RIFT VALLEY UNIVERSITY, ADAMA COMPUS

ASSESSMENT OF MOTIVATION ON EMPLOYEE PERFORMANCE (IN CASE OF

ASEKO WOREDA FAINANCE AND ECONOMIC DEVELOPMENT OFFICE.

PARCIAL FULFILLMENT THE REQUIREMENT OF BACHLER DEGREE IN

MANAGEMENT

A RESEARCHPROPOSALSUBMITTED TO THE DEPARTMENT OF MANAGEMENT

BY: Mohamed Haji

ID:- DDMGA/0410/15
Phone:-0910774705

Feburary, 2018
Adama Ethiopia

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ACKNOWLEDGMENT
First and for most, I would like to thanks ALLAH who helped me in every direction while I am
doing this paper. Secondly, I would like to forward my heart and soul appreciation to my family
for their moral and financial support throughout my study. My special gratitude also goes to all
my friends whose names are not mentioned, I know I will be remembering you with eyes filled,
with tears, yet with my heart beating in reminisce you are all unforgettable to me through my
life. Finally, I would like to thank Jay prakash Kothari company employees in supporting me
through filling the questionnaire.

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ABSTRACT
The study was conducted in Jay prakash Kothari company. The main purpose of the study was to
search for the major employee’s job satisfaction of the organization. This study would provide a
new insight of reducing workers dissatisfaction and it is important least to minimize the severity
of work satisfaction in this organization. It would point the way of taking corrective action to the
management in order to accomplish its goals and objectives efficiently and effectively. The
researcher would be used primary and secondary source of data to accomplish this study. The
data would be collected through structured questionnaires from employees in Jay prakash
Kothari company. Finally, to carry out the study descriptive research would be conducted based
on questionnaires filled by employees of the organization and data would be analyzed and
interpreted in both tabulation and statement form and also results would presented in percentage
as well as tabulation.

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Contents
RIFT VALLEY UNIVERSITY, ADAMA COMPUS ............................................................................... i
ACKNOWLEDGMENT............................................................................................................................... ii
ABSTRACT................................................................................................................................................. iii
CHAPTER ONE ........................................................................................................................................... 1
1. Introduction ............................................................................................................................................... 1
1.1. Background of the study .................................................................................................................... 1
1.2. Statement of the problem ................................................................................................................... 2
1.3. Objective of the study ........................................................................................................................ 3
1.3.1. General objectives ....................................................................................................................... 3
1.3.2 Specific objective ......................................................................................................................... 3
1.4. Significance of the study .................................................................................................................... 3
1.5. Scope of the study .............................................................................................................................. 3
1.6 Limitations of the study. ..................................................................................................................... 4
1.7. Organization of the study ................................................................................................................... 4
CHAPTER TWO .......................................................................................................................................... 5
2. LITERATURE REVIEW ......................................................................................................................... 5
2 .1. Overview of job satisfaction ............................................................................................................ 5
2.2 Determinants of job satisfaction ......................................................................................................... 6
2.3 Factors affecting job satisfaction ........................................................................................................ 7
2.3.1. Working condition ...................................................................................................................... 7
2.3.2. Opportunity for advancement ..................................................................................................... 7
2.3.3. Job stress ..................................................................................................................................... 7
2.3.4. Financial rewards ........................................................................................................................ 8
2.3.5. Salary/pay ................................................................................................................................... 8
2.3.6. Job complexity ............................................................................................................................ 8
2.4. Importance of job satisfaction ........................................................................................................ 8
2.4.1. Employee performance ............................................................................................................... 9
2.4.2. Employee turnover ...................................................................................................................... 9
CHAPTER THREE .................................................................................................................................... 10
RESEARCH METHODOLOGY ................................................................................................................ 10
3.1. Research design and Approach ........................................................................................................ 10

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 3.2. Sample size ...................................................................................................................................... 10
3.3. Data type and source ........................................................................................................................ 11
3.5. Data collection method .................................................................................................................... 11
3.6. Data analysis and presentation methods .......................................................................................... 11
CHAPTER FOUR....................................................................................................................................... 12
4. Discussion and Analysis ......................................................................................................................... 12
4.1 profile of respondents ....................................................................................................................... 12
CHAPTER FIVE ........................................................................................................................................ 26
5.1. SUMMARY ..................................................................................................................................... 26
5.2. CONCLUSION ................................................................................................................................ 26
5.3. RECOMMENDATION ................................................................................................................... 27
REFERENCE.............................................................................................................................................. 28
APPENDIX ................................................................................................................................................. 29
QUESTIONNAIRE .................................................................................................................................... 29

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CHAPTER ONE

1. Introduction
1.1. Background of the study
The state of continuing and development of an organization is highly depending upon efficient
usage of resources. Among varies resources organizations human resource is characterized by its
challenging nature because the performance of employees in the organization is affected by
different factors such as pay, benefits, working condition and the like.

