Madhuban Institute of Professional

Studies, Indore
(DEVI AHILYA VISHWAVIDYALAYA INDORE)

Major Research Project On

“JOB EXPECTATION AMONGST STUDENTS OF

COURSES IN INDORE CITY"

(For the partial fulfillment of the requirement for award of the degree of Masters of
Business Administration [Full Time] 2years Programme 2017-19)

Submitted to
DEVI AHILYA VISHWAVIDHALAYA, INDORE

GUIDED BY: PREPARED BY:

Vikas Jain Neha Khanna
(Principal) MBA (FT) IV Sem
Roll no. 72630074
Enroll No. DX1331054

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 DECLARATION

I hereby declare that the project report entitled

“A Study on Job Expectation’s amongst students of Professional courses in
Indore city” is submitted by me to the Department of Management of Madhuban
Institute of Professional Studies. It is a bonafide work undertaken by me and is not
submitted to any other university or institute for the reward of any degree/certificate
published any time before.

Neha Khanna

MBA (FT) 2 Years Roll no. : 72630074

Madhuban Institute of Professional Studies Indore

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 CERTIFICATE

This is to certify that Ms. Neha Khanna, a student of MBA (FT) 2

years 4th Semester in the year 2017-19 with Finanace and HR,
specialization from Madhuban Institute of Professional Studies has
completed her Research project on “Job Expection Amongst Student
of Courses in Indore City " under my guidance and supervision and
her work is original and genuine.

To the best of my knowledge and belief the report:

1) Embodies the work of the candidate herself;

2) Has duly been completed;
3) Fulfills the requirements of the ordinance relating to the MBA
degree of the university,

Internal Examiner External Examiner

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 PREFACE

The bookish knowledge of any program, which we get from educational

institutions, is not enough to be used in our day-to-day life. The more practical
knowledge we have, the more beneficial it is for our learning.

To make the students aware of the working of the business world every student
of MASTER OF BUSINESS ADMINISTRATION (IV Sem) has to undergo a
major research project where he experiences many aspects of business under the
supervision of Professional Managers.

I strongly believe that the knowledge gained from this experience is more than
the knowledge gained from the theories in the book.

PLACE: INDORE
DATE:

Neha Khanna
M.B.A. II nd Year,
Semester – 4th
Roll No. 72630074

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 ACKNOWLEDGEMENT

The duration of the project report was the one etched in my memory for the long time
to come. I do have certain people to thank for it being a memorable experience.
Dr.Vikas Jain, (Principal) has been a source of inspiration and I would like to thank
him in all my humbleness.

Mr. Sandeep Patil my guide during the project period has been the ever
present pillar of support and guidance throughout. I am indeed indebted to him for the
experience and information he shared with me. His suggestions and comments have
made the report more valuable.

I would like to thank my family members, my friends and entire staff of

Madhuban Institute of Professional Studies, Indore for making the atmosphere
amicable and makes me feel at ease at the time of stress.

I sincerely thank for allowing me to conduct this project in their Company and
even provided me with every possible support in the fulfilling of this project.

At last I am thankful to all those persons who help me directly and indirectly to
cover the wide aspect of Research Project.
With Sincere Thanks

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 CONTENT

CHAPTER 1 INTRODUCTION
CHAPTER 2 LITERATURE REVIEW
CHAPTER 3 OBJECTIVES & HYPOTHESIS
CHAPTER 4 RESEARCH METHODOLOGY
CHAPTER 5 SCOPE AND LIMITATION
CHAPTER 6 ANALYSIS AND INTERPRETATION
CHAPTER 7 FINDINGS, SUGGESTIONS AND CONCLUSION
BIBLIOGRAPHY
ANNEXURE

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 CHAPTER-1
INTRODUCTION

Introduction

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A group of homogeneous tasks related by similarity of functions is known as Job. When
performed by an employee in an exchange for pay. A job consists of duties,
responsibilities and tasks (performance elements) that are (1) defined and specific, and
(2) can be accomplished quantified, measured, and rated.

Form a wider perspective, a job is synonymous with a role and includes the physical and
social aspects of work environments .Often individuals identify themselves with their job
or role (foreman, supervisor, engineer, etc.) and derives motivation from its uniqueness or
usefulness. Indian student’s population is amongst the largest in the world in every year,
a large number of student pass fresh out of college. Fresher’s jobs in the country are easy
to find in several industries, as companies have mass recruitments of fresher. To manage
the expectation you have of yourself when it comes to your career, you will need to think
about what you hope to accomplish and, when possible, identify timelines. This will give
you a sense of the direction you’re heading in and will make it easier for you to make
necessary adjustments along the way.

