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Project Duration: (May 8 July 8, 2010)
SUBMITTED TO :
HR Head Mr. Sanjeev Sharma Torque Pharmaceuticals Pvt Ltd. Chandigarh
Sonika Sharma MBA(Pharma Management) UIAMS(2009-2010) Roll No. 17 Panjab University,Chandigarh
While developing this project, I have learnt a lot. This will be an un-forgetful experience. While developing this project, a lot of difficulties were faced by me. But it was the help of some special people that I have gained much confidence and developed the project quite well. I shall like to thank everyone who in anyway helped me in this project. Our heartiest thanks to Managing Director, Mr. Sanjeev Sharma (HR-Head) Mr.Raghubir Singh(General Manager) Mr. Sanjay Modgill (Production Manager ), Mr. M.S Rana(Quality Control-Manager), Mr. Raj Kumar(HR-Department) . They helped me in providing the required infrastructure, good work culture, make me learn a lot of new things and giving me the required guidance, which helped me in gathering the requirements. And finally, I shall also like to thank them for providing me such a golden opportunity to experience the work culture before actually working for a company
Capsules. Eye Ear Drops.torquepharma. Ltd.5 Million . Manufacturer Syrups & Suspensions.com Year Established: Registered Capital: Ownership Type: Trade & Market 1985 US$2. Peadiatric Drops 232-34 Sector 34 A TOREX cough syrup 501 .Company Profile Basic Information Company Name: Business Type: Product/Service (We Sell): Address: Brands: Number of Employees: Company Website URL: Ownership & Capital Torque Pharmaceuticals P. Tablets.US$5 Million Partnership North America Main Markets: Southeast Asia Africa Factory Information QA/QC: Management Certification: In House ISO 9001:2000 .1000 People http://www.
determination and faith to invest in our business. a penetrating force. Backed only by courage. Our plant has over 142. The present turnover of the company is over Rs 400 million. Today. It was a humble beginning. is one of the fastest growing pharmaceutical companies in India . 20 kilometres from the modern city of Chandigarh . we put everything on stake. it is Schedule 'M' complying ISO 9001-2000 pharmaceuticals unit with nine sections manufacturing 265 products. In two decades of manufacturing.000). The company was started with an inspiration 20 years ago to bring about a change to the lives of people around us. Our public commitment is to provide medicines at affordable prices.TORQUE Pharmaceuticals was launched in 1985 as a small unit with an investment of just Rs 240. True to its name TORQUE. It is amongst the best plants in India .000-square-feet of covered area. Uganda for the period of 5 years for export of medicines The Company has been certified for ISO:9001:2000 for Quality Management System. Committed to providing the best medicines.The FIRST and the only ONE of its kind in India . there has never been an instance that any of our products have been found lacking in quality. DEFINITE QUALITY Quality is our hallmark. Its main manufacturing plant is near Derabassi (Punjab). We endeavored to do something better than what others were doing. It comes up with new and quality products that are effective due to their bioavailability. Ltd. Torque Pharmaceuticals Pvt.000 (US Dollars 18. we set a trend with focus on concept of bioavailability of medicines and innovative packaging in the formulation industry.Goods Manufacturing Practices Certification) The company has been certified by NDA. as well as economical to the customers. The machinery and other equipment is the latest and automated. TORQUE is the only zero pollution industry in the country. New standards of packaging adopted by the company preserve . Today. our company has ensured that the manufacturing plant is free from pollution and environmental hazards. The total investment in the company is Rs 150 million. Torque is the first pharma company in Punjab (India) to be sanctioned WHO-GMP Certification (World Health Organization . The company enjoys a good reputation in the market due to its innovative strategies.
