Main Project Original

A STUDY ON THE IMPACT OF ORGANIZATIONAL
CLIMATE ON JOB SATISFACTION AT ACERT IT SOLUTIONS PRIVATE LIMITED
A PROJECT REPORT
Submittedby
(Reg.No:)
Under the Guidance of
FACULTY OF MANAGEMENT STUDIES
In partial fulfillment for the requirements
For the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
IN
Department of Management Studies
ANNA UNIVERSITY
BONAFIDE CERTIFICATE
Certified that this project report titled “A STUDY ON THE IMPACT OF

ORGANIZATIONAL CLIMATE ON JOB SATISFACTION” ACERT IT SOLUTIONS
PRIVATE LIMITED is the bonafide work of (REG. NO:) who carried out the research under my
supervision. Certified further, that to the best of my knowledge the work reported herein does not form
part of any other project report or dissertation on the basis of which a degree or award was conferred on
an earlier occasion on this or any other candidate.
INTERNAL GUIDE HEAD OF THE DEPARTMENT
Submitted to project and Viva - voce exam held on ______________________
Internal Examiner External Examiner
I
DECLARATION
I hereby declare that the project entitled “A STUDY ON THE IMPACT OF

ORGANIZATIONAL CLIMATE ON JOB SATISFACTION”, in partial fulfillment of the
requirements of Anna University for the award of the degree in Master of Business Administration is my
original work and that it has not formed the basis for the award of any degree, associateship, fellowship,
diploma or any other similar title.
Signature of the Student
II
ACKNOWLEDGEMENT
I would like to register my heartful thanks to our Chairman, and Secretary,
I express my deep gratitude to the Principal, for giving me an opportunity to study the
practical aspects of the corporate world.
I would like to thank our HOD for giving me an opportunity to do this project in such
a reputed company.
I would like to thank my internal guide, for the guidance throughout the completion
of the project.
I would like to thank all the faculty, Department of Management Studies who
supported and giving me this opportunity and guidance throughout my project.
I would like to thank - GENERAL MANAGER, for giving me an opportunity and

guidance to do my project.
Finally, I would like to record my thanks to each and everyone who had helped me to
complete this project.
III
ABSTRACT
The main aim of conducting this departmental study is to enrich the knowledge of business and all
its related activities in any firm under the guidance of Industrial experts. This study enhances a
thorough understanding of each and every activity taking place in all the interrelated departments
in the organization. This understanding will lead to practical exposure to the business
environment. The complete knowledge to be acquired by an MBA graduate will be gained while
performing such a study related to functional areas in an organization. This will help to gain
organizational capabilities. This particular study on all of its functional areas is being conducted in
the reputed company named ACERT IT SOLUTIONS PRIVATE LIMITED. The functional areas
in the company are studied and analysed to know the functioning and operations taking place in
this organization. Let us have un look into the functional activities and detailed description of each
and every department in IT industry.
Keywords: To understand functional activities in each department, ACERT IT SOLUTIONS

PRIVATE LIMITED. IT based industry.
.
IV
CHAPTER CONTENTS PAGENO
BONAFIDE I
DECLARATION II
ACKNOWLEDGEMENT III
ABSTRACT IV
LISTOFTABLES VI
LISTOFCHARTS VII
CHAPTER 1 INTRODUCTION 1-16
1.1 INTRODUCTION 1
1.2 INDUSTRY PROFILE 3
1.3 COMPANY PROFILE 9
1.4 PRODUCT PROFILE 13
1.5 NEED OF THE STUDY 14
1.6 OBJECTIVE OF THE STUDY 15
1.7 SCOPE OF THE STUDY 16
1.8 LIMITATIONS OF THE STUDY 17
CHAPTER 2 REVIEW OF LITERATURE 18-22
2.1 REVIEW OF LITERATURE 18
CHAPTER 3 RESEARCH METHODOLOGY 22-24
3.1 RESEARCH 22
3.2 RESEARCH DESIGN 22
3.3 TOOLS USED FOR ANALYSIS 23
CHAPTER 4 DATA ANALYSIS AND INTERPRETATION 25-61
CHAPTER 5 CONCLUSION 61-64
5.1 FINDINGS 62
5.2 SUGGESTIONS 63
5.3 CONCLUSION 65
CHAPTER 6 BIBLIOGRAPHY 66
CHAPTER 7 ANNEXURE 67-70
QUESTIONNAIRE 67
V
TABLE OF CONTENT
S.NO PARTICULARS P.NO

4.2.1 The table that showing gender wise classification 25
4.2.2 The table that showing age wise classification 26
4.2.3 The table that showing educational qualification wise classification 27
4.2.4 The table that showing marital status wise classification 28
4.2.5 The table that showing work experience wise classification 29
4.2.6 The table that showing worker welfare exercises of the Organization 30
give a sentiment security and enhance your execution wise
classification
4.2.7 The table that showing satisfied with your present job wise 31
classification
4.2.8 The table that showing that clear about the overall goals of the 32
company wise classification
4.2.9 The table that showing that satisfied your working hours wise 32
classification
4.2.10 The table that showing relationship existing with superiors wise 33
classification
4.2.11 The table that showing that satisfied canteen facilities wise 34
classification
4.2.12 The table that showing opinion about the level bonus provided by 35
organization wise classification
4.2.13 The table that showing employees satisfaction with the company 36
safety measure wise classification
4.2.14 The table that showing level of the physical working Conditions 37
wise classification
4.2.15 The table that showing working environment wise classification 38
4.2.16 The table that showing improve the morale and team work in the 39
4.2.17 The table that showing satisfaction hygienic condition of 40
working place wise classification
4.2.18 The table that showing present benefits that the corporate offers, 41
above your salary wise classification
4.2.19 The table that showing compensation and benefits wise 42
classification
4.2.20 The table that showing overall quality of the management system wise 43
classification
4.2.21 The table that showing management is just towards administering 44
policies concerning employees wise classification
4.2.22 The table that showing Working Environment of the Organization 45
6
wise classification
4.2.23 The chart showing health advantages gave by the Organization to the 46
workers and their families wise classification
4.2.24 The table that showing the job cause an unreasonable amount wise 47
classification
4.2.25 The table that showing your manager treats all the team members 48
equally wise classification
4.2.26 The table that showing maternity leave to Female Employee wise 49
classification
4.2.27 The table that showing conveyance allowance offered wise 50
classification
4.2.28 The table that showing overtime stipend offered wise classification 51
4.2.29 The table that showing the leave approach wise classification 53
4.2.30 The table that showing representative security wise classification 54
LISTOFCHARTS
S.NO PARTICULARS P.NO
4.2.1 The chart showing gender wise classification 25
4.2.2 The chart showing age wise classification 26
4.2.3 The chart showing educational qualification wise classification 27
4.2.4 The chart showing marital status wise classification 28
4.2.5 The chart showing work experience wise classification 29
4.2.6 The chart showing worker welfare exercises of the Organization give a 30
sentiment security and enhance your execution wise classification
4.2.7 The chart showing satisfied with your present job wise classification 31
4.2.8 The chart showing clear about the overall goals of the company wise 32
classification
4.2.9 The chart showing satisfied your working hours wise classification 32
4.2.10 The chart showing relationship existing with superiors wise classification 33
4.2.11 The chart showing satisfied canteen facilities wise classification 34
7
4.2.12 The chart showing opinion about the level bonus provided by organization 35
wise classification
4.2.13 The chart showing employees satisfaction with the company safety 36
measure wise classification
4.2.14 The chart showing level of the physical working Conditions wise 37
classification
4.2.15 The chart showing Working Environment wise classification 38
4.2.16 The chart showing improve the morale and team work in the organization 39
wise classification
4.2.17 The chart showing hygienic condition of working place wise classification 40
4.2.18 The chart showing present benefits that the corporate offers, above your 41
salary wise wise classification
4.2.19 The chart showing compensation and benefits wise classification 42
4.2.20 The chart showing overall quality of the management system wise 43
classification
4.2.21 The chart showing management is just towards administering policies 44
concerning employees wise classification
4.2.22 The chart showing Working Environment of the Organization wise classify 45
4.2.23 The chart showing health advantages gave by the Organization to the 46
4.2.24 The chart showing the job cause an unreasonable amount wise classification 47
4.2.25 The chart showing your manager treats all the team members equally wise 48
classification
4.2.26 The chart showing maternity leave to Female Employee wise classification 49
4.2.27 The chart showing conveyance allowance wise classification 50
4.2.28 The chart showing overtime stipend offered wise classification 51
4.2.29 The chart showing leave approach wise classification 53
4.2.30 The chart showing representative security wise classification 54
8
CHAPTER-1
1.1 INTRODUCTION
Organizational climate is about the perception of the climate and about measures climate, as
a metaphor is helpful e.g. temperature is a measurable element geographic climate fat is not
the absolute temperature that matters as has human perception of its it cold. comfortable it is
only after knowing what temperature means in terms of human comfort, that measurement of
temperature becomes useful Complicating perception is the probability that what may be to
cool for one person may be too warm for another adjust right for someone else Similarly for
organization, the climate may he regarded in absolute terms and measured by instruments
but is felt differently by individuals. The absolute climate may suit one person and not
another. "what it's like to work here? "how I feel when I work here A concept that
management can will afford to ignore is "organizational climate. All organizational
theoreticians and researchers unanimously agree that a social climate is extremely important
for the ultimate achievement of organizational goals characteristics of organizations as
stability, creativity and innovation. Communication and effectiveness
(StrawSliverZawengandRober11976) Organizational climate has been the central theme for
organizational researchers.
Keith Davis explains organizational climate as the human environment within which an
organization’s employees do their work. It may refer to the environment within a
department, a company unit or an entire organization, we cannot see climate or touch it, but
it is there. Like the air in a room, it surrounds and affects everything that happens in an
organization and climate is also affected by almost everything that occurs in an organization
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JOB SATISFACTION:
Job Satisfaction is a combination of two words, Job and Satisfaction. 'Job' includes
occupational activity performed by an individual in return for a monetary reward while
'satisfaction' is a word which is not easy to define. Job satisfaction has its relevance with
regard to boosting up the morale of the employees. It increases the efficiency and the work
orientation of the employees.An appropriate amount of job satisfaction contributes to the
achievements of the organization.
Collins English Dictionary explains job satisfaction as the extern “to which the desire
and hopes of a worker are" ful filled as a result of his work.
The Roberts Dictionary of Industrial Relations defines 'Job satisfaction as "Those

