SUMMER TRAINING PROJECT REPORT

THE PANIPAT CENTRAL COOPERATIVE BANK LTD.

ON
JOB SATISFACTION
Submitted in partial fulfillment of the requirements of
Master of Business Administration (MBA)
Kurukshetra University, Kurukshetra
Training Supervisor: Submitted By:
Name: MR.SHARMA PRIYANKA KAMAL
Designation: MANAGER MBA: 3
rd
Semester
Roll. NO. MBA/11/24



DEPARTMENT OF MANAGEMENT STUDIES
NC COLLEGE OF ENGINEERING
ISRANA, PANIPAT
SESSION 2011 2013


DECLARATION


I,PRIYANKA KAMAL, roll no.MBA/11/24, class MBA4
th
sem., N.C. College of Engg.
Israna, Kurukshetra University, Kurukshetra hereby declare that the project entitled, JOB
SATISFACTION AT THE PANIPAT CENTRAL CO-OPERATIVE BANK LTD. is an
original work and the same has been not submitted to any other institute for the award of any
other degree.


Signature of the Candidate


Chapter 1 Introduction

Chapter 2 Review of Literature

Chapter 3 Research Methodology

Chapter 4 - Data Analysis

Chapter 5 - Findings and Recommendations

BIBLIOGRAPHY
Reference Books, Journals, Newspapers, Websites, Reports, etc are to be listed out here.
Examples as how to write are given below:













CHAPTER 1





INTRODUCTION OF THE
SUBJECT














JOB SATISFACTION
Job satisfaction represents one of the most complex areas facing todays 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 on performance of business organizations. Unfortunately, in our
region, job satisfaction has not still received the proper attention from neither scholars nor
managers of various business organizations.

Job satisfaction is a satisfaction that describes how content an individual is with his or her job.
"Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike
(dissatisfaction) their jobs".
Definitions of job satisfaction

Job satisfaction can simply be defined as the feelings people have about their jobs.

It has been specifically defined as a pleasurable (or unpleasurable) emotional state resulting from
the appraisal of ones job,an affective reaction to ones job,and an attitude towards ones job.

Job satisfaction is a very important attribute and is frequently measured by organizations. The
most common technique for measurement is the use of rating scales where employees report
their thoughts and reactions to their jobs. Questions can relate to rates of pay, work
responsibilities, variety of tasks, promotional opportunities, the work itself, and co-workers.







WHY JOB SATISFACTION IS SO IMPORTANT??????
Job satisfaction is perhaps the most important aspect in professional field in order to excel. As
far as the recent survey held all over the world, number of job dissatisfaction has spread rapidly
among people coming from all age and income brackets. The statistics were quite striking as
most people are not satisfied with their jobs and the numbers are steadily rising.
With the rise in worker dissatisfaction, the main focus would be to avoid this situation.
Moreover, there are lots of people who are working dissatisfied, but then what can we do about
it?

First and foremost thing that one should be aware of is that there are various kinds of job
satisfaction. But, most of the surveys that we come across investigate about overall satisfaction.
This only happens when any person take into account everything related to a job. Overall job
satisfaction is nothing but an amalgamation of both intrinsic and extrinsic satisfaction.

INTRINSIC SATISFACTION
Intrinsic satisfaction is related to the job that a worker do and the entire task related to the job
preformed.

EXTRINSIC SATISFACTION
Extrinsic satisfaction is related to the work conditions which revolve around supervisor, pay and
coworkers.


Satisfaction related to job is also influenced largely by job expectations. People look for certain
things from a job, such as job pay, security, independence, prestige and other things. There are
also people who have higher expectations from their jobs than others. So, what are the
expectations you have from your job and how strong are those expectations?


What are the things one can do to maximize job satisfaction? You can use some of the methods
that are based on research and experience.
1. You should know what is important to you and what is not. What are the tasks that attract you? It
is important to write down things that you expect from the job.
2. It is important for you to know more about the jobs that will meet your job expectations. This
will help you to determine the job that will fit your personality.
3. You can also consult a career counselor who will help you in achieving what you desire.
4. Do find solutions for your job dissatisfactions because it might lead to accidents, job loss, mental
illness and more. It might also lead to anxiety, depression, worry, interpersonal problems and
others.
5. It is better to have realistic expectations from work.
6. Look for the kind of job separately and relate it with the condition of the work you are in.
Employee satisfaction is supremely important because
It is what productivity depends on.
If your employees are satisfied they would produce superior quality performance in optimal
time and
Lead to growing profits.
Satisfied employees are also more likely to be creative and innovative
They come up with breakthroughs that allows a company to grow and change positively with
time







