A

SUMMER TRAINING REPORT

ON

JOB SATISFACTION
at

For The Partial Fulfillment of Bachelor of Business Administration 2010-13 SUBMITTED TO :Jiwaji University, Gwalior SUBMITTED BY:PRIYANKA GUPTA BBA V Semester

GICTS GROUP OF INSTITUTIONS , GWALIOR

Shivpuri Link Road LASHKAR GWALIORTel: 91-751-2448801, 02, 03 Email: infor@gicts.org Website: www.gicts.org.
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DECLARATION

This is to declare that the Summer Training Report has been accomplished by me and being submitted in partial fulfillment of requirement for the award of the Degree of Bachelor of Business Administration from GICTS Group of Institution affiliated to Jiwaji University, Gwalior. The work has not been submitted by me anywhere else for the award of any degree or diploma. All source of information are based on my on training experience and learning.

Date: Place:

PRIYANKA GUPTA BBA V Semester

CERTIFICATE
This is to certify that MS. PRIYANKA GUPTA student of BBA V Semester of GICTS Groups of Colleges has successfully completed his Summer Training dated from 45 days and this report is submitted by Him for the completion of the training requirement under my guidance and supervision.

Date : Place:

(MRS. SHIPRA AGRAWAL )

ACKNOWLEDGEMENT
It is great pleasure for me to put on record my appreciation and gratitude towards Placement and Training Coordinator GICTS Group of College, Gwalior my special thanks to my respected faculty. MRS. SHIPRA AGRAWAL for her valuable support and suggestions for the execution of Summer Training. I thank her for the right direction and providing direction for the completion of my summer training project.

Date: Place:

PRIYANKA GUPTA BBA V Semester

TABLE OF CONTENTS
1. History of the organization and objective 2. Organization structure 3. Financial performance & Position 4. Personnel 5. Production 6. Marketing 7. Strength & weakness of organization 8. Suggestion 9. Any other point observed Chapter :- Introduction Chapter :- 2 Methodology Introduction of the project 1. The study and its objectives 2. The samples 3. The tools Chapter 3 Result and Discussion Chapter 4:- suggestion and discussion Chapter: 5 conclusions References
Annexure

History of the organization and objective

HISTORY OF JK TYRE & INDUSTRY LTD. Ever since its inception it has been JK Tyre's belief in the value of technological superiority that has made it grow by leaps and bounds. This division produces and sells tyres and tubes the brand name "JK Tyre" for Truck, Buses, Passenger Cars, Jeeps, Light Commercial Vehicles, Multi Utility Vehicles and Tractors. The company pioneered Steel Radial be India. under

Technology in India in 1977 and continues to the industry leader in the Radial segment in JK Tyre is the only Tyre Manufacturer in the country to produce high performance 'T' & 'H' steel radial tyres. JK Tyre has consciously followed a policy of continuously modernizing

rated

and

expanding its tyre manufacutring facilities to retain its edge in the market place. Our customer base covers virtually the entire Original Equipment Manufacturers (OEMs) in India together with Replacement Market for four wheeler vehicles, Defence and State Transport Units. Besides India, we have a worldwide customer base in over 45 countries across all 6 continents.To keep pace with the market demand as well as technological leadership in Indian market, J.K. Industries acquired Vikrant Tyres Limited, Mysore in 1997. J.K. Industries and Vikrant Tyres Limited are the only tyre companies in India to have received all three ISO 9001, QS 9000 and ISO 14001 certificates. This indeed is a true reflection of our commitment to system oriented approach. The company has a technical collaboration with M/s Continental AG, Germany, which is among the top five tyre manufacturers in the world to keep pace with latest technological developments. To stay at the forefront of technological

advancements a state of art Research & Development Centre, HASETRI, was set up, which remains the nerve centre for providing cutting edge technology. In a short span of time it has emerged as the 17th largest tyre manufacturer in the world an achievement in itself.

With three plants located in Rajasthan, Madhya Pradesh and Karnataka, JK Tyre is the largest manufacturer of truck and bus tyres in India. The truck and bus tyres produced account for nearly 74% of the total tyre business in India, thus giving JK Tyre an undisputed position. Additionally, JK Tyre is the only manufacturer of truck/ bus steel radial tyres, and the second largest manufacturer of 4-wheeler tyres in the country.

Also, JK Tyre is the largest exported tyre brand from India. It was awarded the CAPEXIL's Highest Export Award for 1997-97 by FIEO. It enjoys preferred premium brand status in Truck Bias market in USA and across many markets in Africa, Middle East and South East Asia.

