Tanu Final Report...

A
SUMMER TRAINING REPORT

ON
JOB SATISFACTION AT GBTL
Submitted to Maharshi Dayanand University , Rohtak
in partial fulfilment of the requirement for the award of the degree of
Bachelor of Business Administration
UNDER THE GUIDANCE OF: SUBMITTED BY:
Mr. Virender Singh Tanu
(HR Manager in GBTL LTD, Bhiwani) BBA 5th sem
Ms.Charu Mani University roll no.
(Assistant Professor)
The Technological Institute Of Textile &
Sciences Bhiwani-127021 (Haryana)
Affiliated to M.D. University, Rohtak
Session (2021-2024)
DECLARATION
I, Tanu Student of The Technological Institute Of Textile & Sciences, Bhiwani, Haryana
studying in BBA-5th Semester, University Roll No..........................................is hereby submitting
a Summer Training Report on the Title “ Job Satisfaction at GBTL ” A Study in GBTL ltd.
For the requirement of the partial fulfilment of bachelor of Business Administration.
I solemnly declare that to the best of my knowledge, the work done by me is original and the
work does not contain any part of any work which has been submitted for any degree either in
this University, or in any other University/Deemed University.
TANU
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ACKNOWLEDGEMENT
A project usually falls short of its expectations unless guided by the right person at the right
time. A successful project report is never the sole product of the person whose name is on the
cover. Therefore, I would like to take the opportunity to thank everyone who has directly or
indirectly contributed to the completion of this report. The BBA curriculum has given me a
unique opportunity to be in association with one of the well renowned banking institutions in the
country.
First of all, I would like to express my gratitude to Prof. (Dr.) G.K. Tyagi, Director, The
Technological Institute of Textile & Sciences for providing me the opportunity.
I am heartily thankful to Prof. (Dr.) S.K. Sharma, Head of Department of Management Studies
for allowing me to undergo this training.
I extend my sincere gratitude towards my organizational guide Mr. Virender Singh, HR head
for providing constant encouragement & guidance.
I also extend my sincere gratitude to Ms. Charu Mani, Assistant professor, Department of
Management Studies, TIT&S, Bhiwani for her excellent support & guidance throughout the
project work.
Last but not the least I express my sincere thanks to my family and friends who helped me
directly or indirectly in this training.
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PREFACE
In an institute, a student learns about theoretical concepts, But in present scenario environment,
surrounding the business is complex, dynamic and the industries are so much diversified and
specialized that it requires the managers to be wholesomely nourished with knowledge and skills
in the respective field of specialization. Exposure is the key in building good future managers.
This training report is the result of my hard work. Research project is an integral part of Bachelor
of business Administration and its aims at providing the real life experience of the industry to the
students. The practical experience helps the student to view the real business world closely,
which in turn widely influences their conception and perception.
It provides the basic skill required to perform the survey and statistics tool needed to analyze the
data. Research project is an integral part curriculum and its purpose is providing the student with
the practical exposure today changes scenario. It helps in the development of the practical skill
and the analytical skill and analytical thinking process.
TANU
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TABLE OF CONTENTS
S.NO. PARTICULARS PAGE

NO.
CERTIFICATE i
DECLARTION ii
ACKNOWLEDGEMENT iii
PREFACE iv
TABLE OF CONTENT v
1. INTRODUCTION 1-35
1.1 Industry profile
1.2 Company Profile
1.3 Project profile
2. REVIEW OF LITERATURE 36-39
3. RESEARCH METHODOLOGY 40-44
4. DATA ANALYSIS AND INTERPRETATION 45-56
5. CONCLUSION AND RECOMMENDATION 57-59

