CHAPTER ONE

1. Introduction
1.1. Background of the study
The state of continuing and development of an organization is highly depending upon efficient
usage of resources. Among varies resources organizations human resource is characterized by its
challenging nature because the performance of employees in the organization is affected by
different factors such as pay, benefits, working condition and the like.

Any type of work becomes very productive, when workers are satisfied. If they set what they
need to perform their duties in an efficiently and effectively without complaints of being not
satisfied, the job that they perform will not go perfectly this makes clear the facts job satisfaction
is the results of fulfillments of workers need.

Satisfied and motivated employees are happy about their job and highly productive. They try to
develop new systems of doing their job so as to improve their productivity. Job satisfaction is an
individual’s general attitude towards his/her job (Armstrong, 2010)

Organizations should certainly strive to satisfy their employees with good pay, good supervision
and good stimulating work to make them initiate (casciiow, 2005)

In the present day organization give due attention to employee job satisfaction in order to
maintain qualified workers in their hands on the other hand organizations must devote their effort
to make their employees satisfied with their jobs so that they in turn contribute the overall
maximum effort for achievement of organizational objectives. Satisfied employees are willing to
follow the rules and regulations of the organization and are ready to accept new ideas that are
invented by the management whereas when this is not maintain there would be high degree of
conflict of interest and ideas between management and employees, and this will lead to a decline
conductive working environment.

The term’ job satisfaction’ therefore refers to the favorableness with which employees view their
work and the term job dissatisfaction to the unfavorable with which they take their work (Qasim,
n.d.)To ensure the achievement of firm goals, the organization creates an atmosphere of
commitment and cooperation for its employees through policies that facilitate employee
satisfaction. Satisfaction of human resource finds close links to highly motivated employees.
Motivated employees then develop loyalty or commitment to the firm resulting to greater
Productivity and lower turnover rates

However, it will found that satisfied employees exert high performance than dissatisfied
employees. A person with high level of job satisfaction holds positive attitude towards the job
while a person who is dissatisfied with his or her job holds negative attitude about the job

Human resource is one of the main factors of production for an organization and human resource
department must give due attention to hold the key employees in their hands, because the
retention of productive employees in one organization is fundamental for the existence of the
organization in the competitive environment. However human resource department may face
difficulty in keeping all employees satisfied on their duties, because every employee may have
different perception towards their job. However there seems to exist high employee turnover
which may indicate job dissatisfaction among employees. Therefore, before any actions are
taken, the extent of the problem should be studied.

This case study, therefore attempts to investigate the situation by asking the following questions
based on the assumption that employees are not performing what is expected of them due to lack
of job satisfaction.

1. What are the factors affecting job satisfaction of employees in Jay prakash Kothari company

2. How does pay, work environment and work itself affect employees’ job satisfaction?

What are the causes and consequences of employees’ job satisfaction?

. Objective of the study

The study has a general objective and a specific objective.

General objectives
The general objective of this case study was the assessment of employee’s job satisfaction in Jay
prakash Kothari company.
1.3.2 Specific objective

This case study will attain the following specific objectives:

 To study and identify factors responsible for varying degree job satisfaction among
employees of the organization
 To identify the causes and consequences of employees’ job satisfaction.
 To examine how work environment and work itself affect employees’ job satisfaction

Significance of the study

This study would be various significant. From this, the study would help the organization to
identify and correct the weakness and improve the strength. In addition to this this study would
use other parts those who have the same problem with this organization.The researcher also get
knowledge about job satisfaction and improve their research skill on how to dig out the problem
and give recommendation. Finally the study would help as a reference for other individual who
wants to study on this area.

1.5. Scope of the study

The scope of this case study would be limited to assess employees’ job satisfaction focused
particularly in Jay prakash Kothari company which is found in Oromia region and in Sululta
Town . The case study have taken samples from three level of company's workers such as the
managerial, skilled worker and unskilled worker.

Limitations of the study.

The researcher has faced many problem during conducting this research.

The most recognized and very challenging limitations of the study are:-

Lack of enough financial support to accomplish the case study effectively.

Unwillingness of the respondents to give appropriate answer to satisfaction.

Lack of adequate secondary data particularly in relating with job satisfaction.

