TABLE OF CONTENT

Chapter No. Chapter Name Page No.

Certificate from Institution

Declaration
Acknowledgement
Preface
Executive Summary
Chapter 01 Introduction

Chapter 02 Review of Literature

Chapter 03 Research Methodology

Statement of Problem/ Research Question
Objective of the Study
Research Design
Scope of Study
Data Analysis
Period of Study
Tools Used
Limitation of Study

Chapter 04 Data Analysis and Interpretation

Chapter 05 Finding, Conclusion and Recommendation

Reference

Appendix
 DECLARATION

I, MONIKA SINGH, hereby declare that the presented report is uniquely presented by me for

the partial fulfilment of the Master of Business Administration.

I also confirm that, the report is only presented for my academic requirement not for any other

purpose. It might not be used with the interest of opposite party of the corporation.

DATE –

SIGNATURE -
 ACKNOWLEDGEMENT

I am sincerely thankful to all those people who have been giving me any kind of

assistance in the making of this project report. I express my gratitude under the guidance of Dr.

Damini Saini who has through their vast experience and knowledge has been able to guide me,

both ably and successfully towards the completion of the project.

I would hereby, make most of the opportunity by expressing my sincerest thanks to all

persons who help me conceptual understanding and clarity of comprehension, which ultimately

made my job easier. Credit also goes to all my friends whose encouragement kept me in good

stead.

Their continuous support has given me the strength and confidence to complete the project

without any difficulty.

 PREFACE

Job satisfaction is, quite simply, how content or satisfied employees are with their jobs. Job
satisfaction is typically measured using an employee satisfaction survey. These surveys address
topics such as compensation, workload, perceptions of management, flexibility, teamwork,
resources, etc.

These things are all important to companies who want to keep their employees happy and reduce
turnover, but employee satisfaction is only a part of the overall solution. In fact, for some
organizations, satisfied employees are people the organization might be better off without.

Job satisfaction and employee engagement are similar concepts on the surface, and many people
use these terms interchangeably. Job satisfaction covers the basic concerns and needs of
employees. It is a good starting point, but it usually stops short of what really matters.

Job satisfaction is a result of various attitudes possessed by an employee in a narrow sense these
attitude are related to the job and are concerned with such specification factors such as wages,
supervision, steadiness of employment, conditions of work advancement, opportunities,
recognition of abilities, air evaluation of work social relation in job, prompt settlement of
grievances, air treatment by the employers and others similar items.

However a more comprehensive approach requires that many additional factors be included
before a complete understanding of Job satisfaction can be attained. Such factors such as Faculty
members, age, health, temperament, desires and level of aspiration should be considered.

In short Job satisfaction is a general attitude, which is a result of many specific aptitudes in
threes areas-namely specific job factors, individuals characteristics and group relationship
outside the job.
 EXECUTIVE SUMMARY

I respect to the allotted period, I have formed relationship with the organization as trainee but

informally it is a sacred place for me as it’s my practical exposure to an organization to know

and get aware to an organizational real practical stressful environment.

Although I am student of M.B.A. It is a two year full time degree courses. So far this

Research report is scheduled for four semester syllabi as a separate topic to be asked in detail in

viva-voice conducted by external So far I have completed 4th semester examination. Thus study

will provided me a better opportunity to survive in cut throat competition with a prosperous

existence. I have tried my best to gain out of well framed circumstances & with the help of

experienced personnel who helped me out so for become possible to them. As being a very

confidential functioning many things are there which can’t be known but on the basis of gathered

information and certain hints, the project has been formed. It may have something missing but I

have tried to present all things what I have received. Although this report has been got checked

by different personnel but after that if there is some shortcomings I expect it to be rectified. So

the whole study bifurcated in different parts. Certain observations & suggestions also have been

stated which if possible to be reviewed.

