SUMMER INTERNSHIP REPORT

ON

A STUDY ON

LEVEL OF “JOB SATISFACTION OF EMPLOYEES” IN

Reliance LIFE INSURANCE COMPANY LTD.

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT

FOR THE AWARD FOR THE DEGREE IN

MASTER IN BUSINESS ADMINISTRATION

(Session 2016-2018)

SUBMITTED BY
AMITA SINGH
00118003916

UNDER THE GUIDANCE OF

MS. Sanober Khan

DELHI TECHNICAL CAMPUS

KNOWLEDGE PARK- III, GREATER NOIDA

UTTAR PRADESH-201306

(Affiliated to Guru Gobind Singh Indraprastha University, DELHI)

1
 CERTIFICATE

This is to certify that AMITA SINGH has completed her project report on “LEVEL
OF JOB SATISFACTION OF EMPLOYEES IN RELIANCE LIFE INSURANCE
COMPANY LTD.” under my supervision and guidance. She has submitted her
project report in the partial fulfillment requirement for revival of degree of MBA
from Guru Gobind Singh Indraprastha University, Delhi.

This work has not been submitted anywhere else for award degree all source of
information has been duly mentioned.

Project Coordinator:-

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

(Assistant Professor)

Delhi technical campus

Greater noida

2
 ACKNOWLEDGEMENT

No work is a single man’s effort. Cooperation, guidance and coordination are

required at various levels for the successful completion of a project

I take this opportunity to express my gratitude to all those people who have been
instrumental I succeed completion of this project. I extent my sincere thanks to our
faculty guide MS SANOBER KHAN who helped me in all possible ways and
constantly encouraged throughout the project. I also thanks for her valuable
guidance, support and feedback. Her guidance enriched my knowledge
tremendously

I take the opportunity to express my gratitude and thanks to our computer Lab
staff and library staff for providing me opportunity to utilize their resources for
the completion of the project.

I am also thankful to my family and friends for constantly motivating me to

complete the project and providing me an environment which enhanced my
knowledge.

Amita Singh

3
 TABLE OF CONTENTS

S.No PARTICULARS PAGE NO.

1 Introduction 6

Objective Of The Study 14

Profile of company 15
2
Literature Review 22
3
Research Methodology 26
4
Data Analysis and
Interpretation 29
5
Conclusion and
Recommendation 48
6
Annexure 51

7.
Bibliography/ Reference 56

4
 CHAPTER -1
INTRODUCTION

5
EMPLOYEE SATISFACTION – INTRODUCTION

“When your soldiers are motivated you can conquer the world.”

"Job satisfaction is defined as "the extent to which people like

(satisfaction) or dislike (dissatisfaction) their jobs”

Job satisfaction, a worker's sense of achievement and success, is generally

perceived to be directly
linked to productivity as well as to personal wellbeing. Job satisfaction implies
doing a job one enjoys, doing it well, and being suitably rewarded for one's
efforts. Job satisfaction further implies enthusiasm and happiness with one's work.
The Harvard Professional Group (1998) sees job satisfaction as the keying redient
that leads to recognition, income, promotion, and the achievement of other goals
that lead to a general feeling of fulfillment

Job Satisfaction is the favorableness or un-favorableness with which the employee

views his work. It expresses the amount of agreement between one’s expectation
of the job and the rewards that the job provides. Job Satisfaction is a part of life
satisfaction. The nature of one’s environment of job is an important part of life as
Job Satisfaction influences one’s general life satisfaction. Job Satisfaction, thus, is
the result of various attitudes possessed by an employee. In a narrow sense, these
attitudes are related to the job under condition with such specific factors such as
wages. Supervisors of employment, conditions of work, social relation on the job,
prompt settlement of grievances and fair treatment by employer. However, more
comprehensive approach requires that many factors are to be included before a
complete understanding of job satisfaction can be obtained. Such factors as
employee’s age, health temperature, desire and level of aspiration should be
6
considered. Further his family relationship, Social status, recreational outlets,
activity in the organizations etc. Contribute ultimately to job satisfaction.

