A.P.S. UNIVERSITY REWA (M.P.) Department of MBA (HRD) A PROJECT REPORT ON “JOB SATISFACTION OF EMPLOYEES” IN NATIONAL THERMAL POWER CORPORATION (VINDHYACHAL SUPER THERMAL POWER STATION) SUBMITTED IN THE PARTIAL FULFILLMENT OF REQUIREMENT FOR THE AWARD OF THE DEGREE OF “MASTER OF BUSINESS ADMINISTRATION” MBA (HRD) APS UNIVERSITY REWA (MP) COMPANY GUIDE COLLAGE GUIDE SHILPA DUNGDUNG Dr. SUNIL KUMAR TIWARI Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 1
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A.P.S. UNIVERSITY REWA (M.P.)
Department of MBA (HRD)A
PROJECT REPORT
ON
“JOB SATISFACTION OF EMPLOYEES”
IN
NATIONAL THERMAL POWER CORPORATION(VINDHYACHAL SUPER THERMAL POWER STATION)
SUBMITTED IN THE PARTIAL FULFILLMENT OF REQUIREMENT
FOR THE AWARD OF THE DEGREE OF
“MASTER OF BUSINESS ADMINISTRATION”
MBA (HRD) APS UNIVERSITY REWA (MP)
COMPANY GUIDE COLLAGE GUIDE
SHILPA DUNGDUNG Dr. SUNIL KUMAR TIWARI
HOD of MBA(HRD)
APS University Rewa (MP)
PREFACE
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 1
The project work entitled “ A STUDY ON JOB SATISFACTION OF
EMPLOYEES ” Job Satisfaction is the favorableness or un-favorableness with which the
NTPC VINDHYACHAL employee views his work. It expresses the amount of
agreement between one’s expectation of the job and the rewards that the job provides.
Job Satisfaction is a part of life satisfaction. The nature of one’s environment of job is an
important part of life as Job Satisfaction influences one’s general life satisfaction.
Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a
narrow sense, these attitudes are related to the job under condition with such specific
factors such as wages. Supervisors of employment, conditions of work, social relation on
the job, prompt settlement of grievances and fair treatment by employer.
However, more comprehensive approach requires that many factors are to be included
before a complete understanding of job satisfaction can be obtained. Such factors as
employee’s age, health temperature, desire and level of aspiration should be considered.
Further his family relationship, Social status, recreational outlets, activity in the
organizations etc.
Contribute ultimately to job satisfaction.
ACKNOWLEDGEMENT
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 2
Vocational training is a bridge for a student that takes him
from his/her theoretical knowledge world to the poetical
industrial world. The real experience can be gained from an
excellent organization in this series NTPC LTD is playing
important role. Behind successful undertaking is the blessing
and guidance of may this format piece of acknowledgement
may not be sufficient to express my feeling of gratitude.
Primarily I thanks god and my parents for their blessings
showered on me who helped me more then I expected.
I very much thanks, full to Mr. JOHAN PHILLP M.
(MANAGER HR) for giving me opportunity to work in the
organization.
I express my indebtedness and deep sense of gratitude to Mr.
B.Thiagarajan (Deputy Manager HR- ES), Miss Shilpa
(Officer HR-EB). who have properly guided me during my
training period and provided me with all the theoretical
knowledge necessary for training. At last, I would like to
convey my thanks to all the members of HR Deptt. NTPC-
VSTPS who have helped me at every stage of training.
I am also indebted to my head of Department Dr.Sunil
Tiwari whose fatherly guidance has been a source of
inspiration to me.
I am also grateful to my faculty members Dr.Ajay Singh, Dr.
Usha Tiwari,
Mrs. Sushma Tiwari, and Miss. Akanksha Singh, whose
precious guidance through out the session has been of
undoubted help to us in grooming ourselves and without
which this work wasn’t possible.
I am also thankful to all my friends and seniors whose help
has given this shape to the report.
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 3
MUKESH
KUMAR VISHWAKARMA
M.B.A.
(HRD) 3rd SEM.
A.P.S.UNIV
ERSITY, REWA (M.P)
DECLARATION
I, Mukesh Kumar Vishwakarma s/o Shri L.N.