Any type of work becomes very productive, when workers are satisfied. If they set what they
need to perform their duties in an efficiently and effectively without complaints of being not
satisfied, the job that they perform will not go perfectly this makes clear the facts job satisfaction
is the results of fulfillments of workers need.

Satisfied and motivated employees are happy about their job and highly productive. They try to
develop new systems of doing their job so as to improve their productivity. Job satisfaction is an
individual’s general attitude towards his/her job (Armstrong, 2010).

Organizations should certainly strive to satisfy their employees with good pay, good supervision
and good stimulating work to make them initiate (Casciow, 2005)

In the present day organization give due attention to employee job satisfaction in order to
maintain qualified workers in their hands on the other hand organizations must devote their effort
to make their employees satisfied with their jobs so that they in turn contribute the overall
maximum effort for achievement of organizational objectives. Satisfied employees are willing to
follow the rules and regulations of the organization and are ready to accept new ideas that are
invented by the management whereas when this is not maintain there would be high degree of
conflict of interest and ideas between management and employees, and this will lead to a decline
conductive working environment.

The term’ job satisfaction’ therefore refers to the favorableness with which employees view their
work and the term job dissatisfaction to the unfavorable with which they take their work (Qasim,

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Cheema and Syed, 2012). Various theories like Maslow’s need hierarchy theory, Herzberg’s
motivation-hygiene theory, and vroom’s expectancy model have been extended to describe the
factors responsible for the job satisfaction of the employees in the organization. The factors
brings about job satisfaction of works of these theories the major ones and some other factors
that bring job satisfaction are included in this study as a frame works of assessing employee job
satisfaction of Jay prakash Kothari company.

1.2. Statement of the problem

To ensure the achievement of firm goals, the organization creates an atmosphere of commitment
and cooperation for its employees through policies that facilitate employee satisfaction.
Satisfaction of human resource finds close links to highly motivated employees. Motivated
employees then develop loyalty or commitment to the firm resulting to greater Productivity and
lower turnover rates (Nurul, 2011).

However, it will found that satisfied employees exert high performance than dissatisfied
employees. A person with high level of job satisfaction holds positive attitude towards the job
while a person who is dissatisfied with his or her job holds negative attitude about the
job.(Spector, 1997).

Human resource is one of the main factors of production for an organization and human resource
department must give due attention to hold the key employees in their hands, because the
retention of productive employees in one organization is fundamental for the existence of the
organization in the competitive environment. However human resource department may face
difficulty in keeping all employees satisfied on their duties, because every employee may have
different perception towards their job. However there seems to exist high employee turnover
which may indicate job dissatisfaction among employees. Therefore, before any actions are
taken, the extent of the problem should be studied.

This study, therefore attempts to investigate the situation by asking the following questions based
on the assumption that employees are not performing what is expected of them due to lack of
job satisfaction.

1. What are the factors affecting job satisfaction of employees in Jay prakash Kothari company

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2. How does pay, work environment and work itself affect employees’ job satisfaction?

3. What are the causes and consequences of employees’ job satisfaction?

1.3. Objective of the study

The study has a general objective and a specific objective.

1.3.1. General objectives

The general objective of this study was the assessment of employee’s job satisfaction in Jay
prakash Kothari company.

1.3.2 Specific objective

This study will attain the following specific objectives:

 To study and identify factors responsible for varying degree job satisfaction among
employees of the organization
 To identify the causes and consequences of employees’ job satisfaction.
 To examine how work environment and work itself affect employees’ job satisfaction

1.4. Significance of the study

This study would be various significant. From this, the study would help the organization to
identify and correct the weakness and improve the strength. In addition to this this study would
use other parts those who have the same problem with this organization.The researcher also get
knowledge about job satisfaction and improve their research skill on how to dig out the problem
and give recommendation. Finally the study would help as a reference for other individual who
wants to study on this area.

1.5. Scope of the study

The scope of the study wouldbe limited to assess employees’ job satisfaction. The researcher
focused particularly in Jay prakash Kothari companywhich is found in Oromia region,Arsi
Zone,Marti Werada. However, the research would takesamples from five departments. I.e.
pharmacy, midwifery, clinical, laboratory and surgery departments only.

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1.6 Limitations of the study.
The researcher has faced many problem during conducting this research.

The most recognized and very challenging limitations of the study are:-

 Lack of enough financial support to accomplish the study effectively.

 Unwillingness of the respondents to give appropriate answer to satisfaction.
 Lack of adequate secondary data particularly in relating with job satisfaction.

1.7. Organization of the study

The study would have five chapters. The first chapter is the introduction part, it includes
background of the study, statement of the problem, objective of the study, significance of the
study, scope of the study, and limitations of the study. The second chapter deals with review of
literature. The third chapter deals with methodology of the study and Chapter four deals with
analysis and interpretation. Finally, the fifth chapter deals with summary of findings, conclusion
and recommendation.

