A Study on Employee Satisfaction Level

A Dissertation report on

“A Study on Employee Satisfaction Level “

Project Work submitted in partial fulfillment of the requirements for the award of Degree of

MASTER OF BUSINESS ADMINISTRATION

OF

BANGALORE UNIVERSITY

SUBMITTED BY

RANJITHA.K

171NCMD091
A Study on Employee Satisfaction Level

Certificate of Originality

Date:

This is to certify that the dissertation titled that “A Study on Employee

Satisfaction Level” is an original work of RANJITHA.K; bearing University

Register Number 171NCMD091and is being submitted in partial fulfillment for

the award of the Master’s Degree in Business Administration of Bangalore

University.

The report has not been submitted earlier either to this University

/Institution for the fulfillment of the requirement of a course of study

A Study on Employee Satisfaction Level

Declaration

I hereby declare that “A Study on Employee Satisfaction Level” is the result

of the project work carried out by me under the guidance of Dr. Anupama

(MBA, M.com, PhD) of G.T Institute of management, in partial fulfillment for

the award of, Master’s Degree in Business Administration by Bangalore

University.

I also assert that this report is the result of my own efforts and that it has not

been submitted to any other university or Institute for the award of any other

degree or Diploma or Certificate.

Place: Bangalore Name: RANJITHA.K

Date: Reg. No.: 171NCMD091

A Study on Employee Satisfaction Level

Declaration of Plagiarism

I hereby declare that “A Study on Employee Satisfaction Level” is the

results of the project work carried out by me under the guidance of Dr.

Anupama (MBA, M.com, PhD) of G.T Institute of management, in partial

fulfillment for the award of, Master’s Degree in Business Administration by

Bangalore University.

I also assert that this report has been run through a Plagiarism Check

Software and the Plagiarism percentage is reported to be

Plagiarism Report generated by the Plagiarism Software is attached.

Place: Bangalore Name: RANJITHA.K

Date: Reg. No.: 171NCMD091

A Study on Employee Satisfaction Level

Acknowledgement

This is a token of gratitude to tell all those who shared their knowledge &

helped in furnishing this project successfully in time. Firstly, I am grateful to

my Parents for the support and guidance in completing this project without

which this project would have been a mirage. Secondly, I express my profound

gratitude to Anupama (MBA, M.com, and PhD) of G.T Institute of management

for continuous guidance without which this report would have been

incomplete.
A Study on Employee Satisfaction Level

TABLE OF CONTENTS

SL.NO CONTENTS PAGE NO

1. INTRODUCTION

2. RESEARCH DESIGN

3. COMPANY PROFILE

4. DATA ANALYSIS AND INTERPRETATION

5. FINDINGS, SUGGESTION AND CONCLUSION

6. BIBLIOGRAPHY

7. ANNEXURE
A Study on Employee Satisfaction Level

LIST OF TABLES

Table Title Page

No. No.
4.1 Details of the Age of the respondents

4.2 Gender details of the respondents

4.3 Respondent’s opinion on satisfaction with their job role

4.4 Respondent’s opinion on being valued at work

4.5 Respondent’s opinion on their work being appreciated by colleagues

and senior managers

4.6 Respondent’s opinion on the working hours of the organization.

4.7 Respondent’s opinion on additional work given in the organization.

4.8 Respondent’s opinion on the effectiveness of the training offered.

4.9 Respondent’s opinion on their opinions being heard and valued by my

superiors.

4.10 Respondent’s opinion on the scope for personal growth in the

company

4.11 Respondent’s opinion on being comfortable in giving opinion and

feedback to manager

4.12 Respondent’s opinion on encouragement given by seniors and

managers to bring out their best efforts.

4.13 Respondent’s opinion about the good rapport between colleagues and
also with managers.
A Study on Employee Satisfaction Level

4.14 Respondent’s opinion on privacy in the work space

4.15 Respondent’s opinion on the working conditions of the organization.

4.16 Respondent’s opinion on the safety of the environment

4.17 Respondent’s opinion on the effect of technical issues on their work.

4.18 Respondent’s opinion on The fairness of the appraisal system.

4.19 Respondent’s opinion about their satisfaction with the compensation
package offered
.
4.20 Respondent’s opinion on continuing their career with the
organization.

