A

PROJECT REPORT
ON
“JOB SATISFACTION IN BIRLA SUN LIFE
INSURANCE COMPANY LIMITED AT JABALPUR
REGION”
Submitted for the partial fulfillment for the Degree of
MASTER OF BUSINESS ADMINISTRATION
Semester III

Session 2015-2017

Under The Guidance of

Mr. Aniket Parida
(Deptt. Of MBA)

Submitted By
Ratna Ben
MBA III Sem.
Roll No. : 15147870
Enroll. No.: BF/7629

Submitted To

RANI DURGAVATI VISHWAVIDYALAYA, JABALPUR (M.P)

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LAXMI BAI SAHU JI INSTITUTE OF MANAGEMENT,
JABALPUR

CERTIFICATE

This is to certify that Ratna Ben Student of Master of Business

Administration (III Semester) at Laxmi Bai Sahu Ji Institute of
Management has completed the project entitled “JOB SATISFACTION IN
BIRLA SUN LIFE INSURANCE COMPANY LIMITED AT JABALPUR
REGION”
She has submitted the project in partial fulfillment of the degree of
MASTER OF BUSINNESS ADMINISTRATION from RANI
DURGAVATI VISHVADYALAYA, Jabalpur for academic year 2015-17

This report is up to the standard both in respect of its content and it’s
literally presentation for being referred to the examinees.

I wish her all the success.

Aniket Parida
(Deptt. Of MBA)

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 DECLARATION

I hereby declare that the Project entitled “JOB SATISFACTION

IN BIRLA SUN LIFE INSURANCE COMPANY LIMITED AT
JABALPUR REGION”
Being submitted in partial fulfillment for the award of the degree of
Master of Business Administration to “Rani Durgavati Vishwavidyalaya,
Jabalpur” is the authentic record of my own work done under the guidance of
Mr. Aniket Parida.

The matter reported in this project has not been submitted earlier
for the award of any degree.

Place : Jabalpur Ratna Ben

MBA III Sem.
Roll No. : 15147870
Enroll. No.: BF/7629

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 ACKNOWLEDGEMENT

I would like to express my deep sense of gratitude to management & all

the employee of “Birla Sun Life Insurance Company Ltd at Jabalpur” who
have helped me in completing my training. There guidance has helped me in
completing my training and enabled me to gain knowledge.

I am deeply indebted and obliged to Dr. A. K. Bhandari (Group Director),

Dr. J. K. Yadav (Principal/HOD) Laxmi Bai Sahu Ji Institute of Management,
Jabalpur for their valuable guidance throughout my Project work. I also want to
express my gratefulness towards Mr. Aniket Parida. (Faculty Guide) who willingly
spared his/her precious time whenever needed.

I would like to give my heartiest thanks to all the teachers of Laxmi Bai Sahu
Ji Institute of Management who always encouraged and inspired me to carry out this
work. While preparing this report, I received valuable suggestion from my parents and
my friends to complete my work successfully.

This project would have been almost impossible without their help. It’s my
pleasure to express my gratitude towards all of them.

Ratna Ben
MBA III Sem.
Roll No. : 15147870
Enroll. No.: BF/7629
Laxmi Bai Sahu Ji Institute of Management,
Jabalpur (M.P.)

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LAXMI BAI SAHUJI INSTITUTE OF MANAGEMENT
Patan Road Benikheda Jbp
(Affiliated to RDVV Jabalpur, Approved by AICTE, New Delhi)
Prof. (Dr.) Jitendra Kumar Yadav
( Principal)
M.Com, M.A.(Eco.),M.B.A.(Fin) Dip.C.,LL.B.,MSW.Ph.d.
Home Addrees :142,Shyam Kunj Omti Ward Near Ram Mandir JABALPUR-2 (M.P.)
M.No ; 09826149705,Email Adress : [email protected]

Ref. No : Date :

FORWARD
I hereby forward Project on “JOB SATISFACTION IN
BIRLA SUN LIFE INSURANCE COMPANY LIMITED AT
JABALPUR REGION” which is being submitted by Ratna Ben in
partial fulfillment of requirement for award of degree of Master of
Business Administration R.D.V.V, Jabalpur (M.P).

Dr. J. K. Yadav
Principal
Laxmi Bai Sahu Ji Institute of Management,
Jabalpur (M.P.)

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 CONTENT
 Introduction

 Company Profile

 Objectives Of The Study

 Research Methodology

 Data Interpretation And Analysis

 Findings

 Suggestions

 Limitations

 Conclusion

 Bibliography

 Questionnaires

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 INTRODUCTION OF JOB SATISFACTION
Job satisfaction is the extent of pleasurable emotional feelings
individuals have about their jobs overall, and is different to cognitive
job satisfaction which is the extent of individuals’ satisfaction with
particular facets of their jobs, such as pay, pension arrangements,
working hours, and numerous other aspects of their jobs. Some
features of job satisfaction are:

1.Job satisfaction has relation with mental health of the people-

Many unsolved personality problems and adjustments arise out of a

person’s ability to find satisfaction in his work.

