INTRODUCTION TO HRMrevised (2) 2

A Study on Job Satisfaction of Employees at Micro Labs Limited
INTRODUCTION TO HRM
INTRODUCTION:
Human resource is of paramount importance for the success of any organization.

It is a source of strength and aid. Human resource is the wealth of any organization which
can help it in achieving its goals. Human resource management is concerned with the
human beings in an organization. It reflects a new outlook which views organization’s
manpower as its resources and assets. Human resource is the total knowledge, abilities,
skills, talents and aptitudes of an organization’s workforce. The values, ethics, beliefs of
the individuals working in an organization also form a part of human resource. The
resourcefulness of various categories of people and other people available to the
organization can be treated as human resources. In the present complex environment no
business or organization can exist and grow without appropriate human resources, so
human resource has become the focus of attention of every progressive organization.
Human resource is a resource like any other natural resource. It means that management
can get and use the skill, knowledge, ability, etc through the development of skills,
tapping and utilizing them again and again.
MEANING:
Human resource management is that process of management which develops and

manages the human elements of enterprise. It is not only the management of skills but
also the attitudes and aspirations of people. When individuals come to work place, they
come with not only technical skills, knowledge, experience etc, but also with their
personal feelings, perception, desires, motives, attitude, values etc..An important element
of human resource management is the ‘humane approach’ while managing people this
approach helps a manager to view his people as an important resource. It is an approach in
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which manpower resources are developed not only to help the organization in achieving
its goals but also to the self satisfaction of the concerned persons.
DEFINITION OF HUMAN RESOURCE MANAGEMENT:
Human resource management may be defined as a set of policies, practices and

programmes designed to maximize both personal and organizational goals. It is such a
process by which the people and organizations are bound together in such a way that both
of them are able to achieve their objectives.
According to flippo,”Human resource management is the planning,organizing,directing

and controlling of the procurement,development,compensation,integration,maintenance
and reproduction of human resources to the end that individual,organizational and societal
objectives are accomplished.’’
This definition reveals that human resource management is that aspect of management
which deals with the planning,organizing,directing and controlling the personnel
functions of an enterprise.
Scope of HRM
The scope of HRM is indeed vast. All major activities in the working life of a worker
from the time of his or her entry into an organization until he or she leaves- come
under the purview of HRM. Specifically, the activities included are- HR planning,
job analysis and design, recruitment and selection, orientation and placement,
training and development, performance appraisal and job evaluation, employee and
executive remuneration, motivation and communication, welfare, safety and health,
industrial relation (IR) and the like. For the sake of convenience, we can categorize
all these functions into seven sections-
1. Introduction to HRM
2. Employee hiring
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3. Employee and executive remuneration

4. Employee motivation
5. Employee maintenance
6. IR
7. Prospects of HRM
Importance of HRM
The importance of HRM can be discussed from three standpoints
(a) Social significance
Proper management of personnel enhances their dignity by satisfying their social

needs. This it does by
a. Maintaining a balance between the jobs available and the job seekers, according to
the qualifications and needs
b. Providing suitable and most productive employment, which might bring them
psychological satisfaction
c. Making maximum utilization of the resources in an effective manner and paying
the employee a reasonable compensation in proportion to the contribution made by
him
d. Eliminating waste or improper use of human resource, through conservation of
their normal energy and health
e. By helping people make their own decisions, that are in their interest.
(b) Professional significance
By providing healthy working environment it promotes teamwork among the

employees. This it does by
a. Maintaining the dignity of the employee as a “human-being”

b. Providing maximum opportunities for personal development
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c. Providing healthy relationship between different work groups so that work is

effectively performed
d. Improving the employees’ working skill and capacity
e. Correcting the errors of wrong postings and proper reallocation of work.
(c) Significance for individual enterprise:
It can help the organization in accomplishing its goals by:
a. Creating right attitude among the employees through effective motivation;

b. Utilizing effectively the available human resources
c. Securing willing co-operation of the employees for achieving goals of the
enterprise and fulfilling their own social and other psychological needs of
recognition, love, affection, belongings, esteem, and self-actualization.
INTRODUCTION OF THE TOPIC
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JOB SATISFACTION OF EMPLOYEES
Job satisfaction in regards to ones feeling or state of mind regarding nature of their
work .Job can be influenced by variety of factors like quality of one’s relationship with
their supervisor quality of physical environment in which they work degree of fulfillment
in their work, etc.
Positive attitude towards job are equivalent to job satisfaction where as negative attitude
towards job has been define 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 like and dislikes experienced in connection with the job-their evaluation may rest
largely upon ones 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 employees’s

