sandeep employee satisfaction

8/11/2019 Sandeep Employee Satisfaction

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A

Summer Training Project Report

On

Employee Satisfaction

In

BIRLA SUN LIFE INSURANCE

At

Patiala Branch

Submitted to

In partial Fulfillment for the Award of degree of

MASTERS OF BUSINESS ADMINISTRATION

Punjabi University

Session 2011-13

Under the supervision of SUBMITTED BY

Mr. Manwinder Singh Sandeep Singh

(Business Development Manager)

ROLL NUMBER

1307470080


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DECLARATION

I, Sandeep Singh hereby declare that the Summer Training Report

entitled Employee Satisfaction in Birla Sun Life Insurance at

Patiala submitted in the partial fulfillment of the requirement, of

Punjabi University.

Sandeep Singh


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CERTIFICATE


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ACKNOWLEDGEMENT

Exchange of ideas generates energy and a will to work in a better

way. Whenever a person is helped by others he is bound to pay gratitude

to them. Acknowledgement is not merely a formality rather an

expression of deep gratitude. It is my pleasure to be indebted to various

people, who directly or indirectly contributed in the development of this

work and who influenced my thinking, behavior, and acts during the

course of study.I am grateful to Mr. Manwinder Singh (Business Development

Manager) for providing me an opportunity to undertake project work in

their esteemed organization and practical training, which will go long

term in shaping my career.

I am deeply indebted to our head of department and all my faculty

members of the institute for their valuable contribution during the

academic session and guidance in preparation of this project..


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PREFACE

Management is a vital function concerned with all aspects of an

enterprise and hence a course in business administration has become a

sort of pre requisite for a successful career in todays dynamic business

environment. Theories on management aim at establishing the best way

of doing things undyingly, the situational needs determine their mode of

application. Effective management is always a situational management.

So a student undergoing the postgraduate program in management needs

to be exposed to realities in the field, which puts test to the classroom

learning.

The project report relates to the employee satisfaction given in the

organization. In order to achieve practical, positive and concrete resultsthe theoretical knowledge must be supplemented with exposure to real

environment. I was fortunate that Birla SunLife Insurance provided me

an opportunity to undergo this summer training.


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INTRODUCTION

Employee satisfaction is a measure of how happy workers are with

their job and working environment. Keeping morale high among

workers can be of tremendous benefit to any company, as happy workers

will be more likely to produce more, take fewer days off, and stay loyal

to the company. There are many factors in improving or maintaining

high employee satisfaction, which wise employers would do well to

implement.

To measure employee satisfaction, many companies will have

mandatory surveys or face-to-face meetings with employees to gain

information. Both of these tactics have pros and cons, and should be

chosen carefully. Surveys are often anonymous, allowing workers more

freedom to be honest without fear of repercussion. Interviews with

company management can feel intimidating, but if done correctly can let

the worker know that their voice has been heard and their concerns

addressed by those in charge. Surveys and meetings can truly get to the

center of the data surrounding employee satisfaction, and can be great

tools to identify specific problems leading to lowered morale.

Many experts believe that one of the best ways to

maintain employee satisfaction is to make workers feel like part of a

family or team.


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Holding office events, such as parties or group outings, can help

build close bonds among workers. Many companies also participate in

team-building retreats that are designed to strengthen the working

relationship of the employees in a non-work related setting. Camping

trips, paintball wars and guided backpacking trips are versions of this

type of team-building strategy, with which many employers have found

success.

Of course, few workers will not experience a boost in morale after

receiving more money. Raises and bonuses can seriouslyaffect employee satisfaction, and should be given when possible. Yet

money cannot solve all morale issues, and if a company with widespread

problems for workers cannot improve their overall environment, a bonus

may be quickly forgotten as the daily stress of an unpleasant job

continues to mount.

If possible, provide amenities to your workers to improve morale.

Make certain they have a comfortable, clean break room with basic

necessities such as running water. Keep facilities such as bathrooms

clean and stocked with supplies. While an air of professionalism is

necessary for most businesses, allowing workers to keep family photos

or small trinkets on their desk can make them feel more comfortable andnested at their workstation. Basic considerations like these can

improve employee satisfaction, as workers will feel well cared for by

their employers.


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The backbone of employee satisfaction is respect for workers and

the job they perform. In every interaction with management, employees

should be treated with courtesy and interest. An easy avenue for

employees to discuss problems with upper management should be

maintained and carefully monitored. Even if management cannot meet

all the demands of employees, showing workers that they are being

heard and putting honest dedication into compromising will often help to

improve morale.


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CHARACTERISTICS OF EFFECTIVE EMPLOYEESURVEY

Identify your needs and what you would like to achieve from the

survey.

For e.g.- your company may ask; Are the employees mission and

goals aligned with companys mission and goals?

Dont believe a one survey-fitsall approach is effective

Develop a survey based on requirement stated. In developing a survey

one should evaluate how many questions are necessary to reliably

assess a particular domain of satisfaction and review sampling

methodologies and question formats

In constructing the survey, one should be mindful of liability and

validity of instrument. Reliability refers to consistency of responses

and effect on measurement error. Validity refers to measuring what

you think you are measuring.


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USES OF EMPLOYEE SATISFACTION

The information garnered from employee satisfaction survey can give

you the management knowledge that directly impacts the bottom line

and fosters positive employee relations in any or all of the following

ways:

Identifying cost saving opportunities

Improving productivity

Reducing turnover

Reducing absenteeism

Strengthening supervision

Evaluating customer service issues

Assessing training needs

Stream lining communication

Benchmarking the organizations progress in relation to industry

Gauging employee understanding of, and agreement with the

company mission


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METHOD OF EMPLOYEE SATISFACTION

SURVEY

We can measure employee satisfaction using a number of different

methods including;

Paper questionnaire distributed internally and return to us directly,

Interview method

Mixed methodology combining the above. This enables all employee

to respond, regardless of internet access or comfort levels.

Paper questionnaire are proven methodology for this type of research

and continue to be used with success. However, if everyone in your

organization has internet access, you may want to consider utilizing a

web based methodology to conduct your research.


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BENEFITS OF EMPLOYEE SATISFACTION

SURVEY

More accurate perspective

Organizations achieve a more accurate view of current policies and a

more clear prospective of issues that are of higher priority to

employees than others, such as benefits versus career development,

versus compensation.

Increased employee loyalty

By qualifying and analyzing employee attitude and opinions,

enterprises can identify problem areas and solution to create a

supportive work environment encouraging a motivated and loyal

workforce.


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Training need assessment

Employee satisfaction surveys aid in developing individual goals and

career potential. With more insight into their opinions and attitudes,

management can established professional development initiatives.

