JOB SATISFACTION

Job Satisfaction in regards to ones feelings or state of mind regarding nature of their
work. Job can be influenced by variety of factors like quality of ones relationship with
their supervisor , quality , of physical environment in which they work , degree of
fulfillment in their work , etc.

Positive attitude towards job are equal to job satisfaction where as negative attitude
towards job are been defined variously from time to time. In short job satisfaction is
persons attitude towards job .

Job Satisfaction in an attitude which results from balancing of many specific likes and
dislikes experienced in connection with the job and their evaluation may rest largely upon
ones success or failure in the achievement of personal objective and perceived
combination of the job and combination towards these ends .

According to pestonjee , job satisfaction can be taken as a summation of employees

feelings in four important areas. These are:-

1. Job nature of work, hours of work, fellow workers, opportunities on the job for
promotion and advancement.

2. Overtime regulations, interest in work, physical environment , and machines and

tools.

3. Management supervisory treatment, participation, rewards and punishments ,

praises and blames, leaves policy and favouritism.

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

community , participation in social activity sociability and caste barrier.

5. Personal adjustment- health and emotionality.

Job Satisfaction is an important indicator of how employees feel about their job and a
predictor of work behaviour such as organizational citizenship, absenteeism, turnover.

1
Job Satisfaction benefits the organization includes reduction in complaints and
grievances, absenteeism, turnover , 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.

If the performance level falls short of expectations , the employee is dissatisfied and if it
matches the expectations , the employee is satisfied. A high satisfaction implies
improvement in efficiency and performance doing work or service. The process is
however , more complicated then it appears. It is more important for any organization to
offer high satisfaction , as it reflects high loyalty and it will not lead to switching over
once a better offer comes in.

The father of scientific management Taylor's (1911) approach to job satisfaction was
based on a most pragmatic & 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 & with increasing understanding of new variables & their inter play, the
field of job satisfaction has become difficult to comprehend.

The term Job Satisfaction was brought to limelight by Hoppock (1935). He reviewed 32
studies on job satisfaction conducted prior to 1933 & observed that job satisfaction is a
combination of psychological, physiological & environmental circumstances that cause a
person to say. 'I am satisfied with my job'. Locke defines job satisfaction as a "pleasurable
or positive emotional state resulting from the appraisal of one's job or job experiences".
To the extent that a person's job fulfils his dominant need & is consistent with his
expectations & values, the job will be satisfying.

One way to define Job Satisfaction may be to say that it is the end state of feeling. The
word 'end' emphasis the fact that the feeling is experienced after a task is accomplished or
an activity has taken place whether it is highly individualistic effort of writing a book or a

2
collective endeavour of constructing a building. These activities may be minute or large.
But in all cases, they satisfy a certain need. The feeling could be positive or negative
depending upon whether need is satisfied or not & could be a function of the effort of the
individual on one hand & on the other the situational opportunities available to him.

This can be better understood by taking example of a foreman in an engineering industry.

He has been assigned the task to complete a special order by a certain, deadline. Person
may experience positive job satisfaction because he has been chosen to complete the task.
It gives him a special status & feeling that he has been trusted and given a special task, he
likes such kind of rush job and it may get him extra wages. The same could be the
sources of his dissatisfaction if he does not like rush work, has no need for extra wages.
Each one of these variables lead to an end state of feeling, called satisfaction.

DEFINITION

Different authors had given various definitions of Job Satisfaction. Some of them are
taken from the book of D.M. PESTONJEE Motivation and Job Satisfaction which are
given below:-

Job Satisfaction is general attitude, which is result of many specific attitudes in

three areas namely:-
1. Specific Job Factors.
2. Individual Characterstics
3. Group Relationship outside the Job

-WELSS

Job Satisfaction is defined, as it is result of various attitudes the person hold

towards the job, towards the related factors and towards the life in general.

-BLUM AND
NAYLOR

3
 Job Satisfaction is defined as Any contribution, psychological, physical and
environmental circumstances that cause a person truthfully say, I am satisfied with
my job
-GLIMMER

FACTORS INFLUENCING JOB SATISFACTION

The major factors influencing job satisfaction are presented below:-

SUPERVISION :- To a worker, Supervision is equally strong contributor to the

job satisfaction as well as to the job dissatisfaction. The feelings of workers
towards hid supervisors are usually similar to his feelings towards the company.
The role of supervisor is a focal point for attitude formation. Bad supervision
results in absenteeism and labour turnover. Good supervision results in higher
production and good industrial relations.
MARITAL STATUS :- Marital Status has an important role in deciding the
job satisfaction. Most of the studies have revealed that the married person find
dissatisfaction in his job than an unmarried person. The reason behind this is that
the wages are insufficient due to increased cost of living, educations to children
etc.
EDUCATION :- Studies conduct among various workers revealed that most of
workers who had not completed their school education showed higher satisfaction
level. However, educated workers felt less satisfied in their job.
WORKING CONDITIONS :- The result of various studies shows that
working condition is an important factor. Good working conditions are more
important to women workers than men workers.

