Download - ravneet frp
-
8/2/2019 ravneet frp
1/87
A
RESEARCH PROJECT REPORT
ON
A CASE STUDY OF JOB SATISFACTION AMONG HCL
EMPLOYEES
SUBMITTED IN
PARTIAL FULLFILLMENT OF REQUIREMENT
OF DEGREE IN BACHELOR
OF BUSINESS ADMINSTRATION (BBA)
(SESSION 2009-12)
UNDER THE SUPERVISION OF:
SUBMITTED BY:
MRS. NAMRATA ANAND RAVNEET KAUR
LECTURER, MMIM, MMU ROLL NO. 1209039
MM INSTITUTE OF MANAGEMENT
MAHARISHI MARKANDESHWAR UNIVERSITY,
MULLANA (AMBALA) HARYANA-133207
1
-
8/2/2019 ravneet frp
2/87
DECLARATION
I here by declare that the project report titled a case study of job
satisfaction among HCL employees submitted in partial fulfillment of
the requirements of the degree of Bachelor of Business Administration to
Maharishi Markandeshwar University, Mullana, India, is my original work
and not submitted for the award of any other degree, diploma, fellowship, or
any other similar title or prizes.
Place:
Date:
2
-
8/2/2019 ravneet frp
3/87
CERTIFICATE
Certified that the research project entitled a detailed study of the
job satisfaction of employees in HCL is an original piece of
work done by Miss Ravneet Kaur Roll No 1209039 during the
period of her study under my guidance for the award of the degree
of Bachelor of Business Administration (BBA).
Mrs Namrata Anand
(LECTURER)
MMIM, M M UNIVERSITY
MULLANA, AMBALA
3
-
8/2/2019 ravneet frp
4/87
ACKNOWLEDGEMENT
I take this opportunity to bestow my gratitude to all who helped me during
the course of the project for their aspiring guidance, invaluably constructive
criticism and kind advice throughout the project work. I am sincerely
grateful to them for sharing their sincere and illuminating views on a number
of issues related to the project.
I express my heartfelt thanks to Ms. Namrata Anand for her support &
guidance and all staff and my friends who helped me in completing this
report.
Ravneet Kaur
4
-
8/2/2019 ravneet frp
5/87
5
Chapter no. CONTENTS Page no.
I DECLARATION 02
II CERTIFICATE 03
III ACKNOWLEDGEMENT 04
IV EXECUTIVE SUMMARY 06-07
1. INTRODUCTION 08
1.1 INTRODUCTION OF THE TOPIC 09-21
1.2 COMPANY PROFILE22-38
2. REVIEW OF LITERATURE 39-43
3. RESEARCH METHODOLOGY 44-45
3.1 Selection of the Topic 46
3.2 Objective of The Study 46
3.3 Nature of The Study 47
3.4 Sampling Procedure And Design 48
3.5 Method of Data Collection 49
3.6 Analysis And Interpretation of Data 50
3.7 Scope of The Study 51
3.8 Significance of The Study 51
3.9 Limitation of The Study 52
4. ANALYSIS AND INTERPRETATION 53-73
5. FINDING AND CONCLUSIONS 74-76
6. SUGGESTION AND RECOMMENDATIONS 77-79
7. ANNEXTURE 80
7.1 QUESTIONAIRE 81-83
7.2 BIBLIOGRAPHY 84
-
8/2/2019 ravneet frp
6/87
EXECUTIVE SUMMARY
Companies have three responsibilities, to make a profit, to satisfy
employees and to be socially responsible - Peter Drucker.
As we go by the above thought of management thinker Peter Drucker we
come to know that how vital is employee satisfaction to todays business
world. This project A Detailed Study Of Job Satisfaction Among The
Employee In HCL is used to describe whether employees are happy ,
contented and fulfilling their desires and needs at work. Many measures
purport that employee satisfaction is a factor in employee motivation,
employee goal achievement, and positive employee morale in the workplace.
Factors contributing to employee satisfaction include treating employees
with respect, providing regular employee recognition, empowering
employees, offering above industry-average benefits and compensation,
providing employee perks and company activities, and positive management
within a success framework of goals, measurements, and expectations.
Measures taken by management help in keeping the morale and motivation
of the employees high so as to keep them satisfied and retain them for longer
duration. The measures need not be in monetary terms only but in any
kind/forms.
6
http://www.afterquotes.com/great/people/peter-drucker/index.htmhttp://www.afterquotes.com/great/people/peter-drucker/index.htm -
8/2/2019 ravneet frp
7/87
This survey conducted on the employees helps to encourage the human
problems to be brought out and gives an opportunity to the employees to
express their feelings, fears, doubts and dissatisfaction. Management can
learn what the employee think about their respective jobs and how much
satisfied are they.
The aim of this project was to study the views of employees keeping in view
various factors i.e. organizational and personal factors of employees working
at HCL LEARNING.
Under this research topic it was to study the existing organization structure
and satisfaction level of employees and suggesting the improvement
accordingly. The collection of information involved conducting survey from
the employees ofHindustan Computers Limited LEARNING.
7
-
8/2/2019 ravneet frp
8/87
CHAPTER-1
INTRODUCTION
8
-
8/2/2019 ravneet frp
9/87
INTRODUCTION OF THE TOPIC:-
Job satisfaction is the end feeling of a person after performing a task. To the
extent that a person's job fulfills his dominant needs and is consistent with
his expectation and values, the job will be satisfying. The feeling would be
positive or negative depending upon whether need is satisfied or not.
Job satisfaction is different from motivation, morale and attitudes.
Motivation refers to the willingness to work. Satisfaction, on the other hand,
implies a positive emotional state. Morale implies a general attitude towards
work and working environment.
