A
Project Synopsis
On
“Employee job satisfaction”
Submitted by: -
Name: thota vinay
Branch: MBA (HR)
Roll no: 06Q61E0047
DEPARTMENT OF MANAGEMENT STUDIES
AVANTHI INSTITUTE OF ENGINERING & TECHNOLOGY
(Approved by A I C T E, recognized by Govt. of A.P, & Affiliated to JNTU, Hyderabad)
Gunthapally (v), Hayathnagar (M), R.R.Dist, near Ramoji film city, Hyderabad.
CERTIFICATE
This is to certify that Mr./Ms THOTA VINAY studying MBA
“MASTER OF BUSINESS ADMINSTRATION” 3rd semester, bearing
Hall ticket no 06Q61E0047 has submitted the project synopsis
Report titled “EMPLOYEE JOB SATISFACTION”.
Guide Examiner
PROJECT RESEARCH STUDY: -
The study is an attempt of gaining an insight of the empirical study on EMPLOYEE JOB SATISFACTION at NIPON FIGHT FORWARD, SUVEN PHARAMACEUTICAL PVT.
Introduction to employee job satisfaction: -
Now a day’s each and every company’s are trying to protect their employee for the sake of get the good results. Because the employee job satisfaction can give the wealth to the organization.
Employe: -
An employer is a person or institution that hires employees or workers. Employers offer wages or a salary to the workers in exchange for the worker's labor power, depending upon whether the employee is paid by the hour or a set rate per pay period. A salaried employee is typically not paid more for more hours worked than the minimum, whereas wages are paid for all hours worked, including overtime.
Employers include everything from individuals hiring a babysitter to governments and businesses which may hire many thousands of employees. In most western societies governments are the largest single employers, but most of the work force is employed in small and medium businesses in the private sector.
Note that although employees may contribute to the evolution of an an enterprise, the employer maintains autonomous control over the productive base of land and capital, and is the entity named in contracts. The employer typically also maintains ownership of intellectual property created by an employee within the scope of employment and as a function thereof. These are known as "works for hire".
An employers’ relative level of power over employees is dependent upon numerous factors; the most influential being the nature of the employment relationship. The relationship employers share with employees is affected by three significant factors – interests, control and motivation. It is up to employers to effectively manage and balance these factors to ensure a harmonious and productive working relationship.
An employee contributes labour and expertise to an endeavour. Employees perform the discrete activity of economic production. Of the three factors of production, employees usually provide the labour.
Specifically, an employee is any person hired by an employer to do a specific "job". In most modern economies the term employee refers to a specific defined relationship between an individual and a corporation, which differs from those of customer, or client. Most individuals attain the status of employee after a thorough process of interviews with several departments within a company. If the individual is determined to be a satisfactory fit for the position, he is given an official offer of employment within that company for a defined starting salary and position. This individual then has all the rights and privileges of an employee, which may include medical benefits and vacation days. The relationship between a corporation and its employees is usually handled through the human resources department, which handles the incorporation of new hires, and the disbursement of any benefits which the employee may be entitled, or any grievances that employee may have. An offer of employment, however, does not guarantee employment for any length of time and each party may terminate the relationship at any time. This is referred to as at will employment. While the terms accountant, lawyer and photographer might refer to professions, they are not employee titles, which may include Controller, Vice President of Legal Affairs, and Head of Media Development.
Job satisfaction: -
Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that person's parent. There are a variety of factors that can influence a person's level of job satisfaction; some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationships, and the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements).
The happier people are within their job, the more satisfied they are said to be. 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. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Job satisfaction is a very important attribute which is frequently measured by organisations. 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. Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5 scale
Contents: -
1 Definitions
2 History
3 Models of job satisfaction
3.1 Affect Theory
3.2 Dispositional Theory
3.3 Two-Factor Theory (Motivator-Hygiene Theory)
3.4 Job Characteristics Model
4 Measuring job satisfaction
Definitions: -
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job
1) an affective reaction to one’s job
2) an attitude towards one’s job
3) Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviours
4) This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors
History: -
One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Busieness 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 in job satisfaction.
Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction.Frederick Winslow Taylor’s 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 picework towards the more modern approach of assembly 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 Taylor’s work.
Some argue that Maslow’s 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.
3. Models of job satisfaction; -
3.1. Affect Theory: -
Edwin A. Locke’s 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/aren’t 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 doesn’t value that facet.
3.2.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 one’s 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.
