Human Resource Management

Human resource management is based on the statement that employees

are individuals with varying goals and needs. Practicing good human
resource management enables managers of an enterprise to express their
goals with specificity, increasing worker comprehension of goals and
provide the necessary resource to promote successfully accomplishment
of said goals.

Human resource management is seen

by practitioners in the field as a more innovative view of workplace
management than the traditional approach. Its technique force the
managers of an enterprise to express their goals with specificity so that
they can be understood and undertaken by the workforce and to provide
the resources needed for them to successfully accomplish their
assignments . HRM does activities beyond this stated activity .It is a non-
stop process .It is connected with recruiting , selection ,training and
placement ,developing them motivating them and retaining them in the
long run ; meeting its own goal as well as providing for employee
satisfaction .In other words ,t acquires ,develops ,motivates and retains
labour .

HRM focuses on the non-material

part of resources available to the organizations. The total aim is making
the labour community to fill the organization is more likely their family.
It is interested to capture the employee’s loyalty towards the firm and
retain the same for a very long period of time. Human resource
management is mainly connected with the peoples dimension in the
management and the management’s role in controlling them.
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 MEANING OF HUMAN RESOURCE MANAGEMENT

According to Leon C .Megginson, the term human resource can be

thought of as “the total knowledge skills, creative abilities, talents and
aptitudes of an organizations workforce as well as the value, attitudes and

beliefs of the individuals involved”. The term human resources can also
be explained in the sense that it is a resource like any natural resource. It
does mean that the management can get and use the skill, knowledge,
ability, etc. through the development of skills, tapping and utilizing them
again and again by developing a positive attitude among employees.

DEFINITIONOF HUMAN RESOURCE MANAGEMENT

According to Edwin Flippo defines- HRM as “planning, organizing,

directing, controlling of procurement, development, compensation,
integration , maintenance and separation of human resources to the end
that individual, organizational and social objectives are achieved.”

According to Decenzo and Robbins, “HRM is concerned with the people

dimension” in management. Since every organization is made up of
people, acquiring their services, developing their skills, motivating them
to higher levels of performance and ensuring that they continue to
maintain their commitment to the organization is essential to achieve
organsational objectives. This is true, regardless of the type of
organization – government, business, education, health or social action”.

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FEATURES OF HRM

 It is concerned with the management of the organization labour

force
 It is an endless process.
 It is enhances human ability and skill at work.
 HRM is the mentor to other sub-systems in the firm.
 It gives prime importance to the emotions, social and human
characters of the organizational workforce.
 It is responsible for attending to changing needs of the employees.
 HRM fixes right person at right places.
 It is connected to changes in the labour – structure of the
organization.
 It is the information kiosk on human resource affairs of the firm.

OBJECTIVES OF HRM

Objectives are the predetermined goals to which individual or group

activity in an organization is directed.

 To create and utilize an able and motivated workforce, to

accomplish the basic organizational goals.
 To establish and maintain sound organizational structure and
desirable working relationships among all the members of the
organization.
 To secure the integration of individual and groups within the
organization by coordination of the individual and group goals with
those of the organization.
 To raise the overall works satisfaction in the organization
 To provide employees welfare.

FUNCTIONS OF HRM

The functions of HRM can be broadly classified into two categories i.e.;

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(i)Managerial Functions

 Planning
 Organizing
 Directing
 Controlling

(ii) Operative Function

The operative functions of human resources management are

related to specific activities of personnel management, employment,
development, compensation and relations. All these functions interact
with managerial functions.

 Employment
 Human Resources Development
 Compensation
 Human Relations
 Industrial Relations
 Recent Trends in HRM

SCOPE OF HRM

The scope of HRM is indeed very vast and wide .It includes all activities
starting from labour planning until employee leave the organization. It
consists acquisition, development, retention and control of human
resource in the organization.

NATURE OF HRM

People in any organization manifest

themselves, not only through individual sections but also through group
interactions. When individuals come to their workplace, they come with
not only technical skills, knowledge etc, but also with their personal
feelings, perceptions, desires, motives, attitudes, values etc. Therefore,

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employee management in an organization does mean management of not
only technical skills but also other factors of the human resources.

EVOLUTION AND DEVELOPMENT OF HRM

The history of development of HRM in India is comparatively of recent

origin . But kautliya had dealt with some of the important aspects of
human resources management in his “Arthasastra”, written in 400 B.C.
Government in those days adopts the techniques of HRM as suggested by
Kautliya.

In its modern sense, it has developed only since

independence .Though the importance of labour officers was recognized
as early as 1929, the appointments of officers to solve labour and welfare
problems gained momentum only after the enactment of the Factories Act
of 1948.Section 49 of the Act required the appointment of welfare
Officers in Companies employing more than 500 workers . At the
beginning government was concerned only with the limited aspects of
Labour welfare. The earliest labour legislation in India dealt with certain
aspects of Indian labours (Regulation of Recruitment, Forwarding and
employment) sent to various British colonies in 1830.

JOB SATISFACTION

Job satisfaction is a worker’s sense of achievement and success on the

job. It is generally perceived to be directly linked to productivity as well
as to personal well-being. Job satisfaction implies doing a job one enjoys,
doing it well and being rewarded for one’s efforts. Job satisfaction further
implies enthusiasm and happiness with one’s work. Job satisfaction is the

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key ingredient that leads to recognition, income, promotion, and the
achievement of other goals that lead to a feeling of fulfillment.