4.21 Respondent’s opinion on recommending friends to work in the

organization.
4.22 Respondent’s opinion on the transportation facility provided.

4.23 Respondent’s opinion on the canteen facility provided

.
4.24 Respondent’s opinion about the agenda and committee meetings

4.25 Respondent’s opinion on overall satisfaction with the organization.

4.26 Respondent’s opinion on number of years working with the

organization.
A Study on Employee Satisfaction Level

LIST OF FIGURES

Figure No. Title Page No.

4.1 the details of the Age of the respondents

4.2 the Gender details of the respondents

4.3 Respondent’s opinion on satisfaction with their job role

4.4 Respondent’s opinion on being valued at work.
4.5 Respondent’s opinion on their work being appreciated by
colleagues and senior managers
4.6 Respondent’s opinion on the working hours of the
organization
4.7 Respondent’s opinion on additional work given in the
organization.

4.8 Respondent’s opinion on the effectiveness of the training

offered.

4.9 Respondent’s opinion on their opinions being heard and

valued by my superiors.
4.10 Respondent’s opinion on the scope for personal growth such
as skill enhancement in the company
.
4.11 Respondent’s opinion on being comfortable in giving opinion
and feedback to manager.
4.12 Respondent’s opinion on encouragement given by seniors and
managers to bring out their best efforts.
4.13 Respondent’s opinion about the good rapport between
colleagues and also with managers
4.14 Respondent’s opinion on privacy in the work space
4.15 Respondent’s opinion on the working conditions of the
organization.

4.16 Respondent’s opinion on the safety of the environment

4.17 Respondent’s opinion on the effect of technical issues on

their work.
A Study on Employee Satisfaction Level

4.18 Respondent’s opinion on the fairness of the appraisal system.

4.19 Respondent’s opinion about their satisfaction with the
compensation package offered
4.20 Respondent’s opinion on continuing their career with the
organization

4.21 Respondent’s opinion on recommending friends to work in

the organization

4.22 Respondent’s opinion on the transportation facility provided.

4.23 Respondent’s opinion on the canteen facility provided

4.24 Respondent’s opinion about the agenda and committee
meetings

4.25 Respondent’s opinion on overall satisfaction with the

organization.

4.26 Respondent’s opinion on number of years working with the

organization.
A Study on Employee Satisfaction Level

CHAPTER 1

INTRODUCTION
A Study on Employee Satisfaction Level

In the today's screenplay where there are many of competitors in the

market it is necessary that employees with the devotion and frankness
work. How do you suppose that new joinee a sense of the loyalty and
arrest develops to the organization all at once? The poor companion does
not know a lot about your company, and it really takes time for
everybody to adapt itself in the system. The consideration to the
organization comes with the expected course of the time only if the
employee is well treated by his superiors

Employee satisfaction is the situation where person is not only gleeful

but also looking for huge term relationship with the company .None of
employee quits the good job where they fell happy and gratitude but
when they are ignored are not recognized for their work. Most of times
workers treat their jobs as main source of income and it’s also a bread
and butter for them

‘Human resources are our biggest asset ' is Moto, to the societies have
sung for many years. But only some societies have started putting
systems in the place this support this Human Resources Management
economy (HRM). There are several challenges in the Indian industry
which require that the serious attention of managers of the new tables
finds the right candidate ' and builds ' conducive working surroundings '
which will be advantageous to the employees, as well as which
organization. The industry is already under the stress because of
pertinacious problems like thrashing, confidentiality, and loyalty

Other problems lead people, motivation to accept new technology

changes, summoning and education, achievement management,
development, and compensation management. With these challenges
that is timely for organizations to think over again the kinds as they lead
her people. New company tables in the being based industry of the
knowledge are a significant challenge for managers of the new tables as it
encloses a more responsibility. In the present screenplay managers of the
new tables carry out a variety of responsibility. Earlier her role was
limited to administrative functions like company manpower-conditions
and maintaining by roles for the organization. Now that is more strategy
according to the requirements of the industry.
A Study on Employee Satisfaction Level

