This action might not be possible to undo. Are you sure you want to continue?
I would like to place on record my sincere gratitude to all those who have made it possible for me to make this project reality. My sincere thanks to MR.NAGARAJA.S superintendent of personnel department of Rail Wheel Factory, for giving his guidance during course of my project. I would thank all the employees of the organization for their co-operation.
I would also like to thank principal professor R.VICTOR and MR.SRINIVAS MURTHY.G.V head of the commerce and management department of DR.NSAM First Grade College.
I would like to thank Mr.SRINIVASA.G my guide for her help and time spent during the entire duration of the project. I would also like to thank MISS.KHALIDA ANJUM lecturer in English for her assistance towards successful completion of the project. I express my sincere gratitude to my family, relatives and friends and for their assistance with out which project would not been possible.
A STUDY ON“ FACTORS INFLUENCING JOB SATISFACTION AMONG EMPLOYEES TO CREATE ORGANISATIONAL COMMITMENT ” AT RAIL WHEEL FACTORY, YELAHANKA, BANGALORE.
Submitted in partial fulfillment of the requirements of the BACHELOR OF BUSINESS MANAGEMENT In HUMAN RESOURCE MANAGEMENT BY GHOUSE PASHA.K (REG.NO.04XYCO8016) Under the guidance of Mr.SRINIVASA.G
Department of commerce and management DR.NSAM FIRST GRADE COLLEGE Yelahanka, Bangalore-560064
DEPARTMENT OF MANAGEMENT STUDIES DR.N.S.A.M. FIRST GRADE COLLEGE YELAHANAKA, BANAGALORE -64 MARCH 2006 – 2007 DECLARATION I hereby declare that this dissertation entitled “A STUDY ON FACTORS INFLUENCING JOB SATISFACTION AMONG EMPLOYEES TO CREATE ORGANISATIONAL COMMITMENT ” with special reference to RAIL WHEEL FACTORY, Yelahanaka, Bangalore, is Original and bonafied work carried out in partial fulfillment of the requirements for the award of Bachelor of business management of Bangalore University, Bangalore under the guidance of Mr.SRINIVASA.G, department of commerce, Dr. N.S.A.M. Bangalore, during the academic Year 2006 – 2007 This dissertation does not form a basis for any other degree or diploma by Bangalore University or any other University. Place: Bangalore Date
Reg. No. 04XYCO8016
A.G Lecturer of commerce & management Dr.S.A STUDY ON “FACTORS INFLUENCING JOB SATISFACTION AMONG EMPLOYEES TO CREATE ORGANISATIONAL COMMITMENT” ( with special reference to RAIL WHEEL FACTORY.S. Bangalore -64 EXTENAL GUIDE Mr. Bangalore) SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS OF ‘BACHELOR OF BUSINESS MANAGEMENT ‘DEGREE COURSE OF BANGALORE UNIVERSITY. Bangalore-64 .N.M. Yelahanka. BY GHOUSE PASHA.K [04XYC08016] DR. BANGALORE -560064 AFFILATED TO BANGALORE UNIVERSITY UNDER THE GUIDANCE OF INTERNAL GUIDE Mr.SRINIVASA.M FRIST GRADE COLLEGE YELAHANKA. S. First Grade College Yelahanaka.NAGARAJA SUPERDENTENT RAIL WHEEL FACTORY yelahanaka. N.A.
. First Grade College.A.NAGARAJA.SRINIVASA. Dr. R. I thank each and every one for their moral support. I would like to thank the employees of RAIL WHEEL FACTORY for their co-operation. guidance for the success of my project work. RAIL WHEEL FACTORY. encouragement.V. and encouragement the project wouldn’t have been successful. S. I express my sincere gratitude to Mr. and also thank HOD.S.SRINIVAS MURTHY for their constant support and encouragement to carryout the project and I also take this opportunity to thank Mr.G lecture of commerce and management. G. for providing one the opportunity to take up the project and gain practical knowledge and also thank other staff members for their support. I thank my parents & friends for their moral support.M. I am very thankful to our principal Prof.ACKNOWLEDGEMENT I take this opportunity to thank all people those who are the back bone for my success in the project work without whose guidance. moral support. SUPERINTENDENT. N.VICTOR. Finally.
An organization gains competitive advantage by using its people effectively. The collective efforts of employer and employee assumes relevancy in this context. brain and develops employees for an organization. drawing on their expertise and ingenuity to meat defined objectives. The management of employee received more attention than it does currently. HRM is aimed at recruiting capable. To survive in this highly competitive scenario managers are being pressurized to improve quality. managing and rewarding their performance and developing key competencies. And this is where human resources managent plays a crucial role. cut down waste and eliminate inefficiency. flexible and imitated people. a new era of HRM practices and philosophy has emerged and assumed an increased significance in the modern organization. select. Indian industry is making up to the challenges thrown in by the market economy. Human resources managent is a management function that helps managers’ recruit. By choice and default.Chapter 1 INTRODUCTION HUMAN RESOURCE MANAGEMEN Human Resource Management is a philosophy of people management based on the belief that human resource is uniquely important to sustained business success. HRM helps to ensure that personnel activities are integrated into the system for achieving organization goals. increase productivity. It .
It ensures that activities are integrated with each other and with the overall organization objectives. Definitions: Edwin. maintenance and separation of human resource to the end that individual. training and development.evaluates recruiting. integration. directing and controlling of the procurement. Flippo. performance appraisal and job evaluation. organizing. safety and health. employee and executive remuneration. B. development. compensation. job analysis and design. organizational and social objectives are accomplished. motivation and communication. industrial relations and the like. welfare. orientation and placement. .Management is the planning. labour relations and all personnel activities to assess how well they help organizations and employees achieve the objectives. These activities include HR planning. recruitment and selection. Scope of HRM HRM studies all activities of HR from the time of its entry into the organization to its exit.
