Kamatchi Project

A STUDY ON JOB SATISFACTION
IN
ALLSEC TECHNOLOGIES
SUMMER PROJECT REPORT
Submitted in Partial Fulfillment of the requirement for the award of

the degree
MASTER OF BUSINESS ADMINISTRATION
UNIVERSITY OF MADRAS
By
R. KAMATCHI
(Register No: MA00320)
Under the guidance of

Mrs. Sujata Raje MBA
Assistant Professor
MBA Department
Guru Nanak College, Velachery, Chennai-600042
JUNE 2011
1
BONAFIDE CERTIFICATE
This is to certify that project report entitled “A STUDY ON JOB SATISFACTION” is

a bonafide record of work carried out by Ms. R. KAMATCHI (MA00320) during the
summer vacation from May 2011 to June 2011, under my guidance, in partial
fulfillment of the requirement for the award of the degree of MASTER OF
BUSINESS ADMINISTRATION, by UNIVERSITY OF MADRAS.
DR. (Mrs) L. PARIMALAM Mrs. Sujata Raje MBA
HOD PROJECT GUIDE
2
DECLARATION
I, R.KAMATCHI hereby declare that this summer project report entitled “A

STUDY ON JOB SATISFACTION” submitted in partial fulfillment on the
requirement for the degree of MASTER OF BUSINESS ADMINISTRATION,
UNIVERSITY OF MADRAS is my original work and it has not formed the basis
for the award of any other degree.
Place: Chennai
Date: R. KAMATCHI
3
TO WHOMSOEVER IT MAY CONCERN
This is to certify that L. ISABEL DINU SULEGA, student of MBA final

year of GURU NANAK COLLEGE, Velachery, Chennai, has
successfully completed his/her summer project work on “ A STUDY ON
RECRUITMENT PROCESS AND ITS STRATEGIC
RECOMMENDATIONS” during May 5th to June 5th.
For ALLSEC TECHNOLOGIES LTD
Mrs. Mathangi
Assistant Manager
HR Department.
4
ACKNOWLEDGEMENT
Of the many people who has been enormously helpful in the preparation
of this project. I wish to express my sincere sense of gratitude to Dr. Mariene Morais,
Principal, Guru Nanak Institute of Management, Velachery, Chennai, for their
necessary support during this project.
I would like to thank our head of the department, Mrs. L. Parimalam and
to my Project guide Mrs. Sujata Raje For the encouragement provided for the
completion of this project work successfully.
I take this opportunity to express my deep sense of gratitude and hearty
thanks to Mrs. Mathangi, HR Assistant Manager, ALLSEC TECHNOLOGIES LTD
for her excellent Co-operation and providing infrastructure for the successful
completion of this project.
I am greatly in debted to my family for their non-stop support,
encouragement and inspiration for successful completion of this project. I also express
my heartfelt thanks to all those personalities and well wishers who helped me a lot in
completing this project.
Place: Chennai R. KAMATCHI
5
6
ABSTRACT
The topic of the project is “A STUDY ON JOB SATISFACTION OF

WORKERS IN ALLSEC TECHNOLOGIES LIMITED”.
The cost of labour in BPO is increasing disproportionately along with

Absenteeism, which leads to increased financial burden for the management.
The government provides less taxation and more concession based on the
location of the industry. The organization realizes the need to Asses the
workers satisfaction of their welfare schemes.
The objective of the study was to assess employee’s job satisfaction

level and their satisfaction level in various welfare facilities provided by the
organization.
The research design under taken for the study was descriptive
research type and the sampling method used was census method. A total
population of 125 workers was covered.
The primary source of data was collected from the employees through
survey method using a structured questionnaire. The data was collected
through interview schedule on a 5-point scale questionnaire. The secondary
data was collected referring to the personal manual of the organisation.
Chi-square and simple percentage analysis were used to analyze the

data collected. The results show that most of the employees were satisfied
with the factors of job satisfaction. Very few workers of different departments
have some specific problems relating to their work, environment and
colleagues. Suitable suggestions were given by the researcher to improve
these facilities in the organisation.
7
TABLE OF CONTENTS
CHAPTER PAGE
PARTICULARS
NO. NO
I INTRODUCTION
1.1 INDUSTRY PROFILE
1.2 ABOUT THE COMPANY
1.3 PROJECT PROFILE
II
2.1NEED FOR THE STUDY
2.2OBJECTIVES OF THE STUDY
2.3SCOPE OF THE STUDY
2.4LIMITATION OF THE STUDY
III RESEARCH METHODOLOGY
3.1 RESEARCH DESIGN
3.2 DATA COLLECTION METHODS
IV ANALYSIS AND INTERPRETATION
4.1 SIMPLE PERCENTAGE ANALYSIS
4.2 CHI-SQUARE ANALYSIS
4.3 WEIGHTED AVERAGE METHOD
V 5.1 FINDINGS
5.2 SUGGESTIONS
5.3CONCLUSION
APPENDIX I
BIBILIOGRAPHY
8
LIST OF TABLES
TABLE TITLE PAGE

