CHAPTER 1

INTRODUCTION ABSTRACT:
Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that persons parent. There are a variety of factors that can influence a persons level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements). The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to relate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers.

Objective of the study

The objective of the study is as follows  To assess the satisfaction level of employees in Reliance Pvt Ltd.  To identify the factors which influence the job satisfaction of employees.  To identify the factor which improves the satisfaction level of employees.  To know the employee satisfaction towards the facilities.  To offer valuable suggestions to improve the satisfaction level of employees.

Scope of the study

This study emphasis in the following scope:  To identify the employees level of satisfaction upon that job.  This study is helpful to that organization for conducting further research.  It is helpful to identify the employers level of satisfaction towards welfare measure.  This study is helpful to the organization for identifying the area of dissatisfaction of job of the employees. This study helps to make a managerial decision to the company

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 Approach
The research worker contacted the respondents personally with well-prepared sequentially arranged questions. The questionnaire is prepared on the basis of objectives of the study. Direct contract is used for survey, i.e., contacting employees directly in order to collect data.

Collection of Data
Most of the data collected by the researcher is primary data through personal interview, where the researcher and the respondent operate face to face.

Analysis of Data
The data are collected through survey and books, reports, newspapers and internet etc., the survey conducted among the employees of Reliance Pvt Ltd. The data collected by the researcher are tabulated and analyzed in such a way to make interpretations.

Various steps, which are required to fulfill the purpose, i.e., editing, coding, and tabulating. Editing refers to separate, correct and modify the collected data. Coding refers to assigning number or other symbols to each answer for placing them in categories to prepare data for tabulation refers to bring together the similar data in rows and columns and totaling them in an accurate and meaningful manner The collected data are analyzed and interrupted using statistical tools and techniques.

INTRODUCTION TO JOB SATISFACTION

Job satisfaction in regards to ones feeling or state of mind regarding nature of their work. Job can be influenced by variety of factors like quality of ones relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. In short job satisfaction is a persons attitude towards job. Job satisfaction is an attitude which results from balancing & summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. According to pestonejee, Job satisfaction can be taken as a summation of employees feelings in four important areas. These are:

1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for promotion and advancement (prospects), overtime regulations, interest in work, physical environment, and machines and tools. 2. Management- supervisory treatment, participation, rewards and punishments, praises and blames, leaves policy and favoritism. 3. Social relations- friends and associates, neighbors, attitudes towards people in community, participation in social activity socialibility and caste barrier. 4. Personal adjustment-health and emotionality.

Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational citizenship, Absenteeism, Turnover.

Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity. Job satisfaction is not synonyms with organizational morale, which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. Morale is the by-product of the group, while job satisfaction is more an individual state of mind. Job Satisfaction is the feeling an employee gets when the job he does fulfils all his expectations. While morale refers to the attitude of the employees of an organization and is a group concept, Job satisfaction is the feeling of an individual employee. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job; and affective reaction to ones job; and an attitude towards ones job. Job Satisfaction can be an important indicator of how employees feel about their jobs and p predictor of work behaviors such as organizational citizenship, absenteeism, and turnover.

DEFINITIONS: Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors.

DETERMINANTS OF JOB SATISFACTION: There are various personal and organizational factors that influence job satisfaction. The age of a person does have its influence on his level of job satisfaction. People that are young usually have a higher level of job satisfaction provided they rightly choose their career. Those in their twenties or thirties are energetic and have the stamina to work hard and derive pleasure out of their work. As a person gets older, he gets tired physically and mentally. Further, he reaches the saturation point at this stage and the work, usually, does not give him the pleasure it gave earlier.

STEPS TO IMPROVE EMPLOYEE SATISFACTION The following measures are necessary to improve the satisfaction employees: y Selection of right man for the right job:

Proper care must take while recruiting persons for various jobs. Persons without attitude and aptitude for work should not be selected. When it comes to placement of workers, they should be given jobs in tune with their educational qualification, skills, attitudes and abilities. y Satisfactory conditions of service:

All those who have been appointed in the organization should be provided with job security. They should be given decent pay. Social security benefits like provident fund insurance etc. should be provided to employees as per the rules. y Conducive working environment:

The working environmental should be made informal. Undue important need not be given to hierarchy. The organization should make use of both formal and informal channels of communication. The bureaucratic approach of the management should go. y Conducive physical conditions:

The place of work should be neat and tidy. There should be free flow of natural light and air in any workroom. There should be proper provision for canteen. Lunchroom, etc y Better work methods:

Conventional work methods and age-old practices should be given up. The enterprise should come forward to adopt the latest technology. The employees may be trained to make use of the various electronic devices in their day-to-day work. This not only simplifies their work but also makes it more interesting. y Proper superior-subordinate relationship:

The relationship between the superior and the subordinates should always be cordial. The superiors style of functioning must be democratic. He should not make an attempt to impose his ideas on his subordinates. Whenever necessary and possible, he can seek his subordinates viewpoints. Likewise, the subordinates, on their part, must repose faith in their superiors and come forward to accept responsibilities.

