part 2 project report

8/7/2019 Part 2 Project Report

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EXECUTIVE SUMMARY

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

fulfillment in their work, etc.

Positive attitude towards job are equivalent to job satisfaction where as negative attitudetowards 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 likes and 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.

According to pestonejee, 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 favoritism.

3. Social relations- friends and associates, neighbors, attitudes towards people in

community, participation in social activity socialibility and caste barrier.

4. Personal adjustment-health and emotionality.

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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.

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CHAPTER -2(INDUSTRY AND ORGANIZATION PROFILE)

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About Us

ALCON CABLES had been established in 1979 for the manufacture

of power and Control Cables. The company has been promoted by young

Technocrates having over 30 years experience of Cable Industry. The

promoters have practical Administrative and Management experience in

production. Quality Control and Marketing of Cables.

ALCON CABLES are equipped with latest Testing Equipments

including oxygen index test set, smoke density test set and flammability test

set for FRLS testing. ALCON CABLES shall go a long way to help the

country attain its ambition in power generation and electrification

programmes. ALCON CABLES manufactures wide range of power and

control cables for various applications. The range and type continue to grow.ALCON shall focus its attention toward customer satisfaction through

providing quality product at competitive prices and timely deliveries.

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Quality

To Maintain Quality Our Cables Tested in Following Labs: * Shriram

Institute of industrial Research Delhi. * Electronic Testing & Delopement

Centre Mohali. * Pune Engineering College . * Victorial Jublee Technical

Insitute, Bombay * Thapar Institute of Engineering & Technology Patiala. *

National Physical Labortary, Delhi. Further Company follows ISO

9001:2000 Standards while manufacturing all types of Cables.

Fact Sheet

Year of

Establishment

: 1979

Legal Status of Firm : Partnership

Nature of Business : Manufacturer, Exporter

Number of Employees : 101 to 500 People

Turnover : US$ 1-10 Million (or Rs. 4-40 Crore Approx.)Major Markets : Indian Subcontinent

Trade Membership : Member of Phd Chamber, Small Scall Industries

Association And National Small Industries

Corporation.

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Infrastructure

Manufacturer of power and control cables with pvc/ xlpe insulation, single

core cables up to 1000 sq. mm. and multicores up to 630 sq. mm

Related ProductCatalogs

Modern Machinery

Manufactures and

supplies cable tray such

as industrial cable tray,

corrosion resistant cable

tray, tensile strength

cable tray, ladder cable

tray, perforated cable

tray, construction cable

tray, customized cabletray and electrical cable

tray.

Surya Marketing

Corporation

Engaged in

manufacturing and

supplying all kinds of

cable glands such as

smc plast polyamide

cable glands, plastic

cable glands, industrial

plastic cable glands andcustomized polyamide

cable glands. also deals

in relay module and

machine lamps.

Sakthi Enterprises

Manufactures andsupplies harness cable,

port cable, relimate

cable, cable assemblies,

frc cable, barcode

labels, stickers, control

panel stickers, fabric

printing, cable harness,

industrial cable harness,

telecom cable harness,

defence cable harnessetc.

6
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Products & services

>> Other products and services

Twine, cordage, ropes and cables

Twine, man-made fibre

Cords, natural fibre

Cords, man-made fibre

Cords, silk and cotton waste

Cords, paper

Cords, braided

Cords, impregnated

Cords, endless

Cords, plastic or latex coated

Cables, cords and ropes, plaited bands and stranded wire slings, metal

Cables, stainless steel wire

Cables, galvanised steel wire

Cables, iron and steel, mixed cables

Cables, mixed, metal-textile fibres

Cables, multi-wire, 4 to 16 strands, non-ferrous metals

Cables, metal, covered

Cables, metal, braided

Power line cable and wire fittingsTerminals, power line cable and wire

Connectors, power line cable and wire

Clamps, power line cable and wire

Cable clips and wiring clips, electric

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Cable cleats and saddles, electric

Brackets, power line cable and wire

Cable glands

Cable glands for hazardous areas

Junction boxes

Junction boxes, watertight

Junction boxes, earth-cable, fused

Power line vibration dampers and spacer dampers

Cable tensioners and cable laying equipment, electric

Cable support systemsCable suspenders, electric

Cable racks, electric

Cable trays, electric

Cable thimbles and sockets, electric

Cable end sleeves, electric

Cable joint accessories, underground distribution

Electric wires and cables, insulated

Wire, mineral fibre covered, electric

Wire, ceramic covered, electric

Wire, textile covered, electric

Wires and cables for telecommunications and electronics

Cables, coaxial

Cables, coaxial, microwave

Cables, miniature, electric

Local area network (LAN) equipment NES

Local area network (LAN) systems, complete

Local networks, optical fibre cable

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Local networks, coaxial cable

Computer cable assemblies and connectors

Computer data cable assemblies, pre-assembled

Computer serial cable assemblies

Computer parallel cable assemblies

Computer keyboard and mouse extension cable assemblies

Company Profile :

We are manufacture of LT power and control cable and flexible cable

Establishment Year: 1979Firm Type: Partnership

Nature of Business: Manufacturer

Level to Expand: State

Contact Information :

Web-site: Visit Website

Contact Person: B.K.SAGGI

Designation: PARTNER

Phones (Office) : 1762329943

Phones (Resi.) : 329943

Mobile: 9316603066

Fax: 1762232687

Address: 27-A, FOCAL POINT, RAJPURA

RAJPUA - 140401

(Punjab) India

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INTRODUCTION TO HUMAN RESOURCE

MANAGEMENT

Definition Edwin Flippo defies HRM as planning, organizing, directing, controlling

of procurement, development, compensation, integration , maintenance and

separation of human resources to the end that individual, organizational and social

objectives are achieved.

