Hemendu Das Black Book

Summer Internship Project On
A Study of factors Affecting job satisfaction of

employees in AIM INDIA
Submitted for the partial fulfillment of the requirement of
the degree
of
POST GRADUATE DIPLOMA IN

MANAGEMENT (PGDM)
Approved by
All India Council of Technical Education
(AICTE)
Submitted by
Hemendu Das
Roll No: 10
Specialization: Human resource
Submitted To
SASMIRA’S BUSINESS SCHOOL (SBS)

SARSMIRA MARG, WORLI, MUMBAI.
JULY, 2022
I
II
DECLARATION BY THE CANDIDATE
I Hemendu Das hereby certify that the work which is being presented in this Summer
Internship Project Report entitled- “A Study of factors Affecting job satisfaction of
employees in AIM INDIA” in partial fulfillment of the requirement for the award of
the Degree of Post Graduate Diploma In Management and submitted to the Sasmira’s
Business School, Sasmira Marg, Worli, Mumbai, is an authentic record of my own
work carried out during a period from 5th
May, 2022 till 4th July, 2022 at Accrual
Intelligence Manuals India Private Limited (name of the organization) under the
guidance of Dr. Sanskruti Kadam – Dean (Name and Designation of Faculty Mentor).
The matter presented in this project report has not been submitted by me for the award
of any other degree of this or any other Institute. Wherever references have been
made to intellectual properties of any individual / Institution / Government / Private /
Public Bodies / Universities, research paper, text books, reference books, research
monographs, archives of newspapers, corporate, individuals, business / Government
and any other source of intellectual properties viz., speeches, quotations, conference
proceedings, extracts from the website, working paper, seminal work et al, they have
been clearly indicated, duly acknowledged and included in the Bibliography.
Name of the Student: Hemendu Das
Signature of the Student:
This is to certify that the above statement made by the candidate is correct to the best of our
knowledge.
Signature of Supervisor: ___________________________
Name of Supervisor: ___________________________
III
CERTIFICATE
This is to certify that Mr. / Ms. Hemendu das is a bonafide student of the
two year full-time Post Graduate Diploma in Management (PGDM),
(Finance / Marketing / Human Resource ), Roll No. 10 of the institute.
As a part of the All India Council of Technology (AICTE) guidelines, the

student has carried out the Summer Internship Project A Study of factors
Affecting job satisfaction of employees in AIM INDIA (Title of the
Project) at AIM INDIA (Name of the Organization) during the period from
5th May 2022 to 4th July 2022. under my guidance in partial fulfillment of
requirement for the completion PGDM as prescribed by the All India Council
of Technical Education (AICTE).
This Summer Internship Project Report is the record of authentic work
carried out by him / her during the period from May 2022 to July 2022.
Name & Signature Name & Signature Name & Signature
(Faculty Supervisor) (Placement Faculty) (Dean SBS)
Place: Worli
Date:
IV
Acknowledgement
This project has been a great learning experience for me. I take this
opportunity to thank Dr. sanskruti Kadam my internal project guide whose
valuable guidance and suggestions made this project possible. I am extremely
thankful to her support. She has encouraged me and channelized my
enthusiasm effectively.
I express my heart-felt gratitude towards parents Mr. Jaydev Das and Mrs.
Subhra Das, sibling and all those friends who have willingly and with utmost
commitment helped me during the course of my project work.
I also express my profound gratitude to Dr. Kamal Tandon sir, Director of

Sasmira’s Institute of Management studies and Research and our Dean Dr.
Sanskruti Kadam for giving me the opportunity to work on the projects and
broaden my knowledge and experience.
I would like to thank you all the professors and the staff of sasmira’s business
school Institute especially the library staff who were helpful on providing
books and articles I needed for my project.
Last but not the least, I am thank full to all those who have indirectly
extended their cooperation and invaluable support to me
V
CONTENTS
Chapter Details Page
No. No.
Title Page i
Candidate’s Declaration ii
Certificate by the iii

Company
Certificate by the Institute iv
Acknowledgement v
Abstract / Executive vi
Summary
1 INTRODUCTION 1-11
1.1 Background 5
1.2 Need and Significance of 9

the Study
1.3 Nature and Scope for the 10

Study
1.4 Aims and Objectives of 10

Study
1.5 Scheme of Chapters 11
2 LITERATURE 12-33
REVIEW
2.1 About the Company 12
2.2 Review of Opportunities 15

and Challenges in the
Industry
2.3 Literature review related 16
to your topic
VI
3 RESEARCH 34-37
METHODOLOGY
3.1 Problem Identification 34
3.2 Methodology Adopted 36
3.3 Data Collection Methods 37
3.4 Data Analysis Tools and 37

Techniques
4 DATA DESCRIPTION 38-52

& ANALYSIS
4.1 Age 38
4.2 Gender 39
4.3 In which department do you 40

work?
4.4 How many years have you 41

been with The Company?
4.5 What is your current stage 42

of your career?
4.6 How satisfied are you with 43

your Job?
4,7 How satisfied are you with 44

benefits offered by The
Company?
4.8 Is there a clear 45

understanding of the
strategic objectives of the
organization?
4.9 If you have a team, Is your 46

team an inspiration for you
to do your best at the job?
4.10 Does your team provide you 47

support at work whenever
VII
needed?
4.11 Does the organization 48

inform you about all the
resources and tools to
perform your duties well?
4.12 Do your seniors, managers 49

encourage you to give your
best effort?
4.13 Do you receive constructive 50

feedback from your
manager?
4.14 Do you think the 51

environment at work helps
you strike the right balance
between your work life and
personal life?
4.15 Do you feel that the 52

management is just towards
administering policies
concerning employees?
4.16 Overall, how satisfied are 53

you working for The
Company?
5 SUMMARY & 54-56

CONCLUSION
5.1 Findings & Conclusions 54
5.2 Recommendations from 63

the study
5.3 Learning Outcomes 65
5.4 Strength and Limitations 69

of Study
5.5 Future Scope of Research 70
VIII
Annexur 71
BIBLIOGRAPHY & 72
REFERENCES
IX
Chapter: 01 Introduction
Introduction this chapter examines the historical background information to
the study, the statement of the research problem and also the purpose of the
study.
The success of any organization depends largely on the ability of managers to

provide motivating environment for its employees. The challenge for most
managers today is to keep the staff motivated in order to perform well at the
workplace. By understanding the needs of employees’, particularly in the
insurance company, managers can understand what rewards to use to
motivate and keep them satisfied. The study of job satisfaction in the
insurance industry is quite relevant since it can support employee retention
and work performance. Job satisfaction is proven as one of the key factors
that contribute to productivity.
Job satisfaction as the amount of positive feelings which an individual has

towards a job. Job satisfaction may be improved via fulfilling issues such as
self-esteem, respect, appreciation or recognition, the safety and security of
the employee (Wright, 2001). The satisfaction of the employee can also affect
several factors such as motivation. The study of job satisfaction among
company workers is key since awareness of factors influencing job
satisfaction is crucial to increasing productivity.
Again, being aware of specific factors that influence satisfaction, particularly

in the construction sector, could provide insights to management of
organizations in terms of reducing alienation at work place, secure employee
loyalty and to attract potential employee in order to increase productivity In
order to replicate such increase in productivity in the construction supply
chain as a way of contributing to economic growth , it is important and worth
the effort to undertake a study that investigates the level of employee’s
satisfaction in the insurance sector. Findings would inform policy decision
regarding employee motivation and satisfaction in the insurance company
and to boost productivity.
1
Despite it’s vide usage in scientific research, as well as in everyday life, there
is still no general agreement regarding what job satisfaction is. In fact there is
no final definition on what job represents. Therefore before a definition on
job satisfaction can be given, the nature and importance of work as a
universal human activity must be considered. Different authors have different
approaches towards defining job satisfaction. Some of the most commonly
cited definitions on job satisfaction are analyzed in the text that follows. Hop
pock defined job satisfaction as any combination of psychological,
physiological and environmental circumstances that cause a person truthfully
to say I am satisfied with my job.
According to this approach although job satisfaction is under the influence of

many external factors, it remains something internal that has to do with the
way how the employee feels. That is job satisfaction presents a set of factors
that cause a feeling of satisfaction. Vroom in his definition on job satisfaction
focuses on the role of the employee in the workplace. Thus he defines job
satisfaction as affective orientations on the part of individuals toward work
roles which they are presently occupying (Vroom, 1964).
One of the most often cited definitions on job satisfaction is the one given by
Spector according to whom job satisfaction has to do with the way how
people feel about their job and its various aspects. It has to do with the extent
to which people like or dislike their job. That why job satisfaction and job
dissatisfaction can appear in any given work situation. Job satisfaction
represents a combination of positive or negative feelings that workers have
towards their work. Meanwhile, when a worker employed in a business
organization, brings with it the needs, desires and experiences which
determinates expectations that he has dismissed. Job satisfaction represents
the extent to which expectations are and match the real awards. Job
satisfaction is closely linked to that individual's behavior in the work place
(Davis et al., 1985).
Job satisfaction is a worker’s sense of achievement and success on the job. It

is generally perceived to be directly linked to productivity as well as to
personal well-being. Job satisfaction implies doing a job one enjoys, doing it
2
well and being rewarded for one’s efforts. Job satisfaction further implies
enthusiasm and happiness with one’s work. Job satisfaction is the key
ingredient that leads to recognition, income, promotion, and the achievement
of other goals that lead to a feeling of fulfillment (Kaliski, 2007).
Job satisfaction can be defined also as the extent to which a worker is content
with the rewards he or she gets out of his or her job, particularly in terms of
intrinsic motivation (Statt, 2004). The term job satisfactions refers to the
attitude and feelings people have about their work. Positive and favorable
attitudes towards the job indicate job satisfaction. Negative and unfavorable
attitudes towards the job indicate job dissatisfaction (Armstrong, 2006). Job
satisfaction is the collection of feeling and beliefs that people have about
their current job.
People’s levels of degrees of job satisfaction can range from extreme

satisfaction to extreme dissatisfaction. In addition to having attitudes about
their jobs as a whole. People also can have attitudes about various aspects of
their jobs such as the kind of work they do, their coworkers, supervisors or
subordinates and their pay (George et al., 2008). Job satisfaction is a complex
and multifaceted concept which can mean different things to different people.
Job satisfaction is usually linked with motivation, but the nature of this
relationship is not clear.
Satisfaction is not the same as motivation. Job satisfaction is more of an