What Employees Want From Their Jobs
Purpose. Employees want to be given the opportunity to make a difference at work.
Goals and objectives. Workers want management to clearly state goals and make them
attainable and easily measurable.
Responsibility. Employees want management to trust them to do their job well, injecting
high quality into every task.
Autonomy. Workers want the freedom to work their way, which may differ from their
peers approach to their specific job descriptions.
Job flexibility. Employees want input in deciding when they work, where they work,
and the ability to construct a schedule that helps them perform well.
Recognition and attention. People often equate communication with respect, attention,
and recognition. Employees want management to offer consistent feedback to help them
understand and improve their performance level.
Freedom to innovate. Even those with the most modest job descriptions and authority
often have innovative ideas worth considering
Open-minded management. Workers want management to be honest with them and, at
least, listen to their ideas. Employees usually understand that adopting their ideas is a
management decision, but honestly listening to creative thoughts is important to most
workers.
Clear understanding of employer objectives. A long-term employee desire always
centers on employer goals and objectives. They want to be clear about company
objectives and the specific results the employer expects.
Fair compensation. Offering fair compensation, decent benefits, the opportunity to earn
rewards and bonuses, timely performance reviews and merit increases create satisfied .

















Job Satisfaction Factors
The job isnt monotonous, but allows employees to change pace with varying tasks.
The job does not waste a persons time and effort. It has been planned in such a way that
it can be done without exerting energy uselessly.
Employees are free to plan their work the way they can do it most effectively.
Employees believe they have a reasonable degree of authority over how their work
should be done.
Employees believe they have adequate opportunities for individual growth and
recognition.
Employees dont feel too closely supervised, over-instructed or rigidly controlled.
Employees see their job as an integral part of the whole company and each employee is
treated as an individual, not merely a cog in the wheel.
The answer to the question, How am I doing? comes from the job itself. Thus,
employees can correct their own errors and improve their techniques.
Superiors offer feedback without causing embarrassment.


l oyal empl oyees s t a y l onger , r es i s t compet i t i ve j ob of f er s , do not actively
look for other employment and recommend the company to others as a good place to
work. These behavior 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 al r eady deci ded t o l eave) , or gani z at i ons s houl d pr oact i vel y r eco
gni z e t he benef i t s of under s t andi ng, managi ng and i mpr ovi ng empl oyee l o
yal t y.
The mos t 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.
O n e o f t h e k e y s t e p s t o u n d e r s t a n d i n g a n d i m p r o v i n g e m p l o y
e e l o y a l t y i s b y a c k n o wl e d g i n g t h e i mp o r t a n c e o f t h e f o l l o wi n g f
a c t o r s i n b u i l d i n g l o y a l t y a n d satisfaction:

WAYS FOR MAINTAINING RELATIONS WITH THE EMPLOYEES
ADOPTED BY THE PANIPAT CENTRAL COOPERATIVE BANK LTD.


The ability of the banking industry to achieve the socio-economic objectives and in
the process bringing more and more & retaining into its fold will ultimately depend on the
satisfaction of the existing employees We have a strong belief that a satisfied employee is the
foremost factor in developing our business.
A need was felt by us at The Panipat central cooperative bank ltd that in order to become more
satisfying employees the Bank should come out with the principle of co-operation, self-help,
and mutual help




















THE PANIPAT CENTRAL CO
OPERATIVE BANK LTD.

.