IMPORTANCE OF JOB SATISFACTION

Job satisfaction is an important indicator of how employees feel about their

job and a predictor of work behavior such as organizational, citizenship,
absenteeism, and turnover.

Job satisfaction can partially mediate the relationship of personality variables

and deviant work behavior.

This is vital piece of information that is job satisfaction and job

performance is directly related to one another. Thus it can be said that, “A
happy worker is a productive worker.”

It gives clear evidence that dissatisfied employees skip work more often and
more like to resign and satisfied workers likely to work longer with
organization.

IMPORTANCE TO WORKER AND ORGANIZATION

Job satisfaction and occupational success are major factor in personal satisfaction,
self-respect, self-esteem and self-development. To the worker, job satisfaction
brings a pleasurable emotional state that can often leads to a positive work
attitude. A satisfied worker is more likely to be creative, flexible, innovative and
loyal.
For the organization, job satisfaction of its workers means a work force that is
motivated and committed to high quality performance. Increased productivity-the
quantity and quality of work life. It is important to note that the literature on the
relationship between job satisfaction and productivity is neither conclusive nor
consistent.
7
However, studies dating back to Herzberg’s (1957) have shown at least low
correlation between high morale and high productivity and it does seem logical
that more satisfied workers will tend to add more value to an organization.
Unhappy employees, who are motivated by fear of loss of job, will not give 100
percent of their effort for very long. Though fear is a powerful motivator, it is also
a temporary one and also as soon as the threat is lifted performance will decline.
Job satisfaction benefits the organization includes reduction in complaints and
grievances, absenteeism, turnover and termination; as well as improved the
punctuality and worker morale. Job satisfaction is also linked with healthier
work force and has been found to be a good indicator of longevity.
Although only little correlation has been found between job and productivity.
Brown (1996) notes that some employers have found that satisfying or delighting
employees is a prerequisite to satisfying or delighting customers.

8
FACTORS INFLUENCING JOB SATISFACTION
The major factors influencing job satisfaction are presented below:

SUPERVISION
To a worker, Supervision is equally a strong contributor to the job satisfaction as
well as to the job dissatisfaction. The feelings of workers towards his supervisors
are usually similar to his feeling towards the company. The role of supervisor is a
focal point for attitude formation. Bad supervision results in absenteeism and
labor turnover. Good supervision results in higher production and good industrial
relations.

CO-WORKERS
Various studies had traced this factor as a factor of intermediate importance.
One’s associates with others had frequently been motivated as a factor in job
satisfaction. Certainly, this seems reasonable because people like to be near their
friends. The workers derive satisfaction when the co-workers are helpful, friendly
and co-operative

PAY
Studies also show that most of the workers felt satisfied when they are paid more
adequately to the work performed by them. The relative important of pay would
probably changing factor in job satisfaction or dissatisfaction.

AGE
Age has also been found to have a direct relationship to level job of satisfaction of
employees. In some groups job satisfaction is higher with increasing age, in other
groups job satisfaction is lower and in other there is no difference at all.

MARITAL STATUS
Marital status has an important role in deciding the job satisfaction. Most of the
9
studies have revealed that the married person finds dissatisfaction in his job than
his unmarried counterpart. The reasons stated to be are that wages were
insufficient due to increased cost of living, education to children etc.

EDUCATION
Studies conducted among various workers revealed that most of workers who had
not completed their school education showed higher satisfaction level. However,
educated workers felt less satisfied in their job.

WORKING CONDITION
The result of various studies shows that working condition is an important factor.
Good working atmosphere and pleasant surroundings help increasing the
production of industry. Working conditions are more important to women workers
than men workers

Objectives for Employee Satisfaction

By conducting employee satisfaction, you are taking a proactive stance to better

your company. Soliciting employee feedback allows you to evaluate how your
company is thriving internally. It also lets the employees know that you care.
When employees are not satisfied, it can lead to high attrition rates and low
productivity. A satisfied employee often equates to a productive employee. A
productive employee equates to a productive and happy company.

