A STUDY ON EMPLOYEE JOB SATISFACTION WITH ...

A STUDY ON EMPLOYEE JOB SATISFACTION WITH

REFERENCE TO COCA COLA

Choppadhandi Ramyasri1, Dr. G. Aruna2

1. Master of Business Administration student in Malla Reddy Engineering College and Management

Sciences, Kistapur (V) Medchal (M) Ranga Reddy (Dist) Telangana.

2. Assistant Professor in Malla Reddy Engineering College and Management Sciences, Kistapur (V) Medchal

(M) Ranga Reddy (Dist) Telangana.

1Email: [email protected]

2Email: [email protected]

Abstract

Employee satisfaction is a measure of how happy workers are with their job and working

environment. Keeping morale high among workers can be of tremendous benefit to any company,

as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the

company. There are many factors in improving or maintaining high employee satisfaction, which

wise employers would do well to implement. To measure employee satisfaction, many companies

will have mandatory surveys or face-to-face meetings with employees to gain information, and

should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to be

honest without fear of repercussion. Interviews with company management can feel intimidating,

but if done correctly can let the worker know that their voice has been heard and their concerns

addressed by those in charge. Surveys and meetings can truly get to the center of the data

surrounding employee satisfaction, and can be great tools to identify specific problems leading to

lowered morale.

Keywords: Job Satisfaction, Job Enrichment ,WHO

Introduction:

Job satisfaction may be a set of positive or negative feelings and emotions that staff use to examine

their work. Job satisfaction is a good perspective - a sense or a relative or aversion to one thing.

The term job satisfaction includes not solely the satisfaction that results from the work, however

additionally the satisfaction of the atmosphere, the supervisor and therefore the managers, the

manner he deals with the workers and therefore the manner they handle, the character of

communication, the geographical point, workplaces, etc. If an organization desires to be property

within the marketplace, the priority to figure with happy staff shouldn't solely increase company

standing in society, however additionally increase social values. Job satisfaction refers to the

satisfaction those results from doing employment or work that's extremely valued. It’s basically

A JOURNAL OF COMPOSITION THEORY

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associated with human wants and their fulfillment through work. It’s generated by the individual

perception of however well his job satisfies his numerous wants.

Job satisfaction refers to a way of job satisfaction that is motivation for the work. it is not regarding

complacence, happiness is temperateness, however satisfaction at work. The term refers to the

relationship between the individual and therefore the leader for whom he's paid. Satisfaction, then,

is that the straightforward state of feeling related to reaching a goal; the ultimate state is that the

feeling related to reaching a goal through associate impulse. Job discontent so means that lack of

motivation at work. Researchers represented otherwise the factors that contribute to job

satisfaction and job discontent. Hop pock describes work satisfaction as "any combination of

psychological, psychological and environmental conditions that cause the person to actually say

that I’m happy with my work”. Job satisfaction is outlined because the "pleasant spirit that results

from evaluating a one-time job as attaining the values of a job". against this, job discontent is

outlined as "the uncomfortable spirit that results from the read that somebody is pissed off or

blocked from achieving his or her skilled values, or that he or she brings discontent." each

satisfaction and discontent, however, were thought-about operate of the perceived relationship

between the 2 seen what perceives it as offer4ing or rousing ". The higher than definitions appear

to point that job satisfaction is actually a good perspective that derives from the terribly nature of

the work. Gradually, it clads that satisfaction with work may be a complicated interaction of

conditions, emotions and behavioral tendencies. Job satisfaction focuses on the perspective of staff

to their work and therefore the discussion regarding the organization. Engagement is of nice

interest to the realm of organizational behavior and human resource management. The satisfaction

of staff depends on however well their work delivers the items that square measure thought-about

necessary. Job satisfaction has 3 necessary dimensions. First, job satisfaction is associate

emotional reaction to a piece state of affairs. As such, it cannot be seen, it will solely be inferred.

Second, job satisfaction represents many connected attitudes. Smith and Hulin have recommended

that their square measure 5 job dimensions that represent the foremost necessary characteristics of

employment that folks answer effectively.

Review of literature

It is one amongst the foremost necessary factors for Associate in Nursing employee's job

satisfaction. Incentives aim to produce sensible price for cash and contribute to structure structures.

They’re divided into alternative ways within which they encourage workers to require an explicit

course of action. Incentives square measure divided into three categories.



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1. Compensation incentives: They exist once Associate in worker will expect a fabric reward in

exchange for a selected course of action.

