a study on level of employee job satisfaction conducted at bharathi associates ltd

A Study on Employee Job Satisfaction

INTRODUCTION

“A Study on Level of employee Job satisfaction in Bharathi Associats

Ltd”

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 the 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 clarity of the job description/ requirements)

H.R. Institute of Higher Education, Hassan 1


Problem statement:

It is said that satisfied employee is a productive employee, any kind of grievance

relating to organizational or personal to a greater extent influence on the job.

So every organization is giving higher priority to keep their employees with

satisfaction by providing several facilities which improves satisfaction and which reduces

dissatisfaction.

Job Satisfaction is considered as a key issue by the entrepreneur where efforts are

taken and programs are initiated.

If an employee is not satisfied with the job there are chances for absenteeism, lob

turnover, lower productivity. committing of mistakes, diverting energy for different types

of conflicts keeping this thing in view all organizations are trying to identify the areas

where satisfaction to be improved to get out of the above dangers

In this connection a survey was conducted on behalf of “Bharathi Associates” to

identify the level of satisfaction in terms of strongly agree to strongly disagree on various

job related factors.

Hence the problem of the statement is “A Study on level of employee job

satisfaction”

Objectives

To measure the job satisfaction level in bharathi associates.

To know the present level of job satisfaction among the employees.

To study the employees perception towards organization.

To evaluating the importance and need of measuring job satisfaction.

To study the attitude of the employees towards their work.

To identify the factors that motivates the employees.

To give suggestions for the growth & perspective of the company.



Scope of the study

Job Satisfaction is an important output that employees work for organization.

It comprises of extrinsic and intrinsic factors and helps maintain an able and

willing work force.

It is an interesting and significant area for conducting research.

The study made on the topic of Job Satisfaction will reveal the factor of

feeling of employees.

This report is useful to the management of the company to know the

satisfaction levels of employees and they can take measure to increase

productivity.

This report may be useful to the coming management studies for reading,

and may be useful in preparing their report on the job satisfaction in business

concerns, public organization etc.

The study is done to know the perception of the employees towards their job.

The study conducted can help in giving some useful suggestion to the

organization.

Research Methodology:

Data Sources:

Primary Data:

The primary data was collected from the respondent by administrating a structured

questionnaire and also through observation, interview & discussion with management.

Secondary Data

Apart from primary data collected, the data collected through text books, the record

of Bharathi Associates limited, Journal from Library, Academic Report, and internet is

used for the study.

Sampling

Sample Population:

There are totally 500 employees working in the organization.



Sample size :

Out of the total population, the sample taken amongst workers .i.e., 50

respondents.

Sampling Area :

The research was conducted at Bharathi Associates Ltd. Hassan.

Sample Method:

The research was made by the survey in accordance to the convenience of the

employees. So the employee type is convenient sampling.

Tools used for analysis:

Contact instrument

A structured closed- end Questionnaire is used and the type of questions

Contact Method

The research was conducted by using contact instrument like Questionnaire,

interview and observation. The information was collected from both plant works as well

as from management staff.

Data Analysis Techniques

The data is a analyzed through simple analysis technique. The data tool is

percentage method.

Percentage method is used In making comparison between two or sense of data.

This method is used to describe relationship.

Percentage of Respondent = No. of Respondents/ Total no. of Respondent X 100

Limitation of the Studies:

The study is conducted only in Hassan.

Due to the limitation of the time the research could not be made more detailed.



Due to the confidentiality of some information accurate response was not

reveled by some of the respondent.

Some of the replies of the respondent may be biased.

Respondent had marked the answer in questionnaires which may be socially

incorrect and irrespective of there actual feelings.

Differences in perception of employees vary the accuracy of the findings.

The study is limited by just one company.

Due to time constrains it was not possible to conduct the survey of all the

employees & in depth analysis cannot be done.



INDUSTRY PROFILE

2.1 Food Industry

The Indian food industry is estimated to be worth over US $200 billion and

according to the confederation of Indian industry (CII) is expected to grow to US $310

billion by 2015. India is one of the world’s major food products but accounts for less then

1.5 percent of international food trade. This indicates vast scope for both investors and

exports.

India is the world second largest producer of food next to China, and has the

potential of being the biggest with the food and agricultural sector. In this respect, the

country is endowed with a large production base for a variety of raw materials covering

food crops, commercial crops and fibers due to its varied agro-climatic conditions.

India is world’s largest producer of cereals and milk; second largest producer of

rice, wheat sugar, fruits, and vegetables; third in cotton; and seventh largest producer of

fish. Also, India has the highest number of plants approved by the US Food and Drug

Administration (FDA) outside the USA.

2.1.1 Food processing

Processed food market is the most important segment of the food industry

according for over 32 percent of the total food market. While India has on abundant

supply of food, the food processing industry is still nascent: only two percent of fruit and

vegetables; and 15 percent of milk are processed.

Despite this, the processed food industry ranks fifth in the country, representing

6.3 percent of GDP. It accounts for 13 percent of the country’s exports and 6 percent of

total industrial investment. The industry size is estimated at US $70 billion, including US

$22 billion of value added products. This sector has been attracting FDI across different

categories.



2.1.2 Foreign Direct Investment

Foreign direct investment (FDI) in the country’s food sector is poised to hit the

US $-billion mark by 2010. In the last one year (2006) alone. FDI approvals in food

processing have doubled. The cumulative FDI inflow in food processing has reached US

$1.276 billion in March 2007, in which is 2.68 percent of total FDI inflows into the

country.

Many major multi-national companies like Coca-Cola, Pepsi, Britannia, Danone,

Nestle, Cadbury, Lever’s Kelloggs, Heinz, International Best Food, Walls, Perfetti, Van

Melle, etc have made their presence in India. At the same time many others are drawing

their plans to enter or expand their presence in the country:

• World’s largest beer company, Belgium-based InBev, is entering into a joint

venture with the R K Jaipuria group to market its flagship brands Stella Artois

and Beck’s.

• American giant Coca Cola plans to invest US $250 million in India in next three

years.

• The US-based private equity fund, new Vernon private equity limited (NVPEL)

has decided to invest US $ 11 million in Kochi-based masala major, Eastern

Condiments, the flagship company of Eastern Group.

• America’s largest chocolate and confectionery-maker Hershey is acquiring 51

percent stake in Godrej Beverages & Food for US $54 million.

The new wave in the food industry is not only about foreign companies arriving

here attracted by the prospective size of the market. It is also about the migration of the

made in India tag on food products traveling abroad. Indian food brands and fast moving

consumer goods (FMCGs) are now increasingly finding prime shelf-space in the retail

chains of the US and Europe.

2.1.3 Food Retail

One of the segments of the food that has been experiencing a growing interest has

been food retailing. At present, only 1 percent of the food items retailed In India flow

through the organized retail channel. But this situation is expected to change due to the



following reasons:- changing lifestyle, increasing number of nuclear and dual income

families, changing consumer tastes, increasing disposable income among others.

