization should be provided with job security. They
should be given decent pay. Social security benefits like provident fund insurance etc. should be
provided to employees as per the rules.

 Conducive working environment:

The working environmental should be made informal. Undue important need not be given to
hierarchy. The organization should make use of both formal and informal channels of
communication. The bureaucratic approach of the management should go.

 Conducive physical conditions:

The place of work should be neat and tidy. There should be free flow of natural light and air in any
workroom. There should be proper provision for canteen. Lunchroom, etc

 Better work methods:

Conventional work methods and age-old practices should be given up. The enterprise should come
forward to adopt the latest technology. The employees may be trained to make use of the various
electronic devices in their day-to-day work. This not only simplifies their work but also makes it
more interesting.

 Proper superior-subordinate relationship:

The relationship between the superior and the subordinates should always be cordial. The
superior’s style of functioning must be democratic. He should not make an attempt to impose his
ideas on his subordinates. Whenever necessary and possible, he can seek his subordinate’s
viewpoints. Likewise, the subordinates, on their part, must repose faith in their superiors and come
forward to accept responsibilities.

 Good inter-personal relationship:

The relationship between the employees should also be proper. The work done in any organization
is teamwork. In the absence of proper understanding between the employees, teamwork is not
possible. The employees should not give scope for their personal interest to clash with those of the
organization.
  Job rotation:

If certain jobs are, by nature, dull and monotonous, job rotation may help to break the monotony of
workers, i.e., such jobs may be assigned to operation at a certain level by rotation.

 Provision of suitable incentives:

Only human resources can be induced to work. Inanimate objects like machines cannot be
motivated to work. The management therefore, should offer suitable incentives to motivate
employees to perform better. Incentives need not be in the forms of money payment. There are also
non-monetary incentives. Further, these incentives may be gives for individual performance or
group performance.

 Valuation of employee performance:

The performance of employees needs to be assessed regular intervals. Such an assessment will
level their level of efficiency. Such of those Employees who are found to be highly efficient may
be given suitable rewards. Those employees who are less efficient may be made to undergo
training to acquire better skills. If some employees are found to be highly inefficiency, such people
need not be retained. It is only these people who spoil the work atmosphere in any organization.

CHAPTER 2

COMPANY PROFILE

FOUNDER
Few men in history have made as dramatic a contribution to their

country’s economic fortunes as did the founder of Reliance, Sh.

Dhirubhai H Ambani. Fewer still have left behind a legacy that is more

enduring and timeless.

As with all great pioneers, there is more than one unique way of

describing the true genius of Dhirubhai: The corporate visionary, the

unmatched strategist, the proud patriot, the leader of men, the

architect of India’s capital markets, and the champion of shareholder

interest.

But the role Dhirubhai cherished most was perhaps that of India’s

greatest wealth creator. In one lifetime, he built, starting from the

proverbial scratch, India’s largest private sector enterprise.

When Dhirubhai embarked on his first business venture, he had a seed

capital of barely US$ 300 (around Rs 14,000). Over the next three and

a half decades, he converted this fledgling enterprise into an Rs 60,000

crore colossus__ an achievement which earned Reliance a place on the

global Fortune 500 list, the first ever Indian private company to do so.

Dhirubhai is widely regarded as the father of India’s capital markets.

In 1977, when Reliance Textile Industries Limited first went public, the

Indian stock market was a place patronized by a small club of elite

investors which dabbled in a handful of stocks.

Undaunted, Dhirubhai managed to convince a large number of first-time

retail investors to participate in the unfolding Reliance story and put

their hard-earned money in the Reliance Textile IPO, Promising them, in

exchange for their trust, substantial return on their investment. It

was to be the start of one of great stories of mutual respect and

reciprocal gain in the Indian markets.

Under Dhirubhai’s extraordinary vision and leadership, Reliance

scripted one of the greatest growth stories in corporate history

anywhere in the world, and went on to become India’s largest private

sector enterprise.

Throughout this amazing journey, Dhirubhai always kept the interests of

the ordinary shareholder uppermost in mind, in the process making

millionaires out of many of the initial investors in the Reliance stock,

and creating one of the world’s largest shareholder families.

