J.K.

TYRE & INDUSTRIES LIMITED

A
PROJECT REPORT
ON

“JOB SATISFACTION”
OF J.K. TYRE & INDUSTRIES LIMITED
BANMORE PLANT, BANMORE
MORENA (M.P.)

SUBMITTED TO: - SUBMITTED BY :-

Onkar Singh Richa Jain
(Sr. officer) M.B.A

Opp. Sitholi station, Jhansi Road Gwalior (M.P.)

 DECLARATION

I RICHA JAIN student of “Master of Business Administration” from

Institute of Technology & Management, Gwalior here by declare that all

the information facts & figure gathered by me are first hand in nature and is

actually based on my study. Any resemblance from existing works is purely

coincidental in nature.

Date:
Place:

RICHA JAIN
M.B.A.
(HRM)
IVth Semester
 ACKNOWLEDGEMNT

At the outset I sincerely thanks to J.K. TYRE & INDUSTRIES

LTD. They permitted me for the summer training. It was my
excellent Industry exposure to know the working of J.K. TYRE &
INDUSTRIES LTD. It is my pleasure to express my mentor Mr.
Onkar singh, Sr. Officer (HRD) J.K. TYRE & INDUSTRIES LTD.
BANMORE PLANT, MORENA for giving me an opportunity to
undergo this project at the company.

My deepest gratitude to my Faculty guide, Lt. Col. Kuldeep

Mallick (H.O.D.) of ITM UNIVERSE for his constant inspiration,
motivation, guidance helped me throughout the project.

Richa Jain
M.B.A (IVth Sem)
 OBJECTIVES OF STUDY

This study is conducted to judge the level of Job Satisfaction of

employees who are working in JK TYRE PLANT, BANMORE.
The title of this study –A PROJECT ON JOB SATISFACTION
OF EMPLOYEES"

OBJECTIVES

1) To discover the various expectations that determines the

satisfaction level of employees.
2) To measure the level of satisfaction of employees with respect
to the company.
3) To judge the level of job satisfaction of employees on various
parameters.

a. Working conditions
b. Salary structure/ Perquisites/ Other benefits
c. Relationship with employees of company
d. Policies of company
 CONTENTS

Chapter 1-Company profile

o Introduction
o Core values
o Founder of JK Group
o Visions & Mission
o Board of Director
o History
o Human Resources Activity
o Department of J.K. Tyre & Industry
Ltd.

Chapter 2- Introduction
o Job satisfaction
o History
o Models
o Causes and Limitations
o Determination and nature
o Components
o Measurements

Chapter 3 – Research methodology and designs

Chapter 4 – Data analysis and Interpretation
Chapter 5 – Bibliography
Chapter 6 - Questionnaire
AN OVERVIEW

The advent of JK Organization on the industrial landscape of India

almost synchronizes with the beginning of an era of industrial
awareness - an endeavor for self reliance and the setting up of a
dynamic Indian industry. This was way back in the middle of the
19th century. And the rest that followed is history.

g GROUP COMPANY OF JK ORGANISATION

"Excellence comes not from mere words or procedures. It
comes from an urge to strive and deliver the best. A mindset
that says, when it is good enough, improve it. It is a way of
thinking that comes only from a power within." -
H.S.Singhania

CORE VALUES

JK Organization has been a forerunner in the economic and

social advancement of India. It always aimed at creating job
opportunities for a multitude of countrymen and to provide
high quality products. It has striven to make India self reliant
by pioneering the production of a number of industrial and
consumer products, by adopting the latest technology as well
as developing its own know-how. It has also undertaken
industrial ventures in several other countries.

JK Organization is an association of industrial and

commercial companies and charitable trusts. Its member
companies, employing nearly 50,000 persons are engaged
in the manufacture of a variety of products and in diverse
fields of commerce.

Trusts are devoted to promoting industrial, technical and

medical research, education, religious values and providing
better living and recreational facilities. With the spirit of social
consciousness uppermost in mind, J.K. Organization is
committed to the cause of human advancement.

THE FOUNDERS

JK Organization owes its name to Late Lala Juggilal Singhania, a

dynamic personality with a broad vision. Inspired by the cause of
the Swadeshi movement of Mahatma Gandhi, and driven by the
zeal to set up an Indian enterprise, Lala Kamlapat Singhania
founded J.K. Organization in the 19th century ushering in a new
industrial era in India.

The process of industrialization and diversification was worthily

and successfully carried on by Lala Kamlapat’s three illustrious
sons-Sir Padampat, Lala kailashpat and Lala Lakshmipat, aided in
no small measure by the late Gapal Krishna son of Sir Padampat.

VISION & MISSION

VISION:

“To be amongst the most admired companies in India committed to

excellence.”

MISSION:
 • Be a customer obsessed company.
• No.1 Tyre Brand in India.
• Deliver enhanced value to all stake holder.
• Most profitable Tyre company in India.
• Enhance global presence through acquisition.
• Motivated and committed team development for high
performance Organization.

TOP LEVEL MANAGEMENT J.K. TYRE &

INDUSTRIES LTD

Board of Directors:-

1) Mr. Hari Shankar Singhania (Chairman)

2) Mr. Raghupati Singhania(Vice Chairman/Managing Director)

3) Mr. Bharat Hari Singhania (Managing Director)

HISTORY OF JK TYRE & INDUSTRY LTD.