outward or inner manifestations which give the individual a sense of enjoyment or
accomplishment in the performance of his work.
Milton L. Belem regards job satisfaction as generalized attitude resulting from many
specific attitudes in three areas, specific job factors, individual adjustments and group
relations.
Madhu Malhotra's definition of job satisfactionis: "individual phenomenon, measured

by ascertaining certain attitudes. In other words, these attitudes result from many likes and
dislikes in connection with the job. Though attitudes are not job satisfaction, but job
satisfaction is comprised of a number of attitudes.
Locke defined it as a pleasurable or positive emotional state, resulting from the

appraisal of one's job or job experience.
According to Hoppock job satisfaction is "any combination of psychological,

physiological and environmental circumstances that causes a person truthfully to say I am
satisfied with my job."
Bullock considers job satisfaction to be an attitude which results from a balancing

and summation of many specific likes and dislikes experienced in connection with the job.
Smith suggests that job satisfaction is "the employee's judgment of how well his job
on the whole is satisfying.
2
MEANING:
The fast changing world and face of various economic have generated lot of
complexities in the business environment, Competition, innovation and research are the key
factors that govern success in modern organization. Human resource and practicing
excellence in all operational and govern met areas are the intellectual capital assets that are
the keys for the growth and development of 21 century organizations. The consistent
performance and all round success are the keys of governance for corporate executives who
need to work and perform under all circumstances. Further to develop and retain intellectual
assets and to meet the striving expectations of today’s youth, organizations need to create
favorable organization l climate so that employees can be satisfied from the jobs and be
effective. Communication sector is one of the premium sectors of India and
Telecommunication Industry is the most integral part of this sector that is undergoing fast
changes because of revolution in communication sector. This study indicates how various
factors of organization climate correlates with job satisfaction
DEFINITION
According to Forehand and Gilmer, “Climate consists of a set of characteristics

that describe an organization. Distinguish it from other organizations are relatively enduring
over time and influence the behavior of people in it.”
Job satisfaction or employee satisfaction is the feeling of pleasure, enjoyment,

and fulfillment that workers derive from their job. It is the degree to which somebody knows
that their job is worth doing. Job satisfaction also refers to the degree to which people’s jobs.
3
1.2 INDUSTRY PROFILE
Introduction
India is the world's largest sourcing destination for the information technology(IT) industry,
accounting for approximately 67 per cent of the US$ 124-130 billion market. The industry
employs about 10 million workforces. More importantly, the industry has led the economic
transformation of the country and altered the perception of India in the global economy.
India's cost competitiveness in providing IT services, which is approximately 3-4 times
cheaper than the US, continues to be the main stay of its Unique Selling Proposition(USP)
in the global sourcing market. However, India is also gaining prominence in terms of
intellectual capital with several global IT firms setting up their innovation centres in India.
The IT industry has also created significant demand in the Indian education sector,especially
for engineering and computer science. The Indian IT and ITES industry is divided into four
major segments – ITservices, Business Process Management (BPM), software products and
engineering services, and hardware.
The IT-BPM sector which is currently valued at US$ 143 billion is expected to grow at a
Compound Annual Growth Rate(CAGR) of 8.3 percent year-on-year to US $143 billion for
2015-16. The sector is expected to contribute 9.5 percent of India’s Gross Domestic Product
(GDP) and more than 45 per cent in total services export in 2015-16.
Market Size
The Indian IT sector is expected to grow at a rate of 12-14 percent for FY2016-17
in constant currency terms. The sector is also expected triple its current annual revenue to
reach US$ 350 billion by FY2025.India ranks third among global start-up ecosystems with
more than 4,200 start-ups.
India’s internet economy is expected to touch Rs10 trillion(US$146.72billion) by
2018, accounting for 5 per cent of the country’s GDP. India’s internet user base reached over
400 million by May 2016, the third largest in the world, while the number of social media
users grew to 143 million byApril 2015 and smartphones grew to 160 million.
Public cloud services revenue in India is expected to reach US$1.26billionin2016, growing
by 30.4 per cent year-on-year (y-o-y)^. The public cloud market alone in the country was
estimated to treble to US$ 1.9 billion by 2018 from US$ 638 million in 2014^. Increased
4
penetration of internet (including in rural areas) and rapid emergence of e-commerce are the
main drivers for continued growth of data centre co-location and hosting market in India.
The Indian Healthcare Information Technology (IT) market is valued at US$ 1 billion
currently and is expected to grow 1.5 times by 2020^^. India's business to business (B2B) e-
commerce market is expected to reach US$700billion by 2020 whereas the business to
consumer (B2C) e-commerce market is expected to reach US$ 102 billion by 2020.
Investments
Indian IT's core competencies and strengths have attracted significant investments from major
countries.The computer software and hardware sector in India attracted cumulative Foreign
Direct Investment (FDI) inflows worth US$ 21.02 billion betweenApril 2000 and March
2016, according to data released by the Department of Industrial Policy and Promotion
(DIPP).
Indian start-ups are estimated to have raised US$1.4billion across 307 deals in quarter ending
March 2016. Most large technology companies looking to expand have so far focused
primarily on bigger enterprises, but a report from market research firm Zinnov highlighted
that the small and medium businesses will present a lucrative opportunity worth US$ 11.6
billion in 2015, which is expected to grow to US$25.8billion in 2020. Moreover, India has
nearly 51 million such businesses of which 12 million have a high degree of technology
influence and are looking to adopt newer IT products, as per the report. Some of them or
developments in the Indian IT and ITES sector are as follows:
● Druva Incorporation, a data protection firm, has received US$ 51 million in a funding
round led by its existing investor Sequoia Capital India along with new investor EDBI
which is the investment arm of the Singapore Economic Development Board (EDB).
● Google, the American technology giant, has launched a new Wi-Fi platform called
Google station, under which the company will install Wi-Fi hot spots in places
frequented by a large number of people like malls, cafes, universities.
● Reliance Industries Ltd(RIL) plans to setup entrepreneurship hubs in key cities and
towns, and a Rs 5,000 crore (US$ 748 million) fund, under the name of Jio Digital India
Startup Fund, to invest in technology based startups.
● Gurgaon-based digital wallet start-up MobiKwik, which is owned and operated by One
MobiKwik Systems Private Limited, has raised US$ 40 million from
Nasdaq-listedfirm Net1, a SouthAfrican payments technology company.
● Orange Business Services, the business services arm of Orange Group, has launched a
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state data centre for Himachal Pradesh government, which will be the first data centre
in India to be designed using 'green' data centre concepts that minimise power
requirements and increase power utilisation efficiency.
● Purple Talk Inc, a US based mobile solutions company, has invested US$1million in
Nukkad Shops, a Hyderabad based uber-local commerce platform that helps
neighbourhood retail stores take their businesses online through a mobile app.
● Kart Rocket, a Delhi based e-commerce enabler has completed its US$ 8 million funding
round by raising US$ 2 million from a Japanese investor, which will be used to enhance
Kraftly, a mobile-first online-to-offline marketplace targeting smallsellers, individuals
and home-based entrepreneurs in India in product categories such as apparel and
accessories.
● Mumbai-based baby care and kids products e-tailer, Hopscotch.in, has raised US$ 13
million in a Series C round of funding from Facebook co-founder Mr Eduardo Saverin,
which will help the firming row than expansion of its technology platform.
● MoMark Services, a mobile based customer engagement platform for small and medium
businesses, has raised US$600, 000 from Your Nest Angel Fund and LNB Group, to
scale up its product offerings and talent acquisition.
● Shouut, a social discovery app by Giant Tech Labs Pvt Ltd, which helps consumers
discover deals, buy even tickets or redeem coupons, has raised US$500, 000 in angel
funding from a high net-worth individual angel investor based in India.
● Apple Inc. plans to set up its first technology development centre outside the US in
Hyderabad with an investment of US$25million, which is expected to create 4,500 jobs,
as per Mr Jayesh Ranjan, Secretary, IT for the state of Telangana.
● Xpressbees, an e-commerce logistics firm operated by Busybees Logistics Solutions
Private Limited, has raised US$12.5million in a Series A funding, led by its existing
investors SAIF Partners, IDG Ventures,Vertex Ventures and Valiant Capital, which will
be used to strengthen technology initiatives and processes of the firm.
● Reliance is building a 650,000 squarefeet(sqft) datacenter in India—its10th data centre in
the country—with a combined capacity of about 1 million sq ft and an overall investment
of US$ 200 million.
● Intel Corpplans to invest about US$62million in 16 technology companies, working on
wearable, data analytics and the Internet of Things (IoT), in 2015 through its investment
arm Intel Capital. The Indian IoT industry is expected be worth US$15 billion and to
6
connect 28 billion devices to the internet by 2020.
Government Initiatives
Some of the major initiatives taken by the government to promote IT and ITES sector in India
are as follows:
● Mr Ravi Shakar Prasad, Minister of Communication and Information Technology,