Improved customer service

Because motivated employees are critical to improved organizational

initiatives, such as increasing customer satisfaction, enterprises that

value and strive for greater employee satisfaction ultimately create

higher customer satisfaction.

Accurate and personalized surveys

By fully integrating into current HR system and utilizing existingemployee information conform it afford more relevant an

personalized surveys.

Faster turnaround

Conform its real time capability reduces the speed to create and

deploy surveys, collect data and prepare personalize individual

reports thus reducing response time and increasing overall satisfaction

Follow up and reporting capabilities


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Using confirmation, companies can follow up with employees who

have not completed their survey, maximizing the response rate and value

of employee satisfaction feedback

The father of scientific management Taylor's (1911) approach to

job satisfaction was based on a most pragmatic & essentially pessimistic

philosophy that man is motivation by money alone. That the workers are

essentially 'stupid & phlegmatic' & that they would be satisfied with

work if they get higher economic benefit from it. But with the passage of

time Taylor's solely monetary approach has been changed to a morehumanistic approach. It has come a long way from a simple explanation

based on money to a more realistic but complex approach to job

satisfaction. New dimensions of knowledge are added every day & with

increasing understanding of new variables & their inter play, the field of

job satisfaction has become difficult to comprehend.

The term job satisfaction was brought to limelight by Hoppock

(1935). He reviewed 32 studies on job satisfaction conducted prior to

1933 & observed that job satisfaction is a combination of psychological,

physiological & environmental circumstances that cause a person to say.

'I am satisfied with my job'. Locke defines job satisfaction as a

"pleasurable or positive emotional state resulting from the appraisal ofone's job or job experiences". To the extent that a person's job fulfils his

dominant need & is consistent with his expectations & values, the job

will be satisfying


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JOB SATISFACTION - THEORY

One way to define satisfaction may be to say that it is the end state

of feeling. The word 'end' emphasises the fact that the feeling is

experienced after a task is accomplished or an activity has taken place

whether it is highly individualistic effort of writing a book or a

collective endeavour of constructing a building. These activities may be

minute or large. But in all cases, they satisfy a certain need. The feeling

could be positive or negative depending upon whether need is satisfied

or not & could be a function of the effort of the individual on one hand

& on the other the situational opportunities available to him.

This can be better understood by taking example of a foreman in

an engineering industry. He has been assigned the task to complete a

special order by a certain, deadline. Person may experience positive job

satisfaction because he has been chosen to complete the task. It gives

him a special status & feeling that he has been trusted and given a

special task, he likes such kind of rush job and it may get him extra

wages. The same could be the sources of his dissatisfaction if he does

not like rush work, has no need for extra wages. Each one of these

variables lead to an end state of feeling, called satisfaction.

Sinha (1974) defines job satisfaction an 'a reintegration of affect

produced by individual's perception of fulfillment of his needs in

relation to his work & the situations surrounding it'.


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Theories of Job - Satisfaction:

There are 3 major theories of job satisfaction.

(i)Herzberg's MotivationHYGIENE THEORY

(ii)Social reference - group theory.

(ii)Need fulfillment theory.

Herzberg's Motivation - Hygiene Theory:

This theory was proposed by Herzberg & his assistants in 1969. On

the basis of his study of 200 engineers and accountants of the Pittsburgh

area in the USA, he established that there are two separate sets of

conditions (and not one) which are responsible for the motivation &

dissatisfaction of workers. When one set of conditions (called

'motivator') is present in the organisation, workers feel motivated but its

absence does not dissatisfy them. Similarly, when another set of

conditions (called hygiene factors) is absent in the organisation, the

workers feel dissatisfied but its presence does not motivate them. The

two sets are unidirectional, that is, their effect can be seen in one

direction only.

According to Herzberg following factors acts as motivators:

Achievement,

Recognition,

Advancement,

Work itself,


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Possibility of growth, &

Responsibility.

Herzberg used semi-structured interviews (the method is called

critical incident method). In this technique subjects were asked to

describe those events on the job which had made them extremely

satisfied or dissatisfied. Herzberg found that events which led people to

extreme satisfaction were generally characterised by 'motivators' & those

which led people to extreme dissatisfaction were generally characterized

by a totally different set of factors which were called 'hygiene factors'.Hygiene factors are those factors which remove pain from the

environment. Hence, they are also known as job - environment or job -

context factors. Motivators are factors which result in psychological

growth. They are mostly job - centered. Hence they are also known as

job - content factors.

The theory postulated that motivators and hygiene factors are

independent & absence of one does not mean presence of the other. In

pleasant situations motivators appear more frequently than hygiene

factors while their predominance is reversed in unpleasant situations.

Need Fulfillment Theory :

Under the need-fulfillment theory it is believed that a person issatisfied if he gets what he wants & the more he wants something or the

more important it is to him, the more satisfied he is when he gets it & the


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more dissatisfied he is when he does not get it. Needs may be need for

personal achievement, social achievement & for influence.

a)Need for personal achievement:

Desires for personal career development, improvement in one's

own life standards, better education & prospects for children & desire

for improving one's own work performance.

b)Need for social achievement :

A drive for some kind of collective success is relation to some

standards of excellence. It is indexed in terms of desires to increase

overall productivity, increased national prosperity, better life community

& safety for everyone.

c)Need for influence :

A desire to influence other people & surroundings environment. In

the works situation, it means to have power status & being important as

reflected in initiative taking and participation in decision making.

In summary, this theory tell us that job satisfaction is a function of,or is positively related to the degree to which one's personal & social

needs are fulfilled in the job situation.


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Social References - Group Theory :

It takes into account the point of view & opinions of the group to

whom the individual looks for the guidance. Such groups are defined as

the 'reference-group' for the individual in that they define the way in

which he should look at the world and evaluate various phenomena in

the environment (including himself). It would be predicted, according to

this theory that if a job meets the interest, desires and requirements of a

person's reference group, he will like it & if it does not, he will not like

it.A good example of this theory has been given by C.L. Hulin. He

measures the effects of community characteristics on job satisfaction of

female clerical workers employed in 300 different catalogue order

offices. He found that with job conditions held constant job satisfaction

was less among persons living in a well-to-do neighborhood than among

those whose neighborhood was poor. Hulin, thus provides strong

evidence that such frames of reference for evaluation may be provided

by one's social groups and general social environment.

To sum up, we can say, Job satisfaction is a function of or is

positively related to the degree to which the characteristics of the job

meet with approved & the desires of the group to which the individuallooks for guidance in evaluating the world & defining social reality.