Features of HRM or characteristics or nature

1. HRM involves management functions like planning, organizing,directing and controlling

2. It involves procurement, development, maintenance of human

resource

3. It helps to achieve individual, organizational and social objectives

4. HRM is a mighty disciplinary subject. It includes the study of

management psychology communication, economics and sociology.

5. It involves team spirit and team work.

Evolution of HRM

The evolution of HRM can be traced back to Kautilya Artha Shastra where

he recommends that government must take active interest in public and

private enterprise. He says that government must provide a proper procedure

for regulating employee and employee relation

In the medieval times there were examples of kings like AllaudinKhilji who regulated the market and charged fixed prices and provided fixed

salaries to their people. This was done to fight inflation and provide a decent

standard of living

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During the pre independence period of 1920 the trade union emerged. Many

authors who have given the history of HRM say that HRM started because

of trade union and the First World War.

The Royal commission in 1931 recommended the appointment of a labour

welfare officer to look into the grievances of workers. The factory act of

1942 made it compulsory to appoint a labour welfare officer if the factory

had 500 or more than 500 workers.

The international institute of personnel management and national

institute of labour management were set up to look into problems faced by

workers to provide solutions to them. The Second World War created

awareness regarding workers rights and 1940s to 1960s saw the

introduction of new technology to help workers.

The 1960s extended the scope of human resource beyond welfare. Now it was a combination of welfare, industrial relation, administration

together it was called personnel management.

With the second 5 year plan, heavy industries started and professional

management became important. In the 70s the focus was on efficiency of

labour wile in the 80s the focus was on new technology, making it

necessary for new rules and regulations. In the 90s the emphasis was on

human values and development of people and with liberalization and

changing type of working people became more and more important there by

leading to HRM which is an advancement of personnel management.

Scope of HRM/functions of HRM

The scope of HRM refers to all the activities that come under the banner of HRM.

These activities are as follows

1. Human resources planning :-

Human resource planning or HRP refers to a process by which

the company to identify the number of jobs vacant, whether thecompany has excess staff or shortage of staff and to deal with this

excess or shortage.

2. Job analysis design :-

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Another important area of HRM is job analysis. Job analysis

gives a detailed explanation about each and every job in the company.

Based on this job analysis the company prepares advertisements.

3. Recruitment and selection :-

Based on information collected from job analysis the company

prepares advertisements and publishes them in the news papers. This

is recruitment. A number of applications are received after the

advertisement is published, interviews are conducted and the right

employee is selected thus recruitment and selection are yet another

important area of HRM.

4. Orientation and induction :-

Once the employees have been selected an induction ororientation program is conducted. This is another important area of

HRM. The employees are informed about the background of the

company, explain about the organizational culture and values and

work ethics and introduce to the other employees.

5. Training and development :-

Every employee goes under training program which helps him

to put up a better performance on the job. Training program is also

conducted for existing staff that have a lot of experience. This is

called refresher training. Training and development is one area were

the company spends a huge amount.

6. Performance appraisal :-

Once the employee has put in around 1 year of service,

performance appraisal is conducted that is the HR department checks

the performance of the employee. Based on these appraisal future

promotions, incentives, increments in salary are decided.

7. Compensation planning and remuneration :-

There are various rules regarding compensation and other

benefits. It is the job of the HR department to look into remuneration

and compensation planning.

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8. Motivation, welfare, health and safety :-

Motivation becomes important to sustain the number of

employees in the company. It is the job of the HR department to look

into the different methods of motivation. Apart from this certain

health and safety regulations have to be followed for the benefits ofthe employees. This is also handled by the HR department.

9. Industrial relations :-

Another important area of HRM is maintaining co-ordinal

relations with the union members. This will help the organization to

prevent strikes lockouts and ensure smooth working in the company.

Challenges before the HR manager/before modern personnelmanagement

Personnel management which is know as human resource management has

adapted itself to the changing work environment, however these changes are

still taking place and will continue in the future therefore the challenges

before the HR manager are

1. Retention of the employees :-

One of the most important challenge the HR manager faces isretention of labour force. Many companies have a very high rate of

labour turnover therefore HR manager are required to take some

action to reduce the turnover

2. Multicultural work force :-

With the number of multi cultural companies are increasing

operations in different nations. The work force consists of people

from different cultures. Dealing with each of the needs which are

different the challenge before the HR manager is integration of

multicultural labour work force.

3. Women in the work force :-

The number of women who have joined the work force has

drastically increased over a few years. Women employees face totally

different problems. They also have responsibility towards the family.

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The organization needs to consider this aspect also. The challenge

before the HR manager lies in creating gender sensitivity and in

providing a good working environment to the women employees.

4. Handicapped employees :-This section of the population normally faces a lot of problems

on the job, very few organization have jobs and facilities specially

designed for handicapped workers. Therefore the challenge before the

HR manager lies in creating atmosphere suitable for such employees

and encouraging them to work better.

