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Ghouse Pasha.k
A STUDY ON“ FACTORS INFLUENCING JOB SATISFACTION
AMONG EMPLOYEES TO CREATE ORGANISATIONAL
COMMITMENT ”
AT RAIL WHEEL FACTORY, YELAHANKA, BANGALORE.
In
BY
GHOUSE PASHA.K
(REG.NO.04XYCO8016)
2006-2007
DEPARTMENT OF MANAGEMENT STUDIES
DR.N.S.A.M. FIRST GRADE COLLEGE
YELAHANAKA, BANAGALORE -64
MARCH 2006 – 2007
DECLARATION
This dissertation does not form a basis for any other degree or
diploma by Bangalore University or any other University.
Place: Bangalore
Date
Reg. No. 04XYCO8016 {GHOUSE PASHA.K}
A STUDY ON “FACTORS INFLUENCING JOB SATISFACTION AMONG
EMPLOYEES TO CREATE ORGANISATIONAL COMMITMENT”
( with special reference to RAIL WHEEL FACTORY, Yelahanka, Bangalore)
I take this opportunity to thank all people those who are the back bone
for my success in the project work without whose guidance, moral support,
and encouragement the project wouldn’t have been successful. I thank my
parents & friends for their moral support.
Finally, I thank each and every one for their moral support,
encouragement, guidance for the success of my project work.
Chapter 1
INTRODUCTION
Definitions:
Edwin. B. Flippo;-
Scope of HRM
HRM studies all activities of HR from the time of its entry into
the organization to its exit. These activities include HR planning, job
analysis and design, recruitment and selection, orientation and
placement, training and development, performance appraisal and job
evaluation, employee and executive remuneration, motivation and
communication, welfare, safety and health, industrial relations and the
like.
HRM Objectives and functions
HRM Objectives Supporting Functions
1. Societal objectives o Legal compliance
o Benefits
o Union-Management
relations
goals.
The Challenges:
longer term vision and achieve quick decision making and business like
procedures.
survival.
lead to tension in choosing one interest over another which can impact on
Competition may exist between groups for the sane limited resources
building of consensus.
implications for what can he achieved. The failure of members to carry cut
domain.
off doing their own thing. It things go wrong, the reputation of the whole
Job:
A job may be defined as a “collection or aggregation of tasks, duties and
In other words, when the total work to be done is divided and grouped
into packages, we call it a ‘lob”. Each job has a definite title based upon
identified, where the work assignments may he graded according to the skill,
and. knowledge’
A position consists of a particular set of duties assigned to an individual,
personal”.
Job analysis:
After a job has been defined, it is analyzed i.e. each task is described in
detail Job analysis is a procedure and a tool for determining the specified
It is the process of getting information about the jobs, especially what the
worker does, how he gets it done, why he does it, skill, education and
environmental conditions.
It also emphasizes the relation of one job to others in the organization.
Job analysis is the process for determining the duties and skill
requirements of a job and the type of person who should be employed for it.
Definition:
tasks and duties and knowledge or skills required to perform them. Job
terms and co-ordinations the activities of the work force, and clearly divides
transfer and promotion of personnel. Basically, the goal is to match the job
By indicating the qualifications required for doing a specified job and the
risks had hazards involved in its performance, it helps in salary and wage
4. Job Re-engineering:
reducing unit labour cost, and establishing the production standard which the
capabilities, both physical and psychological, and prepares the ground for
better productivity.
6. Performance Appraisal:
* Job identification
* Job relationship
JOB SATISFACTION
Job satisfaction is in regard to one’s feelings or state of mind regarding
factors, for e.g. the quality of one’s relationship with their supervisor, the
job.
Job satisfaction describes how content an individual is with his or her job.
person’s parents.
There are wide varieties of factors that influence a person’s level of job
satisfaction. Some of them are: includes the level of pay and benefits, the
itself.