Organization of the study

The study would have five chapters. The first chapter is the introduction part, it includes
background of the study, statement of the problem, objective of the study, significance of the
study, scope of the study, and limitations of the study. The second chapter deals with review of
literature. The third chapter deals with methodology of the study and Chapter four deals with
analysis and interpretation. Finally, the fifth chapter deals with summary of findings, conclusion
and recommendation.

CHAPTER TWO

2. LITERATURE REVIEW

2 .1. Overview of job satisfaction

Job satisfaction is a general attitude towards one’s job, the difference between the amount of
reward workers receive and the amount they believe they should receive. Employee is a
backbone of every organization, without employee no work can be done. So employee’s
satisfaction is very important. Employees will be more satisfied if they get what they expected,
job satisfaction relates to inner feelings of workers. Job satisfaction is the most widely
investigated job attitude, as well as one of the most extensively researched subjects in
industrial/organizational psychology. Many work motivation theories have represented the
implied role of job satisfaction (Maslow's, 1943)

Hierarchy of needs. The term employee job satisfaction refers to an individual general guide to
be his job. A person with high level of job satisfaction hold positive attitude about the job while
a person who is dissatisfied with his/her job hold negative attitude about the job. Manager was
concerned that job satisfaction for two reasons. First, they often believe that job satisfaction has
influenced such employee’s behavior as attend once and length service. It is commonly assumed
the positive satisfaction leads to positive behavior. Second (Herzberg) set out to collect data
attitude from which assumption about human behavior could be made in intensive interview as
asked about what of job on their job made unhappy or dissatisfied. Job satisfaction is the positive
or negative attitude held by individuals towards their job (Baron, 2003)

further he says, “Job satisfaction is defined as individual cognitive, affective and evaluative
reaction towards their job.”

Job satisfaction represents an attitude rather than behavior. The organizational behavior
researchers stated that satisfied employees are more productive than dissatisfied employees has
been a basic tenet among managers for years. Although much evidence questions that assumed
causal relationship, it can be argued that advanced societies should be concerned not only with
the quality of life -that is concern such a higher productivity and material acquisitions. Not
only is satisfaction negatively related absenteeism and turnover, but they argue organizations
have a responsibility to provide with jobs that are challenging and intrinsically rewarding.
Therefore, job satisfaction represents an attitude rather than a behavior; organizational behavior
researchers typically consider it an important dependent variable (Robbins, 2003)

CHAPTER THREE

RESEARCH METHODOLOGY
To collect and analyze the data the researcher has used the following methodology.

3.1. Research design and Approach

The researcher project use descriptive type of research design. The reason that the researcher
would be used this research design are it would to identify cause and effects the study. In
addition to this it would help to describe the current situation of employees’ job satisfaction.

3.2. Sample size

The sampling techniques that the researcher would used in this study are simple random
sampling techniques.

The total numbers of employees in Jay prakash Kothari company are 300among this 5 of them
are top managers 50 of them are the skilled worker 245 are unskilled worker of the company.
In Jay prakash Kothari company regarding to the sample size there are many number of
employees in the organization. So it is very difficult to get data from all employees, therefore
the researchers prepared questioner for 50 workers and then distributed 10% of their question
papers for top manager,30% for skilled workers and 60% for unskilled worker.

Data type and source

The source of data includes both primary and secondary data. The primary data would be
collected by distributing questionnaires to the employees of Jay prakash Kothari company.
Secondary data would be collected from records, written documents and manuals written about
the organization.

3.5. Data collection method

To collect relevant data for the case study self-administered questionnaire was prepared and
distributed to respondents. all questionnaires are open ended questions. The secondary data
would be gathered by reviewing recorded documents, books and manual from the Company and
internet
 Data analysis and presentation methods
After the necessary data would be selected, the data would be organized and analyzed using
descriptive analysis statistics methods. The researcher would be used like table and percentage.
The reason that the researcher would used this methods are, it will help to make data meaningful
and avoid to reduce biasness.

CHAPTER FOUR

4. Discussion and Analysis

This part of case study presents and interpretations of data collected through questionnaire from
employees of Jay prakash Kothari company. From the total of 300 populations, the researcher
distributed 50 questionnaires. then from the total questionnaires 10% for managerial class 60%
for unskilled workers 30% questionnaires are for skilled workers .finally all questionnaires
were collected for the purpose of case study.

