Journal of Engineering Sciences Vol 15 Issue 08,2024

A PROJECT REPORT ON
“JOB SATISFACTION OF EMPLOYEES AT HERITAGE FOODS
LIMITED”
Mr. A ASHOK KUMAR
AGURLA ASHOK KUMAR ¹, Mr.Dr. NIRANJAN (Assistant professor) ², Dr.K.VEERAIAH ³
(Professor & HOD) .
AUTHOR¹, AUTHOR ², AUTHOR ³
Marri Laxman Reddy Institute of Technology & Management
(Autonomous Affiliated to JNTU Hyderabad)
DUNDIGAL, HYDERABAD.
Abstract

Job satisfaction is a crucial aspect of organizational success, impacting both employee well-being and
overall productivity. It refers to the extent to which employees feel content and fulfilled with their job roles,
working conditions, and organizational culture. Job satisfaction encompasses various factors, including
work environment, compensation, career advancement opportunities, and interpersonal relationships.
Understanding these elements is essential for creating a motivated and productive workforce.

I. INTRODUCTION
Job satisfaction is a critical aspect of organizational well-being and employee performance, and its
significance cannot be overstated in today's dynamic and competitive business landscape. In the realm of
corporate success, an engaged and satisfied workforce plays a pivotal role in enhancing productivity,
reducing turnover rates, and fostering a positive work environment. This importance has prompted
numerous organizations to invest resources in understanding and improving the job satisfaction of their
employees. In this context, Heritage foods ltd, a prominent player in the technology sector, has become
the focus of our research endeavor.

II. NEED FOR THE STUDY

Employee Job Satisfaction follows Productivity, Employee Retention. Keeping Employees satisfied is a
process of identifying the needs of employees. In this process relevant information about applicant is
collected through series of steps so as to evaluate their satisfaction levels for the job to be filled. Hence
the study is directed towards Satisfaction policy and its effectiveness in terms ofnumber of people
Retained with the company.
III. OBJECTIVES OF THE STUDY
1. To study the Satisfaction level of the employee at Heritage foods ltd, Hyderabad.
2. To know how the to increase satisfaction level of employees.
3. To know the level of satisfaction of employees regarding the policies of the company.
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4. To know the policy in order to meet the manpower expected levels to satisfy them.
5. To streamline the Satisfaction process to ensure that we always keep the employee satisfaction
level at highest.
6. To give suggestions if any, in strengthening the Job Satisfaction Procedure in Heritage foodsltd,
Hyderabad.
a. HYPOTHESIS
H0: - There is no significance relation between facilities provided by the company and employee
satisfaction.

H1: -There is a significance relation between facilities provided by the company and employeesatisfaction.

IV. SCOPE OF THE STUDY

Job satisfaction is an important indicator of how employees feel about their job and a predictor of work
behavior such as organizational, citizenship, Absenteeism, Turnover. Job satisfaction can partially
mediate the relationship of personality variables and deviant work behavior. Common research finding is
that job satisfaction is correlated with life style.
This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with
their jobs and the people who are satisfied their jobs tends to satisfied with their life. This is vital piece of
information that is job satisfaction and job performance is directly related to one another

V. METHODOLOGY
SOURCES OF DATA COLLECTION
DATA COLLECTION: There are two types of data
PRIMARY DATA

Primary data can be collected either through experience or through survey. Those which are collected a
fresh and for the first time thus happen to be original in character that is called primary data.

7. By observation

8. Personal discussion

9. Personal Interview

10. Questionnaire

SECONDARY DATA

Secondary data means the data that has already been available The secondary data can be gathered from
Journals, magazines, official records, broachers, office files, annual reports, Internet and also through
discussion with concerned officers.
Sample Size: - Sample size 100-member form various
2 Departments in Heritage foods lt

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Journal of Engineering Sciences Vol 15 Issue 08,2024
VI. LIMITATIONS OF THE STUDY
11. First and for most limitation was time, which was very short for carrying research work
12. As the population which is larger as compared to the sample size so it may not be being results.
13. Due to the busy not able to give sufficient time.

14. Bias attitude was also a problem.

VII. REVIEW OF LITERATURE

Dr. Bidisha Lahkar Das (2024) The most dynamic and important are the human resources in an
organization and they need to be properly motivated. The reason behind motivation is that it leads to job
satisfaction which in turn helps in employee engagement and reducing turnover in an organization.
Bringing satisfaction at the work place and satisfying the employees is not an easy task for the
organization.

Adhya Chaturvedi (2024) Employee turnover can adversely impact organisational performance and
profitability. The purpose of this study was to examine the relationship between Job Satisfaction and
Employee Turnover Intent in order to identify the dimensions of Job Satisfaction that influence turnover
intent. A quantitative cross-sectional survey methodology was utilized.

Dr. S Maria Anthony Raj (2023) This abstract provides an overview of an analysis conductedon job
satisfaction among employees. Job satisfaction plays a significant role in employee
engagement, productivity, and overall organizational performance. The study aims to identify the factors
impacting job satisfaction, highlight areas of strength and progress and provide recommendations to
enhance employee satisfaction among the employees.

DR. NIRMAL DAYANAND RAJ (2023) Job satisfaction is one of the most crucial but controversial
issues in industrial Psychology and behavioural management in organization. It ultimately decides the
extent of employ motivation through the development of organizational climate or environment
satisfaction is specific subset of attitudes held by organizational members. It is the attitude one has
towards his or her job.
VIII. DATA ANALYSIS AND INTERPRETATIO

1.Responses regarding whether the respondents are satisfied with the workplace of
organization
Satisfaction level No. Of respondents Percentage

Strongly satisfied 31 31%

Satisfied 49 49%

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Journal of Engineering Sciences Vol 15 Issue 08,2024
Slightly satisfied 12 12%

Dissatisfied 5 5%

Strongly dissatisfied 3 3%

Total 100 100%

INTERPRETATION: -The survey results show that 31% of respondents are strongly satisfied with the
workplace of the organization, 49% are satisfied, 12% are slightly satisfied, 5% are dissatisfied, and 3%
are strongly dissatisfied.
11. Responses regarding whether the respondents are satisfied with the payment of salary on
time
Satisfaction level No. Of respondents Percentage

Strongly satisfied 44 44%

Satisfied 16 16%

Slightly satisfied 4 4%

Dissatisfied 32 32%

Strongly dissatisfied 4 4%

Total 100 100%

INTERPRETATION: -The survey results show that 44% of respondents are strongly satisfied with the
payment of salary on time, 16% are satisfied, 4% are slightly satisfied, 32% aredissatisfied, and 4% are
strongly dissatisfied.
12. Responses regarding whether the respondents are satisfied with the quality of formal
training and induction program
Satisfaction level No. Of respondents Percentage

Strongly satisfied 42 42%

Satisfied 36 36%

Slightly satisfied 4 4%

Dissatisfied 14 14%

Strongly dissatisfied 4 4%

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Journal of Engineering Sciences Vol 15 Issue 08,2024
Total 100 100%

INTERPRETATION: -The survey results show that 42% of respondents are strongly satisfied with the
quality of formal training and induction program, 36% are satisfied, 4% are slightly satisfied, 14% are
dissatisfied, and 4% are strongly dissatisfied.

Test of Hypothesis

Null Hypothesis (H0):

There is no significance relationship between job satisfaction and employee feedback. Alternative
Hypothesis (H1):
There is a significance relationship between job satisfaction and employee feedback.
Sl.No. 5-Scale Satisfied (Likert Factor-1 Factor-2
Scale) Job Satisfaction Employee Feedback
1 Strongly Satisfied 70 80
2 Satisfied 85 90
3 Slightly Satisfied 65 70
4 Dissatisfied 75 85
5 Strongly Dissatisfied 50 55

Average 72.5 79.17

Interpretation:
Null Hypothesis HO:
The above analysis shows there is no difference between job satisfaction and employee feedback. Average
of job satisfaction 72.5 and employee feedback is 79.17 so there is a difference of 3.83.
Hence null Hypothesis is rejected Alternative
Hypothesis (H1):
There is a significance relationship between job satisfaction and employee feedback.
The above analysis shows there is a difference between job satisfaction and employee feedback. .
Average of job satisfaction 72.5 and employee feedback is 79.17 so there is a difference of 3.83.
Hence alternative Hypothesis is accepted
IX. FINDINGS
1. The survey results show that 31% of respondents are strongly satisfied with the workplace of the
organization, 49% are satisfied, 12% are slightly satisfied, 5% are dissatisfied, and 3% are strongly
dissatisfied.

2. The survey results show that 50% of respondents are strongly satisfied with the infrastructure of
the organization, 20% are satisfied, 10% are slightly satisfied, 16% are dissatisfied, and 4% are
strongly dissatisfied.
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The survey results show that 56% of respondents are strongly satisfied with the canteen facility provided by
the organization, 17% are satisfied, 16% are slightly satisfied, 9% are dissatisfied, and 3% are strongly
dissatisfied

X. SUGGESTIONS
The suggestions are drawn from the analysis and observations. Few suggestions are given as under:

3. In case of working hours decided by the organization are not convenient for the employees of
Heritage Foods, Hyderabad.

4. The criteria for Job security is not much satisfactory so management have concentrate on job
security of employees so that they can work without fear of job loss in the organization.

5. Opportunities of growth of employees are very less so that there can be employee turnover hence
management has to give emphasis on increasing the promotion opportunities for according to the
performance of employees.

XI. CONCLUSION
The conclusion of the study on job satisfaction of employees highlights the critical elements that influence
their contentment and overall performance within the organization. Key factors such as compensation,
work-life balance, opportunities for career advancement, and a supportive work environment emerged as
significant determinants of job satisfaction. The research indicates that employees who feel valued and
adequately rewarded for their efforts exhibit higher levels of motivation, engagement, and loyalty to the
organization. Furthermore, providing employees with opportunities for professional growth and fostering
a positive organizational culture are essential for enhancing job satisfaction. Addressing these factors can
lead to increased productivity, reduced turnover rates, and a more harmonious workplace. Therefore,
organizations must prioritize these aspects to create a conducive environment where employees feel
satisfied and motivated, ultimately contributing to the overall success andsustainability of the business.
XII. BIBILIOGRAPHY

Books: -

1. itt, Miller, Colella “Organizational Behavior A Strategic Approach”, Wiley Student’s Edition.

2. Luthans Fred “Organizational Behavior”, McGraw Hill 7th Edition.

3. Newstrom John W., Davis Keith, “Organizational Behavior Human Resource at Work”, 9th
Edition, Tata McGraw Hill Edition.

4. Pestonjee D. M. “Motivation and Job Satisfaction”, 1st Edition. Macmillan India Limited.
JOURNALS
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Journal of Engineering Sciences Vol 15 Issue 08,2024
1. Judge, T. A., Weiss, H. M., Kammeyer-Mueller, J. D., & Hulin, C. L. (2017). Job attitudes, job
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2. Alegre, I., Mas-Machuca, M., & Berbegal-Mirabent, J. (2016). Antecedents of employee job
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3. Diestel, S., Wegge, J., & Schmidt, K. H. (2014). The impact of social context on the relationship
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4. Bowling, N. A., Eschleman, K. J., & Wang, Q. (2010). A meta-analytic examination of the
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Websites: -
1. www.hrcouncil.com

2. www.workforce.com

3. www.google.com

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