NO. NO.
4.1.1 DEPARTMENTWISE CLASSIFICATION OF
RESPONDENTS
4.1.2 AGEWISE CLASSIFICATION OF RESPONDENTS
4.1.3 GENDERWISE CLASSIFICATION OF
RESPONDENTS
4.1.4 EXPERIENCE OF RESPONDENTS
4.1.5 RESPONDENTS CORDIAL RELATIONSHIP WITH
SUPERIOR/SUPERVISOR
4.1.6 BENEFIT SCHEMES FOR RESPONDENTS

4.1.7 SAFETY MEASURES FOR RESPONDENTS
4.1.8 FAMILY WELFARE MEASURES – TAKEN CARE
4.1.9 WORKING HOURS ARE SUITABLE FIXED
4.1.10 WORKING CONDIONS ARE SATISFACTORY
4.1.11 JOB SECURITY ENSURED
4.1.12 LEAVE PROVISIONS ARE ADEQUATE
4.1.13 TOILET FACILITIES ARE ADEQUATE
4.2.1 RELATIONSHIP BETWEEN MARITAL STATUS
AND FAMILY WELFARE MEASURES
4.2.2 RELATIONSHIP BETWEEN EXPERIENCE OF THE

RESPONDENTS AND THEIR RELATION WITH
SUPERIOR/SUPERVISOR
4.2.3 RELATIONSHIP BETWEEN THE GENDER OF THE

RESPONDENT AND THEIR WORKING HOURS
4.3.1 OVERALL JOB SATISFACTION LEVEL
9
LIST OF FIGURES
FIGURE TITLE PAGE

NO. NO.
4.1.1 DEPARTMENTWISE CLASSIFICATION OF
RESPONDENTS
4.1.2 AGEWISE CLASSIFICATION OF RESPONDENTS
4.1.3 GENDERWISE CLASSIFICATION OF

RESPONDENTS
4.1.4 EXPERIENCE OF RESPONDENTS
4.1.5 RESPONDENTS CORDIAL RELATIONSHIP WITH

SUPERIOR/SUPERVISOR
4.1.6 BENEFIT SCHEMES (BONUS) FOR RESPONDENTS
4.1.7 SAFETY MEASURES FOR RESPONDENTS
4.1.8 FAMILY WELFARE MEASURES – TAKEN CARE
4.1.9 WORKING HOURS ARE SUITABLE FIXED
4.1.10 WORKING CONDIONS ARE SATISFACTORY
4.1.11 JOB SECURITY ENSURED
4.1.12 LEAVE PROVISIONS ARE ADEQUATE
4.1.13 TOILET FACILITIES ARE ADEQUATE
10
CHAPTER I
11
1.2 INTRODUCTION TO INDUSTRY
Outsourcing became well known largely because of a rapid growth in the
number of high-tech companies in the early 1990’s that were often not large enough to
be able to easily maintain large customer service departments of their own. In some
cases these companies hired technical writers to simplify the usage instructions of
their products, index the key points of their information and contracted with
temporary employment agencies to find, train and hire generally low- skilled workers
to answer their telephone technical support and customer service calls.
These agents generally worked in call centers where the information needed to
assist the calling customer was indexed in a computer system. The Wikipedia website
defines outsourcing as “the management and/or day to day execution of an entire
business function by a third party services provider.”
Outsourcing always involves a considerable degree of two-way information

exchange; coordination and trust. Organizations that deliver such services feel that
outsourcing requires the turning over of management responsibility for running a
segment of business. In theory, this business segment should not be mission-critical,
but practice often dictates otherwise. Many companies look to employ expert
organizations in the areas targeted for outsourcing.
Business segments typically outsourced include Information Technology,

Human Resource, facilities and Real Estate Management and Accounting. Many
companies also outsource Customer support and call centre functions, manufacturing
and engineering. Outsourcing business is characterized by expertise not inherent to
the core of the client organization.
TYPES OF OUTSOURCED WORK

Some outsourcing companies use a competition/contest-style approach to get
their advanced work done and hunt for international talents for potential
employments.
DATA ANALYSIS
Every organization generates huge chunk of data. Hidden in them is

information. Data analysis is the crucial process to extract information out of the
otherwise random pile of the data. The analysis results in gaining intelligence, such as
trends, out of the data. This is vital in any process let it be banking operations, retail
or pharmaceutical research. Varying amounts of data in quality and quantity are
generated depends upon the process. Similarly the analysis requirements too vary
depending upon the process. For example the huge chunk of data generated by drug
trials needs to be analyzed to conclude the result. Similarly data from a diversified
field needs to be pulled together and analyzed to forecast the trend in the stock
market.
12
RESEARCH PROCESS
This is treated as niche sector in outsourcing. The research processes are
usually outsourced in full or in parts. Let it be the research in nanotechnology or
research in genetics, the process is viable for outsourcing. Generally larger research
projects are cut into various sub projects or tasks. The outsourcing is then carried out
based on the viability and competitiveness of the outsourcing destinations. Thus
exploiting the competitiveness viable at various parts of the world into single large
projects. The research process outsourcing (RPO) is also known as knowledge process
outsourcing (KPO) as it calls for the application of specialized knowledge of a high
level. The KPO typically involves a component of Analysis Proves Outsourcing and
Research Process Outsourcing, General Electric (GE) is one of the pioneers in RPO.
I T OPERATIONS
This is one of the newcomers in the outsourcing arena. The task basically
involves the management of I T assets of corporation from a remote location. For
example the management of a computer network of a large corporation includes
outage monitoring, alarms monitoring remote monitoring of data centers etc. The
nature of these operation calls for a real-time support when the need arises. That
means such tasks are not easily outsourced to the places in far time zones. Instead it’s
outsourced to comparable time zone locations, which are competitive. This need for
the geographical proximity earned it a specific name near sourcing.
LEGAL SUPPORT SERIVCES