Good inter-personal relationship:

The relationship between the employees should also be proper. The work done in any organization is teamwork. In the absence of proper understanding between the employees, teamwork is not possible. The employees should not give scope for their personal interest to clash with those of the organization.

Job rotation:

If certain jobs are, by nature, dull and monotonous, job rotation may help to break the monotony of workers, i.e., such jobs may be assigned to operation at a certain level by rotation. y Provision of suitable incentives:

Only human resources can be induced to work. Inanimate objects like machines cannot be motivated to work. The management therefore, should offer suitable incentives to motivate employees to perform better. Incentives need not be in the forms of money payment. There are also non-monetary incentives. Further, these incentives may be gives for individual performance or group performance. y Valuation of employee performance:

The performance of employees needs to be assessed regular intervals. Such an assessment will level their level of efficiency. Such of those Employees who are found to be highly efficient may be given suitable rewards. Those employees who are less efficient may be made to undergo training to acquire better skills. If some employees are found to be highly inefficiency, such people need not be retained. It is only these people who spoil the work atmosphere in any organization.

CHAPTER 2
COMPANY PROFILE

FOUNDER Few men in history have made as dramatic a contribution to their countrys economic fortunes as did the founder of Reliance, Sh. Dhirubhai H Ambani. Fewer still have left behind a legacy that is more enduring and timeless. As with all great pioneers, there is more than one unique way of describing the true genius of Dhirubhai: The corporate visionary, the unmatched strategist, the proud patriot, the leader of men, the architect of Indias capital markets, and the champion of shareholder interest. But the role Dhirubhai cherished most was perhaps that of Indias greatest wealth creator. In one lifetime, he built, starting from the proverbial scratch, Indias largest private sector enterprise. When Dhirubhai embarked on his first business venture, he had a seed capital of barely US$ 300 (around Rs 14,000). Over the next three and a half decades, he converted this fledgling enterprise into an Rs 60,000 crore colossus__ an achievement which earned Reliance a place on the global Fortune 500 list, the first ever Indian private company to do so. Dhirubhai is widely regarded as the father of Indias capital markets. In 1977, when Reliance Textile Industries Limited first went public, the Indian stock market was a place patronized by a small club of elite investors which dabbled in a handful of stocks. Undaunted, Dhirubhai managed to convince a large number of first-time retail investors to participate in the unfolding Reliance story and put their hard-earned money in the Reliance Textile IPO, Promising them, in exchange for their trust, substantial return on their investment. It was to be the start of one of great stories of mutual respect and reciprocal gain in the Indian markets. Under Dhirubhais extraordinary vision and leadership, Reliance scripted one of the greatest growth stories in corporate history anywhere in the world, and went on to become Indias largest private sector enterprise. Throughout this amazing journey, Dhirubhai always kept the interests of the ordinary shareholder uppermost in mind, in the process making millionaires out of many of the initial investors in the Reliance stock, and creating one of the worlds largest shareholder families.

ABOUT RELIANCE Reliance Life Insurance Company Limited is part of Reliance Capital Ltd. Of the Reliance-Anil Dhirubhai Ambani Group. Reliance Capital is one of Indias leading private sector financial services companies, and ranks among the top 3 private sector financial services and banking companies, in terms of net worth. Reliance Capital has interests in asset management and mutual funds, stock broking, life and general insurance, proprietary investments, private equity and other activities in financial services. Reliance Capital Limited (RCL) is a Non-Banking Fiancial Company (NBFC) registered with the Reserve Bank of India under section 45-IA of the Reserve Bank of India Act, 1934. Reliance Capital sees immense potential in the rapidly growing financial services sector in India and aims to become a dominate player in this industry and offer fully integrated financial services. Reliance Life Insurance is another step forward for Reliance Capital Limited to offer need based Life Insurance solutions to individual and corporate. CORPORATE OBJECTIVE: At Reliance Life Insurance, we strongly believe that as life if different at every stage, life insurance must offer flexibility and choice to go with that stage. We are prepared and committed to guide you on insurance products and services through our well-trained advisors, backed by competent marketing and customer services, in the best possible way. It is our aim to become one of the top private life insurance companies in India and to become a cornerstone of RLI Integrated financial services business in India CORPORATE MISSION To set the standard in helping our customers manage their financial future.