THEORIES OF JOB SATISFACTION

There are 3 major theories of job satisfaction.

Herzberg's Motivation - Hygiene theory.

4
 Need fulfilment theory.

Social reference - group theory.

1. Herzberg's Motivation - Hygiene Theory:-

This theory was proposed by Herzberg & his assistants in 1969. On the basis of his study
of 200 engineers and accountants of the Pittsburgh area in the USA, he established that
there are two separate sets of conditions (and not one) which are responsible for the
motivation & dissatisfaction of workers. When one set of conditions (called 'motivator')
is present in the organization, workers feel motivated but its absence does not dissatisfy
them. Similarly, when another set of conditions (called hygiene factors) is absent in the
organization, the workers feel dissatisfied but its presence does not motivate them. The
two sets are unidirectional, that is, their effect can be seen in one direction only.

According to Herzberg following factors acts as motivators:

Achievement, Recognition, Advancement, Work itself, Possibility of growth &

Responsibility.

Hygiene factors are : Company policy & administration, Technical supervision, Inter-
personal relations with supervisors, peers & Subordinates, Salary. Job security, Personal
life, Working Conditions, & Status.

Herzberg used semi-structured interviews (the method is called critical incident method).
In this technique subjects were asked to describe those events on the job which had made
them extremely satisfied or dissatisfied. Herzberg found that events which led people to
extreme satisfaction were generally characterised by 'motivators' & those which led
people to extreme dissatisfaction were generally characterized by a totally different set of
factors which were called 'hygiene factors'.

Hygiene factors are those factors which remove pain from the environment. Hence, they
are also known as job - environment or job - context factors. Motivators are factors which

5
result in psychological growth. They are mostly job - centered. Hence they are also
known as job - content factors.

The theory postulated that motivators and hygiene factors are independent & absence of
one does not mean presence of the other. In pleasant situations motivators appear more
frequently than hygiene factors while their predominance is reversed in unpleasant
situation.

2. Need Fulfillment Theory:-

Under the need-fulfillment theory it is believed that a person is satisfied if he gets what
he wants & the more he wants something or the more important it is to him, the more
satisfied he is when he gets it & the more dissatisfied he is when he does not get it. Needs
may be need for personal achievement, social achievement & for influence.

a) Need for Personal Achievement:-

Desires for personal career development, improvement in one's own life standards, better
education & prospects for children & desire for improving one's own work performance.

b) Need for Social Achievement:-

A drive for some kind of collective success is relation to some standards of excellence. It
is indexed in terms of desires to increase overall productivity, increased national
prosperity, better life community & safety for everyone.

c) Need for Influence:-

A desire to influence other people & surroundings environment. In the works situation, it
means to have power status & being important as reflected in initiative taking and
participation in decision making.

In summary, this theory tell us that job satisfaction is a function of, or is positively related
to the degree to which one's personal & social needs are fulfilled in the job situation.

6
3. Social References - Group Theory:-

It takes into account the point of view & opinions of the group to whom the individual
looks for the guidance. Such groups are defined as the 'reference-group' for the individual
in that they define the way in which he should look at the world and evaluate various
phenomena in the environment (including himself). It would be predicted, according to
this theory that if a job meets the interest, desires and requirements of a person's reference
group, he will like it & if it does not, he will not like it.

A good example of this theory has been given by C.L. Hulin. He measures the effects of
community characteristics on job satisfaction of female clerical workers employed in 300
different catalogue order offices. He found that with job conditions held constant job
satisfaction was less among persons living in a well-to-do neighborhood than among
those whose neighborhood was poor. Hulin, thus provides strong evidence that such
frames of reference for evaluation may be provided by one's social groups and general
social environment.

To sum up, we can say, Job satisfaction is a function of or is positively related to the
degree to which the characteristics of the job meet with approved & the desires of the
group to which the individual looks for guidance in evaluating the world & defining
social reality.

