NEHA PAL File Conplite

A
DISSERTATION REPORT
ON
“JOB SATISFACTION ”
Submitted For partial fulfillment of requirement for the award of degree
Of
(Master of Business Administration)
Of
Uttrakhand Technical University, Dehradun
Supervision By: Submitted by:

Miss Shivangi singh neha pal
(Assistant Professor) 180570500062 Management Department
MBA IVth Sem
Uttrakhand Technical University,
Dehradun, Uttrakhand
1
Declaration
I , neha pal hereby declare that this submission is my own work under the supervision of Miss.
Shivangi singh towards the Masters of business Administration ( Human Resource) and that, to
the best of my knowledge , it contains no material previously published by another person nor
material which has been accepted for the award any other degree of the university ,except where
due acknowledgement has been made in the next.
2
Certificate by Guide
This is to certify that neha pal is the bonofied student of MBA have successfully completed the
project work as described by the university in the partial fulfillment of the MBA(Masters of
Business Administration) of the academic year 2019-2020.
The project work entitled as “Employee Relationship”
Project guide ( Miss Shivangi singh )
Signature
3
ACKNOWLEDGEMENT
We would like to sincerely appreciate to the individuals who give us guidance, advices, opinion
and support throughout the entire research project. Thus, we only can complete our research
efficiently and effectively.
Works like this kind cannot be carried out without the help and guidance of an experienced
person. I therefore wish to express my profound gratitude to Miss Shivangi verma by supervisor
for her suggestions, support, patience and constructive criticism throughout the research period.
Lastly, to my parents, husband, children, brother and sisters who by their encouragement gave
me the strength to carry on when all hope was lost.
4
Title Page
Acknowledgement
Declaration
Guide Certificate
Table of Content
Chapter Title Page No:
One INTRODUCTION 6-9
Two LITERATURE REVIEW 10-25
Three RESEARCH METHODOLOGY 26-30
Four DATA ANALYSIS AND INTERPETETION 31-45
FINDINGS,CONCLUSION,SUGGESTION AND 46-48

Five RECOMENDATION
ANNEXURE AND QUESTIONNAIRE………………………` 49-54
5
INTRODUCTION:
The introduction gives an outline of the study. The aims and objectives of the research question
are recognized and the case study will allow a foundation for the chosen area. Finally the
formation of the study is described.
Back ground of the study
The background of the study establishes the context of the research. This section explains why
this particular research topic is important and essential to understanding the main aspects of the
study. Usually, the background forms the first section of a research article/thesis and justifies the
need for conducting the study and summarizes what the study aims to achieve.
In this section, the author usually outlines the historical developments in the literature that led to
the current topic of research concisely. If the study is interdisciplinary, it should describe how
different disciplines are connected and what aspects of each discipline will be studied.
Additionally, authors should briefly highlight the main developments of their research topic and
identify the main gaps that need to be addressed. In other words, this section should give an
overview of your study. The section should be organized
6
Statement of problem
The growth and development of any economy is connected directly or indirectly job satisfaction
and above all meeting client’s expectations in terms of quality, cost, time and safety. However,
there is little evidence in the construction industry to show how workers are recruited and
selected. The processes of recruiting and selecting workers have been a matter of concern to
many and needs attention. It has also been observed that due to the inadequate information and
evidence of how selection and recruitment are done in many construction firms are likely not to
achieve or meet their stated objectives and goals. It is therefore clear from the foregoing that
unconventional selection practices can ruin any business plan thereby affecting the overall target
of construction firms. There is the need for management to put in place policies or strategies that
will help recruit and select the best employees to strive towards the achievement of
organizational goals and objectives.
7
OBJECTIVE OF THE STUDY
The aim of this section is to demonstrate the main reason for undertaking the research and the
explanation behind them. The aim will be focused on the research question that will be addressed
by the investigation and the objectives hope to provide more detail as to how this will be
achieved
Research Questions
The under listed research questions will serve as a guide to the study
a) How emplopyees satisfaction in the organization ?
b) How to employees do affect performance?
c) What are the challenges associated with the job satisfaction?
d) What are the ways to help improve staff of the orgination top level employees ?
8
Significance of the Study
The significance of the study is a part of the introduction of a thesis/research. It should