Vishwakarma student of 3nd Semester, Department
of MBA (HRD), A.P.S University, Rewa (M.P.) has
completed the Project on ‘ job satisfaction of
employee ’ For the Academic Year 2010-11.
The information given in this project is true to
the best of my knowledge.
M
ukesh Ku.Vishwakarma
MBA(HRD)3rd sem
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 4
2009-2011
A.P.S.U.Rewa (M.P.)
CONTENT
S.No. Topic
Chapter 1 Company Profile
Chapter 2 Introduction of Job
Satisfaction
Chapter 3 Objectives
Chapter 4 Research
Methodology
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 5
Chapter 5 Observation &
Findings
Chapter 7 Suggestions
Chapter 8 Bibliography
Chapter 9 Annexure
.
PART 1Introduction of Job Satisfaction
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 6
INTRODUCTION
Job satisfaction is not the same as
motivation. It is more if an attitude, an internal state of the
person concerned. It could, for example, be associated with a
personal feeling of achievement.
Job satisfaction is an individual’s
emotional reaction to the job itself. It is his attitude towards his
job.
Definitions:
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 7
“Job satisfaction does not seem to reduce absence, turnover
and perhaps accident rates”.
-
Robert L. Kahn
“Job satisfaction is a general attitude towards one’s job: the
difference between the amount of reward workers receive and
the amount they believe they should receive.”
-
P. Robbins
Job satisfaction defines as “The amount of over all positive
affect (or feeling) that individuals have toward their jobs.”
-Hugh J. Arnold and Daniel
C. Feldman
“Job satisfaction is the amount of pleasure or contentment
associated with a job. If you like your job intensely, you will
experience high job satisfaction. If you dislike your job
intensely, you will experience job dissatisfaction.”
By Andrew
J DuBrins,
The practice of supervision,
New Delhi
Job satisfaction is one part of life satisfaction. The
environment influences the job. Similarly, since a job is
important part of life, job satisfaction influences one’s general
life satisfaction. Manager may need to monitor not only the
job and immediate work environment but also their
employees attitudes towards other part of life.
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 8
JOB
FAMILY
POLITICS LIFE
LEISURE
RELATED ELEMENT OF LIFE SATISFACTION
Human life has become very complex and completed in now-
a-days. In modern society the needs and requirements of the
people are ever increasing and ever changing. When the
people are ever increasing and ever changing, when the
peoples needs are not fulfilled they become dissatisfied.
Dissatisfied people are likely to contribute very little for any
purpose. Job satisfaction of industrial workers us very
important for the industry to function successfully. Apart
from managerial and technical aspects, employers can be
considered as backbone of any industrial development. To
utilize their contribution they should be provided with good
working conditions to boost their job satisfaction. Any
business can achieve success and peace only when the
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 9
problem of satisfaction and dissatisfaction of workers are felt
understood and solved, problem of efficiency absenteeism
labour turnover require a social skill of understanding human
problems and dealing with them scientific investigation serves
the purpose to solve the human problems in the industry.
a) Pay.
b) The work itself.
c) Promotion
d) The work group.
e) Working condition.
f) Supervision.
PAY Wages do play a significant role in determining of
satisfaction. Pay is instrumental in fulfilling so many needs.
Money facilities the obtaining of food, shelter, and clothing
and provides the means to enjoy valued leisure interest
outside of work. More over, pay can serve as symbol of
achievement and a source of recognition. Employees often see
pay as a reflection of organization. Fringe benefits have not
been found to have strong influence on job satisfaction as
direct wages.
THE WORK ITSELF Along with pay, the content of the work itself plays a very
major role in determining how satisfied employees are with
their jobs. By and large, workers want jobs that are
challenging; they do want to be doing mindless jobs day after
day. The two most important aspect of the work itself that
influence job satisfaction are variety and control over work
methods and work place. In general, job with a moderate
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 10
amount of variety produce the most job satisfaction. Jobs with
too little variety cause workers to feel bored and fatigue. Jobs
with too much variety and stimulation cause workers to feel
psychologically stressed and ‘burnout’.
