Job Satisfaction Project - baixardoc

A PROJECT REPORT

ON

JOB SATISFACTION

A Case Study with Reference to

CENTRAL COALFIELDS LIMITED (A Government of India Undertaking)

RANCHI

JHARKHAND

Submitted to Vishwa Vishwani School of Business

In partial fulfillment for the award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

(Human Resource)

Submitted by

SMRITI RAJ

Under the Guidance of

CHINMAY DAS

(ASST. PROFESSOR OF VISHWA VISWHWANI SCHOOL OF BUSINESS)

Department of Business Management

Boston House, Thumkunta (P.O.),

Hakimpet (via) Hyderabad -500078. A.P.

BONAFIDE CERTIFICATE

This is to certify that the project titled “A STUDY ON EMPLOYEE JOB SATISFACTION AT

C.C.L.” is a bonafide record of work carried out by Miss SMRITI RAJ during the second semester,

under my guidance, in partial fulfillment of the requirements for the award of the degree of MASTER

OF BUSINESS ADMINISTRATION under VISHWA VISHWANI SCHOOL OF BUSINESS.

PROJECT GUIDE HEAD OF DEPARTMENT

Mr. Chinmay Das Mr. Ch Mahesh Kumar

College Seal

D E C L A R A T I O N

I, SMRITI RAJ a student of College VVSB, pursuing MBA course hereby declare that the

project work entitled “EMPLOYEE JOB SATISFACTION” carried on in “CENTRAL COALFIELDS LIMITED (CCL)”, and its value added services is an original work carried out by

me availing the guidance of my project guide to my entire satisfaction. This report bears no

resemblance with any other report submitted to Osmania University during the current academic year,

earlier to another university for the award of any degree of diploma. I am presenting this during the

year 2013-2015 in partial fulfillment of “Master of Business Administration”.

I also declare that this project report work is not submitted to any other university for any degree.

Date: ____________ Smriti Raj

ACKNOWLEDGEMENT

The perfect way to document this project would be to start with acknowledging all those people who

directly or indirectly encouraged, supported me with their value added inputs without them this

project would not have been this better.

To start with I would like to thank Mr. P.K.Singh, Sr. Manager (Personnel- Recruitment) CCL for

giving me an opportunity as an internee in their esteem company.

My sincere thanks to my faculty Mr. Chinmay Das for helping in me out various aspects of my

project and I would like to thank college management for coordinating with me all during this one

month of my project.

I would like to owe my sincere appreciation to all the Employees of Central Coalfields Limited who

provided a friendly environment and supported throughout my project.

Finally I would like to acknowledge Miss. Priyanka, Assistant Manager (HR/P), Central Coalfields

Limited (CCL) for her value added inputs, support, and coordination all through my project.

INDEX

Table of contents:

1. Introduction

2. Need for the study

3. Objectives of the study

4. Scope of the study

5. Review of literature

6. Company profile

7. Methodology / approach

8. Graphical interpretation of the survey

9. Limitations of the study

10. Findings

11. Recommendations

12. Bibliography

13. Annexure (Questionnaire)

INTRODUCTION

"People don't leave their jobs, they leave their managers."

The term Employee Satisfaction was brought to limelight in 1935.the studies conducted prior to 1933

by Hoppock observed that Employee Satisfaction is combination of psychological, physiological and

environment circumstances that cause a person to say “I am satisfied with my job”.

Employee satisfaction is essential to the success of any business. A high rate of employee

contentedness is directly related to a lower turnover rate. Thus, keeping employees’ satisfied with their

careers should be a major priority for every employer. While this is a well-known fact in management

practices, economic downturns like the current one seem to cause employers to ignore it. In order to

execute well-informed business decisions, managers need more than a ledger of numbers to understand

what is really taking place “on the front line.”

Job satisfaction is a topic of wide interest to both people who work in organizations and people who

study them. Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a

motivation to work. It is not the self-satisfaction, happiness or self-contentment but the satisfaction on

the job. Job satisfaction describes how content an individual is with his or her job. 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 organizations. The most

common way of measurement is the use of rating scales where employees report their reactions to

their jobs.

