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Stress Management Job Satisfaction Employee Motivation Quality of Work Life Training and Development Recruitment Life Cycle

Recruitment and Selection Human Resource Development Employee Engagement Performance Appraisal Compensation Management

1. Recruitment and Selection 2. Training and Development 3. Performance Management System (Performance appraisal at different levels across the org. hierarchy) 4. Compensation Management (Payroll & Salary components) 5. Labor Laws, Labor Relations and Grievance Handling (For manufacturing units & plants) 6. Competency Mapping 7. Role of HR in TQM 8. Skills management 9. Talent identification and Management 10. Leadership Development 11. Management Development 12. Job Enrichment 13. Utility of HR in Change Management 14. Organizational Behavior 15. Motivation and Stress Management 16. Group Dynamics 17. Employee Research 18. Team building 19. HRM Policy 20. SWOT Analysis of HRM in Indian/Global Industry/Sectors 21. mapping training need of employees. 22. succession planning in senior management. 23. retension strqategy in a manufacturing set up. 24. competency mapping. 25. job evaluation. 26. employee satisfaction. 27. compensation review. 28. 360 degree appraisal. 29. workers participation in management. 30. stress management.

"Man management is an art". To keep the workers dissatisfied, it is important to understand them, and predict their behaviour and compensate accordingly. The term employee attitude, job satisfaction & morale are in many instances used interchangeably. BLUM however, has made the point that they are not synonymous. Job attitude is the felling the employee has about his job, his readiness to react in one way or another to specific factors related to job., Job satisfaction or dissatisfaction is the result of various attitudes the person holds towards his job and related factors. Job satisfaction is a subjective, personal state perceived by the individual as being in his favour. It is the result of various attitudes possessed by worker. In a narrow sense, these attitudes are related to the job and concerned with such specific factors as wages, supervision, working conditions, advancement opportunities, recognitions of abilities, fair redressal of grievances and other similar items. Job satisfaction is the favourableness or unfavourableness with which employees view their work. It results when there is a fit between job requirements and the wants expectations of employees. It expresses the extent of match between the employee's expectation of the job and the rewards that the job provides. Job satisfaction may refer either to a person or a group. Job satisfaction may be understood in the context of the employee's extent of satisfaction in general in his total life situation. Ask a man why he works & the chances are he will tell you, to make money" certainly, the need to earn a living is the most powerful single reason why people work, though, as we see other/oh factors are also important. The attractiveness of any one job factor such as wages, is a consequence of the extent to which other job satisfaction or expectations are being fulfilled at a time. When a worker enjoys steady job, paying good wages, he is understably more concerned about the treatment he gets from his supervisors, the degree of independence & whether his job is interesting. But when he loses his high-paid job, he is more concerned about regaining steady well-paid employment. Better a bad job than no job at all" People in organizations have many needs, all of which are competing. Some people are mainly drawn achievement, others are concerned primarily with security and so on. Despite these individual differences, an effective manager would not presume to decide which motives are important to his employees. If be has to understand, predict & control behaviour, he must know what his employees really want from their jobs. By bringing their perception closer to closer to reality, (i.e. what their people really want?) Managers can increase their effectiveness What do Workers Really Want ?

A research was conducted among the employees in the US industry in 1949 in an attempt to answer the question: what do workers want? Managers and/or supervisors were asked to try put themselves in a workers shoe by ranking in order of importance a series of factors that workers may want from their jobs. In addition, the workers themselves asked to rank these same factors. The managers/supervisors generally ranked good wages, job security, advancements and good working conditions as the things workers want most of their jobs. On the other hand, workers felt what they wanted most was full appreciation for work done, feeling 'in' on things and sympathetic understanding of personal problems-all incentives that seem to be related to affiliation and recognition motives. Only job security was among the top four concerns of both workers and supervisors. Supervisors as least important rated the other top thee things that workers indicated they wanted most from their jobs. This suggests very little sensitivity by supervisors as to what things are really most important to workers. It is thus important that managers must know the tremendous discrepancies that seemed to exist in the past between what they thought workers wanted from their jobs and what workers said they really wanted. Katz and Van Maanen (1977) identified 3 cluster of factors:

The job itself- corresponding to intrinsic factors. The interaction context- corresponding to those contextual factors which has to do with co-workers, supervisors & other people in the job environment. Organizational problems- corresponding to that contextual factor which has to do with pay, working conditions & personnel policies.

This means that a worker's attitude of how satisfied/Dissatisfied he/she is with his/ her job is a complex summation of a number of discrete job elements. In short, job satisfaction is a general attitude which is the result of many specific attitudes in 3 areas:

Specific job factors Individual characteristics Group relationships outside the job.

