A

SYNOPSIS REPORT

ON

JOB SATISFACTION AMONG EMPLOYEES

AT
BIG BAZAAR
Submitted
By
CHANCHALA VENKATA PUSHPAK KRISHNA
H.T.NO: 130420672152
PROJECT SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

Department of Business Administration

AURORA POST GRADUATE COLLEGE

PEERZADIGUDA

(Affiliated to Osmania University)

2020-2022
 AURORA POST GRADUATE COLLEGE

PEERZADIGUDA

Department of Management

SYNOPSIS

Title of the Project : JOB SATISFACTION AMONG

EMPLOYEES

Student Name : CHANCHALA VENKATA PUSHPAK

KRISHNA

Hall Ticket Number : 130420672152

Signature of the Student :

Signature of the Guide :

1.1 INTRODUCTION

Human resources are one of the most important assets of the organization & assessing it

current value is both important and difficult, but it must be done if this resources utility is to

be optimized, the performance of their resource will determine the overall effectiveness of the

organization.

On method of evaluating their value is through the assessment of the climate of the

organization. They are working in the research data shows that the job satisfaction does have

an equates on the overall organization effectiveness.

Organization is made up of people there for if people do not change then the organization

cannot change for obtaining the full co-operation & enthusiastic support of the members in

achieving the organizational objectives, the organization must satisfy their needs and insurer

their feelings.

Every organization is different and less a unique feelings and character beyond its structures

characters these each organization , deals with its members in a distinct way through its

policies on allocation of resources, commune action pattern reward and penalty leader ship

and decision making style etc. the org policy and connection with regard to all these and a

cluster of other related activities influence the feelings attitudes and behavior of its members

and results in the creation of an unique organizational climate.

Hence job satisfaction is a product of leadership practices communication farther, enduring

the systemic characteristics of the working relationship among person and divisions of the

organization.

Job satisfaction describes how content an individual is with his or her job. The happier people

are within their job, the more satisfied they are said to be. Job satisfaction is not the same as
motivation, although it is clearly linked. Job design aims to enhance job satisfaction and

performance, methods include job rotation, job enlargement and job enrichment. Other

influences on satisfaction include the management style and culture, employee involvement,

empowerment and autonomous work position. Job satisfaction is a very important attribute

which is frequently measured by organizations. The most common way of measurement is

the use of rating scales where employees report their reactions to their jobs. Questions relate

to rate of pay, work responsibilities, variety of tasks, promotional opportunities, the work

itself and co-workers. Some questioners ask yes or no questions while others ask to rate

satisfaction on 1-5 scale (where 1 represents "not at all satisfied" and 5 represents "extremely

satisfied").

Definition

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal

of one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss

(2002) has argued that job satisfaction is an attitude but points out that researchers should

clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and

behaviors. This definition suggests that we form attitudes towards our jobs by taking into

account our feelings, our beliefs, and our behaviors.

Job satisfaction describes how content an individual is with his or her job. The happier

people are within their job, the more satisfied they are said to be. Job satisfaction is not the

same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction

and performance, methods include job rotation, job enlargement and job enrichment. Other

influences on satisfaction include the management style and culture, employee involvement,

empowerment and autonomous work position. Job satisfaction is a very important attribute

which is frequently measured by organizations. The most common way of measurement is

the use of rating scales where employees report their reactions to their jobs. Questions relate

to rate of pay, work responsibilities, variety of tasks, promotional opportunities, the work

itself and co-workers.

History

One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These

studies (1924–1933), primarily credited to Elton Mayo of the Harvard Business School,

sought to find the effects of various conditions (most notably illumination) on workers’

productivity. These studies ultimately showed that novel changes in work conditions

temporarily increase productivity (called the Hawthorne Effect). It was later found that this

increase resulted, not from the new conditions, but from the knowledge of being observed.

This finding provided strong evidence that people work for purposes other than pay, which

paved the way for researchers to investigate other factors in job satisfaction.