2. Job satisfaction has some degree of positive correlation with

physical health of the individual-

People who like work are likely to live longer. The logic behind such
result is that people with greater satisfaction tend to have greater
income and more education and thus coincidentally enjoy greater
benefits, which promotes longitivity.

3.Spreads goodwill of the organization-

From the point of view of an organization, people who feel

positively about their work life are more apt to voice’ Favorable
sentiments’ about the organization to the community at large. When
the goodwill of the company goes up, new qualified and dynamics
entrants show their interest in joining the organization.
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4. Individual can ‘live with’ the organization-

A happy and satisfied individual can find it easy to live inside the
organization as well as outside it. On the contrary, an upset individual
makes organizational life vexatious.

5.Reduces absenteeism and turnover-

These calculable costs employee turnover and absenteeism are

sufficient to accept the importance of job satisfaction. higher job
satisfaction reduces labor turnover and absenteeism.

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 TOPIC DESCRIPTION
Job satisfaction is usually defined as an one-dimensional subjective
construct representing an overall emotional feeling individuals have about their
job as a whole. Hence, affective job satisfaction for individuals reflects the
degree of pleasure or happiness their job in general induces

FACTORS RELATED TO JOB SATISFACTION

1. Individual factor

 Level of Education :- Level of education affects the feeling of job

satisfaction. It has been that educated employees feel more satisfied with
their job than uneducated employees.

 Intelligence :- There is a direct co-relation between intelligence and

satisfaction. It has been the experience that intelligent employees feel
satisfied with their jobs.

 Health:- Health of the employees is an important factor affecting job

satisfaction. The employees having sound health feel satisfied with their
jobs.

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 Age:- Generally it is seen that young employees feel less satisfied
with their jobs because they always try to get better and better jobs while the
employees of more age feel more satisfied with their jobs.

 Interest:- The employees who take interest in their work feel more satisfied
with their jobs.

 Gender:- Generally it has been experience that females feel more

satisfied with their jobs than males because it has been found that males are
more ambitious than females.

 Family Conditions:- The employees, who are satisfied with their

family conditions and atmosphere in the house, feel more satisfied with their
jobs.

 Specialization:- Specialization lead to greater efficiency in general

but after a certain point specialization leads to dissatisfaction.

2. Organizational factor

 Nature of the job:- Employees feel dissatisfied if they have to

do the work of similar nature for a long time. On the contrary, if the work
of an employee is of different type, it gives more satisfaction.

 Working condition and working environment:- Good working

condition in the enterprise make the employees feel more satisfied. The
working condition includes arrangements of proper light, water, space
sanitation facilities, machine, power etc.

 Stability of the job:- If the employees feel stability in their

jobs, they feel more satisfied, on the other hand, if they feel that their job is
not stable, they will remain dissatisfied.

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 Training :- Training provide by the organization satisfy the
employee because trained employees can do work easily and more
efficiently.

 Freedom to work:- If the employees feel that they are free to do their job in
the manner they like, they will feel more satisfied because it will provide
them an opportunity to take the relevant decisions.

 Promotion opportunity:- If there are challenging opportunity

open before the employees, they will make their best efforts to avail the
opportunity and it will provide them more satisfaction.

 Effective supervision:- An efficient and capable supervisor

satisfied his subordinations much more then an inefficient supervisor.

 Proper remuneration:- Remuneration is the main base of job

satisfaction. If proper remuneration is given to the employee in return of
their jobs, they will fee more satisfied.

 Occupational level:- higher the level of job the greater

satisfaction of the individual. This is because higher level jobs find most of
their needs then when they are at lower level.

 Job content:- Greater variation in job and less the repetitiveness with which
the task must be performed, the greater the satisfaction of the individual
involved.

 Considerate leadership:- People likes to be treated with

consideration. Hence, considerate leadership results in higher job
satisfaction than inconsistent leadership.

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 Work group:- It has found that isolated workers dislike their
jobs. The amount of satisfaction an individual derives from his association
with the group depends to a large on the relationship with the group
members and also his own need for affiliation.

 Social aspects:- If the work of an employee is socially

recognized, it will give him more job satisfaction.

 Human relation in the enterprise in the enterprise:- If there are cordial

relation in the enterprise and the labor problems are solved in democratic
manner, it increase the feeling of job satisfaction.

