EMPLOYEE JOB SATISFACTION

1.1 INTRODUCTION
Employee job satisfaction implies doing a job one enjoys, doing it well, and being
suitably rewarded for one’s efforts. Job satisfaction further implies enthusiasm and happiness
with one’s work. To the worker, job satisfaction brings a pleasurable emotional state that
often leads to a positive work attitude. Satisfied worker is more likely to be creative, flexible,
innovative, and loyal. For the organization, job satisfaction of its workers means a work force
that is motivated and committed to high quality performance. So, in essence, job satisfaction
is a product of the events and conditions that people experience on their jobs. “If a person’s
work is interesting, her pay is fair, her promotional opportunities are good, her supervisor is
supportive, and her coworkers are friendly, then a situational approach leads one to predict
she is satisfied with her job’’. Very simply put, if the pleasures associated. With one’s job
outweigh the pains, here is some level of job satisfaction.

As this project goes on finally with the findings and suggestions about their pay,
performance, facilities and recognition. It finally concluded that “By paying constant
attentions towards to contributory factors of job satisfaction HFIL, can make their employee a
wiling work force for the well-being and growth organization

Job Satisfaction

Job Satisfaction refers to one’s feeling towards ones job. An individual having
satisfaction is said to possess positive attitudes towards the job. Conversely, adissatisfied
person will have negative attitude towards his her job. When people speak of employer
attitudes they invariably refer to job satisfaction. In fact the two terms are used
interchangeably. Job satisfaction is one of the important factors that have drawn attention of
managers in the organization as well as academicians. Various studies have been conducted
to find out the factors, which determine job satisfaction and the way; it influences
productivity in the organization. Though there is no conclusive evidence that job satisfaction
affects productivity directly because productivity depends on so many variables, it is still a
prime concern for the mangers. Job Satisfaction is the mental feeling of favorableness which
one individual has about his job.

One of the tasks of managers is to provide satisfaction to employees from their

respective jobs. The term job-satisfaction refers to an individual’s general attitude towards his

AERR 1
EMPLOYEE JOB SATISFACTION
job. A person with high job-satisfaction holds a positive attitude towards his job. While a
person who is dissatisfied with his job holds a negative attitude about his job. When people
speak of employee attitudes more often than not they mean job-satisfaction.

Definitions of Job satisfaction:

1. Job satisfactions defined as a Pleasurable or positive emotional state resulting from

the appraisal of one’s job or job experience.
2. Job satisfaction will be defined as the amount of overall positive affect (or feelings)
that individuals have towards their jobs.
-D.C.FELDMAN & H.J.ARNOLD

3. Job satisfaction is the amount of pleasure on containment associated with a job. If

you like your job intensely you will experience high job Satisfaction. If you dislike
your job intensely, you will experience
- ANDREW

4. Job satisfaction is a set of favorable or unsavory roble feelings with which

employees view their work. -KEITH DEVIS

CONSEQUENCES OF SATISFACTION

Job satisfaction has both functional and dysfunctional consequences. The positive
consequences of job satisfaction have already been stated above. An often overlooked
dimension of job satisfaction is its relationship to employee health. Employees who are
dissatisfied with their jobs are hope to health setbacks ranging from headaches the heart
disease.

AERR 2
 1.2 INDUSTRY PROFILE
INTRODUCTION

The progress of mankind and civilization has, since began, been closely alike with his
diet. Even today the leading nation and nations capable of becoming strong are those, which
can obtain food in abundance for their people.

It has been said that cow is a machine that converts raw materials (plants) into food in a
surprisingly efficient manner. The method by which cattle are managed in order to produce
milk can be accomplished in many ways. In order to be most successful, dairymen or those
contemplating entering the business should carefully survey to produce under local
conditions.

Milk may be defined as the whole, fresh, clean, lacteal secretion obtained by the
complete milking of one or more healthy milk animals. It is an almost ideal good. Although
milk is commonly thought of as a beverage, it is nature’s most nearly perfect food and
contains more actual solids than many so called slid goods, especially vegetable. Milk is the
only food, which is designed by nature solely as good. It serves as the foundation of an
adequate diet. It supplies bodybuilding protein, bone forming minerals and health giving
vitamins and furnishers’ energy giving lactose and milk fat. All these properties make milk
important for pregnant mothers, growing children, adolescents, adults, invalids, convalescents
and patients alike. An adequate consumption of milk can correct dieting deficiencies for most
people to have strong and healthy bodies. It is a delicious and appetizing good for all ages as
well as being healthful.

CONSTITUTENTS OF MILK PERCENTAGE

Water 87.0

Butterfat 4.0

Casein 2.0

Albumin 0.5

Lactose (Milk sugar) 5.0

 Milk constituents are divided into groups, water and solids. The constituents other
than water are called the total solids (TS). The total solids mines the butterfat is termed as the
solids- not fat (SNF). All the constituents expect the butterfat are known as the milk serum.
The casein and albumin make up most of the protein of the milk actually about 0.5% globulin
also is present.

The major constituents of milk are water, butterfat, protein, lactose and minerals. The
minor constituents are vitamins, pigments such as carotenes, fat soluble pigment
xanthophyll’s and water soluble pigment Lacto Flavin, Cholesterol, Phospholipids (lecithin),
sterols, enzymes such as lipase, Galactoses, diastase etc., gases such as carbon dioxide,
oxygen and nitrogen and nitrogenous substances such as uric acid, urea nitrogen and truces of
amino acids. The true constituents are milk fat, casein and lactose.

Milk is absolutely essential for the welfare of human race. The cow has been rightly
called “the foster mother of the human race” and she is found in most of the civilized
countries of the world.

Market milk industry in India and abroad

Although a beginning in organized milk handling was made in India with the
establishment of military dairy farms (oldest Allahabad, 1889), the salient features of the
market industry had been:

1. Handling of milk in Co-operative Milk Unions established all over the country on a
small scale in the early stages.
2. Long distance refrigerated rail-transport or milk from Anand to Bombay since 1945.
3. Pasteurization and bottling of milk on a large scale for organized distribution was
started a Aarey (1950), Worly (1961), Calcutta (Haringhta, 1959), Delhi(1959),
Madras(1963)etc.,
4. Establishment of Milk plants under the five-year pans for Dairy Development all over
India. These were taken up with the dual object of increasing the national level of
milk consumption and ensuring better returns to the primary milk producer. Their
main aim was to produce more, better and cheaper milk.
Growth and development of the industry

Until the year 1940, there was very little published information of the method of
preparation and use of these products. The credit for the first publication on the subject goes
to Dr. W.B. Davies, the first director of Dairy Research, India Dairy Research Institute (now
National), Bangalore. Within the span of three or four decadessine his book appeared,
considerable research has been conducted at the National Dairy Research Institute and other
place on indigenous Dairy Products.

In India, there was no progress in the Diary Industry before independence.

Government of India realized the necessity of increasing Milk production and by products
there by availing substantial job opportunities to the urban and rural Community. The
government of India has focused much more attention on Dairy Development Programmed
by allocating more funds on the 4th and 5th Five year plans.

The Government of India during 1970 has launched massive programmed via. Flood
Operation Flood II and I with the help of European Nations and world Production Programed
costing Rs.500 Cores. The Government of India has undertaken various schemes through
organizations and institutions viz., India Dairy Corporation, India Dairy Development Board
animal husbandry department of all Sates, Private Sectors, Organizations of milk Producers,
Co-operative and Dairy Plants, National Dairy Research Institute. These programs enable for
immediate development in Dairy Activities, Dairy development in our Country with the help
of and effective marketing system.

A market is one of Principal way of increasing milk production and milk productivity
of Dairy Industry. In addition to the above, marketing helps to the enhancement of
profitability of the enterprise.

OPERATION FLOOD PROGRAMME IN INDIA

In order to build a viable and sustaining National Dairy Industry and Co-operative
lines the NDDB launched a project christened operation Flood mobilized from the sale of
products based on foreign food donations in the form of Skim Milk Powder and Butter Oil.
Operation flood, the lagers development Programme undertaken in the worked, was initiated
closely on the heels of green Revolution in the Country. Against the back drop of huge
surplus of Milk
Production in the highly developed Milk producing Countries in the West and dwindling per
capital. Milk availability at home with its pledge to provide milk to one and all it was
considered the World’s largest Dairy Development Programme. It spurred the Indian Dairy
Industry to launch a “White Revolution”.

The establishment of Milk Producers off co-operative societies to link dairy

Development worth Milk Marketing formed the Central Plant of the Project, which gave into
a vigorous Milk co-operative movement under the basis of NDDK. This was a unique
development effort, which was initiated at the grassroots level the villager and went up to the
“Dairy Federation” of a state with its operational effectiveness ascending at every step.