HRM Objectives and functions HRM Objectives 1. personnel objectives o Appraisal o Training development o Placement o Assessment o Compensation and and resource . functional Objectives o Appraisal o Placement o Assessment 4. organizational objectives o Human planning o Employee relations o Appraisal o Training development o Placement o Assessment 3. Societal objectives Supporting Functions o Legal compliance o Benefits o Union-Management relations 2.
An organization is a formal group of people with one or more shared goals. outwards to external constituencies) can be a source of difficulty. The need to face both ways (inwards to members and. composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals. Meeting individual members needs in organizations can make it difficult to maintain longer term vision and achieve quick decision making and business like procedures. 2 Organizations have to find a balance between member benefit and public benefit goals and activities.ORGANISATIONAL CHALLENGES An organization is a consciously co-ordinated social unit. The Challenges: 1. Organizations need to find a balance between meeting the individual needs of their members and maintaining a vision of their longer goals. There is a tendency for members to fight their own corner. This is a crucial .
Energy may be deflected from task achievement towards the balancing of competing internal interest and achievement towards the balancing of competing internal interest and building of consensus. The overall impact of the problem of priority setting can be a strong disincentive to organizational change of any kind. This is an important element in securing long term organizational survival. choosing and setting priorities can be problematic. Setting priorities in organization is constrained by the presence of competing internal interest's arid factions.organizational significance. 4. Competition may exist between groups for the sane limited resources were there is no feasible compromise position. as it is largely through the provision of public benefits. or of avoiding alienating another. 3. . that organizations are able to attract new members. This may lead to tension in choosing one interest over another which can impact on the very survival of the organization. The needs of one individual or faction may be incompatible with meeting the needs of another. The fact that members participate in organization as volunteers limits the extent to which they can be directed or managed. In the face of competing internal interests and values.
job completely can have serious organizational implications. Organizations find it difficult to ‘unseat or control people’ who become entrenched and who choose to treat theft volunteer jobs as a personal domain. There may also be ‘uncontrolled volunteerism’ with volunteers going off doing their own thing. the reputation of the whole organization can be called into question and force priority to be given to group rather than individuals. The failure of members to carry cut tasks or do a.The features of organizations of involving volunteers have important implications for what can he achieved. JOB A JOB ANALYSIS Job: . It things go wrong.
In other words. Each job has a definite title based upon standardized trade specifications within a job. duties and responsibilities which as a whole. And which is different from other assignments”. or the quality of workmanship. which involve essentially the same duties. while a job is a “group of positions. the difficulty in doing them. skill and. Thus it may be noted that a position is a “collection of tasks and responsibilities regularly assigned to one person”. when the total work to be done is divided and grouped into packages. related to. responsibilities. we call it a ‘lob”. particular employees. for a position is a job performed by. knowledge’ . are regarded as a regular assignment to individual employees.A job may be defined as a “collection or aggregation of tasks. Further. a job may include many positions. two or more grades may be identified. where the work assignments may he graded according to the skill.
It is the process of getting information about the jobs.e. ‘lob is impersonal the position is personal”.e. After a job has been defined. knowledge. especially what the worker does. abilities and responsibilities required of the worker for a successful performance and which differentiate tone job from all other. it is analyzed i. relationship to other jobs. how he gets it done. . Job analysis: It is a procedure by which pertinent information is obtained about a job i. each task is described in detail Job analysis is a procedure and a tool for determining the specified tasks. by observation and study. It is a the determination of the tasks which comprise the job and skills.A position consists of a particular set of duties assigned to an individual. environmental conditions. it may be noted that a position is a. An authority has defined job analysis as “the process of determining. physical demands. operations and requirements of each job. and reporting pertinent information relating to the nature of a specific job”. it is a detailed and systematic study of’ information relating to the operations and responsibilities of a specific job. skill. why he does it. education and training required.
tasks and duties and knowledge or skills required to perform them. Purpose and uses of job analysis: . Job analysis focuses on the job rather than the job holder. Methods to conduct job analysis: 1. Job analysis is the process for determining the duties and skill requirements of a job and the type of person who should be employed for it. Job oriented — Focusing on describing various tasks that are performed on the job very specific to the task.It also emphasizes the relation of one job to others in the organization. 2. Work oriented — Where in the human behaviour involved in work activities are examined. Definition: Job analysis is a process of defining a job in terms of its components.
determination of proper Compensation. It is the major input to forecasting future human resources major input to forecasting Future human resources requirements. The information provided by job analysis is useful. Organization and Manpower Planning: It is helpful in organization planning. for it defines labour needs in concrete terms and co-ordinations the activities of the work force. It is a fundamental importance to man power management programmers because of the wider applicability of its results. 2. if not essential. job evaluation.A comprehensive job analysis programme is an essential ingredient of sound personnel management. and the writing of job evaluation of proper compensation. Uses of job analysis: 1. job modifications. Recruitment and Selection: . and clearly divides duties and responsibilities. and the writing of job determmation. in almost every phase of employee relations.
By indicating the specific requirements of each job (i. It also helps in charting the channels of promotion and in showing lateral lines of transfer. Job analysis is used as a foundation for job evaluation. the skills and knowledge). Wage and Salary Administration: By indicating the qualifications required for doing a specified job and the risks had hazards involved in its performance. 3. placement. abilities and interests. and aims at improving efficiency. and establishing the production standard which the employee is expected to meet. motion study. transfer and promotion of personnel. it provides a realistic basis for hiring.which is concerned with operational analysis. Job Re-engineering: Job analysis provides information which enables us to change jobs. This takes two forms: a. in order to permit their being manned by personnel with specific characteristics and qualifications. Basically. 4. work simplification methods and important in the place of work and its measurement. Industrial engineering activity. reducing unit labour cost.e. . training. it helps in salary and wage administration. the goal is to match the job requirements with a worker’s aptitude.
both physical and psychological. Health and Safety: . and in checking references. 6. weighing test results.b. increased efficiency and better productivity. Employee Training and Management Development: Job analysis provides the necessary information to the management of training and development programmes. and prepares the ground for complex operations of industrial administration. Human Engineering Activity — This takes into consideration human capabilities. It helps to determine the content and the subject matter of in-training courses. interviewing. 7. 5. It also helps in checking application information. Performance Appraisal: It helps in establishing clear-cut standards which may be compared with the actual contribution of each individual.