Job expectation refers to the expectation of the employee from his/her job as well as what
is expected from the employee in a particular job. With the increase in employment
opportunities particularly for IT and Diploma students, has restricted the opportunities for
MBA graduates. The priorities of the recruiters are also changing in that way. The

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 recruiter have become choosy in selecting a fresh MBA graduates .Though MBA talent
is in demand ,getting a good job has been the challenging part of their life. When career
choice is thought, there are a number of factors such as job description, job specification,
training and education required, career outlook, and salary influences the student’s
decisions. There are many factors from multiple perspectives and they are as follows:

 Interest and Personality Type

 Life Roles
 Previous Experiences
 Gender
 Social and Economic conditions
 Childhood Fantasies
Before preferring a employing organizations insert advertisements in newspaper, other
publications, internet etc. Job description is a written statement showing job title, tasks,
duties and responsibilities involved in a job. Job specification specifies the qualities
required in a job for the effective performance of the job. In the content of a job
specification, various qualities that a job incumbent should possess may be divided into
two broad categories:
-Technical qualities
-Behavioural qualities
Technical qualities consist of knowledge and skills related to, how a job should be
performed‟. Knowledge refers to the possession of information, facts, and techniques of a
particular job. Skills refer to the proficiency required to use the knowledge to perform the
job. Generally technical qualities are job specific, that is, technical qualities which are
relevant to a particular job will not be relevant to another job if both jobs and are applicable
in most. In order to get a job in a reputed company, any fresh job seeker must possess skills
such as:
 Confidence and persistence
 Patience and motivation
 Flexible approach
 General awareness
 Analytical skills

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 Job Analysis: Job Analysis is a primary tool to collect job-related data. The process
results in collecting and recording two data sets including job description and job
specification. Any job vacancy cannot be filled until and unless HR manager has these
two sets of data. It is necessary to define them accurately in order to fit the right person at
the right place and at the right time. This helps both employer and employee understand
what exactly needs to be delivered and how.

Both job description and job specification are essential parts of job analysis information.
Writing them clearly and accurately helps organization and workers cope with many
challenges while on board. Though preparing job description and job specification are not
legal requirements yet play a vital role in getting the desired outcome. These data sets
help in determining the necessity, worth and scope of a specific job.

Job Description: Job description includes basic job-related data that is useful to
advertise a specific job and attract a pool of talent. It includes information such as job
title, job location, reporting to and of employees, job summary, nature and objectives of a
job, tasks and duties to be performed, working conditions, machines, tools and
equipments to be used by a prospective worker and hazards involved in it.

Purpose of Job Description

 The main purpose of job description is to collect job-related data in order to advertise for
a particular job. It helps in attracting, targeting, recruiting and selecting the right
candidate for the right job.
 It is done to determine what needs to be delivered in a particular job. It clarifies what
employees are supposed to do if selected for that particular job opening.
 It gives recruiting staff a clear view what kind of candidate is required by a particular
department or division to perform a specific task or job.
 It also clarifies who will report to whom.

Job Specification: Also known as employee specifications, a job specification is a

written statement of educational qualifications, specific qualities, level of experience,
physical, emotional, technical and communication skills required to perform a job,
responsibilities involved in a job and other unusual sensory demands. It also includes

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 general health, mental health, intelligence, aptitude, memory, judgment, leadership skills,
emotional ability, adaptability, flexibility, values and ethics, manners and creativity, etc.

Purpose of Job Specification

 Described on the basis of job description, job specification helps candidates analyze
whether are eligible to apply for a particular job vacancy or not.
 It helps recruiting team of an organization understand what level of qualifications,
qualities and set of characteristics should be present in a candidate to make him or her
eligible for the job opening.
 Job Specification gives detailed information about any job including job responsibilities,
desired technical and physical skills, conversational ability and much more.
 It helps in selecting the most appropriate candidate for a particular job.

Job description and job specification are two integral parts of job analysis. They define a
job fully and guide both employer and employee on how to go about the whole process of
recruitment and selection. Both data sets are extremely relevant for creating a right fit

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between job and talent, evaluate performance and analyze training needs and measuring
the worth of a particular job.

Top Ten Job Expectation

What do people look for in a job?

What do they expect or require from it?

The following list is representative and is given in the order people have ranked them
over the years:

1. Type of work: the kind of work that makes the best use of one's abilities and gives one
a feeling of accomplishment.

2. Security: having a job that provides a steady employment.

3. Company: working for a company that has a good reputation, that one can be proud of
working for.

4. Advancement: being able to progress in one's job or career, having the chance to
advance in the company.

5. Co-workers: having co-workers who are competent and congenial.

6. Pay: being paid at least enough to meet one's needs, and being paid fairly in
comparison to other.

7. Supervision: having an immediate supervisor who is competent, considerate, and fair.

8. Hours: having working hours that allow one enough time with family and/or time to
pursue other strong interests and live one's preferred lifestyle.

