Summer Training Report

on
“JOB SATISFACTION OF EMPLOYEE”
Submitted by
AMAN SINGH
MAU20UBA032
Batch: 2020-2023
under the supervision of (Supervisor name: MS. PRERNA)
in partial fulfillment for the award of the degree
of
Bachelor of Business Administration

Submitted To:
Maharaja Agrasen School of Management
Maharaja Agrasen University, Atal Shiksha Kunj, Village: Kalujhanda,
Baddi
District: Solan, (Himachal Pradesh) Pin -174103
Session: 2022-23

.
.
 INITIAL INTERNSHIP REPORT

Reporting Date: 1st July 2022

Name of the student intern: AMAN SINGH

Name of the company: METROCRAFT

Industry Mentor (IM): MR. ARUN THAKUR

Project start date: 1st July 2022

Project objectives: To Study the Job Satisfaction of Employees in METROCRAFT

Project scope and activities: The Scope of Project is Limited to Employees of

METROCRAFT

Project deliverables: Summer Training Report

Signature and Name of Faculty Mentor: MS. PRERNA

Signature and Name of Industry Mentor (IM): MR. ARUN THAKUR

.
 DECLARATION BY THE CANDIDATE

I hereby declare that the Summer Training Report (BM-510) entitled “JOB
SATISFACTION OF EMPLOYEE” submitted in partial fulfillment for the award of
the degree of Bachelor of Business Administration is an original work carried out by me
under the guidance and supervision of Dr./Ms. PRERNA. No part of this Training Report
has been submitted for any other degree or diploma to this or any other university. The
assistance and help received during course of investigation has been duly acknowledged.

(Signature)

Place: BADDI (AMAN SINGH)

Date: 12TH DEC, 2022 (MAU20UBA032)

.
 CERTIFICATE OF THE INTERNAL SUPERVISOR

This is to certify that Summer Training Report (BM-510) entitled “JOB

SATISFACTION OF EMPLOYEE” “submitted in partial fulfillment for the award of
degree of Bachelor of Business Administration to Maharaja Agrasen School of
Management of Maharaja Agrasen University, Village: Kalujhanda, District: Solan,
(Himachal Pradesh) Pin -174103 is a bonafide work carried out by (AMAN SINGH),
(MAU20UBA032) under my guidance and supervision. No part of this Project Report has
been submitted for any degree or diploma.

Place: BADDI Supervisor Name and Signature:

Dr. /Ms: PRERNA
Date: 12TH DEC,2022 Designation: ASSISTANT PROFESSOR

.
TABLE OF CONTENTS

TITLE
 DECLARATION
 CERTIFICATE
 ACKNOWLEDGEMENT
 LIST OF FIGURES
 LIST OF TABLES

I. INTRODUCTION
Introduction to Industry
Company Profile

II. ABOUT THE TRAINING PROJECT

 Introduction to Job Satisfaction

 Need and Scope
 Factors influencing
 Maslow’s Hierarchy of Needs
 Significance
 Project’s Rationale and Goals

III. ANALYSIS AND INTERPRETATION OF THE PROJECT

IV. FINDINGS OF THE PROJECT

 Findings
 RECOMMENDATIONS
 Contribution of the intern

V. CONCLUSION

BIBLIOGRAPHY

.
 I INTRODUCTION

INTRODUCTION TO INDUSTRY:

The pharmaceutical industry in India was valued at an estimated US$42 billion in 2021.
India is the world's largest provider of generic medicines by volume, with a 20% share of
total global pharmaceutical exports. It is also the largest vaccine supplier in the world by
volume, accounting for more than 50% of all vaccines manufactured in the world. With
industry standards compliant mega production capabilities and large number of skilled
domestic workforce, Indian exports meet the standards and requirements of highly
regulated markets of USA, UK, European Union and Canada.[1][2] According to the
Department of Pharmaceuticals, Ministry of Chemicals and Fertilizers, domestic
pharmaceutical market turnover reached Rs 129,015 crore (US$18.12 billion) in 2018,
growing 9.4 per cent year-on-year and exports revenue was US$17.28 billion in FY18 and
US$19.14 billion in FY19.

As of 2021, most of pharmaceuticals made in India are low cost generic drug which
comprise most of pharmaceutical export of India. Patented medicines are imported. APIs
are imported from China (60% supplies by volume worth US$2.4 billion) and Germany
(US$1.6 billion) as well as from US, Italy and Singapore. To foster an Atmanirbhar
Bharat by enhancing the R&D, Make in India product development and high-value
production capabilities, import substitution and domestic manufacture of active
pharmaceutical ingredient (API) the government has introduced a US$2 billion incentive
program which will run from 2021–22 to 2027–28. In 2019 the Department of
Pharmaceuticals announced that as part of the Make in India initiative, drugs for local use
and exports must have 75% and 10% local APIs respectively and a bill of material must
be produced for verification. During 2018–2021, India ranked third globally in terms of
dollar value of drugs and medicines exports.

