Study of Job Satisfaction Of Employees in Marc Enterprises

pvt ltd.

Submitted in partial fulfillment of the requirements

For the award of the degree

Master of Business Administration

In
Information Technology

Under the guidance of

Guide:
Mr. Vivek Arya

Submitted By :
Stuti Jain
02511819918

Centre for Development of Advanced Computing, Noida

Affiliated to

Guru Gobind Singh Indraprastha University

Sector 16 C, Dwarka, Delhi 110078

I
 DECLARATION

I pronounce this Project Report [ MS(IT)- 210 ] named as A Study of Job Satisfaction Of

Employees in Marc Enterprises pvt ltd. put together by me to the GGSIPU Delhi, is an authentic

work handled by me and it isn't submitted to some other University or Institution for the respect

of any degree recognition/authentication or distributed whenever previously.

Name : Stuti Jain Signature of the Student

Enrolment No : 02511819918

Semester : 4rh

Date :

II
 CERTIFICATE

This is to ensure that the undertaking report [MS(IT)- 210 ] entitled “Job Satisfaction Of
Employees in Marc Enterprises pvt ltd.” done by Ms. Stuti Jain Enrollment no. 02511819918
is a veritable handwork executed by her at Marc Enterprises pvt ltd. under my guidance. The
issue epitomized in this task work has not been submitted before for the honor of any degree or
confirmation apparently and conviction.

Date: Signature of the Guide :

Name : Mr. Vivek Arya

Organization : CDAC, Noida

III
 ABSTRACT

Occupation fulfilment is an essential factor which had enlarge the eyes of the numerous
directors inside the association additionally as academicians. A few examinations are
cleared out request to search out the variables to work out employment fulfilments and the
manner in which it influences the efficiency into the association. Since there's no exact
affirmation that activity fulfilment incites the efficiency straightforwardly since profitability
relies upon numerous different factors, still it's a significant issue for a few directors.
Employment fulfilment might be a psychological inclination of being lucky which a private
has for his activity. By and large it's said " A vivacious laborer is an advantageous
delegate." Job satisfaction is basic in light of the fact that most of the people spend a
certifiable fragment of their life at their working spot. What's more, work satisfaction has its
impact on the general lifetime of the workers in like manner, in light of the fact that a
satisfied agent may be an assuaged and perky person. A significantly satisfied master has
better physical and mental flourishing. The examination endeavors to guage how human
resource factors impact the satisfaction level of delegates in Marc Enterprises pvt ltd. It
evaluates how far government assistance and budgetary components propel the labourers
inside the organization. The investigation additionally endeavours to look into the
assessment of representatives towards the working life inside the organization.

IV
 ACKNOWLEDGEMENT

I really esteem the inspiration, sponsorship and bearing of every single one of those people who
have been instrumental in making this errand a triumph.
I, Stuti Jain scholar of C-DAC (MBA(IT)), am extremely grateful to "CDAC Noida" for giving
me the opportunity to gain industry experience as part of requirement for fulfillment of degree.
I extend my gratefulness to “Marc Enterprises pvt ltd.” for assigning my project, entitled
Study of Job Satisfaction Of Employees in Marc Enterprises pvt ltd. I am profoundly
obligated to my guide Mr. Vivek Arya for being so helpful in the completion of this project with
his complete guidance throughout my project.

Name: Stuti Jain

Date:
Place: Noida

V
 EXECUTIVE SUMMARY

Marc Enterprises Pvt Ltd., is one of the greatest and quality maker of Fans, Water Heaters,
Room Heaters, Air Coolers, and other Small machines. With fitness in collecting and headway
over latest three decades, its customer driven approach and world class resources, Marc has
shown up in excess of 10 million fulfilled clients who are utilizing its broad scope of items. They
give OEM administrations to different notable electrical machine brands.

In this project I have done a survey on job satisfaction of the employees working in the company
marc enterprises that ensures satisfaction level of employees working in the company.

VI
 TABLE OF CONTENTS

Student’s Declaration……………………………………………………… I
Guide’s Certificate………………………………………………………… II
Abstract……………………………………………………………………. III
Acknowledgement………………………………………………………… IV
Executive Summary………………………………………………………. V
Chapters Page Number

1. Introduction 1-10
1.1 About the Company 2-5
1.2 Job Satisfaction - Meaning & Definition 6
1.3 Literature Review 7
1.4 Types of Human Resources 8
1.5 Theoretical Framework 8
1.6 Theories of Job Satisfaction 8
1.7 Dimensions of Job Satisfaction 9
1.8 Statement Problem 10
1.9 Objective of Study 10

2. Methodology 11
2.1 Type and source of data 11
2.2 Tools and techniques 11
2.3 Population 11
2.4 Sample 11

3. Analysis and Interpretation 11-33

3.1 Human Resources Factors 11-22
3.2 Welfare Factors 23-29
3.3 Financial Factors 30-33

i
4. Findings 34
5. Recommendations 36
6. Conclusions 37
7. Limitations 38
8. Bibliography and References 38
9. Appendices 39-53