feelings in four important areas. These are:
1. 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.
2. Management – Supervisory treatment, participation, rewards and punishments,
praises and blames, leaves policy and favoritism.
3. Social relations- Friends and associates, neighbors, attitudes towards people in
community, participation in social activity socialibility and caste barrier.
4. Personal adjustment – Health and emotionality.
Job Satisfaction is an important indicator of how employees fell about their job and a
predictor of work behavior such as organizational citizenship, absenteeism, Turnover.
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Job satisfaction benefits the organization which 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 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.
Morale is the by-product of the group, while job satisfaction is more an individual state of
mind.
IMPORTANCE OF JOB SATISFACTION
• 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. Thus it can be said that, “A happy worker is a
productive worker.”
• It gives clear evidence that dissatisfied employees skip work more often and more
like to resign and satisfied worker likely to work longer with the organization.
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IMPORTANCE TO WORKER AND ORGANIZATION
Job satisfaction and occupational success are major factors in personal satisfaction,
self-respect, self-esteem and self-development. To the worker, job satisfaction brings a
pleasurable emotional state that can often leads to a positive work attitude. A satisfied
worker is more likely to be creative, flexible, innovative, and loyal.
For the organization, job satisfaction of its workers means a work force that is
motivated and committed to high quality performance. Increased productivity –
quantity and quality of output per hour worked – seems to be a byproduct of improved
quality of working life. It is important to note that the literature on the relationship
between job satisfaction and productivity is neither conclusive nor consistent.
However, studies dating back to Herzberg’s (1957) have shown at least low
correlation between high morale and high productivity and it does seem logical that
more satisfied workers will tend to add more value to an organization.
Unhappy employees, who are motivated by fear of loss of job, will not give 100
percent of their effort for very long. Though fear is a powerful motivator, it is also a
temporary one, and as soon as the threat is lifted performance will decline.
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.
Although only little correlation has been found between job satisfaction and
productivity, Brown (1996) notes that some employees have found that satisfying or
delighting employees is a prerequisite to satisfying or delighting customers, thus
protecting the “bottom line”.
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FACTORS OF JOB SATISFACTION
Hoppock, the earliest investigator in this field, in 1935 suggested that there are six
major components of job satisfaction these are as under:
*The way the individual reacts to unpleasant situations,
* The facility with which he adjusted himself with other person
*The relative status in the social and economic group with which he identifies himself.
* The nature of work in relation to abilities, interest and preparation of worker
* Security
* Loyalty
Herberg, mausaer, Peterson and capwell in 1957 reviewed more 150 studies and listed
various job factors of job satisfaction. These are briefly defined one by one as follows:
1. Intrinsic aspect of Job
It includes all of the many aspects of the work, which would tend to be constant for
the work regardless of where the work was performed.
2. Supervision
This aspect of job satisfaction pertains to relationship of worker with his

immediate superiors. Supervision, as a factor, generally influences job satisfaction.
3. Working conditions
This includes those physical aspects of environment which are not necessary a part
of the work. Hours are included this factor because it is primarily a function of
organization, affecting the individuals comfort and convenience in much the same
way as other physical working conditions.
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4. Wage and salaries
This factor includes all aspect of job involving present monitory remuneration for
work done.
5. Opportunities for advancement
It includes all aspect of job which individual sees as potential sources of betterment
of economic position, organizational status or professional experience.
6. Security
It is defined to include that feature of job situation, which leads to assurance for
continued employment, either within the same company or within same type of
work profession.
7. Company & Management
It includes the aspect of worker’s immediate situation, which is a function of

organizational administration and policy. It also involves the relationship of
employee with all company superiors above level of immediate supervision.
8. Social aspect of Job
It includes relationship of worker with the employees specially those employees at

same or nearly same level within the organization.
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9. Communication
It includes job situation, which involves spreading the information in any direction
within the organization. Terms such as information of employee’s status,
information on new developments, information on company line of authority,
suggestion system, etc, are used in literature to represent this factor.
10. Benefits
It includes those special phases of company policy, which attempts to prepare the
worker for emergencies, illness, old age, also. Company allowances for holidays,
leaves and vacations are included within this factor.
WORKERS ROLE IN JOB SATISFACTION
If job satisfaction is a worker benefit, surely the worker must be able to contribute
to his or her own satisfaction and well being on the job. The following suggestions can
help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and
talents. This often leads to more challenging work and greater responsibilities, with
attendant increases in payh and other recognition.
Develop excellent communication skills. Employer’s value and rewards excellent reading,
listening, writing and speaking skills. Know more Acquire new job related knowledge
that helps you to perform tasks more efficiently and effectively. This will relive boredom
and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are
valued by most organizations and often results in recognition as well as in increased
responsibilities and rewards.
Develop teamwork and people skills. A large part of job success is the ability to work
well with others to get the job done.
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Accept the diversity in people. Accept people with their differences and their
imperfections and learn how to give and receive criticism constructively.
See the value in your work. Appreciating the significance of what one does can led to
satisfaction with the work itself. This help to give meaning to one’s existence, thus
playing a vital role in job satisfaction.
Learn to de-stress. Plan to avoid burn out by developing healthy stress management
techniques.
REASONS OF LOW JOB SATISFACTION
Reasons why employees may not be completely satisfied with their jobs:
1. Conflict between co – workers.
2. Conflict between supervisors.
3. Not being opportunity paid for what they do.
4. Have little or no say in decision making that affect employees.
5. Fear of losing their job.
EFFECTS OF LOW JOB SATISFACTION
1. HIGH ABSENTEEISM
Absenteeism means it is a habitual pattern of absence from duty or obligation. If

there will be low job satisfaction among the employees the rate of absenteeism will
definitely increase and it also affects on productivity of organization.
2. HIGH TURNOVER
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In human resource refers to characteristics of a given company or industry relative

to the rate at which an employer gains and losses the staff.
If the employer is said to behave a high turnover of employees of that company

have shorter tenure than those of other companies.
3. TRAINING COST INCREASES
As employees leaves organization due to lack of job satisfaction. The Human