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 CHAPTER TWO

2. LITERATURE REVIEW
2 .1. Overview of job satisfaction
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. Employee is a
backbone of every organization, without employee no work can be done. So employee’s
satisfaction is very important. Employees will be more satisfied if they get what they expected,
job satisfaction relates to inner feelings of workers. Job satisfaction is the most widely
investigated job attitude, as well as one of the most extensively researched subjects in
industrial/organizational psychology. Many work motivation theories have represented the
implied role of job satisfaction (Maslow’s,1943) Hierarchy of needs. The term employee job
satisfaction refers to an individual general guide to be his job. A person with high level of job
satisfaction hold positive attitude about the job while a person who is dissatisfied with his/her job
hold negative attitude about the job. Manager was concerned that job satisfaction for two
reasons. First, they often believe that job satisfaction has influenced such employee’s behavior as
attend once and length service. It is commonly assumed the positive satisfaction leads to positive
behavior. Second (Herzberg) set out to collect data attitude from which assumption about human
behavior could be made in intensive interview as asked about what of job on their job made
unhappy or dissatisfied. Job satisfaction is the positive or negative attitude held by individuals
towards their job (Robert A. Baron, 2003) further he says, “Job satisfaction is defined as
individual cognitive, affective and evaluative reaction towards their job.”

Job satisfaction represents an attitude rather than behavior. The organizational behavior
researchers stated that satisfied employees are more productive than dissatisfied employees has
been a basic tenet among managers for years. Although much evidence questions that assumed
causal relationship, it can be argued that advanced societies should be concerned not only with
the quality of life -that is concern such a higher productivity and material acquisitions. Not only
is satisfaction negatively related absenteeism and turnover, but they argue organizations have a
responsibility to provide with jobs that are challenging and intrinsically rewarding. Therefore,

5
job satisfaction represents an attitude rather than a behavior; organizational behavior researchers
typically consider it an important dependent variable (Stephen Robbins2003).

2.2 Determinants of job satisfaction

Job satisfaction or employee’s satisfaction is one of the wieldiest used variables in organization.
Behavior it is an employee’s attitudinal response to his/her organization. The following section
summarizes the cognitive components of job satisfaction, their relationship to organizational
inducement system and their impact on performance and member ship (marsland, 1999).

The cognitive component

An individual perception, opinion. beliefs and expectations regarding the organization are the
focus of his/her cognitions, employees hold cognitions about each of our major inducements
system cognitions in which the individual perceives that his/her expectation have been meet
generally lead to positive evaluation. Additionally positive evaluation is more likely when
cognitions (expectations) support a positive and secure future with the organization. Some of the
specific cognitions regarding each inducement system are:

Reward inducement system: individuals developed expectations regarding their pay, through
negotiation, to other and promises made. Satisfaction is increased when salary expectations met.

Managerial inducement system: satisfaction with one’s boss is a function of how he/she meets
your mental mode (expectation) of low a leader should behave.

Task inducement system: the extent to which ones ‘assigned task and responsibility is meet role
expectation is the measure determinants of an individual’s cognitive assessment of his/her job.

Social inducement system: how co-workers behave relative to your exception of them and how
they help or hinder your job performances is the bases the cognitive appraisal of this inducement
system.

People(employees) in the organization initiated by financial and non- financial incentives that
pays off directly or indirectly in money is labeled as financial incentive such as wage, salary,
bonus, profit sharing schemes, retirement pay vacation pay. While non-financial incentives state

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the form of earning higher status, greater responsibility and satisfaction in decision making
(Robert Dobbins)

2.3 Factors affecting job satisfaction

An employee’s overall satisfaction with job is the result of combination of factors. And financial
compensation is only one of them. Managements role in changing employees job satisfaction is
to make sure the work environment is positive, morale is high and employees have the resources
they need to accomplish the task they have been assigned.

2.3.1. Working condition

Because of employees spend so much time in their work environment each work; it’s important
for companies to optimize working condition. Such things as providing spacious work areas
rather than cramped ones, adequate lighting and comfortable work station contribute to favorable
working condition. Providing productivity tools such as up graded information technology to
help employees accomplish tasks more efficiently contributes to job satisfaction as well.

2.3.2. Opportunity for advancement

Employees are more satisfied with their current job if they see a path available to move up the
ranks in the company and along with it higher compensation. Many companies encourage are
employees to acquire more advanced skills that lead to the chance of promotion. Companies
often pay the cost of tuition for employees taking university courses. For example, during an
employee’s annual performance review a supervisor should manage out and what new skill she
needs to develop in order to in a track to advancement within the organization.