ii
 LIST OF TABLES

Table Page Number

Table 1.a: JOB SECURITY 12

Table 1.b: FAMILY SECURITY 13

Table 1.c: TRAINING & DEVELOPMENT 14

Table 1.d: INTER-PERSONAL DEVELOPMENT 15

Table 1.e: COMMUNICATION 16

Table 1.f: INTER-DEPATMENTAL RELATIONSHIP 17

Table 1.g: PROMOTION 18

Table 1.h: GRIEVANCE HANDLING SYSTEM 19

Table 1.i: JOB ROTATION SYSTEM 20

Table 1.j: CAREER GROWTH 21

Table 1.k: INVOLVEMENT IN DECISION MAKING 22

Table 2.a: MEDICAL FACILITIES 23

Table 2.b: TRANSPORT FACILITIES 24

Table 2.c: LEAVE FACILITIES 25

Table 2.d: HOUSING FACILITIES 26

Table 2.e: CANTEEN FACILITIES 27

Table 2.f: TRAVEL LEAVE CONCESSION 28

iii
Table 2.g: CLUB ACTIVITIES 29

Table 3.a: SALARY 30

Table 3.b: INCENTIVES 31

Table 3.c: RETIREMENT BENIFITS 32

Table 3.d: LOAN 33

iv
 LIST OF FIGURES

Figures Page Number

Chart 1.a: JOB SECURITY 12

Chart 1.b: FAMILY SECURITY 13

Chart 1.c: TRAINING & DEVELOPMENT 14

Chart 1.d: INTER-PERSONAL DEVELOPMENT 15

Chart 1.e: COMMUNICATION 16

Chart 1.f: INTER-DEPATMENTAL RELATIONSHIP 17

Chart 1.g: PROMOTION 18

Chart 1.h: GRIEVANCE HANDLING SYSTEM 19

Chart 1.i: JOB ROTATION SYSTEM 20

Chart 1.j: CAREER GROWTH 21

Chart 1.k: INVOLVEMENT IN DECISION MAKING 22

Chart 2.a: MEDICAL FACILITIES 23

Chart 2.b: TRANSPORT FACILITIES 24

Chart 2.c: LEAVE FACILITIES 25

Chart 2.d: HOUSING FACILITIES 26

Chart 2.e: CANTEEN FACILITIES 27

v
Chart 2.f: TRAVEL LEAVE CONCESSION 28

Chart 2.g: CLUB ACTIVITIES 29

Chart 3.a: SALARY 30

Chart 3.b: INCENTIVES 31

Chart 3.c: RETIREMENT BENIFITS 32

Chart 3.d: LOAN 33

vi
 1. INTRODUCTION

The world has opened upquite a lot into the new thousand years and close by , it's guided a
replacement time of remarkable contention and ever-changing worth conditions. the very truth
that affiliation has been transformed from a sorted out creation line creation course to thought a
data creation by every single work power of the affiliation. during a genuine overall business
circumstance, no affiliation will suffer with the exception of if it's set up to arrange the duality
and along these lines the cost of its opponents. Truths are centering us to think more after
changing the disposition of representatives, empowering them to require up free obligations and
engaging to execute them by utilizing their insight and aptitudes in most recent advances and in
this manner persuading them to utilize their capacities in their individual zones of greatness.

Rising business condition is driving business houses to search out better approaches to remain
serious. Associations face a domain described by assortment of difficulties and key issues that
have expanded the significance of Human Resource Management contemplations in business
dynamic. These incorporate expanded degree of rivalry, HR assorted variety, changing worth
frameworks and specifically the fast innovative advances.

In the globally genuine and testing business circumstance, our success will be , to a heavenly
degree, affected by how we manage our HR – the people that get things moving. the normal
occupation of man executives has encountered extraordinary changes to satisfy the challenges of
coming about thousand years and achieve enormity, reliable unionism , productivity – arranged
work practices and commanding master organization would be major.

Remote speculation and advancements have begun streaming into India. The new situation
includes tossed new difficulties inside the territory of human asset the executives likewise .
populace are the premier valuable a piece of an association. The achievement or disappointment
of a venture to a great extent relies upon the individuals that man the association. inside the
expressions of Alfred Marshall " the premier important of all capital is that put resources into
populace ". According to social perspective, an endeavor joins two sorts of assets: a gaggle of
populace and a gaggle of physical resources. The toward the end in constrainment of the past is
pointless. Occupation satisfaction is one among the critical segments which have drawn thought
of executives inside the affiliation in like manner as academicians. Various examinations are
directed to look out the segments which choose work satisfaction and thusly the way where it
impacts effectiveness inside the affiliation. Regardless of the way that there's no definitive
verification that movement satisfaction impacts productivity truly in light of the fact that
effectiveness depends upon different components, it's up 'til now a noteworthy concern for
overseers. Work satisfaction is that the mental assumption of favourableness which a private has
about his action.

Recorded as a hard copy on applied cerebrum explore , the term Job Satisfaction is somewhat
regularly used for individual's attitude towards the specific pieces of the entire work condition.
The word work implies a picked task where considering the way that the term work satisfaction
is of upper solicitations where it's fundamentally associated with human needs and their
fulfillment through work. it's made by the individual's impression of how well his movement
satisfies his various needs. It is consistently said that "A cheery agent may be a productive
laborer." Job satisfaction is basic considering the way that by far most of the people spend a

1
certified piece of their life at their working spot. What's more, work satisfaction has its impact on
the general lifetime of the workers also, considering the way that a satisfied laborer may be a
fulfilled and energetic individual . An uncommonly satisfied worker has better physical and
mental thriving. Disregarding the way that it's anything but difficult to disprove point on which
one is that the explanation and which one is that the effect, anyway there are related to one
another.

ABOUT THE COMPANY

The world has opened upquite a lot into the new thousand years and close by , it's guided a
replacement time of remarkable contention and ever-changing worth conditions. the very truth
that affiliation has been transformed from a sorted out creation line creation course to thought a
data creation by every single work power of the affiliation. during a genuine overall business
circumstance, no affiliation will suffer with the exception of if it's set up to arrange the duality
and along these lines the cost of its opponents. Truths are centering us to think more after
changing the disposition of representatives, empowering them to require up free obligations
and engaging to execute them by utilizing their insight and aptitudes in most recent
advances and in this manner persuading them to utilize their capacities in their individual
zones of greatness.

Rising business condition is driving business houses to search out better approaches to
remain serious. Associations face a domain described by assortment of difficulties and key
issues which have been extended the hugeness of Human Resource Management
examinations in business dynamic. These incorporate expanded degree of rivalry, HR
assorted variety, changing worth frameworks and specifically the fast innovative advances.

In the global serious and testing business situation, our thriving will be , to a great degree,
affected by how we manage our HR – the people that get things moving. the common
occupation of man chiefs has encountered extraordinary changes to satisfy the challenges of
coming about thousand years and achieve enormity, trustworthy unionism , effectiveness –
arranged work practices and mighty master organization would be basic.

