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EXECUTIVE SUMMARY
Employee satisfaction is an integral component of organization climate and an
important element in management employee relationship. EMPLOYEE SATISFACTION
is a positive emotional state that occurs when a person's job seem to fulfill important
job value, provide these values are compatible with one's needs. EMPLOYEE
SATISFACTION in simple words, is an individual's emotional reaction to the job itself It
is a person's attitude towards the job)

According to Keith Devis "EMPLOYEE SATISFACTION is the favorableness or


unfavourableness with which employees view their work".
EMPLOYEE SATISFACTION can be calculated with the help of the following
formula:-
EMPLOYEE SATISFACTION =Achievement /Expectation
It implies that every individual has certain expectations from his job and the
organization he works in, out of these expectations those which are fulfilled
contribute to EMPLOYEE SATISFACTION and the remaining may give rise to job
dissatisfaction.

Thus it may conclude that EMPLOYEE SATISFACTION is the result of many


attitudes. These attitudes include the nature of job, working conditions, individual
characteristics and capabilities of the employee and some specific attitudes
developed by the circumstances prevailing out of the enterprise.

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OBJECTIVE OF THE STUDY

To identify the level of EMPLOYEE SATISFACTION among the


employees of MPSEB and to obtain their suggestions which can help
the company in its development.
To find out the motivational level of the employees in MPSEB,
Jabalpur .
To analyze the different facilities provided by the employer to the
employees of MPSEB (Jabalpur) for maintaining high level of
EMPLOYEE SATISFACTION.
To point out the reasons giving rise to Job Dissatisfaction and to
suggest measure to overcome these hurdles.
To improve the organizational climate by taking help from the
employee's responses regarding their satisfaction level)
'To suggest measures for increasing EMPLOYEE SATISFACTION
among the employees of MPSEB, Jabalpur.

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COMPANY PROFILE
I.HISTORY OF THE MPSEB

MADHYA PRA DESH STATE ELECTRICITY BOARD "INDIA'S FIRST STATE


ELECTRICITY BOARD"

Since the inspection of the Madhya Pradesh State Electricity Board India's
first electricity board established in December 1950 a vital indication of
phenomenal development, which has gentle touch power, has experienced across
India largest state.

The Electricity (supply) Act, 1948 is a landmark in the history of power


development in our country. Conceived in the background of postwar
reconstruction and development, aimed at the co-ordinated development of
electricity on the regional basis to enable centralized generation, bulk supply and
systematic distribution in an efficient and economical manner under the control
and direction of one authority: This laid down the basis for the formation of state
electricity boards.

The board in its present form was constituted with effect from the 01 April
1957 in pursuance of the state, re-organization act 195&Thus its jurisdiction
extends to the whole of state of the state of Madhya Pradesh Established in
1950.By covenant of government, the Madhya Pradesh electricity Board for
M.P.S.E.B has successfully shouldered the awesome responsibility of making the
power reach millions in the gigantic state of Madhya Pradesh .Responsible for the
generation ,transmission and distribution of electricity, the M.P.SEB has recorded
significant and consistent success in providing vitally needed power to the
industrial, agricultural, commercial and domestic sectors. One of the oldest

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electricity boards in the country, the M.P.S.E.B. has truly grown in every
dimension over the last four decades. Barely seven years after its inception, the
electricity department of functional Madhya Pradesh bharat, vindhya Pradesh and
Bhopal were merged into it enlarging its functional areas enormously. With
headquarters at Shakti Bhavan Jabalpur, the board is functionally divided into
eight regions. Its manpower strength of almost a hundred thousand personnel
,spread throughout Madhya Pradesh ensures the reach of power deep into the
hinterland. Both in spirit and objective the M.P.S.E.B has filled on ongoing
dedication to its mission socially committed, environmentally conscious and
commercially profitable. In that endeavor the board has laid thrust not only in
making better use of the existing and potential generation capacity, but in
constantly improving the quality of supply and service ,provided to consumers.
Today it forms a crucial pivot in the development of India's largest state.