Some of the players that have shown a keen interest in these segments are

Reliance, Tata, ITC Group, Lohias-promoted Indo Rama, Mumbai –based RK

Hospitality, Kishore Biyani with his Big Bazaar, RPG group. Currently, the size of the

domestic food retailing market is estimated to be US $6 billion.

2.1.4 Ready-to-eat food

The popularity of ready-to-eat packs and the bottom lines of eateries have a story

to tell. Eating out on longer marks a special occasion. Not only does the traditional eat-at-

home type prefer to eat out, he is very demanding too. He wants value for his money in

terms of quality and variety. No wonder, multi-cuisine restaurants are mushrooming even

in small towns. Italians, Mexican, Lebanese, and Cajun- the list is growing.

Corroborating this trend, Euro monitor international, a market research company,

says the amount of money Indian spend on meals outside the home has more then

doubled in the past decade, to about US $5 billion a year and is expected to double again

in about half that time.

Some of the major players in ‘Read to eat market’ are ITC Foods, MTR Foods,

Kohinoor, Amul, Rajbhog Foods Inc., Ethnic Kitchens and Taste Bite. According to the

ministry of food processing industry size of the semi-processed and ready to eat packaged

food industry is over US $1 billion and is growing at a CAGR of 20 percent.

2.1.5 US Food Industry Targeting India

Market sales of food and beverage retailing in the country have been placed at

$135 billion and growing at about 4-5% per annum. INDIA has a nascent but rapidly

transforming retail food industry that creates business opportunities not only for domestic

products but also for overseas exporters.

International attention is now increasingly focused on the rapidly growing Indian

food retail market. With the removal of quantitative restrictions on imports, Indian

consumers can have access to food from around the world. The largely export-oriented

US food industry is now targeting India for sales.



When combined with key demographic trends of a fast-expending and wealthier

middle class; changing food consumption patterns; a realistic prospect of continued

robust economic growth over the medium term; and an increasing emphasis on

infrastructure investment, it bodes well for aggressive US suppliers interested in entering

one of the world’s potentially largest untapped market for consumer-ready food products.

Quoting industry experts, the report, intended essentially to inform prospective

American suppliers business opportunities offered by India, has placed the market sales

of food and beverage retailing in the country at $135 billion and growing at about 4-5

percent per annum.

Retailing is not yet a structurally organized industry in India, probably as a result

of poverty, regional diversity (ethnicity, income levels, marketing system, purchasing

behavior etc), and fragmented small agricultural production system, domestic policies that

limit inter-state commerce and inadequate infrastructure, the report pointed out.

Food products are sold by an estimated 6.5 million at small grocery stores, while

organized food retailing is limited to urban areas. Larger discount hypermarkets are

emerging in most major metropolitan offering increased value to price- conscious

consumers.

Market analysts believe that hypermarkets will determine the future of organized

food retailing over the short-to-medium term, the report pointed out adding that

traditional grocers are also gradually redefining themselves by increasing floor space, and

introducing self-service format and value-added service such as credit and home delivery.

2.2 Opportunities for Food Processing Industry in India

In India agricultural and dairy sectors have achieved remarkable success over the

last three and a half decades. Besides one of the world’s largest producers of food grains,

India ranks second in the production of fruits and vegetables and first in milk production-

providing much needed food security to the nation.

The accomplishments of the green and white revolutions have, however, not been

matched by concurrent developments in supply chain management, and in new

technologies for better processing, preservation, and storage of food. Pockets of shortages



and near starvation, substantial wastages due to spoilage, quality deficiencies, and

inadequate returns to the farmer are still very much in evidence.

Increased urbanization improved standards of living and the convenience needs of

duel incomes families point to major potentialities in the food processing and marketing

sectors. This is also evident form the presence of several global foods giants and leading

Indian industrial enterprises in the country’s food processing sector, such as: Nestle India

Ltd, Cadbury’s India Ltd, Kellogg’s India, Hindustan Lever Ltd, ITC-Agro, Godrej Foods

and MTR Foods Ltd Besides, in the current globalized milieu, our surplus food

production, as well as the increasing preference for Indian foods need to be leveraged to

achieve economic, and strategic objectives through exports. The Food and Agriculture

Integrated Development Action (FAIDA) report (1997) prepared by McKinsey has

estimated that, driven by changing consumer preferences, the annual Consumption of

‘value-added’ foods alone would grow to Rs.2,25,000 crores by 2007-larger than the

entire manufacturing sector! A more recent report has stated an absolute revenue increase

of Rs.900 billion in food manufacturing between 1993 and 2000. This is in contrast with

Rs.150 billion and Rs.300 billion in the pharmaceutical and IT industries, respectively.

Overall, the value of the Indian food industry has increased from Rs.3.09 trillion

in 1993-94 to Rs.3.99 trillion in 2000-01. The segments with the largest growth potential

have been identified as dairy, wheat, fruits and vegetables, and poultry. This report has

also identified some of the major challenges for the emerging food industry in India.

2.3 Major challenges for the Indian food Industry:

• Consumer education the processed foods can be more nutritious.

• Low price-elasticity for processed food products.

• Need for distribution network and cold chain.

• Developments of marketing channels.

• Backward-forward integration from farm to consumer.

• Developments of linkages between industry, government and institution.



2.4 Indian Agro Industry

2.4.1 Industry overview :

The Indian agriculture industry is on the brink of a revolution that that will

modernize the entire food chain, as the total food production in India is likely to double in

the next ten years.

As per recent studies the turnover of the total food market is approximately Rs.2,

50,000 crores (US $69.4 billion) out of which value-added food products comprise

Rs.80000 crores (US $22.2 billion). The government of India has also.

Approved proposal for joint ventures, foreign collaborations, industrial licenses

and 100% export oriented unit envisaging an investment of Rs.9100 crores (US $ 4.80

billion) out of which foreign investment is over Rs.9100 crores (US $ 18.2 billion). The

agricultural food industry also assumes significance owing to India’s sizable agrarian

economy, which accounts for over 35% of GDP and employs around 65 percent of the

population. Both in terms of foreign investment and number of joint-ventures / foreign

collaborations, the customer food segment has the top priority. The other attractive

features of the Indian agro industry that have the capacity to lure foreigners with

promising benefits in deep sea fishing, aqua culture, milk and milk products, meat and

poultry segments.

Excellent export prospect, competitive pricing of agricultural products and

standards that are internationally comparable has created trade opportunities in the agro

industry. This farther has enabled the Indian agricultural industry portal to serve as a

means by avail the benefits of agro related buy sells trade leads and other business

opportunities.

This Indian agro industry revolution brings along the opportunities of profitable

investment and agricultural-industry-india.com provides you the B2B platform with agro

related catalogs, trade leads, exporters & importers directory etc.

2.4.2 Gherkins Industry

Gherkins, like other processed vegetables from the group of pickles, are mainly

eaten together with meat products, either as a side-dish or as sandwiches.



