Tcs Company

PROJECT REPORT
ON A STUDY ON JOB SATISFACTION OF TCS EMPLOYEES (SOUTH MUMBAI)
A Project Submitted to
University of Mumbai for partial completion of the degree of
Master In Commerce (Business Management)
Under the Faculty of Commerce
BY
ADITI VINOD DHARIA
MCOM PART-2, SEM -3
ROLL NO – 62006
Under the guidance of
DR. VARSHA MALLAH
BHARATIYA VIDYA BHAVAN’S
H.S. COLLEGE OF ARTS & SCIENCE ,
SHRI M.M. SHETH JUNIOR COLLEGE OF ARTS & SCIENCE &
J.P. COLLEGE OF COMMERCE & MANAGEMENT STUDIES,
29, KULPATI K.M. MUNSHI ROAD GAMDEVI MUMBAI-400007
ACADEMIC YEAR
2023-2024
PROJECT REPORT
ON A STUDY ON JOB SATISFACTION OF TCS EMPLOYEES (SOUTH MUMBAI)
A Project Submitted to
University of Mumbai for partial completion of the degree of
Master In Commerce (Business Management)
Under the Faculty of Commerce
BY
ADITI VINOD DHARIA
MCOM PART-2, SEM -3
ROLL NO – 62006
Under the guidance of
DR. VARSHA MALLAH
BHARATIYA VIDYA BHAVAN’S
H.S. COLLEGE OF ARTS & SCIENCE ,
SHRI M.M. SHETH JUNIOR COLLEGE OF ARTS & SCIENCE &
J.P. COLLEGE OF COMMERCE & MANAGEMENT STUDIES,
29, KULPATI K.M. MUNSHI ROAD GAMDEVI MUMBAI-400007
ACADEMIC YEAR
2023-2024
1
CERTIFICATE
This is to certify that M s/ Mr Aditi Vinod Dharia has
worked and duly completed her / his Project Work for the degree of Bachelor of Management
Studies Under the Faculty of Commerce in the subject of Business Management and her / his
project is entitled , “Customers Satisfaction Survey In The Hotel Industry”
under my supervision.
I further certify that the entire work has been done by the learner under my guidance and that
no part it has been submitted previously for any Degree or Diploma of any University .
It is her / his own work and facts reported by her / his personal findings and investigations.
Name and Signature of
Guiding Teacher
Date of submission :
2
Declaration by learner
I the undersigned Miss /Mr. Aditi Vinod Dharia here by , declare that the work embodied
in this project work titled “Job Satisfaction Of TCS Employees(South Mumbai)” from my
own contribution to the research work carried our under the guidance of Dr. Varsha Mallah
is a result of my own research work and has been not previously submitted to any other
University for any other Degree / Diploma to this or any other University.
Wherever reference has been made to previous works of others , it has been clearly indicated
as such and included in the bibliography.
I , here by further declare that all information of this document has been obtained and
presented in accordance with academic rules and ethical conduct.
Name and Signature of the learner
Certified by
Name and Signatures of the Guiding Teacher
3
ACKNOWLEDGEMENT
To list who all have helped me is difficult because they are so numerous and the depth is so
enormous.
I would like to acknowledge the following as being idealistic channels and fresh dimensions in
the completion of this project.
I take this opportunity to thank the University of Mumbai for giving me chance to this project.
I would like to thank my Principal, Prof.( Dr.) Shantaj M Deshbhratar for providing the
necessary facilities required for completion of this project.
I take this opportunity to thank our Coordinator Dr. Varsha Mallah, for her moral support
and guidance.
I would also like to express my sincere gratitude towards my project guide DR. Varsha Mallah
whose guidance and care made the project successful.
I would like to thank my College Library, for having provided various reference books
magazines related to my project.
Lastly, I would to thank each and every person who directly or indirectly helped me in the
completion of the project especially my Parents and Peers who supported me throughout my
project.
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INDEX
Sr.No. Particulars Page No

- TITLE 2
- CERTIFICATION 3
- DECLARATION BY LEARNER 4
- ACKNOWLEDGMENT 5
- LIST OF TABLES 6
- LIST OF GRAPHS 7
- BIBLOGHRAPHY AND REFERNCES 68
CHAPTER 1
INTRODUCTION
1.1 Introduction
1.2 Statement of Problem
1.3 Historical Background
1.4 Brief profile of Company
1.5 Conclusion
CHAPTER 2
Research Methodology
2.1 Introduction
2.2 Objective of the study
2.3 Scope of the Study
2.4 Limitation of the study
2.5 Significance of the study
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2.6 Research Methodology
2.6.1 Data Collection
2.6.2 Sample Design and Framework
2.6.3 Data Analysis and Interpretation
2.7 Conclusion
CHAPTER 3
Literature Review
3.1 Introduction
3.2 Review of Literature
3.3 Conclusion
CHAPTER 4
Data Analysis, Interpretation & Presentation
4.1 Introduction
4.2 Analysis and Finding related to primary data
4.3 Analysis and Finding related to secondary data
4.4 Conclusion
CHAPTER 5
Conclusion and Suggestion
5.1 Introduction
5.2 Major Conclusion of the study
5.3 Suggestion and recommendations
5.4 Conclusion
BIBLIOGRAPHY AND REFERENCES
APPENDIX
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Table No List of Tables.
4.2.1 Age of Respondents