Remote theory and progressions have started spilling into India. The new circumstance
incorporates hurled new troubles inside the domain of human resource the officials in like
manner . people are the head important a bit of an affiliation. The accomplishment or
frustration of a dare, all things considered, depends upon the people that man the affiliation.
inside the statements of Alfred Marshall " the chief significant of all capital is that placed
assets into people ". As indicated by social viewpoint, an undertaking joins two sorts of
benefits: a gaggle of people and a gaggle of physical assets. The toward the end in control of
the past is pointless. Occupation satisfaction is one among the critical segments which have
drawn thought of chiefs inside the affiliation moreover as academicians. Various
examinations are directed to look out the parts which choose work satisfaction and thusly
the way where it impacts effectiveness inside the affiliation. Disregarding the way that
there's no conclusive evidence that action satisfaction impacts gainfulness authentically
because proficiency depends upon different elements, it's up 'til now a noteworthy concern

2
for chairmen. Work satisfaction is that the mental supposition of favourableness which a
private has about his action.

In writing on applied brain research , the term Job Satisfaction is kind of oftentimes utilized
for person's mentality towards the exact parts of the whole work circumstance. The word
work alludes to a chose task where in light of the fact that the term work fulfillment is of
upper requests where it's basically connected with human needs and their satisfaction
through jobs. it's made by the individual's impression of how well his movement satisfies
his various needs. It is normally said that "A playful agent may be a beneficial laborer." Job
satisfaction is basic considering the way that most by far of the people spend a certified
piece of their life at their working spot. Moreover, work satisfaction has its impact on the
general lifetime of the workers also, considering the way that a satisfied laborer may be a
fulfilled and playful individual . An outstandingly satisfied worker has better physical and
mental thriving. Despite the way that it's anything but difficult to disprove point on which
one is that the explanation and which one is that the effect, anyway there are related to one
another.

Founder

Late Sh. Jagdish Chand Jain , a standard individual with an unprecedented limit is the
setting up father of this significantly one of a kind organization . He had the capacity to
perceive the ability, to trust and genuine in spite of apparently unfavorable restriction, to
foresee openings, to see and structure a fantasy . He started his outing as a person from the
official staff during schooltime . In 1961 , he meandered to have gathering of electrical fans
and various items in Bhagirath Place, Delhi , the most critical market of Electrical product
in Asia . Thusly transformed into a distributer of electrical items and Fans and was
appointed various on various occasions in his calling because the "Leader of Fans"

Later, "Marc" was Launched inside the year 1981

Marc Enterprises started its exercises inside the strong trading field of Electrical Goods
under the dynamic head pontoon of Mr J.C. Jain . His decided mission for significance has
made Marc endeavors a capacity to manage inside the field of making and publicizing .

Marc began the fundamental Manufacturing unit in Delhi in 1991.Roused by being a handily
perceived name through a viable brand, the individual was made plans to require his picture
"MARC" to superb heights.

They began giving Water Heaters to in any occasion one of the Leading brands the country
in 1993. After the wire the fundamental gathering course of action went in close region to
the year 1991, to deftly water radiators, cooler motors and fans. Its highlight on quality
provoked the Bureau of Indian Standards permitting it the ISI mark, a year in the wake of
start of assignments. an indistinguishable assembling today has the structure to smoothly
Five Hundred thousand water radiators and in excess of Two Million Fans and is giving
food as an OEM/ODM to many Major Brands of the country other than making things under
the name "MARC".

3
in 1996, there was an unpropitious finish of the legend and visionary Shri. J.C. Jain, left his
solitary youngster Mr. Parmod Jain to hold progress and fulfill the dreams of the visionary.

Later in 1998, they began creating Exhaust and Ceiling fans during another plant in Delhi,
India.

Marc in this way began delivering water warmers in Baddi, Himachal Pradesh, India in
2001.

In the year 2004, Parmod Jain, executive of Marc Enterprises Pvt. Ltd., began his calling
with the Trading Company; He has considered several reliable conditions in different Social
and Trade affiliations. He was gave with the Udyog Ratna Award inside the year 2004 and
also under his capacity won the Ministry of Micro; Small and Medium Enterprise National
Award for "Unprecedented Efforts in Entrepreneurship In MSE (Manufacturing).

2007 and Beyond : Set up another plant in Baddi for amassing electric Fans

In house establishment to smoothly Five Hundred Thousand Water Heaters and in excess of
Two Million Fans over a period of a year

Marc in all probability makes the most flawlessly awesome number of water radiators
during a lone unit in North India

The "Marc" Brand has progressed into a brand of certified quality

.STRENGTH & WEAKNESS

Qualities * Extensive industry experience of the promoters and built up association with
presumed clients: The organization was found out in 1981 by the Jain family, and at the
present , Mr Pramod Jain, a second-age business visionary, who has understanding
of quite 20 years , oversees activities. It started by exchanging electrical machines and in
1992 wandered into manufacturing these. it's two units for manufacturing fans and comes ,
and is fixing a 3rd unit. The broad business experience of the promoters has helped
manufacture a sound relationship of over 10 years with rumored clients, for instance ,
Crompton Greaves Ltd (CGL) and Usha International Ltd (UIL), among others, and
obtain rehash orders from them, during this way expanding the dimensions of activities.

* Increasing size of activities: Despite being within the home machines industry

for quite three decades, the dimensions of tasks has stayed normal as reflected in income of
Rs 212.73 crore in monetary 2016. Income expanded at a compound yearly development
rate of 23% over the three fiscals through 2016. Be that because it may, the organization
remains a traditional player during a focused industry which is overwhelmed by Khaitan
Electricals Ltd, Bajaj Electricals Ltd, Orient Electricals Ltd, et al. .