 INDUSTRY PROFILE

Reliance Industries Limited (RIL) is an Indian conglomerate holding company headquartered

in Mumbai, Maharashtra, India. Reliance owns businesses across India engaged in energy,

petrochemicals, textiles, natural resources, retail, and telecommunications. Reliance is one of the

most profitable companies in India, the largest publicly traded company in India bymarket

capitalization, and the second largest company in India as measured by revenue after the

government-controlled Indian Oil Corporation. On 18 October 2007, Reliance Industries became

the first Indian company to breach $100 billion market capitalization.

The company is ranked 148th on the Fortune Global 500 list of the world's biggest corporations

as of 2018.[9] It is ranked 8th among the Top 250 Global Energy Companies by Platts as of 2016.

Reliance continues to be India’s largest exporter, accounting for 8% of India's total merchandise

exports with a value of Rs 147,755 crore and access to markets in 108 countries. Reliance is

responsible for almost 5% of the government of India's total revenues from customs and excise

duty. It is also the highest income tax payer in the private sector in India.

Reliance Retail is the retail initiative of the group and is central to our consumer facing

businesses. It has in a short time forged strong and enduring bonds with millions of consumers

by providing them outstanding value proposition, superior quality and unmatched experience

across all its stores.

Reliance Retail has adopted a multi-prong strategy and operates chain of neighbourhood stores,

supermarkets, wholesale cash & carry stores, specialty stores and online stores. Serving the food

and grocery category Reliance Retail operates Reliance Fresh, Reliance Smart and Reliance

Market stores. In the consumer electronics category Reliance Retail operates Reliance Digital,

Reliance Digital Express Mini stores and Jio stores, and in fashion & lifestyle category it

operates Reliance Trends, Trends Women, Project Eve, Reliance Footprint, Reliance Jewels and

AJIO.com in addition to many partner brand stores across the country. Reliance Retail has the

distinction of being the largest retailer in the country. Reliance Retail’s commitment to “bettering

the lives” has been embodied in its pursuit to make a difference on social socio–economic issues

in India. The initiative has brought millions of farmers and small producers to the forefront of the

retail revolution by partnering with them for growth. Reliance Retail has emerged as the partner

of choice for International brands and has established exclusive.

My Jio Store

Jio with its 1700+ stores across the country, is here to provide you easy access &
understanding to all Jio offerings in a convenient environment. Our Aadhar based activation
process & trained Jio members are here to expedite your onboarding in the rapidly growing
Jio family. We also offer Devices, Tech Accessories & Services in a pleasing environment, to
complement your Jio 4G connection. Jio Stores caters to the rapidly growing market for
mobility and communication products offering a wide range of mobile phones, tablets and
accessories. Within a short span of time Reliance Jio Stores has grown to become India’s
largest retail chain with presence in over 5,200 cities. The chain is increasingly becoming a
distribution platform for many national and international brands as it offers widest
distribution reach in India.

Reliance Jio Infocom Limited

Type: - Subsidiary of Reliance Industries

Industry: - Telecommunications

Founded: - 2010; 8 years ago

Founder: - Mukesh Ambani

Headquarters : - Navi Mumbai, Maharashtra, India

Products: - Mobile telephony, Wireless broadband

Parent: - Reliance Industries

Website: - www.jio.com
 JOB SATISFACTION - MEANING AND DEFINITION

Job satisfaction refers to a person’s feeling of satisfaction on the job which act as a motivation to

work. It is not the self-satisfaction, happiness or self-contentment but the satisfaction on the job.

Satisfaction does mean the simple feeling state accompanying the attainment by an impulse of its

objective. Research workers differently described the factors contributing the job satisfaction and

the job dissatisfaction.

“Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal or

one’sjob or job experience” - E.A.Locke

“Job satisfaction is the amount of pleasure or contentment associated with a job. If you like job

intensely, you will experience high job satisfaction. If you dislike your job intensely, you will

experience job-dissatisfaction” - Andrew.J.DuBrins.

“Job satisfaction will be defined as the amount of overall positive effect or feelings that

individuals have towards their jobs” - Fieldman and Arnold.