attitude, an internal state. It could, for example, be associated with a personal
feeling of achievement, either quantitative or qualitative (Mullins, 2005). We
consider that job satisfaction represents a feeling that appears as a result of
the perception that the job enables the material and psychological needs
(Aziri, 2008).
Job satisfaction can be considered as one of the main factors when it comes
to efficiency and effectiveness of business organizations. In fact the new
managerial paradigm which insists that employees should be treated and
considered primarily as human beans that have their own wants, needs,
personal desires is a very good indicator for the importance of job satisfaction
in contemporary companies. When analyzing job satisfaction the logic that a
3
satisfied employee is a happy employee and a happy employee is a successful
employee. The importance of job satisfaction specially emerges to surface if
had in mind the many negative consequences of job dissatisfaction such a
lack of loyalty, increased absenteeism, increase number of accidents etc.
Spector (1997) lists three important features of job satisfaction.
First, organizations should be guided by human values. Such organizations

will be oriented towards treating workers fairly and with respect. In such
cases the assessment of job satisfaction may serve as a good indicator of
employee effectiveness. High levels of job satisfaction may be sign of a good
emotional and mental state of employees. Second, the behavior of workers
depending on their level of job satisfaction will affect the functioning and
activities of the organization's business. From this it can be concluded that
job satisfaction will result in positive behavior and vice versa, dissatisfaction
from the work will result in negative behavior of employees. Third, job
satisfaction may serve as indicators of organizational activities
Job satisfaction is viewed as one of the important aspects of

organization behavior in India (G. Randhawa 2004). The overall organization
performance is the summation of individual performance. It seems
important for the manufacturing industries to maintain employee job
satisfaction and for optimum utilization of the employees. Optimum
utilization of employees not only depends on necessary skills required to
perform the job like technical, educational, etc., but also on the
employee’s interest in performing the job and the satisfaction in performing
that job as shown in. Hence, job satisfaction involves the overall
organizational, employee and personal factors for doing that job. The factors
that affect employee satisfaction will differ by their personal factors,
organizational factors, employee related and also employer related. The
study was made to identify the factors that influence the employee job
satisfaction and make them into divisions, and then design a framework for
employee job satisfaction.
4
To this end, this paper seeks to find out factors influencing worker
satisfaction and to determine the level of worker satisfaction in the Insurance
Company.
The research objectives, research queries, justification of the study,

importance of the study and scope also are mentioned.
1.1 Background of the Study:
Job satisfaction is outlined as psychological state of how a personal feels

towards work, in various words, its people’s feelings and attitudes regarding
variety of intrinsic and extrinsic Elements towards jobs and the organizations
they perform their jobs in. The elements of job Satisfaction are related to pay,
promotion, benefits, work nature, supervision, and relationship with
colleagues. In addition, to keeping costs down and ensuring Organizational
existence, they're being encouraged to vary the way they work and to simply
Accept new ways that of being organized and managed so as to gain
competitive advantage. An organization’s success is highly keen about the
Performance of its staff. Poor worker performance is prejudicial to any
organization whereas Effective worker performance could be a nice source of
organizational success. Employee Satisfaction is considered as an overall
feeling about the job, or as a related set of attitudes about various aspects of
the job. “Satisfaction is set, in part, by the Discrepancies ensuing from a
psychological comparison methodology involving the appraisal of current job
experiences against some personal standards of comparison.
“Employee’ satisfaction is taken into consideration as all round Module of an

organization’s human resource methods. Job dissatisfaction and low
Motivation are preferred as a number of the most dreadful hitches going
through companies these days which result in reduced productivity.
Employees are the happiest and extremely productive once their job offers
them security From economic strain, recognition of their effort clean policy
of grievances, probability to Contribute ideas and suggestions, participation
in decision making and managing the affairs, Clean definitions of duties and
responsibilities and opportunities for promotion, fringe Advantages, sound
payment structure, incentive plans and share activities, health and safety
5
Measures, Social Security, compensation, communication, communication
system and Finally, atmosphere of mutual trust respect.
Organizational reward systems play an important role in enhancing worker

satisfaction because the primary aim of the reward system is to boost
extrinsic motivation by satisfying an individual employee's desires indirectly
through means of pay and bonuses. Henman et al (2002) observe that when
employees are satisfied on the Basis of the extrinsic rewards gotten from the
employer, then they will be able to perform Better and will aspire to get to
their goals. Hackman and Old man (2005), observe that in Addition to salary
and incentives, satisfaction with the job requires satisfaction with different
Aspects of the work, including variety in the skills and activities required to
carry out the Tasks, and autonomy in performing work. It is as a result of
work itself would possibly provide opportunities for creativity and task
variety, allowing workers to extend their Knowledge and change in
responsibility.
The Accrual Intelligence Manuals India Private Limited has been providing
an effective encouragement system, Supporting environment, and sense of
respect and confidence in employees’ ability, the Leaders increase employee
satisfaction as measured in terms of pay, recognition, co-workers, And
communication. This result is supported by (Walumbwa, Orwa, Wang, &
Lawler, 2005)
Who found that transformational leadership behavior has a significant and

positive influence? On organizational commitment and job satisfaction. It is a
strategy adopted by the Organization to keep its high profile employees for
longer period and for better performance. Retention is crucial especially for
those employees who are related with the operations.
Job Satisfaction:
Job satisfaction has been outlined as an agreeable emotional state ensuing

from the Appraisal of one’s task, an affection reaction to at least one’s job,
and a perspective towards One’s job. It describes however satisfied a
6
personal is together with his or her job. The Happier individuals are within
their job, the happier they're said to be. Thus, worker Satisfaction refers to
outlook of the employee relating to the workplace and his attitudes forward
his job. Thus, job satisfaction is functions of the extent to that one’s wants are
glad in a job (Togia, Koustelios, & Tsigilis, 2004). According to (Lévy-
Garboua & Montmarquette, 2006) employee satisfaction is “an index of
preference for the experienced job against outside Opportunities conditional
on information available at time”.
This implies thus that worker Satisfaction entails a comparison between the
vital experiences of job within the past and so the mental experience of
outside opportunities till then. It moreover consists of the Assessment
between future expectancies of own task and outside opportunities in the
future. According to (Pearson, 1991) employees wait for their job to provide
an aggregation of Features (pay, promotion and autonomy) in which the
employee has certain favorable values. In terms of employee satisfaction,
(Lathan’s, 1998) identified five dimensions comprising Pay, characteristics of
job, working conditions, management politics and working colleagues. Pay
has been thought of an external function, different factors (factors of job
characteristics) are outlined as internal factors. Considerably, however
providing employees with discretion and each outcome feedback and method
feedback concludes in statistically vital Developments on job delight of
workers.
According to (Armstrong, 2003) workers respond best and most effectively

not when they are Controlled by management, placed in narrowly defined
jobs and rated as unwelcome Necessity, but instead when they are given
broader responsibilities, encouraged to contribute And helped to achieve
satisfaction in their work. It isn't task delight that produces high Performance
but excessive performance produces job satisfaction. People are driven to
accomplish certain goals and can be satisfied if they attain these goals
through improved performance.
They may even be more satisfied if they are rewarded by extrinsic

recognition or an intrinsic sense of achievement (Armstrong, 2003). This
7
shows that giving individuals the chance to carry out and rewarding them
through monetary or non-monetary suggests that once they perform can do
improvement of job satisfaction.
1.2 Significance of Study:
The outcomes of the research would benefit the management of the Horizon
Contact Centre to know the various systems which they are able to adopt in
the face of high competition within the insurance sector. Additionally the
study would be a useful source to those inquisitive about establishing a
business in the insurance sector considering they'll be capable of recognize
what to do right to succeed and what if carried out wrong will bring the
enterprise down.
The study would additionally create a monograph that can be replicated in

alternative insurance companies that face high competition. Most
importantly, this research is more aimed at providing some practical
suggestions on the system to be installed in place with a purpose to gain
competitive benefit. The policy makers would acquire knowledge of the
sector dynamics and also the appropriate systems; they'd therefore obtain
guidance from this study in designing applicable policies that might regulate
the sector.
Future scholars ought to use the outcomes of this research as a source of

reference. The Finding of this observation is to compare with different factors
in other sectors to attract Conclusions on diverse approaches in which a
company can make sure that they ensure their Employees are satisfied in their
job. It would also benefit consultants who endeavor to provide assistance to
successful running of businesses coming up with effective systems that
ensures employee’s job satisfaction.
1.3 Scope of the Study:
The study took place from May to July 2022 it focused on effectiveness of e
procurement in the construction sector. The researcher took a target
population of 300 respondents from Accrual Intelligence Manuals India
Private Limited and a sample size of 90 respondents
8
1.4 Objectives of the Study
The factors affecting job satisfaction among employees in insurance

companies in Delhi is the main reason for the research.
1.4.1 Specific Objectives:
1. To determine the effect of basic pay on employees’ job satisfaction at

Accrual Intelligence Manuals India Private Limited
2. To evaluate the effect of access to training programs on employees’ job

satisfaction at Accrual Intelligence Manuals India Private Limited.
3. To Establish the effect of working conditions on employees’ job

satisfaction at Accrual Intelligence Manuals India Private Limited.
4. To determine the effect of empowerment on employees’ job satisfaction at

Accrual Intelligence Manuals India Private Limited.
5. To study the level of satisfaction of respondents towards working

conditions and welfare facilities.
6. To study the level of satisfaction of respondents towards financial benefits,

opportunities for
Promotion and training.
7. To study the opinion of respondents towards interpersonal relationship,

appreciation of work and Decision making.
8. To study the level of satisfaction of respondents towards standing rules,

grievances redressed system and disciplinary action, interest and boredom.
9. To find out over all level job satisfaction among the executives.
10. To give suggestions to improve the level of job satisfaction, if required.
11. To know the factors affecting the employee job satisfaction
12. To find out the job satisfaction index of employees
13. To find out the relationship between gender, experience and job
satisfaction
9
Chapter Summary:
This chapter gives the historical past of the study on outcomes of rewards on
worker Performance. The statement of the problem that articulates the gap
and wants for this study is additionally given. This chapter has additionally
given the purpose of the study, research Questions, and also the significance
of the study and the definition of terms which have been used in the study.
10
Chapter: 02 LITERATURE REVIEW
2.1 About the company
Accrual Intelligence Manuals India Private Limited is an Indian Non-

