Professional Documents
Culture Documents
SUPERVISED BY: Mr. ASHISH ARORA Lect. In Dept. Of Mgt. GNDU College jalandhar 1
PREFACE
The project work entitled A STUDY ON EMPLOYEE SATISFACTION OF EMPLOYEES OF LEADER VALVES LIMITED, JALANDHAR. employee Satisfaction is favorableness or unfavorableness with which the employee views his work. It expresses the amount of agreement between ones expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of ones environment of job is an important part of life as Job Satisfaction influences ones general life satisfaction. Job Satisfaction, thus, is a result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job under condition with such specific factors such as wages, supervisors of employment, conditions of work, social relation on the job, prompt settlement of grievances and fair treatment by employer. However, more comprehensive approach requires that many factors are to be included before a complete understanding of job satisfaction can be obtained. Such factors as employees age, health temperature, desire and level of aspiration should be considered. Further his family relationship, social status, recreational outlets, activity in the organizations etc. contribute ultimately to job satisfaction
ACKNOWLEDGEMENT
With an introduction of the professional courses the students are getting an opportunity to get the practical knowledge along with the theoretical knowledge. Such kinds of projects help us in getting the practical knowledge of the workings. Therefore, I would like to thank all the persons who have been instrumental in the completion of my project. It gives me pleasure in acknowledging invaluable assistance extended to me by various personalities in the successful completion of this learning. I express my deep gratitude and sincere thanks to Mr. Rohit Jaiswal, Manager (HRD) in Leader Valves Ltd. Jalandhar, Mr. ASHISH ARORA (project in charge), for inspiration and guidance that has encouraged me a lot in the successful completion of this research report.
AMANJOT KAUR
DECLARATION
I, "Amanjot Kaur hereby declare that the work presented herein is genuine work done originally by me and has not been published or submitted elsewhere for the requirement of a MBA program me. Any literature, data or works done by others and cited within this research project has been given due acknowledgement and listed in the reference section.
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INTRODUCTION OF THE TOPIC 2.1 2.2 2.3 2.4 2.5 2.6 Employee Satisfaction Definition of Employee Satisfaction Importance of Employee Satisfaction History of Employee Satisfaction Theories of Employee Satisfaction Factors that Influence Employee Satisfaction 2.7 Determinants of Employee Satisfaction 2.8 2.9 Measuring Employee Satisfaction The impact of Satisfied and
RESEARCH METHODOLOGY 3.1 3.2 3.3 3.4 3.5 3.6 3.7 3.8 3.9 Meaning Definitions Objectives of the study Scope of the study Research Design Sample Size Collection of Data Formation of Questionnaire Limitations of study
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Leader Valves Limited is a leading valve manufacturing company of India. We are a totally integrated valves manufacturing unit with our own Ferrous & Non Ferrous Foundries, Forging units, state of art Machining and Testing facilities. The company was set - up more than six decades ago when India was on the threshold of industrial revolution and there were no good valve manufacturers in the country. It has over the years built up an excellent track record by following the policy of customer satisfaction through continual improvement in Designs, Manufacturing Processes and marketing products that are highly competitive, Safe and Harmless to the environment. We are an ISO-9001: 2000 company since Jan 1996 certified by LRQA, India. The company is also licensed to use API Spec 6D (Certificate no 6D-0346), and API 600 (Certificate No. 6000018) monograms our Ferrous & Non-Ferrous foundries are PED certified by M/s. LRQA India & AD 2000-Merkblatt WO certified by TUV India. The Foundries are also adjudged as "Well Known FOUNDRY" under Indian Boiler Regulation 4C (2) of Central Boiler Board, Govt. of India. We are registered with all major clients in India and abroad. We are also recipient of National award for Indigenization for the year 19961997 by the Ministry of Defense India for our contribution in indigenous ship building activities of Indian Navy. Leader High Pressure is a Ferrous Forging unit which is equipped with Friction Drop Forging Hammer for producing Forge Fittings from 2000 to 9000 PSI, as well as valves up to 50 NB.Leader Exports Besides being a merchant exporter of valves is equipped with modern CNC machining centers and SPM's to carry out job work for the leading international manufacturer of valves. Leader Valves has entered into an agreement with M/s. ENOLGAS s.p.a. Italy for marketing of their entire range of products in India. This agreement also facilitate export of our product to world market
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through M/s. ENOLGAS. M/s. ENOLGAS is a world leader in wide range of gas safety devices, Manually, Electrically & Pneumatically operated valves in Brass, Carbon Steel & Stainless Steel for Plumbing & Industrial applications.