9. Benefits: having benefits that meet one's needs and compare well with those of others.

10. Working Conditions: having physical working conditions that are safe, not injurious
to health, not stressful, and even comfortable.

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Employers hire MBA graduates because of the communication, managing skill and
analytical ability to handle all types of situational problems. Employers give priorities to
MBA graduates and also offer higher salaries compared to other graduates. There is
always a better chance for MBA graduates to be absorbed at higher levels in the
organization. The number of colleges offering MBA courses has increased remarkably
during last five years. All the colleges could not maintain the desired level of quality
education. Most of the business school graduates failed to acquire the skill as suited to the
companies resulting low rate of hiring the students by the companies. The present study
is focused on Job expectation amongst professional courses in Indore city of (MBA and
BE) students.

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 CHAPTER-2

REVIEW OF LITERATURE

Page 14
Review of Literature:

G. J. Andrews, D. A. Brodie bed, J.P. Andrews, J. Wong and B. G. Thomas (2005)

found that student’s experiences at the micro ward level, they potentially impact, both
positively and negatively, upon their broader perceptions of the hospital and the
likelihood of seeking work there. It highlighted a variety of issues that should be
addressed by both higher education institutions and hospitals, so that they may be able to
provide more consistent and positive experience for students. This may pay dividends
through increased recruitment of new graduates.

Ng. S.W. Eddy, & Burke J. Ronald (2006), revealed the views, career expectations and
job search behaviours among a sample of business students. It also examined the role of
campus career services in shaping students careers and how cooperative education
influences their expectations and aspirations.

Natalie M. Ferry (2006) , revealed that, adolescent occupational choice is influenced by

many factors such as life context, personal aptitudes and educational attainment. This
study explored factors that play key roles in rural high school seniors and young adults
career choice process. The cultural and social context of family and community also
found to be instrumental in how youth learn about careers and influential in the choice
process.

K. Nair Kumar shree and Ghosh Sadhana (2006), revealed that, the attempt to link
students placement prospects, organsations through student perceptions of recruiting
organsations should be done. Academic parameters such as performance in the entrance
examination, group discussion, as well as personal interview, grade point average,
internship marks, and ratings on extra-curricular activities should be focused.

Taylor Dorceta (2007), revealed what kind of workplace current life sciences students
and other students in science and engineering are willing to work, salaries they expect to
earn upon graduation, salary expectations of life sciences students match the reality of the

Page 15
job market and whether white students and minority life sciences students have similar
work preferences and salary expectations.
Tomilson Michael (2007), examined different orientations and attitudes of students to
work and careers through the development of ideal type model. It also considered how
these orientations influence the way students approach future work and careers and
manage their employability and discussed some of the implications it had for current
policies around higher education and the labour market in the UK context.
John, P. Wanous (2009), examined the monitored perceptions of organizational and job
characteristics as individuals joined new organisations, a transition in status from outsider
to newcomer to insider.
Rousseau M. Denise (2011), revealed that psychological contracts are individual beliefs
in reciprocal obligations between employees and employers. Beliefs regarding
employment obligations were investigated with MBA students who had recently accepted
job offers.
Consuelo Arbonadn Diane M. Navy (2013), examined the career aspirations and
expectations of Black, Mexican American and White students. Student’s career
expectations were compared to jobs available in the labour market. Results indicated that
more gender than ethnic differences, traditional gender patterns were followed and career
expectations resembled the distribution of jobs in the labour market.

Borrego Alonso Cesar, & Romero-Medina Antonio (2015), revealed that, the students
ability to forecast future earnings by using data on expected wages self-reported by
college students with different graduation horizons. A significant gender gap was found,
by which wage expectations are systematically lower for women than men. But women
do not fully account for the gender gap in their future earnings. It was degree type and
graduation horizons play a relevant role in wage forecasts.

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CHAPTER-3
OBJECTIVES
AND
HYPOTHISIS

Page 17
 Objectives of the study

 To study Job expectation amongst Management& Engineering students.

 To study factors influencing Job expectation amongst the students.
 To analyze the psychological factor affecting of an individual behind Job expectation.

Hypothesis:

H1-“There is no significant difference in Job expectation between students of

Management and Engineering courses”.

Rationale of study:

“As discussed above, performance dimensions are groupings of behaviour/actions and are
defined based on the requirements and expectations of the job. In contrast, a competency
is a cluster of knowledge, skills and abilities that describes a general trait that an
employee has or should have to perform a job’’.