* Expected change within the working edge: The working edge has stayed low at 5-
6% within the course of recent years, and remained at 6.00% in financial 2016. the prices of
key crude materials ‘aluminium and copper ‘are unstable. Be that because it may, the

4
sting is relied upon to reinforce record of end of low-edge delicate business with the
govt of Tamil Nadu and incorporation of high-edge fountains within the income blend. the
sting is during this way susceptible to be 6.0-6.2% over the medium term. Shortcoming

* Average money related hazard profile The net worth is humble, the equipping high, and
obligation insurance measurements normal. The net worth was Rs 29.49 crore as on March
31, 2016, an expansion from Rs 21.68 crore multiyear sooner, determined by direct
accumulation to saves, happening due to an expansion within the size of activities. The
adapting was 2.28 times as on March 31, 2016. The premium scope and net money
collection to obligation proportions were 1.95 times and 0.08 time, individually, in
monetary2016.

* Customer fixation in income, however incompletely balance by a built up demographic

base: the entire income is gotten from deals within the household advertise. The
demographic base incorporates CGL, UIL, and merchants and dealers based crosswise over
India. In any case, around 70% of the income is from CGL, confining bartering power. Any
forceful promoting and evaluating strategy of contenders is perhaps getting to affect CGL's
edges, and thus, the productivity of its providers, for instance , ME. Be that because it may,
ME features a sound relationship of quite 15 years with CGL and gets rehash orders from
the latter . Besides, 20% of the income originates from deal to merchants and brokers under
its own particular image, Marc, along these lines upgrading the market position.

* Stretched capital cycle: Operations have stayed capital concentrated due to huge

receivables and stock. Net current resources were 183 days as on March 31, 2016, driven by
high borrowers of 103 days. Credit of 45-60 days is stretched to merchants, while CGL
draws a bill of 120 days, which ME rebates with the bank. Additionally, stock remained at
74 days, quite little bit of which was sponsored by orders; normal stock of around two
months is maintained . capital necessity is overseen through credit benefited from providers
and store based bank obtaining; these remained at 73 long stretches of buys as on March 31,
2016. Activities are likely to remain capital serious over the medium term and any
longer stretch within the capital cycle will remain a key affectability factor. Viewpoint:
Stable CRISIL trusts ME will keep it up benefitting from the broad business experience of
the promoters and built up client relationship. The standpoint could be amended to 'Positive'
if the capital cycle enhances, clients are included, and therefore the adapting
diminished altogether likelihood through value mixture. the point of view could be updated
to 'Negative' if weight on productivity, any vast capital consumption, or increment
in capital prerequisite debilitates the cash related hazard profile, especially liquidity

5
1.2 JOB SATISFACTION - MEANING AND DEFINITION
Job satisfaction indicates a person's tendency of satisfaction on the work which go about as a
motivation to figure . it's not just the satisfaction, bliss or self-joy anyway the satisfaction on the
work .Satisfaction implies the reasonable tendency state join the achievement by an inspiration
of its objective. Research workers contrastingly portrayed the parts contributing the work
satisfaction and thusly the action dissatisfaction.

"Job satisfaction may be a pleasurable or positive soul coming about in view of the assessment or
one's movement or expert preparing" - E.A.Locke

"Job satisfaction is that the proportion of delight or joy related to work . In case you wish work
truly, you'll experience high occupation satisfaction. In case you scorn your action truly, you'll
experience work frustration" - Andrew.J.DuBrins

"Job satisfaction will be described considering the way that the proportion of all things
considered productive result or feelings that individuals have towards their jobs" - Fieldman and
Arnold

"Job satisfaction is that the course of action of perfect or negative feelings with which agents see
their work" - Keith Davis and Newstrom

Job satisfaction may be a results of laborers' impression of how well their action gives those
things that are viewed as critical. it's ordinarily seen inside the various leveled lead field that
movement satisfaction is that the most key and regularly examined mindset.

6
1.3 LITERATURE REVIEW

Paul E. Spector (1997) aggregates upon the revelations which worries on how people
understanding towards work, including: social and sex differentiates in work satisfaction and
private and progressive causes; and potential results of occupation satisfaction and
dissatisfaction. He outfits with a brisk graph of the mechanical assembly , examination, causes
and results of occupation satisfaction.

Sophie Rowan (2008) reveals the best way to deal with make a progressively cheerful work life,
without advancing calling. She provides realistic and reasonable guidance on how one can do
perfect occupation satisfaction and beat the blocks that make different individuals pained during
their jobs.

Robert M. Hochheiser (1998) reconsidered the essentialness of the workplace and proposed a
basic condition for progress Forget the possibility that extreme work alone results in advance and
rather have pragmatic involvement with building extraordinary associations. He certifies that the
most clear appreciation to prevail at work is to grasp what's required to help the internal
identities of chiefs, companions, and subordinates. Exact examination of these necessities would
then have the option to be by suggestion related to one's own special targets and manhandled to
shape extensive workplace gains. Methodologies for concluding needs are given for a spread of
conditions, and procedures are offered to help make the absolute most exceedingly awful work
conditions in any event scarcely better through frameworks organization and private unforeseen
development.

C. J. Corner, Patricia Cain Smith, Eugène F. Stone (1992) reveals seeing future open entryway
can truly be more convincing than truly tolerating a raise, getting progressed, or being given
additional commitments.

Jane Boucher (2004) offers practical direction for improving both your air about your action and
thusly the movement itself. She shows workers the best way to deal with oversee keeping their
occupations during this problematic economy. Chris Stride, Toby D. Divider, Nick Catley (2008)
presented comprehensively used estimation sizes of Job Satisfaction, mental state , Job-related
Well-being and Organizational Commitment, close by benchmarking data for connection. The
benchmarking data is predicated on a case of essentially 60,000 respondents from 115 interesting
relationship over a good scope of adventures and occupations. Information is given by business ,
and is also incapacitated by age and sexual direction. Joanna Penn (2008) demonstrates the best
way to deal with improve your circumstance in your current business, expanding more from your
action, finding continuously about yourself and what it's you'd be peppy doing, stress the board
and others the board .Evren Esen (2007) examined the extent that industry and staff size
similarly as laborer age and sex 20 pointers of occupation satisfaction including proficient
achievement openings, benefits, the flexibility to alter life and work, and compensation.Elwood
Chapman (1993) helps with working out agent level of satisfaction by then assists with turning
out positive upgrades to widen both satisfaction level and nature of work .Patricia Buhler, Jason
Scott (2009) present an instructional exercise dispute for building a delegate centered culture.
They in like manner assessed an authentic logical examination of a venture that has experienced
the money related focal points of this work on, making it abundantly sure that bleeding edge
associations can't remain to not concentrate on agent satisfaction.