6. LIMITATION OF STUDY 60-61
7. BIBLIOGRAPHY 62-63
8. ANNEXURE 64-67
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CHAPTER – 1
INTRODUCTION
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1.1 INDUSTRY PROFILE
India has been in the mid set of a great social, political and economic change ever since reforms
were introduction in various spheres of activity. The country has greater confidence to take on
the competition from developed countries and attracted global Investers in ever increasing
measure. The Textile Industry is one of the oldest industries in India. The sector has made
significant contribution in term of for ex earnings and employment and is one of the mainstays of
the economy. Indian textile industry occupies a very important place in the economic life in
India. The Indian textile industry is one of the largest in the world with a massive raw material
and textile manufacturing base. Our economy is largely dependent on the textile manufacturing
and trade in addition to other major industries. About 27% of the foreign exchange earnings are
on account of export of textiles and clothing alone. The textile and clothing sector contributes
about 14% to the industrial production and 3% to the gross domestic product of the country.
Around 8% of the total excise revenue collection is contributed by the textile industry. So much
so, the textile industry accounts for as large as 21% of the total employment generated in the
economy. Around 35 million people are directly employed in textile manufacturing activities.
Indirect employement including the manpower engaged in agricultural based raw- material
production like cotton and related trade and handling could be stated to be around another 60
million.
A textile is the largest single industry in India and amongst the biggest in the world, accounting
for about 20% of the total industry production. It provides direct employment to around 20
million people. Textile and clothing exports account for one-third of the total value of exports
from the country. There are 1,227 textile mills, with a spinning capacity of about 29 million
spindles. while yarn is mostly produced in the mills, fabric are produced in the power loom and
handloom sector as well. The Indian textile industry continues to be predominantly based on
cotton, with about 65% of raw 3 materials consumed being cotton. The yearly output of cotton
cloth was about 12.8 billion m about 42 billion ft. The manufacture of jute products 1.1 million
metric tons rank next importance to cotton weaving. Textile is one of India oldest industries and
has formidable presence in the national economy inasmuch as it contributes to about 14% of
manufacturing value-addition , accounts for around one-third of our gross export earnings and
provides gainful employment to millions of people.
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HISTORY OF TEXTILE INDUSTRY
Archaeological surveys and studies have found that the people of The Harappa civilization knew
weaving and the spinning of cotton four thousand year ago. Reference to weaving and spinning
materials is found in the vedic Literature. There was textile trade in India during the early
centuries. A block printed and resist-dyed fabric, whose origin is from Gujarat was found in the
tombs of foster, Egypt. this proves that Indian export of cotton textile to Egypt or the Nile
civilization in medieval times were to a large extent. Large quantity of north Indian silk were
traded through the silk route in china to west western countries. The Indian silks were often
exchanged with the western countries for their spices in the barter system. During the late 17 th
and 18th century there were large export of the Indian cotton to the western countries to meet the
need of European industries during industrial revolution.
USES OF TEXTILES
Textile have an assortment of uses, the most common of which are for clothing and for
containers such as bags and baskets. In the household they are used in carpeting, upholstered,
furnishing, window shades, towels, covering for tables, bed and other flat surfaces and in art. In
the workplace they are used in industrial and scientific processes such as filtering.
Miscellaneous uses include flags, backpacks, tents, nets, handkerchiefs, cleaning rags,
transportation devices such as balloons, kites, sails and parachutes textile are also used to
provide strengthening in composite materials such as fibreglass and industrial geo textiles.
Using textiles, children can learn to sew and guilt and to make collages and toys.
Textiles used for industrial purposes and chosen for characteristics other their appearance are
commonly referred to as technical textiles. Technical textiles structures for automotive
applications, medical textile e.g. implants, geo textile, reinforcement of embankment, agro textile
for crop protection, protective clothing e.g. against heat and radiation for fire fighter clothing,
against molten metals for welders, stab protection requirements must be met. Woven of threads
coated with zinc oxide nanowires, laboratory fabric has been shown capable of “self- powering
Nano systems” using vibrations created by everyday actions like wind or body movements.
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STRUCTURE OF INDIA’S TEXTILE INDUSTRY
Unlike other major textile-producing countries, India’s textile industry is comprised mostly
of small scale, non integrated spinning, weaving, finishing, and apparel-making enterprises.
This unique industry structure is primarily a legacy of government policies that have
promoted labour-intensive, small – scale operations and discrimination against larger scale
firms.
 Composite mills relatively large-scale mills that integrate spinning, weaving and
sometimes, fabric finishing are common in other major textile-producing countries. In
India, however, these types of mills now account for about for only 3 percent of output
in the textile sector. About 276 composite mills are now operating in India, most
owned by the public sector and many deemed financially “sick.”
 Spinning is the process of converting cotton or manmade fiber into yarn to be used for
weaving and knitting. Largely due to deregulation beginning in the mid 1980s ,
spinning is the most consolidated and technically efficient sector in India’s textile
industry. Average plant size small, however, and technically outdated, relative to other
producers. In 2002/03, India’s spinning sector consisted of about 1,146 small-scale
independent firms and 1,599 larger scale independent units.
 Weaving and knitting converts cotton, manmade, or blended yarns into woven or knitted
fabrics. India’s weaving and knitting sector remains highly fragmented, small-scale, and
labour-intensive. This sector consist of about 3.9 million handlooms, 380,000 “power
loom” enterprises that operate about 1.7 million looms, with an average loom capacity
of four to five owned by independent entrepreneurs or weavers. Modern shuttle less
loom account for less than 1 percent of loom capacity.
 Fabric finishing (also referred to as processing), which includes dyeing, printing and
other cloth preparation prior to the manufacture of clothing, is also dominated by a
large number of independent, small scale enterprises.
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INDUSTRY EVOLUTION
The woven fabric portion of the textile industry grew out of the industrial revolution in the 18th
century as mass production of yarn and cloth became a mainstream industry. In 1734 in Bury,
Lancashire John Kay invented the flying shuttle — one of the first of a series of inventions
associated with the cotton woven fabric industry. The flying shuttle increased the width of cotton
cloth and speed of production of a single weaver at a loom. Resistance by workers to the
perceived threat to jobs delayed the widespread introduction of this technology, even though the
higher rate of production generated an increased demand for spun cotton. In 1761, the Duke of
Bridgewater's canal connected Manchester to the coal fields of Worsley and in 1762, Matthew
Bolton opened the Soho Foundry engineering works in Handsworth, Birmingham. His
partnership with Scottish engineer James Watt resulted, in 1775, in the commercial production of
the more efficient Watt steam engine which used a separate condenser.
In 1764, James Hargreaves is credited as inventor of the spinning jenny which multiplied the
spun thread production capacity of a single worker — initially eightfold and subsequently much
further. Others credit the invention to Thomas Highs. Industrial unrest and a failure to patent the
invention until 1770 forced Hargreaves from Blackburn, but his lack of protection of the idea
allowed the concept to be exploited by others. As a result, there were over 20,000 spinning
jennies in use by the time of his death. Also in 1764, Thorp Mill, the first water-powered cotton
mill in the world was constructed at Royton, Lancashire, and was used for carding cotton. With
the spinning and weaving process now mechanized, cotton mills cropped up all over the
Northwest of England. The stocking frame invented in 1589 for silk became viable when in
1759, Jedediah Strutt introduced an attachment for the frame which produced what became
known as the Derby Rib, that produced a knit and purl stitch. This allowed stockings to be
manufactured in silk and later in cotton. In 1768, Hammond modified the stocking frame to
weave weft-knitted open works or nets by crossing over the loops, using a mobile tickler bar-
this led in 1781 to Thomas Frost's square net. Cotton had been too coarse for lace, but by 1805
Houldsworth of Manchester were producing reliable 300 count cotton thread.
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MARKET SIZE
India’s textiles industry contributed 7% to the industry output (by value) in 2018-19. The Indian
textiles and apparel industry contributed 2% to the GDP, 12% to export earnings and held 5% of
the global trade in textiles and apparel in 2018-19.
The share of India's textiles and apparel exports in mercantile shipments was 11% in 2019-20.
The Textile industry has around 4.5 crore employed workers including 35.22 lakh handloom
workers across the country. Cotton production is expected to reach 37.10 million bales and
consumption is expected to reach 114 million bales in FY21—13% growth over the previous
year.
The domestic textiles and apparel market stood at an estimated US$ 100 billion in FY19. The
production of raw cotton in India is estimated to have reached 35.4 million bales in FY20.
During FY19, production of fiber in India stood at 1.44 million tons (MT) and reached 2.40 MT
in FY21 (till January 2021), while for yarn, the production stood at 4,762 million kgs during the
same period.
Exports of textiles (RMG of all textiles, cotton yarn/fabs./made-ups/handloom products, man-
made yarn/fabs./made-ups, handicrafts excl. handmade carpets, carpets and jute mfg. including
floor coverings) stood at US$ 2.99 billion, as of June 2021.In July 2021, exports of cotton
yarn/fabrics/made-ups, handloom products, etc., from India increased by 50.86% in June 2021
over June 2019.
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VARIOUS DEPARTMENTS IN TEXTILE INDUSTRY
 Spinning: The conversion of fiber (natural or man -made) into yarn is called spinning. The
spinning department has many steps like blow room, carding, drawing, combing, simplex
and ring frame. Blow room is the first step of spinning. Here the cotton bale is turned into a
uniform lap of a particular length by opening, cleaning, blending or mixing. The next step is
carding. Carding is called the heart of spinning. The third step is drawing. Here the slivers
are blended, doubled, leveled and drafted. The next step is combing. It is a process of
straightening and parallelizing fibers and also the removal of short fibers and impurities.
Then the step that comes is simplex. Here slivers are attenuated and also given a small
amount of twist. Then the slivers are turned into roving. The last step is the ring frame. The
roving, on bobbins, is placed in the ring frame, where it passes through several sets of rollers
running at higher rates of speed and is finally drawn out to yarn.
 Fabric Manufacturing: There are different methods of fabric manufacturing. Among them,
weaving and knitting are mostly used. Weaving is the major method of fabric manufacturing.
The technique probably became known before spinning. Primitive people may have observed
the grasses and twigs in the nests of birds, and thus discovered how they could make clothing
for themselves. Spinning developed when people discovered that the raw materials could be
improved before they were woven. In the course of time, rude looms were made, which were
crudely simple and hand-operated. Nowadays different modern looms have been developed
but essentially perform the same operation as the simple hand-operated loom. The weaving
department also has different sections like winding, warping, sizing, and looming. Knitting is
the second most frequently used method of fabric manufacturing. The popularity of knitting
has grown tremendously within recent years because of the increased versatility of
techniques, the adaptability of the many new man-made fibers, and the growth of consumer
demand. Today the uses of knitted fabrics range from hosiery, underwear, Sweaters, slacks,
suits and coats.
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 Wet Processing: Wet processing is the department where de -sizing, scouring, bleaching,
washing, mercerizing, dyeing etc. are done. De -sizing is done to remove the sizing materials.
Scouring is done to remove the fats, oil, wax by using alkali. Bleaching is done to remove the
natural color from the fibers. Washing is done to clean the textile material, Mercerizing is
done to make the fabric brighter than bright and dyeing is done to make the fabric mono
uniform colored. Different types of machines like kier boiler, J-box, Jet, Jigger, Pad mangle,
Winch dyeing machine etc. are used in the wet processing department.
 Garments Manufacturing: The processing steps and techniques involved in manufacturing

garments for large scale production on an industrial basis for business purposes are called
garments manufacturing technology. Garments factories are classified into three categories:
woven garments factory, knit garments factory and sweater garments factory. The factory
which produces garments from woven fabrics is called the woven garments factory. The
factory producing garments from knit fabrics is called the knit garments factory. To produce
clothes, we need sewing machines but the sewing machines are of different types used for
different specific types of stitches. Though a major part of this textile industry involves
clothing manufacturing, many people are employed designing new fashions and marketing
them for production. Some other textile companies produce sheets, blankets, pillowcases, and
towels. Importing and exporting fabrics, garments are also a part of the textile industry. Also,
the clothing designers and manufacturers often have buyers travel around the world to look
for the right cloth to create their fashions. The type of material that is locally produced varies
greatly from one country to the next. Lastly, we can say that the textile industries provide us
with the above goods while providing a valuable source of income for many people
all over the world.
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GBTL
1.1 COMPANY PROFILE
Grasim Industries Limited (Grasi m) today entered into a share transfer agreement for the
divestment of its 100% holding of Grasim Bhiwani Textile Limited (GBTL), a wholly owned
subsidiary, to Donear group of Mumbai. GBTL has been primarily engaged in the business of
manufacturing and marketing of polyster-viscose fabric. GBTL constitutes a very small
proportion of Grasim’s consolidated financials with a revenue / EBITDA share of less than 1% .
this divestment is the outcome of the business portfolio review exercise from time to time. It is
in the direction of consolidation and greater focus on core businesses of the company. Given the
size of Grasim’s total operations GBTL’s divestment will have a negligible impact on the
company’s financials. GBTL sells fabric both in the domestic as well as in the international
market across geographies. The domestic OTC division operates in domestic over the
counter(OTC) formal menswear fabric market by offering ready to stitch suiting. The brands &
retailers division carters to domestic as well as international customers by supplying fabric and
also act as full service provider by offering one stop solution of fabric to garmenting.
The company utilizes strong manufacturing facilities comprising of fiber Dying, Yarn Spinning,
Weaving, processing and folding with state-of-the-art machines, processes and professional
environment. The company also has strongly presence in International market catering to the
fabric need of International brands.
The company has strong Design and Development team which conceptualizes and develops
designs as per fashion standards and market needs. The company also has its product range
of RMG readymade Garments with exclusive design and qualities.
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GRASIM BHIWANI TEXTILES LIMITED IS EQUIPPED WITH
1. World class spindles.

