AMITY SCHOOL OF BUSINESS
Enrollment No.: A3906420344
Date: 16-01-2023
PROJECT TITLE: Impact of Organizational Climate on Job Satisfaction.
COURSE: BBA (General)
NAME OF STUDENT: Krishna Kumar Bhangde
BATCH: 2020 – 2023
AREA OF INTERNSHIP: Marketing
FACULTY GUIDE: Dr. Varsha Goyal
Page: 2
DECLARATION
I, Krishna Kumar Bhangde, student of BBA (General), hereby declare that I am working on a
project entitled
“Impact of Organizational Climate on Job Satisfaction” in the Business Administration
Department of Amity Business School, Noida, Uttar Pradesh.
The Author confirms that he has obtained permission and approved the use of copyrighted
material appearing in the Paper / Research report, except for short excerpts that only require
proper scientific confirmation.
Date:
Krishna Kumar Bhangde
A3906420344
BBA (General)
Page: 3
FACULTY GUIDE APPROVAL CERTIFICATE
I, hereby declare that the composition entitled “Impact of Organizational Climate on Job
Satisfaction” is a record of an ingenious work done by Mr. Krishna Kumar Bhangde at Amity
University, Noida. This work has been administered under the guidance of me, Dr. Varsha
Goyal, Asst. Professor, Amity University.
Dr. Varsha Goyal
Page: 4
ACKNOWLEDGEMENT
Successful completion of a project is incomplete without thanking the people who made it
possible. In all my humility, I thank God for always being there in my work. I am very happy
to say a few words of gratitude and respect to everyone that helped me in completing this
project.
I am highly grateful to Dr. J.K. Sharma, HOI, Amity School of Business, Noida for accepting
my application and helping me to complete my thesis. I am honored, and very happy to thank
my supervisor Dr. Varsha Goyal, Asst. Professor, Noida for the constant supervision, serious
guidance, moral support, constructive criticism, and especially most importantly her attitude
throughout the scope of the study.
With deep joy, I express my sincere greetings and sense of responsibility to the eternal love
and affection that my family has given me.
Date: 16 Jan 2023
Krishna Kumar Bhangde
TABLE OF CONTENT
Sr. No.
Chapter No.
Title
Page No.
1.
Chapter – 1
Introduction
7 – 15
Abstract
2.
Chapter – 2
Company’s Profile
3.
Chapter – 3
Design of the study
16 – 20
Need for the study
Scope for the study
21 - 22
Objective for the study
Limitations of the study
4.
Chapter – 4
Research Methodology
23 – 25
5.
Chapter – 5
Data analysis &
interpretation
26 – 45
6.
Chapter – 6
Findings
46 - 47
7.
Chapter – 7
Suggestions
48
Sr. No.
Chapter No.
Title
Page No.
8.
Chapter – 8
Conclusion
49
9.
Chapter – 9
Appendix
50 – 54
10.
Chapter – 10
Bibliography
55
CHAPTER I: ABSTRACT AND INTRODUCTION
ABSTRACT
Job satisfaction is one of the most significant aspects that attracts the attention of both managers
and academics in organisations and organisations. There have been a number of research
carried out to identify the variables that influence work satisfaction and how these aspects
influence the productivity of a company. Given the overwhelming evidence that work
satisfaction has a direct effect on productivity, and the fact that production is dependent on a
variety of factors, it is still the primary concern of executives. Job satisfaction is defined as a
person's psychological preference for their place of employment. It is frequently stated that
"happy workers make for productive employees." This is certainly true. Job satisfaction is very
significant since most individuals spend the majority of their lives at their place of employment.
Workers that are happy and contented have a significant effect on their whole life since they
are productive employees. Employees who are very pleased report improved physical and
mental health. The purpose of this research is to determine whether or not human resource
variables influence employee happiness in colourful homes. Examine the company's
motivations in terms of benefits and financial considerations. Employees Examine how
employees feel about their jobs and personal lives in the business.
Page: 8
INTRODUCTION
When it comes to business behaviour and human resource management techniques, one of the
most important considerations is job satisfaction. It shows the way in which workers approach
their jobs as well as their dedication to the company. Job satisfaction is defined as the emotion
or attitude associated with the nature of one's work. This statement expresses how pleased this
individual is with his or her work.