Government Company. It's a private company and is classified as ‘company
limited by shares'. Company's authorized capital stands at Rs 10.0 lakhs and
has 50.0% paid-up capital which is Rs 5.0 lakhs. Accrual Intelligence
Manuals India Private Limited is majorly in Community, personal & Social
Services business and currently, company operations are active. Company is
registered in Delhi (Delhi) Registrar Office. Accrual Intelligence Manuals
India Private Limited registered address is 90 Gagan Vihar EXTN New Delhi
East Delhi-110051.
Accrual Intelligence Manuals India Private Limited is an unlisted private

company incorporated on 29 September, 2017. It is classified as a private
limited company and is located in East Delhi, Delhi. Its authorized share
capital is INR 10.00 lac and the total paid-up capital is INR 5.00 lac. The
current status of Accrual Intelligence Manuals India Private Limited is -
Active.
The last reported AGM (Annual General Meeting) of Accrual Intelligence

Manuals India Private Limited, per our records, was held on 30 November,
2021. Also, as per our records, its last balance sheet was prepared for the
period ending on 31 March, 2021.Accrual Intelligence Manuals India Private
Limited has two directors - Kamlesh Sethi and Chetna Gumber.
The Corporate Identification Number (CIN) of Accrual Intelligence Manuals

India Private Limited is U93000DL2017PTC324336. The registered office of
Accrual Intelligence Manuals India Private Limited is at 90 Gagan Vihar
EXTN, New Delhi, East Delhi, and Delhi.
Significant research has been carried out examining the factors which might
be proposed as determining an organization’s choice of reward systems. A
compensation decision model was portrayed on how both environmental and
organizational factors, such as the organization’s business and Human
Resource strategy, directed the reward system (Abraham, Friedman, &
11
Thomas, 2008). Following their work totally different scholars have
conducted an oversized variety of statistical studies analyzing capability
“contingency” factors in reward determination together with business
strategy, firm size, ownership structure, unionization, economic variables,
technological changes, environmental uncertainty and legal factors.
In many cases, rewards management is closely related to motivation theories

and job satisfaction. Furthermore, theories of motivation focus on satisfaction
of the needs for autonomy, competence and relatedness or work design
characteristics that lead to productive psychological states (Gagne & Deci,
2005). The following theories can be used to explain the reward system being
adopted by various firms in order to guarantee employees are fulfilled with
their job.
One of the major challenges influencing the future of Processes is the change
from a manufacturing to a service or knowledge-based economy. This new
economy is characterized by a decline in manufacturing and a growth in
service or knowledge as the core of the economic base. A service economy
can be defined as a system based on buying and selling of services or
providing something for others (Oxford Dictionary, 2014a). A knowledge
economy is referred to as the use of information or knowledge to generate
tangible and intangible value (Business Dictionary, 2014a). Some economists
argue that service activities are now dominating the economies of
industrialized nations, and knowledge-intensive services or businesses are
considered a subset of the overall service economy(Anderson & Corley,
2003).
The rise of the knowledge economy has placed new demands on

organizations and prompted changes in organizational goals and HR
practices. Many of the traditional HR processes were designed during the
industrial era, and thus focused largely on manufacturing organizations that
were concerned with converting raw materials, components, and parts into
finished goods that meet customers ‘expectations. However, many of the
assumptions underlying those traditional HR processes may not be effective
with the new service or knowledge organizations. For example, traditional
12
HR practices assume that jobs should be narrowly defined, supervisors should
control workers, and efficiency and short term results should be emphasized
(Trice & Beyer, 1993).
In contrast, knowledge organizations stress that employees' knowledge and

skills have a major impact on organizational success, and employee retention
is important because individuals' skills are not substitutable. Knowledge
organizations also tend to design jobs broadly so as to encourage innovation,
autonomy, continuous improvement, and participation in decision making.
Given that individuals with unique skills and abilities are essential in
knowledge organizations, the new job requirements have created a shortage
and increased competition for talented workers in many fields (e.g., software
engineering, nursing).
Additionally, the change in the economy has resulted in the displacement and
unemployment of people who do not have the skills needed for knowledge-
oriented jobs (e.g., Bell, Berry, Marquardt, & Green, 2013; Karren &
Sherman, 2012).These changes imply that nations need to alter their
educational systems to meet job demands in new organizations (Gowan,
2012).The goals of knowledge organizations should continue to bring about
changes in HR processes in the future (e.g., Schuler, Jackson,Jackofsky, &
Slocum, 1996).
For instance, it can be expected that HR practices will employ broad based
recruiting to ensure that they uncover skilled applicants, design jobs to
emphasize autonomy and participation in decision-making, use team oriented
structures to enhance collaboration and innovation, stress training and
employee skill development, and provide incentives that foster employee
identification, innovation, and retention. HR will need to shift its emphasis to
employee retention, and meeting the varied needs of knowledge workers.
Some of these new practices have already been implemented in
organizations, but many organizations still use HR practices that do not
support knowledge-oriented organizational goals.
Future HR processes will need to be modified if knowledge organizations are

to be successful. Research will also be needed to examine the effectiveness of
13
these new practices. Although we considered the new knowledge economy as
a challenge for HR in organizations, it can also be viewed as an opportunity
for change. Given that the skills and abilities of knowledge workers are key
to the success of new organizations, the transformation to a knowledge
economy provides opportunities for the HR Function to become a priority in
organizations. As a result, we believe that HR will become more of a critical
function in organizations, and the field should be viewed as more essential to
the overall success of the organizations.
2.2 Review of Opportunities and Challenges in the Industry
Job satisfaction causes a series of influences on various aspects of

organizational life. Some of them such as the influence of job satisfaction on
employee productivity, loyalty and absenteeism are analyzed as part of this
text. The preponderance of research evidence indicates that there is no strong
linkage between satisfaction and productivity. For example a comprehensive
meta-analysis of the research literature finds only a.17 best estimate
correlation between job satisfaction and productivity. Satisfied workers will
not necessarily be the highest producers. There are many possible moderating
variables, the most important of which seems to be rewards. If people receive
rewards they feel are equitable, they will be satisfies and this is likely to
result in greater performance effort. Also, recent research evidence indicates
that satisfaction may not necessarily lead to individual performance
improvement but does lead to departmental and organizational level
improvements. Finally there is still considerable debate weather satisfaction
leads to performance or performance leads to satisfaction (Luthans, 1998).
Employee loyalty is one of the most significant factors that human resource
managers in particular must have in mind. Employee loyalty so usually
measured with the Loyalty Questionnaire and can cause serious negative
consequences when not in a high level. Usually three types of employee
loyalty are considered: affective loyalty, normative loyalty and continuity
loyalty. Affective loyalty has do with the cases when an employee feels an
emotional connection to the company, normative loyalty is a sort of loyalty
that appears in cases when the employee feels like he owes something to the
14
company and continuity loyalty comes as a result of the fact that the
employee does not have an opportunity to find a job somewhere else.
2.3 Literature review:
Mira Singh and Pestonjee1 (1990), hypothesized that Job Satisfaction is

influenced by the levels of Occupation, Job involvement and Participation.
The sample for the study consisted of 250 officers and 250 clerical cadres
belonging to a nationalized bank in Western India. The study confirmed the
hypothesis and it was found that Job Satisfaction of the Bank employees was
positively affected by the Occupational level, Job involvement and
participation. Balgir2 (1991) attempted to understand hygiene-motivational
factors as postulated by Ehrenberg based on their need priorities that
dominate the minds of Indian Managers while continuing service in their
respective Organizations. The results revealed that Job Satisfaction, Salary,
Job Security, better chances of promotion, happy Personal life, high Position
and friendly social circle are some of the motivating factors in that order
which strongly influence Indian Mangers. Mathew3 (1991) tested the
relationship between Satisfaction and Organizational commitment with a
Nonrecursive model that permitted the simultaneous examination of the
influence of satisfaction on commitment and the influence of commitment on
satisfaction. The study highlighted that the two variables were reciprocally
related but that the influence of satisfaction on commitment was stronger.
Mehra and Mishra4 (1991) in their study explored the potential moderator
effect of mental health on the Intrinsic Job Satisfaction-Occupational stress
relationship. The study was conducted on 250 blue collar industrial workers
of UPTRON India Ltd. The findings of the study showed that mental health
has a moderating effect on the Intrinsic Job Satisfaction-Occupational stress
relationship. Dhar and Jain5 (1992) carried out an investigation amongst
academicians. The investigation explored the nature of relationship between
employee satisfactions. Job Involvement, Age and Length of service. An
important finding of the study was that Job Involvement and Job Satisfaction
are positive correlates which imply that involvement in Job increases Job
15
Satisfaction and vice versa. Syeed6 (1992), made an endeavor to determine
the relationship between employee Job Satisfaction and Organizational
effectiveness. The sample for the study consisted of 44 supervisors of a
public sector undertaking which was randomly drawn from a single unit of
the Company.
The main objective of the study was to relate satisfaction with Organizational
effectiveness along with personal attributes such as age, education, pay,
length of service etc. the study revealed that Job satisfaction facets had more
explanatory power than the personal attributes of respondents. It was clear
from the study that the Organization through its human resource development
policies and practices created better environment for employees, resulting in
greater satisfaction which in turn enhanced Organizational effectiveness.
Rama Devi7 (1997) conducted a study on faculty Job Satisfaction and their
views on management of the two universities in Andhra Pradesh. The sample
consisting of 200 teaching faculty and 100 members were selected randomly
from each university and the attempt was made to measure Job Satisfaction
of the faculty in universities of Andhra Pradesh. The study found that the
factors such as freedom in job, scope for self-improvement, income and job
security were causing satisfaction while bureaucratic rules, no recognition for
work and routine work were causing dissatisfaction to them.
Empirical Review
Both hygiene factors and motivators are vital however in different ways. Job
satisfaction can also be discussed because the result of the interaction of the
workers and his perception towards his job and work atmosphere (Locke,
1976). The antecedents that affects the work satisfaction, is also a large
variety of, like work values, one’s instability, work rewards, work ethics,
personal attributes, hours of labor, emotions, performance, threat to job
stability, work atmosphere, organizational social concern. This finding is
reliable with a few previous research which observed that delivering on the
capability of a contingent reward has a significant impact on worker job
delight. Rewarding and encouraging are consistently considered by observers
to be one of the important motivators. Armstrong & Murlis, (2006)
16
individuals with high levels of job satisfaction would have healthier physical
and psychological records that very likely result in higher productivity and
effectiveness in their job performance and willing staying longer in
organization. Job satisfaction is influenced by many factors such as: the
working conditions, work itself, supervision, policy and administration,
advancement, compensation, interpersonal relationships, recognition, and
empowerment (Castillo & Cano, 2004).
Every person has a unique set of goals and may be inspired if he/she believes
that: there's a tremendous link between efforts and performance; effective
performance will bring about a pleasant reward; the reward will satisfy a vital
need; and the desire to fulfil the need is strong enough to take some time
meaningful. The motivation to work depends on the relationships between
expectancy, instrumentality and valence (Vroom, 2004). Expectancy is a
person's certainty that working hard will result in a fulfilling level of job
performance. Instrumentality is a worker’s acceptance that successful
performance may be observed through rewards and valence is the value
someone holds with respect to results. There are different studies that have
been done in this area in Kenya. For instance, Kimani (2009) did a study on
the effect of reward system on performance in small and medium sized
enterprises and the findings were that reward policies have to be formulated
for the purposes of rewarding people fairly, equitably and consistently with
respect to their value to the organization. The research also found out that
money was a major reward system looking for employment opportunities,
followed by growth then independence and lastly responsibility.
This chapter represents the foundation for the development of the study. It’ll
discuss the relevant literature regarding the factors that affect worker job
satisfaction. It will specifically target theoretical review, past studies on the
topic in an endeavor to highlight the connection of that analysis and this
research and an overview of a number of the literature on the variables of the
research. These variables consist of: talent improvement, reward, company
structure, company commitment and impact of managers on job satisfaction,
these variables type the basis of the research. The chapter additionally
17
provides the research gap and also the conceptual framework that shows the
connection between the variables of the study.
Wangui, (2009) on the effects of reward system on performance in national