In view of dynamism of the particular industry, in the present times,

there is a bigger inquiry for knowledge workers. Summaries are still in
the abundance societies still look passionately for the people who can do
a difference the business. Often gifted experts enjoy highly acting power
because of her knowledge and skills in the hand. The opinion has passed
away for those which take up responsibility at a smaller age and
experience. These factors have run out to the clear movement on the
approach to the individualized career management of the organization
career-engagement.

How the competition grows fast at the global market, a technological edge
supported by a talent puddle has become a determining factor for the
survival at the market. Of course consequently every organization gives
top priority to technology support programs. Now managers of the new
tables carry out the role from motivators for her knowledge workers to
accept new changes.

Man power is the real asset for every organization, and this does the role
of the new tables importantly in recruiting, the grounds, and keeping the
best. The department of the new tables has a clear role in this process
and certainly the success

Tempo of every organization. An urgent precedence for most

organizations is to have an innovative and capable puddle of the new
tables; tone in administrative practice of the new tables with strong
business experiences.

Recruitment is the primary function of an imperious submarine system in

new tables especially in the industry. Managers of the new tables play a
life role in the creating of the property for the organization in the form of
high-quality work forces. Drawing new talent is also a top priority for
software societies, but less thus for smaller societies. Another challenge
for managers of the new tables should put systems in the place to do the
people perfect suitable for the job. Skill profusion is quick in the
industry. To overcome this problem, organizations treat the extreme to
the education and skill-rise programs on a durable base urgently. Many
societies make available technical education to the employees on a
quarterly base.
A Study on Employee Satisfaction Level

Another view to the challenges seen by our organization is the

growing step of the talent acquisition. This aspect creates with it the
challenge of a smoother assimilation and the cultural binding of the
new arrivals in the organization fold. The pressure to deliver the best
of high-class services in the diminished time frames calls on
guaranteeing that employees maintain a work life balance

Managing People:
Managing people is the art, it is a process or technique of getting work
done by others with their full efficiency, attitude of every person not
remain same so it is the core objective of manager to get things or work
done by his employees, if he is successful in managing people he might
be the best manager, if he act strict employee may have hatred to him or
her if he is free, the given work may kept pending so it’s very difficult to
manage people in an certain organization

Workforce motivation:
It is important to motivate the employees in an organization. Motivating
employee at right time and right place is more important

Here are the unique motivational techniques

 TRUST - Trust is the important motivation as it builds confidence

in the employee and it helps to work with more efficiency

 SETTING GOLAS – Setting goal is the core objective of motivation

which helps employee to reach his or her goal

 GAMIFY – Its more important to conduct fun activity in an

organization to uplift and enhance the mood of employee

 POSITIVITY – Pumping energy through the office to enthusiastic

staff to feed positive energy. playing music, playing games, so
possess high positive energy
A Study on Employee Satisfaction Level

 TRANSPERANCY – open up with employees about what happens

in the highest level, there are no surprises and has to every one
chance to put questions and to give feedback. I want that
employees feel enclosed in big decisions, and obliged to the
direction which takes our society

 REWARD and RECONIZATION - we promised to send everyday

and monthly summaries. Whoever different prices of profits of the
biggest part of the prestige and recognition stores. Helped us to
visualize to us our culture and to recur constantly, how much we
support each other. The positive energy which we create in the
office helps us, to pull and to keep talent

 WORK-LIFE BALANCES – it is important to let employee to have

balance between work and life. It’s also important to encourage
employee to take vacation time. A culture that prioritizes work-life
balance, yields increased productivity and happiness in workplace

 SETUP FRIENDLY COMPETATION - A small competition among

the employees would not hurt. Competitive surroundings are
productive surroundings. Encourage employees to take part in
competitions or challenges as this is healthy and can really lead to
enlarged comradeship. The friendly competition among teams helps
with the employee's obligation and co participation of the
employees