Gherkins are available in different seasonings and size and reflect the various in

taste of European consumer.

The German “Gurken”, for example, are larger in size than the “Cognitions”

available in France and are also marketed in slices.

The seasoning is “sweet-and-sour”, whereas the gherkins sold in France usually

do not contain any added sugar and sold whole.

There are six different sizes of gherkins available on the market, with the smaller

size mostly available through retail outlets and the larger used in the food industry and the

catering sector.

Global Green, a subsidiary of Ballarpur industries Ltd (BILT) clocks a turnover of nearly

Rs100 crore exporting gherkins and is on the constant lookout for innovations to add to

its basket.

2.4.3 Origin:

Cucumber was probably first pickled 4400 years ago in Mesopotamia. In India,

pickles were well-known by the Vedic period. Cucumber –pickling might have spread

through the Jewish Diaspora cucumber pickling was also known to the Ancient Greeks.

Caesar’s soldiers ate pickled cucumbers as health aids, and many other brine-soaked

foods were part of daily life in Ancient Rome. Cucumber pickling remained widespread

across the Levant and the Maghreb, where it is still very popular today.

2.4.4 Global demand for gherkins on the rise:

Gherkins general not found on Indian plates, gherkins – pasteurized cucumbers –

are a major dietary constituent to many in central or eastern European countries.

It is said that on the Czech Republic, if one order for meat and vegetarian food, a

slice of cow and two pickled gherkins would be served. Similarly, in France, pickled

gherkins are most sough after.



COMPANY PROFILE

2.5 INTRODUCTION

The Bharathi Associates is a recognized EOU manufacturing, processing, and

supply of gherkins in bulk as also in retail packaging of two sizes.

Bharathi Associates is a partnership firm and a Nation concern of Bharathi

Trading and industrial firm which is involved in various activities such as Coffee Curing

and Exports, medical transcription, hospital, estate supplies and financing.

Bharathi Associates started its operation in 1997 with the main objective of

manufacturing and exporting of Cherkins processed in brine, acid and vinegar solution.

The factory is located at Boovanahally, on the national highway at the entry point to

Hassan Taluk, Hassan-573201, Karnataka state which is 5km away from the Hassan city.

During the year 2006-07 BA exports 6500 MT for a value of 200 million. The

organization has a ambitions plans for the current year 2007-08 has targeted total exports

of 8000 MT for a value of RS 250 million. The organization has a committed qualified

and capable operating team of 8 supervisors who performs under the guidance of top

management. Organization also has causal employees who are also provided right work

environment to ensure there well being and safety as also the product safety.

The firm got the EOU status in 1997 and started exporting its entire production to

various countries. The firm forces a good demand for there product in oversees market in

the ensuring years and planning to expand its business by purchasing new machinery for

grading and culling of green gherkins which will increase the production capacity to cater

the increasing oversees market dammed.

2.6 Nature of business carried:

Bharathi Trading and industrial firm which is involved in various activities such as

coffee curing and export, medical transcription, hospital, estate supplies and

financing.Bharathi Associates deals with processing of gherkins and exporting them to

countries like France, Germany and Russia etc. They process the products based on

customer requirements.



2.7 Vision, Mission and Quality Policy

2.7.1 Mission:

• Customer is supreme.

• Better team work.

• Safe and hygienic product.

• Systematic organization.

• Environment friendly.

• Social responsibility.

• Constant improvement in quality.

• Respond to changes for better.

2.7.2 Strategy

Strategy is a plan an organization formulates to gain a substantial advantage over

the competition. Strategy is the art of dividing and employing a system of activity that

mobilize all resources towards valuable goals. It is the determination of basic long term

goal and objective of an enterprise, and the adoption of course of action and the allocation

of resources available for carrying out these goals.

2.7.3 Pricing Strategy

Price is an important element as it is revenue generating element of the

organization. All the decisions related to pricing plays an important role because demand

is inversely proportional to price. Price is a competitive weapon, price also determining to

profitability of the company. As a result pricing has become an important managerial

function of marketing.

2.7.4 Pricing Strategy of Bharathi Associates .

• Spot market analysis.

• Consistent buyers have influence on the pricing:- consistent buyers or large buyers

visits the field before the order and fixes the priced based on the situation i.e.

demand etc.

• Yield and supply of the crop also influences the price.



2.8 Quality policy

Bharathi Associates follows proven quality process winning accoladesfrom

customer worldwide:

• Periodical analysis of pesticide residues, water.

• Daily inspection and analysis of all ingredients at delivery point.

• On-line inspection of products.

• Half-hourly analysis of temperature inside the jars.

• Analysis, tasting of finished product. Inspection of packaging materials.

It will consultant ensure products quality and safety as per our customer

requirements keeping in mind that the ultimate customers of our product are from all

category and strives to continuously improve our process through the entire chain of

production.

2.9 Product Profile

The product of the firm is Gherkins.

These gherkins are processed according to different tastes. The processed gherkins

are exported and they are sold in the foreign market under the below brand names;

Buyers name Brand namesSaman Diavania, paterson, hutor, perikostok,

bajavo.Ritzeal mishrachi Vegda, Mikado, d vEurovission lutikpromotional Geos German exports K classic, garteancurone.

2.10 Area of operation

The firm operates its gherkins business globally. The firm has built a strong

marketing network by associating with few leading gherkins bottlers across the world to

exclusively market the product. The company is exporting gherkins to Canada, France,

Spain, Holland, Russia and Belgium. Major part of production is supplied to Russia and

France.



2.11 Ownership Pattern

Bharathi Associates is a partnership Firm. There are 10 partners of the firm.

The active partners are as follows;

• Mr. G.L. Muddhe gowda

• Mr.H.K.Kumarswamy

• Mr.G.N.Manjunath

• Mr.h.k.Mahendra

• Mr.G.M.Vinod

2.12 Management Team.

The management team of Bharathi Associats is headed by its chairman

G.L.Muddegowda, a savvy and respected entrepreneur with several successful ventures in

agro-processing, healthcare and medical transcription and now bpo to his credit.

Operations are headed by Mr. Vinod. A business management graduate, Vinod is

in charge of agri-procurement, processing and marketing. He has rich experience of well

over 20 years’ agri-based operations and agri-product processing and marketing.

Processing is driven by Mr.H.K.Mahendra a business management graduate who

brings with him an experience of well over 15 years in the agri-processing industry.

2,12.1 Staff

Bhrathi Associates Staff are classified as follows:

• Technical staff.

• Clerical staff.

• Production staff.

• Laborers.

2.12.2 Duties and Responsibilities

2.12.3 Technical staff

• Machineries check.

• Hygiene or Quality maintenance



2.12.4 Clerical staff

• Accounting.

• Maintaining records.

2.12.5 Production staff

• Supervisory duties

• Raw material handling.

2.12.6 Laborers

• Grade checking.

• Washing.

• Filling.

