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ABSTRACT!
Job satisfaction is one of the important factors which have drawn attention of managers in the
organization as well as academicians. Various studies have been conducted to find out the
factors which determine job satisfaction and the way it influences productivity in the
organization. Though there is no conclusive evidence that job satisfaction affects productivity
directly since productivity depends on so many variables, it is still a prime concern for
managers. Job satisfaction is the mental feeling of favorableness which an individual has about
his job. It is often said that “A happy employee is a productive employee.” Job satisfaction is
very important because most of the people spend a major portion of their life at their working
place. Moreover, job satisfaction has its impact on the general life of the employees also,
because a satisfied employee is a contented and happy human being. A highly satisfied worker
has better physical and mental well-being. The study tries to evaluate how human resource
factors affect the satisfaction level of employees in BPCL – Kochi Refinery Limited. It assesses
how far welfare and financial factors motivate the employees in the company. The study also
attempts to analyze the opinion of employees towards the working life in the company.
KEY WORDS: Job Satisfaction, Employee Turnover, Job Security, Job Rotation
INTRODUCTION
The world has open spun into the new millennium and along with, it has ushered a new
era of intense competition and ever changing value equations. The fact that organisation has been
transformed from a structured assembly line production orientation to a focus a knowledge
creation by each and every personnel of the organisation. In a competitive global business
scenario, no organisation will survive unless it is able to match the duality and the cost of its
competitors. Realities are focusing us to concentrate more upon changing the attitude of
employees, enabling them to take up independent responsibilities and empowering to execute
them by using their knowledge and skills in latest technologies and thus motivating them to use
their capabilities in their respective areas of excellence.
Emerging business environment is forcing business houses to find new ways to remain
competitive. Organisations face an environment characterised by a number of challenges and key
issues that have increased the importance of Human Resource Management considerations in
business decision-making. These include increased level of competition, human resources
diversity, changing value systems and above all the rapid technological advances.
In the globally competitive and challenging business scenario, our success will be, to a
great extent, influenced by how we manage our human resources – the people who make things
happen. The traditional role of man managers has undergone drastic changes to meet the
challenges of the next millennium and achieve excellence, responsible trade unionism,
productivity – oriented work practices and aggressive professional management would be
essential.
Foreign investment and technologies have started flowing into India. The new scenario
has thrown new challenges in the area of human resource management as well. Human beings
are the most precious part of an organisation. The success or failure of an enterprise largely
depends on the people who man the organisation. In the words of Alfred Marshall “ the most
valuable of all capital is that invested in human beings ”. From social point of view, an enterprise
combines two sorts of resources: a group of human beings and a group of physical assets. The
latter in isolation of the former is useless.
Job satisfaction is one of the important factors which have drawn attention of managers in
the organisation as well as academicians. Various studies have been conducted to find out the
factors which determine job satisfaction and the way it influences productivity in the
organisation. Though there is no conclusive evidence that job satisfaction affects productivity
directly because productivity depends on so many variables, it is still a prime concern for
managers. Job satisfaction is the mental feeling of favourableness which an individual has about
his job.
In literature on Industrial Psychology, the term Job Satisfaction is quite frequently used
for individual’s attitude towards the specific aspects of the total work situation. The word job
refers to a specific task where as the term job satisfaction is of higher orders where it is
essentially related to human needs and their fulfillment through work. It is generated by the
individual’s perception of how well his job satisfies his various needs.
It is often said that “A happy employee is a productive employee.” Job satisfaction is
very important because most of the people spend a major portion of their life at their working
place. Moreover, job satisfaction has its impact on the general life of the employees also, because
a satisfied employee is a contented and happy human being. A highly satisfied worker has better
physical and mental well-being. Though it is debatable point as to which one is the cause and
which one is the effect, but there are correlated to each other.
Chart 1.1
JOB SECURITY
Excellent
Good
Average
The table shows that 94 % of the employees are satisfied. 48 % have excellent opinion about job
security. When adequate job security is provided to the employees it will motivate them to do
their work and increase productivity.
Table 1.2
FAMILY SECURITY
Satisfaction Frequency Percentage
Excellent 24 48
Good 25 50
Average 1 2
Total 50 100
Chart 1.2
FAMILY SECURITY
Excellent
Good
Average
Chart 1.3
Excellent
Good
Average
BPCL - Kochi Refinery Limited provides various types of training such as apprenticeship
training, refresher training etc which improves the performance of the employees and thus results
in better production. The above table reflects that 60 % of the employees are satisfied of which
54 % have good opinion too. But rest 40% of them are dissatisfied with the training and
development facilities provided.
Table 1.4
INTER PERSONAL RELATIONSHIP
Satisfaction Frequency Percentage
Excellent 7 14
Good 28 56
Average 15 30
Total 50 100
Chart 1.4
!
Excellent
Good
Average
The above table shows that from the total of 70 % satisfied employees, 56% have good opinion
with respect to the interpersonal relationship existing in the organisation. Rest 30 % are
dissatisfied. Interpersonal relationships among employees serve as a source of support, comfort,
advice and assistance to the individual group members and it will have a positive impact on job
satisfaction.
Table 1.5
COMMUNICATION
Frequency Percentage
Satisfaction Subordinates Peer groups Superiors Subordinates Peer groups Superiors
Excellent 13 9 6 26 18 12
Good 32 40 38 64 80 76
Average 5 1 6 10 2 12
Total 50 50 50 100 100 100
Chart 1.5
COMMUNICATION
45
40
35
Percentage
30 Excellent
25
Good
20
Average
15
10
5
0
Communication with Communication with Peer Communication with
Subordinates Groups Superiors
!
Source : Primary data through questionnaire
The table depicts that
1. 90 % of the employees are satisfied about communication with subordinates.
2. 98 % of the employees are satisfied with respect to peer group communication.
3. Regarding communication with superiors, 88 % of the employees are satisfied.
Table 1.6
INTER DEPARTMENTAL RELATIONSHIP
Satisfaction Frequency Percentage
Excellent 0 0
Good 36 72
Average 14 28
Total 50 100
Chart 1.6
Good
Average
Chart 1.7
PROMOTION POLICIES
Excellent
Good
Average
Chart 1.8
Good
Average
The Industrial Relations ( IR ) department acts as the moderator between the management,
employees and their respective unions. Even though none of the employees have excellent
opinion, 50 % of the employees have good opinion and the rest 50 % have average satisfaction.
Table 1.9
JOB ROTATION SYSTEM
Satisfaction Frequency Percentage
Excellent 0 0
Good 18 36
Average 32 64
Total 50 100
Chart 1.9
Good
Average
The above table reflects that 64 % of the employees have average satisfaction with BPCL -
Kochi Refinery Limited’s job rotation system.
Table 1.10
CAREER GROWTH OPPORTUNITIES
Chart 1.10
Excellent
Good
Average
Career development in the company is limited only to ambitious and achievement oriented
employees for improving their skills.70 % of the employees feel that their career growth in
BPCL - Kochi Refinery Limited is dissatisfactory. Out of the 30 % satisfied employees, only 2 %
feels that they have excellent career growth opportunities in BPCL - Kochi Refinery Limited.
Table 1.11
INVOLVEMENT IN DECISION MAKING
Satisfaction Frequency Percentage
Excellent 0 0
Good 18 36
Average 32 64
Total 50 100
Chart 1.11
Good
Average
64 % of the employees are of the opinion that their involvement in decision-making is just
average in BPCL - Kochi Refinery Limited. Greater involvement in decision-making will also
increase their job involvement.
WELFARE FACTORS
Welfare services are merely maintenance factors and not motivators. Yet they are essential for
the health of the organisation since they bear close connection with the productivities of the
labour force.
To evaluate the welfare factors questionnaire was prepared keeping in view the following factors
such as medical benefit, transport facilities, leave facilities, housing facilities, canteen facilities,
leave travel concession and club facilities.
Table 2.1
MEDICAL BENEFITS
Satisfaction Frequency Percentage
Excellent 47 94
Good 3 6
Average 0 0
Total 50 100
Chart 2.1
MEDICAL BENEFITS
Excellent
Good
The table shows that all the employees are highly satisfied with the medical benefits provided by
the company. 94 % of them agree that it is excellent..
Table 8.2
TRANSPORT FACILITIES
Satisfaction Frequency Percentage
Excellent 10 20
Good 25 50
Average 15 30
Total 50 100
Chart 2.2
TRANSPORT FACILITIES
Excellent
Good
Average
The above table presents that 70 % of the employees are satisfied with the transport facilities. On
the other hand, 30% are dissatisfied also. BPCL - Kochi Refinery Limited provides KTC bus
facility to the workers to and from the factory. This facility helps in reducing strain and
absenteeism and enable the workers to reach their work place without loss of much time and
without fatigue.