Major pharmaceutical hubs in India are (clockwise from northwest): Vadodara,

Ahmedabad, Ankleshwar, Vapi, Baddi, Sikkim, Kolkata, Visakhapatnam, Hyderabad,
Bangalore, Chennai, Margao, Navi Mumbai, Mumbai, Pune and Aurangabad.

.
Industry sector development

Government intervention

The Indian government established the Department of Biotechnology in 1986 under the
Ministry of Science and Technology. Since then, there have been a number of dispensations
offered by both the central government and various states to encourage the growth of the
industry. India's science minister launched a program that provides tax incentives and grants
for biotech start-ups and firms seeking to expand and establishes the Biotechnology Parks
Society of India to support ten biotech parks by 2010. Previously limited to rodents, animal
testing was expanded to include large animals as part of the minister's initiative. States have
started to vie with one another for biotech business, and they are offering such goodies as
exemption from VAT and other fees, financial assistance with patents and subsidies on
everything ranging from investment to land to utilities.
The Government started to encourage the growth of drug manufacturing by Indian companies
in the early 1960s, and with the Patents Act in 1970. ] The government has addressed the
problem of educated but unqualified candidates in its Draft National Biotech Development
Strategy. This plan included a proposal to create a National Task Force that will work with the
biotech industry to revise the curriculum for undergraduate and graduate study in life
sciences and biotechnology. The government's strategy also stated intentions to increase the
number of PhD Fellowships awarded by the Department of Biotechnology to 200 per year.
These human resources will be further leveraged with a "Bio-Edu-Grid" that will knit together
the resources of the academic and scientific industrial communities, much as they are in the
US.
The biotechnology sector faces some major challenges in its quest for growth. Chief among
them is a lack of funding, particularly for firms that are just starting out. The most likely
sources of funds are government grants and venture capital, which is a relatively young
industry in India. Government grants are difficult to secure, and due to the expensive and
uncertain nature of biotech research, venture capitalists are reluctant to invest in firms that
have not yet developed a commercially viable product.

Incentives for R&D, product development and high-value production

Government of India has launched a Production Linked Incentive (PLI) Scheme for
Pharmaceuticals with provision for disbursal of US$2 billion or iNR 15,000 crore government
incentives, which will run from 2020–21 to 2028–29, to reduce import dependence, benefit
domestic manufacturers, boost product diversification and innovation for development of
complex and high-tech products especially in in vitro diagnostic devices and emerging
technologies especially in cell based or gene therapy, employment generation and production
of wide range of lower cost affordable medicines for consumers with the aim to achieve
incremental sales of US$4 billion or INR 294,000 crore and incremental exports of US$2.7
billion or INR 196,000 crore between 2022–23 to 2027–28.

Research and product development

Product development[
Indian companies are also starting to adapt their product development processes to the new
environment. For years, firms have made their ways into the global market by researching
generic competitors to patented drugs and following up with litigation to challenge the patent.
This approach remains untouched by the new patent regime and looks to increase in the
future. However, those that can afford it have set their sights on an even higher goal: new
molecule discovery. Although the initial investment is huge, companies are lured by the
promise of hefty profit margins and thus a legitimate competitor in the global industry.
Patents
In 1970, Indira Gandhi enacted legislation which barred medical products from being
patented in the country. In 1994, 162 countries including India signed the Trade-Related

.
Aspects of Intellectual Property Rights (TRIPS) agreement, which stipulated that patents had
to be given to all inventions including medicines. India and other developing countries were
provided an extra ten years to comply fully with the conditions mandated by TRIPS. India
succeeded in including a crucial clause to the agreement in the form of the right to
grant compulsory licenses (CLs) to others to manufacture drugs in cases where the
government felt that the patent holder was not serving the public health interest. This right
was used in 2012, when Natco was granted a CL to produce Nexavar, a cancer drug. In
2005, a provision was added to the new legislation as section 3(d) which stipulated that a

medicine could not be patented if it did not result in "the enhancement of the known efficacy
of that substance".
A significant change in intellectual property protection in India was 1 January 2005 enactment
of an amendment to India's patent law that reinstated product patents for the first time since
1972. The legislation took effect on the deadline set by the WTO's Trade-Related Aspects of
Intellectual Property Rights (TRIPS) agreement, which mandated patent protection on both
products and processes for a period of 20 years. Under this new law, India will be forced to
recognise not only new patents but also any patents filed after 1 January 1995.
In December 2005, the TRIPS pact was amended to incorporate specific safeguards to
ensure that the public health concerns of affordability and accessibility for a large section of
people in developing countries was not compromised. These amendments came into force
only in January 2017, however, after two-thirds of the member countries ratified them In the
domestic market, this new patent legislation has resulted in fairly clear segmentation. The
multinationals narrowed their focus onto high-end patents who make up only 12% of the
market, taking advantage of their newly bestowed patent protection. Meanwhile, Indian firms
have chosen to take their existing product portfolios and target semi-urban and rural
populations.

