A STUDY ON JOB SATISFACTION AT TTK

HEALTHCARE LTD,

CHENNAI

By

M.SARANYA

REG. NO. 30709631035

Of

JERUSALEM ENGINEERING COLLEGE,

PALLIKKARANAI, CHENNAI – 600 100

MASTER OF BUSINESS ADMINISTRATION

 BONAFIDE CERTIFICATE

Certified that this project report titled A STUDY ON JOB SATISFACTION AT TTK
HEALTHCARE LTD is the bonafide work of Ms.M.SARANYA who carried out the research
under my supervision . Certified further, that to the best of my knowledge the work reported
herein does not form part of any other project report or dissertation on the basis of which a
degree or award was conferred on an earlier occasion of this or any other candidate

___________ _____________

Supervisor H.O.D

Viva-voce held on_________________

_______________ ________________

Internal Examiner External Examiner

 ABSTRACT

The main focus of the study is to measure the level of employee morale at TTK
HEALTH CARE LTD. This project emphasizes the importance of job satisfaction among the
work force in achieving gains in human performance and productivity.

Primary data collection was done through structured questionnaire. Secondary data was
collected from company records and internet. Research design used in this study was descriptive
research study. Simple Random sampling method was followed. Conclusions were drawn based
on the analysis of data collected from the employees in various grades.

Statistical tools applied are simple percentage and chi-square and weighted average.
Recommendations were provided for enhancing the quality of the processes and personnel
policies of the organisation.
 ACKNOWLEDGEMENT

I express my deepest sense of gratitude to the Almighty God for the abundant blessing,

without which the study would have never seen the light of the day.

I hereby acknowledge my sincere gratitude to the Management of Jerusalem College of

Engineering and Dr.G.Sambandan, Principal, Jerusalem College of Engineering, for giving me

an opportunity to undergo M.B.A Degree Course and to undertake this project work. I wish to

express my deep sense of gratitude to our H.O.D Dr. V. Dhamodharan M.B.A., P.hd.,

I owe my reverential gratitude to my faculty guide, Mr. B.John Clement Daniel for his

valuable suggestion and constructive criticism rendered at each stage of the project. Under his

guidance I have been available to conduct the study and complete it successfully.

I express my thanks to Mr. Suresh, Executive-HR and other staff members at TTK

Health Care Ltd who kindly provided their helping hand for doing the project work.

I acknowledge the immense help rendered by family and friends without whom the effort

would not have been possible.

 CONTENTS

CHAPTER PARTICULARS PAGE NO.

I INTRODUCTION & COMPANY

PROFILE LIST
OF
II REVIEW OF LITERATURE

III RESEARCH METHODOLOGY

IV DATA ANALYSIS & INTERPETATION

V FINDINGS

VI RECOMMENDATION SUGGESTION

VII CONCLUSION

BIBLIOGRAPHY

ANNEXURE

TABLES

Page
S.NO TITLE
No

1 Age of employees 41
2 Gender of employees 42

3 Educational qualification of employees 43

4 Martial status of employees 44

5 Whether job suits educational qualification 45

6 Employees response towards their package 46

7 Employees opinion towards superior – subordinate relationship 47

8 Employees response towards stress in job 48

9 Employees satisfaction towards work environment 49

10 Employees response towards work on holidays 50

11 Employees opinion regarding the basis of promotion 51

12 Does the company provide flexible working hours 52

13 Employees response towards benefits extended by the company 53

14 How do employees view their job 54

15 Employees satisfaction level with their present position in the company 55

16 Employees response towards opportunity to use new technology 56

17 Response towards employees’ individual contribution is being recognized 57

18 Whether the company clearly communicates its goals and strategies to you 58

19 Employees satisfaction level with their team spirit 59

20 Employees satisfaction level with overall job security 60

21 How do you evaluate the overall satisfaction with your job 61

LIST OF CHARTS
Page
S.NO TITLE
No

1 Age of employees 41

2 Gender of employees 42
3 Educational qualification of employees 43

4 Martial status of employees 44

5 Whether job suits educational qualification 45

6 Employees response towards their package 46

7 Employees opinion towards superior – subordinate relationship 47

8 Employees response towards stress in job 48

9 Employees satisfaction towards work environment 49

10 Employees response towards work on holidays 50

11 Employees opinion regarding the basis of promotion 51

12 Does the company provide flexible working hours 52

13 Employees response towards benefits extended by the company 53

14 How do employees view their job 54

15 Employees satisfaction level with their present position in the company 55

16 Employees response towards opportunity to use new technology 56

17 Response towards employees’ individual contribution is being recognized 57

18 Whether the company clearly communicates its goals and strategies to you 58

19 Employees satisfaction level with their team spirit 59

20 Employees satisfaction level with overall job security 60

21 How do you evaluate the overall satisfaction with your job 61

 CHAPTER – I

COMPANY PROFILE & INTRODUCTION

TTK HEALTHCARE LTD

PROFILE OF THE COMPANY

(FROM GRIPE WATER TO HEART VALUES)

TTK Healthcare Ltd is a member of the TTK Group of Companies, a highly successful and
diverse multi-product, multi-unit manufacturing and marketing organization with a sales
turnover of Rs.500 crores.

The origin of the TTK Group dates back to 1908 when Mr.T.T.Krishnamachari started an
indenting house, to market the products of lever Brothers. From this venture, the company
expanded its activities into the marketing of internationally well known branded products such as
Cadbury’s Chocolates, Woodward’s Gripe water, Kiwi Boot Polish, Flit Insecticides, Beecham’s
Toiletries, Mortan sweets and Cosmetics from Cheese borough-ponds.

In course of time the group gradually extended its marketing activity into manufacturing and
today produces a range of leadingbrands such as the Woodward’s Gripe water, Prestige Pressure
Cooker and pressure pan, Kohinoor condoms, Kiwi shoe polish, Tantex Hosiery etc.

Some of the prominent companies of the TTK Group are TTK Healthcare Ltd, manufactures
of ethical pharmaceuticals; TTK Prestige Limited, manufacturers of the Prestige range of
houseware; TTK LIG Limited, manufactures of the Kohinoor range of condoms; TTK
Healthcare Ltd(printing Division) manufacturers of maps, atlases, guide books and industrial

grades of paper; TT Industries and Textiles Limited, manufactures of Tantex hosiery and
consumables for Textile Mills; KIWI TTK limited manufacturers of the kiwi range of shoe care
products and household cleansers.
THE COMPANY:

TTK Healthcare Ltd was incorporated on May 21, 1958 as Orient Pharma Private Limited and
began its activities by distributing Woodward’s Gripe Water in India. In 1981, the company
name was changed to TTK Pharma Pvt Ltd in 1986, the company went public with linked issue
of Equity Shares and Debentures which was oversubscribed 53 times

The company has since then broadened its activities and today has manufacturing facilities at
three centers employing over 1500 people.

The company is managed by a highly professional and experienced Board of Directors.

PRODUCT RANGE

Started with Woodward’s Gripe water TTK Healthcare has been gradually extending its product
range upto the sophisticated, high technology product like heart valves and a range of bio-
medical devices. The company derives its strength from the diverse expertise available within the
Group in areas such polymers, precision engineering, latex, pharmaceuticals, foods and nutrition.