Their combined population is more than that of the third most populous country in the world ± United States of America (USA). The Quality Control department is equipped with modern instruments to check in-process parameters as per standard pharmacopoeia specifications. Himachal Pradesh. With growing international demand for medicines and our commitment to quality. we intend to expand our international operations. Punjab and Baddi. All the members of the TORQUE family look forward to achieve perfection by accepting more challenges in our field. Our operations are spread across 90 per cent of India 's geographical area and exports are being made to 15 countries overseas.the potency of the medicines till the last drop or grain in order to deliver its full value to the patient . Pharmaceuticals and Cosmetics Export Promotion Council (CHEMEXCIL). The company is a member of Basic Chemicals. The plant in Baddi caters to the domestic market in India and the Derabassi Plant is an export oriented unit. INTERNATIONAL MARKET WHERE GOODS ARE EXPORTED Canada Afghanistan Guyana Rwanda London Uganda Tanzania Gambia West Indies Angola Kenya Myanmar Singapore Mozambique Nigeria . Our products are sold extensively in Indian states of Uttar Pradesh and Bihar ± two of the most populous states in India . Our in-house testing facilities for Quality Control and quality assurance are in line with production. The Present and Future The company has two manufacturing plants at Derabassi. The company follows the policy of HEALTH FOR ALL HUMAN BEINGS our motto We Care stands tall and we take the pledge to work towards making the company the best in its class.
y y WHO Certificate Certificate of Pharmaceutical Product (COPPs) 1. Torex .20 (Capsule) 8. CF-Tax (Dry Injection) 4. Omimac . Doxymac (Capsule) 7. Cipromac (Eye-Ear Drops) 3.AP (Liquid Oral Syrup) 13. Fungnil (Cream) 11. Glybiotic (Ear Drops) 5. Diclomac (Ointment) 10. Alcid (Liquid Oral Suspension) ISO 9001-2000 Certificate NDA Uganda Report y y . Glygesic (Injection) 6. Hemoplus (Liquid Oral Syrup) 12. Timox (Dry Syrup) 9. Ofloxamac (Tablets) 2.The prestigious certifications earned by Torque.
SOME OF MEDICINES PRODUCED BY TORQUE .
when another set of conditions (called hygiene factors) is . deadline. The same could be the sources of his dissatisfaction if he does not like rush work. has no need for extra wages. he likes such kind of rush job and it may get him extra wages. But in all cases. Theories of Job . Each one of these variables lead to an end state of feeling. workers feel motivated but its absence does not dissatisfy them.group theory. called satisfaction.Satisfaction : There are 3 major theories of job satisfaction. they satisfy a certain need. On the basis of his study of 200 engineers and accountants of the Pittsburgh area in the USA. This can be better understood by taking example of a foreman in an engineering industry. Similarly. he established that there are two separate sets of conditions (and not one) which are responsible for the motivation & dissatisfaction of workers. Person may experience positive job satisfaction because he has been chosen to complete the task.Hygiene Theory : This theory was proposed by Herzberg & his assistants in 1969. (i) Herzberg's Motivation . The word 'end' emphasises the fact that the feeling is experienced after a task is accomplished or an activity has taken place whether it is highly individualistic effort of writing a book or a collective endeavour of constructing a building. It gives him a special status & feeling that he has been trusted and given a special task.Hygiene theory. He has been assigned the task to complete a special order by a certain. These activities may be minute or large. (iii) Social reference . Herzberg's Motivation . When one set of conditions (called 'motivator') is present in the organisation.Introduction One way to define satisfaction may be to say that it is the end state of feeling. Sinha (1974) defines job satisfaction an 'a reintegration of affect produced by individual's perception of fulfillment of his needs in relation to his work & the situations surrounding it'. The feeling could be positive or negative depending upon whether need is satisfied or not & could be a function of the effort of the individual on one hand & on the other the situational opportunities available to him. (ii) Need fulfilment theory.
Personal life. Inter-personal relations with supervisors. that is. Hygiene factors are : Company policy & administration. The two sets are unidirectional. & Responsibility. Advancement. Work itself. Salary. & Status. Recognition. Possibility of growth. Herzberg used semi-structured interviews (the method is called critical incident method). Job security. their effect can be seen in one direction only. Herzberg found that events which led people to extreme satisfaction were generally . In this technique subjects were asked to describe those events on the job which had made them extremely satisfied or dissatisfied. peers & Subordinates. Technical supervision. Working Conditions.absent in the organisation. the workers feel dissatisfied but its presence does not motivate them. According to Herzberg following factors acts as motivators: Achievement.