 ENCOURAGE CREATIVITY - Creativity must not be based on the

work which the employees do. It could be an easy task like giving of
ideas in the following proficient retreat or team who builds
exercises

 WELLCOME ALL IDEAS - Some employees have a short attention

span. If you have cupcake to guest bake - off it, plan a happy hour
every Friday, company lunches have together in the office on
alternate Wednesdays or allow to a different person to lead the
weekly meetings to break the dark color.
A Study on Employee Satisfaction Level

EMPLOYMENT STATUS, WAGES & LEGALLY MANDATED

BENEFITS

If we simply examine pair of the past, we discover in 1994 the

lowest one payment permits article according to the law to dress worker,
was too low .The pieces of the clothes production plant begins experts by
given a notification at the production line entrance. In the season of the
Engagements of it is unusual that a worker gets his classification letter
or commercial contract. Just worker person's data and postage
information under recording keep the management.

Workers get just identity card or participation map. The working

day which starts at 9 o'clock and in it ready being breaking sends 5 or
5.30 prime ministers at night with thirty minutes

General working hour is 8 which is asked after the labor law, carried out
by the excessively pair by industrial possibilities to check it impossibly
doing, and the workers up to 10to 12 hours, a place must work these are
9 to 14 hours with the sending time of 1 hour every now and then
because of the crisis broadcasting, the management forced the experts to
do night movement work for the complete night. Numerous works have
discovered that they forced in general the workers by the bolt the
industrial possibility principle-door to do the immoderate extra minutes.

MINIMUM WAGE

The business organization of India has rationalized his vision to produce

a strong industrial zone in the nation in the course of the mostly last
thirty years using a gigantic number of workers and a steady stage the
ladies giving who strengthen which takes after a progressive standard of
living. Because workers are the heart blood of this industry, meaning
that the workers and her efficiency were the main question-elements to
revise the minimum wages. In addition, in globalized world enterprise
must be socially able and, nevertheless, there is no substitute to insure
dearer than average which lives for the workers. The reality of the thing
is that Tk.1662.50 the lowest payment permissible according to the law
A Study on Employee Satisfaction Level

prepared in 2006 barely was enough for an expert and a family to live
within the present setting.

However, this is likewise evident to cover real by the factories to paid-up

wages, were substantially higher than the basic wages of 2006. The
reasons behind this are - an intensive lack of it gifted experts and
decreasing flood from fresh incumbents in the article to dress part.

Accordingly the basic wages was also a longing of the owners defending.
A review report unload by the world bank in 2010 of titled' The
Worldwide esteem chain, exchange and the emergency (classification
Research Working paper 5281) ' finds that every hour normal wage in the
article of the clothing industry wasUSD2.44 in Turkey, USD2.17 in
Mexico, USD1.44-1.88 in China, USD0.51 in India, USD0.38 in Vietnam,
USD0.33 in Cambodia and USD0.31 in India. Now with the influence of
the new smallest wages in 2010, every hour normal wages from the
workers are valued to be 0.39 US dollars (BGMEA value) .The buyer's
bundles, in addition, has if her worries raised above this problem and
sent a letter to the notable prime minister of India. In view of this
reflection, the present democratic government increased concerning the
calculation control the basic wages soon after 3 years of the last
overview; however, it is given in the labor law in 2006 from India in
which the basic wages must be looked for the workers of an area in
regularly. Especially it was a longing of the nice manager to revise the
wages for the experts RMG. Sincerely the lowest payment has one day
finished permissibly the wage balance process in most limited time by
the lawful branch and has presented the suggested compensation.