Contents of Job analysis: A job analysis provides the following information: * Job identification * Significant characteristics of a job * What the typical worker does * Which materials and equipment a worker uses * How a job is performed * Required personnel attribute * Job relationship JOB SATISFACTION .It provides an opportunity for identifying hazardous conditions and unhealthy environmental factors so that corrective measures may be taken to minimize and avoid the possibility of accidents.
degree of fulfillment in their work etc. for e. the perceived fairness of the promotion system within a company. There are wide varieties of factors that influence a person’s level of job satisfaction. affective and evaluative reactions or attitudes and states it as “a pleasurable or positive emotional state resulting from the appraisal of one’s Job or job experience.g. the quality of the physical environment in which they work. as involving cognitive. the quality of . Locke gives a comprehensive definition of job satisfaction.Job satisfaction is in regard to one’s feelings or state of mind regarding the nature of their feelings. Job satisfaction is an individual’s general attitude towards his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that person’s parents.” Job satisfaction describes how content an individual is with his or her job. the quality of one’s relationship with their supervisor. Some of them are: includes the level of pay and benefits. Job satisfaction can be influenced by a variety of factors.
job enlargement and job enrichment. the more satisfied they are said to be. Other influences on satisfaction include the management style and. A person’s job is more than just the obvious . in the concept.the working conditions. Yet this is inherent. The happier an individual is within their job. variety of yes or no questions while others ask to rate satisfaction on 1-5 (where 1 represents “not at all satisfied” and 5 represents extremely satisfied”). Job satisfaction is not the sane as motivation although it is clearly linked. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. We have previously defined lob as an individual’s general attitude towards his or her job. This definition is clearly a very broad one. Questions relate to rate of pay. empowerment and autonomous work groups. and the job itself. culture employee involvement. work responsibilities. Job design aims to enhance job satisfaction and performance methods include job rotation. leadership and social relationships. Job satisfaction is a very important attitude which is frequently measured by organizations.
then do we measure the concept? The two most widely used approaches to measure the concept are: 1. living with working conditions that are often less than ideal. Typical factors that would be included are the nature of the work.” 2. How. It is a more sophisticated one. waiting on customers. following organizational policies. meeting performance standards. Single Global Rating: The single global rating such as “All things considered. Summation Score Made Up Of Number Of Job Factors: It is the other approach. how satisfied are you with your job?” Respondents then reply by circling a number between one and five that corresponds to answers from “highly satisfied” to “highly dissatisfied. or driving a truck. writing programme code. . This means that an employee’s assessment of’ how satisfied or dissatisfied he or she with his or her job is a complex summation of a number of discrete job elements. It identifies key element in a job and asks for the employee’s feelings about each. and the like. Jobs require interactive action with co-workers and bosses.activities of shuffling papers.
So while we might not be able to say a happy worker is more productive. The Effect of Job Satisfaction on Employee Performance: Mangers interested in job satisfaction tend to center on its effect on the employee performance. we find that organizations with fewer satisfied employees. the evidence suggests the reverse to be more accurate – that productivity is likely to lead to satisfaction. When satisfaction and productivity data are gathered for the organization as a whole. . promotion opportunities. present pay. These factors are rated on a standardized scale and then added up to create an overall job satisfaction score. absenteeism and turnover. it might be true that happy organizations are more productive. rather than at the individual level. and relations with co -workers. If we move from the individual level to that of the organizational there is renewed support for the original satisfaction-performance relationship. large number of studies that have been designed to assess the impact of job satisfaction on employee productivity. Satisfaction and Productivity: At the individual. Researchers recognized this interest. so we find.supervision.
Satisfaction and Absenteeism: Research has not only demonstrated a weak negative relationship between satisfaction and absenteeism. other factors such as labor market conditions expectations about alternative job opportunities and length of tenure with the organization are important constraints on the actual decision to leave one’s current job. Additionally. it is important to remember that although high job satisfaction will not necessarily result in low absenteeism.g. Satisfaction and Turnover: Satisfaction is also negatively related to turnover. there are moderating variables such as the degree to which people feel that their jobs are important. but the correlation is stronger than what we found for absenteeism. For e. As with turnover. low job satisfaction is more likely to bring about high absenteeism. Evidence indicates that an important moderator of the satisfactionturnover relationship is the employee’s level of performance. Specifically. many other variables enter into decision to stay home besides satisfaction with the job. Yet again. .
increased promotional opportunities. . We would expect. praise. Few attempts are made by the organization to retain them. therefore. The organization typically makes considerable efforts to keep these people. recognition. praise and other rewards gives them more reasons for staying. the latter are more likely to remain with the organization because the receipt of recognition. and so forth. There may even be subtle pressures to encourage them to quit. Just the opposite tends to poor performers. that job satisfaction is more important in influencing poor performers to stay than superior performers.level of satisfaction is less important in predicting turnover for superior performances. Regardless of level of satisfaction. They get pay raises.
the co ordination of sub more complex etc. Job design may be defined as the methods that management uses to develop the content of a job. departments and divisions and to provide for their proper integration. especially in light of various recent trends. the field of organizational behavior paid attention only to job enrichment approaches to job design. Now. with quality of work life. as well as the processes by which jobs are constructed and revised. Job design is an increasingly important application technique in the study of organizational behavior.JOB DESIGN It is the division of the total task to be performed into the manageable and efficient units — positions. . including all relevant tasks. the nature of work is changing because f the intrusion of advanced information technology. The sub of work is both on a horizontal scale with different tasks across the organization being performed by different people and on the vertical scale. Initially. becoming a major societal issue in this country and through out the world job design has taken a broader perspective. in which higher levels of the organization are responsible for the supervision of more people. Most importantly.