4.2.2 Gender of Respondents
4.2.3 Working Year of Respondents
4.2.4 Working Environment of Respondents
4.2.5 Opinion and Suggestion of Respondents
4.2.6 Working relationship with senior management of Respondents
4.2.7 Career development growth of Respondents
4.2.8 Work life balance of Respondents
4.2.9 Ideas and Plans of Respondents
4.2.10 Communication of superior with rest of the organisation
4.2.11 Freedom provided by HOD of Respondents
4.2.12 Satisfied by the remuneration paid to the respondents
4.2.13 Satisfied by the safety provided by the company
4.2.14 Satisfied by the facility provided to the respondents
4.2.15 Opinion of the respondents about working hour
4.2.16 Safety provided by the company to the girls
4.2.17 Overall Satisfaction level of the respondents
4.2.18 Any other suggestions by the respondents
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Graph No List of Graphs Page No
4.2.1 Age of Respondents
4.2.2 Gender of Respondents
4.2.3 Working Year of Respondents
4.2.4 Working Environment of Respondents
4.2.5 Opinion and Suggestion of Respondents
4.2.6 Working relationship with senior of Respondents
4.2.7 Career development growth of Respondents
4.2.8 Work life balance of Respondents
4.2.9 Ideas and Plans of Respondents
4.2.10 Communication of superior with rest of the organisation
4.2.11 Freedom provided by HOD of Respondents
4.2.12 Satisfied by the remuneration paid to the respondents
4.2.13 Satisfied by the safety provided by the company
4.2.14 Satisfied by the facility provided to the respondents
4.2.15 Opinion of the respondents about working hour
4.2.16 Safety provided by the company to the girls
4.2.17 Overall Satisfaction level of the respondents
4.2.18 Any other suggestions by the respondents
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A Study On Job Satisfaction Of TCS Employee In Mumbai Region.
CHAPTER :01
INTRODUCTION
1.1 INTRODUCTION OF JOB SATISFACTION OF EMPLOYEES
The environment, attitude, and quality of work that a company can provide to its employees can also greatly
impact employee job satisfaction. It may or may not be able to be measured, but research methods can be used
to compare employees’ satisfaction levels in the same company or industry based on the same questions or
parameters. Job satisfaction refers to employees’ overall feelings about their jobs. It is the state of well-being
and happiness of a person concerning performance in the workspace and its environment. It can be an excellent
determinant of productivity within a company. Every organization has an aim of attaining the objectives
through the employees working for the firm. So, the organizational objectives may be successfully reached only
with the employee work performance. The output of effective work performance will be made when the
employees are satisfied with their job and work. Thus, employee satisfaction has significant importance in the
business . job satisfaction is defined as the level of contentment employees feel with their job. This goes beyond
their daily duties to cover satisfaction with team members/managers, satisfaction with organizational policies,
and the impact of their job on employees’ personal lives.
Picture Source :- Google
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NEED FOR THE STUDY:
Obviously job satisfaction plays a key role in organizations success. Without employee satisfactiontowards their
jobs none of the employee will perform well and it is very difficult to reach theorganizational goals and
objectives.
Hence, job satisfaction helps to yield maximum output(performance) from the employees. So that this study is
undertaken to measure satisfaction of Employees .
Statement of The Problem:-
Lack of training and development options. Many people purposely seek employment with a company that is
willing to invest in the learning and development of its employees. Helping staff grow can motivate them to do
better in their jobs and bemore devoted to the organization.
In addition, feeling encouraged and set up for career advancementcan help employees feel more satisfied with
their current role. Successful companies understand thevalue of a training and development plan, so they
allocate the required resources.. For example, you maysee the need for more training at your organization, but a
generous budget isn’t feasible. In that case,there are methods for developing employees that don’t require
substantial funds, such as:.
Work-life balance is considered to be important for both, business practice and academic research. Theliterature
shows that work-life balance is a central issue affecting wellbeing, as family and work are themost important
elements of everyone’s life.
Work life balance from the employee viewpoint: thedilemma of managing work obligations and
Personal/family responsibilities.
Research suggests thatimproving the Balance between our working lives and our lives outside work can bring
real benefits forEmployers and employees. It also shows the difference in work life balance of males and
females.
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The study has been undertaken to find out the job satisfaction of TCS employees ,
Introduction
PICTURE SOURCE : GOOGLE .
The Tata Group is an Indian multinational conglomerate headquartered in Mumbai. Established in 1868, it is
India's largest conglomerate, with products and services in over 150 countries, and operations in 100 countries
across six continents. There are 29 publicly listed Tata Group companies with a combined market
capitalisation of ₹25 trillion (US$300 billion) as of September 2023.
One of India’s oldest and biggest corporations was created in 1868 by Jamsetji Tata and is known as the Tata
Group. Tata was first founded as a trading corporation before diversifying into steel, autos, telephones, and
hospitality sectors. Tata Steel was established in 1907 and quickly became prominent in the world steel industry
as India’s first integrated steel mill. The stories about Tata Group’s accomplishments go beyond business. The
Tata Group is an Indian multinational conglomerate headquartered in Mumbai. Established in 1868, it is India’s
largest conglomerate, with products and services in over 150 countries, and operations in 100 countries across
six continents. Tata Consultancy Services (TCS) is a global IT services, consulting and business solutions
organization that has been partnering with many of the world’s largest businesses in their transformation
journeys for over 50 years. TCS offers a consulting-led, cognitive powered, integrated portfolio of business,
technology and engineering services and solutions. Founded in 1968 by Faquir Chand Kohli, TCS is part of the
Tata Group, one of India's most respected industrial conglomerates. Industry: Information Technology and
Services Product, Services and Operations: TCS provides a wide range of services including IT services, digital
and business solutions, consulting, cognitive business operations, cloud infrastructure, blockchain, analytics and
insights, automation and AI, IoT, and quality engineering. Funding Details: As a part of the Tata Group,
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TCS is publicly traded on the Bombay Stock Exchange and the National Stock Exchange of India. As of 2021,
the market capitalization of TCS is approximately $169 billion. Acquisitions: Notable acquisitions include
Citigroup Global Services, Computational Research Laboratories, and BridgePoint Group. Awards and
Achievements: TCS has been recognized as a Global Top Employer by the Top Employers Institute, and has
received numerous awards for its leadership in IT services, corporate responsibility, and diversity and inclusion.
Tata Consultancy Services’ (TCS) goal of becoming a billion -dollar company has been achieved, this was
revealed by TCS chief executive officer (CEO) S Ramadorai in an exclusive interview to FE, where he stated
the company’s promise was being delivered The accomplishment comes ahead of the much talked about initial
public offering (IPO) of TCS, which is currently a division of the holding company of the Rs 40,000-crore Tata
Group, Tata Sons, and Asia’s largest IT service s company. TCS will come out with an IPO only if it has to
make acquisitions of more than 4 to 5 billion dollars. Such acquisitions are inevitable if the company wants to
achieve its vision of being global top 10 by 2010. So, the company will probably come up with an IPO soon, so
that it has enough time to consolidate the acquisitions and leverage them to achieve its vision. The challenge
now, is how the company would compete in the global market. Price was not a factor in what the company had
to offer to global clients, companies would do their homework. “They will see the value creation — price is not
going to be the only factor. It will not come to you because it is the cheapest; it will come to you because it
addresses numerous points”.
Tata Consultancy Services Limited (TCS) is an information technology (IT) services, consulting and business
solutions organization. TCS offers a consulting-led, integrated portfolio of IT, Business Process Services (BPS),
infrastructure, engineering and assurance services. It services portfolio comprises assurance services, business
intelligence (BI) and performance management, business process services, consulting, digital enterprise,
engineering and industrial services, enterprise security and risk management, enterprise solutions, iON business,
IT infrastructure services, IT services, platform solutions and supply chain management, among others. TCS
offers software, including Digital Software and Solutions, TCS BaNCS, TCS MasterCraft and TCS Technology
Products. It serves various industries, including Banking and Financial Services, Energy, Government,
Healthcare, High Tech, Insurance, Life Sciences, Resources, Retail and Consumer Products, Telecom, Travel,
and Utilities
. Tata Consultancy Services Ltd. Key Products/Revenue Segments include Information Technology &
Consultancy Services which contributed Rs 72160.74 Cr to Sales Value (98.07% of Total Sales), Sale of
Equipment & Software Licenses which contributed Rs 1417.32 Cr to Sales Value (1.92% of Total Sales), for the
year ending 31-Mar-2015.
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History Of TCS,
Tata Consultancy Services is an Indian multinational information technology services and consultingcompany,
headquartered in Mumbai, Maharashtra, India. TCS or TATA Consultancy Service wasestablished in 1968 as a
division of Tata Sons Limited. A pioneer in the Indian software program industry,TCS established the Tata
Research Development and Design Centre, in Pune, India in 1981. In the year2011, TCS commenced its cloud-
based services thus entering the small and medium business enterprisefor the first time. With over 3,35,000
employees as of 8October 2015, TCS is the second-largest businessenterprise among the listed India agencies in
the back of Coal India Limited.
Born into the Tata Family of India, he was the son of noted businessman Ratanji Dadabhoy Tata and hiswife
Suzanne Brière. His mother was the first woman in India to drive a car and, in 1929, he became thefirst licensed
pilot in India.
He is also best known for being the founder of several industries under theTata Group, including Tata
Consultancy Services, Tata Motors, Titan Industries, Tata Salt, Voltas and AirIndia. In 1983, he was awarded
the French Legion of Honour and in 1955 and 1992, he received two ofIndia’s highest civilian awards the
Padma Vibhushan and the Bharat Ratna. These honours werebestowed on him for his contributions to Indian
industry.
Jamshedji Nusserwanji Tata was born in 1839. Tata graduated from Elphinstone College in Bombay in1858.
Shortly afterwards, he joined his father’s trading firm that dealt in general merchandise. There, thejunior Tata
took a special interest in developing trade with China.
Founder
TCS founded by Tata sons. Sir Dorabji Tata and sir Ratan Tata are two biggest shareholders
in Tata sons. The chairman of TCS is N. Chandrasekaran. He is promoter of more than 100
tata operating companies include Tata Motors, Tata Power, Tata Consultancy Services. Tata
consultancy services limited company provides its services in various parts of world like
Asia, Australia, Europe, north America, Africa, south America, etc.
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PICTURE SOURCE: GOOGLE
1968–2005
Tata Consultancy Services Limited, initially started as Tata Computer Systems, was founded in 1968 by a
division of Tata Sons Limited. Its early contracts included punched card services to sister company TISCO
(now Tata Steel), working on an Inter-Branch Reconciliation System for the Central Bank of India, and
providing bureau services to Unit Trust of India.
In 1975, TCS delivered an electronic depository and trading system called SECOM for a Swiss company SIS
SegaInterSettle; it also developed System X for the Canadian Depository System and automated
the Johannesburg Stock Exchange. TCS associated with a Swiss partner, TKS Teknosoft, which it later
acquired.
In 1980, TCS established India's first dedicated software research and development center, the Tata Research
Development and Design Centre (TRDDC) in Pune. In 1981, it established India's first client-dedicated offshore
development centre, set up for clients Tandem.
In anticipation of the Y2K bug and the launch of a unified European currency (Euro), Tata Consultancy
Services created the factory model for Y2K conversion and developed software tools which automated the
conversion process and enabled third-party developer and client implementation. Towards the end of 1999, TCS
decided to offer Decision Support System (DSS) in the domestic market under its Corporate Vice President and
Transformation Head Subbu Iyer. The company also registered its first tagline "Beyond the Obvious" in 1999.
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2005 to 2016
On 25 August 2004, TCS became a publicly listed company. In 2005, TCS became the first India-based IT
services company to enter the bioinformatics market,and in the same year TCS changed the tagline from
"Beyond the Obvious" to "Experience Certainty". In 2006, it designed an ERP system for the Indian Railway
Catering and Tourism Corporation. By 2008, its e-business activities were generating over US$500 million in
annual revenues.
TCS entered the small and medium enterprises market for the first time in 2011, with cloud-based offerings.On
the last trading day of 2011, it overtook RIL to achieve the highest market capitalization of any India-based
company.In the 2011–12 fiscal year, TCS achieved annual revenues of over US$10 billion for the first time.
In May 2013, TCS was awarded a six-year contract worth over ₹11 billion (US$140 million) to provide services
to the Indian Department of Posts. In 2013, the firm moved from the 13th position to 10th position in
the League of top 10 global IT services companies and in July 2014, it became the first Indian company with
over ₹5 trillion (equivalent to ₹8.0 trillion or US$100 billion in 2023) market capitalization.
In January 2015, TCS ended Reliance Industries Limited's 23-year run as India's most profitable firm.
2017 to 2023
In January 2017, the company announced a partnership with Aurus, a payments technology company, to deliver
payment solutions for retailers using TCS OmniStore, a first of its kind unified store commerce platform. In the
same year, TCS China was associated as a joint venture with the Chinese government.
In March 2018, Tata Sons sold stocks of TCS worth $1.25 billion in a bulk deal.TCS received the 2019
American Business Awards from Four Stevies.On 8 October 2020, TCS surpassed Accenture in market
capitalization to become the world's most-valuable IT company with a market capitalization of $144.73
billion.] On 25 January 2021, TCS again surpassed Accenture briefly, in market capitalization to become the
world's most-valuable IT company with a market cap of $170 billion. The same day, TCS became India's most
valuable company, surpassing Reliance Industries with a market capitalization of ₹12.55 trillion (equivalent
to ₹14 trillion or US$180 billion in 2023). In 2021 Tata was also one of the largest job provider in India hiring
43,000 individuals in H1 FY22. In October 2021, N Ganapathy Subramaniam, the COO of TCS, stated that its
platforms and products business is worth approximately $3 billion.The company's platforms and products
business includes TCS' SaaS-based platforms, and according to Subramaniam, between October 2020 and
October 2021, 95% of the deals won by TCS have been for its cloud platforms and SaaS platforms.Also, in
2021 TCS got a millennial makeover.
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Under the leadership of Rajashree R, TCS Chief Marketing Officer (CMO), the company changed the tagline
from "Experience Certainty" to "Building on Belief".
In May 2021, alongside consortium partner Neurotechnology, TCS was selected by the Unique Identification
Authority of India (UIDAI) to provide biometric technology for the Aadhaar digital ID program. The Aadhaar
program has been described by the World Bank Chief Economist Paul Romer as the "most sophisticated ID
programme in the world"[58] owing to the existing database of over 1.3 billion citizens.
Shahad - Mumbai, Maharashtra

