Job Satisfaction of Employees

A STUDY ON JOB SATISFACTION OF EMPLOYEES OF BARATH
BUILDING CONSTRUCTION (I) PVT. LTD.
Project report
Submitted to
DWARAKA DOSS GOVERDHAN DOSS VAISHNAV COLLEGE
In partial fulfilment of the requirement for the award of the degree of
BACHELOR OF BUSINESS ADMINISTRATION
Report submitted by
NEAL S SHAH
REGISTER NO: 14203545
Under the guidance of
Prof. Ms. K. LAKSHMI, M.Com., M. Phil.,
DEPARTMENT OF BUSINESS ADMINISTRATION
DWARAKA DOSS GOVERDHAN DOSS VAISHNAV COLLEGE
(Autonomous)
ARUMBAKKAM, CHENNAI – 600106
APRIL – 2017

DWARAKA DOSS GOVERDHAN DOSS VAISHNAV
COLLEGE
Arumbakkam, Chennai – 600106
(AUTONOMOUS)
DEPARTMENT OF BUSINESS ADMINISTRATION
Bonafide Certificate
This is to certify that the project titled “A STUDY ON JOB
SATISFACTION OF EMPLOYEES OF BARATH BUILDING
CONSTRUCTION (I) PVT. LTD." is a bonafied work of Mr. NEAL S SHAH,
REGISTER NO: 14203545 carried out under my supervision. The work is
submitted in partial fulfilment of the requirement of the award of the degree of
BACHELOR OF BUSINESS ADMINISTRATION of DWARAKA DOSS
GOVERDHAN DOSS VAISHNAV COLLEGE during the academic year 2016
– 2017.
FACULTY GUIDE HEAD OF THE DEPARTMENT
Ms. K. LAKSHMI Mr. J.P. JAIDEEP
EXTERNAL EXAMINER

DECLARATION
I, NEAL S SHAH declare that, this project report entitled “A STUDY ON JOB
SATISFACTION OF EMPLOYEES OF BARATH BUILDING
CONSTRUCTION (I) PVT. LTD." was carried out by me under the guidance of
Prof. Ms. K. LAKSHMI, M.Com., M.Phil., department of BUSINESS
ADMINISTRATION and is entirely my original work.
I would like to declare that this project is the result of my own effort and has not
been submitted to any other university for the award of any degree or diploma
courses.
DATE: NEAL S SHAH
PLACE: Chennai REGISTER NO: 14203545

ACKNOWLEDGEMENT
I sincerely thank my college, DWARAKA DOSS GOVERDHAN DOSS
VAISHNAV COLLEGE (Autonomous) which has given me opportunity to
study B.B.A, and also complete it successfully.
I express my deep gratitude to Maj. Dr. M. VENKATRAMANAN, M.A, M.Phil.,
Ph.D., the Principal, Dwaraka Doss Goverdhan Doss Vaishnav College
(Autonomous) for giving me admission in this institution.
I would like to thank Prof. J.P. JAIDEEP, M.A., M.Phil., PGDHRD, PGDBA,
the Head of the Department of Business Administration, for his enormous
support in completing this project.
I would like to thank my guide Prof. Ms. K. LAKSHMI, M.Com., M.Phil.,
Department Of business administration, for her valuable guidance in all my
endeavour in general and for successfully completing this project in particular.
I would also like to thank
1. Prof. L. ARUMUGAM, M.A., B.ED., M.Phil., M.B.A.,
2. Prof. N. ALAMELU SATHYABAMA, M.Com., M.Phil.
3. Prof. Mr. K. RAO PRASHANTH JYOTY, P.P.T., M.A., M.Sc.(Psy), M.B.A.,
M.Phil.,
4. Prof. P.S. RAVITEJ, M.B.A, M.Phil., M.Com., PH.D.,
5. Prof. N. SARULATHA ARUN, M.B.A.,
6. Prof. D. SUBA MHRM., M.Phil., M.B.A.,
Department of Business Administration for their support, valuable suggestions
and guidance.
Finally I thank one and all who have helped me to submit this report
successfully.

VIVA VOCE
This report is in partial fulfilment of the degree of BACHELOR OF
BUSINESS ADMINISTRATION submitted for the viva voce examination held
at DWARAKA DOSS GOVERDHAN DOSS VAISHNAV COLLEGE
(Autonomous) ARUMBAKKAM, CHENNAI – 600106.