1951-

The Company was incorporated as a private limited company in West Bengal in 14th February, 1951 until 31st March 1970. The company was engaged in the managing agency business thereafter the company decided to undertake manufacturing activities and obtained a letter of intent in February 1972 for the manufacture of automobile tyres and tubes.

1972-

The letter of intent was converted into an industrial licence in February for the manufacture of 4 lakh nos. each automobile tyre and tubes per annum. The company was converted into a public limited company on 1st April 1974. the manufacturing project was promoted by Straw Products Ltd and J.K. Synthetics Ltd. Co.,U.S.A.,(a subsidiary of General Tire & Rubber Co., U.S.A.) for technical services for a period of 5years and sales agreement for the supply of technical know-how, engineering and documentation for operational facilities (for a period of 8 years from 23.08.1973). Under the collaboration agreement, the company has the right to use on its products the wording Made in collaboration with General Tire International Co., U.S.A.

1982-

The companys technical collaboration agreement with General tire International Co., was renewed for a further period of 5 years.

1987-

The overall working resulted in substaintial profits despite a 51 days strike as well as go-slow from 14th October. The strike had since then been resolved and amicable settlement was reached. Efforts were on to launch a new pattern in steel belted radial tyres.

1988-

New steel radial tyres for Maruti Gypsy and Tata mobile were introduced. The company proposed to incur an expenditure of Rs.300 lakhs for installation of latest and sophisticated R&D equipment.

1989-

Several new patterns and sizes of tyres were introduced including a semi-lug Nylon tyre, all of which were well received in the market.

1990-

Han deep Investment Ltd., Hid rive Finance Ltd.,

Panchanan Investment Ltd.,

and Radial Finance Ltd.,

J.K. International Ltd., Shivdham Properties Ltd., and

J.K. Asia Pacific, Ltd., are subsidiaries of the Company. 1991The J.K. International division expanded its activities by opening its office in Moscow besides starting companys subsidiaries in UK & Honkong. The radial tyres for tractors and business launched in the previous years were well received. 1992New radial tyres Brute and Ultima were introduced. The company was in the process of developing steel belted radial tyres the prestigious cars in the Mercedes Benz, Peugeot, Daewoo race and Opel Astra. A new pattern developed for Bus and tucks PE-T8 was well received in the market.

1994- The company maintained its pace of growth, despite

steep rise in raw material and

input costs and competition. The company effected an all round cost reduction and attained higher capacity utilization at both the Tyre plants at Jaykaygram and Banmore.
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The T-rated Ultima tyres launched for new generation cars found its acceptance in DCM Daewoos Ceilo. Also J.K. steel radial was chosen for Mercedes Benz India.

The company undertook to develop steel radials for GMs Astra. Pals Peugekot Fiats, UNO and M&Ms Ford.

The company launched a premium truck Tyre Jet Trak 39 which was introduced to meet the need of the heavy load market.

The new tractor rear tyre SONA was well received in the market.

1996-

During this period, a new car tyre Jet Drive XS, the widest nylon car tyre of Maruti 800 was lauched. Along with new semi-lug and heavy duty lug tyre for trucks, a new lug tyre for super heavy load applications Jet Trak-39 was also introduced. In the radial category, Ultima XR Radial, a terrain tyre was introduced. All these products were well received in the market. Both the tyre plants operated to full capacity. In line with JK Tyre, the radials unit introduced the dual contact high traction and high performance Aqua sonic steel radial car Tyre. The unit also developed also developed Indias first and only Hrated Ultima Xs especially for Mercedes-Benz Cars.

2000-

The company proposes to reduce its debt by Rs.125 crore in the current fiscal from the current level of Rs.635 crore by way of loan repayment. The company and Indian Oil Corporation have entered into a marketing alliance for installing digital air pressure gauges and setting up sales and services outlets at IOC petrol stations throughout the country.

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2001-

Raghupati Singhania managing director of J.K. Industries has been appointed the 19th Chairman of Automative Tyre Manufacturers association, the representative body of Tyre industry in India.

2002-

J.K. Industries Ltd. has informed BSE that CRISIL has assigned a P1+rating to the Commercial Paper programmer of the company.

2003-

J.K. Industries Ltd. has a new Marketing Director in

Mr. Ajay Kapila. Before

joining J.K. Industries Ltd., Mr. Kapila was Senior Vice-President (sales and Marketing) at Kinetic Engineering Ltd. He was also Director on board and operational head of Kinetics direct selling arm-Kinetic Marketing Services Ltd.

2004-

J.K. Industries Ltd. has informed that its securities are delisted from Delhi Stock Exchange Association Ltd (DSE) w.e.f. January 29, 2004.

