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Job Satisfaction 120112001047 Phpapp01
Job Satisfaction 120112001047 Phpapp01
Job satisfaction
Job
satisfaction
benefits
the
organization
includes
reduction
in
Job satisfaction
CHAPTER NO. 2
JOB SATISFACTION
Job satisfaction
2.1
Job satisfaction
The term job satisfaction was brought to lime light by hoppock (1935).
He revived 35 studies on job satisfaction conducted prior to 1933 and
observes
that
Job
satisfaction
is
combination
of
psychological,
One of the biggest preludes to the study of job satisfaction was the
Hawthorne study. These studies (1924-1933), primarily credited to Elton
Job satisfaction
Mayo of the Harvard Business School, sought to find the effects of various
conditions (most notably illumination) on workers productivity.
It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and
Hugo Munsterberg set the tone for Taylors work.
This model served as a good basis from which early researchers could
develop job satisfaction theories.
Job satisfaction
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10
Job satisfaction
11
Benefits
Job satisfaction
12
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13
1. HIGH ABSENTEEISM
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14
J
o
b
s
a
t
i
s
f
a
c
t
i
n
High
low
A
low
High
2.HIGH TURNOVER
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15
There are no. of factors that influence job satisfaction. For example, one
recent study even found that if college students majors coinsided with
their job , this
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16
work, work that is not boring, and the job that provides status.
Pay
Wages and salaries are recognised to be a significant, but complex,
multidimentional factor in job satisfaction. Money not only helps people
attain their basic needs butevel need satisfaction. Employees often see
pay as a reflection of how managemnet view their conrtibution to the
organization. Fringe benefits are also important.
If the employees are allowed some flexibility in choosing the type of
benefits they prefer within a total package, called a flexible benefit plan,
there is a significant increase in both benefit satisfaction and overall job
satisfaction.
Promotions
Promotional opportunities are seem to be have avarying effect on job
satisfaction. This is because of promotion take number of different forms.
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17
18
10.
However, the two concepts are interrelated in that job satisfaction can
contribute to morale and morale can contribute to job satisfaction.
It must be remembered that satisfaction and motivation are not
synonyms. Motivation is a drive to perform, where as satisfaction reflects
the individuals attitude towards the situation. The factors that determine
whether individual is adequately satisfied with the job differs from those
that determine whether he or she is motivated. the level of job
satisfaction is largely determined by the comfits offered by the
environment and the situation . Motivation, on the other hand is largely
determine by value of reward and their dependence on performance. The
result of high job satisfaction is increased commitment to the
organization, which may or may not result in better performance.
A wide range of factors affects an individuals level of satisfaction. While
organizational rewards can and do have an impact, job satisfaction is
primarily determine by factors that are usually not directly controlled by
the organization. a high level of job satisfaction lead to organizational
commitment, while a low level, or dissatisfaction, result in a behavior
detrimental to the organization. For example, employee who like their
jobs, supervisors, and the factors related to the job will probably be loyal
and devoted. People will work harder and derive satisfaction if they are
given the freedom to make their own decisions.
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CHAPTER NO. 3
MODELS OF JOB SATISFACTION
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20
Theory
(Motivator-Hygiene
Theory)
(Frederick
Herzbergs)
Job Characteristics Model (Hackman & Oldham)
Rating scale
Personal interviews
action tendencies
Job enlargement
Job rotation
Change of pace
Scheduled rest periods
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21
Level
Difficulty
Time span
Amount of
responsibilit
y
Perceived
outcome of
referent
others
Actual
outcome
received
Perceived
personal job
inputs
Perceived
amount that
should be
received (a)
Perceived
inputs &
outcomes of
referent
a=b
satisfaction
a>b
dissatisfacti
on
a<b guilt
Inequity
Discomfort
Perceived
job
characteristi
Perceive
d
amount
receive
d
(b)
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22
is
applicable
to
understand
what
determines
persons
Job satisfaction
23
3.3
DISPOSITIONAL THEORY
24
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25
critical
psychological
states
(experienced
meaningfulness,
26
27
Job satisfaction
28
Need Identification
Job satisfaction
29
&
management
in
conflct.they
are
concern
with
Job
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30
Other components that should be added to this five are individuals state
of mind about the work itself and about the life in general .the individual
s health, age, level of aspiration. Social status and political & social
activities can all contribute to the Job satisfaction. A persons attitude
toward his or her job may be positive or negative.