TABLE OF CONTENT
S. NO TITLE PAGE NO
CHAPTER 1
1.1 INTRODUCTION 1
1.2 AREA OF STUDY 1
1.3 OBJECTIVE OF STUDY 1
1.4 NEED OF THE STUDY 2
1.5 RESEARCH METHODOLOGY 2
1.6 LIMITATION OF THE STUDY 3
1.7 CHAPTERISATION 3
CHAPTER 2
2.1 THEORETICAL OUTLOOK 4
CHAPTER 3
3.1 COMPANY PROFILE 7
CHAPTER 4
4.1 DATA ANALYSIS & INTERPRETATION 9
CHAPTER 5
5.1 FINDINGS 34
5.2 SUGGESTION 34
5.3 CONCLUSION 35
ANNEXURE - 1
QUESTIONNAIRE
ANNEXURE - 2
BIBLIOGRAPHY

LIST OF TABLES AND CHARTS
S. NO PARTICULARS PAGE NO
4.1.1 GENDER OF THE RESPONDENTS 9
4.1.2 AGE GROUP OF THE RESPONDENTS 10
4.1.3 MARITAL STATUS OF THE RESPONDENTS 11
4.1.4 EXPERIENCE IN THIS FIELD BY THE RESPONDENTS 12
4.1.5 EXPERIENCE IN THIS ORGANISATION BY THE
RESPONDENTS
13
4.1.6 TRAINING AND DEVELOPMENT PROGRAM GIVEN TO
THE EMPLOYEES
14
4.1.7 SATISFIED BY THE RESPONDENTS FOR THE WORK
ASSIGNED
15
4.1.8 RESPONDENTS CONTENTED WITH THE SALARY PAID 16
4.1.9 RESPONDENTS PLEASED WITH THE HIKE IN THE PAY
RISE PERCENTAGE
17
4.1.10 RESPONDENTS HAPPY WITH THE INCENTIVES 18
4.1.11 RESPONDENTS SATISFIED WITH THE PAYMENT TIME 19
4.1.12 RESPONDENTS SATISFIED WITH THE WORK PLACE
AND INFRASTRUCTURE
20
4.1.13 RESPONDENTS SATISFIED WITH THE WORKING
HOURS
21
4.1.14 RESPONDENTS GIVEN FREEDOM IN THE WORK
PLACE
22
4.1.15 RESPONDENTS SATISFIED WITH THE SAFETY
MEASURES OF THE
ORGANIZATION
23
4.1.16 RESPONDENTS SATISFIED WITH THE WELFARE
SCHEME
24
4.1.17 RESPONDENTS WORK ENVIRONMENT 25
4.1.18 RESPONDENTS SATISFIED WITH THE CHANNEL OF
COMMUNICATION
26
4.1.19 RESPONDENTS SATISFIED WITH RELATIONSHIP
WITH SUPERIORS
27
4.1.20 RESPONDENTS SUGGESTION ENCOURAGED BY THE
MANAGEMENT
28
4.1.21 RESPONDENTS RAPPORT WITH CO-WORKERS 29
4.1.22 RESPONDENTS SATISFIED WITH THE OPPORTUNITIES
OF PROMOTION
30
4.1.23 CAREER GROWTH OF THE RESPONDENTS 31
4.1.24 RESPONDENTS SATISFIED WITH THE JOB SECURITY 32
4.1.25 RESPONDENTS OVERALL SATISFACTION 33

1
1.1 INTRODUCTION TO THE STUDY
Human resource management is primarily concerned with the management of people
within organizations, focusing on policies and on systems. HR departments are
responsible for overseeing employee benefits design, employee recruitment, training and
development, performance appraisal, and rewarding. HR also concerns itself with
organizational change and industrial relations, that is, the balancing of organizational
practices with requirements arising from collective bargaining and from governmental
laws.
Human Resource is a business field focused on maximizing employee productivity.
Human Resource professionals manage the human capital of an organization and focus on
implementing policies and processes. They are specialists, focusing on recruitment,
training, employee relations and benefits. Recruiting specialists are in charge of finding
and hiring top talent. Training and development professionals ensure that employees are
trained and have continuous development. This is done through training programs,
performance evaluations and reward programs. Employee relations deals with concerns of
employees when policies are broken, such as harassment or discrimination. Some of their
functions are developing compensation structures, family leave programs, discounts and
other benefits that employees can get.
In the current global work environment, most companies focus on stabilizing employee
turnover and improving the talent and knowledge held by their workforce. External
recruitment not only entails a high cost but also increases the risk of a newcomer not
being able to replace the person who worked in that position before. HR department
strives to offer benefits that will appeal to workers, thus reducing the risk of losing
corporate knowledge.
Therefore, an attempt has been made to study the job satisfaction of employees at BBCL.
1.2 AREA OF THE STUDY
The study has been done in the field of Human Resource with special reference to the
‘JOB SATISFACTION’ at Barath Building Construction (I) Pvt Limited, T. Nagar,
Chennai.
1.3 OBJECTIVE OF THE STUDY
Primary Objective: -
 To study the level of job satisfaction of employees at Barath Building
Construction (I) Pvt Limited (BBCL).
Secondary Objective: -
 To find the level of job satisfaction of employees on various parameters like
salary, incentives, increment, career growth, etc.
 To find the satisfaction level of the employees for the work assigned.
 To find their rapport with co – workers.
 To find their relationship with their superior and management.