Resource manager has to recruit new employees. So that the training expenditure
will increases.
INFLUENCES ON JOB SATISFACTION
There is no. of factors that influence job satisfaction. For example, one recent study even
found that if college student’s majors coincided with their job, this relationship will
predicted subsequent job satisfaction. However, the main influences can be summarized
along with the dimensions identified above.
The work itself
The concept of work itself is a major source of satisfaction. For example, research related
to the job characteristics approach to job design, shows that feedback from job itself and
autonomy are two of the major job related motivational factors. Some of the most
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important ingredients of a satisfying job uncovered by survey include interesting and

challenging work, work that is not boring, and the job that provide status.
PAY
Wages and salaries are recognized to be a significant, but complex,multidimentional

factor in job satisfaction. Money not only helps attain their basic needs butevel need
satisfaction. Employees often see pay as a reflection of how management view their
contribution to the organization. Fringe benefits are also important.
If the employees are allowed some flexibility in choosing the type of benefits they prefer
within a total package, called a flexible benefit plan, there is a significant increase in both
satisfaction and overall job satisfaction.
Promotions
Promotional opportunities are seem to be have avarying effect on job satisfaction This is
because of promotion take number of different forms.
RESEARCH DESIGN
TITLE OF THE STUDY:
“JOB SATISFACTION OF EMPLOYEES
INTRODUCTION:
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Job is a collection of task, duties and responsibilities assigned to an individual employee.

Satisfaction refers to the overall feeling that one structure aspirations desires and needs
are generally met from the job one is performing. Job satisfaction represents a person’s
feeling towards his job.
Job satisfaction is very much important to the company because if the employees are not
satisfied it effects on employees turnover, absenteeism, accidents, unionization and
indirectly on productivity. Job satisfaction depends on the nature of work, promotion
chances, and quality of supervision, work group and working conditions.
STATEMENT OF THE PROBLEM
The objective cannot be achieved unless and until the workers are highly satisfied with
the working environment and the benefits given to the employees, which have an
important impact on industrial relation. So the company tries to satisfy their employees by
providing many facilities and various allowances, but the employees expect more than
what the company already provided to satisfy their employees. It is not possible to
achieve cent percent job satisfaction because the expectations, ideas and thinking of every
employee in an organization differ from each other. So research study has been conducted
in the area of employees’s job satisfaction at Micro Labs Limited.
Hence, this study is aimed at not only analyzing on job satisfaction, but also to draw
suggestions and conclusions which would enable the organization to make improvement
in the benefits given to employees if necessary.
OBJECTIVES OF THE STUDY:
 To identify the facility provided by Micro Labs Limited.
 To ascertain the employees expectation from job about facilities.
 To ascertain the extent to which the expectations are fulfilled.
 To measure the level of employees job satisfaction at Micro Labs Limited.

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 To provide suggestions and recommendations.
SCOPE OF THE STUDY
The scope of the study limits to the Micro Labs Limited and employees from different
department in different grades.
LIMITATIONS OF THE STUDY
• Due to lack of time, justice could not be done to the topic and it was very difficult to
make a detail study.
• Frequent visit to various departments and collecting information was not possible.
• Due to time constrain a large number of respondents could not be selected for the
study and few of the respondents selected did not disclose any information since they
feel it confidential one.
• The study related to the Micro Labs Limited Bangalore only.
• Employees were reluctant to give sufficient information for the study.
However care has been taken to collect the relevant information for the study in spite of
so many limitations, researcher made an attempt to gather all information to make the
research work more effective.
SAMPLING
Sampling size of the study is extended to 100 employees.
TOOLS USED FOR DATA COLLECTION