Job satisfaction as a source of motivation for work is one kind of job satisfaction. Rather than
personal satisfaction, pleasure, or complacency, the focus here is on workplace satisfaction.
When one considers one's work as an accomplishment or a contribution to the fulfilment of one's
work values, job satisfaction is described as a positive emotional state that results.
The distinction between job satisfaction and motivation is important. In addition to having an
impact on productivity, motivation, absenteeism, waste accidents, mental health, and physical
health, it also has an effect on total life satisfaction.
Job satisfaction is an emotional reaction to circumstances encountered at work. Because I can't
see, I can only assume. Job satisfaction is often evaluated in terms of how well the outcomes
meet or surpass the expectations of the employees. Job satisfaction is represented by a number
of interconnected positions.
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THE NEED AND IMPORTANCE OF JOB SATISFACTION
The ability to create a healthy organisational environment is a requirement for job happiness.
people desire to increase their position and levels of knowledge, talents, and abilities, such as
learning, education, health, etc.
A person who cannot meet their job expectations will become dissatisfied, and this dissatisfaction
will affect the organization in which they work.
Job satisfaction is very essential in terms of a person's passion and ability to contribute to the
manufacturing process. Unpredictable work attendance, replacing employees within a cycle,
and even accidents may be reduced by increasing job satisfaction.
Employees' thoughts and feelings about their work and how they assess their work all combine
to define their job satisfaction. The overall evaluation of your work may be described as your
job description, and a particular assessment, such as pay, promotion, job duties, colleagues,
and supervisors, is called a job analysis. It is crucial for the company. Worry about your
employees' well-being. When employees are satisfied with their work, this contributes to their
organizational commitment.
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DIMENSIONS OF JOB SATISFACTION
These six dimensions describe the qualities of the major work events that individuals may
respond to in an efficient manner.
•
The work itself: The job pleasure that people get in work comes from the fact that the
workplace provides them many fascinating activities, as well as the chance to take
more responsibilities. Make a name for yourself by working hard.
•
Compensation: Wages and salaries are essential, but they are complicated and
multifaceted variables that influence work happiness. Wages and salaries are just one
factor that affects job satisfaction. Money may not only assist individuals in meeting
their fundamental needs, but it is also required in order to fulfil higher-level
requirements. Employees often consider their pay to be a reflection of how
management views their value to the company. The advantages of violating the law are
equally significant, but they have a limited effect.
•
Career Growth: Promotion opportunities seem to affect job satisfaction in different
ways, because promotion takes different forms and brings different returns. People
who are promoted on the basis of seniority, for example, are generally happy with their
jobs, but not as satisfied as those who are promoted on the basis of merit. They will be
awarded money depending on their performance.
•
Supervision: Job satisfaction is often higher among those who are promoted based on
seniority, but not as high among those who are promoted on the basis of merit.
Funding will be awarded depending on their performance.
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•
Co-workers: Friendly and cooperative colleagues are the humble source of job
satisfaction; working groups provide individuals with support, comfort, advice, and
help. Good work makes work more enjoyable. As a result, people are hard to get
along with. A lack of work satisfaction results from this.
•
Work Environment: Job satisfaction is somewhat influenced by variables such as
the workplace atmosphere and working circumstances. The ability of workers to
accomplish their job will be enhanced when working circumstances are pleasant,
clean, and visually appealing. They have a detrimental effect on employee happiness
at their jobs.
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FACTORS INFLUENCING JOB SATISFACTION
As a parameter, job satisfaction is composed of motivating factors, personal factors, and
internal and external factors. Internal satisfaction depends on a person’s personal
characteristics, such as initiative, relationship with a supervisor, or work done by that person.
To be really honest, pleasure is circumstantial and dependent on the surroundings, such as
where you are or what you're doing. Employment security. In terms of overall job satisfaction,
external and internal work events should be presented as fairly as possible.
PERSONAL FACTORS:
Workers' age, gender, education, marital status, and personal traits, as well as their family
history and socioeconomic position, are some of the information gathered.
•
Age – The connection between age and work happiness may be a difficult one to
decipher sometimes. Generally speaking, people believe that the more orderly a person
is, the more happy they will be with their work, particularly as they get more experience,
and the more likely they will be to be offered employment chances.
•
Gender – There is still no conclusive evidence that women are more satisfied with their
jobs than men; this can be predicted based on women’s generally lower professional
aspirations, given that the factors of work and occupation remain unchanged.