The products of TTK Healthcare can be broadly classified into the following divisions:

CLINICARE DIVISION

Demonstrating Indian technology at its forefront this division produces a range of bio-
medical products. Bio-medical technology involves the application of engineering technologies
to healthcare. The range of products can be further categorized into:
i) Cardio care system:

The tilting-disc heart valve which will be manufactured for the first time in India by TTK
Healthcare is probably the most significant of the company’s products. The technology for the
heart valve was developed by Sree Chitra Tirunal Institute, Trivandrum. There are
approximately 20,000 heart surgeries performed in India every year. Besides this, about 1.2
million children in India suffer from the rheumatic heart diseases which can only be cured by
heart surgery. The cost of heart surgery in India is highly largely due to the prohibitive costs of
imported valves. TTK Healthcare will Endeavour to offer the valve at an affordable price. Other
products in this category include ECG Electrodes, Cardotomy Reservoirs, Cardiopulmonary
custom packs and Mediastinal Drainage Systems.

ii) Blood Management System:

These include disposable Blood Bags, Blood Transfusion sets, Blood Transfusion Microfilters
and Diagnostic Kits.

iii) Renal Care Systems:

Urine Drainage Systems, haemodialysers and disposable tubings.

iv) Hospital Accessories:These include both hospital consumables and hospital durables like
surgical gloves, examination gloves, disposable syringes and needles, pressure beds, sterilizers
and autoclaves.

MODERN MEDICINE DIVISION

 Started in 1960, this division produces a wide range of medicines including
antihypertensive, antiangina drugs, anticholinergics and natural calcium supplements. TTK
Healthcare also manufactures some of the most widely used antibiotics – ampicillin,

amoxycillin and cloxacillin. These drugs are produces at a very modern bulk drug facility in
Hyderabad. The factory also manufactures formulation from the bulk drugs. A comprehensive
range of modern medicine for various conditions such as emergencies due to shock, calcium,
deficiency, etc are manufactured at the facility at Chennai.

INDIAN MEDICINE DIVISION

The Indian Medicine Division of TTK Healthcare was established in 1975 with the objective of
developing and marketing unique herbal formulations based on ancient Ayurvedic system of
medicine. Every herbal formulation undergoes stringent analysis and clinical trials. A wide range
of products for men, women and children are produced by this division. These include products
of illnesses for which there are no known allopathic alternatives. With the herbal market growing
fast, both in India and abroad, the success of this division is ensured.

WOODWARD’S DIVISION

TTK Healthcare started operation with Woodward’s Gripe water, a product established
internationally for over years, first marketing it in 1948 and then starting its manufacture in
1961.
Other products such as special paediatric nutritional supplements and a range of paediatric
formulations will be launched shortly.

ANIMAL WELFARE DIVISION

TTK Healthcare produces a range of products for livestock and poultry such as antibiotics,
vitamins feed supplements, etc. the pet care range launched by TTK Healthcare marks a
breakthrough in the veterinary products market. Pet care products for household pets have also
been introduced like herbal skin oils, calcium supplements, soaps, and shampoos, etc.

CONSUMER PRODUCTS DIVISION

TTK Healthcare markets a range of consumer products manufactured by its group companies.
These products include the Kohinoor range of condoms and the Kiwi range of shoe care products
and household cleansers.

FOODS DIVISION

In the mid 1980s, TTK Healthcare set up a unit with Italian machinery to produce extruded food
products. Products in this range include snack foods like Rice sevai, Fryums and vadams.

EXPORTS

TTK Healthcare’s thrust on exports has paid rich dividends. Blood bags and blood transfusion
sets are exported to UK, Egypt and Germany. Antibiotic bulk drugs are exported to Germany and
Nigeria. Herbal products are exported to USA, Singapore and Malaysia while Woodward’s Gripe
water is exported to the Caribbean countries. Fryums and snacks pellets are exported are
exported to the Middle East, Srilanka and Singapore. Exports are expected to grow significantly
in the immediate future with TTK Healthcare establishing marketing tie-ups in Mexico, USA,
and Canada.

TTK healthcare has identified a growing export market in turnkey projects for bulk drugs. The
company has already set up a turnkey project in Bangladesh for the manufacture of
Sulphamethaoxazole and Trimethroprim. Negotiations are on with the state Government of Kiev.
Pakistan and Nigeria for setting up turnkey bulk drug projects and upgradation of existing
facilities. Discussions are also on with Egypt and Indonesia for setting up turnkey blood bag
manufacturing plants.

RESEARCH AND DEVELOPMENT

The Research and Development Centre of TTK Healthcare was established in 1975 to develop a
range of proprietary medicines. The laboratory has been approved by the Ministry of Science and
Technology, Government of India. The center has been recognized for conducting doctoral
research by Academic Institutions.

TTK Healthcare is actively involved in setting up a full fledged research facility at Bangalore to
develop the technology for the manufacture of a wide range of bio-medical devices.

Extensive multicentric trials are conducted in respect of all products in the Clinicare, Indian
Medicine and Modern Medicine Divisions. Only after the products are proven, are they launched
commercially.

OVERSEAS COLLABORATORS

The TTK group has collaborated with a number of established foreign corporations including:
  London International Group,UK
 Kali-chemie, West Germany
 Nicholas Kiwi, a division of Sara-Lee, USA
 Hatu-lco, Spain
 Green Cross Medical corporation, Korea
 Korea Green Cross corporation, Korea
 Dong-A Pharm, Korea

FUTURE PLANS: FROM GRIPE WATER TO HEART VALUE

TTK Healthcare has come a long way from its early marketing days. Today the company has
diversified into a wide range of highly sophisticated, high technology products heralding a new
era in the Indian pharmaceutical scenario.

The next few years will see rapid growth in the bio medical devices market. TTK Healthcare will
launch a range of products that include heart valves, incinerators, oxygenators, humidifiers, third
generation cephalosporin, Quinolones, anticancer drugs, unique herbal drugs, special nutritional
supplements, etc. The petcare product range will grow as will Woodward’s

Division. Newer products will continue to evolve as research advances and technologies emerge.

RIGHTS ISSUE FROM TTK HEALTHCARE

TTK Healthcare is coming out with a rights issue of 13, 55,673 equity shares of Rs.6.10 crores.
While 12, 91,118 shares will be issued to existing shareholders in the ratio of 2 shares for every 5
shares, the balance 64,555 shares will be offered to employees of the company and associate
companies.

The rights issue will augment the long term working requirements of the company. TTK
Healthcare is in the process of upgrading its manufacturing facilities to meet the specifications of
the ISO 9000 at all its facilities, which it hopes to achieve. Capital is also required to provide
development and promotional support for new products to be introduced by the company.

Despite the problem faced by the industry in 1991, including the freezing of prices of products,
the rupee devaluation and the increase in market borrowing rates, TTK Healthcare’s
performances for the year ended May, 1992 was impressive.

The company achieved a turnover of Rs.67.85 crores as against Rs.49.02 crores in the previous
year, a growth of 37.9%. The profit before tax was Rs.283.20 lakhs, an increase of over 39%
over the previous year’s figure of Rs.203.47 lakhs. The company has declared a dividend of
22.5% for the year ended May 31, 1992 as against 17.5% and 20% for 1989-90 and 1990-91
respectively. The company expects to improve its turnover further to Rs.100 crores for 1992-93.