2
1.4 NEED FOR THE STUDY
Employees play an important role in achieving the objectives of the organization. They
are the backbone of the company. Employees are the greatest asset and no matter how
efficient the technology and equipment may be, it has no match to the effectiveness of the
employees.
If the level of job satisfaction is satisfactory to the employees, they will contribute
maximum to the organization. Job satisfaction can have an effect on the output of
business concern, in respect of both quality and the quantity. Human Resource of the
organization should learn and understand the factors that determine overall satisfaction in
the work place.
As the self-interest of the employees and the opportunities of growth for the career
increases, their dedication to the work also increases. This has made task very challenging
by bringing into sharp focus, the need for job satisfaction. Thus, there was a need to study
job satisfaction at BBCL.
1.5 RESEARCH METHODOLOGY
Methodology is the systematic, theoretical analysis of the methods applied to a field of
study. Research methodology is the process were data is collected and processed to get
the required information. It involves a lot of factors like sources of data, research design,
sampling method, sample size, segment, techniques, etc.
1. Sample Design: -
Geographical Area: The study is conducted in T. Nagar, Chennai
Duration of project: The duration of the project work is about one month.
Sample Unit: Employees of BBCL
Sample Size: 50 Employees
2. Source of Data: -
Primary data and secondary data are the two sources of data collected for the study.
Primary Data
Primary data is the information collected for the first time and were collected through
pre – printed list of structured questionnaires issued to the employees of BBCL.
Secondary Method
Secondary data refers to the information that already exists and were collected from
company prospectus, official reports, books, company journals and various search
engines.

3
3. Research Instrument: -
Questionnaire is the research instrument which is used for data collection.
4. Sampling Method:
Sampling method used in this study is convenience sampling.
5. Statistical Tool Applied: -
Tool used for research is simple percentage analysis, Bar diagrams and Pie Charts.
Percentage of respondents = Number of respondents * 100
Total number of respondents
1.6 LIMITATIONS TO THE STUDY
 The limited time period restricted an elaborate & comprehensive project survey.
 Sample size was small to make broad generalization.
 Some of the employees were less informative about their preference.
 Sample size has been restricted to 50.
 Few of the employees were on holiday, absent or busy.
1.7 CHAPTERISATION
Chapter – 1
It consists of an Introduction phase, Area of the study, Objective of the study, Need for
the study, Research Methodology and Limitation of the study.
Chapter – 2
It consists of Literature Review.
Chapter – 3
It consists of Company Profile.
Chapter – 4
It consists of Data Analysis and its Interpretations.
Chapter – 5
It consists of Findings from the data, suggestions and conclusion.
Annexure consists of Questionnaire and Bibliography.

CHAPTER – 2
THEORETICAL
OUTLOOK

4
2.1 THEORETICAL OUTLOOK
Job Satisfaction: -
Job satisfaction is the feeling an employee gets when the job he does fulfils all his
expectations. While morale refers to the attitude of the of the employees of an
organization and is a group concept, job satisfaction is the feeling of an individual
employee.
Job satisfaction has been defined as a ‘pleasurable or positive
emotional state resulting from the appraisal of one’s or job experience’.
Determinants of Job Satisfaction: -
There are various personal and organizational factor that influence job satisfaction.
Determinants of job satisfaction are: -
A. Personal Factors
 Age
 Sex
 Education Qualification
 Experience
 Ability
 Perception
B. Organizational Factors
 Nature of Work Assigned
 Pay and Incentives
 Superior – subordinate relationship
 Inter – personal relationship
 Opportunities for advancement
A. Personal Factors
i. Age: -
People who are young usually have a higher level of job satisfaction provided
they rightly choose their career. As a personal gets older, he gets tired
physically and mentally out of their work. He reaches the saturation point at
this stage and the work, usually does not give him the pleasure it gave earlier
ii. Sex: -
There is a feeling among many employees that women employees are much
more committed to work than men. Such employers prefer to appoint women

5
in their concerns. A women employee who is able to show greater
commitment to work naturally should derive higher level of job satisfaction.
iii. Education Qualification: -
The job satisfaction of people with higher education qualification is generally
found to be low. This is because, such people always look for better
employment opportunities.
iv. Experience: -
The experience of an employee gives him exposure to many difficult work
situations. This enables him to learn the art of managing crisis. Such persons,
in view of their ability to tackle any critical work situation, should naturally
have greater job satisfaction than those who are inexperienced.
v. Ability: -
An employee who lacks the capability to perform his job, obviously cannot
derive job satisfaction. Performance is vital for job satisfaction. Only those
who have the ability will be able to perform. Here satisfaction accruing to a
person out of the monetary benefits he gets from his employment is
temporary.
vi. Perception: -
Job expectations differ from person to person. Some individuals may be
interested in challenging jobs while others may be interested in routine work.
Still there are few who are ready to work for monetary benefits.
B. Organizational Factors
vii. Nature of Work Assigned: -
The work assigned to an employee should be of his interest to him. What
happens to be an interesting job to one may appear to be uninteresting to
another. Employer must understand the capabilities and performance of his
employees before assigning them work.
viii. Pay and Incentives: -
These are offered to employees, although cannot determine job satisfaction in
all cases, are not important. An employee, therefore, needs to be given pay
commensurate with job and responsibilities. Social security benefits like
provident fund, insurance, etc.