This study is focused on job Expectation in fresher with reference to management &
engineering student. All candidates have expectation that they want employers to offer
them. It is necessary to discuss expectation of candidates to determine what is not
realistic and what are the feeling and situations where expectations are not met.

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 CHAPTER-4
RESEARCH METHODOLOGY

Page 19
Research Methodology:

A survey approach is considered as the best method to find out opinion of the people
for a specific research problem. For the purpose of recording responses from the
students of professional courses in Indore city self designed questionnaire was
prepared by researcher herself.
The instrument was to be tested for its validity prior to administration. The
responses are recorded on a 5 point likert scale format with choices per item ranging
from “strongly agree” to “strongly disagree”. This study was conducted in Indore city
through purposive sampling.
For the purpose of the study a sample size of 100 students, (50 M.B.A. and 50 B.E)
were approached. The data was collected and with the help of t-test to test the
significant difference between the means. The difference was analyzed result further
was discussed with the help of chart on various attributes.

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 CHAPTER-5
SCOPE AND LIMITATION

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Scope and limitation
Need for the study

Obviously job satisfaction plays a key role in a organization success. Without employee
satisfaction towards their job none of the employee will perform well and it is very difficult
to reach the organizational goals and objectives. Hence, job satisfaction help to yield
maximum output from the employees. So that this study is undertaken to measure satisfaction
level of employee towards their job.

Scope

The scope of the study is clear as we analyze the need of employees to enrich their morale
and creating a friendly atmosphere which also enriches their work life,can also be a possible
scope.

Limitation

The study here limited only to the HR and Technical department.

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 CHAPTER-6
RESULT AND DISCUSSIONS

Page 23
Result & Discussion:

Job expectation between students of MBA & BE:

Group p value Mean

MBA(50) 0.86442 3.96

BE(50) 3.86

Table no.1 showing value of p for t-test

3.98

3.96

3.94

3.92

3.9

3.88

3.86

3.84

3.82

3.8
MBA BE

Chart no.1 showing job expectation between students MBA & BE

Result and Discussion:-On the basis of p value for t-test to test the significant
difference between the means of two groups the hypothesis-

H 1- “There is no significant difference in Job expectation between students of

Management and Engineering stands accepted as the p value is 0.86442 which is
>.05.

However, the mean value was 3.86 for management (MBA) and 3.96 for Engineering
(BE) which shows that the Job expectation amongst the Engineering students is more
in comparison to MBA students.

2 Analysis of factors influencing Job Expectations:

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Q.1 Do you think that fulfilment of Job expectations is very important while selecting a Job?

MBA BE

Job 88% 85.6%

Table no.1

Job

88
87.5
87
Job
86.5
86
85.5
85
84.5
84
MBA BE

Chart no. 1

Result & Discussion: On the basis of table no.7.2.1 & chart no. 7.2.1 the result shows that
88% MBA and 85.6% BE students commented that fulfilment of Job expectations is very
important while selecting a Job. Job expectation is security having a job that provides a
steady employment in terms of psychological aspect. The students are more prompt to join
good reputed company where they can excel in their career.

Q.2 Do you think that only Salary is the most prime factor of Job expectations?

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 MBA BE

Salary 81.2% 79.6%

Table no. 2

Salary

81.5

81
Salary
80.5

80

79.5

79

78.5
MBA BE

Chart no. 2

Result & Discussion:

On the basis of table no. 7.2.2 & chart no. 7.2.2 the result shows that 81.2% MBA and 79.6%
BE students commented that salary is the most prime factor of Job expectations. Salary is a
form of payment from an employer to an employee, which may be specified in an
employment contract. It is contrasted with piece wages, where each job, hour or other unit is
paid separately, rather than on a periodic basis. It is a major component for job satisfaction.

Q.3 Do you think Job Security is important?

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 MBA BE

Security 87.2% 88.4%

Table no. 3

Security

88.4
88.2
88
87.8 Security
87.6
87.4
87.2
87
86.8
86.6
86.4
MBA BE

Chart no. 3
Result & Discussion:

On the basis of table no. 7.2.3 & chart no. 7.2.3 the result shows that 87.2% MBA and 88.4%
BE students commented that job security is important. Job security is an employee's
assurance or confidence that they will keep their current job. Employees with a high level of
job security have a low probability of losing their job in the near future.

Q.4 Do you think Designation is important while picking up a Job?