MEANING OF JOB SATISFACTION

The term job satisfactions refer to the attitude and feelings people have
about their work. Positive and favorable attitudes towards the job indicate
job satisfaction. Negative and unfavorable attitudes towards the job
indicate job dissatisfaction.

DEFINITION OF JOB SATISFACTION

According to Keith Davis stated as “Job satisfaction is a set of the

favorable or unfavorable feelings with which employees view their
work."

According to Vroom said about job satisfaction as “Job satisfaction is

generally considered to be an individual’s perceptual or emotional
reaction to important parts of work."

FACTORS AFFECTING JOB SATISFACTION

There are certain factors which affects or influence an individual’s overall

job satisfaction , Management's role in enhancing employees' job
satisfaction is to make sure the work environment is positive, morale is
high and employees have the resources they need to accomplish the tasks

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they have been assigned. The factor which affects the job satisfaction
are;

 Working Condition
 Opportunity for advancement
 Respect from co-workers
 Recognition for work
 Workload and stress level
 Relationship with supervisor
 Rewards
 Monetary and Non-monetary benefits.
 Work life balance
 Social security benefits
 Organizational support

These are the factors which affects an

individual’s job satisfaction level, among these factors which is preferred
by the individual for their job satisfaction it varies from individual to
individual.

THEORIES OF JOB SATISFACTION

Job satisfaction theories have a strong overlap with theories explaining
human motivation. The most common and prominent theories in this area
include: Maslow’s needs hierarchy theory; Herzberg’s motivator-hygiene
theory; the Job Characteristics Model; and the dispositional approach.
These theories are described and discussed below.

Hierarchy of needs
Although commonly known in the human motivation literature,
Maslow’s needs hierarchy theory was one of the first theories to examine
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the important contributors to job satisfaction. The theory suggests that
human needs form a five-level hierarchy consisting of: physiological
needs, safety, belongingness/love, esteem, and self-actualization.
Maslow’s hierarchy of needs postulates that there are essential needs that
need to be met first (such as, physiological needs and safety), before more
complex needs can be met (such as, belonging and esteem).

Maslow’s five-level Hierarchy

Maslow’s needs hierarchy was developed to explain human motivation in

general. However, its main tenants are applicable to the work setting, and
have been used to explain job satisfaction. Within an organization,
financial compensation and healthcare are some of the benefits which
help an employee meet their basic physiological needs. Safety needs can
manifest itself through employees feeling physically safe in their work
environment, as well as job security and/ or having suitable company
structures and policies. When this is satisfied, the employee’s can focus
on feeling as though they belong to the workplace. This can come in the
form of positive relationships with colleagues and supervisors in the
workplace, and whether or not they feel they are a part of their team/
organization.

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 Once satisfied, the employee will seek
to feel as though they are valued and appreciated by their colleagues and
their organization. The final step is where the employee seeks to self-
actualize; where they need to grow and develop in order to become
everything they are capable of becoming. Although it could be seen as
separate, the progressions from one step to the next all contribute to the
process of self-actualization. Therefore, organizations looking to improve
employee job satisfaction should attempt to meet the basic needs of
employees before progressing to address higher-order needs

Motivator-Hygiene Theory
Herzberg’s motivator-hygiene theory suggests that job satisfaction and
dissatisfaction are not two opposite ends of the same continuum, but
instead are two separate and, at times, even unrelated concepts.
‘Motivating’ factors like pay and benefits, recognition and achievement
need to be met in order for an employee to be satisfied with work. On the
other hand, ‘hygiene’ factors (such as, working conditions, company
policies and structure, job security, interaction with colleagues and
quality of management) are associated with job dissatisfaction.

Because both the hygiene and motivational factors are viewed as

independent, it is possible that employees are neither satisfied nor
dissatisfied. This theory postulates that when hygiene factors are low the
employee is dissatisfied, but when these factors are high it means the
employee is not dissatisfied (or neutral), but not necessarily satisfied.

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Whether or not an employee is satisfied is dependent on the motivator
factors. Moreover, it is thought that when motivators are met the
employee is thought to be satisfied. This separation may aid in accounting
for the complexity of an employee’s feelings, as they might not feel both
satisfied and dissatisfied at the same time; or neither satisfied nor
dissatisfied.

Job Characteristics Model

The Job Characteristics Model (JCM) explains that job satisfaction occurs
when the work environment encourages intrinsically motivating
characteristics. Five key job characteristics: skill variety, task identity,
task significance, autonomy and feedback, influence three psychological
states. Subsequently, the three psychosocial states then lead to a number
of potential outcomes, including: job satisfaction. Therefore from an
organizations’ point of view, it is thought that by improving the five core
job dimensions this will subsequently lead to a better work environment
and increased job satisfaction.

Unlike the Maslow or Herzberg’s theories, the JCM has received more
empirical support. However, it has also drawn criticism as many studies
utilizing this model investigate the direct impact core job dimensions

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have on personal and work outcomes, completely disregarding the critical
psychological states. Despite this, the JCM and its impact on job
satisfaction has been the subject of three reviews, which further lend
support to the model.

Dispositional approach
This dispositional approach suggests that job satisfaction is closely
related to personality. It postulates that an individual has a strong
predisposition towards a certain level of satisfaction, and that these
remain fairly constant and stable across time. The evidence for this
approach can be divided into indirect studies and direct studies. Judge and
colleagues have reviewed these areas in greater detail.

