CHAPTER I INTRODUCTION The relationship between man and work has always attracted the attention of philosophists, scientists

s and novelists. A major part of mans life is spent in work. The nature and significance of work would be important as an area for study as it occupies so much of importance in a mans life with the growing complexities of the industrial society, work which simply means of earning a living. Work serves many other functions for an individual as well as an individuals sense of well being of doing something worth, while of having some considerations may be so compulsive that he or she continue to work even if not pressed or forced by economic needs. As a matter of fact, by working on a job most individual gratify many of their needs. It is patent source of need gratification of all types such as physical, security, social and ego needs. The stronger the needs the more closely will be job satisfaction depends on its gratification. Employees attitudes are important to management because they affect organizational behaviours. In particular attitudes relating to job satisfaction are major interest to the field of organizations Behaviour and the practice of human resource management (HRM). The phrases Job Satisfaction is quite frequently used to represent individual attitudes towards the specific aspects of the total work situation. It is the satisfaction derived from work and is essentially related to human needs and their fulfillment through work. It is generated by the individual perception of how well his job satisfaction his various needs. Job satisfaction in a part is affected by the degree to which to work situation results the fulfillment of certain values that individual possess. The goals/purposes to which needs are directed are technically termed Incentives needs are fulfilled by attainment of these incentives. This fulfillment accompanies a simple feeling state known as Satisfaction. For the study, the project has been selected at Vivekananda Group of Institutions, Uthukottai, Tiruvallur. 1

The employees of this institution are of rural people of different religious etc. All of these factors contribute to the heterogeneity of the labour force employed and thus this Educational Trust thrives sufficient ground to study. This study is confined to workers level. An attempt is made to assess the factors that influence the job satisfaction of the labour force. According to Daniel C. Feldman & Hugu H. Arnold Job Satisfaction is the amount of over all positive affection of feeling that individuals have towards their jobs! According to Stephen P. Robbins Job Satisfaction is the difference between the amount of rewards that workers receive and the amount they believe that they should receive. From the above two definition, it is clear that satisfaction of the employee is not the result of monetary benefits alone, it has other values too. Hence Job Satisfaction is an attitude rather than a behaviour which is the result of some motivational factors. 1.1 SCOPE OF THE STUDY The study has with in its scope, the task of providing a conceptual, framework of Job Satisfaction as a prologue to the measurement of the level of Job Satisfaction and the nature of the Job Satisfaction for a sake of objectively and precision the study is confined to measure the job satisfaction of Vivekananda Group of Institutions, Uthukottai, Tiruvallur employees only. The present study is carried out in:

Vivekananda Group of Institutions, Uthukottai, Tiruvallur.

o Vivekananda Matriculation Higher Secondary School o Vivekananda Teacher Training Institute o Vivekananda College of Education 2

1.2

OBJECTIVES OF THE STUDY The main objectives of the study are:

1. To trace the orgin and growth of job satisfaction in Vivekananda Group of

Institutions, Uthukottai, Tiruvallur. 2. To measure the level of satisfaction of the teaching and non-teaching staffs towards the aspect such as salary, welfare facilities, promotion, status, freedom, working condition, length of service etc. 3. To ascertain the satisfaction level of the teachers among their age, sex, experience, personal development and redressal of grievances. 4. To suggest the measures that to taken to improve the above mentioned areas. 1.3 IMPORTANCE OF THE STUDY Importance of job satisfaction in the Vivekananda Educational Institution is studied through long term research efforts. Since job satisfaction has been a significant influence on the Institutional efficiency it is important to know when and where there is more satisfaction / little satisfaction / no job satisfaction. A very serious consequence of Job dissatisfaction (JDs) is the turn over while a lack of satisfaction appears to have an impact upon the teachers attitude and on the job. To identify sufficiency the ultimate expression of the teachers dissatisfaction is to leave the Institution. One approach is to minimize the turnover is to determine those facts of works environment that is perceived by the teachers as having negative (-ve) impact upon their level of satisfaction. The study falls under a broad area. Organizational behaviour and human performance. Theme with in the broad area is Job Satisfaction of Vivekananda Educational Institution employees. 3