6
ix. Superior – Subordinate relationship: -
An employee may be fully satisfied with his job. But if his superior tries to
find fault unnecessarily, the employee gets disturbed mentally. This affect
satisfaction.
x. Inter – Personal Relationship: -
When the relationship between the employees working as a group is not
cordial, it will affect the individual performance. This happens because of two
reasons. First Co-ordination becomes difficult when inter-personal relationship
is not good and employee gets disturbed psychologically.
xi. Opportunities for Advancement: -
In an organization, there are no opportunities for promotion, the employees
may have to retain same job title till their retirement. Such employees may not
work with enthusiasm. Lack of promotion opportunities, thus, promotes job
dissatisfaction.
CONSEQUENCES OF JOB DISSATISFACTION
 It may increase the rate of employee – turnover.
 It may lead to poor job performance.
 There may be an increase in complaints and grievances.
 Conflict in the work place may also increase.
 It may give scope for strikes and lock – outs.
 It may disturb stability.
STEPS TO IMPROVE JOB SATISFACTION
 Selection for the right man for the right job.
 Payment commensurate with employee’s credentials.
 Conductive working environment.
 Cordial superior – subordinate relationship.
 Provision of suitable promotion opportunities.
 Better inter – personal relationship.
 Creation of facilities for training.
 Provision of suitable incentives and social security benefits.
 Job rotation where desirable.
 Encouraging employee’s participation in decision making.

7
3.1 COMPANY PROFILE
Barath Building Construction (I) Pvt Ltd (BBCL, A Vummidi Enterprise was founded in
1986) by Shri Vummidi Ramiah. BBCL today is one of Chennai's trusted developers.
Since its inception, BBCL has executed over 40 projects in the city. The company is now
developing over 2 million sq.ft of residential spaces in various locations in and around
Chennai.
As a company which is built on a key belief that a home is where the heart truly is; BBCL
aspires to infuse life into living in every endeavor it undertakes. BBCL believes in
providing quality homes and elevate the standard of living. This is one of the primary
reasons for the segmented approach of stamping the product as Premium, Luxury and
Ultra Luxury which defines by the specifications of the product and not by the price or a
location. BBCL is evolving not just with segmentation of product but to also cater with a
wide choice of location with a range of product from Rs.50 lacs to Rs.600 lacs.
With the fast changing expectation and the trends of the business, BBCL has evolved to
approach with a team of professionals of expertise in the industry. BBCL has engaged
KPMG in standardizing its Model Business Process and partnering with several renowned
consultants to every project of its undertaking.
BBCL also believes in associating with several architects of repute both domestic &
international to forge innovative concepts, ensure variations in the designs, to excel in
efficient space management, that gives an extra edge to the product and offer the best to
its customers.
True to its brand philosophy “Adding Life to Living”, BBCL plays an important role to
identify, synergize and leverage the dispersed capabilities, forging the innovation of
various products and setting the standards for unparalleled quality of construction.
Commencing from 2013, BBCL has subscribed to its new policy of adhering to the
standards of green building to all its projects. This makes all properties developed by
BBCL irrespective of the size of development or location an eco-friendly building.
BBCL aspires to exceed expectations, and emerge as a prominent brand in the Real Estate
& Construction Industry. BBCL strives to provide exceptional quality homes and build
lifetime relationships with its customers and communities. To achieve this end, BBCL
takes pride in going that extra bit in everything it does to ensure that the company
constantly adds value to its customer’s lives.
Corporate Social Responsibility
Chennai, January 31, 2015: BBCL - a Vummidi Enterprise Company, unveiled ‘Down to
Earth’ - a green campaign today. The initiative was kick-started by Honorable Justice
Thiru Karuppiah, Madras High court. Honorable Justice Thiru Chockalingam and Thiru
C.Vijayakumar, Zonal Asst. Commissioner of Police (Sozhinganallur District) graced the

8
occasion as Guests of Honor. BBCL - one of Chennai's trusted developers, started the
sapling planting initiative at one of its premium residential projects ‘BBCL ASHRAYA’
– located at OMR, Thoraipakkam, Chennai.
Mr. Vummidi Ananth, Managing Director, BBCL says, “Since 2013, BBCL has pledged
to make all its projects green. The ‘DOWN TO EARTH’ campaign is a step towards
reaffirming our commitment to keep the environment green. We chose to inaugurate our
campaign at BBCL Ashraya since it is a premium and an eco-friendly building offering
all sorts of luxuries. We wanted to showcase how luxuries and eco-friendliness can co-
exist without harming the environment.
As part of the initiative, BBCL Ashraya’s residents took part in planting the saplings.
They named their sapling and took an oath of maintaining it on a regular basis. In line
with BBCL’s brand philosophy - "Adding Life To Living", the company plans to initiate
such activities across all its projects.
Mr. Vummidi Ananth further adds, This is ot a o e-time activity for us but a life-long
commitment. Soon we will be initiating this campaign across our other projects as well. We
ould like to e pa d this essage of Go Gree e o d our patro s through our asso iatio
with right part ers.
This i itiati e ill e take o er to 6 of BBCL s proje ts i the it targeti g its reside ts. Through
this a paig , the o pa i te ds to spread the essage of Go gree to its patro s.

