subhashini jain

7/29/2019 Subhashini Jain

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INTRODUCTION

The story ofDanik Jagran began in 1942 with a mission to "create a

newspaper that would reflect the free voice of the people." This vision

was as much a reflection of the times when it was propounded, as much as it

is relevant to us today.

Late Puran Chand Gupta was the

founder. Started in Jhansi, then shifted the Head Quarter to Kanpur.

More than 55.7 million people read Dainik Jagran making it the largest

read daily in India. Currently, Dainik Jagrans 37 editions are published

across eleven states of India. It is 3rd in India and 17th worldwide for the

largest circulation of a daily newspaper.

Mr. Mahendra Mohan Gupta is the Chairman & Managing Director of

our Company and also holds the position of Managing Editor of our


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Company. He holds a bachelor's degree in commerce. Mr. Gupta has more

than 45 years of experience in the print media industry.

Mr. Sanjay Gupta is the CEO & Whole Time Director JagranPrakashan Group

1942:-

The first edition of Dainik Jagran was launched from Jhansi.

1947:-

The second edition was launched from Kanpur

1953:-

Rewa edition was launched.

1956:-

Bhopal edition was launched.

1975:-

Gorakhpur edition came into existence.1979:-

Varanasi, Allahabad and Lucknow

editions.

1984: -Meerut edition came

1986:-

Agra edition was launched.


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1989:-

Bareilly edition was launched.

1990:

Delhi edition was launched

Between 1997 and 2006, eighteen new editions were added, and through

2007-08, six new editions were launched.

2006:-

Mumbai Mirror Afternoon edition launched

Offers Mumbai Mirror or Maharashtra Times as complimentary copy with DJ

at a price of Rs.4. Group MD, Mr Vineet Jain awarded the scroll of honour for

being the new age media guru - Hero Honda Indian TV Academy

AwardsTimescape the DJ Intranet portal re-launched - now powered by SAP

Netweaver BCCL goes live on SAP systemMagicBricks.com launched in

October 2006 targets the Online Real Estate Space Smart Hire launched

April 2006, is witnessing stupendous growth with its focus on providing

organisations with end-to-end recruitment solutions. Ads2Book.com The

Worlds Only Global Ad Booking Engine - Relaunched in August 2006With

intensive R&D, the Net-2-Print classifieds booking system Ads2Book.com


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was created and imbued with AI (artificial intelligence) that assisted users

through the entire process of Creating, Booking & Paying for their Print

Classified Ads, all from the comfort of their desktop.

AchievementsDainik Jagrans iconic stature is supported not only by the undisputed

readership figures of the Indian Readership Survey, 2009 Round 1 (IRS

2009, R1), but also by its ranking as the largest read daily of India for the last

twelve consecutive rounds of the same study. In May 2006, Dainik Jagran

was voted as the most credible source of news within the printmedia by a

BBC-Reuters study. If this fact by itself isnt a stunning achievement then the

fact of Dainik Jagran being the worlds single largest newspaper almost

certainly is (Source: World Association of Newspapers).

When it comes to marketing acumen, it is no less a feat that Dainik Jagran is

far ahead of its nearest competitor.The gap now stands at a resounding 21

million (Source: IRS 2009 R1). Interestingly, Dainik Jagran is also the

number one choice amongst people who can read English. Even the

combined readership of the TOI Group, the HT Media While Dainik Jagran is

the flagship brand of Jagran Prakashan Limited, two other newspapers from

the group have elevated its position even further: I Next and City Plus.

Group or the Dainik Bhaskar Group does not surpass that of Dainik Jagran.

The wide gamut of material on offer in its pages includes politics,economics, sports, spirituality, health, literature and youth affairs.

Its popular supplements embrace the worlds Of film, travel, entertainment,

education and careers. Special supplements are also created for the readers

by the readers: Junior Jagran is an example of such a product created by

children.


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Khet Khalihaan is a special product developed for rural markets.

I Next is India's first bilingual compact Hindi daily targeted at the youth. Its

trendy content is designed especially for Indias open-to innovations gen

next. Circulated across nine cities in four states, I Next is rapidly becoming

the happening youth paper. City Plus is a weekly English tabloid circulated in

key urban markets. Its a lifestyle publication that focuses on the local and

sub-local level. With seventeen editions, City Plus now covers Delhi, the

national capital region (NCR), Bangalore and Pune.The Group also

publishes Sakhi, a premium womens magazine that targets.

After securing a strong foothold in the Hindi heartland, Dainik Jagrannow has its eyes set on the English language sphere.