JOB SATISFACTION OF EMPLOYEES IN BIRLA SUN LIFE

INSURANCE

Job satisfaction is the extent of pleasurable emotional feelings

individuals have about their jobs overall, and is different to cognitive
job satisfaction which is the extent of individuals’ satisfaction with
particular facets of their jobs, such as pay, pension arrangements,
working hours, and numerous other aspects of their jobs.

SOURCES OF JOB SATISFACTION

The feeling of pleasure and achievement which you experience

in your job when you know that your work is worth doing or the
degree to which your work gives you this feeling. The pictorial
description for sources of job satisfaction are:

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 WORK

WORK CONDITION WAGES

JOB SATISFACTION

MOTIVATION PROMOTION CHANGES

SUPERVISION

BENEFITS OF JOB SATISFACTION SURVEY

Some of the benefits of Job Satisfaction are:

1. The most important benefit of job satisfaction survey is that they give
management an indication of general level of satisfaction in a company.

2. Improved communication is another benefit of the surveys.

Communication flows in all direction as people plan the survey, talk and
discuss its results.

3. An unexpected benefit from job satisfaction survey is improved attitudes.

The survey is a tangible expression of management’s interest in employee
welfare, which gives employee a reason to feel better toward management.

4. The job satisfaction survey can help to discover of indirect productivity

problems, such as absenteeism, turnover and poor quality of work.

5. Anther benefit of satisfaction survey is that help management in assessing

training needs. Since employee experience supervisory acts, their
perception may provide useful data about the training of their supervisors.

6. A job satisfaction survey is an indicator of the effectiveness of

organizational reward systems. Job satisfaction survey can provide clues
as to the effectiveness of the organizational reward system.

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 7. One of the best uses of job satisfaction survey is in the evaluation of the
impact of organizational changes on employee attitudes.

8. Often both management and union argues about what employee want but
neither really knows. The job satisfaction surveys is one way to find out
what exactly employees want, It is for this reason that union and
management both support these surveys.

WAYS OF MEASURING JOB SATISFACTION

Following are the ways of measuring Job Satisfaction are:

1. Rating Scales-

The most common approach for measuring job satisfaction is the use of
rating scales.

2. Job Description Index (JDI)-

It is the most popular standardized scale developed by Smith, Kendall and

Hulin (1969). The JDI has separate scales for satisfaction with pay,
promotion, supervision, work and co-worker.

3. Critical Incidents-

The critical indent approach to the measurement of job satisfaction was

developed by Herzberg. Under approach employees were asked to describe
incident on their job when they were particularly satisfied or dissatisfied.
These incident were then analyzed to determine which aspects were
closely related to positive or negative attitudes.

4. Interviews-

Personal interviews are another method to measure job satisfaction.

Employees are interviewed individually and their responses reveal their
satisfaction or dissatisfaction.

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5. Action Tendencies-

These represent the inclinations people have to avoid or approach certain

things. By gathering about how they feel like acting with respect to their
jobs, the job satisfaction can be measured.

ANALYSIS IN THE COMPANY REGARDING JOB

SATISFACTION

This is a practical and timely method of determining the job satisfaction.

There are a number of indicators already available in the organization like data
related to turnover, absenteeism, performance, suggestions, accidents and
grievances etc, their collection in the from of reports will throw light on the
degree of employee satisfaction or dissatisfaction.

1. Job Satisfaction increases productivity-

A satisfied worker is a productive employee is a popular view. If an

employee is satisfied with his job and the organization, it increases his
efficiency, which gives rise to more production.

2. Reduces grievances-

Obviously when the workers are more satisfied they will have fewer
grievances which will result in maintaining good labor-management
relation in the organization.

3.Helps the management-

Job satisfaction amongst employees helps the management also because

they find that the employees are ready to follow their requests and orders
with enthusiasm and respect.

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4. Development of society-

Satisfied workers also prove to be better individuals and citizens, thus

making the society a better place to live in.

CONSEQUENCES OF JOB DISSATISFACTION

1) High degree of absenteeism

2) Higher labour turnover

3) Negative publicity abut the organization

4) Decreased productivity

5) Lower efficiency

6) Inferior quality of work

7) More error while performing of work

8) Increase in maintenance cost of machinery and tools

9) Voicing of undue demands by the workers

10) Frustration

11) Lack of enthusiasm

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 MEASURES TO INCREASE JOB
SATISFACTION
There are numbers of factors that influence and increase job satisfaction.
A number of research studies have been conducted in order to establish some of
the measures that result in increasing job satisfaction. These studies have
revealed consistent correlation of certain variables with the job satisfaction.
Some of these variables that result in increasing job satisfaction are :

1. Right job for right person

The very first suggestion to increase the job satisfaction among employees
is that the allocation of the work among the employee must be made on
scientific basis so that right job is allocated to the right persons

2. Proper remuneration

The remuneration must be adequate and proper so that the employee may
feel that they are being duly rewarded for their job.

