WIXLIB

A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCESHREE RENUKA SUGARS LTD, MUNOLI CONCEPT OF HRDDynamic people can build dynamic organization; effective employees cancontribute to the effectiveness of organization. HRD is thus continuous process toensure the development of employee.competencies dynamism and effectiveness in a systematic and planned way;HRD goals include –a. Employees competency developmentb. Employees motivationc. Organizational developmentEmployee requires a variety of competencies to perform tasks or functionsrequired by their job. The nature of job is constantly changing due to changes in theenvironmental, changes in organization priorities, goals, strategies, changes in profitof subordinates, bosses etc. such change in the nature of job requires continuousdevelopment of employee competencies to perform the job well.The competency development is needed on continuing basis for effective jobperformance. HRD aims at constantly assessing the competency requirement ofdifferent individual to perform the job assigned to them effectively and provideopportunities for development of these competencies.HRD also aims at preparing people for performing roles, jobs, tasks andfunctions. They are required to perform in the future as they go on the organizationhierarchy or as the organization take up new task throughs Verification Expansion ModernizationMotivation development is also an aim of HRD, motivation means todesire to work or put in work and the organization. It is also the desire to makethings happen. HRD aim at developing the motivation of employees to theminimum extent possible so that they can become dynamic contribution toorganizational goals.Smt.I.S. Yadawad Government First Grade College and P G Center, Ramdurg.7

A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCESHREE RENUKA SUGARS LTD, MUNOLIOverall HRD goals include the following: Develop the individual capabilities to perform his present job better.Develop the individual capabilities to handle the future.Develop and maintain a high motivational level of the employee.Strengthens superior subordinate’s relationship.Strengthens team spirit among different teams.Promote entire team collaboration.The concept of HRD is not yet conceived by various actions though they havedefined the term from their approach as it is of recent origin and still in competencystage.Some organization rename their personal department as HRD departments,some educational institutions started awarding degree and diploma in HRD eventhough the concept is not yet crystal wear.The concept of HRD was formally introduce by “Leonard Nadler” in 1969 inconference organized by the American society for training and development. Leonarddefines HRD as those learning currencies, which are organized for a specific time anddesigned to bring about the possibility of behavioral change.Among the Indian author T.V. Rao worked intensively on HRD, he defines HRDin the organizational contents as a process by which the employees of an organizationare helped in a continuous planned way toDevelop their capabilities of individual and discover their own inner potential fortheir own or organization development purpose.Development of an organization culture in which superior subordinates’relationship, team work and collaboration among sub unit are strong andcontribute to the professional well behavior of employees.HRD from organizational point of view is a process in which theemployees of an organization are helped or motivate to acquire and develop skillslike technical, managerial and behavioral knowledge skills and abilities andmoulid the values. Billion attitudes necessary to perform present and futureSmt.I.S. Yadawad Government First Grade College and P G Center, Ramdurg.8

A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCESHREE RENUKA SUGARS LTD, MUNOLIroles by realizing highest human potential with a view to contributepositively to the organizational group’s individual and social goals.A competitive analysis of their definition shows that 3rd definitions seemsto comprehensive and elaborate as it deals with the development aspects of allcomponents of human resources.Further it deals with all type of skills, the present and future organizationalneeds and aspects contribution to only organizational but also other goals. It furthershows there are three aspects they are:1. Employees of an organization are motivated.2. Acquire development of various aspects in HRD.3. Contribute to the organizational groups, individual and social goals.Smt.I.S. Yadawad Government First Grade College and P G Center, Ramdurg.9

