Research on

Submitted By:

Roll No. Names

4 Pankaj Ashtivkar
12 Vishal Chavan
25 Joyce Meledath
26 Sandeep Katoch
27 Mayuri Kelkar
60 Sam Thomas

Faculty: - Prof. Sanjiwani

 Table of Contents

1. Introduction………………………………………………………………………………………………………… ..... 3
2. Literature Review………………………………………………………………………………………………… .... 4
2.1 Background……………………………………………………………………………………………………...... .. 4
2.2 Indian Scenario………………………………………………………………………………………………… .. 4
2.2.1 BAD BOSSES…………………………………………………………………………………………………… .... 4
2.2.2 GOOD BOSSES……………………………………………………………………………………… ...... 5
2.3 Recent Trends………………………………………………………………………………………………… .... 7
3. Research Objectives………………………………………………………………………………………………… . 8
3.1 Primary Objectives……………………………………………………………………………………………… 8
3.2 Secondary Objective…………………………………………………………………………………………… 8
4. Hypotheses…………………………………………………………………………………………………… .......... 9
4.1 People generally do not like their bosses……………………………………………… ........... 9
4.2 Working for a Better Boss Improves Ratings of Subordinate Performance…… .. 9
4.3 According to the researchers, employees working under self-centered bosses
reportedly……………………………………………………………………………… .................................10
4.4 Following are different types of Bad Bosses…………………………………………… ........10
5. Data Analysis…………………………………………………………………………………………………… .......11
5.1 Background…………………………………………………………………………………………………… ....11
5.1.1 Data Collection Methodology………………………………………………………… ............11
5.1.2 Sample Composition……………………………………………………………………… ............11
5.1.3 Response Rate: …………………………………………………………………………… .............11
5.2 How are the various attributes correlated with level of satisfaction? …………… .12
5.3 Is Satisfaction level different among males and females? ……………………… .......13
5.4 Does satisfaction differ on the bases of the gender of the boss? …………… ......14
5.5 Does the duration of reporting relationship affect the level of satisfaction?..… 15
6. Conclusion…………………………………………………………………………………………………… ...........16
6.1 Results …………………………………………………………………………………………………… ..........16
6.2 Limitations…………………………………………………………………………………………………… ......16
7. Survey Form……………………………………………………………………………………… ...................17
8. Bibliography………………….. .............................................................................20
 1. Introduction

Many people are discontent with the jobs these days. However, with the
employment situation being as bad as they are, most people don’t want to leave
their jobs even though they might not like them. You wake up every day dreading
the hours that lie ahead of you. There is one most important factor which determines
whether an employee is really content with his job and that is the BOSS. What
should you do if you find yourself in this position and how does the boss or the
superior find out whether the employee is happy or not? This is something which
directly affects how happy you are with your job are your work values, your attitudes
and your mood. These things vary over the course of your career but can be altered
starting today to improve your level of job satisfaction.

Hence with our research we are trying to analyze whether people are happy
with their superiors or bosses depending on their domain, as the response always
varies from sector to sector. Also depending on the frequency of times the employee
has to report to his boss and the job profile plays a very important role in the work
relationship. We took the respondents through a number of questions which helped
us to know different opinions which subordinates had and wanted their bosses to act
in a certain way. With this research, the managers at different positions can check
the actual reasons of the employee being dissatisfied with their bosses. This research
can be used by various organizations as well to train their top slot of superiors
according to the requirement so that maximum employees as satisfied with their job
and look up to coming to work every day without fearing the dreadful situation of
facing their bosses.
 2. Literature Review

2.1 Background

This was no scientific survey, and we will not try to draw many weighty conclusions
from the responses, but a few points cry out to be made:

√ The empowering effects of working for a good boss can be profound and
lasting.
√ Equally, the damage done by a bad boss can undermine people long after the
experience.
√ Many of the ‘good bosses’ described were those who took risks by trusting
inexperienced people.
√ ‘Vision’ and ‘insight’ are among the attributes which shine out from many of
the ‘good boss’ stories.
√ ‘Bullying' is the behaviour that characterizes many of the ' bad ' bosses.