4.1 profile of respondents

Understanding the profile of the respondents is very important to the case study in order to
differentiate and know the problems and also identify the possible solutions for those problems.
Accordingly their profile is presented as follows;

Table 2 profile of respondents

Respond Sex Age Educational qualification

ents in

M F 18-30 31-40 41-50 51-60 Unable to read Grade 10/12 Certificate Diploma Degree M.A&above

No

As it is shown on the above table % () of the respondents were males whereas %( ) of them were
females. This shown that the numbers of males is much more than number of females workers.

As indicated in table 4.1 age distribution is one of the demographic characteristics that show the
proportion of people by dividing in to different sections. From the given table % of the total
respondents were within age range of years, % of them within years, % of them within years
and the remaining % were within age range of greater than years. Here the researcher can
understand that out of the respondents (%) of them are ,
 table 2 respondents informational status

Respond Sex Marital status Families members

ents in

M F Married single divorced 1-2 3-5 6-7 8-10 12 and above

No

work experience in another organization

Question Alternative Respondents

No %

1 Have you ever been employed Yes

in other organization before this
organization? No

Total

2 If your answer the above

question is yes specify the
reason why are left that
organization?
Table 4 employee motivation

Question Alternative Respondents

No %

1 How much are you satisfied with Very satisfied

your current job?
Somewhat satisfied

Not satisfied

Somehow dissatisfied

Very dissatisfied

Total

2 If your answer for the above

question is not satisfied or very
dissatisfied what do you think is
the reason?

As indicated table 4 the majority of the respondent were dissatisfied with there current job (as expressed
by % not satisfied, % somehow dissatisfied and % very dissatisfied). Their causes of dissatisfaction was
attributed to low salary, lack of promotion, lack of conducive environment, conflict with supervisors, lack
of incentives, lack of educational improvement, and job overload.
Table 5 perception of employees about their job, skill and relationship between their salary and work

Question Alternative Respondent in

No %

1 How do you see your skill with Excellent

the job?
Good

Fair

Poor

2 If your Answer for the above

question is poor what is your
reason?

3 How do you see your work and Excellent

its payment?
Good

Fair

Poor

From table 5 majority of the respondents were perceived their skill as excellent (%),good (%),and % of
them were perceived their skill as “poor” . Despite their above average perception on their skill, their
payment was perceived as poor (%), fair (%) and only % of the total respondents perceived it as
“excellent”. This indicates payment in equity i.e. the payment system is unfair compared to the skill of the
employees.

Table 6 Attitude of respondents of their work environment

Question Alternatives Respondents in

No %

1 How do you see the degree of Excellent

relationship with your supervisor
Good

Fair

Poor

Total
As indicated in the above table %( ) of the respondents said that their relationship with their supervisor is
excellent, %( ) of them are good, %( ) of them replied they have fair relationship with their supervisor
and the remaining 9 %() of the respondents replied they have poor relationship. Hence it indicates
somehow healthy working environment.

Table employee participation in decision making

Question Alternatives Respondents in

1 Does the management allow Yes

employee involvement in
decision making? No

Total

As indicated in table 6 ask to the respondents whether the management of the organization allows
employees involvement in decision making process. As a result %( ) of respondents said the organization
allows them to participate in decision making process and the remaining %( ) replied the organization
does not allow them to participate in decision making. This implies that most employees were not
participating in the organization decision making process.

Table 7 treatment of employee by the organization

Question Alternative Respondents in

no %

1 Does your organization treat Yes

every worker equally?
No

Total

In table7 the researcher asks the respondents whether the organization looks to every worker equally or
not. According to the respondents % () of them said that the organizations treat to every worker equally
and the remaining % () replied that the organization does not treat every worker equal.
Table 8 Availability of Educational opportunity in the organization

Question Alternatives Respondents in

1 Does your organization help you Yes

to get further education?
No

Total

As indicated in the above table 8 out of respondents % () the respondents replied that the organization
gives them a chance for further education and the remaining % () of the respondents replied that the
organization does not gives them a chance for further education so, this implies that more of the
employees of Jay prakash Kothari company do not gain the chance of further education by the
organization

Table 9 turnover in the organization

Question Alternatives Respondents

No %

1 Is there any turnover in your Yes

organization?
No

Total

2 If your answer for the above

question is yes what do you
think is the reason?

In table .9 question 1 the researcher asks the respondent regarding to employee turnover, as
result % () of the respondents agree that there is turnover while % () of them replied that there is
no turnover.