3. Security of job

The job of employees must be secured so that they may feel stable in their
jobs.

4. Promotion opportunity

Promotion opportunities must be available to the employees so that they

may contribute their best efforts to achieve the targets.

5. Proper working conditions

Working conditions must be proper so that employee may feel any

difficulty in discharging their duties properly. Work environment should
also be healthy.

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Page | 18
6. Labour welfare schemes

Schemes for labour must be introduced like accommodation, medical

facilities etc.

7. Democratic supervision

Supervision of the enterprise must be based on democratic principles so that

the workers do not feel that injustice is done to them.

8. Effective communication system

Communication system must be sound so that the orders and instructions

may be easily communicated to the employee and the opinions,
suggestions, feelings and problem of the employees may be communicated
to the management.

9. Establishment of friendly human relations

Friendly human relations must be established in the enterprise so that the

employees may feel them selves to be an important and inseparable part of
the enterprise.

10. Freedom to work

Adequate freedom must be granted to the employees to do their work so

that they may satisfy their ego.

11. Transferring discontented employee

In some cases it is also possible to mitigate dissatisfaction by transferring

the disgruntled employees to another job matching their taste and
preferences. This transfer achieves a better fit between the individual and
characteristics and promotes job satisfaction.

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12. Changing perception

Employees sometimes have misconception about many aspects of the job.

These misconception may be based on inadequate or incorrect information.
Under such circumstances, management can change the perception of
dissatisfaction employees and restore job satisfaction.

13. Initiate morale building program

The organization should conduct new programs to keep the morals and job
satisfaction at higher level. Since morale has close relation with job
satisfaction so any program for morale building will also help in increasing
job satisfaction.

14. Provide better facilities

Organization should try to provide better and better facilities to the

employees so that their satisfaction level continues to rise and does not
become stagnant.

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 COMPANY PROFILE
Birla Sun Life Insurance Company Limited (BSLI) is a joint venture
between the Aditya Birla Group and Sun Life Financial Inc., a leading
international financial services organisation. The local knowledge of the Aditya
Birla Group combined with the expertise of Sun Life Financial Inc., offers a
formidable value proposition to customers.

Sun Life Financial and its partners today have operations in key markets
worldwide, including India, Canada, the United States, the United Kingdom,
Hong Kong, Philippines, Japan, Indonesia, China and Bermuda. Sun Life
Financial Inc. had assets under management of over US$ 386.82 billion, as on
31 March 2007. Sun Life Financial Inc. is a leading performer in the life
insurance market in Canada.

BSLI in its five successful years of operations has contributed

significantly to the growth and development of the life insurance industry in
India. It pioneered the launch of Unit Linked Life Insurance plans amongst the
private players in India. It was the first player in the industry to sell its policies
through the Bank assurance route and through the internet. It was also the first
private sector player to introduce a pure term plan in the Indian market. This
was supported by sales practices, which brought a degree of transparency that
was entirely new to the market. The process of getting sales illustrations signed
by customers, offering a free look period on all policies, which are now industry
standards were introduced by BSLI.

Being a customer centric company, BSLI has invested heavily in

technology to build world class processing capabilities. BSLI has covered more
than one and a half million lives since inception and its customer base is spread
across 100 cities in India. All this has assisted the company in cementing its
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place amongst the leaders in the industry in terms of new business premium
income. Birla Sun Life Insurance (BSLI), one of the leading private life insurers
in India today announced the inimitable achiever, cricketer Kapil Dev as their
corporate brand ambassador. The cricketing supremo will be endorsing BSLI in
all its marketing initiatives. Birla Sun Life Insurance is a value-driven brand
which has a national brand recall of 70 per cent. The objective of appointing a
brand ambassador is to grow its brand recall as it goes national in its
distribution reach and fuel business growth. As a brand ambassador, Kapil Dev
will play a key role in the brand and product marketing and promotional
activities. BSLI has always used an integrated marketing approach, which will
be strengthened further.

Commenting on the association with Kapil Dev, Mr. S. K. Mitra,

Director, Financial Services, Aditya Birla Group and currently incharge of
BSLI expressed, "The Birla Sun Life Insurance business distribution network is
national in nature covering more than 1000 points across the country .We have
made our entry in several tier I and tier II towns. It is therefore very important
for the brand to connect at the grassroot level and create trust. We believe that
our association with Kapil Dev as our brand ambassador will help us create this
connect in a shorter period of time. We therefore now have two strong connects
— our parent brand Birla and our brand ambassador Kapil Dev".