BELOW ARE FEW OF THE PLANS THAT AER OFFERED BY RELIANCE LIFE INSURANCE

INSURANCE PLANS AVAILABLE

1. Products (Individual Plans) Saving (Endowment) 2. Reliance Endowment Plan 3. Reliance Special Endowment Plan 4. Reliance Cash Flow Plan Reliance Child Plan Reliance Whole Life Plan Pensions 5. Reliance Golden Years Plan 6. Reliance Market Return Plan Risk / Protection 7. Reliance Term Plan Products (Group / Corporate Plans) 8. Risk (production) Reliance Group Term Assurance Policy Pensions Reliance Group Gratuity Policy Reliance Group Superannuation Policy 9. Reliance Money Guarantee Plan.

CHAPTER 3
RESEARCH OBJECTIVES
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.

According to Clifford Woody research comprises defining and redefining problems, formulating hypothesis or suggested solutions: collecting, organizing and evaluating data: making deductions and reaching conclusions: and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis.

Research can be defined as the manipulation of things, concepts or symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art

In short, the search for knowledge through objective and systematic method of finding solution to a problem is research.

RESEARCH OBJECTIVES The research has been undertaken with following objectives.

RESEARCH OBJECTIVES 1. To find out the essential qualification of the employees. 2. To find out the employees satisfaction of work environmental condition. 3. To find out whether the job position is challenging or not. 4. To find out the relationship among the employees

CHAPTER 4
REVIEW OF LITERATURE
INTRODUCTION Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance; methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scaled where employees report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunity the work itself and co-workers.

Models of a job satisfaction Affect theory: Edwin a. Lockes Range of Affect Theory (1976) is arguably the m0ost famous job satisfaction model. The main promise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one value a given facet of work moderates how satisfied/ dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively and negatively, compared to one who doesnt value that facet. To illustrate, if Employee A values autonomy in the workplace and employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet.

Dispositional theory: Another well-known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate depositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a

notable explanation of job satisfaction in Light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicated that indicates that identical twins have similar levels of job satisfaction.

Job Characteristics Model: Hack man & Oldham proposed the job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job characteristics which impact three critical psychological states like experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results, in turn influencing work outcomes job satisfaction, absenteeism, work motivation,etc.

CHAPTER 5
RESEARCH METHODOLOGY Aim of the study
The objective of the study is as follows  To assess the satisfaction level of employees in Reliance Pvt Ltd.  To identify the factors which influence the job satisfaction of employees.  To identify the factor which improves the satisfaction level of employees.  To know the employee satisfaction towards the facilities.  To offer valuable suggestions to improve the satisfaction level of employees. The topic was chosen by the research to identify the level of satisfaction among employees in an organization.

DATA COLLECTION
The task of data collection begins after the research problem has been defined and research design chalked out. While deciding the method of data collection to be used for the study, the researcher should keep in mind two types of data viz. Primary and secondary data.

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: 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.

PILOT SURVEY:
Pilot survey was conducted with the employees of the organization is helped the researcher to have incite to the strength and weakness of questionnaires. The resold pilot survey suggestion obtained from experience employees uncertain changes were made the questionnaires pilot survey also enable the researcher would take time and administrator the questionnaires.

SAMPLING DESIGN
The total number of employees working in RELIANCE LIFE INSURANCE PRIVATE LTD is 80. The total number of questionnaires issued to the employees is 60 but only 50 questionnaires were used for the study. The sample size chosen for study is 50. The following list shows the sample size selected for the study. 1 2 3 4 Advisor Sales manager HR Staffs total 29 12 9 50

PROCESSING THE DATA: The data collected were classified analyzed tabulated and interpret at bar diagram. PRAPARATION OF REPORT: From the information gathered though questionnaires reports was prepared showing the analysis the interpretation suggestion and conclusion.

CHAPTER 6
DATA ANALYSIS & INTERPRETATION

TEST STATISTICAL METHOD (CHI-SQUARD)

Ho: There is no significant difference in view of designation group toward area of adequate supervision. H1: There is significant in view of designation group toward area of adequate supervision.

