A Study on Employee Job Satisfaction at Athena KIA, Ballari.

KIA EMPLOYEE JOB SATISFACTION

CHAPTER 1

1.1 INTRODUCTION

The project work entitles “A study on Employees Job Satisfaction with special
reference to KIA motors, Ballari”. The Employee Job Satisfaction is considered to
one’s sentiment or the state of intension viewing nature of their Job work. Job can be
influenced by variety of factors like quality of one’s relationship with their superior,
quality of physical environment in which they work; degree of fulfillment in their work,
etc…Employees job satisfaction describes the feelings, attitudes or preferences of
individuals regarding their work. The positive and favorably attitudes towards the job
indicates job satisfaction and negative attitudes indicates dissatisfaction towards the
job. Employee’s satisfaction is an important towards any organization’s success. This
study generally found that the employee satisfaction is associated with salary,
empowerment promotion, bonuses, training and development, and other facilities of
the overall working condition. Employee’s satisfaction is a measure of how happy
workers are with their job and working environment.

1.2 INDUSTRY PROFILE

Introduction:

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India is expected to be the world’s third-largest automotive market in terms of volume by

2026. The automobile industry of India, currently manufactures 26 million vehicles, three
wheelers, two wheelers, and quadric cycles in April-march 2020, of which 4.7 million are
exported. India holds a strong position in the international heavy vehicles arena as it is the
largest tractor manufacturer, second largest bus manufacturer, and third largest heavy
trucks manufacturer in the world.

The industry produced total of 30,915,420 vehicles including passenger vehicles,

commercial vehicles, three- wheelers and quadric cycle in FY2019 as against 29,094,447
in FY2018, registering a growth of 6.26 percent over the same period last year. Now move
on auto sector companies in India.

The EV market is expected to grow at CAGR of 44% between 2020-2027 and is expected
to hit 6.34 million-unit annual sales by 2027.The EV industry will create five core direct
and indirect jobs by 2030.

A market size of $50 billion for the financing of EV’s in 2020 has been identified-about
80% of the current size of India’s retail vehicle finance industry, worth $60 billion today.

India’s passenger vehicle industry is expected to post a growth of 22% in FY 100% FDI
allowed under automatic route.

Share in India’s exports:

Government of India targets 30% electric vehicles by 2030.The automobile sector

contributes 49% to India’s manufacturing GDP and 7.1% to India’s GDP.The 2nd
AMP(Automotive Mission Plan) released by the government outlines the plan to elevate
the automotive industry to world class levels. As part of Paris agreement in 2015, India
committed to reduce the emission intensity of its gross domestic product (gig emission per
unit GDP) by 33%-35% over 2005 levels by 2030. In order to meet its global commitment
and mitigate adverse impact of the automobiles (ballooning oil import expenses and
increasing air pollution), the government is keen to shift the narrative towards electric
vehicles. The EV market in India is expected to be valued at $2Bn By 2023.

With battery costs declining faster than anticipated, EV economics become favorable as
battery costs decline; the five year TCO becomes favorable over any alternative in most
markets. Additionally, consumers benefit from financial (e.g., subsidies) & non-financial
incentives (e.g., road access, registration privileges).

The number of EV operating in the medium and heavy passenger vehicle category
increased from 124 in 2018 to 1,356 as of 6 August 2021, 3.87 lakh EV and 6,740 electric
buses were sold in India under fame India scheme as of August 2021.

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Industry Scenario:

The $118 billion automobile industry is expected to reach $300 billion by 2026. India’s
annual production in FY 2020 was 26.36 million vehicles. In the automobile market in
India, two-wheelers and passenger cars accounted for 80.8% and 12.9% market share,
respectively, accounting for a combined sale over 20.1 million vehicles in FY 20.
Passenger car sales are dominated by small and midsized cars.

Overall, Indian automobile export reached 4.77 million vehicles in FY20, implying in
CARG of 6.94% between FY16-FY20. Two-wheelers constituted 73.9% of the total
vehicles exported, followed by passenger vehicles at 14.2%, three-wheelers at 10.5% and
commercial vehicles at 1.3%.

Industry Trends:

We’ve identified a few trends that will define the future of the auto industry in this ever-
evolving landscape.

Digitalization: Driving better customer experience

Customers are increasingly looking up cars online. Right from enquiry to delivery, the
digital transformation in the auto takes various customer touch points online. Customer
benefit from a much more personalized and user-friendly experience, while carmaker and
dealers can target and engage with them better.

The adoption of Digital transformation is fuelled by a much-needed customer-centric

approach. This drives the use of platform like social media and advanced technologies like
Augmented Reality (AR) and Virtual Reality (VR) to add value to the customer experience.
Increasingly, event post-sale services like maintenance and insurance are offered online,
enabling easier processes and hassle-free vehicle management.

Electric Vehicles: A fast-growing reality

Estimated to grow at a CARG of 44% between 2020-27, the EV market is buzzing with
new players , with a boost from Government incentives. The growth of electric mobility is
backed by removing the battery from the new vehicle sales, leading to less upfront cost,
reduced GST, and sustainable mobility solutions.

The growing popularity of EVs is a great opportunity for corporate and businesses to
redefine their mobility and to adopt greener fleets with EVs and PHEVs. This not only
helps businesses reach their sustainability targets, but may also help in cutting costs, in the
long-term.

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Vehicle connectivity:

Still in the early days, but Indian roads are seeing a growing number of ‘connected’
vehicles. With car brands like MG and KIA launching successful models with factory-
fitted connectivity features that allow internet access and data sharing with external
devices, consumers seem to have taken to the trend. This reflects in the projection of about
1.7million connected cars on Indians by 2022.