The following definitions can be quoted on job satisfaction: -
"Job satisfaction is the combination of psychology, physiological and
environmental circumstances that causes a person to truthfully say, "I am
satisfied with my job." Hop pock (1935)
9
-
8/2/2019 ravneet frp
10/87
DIMENSIONS OF JOB SATISFACTION
Job satisfaction iscomplex concept and difficult to measure objectively. The
level of job satisfaction is affected by a wide range of variables relating to
individual, social, cultural, organizational and environmental factors which
are as follows: -
Individual factors: - Personality, education, intelligence and abilities, age,
marital status, orientation to work.
Social factors: - Relationships with co-workers, group working and norms,
opportunities for interaction, informal relations, etc.
Cultural factors: - Attitudes, beliefs and values.
Organizational factors: - Nature and size, formal structure, personnel
policies and procedures, individual relations, nature of work, technology and
work organization, supervision and style of leadership, management
systems, working conditions.
10
-
8/2/2019 ravneet frp
11/87
ENVIRONMENTAL FACTORS:-
(1) Nature of job: - Nature of job determines job
satisfaction, which is in the ENVIRONMENTAL
FACTORS
form of occupational level and job content.
(a) Occupational level: - The higher the level of jobs in organizational
hierarchy the greater the satisfaction of the individual. This is because
positions at higher levels are generally better paid, more challenging and
provides greater freedom of operation..
(b) Job content: - Herzberg suggested that job in term of achievement,
recognition, advancement, responsibility and the work itself tend to provide
satisfaction but their absence does not cause dissatisfaction
(2) Company and administrative policies: - An organization's policies can be
a great source of frustration for employees if their policies are unclear or
unnecessary or if not everyone is required to follow them.
(3) Nature of supervision: - The type of supervision affects job satisfaction
as in each type of supervision, the degree of importance attach to individual
varies. The employees-oriented supervisory style enhances job satisfaction
as the ladder looks after subordinates carefully, display friendships, respect
and warmth etc., towards them.
11
-
8/2/2019 ravneet frp
12/87
(4) Working conditions: - Working conditions, particularly physical work
environment, in which people work like conditions of work place associated
facilities for performing the job has a tremendous effect on their level of
pride for themselves and for the working they are doing
(5) Salary and Rewards: - An economic reward plays a significant role in
influencing job satisfaction. This is because of two reasons: -
Firstly, money is an important instrument in fulfilling one's needs; and
Secondly, employees often see pay as a reflection of management's
concern for them. Employees want a wage pay system, which is
simple, fare and line with their expectation.
(6) Opportunities for promotion: - Promotional opportunities affect job
satisfaction considerably. The desire for promotion is generally strong
among higher level employees as it involves change in job content, pay,
responsibilities, autonomy, status and the like
(7) Nature of work group: - Individuals work in-group either created
formally or they develop on their own to seek emotional satisfaction at the
work place. To the extent such groups are cohesive; the degree of
satisfaction is high
12
-
8/2/2019 ravneet frp
13/87
(8) Employee morale: - If the employee morale in an organization is higher,
satisfaction with job is likely to be higher and vice-versa. The workers will
be loyal to the organization if their moral will be higher
(9) Work itself: - Perhaps most important to employee motivation is helping
individual believe that the work they are doing is important and their task are
meaningful. The company should emphasize that their contribution to the
organization results in positive outcomes.
(10) Recognition: -Individuals at all level of ted for their achievements on
the job.
13
-
8/2/2019 ravneet frp
14/87
14
-
8/2/2019 ravneet frp
15/87
PERSONAL FACTORS
Personal factors exercise a significant influence on job satisfaction. The
main elements of personal factors are given below: -
(1) Age: - Some research studies reveal a positive correlation between age
and job satisfaction. Workers in the advancement age group tend to be more
satisfied probably because they have adjusted with their job conditions.
(2) Sex: - One study revealed that women are less satisfied than men due to
fewer job opportunities for female. But female workers may be more
satisfied due to their lower occupational aspirations.
(3) Education level: - Generally more educated employee tend to be less
satisfied with their jobs probably due to their higher job aspirations.
However, research does not yield conclusive relationship between two
variables.
(4) Marital Status: - The general impression is that married employees and
employees having more dependent tend to be more dissatisfied due to their
greater responsibilities.
15
-
8/2/2019 ravneet frp
16/87
MEASURES TO IMPROVE JOB SATISFACTION
Job satisfaction plays a significant role in the organization. Therefore,
managers should take concrete steps to improve the level of job satisfaction.
These steps may be in the form of: -
job redesigning to make the job more interesting and
challenging,
improving quality of work life,
linking rewards with performance and
improving organizational climate.
Harrell points out that management may take several measures to increase
job satisfaction. He suggested measures to improve job satisfaction with
regards to several factors: -
Personal factors
Factors inherent in the job
Factors controllable by management
16
-
8/2/2019 ravneet frp
17/87
THEORIES OF JOB SATISFACTION
The main theoretical approaches of job satisfaction are as follows: -
1. Need Fulfillment Theory
2. Equity Theory
3. Two Factor Theory
4. Discrepancy Theory
5. Equity Discrepancy Theory
6. Social Reference Group Theory
1. Need Fulfillment Theory: - According to this theory a person is
satisfied when he gets from his job what he wants. The more he wants
something or the more important it is to him, the more satisfied he is
when he receives it. According toR.H. Schaffer,job satisfaction will
vary directly with the extent to which those need of an individual which
can be satisfied are actually satisfied.
17
-
8/2/2019 ravneet frp
18/87
2. Equity Theory: - Under this theory, it is believed that a persons job
satisfaction depends upon his perceived equity as determined by his
input-output balance in comparison with the input-output balance of
others.
18
-
8/2/2019 ravneet frp
19/87
EQUITY THEORY OF JOB SATISFACTION
3. Two Factor Theory: - Frederick Herzberg and his colleagues
developed the two-factor theory. According to this theory satisfaction
and dissatisfaction are interdependent of each other and exist on a
separate continuum.