they are also known as job . Hygiene factors are those factors which remove pain from the environment. In pleasant situations motivators appear more frequently than hygiene factors while their predominance is reversed in unpleasant situations. the more satisfied he is when he gets it & the more dissatisfied he is when he does not get it. improvement in one's own life standards.content factors. better life community & safety for everyone. or is positively related to the degree to which one's personal & social needs are fulfilled in the job situation. In summary. this theory tell us that job satisfaction is a function of. social achievement & for influence. They are mostly job . Need Fulfillment Theory : Under the need-fulfillment theory it is believed that a person is satisfied if he gets what he wants & the more he wants something or the more important it is to him. it means to have power status & being important as reflected in initiative taking and participation in decision making. better education & prospects for children & desire for improving one's own work performance. Needs may be need for personal achievement. Motivators are factors which result in psychological growth. .characterised by 'motivators' & those which led people to extreme dissatisfaction were generally characterized by a totally different set of factors which were called 'hygiene factors'. In the works situation.centered. c) Need for influence : A desire to influence other people & surroundings environment. Hence they are also known as job .context factors.environment or job . b) Need for social achievement : A drive for some kind of collective success is relation to some standards of excellence. Hence. a) Need for personal achievement : Desires for personal career development. increased national prosperity. The theory postulated that motivators and hygiene factors are independent & absence of one does not mean presence of the other. It is indexed in terms of desires to increase overall productivity.
Hulin. we can say. thus provides strong evidence that such frames of reference for evaluation may be provided by one's social groups and general social environment. Hulin. Such groups are defined as the 'reference-group' for the individual in that they define the way in which he should look at the world and evaluate various phenomena in the environment (including himself). The scope of research methodology is wider than that of research method. He measures the effects of community characteristics on job satisfaction of female clerical workers employed in 300 different catalogue order offices.L. To find that employees are working with their full capabilities or not. .Group Theory : It takes into account the point of view & opinions of the group to whom the individual looks for the guidance. OBJECTIVES OF THE STUDY To find that whether the employees are satisfied or not. Job satisfaction is a function of or is positively related to the degree to which the characteristics of the job meet with approved & the desires of the group to which the individual looks for guidance in evaluating the world & defining social reality.Social References . desires and requirements of a person's reference group. It may be understood has a science of studying how research is done scientifically. he will not like it. according to this theory that if a job meets the interest. RESEARCH METHODOLOGY Research methodology is a way to systematically solve the problem. To sum up. In it we study the various steps that all generally adopted by a researcher in studying his research problem along with the logic behind them. It would be predicted. he will like it & if it does not. He found that with job conditions held constant job satisfaction was less among persons living in a well-to-do neighborhood than among those whose neighborhood was poor. To find that they are satisfied with their job profile or not. To check the Degree of satisfaction of employees. A good example of this theory has been given by C. To analyse the company¶s working environment.
Primary Data Personal Investigation Observation Method Information from correspondents Information from superiors of the organization 2. it constitutes the blue print of the collection. RESEARCH DESIGN A research is the arrangement of the conditions for the collections and analysis of the data in a manner that aims to combine relevance to the research purpose with economy in procedure. measurement and analysis of the data. the research is design is the conceptual structure within which research is conducted. Data collection plays an important role in any study. I have collected the data from two sources which are given below: 1. Without data there is no means of study. Research design is flexible enough to provide opportunity for considering different aspects of problem under study. It helps in bringing into focus some inherent weakness in enterprise regarding which in depth study can be conducted by management. DATA COLLECTION For any study there must be data for analysis purpose. In fact. As search the design includes an outline of what the researcher will do from writing the hypothesis and its operational implication to the final analysis of data. The search for knowledge through objective and systematic method of finding solution to a problem is a research. Research is an art of scientific investigation. Research Design can be categorized as: The present study is exploratory in nature. as it seeks to discover ideas and insight to brig out new relationship. It can be collected from various sources.Meaning of Research Research is defined as ³a scientific & systematic search for pertinent information on a specific topic´. Secondary Data . Research is a systemized effort to gain new knowledge. It is a careful inquiry especially through search for new facts in any branch of knowledge.