“Job satisfaction is the set of favourable or unfavourable feelings with which employees view

their work” - Keith Davis and Newstrom.

Job satisfaction is a result of employees’ perception of how well their job provides those things

that are viewed as important. It is generally recognized in the organisational behaviour field that

job satisfaction is the most important and frequently studied attitude.

MAJOR THEORIES OF JOBSATISFACTION

1.Motivation–Hygienetheory.

2.Need-Fulfilmenttheory

3.Equitytheory

4.Discrepancytheory

5.Equity-Discrepancytheory

DIMENSIONSTOJOBSATISFACTION

1.Jobsatisfactionisanemotionalresponsetoajobsituation.Assuch,itcannotbeseen,itcanonlybeinferre
d.Itrelatestoone’sfeelingtowardsone’sjob.

2.Jobsatisfactionisoftendeterminedbyhowwilloutcomesmeettheexpectationsorexceedtheexpectati
ons.

3.Jobsatisfactionandjobattitudesaretypicallyusedinterchangeably.

FACTORSINFLUENCINGJOBSATISFACTION

A.OrganisationalFactors:-

1.Salariesandwages

2.Promotionchances

3.CompanyPolicies
B. Work Environmental Factors:-

1.Supervision.

2.WorkGroup.

3.WorkingConditions

C. Work It self:-

1.JobScope

2.Variety

3.Lackofautonomyandfreedom

4.Roleambiguityandroleconflict

5.InterestingWork

D. Personal Factors:-

1.Ageandseniority

2.Tenure

3.Personality

4.LevelofEducation
 IMPORTANCE OF JOB SATISFACTION

 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.

 Job satisfaction can partially mediate the relationship of personality variables and deviant
work behaviour.

 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.
 FACTORS OF JOB SATISFACTION

Hoppock, the earliest investigator in this field, in 1935 suggested that there are six major
components of job satisfaction. These are as under:

 The way the individual reacts to unpleasant situations,

 The facility with which he adjusted himself with other person

 The relative status in the social and economic group with which he identifies himself

 The nature of work in relation to abilities, interest and preparation of worker

 Security

 Loyalty

Herberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and
listed various job factors of job satisfaction. These are briefly defined one by one as follows:

1. Intrinsic aspect of job

It includes all of the many aspects of the work, which would tend to be constant for the
work regardless of where the work was performed.

2. Supervision

This aspect of job satisfaction pertains to relationship of worker with his immediate
superiors. Supervision, as a factor, generally influences job satisfaction.

3. Working conditions

This includes those physical aspects of environment which are not necessary a part of the
work. Hours are included this factor because it is primarily a function of organization,
affecting the individuals comfort and convenience in much the same way as other physical
working conditions.
4. Wage and salaries

This factor includes all aspect of job involving present monitory remuneration for work
done.

5. Opportunities for advancement

It includes all aspect of job which individual sees as potential sources of betterment of
economic position, organizational status or professional experience.

6. Security

It is defined to include that feature of job situation, which leads to assurance for
continued employment, either within the same company or within same type of work
profession.

7. Company & management

It includes the aspect of worker’s immediate situation, which is a function of

organizational administration and policy. It also involves the relationship of employee with
all company superiors above level of immediate supervision.

8. Social aspect of job

It includes relationship of worker with the employees specially those employees at same
or nearly same level within the organization.
9. Communication

It includes job situation, which involves spreading the information in any direction within
the organization. Terms such as information of employee’s status, information on new
developments, information on company line of authority, suggestion system, etc, are used in
literature to represent this factor.

10. Benefits

It includes those special phases of company policy, which attempts to prepare the worker
for emergencies, illness, old age, also. Company allowances for holidays, leaves and
vacations are included within this factor.
 ETHICAL CULTURE OF ORGANISATION

O`Reilly has defined organisational culture-

Organisational culture is the set of assumptions ,beliefs ,values and norms that are shared by an
organisation`s members.