19
Perceivedpersonalinputs
Perceived
outcomes
actuallyreceived
A
A=B
SatisfactionABGuiltDiscomfort
Perceivedinputs ofcomparisonothers
Perceivedoutcomes ofcomparisonothers
Perceivedpersonal
outcomesthat shouldbe received
B
-
8/2/2019 ravneet frp
20/87
4. Discrepancy theory : - According to this theory job satisfaction
depends upon what a person actually receives from his job and what
he expects to receive. When the rewards actually received are less
than the expected rewards it causes dissatisfaction
DISCREPANCY APPROACH TO JOB SATISFACTION
20
Perceivedoutcomesreceived
B
A=BPerceived
satisfactionA>B
Dissatisfaction
A
-
8/2/2019 ravneet frp
21/87
5. Equity Discrepancy Theory: - This is a combination of equity and
discrepancy theories. Lawlerhas adopted the difference approach of
discrepancy theory rather than the ratio approach of equity theory.
EQUITY DISCREPANCY THEORY OF JOB SATISFACTION
21
Perecivedpersonal jobinputs
Perceivedinput andoutcomes ofdifferentgroups
Perceived
amountreceived
Perceived amountthat should bereceived
A = B SatisfactionA > BDissatisfactionA < B Guilt inequity
discomfort
PerceivedOutcomes ofdifferent groups
Actual outcomesreceived
A
-
8/2/2019 ravneet frp
22/87
AIMS OF A JOB SATISFACTION STUDY
1. It gives management an indication of general levels of satisfaction
in a company. Surveys also indicate specific areas of satisfaction or
dissatisfaction as compared to employee services and particular
group or employees.
2. It leads to valuable communication brought by a job satisfaction
survey. Communication flows in all directions as people plan the
survey, take it and discuss the results. Upward communication is
especially fruitful when employees are encouraged to comment
about what they really have in their minds instead of merely
answering questions about topics important to management.
3. As a survey is a safety value, an emotional release, a chance to
things get off. The survey is a tangible expression of managements
interest in employee welfare, which gives employees a reason to
feel better toward management.
22
-
8/2/2019 ravneet frp
23/87
4. Job satisfaction surveys are a useful way to determine certain training
needs. Job satisfaction surveys have been found to be useful in determining
needs of various levels of supervisors in different functions.
5. Job satisfaction survey are useful for identifying problems that may arise.
Job satisfaction significantly contributes to employee productivity and
morale. An industrial organization can be substantially benefited if it cares
to develop general individual attitudes in its personnel that can effectively
contribute to job satisfaction. If an organization appropriately discovers
attitudes on factors related to the job, it can take necessary steps to prevent
bad situations and thereby improve the job satisfaction of its employees.
23
-
8/2/2019 ravneet frp
24/87
COMPANY PROFILE:
Computers and Information Technology - Industry Overview
Information science is the science that investigates the properties and
behaviors of information, the forces governing the flow of information, and
the means of processing information for optimum accessibility and usability.
The field is derived from those related to mathematics, logic, linguistic,
psychology, computer technology, graphic arts, management and other fields.
A nations development potential depends upon its ability to
continuously educate its population and its ability to create armies if skilled
manpower. In particular, use of Information Technology (IT) in acquiring
knowledge and skill has become an essential element in education and
training. These IT elements in the educational process have magical effects.
Higher education without the support of IT makes the lives of learner and
teachers equally difficult. A nations intellectual strength depends upon IT
support. The use of computing and communication technology to enhance the
efficacy of transaction and productivity is the driving force in this new era of
social and economic transformation in the new society called InformationSociety.
24
-
8/2/2019 ravneet frp
25/87
A strong IT structure can give an institution a competitive advantage for the
best students and faculty and an advantage in competition for absorbing
external research and grants to execute studies, research etc. in a short time
and with great resolution.
IT with reference to TECHNOLOGY IN EDUCATION encompasses one or
more of the following:
Vocational training tools, such as CBT (Computer Based
Training), CAD (Computer Aided Design), etc.
Computer and computer-based systems for instructional delivery
and management, e.g. CAI (Computer Aided Instructions) etc.
Internet/web based education e.g. not only educational
information with text, graphics but also courses are offered by
various web sites.
25
-
8/2/2019 ravneet frp
26/87
LEADERSHIP @ HCL
Shiv NadarFounder - HCL, and,
Chairman & Chief Strategy Officer- HCL Technologies
At a time when India had a total of 250 computers, Shiv Nadar led a young
team which passionately believed in and bet on the growth of the IT
industry. That vision in 1976, born out of a Delhi "barsaati", akin to a garage
start-up, has resulted 3 decades later in a $5 billion global transformational
technology enterprise today.
26
-
8/2/2019 ravneet frp
27/87
Ajay Chowdhry
Founder - HCL, and,
Chairman & CEO- HCL Infosystems
An engineer by training, Ajay Chowdhry is one of the six founder members
of HCL, India's leading Technology and IT Enterprise. HCL, India's original
IT garage start-up founded in 1976, is today a US$ 5 billion Global
Enterprise. Ajay took over the reins of HCL Infosystems, the flagship
company of the group, as President and CEO in 1994. He was appointed the
Chairman of HCL Infosystems in November 1999. The credit of setting up
HCL's overseas operations, starting with Singapore in 1980 goes to him.
During this tenure he extensively covered South Asian Markets including
Malaysia, Thailand, Hong Kong, Indonesia, and the People's Republic of
China, expanding business operations, which paved the way towards
enhancing HCL's core competencies in bringing the best internationaltechnologies to the domestic market.