2.2 Indian Scenario

2.2.1 BAD BOSSES

• Skipping the managers and calling managers’ subordinates very frequently

creating suspicious environment.
• Creating the perception among the employees that management has given
them unlimited powers. If authority is giving abusing the same.
• Keeping the distance from employees and behaving as the king in the
organization.
 • Expecting from the employees to call him frequently and communicate
everything.
• Encouraging backbiting.
• Creating the fear among the employees about top management and not
allowing the employees to have the access to them.
• Creating the image that “I am the only person in the organization who can
make your life easy.”
• Creating rigid policies, rules and regulations so that there is very less scope
for the creativity.
• Encouraging bureaucracy.
• Making favors. Deviating policies for specific people. Sexual Discriminations.
• Less focus on talent and recruiting average people so that they cannot
challenge him in future.
• Creating the policies in such a way that he gets all the benefits from
company. Stay in five star hotel, using company car and driver, flying by
business class and asking employees to follow cost cutting measures.
• Using the word “I” and never giving the due credit to other people.
• If somebody goes with good idea, then saying, “you should first study the
history of organization; your idea can not work here.”
• Spoiling the career of employees, sometimes forcing the exit of good talent by
playing dirty tricks.
• Focusing more on papers and not on results.

2.2.2 GOOD BOSSES

• Power comes from integrity; bosses have a long leash and can get away with
anything, whether it’s stiffing an employee or a third party. Bosses must
always exhibit integrity.
• Vision is what sets good bosses apart. A good boss will share his vision to
motivate his or her employees.
• Obtaining feedback from your employees is an essential component of
meeting their needs. Good bosses must have a mechanism for allowing their
 employees to express themselves. A good boss does not wait for an employee
to knock on their door; rather she initiates contact with employees to discuss
their needs.
• Obtaining feedback is only half of the battle; the good boss actively listens to
the needs of his employee.
• The good boss empowers his employees to do the job that they were hired to
do, unencumber my micro-managing.
• A good boss lets their employees know that there are opportunities for
advancement within their organization. They make sure their employees know
there are long term career pathways and opportunities for promotion.
• The employee has not been born that does not relish public praise. It is an
important arrow in all bosses quiver to recognize their employees in front of
their peers.
• As important as it is to praise in public, it is equally important to never correct
or chastise employees in front of their peers. The sophisticated boss does this
only behind closed doors to save the employee embarrassment.
• Successful supervisors must be able to sit with their employees and assist
them in their daily tasks.
• Be of good cheer. A good boss is a happy boss, and a happy boss motivates
his or her troops by being happy. This does not mean being a clown and
joking around with employees, it means choosing a perspective that is
positive and constructive rather than critical and destructive.
• Be firm, fair, and consistent.

Sr.
GOOD BOSS BAD BOSS
No.
1 Says good morning. Why are you late today?
2 How was today he asks. You seem too worn, how can you work.
Is your wife alright?
3 How is your wife or hub?
Is your hub giving u money?
Hope today our work is
4 I won’t leave you if you don’t do it today.
done.
5 How is your father? I don’t want to know your dads health.
I feel today your upset Rita this is last warning don’t show your
6
Rita. face
Please come to my
7 You wait for me in my cabin.
cabin.
Shall I get u cup of tea
8 You seem to love only tea not work.
or coffee?
2.3 Recent Trends

• Use workforce skills and abilities in order to exploit environmental

opportunities and neutralize threats.
• Employ innovative reward plans that recognize employee contributions and
grant enhancements.
• Indulge in continuous quality improvement through TQM and HR contributions
like training, development, counseling, etc
• Utilize people with distinctive capabilities to create unsurpassed competence
in an area
• Decentralize operations and rely on self-managed teams to deliver goods in
difficult times.
• Lay off workers in a smooth way explaining facts to unions, workers and other
affected groups
 3. Research Objectives