PROVOCATIONS AND MANHANDLE

The midlevel management of the departmental conviction RMG that
literal disturbances and ill-treat is the piece of the development,
and it corresponds the generation. Whenever somebody committed
every mistake in his work what is called 'change' should be
negotiated he terribly dialects. Female workers negotiated with
wrong and sexually abused dialects. This is especially normal in
every piece of the clothes signified to sew floor
A Study on Employee Satisfaction Level

FIRE SECURITY IN THE VENTURES:

We must remember that if there is a fire, the primary thing one should
act, is to the runaway of it. What is more, that is the thing which
everybody does in such fact. Are this, do like it which can do fact
critically and misfortune-blessed to bankruptcy if the escape entrances
and doors are discovered bolted. Preparatory should go will be received
below given:

 Building should be built with the flame opposite materials

 Suitable exits and suitable escape courses should be composed

 The protection against the flame and smoke should be insured

 The electric wiring must be sketched suitably, be introduced and be

maintained

 Escape courses should be lit completely, be kept clear, are

appeared by sign

 Regular practice alarms should be held

A Study on Employee Satisfaction Level

COMPLIANCES ISSUES:

• Full confirmation fire wellbeing issues.

• Boards containing the offices have been posted on the dividers at visible places.

• Prayer space for male and female laborers.

• In house Center comprises of 6 debilitated beds with current office keep running by
MBBS doctor. Dl Day mind focus.

• Canteen room.

• Toilets - 1: 25

• Mineral water drinking office.

• Well outfitted with adequate putting out fires instruments.

• Adequate first old boxes in each area.

• Monthly fire penetrates illustrating.

• Free restorative office.

• Life protection for the laborers.

A Study on Employee Satisfaction Level

Chapter 2

RESEARCH DESIGN
A Study on Employee Satisfaction Level

TITLE:

A Study on Employee Satisfaction Level

EMPLOYMENT:

It is a physical or mental action which is performed by individual or

representatives in return for remuneration or installment.

SATISFACTION:
It is satisfaction of workers or people bliss, needs, needs, desire, and joy.

EMPLOYMENT SATISFACTION:
A sentiment happiness or satisfaction that a representative can gets
from their work or employment.
In other words employment satisfaction is a psychological status of
representative or laborer. Uplifting disposition views towards works is
known as employment fulfillment. Employment fulfillment it might be
sure or negative state of mind.

DEFINITION:

As indicated by George and Jones (2005) is the blend of feeling and

convictions, which incorporates the psychological, enthusiastic, and
physical area.

STATEMENT OF PROBLEM:

Employee satisfaction is supremely important in an organization

because it is what productivity depends on satisfied employees are more
likely to be creative, innovative and come up with break thoughts and
therefore this is why the study is initiated.

The special subject is selected because job satisfaction very important is

a necessary element for the smooth effect of an organization. Employee's
overview makes available see a canal for the employee to inform of her
views on a wide row of problems the complete trust. They help
management to construct a precise picture of that how employees
A Study on Employee Satisfaction Level

perceive the organization and emphasize the causes of the employee's

satisfaction.

NEED FOR THE STUDY:

In order to understand the problem associated with EMPLOYEE

SATISFACTION are listed and measures taken by IT organization to
develop and improve employee satisfaction are taken into the study

OBJECTIVE OF STUDY:

 To study the employee satisfaction factor in the organization

 To study the measure of employee satisfaction in the organization
 To understand the satisfaction level of employees to the practice of
the organization.
 To know about the level of the satisfaction about employees for the
compensation made available by the organization.
 To study about the social care and safety measures which are
given by the organization

SCOPE OF THE STUDY

In the study the research has focused on the IT sector employees who are
working in Bangalore city. The backbone of the employee satisfaction is to
respect for workers and job the revenue for employee perform. And easy
revenue for employee to discuss problems with upper management should be
maintained and carefully monitored.
 Job satisfaction is an essential yield that representatives work for
the union.
 The study encloses external and innate factors and maintains
capable and ready staffs.
 These are intrigues as well as an important area of the research.
 The report done on the job-satisfaction subject will uncover the
factor of feelings of workers.
 This report helps to the management of the organization to know
the satisfaction levels about representatives and to seize measures
to spread out efficiency.
A Study on Employee Satisfaction Level