The social information processing approach recognizes the over all importance of the climate or culture and the role of more specific socio technical and team techniques in job design. but from the perspective of job characteristics rather than from Hertzberg’s motivators. .Job enrichment still dominates the job design literature on organization behavior.
Job satisfaction has the impact on job performance.Title of study : Analytical study of “factors influencing job satisfaction among employees to create organizational commitment at rail wheel factory” 2. Employee should have job satisfaction to fully involve himself in the job.CHAPTER II RESEARCH DESIGN 1.. . nature of the job and the importance of the job as well as the interest of the person doing the job. Statement of problems: Job satisfaction is an attitude of a person. The a project study is carried out to find out the level of job satisfaction among the employees and also to know the efforts made by the company to satisfy the employees. If the employees do not have job satisfaction it may result in absenteeism. loss of productivity etc. It depends upon the job itself. The Rail Wheel Factory is one of the leading factories manufacturing railway wheel needed for railway engines and bogies.
Hence the project study suffers from data insufficiency to emphasize project report. 4. . It has capacity to make the managers to follow these factors to employee satisfaction and bring about original commitment. 5.3. 6. Objectives of the study: The main objective of the study is to understand what are the factors that influence job satisfaction and also the other objectives is to find whether these factors have been useful in the company to create job satisfaction. Limitations of the study: The main limitations are the number of respondents which is restricted to thirty five respondents. Scope of the study: This study has a very wide scope. Hypothesis: Since Rail Wheel Factory is a vital factory in transport industry where safety is most important. employees must be highly satisfied.
They have been instructed how to fill the questionnaire. Type of research: This is a HR survey made with reference to job satisfaction and organizational commitment. Research methodology: A. D. Sample design: It is a random sampling technique. B. They were explained with the objectives. questionnaire. C. Tool for collection of data: Structured questionnaire.7. therefore the respondents themselves have filled the. copy of witch is placed in the project report. E. . Sample size: Thirty five respondents. Method of collecting the data: The questionnaires were distributed among the selected respondents.
objective of the study 4. Data were checked for consistency and inconsistency. Findings were recorded. research methodology . Chapter 1 – Introduction This chapter gives an introduction to HRM and Job Satisfaction of the employees. The project work is completed in the following chapters. Objectives are tested. Each response was analyzed and evaluated. Conclusions are written. Data were tabulated. Method of analysis: Data was collected. scope of study 6. Statement of problem 3. Chapter 2 – Research Design This chapter gives an over view of the research design . 1. hypothesis 5. title of study 2. Suggestions are given.F. Percentage was worked to know the weight age given for each response. limitation of the study 7.
An analysis of the employees job satisfaction at RAIL WHEEL FACTORY.Bibliography.recommendations and suggestions Chapter 7. Chapter 8-Questionnaire.Company Profile This chapter gives complete profile of RAIL WHEEL FACTORY. Chapter 5– Findings and Conclusions Chapter 6.Chapter 3 . Chapter 4 – Analysis and Evaluation. .
loss of productivity. nature of job and the importance of the job as well as the interest of the person doing the job. Employee should have job satisfaction to fully involve himself in the job. If the employees do not have job satisfaction it may result in absenteeism.CHAPTER IV ANALYSIS AND EVALUATION Job satisfaction is an attitude of a person. . The Rail Wheel Factory is one of the leading factories manufacturing railway wheel needed for railway engines and bogies. Job satisfaction has the impact on job performance. It depends upon the job itself. Therefore a project study is carried out to find out the level of job satisfaction among the employees and also to know the efforts made by the company to satisfy the employees.
.TABLE NO:1 Table showing name profile of the respondents Particulars Name given Name not given Total No. of respondents 29 6 35 Percentage 83% 17% 100% ANALYSIS: It is seen from the above table that 83% of the respondents have given name while 7% of the others have not identified their name.
.GRAPH SHOWING NAME PROFILE OF RESPONDENTS 17% Nam e given Nam e not given 83% INFERENCE: In view of the above it is confirmed that there is no restrictions from the employers to the employees to give data. However a few of them are in secured to give their name though they have given the data.
of respondents 4 13 17 1 35 Percentage 11% 37% 49% 3% 100% ANALYSIS: It is observed from the above table that 49% of the respondents are aged between 41-50 years and 37% of the remaining is aged group is very low in % is not analyzed.TABLE:2 Table showing Age of the respondents Particulars 20-30yrs 31-48yrs 41-51yrs 51-above Total No. .
GRAPH SHOWING AGE OF THE RESPONDENTS 3% 11% 20-30yrs 31-48yrs 49% 37% 41-51yrs 51-above INFEARENCE: .
TABLE NO:3 Table showing Sex profile of employees Particular Men Women Total No.From the above analysis it is evident that the respondents are well matured to understand the importance of job satisfaction. of respondents 24 11 35 Percentage 69% 31% 100% ANALYSIS: It is seen from the above response that 69% of the respondents are men and remaining 31% of the others are women. .
GRAPH SHOWING SEX PROFILE OF EMPLOYEES 31% Men W omen 69% .
INFERENCE Considering the above response it is felt that the factor of job satisfaction to be considered is more in men than women. of respondents 8 15 12 35 Percentage 23 43 34 100 ANALYSIS: . Women also count important to have job satisfaction for organizational commitment. TABLE NO:4 Table showing Educational qualification of Employees Particular Matriculation Graduates Diploma holders Total No.
Here it is seen that 34% of the respondents are diploma holders and 43% of the respondents are graduates and 23% of remaining are matriculates. GRAPH SHOWING EDUCATIONAL QUALIFICATION OF EMPLOYEES 23% 34% Matriculation Graduates Diploma holders 43% .
