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A PROJECT REPORT

ON

DETERMINATION OF JOB SATISFACTION LEVEL OF THE EMPLOYEES WORKING IN A NGO. (AN EMPIRICAL STUDY)

FOR VANCHIT VIKAS ( A NGO )

SUBMITTED TO UNIVERSITY OF PUNE IN PARTIAL FULFILLMENT OF TWO YEARS FULL TIME DEGREE COURSE, MASTERS DEGREE IN PERSONNEL MANAGEMENT (M.P.M)

SUBMITTED BY ABHIJIT ADHIKARI (BATCH - 2005-07)

VISHWAKARMA INSTITUTE OF MANAGEMENT PUNE - 48

Ref. No.

Date:

TO WHOMSOEVER IT MAY CONCERN

This is to specify that Mr. Abhijit Adhikari, a MPM student of Vishwakarma
Institute Of Management (Pune), have completed a field survey on Determination Of Job Satisfaction Level Of The Employees Working For

Vanchit Vikas ( A Ngo ). He has carried out this project for VANCHIT VIKAS from 05/05/06 to 10/08/06. In the span of this period the candidate was found to be sincere and hardworking. We wish him a bright future.

MEENA TAI Project Guide, Vanchit Vikas.

CERTIFICATE

This is to certify that the project report titled
the employees working for Vanchit Vikas

Determination of job satisfaction of
is a bonafied work carried out by

Abhijit Adhikari for Vanchit Vikas. Abhijit Adhikari is a student of Vishwakarma institute of Management and has worked under our direction and guidance. The project is submitted in partial fulfillment of Master Degree in Personnel Management (M.P.M) course of University of Pune for his academic year 20052007.

Dr. Sharad Joshi Director, Vishwakarma Institute of Management, Pune.

Mrs. Sheetal Purohit Internal Guide.

In order to complete the empirical aspects of this work. Sonali Bashte and close friends. She has supervised my project through various stages and has made valuable practical suggestions. My sincere thanks also go to Mrs. my profoundest respect and thanks goes to our Director. I wish them more successful years in their respective ventures. She has inspiringly devoted her valuable time in the conduct and orderly completion of this project. Dr. visits were made to various projects conducted by Vanchit Vikas. Sharad Joshi for his continuous encouragement and distinctive advice backed by his ocean of knowledge and experience. Vanchit Vikas and my project guide Mrs. For these Projects Heads. My duty in this regard will be incomplete if I fail to emphasize the unmatchable role played by my project partner Ms. for their active guidance and valuable support during the entire course of this research study. I am placing on record my deep and sincere appreciation for their maximum cooperation accorded to me during my field work. I must also extend my heartfelt felicitation to the librarians of Jnana Probodhini and VIM library for granting me the permission to make use of their library facilities. They always made themselves available for discussion and guidance despite of their several pre-occupations. despite of the fact that she is fully occupied in her profession. And finally. Vilash Chapekar. .ACKNOWLEDGEMENT I am deeply grateful to Mr. without which I could not have been able to complete my project. Sheetal Purohit. Meena Tai. who were enticed by this distinctive research work and whose advises added more zeal towards my struggle to complete this project. President. matured guidance and constructive criticism. my college project guide for her invaluable encouragement.

... 4... INTRODUCTION TOPIC EXECUTIVE SUMMARY Page No. RESULTS 3. No... 17 17 18 18 19 19 21 . .... DIFFERENT PROJECTS . . 2.. .. OBJECTIVE OF THE PROJECT SCOPE OF THE PROJECT ORGANIZATION PROFILE COMPLETE NAME OF THE PROJECT MISSION ORGANIZATION CHART .24 7. INTRODUCTION TO THE PROJECT PROJECT TITLE WHY HAVE I CHOSEN THIS PROJECT & THIS ORGANIZATION LOCATION DURATION OF THE PROJECT PROJECT SCHEDULE HOW DID I CARRY OUT THIS PROJECT ?. 3 4 4 5 5 6 6 7 8 9 10 11 16 . THEORETICAL BAKGROUND INTRODUCTION OF NGOS DEFINING NGOS TERMINOLOGY INTRODUCTION TO JOB SATISFACTION DEFINING JOB SATISFACTION .. 21 22 . . .. . 1-2 3 7 .. RELEVENCE OF THE BACKGROUND... 12 12 12 12 17 20 6... ...... METHODOLOGY OF THE STUDY RESEARCH METHODOLGY METHOD OF INTERPRETATION .. 5. .INDEX Sr... 1.....

54 9. 8. LIMITATIONS CONCLUSION RECOMMENDATIONS BIBLIOGRAPHY ANNEXURES A COPY OF THE QUESTIONNAIRE AN EVIDENCE OF THE MEDIA COVERAGE OF VANCHIT VIKAS . No. DISTRIBUTION ANALYSIS ....Sr.. . 10. Page No. 52 55 .. EDUCATIONAL STATUS WISE INTERPRETATION GENDER WISE INTERPRETATION INTERPRETATION ACCORDING TO THE NUMBER OF FAMILY MEMBERS AGE WISE INTERPRETATION OVERALL JOB SATISFACTION (FACTOR WISE) ... 13. . TOPIC DATA ANALYSIS AND INTERPRETATION PROJECTWISE INTERPRETATION INCOME WISE INTERPRETATION MARITAL STATUS WISE INTERPRETATION. 25 43 25 27 29 31 33 35 37 39 40 44 45 46 47 49 50 51 . . 11. 12.

Distribution of the respondents according to the number of family members. Age wise percentage scores of different opinion factors. Percentage scores of different opinion factors according to the number of family members.2 8.1 10. Validity & reliability of the source instruments (questionnaires) Page No. Frequency distribution of individual responses.2 9.1 7. Age wise distribution of the respondents.2 7. Gender wise percentage score of different opinion factors. Education status wise distribution of the respondents.1 6. 1 2 3 4. 6 22 23 25 25 27 27 29 29 31 31 33 33 35 35 37 37 41 45 18 19 1 .2 10. Gender wise distribution of the respondents. Marital status wise percentage score of different opinion factors.1 9.2 5.1 8. No.1 5.INDEX OF TABLES Sr. Income wise percentage scores of different opinion factors.1 4.2 6. Marital status wise distribution of the respondents.2 11 12 Description Project schedule Research methodology Distribution of weights to various opinion factors Projects wise distribution of the respondents Project wise percentage scores of different opinion factors Income wise distribution of the respondents. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 Table No. Educational status wise percentage score of different opinion factors.

INDEX OF CHARTS & GRAPHS

Sr. no. 1 2 3 4 5 6 7 8 9 10
11 12 13 14 15 16 17 18 19

Chart/ graph no. Chart No.: 1 Graph No.: 1.1 1.2 2.1 2.2 3.1 3.2 4.1 4.2 5.1 5.2 6.1 6.2 7.1 7.2 8.1 8.2 9.1 9.2

Description Organization chart. Scores of opinion factors project wise. Total job satisfaction scores Project wise. Scores of opinion factors Income level wise. Total job satisfaction scores income level wise. Scores of opinion factors Marital status wise. Total job satisfaction scores Marital status wise. Scores of opinion factors Educational status wise. Total job satisfaction scores Educational status wise. Scores of opinion factors Gender wise. Total job satisfaction scores Gender. Scores of opinion factors according to no. of family members. Total job satisfaction scores according to no. of family members. Scores of opinion factors Age wise. Total job satisfaction scores Age wise. Overall job satisfaction level factor wise. Contribution of each factor to the overall job satisfaction level. Frequency distribution curve. Positively skewed distribution curve.

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EXECUTIVE SUMMARY

The normal work environment, psychology of the employees, financial conditions, objectives of the firm etc. in a NGO are different in many ways from a profit making organization. NGOs are fighting a mammoth battle against various social evils in order to modernize and upgrade the standards of the society. But this noble activities are largely depends on the shoulders of the employees of such organization. They are the soldiers who practically fight every battle against superstitions, epidemics, drug addiction and various other social evils.
Unfortunately a very few number of researches have taken care of the

psychological aspects of these employees. Thus, the central idea of my research is to determine the psychological aspects or attitude like job satisfaction existing among these employees.
Determination of job satisfaction level of the employees working for a

NGO

is the title of the project which is an empirical study conducted during the

period of 1st June, 2006 to 31st August, 2006. This study has been done for the
employees of Vanchit Vikas, a NGO situated in the heart of the city of Pune. It is one of the oldest and renowned organization, presently working on 17 different

projects which include schools for poor children, rehabilitation centers for the
children of prostitutes (commercial sex workers), dispensary for the prostitutes,

AIDS / HIV awareness centers, rehabilitation centers for the child labors etc. For the purpose of study we have selected 23 employees of three different
projects out of 75 employees, presently working for Vanchit Vikas. Convenient

sampling method is administered while selecting these employees whereas
structured questionnaire and personal interview methods are the research instruments used for primary data collection. Simple Percentage Analysis, Average Percentage Score Analysis and Probability Distribution Analysis are the

tools used for data analysis and interpretation.