Evaluation Methods

When a company runs efficiently, it avoids wasted time and efforts. Often,
management does not know how effective tools and methods are, because the
10
employees are the ones working with the tools on a regular basis. One objective
for an employee satisfaction is to identify problem areas that management may
not be aware of. For example, ask questions about the effectiveness of current
tools, equipment and communication procedures. Determine whether training
methods and materials are beneficial to the employees.

Evaluate Employee Perception

Often, out of fear, an employee conceals how he really feels about the workplace
environment. This leaves management in the dark, which leads to high turnover
rates and low employee morale. To determine employee perceptions, ask questions
that allow the employee to express his point of view. For example, ask how
satisfied he is with internal opportunities for growth or promotion, coaching and
development programs, management and supervisor attitudes, company benefits,
employee rewards and recognition programs.

11
BENEFITS OF EMPLOYEES SATISFACTION

Employee satisfaction drives customer satisfaction, indirectly creating profit for an

organization. Research on the service-profit chain shows that satisfied employees
are far better than unsatisfied ones at delivering excellent customer service and
hence they help in enhancing customer satisfaction with the organization’s products
and services.

Employee satisfaction is also a prerequisite for staff retention. Organizations with

higher staff retention rates are naturally better at retaining knowledge, which can
lead to better performance and profit for the business.
12
Improved employee satisfaction reduces the cost of staff turnover, builds brand
loyalty with staff and positions the company as an employer of choice that attracts
talented people to the organization.

Employee satisfaction can be identified, tracked and improved with timely and
accurate survey information. The information gathered from employee satisfaction
surveys can give you the management knowledge that directly impacts the bottom
line and fosters positive employee relations in any or all of the following ways:

• Identifying cost-saving opportunities

• Improving productivity
• Reducing turnover
• Curbing absenteeism
• Strengthening supervision
• Evaluating customer-service issues
• Assessing training needs
• Streamlining communication
• Benchmarking the organization's progress in relation to the industry
• Gauging employees' understanding of, and agreement with, the company
mission

Employee surveys are a great way to keep in touch with reality. It helps you
understand unpredictability of human behavior. You finally have a medium that
would help you understand what your people are thinking, their aspirations,
reasons for dissatisfaction, and points for improvement straight from the horse’s
mouth.

13
OBJECTIVE OF THE STUDY

1. To study and analyze the present level of job satisfaction of the employees in
Reliance life insurance company ltd.

2. To study about factors relating to job satisfaction of employees at Reliance life

insurance company ltd.

14
COMPANY PROFILE

Reliance Life Insurance Company Limited is a part of Reliance Capital Ltd. of the
Reliance - Anil Dhirubhai Ambani Group. The company acquired 100 per cent
shareholding in AMP Sanmar Life Insurance Company in August 2005. Taking
over AMP Sanmar Life provided Reliance Life Insurance a readymade
infrastructure and a portfolio. Reliance Capital Limited (RCL) is a Non-Banking
Financial Company (NBFC) registered with the Reserve Bank of India under
section 45-IA of the Reserve Bank of India Act, 1934.Reliance Capital sees
immense potential in the rapidly growing financial services sector in India and
aims to become a dominant player in this industry and offer fully integrated
financial services. Reliance Life Insurance is another step forward for Reliance
Capital Limited to offer need based Life Insurance solutions to individuals and
Corporates.

Reliance Life Insurance offers you products that fulfill your savings and protection
needs. Our aim is to emerge as a transnational Life Insurer of global scale and
standard.

Reliance Life Insurance is an associate company of Reliance Capital Ltd., a part of

Reliance – Anil Dhirubhai Ambani Group. Reliance Capital is one of India’s
leading private sector financial services companies, and ranks among the top 3
private sector financial services and banking companies, in terms of net worth.
Reliance Capital has interests in asset management and mutual funds, stock
broking, life and general insurance, proprietary investments, private equity and
other activities in financial services.

15
1.1Achievements

 RLIC has been one of the fast gainers in market share in new business
premium amongst the private players with an incremental market share of
4.1% in the Financial Year 2007-08 – from 3.9% in April 07 to 8% in Feb
08.

