Volume 1, Issue 6 (August, 2013) INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW. A Peer Reviewed International Journal IJHRRR

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1 A Peer Reviewed International Journal IJHRRR INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEW A STUDY ON JOB SATISFACTION IN ASAHI INDIA GLASS LIMITED PASALA VIDYASAGAR Assistant Professor, Aurora s Engineering College. ABSTRACT Job satisfaction describes how content an individual is with his or her job. The happier people are within their job, the more satisfied they are said to be. A primary influence on job satisfaction is the application of Job design, which aims to enhance job satisfaction and performance using methods such as job rotation, job enlargement, job enrichment and job re-engineering. Other influences on satisfaction include management styles and culture, employee involvement, empowerment, and autonomous work position. Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational citizenship, Absenteeism, Turnover. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity. Job satisfaction is a very important attribute and is frequently measured by organizations. The most common technique for measurement is the use of rating scales where employees report their thoughts and reactions to their jobs. Questions can relate to rates of pay, work responsibilities, variety of tasks, promotional opportunities, the work itself, and co-workers. The current project has been undertaken with following objectives to find whether the employees of AGI GLASPAC are satisfied or not; analyze the company s working environment; check the degree of satisfaction of employees; find that they are satisfied with their job profile or not; and to find out if the employees are working with their full capabilities or not. INTRODUCTION Job satisfaction in regards to one s feeling or state of mind regarding nature of their work. Job can be influenced by variety of factors like quality of one s relationship with their supervisor, quality of physical environment in which they work, degree of fulfillment in their work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative attitude towards job has been defined variously from time to time. In short job satisfaction is a person s attitude towards job. 1

2 Job satisfaction is an attitude which results from balancing & summation of many specific likes and dislikes experienced in connection with the job- their evaluation may rest largely upon one s success or failure in the achievement of personal objective and upon perceived combination of the job and combination towards these ends. Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational citizenship, Absenteeism, Turnover. Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity. Job satisfaction is not synonyms with organizational morale, which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals. Morale is the by-product of the group, while job satisfaction is more an individual state of mind. NEED OF THE STUY Job satisfaction is result of employees perception of how their job provides those things that are viewed as important.it has most important characteristics of a job about which employees have affective responses. Job satisfaction is important to bring organizational effectiveness. There are different factors influencing job satisfaction, the study is intended to find out those factors affecting employees job satisfaction and what are measures to improve it. OBJECTIVES OF THE STUDY The research has been undertaken with following objectives. To find whether the employees are satisfied or not. To analyze the company s working environment. To check the degree of satisfaction of employees. To find that they are satisfied with their job profile or not. To find out if the employees are working with their full capabilities or not. SCOPE OF THE STUDY The scope of the study is very vital. Not only the Human Resource department can use the facts and figures of the study but also the marketing and sales department can take benefits from the findings of the study. Scope for the sales department The sales department can have fairly good idea about their employees, that they are satisfied or not. Scope for the marketing department The marketing department can use the figures indicating that they are putting their efforts to plan their marketing strategies to achieve their targets or not. Scope for personnel department 2

3 Some customers have the complaints or facing problems regarding the job. So the personnel department can use the information to make efforts to avoid such complaints. Sample Size:- Questionnaire is filled by 50 employees of AGI GLASPAC. The questionnaire was filled in the office and vital information was collected which was then subjects to:- A pilot survey was conducted before finalizing the questionnaire. Data collection was also done with the help of personal observation. After completion of survey the data was analyzed and conclusion was drawn. At the end all information was compiled to complete the project report. RESEARCH METHODOLOGY Research refers to a search for knowledge. It is a systematic method of collecting and recording the facts in the form of numerical data relevant to the formulated problem and arriving at certain conclusions over the problem based on collected data. Thus formulation of the problem is the first and foremost step in the research process followed by the collection, recording, tabulation and analysis and drawing the conclusions. The problem formulation starts with defining the problem or number of problems in the functional area. To detect the functional area and locate the exact problem is most important part of any research as the whole research is based on the problem. According to Clifford Woody research comprises defining and redefining problems, formulating hypothesis or suggested solutions: collecting, organizing and evaluating data: making deductions and reaching conclusions: and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis. Research can be defined as the manipulation of things, concepts or symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art In short, the search for knowledge through objective and systematic method of finding solution to a problem is research. DRAFTING QUESTIONNAIRE The questionnaire is considered as the most important thing in a survey operation. Hence it should be carefully constructed. Structured questionnaire consist of only fixed alternative questions. Such type of questionnaire is inexpensive to analysis and easy to administer. All questions are closed ended. SAMPLING It was divided into following parts: Sampling universe The universe of the Study on various relevant aspects of job satisfaction has been given in no of books and generals. The procedures followed AGI, Hyderabad have been studied in the light of general principle Sampling technique The sample undertaken to conduct research study consist of at least fifty people which is approximately one tenth of the total strength working in the organization. The sample covered the employees from all the 3