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 MBA BE

Designation 81.6% 83.2%

Table no. 4

Designation

83.5

83

82.5 Designation

82

81.5

81

80.5
MBA BE

Chart no. 4

Result & Discussion:

On the basis of table no. 7.2.4 & chart no. 7.2.4 the result shows that 81.6% MBA and 83.2%
BE students commented that designation is important while picking up a Job. A designation
is a description, name, or title that is given to someone or something. Designation is the fact
of giving that description, name, or title, a level four alert, a designation reserved for very
serious incidents.

Q.5 Does a brand company name Influences you while joining the company?

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 MBA BE

Influence 85.2% 86%

Table no.5

Influence

86

85.8
Influence
85.6

85.4

85.2

85

84.8
MBA BE

Chart no. 5
Result & Discussion:

On the basis of table no. 7.2.5 & chart no. 7.2.5 the result shows that 85.2% MBA and 86 %
BE students commented that brand company name influences you while joining the
company. The process involved in creating a unique name and image for a product in the
consumers' mind, mainly through advertising. The company counted the branding campaign a
success when their product became a household name and surveys indicated they had a loyal
base of customers.

Q.6 Does organizational work culture Influence your decision to join a specific company?

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 MBA BE

Influence 81.6% 82.8%

Table no. 6

Influence

82.8
82.6
82.4
Influence
82.2
82
81.8
81.6
81.4
81.2
81
MBA BE

Chart no. 6

Result & Discussion:

On the basis of table no. 7.2.6 & chart no. 7.2.6 the result shows that 81.6% MBA and 82.8 %
BE students commented that organizational work culture influences decision to join a specific
company. Work culture has powerful impact on sales, profits, recruiting efforts and employee
morale, whether positively or negatively. A great company culture attracts people who want
to work or do business with a company. It can inspire employees to be more productive and
positive at work, while reducing turnover.

Q.7 Does compensation and benefits provided by company influence your decision to join the
company?

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 MBA BE

Compensation 82% 82.4%

Table no.7

Compensation

82.4

82.3

82.2 Compensation
82.1

82

81.9

81.8

81.7
MBA BE

Chart no. 7

Result & Discussion:

On the basis of table no. 7.2.7 & chart no. 7.2.7 the result shows that 82% MBA and 82.4 %
BE students commented that compensation and benefits provided by company influence your
decision to join the company. Compensation is the total cash and non-cash payments that you
give to an employee in exchange for the work they do for your business. It is typically one of
the biggest expenses for businesses with employees. Compensation is more than an
employee's regular paid wages.

Q.8 Do you think there is a lack of good companies in Indore with reference to career
prospects?

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 MBA BE

Career prospects 79.6% 79.4%

Table no. 8

Career prospects

79.6

79.55

79.5 Career prospects

79.45

79.4

79.35

79.3
MBA BE

Chart no. 8

Result & Discussion:

On the basis of table no. 7.2.8 & chart no. 7.2.8 the result shows that 90.8% MBA and 91.2 %
BE students commented that lack of good companies in Indore with reference to career
prospects. Training and skill development alone appear to be ineffective for increasing
perceived opportunities for growth and development. Employees see career advancement
and promotion as most representative of the company's development possibilities. For many
organizations, advancements and promotions.

Q.9 Do you think Job location is important while selecting a specific Job or company?

MBA BE

Location 90.8% 91.2%

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 Table no. 9

Location

91.2

91.1

91 Location
90.9

90.8

90.7

90.6

90.5
MBA BE

Chart no. 9

Result & Discussion:

On the basis of table no. 7.2.9 & chart no. 7.2.9 the result shows that 90.8% MBA and 91.2 %
BE students commented that job location is important while selecting a specific Job or
company.

Q.10 Do you think Relocation for job is important for good job opportunity?

MBA BE

Relocation 80.4% 81.6%

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 Table no.10

Relocation

81.6
81.4
81.2
81 Relocation

80.8
80.6
80.4
80.2
80
79.8
MBA BE

Chart no. 10

Result & Discussion:

On the basis of table no. 7.2.10 & chart no. 7.2.10 the result shows that 80.4% MBA and
81.6% BE students commented that relocation for job is important for good job opportunity.
Relocation means relocation from present posting of job & it may include a promotion or
demotion based on employees performance.

Q.11 Do you think relocation for Job effect your personal life?

MBA BE

Relocation 75.6% 76.8%

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 Table no.11

Relocation

76.8
76.6
76.4
76.2 Relocation

76
75.8
75.6
75.4
75.2
75
MBA BE

Chart no. 11

Result & Discussion:

On the basis of table no. 7.2.11 & chart no. 7.2.11 the result shows that 75.6% MBA and
76.8% BE students commented that relocation for jobs affect your personal life. The process
of moving to a different place to work, or of moving employees to a different place to work:
Those in charge of planning the relocation will need to establish exactly what key tasks need
to be carried out, when, and in what order these should be done. The finding suggest that
family is influences effect on personal life.