7
1.4 TYPES OF HUMAN RESOURCES

The HR of an association are frequently extensively arranged into two sorts. They are:

1. External Human Resources

These sorts of HR stay outside the structure of the affiliation and that they are of prime solidarity
to the event practices including expansion of the exercises of the undertaking. The models for
such HR are customers, financial specialists, etc

2. Internal Human resources

These sorts of HR stay inside the structure of the affiliation, i.e, the masses at the expulsion of
the undertaking or regardless it's the beneficial furthest reaches of the human relationship of the
firm.

The HR at the evacuation of the affiliation, i.e., within HR are as often as possible completely
isolated into three classes. They are:

(a) Lower Level Workers

(b) Middle Management

(c) Top Management

1.5 THEORETICAL FRAMEWORK

Job satisfaction was conveyed to spotlight by Hoppock (1935). reliable with him work
fulfillment might be a blend of mental, ecological and physiological elements that makes a
person to concede, "I am upbeat at my particular employment". it's additionally been
characterized in light of the fact that the 'end condition of feeling'. it's a critical element of
assurance and not confidence itself.

1.6 THEORIES OF JOB SATISFACTION

1. Motivation – Hygiene theory.

2. Need-Fulfilment theory

3. Equity theory

4. Discrepancy theory

5. Equity - Discrepancy theory

8
1.7 DIMENSIONS TO JOB SATISFACTION

 Job satisfactiont is an enthusiastic response to business condition. Taking everything into

account, it can't be seen, it must be understood. It relates to one's tendency towards one's
action.Employment satisfaction is normally controlled by in what manner will results
meet the desires or surpass the desires.
 Employment fulfillment and occupation mentalities are ordinarily utilized reciprocally.

A. Organisational Factors

1. Compensations and wages

2. Advancement possibilities

3. Organization Policies

B. Work Environmental Factors

1. Management.

2. Work Group.

3. Working Conditions.

C. Work Itself

1. Occupation Scope

2. Assortment

3. Absence of independence and opportunity

4. Job equivocalness and job strife

5. Fascinating Work

D. Personal Factors

1. Age and rank

2. Residency

3. Character

4. Level of Education

9
1.8 STATEMENT OF THE PROBLEM

Representatives are the focal powers of an industry and just with their effectiveness, an
association can enter achievement. Just with a gaggle of fulfilled representatives the corporate
can lead into progress. for laborers fulfillment the corporate must give sufficient government
assistance measures. By directing business fulfillment review we will investigate whether the
laborers are fulfilled or not and furthermore whether they are persuaded by the in general,
government assistance, money related and other related variables.

1.9 OBJECTIVES OF THE STUDY

The examination expects to accomplish the accompanying goals:-

 To survey how human resource factors (general factors) impact the satisfaction
level of laborers in Marc Enterprises Pvt. Ltd.

 To evaluate how far government assistance and money related elements persuade
the representatives in Marc Enterprises Pvt. Ltd.

 To decide the assessment of representatives towards the working life in Marc

Enterprises Pvt. Ltd.

10
 2. METHODOLOGY

2.1 TYPE AND SOURCE OF DATA

Primary as well as secondary information has been utilized for the examination. the firstl
information are gathered by utilizing questionnaire technique while the second information are
gathered from books, diaries, organization manuals, organization site, organization magazines
and casual talk with the officials and accordingly the laborers.

2.2 INSTRUMENTS AND METHODS

Instruments along with strategies includes different bookkeeping methods and factual
apparatuses like rates and proportions, which is utilized as a device to examine and decipher the
worth and estimation of HR of the corporate on the grounds that it's one of the chief incredible
asset of fiscal investigation. Charts, tables, figures and bar outlines are utilized, on the grounds
that it helps in introducing quantitative realities in straightforward, clear and powerful pictures
and are additionally alluring and establish enduring connection.

2.3 SAMPLE

Comfort testing was utilized for the overview. A delegate testing of 50 workers were chosen as
test. The polls were dispersed to the respondents inside the picked test.

3. ANALYSIS AND INTERPRETATION OF DATA

For the examination on "work fulfillment of representatives in Marc Enterprises Pvt. Ltd", an
example overview has been directed and information has been gathered from 50 workers. the
data gathered are dissected on the possibility of the resulting factors :

3.1 HUMAN RESOURCE FACTORS

The main goal is to investigate human resource factors. Human asset is of foremost significance
for the achievement of any association. it's a wellspring of solidarity and help. HR are the
abundance of an association which may help it in accomplishing its objectives. HR the
executives cares with populace inside the association. the value morals, convictions of
individuals working in an association likewise structure an area of human asset. The genius of
changed classifications of people and individuals accessible to the association are regularly
treated as HR. inside the current complex condition no business or association can exist and
develop without proper human asset. Accordingly, for the occasion of an association the
essential is to build up the human asset.

11
 Table 1.a

JOB SECURITY

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 13 28
GOOD 24 46
FAIR 8 16
POOR 5 10
TOTAL 50 100

Chart 1.a

The table shows that 46 % have to a great extent the workers of organization who have great
sentiment about the employer stability while 10% has underneath normal feelings. At the point
when satisfactory professional stability is given to the representatives it will inspire them to
accomplish their work and increment profitability.