The happier an individual is within their job, the more satisfied they are said
methods include job rotation, job enlargement and job enrichment. Other
rating scales where employees report their reactions to their jobs. Questions
while others ask to rate satisfaction on 1-5 (where 1 represents “not at all
towards his or her job. This definition is clearly a very broad one. Yet this is
inherent, in the concept. A person’s job is more than just the obvious
activities of shuffling papers, writing programme code, waiting on
conditions that are often less than ideal, and the like. This means that an
The two most widely used approaches to measure the concept are:
The single global rating such as “All things considered, how satisfied are
you with your job?” Respondents then reply by circling a number between
one and five that corresponds to answers from “highly satisfied” to “highly
dissatisfied.”
key element in a job and asks for the employee’s feelings about each.
Typical factors that would be included are the nature of the work,
supervision, present pay, promotion opportunities, and relations with co
-workers. These factors are rated on a standardized scale and then added up
large number of studies that have been designed to assess the impact of job
When satisfaction and productivity data are gathered for the organization
variables enter into decision to stay home besides satisfaction with the job.
For e.g. there are moderating variables such as the degree to which people
stronger than what we found for absenteeism. Yet again, other factors such
and length of tenure with the organization are important constraints on the
these people. They get pay raises, praise, recognition, increased promotional
Just the opposite tends to poor performers. Few attempts are made by
remain with the organization because the receipt of recognition, praise and
and efficient units — positions, departments and divisions and to provide for
their proper integration. The sub of work is both on a horizontal scale with
and on the vertical scale, in which higher levels of the organization are
develop the content of a job, including all relevant tasks, as well as the
technology.
becoming a major societal issue in this country and through out the world
approach recognizes the over all importance of the climate or culture and the
role of more specific socio technical and team techniques in job design.
CHAPTER II
RESEARCH DESIGN
1.Title of study :
nature of the job and the importance of the job as well as the interest of the
person doing the job. Job satisfaction has the impact on job performance. If
the employees do not have job satisfaction it may result in absenteeism, loss
of productivity etc.
railway wheel needed for railway engines and bogies. Employee should have
The a project study is carried out to find out the level of job satisfaction
among the employees and also to know the efforts made by the company to
The main objective of the study is to understand what are the factors that
influence job satisfaction and also the other objectives is to find whether
these factors have been useful in the company to create job satisfaction.
4. Hypothesis:
This study has a very wide scope. It has capacity to make the managers to
commitment.
to thirty five respondents. Hence the project study suffers from data
A. Type of research:
organizational commitment.
B. Sample design:
C. Sample size:
They were explained with the objectives. They have been instructed how to
fill the questionnaire, therefore the respondents themselves have filled the,
questionnaire.
F. Method of analysis:
weight age given for each response. Each response was analyzed and
Chapter 1 – Introduction
employees.
1. title of study
2. Statement of problem
4. hypothesis
5. scope of study
7. research methodology
Chapter 3 - Company Profile
Chapter 7- Bibliography.
Chapter 8-Questionnaire.
CHAPTER IV
itself, nature of job and the importance of the job as well as the interest of
the person doing the job. Job satisfaction has the impact on job performance.
loss of productivity.
railway wheel needed for railway engines and bogies. Employee should have
Therefore a project study is carried out to find out the level of job
satisfaction among the employees and also to know the efforts made by the
ANALYSIS:
It is seen from the above table that 83% of the respondents have given name
17%
Nam e given
Nam e not given
83%
INFERENCE:
secured to give their name though they have given the data.
TABLE:2
ANALYSIS:
It is observed from the above table that 49% of the respondents are aged
between 41-50 years and 37% of the remaining is aged group is very low in
% is not analyzed.
GRAPH SHOWING AGE OF THE RESPONDENTS
3% 11%
20-30yrs
31-48yrs
49% 41-51yrs
37% 51-above
INFEARENCE:
From the above analysis it is evident that the respondents are well matured
TABLE NO:3
ANALYSIS:
It is seen from the above response that 69% of the respondents are men and
31%
Men
W omen
69%
INFERENCE
Considering the above response it is felt that the factor of job satisfaction to
TABLE NO:4
Matriculation 8 23
Graduates 15 43
Diploma 12 34
holders
Total 35 100
ANALYSIS:
Here it is seen that 34% of the respondents are diploma holders and 43% of
EMPLOYEES
23%
34%
Matriculation
Graduates
Diploma holders
43%
INFERENCE
TABLE NO:5
ANALYSIS:
From the above list of designation it is found that 46% of them are in the
INFERENCE:
Therefore it is construed that job is important for both technical and non
technical employees.