3.1 Primary Objectives:

To understand characteristics of a boss

√ Drive satisfaction –
• Flexibility
• Performance
• Values
• Result Oriented
• Stay Positive

√ Drive dissatisfaction –
• Turned down for promotional opportunities
• Favoritism
• No value of your talents, strengths, and expertise
• Work achievements go unnoticed
• Emotionally or verbally abusive

3.2 Secondary Objective:

√ To make these results available for our classmates, this would help them
to be a good manager in future.
√ To see if there is any gender bias when it comes to satisfaction.
 4. Hypotheses
4.1 People generally do not like their bosses:

There is a saying that "people join companies and leave bosses". People don't quit
bad companies, expert says, they quit bad bosses.

Studies show that 80% of people who resign from organizations do so because of
their immediate bosses.

Our bosses at work have a major impact on our life. They drive not only our
enjoyment at work, but also our level of energy for life outside of work. If you work
for the sort of boss who saps your energy, then you find you don't have much drive
outside of work. Conversely, if you work for a boss who motivates you, you find you
have plenty of energy outside of work.

Most people at some point in their lives have to deal with a difficult boss. Difficult
supervisors vary in personality from being a little pushy or rude, all the way to being
downright abusive. Many people feel that an abusive boss has control of their
personal life outside of work by lowering their self-esteem and making them live in
constant fear. The role of a supervisor sometimes attracts certain controlling-type
personalities because they crave the power it gives them and because they lack such
control in their own personal lives. A supervisor has complete control over your most
basic human needs—your ability to put food on the table and a roof over your head.
These are powerful motivating factors that allow a difficult supervisor to control
people out of fear of losing these basic needs. We may not be able to always correct
their behaviour, but we should never have to live in fear and let our difficult boss
control our lives.

4.2 Working for a Better Boss Improves Ratings of Subordinate

Performance:

This hypothesis is based on a Longitudinal, Quasi-Experimental Study conducted &

symposium presented at the annual conference of the Society for Industrial and
Organizational Psychology in Dallas, Texas. May 5, 2006 this concludes:

√ Who you work for makes a difference; not just in your satisfaction, but also in
your performance.
√ There are cumulative effects of boss performance change that play out over
time.
√ A new boss with higher edge performance makes an impact initially, but
increases in boss energizing performance impact subordinate performance
over the long-term.
√ A better boss is one who is more than a role model; a better boss creates a
conducive learning environment. A better boss builds strategic capability and
capacity for growth by developing people
4.3 According to the researchers, employees working under self-centered
bosses reportedly:

√ Had lower levels of job satisfaction

√ Saw their stress levels increase over the previous year
√ Were less appreciative of their work and organization
√ Had lower levels of effort and performance
√ Were more prone to sadness and frustration at work

4.4 Following are different types of Bad Bosses:

√ BOSS TYPE 1: My Boss always loves taking Credit for accomplishments.

√ BOSS TYPE 2: My Boss is always looking to cheat the Company for his own
personal benefit, putting company's resources and reputation at stake.

√ BOSS TYPE 3: My Boss has a poor attitude towards work. He is a lazy fellow
who is just spending time at the job.

√ BOSS TYPE 4: My Boss mixes his personal matters with the official ones. He
has so many personal and official responsibilities, that the work often suffers.

√ BOSS TYPE 5: My Boss is too afraid to take any major decision on his own. He
fears his reputation going bad on his wrong decisions, and as the result, the
things don't move.

√ BOSS TYPE 6: My Boss is not a good example of a Boss. He is known for

delegating responsibilities, but not doing anything himself.

√ BOSS TYPE 7: My Boss is always frustrated and keeps yelling on trifle

matters. It’s better to enquire about his mood from the co-workers before
going to him.
 5. DATA ANALYSIS

5.1 Background

Survey was done with people working with different organizations in various sectors.
They were asked if they were happy with their bosses (in terms of satisfaction level –
how satisfied they are with the kind of boss they have). They were asked to rate
their bosses on a 5 point agreement scale on various attributes – positive
characteristics and negative characteristics (though none of the attributes were
negatively worded).