TABLE NO:5 Table showing Designation profile of employees Particulars Clerks Technicians Engineers Typists Private secretary Vigilance advisor Financial advisor Stenographer Office super indent No.INFERENCE Therefore it is implied that respondents are adequately qualified to understand the importance of job satisfaction. of respondents 8 12 4 2 1 3 1 2 1 Percentage 22% 34% 11% 6% 3% 9% 3% 6% 3% .
Fitter Total 1 35 3% 100% ANALYSIS: From the above list of designation it is found that 46% of them are in the technical filed and other 54% are in administrative filed. GRAPH SHOWING DESIGNATION PROFILE OF EMPLOYEES .
Clerks 3% 6%3% 3% 9% 3% 6% 11% 23% Technicians Engineers Typists Private secretary Vigilance advisor Financial advisor 33% Stenographer Office super indent Fitter INFERENCE: Therefore it is construed that job is important for both technical and non technical employees. .
TABLE NO:6 Table showing Experience of the Employees in the organization Particulars 1-10yrs 11-20yrs 21-30yrs Total No. . of respondents 2 18 15 35 Percentage 6 51 43 100 ANALYSIS: The data reveals that 51% of the respondents have put in ii to 20 years of service and 43% of the others have put in 21 to 30 years of service.
.GRAPH SHOWING EXPERIENCE OF THE EMPLOYEES IN THE ORGANISATION 6% 43% 1-10yrs 11-20yrs 21-30yrs 51% INFERENCE: Therefore it is very clear that respondents have adequate experience to understand the factors of job satisfaction.
There are28% of the respondents have disagree. of Respondents 23 2 9 1 35 Percentage 66 6 26 2 100 ANALYSIS: The data reveals that 72% of the respondents have agreed with the statement. GRAPH SHOWING SPERATE HRD UNIT IN THE COMPANY .TABLE NO:7 Table showing separate HRD unit in the company Options Agree Strongly agree Disagree Strongly agree Total No.
which means HR unit itself monitors all HR activities. . Large number of people has understood that HR unit as HRD unit.3% 26% Agree Strongly agree Disagree 6% 65% Strongly agree INFERENCE: It is felt that respondents have agreed that there is HR department in their company but not a separate HRD unit.
75% of the respondents have agreed and 25% of the remaining has disagreed.TABLE NO:8 Table showing employees development in the organization Options Agree Strongly agree Disagree Strongly disagree Total No. . of Respondents 23 3 6 3 35 Percentage 66 9 16 9 100 ANALYSIS: Here the pattern of response is changed.
. Therefore it is understood that HR management itself monitors HR development.GRAPH SHOWING EMPLOYEES DEVELOMENT IN THE ORGANISATION 17% 9% 9% Agree Strongly agree 65% Disagree Strongly disagree INFERENCE: However those who have agreed have also just agreed and not strongly agreed.
TABLE NO:9 Table showing the employees commitment to the organization Options Agree Strongly agree Disagree Strongly disagree Total No. . of Respondents 23 3 6 3 35 Percentage 66 9 16 9 100 ANALYSIS: It can be seen from the above table that 91% of the respondents have agreed whereas only 9% of the remaining has disagreed.
.GRAPH SHOWING EMPLOYEES COMMITMENT WITH THE ORGANISATION 9% 17% Agree Strongly agree Disagree 65% Strongly disagree 9% INFERENCE: According to the response it is confirmed that the employees are highly committed to the organization.
TABLE NO:10 Table showing whether the employees are treated as HR Asset in company Options Agree Strongly agree Disagree Strongly disagree Total No. . of Respondents 24 4 7 0 35 Percentage 69% 11% 20% 0% 100% ANALYSIS: The table shows that 805 of the respondents have agreed that the employees are treated as HR asset and 20% of the remaining have disagreed.
.GRAPH SHOWING WHETHER THE EMPLOYEES TRATED HR ASSET IN COMPANY 20% 0% Agree 11% 69% Strongly agree Disagree Strongly disagree INFERENCE: Therefore it is clear that the company gives more importance for the utilization of HR.
TABLE NO:11 Table showing job satisfaction of employees Options Agree Strongly agree Disagree Strongly disagree Total No. of Respondents 19 6 9 1 35 Percentage 54 17 26 3 100 ANALYSIS: It is seen from the above table that 71% of the respondents have agree that they are satisfied with the job they are performing and 29% of the respondents have disagreed to the above. .
GRAPH SHOWING JOB SATISFATION OF EMPLOYEES 3% 26% Agree Strongly agree 54% Disagree Strongly disagree 17% INFERENCE: In view to the above analysis it is said job satisfaction describes how content an individual is with his/her job and leads to high productivity .
.TABLE NO:12 Table showing better understanding and co-ordination between employees Options Agree Strongly agree Disagree Strongly disagree Total No.of Respondents 19 8 8 0 35 Percentage 54 23 23 0 100 ANALYSIS: The data reveals that 67% of the respondents have agreed there is better understanding and co-ordination among the employees and 23% of the respondents have disagreed to the above.
.GRAPH SHOWING BETTER UNDERSTANDING AND COORDINATION BETWEEN EMPLOYEES 23% 0% Agree Strongly agree 54% Disagree Strongly disagree 23% INFERENCE: It is therefore clear that there is a better understanding among the employees which shows the unity among the employees.
of Respondents 21 2 9 2 1 35 Percentage 60 6 25 6 3 100 ANALYSIS: The above table tells that 66% of the respondents have agreed that they are allowed to participate with the management and 31% of the respondents have disagreed. .TABLE NO:13 Table showing participation of employees in management decisions Options Agree Strongly agree Disagree Strongly disagree No response Total No.
.GRAPH SHOWING PARTICIPATION OF EMPLOYEES IN MANAGEMENT DECISIONS 6% 3% Agree 26% 59% 6% Strongly agree Disagree Strongly disagree No response INFERENCE: It is can be said that the organization encourages employee participation with management to certain extent.