Organisational culture is set of characteristics that are commonly shared by people in the
organisation. Such characteristics may be in the form of assumptions, beliefs, values, and norms
which are known as abstract element of the culture .

COMPONENTS

 Shared things (eg the way people dress)

 Shared saying (eg lets go to work)
 Shared action (eg ,A service oriented approach)
 Shared feeling (eg,hard work is not rewarded here)

CHARACTERISTICS

1. INNOVATION AND RISK TAKING:

The degree to which employees are encouraged to be innovative and risk taking

2. OUTCOME ORIENTATION:

The degree to which management focuses on result or outcomes rather than on techniques and
processes used on achieving those results or outcomes.

3. PEOPLE ORIENTATION:

The degree to which management decisions take into consideration the effects of outcomes on
people of the organisation.
 4. AGGRESSIVENESS:

The extent to which people in the organisation are aggressive and competitive rather than
easygoing.

5. STABILITY:

The extent to which the organisation emphasises in maintaining status quo rather than change.

IMPACT OF ETHICAL CULTURE IN ORGANISATION

I. BJECTIVE SETTING
II. WORK ETHICS
III. MOTIVATIONAL PATTERN
IV. ORGANISATIONAL PROCESSES
 TYPES OF ETHICAL CULTURE IN ORGANISATION

There are several typologies of culture available in the literature one of the more popular called
the competing values framework.

Based on two dimensions of organisation culture

i. The extent to which organisation strategic focus on external and internal

environment
ii. The extent to which competitive environment for organisation requires flexible
and control.

Clean Culture:- Adaptability Culture:-

Commitment to organisation , Involvement Innovation Creativity and risk taking

and participation.

Burocratic Culture:- Market Culture:-

Consistency , interaction Conformity rules Profit making professionalism

Collaboration among members. Ambition.

 OBJECTIVES

The objectives of the study are:

 Satisfaction is an individual’s emotional reaction towards the job itself. Thus the primary
objective of the research study is to find out that how far monetary incentives are related
to job satisfaction in an individual’s life.

 Research study is also conducted to find out, at which level of job, monetary incentives
are most preferred.

 To study the types of monetary benefits that provides satisfaction for a job.

 To study the important factors influencing job satisfaction.

Hypothesis

Job satisfaction is not a predictor of job performance.

 RESEARCH METHODOLOGY

The study seems to be the observation and a description of the project where we try to find out

the hidden aspect or bring out the concept for further explanation, but some scientific method

and techniques classified it as the research, that’s why the following research methods,

techniques and components are used to facilitate the study

Research Design- Descriptive research design

Descriptive research design is a scientific method that is used in this study which helps in

observing and describing the behaviour of a subject without influencing it in any way to obtain a

general overview of the subject.

This design allows observation without affecting normal behaviour. It is also useful because it is

not possible to test and measure the large number of samples needed for more quantitative types

of experimentation

These types of experiments are often used by anthropologists, psychologists and social scientists

to observe natural behaviours without affecting them in any way. It is also used by market

researchers to judge the habits of customers, or by companies wishing to judge the morale of

staff.

Though the results from a descriptive research can in no way be used as a definitive answer or to

disapprove a hypothesis but, if the limitations are understood, they can still be a useful tool in

many areas of scientific and normal study research such as this project.
Type of data

In this I have used both of the primary and secondary data .

Primary Data

In primary data we had conducted Personal Interview with the Branch Manager of Job

Satisfaction., Lucknow, regarding Ethical Culture Of Organisation Job Satisfaction.

Secondary Data

Secondary data was used for this study as the research design is descriptive in nature so we tried

to collect the data available through other sources on the subject. Some times, primary data is

also collected through observation method to facilitate the research work

Sources of data

The following sources are used for collecting the data for this study:

 Books

 internet

 Journals

 News papers

 Personal sources
 DATA ANALYSIS

1) Expected to do anything to further the interest of the company.

Never 0%

Rarely 2%

Occasionally 12%

Frequently 28%

always 58%

2
12

Rarely
Occasionally
Frequently
28
58 Always
2. Concerned about the customers and public interest.

