TERM PAPER

OF
RESEARCH METHODOLOGY
ON
“IMPACT OF SALARIES ON
EMPLOYEES SATISFACTION
IN VODAFONE”

SUBMITTED TO SUBMITTED BY
SATINDER KUMAR APANSHULA MISHRA
10901484
RR1090148

ACKNOWLEDGEMENT
“Surpassing milestones towards a mission sometimes gives me
such degree of jubilance that i tend to forget the precious help
extended by people to whom the success of mission is solely
dedicated.”
Like everyone else, I owe much more than I can repay or even tell
in this venture. This report has been made possible through the
direct and indirect cooperation guidance of various people whom I
wish to express my sincere appreciation & gratitude.
First with the limitless humility, I would like to thank "GOD", for
bestowing me with all the favorable circumstances and keeping me
in high spirits.
I am extremely grateful to my parent for their invaluable support,
blessings and encouragement. With the deep sense of gratitude, I
express my sincere thanks to Mr.satinder kumar Lecturer of
Research Methodology, for his guidance and whenever needed,
support and direction that lead to completion of the project.

APANSHULA MISHRA
MBA-2ND SEM

ABSTRACT
 A study was undertaken to measure the level of job
satisfaction among the employees of Vodafone. The study mainly
review around the view of employees regarding the job
satisfaction. What they think about the job satisfaction. The data
was collected all primary, as collected through personal interviews
in the form of questionnaire.

________________ ________________
Sig. of Major Advisor Sig. of Student

TABLE OF CONTENT
 1) Introduction
2) Review of Literature
3) Objective of Study
4) Research Methodology
5) Data Analysis & interpretation
6) Result & Finding
7) Suggestion
8) Conclusion
9) Bibliography
10) Annexure(Questionnaire)

INTRODUCTION

job satisfaction describe how content an individual is with his or her job.
The happier people are within their job ,the more satisfied they said to be .
Job satisfaction is not the same as motivation, although is clearly linked. Job
satisfaction is a very important attribute which is frequently measured by
organization. The most common way of mearsurement is the use of rate of
pay, work responsibilities, variety of tasks, promotional opportunities the
work itself and co-worker. Some questioners ask yes or no questions while
other ask to rate satisfaction on 1-5 scale( where 1 represents “not at all
satisfied “ and 5 represents “ extremely satisfied “)

Relationships and practical implications

Job Satisfaction can be an important indicator of how employees feel about

their jobs and a predictor of work behaviors such as organizational
citizenship, absenteeism, and turnover. Further, job satisfaction can partially
mediate the relationship of personality variables and deviant work
behaviors. One common research finding is that job satisfaction is correlated
with life satisfaction. This correlation is reciprocal, meaning people who are
satisfied with life tend to be satisfied with their job and people who are
satisfied with their job tend to be satisfied with life. However, some research
has found that job satisfaction is not significantly related to life satisfaction
when other variables such as non-work satisfaction and core self-evaluations
are taken into account. With regard to job performance, employee
personality may be more important than job satisfaction. The link between
job satisfaction and performance is thought to be a spurious relationship;
instead, both satisfaction and performance are the result of personality.

HISTORY OF VODAFONE

Vodafone itself was formed in 1982 as a joint venture between Racal

Electronics plc's subsidiary Racal Strategic Radio Ltd (who won one of two
UK cellular telephone network licences) along with Millicom and the
Hambros Technology Trust. Vodafone was launched on 1 January 1985 and
later that year Racal Strategic Radio was renamed Racal
Telecommunications Group Limited in 1985.
Vodafone was committed to becoming a global mobile communications
provider and in the early 1990s the company began its move into the Asia-
Pacific markets. In July 1993 the first mobile service, that of BellSouth in
New Zealand went live. Vodafone wasn't far behind, with its own network:
Vodafone Australi going live in October the same year. July 1994 saw
Vodafone's Fiji network going live.
In November 1998 Vodafone purchased BellSouth New Zealand which later
became re-branded as Vodafone New Zealand. On October 1, 2003 J-Phone
(which Vodafone had purchased in 2002) becomes 'Vodafone'; J-Phone's
mobile internet service J-Sky becomes Vodafone Live! December 2004 saw
a partner deal with SmarTone of Hong Kong which becomes 'SmarTone-
Vodafone' in April 2005.
On 28th October 2005 Vodafone announces the acquisition of a 10 per cent
stake in India's Bharti Televentures, which operates the largest mobile phone
network in India under the brand name AirTel. On 25th January 2006
Vodafone announces that Indonesia, Malaysia and Sri Lanka are added to
the Vodafone footprint as Vodafone Group signs a partner network
agreement with Telekom Malaysia. On 6th February 2007 Samoa is added
as a Partner Market.