12
 Table 1.b

FAMILY SECURITY

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 15 30
GOOD 18 36
FAIR 12 24
POOR 5 10
TOTAL 50 100

Chart 1.b

The table presents that 30% of representatives have incredible supposition in regards to family
security. What's more, enormous percent of representatives discovered family security an or
more point by the organization. When there is family security the psyches of representatives are
liberated from different pressures and they can dedicate more opportunity for their work and
consequently profitability can be expanded.

13
 Table 1.c

TRAINING AND DEVELOPMENT

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 10 20
GOOD 24 48
FAIR 12 24
POOR 4 8
TOTAL 50 100

Chart 1.c

Marc Enterprises pvt ltd. gives different kind of preparing like apprenticeship preparing, boost
preparing and so forth which improves the presentation of the laborers and in this manner
prompts better creation. The above table mirrors that colossal percent of the laborers are fulfilled
of which 48 % are the ones that has great assessments while 24% has reasonable conclusions as
well.

Table 1.d

14
 INTER PERSONAL RELATIONSHIP

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 17 34
GOOD 23 46
FAIR 6 12
POOR 4 8
TOTAL 50 100

Chart 1.d

The above table shows that significant percent of workers ; 46% have great supposition
regarding the relational relationship existing inside the association. Also, 12% have reasonable
feelings while 8% are completely disappointed. Relational connections among workers work a
wellspring of help, solace, counsel and help to the individual gathering individuals and it'll
positively affect work fulfillment.

Tab

15
 le
1.e
COMMUNICATION
Frequency Percentage

Satisfaction Subordinates Peer groups Superiors Subordinates Peer groups Superiors

Excellent 26 28 21 56 42

Average 22 20 23 40 46

Poor 2 2 6 4 12

Total 50 50 50 100 100

Chart 1.e
Percentage

The table portrays that

1. 52 % of the workers are fulfilled about correspondence with subordinates.

2. 56 % of the workers are happy as for peer bunch correspondence.

16
3.

Regardi
ng
corresp
ondenc
e with
bosses,
42% of
the
workers
are
fulfilled
.

17
 Table 1.f

INTER DEPARTMENTAL RELATIONSHIP

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 8 16
GOOD 28 56
FAIR 10 20
POOR 4 8
TOTAL 50 100

Chart 1.f

The different divisions of Marc Enterprises pvt ltd. are firmly related. This is obvious from the
above table, which shows that 56 % of the representatives feel that great bury departmental
relationship exist in the association while 20% feel a normal presence of between departmental
relationship. Yet, remaining 8% have poor fulfillment. The directors of various divisions share
data with one another. This assists with sparing time in taking choices and prompts smooth
working of the association.

18
 Table 1.g

PROMOTION POLICIES

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 8 16
GOOD 16 32
FAIR 13 26
POOR 13 26
TOTAL 50 100

Chart 1.g

The table presents that 26% of the representatives are disappointed with the advancement
strategies embraced by the organization while 26% thinks there is a reasonable advancement
arrangements gave by the organization. Advancements are from inside and dependent on
position and qualification of the workers. Promotion avenues motivate the employees to improve
their performance.

19
 Table 1.h

GRIEVANCE HANDLING SYSTEM

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 8 16
GOOD 20 40
FAIR 15 30
POOR 7 14
TOTAL 50 100

Chart 1.h

The Industrial Relations ( IR ) division acts in light of the fact that the mediator between the
administration, representatives and their individual associations. Since there's just 16% of the
laborers who have magnificent conclusion, 40% you care for the laborers have great assessment
and thusly the 30 you will have normal fulfillment and rest 14% has not at all fulfillment.

20
 Table 1.i

JOB ROTATION SYSTEM

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 8 16
GOOD 15 30
FAIR 16 32
POOR 11 22
TOTAL 50 100

Chart 1.i

The above table mirrors that significant percent of representatives have normal assessment about
the activity turn office for example 32 % of the representatives and 22% has poor fulfillment
with Marc Enterprises pvt ltd's. job rotation system.

21
 Table 1.j

CAREER GROWTH OPPORTUNITIES

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 9 18
GOOD 16 32
FAIR 18 36
POOR 7 14
TOTAL 50 100

Chart 1.j

Career development inside the organization is limited distinctly to aspiring and accomplishment
situated workers for improving their abilities. 36 % of the workers feel that their career
development in Marc Enterprises pvt ltd. is normal. What's more, 14 % feels that they have poor
or dissatisfactory career development openings in Marc Enterprises pvt ltd.

22
 Table 1.k

INVOLVEMENT IN DECISION MAKING

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 7 14
GOOD 20 40
FAIR 18 36
POOR 5 10
TOTAL 50 100

Chart 1.k

40% of the representatives are of the conclusion that their contribution in dynamic is only
acceptable in Marc Enterprises pvt ltd. More noteworthy association in dynamic will likewise
expand their job contribution.

23
3.2 WELFARE FACTORS
Government assistance administrations are just upkeep factors and not helpers. However they're
fundamental for the strength of the association since they bear close reference to the
productivities of the work power.

To evaluate the welfare factors questionnaire was prepared keeping in sight the subsequent
factors like medical benefit, transport facilities, leave facilities, housing facilities, canteen
facilities, leave travel concession and club facilities.

Table 2.a

MEDICAL BENEFITS

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 16 32
GOOD 22 44
FAIR 5 14
POOR 7 10
TOTAL 50 100

Chart 2.a

The table shows that all the representatives are exceptionally happy with the health advantages
gave by the organization. 32% of them concur that it is fantastic while 44% of them concur that
they are acceptable.

24
 Table 2.b

TRANSPORT FACILITIES

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 14 28
GOOD 22 44
FAIR 9 18
POOR 5 10
TOTAL 50 100

Chart 2.b

The above table presents that significant percent of the laborers are happy with the vehicle
offices. On the opposite side, 10% are dissatisfied also. Marc Enterprises pvt ltd. provides KTC
bus facility to the workers to and from the factory. This facility helps in reducing strain and
absenteeism and enable the workers to succeed in their work place without loss of much time and
without fatigue.