CHAPTER – 4
DATA ANALYSIS
AND
INTERPRETATION

9
4.1 DATA ANALYSIS AND INTERPRETATION
TABLE NO. 4.1.1
GENDER OF THE RESPONDENTS: -
GENDER NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
MALE 36 72
FEMALE 14 28
TOTAL 50 100
Source: Primary Data
CHART NO. 4.1.1
INFERENCE: -
From the above table, it shows that 72% of the respondents are male and 28% of the
respondents are female.
Male; 72%
Female; 28%

10
TABLE NO. 4.1.2
AGE GROUP OF THE RESPONDENTS: -
AGE (YEARS) NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Below 20 0 0
20 – 30 12 24
31 – 40 17 34
41 – 50 15 30
51 – 65 6 12
TOTAL 50 100
CHART NO. 4.1.2
INFERENCE: -
From the above table, it is inferred that 34% of the respondents are between the age group of
31 – 40, 30% of the respondents are between 41 – 50, 24% of the respondents are between 20
– 30 and 12% of the respondents are between 51 – 65.
0%
24%
34%
30%
12%
0%
5%
10%
15%
20%
25%
30%
35%
40%
Below 20 20 – 30 31 – 40 41 – 50 51 – 65
Below 20 20 – 30 31 – 40 41 – 50 51 – 65

11
TABLE NO. 4.1.3
MARITAL STATUS OF THE RESPONDENTS: -
MARITAL STATUS NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
SINGLE 11 22
MARRIED 39 78
TOTAL 50 100
CHART NO. 4.1.3
INFERENCE: -
From the above table, it shows that 78% of the respondents are married and 22% of the
respondents are single.
22%
78%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
SINGLE MARRIED
SINGLE MARRIED

12
TABLE NO. 4.1.4
EXPERIENCE IN THIS FIELD BY THE RESPONDENTS: -
EXPERIENCE
(YEARS)
NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Freshers 8 16
1 – 5 20 40
6 – 10 14 28
11 – 15 5 10
More than 15 3 6
TOTAL 50 100
CHART NO. 4.1.4
INFERENCE: -
From the above table, it is inferred that 40% of the respondents have an experience between 1
– 5years, 28% of the respondents have an experience between 6 – 10years, 16% of the
respondents are freshers, 10% of the respondents have an experience between 11 – 15years
and 6% of the respondents have an experience for more than 15years.
16%
40%
28%
10%
6%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Freshers 1 – 5 6 – 10 11 – 15 More than 15
Freshers 1 – 5 6 – 10 11 – 15 More than 15

13
TABLE NO. 4.1.5
EXPERIENCE IN THIS ORGANISATION BY THE RESPONDENTS: -
EXPERIENCE
(YEARS)
NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Freshers 8 16
1 – 5 24 48
6 – 10 10 20
11 – 20 6 12
More than 20 2 4
TOTAL 50 100
CHART NO. 4.1.5
INFERENCE: -
From the above table, it is inferred that 48% of the respondents have an experience between 1
– 5years, 20% of the respondents have an experience between 6 – 10years, 16% of the
respondents are freshers, 12% of the respondents have an experience between 11 – 20years
and 4% of the respondents have an experience for more than 20years.
Freshers; 16%
1 – 5; 48%
6 – 10; 20%
11 – 20; 12%
More than 20; 4%

14
TABLE NO. 4.1.6
TRAINING AND DEVELOPMENT PROGRAM GIVEN TO THE
EMPLOYEES: -
TRAINING AND
DEVELOPMENT
PROGRAM
NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
YES 50 100
NO 0 0
TOTAL 50 100
CHART NO. 4.1.6
INFERENCE: -
From the above table, it shows that 100% of the employees are given training and
development program by the organization.
100%
0%
0%
20%
40%
60%
80%
100%
120%
YES NO
YES NO

15
TABLE NO. 4.1.7
SATISFIED BY THE RESPONDENTS FOR THE WORK ASSIGNED: -
SATISFIED NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Yes 29 58
No 8 16
Can’t say 13 26
TOTAL 50 100
CHART NO. 4.1.7
INFERENCE: -
From the above table, it is inferred that 58% of the respondents are satisfied with the work
assigned to them, 26% of the respondents are not sure about their satisfaction and 16% of the
respondents are dissatisfied with work assigned to them.
58%
16%
26%
0%
10%
20%
30%
40%
50%
60%
70%
Yes No Can't say
Yes No Can't say

16
TABLE NO. 4.1.8
RESPONDENTS CONTENTED WITH THE SALARY PAID: -
CONTENTED NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Yes 38 76
No 12 24
TOTAL 50 100
CHART NO. 4.1.8
INFERENCE: -
From the above table, it is inferred that 76% of the respondents are contented with the salary
paid and 24% of the respondents are not contented with the salary paid to them.
76%
24%
Yes
No
0% 10% 20% 30% 40% 50% 60% 70% 80%
Yes No