Never 0%

Rarely 0%

Occasionally 12%

Frequently 35%

Always 53%

12

Occasionally
Frequently
53 Always
35
3) Having sense of responsibility to the outside community.

Never 0%

Rarely 3%

Occasionally 8%

Frequently 27%

Always 62%

3
8

Rarely
Occasionally
27
Frequently
Always
62
4. .Follow own personal and moral beliefs.

Never 0%

Rarely 2%

Occasionally 15%

Frequently 31%

Always 52%

2
15

Rarely
Occasionally

52 Frequently
Always

31
5) People follow strictly the company's rules and procedures.

Never 0%

Rarely 2%

Occasionally 10%

Frequently 30%

Always 58%

2
10

Rarely
Occasionally

30 Frequently
58 Always
6) People are guided by their own personal ethics.

Never 0%

Rarely 2%

Occasionally 10%

Frequently 30%

Always 58%

2
10

Rarely
Occasionally

30 Frequently
58 Always
7) Makes fair and balanced decisions.

Never 0%

Rarely 3%

Occasionally 12%

Frequently 42%

Always 43%

Column

3
12

Rarely
43
Occasionally
Frequently
Always

42
8) I am satisfied with my organization.

Never 2%

Rarely 3%

Occasionally 8%

Frequently 38%

Always 49%

Coluam

2 3
8

Rarely
49 Occasionally
Frequently
Always
38

9) I am satisfied with my relations with co-workers..

Never 0%

Rarely 3%

Occasionally 5%

Frequently 43%

Always 49%

Coluam

3 5

Rarely
49 Occasionally
Frequently
43 Always
10) I am satisfied with my relation to my superiors.

Never 0%

Rarely 10%

Occasionally 10%

Frequently 30%

Always 50%

10

10

Rarely
50
Occasionally
Frequently
Always

40
11) I am satisfied with the nature of my work .

Never 0%

Rarely 8%

Occasionally 10%

Frequently 26%

Always 56%

10

Rarely
Occasionally
Frequently
56
Always
26
12) Discuses business ethics or values with employees .

Never 8%

Rarely 10%

Occasionally 20%

Frequently 16%

Always 46%

10

Never

46 Rarely
Occasionally
20 Frequently
Always

16
 FINDINGS

 Canteen facility, Medical facility provided by the company is satisfactory.

 The facility like loan and advances, staff product purchase, provided by the company
are good.
 Providing birthday gift and celebration to the employee is good.
 The club facility is satisfactory.
 The facility of community development is also good.
 Most of the respondents responded that the taste of food provided by the company is
satisfactory.
 Satisfaction towards basic facilities response is satisfactory.
 Travelling& transport facility provided by the company is satisfactory.
 The company is very flexible towards the employees family responsibility.
 Company’s rules & regulation ,superior & subordinates relation at work and wage
scheme motivate employees to work and stay in the company.
 The facility of rest room &lunch room facility is good.
 Most of the respondents responded that annual medical checkup is good.
 Most of the respondents showed their satisfaction towards safety measures provided
by the company is very good..
 The employees feel that the management is sympathetic to some extent in their
problems faced at workstation; Management shares a very good relation with
the workers.
 75 of the employees were more than 6 years in the organization.
 Employees were satisfied with the welfare facilities provided which motivates
them and they feel free to express their views freely to the management.
 Supervisors are ready to clear the doubts and help in improving their
performance.
 The employees feel that the company policies really protect their interests.
 Regarding overall satisfaction towards welfare measures, the response is good.
 SUGGESTIONS

 T h e c o mp a n y s ho u ld i n c r e a se it s i nt a k e o f e mp lo ye e s b y r e c r u it ig fr

o m Educational Institutes more vigorously.

 The company should introduce a mobile recruitment team who can go from places to places

to select the candidates quickly and cost effectively.

 To avoid the drain out of candidates because of less pay, company should give

incentives to the candidate based on the performance every month.