 Trombay - Mumbai, Maharashtra
 Vidyavihar - Mumbai, Maharashtra
 Maithon - Dhanbad, Jharkhand
 Mundra - Kutch, Gujarat
 Jojobera - Jamshedpur, Jharkhand
TPSDI also runs programs in collaboration with TPDDL CENPEID, Delhi. The Institute's unique training
approach is designed for delivering skills with speed, scale, and standards.
Training at TPSDI ensures holistic development of trainees. In addition to technical skills, training at TPSDI
also focuses on other dimensions of skill building, such as - numerical ability, science, basic IT, industry
orientation, communication, soft skills & personality development, and work ethics, and places special emphasis
on Safety, Health & Environment (SHE) considering the sector's specific need. The training consists of both
knowledge and hands-on skills.
BRIEF PROFILE OF COMPANY
Founder member:
Mr. JRD Tata along with Mr. Fakir chand Kohli also known as Father of Indian IT founded the TCS. Mr. Fakir
Chand was first CEO of TCS. Mr. JRD Tata along with Mr. Fakir chand Kohli also known as Father of Indian
IT founded the TCS. Mr. Fakir Chand was first CEO of TCS.
Office in how many continents and countries:
TCS has office in 5 continents and about 46 countries till date
Number of Employees till date: TCS 614 thousands employees till date
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VISION
Statement of purpose
To be the Best in Class Technical Training Institute for Contemporary and Future Industrial Skills to empower
people in a sustainable manner
MISSION
 We will be Customer-centric in all that we do.
 We will be a Learning Organization.
 We will optimally leverage training infrastructure for demonstration, hands-on, and practical training.
 We will focus on application-oriented practical training, beyond mere cognitive learning, as our USP.
 We will leverage State-of-Art technology and processes to develop and deliver training.
 We will be a preferred partner for Industrial competency development at all levels with special emphasis
on the
 power sector domain.
Values
TCS enshrines Tata Power's "SCALE" value system:
 Safety - Safety is a core value over which no business objective can have a higher priority
 Care - Care for Stakeholders, our Environment, Customers and Shareholders - both existing and
potential, our Community and our People (our employees and partners)
 Agility - Speed, Responsiveness and being Proactive, achieved through Collaboration and Empowering
Employees
 Learning - Building future ready skill sets through learning and training. Maximise usage of e-learning
platforms
 Ethics - Achieve the most admired standards of Ethics, through Integrity and Mutual Trust
Tata Power, India’s largest integrated power company through its skill development endeavor, Tata PowerSkill
Development Institute (TPSDI) has been successfully enhancing employability and uplifting theeconomic
conditions of people in and around its operational areas. TPSDI is affiliated as a TrainingPartner with the Power
Sector Skill Council (PSSC) of India. With the vision of making India the skillcapital of the world, TPSDI
offers a number of skill development programs to equip youth withemployable skills. In line with this TPSDI
has introduced a “Maintenance Skills Course” for mechanicaland electrical engineers at Maithon and
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Jojobera.Spanning 12 weeks, the course will offer maintenanceskills training including two weeks of field
training at a Tata Power site. The course will be conducted at
TPSDI’s training centres in Maithon (near Dhanbad) and Jojobera (Jamshedpur), Jharkhand. Both thesecentres
are equipped with state-of-the-art infrastructure and equipment, and the training is delivered by
highly experienced faculty from the industry. The Tata Power Skill Development Institute (TPSDI) is an
endeavour from the Tata Power Company to empower youth and others with employable skills, especially in the
Power and allied sectors, and to address the skill gap challenge faced by the Indian Power Sector. The Institute
provides modular training and certification across a wide range of employable skills. TPSDI was launched on
Feb 9, 2015 as part of Tata Power's Centenary Year celebrations by the Tata Group Chairman. The Institute has
set up six training hubs in three locations in the country leveraging the facilities of Tata Power and its
JV/Subsidiaries:
Tata Consultancy Services Industries
TCS has a huge portfolio of products and services :
 Financial: accounting, banking, capital markets and insurance;

 Management HR, payroll, retail management and portfolio management;
 Business intelligence: enterprise resource planning, analytics internet of things, machine learning and
business automation;
 Medical; pharmaceuticals and clinical trials management; and
 IT; networking managed services, development and outsourced IT with TCS Business Process
Services.
 Outsourcing , Consulting , Managed services , TCs interactive , Analytics and insights , Blockchain
 Quality engineering , Microsoft business unit , Enterprise applications , Automation and AI ,Engineering
and industrial services
 Cloud apps, microservices &API ,Conversational experiences , Internet of things , Cloud infrastructure
 Cognitive business operations
Establishment
Tata consultancy services limited established in 1968. In 1968, the company started as tata computers systems.
In 1975, the company delivered electronic depository and trading systems. In 2004, TCS becomes the first
Indian IT service company. TCS provides wide range of information technology products and services including
application development, business process outsourcing, capacity planning, consulting, enterprise software,
hardware sizing, payment processing, software management and technology education
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Board of Directors
Tata Consultancy Services Ltd. (TCS) has eleven board of directors, with seven independent directors. Officer
(See Appendix A for a list of the members of the TCS Board of Directors). Considerable diversity in its
members’ diverse experiences and cultural backgrounds is ensured by the Board of Directors (D’Monte, 2012,
para. 5). The current Board has been successful for almost 10 years and driven the business to produce high
returns to shareholders while at the same time reducing risks. Members of the board are not allowed to join
more than 10 boards or commissions except for the TCS to ensure that the business is more focused. (D’Monte,
2012, para. 6). The attendance records show a strong level of participation of all participants on the board and
committee meetings. It has a good combination of skills in different geographies and cultures that allows the
organization to represent goals in all countries in which it operates (D’Monte, 2012, para. 7). The Board's
potential is reflected in the fact that when TCS elected a new CEO, Rajesh Gopinathan, TCS witnessed a very
smooth and competent change (D’Monte, 2012, para. 9).
Chairman and CEO: S. Ramadorai : He has been the CEO of TCS from a very long time and posses the
vision to make the company global top 10 company. He is both a good leader as well as an excellent manager
Deputy Chairman: Tata Consultancy Services Deputy Chairman F.C. Kohli, is widely acknowledged as the
'Father of the ndI ian Software Industry'. He took charge of the company in 1969 and is credited with growing it
into one of the largest information technology firms in India. Bestowed with numerous awards, Kohli is also
associated with many professional bodies like Nasscom and the Computer Society of India.
Head, Strategy initiatives: Mahesh Bhandari leads the company’s strategy initiatives. Mr. Bhandari is
responsible for spearheading TCS’ initiatives into new business areas and geographies, evaluating and finalizing
alliances, partnerships and investments globally
Career in TCS:
One may try for various career options in TCS and the website link to directly apply for jobs
is https://www.tcs.com/careers
Website of TCS
Website of TCS: is www.tcs.com
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COMPANY SITUATION
Strengths Weakness
 Wide Range of Services  Inability to Provide Adequate Returns to
 Broad Network Globally its Shareholders
 Skilled and Experienced Management  Legal Battles
Team
Opportunities Threats
 Growth in Service Market Globally  Domestic and International Competitors
 Cloud-Based Solutions  Changing Technological Trends
 Retaining a Sustainable Workforce
SWOT ANALYSIS
Figure 1: SWOT chart
Strengths
Wide Range of Services : Tata Consultancy Services provides a broad IoT intellectual property portfolio and
capabilities covering strategic planning, organizational structure, execution, application services in technology
and business, and post-delivery maintenance and support services(MarketLine, 2019, para. 4).
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The company’s IoT technologies concentrate on transforming companies and consumers through sectors
including manufacturing, CPG, distribution, electricity, energy, transport, logistics, safety, Hitech and
telecoms(MarketLine, 2019, para. 4).
Broad Network Globally
The enterprise has an established network of partners. In alignment with its strategic vision it develops
and nurtures strategic partnerships. The partner initiatives are intended to work together on partner technologies
and to be trained, assisted and resourced for partner technology products(Tata Consultancy Services Ltd.,
2019e, para. 3).
“Its global alliance partners include Amazon Web Services, Adobe, Apigee, AppDynamics, Appian, Aptitude
software, Automation anywhere, Avaya, Blueprint, Bosch, CA, Cisco, Citrix, Cloudera, Hewlett Packard
Enterprise, Dell, Oracle, VMware, RedHat, Hitachi, Google, IBM, Microsoft, Juniper Networks, NetApp, SAP,
and Symantec, among others.” (MarketLine, 2019, para. 3).
Skilled and Experienced Management Team
The success of every company depends on the administration of intellectual property and quality professionals
in the information technology sector. TCS is heavily dependent on its professional staff and management
team(Tata Consultancy Services Ltd., 2019e).
This operates through a team of skilled and experienced staff who have previously performed domestic and
international ventures.Therefore, an experienced team plays a very important role in the success of a
company(Tata Consultancy Services Ltd., 2019e)
Weakness
Inadequate Returns to its Share Holders
During the financial year 2018, the company’s operational performance declined. In 2018, the company’s
margin decreased to 24.8% from 25.7% as compared to the margin in 2017. Lack of focus and
21
follow-up on the cost management by the company indicates weak operational performance(MarketLine, 2019,
para. 8).
Legal Battles
In 2016, TCS was found guilty for the alleged misuse of Epic System’s confidential information. As a result of
this TCS had to pay for the damages worth 940 million dollars(MarketLine,2019).Such legal battles may affect
the company’s performance, overall growth and reputation in the market(Aggarwal, 2019).
Opportunities
Growth in Service Markets Globally
The global market for IT services has exceeded $697.7 billion in 2017 and is projected to grow by $947 billion
by CAGR by 6.3 percent in 2017-22. Infrastructure services represented 45.1% of the global IT services market
' total market value, followed by 30.9% application service and 24% BPO services in 2017(MarketLine,2019,
para.In regional terms, the US accounted for 37,5% of the overall IT services industry, led by Europe, 31,7%, A
siaPacific, 24,2%, the Middle East, 0,2% and the rest of the world, 6,4% in 2017 (MarketLine,2019, para. 8)
Cloud-Based Solutions Digital technologies of transformation and fast internet connectivity come into being.
Cloud-based solutions are growing worldwide and expenses on cloud services are expected to rise by more than
19% in the next five years(Tata Consultancy Services Ltd.,2019e, para. 8). TCS has a robust cloud-based
architecture and is, therefore, able to benefit from the generated market.
Threats
Domestic and International Competitors Organizations, including Wipro, Infosys, Capgemini, and Deloitte, etc.
operate intensively in the IT sector which contributes to the global price wars which reduce the market share
(MarketLine,2019, para.
Changing Technological Trends The changes in technologies and the IT sector depends on their
activities.Accenture should constantly introduce new products and services which exceed customer
requirements to compete effectively with its peers. New technologies or new industry norms may render current,
outdated or unmarketable products and services under production.
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The company's competitiveness could be affected if it cannot study the evolving technology
landscape(MarketLine,2019).
Retaining Sustainable Workers
One of the great challenges for IT firms is the survival of the workers. The high level of attrition or the lack of
skilled professionals can impact the company's performance. The abilities of project management and customers
are largely dependent on the ability of project managers, software engineers, and other senior technical
personnel to attract, train, motivate and keep highly skilled professionals. Unable to employ and retain qualified
staff, the company may drastically decrease its portfolio of projects and profit margin(MarketLine,2019).
RECENT NEWS AND DEVELOPMENT IN TCS
TCS is planning to hire 50000 associates in 2012 .TCS has got a contract from “Credit Union Australia”
(TCS) has received a multi-year, multi-million dollar contract to provide application support, maintenance and
development services from US-based “Air Liquide” T a t a C o n s u l t a n c y S e r v i c e s h a s m a n a g e d t o
receive ten large deals.
TCS is planning to hire60,000 Employees in Financial year 2011-2012
T C S h a s g o t c o n t r a c t f r o m C r e d i t U n i o n Australia. Country's largest software firm Tata
Consultancy Services (TCS) has received a multi-year, multi-million dollar contract to provide application
support, maintenance and Developments. Services from US based Air Liquide
T C S i s g o i n g t o o p e n i t s f i r s t o f f i c e i n Madhya PradeshinIndoreworth Rs.1000
crores. The 100 acre project, expected to be operational by 2013, will employ more than 25000 people
directly and equal number indirectly. This project isthe first and the biggest IT project of the state and would
play a vital role in the development of Indore.
Employees : T C S i s o n e o f t h e
l a r g e s t priva te sector e m p l o y e r s i n I n d i a w i t h a c o r e s t r e n g t h 2 0 2 , 0 3 9 individuals. TCS
has turned into the second-largest employer among listed companies
after Coal India Limi ted . B u t t h e b i g g e s t e m p l o y e r i n t h e c o u n t r y i s India n Railways w
i t h 1 6 l a k h s employees. TCS’s BPO arm had revenues of $925 million in the year that ended
in March, and34,000 employees TCS has one of the lowestattritionrates in the Indian IT industry. In
the pastand in the present, TCS has been riticized by its employees in Public forums on its
Appraisaland Promotion policies.
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Present Condition of TCS
TCS Crossed $10 billion in revenue in 2012. The cloud platform of TCS namely ion assessments, financial
inclusion, HR, financial accounting, TAP™, procurement, and analytics crossed $100 million in revenue in
2015. TCS ranked 64th overall in the Forbes World’s Most Innovative Companies in 2015. TCS Net Worth It
is the world’s 9th largest IT services provider by revenue. TCS ranked 10th on the Fortune India 500 list in
2017. In April 2018, TCS became the first Indian IT company to reach $100 billion market Capitalization. The
revenue of TCS in the year 2018 is $19.08 billion.
Top 5 reasons to work at TCS

