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 o
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
 Definitions
Job satisfaction has been defined as a pleasurable emotional
state resulting from the appraisal of one’s job; an affective reaction to
one’s job; and an attitude towards one’s job. Weiss (2007) has
argued that job satisfaction is an attitude but points out that
researchers should clearly distinguish the objects of cognitive
evaluation which are affect (emotion), beliefs and behaviors. This
definition suggests that we from attitudes towards our jobs by taking
into account our feelings, our beliefs, and our behaviors.
Affect Theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably the
most famous job satisfaction model. The main premises 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 values a given facet of work (e.e. the degree of
autonomy in a position) moderates how satisfied/dissatisfied one
becomes when expectations are/are not met. When a person values
a particular facet of a job, his satisfaction is more greatly impacted
both positively (when expectations are met) and negatively (when
expectations are not met), compared to one who does not 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 compared to Employee B. this theory also states that too
much of a particular facet will produces 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 dispositions 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 evidence that
job satisfaction tends to be stable over time and across careers and
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jobs. Research also indicates that identical twins have similar
levels of job
satisfaction.
A significant model that narrowed the scope of the Dispositional
Theory was the core Self-evaluations Model, proposed by Timorthy
A. Judge in 1998. Judge argued that there are four Core Self-
evaluations that determine one’s disposition towards job satisfaction:
self-esteem, general self-efficacy, locus of control, and neuroticism.
This model states that higher levels of self-esteem (the value one
places on his self) and general self-efficacy (the belief in one’s own
competence) lead to higher work satisfaction. Having an internal
locus of control (believing one has control over her/his own life, as
opposed to outside forces having control) leads to higher job
satisfaction. Finally, lower levels of neuroticism lead to higher job
satisfaction.
Two – Factor Theory (Motivation – Hygiene
Theory)
Fredrick Herzberg’s Two factor theory (also known as Motivator
Hygiene Theory) attempts to explain satisfaction and motivation in the
workplace. This theory states that satisfaction and dissatisfaction are
driven by different factors motivation and hygiene factors,
respectively. Motivating factors are those aspects of the job that
make people want o perform, and provide people with satisfaction.
These motivating factors are considered to be intrinsic to the job, or
the work carried out. Motivating factors include aspects of the working
environment such as pay, company policies, supervisory practices,
and other working conditions.
While Herzberg’s model has stimulated much research,
researchers have been unable to reliably empirically prove the model,
with Hackman & Oldham suggesting that Herzberg’s original
formulation of the model may have been a methodological artifact.
Furthermore, the theory does not consider individual differences,
conversely predicting all employees will react in an identical manner
to changes in motivating/hygiene factors. Finally, the model has been
criticised in that it does not specify how motivating/hygiene factors
are to be measured.
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Measuring Job Satisfaction
There are many methods for measuring job satisfaction. By far,
the most common method for collecting data regarding job
satisfacting is the Likert scale (named after Rensis Likert). Other less
common methods of for gauging job satisfaction include: Yes/No
questions, True/False questions, point systems, checklist, forced
choice answers.
 The Job Descriptive Index (JDI), created by smith, Kendall, &
Hulin (1969), job satisfaction that has been widely used. It measures
one’s satisfaction in five facets: pay, promotions and opportunities,
coworkers, supervision, and the work itself. The scale is simple,
participants answer either yes, no, or decide in response to whether
given statements accurately describe one job.
The Job in General Index is an overall measurement of job
satisfaction. It was an improvement to the job Descriptive Index
because the JDI focused too much on individual facets and not
enough on work satisfaction in general.
1.1 Objective of the study
The objective of the study is as follows