Kapil Dev, also known as the Haryana Hurricane, was born on 6 January
1959 in Chandigarh. He played his first competitive game of cricket at the age
of 13 years and made his test debut on 16 October 1978 at Faisalabad against
Pakistan. Kapil Dev remained India's top strike bowler for almost 15 years. His
extraordinary test match figures of more than 5000 runs and 434 wickets along
with 64 catches show that he was a world class cricketer and an all-rounder. He
has raised the mantle of India to sporting glory by winning us the World Cup.

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 In a study conducted by BSLI, Kapil Dev connected extremely well with
the life insurance category and had high acceptance by the masses. Our survey
suggests that he is seen as a very good fit for the BSLI brand. He is very much
loved and respected by a vast majority of the population.

On 26 November 2006, Birla Sun Life was host the annual golf
tournament at the Chembur Golf Club in Mumbai where Kapil Dev was
participate.

About Birla Sun Life Insurance

Birla Sun Life Insurance Company Limited is a joint venture between the
Aditya Birla Group, one of the largest business houses in India and Sun Life
Financial Inc., a leading international financial services organisation. The local
knowledge of the Aditya Birla Group combined with the expertise of Sun Life
Financial Inc., offers a formidable protection for your future.

Birla Sun Life Insurance (BSLI), in its five successful years of

operations, has contributed significantly to the growth and development of the
life insurance industry in India. It pioneered the launch of unit linked life
insurance plans amongst the private players in India. It was the first player in
the industry to sell its policies through the banc assurance route and through the
internet. It was the first private sector player to introduce a pure term plan in the
Indian market. This was supported by sales practices which brought a degree of
transparency that was entirely new to the market. The process of getting sales
illustrations signed by customers and offering a free look period on all policies,
which are now industry standards, were introduced by BSLI. Being a customer-
centric company, BSLI has invested heavily in technology to build world class
processing capabilities. BSLI has covered more than a million lives since
inception and its customer base is spread across more than 1000 towns and
cities in India. All this has assisted the company in cementing its place amongst
Page | 23
the leaders in the industry in terms of new business premium income. The
company's current capital base is Rs.520 crore.

About the Aditya Birla Group

The Aditya Birla Group has a turnover close to Rs.38,000 crore (as on 31
March 2008) and is one of the largest business houses in India. It enjoys a
leadership position in all the sectors in which it operates. With over 75 business
units spanning the South East Asian belt, Africa, Canada and the UK among
others, it is reckoned as India's first multinational corporation. The group is
anchored by 72,000 employees and has seven lakh shareholders, with a market
capitalization of Rs.53,400 crore.

About Sun Life Financial Inc.

Sun Life Financial Inc. is a leading international financial services

organization providing a diverse range of wealth accumulation and protection
products and services to individuals and corporate customers. Tracing its roots
back to 1865, Sun Life Financial and its partners today have operations in key
markets worldwide, including Canada, the United States, the United Kingdom,
Hong Kong, the Philippines, Japan, Indonesia, India, China and Bermuda. As of
31 March 2008, the Sun Life Financial group of companies had total assets
under management of US$ 343 billion.

Sun Life Financial Inc. trades on the Toronto (TSX), New York (NYSE)
and Philippine (PSE) stock exchanges under ticker symbol "SLF".

VISION

To be a world class provider of financial security to individuals and

corporates and to be amongst the top three private sector life insurance
companies in India

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MISSION

To help people mitigate risks of life, accident, health, and money at all
stages and under all circumstances. Enhance the financial future of our
customers including enterprises

To be the first preference of our customers by providing innovative, need

based life insurance and retirement solutions to individuals as well as
corporates. These solutions will be made available by well-trained professionals
through a multi channel distribution network and superior technology.

Our endeavour will be to provide constant value addition to customers

throughout their relationship with us, within the regulatory framework. We will
provide career development opportunities to our employees and the highest
possible returns to our shareholders

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 OBJECTIVES OF THE STUDY
The main objectives of this are as follows:

1. The major objective of this research study is to find the satisfaction level
of the employees of Birla Sun Life Insurance regarding their job.

2. To what extent does the dimensions like salary, policies rewards, job
security, working conditions, supervision etc. affect the job satisfaction
level.

3. To discover the areas of the low satisfaction and to find ways to improve
it.

4. Addressing employee needs in the workplace is another way of

improving and maintaining the satisfaction.

5. Increasing employee involvement is another step in keeping employees

satisfied.

An objective for increasing opinions and ideas from employees can result
in employees feeling more involved in the business.

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 RESEARCH METHODOLOGY
MEANING OF RESEARCH METHODOLOGY

Every project work is based on certain methodology, which is a way to

systematically solve the problem or attain its objectives. It is a very important
guideline and lead to completion of any project work through observation, data
collection and data analysis. “Research Methodology comprises of defining &
redefining problems, collecting, organizing & evaluating data, making
deductions & researching to conclusions.”