determine who benefits from the study and how that specific audience will benefit from its
findings.
Irrespective of job title and pay grade, employees who report high job satisfaction tend to
achieve higher productivity. Increased Profits – Keeping employees safe and satisfied can lead
to higher sales, lower costs and a stronger bottom line
Scope of the study
The scope of the study consist of the importance of the employee satisfaction is to find out
the satisfaction level of the employees. The objective tells about the necessity of the study.The
suggestions were given which may help the company to improve employee job satisfaction
Organization
In Organizational Behavior, job satisfaction is one of the most researched variables in the area
of workplace psychology and has been associated with numerous psychosocial issues, the
changing world of work, organizational factors ranging from leadership to job design.
9
It is the level of contentment a person feels regarding his or her job. This feeling is mainly based
on an individual’s perception of satisfaction.
It can be influenced by a person’s ability to complete the required tasks, the level of
communication in an organization, and the way management treats employees. There are
different levels of job satisfaction.
Effective job satisfaction is a person’s emotional feeling about the job as a whole. Cognitive job
satisfaction is how satisfied employees feel concerning some aspect of their job, such as pay,
hours, or benefits.
10
LITERATURE REVIEW
The financial demands on the Indian families are becom- ing fiercer by day. The sky
rocketing cost of living,
increasing expenses on education of children, increasing cost of housing properties in India

force every family in India to look for ways and means of increasing the household income
The entry of women force into the office work has created the imbalance of work and family
life. The of the gender role theory establishes that the family and work roles have
traditionally been gender- specific, such that men are socialized so that their central role in
life is that of worker and family breadwinner, whereas women are brought up in the line that
their essential role in life is at the heart of the family, as wife, mother and homemaker
Job satisfaction or employee satisfaction is a measure of workers' contentedness with their job,