PROMOTION Promotional opportunities have a moderate impact on job
satisfaction. A promotion to a higher level in an organization
typically involves positive changes I supervision, job content
and pay. Jobs that are at the higher level of an organization
usually provide workers with more freedom, more
challenging work assignments and high salary.
SUPERVISION Two dimensions of supervisor style:
1. Employee centered or consideration supervisors who
establish a supportive personal relationship with subordinates
and take a personal interest in them.
2. The other dimension of supervisory style influence
participation in decision making, employee who participates
in decision that affect their job, display a much higher level of
satisfaction with supervisor an the overall work situation.
WORK GROUP Having friendly and co-operative co-workers is a modest
source of job satisfaction to individual employees. The
working groups also serve as a social support system of
employees. People often used their co-workers as sounding
board for their problem of as a source of comfort.
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 11
WORK CONDITION The employees desire good working condition because they
lead to greater physical comfort. The working conditions are
important to employees because they can influence life
outside of work. If people are require to work long hours and /
or overtime, they will have very little felt for their families,
friends and recreation outside work.
Determinants of job satisfaction: While analyzing the various determinants of job satisfaction,
we have to keep in mind that: all individuals do no derive the
same degree of satisfaction though they perform the same job
in the same job environment and at the same time. Therefore,
it appears that besides the nature of job and job environment,
there are individual variables which affect job satisfaction.
Thus, all those factors which provide a fit among individual
variables, nature of job, and situational variables determine
the degree of job satisfaction. Let us see what these factors
are.
Individual factors: Individuals have certain expectations from their jobs. If their
expectations are met from the jobs, they feel satisfied. These
expectations are based on an individual’s level of education,
age and other factors.
Level of education:
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 12
Level of education of an individual is a factor which
determines the degree of job satisfaction. For example,
several studies have found negative correlation between the
level of education, particularly higher level of education, and
job satisfaction. The possible reason for this phenomenon
may be that highly educated persons have very high
expectations from their jobs which remain unsatisfied. In their
case, Peter’s principle which suggests that every individual
tries to reach his level of incompetence, applies more quickly.
Age: Individuals experience different degree of job satisfaction at
different stages of their life. Job satisfaction is high at the
initial stage, gets gradually reduced, starts rising upto certain
stage, and finally dips to a low degree. The possible reasons
for this phenomenon are like this. When individuals join an
organization, they may have some unrealistic assumptions
about what they are going to drive from their work. These
assumptions make them more satisfied. However, when these
assumptions fall short of reality, job satisfaction goes down. It
starts rising again as the people start to assess the jobs in right
perspective and correct their assumptions. At the last,
particularly at the fag end of the career, job satisfaction goes
down because of fear of retirement and future outcome.
Other factors: Besides the above two factors, there are other individual
factors which affect job satisfaction. If an individual does not
have favourable social and family life, he may not feel happy
at the workplace. Similarly, other personal problems
associated with him may affect his level of job satisfaction.
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 13
Personal problems associated with him may affect his level of
job satisfaction.
Nature of job: Nature of job determines job satisfaction which is in the form
of occupation level and job content.
Occupation level : Higher level jobs provide more satisfaction as compared to
lower levels. This happens because high level jobs carry
prestige and status in the society which itself becomes source
of satisfaction for the job holders.
For example, professionals derive more satisfaction as
compared to salaried people: factory workers are least
satisfied.
Job content : Job content refers to the intrinsic value of the job which
depends on the requirement of skills for performing it, and the
degree of responsibility and growth it offers. A higher content
of these factors provides higher satisfaction. For example, a
routine and repetitive lesser satisfaction; the degree of
satisfaction progressively increases in job rotation, job
enlargement, and job enrichment.
Situational variables: Situational variables related to job satisfaction lie in
organizational context – formal and informal. Formal
organization emerges out of the interaction of individuals in
the organization. Some of the important factors which affect
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 14
job important factors which affect job satisfaction are given
below:
1. Working conditions:
Working conditions, particularly physical work environment,
like conditions of workplace and associated facilities for
performing the job determine job satisfaction. These work in
two ways. First, these provide means job performance.
Second, provision of these conditions affects the individual’s
perception about the organization. If these factors are
favourable, individuals experience higher level of job
satisfaction.