DESIGNATION
Chairman & Managing Director Vice Chairperson & Jt. Managing Director Dy. Managing Director Exec. Director Materials & Management Exec. Director Personal, HRD & Environment
1.3 Products
Cast Steel
Forged Steel
Cast Iron
Gun Metal / IS
Boiler Mounting
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In process Inspection Apart from inspecting all the incoming materials like bar stock, raw materials for our own ferrous and non-ferrous foundries in our laboratories and from other approved sources, standard proprietary items like fasteners etc.; we have a Vendor Development Cell manned by inspection personnel to control the quality of the components at our ancillaries' premises. Our laboratories have Spectrometer, Universal Testing Machines, Spring Testing Machines, facilities for Chemical analysis of all elements, Sand Testing Facilities etc. We have the system of vendor evaluation and vendor rating as a support service for ensuring entry of right quality material. Undoubtedly all the instruments are calibrated in time in order to maintain their accuracy. Testing and Final Inspection We have all the facilities of Hydro, Air and in boiler testing. The test rings are equipped with calibrated pressure gauges. The pressure gauges are calibrated in our in-house Standard Room facility with the help of Sead Weight tester duly calibrated from accredited authority with National Traceability. Even after testing, the Final Inspector Stage takes care of visual, dimensional, painting and packaging requirements to ensure hundred percent customer satisfactions. We aim to achieve ideal values of Cp and Cpk of our processes. Standard Room As mentioned earlier, we have a well equipped Temperature controlled dust proof Standard Room as per ISO 9000 norms. We have master equipments duly calibrated with National Traceability. All the measuring instruments in the company are calibrated at any point of time. We have our own Heat Treatment Shops with calibrated thermocouples, Temperature controllers and Recorders. We strictly follow the Heat Treatment cycle as per National/International Standards, maintaining all the records. We have Brinell & Rockwell Hardness Testers. We have facilities for MMAW and GMAW (both MIG & TIG) of welding with duly qualified process and certified welders by renowned certifying authority like Lloyds. This
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apart, we have a certifying cell for preparation of documents like Material Test Certificates, Pressure Test Certificates, Guarantee Certificates etc., from our well maintained records so as to meet the requirements of our inspectors like IBR, NTPC, PDIL etc. This cell is equipped with latest Microsoft computer and inkjet printer to augment its efficiency. Efficiency. Our manpower in Quality Control department is vastly experienced with specialization in valve manufacturing having academic background with Graduation or Diploma in Mechanical &Metallurgical engineering. They are being trained from time to time on technical developments in their respective field so that the company can grow and compete in the national and international market. Finally, customer feedback is given due importance and analysis made and corrective and preventive action implemented to ensure customer delight.
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Workshop Work shops have more than 400 Machines including SPM's and CNC machines capable of carrying out all types of precise machining operations. We have installed state of the art CNC machines such as JUARISTI CNC Horizontal machining center for machining Gate, Globe & Check Valves up to 36 inch, PRAGA MITSUBISHI CNC Horizontal machining center Model MPA-H50A for machining Gate, Globe and Check valves up to 24 inch, and CNC SPM to machine Butterfly Valves. Two CNC machines of HESSAB Make Vertical turning machine & MAXMULLER Make horizontal turning machine. In addition to the above Five CNC machines were recently commissioned to augment our facility. Captive Power Generators: As a process of ongoing modernization we have commissioned a 1000 KW generator which is capable to take complete load of our Induction furnaces. We also have one 500 KW generator and other small generators which are capable to take complete load requirement of company.
Employee Strength We have over 1100 dedicated & motivated people who are working round the clock to produce best Quality Valves for the Industry. Casting Capacity a) Ferrous Foundry is equipped with Induction furnace with twin Crucibles with a capacity to produce 200 Tons/Month finished Radiographic Quality Steel & Alloy Steel, Grey Iron, DI & D2 casting. b) Non-Ferrous foundry has two Induction furnaces of 1000Kg. & 750 Kg. Capacity respectively. We can melt around 250 tons copper alloy castings per month. The nonferrous casting are produced by shell molding process. We are producing precision NAB castings in our foundry. Forge Shop It is equipped with ROVETTA" 350 Ton capacity forging press for making brass forging &300 Ton extrusion press besides other small capacity hammers & Induction heaters/furnaces. Machine Shop Machine shops are equipped with most modern Horizontal & Vertical machining centers for manufacturing valves up to 52". Machine shop is also equipped with SPM machines for manufacturing Butterfly valves. Our workshops are a good combination of latest & conventional machines. We also have over 300 conventional machines in the workshops to facilitate the production of quality valves. Continual Important Program All our designs / products are validated for the specified service conditions by using Inhouse testing facilities and at recognized test houses. The product development / Improvement is done under the supervision of highly experienced & Qualified engineers.The Management of LEADER is committed to its Staff Development Programs by imparting regular training to ensure that our staff is fully capable of rendering best possible support to our customers. Special Testing Facilities In addition to Hydrostatic, Steam Pressure & Air testing we have following additional testing facilities:
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Vacuum Testing Facility Helium Testing Facility Cryogenic Test Rig & Testing Facility Fire Safe Test Rig & Testing Facility Endurance Testing Pull Test as per API 591 PMI Testing Machine.