2007-

J.K. Industries Ltd. has informed that the name of the company has been changed from J.K. Industries Ltd. to J.K. Tyre & Industries Ltd. w.e.f. April 02, 2007.

We the people of J.K. Tyre will have an organization committed to quality in everything we do. We will continuously anticipated and understand our customers requirements. Convert these into performance standards for our products and service es and meet these standards every time. Full customer satisfaction-both internal and external is our motto.

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THE FOUNDERS

JK Organization owes its name to Late Lala Juggilal Singhania, a dynamic personality with a broad vision. Inspired by the cause of the Swadeshi movement of Mahatma Gandhi, and driven by the zeal to set up an Indian enterprise, Lala Kamlapat Singhania founded J.K. Organization in the 19th century ushering in a new industrial era in India. The process of industrialization and diversification was worthily and successfully carried on by Lala Kamlapats three illustrious sons-Sir Padampat, Lala kailashpat and Lala Lakshmipat, aided in no small measure by the late Gapal Krishna son of Sir Padampat.

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VISION & MISSION VISION:

To be amongst the most admired companies in India committed to excellence.

MISSION:

Be a customer obsessed company. No.1 Tyre Brand in India. Deliver enhanced value to all stake holder. Most profitable Tyre company in India. Enhance global presence through acquisition. Motivated and committed team development for high performance Organization. TOP LEVEL MANAGEMENT J.K. TYRE & INDUSTRIES LTD Board of Directors:1) Mr. Hari Shankar Singhania (Chairman) 2) Mr. Raghupati Singhania(Vice Chairman/Managing Director) 3) Mr. Bharat Hari Singhania (Managing Director)

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Organization structure

The advent of JK Organization on the industrial landscape of India almost synchronizes with the beginning of an era of industrial awareness - an endeavor for self reliance and the setting up of a dynamic Indian industry. This was way back in the middle of the 19th century. And the rest that followed is history.

J.K. ORGANIZATION STRUCTURE (TYRE & TUBE DIVISION)

MANAGING DIRECTOR

PRESIDENT

C.E.O. (WORKS) JAYKAYGRAM RAJASTHAN

C.E.O. WORKS BANMORE MORENA

HEAD OFFIFCE NEW DELHI

HRD

PERSONNEL

TIME OFFICE

SAFETY

EDP ENGINEERING

MANAGEMENT

COMMERCIAL

IND. ENGINEERING

STORES

MATERIAL

MIS

EXCISE & DISPATCH

WORKS

ACCOUNTS

COST ACCOUNTS ADMINISTRATION

PROJECT

ENGINEERING

CIVIL DEVELOP.

HORTI-CULTURE

PRODUCTION

TECHNICAL

PRODUCTS & PROCESS AUDIT

TECHNICAL TRAINING

SECURITY

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DIVISION OF J.K. TYRE & INDUSTRIES LTD. J.K. TYRE & INDUSTRIES LTD Banmore having following division: 1) Cost department 2) Purchase department 3) Store department 4) Dispatch department a) Raw material store b) General store 5) Excise department 6) Administration department 7) Account department GROUP COMPANY OF JK ORGANISATION

"Excellence comes not from mere words or procedures. It comes from an urge to strive and deliver the best. A mindset that says, when it is good enough, improve it. It is a way of thinking that comes only from a power within." - H.S.Singhania

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Financial performance & Position

New Delhi : JK Tyre - India's No.1 manufacturer of four-wheeler tyres and pioneers of radial tyre technology in India, unveiled nation's first eco-friendly coloured radials. Developed indigenously at JK Tyre's state-of-the-art R&D facilities HASETRI (Hari Shankar Singhania Elastomer and Tyre Research Institute), these tyres employ path-breaking technology which replaces the traditionally used Carbon Black with environment friendly material Silica. Besides being environmentally less hazardous, silica also promises higher fuel efficiencyas a result of its lower rolling resistance.

These tyres will also have longer life due to advanced compounding technology - offering excellent performance, handling and braking that are a hallmark of tyres from JK Tyre.

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Personnel
There are many competitors are as follows: 1. MRF TYRES