 Also continues to be amongst the fast growing Private Life Insurance

Companies with a YOY growth of 195% in new business premium as of
Mar’08.

 A Company that has crossed 1.7 Million policies in just 2 years of

operation, post takeover of AMP Sanmar business.

 Initiated Express Life – an Unique ’Over the Counter’ sales process for Unit
Linked Insurance Policies in the Industry.

 Accomplished a large distribution ramp-up in the Industry in a short span of

time by opening 600 branches in 10 months taking the overall branch
network above 740.

 RLIC continues to be one of the two Life Insurance companies in India to

be certified ISO 9001:2000 for all the processes.

16
  Awarded the Jamnalal Bajaj Uchit Vyavahar Puraskar 2007- Ceritificate of
Merit in the Financial Services category by Council for Fair Business
Practices (CFBP).

1.2 .CORPORATE OBJECTIVE

At Reliance Life Insurance, we strongly believe that as life is different at every

stage, life insurance must offer flexibility and choice to go with that stage. We are
fully prepared and committed to guide you on insurance products and services
through our well-trained advisors, backed by competent marketing and customer
services, in the best possible way.

It is our aim to become one of the top private life insurance companies in India and
to become a cornerstone of RLI integrated financial services business in India.

1.3. CORPORATE VISION

Empowering everyone live their dreams.

1.4. CORPORATE MISSION

· “To set the standard in helping our customers manage their financial future”.

Create unmatched value for everyone through dependable, effective, transparent

and profitable life insurance and pension plans.
17
1.5. GOAL

Reliance Life Insurance would strive hard to achieve the 3 goals mentioned below:

 Emerge as transnational Life Insurer of global scale and standard

 Create best value for Customers, Shareholders and all Stake holders

 Achieve impeccable reputation and credentials through best business

practices

18
1.6. PLANS OFFERED BY RELIANCE LIFE INSURANCE

INSURANCE PLANS AVAILABLE

 Products (Individual Plans)

Savings (Endowment)

 Reliance Endowment Plan

(Formerly Divya Shree)

 Reliance Special Endowment Plan

(Formerly Subha Shree)

 Reliance Cash Flow Plan

(Formerly Dhana Shree)

 Reliance Child Plan

(Formerly Yuva Shree)

 Reliance Whole Life Plan

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 (formerly Nithya Shree)

Pensions

 Reliance Golden Years Plan

(formerly Bhagya Shree)

Investments

 Reliance Market Return Plan

(formerly Kanaka Shree)

 Risk / Protection

 Reliance Term Plan

(Formerly Raksha Shree)

Products (Group / Corporate Plans)

 Risk (Protection )

 Reliance Group Term Assurance Policy

(formerly Group Term Assurance Policy)
20
Reliance EDLI Scheme

(formerly EDLI Scheme)

 Pensions
 Reliance Group Gratuity Policy
(formerly Group Gratuity Policy)
 Reliance Group Superannuation Policy

(formerly Group Superannuation Policy)

21
 CHAPTER-2
LITERATURE OF REVIEW

22
LITERATURE REVIEW

Job satisfaction describes how content an individual is with his or her job.
The happier people are within their job, the more satisfied they are said to be. Job
satisfaction is not the same as motivation, although it is clearly linked. Job design
aims to enhance job satisfaction and performance; methods include job rotation,
job enlargement and job enrichment. Other influences on satisfaction include the
management style and culture, employee involvement, empowerment and
autonomous work groups. Job satisfaction is a very important attribute which is
frequently measured by organizations. The most common way of measurement is
the use of rating scaled where employees report their reactions to their jobs.
Questions relate to rate of pay, work responsibilities, variety of tasks, promotional
opportunity the work itself and co-workers.
The review of literature is conducted to analyze various factors for job satisfaction
in an organization. The books and articles of various authors are referred to find
out the kind of methods which are suited for rating in job satisfaction level. The
research has searched many books on job satisfaction to collect the literature about
the Job Satisfaction. To analyze the effectiveness of the Job Satisfaction level in an
organization. The information collected was confined to the journals published
about the human resource management. The review of literature helped the
research to conduct the survey in better and extensive manner. It should also help
the research for finding and getting deeper into the topic.