registration bureau, it was noted that reward system indeed affect
performance in organizations. Employees should be remunerated and they
should have comfortable working conditions. The study established further
that lack of reward system affect performance leading to labor turnover and
the conclusion was that national registration bureau does not train, promote,
motivate and recognize their employees’ effort.
Basic Pay and Employee Job Satisfaction
Pay refers to the number of economic compensation that a private receives

still because the extent to that such compensation is gave the impression to be
equitable. Remuneration and earnings square measure a cognitively
sophisticated and third-dimensional contemplate job satisfaction. Salaries
don't appear to be entirely assist folks to achieve their basic wants, however
square measure instrumental in satisfying the higher level wants of
individuals (Lathan’s, 1998). For many folks, the foremost necessary reward
for work is that the pay they receive. Cash is vital because of the things it can
purchase and it additionally symbolizes a worker worth (Clifford, 2005). An
organization pay is considered necessary as a result of if managed effectively,
cash will improve motivation and performance. Employee compensation is a
major value of doing business as much as 50-60% in most organization and
so a poorly designed system will be expensive proposition (Noel, 2007).
Further, a poorly designed pay system may result in issues in areas such as
turnover and low motivation. Pay and benefits are not adequate conditions for
high satisfaction; it's a vital measure in job satisfaction evaluation.
The majority work is that the primary source financial gain and financial
security and an important indicator of status within the organization as well
as in society (Noe, 2007). Naturally, staffs need pay and benefits reward
system that they understand as merely, unambiguous, fair and in line with
their expectations. Deciding compensation levels organizations should be
aware of the prevailing market rates to make sure fairness and equity in
18
reimbursement (Odukah, 2016). He emphasizes that organizational
indifference on going rate or going variety will have an effect on negatively
on efforts place towards attracting and retaining the specified employees.
Once individuals are paid well they're ready to meet their daily desires,
concentrate at their places of labor and accomplish their tasks. In their study
of public sector managers, Taylor and West (1992) found that pay levels
affect job satisfaction, reporting that those public employees that compared
their salaries with those of private sector employees experienced lower levels
of job satisfaction.
Akintoye, (2000) asserts that money remains the foremost important

motivational strategy. In 1911, Frederick Taylor and his scientific
management associate described money as the most significant think about
motivating the industrial staff to attain greater productivity. Taylor advocated
the establishment of incentive wage systems as a way of stimulating staff to
higher performance, commitment, and eventually satisfaction. Money
possesses vital motivating power in as much as a result of it symbolizes
intangible goals like security, power, prestige, and a sense of accomplishment
and success. Money has the ability to attract, retain, and encourage people
towards higher performance. Several managers use finance as a way to
reward or punish workers (Banjoko, 1996). This is often done through the
method of rewarding workers for higher productivity by encouraging fear of
loss of job (premature retirement because of poor performance). The need to
be promoted and earn enhanced pay can also encourage workers. The view
that pay increases motivation comes from cognitive evaluation theory, which
argues that incentive pay incorporates a negative effect on intrinsic
motivation, a “crowding out” result (Gagne & Deci, 2005). Understanding
the design effects of incentive systems is vital to understanding of employee
motivation and whether or not these incentive systems are connected to
fulfilment. The philosophy behind pay-for-performance plans attracts upon
reinforcement theory that implies that pay be linked to performance by
setting specific targets and then profitable individuals for achieving these
targets (Heneman, Fay, & Wang, 2002).
19
Pay fairness is a crucial issue within the design of reward systems. Workers
sometimes build equity judgments supported comparisons with others who
could even be co-workers, or supported other similarities, similar to
organizational status. Lambert, Hogan, & Barton, (2001) found monetary
rewards to have a major impact on job satisfaction. Such findings are mostly
consistent with the idea that the majority workers are socialized in a society
wherever money, benefits, and security are typically asked for and are
regularly used to gauge the significance or the worth of an individual. Thus,
the bigger the monetary reward, the less worry workers have regarding their
monetary state, thereby improving their influence of their self-worth to the
company.
Incentive systems are plans within which workers can earn extra
compensation in return sure forms of performance. Incentive programs will
include any of the following programs; piecework programs which tie a
workers earnings to the number of units produced; gainsharing programs
which grant additional earnings to employees or work groups for cost
reduction ideas; bonus systems which provide managers with lump-sum
payments from a special fund based on the financial performance of the
organization or a unit; and long term compensation, which gives managers
additional income based on stock price performance, earnings per share, or
return on equity (Greenberg, 2007).
Incentive plans that are concerned with toward individual workers may cause
increased competition for the rewards and some presumably disruptive
behavior like sabotaging a coworker’s performance, sacrificing quality for
quantity, or fighting over clients. A group incentive plans on the opposite
hand requires that workers trust each other and work together (Rahman &
Bullock, 2005). Effective cooperation will inspire workers and improve
worker performance and self-efficacy. This will increase motivation and self-
efficacy through cooperation can be a source of worker independence,
significance, connection with team members and fulfilment. Rahman &
Bullock, (2005) surveys performed with manufacturing companies in
Australia and New Zealand, the use of teams has a significantly positive
20
relationship with employee morale. We expect the same positive relationship
between effective teamwork and employee satisfaction in the public sector:
Training Program and Employee Job Satisfaction
Employee training provides opportunities to workers to widen their

knowledge and skills for more efficient cooperation and achieve individual
development (Jun, CAI, & Shin, 2006). Once staffs receive self-development
training, the extent of their job satisfaction is higher than those without such
training (Saks, 1996). Career development is an organized approach used to
accomplish worker goals with the business desires of the agency workforce
development initiatives. The aim of career development is to; enhance every
employee’s current job performance, change people to take advantage of
upcoming job chances and fulfil company goals for dynamic and effective
personnel.
The benefits of worker improvement to an organizational consist of: growing

the workers’ morale considering the fact that coaching can improve the
employees’ confidence and motivation; lowering value of production through
higher and affordable use of material and equipment thereby decreasing and
averting waste. In addition, he observed that training of employees leads to a
low turnover that comes as result of improved security in the workplace
(Cole, 2005).
Training helps improve change management by growing the understanding

and involvement of staff in change management method. Employee
development is thus a key element for improved organizational performance;
it will increase the level of individual and organizational competences. It
allows to reconcile the gap between what ought to be compelled to take place
and what's going on among favored objectives or standards and actual ranges
of labor performance. Although many employers still have reservations
relating to the value and extent of tangible business returns from coaching,
21
the development of skills has been known as a key think about perfecting
competitiveness. Casio (1989, p.35) puts it this way
“The economic and technological trends, the pace of innovation, change and
development are growing faster year-by-year and as a result, provide clear
signals that training and development are so relevant that both organizations
and individual stakeholders must give a serious attention to.” No matter how
machine-driven a company is also, high productivity is subject to the level of
motivation and also the effectiveness of the work force. Staff training is a
necessary strategy for motivating employees. The organizations should have
good coaching programmer.
This will provide the organization expert opportunities for self-development

and improvement to fulfil the challenges and desires of new equipment and
new techniques of executing a task. Training of work force provides
numerous benefits to organizations like fewer production errors, increased
productivity, reduced turnover and improved safety (Martensen & Gronholdt,
2001). Training and education can even facilitate the company to increase a
learning surroundings, which can enhance a better organizational culture.
Coaching wants of workers should be known very carefully and thought of as
a quality awareness workshop. Missing skill sets should be determined and
new training should be scheduled to fulfil these gaps. Necessary financial
resources should be available for such efforts. Implication of this finding for
public sector is that executive managers in public organizations need to create
a work environment in which individual workers perceive a support in their
career development aims.
They should provide career planning opportunities and training and

development experiences to employees. The purpose of training is mainly to
reinforce information and abilities, and to change attitudes or behavior. It’s
one of the most vital capacity motivators which may lead to several potential
benefits for both people and the organization. Changing technology requires
that workers possess the know-how, talents and skills needed to influence
new processes and production techniques. Coaching can achieve: High
morale because the workers who receive training have enhanced confidence
22
and motivation; lower value of production as the training eliminates risks as a
result of trained personnel are ready to build better and economic use of
material and equipment thereby decreasing and evading waste; lower
turnover through a sense of security at the workplace that reduces labor
turnover and absence is avoided; change management as coaching allows to
manipulate change through growing the understanding and involvement of
workers within the change process and together offers the skills and abilities
needed to manage to new situations; provide recognition, increased
responsibility and thus the possibility of increased pay and promotion;
provides a sense of personal satisfaction and accomplishment, and broaden
opportunities for career progression and facilitate to boost the supply and
quality of employees.
Many new staff will be equipped with most of the information, skills and
attitudes required to begin out work, however others may have exhaustive
coaching to form certain their effective contribution to the company. A
majority however, could force some style of training at one time or any other
to keep a good level of job performance. The purpose of training is mainly to
boost knowledge and skills, and to vary attitudes or behavior. It’s one
amongst the most important potential motivators which can result in many
potential advantages for both people and the organization. Changing
technology needs that staff retains the knowledge, skills and abilities
necessary to manage new processes and production techniques. coaching will
attain: High morale as the employees who get coaching have increased
confidence and motivation; lower value of production as the coaching
eliminates risks because trained personnel are able to build better and
financial use of material and system thereby lowering and keeping off waste;
decrease turnover through an experience of security at the workplace that
reduces labor turnover and absence is avoided; amendment management as
coaching facilitates to control change through increasing the knowledge and
involvement of workers within the change process and conjointly offers the
skills and abilities needed to manage to new situations; provide recognition,
increased responsibility and therefore the possibility of increased pay and
promotion; provides a sense of personal satisfaction and accomplishment,
23
and broaden opportunities for career progression and facilitate to boost the
supply and quality of employees (Cole, 2005).
Many new workers may be prepared with maximum of the know-how,