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Sources of data
1. Primary Data
2. Secondary Data
The Primary data was collected by interview with the help of structured questionnaire
from selected employees.
Secondary data was obtained from books, company records, magazines and articles etc
REFERENCE PERIOD
It takes one month for the detail study about the topic.
PLAN OF ANALYSIS
Table were prepared based on the responses obtained from the questionnaire and
inferences were drawn from the analysis of tabulated data, those inference were
summarized, based on which conclusion were drawn, as per with the objectives for the
purpose of analysis diagrams and Pie charts have been used whenever it is necessary
III COMPANY PROFILE
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Micro Labs Ltd. established in the year 1973, with an objective of providing quality
healthcare products at an affordable cost by Late Mr. G.C. Surana, Founder
Chairman, Micro Labs Ltd.
Now, under the leadership of Mr. Dilip Surana (Chairman cum Managing Director),
Mr. Anand Surana (Director) & Mrs. Archana Surana (Director), it is a diversified
pharmaceuticals manufacturing company with products ranging from oral solids, oral
liquids, topicals to injectables. With dedicated plants for penicillin and non-penicillin
categories, Micro Labs has been ranked in top 25 of top 300 pharmaceutical companies
by AC Nielsen ORG. The company is aiming to be in top 10 by 2012.
With a constant aim to excel, the vision of the company is to exceed expectations
globally, placing quality and efficiency at the top end of company values.
The Micro Group has been contributing significantly to the healthcare needs of the
domestic market for over 3 decades. Growing at a phenomenal annual compounded
growth rate of 25% in the last few years. It is well poised to achieve unparalleled status in
the global pharmaceutical industry, through business expansion plans.
The company is also at the forefront in social contribution. The company has been
striving to be a model corporate citizen in terms of Environmental Protection & Social
Initiatives with significant contributions in the areas of education and health.
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Micro Labs Ltd with its associate companies is a multi-faceted drug manufacturing
organization with 9 oral formulation plants, an injectable unit, a bulk drug facility, 4
overseas offices, a strong distribution network and over 5200 dedicated employees. In
addition to the above, Micro Labs also has the state-of-the-art facilities and R&D centers’
with international standards, in the suburbs of a beautiful metropolitan city in South India
- Bangalore popularly known as the ‘Silicon Valley’ or the ‘Garden City of India’
Micro Labs Ltd has set-up an educational institution to provide quality education to the
deserving and needy. The Surana College offers courses in arts, science, commerce,
Jainology and computer applications besides a PG Center for Management Studies.
Micro Labs began to expand in the early eighties when increased thrust was given to the
branded prescription market. Greatly encouraged by the wide acceptance and positive
market response, the company expanded its products range to various other more vital
segments like cardiovascular, psychotropic, and neurological, anti diabetic,
gynecological, gastro-enterological, dermatological, ophthalmologic and veterinary
products.
The company later became a multi-divisional group to suit changing market trends and
customer profiles. In 2002 Micro Labs acquired EROS pharma a Bangalore-based
formulations company. Micro Labs has 10 overseas offices, 10 formulation
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manufacturing plants, a strong distribution network and about 5000 plus dedicated
employees.
Vision & Values of the Company
Being one of the leading Indian healthcare providers in India, they aim to be a prominent
pharmaceutical player in regulated and non-regulated markets across the globe.
Their vision is to be among the top 10 pharmaceutical companies in India by 2012.
Business Objectives of Micro Labs Ltd.
Adapting latest international technology to match global health care requirements
Accelerate growth through brand building
Continuous research and product development
Constant manufacturing facilities expansion
US – FDA standards facilities to cater to Regulated Markets
Overseas joint ventures.
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Quality Objectives
In addition to this they have a well-documented quality management system in force,
which ensures compliance with the quality standards of ISO 9001.
They believe that quality is the key to success.
Every product manufactured by Micro Labs goes through a highly sophisticated quality
control procedure. The quality objectives will ensure that the products will be safe,
effective and of high quality.
The driving factors at the MICRO group are their core values:
Strategic Partnerships
Quality and Service
Transparency in conduct at all times
Innovation to provide added value to customers
Committed employees to make a difference
Their core values are based on respect for people, integrity, networking, diversity,
creativity, empowerment and customer care.
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Group Foray
The Micro Group’s success in India has opened up new vistas and given them new wings.
While providing quality healthcare solutions to Asia and most other Eastern countries, the
company is forging ahead in areas like Latin America and Eastern Europe.
The group is currently operational in the Asian, European, Latin American and African
continents.
Highlights of the Company
1. Presence in 50 countries
2. Exporting all major dosage forms in every therapeutic segment
3. Corporate offices in ten countries including UK, Thailand, Russia, Vietnam &
Ukraine
4. Independent marketing operations with full-fledged sales teams
5. Focus on ethical promotion (brand building) - sale of branded Generic drugs
6. Strategic marketing alliances with local transnational marketing companies
7. Site/plant approvals from Health Canada (PICS countries)
8. Approved by the MCC South Africa, Health Canada and UK MHRA
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PEOPLE AT MICRO LABS LTD.
The path from a potential breakthrough to a successful global brand depends on
securing the necessary resources, expertise, experience and the ability to translate
product benefits in the market, be it global or domestic.
At MICRO, they believe that their human capital is their most valuable asset.
The MICRO group figures prominently in the industry, for its high employee
retention rate. They aspire to enrich their people who are their driving force, to be
highly motivated, innovative and technology- savvy, thereby maximizing the
potential of their human capital.
The MICRO team is a group of self-driven and experienced individuals, with
backgrounds in technology, sales, human resources, healthcare and research.
Networking the length and breadth of the country, the MICRO group directly
attributes its phenomenal success to a visibly strong and dedicated:
BUSINESS AREAS:
Domestic Business
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A leader in several therapeutic products, Micro Labs is amongst top 25 pharmaceutical
companies in India today.
To keep pace with the changed pharmaceutical environment, Micro Labs has set up ten
manufacturing units, which are strategically located across the country.
While we focus on world-class research, our sense of satisfaction lies in the fact that we
take a step to improve health in the country today.
International Business
Micro is well poised to achieve in the medium term status “BIG GENERIC COMPANY”
in the global pharmaceutical space.
Building critical mass in existing markets & developing business in new market like
USA, East Europe, and North Africa & South Central America.
Our marketing and distribution subsidiaries have presence in 28 countries worldwide
while we exports to over 60 countries.
International business registered a growth of above 30% over the corresponding period. A
strategic shift in focus has taken place from Semi Regulated Markets to the Regulated
Markets like European Union and the US. Your Company has received Marketing
Authorization in Sweden & U.K for its first set of Dossiers. Further, formalities have been
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completed for the ownership transfer of Marketing Authorization for European Union
which was acquired from a European Company.
Products Range
Micro Labs manufactures and markets a wide range of products for a wide range of therapies and
age groups. With over 300 widely accepted brands under its label and many more in the pipeline,
Micro Labs is clearly set to lead the pharma revolution in the years to come.
Therapy Areas
• Cardio vascular
• Gynecology
• Gastroenterology
• Dermatology
• Ophthalmology
• Neuro psychiatry
• Anti diabetic
• Antimicrobials
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• Antiseptics
• Nutraceticals
• Analgesics/Antipyretics
• Anti malarial and more
Complete process lines
From the active ingredient to the vaccine, the injection solution in the form of pre-
packaged syringes, ampoules or bottles.
They supply complete process lines based on the very best technologies the market has to
offer - from internationally acclaimed suppliers. Either through project-related
cooperation or by technology transfer.
Necessary process modules for CIP, SIP, purified water, WFI and ultra-pure steam as well
as other media are integrated into the overall concept as a whole and ideally coordinated
in line with the process requirements.
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DATA INTERPRETATION & ANALYSIS
TABLE NO: 1
To have clear understanding as the breakup of percentages.
DATA ANALYSIS AND INTERPRETATION
1. I have confidence in the leadership of Micro Labs Limited.
Table – 1
Respondents
Satisfaction Level Opinion Percentage
Disagree Strongly 0 0%
Disagree Somewhat 4 4%
Neutral 28 28%
Agree Somewhat 40 40%
Agree Strongly 28 28%
Total 100 100%
26
40
35 Disagree
30 Strongly
25 Disagree
Somewhat
20
Neutral
15
10 Agree
5 Somewhat
0 Agree Strongly
Respondents
Opinion
INTERPRETATION
From the above table, we can interpret that 28% of the employees agree strongly that they
have confidence in leadership of Micro Labs Limited, 40% of the employees agree
somewhat with the leadership of Micro Labs Limited, 28% of the employees have neutral
opinions, 4% of the employees disagree somewhat and none of the employee disagree
strongly with the confidence in leadership of Micro Labs Limited.
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Respondents
3. Satisfaction Level Opinion Percentage
0
Disagree Strongly 0%
8
Disagree Somewhat 8%
28
Neutral 28%
36
Agree Somewhat 36%
28
AgreeStrongly 28%
Total 100 100%
Management does not play favorites
Table - 3
28
40
35
30 Disagree
Strongly
25 Disagree
Somewhat
20
Neutral
15
Agree
10 Somewhat
AgreeStrongly
5
0
Respondents Percentage
Opinion
INTERPRETATION
From the above table, we can interpret that 28% of the employees agree strongly that
Management does not play favorites, 36% of the employees agree somewhat with the
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Management is not playing favorites, 28% of the employees have neutral opinions, 8% of
the employees disagree somewhat and none of the employee disagree strongly with the
adequate Management does not play favorites.
5. Individual initiative is encouraged at Micro Labs Limited
Table - 5
Respondents
0
16
24
Neutral 24%
36
Agree Somewhat 36%
24
AgreeStrongly 24%
100
Total 100%
30
40
35
Disagree
30 Strongly
25 Disagree
Somewhat
20
Neutral
15
10 Agree
Somewhat
5
AgreeStrongly
0
Opinion
INTERPRETATION
From the above table, we can interpret that 24% of the employees agree strongly that.
Individual initiative is encouraged at Micro Labs Limited, 36% of the employees agree
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somewhat with the Individual initiative is encouraged at Micro Labs Limited,, 24% of
the employees have neutral opinions, 16% of the employees disagree somewhat and none
of the employee disagree strongly with the Individual initiative encouraged at Micro
Labs Limited.
7. Work assignments are explained clearly to me by my supervisor in the