whether or not they like the job or individual aspects or facets of jobs, such as nature of work or
supervision.[1] Job satisfaction can be measured in cognitive (evaluative), affective (or
emotional), and behavioral components.[2] Researchers have also noted that job satisfaction
measures vary in the extent to which they measure feelings about the job (affective job
satisfaction).[3] or cognitions about the job (cognitive job satisfaction).[4]
One of the most widely used definitions in organizational research is that of Locke (1976), who
defines job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal
of one's job or job experiences" (p. 1304).[5] Others have defined it as simply how content an
individual is with his or her job; whether he or she likes the job or not.[6]
It is assessed at both the global level (whether or not the individual is satisfied with the job
overall), or at the facet level (whether or not the individual is satisfied with different aspects of
the job).[1] Spector (1997)[1] lists 14 common facets: appreciation, communication, coworkers,
fringe benefits, Job conditions, nature of the work, organization, personal growth, policies and
procedures, promotion opportunities, recognition, security, and supervision.
11
Numerous empirical studies show a strong positive relationship between employee satisfaction
and customer satisfaction (e.g., Band, 1988; George, 1990; Reynierse & Harker, 1992; Schmitt
& Allscheid, 1995; Schneider & Bowen, 1985; Schneider, White, & Paul, 1998; Schneider,
Ashworth, Higgs, & Carr, 1996 Johnson, 1996; Ulrich, Halbrook, Meder, Stuchlik, & Thorpe,
1991; Wiley, 1991). As suggested by this wealth of findings, positive changes in employee
attitudes lead to positive changes in customer satisfaction.
Some investigations have provided explicit measures of this relationship. For example, a study at
Sears Roebuck & Co. showed that a five-point improvement in employee attitudes led to a 1.3
rise in customer satisfaction which, in turn, generated a 0.5 increase in revenues. Brooks (2000)
reviewed the relationship between financial success and customer and employee variables (e.g.,
customer satisfaction, employee satisfaction, etc.) and found that, depending on market segment
and industry, between 40 and 80 percent of customer satisfaction and customer loyalty was
accounted for by the relationship between employee attitudes and customer-related variables.
Similarly, Vilares and Cohelo (2000) found that perceived employee satisfaction, perceived
employee loyalty, and perceived employee commitment had a sizable impact on perceived
product quality and on perceived service quality (see model below).
satisfaction represents one of the most complex areas facing today’s managers when it comes to
managing their employees. Many studies have demonstrated an unusually large impact on the job
satisfaction on the motivation of workers, while the level of motivation has an impact on
productivity, and hence also on performance of business organizations.Unfortunately, in our
region, job satisfaction has not still received the proper attention from neither scholars nor
managers of various business organizations.
12
Concept of the topic
The concept of job satisfaction, viewed through different lenses by various scholars, is defined
differently. Greenberg and Baron (2008), for instance, viewed job satisfaction as a feeling that
can produce a positive or negative effect toward one’s roles and responsibilities at work and
added that it is important to understand the concept of job satisfaction as there is no single way to
satisfy all workers in the workplace. Greenberg and Baron (2008) saw it as a positive feeling
toward a person’s job. This concept, according to George and Jones (2005), is the combination of
feelings and beliefs, which include the mental, emotional, and physical domains. Job satisfaction
can also be defined as a worker’s emotional response to different job related factors resulting in
finding pleasure, comfort, confidence, rewards, personal growth and various positive
opportunities, including upward mobility, recognition and appraisal done on a merit pattern
Job Satisfaction Theories
Job satisfaction theories have evolved in a manner similar to motivation theories. As mentioned
previously, content theories of motivation considered the same needs for human beings with no
regard for personality differences. Process theories consider different individual cognitive
processes. Some job satisfaction theories are also categorized under motivation theories such as
two-factor theory, job characteristic theory, and high performance cycle theory. Franek and
Vecera (2008) discuss three models of job satisfaction: situational model, dispositional model,
and interactional model.
The Dispositional model on the other hand, suggests that the characteristics of people will
determine their level of job satisfaction, and that the job itself plays no role in determining
satisfaction. Studies that support dispositional model frequently use five personality factors. The
core self-evaluation model stated by Judge, Locke, Durham, and Kluger (1998) narrows the
scope of dispositional theory
Two-Factor Theory. This theory suggests that human needs fall under two categories. The first
category is the animal needs such as physiological needs and the second category is higher level
needs such as growth. Those aspects of the job that are related to first category of needs are
13
called hygiene factors and those aspects that are related to the second category of needs are
called motivator factors.
Job Characteristic Theory. Hackman and Oldham (1976, p. 257) discuss their job characteristic
model and explain five main dimensions of a job that lead to three psychological states resulting
in some personal and career outcomes. Skill variety is the degree to which a job needs a diverse
array of tasks. Task identity is the degree to which a job involves completing an entire work from
the beginning to the end. Task significance is the degree to which a job is important to the life of
other people in the society or in the organization.
Definition of the topic
Due to the popularity of job satisfaction within the field of occupational and organizational
psychology, various researchers and practitioners have provided their definitions of what job
satisfaction is.
E. A. Locke describe job satisfaction as, “the pleasurable emotional state resulting from the
appraisal of one’s job as achieving or facilitating the achievement of one’s job values”
According to P. E. Spector, “Job satisfaction is the extent to which people like or dislike their
jobs”.
De Nobile defined job satisfaction as “the extent to which a staff member has favorable or
positive feelings about work or the work environment.”
Davis, Newsroom, and Dressler describe job satisfaction as “a set of favorable or unfavorable
feelings for the employees to perceive their work and that determine the possibility of a major
disposition to achieve higher performance
Definition of Job Satisfaction
14
Due to the popularity of job satisfaction within the field of occupational and organizational
psychology, various researchers and practitioners have provided their definitions of what job
satisfaction is.
E. A. Locke describe job satisfaction as, “the pleasurable emotional state resulting from the
appraisal of one’s job as achieving or facilitating the achievement of one’s job values”
According to P. E. Spector, “Job satisfaction is the extent to which people like or dislike their
jobs”.
De Nobile defined job satisfaction as “the extent to which a staff member has favorable or
positive feelings about work or the work environment.”
Davis, Newstrom, and Dessler describe job satisfaction as “a set of favorable or unfavorable
feelings for the employees to perceive their work and that determine the possibility of a major
disposition to achieve higher performance
15
Challenge of job satisfaction
Performance management and employee satisfaction are two areas that pose challenges for
employers. Using performance management methods such as appraisals to measure employee
performance comes with its own challenges, which are usually unforeseen. Only after
employers implement complex appraisal programs do they realize the problems associated with
them. Job satisfaction is another subjective topic that concerns employers – job satisfaction, or
lack thereof, can affect performance appraisals and threaten the employer-employee
relationship by creating friction between employees and their supervisors. Nevertheless,
employers can use surveys, employee feedback and supervisor review to define what problems
exist within both job satisfaction and performance appraisals.
Conduct an employee opinion survey with questions about job satisfaction and performance
appraisals. Examples of questions that probe employee job satisfaction might include “on a
scale of one to five, describe your enthusiasm about beginning the work week” and “how many
times in the past six months have you had an unscheduled absence from work simply because
you didn’t want to be here?” To identify and define problems with performance appraisals, ask
employees how many times they have received timely reviews from their supervisors.
Concept of frame work
Job satisfaction is the most widely researched job attitude and among the mos t
extensively researched subjects in Industrial/Organizational Psychology (Judge & Church,
2000).Several work motivation theories have corroborated the implied role of job
satisfaction. Worksatisfaction theories, such as Maslow’s (1943) Hierarchy of Needs,
Hertzberg’s (1968) Two-Factor (Motivator-Hygiene) Theory, Hackman and Oldham’s (1976)
16
Job Characteristics Model,Locke’s (1976) Range of Affect Theory, Vroom’s (time) Expectancy
Theory, and etc., have triedto explain job satisfaction and its influence
METHODOLOGY ORGANISATIONAL PROFILE
Introduction
The chapter highlights how the research problem was explored, with specific
reference made to how the participants were selected and the procedure
followed to gather the data. Furthermore, the ethical considerations and
confidentiality aspects are addressed; the measuring instruments to gather the
data and its ensuing psychometric properties are discussed. The chapter
concludes with the statistical techniques utilised for the data analysis.
17
Research methodology
Research refers to a search for knowledge. It is a systematic method of collecting and recording
the facts in the form of numerical data relevant to the formulated problem and arriving at certain
conclusions over the problem based on collected data.
Thus formulation of the problem is the first and foremost step in the research process followed
by the collection, recording, tabulation and analysis and drawing the conclusions. The problem
formulation starts with defining the problem or number of problems in the functional area. To
detect the functional area and locate the exact problem is most important part of any research as
the whole research is based on the problem.
18
Research design
For the purpose of the study a non-probability sampling design in the form of
a convenience sampling method was adopted and considered to be
appropriate to gather the data. The rationale for using this sampling method
was due to the respondents being easily accessible, their availability, as well
as it being less time consuming and inexpensive to gather the research
information.
Dessler (2000) points out the following in terms of using questionnaires as a

method of data collection:
 It is a quick and efficient way to obtain information from a large
number of individuals;
 It is less costly than interviewing a vast number of people; and
 Questionnaires secure participants’ anonymity.
Research strategy
The research based on assessing job satisfaction practices of selected Quantitative analysis
was used as the research strategy to achieve the research aim of investigating into job satisfaction
practices adopted by these firms. The study used questionnaires. These approaches were
satisfactory tools for collecting data for the sample population to investigate the topic under
19
study Quantitative research is a formal, objective, systematic process in which numerical data are
used to obtain information
Sources of Data
The researcher used both primary and secondary sources of data for the study.
Primary Data
The primary data was obtained using the survey method. These include the distribution of
questionnaires and collection of data from key respondents and professionals pertaining to the
20
construction industry. In order to achieve the aim and objectives of the study, well-designed
questionnaire with both close-ended and open-ended questions were formulated to gather
information from appropriate respondents
Secondary Data
Secondary data is data collected by someone other than the user. A clear benefit of using
secondary data is that much of the background work needed has already been carried out or
analyzed
Secondary data is data collected by someone other than the user. A clear benefit of using
secondary data is that much of the background work needed has already been carried out or
analyzed Because the data already exist, you can evaluate them prior before using it. These
include desk review of both published and unpublished material including policy documents,
newspapers, internet, journals, articles, reports, bulletins, newsletters. The secondary source was
to get a deeper understanding of published information on worker job satisfaction .
SAMPLING
It was divided into following parts:
21
Sampling universe
All the employees are the sampling universe for the research
population
The population targeted in this study included permanent and contract employees
(N = 100), spanning across six (15) Directorates (Financial Administration,

Supply Chain Management, Professional Support Services, Labour
Relations, Human Resource Management and Information Management
Data analyses
Out of 15 questionnaires issued, 100 employees valid questionnaires response achieved.

However, one of the respondents did not complete the last question of the questionnaire but
this was disregarded and considered valid. Job satisfaction employees are proper doing
work and I have collect the data from side the organization for jib satisfaction.
DATA COLLECTION
The task of data collection begins after the research problem has been defined and
research design chalked out. While deciding the method of data collection to be used for the
study, the researcher should keep in mind two types of data viz. Primary and secondary data.
Primary Data: -
The primary data are those, which are collected afresh and for the first time and thus
happen to be original in character. The primary data were collected through well-designed and
structured questionnaires based on the objectives.
Secondary Data:
The secondary data are those, which have already been collected by someone else and
passed through statistical process. The secondary data required of the research was collected
through various newspapers, and Internet etc.
22
Conclusion
There are the good response from the employees to the job satisfaction they are some queries to
doin the work they they have doing their 100% in the organization
We have given them some questionnaire which is include my dissertation report
We have search the life of the employees in organization there all result we have in my project
dissertation report
23
DATA PRESENTATION, ANALYSIS
Introduction
An overview of the results obtained in the study are presented and discussed
in this chapter. The chapter also outlines the demographic information
depicted in graphical format. The descriptive and inferential statistics are
presented thereafter. The alpha levels of .05 and .01 were selected a priori for
test of significance for correlations, while the multiple regression analysis
was tested at the .05 significance level. For the analysis of variance all values
were tested at the .01 significance level.
24
QUESTIONS
I have been passed up at least once for

a promotion in the past few years.
0% 20%
50%
30%
Strongly Agree Agree

Neither Agree nor Disagree Disagree
Strongly Disagree
This graph shows that 0% of employees are strongly agree about the point , 20% of employees
are agree on the point, 30% are neither agree nor disagree,50% are disagree and rest 0% of
employees are strongly disagree.
25
I spend parts of my day daydreaming
about a better job.
10% 0%
15%
15% 60%

Strongly Disagree
26
I find much of my job repetitive and
boring.
10% 5% 0%
10%
75%

Strongly Disagree
27
I am mentally and/or physically
exhausted at the end of a day at work.
10% 5% 0%
85%

Strongly Disagree
28
I feel that my job has little impact on the
success of the company.
20% 0%
50%
30%

Strongly Disagree
29
I have an increasingly bad attitude
toward my job, boss, and employer
20% 0% 20%
60%