TABLE NO:14 Table showing Quality circles among the workers and mutual discussions Options Agree Strongly agree Disagree Strongly disagree Total No. of the respondents have agreed that there is formation of quality circles and 29% of them do not agree to the above. of Respondents 25 5 9 1 35 Percentage 57 14 36 3 100 ANALYSIS: The above table tells that 71%. .
.GRAPH SHOWING QUALITY CIRCLES AND MUTUAL DISCUSSION 3% 22% Agree Strongly agree Disagree 13% 62% Strongly disagree INFERENCE: Therefore it can be said that mutual discussion and formation of quality circles is the tool to solve the work related problems and the organization encourages it.
TABLE NO:15 Table showing whether the organization is well organized Options Agree Strongly agree Disagree Strongly disagree Total No.of Respondents 25 7 2 1 35 Percentage 71 20 6 3 100 ANALYSIS: The above table tells that 71%. of the respondents have agreed that there is formation of quality circles and 29% of them do not agree to the above. .
.GRAPH SHOWING THE WHETHER THE ORGANISATION IS WELL ORGANIZED 6% 3% 20% Agree Strongly agree Disagree Strongly disagree 71% INFERENCE: Therefore it can be said that mutual discussion and formation of quality circles is the tool to solve the work related problems and the organization encourages it.
77% of the respondents have agreed that they are directed by the supervisor where as 23% have disagreed. of Respondents 23 4 8 0 35 Percentage 66 11 23 0 100 ANALYSIS: The data collected so tells that. .TABLE NO: 16 Table showing supervision of employees by supervisors Options Agree Strongly agree Disagree Strongly disagree Total No.
.GRAPH SHOWING SUPERVISION OF EMPLOYEES BY SUPERVISIORS 23% 0% Agree Strongly agree Disagree Strongly disagree 11% 66% INFERENCE: Therefore it can be said that most of the employees are directed by supervisors so that they can do their job properly.
of Respondents 21 10 2 2 35 Percentage 60 28 6 6 100 ANALYSIS: The above table shows that 88% of the respondents have agreed and 12%of the remaining have disagreed that the company has set high standard of quality.TABLE NO:17 Table showing high standard of quality fixed by company Options Agree Strongly agree Disagree Strongly disagree Total No. .
.GRAPH SHOWING HIGH STANDARD OF QUALITY SET BY THE COMPANY 6% 6% Agree Strongly agree 29% 59% Disagree Strongly disagree INFERENCE: It is therefore clear that the company has maintained a high level of quality of their products which is shown in the response.
of Respondents 21 8 3 3 35 Percentage 60 22 9 9 100 ANALYSIS: Here it is seen that 82% of the respondents have agreed that they are been sent for training and only 18% of them do not agree. .TABLE NO:18 Table showing training programmes in quality management to employees Options Agree Strongly agree Disagree Strongly disagree Total No.
GRAPH SHOWING TRAINING PROGRAMMES IN QUALITY MANAGEMENT 9% 9% Agree Strongly agree 23% 59% Disagree Strongly disagree INFERENCE: .
of Respondents 25 5 5 0 35 Percentage 72 14 14 0 100 ANALYSIS: The above table reveals that 80% of the respondents have agreed that there is periodical training for the employees who are weak in performance and 14% of them have disagreed to the above. . TABLE NO:19 Table showing the employees who are weak are corrected by way of training Options Agree Strongly agree Disagree Strongly disagree Total No.So from the observation it can be said that training programs helps to improve the products and the company too is organizing for that.
GRAPH SHOWING THE EMPLOYEES WHO ARE WEAK ARE CORRECTED BY THE WAY OF TRAINING 14% 0% 14% Agree Strongly agree Disagree Strongly disagree 72% INFERENCE: .
TABLE NO:20 Table showing whether the HR department selects effective employees Options Agree Strongly agree Disagree Strongly disagree Total No.Therefore it is evident that the company organizes periodical training to improve the performance of the employees who are weak.of Respondents 18 2 13 2 35 Percentage 51 6 37 6 100 ANALYSIS: The table shows that 57% of the respondents have agreed that HR department selects effective employees but 43% have disagreed to this. .
GRAPH SHOWING WHETHER THE HR DEPARTMENT SELECTS EFFECTIVE EMPLOYEES 6% Agree 37% 51% Strongly agree Disagree Strongly disagree 6% INFERENCE: .
of Respondents 18 5 8 4 35 Percentage 52 14 23 11 100 ANALYSIS: It is seen from the above response 65% of the respondents have agreed and remaining 35% of them have disagrees=d to that recruitment is very high.Therefore it can be said that the not many employees agree that HR department selects effective employees for the organization. TABLE NO:21 Table showing standard of recruitment Options Agree Strongly agree Disagree Strongly disagree Total No. .
which helps in charting the channels of promotion and showing lateral lines of transfer .GRAPH SHOWING STANDARD OF RECURITMENT 11% Agree 23% 52% Strongly agree Disagree Strongly disagree 14% INFERENCE: Considering the above response it is felt that recruitment standard is high.
TABLE NO:22 Table showing whether group gives high satisfaction Options Agree Strongly agree Disagree Strongly disagree No response Total No. .of Respondents 24 5 3 2 1 35 Percentage 69 14 8 6 3 100 ANALYSIS: It can be observed from the above table that 83% the respondents have agreed that working in group gives job satisfaction where as 14% of them have disagreed.
Job satisfaction is a’ very important attitude which is a very important attitude which is frequently measured by the organization. .GRAPH SHOWING WHETHER THE GROUP WORK GIVES HIGH SATISFICATION 6% 3% 8% A gree Strongly agree 14% Dis agree Strongly dis agree 69% No res pons e INFERENCE: It is evident from the above response that most of the employees are highly satisfied with doing work in groups.
of Respondents 23 7 2 3 35 Percentage 65 20 6 9 100 ANALYSIS: The data collected so tells that 85% of the respondents have agreed that the jobs are designed to achieve high productivity but only 15% of them have disagreed to this.TABLE NO:23 Table showing job design to achieve productivity in products Options Agree Strongly agree Disagree Strongly disagree Total No. .