Savery (1989) highlighted the job satisfaction of nurses in Perth, Western

Australia. The job satisfaction level of the nurses was mainly due to interesting
and challenging work which was followed by a feeling of achievement wherein,
he even said salary was ranked as a very low satisfier. The job satisfaction level

23
increased as the person grew old where in the variables like gender, time in
hospital, position
held were controlled. Organizations should always focus on satisfying the
three basic needs (Individual motivators, Employee relationships and personal
relationships) of an employee which will in return help the employees in
achieving job satisfaction.

Melvin (1993) stated that the environmental design of an organization plays a very
important role in job satisfaction at the same time it also plays an important role in
employees high job involvement. A good environmental design of an organization
helps in resolving the conflicts and confusion. The author even cites that it is the
responsibility of the management to design the environment in such a manner
that it reduces the dissatisfaction where in the work tasks, working patterns
are properly mentioned.

Singh & Jain (2013) highlights on employees job satisfaction and its impact on
their performance. Employees’ attitude reflects the moral of the company. Happy
employees play an important role in the areas of customers’ service and sales as
they are the one to interact with the customer on a daily basis. Work environment
is the key factor in job satisfaction. Good work environment and good working
conditions leads to job satisfaction at the same time helps in increasing employee
work performance, profitability, customer satisfaction as well as retention

24
Saks (2006) argues that organizational commitment also differs from engagement
in that it refers to a person’s attitude and attachment towards their organization,
whilst it could be argued that engagement is not merely an attitude; it is the degree
to which an individual is attentive to their work and absorbed in the performance
of their role

Spector (1997) says that in the economic and social sciences, numerous studies have
investigated which workers characteristics and organization features of determine or
related to job satisfaction. Locke (1976) stated that starting from psychology,
literature about job satisfaction was developed in a broad range of research fields.
Taylor says that systematic studies bout nature and causes of job satisfaction began
in the 1930s, through the importance of the worker` s attitude in determining their
satisfaction and productiveness was recognized long before. According to Staples &
Higgins, (1998) various theories have been building to explain what makes
employees satisfied with their job. A review of the literature indicates that there is
no general agreement on the definition of the determinants of job satisfaction. Job
satisfaction has been studied as the outcome of some factors or as the cause of some
consequences, such as job performance, absenteeism, labour, market mobility and
general life satisfaction.

Staples and Higgins (1998) According to them, it is important to underline that if

hygiene factors are at very low level, workers are dissatisfied, but the reverse is not
true. When hygiene factors are satisfied and the environment is good, workers are
not dissatisfied but neither necessarily satisfied and they are not motivated to higher
performances. However, when motivators are satisfied, workers are satisfied and
often this satisfaction leads to better performances.

Kretiner et al (1999) stated that in other words Hertzberg theory does not place
satisfaction and dissatisfaction at “opposite ends of a single, unbroken continuum”
but it considers satisfaction and dissatisfaction as separate dimensions. There is a
zero mid point where workers can be neither satisfied nor dissatisfied.

25
 CHAPTER- 3
RESEARCH METHODOLOGY

26
RESEARCH METHODOLOGY
A research methodology defines what the activity of research is, how to proceed,
how to measure progress, and what constitutes success.

Research Design: A research design is the arrangement of conditions for

collection and analysis of data in a manner that aims to combine relevance to the
research purpose with economy in procedure. Research design is the conceptual
structure within which research is conducted, constitutes blue print for collection,
measurement and analysis of data.
The research design used here is descriptive research design.

Descriptive Research design - Descriptive research is also called

Statistical Research. The main goal of this type of research is to describe the data
and characteristics about what is being studied. The idea behind this type of
research is to study frequencies, averages, and other statistical calculations.

Sources Of Information:

a) Primary Data:
For collecting primary data an approved structure-questionnaire was used which
was a framework of various questions covering various aspects of job
satisfaction.

b) Secondary Data:
Available published books, magazines, journals etc. has been used to better
understand the concept, nature and even application of the problem so as to
derive fruitful result. Even the literature, Pamphlets, past reports and the website
of the company provided valuable inputs.

Methods of Data Collection:

Questionnaire
Most of the information was collected by the way of filling the questionnaire by
the employees of Reliance life insurance company ltd.

27
Sample Size: A total of 30 employees comprising of both executives and non-
executives were selected on random basis and responses were collected from
them.

Tools used for Interpretation:

Bar diagrams: A method of presenting data in which frequencies are displayed

along one axis and categories of the variable along the other, the frequencies
being represented by the bar lengths.

28
 CHAPTER-4
DATA ANALYSIS AND INTERPRETATION

29
 DATA ANALYSIS AND INTERPRETATION

1. Are you satisfied with your salary?

Responses No of % of
Respondents respondents
Yes 26 86

No 4 14

Total 30 100

% OF RESPONDENT
100%

80%

60%

40% % OF RESPONDENT

20%

0%
YES NO

Analysis–

Almost all employees agree that they are satisfied with their salary. The employees
disagreeing with the statement are negligible.

30
2. Is your salary adequate for fulfillment of basic needs of your family?

Responses No of % of
Respondents respondents
Yes 28 94

No 2 6

Total 30 100

% OF RESPONDENT
100
90
80
70
60
50
% OF RESPONDENT
40
30
20
10
0
YES NO

Analysis-

Almost all the employees responded that their salary is adequate for

fulfillment of basic need of their family.

31
 3. Do you feel that your salary is according to your merit?

Responses No of % of
Respondents respondents
Yes 17 56

No 13 44

Total 30 100

% OF RESPONDENT
70

60

50

40

30 % OF RESPONDENT

20

10

0
YES NO

Analysis-

It can be observed from the above data the percentage of employees who feel that
their salary is according to their merit works is 56% and who says no, are 44%.

32
4.Do you save from your present salary for future needs?

Responses No of % of
Respondents respondents
Yes 24 80

No 6 20

Total 30 100

% OF RESPONDENT
90
80
70
60
50
40 % OF RESPONDENT
30
20
10
0
YES NO

Analysis-

Majority of them responded that they save from their present salary for future
needs.

33
5. Is there adequate opportunity for promotion?

Responses No of % of
Respondents respondents
Yes 22 74

No 8 26

Total 30 100

% OF RESPONDENT
80
70
60
50
40
% OF RESPONDENT
30
20
10
0
YES NO

Analysis-

The data shows that 74% employees feel that there is adequate opportunity for
promotion.

34
6. Are you sure that you will get promotion in time?

Responses No of % of
Respondents respondents
Yes 10 44

No 20 66

Total 30 100

% of respondents
70%

60%

50%

40%

30% % of respondents

20%

10%

0%
Yes No

Analysis-

44% employees said that they were sure in getting promotion on time, whereas
66% said that they were not sure.

35
 7. Whether seniority is the only basis for promotion in your organization?

Responses No of % of
Respondents respondents
Yes 15 50

No 15 50

Total 30 100

% OF RESPONDENT
60

50

40

30
% OF RESPONDENT
20

10

0
YES NO

Analysis-

The response received was equal in number.50% of the employees agreed seniority
to be the only criteria and 50% of them disagreed.

36
8. Do you have some right in respect of the security of your service?

Responses No of % of
Respondents respondents
Yes 30 100

No 0 0

Total 30 100

% OF RESPONDENT
120%

100%

80%

60%
% OF RESPONDENT
40%

20%

0%
YES NO

Analysis-

All the employees responded that they have got some right in respect of security of
their service

37
9. Is this job according to your choice?

Responses No of % of
Respondents respondents
Yes 21 70

No 9 30

Total 30 100

% OF RESPONDENT
80
70
60
50
40
% OF RESPONDENT
30
20
10
0
YES NO

Analysis-

70% employees say that this job is according to their choice whereas 30% said No,
it is not.

38
10. Do you want to join another job?

Responses No of % of
Respondents respondents
Yes 10 34

No 20 66

Total 30 100

% OF RESPONDENT
70

60

50

40

30 % OF RESPONDENT

20

10

0
YES NO

Analysis –

The data shows that 34% employees want to join another job whereas 66%
employees do not want to leave their present job, as they are satisfied with present
job.

39
11. Does your work give prestige in society?

Yes 30 100

No 0 0

Total 30 100

% OF RESPONDENT
120%

100%

80%

60%
% OF RESPONDENT
40%

20%

0%
YES NO

Analysis-

All the employees responded that their work gives them prestige in the society.

40
12. Do you feel that besides salary, rewards/incentives are necessary for job
satisfaction?

Yes 27 90

No 3 10

Total 30 100

% OF RESPONDENT
100
90
80
70
60
50
% OF RESPONDENT
40
30
20
10
0
YES NO

Analysis –

Most of the employees agree that rewards/incentives are necessary for job
satisfaction apart from the salary they get

41
13. Is there adequate medical facility available to you and your family member?

Yes 16 53

No 14 47

Total 30 100

% of respondents
54%
53%
52%
51%
50%
49%
% of respondents
48%
47%
46%
45%
44%
Yes No

Analysis-

53% employees responded that there is adequate medical facility available to them
and their family members as and when required and rest 47% does not feel the
same.

42
14. Do your seniors provide with regular feedback?

Responses No of Respondents % of
respondents
Yes 19 65

No 11 35

Total 30 100

% OF RESPONDENT
70

60

50

40

30 % OF RESPONDENT

20

10

0
YES NO

Analysis –

65% employees responded positively whereas 35% employees responded

negatively regarding the feedback system prevailing in their organization.

43
15. Are officers of your organization pleased with buttering rather than your
ability?

Responses No of % of
Respondents respondents
Yes 12 40

No 18 60

Total 30 100

% OF RESPONDENT
70

60

50

40

30 % OF RESPONDENT

20

10

0
YES NO

Analysis-

It can be observed from the above data that the percentage of employees who feel
that the officers are pleased with buttering rather than ability works out to 40% and
those who disagree works out to 60%.

44
16. Does your company have a culture that develops team spirit?

Responses No of % of
Respondents respondents
Yes 19 64

No 11 36

Total 30 100

% OF RESPONDENT
70

60

50

40

30 % OF RESPONDENT

20

10

0
YES NO

Analysis –

64% employees responded that the company has a culture that develops team spirit
whereas 36% responded that the company does not inculcate such culture

45
 FINDINGS

 86% of employees agreed that they are satisfied with their salary and 14% of
the employees disagree with this.

 94% of the employees responded that their salary is adequate for living and
6% of the employees does not agree with this.

 56% of the employees feels that their salary is according to their merit work
and 44% of the employees feels that this not true.

 80% of the employees says that they save their salary for future use and
other 20% of the employees do not save it.

 74% of the employees feels that they get adequate opportunity for promotion
and 26% does not feels the same.

 44% of employees agrees that they will get promotion on time, whereas 66%
were not sure about it.

 Employees have mutual feeling about the organization has promotion policy.

 Almost all the employees felt that there is no threat to their job.

 70% employees find their job according to their choice and rest 30% do not
find so.

 34% of the employees do to switch the job, 66% of the employees wants to
work in the same organization.

46
 All the employees responded that their efforts are valued and appreciated in
the organization.

 90% of the feels that the reward based on the excellence in performance in
the organization is appreciated.

 53% employees responded that there is adequate medical facility available to

them and their family members as and when required and rest 47% does not
feel the same.

 65% of employees responded positively on the seniors provide with regular

feedback and rest 35% disagrees.

 40% of the employees feel that the officers are pleased with buttering rather
than ability of work and rest 60% disagrees.

 64% of employees feel that they work as team as the company provides
conducive environment (primarily and informally) and the people are also
friendly and supportive whereas 36% responded that the company does not
inculcate such culture

47
 CHAPTER-5

CONCLUSION AND RECOMMENDATIONS

48
 CONCLUSION

Overall analysis of the survey leads to the conclusion that Employees are satisfied
with their job. There is adequate opportunity available for promotion in RELIANCE
LIFE INSURANCE.

They feel that their work gives prestige in society. However there are some
opportunity areas for them as well such as work-life balance, working condition in
the organization, salary package which if taken care of would help them further
improve their score.

49
 RECOMMENDATION

1. Each and every employee should be provided proper training. The person
who needs training should be properly interviewed about the kind of training
he requires for his job. This would enable the employees to perform better
which will further lead to satisfaction.

2. A good promotion policy provides satisfaction because with every

promotion the social status and recognition of persons improves. Therefore
adequate opportunities should be given to each and every employee for
promotion and promotion should also be given after certain duration.

3. While giving promotion a proper balance should be made between seniority

and merit that means while giving promotion seniority and merit both should
be taken into consideration.

4. Proper feedback should be given to the employees for their overall

development and better future prospects.

5. . The activity and potential of the employees should be given more

consideration rather than other factors.

50
Annexure

51
 sQUESTIONNAIRE

Employees job satisfaction’’ in Reliance life insurance company ltd.

Dear Sir/Madam,
I am Amita Singh, student of Delhi Technical Campus, doing my research project
work on topic
“Employees job satisfaction’’ in Reliance life insurance company ltd. Your
responses would help me understand the topic better. Information provided by
you shall be used only for the purpose of my research project and shall be
kept confidential.

1.Name : _
2. Age :
3. Gender :
4. Designation :

Kindly tick the appropriate option.

5. Monthly income:
a) Below 10,000 b) 10,000-20,000
c) 20,000-30,000 d) Above 30,000

6. Marital status:
a) Married b) Unmarried

7. Year of work experience

a) Less than 1 yrs b) 1-3yrs
c) 3-4yrs d) Above 4 yrs

Economic factors

S.NO. PARTICULARS YES NO

1. Are you satisfied
with your salary?
52
2. Is your salary
adequate for
fulfillment of basic
needs of your
family?
3. Do you feel that
your salary is
according to your
merit?
4. Do you save from
your present salary
for future needs?

Promotional Factors

S.NO. PARTICULARS YES NO

5. Is there adequate
opportunity for
promotion?
6. Are you sure that
you will get
promotion in
time?
7. Whether seniority
is the only basis
for promotion in
your organization?

Job Security

S.NO. PARTICULARS YES NO

8. Do you have some
right in respect of
the security of your
service?

53
Attitude towards Work

S.NO. PARTICULARS YES NO

9. Is this job
according to your
choice?
10. Do you want to
join another job?
11. Does your work
give prestige in
society?

Incentives and Other Facilities

S.NO. PARTICULARS YES NO

12. Do you feel that
besides salary,
rewards/incentives
are necessary for
job satisfaction?
13. Is there adequate
medical facility
available to you
and your family
members?

Others

S.NO. PARTICULARS YES NO

14. Do your seniors
provide with
regular feedback?
15. Are officers of your
organization pleased
with buttering rather
than your ability?
16 Does your company
have a culture that

54
develops team spirit?

BIBLIOGRAPHY

55
 BIBLIOGRAPHY

Books

 Aswathappa K, Human Resource and Personnel management

 O.R Krishnaswami and M.Ranganatham, Methodology of Research in
Social Science
 V S P Rao, Human Resource Management, Second Edition, Excel Books
 Evaluating Human Resource Resource Development- Udai Pareek

Journals
 Aziri Brikend (2011), “Job Satisfaction”, Management Research and Practice
vol. 3 issue 4, pp: 77-86

 Meena M. L. and Dangayach G.S.,(2012), “Analysis of Employee Satisfaction

in Banking Sector”, International Journal of Humanities and Applied
Sciences (IJHAS) Vol. 1, No. 2, ISSN 2277 – 4386

 Dr. Anitha R., Sep (2011), “A Study on Job Satisfaction of Paper Mill
Employees with Special Reference to Udumalpet and Palani Taluk”, Journal
of Management and Science, Vol. 1, No.1

 Bhatti, K., & Qureshi, T. (2007). Impact of employee participation on job

satisfaction, employee commitment and employee productivity. International
Review of Business Research Papers,

Websites

 www.google.com
 www.Reliancelife.com

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