Designation

Adequate

Inadequate

No-comment

Total

Advisor

19

10

29

Sales manager

10

12

HR Staff

Total

37

12

30

Calculated Value = 11.57 Table Value: (R-1)(C-1) = (3-1) (3-1) =2X2 = (4) = 9.49

[CV<TV] Reject Ho and Accept H1 No significant difference in the view of appropriate training among designation group.

1. TABLE REPRESENTING IDENTIFICATION OF ORIENTATION COMPONENTS: Orientation Identification Un identification Number of Response 48 2 Percentage 96% 4%

Total

50

100%

1. FIGURE REPRESENTING IDENTIFICATION OF ORIENTATION COMPONENTS

Un id en tif ie

Unidentified Identified 48

Id en tif ie d
0

20

40

60

INFERENCE: The above table revels that 96% of employees identification the orientation components and 4% of employees are unidentification.

2. TABLE REPRESENTING BASIC QUALIFACTION NEEDED FOR PERFORMING THE JOB: Qualification Needed UG PG PROFESSIONAL TOTAL Number of response 22 18 10 50 percentage 44% 36% 20% 100%

INFERECE: The above table revels that 44% of the employees are having UG qualification, 36% of the employees are having PG and 20% of the employees are professional.

3. TABLE REPRESENTING EMPLOYEES HEALTH AND SAFETY RIGHTS AND RESPONSIBILITIES:

Employees health & safety & responsibilities Available Not Available Total

Number of Response

percentage

50

100%

50

100%

3. FIGURE REPRESENTING EMPLOYEES HEALTH AND SAFETY RIGHTS AND RESPONSIBILITIES

Not Available

0 Available Not Available

Available

50

20

40

60

INFERENCE: The above table revels that 100% of employees are aware of health and safety right and responsibilities.

4. TABLE REPRESENTING TREATE MEET OF EMPLOYEES WITH DIGNITY AND RESPECT Treatment of Employees Number Of Response With dignity & respect Without respect Total dignity 50 & 00 100% 00% Percentage

50

100%

4. FIGURE REPRESENTING TREATED MEET OF EMPLOYEES WITH DIGNITY AND RESPECT:

60 50 40 30 20 10 0

100% without dignity & respect with dignity & respect 0% With dignity & respect Without dignity & respect

INFERENCE: The above table reveals that all the employees are treated with Dignity and respect.

5. TABLE REPRESENTING AWARENESS OF ORGANIZATIONAL POLICIES AND PROCEDURE: Awareness of organizational policies Aware Unaware No comments Total Number of Response 33 12 5 50 66% 24% 10% 100% Percentage

INFERENCE: The above table reveals that 66% of employees are awareness of organizational policies & procedure, 24% of employees are un awareness and 10% of employees are no comments.

6. TABLE REPRESENTING COMPETITIVENESS OF ORGANIZATION ON SALARY:

Competences with Number of Response other organization

Percentage

Competitive Not Competitive No Comments Total

43 3 4 50

86% 6% 8% 100%

6. FIGURE TABLE REPRESENTING COMPETITIVENESS OF ORGANIZATION ON SALARY 50 40 30 20 10 0 Competitive 6% not competitive 8% no comments 86% competitive not competitive no comments

INFERENCE: The above table reveals that 86% of employees are feeling competitive with other organization, 6% of employees are feeling not competitive, and 8% of employees have no-comments.

7. TABLE REPRESENTING BENEFITS OF THE EMPLOYEES: Benefits to the employees Satisfied Not Satisfied No comments Total Number of Response 44 2 4 50 Percentage 88% 4% 8% 100%

7. FIGURE REPRESENTING BENEFITS OF THE EMPLOYEES:

nt s

8% satisfied 4% not satisfied no comments 88%

co N N ot S S a tis fie d
0

m m e a tis fie d

20

40

60

INFERENCE: The above table reveals that 88% if employees are satisfied with benefits package, 4% of employees are not satisfied and 8% of employees are no comments.