According to the Agreement signed by World Food Programme (WFP) and

Government of India, the WFP will arrange to supply 1,26,000 metric tons of butter oil which
the corporation will handle on behalf of the Government. The Projector aims at the
improvement of Milk Marketing in the Organized Sector especially in the Four Major Cities
extended over ten States i.e., Punjab, Haryana, Rajasthan, Utter Pradesh, Bihar, West Bengal,
Tamilnadu, Andhra Pradesh, Maharashtra and Gujarat.

NATIONAL DAIRY DEVELOPMENT BOARD (NDDB)

At the time of inauguration of cattle feed factory at Kanjari in October 1964. The late
ShriLalBahadurShastri, the Prime Minister of India paid an unscheduled visit to milk
production Co-operative society and stayed there overnight. He was impressed by the Socio-
economic changes brought by milk co-operatives in Kaira District, and desired to have a
national Dairy Development Board is the Chief Executive of the organization who is
supported by Professional to carry out Board’s activities.

ANAND PATTERN DAIRY DEVELOPMENT

The formation of Anand Pattern of milk co-operatives was landed with the
organization of the Kaira District Co-operatives Milk Production. Milk Producers themselves
control procurement processing and marketing.
KAIRA DISTRICT CO-OPERATIVE MILK PRODUCERS UNION LIMITED
(AMUL)

Amul symbolizes the successful struggle if Kaira District Farmers to earn a fair price
for their products. It reached its climax in 1945. The Milk was then collected by a Private
Trader Mr. PestonjiEdurji person through contractors for Bombay Milk Scheme. Every Milk
producer can become a member of co0operative Society. As a general meeting of members,
representatives are selected to form a managing committee, which Manager the day affaires
to milk collection and its testing concept, sold cattle feed. Each society also provides
Artificial Insemination (AI) services and veterinary first aid.

DAIRY INDUSTRY IN ANDHRA PRADESH

The main occupation in Andhra Pradesh is cultivation. The villages reflect the socio-
economic development, moral and cultural values of human race Dairy stands as the back
bone of Agriculture and at the same time it maintains important role for stability of rural
economic conditions and helps to maintain nation’s health by supplying sweet milk. It
provides not only health but also income to milk producers.

Self Sufficiency

In Andhra Pradesh the pilot milk scheme brought revolutionary change in Dairy
Development and the economic development. The Programme of “Operation Flood” created
milk revolution and laid new hopes for eradication of poverty and unemployment. Now, the
Dairy Industry is equipped with Modern Technical knowhow and is on a position to face any
challenge of future milk demands under co-operative sector several steps are taken to provide
milk collecting centers in every nook and corner of the state of increase the production
capacity of the milk yielding animals the help of Programme of modern technical methods for
achieving self-sufficiency in milk production.

Dairy Development
In 1960 a pilot milk supply scheme was started in our started in our state for the Dairy
Development. It initial milk collection capacity was 100 liters a day at the time ofstarting.
Now, its dairy milk collecting increased 10 lakh liters per day. It is acting as a liaison
between milk producers of villages and consumers of the milk providing reasonable price to
the producers to maintain stable market.
Packaging Technology

Milk was initially sold door-to-door by the local milk man. When the dairy co-
operatives initially started marketing branded milk, it was sold in glass bottles sealed with
foil. Over the years, several developments in packaging media have taken place. In the early
80’s plastic pouches replaced the bottles. Plastic pouches made transportation and storage
very convenient, besides reducing costs. Milk packed in plastic pouches/bottles have a shelf
life of just 1-2 days, that too only if refrigerated. In 1996, Tetra packs were introduced in
India. Tetra packs are aseptic laminate packs made of aluminum, paper, board and plastic.
Milk stored in tetra packs and treated under Ultra High temperature (UHT) technique can be
stored for four months without refrigeration. Most of the dairy co-operatives in Andhra
Pradesh, Tamil Nadu, Punjab and Rajasthan sell milk in tetra packs. However tetra packed
milk is costlier by Rs.5-7 compared to plastic pouches,. In

1999-00 Nestle launched its UHT milk market is expected to grow at range of more
than 10-12% in coming years.

Changing pattern of the industry

The demand for milk and milk products in the country is on the rise. The increase in
purchasing power and pace of urbanization is leading to a change in the lifestyle and
consumption habits of the households. The current trends indicate that 44% of the total
population will definitely lead to an increase in consumption of dairy products.

The domestic market for butter and ghee is growing at a healthy rate of over 10% per
annum but the same may not be true in case of an international market. The production and
export of butter has witnessed a major decline in some of the developed countries. The
situation is now alarming to the industries which are having international market for this
product. These companies definitely have to think about other potential products that are
gaining steady growth all over the world.

Strategies to boost Indian dairy products globally

 Improve the quality of the products.

 Value addition into widely accepted products.
  Improving productivity and improving the cost of production.
 Building brands.
 Public relations and stick measures to avoid misinformation, viz.
 To maintain lead in milk production.
 Research and development.
 Utilization of desirable constituents from the waste rather than draining.

Future aspects

The invariable growth of milk production in India has made its position envious to the
other nations. The proper utilization of milk in the right products and direction will definitely
be helpful in realizing the growth potential of dairy industry. A more systematic approach to
process innovation, quality assurance and shelf life improvement for the indigenous and
western dairy products in needed.
 COMPANY PROFILE

Heritage foods (I) limited (HFIL) was incorporated under the companies Act 1956
as a public limited companies 5th June 1992. The promoters have long and varied experience
in administration as well as management of business.

HFIL entered the capital market on 17th November 1994 with an issue of 65, 00,000
equity share of Rs.10/- each for cash at par to the India investing public. The Issue was over –
subscribed by about 54 times, an indication of the rich confidence of the promoter who enjoy
with the investing in community.

The public issue aggregating to Rs.65 million was intended to part-finance the
company’s integrated dairy product costing a total of Rs.147.50 million, which has been fully
implemented.

HFIL is currently in the business of procuring milk from dairy farmers, chilling,
pasturing and packaging the same for marketing to consumers in the metropolitan city of
Chennai and other cities are Bangalore, Hyderabad and Visakhapatnam in South India. The
company has already established 3 more centers in North Arco district of Tamilnadu. Biggest
A process plant is also being established at Bangalore city which is one of the markets for
liquid milk.

The market share of Heritage Foods India Limited is cow ghee 30% in Tamilnadu. 5%
in Andhra Pradesh and 15% in Kerala nil percentage in Karnataka. In case of Milk 30% share
in Chennai from private dairy and 10% market share having from corporation.

The company Managing Director is Mrs. N.Bhuvaneswari. It is having mainly 6

branch offices and 14 sub-plants. The Head office of HFIL is at Hyderabad (AP).
Heritage Foods (India) Limited, India

The founder : Sri Nara Chandra Babu Naidu

Sri Chandra Babu Naidu is one of the greatest Dynamic, Pragmatic, Progressive
and Visionary Leaders of the 21st Century.

With an objective of "Bringing prosperity into the rural families through co-operative
efforts", he along with a few likeminded, friends and associates promoted "Heritage Foods" in
the year 1992 taking opportunity from the Industrial Policy, 1991 of Government of India and
he has been successful in his endeavor. At present, Heritage has market presence in the states
of Andhra Pradesh, Karnataka, Kerala, Tamil Nadu and Maharashtra. More than three
thousand villages and three lakh farmers are being benefited in these states. On the other side,
Heritage is serving millions of customer’s needs, employing more than 3500 employees and
generating indirect employment opportunities to more than 10000 people. Beginning with a
humble annual turnover of Rs.4.38 cores in 1993-94, the sales turnover has reached close to
Rs.350 cores during the financial year 2006-2007.

Sri Chandra Babu Naidu was born on April 20, 1951 in Naravaripally Village,
Chittoor District, and Andhra Pradesh, India. His late father Sri N. Kharjura Naidu was an
agriculturist and his late mother Smt. Ammanamma was a housewife. Mr. Naidu had his
school education in Chandragiri and his college education at the Sri Venkateswara Arts
College, Tirupati. He did his Masters in Economics from the Sri Venkateswara University,
Tirupati. Sri Naidu is married to Ms. Bhuvaneswari D/o Sri N T Rama Rao, Ex-Chief
Minister of Andhra Pradesh and famous Star of Telugu Cinema. Mrs. N Bhuvaneswari is
presently the Vice Chairman & Managing Director of Heritage Foods
India) Limited.

