Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
ON
JOB SATISFACTION OF EMPLOYEES
(A CASE STUDY OF HDFC STANDARD LIFE
INSURANCE)
Submitted to the university of Rajasthan (Jaipur) In
Partial Fulfillment of requirement of paper VI for the
degree of
BACHELOR OF BUSINESS ADMINISTRATION
Supervised by :
Submitted by:
Dr.Neelima Pareek
DAKSH SHARMA
Mahaveer College of
Commerce, Jaipur
BBA PART - IV
2012-2013
ACKNOWLEDGEMENT
DAKSH
SHARMA
~2~
PREFACE
Experience is the best teacher. The saying plays a very pivotal role in
our curriculum where in we try and understand the nuances of the
theoretical world with a blend of practical experience. Its very important to
understand how and where to implement what we have studied. Knowledge
in itself is a continuous process. Getting practiced knowledge is an
important thing for existence for any business concern in the competition
prevailing in an industry a total awareness is the first and foremost thing
necessary from all aspects, working smarter seems to be as important as
working harder and longer.
We
completed
this
project
on
JOB
SATISFACTION
OF
~3~
DAKSH SHARMA
DECLARATION
I further declare that this project has not been submitted earlier at any
University of Institute for the award of any degree or diploma
~4~
DAKSH SHARMA
(BBA-PART IV)
~5~
CONTENTS
~6~
CHAPTER 6: Limitations
65-66
7-
CHAPTER 8: Annexures
70-73
CHAPTER 9 : Bibliography
74-76
CHAPTER 1
CONCEPT OF JOB
SATISFACTION OF
EMPLOYEES
~8~
1.1 CONCEPT
1.2 OBJECTIVES
JOB SATISFACTION
The term Job satisfaction refers to an individual's general attitude towards
his or her job. A person with a high level of job satisfaction holds positive
attitude towards the job, while a person who is dissatisfied with his or her
job holds negative attitude about the job.
~9~
In simple words job satisfaction is:Job Satisfaction describes how content an individual is with his or her job.
There are a variety of factors that can influence a person's level of Job
satisfaction; some of these factors are:-
Although committed and loyal employees are the most influential factor to
becoming an employer of choice, it's no surprise that companies and
organizations face significant challenges in developing energized and
engaged workforces. However, there is plenty of research to show that
increased employee commitment and trust in leadership can positively
impact the company's bottom line. In fact, the true potential of an
organization can only be realized when the productivity level of all
individuals and teams are fully aligned, committed and energized to
successfully accomplish the goals of the organization.
As a result, the goal of every company should be to improve the desire of
employees to stay in the relationship they have with the company. When
companies understand and manage employee loyalty - rather than retention
specifically - they can reap benefits on both sides of the balance sheet i.e.,
revenues and costs.
On the revenue side of the balance sheet, loyal and committed employees
are more likely to go "above and beyond" to meet customer needs and are
highly motivated to work to the best of their ability. Both of these traits are
crucial for continued customer commitment and ongoing revenue and
growth for the company.
~ 11 ~
On the cost side, loyal employees stay longer, resist competitive job offers,
do not actively look for other employment and recommend the company to
others as a good place to work. These four behaviors positively influence
the cost side of the balance sheet because they are leading indicators of
employee retention. The longer companies keep their employees, the longer
they can avoid having to pay to replace them.
In other words, rather than focusing only on retention (that is, trying to
retain employees who have already decided to leave), organizations should
proactively recognize the benefits of understanding, managing and
improving employee loyalty. The most successful organizations are those
that can adapt their organizational behavior to the realities of the current
work environment where success is dependent upon innovation, creativity
and flexibility. Additionally, the dynamics of the work environment have to
reflect a very diverse population comprised of individuals whose
motivations, beliefs and Value structures differ vastly from the past and
from each another. Arguably, the most valuable, but also volatile, corporate
asset is a stable workforce of competent, dedicated employees, since such
an employee base gives companies a powerful advantage; depth of
knowledge and organizational strength.
One of the key steps to understanding and improving employee loyalty is
by acknowledging the importance of the following factors in building
loyalty and satisfaction:
Information:
Information is power and employees want to have the information they
need to know to do their jobs better and more effectively. And, more than
ever, employees want to know how they are doing in their jobs and how the
company is performing overall. It is vitally important to open the channels
of communication in an organization to allow employees to be informed,
ask questions, and share information and to inspire them to share the vision
of the company.
Involvement:
Managers today are faced with an incredible number of opportunities and
problems and, as the speed of business continues to increase, the amount of
time that they have to make decisions continues to decrease. Involving
employees in decision-making, especially when the decisions affect them
~ 15 ~
directly, is both respectful and practical. Not only do those closest to the
problem typically have the best insight as to what to do, involving them in
decision-making will increase their commitment and improve the success of
implementing new ideas or change. Similarly, management needs to follow
through on promises and live the values they preach.
Independence:
Few employees want their every action to be closely monitored. Most
employees appreciate having the flexibility to do their jobs as they see fit.
Giving employees latitude increases the chance that they will perform as
desired, as well as bringing additional initiative, ideas, and energy to their
jobs. Employees also need to be encouraged to achieve their best potential.
2) EQUITY THEORY:
Under this theory, it is believed that a persons job satisfaction depends
upon his perceived equity as determined by his input- output balance in
comparison with the input-output balance of others. Every individual
compares his rewards with those of a reference group. If he feels his
rewards are equitable in comparison with others doing similar work, he
feels satisfied. Job Satisfaction is thus a function of the degree to which job
characteristics meet the desires of the reference group. For example, one
study of the effects of community features on job satisfaction revealed that
workers living in a well to a neighbourhood felt less satisfied than those
living in poor neighbourhood.
4) DISCREPANCY THEORY:
According to this theory job satisfaction depends upon what a person
actually receives from his job and what he expects to receive. When the
reward actually received are less than the expected rewards it causes
dissatisfaction. In the words of Locke, Job Satisfaction and dissatisfaction
are function of perceived relationship between what one wants from ones
job and what one perceive it is actually offering. In other words,
satisfaction is the difference between what one actually received and what
he feels he should receive. This theory fails to reveal whether oversatisfaction is or is not a dimension of dissatisfaction and if so , how does it
dissatisfaction arising out of the situation when received outcomes are less
than the outcomes one feels he should receive.
CHAPTER : 2
INTRODUCTION
OF
HDFC STANDARD
~ 20 ~
LIFE INSURANCE
~ 21 ~
To regulate India insurance business first insurance act came in 1912 as life
insurance company act and provident fund act. These act consist of
premium rated abeles and periodical valuation of companies. In the first
two decade of 20th century many life insurance companies were started. So
the insurance acts came in 1938 to governing life and non life insurance
companies and provide strict state control. In 1956 the life insurance
corporation of India (LIC) was creating to spreading life insurance much
more widely particularly in rural areas. In that year LIC had 5 zonal offices,
33 divisional offices and 212 branch offices. 1957 the business of LIC of
sum assured of 200 crores, 1000 cores in 1970, and 7000 crores in 1986.
The general in insurance business in India, on the other hand, can trace its
roots to the Triton insurance company Ltd, the first general insurance
company established in the year 1850 in Calcutta by the British .Some of
the important milestones in the general insurance business in India are:-1907 - The Indian mercantile insurance Ltd. Set up, the first company to
transact all classes of general insurance business.
1957 - General insurance council, a wing of the Insurance Association of
India, frames a code of conduct for ensuring fair conduct and sound
business practices.
1968 - The insurance act amended to regulate investment and set minimum
solvency margins and the tariff advisory committed set up.
1972 - The General Insurance Business (Nationalization)act, 1972
nationalized the general insurance business in India with effect
from 1st
January 1973, 107 insure amalgamated and grouped into four companies
viz. the National insurance company Ltd, the new India Assurance
Company Ltd, the oriental insurance company Ltd, and the united India
Insurance Company Ltd. GIC incorporated as a company.
similar reforms in 1994, the committee submitted the report and some of
the key recommendation included.
Insurance regulator IRDA set up.
2000-IRDA starts giving licenses to private insurers: HDFC
standard Life Insurance, ICICI prudential and Kotak Life
Insurance first private insurers to sell a policy.
2001-Royal Sundaram Alliance first non-life insurer to sell policy
2002 Banks allowed selling insurance plans.
~ 24 ~
~ 25 ~
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
~ 27 ~
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
Due to the increase in the Indian economy, more and more people are
taking active participation in this industry as investors, or may be on- roll
employees in this industry.
Power of suppliers :Those who are supplying the capital are not that big a threat.
For instance, if someone as a very talented insurance underwriter is
presently working for a small insurance company, there exists a chance that
any big player willing to enter the insurance industry might entice that
person off.
Power of Buyers: -No individual is a big threat to the insurance industry and big corporate
houses have a lot more negotiating capability with the insurance
companies. Big corporate clients like airlines and pharmaceutical
companies pay million of dollars every year in premiums.
VISION STATEMENT
The Global Indian Financial services brand: Their customers will
enjoy the benefits of dealing with a global Indian brand that
understands their needs and delivers customized pragmatic solutions
across multiple platforms. They will be a world class Indian financial
service group. Their technology and best practices will be
benchmarked along international lines while their understanding of
customers will be uniquely Indian. They will be more than a
~ 30 ~
Their Values:
SECURITY:
Providing long term financial security to our policy holders will be
our constant endeavour. We will be do this by offering life insurance
and pension products.
TRUST:
We appreciate the trust placed by our policy holders in us.
Hence, we will aim to manage their investments very
carefully and live up to this trust.
INNOVATION:
Recognising the different needs of our customers, we will be offering
a range of innovative products to meet these needs.
~ 32 ~
BRAND PERSONALITY
HDFC Brand identity based on consumer perception and group
aspiration.
Knowledgeable of the latest business practices; has incorporated the
best but believes that ultimately successful business decisions are
based on instincts rather than logical processes.
Values Indian traditional and rituals.
HDFC is the quintessential Indian entrepreneur in touch with the
global world.
Constantly looking for new opportunities to grow business and make
money.
Believes in no guts, no glory.
HDFC is seen as a leader in their field, not only in thoughts but also
in their ability to spot opportunities and build on them.
MAKING OF A BRAND
~ 33 ~
Alternate channel:
sales mangers works with channel partners who can use their channels
sales force to sell insurance of their brand. Channel partners in alternate
channel can be either a corporate agency or a broker. A corporate agency
will always be exclusive for their brand and sell for their company. A
broker will be a multiband player and works for the benefit of the
customer. Alternate channels sales manager, apart from managing
existing partners, identify new partners, built relationships and use the
channel sales force to increase sales from that channel.
Group sales:
SWOT ANALYSIS
STRENGTH
Country Wide
Recognition
Need Base Analysis
Same Standard Services
in all Branches
Fair Deal in all
Transactions
~ 36 ~
Customers Centric
Approach
Infrastructure
WEEKNESS
Frequent Job Rotation
Less number of
advertisements
Hidden Charges
OPPORTUNITY
THREAT
Scope in Jaipur as it is in
the developing phase
Only 25% of insurable
people have any
insurance
Higher possibility of
growth in Indian share
Market
CHAPTER 3
~ 37 ~
REVIEW OF LITERATURE
OBJECTIVES
A company can invest millions in technology and facilities, but it is of little
value if employees are unsatisfied. Engaged, enthusiastic, motivated
employees are essential for business success.
~ 38 ~
By
providing
employee
professional
development
It has been observed that degree of job satisfaction of private sector banks
was found to be significantly lower than in public sector banks. At least two
reasons were found to be responsible for the low job satisfaction level of
employees of private sector banks. When data were analysed, surprising
results were found. In the study, job satisfaction was measured by a tool
developed by Sinha (1990). Job satisfaction was measured on the basis of
~ 39 ~
five variables. These are (i) pay, (ii) work condition (for example, safety,
heat, noise, and dust), (iii) service conditions (for example, security,
promotion, and welfare), (iv) relation with superiors, peers, and workers,
and (v) company as a whole. Among four variables, the degree of
difference is not noticeable. But low scores of the third variable, service
conditions, were found to be responsible for overall low degree job
satisfaction in private sector banks.
Employees of private sector banks perceive that their jobs are not secure. In
fact, the effect of an open economy, globalisation, and privatisation can be
seen more easily in private sector banks than in public sector banks. In
private sector banks, the environment in highly competitive and job
security is based on performance and various other factors. Though it is
true that this environment provides a challenging job profile, it also creates
a less secure environment. Industriousness, dedication, devotion, and
commitment are not enough to secure a job. The high level of performance
of an individual is also based on various factors. These may be market
situation, existence of competitor, and government policies. Where these
factors are adverse in nature, performance automatically suffers. During
this period, employees feel insecure, which reduces overall job satisfaction.
In public sector banks, welfare policies are clearly defined and legally
enforced. Retirement, pensions, gratuity, and other related welfare policies
are effectively executed. So there is no problem with social security. In
private sector banks, welfare activities are neither well planned nor well
executed. Employee turnover is very high and job security is very low.
Most employees are from middle class Indian families. These employees
~ 40 ~
have seen the golden period of public sectors and government jobs during
their growing stages. So the effect of welfare schemes of government jobs
and public sectors cannot be easily eradicated from their psyche. Private
sector employees are ready to work hard but they demand pensions,
security, and sometimes an easy lifestyle.
These findings in the banking sectors could be extended to explain the job
situation in other service sectors. In terms of security, promotion, and
welfare policy, there is a clear difference between public and private sector
employees. It was stated earlier that when we compare the job satisfaction
of employees in public and private sector banks or in other service sectors,
the public and private sectors become the main factor of comparison. In
India, the public or private sector factors neutralise all other factors of
comparison. For example, in India, a public sector insurance company like
LIC will always be preferred by a new entrant, if he has a choice.
CHAPTER 4
RESEARCH
METHODOLOGY
~ 41 ~
WHAT IS RESEARCH ?
Research is a systematic and continues method of defining a problem,
collecting the facts and analyzing them, reaching conclusion forming
generalizations.
The systematic and objective identification, collection, analysis,
dissemination, and use of information for the purpose of assisting
management in decision making related to the identification related to
solution to problems and opportunities .
~ 42 ~
Marketing Research is the function that links the customer, concumer, and
public to the marketer through information- information used to identify
and define marketing opportunities and problems; generate, refine, and
evaluate marketing actions; monitor marketing performance; and improve
understanding of marketing as a process.
The study of research methods provides manager knowledge and skill
needed to solve the problems and meet the challenges of a fast-paced
decision-making environment. Three factors that stimulate an interest of
managers in research study are
The managers increased need for more and better information.
The availability of increased techniques and tools to meet this need.
The result information overload if discipline is not employed in the
process.
RESEARCH METHODOLOGY
methods but also consider the logic behind the method we use in the
context of our research study and explain why we are using a particular
method.
RESEARCH DESIGN
A framework or blueprint for conducting the research project. It
specifies the details of the procedures necessary for obtaining the
information needed to structure and/or solve
good research design lays the foundation
research problems. A
DATA COLLECTION
The task of data collection is begins after a research problem has been
defined and research designed/ plan chalked out. Data collection is to
gather the data from the population. The data can be collected of two types:
~ 45 ~
Primary Data
Secondary Data
Primary Data
The Primary Data are those, which are collected afresh and for the first
time, and thus happened to be original in character.
Observation.
Personal Interviews.
Telephonic interviews.
Questionnaires.
Schedules.
Secondary Data
The Secondary Data are those which have already been collected by
someone else and which have already been passed through the statistical
tool. Methods of collection of Secondary data
Newspapers.
Magazines
Journals
Internet
Libraries
Old records.
In this project I am using both the method of data collection
~ 46 ~
SAMPLE DESIGN
A sample design is a definite plan for obtaining a sample from a given
population. It refers to the technique or the procedure and the researcher
would adopt in selecting items of sample. Sample design may as well lay
down the number of items to be included in the sample i.e. the size of the
sample. Sample design is determined before data are collected. Before
going trough sampling design, let us learn some terms.
Population:
The aggregate of all the elements, sharing some common set of
characteristics, that comprises the universe for the purpose of the research
problem.
In this project all the employees of HDFC Standard Life Insurance of
JAIPUR branch, is the population
Sample:
A subgroup of the elements of the population selected for participation in
the study.
In this project sample size is 40 employees
Sampling Unit:
The basic unit containing the elements of the population to be sampled.
In this project sampling unit is employees.
~ 48 ~
QUESTIONNAIRE DESIGN
A Questionnaire, whether it is called a schedule, interview form, or
measuring instrument, is a structured technique for data collection that
consists of series of question, written or verbal, that a respondent answers.
Objective Of A Questionnaire
It must translates the information needed into a set of specific
questions that the respondents can and will answer.
A questionnaire must uplift, motivate, and encourage the respondent
to become involved in the interview, to cooperate, and to complete
the interview.
A questionnaire should minimize response time
CHAPTER 5
~ 49 ~
ANALYSIS AND
INTERPRETATION
ANALYSIS
The analysis of this project begins with analysis of each question.
~ 50 ~
Respondent by Gender
Male
Female
Total
29
11
40
Departments of Respondent
Departments
Marketing
Human
resource
No. of
employees
22
~ 52 ~
Finance
operation
5
5
No. of
Respondents
15
10
~ 53 ~
~ 54 ~
Here we can see that employees are not experienced.15 employees are
having the experience of less than 1 year and 13 of less then 2 year.
Satisfaction Level
No. of
Respondents
25
10
Neutral
Nil
Employee satisfaction
~ 55 ~
1
2
3
4
5
Highly
Satisfied
Satisfied
Moderate
Unsatisfied
Highly
Unsatisfied
22
10
5
2
1
~ 57 ~
The data in the above table reveals that majority of respondents (22)
were highly satisfied with the behavior of other employees and 10 of
respondents are satisfied and 5 are moderate.
Yes
36
No
Here we can see maximum number of respondent are think that there
career and growth opportunities offered by the job is that is 90% .
~ 58 ~
This shows that in HDFC Standard life career and growth opportunities
offered by the job.
Participation
20%-30%
30%-40%
40%-50%
50%-60%
Above 60%
No. of
Respondents
12
10
8
4
6
Decision making
~ 59 ~
Satisfaction Level
1.
2.
3.
4.
5.
Highly Satisfied
Satisfied
Moderate
Unsatisfied
Highly Unsatisfied
No. of
Respondents
9
15
5
10
1
The data in the above table tells us that majority of respondents (15) are
satisfied with the level of salary which they are getting and only (9) of
respondents are highly satisfied with this statement and (10) respondent are
not satisfied with the salary which they are getting.
Satisfaction Level
Strongly agree
Agree
Undecided
Disagree
Strongly disagree
No. of
Respondents
18
10
8
2
2
~ 61 ~
Satisfaction
No. of
~ 62 ~
1
2
3
4
5
Level
Respondents
Strongly agree
8
Agree
12
Undecided
11
Disagree
6
Strongly
disagree
3
TABLE-10 Shows how many employees agree with the company bonus
plans
The data in the above table tells us that majority of respondents (12) are
agree with the bones plan which they are getting and (8) of respondents are
~ 63 ~
strongly agree with this statement and (11) respondent are undecided and
(6) are disagree.
Yes
32
No
~ 64 ~
Here we can see maximum number of respondent are think that change is
require to improve the working condition of the company opportunities is
that is 80% .
~ 65 ~
CHAPTER 6
LIMITATIONS
~ 66 ~
Limitation
There are various limitation faced during the study as the study basic
related to the human psychology and behavior basically. Some of the
problems face during the study are: while collecting the data it was noticed that most of the
respondent were getting struck at statement, they were actually
related to make out whether the statement is related to their job or
routine life .
Another major obstruction found the study was respondents were
quite reluctant in giving their original details.
Even it is not noticed that some of the data entry operations
were not even ready to fill in the questionnaires, so their responses
were most of the time neutral.
~ 67 ~
CHAPTER 7
CONCLUSIONS
AND
SUGGESTION
~ 68 ~
CONCLUSION
An extensive review of the topic "Study of the level of job satisfaction
among job work assignees" it was found that the most important factors
conducive to job satisfaction are the motivational factors:
Rewards or Payment,
It was also found that the primary source of job satisfaction among Job
Work assignees was the sense of achievement experienced by them while
on the job.
However, in the same study feelings of dissatisfaction were found to be
stemming from the work itself. The same and the work that was repetitive
~ 69 ~
Employees tend to prefer jobs that give them opportunities to use their
skills and
system and promotion policies that they perceive as being just and
ambiguous and in line with their expectations. When pay is seen as fair that
is based on job and individual skills, satisfaction is likely to result.
Employees are also concerned with their work environment for both
personal as well as professional life.
So finally it is concluded that the level of job satisfaction is there but need
to be increased and maintained.
Suggestions
To increase satisfaction and retention of employees by providing them better
rewards and bonuses.
~ 70 ~
~ 71 ~
CHAPTER 8
ANNEXURES
QUESTIONNAIRE
~ 72 ~
Female
Like very
Much
Like some
Neutral
what
~ 73 ~
Dislike very
dislike some
much
what
Yes
No
o 30%-40%
o 40%-50%
o above 60%
Unsatisfied
Moderate
Unsatisfied
Highly
Satisfied
Satisfied
Disagree
Undecided
Agree
Strongly Agree
Q.10 Are you agree with the company pay scale and bonus plans ?
Strongly
Agree
Strongly
Disagree
Agree
Undecided
Disagree
NO
RANK(1 to 4 )1 is highest
Promotion
Achievemant
PERSONAL DETAIL :
~ 75 ~
NAME :-
MOBILE NO:- .
ADDRESS OF COMMUNICATION:-
.
CHAPTER 9
BIBLIOGRAPHY
~ 76 ~
REFERENCES
BOOKS
C. R. Kothari: Research
Publication), edition 2009
Methodology(New
Age
~ 77 ~
C.A.Code:
Organisational
practice),2005
Behaviour
(theory
Websites
www.google.com (search engine)
www.yahoo.com (search engine)
www.wikipedia.com
www.hdfcinsurance.com
www.hdfc.com
www.irda.com
Newspapers
Economics Times
Times of India
Magazines
~ 78 ~
and
Business Today
Business World
~ 79 ~