Newspapers and Magazines etc. Not only the Human Resource department can use the facts and figures of the study but also the marketing and sales department can take benefits from the findings of the study. Unpublished Sources such as Company Internal reports prepare by them given to their analyst & trainees for investigation. After completion of survey the data was analysed and conclusion was drawn. Scope for personnel department Some customers have the complaints or facing problems regarding the job.that they are satisfied or not. Scope for the sales department The sales department can have fairly good idea about their employees. Scope Of The Study The scope of the study is very vital. At the end all information was compiled to complete the project report. . The questionnaire was filled in the office and vital information was collected which was then subjects to:A pilot survey was conducted before finalizing the questionnaire. Sample Size :Questionare is filled by few employees of company. Government Reports. Data collection was also done with the help of personal observation.Published Sources such as Journals. Websites like Torques official site. some other sites are also searched to find data. So the personnel department can use the information to make efforts to avoid such complaints. Scope for the marketing department The marketing department can use the figures indicating that they are putting their efforts to plan their marketing strategies to achieve their targets or not.
job satisfaction is an important dimension of morale itself. But if we freeze behaviour. on the other hand is an end state of feeling which may influence subsequent behaviour. Morale is a general attitude of the worker and relates to group while job satisfaction is an individual feeling which could be caused by a variety of factors including group. implies a positive emotional state which may be totally unrelated to productivity. on the other hand. Similarly in the literature the terms job attitude and job satisfaction are used interchangeably. attitude would initiate it which job satisfaction would result from it. morale is a condition which exists in a context where people are : a) motivated towards high productivity. A person may be talented and equipped with all kinds of abilities & skills but may have no will to work. d) accept necessary changes without resentment or resistance. This point has been summarized by Sinha (1974) when he suggests that industrial morale is a collective phenomenon and job satisfaction is a . Attitudes are predispositions that make the individual behave in a characteristic way across the situations. In this respect. they measure two different anchor points. Satisfaction. Job satisfaction. They are precursors to behaviour & determine its intensity and direction. However a closer analysis may reveal that perhaps.Relationship among motivation. e) actually promote the interest of the organization and f) are satisfied with their job. b) want to remain with organization. According to this description of morale. c) act effectively in crisis. Relationship Between Morale & Job Satisfaction : According to Seashore (1959). job attitude and job satisfaction may have something in common. attitude and job satisfaction : Motivation implies the willingness to work or produce.
Although several studies have shown varying degrees of relationship between them and job satisfaction. This means that instead of maximizing satisfaction generally an organisation should be more concerned about maximizing the positive relationship between performance and reward. Relationship Between job satisfaction and work behaviour : Generally. incorrect or uncontrolled event in which either his action or the reaction of an object or person may result in personal injury. morale is group phenomenon which emerges as a result of adherence to group goals and confidence in the desirability of these goals. whether work behaviour make him more positively inclined to his job and there would be a lesser probability of getting to an unexpected. productivity and union recognition. but the correlation is moderate-usually less than 0.distributed one. It should be ensured that the poor performers do not get more rewards than the good performers. other factors have an impact on the relationship and reduce the correlation coefficient. while his level of performance is closely affected by the basis for attainment of rewards. While it certainly makes sense that dissatisfied Sales Persons are more likely to miss work. In other words. An individual is satisfied with his job to the extent that his job provides him with what he desires. job satisfaction refers to a general attitude towards work by an individual works. accidents. e. adjustments. Job satisfaction and productivity : Experiments have shown that there is very little positive relationship between the job satisfaction & job performance of an individual. In other words. the level of job satisfaction seems to have some relation with various aspects of work behaviour like absenteeism. when a better performer gets more rewards he will naturally feel more satisfied. Job Satisfaction and absenteeism : One can find a consistent negative relationship between satisfaction and absenteeism. and he performs effectively in his job to the extent that effective performance leads to the attainment of what he desires. it is not quite clear whether these relationships are correlative or casual. On the other hand. This is because the two are caused by quite different factors. Thus.40.g. Job satisfaction is closely affected by the amount of rewards that an individual derives from his job. Organizations that provide liberal sick leave benefits are encouraging all their Sales .