M.P.P.K.V.V.C.L. AS AN ORGANISATION

The constitution and composition of the State Electricity Board, is laid down
under section 5 of the electricity (supply)Act 1948.Accordingly the board shall consist
of not less than three and not more than seven member appointed by the state
government, one of whom would be appointed as a chairman.

The Madhya Pradesh Electricity board was the first board to be in the country,
on the first board to be in the country, on 9th December 1950 At that time, the
jurisdiction of the board covered the MAHAICAUSAL REGION of the present state of
Madhya Pradesh Vidarbha region of the present Maharashtra state.

The board in its present form was constituted with effect from the 1st April
1957 in the pursuance of the state, re-organization Act, 1956.Thus its jurisdiction

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extends to the whole of state of Madhya Pradesh Established in 150,by the covenant
of government the Madhya Pradesh Electricity Board for the MY .S.E.B has
successfully shouldered the awesome responsibility of making the power reach to
millions in the gigantic state of M.P responsible for the GENERATION,
TRANSMISSION, DISTRIBUTION AND TRADING OF ELECTRICITY ,THE M.P.S.E.B has
recorded significant and consistent success in providing vitally needed power to the
industrial ,commercial and domestic sectors.

One of the -oldest Electricity Boards in the country, the M.P.S.E.B has truly
grown in every dimension over the last four decades. Barely seven years after its
inspection, the electricity department of functional Madhya Pradesh Bharat, Vindhya
Pradesh and Bhopal were merged in to it enlarging its functional areas power deep in
to the hinterland .Both in spirit and objective the IMP .S.RB has filled an ongoing
dedication to its mission socially committed ,environmentally conscious commercially
profitable. In that endeavor the board has thrust not only in the making better use of
the enormously, with head quarters at Bharat an Jabalpur; the Board is functionally
divided in to eight regime, its manpower strength of almost a hundred thousand
personnel throughout Madhya Pradesh ensures the reach of existing and potential
generation capacity. But in constantly improving the quality of supply and service,
provided to consumers to day it forms a crucial pivot in the development of India's
largest state.

REFORMS AND RESTRUCTURING IN MADHYA PRADESH


ELECTRICITY BOARD:

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According to Madhya Pradesh Electricity Regulatory Commission (MPERC)
which is functioning since Aug. 1999 and taking necessary steps towards
rationalization of tariff.

(i) Go MP and GoI signed a MoU on 16th May 2000 for achieving time bound
reform and restructuring of the Power Sector.

(ii) A legislation "Madhya Pradesh Vidyut Sudhar Adhiniyam 2000" was notified on
3rd July 2001.

(iii) Madhya Pradesh Urja Ahiniyam 2001 notified by GoMP on 17th April 2001 The
act has provisions for prohibition of unauthorized use of electrical energy and
related matters.

(iv) Unbundling of State Electricity Board along functional lines MPSEB has been
segregated into six companies- one Generation Company i.e. Madhya Pradesh
Power Generating Company Ltd. (HQ Jabalpur). One Transmission Company
i.e. Madhya Pradesh Power Transmission Company Ltd. (HQ Jabalpur), three
Distribution Companies viz. Madhya Pradesh Poorv Kshetra Vidyut Vitaran
Company Ltd. (HQ Jabalpur),Madhya Pradesh Madhya Kshetra Vidyut Vitaran
Company Ltd. (HQ Bhopal), Madhya Pradesh Paschim Kshetra Vidyut Vitaran
Compnay Ltd. (HQ Indore) and one Trading Company i.e. M.P. Power Trading
Company Ltd. (H.Q. Jabalpur)

(v) GoMP, In exercise of the powers conferred by section 39 (1) of EA 2003 has
notified MPPTCL as State Transmission Utility (STU) on 17th May 2004.
Further, in exercise of the powers conferred by section 31 (1) of EA 2003, AMP

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has notified on 17th May 2004, that State Load Dispatch Centre (SLDC) at
Jabalpur shall be operated by the STU.ADB has extended loan to art Reform &
Restructuring Programmed of Power Sector in MP. The said loan comprises of
150 Million US as Policy loan and 200 Million US $ as Project loan. Policy loan
(Rs.742Crs) received up to Nov03 and utilized in clearing outstanding dues of
the Govt. Depts. The Project loan is intended for strengthening of Transmission
& Distribution facilities including conversion of selected LT feeders to 11 KIT
system computerization of RMS and meter ion. An amount to the tune of Rs
692.83 Crs. Has been drawn up to April against Project Loan.