OBJECTIVE OF THE STUDY

This study is to conducted to judge the level of job satisfaction of employees

who are working in vodafone company. The title of the study –STUDY
THE JOB SATISFACTION OF EMPLYOESS IN VODAFONE
COMPANY.
OBJECTIVES OF THIS STUDY
1) To discover the various expectations that determines the satisfaction

level of employee(s).
2) To measure the level of satisfaction of employees with respect to the

company.
3) To judge the level of job satisfaction of employees on various

parameters.
a. Working conditions

b. Salary structure/ Perquisites/ Other benefits

c. Relationship with employees of company

d. Policies of company

4) To know the present level of job satisfaction of the employees

5) To study and analyze the monetary benefits and its impact on job

satisfaction
6) To study and analyze the various factors that are affecting the level of job

satisfaction
7) To study the factors that are improving one’s job satisfaction level.

RESEARCH DESIGN
Research design can be thought of as the structure of research -- it is the
"glue" that holds all of the elements in a research project together. We often
describe a design using a concise notation that enables us to summarize a
complex design structure efficiently.
 Considering the objectives of the study, sample survey was conducted
and accordingly analysis of information was made. Exploratory research
design is used in present study.

DATA COLLECTION
Both primary and secondary data had been used in present study.
Primary Data collected through personal interview in the form of
questionnaire.
Secondary Data was collected from various journals, books, magazines and
internet.
STATISTICAL TOOLS USED FOR ANALYSIS

The collected dada were analyzed by using following techniques:

• Percentage analysis
• One-way ANOVA(analysis of variance)

SAMPELING PLAN
In carrying out a survey relating to research, first select the problem and
study its implication in different areas. Selection of the research problem
should be in line with the researcher’s interest, chain of thinking and
existing research in the same area and should have some direct utilities. The
topic should have the practical feasibility to study feasibility, what is
important to prepare a preliminary questionnaire on research topic.
The first and foremost task in carrying out a research is to select a
sample.

POPULATION
The population of the current study is the 20 employees of Vodafone.

SAMPELING TECHNIQUE
Convenience sampling technique was used to select respondents through at
the sampling and main department of Vodafone were convert.

SAMPELING DESIGN
A sample design is definite plan for obtaining a sample from a given
population. It refers to the technique or the procedure the researcher would
adopt in selecting items for the sample.
The selection of employee was done on the basis of convenience
sampling.

SAMPELING UNIT
Single most unit of the population, it may be single person or group of
persons, from whom questionnaire will be filled till target is fulfilled. The
sampling unit in this report is any employee of Vodafone.

SAMPLE SIZE
Sample size refers to the total number of respondents targeted for collecting
the data for the researcher.
The sampling size of my study is 20 respondents and this sampling
size was selected on the basis of convenience sample.

ANALYSIS & INTERPRETATION of DATA

All the questionnaire received were edited. Questions having incomplete
replies were kept out of the present study and in all questionnaires were
taken into consideration while analyzing he data.
All the information/data collected through questionnaires' were first
transferee into master table which facilitated the tabulation of data in the
desired form.
QUANTIFICATION OF THE RESPONDENTS
A 5-point likert scale was used to quantify each response of half of the
questions. Responses on the 5-point likert scale were highly satisfied,
satisfied, neutral, dissatisfied and highly dissatisfied. Highly satisfied was
given score 5, satisfied was given score 4 & so on and similarly another 5-
point likert scale was used to quantify each response of rest of half of the
questions. Responses on the 5-point likert scale were very frequent,
frequent, sometimes, seldom and never. Very frequent was given score 5,
frequent was given score 4 & so on.