ADMINISTRATION DESIGN DRAWING& DEVELOPMENT FERROUS FOUNDRY HUMAN RESOURCES DEVELOPMENT HEAD OF DEPARTMENT NON FERROUS FOUNDRY
MAINTENANCE ELECTRICAL MAINTENANCE MECHANICAL MARKETING & SALES MATERIAL MANAGEMENT PRODUCTION PLANNING & EXECUTION QUALITY ASSURANCE
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Officials with Dual Responsibility PPE NFF = = PRODUCTION, PLANNING & EXECUTION NON-FERROUS FOUNDRY HEAD OF THE DEPARTMENT DEVELOPMENT DESIGN DRAWING DEVELOPMENT MATERIAL MANAGEMENT QUALITY ASSURANCE FERROUS FOUNDRY ADMINISTRATION HUMAN RESOURCES DEVELOPMENT PERSONNEL; MAINTENANCE (ELECTRICAL) DEPUTY MANAGEMENT REPRESENTATIVE MARKETING & SALES MAINTENANCE (MECHANICAL) ENVIRONMENT ASSEMBLY
ADMN= HRD = PS =
MNE = DMR = MS =
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Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers
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became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories. Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions.
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 indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge, Edwin A. Locke, and Cathy C. Durham in 1997. Judge et al. argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem, general self-
efficacy, locus of control, and neuroticism. This model states that higher levels of selfesteem (the value one places on his/her self) and general self-efficacy (the belief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over her\his own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction. 3. Opponent process theory According to opponent process theory, emotional events, such as criticisms or rewards, elicits two sets of processes. Primary processes give way to emotions that are steady with the event in question. Events that seem negative in manner will give rise to the feelings of stress or anxiety. Events that are positive give rise to the feeling of content or relaxation. The other process is the opponent process, which induces feelings that contradict the feelings in the primary processes. Events that are negative give rise to feelings of relaxation while events that are positive give rise to feelings of anxiety. A variety of explanations have been suggested to explain the uniformity of mood or satisfaction. This theory shows that if you try to enhance the mood of individual it will more likely fail in doing so. The opponent process theory was formulated to explain these patterns of observations. 4.Equity theory Equity Theory shows how a person views fairness in regard to social relationships. During a social exchange, a person identifies the amount of input gained from a relationship compared to the output, as well as how much effort another person puts
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forth. Equity Theory suggests that if an individual thinks there is an inequality between two social groups or individuals, the person is likely to be distressed because the ratio between the input and the output are not equal. For example, consider two employees who work the same job and receive the same benefits. If one individual gets a pay raise for doing the same or less work than the other, then the less benefited individual will become distressed in his workplace. If, on the other hand, one individual gets a pay raise and new responsibilities, then the feeling of inequality is reduced.
5. Discrepancy theory The concept of self-discrepancy theory explains the ultimate source of anxiety and dejection. An individual, who has not fulfilled his responsibility feels the sense of anxiety and regret for not performing well, they will also feel dejection due to not being able to achieve their hopes and aspirations. According to this theory, all individuals will learn what their obligations and responsibilities for a particular function, over a time period, and if they fail to fulfill those obligations then they are punished. Over time, these duties and obligations consolidate to form an abstracted set of principles, designated as a selfguide. Agitation and anxiety are the main responses when an individual fails to achieve the obligation or responsibility. This theory also explains that if achievement of the obligations is obtained then the reward can be praise, approval, or love. These achievements and aspirations also form an abstracted set of principles, referred to as the ideal self guide. When the individual fails to obtain these rewards, they begin to have feelings of dejection, disappointment, or even depression. 6. two-factor theory (motivator-hygiene theory) Frederick Herzbergs Two-factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. An employees motivation to work is continually related to job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to attain personal and organizational goals. Motivating factors are those
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aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out. Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. The following table presents the top six factors causing dissatisfaction and the top six factors causing satisfaction, listed in the order of higher to lower importance. Factors Affecting Job Attitudes Leading to Dissatisfaction
Leading to Satisfaction
Company policy Supervision Relationship w/Boss Work conditions Salary Relationship w/Peers
7. Maslows need fulfillment theory If motivation is driven by the existence of unsatisfied needs, then it is worthwhile for a manager to understand which needs are the more important for individual employees. In this regard, Abraham Maslow developed a model in which basic, low-level needs such as physiological requirements and safety must be satisfied before higher-level needs such as self-fulfillment are pursued. In this hierarchical model, when a need is mostly satisfied it no longer motivates and the next higher need takes its place. Maslow's hierarchy of needs
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If Maslow's theory holds, there are some important implications for management. There are opportunities to motivate employees through management style, job design, company events, and compensation packages, some examples of which follow:
Physiological needs: Provide lunch breaks, rest breaks, and wages that are sufficient to purchase the essentials of life.
Safety Needs: Provide a safe working environment, retirement benefits, and job security.
Social Needs: Create a sense of community via team-based projects and social events.