5. Retrenchment for employees :-

In many places companies have reduced the work force due to

changing economic situations, labourers or workers who are displacedface sever problems. It also leads to a negative atmosphere and

attitude among the employees. There is fear and increasing

resentment against the management. The challenge before the HR

manager lies in implementing the retrenchment policy without hurting

the sentiments of the workers, without antagonizing the labour union

and by creating positive attitude in the existing employees.

6. Change in demand of government :-

Most of the time government rules keep changing. While a lotof freedom is given to companies some strict rules and regulations

have also been passed. The government has also undertaken the

disinvestment in certain companies due to which there is fear among

the employees regarding their job. The challenge before the HR

manager lies in convincing employees that their interest will not be

sacrificed.

7. Initiating the process of change :-

Changing the method of working, changing the attitude of

people and changing the perception and values of organization havebecome necessary today. Although the company may want to change

it is actually very difficult to make the workers accept the change. The

challenge before the HR manager is to make people accept change.

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Significance/importance/need of HRM

HRM becomes significant for business organization due to the following

reasons.

1. Objective :-

HRM helps a company to achieve its objective from time to

time by creating a positive attitude among workers. Reducing wastage

and making maximum use of resources etc.

2. Facilitates professional growth :-

Due to proper HR policies employees are trained well and this

makes them ready for future promotions. Their talent can be utilized

not only in the company in which they are currently working but also

in other companies which the employees may join in the future.

3. Better relations between union and management :-

Healthy HRM practices can help the organization to maintain

co-ordinal relationship with the unions. Union members start realizing

that the company is also interested in the workers and will not go

against them therefore chances of going on strike are greatly reduced.

4. Helps an individual to work in a team/group :-

Effective HR practices teach individuals team work andadjustment. The individuals are now very comfortable while working

in team thus team work improves.

5. Identifies person for the future :-

Since employees are constantly trained, they are ready to meet

the job requirements. The company is also able to identify potential

employees who can be promoted in the future for the top level jobs.

Thus one of the advantages of HRM is preparing people for the

future.

6. Allocating the jobs to the right person :-

If proper recruitment and selection methods are followed, the

company will be able to select the right people for the right job. When

this happens the number of people leaving the job will reduce as the

will be satisfied with their job leading to decrease in labour turnover.

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DEFINITIONS OF JOB SATISFACTION

Different authors give 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 defined as a pleasurable, emotional, state resulting from

appraisal of ones job. An effective reaction to ones job.

Weiss

Job satisfaction is general attitude, which is the result of many specific

attitudes in three areas namely:

1. Specific job factors.

2. Individual characteristics.

3. Group relationship outside the job

Blum and Naylor

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.Glimmer

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Job satisfaction is defined as any contribution, psychological, physical, and

environmental circumstances that cause a person truthfully say, I am

satisfied with my job.

Job satisfaction is defined, as employees judgment of how well his job on a

whole is satisfying his various needs

Mr. Smith

Job satisfaction is defined as a pleasurable or positive state of mind resulting

from appraisal of ones job or job experiences.Locke

HISTORY OF JOB SATISFACTION

The term job satisfaction was brought to lime light by hoppock (1935). He

revived 35 studies on job satisfaction conducted prior to 1933 and observes

that Job satisfaction is combination of psychological, physiological and

environmental circumstances. That causes a person to say. I m satisfied

with my job. Such a description indicate the variety of variables that

influence the satisfaction of the individual but tell us nothing about the

nature of Job satisfaction.

Job satisfaction has been most aptly defined by pestonjee (1973) as a job,management, personal adjustment & social requirement. Morse (1953)

considers Job satisfaction as dependent upon job content, identification with

the co., financial & job status & priding group cohesiveness

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One of the biggest preludes to the study of job satisfaction was the

Hawthorne study. These studies (1924-1933), primarily credited to Elton

Mayo of the Harvard Business School, sought to find the effects of various

conditions (most notably illumination) on workers productivity.

These studies ultimately showed that novel changes in work conditions

temporarily increase productivity (called the Hawthorne Effect). It was later

found that this increase resulted, not from the new conditions, but from the

knowledge of being observed.

This finding provided strong evidence that people work for purposes other

than pay, which paved the way for researchers to investigate other factors injob satisfaction.

Scientific management (aka Taylorism) also had a significant impact on the

study of job satisfaction. Frederick Winslow Taylors 1911 book, Principles

of Scientific Management, argued that there was a single best way to

perform any given work task. This book contributed to a change in industrial

production philosophies, causing a shift from skilled labor and piecework

towards the more modern approach ofassembly lines and hourly wages.

The initial use of scientific management by industries greatly increased

productivity because workers were forced to work at a faster pace. However,

workers became exhausted and dissatisfied, thus leaving researchers with

new questions to answer regarding job satisfaction.

It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and

Hugo Munsterberg set the tone for Taylors work.

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Some argue that Maslows hierarchy of needs theory, a motivation theory,

laid the foundation for job satisfaction theory. This theory explains that

people seek to satisfy five specific needs in life physiological needs, safety

needs, social needs, self-esteem needs, and self-actualization. This model

served as a good basis from which early researchers could develop job

satisfaction theories.

IMPORTANCE OF JOB SATISFACTION

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 can partially mediate the relationship of personality

variables and deviant work behavior.

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 jobperformance is directly related to one another. Thus it can be said

that, A happy worker is a productive worker.

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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.