Type of companies

The Indian pharmaceutical industry has 5 important segments; contract research and
manufacturing services (CRAMS), active pharmaceutical ingredients
(APIs), formulations, biologics and biosimilars, and vaccines.[25][26] Various types of companies
are within these segments.
Formulations
India is considered globally as a high-quality generic medicines manufacturer. Most of India's
largest pharmaceutical companies manufacture and export generic medicines, and are
among the largest generic medicine companies globally. These companies include Sun
Pharma, which is India's largest and the world's fourth largest specialty generics
pharmaceutical company.[28] Cipla, another large Indian pharmaceutical company, is noted for
its pioneering role in manufacturing and exporting low-cost generic HIV/AIDS drugs to
developing countries.[29] As of 2021, Lupin is the third largest pharmaceutical company in
the United States by prescriptions.[30]

Active pharmaceutical ingredients (APIs)

As of 2021, India's APIs market is worth $11.8 billion and is forecasted to grow at a
compound annual growth rate of 12.24% until 2027. Several Indian companies manufacture
APIs. One of India's largest pharmaceutical companies, Divi's Laboratories, is the world's
largest manufacturer of more than 10 generic APIs. Laurus Labs supplies APIs to 9 out of the
10 largest generic pharmaceutical companies, and is a leading producer of APIs
for antiretroviral, cardiovascular and oncology drugs. Piramal Pharma, a company that is part
of the Piramal Group, develops and manufactures peptide APIs.

.
Contract research and manufacturing services (CRAMS )
India has a rapidly growing CRAMS sector.[35] Several Indian companies offer CRAMS
services, which also includes contract development and manufacturing (CDMO) services. [36]
[37]
Most of India's CRAMS companies and contract manufacturing organizations (CMO)
operate in the small molecules segment.[38] Laurus labs offers biologics and fermentation
CDMO services.[36] Divi's Laboratories's CDMO client's include 6 of the top 10 largest
multinational pharmaceutical companies.[39] Syngene, a subsidiary of Biocon, offers CRAMS
small molecules APIs and biologics.[38] Piramal Pharma, through its investment in Yapan Bio
offers CDMO services for biologics which include vaccines, gene therapies, and monoclonal
antibodies.[40] Suven Pharmaceuticals offers services across the entire CDMO value chain
with both intermediates & API related CDMO services.[41] The company is also among the top
five CDMO companies in India who supply high quality intermediaries to innovator
companies.[41]

Biologics and biosimilars

As of 2021, India controls only 8% of the world's biopharmaceutical market.] India's domestic
biosimilars market is projected to be valued at US$35 billion by 2030. Biocon is India's largest
and fully-integrated biopharmaceutical company.In 2021, Biocon Biologics, a subsidiary of
Biocon, received USFDA approval for Semglee, which is the first interchangeable
biosimilar insulin glargine.[44] Another subsidiary of Biocon, Biocon Sdn Bhd, built Asia's
largest integrated insulin manufacturing and R&D facility in Malaysia, with a $300 million
investment.Sun Pharma has stated that it intends to look at opportunities in third wave of bio-
pharmaceuticals that are going off patent in 2026–27. Intas Pharmaceuticals is a large
company in the global biosimilar monoclonal antibodies market
Vaccines
As of 2021, India is the world's largest manufacturing region for vaccines. [47] In 2021,
the World Health Organization (WHO) stated that India has more than a 40% of the global
market share in vaccines. Serum Institute of India (SII) is the world's largest vaccine
manufacturer by volume.[] SII manufactured Covishield, the Oxford-AstraZeneca COVID-19
vaccine, which is the most administered COVID-19 vaccine in India. SII and MassBiologics,
part of the University of Massachusetts Chan Medical School, developed Rabishield, a first of
its kind rabies human monoclonal antibody.] Bharat Biotech, in collobartion with the Indian
Council of Medical Research (ICMR) - National Institute of Virology (NIV),
developed Covaxin, India's first COVID-19 vaccine. Bharat Biotech is also one of the first
companies to develop vaccines for the Zika and Chikungunya viruses.

.
COMPANY PROFILE

METROCRAFT is popularly known as METROCRAFT. METROCRAFT is in the

industry of Pharmaceutical and Medicine Manufacturing. It is a Partnership with its

office registered in Himachal Pradesh . Director of METROCRAFT is SH ASHWANI

KUMAR.. The company carries out its major operations from Himachal Pradesh.

The company got registered under GST on July 9, 2017 and was

allotted 02ABBFM5524H2ZN as the GST Number. This company is a Regular taxpayer .

METROCRAFT's Corporate Identification Number is (CIN) PARTNERSHIP-

9000959 and its registration number is . Its registered address is METROCRAFT

VILLAGE BHATOLI KALAN KHASRA NOS,1, 874/450/1/1 AND 2091/451/1/1/1

BADDI,HIMACHAL PRADESH-173205. Current status of METROCRAFT is

Active. Company is also written / known as M/S METROCRAFT.