Most prominently, there is research evidence that self-esteem, self-

efficacy, emotional stability and locus of control comprise a broad
personality construct, which contribute to how an individual sees
themselves

MEASUREMET OF JOB SATISFACION

Type of measurement
The measurement of job satisfaction can be classified into three different
methods:

(i) Single question

(ii) Global measurement

(iii) Facet measurement.

The single question asks only one question as an indication of how

satisfied an employee is at work. This is commonly found in large

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surveys. The global measurement seeks to obtain a single score
representing the overall job satisfaction an employee has. Several
questions or statements are provided relating to different aspects of the
job (such as, pay, work activities, working conditions and career
prospects), but combines them to provide an overall score. On the other
hand, facet measurements have questions or items for these different
areas and provides one score to represent each area.

Issues with measurements

Despite the availability of questions and measures for assessing job

satisfaction, there are a few issues that need to be taken into consideration
when selecting a suitable measure and when interpreting the results. The
prolific number of measures of job satisfaction has raised issues
surrounding the reliability and validity of them. This is further
complicated when assessing across different cultures, languages and ages
as they can all confound the results obtained.

Reliability and validity

The popularity of job satisfaction has lead to numerous measures being

created for this concept. Unfortunately, many of them, including some by
academics and practitioners, are simply not sufficiently valid or reliable .
This means the measure might not accurately measure job satisfaction, or
that it is not able to provide consistent results.

Cross cultural issues

Organizations and practitioners that work across different national and

cultural boundaries have to be aware of the suitability of the chosen
measure to a particular workforce. Using a different measure for each

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workforce makes comparison more difficult. However, the use of the
same measure across different countries can be problematic as different
workforces interpret it differently.

Age
The relationship between job satisfaction and age has been shown to have
either a ‘U’ or positive relationship. In the ‘U’ relationship, high
satisfaction in early and latter career is separated with a dip in the middle.
60s. older employees might have lowered their expectations over time
and learnt to be more satisfied.

 Unhappy older employees may be more likely to take early

retirement and leave the workforce, leaving the more satisfied older
employees.

 Older employees would have had more time to change jobs and
end up in a position in which they are happy with.

 Due to a lack of longitudinal studies, the differences between

younger and older employees might be due to a generational
difference.

HOSPITAL INDUSTRY

Hospital is a healthcare institution which is scientifically and

economically organized for the prevention, diagnosis and treatment of
health problems . Basically Hospital or healthcare industry comes under
service industry .
Classifications of hospital are given bellow:-
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 1. According to service-

a. General hospital: - District hospital, Thana hospital.

b. Special hospital: - Medical college hospital, mental hospital,
cancer hospital

2. According to ownership:-
a.) Government hospital: - Unforced hospital, public health
hospital.
b.) Non –Government hospital: - Private hospital.
c.) Corporation hospital: - (I. Profitable, Ii. Non-profitable,
Partnership hospital).
3. According to bed capacity:-
a.) Fewer than 50 beds Thana label hospital.
b.) 51 to 100 beds district label hospital.
c.) 200 bed hospital Ex: - Khanpur hospital, Nariyongong.
(Bangladesh)
d.) 200 -300 bed hospital Ex: - faridpur medical. (Bangladesh)
e.) 400-500 beds hospital an over. Ex: - Dhaka medical college
hospital. (Bangladesh)

On the other hand, hospital is classified are as follows:-

1. Teaching hospital: - Medical college hospital.
2. Specialist hospital: - TB hospital, cancer hospital.
3. General hospital: - District hospital.
4. Nursing home or clinic.
5. Secondary hospital.
6. Tertiary hospital.
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 Currently, hospitals are largely staffed by professional
physicians, surgeons, nurses, and allied health practitioners, whereas in
the past, this work was usually performed by the members of founding
religious orders or by volunteers.

HISTORY OF SHANBHAG HOSPITAL

Shanbhag Hospital was established in the year 1988, initial stage it was
started as a nursing home. The founders were Dr. Pramod Shanbhag and
Dr.Geetha P Shanbhag. Nursing home started with providing multi
healthcare treatment and services including, pediatric, Gynecology,

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Cardiology, Ophthalmology, Orthology, Urology, and ENT. The hospitals
professional services made them to attain a good name in the hospital
industry. On 2008 Shanbhag nursing home has been took over by Ananya
Hospital pvt.ltd, and they changed the name into Shanbhag Hospital (A
unit of Ananya Hospital).

MISSION AND VISION

Mission:-

To provide quality healthcare services with a personal touch.

Vision:-

To providers of quality healthcare and healthcare awareness to our

clients.

Values:-

Team work with integrity and honesty.

Facilities and Services

 Currently the hospital provides multi-specialty services. In total 40

doctors provide their service in this hospital among them 14
doctors are available on call basis.
 Hospital provides Emergency services, Outpatient services and In
patient services.
 Women’s Health care – department of Obstetrics & Gynecology
 Department of Surgery & Urology
 Department of Bone and Join Care ( Orthopedics)
 Department of medicine
 Department of Child health
 Department of Ear , Nose and throat
 Department of Psychiatry
 Department of Neurology
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  Department of Cardiology
 Department of Physiotherapy
 Department of Pathology

Facilities

 52 bedded multi-specialty Hospital

-10 General ward beds and Day care with 4 beds
- Semi special ward with 18 beds
- Deluxe ward with 10 beds
- Intensive Care unit with 6 beds
- NICU with 4 beds
 2 major Operation theatre with facilities of Laparoscopic surgery
setup, Suction machines ,latest chip based cautery machine and
anesthesia workstation with a ventilator , syringe pump , OT table
with orthopedic fracture table and attachments and central oxygen
supply , 3 overhead halogen lights.
 One Minor Operation theatre with Boyles machine, chip based
cautery machine, suction machine etc.
 6 consulting rooms.
 The patient waiting area with seating at the reception.
 Centralized oxygen supply in all the rooms.
 24 hours trained nursing staffs.
 CCTV monitoring.
 Fire extinguishers at various places for fire safety.
 Central generator backup for up to 24 hours for all the areas of the
hospital.
 Purified aqua guard water supply.
 In house pharmacy and pathology laboratory.
 Cashless mediclaim health insurance services.