Telemeters: Using tech to optimize fleets

Businesses and corporate are constantly looking to better their mobility, especially when it
comes to car fleets. Technology is at the core of this modernization, as we see in the rising
trend of using telemetric and data in the optimization of company fleets. One of the fastest-
growing sectors, it is surging on with a CARG of about 16% (2016-20). Telemeters can
enable navigation, safety, security and communication, while providing useful data on the
fleet’s performance.

Reduced ownership period leading to rise in used car market:

The used car market has seen a steady growth of 6.2% between 2016 and 2020, despite a
slowdown in new car sale during the same period. This trend is owned to the rising number
millennia’s in the workforce. Changing consumer behavior has reflected in the reduced
ownership period of cars, which now stands at around 3-5 years. Other factors like the
transition from BS-IV to BS-VI, GST rates differential on purchase of a used car vs new
car, etc. also contribute to this trend, which is still growing, as more people prefer a
personal vehicle versus public transport.

Emerging profit centers and rise of car leasing:

In recent times, we’ve seen that new models and mobility solutions such as car leasing,
subscription, data monetization and shared mobility etc. have emerged as a new profit
centers. This can be attributed to the rise of vehicle utilization due to shared mobility and
the saturation of vehicle ownership in developed countries. Car leasing, in-vehicle
connectivity, subscriptions and long-term maintenance packages are expected to capture a
large share of the profit pool.

In conclusion, these disruptive trends across areas like changing customer preferences,
digitization, electrification, government reforms, technological advancements and

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evolving needs of our customers, and helps them adapt to changing times via our efficient
vehicle leasing solutions.

Key players in Indian Automobile Industry as per the reports

KeyplayersinIndianAutomobileIndustryasperthereports

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1.3 COMPANY PROFILE

CIN U29309AP2017FTC105878

Company Name KIA INDIA PRIVATE LIMITED

ROC Code RoC-Vijayawada

Registration Number 105878

Company Category Company limited by Shares

Company SubCategory Subsidiary of Foreign Company

Class of Company Private

Authorised Capital(Rs) 60000000000

Paid up Capital(Rs) 43603366000

Number of Members(Applicable in case 0

of company without Share Capital)

Date of Incorporation 19-05-2017

Registered Address NH-44, Sy.No.151-2 Erramanchi,

Penukonda mandal Anantapur AP
515164 IN

Address other than R/o where all or any -

books of account and papers are
maintained

Email Id legalsec@kiaindia.net

Whether Listed or not Unlisted

ACTIVE compliance ACTIVE compliant

Suspended at stock exchange -

Date of last AGM 30-09-2022

Date of Balance Sheet 31-03-2022

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New logo of KIA Motor

KIA India private limited (formerly KIA motors India private limited until May 2021) is a
subsidiary of KIA for its operations in India. The company was founded on 19 May 2017
following an announcement of the construction of a new 536-acre manufacturing facility
in Anantapur District, Andhra. The plant started its trial production in Jan 2019 and the
mass production of its first product, in KIA Seltos started on 31 July 2019. The US$2
billion manufacturing plant is capable of producing 3, 00,000 vehicles industry.

KIA unveils new brand logo and company slogan:

On April 28, 2021 KIA India announces the re launch of its brand in India with a new
company slogan ‘Movement that Inspires’. The updated Seltos and the Sonet will be the
first products to feature the new logo at the time of launch in the first week of May 2021.
Interestingly, the South Korean car manufacturer has unveiled the new logo with the
refreshed Seltos that is due for launch in India next month.

New brand further slogan ‘Movement that Inspires’ signals future direction of product
and services development; all aimed at building a deeper connection with customers.

The company further claims that the new brand slogan that movement is at the genesis of
human development, it enables people to see new places, to meet new people, and to have

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new experiences. This connection is believed to be the essence of KIA’s new brand slogan,
to enable human progress by progress by providing innovative in-car spaces, exciting new
products, and meaningful, convenient services that inspire customers and free up time for
the activities that they enjoy most.

“Under the new brand slogan, KIA will focus on offering meaningful experiences to the
customers, especially focused on the millennial and gen-Z -the future of the country with
KIA’s new brand identity and our refreshed portfolio, we are extremely elated to have a
purpose- driven business that will elevate the customer experience not just in terms of the
feature and connectivity inside the cars, but the overall engagement experience with our
brand.”

Profile of Athena KIA (SVIS motors LLP)

SVIS motors LLP, is a partnership firm incorporated on 13 Jan 2020. It is registered at the
registrar of companies, Bangalore. Its total obligation of contribution is Rs.1, 00,000
designated partners of (SVIS motors LLP) are GALI Raja SUNDEEP Reddy, GALI
SHRAVAN KUMAR REDDY, Jambimanu Praveen Reddy.

SVIS motors identification number is (LLPIN) aar-5935

Website www.kiaballari.com

Address:Opp: FCAL, Hosapete road,

Allipura, Ballari, Karnataka-583104.

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1.4 VISION

Establishing a robust marketing culture that permits every level of the organizational and
within which the distinct needs of customers are identified and met will continue to be
our vision for the short, medium and long term.

1.5 MISSION

KIA motors mission is to produce the best vehicles exhibiting superior technology,
quality, and value through a spirit of continuous improvement, creative, teamwork and
value-based relationship. They strive for perfection.

1.6 Quality policy:

Our quality policy is derived from the corporate philosophy of our principals M/s KIA
MOTORS. We strive to deliver utmost quality in customer service. Therefore, at the
forefront of our approach to providing high quality is our quest to FIX IT RIGHT FIRST
TIME (FRFT).

In order to realize this objective, we continue to employ latest and state-of-the-art

technology in our Service Centers. Machines and tools will not simply do the job for us.
The skill and motivation of the man behind the tool is the key to delivering quality.