2. APOLLO TYRES

3. BRIDGESTONE

4. GOODYEAR

5. CEAT

6. BIRLA TYRES

7. BKT

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Marketing
BANMORE PLANT J.K.TYRE & INDUSTRIES LTD BANMORE TYRE PLANT started its production in 1991 and the first tyre rolled out 25th march 1991.The initial capacity of the plant was 4.5 mt/ day. Radial tyre production in passenger and light commercial vehicle segment was added in 1996. The plant is continuously improving its capacity, particularly in radial segment. Present radial capacity is 9000 tyre/ day. Total investment is in last three years for in capacity in radial tyre is apporx Rs117 crore. The expencesion of radial plant is still on. Our customers base virtually covers the entire Original equipment manufactures [OEM] in India together with replacement market for four wheeler, defence and state transport undertaking. Besides India, we have worldwide customers base exporting to more then 60 countries. Plant manages their process through documented procedures based upon ISO/TS16949QMS and ISO 14001 EMS [for plant only]. These described only all the activities in structured manner to be performed at all BU & SSU level. These procedures are audited at least twice in six months, once each by internal and external auditors. These audits ensure that systems are effectively functioning and continual improvement are achieved. BANMORE TYRE PLANT has started its TPM (Total Productive Maintenance) journey from October 2005 under the guidance of Egami san of JIPM. Currently we have 7 Manager Model Machines and 40 Business Model Machines where MCS and workmen form teams for the improvement of the machine through Kaizens

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CORE VALUES OF BANMORE TYRE PLANT. Caring for people Integrity including Honesty, Fairness & Trust Committed to the Excellence BUSINESS As diverse as the countrys needs Today JK Organization, an association of Industrial and commercial companies and charitable trusts, continues to grow to greater heights under the stewardship of its President, Shri Hari Shankar Singhania. The Principal business of the JK Organization includes Tyre, Paper, Cement, Drugs & Pharmaceuticals, Agri Genetics, Dairy and Food Products, Audio Magnetic Tapes, Sugar, Cosmetics, Woolen Textiles, Steel, Engineering Files, International Trading, Hybrid Seeds, Industrial Rubber Products, Material Handling System etc. The group besides having a consistent record of growth and diversification has created a reputation for quality for all its products and most of its products enjoy a leadership status in their respective market segments. To cope up with the demand in the market most of the companies in JK Organization are certified for International Quality Systems like ISO 9001, ISO 14001 and QS 9000. Beyond Business Identifying with social issues and contributing to the society has been a philosophy, which has been carried on from the founding fathers. Various institutions set up by the group throughout India in diverse fields of social welfare stand testimony to this philosophy.

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HEALTHCARE ACTIVITIES Involved with the diverse array of medical and health services, the organization has set up a number of pioneering institutes all over the country including super specialty Pushpawati Research Institute, New Delhi for Liver, Renal and Digestive Diseases, the first of its kind in India. HASTERI JK Tyre attaches tremendous value to R&D in its efforts to maintain the high quality of its products and lead the field in innovation. HASETRI, a world class research and development centre is a symbol of this. The Hari Shankar Singhania Elastomer & Tyre Research Institute (HASETRI) is the very first of its kind in India. Established in October 1991, HASETRI has already been recognised under SIRO (Scientific and Industrial Research Organisation) by the Department of Scientific & Industrial Research (SDIR), Govt. of India. And has been acknowledged by the Indian Institutes of Technology (IITs) and other universities for registration leading to higher studies. HASETRI fulfills the research requirements for services related to the Elastomer and Tyre industry. HASETRI - FRONTRUNNERS IN ELASTOMER, RUBBER AND ASSOCIATED TECHNOLOGY The institute develops and disseminates technology through its different divisions:

Material Research and Compound Development Advanced Testing - Analytical and Chemical - Physical and Reinforcement Process and Machine Development Tyre Mechanics - Non-destructive Testing - Tyre Vehicle Dynamics - Finite Element Modelling - Computer-aided Engineering Design and Analysis Manpower Development and Training Library and Information Centre

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LIBRARY AND INFORMATION CENTRE HASETRI is a data repository par excellence where up-to-date information can be accessed on related disciplines. Numerous national and international journals, periodicals, books, technical reports, standards on the latest developmental work are available. As a member of these institutes, HASETRI can source literature from the Indian National Scientific Documentation Centre (INSDOC) unit of the Centre for Scientific and Industrial Research (CSIR) and the Foundation of Innovation and Technology Transfer (FITT), Indian Institute of Technology (IIT), New Delhi. Academic Associations HASETRI acts as a bridge between academia and industrial circles and promotes better interaction between the two. Some areas where HASETRI is involved : - Jointly running a Diploma Course in Polymer Science and Mohanlal Sukhadia University, Udaipur. HUMAN RESOUCES It has been rightly said "If you plan for a year, plant corn; If you plan for a decade, plant trees; But if you plan for a century, plant men". This is the philosophy which guides the people policies at JK Tyre. THE WORK CULTURE JK Tyre provides an enabling work culture with a clear sense of vision, mission and strategies in which people work with clear goals and thereby achieve more. Goals are set participatively and performance is reviewed transparently, starting with self-assessment. Merit is recognized through proportionate rewards and growth opportunities. The company's aspiration of being a global player known for its excellence, provides opportunities for stretch for the potential of its people. Rubber Technology with