• Packing

2.13 Processes:

• Bulk processing-Grading, sorting, washing, adding preservative, QC approval

Jars - Grading, sorting, washing, washing jars, filling gherkins and spices to jars, adding

flavors and preservative, metal detection, capping, vacuum testing, capping,

pasteurization, labeling, coding, QC approval

Process view in our factory



Bharathi Associates follows proven quality processes winning accolades from

customers worldwide:

• Periodical analysis of pesticide residues, water

• Daily inspection and analysis of all ingredients at delivery point

• On-line inspection of product

• Half-hourly analysis of temperature inside the jars

• Analysis, tasting of finished product.

• Inspection of packaging materials

Although all our customers will testify to the quality of our services, don't just

take our word for it.

We at Bharathi Associates would be delighted to provide FREE samples of our

world-class products so you get a taste of our quality first-hand.

Does email or call us with the details of your organization and on your request we

will send you samples of our products that are relished the world over.



2.14 Competitors Information :

The firm is facing the competition from 52 companies of the world. The major

competitors are;

• CALYPSO FOODS PVT LTD

• GLOBAL GREEN

• KEEN AGRITECH PVT LTD

• GREEN AGRO-PACT

2.15 Infrastructural Facilities.

Bharathi Associats modern plant in Hassan, Karnataka, boasts some of the latest

food processing equipment that includes:-

Grading machine, washing machine, conveyors, jar washer, preservative filling

machine, metal detector, capping machine, pasteurizer, labeling machine, coding machine

and a well equipment lab with facilities for analysis.



2.16 Structure :

Chart representing organization structure of Bharathi Associates.

Organization structure


PARTNER INCHARGE

Director in charge agriculture & marketing department

Director incharge factory Direct incharge Accounts

Hygiene department

Process department

Agriculture department

Logisties department

Accounts department

Personnel department


2.17 Chart representing Hygiene Department of Bharathi Associates.

Hygiene Department


DIRECTOR INCHARGE -FACTORY

Manager- Hygiene & Maintenance

Workers Foreman


2.18 Chart representing Agri Department of Bharathi associates

AGRICULTURE DEPARTMENT


DIRECTORS INCHARGE AGRI

Manager Agriculture Manager Logistic

Field Officers Buyers

Buying Assistants


2.19 Chart representing accounts & personnel Department of Bharathi

Associates .


Manager Accounts and Personnel Departments

Accounts Officer Officer Legal

Accountants Clerks

ACCOUNTS AND PERSONNEL DEPARTMENT

Partner Incharge Accounts and Personnel Department


2.20 Chart representing Quality Assurance department of Bharathi

Associates


QUALITY ASSURANCE DEPARTMENT

Director Incharge Factory

Manager Quality (Acetic Acid)

Manager Quality (Vinegar)

Manager Quality(Brine)

Chemical Analyst

Chemical Analyst

Grade Variance Checkers

Chemical Analyst




2.21 SWOT Analysis

A SWOT analysis consists of evaluating a company internal strength and

weakness and its external opportunities and threats. The strategy must produce a good fit

between a firms internal capability and external situation.

A scan of internal and external environment is an important part of the strategic

planning process. Environment factors internal to the firm can be classified as Strength

(S) and Weakness (W), and factors external to the firm can be classified as Opportunity

(O) and Threat (T). Such analysis of internal and external factors is referred to as SWOT

analysis. The SWOT analysis has been useful tool for the industry. The process of

utilizing the SWOT approach requires an internal survey of opportunities and threats.

The following are the Strengths, Weakness, Opportunity, and Threats of Bharathi

Associats:

2.22 Strengths

• Lower cost of production:- As the labor available is cheap and are abundant.

• Decision making is fast as most of the decision authoritarian that is taken by

M.D alone.

• Bharathi associates have good employee employer relationship which is

helping in smooth running of the firm.

• Timely service

2.23 Weakness

• Competition is faced in each and every segment, so there is no monopoly.

• The product is new and not known to many people.

• Agriculture depends on climatic condition.

2.24 Opportunities

• The firm has on opportunity to introduce the product to local market in its

own brand name.

• The firm has the opportunity to diversify its business to some other

product.



2.25 Threats

• Competition from both foreign and domestic companies.

• If the demand from the product in foreign countries falls the firm will

have to suffer loss



REVIEW OF LITERATURE

The review of literature is conducted to analyze various factors for the job

satisfaction at Bharathi Associats Ltd HASSAN. The book and articles of various authors

are referred to find out the kind of methods which are suited for rating in job satisfaction

level.

The research as searched as many book on the job satisfaction on collects the

literature about the job satisfaction. To analyze the effectiveness of the job satisfaction

level in Bharathi Associats Ltd HASSAN. The information collected was confined to the

journals published about the human resource management.

The review of literature helped the research to conduct the survey in better and

extensive manner. It should also help the research for finding and getting deeper into the

topic. For this purpose and abstracting and indexing journals and published biographies

and unpublished biographies are first to go.

3.1 Introduction to Human Resource Management :

Modern organization setting is characterized by constant changes relating to

environmental factor and human resource. As regards environmental factor, we find

changes in the operating organizational structure, the networking procedures, customs or

norms and the economic, political and social patterns in which organization exist.

Moreover, there is constant change in human resources. New individual are being

employed with their new ideas and expectations while the existing workforce is

constantly changing vis-à-vis ideas, attitudes and values.

Although the change may provide solution to some problem, it may create several

new ones. There is an urgent need to understand these problems, anticipate them and to

find solutions to them. The responsibility to find out solution to the problem lies with

ever manager who has to be prepared to deal with different changes effectively through

educational and developmental programmers. Obviously, every manager is responsible

for management of human resource – of course with the advice and help of personnel



department. Management of human resource is the essence of being a manager who has

to get things done through other. Specifically, his task relates to leading, mobilizing and

directing effort of people without which he can be a technical but not a manager. Thus,

every manager has to develop and maintain his competence in managing human resources

which have assumed utmost significance in modern organizations.

3.2 Definition

Human resource management is management functions that helps manager’s

recruit, select, train and develop members for an organization.

It focuses on the people in organization. Components of human resource are skills

knowledge value creative ability.

Human resource management While managing the human resource one has to

performance tasks like Employing the people Developing the resources Utilizing the

resource and compensating their services in tune with the job and organizational

requirements.

3.3 Importance of Human Resource Management:

The importance of HRM can be discusses under three stand points:

Social significance: management of personnel enhances their dignity by satisfying

their social needs. This is done by:

Providing suitable and most productive employment, which brings them

psychological satisfaction.

Making maximum utilization of the resources in the effective manner and paying

the employees a reasonable compensation in proportion to the contribution made by him.

1 Professional significance: By providing healthy working environment

2 it promotes teamwork in the employees. This is done by:

Marinating the dignity of the employees as a human being.

Providing maximum opportunities for personal dept.

2. Significance for individual enterprise: it can help the organization in accomplishing its

goal by:



• Creating right attitude among employees through effective motivation

• Securing willing communication operation for achieving goals fulfilling their own

social and other psychological needs like love affection esteem.