The paper has come out with an English weekly newspaper called CityPlus. The Noida edition of the paper was launched on September 23, 2006,

while the Gurgaon edition is slated for launch on September 30Theeight-page, all-colour broadsheet constitutes news related to fashion,food, lifestyle, and movie reviews, among others.


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The new offering from Jagran is based on an advertising driven modeland is available free of cost. Terming it as a retail product, BasantRathore, General Manager, Dainik Jagran, said, The NCR as a regionis witnessing a lot of retail boom, the BPO boom followed by aresidential boom too.

Mission of DAINIK JAGRAN:-

The Jagran Prakashan Group is the aggregator of content in any form in the

infotainment Industry. We collect & sell content to right target audience.

YOU

ARE

EMPOWERED


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STAGES OF GROWTH: -

To empower the reader to live the life of their dreams.

To facilitate better decision.

To provoke Thought

Global Experience.

Love for the community

Adopt the Readers worldwide view.

Liberate the mind

Cheerfulness in the circus of life.

We grow at this stage because:

OUR CENTRAL VALUE IS YOU!


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Today business organization are facing electrifying pace of change. If seems

change has taken charge of running the business realities of the coming

future will demand the ability to quickly and globally offer products and

services to customers whose rapid integration of the business process to

make the service to the customer happen. There is a need for internal

process to keep pace with the service demand.

In the organization building process several factors continue to play a critical

role in an ongoing organization. One of the factors integrating the systemic

HRD linkages is the satisfaction level among employees.

It is a linking function joining employees with job.


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NATURE OF BUSINESS

The main nature of business of Dainik Jagran is Printing, Publishing and

Circulation of News Paper. Today, with 37 publishing centres, Dainik Jagrancovers a vast geographical. Needless to say, it is the undisputed leader

when it comes to North-east belt of India. Today also, Dainik is working on its

time-tested principles, delivering honest, meaningful news and adopting new

technologies and ideas

The state wise division of these editions is in the following way:-

States Districts covered under the states

Delhi New Delhi

Uttar Pradesh Kanpur, Meerut, Agra, Allahabad, Aligarh,

Gorakhpur, Varanasi, Lucknow, Jhansi, Bareilly,

Moradabad, Mathura, Faizabad, Raibareilly

Madhya Pradesh Rewa, Indore, Bhopal,

Haryana Panipat, Hissar

Uttaranchal Nainital, Dehradun, Haridwar

Bihar Muzzafarpur, Patna, Bhagalpur

Jharkhand Ranchi, Dhanbad, Jamshedpur

Punjab Amritsar, Jalandhar, Ludhiana, Patiala, Bhatinda

Jammu & Kashmir Jammu

Himachal Pradesh Dharmshala

West Bengal Siliguri


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INTRODUCTION OF THE STUDY OF

SATISFACTION

Satisfaction is an important goal for organizations to reach as it has been

shown that profitability, productivity, employee retention, and customer

satisfaction are linked toemployee satisfaction.

JOB SATISFACTION

The term Job satisfaction refers to an individual's general attitudetowards his or her job. A person with a high level of job satisfaction holds

positive attitude towards the job, while a person who is dissatisfied with his or

her job holds negative attitude about the job.In simple words job satisfaction

is:- Job Satisfaction describes how content an individual is with his or her job.

There are a variety of factors that can influence a person's level of Job

satisfaction; some of thesefactors are:-

Include the level of pay and benefits,

The perceived fairness of the promotion system within a company,

The level of pay and benefits

, Leadership and social relationships,

The job itself.


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Why to study about employee satisfaction?

In my point of view, study of "Employee satisfaction" helps the company to

maintain a standard & increase productivity by motivating the employees.

this study tells us how much the employees are capable & their interest at

wok place? what are the things still to be satisfy to the employees. although

"human resource" are the most important resources for any organization, so

to study on employees satisfaction helps to know the working conditions &

what are the things that affects them not to work properly, always majority of

work done by the machines/equipments but without any manual movements

nothing can be done. So the study on employee satisfaction is necessary.