Esteem Needs: Recognize achievements to make employees feel appreciated and valued. Offer job titles that convey the importance of the position.
Self-Actualization: Provide employees a challenge and the opportunity to reach their full career potential.
However, not all people are driven by the same needs - at any time different people may be motivated by entirely different factors. It is important to understand the needs being pursued by each employee. To motivate an employee, the manager must be able to recognize the needs level at which the employee is operating, and use those needs as levers of motivation.
a particular time frame. Individuals in an organization can experience communication over-load and communication under- load which can affect their level of job satisfaction. Communication overload can occur when an individual receives too many messages in a short period of time which can result in unprocessed information or when an individual faces more complex messages that are more difficult to process. Due to this process, given an individuals style of work and motivation to complete a task, when more inputs exist than outputs, the individual perceives a condition of overload which can be positively or negatively related to job satisfaction. In comparison, communication under load can occur when messages or inputs are sent below the individuals ability to process them. According to the ideas of communication over-load and under-load, if an individual does not receive enough input on the job or is unsuccessful in processing these inputs, the individual is more likely to become dissatisfied, aggravated, and unhappy with their work which leads to a low level of job satisfaction. Superior-subordinate communication Superior-subordinate communication is an important influence on job satisfaction in the workplace. The way in which subordinates perceive a supervisor's behavior can positively or negatively influence job satisfaction. Communication behavior such as facial expression, eye contact, vocal expression, and body movement is crucial to the superior-subordinate relationship. Nonverbal messages play a central role in interpersonal interactions with respect to impression formation, deception, attraction, social influence, and emotional. Nonverbal immediacy from the supervisor helps to increase interpersonal involvement with their subordinates impacting job satisfaction. The manner in which supervisors communicate with their subordinates non-verbally may be more important than the verbal content. Individuals who dislike and think negatively about their supervisor are less willing to communicate or have motivation to work whereas individuals who like and think positively of their supervisor are more likely to communicate and are satisfied with their job and work environment. A supervisor who uses nonverbal immediacy, friendliness, and open communication lines is more likely to receive positive feedback and high job satisfaction from a subordinate. Conversely, a supervisor who is antisocial, unfriendly, and unwilling to communicate will naturally
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receive negative feedback and create low job satisfaction in their subordinates in the workplace. Individual factors Emotion Mood and emotions form the affective element of job satisfaction. Moods tend to be longer lasting but often weaker states of uncertain origin, while emotions are often more intense, short-lived and have a clear object or cause. Some research suggests moods are related to overall job satisfaction. Positive and negative emotions were also found to be significantly related to overall job satisfaction. Emotion management refers to various types of efforts to manage emotional states and displays. Emotion management includes all of the conscious and unconscious efforts to increase, maintain, or decrease one or more components of an emotion. Although early studies of the consequences of emotional work emphasized its harmful effects on workers, studies of workers in a variety of occupations suggest that the consequences of emotional work are not uniformly negative. Genetics It has been well documented that genetics influence a variety of individual differences. Some research suggests genetics also play a role in the intrinsic, direct experiences of job satisfaction like challenge or achievement (as opposed to extrinsic, environmental factors like working conditions). One experiment used sets of monozygotic twins, reared apart, to test for the existence of genetic influence on job satisfaction. While the results indicate the majority of the variance in job satisfaction was due to environmental factors (70%), genetic influence is still a minor factor. Genetic heritability was also suggested for several of the job characteristics measured in the experiment, such as complexity level, motor skill requirements, and physical demands. Personality Some research suggests an association between personality and job satisfaction. Specifically, this research describes the role of negative and positive affectivity. Negative affectivity is related strongly to the personality trait of neuroticism. Individuals high in
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negative affectivity are more prone to experience less job satisfaction. Positive affectivity is related strongly to the personality trait of extraversion. Those high in positive affectivity are more prone to be satisfied in most dimensions of their life, including their job. Differences in affectivity likely impact how individuals will perceive objective job circumstances like pay and working conditions, thus affecting their satisfaction in that job. 2.7 Determinants of Employee Satisfaction According to Abraham A. Korman, there are two types of variables which determine the job satisfaction of an individual. These are: Organizational variables, and Personal variables. Organizational Variables The organizational determinants of job satisfaction play a very important role. The employees spend major part of their time in organization so there are number of organizational factors that determine job satisfaction of the employees. The job satisfaction in the organizations can be increased by organizing and managing the organizational factors. The organization determinants of job satisfaction are as follows: Wages: Wage can be described as the amount of reward that a worker expects from the job. Wages are an instrument of fulfilling the needs as every worker expects to get an appropriate reward. The wages are supposed to be fair, reasonable and equitable. A feeling of job satisfaction is felt by attaining fair and equitable rewards. Nature of Work: The nature of work has significant impact on the job satisfaction. Job satisfaction is highly influenced by the nature of work. Employees are satisfied with job that involves intelligence, skills, abilities, challenges and scope
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for greater freedom. Job dissatisfaction arises with a feeling of boredom, poor variety of tasks, frustration and failures. Working Conditions: Employees are highly motivated with good working conditions as they provide a feeling of safety, comfort and motivation. On contrary, poor working conditions brings out a fear of bad health in employees. Job Content: Factors like recognition, responsibility, advancement, achievement etc can be referred to as job content. A job that involves variety of tasks and less monotonous results delivers greater job satisfaction. A job that involves poor content produces job dissatisfaction. Organizational Level: The jobs that are at higher levels are viewed as prestigious, esteemed and opportunity for self-control. The employees that are working at higher level jobs express greater job satisfaction than the ones working at lower level jobs. Opportunities for Promotion: Promotion can be reciprocated as a significant achievement in the life. It promises and delivers more pay, responsibility, authority, independence and status. So, the opportunities for promotion determine the degree of satisfaction to the employees.