COMPANY PROFILE

The Panipat Central Cooperative Bank Ltd.., Panipat came into existence on 1.4.1994 and is actively
involved in cooperative movement of Panipat District from the day one.
The Bank accepts deposits at higher rates and provide loan at cheaper rates. The Bank provides Agri.
loan, Non Agri. Loan like H/L Industrial, Rural Artisans, Marketing activities, Tpt. Coo. Societies and
Salary Earner Societies as per rules. The Bank is also advancing loans to small scale industries. Under
the Rural Housing scheme, the Bank provides loans for construction of new house and repair of old
house. The Bank has also financed the Panipat Coop. Sugar Mills Ltd; Panipat to the tune of Rs. 33.00
crores
. As per NABARD scheme the Bank has financed two wheelers to the farmers. Besides this the Bank has
also provides loans for technical, professional and medical education on easy terms/ cheaper rates of
interest. The Bank provides Agri. loan, seeds and fertilizers at the door steps of farmers. In order to
achieve this goal this Bank has merged 93 Primary Coop. Credit Societies into new created 32 PACS
which are working efficiently and smoothly.
The Bank has made all round progress this year which has reflected in various aspects as shown below.
(1) Share Capital:
It has increased from Rs. 1478.63 lac (2009-10) to Rs. 1624.78 lac(2010-11) with a growth of 10% in just
one year.
(2) Working Capital:
It has shown a growth of more than 11% from the previous year by increasing from Rs. 42640.00 lac
(2009-10) to Rs. 47880.81 lac (2010-11).
(3) Deposits.
The Bank accepts deposits from public by opening their S.B., C.A., F.D., R.D., and MMC accounts etc.
The total deposits of the Bank stood at Rs. 18846.27 lac as on 31.3.2011
(4) Own Funds
The own funds of the Bank is progressing day by day. It was Rs. 5784.93 lac as on 31.3.2010 and
increased to Rs.6188.40 lac as on 31.3. 2011.
(5) Investment:
The Bank has made investment of Rs. 7022.33 lac with the Haryana State Coop. Apex Bank Ltd.,
Chandigarh.
(6) Borrowings.
The Bank has borrowed Rs 21567.60 lass as on 31.3.2011 from NABARD and Harco Bank for Agri. and
Non Agri. loans on easy terms.
(7) Distribution of loans.
In The financial year 2009-10 the Bank had advanced loan for Rs. 31724.89 lac and it increased to Rs.
40565.01 lac during financial year 2010-11 registering a healthy growth of around 28%
(8) Demand, recovery & overdue amount (Rs. in lac)
Year Demand Recovery Overdue
Overdue %age on demand
2009-10 41286.96 29946.13
11340.83 27.46
2010-11 46654.79 34813.83
11840.96 25.37
(9) Profit.
The Bank is continuously earning profits since its inception. The Bank has earned a net Profit of Rs.
113.26 lac during the year 2010-11
In short this Bank has contributed significantly towards rural upliftment, promotion of small scale
industries, commercial activities, educational activities etc. of Distt Panipat.
In my opinion this Bank is going to be the best Central Coop. Bank of Haryana State in the near future.











BOARD OF DIRECTORS

Sr.No Name Address
1 Sh. Dharamvir Mann Chairman VPO Diwana, Distt. Panipat
2 Sh. Badlu Ram
Vice
Chairman
Vill. Dharamgarh PO Rair kalan
Distt. Panipat
3 Sh. Raj Kumar Director VPO Joshi, Distt. Panipat
4 Sh.Sewa Singh Director VPO Seenk Distt.Panipat
5 Sh. Virender Singh Director VPO Mandi Distt. Panipat
6 Sh. Vikash Malik, Director
V.Bilaspur PO Hathwala
Distt.Panipat
7 Sh. Pardeep Sh Director
VPO Chhajpur Khurd
Distt.Panipat
8 Sh. Raghbir SinghSh Director
H.No. 29-A, Aggarsain Colony
,Panipat
9 Smt. Rajnish Director VPO Kabri Distt. Panipat
10 Sh. Harbhagwan Choudhary Director H.No. 567/8 Panipat
11
The Registrar, Coop. Societies Haryana, Panchkulla
or his nominee.

12
The Managing Director, Harco Bank Ltd;
Chandigarh or his nominee

13 The Deputy Registrar, Coop. Societies, Karnal

14 The Managing Director, DCCB, Panipat












BRANCHES
Name of the Branch/H.O Name of block
Railway road Panipat Panipat
S/mills. Panipat Panipat
Sanouli Bapouli
Bapouli Bapouli
Dikadla Samalkha
Samalkha Samalkha
Israna Israna
Ahar Israna
Madlouda Madlouda
New subzi mandi panipat Panipat
Urlana kalan Madlouda
Buana lakhu Israna
Shera Madlouda
Naraina Samalkha
Kabri Panipat
Mandi Israna
Naultha Israna
Beholi Samalkha
Sutana Madlouda
Khotpura Panipat
Jalmana Bapauli
Mahawati Samalkha










LOAN SCHEMES OF THE PANIPAT CENTRAL COOPERATIVE BANK
LTD.


This bank started working on 1.4.1994 after the division of karnal central cooperative bank. The working
area of this bank is district panipat. This bank is serving the rural and urban population with economical
assistance with the help of 22 branches and 32 pacs. This bank is managed by the board of directors
elected by the members of the bank. The audit of the bank is done by the co-operative department of
haryana govt. and officers of nabard.
This bank has always been in the top category because of its solid economy and good financial
management . This bank has been awarded no.1 bank in haryana by nabard in 1999-2000 and no. 3
cooperative bank in 2000-2001.
DETAILS OF LOAN SCHEME
1. LOAN FOR AGRICULTURE
This bank provides the loan to all the farmers for their agriculture requirement on very
simple conditions under the kisan credit card scheme up to a limit of Rs. 1.50 lacs (cash,
seeds purchase, fertilizers & pesticides) and Rs. 1000 per acres or a lump- sum of 10,000
(whichever is less) for auxiliary services .Apart for that loans for more than 1.50 lacs are
also provided the farmers as per the regulations of govt. This bank also provides cash
credit limit to farmers amounting up to Rs. 5 lacs for their socio - economic and
consumer goods requirement. The cash credit limit is available at the rate of Rs. 50000
per acres (up to 10 acres of land) and up to Rs. 5 lacs (if land is more than 10 acres).