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THE STATE OF EMPLOYEE SATISFACTION

Although committed and loyal employees are the most influential factor to

becoming an employer of choice, it's no surprise that companies andorganizations face significant challenges in developing energized and

engaged workforces. However, there is plenty of research to show that

increased employee commitment and trust in leadership can positively

impact the company's bottom line. In fact, the true potential of an

organization can only be realized when the productivity level of all individuals

and teams are fully aligned, committed and energized to successfully

accomplish the goals of the organization. As a result, the goal of every

company should be to improve the desire of employees to stay in the

relationship they have with the company. When companies understand and

manage employee loyalty - rather than retention specifically - they can reap

benefits on both sides of the balance sheet i.e., revenues and costs. On the

revenue side of the balance sheet, loyal and committed employees are more

likely to go "above and beyond" to meet customer needs and are highly

motivated to work to the best of their ability. Both of these traits are crucial for

continued customer commitment and ongoing revenue and growth for the

company

On the cost side, loyal employees stay longer, resist competitive job offers,

do not actively look for other employment and recommend the company to

others as a good place to work. These four behaviors positively influence the

cost side of the balance sheet because they are leading indicators of

employee retention. The longer companies keep their employees, the longer

they can avoid having to pay to replace them. In other words, rather than


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focusing only on retention (that is, trying to retain employees who have

already decided to leave), organizations should proactively recognize the

benefits of understanding, managing and improving employee loyalty. The

most successful organizations are those that can adapt their organizational

behavior to there alities of the current work environment where success is

dependent upon innovation, creativity and flexibility. Additionally, the

dynamics of the work environment have to reflect a very diverse population

comprised of individuals whose motivations, beliefs and value structures

differ vastly from the past and from each another. Arguably, the most

valuable, but also volatile, corporate asset is a stable workforce of

competent, dedicated employees, since such an employee base gives

companies a powerful advantage; depth of knowledge and organizational

strength. One of the key steps to understanding and improving employee

loyalty is by acknowledging the importance of the following factors in building

loyalty and satisfaction:

Broadly-defined responsibilities rather than narrowly-defined job functions

Effective and regular performance evaluations, both formally and informally

A corporate emphasis on employee learning, development and growth

Wide-ranging employee participation in the organization as a who


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Typically, a combination of factors influences employees' decisions to stay

at their current job. Contributing factors include satisfying work, a sense of

job security, clear opportunities for advancement, a compelling corporate

mission combined with the ability to contribute to the organization's success,

and a feeling that their skills are being effectively used and challenged.

Specifically, employees who enjoy their work, identify themselves with their

employer and perceive that the company is flexible regarding work and

family issues also intend to stay with the organization. Today, employee

loyalty needs to be earned, rather than assumed, and must be specific,

rather than general - employees are looking at their employment as a means

of achieving personal goals rather than simply being the "good corporate

soldier" of the past. This means that companies need to express and act on a

commitment to develop employee's career objectives by introducing

initiatives that make employees believe that their current job is the best path

to achieving their career goals. In particular, consider the following elements

of effective strategies designed to build loyalty and retain key employees

Include opportunities for personal growth and invest heavily in the

professional development of the best people in the organization.

Provide employees with well-defined career paths (including a succession

plan),mentors and tuition reimbursement for job-related education.

Train employees, even if it makes them more attractive to the competition.

Without seeing an opportunity on the horizon, few high potential employees

will stay with a company and allow themselves to grow stagnant.

Acknowledge non-work priorities by recognizing and responding to

employees needs for greater balance in their lives, since employees will


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develop loyalty for organizations that respect them as individuals, not just as

workers.

THEORIES OF EMPLOYEE SATISFACTION ARE:

1) NEED FULFILLMENT THEORY:

According to this theory a person is satisfied when he gets training 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 received it. In other words, Job

Satisfaction will vary directly with the extend to which those needs of an

individual which can be satisfied are actually satisfied. Vroom views

satisfaction in terms of the positively valued outcomes that a job provides to

a person. Thus, job satisfaction is positively related to the degree to which

ones needs are fulfilled. The fulfillment theory suffers from a major

drawback. Satisfaction is a function of not only what a person receives but

what he feels he should receive.

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. Every individual

compares his rewards with those of a reference group. If he feels his

rewards are equitable in comparison with others doing similar work, he feels

satisfied. Job Satisfaction is thus a function of the degree to which job

characteristics meet the desires of the reference group. For example, one

study of the effects of community features on job satisfaction revealed that

workers living in a well to a neighborhood felt less satisfied than those living


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in poor neighborhood.

3) TWO FACTOR THEORY:

Frederick Herzberg and his colleagues developed the Two factor theorysatisfaction. According to this theory satisfaction and dissatisfaction are

interdependent of each other and exist on a separate continuum. One set of

factors known as hygiene factors(Company policy, administration,

supervision, pay, working conditions and interpersonal relations) act as

dissatisfies. Their absence cause dissatisfaction but their present does not

result in positive satisfaction. The other set of factors known as

satisfiers(achievements, advancement, recognition, work itself and

responsibility) lead to satisfaction. Several studies designed to test the two

factor theory provide little support to this theory. The same factor may serve

as a satisfier for one but a dissatisfied for another. It appears from this theory

that a person can be satisfied and dissatisfied at the same time.