2. Dornier looms (germany) and sluzer Looms (Switzerland).
3. Computerized matching systems and sophisticated jet-dying machines in its
processing unit.
4. Computer Aided Design packages in its Fabric Development Section.
5. It has Italian machinery for making perching and dying the cloth.
OVERVIEW:-
Grasim Bhiwani Textile limited
(a subsidiary of Grasim industry ltd.)

Brand Grasim Brand Graviera
Domestic OTC Brands & Reatailers Yarn
domestic OTC:
operates in Domestic over the Counter (OTC) formal menswear fabric market by offering ready
to stitch suiting & shirting fabric as well as ready made garments.
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Brand Grasim:
 Premium brand predominantly into PV suiting operating at price points from mid premium to
premium range
 Also sell ready made garments.
 Operates through wholesale & retail channel across
 Brands Ambassador- John Abraham
Brand Graviera:
 Value for money brand predominantly into PV suiting operating at price points from
economy to mid premium range
 Operates through wholesale channel
 Brand Ambassador- Sonu Sood
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Brands & Retailers:
 Catering requirements of global & Domestic Brands and Retailers with a strength of suit
separates category.
 Servicing Domestic Brands and Retailers by providing end to end solution through full
service packages (till garments).
 Supplying fabric to Indian army and well known corporate houses in India.
OBJECTIVES OF THE COMPANY
Objectives establish the goals and the aims of the business and determine the shape of future
events. Objectives are the way of achieving motives for profit of social service.
Main objectives of GRASIM BHIWANI TEXTILE LIMITED as in its MEMORANDUM

OF ASSOCIATION are :-
1) Increasing productivity of workforce.

2) To introduce new products and create new market.
3) Customer service and customer satisfaction.
4) Improving work culture among the employees.
5) Capitalizing on company strength and use of corporate assets.
6) Continuous innovation.
7) To provide growth rate of about 10% p.a.
8) Improve the advertising effectiveness.
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BRIEF PARTICULARS OF THE COMANY
Name of the company : Grasim Bhiwani textile limited
Industry : textiles
Founded : Mumbai (2007)
Registered number : 173993
Registered office : D.C. Colony, Birla Colony,
Bhiwani Company category : Company limited by shares
Activity : Manufacturing of basic iron & steel
Parent : Donear Group
Website : www.grasimbhiwanitextiles.com
VISION, MISSION & VALUES
VISION:
- To be a premium global conglomerate with a clear focus on each business.
MISSION:
-To deliver superior value to our customers, shareholders, employees and society at large.
(1) Education for all to secure them a brighter future.
(2) Sustainable Livelihood
o Through training and education for skill development.
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(3) Health care and Hygienic living conditions.
o Family Welfare
o Restoring self -esteem of the physically handicapped
o Empowerment of Women
(4) Community Development
o Holistic development of the community including infrastructure
(5) Espousal of social causes
VALUES:
People contribute when they relate to an organization and they relate, when they understand the
organization. People understand an organization through its values, by experiencing the culture
that values create and by using the systems and processes that values define. In large
organizations, such shared understanding cannot be created through leadership of individuals
alone; it requires leadership of principles, of beliefs, of conviction.
 Integrity
 Commitment
 Passion
 Seamlessness
 Speed
These together constitute what we call our “Values”.
Integrity: Acting and taking decisions in a manner that are fair, honest, following the highest
standards of professionalism and are also perceived to be so. Integrity for us means not only
financial and intellectual integrity, but in all other forms as is commonly understood.
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Commitment: On the foundation of integrity, doing whatever it takes to deliver values to all
stakeholders. In the process, taking ownership for our own decisions and actions, those of our
team and that part of the organization that we are responsible for.
Passion: A missionary zeal arises out of emotional engagement with the organization that
makes work joyful and inspires each one to give his or her best.
Seamlessness: Thinking and working together across functional silos, hierarchies, businesses
and geographies.
Speed: Responding to internal and external customers with a sense of urgency.
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SWOT ANALYSIS OF GRASIM BHIWANI TEXTILE LIMITED
Strengths
1. The company is a subsidiary of Aditya Birla Group, which operates over 40 companies in
10+ countries.
2. Grasim is the world’s second largest producer of viscose rayon fiber with a significant
market share.
3. Strong brand equity of Aditya Birla Group.
4. Birla Group having operation in diverse sectors helps its subsidiaries to grow in all
aspects.
5. Grasim has a workforce of around 7000 efficient employees.
6. Grasim industry deals in production of fiber and pulp, chemicals, cement and textiles.
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Weaknessess
1. Grasim industries have fluctuating sales which can affect profitability.

2. Input cost have risen for Grasim industries which has resulted in reduced profits.
Opportunities
1. Grasim industries should focus on increasing branding activities, this can result into
higher sales and in turn it can against lost shares back.
2. Aditya Birla Group has a huge brand equity attached with it, being a part of such a
group is something the company should take leverage of and build its operations
around.
3. It can expand its operations to other countries.
4. With increase in construction activities, demand for cement is rising, this a huge
opportunity for Grasim industries to push their products.
Threats
1. Grasim industries is facing a huge competition from other key players in the respected
segments.
2. Cheaper local brands are increasing their hold in the country, so it might impact top
players like Grasim industries.
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1.1 PROJECT PROFILE
JOB
SATISFACTION
INTRODUCTION
Job satisfaction is one of the most crucial but controversial issues in industrial psychology and
behavior management in organisation. It ultimately decides the extent of employee motivation
though the development of organisation climate or environment job satisfactions has been a
subject of hot chase by researchers. There have been more than three thousand published studies
on job satisfaction during the last 30-40 years. Job satisfaction is the attitude one has towards his
or her job. Sated another way it is one is affective response to the job. Job satisfaction is
concerned with the feeling one has towards the job. The importance if job satisfaction is fairly
evident from a description of the importance of maintaining moral in any industry. It a worker is
not satisfied with work and then both the quantity and quality of his output will suffer. It is job
satisfaction increase then there is on improvement in both the quality and quantity of production
Factories in which the workers are satisfied with their work are also characterized by a high
morale.
Job Satisfaction of Employees: The father of scientific management Taylor's (1911) approach
to job satisfaction was based on a most pragmatic and essentially pessimistic philosophy that
man is motivation by money alone. That the workers are essentially ‘stupid & phlegmatic’ & that
they would be satisfied with work if they get higher economic benefit from it. But with the
passage of time Taylor's solely monetary approach has been changed to a more humanistic
approach. It has come a long way from a simple explanation based on money to a more realistic
but complex approach to job satisfaction. New dimensions of knowledge are added every day &
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with increasing understanding of new variables & their inter play, the field of job satisfaction has
become difficult to comprehend.
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Definition: . Locks defines job satisfaction as a "pleasurable or positive emotional state
resulting from the appraisal of one's job or job experiences"
According to Sinha (1974) defines job satisfaction an ‘a reintegration of affect produced by

individual's perception of fulfilment of his needs in relation to his work and the situations
surrounding it’.
MEANING OF JOB SATISFACTION OF EMPLOYEE
There are a number of different definitions of job satisfaction. One comprehensive definition is
that it is a generalized attitude, resulting from many specific attitudes in three areas:
 Specific job factor