2. LOAN TO RURAL CRAFT WORKERS
This bank also provides loan to rural craft workers up to a limit of Rs. 35000/-

3. MIXED LOAN SCHEME
In this scheme bank provide loan up to 10 lacs to handicraft workers, mechanics and
small entrepreneurs for setup of small units.

4. DENSITY LOAN SCHEME
Under this scheme bank provides loan to small entrepreneur, cooperative societies,
company, other corporate institutions for setting up of small, very small and rural
industries where the total cost of the project shouldn't be more than 27 lacs. The bank
can provide loan up to maximum of 27 lacs. This loan is available to the period of 3-10
years. The bank also provides an amount of Rs.10 thousand as assistance (for a period
of 7years) for the creation and consultation of above said projects.

5. LOAN SCHEME FOR SMALL SHOPKEEPERS
Under this scheme bank provides loans to rural shopkeepers (up to Rs/. 35000 or 1/4th of
their yearly income). After repayment of this loan the person can re-apply for the scheme.

LOAN SCHEMES OF THE PANIPAT CENTRAL COOPERATIVE BANK LTD.


This bank started working on 1.4.1994 after the division of karnal central cooperative bank. The working
area of this bank is district panipat. This bank is serving the rural and urban population with economical
assistance with the help of 22 branches and 32 pacs. This bank is managed by the board of directors
elected by the members of the bank. The audit of the bank is done by the co-operative department of
haryana govt. and officers of nabard.
This bank has always been in the top category because of its solid economy and good financial
management . This bank has been awarded no.1 bank in haryana by nabard in 1999-2000 and no. 3
cooperative bank in 2000-2001.
DETAILS OF LOAN SCHEME
1. LOAN FOR AGRICULTURE
This bank provides the loan to all the farmers for their agriculture requirement on very
simple conditions under the kisan credit card scheme up to a limit of Rs. 1.50 lacs (cash,
seeds purchase, fertilizers & pesticides) and Rs. 1000 per acres or a lump- sum of 10,000
(whichever is less) for auxiliary services .Apart for that loans for more than 1.50 lacs are
also provided the farmers as per the regulations of govt. This bank also provides cash
credit limit to farmers amounting up to Rs. 5 lacs for their socio - economic and
consumer goods requirement. The cash credit limit is available at the rate of Rs. 50000
per acres (up to 10 acres of land) and up to Rs. 5 lacs (if land is more than 10 acres).

2. LOAN TO RURAL CRAFT WORKERS
This bank also provides loan to rural craft workers up to a limit of Rs. 35000/-

3. MIXED LOAN SCHEME
In this scheme bank provide loan up to 10 lacs to handicraft workers, mechanics and
small entrepreneurs for setup of small units.

4. DENSITY LOAN SCHEME
Under this scheme bank provides loan to small entrepreneur, cooperative societies,
company, other corporate institutions for setting up of small, very small and rural
industries where the total cost of the project shouldn't be more than 27 lacs. The bank
can provide loan up to maximum of 27 lacs. This loan is available to the period of 3-10
years. The bank also provides an amount of Rs.10 thousand as assistance (for a period
of 7years) for the creation and consultation of above said projects.

5. LOAN SCHEME FOR SMALL SHOPKEEPERS
Under this scheme bank provides loans to rural shopkeepers (up to Rs/. 35000 or 1/4th of
their yearly income). After repayment of this loan the person can re-apply for the scheme.

6. CONSUMABLE LOAN
Under this scheme bank provides loan to agricultural and non-agricultural labor up to Rs.
3500/- for their domestic expenses.

7. LOAN FOR SMALL TRANSPORTATION
Under this scheme bank provides auto loan where the total weight of vehicle is not more
than 16.2 tones. The amount of loan is up to 75% of the cost of vehicle and duration of
loan up to 5 years. Tata Mobile 206, Mahindra Truck , A.P.I. delivery van , Bajaj
tractor , Tata 407 , Tata 608 etc. are eligible vehicles for loan.