3.3.Two-Factor Theory (Motivator-Hygiene Theory)
Frederick Herzberg’s 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.
3.4.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
Employee satisfaction and retention have always been important issues for physicians. After all, high levels of absenteeism and staff turnover can affect your bottom line, as temps, recruitment and retraining take their toll. But few practices (in fact, few organizations) have made job satisfaction a top priority, perhaps because they have failed to understand the significant opportunity that lies in front of them. Satisfied employees tend to be more productive, creative and committed to their employers, and recent studies have shown a direct correlation between staff satisfaction and patient satisfaction.1 Family physicians who can create work environments that attract, motivate and retain hard-working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost-efficiency. What's more, physicians may even discover that by creating a positive workplace for their employees, they've increased their own job satisfaction as well.
Union-management relations, and the issues union typically focus on when negotiating agreements. Employee satisfaction is usually one of these. The main purpose of this job satisfaction is to provide with the basic knowledge, you’ll need to deal more effectively with employee satisfaction at work. Today, every manager need a working knowledge of OSHA—the Occupational Safety and Health Act—and specifically, we review its purpose, standards, and inspection procedures, as well as the rights and responsibilities of employees and employers under the OSHA. We also stress the importance of the supervisor and of top management commitment to organization wide safety.
We’ll see that there are three basic causes of accidents
1.chance occurrences.
2.unsafe conditions.
3.unsafe acts.
And several techniques for preventing accidents.
OSHA: - (Occupational Safety and Health Act)
The law passed by the congress Government in 1970—“to assure so far as possible every working man and women in the nation safety and healthful working conditions and to preserve our human resources.”
The act created by the Occupational Safety and Health Administration (OSHA) with in the department of labor. Agency created within the department of labor to set safety and health standards for almost all workers in the United States.
The Human Resource Legal Environment: -
It’s increasing coverage and complexity, t the legal environment has more strategic impotence than ever before. All managers make into strategic decisions, not just those involved in human resources, must be familiar with the laws and that regulate employee conduct in dealing with employee. Because so pervasive, they must be considered
JOB Analysis: -
Job analysis is the process of collecting job relatrd information. Such information helps in the preparation of job descriptionand job specification.
Job Specification: -
A statement of humen qualifications necessary to do the job. Usually contains such items as
· Education
· Experience
· Training
· Judgement
· Initiative
· Physical effort
· Physica skills
· Responsibilities
· Communication skills
· Emontinal characteristics
The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a preliminary to successive actions, including to define a job domain, write a job description, create performance appraisals, selection and promotion, training needs assessment, compensation, and organizational analysis/planning.
In the fields of Human resources (HR) and Industrial Psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation.
The field of voatinal rehabilitation uses job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation.
Professionals developing certification exams use job analysis (often called something slightly different, such as "task analysis") to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the purpose of valuing the job (i.e., determining the appropriate compensation for incumbents) this is called "job evaluation."
Need and importance of the job satisfaction: -
EMPLOYEES LEAVE ORGANISATIONS: -
AzimPremji, Every Company normally faces one common problem of high employee turnout atio. People are leaving the company for better pay, better profile or simply for just one reason' pak gaya '. This article might just throw some light on the matter...... Early this year, Arun, an old friend who is a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer. He had heard a lot about the CEO of this company, charismatic man often quoted in the business press for his visionary attitude. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office, and the very best technology, even a canteen that served superb food. Twice Arun was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined. "It's a real high working with such cutting edge technology." Last week, less than eight months after he joined, Arun walked out of the job. He has no other offer in hand but he said he couldn't take it anymore. Nor, apparently, could several other people in his department who have also quit recently. The CEO is distressed about the high employee turnover. He's distressed about the money he's spent in training them. He's distressed because he can't figure out what happened. Why did this talented employee leave despite a top salary? Arun quit for the same reason that drives many good people away. The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called First Break All The Rules.
Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviours such as organizational citizenship, absenteeism, and turnover. Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors.
One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as nonwork satisfaction and core self-evaluations are taken into account.
An important finding for organizations to note is that job satisfaction has a rather tenuous correlation to productivity on the job. This is a vital piece of information to researchers and businesses, as the idea that satisfaction and job performance are directly related to one another is often cited in the media and in some non-academic management literature. A recent meta-analysis found an average uncorrected correlation between job satisfaction and productivity to be r=.18; the average true correlation, corrected for research artifacts and unreliability, was r=.30. Further, the meta-analysis found that the relationship between satisfaction and performance can be moderated by job complexity, such that for high-complexity jobs the correlation between satisfaction and performance is higher (ρ=.52) than for jobs of low to moderate complexity (ρ=.29). In short, the relationship of satisfaction to productivity is not necessarily straightforward and can be influenced by a number of other work-related constructs, and the notion that "a happy worker is a productive worker" should not be the foundation of organizational decision-making.