MEDICAL TREATMENTS PROVIDED

Women’s Health care – Department of Obstetrics &
Gynaecology
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 o Handled by 5 doctors.
o Comprehensive treatments for Infertility.
o Ultrasonography.
o Hysterosalpinography.
o Diagnostic and operative Hyseroscopy and Laparoscopy.
o Maternity services and caesarian surgery.
o Neonatal Care Unit – Baby warmer, single surface and double
surface phototherapy units.
o Paps smear and other early cancer diagnosing services.
o Contraception – Family planning surgery.
o Management of various gynecological ailments including, fibroid
uterus, Ovarian cysts, Endometriosis, etc by keyhole minimally
invasive surgery thereby reducing the post operative recovery time.

Department of surgery and urology

o Laparoscopic surgery for appendix, gallbladder and hernia.

o Cancer surgery – breast, colon, intestine, neck etc.
o Non – Invasive surgery for urinary stones as well as conservative
on – surgical treatment of urinary stones with hydrotherapy.
o Peadiatric surgery.

Department of Bone and joint care (Orthopedics)

o Durable fibre cast and plaster for the treatment of fractures.

o Conservative management of a backache and other spine and spinal
cord problems.
o Operative treatment for spinal cord problems, fractures and
pediatric orthopedic deformities.

Department of medicine
o Management of fever viz malaria, dengue, typhoid, tuberculosis
etc.

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 o Management of hypertension, angina, medical management of
acute myocardial infarction, management of stroke and
convulsions.
o Diabetics and thyroid treatment.

Department of Child Health

o OPD and indoor treatment of various pediatric aliments.

o Vaccination of new born and older children.
o Neonatal management of pre mature babies, new born baby
jaundice with warmer care and phototherapy.
o Peadiatric surgeries.

Department of Ear , Nose and Throat diseases

o Treatment of tonsils, throat pain, foreign body removal.

o Treatment of nasal sepum deviation and sinus problems.
o Treatment for ear ache, ear discharge.

Cashless mediclaim health insurance

o GHPL
o M.D India
o Vipul med corporation
o Medicare TPA
o Raksha TPA
o Alankith
o Genins India
o UMC
o I care
o E- Meditek
o Spurthi Meditech
o Star health
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 o Bajaj Alliance
o HDFC ERGO FHPL mediassisit
o Future generali
o Apollo Munich Healthcare

FUTURE GOALS

o Continuously improve all the services through quality

management.
o To provide high quality healthcare treatments to patients.
o Maintain highest ethical standards in protecting the public and the
government.
o To ensure that patients and visitors are getting proper care and
attention.

HRM CONCEPT IN SHANBHAG HOSPITAL

The most important resource of a hospital and

healthcare system is the human resource. Human resource is an asset for
effective and efficient functioning of a hospital. Without equally effective
human resource management system all other inputs like technology,
infrastructure and finances come to naught. Human resource management
is concerned with the “people” dimension in management. .

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 Research design is a purposeful scheme of action
proposed to be carried out in a sequence during the process of research
focusing on the management problem to be tackled. It is a systematic plan
of what is to be done, how it will be done & how the data will be
analyzed. It basically provides an outline of how the research will be
carried out and the methods that will be used.

3.1 TITLE OF THE STUDY

“A study on Job Satisfaction among employees in Shanbhag Hospital.”

STATEMENT OF THE PROBLEM

The aim of the project is to analyze the

job satisfaction level of the employees in Shanbhag hospital. Job
satisfaction is considered as an important element influencing the
productivity of the employees within the organization. For each person
the factors which full fill their satisfaction level will be different. Both
personal and professional factors and any one among them can be the
factors which they consider to feel them satisfied.

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3.2 OBJECIVES OF THE STUDY

 To study the level of job satisfaction among employees in

Shanbhag hospital.
 To analyze; how working condition influence job satisfaction of the
employees.
 To identify the factors that influence job satisfaction.
 To find out the satisfaction level regarding compensation plan and
welfare policies.

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3.3 NEED OF THE STUDY

Job satisfaction is an important factor which influence the productivity of

an employee, it is important for the organization that the employees to be
productive, for achieving their organizational goals. Here, in this scenario
the need of the study was to ;

 Understand the employee expectations.

 To find out how worth it was to provide certain benefits to the
employees.

3.4 SCOPE OF THE STUDY

 The study helps to get to know about the areas to be improved

within the organization.
 Helps to understand the response of the employees towards the
benefits provided for them.
 To understand the preference for their professional life .
 The study helps the management to understand about the
preference of employees in their work life.

RESEARCH METHODOLOGY
Research methodology is a systematic and logical study of an issue or
problem or phenomenon through scientific method. According to Clover
and Balsley, it is the process of systematically obtaining accurate answers

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to significant pertinent questions by the use of scientific method offer
gathering and interpreting information.
RESEARCH DESIGN

According to Kerlinger, “Research in the plan, structure and strategy of

study conceived in order to get answers to research questions and also to
control variance”. Research design is the set of methods and procedures
used in collecting and analyzing measures of the variables specified in the
research problem.