abilities and attitudes needed to start off work, but others can also have
extensive training to create positive their effective contribution to the
company. A majority however, would force some style of training at one time
or another to maintain a good level of job performance
Working Conditions and Employee Job Satisfaction
Working conditions have an effect on the employee’s satisfaction with the

work in that if individuals work in a clean, friendly atmosphere they're going
to realize it easier to come to work. If the alternative ought to happen, they're
going to notice it tough to achieve responsibilities. Working conditions are
only likely to have a significant impact on job satisfaction when the working
conditions are either extremely good or extremely poor (Vorster, 1992).
Moreover, employee complaints regarding working conditions are frequently
related to manifestations of underlying problems (Vorster, 1992).
Organizational climate is outlined as a worldwide impression of one’s
organization and personal influence of the work surroundings that influences
the individual’s work behaviors and job-related attitudes. It describes the
perception of staff towards their organizations which would link to work
perspective formation (Litwin & Stringer, 2008).
Staffs are found to experience emotional exhaustion once they observe

conflicts in management expectations and lack of clarity concerning their job
responsibilities. Working condition has a vital impact on worker satisfaction
whereas at the same nowadays influenced by the quality of the physical
atmosphere during which they fulfil in their work. Whether or not work is
physical or cognitive, it's performed in an environment that options every
physical and social aspect. Working conditions include satisfactory work
space, appropriate lighting, noise, thermal environment, usability-related
issues and office equipment.
Ergonomic design of office workplaces can increase the organization

performance. Management should produce a brand new plan for work
24
environments to boost worker effectiveness. Additionally to that,
management of the organization ought to give ergonomically designed
workspaces that improves workers' health and well-being, and supports
employees' job tasks by being adjustable to the dynamic work process
through flexible, movable and adjustable workspaces. Well-designed work
environment also increases communication and teamwork among workers
and subdivisions. Work measurement is very important activity for the
effective management of the public organizations while task analysis
describes the specific interaction between a person and their physical
equipment.
Task analysis can be used to determine the appropriate allocation of the

function of humans and the application of equipment in work-related
operational systems, determining staffing and job organization levels, and
assessing what is needed to do a particular job and how it will be provided. It
can also help to ensure that people within the system are capable of carrying
out their assigned tasks, and it can measure work performance, system safety
and reliability.
Empowerment and Employee Job Satisfaction
Participation consists of involvement of staff in management and decision

making related to methods, goals and policies of the companies. Employees'
knowledge of the goals, values and politics in their companies are absolutely
and considerably related to job satisfaction and thus managers ought to
consider staff in decision-making processes. Worker participation in
organization events may improve job-satisfaction level (Bhatti & Qureshi,
2007). Empowerment on the opposite hand involves making values for
employees to try and do their job severally whereas not constant intervention
of management. Empowerment relates to one's belief in his/her capability to
apply absolutely unique. The purpose of the employee empowerment is to
enhance individual and organizational overall performance and to assist
workers accomplish their goals by authorizing staff to participate in the
decision-making process.
25
The staffs take into consideration their own jobs, and see and solve problems
involving their work. Empowerment is an effective strategy for promoting
expertise because it creates an effective and safe environment among which
people can acquire skills. Importantly, empowerment provides a chance for
employees to apply new skills that are likely to strengthen the values of
personal development. It may be thought of a good means of improving skills
and may be considered an effective method for handling information through
the provision of knowledge systems and support from technical consultants
represents a systematic apply for disseminating knowledge through an
organization and improvement of decision-making obligation has the ability
to tap into workers' existing know-how and skills, drawing on their personal
reviews and concepts to boost the effectiveness of labor systems.
According to Abu Elanain (2009), clear policies and procedures play an

important role in helping employees to understand organizational goals; in
contrast ambiguity can be a great source of dissatisfaction and frustration. In
both public and private sector, generating customer satisfaction and a high
level of empowerment must be initiated by the top management (Snipers et
al., 2005). Empowering staff comprises moving decision making to the other
staff who are not in the management level inside the company. Worker
involvement covers data sharing and worker relationships.
Satisfactory improvement plans proposed by several experts emphasize

mainly the involvement of empowered employees. Most employee
involvement systems without authorization fail despite whether or not the
company makes use of concept systems, brainstorming sessions and everyday
meetings or not. Without clear aid and contribution of the employees, a
successful management implementation might not be achieved.
Organizational leaders within the organizations need to provide importance
dynamic organizational culture from ancient structure to participative
management and empowerment. Once public organizations apply leadership
development and other coaching programs for managers, they ought to
embrace participative decision-making and worker-empowerment strategies
as a key constituent of those programs.
26
There’s an established frame of expertise supporting the concept that
particular jobs and goal setting can improve performance. Adams (2003)
found that systems in which employees reported higher perceptions of skill
variety, task significance, autonomy, and feedback reported higher levels of
satisfaction and internal work motivation. In their study, Clifford (2005)
found that the reward from outside activities is affected by the performance
on inside activity and the relation between job characteristics and job
satisfaction and also found that the relation was stronger for employees high
in growth need strength. Job designs that give for top levels of employee
control also give multiplied opportunities for the development and exercise of
skill (Preffer, 2005). Also, meditational influence of perceived ability
utilization on job control job satisfaction has been determined.
They further finished that perceived work demands, job management and
social aid through job style results in high productivity. This implies that the
extent of job satisfaction is decided by a mixture of jobs, work and personal
characteristics and rotating managers to totally different jobs adds the
advantage of task selection, leading to enhanced performance of staff.
Armstrong (2003) observed that task identity, task significance, autonomy,
feedback, job security and compensation are important factors for the
motivation of employees.
The job characteristic needs to be well-thought-out in planning a job style

since they contribute to certain psychological states which the strength of
employees' need for growth has a vital moderating result. The core job
characteristics that need to be thought-about by an organization in arising
with a job style include worker skill selection, where this refers to the extent
to that the work requires the worker to draw from a number of different skills
and capabilities likewise as upon a variety of job knowledge.
The job style ought to also have significance or importance internally

however proud workers are to inform their relatives, friends and neighbors
what they're doing and anywhere they job. According to Bassey (2002), the
job style should also have job independence. This refers to what quantity
freedom and control workers have to achieve their jobs for example program
27
their job, create decisions or confirm the means that to accomplish the
objectives
There are various roles being played by reward system that may have an
influence on job satisfaction on various sectors of the economy and the need
to come up with ways of guaranteeing that the workers are fulfilled with their
work.
The chapter has discusses on the literature review that various authors did on
the same issue. Its findings of this study, is that its conclusion of that the lack
of good basic pay it may lead to delayed smooth adoption of have no
motivated employees. Company should commit in giving employees good
basic pay, good working conditions, training programmers and empowerment
in which it will enable the employees to avoid absenteeism and motivated
doing their work. The implementation of job satisfaction enhances the
effectiveness of work in the company such as employee turnout in the
company, productivity and organizational commitment. Employees of the
company had a great responsibility in implementation of job satisfaction in
the organization.
Research Questions:
I. What effect does basic pay have on employees’ job satisfaction at Accrual
Intelligence Manuals India Private Limited?
ii. To what extent does availability of training programs affect employees’

job
Satisfaction an Accrual Intelligence Manuals India Private Limited?
iii. How does working conditions affect employees’ job satisfaction at

Accrual Intelligence Manuals India Private Limited?
iv. What effect does empowerment have on employees’ job satisfaction at

Accrual Intelligence Manuals India Private Limited?
28
Chapter: 03 Research Methodology
3.1 Problems Identifications
Many organizations in both the general public and indeed the private sector
take into account their workers as an important asset within the organization
towards the attainment of the structure goals. However, the same objectives
can only be earned from a satisfied workforce. Thus worker satisfaction is of
significance if organizational goals are to be attained. Worker job satisfaction
is related to increased productivity, organizational commitment, lower
absence and turnover, and ultimately with increased organizational
effectiveness.
However, the same job satisfaction comes about based on the rewards that the
workers receive from the employer. The advantages that workers receive
from their organizations influence the effort, skill, ability and productivity
that they are willing to offer in return. So organizational interest in job
satisfaction ought to be driven by humanitarian interests, particularly the
notion that workers should be treated with respect and have their
psychological and physical well-being maximized. The competition in the
insurance companies has risen to a level where each organization needs to
differentiate them so as attain competitive advantage over its competitors.
As a result, these changes create a pressure on these institutions about

delivering high-quality and customer-oriented services. This pressure has
increased substantially in recent years. The challenge requires thorough
diagnosis in order to enhance the competitiveness of firms in the industry.
Consequently, to improve its organizational performance, the Accrual
Intelligence Manuals India Private Limited has taken numerous initiatives as
a result of this pressure, in terms of personnel management, the organization
has showed an increased interest in human resource management applications
such as performance management, performance pay and employee and
manager evaluation. Despite these efforts, the level of job satisfaction as
depicted by the high levels of employee turnover is very low. Research
studies have found that highly committed employees who perform rewarding,
29
meaningful and fulfilling jobs are much less possibly to turnover as compared
to employees with low commitment levels and who are discontented with
their jobs.
There are several studies on employee job satisfaction in various industries

that have been undertaken over the last few years locally. A research was
done on the effect of reward systems on performance in small and medium
sized businesses. There being no known research that has dwelt on the factors
affecting job satisfaction this study will then focus on the factors affecting
job satisfaction at Accrual Intelligence Manuals India Private Limited. It is
during this light that the researcher seeks to fill the existing gap through
answering the queries: what are the factors affecting job satisfaction at the
Accrual Intelligence Manuals India Private Limited.
This chapter offers the research method that was carried out in carrying out
the study. The study was guided through the research objective in chapter
one. First, a presentation of the studies design is provided. It is observed
through an explanation on the target population, sample size, information
collection methods and instruments, information analysis strategies and
reporting and ethical issues.
Job satisfaction factors identified from the review were categorized four
ways: personal factors, organization factors, employee oriented and employer
oriented. Personal factors include age, gender, marital status, educational
qualification and experience. These factors will make an employee eligible
to perform the job. Organization factors are working conditions, security for
old age, rewards for good work, fair and effective work evaluation,
participating in planning and decision, fringe benefits and financial
incentives. These factors will make an employee loyal to the organization.
Employee related factors are opportunity for career advancement, work