2.3.3. Job stress

When employees are not happy with their job, they are more likely to experience and report
stress on the job. Causes for stress is low availability of manpower, the nature of the job, and the
organization working procedure. The job workers who are satisfied or happy at work are much
less likely to report feeling stressed out by their job. This is basic human nature if you are not
doing something you enjoy, chances you are going to feel dissatisfied and even little things will
make you feel stressed out and un happy (Kate Mc Farlin).

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2.3.4. Financial rewards
Job satisfaction is impacted by employee’s view about fairness of the company wage scale as
well as the current compensation he/she may be receiving. Company’s needed to have a
mechanism to evaluate employee performance and provides salary increase to top performance.

2.3.5. Salary/pay
This is one of the most important factors to be considered before taking up a new job or leaving
your current job. The pay that you are getting and the growth pattern of the pay will largely
influence the level of your job satisfaction. If you are happy with your pay, it will show in your
performance and productivity.

2.3.6. Job complexity

Not only a job design added to enriching complexity but employees themselves. Sometimes take
measure to make their work interesting. Some employees bring employees bring personnel stress
head set to work. So they listen to radios show while they working many supervisors disapprove
working that the head set will interest with the employees ability to provide good customer and
service (Gomer,MEJAJUS R 1995)

2.4. Importance of job satisfaction

Job satisfaction is significance because a person attitude and belief may affect his/her behavior.
Attitude and beliefs may cause a person to work harder or the opposite may occurs and he/she
may workless. Job satisfaction also affects a person a general wellbeing. For the reasons that
people spend a good part of a day at work. Consequently, if a person is dissatisfied with their
work, this could lead to disaffection in other area of their life. Job satisfaction has been linked to
many variables including performance, absenteeism and turnover (P.Robbins, 2003)

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2.4.1. Employee performance
Managers’ interest in job satisfaction tends to centered on its effect on employee performance.
Researcher has studied that has been design to assess the impacts of job satisfaction on employee
productivity, absenteeism, and turnover. As the “myth or science” most conclusions are happy
workers are not necessarily productive worker. At the individual level the evidence suggests the
reverse to be more accurate. Productivity is likely to lead to satisfaction. If we move from the
individual level to that of an organization there is reward support for the original satisfaction
performance relationship. More satisfied employees tend to be more effective than organizations
with less satisfied employees. It will be that the reason we have not gotten strong support for the
satisfaction-causes-productivity thesis is that studies focused on individual rather than the
organization. So while we might not able to say that a happy worker are more productive
(Stephen. P.Robbins, 2003).

2.4.2. Employee turnover

Employee turnover has been defined as the rate of change in the working staff of a concern
during a definite period. In other word, it signifies the shifting of the work in to and out of an
organization. It is a measure of the extent which an old employee’s leave and new employees
enter in to a service in a given period. Employee turnover is the resignation dismissal.
Resignation may be due to such as dissatisfaction with working condition and dissatisfaction the
wage they get. (C.B Memoriam, 1980)

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 CHAPTER THREE

RESEARCH METHODOLOGY
To collect and analyze the data the researcher has used the following methodology.

3.1. Research design and Approach

The researcher project use descriptive type of research design. The reason that the researcher
would be used this research design are it would to identify cause and effects the study. In
addition to this it would help to describe the current situation of employees’ job satisfaction.

3.2. Sample size

The sampling techniques that the researcher would used in this study are simple random
sampling techniques.

The total numbers of employees in five departments are 300, among this 12 of them are clinical,
9 of them are midwifery, 3 of them are pharmacy, 3 of them are laboratory and 3 of them are
Health officier .,. In Jay prakash Kothari company regarding to the sample size there are small
employees in the organization. So it is very easy and to get data from all employees, therefore
the researcher will be take total employees in the organization .

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3.3. Data type and source
The source of data includes both primary and secondary data. The primary data would be
collected from distributing questionnaires to the employees of Jay prakash Kothari company.
Secondary data would be collected from records, written documents and manuals written about
the organization.

3.5. Data collection method

To collect relevant data for the study self-administeredquestionnaire was prepared and
distributed to respondents. The questionnaires have both open ended and close ended questions.
The secondary data would be gathered by reviewing recorded documents, books and manual
from the hospital and internet.

3.6. Data analysis and presentation methods

After the necessary data would be selected, the data would be organized and analyzed using
descriptive analysis statistics methods. The researcher would be used like table and percentage.
The reason that the researcher would used this methods are, it will help to make data meaningful
and avoid to reduce biasness.

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 CHAPTER FOUR

4. Discussion and Analysis

This part of case study presents and interpretations of data collected through questionnaire from
employees of Jay prakash Kothari company. From the total of 300 populations, the researcher
distributed questionnaires to the total employees out of these 25 questionnaires are returned
back.