4)SOCIAL REFERENCE GROUP THEORY:

Reference group defines the way an individual looks at the world. According

to this theory job satisfaction occurs when the job meet the interest , desires

and requirements of a persons reference group. In other words, job

satisfaction is a function of the degree to which the job meets the approval of

the group to which the individual looks for guidance in evaluating the world

and defining social reality. The social reference group theory is similar to the

need fulfillment theory except than it takes into account not the desires,

needs and interests of the given individual but rather the point of view and

the opinion of the groups to whom the individual looks for guidance.


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INFORMATION

Information is power and employees want to have the information they need

to know to do their jobs better and more effectively. And, more than ever,employees want to know how they are doing in their jobs and how the

company is performing overall. It is vitally important to open the channels of

communication in an organization to allow employees to be informed, ask

questions, and share information and to inspire them to share the vision of

the company.

INVOLVEMENT

Managers today are faced with an incredible number of opportunities and

problems and, as the speed of business continues to increase, the amount of

time that they have to make decisions continues to decrease. Involving

employees in decision-making, especially when the decisions affect them

directly, is both respectful and practical. Not only do those closest to the

problem typically have the best insight as to what to do, involving them in

decision-making will increase their commitment and improve the success of

implementing new ideas or change. Similarly, management needs to follow

through on promises and live the values they preach.

INDEPENDENCE

Few employees want their every action to be closely monitored. Most

employees appreciate having the flexibility to do their jobs as they see fit.

Giving employees latitude increases the chance that they will perform as

desired, as well as bringing additional initiative, ideas, and energy to their

jobs. Employees also need to been courage to achieve their best potential.


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TYPES OF RECRUITMENT AND SELECTION BY

WHICH

SATISFACTION

LEVEL CAN BE INFLUENCE

Recruitment is divided into four parts :-

1 Internal method

2 Direct method

3 Indirect method

4 Third party method

(1) Internal method is further divided into various parts -

(A) PROMOTION AND TRANSFERS : This is a method of filling vacancies

from within through transfers and promotions.

A transfer is an internal movement within the same grade, from one job to

another. It may lead to changes in duties and responsibilities, working

conditions, etc, but not necessarily salary.

Promotion, on the other hand, involves movements of employee from a

lower level position to a higher-level position accompanied by (usually)

changes in duties, responsibilities, status and values


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(b) JOB POSTING : Job posting is another way of hiring people from

within. In this method, the organization publicizes job openings on bulletin

boards, electronic media and similar outlets.

(C) EMPLOYEE REFERRALS:- Employee referral means using personal

contact to locate job opportunities. It is a recommendation from a current

employee regarding a job applicant. The logic behind employee referrals is

that it takes on to know one.

(d) PREVIOUS APPLICANTS:- Although not truly an internal source, those

who have previously applied for job can be contact by mail, a quick and

inexpensive way to fill an unexpected opening.

(2) Direct method include sending traveling recruiters to educational and

professional institutions, employee's contacts with public manned exhibits. It

can he further divided as-

(a) CAMPUS RECRUITMENT:- It is a method of recruiting by visiting andparticipation in college campuses and their placement centers. Here the

recruiters visit reputed educational institutions such as IIT's, IlM's, colleges

and universities with a view to pick up jobs aspirants having requisites

technical or professional skills. Sometimes, firms directly solicit information

from the concerned professors about students with an outstanding record.

(b) CONSULTANTS COMPANIES:- The DCM, TATA's, and oilier

enlightened firms maintain continuing contacts with institutions' placement

officials with a view lo recruiting staff regularly for different responsible

position


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(3) Indirect methods involves mostly advertising in news paper, on the radio,

in trade, technical and professional journals and brochures. These are

explained as-

(a) ADVERTISEMENT:- In recent limes, this medium has become just has

colorful, imaginative and lively as consumer advertising. The ads generally

give a brief outline of the job responsibilities, compensation package,

prospects in the organization, etc. This method is appropriate when

(i) The organization intends to reach a large target group,

(ii) The organization wants a fairly good number of talented people who are

geographically spread out

to apply for the advertised vacancies there are wide variety of alternatives

available to a company as far as ads arc concerned

(b) NEWS PAPER ADS:- Here it's easy place job ads without much of a lead

time. It has flexibility in terms of information and can conveniently target aspecific geographic location.