For this research study, descriptive research

methods have been used.

DESCRIPTIVE RESEARCH

Descriptive research design is used to describe characteristics of a

population or phenomenon being studied. Descriptive research is “aimed
at casting light on current issues or problems of data collection that
enables them to describe the situation more completely than was possible
without employing this method”.

SAMPLING TECHNIQUE

Sampling is simply the process of learning

about the population on the basis of a sample drawn from it. Thus, in the
sampling technique instead of every unit of the universe only a part of the
universe is situated and the conclusions are drawn on that basis for the
entire universe. There are two types of sampling;

 Probability sampling
 Non – Probability sampling

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 In this research the sampling technique used is
Non – probability sampling as all the individuals were not given an equal
chance .

Under non- probability sampling, Convenience method was used.

PROBABILTY SAMPLING

Probability refers to the sampling

technique in which each and every unit of the selected population has an
equal opportunity of being selected in the sample. Probability sampling is
again classified into stratified sampling , systematic sampling , cluster
sampling , sequential sampling , multi stage sampling.

NON PROBABILTY SAMPLING

Non probability sampling is the sampling

technique where the samples are collected in a process that does not give
all the individuals in the population equal chances of being selected. Non
probability sampling is classified into convenience sampling,
judgmental , quota sampling .

 CONVINENECE SAMPLING
Convenience sampling is the method in which the data’s
will be obtained from convenient population unit for the researcher.
It is also referred as chunk , chunk refers o that fraction of the
population being invested which is selected neither by probability
nor by the judgment but as per the convenience .

SAMPLE UNIT

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In this study the sample unit or targeted population were the employees of
Shanbhag Hospital.

SAMPLE SIZE

In this study sample size of 50 was chosen out of 85 employees.

METHODS OF DATA COLLECTION

Data collection is the process in which

adequate data’s or information’s will be gathered by the researcher in
order to fulfill the necessities to carry forward their research. Data’s are
of two types; Primary data and secondary data. Here for the research
primary data have been collected.

PRIMARY DATA

Primary Data has been collected through survey method, through

questionnaires. All the data’s got collected with proper interaction with
the employees and the researcher had filled the questionnaire as an
enumerator.

QUESTIONNAIRE

Questionnaire is a list of questions or

statements pertaining to an issue or program. It is used for studying the
opinions of people. People are asked to express their responses to the
listed or reactions to the listed statement. Questionnaires are of two types
“structure” and “unstructured”.

Here for this research “structured questionnaire” have been used .

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STRUCTURED QUESTIONNAIRE

Structured questionnaire is one in which a

predetermined questions are prepared by the researcher in advance for
collecting the required data. The questions in this questionnaire will be
closed-ended, usually used in descriptive research

UNSTRUCTURED QUESTIONNAIRE

Unstructured questionnaire refers to the questionnaire

in which the questions will not be prepared in advance. It is usually used
in exploratory research and questions using for research will be open
ended.

SECONDARY DATA

Secondary data is referred as data which are not

collected but rather obtained from published or unpublished sources are
known as secondary data Secondary data always provides a better view
of the project and its purpose .

Here, for the secondary have been collected from ;

 Various records of the hospital prepared and maintained by experts.

 Books.

STATISTICAL TOOLS USED FOR ANALYSIS

 Percentage analysis :-
Percentage analyses have been used to find out the
percentage of respondents in various factors, for the better
understanding about the data’s collected.
 Pie chart & Bar Graph :-
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 Pie chart & Bar graph have been used to show the
graphical representation of the collected and analyzed data through
percentage method. The graphical representation will help us to easily
understand about the data collected.

3.5 LIMITATIONS OF THE STUDY

 More information’s could not be collected because of time limit.

 Busy schedule of employees made it difficult sometimes to have a
proper interaction.
 The information provided by them can be only based on personal
bias without considering professional life within the organization.

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TABLE4.1:- SHOWING THE GENDER OF THE
EMPLOYEES

Gender N.o of respondents Percentage of

respondents

Male 12 24%

Female 38 76%

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Total 50 100%

ANALYSIS:-

Above table shows that 24% of the population are male and 76% are
female.

CHART N.O 4.1: - SHOWING THE GENDER OF THE

EMPLOYEES

30
 GENDER

24.00%

MALE
FEMAL
E

76.00%

INTERPRETATION:-

As per the chart shown above; majority of the employees in Shanbhag

hospital are female.

TABLE 4.2 SHOWING MARITAL STATUS OF THE

EMPLOYEES.

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 Marital N.o of respondents Percentage of
status respondents

Single 11 22%

Married 39 78%

Total 50 100%

ANALYSIS:-

Above give table shows that 22% of the respondents are unmarried,
and 78% are married.

CHART 4.2 SHOWING MARITAL STATUS OF

EMPLOYEES.

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 22.00%

Single

Marri
ed

78.00%

INTERPRETATION:-

As per the chart shown above; majority of the respondents are married.

TABLE 4.3 SHOWING DESIGNATIONS OF THE

EMPLOYEES

Designation N.o of respondents Percentage of

respondents
33
 Staff Nurse 24 48%

Lab Technician 5 10%

X-Ray Technician 1 2%

House Keeping 13 26%

Receptionist 3 6%

Other 4 8%

Total 50 100%

ANALYSIS:-

Above table shows that 48% of the respondent are staff

nurses , 10% are lab technicians, 2% are X-ray technicians , 26 % are
Housekeeping , 3 % are receptionist , and 4% works under other
designations .