31
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CHAPTER NO. 4
RESEARCH METHODOLOGY
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RESEARCH METHODOLOGY
4.1 INTRODUCTION
Research refers to a search for knowledge. It is a systematic method of
collecting and recording the facts in the form of numerical data relevant
to the formulated problem and arriving at certain conclusions over the
problem based on collected data.
Thus formulation of the problem is the first and foremost step in the
research process followed by the collection, recording, tabulation and
analysis and drawing the conclusions. The problem formulation starts
with defining the problem or number of problems in the functional area.
To detect the functional area and locate the exact problem is most
important part of any research as the whole research is based on the
problem.
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Hence
it
should
be
carefully
constructed.
Structured
4.3SAMPLING
It was divided into following parts:
Sampling universe
All the employees are the sampling universe for the research.
Sampling technique
Judgmental sampling
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Primary Data: The primary data are those, which are collected afresh and for the
first time and thus happen to be original in character. The primary data
were collected through well-designed and structured questionnaires
based on the objectives.
Secondary Data:
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The secondary data are those, which have already been collected by
someone else and passed through statistical process. The secondary data
required of the research was collected through various newspapers, and
Internet etc.
CHAPTER NO. 5
Job satisfaction
ORGNIZATION PROFILE
37
ORGNI
ZATION
PROFIL
E
Job satisfaction
38
39
TRUE VALUE
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40
Maruti true value, a special scheme launched for selling and buying
used Maruti cars, which values the sellers car at the best price they are
looking for and gives multifaceted benefits to the sellers. Maruti Suzuki
certifies pre-owned cars and 3 free services are provided. The damaged
parts are replaced and the car is furnished which gives as good as new
look to the car.
INSURANCE
Another service which can be trusted blindly. Whether it is renewal
of insurance or issuing fresh policy, it is at safe hands only at SEVA
MARUTI, as hassle free insurance option are provided, costless repairs to
make you more comfortable at rainy times.
PAINT BOOTH
In case of accidents, the car damages are by us, which makes the
car as before. For the painting, latest computer paint-matching machine
is used which gives perfect shades and results.
FOREVER YOURS
An offer of abiding relation, maintained only at SEVA MARUTI which
provides extended warranty of additional one or two years. Loans for
purchase of extended warranty policy are provided by SEVA.
41
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42
More than half the number of cars sold in India wears a Maruti Suzuki
badge. They are a subsidiary of Suzuki motors, Japan.
As India's largest passenger car company, account for over 50 per cent of
the domestic car market.
Maruti Suzuki have a sales network of 562 outlets in 372 towns and cities,
and provide maintenance support to customers at 2538 workshops in
over 1200 towns and cities (as on December 31,2007).
Since inception, it have produced and sold over 6.75 million vehicles,
including almost 500,000 units in Europe and other export markets.
Company have been rated first in customer satisfaction for eight years in
a row in J D Power's Surveys, and are India's Most Respected Automobile
Company (As per survey conducted by Business world, a reputed Indian
Magazine)
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Maruti Suzuki offers 10 models ranging from people's car Maruti 800 to
stylish hatchback Swift, SX4 sedan and luxury Sports Utility vehicle Grand
Vitara
Our parent company, Suzuki Motor Corporation, has been a global leader
in mini and compact cars for three decades. Suzuki's technical superiority
lies in its ability to pack power and performance into a compact,
lightweight engine that is clean and fuel-efficient. The same
characteristics make our cars extremely relevant to Indian customers and
Indian conditions. Product quality, safety and cost consciousness are
embedded into our manufacturing process, which we have inherited from
its parent company.
Right from inception, Maruti brought to India, a very simple yet powerful
Japanese philosophy 'smaller, fewer lighter, shorter and neater'
From the Japanese work culture it imbibed simple practices like an open
office, a common uniform and common canteen for everyone from the
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44
From the Japanese work culture Maruti imbibed simple practices like an
open office, a common uniform and common canteen for everyone from
the CEO to the workman, daily morning exercise, and quality circle teams.
Job satisfaction
45
directly by Maruti and our partners. Within the company, we strive always
to keep the culture open and participative.