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The study showed that the overall job satisfaction level of the employees is quite satisfactory. The employees of the organization match each and every step
with the organization in bringing the deprived section of the society in to the

limelight of social liberalization, social equality and harmony. The major concern
for the organization is that the employees were not that satisfied with the salary

they get. Considering the nature of the work conducted by the organization, it is
not recommendable to increase the remunerations of the employees but it can be

substituted by various other means, e. g. non financial rewards, social recognition, complete delegation of authority & responsibility, employee branding, inviting & implementing employees suggestions etc. This study also disclosed some unusual facts regarding the psychology of the employees e. g. the employees of the head office were less satisfied regarding
the supervision compared to other projects, the employees in the income level of 15000 20000 were less satisfied compared to other low income groups, male

employees were more satisfied compared to female employees although the female employees are in majority in number etc. In brief, Vanchit Vikas has devoted its every possible resource for the
upliftment of the deprived section of the society. In this process the employees of

this noble organization are not behind in contributing their part. Even in some
aspects, they have pioneered the way and left their footprints which are going to

be the pathfinder for others to follow.

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... there is a section of people who devote their service to the NGOs on a part time basis..... since it has multiple roles to play. These great theories are more concentrated towards the culture of profit making organizations... in order to measure such motives we generalize such combined force into various factors considering the various theories given by prominent scholars..... Therefore. Morse etc...... Therefore..... As all organizations are run by people..... However. NGOs also act independently for the welfare of the society by empowering the people through training and programs.. 5 ......... Although these drives are different for different people...... it is difficult for the Government to take care of each and every section of society. Therefore.. Pestonjee. Besides.. disaster management etc... In this regard what is more important that they all are humans and humans do require some drives or motives to perform any task...... Mc Leland.. this project or research is totally focused to measure the job satisfaction level of the workers / activists working for such NGOs............... NGOs try to communicate the concerns of a community to the Government.........INTRODUCTION INTRODUCTION TO THE PROJECT : ... while several NGOs need full time human resources... Philip Applewhite. The concept of NGOs has been conceived to cover up this shortcoming of the Government............ The basic aim of the project is to enlighten the various aspects and hindrances which affect the job satisfaction level of the workers contributing to that noble cause........ If the foundation of any structure is not strong and supportive enough then how can the structure is going to be strong and stable........ The Government is supposed to act for the development of the downtrodden society...... such as Mash low......... but the effectiveness of such NGOs are largely depend on the effectiveness and efficiency of the activists working for such NGOs..... Herzberg. financial support....... there is a need to create a harmony in the research instrument in order to make this research more precise. But the NGO culture is a different cup of tea al together........

.... On the other hand.......................... In such a scenario there is hardly anything to do with research or study of any process in these organizations........ especially in Maharashtra................... Therefore there is a need to use these resources in the most effective and efficient way........................... Most of the research papers have been prepared on the back ground of profit making organizations... both in case of capital and human resource.... If we consider the activities of NGOs in and around Pune.. Vanchit Vikas has made enormous efforts towards providing basic social services and we are trying to sketch a graph of various drives which affect job satisfaction..... As a student this project is our contribution and salutation to their Herculean and noble efforts..... PROJECT TITLE : ..............................This paper has discussed different factors affecting job satisfaction....... WHY HAVE I CHOSEN THIS PROJECT & THIS ORGANIZATION ? ............... In a nutshell.. NGOs have limited resources......... But in most of the times these resources are not sufficient to maintain the normal activity of their routine work........ We have also tried to estimate the degree to which these drives affect the pivot (employees) of such organization..................................................... we can observe that a number of NGOs are contributing their 6 ............ The name of the project is Determination of Job Satisfaction Level of the Employees Working for Vanchit Vikas (a NGO).... Relevance of this project also includes proper and scientific study of satisfaction level of the employees working for Vanchit Vikas and also the degree to which it need to be improved......... We also have tried to encapsulate the diversified job satisfaction level existing among the employees working for Vanchit Vikas............... These organizations have enough funds to create their own R&D section and can conduct their own problem oriented research..... As a student we have gone through many research papers or projects but we found very negligible number of projects related to non profit organizations............

... For us convenience and easy approachable is the reason behind selecting Vanchit Vikas.. rehabilitation centers for child labors etc......... Any rational mind can never compare the activities of such organizations with each other.......precious participation in this part of India e............ Narayan Peth.... Within this we need to complete this project. DURATION OF PROJECT : ...... 7 .... While selecting Vanchit Vikas we have also considered the time limit allowed by the university.....g..... A sample of 23 out of a population of 75 employees is very much feasible and representative of the total population. Vanchit Vikas is located in Pune........... We have distributed 30 questionnaires within which 23 responses are reached back to us.... Modi Ganapati Mandir....... Sarhad......... This is also a reason behind selecting Vanchit Vikas............... dispensary for the prostitutes.................. The normal duration for a PG level research is generally 45 to 60 days.. Some of their projects in Pune include schools for poor children.............. But during the initial stages of our research.......... we have came to know that Vanchit Vikas is one of the oldest and renowned NGO in Pune..... Vanchit Vikas etc..................... But we need to select one organization out of them for the purpose of research.............. hostel for village girls who are not able to take education in their village due to lack of schools in near by areas. currently working on 17 different projects in and around Pune.... 1 st June 06 to 31st August 06..................... LOCATION : .............. Pune-411030............. AIDS awareness centers.......... Muktangan......... Anganwadi. rehabilitation centers for the children of prostitutes (commercial sex workers).......... Therefore a sample size of 20 to 30 is very much workable within this time constrain.. They are within themselves so noble and respectable that only a fool is going to choose from them..................... The address of its Head office is 405/9. The various projects conducted by Vanchit Vikas are located in the states of Maharashtra and Madhya Pradesh..

............... 10 DAYS TASK 01/06 TO 10/06 INITIATION OF PROJECT STUDY DESIGN FIELD WORK DATA ANALYSIS RECOMMENDATIONS FINAL WORK 10 DAYS 11/06 TO 20/06 30 DAYS 21/06 TO 20/07 15 DAYS 21/07 TO 04/08 15 DAYS 05/08 TO 19/08 12/DAYS 20/08 TO 31/08 Table No............. o Collecting responses from the employees: Employees were given the questionnaire to fill up................. monetary consideration. o Preparation of the questionnaire: This phase cover the formulation of the questionnaire which includes job satisfaction factors like achievement.............................. : 1 HOW DID I CARRY OUT THIS PROJECT? ..............................PROJECT SCHEDULE : ..................................... income 8 ....... The project work was divided into the following phases: o Initiation of the project: This phase includes selection of the topic and the organization.......... o Response analysis and interpretation: The responses of employees were categorized under different areas like the work they are doing............. o Formulation of the research design: This phase includes selection of research type....................................... population............................ We also opted personal interview technique for the person who faced difficulty in filling up the questionnaire...... supervision... selection of sample size etc..... trust and work environment.......................

This humble organization is fighting a valiant battle against the limitation of various resources.............. The study found that for Vanchit Vikas......... So it is highly recommended that grab every opportunity to get into the light of Medias and other source of exposers......... No............. These responses were then interpreted and results were found. It is not like that they do not understand that this organization is a non-profit organization.............. there are a lot of smiles hidden in the psychology of their employees regarding job satisfaction........... Now let us face some practical facts.... they deserve to be paid by their contributions........... If we consider any NGO. 9 . Achievement and social recognition is the biggest motivator for all type of employees in any NGO......... Even then the employees are all up on their toes to face any short coming.. monetary consideration cannot be the biggest motivator. Considering that it is a social welfare group........level. They all are up to a noble revolution which has got some serious impact on the society at large......... RESULTS : . It is practically the biggest motivating factor for any non profit organization.. It has been found that most of the employees of the organization are not fully satisfied with the salary they get........ Even the most junior level employee should be allowed to get into the news of the organization.... educational status..... martial status..... o Documentation: This was the last phase of project where the final work had to be documented in the required format....... of family members and age of the employees......