METROCRAFT comprises establishments primarily engaged in one or more of

the following:

1) Manufacturing biological and medicinal products

2) Processing (i.e., grading, grinding, and milling) botanical drugs and herbs

3) Isolating active medicinal principals from botanical drugs and herbs

4) Manufacturing pharmaceutical products intended for internal and external

consumptions in such forms as ampoules, tablets, capsules, vials,

ointments, powders, solutions and suspensions.

Why Metrocraft?

Superior Quality: Metrocraft Quality, First Time and Every Time

Being Consistent: Steady and Reliable - Extension of your manufacturing /
production facility

OTIF (On-Time In-Full): The Pulse of your business

Trust: We respect your confidentiality

Transparent: Our mantra for continuous growth with you

People Centric: It's our people who drive the business. We respect our clients and
our team

.
Technology: We invest in technology to streamline the process and deliver
highest quality product

Our Vision

The future we are striving for, is that: To be globally admired and respected for
providing The Superior Quality, First Time and Every Time and to become the
global leader in producing world-class Health care, Personal care and Home care
products for discerning customers. To dedicate ourselves for humanity’s quest for
longer, healthier and happier lives, through innovative healthcare products.

Our Mission

To uphold our social responsibilities of delivering highest standard healthcare

services to all segments of society without compromising on our core values
of integrity, good ethics and commitment. To become a globally acclaimed
pharmaceutical company through development and introduction of wide
portfolio of Pharmaceutical.

METROCRAFT PRODUCTS:

1) DICLOFENAC DIETHYLAMINE GEL

.
2) CLOTRIMAZOLE CREAM

3) BETAMETHASONE CREAM

.
 4) H
Y
D
R
O
Q
UI
N
O
N
E,

TRETINOIN WITH MOMETASONE , VAGINAL WASH

II ABOUT THE TRAINING PROJECT

INTRODUCTION TO JOB SATISFACTION:

.
The father of scientific management Taylor's (1911) approach to job
satisfaction was based on a most pragmatic & essentially pessimistic
philosophy that man is motivation by money alone. That the workers
are essentially 'stupid & phlegmatic' & that they would be satisfied
with work if they get higher economic benefit from it. But with the
passage of time Taylor's solely monetary approach has been changed to
a more humanistic approach. It has come a long way from a simple
explanation based on money to a more realistic but complex approach
to job satisfaction. New dimensions of knowledge are added every day
& with increasing understanding of new variables & their inter play,
the field of job satisfaction has become difficult to comprehend.

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 relates to the total relationship between an individual
and the employer for which he is paid. Satisfaction means the simple
feeling of attainment of any goal or objective. Job dissatisfaction brings
an absence of motivation at work.
Research workers differently describe the factors contributing to job
satisfaction and job dissatisfaction. Hoppock describes job satisfaction
as, “any combination of psychological, physiological and
environmental circumstances that cause and person truthfully to say I
am satisfied with my job.”

Job satisfaction, an unquantifiable metric, is defined as a positive emotional

response you experience when doing your job or when you are present at work.
Leading organizations are now trying to measure this feeling, with job satisfaction
surveys becoming a staple at most workplaces.
It’s important to remember that job satisfaction varies from employee to
employee. In the same workplace under the same conditions, the factors
that help one employee feel good about their job may not apply to
another employee. For this reason, it is essential to have a
multidimensional approach to employee satisfaction.

Need:

.
Job satisfaction, an unquantifiable metric, is defined as a positive emotional response you
experience when doing your job or when you are present at work. Leading organizations
are now trying to measure this feeling, with job satisfaction surveys becoming a staple at
most workplaces.
It’s important to remember that job satisfaction varies from employee to employee. In the
same workplace under the same conditions, the factors that help one employee feel good
about their job may not apply to another employee. For this reason, it is essential to have a
multidimensional approach to employee satisfaction, covering the following areas:
 The challenging nature of work, pushing employees to new heights
 A level of convenience (short commutes, access to the right digital tools, and
flexible hours)
 Regular appreciation by the immediate management and the organization as a
whole
 Competitive pay, which employees maintain a good quality of life
 The promise of career progression in sync with employees’ personal growth
targets

SCOPE

1. Communication
Communication can be extremely important to retaining levels of satisfaction, on both a
personal and professional level. It is exhibited in allowing employees to be open,
collaborative, trustworthy, and even confrontational when needed.
2. Culture
Defining a company culture links to job satisfaction as it provides values and guidance
about topics ranging from organizational goals to appropriate levels of interaction
between employees.
3. Security
It’s no surprise that once a culture is established in a workplace, satisfaction can then be
enhanced by added feelings of security. Security may arise from knowing you work for a
viable company with long-term goals, insinuating feelings of belonging to that company
(Berg, Grant, & Johnson, 2010). This can be enhanced by having honest communication
and transparency within a company.
4. Leadership
Tied into increased motivation for employees, leadership, or influencing a group toward
the achievement of a vision or set of goals (Kinicki & Kreitner, 2006), can lead to job
satisfaction by making sure communication and instruction of tasks is adequate and easily
understood.
In turn, when employees feel that leaders can guide them through tasks, their motivation
and satisfaction increases.
With leadership having a crucial influence on job satisfaction, this related article
with leadership activities is a recommended read.