5 bquestionnaires were unreturned due to different reasons, so analysis has been made based on
the 25 returned questionnaires

4.1 profile of respondents

Understanding the profile of the respondents is very important to the student research in order to
differentiate and know the problems and also identify the possible solutions for those problems.
Accordingly their profile is presented as follows;

Table 4.1 profile of respondents

Respon Sex Age Educational Year of service

dents in qualification

M F 18-23 24- 300- Above Below dipl Degree Belo 2-5 6-10 Above
29 35 35 diplom oma and w 2 years year 10
a above year s years
s

No 18 7 4 8 9 4 3 7 15 8 12 5 -

% 72 28 16 32 36 16 12 28 60 32 48 20 -

Source; questionnaires 2018

As it is shown on the above table 72% (18) of the respondents were males whereas 28 %( 7) of
them were females. This shown that the numbers of males is much more than number of females
workers.

As indicated in table 4.1 age distribution is one of the demographic characteristics that show the
proportion of people by dividing in to different sections. From the given table 16% of the total
respondents were within age range of 18-23 years, 32% of them within 24-29 years, 36% of them
within 300-35 years and the remaining 16% were within age range of greater than 35 years. Here
the researcher can understand that out of the respondents 3 (12%) of them are below diploma, 7

12
(28%) of them are diploma and 15(60%) of the respondents are degree and above this indicates
that most of the employees are degree holders.

Table 4.2 work experience in another organization

Question Alternative Respondents

No %

1 Have you ever been Yes

employed in other
organization before this no 25 100
organization? total 25 100%

2 If your answer the above

question is yes specify the
reason why are left that
organization?

Source questionnaire 2018

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Table 4.3 employee motivation

Question Alternative Respondents

No %

1 How much are you satisfied Very satisfied 3 12

with your current job?
Somewhat satisfied 3 12

Not satisfied 7 28

Somehow 5 20
dissatisfied

Very dissatisfied 6 24

total 25 100

2 If your answer for the above

question is not satisfied or
very dissatisfied what do you
think is the reason?

Source questionnaire 2018

As indicated table 4 the majority of the respondent were dissatisfied with there current job (as
expressed by 28% not satisfied, 20% somehow dissatisfied and 24% very dissatisfied). Their
causes of dissatisfaction was attributed to low salary, lack of promotion, lack of conducive
environment, conflict with supervisors, lack of incentives, lack of educational improvement, and
job overload.

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Table 5 perception of employees about their job, skill and relationship between their salary
and work

Question Alternative Respondent in

No %

1 How do you see your skill Excellent 7 28

with the job?
Good 7 28
Fair 5 12
Poor 6 24

25 100

2 If your Answer for the

above question is poor
what is your reason?

3 How do you see your work Excellent 2 8

and its payment?
Good 4 16
Fair 10 40
Poor 9 36

25 100

Source: questionnaire 2018

From table 5 majority of the respondents were perceived their skill as excellent (28%),good
(12%),and 24% of them were perceived their skill as “poor” . Despite their above average
perception on their skill, their payment was perceived as poor (36%), fair (40%) and only 8% of
the total respondents perceived it as “excellent”. This indicates payment in equity i.e. the
payment system is unfair compared to the skill of the employees.

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Table 6 Attitude of respondents of their work environment

Question Alternatives Respondents in

No %

1 How do you see the degree of Excellent 8 18

relationship with your supervisor
Good 11 24

Fair 22 49

Poor 4 9

Total 45 100

Source questionnaire 2018

As indicated in the above table 4.5 18 %( 8) of the respondents said that their relationship with
their supervisor is excellent, 24 %( 11) of them are good, 49 %( 22) of them replied they have
fair relationship with their supervisor and the remaining 9 %(4) of the respondents replied they
have poor relationship. Hence it indicates somehow healthy working environment.

Table 4.6 employee participation in decision making

Question Alternatives Respondents in

1 Does the management allow Yes 18 40

employee involvement in
decision making? No 27 60

Total 45 100

Source questionnaire 2018

As indicated in table 4.6 ask to the respondents whether the management of the organization
allows employees involvement in decision making process. As a result 40 %( 18) of respondents
said the organization allows them to participate in decision making process and the remaining 60
%( 27) replied the organization does not allow them to participate in decision making. This
implies that most employees were not participating in the organization decision making process.

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Table 4.7 treatment of employee by the organization

Question Alternative Respondents in

no %

1 Does your organization treat Yes 10 40

every worker equally?
No 15 60

Total 25 100

Source questionnaire 2018

In table 4.7 the researcher asks the respondents whether the organization looks to every worker
equally or not. According to the respondents 40 % (10) of them said that the organizations treat
to every worker equally and the remaining 60% (15) replied that the organization does not treat
every worker equal.