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We not only have a strict policy in selecting technicians and other staff but also continue
to provide training to enhance their skills so that they are better prepared to deliver quality.

Athena KIA consists of three division:

A department for sales.

Adepartment for services.

Adepartment for Human resource management.

ORGANISATIONALSTRUCTURE
DealershipOrganisationalStructure–Tier2city

1.8 Product/ Service profile areas of operation

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Kia Motors offers a range of products and services including various car models such as
sedans, SUVs, and electric vehicles. They also provide maintenance and repair services,
warranties, financing options, and customer support. Additionally, Kia has been working
on integrating advanced technology and features into their vehicles, such as connectivity,
safety systems, and eco-friendly solutions. Keep in mind that specific offerings may vary
by location and time.

KIA SONET

Refined 1.5 CRDi Diesel Engines:

Fuel your adventures with Kia Sonet which comes with a powerful 1.5 CRDi Diesel
Engine with 116 PS and 250 Nm torque.

Powerful G1.0 T-GDi and Advanced Smartstream G1.2 Petrol Engines

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Rule the urban jungle with the might of 120 PS combined with 172 Nm torque of G1.0 T-
GDi Petrol Engine or go on a thrilling experience with 83 PS and 115Nm torque of
Advanced Smartstream G1.2 Petrol Engine.

Revolutionary iMT technology

Make your drives more fun, more comfortable yet incredibly thrilling with the
revolutionary iMT technology available in Kia Sonet Diesel for the first time in the
segment, and in Kia Sonet Petrol.

Wild and Connected

The Kia Sonet isn’t just all muscle. Powered by the latest evolution of Kia Connect, it
offers you 58 smart ways of staying connected, making it the brainiest of all SUVs. Kia
Connect advanced technology includes AI Voice Command, Voice Assisted Sunroof
Control, and OTA Map Updates, making your driving experience safe, convenient, and
enjoyable.

KIA CARENS

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Robust 10 Hi-Safety Package

Kia Carnes is built extraordinarily safe for you and your family with 10 robust safety
features: 6 Airbags, ABS, ESC, HAC, VSM, DBC (Downhill Brake Control), BAS, All-
Wheel Disc Brakes, TPMS Highline and Rear Parking Sensors available across ALL
CARENS VARIANTS.

Powerful Diesel Engine and all-new Smart stream Petrol 1.5 T-GDi engine

The Carens diesel variant has a powerful 1.5L CRDi VGT engine with 116 PS and 250Nm
torque and the petrol variant comes with a turbo engine offering class-leading 160ps of
maximum power and 253Nm of maximum torque for an inspiring driving experience that
sure is from a different world.

Revolutionary iMT technology

Drive comfortably; drive clutch-free with the revolutionary iMT technology available in
Kia Carens. Get ready for a driving experience with a difference.

KIA CARNIVAL

Kia Carnival luxury MPV was launched in India at the Auto Expo 2020. The vehicle has
been launched in three trim levels and one can choose between 7, 8 and 9 seater
configurations. In terms of features, Kia Carnival gets bits like an 8-inch touchscreen
infotainment system with Android Auto and Apple CarPlay compatibility, dual pane
sunroof, power folding wing mirrors and more. Powering the MPV is a 2.2-litre four

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cylinder diesel engine that is good for producing respective power and torque outputs of
200hp and 440Nm. The Kia Carnival is currently priced in India starting at Rs 24.95 lakh
(ex-showroom). The Carnival can be seen as a more premium alternative to the Toyota
Innova crysta and a cheaper option to the Mercedes-Benz V-Class.

1.9 Areas of operation

1.10 Infrastructure facilities

CC Surveillance

Good security systems

Vehicle parking

Car service

Tables

TV

Air conditioner

Cafeteria

1.11 Competitor's information

Hyundai

Maruti Suzuki

Tata Motors

Mahindra & Mahindra

1.12 SWOT ANALYSIS OF KIA MOTORS

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Strengths:

Value for Money

Design and Style

Technological Innovation

Warranty

Weaknesses:

Brand Recognition

Limited Model Range

Opportunities:

Electric and Hybrid Vehicles

Emerging Markets

Expansion of SUV Segment

Threats:

Competition

Economic Factors

Regulatory Changes

Supply Chain Disruptions

1.13 Future growth and prospects

Kia India expects to record 10% growth at 2.8 lakh units in 2023

The Korean automaker which entered the India market in 2019, said it has been focused
on growing at twice the pace of the market. Last year the industry grew at 23% and Kia
marked a YoY growth of 40%. In 2023, the industry's growth is pegged anywhere around
5% and the maker of Seltos and Sonet expects to grow at 10%. Going forward,

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headwinds like inflation, hike in interest rates and the global crisis may impact the growth
of the industry.

New Delhi: Kia, which grabbed about 6.7% market share in the Indian passenger vehicle
(PV) market during CY 2022, is confident of tracing the growth trajectory for this year as
well where it expects to record a year-on-year growth of 10% or even more. In CY 2022,
the company clocked 2.54 lakh unit sales in the domestic market which is expected to grow
to 2.80 lakh units in CY 2023.

“We have been able to grab this market share by growing at twice the pace of the market.
Last year the industry grew at 23% and Kia was up by 40%. This year the industry is pegged
anywhere around 5% and hopefully we will grow at 10%. In the process, if the market
share increases, that would be a bonus,” Hardeep Singh Brar, Vice President and Head of
Marketing and Sales, Kia India, told ETAuto.

The Korean automaker which entered the Indian market with Seltos in August 2019, now
sells five models in the country- Seltos, Sonet, Carnival, Carens and EV6. Now it has no
plans to launch a new vehicle during 2023.

