Project 6th Sem .docx

INTRODUCTION: Job Satisfaction: Job Satisfaction is the favorableness or un-favorableness with which the employee views his work. It expresses the amount of agreement between one’s expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of one’s environment of job is an important part of life as Job Satisfaction influences one’s general life satisfaction. Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job under condition with such specific factors such as wages. Supervisors of employment, conditions of work, social relation on the job, prompt settlement of grievances and fair treatment by employer. However, more comprehensive approach requires that many factors are to be included before a complete understanding of job satisfaction can be obtained. Such factors as employee’s age, health temperature, desire and level of aspiration should be considered. Further his family relationship, Social status, recreational outlets, activity in the organizations etc. Contribute ultimately to job satisfaction.

FACTORS INFLUENCING JOB SATISFACTION: The major factors influencing job satisfaction are presented below: SUPERVISION To a worker, Supervision is equally a strong contributor to the job satisfaction as well as to the job dissatisfaction. The feelings of workers towards his supervisors are usually similar to his feeling towards the company. The role of supervisor is a focal point for attitude formation. Bad supervision results in absenteeism and labour turnover. Good supervision results in higher production and good industrial relations.

CO-WORKERS Various studies had traced this factor as a factor of intermediate importance. One’s associates with others had frequently been motivated as a factor in job satisfaction. Certainly, this seems reasonable because people like to be near their friends. The workers derive satisfaction when the co-workers are helpful, friendly and cooperative.`1`````

PAY Studies also show that most of the workers felt satisfied when they are paid more adequately to the work performed by them. The relative important of pay would probably changing factor in job satisfaction or dissatisfaction.

AGE Age has also been found to have a direct relationship to level job of satisfaction of employees. In some groups job satisfaction is higher with increasing age, in other groups job satisfaction is lower and in other there is no difference at all.

MARITAL STATUS Marital status has an important role in deciding the job satisfaction. Most of the studies have revealed that the married person finds dissatisfaction in his job than his unmarried counterpart. The reasons stated to be are that wages were insufficient due to increased cost of living, educations to children etc.

EDUCATION Studies conducted among various workers revealed that most of workers who had not completed their school education showed higher satisfaction level. However ,educated workers felt less satisfied in their job.

WORKING CONDITION The result of various studies shows that working condition is an important factor. Good working atmosphere and pleasant surroundings help increasing the production of industry. Working conditions are more important to women workers than men

COMPANY PROFILE: Repose Food Private Limited

The name 'Repose', which the SRD Group uses in all almost all the products that it produces, has a deep emotional connection with the group. Shri Sunandaram Deka did not give a name to the tea stall, which he established in the late1920’s, for quiet a while. A lot of people, within a short span of time, had become regular customers of this unnamed tea stall. Among these customers was the then principal of the Mangaldoi Girls Higher Secondary School, Shree Kanak Chakraborty . One day he asked Sunandi to give a name to his tea stall, upon which Sunandi requested the Principal to suggest something. The Principal came back the next day with a board with “Repose” inscribed upon it. He told Sunandi that “Repose” ment “to rest” and since this is where everyone came to rest in the evenings, it would be an apt name for a tea stall. The stall is still located in the heart of Mangaldoi town where it was originally started. It is more than a landmark today. We strive to preserve the legacy of the 'Repose Tea Stall'. In our endeavour to preserve the legacy of the place, we commit ourselves to one primary prncipal - Maintaining high quality of the food products sold at "Repose" or under the name of "Repose".

AIM / VISION / MISSION

Vision To evolve into an organization where all team members embrace continuous and accelerating value driven growth of the group , through inclusive growth of our society in a manner that sustains and enhances our cultural and natural environment for future generations. Mission To be the No 1 company in Food Processing... To diversify into ancillary areas... To contribute towards sustaining.

Objectives of the study:

1. To study the various factors determining job satisfaction of the employees.

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

3. To make necessary recommendation for increasing the satisfaction levels of employees.

Questionnaire: Dear respondent, I am a student of B.com 6th semester studying in NERIM COMMERCE COLLEGE, Guwahati. I am doing a project on the topic ‘ a study on job satisfaction of the employees working at repose Guwahati’, which is a part of my course curriculum; I will be grateful to you if you kindly spend few minutes and fill up the questionnaire. The survey is for educational purpose and all the information provided by you will be kept confidential.