Table 4.8 Availability of Educational opportunity in the organization

Question Alternatives Respondents in

1 Does your organization help you Yes 10 40

to get further education?
No 15 60

Total 25 100

Source questionnaire 2018

As indicated in the above table 4.8 out of 25 respondents 40% (10) the respondents replied that
the organization gives them a chance for further education and the remaining 60% (15) of the
respondents replied that the organization does not gives them a chance for further education so,
this implies that more of the employees of Jay prakash Kothari companydo not gain the chance
of further education by the organization.

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Table 4.9 turnover in the organization

Question Alternatives Respondents

No %

1 Is there any turnover in your Yes 14 56

organization?
No 11 44

Total 25 100

2 If your answer for the above

question is yes what do you
think is the reason?

Source questionnaire 2018

In table 4.9 question 1 the researcher asks the respondent regarding to employee turnover, as
result 56% (14) of the respondents agree that there is turnover while 44% (11) of them replied
that there is no turnover.

Question 2 tries to know the reason why there is turnover in Jay prakash Kothari companythe
major reasons forwarder by the respondents are low salary, working environment, the work itself
and the interest of employees to open their own private clinic and pharmacy.

Generally, the researcher understands that there is turnover of employees in Jay prakash Kothari
company.

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Table 4.10 promotion, opportunity and job satisfaction

Question Alternatives Respondent

No %

1 Is there opportunity for Yes 10 40

promotion and advancement?
No 15 60

Total 25 100

2 What is your overall job Excellent 2 8

satisfaction level?
Good 4 16

Fair 8 32

Poor 11 44

Total 25 100

Source questionnaire 2018

As shown on the above table the researcher asks respondents whether there is opportunity for
promotion and advancement accordingly 40% (10) said yes these is promotion and advance and
the remaining 60% (15) said there is no promotion and advancement. This shows that most of the
employees do not get promotion and advancement.Question 2 attempted to know the overall job
satisfied level of the employees accordingly 8% (2) said excellent. 16% (4) said good, 32% (8)
said fair and the remaining 44% (11) said poor. From this the researcher understands the overall
job satisfaction of majority of the employees is low.

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Table 4.11 employee relations

Question Alternatives Respondent

No %

1 There has been a healthy work Strongly agree 6 24

relationship among employees
in the same level Agree 10 40
Neutral 6 24
Disagree 3 12
Strongly disagree - -

Total 25 100

2 You set fast and appropriate Strongly agree - -

response from your immediate
supervisor that helps to speed Agree 8 32
up your task and improve your
Neutral 6 24
working condition?
Disagree 8 32
Strongly disagree 3 12

25 100

Source: questionnaire 2018

As the above table indicates 24% (6) of the respondents strongly that there is a healthy
relationship among employees in the same level, 40% (10) of them also agree that there is
healthy relation among employees of the organization in same level and the remaining 24% (6)
and 12% (3) are neutral and disagree with this question respectively.

From this the researcher understands that there is good relation among the employees of the
organization in the same level.

Questions 2 ask the respondents regarding the response they get from their immediate supervisor
that helps to speed up their task and improve the working condition. Accordingly 32% (8) agree
that they get fast and appropriate response from immediate supervisors 24% (6) respondents are
neutral regarding this question,32% (8) disagree that they get fast and appropriate response from
immediate supervisor and the remaining 12% (3) strongly disagree that they get fast and
appropriate response from their immediate supervisor. From this the researcher understands that

20
there is lack of fast and appropriate response from supervisors to employees in Jay prakash
Kothari companyto speed up their tasks and improve work conditions.

Table 4.12 employee’s interests to continue

Question Alternatives Respondent

No %

1 Your interest to work in this Strongly agree 3 12

organization in the future is
high? Agree 6 24
Neutral 2 8
Disagree 10 40
Strongly disagree 3 12

Total 25 100

Source questionnaire 2018

Based on the response to the above statement 12% (3) of the employees strongly agreed to
continue working in the organization,24%(24) employees were agree, 8% (2) of the respondents
were neutral, 40% (10) of the respondents disagreed to continue working with the organization
and the remaining 12% (3) strongly disagreed to continue working with organization. From this
the researcher understand that most employees have the interest to leave the organization in the
future when they gain another working area that is better than Jay prakash Kothari company by
different thing, like better payment, good working environment and enough capital to open their
own business.

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Table 4.13 situations of working environment

Question Alternatives Respondents

No %

1 The working environment has Strongly agree 4 16

been so comfortable?
Agree 10 40
Neutral 4 16
Disagree 3 12
Strongly disagree 4 16

Total 25 100

Source questionnaire 2018

According to the above table 4.13 16% (4) of the respondents were strongly agreed that the
working environment has been so comfortable 40% (10) of the respondents also agreed that the
working environment is comfortable 16% (4), 12% (3) and 16% (4) of the respondents were
neutral, disagree and strongly disagree respectively that the working environment is so
comfortable.