load and stress level, relationship with supervisors, relationship with
subordinates, and financial benefits. These are the factors that create the job
satisfaction-self and make an employee loyal. Finally, the employer related
factors are fair and effective work evaluation, freedom to express, recognition
30
and responsibility. These factors make an employee feel free to express
his/her ideas and views about the job
3.2 Methodology Adopted
The main objective of the research was to set up the factors affecting job satisfaction
among workers at Horizon contact Centre. Qualitative information was analyzed via
quantitative analysis. Graphs, pie charts and tables were used to offer the facts.
Research Design:
The research has implemented the descriptive survey research design. This can be as
a result of the study sought perception of staff on the various topics and thus the
respondent would provide data based on reviews, and tapping on their memories.
The design is taken into account applicable as a result of the major interest is to
discover the viable relationship and describe but the factors supported matters
beneath investigation. Descriptive design method provided quantitative information
from cross section of the chosen population. The study additionally enabled the
researcher to create statistical suggestion to larger population and take a broad view
the results to real conditions and thereby growing the external validity of the
research.
Target Population:
A population is the group that the analysis focuses on. Target population in statistics
is the specific population relating to that data is desired. A population may be a well-
defined or set of people, services, elements, and events, group of things or
households that are being investigated. It consisted of 300 employees of the Accrual
Intelligence Manuals India Private Limited that are based at Delhi.
3.3 Data Collection Methods
The questionnaires were dropped and the respondents have been allowed to fill the
questionnaires at their own time for the questionnaires were to be gathered on a later
date. As soon as the respondents answered the questionnaire, information was then
coded and analyzed using tables and graphs which is made in google form. All
record are collected in the google from.
31
3.4 Data Analysis Tools and Technique
The data analysis tool is a google form. It is easy to make fast and good to go.
As for technique I specially targeted people who work for the company or
already worked for the company. Even who are fresher and experienced both
for response. The information gathered was analyzed using descriptive data
(measures of critical tendency and measures of variations) and inferential
records tools. As soon as the information is gathered, the questionnaires were
altered for accuracy, consistency and completeness. The replies were then
showcased into numerical type to facilitate applied mathematics analysis.
Information was analyzed scales questionnaires. The study used primary
records which was accumulated the using of a structured questionnaire which
was distributed to the respondents. An introductory letter explaining the
reason of the study was used as a proof that the study is being done for
academic purpose only. Proper records of all questionnaires distributed were
kept for ease of follow up and also to ensure high response rate.
32
Chapter: 04 DATA DESCRIPTION AND ANALYSIS
Q1. Age
Interpretation
As per the above graph 77 responses has been received.
In that, 18-25 Age respondent has 18-25 Age group which has 58.4% under
this age group.
26-30 Age respondent has 26-30 Age group which has 16.9% under this age
group.
group.
group.
And rest 41-45 and 46-50 Age group are not there or not has been responded
yet.
33
Q2. Gender
Interpretation
In this, 62.3 % of respondent are male
And 37.7% of respondent are female
By seeing this pie diagram Males responses are more than female responses
34
Q3 In which department do you work?
Interpretation
In this, 39% of respondent are on Finance Department
33.8 % of respondent are on marketing department
21% of respondent are on Human resource Department
1.3% of respondent are on IT department
1.3% of respondent are on Management department
1.3% of respondent are on Customer Service department
1.3% of respondent are on teaching/Training and development department
35
Q4. How many years have you been with the compay?
Interpretation
In this, 40.3% respondent are working less than a year.
23.4% respondent are working 1-5 years
26% respondent are working 6-10 years
00% respondent are working 16-20 years and above
36
Q5 What is your current staage of your career?
Interpretation
In this, 53.2% of respondent are well experienced
46.8% of respondent are fresher for the job
37
Q6 How satisfied are you with your job?
Interpretation
In this, 48.1% respondent are somewhat satisfied with their job
22.1% respondent are Neutral with their job
22.1% respondent are very satisfied with their job
7.8% respondent are somewhat dissatisfied with their job
38
Q7. How satisfied are you with benefits offered by company?
Interpretation
In this, 40.3% respondent are working less than a year.
23.4% respondent are working 1-5 years
00% respondent are working 16-20 years and above
39
Q8. Is there a cleaar understanding of te strategic objectie of the organiation?
Interpretation
As per the respondent 41.6% are neutral clear understanding of the strategic
objectives of the organization,
Some respondent rate 4 which is 32.5% clear understanding of the strategic

objectives of the organization



40
Q9. If you have a team, is your team an inspiration for you to do your best at the
job?
Interpretation
In this, 54.5% respondent are saying yes our team an inspiration for you to
do your best at the job.
27.3% respondent are saying no our team an inspiration for you to do your
best at the job
18.2% respondent are saying maybe our team an inspiration for you to do
your best at the job
41
Q10. Does your team provide you support at work whenever needed?
Interpretation
In this, 75.3% respondent are saying yes team provide you support at work
whenever needed.
14.3% respondent are saying no team provide you support at work

whenever needed.
10.4% respondent are saying maybe team provide you support at work
whenever needed.
42
Q11. Does the organization inform you about all the resources nd tool to perform
your duties well?
Interpretation
In this, 75.3% respondent are saying yes the organization inform you about
all the resources and tools to perform your duties well
14.3% respondent are saying maybe the organization inform you about all
the resources and tools to perform your duties well
10.4% respondent are saying no the organization inform you about all the
resources and tools to perform your duties well
43
Q12. Do your seniors, manager encourage you to give yur best effort?
Interpretation.
In this, 76.6% respondent are saying yes seniors, managers encourage you to
give your best effort
16.9% respondent are saying maybe seniors, managers encourage you to

give your best effort
6.5% respondent are saying no seniors, managers encourage you to give

your best effort
44
Q13. Do you receive constructive feedback from your mnager?
Interpretation
In this, 75.3% respondent are saying yes receive constructive feedback from
your manager
13% respondent are saying maybe receive constructive feedback from your
manager
11.7% respondent are saying no receive constructive feedback from your

manager
45
Q14. Do you think the environment at work help you strike the rigth balance
between your work life and persoal life?
Interpretation.
48.1% respondent are saying the environment at work helps you strike the
right balance between your work life and personal life
46
Q15. Do you feel that the management is just towards administering policies
concerninig employes?
Interpretation
In this, 72.7% respondent are saying yes that the management is just
towards administering policies concerning employees
9.1% respondent are saying no that the management is just towards

administering policies concerning employees
18.2% respondent are saying maybe that the management is just towards
administering policies concerning employees
47
Q16. Overall, how satisfied are you working for te company?
As
Interpretation
As per the respondent 44.2% are neutral Satisfied by the company,
Some respondent rate 4 which is 32.5%,
Some respondent rate 2 which is 6.5%
48
Chapter: 05 SUMMARY & CONCLUSION
The chapter gives the summary of the findings from chapter four, and it
additionally gives the conclusions and guidelines of the study primarily based
on the objectives of the study. The objectives of this research were to
establish the factors affecting job satisfaction among employees at Accrual
Intelligence Manuals India Private Limited.
5.1 Findings
The study intended to establish the factors affecting job satisfaction among
employees at Accrual Intelligence Manuals India Private Limited. It aimed at
establishing the effect of basic pay, training programs, working conditions
and empowerment on employees’ job satisfaction. The study found that
employee turnover, customer feedback/quality of customer service and
employees’ feedback had met expectation of the employees Accrual
Intelligence Manuals India Private Limited. Performance appraisal had fallen
short of expectation of the employees at Accrual Intelligence Manuals India
Private Limited. In addition, working conditions and empowerment affected
employees’ job satisfaction at Accrual Intelligence Manuals India Private
Limited to a great extent.
Development opportunities and basic pay employees’ impacted job

satisfaction at Accrual Intelligence Manuals India Private Limited to a
moderate extent. Organizational policy and nature of job affected job
satisfaction of employees. The significance of the work was a factor in
employees’ job satisfaction. Relationship with coworkers and supervisors,
interest on the job and working conditions affected employees’ job
satisfaction. Organizational systems and processes also affected employees’
job satisfaction.
Major Findings of the Study:
On the basis of the methodology adopted for the study, the following findings
were drawn:
Satisfaction Level of the Employees (Department Wise):
49
In this organization, there are total four departments like Production,
Assurance, Finance and Human Resource Department. I tried to collect data
from each of the department as the satisfaction level differs from one
department to another.
Production Department:
The percentage of employees taken into consideration is 45% of the total

employees of the department. The employees of Production department are
highly satisfied with the physical condition of the department and satisfied
with payment structure while very much dissatisfied with Performance
Feedback, Team Work & Welfare Benefits; and dissatisfied with Working
Hours, Training and Motivation.
Quality Control and Assurance Department:
This is one of the most important departments in any organization in general

and pharmaceutical industry in particular. Thus, the employees of this
department are almost satisfied and very much satisfied with all most all
attributes except Performance Feedback, Team Work and Welfare Benefits.
Warehouse Department:
The employees of this department are almost dissatisfied in all the factors and
satisfied only with Working Hours and Training.
Engineering department:
The employees of this engineering department are only satisfied with training
and very much satisfied with Physical Layout and very much dissatisfied
with Performance Feedback, Payment, Motivation & Welfare Benefits, and
dissatisfied in Team Work and Working Hours.
Human Resources and Finance Department:
As the total number of employees are less Human Resources and Finance
Department. Data collected from all of these seven employees. The
employees of both these departments are satisfied with Working Hours,
50
Training, and Physical Layout & Team Work and very much dissatisfied with
Performance Feedback, Motivation & Welfare Benefits, and dissatisfied with
payment.
Causes for Employee Dissatisfaction:
On the basis of data collection, the foregoing discussions would highlight the
factors of Employees dissatisfaction.
Long Working Hours:
The working hours generally starts from 8:30 am to 5:00 pm. However,
mostly for reasons such as increase market demand employees need to work
up to 7 pm which may get extended up to 10 pm. The Long working hours
when coupled with sleep disturbance cause decoration of task performance
because of its detrimental effect on things such as rate of errors, pace of work
and social behavior and long working hours also show an adverse effect on
the health of the employees. Employees may face many problems related to
health such as: a) mental health; and; b) cardiovascular problem.
Furthermore, it also has a negative impact on the work-life balance and also
disturbs the domestic relationships.
In the study, it was found that though majority of the respondent are satisfied
with the payment structure, only certain percentage of employees in
Warehouse, Engineering, Human Resources and Finance Department of
Cipla Ltd, (hyd plant) were of the view that they were not paid according to
their contribution to the organization which is the most demotivating factor at
the top.
Training:
Training has become extremely vital to the success of modern organizations.