Thanking you, Richard sandy Abraham

Personal details Group A 1. Name of the employee 2. Address 3. Contact No 4. Age a. Less than 10 years b. 10-20 years c. 20 -40 years d. More than 40 years

5. Your education a. 10th passed b. 12th passed c. Graduation d. Post graduation 6. Kindly indicate your gender. a. Male b. female

Group B 1. Please select your department; a. HR b. Store c. Import d. Marketing and sales e. Purchase f. Support system g. Account h. Administration i. Software j. Bid k. Any other

2. How long have you been working at repose Guwahati? a. Less than 6 months b. 6 months to 1 year c. 1- 2 years d. More than 5 years

3. Are you satisfied with your job overall ?

a. Highly satisfied b. Satisfied c. Neutral d. Dissatisfied e. Highly dissatisfied

4. Will you be working for the same organization in the next 2 years ? a. Yes b. No If no than why?

5. Do you struggle to get information to make better decision at work? a. Yes b. No

6. If something unusual comes up, do you know who to approach for a solution? a. Yes b. No

7. Does your senior , manager encourages you to give your best efforts? a. Yes b. No

8. Is there any stressful aspect in your job? a. Yes b. No

9. Is your job stress caused by relationship with another person you work with? a. Yes b. No

10. Compare to six months ago how would you describe your current job satisfaction level. a. More satisfied b. Same c. Less satisfied

11. Overall how satisfied are you with your position at this company.

a. Highly satisfied b. Satisfied c. Neutral d. Dissatisfied e. Highly dissatisfied

12. Do you experience personal growth such as upgrading your skills and learning other task apart from your regular to-dos? a. Yes b. No

13. Do you see our personal and professional growth in the organization? a. Yes b. No

14. Do you have enough tools and resources you need to do the job ? a. Yes b. No

15. Do you have enough training you need to do the job? a. Yes b. No

16. How is the morale in your department? a. High b. Neutral c. Low

17. Are benefits offered by the company? a. Yes b. No

Review of literature Paul E. Spector (1997) summarizes the findings concerning how people feel towards work, including: cultural and gender differences in job satisfaction and personal and organizational causes; and potential consequences of job satisfaction and dissatisfaction. He provides with a pithy overview of the application, assessment, causes and consequences of job satisfaction. Sophie Rowan (2008) reveals how to create a happier work life, without changing career. She provides practical and realistic guidance on how one can achieve optimal job satisfaction and overcome the obstacles that make so many of us unhappy at work. Robert M. Hochheiser (1998) reassessed the meaning of the workplace and proposed a simple formula for success- Forget the idea that hard work alone leads to success and instead focus on building good relationships. He asserts that the best way to win at work is to understand what is needed to support the egos of bosses, peers, and subordinates. Accurate assessment of those needs can then be indirectly associated with one's own personal goals and exploited to make substantive workplace gains. Methods of determining needs are given for a variety of situations, and strategies are offered to help make some of the worst work situations at least marginally better through networking and personal development. C. J. Cranny, Patricia Cain Smith, Eugène F. Stone (1992) reveals perceiving future opportunity can actually be more motivating than actually receiving a raise, getting promoted, or being given additional responsibilities.
 Jane Boucher (2004) offers practical advice for improving both your attitude about your job and the job itself. She shows workers how to cope with keeping their jobs in this difficult economy. Chris Stride, Toby D. Wall, Nick Catley (2008) presented widely used measurement scales of Job Satisfaction, Mental Health, Jobrelated Well-being and Organizational Commitment, along with benchmarking data for comparison. The benchmarking data is based on a sample of almost 60,000 respondents from 115 different organizations

across a wide spectrum of industries and occupations. Information is given by occupational group, and is further broken down by age and gender.
 Joanna Penn (2008) teaches how to improve your position in your current employment, gaining more from your job, discovering more about yourself and what it is you would be happy doing, stress management and people management . Evren Esen (2007) examined in terms of industry and staff size as well as employee age and gender more than 20 indicators of job satisfaction including career-advancement opportunities, benefits, the flexibility to balance life and work, and compensation.
 Elwood Chapman (1993) helps to determine employee level of satisfaction and then assists in making positive changes to increase both satisfaction level and quality of work. Patricia Buhler, Jason Scott (2009) present an academic argument for building an employee- centered culture. They also examined a realworld case study of a company that has experienced the economic benefits of this practice, making it abundantly clear that modern businesses can't afford not to make employee satisfaction a top priority.