27
-
8/2/2019 ravneet frp
28/87
Vineet NayarCEO - HCL Technologies
Vineet Nayar is chief executive officer and whole time board director of
HCL Technologies, Ltd., (HCLT), one of the worlds fastest-growing
information technology services company with 55,000 employees spread
across 26 countries and one that has become recognized around the world
for its innovative management practices. IT services and solutions, ensuring
customer engagement around the cornerstones of trust, transparency &
transformation and empowering HCLites through the Employee First
CustomerSecond (EFCS) philosophy. Vineet joined HCL in 1985 after earning
his MBA from XLRI, one of the leading business management schools in
Asia. In 1993, he started his own company, Comnet, where he pioneered
many of the innovative management practices like EFCS which is now
taught as a case study at Harvard Business School.
28
-
8/2/2019 ravneet frp
29/87
Koushik Chatterjee
Head - LEARNING
At HCL, the concept of people-empowerment has been our guiding
force through an eventful journey of over three decades having made
HCL a $5.1 billion global conglomerate. HCL has played a pioneering
role in creating and transforming the IT& IT Enabled Services
Industry in India and abroad, across areas of hardware, networking
solutions, distribution, infrastructure management, product
engineering, managed services, software development and BPO
services. This has equipped us to create and deliver appropriate
content for industry-led training programs.
The global economic order is set to change again placing fresh
demands on individuals and organizations alike. It is now more than
ever before, that we need to re-invent ourselves in terms of ability
and performance. This is the time to build upon a fresh set of
competencies that the market place can value and deploy.
29
-
8/2/2019 ravneet frp
30/87
.
VISION:
"Together we create the enterprises of tomorrow".
MISSION:
"To provide world-class information technology solutions and services
in order to enable our customers to serve their customers better".
OUR OBJECTIVE:
"To fuel initiative and foster activity by allowing individuals freedom of
action and innovation in attaining defined objectives."
CORE VALUES:
1.We shall uphold the dignity of the individual.
2. We shall honor all commitments.
3. We shall be committed to Quality, Innovation and Growth in
every Endeavour.
4. We shall be responsible corporate citizens.
As the fountainhead of the most significant pursuit of human mind
(IT), HCL strongly believes, "Only a Leader can transform you into
a Leader". HCL LEARNING is a formalization of this experience and
credo which has been perfected over three decades
30
-
8/2/2019 ravneet frp
31/87
HCL ENTERPRISES
HISTORY AND MILESTONES
31
-
8/2/2019 ravneet frp
32/87
32
-
8/2/2019 ravneet frp
33/87
PARTNERSHIPS
HCL has always prided itself on its partnership engagements.
Partner models are also evolving in the technology industry. HCL has also
enhanced its relationships with partners and is creating a variety of
innovative partnership models, with various approaches to risk-reward
sharing. Some of the notable partner engagements:
33
-
8/2/2019 ravneet frp
34/87
PRODUCTS
HCL Edge
Interview Skills, Mocks, Comm. Skill sessions, Finishing School.
Special session on Stress Management.
Educational Trip to HCL manufacturing Plant on Approval.
HCL Technology and Intellectual Books.
Self - Asset Management System/ Quality Testing before
Placement Assistance
34
-
8/2/2019 ravneet frp
35/87
Placement Assistance.
Infrastructure sharing @ 15% with the college.
35
-
8/2/2019 ravneet frp
36/87
HCL LEARNING ADVANTAGE
36
-
8/2/2019 ravneet frp
37/87
PARTIAL LIST OF CUSTOMERS
37
-
8/2/2019 ravneet frp
38/87
38
-
8/2/2019 ravneet frp
39/87
HCL GLOBAL EDUCATION PARTNERS
39
-
8/2/2019 ravneet frp
40/87
CHAPTER-240
-
8/2/2019 ravneet frp
41/87
REVIEW OF
LITERATURE
REVIEW OF LITERATURE:
C.B. Gupta explains that Job Satisfaction is the end
feeling of a person after performing a particular task. When the job of a
person fulfills his dominant needs and is consistent with his expectation and
values, then he feels that the job will be satisfying. The feeling would be
positive or negative depending upon whether need is satisfied. Job
41
-
8/2/2019 ravneet frp
42/87
satisfaction is different from motivation and morale. Motivation refers to the
willingness to work. Satisfaction on the other hand implies a positive
emotional state. Morale implies a general attitude towards work and work
environment. Job satisfaction is an individual feeling . Thus, job satisfaction
is an employees general attitude towards his job.
T.N. Chhabra explains that Job Satisfaction is the amount of overall
positive effect or feelings that individuals have towards their jobs. It is the
amount of pleasure or contentment associated with the job. If you like your
job intensely, you will experience high job satisfaction . Level of the job
satisfaction is affected by a wide range of factors:-
1. Individual factors
2. Social factors
3. Cultural factors
4. Organizational structures
5. Environmental factors
ARTICLE-4-YOU: In this article, Kadence Buchanan explains that the Job
satisfaction is a complex and multifaceted concept, which can mean different
things to different people. "Job satisfaction is more an attitude, an internal
state. It could, for example, be associated with a personal feeling of
achievement, either quantitative or qualitative." In recent years attention to
job satisfaction has become more closely associated with broader approaches
to improved job design and work organization, and the quality of working
life movement.
42
-
8/2/2019 ravneet frp
43/87
Larry J. Williams and Stella E. Anderson
In the article Job Satisfaction and Organizational Commitment as
Predictors of Organizational Citizenship and In-Role Behaviors writerexplains that organizational citizenship behavior (OCB) research(a) has not
demonstrated that extra-role behaviors can be distinguishedempirically from
in-role activities, and (b) has not examinedthe relative contributions of
components ofjob satisfactionand organizational commitment to the
performance of OCBs. Factoranalysis of survey data from 127 employees'
supervisors supportedthe distinction between in-role behaviors and two
forms of OCBs.Hierarchical regression analysis found two job cognitions
variables(intrinsic and extrinsic) to be differentially related to thetwo types
OCBs, but affective variables and organizational commitmentwere not
significant predictors. The link between the presentfindings and previous
research is discussed, as are directionsfor future research.