Relationship among motivation, attitude and job satisfaction :


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Motivation implies the willingness to work or produce. A person

may be talented and equipped with all kinds of abilities & skills but may

have no will to work. Satisfaction, on the other hand, implies a positive

emotional state which may be totally unrelated to productivity. Similarly

in the literature the terms job attitude and job satisfaction are used

interchangeably. However a closer analysis may reveal that perhaps,

they measure two different anchor points. Attitudes are predispositions

that make the individual behave in a characteristic way across the

situations.They are precursors to behaviour & determine its intensity and

direction. Job satisfaction, on the other hand is an end state of feeling

which may influence subsequent behaviour. In this respect, job attitude

and job satisfaction may have something in common. But if we freeze

behaviour, attitude would initiate it which job satisfaction would result

from it.

Relationship Between Morale & Job Satisfaction :

According to Seashore (1959), morale is a condition which exists

in a context where people are :

a) motivated towards high productivity.b) want to remain with organization.

c) act effectively in crisis.

d) accept necessary changes without resentment or resistance.


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e) actually promote the interest of the organization and

f) are satisfied with their job.

According to this description of morale, job satisfaction is an

important dimension of morale itself. Morale is a general attitude of the

worker and relates to group while job satisfaction is an individual feeling

which could be caused by a variety of factors including group. This

point has been summarized by Sinha (1974) when he suggests that

industrial morale is a collective phenomenon and job satisfaction is a

distributed one. In other words, job satisfaction refers to a generalattitude towards work by an individual works. On the other hand, morale

is group phenomenon which emerges as a result of adherence to group

goals and confidence in the desirability of these goals.

Relationship Between job satisfaction and work behaviour :

Generally, the level of job satisfaction seems to have some relation

with various aspects of work behaviour like absenteeism, adjustments,

accidents, productivity and union recognition. Although several studies

have shown varying degrees of relationship between them and job

satisfaction, it is not quite clear whether these relationships are

correlative or casual. In other words, whether work behaviour make himmore positively inclined to his job and there would be a lesser

probability of getting to an unexpected, incorrect or uncontrolled event


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in which either his action or the reaction of an object or person may

result in personal injury.

Job satisfaction and productivity :

Experiments have shown that there is very little positive

relationship between the job satisfaction & job performance of an

individual. This is because the two are caused by quite different factors.

Job satisfaction is closely affected by the amount of rewards that an

individual derives from his job, while his level of performance is closelyaffected by the basis for attainment of rewards. An individual is satisfied

with his job to the extent that his job provides him with what he desires,

and he performs effectively in his job to the extent that effective

performance leads to the attainment of what he desires. This means that

instead of maximizing satisfaction generally an organisation should be

more concerned about maximizing the positive relationship between

performance and reward. It should be ensured that the poor performers

do not get more rewards than the good performers. Thus, when a better

performer gets more rewards he will naturally feel more satisfied.

Job Satisfaction and absenteeism :One can find a consistent negative relationship between

satisfaction and absenteeism, but the correlation is moderate-usually less

than 0.40. While it certainly makes sense that dissatisfied Sales Persons


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are more likely to miss work, other factors have an impact on the

relationship and reduce the correlation coefficient. e.g. Organizations

that provide liberal sick leave benefits are encouraging all their Sales

Persons, including those who are highly satisfied, to take days off. So,

outside factors can act to reduce the correlation.

Job Satisfaction and Turnover :

Satisfaction is also negatively related to turnover, but the

correlation is stronger than what we found for absenteeism. Yet, again,other factors such as labour market conditions, expectations about

alternative job opportunities, and length of tenure with the organization

are important constraints on the actual decision to leave one's current

job.

Evidence indicates that an important moderator of the satisfaction-

turnover relationship is the Sales Person's level of performance.

Specifically, level of satisfaction is less important in predicting turnover

for superior performers because the organization typically makes

considerable efforts to keep these people. Just the opposite tends to

apply to poor performers. Few attempts are made by the organization to

retain them. So one could expect, therefore, that job satisfaction is moreimportant in influencing poor performers to stay than superior

performers.


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Job Satisfaction and Adjustment :

It the Sales Person is facing problems in general adjustment, it is

likely to affect his work life. Although it is difficult to define

adjustment, most psychologists and organisational behaviourists have

been able to narrow it down to what they call neuroticism and anxiety.

Generally deviation from socially expected behaviour has come to

be identified as neurotic behaviour. Though it may be easy to identify

symptoms of neuroticism, it is very difficult to know what causes.

Family tensions, job tensions, social isolation, emotional stress, fear,anxiety or any such sources could be a source of neuroticism.

Anxiety, on the other hand, has a little more clearer base. It is

generally seen as a mental state of vague fear and apprehension which

influences the mode of thinking. Anxiety usually shows itself in such

mental state as depression, impulsiveness, excessive worry and

nervousness. While everyone aspires for a perfect state of peace and

tranquility, the fact is that some anxiety is almost necessary for an

individual to be effective because it provides the necessary push for

efforts to achieve excellence.

Adjustment problems usually show themselves in the level of job

satisfaction. For long, both theorists and practitioners have beenconcerned with Sales Persons' adjustment and have provided vocational

guidance and training to them to minimise it's impact on work

behaviour. Most literature, in this area, generally suggests a positive


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relationship between adjustment and job satisfaction. People with lower

level of anxiety and low neuroticism have been found to be more

satisfied with their jobs.

Determinants of Job Satisfaction :

According to Abrahan A. Korman, there are two types of variables

which determine the job satisfaction of an individual. These are:

1) Organisational variables ; and

2) Personal Variables.

Organisational Variable :

1) Occupational Level :

The higher the level of the job, the greater is the satisfaction of the

individual. This is because higher level jobs carry greater prestige and

self control.

2) Job Content :

Greater the variation in job content and the less repetitiveness with

which the tasks must be performed, the greater is the satisfaction of the

individual involved.

3) Considerate Leadership :


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People like to be treated with consideration. Hence considerate

leadership results in higher job satisfaction than inconsiderate

leadership.

4) Pay and Promotional Opportunities :

All other things being equal these two variables are positively

related to job satisfaction.

5) Interaction in the work group :

Here the question is: When is interaction in the work group asource of job satisfaction and when it is not ? Interaction is most

satisfying when -

(a) It results in the cognition that other person's attitudes are similar to

one's own. Since this permits the ready calculability of the others

behaviour and constitutes a validation of one's self ;

(b) It results in being accepted by others ; and

(c) It facilitates the achievements of goals.

Personal Variables :

For some people, it appears most jobs will be dissatisfying

irrespective of the organisational condition involved, whereas for others,most jobs will be satisfying. Personal variables like age, educational

level, sex, etc. are responsible for this difference.