announced plan to in crease the number of common service centres ore-Sevacentres to
250,000 from 150,000 currently to enable village level entrepreneurs to interact with
national experts for guidance, besides serving as a e-services distribution point.
● The Government of Telangana has signed an agreement with network solutions giant
Cisco Systems Incorporation, to cooperate on a host of technology initiatives, including
Smart Cities, Internet of Things, cybersecurity, education digitisation of monuments.
● The Railway Ministry plans to give a digital push to the India Railways by introducing
bar-coded tickets, Global Positioning System (GPS) based information systems inside
coaches, integration of all facilities dealing with ticketing issues, Wi-Fi facilities at the
stations, super-fast long-route train service for unreserved passengers among other
developments, which will help to increase the passenger traffic.
● The Pune Smart City Development Corporation (PSCDCL) has signed a memorandum
of understanding(MOU) with the European Business and Technology Centre (EBTC),
which will allow it to gain access to real-time knowledge of technologies, solutions and
best practices from Europe.
● Thee-Tourist Visa(e-TV) scheme has been extended to 37 more countries there by
taking the total count of countries under the scheme to 150 countries.
● Department of Electronics & Information Technology and M/s Canbank Venture
Capital Fund Ltd plan to launch an Electronics Development Fund(EDF), which will
bea'FundofFunds'toinvestin'DaughterFunds'whichwouldprovideriskcapitalto companies
developing new technologies in the area of electronics, nano-electronics and
Information Technology (IT).
● The Human Resource Development (HRD) Ministry has entered into a partnership with
private companies, including Tata Motors Ltd, Tata Consultancy Services Ltd and real-
7
estate firm Hubtown Ltd, to open three Indian Institutes of Information
Technology(IIITs), through public-private partnership(PPP), at Nagpur, Ranchiand
Pune.
● Government of India is planning to develop five incubation centres for 'Internet of
Things'(IoT) start-ups, as a part of Prime Minister Mr Narendra Modi's Digital India
and Startup India campaign, with at least two centres to be set up in rural areas to
develop solutions for smart agriculture.
● The Government of India has launched the Digital India program to provide several
government services to the people using IT and to integrate the government
departments and the people of India. The adoption of key technologies a cross sectors
spurred by the 'Digital India Initiative' could help boost India's Gross Domestic Product
(GDP) by US$ 550 billion to US$ 1 trillion by 2025@@.
● India and the US have a greed to jointly explore opportunities for collaboration on
implementing India's ambitious Rs1.13trillion (US$16.58billion) ‘DigitalIndia
Initiative’. The two sides also agreed to hold the US-India Information and
Communication Technology (ICT) Working Group in India later this year.
● The Government of Telangana has begun construction of a technology incubator in
Hyderabad—dubbed T-Hub—to reposition the city as a technology destination. The
state government is initially investing Rs 35 crore (US$ 5.14 million) to set up a 60,000
sq ft space, labelled the largest start-up incubator in the county, at the campus of
International Institute of Information Technology-Hyderabad (IIIT-H). Once
completed, the project is proposed to be the world’s biggest start-up in cuba to rhousing
1,000 start-ups.
● The Department of Electronics and Information Technology(DeitY) plans to start a
digital literacy programme, aimed at training over six crore Indians in then three years
to empower them for digital inclusion.
Investments/ Developments
Indian IT's core competencies and strengths have attracted significant investments from
major countries. The computer software and hardware sector in India attracted cumulative
Foreign Direct Investment(FDI) in flows worth US$32.23billion between April 2000 to June
2018, according to data released by the Department of Industrial Policy and Promotion (DIPP).
Leading Indian IT firms like Infosys, Wipro, TCS and Tech Mahindra, are diversifying their
offerings and showcasing leading ideas in blockchain, artificial intelligence to clients using
8
innovation hubs, research and development centres, in order to created differentiated offerings.
Some of the major developments in the Indian IT and ITeS sector are as follows:
● Nasscom has launch edan online platform which is aimed at up-skilling over 2million
technology professionals and skilling another 2 million potential employees and
students.
● Revenue growth in the BFSI vertical stoodat 10.3percent y-o-y in the first quarter of
2018-19.
● As of March 2018, there were over 1,140 GICs operating out of India.
Private Equity(PE)/Venture Capital(VC) investments in India's IT&ITES sector reached US$
7.6 billion during April-December 2017.
Government Initiatives
Some of them are initiatives taken by the government to promote IT and ITES sector in India
are as follows:
● The government has identified Information Technology as one of 12 champion service

sectors for which an action plan is being developed. Also, the government has set up a
Rs 5,000 crore (US$ 745.82 million) fund for realising the potential of these champion
service sectors.
● As a part of Union Budget 2018-19, NITI Aayog is going to set up a national level
programme that will enable efforts in All and will help in leveraging All technology for
development works in the country
9
1.3 COMPANY PROFILE
ACERT IT SOLUTIONS PRIVATE LIMITED is on the basis of organizing and

strengthening the ingredients of an establishment, the crucial factors responsible for driving
the business objectives towards the goal. It is formed with a devoted and composite team of
professionally qualified, technically proficient, highly experienced members. Combining
diverse expertise in business strategy, technology, usability and design, we produce highly
scalable business solutions and online positive user experiences. We emphasize a personal
and professional relationship with our clients starting with the initial understanding of client
business and requirement We provide offline and online Data processing and back office
support, to create & implement complete IT Enabled Services. We provide the total solutions
by bringing together the team with a unified and cohesive approach ACERT IT
SOLUTIONS PRIVATE LIMITED's vision is to become a global master in the IT
industry by rendering Quality Services and effective customer support / satisfaction.
AboutTechnology
Application & WebServers :
Apache Tomcat, BEA WebLogic
Platform.
Relational Database Management Systems (RDBMS) : MySQL, Oracle.
Programming Languages:Java, C/C++(includingANSIC, Managed C++, C++/CLI), Scripting Languages (JavaScript, VB
Script, Perl, ASP, PHP, JSP,etc.)
Java Technologies : J2EE(EJB, JSP, JDBC, J2ME).
10
Backend Technologies:
HTTP/HTTPS, HTML/DHTML, XML, XSLT, CSS.
Interactive
WE designTools : Adobe Photoshop,