Question 2 tries to know the reason why there is turnover in Jay prakash Kothari company the
major reasons forwarder by the respondents are low salary, working environment, the work itself
and the interest of employees to open their own private clinic and pharmacy.
Generally, the researcher understands that there is turnover of employees in Jay prakash Kothari
company.

Table 10 promotion, opportunity and job satisfaction

Question Alternatives Respondent

No %

1 Is there opportunity for Yes

promotion and advancement?
No

Total

2 What is your overall job Excellent

satisfaction level?
Good

Fair

Poor

Total

As shown on the above table the researcher asks respondents whether there is opportunity for
promotion and advancement accordingly % () said yes these is promotion and advance and the
remaining % () said there is no promotion and advancement. This shows that most of the
employees do not get promotion and advancement. Question 2 attempted to know the overall job
satisfied level of the employees accordingly % () said excellent. % () said good, % () said fair
and the remaining % () said poor. From this the researcher understands the overall job
satisfaction of majority of the employees is low.
Table 11 employee relations

Question Alternatives Respondent

No %

1 There has been a healthy work Strongly agree

relationship among employees
in the same level Agree
Neutral
Disagree
Strongly disagree

Total

2 You set fast and appropriate Strongly agree

response from your immediate
supervisor that helps to speed Agree
up your task and improve your
Neutral
working condition?
Disagree
Strongly disagree

As the above table indicates % () of the respondents strongly that there is a healthy relationship among
employees in the same level, % () of them also agree that there is healthy relation among employees of
the organization in same level and the remaining % () and % () are neutral and disagree with this question
respectively.

From this the researcher understands that there is good relation among the employees of the organization
in the same level.

Questions 2 ask the respondents regarding the response they get from their immediate supervisor that
helps to speed up their task and improve the working condition. Accordingly % () agree that they get fast
and appropriate response from immediate supervisors % () respondents are neutral regarding this
question,% () disagree that they get fast and appropriate response from immediate supervisor and the
remaining % () strongly disagree that they get fast and appropriate response from their immediate
supervisor. From this the researcher understands that there is lack of fast and appropriate response from
supervisors to employees in Jay prakash Kothari company to speed up their tasks and improve work
conditions.
Table 12 employee’s interests to continue

Question Alternatives Respondent

No %

1 Your interest to work in this Strongly agree

organization in the future is
high? Agree

Neutral

Disagree

Strongly disagree

Total

Based on the response to the above statement % () of the employees strongly agreed to continue
working in the organization,%() employees were agree, % () of the respondents were neutral, %
() of the respondents disagreed to continue working with the organization and the remaining % ()
strongly disagreed to continue working with organization. From this the researcher understand
that most employees have the interest to leave the organization in the future when they gain
another working area that is better than Jay prakash Kothari company by different thing, like
better payment, good working environment and enough capital to open their own business.

Table 13 situations of working environment

Question Alternatives Respondents

No %

1 The working environment has Strongly agree

been so comfortable?
Agree
Neutral
Disagree
Strongly disagree

Total
According to the above table 13 % () of the respondents were strongly agreed that the working
environment has been so comfortable % () of the respondents also agreed that the working
environment is comfortable % (), % () and % () of the respondents were neutral, disagree and
strongly disagree respectively that the working environment is so comfortable.

Table 14 supervisor’s encouragement of employees

Question Alternatives Respondents

No %

1 Supervisors encourage Strongly

employees to practice functional
conflict to improve the quality of Agree
decision and create new and
Neutral
important ideas?
disagree
Disagree strongly

Total

As indicated in the above table 14 % () of the employees strongly agree that supervisors encourage
employees to practice functional conflict to improve the quality of discussion and create new and
important ideas % () of the employees also agreed, % () of them were neutral, % () of the employees
disagreed that supervisors encourage employees to practice functional conflict to improve the quality of
decision and create new and important ideas and the remaining % () also strongly disagreed to this idea.
From this the researcher understands that there is lack of supervisor’s encouragement of employees to
practice functional conflict to improve the quality of decision and create new and important ideas in Jay
prakash Kothari company.
 Table 15 level of employee confidence

Question Alternatives Respondents in

1 You have confidence to perform Strongly agree

your activities as your plan?
Agree
Neutral
Disagree
Strongly disagree

Total

As shown in the above table 15 out of __ respondents % () of the respondents were strongly agreed that
they have the confidence to perform their activities as their plan, % () of the respondents also agree that
they have the confidence to perform their activities as their plan and the remaining % () of them said they
don’t have the confidence to perform according to their plan. This shows that more employees have full
confidence to perform their activities as their plan.