Table 2.3
LEAVE FACILITIES
Satisfaction Frequency Percentage
Excellent 16 32
Good 33 66
Average 1 2
Total 50 100
Chart 2.3
LEAVE FACILITIES
Excellent
Good
Average
The table reflects that 98 % of the employees are satisfied, where 66 % have good opinion
regarding leave facilities provided. BPCL - Kochi Refinery Limited provide sick, casual,
maternity and personal leave to employees and they are satisfied with this.
Table 2.4
HOUSING FACILITIES
Satisfaction Frequency Percentage
Excellent 16 32
Good 33 66
Average 1 2
Total 50 100
Chart 2.4
HOUSING FACILITIES
Excellent
Good
Average
BPCL - Kochi Refinery Limited provides quarters for their employees at Jwalagiri. A nominal
amount will be deducted as rent from their salary. So 98 % of the employees are satisfied
regarding housing facilities.
Table 2.5
CANTEEN FACILITIES
Satisfaction Frequency Percentage
Excellent 24 48
Good 25 50
Average 1 2
Total 50 100
Chart 2.5
CANTEEN FACILITIES
Excellent
Good
Average
BPCL - Kochi Refinery Limited’s canteen provides good and nutritious food to employees at
subsidised rate. Out of 98 % of the satisfied employees, 50 % have a good opinion about canteen
facilities.
Table 2.6
LEAVE TRAVEL CONCESSION
Satisfaction Frequency Percentage
Excellent 19 38
Good 28 56
Average 3 6
Total 50 100
Chart 2.6
Excellent
Good
Average
BPCL - Kochi Refinery Limited provides leave travel facilities for the benefit of its employees.
The workers can avail it every year while officers on a block of 2 years. 94 % of the employees
are of the opinion that these facilities are satisfactory.
Table 2.7
CLUB ACTIVITIES
Satisfaction Frequency Percentage
Excellent 10 20
Good 33 66
Average 7 14
Total 50 100
Chart 2.7
CLUB ACTIVITIES
Excellent
Good
Average
BPCL - Kochi Refinery Limited club provide recreation in the form of music, sports, games and
theatre and these contribute an important role in the physical and mental development of
employees. The table presents that 66 % of employees have good opinion from the 84 %
satisfied employees with respect to the club facilities provided by the company.
FINANCIAL FACTORS
BPCL - Kochi Refinery Limited also consider finance as its important factor as money is the
most important to people who are young and are raising their families then to those who have
aligned at a stage when money needs are less. Financial needs go changing from time to time.
According to Gellerman, money is actually used to remain people in the reorganisation and not
primarily to motivate employees.
To evaluate financial factors, the questionnaire was prepared keeping in view the following
factors such as salaries, incentives, retirement benefit and various loans.
Table 3.1
SALARY
Satisfaction Frequency Percentage
Excellent 27 54
Good 23 46
Average 0 0
Total 50 100
Chart 3.1
SALARY
Excellent
Good
Excellent 23 46
Good 27 54
Average 0 0
Total 50 100
Chart 3.2
INCENTIVES
Excellent
Good
BPCL - Kochi Refinery Limited provides incentives to employees based on their performance
which in turn boosts the morale of the employees. All the respondents are satisfied, 54 % of the
employees support this opinion by expressing good oinion.
!
Table 3.3
RETIREMENT BENEFITS
Chart 3.3
RETIREMENT BENEFITS
Excellent
Good
Average
The present retirement age of employees in BPCL - Kochi Refinery Limited is 60 years. The
company gives adequate importance to its employees even after retirement also through its
medical benefit scheme and pension package. 78 % of the employees are satisfied with the
retirement benefits while remaining 22 % have expressed average satisfaction.
Table 3.4
LOANS
Frequency Percentage
Satisfaction Housing Vehicle Education Housing Vehicle Education
Excellent 38 26 19 76 52 38
Good 11 18 24 22 36 48
Average 1 6 7 2 12 14
Total 50 50 50 100 100 100
Chart 3.4
LOANS
40
35
30
Percentage
25 Excellent
20 Good
15 Average
10
5
0
Housing Vehicle Education