ABOUT RELIANCE

Reliance Life Insurance Company Limited is part of Reliance Capital

Ltd. Of the Reliance-Anil Dhirubhai Ambani Group. Reliance Capital is

one of India’s leading private sector financial services companies, and

ranks among the top 3 private sector financial services and banking

companies, in terms of net worth. Reliance Capital has interests in

asset management and mutual funds, stock broking, life and general

insurance, proprietary investments, private equity and other activities

in financial services.

Reliance Capital Limited (RCL) is a Non-Banking Fiancial Company

(NBFC) registered with the Reserve Bank of India under section 45-IA of

the

Reserve Bank of India Act, 1934.

Reliance Capital sees immense potential in the rapidly growing

financial services sector in India and aims to become a dominate player

in this industry and offer fully integrated financial services.

Reliance Life Insurance is another step forward for Reliance Capital

Limited to offer need based Life Insurance solutions to individual and

corporate.

CORPORATE OBJECTIVE:

At Reliance Life Insurance, we strongly believe that as life if different at

every stage, life insurance must offer flexibility and choice to go with
that stage. We are prepared and committed to guide you on insurance

products and services through our well-trained advisors, backed by

competent marketing and customer services, in the best possible way.

It is our aim to become one of the top private life insurance companies

in India and to become a cornerstone of RLI Integrated financial

services business in India

CORPORATE MISSION

“To set the standard in helping our customers manage their financial

future”.

BELOW ARE FEW OF THE PLANS THAT AER OFFERED BY RELIANCE

LIFE INSURANCE

INSURANCE PLANS AVAILABLE

1. Products (Individual Plans)

Saving (Endowment)
2. Reliance Endowment Plan

3. Reliance Special Endowment Plan

4. Reliance Cash Flow Plan

Reliance Child Plan

Reliance Whole Life Plan

Pensions

5. Reliance Golden Years Plan

6. Reliance Market Return Plan

Risk / Protection

7. Reliance Term Plan

Products (Group / Corporate Plans)

8. Risk (production)

Reliance Group Term Assurance Policy

Pensions

Reliance Group Gratuity Policy

Reliance Group Superannuation Policy

9. Reliance Money Guarantee Plan.
 CHAPTER 3

RESEARCH OBJECTIVES

Research refers to a search for knowledge. It is a systematic method of collecting and recording
the facts in the form of numerical data relevant to the formulated problem and arriving at certain
conclusions over the problem based on collected data.

Thus formulation of the problem is the first and foremost step in the research process followed
by the collection, recording, tabulation and analysis and drawing the conclusions. The problem
formulation starts with defining the problem or number of problems in the functional area. To
detect the functional area and locate the exact problem is most important part of any research as
the whole research is based on the problem.

According to Clifford Woody research comprises defining and redefining problems, formulating
hypothesis or suggested solutions: collecting, organizing and evaluating data: making deductions
and reaching conclusions: and at last carefully testing the conclusions to determine whether they
fit the formulating hypothesis.

Research can be defined as “the manipulation of things, concepts or symbols for the purpose of
generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction
of theory or in the practice of an art”

In short, the search for knowledge through objective and systematic method of finding solution
to a problem is research.
RESEARCH OBJECTIVES

1. To find out the essential qualification of the employees.

2. To find out the employees satisfaction of work environmental condition.

3. To find out whether the job position is challenging or not.

4. To find out the relationship among the employees

 CHAPTER 4

REVIEW OF LITERATURE

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. Job design aims to
enhance job satisfaction and performance; methods include job
rotation, job enlargement and job enrichment.. Job satisfaction is a very
important attribute which is frequently measured by organizations. The
most common way of measurement is the use of rating scaled where
employees report their reactions to their jobs. Questions relate to rate
of pay, work responsibilities, variety of tasks, promotional opportunity
the work itself and co-workers.

Models of a job satisfaction

Affect theory:

Edwin a. Locke’s Range of Affect Theory (1976) is arguably the m0ost famous job satisfaction
model. The main promise of this theory is that satisfaction is determined by a discrepancy between
what one wants in a job and what one has in a job. Further, the theory states that how much one
value a given facet of work moderates how satisfied/ dissatisfied one becomes when expectations
are/aren’t met. When a person values a particular facet of a job, his satisfaction is more greatly
impacted both positively and negatively, compared to one who doesn’t value that facet. To
illustrate, if Employee A values autonomy in the workplace and employee B is indifferent about
autonomy, then Employee A would be more satisfied in a position that offers a high degree of
autonomy and less satisfied in a position with little or no autonomy compared to Employee B.
This theory also states that too much of a particular facet will produce stronger feelings of
dissatisfaction the more a worker values that facet.

