IBS HYDERABAD

Academic Year - 2021-23

ORGANISATIONAL BEHAVIOUR

Course Faculty: Rajashekhar. David

STUDENT NAME TOPIC SELECTED

(ENROLLMENT NO)
Alisha Puhan (21BSPHH01C1569 )
M Kushal Reddy (21BSPHH01C0614)
JOB SATISFACTION
Apoorva Pattnaik(21BSPHH01C1725)
Siliveru Akhil Durga (21BSPHH01C1221)
Chandrani Mukherjee(21BSPHH01C1570)
Shilpa Samanta (21BSPHH01C1824)
Sakshi Agarwal(21BSPHH01C1037)

Declaration:

We declare that this assignment is our work and we have not copied it from any
other student’s work or from any other source except where due
acknowledgment is made.

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 TABLE OF CONTENTS

SL. TOPIC NAME PAGE

NO NO.
1. Acknowledgement 3

2. Executive Summary 4

3. Introduction 5

4. Causes of Job Satisfaction 5

5. Outcomes of Job Satisfaction 7

6. Causes of Job Dissatisfaction 8

7. Impact of Job Dissatisfaction 9

8. Job Satisfaction during Pandemic in India 10

9. Job Satisfaction at TATA STEEL 11

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 ACKNOWLEDGEMENT

We take this opportunity to express my sincere thanks and deep gratitude to all those people
who extended their wholehearted co-operation and have helped us in completing this research
successfully.

Words are not enough to express our true thanks and profound feeling of appreciation to
our guide Mr. Rajashekhar P. who provided us with important recommendations and
guidance to continue in every stage during our project research. His inspiring suggestions
and timely guidance enabled us to perceive the various aspects of the project in a new
light.

In all we found a congenial work environment and this completion of the research will mark a
new beginning for us in the coming days.

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 EXECUTIVE SUMMARY

It is said that satisfied employee is a productive employee.

In This report, we have taken the example of TATA Steel Ltd., and discussed in details
how this company moved forward by satisfying it's employees.

We have also discussed about the various causes which usually lead to Job satisfaction,
what impact does Job satisfaction have on employees and what are the usual outcomes.

After reading and analysing data and facts we came to a conclusion which is discussed
further in the report.

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 INTRODUCTION

Job satisfaction is a positive feeling about one’s job resulting from an evaluation of its
characteristics.

When people speak of employee attitudes, they usually mean job satisfaction, a positive
feeling about a job resulting from an evaluation of its characteristics, A person with high
job satisfaction holds positive feelings about the Work, while a person with low
satisfaction holds negative feelings. Because OB researchers give job satisfaction high
importance, we'll review this attitude it Related to job satisfaction is job involvement, the
degree to which detail later. people identify psychologically with their jobs and consider
their perceived performance levels important to their self-worth.

Employees with high job involvement strongly identify with and care about the kind of
work they do. Another closely related concept is psychological empowerment, or
employee’s beliefs in the degree to which they influence their work environment, their
competencies, the meaningfulness of their job, and their autonomy.

Causes of Job Satisfaction

A range of elements, including as the quality of one's connection with their supervisor,
the quality of the physical environment in which they work, the degree of fulfilment in
one's work, and so on, can have an impact on one's job.

Job satisfaction refers to one's feelings or mental state about the nature of one's work. A
range of elements, including as the quality of one's connection with their supervisor, the
quality of the physical environment in which they work, the degree of fulfilment in one's
work, and so on, can have an impact on one's job. Positive attitudes toward work are

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 synonymous with job satisfaction, whereas bad attitudes toward work have been defined
in a variety of ways. In a nutshell, job satisfaction refers to a person's attitude about their
work. Job satisfaction is an attitude that arises from the balancing and summarising of a
variety of individual likes and dislikes related to the job; its appraisal may be based
mostly on one's success.

Job satisfaction can be defined as the sum of an employee's feelings in four key
categories. These are the following:

1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers,

opportunities on the job for promotion and advancement (prospects), overtime
regulations, interest in work, physical environment, and machines and tools.

2. Management- supervisory treatment, participation, rewards and punishments, praises

and blames, leaves policy and favouritism.

3. Social relations- friends and associates, neighbours, attitudes towards people in

community, participation in social activity sociability and caste barrier.

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 4. Personal adjustment-health and emotionality.

OUTCOMES OF JOB SATISFACTION

Job satisfaction is a key indicator of how people feel about their jobs, as well as a
predictor of work behaviours like organisational citizenship, absenteeism, and
turnover.