To assess the satisfaction level of employees in orient glass
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.
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1.2 Scope of the study
This study emphasis in the following scope:
 To identify the employees level of satisfaction upon that
job.
 This study is helpful to that organisation 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.
1.3 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.
1.3.1 Research Design
A research design is considered as the framework or plan for a
study that guides as well as helps the data collection and analysis of
data. The research design may be exploratory, descriptive and
experimental for the present study. The descriptive research design is
adopted for this project.
1.3.2 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.
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1.3.4 Sample size
The study sample constitutes 100 respondents constituting
in the
research area.
1.3.5 Sampling Area
The study is conducted in employees of Orient Glass Pvt Ltd.
1.3.6 Sampling Design
The researcher has used probability sampling in which
stratified random
sampling is used.
1.3.7 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.
1.3.8 Research Instrument
The researcher has used a structured questionnaire as a
research instrument tool which consists of open ended questions,
multiple choice and dichotomous questions in order to get data. Thus,
Questionnaire is the data collection instrument used in the study. All
the questions in the questionnaire are organized in such a way that
elicit all the relevant information that is needed for the study
1.3.9 Statistical Tools
The statistical tools used for analyzing the data collected are
percentage
method, chi square, bar diagrams and pie diagrams.
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1.3.10 Analysis of Data
The data are collected through survey and books, reports,
newspapers and internet etc., the survey conducted among the
employees of Orient Glass 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.
1.4 Research period
The research period of the study has from 1st February to
May 1st 2008
having 18 weeks of duration.
1.5 Limitations of the study
 The survey is subjected to the bias and prejudices of the
respondents.
Hence 100% accuracy can’t be assured.
 The researcher was carried out in a short span of time,
where in the
researcher could not widen the study.
 The study could not be generalized due to the fact that
researcher adapted
personal interview method.
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1.6 Chapter scheme
This project is summarized into five different chapters.
Chapter-1
Consists of an Introduction, statement of the problem,
objectives of the
study, Rrsearch methodology and limitations of the study
Chapter-2
Contains Industry Profile, which contains of world scenario,
national
scenario, and state scenario.
Chapter -3Consists of company profile, which states about
the promoter of the
company and a brief history about the company.
Chapter-4
Consists of analysis and interpretation of the collected data.
Chapter-5
Consist
Conclusion
Employee job satisfaction and retention happens to be an issue to be debated in
terms of attaining an increased degree of productivity within the organization.
Job satisfaction is best defined as a set of feelings and emotions employees
associate with their work. Theoretically, an organization with employees that
display actions of substantial absenteeism as well as turnover due to low levels of
job satisfaction would generally suffer from greater recruitment and retraining
cost that will hinder profitability. Unfortunately, the majority of businesses have
failed to make job satisfaction a top management priority; this particular trend is
attributed to the failure to recognize the significant advantages an organization
would enjoy just by adjusting their mindset. Organizations that can produce
multicultural work environments, which attract, motivate and keep hard-working
people, are better positioned to succeed in today's competitive global markets.s
of findings of the study.

2 conclusion
Job Satisfaction Essay

In the following essay I will discuss how I motivate myself and others to be
productive. Further I will also describe how I keep myself satisfied in my job.
In my current work environment I am a construction Project Coordinator,
which a step below a Project Manager. My present duties are mainly
administrative in nature, and require the coordination of activities under the
supervision of a Project Manager.
The construction industry is booming in British Columbia and the demand
for skilled and unskilled workers has never been higher, the Olympics are the
main reason. Because of this boom employers do their best to provide high
salaries and excellent benefits. I personally stay motivated in my present job quit
easily these days since my field of work is on a all time high at present, I really
have no time to worry about anything besides getting the job finished. I surely
stay motivated by the fact that my salary keeps up with demand since
employers are worried these days to loose workers. This doesn't mean workers
should slack off. Further more I feel motivated in my present company because I
also have a good relationship with my superior, and the work team are easy
going, and go the extra mile to help one another out in tough situations.
Everyday as I wake up I have the company's current project in mind and stay
focused and motivated for the day's tasks on hand. From the time I arrive at work
I stay motivated, knowing that my work team is well organized and there is a
constant flow of communication between us, this includes getting feedback
regarding my performance from my manager on a monthly basis. Having this
type of communication with your manager is vital to job satisfaction and
motivation, it tells you that you are an important part of the team, and are
required. This in turn is great for one's self esteem, and the by product is greater
production in the field. The dividends are many fold.