CHART N.O 4.3 SHOWING DESIGNATION OF THE

EMPLOYEES

34
 8.00%

6.00%
Staff Nurse
Lab Tecbnician
48.00% X-ray technician
26.00% House keeping
Receptionist
Other
2.00%

10.00%

INTERPRETATION:

As per the chart shown above; majority of the respondents works under
the designation staff nurse.

TABLE 4.4 SHOWING YEAR OF WORK EXPERIENCE

IN THE ORGANIZATION.

N.o of years worked

in the organization N.o of respondents Percentage of
respondents
35
 0 – 5 years 15 30%

5- 10 years 13 26%

10 – 15 years 9 18%

15 years & above 13 26%

Total 50 100%

ANALYSIS:-

Above table show that 30 % of the respondents have work

experience of 0 – 5 years in the organization whereas , 26 % with 5- 10
years experience , 18 % with 10 – 15 years experience, and 26 % among
them have 15 years and above .

CHART 4.4 SHOWING THE EMPLOYEES YEAR OF

WORK EXPERIENCE IN THE ORGANIZATION.

36
 26.00% 30.00%
O-5 YEARS
5-10 YEARS
10 -15 YEARS
18.00% 15 YEARS & ABOVE
26.00%

INTERPRETATION:-

As per the chart shown above; majority of the

respondents are working in the organization from 0- 5 years.

TABLE 4.5 SHOWING THE LEVEL OF OVERALL JOB

SATISFACTION OF THE EMPLOYEES.

Particulars N.o of Percentage of

respondents
37
 respondents

Highly Satisfied 17 34%

1

2 13 26%

3 19 38%

4 1 2%

Highly dissatisfied
5 0 0%

Total 50 100%

ANALYSIS:-

Above table shows that 34% among the respondents

rated 1 that is highly satisfied with the job , 26% rated 2 , 38% rated 3 ,
2% rated 4 that is dissatisfied , none of the respondents are highly
dissatisfied with their job.

38
CHART 4.5 SHOWING THE OVERALL JOB
SATISFACTION OF THE EMPLOYEES.

40% 38%

34%
35%

30%
26%

25%

20%

15%

10%

5% 2%

0%
Highly satisfied 1 2 3 0%
4 Highly dissatisfied 5

INTERPRETATION:-

As per the chart shown above; majority of the

respondents have rated 3, which indicates they are neutrally satisfied with
their job.

39
TABLE 4.6 SHOWING OPINION ABOUT HOSPITAL’S
PLANNING FOR ITS FUNCTIONING.

Particular N.o of respondents Percentage of

respondents

Yes 44 88%

No 6 12%

Total 50 100%

ANALYSIS:-

As per the above table 88% of the respondents says hospital have
proper planning in its functioning, 12% says hospital does not have any
proper planning for its functioning.

40
CHART4.6 SHOWING OPINION ABOUT HOSPITAL’S
PLANNING FOR ITS FUNCTIONING.

12.00%

YES
NO

88.00%

INTERPRETATION:-

As per the chart shown above; majority of the

respondents says hospital have proper planning in it s functioning.

41
TABLE 4.7 SHOWING, THE STATEMENTABOUT TEAM
WORK AND COOPERATION AMONG EMPLOYEES.

Particulars N.o of respondents Percentage of

respondents

Agree 48 96%

Disagree 2 4%

Total 50 100%

ANALYSIS:-

As per the table shown above 96% of the respondents

agree with the statement whereas 4% disagree with the statement.

CHART4.7 SHOWING, THE STATEMENTABOUT TEAM

WORK AND COOPERATION AMONG EMPLOYEES.

42
 4.00%

AGREE
DISAGREE

96.00%

INTERPRETATION:-

As per the chart shown above; majority of the respondents

agree with the statement, “There is a strong spirit of teamwork and
cooperation among employees.”

TABLE 4.8 SHOWING LEVEL OF SATISFACTION WITH

THE WORKING HOURS.

43
 Particulars N.o of Percentage
respondents of respondents

Highly Satisfied 21 42%

Satisfied 24 48%

Neutral 5 10%

Dissatisfied 0 0%

Highly 0 0%
Dissatisfied

Total 50 100%

ANALYSIS:-

As per the above given table 42% of the respondents are highly
satisfied with the working hours and changing shifts, 48% satisfied , 10 %
neutral , and none of them are dissatisfied or highly dissatisfied with the
working hours and changing shifts.

CHART 4.8 SHOWING LEVEL OF SATISFACTION

WITH THE WORKING HOURS.

44
 60%

50% 48%

42%
40%

30%

20%

10%
10%

0%
Highly satisfied Satisfied Neutral 0%
Dissatisfied 0%
Highly dissatisfied

INTERPRETATION:-

As per the chart shown above; majority of the respondents

are satisfied with the working hours and changing shifts.

45
TABLE 4.9 SHOWING SATISFACTION LEVEL
TOWARDS WORKING ENVIRONMENT OF THE
HOSPITAL.

Particulars N.o of respondents Percentage of

respondents

Satisfied 45 90%

Dissatisfied 5 10%

Total 50 100%

ANALYSIS:-

As per the above shown table 90% of the respondents

are satisfied with the working environment and physical condition of the
hospital where as, 10 % are dissatisfied.