DETERMINANTS OF JOB SATISFACTION

According to Abraham, there are two types of variables that determine the work
satisfaction of an individual:-

1. Organizational Variables:-
Occupational level:-The higher the level of the work, the greater the satisfaction
of the individual this is because higher level work carry greater prestige and self

7
 control. People at higher level work find most of their needs satisfied than when
they are in lower level ones.
Work Content:- The extent to which work provides the individual with
interesting tasks, opportunities for learning, and the chance to accept
responsibility will increase work satisfaction.
Considerable Leadership :- People like to be treated with consideration Hence
considerable leadership results in higher work satisfaction than inconsiderable
leadership.
Pay and Promotional Opportunities:-All the other things being equal these
variables are positively related to work satisfaction.
Interaction in the Work Group:-Work Satisfaction will result if interaction is
more satisfying i. e, when:-
1. It results in recognition that other persons attitudes are similar to Ones own.
2. It facilitates the achievements of goals.

2. Personal Variables:- For some people, it appears most jobs will b

dissatisfying irrespective of the organisation conditions involves, where as for others,
most work will satisfying, personal variables like age, educational level, gender etc,
are responsible for this difference.

Age:- Generally there is a positive relation between the two variables upto the
pre- retirement years and then there is a sharp decrease in satisfaction. An
individual aspires for better and more prestigious work in later years of his life.
Finding hi channels for advancement blocked his satisfaction declines.
Educational Level:-The higher the education, the higher the reference group
which the individual looks for guidance to educate his job rewards.
Role Perception:- Different individuals hold different perceptions about their
role that is the kind of activities and behaviours. They should engage in
performing their job successfully. The more accurate the role perception of an
individual the greater is satisfaction.
Gender:- There is yet no consistent evidence as to whether women are most
satisfied with their jobs than men, holding such factors as work and occupational

8
 constant. One might predict this to be the case, considering the generally lower
occupational aspirations of women.

INDUSTRY PROFILE

The Information Technology (IT) Industry of India : An Overview

Background

The Information Technology Industry of India dates back to 1967 when the Tata Group in
collaboration with Burroughs set up the first software zone, SEEPZ in Mumbai. In 1973
SEEPZ became the first software export zone which saw 80% of the software export in
the 1980s. Since then, the IT sector of India has grown by leaps and bounds and has

9
acquired India a brand name in the IT and ITES (Information Technology Enabled
Services) sector in the global scenario. The major hubs for the IT export sector are
Bangalore, Chennai, Hyderabad, Delhi, Mumbai and Kolkata. Bangalore has earned the
sobriquet, The Silicon Valley of India owing to the maximum IT export (generating
77% of the net IT export revenue of India). The IT- ITES sector can be broadly classified
into two categories (i) Business Process Outsourcing (BPO) and (ii) Domestic and IT
export. The growth in the BPO sector under the supervision of the IT-ITES sector has
been phenomenal. According to NASSCOM, The IT-BPO sector in India aggregated
revenue of US$ 100 billion in FY 2012, where export and domestic revenue stood at US$
69.1 billion and US $31.7 billion respectively.

The industry is also an employment intensive sector. The estimated employment

generation in the FY 2012 was an expected 230,000 thus providing direct employment to
2.8 million and indirect employment 88.9 million people all over the country. According
to a report prepared by Gartner, the top five outsourcing companies of India are TCS,
Cognizant, Infosys, Wipro and HCL Technologies.

The top five IT companies of India had a golden time during 2012 when the collective
revenue growth of these companies was 13.3% (6 times faster than the global market).
However, not all the top five companies are on the same page as Cognizant overtook
Infosys (2nd ranking supplier of the industry). Cognizants revenue growth of 20% as
compared to Infosyss 6% compelled the latter to break the retirement of Narayan Murthi
(founder of Infosys and former CEO) to envisage some strategic moves to stay at par in
the competition. According to Sid Pai, partner and president of outsourcing advisory,
ISGs Asia Pacific Division, The Indian firms are going to need to mimic the global
firms. And that of course means a margin dilution, so there is a rough patch ahead for
these guys. This in short means that these companies have to entirely revamp their
existing model of service providing, change the old model of charging for services.
Besides a fundamental change has come over the customers interested in buying IT
services and a local proximity to the customers is essential.