TABLE NO:6
ANALYSIS:
The data reveals that 51% of the respondents have put in ii to 20 years of
ORGANISATION
6%
43% 1-10yrs
11-20yrs
21-30yrs
51%
INFERENCE:
Agree 23 66
Strongly agree 2 6
Disagree 9 26
Strongly agree 1 2
Total 35 100
ANALYSIS:
The data reveals that 72% of the respondents have agreed with the statement.
26%
Agree
Strongly agree
Disagree
6% Strongly agree
65%
INFERENCE:
company but not a separate HRD unit. Large number of people has
understood that HR unit as HRD unit, which means HR unit itself monitors
all HR activities.
TABLE NO:8
Agree 23 66
Strongly agree 3 9
Disagree 6 16
Strongly disagree 3 9
Total 35 100
ANALYSIS:
Here the pattern of response is changed. 75% of the respondents have agreed
ORGANISATION
9% Agree
17%
Strongly agree
9% Disagree
65%
Strongly disagree
INFERENCE:
However those who have agreed have also just agreed and not strongly
development.
TABLE NO:9
Agree 23 66
Strongly agree 3 9
Disagree 6 16
Strongly disagree 3 9
Total 35 100
ANALYSIS:
It can be seen from the above table that 91% of the respondents have agreed
ORGANISATION
9%
17%
Agree
Strongly agree
Disagree
9%
65% Strongly disagree
INFERENCE:
Agree 24 69%
Strongly agree 4 11%
Disagree 7 20%
Strongly disagree 0 0%
Total 35 100%
ANALYSIS:
The table shows that 805 of the respondents have agreed that the employees
ASSET IN COMPANY
0%
20%
Agree
Strongly agree
11%
Disagree
Strongly disagree
69%
INFERENCE:
Therefore it is clear that the company gives more importance for the
utilization of HR.
TABLE NO:11
Agree 19 54
Strongly agree 6 17
Disagree 9 26
Strongly disagree 1 3
Total 35 100
ANALYSIS:
It is seen from the above table that 71% of the respondents have agree that
they are satisfied with the job they are performing and 29% of the
3%
26%
Agree
Strongly agree
54% Disagree
Strongly disagree
17%
INFERENCE:
In view to the above analysis it is said job satisfaction describes how content
Agree 19 54
Strongly agree 8 23
Disagree 8 23
Strongly disagree 0 0
Total 35 100
ANALYSIS:
The data reveals that 67% of the respondents have agreed there is better
23% 0% Agree
Strongly agree
54% Disagree
23% Strongly disagree
INFERENCE:
Agree 21 60
Strongly agree 2 6
Disagree 9 25
Strongly disagree 2 6
No response 1 3
Total 35 100
ANALYSIS:
The above table tells that 66% of the respondents have agreed that they are
have disagreed.
GRAPH SHOWING PARTICIPATION OF EMPLOYEES IN
MANAGEMENT DECISIONS
6% 3%
Agree
26% Strongly agree
Disagree
59% Strongly disagree
No response
6%
INFERENCE:
Table showing Quality circles among the workers and mutual discussions
Agree 25 57
Strongly agree 5 14
Disagree 9 36
Strongly disagree 1 3
Total 35 100
ANALYSIS:
The above table tells that 71%. of the respondents have agreed that there is
formation of quality circles and 29% of them do not agree to the above.
GRAPH SHOWING QUALITY CIRCLES AND MUTUAL DISCUSSION
3%
22%
Agree
Strongly agree
Disagree
13% 62% Strongly disagree
INFERENCE:
circles is the tool to solve the work related problems and the organization
encourages it.
TABLE NO:15
Agree 25 71
Strongly agree 7 20
Disagree 2 6
Strongly disagree 1 3
Total 35 100
ANALYSIS:
The above table tells that 71%. of the respondents have agreed that there is
formation of quality circles and 29% of them do not agree to the above.