Works outsourced in these fields ranges from those in the techno-legal (such
as drafting patent claims) to the keying in of legal transcripts (from audio) to
structured legal documents. Patent application preparation is a painstakingly labour
intensive (searching patents all over the world) that needs special knowledge in the
subject under patenting and the legal requirements. Nevertheless this is a multibillion
dollar business and hence it’s in place in the outsourcing arena.
SOFTWARE DEVELOPMENT
This is probably the most talked about subject in the outsourcing field.
Probably because of the very nature of the software, outsourcing in software
development has much fast evolved as compared to other area of outsourcing.
ENVIRONMENTAL SERVICES
Many large institutions have outsourced the management of their
environmental service facilities, such as laundries and waste management plants, to
service providers. Thus, while appearing to save operating cost; the institution gives
up control of these vital functions to the outsourcing company.
13
ALLSEC TECHNOLOGIES
INTRODUCTION
ALLSEC Technologies provides outsourced business support services through
its contact centers in India and the Philippines. ALLSEC specializes in inbound and
outbound voice-based services such as lead generation, collection and billings, and
technology helpdesk. It also offers payroll processing, benefits administration, tax and
compliance management, and can oversee employee self-service HR portals. It caters
to clients within the automotive, financial services, telecommunications, retail, health
care, technology, and gaming sectors.
ALLSEC was founded in 1999 and operates more than 10 facilities in India.
The company also has offices in the US (Georgia, New Jersey, and North Carolina)
and the UK (London).
ALLSEC Technologies Limited is a BPO with multiple delivery centers in

India and Philippines, supporting a global clientele. We offer Voice and Non-Voice
services with world class Back Office acumen.Founded in 1998, ALLSEC is a
Premier provider of Client Services Support, Technical Support, Quality Assurance,
Sales, Collections, Customer Satisfaction, Payroll Solutions, Web development
services and e-mail & Chat Support. ALLSEC Technologies Ltd (NSE/BSE—
ALLSEC) is a company that nurtures growth, innovation and progress with vibrant
employees who are delighted to help drive customer and client satisfaction. We
understand that the customer’s success is our success and our growth depends on
delivering consistent and reliable world class services.
Our services span multiple disciplines across industries such as Financial Services,
Telecom, Retail, Health Care, Technology, Automotive and Gaming.
Voice Services
Sales, Customer Service, Customer Care, Help Desk, Technical Support,

Creditand Collections, CSAT, Data build, Market Research, and Surveys
Non voice Services
Call Quality Monitoring, e-mail ⁄chat support, Web development

and IM support
14
Back Office
Payroll and Benefits Administration, Claims Reimbursement, Accounts

Payables and Receivables support, email support, data entry, white mail support, and
web based support.
Allsec’ s offshore delivery strength is built on a robust, flexible and scalable

IT-enabled platform and well-honed processes. Our ability to understand the client’s
service delivery requirement and provide a customized solution is our forte. We
establish reliable and realistic service levels and quality metrics from the beginning of
the engagement.
Client Relationship
 Uninterrupted communication facility for regular contact with client.
 Meeting the client needs above their expectations.
 Individual client managers for every single client.
 Regular meeting arranged to maintain better relationship.
Recruitment
 Advanced methodology to identify the skill set of an employee.
 Selecting people based on their experience and performance.
 Encouraging employees with regular promotions and salary hikes for their job
excellence.
Training
 Regular training is been provided for the employees to keep them updated in
the project.
 Proper training material is been provided during the training period.
 People are allowed to work in the sample projects while training.
15
1.3 PROJECT PROFILE
INTRODUCTION - JOB SATISFACTION

Job satisfaction refers to an employee’s general attitude towards his job. Locke
defines Job satisfaction as a “Pleasurable or positive emotional state resulting from
the appraisal of one’s job or job experiences”.
According to P.C. Smith,” Job satisfaction is the persistence of feeling towards

discriminable aspect of the job “.
According to Keith Davis,” Job satisfaction is the favorableness or

unfavorableness with which employees view their work if results when there is a fit
between job characteristics and the wants of employees “.
According to Vroom,” Job satisfaction as the positive orientation of an

individual towards the work role which he is presently occupying”.
According to Stephen P. Robbins,” Job satisfaction is an individual’s general

attitude towards his or her job”.
MOTIVATION, ATTITUDE AND JOB SATISFACTION

Motivation means willingness to work or produce. A person may be talented
and equipped with all kinds of abilities and skills but may have no will to work.
Satisfaction on the other hand, implies the positive emotional state, which may be
totally unrelated to productivity. Similarly in the literature, the terms job attitude and
Job satisfaction are inter changeable. Attitudes and pre-dispositions that make the
individual behave in a characteristic way across situations. They are precursors to
behavior and determine its intensity and directions. Job satisfaction on the other hand,
is an end-state of feelings that may influence subsequent behavior. In this respect job
attitude and Job satisfaction would result from motivation and their morale level.
EVALUVATING JOB SATISFACTION