17
TABLE NO. 4.1.9
RESPONDENTS PLEASED WITH THE HIKE IN THE PAY RISE
PERCENTAGE: -
PLEASED NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Yes 34 68
No 16 32
TOTAL 50 100
CHART NO. 4.1.9
INFERENCE: -
From the above table, it is shown that 68% of the respondents are pleased and 32% of the
respondents are not pleased with the hike in the pay rise percentage.
68%
32%
Yes No
0%
10%
20%
30%
40%
50%
60%
70%
80%
Yes No

18
TABLE NO. 4.1.10
RESPONDENTS HAPPY WITH THE INCENTIVES: -
HAPPY NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Yes 27 54
No 23 46
TOTAL 50 100
CHART NO. 4.1.10
INFERENCE: -
From the above table, it is shown that 54% of the respondents are happy with the incentives
provided and 46% of the respondents are not happy with the incentives provided by the
company.
54%
46%
Yes No
42%
44%
46%
48%
50%
52%
54%
56%
Yes No

19
TABLE NO. 4.1.11
RESPONDENTS SATISFIED WITH THE PAYMENT TIME: -
OPTIONS NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Highly Satisfied 23 46
Satisfied 20 40
Neutral 0 0
Dissatisfied 7 14
Highly Dissatisfied 0 0
TOTAL 50 100
CHART NO. 4.1.11
INFERENCE: -
From the above table, it is shown that 46% of the respondents are highly satisfied with the
payment time, 40% of the respondents are satisfied with the payment time and 14% of the
respondents are not satisfied with the payment time.
HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY
DISSATISFIED
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
46%
40%
0%
14%
0%
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

20
TABLE NO. 4.1.12
RESPONDENTS SATISFIED WITH THE WORK PLACE AND
INFRASTRUCTURE: -
OPTIONS NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Satisfied 21 42
Neutral 12 24
Dissatisfied 0 0
TOTAL 50 100
CHART NO. 4.1.12
INFERENCE: -
From the above table, it shows that 42% of the respondents are satisfied with the work place
and infrastructure, 34% of the respondents are highly satisfied and 24% of the respondents
are neutral.
34%
42%
24%
0% 0%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%

21
TABLE NO. 4.1.13
RESPONDENTS SATISFIED WITH THE WORKING HOURS: -
OPTIONS NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Satisfied 18 36
Neutral 10 20
Dissatisfied 20 40
TOTAL 50 100
CHART NO. 4.1.13
INFERENCE: -
From the above table, it shows that 40% of the respondents are dissatisfied with the working
hours of the organization, 36% of the respondents are satisfied with the working hours, 20%
of the respondents are neutral and 4% of the respondents are highly satisfied with the
working hours of the organization.
4%
36%
20%
40%
0%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%

22
TABLE NO. 4.1.14
RESPONDENTS GIVEN FREEDOM IN THE WORK PLACE: -
OPTIONS NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Agree 30 60
Disagree 8 16
Neutral 12 24
TOTAL 50 100
CHART NO. 4.1.14
RESPONDENTS GIVEN FREEDOM IN THE WORK PLACE: -
INFERENCE: -
From the above table, it is inferred that 60% of the respondents agree with the freedom given
in the work place, 24% of the respondents are neutral and 16% of the respondents disagree
with the freedom given in the work place.
60%
16%
24%
Agree Disagree Neutral

23
TABLE NO. 4.1.15
RESPONDENTS SATISFIED WITH THE SAFETY MEASURES OF
THE ORGANIZATION: -
SATISFIED NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Yes 43 86
No 7 14
TOTAL 50 100
CHART NO. 4.1.15
INFERENCE: -
From the above table, it is shown that 86% of the respondents are satisfied with the safety
measures of the organization and 14% of the respondents are not satisfied with the safety
measures.
86%
14%
Yes No
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Yes No

24
TABLE NO. 4.1.16
RESPONDENTS SATISFIED WITH THE WELFARE SCHEME: -
OPTIONS NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Satisfied 25 50
Neutral 3 6
Dissatisfied 5 10
TOTAL 50 100
CHART NO. 4.1.16
INFERENCE: -
From the above table, it is inferred that 50% of the respondents are satisfied with the welfare
scheme, 34% of the respondents are highly satisfied with welfare scheme, 10% of the
respondents are dissatisfied with welfare scheme and 6% of the respondents are neutral.
34%
50%
6%
10%
0%
0%
10%
20%
30%
40%
50%
60%

25
TABLE NO. 4.1.17
RESPONDENTS WORK ENVIRONMENT: -
OPINION NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Stressful 10 20
Friendly 20 40
Challenging 16 32
Unconventional 4 8
TOTAL 50 100
CHART NO. 4.1.17
INFERENCE: -
From the above table, it is inferred that 40% of the respondents find the work environment to
be friendly, 32% of the respondents find the work environment to be challenging, 20% of the
respondents find the work environment to be stressful and 8% of the respondents find the
work environment to be unconventional.
20%
40%
32%
8%
Stressful Friendly Challenging Unconventional