A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCESHREE RENUKA SUGARS LTD, MUNOLILITARATIRE REVIEW:JOB SATISFACTIONJob satisfaction refers to one job. It is an individual reaction to job experience.It is most general level of conceptualization. Job satisfaction is simply how content anindividual is with his /her job. At the more specific levels of conceptualization usedby academic researchers and human resources, professionals, job satisfaction hasvarying definitions.Effective job satisfaction is usually defined as a one-dimensional subjectiveconstruct representing an overall emotional feelings individual have about their jobas a whole. Hence effective job satisfaction for individual reflects the degree ofpleasure or happiness their job in general induces. Cognitive job satisfaction isusually defined as being a more objective and logical evaluation of various facts ofjob.The father of scientific management Taylor’s (1911) approach to jobsatisfaction was based on a most pragmatic & essentially pessimistic philosophythat man is motivated by money alone. That the workers are essentially stupidandphlegmatic and that they would be satisfied with work if they get highereconomic benefit from it. But with the passage of time Taylor’s solely monetaryapproach has been changed to a more humanistic approach. It has come a long wayfrom a simple explanation base on money to a more realistic but complex approachto job satisfaction. New dimension of knowledge is added every day and withincreasing understanding of new variables and their interplay, the field of jobsatisfaction has become difficult to comprehend.The term job satisfaction was brought to limelight by Hoppock (1935). Hereviewed 32 studies on job satisfaction conducted prior to 1933 and observed that jobsatisfaction is a combination of psychological, physiological and environmentalcircumstances that causes a person to say, ‘I am satisfied with my job’.Locke defines job satisfaction as a “pleasurable or positive emotional stateresulting from the appraisal of one’s job or job experiences”.One way to define job satisfaction may to say that it is the end state of feeling.The word ‘end’ emphasizes the fact that the feeling is experienced after a task isSmt.I.S. Yadawad Government First Grade College and P G Center, Ramdurg.10

A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCESHREE RENUKA SUGARS LTD, MUNOLIaccomplished or an activity has taken place whether is highly individualistic effort ofwriting a book or a collective endeavor of constructing building. These activities maybe minute or large. But in all cases, they satisfy a certain need. The feelings could bepositive or negative depending upon whether need is satisfied or not and could be afunction of the effort of the situational opportunities available to him.RELATIONSHIP AMONG MOTIVATION, ATTITUDE AND JOBSATISFACTIONMotivation implies the willingness to work or produce. A person may betalented and equipped with all kinds of abilities and skills but may have no will towork. Satisfaction on the other hand, implies a positive emotional state which maybe totally unrelated to productivity. Similarly in the literature the terms job attitudeand job satisfaction are used interchangeably.However closer analysis may reveal that perhaps they measure twodifferent anchor points. Attitudes are predispositions that make the individualbehave in a characteristic way across the situations.They are precursors to behavior determine its intensity and direction. Jobsatisfaction, on the other hand is an end state of feeling which may influencesubsequent behavior. In this respect, job attitude and job satisfaction may havesomething in common. But we freeze behavior, attitude would initiate it which jobsatisfaction would result from it.MORAL AND JOB SATISFACTIONAccording to Seashore (1959), morale is a condition which exists in a contextwhere people are –a) Motivated towards high productivity.b) Want to remain with organization.c) Act effectively in crises.d) Accept necessary changes without resentment or resistance.e) Actually, promote the interest of the organization andSmt.I.S. Yadawad Government First Grade College and P G Center, Ramdurg.11

A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCESHREE RENUKA SUGARS LTD, MUNOLIf) Are satisfied with their job.According to this description of morale, job satisfaction is an importantdimension of morale itself.Morale is a general attitude relates to group while job satisfaction is anindividual feeling which could be caused by a variety of factors including group. Inother words, job satisfaction refers to a general attitude towards work by an individualworks. On the other hand, morale is group phenomenon which emerges as a result ofadherence to group goals and confidence in the desirability of these goals.JOB SATISFACTION AND WORK BEHAVIORGenerally, the level of job satisfaction seems to have some relation to variousaspects of work behavior like absenteeism, adjustments, accidents, productivityrecognition. Although several studies have shown varying degrees of relationshipbetween them and job satisfaction, it is not quite clear that whether those relationships arecorrelative or casual. In other words, whether work behavior make him more positivelyinclined to his job and there would be a lesser probability of getting to anunexpected, incorrect or uncontrolled event in which either his action or reaction ofan object or person may result in personal injury.JOB SATISFACTION AND PRODUCTIVITYExperiments have shown that there is very little positive relationship betweenjob satisfaction and performance of an individual. This is because the two are causedby quite different factors. Job satisfaction is closely affected by the amount of rewardsthat the individual derives from his job, while his level of performance is closelyaffected by the basis for attainment of rewards. An individual is satisfied with his jobto the extent that his job provides him with what he desire and he performs effectivelyin his job to the extent that effective performance leads to the attainment of what hedesires. This means that instead of maximizing satisfaction generally an organizationshould be more concerned about maximizing the relationship between performanceSmt.I.S. Yadawad Government First Grade College and P G Center, Ramdurg.12