organization
Table - 7
Respondents
0
4
16
Neutral 16%
36
Agree Somewhat 36%
44
AgreeStrongly 44%
100
Total 100%
32
45
40
35 Disagree
Strongly
30
Disagree
25 Somewhat
20 Neutral
15 Agree
10 Somewhat
AgreeStrongly
5
0
Respondents
Opinion
INTERPRETATION
From the above table, we can interpret that 44% of the employees agree strongly that.
Work assignments are clearly explained by the supervisor in the
organization, 48% of the employees agree somewhat with the Communication being
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good within the organization, 12% of the employees have neutral opinions, 12% of the
employees disagree somewhat and none of the employee disagree strongly
Communication being good within the organization.
9. I have opportunities to learn and grow
Table - 9
Respondents
0
4
12
Neutral 12%
48
Agree Somewhat 48%
36
Agree Strongly 36%
100
Total 100%
34
50
45
40 Disagree
35 Strongly
Disagree
30
Somewhat
25
Neutral
20
15 Agree
10 Somewhat
5 Agree Strongly
0
Respondents
Opinion
INTERPRETATION
From the above table, we can interpret that 36% of the employees agree strongly that,
they have opportunities to learn and grow, 48% of the employees agree somewhat with
the opportunities to learn and grow, 12% of the employees have neutral opinions, 4% of
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the employees disagree somewhat and none of the employee disagree strongly they have
opportunities to learn and grow.
11. The performance appraisal system is fair
Table - 11
Respondents
0
4
8
Neutral 8%
56
Agree Somewhat 56%
32
AgreeStrongly 32%
100
Total 100%
36
60
50
Disagree
Strongly
40
Disagree
Somewhat
30
Neutral
20
Agree
Somewhat
10 AgreeStrongly
0
Opinion
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INTERPRETATION
From the above table, we can interpret that 32% of the employees agree strongly that, The
performance appraisal system is fair, 56% of the employees agree somewhat with the
performance appraisal system is fair, 8% of the employees have neutral opinions, 4% of
the employees disagree somewhat and none of the employee disagree strongly with the
fair of performance appraisal system
13. I am provided with all resources to perform my task better in the organization
Table - 13
Respondents
0
8
16
Neutral 16%
36
Agree Somewhat 36%
40
AgreeStrongly 40%
100
Total 100%
38
40
35 Disagree
30 Strongly
25 Disagree
Somewhat
20
Neutral
15
10 Agree
Somewhat
5
AgreeStrongly
0
Respondents
Opinion
INTERPRETATION
they have provided with all resources to perform task better in the organization 36% of
the employees agree somewhat with the they have provided with all resources to perform
task better in the organization, 16% of the employees have neutral opinions, 8% of the
39
employees disagree somewhat and none of the employees have strongly disagreed that
they have provided with all resources to perform task better in the organization.
15. If I do good work I can count on being promoted
Table - 15
Respondents
12
12
12
Neutral 12%
40
Agree Somewhat 40%
24
AgreeStrongly 24%
40
40
35
30 Disagree
Strongly
25 Disagree
Somewhat
20
Neutral
15
Agree
10 Somewhat
5 AgreeStrongly
0
Opinion
INTERPRETATION
they do good work they can count on being promoted, 40% of the employees agree
somewhat with that they do good work they can count on being promoted, 12% of the
employees have neutral opinions, 12% of the employees disagree somewhat and 12% of
the employees have strongly disagreed they do good work they can count on being
promoted.
41
16. My workload is reasonable
Table - 18
Respondents
4
0
8
Neutral 8%
48
Agree Somewhat 48%
40
AgreeStrongly 40%
100
Total 100%
42
50
45
40 Disagree
35 Strongly
30 Disagree
Somewhat
25
Neutral
20
15 Agree
10 Somewhat
5 AgreeStrongly
0
Opinion
INTERPRETATION
their workload is reasonable , 48% of the employees agree somewhat with that that, that,
their workload is reasonable 8% of the employees have neutral opinions, none of the
employees disagree somewhat and 4% of the employees have strongly disagreed that,
their workload is reasonable.
43
17. My supervisor treats me with respect
Table – 19
Respondents
0
0
8
Neutral 8%
28
Agree Somewhat 28%
64
AgreeStrongly 64%
100
Total 100%
44
70
60 Disagree
50 Strongly
Disagree
40 Somewhat
30 Neutral
20 Agree
10 Somewhat
AgreeStrongly
0
Opinion
INTERPRETATION
their supervisor treats them with respect., 28% of the employees agree somewhat with
their supervisor treats them with respect., 8% of the employees have neutral opinions,
none of the employees disagree somewhat and none of the employees have strongly
disagreed their supervisor treats them with respect.
18. My supervisor handles my work-related issues satisfactorily