10
The information technology in India is looking towards a bleak future in general in the
current year. However, small sparks of encouragement are there. As per the statement of
BVR Mohan Reddy, chairman and managing director, Infotech Enterprises Limited, a
global technology solution provider, Such periods of uncertainty in the past have
provided a great platform for organizations to refine strategy and execute initiates that
increase competitive advantage and accelerate growth. The Indian IT sector will witness
a predictable slump of growth from that of 16% last year to a discouraging 11% this year.
However, growth in the allied sectors like health care and insurance is a small ray of
hope. Andhra Pradesh, ranking as the fourth largest IT exporter of the country is being
severely affected by power supply shortage which is naturally slowing down the
development of the states IT sector. It is to be mentioned here that Andhra Pradesh
accounts for 12% of the total IT export of India and the turnover for 2012 was RS53, 246
crore. Hyderabad is in a little better position as it has been proactive in changing its
infrastructure to keep pace with the changing face of the global IT export scenario.

The Recession period, the free fall of rupees against dollar compounded with other
factors has resulted in a severe decline in the hiring process of the IT sector. The
employment generation capacity of this sector has shrunk considerably. IT professionals
including ex- IT sector employees are now seeking employment in financial services,
telecommunications and manufacturing industries which have recently witnessed a
phenomenal growth.

COMPANY PROFILE

ABOUT NEVINO SYSTEMS:-

11
Our Company is introduced in Feb 2011.We Deals in Software /Bulk SMS/ Website
Development. We have number of clients of different fields like Schools, Colleges,
Institutions for Industrial Training and Promotional SMS, Transactional SMS,
International SMS and more.
Our excellent team is excitingly waiting for New Clients to serve them in better way than
others organizations. We always keep happy to our client by providing quality to them.

Our Values

Nevino Systems team share a set of principles that

govern the working environment and aims to
maintain a level of productivity and client
satisfaction that will realize our mission to
establish valuable applications and services. For
success and maintenance of a unified structure in a
highly competitive environment, it was always important that we value everything that
has helped us to achieve our present success. The value system in Nevino Systems
significantly affects how we establish our priorities and relations, whether with our
customers, contractors, partners and the general public or current and future employees.
Thanks to thorough compliance with our standards, we have managed not only to
strengthen our company's position significantly, but also to comply with many of our
customers' requests.
Our Aim

12
 As leading Software Company, our priority is to ensure we remain a unified company
working on the constant development of the Software throughout the region. Our aim is
to continue to be the preferred partners and Suppliers different software that innovates
progressively and thereby contributes to the satisfaction and trust of our clients and To
offer innovative & robust Web Applications and Software that present significant value
for our employees and clients through our positively energizing working environment.
So, Our main aim is to maintain a level of productivity and client satisfaction that will
realize our mission to establish valuable applications and services.

Our Target Clients

For websites Development

For Website Designing
For Software Development
For Customized application
For Diagnostics Laboratories Softwares
For Hospitals Software
For Schools Software
For Colleges Software
For Institutes Software

13
 For Promotional SMS
For Transactional SMS
For International SMS
Tie Ups for Marketing
Candidates For Industrial Training
As leading SOFTWARE Company, our priority is to ensure we remain a unified company
working on the constant development of the Software throughout the region. Our aim is
to continue to be the preferred partner and SUPPLIERS of different software that
innovates progressively and thereby contributes to the satisfaction and trust of our
customers.

Our vision

To become the preferred Software Development Company in the entire region, our
customers benefit from the level of simplicity, cost savings and efficiency that is hard to
achieve for companies using multiple SUPPLIERS for all their needs. We are always
looking for solutions that simplify the business of our customers.

14
Our People

We are close-knit organized team that consists of drive, dynamic and talented achievers.
Among us are professionals in computer graphics, specialist in object-oriented
programming languages and analysts with strong mathematical background. We always
press on developing innovating solutions and learning new technologies. We can
implement the most advanced computer technologies as well as develop new ones. The
result is very important for us. We prefer challenging tasks that give us opportunity to
work on the edge of our capabilities. We cope with customers' order in the earliest
possible date. We work to make our customers feel comfortable and happy carrying out
their business task.

Products At Nevino Systems

15
 Get the powerful products that can raise the way of doing business.

We offer:

Custom Software Development

Web development
Project Recovery
Consulting
Quality Assurance

Our specialists have been providing software development services for multiple clients
starting from small companies and continuing with very big clients. We have completed
different kinds of projects and we specialize in automation of business processes used by
our clients.