Scientific management (aka Taylorism) also had a significant impact on the study of job

satisfaction. Frederick Winslow Taylor’s 1911 book, Principles of Scientific Management,

argued that there was a single best way to perform any given work task. This book

contributed to a change in industrial production philosophies, causing a shift from skilled

labor and piecework towards the more modern of assembly lines and hourly wages. The

initial use of scientific management by industries greatly increased productivity because

workers were forced to work at a faster pace. However, workers became exhausted and

dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction.

It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo

Munsterberg set the tone for Taylor’s work.

Some argue that Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation

for job satisfaction theory. This theory explains that people seek to satisfy five specific needs

in life – physiological needs, safety needs, social needs, self-esteem needs, and self-

actualization. This model served as a good basis from which early researchers could develop

job satisfaction theories.

1.2 NEED FOR THE STUDY

The study on job satisfaction helps to know their preference and problem of the employees.

Mainly six factors are influenced on the job satisfaction, they include payment package,

career development, interpersonal relations, inspiration, work circumstances, training and

development. . Retaining workers help to create a better environment, and makes it easier to

recruit quality, talent and save money. A person is more likely to be actively searching for

another job if they have low satisfaction; whereas, a person who is satisfied with their job is

less likely to be job seeking

1.3SCOPE OF THE STUDY

The job satisfaction refers to a person’s feeling of satisfaction on their job. It is different from

person to person.

To measure the level of job satisfaction in BIG BAZAAR which is located at KACHIGUDA

in Hyderabad.

The study considers the impact of factors on job satisfaction it concentrates on the effect of

factors in general.

The scope of study covers basicpay,compensation, extra benefits ,relations with colleagues,

duly timings ,promotion policy and other tangible and intangible benefits.
1.4 OBJECTIVES OF THE STUDY

The following are the objectives of the study

1. To measure the level of job satisfaction among employees.

2. To find out the factors which influence employees job satisfaction .

3. To study the relationship between human relations & job satisfaction

4. To give amicable and practical suggestions to improve job satisfaction of employees.

1.5 RESEARCH METHODOLOGY

The methodology that is adopted for the study is such that it facilities the data accumulation.

The information is gathered through survey method. The survey method has been adopted for

collecting the data from employees.

 RESEARCH DESIGN:

Research Design is defined as the specification of methods and procedures for acquiring the

information needed. Generally the research design is any of the following three types-

DESCRIPTIVE, EXPLORATORY and CASUAL.

 DESCRIPTIVE STUDY:

Descriptive study/research is marked by the prior formulations of specific research questions.

The investigator already knows a substantial amount about the research problem before the

project is initiated. Hence this is chosen for my research.

 EXPLORATORY STUDY:

The major purpose of exploratory study is the identification of problem, the more precision

formulation of problem and the formulation of new alternative courses of action.

 CASUAL STUDY:

The study involves the determination of the causes of what the researchers are predicting.

This is mainly a cause and effect study.

 RESEARCH INSTRUMENT:

HR research has a one main research instruments in collecting primary data. That is

questionnaires. In order to extract first hand information from the respondents, a pre-tested

questionnaire was prepare and the same was administered to the respondents.
DATA SOURCES:

Data means a collection of facts in real life statistical data is a collection of facts in

numerical figure. The data sources are usually identified using the type of data needed. There

are two types of data.

1. Primary data

2. Secondary data.

 PRIMARY DATA:

The first hand information by the investigator by means of observation face to face

questioning, telephone interview and mailing questionnaire is called primary data. Primary

data consists of original information gathered for a specific purpose. For the purpose of

present study, the primary data collected from respondents by contacting them personally.

 SECONDARY DATA:

Secondary data consists of information that already exists somewhere, having been

collected for another purpose. For the purpose of present study, the secondary data was

collected from published data of the companies. Population is the aggregate of objects

animate and in animate, under study in any statistical investigation.

 SAMPLING PROCEDURE

With a view to arrive at the sample population for the study, a “Purposive-Cum convenient

sampling” was followed.

 SAMPLE SIZE

The sample size includes 100 employees who are working in the BIG BAZAAR.
1.5 LIMITATIONS OF THE STUDY:

1.The suggestions given in the study may not be applicable to entire organization.

2.The study will have some questions related to organization and personal information which

the employees would not like to reveal.