Employees Satisifaction Bharti
Employees Satisifaction Bharti
Employees Satisifaction Bharti
ON
A STUDY OF EMPLOYEE SATISFACTION
AT
BHARTI AXA LIFE INSUANCE LTD.
Session : 2015-17
Submitted by
Mehak Maggu
Roll.No. 38
MBA 3rd Sem.
Guided by
Mrs. Ashu
Signature of guide
Date:
Place:
Date: Name:
Place: Designation:
Institute:
ACKNOWLEDGEMENT
I take this opportunity to express my acknowledgement and deep sense of gratitude for
rendering valuable assistance and guidance to me by following personality for successful
completion of my project.
I am deeply indebted to my industrial head Mr. Mohit Yadav and my industry guide Mr.
Ishwer Singh, Sales Manager, Bharti Axa Life Insurance Ltd.
I am also equally thankful to MRS. ASHU, HIMT, Rohtak Who helped me a lot on the
project with his views & suggestions and guided me throughout the research work from time to
time.
Further I cant forget the cooperation and support of my friends and correspondence for
sparing their valuable time in providing me with latest information and I am very thankful to
all.
TABLE OF CONTENTS
Appendix
Bibliography
Questionnaire
CHAPTER -1
INTRODUCTION OF THE TOPIC
In India, insurance has a deep-rooted history. It finds mention in the writings of Manu
(Manusmrithi), Yagnavalkya (Dharmasastra) and Kautilya (Arthasastra). The writings talk in
terms of pooling of resources that could be re-distributed in times of calamities such as fire,
floods, epidemics and famine. This was probably a pre-cursor to modern day insurance.
Ancient Indian history has preserved the earliest traces of insurance in the form of marine trade
loans and carriers contracts. Insurance in India has evolved over time heavily drawing from other
countries, England in particular.
1818 saw the advent of life insurance business in India with the establishment of
the Oriental Life Insurance Company in Calcutta. This Company however failed in 1834. In
1829, the Madras Equitable had begun transacting life insurance business in the Madras
Presidency. 1870 saw the enactment of the British Insurance Act and in the last three decades of
the nineteenth century, the BoM.B.A.y Mutual (1871), Oriental (1874) and Empire of India
(1897) were started in the BoM.B.A.y Residency. This era, however, was dominated by foreign
insurance offices which did good business in India, namely Albert Life Assurance, Royal
Insurance, Liverpool and London Globe Insurance and the Indian offices were up for hard
competition from the foreign companies.
The Insurance Amendment Act of 1950 abolished Principal Agencies. However, there were a
large number of insurance companies and the level of competition was high. There were also
allegations of unfair trade practices. The Government of India, therefore, decided to
nationalize insurance business.
An Ordinance was issued on 19th January, 1956 nationalising the Life Insurance sector and
Life Insurance Corporation came into existence in the same year. The LIC absorbed 154
Indian, 16 non-Indian insurers as also 75 provident societies245 Indian and foreign
insurers in all. The LIC had monopoly till the late 90s when the Insurance sector was
reopened to the private sector.
The history of general insurance dates back to the Industrial Revolution in the west and
the consequent growth of sea-faring trade and commerce in the 17 th century. It came to India as a
legacy of British occupation. General Insurance in India has its roots in the establishment of
Triton Insurance Company Ltd., in the year 1850 in Calcutta by the British. In 1907, the
Indian Mercantile Insurance Ltd was set up. This was the first company to transact all classes of
general insurance business.
1957 saw the formation of the General Insurance Council, a wing of the Insurance
Association of India. The General Insurance Council framed a code of conduct for ensuring fair
conduct and sound business practices.
In 1968, the Insurance Act was amended to regulate investments and set minimum solvency
margins. The Tariff Advisory Committee was also set up then.