Teresa M. Amabile and Steven J. Kramer,
describe the article as "the firstcomprehensive look at what employees are thinking and feeling as they go
about their work, why it matters, and how managers can use this information
to improve job performance." The article is interesting in that it looks
specifically at what type of management behavior motivates employees. In
fact, the single greatest contributor to employee motivation and job
satisfaction was the ability to accomplish something in the job. A company
that can talk about how they help their employees accomplish their goals -
and also how they reward those accomplishments - can use the prospect of
greater job satisfaction as a recruiting tool and a competitive differentiator.
43
-
8/2/2019 ravneet frp
44/87
Lynn McFarlane Shore and Harry J. Martin
In the articleJob Satisfaction and Organizational Commitment in
Relation to Work Performance and Turnover Intentionsthe writer
explains that Job satisfaction wasrelated more strongly than organizational
commitment with supervisory ratings of performance for bothsamples. The
findings suggest that specificjob attitudes are more closely associated with
task-relatedout-comes such as performance ratings, whereasglobal
organizational attitudes are more closely associated with organization-
related outcomes liketurnover intentions.
In the articleJob satisfaction over salary for Indians,Indian
employees, says a study, look to leadership, job satisfaction, communication,
teamwork and work environment as the top five commitment drivers for
them.While Indians do recognise that pay is linked to the company's
performance, they are not satisfied with their pay or benefits alone.
44
-
8/2/2019 ravneet frp
45/87
Job satisfaction in hutchinson encyclopedia explains
that job satisfaction is a Degree of pleasure an individual derives from
their work. Job satisfaction is difficult to define or measure.
Organizational psychologists have studied the relationship between job
satisfaction and performance, as well as the factors that constitute job
satisfaction. However, the link between satisfaction and performance
remains elusive. Lack of job satisfaction may lead to a demotivated
workforce, absenteeism , and high staff turnover.
IRVINE, DIANE M.; EVANS, MARTIN G.
In the articleJob Satisfaction and Turnover Among Nurses:
Integrating Research Findings Across Studies the writer explains that a
meta-analytic study investigated the causal relationships among job
satisfaction, behavioral intentions, and nurse turnover behavior.
CHAPTER 3
45
-
8/2/2019 ravneet frp
46/87
RESEARCH
METHODOLOGY
46
-
8/2/2019 ravneet frp
47/87
According to Clifford Woody, "research comprises defining and redefining
problems, formulating hypothesis or suggested solutions; collecting,
organizing and evaluating data, making deductions and reaching conclusion;
and at least carefully testing the conclusions to determine whether they fit
the formulating hypothesis."
Research methodology is the way to systematically solve the research
problem. It is the process through which the researcher acquaints himself to
the problem and then he draws a step-by-step outline of how to solve the
problem. The following methodology has been used in this research study of
finding out the level of job satisfaction among the employees with in the
organization.
47
-
8/2/2019 ravneet frp
48/87
3.1 SELECTION OF THE TOPIC:-
The basic approach in this project would be to understand the present level of satisfaction
among the employees working in HCL LEARNING. For this purpose survey would be
conducted amongst employees to evaluate and know their views about various
determinants of job satisfaction i.e. kind of job, salary, managers, supervisors, work group
etc
3.2OBJECTIVES OF THE STUDY
The objective of this project is to gauge the satisfaction level of employeesin respect of their work, supervisors, managers, work group and other
benefits. This measurement will further be used to study the relationship
between the personal factors of the employeeThe following are the objectives of the present study.
To determine the level of satisfaction of the respondents regarding
their job.
To study the various factors influencing job satisfaction.
To study the relationship between the personal factors of the
employee (Income, Designation, Educational qualification, Gender,
etc.,)
To analyze the companys working environment.
48
-
8/2/2019 ravneet frp
49/87
3.3 NATURE OF THE STUDY
Job satisfaction describes how content an individual is with his or her job.
The happier people are within their job, the more satisfied they are said to
be. Logic would dictate that the most satisfied (happy) workers should be
the best performers and vice versa. This is called the "happy worker"
hypothesis.[1] However, this hypothesis is not well supported, as job
satisfaction is not the same as motivation oraptitude, although they may be
clearly linked. A primary influence on job satisfaction is the application of
Job design,which aims to enhance job satisfaction and performance using
methods such as job rotation, job enlargement, job enrichment and job re-
engineering. Other influences on satisfaction include management styles and
culture, employee involvement, empowerment, and autonomous work
position. Job satisfaction is a very important attribute and is frequently
measured by organizations. The most common technique for measurement is
the use of rating scales where employees report their thoughts and reactions
to their jobs. Questions can relate to rates of pay, work responsibilities,
variety of tasks, promotional opportunities, the work itself, and co-workers.
Some examinations present yes-or-no questions while others ask to rate
satisfaction using a 1-to-5 scale, where 1 represents "not at all satisfied" and
5 represents "extremely satisfied."
49
http://en.wikipedia.org/wiki/Individualhttp://en.wikipedia.org/wiki/Job_satisfaction#cite_note-Stahl-0http://en.wikipedia.org/wiki/Motivationhttp://en.wikipedia.org/wiki/Aptitudehttp://en.wikipedia.org/wiki/Job_designhttp://en.wikipedia.org/wiki/Job_rotationhttp://en.wikipedia.org/wiki/Job_enlargementhttp://en.wikipedia.org/wiki/Job_enrichmenthttp://en.wikipedia.org/wiki/Individualhttp://en.wikipedia.org/wiki/Job_satisfaction#cite_note-Stahl-0http://en.wikipedia.org/wiki/Motivationhttp://en.wikipedia.org/wiki/Aptitudehttp://en.wikipedia.org/wiki/Job_designhttp://en.wikipedia.org/wiki/Job_rotationhttp://en.wikipedia.org/wiki/Job_enlargementhttp://en.wikipedia.org/wiki/Job_enrichment -
8/2/2019 ravneet frp
50/87
3.4 SAMPLING PROCEDURE AND DESIGN
Sampling is used to collect primary data when the source of data is far
too many to be exhausting handled. Sampling is an integral part of data
collection process.