Q.12 Does working hours make an impact on selecting job?

MBA BE

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 Working hours 80.4% 80%

Table no.12

Working hours

80.4

80.3

80.2 Working hours

80.1

80

79.9

79.8

79.7
MBA BE

Chart no. 12
Result & Discussion:

On the basis of table no. 7.2.12 & chart no. 7.2.12 the result shows that 80.4% MBA and 80%
BE students commented that working hours make an impact on selecting job.

Q.13Do you think long working hours are constraint for selecting a specific Job?

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 MBA BE

Constraint 68.8% 69.6%

Table no.13

Constraint

69.6

69.4

69.2 Constraint

69

68.8

68.6

68.4
MBA BE

Chart no. 13

Result & Discussion:

On the basis of table no. 7.2.13 & chart no. 7.2.13 the result shows that 68.8% MBA and
69.6% BE students commented that long working hours are constraint for selecting a specific
job. Long working hours create stress and makes more pressure on individuals.

Q.14 Do you think rotational shift/ night is constraint well selecting a Job?

MBA BE

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 Rotational shift/night 68.4% 68%

Table no.14

Rotational shift/night

68.4

68.3

68.2
Rotational shift/night
68.1

68

67.9

67.8

67.7
MBA BE

Chart no. 14

Result & Discussion:

On the basis of table no. 7.2.14 & chart no. 7.2.14 the result shows that 68.4% MBA and 68%
BE students commented that rotational shift/ night is constraint well selecting a job. While
working in the sleeping pattern changes & may influences health as well.

Q.15 Are you fine with signing a bond with company?

MBA BE

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 Signing a bond 57.6% 58.4%

Table no.15

Signing a bond

58.4

58.2

58 Signing a bond

57.8

57.6

57.4

57.2
MBA BE

Chart no. 15

Result & Discussion:

On the basis of table no. 7.2.15 & chart no. 7.2.15 the result shows that 57.6% MBA and
58.4% BE students commented that they are fine with signing a bond with company.
Employee enter into a bond status terms of Job & its related affairs.

Q.16 Do you think T & D of a company is an important issue in Job expectation while
selecting a specific job?

MBA BE

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 T&D 81.2% 82.4%

Table no 16

T&D

82.4
82.2
82
81.8 T&D
81.6
81.4
81.2
81
80.8
80.6
80.4
MBA BE

Chart no. 16

Result & Discussion:

On the basis of table no. 7.2.16 & chart no. 7.2.16 the result shows that 81.2% MBA and
82.4% BE students commented that T & D of a company is an important issue in Job
expectation while selecting a specific job. Human resource management regards training and
development as a function concerned with organizational activity aimed at bettering the job
performance of individuals and groups in organizational settings.

Q.17 I would like to work for a company which supports updation of employees skills and
knowledge.

MBA BE

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 Employee skill & 89.2% 90.4%
knowledge

Table no. 17

Employee skill & knowledge

90.4
90.2
90
89.8
Employee skill & knowledge
89.6
89.4
89.2
89
88.8
88.6
88.4
MBA BE

Chart no. 17

Result & Discussion:

On the basis of table no. 7.2.17& chart no. 7.2.17 the result shows that 89.2% MBA and
90.4% BE students commented that work for a company which supports updation of
employee’s skills and knowledge. It including projects, assignments & performance analysis.
It also helps in improving competencies of an individuals.

Q.18 I would like to work for a company where there are regular increments and promotion
practices.

MBA BE

Increments 87.2% 88.8%

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 Table no. 18

Increments

89

88.5

88 Increments

87.5

87

86.5

86
MBA BE

Chart no. 18

Result & Discussion:

On the basis of table no. 7.2.18 & chart no. 7.2.18 the result shows that 87.2% MBA and
88.8% BE students commented that work for a company where there are regular increments
and promotion practices. An increment is an amount by which your salary automatically
increases after a fixed period of time.

Q.19 I would like to work company which offer good monetary or non monetary benefit.

MBA BE

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 Good monetary 84.8% 85.2%
non monetary

Table no. 19

Good monetary and non monetary

85.2

85.1

85 Good monetary and non

monetary
84.9

84.8

84.7

84.6

84.5
MBA BE

Chart no. 19
Result & Discussion:

On the basis of table no. 7.2.19 & chart no. 7.2.19 the result shows that 84.8% MBA and
85.2% BE students commented that work company which offer good monetary or non
monetary benefits affects them. Non-monetary motivation schemes can mean more to
employee engagement as the reward.