5. Opportunities

.
Employees can gain more satisfaction with their job when more challenging opportunities
arise. This can lead to participation in interesting and diverse projects and get employees
away from the monotony of a role.
6. Career development
Employees can become more satisfied with their job when they know there is an
individualized plan for them. Beyond the formal nature of appraisals, if there is a path in
place for growth, this can encourage employees to stay happier for longer.
7. Working conditions
Job satisfaction can be increased if a resilient workplace is a cooperative environment.
This means a place with respect for diverse ideas and opinions, honest and constructive
feedback, mentoring opportunities, and freedom from harassment.
8. Employee personality
Most ingredients linked to job satisfaction may have roots in elements outside of the
employees’ control (such as leadership from managers and communication from company
leaders), but what about the employees themselves? Can they control their own levels of
satisfaction? Bakker, Tims, and Derks (2012) talk about just that.
These researchers discuss how job satisfaction can be determined by how proactive the
employee is at work. Does the employee proactively seek out a manager for feedback?
Does the employee go the extra mile to achieve tasks within a company? Does the
employee try to stick to company goals, lead meetings, and ask questions when unsure
about how to complete a task?
If yes, these employees are ones who can show more satisfaction in the workplace.
Proactiveness in the workplace can lead to positive job appraisals, which when fed back to
the employee, can lead to satisfaction.
For more on constructive feedback, read our article discussing ways to give negative
feedback constructively.
9. Pay and benefits
Organizational success and job satisfaction are also linked to employees’ perceptions of
adequate pay and benefits (Edwards, 2008).
While pay and benefits are not the only reason employees find satisfaction in their
workplaces, research going back more than 30 years (e.g., Gerhart, 1987) shows that pay
and benefits, at least according to how employees view themselves in their roles, has
ranked high on lists of job satisfaction factors.

FACTORS INFLUENCING JOB SATISFACTION:

.
The various factors influencing job satisfaction may be classified into two types.
1)Job content:
According to the theory, the absence of hygiene factors can create job
dissatisfaction, but their presence does not motivate or create satisfaction
were the job is less repetitive and their is a variation in job content, job
satisfaction lends to be higher.
2) Occupational level:
The higher level of the job in organizational hierarchy, th4 greater will be
the satisfaction of the individual. This is because positions at higher
levels are general better paid, more challenging and provides greater
freedom of operation. Such jobs carry greater prestige, self control and
better satisfaction.
3) Pay and promotion:
We all know that higher pay and better opportunities for promotion read
to job satisfaction.
4) Work group:

Man is a social animal and always likely to be associated with other’s

interaction in the work group them to satisfy their social and
psychological needs. Hence workers who works isolated generally found
to be dissatisfied.
5) Supervision:
A good supervisor who cares his subordinates lends to improve job
satisfaction. Such a supervisor take personal interest in his subordinates
and allow them to participate in the the decision making process.
6) Personal factors:
The personal factors affecting the job satisfaction
are as follows:-
7) Age:
Many research studies establish the relation between age and job
satisfaction. It is found the workers in the advanced age group found to
be more satisfied compared to younger generations.
8) Educational status:
Generally highly educated employees lend to be loss satisfied than low
educated because of their high job aspirations.
9) Marital status:
It is generally believed that married employees having more dependants lend to
the more dissatisfied due to their greater family responsibility. At the same time
we have to say that such employees may be more satisfied because they value
their unmarried counter parts.
10) Experience:
Job satisfaction lends to increase in experience. But it may decrease after a
long of experience particularly among people who have not realized their
job satisfaction.

.
MASLOW’S HIERACHY OF NEEDS:

Some argue that Marlow’s hierarchy of needs theory, a motivation

theory, laid the foundation for job satisfaction theory. This theory

explains the people seek to satisfy five specific needs in life.

Psychological needs, safety needs, social needs

1)Physiological Needs:

category consists of primary needs of human body such as food water,

shelter and sex. Physical needs will dominate when all needs are
unsatisfied. In such a case, other need would serve as a basis for
motivation.

2) Safety Needs:

Safety need include protection from physics harm, ill health, economic
disaster and avoidance of the unexpected. From the managerial point of
view, safety need manifest themselves in attempts to ensure job
security and attempts to move towards greater financial support.

3) Social Needs:

These needs are related to the social nature of people and their need for
companionship. This level in the hierarchy is the point departure from
the physical or quasi physical need of the two previous levels. Non
satisfaction of this level of need may affect the mental health of the
individual.

4) Esteem Needs:

These need consist both of the need for awareness importance to others
and the actual esteem form others. Esteem from others must also be felt
as warranted and deserved satisfaction, of these needs leads to a self
confidence and prestige.