By Clifford Woody

Accordingly, the methodology used in the project is as follows:

Defining the objectives of the study Framing of questionnaire keeping

objectives in mind (considering the objectives). Feedback from the employees,
Analysis of feedback, Conclusion, findings and suggestions.

RESEARCH DESIGN USED

The next step was to design the entire work. The step is very important in
any research. It is on the effectiveness of this step that the ultimate reliability
and validity of research finding depends. Since the research used here is non-
experimental type the following source were used to make it effective.

AREA OF STUDY

The inputs in the report incorporate the qualitative information obtained

from personal interviews and interactions with some key members of the
management. The data was obtained from 50 member of the organization that
responded to the questions asked

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METHOD OF DATA COLLECTION

Research will be based on two sources:

1. Primary data

2. Secondary data

1. PRIMARY DATA:

PRIMARY DATA is data that has not been previously published, i.e. the data is
derived from a new or original research study and collected at the source, e.g.,
in marketing, it is information that is obtained directly from first-hand sources
by means of surveys, observation or experimentation.

2. SECONDARY DATA:

Secondary Data on the other hand, is basically primary data collected by

someone else. Researchers reuse and repurpose information as secondary data
because it is easier and less expensive to collect. However, it is seldom as
useful and accurate as primary data.

Secondary data will consist of different literatures like books which are
published, articles, internet, the company manuals and websites of company-
www.birlasunlifeinsurance.com.In order to reach relevant conclusion, research
work needed to be designed in a proper way.

SAMPLING METHOD USED

It was not essential to collect PRIMARY DATA to make sample survey

and therefore secondary data collection method have been used .A successful
and the most popular technique of data collection is using published data.
Analysis have been made out of published data.

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COLLECTION DATA :

1. Sample Design – Judgmental

A sample of 50 employees is taken out of a total employees over 62 in Jabalpur

Region.

2. Sample Size – 50 employees

A complete interaction and enumeration of all the employees of Birla Sun Life
Insurance. was not possible, so sample was chosen that consisted of 50 employees
which is about 75 percent of the total employees in the organization the targeted
respondents are middle level employees.

3. Sample Area – Birla Sun Life Insurance, Jabalpur

4. Research Instrument – Questionnaire

 Pie Charts

5. Sampling Method – In this research have administered a structured questionnaire and

personal interview as primary data.

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 DATA INTERPRETATION AND ANALYSIS
Data analysis (DA) is the science of examining raw data with the purpose
of drawing conclusions about that information. Data analysis is used in many
industries to allow companies and organization to make better business
decisions. Data analysis is consider to be important step and heart of the
research in research work. After collection of data with the help of relevant
tools and techniques, the next logical step, is to analyze and interpret data with
a view to arriving at empirical solution to the problem. Therefore various
dimensions are considered by the researchers for evaluating data to draw result.
They are:

1. Individual satisfaction

2. Organizational dimensions

3. Environmental dimensions

4. Job security

5. Future orientation

6. Personal opinions

7. Supportive

8. Cooperation

9. Productive behaviour

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INDIVIDUAL SATISFACTION

Q1. To what extent are you satisfied with your job?

S.No. Particular Respondents Percentage

1. High 31 62%

2. Average 14 28%

3 Low 5 10%

Total 50 100%

10

high
28
average
62
low

INTERPRETATION:-

The finding of the research study shows that; more than

half of the respondents (62%) of the employees of Birla Sun Life

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Insurance are quiet satisfied with their job. Approx (10%) of the
respondent indicates the low level of satisfaction.

ORGANIZATIONAL DIMENSION

Q2. Indicate the extent of satisfaction regarding the following

(a) Salary:

S.No. Particular Respondents Percentage

1. High 17 34%

2. Average 28 56%

3 Low 5 10%

Total 50 100%

10%

34%

High Average

Low

56%

INTERPRETATION:
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 The study reveals that more than half of the total employees are quiet
satisfied with their salary structure. We came across, that 1/5 of employees
seems to be dissatisfied with the salary.

Work load:

S.No. Particular Respondents Percentage

1. High 16 32%

2. Average 29 58%

3 Low 5 10%

Total 50 100%

10%

32%
High Average

Low

58%

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INTERPRETATION

More than half of the total respondents {58%} are satisfied and {32%} of
the employees are quiet satisfied with their workload. {10%} of the respondent
mentioned it to be low.

(b) Flexibility of work house:

S.No. Particular Respondents Percentage

1. High 16 32%

2. Average 28 56%

3 Low 6 12%

Total 50 100%

12%
32%
High Average

Low

56%

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INTERPRETATION:-

The employees of Birla Sun Life Insurance has been found to be quiet
satisfied with the flexibility of workinghouse; as more than half of the total
respondents describe it as average while a minimum portion{12%} has
mentioned that they don’t find the working house to be flexible.