REVIEW OF LITERARTURE

Gupta & Joshi (2008), concluded in their study that Job satisfaction is an
important technique used to motivate the employees to work harder. It had
often said that, "A HAPPY EMPLOYEE IS A PRODUCTIVE
EMPLPOYEE." Job satisfaction is very important because most of the
people spend a major of their life at their work place.
Khan (2006), reveals in his study hat Hoppack brought Job satisfaction to
limelight. He observed Job satisfaction in the combination of psychological
& environmental circumstances that cause person to fully say, "I am
satisfied with my job"

Rao (2005), reveal in his study that Job satisfaction refer to person feelings
of satisfaction on the job, which acts as a motivation to work. It is not the
self satisfaction, happiness or self-contentment but the satisfaction of the
job.
According to him, there are 4 types of theories:
1. Need Fulfillment Theory

2. Equity Theory

3. Two Factor Theory

4. Discrepancy Theory

Aswathappa (2003), opines that the Job Satisfaction of employees can be

judged through the system of wage payment. Different organization adapts
different type of wage payment system. Along with wages and salaries they
are paying incentives, perquisites and non-monetary benefits.
According to him, he explained 3 theories of remuneration:
A. Reinforcement and Expectancy Theory

B. Equity Theory

C. Agency Theory

Velnampy (2008), in his study "Job Attitude and Employees Performance of

Public Sector Organizations in Jaffna District, Sri Lanka" concluded that job
satisfaction does have impact on future performance through the job
involvement, but higher performance also makes people feel more satisfied
and committed. It is a cycle of event that is clearly in keeping with

the development perspective. Attitudes such as satisfaction and involvement

are important to the employees to have high levels of performance. The
results of the study revealed that attitudes namely satisfaction and
involvement, and performance are significantly correlated.

Brown, Forde, et. al. (2008), in their study "Changes in HRM and job
satisfaction, 1998–2004: evidence from the Workplace Employment
Relations Survey" examined that their significant increases in satisfaction
with the sense of achievement from work between 1998 and 2004; a number
of other measures of job quality are found to have increased over this period
as well. It also finds a decline in the incidence of many formal human
resource management practices. The paper reports a weak association
between formal human resource management practices and satisfaction with
sense of achievement. Improvements in perceptions of job security, the
climate of employment relations and managerial responsiveness are the most
important factors in explaining the rise in satisfaction with sense of
achievement between 1998 and 2004. We infer that the rise in satisfaction
with sense of achievement is due in large part to the existence of falling
unemployment during the period under study, which has driven employers
to make improvements in the quality of work.

Jain, Jabeen, et. al. (2007), in their study "Job Satisfaction as Related to
Organizational Climate and Occupational Stress: A Case Study of Indian
Oil" concluded that that there is no significant difference between managers
and engineers in terms of their job satisfaction and
Both the groups appeared almost equally satisfied with their jobs. When the
managers and engineers were compared on organizational climate, it was
found that both the groups differed significantly. Managers scored
significantly high on organizational climate scale than the engineers
indicating that the managers are more satisfied due to the empowerment
given to them.

Shah & Shah (2008), in their study "Job Satisfaction and Fatigue Variables"
concluded that relationship between fatigue and Job Satisfaction variables
which were found to be significantly negative. The study also founds that
fatigue is negative predictor of Job Satisfaction. The study is clearly
indicative of different issues for Call Centre employees in Indian context.
There are different ON THE JOB and OFF THE JOB FACTORS leading to
dissatisfaction and fatigue for them which were explored in this study. If
fatigue can be reduced and job satisfaction can be increased by various
innovative and encouraging strategies.

Shahu & Gole (2008), in their study "Effect of Job satisfaction on

Performance: An

Empirical Study" concluded that the companies that are lagging behind in
certain areas of job satisfaction & job stress need to be developed so that
their employees show good performance level, as it is provided that
performance level lowers wit high satisfaction scores. The awareness
program pertaining to stress & satisfaction is to be taken up in the industries
to make them aware of the benefits of knowledge of stress and its
relationship with satisfaction and achievement of goal of industries.
Job Satisfaction is in regard to one's feeling or state-of-mind regarding the
nature of their work. Job Satisfaction can be influenced by a variety of
factors,eg, the quality of one's relationship with their supervisions, the
quality of the physical environment in which they work, degree of their
fulfillment in their work etc.