Mr. Naidu held various positions of office in his college and organized a number of
social activities. Following the 1977 cyclone, which devastated Diviseemataluk of Krishna
district, he actively organized donations and relief material from Chittoor district for the
cyclone victims. Mr. Naidu has been evincing keen interest in rural development activities in
general and the upliftment of the poor and downtrodden sections of society in particular Sri
Naidu held various coveted and honorable positions including Chief Minister of Andhra
 Pradesh, Minister for Finance & Revenue, Minister for Archives & Cinematography,
Member of the A.P. Legislative Assembly, Director
of A.P. . Sri Naidu has won numerous awards including " Member of the
World Economic Forum's Dream Cabinet" (Time Asia ), "South Asian of the Year " (Time
Asia ), "’Business
Person of the Year " (Economic Times), and " IT Indian of the Millennium "( India Today).

Sri Naidu was chosen as one of 50 leaders at the forefront of change in the year 2000
by the Business Week magazine for being an unflinching proponent of technology and for his
drive to transform the State of Andhra Pradesh.

Mission
Bringing prosperity into rural families of India through co-operative efforts and
providing customers with hygienic, affordable and convenient supply of “Fresh and Healthy "
food products.

Vision

 To be a progressive billion dollar organization with a pan India foot print by 2012.
 To achieve this by delighting customers with "Fresh and Healthy" food products, those
are a benchmark for quality in the industry.
 We are committed to enhanced prosperity and the empowerment of the farming
community through our unique "Relationship Farming" Model.
 To be a preferred employer by nurturing entrepreneurship, managing career aspirations
and providing innovative avenues for enhanced employee prosperity

The Beginning

Beginning with a humble annual turnover of just Rs.4.38 crores in 1993-94, the sales
turnover has crossed Rs.346.33 crores during the financial year 2006-2007. Taking off with
its flagship processing plant at Chittoor, Andhra Pradesh in April 1993, Heritage spread its
wings during the years hence.
 To raise resources, Heritage went public in November 1994. This Public issue was
oversubscribed 54 times a moving testimony to the level of confidence the investing public
reposed in the promoters and in the management of the venture.

Under the able guidance of eminent people like Sri D Seetharamiah, Dr N R

Sivaswamy, Dr A AppaRao, Sri N P Ramakrishna, Smt N Bjuvaneswari and Dr V Nagaraja
Naidu, the Directors, Heritage continued to embark on its ambitious phase of expansion.

The directors with their varied & extensive and experience in the fields of
Agriculture, Industry and Finance and their intimate understanding of the rural
socioeconomic scenario have been able to strengthen the systems and strategies of Heritage,
which contributed to the current status of Heritage as a leading player in South India.

HFIL entered the capital market on 17th November1994 with an issue of 65, 00,000
equity share of Rs.10/- each at par to the India investing public. The Issue was over-
subscribed by about 54 times, an indication of the rich confidence of the promoter who enjoy
with the investing in community.

Investors

Listed with: Stock code

The Stock Exchange, Mumbai 519552

National Stock Exchange of India Limited HERITGFOOD

Compliance Officer:

Mr. Murali Krishna Narne

Company Secretary

Phone: (091) 040-23391221/23391222

Fax: (091) 040-23318090

E-mail:[email protected]
Excellence In
Quality Quality
policy:

We are committed to achieve customer satisfaction through hygienically processed

and packed Milk and Milk Products. We strive to continually improve the quality of our
products and services through up gradation of technologies and systems.

Heritage's soul has always been imbibed with an unwritten perpetual commitment to
itself, to always produce and provide quality products with continuous efforts to improve the
process and environment.

Adhering to its moral commitment and its continuous drive to achieve excellence in
quality of Milk, Milk products & Systems, Heritage has always been laying emphasis on not
only reviewing & re-defining quality standards, but also in implementing them successfully.
All activities of Processing, Quality control, Purchase, Stores, Marketing and Training have
been documented with detailed quality plans in each of the departments.

Today Heritage feels that the ISO certificate is not only an epitome of achieved
targets, but also a scale to identify & reckon, what is yet to be achieved on a continuous basis.

Though, it is a beginning, Heritage has initiated the process of standardizing and

adopting similar quality systems at most of its other plants.

Board of Directors

CA D Seetharamaiah, Non-Executive Independent Chairman

Smt N Bhuvaneswari, Vice Chairman & Managing Director

Sri N P Ramakrishna, Independent Director

Dr N R Sivaswamy, Independent Director

Dr A AppaRao, Independent Director

Dr V Nagaraja Naidu, Director

Company Secretary:

CS Murali Krishna

Company Senior Executives

Dr M Samba Siva Rao, President

Sri N Likes, Vice President

CA Prabhakara Naidu, Senior General Manager - Finance & Accounts

Corporate and head. Office : Punjaguta, Hyderabad

Main Dairy Plant : Tirupati (Chandragiri)

Procurements and processing centers:

 Atmakur
 Brahmanapalli
 Barsi
 Bapatla
 Kandukuru
 Kalluru
 Madanapally
 Madhira
 Muppavaram
 Piler
 Salthamagulure
 Tiruvannamalai(TN)
 Uthangarai(TN)

Procurement processing and Packing stations:

 Bangalore(KN)
 Bayyavaram(AP)
  Chittoor(AP)
 Narketpalle(AP)
 Santhipuram(AP)
 Battiprolu(AP)
 Dindiguls(TN)

Sales offices:

 Hyderabad
 Narketpalle
 Vizag
 Bangalore(KN)
 Mysore(KN)
 Chennai(TN)
 Madurai(TN)

Plants under construction

 Addanki
 Nandyal
 Tirupathi
 1.3 PRODUCT PROFILE
Heritage Milk a naturally nutritive, rich, fresh, wholesome food par excellence which
self-contained protective food characteristic. Hygienically procured, pasteurized and poly
packed under PEA standards, Heritage milk is a complete food for any age be it children
Teenages, adults, expecting mother as older citizens, rich with just about all essential
nutrients.

Heritage Milk is full of strength building calcium and phosphorus,. And the essential
life giving vitamins. The milk products of heritage dairy.

The milk products of dairy are as follows;

 Ghee
 Skimmed milk powder
 Butter milk
 Curd
 Toned milk
 Double toned milk
 Whole milk
Marketing of milk and it’s by products:

One of the most crucial links in the marketing of milk and products is that it is highly
perishable commodity. It cannot be stored in its original state for more than four hours and
therefore drilling and packing is required for increasing its keeping quality. Further it is
chemical saving gat solids and also essentially proteins minerals vitamins and water ans its
main ingredients; therefore it can be suitably converted into butter, ghee and milk powder and
reconverted into milk, when required. Thus these things will be kept in main while planning
effective marketing linkage.

Milk

Heritage Milk is a naturally nutritive, rich, fresh, wholesome food par excellence with
self- contained protective food characteristics. Hygienically procured, pasteurized and poly
packed under PFA standards, Heritage Milk is a complete food for any age, be it children,
teenagers, adults, expecting mothers or older citizens. Rich with just about all essential
nutrients… Heritage Milk is full with strength building protein, energy giving carbohydrates
&fats, bone & teeth building calcium & phosphorus and the essential life giving vitamins.

Curd
Aroma, freshness ‘n’ purity kept intact!!
Robotics natural Dairy Food Preparation from double toned milk:
A new generation health promoting food with improved nutritional benefits due to the
presence of viable eitidobacterium tactics & lactobacillus acidophilus.
Ghee

Agmark special grade Heritage Ghee is pure clarified fat made from fresh cream, with
no colors or preservatives, tantalizing the human senses with its environing taste, fragrant
aroma, rich texture. And vitamins A, D, E and K as bonus

Butter Milk

Aroma, freshness ‘n’ purity kept intact!!

High quality butter milk with natural taste.

Flavoured Milk

Nutritional Information

200ml Contains Approx

Fat 3.0g

Proteins 6.6g

Carbohydrates 26.0g

Minerals 1.5g

Energy 157k.cal

Variety and composition

Variety Pack size

Whole milk 500ml

Homogenized Toned Milk 200ml

Standard milk 500ml

Double Toned Milk 500ml

Golden cow milk 500m

 2.1 NEED FOR THE STUDY
The importance of Job Satisfaction is obvious because if the employees are satisfied
then only the organization can function smoothly, increasing its production & face
competition.

Therefore, the organization needs information on Job satisfaction of their employees

in order to make sound decisions and to enhance their performance to high level. Hence, the
present study has been undertaken in this direction.
 2.2 SCOPE OF THE STUDY

The job satisfaction refers to a person’s feeling of satisfaction on their job. It is

different from person to person. The researcher has chosen to measure the level of job
satisfaction in HFIL.