Table 4.14 supervisor’s encouragement of employees

Question Alternatives Respondents

No %

1 Supervisors encourage Strongly 2 8

employees to practice functional
conflict to improve the quality of Agree 4 16
decision and create new and
Neutral 4 16
important ideas?
disagree 10 40
Disagree strongly 5 20

Total 25 100

Source questionnaire 2018

As indicated in the above table 4.14 8% (2) of the employees strongly agree that supervisors
encourage employees to practice functional conflict to improve the quality of discussion and

22
create new and important ideas 16% (4) of the employees also agreed, 16% (4) of them were
neutral, 40% (10) of the employees disagreed that supervisors encourage employees to practice
functional conflict to improve the quality of decision and create new and important ideas and the
remaining 20% (5) also strongly disagreed to this idea. From this the researcher understands that
there is lack of supervisor’s encouragement of employees to practice functional conflict to
improve the quality of decision and create new and important ideas in Jay prakash Kothari
company.

Table 4.15 level of employee confidence

Question Alternatives Respondents in

1 You have confidence to perform Strongly agree 22 49

your activities as your plan?
Agree 15 33
Neutral - -
Disagree 8 18
Strongly disagree - -

Total 45 100

Source questionnaire 2018

As shown in the above table 4.15 out of 45 respondents 49% (22) of the respondents were
strongly agreed that they have the confidence to perform their activities as their plan, 33% (15)
of the respondents also agree that they have the confidence to perform their activities as their
plan and the remaining 18% (8) of them said they don’t have the confidence to perform
according to their plan. This shows that more employees have full confidence to perform their
activities as their plan.

23
Table 4.16 performance appraisal criteria and its process

Question Alternatives Respondent

1 The evaluation criteria and Strongly agree - -

process is more job related and
carried out with high discussion Agree 4 16
and participation of employees? Neutral 5 20

Disagree 11 44

Strongly disagree 5 20

Total 25 100

Source questionnaire 2018

As the above table 4.16 indicates 16% (4) of the respondents were agree about this idea, 20% (5)
of them were neutral, 44% (11) of the respondents disagree that the evaluation criteria and
process is more job related and carried out with high discussion and participation of employees
and the remaining 20% (5) also strongly disagree that evaluation criteria and process is more job
related and carried out with high discussion and participation of employees.

From this the researcher understands that the evaluation criteria and process is solely developed
and carried out by supervisors.

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Table 4.17 Availability of training

Question Alternatives Respondents

No %

1 Is periodic training given to Strongly agree 6 24

upgrade employee skills and
knowledge and their Agree 11 44
performance? Neutral - -

Disagree 4 16

Strongly disagree 3 12

Total 25 100

Source questionnaire 2018

As indicated in table 4.17 out of 25 respondents 24% (6) of the respondents were strongly agree
with this idea, 44% (11) of them also agreed that is periodic training to upgrade employees skill
and knowledge and there by their performance, 16% (4) disagree that there is periodic training to
upgrade employee skill and knowledge and their performance and the remaining 12% (3)
strongly disagree to the existence of periodical training to upgrade employee skill. From this the
researcher understands that most employees are do not gain training to upgrade their skills and
performance.

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 CHAPTER FIVE
5. SUMMARY, CONCLUSION, AND RECOMMENDATION
5.1. SUMMARY
The researcher studies the employee’s job satisfaction in Jay prakash Kothari company. the total
of 300 employees, the researcher distributed 300 questionnaires to the 03 employees and 25
questionnaires are returned and the rest are unreturned. Majority of the employees in Jay prakash
Kothari company was male. Among the total employee’s there were high at age 24-29 that are
productive. Most employees were first degree holders and among the total employees the
majority of them has the work experience of 2-5 years. There is job satisfaction problem in Jay
prakash Kothari company employees. Due to employees are not initiated by financial and non-
financial incentives like promotion and recognition. Employees also were not satisfied with the
policy of the organization because of slow management decision and no good working condition.

5.2. CONCLUSION
In the study the researcher tried to asses the level of job satisfaction of employees of Jay prakash
Kothari company employees. As the fining indicates, the employees are not satisfied in most
cases.

It is only in co-workers relationship, confidence to perform their activities according to their

plan, and matching of their skill and the job employees seems to be satisfied. The main reason
that can be specified for their dissatisfaction are; low salary payment, lack of promotional
activities, lack of conductive working environment, poor supervision, lack of incentives,
administration policy, and the work itself leads to be the employees dissatisfaction. There are
other factor that leads to the employees to be dissatisfied in the organization these are manager’s
has less emphasis for the satisfaction of employees, lack of educational improvement, workers
were affected by stress because of customers wants only to treat in this Health center and
management problems of punctuality and poor management decision. Generally, the finding
shows that there is low or no job satisfaction of employees

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 5.3. RECOMMENDATION
Based on the concept and finding of the study the researcher has forward the following
recommendations. As the world is center of competition service rendering organizations compete
each other for customers. Therefore, the need to have motivated work force is non-negotiable.
Naturally speaking it is believed that satisfied workers are likely to attract customers. Thus
having such good employee’s enables organizations met their objectives. To this end the
researcher would like to recommend to the management of Jay prakash Kothari company.