With regard to job performance, employee personality may be more important than job satisfaction. The link between job satisfaction and performance is thought to be a spurious relationship; instead, both satisfaction and performance are the result of personality
Objectives: -
For the objectives I am going to taking the compares ion between the company’s & the internal department (like the accounting dept, marketing dept, production dept, machinery dept, production dept, health dept,)
When coming in to the overview define the company, providing the different opportunities to the same job, same time there may be job enrichment it takes place and getting the job enlargements.
Primary objectives: To know the level of the satisfaction of the employee in company by providing safety and health conditions.
Secondary objectives:
To know the level of satisfaction towards the company
To find how satisfied the employees are with after protection of healthy and safety
To find out the reasons for the dissatisfaction of the employee, if any
To find out the factors of which employee prefer company
To know the employee interest in promotion, incentives for the benefits of the company
Methodology of the study: -
For the proceeding in forward the data is required. That collected data is in two types that is as follows.
Data types
Primary data
Secondary data
Primary data:
That data is in first in hand to analysis for the results is called the primary data.
Secondary data:
That data is already in used by other. For the occurrence of the analysis and for there proceeding of their results, this type of data collected data is called the secondary data.
Type of study: -
1.Case study
2.survey method
3.Empharical study
Research design :
The study that has been carried out in conclusive in nature. it describes the expectation attitude, opinion,views and level of satisfation among the employees with in the company.
Research instruments : -
For the collection of varioes data requirements questionnaire were used as research instruments,
Data collection techniques: -
For the purpose of direct interview conducted with the help of sturctured instruments i.e questinnairies. Some usful information was obtained through personal interaction with the respondents. The survey has been done to obtain primary data. The questions used for close as well as open ended. Keeping the object of the study of the mind. The study was conducted exclusively in hyderabad sourrendings.
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 three critical 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
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 sacle. Other less common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point systems, checklists, and forced choice answers.
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 one’s 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 can’t decide (indicated by ‘?’) in response to whether given statements accurately describe one’s job.
The Job in General Index is an overall measurement of job satisfaction. It was an improvement to the Job Descriptive Index because the JDI focused 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 (5 items from each facet) and a short form with 20 questions (1 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.
'Variables and Measures' The overall job satisfaction levels of the Faculty members measured with the help of 5 dimensions namely Job,supervisor,coworkers,pay ,and promotion. Information regarding faculty members age,education ,job level,foreign qualification,numbers of years in organization,other source of income,gender,and marital status have also been obtained.
Relationships and practical implications: -
Job Satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviours such as organizational citizenship, absenteeism, and turnover. Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors.
One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job tend to be satisfied with life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as nonwork satisfaction and core self-evaluations are taken into account.
Tools use: -
For the analysis purpose I am going to using the questionnaires, these are separating into again groups these are takes place by the environment of the company providing situation surroundings,
To evaluate your practice’s performance in the job satisfaction and to identify where you might focus your efforts, complete the following self-assessment, which is structured around Frederick herzberg’s motivation-“hygiene” theory. As you answer each question, keep in mind the need and concerns of your employees and colleagues.
Those are as follows under
1.Company and administrative polices
2.Supervision
3.Salary
4.Interpersonal relation
5.Working conditions
6.Work itself
7.Recognition
8.Advancement.
These all are YES/NO type, if you answer “NO” to any of the question above, consider addressing those areas within your practice and seek input from your employees and colleagues.
Limitations: -
Each and every thing as a limit one has to be in certain boundaries that determine the aspect of this study, while working on this project of the employee job satisfaction the research along with some difficulties, the difficulties frame up to form errors that were not easy to erase
They are as shown
Sampling error: -
The sampling error non probabilistic convenience sampling the major drawback with this type of sampling is that one is unable to statistically reliable information about the rigorously. Define universe the sample may not be considered as a true representative the universe.
Non-Response error: -
Error is erasing due to inability to contract certain part of the sample and inability of the respondents to answer few questions.
Perceptual loss of prestige: -
When interviewing takes place on a subject about which there is some expectations regarding social approval disapproval in which they is strong ego involvement respondents error by idealizing his or her behaviors. Unwillingness of the respondents to answer questions related to age, phone, addresses and occupation.