2. Ethical incentives: someone World Health Organization acts on an ethical incentive expects

shallowness, and someone engaged on an ethical incentive feels guilty.

3. Forced incentives: There square measure incentives that permit Associate in nursing worker to

expect his or her failure to cause his or her leader to exercise physical force against him.

There also are another incentive, like incentive-based work like entrepreneurship, employment impelled

by paid ethical incentives.

1st purpose program: Here the participants collect points and redeem them for bonuses. This

includes, however isn't restricted to, the behavior of workers, the demonstration of company worth,

the name of client purchases, the dimensions of latest product, the rise in total revenue, and

therefore the use of acceptable security measures. This program helps the organization to

encourage behavior over time whereas raising the performance of the organization.

2. Employees: These incentive programs are wont to cut back turnover, promote morale and

loyalty, improve worker well-being, increase worker retention and increase worker regular

performance.

3. Consumers: Customers are addressed here. These are typically employed by firms once there's

a tangle with reaching and commerce customers thanks to competition and long-run shopping for.

4. Bourgeois Channels: Improves bourgeois and reseller performance through incentive programs.

They assist firms gain market share, bring new product to plug, cut back price of sales, and increase

product adoption.

5. Sales: These programs are won’t to encourage sales folks to attain their goals over a amount of

your time. [SIP = incentive Program]. they're wont to increase sales, cut back price of sales,

increase profitableness and increase margins.

6. On-line Programs: Includes on-line elements like worker motivation and recognition, sales

performance, channel programs and client advertising. You save cash and time, and provide

organizations higher management. firm’s victimization these programs expertise economical

communication and recognition.

7. Incentive Rewards: Effective rewards encourage each short-run and long-run behavior and

supply motivation over time. They’re of the subsequent type:

• Cash: they need very little impact on worker interest needed to form a good strategy, as money

will simply be spent on purchases habitually.



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• Cashless: they're awarded for work, which reinforces their long-run impact. they need a high

trophy worth, which provides workers a lot of recognition by creating a lot of their structure goals.

• Gifts and Certificates: this sort of business reward is usually used for workers on specific

occasions.

• Merchandise: they vary from a tiny low complete key chain to prime quality physical science.

• Travel: Outlined as personal and are willing to encourage workers directly or indirectly.

• Experimental: they provide the workers expertise. It provides the organization the chance to

supply its workers and customers innovative, reward able life experiences and incentives.

• Rewards that aren't monitors: want to reward participants for wonderful behavior through

opportunities. It includes versatile operating hours, paid role contributions, training, savings or

reimbursements in health care, etc.

• Performance-based Compensation: this can be the quantity of cash that's paid to the worker

supported their performance at the geographic point. Cash is that the main incentive for a lot of

productivity. This standards-based system is employed to judge workers and set salaries for several

workers. This technique reduces the standardization of worker reviews, that reduces the worry of

affirmative and exposing employees' expectations.

1. Determine the problem:

They could lose job satisfaction, tough workers, poor operating conditions, pay, dissatisfaction or

a foul manager for variety of reasons. Once you perceive the matter, you may recognize higher the

way to handle it. If you've got a conflict with a colleague, you must attempt lecture him. If this

doesn't work, you must confer with your manager. If you get bored as a manager for a replacement

project or a lot of responsibility.

2. Clarify job expectations:

Some managers are obscure regarding their expectations of you, assignment you new tasks with

few announcements and distributing comes while not coaching. though you'll be able to not

forestall this from happening, you'll be able to raise your supervisor to clarify what goals you're

following, after they are being revised, what periods of your time you must be operating, and after

you will receive further coaching, either on the duty or through a coaching course.



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3. Assess your attitude:

Evaluate your current state of mind. are you sad and negative at work? does one expect an

excessive amount of from your manager and your employees? raise the folks you respect for

objective feedback.

If you're thinking that that your job is terrible, stop the thought in its tracks. place things within the

right perspective. everybody has smart and dangerous operating days.

4. Raise new challenges:

Set possible daily goals. If you're employed on a daily basis to achieve a goal, you'll be able to

foresee to the daily challenge. If your goals are possible, you may be glad if you succeed. after you

work on one thing that's vital to you, you'll be able to boost your sureness. Mentor of associate

worker. Develop your own project. It will inspire you and provides you a way of management.