Organization often competes on competencies- the core set of knowledge and
expertise that give them an edge over competitors. Training plays a central
role in nurturing and strengthening these competencies and in this way
become part of the backbone of strategy implementation.
51
In addition, rapidly changing technologies require that employees
continuously hone their knowledge, skills and abilities continuously to cope
with new processes and systems. Almost all employees however need some
type of training on the ongoing basis to maintain effective performance or to
adjust to new work.
In the present study the following causes were found for employees’
dissatisfaction related to imparting training to them.
i) These trainings are generally provided to the supervisory and managerial

level employees which inhibits the junior level employees to increase their
skill and knowledge to increase productivity.
ii) Employees are provided training only for their particular kind of job.
iii) In the Quality Control and Assurance Department. Employees lack proper
theoretical knowledge of the chemicals that are used along with their
properties which provides hindrance during their work.
Motivation:
After employees were hired and trained, it is important to motivate them to

get desired efforts from them to achieve organizational objectives.
Motivation factors are perceived needs of employee satisfaction of which
contribute to employee performance and productivity. Motivation process
starts with a physiological or psychological deficiencies or need that
accelerates behavior or drive that is aimed at a goal or incentives.
The following conclusions were drawn relating to employees’ dissatisfaction

in relation to motivation. Employees were generally demotivated as the
management takes no step to identify employees’ wants, the problem they
face during their working in the organization. This reduces their feeling of
being a part of the organization thereby reducing their efficiency at work.
Teamwork:
Teamwork is a concept of people working together cooperatively as a team in

order to accomplish the same goals or objectives. Applied to work place
teamwork is a method that aligns employee mindset in a corporative and
52
usually selfless manner, towards specific business purpose shared goals.
Effective collaborative skills (knowledge) are necessary to work well in a
team environment. As business and organizations are becoming larger and
sophisticated, many employers attempt to enhance their employees’
collaborative efforts through training, cross training and work-shops in order
to help people effectively work together in a cohesive group.
Welfare Benefits:
Employee benefits constitute an indirect form of compensation intended to

improve the quality of work life and personal life of the employees. Benefits
represent 40% of the total payroll cost to the employer. In return, employers
generally expect employees to be supportive to the organization and be more
productive. Since employees have come to expect an increasing number of
benefits, motivation values of these benefits depends on how the programmer
is designed and communicated. In the study, it was found that the company
follows 3 tier of benefits like, Officer Level, Managerial Level and worker
level, which was the major reason for dissatisfaction among the employees.
5.1.1 Conclusion
The study concludes that employee turnover; customer feedback/quality of

customer service and employees’ feedback had met expectation of the
employees at Accrual Intelligence Manuals India Private Limited. Working
conditions, empowerment, development opportunities and basic pay
employees impacted job satisfaction Accrual Intelligence Manuals India
Private Limited. Organizational policy and nature of job affected job
satisfaction of employees. Employee job satisfaction is important for
providing higher worker commitment and loyalty and contains an analysis of
various characteristics of the job. These characteristics are working
53
conditions, empowerment, reward and recognition, teamwork and coaching
and development.
Empowerment involves making values for workers to try and do their job
independently without consistent intervention of management. The study
concludes that employees Accrual Intelligence Manuals India Private Limited
were satisfied with the amount of pay which the organization paid them.
Employees wanted pay and benefits reward system that they perceived as
transparent, unambiguous, fair and consistent with their desires. The
organization used incentive wage systems as the way of stimulating staff to
higher performance, commitment, and eventually satisfaction. Salaries not
exclusively assist people to attain their basic needs, but also are instrumental
in satisfying the higher level needs of people.
For most people, the most important reward for work is the pay they receive.
The study concludes that the organization frequently trained its employees to
widen their knowledge and abilities. The purpose of career development is to;
enhance every employee’s current job performance, enable people to benefit
from future job opportunities and fulfill agencies’ goals for a dynamic.
Training improved the employees’ confidence and motivation to a great
extent. The benefits of employee development to an organizational include:
increasing the employees’ morale since training will improve the employees’
confidence and motivation; lowering cost of production through better and
economical use of material and equipment thereby reducing and avoiding
waste.
Similarly, he discovered that training of workers results in a low turnover that

comes as result of advanced security within the workplace. The study
concludes that training broadens opportunities for career progression and
helps to boost the provision and quality of employees. Training of staff
provided diverse advantages to companies love fewer production errors,
increased productiveness, reduced turnover and improved safety and training
and education helped the company to increase a learning environment, which
can enhance a better organizational culture. Self-development training
inflated job satisfaction. Coaching helped to boost amendment management
54
by increasing the understanding and involvement of staff in change
management process to a good extent. Training opportunities, career
progression, induction and orientation and training policy affected job
satisfaction. Training facilitates enhance change management by increasing
the know-how and involvement of employees in change management
procedure.
Employee development is thus a key detail for advanced organizational

performance; it increases the extent of individual and organizational
competences. It helps to reconcile the gap between what should happen and
what is happening between desired targets or standards and actual levels of
work performance. The study concludes that working conditions in HCC
affected the employee’s satisfaction with the job. Employees experience
emotional exhaustion. Effective teamwork can inspire workers and improve
worker performance and self-efficacy. Working condition has a vital impact
on worker satisfaction whereas at a similar time being influenced by the
standard of the physical environment wherein they fulfil of their work.
Teamwork is often a source of worker autonomy, significance, bonding with
team members and satisfaction and ergonomic style of office workplaces
increases the organization performance.
Management of the organization ought to offer ergonomically designed

workspaces that enhance workers' health and well-being. Well-designed work
environment also increases communication and collaboration among
employees and departments. The study concludes that HCC empowered its
employees and involved them in management and decision making. Work
and personal characteristics and rotating managers to totally different jobs
adds the benefit of task selection, leading to enhanced performance of
workers. A successful management implementation might not be
accomplished. Empowerment provides a chance for workers to use new skills
that are probably going to reinforce the values of personal development.
Worker empowerment within the organization helped to increase the

individual's and organizational overall performance and to help employees
obtain their goals with the aid of authorizing workers to take part in the
55
decision-making method. Clear policies and procedures play an important
role in helping employees to understand organizational goals; in contrast
ambiguity can be a great source of dissatisfaction and frustration.
Despite different policies and programmers by Government on Industrial

Development, employee’s welfare and statutory norms employees of
different industrial establishments are dissatisfied with the facilities provided
to them by the management of the industrial establishment. The summary of
the study on the basis of the objectives show the followings and recommend
the management to take corrective measures for increasing productivity.
Job satisfaction represents one of the most complex areas facing today’s
managers when it comes to managing their employees. Although thousands
of papers and research have been conducted on job satisfaction all over the
world, in the Republic of Macedonia this is one of the least studied research
fields. 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.
There is a considerable impact of the employee’s perceptions for the nature

of his work and the level of overall job satisfaction. Financial compensation
has a great impact on the overall job satisfaction of employees.
On the basis of above points we can say that employee attitudes typically
reflect the moral of the company. In areas of customer service and sales,
happy employees are extremely important because they represent the
company to the public. So, every organization should develop strategies that
strengthen the work environment and increase the employee morale and
employee satisfaction to enhance employee performance and productivity,
which ultimately results in high profits, customer satisfaction as well as
customer retention.
5.2 Recommendations
The study recommends the management of the Accrual Intelligence Manuals

India Private Limited to ensure that employee turnover, customer
56
feedback/quality of customer service, employees’ feedback and Performance
appraisal meets the expectation of the employees at Accrual Intelligence
Manuals India Private Limited. They need to enhance the working
environment of the workers. The management need to come up with ways of
empowering the employees so as to enhance their job satisfaction.
Organizational policy should be improved to suit the staffs. Good relationship
with coworkers and supervisors need to be encouraged.
Organizational systems and processes need to be developed and improved in

consideration of the employees. The study recommends the management of
the Accrual Intelligence Manuals India Private Limited to come up with pay
and benefits reward system is just, unambiguous, truthful and consistent with
their expectations. Incentive salary systems are wished to be installed area as
a way of stimulating employees to enhance their performance, dedication,
and at the long run satisfaction. The study recommends the management of
the Accrual Intelligence Manuals India Private Limited to frequently train its
employees to widen their knowledge and abilities.
This will help to reduce employee turnover that comes as result of improved
security in the workplace. A training policy should be put in place. The study
recommends the management of the Accrual Intelligence Manuals India
Private Limited to improve working conditions of employee. Communication
and collaboration among employees should be encouraged among employees.
Departments and management of the organization ought to give

ergonomically designed workspaces that enhance employees' health and well-
being, and supports employees' job tasks by being adaptable to the changing
work process through flexible, moveable and adjustable workspaces.
Effective teamwork ought to be encouraged. There must be satisfactory work
area, appropriate lighting, noise, thermal environment, usability-related
problems and workplace equipment. The study recommends the management
of the Accrual Intelligence Manuals India Private Limited to empower its
employees and involve them in management and decision making.
A high level of empowerment needs to be initiated by the top management.

This will assist to develop individual and organizational overall performance
57
and to assist workers gain their desires through authorizing employees to
participate in the decision-making procedure.
Job satisfaction in health centers, due to the task and responsibility that they
have in prevention, care and treatment of humans, is a necessary and valuable
element in health promotion and is of great importance. Job dissatisfaction
among personnel not only causes dysfunction regarding quantify of patients
affairs, but also the quality of health care is affected [13]. Job satisfaction is
not only very important by itself, but also regard to its impact on other
aspects of the job attitude of great importance. In fact, by increasing job
satisfaction, other aspect of job attitudes such as organizational commitment,
job involvement and organizational atmosphere improves. This point can also
be seen in proposed models and research carried out by professionals in the
field. Keshena have concluded in their studies that women and men in terms
of job satisfaction and exhaust are different. Women have higher job
satisfaction and exhaust than men [14] which is similar to the results of
present study and could be due to the fact that it is the primary duty of men to
meet the family's livelihood, but some women have accepted and taken this
responsibility for surplus of subsistence allowance for the enjoyment of
family. Keshena puts it this way, the relationship between job satisfaction and
exhaust is negative, i.e. if there is high job satisfaction, exhaust is low and if
there is low job satisfaction, job exhaust is high. Job satisfaction of
employees in this study was moderate. Thus, in terms of job satisfaction, it
seems that different factors are effective in different portions. The results
regarding to the area of supervision showed that the majority of personnel
77.2% was satisfied with the availability of personnel in an emergency and
the way of officials' monitoring their work. The results of this study are
consistent with the study by Khavari and colleagues [9] in Yazd University
and Zia Poor entitled in Kermanshah.
5.3 Learning Outcomes
1. Appreciation and recognition should dully be accorded to workers to

encourage job satisfaction.
58
2. There should be timely payment of employees’ wages to enable them meet
their financial obligations.
3. Management and immediate supervisors should ensure that good

teamwork is established through collaboration, both on and off site by
assigning task to groups of workforces with qualified and competent team
leaders.
HOW TO IMPROVE EMPLOYEE SATISFACTION?
Employee attitudes typically reflect the moral of the company. In areas of

customer service and sales, happy employees are extremely important
because they represent the company to the public. Satisfaction, however, is
not linked solely to compensation. Sure, a raise or benefits will probably
improve employee contentment, at least temporarily, but small, inexpensive
changes can have a long-term impact. Zappos.com CEO Tony Hsieh's book
Delivering Happiness suggests that employers should follow the science of
happiness. The book stresses the importance of happy employees. Since the
publication of this New York Times Best Seller, Hsieh has expanded his
message from to a bus tour to an entire movement. On her happiness project
blog, Gretchen Rubin, author of The Happiness Project, identifies seven areas
to improve happiness in the workplace. While employees can’t weak their
habits to improve happiness, employers can also make small changes to the
seven categories. A little bit of effort can lead to happy, efficient, and loyal
employees. 13 Steps or things which we can do to increase employee
satisfaction and loyalty thereby increasing our business‟ revenue and profit
are as follows:
1. Clear, Concise and Consistent Communication:
In many organizations, employee doesn’t know what is mission, vision,

objects. Building a corporate culture that requires employees to be an integral
part of the organization can be an effective way of getting the most from the
talents or competencies brought to the organization by each employee. We
should keep employees informed on the company’s position, progress made,
issues/challenges, and how they directly contribute to the success of the
business.
59
2. Getting to Know Your Employees and Create a Team:
It can be done by the hiring right employee for right job and clearly defined
and communicated employee expectations. Every organization should spend
time to instill trust and accountability, lying out clear expectation and
securing their commitment to the business and build a culture around
working together to meet challenges, create new advantage, and propel the
business to greater success.
3. Training and Other Improvement Programs:
Provide necessary education, training and coaching that increases employees

skills and shows the employee that you are interested in their success and
readiness for new responsibility.
4. Empower Employees across the Company:
Step up appropriate levels of new responsibility across the company. Push

appropriate decision-making and allow people close to the issue to make the
call. Make sure your employee knows that you trust them to do their job to
the best of their ability.
5. Work Itself:
We can increase employee satisfaction by making job rotation, job

enlargement like knowledge enlargement and task enlargement as well as job
enrichment. Target should be accessible for employee.
6. Fair Compensation and Benefits:
Policies of compensation and benefits are most Journal of Xi'an University of

Architecture & Technology Volume XI, Issue XII, 2019 Assn important part
of organization. But you should build your policies at “suitability” not “the
best”.
7. Opportunity for Promotion and Career Development:
Develop programs to promote all titles in the organization and build

programs for career development of each title. Organization should give
60
opportunity to every employee for using their abilities, skills and
creativeness.
8. Monitor Performance and Reward for Contribution:
People naturally keep score. Use this to as advantage by monitoring positive

contribution and behavior, rewarding as appropriate. Motivate others to reach
new performance levels by knowing how they measure up to expectation. We
should build the proper evaluation and fair and encourage employees perform
work.
9. Provide Regular, Honest Feedback:
Don’t wait for a crisis situation to give feedback. Instead, give regular
constructive input into the employee’s performance across a wide variety of
issues, build loyalty, challenge to new levels of performance and keep it real.
10. Build Corporate Culture: We should focus on making proper

communication channel, good and supportive relationship with coworkers
and with supervisor. Employee satisfaction can be increased by
demonstrating respect for everyone in the organization or company.
11. Provide Best Equipment and Safe Working Condition:
Invest in employees by making sure their tools and equipment’s don’t keep
them from being successful. Give them the very best tools to deliver the very
best performance to the company, customers and the marketplace. Companies
should build occupational health and safety program.
12. Use of Information Technology:
Creating a work environment in which employees are productive is essential

to increased employee productivity, their satisfaction as well as profits for
any organization, corporation or small business. There is no shortage of
information on ways to motivate employees, but more and more companies
are realizing that there is a strong correlation between flexibility in the
workplace and employee satisfaction and productivity. The concept of
telecommuting is certainly not new. However, recent advances in cloud
computing and collaboration software make telecommuting programs easier
61
to implement from a technological standpoint. Concerns about cost, security,
features and reliability have all been laid to rest with the introduction of
hosted, Software as a Service applications. With an Internet connected
computer, employees can securely access centralized data, collaborate with
remote team members and host interactive web meetings and presentations.
The rise of cloud computing technology and Wi-Fi availability has enabled
access to remote servers via a combination of portable hardware and
software. Telecommuting offers benefits to communities, employers, and
employee.
13. Remain Positive:
Organizations should lead the team forward through positive outlook and
contribution and showing their faith in their employees
5.4 Limitations of the study
In the study, the researcher experienced some challenges while undertaking

the study;
There are of course limitations inherent in the study and provide a basis for
further studies. The first limitation has to do with the limitedness of the study
area. The second limitation concerns the smallness of the sample size used in
the study. Finally, the findings are based on cross-sectional data from a single
survey. Consequently, we suggest that future studies should use large-scale
survey with longitudinal research design to obtain a more generalized
conclusion.
5.4.1 Questionnaires
During the study the researcher targeted a sample group of three hundred
(140) respondents as representation of the overall target group therefore,
ninety (90) questionnaires were administered but only seventy eight (78)
were returned therefore hence therefore limiting the variety information that
was anticipated.
5.4.2 Confidentiality
62
Employees weren't able to provide information that was concerning their
personal lives like age and their level of education background therefore the
data might not be collected as expected. To overcome the challenges, the
researcher had to persuade the respondents on the confidentiality of the
information that was acquired.
5.4.3 Availability of Respondents
The organization has restricted number of staff whereby employees’ are quite
busy and the management too are involved in busy schedules that involves
meeting and outdoor consumer conferences.
5.5 Scope for further research
The study was limited to only insurance industries but there is a scope to
analyses the public and private companies in India. Job satisfaction levels
between the companies of same industries or with different industries within
the same country or between different countries can also be compared.
Sample size may also be enlarged so that one can generalize the results with
respect to the total population.
63
Annexur no. 1
1. Age
2. Gender
3. In which department do you work?
4. How many years have you been with The Company?
5. What is your current stage of your career?
6. How satisfied are you with your Job?
7. How satisfied are you with benefits offered by The Company?
8. Is there a clear understanding of the strategic objectives of the

organization?
9. If you have a team, is your team an inspiration for you to do your best at
the job?
10. Does your team provide you support at work whenever needed?
11. Does the organization inform you about all the resources and tools to
perform your duties well?
12. Do your seniors, managers encourage you to give your best effort?
13. Do you receive constructive feedback from your manager?
14. Do you think the environment at work helps you strike the right balance
between your work life and personal life?
15. Do you feel that the management is just towards administering policies
concerning employees?
16. Overall, how satisfied are you working for The Company?
64
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66

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Summer Internship Project On

A Study of factors Affecting job satisfaction of

POST GRADUATE DIPLOMA IN

SASMIRA’S BUSINESS SCHOOL (SBS)

Name of the Student: Hemendu Das

Signature of the Student:

Signature of Supervisor: ___________________________

Name of Supervisor: ___________________________

As a part of the All India Council of Technology (AICTE) guidelines, the

Name & Signature Name & Signature Name & Signature

(Faculty Supervisor) (Placement Faculty) (Dean SBS)

I also express my profound gratitude to Dr. Kamal Tandon sir, Director of

Certificate by the iii

Certificate by the Institute iv

1.2 Need and Significance of 9

1.3 Nature and Scope for the 10

1.4 Aims and Objectives of 10

1.5 Scheme of Chapters 11

2.1 About the Company 12

2.2 Review of Opportunities 15

3.1 Problem Identification 34

3.2 Methodology Adopted 36

3.3 Data Collection Methods 37

3.4 Data Analysis Tools and 37

4 DATA DESCRIPTION 38-52

4.3 In which department do you 40

4.4 How many years have you 41

4.5 What is your current stage 42

4.6 How satisfied are you with 43

4,7 How satisfied are you with 44

4.8 Is there a clear 45

4.9 If you have a team, Is your 46

4.10 Does your team provide you 47

4.11 Does the organization 48

4.12 Do your seniors, managers 49

4.13 Do you receive constructive 50

4.14 Do you think the 51

4.15 Do you feel that the 52

4.16 Overall, how satisfied are 53

5 SUMMARY & 54-56

5.1 Findings & Conclusions 54

5.2 Recommendations from 63

5.3 Learning Outcomes 65

5.4 Strength and Limitations 69

5.5 Future Scope of Research 70

The success of any organization depends largely on the ability of managers to

Job satisfaction as the amount of positive feelings which an individual has

Again, being aware of specific factors that influence satisfaction, particularly

According to this approach although job satisfaction is under the influence of

Job satisfaction is a worker’s sense of achievement and success on the job. It

People’s levels of degrees of job satisfaction can range from extreme

Satisfaction is not the same as motivation. Job satisfaction is more of an

First, organizations should be guided by human values. Such organizations

Job satisfaction is viewed as one of the important aspects of

The research objectives, research queries, justification of the study,

1.1 Background of the Study:

Job satisfaction is outlined as psychological state of how a personal feels

“Employee’ satisfaction is taken into consideration as all round Module of an

Organizational reward systems play an important role in enhancing worker

Who found that transformational leadership behavior has a significant and

Job satisfaction has been outlined as an agreeable emotional state ensuing

According to (Armstrong, 2003) workers respond best and most effectively

They may even be more satisfied if they are rewarded by extrinsic