Before management can develop policies and practices to increase employee’s
satisfaction or maintain existing levels if they are found to be acceptable, information
must be obtained from the organization’s work force. Management can informally
acquire some insights into satisfaction level based on impressions obtained from
employees. Unfortunately, sometimes information gathered in this way may be
misleading. Employees are often reluctant to tell supervisors negative things about
their jobs. Moreover, such information will almost certainly be obtained from a non-
representative sample of all employees.
16
An accurate assessment of employee’s satisfaction ordinarily requires a more
formal procedure. Satisfaction surveys are often conducted to get systematic
information from employees. Satisfaction survey can provide information regarding
how employees feel about their jobs and the organization. However surveys are not
completely neutral information-gathering devices. Employees expectation may be
raised simply because employees are asked to participate in the survey process.
Failure to follow up on the survey with appropriate managerial action may result in
decreased employee satisfaction than what existed before.
Job satisfaction survey helps to find out the level of employee satisfaction and
to take collective actions if needed to improve employee satisfaction and
performance.
RELATIVE FACTORS INVOLVED IN JOB SATISFACTION
1. Nature of work
2. Working Environment
3. Working hours
4. Job security
5. Responsibility given for the job
6. Relationship with colleagues
7. Relationship with supervisors
8. Safety measures
9. Grievance handling
10. Wage rate system
11. Incentives
12. Canteen facilities
13. Bonus schemes
14. Family welfare measures
15. Medical / First Aid facilities
16. Recognition
17. Rewards
17
CHAPTER
II
18
2.1 NEED FOR THE STUDY
The resource capable of enlargement mainly is human resource. Other
resources can be utilized or less utilized, but they can never have output greater than
the sum of outputs. Human resources available can grow and develop. Human
resource can be utilized at its maximum only when they are satisfied with their job.
When an employee joins the company, various factors in and around the
company affects the mind setting of the employee either in positive or negative way.
Due to change in mind setting the employee may either change himself/herself to be
active or inactive.
It is very much essential to study the impact/contribution of various factors of

job satisfaction to the employees of the organisation to retain its human resource and
also to increase their productivity.
19
2.2 OBJECTIVES
The objectives of the study are
 PRIMARY OBJECTIVES
 SECONDARY OBJECTIVES
PRIMARY OBJECTIVES
 To know the satisfactory level among the employees in Allsec
Technologies.
SECONDARY OBJECTIVES
 To study the satisfactory level among the employees.
 To find superior/supervisor cooperation in Allsec Technologies.
 To check the satisfactory level with respect to bonus scheme of

employees.
 To find the effectiveness of training.
20
2.3 SCOPE
The study helps to find
 Employee job satisfaction and its influence on the organization.
 Identify factors related to the job that contribute both high and low
level of satisfaction among and accordingly to solve employee
problem.
 To know the further scope for other researchers to probe into various
studies relating to different areas of job satisfaction.
2.4 LIMITATIONS
 Time factor.
 There may be personal bias of the respondents, which may affect the
result of the study.
21
CHAPTER III
22
RESEARCH METHODOLOGY
3.1 RESEARCH DESIGN
DESCRIPTIVE RESEARCH
Descriptive research method has been followed to conduct the research study.
Descriptive study is concerned with describing the particular characteristic of
individual or a group. Our study describes the satisfactory level of employees of
ALLSEC TECHNOLOGIES LIMITED, CHENNAI.
SAMPLING DESIGN/TECHNIQUES
The study consisted of only 125 employees. The entire population has been
covered for the study. The sampling design we used here is census method, which
means a complete enumeration of all items in the population. Since all the workers
have been surveyed, it will help in knowing the real job satisfaction level.
3.2 DATA COLLECTION METHOD

The primary source of data was collected from the employees through survey
method, considering the size of the company and time factor. The data was collected
through interview schedule on a 5-point scale questionnaire. The secondary data was
collected referring to the personnel manual of the organisation.
23
CHAPTER
IV
24
ANALYSIS AND INTERPRETATION
ANALYSIS
Analysis is the process of placing the data in the ordered form, combining
them with the existing information and extracting the meaning from them. Only
analysis brings out the information from the data.
INTERPRETATION
Interpretation is the process of relating various factors with other information.

It brings out the relation between the findings to the research objectives and
hypothesis framed for the study in the beginning.
STATISTICAL TOOLS
To analyze the data the following tools were applied:
 Simple Percentage Analysis
 Chi Square Test
 Likerts Scale of rating
25
4.1 SIMPLE PERCENTAGE ANALYSIS
DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS
TABLE - 4.1.1
DEPARTMENT NO:OF WORKERS PERCENTAGE
PRODUCTION 19 15.2
MARKETING 9 7.2
FINANCE
6 4.8
HR 9 7.2
ER 15 12
IT 67 53.6
TOTAL 125 100
INFERENCE:
From the table it is found that IT department is the biggest (main

department) with a work force of 53.6% of workers and ER department the
second biggest department with 12% of workers.
26
DEPARTMENTWISE CLASSIFICATION OF RESPONDENTS
FIGURE - 4.1.1
27
AGEWISE CLASSIFICATION OF RESPONDENTS
TABLE – 4.1.2
AGE NO:OF WORKERS PERCENTAGE
18 – 25 49 39.2
26 – 33 46 36.8
34 – 41 18 14.4
42 – 49 7 5.6
50 & OVER 5 4
TOTAL 125 100
INFERENCE:
The above table indicates that a maximum number of workers are in