 Individual adjustment
 Group relationship
These factors call never be isolated from each other for analysis but indications of their relative
importance in job satisfaction may be obtained through the use of statistical techniques. For our
purpose the definition which seems to be apt, at the same time simple is that job satisfaction is
the favourableness or unfavourableness with which employees view their work. It results when
there is a fit between job requirements and the wants and expectations of employees. It expresses
the extent of match between the employees expectation of the job and the rewards that the job
provides. Job satisfactory may refer either to a person or a group. Job satisfaction may be mine
clearly understood in the content of the employees extent of the satisfaction in general in his total
life situation. Job satisfaction can be viewed in relation to employees satisfaction with their home
and community life. Some employees, for instance, may be very satisfied with their home and
community life, but view their jobs as average Consequently their Job satisfaction is lower than
their other satisfaction. Some other employees may feel dissatisfied with home and community.
They also feel their jobs are average. In this case the employees Job satisfaction will be actively
high. But generally Job satisfaction and life satisfaction are closely related. The effect is of
spillover of one over the other. Another kind of effect, which is also prevalent is the
compensatory effect where people compensate for low Job satisfaction by trying to achieve
higher satisfaction in various pursuits in society and in union activities Job satisfaction is further
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aided in its understanding by finding relative importance to the employees of the various factors
contributing to it. For instance when asked, the employees may say that they are dissatisfied with
both the canteens and the company promotion policy. It win appear at this point, that both the
factors are equal importance to employees. But it asked further, the employees may say that
company promotion policy is far more important to them than the canteen. Only when the
management know such relative importance of various factors then proper action can be taken
This approach has been largely followed in the psychological study in the J.B institutes AH
India survey of changing aspiration of workmen, referred to earlier and later. Another interesting
approach to measuring Job Satisfaction as developed by Porter, is to find out the gap between
what the Employees experiences about that particular factor in his actual condition and what he
thinks should be there. This gap along with the importance of the factor to the employee gives a
clearer understanding of the extent and nature of Job satisfaction employees the following
sample question gives an idea of job Satisfaction.
FACTORS RELATING TO JOB SATISFACTION
AND DISSATISFACTION
Job satisfaction is a complex phenomenon. The nature and extent of factors contributing to it are
not yet fully known But a good deal of research studies in various countries with different
cultures which have accumulated by now, have certainly advanced car understanding of the
factors We shall for our purpose, emphasize here the studies of Herzberg, Mausner and
Snyderman and the two factor theory of Job satisfaction dissatisfaction proposed by them as they
provide possibly the broadest scope so far in understanding the relevant factors prevailing across
cultures as well as in India.
Herzberg and his associates explored Job satisfaction from a basically dynamic view and offered
an approach to an understanding of motivation to work. They noted an important distinction
between two kinds of factors. One-group factors dealt with the nature of and the other was
related to the environment in which the Job was done One set of factors according to them,
contributed to satisfaction. They are referred to as intrinsic, Job content, motivators or satisfiers.
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Another set of factors contributed to dissatisfaction. They are termed as extrinsic, Job content
hygiene, or dissatisfactions. The details of two sets of factors are noted in table 2.
Factors associated with job satisfaction and dissatisfaction in two- factor theory.
Factors in Job Satisfaction factors in Job Dissatisfaction
Motivators / satisfiers intrinsic/ Intrinsic / job content hygiene/
Job content Dissatisfies
Achievement Salary
Recognition Working Condition
Work itself Relations with co-
Responsibility employee Relation with
Advancement subordinates Technical
Psychological growth Supervisor
Company policies and practices
Personal life
According to the theory, satisfiers, which contributed to feeling of satisfaction has little, to
contribute to dissatisfied feeling. Similarly, dissatisfies contributed more to dissatisfaction than
they did to satisfaction. In other words, it was suggests, that satisfaction and dissatisfaction were
Two separate, distinct and independent feelings
An interesting feature of the theory is that satisfiers not only enable a person to feel satisfied but
they induce him to produce and perform more in his job. Dissatisfies do not have that potency to
contribute to Job behavior Herzberg did not however, spell out In detail about the relation of
satisfaction and productivity in the light of their theory nor is there any clear evidence of any
simple and direct relation between Job satisfaction and productivity.
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IMPORTANCE OF JOB SATISFACTION
 Job satisfaction is an important indicator of how employees feel about their job and a
predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover.
 Job satisfaction can partially mediate the relationship of personality variables and deviant
work behavior.
 Common research finding is that job satisfaction is correlated with life style. This correlation
is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their
jobs and the people who are satisfied their jobs tends to satisfied with their life.
 This is vital piece of information that is job satisfaction and job performance is directly
related to one another. Thus it can be said that, “A happy worker is a productive worker.”
 It gives clear evidence that dissatisfied employees skip work more often and more like to
resign and satisfied worker likely to work longer with the organization.
IMPORTANCE TO WORKER AND ORGANIZATION
Job satisfaction and occupational success are major factors in personal satisfaction, self-respect,
self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional
state that can often leads to a positive work attitude. A satisfied worker is more likely to be
creative, flexible, innovative, and loyal.
For the organization, job satisfaction of its workers means a work force that is motivated and
committed to high quality performance. Increased productivity-the quantity and quality of output
per hour worked-seems to be a by product of improved quality of working life. It is important to
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note that the literature on the relationship between job satisfaction and productivity is neither
conclusive nor consistent
However, studies dating back to Herzberg's (1957) have shown at least low correlation between
high morale and high productivity and it does seem logical that more satisfied workers will tend
to add more value to an organization,
Unhappy employees, who are motivated by fear of loss of job, will not give 100 percent of their
effort for very long. Though fear is a powerful motivator, it is also a temporary one, and also as
soon as the threat is lifted performance will decline.
Job satisfaction benefits the organization includes reduction in complaints and grievances,
absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job
satisfaction is also linked. with a healthier work force and has been found to be a good indicator
of longevity.
Although only little correlation has been found between job satisfaction and productivity,
Brown (1996) notes that some employers have found that satisfying or delighting employees is
prerequisite to satisfying or delighting customers, thus protecting the "bottom line".
WORKERS ROLE IN JOB SATISFACTION
If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her
own satisfaction and well being on the job, The following suggestions can help a worker find
personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads in
more challenging work and greater responsibilities, with attendant increases in pay and other
recognition.
Develop excellent communication skills. Employer's value and rewards excellent reading
listening, writing and speaking skills. Know more. Acquire new job related knowledge that helps
you to perform tasks more efficiently and effectively. This will relive boredom and often gets
one noticed.
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Demonstrate creativity and initiative. Qualities like these are valued by most organizations and
often results in recognition as well as in increased responsibilities and rewards.
Develop teamwork and people skills. A large part of job success is the ability to work well with
others to get the job done.
Accept the diversity in people. Accept people with their differences and their imperfections and
learn how to give and receive criticism constructively.
See the value in your work. Appreciating the significance of what one does can lead to
satisfaction with the work itself. This help to give meaning to one's existence, thus playing a vital
role in job satisfaction Learn to de-stress. Plan to avoid burn out by developing healthy stress
management technique.
SEVERAL FACTORS CONTRIBUTE TO JOB SATISFACTION

AMONG EMPLOYEES.
Job satisfaction is influenced by various factors that can have a significant impact on an
employee's overall happiness and contentment in their work environment. Here are several
factors that contribute to job satisfaction among employees
1. Compensation and Benefits: Adequate and fair compensation, including salary, bonuses, and
benefits, is crucial for job satisfaction. Employees who feel they are appropriately rewarded
for their efforts are more likely to be satisfied with their jobs
2. Work-Life Balance: Maintaining a healthy balance between work and personal life is
essential for job satisfaction. Employees value flexibility in their work schedules,
opportunities for remote work, and sufficient time off to recharge and spend with family and
friends.
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3. Recognition and Appreciation: Feeling valued and appreciated for their contributions is
crucial for employee satisfaction. Recognition programs, regular feedback, and opportunities
for career growth and development help employees feel acknowledged and motivated.
4. Job Security: A sense of job security contributes to job satisfaction. Employees who feel
their positions are stable and have confidence in the company's future are more likely to be
satisfied in their roles.
5. Workplace Culture: A positive work environment with a healthy organizational culture

fosters job satisfaction. Factors such as good relationships with colleagues, supportive
managers, teamwork, open communication, and a shared mission and values all contribute to
a positive workplace culture.
6. Opportunities for Growth and Advancement: Employees are more likely to be satisfied in
their jobs when they have opportunities for learning, skill development, and career
advancement. Clear paths for promotion and growth within the organization motivate
employees and provide a sense of progression.
7. Autonomy and Decision-Making: Having a certain level of autonomy and decision-making