3.4 Scope of HRM

The scope of HRM is in needed vast. All major activities in the working life or a

worker from the time of his or her entry in to an organization until he or she leaves –

come under the purview of HRM. Specifically the actives included are – HR planning,

job analyses design recruitment and selection, orientation and placement, training and

development, performance appraisal and job evaluation, employee remuneration,

motivation, communication, welfare safety and health, industrial relations and the like.



3.4.1 For the sake of convenience all these functions in to seven sections

has shown in the figure.


Prospects of HRM

Industrial

Relations

Employee Maintena

nce

Employee

Motivation

Employee and

ExecutiveRemunerat

ion

Employee Hiring

Nature of HRM

Human ResourceManagem

ent


3.5 HRM Functions

Human Resource Management must perform certain functions. These functions have

Been stated while outlining the scope of HRM.

3.5.1 Supporting function

• Training and development

• Appraisal

• Placement

• Compensation

• Assessment

• Employee relation

• Benefits

• HR planning

• Union management

3.6 Introduction to Job Satisfaction

The term job satisfaction is of almost significance from the standpoint of

employee moral. It refers to employees’ general attitude towards his work

Lock defines work satisfaction has a pleasurable are positive emotional state

resulting from the appraisal of one’s work experience the extent that a person’s work

fulfils his dominate need and his consistent with his exceptions and values the work will

be satisfying.

Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as

a motivation to work. It is not self-satisfaction, happiness or self-contentment but

satisfaction on the job

The term relates to the total relationship between an individual and the employer

for which he is paid. Satisfaction does mean the simple feeling-state accomplishing the

attainment of any goal the end-state is feeling accompanying the attainment by an

impulse of its objective. Job dissatisfaction does mean absence of motivation at work.

Research workers differently described the factors contributing to the job satisfaction and

job dissatisfaction.



Hoppock describes job satisfaction as “any combination of psychological,

physiological and environmental circumstances that cause any person truthfully to say

that I am satisfied with my job”

3.7 DETERMINANTS OF JOB SATISFACTION:

According to ABRAHAM A there are two types of variables that determine the

work satisfaction of an individual.

They are

1 organization variables and

2 personal variables

3.7.1 Organizational variable:

3.7.2 Occupational level:

The higher the level of the work. The greater the satisfaction of the individual this

is because higher level work carry greater prestige and self control. People at higher level

work find most of their needs satisfied then when they are in lower level ones.

3.7.3. Work content:

The extent to which work provides the individual with interesting tasks.

Opportunities for learning and the change to accept responsibility will increase work

satisfaction.

3.7.4. Considerable Leadership :

People like to be treated with consideration. Hence considerable leadership

results in higher work satisfaction than inconsiderable leadership.

3.7.5. Pay & promotional Opportunities:

All the other things being equal these variables are positively related to work

satisfaction.

3.8 Work satisfaction will result if interaction is most satisfying i.e, when

1. It results in recognition that other person’s attitudes are similar to once own.



2. It facilitates the achievement of goals.

3.8.1 Personal variables :

For some people, it appears most jobs will be dissatisfying irrespective of the

organization conditions involved, where has for others, most work will satisfying,

personal variable like age, educational level, sex etc., are responsible for this difference.

(a) Age:

Generally there is a positive relation between the two variables up to the pre-

retirement years and then there is a sharp decrease in satisfaction. An individual

aspire for better and more prestigious work in later years of his life. Finding his

channels for advancement blocked his satisfaction declines.

(b) Educational Level :

The higher the education, the higher the reference group which the individual

looks for guidance to educate his job rewards.

(c) Role Perception:

Different individual hold different perceptions about their role that is the kind of

activities and behaviors. They should engage in performing their job successfully.

The more accurate the role perception of an individual the greater is satisfaction.

(d) Gender:

There is yet no consistent evidences as to weather women are most satisfied with

their jobs than men, holding such factors has work and occupational constant.

One might predict this to be the case, considering the generally lower

occupational aspirations of women.

3.9 Importance to Worker and Organization

Frequently, work underlies self-esteem and identity while unemployment lowers

self-worth and produces anxiety. At the same time, monotonous jobs can erode a worker's

initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job

satisfaction and occupational success are major factors in personal satisfaction, self-


http://www.answers.com/topic/absenteeism

http://www.answers.com/topic/monotonous

http://www.answers.com/topic/anxiety


respect, self-esteem, and self-development. To the worker, job satisfaction brings a

pleasurable emotional state that often leads to a positive work attitude. A satisfied worker

is more likely to be creative, flexible, innovative, and loyal.

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

motivated and committed to high quality performance. Increased productivity the quantity

and quality of output per hour worked seems to be a byproduct of improved quality of

working life. It is important to note that the literature on the relationship between job

satisfaction and productivity is neither conclusive nor consistent. However, studies dating

back to Herzberg's (1957) have shown at least low correlation between high morale and

high productivity, and it does seem logical that more satisfied workers will tend to add

more value to an organization. Unhappy employees, who are motivated by fear of job

loss, will not give 100 percent of their effort for very long. Though fear is a powerful

motivator, it is also a temporary one, and as soon as the threat is lifted performance will

decline.

Tangible ways in which job satisfaction benefits the organization include

reduction in complaints and grievances, absenteeism, turnover, and termination; as well

as improved punctuality and worker morale. Job satisfaction is also linked to a more

healthy work force and has been found to be a good indicator of longevity. And although

only little correlation has been found between job satisfaction and productivity, Brown

(1996) notes that some employers have found that satisfying or delighting employees is a

prerequisite to satisfying or delighting customers, thus protecting the "bottom line." No

wonder Andrew Carnegie is quoted as saying: "Take away my people, but leave my

factories, and soon grass will grow on the factory floors. Take away my factories, but

leave my people, and soon we will have a new and better factory"


http://www.answers.com/topic/prerequisite

http://www.answers.com/topic/longevity

http://www.answers.com/topic/punctuality-2


3.10 FACTORS INFLUENING JOB SATISFACTION

There are no. of factors that influence job satisfaction in an organization. A no. of

research studies have been conducted in order to establish some of the causes that result

in job satisfaction. These studies have revealed consistent correlation of certain variables

with the job satisfaction. These factors are given below:

3.11 Organizational factors :

3.11.1Salaries and wages :

Wages do play a significant role in determining of satisfaction. Salaries and wages is

instrumental in fulfilling so many needs. Money facilities the obtaining of food, shelter,

and clothing and provides the means to enjoy valued leisure interest outside of work.

More over, salary can serve as symbol of achievement and a source of recognition.

Employees often see pay as a reflection of organization. Fringe benefits have not been

found to have strong influence on job satisfaction as direct wages.

3.11.2 Promotion chances: Promotion chances considerably affect the job satisfaction

because of the following reasons:


sOURCES OF JOB SATISFACTION

Organizational factors

Work environment factors

Work itself Personal factors


Firstly, promotion indicates an employee’s worth to the organization which is highly

moral boosting. This is particularly true in case of high level jobs.