46
GRPAH 4.9 SHOWING SATISFACTION LEVEL
TOWARDS WORKING ENVIRONMENT OF THE
HOSPITAL.

10.00%

Satisfied
Dissatisfied

90.00%

INTERPRETATION:-

As per the chart shown above; majority of the

respondents are satisfied with the working environment and physical
condition of the hospital.

47
TABLE 4.10 SHOWING; “OPINION ABOUT
SUPERVISOR’S GIVES ADEQUATE SUPPORT AND
GUIDENCE.”

Particulars N.o of respondents Percentage of

respondents

Agree 46 92%

Disagree 4 8%

Total 50 100%

ANALYSIS:-

As per the above shown table 92% of the respondents agree that
their supervisor provides adequate guidance and support to them whereas,
8% disagree.

48
CHART 4.10 SHOWING “OPINION ABOUT
SUPERVISOR’S GIVES ADEQUATE SUPPORT AND
GUIDENCE.”

8.00%

Agree
Disagree

92.00%

INTERPRETATION:-

As per the chart shown above; majority of the

respondents agree that their supervisor provides them adequate guidance
and support.

49
 TABLE4.11 SHOWING RANKING FOR THE FACTORS
THAT INFLUENCE JOB SATISFACTION LEVEL.

Factors Ranks Total

1 2 3 4 5

Salary
N.o of 44 2 3 0 1 50
respondents
Percentage of 88% 4% 6% 0% 2% 100%
respondents

Working hours
and shifts
N.o of 42 7 0 0 1 50
respondents
Percentage of 84% 14% 0% 0% 2% 100%
respondents

Family support
N.o of 26 15 6 3 0 50
respondents
Percentage of 52% 30% 12% 6% 0% 100%
respondents

Recognition for
work
N.o of 32 15 3 0 0 50

50
respondents
Percentage of 64% 30% 6% 0% 0% 100%
respondents

Leave benefit
N.o of 24 19 5 1 1 50
respondents
Percentage of 48% 38% 10% 2% 2% 100%
respondents

ANALYSIS:-

As per the table shown above;

For the factor “Salary” 88% of the respondents ranked “1” .For the
factor “Working hours and shift” 84% of the respondents ranked “1”.
For the factor” Family support” 52% of the respondents have ranked
“1”..For the factor “Recognition for work” 64% of the respondents
ranked “1”. For the factor “Leave benefit”, 48% of the respondents
have given rank “1”.

CHART4.11 SHOWING RANKING FOR THE FACTORS

THAT INFLUENCE JOB SATISFACTION LEVEL.

51
 88%
90% 84%

80%

70% 64%

60%
52%
48%
50%

40%
Rank 1
Rank 2
30% Rank 3
Rank 4
20%
Rank 5
10%

0%

INTERPRETATION:-

As per the chart shown above for all the 5

factors “Salary, working hours & shift, family support, Recognition for
work and Leave benefit” , majority of the respondents have given rank
“1” .

TABLE4.12 SHOWING, WORKLIFE BALANCE

OPINION.

52
 Particulars N.o of respondents Percentage of
respondents

Agree 50 100%

Disagree 0 0%

Total 50 100%

ANALYSIS:-

As per the above shown table, entire 100% of the

respondents agree that work life balance plays an important role in job
satisfaction.

CHART 4.12 SHOWING, WORKLIFE BALANCE

OPINION.

53
 Agree
Disagree

100.00%

INTERPRTATION:-

As per the chart shown above; majority of the

respondents agree that work life balance plays an important role in job
satisfaction.

TABLE4.13 SHOWING LEVEL OF STRESS FROM THE

JOB.

54
 Particulars N.o of Percentage of
respondents respondents

Extremely high 1 2%

High 2 4%

Moderate 16 32%

Low 25 50%

Extremely Low 6 12%

Total 50 100%

ANALYSIS:-

As per the above shown table, 2% among the

respondent have extremely high level of stress, whereas 4% have high
level, 32% have moderate level, 50% have low level and 12% have
extremely low level .

CHART 4.13 SHOWING; LEVEL OF STRESS FROM

JOB.
55
 50%

45%

40%

35%

30%

50%
25%

20%
32%
15%

10%
12%
5%
4%
2%
0%
Extremely high High Moderate Low Exremely low

INTERPRETATION:-

As per the chart shown above; majority of the

respondents have low level of stress from their job.

TABLE 4.14 SHOWING SATISFACTION LEVEL

TOWARDS THEIR CURRENT COMPENSATION.
56
 Particulars N.o of Percentage
respondents of respondents
Highly
Dissatisfied 4 4

Dissatisfied 9 9

Neutral 21 21

Satisfied 12 12

Highly satisfied 4 4

Total 50 100%

ANALYSIS:-

As per the table shown above 8% of the respondents

are highly dissatisfied with the current compensation paid to them
whereas , 18% are dissatisfied , 42% are neutral, 24% are satisfied and
8% are highly satisfied with their current compensation.

4.14 CHART SHOWING SATISFACTION LEVEL

TOWARDS THEIR CURRENT COMPENSATION.

57
 18.00%
8.00% 8.00%
24.00%
Highly
dissatisfied
Dissatisfied
Neutral
Satisfied
42.00%
Highly
Satisfied

INTERPRETATION:-

As per the chart shown above; majority of the respondents are

satisfied with their current compensation.