IMPORTANCE TO WORKER AND

ORGANIZATION

Job satisfaction and occupational success are major factors in personal

satisfaction, self-respect, self-esteem, and self-development. To the worker,

job satisfaction brings a pleasurable emotional state that can often leads to a

positive work attitude. A satisfied worker is more likely to be creative,

flexible, innovative, and loyal.

For the organization, job satisfaction of its workers means a work

force that is motivated and committed to high quality performance.

Increased productivity- the quantity and quality of output per hour worked-

seems to be a byproduct of improved quality of working life. It is important

to note that the literature on the relationship between job satisfaction and

productivity is neither conclusive nor consistent.

However, studies dating back to Herzbergs (1957) have shown at

least low correlation between high morale and high productivity and it does

seem logical that more satisfied workers will tend to add more value to an

organization.

Unhappy employees, who are motivated by fear of loss of job, will

not give 100 percent of their effort for very long. Though fear is a powerful

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motivator, it is also a temporary one, and also as soon as the threat is lifted

performance will decline.

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.

Although only little correlation has been found between job

satisfaction and productivity, Brown (1996) notes that some employers have

found that satisfying or delighting employees is a prerequisite to satisfyingor delighting customers, thus protecting the bottom line.

WORKERS ROLE IN JOB SATISFACTION

If job satisfaction is a worker benefit, surely the worker must be able to

contribute to his or her own satisfaction and well being on the job. The

following suggestions can help a worker find personal job satisfaction: Seek

opportunities to demonstrate skills and talents. This often leads to more

challenging work and greater responsibilities, with attendant increases in

pay and other recognition.

Develop excellent communication skills. Employers value and rewards

excellent reading, listening, writing and speaking skills.

Know more. Acquire new job related knowledge that helps you to perform

tasks more efficiently and effectively. This will relive boredom and often

gets one noticed.

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Demonstrate creativity and initiative. Qualities like these are valued by most

organizations and often results in recognition as well as in increased

responsibilities and rewards.

Develop teamwork and people skills. A large part of job success is the

ability to work well with others to get the job done.

Accept the diversity in people. Accept people with their differences and

their imperfections and learn how to give and receive criticism

constructively.

See the value in your work. Appreciating the significance of what one does

can lead to satisfaction with the work itself. This help to give meaning toones existence, thus playing a vital role in job satisfaction.

Learn to de-stress. Plan to avoid burn out by developing healthy stress

management techniques.

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

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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.

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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 workers immediate situation, which is a

function of organizational administration and policy. It also involves the

relationship of employee with all company superiors above level ofimmediate 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

employees 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

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allowances for holidays, leaves and vacations are included within this

factor.

REASONS OF LOW JOB SATISFACTION

Reasons why employees may not be completely satisfied with their jobs:

1. Conflict between co-workers.

2. Conflict between supervisors.

3. Not being opportunity paid for what they do.

4. Have little or no say in decision making that affect employees.

5. Fear of loosing their job.

EFFECTS OF LOW JOB SATISFACTION

1. HIGH ABSENTEEISM

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Absenteeism means it is a habitual pattern of absence from duty or

obligation.

If there will be low job satisfaction among the employees the rate of

absenteeism will definitely increase and it also affects on productivity of

organization.

High

low

low High

J

o

b

sa

ti

s

fa

c

ti

n

Rate of turn over and absences

A

B

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In the above diagram line AB shows inverse relationship between job

satisfaction and rate of turn over and rate of absenteesm.

As th job satisfaction is high the rate of both turn over and absentiseesm is

low and vise a versa.

2.HIGH TURNOVER

In human resource refers to characteristics of a given company or industry

relative to the rate at which an employer gains and losses the staff.

If the employer is said to be have a high turnover of employees of that

company have shorter tenure than those of other companies.

3.TRAINING COST INCREASES

As employees leaves organization due to lack of job satisfaction. Then

Human resource manager has to recruit new employees. So that the training

expenditure will increases.

INFLUENCES ON JOB SATISFACTION

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There are no. of factors that influence job satisfaction. For example, one

recent study even found that if college students majors coinsided with their

job , this relationship will predicted subsequent job satisfaction. However,

the main influences can be summerised along with the dimentions identified

above.

The work itself

The concept of work itself is a major source of satisfaction. For example,

research related to the job charactoristics approach to job design, shows thatfeedback from job itself and autonomy are two of the major job related

motivational factors. Some of the most important ingridents of a satisfying

job uncovered by survey include intersting and challenging work, work that

is not boring, and the job that provides status.

Pay

Wages and salaries are recognised to be a significant, but complex,

multidimentional factor in job satisfaction. Money not only helps people

attain their basic needs butevel need satisfaction. Employees often see pay

as a reflection of how managemnet view their conrtibution to the

organization. Fringe benefits are also important.

If the employees are allowed some flexibility in choosing the type of

benefits they prefer within a total package, called a flexible benefit plan,

there is a significant increase in both benefit satisfaction and overall job

satisfaction.

Promotions

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Promotional opportunities are seem to be have avarying effect on job

satisfaction. This is because of promotion take number of different forms.

WHAT IS THE IMPACT OF JOB SATISFACTION?

Many managers subscribe to the belief that a satisfied worker is

necessarily good worker. In other words, if management could keep the

entire workers happy, good performance would automatically fallow.

There are two propositions concerning the satisfaction performance

relation ship. The first proposition, which is based on traditional view, is

that satisfaction is the effect rather than the cause of performance. This

proposition says that efforts in a job leads to rewards, which results in a

certain level of satisfaction .in another proposition, both satisfaction and

performance are considered to be functions of rewards.