the age group between 18 years and 33 years.
28
AGEWISE CLASSIFICATION OF RESPONDENTS
FIGURE – 4.1.2
NO:OF WORKERS
50
45
40
35
WORKERS
30
25
20
15
10
5
0
18 - 25 26 - 33 34 - 41 42 - 49 50 & OVER
AGE NO:OF WORKERS
29
GENDERWISE CLASSIFICATION OF RESPONDENTS
TABLE – 4.1.3
GENDER NO:OF WORKERS PERCENTAGE
FEMALE 65 52
MALE 60 48
TOTAL 125 100
INFERENCE:
From the above table, the total no: of Female workers are slightly
higher than the total no: of Male workers.
30
GENDERWISE CLASSIFICATION OF RESPONDENTS
FIGURE – 4.1.3
MALE
48%
FEMALE
52%
FEMALE MALE
31
EXPERIENCE OF RESPONDENTS
TABLE - 4.1.4
EXPERIENCE NO:OF WORKERS PERCENTAGE
LESS THAN 4 YEARS 44 35.2
4 - 6 YEARS 67 53.6
7 - 9 YEARS 14 11.2
TOTAL 125 100
INFERENCE:
From the table it is found that 67 workers (53.6%) have experience in

category 4 – 6 years and about 14 workers (11.2%) have experience in
category 7 – 9 years.
32
EXPERIENCE OF RESPONDENTS
FIGURE - 4.1.4
NO:OF WORKERS
80
70 67
60
WORKERS
50 44
40
30
20 14
10
0
< 4YEARS 4 - 6 YEARS 7 - 9 YEARS
EXPERIENCE
NO:OF WORKERS
RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR /

SUPERVISOR
33
TABLE – 4.1.5
RELATION NO:OF WORKERS PERCENTAGE
Strongly agree 26 20.8
Agree 79 63.2
Neutral 15 12
Disagree 5 4
Strongly disagree 0 0
Total 125 100
INFERENCE:
From the table it is inferred that most of the worker (83.8%) have cordial
relationship with the supervisors / superiors in the organization.
RESPONDENTS CORDIAL RELATIONSHIP WITH SUPERIOR /

SUPERVISOR
34
FIGURE - 4.1.5
4 0
12 20.8
63.2
Strongly agree Agree Neutral Disagree Strongly disagree
BENEFIT SCHEMES (BONUS) FOR RESPONDENTS
35
TABLE - 4.1.6
Agree 81 64.8
Neutral 6 4.8
Disagree 9 7.2
Strongly disagree 6 4.8
Total 125 100
INFERENCE:
From the table it is found that most of the workers (83.2%) have agreed
that the concern is providing high rate of bonus.
BENEFIT SCHEMES (BONUS) FOR RESPONDENTS
36
FIGURE - 4.1.6
70
60
50
WORKERS %
40
30
20
10
0
Strongly Agree Neutral Disagree Strongly
agree disagree
PERCENTAGE
SAFETY MEASURES FOR RESPONDENTS
TABLE - 4.1.7
37
Agree 89 71.2
Neutral 9 7.2
Disagree 3 2.4
Total 125 100
INFERENCE:
From the table it is found that most of the workers (90.4%) agreed with
the safety provisions provided by the concern while working.
SAFETY MEASURES FOR RESPONDENTS
FIGURE - 4.1.7
38
80
71.2
70
60
50
WORKERS %
40
30
19.2
20
10 7.2
2.4
0
Strongly Agree Neutral Disagree
agree
RELATION PERCENTAGE
FAMILY WELFARE MEASURES – TAKEN CARE
TABLE – 4.1.8
39
Agree 94 75.2
Neutral 8 6.4
Disagree 7 5.6
Total 125 100
INFERENCE:
From the table it is found that most (84%) of the workers feels that the
concern is taking enough care on their family welfare facilities.
FAMILY WELFARE MEASURES – TAKEN CARE
FIGURE - 4.1.8
40
80 75.2
70
60
WORKERS %
50
40
30
20
8.8
10 6.4 5.6 4
0
agree disagree
RELATION PERCENTAGE
WORKING HOURS ARE SUITABLE FIXED
TABLE - 4.1.9
41
Agree 89 71.2
Neutral 8 6.4
Disagree 4 3.2
Total 125 100
INFERENCE:
From the table it is inferred that the working hours are suitably fixed for
most of the workers (90.4%).
WORKING HOURS ARE SUITABLE FIXED
FIGURE – 4.1.9
42
80
71.2
70
60
WORKERS %
50
40
30
19.2
20
10 6.4
3.2
0
0
agree disagree
RELATION PERCENTAGE
WORKING CONDITIONS ARE SATISFACTORY
TABLE – 4.1.10
43
Agree 90 72
Neutral 6 4.8
Disagree 18 14.4
Total 125 100
INFERENCE:
From the table it is found that most of the workers (76.8%) feels that
the environment is suitably fixed for working.
WORKING CONDITIONS ARE SATISFACTORY
FIGURE - 4.1.10
44
80
72
70
60
50
WORKERS %
40
30
20
14.4
10
4.8 4.8 4
0
agree disagree
RELATION
PERCENTAGE
JOB SECURITY ENSURED
TABLE - 4.1.11
45
Strongly agree 5 4
Agree 100 80
Neutral 8 6.4
Disagree 6 4.8
Total 125 100
INFERENCE:
From the table it is found that as long as the workers are doing their job
effectively and efficiently they are secured with their jobs.
JOB SECURITY ENSURED
FIGURE - 4.1.11
46
PERCENTAGE
80
80
70
60
WORKERS %
50
40
30
20
10 6.4
4 4.8 4.8
0
agree disagree
RELATION
PERCENTAGE
LEAVE PROVISIONS ARE ADEQUATE
TABLE - 4.1.12
47
Agree 36 28.8
Neutral 12 9.6
Disagree 70 56
Total 125 100
INFERENCE:
The above table brings a common problem of most of the workers that
the leave provided to them is not sufficient.
LEAVE PROVISIONS ARE ADEQUATE
FIGURE - 4.1.12
48
60
56
50
40
WORKERS %
30 28.8
20
9.6
10
2.4 3.2
0
agree disagree
RELATION PERCENTAGE
TOILET FACILITIES ARE ADEQUATE
TABLE - 4.1.13
49
Agree 44 35.2
Neutral 28 22.4
Disagree 32 25.6
Total 125 100
INFERENCE:
From the table it is inferred that there is not enough lavatories provided
and it is located at a distant place for many departments.
TOILET FACILITIES ARE ADEQUATE
FIGURE - 4.1.13
50
40
35.2
35
30
25.6
WORKERS %
25 22.4
20
14.4
15
10
5 2.4
0
agree disagree
RELATION PERCENTAGE
4.2 CHI-SQUARE ANALYSIS
RELATIONSHIP BETWEEN MARITAL STATUS AND FAMILY

