You are on page 1of 53

ASTUDYON

JOB SATISFACTION
(WITHREFERENCE TO HOTEL BLUE EARTH,VIZAG)

Company And Industry Analysis


ReportsubmittedtoDepartment of Management
Studies,AITAM,TekkaliinPartial
fulfillmentoftherequirementsfortheAwardoftheDegree
of MASTEROFBUSINESSADMINISTRATION

SubmittedBy

D.SIVA KRISHNA

(Reg.No.16A51E0008)

UndertheGuidanceof

V. GopalaKrishna M.B.A.

Asst. Professor

Departmentof Management Studies

Department ofManagementStudies
ADITYAINSTITUTEOFTECHNOLOGYANDMANAGEMENT
(AnAutonomousInstitution)
(ApprovedBy AICTE,PermanentlyAffiliatedToJNTU,Kakinada,andAccreditedByNBA&
NAAC,Recognized
byUGC2(f),12(b))
K.KOTTURU,TEKKALI-532201,SRIKAKULAMDIST,A.P.

2016-2018
CONTENTS
CHAPTER NAME OF THE CHAPTER PAGE NO.

CHAPTER-I INTRODUCTION 1-10

Introduction, Nature & Importance of the study


Need for the study
Objectives of the study
Methodology
Limitations of the study

CHAPTER-II: INDUSTRY ANALYSIS 11-30

Overview of the industry


-Industry features
Industry Boundaries
Industry Environment
Industry Structure
Industry Problems
Industry Attractiveness
Industry Practices
Industry Prospects for future

CHAPTER-III: COMPANY ANALYSIS 31-45

Overview of the Company


Service Analysis
Financial Practices
Personal Practices
Marketing Strategies

CHAPTER- IV: DATA ANALYSIS AND INTERPRETATION 46-75

CHAPTER - V: SUMMARY, FINDINGS AND SUGGESTIONS 76-80


Summary
Findings
Suggestions
BIBLIOGRAPHY 81 ANNEXURES:

Sample Questionnaires 82-132

Tabulation sheet 135


INTRODUCTION

Human resource management (HRM or simply HR) is the management of an


organizations work force, or human resources. It is responsible for the attraction, selection,
training, assessment, and rewarding of employees, while also overseeing organizational
leadership and culture, and ensuring compliance with employment and labour laws. In
circumstances where employees desire and are legally authorized to hold a collective
bargaining agreement, HR will also serve as the companys primary liaison with the
employees representatives (usually a labor union).

HR is a product of the human relations movement of the early 20th century, when
researchers began documenting ways of creating business value through the strategic
management of the workforce. The function was initially dominated by transactional work
such as payroll and benefits administration, but due to globalization, company consolidation,
technological advancement, and further research, HR now focuses on strategic initiatives like
mergers and acquisition, talent management, succession planning , industrial and labor
relations and diversity and inclusion.

In start up companies, HRs duties may be performed by a handful of trained


professionals or even by non-HR personnel. In larger companies, an entire functional group is
typically dedicated to the discipline, with staff specializing in various HR tasks and
functional leadership engaging in strategic decision making across the business . to train
practitioners for the profession, institution of higher education, professional associations, and
companies themselves have created programs of study dedicated explicitly to the duties of the
function. Academic and practitioner organizations likewise seek to engage and further the
field of HR as evidenced by several field specific publications.
Introduction of topic

JOB SATISFACTION

Job satisfaction is how content an individual is with his or her job. Scholars and human
resource professionals generally make a distinction between affective job satisfaction and
cognitive job satisfaction. Affective job satisfaction is the extent of pleasurable emotional
feelings individuals have about their jobs overall, and is different to cognitive job satisfaction
which nis the extent of individuals satisfaction with particular facets of their jobs, such as
pay, pension arrangements, working hours, and numerous other aspects of their jobs.

At its most general level of conceptualization, job satisfaction is simply how content an
individual is with his or her job. At the more specific levels of conceptualization used by
academic researchers and human resources professionals, job satisfaction has varying
definitions. Affective job satisfaction is usually defined as a unidimensional subjective
construct representing an overall emotional feeling individuals have about their job as a
whole. Hence, affective job satisfaction for individuals reflects the degree of pleasure or
happiness their job in general induces.

Cognitive job satisfaction is usually defined as being a more objective and logical
evaluation of various facets of a job. As such, cognitive job satisfaction can be uni
dimensional if it comprises evaluation of just one aspect of a job, such as pay or maternity
leave, or multidimensional if two or more facts of the job are simultaneously evaluate.
Cognitive job satisfaction does not assess the degree of pleasure or happiness.
Objectives of the study

To measure the employees job satisfaction level HOTEL BLUE EARTH.


To study the employees perception towards organization.
To study the attitude of the employee towards their work.
To identify the factors that motivates the employees.
To give suggestions for the growth & perspective of the company.
Need for the study
Scope of the study:
Job satisfaction is an important output that employees work for
organization.
It comprises of extrinsic and intrinsic factors and helps maintain an able at
willing work forces.
It is an interesting and significant area for conducting research.
The study made on the topic of job satisfaction will reveal the factor of
feeling of employees.
This report is useful to the management of the company to know the
satisfaction level of the employees and they can take measures to increases
productivity.
This report may be useful to the management students for reading, and may
I useful in preparing their report on the job satisfaction in business concern
public organization etc.,

Problem of the study:

It is said that satisfied employee is a productive employee, any kind of


grievance relating to organizational to a greater extent influence on the
job.
So every organization is giving higher priority to keep their employees
with satisfaction by providing several facilities which improves
satisfaction and which reduce dissatisfaction.
Job satisfaction is considered as a key issue by the entrepreneur where
efforts a taken and programs are initiated.
If an employee is not satisfied with the job there are chances for
absenteeism, low turnover, lower productivity. Committing of mistakes
diverting energy for different types of conflicts keeping this thing in
view all organizations are trying to identify the areas where satisfaction
to be improved to get out of the above dangers.
In this connection a survey was conducted on behalf of BLUE EARTH
to identify the levels satisfaction in terms of strongly agree to strongly
disagree on various job related factors.

METHODOLOGY OF THE STUDY

In this chapter methodology it explains the sequence of research process undertaken in


HOTEL BLUE EARTH PVT LTD, Srikakulam. .

UNIT UNDER STUDY

HOTEL BLUE EARTH has been in the forefront in reduction of Distribution Losses
and in ensuring customer delights which are also the key objectives of the Power Sector
Reforms and HOTEL BLUE EARTH consists of 120 employees.

SELECTION OF THE TOPIC

The management of HOTEL BLUE EARTH suggested the investigator to conduct


survey and research on the topic JOB SATISFACTION in HOTEL BLUE EARTH.

REVIEW OF LITREATURE

After selecting the topic JOB SATISFACTION literature on concerned topic


is reviewed which is presented in later pages, (see chapter 3). Hotels took a distinct
step up in style and class when the Tremont House opened in Boston in 1829. This
hotel was considered by many to be the beginning of what was regarded as first class
service. With 170 rooms, the Tremont House was a large facility. In addition, the
hotel offered features which, for the time, were amazing. Private single and double
rooms were available, which offered not only privacy, but also security. In addition
to water pitchers and a washing bowl, free soap was provided in each room. The
Tremont House offered French cuisine and, reportedly, was the first hotel to have a
Bellboy.
In 1908, the Buffalo Sattler opened, marking the beginning of the modern commercial
hotel era. Many services now considered standard were introduced by the Sattler,
including such amenities as a light switch next to the door, private bathe, ice water
and a morning newspaper. The Statler set the standard of the day by being clean,
comfortable and affordable. The Statler served as the pattern for hotel design and
operation for many years.
In the 1920s, hotel building entered a boom phase and many famous hotels were
opened, including the Waldorf Astoria, New Yorks Hotel Pennsylvania, and the
Chicago Hilton and Towers, which was originally named the Stevens.
Motels began to replace roadside cabins as use of the automobile spread throughout
society. Offering clean rooms with adjacent parking, motels enjoyed great popularity
with the traveling public.
In the 1950s and 1960s, the practice of franchising appeared within the industry.
Franchising enabled entrepreneurs to expand their operations without the use of
substantial capital.
For much of their history, hotels were owned and operated by individuals. However,
as franchises and chains began to appear, individually owned hotels found themselves
increasingly at a competitive disadvantage. By the 1960s, independent prospects
began to improve as the result referral organizations such as Quality Courts, Best
Western, Master Host and Best Eastern.
From the 1980s forward, mergers and ownership. These chains realize a much more
predictable and steady income stream than had normally been yielded by ownership.

OBJECTIVE OF THE STUDY

The main objective is to study the present job satisfaction of the organization and its
evaluation process of different methods i.e, for managerial and staff.

PREPARPTION OF THE STUDY


In the light of the above objectives investigator prepared a questionnaire with the help
of the project guide. It is aimed at collecting information from the members of the
department of HOTEL BLUE EARTH about job satisfaction

SAMPLE

For the administration of questionnaire in HOTEL BLUE EARTH the management


has given the opportunity to collect the information only from 50 employees. Now, the
investigator opted random sampling method in ordered to conduct the study.

DATA COLLECTION

The data from the members are collected by administration of questionnaire. The
process of data collection from employees is done very smoothly without any resistance
from them. They extended full co-operation for giving information.

PRIMARY DATA

The Primary data was collected from the employees through the questionnaires which
consist of 16 questions. A sample size of 50 employees was taken to collect the data.

SECONDARY DATA

The secondary data in the information collected from already published sources. It
was collected from annual reports, company records, and website.

The data was analyzed with the help of tables and pie charts. Findings for each
diagram was written. Suggestions were offered at the end of the report.

DATA ANALYSIS

Then the data thus collected through questionnaire were tabulated and analyzed by
using statistical methods such as Percentage % tables and with different pie diagrams.
PRESENTATION OF THE STUDY

The entire study was presented in the following chapters.

Chapter 1 describes about overview of company, Methodology.


Chapter 2 contains about the organization profile of HOTEL BLUE EARTH.
Chapter 3 Review Literature.
Chapter 4 Data analysis and Interpretation.
Chapter 5 Summary, Findings, Suggestions and Conclusion.
LIMITATIONS OF THE STUDY

Duration for the project study is only one month which is not sufficient for a detailed
study. Hence, time is a limiting factor.
Findings of the report are based on the information given by the employees; therefore
there may be bias in their information.
Employees were hard pressed for time in view of their job and their work schedule.
Therefore there was not enough time for them to interact.
The scope of this study is limited to HOTEL BLUE EARTH.
Confidentially matter restricts for an in Depth study.
Acquisitions became common within the industry, and brands become hotly traded
commodities.
Industry analysis

Overview of the industry

Industry features

Industry boundaries

Industry environment

Industry structure

Industry practices

Industry attractiveness

Industry problems

Industry prospect of features


INDUSTRY ANALYSIS

Overview of the industry

The hotel industry is a mature industry marked by intense competition. Market share
increases typically comes at a competitors expense. Industry-wide, most growth occurs in
the international, rather than the domestic, arena.

Common American hotel classifications are as follows:


Commercial Hotels cater mainly to business clients and usually offer room service,
coffee-shop, dining room, cocktail lounge, laundry and valet service as well as access
to computers and fax services.
Airport Hotels are located near airports and are a conveniently located to provide any
level of service from just a clean room to room service and they may provide bus or
limousine service to the air lines.
Conference Centers are designed to specifically provide meeting space from groups;
they provide all services and equipment necessary to handle conventions.
Economy Hotels provide a limited service and are known for clean rooms at low
prices meeting just the basic needs of travelers.
Suite or All-Suite Hotels are hotels which offer spacious layout and design. Business
people like the setting which provides space to work and entertain separate from the
bedroom.
Residential Hotels used to be very popular. The typical residential hotel offers long
term accommodations.
Casino Hotels are often quite luxurious. Their main purpose is in support of the
gambling operation. Casino hotels often offer top name entertainment and excellent
restaurants.
Resort Hotels are the planned destination of guests, usually vacationers. This is
because resorts are located at the ocean or in the mountains away from inner cities.
Resort hotels may offer any form of entertainment to keep their guests happy and
busy.
A summary of key events in the history of the industry would include the following:
While the practice of renting space to travelers stretches back to antiquity, what could
be considered the modern concept of a hotel derives from 1794, when the City Hotel
opened in New York City While the practice of renting space was not new, the City
Hotel was purported to be the first building devoted exclusively to hotel operations.
For its time, the building was quite large and possessed 73 rooms. Similar operations
soon appeared in such nearby cities as Baltimore, Boston and Philadelphia.
Interestingly, New York Citys first skyscraper was a hotel - the six stories Adelphi
Hotel.
Hotels took a distinct step up in style and class when the Tremont House opened in
Boston in 1829. This hotel was considered by many to be the beginning of what was
regarded as first class service. With 170 rooms, the Tremont House was a large
facility. In addition, the hotel offered features which, for the time, were amazing.
Private single and double rooms were available, which offered not only privacy, but
also security. In addition to water pitchers and a washing bowl, free soap was
provided in each room. The Tremont House offered French cuisine and, reportedly,
was the first hotel to have a Bellboy.
In 1908, the Buffalo Sattler opened, marking the beginning of the modern commercial
hotel era. Many services now considered standard were introduced by the Sattler,
including such amenities as a light switch next to the door, private bathe, ice water
and a morning newspaper. The Statler set the standard of the day by being clean,
comfortable and affordable. The Statler served as the pattern for hotel design and
operation for many years.
In the 1920s, hotel building entered a boom phase and many famous hotels were
opened, including the Waldorf Astoria, New Yorks Hotel Pennsylvania, and the
Chicago Hilton and Towers, which was originally named the Stevens.
Motels began to replace roadside cabins as use of the automobile spread throughout
society. Offering clean rooms with adjacent parking, motels enjoyed great popularity
with the traveling public.
In the 1950s and 1960s, the practice of franchising appeared within the industry.
Franchising enabled entrepreneurs to expand their operations without the use of
substantial capital.
For much of their history, hotels were owned and operated by individuals. However,
as franchises and chains began to appear, individually owned hotels found themselves
increasingly at a competitive disadvantage. By the 1960s, independent prospects
began to improve as the result referral organizations such as Quality Courts, Best
Western, Master Host and Best Eastern.
From the 1980s forward, mergers and ownership. These chains realize a much more
predictable and steady income stream than had normally been yielded by ownership.

INDUSTRY FEATURES
In the 1980's there was extensive merger and acquisition activity between hotel and
non-hotel companies. Many companies are now selling specific brands in an effort to
get back to their core business.
Another trend in the hotel and beverage industry is paperless inventory systems.
Improvements in scanning equipment have made this possible. In many instances,
ordering, delivery, payment and stocking are all initiated and accomplished by
software prompted by information captured by scanning equipment with very little
human involvement.
Some chains have sold ownership in their hotels to foreign investors while still
maintaining control. This provided the capital that was needed for further expansion.
REITs (Real Estate Investment Trusts) have been created to allow smaller investors
to participate in mortgages and equities.
Product segmentation has become more popular. Luxury and first class hotels have
created more amenities and products for their customers while economy and budget
motels have cut back services in order to maintain lower prices. Also specialized
extended stay and suite hotels have become more popular. Hotels with indoor water
parks are one of the newest trends. Timeshares is another segment that many hotel
companies are involved with recently. The development, sale, and management of
timeshares have become particularly popular with the large chains. Franchising
continues to flourish in the hotel industry.
Audit issues cover a variety of areas, as would be expected. In addition to matters
such as cost segregation, which impact numerous industries, hotel companies have
undertaken such activities as donating used bedding as they upgrade their equipment,
using trusts to defer income, delaying recognition of last day of the year receipts,
franchising, condo conversion, and so forth.
Several years ago, customers generally called a toll-free number to make room
reservations. In 2006, about 50% of hotel rooms were booked through the internet.
The number of domestic hotel rooms reserved for smokers is declining as major hotel
chains are beginning to decrease their total number of smoking rooms or becoming
non-smoking facilities altogether.
Other recent trends in the industry include luxury mattresses, complimentary
breakfast, high definition TV, high speed internet access, Wi-Fi (wireless internet
access), and room suites.
A recent 2006 trend is hotels re-imaging their lobbies to destination places. For
example part of the lobby may be used for a breakfast area in the morning and a bar at
night. This may include sliding walls, decorative lighting, and music. One reason
for this is to generate more income per square foot.
A July 2005 article from Knight Ridder Newspapers highlights what the major chains
are upgrading in the sleep department. The article provided the following
information:
Marriott International has been replacing mattresses at its Marriott and Renaissance
hotels for several years and is adding new bedding at its 2,400 hotels, including higher
thread count sheets, down comforters and duvet covers at a cost of $190 million.
Hilton Hotels is introducing new bedding across its brand, including Hilton,
Doubletree and Embassy Suites. There will be higher thread count sheets, plush top
mattresses, extra pillows and user friendly clocks.
Crown Plaza replaced some 50,000 beds and bedding in 2004, hired a sleep doctor for
advice on relaxation, and tossed in a sleep kit for guests.
Radisson in 2004 began moving in custom-designed Sleep Number beds at 230 of its
hotels and resorts, with most of its 90,000 beds to be replaced by 2006. New bedding
is also included in the makeover.
Hyatt recently rolled out its Grand Bed, a 13 inch pillow-top mattress, and added
more luxurious linens and decorative pillows.
Starwood Hotels announced the debut of a new bed at its moderately priced brand,
Four Points by Sheraton. The Four Comfort Bed, a $13 million investment, joins the
Heavenly Bed and Sheraton Hotels Sweet Sleeper Bed in Starwoods lineup.
Red Roof Inns will offer pillow top mattress pads, 230 thread count sheets and
hypoallergenic pillows at select hotels.
Some Best Western hotels will add new mattresses, comforters, feather pillows and
triple sheeting.
HOTELS INDUSTRY BOUNDARIES
Consumer confidence low; revival contingent on global environment

QUARTERLY REVIEW March 2012


ICRA expects the Indian Hotels industry to finish 2011-12 on a weaker note with subdued
pricing power eroding margins. Although some revival in operational metrics was witnessed
during late 2010-11, the industry continued to lack the pricing power to drive out of its
current stagnancy.
Globally weak macroeconomic scenario, the European sovereign debt crisis, geo-political
turmoil in the Arab countries, high interest rates, inflation and a muted domestic corporate
performance during the current fiscal (year to March 31, 2012) have sapped the industrys
ability to sustain inflation adjusted Average Room Realizations (ARRs).
Muted ARRs and high costs have led to one of the weakest nine month (9M) periods (April-
December-11) in over five years.
With uncertainty continuing to cloud the near term, wavering business/consumer confidence
and a sluggish economy, there is no significant trigger for the industry during the next two-
three quarters. While the start of the next season (in Q3, 2012-13) may bring some relief to
the industry in some specific markets, we expect real traction to return to the industry only by
2013-14; overall, we expect this to be a slow and long slog to recovery.
We expect ARR growth during the current fiscal to be limited to around 5%, followed by
around 5-8% during 2012-13. In the current inflationary environment, RevPAR growth of
around 6-7% is required to maintain profitability levels.
All the same, we remain optimistic on the long term growth story for the Indian hospitality
industry. The improving demographics, rising affluence and the current under penetration
throw up significant growth opportunities for the hospitality sector. This is further reinforced
by the India-centric growth strategy several global hotel majors are following.

An uneasy calm prevails in the global markets; consumer


confidence low
Over the past few quarters, the global economy has been affected by various natural, social
and economic headwinds; the earthquake in Japan during March-2011, the floods in Thailand
during October-2011 or the civil unrest in the Arab countries and most importantly the
ongoing economic crisis in the EU. Despite these upheavals, foreign tourist arrivals (FTA) to
India grew by 8.8% to 62.9 lakh tourists while international tourist arrivals grew by 4.4% to
980 million travellers during CY2011 (Calendar year - Period ending December-11). The
pace was however significantly slower than the 11.8% (FTA) and 7.0% (international
travelers) of the previous year. Growth in arrivals to Africa and the Middle East was weak
while arrivals to Europe, Asia, the Pacific and Americas led the international traveler growth
during CY2011. With strengthening regional business ties, South and South-East of Asia
witnessed strong intra-regional demand during the period.

+As is the case with industries that depend on discretionary spending, the performance of the
hotels industry is intrinsically knit with the economic growth. However, we have in the past
witnessed periods of decoupling between the hotels industry and GDP growth; particularly
during periods of recession and the early phases of recovery. During the economic down
cycle, the faster pace of deceleration in the hotels industry, as witnessed during 2009, can
take the industry to deep troughs. While the climb during the initial phases of recovery is
faster than the economic revival, a strong underlying economy is a pre-requisite for a
sustained recovery.

The lodging industry outlook for CY2012 is clouded by the European debt crisis and
uncertain economic outlook. Global consumer sentiment is currently wavering with many in
a cash-conservation and wait-and-watch mode. Discretionary corporate spend has been pared
down and cost cutting efforts have been stepped up in view of weak corporate results.
UNWTO has projected a slower rate of 3-4% growth for travelers during CY2012.
Company analysis

Overview of the company


Service analysis
Personal practices
Marketing strategies
COMPANY PROFILE`

Overview of the company

We set sail in the year 1972 as a small retail out let in a town VZM led by
Mr.G.VenkateswaraRao later Mr.G.Srinivas Rao entered the family business where he
went in search for new opportunities which led to the birth of SVN real estates and SVN
Lake palace. Now the group deals in hotels, optical, infrastructure as well as Real Estates.

HOTAL BLUE EARTH PRIVATE LIMITED

SVNs Srinivas Group Company history

A Brief introduction about the group:

Vision:

It is our wish to continuously look opportunisms to grow. By optimum utilization of its


resources and zeal to enter new markets help them achieve a higher service base. This group
strives in providing facilities of international standards at affordable prices. To emerge as a
leader and promoting world class services.

To establish the brand guided culture of commitment to excellence quality and genuine value
to customers.

Mr.G.Srinivas Rao has a great vision in not only promoting a giant corporate empire but
also would like to provide a better standard of living to the society. Like machinery which
brings out a product from its factory, he would like to develop a concept called HUMAN
FACTORY from where the human product fully developed and trained in hospitality trade
will be brought out. By this he is not only bringing in talented wealth to this hospitality
industry but also shows light to the life a number of persons from different walks of life. This
concept has been mooted not only to impart to knowledge but to generate and solve
employment problems for many. He is creating an opportunity for those who are interested to
earn while they learn. It is our wish to continuously look opportunisms to grow. By
optimum utilization of its resources and zeal to enter new markets help them achieve a higher
service base. This group strives in providing facilities of international standards at affordable
prices. To emerge as a leader and promoting world class services.

To establish the brand guided culture of commitment to excellence quality and genuine value
to customers.

has a great vision in not only promoting a giant corporate empire but also would like to
provide a better standard of living to the society. Like machinery which brings out a
product from its factory, he would like to develop a concept called HUMAN FACTORY
from where the human product fully developed and trained in hospitality trade will be
brought out. By this he is not only bringing in talented wealth to this hospitality industry but
also shows light to the life a number of persons from different walks of life. This concept has
been mooted not only to impart to knowledge but to generate and solve employment
problems for many. He is creating an opportunity for those who are interested

Mission:

As an emerging group we are looking for new upcoming markets to increase the growth of
the business in major njbservices.They are also coming out with a group of hotels all over
Andhra Pradesh & all the major metro citys, at the same time posses a Training Department
as Academic of Hospitality to impart education and provide training to groom a talented
bunch in the field of hospitality and tourism.

Nature:

An environment of hunger by continuous learning & improvement.

Standards:

Serve guests with a sense of dignity, pride and satisfaction in what we do.

Team work:

Work together as an integrated team and achieve more than the sum of individual efforts.

Hospitality:
Provide the customer with exceptional quality service anticipating their needs and fulfilling
them swiftly to the higher standards.

Flexibility :

Adaptability at all levels to respond to customers and organization needs.

Employees:

Cherish and care for employees to help them grow professionally and personally.

Society:

Contribute to the society by creating opportunities for training, employment and growth,
resources, generating returns for all stakeholders and protecting the environment.

Infrastructure:

Then year 2000 was when real estates came in shape where they did their first venture in
Vizianagaram with 190 plots spread over 17 acres. The journey then faced a lot of growth
where they are now operating in various infrastructural developments keepings Customers
needs as is top priority the company has always strived to live up to their promises and to be
among the builders with high good will in town within a short span of time.

Hotels service analysis

Mr. srinivas Rao entered the hotel industry in the year 2006 as the founder and chairman
of a leading hotel introducing the first 3 star hotel in the town being more passionate with
hospitality industry he then started another hotel named as hotel blue earth at Vijayanagaram,
building the brand Blue earth the group is setting up a new hotel in the heart of Srikakulam, it
is now operating in to different cities in a short span of time. Blue earth is an innovative best
class hotel which offers guest the synergy of leisure, business, and facilities artfully brought
together in one serene location Blue earth is a business class hotel that blends tradition and
modernity in a unique and innovative approach. The service packages are fine-tuned to offer
guests the best possible experience.

Marketing strategies:

BLUE EARTH HOTEL INFORMATION IN SRIKAKULAM:

Floor wise facilities:

Ground Floor:

Front office:

We have 32 rooms in 4 different types

Executive:12

Deluxe:10

Business Class:06

Suit Rooms:04

Restaurant:

We have a restaurant named as EARTH PLATE with 121 covers.

Production:

Entire production team like Chinese, Indian, south Indian , thandoor, pantry & Halwai
will work together in kitchen area.

Ground Floor

while we entering in to the hotel, Right side we find Front office , G.M cabin, H.R cabin,
Server room, Guest lift and Guest stair case, and Guest Wash rooms.

We have a Banquet Hall in ground floor named as CORTYARD with capacity of 250
Guests.
Managing Director Cabin, Admin &Accounts cabin and service life, service stair case
after crossing the CORTYARD Banquet Hall.

Time office:

Time office will be available at right side of the kitchen, and all the employees should
maintain their login time & logout time from the Time Office only, Employee Moments,
Store Materials, and Venders will enter in to the Hotel from the Time Office only.

1st Floor:

We have 2 Banquet Halls in 1st floor ABINANDHANA Hall-I&II and CARNIVAL Hall
I&II with capacity of 500 Guests.

F&B Office, Banquet store and Temporary staff cafeteria also available in 1st floor.

2nd Floor:

We have 15 guest rooms in 2nd floor;

We have staff safe locker rooms facility at 2nd floor.

Conference hall:

We have a Board Rooms #217 in 2nd floor with centralized A/C with attached bathroom.

Suit room:

We have 2 Suit rooms in 2nd Floor, named as NAGAVALI I # 501 & VAMSADHARA
I # 502

3rd Floor:

We have 16 Guest rooms in 3rd floor

House keeping store also available at 3rd floor

Suit Rooms:
We have 2 suit rooms in 3rd floor, named as NAGAVALI II # 503 &VAMSADHRA II
& 504

Terrace:

We are operating the laundry system and we have three bore well Water Tankers, we provide
the same water to Kitchen department for cleaning, Public area Cleaning, Guest Rooms,
Guest Room Cleaning and we have service lift & Guest lift controlling rooms in terrace.

R.O plant:

On the terrace we have R.O plant water purifying providing healthy water to guests and
employees we store R.O water in water tanker which placed in the terrace.

Service analysis

Accommodation & Services:

32 well equipped rooms including suit rooms


Complimentary Breakfast
Complimentary Water Bottle on checkout time
Tea/coffee maker (in selected rooms)
Hair dryer (on request)
High speed WIFI internet connectivity
LCD Televisions in the Rooms
Writing Table and Executive Chair
Complimentary Fruit Basket (in selected rooms)
Complimentary Daily News Paper
Doctor on Call
In house Landry services
All Guest Room Amenities
Current Affairs & Business Magazines
RULES AND REGULATIOS FOR ALL BLUE EARTH HOTEL STAFF:-

COMMUNICATIONS

The employees are our most valuable asset. To ensure you are a productive,
satisfied Employee, we try to practice what we preach direct, open, and honest
communication. Tell us your concerns and ask questions of your immediate supervisor(s) .
You will get full attention in a timely manner. We listen.

NATURE OF EMPLOYEMENT RELATIONSHIPS

All employment relationships with our company are at will relationships. this
means that any employment relationship may be ended at any time , for any reason or no
reason, with or without notice , at the will of the employer or the employee.

DISCIPLINE

Any employee who violates any of the companys rules or fails to perform to the
satisfaction of this Hotel will be subject to discipline, including immediate discharge. In
every instance, the type and level of discipline to be implemented, if any, is within the sole
discretion of the management. This company reserves the right to use progressive discipline
(for example: oral warning, written warning, suspension and /or discharge), and may choose
to do so, or not do so , in its discretion , at any time. This does not alter the at will nature of
our employment relationships.

WORK RULES

Some companies have long, exhaustive lists of rules and prohibited conduct. At our
Hotel, we consider such lists unnecessary and potentially insulting to our employees. We
expect the people we hire will understand our basic requirements: that they act honestly,
professionally and safely in our work environment and that they treat each other and our
customers with courtesy and respect.
We believe and hope that our employees will follow this general rule with the need for a
more detailed laundry list of all possible work rules. Certain specific rules however, since
they may be unique to this Hotel, are provided in this section of the handbook. Additional
rules may be periodically published.

Prohibition

Prohibition this Hotel prohibits the use, possession or distribution of


drugs/alcohol by its employees on its premises, in its vehicles or during work time. The
following are prohibited:

1) The unauthorized use, possession or sale/ distribution of prescription and / or illegal


drugs or alcoholic beverages.
2) The unauthorized use, possession , or sale / distribution of a controlled substance.

Drug /Alcohol Testing Policy

This Hotel reserves the right to require any employee to submit to a blood and
/ or urinalysis examination for the purpose of detecting the employees use of unauthorized
prescriptive drugs, ill eagle drugs, controlled substances , and/ or alcohol.

SATISFACTORY PERFORMANCE

Employees are required at all times to perform their jobs and conduct themselves at
work in a manner fully satisfactory to this Hotel. This Hotel holds its employees to very high
standards to ensure excellence in every aspect of its operations.

SKILLS TRAINNING

When you understand and perform your job at the highest level, our guests are
assured the best service possible. Your supervisor has the necessary tools to help you learn
properly. We encourage and may require your participation in our continually changing and
expanding training experience.

SMOKING
You may smoke in designed areas only. Please check with your supervisor to learn the
location of smoking areas. Smoking should not disrupt your job.

Personal practices:

PERSONAL VISITORS & PHONE CALLS

Tell your friends and relatives that personal phone calls and visitors are not allowed at
work. If it is an emergency, tell your supervisor. If you do have visitors, they should always
check in at the Front Desk. The Front Desk will contact you to meet your visitor in the lobby
area. Visitors should never meet you in other areas of the hotel, particularly guestrooms.

PERSONAL HYGIENE

All employees must contribute to the positive impression of this Hotel, including
through their appearance and personal hygiene. Regardless of their particular job duties, all
Hotel employees are required to be clean, free of offensive odor and neat in appearance.

UNIFORM

Always wear your uniform while on duty. Uniforms must be neat, clean, wrinkle, free
and properly fitting. Do not wear your employee uniform while not at work.

NAME TAG

Wear your name tag when on duty so guests, management and co-workers can identify
you be name. if you break or lost a name tag , get a replacement at the Front Desk or from
you supervisor as soon as possible.

Duty Roster:

As per the concerned Department Duty Rosters all the employees should follow their duty
rosters.

Leaves &Permission:

Any employee who need leaves or permission for 1 or 2 Hrs they suppose to get approval
from their concern department HODs and submit the same information to the Time office
department with approval from their HODs the Time office department will not concede
the permission and leaves that will treated as Loss of pay.

Employee Manner& Appearance:

All the employees have to wish the Guest, HODs and each and every employee
according to the timings with a proper manner.

All employees He/ She should attend their duties with proper uniform and maintain their
uniform neat and clean with proper grooming and proper shave and Hair cut.

Employees should not carry Gutkas, Cigarettes, panparags, khaines and PANs inside the
Hotel and the above items are strictly prohibted and if any employee finds carrying the
above items management will take serious action.

Employee ID card:

Each and every employee should carry their Blue Earth Hotel ID Card while reporting to
their respective duties, if any employee coming to duty without carrying their ID card the
Time Office department will not allow to attend their respective duties until and unless they
get the approval from the concern department HODs the employee who lost their ID card
should report to HR Department and inform the same Mr. Venkat asst HR.
Data analysis and interpretation
DATA ANALYSIS AND INTERPRETATION
Q1) I am satisfied with how often I learn new information?
Options Number of Respondents Percentage %

a) Strongly Agree 15 30%

b) Agree 25 50%

c) Neutral 10 20%

d) Disagree 0 0%

Total 50 100%

0%

20%
30%
a) strongly agree
b) agree
c) neutral
d) disagree

50%

Interpretation:
From the above table and graph it is found that out of 50 respondents 50% of the
respondents are agree with that, they are satisfied with what they have learned new
information, 30% of the respondents are strongly agree, 20% of the respondents are neutral.

It is concluded that majority of the respondents are agree with that, they are satisfied
with what they have learned new information.
2Q) I am satisfied with how often I create new ideas, procedure or things.
Options Number of Respondents Percentage %

a) Strongly Agree 6 12%

b) Agree 32 64%

c) Neutral 12 24%

d) Disagree 0 0%

Total 50 100%

12%
24%

a) strongly agree
b) agree
c) neutral
d) disagree

64%

Interpretation:
From the above table and graph it is found that out of 50 Respondents 64% of the
Respondents felt satisfied that they are Agree, they are Satisfy in create new ideas and
procedure, 24% of the respondents are Neutral and 12% of the Respondents strongly agree.

It is concluded that Majority of the people Agree that they are satisfied with their
creation of new ideas and procedure.

3. In my job I am satisfied with how often I take in problem solving.


Options Number of Respondents Percentage %

a) Strongly Agree 28 56%

b) Agree 16 32%

c) Neutral 6 12%

d) Disagree 0 0%

Total 50 100%

12%

a) strongly agree
b) agree

32% 56% c) neutral

Interpretation:
From the above table and graph it is found that out of 50 respondents 56% of the
respondents strongly agree that they are satisfied with problem solving, 32% of the
respondents agree, 12% of the respondents are Neutral in satisfied with problem solving.

It is concluded that more than half of the Respondents Strongly agree that they felt
satisfied with their problem solving.

4. In my job I am satisfied with how often I help others.


Options Number of Respondents Percentage %
a) Strongly Agree 6 12%

b) Agree 34 68%

c) Neutral 4 8%

d) Disagree 6 12%

Total 50 100%

12%
12%

8% a) strongly agree
b) agree
c) neutral
d) disagree

68%

Interpretation:
From the above table and graph it is found that out of 50 respondents 68% of the
respondents agree that they are satisfied with help others, 12% of the respondents strongly
agree that they are satisfied with help others, 12% of the respondents are disagree, 8% of the
respondents are Neutral in satisfied with help others.

It is concluded that the Majority of the Respondents are Agree that they felt satisfied
with help others.

5. I am happy with the amount of freedom I have to decide how I approach


my work.
Options Number of Respondents Percentage %

a) Strongly Agree 4 8%
b) Agree 10 20%

c) Neutral 22 44%

d) Disagree 14 28%

Total 50 100%

8%

28%
20% a) strongly agree
b) agree
c) neutral
d) disagree

44%

Interpretation:
From the above table and graph it is found that out of 50 respondents 44% of the
respondents are Neutral in happy with the freedom of approach in their work, 28% of the
respondents disagree, 20% of the respondents are agree, 8% of the respondents are strongly
agree that they are happy with the freedom of approach in their work.

It is concluded that Majority of the Respondents are Neutral in that they felt happy
with the freedom of approach in their work.

6. My company offers a good benefits package.


Options Number of Respondents Percentage %

a) Strongly Agree 14 28%

b) Agree 27 54%

c) Neutral 6 12%
d) Disagree 3 6%

Total 50 100%

6%

28%
12%
a) strongly agree
b) agree
c) neutral
d) disagree

54%

Interpretation:
From the above table and graph it is found that out of 50 respondents 54% of the
respondents are agree that company offers a good benefit package, 28% of the respondents
are strongly agree, 12% of the respondents are neutral, 6% of the respondents are disagree
that the company offers a good package.

It is concluded that the Majority of the Respondents are Agree that they satisfied with
the company packages.

7. I enjoy my co- workers.


Options Number of Respondents Percentage %

a) Strongly Agree 5 10%

b) Agree 26 52%

c) Neutral 8 16%

d) Disagree 11 22%

Total 50 100%
10%
22%

a) strongly agree
b) agree
c) neutral
d) disagree
16%

52%

Interpretation:
From the above table and graph it is found that out of 50 respondents 52% of the
respondents are agree that they are enjoy with their coworkers, 22% of the respondents are
disagree, 16% of the respondents are neutral, 10% of the respondents are strongly agree that
they are enjoy with their coworkers.

It is found that Majority of the Respondents are Agree that they felt happy with their
co-workers.

8. I am able to improve my work skill because of the feedback, I get on the


job.
Options Number of Respondents Percentage %

a) Strongly Agree 29 58%

b) Agree 12 24%

c) Neutral 8 16%

d) Disagree 1 2%

Total 50 100%
2%
16%

a) strongly agree
b) agree
c) neutral
58% d) disagree
24%

Interpretation:
From the above table and graph it is found that out of 50 respondents 58% of the
respondents are strongly agree that they are improve their work skill through the feedback,
24% of the respondents are agree, 16% of the respondents are neutral, 2% of the respondents
are disagree.

It is concluded that majority of the Respondents are Strongly agree that they are
improving their skills through the feedback.

09. I am comfortable with the amount of discretion I have over my work.


Options Number of Respondents Percentage %

a) Strongly Agree 6 12%

b) Agree 24 48%

c) Neutral 10 20%

d) Disagree 10 20%

Total 50 100%
12%
20%

a) Strongly Agree
b) Agree
c) Neutral
d) Disagree
20%

48%

Interpretation:
From the above table and graph it is found that out of 50 respondents 48% of the
respondents are agree that they are comfortable with discretion of their work, 20% of the
respondents are neutral, 20% of the respondents are disagree, 12% of the respondents are
strongly agree.

It is concluded that majority of the Respondents are Agree that they are comfortable
with discretion of their work.

10. My workers respect each other opinion and values.


Options Number of Respondents Percentage %

a) Strongly Agree 4 8%

b) Agree 24 48%

c) Neutral 9 18%

d) Disagree 13 26%

Total 50 100%
8%

26%

a) strongly agree
b) agree
c) neutral
d) disagree
48%
18%

Interpretation:
From the above table and graph it is found that out of 50 respondents 48% of the
respondents are agree that their workers respect each other opinion and values, 26% of the
respondents are disagree, 18% of the respondents are neutral, 8% of the respondents are
strongly agree that their workers respect each other opinion and values

It is concluded that majority of the Respondents are Agree that their workers respect
each other.

11. My superior is fair and reasonable person.


Options Number of Respondents Percentage %

a) Strongly Agree 5 10%

b) Agree 22 44%

c) Neutral 7 14%

d) Disagree 16 32%

Total 50 100%
10%

32%
a) strongly agree
b) agree
c) neutral
d) disagree
44%

14%

Interpretation:
From the above table and graph it is found that out of 50 respondents 44% of the
respondents are agree that their superior fair and reasonable person, 32% of the respondents
are disagree, 14% of the respondents are neutral, only 10% of the respondents are disagree.

It is concluded that majority Respondents are Agree that their superior fair and
reasonable person.

12. At work I am able to do what I am interested in.


Options Number of Respondents Percentage %

a) Strongly Agree 0 0%

b) Agree 27 54%

c) Neutral 15 30%

d) Disagree 8 16%

Total 50 100%
16%

b) agree
c) neutral
54% d) disagree
30%

Interpretation:
From the above table and graph it is found that out of 50 respondents 54% of the
respondents are agree that they are able to do what they interested in, 30% of the respondents
are neutral, 16% of the respondents are disagree.

It is concluded that majority of the Respondents are Agree that they are able to do
what they are interested in.

13. My job users my best abilities.


Options Number of Respondents Percentage %

a) Strongly Agree 28 56%

b) Agree 17 34%

c) Neutral 5 10%

d) Disagree 0 0%

Total 50 100%
10%

a) strongly agree
b) agree
34% c) neutral
56%

Interpretation:
From the above table and graph it is found that out of 50 respondents 56% of the
respondents are strongly agree that their job users are their best abilities, 36% of the
respondents are agree that their job users ate their best abilities, 10% of the respondents are
neutral.

It is conclude that majority of the Respondents are strongly agree that their job users
are their best abilities.

14. My employers provide a comfortable work environment that supports


productive work.
Options Number of Respondents Percentage %

a) Strongly Agree 29 58%

b) Agree 18 36%

c) Neutral 3 6%

d) Disagree 0 0%

Total 50 100%
6%

a) strongly agree
36% b) agree
c) neutral
58%

Interpretation:
From the above table and graph it is found that out of 50 respondents 58% of the
respondents are strongly agree that their employer provide a comfortable work environment,
36% of the respondents are agree, 6% of the respondents are neutral.

It is concluded that the Majority of the Respondents are strongly agree that their
employer provides a comfortable work environment.

15. My employer values the contribution I make to my department.


Options Number of Respondents Percentage %

a) Strongly Agree 12 24%

b) Agree 24 48%

c) Neutral 5 10%

d) Disagree 9 18%

Total 50 100%
18%
24%

a) Strongly agree

10% b) Agree
c) neutral
d) Disagree

48%

Interpretation:
From the above table and pie chart shows that out of 50 respondents 24% of the
respondents are strongly agree that their employer give value to the contribution what they
make for their department, 48% of the respondents are agree, 10% of the respondents are
neutral, 18% of the respondents are disagree that their employer give value to the
contribution what they make for their department.

It is concluded that the majority of the Respondents are agree that their employer give
value to the contribution what they make for their department.

16. I get a sense of satisfaction from the work I do.


Options Number of Respondents Percentage %

a) Strongly Agree 24 48%

b) Agree 20 40%

c) Neutral 6 12%

d) Disagree 0 0%

Total 50 100%
12%

a) Strongly agree
48% b) Agree
c) neutral

40%

Interpretation:
From the above table and pie chart shows that out of 50 respondents 48% of the
respondents are strongly agree that they get satisfaction what they work do, 40% of the
respondents are agree, only 12% of the respondents are neutral in get satisfaction from their
work.

It is concluded that the majority of the Respondents are strongly agree that they get
satisfaction what they work do.
Findings

Suggestions

Summary
FINDINGS

The following details can be inferred after analyzing the sample size of 50
Respondents of Hotel Blue Earth pvt., ltd. by questionnaire method to find out the Employee
Job Satisfaction.

1. It is found that half of the Respondents 50% are satisfied themselves in learning new
information in the Reliance General insurance company.
2. It is found that maximum of the employees are getting chance to create new ideas and
procedure.
3. It is found that 56% Of the Respondents are happy with their problem solving abilities.
4. It is found that Max 68% of the Respondents are satisfied in help others.
5. It is found that only 8% of the Respondents are satisfied with the freedom of their work,
6. It is found that more than Half of the Respondents (54%) happy with the company package.
7. It is found that only 52% of the Respondents are maintaining good relationship with their co-
workers.
8. It is found that only 48% of the Respondents are felt they have better coordination with their
workers
9. It is found that 44% of the Respondents are having better relation with their superior.
10. It is found that 54% of the Respondents are satisfied in doing work what they are interested
in.
11. It is found that No Respondent Dissatisfied with comfortable work environment provided by
the employer.
12. It is found that only 45% of the Respondents are happy with their salaries.
13. It is found that only 48% of the Respondents are satisfied with their jobs.

SUGGESTIONS
HOTEL BLUE EARTH has to provide some Training Programmers for improves the
employee satisfaction levels about leaning new information.
Company has to give chance to the employees for create new ideas and continually
send them to other well settled insurance companies and tell them to know about the
strategies played by them.
For improving the employees problem solving abilities company HR Manger has to
take Training sessions through the Case study Methods.
Mainly company has to give Freedom of work and keep with them in free mind.
Company has to provide some more packages like Target achieve incentives, Tours,
Trips, and Cash Awards.
For maintaining Good Relationship and Better coordination with the co-workers
company has to conduct Meetings, Get to Gather functions, weekly family occasions.
Improve the friendly nature between the subordinate and superior through the
removing the Bossism.
Company has to give the salaries through their performances and provide better
positions to best workers.
Mainly company has to decentralize the authority to take decisions for better growth
and Provide all above mentioned benefits to the employees.

SUMMARY
The project work entitled analytical study of a job satisfaction is activities. I divided
in to 5 chapters.
The 1st chapter deals with the introduction, needs for study, objectives, methodology
and limitations.
Introduction is about the scenario of the changing the conditions and about the topic
of the job satisfaction.
The need for the study deals with the marketing on trying to satisfy the fulfilled
needs and desire of the different marketing.
The 2nd chapter deals with the industry profile, company profile, product profile of
the HOTEL BLUE EARTH PVT Ltd.,.
The 3rd chapter deals with the study of theoretical frame work.
The 4th chapter deals with analysis of data and interpretation of the questionnaires.
The graphs are analyzed through charts and through tabular representation.
The last chapter consists of summary, findings, suggestions and conclusion.
This is all about the project work entitled analytical study of job satisfaction.
ANNEXURE
QUESTIONNARIES
Q1) I am satisfied with how often I learn new information?

a) Strongly agree b) Agree c) Neutral d) Disagree ( )

2Q) I am satisfied with how often I create new ideas, procedure or things.

a) Strongly agree b) Agree c) Neutral d) Disagree ( )

3Q) In my job I am satisfied with how often I take in problem solving.

a) Strongly agree b) Agree c) Neutral d) Disagree ( ).

4Q) In my job I am satisfied with how often I help others.

a) Strongly agree b) Agree c) Neutral d) Disagree ( ).

5Q) I am happy with the amount of freedom I have to decide how I approach my work.

a)Strongly agree b) Agree c) Neutral d) Disagree ( ).

6Q) My Company offers a good benefits package.

a) Strongly agree b) Agree c) Neutral d) Disagree ( ).

7Q) I enjoy my co- workers.

a) Strongly agree b) Agree c) Neutral d) Disagree ( ).


8Q) I am able to improve my work skill because of the feedback, I get on the job.

a) Strongly agree b) Agree c) Neutral d) Disagree ( )

9Q) I am comfortable with the amount of discretion I have over my work.

a) Strongly agree b) Agree c) Neutral d) Disagree ( ).

10Q) My workers respect each other opinion and values.

a) Strongly agree b) Agree c) Neutral d) Disagree ( ).

11Q) My superior is fair and reasonable person.

a) Strongly agree b) Agree c) Neutral d) Disagree ( ).

12Q)My job users my best abilities.

a) Strongly agree b) Agree c) Neutral d) Disagree ( ).

13Q) My employers provides a comfortable work environment that supports productive

work.

a) Strongly agree b) Agree c) Neutral d) Disagree ( ).

14Q). my salaries are in live with only experience and training for the position.

a) Strongly agree b) Agree c) Neutral d) Disagree ( ).

15Q). my employer values the contribution I make to my department.

a) Strongly agree b) Agree c) Neutral d) Disagree ( ).

16Q). I get a sense of satisfaction from the work I do.

a) Strongly agree b) Agree c) Neutral d) Disagree ( ).


BIBLIOGRAPHY

P.SUBBA RAO : ESSENTIALS OF HUMAN RESOURCEMANAGEMEN AND

INDUSTRIAL RELATIONS

V.S.P. RAO : HUMAN RESOURCE MANAGEMENT

K. ASWATAPPA : HUMAN RESOURCE MANAGEMENT

C.B.MAMORIA : PERSONNEL MANAGEMENT

WEB SITES:

www.blueearth.com

www.blueearth.in.

www.indian hotels.com

www.blueearth.co.in