Table 2.c

25
 LEAVE FACILITIES

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 6 12
GOOD 24 48
FAIR 18 36
POOR 2 4
TOTAL 50 100

Chart 2.c

The table mirrors that 48% of the workers have great fulfilled, though just 2 % have poor
assessment with respect to leave offices gave. Marc Enterprises pvt ltd. gives wiped out,
easygoing, maternity and individual leave to workers and they are happy with this.

26
 Table 2.d

HOUSING FACILITIES

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 10 20
GOOD 18 36
FAIR 12 24
POOR 10 20
TOTAL 50 100

Chart 2.d

Marc Enterprises pvt ltd. provides quarters for their employees. A nominal amount will be
deducted as rent from their salary. So 36% of the employees have good opinions about the
housing facility while there is a tie of 20% each at poor excellent opinions.

27
 Table 2.e

CANTEEN FACILITIES

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 16 32
GOOD 16 32
FAIR 10 20
POOR 8 16
TOTAL 50 100

Chart 2.e

Marc Enterprises pvt ltd.’s canteen provides good and nutritious food to employees at subsidised
rate. 32% of employees have excellent opinions about the canteen also 32% have a good opinion
about canteen facilities too, while 20% have fair opinions and 16% are not satisfied.

28
 Table 2.f

LEAVE TRAVEL CONCESSION

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 11 20
GOOD 20 40
FAIR 14 28
POOR 5 10
TOTAL 50 100

Chart 2.f

Marc Enterprises pvt ltd. provides leave travel facilities for the benefit of its employees. The
workers can avail it every year while officers on a block of 18 months. 40 % of the employees
are of the opinion that these facilities are satisfactory and 22% have excellent opinions while
10% are dissatisfied and 28% have average opinions

29
 Table 2.g

CLUB ACTIVITIES

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 13 26
GOOD 18 36
FAIR 11 22
POOR 8 16
TOTAL 50 100

Chart 2.g

Marc Enterprises pvt ltd. Club give entertainment as music, sports, games and theater and these
contribute a significant job in the physical and mental advancement of workers. The table
presents that 36% of workers have great assessment while 26 % are phenomenally fulfilled
representatives concerning the club offices gave by the organization.

30
3.3 FINANCIAL FACTORS
Marc Enterprises pvt ltd. also consider finance as its important factor as money is that the most
vital to folks that are young and are raising their families then to people who have aligned at a
stage when money needs are less. Financial needs go changing from time to time.
According to Gellerman, money is basically used to remain people within the reorganisation and
not primarily to motivate employees.

To evaluate financial factors, the questionnaire was prepared keeping in view the next factors
like salaries, incentives, retirement pension and various loans.

TABLE 3.a

SALARY

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 11 22
GOOD 19 38
FAIR 12 24
POOR 8 16
TOTAL 50 100

CHART 3.a

Marc Enterprises pvt ltd. gives great pay bundle to workers which empower them to figure more
and diminish work turnover. A large portion of the respondents are fulfilled. 22 % of them
concur that their compensation bundle is amazing while 38% has great suppositions and 24% has
normal assessments.

31
 Table 3.b

INCENTIVES

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 8 16
GOOD 21 42
FAIR 10 20
POOR 11 22
TOTAL 50 100

Chart 3.b

Marc Enterprises pvt ltd. provides incentives to employees based on their performance which in
turn boosts the morale of the employees. As it can be seen most of the respondents are satisfied,
42 % of the employees support this opinion by expressing good opinion and 16% of them are
excellently satisfied.

32
 Table 3.c

RETIREMENT BENEFITS

SATISFACTION FREQUENCY PERCENTAGE

EXCELLENT 6 12
GOOD 21 42
FAIR 12 24
POOR 11 22
TOTAL 50 100

Chart 3.c

The current retirement time of representatives in Marc Enterprises pvt ltd. is 60 years. The
organization gives sufficient significance to its representatives considerably after retirement likewise
through its health advantage plan and benefits bundle. 42 % of the representatives are happy with the
retirement benefits as they have great sentiments about the advantages while 24 % have
communicated normal fulfillment. What's more, 22% has likewise indicated the poor fulfillment from
their side.

33
 Table 3.d

LOANS

Frequency Percentage

Satisfaction Housing Vehicle Education Housing Vehicle Education

Excellent 14 24 12 28 48 24

Average 9 29 12 18 58 24

Poor 12 30 8 24 60 16

Total 50 50 50 100 100 100

Chart 3.d

From the above table we can dissect that,

1. There is almost a tie between of the employees that are satisfied and not satisfied with the
housing loans. But with 4% more of workers agreeing to have excellent housing loan so it is
considered housing loans are good.

2. While in case of vehicle loans, majority of workers are dissatisfied i.e 60%.
3. There is a tie between excellent and average opinions in case of education loans provided..

4. FINDINGS
34
Here are the significant discoveries of the examination:-

1. Marc Enterprises pvt ltd gives satisfactory professional stability to the representatives
which spur them to accomplish their work.

2. The laborers are liberated from different strains in regards to their family security and in
this manner they dedicate longer for their work.

3. Marc Enterprises pvt ltd ought to is working incredible on preparing and improvement
programs.

4. Inter individual connections among representatives existing in the association is very

energized.

5. There is free movement of communication among subordinates, managers and companion

social affairs.

6. Inter-relationship departmental associations in Marc Enterprises pvt ltd is worthy.

7. Majority of the laborers are of the view that the advancement arrangements received by the
corporate ought to be reexamined.

8. The complaint taking care of framework is supported and unfavoured by the representatives
similarly.

9. Job revolution framework ought to be improved so as to build up numerous aptitudes in

representatives and make more noteworthy occupation intrigue and profession choices.

10. Career improvement inside the organization is limited uniquely to goal-oriented and
accomplishment arranged workers for improving their abilities.