Ever since its inception it has been JK Tyre's belief in the value of
technological superiority that has made it grow by leaps and
bounds. This division produces and
sells tyres and tubes under the
brand name "JK Tyre" for Truck,
Buses, Passenger Cars, Jeeps, Light
Commercial Vehicles, Multi Utility
Vehicles and Tractors.
The company pioneered Steel
Radial Technology in India in 1977
and continues to be the industry leader in the Radial segment in
India. JK Tyre is the only Tyre Manufacturer in the country to
produce high performance 'T' & 'H' -rated steel radial tyres. JK
Tyre has consciously followed a policy of continuously
modernizing and expanding its tyre manufacutring facilities to
retain its edge in the market place.
Our customer base covers virtually the entire Original Equipment
Manufacturers (OEMs) in India together with Replacement Market
for four wheeler vehicles, Defence and State Transport Units.
Besides India, we have a worldwide customer base in over 45
countries across all 6 continents.To keep pace with the market
demand as well as technological leadership in Indian market, J.K.
Industries acquired Vikrant Tyres Limited, Mysore in 1997. J.K.
Industries and Vikrant Tyres Limited are the only tyre companies
in India to have received all three ISO 9001, QS 9000 and ISO
14001 certificates. This indeed is a true reflection of our
commitment to system oriented approach. The company has a
technical collaboration with M/s Continental AG, Germany, which
is among the top five tyre manufacturers in the world to keep pace
with latest technological developments. To stay at the forefront of
technological
advancements a state of art Research & Development Centre,
HASETRI, was set up, which remains the nerve centre for
providing cutting edge technology. In a short span of time it has
emerged as the 17th largest tyre manufacturer in the world an
achievement in itself.

With three plants located in Rajasthan, Madhya Pradesh and

Karnataka, JK Tyre is the largest manufacturer of truck and bus
tyres in India. The truck and bus tyres produced account for nearly
74% of the total tyre business in India, thus giving JK Tyre an
undisputed position. Additionally, JK Tyre is the only
manufacturer of truck/ bus steel radial tyres, and the second largest
manufacturer of 4-wheeler tyres in the country.

Also, JK Tyre is the largest exported tyre brand from India. It was
awarded the CAPEXIL's Highest Export Award for 1997-97 by
FIEO. It enjoys preferred premium brand status in Truck Bias
market in USA and across many markets in Africa, Middle East
and South East Asia.

1951- The Company was incorporated as a private limited

company in West Bengal in 14th February, 1951 until
31st March 1970.
 The company was engaged in the managing agency
business thereafter the company decided to undertake
manufacturing activities and obtained a letter of intent
in February 1972 for the manufacture of automobile
tyres and tubes.

1972- The letter of intent was converted into an

industrial licence in February for the manufacture of 4
lakh nos. each automobile tyre and tubes per annum.
The company was converted into a public limited
company on 1st April 1974. the manufacturing project
was promoted by Straw Products Ltd and J.K.
Synthetics Ltd. Co.,U.S.A.,(a subsidiary of General Tire
& Rubber Co., U.S.A.) for technical services for a
period of 5years and sales agreement for the supply of
technical know-how, engineering and documentation
for operational facilities (for a period of 8 years from
23.08.1973).
- Under the collaboration agreement, the company has the
right to use on its products the wording Made in
collaboration with General Tire International Co.,
U.S.A.
 1982- The company’s technical collaboration
agreement with General tire International Co., was
renewed for a further period of 5 years.

1987- The overall working resulted in substaintial profits

despite a 51 days strike as well as go-slow from 14th
October. The strike had since then been resolved and
amicable settlement was reached. Efforts were on to
launch a new pattern in steel belted radial tyres.

1988- New steel radial tyres for Maruti Gypsy and Tata
mobile were introduced. The company proposed to
incur an expenditure of Rs.300 lakhs for installation of
latest and sophisticated R&D equipment.

1989- Several new patterns and sizes of tyres were

introduced including a semi-lug Nylon tyre, all of
which were well received in the market.

1990- Han deep Investment Ltd., Hid rive Finance Ltd.,

Panchanan Investment Ltd., and Radial Finance Ltd.,
J.K. International Ltd., Shivdham Properties Ltd., and
J.K. Asia Pacific, Ltd., are subsidiaries of the Company.
1991- The J.K. International division expanded its activities
by opening its office in Moscow besides starting
company’s subsidiaries in UK & Honkong. The radial
tyres for tractors and business launched in the previous
years were well received.

1992- New radial tyres ‘Brute’ and ‘Ultima’ were introduced.

The company was in the process of developing steel
belted radial tyres the prestigious cars in the Mercedes
Benz, Peugeot, Daewoo race and Opel Astra. A new
pattern developed for Bus and tucks “PE-T8 was well
received in the market’.

1994- The company maintained its pace of growth, despite

steep rise in raw material and input costs and
competition. The company effected an all round cost
reduction and attained higher capacity utilization at
both the Tyre plants at Jaykaygram and Banmore.
- The T-rated Ultima tyres launched for new
generation cars found its acceptance in DCM
Daewoo’s ‘Ceilo’. Also J.K. steel radial was
chosen for Mercedes Benz India.
 - The company undertook to develop steel radials
for GM’s ‘Astra’. Pal’s ‘Peugekot’ Fiat’s, ‘UNO’
and M&M’s ‘Ford’.
- The company launched a premium truck Tyre ‘Jet
Trak’ – 39 which was introduced to meet the need
of the heavy load market.
- The new tractor rear tyre ‘SONA’ was well
received in the market.

1996- During this period, a new car tyre Jet Drive XS, the
widest nylon car tyre of Maruti 800 was lauched. Along
with new semi-lug and heavy duty lug tyre for trucks, a
new lug tyre for super heavy load applications Jet Trak-
39 was also introduced.
In the radial category, Ultima XR Radial, a terrain tyre was
introduced. All these products were well received in the
market.
- Both the tyre plants operated to full capacity. In line
with JK Tyre, the radials unit introduced the dual contact
high traction and high performance Aqua sonic steel
radial car Tyre. The unit also developed also developed
India’s first and only H-rated Ultima Xs’ especially for
Mercedes-Benz Cars.
2000- The company proposes to reduce its debt by Rs.125
crore in the current fiscal from the current level of
Rs.635 crore by way of loan repayment.
- The company and Indian Oil Corporation have entered
into a marketing alliance for installing digital air
pressure gauges and setting up sales and services outlets
at IOC petrol stations throughout the country.