8. TABLE REPRESENTING AWARENESS OF THE EMPLOYEES ASSISTANCE PROGRAM AND RETURN TO WORK:

Awareness of program Aware Unawareness No Comments Total

Number of Response 36 5 9 50

Percentage 72% 10% 18% 100%

8. FIGURE REPRESENTING AWARENESS OF THE EMPLOYEES ASSISTANCE PROGRAM AND RETURN TO WORK.
40 35 30 25 20 15 10 5 0 72% nocomments unawareness 18% 10% 5 9 aware

36

er ne ss

wa re

na w

INFERENCE: The above table reveals that 72% of employees are having awareness of employees assistance program, 10 of employees are unawareness and 18% of employees are no comments.

oc o

m en

ts

9. TABLE REPRESENTING ADEQUATE SUPERVISION:

Nature of Supervision Adequate Inadequate No Comments Total

Number of Response 37 1 12 50

Percentage 74% 2% 24% 100%

9. FIGURE REPRESENTING ADEQUATE SUPERVISION

60 50 40 30 20 10 0

100% 74% 2% 24% total nocomment nadequate

at e

to ta l

ad eq ua t

Ad eq u

INFERENCE: The above table reveals that 74% of employees feel they have adequate supervision, 2% of employees are inadequate and 24% of employees have no comments.

No

co m

m en t

adequate

10. TABLE REPRESENTING EMPLOYEES SATISFACTION WITH THE WORKING ENVIRONMENT:

Working Environment Satisfactory Not Satisfactory No Comments Total

Number of Response 33 12 5 50

Percentage 66% 24% 10% 100%

INFERENCE: Form the above table ,its inferred that 60% level of employees are satisfied with the working environment, 24% of the employees are not satisfied & 10% have no comments.

11. TABLE REPRESENTING APPROPRIATE TRAINING:

Undergoing Training Yes No No comments Total

Number of Response 32 12 6 50

Percentage

64% 24% 12% 100%

11. FIGURE REPRESENTING APPROPRIATE TRAINING

ts

60 50 40 30 20 10 0

100% 64% 32 24% 12 50 12% 6 total no comments no yes

e n

INFERENACE: The above table reveals that 64% of employees are undergoing appropriate training, 24% of employees are not undergone any training and 12% of employees are no comments.

12. TABLE ERPRESENTING DEVELOPMENT OFFER: Development for the Employees More Development Less Development No comments Total Number of Response Percentage

N o

o m

o ta l

e s

N o

43 5 2 50

86% 10% 4% 100%

INFERENE: The above table reveals that 86% of employees are offered more development with their job position, 10% of employees are less development and 4% of employees have no comments.

13. TABLE REPRESENTING ACKNOWLEDGEMENT OF EMPLYEES:

Acknowledgement Of Accomplishment Acknowledged Not Acknowledged Total

Number of Response

Percentage

49 1 50

98% 2% 100%

60 40 20 0

48

2 no of responses Series1 Series2

INFERENCE: The above table reveals that 98% of the employees are acknowledged with the accomplishment of company, 2% of the employees are not acknowledged.

14. TABLE REPRESENTING PERFORMANCE REVIEWED ON A REGULAR BASIS:

Performance Appraisal Regular Ir-Regular No comments Total INFERENCE:

Number of Response 41 7 2 50

Percentage 82% 14% 4% 100%

The above table reveals that 82% of the employees feel that their performance appraisal is regular, 14% of the employees feel Ir-regular and 4% are feel no comments.

15. TABLE REPERSENTING CHALLENGING OF THE JOB POSITION IN ORGANISATION: Nature of job position Challenging Not challenging Total Number of Response 48 2 50 Percentage 96% 4% 100%

INFERANCE: The above table reveals that 96% of the employees feel challenging in their job position, 4% of the employees are not challenging.

16. TABLE REPRESENTING POSSIBITY OF ADVANCEMENT IN EMPLOYEE POSITION: Advancement in Position Yes No No-comments Total Number of Response 22 18 10 50 Percentage 44% 36% 20% 100%

INFERENCE: The above table reveals that 44% of the employees feel there is a possibility of advancement in their job position, 36% of the employees feel no possibility of advancement and 20% of the employees have no comments.

17. TABLE REPRESENTING APPROPRIATE TOOLS AND INFORMATION TO DO JOB: Tools for the Job Adequate In-Adequate No comments Total Number of Response 38 8 4 50 Percentage 76% 16% 8% 100%

INFERENCE: The above table reveals that 76% of the employees are provided adequate appropriate tools and information to do job, 16, of the employees are provided In-adequate and 8% of the employees have No-comments.