Table 16 performance appraisal criteria and its process

Question Alternatives Respondent

1 The evaluation criteria and Strongly agree

process is more job related and
carried out with high discussion Agree
and participation of employees? Neutral

Disagree

Strongly disagree

Total

As the above table 16 indicates % () of the respondents were agree about this idea, % () of them were
neutral, % () of the respondents disagree that the evaluation criteria and process is more job related and
carried out with high discussion and participation of employees and the remaining % () also strongly
disagree that evaluation criteria and process is more job related and carried out with high discussion and
participation of employees.

From this the researcher understands that the evaluation criteria and process is solely developed and
carried out by supervisors.

Table 17 Availability of training

Question Alternatives Respondents

No %

1 Is periodic training given to Strongly agree

upgrade employee skills and
knowledge and their Agree
performance? Neutral

Disagree

Strongly disagree

Total

As indicated in table 17 out of __ respondents % () of the respondents were strongly agree with this idea,
% () of them also agreed that is periodic training to upgrade employees skill and knowledge and there by
their performance, % () disagree that there is periodic training to upgrade employee skill and knowledge
and their performance and the remaining % () strongly disagree to the existence of periodical training to
upgrade employee skill. From this the researcher understands that most employees are do not gain
training to upgrade their skills and performance.

CHAPTER FIVE

SUMMARY, CONCLUSION, AND RECOMMENDATION

SUMMARY

The case studies of the employee’s job satisfaction and work condition in Jay prakash Kothari
company in Sululta town in case of the total of 300 employees, the researcher distributed 50
questionnaires to the 50 employees and 50 questionnaires are returned . Majority of the
employees in Jay prakash Kothari company was male. Among the total employee’s there were
high at age 24-29 that are productive. Most employees were first degree holders and among the
total employees the majority of them has the work experience of 2-5 years. There is job
satisfaction problem in Jay prakash Kothari company employees. Due to employees are not
initiated by financial and non-financial incentives like promotion and recognition. Employees
also were not satisfied with the policy of the organization because of slow management decision
and no good working condition.

5.2. CONCLUSION

In the case study the researcher tried to asses the level of job satisfaction of employees of Jay
prakash Kothari company employees. As the fining indicates, the employees are not satisfied in
most cases.

It is only in co-workers relationship, confidence to perform their activities according to their

plan, and matching of their skill and the job employees seems to be satisfied. The main reason
that can be specified for their dissatisfaction are; low salary payment, lack of promotional
activities, lack of conductive working environment, poor supervision, lack of incentives,
administration policy, and the work itself leads to be the employees dissatisfaction. There are
other factor that leads to the employees to be dissatisfied in the organization these are manager’s
has less emphasis for the satisfaction of employees, lack of educational improvement, workers
were affected by stress because of customers wants only to treat in this Health center and
management problems of punctuality and poor management decision. Generally, the finding
shows that there is low or no job satisfaction of employees

RECOMMENDATION

Based on the concept and finding of the case study the researcher has forward the following
recommendations. As the world is center of competition service rendering organizations compete
each other for customers. Therefore, the need to have motivated work force is non-negotiable.
Naturally speaking it is believed that satisfied workers are likely to attract customers. Thus
having such good employee’s enables organizations met their objectives. To this end the
researcher would like to recommend to the management of Jay prakash Kothari company.

It is known that well educated and experienced human resource is the ultimate solution to be
productive and effective in any aspect. Therefore, promotion and advancement to keep
experienced employees and reduce turnover.

The organization should provide conductive working environment that include job opportunity
and free of biases to take responsibility and to direct one’s work

In order to avoid job stress and the management and employees should be followed the
procedure, rule and principle of the hospital.

The management should forward for the concerning body to balance the number of professionals
and patients.

 The management should be given due consideration on employee relationship with supervisors of
the hospital.
 The management ought to avoid slow decision making and exhaustive working condition.
 Due to globalization of the world each and every thing is changed within short period of
time. Therefore in order to be productive and acceptable making one’s organization
competent is mandatory and this will be attained by sustainable short term and long term
training program that is given to the employees of the organization.
Finally the writer is hopeful that the management will take remedial actions to alleviate
those problems discussed so far.