 It is known that well educated and experienced human resource is the ultimate solution to
be productive and effective in any aspect. Therefore, promotion and advancement to keep
experienced employees and reduce turnover.
 The organization should provide conductive working environment that include job
opportunity and free of biases to take responsibility and to direct one’s work
 In order to avoid job stress and the management and employees should be followed the
procedure, rule and principle of the hospital.
 The management should forward for the concerning body to balance the number of
professionals and patients.
 The management should be given due consideration on employee relationship with
supervisors of the hospital.
 The management ought to avoid slow decision making and exhaustive working condition.
 Due to globalization of the world each and every thing is changed within short period of
time. Therefore in order to be productive and acceptable making one’s organization
competent is mandatory and this will be attained by sustainable short term and long term
training program that is given to the employees of the organization.
Finally the writer is hopeful that the management will take remedial actions to alleviate
those problems discussed so far.

27
 REFERENCE

 C.B. Mamoria(1980),”personnel management” first edition published in Himalaya house.

In India.
 Gomez Majajus (1995),”Human resource management”. Published in Inglewood cliff.
Printed in USA.
 Laurie J. Mullins (1999),”management and organizational behavior” fifth.ed published in
Great Britain.
 N. Kumer.R Mital(2001). “organizational behavior”first.ed, published in mehra offset,
press in New Delhi
 P.Robbins Stephen (2003),”organizational behavior”ninth.ed person education ltd.
 Richard W, plunkett (1989) “Introduction to management”. Third.ed, published at Boston
in USA.
 Robert N. Lussier (1998),”Human relation in organization”fifth.ed, published in India.
 Robert. A. Baron (2003), “Behavior in organization”.seventh.ed. Print in ice hall of India
pvt. Ltd New Delphi.
 Thompson, E.R (2012), http://enwikipidia.org/job-satisfaction# measure.

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 APPENDIX

QUESTIONNAIRE
Dear respondents the purpose of this questionnaire is to assessment employees’ job satisfaction in Jay
prakash Kothari company. You are kindly requested to fill out the questionnaire accurately and frankly.

Instruction: put (x) mark in the box for cloze ended questionnaires.

Would like to thank you in advance for your cooperation.

I. Personal profile

Sex Male Female

Age 18-23 24-29 300-35 above 36

Qualification pre university Diploma Degree above degree

Year of service 1-5 years 6-10 years above 10 years

II. Part two

1. Have you ever been employed in other organization?

Yes No

2. If your answer for above question is “yes”, specify the reason why you are left that organization?

--------------------------------------------------------------------------------------------------------------------

3. How much you are satisfied with current job?

Very satisfied somewhat satisfied Not satisfied

Neither satisfied nor dissatisfied somewhat dissatisfied very dissatisfied

4. If your answer for above question is somewhat dissatisfied or very dissatisfied what do you think the
reason is?

Low salary Lack of promotional activities

Conflict with immediate supervisors Lack of conductive environment others

(specify) --------------------------------

5. How do you look your skill with the job?

29
 Excellent Good poor

6. If your answer for the above question is poor what is your reason?

-------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------------------

7. How do you see your work and its payment?

Excellent Good Fair Poor

8. How do you see the degree of relationship with your organization?

Excellent Good Fair Poor

9. Does the management involve employees in decision making?

Yes No

10. Does your organization treat to every worker equally?

Yes No

11. Does your organization help you to get further education?

Yes No

12. Is there any turn over in your organization?

Yes No

13. If your answer for the above question is “yes” what do you think is the reason?

-------------------------------------------------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------------------

14. is there opportunity for promotion and advancement?

Yes No

15. What is your overall job satisfaction level?

Excellent Good Fair Poor

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III. Please indicate your level of agreement or disagreement to the following factors by making sign key
5=strongly agree 4= agree 3= neutral 2= disagree 1= strongly disagree.

16. There has been a healthy work relationship among 5 4 3 2 1

employees in the same level and supervisors in your

Organization?

17. You get fast and appropriate response from your immediate

Supervisor that helps to spend up your task and improve your

Working condition?

18. Your interest to work in this organization in future is high?

19. The working environment has been so comfortable?

20. Supervisors encourage employee to practice functional conflict

to improve the quality of decision and creative new and important

Ideas?

21. You have confidence to perform your activities as your plan?

22. The evaluation criteria and process is more job related and carried out

With high discussion and participation of employees?

23. There are periodical training to upgrade employee skills and knowledge

And their performance?

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