26
TABLE NO. 4.1.18
RESPONDENTS SATISFIED WITH THE CHANNEL OF
COMMUNICATION: -
OPTIONS NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Satisfied 19 38
Neutral 9 18
Dissatisfied 3 6
TOTAL 50 100
CHART NO. 4.1.18
INFERENCE: -
From the above table, it is inferred that 38% of the respondents are satisfied, 34% of the
respondents are highly satisfied, 18% of the respondents are neutral, 6% of the respondents
are dissatisfied and 4% of the respondents are highly dissatisfied with the level of channel of
communication of the organization.
34%
38%
18%
6%
4%
0%
5%
10%
15%
20%
25%
30%
35%
40%

27
TABLE NO. 4.1.19
RESPONDENTS SATISFIED WITH RELATIONSHIP WITH
SUPERIORS: -
OPTIONS NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Satisfied 20 40
Neutral 8 16
Dissatisfied 5 10
TOTAL 50 100
CHART NO. 4.1.19
INFERENCE: -
From the above table, it is inferred that 40% of the respondents are satisfied with the
relationship with their superiors, 28% of the respondents are highly satisfied with their
superiors, 16% of the respondents are neutral, 10% of the respondents are dissatisfied with
their superiors and 6% of the respondents are highly dissatisfied with the relationship with
their superiors.
28%
40%
16%
10%
6%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%

28
TABLE NO. 4.1.20
RESPONDENTS SUGGESTION ENCOURAGED BY THE
MANAGEMENT: -
OPINION NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Always 8 16
Sometimes 30 60
Rarely 12 24
Not at all 0 0
TOTAL 50 100
CHART NO. 4.1.20
INFERENCE: -
From the above table, it shows that 60% of the respondents opinion are valued sometimes,
24% of the respondents opinion taken rarely and 16% of the respondents opinion is always
taken into consideration by the management.
16%
60%
24%
0%
0%
10%
20%
30%
40%
50%
60%
70%
Always Sometimes Rarely Not at all
Always Sometimes Rarely Not at all

29
TABLE NO. 4.1.21
RESPONDENTS RAPPORT WITH CO-WORKERS: -
RAPPORT NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Very Good 13 26
Good 22 44
Fair 8 16
Bad 7 14
TOTAL 50 100
CHART NO. 4.1.21
INFERENCE: -
From the above table, it shows 44% of the respondents have a good rapport with co-worker,
26% of the respondents have very good, 16% of the respondents have fair rapport and 14% of
the respondents have bad rapport with their co – workers.
26%
44%
16%
14%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Very Good Good Fair Bad
Very Good Good Fair Bad

30
TABLE NO. 4.1.22
RESPONDENTS SATISFIED WITH THE OPPORTUNITIES OF
PROMOTION: -
OPTIONS NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Satisfied 19 38
Neutral 8 16
Dissatisfied 5 10
TOTAL 50 100
CHART NO. 4.1.22
INFERENCE: -
From the above table, it is inferred that 38% of the respondents are satisfied with the
opportunity of promotion, 30% of the respondents are highly satisfied with promotion
opportunities, 16% of the respondents are neutral and 10% of the respondents are dissatisfied
and 6% of the respondents are highly dissatisfied with the opportunities of promotion.
30%
38%
16%
10%
6%
0%
5%
10%
15%
20%
25%
30%
35%
40%

31
TABLE NO. 4.1.23
CAREER GROWTH OF THE RESPONDENTS: -
GROWTH NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Excellent 5 10
Very Good 25 50
Good 17 34
Average 3 6
TOTAL 50 100
CHART NO. 4.1.23
INFERENCE: -
From the above table, it shows that 50% of the respondents have a very good career growth,
34% of the respondents feels good career growth, 10% of the respondents finds excellent
career growth and 6% of the respondents finds average career growth in the organization.
10%
50%
34%
6%
0%
10%
20%
30%
40%
50%
60%
Excellent Very Good Good Average
Excellent Very Good Good Average

32
TABLE NO. 4.1.24
RESPONDENTS SATISFIED WITH THE JOB SECURITY: -
SECURITY NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
Yes 37 74
No 13 26
TOTAL 50 100
CHART NO. 4.1.24
INFERENCE: -
From the above table, it is shown that 74% of the respondents find their job to be secured and
26% of the respondent do not find their job to be secured.
74%
26%
Yes No
0%
10%
20%
30%
40%
50%
60%
70%
80%
Yes No

33
TABLE NO. 4.1.25
RESPONDENTS OVERALL SATISFACTION: -
SATISFACTION NO. OF
RESPONDENTS
PERCENTAGE OF
RESPONDENTS (%)
YES 42 84
NO 8 16
TOTAL 50 100
CHART NO. 4.1.25
INFERENCE: -
From the above table, it shows that 84% of the respondents are overall satisfied and 16% of
the respondents are not overall satisfied with the organization.
84%
16%
Yes No