Anxiety. Adjustment problems usually show themselves in the level of job satisfaction. emotional stress. Yet. Just the opposite tends to apply to poor performers. For long. other factors such as labour market conditions. most psychologists and organisational behaviourists have been able to narrow it down to what they call neuroticism and anxiety. that job satisfaction is more important in influencing poor performers to stay than superior performers. anxiety or any such sources could be a source of neuroticism. Although it is difficult to define adjustment. social isolation. So one could expect. Evidence indicates that an important moderator of the satisfaction-turnover relationship is the Sales Person's level of performance. So. outside factors can act to reduce the correlation.Persons. Generally deviation from socially expected behaviour has come to be identified as neurotic behaviour. fear. Few attempts are made by the organization to retain them. level of satisfaction is less important in predicting turnover for superior performers because the organization typically makes considerable efforts to keep these people. Family tensions. Job Satisfaction and Turnover : Satisfaction is also negatively related to turnover. and length of tenure with the organization are important constraints on the actual decision to leave one's current job. both theorists and practitioners have been concerned with Sales Persons' adjustment and have provided vocational guidance . it is likely to affect his work life. to take days off. excessive worry and nervousness. the fact is that some anxiety is almost necessary for an individual to be effective because it provides the necessary push for efforts to achieve excellence. It is generally seen as a mental state of vague fear and apprehension which influences the mode of thinking. Anxiety usually shows itself in such mental state as depression. including those who are highly satisfied. Though it may be easy to identify symptoms of neuroticism. impulsiveness. but the correlation is stronger than what we found for absenteeism. has a little more clearer base. expectations about alternative job opportunities. again. job tensions. it is very difficult to know what causes. Job Satisfaction and Adjustment : It the Sales Person is facing problems in general adjustment. Specifically. While everyone aspires for a perfect state of peace and tranquility. on the other hand. therefore.
there are two types of variables which determine the job satisfaction of an individual. Determinants of Job Satisfaction : According to Abrahan A. Korman. the greater is the satisfaction of the individual. Hence considerate leadership results in higher job satisfaction than inconsiderate leadership. Most literature. generally suggests a positive relationship between adjustment and job satisfaction. the greater is the satisfaction of the individual involved. People with lower level of anxiety and low neuroticism have been found to be more satisfied with their jobs. This is because higher level jobs carry greater prestige and self control. 2) Job Content : Greater the variation in job content and the less repetitiveness with which the tasks must be performed. 5) Interaction in the work group : . Organisational Variable : 1) Occupational Level : The higher the level of the job. in this area. and 2) Personal Variables. 4) Pay and Promotional Opportunities : All other things being equal these two variables are positively related to job satisfaction. These are : 1) Organisational variables .and training to them to minimise it's impact on work behaviour. 3) Considerate Leadership : People like to be treated with consideration.
(2) Educational Level : With occupational level held constant there is a negative relationship between the educational level and job satisfaction. and (c) It facilitates the achievements of goals.Here the question is : When is interaction in the work group a source of job satisfaction and when it is not ? Interaction is most satisfying when (a) It results in the cognition that other person's attitudes are similar to one's own. his satisfaction declines. Personal variables like age. whereas for others. holding such factors as occupational level constant. (b) It results in being accepted by others . Personal Variables : For some people. Job satisfaction is determined by this factor also. are responsible for this difference. (3) Role Perception : Different individuals hold different perceptions about their role. most jobs will be satisfying. it appears most jobs will be dissatisfying irrespective of the organisational condition involved.e. Finding his channels for advancement blocked. the greater his satisfaction. An individual aspires for better and more prestigious jobs in later years of his life. The higher the education. (1) Age : Most of the evidence on the relation between age and job satisfaction. the higher the reference group which the individual looks to for guidance to evaluate his job rewards. The more accurate the role perception of an individual. educational level. i. . Since this permits the ready calculability of the others behaviour and constitutes a validation of one's self . seems to indicate that there is generally a positive relationship between the two variales up to the pre-retirement years and then there is a sharp decrease in satisfaction. sex. the kind of activities and behaviours they should engage in to perform there job successfully. etc.