Lots of studies were made to investigate Job Satisfaction level among various level of the teaching and non-teaching staffs. Aim of this study is to understand the level of satisfaction among the employees about their job. There are several studies with respect to the work situation in business context. Though do not deal with the concept of job satisfaction but studies on work situations in non-business and service sector are rare. Though a total commitment to job institution is highly desirable in all types of institutions. It is all the more important in service institutions. In non-service business sectors. Job satisfaction may not be that much important to monetary incentives can off set greatly to the other values. Teaching is considered as a noble service and the teachers are expected to be self-less and devoted to the service to the learning community. Hence job satisfaction to teachers was so good in olden days and teachers were respected highly. But in later on period due to many changes in the social, political environment, teaching profession has lost a bit of its traditional status of nobility. At the same time we have some teachers work hard and perform well. Since education has become as a business now a days such as industry tradition their information resource influence of ethical values is said to be is loosing grounds. It is said that the present day teachers lack commitment of job. It is also said that the teaching profession has lost its charm and the teachers do not get the job satisfaction that they wish that they should enjoy. The present study will classify by proving or disproving these lay notions that people and have about job satisfaction of employees of this institution. Obviously Job Satisfaction significantly contributes to employees productivity and morale. An Educational Institution can be substantially benefited if it cares to develop general individual attitudes in its personnel that can be effectively contributes to Job Satisfaction. If an institution appropriately discovers the attitudes on factors 4

related to the job, it can take necessary steps to prevent bad situation and there by improve the job satisfaction of its employees. VH-varoom (Work & motivation John Wiley, New York 1964) examined the relationship between job satisfaction and certain aspects of job behaviours. (viz.) Turnover, absenteeism, accidents, and job performance. He found that Higher an employees satisfaction the less apt he is to leave his job. When there is little/better relationship between the amount of job satisfaction and the degree of work absenteeism; there is negatives or no relationship between accidents & job satisfaction. Since there is considerable evidence to show that most accident are caused simply by change factors and that job satisfaction has no sample relationship with actual job performance. Thus with each of the categories considered by VH Varoom is concerned with job related behaviours and job satisfaction none of these seems to be directly related to actual job performance (ie) how well the employee actually accomplishes the job assigned to him. Although the general human relation notion is that a satisfied worker is a more productive worker; R.M.Stogdill (Individual behavour & group achievement, Oxford 1959) has noted that the outputs of institutions are groups integration, production and morale, further satisfaction of individual expectation results in group integration and cohesiveness but is not necessarily related production. Instead both morale and production are a function of group structured. Therefore a morale and production will only be related to satisfaction when the condition which will lead to high morale and production are also those which lead to the reinforcement of worker expectation.

A STUDY ON EMPLOYEES JOB SATISFACTION AT C&D EDUCATIONAL TRUST QUESTIONNAIRE SECTION A GENERAL (Please indicate mark at the appropriate place) 1. 2. Name: Age: Below 28 years 38 48 3. 4. 5. Designation: Educational Qualification: Experience (in Years): Less than 1 year 8 12 6. Monthly Income: Below Rs. 3,000 Rs. 5,000 7000 Rs. 9,000 above 7. 8. 9. Gender: Rs. 3,000 5,000 Rs. 7,000 9,000 14 4- 8 28-38 48 58

More than 12

Male

Female Unmarried

Marital Status:Married Sources of your income:

Through job only 10. General Health: Highly Satisfied 11.

Other sources

Both

Not Satisfied

Satisfied

General Home Atmosphere: Highly Satisfied Not Satisfied Satisfied

SECTION B - JOB FACTORS (Please indicate mark at the appropriate place) S. Highly Satisfied Not Satisfied Highly Dissatisfied

No. 1. Basic Salary and other 2. 3. 4. allowances Bonus Retirement Benefits Facilities / Assistance for i. Housing ii. Health iii. Education 5. 6. 7. 8. 9. iv. Canteen Library Facilities Working Hours Grievances Supervision & Management Interpersonal Relationship

Job Factors

Satisfied Undecided

SECTION C - JOB CHARACTERISTICS 7

(Please indicate mark at the appropriate place) S. No. 1. 2. 3. 4. 5. 6. 7. 8. 9. Job Characteristics Difficult in job Scope for advancement Recognition for good work Team work Authority Responsibility Feeling of Accomplishments Scope for variety of jobs Scope for participating in management High Moderate Low

SECTION D - JOB SATISFACTION (Please indicate mark at the appropriate place) Strongl y Agree Strongly Disagree

S.No. 1. 2. 3. 4. 5.

Statements I enjoy my work Many times I feel why I took this job I am happy to work with my colleagues My work helps me to be socially acceptable I am happy with my performance of the job

Agree

Undecided

Disagree