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•
Education - Education level is negatively correlated with job satisfaction. The higher
the education level, the greater the pool of people to whom a person refers in order to
compute salaries.
•
Marital Status – In certain cases, marital status has an impact on the overall work
satisfaction. People usually think that as their marital responsibilities increase, they see
their work as a lonely worker.
•
Motivational Factors – Employee motivation is the most important aspect of running
a company. The success or failure of a company mainly depends on the dedication and
enthusiasm of its employees. Among the four major production factors of man,
machine, material and money, man is the most important. The motivations of employees
can be divided into two groups.
•
Extrinsic Factors – External factors are monetary aspects that are linked to an
employee's job that they regard to be good. Wages, promotions, and job security are
examples of external sources of pleasure that are context-dependent and dependent on
the environment.
•
Salary – Wage is a multi-dimensional and complicated element that influences work
satisfaction in a number of different ways. Pay that are higher should lead to greater
work happiness, whereas lower wages should lead to a decreased level of job
satisfaction. A large number of studies have shown that work satisfaction improves
when earnings rise.
•
Job Expectation – When an employee joins an organization, he or she has some
expectations for the job. Employees’ satisfaction with their work depends on whether
Page: 14
their work meets your expectations. Employee expectations can include working
conditions, work, colleagues, supervision, etc.
Comparison of Outputs – People have a tendency to compare their own performance
to that of others. Compensation, prestige, advancement, and internal interest in one's
job are the most common types of incentives that are obtained. His needs will still be
met; otherwise, the person attempting to restore justice may sense a distortion in the
input or output after the input or output, leave the field, take action against another
person, or alter another person's characteristics.
•
Job Security – Workers have a lower expectation of safety. Employees' professional
ethics are influenced by their workplace safety practises. The morale of an insecure
individual will be very low, which will have a negative impact on the morale of workers.
A person who is self-assured will perform more effectively and love their job.
•
Performance Appraisal – Employee happiness is influenced by the fact that
performance assessment is linked to promotions, incentives, and performance
evaluations. If the employee is not pleased with the assessment, he or she will leave the
company.
NATURE OF WORK & JOB DESIGNATION:
•
Job Variety – This reduces boredom in repeated tasks by allowing workers to work on
various functions that require diverse talents.
•
Job Monotony - The term "employee who contributes after finishing the full work"
describes the identification of the person who completes all of the project's work.
Page: 15
•
Challenging - Employees are aware of the daunting tasks they face in the organization,
which enables them to form a positive state and be satisfied with their work.
•
Contribution to Groups - When employees know how their work affects the team and
how it affects their team, they will be happy.
•
Feedback - Feedback is information that indicates if the employee is accomplishing
their goals and also fulfils their need to know whether they are doing adequately.
•
Contribution to Society - When employees know how valuable and meaningful their
work is, and how their work contributes to social development, they will feel satisfied.
Page: 16
CHAPTER II: COMPANY PROFILE
Our main goal is to ensure the availability of real estate solutions; Fizzy Homes was established
to find reliable wealth creation partners. As the largest real estate services company in India,
Fizzy Homes is committed to making it easier for our end customers to accumulate wealth and
bring them peace and prosperity. Fizzy Homes is committed to providing the best online real
estate search solution most suitable for customers.
MISSION:
Our mission is to create wealth for our clients and help them seize the growing opportunities in
the real estate sector. Fizzy Homes continues to work in this direction and helps our customer
community provide a unique home buying experience. We are determined to steer our clients’
priorities in the right direction. Fizzy Homes has created the best portal to give buyers, sellers,
brokers and developers enough space to solve all problems in the best way.
ABOUT US:
Fizzy Homes is a subsidiary of Oriental Real Estate Group. The company is a well-known
2800Cr CMD real estate group of Oriental Real Estate. Mr. Sanjeev Kumar understands the
difficulties and negotiations between buyers, sellers, brokers and developers. He knew that the
Indian government was turning to the Internet. There are many well-known portals that provide
end users with online real estate investment solutions. These portals target megacities. Mr.
Sanjeev Kumar planned a portal site that is suitable for both mega-cities and block-level people.