In 1972 with the passing of the General Insurance Business (Nationalization) Act, general
insurance business was nationalized with effect from 1st January, 1973. 107 insurers were
amalgamated and grouped into four companies, namely National Insurance Company Ltd., the
New India Assurance Company Ltd., the Oriental Insurance Company Ltd and the United India
Insurance Company Ltd. The General Insurance Corporation of India was incorporated as a
company in 1971 and it commence business on January 1sst 1973.
This millennium has seen insurance come a full circle in a journey extending to nearly 200
years. The process of re-opening of the sector had begun in the early 1990s and the last
decade and more has seen it been opened up substantially. In 1993, the Government set up a
committee under the chairmanship of RN Malhotra. The objective was to complement the
reforms initiated in the financial sector. The committee submitted its report in 1994 where in,
among other things, it recommended that the private sector be permitted to enter the
insurance industry. They stated that foreign companies be allowed to enter by floating Indian
companies, preferably a joint venture with Indian partners.
Following the recommendations of the Malhotra Committee report, in 1999, the Insurance
Regulatory and Development Authority (IRDA) was constituted as an autonomous body to
regulate and develop the insurance industry. The IRDA was incorporated as a statutory body
in April, 2000. The key objectives of the IRDA include promotion of competition so as to
enhance customer satisfaction through increased consumer choice and lower premiums, while
ensuring the financial security of the insurance market.
The IRDA opened up the market in August 2000 with the invitation for application for
registrations. Foreign companies were allowed ownership of up to 26%. The Authority has the
power to frame regulations under Section 114A of the Insurance Act, 1938 and has from 2000
onwards framed various
regulations ranging from registration of companies for carrying on insurance business to
protection of policyholders interests.
In December, 2000, the subsidiaries of the General Insurance Corporation of India were
restructured as independent companies and at the same time GIC was converted into a
national re-insurer. Parliament passed a bill de-linking the four subsidiaries from GIC in July,
2002.
Today there are 23 general insurance companies including the ECGC and Agriculture
Insurance Corporation of India and 23 life insurance companies operating in the country.
The insurance sector is a colossal one and is growing at a speedy rate of 15-20%.
Together
with banking services, insurance services add about 7% to the countrys GDP. A well-
developed and evolved insurance sector is a boon for economic development as it provides
long- term funds for infrastructure development at the same time strengthening the risk taking
ability of the country.
The business of life insurance in India in its existing form started in India in the year 1818
with the establishment of the Oriental Life Insurance Company in Calcutta.
Some of the important milestones in the life insurance business in India are:
1912 - The Indian Life Assurance Companies Act enacted as the first statute to regulate the life
insurance business.
1928 - The Indian Insurance Companies Act enacted to enable the government to collect
statistical information about both life and non-life insurance businesses.
1938 - Earlier legislation consolidated and amended to by the Insurance Act with the
objective of protecting the interests of the insuring public.
1956 - 245 Indian and foreign insurers and provident societies taken over by the central
government and nationalized. LIC formed by an Act of Parliament, viz. LIC Act, 1956, with a
capital contribution of Rs.5 crore from the Government of India.
Market share of the company
Bharti AXA have 1% market share in the insurance industry. And ICICI got 21.6% market
share in the private insurance sector.
CONCEPTUALIZATION OF THE FRAMEWORK
JOB SATISFACTION
The term Job satisfaction refers to an individual's general attitude towards his or her job. A
person with a high level of job satisfaction holds positive attitude towards the job, while a
person who is dissatisfied with his or her job holds negative attitude about the job.
On the cost side, loyal employees stay longer, resist competitive job offers, and do not
Actively look for other employment and recommend the company to others as a good
Place to work. These four behaviors positively influence the cost side of the balance sheet
because they are leading indicators of employee retention. The longer companies keep their
employees, the longer they can avoid having to pay to replace them.