The following are the objectives of the study :- o The basic objective of the study is to create an understanding of the subject matter. Objectives indicate the destination of activities and it act as the pathfinder in various situations. o o To conduct a study on social behavior and attitude. To determine the job satisfaction level of the employees working for a NGO. To fulfill the requirement of post graduation degree as prescribed by the university. 10 . Here subject matter refers to the practical applicability of various job satisfaction theories especially in non-profit organization. o To enhance the welfare of the employees and also enlighten the areas which adversely affect the satisfaction level of the employees. o To contribute and salute to the noble cause of social service through this study. o o Creating an understanding of basic research process.OBJECTIVES OF THE PROJECT These are goals or aims established to guide the efforts related to any particular field.

then any kind of research in the field of the internal aspect of any NGO is also applicable for similar kind of other organizations.SCOPE OF THE PROJECT NGOs and profit making organization are different in many ways. Cultural values are different but emotion is there to improve the social conditions. even in the similar industry these researches have limited role to play. You can be in America and I am in India but AIDS patients are all over raising their hands for help. the surroundings and the state of mind of the employees working for the NGOs are similar. both in case of capital and human resource. But the applicability of such research is limited to that industry only. The applicability of such research is also very limited. minimum infrastructure and minimum other resources. in which the employees of various NGOs are working. NGOs are more focused towards social welfare and upliftment of social standards. we can say that the internal environment. Most of the NGOs have limited resources. Therefore there is a need to use these resources in the most effective and efficient way. Therefore any project or research related to their psychology is going to be applicable in each and every NGO. They need to think about their funding and have to generate a huge pool of self motivated human resources. The subject matter of our research is also 11 . the employees have to work in minimum salaries. If we consider the aspects like job satisfaction and motivation in any NGO. In this regard cultural differences and geographical locations are debatable questions. Profit making organizations are more concentrated towards the productivity and the volume of profit. The biggest thing they get is the satisfaction out of social service and social recognition. In brief. The story in case of NGOs is totally different. In most of the NGOs. They have enough funds to create their own R&D section and can conduct their own problem oriented research. Walking in a compromised way we can say that these differences are negligible. As all organizations are run by humans and they have similar aims to fulfill. is very much similar. Research in the field of a particular industry differs from other industries in several ways.

Same is the case for Government organizations.revolving around their psychology. Now it is easily understood that this research paper is partially applicable to profit making organization also. 12 . Then it is also possible that by following some of the recommendations given in this paper. human factor.e. minimal resources and even then they are working efficiently. The reason behind such universal applicability is a common factor and i. Therefore we can say that this research paper is very much applicable to other NGOs. As discussed earlier the employees of any NGO have to work in lower remuneration. we can able to motivate the employees of any profit earning organization as they are working in more liberal environment.

ORGANIZATION PROFILE 13 .

..................................................... The motto of this school is to develop the personality of children...................... 14 ..................... Organization Head Project Head Project Head Project Head Employees Employees Employees Chart No.................. and trips related to it are included in Abhiruchi......... mimicry............................................. VANCHIT VIKAS MISSION : ............................COMPLETE NAME OF THE ORGANIZATION : ......... games.......................................... dalits etc... Keeping this aim in mind..... dance. ORGANIZATION CHART : ......... : 1 DIFFERENT PROJECTS : ............... songs............. Abhiruchi Abhiruchi is the school started for poor children in 1982......... 1..................................................................................................................................................... farm laborers....................... Bringing development in the deprived components of the society like homeless people............................ handicraft......................................... women.

Every year 6000 women are able to take the benefits of this free medical assistance. making greeting cards and artificial jewelry. meetings and personal counseling. science experiments help children in developing their personality. Dispensary and Counseling Centers Prostitution is the most neglected issue regarding women. they are made known to money saving schemes. Vanchit Vikas has consequently started dispensary and counseling center in 1995. The awareness is created through video clippings. 2. 3. rickshaw drivers. Games. Nihar Nihar is established on 5th July 1989. street plays. This center also deals with problems faced by eunuch. children are taught stitching. hawkers etc. Due to very adverse reasons they enter this occupation. Reading facility is provided. Love and affection is the main strength and specialty of Nihar due to which children feel that it is their home. These women are provided various facilities like. These classes have helped in building activists and good teachers. 15 . Other than studies. speedily all-round. Different provisions are provided at Nihar for free of cost. freeing themselves from addictions. cultural programs. which is spreading. Project for protection of AIDS affected people The main work done under this project is to make people aware about the disease. Nearly 300 girls and boys participate in these classes. Their rehabilitation thus is very important. Such classes are carried out in six colonies of Pune. medical assistance and health education etc. 4.Wherever the place is available the classes of Abhiruchi are conducted. The target audience is school children. Women are also helped in taking education. It is build to rehabilitate the children of prostitutes (commercial sex workers).

8. 7. This work is carried out since 2004. Chandika girls hostel hostel started for the village girls who are deprived of education This is a girls because there is no school in the near by areas. This project is run in 4 colonies of Pune presently. Facilities like food. 9. Project for science education This project is brought into practice somewhere in between 1999 to 2000. Sabala Mahila Kendra This organization has started this project in 1988 to help the women who face injustice or nonviolence in their family or outside their family. 45 girls are staying in hostel and they are studying from 5th to 10th standard. For educating the girls unofficial classes were started. and study rooms are provided for free to these girls. The classes for educating science are run along with abhiruchi classes. housing.5. Presently the classes are run in 3 colonies of Pune. They personally meet these children and try to know their problems. The child labors who are not able to go to school due to the negligence of parent are admitted in these schools. If necessary legal assistance is 16 . reading rooms. this organization has established a hostel in 1996 in Yavatmal district in Patanbori taluka where girls can educate themselves up to 12th standard. sports materials. Rehabilitation Center for children affected by AIDS The organization has opened rehabilitation centers for the children affected by AIDS. Project for solving problems of child labor Vanchit Vikas has started this project in 2001. 6. The main aim of this project is to keep their families intact. Presently. Thus to find a solution to this problem. These classes are significant to develop the scientific view of the students.

provided to the women. adult literacy. These women consequently have become independent and some have even purchased assets.This magazine is circulated among thousands of children. Aadivasi Vikas Project. Now the young activists work for their own and for other colonies also. Ranwara publications also publish books having small stories. Science section has become the specialty of this magazine. formal education. They are given loan up to 2500 after six months. Thus these people have progressed a lot in recent years. Every year 50 cases are handled along with some old ones. 10. and personality development. For every six months 12 to 15 women are given admission along with their children up to 3 years. This organization has taken up the developmental work of 10 villages in tribal area of chindwada district in the state of Madhya Pradesh. Nursery. 12. In this span of training the expenses are done by the organization. nursing. 11. and short dramas. In last 10 years 210 women are rehabilitated. Hard rocks were 17 . Nirmal Ranwara and Ranwara Publication Nirmal Ranwara is the magazine started in 1998. These numbers are more in Marathwada. stitching. They are taught academics. It has got a good response from all sections of people. 13. freedom from addiction and superstitions are the activities performed here. Gosawi Vasti Vikas Project This project is started in 1982 near Pune in Nanded for ascetic and nomadic people. Sabala Mahila Kendra (Latur) Nowadays numbers of deserted women are increasing. Thus in August 1994 this organization has opened a rehabilitation center for such deserted women and widows. parent and teachers also take of its benefit. poems.

Vipul. 15. Vanchit Vikas requires different activists for different types of work to perform.broken down and farming has been successfully carried out in these areas. This project is an important project for creating manpower. 18 . are circulated in various projects conducted by Vanchit Vikas. In Marathwada rehabilitation of the earthquake victims is taken up. From 2004. at Yavatmal district the progress of watershed areas for adivasi has been taken over by this organization. Aksarvedh does the work of printing for organization. 16. Aksarvedh. organization has many trained. leadership skills etc. Manavnirman Project. young. This is offset printing press of Vanchit Vikas. stress management. Vipul is the name of the publication department of Vanchit Vikas. Women are becoming capable and educating their children well. As a result of this project. The books published by Vipul. They are given information on different topics like management. Education. The available persons are given training and guided to work under this project. health development programs are carried out in this project. In Vidarbha. 14. which has published different books related to social economic and national importance. passionate activists to work. valuation. Gramin Vikas project This organization has setup three projects in three different parts in Maharashtra. 17. Their financial positions have also improved.