Job satisfaction is very important not only for employees but also for the success of the organization

because if an employee is not satisfied with his job then he will not be loyal with the organization and

dissatisfaction with a job and/or lack of loyalty to the organization, may search for other jobs. Job

satisfaction can also define as the extent to which employees like their jobs.

Although committed and loyal employees are the most influential factor to becoming an employer of

choice, it's no surprise that companies and organizations face significant challenges in developing

energized and engaged workforces. However, there is plenty of research to show that increased

employee commitment and trust in leadership can positively impact the company's bottom line. In

fact, the true potential of an organization can only be realized when the productivity level of all

individuals and teams are fully aligned, committed and energized to successfully accomplish the goals

of the organization.

As a result, the goal of every company should be to improve the desire of employees to stay in the

relationship they have with the company. When companies understand and manage employee

loyalty - rather than retention specifically - they can reap benefits on both sides of the balance sheet

i.e., revenues and costs.

Hoppock (1935) first proposed the concept of employee satisfaction, according to him it is the

individual response or happiness of employees with objective and emotional facet of their work

environment Employee satisfaction, also called “job satisfaction”.

Locke (1976) proposed the theory of value, and suggested that employee satisfaction does not address

individual desires, but associated with employee’s needs or principles. In case of a good salary

package, work environment and chances to prospect in the future, may positively influence the

employee’s loyalty and ultimately increased job satisfaction.

Satisfaction is a good measure to evaluate personal attitude to the professional activity of enterprises.

It also expresses a level of happiness of a person in his professional environment connected with

interpersonal relations with colleagues and superiors. Employee satisfaction is a key part of successful

business. Knowing the employee needs and achieving satisfaction are the basis for successful business

activities the employee feedback is most important source of information for improving product and

services. Satisfied and convinced employees ensure the company’s success in the long term.

As proper breathing and diet is necessary to healthy human being so as is contentment to the job

satisfaction. This contentedness ultimately acts as a key factor to human resource development.

NEED FOR THE STUDY

A company is only as strong and successful as its members, its employees, are. By measuring

employee satisfaction in key areas, organizations can gain the information needed to improve

employee satisfaction, retention, and productivity.

Employees who aren’t satisfied with their jobs are very likely to leave. If they don’t leave they can

become a source of bad morale and do a great deal of harm in the organization. In many cases

employers without proper data will assume the wrong reasons for employee dissatisfaction. Many

bosses will automatically think that money is the top reason for leaving a job. Wouldn’t it be better to

have real data and react accordingly?

Surveying employees on a regular basis is a great way to stay in touch with the pulse of the business.

This study is undertaken to find out the level of job satisfaction among the employees of C.C.L.

Moreover, this study is to know the impact of working conditions, company policies and its impact on

the employees’ job satisfaction. This study will help the organization to design their job satisfaction

programme. Management can decide whether the existing job satisfaction programme should be

continued or revised.

OBJECTIVES OF THE STUDY

The main aim of the study is to analyze and examine level of job satisfaction among the CCL

employees and to know the problems faced by the employees of the various categories. The specific

objectives are as follows:

To present a profile of CCL and organizational structure etc.

To study the level of job satisfaction in SBI

To observe the level of satisfaction among of employees relating to the nature of the job and

other factors.

To identify the extent of job satisfaction in the CCL employees and its impact on the job

performance of the employees.

To evaluate the working environment in CCL.

To examine satisfaction regarding the salary and other benefits of its employees.

To suggest suitable measures to improve the overall satisfaction of the employees in the

organization.

To study the effects and outcomes of job dissatisfaction

To measure the level of job satisfaction in relation to various factors like the physical and social

environment, training and development, goals, rewards remuneration etc.

To find out the expectations of Employees from Management.

To compare the satisfaction in different levels i.e. female and male Employees, juniors and

seniors within different department.

To analyze employee loyalty towards company and to understand the commitment of

management towards employee, in terms of trust empowerment, etc.

To study the areas of improvement and give suggestions for future improvement of the

company.

.

SCOPE OF THE STUDY

The scope of the study consists of data collection from the employees of CCL through the

questionnaire regarding the facilities provided by CCL to motivate employees and to know the

benefits they are getting and the study also covered the suggestions given by the employees to

motivate them.