4 cadres, encompassing the senior most officers to the workers. The sample was divided under four cadres which are managers, officers, clerical staff and workers. Tools and Methods of Data Collection The primary method of data collection was the questionnaire method which was circulated to the sample undertaken and the information was collected with its help. Also a general discussion with the employees helped to gain information regarding the study. The secondary source used to collect data was the company s policy manual which contains the policy related to the topic. DATA ANALYSIS &INTERPRETATION TABLE-1 AGE OF EMPLOYEES AGE 20-30yrs 30-40yrs 40-50yrs 50 & ABOVE TOTAL RESPONDENTS PERCENTAGE 52% 30% 12% 6% 100% The above table reveals that 52% of the respondents are between the age group of 20 to 30 years, 30% of the respondents are between the age group of 30 to 40 years, 12% are between the age group of 40 to 50 years and 6% of the respondents are above 50 yrs. TABLE-2 GENDER OF EMPLOYEES GENDER MALE FEMALE TOTAL RESPONDENTS PERCENTAGE 66% 34% 100% The above table reveals that 66% of the respondents are male and 34% of the respondents are female. TABLE-3 EDUCATIONAL QUALIFICATION OF EMPLOYEES EDUCATIONAL SSLC/HSC UNDER POST TOTAL QUALIFICATION GRADUATE GRADUATE RESPONDENTS PERCENTAGE 12% 70% 18% 100% The above table reveals that 12% of the respondents are SSLC/HSC, 70% of the respondents are under graduate and 18% of the respondents are post graduate. 4

5 TABLE-4 MARTIAL STATUS OF EMPLOYEES MARTIAL STATUS MARRIED UNMARRIED TOTAL RESPONDENTS PERCENTAGE 46% 54% 100% The above table reveals that 46% of the respondents are married and 54% of the respondents are unmarried. TABLE-5 WHETHER JOB SUITS EDUCATIONAL QUALIFICATION JOB SUITS EDUCATIONAL YES NO TOTAL QUALIFICATION RESPONDENTS PERCENTAGE 84% 16% 100% The above table reveals that 84% of the respondents say that the job suits their educational qualification and 16% of the respondents say that the job does not suits their qualification. PACKAGE TABLE-6 EMPLOYEES RESPONSE TOWARDS THEIR PACKAGE NEUTRAL DIS DIS RESPONDENTS PERCENTAGE 14% 48% 20% 16% 2% The above table reveals that 14% of the respondents are highly satisfied with their package, 48% satisfied, 20% neutral, 16% dissatisfied and 2% of the respondents are highly dissatisfied with their package. TABLE-7 EMPLOYEES OPINION TOWARDS SUPERIOR SUBORDINATE RELATIONSHIP SUPERIOR SUBORDINATE RELATIONSHIP NEUTRAL DIS DIS RESPONDENTS PERCENTAGE 6% 70% 6% 14% 4% The above table reveals that 6% of the respondents are highly satisfied with superior-subordinate relationship, 70% satisfied, 6% neutral, 14% dissatisfied and 4% of the respondents are highly dissatisfied with their package. 5