2001- Raghupati Singhania managing director of J.K. Industries has

been appointed the 19th Chairman of Automative Tyre
Manufacturers association, the representative body of
Tyre industry in India.

2002- J.K. Industries Ltd. has informed BSE that CRISIL has
assigned a P1+rating to the Commercial Paper
programmer of the company.

2003- J.K. Industries Ltd. has a new Marketing Director in

Mr. Ajay Kapila. Before joining J.K. Industries Ltd.,
Mr. Kapila was Senior Vice-President (sales and
Marketing) at Kinetic Engineering Ltd. He was also
 Director on board and operational head of Kinetic’s
direct selling arm-Kinetic Marketing Services Ltd.

2004- J.K. Industries Ltd. has informed that its securities are
delisted from Delhi Stock Exchange Association Ltd
(DSE) w.e.f. January 29, 2004.

2007- J.K. Industries Ltd. has informed that the name of the
company has been changed from J.K. Industries Ltd. to
J.K. Tyre & Industries Ltd. w.e.f. April 02, 2007.

We the people of J.K. Tyre will have an organization committed to

quality in everything we do. We will continuously anticipated and
understand our customers requirements. Convert these into
performance standards for our products and service es and meet
these standards every time. Full customer satisfaction-both internal
and external is our motto.

GLOBAL BUSSINESS
JK Tyre is a leading exporter of tyres from India and roughly
accounts for about 26% of the total tyre exports from
India (along with its associate Vikrant Tyres Limited).

It is the first and only tyre manufacture in the world to receive

the QS 9000 for multilocation operations : World's first tyre
manufacture to receive the ISO 9000 for all its operations in
one go. Also J.K Tyres is the first tyre company in India to
receive ISO 14001 in recognisition of its environmental
management systems.

Today, JK Tyre's products compete with the best

international players in the premium international bias market
in more than 55 countries in 6 continents . The exports
operate through a strong and dedicated distribution network,
and our distributors are fully supported by the company's
technical team in terms of continued product development to
meet specific market needs. JK Tyre had obtained
international accreditation for its products in the US, Europe,
South America and the Middle East.

J.K Tyre has been the recepient of various awards for

exports for the last many years for its commitment to offer
superior performance standards & path -breaking
innovations. Recently , it was honored with ' The Special
Export Award 2000-2001' from Capexil, making it its fourth
consecutive award from India's premier industrial
association. JK Tyre has also been recently recognised by
Indian Trade Promotion Organisation (ITPO) for being the
largest tyre exporter to Latin America markets and is the
proud recepient of first-ever FOCUS LAC Award for the year
1999-2000. J.K Tyres constant endeavor to deliver superior
value to its customers and a sound marketing strategy forms
the foundation of this spectacularly consistent performance
on the international front.
While JK Tyre has maintained its consistency in its
marketing and distribution strategies for the export markets,
it has also actively pursued development of new superior
products to adapt to specific requirements of the different
markets. The credit goes to the India's biggest in-house R&D
centre, HASETRI (Hari Shankar Singhania Elastomer and
Tyre Research Institute) . This Centre for Rubber and Allied
Technology was established at Jaykaygram, ISO/IEC Guide
25 & EN 45001. Equipped with advanced testing facilities, it
pursues excellence by evolving technologies for superior
product performance to reduce waste and pre-empt
consumer needs.

JK Tyre has achieved lot of milestones. However, with plans

to bring in several pioneering technologies and
benchmarking customer service standards there's lot which
will roll out in future in JK Tyre's unstinted path to winning.

BANMORE PLANT J.K.TYRE &

INDUSTRIES LTD
BANMORE TYRE PLANT started its production in 1991 and the
first tyre rolled out 25th march 1991.The initial capacity of the plant
was 4.5 mt/ day. Radial tyre production in passenger and light
commercial vehicle segment was added in 1996. The plant is
continuously improving its capacity, particularly in radial segment.
Present radial capacity is 9000 tyre/ day. Total investment is in last
three years for in capacity in radial tyre is apporx Rs117 crore. The
expencesion of radial plant is still on.

Our customer’s base virtually covers the entire Original equipment

manufactures [OEM] in India together with replacement market for
four wheeler, defence and state transport undertaking. Besides
India, we have worldwide customers base exporting to more then
60 countries.

Plant manages their process through documented procedures based

upon ISO/TS16949QMS and ISO 14001 EMS [for plant only].
These described only all the activities in structured manner to be
performed at all BU & SSU level. These procedures are audited at
least twice in six months, once each by internal and external
auditors. These audits ensure that systems are effectively
functioning and continual improvement are achieved.
BANMORE TYRE PLANT has started its TPM (Total
Productive Maintenance) journey from October 2005 under the
guidance of Egami san of JIPM. Currently we have 7 Manager
Model Machines and 40 Business Model Machines where MCS
and workmen form teams for the improvement of the machine
through Kaizens

CORE VALUES OF BANMORE TYRE PLANT.

 Caring for people

 Integrity including Honesty, Fairness & Trust

 Committed to the Excellence

BUSINESS
As diverse as the country’s needs

Today JK Organization, an association of Industrial and

commercial companies and charitable trusts, continues to grow to
greater heights under the stewardship of its President, Shri Hari
Shankar Singhania.