GRAPH SHOWING JOB DESIGN TO ACHIVE PRODUCTIVITY IN PRODUCTS 9% 6% A gree 2 0% 6 5% Strong ly a gree Dis agree Strong ly d is agre e INFERENCE: .
. TABLE NO:24 Table showing whether the company products are well appreciated by the customers Options Agree Strongly agree Disagree Strongly disagree Total No.of Respondents 24 11 35 Percentage 69 31 100 ANALYSIS: It is observed from the above table that 100% of the respondents have agreed that the products are well appreciated by their customers.Therefore it is clear from the above analysis that jobs are designed well by the organization as job design is an increasingly important application technique in achieving high productivity.
GRAPH SHOWING WHETHER COMPANY’S PRODUCTS ARE WELL APPRECIATED BY THE CUSTOMERS 0% 0% 31% Agree S trongly agree Disagree S trongly disagree 69% INFERENCE: .
of Respondents 21 11 3 35 Percentage 60 31 9 100 ANALYSIS: The above table reveals that91% of the respondents has agreed that their company is ISO certified company.In view to the above analysis it is confirmed that the corn products are very well appreciated by their customers due to high quality of the products. But 9% of the remaining has disagreed to the above . TABLE NO: 25 Table showing whether the company is ISO Certified Options Agree Strongly agree Disagree Strongly disagree Total No.
GRAPH SHOWING COMPANY IS ISO CERTIFIED 9% 0% Agree 31% 60% Strongly agree Disagree Strongly disagree INFERENCE: Therefore it is clear that the company is ISO certified and the employees like the goals of their company which is ISO certified and the employees like the goals of their company which is set to produce standard quality of the products. .
.TABLE NO 26 Table showing safety provisions according to nature of job Options Agree Strongly agree Disagree Strongly disagree Total No.ofRespondents 22 8 5 0 35 Percentage 63 23 14 0 100 ANALYSIS: The above table shows that 86% of the respondents have agreed that there are safety provisions at work place but 14% of the respondents have disagreed.
GRAPH SHOWING SAFETY PROVISION ACCORDING TO NATURE OF JOB 14% 0% A gree 23% 63% Strongly agree Dis agree Strongly dis agree INFERENCE: It is clear from the above analysis that the company has analyzed the jobs well and there are safety provisions to avoid and minimize the possibility of accidents. .
of Respondents 18 8 8 1 35 Percentage 51 23 23 3 100 ANALYSIS: Here it is seen that 74% of the respondents have agreed that tools and machines are highly effective and 26% of them have disagreed.TABLE NO: 27 Table showing whether the tools and machines are highly effective Options Agree Strongly agree Disagree Strongly disagree Total No. .
GRAPH SHOWING WHETHER TOOLS AND MACHINES ARE EFFECTIVE 3% 23% A gree 51% Strongly agree Disagree Strongly disagree 23% INFERENCE: .
Therefore it is clear that the products manufactures by the organization are highly effective and the organizations are highly effective and the organization has maintained a high level of quality in their products.
TABLE NO 28 Table showing whether employees are sent for training periodically
Options Agree Strongly agree Disagree Strongly disagree Total
No. of Respondents 23 5 7 0 35
Percentage 66 14 20 0 100
It is seen from the above that 80% of the respondents have agreed that the employees are sent for periodical training and 20% of the respondents have disagreed.
GRAPH SHOWING WHETHER EMPLOYEES ARE SENT FOR TRAINING PERIODICALLY
0% 20% A gree Strongly agree 14% 66% Dis agree Strongly disagree
INFERENCE: Considering the above analysis it is clear that periodical training helps in development of the employee’s performance in the organization.
TABLE NO 29 TABLE SHOWING EARNINGS AND INCENTIVES OF EMPLOYEES
Options Agree Strongly agree Disagree Strongly disagree Total
No.of Respondents 20 3 11 1 35
Percentage 57 9 31 3 100
GRAPH SHOWING EARNINGS AND INCENTIVES OF EMPLOYEES 3% 31% Agree Strongly agree 57% Disagree Strongly disagree 9% INFERENCE: .The above table reveals that 66% of the respondents have agreed that every employee earns job incentives and 34% of the remaining have disagreed.
of Respondents 23 2 6 4 35 Percentage 66 6 17 11 100 ANALYSIS: It is seen from the above response that 72% of the respondents have agreed that absenteeism is very minimum among the employees and 28% of the respondents have disagreed to the above.So. TABLE NO 30 Table showing low absentisum among the employees Options Agree Strongly agree Disagree Strongly disagree Total No. . it can be said that most of the employees are earning job incentives which motivates them to work better and this leads to high productivity.
GRAPH SHOWING LOW ABSENTISM AMONG THE EMPLOYEES 11% 17% A gree Strongly agree Dis agree 6% 66% Strongly dis agree INFERENCE: .
of Respondents 22 7 5 0 1 35 Percentage 63 20 14 0 3 100 ANALYSIS: .Therefore it can be said that job satisfaction is more likely to bring about the level of absenteeism in the employees. TABLE NO 31 Table showing whether every employees feels that he is the citizen of this organization Options Agree Strongly agree Disagree Strongly disagree No response Total No.
GRAPH SHOWING WHETHER EVERY EMPLOYEE FEELS THAT HE IS THE CITIZEN OF THIS ORGANISATION 3% 0% 14% Agree Strongly agree 20% 63% Disagree Strongly disagree No response .The above table tells that 83% of the respondents have agreed that every employee is treated as the citizen of the organization. where as 17% of them have disagreed to the above.