QUESTIONER

1. What is your age?

• 18-25
• 25-30
• 30-45
• 50-60
• Above 60
2. How long have you worked for Vodafone?
• 1-2 year
• 2-3 year
• 3-4 year
• More then 4 year
 5.Overall, how satisfied are you with your job?
• Dissatisfied
• Somewhat dissatisfied
• Neutral
• Satisfied
• Very satisfied

4. What is reason for joining Vodafone Company?

• Unemployment and needed a job
• Referred by a friend
• Fringe benefit
• Vodafone reputation as a good place to work
• Career advancement
• Advertisement
• Salary advancement
Other____________________________
5. Approximately how many employees work in your company
• Less then 50
• 50-100
• 150-200
• 350-400
• More then 500
6. What is your yearly salary,not including bonuses?
• Rs5000-10000
• Rs10000-15000
• Rs15000-20000
• Rs25000-50000
• More then 50000
7. In addition to your base salary, do you regularly receive any cash
bonuses.
• Yes
• No
8. What is the average yearly amount of cash bonuses you receive

.9. In additional to your base salary, which of the following non cash
compensation do
you receive.
 • Employer contribution 401k plan
• Stock options
• Employer funded retirement plan education reimbursement
• Other____________________________________
10. do you work full-time or part-time for this company
• Full-time(35or more hours per week)
• Part-time(less than 35 hours per week)

DATA ANALYSIS & INTERPRETATION

TABLE NO. 1
EXPERIENCE OF RESPONDENTS IN ORGANIZTION -:
NO. OF YEARS TOTAL PERCENTAGE (%)
LESS THAN 1 YEARS 12 24
1 – 5 YEARS 38 76
5-10 YEARS NIL 0
MORE THAN 10 NIL 0
YEARS

TABLE NO. 2
SALARY STRUCTURE -:
OPTIONS TOTAL PERCENTAGE (%)
HIGHLY SATISFIED 4 8
SATISFIED 10 20
NEUTRAL 20 40
DISSATISFIED 8 16
HIGHLY 8 16
DISSATISFIED

TABLE NO. 3
MONETARY BENEFITS -:
OPTIONS TOTAL PERCENTAGE (%)
HIGHLY SATISFIED 9 18
SATISFIED 8 16
NEUTRAL 7 14
DISSATISFIED 6 12
HIGHLY 10 20
DISSATISFIED

TABLE NO. 4
SALARY STRUCTURE -:
OPTIONS TOTAL PERCENTAGE (%)
HIGHLY SATISFIED 7 14
SATISFIED 14 28
NEUTRAL 18 36
DISSATISFIED 5 10
HIGHLY 6 12
DISSATISFIED
 TABLE NO. 5
JOB SECURITY -:
OPTIONS TOTAL PERCENTAGE (%)
HIGHLY SATISFIED
SATISFIED
NEUTRAL 4
DISSATISFIED
HIGHLY 1
DISSATISFIED

LIMITATIONS
1) The study conducted is limited to a one organization only.

2) The study conducted with the precincts of one department of

organization only.
3) Time and money was major limitation, which may have affected the

study.
4) Some of the respondents were reluctant to share information with us.

FINDINGS OF THE STUDY

1) most of the employees inferred yhat they are satisfied with the

salary given to them

2) A majority of the employees suggested that there is a great

connection between their performance and the payment by the

organization.
 3) Most of the employees said that the workload given by the

organization is high.
4) Many of them suggested that there is an opportunity for

advancement in their organization.

5) Most of the employees inferred that the level of communication

with their supervisor is satisfied.

6) A majority of the emplyoyees inferred that their job is more

secured.
7) A majority of the employees inferred that their organization given

adequate feedback about their performance.

8) Most of the employeed inferred that their organization encourages

teamwork and relationship with their peers is also satisfied.

SUGGESTIONS AND RECOMMENDATIONS

1) Some of the employees feel that they are highly stressed

because of heavy work load. So, they can give regular interval
during the work.
2) Few of employees felt that their ideas and opinions and taken

into consideration. So, they can give priority to their ideas.

CONCLUSION
The project was helpful to study the employee’s job satisfaction in
Vodafone. This study would be helpful to understand how employees would
perceive about facilities towards job sastisfaction.
From the study it was found that most of the employees were satisfied
with their work environment. The employees felt that their direct supervisor
was helpful to perform their job in a better way.

BIBILOGRAPHY

• http://www.scribd.com/doc/18815043/Job-Satisfaction-level-of-
employees-of-company
• http://www.surveyshare.com/templates/salarysurvey.html
• http://www3.interscience.wiley.com/journal/120086933/abstract
• http://www.celtnet.org.uk/telecos/vodafone.php