Corel Draw(includingGraphicTools), Corel Photo Paint, Macromedia Flash 8.0.
Services
Custom Software Development
Application Development
WebApplicationDevelopment
EnterpriseApplication Development
Content Management System
Ecommerce Solution
WebDevelopment
Flash Development
WebMarketing/SEO
Software Maintenance
Content Development Services
Content Writing
Words can create, words can destroy, words can be a revolution. Words express thoughts
and emotions. If the right words are not used properly, it can lead to miscommunication. A
content-rich website can create a noticeable difference in its ability to bring in traffic.
Keyword rich, Innovative design, and understandable content contributes in making a
website attractive. An interactive and well written website succeeds in inviting and retaining
more traffic. We at ACERT IT SOLUTIONS PRIVATE LIMITED are well aware of the
importance of content writing and therefore we are trying to offer best quality content.
Products
● CRM
● ERP
11
● SMS Package
● StaticWebsiteDevelopment
● DynamicWebsiteDevelopment
● FlashWebsiteDevelopment
● OnlineWebApplications
● Academic Project
Software Development
ACERT IT SOLUTIONS PRIVATE LIMITED is the fastest growings of are

development company in India, which offers a wide spectrum of software development
services with high level of specialization and deliverable quality to its clients in India. We
try hard to deliver superior quality and cost effective software development solutions to our
clients on-time and giving quality outputs to complete customer expectations. Our mission is
to enhance the customer satisfactionthrough providing quality software development
services with a team of experienced software developers, who have won the trust worthiness
from our clients. We provide software development services through a unique combination
of expertise, experience, teamwork and strategic planning.
Website Development
ACERT IT SOLUTIONS PRIVATE LIMITED is one of the leading and rapidly growing
website designing company offering the best and most affordable services like e-commerce
web solution, flash web design, custom web design and graphics design for global
customers. We deliver high quality web designing services through our motivated and
qualified specialist teams which is focused on exceeding clients’ expectations.
Our Latest Web Designing Process

• Discovery - Understanding your web site goals and audience.
• Planning - Establishing timelines, deliverables, and development solutions.
• Content Architecture – Planning your website content and structure.
• Design - Creating and refining interface and graphic design elements.
• XHTMLConversion - After design approved from clientside start Coding.
• Development - Bringing it all together.
12
• Testing – Testing your website in multiple browser environments.
Our software Development Process:
The first step in software development is analysis. Our Team will make research on the kind
of business including the specific needs to achieve your goals.This way, we will be able to
establish the perfect software model to be used, that has a tried-and-tested efficiency.
After the analysis, the crucial phase comes, when software is designed. In this Phase, the
software is put together according to your requirements. It is a very Important step as it is the
heart and soul of the whole software development Process. After designing, coding is the
next step.In this step, Internet programming languages are put in the equation. It is a highly
technical phase but is quite simple with professionals like us.This is main step where Java
codes and PHP are created. Trial period is the fourth step in software development. In this
step, Software engineer as well as the client come together to see if the goals were met. The
software developer will test the codes and the design if they are working and if They really
suit the requirements of the possible end-users providing great satisfaction to the customer.
After testing, the software is set to run. The work will be continuing until software is done.
We are willing to provide effective solutions to keep you using the software effective.
13
1.3 PRODUCT PROFILE
Organizational climate, an element of organizational environments to construct that

distinguishes one organization from the other (Drexler, 1977).
According to Schneider and Snyder(1975), as conceptual organizational climate is a
Summary perception, which people have of an organization; it is then, a global impression of
what an organization is. The global culture of organizational climate, however, in no way
suggests that the concept is one dimensional. Many different classes of event or
organizational practices and procedures may contribute to the global or summary perception
people have of their organization.
The individual perceives or conceptualizes his organization in any number of ways
Depending upon the context and the set of information about the organization, which is operative
for that individual.
He may perceive the climate as work oriented, innovation oriented and supportive etc
Each such summary perception may be differentially relevant to the other organizational
variables.
This fact was also stressed by Litwin and Stringer 1968. When he referred organizational climate
as a "set of measurable properties of work environment perceived directly or in directly by the
people who live and work in this environment and is assumed to influence motivation and
behavior."
14
1.5 NEED OFTHE STUDY
 The study of the climate of an organization is necessary for an insight into important
dimensions such as communication, co-operation, creativity, employee satisfaction, etc.
 All these factors determine effectiveness of the organization.
 An organization is likely to be more effective if there is a two -way communication.
 The productivity will also be higher. Thus, climate has an important influence on
performance and satisfaction of employees.
 If the climate of an organization is favorable, there would be greater organization

effective
15
1.6 OBJECTIVES OF THE STUDY
Primary objectives
To Study the impact of organizational climate on job satisfaction at ACERT IT
SOLUTIONS Private Limited
Secondary objectives
 To understand the recognition level of the knowledge and expertise
 To find out the perception of employees towards their salary. To assess the
quality of relationship among the peers
 To understand the satisfaction level of the employees of the grievances handling
procedure.
 To identify the adequacy level of the canteen facilities
 To provide suitable suggestions to improve the job satisfaction through

improvements in organizational climate.
16
1.7 SCOPE OF THE STUDY
 The study helps the organization to know about necessary dimensions such as
communication, employee satisfaction, creativity etc.
 It also helps the organization know the employees higher job satisfaction and feel
committed to organization.
 The study also aims to bring out effects of organizational climate on job– satisfaction.
 The study covers the existing scenario of workers and their satisfaction levels.
 The study covers only the opinion of middle level employee
17
1.8 LIMITATIONS OF THE STUDY
● A sample size is confined to 100 employees because of lack of time duration
● Few employees do not feel secure to give their opinion about organization.
● The study does not cover the entire employees of ACERT IT SOLUTIONS
PRIVATE LIMITED.
● The respondents and information collected in the study is from ACERT IT

SOLUTIONS PRIVATE LIMITED only.
● Some respondents hesitated to give the actual situation.They feared that
management would take any action against them.
● The research was conducted within limited divisions staffs only
18
CHAPTER-II
REVIEW OF LITERATURE
Heider,. Change for Growth, In Understanding Organizational Development, by Biswajeet