A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCESHREE RENUKA SUGARS LTD, MUNOLIand rewards. It should be ensured that the poor performance do not get more rewardsthan the good performers. Thus, when a better performer gets more rewards he willnaturally feel more satisfied.JOB SATISFACTION AND ABSENTEEISMOne can find a consistent negative relationship between satisfaction andabsenteeism, but the correlation is moderate-usually less than 0.40. while it certainlymakes sense that dissatisfied sales persons are more likely to miss work, other factorhave impact on relationship and reduce the correlation coefficient. E.g. organizationsthat provide liberal sick leaves are encouraging all their sales persons, including thosewho are highly satisfied, to take days off. So, outside factors can act to reduce thecorrelation.JOB SATISFACTION AND TURNOVERSatisfaction is also negatively related to turnover, but the correlation is strongerthan what we found for absenteeism. Yet, again, other factors such as labor marketconditions, expectations about alternative job opportunities, and length of tenure withthe organization are important constraints on the actual decisions to leave one’scurrent job.JOB SATISFACTION AND ADJUSTMENTSAdjustment problems usually show themselves in the level of job satisfaction.For long, both theorists and practioners have been concerned with sales’ people’sadjustment and have provided vocational guidance and training to them to maximizeits impact on work behavior. Most literature, in this, area, generally suggest a positiverelationship between adjustment and job satisfaction. People with lower level ofanxiety and low neuroticism have been found to be more satisfied with their jobSmt.I.S. Yadawad Government First Grade College and P G Center, Ramdurg.13

A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCESHREE RENUKA SUGARS LTD, MUNOLISources of job satisfactionSeveral job elements contribute to job satisfaction; the most importantamongst them are wage structure, nature of work, promotion chances, qualitysupervision, work group and working condition. I.The sources areNature of workPromotionSupervisionWork groupWorking conditionWageNature of work: most employees grave intellectual challenges on job. They tendto prefer being given opportunities to use their skills ability and being offered averity of task freedom and feedback on how will they are doing. Thesecharacteristics make job mentally challenging jobs that have too little challenge tocreate boredom. But too much challenge employees experience pleasure andsatisfaction.II.Promotions: promotional opportunities affect job satisfaction considerably. Theydesire for promotion is generally strong, among employees as it involve change injob content, pay responsibility, independence, status and the like. Averageemployees in typical government organization are better in the private sector. It isno surprise that the employee takes promotion as an ultimate achievement in hiscareer and when it is realized he feels satisfied.III.Supervision: there is a positive relationship between the quality of supervisionand job satisfaction. Supervisor who establish a supportive personal relationshipwith subordinates and take a personal interest in them contribute to theiremployee’s satisfaction. On realizing the role of supervision increasing satisfactiona number of supervision roles have been suggested for the purpose.Smt.I.S. Yadawad Government First Grade College and P G Center, Ramdurg.14