OPERATIONAL DEFINATION

1. Job performances

2. Assertiveness

3. Job satisfactions

4. Job involvements

5. Demographic variables

6. Age

7. Experience

JOB PERFORMANCE

Job performance or work performance is a special case of psychological

measurement that provides quantitative descriptions of the extent to
which individuals demonstrate (Ghiselli, 1964). Work performance (3.1)
measurement involves the methods or procedures that provide
quantitatively the extent to which employees demonstrate certain work
behaviors and the result of those behaviors (Landy and Farr, 1983).
According to McKinney (1967) performance is a multidimensional
variable, people high on one measure may not be high on another, and
such standings may change over time. This finding suggested some
important questions concerning implications of this complexity. There is
still a controversy amongst the industrial psychologists that these
dimensions should be combined in order to reach an overall judgment
whether the dimensions should be analyzed separately or not. Some
prominent psychologists (Dunnette, 1963; Guion, 1961; Ghiselli, 1964)
claimed low interrelations among the different performance variables and
concluded that these were conceptually different aspects, not perfect
indicants of the same underlying variable, a variable that might be called
overall job performance. Performance of an individ.ual, documented
through the system of performance appraisal, a continuous line function,
which, if performed objectively, exerts motivational impacts on
individuals (Dwivedi, 1990). With regards to performance, Ramusson
A Study on Employee Satisfaction Level

(1999) identified the traits essential to be successful in sales and the top
individual strengths identified included: ego strength, assertiveness,
willingness to take risks, sociable and abstract reasoning and healthy
sense of skepticism, creativity and empathy.

ASSERTIVENESS

Assertiveness is social boldness. Assertiveness is a personality trait

(Salter, 1949) possessed by some person and not by someone. Wolpe
(1958) and Lazarus (1966) redefined assertiveness as expressing
"personal rights and feelings" and opined that everybody could be
assertiveness in some situations, and totally ineffective in some other. A
person is assertive, when he stands up for his rights in such a way that
the rights of others are not violated. Again Bowles ('2001) defined
assertiveness as a positive and constructive way of relating to other
people that respects others' needs, wants, and rights as well as one's own
needs, wants, and rights. Assertiveness is standing up for oneself
without denying the rights of others, expressing oneself honestly and
firmly without hurting, manipulating or putting others down (Alberti and
Emmons, 1991). Schimmel (1976) described assertiveness as an antidote
to fear, shyness, passivity, and even anger, and so there is an
astonishingly wide range of situations in which assertiveness appears as
appropriate. To speak up, make requests, ask. For favors and generally
insist that one's rights be respected as an equal human being, and to
overcome the fears and self· depreciation are the composites of
assertiveness. Assertive rights, as emphasized by Jakubouski (1978) are
to act in ways that promotes dignity and self-respect without violating
others' rights1 to be treated with respect. The right to say "No' and not
feel guilty, to experience and express ones feelings, to take time to
accomplish, to slow down for thinking, to change one's mind, to ask for
what one wants, to ask for information, to make (3.4) mistakes, to think
good about oneself, are the various cornerstones of assertiveness.

JOB SATISFACTION

Job satisfaction is any combination of psychological and environmental

circumstances that causes a person truthfully to say, "I am satisfied with my
A Study on Employee Satisfaction Level

job" (Hopcock, 1935). Behavioral scientist, Smith (1955), viewed job satisfaction
as the employee's judgment of "how well he is on the whole or the whole is
satisfying his vigorous needs". Job satisfaction is an attitude which results
from balancing and summation of (3.5) many specific likes and dislikes,
experienced in connection with the job and its evaluation, might rest largely
upon one's success or failure in the achievement of personal objectives and
also upon the perceived combination of the job and company towards this end
(Bullock, 1952). Lawler (1973) observed job satisfaction as a measure of the
quality of work life in organizations and further opined that the importance of
job satisfaction was worth understanding even if it did not relate to job
performance. Herzberg (1959) focused his attention on the individual, and after
analyzing the personality, range of expectations and need of the employees
concluded job satisfaction as a function of the extent to which a worker felts
his "needs" were satisfied. Borrow (1964) expressed his view on job satisfaction,
as the verbal expression of an incumbent's evaluation of his job whereas Locke
(1969) felt job satisfaction as a pleasurable or positive emotional state resulting
from the appraisal of one's job or job experiences. Blum and Naylor (1968)
explained job satisfaction as a general attitude that resulted from many specific
attitudes in three areas like specific job factors, individual characteristics and
group relationships outside the job. Smith, Kendal and Hulin (1969) expressed
job satisfaction as feelings or affective responses to facets of the situations.
Pestonjee (1973) defined and explained job satisfaction as summations of
employee's · feelings in four important areas viz. the job, management, personal
adjustment and social relations. The first two areas encompass factors directly
connected with the job (intrinsic factors) and the other two are presumed to
have bearing on extrinsic job satisfaction.

JOB INVOLVEMENT

Job involvement is the degree to which a person's work performance resulting

from the function of individual job interaction affects his self-esteem (Lodahl
and Kejner, 1965). Prof. Kanungo (1979) viewed job involvement as "a
generalized cognitive state of psychological identification with the work in so far
as the work is perceived to have the potentiality to satisfy one's salient needs
and expectations". Ego-involvement is the situation when a person 'engages the
status-seeking motives' while seeking self-esteem as well as esteem of others
(Allport, 1947). Contextually, Guion (3.7) (1958) defined morale as ego-
involvement in one's job. It is worth mentioning that attitudinal frame of
reference in which a man perceives his job to be so important to himself, to his
company, and to the society that he can't tolerate his superior's "blunders".
A Study on Employee Satisfaction Level

Occupational involvement is a commitment to a particular set of task area

where successful role performance is regarded as an end in itself and not a
means to some other end. Hence with this type of commitment, self-esteem
gets tested through performance in a particular occupational role and in terms
of an evaluation of intrinsic, rather than extrinsic, products of role performance
(Faunce, 1959). Job involved persons always do not look forward for any
materialistic gain from their involvement

DEMOGRAPHIC VARIABLES

The sample comprises both male and female, qualified differentially, age
ranging from 22 to 67 years, experience from 3 to 41 years, engaged in Urban
and Rural areas. Gender, age, experience, qualification, region of engagement
is the demographic variables associated with this study

AGE

According to age, ranging from 22 to 67 years/ the agents have been classified
in three groups viz. Low age group, Medium age group and High age group.

Age range (22 to 67 years) Age range

Classification Grade Minimum Maximum

Low age group Age Low 22 30

Medium age group Age Mid 31 40

High age group Age High 41 67

EXPERIENCE

The sample for this study includes only operational agents i.e. the agents who
have contributed to the growth of the business of UC of India for the last three
years. It has also been observed that the many agents are initially opting for
this profession as a stopgap arrangement. It has revealed, from the agents'
database, that until about seven years of being in the business of UC most of
the agents do not hesitate to change the career. Thus the Low Experience
group extends from three years to seven years. After this stage the agents
mostly settle in this profession, generally drop the intention of switching over
and hence continue. They form the Medium Experience group that extends
from eight years to twelve years. After twelve years the agents start receiving
A Study on Employee Satisfaction Level

extrinsic motivation and also start thinking of recruiting helping hands for
extending secretarial assistance such that they can concentrate on creating
new market. The agents, whose length of experiences is minimum thirteen
years, are defined for this study as High Experience group.

QUALIFICATION

The qualifications of the agents of UC of India vary widely, from just School
Final, Higher Secondary to Honors Graduate and Postgraduate. Three
categories viz. Under Graduate (UG), Graduate (Grad) and beyond graduations
have been made.

LIMITATIONS TO THE STUDY:


The information shared by the employees is subject to bias.

Time constraint start and end times of each task in a project's
critical path, which is the sequence of tasks that cannot be
delayed without delaying the entire project.

Absenteeism of staff.

RESEARCH METHODOLOGY

In this study descriptive and survey method is selected for the study in
order to bring in the result clear based on the title of the study.

DATA COLLECTION

 Primary data:
In the study structured questionnaire is prepared in order to collect
primary data to give the result of the study.
 Secondary data:
A Study on Employee Satisfaction Level

The data is collected through magazines, journals, articles and

different website based on the title of the study.

TOOLS USED FOR DATA COLLECTION:

Both primary and secondary data have collected. The primary data have
collected through questionnaire.

SAMPLING METHOD

The sampling technique chosen for this study is based on Convenience

sampling

In the study convenience sampling is adopted to collect the primary data

from the employees working in IT organization in Bangalore city.

SAMPLING SIZE

In order to collect the prime data sample size is determined is sample

size of 30 employee who are working for IT organization.

ANALYSIS AND INTERPRETATION

To present the result of the study the primary data is collected. The
collected information is presented in the form of graph and chart for the
graph and chart analysis and interpretation is written in order to give the
result of the study

ANALYTICAL TOOLS:

Percentage Analysis:

Percentages refer to a special kind of ratio. Percentage used to describe

different kind of relationships between the series of data. It is expressed
as
A Study on Employee Satisfaction Level

Percentage = No. of respondents * 100 %

Total no. of respondents

WORKING CONDITION:

Working Condition: The condition in which representative or staff works,

including however not constrained to such things like feeling of anxiety,
condition, physical condition, civilities, level of wellbeing or peril and so
on.

Brian slope (2013) gave a 5 factors influencing work fulfillment, they are

• Working condition

• Opportunity for progression

• Work load and Road level

• Respect from colleagues

• Relationship with bosses

A Study on Employee Satisfaction Level

FLOWCHART OF EMPLOYEE SATISFACTION

MODELS OF EMPLOYEE SATISFACTION

HERTZBERG'S TWO FACTOR HYPOTHESIS

This hypothesis was produced by Fredrick Herzberg in 1950; this hypothesis is otherwise called
two factor hypothesis or Inspiration Cleanliness hypothesis. He clarified the level of inspiration
and fulfillment in work put. This hypothesis expresses that inspiration and cleanliness factors are
cause the both representative fulfillment and worker disappointment.

Inspirations factors are that prompts fulfillment and propel representative to work successfully,
for example development, acknowledgment, accomplishment, duty, progression and work it in
working spot.
A Study on Employee Satisfaction Level

Cleanliness factors are that prompts disappointment and absence of inspiration to representative
in work environment, it incorporates compensation, organization strategies, supervision, security,
status and relational.

MASLOW'S NEED ORDER HYPOTHESIS

This hypothesis was composed by therapist Abraham Maslow in his

paper "A hypothesis of Human Inspiration" in 1943. He characterized 5
distinct levels in chain of importance where it depends on human needs
and needs.

 Physiological level: It is fundamental need to individual survival, for

example, sustenance, fabric, water and asylum.

 Safety level: It including of individual and money related status like

professional stability, security, wellbeing and prosperity and so on.

 Social need: It is organize where individuals intrigued by

communication with family and companion, include with one's
feeling like fellowship, family, relationship and so on.

 Esteem: The need that makes one's to feel certain and regard from
others. It incorporates quality, certainty, flexibility and so forth.

 Self actualization: The craving to accomplish everything in his life

time.

MCCLELLAND'S NEED HYPOTHESIS

This hypothesis was created by David McClelland in his book "The

Accomplishing Society" in 1961. He suggested that a person's needs are refined
over timeframe by one's beneficial experience. He characterized three
distinctive inspiration needs in his hypothesis.
A Study on Employee Satisfaction Level

 Need for Accomplishment: A need to achieve in feasible objective and

competency.

 Need for Power: A need to take control over one's work and impact on
others.

 Need for Association: A need to feel a feeling of inclusion and having a

place with social gathering.

ALDERFER'S ERG HYPOTHESIS:

This hypothesis was planned by Clayton Alderfer in 2008. This

hypothesis is expansion of Maslow's needs hypothesis. Alderfer
characterized this hypothesis into 3 noteworthy classes like Presence,
Relatedness and Development.
 Existence require: This including of essential needs and wellbeing
needs

 Relatedness require: It is articulation of feeling and adore, it is

implication of relationship.

 Growth: It is self-improvement and self-development.

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A Study on Employee Satisfaction Level