2. The respondent’s designation is both technical and nontechnical. 3. .INFERENCE: Therefore it is clear form the above analysis that organization is a consciously coordinated social unit composed of two or more people. where the employees are treated as citizens of the organization. Women are also working and they also. 5. All the respondents have participated in the project study without fear. Respondents are well matured to understand the level of job satisfaction. CHAPTER V FINDINGS AND CONCLUSIONS Findings: 1. need motivation to improve job satisfaction 4. Respondents are adequately qualified to understand the importance of job satisfaction.
The employees have mutual understanding and unity each other. 11. 16. 12.The company maintains high level of quality in production. Respondents are highly committed to the organization. The HR unit itself monitors HR development. The respondents have adequate experience in the organization. 7.With the help of formation of quality circles and mutual discussion among the employees it has helped to solve work related problems. 14. 10.6. 13.Respondents have agreed that they are treated as HR asset by their organization.Majority of the respondents are satisfied with the job they are performing. 9. 15. 8. . The organization encourages employee participation with the management.The junior employees are supervised by their supervisors.The company is well organized and it is recognized in the society. Respondents have agreed that there is a HR unit in the organization which monitors all the HR activities.
The organization provides a good co-ordination and every employee feels that he is a citizen of the organization and it gives raise to ‘we’ feeling ness. 29.The company has effective HR department. 31.The products are of high quality because of effective tools and 27.17.The jobs are well designed in the organization 23. 18. 26.The company products are well appreciated and accepted by the customers.Training programs are conducted periodically to improve the quality of the products.The jobs are analyzed and safety provisions are implemented. 19. .Absenteeism is very low in the organization.Machines used by the organization. 20.Recruitment standard adopted by the company is very high. 28. 21.The company is an ISO certified company. 24. 22. 30.Employees are highly satisfied with the group work.Weak employees are periodically trained. 25.Job incentives are given to employees.The employee's performance is developed by periodical training.
Considering all these factors the project report comes to conclusion that at M/s Rail Wheel Factory.Conclusions: The project study was carried out at M/s Rail Wheel Factory to find out the factors that have influenced job satisfaction among the employees to crate organizational commitment. the level of job satisfaction and organizational commitment is high. periodical training. . The data has revealed that there is high job satisfaction among the employees. company’s products and the job itself. The special areas of high satisfaction are group work. mutual discussion.
• There should be rotation of staff from one section to another section once in 3 years. • Management should encourage the workers to take part in management activites. .CHAPTER 6: RECOMMENDATIONS AND SUGGESTION: • The organization can give more job incentives to encourage the employees for better performance. • The management should take suitable measures so that all employees are aware of participate of management system through HR policies. • The organization has to provide better working conditions.
B. Robbins Organizational Behavior by Fred Luthans Organizational Behavior by Keith Davis Personnel Management by C. BLBLIOGRAPHY I have referred the following books to complete the project work: Organizational Behavior by Stephen.P. Memoria . • They should be given certain promotions based of experience and merit.• The training programmes should be still improved with latest technology which helps employees to perform better.
Questionnaire Part-A Personal Data 1. Name (optional) 2. Age 3. Sex 4.“Factors influencing Job Satisfaction among employees to Create organizational commitment” A project study conducted at M/s Rail Wheel Factory. Qualification 5. Designation 6. Experiences .
B 1. • Agree • Strongly agree • Disagree • Strongly disagree 2 This unit monitors employee development. • Agree • Strongly agree • Disagree • Strongly disagree .Part . There is a separate I unit in our company. • Agree • Strongly agree • Disagree • Strongly disagree 3. Our employees are highly committed to the organization.
The job 1 am doing is highly satisfactory. • Agree • Strongly agree • Disagree • Strongly disagree 5. • Agree • Strongly agree • Disagree • Strongly disagree 6. Employees are treated as a HR asset in our Co. There is a good team work and jobs are perfumed with better u and co • Agree • Strongly agree .4.
Our company is well organized. Employees are allowed to participate with the management. • Agree • Strongly agree • Disagree • Strongly disagree 9.• Disagree • Strongly disagree 7. • Agree • Strongly agree • Disagree • Strongly disagree 8. Our employees have formed quality circles and we solve work related problems by mutual discussion. • Agree .
• Agree • Strongly agree • Disagree • Strongly disagree 12 Employees are trained in quality management. Every employee is directed by the supervisor to do the job properly. • Agree • Strongly agree • Disagree • Strongly disagree 11.• Strongly agree • Disagree • Strongly disagree 10. • Agree . The company has set h standard of quality.
Normally our HR department selects effective employees. Our recruitment standard is very high. • Agree • Strongly agree • Disagree • Strongly disagree 15.• Strongly agree • Disagree • Strongly disagree 13. • Agree . Employees who are week in performance are corrected by way Of Training. • Agree • Strongly agree • Disagree • Strongly disagree 14.
18.. • Agree • Strongly agree • Disagree • Strongly disagree . The jobs are designed to achieve high productivity. • Agree • Strongly agree • Disagree • Strongly disagree 17. The group work gives us very high job satisfaction. Our products are well appreciated by our customers • Agree • Strongly agree • Disagree • Strongly disagree .• Strongly agree • Disagree • Strongly disagree 16.
• Agree • Strongly agree • Disagree • Strongly disagree 20. • Agree • Strongly agree • Disagree • Strongly disagree .19 Our company is ISO certified company and I like my goals of the company. • Agree • Strongly agree • Disagree • Strongly disagree 21. The tools and machine are highly effective. The jobs are well analyzed and safety provisions aie rn according to nature of the job.
. • Agree • Strongly agree • Disagree • Strongly disagree 23 Every employee earns job incentives. • Agree • Strongly agree • Disagree • Strongly disagree 24.22. Every employee has a feeling that he is the citizen of this organization. Absenteeism is very minimum among the employee's because of job satisfaction. The employees are sent for training periodically. • Agree • Strongly agree • Disagree • Strongly disagree 25.
• Agree • Strongly agree • Disagree • Strongly disagree .
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue listening from where you left off, or restart the preview.