authority in their roles allows employees to feel empowered and engaged. Feeling trusted and
having the freedom to make decisions within their area of expertise contributes to job
satisfaction.
8. Workload and Job Demands: An appropriate workload that aligns with employees'
capabilities and resources is essential for job satisfaction. Excessive workloads, constant
stress, or unrealistic deadlines can lead to burnout and reduced job satisfaction.
9. Job Fit and Alignment: When employees' skills, interests, and values align with their job
responsibilities, they are more likely to experience job satisfaction. Feeling that their work is
meaningful and aligned with their personal goals contributes to overall job satisfaction.
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10. Work Relationships: Positive relationships with colleagues and managers play a vital role in
job satisfaction. Supportive and respectful interactions, effective teamwork, and a sense of
camaraderie contribute to a positive work environment.
It's important to note that different individuals may prioritize these factors differently based on
their personal preferences and circumstances. Additionally, factors contributing to job
satisfaction can vary across industries and organizational cultures.
REASONS OF LOW JOB SATISFACTION
Reasons why employees may not be completely satisfied with their jobs.
1. Conflict between co-workers.
2. Conflict between supervisors
3. Not being opportunity paid for what they do.
4. Have little or no say in decision making that affect employees.
5. Fear of looking their job
EFFECTS OF LOW JOB SATISFACTION
1. HIGH ABSENTEEISM
Absenteeism means it is a habitual pattern of absence from duty or obligation. If there will be
low job satisfaction among the employees the rate of absenteeism will definitely increase and it
also affects on productivity of organization. inverse relationship between job satisfaction and rate
of turn over a rate of absentees As the job satisfaction is high the rate of both turn over and
absenteeism is low and vice a versa.
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2. HIGH TURNOVER
In human resource refers to characteristics of a given company or industry relative to the rate at
which an employer gains and losses the staff. If the employer is said to be have a high turnover
of employees of that company have shorter tenutre than those of other companies.
3. TRAINING COST INCREASES
As employees leaves organization due to lack of job satisfaction. Then Human resource manager
has to recruit new employees. So that the training expenditure will increases
INFLUENCES ON JOB SATISFACTION
There are no, of factors that influence job satisfaction. For example, one recent study even found
that if college students majors coinsided with their job, this relationship will predicted
subsequent job satisfaction. However, the main influences can be summerised along with the
dimentions identified above.
The work itself
The concept of work itself is a major source of satisfaction. For example. research related to the
job characteristics approach to job design, shows that feedback from job itself and autonomy are
two of the major job related motivational factors. Some of the most important Ingridents of a
satisfying job uncovered by survey include interesting and challenging work, work that is not
boring, and the job that provides status.
Pay
Wages and salaries are recognised to be a significant, but complex. Multi dimentional factor in
job satisfaction. Money not only helps people attain their basic needs butevel need satisfaction.
Employees often see pay as a reflection of how management view their contribution to the
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organization. Fringe benefits are also important If the employees are allowed some flexibility in
choosing the type of benefits they prefer within a total package, called a flexible benefit plan,
there is a significant increase in both benefit satisfaction and overall job satisfaction.
Promotions
Promotional opportunities are seem to be have a varying effect on job satisfaction. This is
because of promotion take number of different forms.
WHAT IS THE IMPACT OF JOB SATISFACTION?
Many managers subscribe to the belief that a satisfied worker is necessarily good worker. In
other words, if management could keep the entire worker's happy, good performance would
automatically fallow There are two propositions concerning the satisfaction performance
relationship. The first proposition, which is based on traditional view, is that satisfaction in the
effect rather than the cause of performance. This proposition says that efforts in a job leads to
rewards, which results in a certain level of satisfaction in another proposition, both satisfaction
and performance are considered to be functions of rewards.
Various research studies indicate that to a certain extent job satisfaction affects employee turn
over, and consequently organization can gain from lower turn over in terms of lower hiring and
training costs. Also research has shown an inverse relation between job satisfaction and
absenteeism When job satisfaction is high there would be low absenteeism, but when job
satisfaction is low, it is more likely to lead a high absenteeism.
What job satisfaction people need?
Each employee wants:
1. Recognition as an individual
2. Meaningful task
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3. An opportunity to do something worthwhile.
4. Job security for himself and his family
5. Good wages
6. Adequate benefits
7. Opportunity to advance
8. No arbitrary action- a voice matters affecting him.
9. Satisfactory working conditions.
10.Competence leadership- bosses whom he can admire and respect us persons and as bosses.
However, the two concepts are interrelated in that job satisfaction can contribute to morale and
morale can contribute to job satisfaction. It must be remembered that satisfaction and motivation
are not synonyms. Motivation is a drive to perform, where as satisfaction reflects the individual's
attitude towards the situation. The factors that determine whether individual is adequately
satisfied with the job differs from those that determine whether he or she is motivated, the level
of job satisfaction is largely determined by the comfits offered by the environment and the
situation. Motivation, on the other hand is largely determine by value of reward and their
dependence on performance. The result of high job satisfaction is increased commitment to the
organization, which may or may not result in better performance. A wide range of factors affects
an individual's level of satisfaction. While organizational rewards can and do have an impact, job
satisfaction is primarily determine by factors that are usually not directly controlled by the
organization. a high level of job satisfaction lead to organizational commitment, while a low
level, or dissatisfaction, result in a behavior detrimental to the organization. For example,
employee who like their jobs, supervisors, and the factors related to the job will probably be
loyal and devoted. People will work harder und derive satisfaction if they are given the freedom
to make their own decisions.
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WAYS OF MEASURING JOB SATISFACTION
Measuring job satisfaction typically involves the use of various quantitative and qualitative
methods to assess employees' perceptions and feelings about their jobs. Here are some common
ways of measuring job satisfaction:
1. Surveys: Employee satisfaction surveys are widely used to measure job satisfaction. These
surveys typically consist of a set of standardized questions that cover different aspects of the
work environment, including compensation, work-life balance. relationships with coworkers
and supervisors, and opportunities for growth. Employees provide responses on a scale,
indicating their level of agreement or satisfaction with each item. The results are then
analyzed to determine overall job satisfaction levels and identify areas for improvement.
2. Interviews and Focus Groups: Conducting individual interviews or focus groups

allows for in-depth conversations with employees to gather qualitative data on their job
satisfaction. These methods provide an opportunity for employees to express their thoughts,
concerns, and suggestions regarding their work experiences. Through open-ended questions
and discussions, valuable insights can be gained about specific factors influencing job
satisfaction.
3. Performance Metrics: Job satisfaction can also be indirectly measured through

performance metrics. High levels of employee engagement, productivity, and low turnover
rates are often indicators of job satisfaction. Monitoring and analyzing these performance
metrics can provide insights into employees' overall satisfaction levels within the
organization.
4. Observation and Feedback: Direct observation of employee behavior and

interactions, as well as gathering feedback from supervisors and coworkers, can offer
valuable information about job satisfaction. Observing factors such as enthusiasm,
motivation, and positive interactions can provide indications of employee satisfaction or
dissatisfaction.
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5. Exit Interviews and Retention Rates: Conducting exit interviews with departing
employees can provide valuable insights into job satisfaction levels within the organization.
By asking about the reasons for leaving and their overall experience, organizations can
identify patterns and areas for improvement. Additionally, monitoring retention rates can
give an indication of overall job satisfaction. High turnover rates may suggest underlying
dissatisfaction among employees.
6. Absenteeism and Sick Leave: High rates of absenteeism and sick leave can be
indicative of low job satisfaction. Employees who are dissatisfied with their jobs are more
likely to take frequent absences or sick leaves. Tracking and analyzing these patterns can
provide insights into job satisfaction levels.
7. Employee Engagement Surveys: Employee engagement surveys assess the level of

emotional connection, commitment, and involvement employees have with their work and
the organization. Engaged employees are more likely to experience job satisfaction. These
surveys often include questions about job satisfaction to gauge the overall level of employee
engagement.
8. It's important to note that measuring job satisfaction is not a one -size-fits-all
approach. Organizations should tailor their measurement methods to their specific needs and
consider using a combination of quantitative and qualitative approaches to gain a
comprehensive understanding of employees' job satisfaction levels.
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BENEFITS OF JOB SATISFACTION STUDY:-
The study of employee satisfaction provides valuable insights into understanding the dynamics
of the workplace and its impact on employees and organizations. Here are some key benefits of
studying job satisfaction.
 Understanding Employee Needs and Motivations: The study of job satisfaction

helps researchers and practitioners gain a deeper understanding of the needs, motivations,
and preferences of employees. By examining factors that contribute to job satisfaction, such
as compensation, work- life balance, and career development, organizations can tailor their
strategies and practices to better meet employee expectations.
 Informing Organizational Policies and Practices: Research on job satisfaction

helps inform the development of effective organizational policies and practices. By studying
the factors that influence job satisfaction, organizations can identify areas for improvement
and implement initiatives that enhance employee well-being, engagement, and productivity.
This can include changes in compensation structures, flexible work arrangements,
performance management systems, and employee recognition programs, among others.
 Predicting and Managing Employee Turnover: Job satisfaction is closely linked