The way of selecting a sample is known as sample design. A
sample design is a definite plan for obtaining a sample from a given
population. Sample design may as well lay down the number of items to be
included in the sample i.e., the size of the sample. Sample design is
determined before data are collected.
Types of Sampling Design
Sampling design is of two types: -
1. Probability Sampling
2. Non-Probability Sampling
In this survey I have used Non-Random Sampling or mere
specifically Convenience Sampling as the incumbents were approached as
per their ease and availability.
50
-
8/2/2019 ravneet frp
51/87
3.5METHODS OF DATA COLLECTION
DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is
no means of study. Data collection plays an important role in any study. It
can be collected from various sources. I have collected the data from two
sources which are given below:
1. Primary Data
Information from Questionnaire Method
2. Secondary Data
Published Sources such as Journals.
Unpublished Sources such as Company Internal reports prepare by themgiven to their analyst & trainees for investigation.
Websites like hclLearning.com official site, some other sites are alsosearched to find data.
51
-
8/2/2019 ravneet frp
52/87
3.6 ANALYSIS AND INTERPRETATION OF DATA
Analysis of data is a process of inspecting, cleaning, transforming, and
modeling data with the goal of highlighting useful information, suggesting
conclusions, and supporting decision making. Data analysis has multiple
facets and approaches, encompassing diverse techniques under a variety of
names, in different business, science, and social science domains.
All the information collected were first transferred to master table which
facilitated the transfer of data in desired form in data analysis and
interpretation.
Sample Size:-
Sample size refers to the number of respondents targets for collecting the
data for researcher.
Questionnaire were got filled by 20 employees of HCL LEARNING,CHANDIGARH.The questionnaire was filled in the office and vital information was collectedwhich was then subjects to:-
After completion of survey the data was analyzed and conclusion wasdrawn.
At the end all information was compiled to give meaningful results.
52
http://en.wikipedia.org/wiki/Datahttp://en.wikipedia.org/wiki/Informationhttp://en.wikipedia.org/wiki/Datahttp://en.wikipedia.org/wiki/Information -
8/2/2019 ravneet frp
53/87
3.7 SCOPE OF THE STUDY
The scope of this study is to understand the satisfaction of employees
working in Chandigarh branch of HCL. The study is useful to the HCL
LEARNING management to know the level of satisfaction and needs of the
employees.
The study focuses on the employees working in HCL LEARNING
Chandigarh and also on trainer and managers working at sector 34-A which
is under the company. It includes all the department of HCL LEARNING
Chandigarh from where employees and managers are included.
3.8 SIGNIFICANCE OF THE STUDY
The significance to the study of job satisfaction levels is very important for
the executives. Job satisfaction study is important and can be understood as
they answer the following questions: -
1. Is there room for improvement?
2. Who is relatively more dissatisfied?
3. What contributes to the employee satisfaction?
4. What are the effects of negative employee attitudes?
53
-
8/2/2019 ravneet frp
54/87
3.9 LIMITATION OF THE STUDY:-
However I shall try my best in collecting the relevant informationfor my research report, yet there are always some problems faced by theresearcher. The prime difficulties which I face in collection of informationare discussed below:-
1. Lack of resources:
Lack of time and other resources as it was not possible to conduct survey atlarge level. There was a fear of reprisal among the employees to reveal their
personal feelings and the result may not reflect the actual satisfactions
2. Small no. of respondents:
Only 20 employees have been chosen which is a small number, to representwhole of the population.
3. Unwillingness of respondents:
While collection of the data many consumers were unwilling to fill the
questionnaire. Respondents were having a feeling of wastage of time for
them. Some respondents hesitated to give the actual situation; they feared that
management would take any action against them.
4. Small area for research:The area for study was LEARNING, which is quite a small area to judge jobsatisfaction level.
54
-
8/2/2019 ravneet frp
55/87
CHAPTER 4
Analysis & Interpretation
55
-
8/2/2019 ravneet frp
56/87
1. I am satisfied with my salary.
Interpretation:As per the above analysis of job satisfaction level 10% employees arestrongly dissatisfied, 30% are neutral, 40% are satisfied and 20% are
strongly satisfied. Now to improve job Satisfaction, the company mustimprove motivation level of its employees, provide them with monetary aswell as non-Monetary incentives.
56
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
Strongly
dissatisfied
dissatisfied Neutral Satisfied Strongly
satisfied
Series1
Series2
-
8/2/2019 ravneet frp
57/87
2. My job/task is motivating and challenging
StronglyDisagree Disagree Neutral Strongly agree Agree
10% 0 30% 40% 20%
As per the above analysis of employee satisfaction, it can be interpretedthat10% employees are strongly disagree with their job because they feelthat their job is not motivating & challenging, and 30% neutral, 40%stronglyagree, 20% agree. So company should make the job more challenging so thatthe employee can enjoy his work.
57
0
0.05
0.1
0.15
0.20.25
0.3
0.35
0.4
0.45
Strongly
Disagree
Disagree Neutral Agree Strongly
agree
Series1Series2
-
8/2/2019 ravneet frp
58/87
3. My Job description is well-defined
StronglyDisagree
Disagree Neutral Agree Strongly Agree
5% 5% 20% 60% 10%
As per the above chart indicates that most of the employees are agree withtheir job description, 5% are strongly disagree, 5% are disagree, 20% are
neutral.
58
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
Strongly
Disagree
Disagree Neutral Agree Strongly
agree
Series1
Series2
-
8/2/2019 ravneet frp
59/87
4. I have job security.
StronglyDisagree
Disagree Neutral Agree Strongly Agree
15% 15% 30% 30% 10%
As par the above analysis, 15% employees are strongly disagree with theirjob security, 15% are disagree, 30% are neutral, 30% are agree & 10% arestrongly agree. So the company must provide the job security. Like the
perpetual existence of company makes them secure about their job.