(C) TELEVISION AND RADIO ADS:- These ads are mare likely to read

individuals who are not actively seeking employment, they are more likely to

stand out distinctly, they help the organization to target the audience more

selectively and they offer considerable scope for designing and creatively

(4) Third party method include the use of commercial agencies. All the

agencies all the agencies are defined as

(a) PRIVATE EMPLOYEMENT GENC1ES:- These are widely used. They

charge a small fee from an applicant. They specialize in specific occupation


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general office help, salesman, technical workers, computers staff, engineers

and executives. These private agencies are brokers who bring employer and

employees together.

The specification to these agencies enhances their capacity to interpret the

needs to their clients, to seek out particular types of persons and 10 develop

proficiency in recognizing the talent of specialized personnel.

(b) STATIC OR-PUBLIC EMPLOYMENT AGENCIES:- These are also

known as employment or labour- exchanges. These agencies provide a wide

range of services-counseling, assistance in getting a job, information about

labour market, labour and wages rates.

(C) SCHOOLS, COLLEGES AND PROFESSIONAL INSTITUTIONS:-

These institutions generally provide blue-coller applicants, while-coller

applicants and managerial personnel.

(d) PROFESSIONAL ORGANIZATIONS OR RECRUTING FIRMS OREXECUTIVE RECRUITERS:- These are maintain complete information

records about employed executives. These consulting firms recommended

persons of high caliber for managerial, marketing and production engineers

post.

(e) TRADE UNIONS:- These provide manual and skilled workers in

sufficient numbers

(f) INDOCTRINATION SEMINARS:- These seminars are arranged for the

college professors to discuss the problems of companies and employees.

Visits to plants and banquets arc arranged so that the participants professors


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may he favorably impressed. They may later speak well of a company and

help ii in getting a required personnel.

(g) CASUAL LABOUR OR APPLICANT AT THE CATE:- Most industrial

units rely to some extent to the casual labour which presents itself daily at

the factory gate or employment office.

(h) UNCONSOLIDATED APPLICATIONS:-The companies may gain in

keeping files of applications received from candidates who make direct

enquiries about possible vacancies on their own, or may send

unconsolidated applications.

(i) VOLUNATRY ORGANISATIONS:- Such as private clubs, social

organization, might also provide employees-handicaps, widowed or married

women, old people, retired hands etc. in response to advertisements.

(j) COMPUTER DATA BANKS:- When a company desire a particular type

of employee, job specification and requirements are fed in to a computer,

where they are matched against the resumed data stored there in.


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TYPES OF SELECTION

Selection is divided into two parts:-

(1) Unscientific methods

(2) Scientific methods

Unscientific methods can be divided as:-

(a) PHYSIOGNOMY:- Physical features such as shape of the face, colouretc, some times influence in the selection of workers.

(b) GRAPHOLOGY:- Selection is made on the basis of handwriting. For e.g.

small letters indicate miserliness, self-centeredness and paying attention to

minute details.

Scientific method can be divided as;-

(a) PHOTOGRAPHS:- It is not correct to judge menial abilities and qualities

only from a photograph without conducting any interviews and tests,

(b) LETTER OF APPLICATION;- The letter of application is a good basis of

prediction about the job success of the individual, which gives sufficient

information about the applicant.

(c) REFERENCES AND RECOMMENDATIONS:- Documentary evidences

in favor of satisfactory performance in the past are provided by references

and recommendations from the previous employer.


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(d) INTERVIEW:- Interview techniques are extensively used for the selection

of employees in any and every job. This is a very popular and traditional

technique of selection.

By this technique, the interviewer gets an idea about the overall personality

of the interviewee. It is definitely to good source of obtaining information

about the person seeking a job

(e) APPLICATION BLANKS:- They provide useful information bout the

employee such as age, sex, number of dependents, social security etc.

Application blanks provide information about job applicants, which the

personnel officer consider necessary to the hiring process. It requires the

personal history of the applicant.


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WHAT IS RESEARCH ?

Research is a systematic and continues method of defining a problem,

collecting the facts and analyzing them, reaching conclusion forming

generalizations.

The systematic and objective identification, collection, analysis,

dissemination, and use of information for the purpose of assisting

management in decision making related to the identification related to

solution to problems and opportunities .Marketing Research is the function

that links the customer, consumer, and public to the marketer through

information- information used to identify and define marketing opportunities

and problems; generate, refine, and evaluate marketing actions; monitor

marketing performance; and improve understanding of marketing as a

process. The study of research methods provides manager knowledge and

skill needed to solve the problems and meet the challenges of a fast-paced

decision-making environment. Three factors that stimulate an interest of

managers in research study are:-

ocess.