Active Exit Voice . In the following figure. One might predict this to be the case. four responses are given along to dimensions : Constructiveness / Destructiveness and Activity / Passivity. (ii) Grievance handling procedure. (v) Company prestige. How Sales Persons Can Express Dissatisfaction Sales Person dissatisfaction can be expressed in a number of ways. (iv) Job security. steal organisational property.(4) Sex : There is as yet no consistent evidence as to whether women are more satisfied with their jobs than men. be insubordinate. holding such factors as job and occupational level constant. These are defined as follow : Exit : Behaviour directed towards leaving the organization as well as looking for new position. Sales Persons can complain. rather than quit. Some other determines of job satisfaction are as follows: (i) General Working Conditions. considering the generally low occupational aspiration of women. or shirk a part of their work responsibilities. For example. (iii) Fair evaluation of work done. (vi) Working hours etc.
and . absenteeism and turnover. Loyalty : Passively but optimistically waiting for conditions to improve. discussing problems with superiors. Exit and neglect behaviours encompass our performances variables-productivity. But this model expands Sales Person response to include voice and loyalty. The importance of high job satisfaction : The importance of job satisfaction is obvious. and some forms of union activity. Managers should be concerned with the level of job satisfaction in their organisations for at least three reasons: (1) There is clear evidence that dissatisfied Sales Persons skip work more often and are more likely to resign . Includes speaking up for the organisation in the face of external criticism and trusting the organisation and its management to 'do the right thing'.Destructive neglect loyalty Passive Constructive Voice : Actively and constructively attempting to improve conditions includes suggesting improvements. constructive behaviours that allow individuals to tolerate unpleasant situations or to revive satisfactory working conditions. Includes chronic absenteeism or lateness. reduced effort. and increased error rate. Neglect : Passively allowing the conditions to worsen. (2) It has been demonstrated that satisfied Sales Persons have better health and live longer .
(3) Satisfaction on the job carries over to the Sales Person's life outside the job. Additionally. monotonous jobs can erode a worker's initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. At the same time. So the goal of high job satisfaction for Sales Persons can be defended in terms of both money and social responsibility. Although satisfaction and absence are also negatively related. there are benefits for society in general. Specifically. work underlies self-esteem and identity while unemployment lowers selfworth and produces anxiety. For managers. Some benefits of job satisfaction accure to every citizen in society. In contrast. the dissatisfied Sales Person carries that negative attitude home. These people will hold a more positive attitude towards life in general and make for a society of more psychologically healthy people. as well as into lower medical and life insurance costs. When Sales Persons are happy with their jobs. conclusions regarding the relationship should be more guarded. An often overlooked dimension of job satisfaction is its relationship to Sales Person health. Job satisfaction and occupational success are major factors in personal satisfaction. Importance to Worker and Organization Frequently. To the worker. Satisfaction on the job carries over to the Sales Person's off the job hours. Several studies have shown that Sales Persons who are dissatisfied with their jobs are prone to health setbacks ranging from headaches to heart disease. it improves their lives off the job. For management. So job satisfaction is very important. the goal of a satisfied work force might be jutificable because it would reduced medical costs and the premature loss of valued Sales Persons by way of heart disease or strokes. this means that even if satisfaction did not lead to less voluntary turn over and absence. satisfaction is strongly and consistently negatively related to an Sales Person's decision to leave the organisation. self-esteem. Job satisfaction's importance is its spin off effect that job satisfaction has for society as a whole. Satisfied Sales Persons have lower rate of both turnover and absenteeism. selfrespect. job satisfaction brings a . Satisfied Sales Persons are more likely to be satisfied citizens. and self-development. a satisfied work force translates into higher productivity due to fewer disruptions caused by absenteeism or good Sales Persons quitting.