Pattanayak people do have theories about the way the world is ordered and they use{phese theories as a
framework for their behavior. Thus it can be concludedthatpeople:a) apprehend order in their world of work
based on perceived and interred cues, and b) behave in ways that fit the order they apprehend
G.LitwinandR.Stringer, Motivation and Organizational Climate, Boston:Harvard University Press.
Through their experimental studies. found that a given leadership style produced a characteristic climate
which, inturn, aroused a particular motive as measured by the TAT. This shows how we can create and alter
climate in a group, and how climate can then arouse a motive appropriate for its demands.
J.P.Campbelland E.E. .Beatty, "Organizational Climate, Its Measurement and Relationship to
Work Group Performance". Paper Presented at theAnnual Meeting of the American Psychological
Association. Washington. It was found that different Psychological climate is differentiated from, and a
precursor to organizational climate.B.Schneider "The Perception of Organizational Climate:The
Customers 'View", Journal of Applied Psychology, Climate is an individual perception. There was no
attempt to restrict the climate definition to perceptions shared by members of a work group or organization.
What is important to the individual is how he perceives his work William F.Joyceand John
W.Stocum, Jr., "Collective Climate: Agreementas a Basis for Detaining Aggregate Climate in
Organizations", Academy of Management Journal. The climate is a psychological product of the
interpretive and filtering process that one individual uses to make sense of the environment. The concept of
climate in the present research can be described as personality. Mira Singh and Pestenjer hypotheses
that Job Satisfaction is influenced bythe levels of Occupation, Job involvement and Participation The
sample for the study consisted of 250 officers and 230 clerical cadres belonging to a Nationalized bank in
Wester Indies. The study confirmed the hypothesis and it was found that Job Satisfaction of the Bank
employees was positively affected by the Occupational level, Job involvement and participation. Balgir
attempted to understand hygiene motivational factors as postulated by Hetgeberg based on their need
priorities this dominate the minds of Indian Managers while continuing service in their respective
Organizations. The results revealed that Job Satisfaction. Salary, Job Security, better chances of promotion,
happy Personal life, high Position and friendly social circle are some of the motivating factors in that order
which strongly influence Indian Mangers. Mathew tested the relationship between Satisfaction and
Organizational commitment with a Non-recursive model that permitted the simultaneous examination of the
Influence of satisfaction on commitment and the influence of commitment on satisfaction. The study
highlighted that the two variables were reciprocally related but that the influence of action on commitment
was stronger.
19
Syeed made an Endeavour to determine the relationship between employee Job Satisfaction and
Organizational effectiveness. The sample for the study consisted of 44 spoon of a public sector
undertaking which was randomly drawn from a single unit of the Company. The main objective of
the study was to relate satisfaction with Organizational effectiveness along with personal attributes
such as age, education, pay, length of service. Rama Devi conducted a study on faculty Job
Satisfaction and their vines on nougat of the two universities in Andhra Pradesh. The sample
consisting of 200 hang fealty and 100 members were selected randomly from each university and
the attempt was made to measure Job Satisfaction of the fitly in universities of Andhra Pradesh.
The study found that the factors such as freedom in jobs, scope for self-improvement and job
security were. Dickinson reviewed the Theories of Clayton P. Alderferon Job Satisfaction using
his triple values of Existence, Relatedness and Growth(ERG). These are seen in the context of site
based, team driven workplaces found in modern Libraries, and also applied to the isolation
prevalent in information based institutions especially for home based worker and those for whom
the Internet, Email, fax and Voice Mail are way of life. Chenand Silverthrone examined the
relationship between Locusof Control(LOC) and the work-related behavioral measures of job
stress, Satisfaction and performance of professional accountants who work for Certified Public
Accountant (CPA) firms in Taiwan. The main objective of the study was to assess how LOC
impacts individuals and behavior in the workplace in three primary areas: Job Stress, Job
Satisfaction and Job performance.
Rajesh led the Quality of Work life and Job factum in 191 Compact provincials from 3 cities in
Hyderabad, Mangalore and Cline. The objectives of the silly were to explores the levels of Jobs
Sansaction and relationships bets do got this characteristics and satisfaction, to find differences
exists between characteristics with overall Jobs Satisfaction, to identify specific Indicators that
dimanisfaction and to examine the hierarchy of needs among IT Professionals. The questionnaire
was administered to collect primary data. Husevingul "organizational climate and academic staff's
perception on climate factors humanity and social sciences journal 2008" This study aimed to find
us how managers and academicians working in the organization perceived their organization and
how they responded to the variations arising from climate changes in the organization. Ramand
Choudhury examined the relationship between organizational climate and Job Satisfaction in
academic libraries in Delhi 228 questionnaires were collected from professional, technical and
administration people from different libraries. The finding of this study is that Job Satisfaction is
highly correlated with organization climate.
20
Hart,(2011) investigated the Job satisfaction at South African University Library undergoing
change on many fronts. The study included 31 members of staff and primary data were collected
through interview and questionnaire. The study found a "love-hate" relationship between
respondents and their work: Analyses revealed that 61% reported overall Job Satisfaction with the
core work of an academic library. Dr.Priyankaalarm "a Study of organizational climate and
stressof police personnel international journal of advanced research in management and social
sciences vol.2 February2013" Police is recognized as the most stressful professions on the earth
became of the multiple factors.The nature of work, prolonged working hours, critical accident
exome, strict organizational policies which from the climate of an organization contribute to the
stress levels in big way: Such organizational conditions constitute the climate, the positive climate.
Samuel Bacharach Bacharach leadership group (BLG) JAN 21, 2014 Leadership and cultural are
two concepts that are inexorably connected While conceptually different, organizational
behaviorists, such as Edgar Schema, believe they are intertwined. In Sachem’s book,
organizational cultural and leadership, he states that leaders both embedand the culture. That is,
leaders articulate the culture, make it real And transfer it throughout the organization Sarri and
Judges article provided greater understanding of the research one mployee's attitudes and Job
Satisfaction. The article identified three gaps between Human resource practice and the scientific
research in the area of employee attitudes in general and die mont focal employee attitude in
particular -Job satisfaction, the causes of employee attitudes, the result of positive or negative job
satisfaction and how to measure and influence employee attitudes. Suggestions for practitioners
are provided on how to close the gaps in knowledge and for evaluating implemented practice.
21
CHAPTER – III
RESEARCH
METHODOLOGY
3.1 INTRODUCTION
Research methodology is a way to systematically solve the research problems The
various steps that are generally adopted by a researcher for studying his research problem along
with the logic behind them. Research must be systematic and follow a series of steps and a rigid
standard protocol. These rules are broadly similar but may vary slightly between the different
fields of science.
3.2 RESEARCH DESIGN:
□ This study is descriptive in nature, which is purely based on the employees’

opinion.
□ The data was collected in Survey through Questionnaire method.
□ The Data used in the analysis & Interpretation is primary in nature, the studyis
descriptive in nature
COLLECTION OF DATA
Data is generally about the method of data collection for the study the research
should keep in mind the two types of data collection
Primary data
Secondarydata
PRIMARY DATA OF THE STUDY:

□ Here, firsthand information obtained by distributing questionnaires.
□ Data is collected directly from the individuals through questionnaires.

SECONDARY DATA OF THE STUDY:
□ Secondary data were collected from various journals, magazines, published
books and through internet.
22
SAMPLE DESIGN
The sample design is a definite plan determined before any data are actually collected
for obtaining a sample from a given population. In this study random sampling was used
to conduct the research.
POPULATION SIZE:
Population size 500 employees are working in the company
SAMPLE SIZE:
The sample size was 100 respondents of the company.
PERIOD OF THE STUDY:
The period of the study is Three months
3.3 TOOLS FOR DATA ANALYSIS
❖ Percentage analysis
❖ Weighted average method
❖ Chi-square method
❖ Coefficient of correlation
PERCENTAGE METHOD:
It was extensively used for finding various details. It is used for making
comparisons between two or more Series of data.It can be generally calculated.
Percentage of consumers is given by (number of consumer/total consumer)

*100
23
WEIGHTED AVERAGE METHOD
An average in which each quantity to be averaged is assigned a weight. These weighting
determine the relative importance of each quantity on the average.
CHI-SQUARE TEST
This test is called x2 method. This is one of the simplest and most widely used non-
parametric test in statistical work, the quantity x 2 describes the magnitude of discrepancy between
theory and observation, (i.e) with the help of x 2 test, we can know whether a given discrepancy
between theory and observation can be attributed to change or whether it results from the
inadequacy of the theory to fit observed facts.
2
2
= ∑ (𝑂−𝐸)
𝑋
𝐸
2
𝑋 = Chi Square Obtained
∑= the sum of
O=Observedfrequency
E = Expected frequency
COEFFICIENT OF CORRELATION:
Coefficient of correlation is a measure of such atendencyie, the degree to which the

two variables are interrelated by a coefficient which is called coefficient of correlation.
Σ(𝑑𝑥)(𝑑𝑦
Coefficientofcorrelation=
22
∑(𝑑𝑥)∑(𝑑𝑦)
24
CHAPTER-IV
DATA ANALYSIS AND INTERPRETATION
4.1 INTRODUCTION
In this chapter the data is presented, analyzed, described and interpreted in a systematic
manner as the next step of the research process.
4.2 DATA ANALYSIS AND INTERPRETATION
4.2.1 PERCENTAGE ANALYSIS

4.2.1.The table of showing that genderwise classification
S. No Particulars No. of respondents Percentage

1. Male 45 45
2. Female 55 55
Total 100 100
4.2.1 The chart that showing gender wise classification
Sources:Primary data Inference

From the above table it was found that 45% of respondents male, 55% of
respondents female.
25
4.2.2 the table that showing age wise classification
S. No particulars No. of respondents Percentage

1 below 20 21 21
2 20-30 years 26 26
3 31-40years 30 30
4 41-50 years 23 23
5 51 above 0 0
Total 100 100
4.2.2 The chart that showing age wise classification
Sources:Primarydata
Inference
From the above table it was found that 21% of respondents below 20 years, 26% of
respondents 20-30years, 30% of respondents 31-40years, and 23% of respondents 41-50
years.
26
4.2.3 The table that showing educational qualification wise classification

1 S.S.L.C 25 25
2 H.S.C 35 35
3 Graduate 25 25
4 Post graduate 15 15
Total 100 100
.
4.2.3 The chart that showing educational qualification wise classification
Sources: Primary data inference

From the above table it was found that 25% of respondents S.S.L.C, 35% of respondents
H.S.C, 25% of respondents Graduate,15% of respondents Post graduate
27
4.2.4 The table that showing marital status wise classification

1 Married 34 34
2 unmarried 66 66
Total 100 100
.
4.2.4 The chart that showing marital status wise classification
Sources: Primary data

Inference
From the above table it was found that 34% of respondents male, 66% of respondents female
28
4.2.5 The table that showing work experience wise classification

1 Below 1 years 26 26
2 1-2 years 30 30
3 2-4 years 21 21
4 4 years and above 23 23
Total 100 100
4.2.5 The chart that showing work experiencewise classification
Sources:Primarydata
Inference
From the above table it was found that 26% of respondents below 1years, 30% of
respondents 1-2 years, 21% of respondents 2-4 years, 23% of respondents 4 years.
29
4.2.6 The table that showing worker welfare exercises of the Organization
give a sentiment security and enhance your execution wise
classification