Many builders build buildings in small towns inaccessible to all users. Fizzy homes gives
opportunities to :
•
Buyer
•
Seller
Page: 17
•
Builder
•
Broker
•
Agents
•
Investors
•
Consultants
•
Online MIS Management or Builder
•
Loan management solution
•
Payment details
Fizzy Homes provides search in such a way that anyone with the Fizzy Homes mobile app can
get instant solutions to disputes or misunderstandings about buying and selling real estate and
the Internet.
INVESTING IN A PLOT:
•
Mobility - Land is always in short supply. Due to zero depreciation of the property, the
cost usually increases immediately.
•
Customization - Another additional benefit is that the homeowner can flexibly build
the house according to their own requirements.
Page: 18
•
Barrier-free age - As land becomes more and more scarce, the equation of supply and
demand also favours land. Age will not affect this country, because it will not
deteriorate quickly.
•
Reduce hassle - Needless to say, you don’t have to pay for the service, which means
significant cost savings. The buyer has no financial obligations after payment, and the
package is usually delivered on time.
•
Cost estimate: Given that available space is a growing problem in all cities, very rapid
growth is expected. The flexibility of building options to meet future needs allows the
value of land and real estate to increase very rapidly.
•
More luxurious: Over the years, developers have begun to provide more than just land.
They understand the spirit of discerning customers and their desire to create dream
homes. This is why many residential properties in Hyderabad prosper rapidly due to
the impressive infrastructure and good connections to the city. The Shankarpalli area
is one of the areas offering residential land investment in Hyderabad, where House
Hiranandani established a 65-acre community. In addition to lush greenery and elegant
lifestyle, it also provides access to major attractions and offers many leisure options.
The House of Hiranandani Shankarpalli in Hyderabad is one of the most beautiful
residential plots, ranging from 1,650 square meters to 2,700 square meters.
INVESTING IN A FLAT:
•
The equipment is ready - owning an apartment is a way of life for many people. The
decisive advantage of buying an apartment is of course the various supporting facilities
and services, allowing you to live a carefree life.
Page: 19
•
Bank assistance - It is very easy to apply for a loan to buy a house; in mortgage loans,
the buyer can obtain approximately 8085% of financing; in addition, the maximum
loan.
•
Fixed income source - After the apartment is rented out, it can generate considerable
income from the first day of ownership. With modern laws, there are fewer
opportunities for litigation.
•
Return on investment - As demand continues to grow, the cost of an apartment will
continue to increase over time. Compared with single-family houses that may not have
the additional facilities of a housing company, house prices are rising faster and faster
due to limited supply.
•
Evaluation - You should not buy an apartment until you evaluate the growth potential
of the area. If apartments have a location advantage, they usually provide the best
return. For example, the OMR area of Hennai quickly became a favourite of potential
home buyers due to its excellent connectivity.
House of Hiranandani Chennai OMR Project provides residents with a comprehensive
life experience. It has 2 BHK, 3 BHK, 4 BHK and 5 BHK luxury condominiums. It is
strategically located across from SIPCOT IT Park and offers magnificent views of the
Bay of Bengal. They are one of the most popular luxury apartment and residential
developments in Chennai by OMR. With its ideal location, the House of Hiranandani
Chennai OMR project is a boon for all professionals.
FIZZY HOMES:
•
We know that we are in the Internet world, and India is one of the countries with the
largest number of Android mobile device users.
Page: 20
•
The younger generation hope that all information is in their hands, and we are here to
strictly insist on finding the perfect home through a variety of booming real estate.
•
Every room in the house has a treasured memory, the walls hold memories, the ceiling
is a home of love and laughter, quiet nooks offer much-needed relaxation, and life itself
becomes a reason to be thankful.
•
This journey has been made more pleasant because we began working with customers
early on and then became them when it was most important, from Internet searches to
brokers, from mortgages to paperwork, and finally finding the perfect home.
•
At Fizzyhomes.com, we not only assist you in finding it, but we also assist you in
maintaining it. We will assist you in your pursuit of happiness.
•
Eastern Estate Construction & Developers Pvt Ltd., which also owns and runs a digital
real estate marketing and transaction provider, owns and operates fizzyhomes.com as
part of its portfolio.
•
When buying land, apartments, etc., Fizzy Homes will also provide the best advice for
your budget and resources.
