TITLE: A STUDY ON JOB SATISFACTION OF EMPLOYEES IN VRP MEDICAL CENTER

ABSTRACT
Job satisfaction is one of the essential aspects that has attracted the attention of both managers
and academics. Several researches have been undertaken to discover the factors that influence
job satisfaction and how it affects productivity in the workplace. Even though there is no solid
proof that job happiness increases productivity directly since productivity is influenced by so
many factors, it is nevertheless a major concern for managers. Job satisfaction refers to a
person's positive mental attitude about his or her work. “A happy employee is a productive
employee,” as the saying goes. Because most people spend a significant amount of their lives
at work, job happiness is quite important. Furthermore, job satisfaction has an impact on
employees' general well-being, because a contented and happy employee is a contented and
happy human being. A highly pleased employee enjoys greater physical and emotional health.
The purpose of this study is to see how human resource issues affect employee satisfaction at
VRP Medical Center. It determines how much the company's personnel are motivated by
welfare and financial concerns. The survey also aims to investigate employees' perceptions of
the company's working environment.
REVIEW OF RELATED LITERATURE
Paul E. Spector (1997) summarizes the findings concerning how people feel towards work,
including: cultural and gender differences in job satisfaction and personal and organizational
causes; and potential consequences of job satisfaction and dissatisfaction. He provides with a
pithy overview of the application, assessment, causes and consequences of job satisfaction.
Sophie Rowan (2008) reveals how to create a happier work life, without changing career. She
provides practical and realistic guidance on how one can achieve optimal job satisfaction and
overcome the obstacles that make so many of us unhappy at work.
Robert M. Hochheiser (1998) reassessed the meaning of the workplace and proposed a
simple formula for success- Forget the idea that hard work alone leads to success and instead
focus on building good relationships. He asserts that the best way to win at work is to
understand what is needed to support the egos of bosses, peers, and subordinates.
Accurate assessment of those needs can then be indirectly associated with one's own
personal goals and exploited to make substantive workplace gains. Methods of determining
needs are given for a variety of situations, and strategies are offered to help make some of
the worst work situations at least marginally better through networking and personal
development.
C. J. Cranny, Patricia Cain Smith, Eugène F. Stone (1992) reveals perceiving future opportunity
can actually be more motivating than actually receiving a raise, getting promoted, or being given
additional responsibilities.
Jane Boucher (2004) offers practical advice for improving both your attitude about your job and
the job itself. She shows workers how to cope with keeping their jobs in this difficult economy.
Chris Stride, Toby D. Wall, Nick Catley (2008) presented widely used measurement scales of
Job Satisfaction, Mental Health, Job-related Well-being and Organizational Commitment, along
with benchmarking data for comparison. The benchmarking data is based on a sample of
almost 60,000 respondents from 115 different organizations across a wide spectrum of
industries and
occupations. Information is given by occupational group, and is further broken down by age and
gender.
Joanna Penn (2008) teaches how to improve your position in your current employment, gaining
more from your job, discovering more about yourself and what it is you would be happy doing,
stress management and people management.
Evren Esen (2007) examined in terms of industry and staff size as well as employee age and
gender more than 20 indicators of job satisfaction including career-advancement opportunities,
benefits, the flexibility to balance life and work, and compensation.
Elwood Chapman (1993) helps to determine employee level of satisfaction and then assists in
making positive changes to increase both satisfaction level and quality of work.
Patricia Buhler, Jason Scott (2009) presents an academic argument for building an employee-
centered culture. They also examined a real-world case study of a company that has
experienced the economic benefits of this practice, making it abundantly clear that modern
businesses can't afford not to make employee satisfaction a top priority.
STATEMENT OF THE PROBLEM
Employees are the driving force behind any sector, and an organization's success is dependent
on their productivity. Only a bunch of happy employees can propel a company to success. The
corporation must give enough welfare measures to ensure employee contentment. We can
determine whether employees are content or not by completing a job satisfaction survey, as well
as whether they are driven by general, welfare, financial, and other connected aspects.
OBJECTIVES OF THE STUDY
The study aims to achieve the following objectives: -
1. To evaluate how human resource factors (general factors) affect the satisfaction level of
employees in VRP Medical Center.
2. To assess how far welfare and financial factors motivate the employees in VRP Medical
Center.
3. To determine the opinion of employees towards the working life in VRP Medical Center.
4. To conduct a brief study to analyze the various functions performed by these sections.
METHODOLOGY
TYPE AND SOURCE OF DATA
Both primary and secondary data are used for the study. The primary data are collected by
using questionnaire method. Secondary data are collected from books, journals, company
manuals, company website, company magazines and informal talk with the officers and the
employees TOOLS AND TECHNIQUES
Tools and techniques involve various accounting techniques and statistical tools like
percentages and ratios, which is used as a device to analyze and interpret the cost and value of
human resources of the company as it is one of the most powerful tools of financial analysis.
Graphs, tables, figures and bar diagrams are used, as it helps in presenting quantitative facts in
simple, clear and effective pictures and are also attractive and create lasting impression.
POPULATION
The survey was conducted in three departments of VRP Medical Center, namely, Hospital
Administrators Office and Finance Division. The total number of employees in 2 Divisions are
25.

 HAO – 10
 Finance Division – 15
CONCLUSION
An employee's evaluation of whether he or she is satisfied or dissatisfied with his or her
employment is a complex summation of a number of individual job factors. Employees were
asked to report their feelings about their employment and work environment in this job
satisfaction study. It aided in the development of a powerful diagnostic tool for assessing staff
issues. Another advantage of the study is improved communication. The upward
communication, in which employees are encouraged to say what's on their minds, is very
favorable to the organization.
According to the findings of this job satisfaction research, the grievance management system,
promotion policy, job rotation, and participation in decision-making all need to be improved. It
aided management in gaining a better understanding of why employees are behind, as well as
planning better solutions to problems and determining training needs. Employees at the VRP
Medical Center are satisfied with the hospital perks, which include dependents, pension
packages, leave credits, and work schedules, according to this survey. Certain suggestions are
made that management may take in order to please their personnel. As a result, the priceless
value of human resources is shown, and the necessity to fulfill them is revealed.