1|Page

ACROPOLIS FACULTY OF MANAGEMENT AND RESEARCH

SYNOPSIS ONEMPLOYEES PERCEPTION TOWARDS JOB SATISFACTION

Dissertation Submitted in Partial Fulfilment of the Requirement for the Degree of Master of Business Administration (MBA FT) 2009-2011

GUIDED BY Prof. DEEPTI RANADIVE

SUBMITTED BY ANUBHUTI SHINDE MBA (3RD SEM)

DEVI AHILYA VISHWAVIDAYALAYA, INDORE

2|Page

INDEX
Particulars 1. Introduction 2. Literature Review 3. Objectives 4. Research Methodology
y y y y

Page No. 3 5 6 7

STUDY SAMPLE DATA DATA ANALYSIS TOOLS

5. Bibliography

3|Page

1. INTRODUCTION

Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that persons parent. There are a variety of factors that can influence a persons level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements). The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees re port their reactions to their jobs. Questions relate to relate of pay, workers responsibilities, variety of tasks, promotional opportunities the work itself and co -workers. Job satisfaction in regards to ones feeling 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 fulfilment in their work, etc.

4|Page

Positive attitude towards job are equivalent to j ob satisfaction where as negative attitude towards job has been defined variously from time to time. In short job satisfaction is a persons attitude towards job. Job satisfaction is an attitude which results from balancing & summation of many specific like sand dislikes experienced in connection with the job - their evaluation may rest largely upon ones success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. Job Satisfaction is the favourableness or un-favourableness with which the employee views his work. It expresses the amount of agreement between ones expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of ones environment of job is an important part of life as Job Satisfaction influences ones general life satisfaction. Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are r elated to the job under condition with such specific factors such as wages. Supervisors of employment, conditions of work, social relation on the job, prompt settlement of grievances and fair treatment by employer. However, more comprehensive approach requires that many factors are to be included before a complete understanding of job satisfaction can be obtained. Such factors as employees age, health temperature, desire and level of aspiration should be considered. Further his family relationship, Soc ial status, recreational outlets, activity in the organizations etc. Contribute ultimately to job satisfaction.

5|Page

2. LITERATURE REVIEW

Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviours.
y According to pestone jee, Job satisfaction can be taken as a summation of employees feelings in four important areas. These are:

1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers, opportunities on the job for promotion and advancement (prospects), overtime regulations ,interest in work, physical environment, and machines and tools. 2. Management- supervisory treatment, participation, rewards and punishments, praises and blames, leaves policy and favouritism. 3. Social relations- friends and associates, neighbours, attitudes towards people in community, participation in social activity socialibility and caste barrier. 4. Personal adjustment-health and emotionality.
y Locke (1976) stated job satisfaction as a pleasurable positive state resulting from one's job and job experience. Individuals show pleasurable positive attitudes when they are satisfied with their job. y Drever (1964) described job satisfaction ''as an end state of feeling." Singh (1990) pointed out that the job satisfaction is a part of life satisfaction, the nature of one's environment off- the- job. Similarly, a job is an important part of life, job sat isfaction influences one's general life satisfaction as an effective reaction, feeling of employees with job, supervision, coworkers, salary/pay and his/her current and future career progress. The causes of employees' satisfaction are restricted to implant factors alone but

6|Page

they sum the whole gamut of men's needs and aspirations.

y Vroom (1964) postulated a model of job satisfaction which reflects valence of the job for its incumbent. He argued that the strength of the force on a worker to remain on his job is an increasing function of valence on his job. y Srivastava and Pratap (1984) studied job satisfaction and organizational climate among executives and supervisors, reported a significant positive relationship between the overall climate and job satisfaction. Job satisfaction was also found related to various individual dimensions of organizational climate such as leadership, communication, interaction, influence in decision making, goal-setting and control.

3 . OBJECTIVES

 To assess the satisfaction level of sales personnel in organisation.  To identify the factors which influence the job satisfaction of sales personnel.  To identify the factor that improves the satisfaction level of sales personnel.  To know the sales personnel satisfaction towards the facilities.  To offer valuable suggestions to improve the satisfaction level of sales personnel.

7|Page

4. Research Methodology Research methodology is the systematic way to solve the research problem. It gives an idea about various steps adopted by the researcher in a systematic manner with an objective to determine various manners.
y Research Approach

The research worker contacted the respondents personally with well -prepared sequentially arranged questions. The questionnaire is prepared on the basis of objectives of the study. Direct contract is used for survey, i.e., contacting employees directly in order to collect data.

y Collection of Data

Most of the data collected by the researcher is primary data through personal interview, where the researcher and the respondent operate face to face.

y Analysis of Data

The data are collected through survey and books, reports, newspapers and internet etc., the survey conducted among the empl oyees of various organisations. The data collected by the researcher are tabulated and analyzed in such a way to make interpretations. Various steps, which are required to fulfil the purpose, i.e., editing, coding, and tabulating. Editing refers to separate, correct and modify the collected data. Coding refers to assigning number or other symbols to each a nswer for placing them in categories to prepare data for tabulation refers to bring together the similar data in rows and columns and totalling them in an accurate and

8|Page

meaningful manner. The collected data are analyzed and interrupted using statistical tools and techniques .

BIBLIOGRAPHY
y HUMAN RESOURCE MANAGEMENT BY J. JAYASANKAR y PERSONAL MANAGEMENT BY EDWIN B. FLIPPO y www.hrworld.com y ESSENTIALS OF HUMAN RESOURCE MANAGEMENT AND INDUSTRIAL RELATIONS BY P. SUBBARAO y WWW.SHRM.ORG y WWW.NONPROFITINCLUSIVENESS.ORG y WWW.HRMGUIDE.COM y WWW.BIZRESEARCHPAPERS.COM