WELFARE MEASURES
TABLE – 4.2.1
LEVEL OF SATISFACTION
51
Marital Highly
status satisfied Satisfied Dissatisfied Total
Married 6 58 5 69
Single 5 36 15 56
Total 11 94 20 125
NULL HYPOTHESIS (Ho) – There is no significant relationship between

marital status and family welfare measures.
ALTERNATE HYPOTHESIS (H1) – There is close relationship between

marital status and family welfare measures.
O E (O-E) (O-E)^2 (O-E)^2/E
6 6.072 -0.0720 0.0052 0.0009
58 51.888 6.1120 37.3565 0.7199
5 11.04 -6.0400 36.4816 3.3045
5 4.928 0.0720 0.0052 0.0011
36 42.112 -6.1120 37.3565 0.8871
15 8.96 6.0400 36.4816 4.0716

125 125 8.9850
CHISQUARE RESULT:
Calculated chi-square value = 8.985
Degree of freedom = 2
52
Table value = 5.9915
Level of significant = Sig. At 5% level
CONCLUSION
From the above analysis we conclude that there is close relationship

between marital status and family welfare measures. The company provides
educational fund to the children of the workers. It brings a motivation attitude
to a married worker towards the job than an unmarried worker.
RELATIONSHIP BETWEEN EXPERIENCE OF THE

RESPONDENTS AND THEIR RELATION WITH SUPERIOR
/SUPERVISOR
TABLE – 4.2.2
53
the experience of the respondents and their relation with superior/supervisor.
ALTERNATE HYPOTHESIS (H1) – There is close relationship between
the experience of the respondents and their relation with superior/supervisor.
Highly
Experience satisfied Satisfied Dissatisfied Total
Less than 4
years 15 23 6 44
4 years to 9
years 11 56 14 81
Total 26 79 20 125
54
O E (O-E) (O-E)^2 (O-E)^2/E
15 9.152 5.8480 34.1991 3.7368
23 27.808 -4.8080 23.1169 0.8313
6 7.04 -1.0400 1.0816 0.1536
11 16.848 -5.8480 34.1991 2.0299
56 51.192 4.8080 23.1169 0.4516
14 12.96 1.0400 1.0816 0.0835

125 125 7.2866
CHISQUARE RESULT:
CONCLUSION
between the experience of the respondents and their relation with
superior/supervisor. The experience of the respondent brings an
understanding with the superior/supervisor.
55
RELATIONSHIP BETWEEN THE GENDER OF RESPONDENT
AND THEIR WORKING HOURS
TABLE – 4.2.3
Highly
GENDER satisfied Satisfied Dissatisfied Total
Female 18 42 5 65
Male 6 47 7 60
Total 24 89 12 125

the gender of the respondent and their working hours.
ALTERNATE HYPOTHESIS (H1) – There is close relationship between the
gender of the respondent and their working hours.
O E (O-E) (O-E)^2 (O-E)^2/E

18 12.48 5.5200 30.4704 2.4415
42 46.28 -4.2800 18.3184 0.3958
5 6.24 -1.2400 1.5376 0.2464
6 11.52 -5.5200 30.4704 2.6450
47 42.72 4.2800 18.3184 0.4288
7 5.76 1.2400 1.5376 0.2669
125 125 6.4245
56
CHISQUARE RESULT:

CONCLUSION

between the gender of the respondent and their working hours. The female
workers have only day shift. Most male workers work in night shift. Female
workers were highly satisfied with their working hours. Male workers were not
highly satisfied with working hours during night shift.
57
4.3 WEIGHTED AVERAGE METHOD
OVERALL JOB SATISFACTION LEVEL

TABLE – 4.3.1
NO:OF NO:OF NO:OF NO:OF NO:OF TOTAL

S.NO: 5'S 4'S 3'S 2'S 1'S AVERAGE
1 12 84 10 12 7 3.656
2 6 90 6 18 5 3.592
3 18 76 20 6 5 3.768
4 6 50 31 21 17 3.056
5 24 89 8 4 6 4.112
6 6 90 8 9 12 3.552
7 3 36 12 70 4 2.712
8 26 83 5 5 6 3.944
9 20 92 8 5 0 4.016
10 3 44 28 32 18 2.856
11 32 66 6 13 8 3.808
12 29 70 12 8 6 3.864
13 21 70 20 8 6 3.736
14 24 89 5 2 0 3.96
15 5 100 8 6 6 3.736
T.Q.16 & & & & & &
17 19 90 6 6 4 3.912
18 26 83 10 6 0 4.032
19 4 48 30 36 7 3.048
20 36 66 6 10 7 3.912
21 30 71 9 11 4 3.896
22 40 68 6 5 6 4.048
T.Q.23 & & & & & &
24 6 39 34 28 18 2.896
25 23 81 6 9 6 3.848
26 10 20 80 10 5 3.16
27 6 99 16 3 1 3.848
TOTAL 90.968
AVERAGE 3.63872
AVERAGE JOB SATISFACTION INDEX = 90.968 / 25.
OVERALL JOB SATISFACTION LEVEL = 3.638 (IN 5 TO 1 SCALE).
INFERENCE
58
The overall job satisfaction level in Likert Scale Method by WEIGHTED
AVERAGE METHOD is 3.638 (in 5 to 1 scale). When converting to
percentage, it indicates that workers were satisfied at 72.76% with their job.
59
CHAPTER
V
60
5.1 FINDINGS
1. 72% of the respondents were satisfied and 5% of the respondents
were highly satisfied about the working conditions.
were highly satisfied about the working hours.
3. 84% of the respondents feel that the job is secured as long as they do
good work.
were highly satisfied with the supervisor/superior cooperative.
5. With respect to bonus schemes 65% of the respondents were satisfied
and 18% of the respondents were highly satisfied.
were highly satisfied by the grievance handling of the company.
7. With respect to family welfare measures 48% of the respondents were
satisfied and 10% of the respondents were highly satisfied.
8. Almost 64% of the respondents feel neutral about the training during
their work.
were highly satisfied with the periodical review of the workers in the
company.
10. Almost 36.8% of the respondents feel negative about the savings from
their earnings.
11. With respect to opportunities to present the problems to the
management 53% of the respondents were satisfied and 29% of the
respondents were highly satisfied.
12. Almost 52.8% of the respondents were negative about the rest pauses
provided by the company.
were highly satisfied with the cooperation of coworkers in the company.
14. With respect to safety provisions 68% of the respondents were
satisfied and 5% of the respondents were highly satisfied.
15. Nearly 56% respondents were satisfied and 23% of the respondents
were highly satisfied about drinking water facilities available in the
company.
16. On first aid facilities 53% of the respondents were satisfied and 26% of
the respondents were highly satisfied.
were highly satisfied about the washing facilities available in the
company.
were highly satisfied with the lighting and ventilation facilities in the
company.
19. 56% of the respondents were not satisfied with the leave facilities
provided by the company.
61
20. 40% of the respondents were not satisfied with the bathroom and toilet
facilities provided by the company.
were highly satisfied with the shift term facilities in the company.
5.2 SUGGESTIONS
1. Due to continuous work many feel mentally tired in short time. There
fore the company may provide short breaks.
2. It would be better if they reduce the working timings.
3. They should try to increase the salary.
4. Organization may take efforts to provide additional medical facilities for
the workers.
5.3 CONCLUSION
Job satisfaction is important for the organization as it has impact on turnover,

productivity, absenteeism and other job related aspects. High job satisfaction
may lead to improved productivity, increased turnover and less work stress.
From this research it is concluded that most of the employees of
“ALLSEC TECHNOLOGIES LIMITED” are satisfied with their job and the
welfare facilities provided by the organisation.
62
APPENDIX
A STUDY ON JOB SATISFACTION OF WORKERS IN

ALLSEC TECHNOLOGIES LIMITED
VELACHERY, CHENNAI.
PERSONAL DATA
1. Name (optional) :
2. Department :
3. Age : (a) 18-25 (b) 26-33 (c) 34-41 (d) 42-49 (e) 50 and
over
4. Sex : (a) Male (b) Female
5. Educational qualification :
6. Marital status
: (a) Single (b) Married
7. Experience : (a) < 3Yrs (b) 4 – 6 Yrs (c) 7 – 9 Yrs
PLEASE INDICATE YOUR LEVEL OF SATISFACTION FOR THE FOLLOWING ASPECTS
01. I like the nature of my work.
Strongly Agree Agree Neutral Disagree Strongly Disagree

02. Working conditions are satisfactory here.

03. There is a high team spirit in the work group.
Strongly Agree
63
04. As per work Agree Neutral Disagree Strongly Disagree
requirement my pay is fair.