58
TABLE 4.15 SHOWING; SATISFACTION LEVEL
REGARDING WITH THE SOCIAL SECURITY
BENEFITS PROVIDED.

Particulars N.o of Percentage of

respondents respondents

Yes 46 92%

No 4 8%

Total 50 100%

ANALYSIS:-

As per the table shown above , 92% responded “yes” to the

questions which means satisfied with the medical insurance, fringe
benefits ,esi scheme provided for them whereas , 8% responded “no”
which means not satisfied with the above mentioned facilities provided
for them.

59
CHART 4.15 SHOWING; SATISFACTION LEVEL
REGARDING WITH THE SOCIAL SECURITY
BENEFITS PROVIDED.

8.00%

Yes
No

92.00%

INTERPRETATION;-

As per the chart shown above, majority of the

respondents are satisfied with the medical insurance, esi, fringe benefits
provided for them.

60
TABLE 4.16 SHOWING, SATISFACTION LEVEL
REGARDING SOCIAL SECURITY BENEFITS
EXTENDED TO FAMILY.

Particulars N.o of Percentage

respondents of respondents

Highly satisfied 13 26%

Satisfied 27 54%

Neutral 6 12%

Dissatisfied 4 8%

Highly 0 0%
dissatisfied

Total 50 100%

ANALYSIS;-

As per the table shown above, 26% of the respondents are

highly satisfied with the benefits which are also extended to their family
members whereas, 54% are satisfied, 12% are neutral, 8% are
dissatisfied, and none among them are highly dissatisfied.

61
CHART 4.16 SHOWING, AVAILABILTY OF ADEQUATE
LEISURE TIME FOR THE EMPLOYEES.

60% 54%
50%
40%
26%
30%
20%
10%
12%
8%
0%
d
fie d l
ti s
sfie tra d 0%
sa ti u fie d
ly Sa N e s fie
gh sa
ti s
Hi s sa
ti
Di s
y Di
l
gh
Hi

INTERPRETATION;-

As per the above shown chart , majority of the respondents are

satisfied with the benefits which are also extended to their family
members.

62
TABLE 4.17 SHOWING, AVAILABILTY OF ADEQUATE
LEISURE TIME FOR THE EMPLOYEES.

Particulars N.o of Percentage

respondents of respondents
Never 2 4%

Rarely 2 4%

Sometimes 21 42%

Always 23 46%

Often 2 4%

Total 50 100%

ANALYSIS;-

As per the above shown table , 4% of the respondents

never get adequate leisure time another 4% get rarely , whereas 42% get
adequate leisure time sometimes ,46% always get adequate leisure time
and 4% often get adequate leisure time.

63
CHART 4.17 SHOWING, AVAILABILTY OF ADEQUATE
LEISURE TIME FOR THE EMPLOYEES.

4.00% 4.00%
4.00% Never
Rarely
46.00%
42.00% Sometimes
Always
Often

INTERPRETATION:-

As per the above shown chart, majority of the

respondents get adequate leisure time always.

64
 Majority of the employees working in Shanbhag hospital are females
(76%) only 24 % of the population are males.
 In Shanbhag hospital, majority of the employees are married .
 Majority of the employees are staff nurses(46%) , 10% of employees
are lab technicians, 2% are X-ray technicians , 26 % are Housekeeping
employees , 3 % are receptionist , and 4% works under other
designations .
 In Shanbhag hospital 30 % of the employees are having work
experience of 0 – 5 years in the organization which is majority.
 In the organization 34% of the employees are highly satisfied with their
job and , none of them are highly dissatisfied with their job.
 Majority of the employees says hospital have proper planning in its
functioning (88%).
 96 % of the employees agree with the statement, “There is a strong
spirit of teamwork and cooperation among employees”.
 42 % and 48 % of the employees are highly satisfied and satisfied with
their working hours and shifts respectively
 Majority of the employees (90%) are satisfied with the working
environment and physical condition of the hospital .
 92% of the employees agree that their supervisor provides them
adequate support and guidance in their job.
 For majority of the employees in Shanbhag hospital salary, working
hours and shift, family support, recognition for work, & leave benefit
are very important for their job satisfaction level.
 All the employees in the organization agree that work life balance
plays a vital role n job satisfaction.
 Only 2% of the employees is having extremely high level of stress.
 Majority of the employees are having neutral level of satisfaction with
their current compensation.
 Majority of the employees are satisfied with the social securities and
other benefits provided for them (92%).
 Majority of the employees are satisfied with the benefits
which are also extended to their family members I.e. 54%
o the population.
65
 Majority of the population gets adequate leisure time always.

 Management should concentrate on compensation policy in order

to retain employees.
 Adequate and proper training, guidance and support should be
provided to the employees .
 Management should give reocoganization to the employees for
their work.
 Management should encourage and motivate the employees to
develop and improve interpersonal relationship in order to achieve
the organizational goals and objectives .

66
Shanbhag hospital is one among the growing hospital in healthcare
industry in our country, which mainly aims to provide quality healthcare
treatment to its patients. The project was an attempt to understand the
various factors influence the job satisfaction of each employee, as
preferences and expectations both personal and professional differ from
each other.
Also I understood other different factors which are
forbidding the employees in attaining the job satisfaction which they
desire and also various employee expectations.

67
 K Aswathappa – Human resource management, third edition, Tata
MC Graw company Pvt.LTD – New Delhi – 2002.
 C.R KOTHARI – Business Research methodology, third edition,
New Age international Publishers – New Delhi- 2014.
 P Subba Rao - Human Resource and personnel management of
sixth edition, Himalaya publishing house, New Delhi 2006.

68
69