Various research studies indicate that to a certain extent job satisfaction

affects employee turn over, and consequently organization can gain from

lower turn over in terms of lower hiring and training costs. Also research

has shown an inverse relation between job satisfaction and absenteeism.

When job satisfaction is high there would be low absenteeism, but when

job satisfaction is low, it is more likely to lead a high absenteeism.

What job satisfaction people need?

Each employee wants:

1. Recognition as an individual

2. Meaningful task

3. An opportunity to do something worthwhile.

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4. Job security for himself and his family

5. Good wages

6. Adequate benefits

7. Opportunity to advance

8. No arbitrary action- a voice a matters affecting him

9. Satisfactory working conditions

10.Competence leadership- bosses whom he can admire and respect

as persons and as bosses.

However, the two concepts are interrelated in that job satisfaction cancontribute to morale and morale can contribute to job satisfaction.

It must be remembered that satisfaction and motivation are not synonyms.

Motivation is a drive to perform, where as satisfaction reflects the

individuals attitude towards the situation. The factors that determine

whether individual is adequately satisfied with the job differs from those

that determine whether he or she is motivated. the level of job satisfaction is

largely determined by the comfits offered by the environment and the

situation . Motivation, on the other hand is largely determine by value of

reward and their dependence on performance. The result of high job

satisfaction is increased commitment to the organization, which may or may

not result in better performance.

A wide range of factors affects an individuals level of satisfaction. While

organizational rewards can and do have an impact, job satisfaction is

primarily determine by factors that are usually not directly controlled by the

organization. a high level of job satisfaction lead to organizational

commitment, while a low level, or dissatisfaction, result in a behavior

detrimental to the organization. For example, employee who like their jobs,

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supervisors, and the factors related to the job will probably be loyal and

devoted. People will work harder and derive satisfaction if they are given

the freedom to make their own decisions.

MODELS OF JOB SATISFACTION

There are various methods and theories of measuring job satisfaction level

of employees in the orgnization given by different authers.

List of all the theorise and methods measuring job satisfaction level is given

below:

A MODEL OF FACET SATISFACTION

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Affect theory(Edwin A. Locke 1976)

Dispositional Theory( Timothy A. Judge 1988)

Two-Factor Theory (Motivator-Hygiene Theory) (Frederick

Herzbergs)

Job Characteristics Model (Hackman & Oldham)

Rating scale

Personal interviews

action tendencies

Job enlargement

Job rotation

Change of pace

Scheduled rest periods

MODEL OF FACET OF JOB SATISFACTION

33

Skill

ExperienceTraining

Efforts

AgeSeniority

Education

Co loyaltyPast

performance

Perceived personal

job inputsFig.no. 1 Curve

Perceivedamount that

should be

received (a)
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Fig.no.2 Model of determinant of facet of job satisfaction

Edward E.lawler in 1973 propoed a model of facet satisfaction. This model

is applicable to understand what determines a persons satisfaction with any

facet of job.

According to this model actual outcome level plays a key role in a persons

perception of what rewards he recieves. His perception influenced by his

perception of what his referent others recieves.

AFFECT THEORY

Edwin A. Lockes Range of Affect Theory (1976) is arguably the most

famous job satisfaction model. The main premise of this theory is that

satisfaction is determined by a discrepancy between what one wants in a job

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Level

Difficulty

Time spanAmount of

responsibility

Perceived

outcome ofreferent others

Actualoutcome

received

Perceived jobcharacteristics

Perceived

amountreceived

(b)

a=b

satisfactiona>b

dissatisfaction

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and what one has in a job. Further, the theory states that how much one

values a given facet of work (e.g. the degree of autonomy in a position)

moderates how satisfied/dissatisfied one becomes when expectations

are/arent met. When a person values a particular facet of a job, his

satisfaction is more greatly impacted both positively (when expectations are

met) and negatively (when expectations are not met), compared to one who

doesnt value that facet. To illustrate, if Employee A values autonomy in the

workplace and Employee B is indifferent about autonomy, then Employee A

would be more satisfied in a position that offers a high degree of autonomy

and less satisfied in a position with little or no autonomy compared toEmployee B. This theory also states that too much of a particular facet will

produce stronger feelings of dissatisfaction the more a worker values that

facet.

DISPOSITIONAL THEORY

Another well-known job satisfaction theory is the Dispositional Theory it is

a very general theory that suggests that people have innate dispositions that

cause them to have tendencies toward a certain level of satisfaction,

regardless of ones job. This approach became a notable explanation of job

satisfaction in light of evidence that job satisfaction tends to be stable over

time and across careers and jobs. Research also indicates that identical twins

have similar levels of job satisfaction.

A significant model that narrowed the scope of the Dispositional Theory

was the Core Self-evaluations Model, proposed by Timothy A. Judge in

1998. Judge argued that there are four Core Self-evaluations that determine

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ones disposition towards job satisfaction: self-esteem, general self-efficacy,

locus of control, and neuroticism. This model states that higher levels of

self-esteem (the value one places on his self) and general self-efficacy (the

belief in ones own competence) lead to higher work satisfaction. Having an

internal locus of control (believing one has control over her\his own life, as

opposed to outside forces having control) leads to higher job satisfaction.