In wider usage. We also have tried to encapsulate the diversified job satisfaction level existing among the employees working for Vanchit Vikas. Private organizations that pursue activities to relieve suffering. promote the interests of the poor. in whole or in part. INTRODUCTION OF NGOs : NGOs play an important role in bridging the gap between the Government. Vanchit Vikas has made enormous efforts towards providing basic social service and we are trying to sketch a graph of various drives & motives which enable a person to work. the term NGO can be applied to any non profit organization which is independent from Government.e. protect the environment. The NGO movement is a global reality with wide acceptance. its agencies and the society. NGOs focus on one or more cause for one or more section of society and try to uplift the wider section of society. In a nutshell. NGOs and job satisfaction to make it easily understandable. DEFINING NGOs : The World Bank defines NGOs as. on donations and 19 . or undertake community development . We have also tried to estimate the degree to which these drives affect the pivot (employees) of such organization. In order to maintain a proper balance and relevance to the theoretical framework we are now dividing this section into two segments i.THEORITICAL BACKGROUND This paper has discussed different level of job satisfaction in order to maintain a proper and scientific study of various needs & drives and also the degree to which it need to improve. provide basic social services. NGOs are typically valuebased organizations which depend.

They. INTRODUCTION TO JOB SATISFACTION : The term job satisfaction refers to an employee s general attitude toward his job. TERMINOLOGY : NGOs are also known by the following alternative names/terms: NPO: Not-for-Profit Organization CSO: Civil Society Organization There might be a fine line between these terms. thus. it is difficult for the Government to take care of each and every section of society. However. To the extent that a person s job fulfils his dominant needs and is consistent with his expectations and values. However.voluntary services. we will use these words interchangeably. since it has multiple roles to play. the job will be satisfying. also cover a defined area of working such as advocacy/campaigning. disaster management etc. NGOs try to communicate the concerns of a community to the Government. financial support. The term 20 . There are different NGOs which cover a defined territory or the state. for the purpose of discussion. Besides. community outreach. child labor abolition etc. Although the NGO sector has become increasingly professionalized over the last two decades. life skills development. principles of altruism and volunteerism remain its key defining characteristics. HIV/AIDS/health awareness. The concept of NGOs has been conceived to cover up this shortcoming of the Government. NGOs also act independently for the welfare of the society by empowering the people through training and programs. The Government is supposed to act for the development of the downtrodden society.

He reviewed 35 studies on job satisfaction conducted prior to 1933 and observed that job satisfaction is a combination of psychological. We have seen the theories of 21 . Such a description indicates the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of job satisfaction.job satisfaction was brought to limelight by Hoppock (1935). DEFINING JOB SATISFACTION : Job satisfaction has been most aptly defined by Pestonjee (1973) as job. Other components that should be added to these five are the individual s state of mind about the work itself and about life in general. In addition to that we need to cover the abstract concept like job satisfaction. and political and social activities can all contribute to the job satisfaction. and (5) attitude toward supervision. (3) attitude toward company. personal adjustment and social relations. (2) general working conditions. Philip Applewhite has listed the five major components of job satisfaction as (1) attitude towards work group. level of aspiration. (4) monetary benefits. Morse (1953) considers job satisfaction as dependent up on job content. financial and job status and pride to group performance. identification with the company. The individual s health. RELEVENCE OF THE BACKGROUND : As we are in the process of determining the job satisfaction of the employees of Vanchit Vikas we have to understand the work environment of a NGO both in terms of psychological and physical aspects. physiological and environmental circumstances that cause a person to say I am satisfied with my job. From the above discussion now it is quite clear that the working psychologies of the employees of a NGO are very much different to profit making organizations. age. management. social status.

Now we have the following factors that will determine the level of job satisfaction: Achievement. Trust (attitude toward company). and how it is applicable to determine the job satisfaction of profit making organization. In this process we have excluded the factor attitude toward work group because the respondents are working for a non profit organization.Philip Applewhite. 18. To give these factors a NGO color we have added achievement as one of the factors. 22 . If we apply these factors mentioned by Philip Applewhite to our study. Even then the light influence of this factor is included in the work environment factor as question no. then it will never going to match the psychology of a NGO. Supervision and Work environment. Monetary consideration. Therefore the influence of the factor attitude toward work group is negligible. They are not forced to do this job but it is their personal will that they are working for social welfare. Therefore there is a need to modify or to customize these factors in order to make it applicable to our study.

Therefore this study aims at portraying accurately the attitude (job satisfaction) of a sample size toward their job. Research is an art of scientific investigation. Research design facilitates the smooth sailing of the various research operations. If we consider the purpose of our study. It is a movement from the known to the unknown. Some other information relating to this study is as follows :- o Area of the study: The area of the study refers to the head Office and two other projects conduced by Vanchit Vikas. The interview schedule had been prepared in such a way that the respondents were able to express their opinions freely and frankly. o Sampling design: For purpose of the study. But it needs to be synchronized and properly arranged. Convenient sampling method was administered in this study. time and money. 23 . But we were able to collect only 23 responses. Hence we can say that it is a Descriptive type of study. thereby making research as efficient as possible yielding maximal information with minimal expenditure of efforts. o Source of data: The study used mostly primary data. The data was collected from 23 employees by using interview schedule and structure questionnaire methods. The secondary data was collected from organization s brochures and annual reports. 30 employees were selected.METHODOLOGY OF THE STUDY RESEARCH METHODOLOGY : The very common meaning of research is a search for knowledge . it is to determine the job satisfaction level of the employees of a NGO.

Sample Method (Convenient sampling) 23(out of 75 employees) Employees at different level & in different projects. METHOD OF INTERPRETATION : Job satisfaction itself is an abstract and qualitative aspects / attitude.Sample Unit - All the statistical calculations were done with the help of Microsoft office-excel. Table No. Probability Distribution Analysis.Research design - Descriptive study. Percentage Analysis. The graphs and other figures were prepared with the help of Microsoft office-excel and Bitmap paint. Sample Size 3. and Morse etc. : 2 o Tools for analysis : The following statistical tools were used in the study : 1. 2. Structured questionnaire and Personal interviews. In order to measure the level of job satisfaction we have divided this abstract concept in to various factors. Therefore there is a need to customize the factors which 24 . But these theories are mostly concerned with profit making organizations. 2. 3. Research instrument - Sampling Plan: Non probability Sampling 1. Philip Applewhite. In this process we have considered various job satisfaction theories given by many prominent scholars like Pestonjee. Average Percentage Score Analysis.

15. As a result job satisfaction has been segregated in to the following factors: 1. 5. To transform this qualitative information in to quantitative. Achievement Monetary Consideration Supervision Trust and Work Environment. 20. undecided. We have calculated the total job satisfaction of each and every opinion factor.11. 2.e. Again each of this statement contains five options to answer i.8. we have given them the following weights: OPTIONS Strongly Agree Agree Undecided Disagree Strongly Disagree Table No. Each of these factors has a number of specific statements randomly positioned in the questionnaire to hide the aim or the objectives of the study from the respondents. : 3 In view of scaling technique (Likert-type scaling) that is employed in the study. 10. 22 & 23. the respondents opinions are converted to a standard measure namely WEIGHTS 5 4 3 2 1 average percentage score. 3. strongly agree. agree. 12 & 17. monetary consideration represents question no: . disagree and strongly disagree. achievement factor represents the responses of question no: . Each opinion factor has certain statements to answer e. 21.should finally in the harmony of non profit organizations. These statements are structured in such a way that if a person is strongly agrees to a particular statement. supervision 25 . then that person has the maximum satisfaction level and if the person is strongly disagree then he has the lowest satisfaction level as far as the statement is concerned. 4.g.

7 & 19 and finally work environment opinion represents the responses of question no: .includes question no: . 26 . We have calculated all the responses of the sample according to each factor and also the total job satisfaction level by the aforesaid method. Therefore a maximum of 115 ( 23 minimum of 23 ( 23 1 ) can be scored by any statement. after that we have calculated the number of respondents in each group and then we have followed the aforesaid method. 5.3. 4. and 1 respectively. of respondents is also 23. 9 & 13. For factor wise and personal detail wise interpretation we have divided the total respondents in to various groups according to their personal details e. the first statement has the following responses out of 23 respondents: Strongly agree Agree Undecided Disagree Strongly disagree Total Therefore. 5 ) and For example. disagree and strongly disagree) and each of the response have some weight i. 6. undecided. trust includes question no: . In total there are 23 statements to be checked in a scale of five responses (strongly agree. age.2. (7 5)+(9 4)+(3 3)+(4 2)+(0 1) = 88 = 7 9 3 4 0 23 Now we have converted this score in to percentage as follows: ( 88 100 ) / 115 = 76. gender. 4. 2. agree. the first statement scored a total of 88 i. 16 & 18. 5.g. Similarly the no. 3. income etc. 14.e.e.52 % Similarly we have calculated the percentage score of other statements in the respective opinion factor and then we have taken the arithmetic average of these percentage scores to determine the overall score of that opinion factor.1.