to employee turnover. Research in this area can help organizations identify factors that
contribute to employee dissatisfaction and turnover intentions. By understanding the causes
of turnover and developing strategies to increase job satisfaction, organizations can reduce
turnover rates and retain valuable talent.
 Enhancing Employee Engagement and Performance: Job satisfaction is strongly

correlated with employee engagement and performance. Studying job satisfaction helps
identify the factors that foster engagement and enhance performance outcomes. This
knowledge can be used to design interventions and initiatives that promote job satisfaction .
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 Promoting Employee Well-being and Mental Health: Job satisfaction is a critical
component of employee well-being and mental health. Research in this area provides insights
into the relationship between job satisfaction and various outcomes, such as stress, burnout,
job-related anxiety, and overall mental well-being. Understanding these relationships helps
organizations implement strategies to support employee well-being, prevent negative mental
health outcomes, and create a positive work environment.
 Improving Organizational Effectiveness and Success: Job satisfaction has a

direct impact on organizational effectiveness and success. Satisfied employees are more
likely to be productive, engaged, and committed to their work, which contributes to improved
overall performance and business outcomes. By studying job satisfaction, organizations can
identify ways to create a positive work environment that fosters employee satisfaction and, in
turn, enhances organizational effectiveness and success.
 Contributing to Theory Development: The study of job satisfaction contributes to

the development of theories and models in the field of organizational behavior and
psychology. Researchers examine various factors and mechanisms that influence job
satisfaction, leading to the advancement of knowledge and understanding of human behavior
in the workplace. This contributes to the broader body of literature and informs future
research in the field.
In summary, studying job satisfaction provides valuable insights for organizations to understand
employee needs, inform policies and practices, manage turnover, enhance engagement and
performance, promote well-being, and improve overall organizational effectiveness. It also
contributes to theoretical advancements in the field, leading to a better understanding of
workplace dynamics and employee experiences.
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INCREASING JOB SATISFACTION:-
 Clear Communication and Feedback: Organizations should promote open and

transparent communication channels between employees and management. Regular feedback
sessions. performance evaluations, and clear expectations help employees understand their
roles and performance objectives, reducing ambiguity and enhancing job satisfaction.
 Recognition and Rewards: Recognizing and rewarding employee contributions and

achievements is essential for increasing job satisfaction. Implementing recognition programs,
celebrating milestones, and providing incentives can make employees feel valued and
appreciated, boosting their job satisfaction.
 Professional Development and Growth Opportunities: Offering opportunities

for professional development and career advancement can significantly impact job
satisfaction. Organizations should invest in training programs, mentorship opportunities, and
clear career progression pathways. Employees who see a path for growth within the
organization are more likely to be satisfied in their roles.
 Work-Life Balance Initiatives: Promoting work-life balance is crucial for increasing

job satisfaction. Organizations can implement flexible work arrangements, offer remote work
options, and provide resources to support employees' personal well-being. Supporting
employees in achieving a healthy work-life balance demonstrates a commitment to their
overall satisfaction and well- being.
 Empowerment and Autonomy: Providing employees with a certain level of autonomy

and decision-making authority can enhance job satisfaction. Allowing employees to have
ownership over their work, trusting their expertise, and involving them in decision-making
processes fosters a sense of empowerment and satisfaction.
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 Positive Work Environment: Creating a positive work environment is key to
increasing job satisfaction. Organizations should foster a culture of respect, fairness,
and inclusivity. Encouraging teamwork, promoting positive work relationships, and
addressing conflicts promptly and effectively contribute to a positive work environment.
 Competitive Compensation and Benefits: Offering fair and competitive

compensation packages is vital for job satisfaction. Organizations should regularly review
and benchmark salaries, provide performance-based incentives, and offer comprehensive
benefits to ensure employees feel adequately rewarded for their contributions.
 Employee Well-being Support: Organizations should prioritize employee well-being

by offering resources and support services. This can include wellness programs, mental
health initiatives, employee assistance programs, and promoting a healthy work-life balance.
Taking care of employee well-being helps create a supportive and satisfying work
environment.
 Meaningful and Challenging Work: Providing employees with meaningful and

challenging work assignments contributes to job satisfaction. Assigning tasks that align with
their skills and interests, allowing for creativity and innovation, and providing opportunities
to make a meaningful impact can increase job satisfaction.
 Regular Employee Engagement Surveys: Conducting regular employee

engagement surveys can help organizations assess job satisfaction levels and identify areas
for improvement. Gathering feedback and acting upon it demonstrates a commitment to
listening to employees' voices and addressing their concerns.
3
CHAPTER – 2
REVIEW OF LITERATURE
3
Arnab kumar samanta (2017)
The success of any organization is highly dependent on how it attracts, recruits, motivates and
retains its mole. Today's organizations need to be more flexible so that they are equipped to
develop their employees and enjoy their commitment. Therefore, organizations are required to
adopt a strategy to improve the employees quality of work life to satisfy both the organizational
objectives and employee needs. It seeks to create culture of work commitment in the
organization which will ensure higher productivity for the company and greater employee
satisfaction for the employees. The aim of my study is to learn and identify the factors affecting
the quality of work life as well as employee satisfaction through the review of literatures which
ultimately affect the results and performance of an organization. The most important
determinants of Quality of Work Life (QWL) is the career growth opportunities, Safe and
healthy working condition and of employee satisfaction are Compensation and Benefit,
employee satisfaction, promotion and development and working conditions as supported by
various researches done in past.
Bulbul Kar, Dr Biswadeep Mishra(2016)
Employee engagement has become a trending word in recent years. In spite of this, there remains
a dearth of critical academic literature on the subject, and relatively little is known about how
employee engagement can be influenced by management. Although there is a great deal of
interest in engagement, there is also a good deal of confusion. At present, there is no consistency
in definition, with engagement having been operationalized and measured in many disparate
ways And there is no evidence of an anonymous view on what are key driving factor of
employee engagement. As a result, it addresses concerns about the lack of agreement on what
engagement is and how issues surrounding it can be addressed. The relationship of employee
engagement with some other construct has being studied in this literature And some of the
drivers of employee engagement have been identified in this literature.
3
Adenii (2011)
in his study on Organizational Climate and Employee satisfaction among Academic Staff in
Some Selected Private Universities in Southwest Nigeria. The study was based on the responses
received from 293 respondents of five private Universities in the South-West Zone of Nigeria.
The results showed a positive relationship between organizational climate and employee
satisfaction.
Dev (2012)
In his study on Public and Private Sector Banks found that clients of private sector banks are
more satisfied than those of public sector banks in most of the dimensions except Interest rates
and other Charges and Accessibility whereas the clients of public sector banks are more rates and
other Charges and Accessibility whereas the clients of public sector banks are more satisfied
than the clients of private sector. One area where both types of Banks are lacking the most is
Customer orientation. Performance norms have also suffered in all types of banks. It was also
observed that banks in India, especially the public sector banks need to equip themselves with
the latest technology.
Gurusamy & Mahendran (2013)
In their study found that Salary occupy the First Rank for determining employee satisfaction
compared with other major determinants. The study was conducted on 300 respondents and was
limited to the automobile industries of India.
Rashid Saeed et al (2014),
In his study found promotion, pay, fairness and working condition to be the key factors that
contribute to employee satisfaction. The study was conducted on 200 telecom sector employees
3
of Pakistan. It was concluded that money and compensation play an important role in the
employee satisfaction of the telecom employees of Pakistan.
Dr. Mayuri Chaturvedi, Sumedha Raavi(2018)
Employee satisfaction is considered as an important issue where efforts are taken and programs
are initiated to fulfill it. The factors which influence the satisfaction of the employee are level of
pay, promotions, type of working conditions, work load and stress level, respect from coworkers,
good relationship with supervisors, financial rewards. By safeguarding these factors the company
can ensure the employee satisfaction of the employee, thereby improve the productivity and
grow into a successful organization. In case if employee is unsatisfied with the present job there
are chances for more absents, low turnover, less productivity, deliberately doing mistakes,
diverting interest for other conflicts. Any kind of dissatisfaction relating to organizational or
personal life will influence on the job performance. Therefore, a study on employee satisfaction
helps the organization in knowing employee opinion about the company. The level of
satisfaction changes from sector to sector depending on the work load and working conditions
and job security. Hence, the study on employee satisfaction belonging to different sectors helps
to understand the overall employee satisfaction of the employees. In this study only four sectors
are considered they are Education Sector, Public Sector, Private Sector and IT Sector. Though
employee satisfaction in each sector individually is not considered, the study gives the overall
rate of employee satisfaction, the reasons for employee satisfaction and also the extent of
satisfaction with various factors of employees belonging to different sectors.
Waaijer et al(2017) Found that temporary employment affects the level of satisfaction and
well-being of workers. Also there might be inequalities between permanent and temporary
employees.
3
CHAPTER- 3
RESEARCH
METHODOLOGY
4
OBJECTIVES:
Methodology adopted for the purpose of analysis of research problem is of key importance. This
chapter attempts to discuss the objective of the study, research design ,data collection, sample
design, sample size, sample unit as well as the tools of analysis.
3.1 OBJECTIVES OF THE STUDY
Main objectives of the study are:
 To Assess Employee Satisfaction Levels: Determine the current level of job satisfaction
among employees within the company.
 To Identify Key Factors Influencing Job Satisfaction: Explore the various factors such as
compensation, work-life balance, management support, and job responsibilities that
contribute to or detract from employee satisfaction.
 To Analyze the Impact of Job Satisfaction on Employee Performance: Investigate the