18. TABLE REPRSENTING AVAILABILITY OF COMPREHENSIVE GROUP BENFIT PROGRAM TO EMPLYEES: Availability Number of Response 48% Percentage

Sufficient

96%

In-Sufficient

4%

Total

50

100%

INFERENCE: The above table reveals that 96% of the employees are sufficiently provided with a comprehensive group benefit program.

19. TABLE REPRESENTING FACTORS WHICH GREATLY INFLUENCED TO LEAVE THE ORGANISATION:

S.NO

Nature of Problems Work load Career Advancement Respect for superior Inflexible Schedule Salary Position didnt meet expectation Other benefits Total

Number of Respondents 11 3

Percentage

I II

22% 6%

III IV V VI

4 12 14 6

8% 24% 28% 12%

VII

50

100

19. TABLE REPRESENTING FACTORS WHICH GREATLY INFLUENCED TO LEAVE THE ORGANIZATION:
other benefits

er io r

ct at i

dv an

et ex pe

or kl o

su p

S ch

O th er b

en ef its

ed u

ad

16 14 12 10 8 6 4 2 0
W

22% 1 8%

24%

28% 12%

position didn't meet expectation salary inflexible schedule

6%
en t ce m

le

0%
al ar y

respect for superior career advancement workload

fo r

bl e

ar ee rA

ct

In fle xi

es pe

INFERENCE: The above table reveals that 28% of the employees feel salary was the major factor which greatly influence to leave the organization, 24% of the employees have Inflexible Schedule, 22% of the employees have workload, 12% of the employees feel that their position didnt meet expectation, 8% of the employees are respect for superior, and 6% of the employees are for career advancement.

os iti on

di dn 't

CHAPTER 7
Measuring job satisfaction Introduction
Job satisfaction measures ones satisfaction in five facets: pay, promotions and promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participation answer either yes, no, or cant decide in response to whether given statement accurately describe ones job. The job in general index is an overall measurement of job satisfaction. It is an improvement to the job descriptive index because the JDI focuses too much on individual facets and not enough on work satisfaction in general.

Job satisfaction and emotions:

There is some evidence in the literature that state moods are related to overall job satisfaction. Positive and negative emotions were also found to be significantly related to overall job satisfaction.

Relationship and practical implications:

The relationship of satisfaction to productivity is not necessarily straightforward and can be influenced by a number of other work-related constructs, and the notion that a happy worker is a productive worker should not be the foundation of organization decision-making.

Creating job satisfaction:

Organization can help to create job satisfaction by putting systems in place that will ensure that workers are challenged and then rewarded for being successful. Organizations that aspire to creating a work environment that enhances job satisfaction need to incorporate following: y y y y y y y Flexible work arrangements, possibly including telecommuting. Training and other professional growth opportunities. Interesting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished product. Opportunities to use ones talents and to be creative. Opportunities to take responsibility and direct ones own work. A stable, secure work environment that includes job security/ continuity. An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members.

y y y

Flexible benefits, such as child- care and exercise facilities. Up-to-date technology. Competitive salary and opportunities for promotion.

Pilot survey also enable the researcher would take time and administrator the questionnaires.

CHAPTER 8
Recommendation & Conclusion Recommendation
It is suggested that the employees in RELIANCE LIFE INSURANCE PRIVATE Ltd., need a better counseling, because from the overall result 8% of the respondents had no opinion in various aspects. RELIANCE LIFE INSURACE PRIVATE Ltd., can introduce some job training in all the possible department to remove the feeling of monotonous of work. It would help employees to do their work with great involvement and enthusiasm. It can also take necessary steps to motivate the efficiency of the employees which result in their productivity.

Conclusion
From the finding we infer that maximum of employees can specify their job and they can find the components involved in their job. Maximum employees have sufficient knowledge to do their job. Maximum employees had some training program to improve their performance and so the company must take training program for the employees to enrich their performance. From this detailed survey it is clear know that Reliance life insurance Pvt ltd., provide various employees Healthy and Safety service to encourage the employees. It helps to push the productivity of the employees. The overall analysis of the collected data shows that 98% of employees have knowledge skills and attitude. The performance of the employees in RELIANCE LIFE INSURANCE PVT LTD., are found to be satisfactory in their work. The above result shows that RELIANCE LIFE INSURANCE PVT LTD. takes care employees training which improves the knowledge, skills and attitude of the employees and it result in the overall development of the concern.

Reference
Human Resources Management Personal Management Company Records www.reliancelife. Com www.moneyindia. Com J.Jayasanker. Edwin B.Flippo.

y y y y y