DATA ANALYSIS AND INTERPRETATION The data collected from the employees working for Vanchit Vikas was systematically applied and presented under various headings.00 90. : 4.2 The above table shows the average percentage score of different opinion factors in various projects. It can be inferred from the above table that: o Monetary consideration is low compared to other opinion factors in every project. OF RESPONDANDTS 4 8 11 23 Table No.38 67.50 76.00 77. Out of 23 respondents taken for the study. 8 in Balwadi and 11 in TIGRIS.73 80.42 66. Simple percentage and Average Percentage Score Analysis has been applied to all the tabulation structure.00 82.50 80.75 87. The detailed analysis and discussions are given below:- PROJECTWISE INTERPRETATION : NAME OF THE PROJECTS Head Office Balwadi TIGRIS Total NO.7 % 48 % 100 % S.VARIOUS PROJECTS OF THE RESPONDENTS AND OPINION FACTORS PERCENTAGE 17.73 TIGRIS Table No.1 The above table depicts the project wise classification of the respondents.43 84.00 84.64 84. OPINION FACTORS ACHIEVEMENT No PROJECTS MONETARY CONSIDERSTION SUPERVISION TRUST WORK ENVIRONMENT 1 2 3 HEAD OFFICE BALWADI 81.73 83.25 64. 27 . AVERAGE PERCENTAGE SCORE ANALYSIS . 4 are working in Head Office. Thus it is clear that Balwadi and TIGRIS have the maximum percentage of the employees.3 5 % 34. : 4.

32 82. : 1.00 O CRCS EP 50. 28 . It can be easily inferred from the above table that the job satisfaction level of the employees in various projects are high.00 PERCENTAGE SCORE 100.00 SOURCE : PRIMARY DATA 75.00 GE ATE E R 75.2 The above table shows the total job satisfaction scores in various projects. o The employees of Balwadi and TIGRIS are more satisfied with the work environment compared to Head Office.o Trust and achievement factors among the employees are very high through out the organization. VARIOUS PROJECTS . : 1.00 Graph No. TOTAL JOB SATISFACTION SCORE ( PROJECT WISE) TIGR IS BALWADI HEAD OFFICE S CT EJ OR P US IOR AV 78.00 HEA D OFFICE SOURCE : P RIM A RY DA TA B A LWA DI VARIOUS PROJECTS TIGRIS ACHIEVEMENT MONETARY CONSIDERSTION SUPERVISION TRUST WORK ENVIRONMENT Graph No.20 77.1 o Supervision factor is amazingly low in Head Office compared to Balwadi and TIGRIS.69 50.OPINION FACTORS 100. It is also found that the differences in job satisfaction scores among various projects are not that significant.

000 20.000 10.000 ABOVE 20. FACTORS MONETARY WORK No ACHIEVEME SUPERVISION PROJECTS BELOW NT CONSIDERSTI ON 85.000 20.76 80. OF REPONDENTS 17 3 1 2 23 Table No.71 63.00 TRUST ENVIRONMENT 81.000 20.INCOME LEVEL OF THE RESPONDENTS AND OPINION FACTORS OPINION S.000 15. AVERAGE PERCENTAGE SCORE ANALYSIS .00 1 2 3 4 10. They are fully satisfied with their remuneration (100%).000 and 2 above 20. 29 . The over all satisfaction level is more than 95% which is quite contradictory to the industry. Out of 23 respondents taken for the study.INCOME WISE INTERPRETATION : INCOME LEVEL (IN Rs. 17 are found to be below 10.000 15.00 86.00 95.000 category are very highly satisfied with their job. 3 between 10.00 45. : 5.2 The above table shows the average percentage score of different opinion factors according to various income levels. Thus it is clear that majority of the employees are n the group of below 10.000.14 64.41 85.000 10.00 100.86 45.000-income level.33 40.00 60.000 15.000 15.1 PERCENTAGE 74% 13% 4% 9% 100% TOTAL The above table depicts the income wise classification of the respondents.000 15. : 5.00 52.income level.00 80.71 97.) BELOW 10.000.000 Table No.04 82. It can be inferred from the above table that: o The respondents belongs to above 20.50 72.000.000 ABOVE 20.000 NO.00 92. 1 in between 15.00 92.

00 BELOW 10. : 2.20.000 10.000 & 20.000 15.00 100. They are not that satisfied with their remuneration. The overall satisfaction level is also very low (48.00 100. o The satisfaction levels in the category below 10.00 P ERCENTAGE SCORE Graph No.000 .1 o The scenario is totally changed for the respondents in the category between 15.00 SOURCE : PRIMARY DATA 50.000 and between 10.000 . TOTAL JOB SATISFACTION SCORE (INCOME WISE) ABOVE 20.20.33 48.15.000 INCOME LEVEL A CHIEVEM ENT M ONETA RY CONSIDERSTION SUP ERVISION TRUST WORK ENVIRONM ENT Graph No.000 & 15.15. They derived the lowest satisfaction through monetary consideration (40%). : 2.000 .58 25.00 AT NE R 50. Even though their family income is low they derived considerably higher satisfaction than the category between 15.OPINION FACTORS RE SOURCE : PRIMARY DATA OC S GE 75.INCOME LEVEL .000 BELOW 10.000 .000 15.000.00 75.000 ABOVE 20.00 EP 25.54%).000 are quite amazing.000 10.000 20.000.54 75.64 80. In both the categories the scores of all the opinion factors is quite high except monetary consideration.2 30 .000 95.

79 68.000. OF RESPONDENTS 15 08 23 Table No.67 61.2 The above table depicts the average percentage score of various opinion factors of married and unmarried employees.The above table shows the total job satisfaction scores in various categories of income level.MARITAL STATUS OF THE RESPONDENTS AND OPINION FACTORS PERCENTAGE 65% 35% 100% S.00 Table No.1 The above table shows the distribution of the employees according to their marital status. 31 .47 71.25 83. : 6.62 76.33 71.000 & 20.38 89.000 are the lowest among all the groups. The number of married employees are 15 of the total sample size whereas remaining 8 are unmarried employees. MARITAL STATUS WISE INTERPRETATION : MARITAL STATUS MARRIED UNMARRIED TOTAL NO. The respondents in the category above 20. : 6. OPINION FACTORS ACHIEVEMENT PROJECTS No MONETARY SUPERVISION CONSIDERSTION TRUST WORK ENVIRONMENT 1 2 MARRIED UNMARRIED 87. o The overall satisfaction level of the married employees is more than the unmarried employees. It can be easily inferred from the above table that the job satisfaction level of the employees in various income levels are high except the category between 15.000 & 20. From the above table the following inferences can be drawn: o Married employees are more satisfied than the unmarried employees regarding remuneration which is quite opposite as the financial requirements of a person is always more than that of an unmarried person.88 90.67 74.000 income level are highly satisfied while the respondents in the category between 15. AVERAGE PERCENTAGE SCORE ANALYSIS .

00 SOURCE : PRIMARY DATA PERCENTAGE SCORE Graph No.00 75. It is also found that the differences in job satisfaction scores among married and unmarried employees are not that significant.00 25.00 100.95 50.00 MARRIED MARITAL STATUS UNMARRIED Graph No.00 T CS NE R EP SOURCE : PRIMARY DATA ACHIEVEMENT MONETARY CONSIDERSTION SUPERVISION TRUST WORK ENVIRONMENT 50.1 o Monetary consideration is the factor which is lowest for both the married and unmarried employees compared to other factors.00 G E E OR 75. : 3. : 3.OPINION FACTORS 100.06 83. TOTAL JOB SATISFACTION SCORE (MARITAL STATUS WISE) S T ATUNMARRIED S AL MARRIED ITR M A 71.2 The above table shows the total job satisfaction scores acco rding to marital status. 32 .MARITAL STATUS . It can be easily inferred from the above table that the job satisfaction level of the employees (married and unmarried) are high.

6 PERCENTAGE 17% 26% 9% 48% 100% employees are educated up to school level.91 85. AVERAGE PERCENTAGE SCORE ANALYSIS .00 82.5%).EDUCATIONAL STATUS OF THE RESPONDENTS AND OPINION FACTORS OPINION FACTORS PROJECTS ACHIEVEMENT CONSIDERSTION S. 33 . 2 employees up to college level and 11 up to professional level.50 79.82 EDUCATION SCHOOL LEVEL COLLEGE LEVEL PROFESSIONAL LEVEL Table No.50 94. The inferences are as follows: o Monetary consideration among the various levels of education is low except college level (77. school level.00 77.00 77. Among the 23 respondents 4 employees have no formal education.50 66. OF RESPONDENTS 04 06 02 11 23 Table No. : 7.25 65.50 80. college level and professional level.82 95.64 66. The score of the remaining three levels are approximately the same.17 62.EDUCATIONAL STATUS WISE INTERPRETATION : EDUCATIONAL STATUS NO FORMAL EDUCATION SCHOOL LEVEL COLLEGE LEVEL PROFESSIONAL LEVEL TOTAL NO.14 70.2 The above table depicts the average percentage scores of various opinion factors for respondents having different education level. In these three levels monetary consideration is quite low compared to other factors.00 87.50 77. No MONETARY SUPERVISION TRUST WORK ENVIRONMENT 1 2 3 4 NO FORMAL 85.00 83. viz no formal education.00 92.09 82.1 The above table depicts the distribution of the employees in four different categories. : 7.67 64.

00 SCHOOL LEVEL NO FORMAL EDUCATION 25. In case of college level achievement factor again is low compared to other levels. o Supervision factor is quite excellent for the first two groups while for the remaining groups it is satisfactory.00 NO FORM A L EDUCA TION SOURCE : PRIMARY DATA A CHIEVEM ENT M ONETA RY CONSIDERSTION SUP ERVISION SCHOOL LEVEL COLLEGE LEVEL P ROFESSIONA L EDUCATIONAL LEVEL TRUST LEVEL WORK ENVIRONM ENT Graph No. o The overall satisfaction level of the employees of different education level is on the higher side except the employees belong to college level.1 o Achievement factor is high for the first two groups and the last group. : 4. o The satisfaction through work environment is satisfactory in all levels of employees except in the case of college level.00 O CRCS EP 50.30 84.00 75.75 50. : 4. o Employees belongs to college level education have the least trust in the organization while it is highest among the employees belong to school level education.30 82.OPINION FACTORS GE 100.EDUCATIONAL STATUS .2 34 . TOTAL JOB SATISFACTION SCORE (EDUCATIONAL STATUS WISE) PROFESSIONAL LEVEL COLLEGE LEVEL LE VE LL AN IO AT CU DE 77.00 ATE E R 75.00 100.65 70.00 SOURCE : PRIMARY DATA PERCENTAGE SCORE Graph No.

The above graph shows the overall job satisfaction level according to various educational levels of the respondents.2 The above table gives the average percentage score of various opinion factors based on gender difference in the total sample. 35 .1 The above table depicts the total number of male and female respondents..GENDER OF THE RESPONDENTS AND OPINION FACTORS S.45 85.00 77. There are 2 males and 21 females in the total population.43 100. GENDER MALE FEMALE NO. GENDER WISE INTERPRETATION : . Only in case of college level it is fractionally low.50 83. The above table depicts the following: o The satisfaction derived through monetary consideration is high for the male respondents compared to female respondents. : 8. AVERAGE PERCENTAGE SCORE ANALYSIS . : 8.29 97.14 Table No. No OPINION FACTORS PROJECTS MONETARY ACHIEVEMENT SUPERVISION WORK TRUST ENVIRONMENT CONSIDERSTION 1 2 MALE FEMALE 98. The total job satisfaction level does not vary much among all the respondents of different educational level.00 81.81 100.00 64.OF RESPONDENTS 02 21 23 PERCENTAGE 9% 91% 100% TOTAL Table No..57 82.

00 SC GE T 75.00 MALE SOURCE : PRIMARY DATA A CHIEVEM ENT M ONETA RY CONSIDERSTIO N FEMALE GENDER SUPERVISION TRUST WORK ENVIRONMENT Graph No. i. achievement and supervision.21 50. TOTAL JOB SATISFACTION SCORE (GENDER WISE) FEMALE 77.1 o The scenario is same for the two other opinion factors. 36 .o If we consider the work environment and trust. The difference in their satisfaction level is also significant.2 The above graph shows the graphical representation of respondent s total job satisfaction score according to gender. The male respondents are more satisfied with achievement and supervision compared to female respondents.e.00 RE N GE MALE 25.00 NE R EP 50.OPINION FACTORS E OR 100. GENDER . we can observe that male respondents are fully satisfied whereas the female respondents are comparatively less satisfied. The graph depicts that job satisfaction score of male respondents is much higher than female respondents. : 5.00 75.00 PERCENTAGE SCORE SOURCE : PRIMARY DATA Graph No.82 96.00 100. : 5.

e. : 9. 3 . : 9.1 PERCANTAGE 17% 61% 22% 100% The above table depicts the categorization of number of family members into three categories i. has the highest satisfaction in terms of monetary consideration. up to 2. 14 respondents are in category of 3-4. AVERAGE PERCENTAGE SCORE ANALYSIS .86 90. Table also gives the number of respondents in each category.43 82.NO.00 77.65 85.80 3-4 5-6 Table No.43 84. OF FAMILY MEMBERS OF THE RESPONDENTS AND OPINION FACTORS S. OPINION FACTORS NO.INTERPRETATION ACCORDING TO THE NUMBER OF FAMILY MEMBERS : NUMBER OF FAMILY MEMBERS UPTO 2 3 TO 4 5 TO 6 TOTAL NO.4 and 5-6.00 87.25 63. The inferences are as follows: o More or less the satisfaction derived by monetary consideration is equal in each of the group in spite of the fact that it is very low compared to other factors.2 The above table depicts the average percentage score of various opinion factors of respondents categorized on their number of family members.71 66. We found that there are 4 respondents having family members up to 2. The respondents belong to the group 5-6.OF RESPONDENTS 4 14 5 23 Table No.36 89. 5 respondents in category of 5-6. 37 .75 80.00 79.00 83. OF FAMILY MEMBERS ACHIEVEMENT No MONETARY SUPERVISION TRUST CONSIDERSTION WORK ENVIRONMENT 1 2 3 UPTO 2 86.50 82.57 73.

e.00 50. OF FAMILY MEMBERS SUP ERVISION 5-6 SOURCE : PRIMARY DATA A CHIEVEM ENT M ONETA RY CONSIDERSTION TRUST WORK ENVIRONM ENT Graph No. The respondents having a family size of 3-4. The graph depicts that respondents having 5-6 family members are slightly high satisfied (84.00 SOURCE : PRIMARY DATA PERCENTAGE SCORE Graph No.37 FF . are less satisfied (77.OPINION FACTORS 100. o The overall satisfaction level is also very similar in different groups.00 25.E OR SC GE T NE R EP NO.59 50. trust and work environment have an almost equal impact on job satisfaction level of different groups. 38 .00 75.00 UPTO 2 3-4 NO. : 6.1 o Other factors i.5%) than other categories.00 75.00 100. TOTAL JOB SATISFACTION SCORE (NO. OF FAM ILY M EM BER WISE) RS BE ME M ILY MA 5-6 3-4 84. achievement. supervision.37%) than other categories.2 The above graph shows graphical representation of respondent s total job satisfaction level of various opinion factors according to various number of family members. OF FAMILY MEMBERS . : 6.50 77. UPTO 2 ON 80.

AVERAGE PERCENTAGE SCORE ANALYSIS .75 64.00 81. The inferences are as follows: o The satisfaction derived through monetary consideration is increasing as the age of the respondents increases.10 88.35 36 . 39 .75 83.25 25-30 31-35 36-40 ABOVE .60 84.33 68.00 76. below 25.33 90. the satisfaction level is same as the age group of below of 25. It is clear from the above table that the distribution of respondents is quite even in all the categories.00 85. : 10.00 88.00 85.AGE GROUP OF THE RESPONDENTS AND OPINION FACTORS PERCENTAGE 17% 26% 22% 22% 13% 100% S.e.00 88.40 ABOVE 40 Table No.1 The above table shows the distribution of respondents according to their age.00 86.00 58.00 93.75 82.33 68.00 68. and 36-40 and above 40.33 26 .OF RESPONDENTS 04 06 05 05 03 23 Table No.50 91.AGE WISE INTERPRERTATION : AGE (IN YEARS) BELOW .40 TOTAL NO.30 31 . But in case of the age group of above 40. 31-35. The respondents belong to the age group of 36-40 have the highest satisfaction level whereas for the age group of above 40 it is the lowest.71 78. No OPINION FACTORS AGE GROUP ACHIEVEMENT MONETARY CONSIDERSTION SUPERVISION TRUST WORK ENVIRONMENT 1 2 3 4 5 BELOW 25 80.67 58.17 69. : 10.2 The above table depicts the average percentage score of satisfaction of various opinion factors according to the age of the respondents.00 86.00 79. 25-30. We have divided them in five categories i.

00 GE T NE 50.00 R EP 9 .1 o The satisfaction derived through achievement is more or less same for all the categories. In case of the last three categories it is marginally high.35 AGE GROUPS SUP ER VISION 36 .35 AGE GROUP 36 .00 R EP T OR BELOW 25 26 . : 7. o More or less the scenario is same for the case of trust factor as we have already seen for the supervision factors. it is again declining. : 7.0 68 3 .40 ABOVE 40 SOUR C E : P R IM A R Y D A T A A C H IEVEM EN T M ON ET A R Y C ON SID ER STION T R UST WOR K EN VIR ON M EN T Graph No.2 40 .00 NE CS 50.30 31 .OPINION FACTORS G E 100.00 E OR SC75.8 67 2 . o The satisfaction derived through work environment is again quite similar to the previous factors.40 ABOVE 40 Graph No. after the age of 40.00 E 75.00 BELOW 25 SOURCE : PRIMA RY DA TA 26 . TOTAL JOB SATISFACTION SCORE (AGE WISE) 100.30 31 . o If we consider the satisfaction level out of supervision it is increasing as the age increases but up to the age of 40.AGE GROUP . It is increasing as the age of the respondents increase and then after certain age it is declining.9 97 25.7 48 0 .9 6 2 .

age wise.00 66. The following inferences can be depicts from the above graph: o The job satisfaction derived through supervision is the highest compared to other factors. 41 . : 8.00 75.85 rs to a n ioin po TRUST SUPERVISION M ONETARY CONSIDERATION ACHIEVEM ENT 25. In other words we can say that the employees of the organization are very happy with the kind of supervision they get from the management of the organization. OVERALL JOB SATISFACTION (FACTOR WISE) : We have seen the job satisfaction level of the respondents according to the various segregation of the respondents e. educational level wise etc. are less satisfied compared to other groups whereas the respondents belong to the age group of 36-40.1 The above graph shows the total job satisfaction level of all the respondents according to the various opinion factors.00 SO U R C E.g. gender wise. The supervision factor has the highest contribution to the job satisfaction level of the employees. are highest satisfied employees.04 85.00 100 . OVERALL JOB SATISFACTION LEVEL WORK ENVIRONM ENT 79.13 83. If we consider the total job satisfaction derived by each of the category we can say that the respondents belong to the age group of below 25.0 0 percentage score Graph No. PR I M A R Y D A T A 50. now we have clubbed the total satisfaction of all the employees and presenting it according to the various opinion factors.The above table shows the total satisfaction level of the respondents according to their age.09 83.

09 83. Now we are going to concentrate in the individual satisfaction level of the respondents. We have calculated the total job satisfaction of each and every individual.o Achievement is the other factor by which the employees of the organization are majorly satisfied. : 8. OVERALL JOB SATISFACTION LEVEL 66. In total there are 23 statements to be checked in a scale of five responses (strongly agree. agree.e. The gap is quite significant.3. disagree and strongly disagree) and each of the response have some weight i. DISTRIBUTION ANALYSIS : We have already discussed the job satisfaction of the respondents according to various opinion factors.2 o Monetary consideration has the lowest contribution to the total job satisfaction level.00 79. o The other two factors are also contributing a considerable portion in the total job satisfaction.04 A CHIEVEM ENT T R UST S O U R C E . the monetary consideration scores merely 66.13 83. and 1 42 . undecided.09%. As this organization is a non profit organization. P R IM A R Y D A T A M O N ET A R Y C ON SID ER A T ION SUP ER VISIO N W OR K EN VIR O N M EN T Graph No. 5.2.85 85. it is quite clear that achievement play a major role in the psychology of the employees. Where the other factors are approximately more than the mark of 80%.4.

91.respectively.88.104.56. For example the first respondent has the following responses out of 23 statements.100.105.91.99.115.89 Then we have formed various groups in order to determine the frequency of each group. (8 5)+ (9 4) + (3 3) + (3 2) + (0 1) = 91 Similarly we have calculated all the responses of the sample. These are as follows: SCORES 50-60 60-70 70-80 80-90 90-100 100-110 110-120 FREQUENCIES 1 1 0 4 8 7 2 23 Table No.e. : 11 TOTAL 43 .98.103.110.64. These are as follows: 91.109.89.90. Therefore a maximum of 115 (23 5) and minimum of 23 (23 1) can be scored by any respondent.91.106.108. Strongly agree Agree Undecided Disagree Strongly disagree Total = 8 9 3 3 0 23 Therefore he has scored a total of 91 i.80.93.

From the following frequency distribution we have calculated Mean. Graph No.1 The above graph is the frequency distribution curve of all the responses of the sample size. Median and Mode which are as follows: MEAN MEDIAN MODE = 94. median and mode we can observe that mean is bigger than median and median is bigger than mode. It has been observed that in the response group of 90-100 has the maximum frequency. : 9. Therefore we can say that this distribution is a positively skewed distribution. If we consider mean.2 The above chart is a graphical representation of positively skewed distribution curve. : 9.35 = 93 = 91 = 14. It can be inferred from the above table that the majority of the responses 44 .008 STANDARD DEVIATION FREQUENCY DISTRIBUTION CURVE 10 5 0 0 1 2 3 GROUPS 4 5 6 7 8 Graph No.

Henceforth all the employees of the organization are 79.2 and µ .are within the lower side of the distribution. This curve is skewed because the values in its frequency distribution are concentrated at the low end of the measuring scale on the horizontal axis. Mode = µ and Standard Deviation = Therefore.3 and µ .) In this distribution 69. = 14 (approx. the median is to the right of that and the mean is to the right of both the median and mode. In this case the median is the best measure of location because it is between the mean and the mode. µ = 91 and .13% satisfied and it is on the higher side of the measuring scale. between µ . The curve is skewed to the right because it tails off towards the high end of the scale.2 and between µ + 2 and µ + 3 .56% of the total responses are lying between the area of µ and µ + which is colored in blue and yellow.09% of the total responses are lying in the grey colored area i.13. 26. 45 . between µ .e. The values are not equally distributed.35% are lying in the outer section i. Now let. In this distribution the mode is at the highest point of the distribution. And the remaining 4.and between µ + and µ + 2 . Therefore we can say that Median is the central tendency of this distribution which is 91 and when it is converted in to percentage it is 79.e.

But these questionnaires were largely used for profit making organization. Limitation regarding the questionnaireThe questionnaire has been prepared by the help of a number of standard psychological instruments used successfully in various previous researches. But due to heavy rains I was not able to visit those projects for survey. I came across different problems. These effects were fluctuated the preciseness of the research to a certain extent. Central Tendency effect and a feeling of why me attitude. I had to limit the scope for Pune & its surroundings only. Due to this shortage of time we were not able to carry out an item analysis which is quite important for this kind of study. Therefore we had to relay on various theories which again was not a tailor made solution for us. Transportation ProblemVanchit Vikas have their projects in different cities of Maharastra other than Pune. The problems faced were the limitations of the project. But the employees were not always available for correspondence due to uncertain working schedule.LIMITATIONS OF THE PROJECT No project is ideal. They are as follows. In reality when I carried out this field survey for Vanchit Vikas. Psychological limitationsDuring the process of interviews some of the respondents were suffering from Leniency or Constant effect. Again the validity and the 46 . So we had to customize the questionnaire according to our need. I could not carry out more extensive survey. Respondents were busyAccording to the requirement of the survey I had to fill in the questionnaire by the employees working on different projects of Vanchit Vikas. Time constraintAs per the college schedule I had to complete the survey and its result analysis in a period of 2 months. As a result.

A. Paliwal. reliability coefficient = 0.half reliability = 0. C.79 (N=200) Content & face 4. Table No.84 (N=95) validity established. validity established.85 Split-half 3. Daftuar RELIABILITY Cronbach s alfa reliability = 0. B.95 KR-20 Split.89 Factorial & face 2. Formula) =0. N.67 (N=90) (Retest) Reliability = 0. This fact also had a marginal effect on the preciseness of the survey.K.44 (N=200) reliability = 0.82 47 .Srivastava. : 12 Other limitationsDuring the survey we met a number of employees who have joined this organization very recently and they were afraid to disclose the actual state of their mind and any opinion regarding the management and the upper level of hierarchy. N. M. Split-half reliability ( S. C. Daftuar VALIDITY (Value of coefficient of correlation) 0. B. On the other hand some employees had not good command over the English language and by any reason they were not accepting this truth and had filled up the questionnaire with only a partial understanding of the subject matter.reliability of the questionnaire were not measured due to time constrain although the source instruments had the following validity and reliability: AUTHOR OF THE INSTRUMENTS 1.67 to 0. 0.

the employees of Vanchit Vikas have given full support and cooperation to the management. But we have seen that most of the employees of the organization are not fully satisfied with the salary they get. They all are up to a noble revolution which has got some serious impact on the society at large. achievement and social recognition are comparatively higher motivator for all type of employees in the organization. there are a lot of smiles hidden in the psychology of its employees. More or less for Vanchit Vikas. empowering the people through financial and non financial support. Considering that it is a social welfare group. In this whole process. 48 . Even then the employees are all up on their toes to face any short comings. These organizations themselves are so sound in terms of financial capability that they have their own R&D section and they conduct their own problem oriented research.CONCLUSION There has been a number research conducted all over the world in the field profit making organization. These organizations have to fight a valiant battle against the limitation of various resources. It is not like that they do not understand that this organization is a non-profit organization. Apart from monetary consideration. it is quite a limited affair. they deserve to be paid by their contributions. This study has discussed the various factors that influence the job satisfaction of the employees working for Vanchit Vikas. and bridging the gap between the Government and its people. In a nutshell. Vanchit Vikas have made enormous efforts towards providing basic social services. But when we consider the research in the field of non profit organization.

o As this organization is meant for social welfare and social service. Most of them are with out formal education and in the lower bracket of the economical hierarchy. o If we consider any NGO. Any kind of remuneration should be based on responsibility and contribution. Therefore. So it is highly recommended that grab every opportunity to get into the light of Medias and other source of exposers. It is practically the biggest motivating factor for any non profit organization. Considering that it is a social welfare group. It is not like that they do not understand that this organization is a non-profit organization. On the shoulder of such grass root workers social welfare is possible. Achievement and social recognition is the biggest motivator for all type of employees. Ultimately it 49 . therefore there is a need to create an environment which gives every employee a recognition among the organization itself. In short employee branding is required within the organization.RECOMMENDATIONS o It has been found that most of the employees of the organization are not fully satisfied with the salary they get. there is a need to restructure the pay scale after considering the financial capabilities of the firm. o Generating awareness and education among the employees regarding various issues to focus the noble cause behind such activities. o Grass root level workers are the most important part of any organization. they deserve to be paid by their contributions. The study showed that a lot of attention is required towards the grass root level. not for seniority and status. monetary consideration cannot be the biggest motivator. Even the most junior level employee should be allowed to get into the news of the organization. Each and every employee should feel that they have a specific role to play in the organization but in a harmony to meet the desired organizational goal. They required more attention as they are doing some thing which is comparatively less expected out of them.

o Regular evaluating and analyzing of various activities and functions of each employee create an atmosphere of accountability and responsibility. When an idea is accepted. Corporate people are very helpful regarding the training and development of the beneficiaries. complete delegation of job responsibility etc. o In order to maintain a steady and accountable source of activists. or if possible full time. school / college students. social workers.is going to help the employees in creating more interest in their already assigned tasks. o Make training programs the most effect one. Some corporate methods of job enrichment can be utilized. new responsibilities. o Try to utilize your employees in a most appropriate way possible as the under use of people causes them as much stress as over use. Evaluate the process itself. In those cases make a comparison with the other employees in order to make him understand where he is lagging behind. 50 . Make every person accountable for his assigned task. o Enrich jobs by way of delegating the whole task. the person should not be treated childishly or ignorantly. While doing short time projects Vanchit Vikas could save donor values and money might be passed on to the beneficiaries. Vanchit Vikas must encourage people for taking up part time jobs. Therefore as far as possible balance each and every assign task with the capabilities of every employee. o The study depicts that the victims are very much motivated and enthusiastic towards their work. If there is any deviation. Invite suggestions for the betterment of the training programs. The volunteers might be teachers. job rotation. corporate people etc. Therefore utilizing victims at various level of activity is a rational idea. self help groups. let its creator implement the suggestion. E.g. party workers. o More emphasis should be given in new ideas and suggestions where the involvement of the employees is must.

51 . They have restrained themselves within that limit. make sure that you have a good reason and explanation. then try to evaluate the strengths and weaknesses of the employees. Most of the employees should be on their toes to grab every opportunity of non financial rewards. o Talk about work related problems to the concerned employee to prevent them from becoming intense. Before refusing any request made by any employee. find the root cause of repeated complaints and eradicate it quickly. o Always ask staffs for their opinions about decisions that affect them. o Ensure that your staff know both their roles and its importance.o Most of the NGOs are bound by some financial limits. o Strengthen your message by using several means of communication and always keep your staff informed wherever possible because uncertainties are very demotivating for the employees. o o Give people the opportunity to use their own initiative whenever possible. So it is highly recommended to create an atmosphere which is full of competition for non financial rewards. These presents should act as a reminder of high performance rather than monetary worth. It has been observed by many previous studies that all those decisions demotivate them where the opinions or the feedback of the employees were neglected and those decisions have affected them even marginally. But make sure that the recognition and good work should not be compared with the monetary value of such presents. For winning cooperation among the employees it is highly recommended that. o If financial feasibility allows. Ensure that the job makes full use of strengths and provide training to improve weaknesses. The foundation of such rewards is likely to be achievement and fun. Because they are not that expensive and cost bearing. o Use certificates and engraved presents as reminders of high achievement.

Statistical Methods. findarticle. Websites:- o o o www. S. which helped me in presenting the data and knowing important data about theory behind the core concept of my survey. C. Statistics for Management. Sultan Chand & Sons. Indianjournalofmarketing. New Delhi. Magazines:- o o HRM Review. Richard I. Indian Journal of Marketing. Com www. Jaico Publishing House. o o Robert Heller.B Mamoria. New Delhi. 3rd Handbook of Psychology & Social Instruments. Personnel Management. com 52 . Dorling Kindersley. Victor Dulewicz & Clive Fletcher. com www. Rubin. Motivating People. London. Mumbai. Levin & David S. Psychological Testing. John Toplis. researchartical. 2nd Handbook of Psychology & Social Instruments.BIBLIOGRAPHY The following are the sources. Pestonjee.P Gupta. Books: - o o o o o Pestonjee. Prentice Hall of India. The ICFAI University Press.

ANNEXURES 53 .

Male/Female Marital Status: . 3.000-15. 4.. 2. INSTRUCTIONS 1.Below 10th/10th Pass/12th Pass/Graduation/PG Monthly Income of the family (Rs. Gender: . 54 . ..Married / Unmarried No of Family Member: . Free and frank feedback will be highly appreciated.VANCHIT VIKAS 405/9. 5. PERSONAL DETAILS Name: Age: . . Feel free to share your views and opinion as this information will be kept confidential.. From Q.000-20.23 you are required to tick ANY ONE option out of the five which you think is appropriate to the corresponding statement. NARAYAN PETH. Educational Status: . No of Earning Members: . .):Below 10... MODI GANPATI.. PUNE -411030 A FIELD SURVEY TO UNDERSTAND THE JOB SATISFACTION LEVEL OF THE EMPLOYEES WORKING FOR VANCHIT VIKAS.1 to Q. Spontaneous answers to questions are expected.. Fill this questionnaire with Capital letters only.000 More than 20.000 10.000 15.000 Name the project working on: .

10. 55 . I feel that my present job fits my ability/ qualification and experience. I feel proud of working in this organization. I think this organization treats its employees better than other similar organizations. 4. My supervisor keeps me informed about all the activities/ happenings of the organization. 2. 11. I feel that I have opportunity to put forward my problems to the management. 6. Overall. Behavior of my superior is reasonable with me. Physical working conditions in this organization are satisfactory. 9. 5. Favoritism does not have any role to play in this organization. Statement Strongly Strongly Agree Agree Undecided Disagree Disagree I have full faith in the management of this organization. 3. Comparing the salary for similar jobs in other organizations I feel my pay is better. 7. I am satisfied with the general supervision of my department.Sl. No 1. 8.

Considering the nature of work I feel that my job is challenging and distinctive. 14. I feel I have good prospects of advancement in my in my job.12. My supervisor takes into account my wishes as well as work done. 23. Overall. 18. There is high team spirit in the work group. 15. My job has helped me to learn some skills. 17. 56 . Thank You For Your Precious Time And Cooperation. 16. Compared with the job responsibilities. My job gives me opportunity to achieve something worthwhile. 19. My organization adopts best methods of work to serve the society. I am satisfied with the welfare activities (for the society) conducted by our organization. 22. 20. My pay is enough for providing necessary things in my life. 13. my pay is fair. 21. I usually feel fresh at the end of the day s work. This organization gives me the opportunity to serve the society.

AN EVIDENCE OF THE MEDIA COVERAGE OF VANCHIT VIKAS :A copy of print news about Vanchit Vikas published in Maharashtra Herald. 57 .

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