6 TABLE-8 EMPLOYEES RESPONSE TOWARDS STRESS IN JOB STRESS IN JOB YES NO TOTAL RESPONDENTS PERCENTAGE 44% 56% 100% The above table reveals that 44% of the respondents face stress in their job and 56% of the respondents do not face stress in their job TABLE-9 EMPLOYEES SATISFACTION TOWARDS WORK ENVIRONMENT WORK ENVIRON MENT RESPONDE NTS PERCENTA GE SATISFIE D NEUTRAL DIS DIS % 46% 20% 16% 4% The above table reveals 14% of the respondents are highly satisfied with the work environment, 46% satisfied, 20% neutral, 16% dissatisfied and 4% of the respondents are highly dissatisfied with the work environment TABLE-10 EMPLOYEES RESPONSE TOWARDS WORK ON HOLIDAYS OFTEN SOMETIMES NEVER TOTAL WORK ON HOLIDAYS RESPONDENTS PERCENTAGE 6% 78% 16% 100% The above table reveals that: 6% of the respondents say often towards work on holidays 78% of the respondents say sometimes towards work on holidays 16% of the respondents say never towards work on holidays BASIS OF PROMOTION TABLE-11 EMPLOYEES OPINION REGARDING THE BASIS OF PROMOTION SENIORITY PERFORMANCE QUALIFICATION ALL THE ABOVE TOTAL RESPONDENTS PERCENTAGE 38% 32% 4% 26% 100% 6

7 38% of the respondents say promotions are based on seniority 32% of the respondents say promotions are based on performance 4% of the respondents say promotions are based on qualification 26% of the respondents say promotions are based on all the above TABLE-12 DOES THE COMPANY PROVIDE FLEXIBLE WORKING HOURS FLEXIBLE WORKING YES NO TOTAL HOURS RESPONDENTS PERCENTAGE 86% 14% 100% The above table reveals that 86% of the respondents say that the company provide flexible working hours and 14% of the respondents say that the company does not provide flexible working hours TABLE-13 EMPLOYEES RESPONSE TOWARDS BENEFITS EXTENDED BY THE COMPANY BENEFITS EXTENDED BY COMPANY FULLY SUFFICIENT SUFFICIENT INSUFFICIENT TOTAL RESPONDENTS PERCENTAGE 10% 64% 26% 100% 10% of the respondents are fully sufficient with the benefits extended by the company, 64% sufficient, 26% of the respondents are insufficient towards benefits extended by the company TABLE-14 HOW DO YOU VIEW THIS JOB? EMPLOYEES VIEW ON CHALLEN RESPONSIBLE MOTIVATING SECURED TOTAL THEIR JOB GING RESPONDENTS PERCENTAGE 32% 34% 22% 12% 100% The above table reveals that: 32% of the respondents view their job as challenging 34% of the respondents view their job as responsible 22% of the respondents view their job as motivating 12% of the respondents view their job as secured 7

8 TABLE-15 EMPLOYEES SATISFACTION LEVEL WITH THEIR PRESENT POSITION IN THE COMPANY NEUTRAL DIS DIS RESPONDENTS PERCENTAGE % of the respondents are highly satisfied with their present position, 54% satisfied, 22% neutral, 16% dissatisfied and 2% of the respondents are highly dissatisfied with their present position TABLE-16 EMPLOYEES RESPONSE TOWARDS OPPORTUNITY TO USE NEW TECHNOLOGY OPPORTUNITY TO USE YES NO TOTAL NEW TECHNOLOGY RESPONDENTS PERCENTAGE 94% 6% 100% The above table reveals that 94% of the respondents say that they get opportunity to use new technology and 6% of the respondents say that they did not get opportunity to use new technology TABLE-17 DO YOU FEEL EMPLOYEES INDIVIDUAL CONTRIBUTION IS BEING RECOGNISED? INDIVIDUAL CONTRIBUTION YES NO TOTAL IS BEING RECOGNISED RESPONDENTS PERCENTAGE 58% 42% 100% The above table reveals that 58% of the respondents say that individual contribution is being recognized and 42% of the respondents say that individual contribution is not being recognized. TABLE-18 WHETHER THE COMPANY CLEARLY COMMUNICATES ITS GOALS AND STRATEGIES TO YOU? GOALS AND STRATEGIES YES NO TOTAL RESPONDENTS PERCENTAGE 80% 20% 100% The above table reveals that 80% of the respondents say that the company clearly communicates its goals and strategies and 20% of the respondents say that the company does not communicates its goals and strategies. 8