PRODUCTS

Products Softwares WebSites Downloads

School Tour and Travel Static USB

Software Software Websites Security Software
Hospital Library Dynamic
Software Software Websites
Institute Laboratory School
Software Applications Suite Websites
MLM Software Service Publication
Security Management Websites
Software Services Institute
Job Portal Software Sites

16
 Get Your Inventory Website
Website in 3 easyControl Samples
Steps Gym Master E-
Online Billing Online Software Commerce
Online Exam Auto Inform
Software System to Parties
Rental SMS panel
Software Shopping Portal
Human Restaurant
Resource Billing System
ERP Insurance
Systems
MLM Systems
Online
Reservation Systems
Solar system
management
Image Editing
System
Recharge Portal

Why Us?

High Quality Control

17
 On Time Project Delivery
Advanced Infrastructure
Provide Flexibilities & Cost Effectiveness
Long Lasting Clients Relationships
Highly Qualified Professionals
Outsourced Project @ Affordable Rates
Extremely Trained Workforce
Achieve an Accuracy
State-of-The-Art Infrastructure
Highly Qualified and Experts Professionals

Technologies Used

Nevino Systems uses mainly platform independent technologies. This approach has the
following advantages:-

Our Customers

18
 Becoming our customer/client you will be able:-
To represent your reports in both PDF and print formats.
To generate reports from database for displaying it to a user on the web as a
document inside a business system workflow.
To add in your reports specialized contents like dynamically generated charts and
barcodes.
To create professionally typeset documents such as applications, statements,
financial prospectus, different reports, letters, invoices, catalogues, brochures etc..
To create extremely complex documentation such as educational materials,
technical manuals, user guides, legislation and books.
To solve technical problems of any complexity.
To increase your revenue and achieve fast time to market.
To outpace your competitors.
To concentrate on your major business directions leaving software
implementation and integration to our professional and high motivated team.
To elevate your customers' satisfaction through competitive prices.
To enjoy our consulting and support service.
Nevino Systems is sure to be the most likely chosen. We highly recommend taking this
technology immediately into your business and making use of it. Customer service is
very important for Nevino. We pride ourselves on it. We want our customers to be happy
and profitable when using our product

Methodology At Nevino Systems

19
 In developing our project execution model, we at Nevino Systems make the project flow
easy and transparent for the client. Every project has its 5 stages, which are:
Inception
Requirements Management
Software Solution Development
Product Integration
Quality Assurance

Inception
This is when the initial requirements collection takes place - our business analysts and
software architects will carefully study your requirements to prepare a comprehensive
proposal. You don't have to provide us with structured documentation. Just let us know
your thoughts and expectations, and our specialists will work on defining all the details
by asking you some questions and offering our ideas on your project. The proposal is free
for you and has no obligations.

Requirements Management

20
At this stage we will clearly describe your requirements in project documentation. Our
specialists will prepare a proposal describing the product's performance, technologies,
design, verification requirements, etc. as well as the estimation of workload and cost of
the project. The requirements management allows for the activities for obtaining and
controlling requirement changes and ensuring that other relevant plans and data are kept
current. Requirements management continues all through the project, culminating in the
comparison of the product against the requirements.

Software Solution Development

The software solution development is the greatest stage of the project where most of the
programming, coding and testing takes place.

Product Integration

At the Product Integration stage we define the best possible integration sequence,
integrate product components and deliver the product to the client.

Quality Assurance

21
 Quality Assurance is an essential part of any project, which ensures the top quality of our
solutions. This is a complicated process, which takes place at all other stages of the
project and includes the following activities:
Strong project management
Transparent project flow
Well-defined requirements and structured project documentation
Deep testing, bug-tracking and fixing
Process monitoring, product evaluation in regard to the specified requirements
and client expectations
Usability analysis
Confidentiality and Intellectual

22
INTRODUCTION:- Research methodology is a way to systematically solve the
problem. It may be understood has a science of studying how research is done
scientifically. In it we study the various steps that all generally adopted by a researcher in
studying his research problem along with the logic behind them.

MEANING OF RESEARCH:- Research is defined as a scientific & systematic

search for pertinent information on as specific topic. Research is an art of scientific
investigation. Research is a systemized effort to gain new knowledge. The search for
knowledge through objective and systematic method of finding solution to a problem is a
research.

OBJECTIVE OF THE STUDY:- The main aim of the study is to analyze and
examine level of job satisfaction among NEVINO SYSTEMS PVT. LTD. And to know
the problems faced by the employees of the various categories.

The specific objectives are as follows:-

1. To study the job satisfaction of employees in NEVINO SYSTEMS PVT.

LTD.
2. To measure the satisfaction levels of employees on various factors and gives
suggestions for improving the same.
3. To study the attitude of workers related to their jobs.
4. To identify the factors that motivate the employees.
5. To give suggestions for the growth and perspective of the company.