5) Self Actualization Needs:

Maslow defined the need as the desire to become more and more
that on is, to because everything one is capable of becoming. This

.
means that individual will fully realize the potentialities of talents
and capabilities.

Organizations in India have been extremely successfully in satisfying

lower level needs. Through the wages or salary, the receive, individuals
are able to satisfy the psychological needs of themselves and their
families. Organizations also aid in satisfying security or safety need
through both salary and fringe benefit programmer,

Finally they aid on satisfying social need by allowing interactions and

association with others on the job.

SIGNIFICANCE OF JOB SATISFACTION:

1)Lower Turnover:

Lower turnover is when a company has a small number of employees

leave relative to the employees hired or employed at the start. A
candidate is more likely to search for jobs if they are having low job
satisfaction; whereas if a person is satisfied with his/her career, they are
less likely to change careers.

2) Productivity:

Employees who have high job satisfaction tend to achieve higher

productivity. Higher productivity in employees is seen when they are
happy with their job and focus well on their tasks. A single member’s
high productivity in a team boosts the confidence of others in the same
manner.

3) Loyalty:

When employees in the organization feel that the company has their
best interest, they often support its mission and work hard to produce
the best results. In this case, job satisfaction and level of loyalty will be
increased, and they will be more likely to communicate positive words
around their known.

4) Increased Profits:

If employees are safe and satisfied with their work and responsibilities,
it can lead to lower costs and high sales and a robust bottom line.
Happy employees are satisfied employees who are willing to follow
their workers and cooperate with the organization during emergencies.
If you feel you are missing out on this sense of fulfilment, here are
some ways to make your work more satisfying and rewarding, both for
yourself and your organization:

.
5) out opportunities:

Don’t let the everyday work routine leave you feeling like you are
trapped in a job that offers no growth prospects. Look out for new
projects and actively seek opportunities where you can contribute your
skills and talents. The key is not to let boredom spread its web over
your workday. Read up on the current trends in your industry, take up
courses that can enhance your skillset and attend seminars to stay on
track with the career goals you set for yourself when starting in the
field.

6) Value creation:

Even a job that is most suited to your qualifications and skills can
sprout dissatisfaction over time if there is no motivation to drive that
work; more so if you do not feel a connection with the work you do.
You can impart a sense of value to what you do by seeing the bigger
picture by asking yourself - ‘why’ you do ‘what’ you do.

7) Develop and maintain steady work relationships:

Job satisfaction means being in resonance with both the work and the
workplace. Building good relations with those you work with is also
essential. Having people skills helps in getting a task completed
efficiently and without conflict. If you are part of a team, sharing your
successes will allow you to feel a sense of connection and team spirit,
leading to a greater understanding of fulfilment.

8) Work-life balance:

How you manage your work and time determines how far you can keep
your stress away, and prevent burnout from work. Maintaining a
healthy balance between work and home will keep your enthusiasm
levels high and not make going to work every morning feel like a task
in itself.

9) Staying positive:

Sure, there’ll be good days and bad days at work. The key is not to get
bogged down by the odd monotonous assignments, setbacks or office
politics; instead, maintain a positive attitude (view challenging projects
as challenges and mistakes as an opportunity to learn) and stride ahead
with the confidence that your difficult task is a step in the direction of
professional advancement

Project’s Rationale and Goals

Project TitleA Comprehensive Study of Job SatisfactionObjectivesObjectives of the

Study:

.
• To measure the employee job satisfaction level in Organisation.

• To study the employees perception towards Organisation.

• To study the attitude of the employees towards their work.

• To identify the factors that motivates the employees.

• To give suggestion for the growth and perspective of the company.

• To check the degree of satisfaction of employees. Problem StatementThe term

Job Satisfaction figures prominently in any discussions on management of human
resources. 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

Positive attitude towards job are equivalent to job satisfaction where as negative
attitude towards job has been defined variously from time to time. In short job
satisfaction is a person’s attitude towards job. Job satisfaction is an attitude which
results from balancing and summation of many specific likes and dislikes
experienced in connection with the job their evaluation may rest largely upon one’s
success or failure in the achievement of personal objective and upon perceived
combination of the job and combination towards these ends. According to
pestonejee, job satisfaction can be taken as a summation of employee’s feeling in
four important areas.

• Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers,

opportunities on the job for promotion and advancement (prospects), overtime
regulations, interest in work, physical environment, and machines and tools. •
Management –Supervisory treatment, participation, reward and punishment,
praises and blames, leaves policy

• Personal adjustment – health and emotionality. Job satisfaction is an important

indicator of how employees feel about their job and a predictor of work behaviour
such as organizational citizenship, absenteeism, and turnover. Job satisfaction
benefits the organization includes reduction in complaints and grievances,
absenteeism, turnover and termination; as well as improved punctuality and worker
morale. Job satisfaction is also linked with a healthier work force and has been
found to be a good indicator of longevity. Job satisfaction is not synonyms with
organizational morale, which the possessions of feeling have being accepted by
and belonging to a group of employees through adherence to common goals and
confidence in desirability of these goals. Job satisfaction is more an individual state
of mind.Methodology8. Methodology to be used: I. Data Collection Method: The
study is both empirical and analytical. Both primary and secondary data has been
collected for the purpose of the study and

III ANALYSIS AND INTERPRETATION OF THE PROJECT

.
1)What is your age?

Table no: 1
Respondent option No of responses Percentage

18-30 34 68%

30-40 12 24%

40-50 3 6%

More than 50 year 1 2%

Graph no: 1

No of responses

6%

25%

18-30
30-40
69%
40-50

Interpretation:

From the above graph interpreted that 68% respondents is under 30

years old, 24% employees under 30-40 years old and 6% employees are
under 40-50 years old and only 1 employee is above 50 years old.

2) What is your Working Hour?

Table no:.2

.
 Respondent Option No of Responses Percentage

8hr 22 44%

12hr 17 34%

Above 12hr 7 14%

Sometimes 8hr, 4 8%
Sometimes 12hr
Total 50 100%

Graph no: 2

25

20

15

10

0
8hr 12hr Above 12hr Sometimes 8hr,
Sometimes 12hr

No of Responses Percentage

Interpretation:

From the above graph it can be interpreted that 44% respondents do

their work in 8hr. The 34% respondents do work in 12hr and 14%
respondents do their job above 12 hour and 8% respondents do their job
for sometimes 8hr or sometimes 12hr.

3) Whether you are Satisfied with your Work?

.
Table no: 3
Respondent Option No of Responses Percentage
Yes 45 90%

No 1 2%

Can’t Say 4 8%

Total 50 100

Graph no: 3

Can’t Say

No Percentage
No of Responses

Yes

0 10 20 30 40 50

Interpretation:

From the above graph it can be interpret that 90% of the respondents
are satisfied with their work. 2% respondents are not satisfied with the
work because of work load and Stress and 8 % respondents are unable
to say anything.

4) Whether you are Satisfied with your salary?

Table no: 4

.
 Respondent Option No of Responses Percentage
Yes 35 70%

No 12 24%

Can’t Say 3 6%

Total 50 100

Graph no: 4

No of Responses

6%

24%

Yes
No
70%
Can’t Say

Interpretation:

From the above graph it can be interpreted that 70% respondents are
satisfied with his salary whereas 24% respondents cannot satisfy with
their salary because they want more salary and 6% respondents can’t
say anything.

5) Whether you enjoy with your work?

Table no: 5

.
 Respondent Option No of Responses Percentage
Yes 32 64%

No 18 36%

Total 50 100

Graph no: 5

Yes

2%

No of Responses
Percentage

98%

Interpretation:

From above graph it can be interpreted that 64% respondents enjoy their work and do
their work carefully and 36% respondents are not enjoy their work as per their opinion
the company environment is not good.

6) Whether you are secure in your organization?

.
Table no: 6
Respondent Option No of Responses Percentage
Yes 50 100%

No 0 0%

Total 50 100%

Graph no: 6

Percentage

No
Yes

No of Responses

0 10 20 30 40 50 60

Interpretation:

From the above graph it can be interpreted that all the respondents are secure in the
organization because the organization provides good security facility to the workers.

7) Are you satisfied with physical working environment of the company?

Table no: 7

.
 Respondent Option No of Responses Percentage
Excellent 15 30%

Good 33 66%

Poor 2 4%

Total 50 100%

Graph no: 7

No of Responses

4%
30%

Excellent
Good
66% Poor

Interpretation:

From the above graph interpret that 66% employees were feeling good about working
environment and 33% employees were feel excellent about their working environment.

8) Are you satisfied with welfare activities?

Table no: 8

.
 Respondent option No of responses Percentage

Strongly satisfied 15 30%

Satisfied 25 50%

Neutral 10 20%

Dis-satisfied 0 0%

Total 50 100%

Graph no: 8

No of responses

0%

20% Strongly satisfied

30%

Satisfied

Neutral
50%

Dis-satisfied

Interpretation:
From the above graph interpreted that maximum 50% employees are satisfied and 30%
employees are strongly satisfied with welfare activities provided by the company.

9) Are you satisfied with top management?

.
Table no: 9
Respondent option No of responses Percentage

Satisfied 35 70%

Neutral 18 36%

Dis-satisfied 2 4%

Total 50 100%

Graph no: 9

40
35
30
25
20
15
10 5
0
Satisfied Neutral Dis-satisfied

No of responses

Percentage

Interpretation:
From the above graph interpreted that 70% employees are satisfied , 36% employees are
neutraly satisfied with top management. only 4% employees are dis-satisfied with top
management

10) Does the top management involve employees in the management decisions?

.
Table no: 10
Respondent option No of responses Percentage

Yes 35 70%

No 1 2%

Can’t say 14 28%

Total 50 100%

Graph no: 10

Can’t say

No Percentage
No of responses

Yes

0 10 20 30 40

Interpretation:
From the above graph interpreted that maximum respondent’s agree that management
involved in management decisions.

.
11) What is your opinion about company cleanness?

Table no: 11
Respondent Option No of Responses Percentage
Good 25 50%

Medium 17 34%

Bad 8 16%

Total 50 100%

Graph no: 11

No of Responses

16%

50%
Good

34% Medium
Bad

Interpretation:

From the above graph it can be interpreted that 50% respondents says the company
cleanness is good, 34% respondents says the cleanness is somewhat good and 16%
respondents say that company cleanness is somewhat bad.

.
12) Do you think that the incentives and other benefits will influence your
performance?
Table no: 12
Respondent option No of responses Percentage

Influence 35 70%

Does not influence 00 0%

No opinion 15 30%

Total 50 100%

Graph no: 12

40
35
30
25
20
15
10 5
0
Influence Does not No opinion

influence

No of responses Percentage

Interpretation:
The above graph interpreted that maximum respondent’s think about the benefits and
incentives are influence the employees performance.

.
13) Do you get opportunity for learning and growth in your organization?
Table no: 13
Respondent option No of responses Percentage

Satisfied 27 54 %

Neutral 21 42%

Dis-satisfied 2 4%

Total 50 100%

Graph no: 13

Dis-satisfied

Neutral Percentage
No of responses

Satisfied

0 5 10 15 20 25 30

Interpretation:
Most of the employees agrees that they get opportunity to learning and growth of the
organization.

.
14) Is the management helpful and sympathetic to your problems in workstation?
Table no: 14
Respondent option No of responses Percentage

To some extent 20 40%

To large extent 30 60%

Graph no: 14

To large extent

Percentage
No of responses

To some extent

0 5 10 15 20 25 30 35

Interpretation:
60% of the employees feel that the management is sympathetic to some extent in their
problems faced by workstation.

.
15) Are you satisfied with monitory benefits provided by the company?
Table no: 15
Respondent option No of responses Percentage

Satisfied 30 60%

Neutral 20 40%

Dis-satisfied 00 00%

Total 50 100%

Graph no: 15

No of responses
0%

40%
Satisfied

60% Neutral

Dis-satisfied

Interpretation:
From the above graph interpreted that maximum respondent’s are satisfied with monitory
benefits provided by the company.

.
IV FINDINGS OF THE PROJECT

Findings
1) Majority of employees under 30 years old.
2) The maximum workers are working in the organization for 8 hours.

3) Employees are satisfied with organization.

4) Organization provide better salary depend on their work.

5) Majority of workers are enjoying their work.

6) All the respondents are secure in the organization.

7) Maximum employees were feeling good about physical working environment of the
company.

8) Majority of the employees are satisfied with welfare activities taken by the
organization.

9) Majority of employees are satisfied with top management.

10) Maximum employees agree that management involved in management decisions.

11) Workers says that company cleanness is very good.

12) Maximum respondent’s think about the benefits and incentives are influence the
employees performance.
13) Most of the employees agrees that they get opportunity to learning and growth of the
organization.
14) Employees feel that the management is sympathetic to some extent in their problems
faced by workstation.

15) Maximum respondent’s are satisfied with monitory benefits provided by the
company.

RECOMMENDATIONS

.
1) Training program should be conducted for both personal as well as technical
development. Management key should recognise talents and encourage them to grow
in the organization.

2) To provide more carrier opportunity and promotional policy

3) To provide performance based reperfrds and recognition to improve motivation of the

employees.

4) Organization can try and increase the level of workers participation in decision
making.

5) More attention should be given for overall development of employees welfare

activities.

Organization can motivate individual through proper counseling and guidance

Contribution of the intern

I was able to understand the working conditions of pharmaceutical industry in
India circumstances much better than before. It also improved my general knowledge
about equipment commonly used in our industries.

Through this internship, I not only got the opportunity to experience but I also
Learnt the applications off these theories in actual the application. I got to observe the
whole working environment of pharmaceutical industry and the important aspects
regarding the production of high quality pharmaceuticals and carrying out important
quality control tests to ensure that all procedures carried out during production.

The entire journey of internship allowed me to identify my strengths and weaknesses,

And use both them to the best advantage of my career.

V CONCLUSION
Job satisfaction is a key aspect for success of every enterprise, when employees are
satisfied work of performance will increase.

Job satisfaction of employees in any organization is of paramount importance to achieve

the targeted goals on a sustainable basis. The research on the subject has put that building

.
of employee’s competencies and self-confidence through training, feedback, and
recognition should be a permanent activity of the organization. It is noticed that high job
satisfaction is closely related to the feeling of effectiveness on the job.

BIBLIOGRAPHY

Websites:

www.google.com
www.99corporates.com
www.wikipedia.com
www.Ambitionbox.com
www.mastersindia.co