Dispositional theory:

Another well-known job satisfaction theory is the Dispositional Theory’.

It is a very general theory that suggests that people have innate depositions that cause them to have
tendencies toward a certain level of satisfaction, regardless of one’s job. This approach became a
notable explanation of job satisfaction in Light of evidence that job satisfaction tends to be stable
over time and across careers and jobs. Research also indicated that indicates that identical twins
have similar levels of job satisfaction.

Job Characteristics Model:

Hack man & Oldham proposed the job Characteristics Model, which is widely used as a
framework to study how particular job characteristics impact on job outcomes, including job
characteristics which impact three critical psychological states like experienced meaningfulness,
experienced responsibility for outcomes, and knowledge of the actual results, in turn influencing
work outcomes job satisfaction, absenteeism, work motivation,etc.
 CHAPTER 5

RESEARCH METHODOLOGY

Aim of the study

The objective of the study is as follows

 To assess the satisfaction level of employees in Reliance Pvt Ltd.

 To identify the factors which influence the job satisfaction of employees.

 To identify the factor which improves the satisfaction level of employees.

 To know the employee satisfaction towards the facilities.

 To offer valuable suggestions to improve the satisfaction level of employees.

The topic was chosen by the research to identify the level of satisfaction among employees in an
organization.

DATA COLLECTION

The task of data collection begins after the research problem has been defined and research
design chalked out. While deciding the method of data collection to be used for the study, the
researcher should keep in mind two types of data viz. Primary and secondary data.

Primary Data: -
The primary data are those, which are collected afresh and for the first time and thus happen to
be original in character. The primary data were collected through well-designed and structured
questionnaires based on the objectives.

Secondary Data:
The secondary data are those, which have already been collected by someone else and passed
through statistical process. The secondary data required of the research was collected through
various newspapers, and Internet etc.
PILOT SURVEY:
Pilot survey was conducted with the employees of the organization is helped the researcher to have
incite to the strength and weakness of questionnaires. The resold pilot survey suggestion obtained
from experience employees uncertain changes were made the questionnaires pilot survey also
enable the researcher would take time and administrator the questionnaires.

SAMPLING DESIGN

The total number of employees working in “RELIANCE LIFE INSURANCE PRIVATE LTD” is
80. The total number of questionnaires issued to the employees is 60 but only 50 questionnaires
were used for the study.

The sample size chosen for study is 50.

The following list shows the sample size selected for the study.

1 Advisor - 29
2 Sales manager - 12
3 HR Staff’s - 9
4 total - 50

PROCESSING THE DATA:

The data collected were classified analyzed tabulated and interpret at bar diagram.

PRAPARATION OF REPORT:

From the information gathered though questionnaires reports was prepared showing the analysis
the interpretation suggestion and conclusion.

CHAPTER 6

DATA ANALYSIS & INTERPRETATION

TEST STATISTICAL METHOD (CHI-SQUARD)

Ho: There is no significant difference in view of designation group toward area of adequate
supervision.

H1: There is significant in view of designation group toward area of adequate supervision.

Designation Adequate Inadequate No-comment Total

Advisor 19 - 10 29

Sales manager 10 1 1 12

HR Staff 8 - 1 9

Total 37 1 12 30

Calculated Value = 11.57

Table Value:

(R-1)(C-1) = (3-1) (3-1)

=2X2

= (4)

= 9.49

[CV<TV]

Reject Ho and Accept H1

No significant difference in the view of appropriate training among designation group.

1. TABLE REPRESENTING IDENTIFICATION OF ORIENTATION COMPONENTS:

Orientation Number of Response Percentage

Identification 48 96%

Un identification 2 4%

Total 50 100%

1. FIGURE REPRESENTING IDENTIFICATION OF ORIENTATION COMPONENTS

2
d
ie
nt if Unidentified
e
id Identified
Un 48
d
if ie
ent
Id
0 20 40 60

INFERENCE:

The above table revels that 96% of employee’s identification the orientation components and 4%
of employees are unidentification.
2. TABLE REPRESENTING BASIC QUALIFACTION NEEDED FOR
PERFORMING THE JOB:

Qualification Number of response percentage

Needed

UG 22 44%

PG 18 36%

PROFESSIONAL 10 20%

TOTAL 50 100%

INFERECE:

The above table revels that 44% of the employees are having UG qualification, 36% of the
employees are having PG and 20% of the employees are professional.