Incorporated
February 1981
Joint Venture Agreement
October 1982
Equity Structure
54.2% Suzuki, Japan, balance with Other Financial Institution and Public
The Maruti Suzuki motor sport calendar is packed with exciting motoring
events. For families, there are events like Women's Fun Drive and
Treasure Hunt throughout the year, across cities. The Maruti Suzuki
Autocross brings action for amateurs and professionals, together.
But what makes the Maruti Suzuki motor sport calendar an attraction in
India (and internationally too) are Maruti-Suzuki Raid-de-Himalaya,
Maruti Suzuki Rally Desert Storm and Maruti Suzuki Monsoon Car Rally of
Kerala.
Job satisfaction
46
The participants drive through some of the world's highest motor able
roads and passes in the Himalayas like Jalori Pass, Rohtang Pass, Kunzum
La, Baralacha La, Tanglang La & Khardung La, through the inhospitable
terrains in the Lahual and Spiti valleys in the Ladakh region. Most of the
drive is through boulders, snow capped peaks, gushing streams and at
times, temperature below -20 degree Celsius. On an average, a
participant covers a distance of 300 kms every day in this approximately
2000-kilometre and week-long motoring event.
Every year, more and more people are coming for the Maruti Suzuki
Raid-de-Himalaya, many of them from abroad. In 2007, as many as 145
teams participated in car and bike categories.
Raid de Himalaya is the only Indian motor sport event listed on the
off-road rallies calendar of FIM (Federation International Motorcycles),
Geneva, Switzerland. Only 12 international motoring events worldwide
are listed in this calendar.
47
Organized by the Delhi based Northern Motor sport Association, the Rally
is inscribed on the Cross Country Calendar of the FIA and is sanctioned
by the Motor sports Association of India and the Federation of Motor
sports Clubs of India.
The 2007 Rally Desert Storm will be flagged off from the National
Stadium, New Delhi on the 15th February 2007 by the Hon. Chief Guest
and Mr. Jagdish Khattar, the Managing Director of Maruti Udyog Ltd.
Traversing a distance of over 2,500 kms over 4 days the rally covers the
most scenic and picturesque parts of remote Rajasthan. The night halts
are at Heritage properties at Bikaner, Jaisalmer, and Pushkar & Jaipur.
The endurance event will culminate on the 18th February 2007 at Jaipur
and a gala party will follow the prize distribution ceremony.
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The event is growing in popularity and stature every year and is attracting
the best drivers and teams from across India and in 2007 for the first
time from the Asia Pacific region of the Far East and Australia. For 2007,
entries in the PRO part of the event are strictly limited to 25 out of which
5 entries are reserved for the Armed Forces. The event also features a fun
and navigation rally run concurrently with the main event. Entries in this
NAV are open to all makes and models of 4 wheelers.
The event has always run with the highest safety standards conforming
with the international specifications of the International Automobile
Federation (FIA) and enjoys a perfect safety record over the last four years.
Two life-saving ambulances with trauma specialist medical teams
accompany the event.
Over 8 ambulances along the route will further supplement the safety
effort. The rally will be monitored for its entire duration by over thirty
radio-equipped cars. More than a hundred volunteers will ensure safe
passages of the event, most of them are rally and motor sport veterans.
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CHAPTER NO. 6
Job satisfaction
50
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51
After analyzing the data, the researcher should have to explain the
findings on the basis of some theory. It is known as interpretation.
The data has been collected from 100 employees of SEVA Automotive pvt
ltd, Nagpur through questionnaire.
The data thus collected was in the form of master table.
That made possible counting of classified data easy. From the master
table various summery tables were prepared. They have been presented
along with their interpretation in this manner.
No. Of respondents
31
49
12
Job satisfaction
Percentage
31
49
12
52
Dissatisfied
Strongly
dissatisfied
Graph 6.1
Above table shows that 31% employees are strongly satisfied with their
work place.
61% employees are satisfied with their workplace. It means over all 92%
employees are satisfied and other 18% are not satisfied with the work
place.
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53
Graph 6.2
Satisfaction level
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly dissatisfied
No. Of respondents
50
20
10
16
4
Percentage
50
20
10
16
4
Above table shows that 70% respondents are satisfied with infrastructure
and 30% are dissatisfied with infrastructure of SEVA.
It can be interpreted that 30% are not satisfied with infrastructure which
not more in number.