Work Group: There is a natural desire of human beings to interact with others and so existence of groups in organizations is a common observable fact. This characteristic results in formation of work groups at the work place. Isolated workers dislike their jobs. The work groups make use of a remarkable influence on the satisfaction of employees. The satisfaction of an individual is dependent on largely on the relationship with the group members, group dynamics, group cohesiveness and his own need for affiliation.
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Leadership Styles: The satisfaction level on the job can be determined by the leadership styles. Job satisfaction is greatly enhanced by democratic style of leadership. It is because democratic leaders promote friendship, respect and warmth relationships among the employees. On contrary, employees working under authoritarian and dictatorial leaders express low level of job satisfaction.
Personal Variables The personal determinants also help a lot in maintaining the motivation and personal factors of the employees to work effectively and efficiently. Job satisfaction can be related to psychological factors and so numbers of personal factors determine the job satisfaction of the employees. They are as follows:-
Personality: The personality of an individual can be determined by observing his individual psychological conditions. The factors that determine the satisfaction of individuals and his psychological conditions is perception, attitudes and learning. Age: Age can be described as a noteworthy determinant of job satisfaction. It is because younger age employees possessing higher energy levels are likely to be having more job satisfaction. In older age, the aspiration levels in employees increase. They feel completely dissatisfied in a state where they are unable to find their aspiration fulfilled. Educational Levels: With occupational level held constant there is a negative relationship between the educational level and job satisfaction. The higher the educational, the higher the reference group which the individual looks to for guidance to evaluate his job rewards. Education plays a significant determinant of job satisfaction as it provides an opportunity for developing ones personality. The highly educated employees can understand the situation and asses it positively as they possess persistence, rationality and thinking power.
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Gender Differences: The gender and race of the employees plays important determinants of Job satisfaction. There is yet no confident evidence as to whether women are more satisfied with that their job than men. However, Women, the fairer sex, are more likely to be satisfied than their male counterpart even if they are employed in small jobs.
The job satisfaction can also be determined by other factors as follows: General working conditions Union-Management Relations General Quality of supervisors Type of work Co-workers Ease to communicating to work Advancement opportunities Security Supervision Company prestige Working hours Recognition Autonomy Fair evaluation of work done Job status
It is important for managers to consider all these factors in assessing the satisfaction of the employees and increasing their level of job satisfaction.
meeting performance standards, living with working conditions that are often less than ideal, and the like. The two most widely used approaches are a single global rating and a summation score made up of a no of job facets. The single global rating method is nothing more than a response to one question, such as all things considered, how satisfied are you with your job? respondents circle a no between 1 to 5 that corresponds to answers from highly satisfied to highly dissatisfied. The other approach- a summation of job facets- is more sophisticated. It identifies key elements in a job and asks for employees feeling about each. Typical elements here are nature of work, supervision, present pay, promotion opportunities, and relation with coworkers. Respondents rate them on a standardized scale, and researchers add the ratings to create an overall job satisfaction score. Summation of job facets helps managers zero in on where problem exists, making it easier to deal with unhappy employees and solve problems faster and more accurately. Smith Kendall and Hulin have suggested that there are five job dimensions that represent the most important characteristics of a job about which people have affective responses, these are: The work itself: The extent to which the job provides the individual with the interesting task, opportunities for learning and the chance of accept responsibility. Pay: The amount of financial remuneration that is received and the degree to which this is viewed as equitable vis-a-vis that of others in the organization. Promotion opportunities: The chance for advancement in the hierarchy. Supervision: The ability is on the supervision to provide technical assistance and behavioral support. Co-workers: The degree to which follow workers are technically proficient and socially supportive. However, a comprehensive approach requires that may additional factors be included before a complete understanding of job satisfaction can be obtained. Such factors as the
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employees are, health, temperament, desires and levels of aspiration should be considered. Further, his family relationship, social status, recreational or purely social-contribute ultimately to job satisfaction.