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RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It maybe understood has a science of studying how research is done scientifically.

In it we study the various steps that all generally adopted by a researcher in

studying his research problem along with the logic behind them. The scope

of research methodology is wider than that of research method. Thus when

we talk of research methodology we not only talk of research methods but

also consider the logic behind the method we use in the context of our

research study and explain why we are using a particular method.

So we should consider the following steps in research methodology:

ation of study


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RESEARCH DESIGN

A framework or blueprint for conducting the research project. It specifies the

details of the procedures necessary for obtaining the information needed tostructure and/or solve research problems. A good research design lays the

foundation for conducting the project. A good research design will ensure

that the research project is conducted effectively and efficiently. Typically, a

research design involves the following components, or tasks:

measurement and scaling procedures.

collection.

1 EXPLORATORY RESEARCH: An exploratory research focuses on

the discovery of ideas and is generally based on secondary data. It is

preliminary investigation, which does not have a rigid design.

2 DESCRIPTIVE RESEARCH:A descriptive study is undertaken when

the researcher wants to know the characteristics of certain groups

such as age, sex, educational level, income, occupation, etc. in

contrast to exploratory studies, description studies are well

structured.


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3 CASUAL RESEARCH : A casual research is undertake when the

researcher is interested in knowing the cause and effect relationship

between two or more variables.

In my project, I select Exploratory research design.

UNIVERSE

The total universe was divided in certain specific units. Here universe means

different departments of the organization where survey was conducted.

Sample size : 75 employees

Method : Questionnaire Method

Area : Dainik Jagran


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DATA COLLECTION

The task of data collection is begins after a research problem has been

defined andresearch designed/ plan chalked out. Data collection is to gather

the data from the population. The data can be collected of two types:

The Primary Data are those, which are collected afresh and for the first time,

and thus happened to be original in character.


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SECONDARY DATA

The Secondary Data are those which have already been collected by

someone else and which have already been passed through the statistical

tool. Methods of collection of Secondary data are


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Theoretical Background of the study

Scope of market research in view of modern global business.

Research methods provide you with the knowledge and skills you need to

solve the problems and meet the challenges of a fast-paced decision-making

environment. Business research courses are a recognition that students in

business, not-for-profit, and public organizations in all functional areas

need training in the scientific method and its application to decision making.

Two factors stimulate an interest in more scientific decision making: (1) the

managers increased need for more and better information and (2) the

availability of improved techniques and tools to meet this need.

During the last two decades, we have witnessed dramatic changes in the

business environment. Emerging from a historically economic role, the

business organization has evolved in response to the social and political

mandates of national public policy, explosive technology growth, and

continuing innovations in global communications. These changes have

created new knowledge needs for the manager. Other knowledge demands

have arisen from problems with mergers, trade policies, protected markets,

technology transfers, and macroeconomic savings investment issues.

The trend toward complexity has increased the risks associated with


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business decisions, making it more important to have a sound information

base. Increased complexity means there are more variables to consider. The

competition is more vigorous, with many business downsizing to make

competitive gains. Workers, shareholders, customers, and the public are

better informed and more sensitive to their self-interest. Government

continues to show concern with all aspects of society. Each of these factors

demands that managers have more and better information upon which to

base decisions.

To do well in such an environment, you will need to be equipped with an

understanding of scientific methods and a means of incorporating them into

decision making. You will need to know how to identify good research and

how to conduct it. This book addresses these needs.

As the complexity of the business environment has increased, there has

been a commensurate, increase in the number and power of the tools to

conduct research. There is vastly more knowledge in all fields of

management. We have begun to build better theories. The computer has

given us a quantum leap in the ability to deal with problems. New techniques

of quantitative analysis take advantage of this power. Communication and

measurement techniques have also been enhanced. These trends reinforce

each other and are having a massive impact on business management.


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sources of collection of primary and secondary data for market

research.

ta sources may be classified as either internal (organizational) or external

sources of information.

Internal Sources

Internal sources of organizational data are so varied that it is difficult to

provide generalizations about their use. Accounting and management

information systems create and store much of the internal data. Research

and development, planning, and marketing functions also contribute.

Examples are departmental reports, production summaries, financial and

accounting reports, and marketing and sales studies. The collection

methods used are unique to the specific situation, and collection success

depends on knowing just where and how to look. Sometimes the information

may exist in central files (i.e., at headquarters), in computer database, or in

departmental chronological files.