Unhappy employees. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. thus protecting the "bottom line. innovative. For the organization. And although only little correlation has been found between job satisfaction and productivity. studies dating back to Herzberg's (1957) have shown at least low correlation between high morale and high productivity. turnover. absenteeism. but leave my factories.pleasurable emotional state that often leads to a positive work attitude. A satisfied worker is more likely to be creative. Take away my factories. Job satisfaction is also linked to a more healthy work force and has been found to be a good indicator of longevity. and soon grass will grow on the factory floors. it is also a temporary one. who are motivated by fear of job loss. However. and soon we will have a new and better factory" Creating Job Satisfaction . but leave my people. Brown (1996) notes that some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers. Tangible ways in which job satisfaction benefits the organization include reduction in complaints and grievances. and as soon as the threat is lifted performance will decline." No wonder Andrew Carnegie is quoted as saying: "Take away my people. job satisfaction of its workers means a work force that is motivated and committed to high quality performance. flexible. and termination. and it does seem logical that more satisfied workers will tend to add more value to an organization. Increased productivity the quantity and quality of output per hour work seems to be a byproduct of improved quality of working life. and loyal. as well as improved punctuality and worker morale. Though fear is a powerful motivator. will not give 100 percent of their effort for very long.
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 one's talents and to be creative Opportunities to take responsibility and direct one's 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 Flexible benefits. and the nature of the work itself. For example. Also. how is job satisfaction created? What are the elements of a job that create job satisfaction? Organizations can help to create job satisfaction by putting systems in place that will ensure that workers are challenged and then rewarded for being successful.So. such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion Probably the most important point to bear in mind when considering job satisfaction is that there are many factors that affect job satisfaction and that what makes workers happy with their jobs varies from one worker to another and from day to day. when creating work teams. experiences. managers can enhance worker satisfaction by placing people with similar backgrounds. Managers who want to maintain a high level of job satisfaction in the work force must try to understand the needs of each member of the work force. managers can enhance job satisfaction by carefully matching workers with the type . job satisfaction is also influenced by the employee's personal characteristics. Organizations that aspire to creating a work environment that enhances job satisfaction need to incorporate the following: Flexible work arrangements. or needs in the same workgroup. the manager's personal characteristics and management style. Apart from the factors mentioned above.
and a sense of purpose and meaning for the organization and its employees. a person who does not pay attention to detail would hardly make a good inspector. 1997). and achievement. Job enrichment usually includes increased responsibility. learning. These job characteristics can be carefully managed to enhance job satisfaction.scope and challenge in the work itself. task clarity and significance. IBM. Empirical findings show that job characteristics such as pay. and General Motors (Daft. managers should match job tasks to employees' personalities.One such step is job enrichment.Managers who are serious about the job satisfaction of workers can also take other deliberate steps to create a stimulating work environment. promotional opportunity. and skills utilization. Good management has the potential for creating high morale. and opportunities for growth. Job enrichment is a deliberate upgrading of responsibility. Of course. a worker who takes some responsibility for his or her job satisfaction will probably find many more satisfying elements in the work environment. For example. As much as possible. Large companies that have used job-enrichment programs to increase employee motivation and job satisfaction include AT&T. have significant effects on job satisfaction.of work.recognition. as well as organizational characteristics such as commitment and relationship with supervisors and co-workers. high productivity. Everett (1995) suggests that employees ask themselves the following questions: When have I come closest to expressing my full potential in a work situation? What did it look like? What aspects of the workplace were most supportive? What aspects of the work itself were most satisfying? What did I learn from that experience that could be applied to the present situation? Workers' Roles in Job Satisfaction . and a shy worker is unlikely to be a good salesperson.
Develop teamwork and people skills. thus playing a vital role in job satisfaction. Assuring Job Satisfaction Assuring job satisfaction. This helps to give meaning to one's existence. Accept the diversity in people. surely the worker must be able to contribute to his or her own satisfaction and well-being on the job.Develop excellent communication skills. requires careful planning and effort both by management and by workers. Learn to de-stress.writing. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. See the value in your work. Demonstrate creativity and initiative. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. Plan to avoid burnout by developing healthy stressmanagement techniques. with attendant increases in pay and other recognition.listening.If job satisfaction is a worker benefit. challenging. Appreciating the significance of what one does can lead to satisfaction with the work itself. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards.Employers value and reward excellent reading. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. This will relieve boredom and often gets one noticed. supportive. A large part of job success is the ability to work well with others to get the job done. over the longterm. Because of the relative prominence of pay in the reward system. Managers are encouraged to consider such theories as Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to a stimulating. and rewarding work environment is vital. it is very important that salaries .and speaking skills. This often leads to more challenging work and greater responsibilities.
her pay is fair.be tied to job responsibilities and that pay increases be tied to performance rather than seniority. her supervisor is supportive. then a situational approach leads one to predict she is satisfied with her job" . Brief (1998) wrote: "If a person's work is interesting. and her coworkers are friendly. job satisfaction is a product of the events and conditions that people experience on their jobs. So. her promotional opportunities are good. in essence.