Job satisfaction
54
Table 6.3
Satisfaction level
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly dissatisfied
No. Of respondents
56
17
16
9
3
Percentage
56
17
16
9
3
Graph 6.3
Job satisfaction
55
Above table shows that 88% employees are satisfied with the canteen
facility provided by the organization. Only 12% employees are not
satisfied with canteen facility.
6.4.Responses regarding whether the respondents are satisfied with
the implementation of rules and responsibilities.
Table 6.4
Satisfaction level
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly dissatisfied
No. Of respondents
51
23
10
11
6
Percentage
51
23
10
11
6
Graph 6.4
Job satisfaction
56
Above table shows that 84% employees are satisfied with implementation
of rules and responsibilities. And 16% of respondents are not seems to be
satisfied with the implementing rules and responsibilities.
6.5. Responses regarding whether the respondents are satisfied with
the freedom given at work.
Table 6.5
Satisfaction level
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly dissatisfied
No. Of respondents
30
36
14
16
4
Percentage
30
36
14
16
4
Graph 6.5
Job satisfaction
57
Above table shows that 80% respondents are happy with the freedom at
work given by management but only 20% of respondents are not satisfied
with freedom given at wrk place.
Table 6.6
Satisfaction level
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly dissatisfied
No. Of respondents
52
21
7
16
4
Percentage
52
21
7
16
4
Graph 6.6
Job satisfaction
58
Above table shows that 80% employees are satisfied with team sprit built
in organization and other employees are not satisfied with team spirit in
the organization.
6.7 Responses regarding whether the respondents are satisfied with
convenient working hours
Table 6.7
Satisfaction level
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly dissatisfied
No. Of respondents
20
41
11
23
5
Percentage
20
41
11
23
5
Graph 6.7
Job satisfaction
59
Above table shows that 20% employees strongly feels that the working
hours decided by organization are most convenient for them. Other 52%
employees are satisfied with these working hours. And only 28%
employees are not much satisfied with the working hours.
6.8
Job security
Table 6.8
Satisfaction level
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly dissatisfied
No. Of respondents
13
18
11
12
46
Job satisfaction
Percentage
13
18
11
12
46
60
Graph 6.8
Above table shows that only 31 % employees are satisfied with the job
security. And remaining 69% of employees are not satisfied with the job
security provided by the organization.
Table 6.9
Satisfaction level
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly dissatisfied
No. Of respondents
64
21
11
4
0
Job satisfaction
Percentage
64
21
11
4
0
61
Graph 6.9
Above table shows that 96% employees are strongly in favor that the
targets given are achievable and only 4% are not feels that the targets
given are achievable.
Table 6.10
Satisfaction level
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly dissatisfied
No. Of respondents
9
22
4
20
45
Job satisfaction
Percentage
9
22
4
20
45
62
Graph 6.10
Above table shows that only 35% employees are satisfied with the
payment as per their roles and responsibility and remaining 65% are not
satisfied with the payment according to their roles and responsibilities.
Table 6.11
Satisfaction level
Strongly satisfied
Satisfied
Slightly satisfied
No. Of respondents
8
14
6
Job satisfaction
Percentage
8
14
6
63
Dissatisfied
Strongly dissatisfied
26
46
26
46
Graph 6.11
Table 6.12
Satisfaction level
Strongly satisfied
Satisfied
No. Of respondents
44
16
Job satisfaction
Percentage
44
16
64
Slightly satisfied
Dissatisfied
Strongly dissatisfied
4
32
4
4
32
4
Graph 6.12
Above table shows that 60% of employees are satisfied with the payment
of salaries on time. Only 40% of the employees are not much satisfied
with the payment of salaries on time.
6.13. Responses regarding whether the respondents are satisfied with
the quality of formal training and induction program
Table 6.13
Satisfaction
level
Strongly
satisfied
Satisfied
Slightly satisfied
No. Of
respondents
Percentage
42
36
4
42
36
4
Job satisfaction
65
Dissatisfied
Strongly
dissatisfied
14
14
Graph 6.13
From the above table it shows that 76% of the respondents are satisfied
with the quality of training and induction program and only
Table 6.14
Satisfaction level
No. Of respondents
Job satisfaction
Percentage
66
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly dissatisfied
51
19
6
20
4
51
19
6
20
4
Graph 6.14
Above table shows that 86% of the respondents are satisfied with in
house training held by the management. And only 24% of respondents
are not satisfied with the quality of in house training.