(c) Rewards:

S.No. Particular Respondents Percentage

1. High 9 18%

2. Average 8 16%

3 Low 33 66%

Total 50 100%

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 18%

High

16% Average
Low
66%

INTERPRETATION:-

Though, roughly 18% of respondent have stated the reward system of

Birla Sun Life Insurance to be high and an equal percentage have mentioned it
to be average, but still, still the reward system can not be said to be satisfactory;
as 4 out of 10 respondents described it to be not at all satisfactory.

(d) Supervision:

S.No. Particular Respondents Percentage

1. High 19 38%

2. Average 12 24%

3 Low 19 38%

Total 50 100%

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 38% 38% High
Average
Low

24%

INTERPRETATION:-

This dimension seems to be quiet satisfactory {24%} of the respondents

has mentioned it be average and {38%} of employees describe it to be high.
Equal number of respondents has shown a low level of satisfaction.

ENVIRONMENTAL DIMENSIONS

Q3. To what extent are you satisfied with the availability of the tools
and resources to do your job well?

S.No. Particular Respondents Percentage

1. High 18 36%

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 2. Average 26 52%

3 Low 6 12%

Total 50 100%

12%

36%
High
Average
Low
52%

INTERPRETATION:-

A chunk-off portion of respondents {52%} have been found to be quiet

satisfactory with the availability of all the tools and resources for getting their
work done properly.

JOB SECURITY

Q4. Are you feeling that there is job security for you in the
organization?

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 S.No. Particular Respondents Percentage

1. High 39 78%

2. Average 8 16%

3 Low 3 6%

Total 50 100%

6%
16%
High
Average
Low

78%

INTERPRETATION:-

As per this dimension,{16%} respondents describe it to be average. More

than half of the respondents {78%} seem to be highly satisfied. Though {6%}
of respondents mentioned it as low, but still we regarded that job security is
found to be quiet high in case of government.

FUTURE ORIENTATION

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Q5. Are you planning to switch to another job?

S.No. Particular Respondents Percentage

1. High 3 6%

2. Average 37 74%

3 Low 10 20%

Total 50 100%

6%
20%

Yes
No
Can't say

74%

INTERPRETATION:-

A fair number of respondents {6%} that they will definitely think

switching to another job. On the other hand {74%} of the employee completely
satisfied with their current job and remaining employee could not say about this
matter.

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PERSONAL OPINIONS

Q6. Is your work/job according to your qualification?

S.No. Particular Respondents Percentage

1. Yes 34 68%

2. No 14 28%

3 Can’t Say 2 4%

Total 50 100%

4%

28%
Yes No

Can't say
68%

INTERPRETATION:-

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 We asked questions of the employee personally more of the employees
say yes. Only {28%} of the people say no and {4%} of people could not say
about this matter frequently.

SUPPORTIVE

Q7. Are you superior supportive when you ask for help?

S.No. Particular Respondents Percentage

1. Yes 31 62%

2. No 15 30%

3 Can’t Say 4 8%

Total 50 100%

8%

Yes No
30%
Can't say
62%

INTERPRETATION:-

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 We found that {62%} of people says that their superiors are
very helpful when we ask for any type of help approx {30%} says no
and remaining {8%} could not say about this matter.

CO-OPERATION

Q8. Do you think your colleagues are co-operative?

S.No. Particular Respondents Percentage

1. Yes 35 70%

2. No 12 24%

3 Can’t Say 3 6%

Total 50 100%

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 6%

24%
Yes No

Can't say

70%

INTERPRETATION:-

In this question we found that 70% of people say “my colleagues and
friends are cooperative. He always favors me and I also.” But 24% of people
say no and remaining people does not comment on it.

PRODUCTIVE BEHAVIOUR

Q9.To what extent your job makes best use of your skill and abilities?

S.No. Particular Respondents Percentage

1. 100%-75% 11 22%

2. 75%-50 30 60%

3 50%-25% 8 16%

4. 25%-0% 0 0%
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 Total 50 100%

18 22
100%-75%
75%-50%
50%-25%
25%-0%

60

INTERPRETATION:-

A majority portion of the total respondents {60%} feel that their skill and
abilities are utilized, where as {22%} of the overall respondents have opted for
75%-100%.

FINDINGS
1. More than half (approx 3/4th of the total employee) of the respondents
find their job quiet satisfactory.

2. The employees are found comfortable with the task provided to them.

Page | 45
3. The communication channel is strong enough to satisfy the employees of
Birla Sun Life Insurance.

4. The salary is comparatively satisfactory and so majorities of respondents

are comfortable with it.