In other organizations, a central library keeps all relevant information.

Systematic searches should be made through exploratory interviews with

everyone who handles the information. Often company librarians, MIS.

PR/communications, or departmental secretaries can help in pinpointing

critical data sources. Internal data sources may be the only source of


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information for many studies.

External Sources

External sources are created outside the organization and are more varied

than internal sources. There are also better defined methods for finding

them. This discussion is restricted to published sources, although other

sources of information may be useful.

Published sources of data can be classified into five categories. The newest

and fastest growing one is computerized database. They are composed of

interrelated data files. The files are sets of records grouped together for

storage on some medium. Access may be through online search or

CD-ROM. Online databases are often specialized and focus on information

about a particular field.

Major source of published information consists of diverse materials from

special collections. Within this category there are many reference books,

each a compendium of a range of information. A second group includes

university publications, of which there are masters theses, doctoral

dissertations, and research records. A third group includes company

publications such as financial reports, company policy statements, speeches

by prominent executives, sales literature, product specifications, and many

others. There are miscellaneous information sources consisting of the


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ANALYSIS AND INTERPRETATION OF DATA

Q.1. Employees satisfied by the salary provided in Dainik Jagran.

No. of employees Percentage

Fully 50 75%

Partially 20 17.5%

Not satisfied 5 7.5%

Total 75 100%

Table no.1

Conclusion :-

75% of employees are fully . 17.5% of employees are partial and 7.5%

of employees are not satisfied about salary in Dainik Jagran.

75%

17.50%

7.50%0%

10%

20%

30%

40%

50%

60%

70%

80%

Fully Partially Not satisfied

Employees

Employees


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Q.2 Satisfaction of employees for recruitment & selection process of

Dainik Jagran

Basis No. of employees Percentage

Agree 45 75%

Partly Agree 25 20%

Disagree 5 5%

Total 75 100%

Table no.2

Conclusion :-

75% of employees are satisfied and agreed with the recruitment &

selection process. 20% of employees are partly Agree and 5% of

employees are Disagree about the process.

75%

20%

5%

Employees

Agree Partly Agree Disagree


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Q.3. Satisfaction of communication system among employees in

Dainik Jagran.


Fully satisfied 60 67.5%

Partially satisfied 10 27.5%

Not satisfied 5 5%

Total 75 100%

Table no.3

Conclusion :-

67.5% of employees are fully satisfied with the communication system.

27.5% of employees are partially satisfied and rest 5% of employees

are not satisfied with the communication system.

Fully satisfied

Partially satisfied

Not satisfied

0.00% 20.00% 40.00% 60.00% 80.00%

Employees

Employees


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Q.4. Satisfaction level among employees about the working conditions

in Dainik Jagran.


Fully satisfied 60 67.5%

Partially satisfied 10 27.5%

Not satisfied 5 5%

Total 75 100%

Table no.4

Conclusion:-

That 67.5% employees are fully satisfied 27.5% arepartially satisfied and

5% are not satisfied for working conditions.

Fully satisfied ,

67.50%

Partially

satisfied ,

27.50%

Not satisfied ,

5%


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Q5. Satisfaction about the motivational factors .

.


YES 45 60%

NO 30 40%

Total 75 100%

Table.5

Conclusion :-

In Dainik Jagran 60% employees says Yes and 40% says No .

YES

60%

NO

40%

Empolyee


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Q6. Effect of recruitment & Selection process on the productivity of the

organization


Yes 70 95%

No 5 5%

Total 75 100%

Table no.6

Conclusion :-

95% of employees says yes, that the recruitment & selection process

increases the productivity of the organization and 5% says No.

Yes

93%

No

7%

Empolyees


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Q7. Feeling about the quality of work you are asked to perform


Too much 25 34%

Just right 40 53%

Too little 10 13%

Total 75 100%

Table no.7

Conclusion :-

53% of employees With Just right.34% of employee with Too

much,13% of employees with Too little of quality of work.

Too much

34%

Just right

53%

Too little

13%

Empolyees


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Q8.Rate the performance application system of the company


Fair 60 67.5%

Good 10 27.5%

Excellent 5 5%

Total 75 100%

Table no.8

Conclusion:-

That 67.5% employees are fair Rate 27.5% Good rate and 5% are

Excellent rate for Rate

Fair , 67.50%

Good , 27.50%

Excellent, 5%


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LIMITATION

# Difficult to analyse the accurate level of satisfation regarding

personnel policies.