The first view establishes a direct cause-effect relationship between job satisfaction and productivity; when job satisfaction increases, productivity increases; when satisfaction decreases, productivity decreases. The basic logic behind this is that a happy worker will put more efforts for job performance. However, this may not be true in all cases. For example, a worker having low expectations from his jobs may feel satisfied but he may not put his efforts more
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vigorously because of his low expectations from the job. Therefore, this view does not explain fully the complex relationship between job satisfaction and productivity. Another view: That is a satisfied worker is not necessarily a productive worker explains the relationship between job satisfaction and productivity. Various research studies also support this view. This relationship may be explained in terms of the operation of two factors: Effect of job performance on satisfaction and organizational expectations from individuals for job performance. Job performance leads to job satisfaction and not the other way round. The basic factor for this phenomenon is the rewards (a source of satisfaction) attached with performance. There are two types of rewards-intrinsic and extrinsic. The intrinsic reward stems from the job itself which may be in the form of growth potential, challenging job, etc. The satisfaction on such a type of reward may help to increase productivity. The extrinsic reward is subject to control by management such as salary, bonus, etc. Any increase in these factors does not help to increase productivity though these factors increase job satisfaction. A happy worker does not necessarily contribute to higher productivity because he has to operate under certain technological constraints and, therefore, he cannot go beyond certain output. Further, this constraint affects the managements expectations from the individual in the form of lower output. Thus, the work situation is pegged to minimally acceptable level of performance. However, it does not mean that the job satisfaction has no impact on productivity. A satisfied worker may not necessarily lead to increased productivity but a dissatisfied worker leads to lower productivity. Absenteeism: Absenteeism refers to the frequency of absence of job holder from the workplace either unexcused absence due to some avoidable reasons or long absence due to some unavoidable reasons. It is the former type of absence which is a matter of concern. This absence is due to lack of satisfaction from the job which produces a
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lack of will to work and alienate a worker form work as for as possible. Thus, job satisfaction is related to absenteeism. Employee turnover: Turnover of employees is the rate at which employees leave the organization within a given period of time. When an individual feels dissatisfaction in the organization, he tries to overcome this through the various ways of defense mechanism. If he is not able to do so, he opts to leave the organization. Thus, in general case, employee turnover is related to job satisfaction. However, job satisfaction is not the only cause of employee turnover, the other cause being better opportunity elsewhere. For example, in the present context,
the rate of turnover of computer software professionals is very high in India. However, these professionals leave their organizations not simply because they are not satisfied but because of the opportunities offered from other sources particularly from foreign companies located abroad. If employees are not satisfied with their job then they show their dissatisfaction by adopting some actions .One theoretical model- the exit-voice-loyalty-neglect framework is helpful in understanding the consequences of dissatisfaction. Following figure illustrates the frameworks four responses, which differ from one another along two dimensions: constructive/destructive and active/passive.
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The responses are defined as follows: Exit: the exit response involves directing behavior towards leaving the organization, including looking for new position as well as resigning. Voice: the voice response involves actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some form of union activity. Loyalty: the loyalty response involves passively but optimistically waiting for conditions to improve, including speaking up for the organization in the face of external criticism and trusting the organization and its management to do the right thing. Neglect: the neglect response involves passively allowing conditions to worsen, including chronic absenteeism or lateness, reduced effort, and increased error rate. Exit and neglect behaviors encompass our performance variables- productivity, absenteeism, and turnover. But this model expands employee response to include voice and loyalty-constructive behaviors that allow individuals to tolerate unpleasant situations or to revive satisfactory working conditions. It helps us to understand situations, such as those sometimes found among unionized workers, for who low job satisfaction is coupled with low turnover. Union members often express dissatisfaction through the grievance procedure or through formal contract negotiations. These voice mechanisms allow them to continue in their jobs while convincing themselves that they are acting to improve the situation. Job satisfaction and job performance: Its hard to tell that happy workers are more likely to be productive workers because we dont know which way the causality runs. Some researchers used to believe that relationship between job satisfaction and job performance was a management myth. But a review of 300 studies suggested that correlation is pretty strong. As we move from the individual level to that of the organization, we also find support for the satisfactionperformance relationship. The results of study conducted on 150 scientists revealed a significant positive relationship between performance and job satisfaction, which
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signifies that a satisfied workforce is more productive. When satisfaction and productivity data are gathered for the organization as a whole, we find that organizations with more satisfied employees tend to be more effective than organizations with fewer satisfied employees. Job satisfaction and customer satisfaction If your employees aren't happy, there's little chance they're going to make your customers happy. Employees in service jobs often interact with customers. Since the management of service organizations should be concerned with pleasing those customers, it is reasonable to ask: is employee satisfaction related to positive customer outcomes? For frontline employees who have regular contact with customers, the answer is yes. The evidence indicates that satisfied employees increase customer satisfaction and loyalty. Why? In service organizations, customer retention and defection are highly dependent on how frontline employees deal with customers. Satisfied employees are more likely to be friendly, upbeat, and responsive- which customers appreciate. And because satisfied employees are less prone to turnover, customers are more likely to encounter familiar faces and receive experienced service. These qualities build customer satisfaction and loyalty. The relationship also seems to apply in reverse: dissatisfied customers can increase an employees dissatisfaction. Employees who have regular contact with customers report that rude, thoughtless, or unreasonably demanding customers adversely affect the employees job satisfaction.