45
Table – 20
Respondents
0
0
8
Neutral 8%
48
Agree Somewhat 48%
44
AgreeStrongly 44%
100
Total 100%
46
50
45 Disagree
40 Strongly
35
Disagree
30
Somewhat
25
Neutral
20
15
10 Agree
5 Somewhat
0 AgreeStrongly
Respondents
Opinion
INTERPRETATION
their supervisor handles the work-related issues satisfactorily, 48% of the employees
agree somewhat their supervisor handles the work-related issues satisfactorily, 8% of the
employees have neutral opinions, none of the employees disagree somewhat and none of
the employees have strongly disagreed that their supervisor handles the work-related
issues satisfactorily.
19. Micro Labs Limited provided as much initial training as I needed
Table – 21
47
Respondents
8
12
36
Neutral 36%
32
Agree Somewhat 32%
12
AgreeStrongly 12%
100
Total 100%
48
40
35 Disagree
30 Strongly
25 Disagree
Somewhat
20
Neutral
15
10 Agree
5 Somewhat
0 AgreeStrongly
Respondents
Opinion
INTERPRETATION
their supervisor handles the work-related issues satisfactorily, 32% of the employees
agree somewhat their supervisor handles the work-related issues satisfactorily, 36% of the
employees have neutral opinions, 12% of the employees disagree somewhat and 8% of
the employees have strongly disagreed that their supervisor handles the work-related
issues satisfactorily.
20. Micro Labs Limited provides as much ongoing training as I need
49
Table – 22
Respondents
4
20
28
Neutral 28%
36
Agree Somewhat 36%
12
AgreeStrongly 12%
100
Total 100%
50
40
35
30 Disagree
Strongly
25 Disagree
Somewhat
20
Neutral
15
Agree
10 Somewhat
5 AgreeStrongly
0
Opinion
INTERPRETATION
Micro Labs Limited provides as much ongoing training as they need, 36% of the
employees agree somewhat their Micro Labs Limited provides as much ongoing training
as they need, 28% of the employees have neutral opinions, 20% of the employees
disagree somewhat and 4% of the employees have strongly disagreed that Micro Labs
Limited provides as much ongoing training as they need.
51
21. I'm satisfied with the medical facilities provided to employees and dependents
Table – 23
Respondents
0
4
20
Neutral 20%
48
Agree Somewhat 48%
28
AgreeStrongly 28%
100
Total 100%
CHART - 23
52
50
45
40 Disagree
35 Strongly
Disagree
30
Somewhat
25
Neutral
20
15 Agree
10 Somewhat
5 AgreeStrongly
0
Respondents
Opinion
INTERPRETATION
they are satisfied with the medical facilities provided to them and dependents, 48% of the
they are satisfied with the medical facilities provided to employees and dependents, 20%
of the employees have neutral opinions, 4% of the employees disagree somewhat and
none of the employees are strongly dissatisfied with the medical facilities provided to
employees and dependents.
22. I am satisfied with leave travel allowance
Table – 24
53
Respondents
4
8
20
Neutral 20%
36
Agree Somewhat 36%
32
AgreeStrongly 32%
100
Total 100%
54
40
35
30 Disagree Strongly
25 Disagree
Somewhat
20
Neutral
15
Agree Somewhat
10
AgreeStrongly
5
0
Opinion
INTERPRETATION
they are satisfied with the leave travel allowance, 36% of the they agree somewhat
satisfied with the leave travel allowance, 20% of the employees have neutral opinions, 8%
of the employees disagree somewhat and 4% of the employees are strongly dissatisfied
with the leave travel allowance.
23. I am proud to be an employee of micro labs
Table – 25
55
Respondents
0
0
12
Neutral 12%
24
Agree Somewhat 24%
64
AgreeStrongly 64%
100
Total 100%
56
70
60 Disagree
50 Strongly
Disagree
40 Somewhat
30 Neutral
20 Agree
10 Somewhat
AgreeStrongly
0
Respondents
Opinion
INTERPRETATION
they are proud employee of Micro Labs Limited, 24% of them agree somewhat they are
proud employee of Micro Labs Limited, 12% of the employees have neutral opinions,
none of the employees disagree somewhat and none of the employees are strongly
dissatisfied with being a proud employee of Micro Labs Limited.
57
CHAPTER – 5
FINDINGS & SUGGESTIONS
SUGGESTIONS:
The suggestions are drawn from the analysis and observations. Few suggestions are given as
under.
• In case of working hours decided by the organization are not convenient for the
employees of Micro Labs Limited ,Bangalore .The working hours are 10 hours per day
that from 9 AM to 7PM. These hours should minimize up to 8 hours.
• 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.
• 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.
• From analysis we concluded that the period of in house training is very short that is of
only 3 days, which is not sufficient to get complete knowledge about the work. Hence the
training period should extend up to 5 days.
• As there is an active participation of employees in decision making but rarely the

