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PCTE Group of Institutes, Ludhiana: Human Resource Management, Sem-2

This document discusses employee satisfaction in the telecom sector. It begins by defining job satisfaction and outlines some key theories of job satisfaction. It then discusses factors that influence job satisfaction, including organizational variables like leadership and job content, as well as personal variables like age and education. The document also lists specific job-related factors that impact satisfaction, such as salary, benefits, and work environment. It proposes some ways to measure satisfaction levels, including surveys and conversations. The conclusion is that satisfaction depends mainly on a supportive work environment with fair policies.

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HIMANSHU RAWAT
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96 views3 pages

PCTE Group of Institutes, Ludhiana: Human Resource Management, Sem-2

This document discusses employee satisfaction in the telecom sector. It begins by defining job satisfaction and outlines some key theories of job satisfaction. It then discusses factors that influence job satisfaction, including organizational variables like leadership and job content, as well as personal variables like age and education. The document also lists specific job-related factors that impact satisfaction, such as salary, benefits, and work environment. It proposes some ways to measure satisfaction levels, including surveys and conversations. The conclusion is that satisfaction depends mainly on a supportive work environment with fair policies.

Uploaded by

HIMANSHU RAWAT
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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PCTE Group of Institutes,

Ludhiana

Human Resource Management, Sem-2

P RESENTATION S YNOPSIS
MBA 1 C

TOPIC: Analysis of satisfaction level of employees in the telecom sector.

NAME: Rishab Garg


ROLL NO: 2011086
E-MAIL ADDRESS: [email protected]

JOB SATISFACTION
 Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a
motivation to work. It is not the self-satisfaction, happiness or self-contentment but
the satisfaction on the job.

 Job satisfaction is defined as the, “pleasurable emotional state resulting from the appraisal
of one’s job as achieving of facilitating the achievement of one’s job values.
 Job satisfaction survey can give the most valuable information the perceptions and causes.
For satisfaction/dissatisfaction among the employees’ attitude towards job satisfaction may
be either positive or negative.

 This positive feeling can be re-in forced and negative feelings can be rectified. This survey
can be treated as the most effective and efficient way, which makes the workers to express
their inner and real feelings undoubtedly.

TELECOM INDUSTRY:

 Indian telecommunication sector has emerged as a strong growth engine for the Indian
economy in the last decade with the country witnessing tremendous growth in wireless
sector. The penetration of internet and broadband has also improved.
 The telecommunications sector has undergone a total transformation throughout the world
over the last two decades; technological advances have revolutionized the quality and
range of services available.
 Moreover, developments in the sphere of IT, satellite-based TV broadcasting, new forms
of communication such as e-mail and the Internet, are all blurring the definition of what
constitutes telephone services, and transforming the way people communicate.
JOB SATISFACTION THEORIES:

Basically, there are four approaches/ theories of job satisfaction.


They are:
1) Fulfilment theory
2) Discrepancy theory
3) Equity theory
4) Two-factor theory

DETERMINANTS OF JOB SATISFACTION:

According to Abraham A. Kumar there two types of variables, which determine the job
satisfaction of an individual. These are:
1. Organization Variables
2. Personal Variables

1. Organization variables:

i. Occupational Level: The higher the level of the job, the greater the satisfaction of the
individuals. This is because, higher level of jobs carries greater prestige and self-control. This
relationship between occupational level and job satisfaction stems from social reference
group theory in our society values some jobs more than others
ii. Job content: Greater the variation in job content and less the repetitiveness with which the
tasks must be performed, the greater the satisfaction of the individuals involved. Since job
content in terms of variety and nature of tasks called for is a function of occupational level.
The theoretical arguments given above apply here also.
iii. Considerate Leadership: People to be treated with consideration. Hence considerate
leadership results in higher job satisfaction than in considerate leadership.

2. Personal Variables
For some people, it appears that most jobs will be dissatisfying irrespective of the
organizational conditions, where for other most jobs will be satisfying personal variable for
this difference.
i) Age
ii) Educational Level
iii) Role perception
iv) Sex

JOB RELATED FACTORS:

 Salary and monetary benefits


 Job security
 Promotion policy
 Working environment
 Employee’s participation in management
 Freedom of expressions
 Nature of job
 Interest taken by superiors

DATA ANALYSIS QUESTIONS FOR JOB SATISFACTION

1. How do you feel about your job in the organization?


2. Are you extremely proud to tell people that I work for this organization?
3. Do you think that existing Human resource in the organization are sufficient for doing the
maximum or required position in their particular department?
4. How satisfied are you with the information you receive from management and
communication with senior employees on what is going on in your division/company?
5. What is the opinion about the salary pay in the organization?

WAYS TO MEASURE SATISFACTION LEVEL OF EMPLOYEES

1. Have One-on-One Conversations.


2. Conduct Surveys
3. Read Between the Lines
4. Team Building at Work.
5. Encourage Traditions and Volunteering.
6. Feed Them.
7. Implement Flex Hours.
8. Host an Annual Awards Ceremony.

CONCLUSION:
The conclusion drawn is that satisfaction level of employees mainly depends on
working environment, fair policies and practices, caring organization,

REFERENCES
 https://www.viktorwithak.com/employee-satisfaction/
 https://www.researchgate.net/publication/341757229_To_study_the_Custome
r_Satisfaction_of_Jio_Telecom_at_Ernakulam_District
 https://www.academia.edu/36952729/A_STUDY_ON_EMPLOYEE_JOB_SAT
ISFACTION_With_reference_to_Department_of_Management_Studies_ADIT
YA_GLOBAL_BUSINESS_SCHOOL

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