The Principal business of the JK Organization includes Tyre,

Paper, Cement, Drugs & Pharmaceuticals, Agri Genetics, Dairy
and Food Products, Audio Magnetic Tapes, Sugar, Cosmetics,
Woolen Textiles, Steel, Engineering Files, International Trading,
Hybrid Seeds, Industrial Rubber Products, Material Handling
System etc.

The group besides having a consistent record of growth and

diversification has created a reputation for quality for all its
products and most of its products enjoy a leadership status in their
respective market segments.

To cope up with the demand in the market most of the companies

in JK Organization are certified for International Quality Systems
like ISO 9001, ISO 14001 and QS 9000.

Beyond Business
Identifying with social issues and contributing to the society has
been a philosophy, which has been carried on from the founding
fathers. Various institutions set up by the group throughout India in
diverse fields of social welfare stand testimony to this philosophy.

HEALTHCARE ACTIVITIES
Involved with the diverse array of medical and health services, the
organization has set up a number of pioneering institutes all over
the country including super specialty Pushpawati Research
Institute, New Delhi for Liver, Renal and Digestive Diseases, the
first of its kind in India.

HASTERI
JK Tyre attaches tremendous value to R&D in its efforts to
maintain the high quality of its products and lead the field in
innovation. HASETRI, a world class research and development
centre is a symbol of this.
The Hari Shankar Singhania Elastomer & Tyre Research Institute
(HASETRI) is the very first of its kind in India. Established in
October 1991, HASETRI has already been recognised under SIRO
(Scientific and Industrial Research Organisation) by the
Department of Scientific & Industrial Research (SDIR), Govt. of
India. And has been acknowledged by the Indian Institutes of
Technology (IITs) and other universities for registration leading to
higher studies. HASETRI fulfills the research requirements for
services related to the Elastomer and Tyre industry.

HASETRI - FRONTRUNNERS IN ELASTOMER, RUBBER

AND ASSOCIATED TECHNOLOGY

The institute develops and disseminates technology through its

different divisions:

• Material Research and Compound Development

• Advanced Testing
- Analytical and Chemical
- Physical and Reinforcement
• Process and Machine Development
• Tyre Mechanics
- Non-destructive Testing
- Tyre Vehicle Dynamics
- Finite Element Modelling
- Computer-aided Engineering Design and Analysis
• Manpower Development and Training
• Library and Information Centre
LIBRARY AND INFORMATION CENTRE

HASETRI is a data repository par excellence where up-to-date

information can be accessed on related disciplines. Numerous
national and international journals, periodicals, books, technical
reports, standards on the latest developmental work are available.
As a member of these institutes, HASETRI can source literature
from the Indian National Scientific Documentation Centre
(INSDOC) unit of the Centre for Scientific and Industrial Research
(CSIR) and the Foundation of Innovation and Technology Transfer
(FITT), Indian Institute of Technology (IIT), New Delhi.

Academic Associations

HASETRI acts as a bridge between academia and industrial circles

and promotes better interaction between the two. Some areas where
HASETRI is involved :

- Jointly running a Diploma Course in Polymer Science and

Rubber Technology with Mohanlal Sukhadia University,
Udaipur.
 HUMAN RESOUCES

It has been rightly said "If you plan for a year, plant corn; If you
plan for a decade, plant trees; But if you plan for a century,
plant men". This is the philosophy which guides the people
policies at JK Tyre.

THE WORK CULTURE

JK Tyre provides an enabling work culture with a clear sense of

vision, mission and strategies in which people work with clear
goals and thereby achieve more. Goals are set participatively and
performance is reviewed transparently, starting with self-
assessment. Merit is recognized through proportionate rewards and
growth opportunities. The company's aspiration of being a global
player known for its excellence, provides opportunities for stretch
for the potential of its people.
 DEVELOPMENT

The Company systematically plans for the development of every

individual through training and job rotation opportunities.
Participation in cross-functional teams provides opportunities for
contribution as well as new learning. In this environment even the
so-called ordinary are able to do the extraordinary.

CAREERS

JK Tyre Offers Professional Careers in:

• Sales, Marketing and Exports

• Manufacturing Operations
• Engineering and Production Services
• Materials Management and Logistics
• R & D and Product Development
• Finance, Accounting and Commercial Management
• Human Resource Management
 TRAINEE SCHEMES

Every year, the company inducts future leaders for its growth
through three different trainee schemes:

• The Executive Trainee (ET) schemes for Post Graduates in

Management (MBAs) from reputed business schools and
Chartered Accountants.

• The Officer Trainee (OT) scheme for MBAs from other

recognized business schools and ICWAs.

• The Graduate Engineer Trainee (GET) scheme for fresh

engineering graduates from recognized engineering
institutions.
J.K. ORGANIZATION STRUCTURE
(TYRE & TUBE DIVISION)
DIVISION OF J.K. TYRE & INDUSTRIES LTD.

J.K. TYRE & INDUSTRIES LTD Banmore having following

division:

1) Cost department

2) Purchase department

3) Store department

4) Dispatch department

a) Raw material store

b) General store

5) Excise department

6) Administration department

7) Account department
 JK Tyre Launches India's First Eco Friendly Coloured Tyres
- Unleashes yet another technological revolution

New Delhi : JK Tyre - India's No.1 manufacturer of four-wheeler tyres and

pioneers of radial tyre technology in India, unveiled nation's first eco-
friendly coloured radials. Developed indigenously at JK Tyre's state-of-
the-art R&D facilities HASETRI (Hari Shankar Singhania Elastomer
and Tyre Research Institute), these tyres employ path-breaking
technology which replaces the traditionally used Carbon Black with
environment friendly material Silica. Besides being environmentally less
hazardous, silica also promises higher fuel efficiencyas a result of its lower
rolling resistance.