CHAPTER – 5
FINDINGS,
SUGGESTIONS
AND
CONCLUSION

34
5.1 FINDINGS
 72% of the respondents are male.
 34% of the respondents are between the age group of 31 – 40.
 78% of the respondents are married.
 40% of the respondents have an experience between 1 – 5years in this field.
 48% of the respondents have an experience in this organization between 1 –
5years.
 100% of the employees are given training and development program by the
organization.
 58% of the respondents are satisfied with the work assigned to them.
 76% of the respondents are contented with the salary paid.
 68% of the respondents are pleased with the hike in the pay rise percentage.
 54% of the respondents are happy with the incentives provided.
 46% of the respondents are highly satisfied with the payment time.
 42% of the respondents are satisfied with the work place and infrastructure.
 40% of the respondents are dissatisfied with the working hours of the
organization.
 60% of the respondents agree with the freedom given in the work place.
 86% of the respondents are satisfied with the safety measures of the organization.
 50% of the respondents are satisfied with the welfare scheme.
 40% of the respondents find the work environment to be friendly.
 38% of the respondents are satisfied with the level of communication of the
organization.
 40% of the respondents are satisfied with the relationship with their superiors.
 60% of the respondents opinion are valued sometimes by the management.
 44% of the respondents have a good rapport with co-workers.
 38% of the respondents are satisfied with the opportunity of promotion.
 50% of the respondents have a very good career growth in the organization.
 74% of the respondents finds their job to be secured.
 84% of the respondents are overall satisfied with the organization.
5.2 SUGGESTIONS
Job satisfaction plays an important role in the organization. So, this study was conducted
to find out till what extent are employees satisfied with the company. Based on the
analysis and findings, I was able to provide the following suggestions.
 Company must recruit more experienced employees.
 Work must be assigned to employees according to their interest.
 Pay and incentives scale must be improved for better performance.
 Working hours must be set in accordance with satisfaction of the employees.
 Employees must be trained to face the various environment.
 Organisation needs to improve on its channel of communication for better
performance and satisfaction of its employees.
 Suggestions from the employees should be more encouraged to develop their
skills.

35
 Non – monetary benefits must be increased as it plays an important factor in job
promotion.
 By providing better career growth opportunities in the organisation it will enable
employees to work with full enthusiasm.
 By providing and maintaining better job security to the employees in the
organisation it will motivate them to perform better.
5.3 CONCLUSION
In this study, it is observed that employees of the BBCL are overall satisfied with the job
and the organisation. All the employees are given training and development program.
Employee satisfaction plays a very important role in every organisation. It is success key
for every company. Employees of the organisation are happy with their salary and
incentives provided. It is clear that this factor plays an important role in motivating the
employees. Freedom to employees is also given by the organisation. Training and
development program still needs to be improved so that employees can be in the position
to face the various challenges. When there is a good career growth with job security for
the employees they get motivated and this results in better performance of the
organisation. When employees are happy their performance level increases which results
in optimum utilisation of the resources and increases the profit of the organisation.

PROJECT QUESTIONNAIRE
A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH
REFERENCE TO
BARATH BUILDING CONSTRUCTION (I) PVT LTD
1. Name:
2. Gender:
a) Male
b) Female
3. Age:
a) Below 20
b) 20 – 30
c) 31 – 40
d) 41 – 50
e) 51 – 65
4. Educational Qualification:
a) S.S.L.C
b) H.S.L.C
c) Graduate
d) Post Graduate
e) Diploma
5. Marital Status:
a) Single
b) Married
6. Years of experience in this field:
a) Freshers
b) 1 – 5
c) 6 – 10
d) 11 – 15
e) More than 15
7. Years of experience in this organisation:
a) Freshers
b) 1 – 5
c) 6 – 10
d) 11 – 20
e) More than 20

8. Is training and development program provided by the organization?
a) Yes
b) No
9. Are you satisfied with the work assigned?
a) Yes
b) No
c) Can’t say
10. Are you contented with the salary paid to you?
a) Yes
b) No
11. Are you pleased with the hike in the pay rise percentage?
a) Yes
b) No
12. Are you happy with the incentives provided by the company?
a) Yes
b) No
13. How satisfied are you with the payment time?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
14. How satisfied are you with the work place and infrastructure?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
15. How satisfied are you with the working hours?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
16. Is freedom given to you in the work place?
a) Agree
b) Disagree
c) Neutral

17. Are you satisfied with the safety measures taken by the organization for employees?
a) Yes
b) No
18. How satisfied are you with the welfare scheme?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
19. How is the working environment?
a) Stressful
b) Friendly
c) Challenging
d) Unconventional
20. How satisfied are you with the organization’s communication structure?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
21. How satisfied are you with the relationship with your superiors?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
22. Is your suggestion encouraged by the management?
a) Always
b) Sometimes
c) Rarely
d) Not at all
23. How would you rate your rapport with your co-worker?
a) Very Good
b) Good
c) Fair
d) Bad

24. How satisfied are you with the opportunities of promotion?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
25. How would you rate your long term career growth?
a) Excellent
b) Very Good
c) Good
d) Average
26. Do you feel your job is secured?
a) Yes
b) No
27. Are you overall satisfied with the organization?
a) Yes
b) No

BIBILIOGRAPHY
BOOKS: -
Human Resource Management by Dr. J. Jayasankar, Margham Publications
Research Methodology by Dr. P. Ravilochanan, Margham Publications
WEBSITES: -
https://en.wikipedia.org/wiki/Job_satisfaction
http://www.bbcl.in/
www.google.com

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