5. Overcome boredom:

Anyone United Nations agency gets bored at work frequently becomes sad. Alleviate

dissatisfaction by dissolving the monotony of your day. hear music whereas you're employed, and

sometimes take breaks to induce up and move. As you alter your tasks, the day becomes a lot of

varied. one in every of the foremost satisfying ways that to extend job satisfaction is to be told new

skills. have confidence what would build your job a lot of fascinating and book yourself for a

coaching course.

6. Organize your time:

Just attend conferences wherever you actually ought to be and with politeness decline others.

Avoid spontaneous conferences that are very turbulent and waste plenty of your time. Build your

outgoing calls in blocks. you may most likely keep the conversations shorter. Keep your emails

short. The shorter your email, the a lot of probably it's for you to induce a solution. If your message

is longer than five sentences, obtain the phone and decision.

7. Clarify personal and skilled priorities:

Decide what's vital to you. Job satisfaction is completely different for everybody. Some folks price

a high wage and can endure plenty, as long as they get paid well. Others price what they are doing

and don't care such a lot regarding their wage as long as they need a motivating job. Build a listing

of what aspects of your job are vital to you, from the foremost vital to the smallest amount vital.

valuate if your current job matches the list.



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8. Recognize your strengths:

Often individuals concentrate on what they're not doing well. Instead, admit all of your strengths

and the way you'll add worth to your business. If you meet your deadlines, your supervisor can

most likely overlook the actual fact that you simply sometimes chuck tiny details.

9. Handle conflicts as they happen:

Most people don't like addressing conflict, however if you are doing not touch upon it quickly, it

simply gets larger and uglier. If you're undecided the way to touch upon conflicts directly and

quickly, contact your boss UN agency will advise you. If you touch upon a conflict as before long

because it happens, you may feel higher as a result of it doesn't grind to a halt with you.

10. guarantee a decent work-life balance:

Take a glance at your current life-style and see that square measures are out of balance. does one have

enough time for relationships, hobbies, sleep and exercise, additionally to your work responsibilities? If

not, consequent step is to appear at your priorities and build some changes to mirror your life-style

Objectives of the study

To investigate the work satisfaction of all workers at dope.

To supply an in depth and comprehensive study supported the facts of the organization.

To check the profile of the organization.

To Assessment of various aspects of job satisfaction.

To Assessment of communication between management and workers.

Methodology

Primary information sources: Primary data was collected through questionnaires from varied

personnel cadres that enclosed solely permanent employees. Secondary information source:

Secondary information was collected each internally and outwardly. Internal information sources;

data is collected from leaflets, records and handouts from the organization. External information

supply via management books, journals, websites etc. Questionnaire style: The form design was

structured. Questionnaires were accustomed collect information that's not on the market in written

records and might not be without delay determined. The form provides data regarding attitudes,

opinions and perceptions of the various dimensions of worker satisfaction.

Data analysis and interpretation:

Style of information collected: This analysis was supported collected primary information, that

was more analyzed to make conclusions. For this purpose, the form contains bound queries

developed within the format of the accomplishment assessment scale. These queries build it



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attainable to draw conclusions on that attributes were rated high / low on the Hiring Rating Scale;

H. What attributes are the strengths of facilities and services and what attributes ought to be

improved to extend worker satisfaction. Applied math tools used: 2 ways are wont to analyze the

info. proportion method; the proportion refers to a special reasonably relationship. This

methodology is employed to check 2 or additional information series. Percentages also are wont

to compare the relative expressions, the distribution of 2 or additional series of knowledge. With

this methodology each side of job satisfaction was analyzed singly.

Q no.1 Communication and information flow in your organization

SNO Response No. Of. Respondents Percentage

1 Not Satisfied 9 9%

2 Somehow Satisfied 21 21%

3 Satisfied 74 74%

4 Highly Satisfied 07 07%

It shows that seven-member of respondent’s area unit disgruntled and twenty first have low

satisfaction, seventy-four area unit glad and seven of respondent’s area unit extremely glad,

indicating that the bulk of respondent’s area unit glad with the communication and communication

skills info flow within the organization.

2) Inter - personal relationship

SNO Response No. Of. Respondents Percentage



3 Satisfied 62 62%


It shows that 6 June 1944 of respondent’s square measure disgruntled and twenty second square measure

fairly glad, sixty-two square measure glad and 100% of respondents square measure extremely glad,

indicating that the bulk of respondents square measure glad social relationships within the organization

square measure glad.