Q.20 I would like to work for a company where work related decision making is not
controlled by the organization and employee participation exists.

MBA BE

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 Decision making 80.4% 80.8%

Table no.20

Decision making

80.8

80.7

80.6 Decision making

80.5

80.4

80.3

80.2
MBA BE

Chart no. 20

Result & Discussion:

On the basis of table no. 7.2.20 & chart no. 7.2.20 the result shows that 80.4% MBA and
88.8% BE students commented that they would like to work for a company where work
related decision making is not controlled by the organization and employee participation
exists. Participation of workers in decision-making process has resulted in successful value
creation in many organizations. Though the extent to which employees should participate in
organizational decision making is still a matter of debate.

Q.21 I would like to work for a company where my identity is being known and established.
MBA BE

Identity 85.2% 84.8%

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 Table no. 21

Identity

85.2

85.1

85 Identity
84.9

84.8

84.7

84.6

84.5
MBA BE

Chart no. 21
Result & Discussion:

On the basis of table no. 2.21 & chart no. 2.21 the result shows that 85.2% MBA and 84.8%
BE students commented that work for a company where my identity is being known and
established.

Q.22 I would like to work for a company where I have a status.

MBA BE

Status 51.2% 89.2%

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 Table no 22

Status

90
80
70
Status
60
50
40 Chart no. 22
30 Result & Discussion:
20
10
On the basis of table no. 7.2.22
0
MBA BE & chart no. 7.2.22 the result
shows that 51.2% MBA and
89.2% BE students commented that they would like to work for a company where they have
a status and are known for it.

Page 46
 CHAPTER-7
FINDINGS,
SUGGESTIONS
AND
CONCLUSION

Page 47
Finding:

Factors MBA% BE%

1. Fulfilment of Job expectation while selecting a Job. 88.0 85.6

2. Salary is the most prime factor of Job expectation. 81.2 79.6

3. Job security is important of Job expectation. 87.2 88.4

4. Designation is important while picking up a Job. 81.6 83.2

5. Brand company name influences while joining the 85.2 86.0

company.

6. Organizational work culture influence decision to join a 81.6 82.8

specific company.

7. Compensation and benefits provided by company 82.0 82.4

influences decision to join the company.

8. Lack of good companies influence reference to career 79.6 79.6

prospects.

9. Job location is important while selecting a specific Job or 90.8 91.2

company.

10. Relocation for job is important for good Job opportunity. 80.4 81.6

11. Relocation for Job effect personal life. 75.6 76.8

12. Working hours make an impact on selecting Job 80.4 80.0

13. Working hours are constraint for selecting a specific Job. 68.8 69.6

14. Rotational shift/night is constraint well selecting a Job. 68.4 68.0

15. Signing a bond with company restricts joining on Job. 57.6 58.4

16. Do you think T & D of a company is an important issue in 81.2 82.4

Job expectation while selecting a specific job?

17. Updation of employees and skill and knowledge by the 89.2 90.4
company influences of Job expectation .

18. Work for a company where there are regular increments 87.2 88.8
and promotion practices on influences of Job expectation.

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 19. Good monetary or non monetary benefit on influences of 84.8 85.2
Job expectation.

20. Employee participation in the company for worn related 80.4 80.8
decision on influences of Job expectation.

21. Identity recognition in the company influences of Job 85.2 84.8

expectation.

22. Status recognition of employees influences of Job 51.2 89.2

expectation.

Table no.8

Result:-Table no.8 shows the factors influencing job expectation amongst students
professional courses in Indore city. The value of fulfilment of job expectation while selecting
a job was recorded at a higher level for MBA students. Salary is the most prime factor of job
expectation and it was recorded at a higher level for BE students. Job security and
Designation is important and it was essential for both of the students. Brand company name
influences while joining the company and it was recorded to be higher for MBA students.
Organizational working culture and Compensation and benefits influence decision to join a
specific company and it was recorded at a same level for both of the students. Lack of good
companies influence career prospects for both of the students. Job location is important while
selecting a specific job or company and it was more preferred for students. Relocation for job
is important for good job opportunity and it affects personal life of an employee and it was
recorded as a important factor of working hours make an impact on selecting job and at times
it is a constraint also a Rotational shift/ night is constraint well selecting a specific job and it
was recorded on a similar level. Signing a bond with company restricts joining on job and it
is very important for meaning on decision to join on company. T & D of a company in
individual is important while selecting a specified job and updation of employees skill and
knowledge by the company influences job expectation. Work for a company where there are
regular increments and promotion practices also influences job expectation. Good monetary
or non monetary benefit on influences of job expectation and it was recorded on a higher
level foe BE. Employee participation in the company for worn related decision on influences
of job expectation and it was recorded as 80.4% MBA and BE 80.8%. Identity recognition in
the company influences of job expectation and is also on important issue. Status recognition

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of employees influences of job expectation and it was recorded at a higher level for BE in
comparison to MBA.