5.1.1 Data Collection Methodology

Data Collection Methodology – via panel – an online survey was created on

surveymonkey.com; link to which was circulated among our friends and classmates
who are working with different organizations. To avoid the organization bias, the link
was not circulated among our colleagues/office mates. The response was very good
which led to a sample of 167 responses to our survey.

5.1.2 Sample Composition

• Male/Female proportion = 73/27 which was made 50/50 by applying weights.

• Sectors which the respondents belong to – Banking, IT, BPO, Financial
Services, Shipping, Telecom, Market Research, Media, Education, Insurance
etc.
• Location – Respondents mainly located in Mumbai, with almost all of them
having their bosses located in the same office as they are.

5.1.3 Response Rate:

We received responses from 167 respondents out of which 13 were cleaned out due
to incomplete responses and 4 due to they being non-genuine (these 4 respondents
had rated all the attributes exactly the same way).

Final Sample Size = 150.

5.2 How are the various attributes correlated with level of satisfaction?

Correlation with
Characteristic Satisfaction
Appreciates my work 0.63
Takes away the credit of the work done by me or other
colleagues -0.30
Takes my opinion in a decision making 0.25
Is dominating -0.24
Gives respect to his/her seniors 0.39
Is a good decision maker 0.63
Is knowledgeable 0.62
Gives respect to his/ her juniors 0.67
Allows me to imply my skills 0.65
Provides timely feedback 0.64
Motivates me to improve and work better 0.59
Respects my decisions 0.55
Under-utilizes my abilities -0.41
Gives me enough responsibilities 0.38
Puts the blame of any mistake on others -0.39
Is NOT partial/biased towards some report/reports 0.62
Gives me enough opportunities 0.61
Recognizes my efforts in front of others 0.65
Is very kind 0.62
Shows a concern for my personal problems 0.53
Is friendly in nature 0.59
Expects more than one can actually achieve -0.03
Expects me to do only the donkey work -0.29
Sets achievable goals 0.54
Allows me to take leave from office whenever I need 0.40
Allows me to take leave from office only if I manage my work
accordingly 0.32
Helps me with my personal problems 0.55

As can be seen from the analysis; mainly a boss who appreciates the work, gives
respect to others, gives freedom to imply skills, provides feedback, motivates, gives
opportunities, recognizes efforts, friendly, kind, knowledgeable, good decision maker
and unbiased drives satisfaction.
On other hand, mainly a boss who underutilizes his/her subordinates’ abilities and
puts blame of mistakes on others drives dissatisfaction.
5.3 Is Satisfaction level different among males and females?

Comparing the responses given for satisfaction among Males vs. Females:-

Males

Dissatisfied
26%

Satisfied
50%

Neutral
24%

Females

Dissatisfied
20%

Neutral
14% Satisfied
66%

From this analysis we can clearly see that the satisfaction among females is very
high as compared to males. This could be because of any of the two reasons
• Females generally don’t have any issues with their bosses OR
• They hesitate to say so

On other hand, dissatisfaction level among males is higher.

5.4 Does satisfaction differ on the bases of the gender of the boss?

Male Boss

Dissatisfied
23%

Satisfied
Neutral 58%
19%

Female Boss

Dissatisfied
25%

Satisfied
57%
Neutral
18%

The satisfaction seems to be independent of the gender of the boss as the

satisfaction and dissatisfaction %s are not very different when the boss is a male or
a female.
5.5 Does the duration of reporting relationship affect the level of
satisfaction?