Most of the Indian developers dream of working for top Indian MNCs. Infosys, TCS, Wipro, HCL, and Tech
Mahindra are some of the big names who drive the country’s IT industry.
Employer rating website JobBuzz – which features employee reviews for various workplaces – tabulated the
employee feedback for TCS. The site has responses and feedback of over 4,600 employees who have worked in
TCS, or are still working with TCS. Here are the reasons listed by these employees for working with TCS –
1. Work-life balance
Often, people working in software industry find it very hard to maintain the work-life balance. However, 23%
people believe that TCS offers them opportunity to balance their work as well as their personal life.
2. Brand name In recent years, IT companies have grown like mushrooms, especially in India but only a
few are able to provide a sustainable career to their employees. That’s why people prefer working with big
brands. Getting associated with a brand not only gives you a satisfaction that you are going on a right career
path, but also ensure job security to some extent. About 23% employees (from the 4,600+ responders) think that
TCS is a brand that can help them boost their career.
3. Work environment
Another important factor that lures the workforce towards TCS is the company’s work environment. About 16%
of employees voted TCS for providing a favourable and healthy work environment.
4. People/colleagues
Colleagues are the people with whom you spend most of your time at workplace. Also, for running a project
successfully, an understanding and cooperative team is an absolute necessity. About 15% of the respondents say
that it is one of the major reasons they are associated with TCS.
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5. Leave policy
People tend to like a company that understands the needs of its workforce. An employee-friendly leave policy
and regulations are among the top five reasons why people continue to work with the firm. 14% people have
approved of TCS of having good leave policy.
TCS BPS
TCS BPS (Business Process Services) is the third-largest India-based IT outsourcing company
(after Capgemini).The BPS division had revenues of US$1.44 billion in FY 2012–13, which was 12.5% of the
total revenue of TCS. TCS BPS has more than 45,000 employees who serve over 225 million customers across
11 countries. The rate of attrition in the BPS division during the financial year 2012–13 was 19.5%. The firm
has also opened a business process outsourcing facility in the Philippines.
Life Sciences and Healthcare
Since 2006 TCS signed multi million contracts from american biopharma giants Pfizer, Eli Lilly etc for
providing clinical research-data management, biostatistics, and medical writing services. TCS also provides
services to european biopharma giants such as Roche, Novartis etc in the areas of clinical data
management, biostatistics, clinical programming, pharmacovigilance, and RWE support towards global drug
development efforts.
Tata Research Development and Design Centre

Main article: Tata Research Development and Design Centre
TCS established India's first software research centre, the Tata Research Development and Design Centre,
in Pune, in 1981. TRDDC undertakes research in software engineering, process engineering, bioinformatics, and
systems research. Researchers at TRDDC also developed MasterCraft (now a suite of digitization and
optimization tools), a Model-driven Development software that can automatically create codes based on a model
of a software, and rewrite the codes based on the users' needs. The research at TRDDC has also resulted in the
development of Sujal, a low-cost water purifier, that can be manufactured using locally available resources.
TCS deployed thousands of these filters in the Indian Ocean tsunami disaster of 2004 as part of its relief
activities.[119] This product has been marketed in India as Tata Swach, a low-cost water purifier.
Innovation labs
In 2007, TCS launched its co-innovation network, a network of innovation labs, start-up alliances, university
research departments, and venture capitalists.In addition,
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TCS has 19 innovation labs based in three countries.[123] TCS' partners include Collabnet and Cassatt, and
academic institutions such as IITs, Stanford, MIT, and Carnegie Mellon, and venture capitalists
like Sequoia and Kleiner Perkins.
Sponsorships
TCS is the title sponsor for Toronto Waterfront Marathon, London Marathon, Amsterdam Marathon, Mumbai
Marathon, Lidingöloppet, and New York City Marathon[142][143] and one of the sponsors of City2Surf, Australian
Running Festival, Berlin Marathon, Chicago Marathon, and Boston Marathon.[144] In India, it is the title sponsor
of World 10K held in Bangalore every year.[145] TCS is a sponsor of the Indian Premier League team Rajasthan
Royals since 2009.[146] Besides, TCS provides Rajasthan Royals with technology to help in the analysis of player
performance, simulation, and use of RFID tags for tracking the players’ fitness levels and for security purposes
in the stadiums.[147][148] TCS sponsors an annual IT quiz for high school students called TCS IT Wiz.[149] The TCS
IT Wiz is the largest quiz in India, attracting students who are studying between class 8 and class 12. This quiz
is hosted by Giri Balasubramanium. TCS also currently sponsors Jaguar Racing in Formula E and Nakajima
Racing in Super Formula.
CONCLUSION
Employee satisfaction is the terminology used to describe whether employees are happyand comfortable and
accomplishing their desires and needs at work. Employee satisfaction can also be based on the effect of an
individual’s experience of work, or the quality of their working life. Job Satisfaction Of An Employee is
important in order tomaintain their mental health and work-life Balance. In chapter 1 have I concluded
thatemployees are highly satisfied when they are paid good remuneration and when the firm closely interacts
with them.
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CHAPTER : 02
RESEARCH METHODOLOGY
2.1 Introduction
Research : Research is a logical and systematic search for new and useful information on a particular topic.
It is an investigation of finding solutions to scientific and social problems through objective and systematic
analysis. It is a search for knowledge, that is, a discovery of hidden truths. Here knowledge means information
about matters. The information might be collected from different sources like experience, human beings, books,
journals, nature,etc. A research can lead to new contributions to the existing knowledge. Only through
research is it possible to make progress in a field. Research is indeed civilization and determines the economic,
social and political development of a nation. The results of scientific research very often force a change in the
philosophical view of problems which extend far beyond the restricted domain of science itself.Research is not
confined to science and technology only.
There are vast areas of research in other disciplines such as languages, literature, history and sociology.
Whatever might be the subject, research has to be an active, diligent and systematic process of inquiry in order
to discover, interpret or revise facts, events, behaviors and theories. Applying the outcome of research for the
refinement of knowledge in other subjects, or in enhancing the quality of human life also becomes a kind of
research and development.
Research Methodology is a way to systematically solve the research problem.

The logic behind taking research methodology into consideration is that one can have knowledge regarding the
method and procedure adopted for achievements of objective of the project. With the adoption of this others can
also evaluate the results too.
The methodology adopted for studying the objective of the project was done in Mumbai region. In chapter
second I have done the research methodology on the objectives, hypothesis, scope, significance and limitations
of the research. I had prepared a question air with the help of the Google form which is in the form of primary
data. And I have collected the secondary data with the help of various sites. I had also circulated the question air
prepared by me in TCS company
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2.2. Objectives of the Study
The study has been conducted with a variety of important objectives in mind. The following provides us with
the chief objectives that have been tried to achieve through the study. The extend to which these objectives have
been met could be judged from the conclusion and suggestions, which appear in the later part of the study
 To study the employee satisfaction towards the work and welfare measures.
 To find out whether there is an association between job satisfaction and job performance.
 To suggest some valuable measures for the growth of the company.
 To study the employees perception towards organisation.
 To study the attitude of the employees towards their work.
 To identify the factors that motivates the employees.
 To study the satisfaction level of TCS Employee.
2.4 Scope of the study
This study is conducted at TATA consultancy services , Mumbai, Maharashtra, India. This study is conducted to
find out the current work life balance of employees at TCS. The study is restricted to the employees in IT
department at TCS. Work life balance is a technique which helps personnel of an enterprise to balance their
private and professional lives. Work life balance encourages employees to divide their time on the basis on
priorities and preserve a stability through devoting time to family, health, vacations and so on along with
making a career, business travel etc. Responses are collected only from the employees working at TCS,
Mumbai.
Simply put, employee satisfaction surveys are a set of questions that provide insights into how the employees of
an organization feel about their company and experience their work environment.
Employee satisfaction surveys helps the research to get a glimpse of the overall morale in the organization . The
purpose of the employee satisfaction survey is to provide actionable data to improve the employee experience.
Employee satisfaction survey questions are designed to assess how satisfied employees are with their working
environment, job responsibilities, employer employee relationship, relationship with coworkers, and overall job
experience are included in a job satisfaction survey.
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It helps to measure your employee engagement. Researcher can use employee opinion survey questions. Those
questions provide valuable insights into employee morale, enabling organizations to make informed
improvements and foster an engaged workforce.
2.5. Limitations of the Study
 Some of the respondents to the survey were unwilling to share information.

 The statistical method use to analyse the data have their own limitations.
 Response Bias : Some employees may not be completely honest, fearing negative repercussions.
 Due to limitation of time to limited people have given there response. .
 Lack of Flexibility : One major downside of using questionnaires is their lack of flexibility. Once you
send out a questionnaire, it becomes challenging to make changes without risking data integrity.
questionnaires are set in stone once distributed.
 Survey Fatigue : Respondents may find themselves overwhelmed if too many questions are asked, and
they may be demotivated enough to leave the questionnaire in between.
2.6. Significance of the study
 Significance of the study The research shall appraise the nature and impact of job satisfaction on
employee performance It shall determine measures for appraising the job satisfaction level employees
and profer useful information to managers and organisations.
 Employee satisfaction surveys can provide numerous benefits to organizations, ranging from identifying
areas for improvement to enhancing the employer brand .
 Employee Satisfaction are too important to guess at what your employees want covered. Without
employee input you can end up wasting money on programs your employees don’t use.
 All the while you’re not providing them with what they actually need. Survey research is a unique way
of gathering information from a large cohort.
 Advantages of surveys include having a large population and therefore a greater statistical power, the
ability to gather large amounts of information and having the availability of validated models.
 This Survey will Be Beneficial to Organization As Well As Employess.
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2.7 Research Methodology
2.7.1. Data Collection
Data Collection Data was collected by using two main methods –
a) Primary Data
Primary data is the data which is used or collected for the first time and is not used by anyone in the past.
Primary data helps us to know personally about the research.There are a number of sources of primary data from
which the information can be collected. We took the following resources for our research.
Primary data were collected from the respondents through systematic prepared questionnaire in Google form
then electronically summarized the results through respondents. This study is descriptive in nature. It includes
surveys and fact findings enquiries of different kind. The major purpose is to study on employee job satisfaction
of TCS employee in Mumbai region.
1.Questionnaire –
This method of data collection is quite popular, particularly in case of big enquiries. Here in our research we
set 15 simple questions and requested the respondents to answer these questions with correct information. The
questionnaire consists of questions related to housing loans, its interest rates, awareness, preferances,
satisfactions and problems faced by the housing loan holders. Further a study was conducted based on these
questions.
 The questionnaire consists of questions related to Job Satisfaction of the Employee .

 Further a study was conducted based on these questions.
b) Secondary Data
Secondary data were collected from books, websites and journals. Secondary data is the data which is available
in readymade format which has already been used by other people for various purposes. The source of
secondary data is newspapers, internet,books, websites, journals and other published documents.2.3.Sample size
In this study,
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Data has been collected through Random Sampling Method. This study is conducted by survey of job
satisfaction of TCS employee in Mumbai region.
2.7.2. Sample Design and Framework :
A sample design is a definite plan for obtain a sample from a given population. It refers to technique or the
procedure the researcher would adopt in selecting sample from population.
A sample design is a definite plan for obtaining a sample from a given population. It refers to the techniques or
the procedures that the researchers would adopt in selecting items for the samples.Sample design may as well
lay down the number of items to be included in the sample i.e the size of the sample.
Sample design is determine before data are collected. Sample design helps us to determine about the
research.Through sample design we get the overall idea and summary about the research. Sample design plays
the most important part of a research, it helps us to get important information of the research .
sample size 50 Sample size determination is the act of choosing the number of observations or replicates to
include in a statistical sample. In this research study sample size is 50 TSPDI employees at TCS, Mumbai.
It was very difficult to conduct the study on employee job satisfaction. So representative sample are drawn
from the purpose of the study .
 Sample Population :- The population of this study consists of Employees.

 Sample Frame :- Questionnaire was taken to be the sample frame for collection of data.
 Sample Technique :- The sample technique used in the study is Stratified Proportionate Random
sampling .
2.7.3. Data Analysis and Interpretation.
Data, as we know, is available to us in the raw form of information. The raw piece of information has a journey
of its own before it converts into insightful data. These chunks of information can be hard to understand in their
crude form and cannot be directly fed into the algorithms. It goes through a series of steps.
Data interpretation refers to the process of using diverse analytical methods to review data and arrive at relevant
conclusions. The interpretation of data helps researchers to categorize, manipulate, and summarize the
information in order to answer critical questions.
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Data analysis and interpretation is the process of reviewing data and arriving at relevant conclusions using
various analytical methods. Data analysis assists researchers in categorizing, manipulating and summarizing
data to answer critical questions.
In business terms, the interpretation of data is execution of various processes. This process analyzes and revises
data to gain insights and recognize emerging patterns and behaviours. These conclusions will assist you as
manager in making an informed decision based on numbers while having all of the facts at your disposal.
Conclusion
It is concluded that research helps to know about need of the study . And the Objectives which Are selected to
study in detail and research about it from all TCS employees. The scope of the area in which the research is
studied and it is also concludes the limitation of the study caused by factors . It also concludes hypothesis of the
study and sample Design use for the project and significance related the study to know the Benefits Available
for employee’s as well as for organization’s to Understand each other and Beneficial for both.
Picture Source :- Google.
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CHAPTER : 03
REVIEW OF LITERATURE
A literature review is a piece of academic writing demonstrating knowledge and understanding of the academic
literature on a specific topic placed in context. A literature review also includes a critical evaluation of the
material; this is why it is called a literature review rather than a literature report.
Published information in a particular subject area. Sometimes the information covers a certain time period.A
literature review is more than a summary of the sources, it has an organizational pattern that combines both
summary and synthesis.
A summary is a recap of the important information of the source, but a synthesis is a re-organization, or a
reshuffling, of that information. It might give a new interpretation of old material or combine new with old
interpretations. Or it might trace the intellectual progression of the field, including major debates. And
depending on the situation, the literature review may evaluate the sources and advise the reader on the most
pertinent or relevant.
Literature reviews provide you with a handy guide to a particular topic. If you have limited time to conduct
research, literature reviews can give you an overview or act as a stepping stone.
A literature review is an overview of the previously published works on a topic. The term can refer to a full
scholarly paper or a section of a scholarly work such as a book, or an article. Either way, a literature review is
supposed to provide the researcher/author and the audiences with a general image of the existing knowledge on
the topic under question.
A good literature review can ensure that a proper research question has been asked and a proper theoretical
framework and/or research methodology have been chosen. To be precise, a literature review serves to situate
the current study within the body of the relevant literature and to provide context for the reader. In such case,
the review usually precedes the methodology and results sections of the work.
33
 National Reviews
1) Mohla (2011) , Through the study she concluded that management of TCS is already doing many things
Which are different and new in market as well as important to enhance quality of work life of
Employees but still there is always a scope of improvement. Pulse is the company’s annual Associate
Satisfaction Survey. Every year, TCS undertake this Survey to measure and understand its Associate’s
attitude, opinions, motivation, aspirations and Satisfaction. Through Pulse, they attempt to find out
opportunities for improvement, invite suggestions, Ascertain shortcomings, design appropriate plans,
which finally conclude in action. To meet certain project requirements associates are given more flexible
hours of work. It Encourages the associates to work at the time when their productivity can be
maximized. In case of extended working hours associates can avail for reimbursement for meal and
transport. TCS-Maitree came into existence on February 23, 2002 in Mumbai, started by Ms Mala
Ramadorai. Maitree is all about friendship, bonding, sharing and caring. Maitree endeavours to Cultivate
a sense of belonging among its employees and their families. It is also recommended that attention be
paid to the members attributing to low level of Satisfaction with the recognition system. Open lines of
communication should be created That will enhance the creation of participation and interactional
justice.
2) Seema sharma (2018), in hear study said that reaching for the sky has become a habit with Aarthi
Subramanian, The first woman to be appointed to the board of Tata Consultancy Services (TCS), Ms
Subramanian has banked on talent, diligence and resolve to find and fulfill her life's calling. And a
sumptuous calling it has been. Appointed as executive director to the TCS board in March 2015. Ms
Subramanian has operated in a variety of crucial positions at TCS and has worked in, besides India,
Sweden, the United States and Canada. She opens up in this interview with Christabelle Noronha on the
road that has brought her this far and the experiences that have enriched the journey. I like to call it
work-life prioritisation because I don't know if there is a 12balance. Besides, a company like TCS gives
you the opportunities and flexibility to manage your constraints. TCS is a huge company and
professional atmosphere is what we liked the most. Lot of activities related to social causes take place
every now and then. Employee engagement activities is really amazing, such as work life balance. My
job is quite challenging and interesting, good team work and job culture is another major factor that
distinguishes TCS from other companies employees have worked with.
34
3) Kumar Mohan (2011), concluded that TCS offers a flexible work environment where employees are
given the option to work part-Time or work from home under special circumstances. We offer adoption
leave to the parent Irrespective of the gender. If some of our female associates choose to discontinue
work for a Temporary period of time due to family commitments and rejoin the organization at a later
stage, Continuity of service is considered. Employees also have the option to go for sabbaticals. At TCS,
they strive to make work a joyful experience and encourage worklife balance Through “maitree”, a
unique platform for all employee engagement activities. Different clubs Like Theatre Club, Bibliophile
Club, Adventure and Trekking Club, Fitness Club, Sanctuary Club, Music Club and community Services
Club, among others facilitates fun at work. These clubs organize various Activities like yoga, dance
lessons, music competitions, trekking expeditions, sports activities, Regular visits to NGOs, among other
activities for TCS employees.
For example, on Family Day, employees can bring their families to TCS and take them around the
workplace.
4) Pranav Mittal (2020), found in his study that People working in software industry find it very
hard to maintain the work-life balance. However, 23% people believe that TCS offers them
opportunity to balance their work as well as their personal life. Another important factor
that lures the workforce towards TCS is the company’s work environment. About 16% of
employees voted TCS for providing a favourable and healthy work environment. Colleagues
are the people with whom you spend most of your time at workplace.
Also, for running a project successfully, an understanding and cooperative team is an absolute necessity.
About 15% of the respondents say that it is one of the major reasons they are associated
with TCS. People tend to like a company that understands the needs of its workforce. An
employee-friendly leave policy and regulations are among the top five reasons why people
continue to work with the firm. 14% people have approved of TCS of having good leave
policy.
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5) Sandeep Mellam (2021), said the impetuous response to the COVID-19 situation and lockdown was to
allow the employees to work from home (WFH). Many companies are now switching to permanent
work from home, with top companies such as TCS planning to allow 75% of its employees to work from
home by 2025. Almost half of the employees who are working remotely from home are content with
their job and do not want to change the way they work in the near future. Transformation to work from
home is one of the biggest challenges HR Managers are facing in this pandemic scenario. When the
WFH mandate was arrived at, some organizations were able to adapt more quickly than others. The
primary reason is the capability of the infrastructure and the mindset to identify, embrace and execute
new technologies. The users need a tool which can be accessed from anywhere using any device with
insignificant commotion. A productive environment for remote working requires a strong, steadfast,
secure and scalable application that supports positive employee productivity and collaboration.
6) Poojary Pallavi Poojary (2021), TCS pays a lot of attention to life outside work, especially the physical
wellbeing of its employees. From sports clubs to marathons and talent events, TCS encourages
employees to balance work with fun. A special mention has to be made about the importance given to
fitness and physical health at TCS. Free gym access, annual marathons etc. 14are just a few ways in
which the team is encouraged to stay fit. Employees Seemed to have a good work-life balance and
genuinely love the work that they were doing. TCS encourages its employees to continuously up-skill
and keep up with trending technologies in the industry. It’s both in the company’s and the employee’s
interest to do so as the industry becomes more and more skill-focused.
7) Narayanan Lakshmi (2015), is one of the employee at TCS said that Each one of the units of TCS is
highly competitive, require the employee to have knowledge in the latest technology out in the market
and keep ourselves updated. Apart from these units, we also have Digital Commerce, Digital Marketing
etc., which are equally competitive and stay on the bleeding edge with respect to the market technology
and trends. Working in any of these units won’t be a walk in the park and definitely not like your typical
run of the mill IT job. Having said that, the potential for learning inside TCS DESS is quite high. As for
the work life, we follow a very relaxed work culture.
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8 ) Anushree Sharma (2020), wrote in her article Leading global IT services, consulting and business
solutions organization Tata Consultancy Services (TCS), announced that its attrition rate dipped to a record low
of 7.6 percent in the third quarter ended December 31, 2020. TCS’s diverse workforce comprises 147
nationalities, and women constitute 36.4 percent of the base. The firm’s investments in skilling and developing
its workforce, and the use of innovative training methods continue to bear fruit. 3.4 percent of the TCS
employees are currently working out of office. This means that 4.53 lakh employees (over 96 percent of TCS
employees) are currently working from home. The company’s people culture and HR practices have made it the
global industry benchmark in talent retention, helping it bring down the attrition rate.
9 ) Pulkit Goenka (2012), Working with TCS affords you with a sense of certainty of a successful career that
would be driven by boundless growth opportunities and exposure to cutting-edge technologies and learning
possibilities. The work environment at TCS is built around the belief of growth beyond boundaries. Some of the
critical elements that define the work culture are global exposure, cross-domain experience, and work-life
balance.
International reviews
We are very proud to be among the small number of US organisations recognised in the Fortune Big Companies
to Work For in 2020 list,” said Surya Kant, President, North America, UK and Europe, TCS. “At TCS, we
employ passionate, empowered and driven employees who are encouraged to make their voices heard in
providing first-class service to our customers and creating a happy and healthy work culture for all,” Kant
added. PTI (2020), in his study concluded that it is a great place to Work evaluated more than 60 elements of
TCS employees’ experiences on the job. These included the extent to which employees trust leaders, the respect
with which people are treated, the fairness of workplace decisions, and how much camaraderie there is among
the team.More than seven out of 10 (72 percent) TCS employees said the company is a great place to work,
eight out of ten (80 percent) felt good about work-life balance and being afforded time away from work when
necessary. TCS is dedicated to enabling a future-ready workforce and offers many learning experiences that
focus on reskilling and upskilling. In 2019, 90 percent of its US workforce was re-skilled in the latest digital
technologies, 16tools and platforms. Since 2014, TCS has been among the top two US job creators in the IT
services and consulting sector, hiring more than 20,000 new employees, the company said in a statement.
37
1 ) Mckay (2019), According to a Harvard Business School survey, 94% of service professionals put in 50+
hours a week. And while some people claim long hours are necessary, study after study shows that when we
lose work life balance, everyone suffers the consequences. Once we pass a certain threshold of working hours,
our sleep starts to become impaired; we’re more likely to feel depressed and stressed; and can even have a
harder time communicating, collaborating, and getting things done.
2) Albertsen et.al (2008), studied the relationship between work hours and worklife balance and Found a
strong association between larger numbers of work hours and lower levels of work life Balance amongst
women. For men, the results were less conclusive, while for gender-mixed Groups, an association between
overtime work and lower levels of work life balance was strongly Supported. It was found that nonstandard
work hours had a negative influence on work life Balance and some evidence suggested that it had a
negative influence on children’s well-being And on marital satisfaction.
3) Murphy &Doherty(2011), revealed that it is not possible to measure work-life balance in an Absolute way,
because personal circumstances influence the way this is perceived. Long hours And presenteeism form
“part of job” when accepting a role at higher level. However, modernTechnology has helped this to some
extent by allowing senior managers to be accessible insteadOf having to be present in office.tting things
done.
4 ) Jane et.al (2004) have explored relationships between work-life balance, work non-work conflict, Hours
worked and organizational commitment concluded that, although graduates seek work/life Balance, their
concern for career success draws them into a situation where they work Increasingly long hours and experience
an increasingly unsatisfactory relationship between home And work. The article discusses the causes and
potential consequences of this predicament and in Particular how work non-work conflict is linked to hours
worked the state of the psychological Contract and organizational commitment. It highlights the role of
organizations’ policy and Practice in helping to manage the relationship between work and non-work and the
development Of organizational commitment through support for younger employees’ lives out-of-work and
Effective management of aspects of the psychological contract.
38
5 ) Clarke, et al (2004), From the very beginning it is important to understand that work-life balance does not
mean to devote an equal amounts of time to paid work and non-paid roles; in its broadest sense, is defined as a
satisfactory level of involvement or ‘fit’ between the multiple roles in a person’s life. Although definitions and
explanations may vary, work-life balance is generally associated with equilibrium between the amount of time
and effort somebody devotes to work and personal activities, in Order to maintain an overall sense of harmony
in life.
Conclusion
This chapter concludes reviews of literature about the topic related to Employee Job Satisfaction and the
behaviour of the public and working employee towards this project reports that is what is the approach. The
conclusion Should include a summary of Major agreements and disagreements in the literature and a summary
of the general conclusions drawn. If the literature review is the part of the dissertation or thesis , you should also
indicate your own area of research.
39
CHAPTER : 04
DATA ANALYSIS , INTERPRETATION & PRESENTATION.
4.1. INTRODUCTION.
Data interpretation refers to the implementation of processes through which data is reviewed for the purpose of
arriving at an informed conclusion. The interpretation of data assigns a meaning to the information analysed and
determines its signification and implications. Data interpretation is the process Is the process of filtering
Valuable information from large amount of data sets. The collection can be represented in various forms such as
Bar graphs, line charts and tabular forms and other similar forms.
In this chapter I have explained the data collected by me in the form of questionnaire which I have prepared
with the help of Google Form. This information is in the form of primary data which I have collected.
4.2. ANALYSIS AND FINDING RELATED TO PRIMARY DATA :
Table 4.2.1. Distribution of respondents on the basis of Age.
CATEGORY NUMBER OF PERCENTAGE

REPONDENTS
Less than 25 37 74%
25-35 11 22%
35-45 0 0
Above 45 2 4%
40
Source : Primary Data
INTERPRETATION : 4.2.1.
I had chosen the Employee age between the range from 25 to 45. Out of which 74% is
of below 25 years of employees. 22% is between 25 to 35 years of age. 0 % is about 35 to 45 age of the
employees and lastly 4% is of employees above 45 years.
41
Table 4.2.2. Distribution of respondents on the basis of Gender.
Gender Male Female
Responses 19 31
Percentage 38% 62 %
From the responses it can be seen that out of 50 responses 38% are male i.e. 19 employees and 62% are female
i.e. 31 employees. I have selected the gender of three types which is male, female and others. The blue colour
show the male population of the gender and red colour show population of gender. The percentage of male
responded is 38 %, whereas in the case of female the percentage is 62%. And the percentage of others in the
population of Gender is zero.
42
Table 4.2.3. Distribution of respondents on the basis of Number of working years .
CATEGORY NUMBER OF REPONDENTS PERCENTAGE
Less than a year 36 72%
1-3 10 20%
4-6 1 2%
More than 6 years 3 6%
According to the above information , 36 ( 72% ) respondents have been working for TCS for less then 1 year. 10
( 20%) respondents are working for the company for 1-3 years, 1( 2%) responses are from the people Who are
working for 4-6 years, and 3 ( 6%) of them are working at TCS for more then 5 and less then 10 year.
43
Table 4.2.4. Distribution of respondents on the basis of working environment of TCS
company.
Factors NUMBER OF PERCENTAGE

REPONDENTS
Highly satisfied 36 72%
Not satisfied 5 10%
Neural 9 18%
According to the above information , 36 ( 72% ) respondents have been highly satisfied . 5 ( 10%) respondents
are not satisfied, and 9 ( 18%) respondents are not sure about they are satisfied or not about the working
environment in the organization .
44
Table 4.2.5. Distribution of respondents on the basis of opinion sharing of employees .

REPONDENTS
Comfortable 36 72%
Uncomfortable 5 10%
Neutral 9 18%
45
From the above data it can be concluded that 80% of the respondents are comfortable to share there opinion ,
8% of respondents are not comfortable to share there opinion , 12% of them are may not be ready or sure to
share there opinion in the organization.
Table 4.2.6. Distribution of respondents on the basis of relationship in organization with All
levels.
NUMBER OF
Factors REPONDENTS PERCENTAGE
Good 40 80%
Bad 5 10%
No comments 5 10%
46
From the above data it can be concluded that 80% of the respondents have good relationships with there seniors,
10% of respondents are not have good relationship with there seniors , 10% of them are neutral ,they don’t have
good or bad relationship with there seniors are neutral .
Table 4.2.7. Distribution of respondents on the basis of how much importance given by firm
on Career Development of Employees.
NUMBER OF
Opinions REPONDENTS PERCENTAGE
Yes 42 84%
No 1 2%
May be 7 14%
47
According to the above data, it is seen that 84% of the respondents say that the there work place are taking care
of there career growth development , whereas 2% of the respondents say that the there work place are not
taking care of there career growth development and 14% of the respondents say that they maybe or not sure
there work place are taking care of there career growth development.
Table 4.2.8. Distribution of respondents on the basis of employee work-life balance .
NUMBER OF
Yes 35 70%
No 2 4%
Can’t say 13 26%
48
According to the above data, it is seen that 70% of the respondents say that there are work life balance in the
orgnization , whereas 4% of respondents say that there no work life balance in the organization and 26% of the
respondents are not given any comments about the work life balance in the orgnization.
Table 4.2.9. Distribution of respondents on the basis of employees ideas and plan are valued
or not valued in organization .
NUMBER OF
Agree 32 64%
Disagree 1 2%
Neutral 17 34%
Unable to rate 1 2%
49
According to this diagram I found that 64% of the respondents say that they are agree with the question as they
feel there idea and plan are valued in the company , whereas 2% of the respondents say that they are disagree
with the question as they feel there idea and plan are nor valued in the company and 34% of the the of the
respondents are neutral with about this question and whereas 2% of the respondents say that they are unable to
given there opinion about this question.
50
Table 4.2.10. Distribution of respondents on the basis of communication level with Senior
management.
NUMBER OF
Agree 34 68%
Disagree 2 4%
Neutral 11 22%
Unable to rate 5 10%
51
According to this diagram I found that 68% of the respondents say that they are agree with the question as the
senior management communicates well with rest of the organization workers , whereas 4% of the respondents
say that they are disagree with the question as the senior management are not communicates well with rest of
the organization workers 22 % of the the of the respondents are neutral with about this question and whereas
10% of the respondents say that they are unable to given there opinion about this question.
Table 4.2.11. Distribution of respondents on the basis of freedom given to employees.
NUMBER OF
Agree 32 64%
Disagree 5 10%
Neutral 11 22%
Unable to rate 4 %
52
According to this diagram I found that 64% of the respondents say that they are agree with the question as the
HOD give freedom which the employee needs in the firm to do there work effiectively , whereas 10% of the
respondents say that they are disagree with the question as the HOD are not give freedom which the employee
needs in the firm to do there work effiectively , 22 % of the the of the respondents are neutral with about this
question and whereas 8% of the respondents say that they are unable to given there opinion about this question.
53
Table 4.2.12. Distribution of respondents on the basis of Employees are satisfied or not
satisfied with remuneration paid to them .
NUMBER OF
Satisfied 29 58%
Not satisfied 10 20%
Undecided 14 28%
54
According to this diagram I found that 58 % of the respondents say that they are satisfied with the remuneration
paid to them by the company, whereas 20 % of the respondents say that they are not satisfied with the
remuneration paid to them by the company, 28 % the respondents say that they are undecided or unable to
decide or give the opinion about the remuneration paid to them by the company.
Table 4.2.13. Distribution of respondents on the basis of employees safety measure provided
by the company.
NUMBER OF
Satisfied 43 86%
Not satisfied 3 6%
Undecided 5 10%
55
According to this diagram I found that 86% of the respondents say that they are satisfied with the safety
provided by the company , whereas 6% of the respondents say that they are not satisfied with the safety
provided by the company , 10 % the respondents say that they are undecided or unable to decide or give the
opinion about the safety provided by the company.
56
satisfied facilities provided by organization.
NUMBER OF
Satisfied 36 72%
Not satisfied 1 2%
Undecided 15 30%
57
According to this diagram I found that 72% of the respondents say that they are satisfied with the facilities
available by the company to the employees , whereas 2% of the respondents say that they are Unsatisfied with
the facilities available by the company to the employees, and whereas 30 % the respondents say that there
opinion is neutral about the the facilities available by the company to the employees.
satisfied facilities provided by organization.

REPONDENTS
Comfortable 40 80%
Uncomfortable 2 4%
No comment 8 16%
58
From the above data it can be concluded that 80% of the respondents are comfortable with there working
hours, 4% of the respondents are uncomfortable with there working hours , and whereas 16 % of the
respondents are given no comments or no opinion about the working hours of the firms.
59
Table 4.2.16. Distribution of respondents on the basis of work place environment is safe for
girls employee or not.
NUMBER OF
Yes 44 88%
No 0 0%
May be 6 12%
60
From the above data it can be concluded that 88% of the respondents are given the response that there work
place is safe for girl employees. and whereas 12 % of the respondents are given the response that there work
place is may be or not sure are safe for girl employees. Whereas 0% of the respondents are feel that there work
place is not safe for girl employees.
Table 4.2.17. Distribution of respondents on the basis of Overall how much employees are
Satisfied with TCS organization .
NUMBER OF
POOR 0 0%
AVERAGE 14 28%
GOOD 25 50%
EXCELLENT 11 22%
61
In this question I have asked the Employees about their satisfaction level regarding the company. I had given
them four options out of which 22% employees were highly satisfied with the company and the 50% employees
were just satisfied with the company and 28% employees were not more satisfied with the company whereas
0% employees were not satisfied with the company.
62
Table 4.2.18. Distribution of Suggestions if any ?
INTERPRETATION : 4.2.18
According to the above question I have received the response in the form of 40% of employees did not have any
comment. Whereas 4% of employees find it good working in the TCS company. The rest of the employees 4%
employees found it satisfy. And the remaining employees had no suggestions regarding the company.
63
4.3. ANALYSIS AND FINDINGS RELATED TO SECONDARY DATA :
 The remaining analysis and findings related to the project work has been collected through the secondary
data.
 The secondary data would be in the form of articles, online sites , various magazines and newspapers.
4.4 CONCLUSION
In this chapter I found that the TCS organization or any other organizations highly influenced or dependent on
the employees. The success and survival of a company is largely depends upon the employees. So the TCS
organization or any other organizations will make each and every effort to satisfy their employees. Employees
satisfaction helps the firms to grow, prosperous and develop a good image in the mind of various other
company’s. employee satisfaction is important for the firm , if the employees are satisfied with the firm they
will bring higher returns to the firms and improve them self also and achieve success.
64
CHAPTER : 05
Conclusion and Suggestions
5.1 Introduction
In chapter no 5 there is information regarding my findings, reference,suggestions and recommendations related

to the project. I have given major suggestions and recommendations regarding the employee’s and company. I
have also find the employee’s are well satisfied with the company. In conclusion, it is important to have a
satisfied workforce as satisfied employees are more motivated and productive, which impacts organisational
performance and leads to a more competitive organisation.
5.2 Major Findings
 The overall satisfaction level of employees of TCS is Satisfied as shown in the Above
Primary Data .
 I Have Found That The Employee Are Do not mind working in the TCS environment and
the girl’s find it safe while working in TCS and Employee are satisfied with there remuneration.
 The Working hour’s were acceptable by the employee . some of the employee’s need Career
development Opportunities to Improve them self.
 Due to the Good communication between top level and lover level management The Relationship
is good Between superior and subordinates and therefore The company is at good
position .
65
5.3 Suggestion and Recommendations.
Suggestion
1 ) Enhance job security :
Make sure employees know their jobs are stable. Job insecurity can lead to anxiety that may affect job
performance. However, employees who feel confident and secure in their positions may be more eager to invest
in the company.
2) Improve relationships with immediate supervisors :
Encourage one-on-one meetings with employees and their direct supervisors. This may mean providing lunch
or coffee for regular informal check-ins. These check-ins could also occur virtually, such as via video chat.
3 ) Welcome ideas from all employees :
Provide a forum for all employees to share ideas and feedback. Incorporate this feedback into policies and
procedures, if possible. You can also make sure to recognize employees who submit useful suggestions.
4 ) Create an inviting workspace
Consider the following ways to enhance your office space: Playing instrumental music , Providing snacks
Offering relaxation areas Scheduling team-building activities Encouraging breaks Offering discounts on
wellness services or providing on-site access
66
5 ) Allow employees to shape their own roles
Individuals who have the opportunity to shape their own roles and work according to their strengths also
demonstrate greater job satisfaction. Regular job reviews that allow the opportunity for employee feedback and
encourage a proactive approach to role development address this need; however, managers will need to exercise
judgment in aligning an individual’s wishes with the greater needs of the business.
6 ) Recognize and reward :
outside financial remuneration Employees need to know that their work and performance are both recognized
and valued. Deploy recognition processes, whether that be a company-wide intranet announcement, internal
newsletter, or a staff meeting, to ensure hard work is celebrated. Consider the ‘smaller’ yet equally significant
perks your staff may appreciate: whether that be vouchers, a day’s additional holiday, a lie-in, ad-hoc gifts, or
simply use of the best parking slot for the month. Set stretching yet achievable targets employees can aim
towards and strive for.
7 ) Promote good health :
Looking after employee health is no longer the sole responsibility of the individual; dueto the significant cost to
employers, it now lies with organizations to promote and drivegood health. Workplace stress is attributed to
$190 billion in US healthcare costs (Joel Goh, The Relationship Between Workplace Stressors and Mortality
and Health Costs in the United States) and causes associated health concerns including hypertension,
8 ) Support employee development
One of the key reasons employees leave their current jobs is stagnation and lack of career growth. Managers can
encourage career development with training, workshops, and expanding the scope of their roles. Training also
has the added benefit of boosting productivity and improving performance by empowering employees to put
their new skills to the test.
67
Recommendations
1) Encourage Communication
Communication is a key element of employee job satisfaction. An open communication is founded on

collaboration and a work environment that is stimulating to encourage exchanges between employees. There is a
whole bunch of tools that can facilitate communication: from project management software, to instant
messenger app or live chats, to internal newsletters.
2 ) Involve Your People
Your employees not only need to feel at ease within their workplace, but also useful. Your organisation is a
project on its own which should be exploited to its full potential.
3 ) Provide Training Opportunities
Personal accomplishment is at the top of Maslow’s pyramidal hierarchy of needs. That’s why it’s not surprising
many of us develop a thirst for continuous learning and development. When you offer training opportunities,
you give your employees the chance to deepen their knowledge and get specialised in a field they enjoy. As a
matter of fact, training program are a win-win solution for employees and employers alike.
4 ) Provide Feedback
Feedback can be seen as a form of recognition when it is constructive and well presented. Satisfaction goes
through a two-sided dialogue, giving you the opportunity to learn about the challenges your employee is
confronted to, as well as the aspects they enjoyed the most about their job.
68
5 ) Encourage Team Spirit
Creating a team spirit is as important as your employees’ motivation because work is collaborative by nature.
Therefore, having a positive energy flow between co-workers is vital. This flow is dependent on a good
communication as well as the tools that support it. But in a less than ideal world (i.e. realistic), you also have to
deal with conflicts and tensions.
6 ) A Positive Work Environment
A positive work environment has a significant influence on how the employees feel. The work environment
plays a vital role in keeping employees motivated. It significantly influences his/her work life. It reflects in the
work they do and helps sustain positivity throughout the day.
7 ) Create a positive work environment through-
 Open communication
 Building trust
 Building healthy work relationships
 Listening and promoting equal opportunities
8 ) Develop Employee Skills
Helping employees develop their skill sets is also one of the attributes of employee satisfaction. When you give
your employees room to develop their skills, it boosts their job satisfaction and increases work efficiency. This
also signifies that you even care about their career development along with your organizational growth.
9 ) Employee Satisfaction Survey
Employee satisfaction surveys are advanced tools that meticulously analyze the employee experience. The
survey includes specialized questionnaires to gather confidential feedback from employees on how content or
dissatisfied they are in the workplace. This type of survey utilizes rating scales, multiple-choice questions, and
free response sections to collect data. Click here to learn more about employee satisfaction surveys.
69
10) Clearly Defined Goals and Objectives
You may have best team working for you, but if you do not have goals and objectives in place, you would
slowly kill their enthusiasm. Your team needs directions throughout their work-life cycle. When an organization
fails to provide clear objectives or company values, it leads to employee dissatisfaction. Employees do not only
work for a paycheck. For their satisfaction at work, they also need direction and a sense of purpose that keeps
them going. At the end of the day, we all want to do meaningful work and make a difference.
5.4 Conclusion.
There are various factors that contribute to employee satisfaction, it includes treating employees with respect,
time to time performance appraisals, providing regular employee recognition, empowering employees,
relationship with immediate supervisor, providing employee perks, company activities, positive management
and Sick leave and Good Amount Of Incentives , Bonus etc. In conclusion, creating and maintaining a positive
company culture is essential for employee satisfaction and retention. It helps to create a supportive and fulfilling
work environment, foster a sense of community, and encourage collaboration and teamwork among employees.
I concluded my Research Report here , job satisfaction is related to employee well-being. In conclusion, it is
important to have a satisfied workforce as satisfied employees are more motivated and productive, which
impacts organizational performance and leads to a more competitive organisation.
70
BIBLOGRAPHY AND REFERENCES
Websites :
https://bibliotekanauki.pl/articles/88740.pdf
https://www.slideshare.net/AjitKumarRoy7/a-study-on-employee-job-satisfaction-withpdf
https://en.m.wikipedia.org/wiki/Job_satisfaction
https://www.i-scholar.in/index.php/jot/article/view/46969
https://www.scribd.com/document/121578000/tata-docomo
References :
“Tata Consultancy Services Consolidated Profit & Loss account, Tata Consultancy Services Financial
Statement & Accounts” (PDF). www.tcs.com. Retrieved 12 April 2023. “Tata Consultancy Services
Consolidated Balance Sheet, Tata Consultancy Services Financial Statement & Accounts” (PDF).
www.tcs.com. Retrieved 12 April 2023.
“TCS attrition continues to lower at 20.1%, net addition of 821 employees in Q4”. Retrieved 12 April
2023.“Press Release – USD” (PDF). Tata Consultancy Services. 12 April 2019. Retrieved 13 April
2019.Chandrashekhar, Anandi (22 May 2020). “TCS management takes home smaller pay packets due to
COVID-19 impact”. The Economic Times.
“Tata Consultancy Services”. Forbes. 29 August 2013. Retrieved 3 September 2013. “Tata Consultancy
Services Ltd (TCS.NS)”. Reuters. Retrieved 3 September 2013. “TCS Investor FAQs”. TCS. June 2014.
Retrieved 30 November 2017. “TCS employees get salary hikes, workforce strength crosses 6 lakh milestone”.
8 July 2022.“Number of employees at Tata Consultancy Services 2022”. Statista. Retrieved 18 November 2023
“TCS market value crosses Rs 7 lakh crore – stock at all-time-high”. Times of India. 2September 2013.“TCS
market cap crosses Rs. 4 lakh crore”. 2 September 2013. Retrieved 3 September2013. “TCS brandvalue exceeds
5 billion”. “The data shows: Top H-1B users are offshore outsourcers”. ComputerWorld. 14 February 2013.
Retrieved 8 September 2013.“Tata Consultancy Services – Fortune 500 List 2018 – Fortune
India”.www.fortuneindia.com. Archived from the original on 25 June 2021. Retrieved 5 September2019.
71
APPENDIX
Q1. Name
____________________________
Q2.Age
o Less than 25
o 25- 35
o 35 – 45
o Above 45
Q3. Gender
o Male
o Female
o Others
Q4. How many years have you been with the TCS company?
o Less than a year

o 1 – 3 years
o 4 – 6 years
o More than 6 years
72
Q5. Do you feel working environment is highly satisfactory in the TCS?
o Yes
o No
o Maybe
Q6. Do you feel comfortable while sharing your opinions and suggestion at work?
o Yes
o No
o Maybe
Q7. Do you have a good relationship with the peers, subordinates and seniors at workplace?
o Yes
o No
o Maybe
Q8. Does TCS is taking care of its employees with respect to the Career Growth Development?
o Yes
o No
o Maybe
73
Q9. Is there work life balance in the organization?
o Yes
o No
o Can’t say
Q10. Do you feel people with different ideas and plan are valued in this organization?
o Agree
o Disagree
o Neutral
o Unable to rate
Q11. Senior management communicates well with the rest of the organization?
o Agree
o Disagree
o Neutral
o Unable to rate
Q12. The manager or the HOD gives freedom which you need to do your job effectively?
o Agree
o Disagree
o Neutral
o Unable to rate
74
Q13. Are you satisfied with the remuneration paid to you?
o Satisfied
o Not Satisfied
o Undecided
Q14. Satisfaction regarding the safety provided by the company?
o Satisfied
o Not Satisfied
o Undecided
Q15. How much are you satisfied with the facilities available to you?
o Satisfied
o Not Satisfied
o Undecided
Q16. What is the opinion about this Organization's working hours?
o Comfortable
o Uncomfortable
o No Comment
75
Q17. Is the workplace safe for Girls?
o Yes
o No
o Maybe
Q18. Overall, how satisfied are you working in the company?
o Poor
o Average
o Good
o Excellent
Q19. Suggestions if any?
_______________________________
76
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PROJECT REPORT

ON A STUDY ON JOB SATISFACTION OF TCS EMPLOYEES (SOUTH MUMBAI)

University of Mumbai for partial completion of the degree of

Master In Commerce (Business Management)

Under the Faculty of Commerce

ADITI VINOD DHARIA

MCOM PART-2, SEM -3

Under the guidance of

DR. VARSHA MALLAH

BHARATIYA VIDYA BHAVAN’S

H.S. COLLEGE OF ARTS & SCIENCE ,

SHRI M.M. SHETH JUNIOR COLLEGE OF ARTS & SCIENCE &

J.P. COLLEGE OF COMMERCE & MANAGEMENT STUDIES,

29, KULPATI K.M. MUNSHI ROAD GAMDEVI MUMBAI-400007

ON A STUDY ON JOB SATISFACTION OF TCS EMPLOYEES (SOUTH MUMBAI)

University of Mumbai for partial completion of the degree of

Master In Commerce (Business Management)

Under the Faculty of Commerce

ADITI VINOD DHARIA

MCOM PART-2, SEM -3

Under the guidance of

DR. VARSHA MALLAH

BHARATIYA VIDYA BHAVAN’S

H.S. COLLEGE OF ARTS & SCIENCE ,

SHRI M.M. SHETH JUNIOR COLLEGE OF ARTS & SCIENCE &

J.P. COLLEGE OF COMMERCE & MANAGEMENT STUDIES,

29, KULPATI K.M. MUNSHI ROAD GAMDEVI MUMBAI-400007

This is to certify that M s/ Mr Aditi Vinod Dharia has

Name and Signature of

as such and included in the bibliography.

Name and Signature of the learner

Name and Signatures of the Guiding Teacher

Sr.No. Particulars Page No

4.2.1 Age of Respondents

4.2.1 Age of Respondents

4.2.2 Gender of Respondents

4.2.3 Working Year of Respondents

4.2.4 Working Environment of Respondents

4.2.5 Opinion and Suggestion of Respondents

4.2.6 Working relationship with senior of Respondents

4.2.7 Career development growth of Respondents

4.2.8 Work life balance of Respondents

4.2.9 Ideas and Plans of Respondents

4.2.10 Communication of superior with rest of the organisation

4.2.11 Freedom provided by HOD of Respondents

4.2.12 Satisfied by the remuneration paid to the respondents

4.2.13 Satisfied by the safety provided by the company

4.2.14 Satisfied by the facility provided to the respondents

4.2.15 Opinion of the respondents about working hour

4.2.16 Safety provided by the company to the girls

4.2.17 Overall Satisfaction level of the respondents

4.2.18 Any other suggestions by the respondents

1.1 INTRODUCTION OF JOB SATISFACTION OF EMPLOYEES

Picture Source :- Google

Statement of The Problem:-

PICTURE SOURCE : GOOGLE .

Asia, Australia, Europe, north America, Africa, south America, etc.

Shahad - Mumbai, Maharashtra