By selling 45,494 units in the first five months of its foray in the Indian market, it grabbed
a market share of 1.5% in 2019. In the following year, Kia entered the Top 5 OEM list and
took 5.8% of the pie.

Globally, Kia has announced plans to drive in 14 battery electric models (BEVs) by 2027.
One of these will also be sold in India- a locally manufactured mass market electric PV to
be launched in the country in 2025.

The South Korean automaker's global portfolio includes different body styles including
sedans. For India, it remains focused on SUVs and MPVs. “When we entered India, we
were very clear that the shift is happening towards recreational vehicles (RVs) i.e SUVs
and MPVs. We want to stay focused on this because there's a lot of strength in being
focused on a small portfolio, which now occupies about 50% share. Five years ago it was
less than 25% and we took a call that we want to be in this space and it really worked well
for us. We want to be known as a company which is into RV and not into small cars. It also
gives a flip to our brand. We want to stay focused on this product portfolio,” he said.

At the ongoing Auto Expo 2023, the automaker showcased a luxury recreational vehicle
(RV) KA4 and an electric SUV Concept EV9. First unveiled at the Los Angeles Auto Show
in November 2021, EV9 will be launched in international markets in the first quarter of
2023. However, Brar did not share the timeline for its India launch.

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Kia has also announced an investment of INR 2,000 core in India for EV related R&D,
manufacturing, and infrastructure development.

Going forward, the company expects that headwinds like inflation, hike in interest rates
and the global crisis may impact the industry growth. “As of now, it looks like the industry
would hit about 4 million passenger vehicles in this calendar year.” In 2022, the industry
recorded highest-ever domestic sales volumes of 3.8 million PVs.

1.14 Financial statement

2023 2023 2022 2022

PARTICULARS 30-Jun 31-Mar 31-Dec 30-Sep

Total Current
37413825 37357366 34147147 34838820
Assets

Cash and Short Term

20673755 20485494 19513004 20420533
Investments

Cash - - - -

Cash & Equivalents 14652593 14195262 11553972 14802643

Short Term
1684870 1919538 2169324 3996881
Investments

Total Receivables,
5384404 5651096 4801043 5401094
Net

Accounts
Receivables - Trade, 2715394 2681985 2237444 2525731
Net

Total Inventory 10523920 10434693 9103825 8168055

Prepaid Expenses - - - -
Other Current
Assets, Total
831746 786083 729275 849138

Total Assets 78397010 77612656 73710965 75857239

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Property/Plant/Equip
15233352 15344065 15383383 15699903
ment, Total - Net

Property/Plant/Equip
15233352 15344065 31820227 15699903
ment, Total - Gross

Accumulated -
- - -
Depreciation, Total 16436844
Goodwill, Net - - 37282 -
Intangibles, Net 3013261 3014271 339686 2832910
Long Term
20907097 20220825 19851089 20338594
Investments
Note Receivable -
2669010 2641908 2562438 2875363
Long Term
Other Long Term
1206093 1262108 1351873 1724900
Assets, Total
Other Assets, Total 12615806 12601136 15592755 9656101
Total Current
26781581 28363400 25377803 26338127
Liabilities
Accounts Payable 10531300 10220026 9703269 9492710
Payable/Accrued - - - -
Accrued Expenses 3008315 2477883 2358605 3102952
Notes Payable/Short
998675 1718372 1659498 1692022
Term Debt
Current Port. of LT
1116543 1981593 1825260 2132662
Debt/Capital Leases
Other Current
11126748 11965526 9831171 9917781
liabilities, Total
Total Liabilities 35459513 37581078 34367884 36470091
Total Long Term Debt 3386035 3896491 4260632 4747579
Long Term Debt 3133226 3662292 4044381 4519680
Capital Lease
252809 234199 216251 227899
Obligations

Deferred Income Tax 1109073 1261106 814186 1413287

Minority Interest 5361 5641 5143 5940

Other Liabilities,
Total
3178788 -248234 -307612 -528218

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Total Equity 42937497 40031578 39343081 39387148

Redeemable
- - - -
Preferred Stock, Total
Preferred Stock - Non
- - - -
Redeemable, Net
Common Stock, Total 2139317 2139317 2139317 2139317
Additional Paid-In
Capital 1744287 1737261 1737261 1725796
Retained Earnings
(Accumulated 39550886 36925619 36320754 34278853
Deficit)
Treasury Stock -
-470989 -748930 -248880 -231224
Common
ESOP Debt
Guarantee - - - -
Unrealized Gain
- - - -
(Loss)
Other Equity, Total -26004 -21689 -605371 1474406
Total Liabilities &
Shareholders' 78397010 77612656 73710965 75857239
Equity
Total Common
Shares 395.08 394.29 400.93 400.93
Outstanding

Total Preferred
Shares - - - -
Outstanding

CHAPTER 2

2.1 Theoretical background of the study

Job satisfaction is an attitude which results from balancing and summation of many
specific likes and dislikes experienced in connections with job their evaluation may rest

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largely upon one’s success or failure in the achievement of personal objective and upon
perceived combination of the job and combination towards these ends.

Job satisfaction survey can give the most valuable information about the preparation and
cause for satisfaction among the employees attitude towards job satisfaction may be either
positive or negative. This positive feeling can be rectified this survey can be treated as the
most effective & efficient way, which makes the workers to express their inner and real
assets undoubtedly.

Employee attitude are important to management because they determine the behaviour of
workers in the organization. The commonly hold opinion is that ‘A satisfied worker is a
productive worker’. A satisfied work force will create a pleasant atmosphere within the
organization to perform well. Thus, attainment of a high level performance through
productivity and efficiency has always been an organizational goal of high priority. In order
to do that highly satisfied work force is an absolutely necessity for achieving a high level
of performance advancement of an organization. Hence job satisfaction has become a
major topic for the study.