Reporting for less than a year

Dissatisfied
24%

Satisfied
56%
Neutral
20%

Reporting for more than a year

Dissatisfied
22%

Neutral Satisfied
18% 60%

After reporting for a year subordinates’ perception about their boss changes a little,
tending more towards satisfaction. As an employee spends more time in an
organization while reporting to the same person, he knows him/her (the boss) more
and more and satisfaction level increases.
 6. CONCLUSION
6.1 Results

With the data analysis we can conclude the following:

To be a good boss:
Do’s
√ Appreciate your subordinates’ work
√ Motivate them to work better
√ Give them timely feedback
√ Respect them
√ Give them enough freedom to use their knowledge and skills
√ Give them enough opportunities to grow
√ Be kind and friendly with them

Don’ts
× Be biased/partial towards any one of your subordinate
× Deny the responsibility of mistakes and put blame on others
× Under-utilize their abilities

While judging a boss on the basis of their subordinates’ feedback, we need to be

careful as males tend to be towards “dissatisfied” and females toward “Satisfied”. So
a male subordinate may rate a good boss as average while a female subordinate
may rate an average boss as good.

Also we need to consider the duration for which they are in manager-report
relationship. If the duration is not very long (less than a year), then there are
chances that the subordinate will be unhappy with the boss.

6.2 Limitations

The sample size is not very high to conclude on the bases of the sector the
respondents belong to.

Most of the respondents belong to Mumbai and there are pretty high chances that
people belonging to same place tend to think alike.

A detailed research is to be done with a larger sample size and sample taken from all
over the country to get more rigid results.
 7. Survey Form

Questionnaire

1. Purpose of the Survey

With the help of this survey we want to find whether people working in different Organizations are
satisfied working with their Direct Managers (Bosses) or not and what are the main reasons behind
Satisfaction or Dissatisfaction.

The results of this survey will be presented to Management students which would help them to be better
Managers in their Professional Life.

We will make sure to maintain the confidentiality of your responses.

Thank you for your assistance and your time!!!

2. Information about the Respondent

1. Name

Name
*
2. Gender

Gender Male

Female

3. Please tell us -
Please tell us - Name of the
Industry/Sector you are working in
currently
Name of the Organization you are
working with currently

Your Position in the Organization

*
4. No. of years of experience in the current Organization

3. Information about the Respondent's Current Boss

*
1. Gender of your Current Boss (Direct Manager)

Gender of your Current Boss (Direct Manager) Male

Female
*
2. For how long you have been reporting to your current Boss (Direct Manager)?

For how long you have been reporting to your current Boss (Direct Manager)?
 *
3. Is he/she located in the same office as you are in?

Is he/she located in the same office as you are in? Yes

No (Please enter the name of the city/ country where your current Boss is located in)

4. Please help us know your Boss' "TYPE" ! ! !

In this section you will need to provide us with opinion about your Current Boss (Direct Manager). This will
help us to identify your Boss "type".

*
1. Are you satisfied with the kind of Boss you have? How will you describe the level of
satisfaction?

Are you satisfied with the kind of Boss you have? How will you describe the level of satisfaction?
Completely Satisfied

Somewhat Satisfied

Neither Satisfied nor Dissatisfied

Somewhat Dissatisfied

Completely Dissatisfied
*
2. Please describe your boss on the following characteristics
Agree Agree Neither Agree Disagree Disagree
Strongly Somewhat nor Disagree Somewhat Strongly

Appreciates my work

Takes away the credit of the work

done by me or other colleagues

Takes my opinion in a decision making

Is dominating

Gives respect to his/her seniors

Is a good decision maker

Is knowledgeable

Gives respect to his/ her juniors

Allows me to imply my skills

Provides timely feedback

Motivates me to improve and work

better

Respects my decisions

Under-utilizes my abilities

Gives me enough responsibilities

 Agree Agree Neither Agree Disagree Disagree
Strongly Somewhat nor Disagree Somewhat Strongly
Puts the blame of any mistake on
others
Is NOT partial/biased towards some
report/reports

Gives me enough opportunities

Recognizes my efforts in front of

others

Is very kind

Shows a concern for my personal

problems

Is friendly in nature

Expects more than one can actually

achieve
Expects me to do only the donkey
work

Sets achievable goals

Allows me to take leave from office

whenever I need
Allows me to take leave from office
only if I manage my work accordingly

Helps me with my personal problems

3. Is there anything other than the above you would like to mention about your Boss?

Is there anything other than the above you would like to mention about your Boss?
BIBLIOGRAPHY

www.google.com
www.surveymonkey.com