Finally, lower levels ofneuroticism lead to higher job satisfaction

TWO-FACTOR THEORY (MOTIVATOR-HYGIENE

THEORY)

Frederick Hertzbergs Two-factor theory (also known as Motivator Hygiene

Theory) attempts to explain satisfaction and motivation in the workplace.

This theory states that satisfaction and dissatisfaction are driven by different

factors motivation and hygiene factors, respectively. Motivating factors

are those aspects of the job that make people want to perform, and provide

people with satisfaction. These motivating factors are considered to be

intrinsic to the job, or the work carried out.Motivating factors include

aspects of the working environment such as pay, company policies,

supervisory practices, and other working conditions.

While Hertzberg's model has stimulated much research, researchers have

been unable to reliably empirically prove the model, with Hackman &

Oldham suggesting that Hertzberg's original formulation of the model may

have been a methodological artifactFurthermore, the theory does not

consider individual differences, conversely predicting all employees will

react in an identical manner to changes in motivating/hygiene factors..

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Finally, the model has been criticised in that it does not specify how

motivating/hygiene factors are to be measured]

JOB CHARACTERISTICS MODEL

Hackman & Oldham proposed the Job Characteristics Model, which is

widely used as a framework to study how particular job characteristics

impact on job outcomes, including job satisfaction.

The model states that there are five core job characteristics (skill variety,

task identity, task significance, autonomy, and feedback) which impact threecritical psychological states (experienced meaningfulness, experienced

responsibility for outcomes, and knowledge of the actual results), in turn

influencing work outcomes (job satisfaction, absenteeism, work motivation,

etc.).

The five core job characteristics can be combined to form a

motivating potential score (MPS) for a job, which can be used as an index of

how likely a job is to affect an employee's attitudes and behaviors.

A meta-analysis of studies that assess the framework of the model provides

some support for the validity of the JCM.

MODERN METHOD OF MEASURING JOB

SATISFACTION

In this method of measuring job satisfaction the comparision between

various orgnizational terms and conditions at managerial level and also the

orgnization at a large.

SATISFACTION WITH HUMAN RESOURCES MANAGEMENT

POLICIES OF THE ORGANIZATION:

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1. Management has a clear path for employees advancement

2. Decisions are made keeping in mind the good of the employees

3. Management is extremely fair in personal policies

4. Physical working conditions are supportive in attaining targets

5. I nnovativeness is encouraged to meet business problems.

SATISFACTION WITH SUPERVISION

1. I feel I can trust what my supervisor tells me

2. My supervisor treats me fairly and with respect

3. My supervisor handles my work-related issues satisfactorily4. I get frequent appreciation of work done from supervisors

5. I get enough support from the supervisor

6.Individual initiative is encouraged

SATISFACTION WITH COMPENSATION LEVELS

1. Overall I am satisfied with the companys compensation package

2. I am satisfied with the medical benefits

3. I am satisfied with the conveyance allowance

4. I am satisfied with the retirement benefits

5. I am satisfied with the reimbursement of the expenses as per the eligibility

6. I am satisfied with the holiday (vacation) eligibilities

SATISFACTION WITH TASK CLARITY1. Management decisions are Ad Hoc and lack professionalism (reverse

scaled)

2. Rules and procedures are followed uncompromisingly

3. My job responsibilities are well defined and clear

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SATISFACTION WITH CAREER DEVELOPMENT

1. I have adequate opportunities to learn and grow

2. I get opportunities to handle greater responsibilities

3. My skills and abilities are adequately used at work

From all above we can conclude level of job satisfaction of our employees.

RATING SCALE

It is one of the most common methods of measuring job satisfaction. The

popular rating scale used to measure Job satisfaction is to include:

Minnesota Satisfaction Questionnaires: It helps to obtain a clear picture

of pertinent satisfactions and dissatisfactions of employees.

Job Description Index: it measures Job satisfaction on the dimension

identified by Smith, Kendall, Hullin.

Porter Need Identification Questionnaires: It is used only for

management personnel and revolves around the problems and challenges

faced by managers.

CRITICAL INCIDENTS

Fredrick Hertz berg and his Associates popularized this method of

measuring Job satisfaction. It involves asking employees to described

incidents on job when they were particularly satisfied or dissatisfied. Then

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the incidents are analyzed in terms of their contents and identifying those

related aspects responsible for the positive and negative attitudes.

PERSONAL INTERVIEWS

This method facilitates an in-depth exploration through interviewing of

job attitudes. The main advantage in this method is that additional

information or clarifications can be obtained promptly.

ACTION TENDENCIES

By this method, Job satisfaction can be measured by asking questions

and gathering information on how they feel like behaving with respect to

certain aspects of their jobs. This method provides employees more

opportunity to express their in-depth feeling.

In his study on American employees, hoppock identified six factors that

contributed to job satisfaction among them. These are as follows:

1. The way individual reacts to unpleasant situations.

2. The facilities with which he adjust himself to other persons.

3. His relatives status in the social & economic group with which he

identifies himself.

4. The nature of work in relation to the abilities, interest &

preparation of the workers.

5. Security.

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6. Loyalty.

Because human resource manager often serve as intermediaries between

employees & management in conflct.they are concern with Job satisfaction

or general job attitudes with the employees.

Philip apple white has listed the five major components of Job satisfaction

.as

1. Attitude towards work group.

2. General working conditions.

3. Attitude towards company.4. Monitory benefits &

5. Attitude towards supervision

Other components that should be added to this five are individuals state of

mind about the work itself and about the life in general .the individuals

health, age, level of aspiration. Social status and political & social activities

can all contribute to the Job satisfaction. A persons attitude toward his or

her job may be positive or negative.