Job Satisfaction:

Job satisfaction is one of the major interests in the field of organizationalbehavior and the
practice of HRM. It refers employee’s attitude towards job and commitment to an
organization. job satisfaction refers to one’s feelings or state of mind regarding the nature
of their work. It describes how content an individual is with his or job.

Job satisfaction refers to a person’s feelings of satisfaction on the job. which acts as a
motivation to work. It is not self-satisfaction, Happiness or self-contentment but
satisfaction on the job.

Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal
of one’s job achieving or facilitating the achievement of one’s job values.

Various definitions of Job Satisfaction:

Bullock (1952) defined job satisfaction as an attitude, which results from balancing and
summation of many specific likes dislikes experienced in connection with the job.Smith

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(1955) defined to job satisfaction as the employee’s judgment of how well his job on whole
is satisfying his various needs.

Importance of Job Satisfaction:

The Job Satisfaction is the condition of establishing a healthy organizational environment

in an organization. Individuals want to maintain statute, high ranks and authority by giving
their capabilities such as knowledge, ability education, health etc. the individuals who can’t
meet their expectations with regard to their jobs become dissatisfied. Thus this
dissatisfaction affects the organization for which she/he works.

Dimensions of Job Satisfaction:

There are six dimensions that represent the most important characteristics of a job about
which people have effective response.

The work itself

Compensation

Career growth

Supervision

Co-workers

Work Environment

Theories of Job Satisfaction

Fulfillment Theory:

This measures satisfaction in terms of reward. A person receives or the extent to which
his needs are satisfied. Further they thought that there is a direct relationship between job

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satisfaction and actual satisfaction of the expected needs. Thus job satisfaction can’t be
regard a merely a function of how much a person receives.

Discrepancy Theory:

The proponents of this theory argues that satisfaction is the function of what a person
actually receives from his job situation and he thinks he should receive or what expect to
receive. When the actual satisfaction is derived less than expected satisfaction. It results
dissatisfaction. Job satisfaction and dissatisfaction are function are functions of the
perceived relationship between what one wants from ones job & what one perceives it is
offering.

Equity Theory:

The proponents of this theory are is viewed that person satisfaction is determined by this
perceived equity in turn is determined by his input output balance compared to this
comparison of others input output balance. Input output balance is perceived rate of what
a person receives from his job relative to what he contributes to the job. This theory is of
the view that both under the over reward causes feeling of unfair treatment over reward
leads to feelings guilt and discomfort.

Two factor theory:

The theory was developed by Herzberg, Munsee, Peterson and Cropwell who identified
certain factors as satisfies and dissatisfies. Factors such as achievement, recognition,
responsibility etc, are satisfies, the presence of which causes satisfaction by their absence
between doesn’t result in job satisfaction.

Factors influencing on Job Satisfaction

Job satisfaction as a bidimensional concept consisting of motivational factors, personal

factors, intrinsic & extrinsic dimensions. Intrinsic sources of satisfaction depend on the
individual characteristics of the process such as the ability to use initiative relations with
superiors or the work that the person actually performs. Extrinsic sources of satisfaction
are situational & depend on the environment such as pay, promotion or job security. Both
intrinsic & extrinsic job facts should be represented as equally as possible in a composite
measure of overall job satisfaction.

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Personal Factors:

These sources include worker’s age, sex, education, marital status and their personal
characteristics, family background, socio economic background etc.

Age :

The relationship between age and job satisfaction could be complex. Generally one would
expect that as the person would grow older he would grow get greater satisfaction with his
job particularly because of the experience and thereafter the case with which he would be
able to perform it.

Sex :

There is as yet no consistence as to whether women more satisfied with their jobs than
men, holding such factors as job and occupational level constant , one might predict this to
be case, considering the generally lower occupational aspiration of women.

Education level:

There is a negative relationship between educational level & job satisfaction. The higher
the education the higher reference group which the individual books to for guidance to
evaluate his job rewards.

Marital status:

There is a relationship between marital status & job satisfaction. Generally one would
assume that with increasing responsibilities placed on an individual because of production
namely men, machine, material & money. The most important is men. Motivation of the
employee can be sub divided into two groups:

1. Extrinsic factor

2. Intrinsic factor

Extrinsic factor:

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Extrinsic factors are monetary related factors where an employee will have positive feeling.
Extrinsic sources of satisfaction are situational and depend on environment such as pay,
promotion or job security.

Salary :

Wages and salaries are the multidimensional and complex will have positive feeling.
Extrinsic source of satisfaction. High salary should lead to higher job satisfaction and lower
salary should lead lower job satisfaction. So many studies have found that job satisfaction
increased with increase in wages & salaries.

Job expectation:

When an employee performs job in an organisation he expects something from job. Job
satisfaction of an employee can he based on the fact to what extent his job meets the
Employee expectations. Employee satisfactions may include about working conditions.,
work, colleagues, supervision etc.

Comparison of outputs:

Person tends to compare his outcomes with the other person outcomes. The outcomes
consist of primarily of rewards such as pay, status, promotion and intrinsic interest in the
job. Comparison is mainly with ratio of the inputs or outcomes and if the ratio is equal he
will be satisfied.

Job security:

Security is a lower order need which an employee has job security has its effect on the
employee morale. An insecure person’s morale will be low and will have its effect on the
employee morale. Secure person’s will work effectively and have job satisfaction.

Performance appraisal:

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As the performance appraisal is linked to promotions, rewards, feedback it has its effect on
the employee satisfaction. If the appraisal is not proper employee will be dissatisfied.