8. LOAN SCHEME FOR EX-SERVICEMEN
Under the scheme bank provide loans to setup different kind of industrial units to ex-
servicemen, handicapped ex-servicemen and their dependants up to a limit from Rs.
50,000 to 10 lacs for a period of 3 years.

9. LOAN UNDER THE RECOMMENDATIONS OF DIFFERENT AGENCIES OF
HARYANA GOVT
District rural development organisation: Bank provides loan to people who are
below poverty line under the recommendation and guideline of district rural
development organisation.
Haryana Schedule cast welfare Corporation: Bank provides loan uptoRs.50,000 to
persons who are recommended by Haryana Schedule cast welfare corporation for
different objectives.
Backward class corporation: Bank provides loan uptoRs.50, 000 to persons who are
recommended by Haryana Backward cast welfare corporation for different objectives.
Khadi gramoudyog: Bank also provides loan to persons who recommended by Khadi
gramoudyog.
10. MINI DAIRY SCHEME
Under this scheme bank provide loan to person who wants to set up mini dairy and whose
application is recommended by related agency is eligible for the scheme. Under this
scheme bank provide loan for 3, 5 ,10 buffaloes. Loan for 3 or 5 buffaloes is applied
through mini banks available at village level .The duration of this loan is 3-5 years . Loan
can be repaid by selling milk.
11. LOAN FOR STITCHING AND INDUSTRIAL COOPERATIVE SOCIETY
Any ten persons who are related to 5 families and are minimum of 18 years of age can
form an industrial cooperative society and avail the loan on very simple conditions from
the bank.



12. GOLD LOAN
Any person who is residing in the working area of bank can avail loan up to 1 lac Rs.
against gold securities.
13. CONSUMABLE GOODS LOAN
Under the scheme any person who is income tax payee , govt. Employee or semi govt.
employee or doctor , advocate , chartered accountant and his residence is in the working
area of bank can avail up to 50,000 thousand rs for the purchase of consumable goods
such as TV , fridge etc.
14. CASH CREDIT SCHEME HYPOTHECATION
Under the scheme any person, firm and company whose address is in the area of bank can
avail cash credit limit up to rs 20 lacs.
15. LOAN TO PARENTS OF ENGINEERING & MEDICAL STUDENTS
Under this scheme the loan is available for higher education such as engineering, medical
up to a maximum limit of Rs. 5 lacs. Keeping in view the repayment capacity of the
parents.
16. LOAN FOR TAXI, AUTO RICKSHAW, BUS, TRUCK ETC.
Under the scheme any person, firm and company can avail the loan from bank up to
amount of Rs. 5 lacs.
17. OVERDRAFT FACILITIES
Under the scheme any person, firm and company who has having current or saving
account with the bank can avail OD facility up to 50,000 Rs.
18. LOANS AGAINST NSE
Under the scheme any person who is having NSE certificate can avail loan against the
security of NSE certificates (75% of certificate or 1 lac whichever is less).
19. RURAL HOUSING LOANS SCHEME
Under the scheme any person who is income tax payee, govt. Employee or semi govt.
employee or doctor , advocate , chartered accountant and his residence is in the working
area of bank can avail housing loan up to Rs. 5 lacs. For a period of 10 years which is
payable in monthly installments.
20. TWO WHEELER LOAN FOR FARMERS
Under the scheme any farmer whose age is between 20 years to 55 years and having
agriculture land is his name is eligible for two wheeler loan up to Rs. 45,000 .The
applicant has to pay margin money of 35% of cost for bike and 25% of cost for scooter.

Method to avail the loan
Any person who is interested to avail facility in any of the above said scheme he can contact
head office of bank , other 32 branches of bank or 32 Pacs of the bank.













PRODUCTS OF THE PANIPAT CENTRAL COOPERATIVE BANK LTD.

EDUCATIONAL LOAN

KISAN CREDIT SCHEME


SAVING A/C

CURRENT A/C


FIXED A/C

RECURING DEPOSITS A/C


PERSONAL LOANS

MICRO FINANCE


VEHICLE LOAN

HOME LOAN







DEPOSITS

Sr.No. Period Revised/Refixed rate of Intt % p.a
1 Saving Bank Deposit 4.00
1 15 days to 45 days 4.00
2 46 days to 90 days 6.50
3 91 days to 180 days 7.00
4 181 days to less then 1 year 8.50
5 1 year to less than 2 years 9.50
6 2 years to less then 3 years 10.00
7 3 years and above. 9.25
8 Provident Fund account 8.00 i.e.at Par with State Govt


1/2% p.a additional rate of interest on term deposits of Senior citizen shall be allowed.