1 Agree 42 42
2 Strongly Agree 35 35
3 Neutral 10 10
4 Disagree 8 8
5 Strongly disagree 5 5
Total 100 100
4.2.6 The chart that showing worker welfare exercises of the Organization
give a sentiment security and enhance your execution wise classification
Sources:Primarydata
Inference
From the above table it was found that 42% of respondents Satisfied, 35% of respondents
strongly satisfied, 10% of respondents neutral, 8% of respondents dissatisfied, 5 of
respondents strongly dissatisfied
30
4.2.7 The table that showing satisfied with your present job wise classification

1 Satisfied 36 36
2 Strongly Satisfied 34 34
3 Neutral 18 18
4 Dissatisfied 10 10
5 Strongly Dissatisfied 2 2
Total 100 100
4.2.7 The chart that showing satisfied with your present job wise classification
Sources:Primary data
Inference
From the above table it was found that 36% of respondents Satisfied, 34% of
respondents strongly satisfied, 18% of respondents neutral 10% of respondents
dissatisfied, 2 of respondents strongly dissatisfied.
31
4.2.8 The table that showing clear about the overall goals of the company wise
classification

1 Satisfied 14 14
3 Neutral 23 23
Total 100 100
4.2.8The chart that showing clear about the overall goals of the company
wise classification
Sources:Primarydata
Inference
respondents strongly dissatisfied.
32
4.2.9 The table that showing satisfied your working hours wise classification

1 Satisfied 25 25
3 Neutral 21 21
Total 100 100
4.2.9 The chart that showing satisfied your working hours wise classification
Sources:Primarydata
Inference
respondents strongly satisfied, 21% of respondents neutral,15% of respondents
dissatisfied, 12%of respondents strongly dissatisfied.
33
4.2.10 The table that showing relationship with existing superiors wise classification
S. No Particulars No. of Percentage

respondents
1 Satisfied 24 24
3 Neutral 23 23
Total 100 100
4.2.10 The chart that showing relationship with existing superiors wise classification
Sources:Primarydata
Inference
respondents strongly satisfied, 23% of respondents neutral, 14% of respondents
34
4.2.11 The table that showing satisfied with canteen facilities wise classification

1 Satisfied 34 34
3 Neutral 16 16
Total 100 100
4.2.11 The chart that showing satisfied with canteen facilities wise classification
Sources:Primarydata
Inference
strongly satisfied, 16% of respondents neutral, 10% of respondents dissatisfied, 2% of
35
4.2.12 The table that showing opinion about the level bonus provided by

1 Satisfied 33 33
3 Neutral 17 17
4 Dissatisfied 9 9
Total 100 100
4.2.12 The chart that showing opinion about the level bonus provided by
Sources:Primarydata
Inference
strongly satisfied, 17% of respondents neutral,9% of respondents dissatisfied, 2% of
36
4.2.13 The table that showing employee ssatisfaction with the company safety
measure wise classification
1 Satisfied 38 38
3 Neutral 25 25
4 Dissatisfied 8 8
Total 100 100
4.2.13 The chart that showing employee ssatisfaction with the company
safety measure wise classification
Sources:Primarydata
Inference
respondents strongly satisfied, 25% of respondents neutral 8% of respondents
dissatisfied, 10% of respondents strongly dissatisfied.
37
4.2.14 The table that showing level of the physical working Conditions
wise classification

1 Satisfied 20 20
3 Neutral 26 26
Total 100 100
4.2.14 The chart that showing level of the physical working Conditions
wise classification
Sources:Primarydata
Inference
38
4.2.15 The table that showing working environment wise classification

1 Satisfied 17 17
3 Neutral 34 34
Total 100 100
.
4.2.15 The chart that showing Working Environment wise classification
Sources:Primarydata
Inference
From the above table it was found that 17% of respondents Satisfied, 33% of respondents strongly
satisfied, 34% of respondents neutral, 10% of respondents dissatisfied, 6% of respondents strongly
dissatisfied
39
4.2.16 The table that showing improve the morale and team work in
the organization
wise classification

1 Satisfied 40 40
3 Neutral 20 20
Total 100 100
4.2.16 The chart that showing improve the morale and team work in the
Sources:Primarydata
Inference
40
4.2.17 The table that showing satisfaction hygienic condition of working place
wise classification

1 Satisfied 24 24
3 Neutral 30 30
Total 100 100
4.2.17 The chart showing hygienic condition of working place wise classification
Sources:Primarydata
Inference
41
4.2.18 The table that showing present benefits the corporate offers, above your salary
wise classification
S. No Particulars No. of Percentage
respondents
1 Agree 42 42
2 Strongly agree 35 35
3 Neutral 10 10
4 Disagree 8 8
5 Strongly disagree 5 5
Total 100 100
4.2.18 The chart showing present benefits that the corporate offers, above
your salary wise classification
Sources:Primarydata
Inference
42
4.2.19 The table that showing compensation and benefits wise classification

1 Satisfied 39 39
3 Neutral 20 20
5 Strongly 6 6
Dissatisfied
Total 100 100
4.2.19 The chart showing compensation and benefits wise classification
Sources:Primarydata
Inference
43
4.2.20 The table that showing overall quality of the management system wise
classification

1 Satisfied 10 10
3 Neutral 12 12
4 Dissatisfied 8 8
Total 100 100
4.2.20 The chart showing overall quality of the management system wise
classification
Sources:Primarydata
Inference
44
45
4.2.21 The table that showing management is just towards administering policies
concerning employees wise classification

1 Satisfied 20 20
3 Neutral 11 11
4 Dissatisfied 9 9
Total 100 100
4.2.21The chart showing that management is just towards administering

policies concerning employees wise classification
Sources:Primarydata
Inference
46
4.2.22 The table that showing that Working Environment of the Organization
wise classification

1 Satisfied 69 69
3 Neutral 15 15
4 Dissatisfied 9 9
Total 100 100
4.2.22The chart showing that Working Environment of the Organization wise classification
classify
Sources:Primarydata
Inference
47
4.2.23 The chart that showing health advantages gave by the Organization to the
1 Satisfied 20 20
3 Neutral 15 15
Total 100 100
4.2.23 The chart showing that health advantages gave by the Organization
to the workers and their families wise classification
Sources:Primarydata
Inference
48
dissatisfied, 13% of respondents strongly dissatisfied
4.2.24 The table that showing the job cause an unreasonable amount wise
classification

1 Satisfied 35 35
3 Neutral 20 20
Total 100 100
4.2.24 The chart showing that the job cause an unreasonable

amount wise classification
Sources:Primarydata
Inference
49
4.2.25 The table that showing that your manager treats all the team members equally
wise classification

1 Satisfied 39 39
3 Neutral 6 6
4 Dissatisfied 4 4
Total 100 100
4.2.25 The chart showing that your manager treats all the team members
equally wise classification
Sources:Primarydata
Inference
50
4.2.26 The table of showing that maternity leave to Female Employee wise classification

1 Satisfied 65 65
3 Neutral 15 15
4 Dissatisfied 9 9
Total 100 100
.
4.2.26 The chart of showing that maternity leave to Female Employee wise classification
Sources:Primarydata
Inference
From the above table it was found that 65% of respondents Satisfied, 7% of respondents strongly
satisfied, 15% of respondents neutral, 9% of respondents dissatisfied, 4% of respondents strongly
dissatisfied
51
4.2.27 The table that showing conveyance allowance offered wise classification

1 Satisfied 39 39
3 Neutral 20 20
Total 100 100
.
4.2.27 The chart of showing that conveyance allowance wise classification
Sources:Primarydata
Inference
From the above table it was found that 39% of respondents Satisfied, 10% of respondents strongly satisfied, 20%
of respondents neutral, 25% of respondents dissatisfied, 6% of respondents strongly dissatisfied
52
4.2.28 The table that showing overtime stipend offered wise classification

1 Satisfied 10 10
3 Neutral 12 12
4 Dissatisfied 8 8
Total 100 100
4.2.28 The chart showing that overtime stipend offered wise classification
Sources:Primarydata
Inference
53
4.2.29 The table that showing the leave approach wise classification

1 Satisfied 20 20
3 Neutral 11 11
4 Dissatisfied 9 9
Total 100 100
4.2.29 The chart that showing leave approach wise classification
60
50
40
30
20
10
54
4.2.30 The table that showing representative security wise classification

1 Satisfied 69 69
3 Neutral 15 15
4 Dissatisfied 9 9
Total 100 100
4.2.31 The chart showing that representative security wise classification
Sources:Primarydata
Inference
From the above table it was found that 69% of respondents Satisfied,7% of respondents
respondents strongly dissatisfied
55
4.6 CHI–SQUAREANALYSIS
4.3.2 CHI – SQUAREANALYSIS