Intrinsic factors:

Intrinsic factors keep the employees motivated and make them satisfied from work. The

intrinsic factors are :

Recognition and praise:

Human being is self-centre and king for praise. They want to be recognized and praised for
their work. They expect their superiors to recognize their efforts and praised rewarded.
This will increase their satisfaction and make them more active.

Autonomy or Freedom:

Employee desire certain amount of freedom to work. The autonomy is to take decision and
influences others. If the freedom is absent and it will have its effect on the job satisfaction.
The person, who has maximum of autonomy, will have high satisfaction. Otherwise it will
be low.

Participative management:

Participative management has a positive impact on the employee. Openness of the higher
ups towards the employee ideas will keep the employee morale high and keep him satisfied
from the job.

Belongingness:

It is the complete identification of employee with the company. He should feel goals of the
company as his own goals. If he has high belongingness it shows that an employee satisfied
with his job.

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2.2 Review of Literature :

Clara vinas-Bardolet (2018) based on his study found that knowledge based employees
are more satisfied than less knowledge employees. The satisfaction of knowledge based
employees depends mainly on the financial and nonfinancial rewards given by the firm.

Waaijer (2017) found that temporary employment affects the level of satisfaction and
well-being of workers. Also there might be inequalities between permanent and temporary
employees. Whereas highly educated employees consider temporary jobs to be stepping to
permanent jobs.

Machado-Taylor (2016) found that job satisfaction depends on several demographic

factors like age, gender and psychology of the employee. Demographic factors play a vital
role in job satisfaction where the organization considers lot many things to satisfy the needs
of the employees to make sure that they get job satisfaction.

Raziq and Maulabaksh (2015) found that working environments, career growth chances,
and progresses are the important factors in the job satisfaction and motivation. Absolutely
the working environment in any organizations decides the satisfaction levels of an
employee. Not only working environment but also various other factors like autonomous
organization, participative in decision making, belongingness etc., are other various factors
lies under factors of Job satisfaction.

Chandrasekhar (2011) says organization has to take responsiveness to make environment

which enriches the ability of employees to become productive in order to increase profits.
He even argued that employee interactions and relations are more important than money
but managements skills and energy are required to improve the performance of the
organization.

George (2008) defined job satisfaction as a collection of feeling and benefits employee has
regarding present job. Employee level of satisfaction can range from extreme displeasure.
In addition to the attitude to job as a whole , employee also have attitudes about few of
their jobs like kind of work they do, co-workers, managers or subordinates and also pay.

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Kaliski (2007) employee satisfaction is an employee sense of success and achievement of

the job. It is generally perceived to be directly linked to productivity as well as to
individuals being. Occupation satisfaction further implies eagerness and happiness with
one’s of the work. Satisfaction is the key element that is leads to achievement, promotion,
income and recognition of the other goals of the employees that are lead to the fulfilment
of feelings towards employees.

Armstrong (2006) defined job satisfaction as an attitude and feelings employees have
towards their work. Positive and good attitudes regarding job show job satisfaction.
Negative and bad attitudes about the job indicates job dissatisfaction.

Thakur M.V and Joshi (2005) suggest that success of any organization is depending upon
job satisfaction and positive participation of employees in their work. Organizational
success is depends upon employees performance, organizational liability, acquiring new
skills of job, physical as well as mental health and motivation.

Statt (2004) employee satisfaction can be defined as : the extent to which a worker is
content with the benefits that employee gets out of job, particularly in terms of essential
encouragement.

Rajendran (1987) says employee satisfaction is correlated with work culture in public
sector industry.

Davis (1985) says employee satisfaction represents an integration of positive or negative

feelings that employees have towards their work. Merely, when a laborers employed in a
business company brings with the expectations determinates the desire, experience and
needs. Employee satisfaction represents the area to which expectation are and equal to the
real awards. Employee satisfaction is jointly connected to their respective behavior in the
job place.

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Richmond , Mccroskey and davis (1982), stated that “ moderately satisfied employees
may be more productive than dissatisfied employee ; extremely satisfied employees may
from the type if work group known as the “ happiness for lunch bunch” and be more of
social group than a work group, hence lowering productivity.

Lodahl and Kejner (1965) found in a study that job satisfaction is affected by
meaningfulness of work and adequacy of supervision. If the employees in an organisation
perform well by good guidance and assistance from their superiors, then the employee
satisfaction level will go up as they get that belongingness felt from their superiors and
they enjoy the work more and more.

Vroom (1964) definition focuses on the part of the employee in the workplace. He defined
job satisfaction as tender guidelines on the part of individuals towards work roles which
they presently inhabit. Under this Vroom theory basic working conditions needs are
concentrated and experimentedwhere they came to the conclusion that basic needs at
working place are very crucial which increases the profitability of the organization.

Prasad (1964) studied the personality and the relative elements of job satisfaction namely
age and experience. In his study he concluded that the age of professionals had no effect on
job satisfaction, while job satisfaction increases with the frequencies of experience thereby
showing significant relation with the job satisfaction.

Gar don (1955) the job satisfaction of the workers of industrial concern and human needs
industries found that if persons individual needs are satisfied then their job satisfaction
increases; thereby reflecting a positive relation with the job satisfaction.

Hop pock (1935) in his study defined job satisfaction as any combination of emotional,
physical and ecological conditions that help a person to agree that he is satisfied with his
job. According to Hop pock method although job satisfaction is influenced by many
factors, it remains a bit internal that depends on the way how employee feels.

According to critics job satisfaction is depend upon some features of job such as duties,
task, working condition collectively called as job attitude. Job satisfaction is set of

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positive or negative feelings about job with employees are associated stated by Keith Davis
& John W Newstron (2002).