Table 6.15
Job satisfaction
67
Satisfaction level
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly
dissatisfied
No. Of respondents
12
23
18
20
17
Percentage
12
23
18
20
17
Graph 6.15
Above table shows that 12% are strongly satisfied with the training
program 41% of respondents are satisfied with the period of training but
37% of respondents are not satisfied with the period of training.
Job satisfaction
68
Table 6.16
Satisfaction Level
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly dissatisfied
No. Of Respondents
72
18
2
6
2
Percentage
72
18
2
6
2
Graph 6.16
Above table shows that 92% of the respondents are satisfied with the HR
division
Only 8% of the respondents are not satisfied with the proactive and
proper HR division, which is very negligible in number.
Job satisfaction
69
Table 6.17
Satisfaction
level
No. Of respondents
Percentage
Strongly satisfied
Satisfied
Slightly satisfied
Dissatisfied
Strongly dissatisfied
62
28
4
4
2
62
28
4
4
2
Graph 6.17
Above table shows that 90% respondents are satisfied with the
performance appraisal system and only 10% of the respondents are not
Job satisfaction
70
Table 6.18
Satisfaction Level
Strongly Satisfied
Satisfied
Slightly Satisfied
Dissatisfied
Strongly Dissatisfied
No. Of Respondents
69
19
6
4
2
Percentage
69
19
6
4
2
Graph 6.18
Above table shows that the 69% of respondents are strongly satisfied with
the office events and parties organized by the organization. 25% of
Job satisfaction
71
Table 6.19
Satisfaction Level
Strongly Satisfied
Satisfied
Slightly Satisfied
Dissatisfied
Strongly Dissatisfied
No. Of Respondents
82
16
2
0
0
Percentage
82
16
2
0
0
Graph 6.19
Job satisfaction
72
Above table shows that nearly all the respondents are satisfied with the
employees birthday remembered and celebrated in the organization. No
one seems to be dissatisfied with the celebration of the employees
birthdays.
Table 6.20
Satisfaction Level
Strongly Satisfied
Satisfied
Slightly Satisfied
Dissatisfied
Strongly Dissatisfied
No. Of Respondents
18
22
9
37
14
Percentage
18
22
9
37
14
Graph 6.20
Job satisfaction
73
Above table shows that only 40% of the respondents are satisfied with the
forum for face-to-face communication and remaining all the 60% of the
respondents are not satisfied with the forum for face-to-face
communication.
Table 6.21
Satisfaction Level
Strongly Satisfied
Satisfied
Slightly Satisfied
Dissatisfied
Strongly Dissatisfied
No. Of Respondents
8
32
19
25
26
Percentage
8
32
19
25
26
Graph 6.21
Job satisfaction
74
Above table shows that the overall 59% of the respondents are satisfied
with the encouragement given to the employees suggestions in
management decision making and remaining 41% of the respondents are
not much satisfied with the encouragement given to the suggestions of
the employees.
6.22 Responses regarding whether the respondents are satisfied with
positive acceptance of employees suggestions
Table 6.22
Satisfaction Level
Strongly Satisfied
Satisfied
Slightly Satisfied
Dissatisfied
Strongly Dissatisfied
No. Of Respondents
4
22
4
45
25
Percentage
4
22
4
45
25
Graph 6.22
Job satisfaction
75
Above table shows that the 26% of the respondents are satisfied with the
positive acceptance of the suggestions given by the respondents but
most of the respondents 70% are dissatisfied with this point.
Table 6.23
Satisfaction Level
Strongly Satisfied
Satisfied
Slightly Satisfied
Dissatisfied
Strongly Dissatisfied
No. Of Respondents
76
14
4
6
0
Percentage
76
14
4
6
0
Graph 6.23
Job satisfaction
76
Above table shows that 90% of the respondents are satisfied with the
management keeps promises and only 10% of the respondents are
dissatisfied with the thing that the management keeps promises.
Job satisfaction
77
78
Job satisfaction
79
SUGGESTIONS
The suggestions are drawn from the analysis and observations. Few
suggestions are given as under:
In case of working hours decided by the organization are not
convenient for the employees of SEVA Automotive Private Limited,
Nagpur. The working hours are 10 hours per day that from 8AM to
6PM. These hours should minimize up to 8 hours.
The
criteria
for
Job
security
is
not
much
satisfactory
so
Job satisfaction
80
Job satisfaction
81