Objectives of Project Report As the largest commercial undertaking in India, Indian Oil has many offices all over the country. The study is carried out in Refineries Headquarters and Corporate Office at Lodhi Road in New Delhi. The main objectives of the study are : 1. To study of Job Satisfaction of Employees and Factors relating to it. 2. To analyze Job Satisfaction Level of Employees in IOCL.

3. To find out whether women are better satisfied with their job than man or men are better satisfied with their job than women. 4. To know on which factors employees are more satisfied with their job. Project Description : Title : Job Satisfaction of Employees in Indian Oil Corporation Ltd., New Delhi.

To find that whether the employees are satisfied or not. To analyse the companys working environment. To check the Degree of satisfaction of employees. To find that they are satisfied with their job profile or not. To find that employees are working with their full capabilities or not.

ANNEXURE QUESTIONNAIRE
NAME: . DESIGNATION: . COMPANY: . 1. I have been passed up at least once for a promotion in the past few years. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 2. I spend parts of my day daydreaming about a better job. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 3. I find much of my job repetitive and boring. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

4. I am mentally and/or physically exhausted at the end of a day at work. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 5. I feel that my job has little impact on the success of the company. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 6. I have an increasingly bad attitude toward my job, boss, and employer . Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 7. I am no longer given the resources I need to successfully do my job. Strongly Agree Agree Neither Agree nor Disagree - 59 Disagree Strongly Disagree 8. I am not being used to my full capabilities. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 9. I have received no better than "fair" evaluations recently. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 10. I feel as though my boss and employer have let me down. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

11. I often feel overworked and overwhelmed. Strongly Agree Agree - 60 Neither Agree nor Disagree Disagree Strongly Disagree 12. I am frequently stressed out at work. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 13. I live for weekends and days away from the job. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 14. I find myself negatively comparing my situation to my peers. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 15. I feel my bad days at work outweigh the good ones. - 61 Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 16. I often experience a sensation of time standing still when I am at work. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 17. I have been told that I am becoming a more cynical person. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

18. I feel as though my employer has broken promises about my future with the organization. Strongly Agree Agree Neither Agree nor Disagree Disagree - 62 Strongly Disagree 19. I have lost sight of my career goals and aspirations. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 20. I no longer feel valued for my work. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree - 63 NEW.

OBJECTIVES:

1. To know the satisfaction level towards the behaviors of peers and superiors. 2. To study the level of satisfaction towards his salary and also other benefits which are provided by the company? 3. To study the ESI facilities and safety measures which are provided by the company? 4. To suggest the company about the measures to be taken for more employee satisfaction.

A STUDY ON EMPLOYEE JOB SATISFACTION TOWARDS K (EXPORTS) GARMENTS, BLORE. QUESTIONNAIRE PART: A

MOHAN &CO

1. Name of the Respondent:

2. Age:

3. Sex: (Male / Female)

4. Educational Qualification: 1. Post Graduate: 2. Diploma / Degree Holder: 3. SSLC / PUC / ITI: 4. Less than SSLC:

5. Belonging Category:

1. Staff ( )
2. Employee ( )

6. Department:

7. Basic Salary:[ ]

A)Below 5,000 B)5,000-15,000 C)15,000-30,000 D) Above 30,000

PART: B

8. Since how long you are working in this Organization? 1. Below one year 2. More than one year 3. More than three years 4. More than five years

9. Is the company provided the following facilities to you like? 1. Pick and Drop (Y/N) 2. Free Canteen 3. Quarters (Y/N) (Y/N)

10. Are you satisfied with your pears & superiors behavior?

11. Is company allowing bonus 1. In six months 2. In a year 3. More than one year 4. No bonus

12. Are bonus been announced 1. Based on employees working performance 2. Based on companies profitability

13. Are you satisfied with the loans and advances issued by the company? 14. Is the company incrementing salary for its workers?

15.What is companys profitability during last five years?


1. Increasing 2. Deceasing

16. Are the food provided by the company is a. Bad b. Not bad c. Good d. Very Good

17. Are you satisfied with job timings (Y/ N)? 18. Is any ESI facility provided by the company (Y / N)? 19. Are you satisfied with the pick & drop facility provided by the company?

20. Is there any safety measures for the labour who are working with huge machineries
21. You got job by a. By Recommendation b. By skill

(Y / N)?

22. Reason for joining in this company?

23. Any Reason for quitting the company?

24. Are you satisfied with the company infrastructure?

25. Are you satisfied with your salary?

26. Your job satisfaction is up to a. Up to 25% b. 25% to 50% 3. 50% to 75% 4. Up to 100%

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