GRAPH SHOWING THE WHETHER THE ORGANISATION IS WELL
ORGANIZED
6% 3%
20% Agree
Strongly agree
Disagree
Strongly disagree
71%
INFERENCE:
circles is the tool to solve the work related problems and the organization
encourages it.
TABLE NO: 16
Agree 23 66
Strongly agree 4 11
Disagree 8 23
Strongly disagree 0 0
Total 35 100
ANALYSIS:
The data collected so tells that. 77% of the respondents have agreed that they
SUPERVISIORS
23% 0% Agree
Strongly agree
11% Disagree
66%
Strongly disagree
INFERENCE:
ANALYSIS:
The above table shows that 88% of the respondents have agreed and 12%of
the remaining have disagreed that the company has set high standard of
quality.
GRAPH SHOWING HIGH STANDARD OF QUALITY SET BY THE
COMPANY
6%
6%
Agree
Strongly agree
29% Disagree
59%
Strongly disagree
INFERENCE:
It is therefore clear that the company has maintained a high level of quality
Agree 21 60
Strongly agree 8 22
Disagree 3 9
Strongly disagree 3 9
Total 35 100
ANALYSIS:
Here it is seen that 82% of the respondents have agreed that they are been
MANAGEMENT
9%
9%
Agree
Strongly agree
Disagree
23%
59%
Strongly disagree
INFERENCE:
So from the observation it can be said that training programs helps to
improve the products and the company too is organizing for that.
TABLE NO:19
Table showing the employees who are weak are corrected by way of training
Agree 25 72
Strongly agree 5 14
Disagree 5 14
Strongly disagree 0 0
Total 35 100
ANALYSIS:
The above table reveals that 80% of the respondents have agreed that there is
periodical training for the employees who are weak in performance and 14%
0%
14%
Agree
14%
Strongly agree
Disagree
Strongly disagree
72%
INFERENCE:
Therefore it is evident that the company organizes periodical training to
TABLE NO:20
Agree 18 51
Strongly agree 2 6
Disagree 13 37
Strongly disagree 2 6
Total 35 100
ANALYSIS:
The table shows that 57% of the respondents have agreed that HR
EFFECTIVE EMPLOYEES
6%
Agree
Strongly agree
37% 51%
Disagree
Strongly disagree
6%
INFERENCE:
Therefore it can be said that the not many employees agree that HR
TABLE NO:21
ANALYSIS:
It is seen from the above response 65% of the respondents have agreed and
11%
Agree
23% Strongly agree
52% Disagree
Strongly disagree
14%
INFERENCE:
which helps in charting the channels of promotion and showing lateral lines
of transfer
TABLE NO:22
ANALYSIS:
It can be observed from the above table that 83% the respondents have
agreed that working in group gives job satisfaction where as 14% of them
have disagreed.
GRAPH SHOWING WHETHER THE GROUP WORK GIVES HIGH
SATISFICATION
6% 3%
8%
A gree
Strongly agree
14% Dis agree
Strongly dis agree
69% No res pons e
INFERENCE:
It is evident from the above response that most of the employees are highly
the organization.
TABLE NO:23
ANALYSIS:
The data collected so tells that 85% of the respondents have agreed that the
jobs are designed to achieve high productivity but only 15% of them have
disagreed to this.
GRAPH SHOWING JOB DESIGN TO ACHIVE PRODUCTIVITY IN
PRODUCTS
9%
6%
A gree
Strong ly a gree
2 0%
Dis agree
Strong ly d is agre e
6 5%
INFERENCE:
Therefore it is clear from the above analysis that jobs are designed well by
TABLE NO:24
Table showing whether the company products are well appreciated by the
customers
ANALYSIS:
It is observed from the above table that 100% of the respondents have agreed
0%
0%
31%
Agree
S trongly agree
Disagree
S trongly disagree
69%
INFERENCE:
In view to the above analysis it is confirmed that the corn products are very
TABLE NO: 25
ANALYSIS:
The above table reveals that91% of the respondents has agreed that their
to the above
GRAPH SHOWING COMPANY IS ISO CERTIFIED
9% 0%
Agree
INFERENCE:
Therefore it is clear that the company is ISO certified and the employees like
the goals of their company which is ISO certified and the employees like the
products.