According to Madhya Pradesh Electricity Reformation at 2000, in l July 2002, five


companies were found:

M.P. Power Transmission Co. L td, Jabalpur TRANSCO (Covering whole state
of Madhya Pradesh)

MP Power Generating Co. Ltd., Jabalpur GENCO (Covering whole state of


Madhya Pradesh)

MP Poory Kshetra Vidyut Vitaran Co Ltd.,

DISCO East Zone


(Covering Jabalpur, Sagar & Real Region)
MP Madhya kshetra Vidyut Vitaran Co. Ltd. DISCOM Central Zone
(Covering Bhopal & Gwalior Region)

MP Paschim Kshetra Vidyut Vita Co. Ltd, DISCOM West Zone (Covering

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lndore & Ujjain Region)

M.P power trading co. Ltd, Jabalpur

GENCO Generating Company

GENCO means the M.P. Power generating Company Limited, A company


incorporated with the main object of Generation of Electricity in the State of
M.P.

TRASNCO (Transmission Company)

TANSCO means the MY. Power Transmission Company Limited, a ompany


incorporated with the main object of undertaking the Transmission of Electricity
in the State of M.P.

DISCOM 1 (Distribution Company 1)

DISCOM 1 means M.P. Poorv Kshetra Vidyut Vitran Company Limited, a company
incorporated with the main object of undertaking Electricity Distribution and
Retail supply in the Commissioneries of Jabalpur, Rewa and Sagar of the State of
M.P.

DISCOM 2 (Distribution Company 2)

DISCOM2 means M.P. Madhya Kshetra Vidyut Vitran Company Limited a company
incorporated with the main object of undertaking Electricity Distribution and Retail

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supply in the Commissioneries of Bhopal, Hoshangabad, Chambal and Gwalior of the
State of M.P.

DISCOM 3 (Distribution Conwany 3)

DISCOM 3 means M.P Pashim Ksheixa Vidyut Vitrwi Company Limited a company
incorporated with the main object of undertaking Electricity Distribution and retail
supply in the, Commissioneries of Indore and Ujjain of the State of M.P.

TRADCO (Power Trading Company)

TRADCO means MY, Power Trading Company Limited, a company incorporated


recently by the board with the main object of undertaking Electricity Trading.

Photo Gallery

A VIEW OF SHAKTI BHAWAN, JABALPUR AT


NIGHT

THERMAL POWER HOUSE

A VIEW OF SHAKTI BHAWAN

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A VIEW OF POWER STATION AT NIGHT

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In the modem industrial system, the production is the result of the joint efforts

of all the factors of production i.e. land, labour, capital and entrepreneur

(organization). Labour, unlike other factors is an active factor and coordinates them to

get maximum outputs Therefore, it is necessary to seek- the cooperation of the

human force to get the maximum benefit out of the efforts it puts ii The science,

which deals with the problems of the development of the labour force, may be called

Personnel Management.

The reason for opting this topic is to know about the level of job sat faction

and employee management relations at M.P.PK.V.V.C .L. Land to find out whether

the employees are satisfied with the facilities given to them and to suggest measures

for the development of the work force and better relationship between the

management and the employees.

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M.D.

DIRECTOR DIRECTOR

(Technical) (Commercial)

E.D. E.D. E.D. CGM HEAD (IT) E.D. CHIEF


(HR&A) (PURCHA WORKS STORES CFO (COMMER (CS&A)
SE) CIAL)

CGM CGM CGM C.E C.E. C.E.