These tyres will also have longer life due to advanced compounding
technology - offering excellent performance, handling and braking that
are a hallmark of tyres from JK Tyre.
 COMPETITORS

There are many competitors are as follows:

1. MRF TYRES

2. APOLLO TYRES

3. BRIDGESTONE

4. GOODYEAR

5. CEAT

6. BIRLA TYRES

7. BKT
LOCATION OF J.K. TYRE OFFICE IN
MADHYA PARADES
LOCATION OF J.K. TYRE OFFICES IN
RAJASTHAN

STRENGHTS AND WEAKNESS

STRENGHTS

• They provide better quality of product as they use better

quality of Raw Material.
• Employees are satisfied.
• The organization is neat & clean.
• Customer satisfaction is also high.
• The organization climate J.K. TYRE & INDUSTRIES LTD.
is very good.

WEAKNESS

• Monetary rewards are not given.

• Food quality for the employees are not good.

INTRODUCTION
Job Satisfaction is the end feeling of a person after
performing a task.
It was introduce by HOPPOCK.
According to him “It is combination of psychological,
physlogical and environmental circumstances.” that
cause a person to truthfully say “I am satisfied with my
job”
Basically measurement of job satisfaction is one of the most
critical job like “Intelligence” It can be measured through
“Questionnaire”.

Job satisfaction is not the same as motivation, although it is

clearly linked. Job design aims to enhance job satisfaction
and performance; methods include job rotation, job
enlargement and job enrichment. Job satisfaction is a very
important attribute which is frequently measured by
organizations. The most common way of measurement is the
use of rating scales where employees report their reactions
to their jobs. Questions relate to rate of pay, work
responsibilities, variety of tasks, promotional opportunities
the work itself and co-workers.

HISTORY
One of the biggest preludes to the study of job satisfaction
was the Hawthorne studies. These studies (1924-1933),
primarily credited to Elton Mayo of the Harvard Business
School, sought to find the effects of various conditions (most
notably illumination) on workers’ productivity. These studies
ultimately showed that novel changes in work conditions
temporarily increase productivity (called the Hawthorne). It
was later found that this increase resulted, not from the new
conditions, but from the knowledge of being observed. This
finding provided strong evidence that people work for
purposes other than pay, which paved the way for
researchers to investigate other factors in job satisfaction.

Scientific management (aka Taylorism) also had a significant

impact on the study of job satisfaction. Frederick’s 1911
book, Principles of Scientific Management, argued that there
was a single best way to perform any given work task. This
book contributed to a change in industrial production
philosophies, causing a shift from skilled labor
and piecework towards the more modern approach
of assembly lines and hourly wages.
The initial use of scientific management by industries greatly
increased productivity because workers were forced to work
at a faster pace. However, workers became exhausted and
dissatisfied, thus leaving researchers with new questions to
answer regarding job satisfaction. It should also be noted
that the work of W.L. Bryan, Walter Dill Scott, and Hugo
Munsterberg set the tone for Taylor’s work.

Some argue that Maslow’s hierarchy of needs theory, a

motivation theory, laid the foundation for job satisfaction
theory. This theory explains that people seek to satisfy five
specific needs in life – physiological needs, safety needs,
social needs, self-esteem needs, and self-actualization. This
model served as a good basis from which early researchers
could develop job satisfaction theories.

Job satisfaction can also be seen within the broader context

of the range of issues which affect an individual's experience
of work, or their quality of working life. Job satisfaction can
be understood in terms of its relationships with other key
factors, such as general well-being, stress at work, control at
work, home-work interface, and working conditions.

MODELS OF JOB SATISFACTION

AFFECT THEORY
Edwin A. Locke’s Range of Affect Theory (1976) is arguably
the most famous job satisfaction model. The main premise of
this theory is that satisfaction is determined by a discrepancy
between what one wants in a job and what one has in a job.
Further, the theory states that how much one values a given
facet of work (e.g. the degree of autonomy in a position)
moderates how satisfied/dissatisfied one becomes when
expectations are/aren’t met. When a person values a
particular facet of a job, his satisfaction is more greatly
impacted both positively (when expectations are met) and
negatively (when expectations are not met), compared to
one who doesn’t value that facet. To illustrate, if Employee A
values autonomy in the workplace and Employee B is
indifferent about autonomy, then Employee A would be more
satisfied in a position that offers a high degree of autonomy
and less satisfied in a position with little or no autonomy
compared to Employee B. This theory also states that too
much of a particular facet will produce stronger feelings of
dissatisfaction the more a worker values that facet.

DISPOSITIONAL THEORY
Another well-known job satisfaction theory is the
Dispositional Theory. It is a very general theory that
suggests that people have innate dispositions that cause
them to have tendencies toward a certain level of
satisfaction, regardless of one’s job. This approach became
a notable explanation of job satisfaction in light of evidence
that job satisfaction tends to be stable over time and across
careers and jobs. Research also indicates that identical twins
have similar levels of job satisfaction.

A significant model that narrowed the scope of the

Dispositional Theory was the Core Self-evaluations Model,
proposed by Timothy A. Judge in 1998. Judge argued that
there are four Core Self-evaluations that determine one’s
disposition towards job satisfaction: self-esteem,
general self-efficacy, locus of control, and neuroticism. This
model states that higher levels of self-esteem (the value one
places on his/her self) and general self-efficacy (the belief in
one’s own competence) lead to higher work satisfaction.
Having an internal locus of control (believing one has control
over her\his own life, as opposed to outside forces having
control) leads to higher job satisfaction. Finally, lower levels
of neuroticism lead to higher job satisfaction.