The chi square table showing the significant relationship between the age level and
rate your satisfaction level
Null hypothesis (Ho)

There are no significant relationship between the age level and rate your satisfaction
Level.
Alternative Hypothesis (HI)

There is significant relationship between the age level and rate your satisfaction level.
Age level
and rate Contributing level

your
satisfaction below 20 20-30 years 31-40 years 41-50 years 51 above Total
Satisfied 2 10 3 1 8 24
dissatisfied 1 15 5 1 15 37
Normal 1 3 8 1 3 16
Somewhat
1 4 4 7 7 23
Satisfied
total 5 32 20 10 33 100
56
Chisquare table:
(O-E)2 E
Observed Expected ( O-E)2
10 7.4 6.75 0.9

4.6 2.56 0.5
1 2.3 1.69 0.73
8 7.6 0.15 0.02

15 12.1 8.41 0.69
5 7.6 6.25 0.89
1 3.8 7.84 2.06
15 12.5 6.25 0.5
3 5.0 4 0.8
8 3.2 23.04 7.2
1 1.6 0.36 0.23
3 9.2 4.84 0.93
4 7.4 11.56 1.56
4 4.6 0.36 0.08
7 7.6 0.36 0.05
TOTAL 20.36
CHI SQUARE-(O-E)^2/E]
0- Observed frequency
E- Expected frequency
E-(Row total >Column total)/ grand total
Calculated value =20.31
Degree of freedom= (C-1) (R-1)
= (4-1) (4-1)
= 3×3
=9
Significant level:
57
The table value chi square 9(0.5)-16.92
Calculated value> table value
So null hypothesis is rejected
Inference
There is significant relationship between the age level and satisfaction level employees.
Coefficient of correlation
Coefficient of correlation is a measure of such a tendency the degree to which Two
variables are interrelated is measured by a coefficient which is called coefficient Correlation.
4.4.1The relationship between the present teamworking condition and level of towards
working environment
X-team working condition

Y-levels of towards working environment
X Y 2 2 (dx)(dy)
dx=𝑥-x
(d𝑥) (d𝑦)
Dy=𝑦-y
40 20 20 400 0 0 20
30 25 10 100 5 25 50
20 26 0 0 6 36 6
10 20 -10 100 0 0 0
0 9 -20 200 -11 121 220
∑X=100 ∑Y=100 0 800 0 182 ∑(dx)(dy)=296
∑(𝑑𝑥)(𝑑𝑦)
Coefficient of correlation =
22
296
= 800*182
296
= 145600
296 381.5756
=
= 0.7757
RESULTS
58
This is highly degree of correlation. In this case the inference reveals that the
Correlation is very high degree of correlations the calculated value 0.7757. So it can be
concluded that there is very high degree of correlation between the employee need for
The relationship between the Working hours and provide bonus by Organisation.
X-working hours.
Y-providebonusbyorganization.
2 2
X Y dx=𝑥-x (d𝑥) Dy=𝑦-y (d𝑦) (dx)(dy)
25 33 5 25 13 169 65
27 39 7 49 19 361 133
21 17 1 1 -3 9 3
15 9 -5 25 -11 121 55
12 9 -20 200 -18 324 144
∑X=100 ∑Y=100 0 164 0 984 ∑(dx)(dy)=400
∑(𝑑𝑥)(𝑑𝑦)
Coefficient of correlation =
22
400
= 164*984
400
= 161376
400 401.7163
=
= 0.9957
Results:
59
This is highly degree of correlation. In this case the inference reveals that the
correlation is very high degree of correlations the calculated value 0.9957. So it can be
concluded that there is very high degree of correlation between the salary increments given
to employees motivation and superiors take interest in our problem
4.3 WEIGHTED AVERAGES
4.3.3 Weighted averages method
Factors Highly Satisfied neutral dissatisfied Highly Total
satisfied Dissatisfied
Present job
36 34 12 10 2 100
Overall goals of
the company
14 21 23 20 22 100
Employee working
hours
25 27 21 15 15 100
Level of
relationship
24 29 29 14 14 100
existing with
superiors
Canteen facilities
34 38 38 10 10 100
60
Highly Highly Total
Factors satisfied satisfied neutral dissatisfied dissatisfied 𝑥 𝑤=∑
∑w𝑥
Present job 180 136 36 20 1 373

Overall 24.87%
108 69
goalsofthe
70 40 22 285
company
19%
Employee
working
125 116 63 30 12 338 22.53%
hours
Level
relationship
125 152 69 28 10 343 23.72%
existing with
superiors
Canteen
17 244 48 20 2 392 26.13%
facilities
S.NO Factors 𝑥 𝑤=∑ weighted average

according to rank
1 Canteen facilities 26.13% 1
2 Present job 24.87% 2
3 Level of relationship 23.72% 3

existing with superiors
4 Employee working 22.53% 4
hours
5 Overall goals of the 19% 5
company
61
RESULT:
According to the above and weighted average table it shows 26, 13% of the
respondents are satisfied with canteen facilities, 24.87% of the respondents are satisfied with
present job. 23.2% of the respondents are satisfied with level of relationship existing, 22.53%
of the respondents are satisfied with employee working hours, 19% of the respondents are
satisfied with overall goals of the company
4.3 SUMMARY
This chapter contains data analysis by using weighted average, chi-square, coefficient
Correlate.
CHAPTER-V
FINDINGS, SUGGESTION & CONCLUSION
5.1 INTRODUCTION
This chapter deals with the findings of research, suggestions and conclusion of
the project
5.2 FINDINGS
The findings of the study are as below:

Among the100 employees 58% of the under the age of below 20 years
34% of the respondents were between age of 21-30 years. While the respondent were
between 31-40 years 55% of responders were between 41years 0% of the respondents
above 50 years. The education qualification of the respondents 41% of respondents are
UG and 28% of respondents are HSS level. 12% respondents are PG level, and 6% of
respondents are uneducated.
The 42% of respondents having the experiment of 1-5years, 21% of them with experience
6-10 yrs, 20% of them with the experience 11-15yes, 12% of them are with the
experience10-20, 5% of them are with the experience above 20yrs. The 36% of
62
respondents are highly satisfied. 34% of respondents are satisfied, 1% of respondents are
neutral, 10% of respondents are dissatisfied, The 14% of respondents are highly satisfied
to the clues about the overall goals of the company, 21% of respondents satisfaction level
is satisfied, 21% of response satisfaction level is neutral, 20% of respondents satisfaction
level is dissatisfied, 22% of respondents satisfaction level is highly dissatisfied. The 25%
of respondents are highly satisfied to our working hours, 27% of respondent satisfaction
level is satisfied, 21% of respondents satisfaction level is neutral, 15% of respondents
satisfaction level is dissatisfied, 12% of respondents satisfaction level is highly
dissatisfied.
The employee satisfaction level of relationship existing with subordinate there are 24% of
Respondents are highly satisfied, 29% of respondents are satisfied, 23% of respondents are
neutral, 14% of respondents are dissatisfied, 10% of respondents are highly dissatisfied.
The employee satisfaction level of relationship existing with superiors there are
24% of respondents are highly satisfied, 29% of respondents are satisfied, 23% of
respondents are neutral, 14% of respondents are dissatisfied, 10% of respondents are
highly dissatisfied. The employee satisfaction level of canteen facilities there are 34% of
respondents are highly satisfied, 38% of respondents are satisfied, 16% of respondents are
neutral, 10% of respondents are dissatisfied, 2% of respondents are highly dissatisfied. The
employee satisfaction level of bonus provided by organization there are 33% of
respondents are highly satisfied, 39% of respondents are satisfied, 17% of respondents are
employee satisfaction level of the company safety measure there are 38% of respondents
are highly satisfied, 29% of respondents are satisfied, 25% of respondents are neutral, 8%
of respondents are dissatisfied, 0% of respondents are highly dissatisfied. The employee
satisfaction level of the physical working condition there are 20% of respondents are
highly satisfied, 25% of respondents are satisfied, 26% of respondents are neutral, 20%of
respondents are dissatisfied, 9% of respondents are highly dissatisfied. The employee
satisfaction level of the morale and team work in the organization there are 40% of
respondents are highly satisfied,30% of respondents are satisfied, 20% of respondents are
63
employee satisfaction level of towards working environment there are 17% of respondents
are highly satisfied, 33% of respondents are satisfied, 34% of respondents are neutral,
10% of respondents are dissatisfied, 6% of respondents are highly dissatisfied. Majority of
the respondents are satisfied with the present benefits of the organization. It shows that 42
are Agree with the current compensation and benefits. It shows that 40 respondents are
satisfied administering policies concerning employee. It is found that 40 respondents are
Working Environment Majority of the respondents agreed the welfare measures provide
better physical and mental health. It shows that 65 respondents are cause an unreasonable
amount. It shows that 40 respondents are satisfied your manager treats all the team
members equally. It shows that 65 respondents are maternity leave to female employees
with representative welfare. It shows that 39 respondents are satisfied with conveyance
allowance. It is found that 50 respondents are over time stipend offered candidates.
5.3 SUGGESTIONS
Fresher training could be give and socialization programmer can be including

