A Study On Employee Job Satisfaction

A STUDY ON EMPLOYEE JOB SATISFACTION
Chapter-I
INTRODUCTION
SRI VASAVI INSTITUTE OF MANAGEMENT, S.D.G.S COLLEGE
INDUSTRY PROFILE
ORGANIZATION PROFILIE:
India's emerging pharmaceutical industry has appeared as the world leader in the
fabrication of standard generic drugs, ever since the Patent Act 1970 permitted India
to seriously approach and contribute in the pharmaceutical market worldwide. India is
the preferred nation for pharmaceutical generation, with low charges for research and
development as well as production of drugs. And the pharmaceutical companies in
India have made full use of the favorable environment offered by the country to make
it big.
The workforce and technological proficiency of pharmaceutical companies in India
ensures the growth of the industry on a global scale as well as within India. The sector
is predicted to value about $3.1 billion (USD).
Growth of Indian Pharmaceutical market
In the year 2008, Indian pharmaceutical market was assessed at $7,743m which
witnessed an augmentation of 4.0% over 2007. Business observers predict that the
Indian pharmaceutical market will escalate at an increasing mode as compared to the
global pharmaceutical market, at a CAGR of 13.2% during the fiscal years 2009-14 to
reach an overall worth of $15,490m in 2014.
India has also appeared as the preferred location for the pharmaceutical companies of
the world because of its towering growth scenario furnished by elderly population,
alteration in disease profile, developing patent system and socio-economic
circumstances.
The competition in the Indian pharmaceutical market is cutthroat and the market is
divided among the top 10 pharmacy companies accounting for 36.1% of the overall
R&H sales in the fiscal year 2008.
India began to abide by the World Trade Organization's Trade Related Aspects of
Intellectual Property Rights (WTO-TRIPS) agreement and acknowledged product
rights after the revision of the Indian Patent Act in January 2005. Indian firms are
laying out strategies to benefit from the Japanese government proposal to endorse
generic drugs to minimize healthcare charges.

Top ten pharmaceutical companies in India
(along with their 2007 turnover):
Ranbaxy Laboratories
By sales India's largest pharma firm with the returns touching Rs 4,198.96
crore (Rs 41.989 billion) in 2007
Dr. Reddy's Laboratories
With a turnover of Rs 4,162.25 crore (Rs 41.622 billion) in 2007, Dr Reddy's lab
is second largest drug firm in India by sales .
Cipla
Cipla generated an annual revenue of Rs 3,763.72 crore (Rs 37.637 billion) in
2007 making itself the third largest pharmaceutical firms.
Sun Pharma Industries had an overall earnings of Rs 2,463.59 crore (Rs
24.635 billion) in 2007.
Lupin Labs:
Lupin Labs yielded total profit of Rs 2,215.52 crore (Rs 22.155 billion) in
2007.
Aurobindo Pharma
India's sixth largest pharma company by sales, Aurobindo posted Rs 2,080.19
crore (Rs 20.801 billion) annual returns in 2007.
GlaxoSmithKlineg
With 2007 turnover touching Rs 1,773.41 crore (Rs 17.734 billion, GSK is
India's seventh largest pharma firm.
Cadila Healthcare
Cadila's earnings was Rs 1,613.00 crore (Rs 16.13 billion) in the fiscal year
2007, establishing itself as India's eight largest drug company.
With an annual revenue of Rs 983.80 crore (Rs 9.838 billion) in 2007, Aventis
Pharma has made a place for itself in the top ten pharma companies in India
Ipca Laboratories
Ipca is India's 10th largest pharma company by sales and in 2007 it had a
turnover of Rs 980.44 crore (Rs 9.804 billion)
Major issues concerning the pharmaceutical companies in India
Failure of the new patent system: Prerequisites associated with Sec 3(d) of the
Patent (Amendment) Act 2005 restrict the copyright of an existing drug.

Moreover, mandatory licensing permits Indian companies to keep producing
generics of copyright products for overseas selling to underdeveloped nations.
Lack of proper infrastructure: Issues associated with regular power cuts and
lack of suitable transport infrastructure will decelerate the expansion of the
sector.
Inadequate funds: Restricted funding from FIs, venture capitalists and the
government may decelerate the expansion of biotechnology sector in India.
Regulatory impediments: Rising of due meticulousness and conformity with

product standards leads to high costs and interruption in the launch of new
products.
Severe competition: Low margins and restricted capital to assist R&D is the
result of intense pricing competition among local producers. This rivalry will
further deepen from the joining in of the big drug companies in the Indian
market to control the cost benefit and large reserve sources
Company Profile
Today HETERO DRUGS LIMITED is a name, epitomizes hard work,
experience and success.
A relatively young company that is making its presence felt and making rapid
progress nationally and internationally.
Involved in the manufacturing of active pharmaceutical ingredients and
finished dosage forms, Hetero is one of its kinds of the very few companies, which
have been able to crave a niche in the pharmaceutical industry, given the present
scenario where it requires a right blend of intellectual strength, core competencies and
a precise foresight for the future.
Hetero has come a long way since its inception in the year 1993 to be
recognized as a strong player in the field of pharmaceutical, as a result of its
combined strength in research, manufacture and marking.
Established in the year 1993, with the motto to be the best in the API
manufacturing, Hetero today embodies the vision of a top notch player in developing
and commercializing products catering to a variety of therapeutic categories,
Integrating into a leading finished dosage manufacturer.
True to the statement, Where the Future Started Yesterday, with a foresight
on the current trends in the pharmaceutical Market, Hetero has grown from strength to
strength, combining its Research strengths, Manufacturing capabilities, and Human
Resources and well established quality management system.
With full-fledged marketing capabilities, the company has been able to market
its products in over 80 countries in Asia, Middle East, Eastern Europe and Latin
America. With its compliance to the most stringent requirements, Hetero has today
gained foothold to market several of its APIs in the United States, Canada and Europe.
With all nine manufacturing facilities supported by excellent infrastructure and
compliance to the GMP requirements, Hetero has crossed numerous milestones in a
comparatively short period since its inception.
HETERO GROUP
HETERO DRUGS LIMETED
HETERO LABS
HETERO RESEARCH FOUNDATION
SYMED LABS
GENX PHARMA
HETERO HELTH CARE
FOUNDER
The spirit and brain behind the story of hetero is its founder Dr. BPS Reddy, a
scientist who started the company drawing immense from the vast and rich experience
he gained during his stint laboratory where he was instrument in developing and
commercializing processes of several APIs.
The company was started by him with a vision to be recognized as an
aggressive company the combines its strength of R&D and manufacturing with
definite advantages in terms of cost and chemistry with a strong emphasis on quality
of products.
The untiring efforts of the chairman saw hetero develop process for several
products at relatively low cost, thus making it possible for several life saving drugs to
be available at affordable prices meeting all the regulatory and quality norms.
With the organization having reached a point where it is identified among the
widely recognized companies the chairman is now focusing on given new dimensions
to the company in terms of exploring possibilities of further growth, exploring new
horizons in the field of pharmaceutical development and evolving strategies to take
the company to greater heights.
MILESTONES/AWARDS
The company has been scaling New Heights on a conditional basis. These
Achievements have been the result of concerted efforts on the part of different
functions with in the organization to achieve the organizational goal of being a leader.
In its path to success. Hetero has seen many a milestone being crossed and
achieved many awards on various fronts. Awards for exemplary work in R&D and
marketing are just a few name.

A track of few events that saw hetero reaching its Zenith of glory are:
National Award for best efforts in Research And Development from the
department of scientific and Industrial Research Ministry of Science and
Technology Government of India, in the year 1996.
Highest Exporter award (for the year 1999) against stiff competition from
internationally recognized domestic competitors.
Approval of the API facilities by USFDA for compliance to CGMP norms

Approval of the finished dosage facilities by WHO for the supply of Anti-
retroviral drugs.
VISION&VALUES
Hetero visualizes itself as an aggressive player in the global pharmaceutical scenario,
supplying generics developed, combining intellectual property, research strengths and
strong human resource input.
The company values the concept of having social responsibilities in the
courser of its assent to greater heights. It strongly believes in focusing on customer
requirements and delivering the products at the right pace.
Hetero considers its human resources as the core of all its capabilities and
believes in tapping and honing the talents of its members to reach the zenith of
success.It believes in continuous evaluation and improvement in all the factors that
contribute in transforming the organization into a global force to reckon with.
Hetero takes due cognizance to the fact that the processes that it develops
should be all eco-friendly and should not result in and consequence that harms the
ecological harmony.
MISSION
Heteros mission is to be a globally acclaimed pharmaceutical company,
meeting the requirements of healthcare imbibing the philosophy of both commercial
and social concerns, driven by research and manufacturing capabilities.
Hetero API Facilities are designed to meet the best of global standards for an
API Facility.
These states-of-the-art facilities cater to the growing demand of manufacturing
a large spectrum of APIS.
Heteros production muscle stems from its endeavors to install plant,
equipment, systems and personnel that portray the best in the Indian pharmaceutical
industry. Professional teams equipped with cutting-edge technology come together in
developing, commercializing and delivering latest intermediate and active
pharmaceutical ingredients across the globe.
Heteros state-of-the-art plant, which conforms to stringent CGMP guidelines,
facilitates pilot and large-scale production. This has enabled it to deliver a wide range
of APIs of international standard and intermediate chemicals for diverse healthcare
applications.
FINISHED DOSAGES
The finished dosage flagellates of Hetero are designed to match the best
globally.
The facilities house the best of the equipment in terms of design and capacity.
The approval by several regulatory authorities and the approval by WHO, Geneva
stands a testimony of the fast that serious efforts are made to ensure that every activity
being taken up in these facilities are in compliance with the requirements in terms of
quality and integrity of the products being manufactured.

HETEROGROUP-HUMAN RESOURCES
Hetero attributes its success to the contribution of a dedicated team of
Scientists, Chemists, Analysts and Engineers, whose skills are honed through constant
training. The contribution of these professionals has helped Hetero soar newer
heights.
The strength of Hetero in terms of its manpower is as follows
Scientists
25
Research and Development Chemists
60
Manufacturing Chemists and Engineers
565
Quality Control/Assurance Professionals
100
Marketing, Domestic and Global
250
Total Strength
1000
MANUFACTURING CAPABILITIES
Type of Reactors
Glass, Glass-Lined and Stainless Steel

250-10,000 LTR Commercial Plant
Reactors sizes
Total Reactor Volume
Temperature Range
Pressure Range
5-250 LTR Pilot Plant

1000 kilo liter
-800 c to 3000 c
Up to 50 KG/CM2
Analytical Strength of Hetero Group

1. HPLCs (with PDA facility)
2. GCs (with Head space facility)
3. Infer Red Spectrophotometers
4. Ultra violet Spectrophotometers
5. Particle size analyzer
6. Digital polar meters
7. Differential Scanning Calorimeters
8. P-XRD
9. NMR
10. GCMS
11. LCMSMS
QUALITY
The approval of heteros API facility by USFDA and finished dosage facility
buy WHO bear a testimony to this fact.
All the activities at Hetero right from the receipt of raw materials to dispatch
of the finished products are carried out in accordance to a well-oiled quality
management system. The importance of having a strong quality based system has

been recognized by the organization due to which every individual in each department
understands his/her responsibilities and carries them out with utmost care avoiding
any confusion, thus delivering the best results.
In addition, talking about quality of the product itself, the company has
evolved the systems to implement GMPs in the manufacture of the product to protect
the safety, quality and integrity. The approval of Heteros API Facility by USFDS and
Finished Dosage Facility by WHO bear a testimony to this fact.
QUALITY ACCRTDITTONS
Quality of products and organization as a whole.
Quality Systems in every department-R&D to Marketing.
ISO 9002 Certification for Manufacturing and Marketing of APIs.
CGMP and WHO certification for the APIs.
US FDA Approved Manufacturing Facility.
Corporation Analytical Research Wing for establishing in house specifications.
RESEARCHES AND DEVELOPMENT

Heteros emphasis has always been on Research and Development. The
emphasis was to ensure that the processes being adopted for the products are cost
effective, safe to handle and with optimum advantage in terms of yield and quality.
Having laid solid foundation towards the end heteros R&D approach has also
taken cognizance of the present scenario where stringent patent regime is under
implementation heteros team of scientists has been and is involved in developing

non-in fringing process for its products. With its ability to explore new heights and
achieve the best hetero has been able to file patents for several of its processes.
From an organization, which was concentrating on developing processes for
APIs Hetero, now a full-fledged R&D facility for formulation development.
Hetero research capabilities have been proven with its ability to carry out a
wide range of reactions, which are difficult to carry out.
Given its research capabilities, Hetero has today initiated contract research.
Towards the end, the company has already evolved its strategies and is into
discussions with renowned companies for carrying out the contract research. Custom
synthesis is one area where the company has been concentrating on and is initiating
work on several projects.
In addition to the above, the company is now on the threshold of commencing
basic research activities to develop and screen new chemical entities for different
therapeutic categories.
STTENGTHS:
Strong emphasis on Research and Development
Ability to develop processes for a large range of therapeutic categories.
Ability to orient and adapt to the changing facets of industry, particularly in

terms of Regulations, Intellectual property and Manufacturing capabilities.
Cohesive team of skilled professionals in all wings related to research,

manufacture and marketing.
Strong customer base and market presence.

A strong commitment towards the society to provide timely support by
providing life saving drugs at relatively low costs, short span of time.
TECHNOLOGY ABSORPTION, ADAPTION AND INNOVATION:

Efforts in brief, made towards technology absorption, adoptions The
companys R&D division is continuously engaged in the research of new products and
improving the process of existing products. Once the technology is developed the
R&D team will hand over the same to production team for the commercial
production.

Benefits derived as a result of the above efforts e.g. process improvement, cost
reduction, product development, quality improvement, import substitution etc. the
continuous up gradation and adoption of technology, benefits the company in the form
of good quality, better yields and cost reduction.
SPECIFIC AREAS IN WHICH R&D CARRIED OUT BY THE COMPANY
During the year 2006-2007, research and development activity is carried out in
respect of the following products:
Product
Therapeutic Use
Donepezil Hcl
Anti-Alzhemers
Nitazoxanide
Antiriarrheals
Tolterodine Tartrate
Urinary incontinence
BENEFITS DERIVED AS A RESULT OF THE ABOVE R&D

Perceptible reduction in costs and increase in productivity in respect of the
manufacture of certain bulk drugs and intermediaries. The R&D efforts have
facilitative the company to file several DMFs in regulatory markets like U.S.A,
Europe Union.
FUTURE PLAN OF ACTION
The company proposes to upgrade the R&D facilities continuously in live with
international standard and put more accent on the development of pharma products
which are cost effective and prevailing patent legislation. The R&D activates are also
proposed to diversity in to imitation of new drugs discovery. Custom synthesis and
contract research in the year to come. The company stared R&D activity on
development of finished dosages for regulatory markets.
KEY MANAGEMNT PERSONNEL:

Dr. B. Parthasaradhi Reddy (Chairman & Managing Director)
B. Nagi Reddy (Director-Executive)
M. Pera Reddy (Director-Finance)
A.V. Narasa Reddy (Director-Corp.Tech)
J. Sambi Reddy (Director-Production)

C. Bhaskar Reddy (Director-Quality Conrtol)
M. Srinivas Reddy (Director)
COMPANY SECRETARY
S. Vasu Reddy
All directors have been considered as key management personnel as they are
involved in planning, directing and controlling the activities of the reporting
enterprises
Chapter-II
Design Of The
Study
RESEARCH METHODOLOGY
TITLE: EMPLOYEE SATISFACTION
NEED FOR THE STUDY:
Organization .It has major influence on performance through its impact on
individual motivation.
Since welfare of individual on the job goes long-way in determining his efficiency.
Organization in order to retain potential competent employees strives in
Motivating employees towards high productivity
Want to retain in organization
Act effectively in crises
Accept necessary changes without resentment or resistance
Are satisfied with job

The need of the study in the organization is limited to executive level.
OBJECTIVES OF THE STUDY
To study employee satisfaction in the organization.
To study facilitating factors of employee satisfaction.
LIMITATIONS TO THE STUDY:

Despite of the sincere work put forth by researcher there exist some limitations for the
study,
The presence of co-workers where the respondents when. the questions were
asked, may have biased the answers.
The time for conducting the research was limited.
ABOUT EMPLOYEE SATISFACTION:

The term employee satisfaction refers to an individual general attitude
towards his/her job. A person with a high level of Employee Satisfaction holds
positive attitude towards the job. A person who is dissatisfied with his/her job holds
negative attitude about the job.
When people speak of employees attitude, more often they may not mean
employee satisfaction. In fact, the two are frequently used interchangeably.
Employee Satisfaction is an integral component of organizational climate
and an important element in management employee relationship. Employee
satisfaction is a positive emotional state that occurs when a person job seems to fulfill
important job values provided these values are compatible with ones need .
Employee satisfaction, in simple words in d individual emotional reaction to the job
itself.
It is a persons attitude towards a job. People said a sizeable amount of
time in work environment. From any minimally humanitarian point of view, they
expect that portion of their life to be more or less pleasant, agreeable, satisfying and
fulfilling.
DEFINITION OF EMPLOYEE SATISFACTION:
Employee Satisfaction is very difficult to define because it is an intangible,
unseen and unobserved variable. Employee Satisfaction may be viewed as a
pleasurable emotional state resulting from the perception of ones job as are
compatible with ones need.
According to P.C. SMITH, Employee Satisfaction is the persistent feeling
towards distrainable aspects of job situation.
E.A.LOCKE admits that Employee Satisfaction and dissatisfaction are seen as
functions of perceived it as often or entailing.

Employee Satisfaction may be global or specific. Sometimes Employee
Satisfaction is refers to as overall feeling of satisfaction, i.e, job and
satisfaction with the situation as-a-whole (global satisfaction).
WHY EMPLOYEE SATISFACTION IS VERY IMPORTANT:

Employee Satisfaction has been the center of concentration for researchers
Over three decades. The reasons for such concentration are manifold.
Employee Satisfaction has some relation with mental health of the people;
dissatisfaction with ones job may have an especially volatile spill over affects
Employee Satisfaction has some degree of physical health of individuals

Spreads good will about organization. From the point of view of an
organization, people who feel positively about their work life are more apt to
voice favorable sentiments about the organization to the community at large.
Individuals can live with the organization. On the country, a chronicle-upset
individual makes organization life vexation for other whom he interacts.
Reduces absenteeism and turnover
DETRMINATION OF EMPLOYEE SATISFACTION:
Many factors influence Employee Satisfaction of employees. Review of research
the following important determeninants of satisfaction.
Supervision
The work groups
Job content
Occupation level
Specialization
Age
Race and Sex
Education level
EMPLOYEE SATISFACTION & PRODUCTIVITY:

A satisfied employee is productive-is a popular about discredited view.
Does dissatisfaction in job result in curtailment of output? Does increased
Employee Satisfaction lead to higher output and enhance productivity? These are
the haunting questions that have been nagged at both industrial psychologist and
manager in organization without
Discrimination for nearly five decades. Briefly, let us review some studies
pertaining to this controversial topic.
In one study by researches at the university of Michigan in 1950,it was

found that the productive groups showed a greater Employee Satisfaction
than that did the less productive workgroups.
The above results are sustained by two other studies-one regarding the 200
railroad work and second one that of 6000 workers at a tractor factory.
A review of above 20 studies by victor Vroom in 1964 disclosed only the

barest evidence supporting a direct link between satisfaction and
productivity .While job attitudes bear a distrainable relationship such as
absenteeism layout turn out, the available avoidance suggests that strong
positive relation with productivity is lacking visually.
MEASUREMENT OF EMPLOYEE SATISFACTION:

Roughly six decades back the employee attitude surveys were
undertaken to measure Employee Satisfaction and moral. It is now a slandered
practice for almost all the organizations to conduct such surveys most frequently. The
survey generally is conducted as a part of organization development program (OD) Employee Satisfaction, whether in Toto or with specific aspects of the organization, is
measured by specially constructed, standardized attitude scales.
Under this approach measurements are made of the discrepancy
between what an employees thinks should exist and what he observes to exists. The
larger the discrepancy, the higher is the dissatisfaction and vice-versa. By conducting
periodic audits of Employee Satisfaction, Management can spot trends in attitudes and
thus will be able to take steps such as necessary to avert rice in labour grievances or
turnover act .

Apart from overall (global) Employee Satisfaction, a satisfaction about
a particular segment of organization can also be found. More recently, some job
attitudes scales were developed that permit overall Employee Satisfaction can be,
under such a scale conveniently disassembled into respectable scores indicating the
employees attitudes about supervisors, chances of promotion, about co-workers,
about the work itself.
EMPLOYEE SATISFACTION:
Human Resource is considered to be the most valuable assert in any
organization. It is the sum-total of inherent abilities, acquired knowledge and skills
represented by the talent and aptitudes of the employed persons who comprise
executive, supervisors and the rank and file employees. It may be noted here that
Human Resource should be utilized to the maximum possible extent, in order to
achieve individual and organizational goals. It is thus the employees performance
which ultimately decides the attainment of goals. However, the employee
performance is to a large extent, influenced by motivation and Employee Satisfaction.
Employee Satisfaction refers to a person; feeling of the satisfaction on
the job which acts as a motivation to work. It is not the self satisfaction, happiness or
self-contentment but the satisfaction on the job.
The term job relates to the total relationship between an individual and
the employers for which he is paid. Satisfaction does mean the simple feeling-state
accompanying the attainment of any goal; the end state is feeling accompanying the
attainment by an impulse of its objective. Job dissatisfaction does mean absence of
motivation at work.
Employee Satisfaction is defined as the pleasures emotional state
resulting from the appraisal of ones job as achieving or facilitating the achievement
of ones job values, in contrast, job dissatisfaction is defined as the unpleasures
emotional state resulting from the appraisal of ones job as frustrating or blocking the
attainment of ones job values or as entailing disvalues.

THEORIES OF EMPLOYEE SATISFACTION:
There are vital differences among experts about the concepts of Employee
Satisfaction. Basically, there are four approaches/ theories of Employee Satisfaction.
They are
Fulfillment theory
Discrepancy theory
Equity theory
Two-factors theory
FULFILLMENT THEORY:
The proponents of this theory measure satisfaction in terms of rewards a
person receives or the extent to which his/her needs are satisfied. Further they thought
that there is a direct / position relationship between Employee Satisfaction and the
actual satisfaction of the expected needs. The main difficulty in this approach is that
Employee Satisfaction is absorbed by willing ,is not only a function of what a person
receives as there would be considerable difference in the actual and expectation of
persons.
DISCREPANCY THEORY:
The proponents of this theory are that satisfaction is the
functions of what is
person actually receives from the job situation and what he thinks he should receive or
what he expects to receive. When the actual satisfaction derived is less than that of
expected satisfaction, it results in dissatisfaction. As discussed earlier, Employee
Satisfaction and dissatisfaction are functions of perceived relationship between what
one wants from ones Job and what one perceives, it is offering. This approach does
not make it clear whether or not over satisfaction is a part of dissatisfaction and if so,
how does it differ from dissatisfaction. This led to the development of equity theory of
Employee Satisfaction.
EQUITY THEORY:
The proponents of this theory are of the view that a persons satisfaction is
determined by his perceived equity, which in turn is determined by his input-output

balance compared with his comparison of other input-output balance. This theory of
the view that both under and over-rewards lead to dissatisfaction while the under
reward causes feelings of unfair treatment, over reward leads to feelings of guilt and
discomfort.
TWO-FACTOR THEORY:
This theory was developed by Hertzberg Mausner, Peterson and Cap well who
identified certain factors, as satisfied and dissatisfied. Factors such as achievement,
recognisation, and responsibility etc.are satisfied the presence of which cases
satisfaction but their absence does not result in dissatisfaction. On the other hand
factors such as supervisions, salary, working conditions etc, are dissatisfies the
absence of which results in dissatisfaction. Their presence, however, does not result in
Employee Satisfaction. The studies designed to test this theory failed to give any
support to this theory, as it seems that a person can get both satisfaction and
dissatisfaction at the same time, which is not valid.
FACTORS OF EMPLOYEE SATISFACTION:
Employee Satisfaction refers to a general attitude, which an employee retains
on account of many specific attitudes in the following areas.
o Employee Satisfaction
o Individual characteristics and
o Relationships outside the job.
There are different factors on which Employee Satisfaction depends. Important among
them are discussed hereunder:
PERSONAL FACTORS:
They include workers sex, education, age, maritial status and their personal
characteristics, family backgrond, socioeconomic background and the like.
FACTOR INHERENT IN THE JOB:
The factors have recently been studied and found to be important in the
selection of employees. Instead of being guided by their coworkers and supervisors,
the skilled workers would rather like to be guided by their own inclination to choose
jobs consideration of what they have to do.
FACTORS CONTROLLED BY THE MANAGEMENT:

They include the nature of supervision, job security, king of work group, wage
rate, Promotional opportunities, transfer policy, duration of work and since of
responsibilities. all these factors greatly influence the workers .Their presence in the
organization motivates the workers and provides a sense of Employee Satisfaction.
Chapter-III
Review Of Literature
INTRODUCTION
HUMAN RESOURCE MANAGEMENT
Modern organizational setting is characterized by constant changes relating to
environmental factors and human resources. As regards environmental factors, we
find changes in the operating organizational structure, the networking procedures,
customs or norms and the economic, political and social patterns in which
organizations exist. Moreover, there is constant change in human resources. New
individuals are being employed with their new ideas and expectations while the
existing workforce is constantly changing vis--vis ideas, attitudes and values.
Although the change may provide solution to some problems, it may create
several new ones. There is an urgent need to understand these problems, anticipate
them and to find solutions to them. The responsibility to find out solutions to these
problems lies with every manager who has to be prepared to deal with different
changes effectively through educational and developmental programmes. Obviously,
every manager is responsible for management of human resources of course with
the advice and help of personnel department. Management of human resources is the
essence of being a manager who has to get things done through others. Specifically,
his task relates to leading, mobilizing and directing the efforts of people without
which he can be a technician but not a manager.
DEFINITION OF HRM
Human resource management is management functions that helps manager's
recruit, select, train and develop members for an organization. It focuses on the people
in organization.
SCOPE OF HRM
The scope of HRM is indeed vast. All major activities in the working life of a
worker from the time of his or her entry into an organization until he or she leaves

come under the purview of HRM. Specifically, the activities included are- HR
planning, job analysis and design, recruitment and selection, orientation and
placement, training and development, performance appraisal and job evaluation,
employee remuneration, motivation communication, welfare, safety and health,
industrial relations and the like.
H. R .M. FUNCTIONS
SUPPORTING FUNCTIONS
HR Planning
Assessment
Selection
Placement
Training and Development
Appraisal
Compensation
Employee relation
Benefits
Union management
OBJECTIVES OF HRM:
Societal objectives: - To be ethically and socially responsible to the needs and
challenges of the society while minimizing the negative impact of such demands upon
the organization.
Organizational objectives: - To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only a mean to assist the organization with its
objectives.
Personal objectives: - To assist employees in achieving their personal goals enhance
the individuals contribution to the organization. Personal objectives of employees
must be met if workers are to be maintained, retained and motivated. Otherwise,
employee performance and satisfaction may decline and employees may leave the
organization.
Chapter-IV
RESEARCH
METHODOLOGY
RESEARCH METHODOLOGY
Data source
Primary and secondary data
Research approach
Survey method
Sampling scheme
Convenience sampling
Contact method
Direct contact
Population of employees
1000
Sample size
120
Methodology deals with the research design used, data collection methods
used, sampling methods used, analysis and interpretation done and limitations
inherent in the project.
Methodology is one of the main aspects of every research. This explains how
the research was conducted following methodology has been in this project work.
Research Design:
The research design for this research descriptive in nature. Descriptive
research studies attempt to obtain a clear, complete and accurate description of a
situation. Descriptive study is necessary when the research is interested in knowing
the characteristic of a certain group.
Data Sources:
Data for this research was collected both from primary and secondary sources.
There are two types of data sources:

1. Primary sources
2. Secondary sources.
1. Primary sources:
This consists of original information gathered for specific purpose. The
normal procedure is to interview people individually and /or on groups, to get the
required data Here the data being sought is various methods and techniques of
recruitment followed in this organization.
2. Secondary sources:
The profile of the company and text books on HRM and PERSONNEL
MANAGEMENT and various magazines.
RESEARCH APPROACHES:
The research availed the 'survey research' type of research where in the researcher
goes to the respondent with the questionnaire, clarifies and doubts rose by the
respondent and notes the responses. This is of the form of personal interviewing of the
respondent, who may fill in the questionnaire.
RESEARCH INSTRUMENTS:
The researcher has used questionnaire as the research instruments.
Types of questions used in the questionnaire:
Open-ended questions
Close-ended questions
Open-Ended questions:
Open ended questions are used to get the suggestions from the respondent in order
to give feedback to the company.
Closed-Ended questions:
In closed ended questions, there are two types of questions:
1. Multi choice questions
2. Double -ended questions.
Multi choice questions:

In this multi choice question, the respondents are given four to five choice in
which he has to select one. For this questions are we can apply statistical tolls like
chi-square and ANOVA in order to relate the results to the universe.
Double-ended questions:
In these questions the respondent will be given two choices for answer in which they
have to choose one.
Sampling procedure:
A sampling of 120 is taken, for administering questionnaire. While analyzing
qualitative data relating to the opinion of workers, scaling sampling techniques and
ranking methods have been used.
The sampling procedure determines how the respondents be chosen.
TOOLS OF ANALYSIS
Simple percentage method :
No of Respondents
Simple percentage method = ----------------------------
* 100
Total responders
Chi-Squire test:
It is used to check accuracy of the statements given by respondents with
the help of
hypothesis. All hypothesis used in research are null hypothesis.

(Oi Ei)2
Chi-squire = ------------ Ei
Observed values ( Oi ),
Expected values ( Ei )
No of rows (r)
No of columns (n)
Chi-squire calculated value chi-squire table value then accept the null hypothesis
Ho.
Chapter-5
Data analysis
&
Interpretation
TABLE-5.1
How long have you worked for the company
Variable
3months-1year
1-3 years
4-6 years
7-10 years
Above 10 years
Total
No of respondents
10
20
20
70
120
Percentage (%)
8
17
17
58
100
Graph: 5.1
work experience
work experience
No of respondents in %
80
60
40
20
0
17
17
58
Variables
INTERPRETATION:
From the above table it is observed that 58% of the respondents says above
10years work experience and 17% respondents says 4-6years and 7-10 years work
experience in the company and 8% respondents 3months-1year work experience in
the company.
TABLE-5.2
Welfare facilities
Variable
Excellent
Good
Average
Below Average
Poor
Total
No of respondents Percentage (%)

76
63
24
20
20
16
120
100
Graph :5.2
Welfare facilities
Welfare facilities
80
60
40
20
0
63
20
16
Variables
INTERPRETATION:
From the above table it is observed that 63% of the respondents rated welfare
facilities as excellent and 20% as good and 16% of respondents rated as average in the
company.
TABLE 5.3
Employee policies
Variable
Highly satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
65
25
20
10
120
Percentage (%)
54
20
16
8
100
Graph : 5.3
Employee policies
Employee policies
60
40
20
0
54
20
16
Variables
INTERPRETATION:
From the above table observed that 54% of the respondents are highly
satisfied and 20% of the respondents are satisfied with the employee policies in the
company. 16% of the respondents are neither satisfied nor dissatisfied and, 8% of the
respondents dissatisfied with employee policies in the company.
TABLE-5.4
Overall communication
Variable

Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
Total
70
28
15
7
120
58
23
13
4
100
Graph :5.4
Overall communications
Overall communication
80
60
40
20
0
58
23
13
Variables
INTERPRETATION:
From the above table it is observed that 58% of the respondents are
highly satisfied and 23% of the respondents are satisfied with the overall
communication in the company 13% of the respondents neither satisfied nor
dissatisfied and 4% of the respondents are dissatisfied with the overall communication
in the company.
TABLE-5.5
Working conditions
Variable
Highly satisfied
Satisfied
No of respondents
62
22
Percentage (%)
52
18

Dissatisfied
Highly dissatisfied
Total
20
16
120
16
13
100
Graph :5.5
Working Conditions
Working conditions
60
50
40
30
20
10
0
52
18
16
13
Variables
INTERPRETATION:
From the above table it is observed that the 52%of the respondents are highly
satisfied 18% of the respondents are satisfied with the working conditions in the
company 16% of the respondents neither satisfied nor dissatisfied and 13% of the
respondents are dissatisfied with the working conditions in the company.
TABLE-5.6
Working Hours
Variable
Highly satisfied
Satisfied
Dissatisfied
No of respondents
72
28
15
5
Percentage (%)
60
23
13
4

Highly dissatisfied
Total
120
100
Graph : 5.6
Working Hours
Working Hours
70
60
50
40
30
20
10
0
60
23
13
Variables
INTERPRETATION:
From the above table it is observed that 60% of the respondents are highly
satisfied with the working hours and 23% of the respondents are satisfied with the
working hours in the company. 13% of the respondents are neither satisfied nor
dissatisfied and 4% of the respondents are dissatisfied with the working hours in the
company.
TABLE-5.7
Satisfied with the Salaries
Variable
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
80
30
10
120
Percentage (%)
67
25
8
100

Graph : 5.7
Satisfied with the Salaries
Salaries
80
60
40
20
0
67
25
Variables
INTERPRETATION:
From the above table describes that 67% of the respondents are highly
satisfied with the salaries and 25% of the respondents are satisfied with the salaries in
the company. 8% of the respondents neither satisfied nor dissatisfied with the salaries
in the company.
TABLE-5.8
Satisfaction with training and development
Variable
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
50
45
25
120
Percentage (%)
42
38
21
100
Graph : 5.8
Satisfaction with training and development
Training and development

50
40
30
20
10
0
42
38
21
Variables
INTERPRETATION:
satisfied with the training and development and 38% of the respondents are satisfied
with the training and development programs in the company. 21% of the respondents
neither satisfied nor dissatisfied with the training and development programs in the
company.
TABLE- 5.9
Satisfaction with supervision
Variable
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
85
30
5
120
Percentage (%)
71
25
4
100
Graph :5.9
Satisfaction with supervision
Supervision
100
50
0
71
25
Variables
INTERPRETATION:
From the above table it is observed that 71%of the respondents are highly
satisfied with the supervision of superiors and 25% of the respondents are satisfied
with the supervision of superiors in the company. 4% of the respondents neither
satisfied nor dissatisfied with supervision of superiors in the company.
TABLE- 5.10
The cooperation from other departments
Variable
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
75
30
15
120
Percentage (%)
63
25
13
100
Graph : 5.10
The cooperation from other departments
Cooperation from other departments
80
60
40
20
0
63
25
13
Variables
INTERPRETATION:
satisfied with the cooperation from other departments and 25% of the respondents
satisfied with cooperation from other departments in the company. 13% of the
respondents are neither satisfied nor dissatisfied with the cooperation from other
departments in the company.
TABLE-5.11
Satisfied with treating employee problems
Variable
Excellent
Good
Average
Below Average
Poor
Total
No of respondents
60
35
15
10
120
Percentage (%)
50
29
12.5
8
100
Graph : 5.11

Satisfied with treating employee problems
Treating employee problems
50
40
30
20
10
0
42
29
12.5
Variables
INTERPRETATION:
From the above table it is observed that 42%of the respondents rated excellent
in treating employee problems. And 29% of the respondents rated well in treating
employee problems in the company. 12.5% respondents rated average and 8%
respondents rated as below average in treating employees. .
TABLE-5 .12
Satisfaction with the Benefits
Variable
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
50
40
30
120
Percentage (%)
42
33
25
100
Graph : 5.12
Satisfaction with the Benefits
Benefits
50
40
30
20
10
0
42
33
25
Variables
INTERPRETATION:
From the above table it is observed that 42%of the respondents are highly
satisfied with the benefits provided by the company and 33% of the respondents
satisfied with the benefits provided by the company. 25% respondents said neither
satisfied nor dissatisfied with the benefits provided by the company.
TABLE-5.13
Satisfied with compensation matches responsibilities

Variable
No of respondents
Percentage (%)
60
30
20
10
120
50
25
17
8
100
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
Total
Graph :5.13
Satisfied with compensation matches responsibilities
Compensation matches responsbilities
60
40
20
0
50
25
17
Variables
INTERPRETATION:
From the above table it is observed that 50% of the respondents highly
satisfied and 25% of the respondents satisfied with the employee compensation match
responsibilities in the company. 17% of the respondents neither satisfied nor
dissatisfied and 8% respondents dissatisfied with the compensation match
responsibilities in the company.
TABLE: 5.14
Recognizes the accomplishment of employees

Variable
Highly satisfied
Satisfied
Neither satisfied nor
No of respondents
50
40
dissatisfied
Dissatisfied
Highly dissatisfied
Total
Graph: 5.14
Percentage (%)
42
33
20
10
120
17
8
100
50
40
30
20
10
0
42
33
17
Variables
INTERPRETATION:
satisfied with recognizes the accomplishment of the employees and 33% of the
respondents satisfied and 17% of the respondents neither satisfied nor dissatisfied and
8% respondents said with the recognizes accomplishment of the employees in the
hetero drugs company.
Table: 5.15
Satisfied with job security
Variable
Highly satisfied
Satisfied
No of respondents
70
30
Percentage (%)
58
25

10
10
120
Dissatisfied
Highly dissatisfied
Total
8
8
100
Graph: 5.15
Satisfied with job security
Job security
80
60
40
20
0
58
25
Variables
INTERPRETATION:
From the above table it is observed that 58% of the employees, they have
highly satisfied with job security and 25%of the respondents say they have satisfied
with job security. 8% of the respondents dissatisfied and 8% respondents neither
satisfied nor dissatisfied with job security in the company.
Table: 5.16
Satisfied with opportunities
Variable
Highly satisfied
Satisfied
No of respondents
80
40
Percentage (%)
67
33

Dissatisfied
Highly dissatisfied
Total
120
100
Graph: 5.16
Satisfied with opportunities
Opportunities
80
60
40
20
0
67
33
Variables
INTERPRETATION:
satisfied with the opportunities provided by the company. And 33% of the respondents
are satisfied with the opportunities provided by the company.
Table: 5.17
Appropriate recognition for your contribution
Variable
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
Total

50
42
40
33
30
120
25
100
Graph: 5.17
Appropriate Recognition for your contribution

Recognition for contribution
50
40
30
20
10
0
42
33
25
Variables
INTERPRETATION:
From the above table it is observed that 42% of the employees highly satisfied
in recognition for their contribution and 33% of the employees satisfied in recognition
for their contribution in the company. 25% of the employees neither satisfied nor
dissatisfied in recognition for their contribution in the company.
Table: 5.18
Satisfied with safety appliances
Variable
Excellent
Good
Average
Below Average
Poor
Total
No of respondents
90
10
10
10
120
Percentage (%)
75
8
8
8
100
Graph: 5.18

Satisfied with safety appliances
Safety appliances
80
60
40
20
0
75
8
Variables
INTERPRETATION:
From the above table it is observed that The above table 75% of the
respondents rated excellent with safety appliances provided by company. 8% of the
respondents rated as good and 8% of the respondents rated as average and below
average with safety appliances provided by the company.
Table :5.19
Satisfied with career growth opportunites
Variable
No of respondents
Highly satisfied
40
Satisfied
30
20
Dissatisfied
20
Highly dissatisfied
10
Total
120
Percentage (%)
33
25
17
17
8
100
Graph: 5.19
Satisfied with career growth opportunites

Career growth opportunities
40
30
20
10
0
33
25
17
17
Variables
INTERPRETATION:
From the above table it is observed that 33% 0f the respondents highly
satisfied and 25% of the employees satisfied with career growth opportunities
provided by the company. 17% of the respondents neither satisfied nor dissatisfied
and 8% of the respondents highly dissatisfied with the career growth opportunities
provided by the company.
Table: 5. 20
Program activities to cope with stress or pressure with work
Variable
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
Total
No of respondents
50
30
20
10
10
120
Percentage (%)
42
25
17
8
8
100
Graph: 5.20
Program activities to cope with stress or pressure with work
Programs to copeup with the stress

60
40
20
0
42
25
17
Variables
INTERPRETATION:
satisfied and 25% of the respondents satisfied for conduct program activities for their
relaxation and 17% of the respondents neither satisfied nor dissatisfied and 8% of the
respondents dissatisfied for conducting the program activities in the company.
Table: 5.21
Welfare facilities
department levels * hr Cross tabulation
Count
hr
department levels
Total
excellent
good
average
Total
hrdepartment
16
20
marketing
29
40
production
10
11
30
distribution
21
76
5
24
4
20
30
120
Chi-Square Tests
Value
df
Asymp. Sig. (2-sided)
Pearson Chi-Square
Likelihood Ratio
Linear-by-Linear
20.623a
21.618
2.116
6
6
1
.002
.001
.146
Association
N of Valid Cases
120
a. 2 cells (16.7%) have expected count less than 5. The minimum expected count
is 3.33.
Interpretation
H1: Employees are satisfied with the welfare facilities provided by the company.
H0: Employees are not satisfied with the welfare facilities provided by the company.
H1>H0
H1 is accepted.
That means there is a significance relationship between the opinions of departments
regarding employees are satisfied with their welfare facilities.
Table: 5.22
Career growth opportunities
marketing
Total
Neither
satisfied
Highly
Highly
nor dis
Dis
satisfied satisfied satisfied Dis satisfied satisfied
department
levels
Hr
department
10
20
marketing
15
15
40
production
11
30
distribution
Total
7
40
10
30
3
20
6
20
4
10
30
120
Chi-Square Tests
Pearson Chi-Square
Likelihood Ratio
Linear-by-Linear
Association
N of Valid Cases
Value
df
Asymp. Sig. (2-sided)
27.042a
29.337
5.656
12
12
1
.008
.004
.017
120
a. 6 cells (30.0%) have expected count less than 5. The minimum expected count is 1.67.
Interpretation
H1: Employees are satisfied with the career growth opportunities provided by the
company.
H0: Employees are not satisfied with the career growth opportunities provided by the
company.
H1>H0
H1 is accepted.
That means there is a significance relationship between the opinions of
departments regarding employees are satisfied with their career growth opportunities.
Chapter-6
FINDINGS
&
SUGGESTION
S
FINDINGS
1)
In hetero drugs all most of all the respondents (58%) are above 10 years
working experience in the company.
2)
Most of the (63%) of the respondents benefited with the welfare facilities
provided by the hetero drugs company.
3)
The most (58%) employees are satisfied by using employee policies in the

4)
The most of the respondents (58%) of the respondent stated that they are
satisfied overall communication among the employees in the hetero drugs
company.
5)
The employees (52%) are satisfied with the working conditions provided by
the hetero drugs Company.
6)
Most of the respondents 60% of the respondents are satisfied with the working
hours in the company.
7)
67% of the respondents are highly satisfied with the salaries provided by the
company.
8)
42% of respondents stated that they are highly satisfied with the training and
development programs provided by the company.
9)
71% of respondents are highly satisfied with superior supervision in the hetero
drugs Company.
10)
Most of the (63%) employees are stated they have cooperation from other
departments in the hetero drugs Company.
11)
Few (42%) members of the respondents says excellent in treating employee

problems provided by hetero drugs company.
12) The few of the respondents (42%) are highly satisfied with the benefits provided
by the company.
13)
The employees (50%) are stated they are highly satisfied compensation
matches responsibilities in the company.
14)
The employees (42%) are highly satisfied recognition accomplishments of the

employees in the company.
15)
The employees (58%) have job security and remaining (8%) employees dont
have job security in the hetero drugs company.
16)
Most of the employees (67%) are satisfied with the opportunities provided by
the company.
17)
Half of the employees (42%) are stated that they have appropriate recognition
for their contribution in the hetero drugs company.

18)
Most of the employees (75%) are getting safety appliances provided by the
19)
Few of the employees (33%)can get career opportunities and reamaing are not
get opportunities in the hetero drugs company.
20)
Few of the of the employees (42%) are using program activities for their
relaxation.other employees not using relaxation activities.
SUGGESTIONS
Still the company has to furnish the employees with appropriate training
facilities.
The company needs to improve the employee strengths by improving their self
recognition in the company.
The company has to improve the benefits to that the employees completely
satisfies in the organization.
Relaxation programme enhance the workers to worth effectively since the

company need to give more scope on it.
Career growth opportunities can be increased to employees for their

improvement.
CONCLUSION
The study of employee satisfaction is very important for the company like
HETERO DRUGS pvt ltd, Hyderabad with deals producing the pharmaceuticals. So
the study should have important.
It can be conclude that HETERO DRUGS Company follows most of the
satisfaction measures given by the law.

The company should be more concentration on the areas of housing facilities
and career growth opportunities, cooperation and other factors.
Appindex
QUESTIONNAIRE
1. How long have you worked for the Hetero drugs company?
(a) 3 months-1 year
(b) 1-3 years
(c) 4-6 years
(d) 7-10 years
(e) Above 10 years.

2. How do you feel with the welfare facilities in the company?
(A)Excellent
(B) Good
(C) average
(D) Below Average

(e) Poor
3. How satisfied are you with the companys employ policies?
(A) Highly satisfied
(D) Dissatisfied
(B) satisfied
(C) neither satisfied nor dissatisfied
(E) highly dissatisfied
4. How satisfied are you with overall communication at your company?

(D) Dissatisfied
(B) satisfied
5. How satisfied are you with the working conditions in your company?
(D) Dissatisfied
(B) satisfied
6. How satisfied are you with the working hours in the company?
(D) Dissatisfied
(B) satisfied
7. How satisfied are you with your salary in the company?

(D) Dissatisfied
(B) satisfied
8. How satisfied are you with the training and development provided by the company?
(D) Dissatisfied
(B) satisfied
9. How satisfied are you with the supervision you receive?

(D) Dissatisfied
(B) satisfied
10. How satisfied are you with the cooperation from other departments?
(D) Dissatisfied
(B) satisfied

11. How do you rate on treating employee problems fairly?
(A)Excellent
(B) Very good
(D) Fair
(C) typical
(E) Poor
12. How satisfied are you with the benefits provided by the company?
(A)Excellent
(B) Good
(D) Below Average
(E) Poor
(C) average
13. How satisfied are your compensation matches your responsibilities in the
company?
(D) Dissatisfied
(B)satisfied
(C) neither satisfied nor dis satisfied
14. Are you satisfied, the company recognizes the accomplishment of employees?
(A) Highly satisfied (B)satisfied
(D) Dissatisfied
(C) neither satisfied nor dis satisfied
15. How satisfied are you with your job security at your company?
(D) Dissatisfied
(B) satisfied
16. How satisfied are you with the opportunities to advance in your company?
(D) Dissatisfied
(B) satisfied
17. Are you satisfied, you receive appropriate recognition for your contribution?
(D) Dissatisfied
(B) satisfied
18. According to you how are the safety appliances in the company?
(A) Excellent
(B) Good
(D) Below average
(E) Poor
(C) Average
19. Are you satisfied, The company provide carrer growth opportunities?
(D) Dissatisfied
(B) satisfied
20. Are you satisfied, the company provides any program to cope up with the
stress/pressure with the work?
(D) Dissatisfied
(B) satisfied
BIBLIOGRAPHY
NAME OF THE BOOK
AUTHOR

1
Dynamic of Industrial Relations
Momoria ,C.B
2. Personnel and Human Resource Management
P. Subba Rao
3. Personal management &Industrial reactions
P.C.Tripathi
4. Labour welfare trade union & industrial relations
Samarians
Punekare, S.D
Deadhar, S.B
WEBSITES
www.heterodrugs.com
www.google.com
www.hrabout.com

A Study On Employee Job Satisfaction

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