relationship between job satisfaction and job performance to understand how satisfied
employees are more productive.
 To Suggest Recommendations for Improving Job Satisfaction: Based on the findings,

provide actionable recommendations to the company on how they can enhance job
satisfaction among their employees.
 To Measure Employee Engagement: Examine the correlation between job satisfaction

and employee engagement, as engaged employees are often more satisfied with their
work.
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3.2 RESEARCH METHODOLOGY
Research
Research is defined as "A scientific and systematic search for pertinent information on a
specific topic. Research is an art of scientific investigation. Research is a systematized effort to
gain new knowledge. It is a careful investigation or inquiry especially through search for new
facts in any branch of knowledge. The search for knowledge through objective and systematic
method of finding solution to a problem is research.In short, the search for knowledge through
objective and systematic method of finding solution of the problem is research. The advance
learner's dictionary of current English gives the meaning of research "a careful investigation or
inquiry especially through search for new facts in any branch of knowledge"
Research Methodology
It is a way to systematically study & solve the research problems. If a researcher wants to claim
his study as a good study, he must clearly state the methodology adopted in conducting the
research so that it may be judged by the reader whether the methodology of work done is sound
or not.
The Research methodology here includes:
1) Research Design
2) Area of Study
3) Sampling Design
4) Questionnaire
5) Collection of data
6)Time period of study
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1. Research Design: It is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.
Research design is the conceptual structure within which research is conducted. It constitutes
blueprint for the collection measurement and analysis of data. Research design includes an
outline of what the researcher will do from writing the hypothesis and its operational
implication to the final analysis of data. It is a strategy specifying which approach will be used
for gathering and analyzing the data.
2. Area of Study: Area of study means the area of research in which all categories of the
research falls into. It is highly specific and is in accordance with the objective of the
research. The study has been conducted in office of Grasim Bhiwani Textile Ltd. Bhiwani
(Haryana).
3. Sampling Design: A representative part of a total population is called sample. The selection
process is called Sampling Technique. The survey so conducted is called Sampling Survey. In
this sampling area is BHIWANI (HARYANA) and the sampling unit is Grasim Bhiwani
Textile Ltd. The size of sample is 50 Staff Members in the Grasim Bhiwani Textile Ltd. The
sampling technique used is random sampling.
4. Questionnaire: I framed the structure questionnaire for my study with carefull and frequent
consultation with both the internal as well as company guide.
5. Collection of Data: Collection of data refers to the collection of facts and figures related to
research. There are several ways of collecting the appropriate data which differ considerably
in context of money, cost, time and other sources at the choice of the researcher.
4
There are two types of data:
 Primary data
 Secondary data
(a) Primary Data: Primary data are those data which are collected afresh and for the first time
and thus happen to be the original in character and it is also called first hand Thus primary
data obtain either through:-
 Interview
 Questionnaires
(b) Secondary Data: The data which are used in an investigation, but which have been gathered
originally by someone else for some other purpose are known as secondary data. Secondary data
means that are already available they refer to the data which have already been collected and
analysed by someone else when the researcher utilizes secondary data that has to look into
various sources where he can obtain. In this case he certainly not confronted with the problems
that are usually data nor did unpublished data associate data associated with collection of
original data secondary data may either be published.
6. Time Period of Study: The study was conducted for 4 weeks at Grasim Bhiwani Textile
Ltd and data was collected from (12 June to 10 July 2023).
4
CHAPTER- 4
DATA ANALYSIS
AND
INTERPRETATION
4
ANALYSIS-1
Are you satisfied with the work culture of GBTL.
Table No. 1
S.No. Opinion No. of Respondent Percentage
1 highly satisfied 11 22
2 satisfied 31 62
3 dissatisfied 08 16
4 highly dissatisfied 00 00
Total 50 100
70
60
50
40
no. Of respondent
30
percentage
20
10
0
highly satisfied dissatisfied highly
satrisfied dissatisfied
Interpretation :
In this graph of work culture of GBTL is shows that 22% employees are highly satisfied, 62%
employees are satisfied and 16% are dissatisfied.
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ANALYSIS-2
Are you satisfied with working hours.
Table No. 2
2 satisfied 30 60
Total 50 100
60
50
40
30 No. Of Respondent
Perentag
e
20
10
highly satisfiedsatisfied dissatisfied highly

dissatisfied
Interpretation :
In this graph of working hours it shows that 30% employees are highly satisfied, 60%
employees are satisfied, 10% dissatisfied in this survey
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ANALYSIS-3
Do you get sufficient time for your family.
Table No. 3
2 satisfied 31 62
Total 50 100
70
60
50
40
No. Of respondent
30
percentage
20
10
0
highly satisfied satisfied dissatisfied highly
dissatisfied
Interpretation:
In this graph of sufficient time to your family it shows that 28% employees are highly satisfied,
62% employees are satisfied,
6% employees are dissatisfied, 4% employees are highly
dissatisfied in this survey.
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ANALYSIS-4
Are you satisfied with job security.
Table No. 4
2 satisfied 09 18
Total 50 100
50
45
40
35
30
25 No. Of respondent
20 Percentage
15
10
5
0
dissatisfied
Interpretation:
In this graph of job security it shows that 0% employees are highly satisfied, 18% employees are
satisfied, 36% employees are dissatisfied, 46% are highly dissatisfied in this survey.
4
ANALYSIS-5
Are you satisfied with company’s performance appraisal system.
Table No. 5
2 satisfied 27 54
Total 50 100
60
50
40
percentage
20
10
0
dissatisfied
Interpretation:
In this graph of company performance appraisal system it shows that 36% employees are highly
satisfied, 54% employees are satisfied, 2% employees are dissatisfied, 8% employees are highly
5
ANALYSIS-6
Are you satisfied with company’s training & development programs.
Table No. 6
2 satisfied 15 30
Total 50 100
45
40
35
30
25
No. Of respondent
20
percentage
15
10
5
0
highly satisfied satisfied
dissatisfied highly
dissatisfied
Interpretation:
In this graph of company training & development programs it shows that 42% employees are
highly satisfied, 30% employees are satisfied, 16% employees are dissatisfied, 12% employees
are highly dissatisfied in this survey.
5
ANALYSIS-7
Are you satisfied with the recognition you get for your good work.
Table No. 7
2 satisfied 18 36
Total 50 100
40
35
30
25
15 percentage
10
0
dissatisfied
Interpretation:
In this graph of recognition you get good work it shows that 32% employees are highly satisfied,
36% employees are satisfied,
26% employees are dissatisfied, 6% employees are highly
5
ANALYSIS-8
Does your company provide health insurance & medical facilities.
Table No. 8
2 satisfied 36 72
Total 50 100
80
70
60
50
30 percentage
20
10
0
dissatisfied
Interpretation:
In this graph of company health insurance & medical policy it shows that 24% employees are
highly satisfied, 72% employees are satisfied, 4% employees are dissatisfied, 0% employees are
highly dissatisfied in this survey,
5
ANALYSIS-9
Does your manager appreciate you for the goals you have achieved?
Table No. 9
2 satisfied 21 42
Total 50 100
45
40
35
30
25
No. Of respondent
20
percentage
15
10
5
0
highly satisfied satisfied
dissatisfied highly
dissatisfied
Interpretation:
In this graph of manager appreciate you for the goal you have achieved it shows that 30%
employees are highly satisfied, 42% employees are satisfied, 28% employees are dissatisfied, 0%
employees are highly dissatisfied in this survey.
5
ANALYSIS-10
Do you feel that your department gets support and teamwork from other departments as well?
Table No. 10
2 satisfied 15 30
Total 50 100
45
40
35
30
25
20
15
5 percentage
0
highlysatisfieddissatisfiedhighly
satisfieddissatisfied
Interpretation:
In this graph of department gets support and teamwork from other departments as well? it shows
that 18% employees are highly satisfied, 30% employees are satisfied, 42%
employees are
dissatisfied, 10% employees are highly dissatisfied in this survey.
5
ANALYSIS-11
Do you refer GBTL as a good place to work?
Table No. 11
2 satisfied 11 22
Total 50 100
70
60
50
40
No. Of respondent
30
percentage
20
10
0
dissatisfied
Interpretation:
In this graph of you refer GBTL as a good place to work? it shows that 64% employees are
highly satisfied, 22% employees are satisfied, 14% employees are dissatisfied, 0% employees are
highly dissatisfied in this survey.
5
CHAPTER- 5
CONCLUSION AND
RECOMMENDATION
5
5.1 RECOMMENDATIONS
Provision of reasonable wages plays an important role in improving the standard of

living . This single factor is important for a worker than any other. So, the company
Must provide adequate wages to the workers.
Systematic planning reduces handles at workplace and it ensures smooth flow of work
methods. So, the present method of planning the work would be maintained as before to
attain the goals very effectively.
The mutual cooperation between employees at work place is very important to carry
the work at right now, so the organization should take of providing scope for
communication with other departments.
Adequate canteen facilities would be necessary to maintain the health and safety of the
employees. So, the canteen facilities must be improved and the management must vary
in this regard.
Extra and intra mural facilities are also the boosting factors for efficient work source.
Overtime allowances are sometimes resourceful factors for organizational value and its
hike factors.
5
5.2 CONCLUSION
This survey helps a lot in knowing the behavior of the employees in Grasim Bhiwani Textile
Ltd., Bhiwani . The findings of the study suggest that the overall level of job satisfaction is
high, with most trainees reporting that they are satisfied with their work, their supervisors,
and the overall training program. However, there are a few areas where job satisfaction
could be improved, such as providing more opportunities for advancement and increasing
the flexibility of the work schedule. From the analysis I conclude that the job provides the
opportunity to the employees to exercise his/her skills at work place. Number of the
employees accepted that at times there is a considerable flexibility in co-coordinating with
work and they satisfied with the existing inter personal communication. Finally, I would like
to conclude that the employees of GBTL Bhiwani, are satisfied with their work.
5
CHAPTER-6
LIMITATION OF
STUDY
6
LIMITATION OF STUDY
 Sample Size and Representativeness: If the study used a small or non-

representative sample of employees, it may not accurately reflect the broader
population's job satisfaction levels.
 Self-Report Bias: Job satisfaction is often measured through self-report surveys, which
can be subject to bias or social desirability effects, where participants provide
responses they believe are expected rather than their true feelings.
 Cross-Sectional Data: Many studies are cross-sectional, meaning they capture data at a
single point in time. This limits the ability to establish causality or track changes in
job satisfaction over time.
 Limited Variables: If the study only examines a few factors affecting job satisfaction
and doesn't consider a broader range of variables, it may miss important nuances.
 Response Rate: A low response rate to surveys can introduce non-response bias,
where those who do respond may differ from those who don't in terms of job
satisfaction.
 Social and Economic Factors: The study may not account for external social or
economic factors that could influence job satisfaction, such as economic recessions or
societal changes.
 Subjective Nature: Job satisfaction is inherently subjective, making it challenging

to measure objectively, and interpretations can vary.
 Timeframe: The study may only capture a specific timeframe of job satisfaction,
missing long-term trends or cyclical patterns.
6
CHAPTER-7
BIBLIOGRAPHY
6
BIBLIOGRAPHY
BOOKS
 PRASAD LM, “ORGANIZATIONAL BEHAVIOR” Sultan Chand & Sons, New Delhi,
2006
 Gupta, CB, “MANAGEMENT” Sultan Chand & Sons, New Delhi, 2007
 Penn, Joanna (2008), ‘How to Enjoy Your Job’, Lulu publishers
 Esen, Evren (2007), ‘Job Satisfaction’, Society for Human Resource Management
WEBSITES:-
 www.google.com
 www.2020sotware.com
 www.adityabirla.com
 www.chozamsoftware.com
 www.citehr.com
 www.3q.com
6
CHAPTER-8
ANNEXURE
6
QUESTIONNAIRE
Dear Sir/Madam
I Tanu student of bachelor in Business Administration (TIT) from final year and industrial
training is the part of our course. The fundamental aim of this study is to know about the job
satisfaction at GBTL employees. Your cooperation and sincere feedback will help us to
understand the topic better in detail and help in providing true results for the study. Your
response is highly appreciable.
PART-A
Name:
Department:
Age:
PART-B
Q. 1 Are you satisfied with the work culture of GBTL.
(a) Highly Satisfied. (b) satisfied
(C) Dissatisfied (d) highly Dissatisfied
Q.2. Are you satisfied with working hours.
6
Q. 3. Do you get sufficient time for your family.
Q.4. Are you satisfied with job security.
Q5. Are you satisfied with Company's Performance appraisal system.
Q.6 Are you satisfied with the company's training & development programs,
Q.7 Are you satisfied with the recognition you get for your good work.
6
Q.8 Does your company provide health insurance & medical facilities.
Q.9. Does your manager appreciate you for the goals you have achieved?
(C)Dissatisfied (d) highly Dissatisfied
Q.10. Do you feel that your department gets support and teamwork from other departments as
well?
Q. 11. Do you refer GBTL as a good place to work?
Thanks for your feedback.

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A

SUMMER TRAINING REPORT

Submitted to Maharshi Dayanand University , Rohtak

in partial fulfilment of the requirement for the award of the degree of

Bachelor of Business Administration

UNDER THE GUIDANCE OF: SUBMITTED BY:

Mr. Virender Singh Tanu

(HR Manager in GBTL LTD, Bhiwani) BBA 5th sem

Ms.Charu Mani University roll no.

The Technological Institute Of Textile &

Sciences Bhiwani-127021 (Haryana)

Affiliated to M.D. University, Rohtak

S.NO. PARTICULARS PAGE

4. DATA ANALYSIS AND INTERPRETATION 45-56

5. CONCLUSION AND RECOMMENDATION 57-59

 Garments Manufacturing: The processing steps and techniques involved in manufacturing

1.1 COMPANY PROFILE

1. World class spindles.

(a subsidiary of Grasim industry ltd.)

Domestic OTC Brands & Reatailers Yarn

 Brands Ambassador- John Abraham

OBJECTIVES OF THE COMPANY

Main objectives of GRASIM BHIWANI TEXTILE LIMITED as in its MEMORANDUM

1) Increasing productivity of workforce.

Name of the company : Grasim Bhiwani textile limited

Founded : Mumbai (2007)

Registered number : 173993

Registered office : D.C. Colony, Birla Colony,

Bhiwani Company category : Company limited by shares

Activity : Manufacturing of basic iron & steel

Parent : Donear Group

VISION, MISSION & VALUES

- To be a premium global conglomerate with a clear focus on each business.

(1) Education for all to secure them a brighter future.

(2) Sustainable Livelihood

o Through training and education for skill development.

(4) Community Development

o Holistic development of the community including infrastructure

(5) Espousal of social causes

These together constitute what we call our “Values”.

Speed: Responding to internal and external customers with a sense of urgency.

1. Grasim industries have fluctuating sales which can affect profitability.

According to Sinha (1974) defines job satisfaction an ‘a reintegration of affect produced by

MEANING OF JOB SATISFACTION OF EMPLOYEE

 Specific job factor

FACTORS RELATING TO JOB SATISFACTION

Factors in Job Satisfaction factors in Job Dissatisfaction

Motivators / satisfiers intrinsic/ Intrinsic / job content hygiene/

Job content Dissatisfies

Recognition Working Condition

Work itself Relations with co-

Responsibility employee Relation with

Advancement subordinates Technical

Psychological growth Supervisor

Company policies and practices

IMPORTANCE TO WORKER AND ORGANIZATION

WORKERS ROLE IN JOB SATISFACTION

SEVERAL FACTORS CONTRIBUTE TO JOB SATISFACTION

5. Workplace Culture: A positive work environment with a healthy organizational culture

7. Autonomy and Decision-Making: Having a certain level of autonomy and decision-making

REASONS OF LOW JOB SATISFACTION

1. Conflict between co-workers.

2. Conflict between supervisors