retaining them in the development of the good working atmosphere.
HR department is the main organization interact and expose employee.The

company May take necessary step to develop the existing personnel policies of the
company regarding the application of employee empowerment.
The company may provide more to the employee.
The researcher feels that the awareness for the safety is quite low among the
employees. So steps may be undertaken to increase the awareness and need for safety
The management needs to pay attention to the fact that the respondents feel
64
that the machines,equipment and tools are not well designed and maintained
The response of the employees regarding the level of satisfaction of welfare
measures are clustered in the satisfactory region.
The management may take steps to convert these into highly satisfactory.
The employees are satisfied with the transport facilities provided by the port, steps may be
taken to provide facilities especially for employees who have to work during night shifts.
The conditions of the rest room and shelters may be provided with adequate facilities for
rest.
5.4 CONCLUSION
The study on impact of organizational climate on job satisfaction at

ACER IT SOLUTIONS private limited is cased full co-operation of the
employees and management. As far as possible within the given the study is
completed with the satisfaction of many peoples. The data collected are
scientifically proven and the results obtained are accurate with Mathematical
findings.
65
BIBLIOGRAPHY
ARTICLES
o Gordon T Bowden. The Problem of Employee Sep/Oct52, Vol.30 Issue
5, p72-82 Turnover. Hardvard Business Review,
o Gregory P. Smith. How to reduce employee turnover.
Employee RetentionArticle
o Stephen Taylor. The Employee Retention Handbook. The
Charted Institute of Personnel and Development, December,
2002
BOOKS:
Human Resource Management. The ICFAI Center of Management Research,
Banjara Hills, Hyderabad.
Kothari, C.R., Research Methodology-Methods&Techniques, NewDelhi, New
Ageinternational(P)Ltd., Publishers, SecondEdition2004.
Gupta, S.P., Statistical Methods, New Delhi, Sultan Chand&Sons Publishers,
Thirty JYYzxM Fourth Edition, 2005.
Personnel management (Himalaya publishing house Mumbai mamoria
C.B2005mumbai)
Organizational behaviour(fredluthar's) HR
management (aswathapa)
WEBSITES:
▪ www.pppkainya.com
▪ www.attrition.org/attrition/about.html
▪ www.kanamasianetindia.com.
▪ www.answers/topic/attriton.com
▪ www.geocites.com/tutor19US/attrition.html
▪ www.bpotimes.com
▪ www.mangament
66
APPENDIX
QUESTIONNAIRE
A STUDY ON IMPACT OF ORGANIZATIONAL CLIMATE ON JOB
SATISFACTION
1. Gender
a) Male b)Female
2. Age
a) Below 20 b) 20-30years c) 31-40years d)41-50 years
3. Educationalqualification:
a)H.sc: b)S.S.L.C: c) Graduate d) Postgraduate
4. Marital status
a) Married b) unmarried
5. Work experience:
a) below1year b)1-2 years c)2-4 years d)4years and above
6. Do you think worker welfare exercises of the Organization give a

sentiment security and enhance your execution?
67
a)agree b)stronglyagree c)neutral d)disagree e)stronglydisagree
7. How you satisfied with your present job?
a) Satisfied b) strongly satisfied c) neutral d) dissatisfied e)strongly

dissatisfied
8. How you clear about the overall goals of thecompany?

dissatisfied
9. How you satisfied your working hours?

dissatisfied
10. How you satisfied with relationship existing with superiors

dissatisfied
11. How You feel the canteen facilities

dissatisfied
12. Rate the opinion about the bonus provided by organization

dissatisfied
68
13. How you satisfied with the company safety measure

dissatisfied
14. Do you feel satisfied with the physical working Conditions

dissatisfied
15. Did Participation will improve the morale and teamwork in the organization

dissatisfied
16. Mention your satisfaction level towards working environment

dissatisfied
17. How you satisfied about the hygienic condition of working place

dissatisfied
18. Are you satisfied with the present benefits that the corporate offers, above
your salary?

dissatisfied
69
19. Are you satisfied together with your current compensation and benefits?

dissatisfied
20. What do you think about the overall quality of the management system?

dissatisfied
21. Do you feel that the management is just towards administering policies
concerning employees?
a) Agree b)stronglyagree c) neutral d)disagree e)strongly

Disagree
22. How do you rate the Working Environment of the Organization?

dissatisfied
23. How do you rate the health advantages gave by the Organization to the
workers and their families?

dissatisfied
24. Does the organization job cause an unreasonable amount wise classification?
70
a) Agree b)stronglyagree c) neutral d)disagree e)strongly disagree
25. How do your manager treats all the team members equally?

dissatisfied
26. Does the organization give maternity leave to Female Employees?
a) Agree b)stronglyagree c) neutral d)disagree e)stronglydisagree
27. How do you rate the Conveyance Allowance offered by the Organization?

dissatisfied
28. Rate the Over time stipend offered by the Organization?

dissatisfied
29. How do you rate leave approach of the Organization?

dissatisfied
30. How do you rate the representative security given by the organization?

dissatisfied
71

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A STUDY ON THE IMPACT OF ORGANIZATIONAL

CLIMATE ON JOB SATISFACTION AT ACERT IT SOLUTIONS PRIVATE LIMITED

Under the Guidance of

FACULTY OF MANAGEMENT STUDIES

In partial fulfillment for the requirements

For the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Department of Management Studies

Certified that this project report titled “A STUDY ON THE IMPACT OF

INTERNAL GUIDE HEAD OF THE DEPARTMENT

Submitted to project and Viva - voce exam held on ______________________

Internal Examiner External Examiner

I hereby declare that the project entitled “A STUDY ON THE IMPACT OF

Signature of the Student

I would like to register my heartful thanks to our Chairman, and Secretary,

I would like to thank - GENERAL MANAGER, for giving me an opportunity and

and every department in IT industry.

Keywords: To understand functional activities in each department, ACERT IT SOLUTIONS

S.NO PARTICULARS P.NO

S.NO PARTICULARS P.NO

4.2.1 The chart showing gender wise classification 25

4.2.2 The chart showing age wise classification 26

4.2.3 The chart showing educational qualification wise classification 27

4.2.4 The chart showing marital status wise classification 28

4.2.5 The chart showing work experience wise classification 29

4.2.11 The chart showing satisfied canteen facilities wise classification 34

4.2.27 The chart showing conveyance allowance wise classification 50

4.2.28 The chart showing overtime stipend offered wise classification 51

4.2.29 The chart showing leave approach wise classification 53

4.2.30 The chart showing representative security wise classification 54

The Roberts Dictionary of Industrial Relations defines 'Job satisfaction as "Those

Madhu Malhotra's definition of job satisfactionis: "individual phenomenon, measured

Locke defined it as a pleasurable or positive emotional state, resulting from the

According to Hoppock job satisfaction is "any combination of psychological,

Bullock considers job satisfaction to be an attitude which results from a balancing

According to Forehand and Gilmer, “Climate consists of a set of characteristics

Job satisfaction or employee satisfaction is the feeling of pleasure, enjoyment,

● Mr Ravi Shakar Prasad, Minister of Communication and Information Technology,

● The government has identified Information Technology as one of 12 champion service

ACERT IT SOLUTIONS PRIVATE LIMITED is on the basis of organizing and

WE designTools : Adobe Photoshop,

Custom Software Development

Content Management System

Content Development Services

ACERT IT SOLUTIONS PRIVATE LIMITED is the fastest growings of are

Our Latest Web Designing Process

Our software Development Process:

Organizational climate, an element of organizational environments to construct that

The individual perceives or conceptualizes his organization in any number of ways

for that individual.

 All these factors determine effectiveness of the organization.

 An organization is likely to be more effective if there is a two -way communication.

 If the climate of an organization is favorable, there would be greater organization

 To provide suitable suggestions to improve the job satisfaction through

● A sample size is confined to 100 employees because of lack of time duration

● The respondents and information collected in the study is from ACERT IT

Heider,. Change for Growth, In Understanding Organizational Development, by Biswajeet

3.2 RESEARCH DESIGN:

□ This study is descriptive in nature, which is purely based on the employees’