ANALYSIS & INTERPRETATION QUESTIONNAIRE-: I am frequently stressed out at work. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree .
Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree I feel my bad days at work outweigh the good ones. Strongly Agree Agree Neither Agree nor Disagree .I find myself negatively comparing my situation to my peers. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree I often experience a sensation of time standing still when I am at work. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree I have been told that I am becoming a more cynical person.
Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree I no longer feel valued for my work.Disagree Strongly Disagree I feel as though my employer has broken promises about my future with the organization. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree I have lost sight of my career goals and aspirations. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Findings o Employees are not completely satisfied with their job although their salary .
Educational qualification can be the factor of not an effective job. o They often feel overworked.We can see in above results only 20%people are satisfied with their job as they are at labour level or people who are working as workmen. Because they are working on daily wages. o Most of employees think that they are not on their actual path.. o There is negatively comparison between peers especially regarding targets. o Employes are not getting value to their work.is not good enough.Its merely not the problem with one company only but with other company¶s also . Following graphs would show level of satisfaction of job in india till now. ResultsStrongly agree-40% Agree35& Neither Agree nor Disagree-5% Disagree-20% Strongly Disagree-0% So In all I concluded job satisfaction as a major issue and people working in company are not much satisfied . Ideal employees should concentrate on their job. o Most of the employees think that the organization haven¶t fulfill their promises. Company should give promotion to those employees who deserves it.Here are some general graphs of job satisfaction which are being collected by secondary resources. .what they do in beginning especially regarding Promotion. SUGGESTIONS AND RECOMMENDATIONS To increase the job satisfaction level of the employees the company should concentrate mainly on the incentive and reward structure rather than the motivational session.
pleasant surroundings. Working environment is also very important with 20% of votes. intellectually or psychologically in our work. however when we are no longer challenged it may be time to move on. 18% of you consider challenge at work to be most important. Like a relationship that isn't going anywhere. doing the same tasks day in day out without a spark of dynamism or variation could become mundane. having a job with no prospects can be frustrating especially if you are ambitious. The small margin between the top results shows that salary alone is NOT the only reason for work satisfaction. 21% of you consider salary to be most important. Money troubles are a common cause of stress and can cause pressure in our private lives. At the lower end of the scale 12% of you consider interaction with colleagues to be a major part of your happiness at work. As you can see there is very little seperating the top reasons for job satisfaction. We all aspire to be the master of our art. We spend a large proportion of our lives at work and so we want to be in comfortable.Graph showing the priority placed on different reasons for satisfaction at work: Thank you to the hundreds of people who took the time to fill in the survey as you see the results prove to be very interesting.1 reason. these can both be reduced if we can balance our often ambitious expenditure with our incoming wage. We need to be stimulated either creatively. 15% of you think that career progression is important to your satisfaction at work. smell (who wants to be located near a sewage treatment works!) and social atmosphere. it was the no. temperature. When we are paid adequately for our work we feel valued and appreciated. 8% of you consider training and 6% consider fun to be important Survey conducted by Tata . This can include the physical surroundings at work such as decor. It can be fun for a while but ultimately not wholly satisfactory.
General view of job satisfaction in companies- .
LIMITATIONS OF STUDY .
. to represent whole of the population. 2.Small no. yet there are always some problems faced by the researcher. The prime difficulties which I face in collection of information are discussed below:1.Unwillingness of respondents: While collection of the data many consumers were unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time for them.Small area for research: The area for study was company.However I shall try my best in collecting the relevant information for my research report.Lack of resources: Lack of time and other resources as it was not possible to conduct survey at large level. 4. which is quite a small area to judge job satisfaction level.Short time period: The time period for carrying out the research was short as a result of which many facts have been left unexplored. of respondents: Only few employees have been chosen which is a small number. 3. 5.