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RESEARCH METHODOLOGY
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3.2 Definitions
According to John W. Best Research is considered to be more formal, systematic, intensive process of carrying on the scientific methods of analysis. It is intensive process of carrying on the scientific methods or analysis. It involves a more systematic structure of
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investigations; usually resulting is some of formal record of procedures and a report of results or conclusions.
According to James Harvey Robinson Research is the manipulation of things, concepts or symbols for the purpose of generalizing to extends correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art.
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Area of study The area of the study is all employees of Leader Valves Ltd. organization of Jalandhar in order to collect the primary data. Study area Study area is Jalandhar.
Questionnaires:
survey
was
conducted
amongst
employees
using
questionnaires. Primarily, the employees were reluctant to give their responses to the questions framed. But later on, they start giving information, once they were convinced that the information is being gathered only for academic purposes. General Information about the Respondent The following general information has been collected from the respondents about themselves: Age Gender
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Marital status Educational qualification Designation in the company Years working in the organization Monthly salary No of dependents in your family
Direct observation: there was number of things which were observed in order to draw conclusions regarding the training process taken up practically in the organization. These are classified as under: Work environment in the office Safety measures taken by organization at the site Welfare schemes provided by the organization Awards, recognition and other perks given to employees
Company manual and HR manual of the company HR books Internet Research Books ( business research methods)
Tools used in data analysis Statistical tools used in this research are: Pie-charts Columns
than to an interview schedule. Though being less expensive, it has certain limitations like incomplete entries and erroneous responses. But the educational qualification of the respondents is an additional factor which renders this technique the most relied upon. Formation of a good questionnaire involves intensive thinking and deliberation of the problem with predetermined objective and aims properly placed in the questionnaires. The questionnaires framed for the purpose of the study consist of a limited number of questions placed in logical order. So that the objective of the question is clear to the respondents. All the questions are centered on the problem keeping in the mind. The questions were both open and close ended as well as multiple choices.
44
45
16
11 BELOW 30 31 TO 40 ABOVE 40 23
Interpretation: Majority of the respondents (46%) are in 31 to 40 years age group and 32% of the respondents are above 40 years age group and 22% of the respondents are below 30 years age group.
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NO. OF RESPONDENTS 41 9 50
MALE FEMALE
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Interpretation: Majority of the respondents (82%) are male and 18% of the respondents are female
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NO. OF RESPONDENTS 5 33 12 50
Interpretation: Majority of the respondents 66% are graduate and 24% of the respondents are post graduate and 10% of the respondents have other qualifications.
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NO. OF RESPONDENTS 40 10 50
10
MARRIED UNMARRIED 40
Interpretation: Majority of the respondents (80%) are married and 20% of the respondents are unmarried.
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NO. OF RESPONDENTS 4 15 31 50
1 15 2 3 AND ABOVE 31
Interpretation: Majority of the respondents (62%) have above 3 dependents in a family and 30% of the respondents have 2 dependents in family and 8% of the respondents have only 1 dependent in family.
50
NO. OF RESPONDENTS 20 16 14 50
14 20
16
Interpretation: Majority of the respondents (40%) have 1-3 year experience and 32% of the respondents have 3-5 years and 28% of the respondents have above 5 years experience.
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SALARY PER MONTH BELOW 10000 10000-20000 20000-30000 ABOVE 30000 TOTAL
NO. OF RESPONDENTS 5 9 17 19 50
Interpretation: Majority of the respondents (38%) have above Rs.15, 000 as monthly salary and 34% of the respondents have 10,000 15,000 and 24% of the respondents have 5,000 10,000 and the remaining 4% of respondents have below 5,000 as monthly salary
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NO. OF RESPONDENTS 16 24 10 0 0 50
Interpretation: Majority of respondents are satisfied with overall working conditions of the company i.e. 40%.
53
NO. OF RESPONDENTS 17 12 21 0 0 50
Interpretation: Majority of respondents i.e. 68% are satisfied with the salary package.
54
NO. OF RESPONDENTS 7 4 14 19 10 50
Interpretation: Majority of respondents i.e. 58% are unsatisfied with bonus criteria of company.
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NO. OF RESPONSES 15 25 7 3 0 50
Interpretation: Majority of respondents of the company i.e. 80% are satisfied with the training programs.