The study considers the impact of 10 factors on job satisfaction it concentrates on the
effect of factors in general, but no exclusive study is made on them. The study considers only
the perceptual elements of employees and does not focus on ground realities.

The scope of study cover: work conditions, compensation, extra benefits, conveyance
treatment of superiors, colleagues, duty timings, and grievance reprisal mechanism and
promotion policy.
 2.3 OBJECTIVES OF THE STUDY
 To study the Job satisfaction level of employees working in HFIL.
 To indicate the specific factors of satisfaction and dissatisfaction.
 To suggest the measures for improved Job satisfaction of employees.
 To list the additional benefits required by the employees and convey the same to the
management.
 2.4 RESEARCH METHODOLOGY

Data is collected from primary and secondary sources. Collection of the data is primary
aspect in research process. Data which is collected for the purpose of research helps in proper
analysis to develop findings which are helpful to conduct research effectively. The data source
which is very important in the collection of data is both primary and secondary data.

Both primary and secondary data are taken into consideration for the study of job
satisfaction.

Primary data
This consists of original information gathered for specific purpose. The normal procedure
is to interview the people individually or in groups to get the required data. Primary data is
collected through administering the questionnaire by direct contact and also through direct
observation to obtain insights of the information.

Secondary data
This consists of information that already exist and which has been collected by some other
persons, at some other time, for some other purpose. The secondary data is collected from
records, manuals and brochures maintained by the personnel department.

Sampling method:

Convenience sampling
The sampling which along the researcher to carry out his research based on his
convenience and respondents availability of constraints. The research sampling studies every
respondent response according to time, place and situation. This sampling provides ease of doing
his research.

Population size : 260

Sample size : 100

Statistical tools : simple percentage

 2.5LIMITATIONS
There are certain limitations in the study of job satisfaction in HFIL. They are :-

 Time is important constraint as it was restricted only to a period of 45 days.

 Only a limited number of respondents are considered for study as the sample size
is only 100.
 Another important constraint is the hesitation from the side of employees.
 REVIEW OF LITERATURE

DEFINITIONS OF JOB SATISFACTION

Different authors give various definitions of job satisfaction. Some of them are taken from the
book of D.M. Pestonjee “Motivation and Job Satisfaction” which are given below:
Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of one’s
job. An effective reaction to one’s job. Weiss
HISTORY OF JOB SATISFACTION
The term job satisfaction was brought to lime light by hoppock (1935). He revived 35 studies on
job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of
psychological, physiological and environmental circumstances. That causes a person to say. “I m
satisfied with my job”. Such a description indicate the variety of variables that influence the satisfaction
of the individual but tell us nothing about the nature of Job satisfaction. Job satisfaction has been most
aptly defined by pestonjee (1973) as a job, management, personal adjustment & social requirement.
Morse (1953) considers Job satisfaction as dependent upon job content, identification with the co.,
financial & job status & priding group cohesiveness One of the biggest preludes to the study of job
satisfaction was the Hawthorne study. These studies (1924-1933), primarily credited to Elton Mayo of
the Harvard Business School, sought to find the effects of various conditions (most notably
illumination) on workers’ productivity. These studies ultimately showed that novel changes in work
conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this
increase resulted, not from the new conditions, but from the knowledge of being observed.
This finding provided strong evidence that people work for purposes other than pay, which
paved the way for researchers to investigate other factors in job satisfaction.
IMPORTANCE OF JOB SATISFACTION
 Job satisfaction is an important indicator of how employees feel about their job and a predictor
of work behavior such as organizational, citizenship, Absenteeism, Turnover.
 Job satisfaction can partially mediate the relationship of personality variables and deviant work
behavior.
 Common research finding is that job satisfaction is correlated with life style.
This correlation is reciprocal meaning the people who are satisfied with the life tends to be
satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their
life.
  This is vital piece of information that is job satisfaction and job performance is directly related
to one another. Thus it can be said that, “A happy worker is a productive worker.”
 It gives clear evidence that dissatisfied employees skip work more often and more like to resign
and satisfied worker likely to work longer with the organization.
IMPORTANCE TO WORKER AND ORGANIZATION
Job satisfaction and occupational success are major factors in personal satisfaction, self-respect,
self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state
that can often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible,
innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is
motivated and committed to high quality performance. Increased productivity- the quantity and quality
of output per hour worked- seems to be a byproduct of improved quality of working life. It is important
to note that the literature on the relationship between job satisfaction and productivity is neither
conclusive nor consistent. However, studies dating back to Herzberg’s (1957) have shown at least
low correlation between high morale and high productivity and it does seem logical that more satisfied
workers will tend to add more value to an organization.
Unhappy employees, who are motivated by fear of loss of job, will not give 100 percent of their
effort for very long. Though fear is a powerful motivator, it is also a temporary one, and also as soon as
the threat is lifted performance will decline.
Job satisfaction benefits the organization includes reduction in complaints and grievances,
absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job
satisfaction is also linked with a healthier work force and has been found to be a good indicator of
longevity.Although only little correlation has been found between job satisfaction and productivity,
Brown (1996) notes that some employers have found that satisfying or delighting employees is a
prerequisite to satisfying or delighting customers, thus protecting the “bottom line”.
WORKERS ROLE IN JOB SATISFACTION
If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her
own satisfaction and well being on the job. The following suggestions can help a worker find personal
job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more
challenging work and greater responsibilities, with attendant increases in pay and other recognition.
Develop excellent communication skills. Employer’s value and rewards excellent reading,
listening, writing and speaking skills.
Know more. Acquire new job related knowledge that helps you to perform tasks more efficiently and
effectively. This will relive boredom and often gets one noticed.
Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often
results in recognition as well as in increased responsibilities and rewards.Develop teamwork and people
skills. A large part of job success is the ability to work well with others to get the job done.Accept the
diversity in people. Accept people with their differences and their imperfections and learn how to give
and receive criticism constructively. See the value in your work. Appreciating the significance of what
one does can lead to satisfaction with the work itself. This help to give meaning to one’s existence, thus
playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy
stress management techniques.
FACTORS OF JOB SATISFACTION
Hoppock, the earliest investigator in this field, in 1935 suggested that there are six major
components of job satisfaction. These are as under:
 The way the individual reacts to unpleasant situations,
 The facility with which he adjusted himself with other person
 The relative status in the social and economic group with which he identifies himself
 The nature of work in relation to abilities, interest and preparation of worker
 Security
 Loyalty
Herberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and listed various job
factors of job satisfaction. These are briefly defined one by one as follows:
1. Intrinsic aspect of job
It includes all of the many aspects of the work, which would tend to be constant for the work
regardless of where the work was performed.
2. Supervision
This aspect of job satisfaction pertains to relationship of worker with his immediate superiors.
Supervision, as a factor, generally influences job satisfaction.
3. Working conditions
This includes those physical aspects of environment which are not necessary a part of the work.
Hours are included this factor because it is primarily a function of organization, affecting the
individuals comfort and convenience in much the same way as other physical working conditions.
4. Wage and salaries
This factor includes all aspect of job involving present monitory remuneration for work done.
5. Opportunities for advancement
 It includes all aspect of job which individual sees as potential sources of betterment of economic
position, organizational status or professional experience.
6. Security
It is defined to include that feature of job situation, which leads to assurance for continued
employment, either within the same company or within same type of work profession.
7. Company & management
It includes the aspect of worker’s immediate situation, which is a function of organizational
administration and policy. It also involves the relationship of employee with all company superiors
above level of immediate supervision.
8. Social aspect of job
It includes relationship of worker with the employees specially those employees at same or nearly
same level within the organization.
9. Communication
It includes job situation, which involves spreading the information in any direction within the
organization. Terms such as information of employee’s status, information on new developments,
information on company line of authority, suggestion system, etc, are used in literature to represent
this factor.
10. Benefits
It includes those special phases of company policy, which attempts to prepare the worker for
emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are
included within this factor.
REASONS OF LOW JOB SATISFACTION
Reasons why employees may not be completely satisfied with their jobs:
1. Conflict between co-workers.
2. Conflict between supervisors.
3. Not being opportunity paid for what they do.
4. Have little or no say in decision making that affect employees.
5. Fear of loosing their job.
EFFECTS OF LOW JOB SATISFACTION
1. HIGH ABSENTEEISM
Absenteeism means it is a habitual pattern of absence from duty or obligation.If there will be low job
satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on
productivity of organization.
 Job satisfactin
High B

low
A

low High

Rate of turn over and absences

Perceived personal job inputs

Fig.no. 1 Curve showing relationship between job satisfaction and rate of turn over and absenteeism.