suggestions given by them are drawn in action. Hence the confidence of employees gets
demotivated.
• So to motivate the employees management can take into consideration some proper
suggestions given by the employees. It will help to increase the motivation and ultimately
the Job satisfaction of the employees of Micro Labs Limited, Bangalore.
CONCLUSION
58
All the conclusions are drawn based on the analysis and interpretation of the primary data
regarding the job satisfaction of the employees of Micro Labs Limited, Bangalore
• From the analysis and interpretation, it is concluded that most of the employees are
satisfied with the workplace and only few employees are not satisfied with the
workplace, which are negligible in number. Similarly in case of infrastructure most
of the employees are satisfied and very small number of employees is not happy
with the infrastructure of Micro Labs Limited and the canteen facilities. It means
the workplace and infrastructure of Micro Labs Limited is good or satisfactory.
• It is concluded that are near about all the employees are satisfied with
implementation of rules and responsibilities. And only some of them are not seems
to be satisfied with the implementing rules and responsibilities. Therefore it shows
that implementation of rule and responsibility is done fairly.
• From the study it is clear that the higher percentage of employees are happy with
the freedom at work given by management but only some of them are not feeling
satisfied with the freedom given at work place.
• According to analysis and interpretation, most of the employees are satisfied with
the team spirit built in organization and only few are not happy with team spirit in
the organization. From this it seems that the team spirit in the organization is
strong.
59
• This study shows that only few employees strongly feel that the working hours
decided by organization are most convenient for them. Other is not in favor with
these working hours. So it is clear that the management kept the main
consideration about working conditions and the hours, which satisfies the
employees.
• The study shows that very small numbers of employees are satisfied with the job
security. And remaining most of the employees are not satisfied with the job
security provided by the organization. Hence from this analysis it is cleared that
there is feeling of ear of job loss in the employees of Micro Labs Limited.
• An analysis shows that employees are strongly in favor that the targets given are
achievable and only are not feels that the targets given are achievable. Hence the
targets set by management are achievable.
• From the analysis it is concluded that very small number of employees are satisfied
with the payment as per their roles and responsibility and remaining all are not
satisfied with the payment according to their roles and responsibilities. Hence
from this analysis it can be cleared that payment according to roles and
responsibilities are not much satisfied.
• Only little number of the employees is satisfied with the opportunities of