59
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
60/87
5. My working conditions of the job are favorable.
StronglyDisagree
Disagree Neutral Agree StronglyAgree
10% 10% 30% 25% 25%
As per the above graph, most of the employees are neutral regarding theworking conditions of their job. So the company should improve theworking conditions like workload etc.
60
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
61/87
6. My work is fairly distributed in my work group
StronglyDisagree
Disagree Neutral Agree Strongly Agree
15% 10% 35% 30% 10%
So the company on a very fair basis should provide the work to eachemployee. No biasness should be there.
61
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
62/87
7. I maintain good relationship with my colleagues
StronglyDisagree
Disagree Neutral Agree StronglyAgree
10% 5% 15% 20% 50%
As per the above analysis, most of the employees satisfied with therelationship system in the company.
62
0
0.1
0.2
0.3
0.4
0.5
0.6
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
63/87
8. The organization allows for, and facilitates open communication, andtransparency in the organization.
StronglyDisagree
Disagree Neutral Agree Strongly Agree
10% 0 20% 30% 40%
So this shows that open communication and transparency between all the
employees are very good and harmonious.
63
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
64/87
9. The organization facilitates teamwork.
StronglyDisagree
Disagree Neutral Agree Strongly Agree
15% 0 20% 35% 25%
Above Graph shows that more number of employees is satisfied with theteams . So it is a sign of good Teamwork.
64
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
65/87
10. I get constant feedback and support from your superiors andsubordinates.
Strongly
Disagree
Disagree Neutral Agree Strongly Agree
5% 5% 25% 40% 25%
As per the above result, most of the employees are agree with theirrelationship of supervisors and subordinates. This shows that supervisors arevery co-operative with their subordinates.
65
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1Series2
-
8/2/2019 ravneet frp
66/87
11.Manager(immediate supervisor) trusts me.
StronglyDisagree
Disagree Neutral Agree Strongly Agree
5% 10% 5% 45% 35%
As per the above graph, more no. of employees is agreed with the trust levelof immediate supervisor.
66
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
0.5
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
67/87
12.My manager motivates me with monetary as well as non-monetarybenefits.
StronglyDisagree
Disagree Neutral Agree Strongly Agree
10% 5% 15% 35% 35%
As per the above result, most of the employees are satisfied with their bothbenefits which are given to them.
67
0
0.05
0.10.15
0.2
0.25
0.3
0.35
0.4
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
68/87
13. I get clear instructions as to what I am expected to do .
StronglyDisagree
Disagree Neutral Agree Strongly Agree
10% 5% 15% 45% 25%
As per the given chart, most of the employees are satisfied with the leaderinstruction which is given time to time. So that employees perform better.
68
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
0.5
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
69/87
14.My manager is always there when I need advice.
StronglyDisagree
Disagree Neutral Agree Strongly Agree
5% 10% 15% 30% 40%
As per the given chart, most of the employees are strongly agree with theirimmediate supervisor because they are always there when they need them.
69
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
70/87
15.I feel free to talk openly and honestly to my manager.
Strongly
Disagree
Disagree Neutral Agree Strongly Agree
10% 20% 30% 40%
As per the above analysis, most of the employees are strongly agree withtheir interaction level with their manager.
70
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
71/87
16.My manager praises me when I do a good job.
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
5% 15% 10% 40% 30%
As per the above result, most of the employees are agree that if employeedoes a good job then manager appreciate them.
71
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
72/87
17.You feel that your working hours are convenient
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
5% 25% 40% 30%
As per the above analysis, most of the employee thinks that they areconvenient with their working hours.
72
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
0.45
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
73/87
18. Your complaints are quickly settled i.e. efficient grievance redressalprocedure
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
15% 45% 20% 20%
As per the above graph, it is clear to all that 45% employees think thatcomplaints are quickly settled but as well as the company should identify the
problems and resolve them quickly.
73
0
0.05
0.1
0.15
0.20.25
0.3
0.35
0.4
0.45
0.5
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
74/87
19. You receive appropriate recognition for your contribution
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
25% 35% 30% 10%
Above graph clearly indicates that more no of employees feel that they dontreceive appropriate recognition for their contribution. So the companyshould give the appropriate recognition to their employees to encourage
performance.
20. Over all, I am satisfied with my company.
74
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
75/87
StronglyDisagree
Disagree Neutral Agree Strongly Agree
5% 5% 30% 35% 25%
Above the graph clearly indicates that more no of employees feels that they agree present
working time.
75
0
0.05
0.1
0.15
0.2
0.25
0.3
0.35
0.4
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
Series1
Series2
-
8/2/2019 ravneet frp
76/87
CHAPTER-5
FINDING AND CONCLUSION
76
-
8/2/2019 ravneet frp
77/87
Findings
Employees are not completely satisfied with their job although theirsalary is good enough.
Employees are not getting value to their work.
Most of employees think that they are not on their actual path.
Most of the employees think that the organization havent fulfill theirpromises, what they do in beginning especially regarding Promotion.
There is negatively comparison between peers especially regarding
targets.
They often feel overworked
77
-
8/2/2019 ravneet frp
78/87
CONCLUSION
The study aims at finding out the employees satisfaction within the
organization, which affects the productivity, morale and willingness to co-
operate with organization and to enhance the working of the employees by
providing them different provisions by the management.
Most of the employees of the HCL Info systems are satisfied with the
facilities provided to them. The ones who are dissatisfied, the HR
Department is doing their level best to overcome their dissatisfaction by
various programs.
78
-
8/2/2019 ravneet frp
79/87
CHAPTER -6
SUGGESTION AND RECOMMENDATION
79
-
8/2/2019 ravneet frp
80/87
SUGGESTION AND RECOMMENDATION
To increase the job satisfaction level of the employees the company should
concentrate mainly on the incentive and reward structure rather than the
motivational session.