 Company should give appraisal to the candidates in form of promotion or raise in

alary to enhance their performances and company should arrange further workshops for least

performing employees so as to increase their performance level.

 Candidates with working experience in any other export company shouldn’t be drained at all

instead should be hired and given training according to the requirement of the

company process.

 Advertisement is the best source to grab maximum candidates, even though it is

exp en s ive. T his o ne t ime inve st me nt help s t o r each max i mu m ca nd id at es.

I n addition to this, employee references are the best source to get skilled candidates.

 Jobsites and Online (Consultancies) are the best source to reduce the time and save

time to get candidates.

 CONCLUSION

This study has focused on the recruitment process of Ethical Culture of Organisation & Job

Satisfaction. The study has been conducted from the employees working for recruitment process

in Ethical Culture of Organisation & Job Satisfaction T he Co mp an y see ms t o be mo v ing

it s r ig ht lines as far as it s r ecru it me n t st r at eg y is concerned. However a few

drawbacks were found and suggestions are recommended for it.

Since the company is at its early stages and since recruitment is carried out on a mass

scale it becomes important to concentrate on this aspect. With these objectives in

mind this study has been conducted.

L
 LIMITATIONS OF STUDY

 Time duration of the study was less therefore the researcher could not meet with the

maximum number of employees in the respective organization.

 Sample is small, thus the results can be biased

 Employees were less co-operative while answering and filling up of questionnaires.

 Employees were not providing accurate and more information about their organization.
 Bibliography
Books: -

 Hitt, Miller, Colella “Organizational Behavior A Strategic Approach”, Wiley

Student’s Edition.

 Luthans Fred “Organizational Behavior”, McGraw Hill 7th Edition.

 Newstrom John W., Davis Keith, “Organizational Behavior Human

Resource At Work”, 9th Edition, Tata McGraw Hill Edition.

 Pestonjee D. M. “Motivation and Job Satisfaction”, 1st Edition. Macmillan

India Limited.

Web Sites:-
 www.google.com

 www.wikipedia.com
 APPENDIX

Dear Respondent,

I am conducting research concerning satisfaction, and wellbeing of employees in organizations.

The prime purpose of this research project is to investigate the influence of satisfaction on
wellbeing of respondents. You are therefore cordially requested to participate in a survey. Your
sincere and frank responses will help us in having a true understanding of the issues.
• This questionnaire is completely confidential and personal anonymity is guaranteed.
• Result of research data will be used for only academic purpose.

DEMOGRAPHICS

1. NAME : 2. STATUS:
________a) Married
________b) Unmarried

3. Gender : 4. Age:
________a) Female ________a) 20-29
________b) Male ________c) 30-39
________d) 40-49
e)more than 50

5. Education: 6. Your organization :

________a)Graduate Studies ________ a) Government
________c) Post graduate /MBA ________ b) Private
________d) Diploma ________ c) Others (Please Specify)

7. Your department: 8. Which of the following categories

a) Production BEST describes your present work?
_______b) Maintenance
_______c) Others (Please Specify) ________ a) skilled work (technical
craft or administrative)
________b) supervisory work
________c) managerial work
________d) professional work

9. Experience : __________ 10. Designation :

 PART A

Instructions: Below is one statements that talks about your supervisor /boss/leader. Using the 1–

5 scale below, indicate your agreement with each item by ticking (✓) that item. Please be open
and honest in your responding.

1. Expected to do anything to Never Rarely Occasionally Frequently always

further the interest of the

company.

2. Concerned about the customers

and public interest.

3) Having sense of

responsibility to the outside

community.

4. .Follow own personal and moral

beliefs.

5) People follow strictly the

company's rules and

procedures.
6) People are guided by their

own personal ethics.

7) Makes fair and balanced

decisions.

8) I am satisfied with my

organization.

9) I am satisfied with my relations

with co-workers..

10) I am satisfied with my relation

to my superiors.

11) I am satisfied with the nature

of my work .

12) Discuses business ethics or

values with employees .