SCOPE OF THE STUDY:- In the survey an attempt has been made to analyze the
job satisfaction of employees of NEVINO SYSTEMS PVT. LTD. The study tries to
understand the level of satisfaction among the employees of NEVINO. It further explains
the area on which the employees are mostly dissatisfied.

1. Job Satisfaction is an important output that employees work for Organization.

2. The study made on the topic of Job Satisfaction will reveal the factors of
feelings of employees.
3. This report is useful to the management of the company to know the
satisfaction levels of employees and they can take measures to increase
productivity.

23
 4. This report may be useful to the management students for reading, and may
be useful in preparing their report on the job satisfaction. In business
concerns, public organizations etc.

RESEARCH DESIGN:- Research design is the plan, structure and strategy of

investigation conceived so as to obtain answer to research questions and to control
variance.

There are three types of research design that researcher can opt for:-

1. Exploratory
2. Descriptive
3. Casual

Out of the three available research design the researcher went for the Descriptive research
design which is suitable to answer the research questions and give proper fulfillment of
research objectives in this study.

Descriptive Research Design:- In this research study, the researcher has used
descriptive research design. Descriptive study, Who, When, What, Where, How are the
questions for researcher to find their answers during the study. A descriptive study may
be simple or complex. This research study topic is according to descriptive study. I have
needed to find that all answers of these questions which come in descriptive study.

SAMPLING :- The basic idea of sampling is that by selecting some of the samples
from the population, one can draw conclusions about the sample study and generalize for
entire population. A population element is the individual participant or object o which the
measurement is taken.

Sample Size:- Out of the total strength the sample taken amongst workers i.e. 100
respondents.

DATA COLLECTION METHODS:- In the preparation of this report, the data is

collected from different sources. The sources are as follows:-

24
 Primary Data:- The Primary data was collected from the respondents by administering
a structured questionnaire and also through observation, interview and discussion with
management.

Secondary Data:- Apart from Primary data collected, the data collected through text
books, the records of NEVINO, journals from library, academic reports and internet is
used for the study.

LIMITATIONS OF THE STUDY:-

1. Sample size of the study is only 100.

2. Due to time constraint the researcher was not able to complete the projector to
desired level.
3. Respondents had marked the answers in questionnaire which may be socially
incorrect irrespective of their actual feelings.
4. The study is conducted only in NEVINO.

1. Are you satisfied with the working environment of the organization?

Options Highly Satisfied Neutral Dissatisfied Highly Total

25
 Satisfied Dissatisfied
No. of 5 40 20 10 25 100
Respondents
% of 5% 40% 20% 10% 25% 100%
Respondents

No. of Respondents

5%
25%

Highly Satisfied
Satisfied
40% Neutral
Dissatisfied
Highly Dissatisfied
10%

20%

Interpretation:- From the above chart it is clear that 40% of the employees are
satisfied, 25% are highly dissatisfied,20% are neutral, 10% are dissatisfied and 5% are
highly satisfied with the working environment of the organization.

2. Are you satisfied with motivational factors?

Options Good Pay Promotion Less Good Total

26
 Supervision Working
No. of 40 15 15 30 100
Respondent
s
% of 40% 15% 15% 30% 100%
Respondent
s

No. of Respondents

30%

40% Good Pay

Promotion
Less Supervision
Good Working

15%

15%

Interpretation:- From the above chart it is clear that 40% of the employees are
motivated with Good Pay, 30% of the employees are motivated with Good Working, 15%
are motivated with Promotion and 15% are motivated with Less Supervision.

3. Are you satisfied with the salaries offered at NEVINO?

27
 Options Highly Satisfied Neutral Dissatisfied Highly Total
Satisfied Dissatisfied
No. of 20 20 15 25 20 100
Respondent
s
% of 20% 20% 15% 25% 20% 100%
Respondent
s

No. of Respondents

25%
30%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
10%

20%
15%

Interpretation:- From the above chart it is clear that 25% of the employees are
dissatisfied, 20% are highly dissatisfied, 20% are highly satisfied, 20% are satisfied and
15% are neutral with the salaries offered at NEVINO.