NO. OF RESPONDENTS 0 18 22 10 0 50
6. How do you feel about the relationship with your employers and co- workers?
57
NO. OF RESPONDENTS 17 12 14 7 0 50
Interpretation: Majority of the respondents are satisfied with the relationship i.e. 58%
NO. OF RESPONDENTS 0 9 19 10 12 50
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FINDINGS
Satisfaction level - 56% of the respondents are satisfied with the company. The satisfied respondents 79% is more in group above 30000 salaries then the (67%) in the group Rs.10, 000-20000. HIGEST SALARY EARNER HAVING MORE SATISFACTION and lowest having less The respondents from ABOVE 5 years experience group (71%) have derived highest satisfaction. MORE EXPERIENCE MORE SATISFACTION The BELOW 30 YEAR age respondent having more satisfaction (73%). Female employees having more satisfaction than the male. 100% female are satisfied. Graduate employees are more satisfied than the others i.e. 55%. unmarried(70%) employees having more satisfied than the married 100% of the employees are satisfied having 1 dependent in the family
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SUGGESTIONS/ RECOMMENDATIONS
Working hours should be eight instead of nine. The day Saturday should be off or at least management should do it as half day so that employees could complete their pending work and spend some more time with family. Management should clearly communicate goals, responsibilities and expectations. Job description should be clear. Medical and other insurance of employee along with family members should be done. Introduction of reward and recognition for excellent performance at work. Introduction of overtime duty allowance. Arrangement of training programs and workshop to train staff with modern skills i.e. provide an environment where they can learn and grow. Retirement age should be 60 years and pension should be there. More sports and other recreational activities should take place. Management must conduct meeting with employees and staff once in a week or fortnight The company may provide loans and advances to its workers. Encourage participation in various planning and decision-making aspects Offer meaningful work and challenging assignments to effectively utilize staff skills Empower employees and ensure them of job security by. Provide legitimate feedback, genuinely listen to staff concerns and make their interests a management priority Management should celebrate success and milestone reached by company with employees.
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CONCLUSION
A sound measurement of overall job attitude is one of the most useful pieces of information an organization can have about its employees. At the end I would like to conclude that HR department is the heart of every organization and HR policies are its heart beats because if the heart will not beat at right intervals and at right times then it will affect the overall health of the individual. In the same way if the employees are not satisfied, it will affect the productivity and quality of work of the employees. In a business environment that requires employees who are flexible, creative, and willing to take risks, it is necessary to find ways to help employees feel fulfilled and empowered in their work. Managers should be interested in their employees attitudes because attitudes give warnings of potential problems and because they influence behavior. Satisfied and committed employees, for instance, have lower rates of turnover, absenteeism, and withdrawal behaviors. They also perform better on job. The study on employees satisfaction at Leader Valves Ltd. is cased out with full co-operation of the employees and management. As far as possible with in the given limits the study is completed with the satisfaction of many peoples. The data collected are analyzed scientifically with various statistical tools and the results obtained are free to nearly 80%. In my analysis, I found that the majority of the employees are satisfied in organization but at the same time they came out with their view point of the areas of the improvement to be made. It is assured that the company may got high boosted moral in the organization provided some of the suggestions made in the report in carried out. The most important thing managers can do to raise employee satisfaction is focus on the intrinsic parts of the job, such as making the work challenging and interesting and clear description of work employees have to perform. Although paying the employees poorly will likely not attract high quality employees to the organization, or keep high performers, managers should realize that high pay alone is unlikely to create a satisfying work environment. Creating a satisfied workforce is hardly a guarantee of successful organizational performance, but evidence strongly suggests that whatever managers can do to improve employee attitudes will like result in heightened organizational effectiveness.
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BIBLIOGRAPHY
64
BIBLIOGRAPHY
Web pages http://en.wikipedia.org/wiki/job-satisfaction http://humanresorces.about.com/od/employeesurvey1/employee-satisfactionsurveys.htm http://managementhelp.org/prsn_wll/job-stfy.htm www.citehr.com/68668-employee-satisfaction-survey.html www.employee-satisfaction.com/sample-survey-items.asp http://employeesatisfaction.wordpress.com/ www.exploreHR.org.
Books concerned Robbins, Stephen (2008); Organizational Behavior. C.R. Kothari; Research Methodology. VSP Rao, - Human Resource management.
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ANNEXURE
66
QUESTIONNAIRE
This survey is designed to understand employees view about job satisfaction. Only summary measures and conclusions from this survey will be reported. Your participation in this survey is greatly appreciated. 1) Personal Information Name: _______________
Age: ________
____\____\____
Gender:
Male Female
Qualification:
High School
Bachelor
Masters
PhD
Yes
No
2) Are you satisfied with overall working conditions of the company? Strongly satisfied Satisfied Neutral Unsatisfied Strongly unsatisfied
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3) Are you satisfied with your salary package? Strongly satisfied Satisfied Neutral Unsatisfied Strongly unsatisfied
4) Are you satisfied with the bonus criteria of the company? Strongly satisfied Satisfied Neutral Unsatisfied Strongly unsatisfied
5) Are you satisfied with training programs of the company? Strongly satisfied Satisfied
68
7) How do you feel about the relationship with your employers and co- workers?
69
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