3. TABLE REPRESENTING EMPLOYEES HEALTH AND SAFETY RIGHTS AND

RESPONSIBILITIES:

Employees health & Number of Response percentage

safety &
responsibilities

Available 50 100%

Not Available

Total 50 100%
3. FIGURE REPRESENTING EMPLOYEES HEALTH AND SAFETY RIGHTS AND
RESPONSIBILITIES

Not
0
Available
Available
Not Available
Available 50

0 20 40 60

INFERENCE:

The above table revels that 100% of employees are aware of health and safety right and
responsibilities.

4. TABLE REPRESENTING TREATE MEET OF EMPLOYEES WITH DIGNITY AND

RESPECT

Treatment of Employees Number Of Percentage

Response

With dignity & respect 50 100%

Without dignity & 00 00%

respect

Total 50 100%
4. FIGURE REPRESENTING TREATED MEET OF EMPLOYEES WITH DIGNITY
AND RESPECT:

60
100%
50
without dignity &
40
respect
30
with dignity &
20
respect
10 0%
0
With dignity & Without dignity
respect & respect

INFERENCE:

The above table reveals that all the employees are treated with Dignity and respect.

5. TABLE REPRESENTING AWARENESS OF ORGANIZATIONAL POLICIES AND

PROCEDURE:

Awareness of Number of Percentage

organizational
policies Response

Aware 33 66%

Unaware 12 24%

No comments 5 10%

Total 50 100%

INFERENCE:
The above table reveals that 66% of employees are awareness of organizational policies &
procedure, 24% of employees are un awareness and 10% of employees are no comments.

6. TABLE REPRESENTING COMPETITIVENESS OF ORGANIZATION ON SALARY:

Competences with Number of Response Percentage

other organization

Competitive 43 86%

Not Competitive 3 6%

No Comments 4 8%

Total 50 100%

6. FIGURE TABLE REPRESENTING COMPETITIVENESS OF ORGANIZATION ON

SALARY

50
86%
40
30 competitive
not competitive
20 no comments
10 6%
8%
0
Competitive not competitive no comments

INFERENCE:

The above table reveals that 86% of employees are feeling competitive with other organization,
6% of employees are feeling not competitive, and 8% of employees have no-comments.
7. TABLE REPRESENTING BENEFITS OF THE EMPLOYEES:

Benefits to the employees Number of Response Percentage

Satisfied 44 88%

Not Satisfied 2 4%

No comments 4 8%

Total 50 100%

7. FIGURE REPRESENTING BENEFITS OF THE EMPLOYEES:

8%
s
e nt
m
m satisfied
co
No 4% not satisfied
d
sfie no comments
a ti
otS
N 88%
fi ed
tis
Sa 0 20 40 60

INFERENCE:

The above table reveals that 88% if employees are satisfied with benefits package, 4% of
employees are not satisfied and 8% of employees are no comments.
8. TABLE REPRESENTING AWARENESS OF THE EMPLOYEES ASSISTANCE
PROGRAM AND RETURN TO WORK:

Awareness of program Number of Response Percentage

Aware 36 72%

Unawareness 5 10%

No Comments 9 18%

Total 50 100%

8. FIGURE REPRESENTING AWARENESS OF THE EMPLOYEES ASSISTANCE

PROGRAM AND RETURN TO WORK.

40 72%
35
30
25 nocomments
20 36 unawareness
15 18% aware
10 10%
5 9
0 5
ss

ts
e
ar

en
ne
Aw

m
er

m
w

o
na

oc
U

INFERENCE:

The above table reveals that 72% of employees are having awareness of employees assistance
program, 10 of employees are unawareness and 18% of employees are no comments.
9. TABLE REPRESENTING ADEQUATE SUPERVISION:

Nature of Supervision Number of Response Percentage

Adequate 37 74%

Inadequate 1 2%

No Comments 12 24%

Total 50 100%

9. FIGURE REPRESENTING ADEQUATE SUPERVISION

60 100%
50 74%
40
30 total
20 24%
10 2% nocomments
0
inadequate
e e s l
u at uat ent to
ta adequate
q q m
de ade om
A I n c
No

INFERENCE:

The above table reveals that 74% of employees feel they have adequate supervision, 2% of
employees are inadequate and 24% of employees have no comments.
10. TABLE REPRESENTING EMPLOYEES SATISFACTION WITH THE WORKING
ENVIRONMENT:

Working Environment Number of Response Percentage

Satisfactory 33 66%

Not Satisfactory 12 24%

No Comments 5 10%

Total 50 100%

INFERENCE:

Form the above table ,its inferred that 60% level of employees are satisfied with the working
environment, 24% of the employees are not satisfied & 10% have no comments.