4. Are you satisfied with the restroom facilities provided to you?

28
 Options Highly Satisfied Neutral Dissatisfied Highly Total
Satisfied Dissatisfied
No. of 30 35 15 10 10 100
Respondent
s
% of 30% 35% 15% 10% 10% 100%
Respondent
s

No. of Respondents

10%

10% 30%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
15% Highly Dissatisfied

35%

Interpretation:- From the above chart it is clear that 35% of the employees are
satisfied, 30% are highly satisfied, 15% are neutral, 10% are highly dissatisfied and 10%
are dissatisfied with the restroom facilities.

5. Are you satisfied with the working conditions prevailing in the

29
 company?

Options Highly Satisfied Neutral Dissatisfied Highly Total

Satisfied Dissatisfied
No. of 25 30 20 15 10 100
Respondent
s
% of 25% 30% 20% 15% 10% 100%
Respondent
s

No. of Respondents

10%
25%

15% Highly Satisfied

Satisfied
Neutral
Dissatisfied
Highly Dissatisfied

20%
30%

Interpretation:- From the above chart it is clear that 30% of the employees are
satisfied, 25% are highly satisfied, 20% are neutral, 15% are dissatisfied and 10% are
highly dissatisfied with the working conditions of the company.

30
6. Are you satisfied with the relations existing with superiors?

Options Highly Satisfied Neutral Dissatisfied Highly Total

Satisfied Dissatisfied
No. of 10 27 5 23 35 100
Respondent
s
% of 10% 27% 5% 23% 35% 100%
Respondent
s

No. of Respondents

25%
30%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
10%

20%
15%

Interpretation:- From the above chart it is clear that 35% of the employees are
highly dissatisfied, 27% are satisfied, 23% are dissatisfied, 10% are highly satisfied and
5% are neutral with the relations existing with superiors.

31
7. Are you satisfied with the working hours?

Options Highly Satisfied Neutral Dissatisfied Highly Total

Satisfied Dissatisfied
No. of 24 25 6 35 10 100
Respondent
s
% of 24% 25% 6% 35% 10% 100%
Respondent
s

No. of Respondents

25%
30%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
10%

20%
15%

Interpretation:- From the above chart it is clear that 35% of the employees are
dissatisfied, 25% are satisfied, 24% are highly satisfied, 10% are highly dissatisfied and
6% are neutral with the working hours.

32
8. Are you satisfied with the canteen facilities?

Options Highly Satisfied Neutral Dissatisfied Highly Total

Satisfied Dissatisfied
No. of 20 30 25 15 10 100
Respondent
s
% of 20% 30% 25% 15% 10% 100%
Respondent
s

No. of Respondents

25%
30%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
10%

20%
15%

33
 Interpretation:- From the above chart it is clear that 30% of the employees are
satisfied, 25% are neutral, 20% are highly satisfied, 15% are dissatisfied and 10% are
highly dissatisfied with the canteen facilities.

9. Are you satisfied with the bonus schemes provided to you?

Options Highly Satisfied Neutral Dissatisfied Highly Total

Satisfied Dissatisfied
No. of 35 25 20 15 5 100
Respondent
s
% of 35% 25% 20% 15% 5% 100%
Respondent
s

34
 No. of Respondents

25%
30%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
10%

20%
15%

Interpretation:- From the above chart it is clear that 35% of the employees are highly
satisfied, 25% are satisfied, 20% are neutral, 5% are highly dissatisfied and 15% are
dissatisfied with the bonus schemes.

10. Are you satisfied with the organizational promotion and transfer
policies?

Options Highly Satisfied Neutral Dissatisfied Highly Total

Satisfied Dissatisfied
No. of 15 40 6 30 9 100
Respondent
s
% of 15% 40% 6% 30% 9% 100%

35
 Respondent
s

No. of Respondents

25%
30%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
10%

20%
15%

Interpretation:- From the above chart it is clear that 40% of the employees are
satisfied, 30% are dissatisfied, 15% are highly satisfied, 9% are highly dissatisfied and
6% are neutral with the organizational promotion and transfer policies.

11. Are you satisfied with the conflict resolution?

Options Highly Satisfied Neutral Dissatisfied Highly Total

Satisfied Dissatisfied
No. of 25 20 10 15 30 100
Respondent
s

36
 % of 25% 20% 10% 15% 30% 100
Respondent %
s

No. of Respondents

25%
30%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
10%

20%
15%

Interpretation:- From the above chart it is clear that 30% of the employees are highly
dissatisfied, 25% are highly satisfied, 20% are satisfied, 15% are dissatisfied and 10% are
neutral with the conflict resolution.