Here are some of the key outcomes of Job Satisfaction

 Reduced grievances
 Reduced absenteeism
 Reduced attrition
 Reduced termination
 Better punctuality and worker morale
 Enthusiasm in learning job related tasks
 Helping fellow employee's
 Low stress level
 Less on job accidents

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 Causes of job dissatisfaction

1. Lack of appreciation

2. Being or feeling underpaid

3. Inadequate management

4. Limited career growth prospects

5. Lack of training and development options

6. Workplace relationships

7. Work-life balance

8. Job isn’t interesting or meaningful

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 Impact of Job Dissatisfaction

1. Mood swings

2. Being disgruntled

3. Becoming a different person

4. Feeling out of place

5. Helplessness

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 JOB SATISFACTION DURING PANDEMIC IN INDIA

 According to a study commissioned by Atlassian and done by Australian research

agency Paper Giant, roughly 83 % of employees in India are still worried about
returning to work while there is no vaccination and limitations remain in place.
 According to the report, Indian employees are more likely than employees from
any other country to desire to work entirely from home (66 %).

 While employees are still adjusting to the additional problems that come with
remote work, many have expressed relief at not having to deal with the regular
presenteeism of the office.
 70% of respondents said their job satisfaction has improved since the COVID 19
restrictions were implemented. 61 percent of employees believe it is possible to
work effectively.

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 How TATA can be one of the best examples of a company providing high job
satisfaction?

‘Best Place to Work in the Core Sector’ in the Business Today, India Survey 2016.

Tata Steel has been a model for employee welfare programmes since its establishment. Human Resource
Management is now a strategic partner in their organisation. They think

that their most valuable asset is their people, and they use best practises to guarantee good
employee relationships, employee growth and development, and job happiness.

Few benefits TATA Steel offers as listed below .

 Different allowances and pay

 PF gratuity pension provisions

 LTA (Leave travel allowances)

 Medical – Mediclaim benefits

 Others

 Hospital and medical facilities for employees as well as their families.

 High job security
 They value the work life balance by following the 8 to 8.5 hour work day.
 Leaves

 Different types of leave – Casual leaves, Privilege leaves, Sick leaves.

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  Special leaves – Maternity leave, Paternity leave, extended maternity leave

With pandemic they have departments where people are working from home completely.
Along with this they strictly adhere to quarantine facilities in case of covid risks.

 TATA Steel took initiatives like Mosaic, a Diversity and Inclusion Campaign that
emphasises meritocracy, gender diversity, a friendly infrastructure for differently
abled employees and increased participation of women in senior leadership.

 Many plants including mother plant in Jamshedpur provide accommodations to all

its employees.
 They ensure access to good food during duty hour with good ac or non ac canteen
facilities and hygienic food. Tata Steel also offers specialised training to canteen
employees in order to improve service levels, and it has committees in place to
oversee continual development.

 Setting High standards for health & safety

 Tata Steel has established quality standards by ensuring that workplace

seating arrangements, as well as mobility equipment such as cranes, are
ergonomically sound. Their operations have dust control systems in place
to reduce dust levels, and more and more equipment can now be
controlled remotely, making onsite jobs safer and less difficult. Their
'Mobi-safe' mobile app allows employees to report any harmful situation
or act in the workplace, as well as features like as online gas detection and
visual representations of the shop floor for a better knowledge of work
operations.

Thus, from the above points we can see how TATA Steel Ltd. is one of the best
companies serving employees with high job satisfaction. Most of these benefits prevail in
other companies of TATA groups too.

Tata Steel Limited is one of India's and the world's best companies. TSL is well-known
for having some of the greatest TQM and HR policies in the world. TSL personnel are
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 quite satisfied with their jobs. Employees are all motivated and work together to achieve
the company's objectives. TSL division boosts output this year due to high-motivated
employees. Employees who work for TSL and those who will work for TSL are
extremely fortunate. Earning more money is not enough to live a happy existence; if an
employee is unable to devote time to his or her family, he or she must be bothered during
working hours. If an employee puts up his or her best effort for the company, the
company's next responsibility is to provide a higher quality of life in return.

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 CONCLUSION

Job happiness is positively connected with life contentment, according to European

research, and your attitudes and experiences in life spill over into your job approach and
experiences. When people lose their jobs, their life satisfaction plummets. Work is a
significant part of life for most people, so it's understandable that our general happiness is
influenced by how happy we are at work. (Satisfied with our work)

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 REFERENCES

 Book- Organizational Behaviour by Stephen p. Robbins

 Economic times
 https://www.tatasteel.com
 https://coíe.ac.uk
 Reseaích gate

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