Strongly Disagree
This graph shows that 0% of employees are strongly agree about the point , 0% of employees are
agree on the point, 20% are neither agree nor disagree,60% are disagree and rest 20% of
30
I am no longer given the resources I
need to successfully do my job.
0% 10%
30%
60%

Strongly Disagree
This graph shows that 10% of employees are strongly agree about the point , 30% of
employees are agree on the point, 60% are neither agree nor disagree,0% are disagree and
rest 0% of employees are strongly disagree.
31
I am not being used to my full
capabilities.
0%
40% 40%
20%

Strongly Disagree
32
I have received no better than "fair"
evaluations recently.
25% 0%
40%
35%

Strongly Disagree
33
I feel as though my boss and employer
have let me down.
0% 10%
35%
55%

Strongly Disagree
This graph shows that 0% of employees are strongly agree about the point , 0% of employees are
34
I often feel overworked and
overwhelmed.
0%
35%
45%
20%

Strongly Disagree
This graph shows that 45% of employees are strongly agree about the point, 20% of employees
35
I am frequently stressed out at work.
0% 20%
50% 15%
15%

Strongly Disagree
36
I live for weekends and days away
from the job.
0% 10%
30%
60%

Strongly Disagree
This graph shows that 0% of employees are strongly agree about the point, 0% of employees are
37
I find myself negatively comparing my
situation to my peers.
20% 0% 15%
25%
40%

Strongly Disagree
38
I feel my bad days at work outweigh the good
ones.
0% 25%
45%
30%

Strongly Disagree
CONCLUSION
We have find the dissertation report on the job satisfaction & I have collect the sample size &
questionnaire & graph of the employees show on the project report
We find the problem of employee’s job satisfaction
We have collected the 15 questionnaire in graph
We have find out the 15 graph of the job satiesfaction
39
SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATION
Finding
Employees are not completely satisfied with their job although their salary is good enough.
Employes are not getting value to their work.

Most of employees think that they are nt on their actual path.
Most of the employees think that the organization haven’t fulfill their promises,what they do in
beginning especially regarding Promotion.
There is negatively comparison between peers especially regarding targets.
They often feel overworked.
Limitation
However I shall try my best in collecting the relevant information for my research report, yet
there are always some problems faced by the researcher. The prime difficulties which I face in
collection of information are discussed below:-
40
1. Short time period: The time period for carrying out the research was short as a result of
which many facts have been left unexplored.
2. Lack of resources: Lack of time and other resources as it was not possible to conduct
survey at large level.
3. Small no. of respondents: Only 20 employees have been chosen which is a small
number, to represent whole of the population.
4. Unwillingness of respondents: While collection of the data many consumers were

unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time
for them.
Conclution
The central objective of this study was to establish the impact of variables,
such as the work itself, pay, supervision, promotion and relationships with
co-workers on employees in terms of job satisfaction at a public sector
institution in the Western Cape. A literature survey was conducted to form
the theoretical premise for the study.
Factors such as pay, the work itself, supervision, relationships with co-
workers and opportunities for promotions have been found to contribute to
job
The empirical findings from the study indicate that employees at the public
health institution in the Western Cape, where the research was conducted, are
most satisfied with their co-workers, followed by the nature of the work itself
and the supervision
they receive. They however, indicated that they are less satisfied with
41
promotional opportunities and least satisfied with the pay they receive.
Another contributing factor impacting on generalisability is the fact that only the occupational
categories pharmacist, pharmacist assistant, auxiliary service officer, administration clerk,
director, personnel officer, administrative officer, state accountant and personnel practitioner are
targeted in the study. Therefore, the results of the study cannot be inferred to other occupational
classes of a similar category resulting in the external validity of the study being comp
Recommendation
To increase the job satisfaction level of the employees the company should concentrate mainly
on the incentive and reward structure rather than the
motivational session.
 Ideal employees should concentrate on their job.
 Educational qualification can be the factor of not an effective job.
 Company should give promotion to those employees who deserves it.
42
Recommendation of further study
Questionnaire
1. I have been passed up at least once for a promotion in the past few years.
 Strongly Agree
 Agree
 Neither Agree nor Disagree
 Disagree
 Strongly Disagree
2. I spend parts of my day daydreaming about a better job.
 Strongly Agree
 Agree
 Disagree
43
3. I find much of my job repetitive and boring.
 Strongly Agree
 Agree
 Disagree
4. I am mentally and/or physically exhausted at the end of a day at work.
 Strongly Agree
 Agree
 Disagree
5. I feel that my job has little impact on the success of the company.
 Strongly Agree
 Agree
 Disagree
6. I have an increasingly bad attitude toward my job, boss, and employer .
44
 Strongly Agree
 Agree
 Disagree
7. I am no longer given the resources I need to successfully do my job.
 Strongly Agree
 Agree
 Disagree
8. I am not being used to my full capabilities.
 Strongly Agree
 Agree
 Disagree
9. I have received no better than "fair" evaluations recently.
 Strongly Agree
 Agree
45
 Disagree
10. I feel as though my boss and employer have let me down.
 Strongly Agree
 Agree
 Disagree
11. I often feel overworked and overwhelmed.
 Strongly Agree
 Agree
 Disagree
12. I am frequently stressed out at work.
 Strongly Agree
 Agree
 Disagree
46
13. I live for weekends and days away from the job.
 Strongly Agree
 Agree
 Disagree
14. I find myself negatively comparing my situation to my peers.
 Strongly Agree
 Agree
 Disagree
15. I feel my bad days at work outweigh the good ones.
 Strongly Agree
 Agree
 Disagree
47

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A

Submitted For partial fulfillment of requirement for the award of degree

(Master of Business Administration)

Uttrakhand Technical University, Dehradun

Supervision By: Submitted by:

Uttrakhand Technical University,

The project work entitled as “Employee Relationship”

Project guide ( Miss Shivangi singh )

Chapter Title Page No:

One INTRODUCTION 6-9

Two LITERATURE REVIEW 10-25

Three RESEARCH METHODOLOGY 26-30

Four DATA ANALYSIS AND INTERPETETION 31-45

FINDINGS,CONCLUSION,SUGGESTION AND 46-48

ANNEXURE AND QUESTIONNAIRE………………………` 49-54

Back ground of the study

a) How emplopyees satisfaction in the organization ?

b) How to employees do affect performance?

c) What are the challenges associated with the job satisfaction?

The significance of the study is a part of the introduction of a thesis/research. It should

Scope of the study

increasing expenses on education of children, increasing cost of housing properties in India

Job satisfaction or employee satisfaction is a measure of workers' contentedness with their job,

Job Satisfaction Theories

Definition of the topic

Definition of Job Satisfaction

Concept of frame work

METHODOLOGY ORGANISATIONAL PROFILE

Dessler (2000) points out the following in terms of using questionnaires as a

 Questionnaires secure participants’ anonymity.

(N = 100), spanning across six (15) Directorates (Financial Administration,

Out of 15 questionnaires issued, 100 employees valid questionnaires response achieved.

We have given them some questionnaire which is include my dissertation report

I have been passed up at least once for

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

Strongly Agree Agree

We find the problem of employee’s job satisfaction

We have collected the 15 questionnaire in graph

We have find out the 15 graph of the job satiesfaction

Employes are not getting value to their work.

4. Unwillingness of respondents: While collection of the data many consumers were

 Ideal employees should concentrate on their job.

 Educational qualification can be the factor of not an effective job.

 Company should give promotion to those employees who deserves it.

2. I spend parts of my day daydreaming about a better job.

3. I find much of my job repetitive and boring.

4. I am mentally and/or physically exhausted at the end of a day at work.

6. I have an increasingly bad attitude toward my job, boss, and employer .

7. I am no longer given the resources I need to successfully do my job.

8. I am not being used to my full capabilities.