9 TABLE-19 EMPLOYEES SATISFACTION LEVEL WITH THEIR TEAM SPIRIT TEAM SPIRIT NEUTRAL DIS DIS RESPONDENTS PERCENTAGE 4% 50% 30% 12% 4% The above table reveals that 4% of the respondents are highly satisfied with their team spirit, 50% satisfied, 30% neutral, 12% dissatisfied and 4% of the respondents are highly dissatisfied with their team spirit TABLE-20 EMPLOYEES SATISFACTION LEVEL WITH OVERALL JOB SECURITY OVERALL JOB SECURITY NEUTRAL DIS DIS RESPONDENTS PERCENTAGE 22% 54% 16% 6% 1% The above table reveals that 22% of the respondents are highly satisfied with overall job security, 54% satisfied, 16% neutral, 6% dissatisfied and 1% of the respondents are highly dissatisfied with overall job security. TABLE-21 HOW DO YOU EVALUATE THE OVERALL SATISFACTION WITH YOUR JOB OVERALL SATISFICATION NEUTRAL DIS DIS WITH JOB RESPONDENTS PERCENTAGE 8% 68% 8% 12% 4% The above table reveals that 8% of the respondents are highly satisfied with their job, 68% satisfied, 8% neutral, 12% dissatisfied and 4% of the respondents are highly dissatisfied with their job FINDINGS, SUGGESTIONS & CONCLUSION FINDINGS From the above table 52% of them we in the age of yrs and only 6% are above 50. From the above table it is said 66% of them we male and 34% are female. From the above table 70% of the workers are under graduate and only 18% are post graduate. From the above table 46% of the workers are under married and 54% are unmarried. From the above table 84% of the respondents say that the job suits their educational qualification. 9

10 From the above table 48% of the respondents are satisfied with their package and 16% are dissatisfied. From the above table 70% of the respondents are satisfied with superior-subordinate relationship and 14% are dissatisfied. From the above table 44% of the respondents face stress in their job and 56% does not face stress in their job From the above table 46% of the respondents are satisfied with the work environment and 16% are dissatisfied. From the above table 78% of the respondents say that sometimes they work on holidays From the above table 38% of the respondents say promotions are based on seniority and 32% say promotions are based on performance. From the above table 86% of the respondents say that the company provides flexible working hours. From the above table 64% of the respondents are sufficient with the benefits extended by the company and 26% of the respondents are insufficient. From the above table 32% of the respondents view their job as challenging and 34% view their job as responsible. From the above table 54% of the respondents are satisfied with their present position and 16% dissatisfied. From the above table 94% of the respondents say that they get opportunity to use new technology. From the above table 58% of the respondents say that individual contribution is being recognized. From the above table 80% of the respondents say that the company clearly communicates its goals From the above table 50% of the respondents are satisfied with their team spirit and 12% are dissatisfied. From the above table 54% of the respondents are highly satisfied with overall job security and 6% are dissatisfied. From the above table 68% of the respondents are highly satisfied with their job and 12% are dissatisfied. SUGGESTIONS Organization should try to adopt certain measures to enhance team spirit and co- ordination among the employees. Management of the bank should be friendly with the employees Work should be assigned according to the qualification of the employees. Promotional policy must provide for a uniform distribution of promotional opportunities throughout the company. The basis for promotion should be clearly specified. Due weight age should be given to seniority, merit and future potential of an employee. Detailed records of service and performance should be maintained for all employees. The policy should be fair, impartial and consistent, i.e., it should be applied uniformly irrespective of the person concerned. 10

11 Divide jobs into levels of increasing leadership and responsibility. A team can be established comprising all the departments who can deliver genuine suggestions or ideas for the development of organization. Encourage the ideas and suggestions from your employees or subordinates. CONCLUSION From the study, it has come to know that most of the respondents have job satisfaction; the management has taken the best efforts to maintain cordial relationship with the employees. Due to the working conditions prevailing in the company, job satisfaction of each respondent seems to be the maximum. From the study, it has come to know that most of the employees were satisfied with the welfare measures provided by company. BIBLIOGRAPHY Books: Human Resource Management by Ashwathapa. Human Resource Management by Michael Armstrong. Human Resource Policy Analysis: Organizational Applications by Richard J. Niehaus Journals & Articles: 1. Articles by T.V.Rao Learning Systems. 2. Policies of AGI GLASPAC. 3. Documents of AGI GLASPAC Pvt. Ltd. Websites: