CONTENT

Sr.No. Topic
Chapter 1 Objective

Chapter 2 Company Profile

Chapter 3 Job Satisfaction

Chapter 4 Research Methodology

Chapter 5 Scope Of Study

Chapter 7 Data Analysis And Interpretation

Chapter 8 Findings

Chapter 9 Suggestion And Conclusion

Chapter 10 Limitation Of The Study

Chapter 11 Bibliography

Chapter 12 Annexure
OBJECTIVE:-

PRIMARY OBJECTIVE :-

To study and analyses the job satisfaction level of employees at IPCA

LABORATORIES Ltd. RATLAM (M.P.).

SECONDARY OBJECTIVE :-

To study various factors which influences job satisfaction of employees.

INTRODUCTION

COMPANY PROFILE:-

Ipca Laboratories was set up in 1949 by a group of businessmen and medical

professionals. In 1975, the current management took over the company. At present, the
Ipca Laboratories Ltd. is a rapidly growing pharmaceutical company in India whose
biggest thrust is on exports.
The main activities of Ipca Laboratories Company are to produce and market
pharmaceuticals and drugs. The various products of the company include formulations,
drug intermediates, and active pharmaceutical ingredients (API). Ipca Laboratories
produces more than 150 formulations that include oral liquids, tablets, dry powders, and
capsules. The various kinds of drug intermediates that the company manufactures include
Theo bromine, Acetylthiophene, and P- Bromo Toluene. Ipca Laboratories Ltd. also
produces API and it is one of the biggest producers and exporters in the world in this
sector.

HISTORY:

One of the first modern pharma factory of yesteryears was commissioned by Ipca at
Mumbai in 1969.The company was originally promoted by a group of medical
professionals and businessmen and was incorporated as 'The Indian Pharmaceutical
Combine Association Limited.' in October 1949. The present management took over in
November 1975 when the total turnover of the company was just Rs. 0.54 crores.
Currently, this premise where Ipca started its operations, houses the Registered Office of
the company. Key departments like International Marketing, R&D (Formulations) and
Analytical Development Lab are located here.

PRODUCT:-
Being one of the largest pharmaceutical corporations in India today, Ipca manufactures
over 150 formulations representing various therapeutic segments and dosage forms.
The dosage forms include tablets, capsules, oral liquids, dry powders for suspension, and
injectables (liquid & dry).Ipca also manufactures formulations for many leading
companies in the European Union under supply agreements.

CORPORATE SOCIAL RESPONSIBILITY (CSR) &

EMPLOYEE SOCIAL SERVICE (ESS)

We are committed to ensure that our business is conducted in all respects according
to ethical, professional and legal standards

HEALTH:-
We are committed to implement a programmer of activities to achieve continuous
improvement in health and safety performance of our employees and society at large

ILLUSTRATION:-
- Free Medicine distribution
- Blood donation by employees.
- Medical checkups.
- Medical camps.
- Doctor's education etc.

SAFETY:-
We are committed to put our efforts to find out unsafe places and unsafe acts for
improving safety of the people at workplace and road safety for general public.

ILLUSTRATION:-
- Organization wide safety awareness drives to improve safety.
- A series of training sessions for safe working practices.
- Road safety campaign for general public.
EMPLOYEES:-
We will deliver a competitive and fair employment environment and the opportunity
to develop and advance subject to personal performance and business opportunity.

ILLUSTRATION:-
- Employee education and skill development programs.
- Personal effectiveness programs.

CUSTOMERS:-
Our business and existence depend upon our customers. Every employee is responsible
for ensuring that any contact with our customers and the public at large reflects
professionalism, efficiency and honesty. We will constantly strive to provide high quality
service, products and good value for money.

ILLUSTRATION:-
Health awareness programs.
- Product knowledge.
- Ensuring security of our drugs from manufacturing to supply.
- Providing quality products.
- Prompt service.

ENVIRONMENT:
Our objective is to reduce impact on the environment through a committed continual
improvement projects for Environment Management systems.

ILLUSTRATION:-
-Tree plantations inside and outside manufacturing sites.
- Safe effluent treatment management.
- Rain water harvesting.
- Ecology balance awareness to the workmen, school and college students.
- Water conservation.
- Energy conservation.

SUPPLIERS:-
We regard suppliers as our partners and work with them to help us achieve our policy
aspirations in the delivery of our products and services.We will encourage our suppliers
and contractors to adopt responsible business policies and practices for mutual benefit.

ILLUSTRATION:-
- To work closely to encourage for CSR policy development and implementation.

COMMUNITY AT LARGE :-

We are being a responsible corporate citizen and will support for appropriate social and
non-political projects. For this purpose our organization will focus charities in following
areas.
- Education and Training.
- Employment.
- Social Welfare of underprivileged sections.
- Environment.
- Rural development.
- Help Organizations who serve Leprosy & Cancer Patients
VISION:

Dedicated to the health and well being of every household.

CORE VALUES:

• Ownership: This is our company . We accept personal responsibility , and

accountability to meet business needs.

• Passion for winning : We all are leaders in our areas of responsibility, we a deep
commitment to deliver results .

• People development : People are our most important asset . We add value
through result driven training, and we encourage and reward excellence.

• Consumer focus: We have superior understanding of consumers needs and

develop products to fulfill them better.

• Team work: We work together on the principle of mutual trust and transparency
in a boundary less organization .

• Innovation : Continuous innovation in products and processes is the basis of our

success.

• Integrity : We are committed to the achievements of business success with

integrity .We are honest with consumers ,with business partners and with each
other.

WORK SCHEDULE IN IPCA:

1ST Shift 7 a.m to 3 p.m

2nd Shift 3 p.m to 11 p.m

3rd Shift 11 p.m to 7 a.m

9 a.m to 5.30 p.m general shift for staff

In a factory 1 day in a year is fixed for employee welfare or employee satisfaction

activities for the employee like cricket,football, etc.
AN OVERVIEW OF JOB
SATISFACTION
JOB SATISFACTION

Introduction

Human life has become very complex and completed in now-a-days. In modern society
the needs and requirements of the people are ever increasing and ever changing. When
the people are ever increasing and ever changing when the peoples needs are not fulfilled
they become dissatisfied. Dissatisfied people are likely to contribute very little for any
purpose. Job satisfaction of industrial workers us very important for the industry to
function successfully. Apart from managerial and technical aspects, employers can be
considered as backbone of any industrial development. To utilize their contribution they
should be provided with good working conditions to boost their job satisfaction..
Job satisfaction is important technique used to motivate the employees to work harder. It
is often said that “ A HAPPY EMPLOYEE IS A PRODUCTIVE EMPLOYEE”. A
happy employee is generally that employee who is satisfied with his job.

Job satisfaction is very important because most of the people spend a major portion of
their life at working place. Moreover, job satisfaction has its impact on the general life of
the employees also, because a satisfied employee is a contented and happy human being.
A highly satisfied worker has better physical and mental well being.

Definitions:
In simple words , job satisfaction can defined as extent of positive feelings or attitudes
that individuals have towards their jobs. When a person says that he has high job
satisfaction , it means that he really likes his job, feels good about it and value his job
dignity.
ANDREW BRIN -
“Job satisfaction is the amount of pleasure or contentment associated with a job.
If you like your job intensely, you will experience high job satisfaction. If you dislike
your job intensely, you will experience job dissatisfaction.
P. ROBINN -
“Job satisfaction is a general attitude towards one’s job. The difference
between the amount of reward workers receive and the amount they believe
they should receive.”

Fieldman and Arnold

Job satisfaction will be defined as amount of overall positive affect that

individuals have towards their jobs.

Importance to Worker and Organization

Frequently, work underlies self-esteem and identity while unemployment lowers self-
worth and produces anxiety. At the same time, monotonous jobs can erode a worker's
initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job
satisfaction and occupational success are major factors in personal satisfaction, self-
respect, self-esteem, and self-development. To the worker, job satisfaction brings a
pleasurable emotional state that often leads to a positive work attitude. A satisfied worker
is more likely to be creative, flexible, innovative, and loyal.

For the organization, job satisfaction of its workers means a work force that is motivated
and committed to high quality performance. Increased productivity the quantity and
quality of output per hour worked seems to be a byproduct of improved quality of
working life. It is important to note that the literature on the relationship between job
satisfaction and productivity is neither conclusive nor consistent. However, studies dating
back to Herzberg's (1957) have shown at least low correlation between high morale and
high productivity, and it does seem logical that more satisfied workers will tend to add
more value to an organization. Unhappy employees, who are motivated by fear of job
loss, will not give 100 percent of their effort for very long. Though fear is a powerful
motivator, it is also a temporary one, and as soon as the threat is lifted performance will
decline.
Tangible ways in which job satisfaction benefits the organization include reduction in
complaints and grievances, absenteeism, turnover, and termination; as well as improved
punctuality and worker morale. Job satisfaction is also linked to a more healthy work
force and has been found to be a good indicator of longevity. And although only little
correlation has been found between job satisfaction and productivity, Brown (1996) notes
that some employers have found that satisfying or delighting employees is a prerequisite
to satisfying or delighting customers, thus protecting the "bottom line." No wonder
Andrew Carnegie is quoted as saying: "Take away my people, but leave my factories, and
soon grass will grow on the factory floors. Take away my factories, but leave my people,
and soon we will have a new and better factory"

Creating Job Satisfaction

So, how is job satisfaction created? What are the elements of a job that create job
satisfaction? Organizations can help to create job satisfaction by putting systems in place
that will ensure that workers are challenged and then rewarded for being successful.
Organizations that aspire to creating a work environment that enhances job satisfaction
need to incorporate the following:

• Flexible work arrangements, possibly including telecommuting

• Training and other professional growth opportunities
• Interesting work that offers variety and challenge and allows the worker
opportunities to "put his or her signature" on the finished product
• Opportunities to use one's talents and to be creative
• Opportunities to take responsibility and direct one's own work
• A stable, secure work environment that includes job security/continuity
• An environment in which workers are supported by an accessible supervisor who
provides timely feedback as well as congenial team members
• Flexible benefits, such as child-care and exercise facilities
• Up-to-date technology
• Competitive salary and opportunities for promotion .
 FACTORS INFLUENING JOB SATISFACTION

SOURCES OF JOB
SATISFACTION

Organizational Work Work itself Personal

factors environment factors

There are no. of factors that influence job satisfaction in an organization. A no. of
research studies have been conducted in order to establish some of the causes that result
in job satisfaction. These studies have revealed consistent correlation of certain variables
with the job satisfaction. These factors are given below:

Organizational factors:

1). Salaries and wages : Wages do play a significant role in determining of satisfaction.
Salaries and wages is instrumental in fulfilling so many needs. Money facilities the
obtaining of food,shelter, and clothing and provides the means to enjoy valued leisure
interest outside of work. More over, salary can serve as symbol of achievement and a
source of recognition. Employees often see pay as a reflection of organization. Fringe
benefits have not been found to have strong influence on job satisfaction as direct wages.

2). Promotion chances: Promotion chances considerably affect the job satisfaction
because of the following reasons:
Firstly, promotion indicates an employee’s worth to the organization which is highly
moral boosting. This is particularly true in case of high level jobs.
Secondly, employee takes promotion as the ultimate achievement in his career and when
it is realized , he feels extremely satisfied.
Thirdly, promotion involves positive changes e.g high salary, less supervision, increased
status etc which enhances job satisfaction.

3). Company policies: Organizational structure and policies also play an important
role in affection job satisfaction of employees. An autocratic and highly authoritative
structure causes resentment among the employees as compared to a structure which is
more open and democratic in nature.

Work environment factors:

1). Supervision:
Two dimensions of supervisor style:
• Employee centered or consideration supervisors who establish a
supportive personal relationship with subordinates and take a personal
interest in them.
• The other dimension of supervisory style influence participation in
Decision making, employee who participates in decision that affect their
job, display a much higher level of satisfaction with supervisor an the
overall work situation .

2). Work group:

The nature of the work group or team will have effect on job satisfaction in the following
ways:
• A friendly and cooperative group provides opportunities to the group members to
interact with each other.
• The work group will be even a stronger sources of satisfaction when members
have similar attitudes and values.
 • Smaller groups provide greater opportunity for building mutual trust and
understanding as compared to larger groups.
Thus, group size and quality of interpersonal relations within the group play a
significant role in workers satisfaction.

3).Working condition: The employees desire good working condition because they
lead to greater physical comfort. The working conditions are important to employees
because they can influence life outside of work. If people are require to work
long hours and / or overtime, they will have very little felt for their families,
friends and recreation outside work. So the working conditions inside the organization
should be favorable.

Work itself:-

Along with pay, the content of the work itself plays a very major role in
determining how satisfied employees are with their jobs. By and large, workers
want jobs that are challenging; they do want to be doing mindless jobs day after
day. The two most important aspect of the work itself that influence job
satisfaction are variety and control over work methods and work place.
In general, job with a moderate amount of variety produce the most job
satisfaction. Jobs with too little variety cause workers to feel bored and fatigue.
Jobs with too much variety and stimulation cause workers to feel
psychologically stressed and ‘burnout’.

• Job scope: It provides the amount of responsibility , work pace and feed back.
The higher the level of these factors , higher the job scope and higher level of
satisfaction
• Variety: A moderate amount of variety is very effective. Excessive variety
produces confusion and stress and too little variety causes monotony and fatigue
which are dissatisfies.
• Lack of autonomy and freedom: Lack of autonomy and freedom over work
methods and work pace can create helplessness and dissatisfaction.
Employees do not like strict supervision.

• Interesting work: A work which is very interesting and challenging and gives
status , provides satisfaction to the employees.

• Role ambiguity and Role conflict: Role ambiguity and role conflict also lead to
confusion and job dissatisfaction because employees do not know exactly what
their task is and what is expected of them.

Personal factors:

• Age and seniority: With age, people become more mature and realistic and less
idealistic so that they are willing to accept available resources and rewards and be
satisfied about the situation. With the passage of time , people move into more
challenging and responsible positions. People who do not move up at all with time
are more likely to be dissatisfied with their jobs.
• Tenure: Employees with longer tenure are expected to be highly satisfied with
their jobs. Tenure assures job security , which is highly satisfactory to employees.
They can easily plan for their future without any fear of losing their jobs.
• Personality: Some of the personality traits which are directly related to job
satisfaction are self assurance, self esteem, maturity , challenge and responsibility.
Higher the person is on Maslows needs hierarchy , the higher is the job
satisfaction. This type of satisfaction comes from within the person and is a
function of his personality.
Effect of Job Satisfaction
Job satisfaction has a variety of effects. These effects may be seen in the context of an
individual’s physical and mental health, productivity, absenteeism, and turnover.

• Physical and Mental Health:

The degree of job satisfaction affects an individual’s physical and mental health. Since
job satisfaction is a type of mental feeling, its favourableness or unfavourablesness
affects the individual psychologically which ultimately affects his physical health.
Further, since a job is an important part of life, job satisfaction influences general life
satisfaction. The result is that there is spillover effect which occurs in both directions
between job and life satisfaction.

• Productivity:
There are two views about the relationship between job satisfaction and productivity:
1. A happy worker is a productive worker,
2. A happy worker is not necessarily a productive worker.
The first view establishes a direct cause-effect relationship between job satisfaction and
productivity; when job satisfaction increases, productivity increases; when satisfaction
decreases, productivity decreases. The basic logic behind this is that a happy worker will
put more efforts for job performance. However, this may not be true in all cases.
For example, a worker having low expectations from his jobs may feel satisfied but he
may not put his efforts more vigorously because of his low expectations from the job.
Therefore, this view does not explain fully the complex relationship between job
satisfaction and productivity.

The another view: That is a satisfied worker is not necessarily a productive worker
explains the relationship between job satisfaction and productivity. Various research
studies also support this view.
This relationship may be explained in terms of the operation of two factors: effect of job
performance on satisfaction and organizational expectations from individuals for job
 performance. Job performance leads to job satisfaction and not the other way round. The
basic factor for this phenomenon is the rewards (a source of satisfaction) attached with
performance.
There are two types of rewards intrinsic and extrinsic. The intrinsic reward stems from
the job itself which may be in the form of growth potential, challenging job, etc. The
satisfaction on such a type of reward may help to increase productivity. The extrinsic
reward is subject to control by management such as salary, bonus, etc. Any increase in
these factors does not help to increase productivity though these factors increase job
satisfaction.
A happy worker does not necessarily contribute to higher productivity because he has to
operate under certain technological constraints and, therefore, he cannot go beyond
certain output. Further, this constraint affects the management’s expectations from the
individual in the form of lower output. Thus, the work situation is pegged to minimally
acceptable level of performance. However, it does not mean that the job satisfaction has
no impact o productivity. A satisfied worker may not necessarily lead to increased
productivity but a dissatisfied worker leads to lower productivity.

Perceived
Extrinsic equity of
reward rewards

Performance
Satisfaction

Intrinsic
reward

THE RELATION BETWEEN PERFORMANCE AND SATISFACTIO

• Employee turnover:
Turnover of employees is the rate at which employees leave the organization within a
given period of time. When an individual feels dissatisfaction in the organization, he tries
to overcome this through the various ways of defense mechanism. If he is not able to do
so, he opts to leave the organization. Thus, in general case, employee turnover is related
to job satisfaction. However, job satisfaction is not the only cause of employee turnover,
the other cause being better opportunity elsewhere.
For example, in the present context, the rate of turnover of computer software
professionals is very high in India. However, these professionals leave their organizations
not simply because they are not satisfied but because of the opportunities offered from
other sources particularly from foreign companies located abroad.
• Absenteeism:
Absenteeism refers to the frequency of absence of job holder from the
workplace either unexcused absence due to some avoidable reasons or long absence due
to some unavoidable reasons. It is the former type of absence which is a matter of
concern. This absence is due to lack of satisfaction from the job which produces a ‘lack
of will to work’ and alienate a worker form work as for as possible. Thus, job satisfaction
is related to absenteeism.

HIGH

TURNOVER

JOB ABSENCES

SATISFACTION

LOW

LOW HIGH

TURNOVER AND ABSENCES

RELATIONSHIP OF JOB SATISFACTION, EMPLOYEE TURNOVER AND ABSENCES

Creating Job Satisfaction:

So, how is job satisfaction created? What are the elements of a job that create job
satisfaction? Organizations can help to create job satisfaction by putting systems in place
that will ensure that workers are challenged and then rewarded for being successful.
Organizations that aspire to creating a work environment that enhances job satisfaction
need to incorporate the following:

• Flexible work arrangements, possibly including telecommuting

• Training and other professional growth opportunities

• Interesting work that offers variety and challenge and allows the worker
opportunities to "put his or her signature" on the finished product

• Opportunities to use one's talents and to be creative

• Opportunities to take responsibility and direct one's own work

• A stable, secure work environment that includes job security/continuity

• An environment in which workers are supported by an accessible supervisor who

provides timely feedback as well as congenial team members

• Flexible benefits, such as child-care and exercise facilities

• Up-to-date technology

• Competitive salary and opportunities for promotion

Probably the most important point to bear in mind when considering job satisfaction is
that there are many factors that affect job satisfaction and that what makes workers happy
with their jobs varies from one worker to another and from day to day. Apart from the
factors mentioned above, job satisfaction is also influenced by the employee's personal
characteristics, the manager's personal characteristics and management style, and the
nature of the work itself. Managers who want to maintain a high level of job satisfaction
in the work force must try to understand the needs of each member of the work force.
For example, when creating work teams, managers can enhance worker satisfaction by
placing people with similar backgrounds, experiences, or needs in the same workgroup.
Also, managers can enhance job satisfaction by carefully matching workers with the type
of work.
For example, a person who does not pay attention to detail would hardly make a good
inspector, and a shy worker is unlikely to be a good salesperson. As much as possible,
managers should match job tasks to employees' personalities.
Managers who are serious about the job satisfaction of workers can also take other
deliberate steps to create a stimulating work environment. One such step is job
enrichment. Good management has the potential for creating high morale, high
productivity, and a sense of purpose and meaning for the organization and its employees.
Empirical findings show that job characteristics such as pay, promotional opportunity,
task clarity and significance, and skills utilization, as well as organizational
characteristics such as commitment and relationship with supervisors and co-workers,
have significant effects on job satisfaction. These job characteristics can be carefully
managed to enhance job satisfaction.
Workers' Roles in Job Satisfaction

If job satisfaction is a worker benefit, surely the worker must be able to contribute to his
or her own satisfaction and well-being on the job. The following suggestions can help a
worker find personal job satisfaction

• Seek opportunities to demonstrate skills and talents. This often leads to more
challenging work and greater responsibilities, with attendant increases in pay and
other recognition.

• Develop excellent communication skills. Employers value and reward excellent

reading, listening, writing, and speaking skills.
• Know more. Acquire new job-related knowledge that helps you to perform tasks
more efficiently and effectively. This will relieve boredom and often gets one
noticed.
• Demonstrate creativity and initiative. Qualities like these are valued by most
organizations and often result in recognition as well as in increased
responsibilities and rewards.
• Develop teamwork and people skills. A large part of job success is the ability to
work well with others to get the job done.
• Accept the diversity in people. Accept people with their differences and their
imperfections and learn how to give and receive criticism constructively.
• See the value in your work. Appreciating the significance of what one does can
lead to satisfaction with the work itself. This helps to give meaning to one's
existence, thus playing a vital role in job satisfaction.
• Learn to de-stress. Plan to avoid burnout by developing healthy stress-
management techniques.
Job Satisfaction and Customer Satisfaction

Satisfied workers provide better customer service if it linked to Customer Satisfaction

factors:

• Satisfied employees increase customer satisfaction because:

• They are more friendly, upbeat, and responsive.
• They are less likely to turnover, which helps build long-term customer
relationships.
• They are experienced.
• Dissatisfied customers increase employee job dissatisfaction.

Assuring Job Satisfaction

Assuring job satisfaction, over the longterm, requires careful planning and effort
both by management and by workers. Managers are encouraged to consider such
 theories as Herzberg's(1957) and Maslow's (1943) Creating a good blend of
factors that contribute to a stimulating, challenging, supportive, and rewarding
work environment is vital. Because of the relative prominence of pay in the
reward system, it is very important that salaries be tied to job responsibilities and
that pay increases be tied to performance rather than seniority.

So, in essence, job satisfaction is a product of the events and conditions that
people experience on their jobs. Brief (1998) wrote: "If a person's work is
interesting, his pay is fair, his promotional opportunities are good, his supervisor
is supportive, and his coworkers are friendly, then a situational approach leads
one to predict he is satisfied with his job" Very simply put, if the pleasures
associated with one's job outweigh the pains, there is some level of job
satisfaction

MODEL OF JOB SATISFACTION

DIMENSIONS OF JOB SATIFACTION:-

Job satisfaction is a complex concept and difficult to measure objectively. The level of
job satisfaction is affected by a wide range of variables relating to individual, social,
cultural, organizational factors as stated below:-
DIMENSIONS

Individual Social Organizational Environmental Cultural

Factors Factor Factor Factor Factor

Individual:- Personality, education, intelligence and abilities, age, marital status,

orientation to work.

Social factors:-Relationship with co-workers, group working and norms, opportunities

for interaction, informal relations etc.

Organizational factors:- Nature and size, formal structure, personnel policies and
procedures, industrial relation, nature of work, technology and work organization,
supervision and styles of leadership, management systems, working conditions.

Environmental factors:-Economic, social, technical and governmental influences.

Cultural factors:-Attitudes, beliefs and values.

These factors affect job satisfaction of certain individuals in a given set of

circumstances but not necessarily in others. Some workers may be satisfied with certain
aspects of their work and dissatisfied with other aspects .Thus, overall degree of job
satisfaction may differ from person to person.
Benefits of job satisfaction study:-

Job satisfaction surveys can produce positive, neutral or negative results. If planned
properly and administered, they will usually produce a number of important benefits,
such as-
It gives management an indication of general levels of satisfaction in a company. Surveys
also indicate specific areas of satisfaction or dissatisfaction as compared to employee
services and particular group of employee.
It leads to valuable communication brought by a job satisfaction survey. Communication
flow in all direction as people plan the survey, take it and discuss the result. Upward
communication is especially fruitful when employee are encouraged to comment about
what is on their minds instead of merely answering questions about topics important to
management. as a survey is safety value, an emotional release. A chance to things gets
off. The survey is an intangible expression of management’s interest in employee
welfare, which gives employees a reason to feel better towards management. Job
satisfaction surveys are a useful way to determine certain training needs .Job satisfaction
surveys are useful for identifying problem that may arise, comparing the response to
several alternatives and encouraging manager to modify their original plans. Follow up
surveys allows management to evaluate the actual response to a change and study its
success or failure.
RESEARCH METHODOLOGY
Research Methodology

Research is a systematic method of finding solutions to problems. It is essentially an

investigation, a recording and an analysis of evidence for the purpose of gaining
knowledge.

According to Clifford woody, “research comprises of defining and redefining problem,

formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,
reaching conclusions, testing conclusions to determine whether they fit the formulated
hypothesis”
SAMPLE SIZE :- 50 peoples(Divided on the basis of sex, age & occupation).
SAMPLE PLACE :- IPCA LABORATORIES LTD. RATLAM(M.P).

Tools for Data Collection:

Primary Data

Primary data are collected by the help of Questionnaire which is designed by the help of
my project guide. Questionnaire is filled by the respondents.

Secondary Data

Secondary data is collected through magazines, journals, websites, and corporate

publications.

ANALYSIS OF DATA:-

Analysis of data will be done through average method.

Scope Of The Study

The scope of the study is very vital. Not only the Human Resource department can use
the facts and figures of the study but also the marketing and sales department can take
benefits from the findings of the study.

Scope for the sales department

The sales department can have fairly good idea about their employees,tat they are
satisfied or not.

Scope for the marketing department

The marketing department can use the figures indicating that they are putting their efforts
to plan their marketing strategies to achieve their targets or not.

Scope for personnel department

Some customers have the complaints or facing problems regarding the job. So the
personnel department can use the information to make efforts to avoid such complaints.
 DATA ANALYSIS

&

INTERPRETATION

1. Experience of employees at IPCA?

 S .NO. Response No. Of Respondents
a less than 5 yrs 17
b between 6-10 yrs 20
c more than 10 yrs 13
TOTAL 50

0.26
0.34 LESSTHAN 5 YRS
BETWEEN 6-10YRS
MORE THAN 10 YRS

0.4

INTERPRETATION: In my research, I found that majority of the sample size

employees are with 6-10 yrs of experience in ipca. It reveals that are satisfied with
their job in which they are working.

2. Are you satisfied with the nature of job?

S .NO. Response No. Of Respondents

a strongly satisfied 7
b satisfied 20
c can’t say 11
d dissatisfied 9
e strongly dissatisfied 3
TOTAL 50

0.06 0.14 strongly satisfied

0.18 satisfied
can’t say

0.22 0.4 dissatisfied

strongly dissatisfied
INTERPRETATION: It was found in the survey results that most of the respondents are
satisfied with the nature of the job in which they are working.

3. Monthly salary of employees?

S .NO. Response No. Of Respondents

a Less than 10000 p.a 8
b Between10000-20000p.a 14
c Between20000-30000p.a 20
d Above 30000 p.a 8
TOTAL 50

lessthan 10000p.a
0.16 0.16
b/w 10000-20000p.a
b/w 20000-30000p.a
0.28
0.4 above 30000 p.a

INTERPRETATION:
The above analysis states 16% of employees are getting salary less than 10000 ,28%of
the employees are getting salary between 10,000 to 20,000.40%are getting salaries
between 20,000 to 30,000 and only 16% are getting salaries above 30,000.

4. Are the employees of the IPCA are satisfied with the salary?

S .NO. Response No. Of Respondents

a strongly satisfied 6
b satisfied 23
c can’t say 1
d dissatisfied 13
e strongly dissatisfied 7
TOTAL 50

0.14 0.12
strongly satisfied
satisfied
0.26
can’t say
0.46
dissatisfied
0.02
strongly dissatisfied

INTERPRETATION:

In my research, I found that majority of the sample size employees are satisfied with their
salaries because their salaries are secured and they get other allowances along with their
salaries.12% are strongly satisfied,46% are satisfied,2% can’t say,26% are
dissatisfied,14% are strongly dissatisfied .

5. Are you satisfied with the performance appraisal technique?

S .NO. Response No. Of Respondents

a strongly satisfied 10
 b satisfied 24
c can’t say 5
d dissatisfied 6
e strongly dissatisfied 5
TOTAL 50

0.1 0.2 strongly satisfied

0.12
satisfied
0.1 can’t say
dissatisfied
0.48
strongly dissatisfied

INTERPRETATION: The above analysis states 20% of employees are strongly

satisfied, 48% of employees are satisfied, 10% of employees can’t say, 12% of
employees are dissatisfied, 10% of employees are strongly dissatisfied. It reveals that
most of the employees are satisfied with the performance appraisal technique.

6. Are incentives given to you time to time?

S .NO. Response No. Of Respondents

a Strongly agree 11
b Agree 29
c Can’t say 0
d Disagree 7
e Strongly disagree 3
TOTAL 50

0.06
0.14 0.22
0 strongly agree
agree
can’t say
disagree
0.58
strongly disagree

INTERPRETATION:
 The above analysis states 22% of employees are strongly agree,58% of employees
are agree,0% of employees can’t say,14% of employees are disagree,6% of employees
are strongly disagree. It reveals that incentives to the employees are given time to time.

7. Are training and developments programs conducted from time to time?

S .NO. Response No. Of Respondents

a Strongly agree 20
b Agree 21
c Can’t say 0
d Disagree 7
e Strongly disagree 2
TOTAL 50

0.04
0.14
0 0.4 strongly agree
agree
can’t say
0.42
disagree
strongly disagree

INTERPRETATION:

The above analysis states 40% of employees are strongly agree,42% of employees
are agree,0% of employees can’t say,14% of employees are disagree,4% of employees
are strongly disagree. It reveals that training and developments programs conducted from
time to time.

8. Relationship of employees with management?

S .NO. Response No. Of Respondents

a Excellent 15
b Good 26
c Average 6
 d Can’t say 3

TOTAL 50

100

80
0
0.06
60 0.12 East excellent
0.3
West
40 good
North
20 average
0 can't say
1st Qtr 2ndQtr 3rdQtr 4thQtr 0.52

INTERPRETATION: The above Table shows the following

30% have excellent relationship with management and they are very much satisfied from
job.52% of them have good relationship.12% have average relationship with
management.6% were silent about their relationship with management.

9. Relationship of the employees with their co- employees?

S .NO. Response No. Of Respondents

a Excellent 13
b Good 20
c Average 11
d Can’t say 6

TOTAL 50
 0.120 excellent
0.26
good
0.22
average

0.4 can't say

INTERPRETATION: The above Table shows the following

26% of employees have excellent relationship with their co- employees & they are very
much satisfied from job because their social needs are satisfied.40% of them have good
relationship.22% have average relationship with their co- employees.12% were silent
about their relationship with their co- employees.

10. Do you find your job boring and repetitive?

S .NO. Response No. Of Respondents

a Strongly agree 2
b Agree 4
c Can’t say 7
d Disagree 30
e Strongly disagree 7
TOTAL 50
 0.140.04
0.08
0.14 strongly agree
agree
can’t say
0.6 disagree
strongly disagree

INTERPRETATION:

The above analysis states 4% of employees are strongly agree,8% of employees

are agree,14% of employees can’t say,60% of employees are disagree,14% of employees
are strongly disagree. It reveals that most of the employees do not find their job boring
and repetitive.

11. Do you think about another job?

S .NO. Response No .Of Respondents

a Strongly agree 3
b Agree 11
c Can’t say 4
d Disagree 10
e Strongly disagree 17
TOTAL 50

0.06

0.34 0.22 strongly agree

agree
can’t say
0.08 disagree
0.2 strongly disagree
INTERPRETATION:

In my research ,I found that 6% of employees are strongly agree,22% of

employees are agree,8% of employees can’t say,20% of employees are disagree,34% of
employees are strongly disagree. It says that most of the employees are not think about
another job

12. Do you sometimes feel that you are overworked?

S .NO. Response No. Of Respondents

a Strongly agree 9
b Agree 16
c Can’t say 8
d Disagree 10
e Strongly disagree 7
TOTAL 50

0.14 0.18
strongly agree
0.2 agree
can’t say
0.32
disagree
0.16
strongly disagree
INTERPRETATION:

In my research ,I found that 18% of employees are strongly agree,32% of

employees are agree,16% of employees can’t say,20% of employees are disagree,14% of
employees are strongly disagree. It says that most of the employees are agreed with the
statement that they feel that they are overworked sometimes.

13. Are you paid with the performance linked salary?

S .NO. Response No .Of Respondents

a Strongly agree 13
b Agree 20
c Can’t say 6
d Disagree 6
e Strongly disagree 5
TOTAL 50

0.1
0.12 0.26
strongly agree
agree
0.12
can’t say
0.4 disagree
strongly disagree

INTERPRETATION:

It was found in the survey results that 26% of employees are strongly agree,40% of
employees are agree,12% of employees can’t say,12% of employees are disagree,10% of
employees are strongly disagree. It reveals that most of the employees are agreed with the
statement that they are paid with the performance linked salary and few are not.
 14. Is your working hours flexible?

S .NO. Response No. Of Respondents

a Strongly agree 24
b Agree 16
c Can’t say 2
d Disagree 4
e Strongly disagree 4
TOTAL 50

0.08
0.08
0.04 strongly agree
0.48 agree
can’t say
0.32 disagree
strongly disagree

INTERPRETATION:

It was found in the survey results that 48% of employees are strongly agree,32% of
employees are agree,4% of employees can’t say,8% of employees are disagree,8% of
employees are strongly disagree. It reveals that most of the employees are agreed with the
statement that their working hours are flexible and there are satisfied with that.
 15. How do you view your job?

S .NO. Response No. Of Respondents

a Challenging 11
b Responsible 12
c Motivating 14
d Secured 10
e Boring 3
TOTAL 50

0.06
0.22
0.2 challenging
responsible
motivating
0.24
0.28 secured
boring

INTERPRETATION:

It was found in the survey results that 22% of employees feels their job as challenging,
24% of employees feels their job as responsible, 28% of employees feels their job as
motivating, 20% of employees feels their job as secured, 6% of employees feels their job
as boring.
FINDINGS:-

From the study, the researcher has come to know that most of the respondents have job
satisfaction; the management has taken the best efforts to maintain cordial relationship
with the employees. Due to the working conditions prevailing in this company, job
satisfaction of each respondent seems to be the maximum. From the study, I have come
to know that most of the employees were satisfied with the welfare measures provided by
IPCA.

• The respondents are satisfied with the environment and nature of work
Factors.

• The respondent’s relationship with the superiors and colleagues are quite
good .

• The Respondents are not provided with proper welfare facilities.

• The communication and motivation of employees by their superiors in

This organization is reasonable.

• The Pay and promotion activities in this organization is also good.

• The Respondents are overall satisfied with their job

SUGGESTIONS AND
CONCLUSION
SUGGESTIONS:-

To increase the job satisfaction level of the employees the company should concentrate
Mainly on the incentive and reward structure rather than the motivational session.

1. Highly educated and experience people should be recruited.

2. Salary is the most important factor considered in job satisfaction. So employees
should be given good salary.
3. Employee’s performance should be appraised from time to time so that
organization can come to know about the efficiency of the organization.
4. According to their performance, they should be given incentives.
5. Work should be assigned according to the qualification of the employees.
6. Organization should try to adopt certain measures to enhance team spirit and co-
ordination among the employees.
7. Management of the bank should be friendly with the employees.
8. Training and development programmers should be conducted from time to time
so that employees do not get bored from their job.
9. Ideal employees should concentrate on their job.

CONCLUSION:

Job satisfaction is a very big concept as it includes various factors associated with job
satisfaction of employees. Satisfaction varies from employee to employee. Employees are
given equal salaries then also some employees are satisfied with it and some are not.
So at end I would like to say, that organization should try to take every possible step to
enhance job satisfaction among employees because if employees are satisfied then
customers associated with it will also be satisfied.

LIMITATIONS OF STUDY

However I shall try my best in collecting the relevant information for my research report,
yet there are always some problems faced by the researcher. The prime difficulties which
I face in collection of information are discussed below:-

• Lack of resources: Lack of time and other resources as it was not possible to
conduct survey at large level.

• Small no. of respondents: Only 50 employees have been chosen which is a

small number, to represent whole of the population.

• Unwillingness of respondents: While collection of the data many consumers

were unwilling to fill the questionnaire. Respondents were having a feeling of
wastage of time for them.
BIBLIOGRAPHY

BOOKS:-
1. Chhabra. , T. N. Human Resource Management ,Dhanpat Rai $Co(P)Ltd. India,
ninth edition.

2. Kothari C.R., Research Methodology, New Delhi; New Age International

Publication, second edition

3. P.SUBBA RAO Himalaya Publication 3rd edition 2008

4. GUPTA C.B Sultan n Sons Education Publication 13th edition 2009

WEBSITES:-
WWW.IPCALAB.COM

WWW.GOOGLE.COM
ANNEXURE:-
QUESTIONNAIRE

A study of job satisfaction level at

IPCA LABORATORIES RATLAM (M.P)

Your response to this questionnaire would be highly valuable for evaluation and the
personal information given by you will be kept confidential.

NAME:

AGE: GENDER:

Enquiry area (Please tick one response only)

1. Experience of employees at IPCA?

a)less than 5 yrs b)between 6-10 yrs c)more than 10 yrs

2. Are you satisfied with the nature of job?

a)strongly satisfied b)satisfied c)can’t say d)dissatisfied e)strongly dissatisfied.

3. Monthly salary of employees?

a)less than 10000p.a b)between 10000-20000 p.a c)20000-30000 p.a

d)above 30000 p.a

4. Are the employees of the IPCA are satisfied with the salary?

a)strongly satisfied b)satisfied c)can’t say d)dissatisfied e)strongly dissatisfied

5. Are you satisfied with the performance appraisal technique?

a)strongly satisfied b)satisfied c)can’t say d)dissatisfied e)strongly dissatisfied

6. Are incentives given to you time to time?

a)Strongly agree b) Agree c) Can’t say d)Disagree e)Strongly disagree

 7. Are training and developments programs conducted from time to time?

a)Strongly agree b) Agree c) Can’t say d)Disagree e)Strongly disagree

8. Relationship of employees with management?

a) Excellent b)Good c)Average d)Can’t say.

9. Relationship of the employees with their co- employees?

a) Excellent b)Good c)Average d)Can’t say.

10. Do you find your job boring and repetitive?

a)Strongly agree b) Agree c) Can’t say d)Disagree e)Strongly disagree

11. Do you thinking about another job?

a)Strongly agree b) Agree c) Can’t say d)Disagree e)Strongly disagree

12. Do you sometimes feels that you are overworked?

a)Strongly agree b) Agree c) Can’t say d)Disagree e)Strongly disagree

13. Are you paid with the performance linked salary?

a)Strongly agree b) Agree c) Can’t say d)Disagree e)Strongly disagree

14. Is your working hours flexible?

a)Strongly agree b) Agree c) Can’t say d)Disagree e)Strongly disagree

15. How do you view your job?

a)Challenging b)Responsible c)Motivating d)Secured e)Boring