Ideal employees should concentrate on their job.
Educational qualification can be the factor of not an effective job.
Company should give promotion to those employees who deserves it
Company should leads to more challenging work and greaterresponsibilities, with attendant increases in pay and other recognition.
Acquire new job-related knowledge that helps you to perform tasksmore efficiently and effectively. This will relieve boredom and often
gets onenoticed.
Company should monitor employee satisfaction on a regular basis
Working hours should be eight instead of nine.
The day Saturday should be off or at least management should do it as half
day so that employees could complete their pending work and spend some
more time with family.
Management should clearly communicate goals, responsibilities and
expectations i.e. job description should be clear.
Medical and other insurance of employee along with family members should
be done.
Introduction of reward and recognition for excellent performance at work.
Introduction of overtime duty allowance.
80
-
8/2/2019 ravneet frp
81/87
Arrangement of training programmes and workshop to train staff with
modern skills i.e. provide an environment where they can learn and grow.
More sports and other recreational activities should take place.
Management must conduct meeting with employees and staff once in a week
or fortnight
The company may provide loans and advances to its workers.
Encourage participation in various planning and decision-making aspects
Offer meaningful work and challenging assignments to effectively utilize
staff skills
Empower employees and ensure them of job security.
Provide legitimate feedback, genuinely listen to staff concerns and make
their interests a management priority
Management should celebrate success and milestone reached by company
with employees.
81
-
8/2/2019 ravneet frp
82/87
CHAPTER -7
ANNEXURE
82
-
8/2/2019 ravneet frp
83/87
7.1QUESTIONNAIRE
PERSONAL DETAILS:
NAME:
DESIGNATION:
AGE:
DEPARTMENT:
1-Strongly disagree 2- Disagree 3- Neutral 4- Agree 5- Strongly
agree
Your Job
01 Are you satisfied with your job?
(1)Strongly
dissatisfied
(2)dissatisfied
(3)neutral
(4)satisfied
(5)strongly satisfied
02 Your job is motivating and challenging(1) (2) (3) (4)
(5)
03 Your job description is well-defined(1) (2) (3) (4)
(5)
04 You feel that your job is secured one(1) (2) (3) (4)
(5)
05You feel satisfied with the working conditions
of the job
(1) (2) (3) (4)
(5)
83
-
8/2/2019 ravneet frp
84/87
Your Workgroup
06 Work is fairly distributed in your work group(1) (2) (3) (4)
(5)
07You maintain good relationship with your
colleagues
(1) (2) (3) (4)
(5)
08You feel free to talk openly and honestly with
members of work group
(1) (2) (3) (4)
(5)
09 Your work group works well together(1) (2) (3) (4)
(5)
10You get response from your superiors and
subordinates.
(1) (2) (3) (4)
(5)
84
-
8/2/2019 ravneet frp
85/87
Your Manager/Supervisor
Your Benefits
17
You feel that your working hours are
convenient (1) (2) (3) (4) (5)
18Your complaints are quickly settled i.e.
efficient grievance redressal procedure(1) (2) (3) (4) (5)
19You receive appropriate recognition for your
contribution(1) (2) (3) (4) (5)
20Considering everything I am satisfied
working for my company at present time(1) (2) (3) (4) (5)
Bibliography
85
11 My manager(immediate supervisor) trusts me (1) (2) (3) (4) (5)
12
My manager motivates me with monetary as
well as non-monetary benefits to improve
myself
(1) (2) (3) (4) (5)
13 My manager gives me clear instructions (1) (2) (3) (4) (5)
14My manager is always there when I need
advice(1) (2) (3) (4) (5)
15I feel free to talk openly and honestly to my
manager(1) (2) (3) (4) (5)
16 My manager praises me when I do a good job (1) (2) (3) (4) (5)
-
8/2/2019 ravneet frp
86/87
BOOKS:-
1. Kothari C.R., Research Methodology, New Delhi; New Age InternationalPublication , second edition.
http://hclLearning.in
http://hcl.in
http://en.wikipedia.org/wiki/job-satisfaction
http://humanresorces.about.com/od/employeesurvey1/employee-satisfaction-
surveys.htm
http://managementhelp.org/prsn_wll/job-stfy.htm
www.citehr.com/68668-employee-satisfaction-survey.html
www.employee-satisfaction.com/sample-survey-items.asp
http://employeesatisfaction.wordpress.com/
86
http://hclcdc.in/http://hcl.in/http://en.wikipedia.org/wiki/job-satisfactionhttp://humanresorces.about.com/od/employeesurvey1/employee-satisfaction-surveys.htmhttp://humanresorces.about.com/od/employeesurvey1/employee-satisfaction-surveys.htmhttp://managementhelp.org/prsn_wll/job-stfy.htmhttp://var/www/apps/conversion/current/tmp/scratch21446/www.citehr.com/68668-employee-satisfaction-survey.htmlhttp://var/www/apps/conversion/current/tmp/scratch21446/www.employee-satisfaction.com/sample-survey-items.asphttp://employeesatisfaction.wordpress.com/http://hclcdc.in/http://hcl.in/http://en.wikipedia.org/wiki/job-satisfactionhttp://humanresorces.about.com/od/employeesurvey1/employee-satisfaction-surveys.htmhttp://humanresorces.about.com/od/employeesurvey1/employee-satisfaction-surveys.htmhttp://managementhelp.org/prsn_wll/job-stfy.htmhttp://var/www/apps/conversion/current/tmp/scratch21446/www.citehr.com/68668-employee-satisfaction-survey.htmlhttp://var/www/apps/conversion/current/tmp/scratch21446/www.employee-satisfaction.com/sample-survey-items.asphttp://employeesatisfaction.wordpress.com/ -
8/2/2019 ravneet frp
87/87