28-03-2014, 04:57 PM
A SURVEY ON EMPLOYEE JOB SATISFACTION IN BSNL
EMPLOYEE JOB SATISFACTION.doc (Size: 650.5 KB / Downloads: 41)
TELECOM IN INDIA
Telecom in India was started by private persons in 1851 as “Public Utility Service”.
Subsequently it was taken over by Govt. of India in 1943 as department of Telecommunication; it functions under the communication ministry headed by a Cabinet Minister. The office is situated at New Delhi, having circle offices in all states in India. The circle office is located at the capital city of the every district of all states under supervision of General Manager. It is world’s 7th largest company and India’s No.1 Telecom Company and celebrating 150 years of Telecom Services.
The BSNL is formed on 1st October 2000. The BSNL is the largest public sector, serving more than 35 million customers and with a work force of 4, 50,000 offices and employees, for its maintenance and operation. With the successful launch of BSNL’s WLL, Mobile and Broadband services all over the country. It has the responsibilities to improve already quality of telecom services expansion of telecom network, taking telecom services in all the villages and instilling confidence amongst its customers.
Board of Directors and Human Resources
The corporate structure of BSNL Board consists of CMD and five full time Directors. Human Resources Planning and Development, new services, operations, financial, commercial and marketing who manage the entire gamut of BSNL. There are two government nominees on the time Board of directors of the BSNL.
HIERARCHY OF WARANGAL DISTRICT TELECOM
The hierarchy of the Bharat Sanchar Nigam Limited, at Warangal district can be explained as in the following manner:
The General Manager will look after all the activities of BSNL at Warangal SSA. Under GM, there are two DGMs and one SDE.
The Deputy General Manager of planning and rural look after the planning and rural telecom network maintenance. Planning the future activities.
Sub Divisional Engineer, DOTSOFT is in charge of telecom software.
Commercial Officer is responsible for commercial activities such as new phone connections, phone services etc.
The Divisional Engineers will look after the Administration activities, Finances etc.
INTRODUCTION
Human resource is considered to be the most valuable asset in any organization. It is the sum-total of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the employed persons who comprise executives, supervisors and the rank and file employees. It may be noted here that human resource should be utilized to the maximum possible extent, in order to achieve individual and organizational goals. It is thus the employee’s performance, which ultimately decides, and attainment of goals. However, the employee performance is to a large extent, influenced by motivation and job satisfaction
The term relates to the total relationship between an individual and the employer for which he is paid. Satisfaction does mean the simple feeling state accompanying the attainment of any goal; the end state is feeling accompanying the attainment by an impulse of its objective. Job satisfaction does mean absence of motivation at work. Research workers differently described the factors contributing job satisfaction and job dissatisfaction.
Fulfillment theory
The main aim of this theory is to measure satisfaction in terms of rewards a person receives or the extent to which his needs are satisfied. Job satisfaction cannot be regarded merely as a function of how much a person receives from his job but it is the strength of the individual’s desire of his level of aspiration in a particular area.
The main difficulty in his approach as observed by willing is that job satisfaction is not only a function of what a person receives but also what he feels he should receive, as there would be considerable difference in the actual and expectations of persons.
Two-Factor Theory
This theory was developed by Herzberg, Manusner, Paterson and Capwell who identified certain factors as satisfiers and dissatisfies.
Factors such as achievement, recognition responsibility etc., are satisfiers, the presence of which causes satisfaction but their absence does not result in dissatisfaction on the other hand the factors such as supervision salary, working conditions etc. are dis-satisfiers the absence of which cause dissatisfaction however their presence does not result in job satisfaction.
This theory is considered invalid as a person can get both satisfaction and dissatisfaction at the same time
Execution of the project
This is a very important step in the research process. If the execution for the project proceeds along the correct lines, the data to be collected would be adequate and dependable. Hence it was necessary to see to it that the project proceeds in the right direction and in the fight manner within the time limits. The respondents were made aware of the purpose of the project and the probably benefit of expressing their frank views. The introduction accompanying each copy of the questionnaire, the respondents were asked to suggestion for future of mentorship program so as to make them more beneficial for the employees.