Secondly, employee takes promotion as the ultimate achievement in his career and when

it is realized, he feels extremely satisfied.

Thirdly, promotion involes positive changes e.g. high salary, less supervision, increased

status etc which enhances job satisfaction.

3.11.3 Company policies : Organizational structure and policies also play an important

role in affection job satisfaction of employees. An autocratic and highly authoritative

structure causes resentment among the employees as compared to a structure which is

more open and democratic in nature.

3.12 Work environment factors :

1). Supervision :

Two dimensions of supervisor style:

• Employee centered or consideration supervisors who establish a Supportive

personal relationship with subordinates and take a personal Interest in them.

• The other dimension of supervisory style influence participation in Decision

making, employee who participates in decision that affect their Job, display a much

higher level of satisfaction with supervisor an the Overall work situation.

2). Work group :

The nature of the work group or team will have effect on job satisfaction in the following

ways:

• A friendly and cooperative group provides opportunities to the group members to

interact with each other.

• The work group group will be even stronger sources of satisfaction when

members have similar attitudes and values.

• Smaller groups provide greater opportunity for building mutual trust and

understanding as compared to larger groups.

Thus, group size and quality of interpersonal relations within the group play a

significant role in workers satisfaction.

3).Working condition:



The employees desire good working condition because they lead greater physical

comfort. The working conditions are important to employees because they can influence

life outside of work. If people are require to work long hours and / or overtime, they will

have very little felt for their families friends and recreation outside work. So the working

conditions inside the organization should be favorable.

Along with pay, the content of the work itself plays a very major role in

determining how satisfied employees are with their jobs. By and large, workers want jobs

that are challenging; they do want to be doing mindless jobs day after day. The two most

important aspect of the work itself that influence job satisfaction are variety and control

over work methods and work place.

In general, job with a moderate amount of variety produce the most job

satisfaction. Jobs with too little variety cause workers to feel bored and fatigue. Jobs with

too much variety and stimulation cause workers to feel psychologically stressed and

‘burnout’.

• Job scope: It provides the amount of responsibility , work pace and feed back.

The higher the level of these factors , higher the job scope and higher level of

satisfaction.

• Variety: A moderate amount of variety is very effective. Excessive variety

produces confusion and stress and too little variety causes monotony and fatigue

which are dissatisfiers.

• Lack of autonomy and freedom: Lack of autonomy and freedom over work

methods and work pace can create helplessness and dissatisfaction.

Employees do not like strict supervision.

• Interesting work: A work which is very interesting and challenging and gives

status , provides satisfaction to the employees.

• Role ambiguity and role conflict also lead to confusion and job job dissatisfaction

because employees do not know exactly what their task is and what is expected of

them.

3.13 Personal factors:



• Age and seniority: With age, people become more mature and realistic and less

idealistic so that they are willing to accept available resources and rewards and be

satisfied about the situation. With the passage of time , people move into more

challenging and responsible positions. People who do not move up at all with time

are more likely to be dissatisfied with their jobs.

• Tenure: Employees with longer tenure are expected to be highly satisfied with

their jobs. Tenure assures job security , which is highly satisfactory to employees.

They can easily plan for their future without any fear of losing their jobs.

• Personality: Some of the personality traits which are directly related to job

satisfaction are self assurance, self esteem, maturity , challenge and responsibility.

Higher the person is on Maslows needs hierarchy , the higher is the job

satisfaction. This type of satisfaction comes from within the person and is a

function of his personality.

3.14 Creating Job Satisfaction

So, how is job satisfaction created? What are the elements of a job that create job

satisfaction? Organizations 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 the 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


http://www.answers.com/topic/congenial

http://www.answers.com/topic/aspire


• Flexible benefits, such as child-care and exercise facilities

• Up-to-date technology

• Competitive salary and opportunities for promotion

Probably the most important point to bear in mind when considering job satisfaction

is that there are many factors that affect job satisfaction and that what makes workers

happy with their jobs varies from one worker to another and from day to day. Apart from

the factors mentioned above, job satisfaction is also influenced by the employee's

personal characteristics, the manager's personal characteristics and management style, and

the nature of the work itself. Managers who want to maintain a high level of job

satisfaction in the work force must try to understand the needs of each member of the

work force. For example, when creating work teams, managers can enhance worker

satisfaction by placing people with similar backgrounds, experiences, or needs in the

same workgroup.



DATA ANALYSIS AND INTERPRETATION

1. “Satisfaction level with salary”

Table

Satisfaction level with salary in the

organization

Highly

Satisfied

Satisfied Not satisfied

%age 10 70 20

Graph

0

10

20

30

40

50

60

70

HighlySatisfied satisfied Not satisfied

% of respondents

Interpretation

The table shows the satisfaction level with the salary received by an employee within the

organization. From the data collected it can be analyzed that 10% are Highly satisfied

70% are satisfied & 20%are not satisfied respectively towards benefits received from the

organization.



2. “Level of satisfaction with the additional benefit”

Table

Level of satisfaction with the additional

benefits

Highly

Satisfied


%age 16 56 28

Graph

0

10

20

30

40

50

60

HighlySatisfied

satisfied Notsatisfied

% of respondent

Interpretation

This table shows the satisfaction with additional benefits received by an employee within

the organization. From the data collected it can be analyzed that 16% of employees are

Highly satisfied, 56% are satisfied and 28% are not satisfied respectively in case of

additional benefits received from the organization.



3. “ Level of satisfaction with working condition ”

Table

Level of satisfaction with working

condition

Highly

Satisfied


%age 24 64 12

Graph

0

10

20

30

40

50

60

70

HighlySatisfied satisfied Not satisfied

% of respondent

Interpretation

This table shows the satisfaction level with working condition within the organization.

From the data collected it can be analyzed that 24%areHighly satisfied, 64% are satisfied

and 12% are not satisfied respectively towards working condition within the organization.



4.“Are you satisfied with the present position in your company”

Table

Are you satisfied with the present

position in your company

Highly

Satisfied

Satisfied Not

Satisfied

%age 30 62 8

Graph

0

10

20

30

40

50

60

70

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with present position within the organization. From

the data collected it can be analyzed that 30%areHighly satisfied, 62% are satisfied and

8% are not satisfied respectively towards working condition within the organization



5. “level of satisfaction regarding the working environment”

Table

level of satisfaction regarding the

working environment

Highly

Satisfied

Satisfied Not

Satisfied

%age 32 62 6

Graph

0

10

20

30

40

50

60

70

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with regarding the work environment in the

organization. From the data collected it can be analyzed that 32%areHighly satisfied, 62%

are satisfied and 6% are not satisfied respectively towards working condition within the

organization.