# Sources of information are limited.

# Accuracy of data is less due to human behavior.

# Level of dissatisfaction is not easy to understand.


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FINDINGS

Satisfaction is positively related to the degree of needs fulfillment.

The presence of hygiene factor not result in positive satisfaction but

the absence cause dissatisfaction .The same factor may serve as a

satisfier for one but dissatisfaction for another. A person can be

satisfied and dissatisfied at the same time.

Dissatisfaction arise when they do not find motivation and good

working conditions in the company.


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SUGESSTIONS

For satisfaction of employees salary must be fair .

Motivational factor should be provided for their better performance.

Current working condition should be good and well managed for all the

employees.

Social relationship plays a very important role for the employees so

environment should be friendly.


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CONCLUSION

employees can be satisfied by this-:

1 Jagran will catalyse opportunities, through education, employment,

markets or any other means, for every Indian to afford the life they

would like to live.

2 Jagran will evolve an operating system that channels the imagination

of the best brains and actions of the best hands, and help them

collaborate and build real or virtual organizations to address theproblems affecting the people at the bottom of the pyramid in India.

3 Jagran will be a forum for professionals, corporations, government and

non-government organizations to discuss, debate, share experiences

and learn from one another. The fusion of their minds and learning

from diverse perspectives would make Jagran, the fountainhead for

innovative thought and validation of "best fit" workable models for

social change and development in India.

4 Jagran will operate on a wide and unfettered canvas, giving flexibility to

members to work on areas of their interest.

5 Jagran will mould and mentor social entrepreneurs who wish to

challenge out-dated postulates and harness the power of the tools ofour present times.

6 Jagran will be a platform that social organizations can access for

knowledge and tools, which will enable them to cross the chasm and


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build a critical mass for rapid growth in size and effectiveness.

7 Jagran will build a library of thoughts, methods, models, success

stories and social initiatives and seek to make them replicable,

scaleable and sustainable.

8 In the process, Jagran will Enhance the flow of resources (time,

money, goods, services, emotions) to the sections of society that need

such support.

9 Increase the productivity of such resources.


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BIBLIOGRAPHY

INTERNET

1. http www.jagranprakashan.com

2. http:// www.jagranprakashan.com /aboutus.asp

BOOKS

1. C. R. Kothari Research Methodology ; Method & Techniques ,

Wishwa Prakashan , New Delhi, 2th Ed.pg-22-23

2. A K Singh ; Human Resource Management; Ma Millian India Ltd, 2th

Ed.pg-15-17.
http://www.samsung.com/in/aboutsamsung/index.htmlhttp://www.samsung.com/in/aboutsamsung/index.htmlhttp://www.samsung.com/in/aboutsamsung/index.htmlhttp://www.samsung.com/in/aboutsamsung/index.htmlhttp://www.samsung.com/in/aboutsamsung/index.htmlhttp://www.samsung.com/in/aboutsamsung/index.html


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QUESTIONNAIRE DESIGN

A Questionnaire, whether it is called a schedule, interview form, or

measuring instrument, is a structured technique for data collection that

consists of series of question, written or verbal, that a respondent answers.

Objective Of A Questionnaire

ation needed into a set of specific questions

that the respondents can and will answer.

become involved in the interview, to cooperate, and to complete the

interview.

e should minimize response error.


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QUESTIONNAIRE

Your name:

Your Age:

Your Gender: Male [ ] Female [ ]

Marital Status : Married [ ] Unmarried [ ]

Q.1. How much employees satisfied by the salary provided in Dainik Jagran?

[ ] Fully [ ] Partially[ ] Not satisfied

Q.2. Are they satisfied from the recruitment and selection process of DainikJagran[ ] Agree [ ] partly agree

[ ] Disagree

Q.3. Is the communication system between employees as per theirexpectation?

[ ] Fully satisfied [ ] Partially satisfied[ ] Not satisfied

Q.4. Are they satisfied with the working conditions in Dainik Jagran?

Fully satisfied [ ] Partially satisfied[ ] Not satisfied


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Q5. Is there sufficient number of motivational factors present in DainikJagran?

[ ] receive and your performance ?

[ ] Yes [ ] No

Q6. Q6. Does the better recruitment and selection process plays animportant role in increasing the productivity of the organization

[ ] Yes [ ] No

Q7.How do you feel about the quality of work you are asked to perform?

[ ] Too much[ ] Just right [ ] Too little

Q8.How do you rate the performance application system of the company?

[ ] Excellent [ ] Very good[ ] Fair

subhashini jain

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