Thakor M.V and Joshi A.W (2005) suggest that success of any organization is depending
upon job satisfaction and positive participation of employees in their work. Organizational
success is depends upon employees performance, organizational liability, acquiring new
skills of job, physical as well as mental health and motivation. Concept of honeymoon
effect and hangover affect in relation to job satisfaction is given by W. R. Bosewell, J.W.
Boudream and J. Tichy (2005).

CHAPTER 3:

3.1 Research Design

Statement of the problem

This study helps to know that preferences and problems of the employees at job or work
place. some of the employees facing the problems with poor working conditions, overwork,
low level of pay, promotion, opportunities, fringe benefits, relationship with co-workers
and superiors etc.

If any employee is not satisfied with the job there are chances to absenteeism, lower
productivity, committing of mistakes, diverting energy for different types of conflicts
keeping this thing in view the organization is trying to identify and improve the employee
satisfaction level in the organization.

3.2 NEED FOR THE STUDY

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Obviously job satisfaction plays a key role in an organization success. without employee
satisfaction towards their jobs none of the employee will perform well and it is very
difficult to reach the organizational goals and objectives. Hence, job satisfaction helps to
yield maximum output (performance) from the employees. So that this study is undertaken
to measure satisfaction level of employees towards their jobs in KIA.

3.3 OBJECTIVES OF THE STUDY:

To measure the level of employee satisfaction towards their jobs.

To study the various factors determining job satisfaction of the employee.

To study the impact of job satisfaction on the overall growth of employees as well as the
organization.

To make necessary recommendation for increasing the satisfaction levels of employee, if

any.

3.4 SCOPE OF THE STUDY

The scope of this study is clear as we analyze the needs of the employees to enrich their
morale and creating a friendly atmosphere which also enriches their work life, Can also be
a possible scope. As we identify, analyze and satisfy their expectations, a good, and healthy
environment can be create vis-à-vis, can loyal and dedicated workforce to develop the
organization. This study is limited to Ballari city only.

3.5 RESEARCH METHODOLOGY

Research is thus, an original contribution to the existing stock of knowledge making for its
advancement. It is pursuit of truth with the help of study, observations. Comparison and
experiment. In short, the search for knowledge through objective and systematic method
of generalization and the formulation of a theory is also research.

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A term ‘research’ refers to the systematic method of consisting for enunciating the
problem, formulating a hypothesis, collecting the facts or data. Analyzing the facts or data,
analyzing the facts and reaching certain conclusions either in the form of solution method
generalization for some theoretical formulation.

Research Instrument:

The instrument used in this study is a structured questionnaire is a sheet or sheets of paper
containing question relating to certain specific, regarding which the researcher collects the
data. The questionnaire is given to the information or respondents to be filled in up.

Data collection:

Data refers to information or facts. Often researchers understand by data as only numerical
information figure. It also includes descriptive facts, on numerical information quantitative
and quantitative information.

Collects of data is an important stage in research. In fact the quality of the data collected
determine the quantity of the research.

Collection of data is done by 2 methods

1. Primary data collection

2. Secondary data collection.

1. Primary data:

Primary data is also known as the data collected for the first time through the field survey.
Such data are collected with specific set of objectives to assess the current of any variable
studied.

Interview Questionnaire

2. Secondary data:

The secondary data, which is needed for my study was collected from the company’s
database.

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3.6 LIMITATIONS OF THE STUDY

The study here is limited only to the HR department of Athena KIA Motors.

To suggestions given in the study may not be applicable to entire organization.

There is time constraint in this study.

Partial information is provided by Athena KIA.

The Questionnaire respondents were partial.

3.7 Chapter Scheme:

Chapter 1:

Introduction, Industry profile and company profile, promoter, vision, mission & quality
policy, products/ services profile areas of operation, infrastructure facilities, competitor's
information, SWOT analysis, future growth and prospects Financial statement.

Chapter 2:

Theoretical background of the study Literature review with research gap

Chapter 3:

Statement of the problem, Need for the study, Objectives, Scope of the study, Research
methodology, Limitations, Chapter scheme.

Chapter 4:

Analysis and interpretation of the data- collected with relevant tables and graphs, Result
obtained by the using statistical tools must be included.

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Chapter 5:

Summary of findings, Conclusion and Suggestion/ Recommendations

CHAPTER 4

4.1 Analysis and Interpretation

1. Have you been trained well in your training program in the organization?

Workers opinion No. of respondents %of respondents

Strongly Agree 5 35.7%
Agree 8 57.1%
Undecided
Disagree 1 7.1%
Strongly disagree
Total 1 100%
4

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2. Are there any opportunities in your organization?

Workers opinion No .of respondents %of Respondents

Strongly Agree 4 28.6%

Agree 6 42.9%

Neutral 3 21.4%

Disagree 1 7.1%

Strongly disagree 0 0

Total 14

3. Do you get help from your superiors ?

Workers opinion No .of respondents %of responses

Strongly Agree 5 35.7%

Agree 5 35.7%
Undecided 4 28.6%

Disagree 0 0
Strongly disagree 0 0

TOTAL 14

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4. In your organization welfare measures beenprovidedbytheorganization?

Workersopinion No.ofrespondents %ofRespondents

StronglyAgree 5 35.7
%
Agree 6 42.9
%
Undecided 0

Disagree 3 21.4
%
Stronglydisagree 0

Total 14

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5. Are you satisfied with the organization as place to work?