6. Are you satisfied with your working hours?

Table

level of satisfaction regarding the

working hours

Highly

Satisfied

Satisfied Not

Satisfied

%age 28 62 10

Graph

0

10

20

30

40

50

60

70

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with working hours within the organization. From

the data collected it can be analyzed that 28%are highly satisfied, 62%are satisfied and

10% are not satisfied respectively towards working hours within the organization.



7. Do you have any other source of income

Table

Do you have any other

source of income

Yes No

%age 8 92

Graph

0

20

40

60

80

100

Yes No

% of respondent

Interpretation

This table shows the8% employees have other source of income and 92% of employees

does not having any other source of income.



8. “Satisfaction level with company pay over time allowances”

Table

satisfaction level with company pay

over time allowances

Highly

Satisfied

Satisfied Not

satisfied

%age 14 66 20

Graph

0

10

20

30

40

50

60

70

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with the over time allowances provided by the

organization. From the data collected it can be analyzed that 14% are Highly

satisfied,66% are satisfied and 20% are not satisfied respectively towards the over time

allowances provided by the organization.



9. “Level of satisfaction with the relationship existing with subordinates and

superiors”

Table

Level of satisfaction with the

relationship existing with subordinates

and superiors

Highly

Satisfied

Satisfied Not

satisfied

%age 38 46 16

Graph

0

10

20

30

40

50

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with the relationship existing with subordinates

and supervisors within the organization. From the data collected it can be analyzed that

38% are highly satisfied, 46% are satisfied and 16% are not satisfied respectively towards

with the relationship existing with subordinates and supervisors within the organization.



10. “Level of satisfaction with the job security in the organization”

Table

Level of satisfaction with the job

security in the organization

Highly

Satisfied

Satisfied Not

satisfied

%age 28 42 30

Graph

0

10

20

30

40

50

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with the job security within the organization. From

the data collected it can be analyzed that 28% are highly satisfied, 42% are satisfied and

30%are not satisfied respectively towards the job security in the organization.



11. “How much you satisfied with the culture practiced in the organization”

Table

How much you satisfied with the

culture practiced in the organization

Highly

Satisfied


%age 30 58 12

Graph

0

10

20

30

40

50

60

HighlySatisfied


Highly Satisfied

Satisfied

Not satisfied

Interpretation

This table shows the satisfaction level with culture practiced within the organization.

From the data collected it can be analyzed that 30% are highly satisfied, 58% are satisfied

and 12% are not satisfied respectively towards with culture practiced in the organization.



12. “Satisfaction level with the relation with peers”

Table

Satisfaction level with the relation

with peers

Highly

Satisfied

Satisfied Not

satisfied

%age 56 14 30

Graph

0

10

20

30

40

50

60

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with the relation with peers within the

organization. From the data collected it can be analyzed that 56% are highly satisfied,

14% are satisfied and 30% are not satisfied respectively towards with the relation with

peers within the organization.



13. “Satisfaction level with the training provided by the organization”

Table

Satisfaction level with the training

provided by the organization

Highly

Satisfied

Satisfied Not

satisfied

%age 16 72 12

Graph

0

10

20

30

40

50

60

70

80

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with the training provided by the organization.

From the data collected it can be analyzed that 16% are highly satisfied72% are satisfied

and 12% are not satisfied respectively towards the training provided by the organization.



14. “Satisfaction level with the recognition by management in the

organization”

Table

Satisfaction level with the

recognition by management in the

organization

Highly

Satisfied

Satisfied Not

satisfied

%age 19 67 14

Graph

0

10

20

30

40

50

60

70

HighlySatisfied

satisfied Not satisfied

% of respondent

Interpretation

This table shows the satisfaction level with recognition by management i within the


67% are satisfied and 14% are not satisfied respectively towards recognition by

management in the organization.



15. “Satisfaction level with the innovative practices/technology, employed

in the organization”

Table

Satisfaction level with the innovative

practices/technology, employed in

the organization

Highly

Satisfied

Satisfied Not

satisfied

%age 14 56 30

Graph

0

10

20

30

40

50

60

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with the innovative practices/technology,

employed within the organization. From the data collected it can be analyzed that 14%

are highly satisfied, 56% are satisfied and 30% are not satisfied respectively towards the

innovative practices/technology, employed in the organization.



16. “Satisfaction level with the amount of leave offered in the organization”

Table

Satisfaction level with the amount of

leave offered in the organization

Highly

Satisfied

Satisfied Not

satisfied

%age 18 54 28

Graph

0

10

20

30

40

50

60

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with amount of leave offered within the


54% are satisfied and 28% are not satisfied respectively towards amount of leave offered

in the organization.



17. How much are you satisfied with the communication system of your organization

Table

Satisfaction level with the amount of

leave offered in the organization

Highly

Satisfied

Satisfied Not

satisfied

%age 41 42 18

Graph

0

10

20

30

40

50

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with communication system within the


42% are satisfied and 18% are not satisfied respectively towards benefit received from the

organization.



18. How much are you satisfied with the company’s policies?

Table

How much are you satisfied

with the company’s policies

Highly

Satisfied

Satisfied Not

satisfied

%age 10 68 22

Graph

0

10

20

30

40

50

60

70

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with company policies within the organization.


and 22% are not satisfied respectively towards company policies from the organization.



19. “Satisfaction level with the incentives provided by the organization

Table

Satisfaction level with the incentives

provided by the organization

Highly

Satisfied

Satisfied Not

satisfied

%age 8 38 54

Graph

0

10

20

30

40

50

60

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with the incentives provided by the organization.


and 54% are not satisfied respectively towards the incentives provided by the

organization.



20. “Satisfaction level with physical environment of the organization”

Table

Satisfaction level with physical

environment of the organization

Highly

Satisfied

Satisfied Not

satisfied

%age 32 53 15

Graph

0

10

20

30

40

50

60

HighlySatisfied


% of respondent

Interpretation

This table shows the satisfaction level with physical environment within the

organization. From the data collected it can be analyzed that 32% are highly

satisfied, 53% are satisfied and 15% are not satisfied respectively towards

physical environment of the organization.



FINDINGS

The success of every organization depends on the employee is satisfied the most;

the performance will be up to the satisfactory level. Here most of the employees

are having satisfaction of their work.

Job can be always performed to a satisfactory level, if all the adequate information

is available to the employees. Here most of the employees are satisfied with the

channel of the communication & information low with team work & cooperation,

any difficult work can be done with ease. But there is little ambiguity present in

the employees about the communication to the superiors/ supervisors in the work

place.

Authority and delegation are the decentralized process which gives equal

responsibility to each and every employee. In the organization most of the

employees are satisfied with their work load in organization & they are clear

about their roles & responsibilities, also the every department having their own

superiors for better guidance.

Training gives the employees more skills to the work effectiveness & efficiency.

In the organization many of the employees felt that training is much more needed.

i.e 20% of the non- technical employees & 10% of technical employees felt the

training is not adequate.