JOB ENLARGEMENT

The concept of job enlargement originated after World War II. It is simply

the organizing of the work so as to relate the contents of the job to the

capacity, actual and potential, of workers. Job enlargement is oblivious

forerunner of the concept and philosophy of job design. Stephan offers three

basic assumptions behind the concept of job enlargement.

Output will increase if

1. Workers abilities are fully utilized

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2. Worker has more control over the work

3. Workers interest in work and workplace is stimulated.

Job enlargement is a generic term that broadly means adding more and

different tasks to a specialized job. It may widen the number of task the

employee must do that is, add variety. When additional simple task are

added to a job, the process is called horizontal job enlargement. This also

presumably adds interest to the work and reduces monotony and boredom.

To check harmful effects of specialization, the engineering factors involved

in each individual job must be carefully analyzed. Perhaps, the assemblylines can be shortened so that there will be more lines and fewer workers on

each line. Moreover, instead of assigning one man to each job and then

allowed to decide for himself how to organize the work. Such changes

permit more social contacts and greater control over the work process.

JOB ROTATION

Job rotation involves periodic assignments of an employee to completely

different sets of job activities. One way to tackle work routine is to use the

job rotation. When an activity is no longer challenging, the employee is

rotated to another job, at the same level that has similar skill requirements.

Many companies are seeking a solution to on-the-job boredom through

systematically moving workers from one job to another. This practice

provides more varieties and gives employees a chance to learn additional

skills. The company also benefits since the workers are qualified to perform

a number of different jobs in the event of an emergency.

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CHANGE OF PACE

Anything that will give the worker a chance to change his pace when he

wishes will lend variety to his work. Further if workers are permitted to

change their pace that would give them a sense of accomplishment.

SCHEDULED REST PERIODS

Extensive research on the impact of rest periods indicates that they may

increase both morale and productivity. Scheduled rest periods bring many

advantages:

1. They counteract physical fatigue

2. They provide variety and relieve monotony

3. They are something to look forward to- getting a break gives a sense

of achievement.

4. They provide opportunities for social contacts.

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Research

Methodology

RESEARCH METHODOLOGY

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4.1 INTRODUCTION

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.

4.2 DRAFTING QUESTIONNAIRE

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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 isinexpensive to analysis and easy to administer. All questions are closed

ended.

4.3SAMPLING

It was divided into following parts:

Sampling universe

All the employees are the sampling universe for the research.

Sampling technique

Judgmental sampling

Sample was taken on judgmental basis. The advantage of sampling are that

it is much less costly, quicker and analysis will become easier. Sample size

taken was 100 employees.

4.4 RESEARCH OBJECTIVES

The research has been undertaken with following objectives.

To study the level of job satisfaction among the employee of Alcon, if

any. To study the methods of measuring job satisfaction of Alcon.

4.5 DATA COLLECTION

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The task of data collection begins after the research problem has been

defined and research design chalked out. While deciding the method of data

collection to be used for the study, the researcher should keep in mind two

types of data viz. Primary and secondary data.

Primary Data: -

The primary data are those, which are collected afresh and for the first

time and thus happen to be original in character. The primary data were

collected through well-designed and structured questionnaires based on the

objectives.

Secondary Data:

The secondary data are those, which have already been collected by

someone else and passed through statistical process. The secondary data

required of the research was collected through various newspapers, and

Internet etc.

4.6 RELEVANCE AND LIMITATIONS OF STUDY

The study was thoughtful for knowing the existing job satisfaction

level of the employees of Alcon. Limitation for the study, the study was

restricted to Alcon, only.

4.7 CHAPTERISATION

1. Introduction

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2. Research methodology

3. Organizational profile

4. Data presentation, analysis and interpretation

5. Conclusions and suggestions

OBJECTIVES OF STUDY

o To find that whether the employees are satisfied or not.

o To analyse the companys working environment.

o To check the Degree of satisfaction of employees.

o To find that they are satisfied with their job profile or not.

o To find that employees are working with their full capabilities or not.

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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,tat

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

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.

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LIMITATIONS OF STUDY

However I shall try my best in collecting the relevant information for my

research report, yet there are always some problems faced by the researcher.

The prime difficulties which I face in collection of information are discussed

below:-

1. Short time period: The time period for carrying out the research was

short as a result of which many facts have been left unexplored.

2. Lack of resources: Lack of time and other resources as it was not

possible to conduct survey at large level.

3. Small no. of respondents: Only 100 employees have been chosen

which is a small number, to represent whole of the population.

4. Unwillingness of respondents: While collection of the data many

consumers were unwilling to fill the questionnaire. Respondents were

having a feeling of wastage of time for them.

5. Small area for research: The area for study was Rajpura, which is

quite a small area to judge job satisfaction level.

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DATA ANALYSISAND

INTERPRETATION

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Analysis of Data:

The data are collected through survey and books, reports, newspapersand internet etc., the survey conducted among the employees of Alcon

wire and cables,Pvt Ltd.

. The data collected by the researcher are tabulated and analyzed in

such a way to make interpretations.

Various steps, which are required to fulfill 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 answer for placing them in categories to prepare data for

tabulation refers to bring together the similar data in rows and columns

and totaling them in an accurate and meaningful manner.

The collected data are analyzed and interrupted using statistical tools

and techniques.