1% p.a. additional rate of interest on terms deposits of Staff Member/their exclusive associations is
allowed to be continued





Subject to submission of undertaking/declaration that the money belongs to him only.

Premature payment of term deposits:- Interest Will be paid on premature withdrawal of term deposit at
1% below the rate








Applicable for the period deposit has remained with the Bank.

Staff Member, on attaining Senior Citizenship age, will be eligible for the benefit admissible to Senior
Citizen












ACHIEVEMENTS


The panipat central cooperative bank ltd substantially ahead of expectations on account
of large treasury gains, apart from healthy operating performance.

While the banks deposits growth was reasonably robust.

The bank posted a healthy growth in net interest income.

Operating expenses were higher than expected on account on account of rs 150 crore of
provisions for imminent wage hikes.

Gross and net ratios remain stable.

The bank is continuously earning profits.

Bank has contributed significantly towards rural upliftment, promotion of small scale
industries, commercial activities, educational activities etc. of Distt Panipat.


























VISION & MISSION & VALUES OF THE PANIPAT CENTRAL COOPERATIVE BANK
LTD




VISION OF PCCB

Our vision is to be Indias most respected and admired central Co-Operative bank by influencing
peoples lives through personalized banking services and partnering them in realizing their
dreams.



MISSION OF PCCB

Our mission is to be a preferred financial service provider with a special focus on innovative
quality products, technical expertise & efficient services for customer achieve their objectives
and goals.

VALUES OF PCCB
We have accepted cardinal principle of corporate social responsibility and accordingly we have
tried to fulfill our social obligations to be recognized as peoples bank in real sense.











CHAPTER 2
REVIEW OF LITERATURE





















The research has searched many books on job satisfaction to collect the literature about the job
satisfaction. To analyse the effectiveness of job satisfaction level in PCCB.
The information collected was confined to the journals published about the human resource
management.
The review of literature has helped the research to conduct the survey in better & extensive
manner.
It should also help the research in finding & getting deeper into the topic.
INTRODUCTION TO JOB SATISFACTION
It refers to employee general attitude toward his work.

DETERMINANT OF JOB SATISFACTION
Organizational variable
Personal variable

Organizational variable at:
Occupational level: higher the level of work greater the satisfaction.
Work content: intresting work the more satisfaction.
Considerable leadership: more consideration more satisfaction
Pay & promotional opportunities
Interaction in the work group



Personal variable like
Age :an individual aspires to work more better in his ast years of job.
Educational level.: higher education gives more satisfaction.







CHAPTER 3





RESARCH METHODOLOGY
















OBJECTIVE OF THE STUDY
To study the employees perception towards the organization.
To study the attitude of the employees toward their work.
To identify the factors that motivate the employee.
To give suggestions for the growth & perspectives of the company.


SCOPE OF THE STUDY
Job satisfaction is an important output that employees work for an
organization.
It comprises of intrinsic & extrinsic factors & helps maintain an able &
willing work forces.
It is an interesting & significant area for conducting research.
The study made on the topic of job satisfaction will reveal the factor of
feelings of employees.
This report is useful to the management of the company to know the
satisfaction level of employees & they can make measures to increase
productivity.






PROBLEM OF THE STUDY
The selected topic was a study of job satisfaction
It is said that satisfied emoployee is a productive employee any kind of grievance relating
to organizational or personal to a greater extent influence on the job.
PCCB is giving higher priority to keep their employees with satisfaction by providing
several facilities which improves satisfaction and which reduces dissatisfaction.
Job satisfaction is considered as a key issue by the entrepreneur where efforts are taken
& programme are initiated.
If an employee is not satisfied with the job there are chances for absenteeism,low
turnover,lower productivity, commiting of mistakes,diverting energy for different types
of conflicts keeping this thing in view PCCB is trying to identify the areas where
satisfaction to be improved to get out of the above dangers.
In this connection a survey was conducted to identify the level of satisfaction.


















REASERCH METHODOLOGY


A descriptive study tries to discover answers to the questions
Who
What
When
Where
How.

PRIMARY DATA
Collected through structured questionnaire from the respondents.

SECONDARY DATA
Collected through books & internet.

SAMPLE SIZE

Sample size denotes the number of elements selected for the study. For the present study, 50
respondents were selected at random. All the 50 respondents were the employees of The panipat
central cooperative bank ltd.



SAMPLING METHOD

A s ampl e i s a r epr es ent at i ve par t of t he popul at i on. I n s ampl i ng t echni que
, i nf or mat i on i s collected only from a representative part of the universe and the
conclusions are drawn on that basis for the entire universe. A convenience sampling
technique was used to collect data from the respondents.