3) Degree of motivation as far as the job is concerned:

SNO Response No. Of .Respondents Percentage





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3 Satisfied 53 53%


It is over that V-E Day of respondents are disgruntled and twenty seventh have low satisfaction,

fifty three are glad and 11th of September of respondents are extremely glad, indicating that the

bulk of respondents are glad with their satisfaction level Motivation for her work.

4) The level of job security:

SNO Response No.Of. Respondents Percentage


2 Some how Satisfied 20 20%

3 Satisfied 46 46%


As a result, 14 July of respondents area unit discontent and 2 hundredth have low satisfaction, forty sixth

area unit happy with their work and Martinmas area unit terribly happy, indicating that the bulk of

respondents area unit happy with their satisfaction job security within the organization.

5) The organizational climate:




3 Satisfied 56 56%


It shows that fifty of respondents square measure disgruntled and twenty fifth square measure

solely slightly glad, fifty six square measure glad and 14 July of respondents square measure

extremely glad, indicating that the bulk of respondents square measure glad with the structure

climate.

6) The methods of conflict resolution in your organization:




3 Satisfied 50 50%



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It is terminated that Sep 11 of respondents aren't happy and half-hour square measure solely

slightly, five hundredth and 11 November of respondents square measure happy with the strategy

of conflict resolution within the organization, the bulk of respondents square measure with the

strategy of conflict resolution within the organization happy.

7) How satisfied are you with your current supervision?



2 Some Satisfied 18 18%

3 Satisfied 54 54%


It shows that Sep 11 of respondent’s are discontent and eighteen have low satisfaction, fifty four are glad

and nineteen of respondents are terribly glad with this direction, the bulk of respondents are glad with

their current direction.

Findings

The competitive and limitless surroundings have place corporations beneath extreme pressure to

vary and survive. Businesses got to pioneer with new and innovative designs to contend in today's

extremely competitive surroundings. At an equivalent time, organizations should inspire the

assorted stakeholders, as well as workers and customers. Taking into consideration the current

study was disbursed.

1. Seventy-four member of workers feel glad with the flow of communication and knowledge

within the organization.

2. Sixty-two member of workers area unit glad with the social relationships between them.

3. Fifty-three member of respondent’s area unit glad with their job motivation.

4. Forty sixth member of workers area unit glad with the duty security within the organization.

5. Fifty-six member of respondent’s area unit glad with the structure climate

6. Five hundredth of workers area unit glad with the tactic of conflict resolution within the

organization.

7. Forty second of workers believe that employment is barely atiny low a part of their lives.

Suggestions

1. The corporate ought to undertake additional coaching and development programs

for all classes of workers to boost their performance levels.



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2. Workers should tend the required freedom to perform their work, that will increase

their creative thinking and innovation.

3. Coaching ought to be provided despite once there's a necessity. this may permit the

organization to be proactive.

4. The transport level ought to be augmented.

5. Workers ought to be concerned in decision-making.

6. Career development programs ought to be improved.

Conclusion

Human resources management is studying, people aren't similar, there would vary satisfaction

levels, the key resources of every organization square measure human resources. it isn't enough

for the organization to rent individuals. The organization depends on the employees. it's necessary

that they need driven workers WHO square measure a lot of committed to the effective execution

of their work. a cheerful worker is certainly AN quality to the organization, that the worker

Satisfaction Survey is important to the organization. Taking into consideration the on top of

statements of respondents, I came to the conclusion that the extent of job satisfaction within the

current organization is as follows: The present job satisfaction of the worker during this

organization is equally distributed. Most respondents square measure happy with the present work

and driven for his or her work. Workers square measure happy with the communication and

knowledge flow and social relationships within the organization, that could be a smart sign of the

organization's growth.

References:

ASWATHAPPA K, Human Resources and Personnel Management, 2nd edition, TMH, Pp

17.

ASWATHAPPA K, Human Resources and Personnel Management, 2nd edition, TMH, Pp

114.

ROBINS & DECENZO, “Fundamentals of management”, 3rd edition, HPH Mumbai,

Pp362.

V.P.MICHEAL, “Humana Resource management and Human relations” 5th edition, HPH

Pp678

R.S.DAVAR, Personnel Management and Industrial Relations, 10th edition.Vikas

Publishing House Limited,Pp351.



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C.B MAMORIA and S.V GANKAR Human Resource Management 2nd edition, HPS.

Pp 347.

Websites:

www.coca cola.com

www. hr.com

www.google.com



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