12. Are you satisfied with the safety measures of the company?

Options Highly Satisfied Neutral Dissatisfied Highly Total

Satisfied Dissatisfied
No. of 40 30 6 15 9 100
Respondent

37
 s
% of 40% 30% 6% 15% 9% 100%
Respondent
s

No. o Respondents

25%
30%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
10%

20%
15%

Interpretation:- From the above chart it is clear that 40% of the employees are highly
satisfied, 30% are satisfied, 15% are dissatisfied, 9% are highly dissatisfied and 6% are
neutral with the safety measures of the company.

13. Are you satisfied with the overtime allowances provided to you?

Options Highly Satisfied Neutral Dissatisfied Highly Total

38
 Satisfied Dissatisfied
No. of 35 30 25 7 3 100
Respondent
s
% of 35% 30% 25% 7% 3% 100%
Respondent
s

No. of Respondents

25%
30%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
10%

20%
15%

39
 Interpretation:- From the above chart it is clear that 35% of the employees are
highly satisfied, 30% are satisfied, 25% are neutral, 7% are dissatisfied and 3% are highly
dissatisfied with the overtime allowances.

14. How you come to the present positions?

Options Promotion Direct Transfer Total

Appointment
No. of 30 55 15 100
Respondents
% of 30% 55% 15% 100%
Respondents

40
 No. of Respondents

15%
30%

Promotion
Direct Appointment
Transfer

55%

Interpretation:- From the above chart it is clear that 55% of the employees come
through direct appointment, 30% come through promotion and 15% come through
transfer at their present positions.

15. Are you satisfied with the HR policies of the company?

Options Highly Satisfied Neutral Dissatisfied Highly Total

Satisfied Dissatisfied
No. of 30 20 15 10 25 100
Respondent
s
% of 30% 20% 15% 10% 25% 100%
Respondent
s

41
 No. of Respondents

25%
30%
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
10%

20%
15%

Interpretation:- From the above chart it is clear that 30% of the employees are highly
satisfied, 25% are highly dissatisfied, 20% are satisfied, 15% are neutral and 10% are
dissatisfied with the HR policies of the company.

FINDINGS

Majority of the employees are satisfied with the working environment.

Employees are satisfied with Good pay as the key Motivating Factor for
work efficiency.
Most of the employees are dissatisfied with salary offerings at NEVINO.
Maximum number of employees are satisfied with the restroom facilities.
Most of the employees are satisfied with working conditions.
Maximum number of employees are highly dissatisfied with relations
existing with superiors.
Most of the employees are dissatisfied with working hours.

42
 Most of the employees are satisfied with canteen facilities.
Maximum number of employees are satisfied with bonus schemes.
Majority of employees are satisfied with the organizational promotion and
transfer facilities.
Maximum number of employees are highly dissatisfied with the conflict
resolution.
Maximum number of employees are highly satisfied with the safety
measures of the company.
Most of the employees are highly satisfied with overtime allowances.
Maximum number of employees come to their present position through
direct appointment.
Most of the employees are highly satisfied with the HR policies of the
company.

43
 SUGGESTIONS

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 wages to the workers.
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 communication with other departments.
Attractive schemes from NEVINO would activate employees and increase
individualistic work efficiency.
The mutual cooperation between employees at work place is very important to
carry out the work at right time, so, the organization should take of providing
scope for communication with other departments.
Systematic planning reduces hurdles 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 goals very effectively.

44
 CONCLUSION

Findings and Suggestions are based on the survey conducted and these points are to be
looked into and steps are to be taken in this regard for higher growth.

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 coordinating with work and they are satisfied with the
existing inter personal communication. In Nevino Systems Pvt. Ltd. They follow the
systematic planning and review process to evaluate the performance of employee.

From analysis it was also observed that was there is a scope for the improvement of
working conditions in Nevino Systems Pvt. Ltd.

Finally I would like to conclude that the employees of Nevino Systems Pvt. Ltd. are
satisfied with their work and organization.

45
 BIBLIOGRAPHY

Books
K.Aswathapa Human Resource Management: Text and Cases, 6thed. Tata Mcgraw
Hill, New Delhi.2012
Seema Sanghi Human Resource Management, Macmillan India Publication.2012
Malik, P.L. Handbook of labour and industrial Laws, Eastern Book Company,
2010
Venkataratnam Industrial Relations, Oxford University Press.2009

Websites
www.nevinosystems.net

Newspapers
The Economic Times
Chicago Tribune

https://www.scribd.com/doc/34145336/Project-Report-on-Recruitment-
Selection-Process

46