The financial package paid to an employee for the service he has rendered

remuneration if considered to be more by an employee may always lead to more

productivity. So in short we can link remuneration with job satisfaction. So the in

organization the dissatisfaction level is less than 16&20% respectively with non

technical & technical employees, so it leads to effectiveness of the organization.

The working conditions are one of the factors which are related to the satisfaction

of the employees. Here the most of the employee’s i.e 87& 90% respectively with



non technical & technical employees are very much satisfied about the working

environment.

Benefits are the one of the factor, which will leads to the productivity of the

employee. in this organization, the employees are much satisfied with the benefit

package.

Recreational facilities rejuvenate the employees working capacity and helps in

productivity. In the organization this recreation is good but not up to very much

satisfied level.

Highest number of respondents think that better growth prospects is the most

important factor exiting of the job. Most of the respondents also felt that need for

increased responsibility is the most influential factor for quitting a job.

The highest number of respondents perceives their job related aspects at par with

the other colleague in the company.



SUGGESTIONS

Provision of reasonable wages plays an important role in improving the standard

of living. This single factor is important for a worker than any other. So, the

company must provide adequate wages to the workers.

The company should providing additional benefit like transportation, incentives,

its will helps to employees to work effectively.

Systematic planning reduces hurdles at workplace and it ensures smooth flow of

work methods. So, the present method of planning the work would be maintained

as before to attain the goals very effectively

Management should recognize talents and encourage them to grow in the

organization

Organization should try to adopt certain measures to enhance team spirit and co-

ordination among the employees.

Employees performance should be appraised from time to time so that

organization can come to know about the efficiency of the organization

Adopt modern technology which is highly competitive

Performance based rewards and recognitions

Organization can try and increase the level of workers participation in decision

making.\

More attention should be given for overall development of employees welfare

facilities

Organization can motivate individual through proper counseling and guidance

Organization may consider for arranging transportation facilities

Reduce working hours at least by 30 min to 1hour to motivate the employees

Overtime allowances are sometimes resourceful factors for organizational value

and its hike factors



CONCLUSION

Findings and suggestion are based on the survey conducted and these points are to

be looked into and steps are to be taken in this regard for higher growth.

Job satisfaction is a positive approach about one’s job resulting from an evaluation

of its characteristics. Job satisfaction represents an attitude rather than behavior. They

believe that satisfied employees are more productive than dissatisfied has been a basic

tenet. A person with a high level of job satisfaction holds positive feelings about the job.

When people speak of the employee attitudes more often than not they mean job

satisfaction.

It is very tough job for HR department to ensure job satisfaction among staff.

Employees will not be just happy with pay cheque, a good position and prestige.

They also want a constant feeling of well being, demand better work & family life

balance, and look to the organization for fulfilling even their community needs. These

highlighted expectations result in dissatisfaction, and finds true job happiness remains an

unfulfilled dream all the job hopping not withstand.

Thus the overall job satisfaction of employees at Bharathi Associates is very high.

The employees at Bharathi Associates have a very good high regard and respect towards

the company’s image and future of the organization.

From the previous chapter data we can conclude that most of the employees were

satisfied with the under shown areas,

• Salary

• Benefits

• Workload

• Culture practices of the company

• Incentives

• Job security

• Working hours

• Working environment



BIBLIOGRAPHY

Pattanayak Human Resource Management- Third Edition

V.S.P. Rao Human Resource Management- Second Edition

S.S.Khanka- S. Chand Organizational Behavior – Third Revised Edition 2005

• www.google.com

• www.wikipedia.com

• www.bharathiassociates.com


http://www.wikipedia.com/

http://www.google.com/


ANNEXURE

Dear Sir/ Madam,

I am Suneetha, IV semester M.B.A, student of HRIHE, HASSAN, doing my

project work entitled “Level of Employee Job Satisfaction in Bharathi Associates

HASSAN”. So I request you to give me your valuable feedback on questionnaire. The

information will be kept confidential and used for academic purpose only.

NAME: ………………………………………….

AGE: ……………………………….

GENDER: …………………………………….

MARITAL STATUS…………………………..

1) The level of satisfaction with the salary

1) Highly Satisfied [ ] 2) Satisfied [ ] 3) Not satisfied [ ]

2) The level of satisfaction with the additional benefit

1) Highly Satisfied [ ] 2)Satisfied [ ] 3)Not Satisfied [ ]

3) The level of satisfaction with working condition

1) Highly Satisfied[ ] 2) Satisfied[ ] 3)Not satisfied [ ]

4) Are you satisfied with the present position in your company?

1) Highly satisfied [ ] 2) Satisfied [ ] 3) Not satisfied [ ]

5) What is your level of satisfaction regarding the working environment

1) Highly satisfied [ ] 2) Satisfied [ ] 3) Not satisfied [ ]



6) Are you satisfied with your working hours

1) Highly satisfied[ ] 2) Satisfied[ ] 3) Not satisfied [ ]

7) Do you have any other source of income

1) Yes [ ] 2) No [ ]

8) Are you satisfied with the over time allowances

1) Highly satisfied[ ] 2) Satisfied[ ] 3) Not satisfied

9) Are you satisfied with the relationship existing with subordinates and

superiors

1) Highly satisfied[ ] 2) Satisfied[ ] 3) Not satisfied[ ]

10) Are you satisfied with the job security in the organization?

1) Highly satisfied [ ] 2)Satisfied [ ] 3) Not satisfied [ ]

11) How much you satisfied with the culture practiced in the organization

1) Highly satisfied[ ] 2) satisfied[ ] 3) Not satisfied [ ]

12) How much are you satisfied with the relationship with your peers

1) Highly Satisfied[ ] 2)Satisfied [ ] 3) Not Satisfied[ ]

2)

13) How much are you satisfied with the training provide to you with the

organization

1) Highly satisfied[ ] 2) Satisfied[ ] 3) Not satisfied



14) How much are you satisfied with the recognition by management

1) Highly satisfied[ ] 2) Satisfied [ ] 3) Not satisfied

15) How much you are satisfied with the innovative practices/technology, employed

in the organization

1) Highly Satisfied[ ] 2)Satisfied [ ] 3)Not Satisfied [ ]

16) . Are you satisfied with the amount of leave offered in the organization

1) Highly Satisfied[ ] 2)Satisfied [ ] 3) Not Satisfied[ ]

17) How much are you satisfied with the communication system of your

organization

1) Highly Satisfied[ ] 2)Satisfied [ ] 3)Not satisfied [ ]

18) How much are you satisfied with the company’s policies?

1) Highly Satisfied [ ] 2) Satisfied [ ] 3) Not Satisfied [ ]

19) How much Satisfied with the incentives provided by the organization

1) Highly Satisfied[ ] 2)Satisfied [ ] 3)Not Satisfied [ ]

20) How much you Satisfied with physical environment of the organization

1) Highly Satisfied[ ] 2)Satisfied[ ] 3)Not Satisfied [ ]

…………………………………………………………………………………Signature


a study on level of employee job satisfaction conducted at bharathi associates ltd

Business