TWO - FACTOR THEORY

Frederick Herzberg’s Two factor theory (also known as
Motivator Hygiene Theory) attempts to explain satisfaction
and motivation in the workplace. This theory states that
satisfaction and dissatisfaction are driven by different factors
– motivation and hygiene factors, respectively. An
employee’s motivation to work is continually related to job
satisfaction of a subordinate. Motivating factors are those
aspects of the job that make people want to perform, and
provide people with satisfaction, for example achievement in
work, recognition, promotion opportunities. These motivating
factors are considered to be intrinsic to the job, or the work
carried out. Hygiene factors include aspects of the working
environment such as pay, company policies, supervisory
practices, and other working conditions.

While Hertzberg's model has stimulated much research,

researchers have been unable to reliably empirically prove
the model, with Hackman & Oldham suggesting that
Hertzberg's original formulation of the model may have been
a methodological artifact. Furthermore, the theory does not
consider individual differences, conversely predicting all
employees will react in an identical manner to changes in
motivating/hygiene factors.
 GRAPH

CAUSES OF JOB SATISFACTION

 • Need Fulfillment: Satisfaction is based on the extent
to which a job satisfies a person’s needs.
• Discrepancies: Satisfaction is determined by the
extent to which an individual receives what he or she
expects from a job.
• Value Attainment: Satisfaction results from the
extent to which a job allows fulfillment of one’s work
values.
• Equity: Satisfaction is a function of how “fairly” an
individual is treated at work.
• Trait/Genetic Components: Satisfaction is partly a
function of personal traits and genetic factors.

LIMITATIONS
• The study conducted is limited to a one organization only.
• The study conducted with the precincts of one department of
organization only.
• Time and money was major limitation, which may have
affected the study.
• Some of the respondents were reluctant to share information
with us
 DETERMINATION OF JOB SATISFACTION

1. The
work
itself
3.
Growth
2. Pay and
upward
mobility 6.
4. 5. Attitude
Supervisi Coworker toward
on s work

MULTI FACET NATURE OF JOB

SATISFACTION

G
e n e r a l
J o b S a t is f a c t io n

W o r k P a y P r o m o S t i ou pn e r v Ci s io o w n o r k e r
S a t i s f a Sc ta i o t i ns f a Sc ta i o t i ns f a Sc ta i o t i ns f a Sc ta i o t i ns f a c t i o n
COMPONENT OF JOB SATISFACTION

WORK VALUE
 • A worker’s personal convictions about what
outcomes one should expect from work and how one
should behave at work.
• The most general and long-lasting feelings and
beliefs people have that contribute to how they
experience work.
• Values can be intrinsic (i.e., related to the nature of
workitself) or extrinsic (i.e., related to the
consequences of work).

Intrinsic vs. Extrinsic Work Values

Intrinsic Values Extrinsic Values

Interesting work High pay
Challenging work Job security
Learning new things Job benefits
Making important Status in wider
contributions community
Responsibility and Social contacts
autonomy Time with family
Being creative Time for hobbies

WORK ATTITUDE
• Collections of feelings, beliefs, and thoughts about
how to behave that people currently hold about their
jobs and organizations.
• Compared to values, attitudes are
o More specific
o Not as long lasting
• Specific work attitudes:
o Job satisfaction is the collection of feelings and
beliefs that people have about their current jobs.
o Organizational commitment is the collection of
feelings and beliefs that people have about their
organizations as a whole.
WORK MOODS

• How people feel at the time they actually perform

their jobs.
• More transitory than values and attitudes.
• Can generally be categorized as positive or negative.
• Determining factors:
o Personality
o Work situation
o Circumstances outside of work
 MEASURING JOB SATISFACTION

There are many methods for measuring job satisfaction. By

far, the most common method for collecting data regarding
job satisfaction is the Likert scale (named after Rensis
Likert). Other less common methods of for gauging job
satisfaction include: Yes/No questions, True/False questions,
point systems, checklists, and forced choice answers. This
data is typically collected using anEnterprise Feedback
Management (EFM) system.

The Job Descriptive Index (JDI), created by Smith, Kendall,

& Hulin (1969), is a specific questionnaire of job satisfaction
that has been widely used. It measures one’s satisfaction in
five facets: pay, promotions and promotion opportunities,
coworkers, supervision, and the work itself. The scale is
simple, participants answer either yes, no, or can’t decide
(indicated by ‘?’) in response to whether given statements
accurately describe one’s job.
The Job in General Index is an overall measurement of job
satisfaction. It is an improvement to the Job Descriptive
Index because the JDI focuses too much on individual facets
and not enough on work satisfaction in general.

Other job satisfaction questionnaires include: the Minnesota

Satisfaction Questionnaire (MSQ), the Job Satisfaction
Survey (JSS), and the Faces Scale. The MSQ measures job
satisfaction in 20 facets and has a long form with 100
questions (five items from each facet) and a short form with
20 questions (one item from each facet). The JSS is a 36
item questionnaire that measures nine facets of job
satisfaction. Finally, the Faces Scale of job satisfaction, one
of the first scales used widely, measured overall job
satisfaction with just one item which participants respond to
by choosing a face.

Basically measurement of job satisfaction is one of the most

critical job like “Intelligence” It can be measured through
“Questionnaire”.
SAMPLE FACET SCALE
 RESEARCH METHDOLGY

Research methodology is a way to systematically solve the

research problem. Research Methodology comprises of two
words, research and methodology.

Research is defined as human activity based on

intellectual application in the investigation of matter. The
primary purpose for applied research is discovering,
interpreting, and the development of methods and systems
for the advancement of human knowledge on a wide
variety of scientific matters of our world and the universe.

Research may be defined as a careful investigation or

inquiry especially through search of new facts in any branch
of knowledge. In short, it comprises defining a refined
problem's, formulating hypothesis or suggested solution;
collecting, organizing and evaluating data; making
deductions and research conclusions; and lastly carefully
testing the conclusion to determine whether they fit the
hypothesis
 Methodology can be defined as:

1)"The analysis of the principles of methods, rules, and

postulates employed by a discipline".

2)"The systmatic study of methods that are, can be, or have

been applied within a discipline".

3)"A particular procedure or set of procedures."

 RESEARCH DESIGN

Research design can be thought of as the structure of

research -- it is the "glue" that holds all of the elements in a
research project together. We often describe a design using
a concise notation that enables us to summarize a complex
design structure efficiently.

Considering the objectives of the study, sample survey

was conducted and accordingly analysis of information was
made. Exploratory research design is used in present study.
and secondary data had been used in present study.
Primary Data collected through personal interview in the
form of questionnaire.

Secondary Data was collected from various journals, books,

magazines and internet.

DATA ANALYSIS & INTERPRETATION

 OF DATA

All the questionnaire received were edited. Questions having

incomplete replies were kept out of the present study and in
all 50 questionnaires were taken into consideration while
analyzing he data.
All the information/data collected through questionnaires'
were first transferee into master table which facilitated the
tabulation of data in the desired form.

QUANTIFICATION OF THE
RESPONDENTS

A 5-point likert scale was used to quantify each response of

half of the questions. Responses on the 5-point likert scale
were highly satisfied, satisfied, neutral, dissatisfied and
highly dissatisfied. Highly satisfied was given score 5,
satisfied was given score 4 & so on and similarly another 5-
point likert scale was used to quantify each response of rest
of half of the questions. Responses on the 5-point likert scale
were very frequent, frequent, sometimes, seldom and never.
Very frequent was given score 5, frequent was given score 4
& so on. Some questionnaires are in feedback form.
TABLE NO. 1

EXPERIENCE OF RESPONDED IN ORGANISATION

NO. Of Yrs Total %
> 1 yr 12 24
1-5 yrs 38 76
5-10 yrs nil 0
< 10 yrs nil 0

TABLE NO. 2

SALARY STRUCTURE
Options Total %
Highly satisfied 4 8
Satisfied 10 20
Neutral 20 40
Dis-satisfied 8 16
Highly dis-satisfied 8 16
TABLE NO. 3

MONATERY BENEFITS
Options Total %
Highly satisfied 9 18
Satisfied 8 16
Neutral 7 14
Dis-satisfied 6 12
Highly dis-satisfied 10 20

TABLE NO. 4

JOB SECURITY
Options Total %
Highly satisfied - -
Satisfied - -
Neutral 4 -
Dis-satisfied - -
Highly dis-satisfied 1 -

BIBLIOGRAPHY
Aswathappa k., Human Recourse & Management, 2003,
Pg (244 to 245)

Khan N.V., Personal management, 2006, Pg (132 to 134)

Gupta K. Shashi & Joshi Rosy, Human Recourse
Management, 2008, Pg (20.9 to 20.17)

Rao Subba P., Essential of HRM & Industrial Relationships,

2005, Pg (480 to 482)

Brown, Forde,"Changes in HRM and job satisfaction, 1998–

2004: evidence from theWorkplace Employment Relations
Survey", Human Resource Management Journal, Vol. 18,
Issue-2, 2008, Pg (97–195)

Hardik Shah & Hiral Shah, "Job Satisfaction and Fatigue

Study", SCMS-COCHIN Journal

Job Satisfaction Questionnaire -1

By complete a job satisfaction questionnaire, you’ll be able to identify

those aspects of your current job that are rewarding as well as those
that contribute to dissatisfaction. The results will help you to clarify the
aspects of a job that most directly contribute to your career
satisfaction. You can also use this exercise to predict how you might
respond to potential occupations and the degree of satisfaction that a
potential job is likely to provide.

GENERAL INFORMATION

Occupation:
_____________________________________________________________
How long have you worked for this company?
_________________________________
What previous positions have you held with the company?
________________________
________________________________________________________________
________________________________________________________________
________________
What is your job title?
_____________________________________________________
How long have you held your current position?
_________________________________
Briefly describe your work responsibilities (as you would on a resume):
________________________________________________________________________
________________________________________________________

RATING YOUR JOB SATISFACTION

 1 2 3 4 5
not satisfied somewhat extremely
at all satisfied satisfied

Using the scale shown above, rate your level of satisfaction with the following
aspects of your job.

GENERAL WORKING CONDITIONS

_____ Hours worked each week
_____ Flexibility in scheduling
_____ Location of work
_____ Amount of paid vacation time/sick leave offered

PAY AND PROMOTION POTENTIAL

_____ Salary
_____ Opportunities for Promotion
_____ Benefits (Health insurance, life insurance, etc.)
_____ Job Security
_____ Recognition for work accomplished

WORK RELATIONSHIPS
_____ Relationships with your co-workers
_____ Relationship(s) with your supervisor(s)
_____ Relationships with your subordinates (if applicable)

USE OF SKILLS AND ABILITIES

_____ Opportunity to utilize your skills and talents
_____ Opportunity to learn new skills
_____ Support for additional training and education

WORK ACTIVITIES
_____ Variety of job responsibilities
_____ Degree of independence associated with your work roles
_____ Adequate opportunity for periodic changes in duties
OTHER ASPECTS OF THE JOB RELATING TO
YOUR LEVEL OF SATISFACTION
Review your ratings. List the items for which your level was a 4 or a 5:
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________

These are the aspects of your current job with which you are generally satisfied.
As you consider potential career changes in the future, make sure you take into
account those things about your current job that are satisfying.

Now list the items below for which your satisfaction level was a 1 or a 2.
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________________________
________________________________________________

These are the characteristics associated with your current work situation that are
dissatisfying. These aspects of your job are the types of things that you’ll want to
avoid in any future career or occupational choice. You can gain a better
understanding of what to look for in a future career change by analyzing what it is
I that you dislike about your current job.