Ambiguity error: -
This error arises when there is some thing wrong in the formulation of questionnaire.
Accuracy error: -
The research commits this error when there is loss of information in transmission from the actual place till the preparation of the report.
Testing error: -
One more probable area when error could have crept it may be due to testing effect where in respondents could have given wrong responses due to the conditioner effects
During the research, the research faces some more problems like non-cooperation of respondents, giving absurd answers to relevant and important questions etc.
The data collected from the respondents is qualitative in nature i.e. view options etc. So it is not a convenient data for the study at a longer duration.
This study is limited to Hyderabad only. Therefore the sum cannot be applicable to any other cities.
The time of the study is limited due to the some unknown reasons some employees were not able to give full information about this study.
Avanthi institute of Engg & Tech,
Gunthapally, R.R.Dist, Hyderabad
Department of : Master of Business Administration
Name : vinay thota
Studying in : M.B.A Ш Semester
Hall Ticket No : 06Q61E0047
Year : 2006-2008
Head of Dept. : Laxminarasiah
Internal Guide : Ranga Rao, rajandher.
External guide: Mural Krishna (assistant manager)
Company profile
Nippon Express PVT
About this: -
History: -
Nippon Express Co., Ltd., based in Tokyo, Japan, was founded in 1872 under the name of Riku-un Moto Kaisha (the Land Transport Company). It was re-established as a semi-government transportation enterprise in 1937.
From 1941 to 1945 Nippon Express consolidated Japan's transportation companies, and began its modern-day operations.
In 1950, with the enactment of the Express Business Act, the company was reestablished, as a private company was re-invented as a full-fledged, legally recognized corporation
Four years later, the company began its travel service and domestic air freight forwarding operations. In 1962 Nippon Express USA, Inc., was established, and in 1964 began marine transport operations using three-ton containers. The company expanded into Asia/Oceania in 1964 with representative offices opening in Hong Kong, followed by offices
Opening in Taipei Taipei c Sydney in 1967
In 1966, the company began its European with representative offices in dusseldorf, Amsterdam and Rome.
In 1979, Nippon Express (H.K.) Co., Ltd., was opened along with Nippon Express do Brasil Ltda., the Company's first operation in South America. Global expansion continued throughout the 1980's culminating in the launch of its worldwide communications network in 1992 when its global network expanded to more than 200 bases of operation. In 2001, Nippon Express launched its Three-Year Group Management Plan, emphasizing global expansion and upgrade of its information technology to reposition the company as a worldwide leader in the new age of logistics as well as fulfilling its social responsibilities as a global logistics company
More Than a Century of Experience
Popularly known as 'Nittsu' in Japan, Nippon Express Co., Ltd., is one of the world's leading international air/ocean freight forwarders with operations throughout the world and with more than a century of experience.
The company offers a full range of business-to-business transportation, distribution and logistics services specifically designed to fulfill all aspects of customers' supply chain management needs.
Corporate profile: -
Japan's Transport Industry Leader
As the leading company in Japan's transport industry, Nippon Express has played a vital role in supporting economic development and improving the quality of people's lives throughout the country. The same operational philosophy and sense of social responsibility have been the foundation for each and every company within the Nippon group express.
Nippon Express utilizes land, marine and air transportation to provide comprehensive distribution services on a global scale. Today, it is a worldwide leader in logistics services, offering an array of supply chain management solutions. Another major Nippon Express offering is commercial and personal moving services, both intra- and inter-continental, via air, ocean or road transportation mode.
Currently, Nippon Express employs nearly 39,000 personnel in approximately 1,120 service centers in Japan and 12,200 employees at 290 service centers in 165 cities in 33 Countries around the world.
To meet the requirements of global transportation and logistics in the 21st century, Nippon Express is nearing completion of a three-year expansion program that has rapidly implemented structural reform and created a dynamic and innovative company with state-of-the-art technology that fulfills its corporate social responsibilities in all its operations.
Services: -
The worldwide logistics and IT services that Nippon Express offers encompass air, marine and road freight transportation; warehousing and distribution; and moving transport for personal and commercial goods
Separately or in combination, each service has been developed to provide customers with original solutions to their supply chain management challenges, with maximum cost efficiencies and recognized excellence in execution
Our innovative logistics solutions connect all of our facilities around the world, providing customers with globally seamless care. Through our online tracking system, we offer our customers the ability to track each shipment, from pickup through to flawless delivery