A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCESHREE RENUKA SUGARS LTD, MUNOLIIV.Work group: the work group does not serve as a source of satisfaction toindividual employees. It does so primarily by providing group members withopportunities for interaction with each other. It is well known that for manyemployees work fills the need for social interaction.The work group is an even stronger source of satisfaction when members havesimilar attitudes and values. Having people around with similar attitudes and valuescan also provide some conformation of a person’s self-concept “we are ok andyou are ok”.V.Working condition: working conditions that are compatible with an employee’sphysical comfort and that facilitate doing a good job contribute to job satisfaction.Temperature, humidity, ventilation, lighting and noise, hours of work , cleanlinessof the work place and adequate tools and equipment are the features which affectjob satisfaction.The assumption that working condition and satisfactions are interrelated conditionsof the two factor theory of motivation. According to this theory working conditionsare a part of maintenance factor which, when provided, help remove dissatisfactionand the opposite of dissatisfaction is no dissatisfaction.Thus while working conditions constitute a sources of job satisfaction. Generallyunless working conditions are either extremely good or bad, they are taken forgranted by most employees. Only when employees themselves change job or whenworking conditions change dramatically overtime, do working conditionsassumemore relevance. In other words all employees are not satisfied ordissatisfied by favorable work environment.VI.Wages: wages play a significant role in influencing job satisfaction. This isbecause of two reasons, first money is important in fulfilling one’s need; and twoemployees often see pay, as a reflection of managements concern for them.Employee want a pay system which is simple, fair and inline their expectations.When pay is seen as fair, based on job demands individual skill level andcommunity pay standards. Satisfaction is likely to result a greater emphasis amongthe employee’s morel.Smt.I.S. Yadawad Government First Grade College and P G Center, Ramdurg.15

A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCESHREE RENUKA SUGARS LTD, MUNOLIJOB SATISFACTION THEORIES:One way to define job satisfaction may be to say that it is the end state offeeling. The word ‘end’ emphasizes the fact that the feeling is experienced after thetask is accomplished or an activity has taken place whether it is highly individualisticeffort of writing a book or a collective endeavor of constructing building.Sinha (1974) defines job satisfaction as “a reintegration of affects produced byindividual’s perception of fulfillment of hid needs in relation to his work and thesituation surrounding it”.There are three major theories of Job Satisfaction:1) Herzberg’s motivation – hygiene theory.2) Need fulfillment theory.3) Social reference- group theory.1)HERZBERG’S MOTIVATION – HYGIENE THEORY:This theory was proposed by Herzberg and his assistants in 1969. On the basisof his study of 200 engineers and accountants of the Pittsburgh areas in the USA, heestablished that there are two separate sets of conditions which are responsible for themotivation and dissatisfaction of workers. When one set of conditions(calledmotivators) is present in the organization, workers feel motivated but itsabsence does not dissatisfy them.Similarly, when another set of conditions (called hygiene factor) is absent inthe organization, the workers feel dissatisfied but its presence does not motivate them.The two sets are unidirectional, that is their effect can be seen in one direction only.Motivator factor: advancement, work itself, possibility of growth andresponsibility.Hygiene factors are: company policy, salary, job security, personal life &working conditions.Smt.I.S. Yadawad Government First Grade College and P G Center, Ramdurg.16

A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCESHREE RENUKA SUGARS LTD, MUNOLI2)NEED FULFILLMENT THEORY:Under the need fulfillment theory, it is believed that a person is satisfied if hegets what he wants and the more he wants something or the more important it is tohim, the more satisfied he is when he gets it and the more dissatisfied he is when doesnot get it. Need may be need for personal achievement, social achievement and forinfluence.Need for personal achievement – desires for personal career development,improvement in one’s own life standards, better education & prospects forchildren and desire for improving one’s own work performance.Need for social achievement – a drive for same kind of collective success isrelation to some standard of excellence. It is indexed in terms of desire to increaseoverall productivity.Need of influence – a desire to influence other people and surrounding environment.In the work situation, it means to have power status and being important as reflectedin initiative taking and particip

A descriptive research design with survey method is applied in the study. The research has used the both primary and secondary data for the purpose of the study. Primary Data: Primary data is the data which has not been collected by anybody earlier and this data is collected for the first time by the researcher. This data is collected from