05. Working hours are suitably fixed.

06. Shift work is properly organized & I like to work in shifts.

07. Enough leave facilities are given.

08. Lighting and Ventilation facilities are adequate.
Strongly Agree Agree Neutral Disagree 09. Strongly

Washing facilities are adequate. Disagree

10. Bath rooms, toilets are properly maintained.

11. Medical / First Aid in needy times provided.

12. Drinking water arrangement is good.

13. Canteen and its services are good.

14. Adequate safety provisions are ensured.

15. My job is reasonably secure as long as I do good work.

16. I get promotions on my experience.

17. Co workers are cooperative in work.

18. My supervisors / superiors treat me well & properly.

19. Given rest pauses are sufficient.
64
20. I have opportunities to present my problems to the management.

21. Grievance handing is good.

22. Periodical review of workers in work.

23. I will not quit this job if I get a similar job elsewhere.

24. I agree that I can make some sort of savings.

25. I am satisfied with respect to Bonus schemes.

26. I get enough training by working in this concern.

27. The concern is taking care of my family welfare measures.
BIBLIOGRAPHY
65
1. Stephen. P. Robbins – Organizational Behaviour, ninth edition by
prentice hall.
2. Edwin. B. Flippo – Principles of Personnel Management, Mc Graw

Hill Kogusha Company Limited, Tokyo, sixth edition – 1998.
3. C.R.Kothari – Research Methodology Methods and Techniques,

Wishwa Prakashan, second edition – 1990.
4. C. B. Mamoria – Personnal Management, Himalaya Publishing

House, Bombay_4 – 1992.
5. Tripathi - Personnal Management and Industrial Relations, Sultan

Chand and Sons, New Delhi, Twelfth Edition – 1996.
66

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A STUDY ON JOB SATISFACTION

SUMMER PROJECT REPORT

Submitted in Partial Fulfillment of the requirement for the award of

(Register No: MA00320)

Under the guidance of

This is to certify that project report entitled “A STUDY ON JOB SATISFACTION” is

DR. (Mrs) L. PARIMALAM Mrs. Sujata Raje MBA

HOD PROJECT GUIDE

I, R.KAMATCHI hereby declare that this summer project report entitled “A

This is to certify that L. ISABEL DINU SULEGA, student of MBA final

For ALLSEC TECHNOLOGIES LTD

Place: Chennai R. KAMATCHI

The topic of the project is “A STUDY ON JOB SATISFACTION OF

The cost of labour in BPO is increasing disproportionately along with

The objective of the study was to assess employee’s job satisfaction

Chi-square and simple percentage analysis were used to analyze the

TABLE TITLE PAGE

4.1.6 BENEFIT SCHEMES FOR RESPONDENTS

4.2.2 RELATIONSHIP BETWEEN EXPERIENCE OF THE

4.2.3 RELATIONSHIP BETWEEN THE GENDER OF THE

FIGURE TITLE PAGE

4.1.2 AGEWISE CLASSIFICATION OF RESPONDENTS

4.1.3 GENDERWISE CLASSIFICATION OF

4.1.5 RESPONDENTS CORDIAL RELATIONSHIP WITH

4.1.6 BENEFIT SCHEMES (BONUS) FOR RESPONDENTS

4.1.7 SAFETY MEASURES FOR RESPONDENTS

4.1.8 FAMILY WELFARE MEASURES – TAKEN CARE

4.1.9 WORKING HOURS ARE SUITABLE FIXED

4.1.10 WORKING CONDIONS ARE SATISFACTORY

4.1.11 JOB SECURITY ENSURED

4.1.12 LEAVE PROVISIONS ARE ADEQUATE

4.1.13 TOILET FACILITIES ARE ADEQUATE

Outsourcing always involves a considerable degree of two-way information

Business segments typically outsourced include Information Technology,

TYPES OF OUTSOURCED WORK

Every organization generates huge chunk of data. Hidden in them is

LEGAL SUPPORT SERIVCES

ALLSEC Technologies Limited is a BPO with multiple delivery centers in

Sales, Customer Service, Customer Care, Help Desk, Technical Support,

Non voice Services

Call Quality Monitoring, e-mail ⁄chat support, Web development

Payroll and Benefits Administration, Claims Reimbursement, Accounts

Allsec’ s offshore delivery strength is built on a robust, flexible and scalable

 Uninterrupted communication facility for regular contact with client.

 Meeting the client needs above their expectations.

 Individual client managers for every single client.

 Regular meeting arranged to maintain better relationship.

 Advanced methodology to identify the skill set of an employee.

 Selecting people based on their experience and performance.

 Proper training material is been provided during the training period.

 People are allowed to work in the sample projects while training.

INTRODUCTION - JOB SATISFACTION

According to P.C. Smith,” Job satisfaction is the persistence of feeling towards

According to Keith Davis,” Job satisfaction is the favorableness or

According to Vroom,” Job satisfaction as the positive orientation of an

According to Stephen P. Robbins,” Job satisfaction is an individual’s general

MOTIVATION, ATTITUDE AND JOB SATISFACTION

EVALUVATING JOB SATISFACTION

RELATIVE FACTORS INVOLVED IN JOB SATISFACTION

5. Responsibility given for the job

6. Relationship with colleagues

7. Relationship with supervisors

10. Wage rate system