CONTENTS

S. No.

Contents
INTRODUCTION

Page No

1

   

Introduction to the Job Satisfaction Company Profile Organisation Chart Review of Literature

2 3 4 5 6 7 8 9

STATEMENT OF THE PROBLEM OBJECTIVE OF THE STUDY RESEARCH METHODOLOGY LIMITATION OF THE STUDY DATA ANALYSIS AND INTERPRETATION FINDINGS SUGGESTIONS CONCLUSION APPENDIX

10

 Questionnaire  Articles  Bibliography & Webliography

INTRODUCTION
Management, observed Mary parker Follett “is to get things done through people”. Any business activity basically require four Ms, viz. Men, Material, Money and Machinery. Of all these resources people are the most important resource of production. Today, the corporate world has started acknowledging the fact that it is people and money, machinery or materials that run organizations. The burden of performance is no longer on

mechanically advanced systems, but on the resourcefulness, initiative and responsibility of the people who are intrinsically the process owners.

There has always been a gap between the corporate visions and the ambitions of individuals. In the past, the human resource function did not try to bring about compatibility between corporate needs and that of individuals. But, today’s the managements have to ensure congruence between organizational objectives and employee’s aspirations.

The task of coordinating all the other factors of production, except man is felt easier, because man cannot be controlled fully at all times. He can act according to his own desired. And most of the time human being will be manipulated by the work environment and by the group. Human behaviour is unpredictable. One will act according to one’s own. Hence, only by

providing more facilities to human factor, we can motivate them to work.

Then only it is possible to direct the combination of all factors towards the goal.

There are numerous factors, which will influence the human factors. Among them the levels of human relations in the organization play a significant role. In ancient day’s it was felt that by using power and authority human relations in the organization could he improved. Through this concept we cannot get worker’s co-operation and involvement at their level best. But, they will work because of fear not without involvement.

The second concept is, only by providing monetary increments and incentives, human relations can be improved in the organization. This concept also failed to achieve is goal but at certain level it increased human relations.

Now, the recent human relation’s theory prescribes participatory management according to which all are allowed to play their roles and the management will play a participatory role.

By enhancing human relations we can improves the efficiency of the workers. If they are fully satisfied, then they will give their full efforts. As a result, the achievement of organizational goal becomes an easy one.

Therefore employee’s job satisfaction alone is responsible for the attainment organizational goals. Hence, it is important to provide more

facilities in the form of work environment, improved human relations, fair

wages and welfare measures. The management can improve them and satisfy the workers. By satisfying workers they will reach their goal. Thus is the individual and the organizational goals will reached simultaneously. People see organization as a means to help them to reach their goals while organization needs people to reach organizational objectives.

DEFINITION OF THE TERM “JOB SATISFACTION”
Locke gives a comprehensive definition of job satisfaction. According him job satisfaction is “a pleasurable or positive emotional state resulting from the appraisal o one’s job or job experience”. Job satisfaction is a result of employees’ perception of how well their job provides those things, which are viewed as important. It is generally recognized in the organizational

behaviour field that job satisfaction is the most important and frequently studied attitude.

DETERMINANTS OF JOB SATISFACTION
According to Abraham A. Korman, there are two types of variables, which determine the job satisfaction of an individual. They are:

I.

Organizational variables, and

II.

Personal variables

ORGANISATIONAL VARIABLES
1. Occupational Level : The higher the level of the job, the greater the satisfaction at the individual will be. This is because higher level jobs carry greater prestige and self control. The relationship between occupational level and job satisfaction stems from social reference group theory in that our society values some jobs more than the others. Hence people in valued jobs will like tern more than those who are in non-value jobs. The relationship way also stern from the need-fulfilment theory. People in higher level jobs find most of their needs more satisfied than when they are in lower level ones.

2. Job Content:

Greater the variation in job content and the less the

repetitiveness with which the tasks must be performed, the greater the satisfaction of the individuals involved will be. Since job content in terms of variety and nature of tasks called for is a function of occupational level, the theoretical arguments giver above apply here also.

3. Considerate Leadership: 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 beings equal these two variables are positively to job satisfaction. An explanation for this finding lies in both the theories discussed above.

5. Interaction in the Work Group: Here the question is; when is interaction in the work group a source of job satisfaction and when is it not? Interaction is most satisfying when

i.

It result in the cognition that other person’s attitudes are similar to one’s own, since this permits the ready calculability of the other’s behaviour and constitutes a validation of one’s self;

ii.

It results in being accepted by others and

iii.

It facilitates the achievement of goals.

PERSONAL VARIABLES
For some people, it appears that most jobs will be dissatisfying perspective of the organizational conditions involved, whereas for others, most jobs will be satisfying. Personal variables like age, educational level, sex, etc., are responsible for this difference.

1. Age: Most of the evidence on the relation between age and job

satisfaction, holding such factors are occupational level constant, seems to indicate that there generally a positive relationship

between the two variables 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 the 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 for guidance to evaluate his job rewards, will be.

3. Role Perception: Different individuals hold different perceptions about

their roles, i.e., the kind of activities and behaviours they should engage themselves in to perform then jobs successfully. Job satisfaction is determined by this factor also. The more accurate the role perception of an individual the greater his satisfaction will be.

4. Sex: There is yet to consistent evidence as to whether women are more

satisfied will their jobs than men, holding such factors as job and occupational level constant. One might predict this to be the case, considering the generally lower occupational aspirations of women.

COMPANY PROFILE

Type Public Company BSE: HERO HONDA M Industry Automotive Founded January 19, 1984 in Gurgaon, Haryana, India Headquarters New Delhi, India Key people Brijmohan Lal Munjal (Chair and Founder) Toshiaki Nakagawa (Joint Managing Director) Products Motorcycles, Scooters Revenue U$ 2.8 billion Website: www.Herohonda.com

Company Profile
“Hero” is the brand name used by the Munjal brothers for their flagship company Hero Cycles Ltd. A Joint venture between the Hero Group and Honda Motor Company was established in 1984 as the Hero Honda Company, India. During the 1980s, the company introduced motorcycle that were popular in India for their fuel economy and low cost. A popular advertising campaign based on the slogan ‘Fill it – Shut it – Forget it’ that emphasised the motorcycle’s fuel efficiency helped the company grow at a double – digit pace since inception. Hero Honda has three manufacturing facilities based at Dharuhera and Gurgaon in Haryana and at Haridwar in Uttarakhand. These plants together are capable of churning out 3.9 million bikes per year.
[Citation needed]

Hero

Honda’s has a large sales and service network with over 3,000 dealerships and service points across India. Hero Honda’s customer loyalty program, [clarification

needed]

the Hero Honda Passport Program, claims to be one of the largest

programs of its kind in the world with over 3 million members. The 2006 Forbes 200 Most Respected companies list has Hero Honda Motors ranked at 108.

LIST OF MODELS
• Achiever • Ambition 133, Ambition 135 • CBZ, CBZ Star, CBZ Xtrems • CD 100, CD 100 SS, CD Dawan, CD Deluxe, CD Deluxe (Self Start • Glamour, Glamour F.1 • Hunk • Joy • Karizma, Karizma R, Karizma ZMR F1 • Passion, Passion +, Passion Pro • Pleasure • Street • Splendor, Splendor +, Splendor + ( Limited Edition), Super Splendor, Splendor NXG

1.1. ORGANIZATION PROFILE

About the dealer
Nithya Motors is situated near koviloor main road, Old Bus Stand, Karaikudi. The Managing Director of the Nithya Motors, Mr. K. Somasundaram M.B.A.

The Nithya Motor is the main dealer of hero Honda Motorcycles. There are five sub dealers. They are

1. 2. 3. 4. 5. 6.

Matha Agencies, Kalayarkoil Amir Motors, Thiruppathur, Victory Motors, Thondi PKN Motors, Puduvayal Kanapiran Motors, Thiruvadanai Veera Motors, Keelchevalpatti

In Nithya Motors, Totally 75 Employees are working

Promotional activities

Nithya Motors undertake the following sales promotional activities for hero Honda two wheelers.

1. 2. 3. 4. 5.

Local technician training. Sponsors Exchange Melas etc Customer Safety Ride Programs Learning Process Management System (LPMS)

Other Activities

1. 2. 3. 4. 5. 6. 7.

Free water service camps Marketing Survey Free Service Camp Efforts by service points to promote sales Exchange melas Service har jahan (service at all places) Green Environmental Activities

PROCESS
SALES AS an Authorized Main Dealer of HERO HONDA MOTORS LTD all Hero Honda vehicles are sold by NITHYA MOTORS and following flow chart of Sales enhances the understanding of Sales process.

SALES RECEPTION

YE S

TEST DRIVE & QUOTATION

N O

H.P

CASH YE S

FOLLOW UP PROCESS

DEALING WITH FINANCIERS

BILLING PRODESS

DELIVERY

NO

SPARES

The Role of SPARES Department concentrates three paths of sales they are 1) Counter Sales, 2) Service Sales, 3) Sub Dealers Sales. The Separate inventory system and marketing system are strictly followed to attain the Target which is given by Hero Honda Motors Ltd, below given process is being followed by Nithya Motors and monitored by HHML

SPARES SUB DEALERS

COUNTER

SERVICE

DIRECT SALES TO WALK IN CUSTOMERS & BILLING

SPARES ISSUED AGAINST JOB CARD AND BILLING AT SERVICE COUNTER

SENDING WITH LOGISTICAL PROCESS AND DEBITED ON THEIR ACCOUNTS

SERVICE

The world high class sophisticated Automated Workshop takes care in SERVICE of Hero Honda vehicles. HHML Trained Technicians only maintained the vehicles with Systematical procedures. All Models have different technology and so different S.O.P is followed 5 - S Concepts, Kaisen Management CRM are adopted to lead the Service Management to retain the level of customer satisfaction. Following flow of process and management system is of better understanding

SERVICE 1. JOB CARD MAKING. PRE SERVICE PROCESS 2. TRAIL TAKING AND DIAGNOSIS. 3. EXPLAINING PREVENTIVE MAINTANANCE. 4. EXPLAINING MANDATORY JOBS. 1. WATER WASH. 2. JOB ALLOCATION TO TECHNICIANS TRAINING LEVEL. ON SERVICE PROCESS 3. JOB WITH S.O.P. 4. QUALITY CHECKUP. 5. INTIMATION TO CUSTOMER. 6. DELIVERY PROCESS & BILLING. 7. DAILY PERFORMANCE FEED 1. AFTER ONE WEEK POST BACK SYSTEM. SERVICE FOLLOW UP SYSTEM. 2. REMINDER SYSTEM FOR NEXT SERVICE. 3. DROP OUT CUSTOMER LEAKAGE ANALYSIS. 4. DOOR PICK UP SERVICE

POST SERVICE PROCESS

REVIEW OF LITERATURE
A Literature review is the summary and critical evaluation of pervious published or unpublished researches made by various scholars and researchers. The source of literature review may be newspapers, articles, journals, magazines, books, thesis, reports etc. It may also include discussions, methodological issues and suggestions for future research.

Slno 1

Author Catherine T. Kwantes (2009)

2

Fauzia Jabeen Ph.d in Management from U.P. Technical University, Lucknow, Uttar Pradesh, India. &Member of National HRD Network (NHRDN), Guru Pandi

Determinants o Job Satisfaction Culture, job satisfaction and 1) Job satisfaction is found to organizational commitment relate to affective in India and the United States commitment in both the Indian and American samples 2)Different patterns of relationships emerge in the US and India. Impact of Personality Traits 1)Knowledge management. on Job Satisfaction of Public 2) LeaderShipTraits 3) Sector Emotional Intelligence and Employees Personality traits Name of the Study

3

Job Satisfaction Of Employees In Spinning Mills

4

Mirza S. Saiyad ain Indian Institute

Personal Characteristics and Job Satisfaction: IndiaNigeria Comparison

What job is a part of one's life and such work not only physical needs are fulfilled through monetary gain but also giving psychological satisfaction. It is the work and through it the individual finals opportunities for the satisfaction of many of his social personal needs. This study examines the relationship between job satisfaction and personal characteristics on samples of 778 Indians and 620 Nigerians. The results

of Manag ement, Ahmed abad, India

5

Brown, Forde, et. al. (2008

"Changes in HRM and job satisfaction

6

Jain, Jabeen, et. al. (2007)

Job Satisfaction as Related to Organisational Climate and Occupational Stress: A Case Study of Indian Oil"

indicate no relationship between sex, marital status, and annual income and job satisfaction for both the samples. Age showed quadratic and linear relationship with satisfaction for Indian and Nigerian samples respectively. Satisfaction increased with increasing number of dependents and work experience and decreased with increasing years of education for both the samples. The regression analysis showed that all seven personal characteristics accounted for 34.9 per cent and 71.7 per cent variation in job satisfaction for Indian and Nigerian employees, respectively. Culture and level of industrialization have been examined to explain the differences in the results. Improvements in perceptions of job security, the climate of employment relations and managerial responsiveness are the most important factors in explaining the rise in satisfaction with sense of achievement significant difference between managers and engineers in terms of their job satisfaction and 14 both the groups appeared almost equally satisfied with their jobs. When the managers and engineers were compared on organizational climate, it was found that both the groups differed significantly. Managers scored significantly high on

7

Shahu & Gole (2008)

Effect of Job satisfaction on Performance: An Empirical Study

organizational climate scale than the engineers indicating that the managers are more satisfied due to the empowerment given to them. stress & satisfaction is to be taken up in the industries to make them aware of the benefits of knowledge of stress and its relationship with satisfaction and achievement of goal of industries. Job Satisfaction is in regard to one's feeling or state-ofmind regarding the nature of their work. Job Satisfaction can be influenced by a variety of factors,eg, the quality of one's relationship with their supervisions, the quality of the physical environment in which they work, degree of their fulfillment in their work etc. happiness or selfcontentment but the satisfaction of the job. According to him, there are 4 types of theories: 1. Need Fulfillment Theory 2. Equity Theory 3. Two Factor Theory 4. Discrepancy Theory Different organisation adapts different type of wage payment system. Along with wages and salaries they are paying incentives, perquisites and nonmonetary benefits. According to him, he explained 3 theories of remuneration:

8

Rao (2005)

feelings of satisfaction on the job, which acts as a motivation to work

9

Aswathappa (2003)

Job Satisfaction of employees can be judged through the system of wage payment

10

A. Reinforcement and Expectancy Theory B. Equity Theory C. Agency Theory Job Attitude and Employees job satisfaction does have Velnampy (2008) Performance of Public Sector impact Organizations in Jaffna on future performance District, Sri Lanka through the job involvement, but higher performance also makes people feel more satisfied and committed. It is a cycle of event that is clearly in keeping with the development perspective. Attitudes such as satisfaction and involvement are important to the employees to have high levels of performance. The results of the study revealed that attitudes namely satisfaction and involvement, and performance are significantly correlated.

STATEMENT OF THE PROBLEM

Human behaviour is unpredictable. One can act according to one’s own decision. No one can expect the same type of behaviour from anyone at all circumstances. Human behaviour is highly influenced by the environment. Because of this factor, we cannot expect that one can act in the same way on a particular problem in all situations.

Most times human behaviour is influenced by the nature of work group. Friendly cooperative co-workers will definitely have a positive approach towards their work. The work group serve as a source of support, comfort, advice and assistance to the individual workers. An good work group makes the job more enjoyable, and the performance of the group will be very high. This will automatically lead to the attainment of the individual as well as die organizational goals. As a result every one of the organization will have a high job satisfaction and will have a peaceful life .

If there is dissatisfaction with the job it will make the workers become restless which may be reflected in the form of low production, high wastage of materials, accidents, conflicts among workers, absenteeism, high employee turnover, strike and lockouts etc. Therefore, it is more important to study the job satisfaction of workers as it one of deciding factors which will determine the whole operation of an organization.

OBJECTIVE OF THE STUDY
To study the level of job satisfaction of employees in Nithya Motors Company

To identify the factors which are closely associated with job satisfaction.

To find out the factors which dissatisfies the employees.

To know about the relationship with the superiors.

To identify the Revenue Loss which are closely associated with dissatisfaction

To identify the better solutions to retain the man power consistently.

RESEARCH METHODOLOGY
“ A Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevant to the research purpose with economy in procedure”.

-setting, Johada, Dectscu and Cook

This study is based on explanatory design, which will explore and analyse the factors that lead towards satisfaction. The questionnaire method is used for data collection. This questionnaire consists 19 questions in a

structured way. During the course of interviews. Respondents were made to fed free all were motivated, by giving clear information about this study, to express their feeling. Hence, questionnaire is used as a tool for this study.

RANDOM SAMPLING METHOD
The sampling technique adopted for this research is random sampling, which is chosen for the convenience of the researcher.

Source of Data

:

Primary Data

Sampling Size

:

75

Tools Used

:

Percentage Analysis

Bar Diagram

Pie Diagram

Interview Method

:

Face to Face

LIMITATIONS
This study is mainly focused on staff members of Nithya Motors Company. Hence the findings and suggestions may not be applicable to all other organizations.

Initially, the researcher planned to conduct the current study in a large scope. But due to time constraints, the questionnaire pattern was restricted to 15 questions and the scope of the study was narrowed down.

DATA ANALYSIS & INTERPRETATION

TABLE No . 1 - GENDER WISE CLASISFICATIONS

GENDER MALE FEMALE TOTAL

No of Respondents 59 16 75

% of Respondents 78 22 100

Inference: From the above table is has been inferred that, Out of 75 respondents

 78 % of the respondents are Male  22 % of the respondents are Female

CHART NO.1 - GENDER OF THE RESPONDENTS

70 60 50 40 30 20 10 0 MALE 16 % FEMALE 59 %
NO of Respond ents

TABLE No. 2 AGE WISE CLASSIFICATION

Age 18-27 28-37 38-47 48 & above Total

No of respondents 35 29 8 3 75

% of Respondents 47 39 10 4 100

Inference: From the above table is has been inferred that, Out of 75 respondents

 47 % of the respondents are belongs to the age group of 18 – 27  39 % of the respondents are belongs to the age group of 28 – 37  10 % of the respondents are belongs to the age group of 38 – 47

 4 % of the respondents are belongs to the age group of 48 & above

CHART NO.2 - AGE OF THE RESPONDENTS

TABLE No. 3 - MARITAL STETUS WISE CLASSIFICATION

Marital Status Married Un Married Total

No .Of Respondents 38 37 75

%Of Respondents 51 49 100%

Inference:

From the above table is has been inferred that, Out of 75 respondents

 51 % of the respondents are Married  49 % of the respondents are Unmarried

CHART NO.3 - MARITAL STATUS OF THE RESPONDENTS

TABLE NO. 4 - DESIGNATION WISE CLASSIFICATION

DESIGNATION Managers Technicians Executives Supervisors Total

No. OF RESPONDENTS 11 33 18 13 75

% OF RESPONDENTS 15 44 24 17 100

Inference: From the above table is has been inferred that, Out of 75 respondents  15 % of the respondents are Manger,  44 % of the respondents are Technicians,  24 % of the respondents are Executives  17 % of the respondents are Supervisors

CHART NO 4 - DESIGNATION OF THE RESPONDENTS

TABLE NO. 5 EDUCATION WISE CLASSIFICATION

Education Graduate Post Graduate Higher Secondary Others Total

No .Of Respondents 45 24 4 2 75

%Of Respondents 60 32 6 2 100

Inference: From the above table is has been inferred that, Out of 75 respondents

 60 % of the respondents are Graduate,  32 % of the respondents are Post Graduate,  06% of the respondents are Higher Secondary,  02 % of the respondents are Other.

CHART NO.5 - EDUCATION OF THE RESPONDENTS

TABLE NO. 6 - DEPARTMENT WISE CLASSIFICATION

Department No .Of Respondents %Of Respondents Service Sales Spare Total 35 24 16 75 47 32 21 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 47 % of the respondents are Service Department,  32 % of the respondents are Sales Department  21 % of the respondents are Spare Department

CHART NO.6 – DEPARTMENT OF THE RESPONDENTS

TABLE NO. 7 - EXPERIENCE WISE CLASSIFICATION

Experience Below 1 years 1-3years 4-6years above 6 years Total

No .Of Respondents 21 23 18 13 75

%Of Respondents 28 31 24 17 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 28 % of the respondents are belongs to 1-3 years experience,  31 % of the respondents are belongs to below 1 year experience,  24 % of the respondents are belongs to 4-6 years experience,  17 % of the respondents are belongs Above 6 years experience.

CHART NO.7 – EXPERIENCE OF THE RESPONDENTS

TABLE NO. 8 - LEVEL OF SATISFACTION FOR WORKING CONDITION

LEVEL OF SATISFACTION Satisfied Partially Satisfied Dissatisfied Total

No .Of Respondents 61 11 3 75

%Of Respondents 82 14 4 100

Inference: From the above table is has been inferred that, Out of 75 respondents

 82 % of the respondents are satisfied with their working conditions,  14 % of the respondents are Partially satisfied with their working conditions,  4 % of the respondents are Dissatisfied with their working conditions,

CHART NO.8 – LEVEL OF SATISFACTION FOR WORKING CONDITION

TABLE NO. 9 - LEVEL OF SATISFACTION FOR JOB SECURITY

LEVEL OF SATISFACTION Satisfied Partially Satisfied Dissatisfied Total

No .Of Respondents 56 15 4 75

% Of Respondents 74 20 6 100

Inference: From the above table is has been inferred that, Out of 75 respondents

 74 % of the respondents are satisfied with their Job Security,  20 % of the respondents are Partially satisfied with their Job Security,  6 % of the respondents are Dissatisfied with their Job Security.

CHART NO.9 - LEVEL OF SATISFACTION FOR JOB SECURITY

TABLE NO. 10 - SATISFACTION LEVEL WITH SUPPORT OF CO-WORKERS

LEVEL OF SATISFACTION Satisfied Partially Satisfied Dissatisfied Total

No .Of Respondents 52 15 8 75

%Of Respondents 69 20 11 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 69 % of the respondents are satisfied with their support of Coworkers,  20 % of the respondents are Partially satisfied with their support of Co-workers,  11 % of the respondents are Dissatisfied with their support of Coworkers

CHART NO.10 - LEVEL OF SATISFACTION FOR SUPPORT OF CO-WORKERS

TABLE NO. 11 - SATISFACTION LEVEL ABOUT PROMOTION POLICY OF THE CONPANY

LEVEL OF SATISFACTION Satisfied Partially Satisfied Dissatisfied Total

No .Of Respondents %Of Respondents 46 19 10 75 61 26 13 100

Inference: From the above table is has been inferred that, Out of 75 respondents

 61 % of the respondents are satisfied with their promotion policy of the company,  26 % of the respondents are Partially satisfied with their promotion policy of the company,  13 % of the respondents are Dissatisfied with their promotion policy of the company.

CHART NO.11 - LEVEL OF SATISFACTION FOR PROMOTION POLICY

TABLE NO. 12 - SATISFACTION LEVEL ABOUT COMPANY POLICES AND ADMINISTRATION

LEVEL OF SATISFACTION Satisfied Partially Satisfied Dissatisfied Total

No .Of Respondents %Of Respondents 49 23 3 75 66 30 4 100

Inference: From the above table is has been inferred that, Out of 75 respondents

 66 % of the respondents are satisfied with their company policy and administrations,  30 % of the respondents are Partially satisfied with their company policy and administrations,  4 % of the respondents are Dissatisfied with their company policy and administrations.

CHART NO.12 - LEVEL OF SATISFACTION FOR COMPANY POLICY AND ADMINISTRATION

TABLE NO. 13 - SATISFACTION LEVEL ABOUT THE FRENCH BENEFIT PROVIDED BY THE COMPANY

LEVEL OF SATISFACTION No .Of Respondents %Of Respondents Satisfied Partially Satisfied Dissatisfied Total 49 15 11 75 66 20 14 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 66 % of the respondents are satisfied with their French benefit provided by the company,  20 % of the respondents are Partially satisfied with their French benefit provided by the company,  14 % of the respondents are Dissatisfied with their French benefit provided by the company.

CHART NO 13 - LEVEL OF SATISFACTION FOR FRENCH BENEFIT PROVIDED

TABLE NO.14- SATISFACTION LEVEL OF TRAINING & DEVELOPMENT PROGRAMMES

LEVEL OF SATISFACTION Satisfied Partially Satisfied Dissatisfied Total

No .Of Respondents %Of Respondents 56 13 6 75 74 18 8 100

Inference: From the above table is has been inferred that, Out of 75 respondents

 74 % of the respondents are satisfied with their Training & Development programmes,  18 % of the respondents are Partially satisfied with their Training & Development programmes,  8 % of the respondents are Dissatisfied with their Training & Development programmes.

CHART NO 14 - - LEVEL OF SATISFACTION FOR TRAINING AND DEVELOPMENT PROGRAMMES

FINDINGS

 96% of the respondents are having confidence with their management.  It is felt that working environment is maintained very well here. 82% of the respondents are Satisfied with their working conditions.  It is found that 74% of the respondents are satisfied with their job Security.
 It is found that 69% of the respondents are satisfied with their support

of Co-workers,  Nearly 61% of the respondents are satisfied with their promotion policy of the company,  It is found that 66% of the respondents are satisfied with their French benefit provided by the company.  74% of the respondents are satisfied with their training & development programmes.

SUGGESTIONS

Job satisfaction in the company is excellent. However the following suggestions are made with the intention for still better conditions. Suitable steps may be taken to revise the promotion polices. Similarly attention may be given to create confidents in the employees with regards to policy making decisions. According to 66% of the respondents are satisfied with their French benefit provided by the company is not enough to consideration of Retention of Man power consistently. New Type of Motivational System should be adopted.

CONCLUSION

The study entitled “Job Satisfaction among staff members in Nithya Motors Company at Karaikudi was conducted with the following major. 1. To study the level of job satisfaction of employees in Nithya Motors Company 2. To find out the factors which dissatisfies the employees With the help of explanatory research design and random sampling methods, the researcher comes out with the following major findings. 1. Many of the staff members are satisfied with their working conditions 2. Considering relationship with superiors many of the staff members were satisfied. This study brings out the fact that in Nithya Motors Company, 96% the staff members are having confidence with their management.

APPENDIX
ARTICLES

About all industry Leaders are not born, evolve over time. It all stared on the auspicious baiskhi day, the 13th April, 1984. When the hero group and Honda motor & Co., joined hands. On its journey to take on the no.1. mantle, hero Honda created some prominent milestones.

• 1985 – CD 100, India’s first 100 CC 4 – Stroke bike rolls out of dharuhera plant. The original ‘Fill it Forget it’. Bike is born. • 1991 – hero Honda becomes one of India’s top 100 companies. • 1991 – CD100SS launched. The ‘tough and rugged’ takes on the roads. • 1994 – hero Honda chairman declared business man of the year, by business India magazine. • 1994 – ‘designed to excel’, the splendor takes centre stage. • 1997 - state of the art gurgaon plant inaugurates ad the street is launched with ‘city riding made easy’. • 1998 – hero Honda becomes the no.1 motorcycle brand. • 1999 – CBZ is launched ‘motorcycling unplugged’ becomes the bikes new manta. • 1999 – Hero Honda receives ISO 14001 certification, for environment conservaton. • 2000 – splender becomes the world’s no. 1 two -wheeler brand. • 2001 – Hero Honda launches a customer relationship initiative – the passport programme, popularly known as ‘suhana Safar’, for its 4 million plus customers. • 2001 – Hero Honda achieves ‘OM’ the operation million land mark, creating history by reaching the target of selling a million bikes in a single year. • 2001 – The new millennium witnesses the launch of passion – ‘when style matters’. • 2001 – sold a Record – breaking 1,000,000 bikes in a year, making us the world’s No.1 motor cycle company.

• 2003 – Karizma the 150CC bike had been Lauched for Primium Segment in Market. • 2004 – One Crore Motor cycle Sold, - a Monumental Achievement. • 2005 – Glamour had been Launched for sleek and magnetic style. • 2006 - The unique fuel Injection Technology has been introduced with Glamour – F1. • 2007 – Hunk 150CC all the Muscular Matter has been launched. • 2008 - Entering the Silver Jubilee Year, Starting the New Plant at Haridwar (275 acres) • 2008 – Silver Jubilee – Dhak Dhak Go…This slogan was splled across all over India. • 2009 – Good Life Program launched Karizma ZMR launched. Latest Awards : 2009 & 2010 • Two – Wheeler Manufacturer of the year by NDTV Profit Car & Bike Awards 2009 and Passion Pro adjudged as CNB Viewers’ Choice two wheeler Top Indian Company under the ‘Automobile – Two wheeler’s sector by the Dun & Bradstreet – Rolta Corporate Awards Won Gold in the Reader’s Digest Trusted Brand 2009 in the ‘Motorcycles’ category Declared ‘Company of the Year’ by Economic Times Awards for Corporate Excellence NDTV Profit Business Leadership Awards 2009 – two wheeler category ET Awards for Corporate Excellence – Hero Honda is the winner of the “Company of the year” award for 2008 – 09. 2010 – Company of the year awarded by Economics Times awards for corporate excellence 2010 CNBC TV 18 overdrive awards 2010 “Hall of Fame” to Splendor

• • • • • • •

Marker Share Hero Honda has reported a 49.9% growth in Q4 net profit is 598.81 crores After tax. And retained the World No. 1 Two wheeler Manufacturer position for the 9th Consecutive year. Hero Honda, which currently has market share of close to 60% in the Indian two – wheeler market, sold close to 30 million two wheelers during April – June this year, a 17.35% increase over the 37.22 lakh units it sold in the yea-ago period.

Market share Nithya Motors in Karaikudi:

It has been reported 60% of market share.

BIBLIOGRAPHY
Aswathappa k., Human Recourse & Management, 2003, Pg (244 to 245) Khan N.V., Personal management, 2006, Pg (132 to 134) Gupta K. Shashi & Joshi Rosy, Human Recourse Management, 2008, Pg (20.9 to 20.17) 30 Rao Subba P., Essential of HRM & Industrial Relationships, 2005, Pg (480 to 482) Velnampy T., "Job Attitude and Employees Performance of Public Sector Organizations in Jaffna District, Sri Lanka", GITAM Journal of Management, Vol. 6, Issue-2, April-June 2008, Pg (66-73) Brown, Forde, "Changes in HRM and job satisfaction, 1998–2004: evidence from the Workplace Employment Relations Survey", Human Resource Management Journal, Vol. 18, Issue-2, 2008, Pg (97–195) http://www3.interscience.wiley.com/journal/120086933/abstract K.K.Jain, Fauzia Jabeen, Vinita Mishra & Naveen Gupta, " Job Satisfaction as Related to Organisational Climate and Occupational Stress: A Case Study of Indian Oil", International Review of Business Research Papers, Vol. 3, Issue-5, November 2007, Pg (193-208) Hardik Shah & Hiral Shah, "Job Satisfaction and Fatigue Study", SCMS-COCHIN Journal “Personal Management” by C.B. Mamoria, Twelth Edition – 1997. Published by Himalayam Publishing House – Mumbai. “Organisational Behaviour” by L.M. Prasad. Published by Sultan Chand & Sons 1997. “Organisational Behaviour” by Fed Luthans, Seventh Edition – 1995. Published MC. Graw Hill.

WEBLIOGRAPHY
Website : www.herohonda.com www.google.com

managementhelp.org/person_wll/job_statisfaction.htm

Reference of Guide Above Project was prepared by my Student who is studying in JJ College at Pudukottai district Tamilnadu.india. under my guidance in my firm She did well and take focus on all managerial areas to learn more than theoretical. I WISH HER ALL THE BEST FOR HER FUTURE BETTERMENTS.

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