(1) Age :


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Most of the evidence on the relation between age and job

satisfaction, holding such factors as occupational level constant, seems

to indicate that there is generally a positive relationship between the two

variales up to the pre-retirement years and then there is a sharp decrease

in satisfaction. An individual aspires for better and more prestigious jobs

in later years of his life. Finding his channels for advancement blocked,

his satisfaction declines.

(2) Educational Level :

With occupational level held constant there is a negative

relationship between the educational level and job satisfaction. The

higher the education, the higher the reference group which the individual

looks to for guidance to evaluate his job rewards.

(3) Role Perception :

Different individuals hold different perceptions about their role,

i.e. the kind of activities and behaviours they should engage in to

perform there job successfully. Job satisfaction is determined by this

factor also. The more accurate the role perception of an individual, the

greater his satisfaction.

(4) Sex :There is as yet no consistent evidence as to whether women are

more satisfied with their jobs than men, holding such factors as job and


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Neglect :Passively allowing the conditions to worsen. Includes chronic

absenteeism or lateness, reduced effort, and increased error rate.

Exit and neglect behaviours encompass our performances variables-

productivity, absenteeism and turnover. But this model expands Sales

Person response to include voice and loyalty, constructive behaviours

that allow individuals to tolerate unpleasant situations or to revive

satisfactory working conditions.

The importance of high job satisfaction:

The importance of job satisfaction is obvious. Managers should be

concerned with the level of job satisfaction in their organisations for at

least three reasons:

(1) There is clear evidence that dissatisfied Sales Persons skip work

more often and are more likely to resign ;

(2) It has been demonstrated that satisfied Sales Persons have better

health and live longer; and

(3) Satisfaction on the job carries over to the Sales Person's life

outside the job.

Satisfied Sales Persons have lower rate of both turnover and

absenteeism. Specifically, satisfaction is strongly and consistently

negatively related to an Sales Person's decision to leave the organisation.

Although satisfaction and absence are also negatively related,

conclusions regarding the relationship should be more guarded.


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An often overlooked dimension of job satisfaction is its

relationship to Sales Person health. Several studies have shown that

Sales Persons who are dissatisfied with their jobs are prone to health

setbacks ranging from headaches to heart disease. For managers, this

means that even if satisfaction did not lead to less voluntary turn over

and absence, the goal of a satisfied work force might be jutificable

because it would reduced medical costs and the premature loss of valued

Sales Persons by way of heart disease or strokes.

Job satisfaction's importance is its spin off effect that jobsatisfaction has for society as a whole. When Sales Persons are happy

with their jobs, it improves their lives off the job. In contrast, the

dissatisfied Sales Person carries that negative attitude home.

Some benefits of job satisfaction accrue to every citizen in society.

Satisfied Sales Persons are more likely to be satisfied citizens. These

people will hold a more positive attitude towards life in general and

make for a society of more psychologically healthy people.

So job satisfaction is very important. For management, a satisfied

work force translates into higher productivity due to fewer disruptions

caused by absenteeism or good Sales Persons quitting, as well as into

lower medical and life insurance costs. Additionally, there are benefitsfor society in general. Satisfaction on the job carries over to the Sales

Person's off the job hours. So the goal of high job satisfaction for Sales


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Persons can be defended in terms of both money and social

responsibility.


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EMPLOYEE JOB SATISFACTION

Job satisfaction describes how content an individual is with his or her job.The happier people are within their job, the more satisfied they are said to be. Job

satisfaction is not the same as motivation, although it is clearly linked. Job design

aims to enhance job satisfaction and performance, methods include job rotation,

job enlargement and job enrichment. Other influences on satisfaction include the

management style and culture, employee involvement, empowerment and

autonomous work groups. Job satisfaction is a very important attribute which is

frequently measured by organizations. The most common way of measurement is

the use of rating scales where employees report their reactions to their jobs.

Questions relate to rate of pay, work responsibilities, variety of tasks, promotional

opportunities the work itself and co-workers. Some questioners ask yes or no

questions while others ask to rate satisfaction on 1-5 scale (where 1 represents "not

at all satisfied" and 5 represents "extremely satisfied").

Job personality has been defined as a pleasurable emotional state resulting from the

appraisal of ones job; an affective reaction to ones job and an attitude towards

ones job Weiss (2002) has argued that job satisfaction is an attitude but points out

that researchers should clearly distinguish the objects of cognitive evaluation

which are affect (emotion), beliefs and behaviors. This definition suggests that we

form attitudes towards our jobs by taking into account our feelings, our beliefs, and

our behaviors.


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INDUSTRY PROFILE

Insurance sector in India is one of the booming sectors. About 20%

of the total insurable population of India is covered under various life

insurance schemes, the penetration rates of health and other non-life

insurances in India is also well below the international level. This

indicates that there is immense growth potential of the insurance sector.

According to a recent study of McKinsey Global Institute( MGI)-The

Bird of Gold: The rise of Indias Consumer Market, aggregate real

household disposable income is expected to rise at 5.3 percent annually

which is significantly more than 3.6 percent annual growth over the past

two decades. Research suggests that the Indian life insurance industry

could witness a rise in the insurance sector premium to between 5.1 and

6.2 percent in 2012. With privatization of this sector, fierce competition

has forced organizations to focus on their business generation. This in-

turn has increased work pressure on employees and reduced their

satisfaction level. Human Resource managers are trying to identify the

grey areas which are resulting in job dissatisfaction so as to enhance the

productivity and effectiveness of the employees. Measurement of Job

satisfaction is also being used as a tool for applying employee retention

techniques. Enhanced Job satisfaction leads to higher level of employee

retention. A stable and committed workforce ensures successful

knowledge transfer, sharing, and creation - a key to continuous


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improvement, innovation, and knowledge-based total customer

satisfaction.

The success of a corporation depends very much on customer

satisfaction. A high level of customer service leads to customer

retention, thus offering growth and profit opportunities to the

organization. There is a strong relationship between customer

satisfaction and job satisfaction. Satisfied employees are more likely to

stay with company and become committed and have more likely to be

motivated to provide high level of customer service, by doing so willalso further enhance the employees satisfaction through feeling of

achievement.

Enhanced job satisfaction leads to improved employee retention;

and employee stability ensures the successful implementation of

continuous improvement and customer satisfaction. Customer

satisfaction will no doubt lead to corporate success and greater job

security. These will

further enhance job satisfaction. This study aimed at analyzing the

factors that are responsible for increasing or decreasing the job

satisfaction of an employee in the insurance sector so that organizations

can benefit from the various conclusions drawn on the basis of paststudies.

This study puts emphasis on the fact that Job Satisfaction can be an

important indicator of how employees feel about their jobs and a


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BIRLA SUN LIFE INSURANCE

Birla Sun Life Insurance Company Limited (BSLI) is a joint

venture between the Aditya Birla Group and Sun Life Financial Inc., a

leading international financial services organization. The local

knowledge of the Aditya Birla Group combined with the expertise of

Sun Life Financial Inc., offers a formidable value proposition to

customers. Sun Life Financial and its partners today have operations in

key markets worldwide, including India, Canada, the United States, theUnited Kingdom, Hong Kong, Philippines, Japan, Indonesia, China and

Bermuda. Sun Life Financial Inc. had assets under management of over

US$ 386.82 billion, as on 31 March 2007. Sun Life Financial Inc. is a

leading performer in the life insurance market in Canada.

BSLI in its five successful years of operations has contributed

significantly to the growth and development of the life insurance

industry in India. It pioneered the launch of Unit Linked Life Insurance

plans amongst the private players in India. It was the first player in the

industry to sell its policies through the Bank assurance route and through

the internet. It was also the first private sector player to introduce a pure

term plan in the Indian market. This was supported by sales practices,which brought a degree of transparency that was entirely new to the

market. The process of getting sales illustrations signed by customers,


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offering a free look period on all policies, which are now industry

standards were introduced by BSLI.

Being a customer centric company, BSLI has invested heavily in

technology to build world class processing capabilities. BSLI has

covered more than one and a half million lives since inception and its

customer base is spread across 100 cities in India. All this has assisted

the company in cementing its place amongst the leaders in the industry

in terms of new business premium income. Birla Sun Life Insurance

(BSLI), one of the leading private life insurers in India today announcedthe inimitable achiever, cricketer Kapil Dev as their corporate brand

ambassador. The cricketing supreme will be endorsing BSLI in all its

marketing initiatives. Birla Sun Life Insurance is a value-driven brand

which has a national brand recall of 70 percent. The objective of

appointing a brand ambassador is to grow its brand recall as it goes

national in its distribution reach and fuel business growth. As a brand

ambassador, Kapil Dev will play a key role in the brand and product

marketing and promotional activities. BSLI has always used an

integrated marketing approach, which will be strengthened further.

Commenting on the association with Kapil Dev, Mr. S. K. Mitra,

Director, Financial Services, Aditya Birla Group and currently in chargeof BSLI expressed, "The Birla Sun Life Insurance business distribution

network is national in nature covering more than 1000 points across the

country .We have made our entry in several tier I and tier II towns. It is


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therefore very important for the brand to connect at the grass root level

and create trust. We believe that our association with Kapil Dev as our

brand ambassador will help us create this connects in a shorter period of

time. We therefore now have two strong connects our parent brand

Birla and our brand Ambassador Kapil Dev".

Kapil Dev, also known as the Haryana Hurricane, was born on 6

January 1959 in Chandigarh. He played his first competitive game of

cricket at the age of 13 years and made his test debut on 16 October

1978 at Faisalabad against Pakistan. Kapil Dev remained India's topstrike bowler for almost 15 years. His extraordinary test match figures of

more than 5000 runs and 434 wickets along with 64 catches show that he

was a world class cricketer and an all-rounder. He has raised the mantle

of India to sporting glory by winning us the World Cup.

In a study conducted by BSLI, Kapil Dev connected extremely well with

the life insurance category and had high acceptance by the masses. Our

survey suggests that he is seen as a very good fit for the BSLI brand. He

is very much loved and respected by a vast majority of the population.

On 26 November 2006, Birla Sun Life hosted the annual golf

tournament at the Chembur Golf Club in Mumbai where Kapil Dev

participated.


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About Birla Sun Life Insurance

Birla Sun Life Insurance Company Limited is a joint venture

between the Aditya Birla Group, one of the largest business houses in

India and Sun Life Financial Inc., a leading international financial

services organization. The local knowledge of the Aditya Birla Group

combined with the expertise of Sun Life Financial Inc., offers a

formidable protection for your future.

Birla Sun Life Insurance (BSLI), in its five successful years of

operations, has contributed significantly to the growth and development

of the life insurance industry in India. It pioneered the launch of unit

linked life insurance plans amongst the private players in India. It was

the first player in the industry to sell its policies through the banc

assurance route and through the internet. It was the first private sectorplayer to introduce a pure term plan in the Indian market. This was

supported by sales practices which brought a degree of transparency that

was entirely new to the market. The process of getting sales illustrations

signed by customers and offering a free look period on all policies,

which are now industry standards, were introduced by BSLI. Being a

customer-centric company, BSLI has invested heavily in technology to

build world class processing capabilities. BSLI has covered more than a

million lives since inception and its customer base is spread across more

than 1000 towns and cities in India. All this has assisted the company in


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cementing its place amongst the leaders in the industry in terms of new

business premium income. The company's current capital base is Rs.520

crore.

The Aditya Birla Group has a turnover close to Rs.38,000 crore (as

on 31 March 2008) and is one of the largest business houses in India. It

enjoys a leadership position in all the sectors in which it operates. With

over 75 business units spanning the South East Asian belt, Africa,

Canada and the UK among others, it is reckoned as India's first

multinational corporation. The group is anchored by 72,000 employeesand has seven lakh shareholders, with a market capitalization of

Rs.53,400 crore.

Sun Life Financial Inc. is a leading international financial services

organization providing a diverse range of wealth accumulation and

protection products and services to individuals and corporate customers.

Tracing its roots back to 1865, Sun Life Financial and its partners today

have operations in key markets worldwide, including Canada, the United

States, the United Kingdom, Hong Kong, the Philippines, Japan,

Indonesia, India, China and Bermuda. As of 31 March 2008, the Sun

Life Financial group of companies had total assets under management of

US$ 343 billion. Sun Life Financial Inc. trades on the Toronto (TSX),New York (NYSE) and Philippine (PSE) stock exchanges under ticker

symbol "SLF".


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Key peoples of organisation

Board of Directors

Mr. Kumar M Birla

Mr. Donald A Stewart,

Mr. Bishwanath N Puranmalka

Mr. Ajay Srinivasan

Mr. Gary M Comerford Mr. Suresh N Talwar

Mr. Gian P Gupta

His Highness Maharaja G Singh

Mr. Stephan Rajotte

Dr. Bharat K Singh

Investment Committee

Mr. B. N. Puranmalka

Mr. Eugene Lundrigan

Mr. Ajay Srinivasan

Mr. Vikram Mehmi

Mr. Mayank Bathwal

Mr. Fabien Jeudy

Mr. Vikram Kotak

Ms. Keerti Gupta


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Management Team

Mr. Vikram Mehmi

President & Chief

Executive Officer

Mr. Mayank Bathwal

Chief Financial Officer

Mr. Mario Braganza

Chief Operating Officer

Mr. E.N. Goveia

Head - Direct Sales Force

Mr. Amit Punchhi

Senior Vice President - Third Party Distribution

Mr. Bhavesh Sanghvi

Head - Group Life & Pensions

Mr. Snehal Shah

Senior Vice President - Operations

Ms. Anjana Grewal

Senior Vice President - Marketing & Communications

Mr. Rajesh Bhojani

Senior Vice President - DSF Expansion

Mr. K.H. Venkatachalam

Vice PresidentHuman Resource

Mr. Fabien Jeudy


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Vice President, Chief & Appointed Actuary

Mr. Lalit Vermani

Vice President - Compliance

Mr. Melvyn D'souza

Vice PresidentRisk Management and Internal Audit

Mr. Vikram Kotak

Vice President - Investments

Mr. Bhalachandra Nayak

Vice PresidentStrategy


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Competitors:-

Aviva life insurance: Aviva Life Insurance Company India Pvt. Ltd.is a joint venture between Aviva of UK and Dabur, one of India's

leading producers of traditional healthcare products. Aviva holds a 26

per cent stake in the joint venture and the Dabur group holds the

balance 74 per cent share.

Bajaj Allianz: Bajaj Allianz is a joint venture between Allianz AG

one of the world's largest insurance companies, and Bajaj Auto, one

of the biggest 2 and 3 wheeler manufacturers in the world. Bajaj

Allianz is into both life insurance and general insurance. Allianz

Group is one of the world's leading insurers and financial services

providers. Founded in 1890 in Berlin, Allianz is now present in over

70 countries

HDFC Standard Life Insurance Co. Ltd: is a joint venture between

HDFC Ltd., India's largest housing finance institution and Standard

Life Assurance Company, Europe's largest mutual life company. It

was the first life insurance company to be granted a certificate of

registration by the IRDA on the 23rd of October 2000.

ING Vysya Life Insurance Company Limited: is a joint venture

between Vysya Bank and ING Group of Holland, the world's 4th


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largest financial services group, with presence across 50 countries,

and a heritage of over 150 years.

Kotak Mahindra Old Mutual Life Insurance Ltd: is a joint venture

between Kotak Mahindra Bank Ltd. (KMBL), and Old Mutual plc.

Kotak Mahindra is one of India's leading financial institutions and

offers a range of financial services such as commercial banking.

Life Insurance Corporation of India: (LIC) is an autonomous body

authorized to run the life insurance business in India with its Head

Office at Mumbai. It has been established by an act of the Parliament

and started functioning from 1/9/1956.

ICICI Prudential Life Insurance : ICICI Prudential life insurance is

a part of ICICI Bank.

Max New York Life Insurance Company Limited is a joint venture

between Max India Limited, a multi-business corporate, and New

York Life International, a global expert in life insurance. New York

Life is a Fortune 100 company that has over 160 years of experience

in the life insurance business.

MetLife India Insurance Co. Pvt Ltd is a joint venture between

MetLife Group and its Indian partners. The Indian partners include

J&K Bank, Dhanalakshmi Bank, Karnataka Bank, Karvy Consultants,

Geojit Securities, Way2Wealth, and Mini Muthoothu.

Reliance Life Insurance Company Limited is a part of Reliance

Capital Ltd. of the Reliance - Anil Dhirubhai Ambani Group. The


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company acquired 100 per cent shareholding in AMP Sanmar Life

Insurance Company in August 2005. Taking over AMP Sanmar Life

provided Reliance Life Insurance a readymade infrastructure and a

portfolio.

SBI Life Insurance is a joint venture between the State Bank of India

and Cardiff SA of France. SBI Life Insurance is registered with an

authorized capital of Rs 500 crore and a paid up capital of Rs 350

cores.

Tata AIG Life Insurance Company Limited is a joint venturebetween Tata Group and American International Group, Inc. (AIG).

Tata Group is one of the oldest and leading business groups of India.

Tata Group has had a long association with India's insurance sector

having been the largest insurance company in India prior to the

nationalization of insurance. The Late Sir Dorab Tata was the founder

Chairman of New India Assurance Co. Ltd., a group company

incorporated way back in 1919.


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STRENGTHS:

Multi-channel distribution and one of the largest distribution networks

in India.

Implementing Six-Sigmaprocess.

Customer centricproducts and services.

Superior investment and risk management framework

1 Million Policies sold within 3 and half years.

Company has maximum number of MDRT as well as good number

of HNI advisors.

Training process of the company is very strong.

Different plan for different peoples.

According to the change in surrounding environment like changes in

customer requirement.

WEAKNESS:

COMPANY does not penetrate on the rural market at a time.

There is no plan for the low income group.


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OPPORTUNITY:

Insurance market is very big, where company can expand its horizon

in insurance industry.

Though good investment and insurance it is easy to top Indian

customers.

The huge insurance market (77%) is left so company has opportunity

to expand our products.

To associate with the more number of HNI.

THREATS:

OLD HABITS DIE HARD: Its still difficult task to win the

confidence of public towards private company.

The company is facing major threats from LIC -which is an only

government company.

Plans for all income groups are not available which can create adverse

effect later on the market share of the company.


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RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the

research problem. It is a science of studying how research is done

scientifically. The research cannot be preceded abruptly. The researchers

also need to understand the assumptions underlying various technique

and they need to know the criteria by which they can decide that certain

techniques and procedures will be applicable to certain problems and

others will not.The research methodology adopted for the present study has been

systematic and was done in accordance to the objectives set, which has

been discussed in the earlier pages.

OBJECTIVES OF THE STUDY

To study the level of satisfaction of the employees at Birla Sunlife Insurance Co.

Ltd.

To identify the involvement of job satisfaction of employees in the organization

To identify the involvement of employees relationship in the organization

To suggest the possible measures to the company for improving the job

satisfaction level among the employees.

To identify the employees expectation from the company towards

maintaining the employees satisfaction level in their job.


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RESEARCH DESIGN

The research design taken for the study is Descriptive study, which

is concerned with describing the characteristics of a particular individual

or of a group.

NEED FOR THE STUDY

The purpose of doing this project is mainly to make a thorough

study of employee job satisfaction at Birla Sun Life Insurance Co. Ltd.

with reference to human resource management. The study will help to

make the work atmosphere more conductive. The study is intended to

analyze the work timings which appears to very high of the employees

SCOPE OF THE STUDY

The study is done on satisfaction level among employees of Birla

Sun Life Insurance Co. Ltd. Ambala. Scope is extended to all levels of

the employees of organization.

SOURCES OF DATA

Data refers to information or facts. The main sources of data for

the present study are,

A) Primary Data:


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Primary data has been collected with the help of structured

questionnaire.

B) Secondary Data

Secondary data has been collected with the help of journals, books

and websites.


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SAMPLE SIZE

Size of the sample means the number of sampling units selected

from the population for investigation. It answers how many people

should be surveyed. Here the sample size is fixed as 50 by using the

formula as given below.

RESEARCH DESIGN: Descriptive

STATISTICAL ANALYSIS AND TOOLS USED:

The data collected was tabulated and analyzed with the help of

Simple Percentage Analysis. Also various charts and tables have been

used to interpret the same.

LIMITATIONS OF THE STUDY

The study has the following constraints: -

The sample size is restricted to 50 respondents due to time limit.

The study is conducted considering the prevailing conditions,

which are likely to change in future.

Due to time and cost constraints the study was limited to Ambala

cluster branch only.


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ANALYSIS AND INTERPRETATION

Q.1 Are you satisfied with the working environment?

PARTICULARS

NO. OF

RESPONDENTS

PERCENTAGE

Highly 38 76

Moderate 7 14

Poorly 5 10

INTERPRETATION

76% workers of the organization were fully satisfied with working

environment which provided by BERLA SUN LIFE INSURANCE

COMPANY Milk Plant. 14% workers were moderately satisfied by

working environment and 10% workers were lowest satisfaction by

working environment.


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Q.2 Are you satisfied with the compensation provided to you?

PARTICULARS NO. OF

RESPONDENTS

PERCENTAGE

Highly 40 80

Moderate 05 10

Poorly 05 10


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INTERPRETATION

80% workers of the organization were fully satisfied to

compensation that provided by BERLA SUN LIFE

INSURANCE COMPANY. 10% workers were medium satisfied by.

Compensation 10% workers were low satisfied by compensation.


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Q.3 Are you satisfied with the allowance and benefits provided to you

by the organization?

PARTICULARS NO. OF

RESPONDENTS

PERCENTAGE

Highly 38 76

Moderate 07 14

Poorly 05 10

INTERPRETATION

76% workers of the organization were fully satisfied to the

allowances and benefits by BERLA SUN LIFE INSURANCE

COMPANY. 14% workers were moderately satisfied by allowances and

benefits and 10% workers were lowest satisfaction with the allowances

and benefits.


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60% workers of the organization are fully satisfied to HR policies

by BERLA SUN LIFE INSURANCE COMPANY. 26% workers are

medium satisfied by HR policies 14% workers are low satisfied by

cleanliness condition.

Q.5 Are you satisfied with the Helpdesk facilities of the organization?

PARTICULARS NO. OF

RESPONDENTS

PERCENTAGE

Highly 35 70

Moderate 8 16

Poorly 7 14

INTERPRETATION


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70% workers of the organization are fully satisfied by Helpdesk

facilities which provided by BERLA SUN LIFE INSURANCE

COMPANY. 16% workers are medium satisfied by Helpdesk facilities.

14% workers are low satisfied by Helpdesk facilities.

Q.6. Are you satisfied with the Security facilities of the organization?

PARTICULARS

NO. OF

RESPONDENTS

PERCENTAGE

Highly 40 80

Moderate

10 20

Poorly 0 0

INTERPRETATION


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80% workers of the organization were fully satisfied by security

facilities, which provided by BERLA SUN LIFE INSURANCE

COMPANY Milk Plant. 20% workers were medium satisfied by

security facilities.

Q.7. Are you satisfied with the Quality of food provided in canteen?

PARTICULARS

NO. OF

RESPONDENTS

PERCENTAGE

Highly 40 80

Moderate

06 12

Poorly 04 08

INTERPRETATION


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80% workers of the organization were fully satisfied by Quality of

food provided in canteen, which provided by BERLA SUN LIFE

INSURANCE COMPANY. 12% workers were medium satisfied by

colony Quality of food provided in canteen, 8% workers were low

satisfied by colony, Quality of food provided in canteen.

Q.8. Are you satisfied with the service provided by the contractor in

canteen?

PARTICULARS

NO. OF

RESPONDENTS

PERCENTAGE

Highly 40 80

Moderate

5 10

Poorly 5 10


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INTERPRETATION

80% workers of the organization were fully satisfied by services

which provided by BERLA SUN LIFE INSURANCE COMPANY. 10%

workers were medium satisfied by services. 10% workers were low

satisfied.

Q.9. Are you satisfied with the drinking water facilities provided to you?

PARTICULARS

NO. OF

RESPONDENTS

PERCENTAGE

Highly 35 70

Moderate 05 10

Poorly 10 20

INTERPRETATION

70% workers of the organization were fully satisfied by drinking

water facilities which provided by BERLA SUN LIFE INSURANCE

COMPANY. 20% workers were medium satisfied by drinking water

facilities, 10% workers were low satisfied by drinking water facilities.

Q.10. Are you satisfied with the restroom facilities to you?

PARTICULARS

NO. OF

RESPONDENTS

PERCENTAGE

Highly 35 70


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Moderate 05 10

Poorly 10 20

INTERPRETATION

70% workers of the organization were fully satisfied by Restroom

facilities, which provided by BERLA SUN LIFE INSURANCE

COMPANY. 10% workers were medium satisfied by Restroom

Facilities, 20% workers were low satisfied by Restroom Facilities.

Q.11. Are you satisfied with the workplace provided to you by the

organization

PARTICULARS NO. OF

RESPONDENTS

PERCENTAGE

Highly 30 60


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Moderate 15 30

Poorly 05 10

INTERPRETATION

60% workers of the organization were fully satisfied by workplace

provided, which provided by BERLA SUN LIFE INSURANCE

COMPANY. 30% workers were medium satisfied by workplace

provided. 10% workers were low satisfied workplace provided.

Q.12. Are you satisfied with the fun and entertainment programs of the

organization?

PARTICULARS NO. OF

RESPONDENTS

PERCENTAGE

Highly 40 80

Moderate 10 20

Poorly 0 00


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INTERPRETATION

62% workers of the organization were fully satisfied by transport,

which provided by BERLA SUN LIFE INSURANCE COMPANY. 20%

workers were medium satisfied by transport facility, 18% workers were

low satisfied by transport facility.

Q.14. Are you satisfied with the accommodation facility provided to you


PARTICULARS NO. OF

RESPONDENTS

PERCENTAGE

Highly 32 64

Moderate 10 20

Poorly 08 16


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INTERPRETATION

64% workers of the organization were fully satisfied by

accommodation facilities which provided by BERLA SUN LIFE

INSURANCE COMPANY. 20% workers were medium satisfied by

accommodation facilities. 16% workers were low satisfied by

accommodation facilities.

FINDINGS

1. It has been analyzed from the data that most of the employees are

satisfied with working environment and compensation provided to

them but still dissatisfaction is there to some extent.

2. It has been analyzed from the data that respondents are highly

satisfied with the allowance benefits with the allowance benefits

provided by the organization.


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3. It has been analyzed from the data that respondents are satisfied

with HR policy of organization. But still dissatisfaction is there to

some extent.

4. Most of the employees are satisfied with the helpdesk facilities but

some are still disagree.

5. It has also been analyzed from the data that most of the employees

are satisfied with the security facilities as the percentage for the

save as 80% but some employees are dissatisfied.

6. It provides been interpreted that most of the employees aresatisfied with the quality of food provided in canteen. But some are

dissatisfied with it .

7. It is also been found that most of the employees are satisfied with

the drinking water facilities and rest room facilities but employees

have shown their discontent for same.

8. It has also been analyzed that regarding the work place facilities

and find entertainment rent facilities the employees are satisfied.

But have also shown their discontent for it as they want more

improvement in these facilities.

9. Finally it has also been analyzed that satisfied with regard to

transport and accommodation facilities, but some have shown theirdiscontentment for these facilities.

SUGGESTIONS


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Since almost all the employees of Birla Sunlife Insurance are

satisfied with the job security inside the organization it has to be

sustained in the future as well.

Though all the employees are happy enough with their

performance in line with their roles and responsibilities,

organization has to follow up their employees to ensure things

move on smoothly.

Since almost all the employees are experiencing a good work

atmosphere, it is suggested to sustain in the future too.

Though most of the employees are satisfied with the training

provided, it is recommended to improve further by conducting

special training on monthly basis.

Though most of the employees are having cordial relationship with

peers, it is suggested to conduct group activities very often who are

not having a good rapport with colleagues.

Since few employees are not happy with the office timings it is

suggested that the organization can provide flexible work timings.

Though almost all the employees are quiet satisfied with the work

load that they are assigned with, few efforts has to be made to

remove the dissatisfaction thought from the employees.


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Though most of the employees manage stress by engaging in

others the organization should reduce stress in work so that it will

not affect the employee.

9. As all the employees are happy with the leadership style followed

by the superiors, it is suggested to sustain the same in future.

10. Since every individual is happy with the communication process

followed inside the organization, it is suggested to sustain the same

in future too.

11. As almost all the employees are satisfied with the salary structure,

grading system and the incentives provided, it is suggested to

sustain the same in the future as well.

12. As few employees are not happy with the superior feedback, it is

suggested to take few efforts to avoid the unnecessary

consequences in future.

13. Though almost all the employees are happy with the HR follow up,

it is recommended to improve HR follow up on individual issues.

14. Since few of the employees are not happy with the amenities

facility provided, it is suggested to take few efforts in

implementing some additional facilities.


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CONCLUSION

The study has been undertaken at Birla Sunlife Insurance on

Employees Job Satisfaction. The project was completed successfully

with the help of HR Manager of Birla Sunlife Insurance Company

Limited, Patiala Branch.

All the findings and recommendations for a good job satisfaction

level among the employees were discussed with the HR Manager The

recommendations have been appreciated and accepted and they

promised to implement the same in the near future.

This study helped to shortlist those lacunae in the insurance sector

that aggravated workers dissatisfaction for their jobs along with

highlighting the positives of the sector. Measurement of Job satisfaction

can be a very helpful tool to the management to understand the

psychology of its works and how employees feel about their jobs; it can

also be an important predictor of work behaviours such as organizational

citizenship, high attrition rate, their non-performance, their absenteeism,

their motivation level, their stress levels and turnover. Employees like to

work for organizations which can provide them an excellent work

culture, an attractive performance based pay package.

Employees also look for growth opportunities because today

employees are very much aware about their surroundings and they want

to continuously grow and improve on their skills in order to stay


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competitive in the market. They prefer job positions which provide them

with authority to make decisions pertaining to their job roles and they

like to be included in the decisions making process. They want to

undertake challenging projects rather than the conventional ones. They

understand the importance of team work and are full of team spirit. Last

but not the least they want a leader who is competent enough to care for

them and treat them as human being and not as machines. Further, job

satisfaction can partially mediate the relationship of personality

variables and deviant work behaviors. Thus increasing job satisfaction isimportant for its humanitarian values and its financial benefits (due to its

effect on employees behaviour) and organizations should look into this

major aspect for the betterment of their financial as well as social well

being.


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BIBLIOGRAPHY

BOOKS REFERRED Research Methodology, By Kothari -2004 Edition-New age

international Pvt. Ltd. chapter- methods and techniques (page

no.146-150)

Statistical Tools and Techniques, By S.P.Gupta-2007 Edition- GK

publications.

J.Jayasankar - Human Resources Management Margham

Publication-2004 First Edition.

S.Riasudeen Human Resources Management Madras

University distance education -2009 Edition

JOURNALS Marketing master mind (ICFAI)-June 2009,

Indian journal of marketing, June 2009,

International Journal of Engineering & Management Sciences

JOB SATISFACTION IN INSURANCE SECTOR: AN

EMPIRICAL INVESTIGATION, Singh Anita Associate Prof. &

Area chairperson -HR , IMS, Ghaziabad I.J.E.M.S., VOL.3 (4)

2012: 425-432 ISSN 2229-600X


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WEBSITES

www.wikipedia.com

http://www.allprojectreports.com

www.birlasunlife.com

www.adityabirla.com
http://www.allprojectreports.com/http://www.birlasunlife.com/http://www.birlasunlife.com/http://www.birlasunlife.com/http://www.allprojectreports.com/


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QUESTIONNAIRE

Name & Address of

company

Person Contacted

..

Email ID

Q.1 Are you satisfied with the working environment?

Highly

Moderately

Poorly

Q.2 Are you satisfied with the compensation provided to you?

Highly

Moderately

Poorly

Q.3 Are you satisfied with the allowance and benefits provided to you


Highly

Moderately

Poorly


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Q.4. Are you satisfied with the HR policy of the organization?

Highly

Moderately

Poorly

Q.5 Are you satisfied with the Helpdesk facilities of the organization?

Highly

Moderately Poorly

Q.6. Are you satisfied with the Security facilities of the organization?

Highly

Moderately

Poorly

Q.7. Are you satisfied with the Quality of food provided in canteen?

Highly

Moderately Poorly

Q.8. Are you satisfied with the service provided by the contractor in

canteen?


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Moderately

Poorly

Q.13 Are you satisfied with the transport facility provided to you by the

organization?

Highly

Moderately

Poorly

Q.14. Are you satisfied with the accommodation facility provided to you

by the organization ?

Highly

Moderately

Poorly

sandeep employee satisfaction

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