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I have been passed up at least once for

a promotion in the past few years.

0% 20%

30%

50%

0%

Strongly Agree Agree

Neither Agree nor Disagree Disagree

Strongly Disagree

This graph shows that 0% of employees are strongly agree about the point ,

20% of employees are agree on the point, 30% are neither agree nor

disagree,50% are disagree and rest 0% of employees are strongly disagree.

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I spend parts of my day daydreaming

about a better job.

60%15%

15%

10% 0%



Strongly Disagree




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I find much of my job repetitive and

boring.

75%

10%

10% 5% 0%



Strongly Disagree

This graph shows that 75% of employees are strongly agree about the point , 10% of

employees are agree on the point, 10% are neither agree nor disagree,5% are disagree

and rest 0% of employees are strongly disagree.

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I am mentally and/or physically

exhausted at the end of a day at wor

85%

10% 5% 0%0%



Strongly Disagree

This graph shows that 85% of employees are strongly agree about the point , 10% of

employees are agree on the point, 5% are neither agree nor disagree,0% are disagree and

rest 0% of employees are strongly disagree.

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I feel that my job has little impact on thsuccess of the company.

50%

30%

20% 0%0%



Strongly Disagree




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I have an increasingly bad attitude

toward my job, boss, and employer

0%0% 20%

60%

20%



Strongly Disagree




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I am no longer given the resources I

need to successfully do my job.

10%

30%60%

0%0%



Strongly Disagree

This graph shows that 10% of employees are strongly agree about the point , 30%

of employees are agree on the point, 60% are neither agree nor disagree,0% are

disagree and rest 0% of employees are strongly disagree.

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I am not being used to my full

capabilities.

0%

40%

20%

40%

0%



Strongly Disagree




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I have received no better than "fair"

evaluations recently.

40%

35%

25% 0%0%



Strongly Disagree




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I feel as though my boss and employer

have let me down.

0%0% 10%

55%

35%



Strongly Disagree




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I often feel overworked and

overwhelmed.

45%

20%

35%

0%0%



Strongly Disagree

This graph shows that 45% of employees are strongly agree about the point,



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I am frequently stressed out at work.

0% 20%

15%

15%

50%



Strongly Disagree




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I live for weekends and days aw

from the job.

0%0% 10%

30%60%



Strongly Disagree




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I find myself negatively comparing

situation to my peers.

0% 15%

25%

40%

20%



Strongly Disagree




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I fee l m y b ad d ay s a t w o r k o u tw e ig h

o n e s .

2 5%

3 0%

4 5%

0%0%

S trong ly A gree A gree

Nei ther Agree nor D isagreeD isagree

S t rong ly D isagree




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I o f te n e x p e r ie n c e a s e n s a t io n o f tis t ill w h e n I a m a t w o r k .

1 5 %

3 5 %3 0 %

2 0 % 0 %

S t ro n g ly A g re e A g re e

N e i t h e r A g re e n o r D i s a g re eD i s a g re e

S t ro n g l y D i s a g re e




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I h a v e b e e n to ld t h a t I a m b e c o m i

c y n ic a l p e r s o n .

1 0 %

2 5 %

3 0 %

3 5 %

0 %

S t ro n g ly A g r e e

A g r e e

N e i t he r Ag reeD isag ree

D isag ree

S t ro n g ly D i s a g




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I fe e l a s th o u g h m y e m p lo y e r h a s

p ro m is e s a b o u t m y fu t u re w ith t h e o

0 % 1 0 %

2 5 %

2 5 %

4 0 %

S t ro n g ly A g re e A g re e

N e i t h e r A g r e e n o r D i s a g r e eD i s a g r e e

S t r o n g l y D i s a g r e e

This graph shows that 0% of employees are strongly agree about the point, 10% of

employees are agree on the point, 25% are neither agree nor disagree,25% are disagree

and rest 40% of employees are strongly disagree.

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I have lost s igh t o f m y ca reer goal

aspirat ions.

15%

25%

45%

15% 0%

S trongly A gree A gree

Neither Agree nor DisagreeDisagree

S trong ly D isagree




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I n o lo n g e r fe e l v a lu e d fo r

2 5 %

2 5 %2 0 %

2 0 %

1 0 %

S tro n g ly A g re e A g re e

N e i th e r A g r e e n o r D i s a g r e eD i s a g r e e

S t ro n g l y D i s a g re e




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SUGGESTION

AND

RECOMMENDATION

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To increase the job satisfaction level of the employees the company should

concentrate mainly on the incentive and reward structure rather than the

motivational session.

Ideal employees should concentrate on their job.

Educational qualification can be the factor of not an effective job.

Company should give promotion to those employees who deserves it.

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BIBLIOGRAPHY

Books: -

Hitt, Miller, Colella Organizational Behavior A Strategic Approach,

Wiley Students 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.

Kothari C.R., Research Methodology, New Delhi; New Age

International

Publication, second edition.

Websites: -

www.hrcouncil.com

www.workforce.com

www.google.com

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http://www.hrcouncil.com/http://www.workforce.com/http://www.google.com/http://www.hrcouncil.com/http://www.workforce.com/http://www.google.com/


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ANNEXURE

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QuestionnaireS for JOB

SATISFACTION

NAME: .

DESIGNATION: .

COMPANY: .

1. I have been passed up at least once for a promotion in the past few years.

Strongly Agree

Agree

Neither Agree

part 2 project report

Documents