As you consider changing your career plans, whether now or at some point in the
future, try to make the types of changes that’ll lead to an increase in your overall
job satisfaction.

Job Satisfaction Questionnaire -2

An employee satisfaction survey questionnaire is designed to record the
opinions of employees regarding various aspects of the organization they
work for. It is relevant for surveys carried out to find out how satisfied
employees are on the job. It presents the job aspects that need to be
improved on and ones that are satisfactory.

Organizations also design employee satisfaction survey questionnaire in order to

determine their employees’ attitude towards the job. The questionnaire is
presented to employees who are the participants in the study.Below is a sample
of an employee satisfaction survey questionnaire

Sample Employee Satisfaction Survey Questionnaire

Department _______________________

Position _________________________

Name ___________________________

1. How long have you worked with the organization?

One – two years Three – five years More than five years

2. Would you describe your role in the organization as satisfactory?

Yes _____________ No _________________

If No, explain why

________________________________________________________________
________________________________________________________________

3. List three of the top reasons why you like working for this organization

________________________________________________________________
________________________________________________________________
For the statements below indicate which answer best describes how you agree or
disagree. Choose either Strongly Agree, Agree, Disagree or Strongly Disagree
4. Your salary matches up your job responsibilities

______________________

_______________________

5. Communication within the organization is sufficient

_______________________

_______________________

6. The relationship between employees and supervisors is professional

_______________________

_______________________

7. The boss treats all employees equally

_______________________

______________________

8. What aspect of the organization would you like to be changed? (Explain in

detail)

________________________________________________________________________
________________________________________________________________________

Job Satisfaction Questionnaire -3

In any organization, the human resources department
focuses on the intangible assets of the business – the
employees. It is common knowledge that for any business to
prosper there needs to be a skilled, knowledgeable and
dedicated workforce to oversee the implementation of its
policies. To ensure that this happens, the HR departments
have over the years formulated the HR satisfaction survey
questionnaires, which seek to gauge the level of satisfaction
in employees. The data gathered during such surveys is
used to improve areas where most concerns were raised by
the employees. By doing this, the HR department is able to
assess the training needs, motivate employees and
subsequently achieve better results from them.

(Please base your answers on a 1(very poor) to 10

(Excellent) rating

Q1. How is your overall job satisfaction in this organization?

_________

Q2. Your satisfaction with the workload given to you

__________

Q3. Your perception regarding co-worker cooperation and

their performance at work _____
Q4. Your satisfaction with the current remuneration
___________

Q5. Satisfaction with the benefits given by the organization

__________

Q6. How career advancement or promotions are conducted

in this organization ______

Q7. The supervisory aspects as enforced by your superiors

at work__________

Q8. The nature of how people are promoted to supervisory

positions _________

Q9. The level of team work and group work participation in

this organization_________

Q10. The amount of guidance and instructions given to

workers by supervisors’ _________

Q11. Communication in the workplace _________

Q12. The level of efficiency and productivity _________

Q13. The working conditions in this organization_________

Q14. The level of training and development _________

Job Satisfaction Questionnaire -4

1) AGE :
2)GENDER : (a) Male (b) Female
3)MARITAL STATUS :(a) Married (b) Unmarried
4)Do you feel that your job suits your educational
qualification?
(a) YES
(b) NO
5)Are you paid with a performance linked salary?
(a) YES
(b) NO
6)Are you satisfied with your pay package?
(a)HIGHLY SATISFIED (b) SATISFIED
(c) DISSATISFIED (d) HIGHLY DISSATISFIED
7)What is your level of satisfaction regarding superior –
subordinate relationship?
(a)HIGHLY SATISFIED (b) SATISFIED
(c) DISSATISFIED (d) HIGHLY DISSATISFIED
8)Do you face any stress in your job?
(a) YES
(b) NO
9) What is your level of satisfaction regarding the work
environment?
(a)HIGHLY SATISFIED (b) SATISFIED
(c) DISSATISFIED (d) HIGHLY DISSATISFIED
10) Does the company provide you flexible working hours?
(a) YES
(b) NO
11) Are the benefits that your company is extending to you is
sufficient?
(a) FULLY SUFFICIENT
(b) SUFFICIENT
(c) INSUFFICIENT
12) How do you view this job?
(a) CHALLENGING
(b) RESPONSIBLE
(c) MOTIVATING
(d) SECURED
13) Are you satisfied with the present position in your
company?
(a)HIGHLY SATISFIED (b) SATISFIED
(c) DISSATISFIED (d) HIGHLY DISSATISFIED
14) Is there any opportunity for you to use new technology?
(a) YES
(b) NO
15) Do you feel that the employees are recognized as
individuals?
(a) YES
(b) NO
16) Whether the company clearly communicates its goals
and strategies to you?
(a) YES
(b) NO
17) How satisfied are you with your team-spirit in your work
environment?
(a)HIGHLY SATISFIED (b) SATISFIED
(c) DISSATISFIED (d) HIGHLY DISSATISFIED
18)How satisfied are you with your overall job security?
(a)HIGHLY SATISFIED (b) SATISFIED
(c) DISSATISFIED (d) HIGHLY DISSATISFIED
“Rank the following attributes of job satisfaction”
•
WORK ENVIRONMENT
•
JOB SECURITY
•
SALARY
•
SUPERIOR- SUBORDINATE RELATIONSHIP

20) How do you evaluate the overall satisfaction with your

job?
(a)HIGHLY SATISFIED (b) SATISFIED
(c) DISSATISFIED (d) HIGHLY DISSATISFIED
21)Any further suggestions that you would like to put
forward?
……………………………………………………………………
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.
I am satisfied with my job.