5. The work load seems to be very high as mentioned by majority of the

respondents. More than half of the total respondents have stated that they
are over burdened with work.

6. The satisfaction level regarding the reward system seems to be very low.
A chunk off portion of the respondents has shown their dissatisfaction
with the reward system.

7. Chance of career development also not found much satisfactory. So if

given a chance, most of the respondents said, they will definitely think
about switching to another job and the common assessed reason for doing
so are better opportunities and higher salary.

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 SUGGESTIONS
1. Performance of the employee should be evaluated efficiently.

2. All the policies of the organization should be revised at regular intervals.

3. To develop more enthusiasm and zeal amongst the employees, new

promotion schemes should also be taken into consideration

4. The promotion should be time bound i.e., first three promotions should
be given at an interval of 5 years.

5. Performance related incentives and rewards should be given frequently.

This increase the morale of the employees, which in turn will increase
their satisfaction level towards their job.

6. Proper training and Boosting environment should be created for the

employees to perform better.

7. Rationalization of work should be done properly as some of the

employees are overloaded with work and find great difficulty with
excessive working hours.

8. Computerization of all the departments should be done properly so as to

make the work easier and more systematic.

9. Political intervention should be minimized so as to let the work go

smoothly.

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 LIMITATIONS
Every study has some limitations. The data collected in this study is
through questionnaire form. However the scope of our study is only limited to
secondary data, thus there arises a number of limitations with respect to the data
collected by the surveyor or the interviewer. Some of the limitations are in
respect of nature, timing and extent of procedures followed by the surveyor.

Some of the limitations of the study are:

1. The survey conducted to arrive at conclusion is through questionnaire

form, thus there are some points which are wrongly interpretated by the
workers.

2. Inappropriate data collection method. The use of questionnaire method

was quiet inappropriate as workers took long to respond back.

3. Workers are sometimes not even willing to respond back.

4. Workers responses to a large extent are influenced by their friends and

co-workers.

5. Reluctant behavior of management is also a major source of limitation.

Management is not flexible or is often not ready to co-operate with the
surveyors.

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 CONCLUSION
Based on the analysis of the data collection, the conclusions drawn are:-

1. The satisfaction level of the employee of Birla Sun Life Insurance

regarding their job is high.

2. Rate of absenteeism and employee turnover is also very low, which again
indicates a high level of satisfaction among the employees regarding their
job.

3. Except a few dimensions, all other dimensions like salary, job security,
working condition, communication channel, supervision etc. are provided
to the employees in the best possible manner.

4. The dimensions which need more attention are workload, flexibility of

work hours, chance of career advancement and policies, especially
policies regarding promotions, training and development and incentives.

5. There isn’t much utilization of reward system, which again is another

important dimension which may increase the moral and job satisfaction
amongst the employees.

Page | 49
 BIBLIOGRAPHY
 Mishra M.N. Organizsational behavior,Vikas publication house private
limted,2008

 Gupta Shashi K. and Joshi Rosy Walia,Human resource management,

Kalyani Publishers,2005

 Theoritical approach to job satisfaction Abstract>Volume 4

 http://www.google.com

 http://www.investopedia.com

 www.birlasunlifeinsurance.com

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 QUESTIONNAIRES
INDIVIDUAL SATISFACTION

Q1. To what extent are you satisfied with your job?

a) High

b) Average

c) Low

ORGANIZATIONAL DIMENSION

Q2. Indicate the extent of satisfaction regarding the following

(f) Salary:

a) High

b) Average

c) Low

(g) Work load:

a) High

b) Average

c) Low

(h) Flexibility of work house:

a) High

b) Average

c) Low

(i) Rewards:

a) High

b) Average

c) Low

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(j) Supervision:

a) High

b) Average

c) Low

ENVIRONMENTAL DIMENSIONS

Q3. To what extent are you satisfied with the availability of the tools and
resources to do your job well?

a) High

b) Average

c) Low

JOB SECURITY

Q4. Are you feeling that there is job security for you in the organization?

a) High

b) Average

c) Low

FUTURE ORIENTATION

Q5. Are you planning to switch to another job?

a) Yes

b) No

c) Can’t say

PERSONAL OPINIONS

Q6. Is your work/job according to your qualification?

a) Yes

b) No

c) Can’t say
Page | 52
SUPPORTIVE

Q7. Are you superior supportive when you ask for help?

a) Yes

b) No

c) Can’t say

CO-OPERATION

Q8. Do you think your colleagues are co-operative?

a) Yes

b) No

c) Can’t say

PRODUCTIVE BEHAVIOUR

Q9. To what extent your job makes best use of your skill and abilities?

a) 100%-75%

b) 75%-50%

c) 50%-25%

d) 25%-0%

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Mo. 9039967774

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