In the above diagram line AB shows inverse relationship between job satisfaction and rate of turn over
and rate of absenteeism. As the job satisfaction is high the rate of both turn over and absentiseesm is
low and vise a versa.
2.HIGH TURNOVER
In human resource refers to characteristics of a given company or industry relative to the rate at which
an employer gains and losses the staff.If the employer is said to be have a high turnover of employees
of that company have shorter tenure than those of other companies.
3.TRAINING COST INCREASES
As employees leaves organization due to lack of job satisfaction. Then Human resource manager has to
recruit new employees. So that the training expenditure will increases.
INFLUENCES ON JOB SATISFACTION
There are no. of factors that influence job satisfaction. For example, one recent study even found that if
college students majors coinsided with their job , this relationship will predicted subsequent job
satisfaction. However, the main influences can be summerised along with the dimentions identified
above.
The work itself
The concept of work itself is a major source of satisfaction. For example, research related to the job
charactoristics approach to job design, shows that feedback from job itself and autonomy are two of the
major job related motivational factors. Some of the most important ingridents of a satisfying job
uncovered by survey include intersting and challenging work, work that is not boring, and the job that
provides status.
Pay
Wages and salaries are recognised to be a significant, but complex, multidimentional factor in job
satisfaction. Money not only helps people attain their basic needs butevel need satisfaction. Employees
often see pay as a reflection of how managemnet view their conrtibution to the organization. Fringe
benefits are also important.If the employees are allowed some flexibility in choosing the type of
benefits they prefer within a total package, called a flexible benefit plan, there is a significant increase
in both benefit satisfaction and overall job satisfaction.
Promotions
Promotional opportunities are seem to be have avarying effect on job satisfaction. This is because of
promotion take number of different forms.

WHAT IS THE IMPACT OF JOB SATISFACTION?

Many managers subscribe to the belief that a satisfied worker is necessarily good worker. In other
words, if management could keep the entire worker’s happy”, good performance would automatically
fallow. There are two propositions concerning the satisfaction performance relation ship. The first
proposition, which is based on traditional view, is that satisfaction is the effect rather than the cause of
performance. This proposition says that efforts in a job leads to rewards, which results in a certain level
of satisfaction .in another proposition, both satisfaction and performance are considered to be functions
of rewards.
Various research studies indicate that to a certain extent job satisfaction affects employee turn over,
and consequently organization can gain from lower turn over in terms of lower hiring and training
costs. Also research has shown an inverse relation between job satisfaction and absenteeism. When job
satisfaction is high there would be low absenteeism, but when job satisfaction is low, it is more likely to
lead a high absenteeism.
What job satisfaction people need?
Each employee wants:
1. Recognition as an individual
2. Meaningful task
3. An opportunity to do something worthwhile.
4. Job security for himself and his family
5. Good wages
6. Adequate benefits
7. Opportunity to advance
8. No arbitrary action- a voice a matters affecting him
9. Satisfactory working conditions
10. Competence leadership- bosses whom he can admire and respect as persons and as bosses.
However, the two concepts are interrelated in that job satisfaction can contribute to morale and
morale can contribute to job satisfaction. It must be remembered that satisfaction and motivation are
not synonyms. Motivation is a drive to perform, where as satisfaction reflects the individual’s attitude
towards the situation. The factors that determine whether individual is adequately satisfied with the job
differs from those that determine whether he or she is motivated. the level of job satisfaction is largely
determined by the comfits offered by the environment and the situation . Motivation, on the other hand
is largely determine by value of reward and their dependence on performance. The result of high job
satisfaction is increased commitment to the organization, which may or may not result in better
performance.
A wide range of factors affects an individual’s level of satisfaction. While organizational
rewards can and do have an impact, job satisfaction is primarily determine by factors that are usually
not directly controlled by the organization. a high level of job satisfaction lead to organizational
commitment, while a low level, or dissatisfaction, result in a behavior detrimental to the organization.
For example, employee who like their jobs, supervisors, and the factors related to the job will probably
be loyal and devoted. People will work harder and derive satisfaction if they are given the freedom to
make their own decisions.
MODELS OF JOB SATISFACTION
There are various methods and theories of measuring job satisfaction level of employees in the
orgnization given by different authers. List of all the theorise and methods measuring job satisfaction
level is given below:
A MODEL OF FACET SATISFACTION
 Affect theory(Edwin A. Locke 1976)
 Dispositional Theory( Timothy A. Judge 1988)
 Two-Factor Theory (Motivator-Hygiene Theory) (Frederick Herzberg’s)
 Job Characteristics Model (Hackman & Oldham)
 Rating scale
 Personal interviews
 action tendencies
 Job enlargement
 Job rotation
 Change of pace
 Scheduled rest periods
MODEL OF FACET OF JOB SATISFACTION

Skill
Experience
Training person’s
Efforts satisfaction
Age
Seniority Perceived
Education person’s amount that
Co loyalty should be
perception
Past received (a)
performance
Level
Difficulty a=b satisfaction
Time span Perceived job a>b
Amount of characteristics dissatisfaction
responsibility a<b guilt
Inequity
Perceived Discomfort
outcome of Perceived
referent others amount
Actual outcome received
received (b)

Fig.no.2 Model of determinant of facet of job satisfaction

Edward E.lawler in 1973 propoed a model of facet satisfaction. This model is applicable to understand
what determines a person’s satisfaction with any facet of job. According to this model actual outcome
level plays a key role in a person’s perception of what rewards he recieves. His perception influenced
by his perception of what his referent others recieves.
AFFECT THEORY
Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model.
The main premise of this theory is that satisfaction is determined by a discrepancy between what one
wants in a job and what one has in a job. Further, the theory states that how much one values a given
facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one
becomes when expectations are/aren’t met. When a person values a particular facet of a job, his
satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when
expectations are not met), compared to one who doesn’t value that facet. To illustrate, if Employee A
values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A
would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a
position with little or no autonomy compared to Employee B. This theory also states that too much of a
particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet.
DISPOSITIONAL THEORY
Another well-known job satisfaction theory is the Dispositional Theory it is a very general
theory that suggests that people have innate dispositions that cause them to have tendencies toward a
certain level of satisfaction, regardless of one’s job. This approach became a notable explanation of job
satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and
jobs. Research also indicates that identical twins have similar levels of job satisfaction.
A significant model that narrowed the scope of the Dispositional Theory was the Core Self-
evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-
evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy,
locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one
places on his self) and general self-efficacy (the belief in one’s own competence) lead to higher work
satisfaction. Having an internal locus of control (believing one has control over her\his own life, as
opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of
neuroticism lead to higher job satisfaction
TWO-FACTOR THEORY (MOTIVATOR-HYGIENE THEORY)
Frederick Hertzberg’s Two-factor theory (also known as Motivator Hygiene Theory) attempts
to explain satisfaction and motivation in the workplace. This theory states that satisfaction and
dissatisfaction are driven by different factors – motivation and hygiene factors, respectively. Motivating
factors are those aspects of the job that make people want to perform, and provide people with
satisfaction. These motivating factors are considered to be intrinsic to the job, or the work carried
out.Motivating factors include aspects of the working environment such as pay, company policies,
supervisory practices, and other working conditions. While Hertzberg's model has stimulated much
research, researchers have been unable to reliably empirically prove the model, with Hackman &
Oldham suggesting that Hertzberg's original formulation of the model may have been a methodological
artifactFurthermore, the theory does not consider individual differences, conversely predicting all
employees will react in an identical manner to changes in motivating/hygiene factors.. Finally, the
model has been criticised in that it does not specify how motivating/hygiene factors are to be measured]
JOB CHARACTERISTICS MODEL
Hackman & Oldham proposed the Job Characteristics Model, which is widely used as a
framework to study how particular job characteristics impact on job outcomes, including job
satisfaction. The model states that there are five core job characteristics (skill variety, task identity,
task significance, autonomy, and feedback) which impact three critical psychological states
(experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual
results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.).
The five core job characteristics can be combined to form a motivating potential score (MPS)
for a job, which can be used as an index of how likely a job is to affect an employee's attitudes and
behaviors. A meta-analysis of studies that assess the framework of the model provides some support for
the validity of the JCM.
MODERN METHOD OF MEASURING JOB SATISFACTION
In this method of measuring job satisfaction the comparision between various orgnizational terms and
conditions at managerial level and also the orgnization at a large.
SATISFACTION WITH HUMAN RESOURCES MANAGEMENT POLICIES OF THE
ORGANIZATION:
1. Management has a clear path for employee’s advancement
2. Decisions are made keeping in mind the good of the employees
3. Management is extremely fair in personal policies
4. Physical working conditions are supportive in attaining targets
5. I nnovativeness is encouraged to meet business problems.
SATISFACTION WITH SUPERVISION
1. I feel I can trust what my supervisor tells me
2. My supervisor treats me fairly and with respect
3. My supervisor handles my work-related issues satisfactorily
4. I get frequent appreciation of work done from supervisors
5. I get enough support from the supervisor
6.Individual initiative is encouraged
SATISFACTION WITH COMPENSATION LEVELS
1. Overall I am satisfied with the company’s compensation package
2. I am satisfied with the medical benefits
3. I am satisfied with the conveyance allowance
4. I am satisfied with the retirement benefits
5. I am satisfied with the reimbursement of the expenses as per the eligibility
6. I am satisfied with the holiday (vacation) eligibilities
SATISFACTION WITH TASK CLARITY
1. Management decisions are Ad Hoc and lack professionalism (reverse scaled)
2. Rules and procedures are followed uncompromisingly
3. My job responsibilities are well defined and clear
SATISFACTION WITH CAREER DEVELOPMENT
1. I have adequate opportunities to learn and grow
2. I get opportunities to handle greater responsibilities
3. My skills and abilities are adequately used at work
From all above we can conclude level of job satisfaction of our employees.
RATING SCALE
It is one of the most common methods of measuring job satisfaction. The popular rating scale
used to measure Job satisfaction is to include: Minnesota Satisfaction Questionnaires: It helps to obtain
a clear picture of pertinent satisfactions and dissatisfactions of employees. Job Description Index: it
measures Job satisfaction on the dimension identified by Smith, Kendall, Hullin. Porter Need
Identification Questionnaires: It is used only for management personnel and revolves around the
problems and challenges faced by managers.
CRITICAL INCIDENTS
Fredrick Hertz berg and his Associates popularized this method of measuring Job satisfaction. It
involves asking employees to described incidents on job when they were particularly satisfied or
dissatisfied. Then the incidents are analyzed in terms of their contents and identifying those related
aspects responsible for the positive and negative attitudes.
PERSONAL INTERVIEWS
This method facilitates an in-depth exploration through interviewing of job attitudes. The main
advantage in this method is that additional information or clarifications can be obtained promptly.
ACTION TENDENCIES
By this method, Job satisfaction can be measured by asking questions and gathering information on
how they feel like behaving with respect to certain aspects of their jobs. This method provides
employees more opportunity to express their in-depth feeling.In his study on American employees,
hoppock identified six factors that contributed to job satisfaction among them. These are as follows:

1. The way individual reacts to unpleasant situations.

2. The facilities with which he adjust himself to other persons.
3. His relative’s status in the social & economic group with which he identifies himself.
4. The nature of work in relation to the abilities, interest & preparation of the workers.
5. Security.
6. Loyalty.
Because human resource manager often serve as intermediaries between employees &
management in conflct.they are concern with Job satisfaction or general job attitudes with the
employees.
Philip apple white has listed the five major components of Job satisfaction .as
1. Attitude towards work group.
2. General working conditions.
3. Attitude towards company.
4. Monitory benefits &
5. Attitude towards supervision
Other components that should be added to this five are individual’s state of mind about the work itself
and about the life in general .the individual’s health, age, level of aspiration. Social status and political
& social activities can all contribute to the Job satisfaction. A person’s attitude toward his or her job
may be positive or negative.
JOB ENLARGEMENT
The concept of job enlargement originated after World War II. It is simply the organizing of the
work so as to relate the contents of the job to the capacity, actual and potential, of workers. Job
enlargement is oblivious forerunner of the concept and philosophy of job design. Stephan offers three
basic assumptions behind the concept of job enlargement.
Output will increase if
1. Workers abilities are fully utilized
2. Worker has more control over the work
3. Workers interest in work and workplace is stimulated.
 Job enlargement is a generic term that broadly means adding more and different tasks to a
specialized job. It may widen the number of task the employee must do that is, add variety. When
additional simple task are added to a job, the process is called horizontal job enlargement. This also
presumably adds interest to the work and reduces monotony and boredom.
To check harmful effects of specialization, the engineering factors involved in each individual job
must be carefully analyzed. Perhaps, the assembly lines can be shortened so that there will be more
lines and fewer workers on each line. Moreover, instead of assigning one man to each job and then
allowed to decide for himself how to organize the work. Such changes permit more social contacts and
greater control over the work process.
JOB ROTATION
Job rotation involves periodic assignments of an employee to completely different sets of job
activities. One way to tackle work routine is to use the job rotation. When an activity is no longer
challenging, the employee is rotated to another job, at the same level that has similar skill requirements.
Many companies are seeking a solution to on-the-job boredom through systematically moving workers
from one job to another. This practice provides more varieties and gives employees a chance to learn
additional skills. The company also benefits since the workers are qualified to perform a number of
different jobs in the event of an emergency.
CHANGE OF PACE
Anything that will give the worker a chance to change his pace when he wishes will lend variety
to his work. Further if workers are permitted to change their pace that would give them a sense of
accomplishment.
SCHEDULED REST PERIODS
Extensive research on the impact of rest periods indicates that they may increase both morale and
productivity. Scheduled rest periods bring many advantages:
They counteract physical fatigue
They provide variety and relieve monotony
They are something to look forward to- getting a break gives a sense of achievement.
They provide opportunities for social contacts.

Job satisfaction as a match between what individuals perceive they need and what rewards they
perceive they receive from their jobs (Huber, 2006).

However, overtime, Maslow’s theory has diminished in value. In the current trend, the
approach of job satisfaction focuses on cognitive process rather than on basic needs in the
studies (Huber, 2006; Spector, 1997).

Herzberg et al., 1959; cited in Huber, 2006 is based on the Maslow’s theory.
Herzberg and colleagues built Herzberg’s motivation-hygiene theory of job satisfaction.
Theory proposed that there are two different categories of needs, which are intrinsic
(motivators) and extrinsic (hygiene) factors. Theory postulates that job satisfaction and/or is
dissatisfaction is the function of two need systems. Intrinsic factors are related to the job
itself. Intrinsic factors seem to influence positively on job satisfaction. The motivators
include advancement, growth and development, responsibility for work, challenging,
recognition, and advancement. In other words, extrinsic factors are closely related to the
environment and condition of the work. The hygiene’s relate to job dissatisfaction including
supervision, company policy and administration, working condition and interpersonal relation
(Lephalala, Ehlers, & Oosthuizen, 2008; Shimizu et al., 2005).

This theory has dominated in the study of job satisfaction, and become a basic for
development of job satisfaction assessment (Lu et al., 2005).

The Review Of Job Satisfaction Deepak Kumar N. Parmar Librarian at Lokniketan

Institute, Ratanpur Abstract Job satisfaction represents one of the most complex areas
facing today’s managers when it comes to managing their employees. Many studies have
demonstrated an unusually large impact on the...
 4 DATA ANALYSIS & INTERPRETATION
1. Gender wise classification

Table4.1
S.NO Gender No. of Respondents Percentage(%)

Male 74 74%
1
Female 26 26%
2
Total 100 100%
3

Chart 4.1

80 74
70
60
50
40
30
No. of Respondents
20
26 Percentage
10
0

MaleFemale

Inference:

From the above table out of 100 respondents 74 percent are Males and 26
percentages are females.
 2. Age wise classification
Table4 .2
S.NO Age No. of Respondents Percentage(%)
24-28 yrs 33 33%
1
Above 28 yrs 27 27%
2
21-24 yrs 24 24%
3
18-21 yrs 16 16%
4
Total 100 100%
5
Chart 4.2
35 33
30
27
25
24

20 16 No. of Respondents
15 Percentage
10
5

0
24-28 yrsAbove 28 yrs 21-24 Above 28 yrs

Inference:
From the above table out of 100 respondents 33 percent are belong to 24-28 yrs age group, 27
percentage are belongs to Above 28 yrs age group, , 24percentage are belongs to 21-24 yrs age
group and , 16 percentage are belongs to 18-21 yrs age group
3. Marital Status wise classifications
Table 4.3

No. of Percentage(%)
S.NO Marital Status
Respondents

Married 81 81%
1
Unmarried 19 19%
2
Total 100 100%
3

Chart 4.3

90
81
80

70

60

50
No. of Respondents
40 Percentage

30
19
20

10

0
Married Unmarried

Inference:

From the above table out of 100 respondents 81 percent are married and only
19 percentage are unmarried
4. Regarding respondents in Salary wise classification
Table 4.4

S.NO Salary No. of Respondents Percentage(%)

8000-10000 56 56%
1
Above 20000 24 24%
2
15000-20000 18 18%
3
10000-15000 12 12%
4
Total 100 100%
5

chart 4.4

Salary
120

100

80

60

40

20

0 8000-10000Above 2000015000-2000010000-15000 Total

1 2 3 4 5

No. of RespondentsPercentage(%)