11. The representatives do have an extraordinary contribution in dynamic.

12. The laborers are exceptionally happy with the health advantages gave by the corporate .

13. The workers are likewise happy with the transportation offices gave by the organization.

14. The laborers are happy with the debilitated, easygoing, maternity and private leave gave to
them.

15. The flask office of Marc Enterprises pvt ltd is amazing.

16. The leave travel facilities provided by Marc Enterprises pvt ltd are good.

17. The employees are satisfied with housing facilities.

18. Marc Enterprises pvt ltd has astounding club offices as music, sports, games and theater.

35
19. Marc Enterprises pvt ltd gives great pay bundle to representatives, which excites them to
work harder and increase the turnover ratio.

20. Incentives earned by the workers make them quite satisfied.

21. The company provides significantly much importance to their retired workers through
their health advantage plan and benefits bundle.

22. Marc Enterprises pvt ltd's loan facility at concessional pace of intrigue are normal.

36
5. RECOMMEDATIONS

In light of the above discoveries, the accompanying proposals are made for improving
occupation fulfillment among workers in Marc Enterprises pvt ltd.

1. Training projects must be given dependent on the activity content. It ought to be work
related and information based.

2. More and more open doors ought to be given to representatives to advance vocation
development.

3. Incentives might be given to representatives who effectively complete courses under

organization's training help conspire.

4. Job revolution is to be made in any event once in three years.

5. The advancement strategy ought to be time bound and uniform so as to keep the assurance
of the representatives high.

6. The complaint taking care of framework ought to be made progressively proficient and the
organization should see that grumblings are settled rapidly.

7. The representatives ought to be allowed a chance to take an interest in dynamic. With the
goal that the choices can be easily executed

37
 6. CONCLUSION

A worker's appraisal of how fulfilled or disappointed the person is along with their activity might be
an intricate summation of assortment of discrete employment components.

• This activity fulfillment study was a method by which representatives report their sentiments
towards their activity and workplace. It served to a solid demonstrative instrument for surveying
worker issues.

• Improved correspondence is another bit of leeway of the examination. Especially helpful to the
corporate is that the upward correspondence when representatives are urged to remark about what
they truly have in their brains.

• This activity fulfillment study uncovered that complaint dealing with framework, advancement
strategy, work turn, interest in choosing and profession development must be improved. It helped the
board, both to encourage a far superior handle on why workers are slacking and to design better
answers for issues and to evaluate preparing needs.

• This examination demonstrates that the laborers are happy with the clinical offices, annuity bundles,
club offices and flask offices gave by the Marc Enterprises pvt ltd.

• Certain suggestions are given which can be considered by the board to fulfill their workers. In this
manner, the extremely valuable estimation of HR is uncovered and there lies the need to fulfill them.

38
7. LIMITATIONS OF THE STUDY

1. Because of bustling work routine of the worker, chances are high that their reaction to
the questionnaire could likewise be with absence of full focus.

2. Insufficient time cause insufficient concentration in by and large areas.

8. BIBLIOGRAPHY

1. Spector,Paul.E (1997) ‘Job Satisfaction : Application, Assessment, Causes, and

Consequences’, Sage Publications

2. Rowan,Sophie (2008) ‘Happy at Work : Ten Steps to Ultimate Job Satisfaction’, Pearson
Education Limited
3. Hochheiser,Robert M. (1998) ‘Its a Job Not a Jail: How to Break Your Shackles When You
Can’t Afford to Quit’, Simon & Schuster

4. Scheuring-Leipold,!Malissa A. (2008), ‘Job Satisfaction’ , VDM Verlag

5. Buhler, Patricia, Scott,Jason (2009), ‘ The Employee Satisfaction Revolution:

Understanding and Unleashing the Power of a Satisfied Workforce’, Prestwick House, Inc.

6. Cranny,C. J, Smith,Patricia Cain, Stone,Eugène.F (1992), ‘ Job satisfaction: how people feel
about their jobs and how it affects their performance’, Lexington Books
7. Boucher,Jane (2004), 'How to Love the Job You Hate: Job Satisfaction for the 21st Century’,
Beagle Bay Books

8. Esen,Evren (2007) , ‘Job Satisfaction’, Society for Human Resource Management

9. Stride,Chris , D.Wall,Toby, Catley,Nick (2008) ‘Measures of Job Satisfaction, Organisational

Commitment, Mental Health and Job Related Well-being’, John Wiley and Sons

10. Penn, Joanna (2008), ‘How to Enjoy Your Job’, Lulu publishers

11. Cammann, C., Fichman, M., Jenkins, D., Jr., & Klesh, J.R. (1983),’ Assessing the attitudes
and perceptions of organizational members’, John Wiley & Sons, Inc.

12. Hatton, C., Emerson E., Rivers, M., Mason, H., Mason, L., Swarbrick, R., Kiernan, C.,
Reeves, D., & Alborz (1999), ‘Factors associated with staff stress and work satisfaction
in services for people with intellectual disabilities’ Journal of Intellectual Disability Research,
45(4), 253-267.

13. Hoppock, R. (1935), ‘Job Satisfaction’, New York: Arno Press.

39
14. Lambert, E.G., Hogan, N.L., & Barton, S.M. (2001), ‘The impact of job satisfaction on
turnover intent: A test of a structural measurement model using a national sample of workers’,
Social Science Journal, 38(2), 233-251.

15. Meyer J.P. & Allen, N.J. (1997) ‘ Commitment in the Workplace, Theory, Research and
Application’, Thousand Oaks, CA. Sage Publications

16. Porter, L. W. & Steers, R.M. (1973), ‘Organizational, work and personal factors in employee
turnover and absenteeism’, Psychological Bulletin, 80(2), 151-176.

17. Vroom, V.H. (1964), ‘Work and Motivation’, John Wiley & Sons.

9. APPENDICES

The following project was done by doing a survey on 50 sets of employees working in Marc
Enterprises. The questions were divided in 4 factors. Firstly the normal basic information like
Name, Age group, Past experience in company were asked. In the next section questions were
asked regarding Human Resources factors. Then in the next welfare factors and later financial
factors.

The questions were asked in the form of multiple choice questions and multiple choice grid
type of questions.

Here are the screenshots of the survey that was taken.

40
SURVEY

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