TABLE NO 26
ANALYSIS:
The above table shows that 86% of the respondents have agreed that there
are safety provisions at work place but 14% of the respondents have
disagreed.
GRAPH SHOWING SAFETY PROVISION ACCORDING TO NATURE
OF JOB
0%
14%
A gree
Strongly agree
23%
Dis agree
63% Strongly dis agree
INFERENCE:
It is clear from the above analysis that the company has analyzed the jobs
well and there are safety provisions to avoid and minimize the possibility of
accidents.
TABLE NO: 27
Table showing whether the tools and machines are highly effective
ANALYSIS:
Here it is seen that 74% of the respondents have agreed that tools and
EFFECTIVE
3%
23%
A gree
Strongly agree
51%
Disagree
Strongly disagree
23%
INFERENCE:
Therefore it is clear that the products manufactures by the organization are
highly effective and the organizations are highly effective and the
TABLE NO 28
ANALYSIS:
It is seen from the above that 80% of the respondents have agreed that the
employees are sent for periodical training and 20% of the respondents have
disagreed.
TRAINING PERIODICALLY
0%
20%
A gree
Strongly agree
14% Dis agree
Strongly disagree
66%
INFERENCE:
TABLE NO 29
ANALYSIS:
The above table reveals that 66% of the respondents have agreed that every
employee earns job incentives and 34% of the remaining have disagreed.
3%
31%
Agree
Strongly agree
Disagree
57%
Strongly disagree
9%
INFERENCE:
So, it can be said that most of the employees are earning job incentives
which motivates them to work better and this leads to high productivity.
TABLE NO 30
ANALYSIS:
It is seen from the above response that 72% of the respondents have agreed
that absenteeism is very minimum among the employees and 28% of the
11%
17% A gree
Strongly agree
Dis agree
6% Strongly dis agree
66%
INFERENCE:
Therefore it can be said that job satisfaction is more likely to bring about the
TABLE NO 31
Table showing whether every employees feels that he is the citizen of this
organization
ANALYSIS:
The above table tells that 83% of the respondents have agreed that every
3%
0%
14%
Agree
Strongly agree
Disagree
20%
Strongly disagree
63% No response
INFERENCE:
CHAPTER V
Findings:
without fear.
satisfaction.
technical.
6. The respondents have adequate experience in the organization.
their organization.
11.Majority of the respondents are satisfied with the job they are
performing.
related problems.
society.
the customers.
training.
The project study was carried out at M/s Rail Wheel Factory to find
out the factors that have influenced job satisfaction among the employees to
The data has revealed that there is high job satisfaction among the
employees. The special areas of high satisfaction are group work, mutual
Considering all these factors the project report comes to conclusion that
at M/s Rail Wheel Factory, the level of job satisfaction and organizational
commitment is high.
CHAPTER 6:
management activites.
once in 3 years.
• The training programmes should be still improved with latest
merit.
BLBLIOGRAPHY
Questionnaire
1. Name (optional)
2. Age
3. Sex
4. Qualification
5. Designation
6. Experiences
Part - B
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
4. Employees are treated as a HR asset in our Co.
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
6. There is a good team work and jobs are perfumed with better u and co
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
8. Our employees have formed quality circles and we solve work related
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
Training.
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
..
• Agree
• Strongly agree
• Disagree
• Strongly disagree
19 Our company is ISO certified company and I like my goals of the
company.
• Agree
• Strongly agree
• Disagree
• Strongly disagree
20. The jobs are well analyzed and safety provisions aie rn according to
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
22. The employees are sent for training periodically.
• Agree
• Strongly agree
• Disagree
• Strongly disagree
• Agree
• Strongly agree
• Disagree
• Strongly disagree
satisfaction.
• Agree
• Strongly agree
• Disagree
• Strongly disagree
25. Every employee has a feeling that he is the citizen of this organization.
• Agree
• Strongly agree
• Disagree
• Strongly disagree