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DEVELOPMENT The Company systematically plans for the development of every individual through training and job rotation opportunities. Participation in cross-functional teams provides opportunities for contribution as well as new learning. In this environment even the so-called ordinary are able to do the extraordinary. CAREERS JK Tyre Offers Professional Careers in: Sales, Marketing and Exports Manufacturing Operations Engineering and Production Services Materials Management and Logistics R & D and Product Development Finance, Accounting and Commercial Management Human Resource Management TRAINEE SCHEMES Every year, the company inducts future leaders for its growth through three different trainee schemes: The Executive Trainee (ET) schemes for Post Graduates in Management (MBAs) from reputed business schools and Chartered Accountants. The Officer Trainee (OT) scheme for MBAs from other recognized business schools and ICWAs. The Graduate Engineer Trainee (GET) scheme for fresh engineering graduates from recognized engineering institutions.

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STRENGHTS AND WEAKNESS

STRENGHTS

They provide better quality of product as they use better quality of Raw Material. Employees are satisfied. The organization is neat & clean. Customer satisfaction is also high. The organization climate J.K. TYRE & INDUSTRIES LTD. is very good.

WEAKNESS
Monetary rewards are not given. Food quality for the employees are not good.

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Any other point observed

JK Tyre is a leading exporter of tyres from India and roughly accounts for about 26% of the total tyre exports from India (along with its associate Vikrant Tyres Limited).

It is the first and only tyre manufacture in the world to receive the QS 9000 for multilocation operations : World's first tyre manufacture to receive the ISO 9000 for all its operations in one go. Also J.K Tyres is the first tyre company in India to receive ISO 14001 in recognisition of its environmental management systems. Today, JK Tyre's products compete with the best international players in the premium international bias market in more than 55 countries in 6 continents . The exports operate through a strong and dedicated distribution network, and our distributors are fully supported by the company's technical team in terms of continued product development to meet specific market needs. JK Tyre had obtained international accreditation for its products in the US, Europe, South America and the Middle East. J.K Tyre has been the recepient of various awards for exports for the last many years for its commitment to offer superior performance standards & path -breaking innovations. Recently , it was honored with ' The Special Export Award 2000-2001' from Capexil, making it its fourth consecutive award from India's premier industrial association. JK Tyre has also been recently
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recognised by Indian Trade Promotion Organisation (ITPO) for being the largest tyre exporter to Latin America markets and is the proud recepient of first-ever FOCUS LAC Award for the year 1999-2000. J.K Tyres constant endeavor to deliver superior value to its customers and a sound marketing strategy forms the foundation of this spectacularly consistent performance on the international front. While JK Tyre has maintained its consistency in its marketing and distribution strategies for the export markets, it has also actively pursued development of new superior products to adapt to specific requirements of the different markets. The credit goes to the India's biggest in-house R&D centre, HASETRI (Hari Shankar Singhania Elastomer and Tyre Research Institute) . This Centre for Rubber and Allied Technology was established at Jaykaygram, ISO/IEC Guide 25 & EN 45001. Equipped with advanced testing facilities, it pursues excellence by evolving technologies for superior product performance to reduce waste and pre-empt consumer needs. JK Tyre has achieved lot of milestones. However, with plans to bring in several pioneering technologies and benchmarking customer service standards there's lot which will roll out in future in JK Tyre's unstinted path to winning.

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Chapter :-1 Introduction

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INTRODUCTION
Job Satisfaction is the end feeling of a person after performing a task. It was introduce by HOPPOCK. According to him It is combination of psychological, physlogical and environmental circumstances. that cause a person to truthfully say I am satisfied with my job Basically measurement of job satisfaction is one of the most critical job like Intelligence It can be measured through Questionnaire. 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. 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 report their reactions to their jobs. Questions relate to rate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. MODELS OF JOB SATISFACTION 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 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 to Employee 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.

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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 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/her 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 of neuroticism lead to higher job satisfaction. TWO - FACTOR THEORY Frederick Herzbergs 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. An employees motivation to work is continually related to job satisfaction of a subordinate. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out. Hygiene 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 artifact. Furthermore, 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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GRAPH

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CAUSES OF JOB SATISFACTION Need Fulfillment: Satisfaction is based on the extent to which a job satisfies a persons needs. Discrepancies: Satisfaction is determined by the extent to which an individual receives what he or she expects from a job. Value Attainment: Satisfaction results from the extent to which a job allows fulfillment of ones work values. Equity: Satisfaction is a function of how fairly an individual is treated at work. Trait/Genetic Components: Satisfaction is partly a function of personal traits and genetic factors. LIMITATIONS

The study conducted is limited to a one organization only. The study conducted with the precincts of one department of organization only. Time and money was major limitation, which may have affected the study. Some of the respondents were reluctant to share information with us

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DETERMINATION OF JOB SATISFACTION

1. The work itself 2. Pay 3. Growth and upward 4. Supervision mobility 5. Coworkers 6. Attitude toward work

MULTI FACET NATURE OF JOB SATISFACTION

General Job Satisfaction Work Satisfaction Pay Satisfaction Promotion Satisfaction Supervision Satisfaction Coworker Satisfaction

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COMPONENT OF JOB SATISFACTION

WORK VALUE A workers personal convictions about what outcomes one should expect from work and how one should behave at work. The most general and long-lasting feelings and beliefs people have that contribute to how they experience work. Values can be intrinsic (i.e., related to the nature of workitself) or extrinsic (i.e., related to the consequences of work).

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Intrinsic vs. Extrinsic Work Values

Intrinsic Values Extrinsic Values

Interesting work Challenging work Learning new things Making important contributions Responsibility and autonomy Being creative

High pay Job security Job benefits Status in wider community Social contacts Time with family Time for hobbies

WORK ATTITUDE Collections of feelings, beliefs, and thoughts about how to behave that people currently hold about their jobs and organizations. Compared to values, attitudes are o o More specific Not as long lasting

Specific work attitudes: o o Job satisfaction is the collection of feelings and beliefs that people have about their current jobs. Organizational commitment is the collection of feelings and beliefs that people have about their organizations as a whole.

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WORK MOODS How people feel at the time they actually perform their jobs. More transitory than values and attitudes. Can generally be categorized as positive or negative. Determining factors: o o o Personality Work situation Circumstances outside of work

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MEASURING JOB SATISFACTION There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists, and forced choice answers. This data is typically collected using anEnterprise Feedback Management (EFM) system. The Job Descriptive Index (JDI), created by Smith, Kendall, & Hulin (1969), is a specific questionnaire of job satisfaction that has been widely used. It measures ones satisfaction in five facets: pay, promotions and promotion opportunities, coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or cant decide (indicated by ?) in response to whether given statements accurately describe ones job.

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The Job in General Index is an overall measurement of job satisfaction. It is an improvement to the Job Descriptive Index because the JDI focuses too much on individual facets and not enough on work satisfaction in general. Other job satisfaction questionnaires include: the Minnesota Satisfaction Questionnaire (MSQ), the Job Satisfaction Survey (JSS), and the Faces Scale. The MSQ measures job satisfaction in 20 facets and has a long form with 100 questions (five items from each facet) and a short form with 20 questions (one item from each facet). The JSS is a 36 item questionnaire that measures nine facets of job satisfaction. Finally, the Faces Scale of job satisfaction, one of the first scales used widely, measured overall job satisfaction with just one item which participants respond to by choosing a face. Basically measurement of job satisfaction is one of the most critical job like Intelligence It can be measured through Questionnaire.

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SAMPLE FACET SCALE

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Chapter: - 2 Methodology

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RESEARCH METHDOLGY
Research methodology is a way to systematically solve the research problem. Research Methodology comprises of two words, research and methodology. Research is defined as human activity based on intellectual application in the investigation of matter. The primary purpose for applied research is discovering, interpreting, and the development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. Research may be defined as a careful investigation or inquiry especially through search of new facts in any branch of knowledge. In short, it comprises defining a refined

problem's, formulating hypothesis or suggested solution; collecting, organizing and evaluating data; making deductions and research conclusions; and lastly carefully testing the conclusion to determine whether they fit the hypothesis

Methodology can be defined as: 1)"The analysis of the principles of methods, rules, and postulates employed by a discipline". 2)"The systmatic study of methods that are, can be, or have been applied within a discipline". 3)"A particular procedure or set of procedures."

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RESEARCH DESIGN Research design can be thought of as the structure of research -- it is the "glue" that holds all of the elements in a research project together. We often describe a design using a concise notation that enables us to summarize a complex design structure efficiently. Considering the objectives of the study, sample survey was conducted and accordingly analysis of information was made. Exploratory research design is used in present study. and secondary data had been used in present study. Primary Data collected through personal interview in the form of questionnaire. Secondary Data was collected from various journals, books, magazines and internet. DATA ANALYSIS & INTERPRETATION OF DATA All the questionnaire received were edited. Questions having incomplete replies were kept out of the present study and in all 50 questionnaires were taken into consideration while analyzing he data. All the information/data collected through questionnaires' were first transferee into master table which facilitated the tabulation of data in the desired form. QUANTIFICATION OF THE RESPONDENTS A 5-point likert scale was used to quantify each response of half of the questions. Responses on the 5-point likert scale were highly satisfied, satisfied, neutral, dissatisfied and highly dissatisfied. Highly satisfied was given score 5, satisfied was given score 4 & so on and similarly another 5-point likert scale was used to quantify each response of rest of half of the questions. Responses on the 5-point likert scale were very frequent, frequent, sometimes, seldom and never. Very frequent was given score 5, frequent was given score 4 & so on. Some questionnaires are in feedback form.

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Chapter 3 Result and Discussion

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Result and Discussion

Table 1: To know the no. of working years of the employees in the organization
SL. NO. 1 2 3 4 WORK EXPERIENCE BELOW 2 YRS 2-4 YRS 4-6 YRS ABOVE 6YRS TOTAL NO. OF RESPONDENTS 7 15 17 11 50 PERCENTAGE (%) 14 30 34 22 100

Pie-Chart 1: Represents the Work Experience of Employees in the Company Inference: the pie-chart shows that most of the employees are between 2-6 yrs of work experience in the company.

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Table 2: To know the satisfaction level towards the physical working environment
WORKING ENVIRONMENT EXCELLENT GOOD FAIR POOR VERY POOR TOTAL

SL. NO. 1 2 3 4 5

NO. OF RESPONDENTS 6 29 14 1 0 50

PERCENTAGE (%) 12 58 28 2 0 100

Pie-Chart 2: Represents the Satisfaction Level of Employees towards Physical Working Environment Inference: 70% of the employees feel that the working environment of the company is good.

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Table 3: To know the satisfaction level of the employees towards Non-Monetary benefits
NON MONETARY BENEFITS SL. NO. OFFERED TO EMPLOYEES 1 HIGHLY SATISFIED 2 SATISFIED NEITHER SATISFIED NOR 3 DISSATISFIEFD 4 DISSATISFIED 5 HIGHLY DISSATISFIED TOTAL

NO. OF RESPONDENTS PERCENTAGE (%) 7 27 13 2 1 50

14 54 26 4 2 100

Pie-Chart 3: Represents the Satisfaction Level of the Employees towards the NonMonetary Benefits Inference: 68% of the employees were satisfied with the non-monetary benefits, this shows that they can be one of the retention factor in the company.

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Table 4: To know the satisfaction level of the Employees towards the Worked Assigned
SL. NO. SATISFACTION WITH WORK 1 HIGHLY SATISFIED 2 SATISFIED NEITHER SATISFIED NOR 3 DISSATISFIED 4 DISSATISFIED 5 HIGHLY DISSATISFIED TOTAL NO. OF RESPONDENTS PERCENTAGE (%) 10 22 6 9 3 50

20 44 12 18 6 100

Pie-Chart 4: Represents the Satisfaction Level of the Employees towards the Work Assigned Inference: 64% of the employees were satisfied with the work assigned to them were as 24% of the employees were dissatisfied with the job assigned to them this shows that the company needs to refine the Job Designs.

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Table 5: To know the satisfaction level of the Employees towards the Employee Development Programs in the Company
SATISFACTION WITH THE SL. NO. PROGRAMES 1 HIGHLY SATISFIED 2 SATISFIED NEITHER SATISFIED NOR 3 DISSATISFIED 4 DISSATISFIED 5 HIGHLY DISSATISFIED TOTAL

NO. OF RESPONDENTS PERCENTAGE (%) 6 28 11 5 0 50

12 56 22 10 0 100

Pie-Chart 5: Represents the Satisfaction Level of the Employees towards the Career Development programs in the Company Inference: 68% of the employees were satisfies with the career development programs of the company showing the efforts put in by the company for career planning and retention og the employees.
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Table 6: To know the satisfaction level towards the Co-operation of the Coworkers
SL. NO CO-OPERATION OF CO-WORKERS 1 HIGHLY SATISFIED 2 SATISFIED NEITHER SATISFIED NOR 3 DISSATISFIED 4 DISSATISFIED 5 HIGHLY DISSATISFIED NO. OF RESPONDENTS PERCENTAGE (%) 10 33 5 2 0

20 66 10 4 0

Pie-chart 5: Represents the Satisfaction Level of the Employees towards the Co-operation of the Co-workers Inference: 86% of the employees were satisfied with their co-workers which show that the company employees must be having a good team work attitude.