2. Supervision:
The type of supervision affects job satisfaction as in each type
of supervision; the degree of importance attached to
individuals varies. In employee-oriented supervision, there is
more concern for people which is perceived favourably by
them and provides them more satisfaction. In job oriented
supervision, there is more emphasis on the performance of the
job and people become secondary. This situation decreases
job satisfaction
.
3. Equitable rewards:
The type of linkage that is provided between job performance
and rewards determines the degree of job satisfaction. If the
reward is perceived to be based on the job performance and
equitable, it offers higher satisfaction. If the reward is
perceived to be based on considerations other than the job
performance, it affects job satisfaction adversely.
4. Opportunity:
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 15
It is true that individuals seek satisfaction in their jobs in the
context of job nature and work environment by they also
attach importance to opportunities for promotion that these
job offer. If the present job offers opportunity of promotion is
lacking, it reduces satisfaction.
1. Work group : Individuals work in group either created
formally of they develop on their own to seek
emotional satisfaction at the workplace. To the extent
such groups are cohesive; the degree of satisfaction is
high. If the group is not cohesive, job satisfaction is
low. In a cohesive group, people derive satisfaction
out of their interpersonal interaction and workplace
becomes satisfying leading to job satisfaction.
Effect of Job Satisfaction
Job satisfaction has a variety of effects. These effects may be
seen in the context of an individual’s physical and mental
health, productivity, absenteeism, and turnover.
Physical and Mental Health: The degree of job satisfaction affects an
individual’s physical and mental health. Since job satisfaction
is a type of mental feeling, its favourableness or
unfavourablesness affects the individual psychologically
which ultimately affects his physical health.
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 16
For example, Lawler has pointed out that drug abuse,
alcoholism and mental and physical health result from
psychologically harmful jobs. Further, since a job is an
important part of life, job satisfaction influences general life
satisfaction. The result is that there is spillover effect which
occurs in both directions between job and life satisfaction.
Productivity: There are two views about the relationship between job
satisfaction and productivity
1. A happy worker is a productive worker,
2. A happy worker is not necessarily a productive worker.
The first view establishes a direct cause-effect relationship
between job satisfaction and productivity; when job
satisfaction increases, productivity increases; when
satisfaction decreases, productivity decreases. The basic logic
behind this is that a happy worker will put more efforts for job
performance. However, this may not be true in all cases.
For example, a worker having low expectations from his jobs
may feel satisfied but he may not put his efforts more
vigorously because of his low expectations from the job.
Therefore, this view does not explain fully the complex
relationship between job satisfaction and productivity.
The another view: That is a satisfied worker is not necessarily
a productive worker explains the relationship between job
satisfaction and productivity. Various research studies also
support this view.
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 17
This relationship may be explained in terms of the operation
of two factors: effect of job performance on satisfaction and
organizational expectations from individuals for job
performance. 1. Job performance leads to job satisfaction and
not the other way round. The basic factor for this
phenomenon is the rewards (a source of satisfaction) attached
with performance. There are two types of rewardsintrinsic and
extrinsic. The intrinsic reward stems from the job itself which
may be in the form of growth potential, challenging job, etc.
The satisfaction on such a type of reward may help to increase
productivity. The extrinsic reward is subject to control by
management such as salary, bonus, etc. Any increase in these
factors does not hep to increase productivity though these
factors increase job satisfaction.
1. A happy worker does not necessarily contribute to
higher productivity because he has to operate under
certain technological constraints and, therefore, he
cannot go beyond certain output. Further, this
constraint affects the management’s expectations
from the individual in the form of lower output. Thus,
the work situation is pegged to minimally acceptable
level of performance. However, it does not mean that
the job satisfaction has no impact o productivity. A
satisfied worker may not necessarily lead to increased
productivity but a dissatisfied worker leads to lower
productivity.
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 18
Performance
Extrinsic reward
Perceived equity of rewards
THE RELATION BETWEEN PERFORMANCE AND SATISFACTION
Absenteeism: Absenteeism refers to the frequency of absence of
job holder from the workplace either unexcused absence due
to some avoidable reasons or long absence due to some
unavoidable reasons. It is the former type of absence which is
a matter of concern. This absence is due to lack of satisfaction
from the job which produces a ‘lack of will to work’ and
alienate a worker form work as for as possible. Thus, job
satisfaction is related to absenteeism.