LIMITATIONS OF THE STUDY


The study is conducted only in PCCB.


Due to the limitations of the time the research could not be made more detailed.


Due to the confidentiality of some information accurate response was not revealed .


Some of the replies of the respondents may be biased.














Chapter 4


DATA ANALYSIS AND
INTERPRETATIONS














Table 1. Showing employee job satisfaction at PCCB

RESPONSES PERCENTAGE OF
RESPONDENTS

YES

90%
NO

5%

CANT SAY
5%
TOTAL

100%


ANALYSIS:
90% OF PEOPLE ARE SATISFIED WITH THEIR JOB AT PCCB
5% ARE NOT SATISFIED.
5% CANT SAY WHETHER SATISFIED OR NOT.

INTERPRETATION:
IT IS CONCLUDED THAT MOSTLY EMPLOYEES ARE SATISFIED WITH THEIR JOB
AT PCCB.
YES
90%
NO
5%
CAN'T SAY
5%
TABLE 2: FACTORS THAT INFLUENCE EMPLOYEE MOTIVATION

RESPONSES % OF RESPNDENTS
SATISFIED

GOOD PAY

53%
PROMOTION

10%
LESS SUPERVISION

12%
GOOD WORKING
CONDITION

25%



ANALYSIS:
53% EMPLOYEES ARE MOTIVATED OF GOOD PAY
10% OF PROMTION
12% OF LESS SUPERVISION
& 25 % OF GOOD WORKING CONDITIONS

INTERPRETATION:
MAX NO. OF EMPLOYEES ARE GIVEN PRIORITY TO PAY
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
GOOD PAY PROMOTION LESS SUPERVISION GOOD WORKING
CONDITION
TABLE 3. SHOWING EMPLOYEES SATISFACTION TOWARDS SALARY BEING
OFFERED by PCCB.
RESPONSE PERCENTAGE OF
RESPONDENTS

YES

85%
NO

8%
CANT SAY

7%
TOTAL

100%




ANALYSIS :
85% ARE SATISFIED
7.5% ARE NOT SATISFIED
7.5%CANT SAY

INTERPRETATION:
MAX. NO. OF EMPLOYEES ARE SATISFIED BY THE SALARY OFFERED BY PCCB.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
YES NO CAN'T SAY
TABLE 4: SHOWING EMPLOYEES OTHER SOURCES OF INCOME

RESPONSES

PERCENTAGE OF
RESPONDENTS
YES

15%
NO

85%
CANT SAY

0%
TOTAL

100%


ANALYSIS:
15% OF EMPLOYEES HAVE OTHER SOURCE OF INCOME.
85% ARE NOT.

INTERPRETATION
MAX NO. OF RESPONDENTS ARE PCCB SLARY DEPENDENT.



Column1
Column2
0%
50%
100%
YES
NO
CAN'T SAY
TABLE 5. SHOWING THE WAY EMPLOYEE CAME TO THE PRESENT POSITION?

RESPONSES PERCENTAGE OF
RESPONDENTS

PROMOTION

45%

DIRECT APPOINTMENT

53%
TRANSFER

2%
TOTAL

100%


ANALYSIS:
45% EMPLOYEES WERE PLACED THROUGH PROMOTION
52.5% THROUGH DIRECT APPOINTMENT
3% THROUGH TRANSFER

INTERPRETATION:
MAX. NO OF EMPLOYEEES OF PCCB ARE GOT INTO PRESENT POSITION THROUGH
DIRECT APPOINTMENT.


PROMOTION
45%
DIRECT
APPOINTMENT
53%
TRANSFER
2%
TABLE 6: SHOWING EMPLOYEES SATISFIED WITH THEIR WORKING HOURS
RESPONSES PERCENTAGE OF
RESPONDENTS

YES

90%
NO 10%

ANALYSIS:
SHOWS THAT 90% OF EMPLOYEES AT PCCB ARE SATISFIED WITH THEIR
WORKING HOURS.
WHEREAS 10% ARE NOT

INTERPRETATION:
MAX NO OF EMPLOYEES ARE SATISFIED WITH THEIR WORKING HOURS.





YES
90%
NO
10%
TABLE 7: SHOWING EMPLOYEE SATISFACTION TOWARDS SOCIAL SECURITY
MEASURES

RESPONSES PERCENTAGE OF
RESPONDENTS

PROVIDENT FUND

76%
PENSION

7%
GRATUITY

17%
TOTAL

100%

ANALYSIS:
76% EMPLOYEES ARE SATISFIED THROUGH PF
7% THROUGH PENSION
17% THROUGH GRATUITY

INTERPRETATION:
MAX. NO. OF EMPLOYEES ARE SATISFIED THROUGH PF SCHEMES
PF
76%
PENSION
7%
GRATUITY
17%
TABLE NO. 8 EMPLOYEE SATISFACTION TOWARDS SAFETY MEASURES


RESPONSES PERCENTAGE OF
RESPONDENTS

SATISFIED 85%

NOT SATISFIED 15%

TOTAL 100%



ANALYSIS:
85% ARE SATISFIED OF SAFETY MEASURES AT PCCB.
15% ARE NOT SATISFIED.

INTERPRETATION:
MAX NO. OF EMPLOYEES ARE SATISFIED WITH THE SAFETY MEASURES AT PCCB.



0%
20%
40%
60%
80%
100%
SATISFIED NOT SATISFIED
TABLE 9: SATISFACTION TOWARD EMPOYMENT CONDITION
RESPONSES PERCENTAGE OF
RESPONDENTS

YES

95%
NO 5%

TOTAL 100%





ANALYSIS:
95% OF EMPLOYEES ARE SATISFIED OF THEIR EMPLOYMENT CONDITION AT
PCCB.
WHEREAS 5% ARE NOT SATISFIED.

INTERPRETATION:
MAX. NO. OF EMPLOYEES ARE SATISFIED OF THEIR EMPLOYMENT CONDITION AT
PCCB.

YES
95%
NO
5%
TABLE NO. 10 :SATISFACTION TOWARDS LEVEL OF RELATIONSB/W
SUBORDINATE & SUPERIOR
RESPONSES PERCENTAGE OF
RESPONDENTS

YES 97%

NO 3%

TOTAL 100%


ANALYSIS:
97% OF EMPLOYEES AT PCCB ARE SATISFIED WITH THE RELATION B/W SUPERIOR
& SUBORDINATE.
WHEREAS 3% ARE NOT SATISFIED.

INTERPRETATION:
MAX NO .OF EMPLOYEES ARE SATISFIED WITH THE RELATION B/W SUPERIOR &
SUBORDINATE.



0%
20%
40%
60%
80%
100%
YES NO






CHAPTER 5


FINDINGS & CONCLUSIONS















FINDINGS


Employees are satisfied with good pay as the key motivating factor for work efficiency.

Employees are satisfied with salary offerings at PCCB.


Majority of the employees dont have other sources of income.

Majority of the employees are placed by the direct appointments at PCCB.


Majority of the employees are satisfied with the employment conditions of PCCB.

Majority of the employees are satisfied of transfers & promotion policy.


Employees are satisfied from working hours at PCCB.










CONCLUSION

Findings & suggestions are based on survey conducted & these points are to be taken in
this regard for higher growth.

From the analysis I conclude that the jobs provides the opportunities to the employees to
exercise his skills at work place.

From analysis it was also observed that there is a scope for the improvement of working
conditions in PCCB .

Salary package would hike.

Finally I would like to conclude that the employees of pccb are satisfied with their work
and organization.
























CHAPTER 6



SUGGESTIONS





















SUGGESTIONS

Systematic planning reduces urdles at workplace & it ensures smooth flow of work
method . so the present methods of planning the work would be maintained as before to
attain the goals very effectively.

The mutual cooperation b/w the employees at workplace is very important to carry out
the work at right time. So that the organization should take of providing scope of
communication with other cepartments.


Attractive schemes from PCCB would activate employees & increase individualistic
work efficiency.


















CHAPTER 7



APPENDICES























Bibliography
:
Books

Research Methodology by C.R. KOTHARI 2
nd
edition.

Marketing Management by PHILIP KOTLER, 11
th
edition.

Website
www.pccbpanipat.com
www.google.com















QUESTIONAIRE


Name of Customer ...........................

Address..
A/C No......
Age.
Sex
Contact no..

1. Are you satisfied with your job?
Yes
No.

2. Which of the following factors motivates you to do the job at PCCB?
Good pay..
Promotion
Less supervision.
Good working conditions

3. Are you satisfied of your salary being offered by PCCB?
Yes..
No
Cant say..

4. Do you have any other source of income?
Yes.
No.
Cant say

5. By which way you came to the present position?
Promotion
Direct appointment
Transfer..

6. Do you satisfied with your working hours?
Yes..
No

7. Which of the following social security measures satisfied you?
Provident fund..
Pension
Gratuity.

8. Do you satisfied with the safety measures of PCCB?
Satisfied..
Doesnt satisfied

9. Do you satisfied with employment conditions of PCCB?
Yes
No..

10. Do you satisfied with the relation level b/w superior & subordinate in PCCB?
Yes
No..