promotions given by organization. It shows that the employees do not have any
growth of opportunities. Analysis shows that the payment of salary is made always
on time.
• From the analysis and interpretation, it is clear that very large number of the
respondents is satisfied with the quality of training and induction program and in
house training held by the management. And few are not satisfied with the quality
of in house training. But the period of training is not satisfactory to the employees.
60
• From the analysis, it is clear that HR Division is most satisfactory to all employees
only few are not satisfied with the HR Division in the company. In case of
performance appraisal system and the office events and parties organized by the
organization near about all the employees are satisfied.
• It is concluded that the employee are not much satisfied with the forum for face-to-
face communication. From the analysis it is clear that half of the employees are
satisfied and other half are not satisfied with the encouragement given to the
suggestions of the employees. But only few think that there is positive acceptance
of the suggestions given by the employees. From the analysis it is clear that
management keeps all the promises.
61

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A Study on Job Satisfaction of Employees at Micro Labs Limited

Human resource is of paramount importance for the success of any organization.

Human resource management is that process of management which develops and

DEFINITION OF HUMAN RESOURCE MANAGEMENT:

Human resource management may be defined as a set of policies, practices and

According to flippo,”Human resource management is the planning,organizing,directing

3. Employee and executive remuneration

The importance of HRM can be discussed from three standpoints

(a) Social significance

Proper management of personnel enhances their dignity by satisfying their social

(b) Professional significance

By providing healthy working environment it promotes teamwork among the

a. Maintaining the dignity of the employee as a “human-being”

c. Providing healthy relationship between different work groups so that work is

(c) Significance for individual enterprise:

It can help the organization in accomplishing its goals by:

a. Creating right attitude among the employees through effective motivation;

INTRODUCTION OF THE TOPIC

JOB SATISFACTION OF EMPLOYEES

According to pestonejee, Job satisfaction can be taken as a summation of employees’s

opportunities on the job for promotion and advancement (prospects, overtime

2. Management – Supervisory treatment, participation, rewards and punishments,

praises and blames, leaves policy and favoritism.

3. Social relations- Friends and associates, neighbors, attitudes towards people in

community, participation in social activity socialibility and caste barrier.

4. Personal adjustment – Health and emotionality.

IMPORTANCE OF JOB SATISFACTION

IMPORTANCE TO WORKER AND ORGANIZATION

Job satisfaction benefits the organization includes reduction in complaints and

FACTORS OF JOB SATISFACTION

*The way the individual reacts to unpleasant situations,

* The facility with which he adjusted himself with other person

* The nature of work in relation to abilities, interest and preparation of worker

1. Intrinsic aspect of Job

This aspect of job satisfaction pertains to relationship of worker with his

4. Wage and salaries

5. Opportunities for advancement

7. Company & Management

It includes the aspect of worker’s immediate situation, which is a function of

8. Social aspect of Job

It includes relationship of worker with the employees specially those employees at

WORKERS ROLE IN JOB SATISFACTION

REASONS OF LOW JOB SATISFACTION

1. Conflict between co – workers.

2. Conflict between supervisors.

3. Not being opportunity paid for what they do.

4. Have little or no say in decision making that affect employees.

5. Fear of losing their job.

EFFECTS OF LOW JOB SATISFACTION

Absenteeism means it is a habitual pattern of absence from duty or obligation. If

In human resource refers to characteristics of a given company or industry relative

If the employer is said to behave a high turnover of employees of that company

3. TRAINING COST INCREASES

As employees leaves organization due to lack of job satisfaction. The Human

INFLUENCES ON JOB SATISFACTION

The work itself

important ingredients of a satisfying job uncovered by survey include interesting and

Wages and salaries are recognized to be a significant, but complex,multidimentional

TITLE OF THE STUDY: