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1. Presented By:-
AKIF KHOKHAR
FINAL YEAR
IHM, BHOPAL

2. OBJECTIVES
 To get an insight on employee satisfaction in
hospitality
 To find the work environment for hospitality
employees
 To find the benefits and perks being given to the
employees
 To find the career growth prospects provided for the
employees.
 To find the overall contentment of the employees

3. METHODOLOGY
• Desk research, which includes: books,
Internet, magazines and journals.
• Through personal and telephonic
interviews.
• By means of a questionnaire which
consisted of questions related to
employee satisfaction and which was
filled by hotel employees from
different hotels randomly

4.  Introduction to Human resources
Human resources is a term used to describe the
individuals who make up the workforce of an
organization, although it is also applied in labor
economics to, for example, business sectors or
even whole nations. Human resources is also the
name of the function within an organization
charged with the overall responsibility for
implementing strategies and policies relating to
the management of individuals (i.e. the human
resources). This function title is often abbreviated
to the initials "HR".

5. Introduction to the
topic
 Job satisfaction has been defined as a pleasurable emotional state
resulting from the appraisal of one’s job; an affective reaction to one’s job;
and an attitude towards one’s job.
 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").

6. HISTORY
One of the biggest preludes to the study of job
satisfaction was the Hawthorne studies. These
studies (1924-1933), primarily credited to
Elton Mayo of the Harvard Business School,
sought to find the effects of various
conditions (most notably illumination) on
workers’ productivity. These studies ultimately
showedthat novel changes in work conditions
temporarily increase productivity (called the
Hawthorne Effect). It was later found that this
increase resulted, not from the new
conditions, but from the knowledge of being

7. REVIEW OF LITERATURE
Job satisfaction represents the constellations of person’s
attitude towards or about the job. In general, job satisfaction is
the attitude towards the job as a whole. Job satisfaction is a
function of satisfaction with different aspects of job, i.e.
supervision, pay, works itself, co-workers, promotion, etc., and
of the particular weighting or importance one attaches to these
respective components.
The study of job satisfaction is a relatively recent phenomenon.
It can perhaps be said to have begun in earnest with the famous
Hawthorne studies conducted by Elton Mayo at the western
Electronic Company in 1920s during the course of
investigations. However they become convinced that factors of
a social nature were affecting satisfaction with the job and
productivity.

8. Results and Discussion
All the data pertaining to employee satisfaction was analyzed using frequencies in order to
identify factors that led to employee satisfaction. Subsequently, the employee
satisfaction data was cross tabulated and correlated with the employee loyalty data.
This was done in order to identify factors in the employee satisfaction section
correlated positively to the three forms that denotes employee loyalty, namely,
employment tenure, the making of career advancement plans within the company and
recommending the employment to others. The linkage between employee satisfaction
and employee loyalty was ascertained through these tests. According to Table 1, most
employees were basically satisfied. Their satisfaction stems from several factors.
However, the study also found that employees place certain elements of their
satisfaction as more important than the others. This seems to be evident when in
general the employees say they were satisfied, but when being asked of each item in the
questionnaire, some variables produced a better satisfaction score than the others.
Before assessing whether the variables have any significant relationship. A Pearson Chi
Square test was conducted to see the degree of confidence. The stated confidence level
is the percentage equivalent to the decimal value of 1-_, and vice versa. A 95%
confidence interval is to be found at, _= 0.05, since 1 – 0.05 = 0.95, or 95%. When _ =
0.01, then 1 – _ = 1 – 0.01 = 0.99, and the confidence interval is 99%. For the purpose of
this study, a confidence level of 95% is used. In terms of age, most of the respondents
are aged between 21 and 34. This is an indication that the majority of the respondents
are also a representation of Generation X (born between 1996 and 1982). The finding
was that the majority of the respondents are loyal and the literature shows that
Generation X have the tendency to be more loyal towards their employers than
generation Y (born between 1978 and 1994).

9. Performance Management
 Assessment, reporting and performance
management form a significant part of the overall
management of military personnel throughout
their careers. Issues raised in relation to
performance management of individuals are
indicated by the following comments:
 “…Evaluation of personnel and reports were not
handed in on time and as a result some people
missed [out] on advancement.”
 “…It doesn’t say anything about, you know,
congratulations, well done, or how valued you are
to the organisation. What it says is that "Now that
you're here, perform or you’re out.”

10. Role of Employee Satisfaction
& Morale Boosting

11. CONCLUSION
 These findings underscore the important postulation that
there is linkage between employee satisfaction and employee
loyalty. In other words an increase of employee satisfaction
could actually result in increased in employee participation
and has the potential of making both the employee and
employer equally loyal to the company. Basically employee
satisfaction is dependent on benefits package, training and
development, relationship with supervisor, working
conditions, teamwork and cooperation, recognition and
rewards, empowerment and communication. Whereas,
employee loyalty is a result of the satisfaction that stems from
satisfaction variables such as, recognition and rewards,
working conditions, teamwork and cooperation, and
relationship with supervisor.

12. THANK
YOU