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Table 7: To know the satisfaction level of the employees with the Top Management
SATISFACTION WITH TOP SL. NO. MANAGEMENT 1 HIGHLY SATISFIED 2 SATISFIED NEITHER SATISFIED NOR 3 DISSATISFIED 4 DISSATISFIED 5 HIGHLY DISSATISFIED TOTAL

NO. OF RESPONDENTS PERCENTAGE (%) 13 25 9 3 0 50

26 50 18 6 0 100

Pie-Chart 7: Represents the Satisfaction Level of the Employees with the Top Management Inference: 76% of the employees are satisfied with the top management showing good leadership qualities in the organization.

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Table 8: To know the satisfaction level of the employees with their subordinates
SATISFACTION WITH SL. NO. SUBORDINATES 1 HIGHLY SATISFIED 2 SATISFIED NEITHER SATISFIED NOR 3 DISSATISFIED 4 DISSATISFIED 5 HIGHLY DISSATISFIED TOTAL

NO. OF RESPONDENTS PERCENTAGE (%) 6 34 7 3 0 50

12 68 14 6 0 100

Pie-Chart 8: Represents the Satisfaction Level of the Employees with their Subordinates Inference: 80% of the employees are satisfied with their subordinates this shows that the distribution of the hierarchy in the company is good.

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Table 9: To know the satisfaction level of the employees regarding the Nature of the Job
Sl. NO. LEVEL OF JOB SATISFACTION 1 HIGHLY SATISFIED 2 SATISFIED NEITHER SATISFIED NOR 3 DISSATISFIED 4 DISSATISFIED 5 HIGHLY DISSATISFIED TOTAL NO. OF RESPONDENT PERCENTAGE (%) 11 28 8 3 0 50

22 56 16 6 0 100

Pie-Chart 9: Represents the Satisfaction Level of the employees towards the Nature of the Job Inference: 78% of the employees were satisfied with the nature of the job which shows thats the recruitment polices and assignment of the job in the company is of good standards.

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Table 10: To know the satisfaction level of the employees towards the Well-fare Activities carried out by the company
LEVEL OF JOB SATISFACTION Sl. NO. TOWARDS WELLFARE ACTIVITIES 1 HIGHLY SATISFIED 2 SATISFIED NEITHER SATISFIED NOR 3 DISSATISFIED 4 DISSATISFIED 5 HIGHLY DISSATISFIED

NO. OF RESPONDENT 4 29 14 3 0

PERCENTAGE (%) 8 58 28 6 0

Pie-Chart 10: Represents the Satisfaction level of the Employees towards the Well-fare Activities carried out by the Company Inference: 66% of the employees are satisfied with the well fare activities carried out in the company in which 8% were highly satisfied and 58% were highly satisfied there was no employees in the company who were dissatisfied with the activities. This shows the company practices good welfare activities.
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Chapter 4:Suggestion and discussion

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Suggestion
The responses so collected are subject to biasness of the employees The application of study undertaken is limited only to particular industry and company Sample size was of 50 which felt many employees untouched

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CHAPTER: 5 CONCLUSIONS

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Conclusions
As perception of the employees differ with age, so management should adopt different job satisfaction approach for different age group of employees Proper attention should be given to factors having high importance to ensure more job satisfaction The company should organize proper training programs for the employees as it would increase the job satisfaction level Job design should be done more appropriately keeping in mind the skills of the employees

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References
Aswathappa k., Human Recourse & Management, 2003, Pg (244 to 245)

Khan N.V., Personal management, 2006, Pg (132 to 134) Gupta K. Shashi & Joshi Rosy, Human Recourse Management, 2008, Pg (20.9 to 20.17)

Rao Subba P., Essential of HRM & Industrial Relationships, 2005, Pg (480 to 482)

Brown, Forde,"Changes in HRM and job satisfaction, 19982004: evidence from theWorkplace Employment Relations Survey", Human Resource Management Journal, Vol. 18, Issue-2, 2008, Pg (97195)

Hardik Shah & Hiral Shah, "Job Satisfaction and Fatigue Study", SCMS-COCHIN Journal

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Annexure
Tick your work experience in terms of no. of years in the company: 1 2 3 4 Below 1yr 2-4 yrs 4-6 yrs Above 6 yrs

How do you rate the physical working environment: 1 2 3 4 5 Excellent Good Fair Poor Very Poor

Rate the following to indicate the satisfaction level for the following factors from 1-5 where: 1= Highly Dissatisfied, 2= Dissatisfied, 3= Neither satisfied nor dissatisfied, 4= Satisfied, 5= Highly Satisfied 1 Non Monetary Benefits Work assigned Employee Development Programs Co-operation of Co workers Top Management Subordinates Nature of the Job Welfare Activities Polices and Practices for Promotion Over all Job Do you feel there is too much of work pressure on the employees? Yes No 2 3 4 5

Are you satisfied with the salary? Yes No

Are you willing to cont. in the company? Yes No

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