HIGH
TURNOVER
JOB
SATISFACTION ABSENCES
LOW
LOW HIGH
TURNOVER AND ABSENCES
RELATIONSHIP OF JOB SATISFACTION, EMPLOYEE TURNOVER AND ABSENCES
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 19
Intrinsic reward
Satisfaction
]
Employee turnover: Turnover of employees is the rate at which employees leave
the organization within a given period of time. When an
individual feels dissatisfaction in the organization, he tries to
overcome this through the various ways of defense
mechanism. If he is not able to do so, he opts to leave the
organization. Thus, in general case, employee turnover is
related to job satisfaction. However, job satisfaction is not the
only cause of employee turnover, the other cause being better
opportunity elsewhere.
For example, in the present context, the rate of turnover of
computer software professionals is very high in India.
However, these professionals leave their organizations not
simply because they are not satisfied but because of the
opportunities offered from other sources particularly from
foreign companies located abroad.
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 20
DIMENSIONS OF JOB SATIFACTION
Job satisfaction is a complex concept and difficult to measure
objectively. The level of job satisfaction is affected by a wide
range of variables relating to individual, social, cultural,
organizational factors as stated below:-
DIMENSIONS
INDIVIDUAL SOCIAL ORGANIZATIONAL
ENVIRONMENTAL CULTURAL
FACTORS FACTOR
FACTOR FACTOR
Individual :- Personality, education, intelligence and
abilities, age, marital status, orientation to work.
Social factors :-Relationship with co-workers, group
working and norms, opportunities for interaction,
informal relations etc.
Organizational factors :- Nature and size, formal
structure, personnel policies and procedures, industrial
relation, nature of work, technology and work
organization, supervision and styles of leadership,
management systems, working conditions.
Environmental factors :-Economic, social,
technical and governmental influences.
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 21
Cultural factors :-Attitudes, beliefs and values.
These factors affect job satisfaction of certain individuals
in a given set of circumstances but not necessarily in others.
Some workers may be satisfied with certain aspects of their
work and dissatisfied with other aspects .Thus, overall degree
of job satisfaction may differ from person to person.
IMPORTANCE TO STUDY JOB
SATISFACTIONThe importance to the study of job satisfaction level is very
important for executives. Job satisfaction study importance
can be understood by the answer of the following question
1) Is there room for improvement?
2) Who is relatively more dissatisfied?
3) What contributes to the employee satisfaction?
4) What are the effects of negative employee attitudes?
Benefits of job satisfaction study Job
satisfaction surveys can produce positive, neutral or negative
results. If planned properly and administered, they will
usually produce a number of important benefits, such as-
1. It gives management an indication of general levels of
satisfaction in a company. Surveys also indicate
specific areas of satisfaction or dissatisfaction as
compared to employee services and particular group
of employee.
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 22
2. It leads to valuable communication brought by a job
satisfaction survey. Communication flow in all
direction as people plan the survey, take it and discuss
the result. Upward communication is especially
fruitful when employee are encouraged to comment
about what is on their minds instead of merely
answering questions about topics important to
management.
3. as a survey is safety value, an emotional release. A
chance to things gets off. The survey is an intangible
expression of management’s interest in employee
welfare, which gives employees a reason to feel better
towards management.
4. Job satisfaction surveys are a useful way to determine
certain training needs.
5. Job satisfaction surveys are useful for identifying
problem that may arise, comparing the response to
several alternatives and encouraging manager to
modify their original plans. Follow up surveys allows
management to evaluate the actual response to a
change and study its success or failure.
Importance to Worker and Organization
Frequently, work underlies self-esteem and identity while
unemployment lowers self-worth and produces anxiety. At the same
time, monotonous jobs can erode a worker's initiative and enthusiasm
and can lead to absenteeism and unnecessary turnover. Job
satisfaction and occupational success are major factors in personal
satisfaction, self-respect, self-esteem, and self-development. To the
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.) 23