“A STUDY ON EMPLOYEE JOB

A
PROJECT REPORT
ON
“A STUDY ON EMPLOYEE JOB SATISFACTION”

AT
TATA CONSULTUNCY SERVICES (TCS)

SUBMITTED BY
OMKAR SANTOSH SARJE
SYBBA-Sem IV (HUMAN RESOURCE MANAGEMENT)

Under the guidance of

PROF. SWATI KALE

Submitted To

SAVITRIBAI PHULE PUNE UNIVERSITY

In partial fulfillment of the requirement for
the Award of Degree of
BACHELOR OF BUSINESS ADMINISTRATION

AAER’S
ASIAN COLLEGE OF SCIENCE AND COMMERCE, DHAYARI,
PUNE.
2023-24

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 “A STUDY ON EMPLOYEE JOB

AAER’S
ASIAN COLLEGE OF SCIENCE AND

COMMERCE. CERTIFICATE OF GUIDE

This is to certify that the project entitled “A STUDY ON EMPLOYEEJOB
SATISFACTION” submitted for the degree of BBA Sem-IV - to Savitribai Phule
Pune University, is a bonafide work carried out by OMKAR SANTOSH SARJE
under my guidance and supervision and that no part of this project has been submitted
forward for award of any other degree, diploma, fellowship or similar titles. They have
fulfilled all the requirements for the project as per Savitribai Phule Pune University

Place: Pune Prof. Swati Kale

Date: ( Project Guide)

Internal Examiner External Examiner

Principal Head of the departmen

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 “A STUDY ON EMPLOYEE JOB

EXECUTIVE SUMMARY
The project aims at analyzing the level of employee satisfaction depending on the
work culture of CG MARKETING. The project work is based on primary data. The
primary data was collected from the questionnaire prepared and circulated to the
employees.

Job Satisfaction acts as a catalyst for the development of individuals as well as the
organization. A rise in job satisfaction would be led to strong staff performance, good
productivity, and business success. Job satisfaction is the level of contentment employees
feel with their job. This goes beyond their daily duties to cover satisfaction with their team
members/managers, satisfaction with organizational policies, and the impact of their job on
employee’s personal lives. Job satisfaction is closely related to personality. It postulates
that an individual has a strong predisposition towards a certain level of satisfaction, and
that these remain fairly constant and stable across time. The job satisfaction level among
different appointment, starting from Decision Making Authority, down to the new enlisted
graduate.

The analysis of data was done using chart analysis, percentage analysis.
This study gives me the clear picture of the various factors that is involved in
determining the satisfaction level of the employees. Only when the employees are satisfied
and they relate themselves to the company for a long run they can be a valuable and main
asset of the company.

Finally, it has given me lot of opportunities to know the overall business knowledge
of TATA CONSULTUNCY SERVICES (TCS).

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ACKNOWLEDGEMENT
I take this opportunity to express my heartiest thanks TO HON. ANITA SATPE
who is the Chief patron of College. I express and deepest gratitude to [Link]
SINGH. providing unwavering support throughout my course.
I wish to express my sincere gratitude to my Project Guide Prof. SWATIKALE for
her invaluable guidance, involvement, and assistance at all stages that made it possible to
complete this project. I am extremely indebted for her consultations, despite her busy
schedule.
I express my sincere gratitude to all the staff of ASIAN COLLEGE OF SCIENCE AND
COMMERCE for providing me useful assistance in my way for the successful completion
of this project. I am very thankful to [Link] JAGTAP and Prof. SWATI
KALE for giving me attention and time in guidance and kindly pointing out every required
detail in project throughout the completion of my project.
I am extremely grateful to everyone who knowingly or unknowingly helped in my
project. My deepest regard goes to all of them. Their assistance is deeply appreciated by
me.

OMKAR
SANTOSH
SARJE

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INDEX

CHAPTER PAGE
TOPIC
NO. NUMBER
1 Introduction
1.1 About Company

2 Objectives & Scope of the Study

3 Reviews of Literature
3.1 Conceptual Background

4 Research Methodology
4.1 Type of Research
4.2 Data Collection
4.3 Methods of Data Collection

4.4 Sampling Design

4.5 Hypothesis
4.6 Tools of Data Collection

5 Data Analysis & Interpretation

6 Conclusion

7 Findings & Suggestions

8 Drawbacks and Limitations
9 Bibliography

10 Questionnaire

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INTRODUCTION

Human Resource Management (HRM) is an operational companies designed to

maximize employee performance in order to meet the employee’s strategic goals and
objectives. More precisely, HRM focuses on management of people within companies,
emphasizing on policies and systems.
In short, HRM is the process of recruiting, selecting employees, providing proper
orientation and induction, imparting proper training and developing skills.
HRM also includes employee’s assessment like performance appraisal, facilitating
proper with trade unions, and taking care of employee compensation and benefits,
encouragement, maintaining proper relations with the labour and with trade unions, and
taking care employee safety, welfare and health by complying with labour laws of the of
the state of country concerned.
satisfaction refers to an employee general attitude towards his job. Job satisfaction
content an individual with his/ her job. The employees can think that the organization
can be fulfil their requirements such as pay, pension arrangement, working hours. Job
satisfaction refers to a persons feeling of satisfaction on the job which acts as a
motivation to work. It is self-satisfied happiness or self-satisfaction but the satisfaction
on job. Job satisfaction rates to a total relationship between an individual an employee
which he is paid. Job satisfaction is one the major interests to the organization behavior
practice of HRM. Job satisfaction refers to one feeling and sates of mind regarding the
nature of their job. It describes an individual with his/her job. Job satisfaction refers to
and persons feeling of satisfaction the job which acts as a motivation to work. Job
satisfaction is a pleasurable notional state resulting from the appraisal of ones job as
achieving or facilitating the achievement on ones job value.
Job satisfaction is not the same as motivation. It is linked to productivity,
motivation. absenteeism, waste accident, mental health physical health and general life
satisfaction. Employee job satisfaction thus is the result of various attitudes possessed by
an employee. In narrow sense, these attitude are related to the job under condition with
such specific factors such as wages, supervisors of employment, condition of works,
social relation on the job, prompt settlement of grievances and fair treatment by
employer. Job satisfaction refers to employees' overall feelings about their jobs it is the
state of well-being and happiness of a Persons concerning performance in the
workspace and its environment.
Generally speaking, however, job satisfaction refers to the degree of pleasure or
happiness that an individual feels In their job. This can be influence by a variety of
factors, such as the nature of the work itself, the work environment, the company's
culture, and the employee's relationship with their co-workers. Job satisfaction is a
qualitative aspect and cannot be understood in strict quantitative terms. It is intangible
and psychological concept. It was concluded that job satisfaction should be measured
through survey of employee's attitudes. The commonly applied techniques employed to
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measure job satisfaction.

Employees overall satisfaction with his job is the result of a combination factors.
The management's role in enhancing employees job satisfaction is to make sure the work
environment is positive, morale high and employees have the resources they need to
accomplish the tasks they have been assigned.

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 Job Satisfaction:
Job satisfaction is defined as the extent to which an employee feels self- motivated,
content & satisfied with his/her job. Job satisfaction happens when an employee feels that
he/she is having job stability. career growth and a comfortable work life balance. This
implies that the employee is having satisfaction at job as the work meets the expectations
of the individual. Job satisfaction may not only be about compensation, perks or assets an
employee might get but also is about the environment, culture and quality of work which
a company can offer to employee. It may or may not be quantified though research
methodology can be used to relatively check the satisfaction levels of employees in the
same company or a sector on common parameters or questions.
There are a lot of factors which go together to ensure high job satisfaction rates
in a company. To begin with hygiene factors like good pay, work life balance, perks,
leaves [Link] a very important role in making sure that the employee is content in the
job. Job satisfaction can be a relative term as it may depend on an individual's
perception but overalljob satisfaction can be judged through various indirect
parameters like productivity, attrition rate etc. It may also differ from industry to
industry. Job satisfaction may also depend upon the factor whether the person stays in
the same company or sector for a long period of [Link] the growth within the same
company gets stagnant then the job satisfaction may drop significantly as compared to
an employee who would be switching careers regularly. On the other hand, for some
people, job satisfaction may not be high if they keep switching companies again and
again. Job Satisfaction can be a a very important parameter but sometimes difficult to
measure or perceive.

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 Meaning Of Job Satisfaction:

Job satisfaction refers to the degree of pleasure or happiness that an individual
feels in their job. This can be influenced by a variety of factors, such as the nature of the
work itself, the work environment, the company’s culture, and the employee’s
relationships with their co- workers Employee satisfaction is a broad term used by the HR
industry to describe how satisfied or content employees are with elements like their jobs,
their employee experience. And the organizations they work for. Job satisfaction is the
pleasure that you get from doing your job. I doubt I’ll ever get rich, but I get job
satisfaction.
Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as
a Motivation to work. It is not the self-satisfaction, happiness or self-contentment but the
satisfaction of job.
Job satisfaction relates to the total relationship between an individual and the
employer for which he is paid. Satisfaction means the simple feeling of attainment of any
goal or objective. Job dissatisfaction brings an absence of motivation at work.
Research workers differently describe the factors contributing to job satisfaction
and job dissatisfaction. Hoppock describes job satisfaction as, "any combination of
psychological, physiological and environmental circumstances that cause and person
truthfully to say I am satisfied with my job."
Job satisfaction is based on how we feel about our job - the good career
components that make us feel valued or let us feel like we have a purpose. vs. the bad
components, such as long hours or unpleasant tasks, or feeling undervalued as an
employee.

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 Definition Of Job Satisfaction:

Job satisfaction is defined as the extent to which an employee feels self-motivated,
content & satisfied with his/her job. Job satisfaction happens when an employee feels that
he/she is having job stability, career growth and a comfortable work life balance.
Job satisfaction depends on psychological, physiological, and environmental
circumstance. Job satisfaction is the content experienced by employees at their job. It is
the positive response employees experience while doing their job. If employees are
satisfied with their jobs, they feel motivated and happy.
 Edwin A. Locke (1976) - Job satisfaction is "a pleasurable or positive emotional
stability resulting from the appraisal of one's job or job experiences"

 Adam Smith - Job satisfaction is an employee's judgment of how well his job has
satisfied his various needs".

 Robbins (2005) - Job S is a set of emotions that one feels about one's job.

 Smith, Kendall, and Hulin (1969)- "Job satisfaction is a feeling or affective

responses to facets of the situation."

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 Strategies of Job Satisfaction:

Ways to improve Employees Satisfaction.
 Offer a competitive salary.
 Ask for employees’ suggestions.
 Be transparent.
 Get creative with benefits.
 Listen to employee concerns.
 Celebrate successes.
 Prioritize mental and physical well-being.
 Invest in employees’ future.
 Compensation/pay.
 Respectful treatment of all employees at all levels.
 Benefits.
 Trust between employees and senior management.
 Job security Career advancement opportunities.
 Communication between employees and senior management.
 Management’s recognition of employee job performance.
 Management’s communication of organization’s goals and strategies.
 Organization’s financial stability.
 Opportunities to use skills/abilities

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 Importance of Job Satisfaction:

Employees possess knowledge, talents, skills, and abilities that are vital to District
operations. Having a satisfied and happy workforce strengthens the District by lowering
employee turnover, increasing employee productivity, increasing customer satisfaction
promoting loyalty.
Job Satisfaction is very important for organizations because of these reasons.
 It ensures higher productivity.
 Low employee turnover.
 Increase the organization's corporate image and earn goodwill.
 Decrease in absenteeism.
 High satisfaction decreases the employee stress level.
 Improve work-life balance.
 Increased customer satisfaction . Ensure higher revenue.
 Attract talented workforce.
 Provide competitive advantage.

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 Factors of Job Satisfaction :

Job satisfaction is related to the psychology of an employee. A happy & content
employee at a job is always motivated to contribute more. On the other hand, a
dissatisfied employer is lethargic, makes mistakes & becomes a burden to the company.
The elements, & factors which contribute to job satisfaction are:

1. Compensation & Working conditions:

One of the biggest factors of job satisfaction are
the compensation and benefits given to an employee. An employee with a good salary,
incentives, bonuses, healthcare options etc. is happier with their job as compared to
someone who doesn't have the same. A healthy workplace environment also adds value
to an employee.

2. Work life balance:

Every individual wants to have a good workplace which allow them
time to spend with their family & friends. Job satisfaction for employees is often due a
good work life balance policy, which ensures that an employee spends quality time with
their family along with doing their work. This improves the employee's quality of work
life. Any individual appreciates and feels motivated if they are respected at their
workplace.

3. Respect & Recognition:

Also, if they are awarded for their hard work, it further motivates
employees. Hence recognition is one of the job satisfaction factors.

4. Job security:
If an employee is assured that the company would retain them even if the
market is turbulent, it gives them immense confidence. Job security is one of the main
reasons for job satisfaction for employees.

5. Challenges:
Monotonous work activities can lead to dissatisfied employees. Hence,
things like job rotation, job enrichment etc. can help in job satisfaction of employees as
well.

6. Career Growth:
Employees always keep their career growth part as a high priority in their
life. Hence, if a company helps groom employees and gives them newer job roles, it
enhances the job satisfaction as they know they would get a boost in their career.

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 Advantages Of Job Satisfaction:

Several benefits are derived from the study of job satisfaction by management.

a) Indication of general level:

A study of job satisfaction gives the management an
indication of general level of satisfaction the workers of the company. The study can be
made with references to a particular subject up a group of employees in other workers.
The study tells how employees feel about among their job and the organization what
part of their feeling need attention up whose feelings are involved for looking at
employees problems.

b) Communications:
The various communication is brought on by job satisfaction survey.
The flow of communication is in all directions i.c. upwards, downwards and lateral
because such surveys are planned, taken up and discussed. Where this encourages the
workers to explain what is in their minds upward communication may be fruitful.

c) Training needs:
It determines the training needs of the employee and the supervisors,
during the course of survey. It can be well established in what areas, the employees are
satisfied or not satisfied it well helps the management to determine employees or
supervisors need training and in which field, so that management can arrange for the
training.

d) Improved attitudes:
The attitudes of workers are improved through job satisfaction. On
the other it shows an expression of management interest in employees welfare gives
employees a better feeling towards management.

e) Unions:
Generally executives and union office bears discuss about the various wants of
the employees but survey verify such arguments. Union rarely opposes the survey result
and in the most of the cases supports them, especially when they know that they will
share the results.

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 Types Of Job Satisfaction:

There are two major forms of job satisfaction intrinsic and extrinsic job satisfaction.
Intrinsic job satisfaction is the contentment with the type of work the employee is doing,
while extrinsic job satisfaction encompasses the environment that the job is being
completed in.

1. Intrinsic Job Satisfaction:

Intrinsic job satisfaction is when you consider only the kind of work you do, the
tasks that make up the job. Extrinsic job satisfaction is when you consider work conditions,
such as your pay, co-workers, and supervisor.
Intrinsic factors refer to the attitude of the individual towards her/his job.

2. Extrinsic Job Satisfaction:

Overall job satisfaction is actually a combination of intrinsic and extrinsic job
satisfaction: Intrinsic job satisfaction is when you consider only the kind of work you do,
the tasks that make up the job. Extrinsic job satisfaction is when you consider work
conditions, such as your pay, co-worker’s, and supervisor.
The extrinsic factors are compensation, work conditions, supervision, relationship
with co- workers and job security.

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 Components Of Job Satisfaction:

Following are the Components of Job Satisfaction.

 Pay and benefits.

 Job Security,
 Recognition.
 Career development.
 Engagement.
 Respect.

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 Characteristic Of Job Satisfaction:

Sense of initiative. A happy employee does more than what is expected of him and
tries to get satisfaction from everything he does every single day....

 Low absence rate.

 Proud of his work.
 Positive attitude.
 Amity in the workplace.
 Skill variety.
 Autonomy.
 Feedback

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COMPANY PROFILE

Tata Consultancy Services (TCS) is an Indian Multinational Information Technology

(IT) services and The organization provides a wide range of IT services and consulting
company with its headquarters in Mumbai. Mumbai serves as the hub of the organization.
Tata Sons are credited as the company’s founder. In 2016–2017, parent company Tata
Sons owned 72.05% of TCS and more than 70% of Tata Sons' dividends were generated by
TCS. It is a part of the Tata Group and operates in 150 locations across 46 countries. There
are 75 locations throughout India, 21 throughout the United States, 3 throughout Canada,
31 throughout the United Kingdom, 7 throughout Germany, 4 throughout France, etc. TCS
is a Public limited company. It is an IT Consulting and Outsourcing Industry. In July 2022,
it was reported that TCS had over 600,000 employees worldwide. All throughout the
world, the company’s 242 offices serve customers. Natarajan Chandrasekaran serves as
Chairman, while Rajesh Gopinathan is the chief executive officer and Managing Director
of TCS.
TCS is the second largest Indian company by market capitalisation and is among the
most valuable IT service brands worldwide. In 1968, the groundwork for this firm was laid.
In 2015, TCS was ranked 64th overall in the Forbes "World's Most Innovative Companies"
ranking, making it one of the highest-ranked IT services companies and a top Indian
company. As of 2018, it is ranked eleventh on the Fortune India 500 list. In September
2021, TCS recorded a market capitalisation of US$200 billion, making it the first Indian IT
tech company to do so. Automation & AI, Cyber Security, Cognitive Business Operations,
Quality Engineering, Engineering & Industrial Services, Conversational Experiences, the
Cloud, TCS Interactive, the Internet of Things, Enterprise Applications, Consulting,
Analytics & Insights, and Blockchain are just some of the IT services offered by the
company. Employees are offered a wide variety of benefits, including medical coverage, a
fitness centre, a cafeteria, training in a variety of soft skills, free transportation, orientation,
on-the-job instruction, and even financial aid for their children’s education and/or
childcare.

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Vision & Mission TCS:

 Vision:
To decouple business growth and ecological footprint for its operation to adress
the environment bottom line.
To grow sustainably and help our customer achieve sustainable growth through our
green solutions and service offerings.

 Mission:
To help customer achieve their business objectives by providing innovative,best
in class consulting ,IT solutions and services.

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OBJECTIVES OF THE STUDY

 To understand the various aspects related to Employee's satisfaction in the organization.
 To know Employees understanding of company's mission and vision statement.
 To check Employee's satisfaction levels with their team leaders, with the Management
and within the team members.
 To measure Employee's satisfaction on Compensation and Benefits.
 To find out the expectations of Employees from Management.

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SCOPE OF THE STUDY

The study focuses on the appraisal of the concept and scope of job satisfaction and
prefer a case study of the impact of job satisfaction on employee performance in TATA
CONSULTUNCY SERVICES (TCS). Main basic objective of motivating employees to
create condition in which people are willing to work with zeal, imitative, interest and
enthusiasm with a high moral satisfaction personable well as group.
 The company can analyze the level of employees satisfaction at their organization.
 The company can improve working condition and their working environment to satisfy
employees.
 Interpersonal relations,
 Opportunities for career growth,
 Compensation and benefits.
 Training and development,
 Working conditions,
 Communications.

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REVIEW OF LITRATURE
Job satisfaction is the collection of feeling and beliefs that people have about their
current job. People's levels of degrees of job satisfaction can range from extreme
satisfaction to extreme dissatisfaction. In addition to having attitudes about their jobs as a
whole.
Arnab Kumar Samanta(2017),
The success of any organization is highly dependent on how it attracts, recruits,
motivates and retains its employee. Today's organizations need to be more flexible so that
they are equipped to develop their employees and enjoy their commitment. Therefore,
organizations are required to adopt a strategy to improve the employees quality of work life
to satisfy both the organizational objectives and employee needs. It seeks to create culture
of work commitment in the organization which will ensure higher productivity for the
company and greater employee satisfaction for the employees. The aim of my study is to
learn and identify the factors affecting the quality of work life as well as employee
satisfaction through the review of literatures which ultimately affect the results and
performance of an organization. The most important determinants of Quality of Work Life
(QWL) is the career growth opportunities, Safe and healthy working condition and of
employee satisfaction are Compensation and Benefit, employee satisfaction, promotion and
development and working conditions as supported by various researches done in past.
Adeniji (2011),
In his study on Organizational Climate and Employee satisfaction among Academic
Staff in Some Selected Private Universities in Southwest Nigeria. The study was based on
the responses received from 293 respondents of five private Universities in the South-West
Zone of Nigeria. The results showed a positive relationship between organizational climate
and employee satisfaction.
Dev (2012),
In his study on Public and Private Sector Banks found that clients of private sector
banks are more satisfied than those of public sector banks in most of the dimensions except
Interest rates and other Charges and Accessibility whereas the clients of public sector
banks are more satisfied than the clients of private sector. One area where both types of
Banks are lacking the most is Customer orientation. Performance norms have also suffered
in all types of banks. It was also observed that banks in India, especially the public sector
banks need to equip themselves with the latest technology.

ISO NASSCOM,
Gurusamy & Mahendran (2013), in their study found that Salary occupy the First Rank
for determining employee satisfaction compared with other major determinants. The study
was conducted on 300 respondents and was limited to the automobile industries of India.

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Rashid Saeed et al (2014),

In his study found promotion, pay, fairness and working condition to be the key
factors that contribute to employee employee satisfaction. The study was conducted on 200
telecom sector employees of Pakistan. It was concluded that money and compensation play
an important role in the employee satisfaction of the telecom employees of Pakistan.
Dr. Mayuri Chaturvedi, Sumedha Raavi(2018),
Employee satisfaction is considered as an important issue where efforts are taken
and programs are initiated to fulfill it. The factors which influence the satisfaction of the
employee are level of pay, promotions, type of working conditions, work load and stress
level, respect from co-workers, good relationship with supervisors, financial rewards. By
safeguarding these factors the company can ensure the employee satisfaction of the
employee, thereby improve the productivity and grow into a successful organization. In
case if employee is unsatisfied with the present job there are chances for more absents, low
turnover, less productivity, deliberately doing mistakes, diverting interest for other
conflicts. Any kind of dissatisfaction relating to organizational or personal life will
influence on the job performance. Therefore, a study on employee employee satisfaction
helps the organization in knowing employee opinion about the company. The level of
satisfaction changes from sector to sector depending on the work load and working
conditions and job security.
Hence, the study on employee satisfaction belonging to different sectors helps to
understand the overall employee satisfaction of the employees. In this study only four
sectors are considered they are Education Sector, Public Sector, Private Sector and IT
Sector. Though employee satisfaction in each sector individually is not considered, the
study gives the overall rate of employee satisfaction, the reasons for employee satisfaction
and also the extent of satisfaction with various factors of employees belonging to different
sectors.
Waaijer et al (2017),
found that temporary employment affects the level of satisfaction and well- being of
workers. Also there might be inequalities between permanent and temporary employees.
Whereas highly educated employees consider temporary jobs to be stepping stones to
permanent jobs.

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CONCEPTUAL BACKGROUND
Job satisfaction occurs where job outcomes an employee receives matches with those
desired by him. Accordingly, the more the employee receives as outcomes they value, the
more they feel satisfied; the less they receive as outcome they value, the less they feel
satisfied.
Job satisfaction is the level of contentment a person feels regarding his or her job.
Thisfeeling is mainly based on an individual's perception of satisfaction. Job satisfaction can
be influenced by a person's ability to complete required tasks, the level of communication in
an organization, and the way management treats employees. Job satisfaction falls into two
levels: affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is a
person's emotional feeling about the job as a whole. Cognitive job satisfaction is how
satisfied employees feel concerning some aspect of their job, such as pay, hours, orbenefits.
Many organizations face challenges in accurately measuring job satisfaction, as thedefinition
of satisfaction can differ among various people within an organization. most organizations
realize that workers' level of job satisfaction can impact their job performance, and thus
determining metrics is crucial to creating strong efficiency.
Despite widespread belief to the contrary, studies have shown that high-performing
employees do not feel satisfied with their job simply as a result of to high-level titles or
increased pay. This lack of correlation is an significant concern for organizations, since
studies also reveal that the implementation of positive HR practices results in financial gain
for the organizations. The cost of employees is quite high, and creating satisfaction relevant
to the return on this investment is paramount. Simply put: positive work environments and
increased shareholder value are directly related.

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RESEARCH METHODOLOGY
Research methodology is a systematic way to solve research problems. Research
methodology deals with research methods and takes into considerations the logic behind
the method. It also deals with objective of research study, the method of defining the
problem. type of data collected, methods used for collecting and analyzing data. It also
deals with objective of research study, the methods used for collecting the data.
The main aim of research is to find ways how to satisfy the employees at TATA
CONSULTUNCY SERVICES (TCS) Private Limited. Considering the fact that TATA
CONSULTUNCY SERVICES (TCS) Private Limited has more than 150 employees, and
50 it was responsible to use qualitative research methodologyinstead of quantitative, which
suits more researches with large amounts of responses the interview is one of the qualitative
research methods and it can be structured, semi-structured, or unstructured. The structure
interviews usually counter productive data, and with the unstructured interview the purpose
is to gain more of observational data.

This study deals with the general research strategy that outlines the way in which
research is undertaken and, among other things, identifies the methods used. These
methods define the mean or modes of data collection or sometimes how a specific result is
obtained.

This study includes research design, research population, sample size, sample
techniques description of tools, data collection procedure and method of analysis.

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 Type of the Research:

I will used the research type that are given below:

1. Theoretical Research:
Theoretical research, also referred to as pure or basic research,
focuses on generating knowledge, regardless of its practical application. Here, data
collection is used to generate new general concepts for a better understanding of a
particular field or to answer a theoretical research question.
2. Qualitative Research:
Qualitative methods are often used in the social sciences to
collect, compare and interpret information, has a linguistic-semiotic basis and is used in
techniques such as discourse analysis, interviews, surveys, records and participant
observations.
In order to use statistical methods to validate their results, the observations
collected must be evaluated numerically.
3. Quantitative Research:
Quantitative research study delves into a phenomena through
quantitative data collection and using mathematical, statistical and computer-aided tools
to measure them. This allows generalised conclusions to be projected over time.
4. Descriptive Research:
The primary objective of descriptive research is to define the
characteristics of a particular phenomenon without necessarily investigating the causes
that produce it.
In this type of research, the researcher must take particular care not to intervene
in the observed object or phenomenon, as its behaviour may change if an external factor
is involved.

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 Data Collection:

 The data was collected using primary and secondary sources.

 Primary data was collected using structured questionnaire.
 Secondary data was helpful in review of literature.
 The information pertaining to this study was collected from 50 respondents.
 The questionnaire was created in google forms and was circulated.

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 Methods of Data Collection:

There are two types of data collection that is

1. Primary Data,
2. Secondary Data.
1. Primary Data:
The primary data is collected for research study. It was collected
through structured Questionnaire survey techniques were used to collect data. The
questionnaire was structured and direct as to make the respondents understand it
easily.
2. Secondary Data:
The secondary data was collected for research study was collected
from books and net surfing. The secondary data's consist of information that was
been collected by company record some text. Researchers usually start the
investigation by examining secondary data, which provides a starting point for
researchers.

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 Sampling Design:
A descriptive research design was carried out a study on employee job
satisfaction in TATA CONSULTUNCY SERVICES (TCS).
Population:
The total set of observations that can be made or an aggregate of all the units
concerning this study is called “population”.
Sample Size:
Sample size is the act of choosing the number of respondents. Samples of 50
respondents were taken from the population by using random sampling method.
Sample Design:
Sampling design is imperative in every scientific study. Hence in this
study simple random sampling Methods have been used to collect data.
Sampling Tools:
The collected data will be analyzed with the help of statistical tools. The
percentage analysis is Used.

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 Hypotheses

The initial hypothesis is that job satisfaction is positively related to organizational

commitment, which is negatively related to turnover intention. Therefore: Hypothesis
The greater the employees' job satisfaction, the greater their organizational commitment
A working hypothesis is a hypothesis that is provisionally accepted as a basis for further
ongoing research in the hope that a tenable theory will be produced, even if the
hypothesis ultimately fails.
A hypothesis is a preliminary or tentative explanation or postulate by the
researcher of what the researcher considered of what outcome of an investigation. It is
an formed or educated guess. It indicates the expectations of the researcher regarding
certain variables. It is the most specific way in which an answer to a problem be started.
Research hypotheses are the specific testable predictions made about the
independent and dependent variables in the study. Hypothesis is couched in terms of
particular independent and dependent variables that are going to be used in study.

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 Tools for Data Analysis:

 Percentage Analysis,
 Chart Analysis, ( Pie diagram, Bar graph, etc.),
 Questionnaire Method.
1. Percentage Analysis is applied to create a contingency table from the frequency
distribution and represent the collected data for better understanding.
2. Chart Analysis is applied for better understanding of the percentage analysis and it
is done via pie, bar charts etc.
3. Questionnaire Method:
A questionnaire is a list of questions or items used to gather
data from respondents about their attitudes, experiences, or opinions. Questionnaires
can be used to collect quantitative and/or qualitative information.

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DATA ANALYSIS & INTERPRETATION

Q1. Age of the Employee.

Age Response Percentage

18-20 Years 15 30%
20-30 Years 20 40%
30-40 Years 10 20%
40 & above 5 10%
Total 50 100%

Age of the
4
5 Employee
%
4
0
%
3
5
% 18-20 20-30 30-40 40 &
3
% of

Years Years Years above

0
%
2
5
%
2
0
%
1
5
%
Interpretation 1:-
From
0 the above graph it is inferred that 30% of the respondents are 18-20
%
years, 40% of the
5 respondents are 20-30 years, 20% of the respondents are 30-40 years and
%
10% of the respondents
0
are above 40 years.
%

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Q2. Gender of the Employee.

Gender Response Percentage

Male 30 60%
Female 20 40%
Total 50 100%

Gender of the Employee

Male
Female

40%
60%

Interpretation:-
From the above diagram it is inferred that 60% of the male employees and
40%of the female employees are working in the organization.

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Q3. Year of Experience.

Factors Response Percentage

0-3 years 25 50%
3-5 years 11 22%
5-8 years 9 18%
8 & above 5 10%
Total 50 100%

Year of Experience
60%

50%

40%

30%

20% 0-3 years 3-5 years 5-8 years 8 & above

10%

0%

Interpretation :-
From the above graph it is inferred that 50% of respondents says that they
have a 0-3 years of experience in organization, 22% of respondents says that they have 3-5
years of experience there, 18% of respondents say that they have 5-8 years of experience
there, 10% of respondents say that they have 8 & above years of experience in
organization.

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Q4. What is your educational level?

Factors Response Percentage

Post Graduated 25 50%
Under Graduated 15 30%
Diploma 10 20%
Total 50 100%

Educational level
60%

50%

40%

30%

20% Post Graduated

Under GraduatedDiploma
% of

10%

0%

Interpretation :-
From the above graph it is inferred that 50% of respondents says that they
are Post Graduated, 30% of respondents says that they are Under Graduated, 20% of
respondents say that they take education till Diploma.

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Q5. How you feel your working environment.

Factors Response Percentage

Highly Satisfied 25 50%
Satisfied 22 44%
Not Satisfied 3 6%
Total 50 100%

Feeling of your working environment.

6%

44% 50%

Highly SatisfiedSatisfiedNot Satisfied

Interpretation :-
From the above diagram it is inferred that 50% of respondents says that
they are Highly Satisfied in organization, 44% of respondents says that they are Satisfied
there, 6% of respondents say that they are Not Satisfied in organization.

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Q6. What is your Monthly Income.

Factors Response Percentage

Less than 15000 15 30%
15000-20000 17 34%
20000-30000 12 24%
30000 & above 6 12%
Total 50 100%

Monthly income of the Employees

40%

35%

30%

25%

20% Less than 15000

15000-20000
20000-30000
30000 & above
% of

15%

10%

5%

0%

Interpretation :-
From the above graph it is inferred that 30% of respondents says that they
have less than 15000 of monthly income, 34% of respondents says that they have monthly
income between 15000 - 20000, 24% of respondents says that they have their monthly
income between 20000-30000, 12% of respondents say that they have 30000 & above of
their monthly income.

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Q7. Does your queries being answered by your supervisor or the management?

Factors Response Percentage

Yes 45 90%
No 5 10%
Total 50 100%

Answer of the queries given by the supervisor or the management.

10%

90%

YesNo

Interpretation :-
From the above diagram it is inferred that 90% have answered the queries
fromsupervisor, and the remaining 10% have not answered the queries by the supervisor or
the management.

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Q8. How secure do you feel in your job.

Factors Response Percentage

Highly Secure 31 62%
Secure 15 30%
Insecure 4 8%
Total 50 100%

Feeling of Job
70%

60%

50%

40%

30% Highly Secure Secure Insecure

% of

20%

10%

0%

Interpretation :-
From the above graph it is inferred that 62% of respondents says that they
feel Highly secure in organization. 30% of respondents says that they feel secure in
organization. 8% of respondents say that they feel Insecure in organization.

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Q9. Do you agree or accept the work delivered by your supervisor?

Factors Response Percentage

Yes 46 92%
No 4 8%
Total 50 100%

Accept the work delivered by the supervisor.

8%

92%

YesNo

Interpretation :-
From the above diagram it is inferred that 92% that they accept the work
delivered by supervisor, and the remaining 8% does not accept the work delivered by the
supervisor.

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Q10. In which category you belong from.

Factors Response Percentage

Permanent Employee 9 18%
Probational Employee 29 58%
Part-time Employee 12 24%
Total 50 100%

Category of Employee
70%

60%

50%

40%

30% Permanent EmployeeProbational

Part-time
Employee
Employee
% of

20%

10%

0%

Interpretation :-
From the above graph it is inferred that 18% of respondents says that they
are Permanent Employees in organization, 58% of respondents says that they are
Probational Employees, 24% of respondents say that they are part-time employees.

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Q11. What is your shift wise work time?

Factors Response Percentage

Morning Shift 25 50%
Afternoon Shift 15 30%
Night Shift 10 20%
Total 50 100%

Shift wise work time

60%

50%

40%

30%

20% Morning Shift Afternoon Shift Night Shift

% of

10%

0%

Interpretation :-
From the above graph it is inferred that 50% of respondents says that they
works in Morning Shift in organization, 30% of respondents says that they work in
Afternoon shift in organization, 20% of respondents say that they works in Night Shift in
organization.

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Q12. Are you Satisfied with your work.

Factors Response Percentage

Yes 45 90%
No 5 10%
Total 50 100%

Satisfaction with Work

10%

90%

YesNo

Interpretation :-
From the above diagram it is inferred that 90% of respondents says that
they are satisfied with their work in organization, 10% of respondents says that they are
Not satisfied with their work.

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Q13. Are you Satisfied with your Leaders?

Factors Response Percentage

Yes 40 80%
No 10 20%
Total 50 100%

Satisfied with Leaders

20%

80%

YesNo

Interpretation :-
From the above graph it is inferred that 80% of respondents says that they
are Satisfied with their leaders organization, 20% of respondents says that they are not
Satisfied with their leaders.

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Q14. Are you satisfied with the technique of job evaluation of your company.
Factors Response Percentage
Satisfied 35 70%
Average 12 24%
Not Satisfied 3 6%
Total 50 100%

satisfied with the technique of job evaluation

80%

70%

60%

50%

40% Satisfied Average Not Satisfied

% of

30%

20%

10%

0%

Interpretation :-
From the above graph it is inferred that 70% of respondents says that they
are Satisfied with techniques of job evaluation in organization, 24% of respondents says
that they are Agree with technique of job evaluation, 6% of respondents say that they are
not satisfied with technique of job evaluation.

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CONCLUSION
From the study done, I got an opportunity to know the working knowledge of a
company and the various factors that determines the employee satisfaction of the
employees when it comes to an Marketing field. Also, this has given me a wide scope to
know the attitude of the employees towards the organization and the various factors that
determines the level of satisfaction on the same. Overall, this study has given me a wide
opportunity to understand the factors determine the satisfaction level and the factors
affecting the same.
Leads to improved productivity, innovation, and dedication. Explains that work
conditions, promotions, the nature of the work, benefits, and payment determine the
satisfaction level of people. Explains that personal and organizational variables determine
employee satisfaction. Job satisfaction is an important issue to address within a work force
because it ensures that the employees' care and value is considered. If the company puts
effort into making their employees happy with their work, then this will produce positive
outcomes. Motivation factor have a strong influence on job satisfaction resulting in any
positive feelings that accompany human, who is trying to keep this state as long as
possible.
Job satisfaction represents one of the most complex areas facing today's managers
when it comes to managing their employees. Many studies have demonstrated an unusually
large impact on the job satisfaction on the motivation of workers, while the level of
motivation has an impact on productivity, and hence also perform of business

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FINDINGS
i. It is inferred that 30% of the respondents are 18-20 years, 40% of the
respondents are 20-30 years, 20% of the respondents are 30-40 years and
10% of the respondents are above 40 years.
ii. It is inferred that 60% of the male employees and 40% of the
female employees are working in the organization.
iii. It is inferred that 50% of respondents says that they have a 0-3 years of
experience in organization, 22% of respondents says that they have 3-5
years of experience there, 18% of respondents say that they have 5-8
years of experience there, 10% of respondents say that they have 8 &
above years of experience in organization.
iv. It is inferred that 50% of respondents says that they are Post
Graduated, 30% of respondents says that they are Under Graduated,
20% of respondents say that they take education till Diploma.
v. It is inferred that 50% of respondents says that they are Highly Satisfied
in organization, 44% of respondents says that they are Satisfied there,
6% of respondents say that they are Not Satisfied in organization.
vi. It is inferred that 30% of respondents says that they have less than 15000
of monthly income, 34% of respondents says that they have monthly
income between 15000 – 20000, 24% of respondents says that they have
their monthly income between 20000-30000, 12% of respondents say
that they have 30000 & above of their monthly income.
vii. It is inferred that 90% have answered the queries from supervisor, and
the remaining 10% have not answered the queries by the supervisor or
the management.
viii. It is inferred that 62% of respondents says that they feel Highly secure
in organization. 30% of respondents says that they feel secure in
organization. 8% of respondents say that they feel Insecure in
organization.
ix. It is inferred that 92% that they accept the work delivered by
supervisor, and the remaining 8% does not accept the work delivered
by the supervisor.

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x. It is inferred that 18% of respondents says that they are Permanent

Employees in organization, 58% of respondents says that they are
Probational Employees, 24% of respondents say that they are part-time
employees.
xi. It is inferred that 50% of respondents says that they works in Morning
Shift in organization, 30% of respondents says that they work in
Afternoon shift in organization, 20% of respondents say that they
works in Night Shift in organization.
xii. It is inferred that 90% of respondents says that they are satisfied with
their work in organization, 10% of respondents says that they are Not
satisfied with their work.
xiii. It is inferred that 80% of respondents says that they are Satisfied
with their leaders organization, 20% of respondents says that they
are not Satisfied with their leaders.
xiv. It is inferred that 70% of respondents says that they are Satisfied
with techniques of job evaluation in organization, 24% of
respondents says thatthey are Agree with technique of job
evaluation, 6% of respondents say that they are not satisfied with
technique of job evaluation.

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SUGGESTIONS
From the overall analysis done can see that the employees in ABC are unite satisfied
with the current role however it still requires few changes that needs to be done as per the
response received. Though the salary package of ABC does not meet the other company
standards however this could be balanced with the other non monetary benefits that could
be provided. Employees do have a neutralized response in most of the questions and it
looks like the employers do not find them as a burden or a positive for them but still the
workplace is maintained comfortable that makes them to be involved in the business for a
long run
From my overall analysis can see that the employees stand neutralized leaving the
organization not in a complete negative side however the success of the company would be
maintained or grown when the positivity of the employees are reflected in the survey
conducted. I would suggest to maintain the same level of space which will not degrade the
company and to work on the neutralized part to be changed to a positive one. Overall, the
satisfaction level looks satisfactory.
 Some Suggestions are given below:
 Employees should be provided with bonus and increment in their salary.
 Retter working should be provided to the employees with basic amenities such as
Canteen.
 Promotional activities should be provided frequently.
 The company should concentrate more on employees supervision.
 Better payments should be given for overtime works.
 Proper security measures for Women's.

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DRAWBACKS AND LIMITATIONS

 Only the domestic market is the focus of this study.
 Sample size is limited due to the limited period allocated for the survey.
 The analysis is completely based on the information provided by the employees and
hence could be biased.
 Taking appointment of the respondents became a little difficult.
 Geographical area is restricted only to Chennai region.
 Employees felt that the questionnaire was too big.

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BIBLIOGRAPHY
 Books

 Paul Spector- Job Satisfaction: Applications, Assessment, Causes and Consequences.

 J Cranny-Job Satisfaction: How people feel about their jobs and how it affects
their performance.

 Emmanuel Aoudi Chance- The Secret of Job Satisfaction.

 Journals

 Penn, Joanna (2008), 'How to Enjoy Your Job', Lulu Publisher.

 Esen, Evren(2007), 'Job Satisfaction', Society for Human Resource Management.

 Chapman, Elwood (1993), 'Achieving Job Satisfaction: Helping Employees Reach

Higher Productivity', Chisp Learning.

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QUESTIONNAIRE

Q1. Age of the Employee.

a) 18-20 Years
b) 20-30 Years
c) 30-40 Years
d) 40 & above

Q2. Gender of the Employee.

a) Male
b) Female

Q3. Year of Experience.

a) 0-3 years
b) 3-5 years
c) 5-8 years
d) 8 & above

Q4. What is your educational level?

a) Post Graduated
b) Under Graduated
c) Diploma

Q5. How you feel your working environment.

a) Highly Satisfied
b) Satisfied
c) Not Satisfied

Q6. What is your Monthly Income.

a) Less than 15000
b) 15000-20000
c) 20000-30000
d) 30000 & above

Q7. Does your queries being answered by your supervisor or the management?
a) Yes
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 “A STUDY ON EMPLOYEE JOB

b) No
Q8. How secure do you feel in your job.
a) Highly Secure
b) Secure
c) Insecure

Q9. Do you agree or accept the work delivered by your supervisor?

a) Yes
b) No

Q10. In which category you belong from.

a) Permanent Employee
b) Probational Employee
c) Part-time Employee

Q11. What is your shift wise work time?

a) Morning Shift
b) Afternoon Shift
c) Night Shift

Q12. Are you Satisfied with your work.

a) Yes
b) No

Q13. Are you Satisfied with your Leaders?

a) Yes
b) No

Q14. Are you satisfied with the technique of job evaluation of your company.
a) Satisfied
b) Average
c) Not Satisfied

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