CLINICARE DIVISION
The products of the clinicare division can be categorized under the following heads:

a) Cardio care systems Heart valves

The technology for the heart valves was developed at the Sree Chitra Tirunal Institute for
Medical Science and Technology, Trivandrum after 14 years of research. The valves come in 7
sizes for both Aortic and Mitral positions. The technology for this product is highly sophisticated
and specialized alloys are used in its manufacture.

TTK Healthcare is now co-ordinating multicentric trials at 6 major centres across the country.

ECG electrodes

Mediastinal drainage systems

Cardiotomy reservoir

Cardiopulmonary custom packs

b) Blood management systems

Disposable blood bags

Blood transfusion sets

Blood transfusion microfiters

Diagnostic kits for AIDS, Hepatitis, etc

c) Renal care systems

 Urine drainage systems

Haemodialyzer and disposable tubings

d) Hospital Accessories

Surgical gloves

Examination gloves

Disposable syringes and needles

Pressure beds (which prevent the occurrence of bed sores)

Sterilizers

Autoclaves

Urine bags and cathetes

MODERN MEDICINE DIVISION

Cardio Vascular Range

Dopamine- an emergency injectable in case of shocks

Urokinase – to dissolve blood clots in myocardial infection

Hiperten- for management of high blood pressure

Nengil- for angina

Gynecological Range
 Ossopan - a calcium supplement for pregnant women and lactating mothers

Epidosin – a smooth muscle relaxant.

Antibiotic Range

Nepocil Ampicilin – a broad based spectrum semi-synthetic

Nepoclox – a combination of Ampicillin and Cloxacillin for stubborn infections.

Nepotax – a powerful bactericidal third generation cephalosporin.

General products

Metalin – a liquid iron and protein tonic

Oricitral – a systematic alkalizer

Serutan – pancreatic enzyme tablets

THE FUTURE OF THE MODERN MEDICINE DIVISION

Products to be introduced within the next two years include

 A spectrum of antibiotics including later generation quinolones.

 Cardio- vascular drugs.
 Psychotropic.
 Anticancer drugs particularly for cervical, lung and breast cancer.

INDIAN MEDICINE DIVISION

a) Products for women/ children :

 Lactare - a herbal route to improve lactation

 Lukure - a product for leucorrhoea
 Elcarim - a herbal appetizer and growth promoter for children

b) Products for men :

 Mustong – a health fitness supplement

 Virile-relieves anxiety and stress

c) General products:

 Tefroli- a proven liver corrective and protective

 Valmus- relieves anxiety and stress
 Arthrid – for relief from stiff joints
 Cofrem- a safe cough remedy

THE FUTURE OF THE INDIAN MEDICINE DIVISION

This division continues to develop products for which were there is no allopathic alternative
available, eg. For psoriasis and uterine dysfunctions; herbal tranquilizers, etc

TURNKEY PROJECTS

TTK Healthcare has setup a turnkey project at Bangladesh. TTK has provided the technical
know-how, plant and machinery erection and commission services. The Rs.7 crore plants will
produce 150 tonnes of suphamethaxoazole and 36 tonnes of trimethoprim per annum. Currently,
that production is on and commercial production began in January, 1993. The plant can also
manufacture other bilk drugs like louprofen and mebendazole.
TTK healthcare has signed in MOU with the state government of Kiev, for a turnkey project for
the manufacture of ampicillin. Enquiries have been received from Pakistan and Bangladesh for
up gradation of existing antibiotic plants.

Discussions are on with Egypt and Indonesia for turnkey blood bag manufacturing plants.

EXPORTS

TTK healthcare’s thrust in exports is paying rich dividends. The product being exported as
follows:

 Blood bags and blood transfusion sets to UK, Nigeria and Egypt
 Anti-biotic bulk drugs to Germany, UK and Malaysia
 Anti-biotic formulations to Germany, Nigeria
 Herbal products to USA, Singapore and Malaysia
 Fryums and snack pellets to Middle East, Sri Lanka and Singapore
 Woodward’s gripe water to the Caribbean countries

CONSUMER PRODUCT DIVISION

*Condoms manufactured by the group companies, London Rubber Company and

LORCOM. The range of the products includes Kohinoor and maharaja.

*Kiwi range of shoe care products and household cleansers manufactured by new way
chemicals and polishes
THE FUTURE OF THE CONSUMER PRODUCTS

*product extensions in the Kohinoor range

*Durex International condoms

*Special cleansers from kiwi

TTK PHARMA LIMITED has been renamed as TTK HEALTHCARE LIMITED since
26th October 1999.

JOB SATISFACTION
Human life has become very complex now-a-days. In modern society the needs and requirements
of the people are ever increasing and ever changing. When the people’s needs are not fulfilled
they become dissatisfied. Dissatisfied people are likely to contribute very little for any purpose.
Job satisfaction of industrial workers is very important for the industry to function successfully.
Apart from managerial and technical aspects, employees can be considered as backbone of any
industrial development. To utilize their contribution they should be provided with good working
conditions to boost their job satisfaction.

Job satisfaction is important technique used to motivate the employees to work harder. It is often
said that “ A HAPPY EMPLOYEE IS A PRODUCTIVE EMPLOYEE”. A happy employee is
generally that employee who is satisfied with his job.

Job satisfaction is very important because most of the people spend a major portion of their life
at working place. Moreover, job satisfaction has its impact on the general life of the employees
also, because a satisfied employee is a contented and happy human being. A highly satisfied
worker has better physical and mental well being

DEFINITIONS:
Job satisfaction can defined as extent of positive feelings or attitudes that individuals have
towards their jobs. When a person says that he has high job satisfaction , it means that he really
likes his job, feels good about it and value his job dignity.

“Job satisfaction does not seem to reduce absence, turnover and perhaps accident rates”.
-Robert L. Kahn

“Job satisfaction is a general attitude towards one’s job: the difference between the amount of
reward workers receive and the amount they believe they should receive.”
-P. Robbins

Job satisfaction defines as “The amount of over all positive affect or feeling that individuals have
toward their jobs.”
-Hugh J. Arnold and Daniel C.
NEED OF THE STUDY

This study is being done to analyse the degree of job satisfaction of employees with the aim of
reducing employee turnover and absenteeism and thereby increasing overall productivity.
SCOPE OF THE STUDY

This study is helpful to the organization for identifying the areas of job dissatisfaction in the
employees and helping the management in making correct decision
OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE

To assess the job satisfaction level of employees in TTK Health Care Pvt Ltd, Chennai.

SECONDARY OBJECTIVE

 To identify the factors which improves the satisfaction level of employees. .

 To find out if they are satisfied with their job profile.
 To study whether the nature of work and working condition motivate the employee to
perform better.
 To identify whether the organizational helps in self development of employees.
 DETERMINANTS OF JOB SATISFACTION

While analyzing the various determinants of job satisfaction, we have to keep in mind that: all
individuals do no derive the same degree of satisfaction though they perform the same job in the
same job environment and at the same time. Therefore, it appears that besides the nature of job
and job environment, there are individual variables which affect job satisfaction. Thus, all those
factors which provide a fit among individual variables, nature of job, and situational variables
determine the degree of job satisfaction. Let us see what these factors are

INDIVIDUAL FACTORS:

Individuals have certain expectations from their jobs. If their expectations are met from the jobs,
they feel satisfied. These expectations are based on an individual’s level of education, age and
other factors.

1.Level of education:

Level of education of an individual is a factor which determines the degree of job satisfaction.
For example, several studies have found negative correlation between the level of education,
particularly higher level of education, and job satisfaction. The possible reason for this
phenomenon may be that highly educated persons have very high expectations from their jobs
which remain unsatisfied. In their case, Peter’s principle which suggests that every individual
tries to reach his level of incompetence, applies more quickly.

2.Age:
Individuals experience different degree of job satisfaction at different stages of their life. Job
satisfaction is high at the initial stage, gets gradually reduced, starts rising upto certain stage, and
finally dips to a low degree. The possible reasons for this phenomenon are like this. When
individuals join an organization, they may have some unrealistic assumptions about what they
are going to drive from their work. These assumptions make them more satisfied. However,
when these assumptions fall short of reality, job satisfaction goes down. It starts rising again as
the people start to assess the jobs in right perspective and correct their assumptions. At thelast,
particularly at the fag end of the career, job satisfaction goes down because of fear of retirement
and future outcome.

OTHER FACTORS:

Besides the above two factors, there are other individual factors which affect job satisfaction. If
an individual does not have favourable social and family life, he may not feel happy at the

workplace. Similarly, other personal problems associated with him may affect his level of job
satisfaction. Personal problems associated with him may affect his level of job satisfaction.

a)NATURE OF JOB

Nature of job determines job satisfaction which is in the form of occupation level and job
content.
1. Occupation level: Higher level jobs provide more satisfaction as compared to lower levels.
This happens because high level jobs carry prestige and status in the society which itself
becomes source of satisfaction for the job holders. For example, professionals derive more
satisfaction as compared to salaried people factory workers are least satisfied.

2. Job content:
Job content refers to the intrinsic value of the job which depends on the requirement of skills for
performing it, and the degree of responsibility and growth it offers. A higher content of these
factors provides higher satisfaction. For example, a routine and repetitive lesser satisfaction; the
degree of satisfaction progressively increases in job rotation, job enlargement, and job
enrichment.

b)SITUATIONAL VARIABLES:

Situational variables related to job satisfaction lie in organizational context – formal and
informal. Formal organization emerges out of the interaction of individuals in the organization.
Some of the important factors which affect job important factors which affect job satisfaction are
given below:
1. Working conditions: Working conditions, particularly physical work environment, like
conditions of workplace and associated facilities for performing the job determine job
satisfaction. These work in two ways. First, these provide means job performance. Second,
provision of these conditions affects the individual’s perception about the organization. If
these factors are favourable, individuals experience higher level of job satisfaction.

2. Supervision: The type of supervision affects job satisfaction as in each type of supervision;
the degree of importance attached to individuals varies. In employee-oriented supervision, there
is more concern for people which is perceived favourably by them and provides them more
satisfaction. In job oriented supervision, there is more emphasis on the performance of the job
and people become secondary. This situation decreases job satisfaction.

3. Equitable rewards: The type of linkage that is provided between job performance and
rewards determines the degree of job satisfaction. If the reward is perceived to be based on the
job performance and equitable, it offers higher satisfaction. If the reward is perceived to be based
on considerations other than the job performance, it affects job satisfaction adversely.
4. Opportunity: It is true that individuals seek satisfaction in their jobs in the context of job
nature and work environment by they also attach importance to opportunities for promotion that
these job offer. If the present job offers opportunity of promotion is lacking, it reduces
satisfaction.

5. Work group: Individuals work in group either created formally of they develop on their own
to seek emotional satisfaction at the workplace. To the extent such groups are cohesive; the
degree of satisfaction is high. If the group is not cohesive, job satisfaction is low. In a cohesive
group, people derive satisfaction out of their interpersonal interaction and workplace becomes
satisfying leading to job satisfaction.
LIMITATIONS OF THE STUDY

 The research exercise was conducted within a limited duration.

 The result would be varying according to the individuals as well as time.
 Some of the respondents were apprehensive of answering some questions.
 The findings and conclusions are based on knowledge and experience of the respondents
sometime may subject to bias.
 CHAPTER - II

REVIEW OF LITERATURE
 REVIEW OF LITERATURE

A literature review is a body of text that aims to review the critical points of current knowledge
and or methodological approaches on a particular topic. Literature reviews are secondary
sources, and as such, do not report any new or original experimental work.

JOB SATISFACTION OF BANK OFFICERS IN BANGLADESH

– NAZRUL ISLAM & GOUR CHANDRA SAHA

This study attempts to evaluate job satisfaction of bank officers in Bangladesh. It focuses
on the relative importance of job satisfaction factors and their impacts on the overall job
satisfaction of officers. It also investigates the impacts of bank type, work experience, age, and
sex differences on the attitudes toward job Satisfaction.
The result shows that salary, efficiency in work, fringe supervision, and co-worker
relation are the most important factors contributing to job satisfaction. Private bank officers
have higher levels of job satisfaction than those from public sectors as they enjoy better
facilities and supportive work environment. Sex and age differences have relatively lower level
of impact on it. The overall job satisfaction of the bank officers is at the positive level.
A STUDY ON JOB SATISFACTION AMONG BANK OFFICERS IN STATE BANK OF
INDIA, JABALPUR
- Mr. S. NAREND, 1990
The techniques used by the Researcher for analyzing the data was through questionnaire method.
The Researcher interviewed forty respondents on the basis of sex, age, educational qualification,
experience, monthly income, marital status and family income. The tools adopted by the
Researcher was average scoring and two-way table method to find out job satisfaction

MILITARY MEDICAL UNIVERSITY, SCHOOL OF NURSING, SHANGHAI, PR

CHINA.
- GUI L, BARRIBALL KL, WHILE AE.

Job satisfaction among nurses is of concern throughout the world but the satisfaction of nurse
teachers has received less attention and no review of global research on the topic has been
published. A comprehensive literature review (1976-2007) was undertaken from an international
perspective (n=26 papers and 4 doctoral abstracts) to examine the state of knowledge about nurse
teachers' job satisfaction over time. Coverage over the last 30 years was selected to examine if
the level and contributing factors to nurse teachers' job satisfaction have changed during a time
which has seen considerable developments and reorganization of nurse education as well as the
role of nurse teachers.
The purpose of this Part I paper is to: (i) review the different measurements of job satisfaction,
(ii) report the job satisfaction levels of nurse teachers and, (iii) identify the components of job
satisfaction of nurse teachers. This paper provides the foundation for the Part II paper which
reviews the literature regarding the effects and related factors of
nurse teachers' job satisfaction.
JAIN, JABEEN, (2007), A CASE STUDY OF INDIAN OIL
Job Satisfaction as Related to Organisational Climate and Occupational Stress:
A Case Study of Indian Oil " concluded that that there is no significant difference between
managers and engineers in terms of their job satisfaction and14 both the groups appeared almost
equally satisfied with their jobs. When the managers and engineers were compared on
organizational climate, it was found that both the groups differed significantly. Managers scored
significantly high on organizational climate scale than the engineers indicating that the managers
are more satisfied due to the empowerment given to them.

JOB ATTITUDE AND EMPLOYEES PERFORMANCE OF PUBLIC SECTOR

ORGANIZATIONS IN JAFFNA DISTRICT, SRI LANKA
- VELNAMPY (2008)

concluded that job satisfaction does have impact on future performance through the job
involvement, but higher performance also makes people feel more satisfied and committed. It is
a cycle of event that is clearly in keeping with the development perspective. Attitudes such as
satisfaction and involvement are important to the employees to have high levels of performance.
The results of the study revealed that attitudes namely satisfaction and involvement, and
performance are significantly correlated.
FACTORS AFFECTING JOB SATISFACTION AMONG ACADEMIC
PROFESSIONALS IN TERTIARY INSTITUTIONS IN ZIMBABWE
– BY P. CHIMANIKIRE, E. MUTANDWA,
C. T. GADZIRAYI, N. MUZONDO AND B. MUTANDWA

The broad objective of this study was to determine factors affecting job satisfaction
among academic professionals in tertiary institutions of Zimbabwe against the backdrop of high
brain drain in the sector. A total of eighty respondents were selected randomly from
departmental lists and interviewed using structured questionnaires.

The results of the study showed that a greater proportion of the academic staff was not satisfied
with their jobs. Reasons for dissatisfaction include high volume of work, inadequate salaries,
allowances, loans to facilities purchase of housing stands and cars

A STUDY ON JOB SATISFACTION OF TEA PLANTATION WORKERS WITH

SPECIAL REFERENCE TO SHEIKALMUDI ESTATE, VALPARAI
-MR.K.MADHU,1986

The techniques used by the Researcher for analyzing the data were through questionnaire and
personal interview method. The Researcher interviewed Sixty respondents on the basis of sex,
age, educational qualification, experience, monthly income, marital status and family income.
The tools adopted by the researcher was average scoring and two-way table method. The
hypothesis was tested through chi-squire test and correlation to find out job satisfaction.
The researcher had made previous study on job satisfaction in various area.
SHAHU & GOLE (2008), IN THEIR STUDY "EFFECT OF JOB SATISFACTION ON
PERFORMANCE”
An Empirical Study" concluded that the companies that are lagging behind in certain areas of
job satisfaction & job stress need to be developed so that their employees show good
performance level, as it is provided that performance level lowers wit high satisfaction scores.
The awareness program pertaining to stress & satisfaction is to be taken up in the industries to
make them aware of the benefits of knowledge of stress and its relationship with
satisfaction and achievement of goal of industries.
 CHAPTER - III

RESEARCH METHODOLOGY
 RESEARCH METHODOLOGY

Research methodology is the systematic way to solve the research problem. It gives an
idea about various steps adopted by the researcher in a systematic manner with an objective to
determine various manners.

RESEARCH DESIGN

 Research design in a plan to carry out the study in an orderly and systematic manner.
 The research design may be exploratory, descriptive or experimental
 For the present study descriptive research design is adopted.
 The main aim of the present study is to understand the job satisfaction of employees of
the organization

DESCRIPTIVE RESEARCH
Descriptive research includes surveys and fact-finding enquiries of different kinds. The major
purpose of descriptive research is description of the state of affairs, as it exists at present. In
social science and business research, we quite often use the term ex post facto research for
descriptive research studies. The main characteristic of this method is that researcher has no
control over the variables; he can only report what has happened or what is happening.

In descriptive research design the researcher must be able to define clearly, what he wants to
measure and must find adequate methods for measuring it along with clean cut definition of
population, researcher wants to study, since the aim is to obtain complete and accurate
information in the studies. In descriptive study, the researcher takes out samples and then wishes
to make statements about the population on the basis of sample analysis. In descriptive study the
first step to specify the objectives with sufficient perception to ensure that data collected are
relevant. The data collected must be analyzed and processed. Thus this is clearly stated that the
researcher has applied descriptive research design.

AREA OF THE STUDY

To know the job satisfaction amongst the employees of TTK Health Care Pvt Ltd.

SAMPLE SIZE

The sample size of 50 respondents were selected for the study from the total population of 100.

SAMPLING TECHNIQUE

Since it is not possible to give equal importance to all the members in each department, the samples
are selected using random sampling method.

DATA COLLECTION TECHNIQUE

Data was collected from both primary and secondary source.

Primary Data

The primary data is the first hand source and collected through structured questionnaire. The
questionnaire consisted of 24 questions, with a combination of open – ended and close –ended
questions

Secondary Data

Secondary data is information that is collected for the purpose other than to solve the specific
problem under investigation. The secondary sources of data collection were information obtained
from books, magazines, websites and articles on the topic etc. In the study, the researcher would
use the secondary data to supplement the primary data.

STATISTICAL TOOLS USED FOR ANALYSIS

The statistical tools used for analyzing the data collected are:
  Chi Square
 Weighted Average.

CHI-SQUARE TEST:

Chi-square test is applied to test the goodness of fit, to verify the distribution of observed data
with assumed theoretical distribution. Therefore it is a measure to study the divergence of actual
and expected frequencies, Karl Pearson’s has developed a method to test the difference between
the theoretical (hypothesis) & the observed value.

Chi – square test (X2) = (Oi – Ei)^2 / E

Degrees Of Freedom = V = (R – 1) (C -1)

Where,
‘Oi’ = Observed Frequency
‘Ei’ = Expected Frequency
‘R’ = Number of Rows
‘C’ = Number of Columns

Expected frequency of any cell = (row total of the cell) * (column total of the cell)

Grand total

NOTE: For all the chi-square test the table value has taken @ 5% level of significance.
WEIGHTED AVERAGE METHOD
Weighted average can be defined as an average whose components aggregate of the products are
divided by the total of weights. One of the imitations of simple arithmetic mean is that it gives
equal importance to all the items of the distribution. In certain cases relative importance of all the
items in the distribution is not the same where the importance of the items varies. It is essential
to allocate weight applied but may vary in different cases. Thus weight age is a number standing
for the relative importance of items.
 CHAPTER - IV

DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS AND INTERPRETATION

This chapter is allocated for analysis and interpretation of data. Preparing percentage analysis,
weighted average and chi-squire test does the analysis of job satisfaction, which are directly
extracted from the questionnaire. The variations in the extent of the employee satisfaction can be
measured with the variables such as job secured, promotional opportunity, relationship with
management, and satisfaction factors of the respondents.

PERCENTAGE ANALYSIS:
It refers to special kind of ratio, percentages are used in making comparison between two or
more series of data, and used to describe the relation.

AGE OF EMPLOYEES
 TABLE-1

AGE 20-30yrs 30-40yrs 40-50yrs 50 & ABOVE TOTAL

RESPONDENT 26 15 6 3 50
S
PERCENTAGE 52% 30% 12% 6% 100%

60

50

40

30 RESPONDENTS
PERCENTAGE

20

10

0
20-30yrs 30-40yrs 40-50yrs 50 & ABOVE

CHART-1

INTERPRETATION:

The above table reveals that 52% of the respondents are between the age group of 20 to 30 years,
30% of the respondents are between the age group of 30 to 40 years, 12% are between the age
group of 40 to 50 years and 6% of the respondents are above 50 yrs.

GENDER OF EMPLOYEES
 TABLE-2

GENDER MALE FEMALE TOTAL

RESPONDENTS 33 17 50
PERCENTAGE 66% 34% 100%

GENDER OF EMPLOYEES

FEMALE
34%

CHART-2

MALE
66%

INTERPRETATION:

The above table reveals that 66% of the respondents are male and 34% of the respondents are
female.

EDUCATIONAL QUALIFICATION OF EMPLOYEES

TABLE-3

EDUCATIONAL SSLC/HSC UNDER POST TOTAL

QUALIFICATION GRADUATE GRADUATE
RESPONDENTS 6 35 9 50
PERCENTAGE 12% 70% 18% 100%
 EDUCATIONAL QUALIFICATION OF EMPLOYEES

70

60

50
RESPONDENTS
40 PERCENTAGE

30

20

10

0
SSLC/HSC UNDER GRADUATE POST GRADUATE

CHART-3

INTERPRETATION:

The above table reveals that 12% of the respondents are SSLC/HSC, 70% of the respondents are
under graduate and 18% of the respondents are post graduate.

MARTIAL STATUS OF EMPLOYEES

TABLE-4

MARTIAL STATUS MARRIED UNMARRIED TOTAL

RESPONDENTS 23 27 50
PERCENTAGE 46% 54% 100%
 MARTIAL STATUS

CHART-4

INTERPRETATION:

The above table reveals that 46% of the respondents are married and 54% of the respondents are
unmarried.

WHETHER JOB SUITS EDUCATIONAL QUALIFICATION

TABLE-5

JOB SUITS EDUCATIONAL YES NO TOTAL

QUALIFICATION
RESPONDENTS 42 8 50
PERCENTAGE 84% 16% 100%
 JOB SUITS EDUCATIONAL QUALIFICATION

NO
16%

CHART-5

YES
84%

INTERPRETATION:

The above table reveals that 84% of the respondents say that the job suits their educational
qualification and 16% of the respondents say that the job does not suits their qualification.

EMPLOYEES RESPONSE TOWARDS THEIR PACKAGE

TABLE-6

PACKAGE HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY TOTAL

SATISFIED DISSATISFIED
RESPONDENTS 7 24 10 8 1 50
PERCENTAGE 14% 48% 20% 16% 2% 100%
 50
45
40
35
30
25
20
15 RESPONDENTS
10 PERCENTAGE
5
0

CHART-6

INTERPRETATION:

The above table reveals that 14% of the respondents are highly satisfied with their package, 48%
satisfied, 20% neutral, 16% dissatisfied and 2% of the respondents are highly dissatisfied with
their package.

EMPLOYEES OPINION TOWARDS SUPERIOR – SUBORDINATE RELATIONSHIP

TABLE-7

SUPERIOR – HIGHLY SATISFIED NEUTRAL DISSATISFIE HIGHLY TOTAL

SUBORDINATE SATISFIED D DISSATISFIED
RELATIONSHIP
RESPONDENTS 3 35 3 7 2 50
PERCENTAGE 6% 70% 6% 14% 4% 100%
 80
70
70

60

50

40 35
30

20
14
10 6 6 7
3 3 2 4
0
HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY
SATISFIED DISSATISFIED

RESPONDENTS PERCENTAGE

CHART-7

INTERPRETATION:

The above table reveals that 6% of the respondents are highly satisfied with superior-subordinate
relationship, 70% satisfied, 6% neutral, 14% dissatisfied and 4% of the respondents are highly
dissatisfied with their package.

EMPLOYEES RESPONSE TOWARDS STRESS IN JOB

TABLE-8

STRESS IN JOB YES NO TOTAL

RESPONDENTS 22 28 50
PERCENTAGE 44% 56% 100%
 STRESS IN JOB

YES
44%

NO
56%

CHART-8

INTERPRETATION:

The above table reveals that 44% of the respondents face stress in their job and 56% of the
respondents does not face stress in their job

EMPLOYEES SATISFACTION TOWARDS WORK ENVIRONMENT

TABLE-9

WORK HIGHLY SATISFIED NEUTRAL DISSATISFIE HIGHLY TOTAL

ENVIRONMENT SATISFIED D DISSATISFIE
D
RESPONDENTS 7 23 10 8 2 50
PERCENTAGE 14% 46% 20% 16% 4% 100%
 70

60

50

40

30

20 PERCENTAGE
RESPONDENTS
10

CHART-9

INTERPRETATION:

The above table reveals 14% of the respondents are highly satisfied with the work environment,
46% satisfied, 20% neutral, 16% dissatisfied and 4% of the respondents are highly dissatisfied
with the work environment

EMPLOYEES RESPONSE TOWARDS WORK ON HOLIDAYS

TABLE-10

WORK ON OFTEN SOMETIMES NEVER TOTAL

HOLIDAYS
RESPONDENTS 3 39 8 50
PERCENTAGE 6% 78% 16% 100%
 WORK ON HOLIDAYS

OFTEN
SOMETIMES
NEVER

CHART-10

INTERPRETATION:

The above table reveals that:

 6% of the respondents say often towards work on holidays

 78% of the respondents say sometimes towards work on holidays
 16% of the respondents say never towards work on holidays

EMPLOYEES OPINION REGARDING THE BASIS OF PROMOTION

TABLE-11

BASIS OF SENIORITY PERFORMANCE QUALIFICATIO ALL TOTAL

PROMOTION N THE
ABOVE
RESPONDENTS 19 16 2 13 50
PERCENTAGE 38% 32% 4% 26% 100%
 PROMOTION IS BASED ON
40

35

30

25
CHART-11
20

15

10

0
SENIORITY PERFORMANCE QUALIFICATION ALL THE ABOVE

INTERPRETATION:

 38% of the respondents say promotions are based on seniority

 32% of the respondents say promotions are based on performance
 4% of the respondents say promotions are based on qualification
 26% of the respondents say promotions sre based on all the above

DOES THE COMPANY PROVIDE FLEXIBLE WORKING HOURS

TABLE-12

FLEXIBLE WORKING YES NO TOTAL

HOURS
RESPONDENTS 43 7 50
PERCENTAGE 86% 14% 100%
 FLEXIBLE WORKING HOURS
NO
14%

YES
86%

CHART-12

INTERPRETATION:

The above table reveals that 86% of the respondents say that the company provide flexible
working hours and 14% of the respondents say that the company does not provide flexible
working hours

EMPLOYEES RESPONSE TOWARDS BENEFITS EXTENDED BY THE COMPANY

TABLE-13

BENEFITS FULLY SUFFICIENT INSUFFICIENT TOTAL

EXTENDED BY SUFFICIENT
COMPANY
RESPONDENTS 5 32 13 50
PERCENTAGE 10% 64% 26% 100%
 BENEFITS EXTENDED BY COMPANY
FULLY SUFFICIENT SUFFICIENT INSUFFICIENT
26% 10%

64%

CHART-13

INTERPRETATION:

10% of the respondents are fully sufficient with the benefits extended by the company, 64%
sufficient, 26% of the respondents are insufficient towards benefits extended by the company

HOW DO YOU VIEW THIS JOB?

TABLE-14

EMPLOYEES CHALLENGIN RESPONSIBL MOTIVATING SECURED TOTAL

VIEW ON G E
THEIR JOB
RESPONDENT 16 17 11 6 50
S
PERCENTAGE 32% 34% 22% 12% 100%
 SECURED
12%

CHALLENGING
32%
MOTIVATING
22%

RESPONSIBLE
34%

CHART-14

INTERPRETATION:

The above table reveals that:

 32% of the respondents view their job as challenging

 34% of the respondents view their job as responsible
 22% of the respondents view their job as motivating
 12% of the respondents view their job as secured

EMPLOYEES SATISFACTION LEVEL WITH THEIR PRESENT POSITION IN THE

COMPANY

TABLE-15

SATISFACTION HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY TOTAL

WITH PRESENT SATISFIED DISSATISFIED
POSITION
RESPONDENTS 3 27 11 8 1 50
PERCENTAGE 6 54 22 16 2 100
 SATISFACTION WITH PRESENT POSITION IN COMPANY

60

50

40

30
RESPONDENTS
20
PERCENTAGE
10

CHART-15

INTERPRETATION:

6% of the respondents are highly satisfied with their present position, 54% satisfied, 22%
neutral, 16% dissatisfied and 2% of the respondents are highly dissatisfied with their present
position

EMPLOYEES RESPONSE TOWARDS OPPORTUNITY TO USE NEW TECHNOLOGY

TABLE-16

OPPORTUNITY TO YES NO TOTAL

USE NEW
TECHNOLOGY
RESPONDENTS 47 3 50
PERCENTAGE 94% 6% 100%
 OPPORTUNITY TO USE NEW TECHNOLOGY

NO
6%

YES
94%

CHART-16

INTERPRETATION:

The above table reveals that 94% of the respondents say that they get opportunity to use new
technology and 6% of the respondents say that they did not get oppurnity to use new technology

DO YOU FELL EMPLOYEES’ INDIVIDUAL CONTRIBUTION IS BEING

RECOGNISED?

TABLE-17

INDIVIDUAL YES NO TOTAL

CONTRIBUTION IS BEING
RECOGNISED
RESPONDENTS 29 21 50
PERCENTAGE 58% 42% 100%
 INDIVIDUAL CONTRIBUTION IS BEING RECOGNISED
NO
20%

YES
80%

CHART-17

INTERPRETATION:

The above table reveals that 58% of the respondents say that individual contribution is being
recognized and 42% of the respondents say that individual contribution is not being recognized.

WHETHER THE COMPANY CLEARLY COMMUNICATES ITS GOALS AND

STRATEGIES TO YOU?

TABLE-18

GOALS AND YES NO TOTAL

STRATEGIES
RESPONDENTS 40 10 50
PERCENTAGE 80% 20% 100%
 COMPANY COMMUNICATES GOALS AND STRATEGIES
NO
20%

YES
80%

CHART-18

INTERPRETATION:

The above table reveals that 80% of the respondents say that the company clearly communicates
its goals and strategies and 20% of the respondents say that the company does not communicates
its goals and strategies.

EMPLOYEES SATISFACTION LEVEL WITH THEIR TEAM SPIRIT

TABLE-19

TEAM SPIRIT HIGHLY SATISFIED NEUTRAL DISSATISFIE HIGHLY TOTAL

SATISFIED D DISSATISFIED
RESPONDENTS 2 25 15 6 2 50
PERCENTAGE 4% 50% 30% 12% 4% 100%
 EMPLOYEES SATISFACTION LEVEL WITH TEAM SPIRIT

50
45
40
35
30
25
20 RESPONDENTS
15 PERCENTAGE
10
5
0

CHART-19

INTERPRETATION:

The above table reveals that 4% of the respondents are highly satisfied with their team spirit,
50% satisfied, 30% neutral, 12% dissatisfied and 4% of the respondents are highly dissatisfied
with their team spirit

EMPLOYEES SATISFACTION LEVEL WITH OVERALL JOB SECURITY

TABLE-20

OVERALL JOB HIGHLY SATISFIE NEUTRAL DISSATISFIE HIGHLY TOTAL

SECURITY SATISFIE D D DISSATISFIE
D D
RESPONDENT 11 27 8 3 1 50
S
PERCENTAGE 22% 54% 16% 6% 1% 100%
 SATISFACTION LEVEL WITH OVERALL JOB SECURITY
90
80
70
60
50 CHART-20
40
30
20
10
0
HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY
SATISFIED DISSATISFIED

RESPONDENTS PERCENTAGE

INTERPRETATION:

The above table reveals that 22% of the respondents are highly satisfied with overall job security,
54% satisfied, 16% neutral, 6% dissatisfied and 1% of the respondents are highly dissatisfied
with overall job security.

HOW DO YOU EVALUATE THE OVERALL SATISFACTION WITH YOUR JOB

TABLE-21

OVERALL HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY TOTAL

SATISFICATION SATISFIED DISSATISFIED
WITH JOB
RESPONDENTS 4 34 4 6 2 50
PERCENTAGE 8% 68% 8% 12% 4% 100%
 OVERALL SATISFACTION WITH THE JOB
70
60
50
CHART-21
40
30 RESPONDENTS
20 PERCENTAGE
10
0

INTERPRETATION:

The above table reveals that 8% of the respondents are highly satisfied with their job, 68%
satisfied, 8% neutral, 12% dissatisfied and 4% of the respondents are highly dissatisfied with
their job

STATISTICAL TOOLS

CHI SQUARE TEST 1

Study on Stress vs Superior Subordinate Relationship

H0:

There is no significant difference among the respondents of between stress in job and
superiorr ssubordinate relationship.

H1:
 There is significant difference among the respondents between stress in job and superior
ssubordinate relationship.

HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY TOTAL

SATISFIED DISSATISFIED
YES 1 13 2 5 1 22
NO 2 22 1 2 1 28
TOTAL 3 35 3 7 2 50

CONTINGENCY TABLE:

OBSERVED EXPECTED Oi-Ei (Oi-Ei) ^2 (Oi – Ei)^2 / E

FREQUENCY(Oi) FREQUENCY(Ei)
1 1.32 0.32 0.1024 0.0775
13 15.4 2.4 5.76 0.3740
2 1.32 0.68 0.4624 0.3503
5 3.08 1.92 3.6864 1.1968
1 0.88 0.12 0.0144 0.0163
2 1.68 0.32 0.1024 0.0609
22 19.6 2.4 5.76 0.2934
1 1.68 0.68 0.4624 0.275
2 3.92 1.92 3.6864 0.9404
1 1.12 0.12 0.0144 0.0128
3.5974
Degree of freedom=(r-1) (c-1)

= (2-1)(5-1)

=4

Calculated value = 3.5974

Table value = 9.488

Calculated value < table value

Therefore null hypothesis is accepted.

INFERENCE:

Since the calculated value is less than the table value. The Null hypothesis is accepted. Hence,
there is no significant relationship between stress in job and superior subordinate relationship.

CHI SQUARE TEST 2

Study on overall job satisfaction vs individual contribution recognition

H0:

There is no significant difference among the respondents of between individual

contribution is being recognized and overall satisfaction with the job
H1:

There is significant difference among the respondents between individual contribution is

being recognized and overall satisfaction with the job

HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY TOTAL

SATISFIED DISSATISFIED
YES 3 22 1 2 1 29
NO 1 12 3 4 1 21
TOTAL 4 34 4 6 2 50

CONTINGENCY TABLE:

OBSERVED EXPECTED Oi-Ei (Oi-Ei) ^2 (Oi – Ei)^2 / E

FREQUENCY(Oi) FREQUENCY(Ei)
3 2.32 0.68 0.4624 0.1993
22 19.72 2.28 5.1984 0.2636
1 2.32 1.32 1.7424 0.7510
2 3.48 1.48 2.1904 0.6294
1 1.16 0.16 0.0256 0.0220
1 1.68 0.68 0.4624 0.2752
12 14.28 2.28 5.1984 0.3640
3 1.68 1.32 1.7424 1.0371
4 2.52 1.48 2.1904 0.8692
1 0.84 0.16 0.0256 0.0304
4.4412

Degree of freedom=(r-1) (c-1)

 = (2-1) (5-1)

=4

Calculated value = 4.4412

Table value = 9.488

Calculated value < table value

Therefore null hypothesis is accepted

INFERENCE:

Since the calculated value is less than the table value. The Null hypothesis is accepted. Hence,
there is no significant relationship between stress in job and superior subordinate relationship.

WEIGHTED AVERAGE METHOD

i)Table showing opinion of respondents towards overall job security

OPTIONS RESPONDENTS(Xi) WEIGHTAGE(Wi WiXi/ RANK

) ∑Wi
HIGHLY 11 5 3.66 II
SATISFIED
SATISFIED 27 4 7.2 I
NEUTRAL 8 3 1.6 III
DISSATISFIED 3 2 0.4 IV
HIGHLY 1 1 0.0667 V
 DISSATISFIED
TOTAL 50 15 12.923

INTERPRETATION:
The above table reveals that the employees have given first preference to the option
satisfied, second preference to the option highly satisfied, third to neutral, fourth to
dissatisfied and fifth preference to the option highly dissatisfied with respect to overall job
security.

ii)Table showing opinion of respondents towards how they view their job

OPTIONS RESPONDENTS(Xi) WEIGHTAGE(Wi) WiXi/ RANK

∑Wi
CHALLENGIN 16 4 6.4 I
G
RESPONSIBLE 17 3 5.1 II
MOTIVATING 11 2 2.2 III
SECURED 6 1 0.6 IV
TOTAL 50 10 14.3
INTERPRETATION:
The above table reveals that the employees have given first preference to the option
challenging, second preference to the option responsible, third to motivating and fourth
preference to the option secured with respect to how they view their job towards how they
view their job.

CHAPTER - V

FINDINGS

 From the above table 52% of them we in the age of 20-30 yrs and only 6% are above
50.
 From the above table it is said 66% of them we male and 34% are female.
 From the above table 70% of the workers are under graduate and only 18% are post
graduate.
 From the above table 46% of the workers are under married and 54% are unmarried.
 From the above table 84% of the respondents say that the job suits their educational
qualification.
 From the above table 48% of the respondents are satisfied with their package and
16% are dissatisfied.
 From the above table 70% of the respondents are satisfied with superior-subordinate
relationship and 14% are dissatisfied.
 From the above table 44% of the respondents face stress in their job and 56% does
not face stress in their job
 From the above table 46% of the respondents are satisfied with the work environment
and 16% are dissatisfied.
 From the above table 78% of the respondents say that sometimes they work on
holidays
 From the above table 38% of the respondents say promotions are based on seniority
and 32% say promotions are based on performance.
 From the above table 86% of the respondents say that the company provide flexible
working hours.
 From the above table 64% of the respondents are sufficient with the benefits extended
by the company and 26% of the respondents are insufficient.
 From the above table 32% of the respondents view their job as challenging and 34%
view their job as responsible.
 From the above table 54% of the respondents are satisfied with their present position
and 16% dissatisfied.
 From the above table 94% of the respondents say that they get opportunity to use new
technology.
 From the above table 58% of the respondents say that individual contribution is being
recognized.
 From the above table 80% of the respondents say that the company clearly
communicates its goals
 From the above table 50% of the respondents are satisfied with their team spirit and
12% are dissatisfied.
  From the above table 54% of the respondents are highly satisfied with overall job
security and 6% are dissatisfied.
 From the above table 68% of the respondents are highly satisfied with their job and
12% are dissatisfied.

CHAPTER - VI

RECOMMENDATION & SUGGESTION

SUGGESTION

 Organization should try to adopt certain measures to enhance team spirit and co-
ordination among the employees.
 Management of the bank should be friendly with the employees
 Work should be assigned according to the qualification of the employees.

 Promotional policy must provide for a uniform distribution of promotional opportunities

throughout the company.

 The basis for promotion should be clearly specified. Due weightage should be given to
seniority, merit and future potential of an employee.

 Detailed records of service and performance should be maintained for all employees.

 The policy should be fair, impartial and consistent, i.e., it should be applied uniformly
irrespective of the person concerned.

 Divide jobs into levels of increasing leadership and responsibility.

 A team can be established comprising all the departments who can deliver genuine
suggestions or ideas for the development of organization.

 Encourage the ideas and suggestions from your employees or subordinates.

 Listen to the employees or subordinates suggestions, implement when appropriate and

given them credit.

 Have a volunteer of the month, put up a picture in your office and send it to the local
newspaper
 CHAPTER - VII

CONCLUSION

From the study, the researcher has come to know that most of the respondents have job
satisfaction; the management has taken the best efforts to maintain cordial relationship with the
employees. Due to the working conditions prevailing in the company, job satisfaction of each
respondent seems to be the maximum. From the study, the researcher has come to know that
most of the employees were satisfied with the welfare measures provided by company.

JOB SATISFACTION QUESTIONAIRE

1)NAME:

2)AGE :
(a) 20-30yrs (b) 30-40yrs (c) 40-50yrs (d) 50 & above
3)GENDER
(a) Male (b) Female

4)DESIGNATION:

5)EDUCATIONAL QUALIFICATION:
(a) SSLC/HSC (b) Under Graduate (c) Post Graduate

6)MARITAL STATUS
(a) Married (b) Unmarried

7) Do you feel that your job suits your educational qualification?

(a) Yes (b) No

8)Are you satisfied with your pay package?

(a) Highly Satisfied (b) Satisfied c) Neutral (d) Dissatisfied (e) Highly Dissatisfied

9) What is your level of satisfaction regarding superior – subordinate relationship?

(a) Highly Satisfied (b) Satisfied c) Neutral (d) Dissatisfied (e) Highly Dissatisfied

10) Do you face any stress in your job?

(a) Yes (b) No

11) What is your level of satisfaction regarding the work environment?

(a) Highly Satisfied (b) Satisfied c) Neutral (d) Dissatisfied (e) Highly Dissatisfied

12) How often do you work on holidays?

a) Often b) Sometimes c) Never

13) How are the promotions usually based?

a) Seniority b) Performance c) Qualification d) All the above
14) Does the company provide you flexible working hours?
(a) Yes (b) No

15) Are the benefits extended to you by the company is sufficient ?

(a) Fully Sufficient (b) Sufficient (c) Insufficient

16) How do you view this job?

(a) Challenging (b) Responsible (c) Motivating (d) Secured

17) Are you satisfied with the present position in your company?
(a) Highly Satisfied (b) Satisfied c) Neutral (d) Dissatisfied (e) Highly Dissatisfied

18) Is there any opportunity for you to use new technology?

(a) Yes (b) No

19) Do you feel that the employees’ individual contribution is being recognized?
(a) Yes (b) No

20) Whether the company clearly communicates its goals and strategies to you?
(a) Yes (b) No

21) How satisfied are you with your team-spirit in your work environment?
(a) Highly Satisfied (b) Satisfied c) Neutral (d) Dissatisfied (e) Highly Dissatisfied

22) How satisfied are you with your overall job security?
(a) Highly Satisfied (b) Satisfied c) Neutral (d) Dissatisfied (e) Highly Dissatisfied

23) How do you evaluate the overall satisfaction with your job?
(a) Highly Satisfied (b) Satisfied c) Neutral (d) Dissatisfied (e) Highly Dissatisfied

24) Any suggestions recommendations you would like to

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BIBLIOGRAPHY

1. Organizational behavior Stephen P Robbins

2. Human resource management L.M Prasad

WEBSITES

1. www.google.com
2. www.ttk.com