In other words, rather than focusing only on retention (that is, trying to retain employees who
have already decided to leave), organizations should proactively recognize the benefits of
understanding, managing and improving employee loyalty. The most successful
organizations are those that can adapt their organizational behavior to the realities of the
current work environment where success is dependent upon innovation, creativity and
flexibility. Additionally, the dynamics of the work environment have to reflect a very diverse
population comprised of individuals whose motivations, beliefs and value structures differ
vastly from the past and from each another. Arguably, the most valuable, but also volatile,
corporate asset is a stable workforce of competent, dedicated employees, since such an
employee base gives companies a powerful advantage; depth of knowledge and
organizational strength.
One of the key steps to understanding and improving employee loyalty is by acknowledging the
importance of the following factors in building loyalty and Satisfaction:
Broadly-defined responsibilities rather than narrowly-defined job functions
Effective and regular performance evaluations, both formally and informally
A corporate emphasis on employee learning, development and growth
Wide-ranging employee participation in the organization as a whole
Typically, a combination of factors influences employees' decisions to stay at their current job.
Contributing factors include satisfying work, a sense of job security, clear Opportunities for
advancement, a compelling corporate mission combined with the ability to contribute to the
organization's success, and a feeling that their skills are being effectively used and
challenged. Specifically, employees who enjoy their work, identify themselves with their
employer and perceive that the company is flexible regarding work and family issues also
intend to stay with the organization.
2) EQUITY THEORY: Under this theory, it is believed that a persons job satisfaction
depends upon his perceived equity as determined by his input- output balance in comparison with
the input output balance of others. Every individual compares his rewards with those of a
reference group. If he feels his rewards are equitable in comparison with others doing
similar work, he feels satisfied. Job Satisfaction is thus a function of the degree to which job
characteristics meet the desires of the reference group. For example, one study of the effects of
community features on job satisfaction revealed that workers living in a well to a
neighborhood felt less satisfied than those living in poor neighborhood.
3) TWO FACTOR THEORY: Frederick Herzberg and his colleagues developed the two
factor theory satisfaction. According to this theory satisfaction and dissatisfaction are
interdependent of each other and exist on a separate continuum. One set of factors known as
hygiene factors (Company policy, administration, supervision, pay, working conditions and
interpersonal relations) act as dissatisfies. Their absence cause dissatisfaction but their
present does not result in positive satisfaction. The other set of factors known as satisfiers
(achievements, advancement, recognition, work itself and responsibility) lead to satisfaction.
Several studies designed to test the two factor theory provide little support to this theory. The
same factor may serve as a satisfier for one but a dissatisfied for another. It appears from this
theory that a person can be satisfied and dissatisfied at the same time.
4) DISCREPANCY THEORY: According to this theory job satisfaction depends upon what
a person actually receives from his job and what he expects to receive. When the reward
actually received are less than the expected rewards it causes dissatisfaction. In the words of
Locke, Job Satisfaction and dissatisfaction are function of perceived relationship between
what one wants from ones job and what one perceive it is actually offering. In other words,
satisfaction is the difference between what one actually received and what he feels he should
receive. This theory fails to reveal whether over- satisfaction is or is not a dimension of
dissatisfaction and if so , how does it dissatisfaction arising out of the situation when received
outcomes are less than the outcomes one feels he should receive.
As Bharti Axa Life Insurance Ltd is one of the growing organization in the Insurance sector so
it needs highly satisfied and enthusiastic employees to compete with its competitors like:Bajaj,
Reliance, Tata, Birla sun life, etc.
Employee satisfaction which include all the motivational and hygiene factors is very essential at
Bharti Axa Life Insurance Ltd .The process requires improvement with the growth of the
company. Thus my project would involve understanding the various areas which needs
improvement and giving suggestions which could be incorporated by the HR department in
consent with the top management to improvise the current process.
SIGNIFICANCE OF THE STUDY
Gathering information and theoretical knowledge is a part of study. It become complete when
added with practical knowledge as the noted truth comes to sight. Hence one becomes more
efficient and effective when a flavor of practical out look is added to the bosky mind.