Inference:
From the above table out of 100 respondents 56 percent are drawing between
RS 8000-10000, 24 percent are drawing Above RS 20000, 18 percent are drawing
between RS 15000-20000 and 12 percent are drawing RS 10000-15000.
5. Regarding respondents in Qualification wise classification

Table 4.5
Qualification No. of Percentage(%)
S.NO
Respondents
UG 46 46%
1
PG 21 21%
2
Intermediate 20 20%
3
PhD 13 13%
4
Total 100 100%
5

Chart 4.5

50 46
45
40
35
30
25
20 21 No. of Respondents
20
15 Percentage
10 13
5
0

UGPGIntermediatePhD

Inference:
From the above table out of 100 respondents 20 percent are qualified
Intermediate Education,46 percentage are qualified UG,21 percentage are qualified
PG and 13 percent are PhD qualified respondents.
6. Regarding respondents Job Type in this Organization

Table 4.6

S.NO Job Type No. of Respondents Percentage(%)

Permanent 52 52%
1
Employees
Seasonal 40 40%
2
Employees
Consolidated 08 08%
3
Employees
Total 100 100%
4

Chart 4.6

60
52
50
40
40

30 No. of Respondents
Percentage
20

10 8

0
Permanent Seasonal Consolidated
Employees Employees Employees

Inference:
From the above table out of 100 respondents 52 percentage are permanent
Employees, 40 percentage of employees are seasonal Employees and only 8
percentage are consolidated employees.
7. Regarding respondents Job Satisfaction Level at this Organizsation
Table 4.7

No. of
job satisfaction level Percentage(%)
S.NO Respondents
1 Satisfied 43 43%
2 Dissatisfied 25 25%
Neither satisfied nor
3 dissatisfied 13 13%
4 Highly satisfied 12 12%
5 Highly Dissatisfied 7 7%
6 Total 100 100%

Chart 4.7

120

100

80

60

40

20

0
Satisfied Dissatisfied Neither dissatisfied Highly Highly Total
satisfied satisfied Dissatisfied
nor
No. of Respondents Percentage(%)

Inference:

From the above table out of 100 respondents 43 percentage are satisfied with their
respective job, 25 percentage are Dissatisfied with their respective job, 13 percentage are
neither satisfied nor dissatisfied with their respective job, 12 percentage are Highly satisfied
with their respective job and 7 percentage are highly dissatisfied with their respective job.
8. What is the satisfaction Level of Nature of the Work?

Table 4.8
satisfaction level of nature of No. of
Percentage(%)
S.NO work Respondents
1 Satisfied 39 39%
2 Dissatisfied 30 30%
3 Highly satisfied 14 14%
4 Neither satisfied nor 10 10%
Dissatisfied
5 Highly Dissatisfied 7 7%
6 Total 100 100%

Chart 4.8

120

100

80

60

40

20

No. of Respondents Percentage(%)

Inference:
From the above table out of 100 respondents 39 percentage are satisfied with their
respective nature of work, 30 percentage are Dissatisfied with their respective nature of work
, 14 percentage are Highly satisfied with their respective nature of work job, 10 percentage
are neither satisfied nor dissatisfied with their respective nature of work and 7 percentage are
highly dissatisfied with their respective nature of work .
9. Reasons for Job satisfaction in the Organization

Table 4.9
S.NO particulars No. of Respondents Percentage(%)
1 Fair salaries 67 67%
2 Job timings 21 21%
3 Promotion chances 9 9%
4 Working 3 3%
conditions
5 Total 100 100%

Chart 4.9

80
70 67
60

50
40
No. of Respondents
30 Percentage
21
20
9
10 3
0
FairJobPromotion Working
salariestimingschances conditions

Inference:

From the above table out of 100 respondents 67 percentage said because of fair
salaries they satisfied, 21 percentage said because of job timings they satisfied, 9
percentage said because of promotion chances they satisfied and 3 percentage said
because of working Conditions they satisfied.
 10. Skill and Attitude is required for job performance

Table 4.10
Percentage(%)
S.NO particulars No. of Respondents
Highly Skilled 52 52%
1
Skilled 37 37%
2
Semi skilled 7 7%
3
Poor skilled 4 4%
4
Total 100 100%
5

chart 4.10
60
52
50
37
40
30 No. of Respondents
Percentage
20
10 7
4
0
HighlySkilledSemiPoor
Skilledskilledskilled

Inference:
From the above table out of 100 respondents 52 percentage said that Highly skilled are
required,372 percentage said that skilled are required, 7 percentage said that semi skilled are
required and 4 percentage said that Highly skilled are required.
11. How did you rate your Superior Supervision on job

Table 4.11

S.NO Superior supervision No. of

Percentage(%)
Respondents
1 Satisfied 47 47%
2 Highly Satisfied 25 25%
3 Neither satisfied nor dissatisfied 16 16%
4 Highly Dissatisfied 7 7%
5 Dissatisfied 5 5%
6 Total 100 100%

Chart 4.11

No. of
120

100

80

60

40

20

0
Satisfied Highly Neither Highly Dissatisfied Total
Satisfied satisfied Dissatisfied
nor
dissatisfied

Inference:
From the above table out of 100 respondents 47 percentage are satisfied with superior
supervision on their job, 25 percentage are Highly satisfied with superior supervision on their
job, 16 percentage are Neither satisfied nor dissatisfied with superior supervision on their job,
7 percentage are highly dissatisfied with superior supervision on their job and 5 percentage
are Dissatisfied with superior supervision on their job.
12. Do Management have providing Fringe Benefits
Table 4.12

S.NO Fringe Benefits No. of Respondents Percentage(%)

Yes 93 93%
1
No 07 07%
2
Total 100 100%
3

Chart 4.12

No. of Respondents

7
Yes
No
93

Inference:

From the above table out of 100 respondents 93 percentage respondents said that
their company is providing fringe benefits and 7percentage respondents said that their
company is not providing fringe benefits
13. If Yes ,How did you Satisfaction in Fringe Benefits
Table 4.13

S.NO No. of
Fringe Benefits Percentage(%)
Respondents
1 Satisfied 46 46%
2 Highly Satisfied 31 31%
3 Neither satisfied nor dissatisfied 10 10%
4 Dissatisfied 10 10%
5 Highly Dissatisfied 03 03%
6 Total 100 100%

Chart 4.13

120

100

80

60

40

20

0
Satisfied Highly Neither Dissatisfied Highly Total
Satisfied satisfied nor Dissatisfied
dissatisfied

No. of Respondents Percentage(%) Respondents

Inference:

From the above table out of 100 respondents 46 percentage of respondents are Satisfied with fringe
benefits, 31 percentage of respondents are Highly Satisfied with fringe benefits, 10 percentage of
respondents are Neither satisfied nor dissatisfied with fringe benefits, 10 percentage of respondents
are Dissatisfied with fringe benefits and 3 percentage of respondents are Highly Dissatisfied with
fringe benefits
14. How did you satisfied with Working Conditions
Table 4.14

Working Conditions No. of

Percentage(%)
S.NO Respondents
1 Satisfied 42 42%
2 Highly Satisfied 27 27%
3 Neither satisfied nor dissatisfied 15 15%
4 Highly Dissatisfied 14 14%
5 Dissatisfied 12 12%
6 Total 100 100%

chart 4.14
45 42
40
35 27
30 15
12 14
25
20 No. of Respondents
15 Percentage
10
5
0

Inference:
From the above table out of 100 respondents 42 percentage of respondents are
satisfied with present working conditions, 27 percentage of respondents are Highly satisfied
with present working conditions, 15 percentage of respondents are Neither satisfied nor
dissatisfied with present working conditions, 14 percentage of respondents are Highly
Dissatisfied with present working conditions and 12 percentage of respondents are
Dissatisfied with present working conditions
15. How did you satisfied with Opportunities for Advancement

Table 4.15
S.NO Opportunities for Advancement No. of Respondents Percentage(%)
1 Neither satisfied nor dissatisfied 38 38%
2 Satisfied 21 21%
3 Dissatisfied 18 18%
4 Highly Satisfied 16 16%
5 Highly Dissatisfied 7 7%
6 Total 100 100%

Chart 4.15
40 38
35
30
25
20 21
15 18
10 16
5 No. of Respondents
0 7 Percentage

Neither Satisfied DissatisfiedHighlyHighly

satisfied nor dissatisfied Satisfied Dissatisfied

Inference:
From the above table out of 100 respondents 38 percentage of respondents are Neither
satisfied nor dissatisfied, 21 percentage of respondents are Satisfied with Opportunities for
Advancement, 18 percentage of respondents are Dissatisfied, 16 percentage of respondents
are Highly satisfied, and only 7 percentage of respondents are Highly dissatisfied with
Opportunities for Advancement.
16. Most importantly strategy that respondents want to implement
by management?
Table 4.16