According to the table no.8 result depend on the engineering references are viewing job
expectation in term on job security, job designation and brand of the company. They all
organizational, work culture influences. They skill set to performance it the work place.
Where as they are relocation for the job. How where they opinion for training and
development, skill and knowledge, regular increment and promotion practices, employee
recognition, status recognition are prime important well selecting a specified job. This result
similar to MBA fresher. There are other factors as working hours and shift constraint and
both are important while selecting a job.

Suggestion:-

 Job specification and Job descriptions must be clearly explained to the students while
making a selection of specific job, since most of the students are not having clear idea
on Job preferences.

 They should be provided knowledge about work culture of MNC. HR consultancy can
conduct awareness courses or demo classes for the final year students in colleges.
Students should give importance to scope of learning, career development, and job
security. This study provides a good basis for future research and presents an
opportunity for expansion.

Conclusion:- Job expectation means that responsibility, satisfaction, and good pay:
raise/lower your job expectations. The things an employer expects from someone
doing a job which are usually listed as part of a job description: Unclear or conflicting
job expectations can be a main cause of stress in employees. Performance dimensions
are groupings of behaviours /actions and are defined based on the requirements and
expectations of the job. In contrast, a competency is a cluster of knowledge, skills and
abilities that describes a general trait that an employee has or should have to perform
a job. Job expectation is being viewed as prime important factor for MBA freshers.
Where they are interested more for salary expectation, compensation and benefits and
brand of the company with its location.

Page 50
Page 51
BIBLIOGRAPHY

Page 52
Bibliography
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Black, Mexico American, and White Students. The Career Development Quarterly,
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Borrego Alonso Cesar, & Romero-Medina Antonio, (2015). Wage expectations for
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Ferry M. Natalie, (2006). Factors influencing career choices of adolescents and young adults
in Rural Pennsylvania. Journal of Extension, 44(3).
G.J. Andrews, D. A. Brodie bed, J.P. Andrews, J. Wong, & B. G. Thomas, (2005).
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John, P. Wanous, (2009). Organisational entry: From naive expectations to realistic beliefs.
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K. Nair Shree kumar, & Ghosh Sandhana, (2006). Factors affecting the placement
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Page 53
APPENDIX

Page 54
Appendix:

A- Questionnaire:-

Dear Respondent,

Please express your response for below mentioned statement for the purpose of research
entitled “A study on Job Expectation amongst students of Professional courses in Indore city”
The information will be strictly used for research purpose only.

Researcher,

Neha Khanna

Madhuban Institute of Professional Studies

Indore (M.P)

Demographic Information:-

Name :- _____________________ Age:-_______ Gender:-M/F

Education :-_______________

Address and phone no. for correspondence (optional):-______________________

Instructions: Read the following statements and respond by ticking/putting an asterisk on the
appropriate choice (Strongly Agree-SA, Agree-A, Not Decided – ND, Disagree-D, Strongly
Disagree SD). There is no right or wrong answers.

S.N Statement SA A N D SD
o D
1. Do you think that fulfilment of Job expectations is very
important while selecting a Job?

2. Do you think that only Salary is the most prime factor of Job
expectations?
3. Do you think Job security is important?
4. Do you think designation is important while picking up a
job?
5. Does a brand company name influences you while joining
the company?
6. Does organizational work culture influence your decision to
join a specific company?
7. Does compensation and benefits provided by company
influence your decision to join the company?
8. Do you think there is a lack of good companies in Indore
with reference to career prospects?
9. Do you think job location is important while selecting a

Page 55
 specific Job or company?
10. Do you think relocation for Job is important for good Job
opportunity?
11. Do you think relocation for Job effect your personal life?
12. Does working hours make an impact on selecting Job?
13. Do you think long working hours are constraint for selecting
a specific Job?
14. Do you think rotational shift/ night is constraint well
selecting a Job?
15. Are you fine with signing a bond with company?
16. Do you think T & D of a company in individual well
selecting a specified Job?
17. I would like to work for a company which supports updation
of employees skills and knowledge.
18. I would like to work for a company where there are regular
increments and promotion practices.
19. I would like to work company which offer good monetary or
non monetary benefit.

20. I would like to work for a company where work related

decision making is not controlled by the organization and
employee participation exists.
21. I would like to work for a company where my identity is
being known and established.
22. I would like to work for a company where I have a status.

Thank you.

B- Data sheet

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