To the Organization: As the study has got wide relevance is formulating valid information
about the organization, it helps in getting a critical look in to the personnel practices of the
organization. Organizational behavior employer employee relationship and the working
environment of the organization in relation to theoretical knowledge. It gives a previous idea about
the job and working environment to the future decision- making how to perform by assigned
job successfully and tactfully.
To the Students: This study will help the students to know the various theories which are
directly related to employee satisfaction mainly emphasis on Hertzberg theory.
To the Researcher: This study will help the researcher to know what all facilities an
employee requires in an insurance sector which will in turn help in further research and
further improvement in this sector.
PLAN OF THE STUDY
Subject Details
Company Name Bharti Axa Life Insurance
Website www.bharti-axalife.com
Bharti AXA Life is a life insurance player that was started in 2006. It brings together strong
financial expertise of the Paris-headquartered AXA Group, and Bharti Enterprises - one of
India's leading business groups with interests in telecom, agricultural business, financial
services, and retail. The joint venture has a 74% stake from Bharti and 26% stake from AXA
Asia Pacific Holdings Ltd.(APH).The company launched national operations in December
2006. Today, Bharti AXA Life has a national footprint of distributors trained to provide
quality financial advice and insurance solutions to the large Indian customer base.
Bharti AXA Life offers a range of innovative products and services that cater to specific
insurance and wealth management needs of customers.
These are the three attitudes that clients most expect from an insurance and financial services
company in exchange for their vote of confidence. These three attitudes stood out from the
others in the consumer research we conducted across markets, regardless of their level of
maturity.
They are at the heart of our actions and our commitments to clients.
o If you are looking for a pension plan that requires a short tem investment
o If you are looking for a pension plan that gives allows you to withdraw money
without any extra charge
Bharti AXA Future Confident II
o Flexible pension plan with benefits till age 90, while you pay for 10 years only
o Special additions are added to your fund, in order to boost your fund
o You want a single investment option, which not only takes care of your
sudden requirement but gives you an opportunity to save systematically for
your retirement
o You are looking for pension-cum-investment solution, which gives you
flexibility and control
Bharti AXA Save Confident
o Premium payment for 12 years, while you can enjoy benefits for 15 years o
Regular money back with guaranteed annual payments
o You want a convenient product that enables you to plan for important
milestones in your life
o You want a product with additional accidental death cover at no extra charge
Bharti AXA Secure Confident
o A simple Life Insurance product
o Option to enhance protection with the addition of Riders
o You want comprehensive protection for your loved ones
o You want a single product that can take care of all your Life Insurance needs
Group Plans
Bharti AXA Mortgage Credit Shield
o Presenting Mortgage Credit Shield from Bharti AXA Life, a group product
designed for the customers of Institutions/Banks - protecting the family of the
borrower in the event of death by paying an amount to settle the outstanding
loan.
Bharti AXA Life Shield
o Life Shield, a single premium group term life insurance product, is a simple,
affordable life insurance solution that financially secures the family of the group
member by providing a life insurance cover.
Bharti AXA Swasthya Sanjeevani
o Swasthya Sanjeevani, a single premium group critical illness product helps you
secure yourself financially against 6 critical illnesses namely cancer, heart attack,
coronary artery bypass surgery, kidney failure, stroke and loss of limbs.
In case you have opted for any of the riders, you will have to pay an additional nominal
premium to avail of the benefits under these Riders. Ask your advisor to show you the
separate rider brochure and explain the details and applicable terms and conditions. The
premium paid under this policy would enjoy tax benefits under Section 80C of the Income
Tax Act 1961.
The Policy proceeds in the event of claim shall be tax free in accordance with section 10(10
D) of the income tax act 1961.
If the premiums are discontinued during the Policy Benefit Period, the policy shall lapse. In
such a situation, you can revive the policy by paying the due premiums with the due interest
within 2 years of the date of discontinuance of the premium.
Guaranteed Fund Equals all premiums paid, less charges and guaranteed maturity
Value benefit(s), accumulated at 3% per annum
Partial
Allowed after 3 complete policy years
Withdrawals
AT The sum assured is paid to the nominee upon the death of the life insured
Death (parent)
Benefit The new life insured is the child and new owner is appointed as per your
wishes.
The policy is continued as usual except:
All riders and risk charges will cease
Only the policy administration charge and fund management charge
continue, and
B.A.L.I. will start paying the Maturity Continuation Benefit on a monthly
basis until the policy matures.
In case of death of the new life insured (child) prior to the end of the Term, higher
of 105% of the Fund Value or the Guaranteed Fund Value will be paid and the
policy will be terminated.
Charges of policy
Premium allocation charges
Fund management charges
Mortality charges
Surrender charges etc.
(3) Bharti AXA Life Save Confident - The saral jeevan plan provides the dual benefit of
protection and investment. So it is the ideal policy if you want to secure your life and build
wealth at the same time.
Policy parameters
Entry age 12-55
Policy term 10, 15, and 20 years
Age at maturity 70
Minimum Premium Rs. 6000 per annum
Minimum Sum Assured As per minimum premium
Policy benefit period 15 years
Premium payment term 12 years
Tax Benefits
You can avail the tax benefits on the premiums paid and the benefits received as per the
prevailing tax laws under Section 80C and Section 10(10D) of the Income Tax Act, 1961.
The tax benefits are subject to change as per change in Tax laws from time to time.
An illustration of the product benefits
This is a sample illustration that enumerates the benefit of SaveConfident
Annual regular premium paid:, Policy Benefit Period: 15 years, Age: 30 years; Premium
payment
term: 12 years
Maximum cover
Spouse\Parents: 55 years, Child: 25 Years
ceasing age for
frequency According to age of the insured person. (e.g. for 25 - Rs. 4756
p.a., for 45- Rs. 6725 p.a., for 55- Rs. 9724 p.a.).
Premium
18 years - 80 years
Entry Ages
Key Features:
1. Pay premium for 3 years only and enjoy the benefits till your retirement
2. Get liquidity through partial withdrawals after the completion of 3 policy years
3. Enhance your retirement wealth by paying top-up premiums at any point of time
4. 12 free switches every policy year and 6 investment fund options
5. No surrender charge applicable throughout the term of the policy
6. Flexibility to change your retirement age any time during the Policy term
7. Special additions added to the fund every 5 years
Maturity Benefits:
You can take up to 1/3rd of your policy fund value as a tax-free lump sum amount (as
per prevailing tax laws), while the balance amount must be used to purchase an
annuity, which will provide regular income to you at your desired mode of frequency;
or
You have the option to purchase an annuity product with the entire policy fund value
Tax benefits:
You receive tax benefits under Section 80 CC(C).
Also one third of the maturity \ vesting benefit can be commuted tax-free under Section 10
(10A)
Job satisfaction
There are a plethora of definitions of job satisfaction, some of which are contradictory in
nature. Spector (1997) refers to job satisfaction in terms of how people feel about their jobs
and different aspects of their jobs. Ellickson and Logsdon (2002) support this view
by defining job satisfaction as the extent to which employees like their work.
Pay
Noon (2001) define remuneration as payment for work, which can assume a number of
different forms, including a basic wage or salary, supplementary cash payments, such as shift pay
and overtime
Pay, and benefits in kind. According to Schenk (2001), remuneration is defined as the
financial and non financial extrinsic rewards provided by an employer for the time, skills and
effort made available by the employee for fulfilling job requirements aimed at achieving
organizational objectives. Concepts
Such as pay, wage or salary are occasionally used as more or less having the same meaning as
remuneration (Erasmus et al., 2001).
Fairness
According to James Brown (2007), he defines fairness as equal treatment, receiving the same
services and benefits as other people. Fairness means different things to different people, and
our view of whether or not something is fair often depends on the circumstances (Klesh, J.
1979).
Promotions
Noon (2001) define promotion as the act of moving an employee up the organization
hierarchy, usually leading to an increase in responsibility and status and a better remuneration
package. Grobler et al. (2002) define promotion as the reassigning of an employee to a
higher-level job. Graham (1986) defines promotion as a move of an employee to a job
within the company which has greater importance and, usually higher pay.
Gender
A study conducted by Murray and Atkinson (1981), investigating gender differences in
determinants of job satisfaction, Several studies conducted with regard to the relationship
between gender and job
reflected that females attach more importance to social factors, while males place greater
value on pay, advancement and other extrinsic aspects. In support, Tang and Talpade (1999)
maintain that there is a significant difference between males and females in terms of job
dimensions impacting on job satisfaction. Their study found that men tend to have higher
satisfaction with remuneration in relation to females, while females tended to have higher
satisfaction with co-workers than males.
Age
Mixed evidence exists regarding the relationship between age and job satisfaction (Robbins
et al. 2003). According to Greenberg and Baron (1995), older employees are
generally
happier with their jobs than younger employees, while people who are more experienced in
their jobs are more highly satisfied than those who are less experienced. This view is
supported by Drafke and Kossen (2002). The researchers state that job satisfaction typically
increases with age as older workers have more work experience and generally have a more
realistic view of work and life in comparison to their younger
Counterparts. They are of the opinion that younger workers have less experience to draw on and
have an idealistic view of what work should be like.
Skills Variety
This is the degree to which the job involves a range of activities and talent.
Task Variety
This is the degree to which a worker completes a particular job from the beginning to the end.
Task Significance
This relates to the extent to which the job has an impact on people concerned.
Autonomy
This is the degree to which the job provides freedom, independence and discretion to the
worker in the planning and execution of tasks.
Feedback
This is the extent to which clear and direct information is provided to the worker in an
evaluation of his or her performance (Gordon, 1999)
This theory also advocates that if too much value is placed on a particular factor, stronger
feelings of dissatisfaction will occur. Lockes theory is therefore multifaceted and greatly
specific for each individual.
This can be illustrated in the following example: Two employees that perform the same task
at the same place of work may experience the same level of satisfaction but in totally
different ways. The one employee may be strongly influenced by the physical aspects of the
job whilst the other employee may be influenced by the challenge and variation inherent in
the job (Locke, 1976). In contrast, Baron and Greenberg (2003) argue that although
Lockes
Theory has not been extensively researched, a great amount of emphasis placed on values
alludes that job satisfaction may rise from factors. Further, whilst some staff may feel
strongly positive about their jobs, others may feel very negative. Therefore it is essential to
determine the factors that contribute towards the varying degrees of job satisfaction or job
dissatisfaction.
Figure shows the theoretical framework of this study:
CHAPTER -3
RESEARCH METHODOLOGY
Research
The present study is both descriptive as well as exploratory in nature where descriptive
research as it provides deep understanding of the satisfaction of the employees and in turn
providing suggestions to the company to improvise the satisfaction level of the employees and
exploratory research as it involves clarifying the concepts related to employee
satisfaction and various theories related to it and involving literature search about the
employee satisfaction.
Exploratory Research
The present study is exploratory as well as analytical in nature.
Sample technique
Questionnaire technique was used to collect the data.
Sample Size
40 employees of Bharti Axa Life Insurance
Respondent
Employee of the Organisation
1) Respondent by Gender
Male 29
Female 11
Hence, 72 % are males and 28% are females.
Interpretation: Majority of the respondents were males i.e. 72%. This helps to know that
mostly males are working in Bharti AXA Life Insurance.
2) Departments of Respondent
Departments of employees
1. Marketing 22
2. Human resource 8
3. Finance 10
Interpretation: Here we can see that maximum number of employees is from marketing
department.
3) Work Experience of Respondent
Interpretation: Here we can see that employees are not experienced.15 employees are
having the experience of less than 1 year and 8 of less then 2 year.
4) Satisfaction level with the job
Interpretation: The data in the above table reveals that majority of respondents (25) were
highly satisfied with their job and 10 of respondents are satisfied with their job.
this show that employees are satisfied with their job
5) Satisfy with the behavior of management and other employees
Interpretation: The data in the above table reveals that majority of respondents (22) were
highly satisfied with the behavior of other employees and 10 of respondents are satisfied and 5
are moderate
6) Career and growth opportunities
Interpretation: Here we can see maximum number of respondent think that there career
and growth opportunities offered by the job is 90% .This shows that in Bharti Axa Life
Insurance career and growth opportunities offered by the job.
7) Participation in Decision making
Interpretation: Here we can see less number of respondents participates in the Decision
making that is only 6 respondents (above 60%) decisions and 12 are participating in 20%-
30%.
8) Satisfaction Level of Employees with level of salary:
Interpretation: The data in the above table tells us that majority of respondents (15) are
satisfied with the level of salary which they are getting and only (9) of respondents are highly
satisfied with this statement and (10) respondent are not satisfied with the salary which they
are getting.
9) Management is flexible and understands the importance of
balancing my work and personal life.
Interpretation: The data in the above table tells us that majority of respondents (18) are
satisfied with the management flexible and understands the importance of balancing my work
and personal life.
10) Agree with the company bonus plans
Interpretation: The data in the above table tells us that majority of respondents (12) are
agree with the bonus plan which they are getting and (8) of respondents are strongly agree with
this statement and (11) respondent are undecided and (6) are disagree.
11) Is any change is require to improve the working condition
Interpretation: Here we can see maximum number of respondent are think that change is
require to improve the working condition of the company opportunities is that is 80% .
CHAPTER -5
FINDINGS
An extensive review of the topic "Study of the level of job satisfaction among job work
assignees" it was found that the most important factors conducive to job satisfaction are the
motivational factors: -
Rewards or Payment,
Supportive working environment and
The work itself.
Working hours.
Clean and hygienic working place.
However, in the same study feelings of dissatisfaction were found to be stemming from the
work itself. The same and the work that was repetitive in nature and not apt according to the
qualification of some of the employees were seen also some of the major factors leading to
dissatisfaction were:-
"Low payment Job tenure (3 months) leading to job insecurity among the Job Work
Assignees mind the various factors leading to the job satisfaction and by enhancing the
profile of job. Employees tend to prefer jobs that give them opportunities to use their skills
and abilities and offers freedom and feedback. They want pay system and promotion policies
that they perceive as being just and ambiguous and in line with their expectations. When pay
is seen as fair that is based on job and individual skills, satisfaction is likely to result.
Employees are also concerned with their work environment for both personal as well as
professional life.
So finally it is concluded that the level of job satisfaction is there but need to be increased
and maintained.
SUGGESTIONS AND RECOMMENDATIONS
Murray, M.A., & Atkinson, T. (2001). Gender differences in correlates of job satisfaction
[Electronic version]. Canadian Journal of Behavioral Sciences, 13, 44-52.
Robinson, D. T., & Schwartz, J. P. (2004). Relationship between gender role conflict and
attitudes toward women and African Americans. Psychology of Men &Masculinity, 5,
65-
71
Websites:
www.citehr.com
www.google.com
APPENDIX
Dear Sir/Mam
I am a summer intern and working on a project of A study of Employee
Satisfaction. As a part of my project, I need to get some information from
departmental heads in Bharti Axa Life Insurance. Below is the questionnaire which
will help me in successfully completing my project. I will be highly thankful if you
can spare 10 minutes out of your busy schedule to fill this survey. Thanking you in
anticipation.
Q6) Is there any career enhancement opportunities and growth in this job?
Yes No
Q9) Management is flexible and understands the importance of balancing my work and
personal life.
Strongly Disagree
Disagree
Undecided
Agree
Strongly Agree
Q10) Are you agree with the company pay scale and bonus plans?
Q11) Do you feel there is change require in your department to improve working conditions?
YES NO