Workers opinion No. of respondents % of respondents

Highly satisfied 6 442.9%

Satisfied 7 50%

Neutral 1 7.1%

Dissatisfied 0 0

6. Doyougetopportunityforlearning andgrowth inyourorganization?

Workers opinion No. of respondents % of respondents

Highly satisfied 6 42.9%

Satisfied 6 42.9%

Neutral 2 14.3%

Dissatisfied 0

7. will youget Appraisalsforyourgoodperformancein yourorganisation?

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S.NO Responses Respondents

1 YES 85.7%
2 NO 14.3%

8. Are you satisfied with your salary?

S.NO Responses Respondents

1 YES 78.6%
2 NO 21.4%

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9. Are you satisfied with your working time ?

9.

S.NO Responses Respondents

1 YES 78.6%
2 NO 21.4%

10. Are there any incentives provided to you by the organization for you good
performance?

S.NO Responses Respondents

1 YES 85.7%
2 NO 14.3%

Respondents

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Chapter 5

Summary of findings, Conclusion and Suggestion/ Recommendations

5.1 FINDINGS

The following are the main finding done through this study they are as follows:

• It is seen that some of the employees are not getting opportunity to learn and
grow in the company.

• It is analysis that most of employees are not getting any assistance from
theirsuperiors.
• Majority of the employees feels that working conditionof the office at
mosphere and morale is good.

• The relationship between employee and co-worker sare good.

• Majority of the employee saresatisfied with salary offerings at KIA
Motors,Ballari.
• As per the study made fewemployee sare not getting timeto avail recreational
activities due to heavy workload.

• Majority of the employee sare a greeing that they are satisfied withthe
recognition&reward provided by the company.

• Majority of the respondents a gree that their job security in thework.

• Majority of the employee sare satisfied with their job and working hours.

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5.2 SUGGESTIONS OR RECOMMENDATIONS

After conducting a study on the job satisfaction among the employees at KIA Motors,
Ballari, I have identified some facts based on questionnaires. These may help the company
to increase the satisfaction level of the employees. Job satisfaction is an important criteria
in automobile industry. It is a very important determinant on rate of turnover for any
organisation. Job satisfaction by itself is a largely effected by the attitude of the employees
towards monetary any non-monetary rewards. Based on these findings the following
suggestions have been made.

In order to keep employees satisfied and retain them organisation should adopt the
following practices:

➢ Training programmes should be conducted for the both personal as well

astechnical development.

➢ Reduce workingb hours to motivate the employees.

➢ Performance base dreward sand recognition to improve motivation of employees.
➢ Organisation should take proper caretomainta in employee-employer relationship.
➢ Thecompanyhastotakesomeextracareovertheemployeesoverflowsuch
as,working conditions,Jobsecurity,restroomfacility,leavefacility
improvethetraining methods counsellingtheemployees regarding career
development opportunities.

➢ Organisation can motivate individuals through proper counselling and guidance.

5.3 CONCLUSION

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Job satisfaction of employees in any organisation is of paramount to achieve the targeted

goals the targeted goals on a sustainable basis. Job satisfaction is attributable to high self-
confidence of the individuals. It varies from individual to individual.

The proactive attitude together with physical and emotional resources which are brought
by the employees to the work place decides the degree of Job satisfaction amongst them.
They are not only satisfied with job but they also feel competent in work and life, which
are mutually reinforcing.

It is noticed that job satisfaction is closely related to the feelings of effectiveness on the
job. Similarly , it can only be achieved effectively by encouragement of genuine self-
confidence of the employees. such highly satisfied employees ultimately show
extraordinary devotion for mission, vision and enthusiasm for work. They are existed to
achieve mission driven changes within the shortest time. In order to face new challenges
by the individuals and group, encouragement and suitable rewards are essential from the
management.

Employees play a crucial role in any organisation as they have always contributed their
share in the form of services for the betterment of the organisation. So it is very important
the duty of the organisation to provide welfare facilities to the employees. The study has
proved that the motivation and job satisfaction is the key competent for any organisation.

By this I conclude that the employees Job satisfaction level is very important and
generally depends on facilities provided to the employees. It motivates them to work hard,
resulting in better industrial relation between the employer and increase job satisfaction.

BIBLIOGRAPHY

APPENDICES AND ANNEXURE

QUESTIONNAIRE

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Dear Sir / Madam,

I am K.CHAITANYA KIRAN, pursuing MBA at KL ONLINE UNIVERSITY

VADDESWARAM. As part of my MBA project work at Athena KIA Motors, Ballari, I
am conducting a survey that investigates ‘ A Study on Employee Job Satisfactionat
Athena KIA, Ballari’. I will appreciate if you could complete the survey questionnaire.
Any information obtained in connection with this study that can be identified with you will
remain confidential.

1. Have you been trained well in your training program in the organisation?

a) Strongly Agree

b) Agree

c) Undecided

d) Disagree

e) Strongly Disagree

2. Are there any opportunities in your organisation?

a)StronglyAgree

b)Agree

c)Undecided

d)Disagree

e)StronglyDisagree

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3. Do you get help from your superiors ?

a) Strongly Agree

b) Agree

c) Undecided

d) Disagree

e) Strongly Disagree

4. In your organization welfare measures been provided by the organization?

a) Strongly Agree

b) Agree

c) Undecided

d) Disagree

e) Strongly Disagree

5. Are you satisfied with the organizationas place to work?

a) Highly satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

6. Do you get opportunity for learning and growth in your organization?

a) Highly satisfied

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b) Satisfied

c) Neutral

d) Dissatisfied

7. will you get Appraisals for your good performance in your organisation?

a) Yes

b) No

8. Are you satisfied with your salary?

a) Yes

b) No

9. Are you satisfied with your working time ?

a) Yes

b) No

10. Are there any incentives provided to you by the organization for you good
performance?

a) Yes

b) No

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