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CHAPTER – I
INTRODUCTION
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 o the
promotion system within a company, the quality of the working conditions, leadership and social
relationships, 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 workgroups. 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. Questions relate to relate 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 9where 1 represents “not all satisfied” and 5 represents
“extremely satisfied”).
Definitions
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of
one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2007) 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 behaviors. This definition suggests that we
from attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.
Affect Theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction
model. The main premises 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.e. the degree of autonomy in a position) moderates how satisfied/dissatisfied one
becomes when expectations are/are not 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 does not value that facet. To illustrate, if Employee A
values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A
would be more satisfied in a position that offers a high degree of autonomy compared to Employee B. this
theory also states that too much of a particular facet will produces stronger feelings of dissatisfaction the
more a worker values that facet.
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 evidence that job satisfaction tends to be stable over time and across careers and 3
jobs. Research also indicates that identical twins have similar levels of job
satisfaction.
A significant model that narrowed the scope of the Dispositional Theory was the core Self-
evaluations Model, proposed by Timorthy A. Judge in 1998. Judge argued that there are four Core Self-
evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy,
locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places
on his self) and general self-efficacy (the belief in one’s own competence) lead to higher work
satisfaction. Having an internal locus of control (believing one has control over her/his own life, as
opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of
neuroticism lead to higher job satisfaction.
Two – Factor Theory (Motivation – Hygiene Theory)
Fredrick 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 o 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.
While Herzberg’s model has stimulated much research, researchers have been unable to reliably
empirically prove the model, with Hackman & Oldham suggesting that Herzberg’s original formulation
of the model may have been a methodological artifact. Furthermore, the theory does not consider
individual differences, conversely predicting all employees will react in an identical manner to changes in
motivating/hygiene factors. Finally, the model has been criticised in that it does not specify how
motivating/hygiene factors are to be measured.
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Measuring Job Satisfaction
There are many methods for measuring job satisfaction. By far, the most common method for
collecting data regarding job satisfacting is the Likert scale (named after Rensis Likert). Other less
common methods of for gauging job satisfaction include: Yes/No questions, True/False questions, point
systems, checklist, forced choice answers.
The Job Descriptive Index (JDI), created by smith, Kendall, & Hulin (1969), job satisfaction that
has been widely used. It measures one’s satisfaction in five facets: pay, promotions and opportunities,
coworkers, supervision, and the work itself. The scale is simple, participants answer either yes, no, or
decide in response to whether given statements accurately describe one 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.
Objective of the study
The objective of the study is as follows
To assess the satisfaction level of employees in orient glass pvt ltd.
To identify the factors which influence the job satisfaction of
employees.
To identify the factor which improves the satisfaction level of
employees.
To know the employee satisfaction towards the facilities.
To offer valuable suggestions to improve the satisfaction level of
Employees.
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1.2 Scope of the study
This study emphasis in the following scope:
To identify the employees level of satisfaction upon that job.
This study is helpful to that organisation for conducting further research.
It is helpful to identify the employer’s level of satisfaction towards welfare
measure.
This study is helpful to the organization for identifying the area of
dissatisfaction of job of the employees.
This study helps to make a managerial decision to the company.
1.3 Research Methodology
Research methodology is the systematic way to solve the research problem. It gives an idea about
various steps adopted by the researcher in a systematic manner with an objective to determine various
manners.
1.3.1 Research Design
A research design is considered as the framework or plan for a study that guides as well as helps
the data collection and analysis of data. The research design may be exploratory, descriptive and
experimental for the present study. The descriptive research design is adopted for this project.
1.3.2 Research Approach
The research worker contacted the respondents personally with well- prepared sequentially
arranged questions. The questionnaire is prepared on the basis of objectives of the study. Direct contract
is used for survey, i.e., contacting employees directly in order to collect data.
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1.3.4 Sample size
The study sample constitutes 100 respondents constituting in the
research area.
1.3.5 Sampling Area
The study is conducted in employees of Orient Glass Pvt Ltd.
1.3.6 Sampling Design
The researcher has used probability sampling in which stratified random
sampling is used.
1.3.7 Collection of Data
Most of the data collected by the researcher is primary data through personal interview, where
the researcher and the respondent operate face – to – face.
1.3.8 Research Instrument
The researcher has used a structured questionnaire as a research instrument tool which
consists of open ended questions, multiple choice and dichotomous questions in order to get data. Thus,
Questionnaire is the data collection instrument used in the study. All the questions in the questionnaire are
organized in such a way that elicit all the relevant information that is needed for the study
1.3.9 Statistical Tools
The statistical tools used for analyzing the data collected are percentage
method, chi square, bar diagrams and pie diagrams
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1.3.10 Analysis of Data
The data are collected through survey and books, reports, newspapers and internet etc., the survey
conducted among the employees of Orient Glass Pvt Ltd. The data collected by the researcher are
tabulated and analyzed in such a way to make interpretations.
Various steps, which are required to fulfill the purpose, i.e., editing, coding, and tabulating. Editing
refers to separate, correct and modify the collected data. Coding refers to assigning number or other
symbols to each answer for placing them in categories to prepare data for tabulation refers to bring
together the similar data in rows and columns and totaling them in an accurate and meaningful manner
The collected data are analyzed and interrupted using statistical tools and
techniques.
1.4 Research period
The research period of the study has from 1st February to May 1st 2008
having 18 weeks of duration.
1.5 Limitations of the study
The survey is subjected to the bias and prejudices of the respondents.
Hence 100% accuracy can’t be assured.
The researcher was carried out in a short span of time, where in the
researcher could not widen the study.
The study could not be generalized due to the fact that researcher adapted
personal interview method
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1.6 Chapter scheme
This project is summarized into five different chapters.
Chapter-1
Consists of an Introduction, statement of the problem, objectives of the
study, Rrsearch methodology and limitations of the study
Chapter-2
Contains Industry Profile, which contains of world scenario, national
scenario, and state scenario.
Chapter -3Consists of company profile, which states about the promoter of the
company and a brief history about the company.
Chapter-4
Consists of analysis and interpretation of the collected data.
Chapter-5
Consists of findings of the study.
Chapter-6
It includes suggestion and recommendations.
A copy of questionnaire is included as appendix at the end of this report
CHAPTER – II
INDUSTRY PROFILE
CHAPTER-3
COMPANY PROFILE37
CHAPTER - IV
DATA ANALYSIS AND INTERPRETATION
The data after collection is to be processed and analyzed in accordance
with the outline and down for the purpose at the time of developing research plan.
Technically speaking, processing implies editing, coding, classification and tabulation of
collected data so that they are amenable to analysis. The term analysis refers to the computation of certain
measures along with searching for pattern groups. Thus in the process of analysis, relationship or
difference should be subjected to statistical tests of significance to determine with what validity data can
be said to indicate any conclusions.
The analysis of data in a general way involves a number of closely related operations, which are
performed with the purpose of summarizing the collected data and organizing them in such a manner that
they answer the research questions. In this study the researcher followed above process carefully and it is
presented in this chapter