CHAPTER III: DESIGN OF THE STUDY
Page: 21
NEED FOR THE STUDY:
Of course, job satisfaction plays a key role in the company's success. Without an employee’s
job satisfaction, no employee will perform well, and the organization’s goals are difficult to
achieve. Therefore, job satisfaction helps to achieve the maximum productivity (productivity)
of employees, which is why this study was conducted to measure employee satisfaction at
work.
SCOPE OF THE STUDY:
The scope of this research is obvious since we are examining employee needs to increase
morale, provide a nice working environment, and expand one's working and personal life,
which is definitely feasible. You will have a loyal workforce if we are able to fulfil your goals
and establish a pleasant and healthy work environment for you.
Objectives•
Measure employee satisfaction with work.
•
Discover different factors that determine employee job satisfaction.
•
Examine the impact of job satisfaction on overall employee and company growth.
•
If necessary, make necessary suggestions to improve employee satisfaction.
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LIMITATIONS OF THE STUDY:
The research here is limited to the Ministry of Human and Technical Resources. The
recommendations in the research may not apply to the entire organization. Due to the busy
working hours of employees, the answers to the questionnaire are likely to be incomplete.
Insufficient concentration time leads to inattention in all parts.
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CHAPTER IV: RESEARCH METHODOLOGY
Therefore, research is an original contribution to the existing knowledge base for its
development; it seeks truth through learning and observation; comparison and experimentation;
in short, it is also an objective and systematic method to generalize and form a theory to find
knowledge. A theory is also a research. Group "investigation" refers to a systematic method of
asking questions, proposing hypotheses, and collecting facts or data. Look at the facts or data,
then analyse what you find. After that, determine what inferences you can make from your
findings, and develop possible solutions to the issues you're trying to understand.
RESEARCH INSTRUMENT:
This study's instrument is a questionnaire that is organised. A questionnaire is a piece of paper
or a form on which there are a specified number of questions that are to be collected by the
researcher. A questionnaire is given to the respondents, who will then fill in the responses.
DATA COLLECTION:
Information or facts are inextricably linked to data. Most researchers simply comprehend data
as numerical data. Numerical data, quantitative information, and quantitative information are
all included. The gathering of evidence is a necessary first stage in the inquiry. Data quality:
Determine the boundaries of the investigation.
Collection of the data is done by two methods:
•
Primary data
•
Secondary data
PRIMARY DATA COLLECTION:
Page: 24
Raw data is also called field survey data. Collect these data for specific purposes to assess the
strength of the variable of interest.
•
Questionnaires
•
Interviews
•
Secondary data collection
•
The secondary data, which is needed for my study was collected from a
company.
Convenience Sampling Allow researchers to conduct research samples based on their convenience and the limitations
of the interviewee. In the research sample, every answer given by the interviewee will be
checked according to time, place and situation. This example simplifies the research.
Sampling Procedure The method used to select items for the sample. The method or procedure is the design of the
sample itself.
Sample Size -
It refers to the number of elements extracted from the universe to form patterns.
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Sample Size -
100
Sampling Unit –
This can be a geographic unit, such as a state, region, village, etc., or a construction site, such as
a house, apartment, etc., or a social unit, such as a family, club, school, etc., or an individual.
Questionnaire Design –
In my research, I compiled a structured questionnaire after careful and regular consultations with
internal and company management.
Statistical Tools Lists of the various methods used in the analysis: Weighted average method ,Simple percentage
method.
Population Size –
All aspects in any academic discipline are like components of a universe or totality.
Sample Design It is a specific design for extracting samples from a specific population, and refers to the engineering
that researchers use to select items in the sample.
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CHAPTER V: DATA ANALYSIS & INTERPRETATION
• Have you received good training in the training program of your organization?
69/100 = 0.69
120
100
80
60
40
20
0
-20
-40
Strongly
Agree
Agree
Undecided Disagree
No. of Respondents
Scale
Strongly
Disagree
Total
Aggregate Values
Interference: Most employees agree that they have received good training in the training programs.
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• Are there opportunities in your organization (e.g. job rotation, employee development)?
21/100 = 0.21
Interference: Most people are neutral in terms of skills in the organization (e.g. job rotation,
employee development).
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• Are you getting results for good performance in your organization?
Interference: 71% of employees agree to accept an evaluation of their performance in the
organization.
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• After completing a specific task or work, have you received feedback from your manager?
Interference: 69% of employees are satisfied with the feedback from their superiors at the end of
their work.
Page: 30
• Do you get help from your manager?
64/100 = 0.64
Interference: Most people agree that the boss helps them to improve the performance.
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• Are you satisfied with your working hours?
Interference: 85% of employees are satisfied with their working hours.
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• Does the organization motivate you to do a good job?
Interference: 55% of employees are satisfied with performance incentives.
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• Does your organization provide social security measures (such as housing, transportation,
etc.)?
68/100 = 0.68
Interference: Majority of personnel are happy with the welfare measures taken with the aid of using
the organization.
Page: 34
Do you get Freedom to express your perspectives in the front of your superiors within
side the organization?
63/100 = 0.63
Page: 35
Interference: Majority of personnel agreed that they've freedom to explicit their perspectives
in the front in their superiors.
• Are you happy together along with your salary?
Interference: 83% of personnel are happy with their revenue packages.
Page: 36
Do you have good interpersonal relationships with your superiors and subordinates?
79/100 = 0.79
Page: 37
Interference: Most employees think that they have a good relationship with their superiors and
subordinates.
• Apart from work, do you have the opportunity to participate in organized leisure activities
(sports, entertainment, etc.)?
Page: 38
Interference: 70% of employees are dissatisfied with their participation in extracurricular
activities.
In your work, do you get advice and help from the line manager?
Page: 39
37/100 = 0.37
Interference: Some employees agreed, while others opposed, because the result was neutral to
the supervisor's advice.
• Are you satisfied with the implementation of company policies?
Page: 40
27/100 = 0.27
Interference: Employees are satisfied and dissatisfied with the implementation of company
policies.
Page: 41
• Does your company’s technology help you do your job perfectly?
67/100 = 0.67
Interference: Most employees are satisfied with the technology used in the organization to complete
their work smoothly.
Page: 42
Are you satisfied with the company's security measures?
Interference: 79% of employees are satisfied with the company's security measures.
Page: 43
Are you satisfied with your work?
64/100 = 0.64
Interference: Most employees are satisfied with their work.
Page: 44
Are you proud of working in an organization?
Interference: 82% of employees are proud of working for the company.
Page: 44
• Are you satisfied with the organization as a workplace?
83/100 = 0.83
Interference: Most employees are satisfied with the organization as a workplace.
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Page: 45
• Do you have the opportunity to learn and grow in your company?
55/100 = 0.55
Inference: Most employees agree that there are opportunities for learning and growth in the
organization.
FINDINGS
• Most employees agree that they have received a good education in their development plan and
learning, The weighted average score for the this is 0.69.
• For the most part, most individuals are neutral in regards to their skill set inside the company.
(such as job rotation, employee development).
• 71% of employees agree that they will be recognized for their work in the organization.
• More than 69% of workers are pleased with the feedback they get from their superiors after the
completion of their assignments.
• This general consensus indicates that most individuals' supervisors have had a helping impact,
with an average impact rating of 0.64.
• 85% of employees are satisfied with their working hours.
• 55% of employees are satisfied with performance incentives.
• The weighted average is 0.68, and most employees are satisfied with the company's welfare.
• Most employees (weighted average 0.63) agree that they can express their opinions freely in
front of their superiors.
• 83% of employees are satisfied with the salary package.
Page: 48
• Most employees agree to maintain good relationships with their supervisors and
colleagues, with a weighted average of
(0.79 total score).
• 70% of employees are dissatisfied with their participation in extracurricular activities.
• Some employees agree, while others disagree, because the results recommended by
management are neutral, with a weighted average of 0.37.
• The weighted average of dissatisfaction and dissatisfaction with the implementation of
company policies is 0.27.
• Most employees are satisfied with the company's smooth shutdown technology, with a
weighted average of 0.67.
• 79% of employees are satisfied with the company's security measures.
• The weighted average is 0.64, and most employees are satisfied with their work.
• 82% of employees are proud of working for the company.
• The weighted average is 0.83, and most employees are satisfied with the organization
as a workplace.
• With a weighted average of 0.55, most employees agree that they have the opportunity
to learn and grow in the organization.
Page: 49
CHAPTER VII: SUGGESTIONS
The superior must guide the subordinates through suggestions and actions to motivate
employees. The company must implement a policy so that employees do not feel
uncomfortable. Organizations must create conditions for the growth and development of their
employees.
Page: 50
CHAPTER VIII: CONCLUSION
Job satisfaction is an important aspect of any company's success: when employees are satisfied
with their work, productivity increases. The assessment of employees’ satisfaction or
dissatisfaction with their work is a complex sum of individual factors. Research is the process
by which employees share their feelings about work and the work environment. It is a powerful
diagnostic tool for assessing employee problems. Improved communication is another benefit
of research. Promotion is particularly beneficial to the company. "Communication is to
encourage employees to comment on what they really mean. This job satisfaction survey shows
that the complaint management system, promotion policy, job rotation, participation in
decision-making, etc.. Better understand the reasons why employees are behind, and plan to
solve problems more effectively Evaluate training needs and show that employees are satisfied
with sanitation facilities, pension provision, club facilities, and cafeterias. Consider making
their employees happy. Therefore, the immeasurable value of human resources is revealed,
which is to meet their needs.
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CHAPTER IX: APPENDIX
APPENDIX I: QUESTIONNAIRE
TOPIC – Job satisfaction of an employ in an organisation.
•
Have you received good training in the training program of your organization?
a) Strongly Agree
b) Agree
c) Undecided
d) Disagree
e) Strongly disagree
•
Are there opportunities in your organization (e.g. job rotation, employee development)?
a) Strongly Agree
b) Agree
c) Undecided
d) Disagree
e) Strongly Disagree
•
Are you getting results for good performance in your organization?
Page: 52
a) YES
b) NO
•
After completing a specific task or work, have you received feedback from your
manager?
a) YES
b) NO
•
Do you get help from your manager?
a) Strongly Agree
b) Agree
c) Undecided
d) Disagree
e) Strongly Disagree
•
Are you satisfied with your working hours?
a) YES
b) NO
•
Does the organization motivate you to do a good job?
a) YES
b) NO
•
Does your organization provide social security measures (such as housing,
transportation, etc.)?
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a) Strongly Agree
b) Agree
c) Undecided
d) Disagree
e) Strongly Disagree
•
Do you get Freedom to express your perspectives in the front of your superiors within
side the organization?
a) Strongly Agree
b) Agree
c) Undecided
d) Disagree
e) Strongly Disagree
•
Are you happy together along with your salary?
a) YES
b) NO
•
Do you have good interpersonal relationships with your superiors and subordinates?
a) Strongly Agree
b) Agree
c) Undecided
d) Disagree
e) Strongly disagree
•
Apart from work, do you have the opportunity to participate in organized leisure
activities (sports, entertainment, etc.)?
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a) YES
b) NO
•
In your work, do you get advice and help from the line manager?
a) Strongly Agree
b) Agree
c) Undecided
d) Disagree
e) Strongly Disagree
•
Are you satisfied with the implementation of company policies?
a) Strongly Agree
b) Agree
c) Undecided
d) Disagree
e) Strongly Disagree
•
Does your company’s technology help you do your job perfectly?
a) Strongly Agree
b) Agree
c) Undecided
d) Disagree
e) Strongly Disagree
•
Are you satisfied with the company's security measures?
a) YES
b) NO
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•
Are you satisfied with your work?
a) Strongly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Strongly Dissatisfied
•
Are you proud of working in an organization?
a) YES
b) NO
•
Are you satisfied with the organization as a workplace?
a) Strongly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Strongly Dissatisfied
•
Do you have the opportunity to learn and grow in your company?
a) Strongly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Strongly Dissatisfied
Page: 56
APPENDIX II: BIBLIOGRAPHY
NAME OF THE BOOK
AUTHOR
Organizational Behaviour
Dr. Varma & Agarwal
Research Methodology
C.R. Kothari
Personnel / Human Resource
Management ( Third Edition)
Stephen P. Robbinsm
Page: 57
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Dollar Shave Club. (n.d.). How does a Dollar Shave Club membership
work. https://ask.dollarshaveclub.com/hc/enus/articles/115012584047-How-does-a-Dollar-Shave-ClubMembership-workGregory, G. D., & Munch, J. M. (1997). Cultural values in
international advertising: An examination of familial norms and roles
in Mexico. Psychology & Marketing, 14(2), 99–119.
https://doi.org/10.1002/(SICI)1520-6793(199703)14:2<99::AIDMAR1>3.0.CO;2-I