S.NO Particulars No. of Respondents Percentage(%)

1 Wage Structure 45 45%
2 Promotion Chances 18 18%
3 Quality of supervision 15 15%
4 Nature of work 11 11%
5 Working Conditions 11 11%
6 Total 100 100%

Chart 4.16

50
45
45
40
35
30
25
20 No. of Respondents
15
18 Percentage
10
5 15
0 11 11

Inference:
From the above table out of 100 respondents 45 percentage of respondents are
expecting better wage structure from management, 18 percentage of respondents are
expecting Promotion Chances from management, 15 percentage of respondents are expecting
better Quality of supervision from management, 11 percentage of respondents are expecting
better nature of work from management, 11 percentage of respondents are expecting better
working conditions from management
 FINDINGS
 It is found that out of 100 respondents 74 percent are Males and 26 percentage are
females.
 It is found that out of 100 respondents 16 percent are belong to 18-21 yrs age group,
24 percentage are belongs to 21-24 yrs age group, , 33 percentage are belongs to 24-
28 yrs age group and , 27 percentage are belongs to above 28 yrs age group.
 It is found that out of 100 respondents 81 percent are married and only 19 percentage
are unmarried
 56 percent are drawing between 8000-10000rs, 12 percent are drawing between
10000- 15000rs, 18 percent are drawing between 15000-20000rs and 24 percent are
drawing above 20000rs.
 20 percent are qualified Intermediate Education,46 percentage are qualified UG,21
percentage are qualified PG and 13 percent are PhD qualified respondents.
 43 percentage are satisfied with their respective job, 25 percentage are Dissatisfied
with their respective job, 13 percentage are neither satisfied nor dissatisfied with their
respective job, 12 percentage are Highly satisfied with their respective job and 7
percentage are highly dissatisfied with their respective job.
 39 percentage are satisfied with their respective nature of work, and 7 percentage are
highly dissatisfied with their respective nature of work .
 67 percentage said because of fair salaries they satisfied and 3 percentage said because
of working Conditions they satisfied.
 52 percentage said that highly skilled are required and 4 percentage said that Highly
skilled are required.
 47 percentages are satisfied with superior supervision on their job, and 5 percentage
are Dissatisfied with superior supervision on their job.
 93 percentage respondents said that their company is providing fringe benefits and
7percentage respondents said that their company is not providing fringe benefits.
 46 percentages of respondents are satisfied with fringe benefits, and 3 percentages of
respondents are Highly Dissatisfied with fringe benefits.
 42 percentages of respondents are satisfied with present working conditions, and 12
percentages of respondents are dissatisfied with present working conditions.
 38 percentages of respondents are Neither satisfied nor dissatisfied with Opportunities
for Advancement, and only 7 percentage of respondents are Highly dissatisfied with
Opportunities for Advancement.
 45 percentages of respondents are expecting better wage structure from management
and 11 percentages of respondents are expecting better working conditions from
management.
 5.1 SUGGESTIONS

 Majority percentages are satisfied with their respective job as a percentage of 43.
Which indicates that not a appraised one so it was suggested to the company to
concentrate more on job satisfaction methods.
 45 percentages of respondents are expecting better wage structure from management.
With this it was proven that they had no good wage structure. We have suggested
them to follow acceptable wage structure as per the norms of pay which would satisfy
the employees.
 47 percentage are satisfied with superior supervision on their job,so it indicate that
employees are happy with their superior supervision. If the management would
increase this attitude that will be good for more productivity.
 67 percentage said because of fair salaries they satisfied so i have suggested them
keep on providing fair salaries to motivate employees to work effectively and
efficiently.
 52 percentage said that Highly skilled employees are required to do job well which
leads a suggestion that Heritage has to produce more skilled employees through
training programme.
 For the growth and perspective of organization to do well in employee job satisfaction
it is suggested them to provide more fringe benefits as smuch as possible by the
company.
 5.2 CONCLUSION
Job satisfaction is one significant issue in employee productivity which if it tends to
become job dissatisfaction will diminish the quality of a product and profit shortage as well.
A higher level of job satisfaction will increase motivation of the employees in their daily
work. On the other hand, job dissatisfaction will decrease motivation to perform a high
quality of human resource. Based on the literature review, it has found that many factors
contribute to the employee job satisfaction. It also found that extrinsic factors such as
company policy and administration, autonomy, relationship with supervisors, work condition,
salary, relationship with peers, and personal life have more research evidence that showed the
contribution to the job satisfaction than the intrinsic factors.

Human resource management unit in the Heritage food (I) Ltd and managers take an
important role in order to increase the employees’ job satisfaction. improvement in workplace
condition, salary, fringe benefits and carrier advancement opportunities will give a significant
effect on job satisfaction.
 QUESTIONNAIRE

A STUDY ON LEVEL OF JOB SATISFCATION TOWARDS

HERITAGE FOODS (I) Ltd

Personal Details

Name :

Designation: __

Address :

Gender: [ ]

a) Male b) Female
Age: [ ]
a) 18 – 21 yrsb) 21-24yrs c) 24-28 yrs d) Above 28 yrs
Marital Status: [ ]
a) Married b)Unmarried
Study Questionnaire
1.Salary in current organisation? [ ]
a)Rs.8000-10000rs b)Rs.10000-15000rs

c)Rs.15000-20000rs d)Above Rs.20000

2. Education Qualification of the Employees? [ ]

a) Intermediate b) UG
c) PG d) PhD
3. What is your job type in this Organization? [ ]

a) Permanent Employees b)Seasonal Employees

c)Consolidated Employees
4.What is your job satisfaction level at this organization? [ ]
a) Highly satisfied b) satisfied

c) neither satisfied nor dissatisfied d) Dissatisfied

e) Highly Dissatisfied.
5.What is your satisfaction level of nature of the work? [ ]

a) Highly satisfied b) satisfied

c) neither satisfied nor dissatisfied d) Dissatisfied

e) Highly Dissatisfied.
6. What makes you more satisfaction in this organization? [ ]
a) Fair salaries b) Job timings
c)Promotion chances d)Working conditions
7. What kind skill and attitude is required towards the job performance [ ]

a)Highly skilled b) Skilled

c) semi skilled d)poor skilled

8. How did you rate your superior supervision in your job [ ]

a) Highly satisfied b) satisfied

c) neither satisfied nor dissatisfied d) Dissatisfied

e) Highly Dissatisfied.
9. Do Management have providing Fringe Benefits? [ ]

a)Yes b) No

10. If Yes, How did you satisfied with Fringe Benefits [ ]

a) Highly satisfied b) satisfied

c) neither satisfied nor dissatisfied d) Dissatisfied

e) Highly Dissatisfied.
11. How did you satisfied with Working Conditions? [ ]

a) Highly satisfied b) satisfied

c) neither satisfied nor dissatisfied d) Dissatisfied

e) Highly Dissatisfied.
12.How did you satisfied with Opportunities for Advancement? [ ]

a) Highly satisfied b) satisfied

c) neither satisfied nor dissatisfied d) Dissatisfied

e) Highly Dissatisfied.
13. Among the given bellow which one is most importantly that you want to implement by
management? [ ]

a)wage structure b)nature of work

c)promotion chances d) quality of

supervision e)working condition.

Suggestions If
any

Thank you
 BIBLIOGRAPHY
Text Books

 Paul E.Spector, “JOB SATISFACTION: APPLICATION, ASSESSMENT,

CAUSES, AND CONSEQUENCES” Volume 3 of Advanced Topics in

Organizational Behavior, by SAGE Publications, 1997,ISBN 9780761989233.

 K.Aswathappa, (2005),HUMAN RESOURCE AND PERSONNEL

ANAGEMENT, 4th Edition, McGraw-Hill Publication
 C.R.Kthari, “RESEARCH METHODOLOGY METHODS AND
TECHNIQUES”,2nd
Edition by New Age International Publication

Journals
 Hang-yue, N., Foley, S., Loi, R. (2005). Work role stressors and turnover intentions : a
study of professional clergy in Hong Kong [Electronic Version]. International
Journal of Human Resource Management 16, 11, 2133-2146.
 Rogers, S. J., May, D. C. (2003). Spillover between marital quality and job
satisfaction: Long-term patterns and gender differences [Electronic version]. Journal
of Marriage and the Family, 65, 2, 482-495.
Websites

 www.heritage.com
 www.wikipedia.com