11. TABLE REPRESENTING APPROPRIATE TRAINING:

Undergoing Number of Percentage

Training Response

Yes 32 64%

No 12 24%

No comments 6 12%
Total 50 100%

11. FIGURE REPRESENTING APPROPRIATE TRAINING

60 100%
50
40 64%
30 50 total
20 24%
32 12%
10 12 no comments
0 6
no
l
Ye
s No en
ts ota yes
m T
m
co
No

INFERENACE:

The above table reveals that 64% of employees are undergoing appropriate training, 24% of
employees are not undergone any training and 12% of employees are no comments.

12. TABLE ERPRESENTING DEVELOPMENT OFFER:

Development for the Number of Response Percentage

Employees

More Development 43 86%

Less Development 5 10%

No comments 2 4%

Total 50 100%
INFERENE:

The above table reveals that 86% of employees are offered more development with their job
position, 10% of employees are less development and 4% of employees have no comments.

13. TABLE REPRESENTING ACKNOWLEDGEMENT OF EMPLYEES:

Acknowledgement Of Number of Response Percentage

Accomplishment

Acknowledged 49 98%

Not Acknowledged 1 2%

Total 50 100%

60 48
40

20
2
0
no of responses

Series1 Series2

INFERENCE:

The above table reveals that 98% of the employees are acknowledged with the accomplishment of
company, 2% of the employees are not acknowledged.
14. TABLE REPRESENTING PERFORMANCE REVIEWED ON A REGULAR BASIS:

Performance Appraisal Number of Response Percentage

Regular 41 82%

Ir-Regular 7 14%

No comments 2 4%

Total 50 100%

INFERENCE:

The above table reveals that 82% of the employees feel that their performance appraisal is regular,
14% of the employees feel Ir-regular and 4% are feel no comments.

15. TABLE REPERSENTING CHALLENGING OF THE JOB POSITION IN

ORGANISATION:

Nature of job position Number of Response Percentage

Challenging 48 96%

Not challenging 2 4%
 Total 50 100%

INFERANCE:

The above table reveals that 96% of the employees feel challenging in their job position, 4% of the
employees are not challenging.

16. TABLE REPRESENTING POSSIBITY OF ADVANCEMENT IN EMPLOYEE

POSITION:

Advancement in Position Number of Response Percentage

Yes 22 44%

No 18 36%

No-comments 10 20%

Total 50 100%

INFERENCE:

The above table reveals that 44% of the employees feel there is a possibility of advancement in
their job position, 36% of the employees feel no possibility of advancement and 20% of the
employees have no comments.

17. TABLE REPRESENTING APPROPRIATE TOOLS AND INFORMATION TO DO

JOB:

Tools for the Job Number of Response Percentage

Adequate 38 76%
 In-Adequate 8 16%

No comments 4 8%

Total 50 100%

INFERENCE:

The above table reveals that 76% of the employees are provided adequate appropriate tools and
information to do job, 16, of the employees are provided In-adequate and 8% of the employees
have No-comments.

18. TABLE REPRSENTING AVAILABILITY OF COMPREHENSIVE GROUP BENFIT

PROGRAM TO EMPLYEES:

Availability Number of Percentage

Response

Sufficient 48% 96%

In-Sufficient 2 4%

Total 50 100%

INFERENCE:

The above table reveals that 96% of the employees are sufficiently provided with a comprehensive
group benefit program.
19. TABLE REPRESENTING FACTORS WHICH GREATLY INFLUENCED TO
LEAVE THE ORGANISATION:

S.NO Nature of Number of Percentage

Problems Respondents

I Work load 11 22%

II Career 3 6%
Advancement

III Respect for superior 4 8%

IV Inflexible Schedule 12 24%

V Salary 14 28%

VI Position didn’t meet 6 12%

expectation

VII Other benefits

Total 50 100
 19. TABLE REPRESENTING FACTORS WHICH GREATLY INFLUENCED TO
LEAVE THE ORGANIZATION:

other benefits

16 28%
14 24%
position didn't
meet
12 22%
1 expectation
salary
10
8 12% inflexible
6 schedule
4 6% 8%
respect for
2 0% superior
0 career
d t r le ry n its advancement
oa en er
io du tio ef
kl em e ala cta n
or nc up h S be workload
W a rs Sc pe r
dv fo ble ex he
r A ec
t xi ee
t Ot
ee sp fle m
r
Re In n't
Ca di
d
io n
sit
Po

INFERENCE:

The above table reveals that 28% of the employees feel salary was the major factor which greatly
influence to leave the organization, 24% of the employees have Inflexible Schedule, 22% of the
employees have workload, 12% of the employees feel that their position didn’t meet expectation,
8% of the employees are respect for superior, and 6% of the employees are for career
advancement.
CHAPTER 7

Measuring job satisfaction

Introduction

Job satisfaction measures one’s satisfaction in five facets: pay, promotions and promotions and
promotion opportunities, coworkers, supervision, and the work itself. The scale is simple,
participation answer either yes, no, or can’t decide in response to whether given statement
accurately describe one’s job.

The job in general index is an overall measurement of job satisfaction. It is an improvement to the
job descriptive index because the JDI focuses too much on individual facets and not enough on
work satisfaction in general.

Job satisfaction and emotions:

There is some evidence in the literature that state moods are related to overall job satisfaction.
Positive and negative emotions were also found to be significantly related to overall job
satisfaction.

Relationship and practical implications:

The relationship of satisfaction to productivity is not necessarily straightforward and can be

influenced by a number of other work-related constructs, and the notion that “a happy worker is a
productive worker” should not be the foundation of organization decision-making.

Creating job satisfaction:

Organization can help to create job satisfaction by putting systems in place that will ensure that
workers are challenged and then rewarded for being successful. Organizations that aspire to
creating a work environment that enhances job satisfaction need to incorporate following:

 Flexible work arrangements, possibly including telecommuting.

 Training and other professional growth opportunities.
 Interesting work that offers variety and challenge and allows the worker opportunities to
“put his or her signature” on the finished product.
  Opportunities to use one’s talents and to be creative.
 Opportunities to take responsibility and direct one’s own work.
 A stable, secure work environment that includes job security/ continuity.
 An environment in which workers are supported by an accessible supervisor who provides
timely feedback as well as congenial team members.
 Flexible benefits, such as child- care and exercise facilities.
 Up-to-date technology.
 Competitive salary and opportunities for promotion.

Pilot survey also enable the researcher would take time and administrator the questionnaires.

CHAPTER 8

Recommendation & Conclusion

Recommendation

It is suggested that the employees in RELIANCE LIFE INSURANCE PRIVATE Ltd., need a
better counseling, because from the overall result 8% of the respondents had no opinion in various
aspects.

RELIANCE LIFE INSURACE PRIVATE Ltd., can introduce some job training in all the possible
department to remove the feeling of monotonous of work. It would help employees to do their
work with great involvement and enthusiasm. It can also take necessary steps to motivate the
efficiency of the employees which result in their productivity.

Conclusion

From the finding we infer that maximum of employees can specify their job and they can find the
components involved in their job.

Maximum employees have sufficient knowledge to do their job. Maximum employees had some
training program to improve their performance and so the company must take training program for
the employees to enrich their performance.

From this detailed survey it is clear know that Reliance life insurance Pvt ltd., provide various
employees Healthy and Safety service to encourage the employees. It helps to push the
productivity of the employees. The overall analysis of the collected data shows that 98% of
employees have knowledge skills and attitude. The performance of the employees in
RELIANCE LIFE INSURANCE PVT LTD., are found to be satisfactory in their work.

The above result shows that RELIANCE LIFE INSURANCE PVT LTD. takes care employees
training which improves the knowledge, skills and attitude of the employees and it result in the
overall development of the concern.

Reference

 Human Resources Management - J.Jayasanker.

 Personal Management - Edwin B.Flippo.
 Company Records
 www.reliancelife. Com
 www.moneyindia. Com