(FS) 18 (JR) (SR) (RR)
LITERATURE REVIEW

FACTORS RELATED TO EMPLOYEE SATISFACTION

A. Individual Factors

1. Level of education- Level of education affects the feeling of EMPLOYEE


SATISFACTION. It has been seen that educated employees feel more sati fled
with their job than an uneducated employees.

2. Intelligence- There is a direct co-relation between intelligence and


satisfaction. It has been the experience that intelligent employees feel
satisfied with their jobs.

3. Health- Health of the employees is an important factor affecting job faction.


The employees having sound health feel satisfied with their jobs.

4. Age- Generally it is seen that young employees feel less satisfied with their
jobs because they always try to get better and better jobs while the
employees of more age feel more satisfied with their jobs.

5. Interest - The employees who take interest in their work feel more satisfied

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with their jobs.

6. Family Conditions-The employees, who are satisfied with their family conditions
and atmosphere m the house, feel more satisfied with their jobs.

B. Organizational Factors

1. Nature of the job- Employees feel dissatisfied if they have to do the work of
similar nature for a long time. On the contrary, if the work of an employee is of
different type, it gives more satisfaction.

2. Working conditions and working environment-Good working condition in


the enterprise make the employees feel more satisfied. The working
condition includes arrangements of proper light, water, pace sanitation
facilities, machine, power etc.

3. Training- Training provided by the organization satisfy the employee because


trained employees can do work easily and more efficiently.

4. Freedom to work- If the employees feel that they are free to do their job in
the manner they like, they will feel more satisfied because it will provide
them an opportunity to take the relevant decisions.

5. Promotion opportunity - If there are challenging opportunity open before


the employees, they will make their best efforts to avail the opportunity and
it will provide them more satisfaction.

6. Effective supervision-An efficient and capable supervisor satisfied his


subordinates much more than an inefficient supervisor.

7. Work group - It has been found that isolated workers dislike their jobs - The
amount of satisfaction an individual derives from his association with the
group depends to a large extent on the relationship with the group members
and also his own need for affiliation.

IMPORTANCE Of EMPLOYEE SATISFACTION

1. EMPLOYEE SATISFACTION has relation with mental health of the people-

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Many unsolved personality problems and adjustments arise out of a person's ability to
find satisfaction in his work.

2. EMPLOYEE SATISFACTION has some degree of positive correlation with


physical health of the individual-

People who like work are likely to live longer. The logic behind such result is that
people with greater satisfaction tend to have greater income and more education
and thus coincidentally enjoy greater benefits, which promotes longitivity.

3. Spreads goodwill of the organization-

From the point of view of an organization, people who feel positively about their work
life are more apt to voice 'Favorable sentiments' about the organization to the
community at large When the goodwill of the company goes up, new qualified and
dynamics entrants show their interest in joining the organization.

4. Individual can 'Live with' the organization-

A happy and satisfied individual can find it easy to live inside the organization as well
as outside it. On the contrary, an upset individual makes organizational life vexatious.

5.EMPLOYEE SATISFACTION increases productivity-

A satisfied worker is a productive employee is a popular view. If an employee is


satisfied with his job and the organization, it increases his efficiency, which gives rise
to more production

6. Helps the management-

EMPLOYEE SATISFACTION amongst employees helps the management also because


they find that the employees are ready to follow their requests and orders with
enthusiasm and respect.

7. Development of society-

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Satisfied workers also prove to be better individuals and citizens, thus making the
society a better place to live in.

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WAYS OF MEASURING EMPLOYEE
SATISFACTION

1. Rating Scales- The most common approach for measuring job sati faction is the
use of rating scales.

2. Job Description Index(JDI)- It is the most popular standardized scale developed


by Smith, Kendall and Hulin (1969).The JDI has separate scales for satisfaction
with pay, promotion, supervision, work and workers.

3. Interviews- Personal interviews are another method to mean EMPLOYEE


SATISFACTION. Employees are interviewed individually and their responses reveal
their satisfaction or dissatisfaction.

4. Action Tendencies- These represent the inclinations people have to avoid or


approach certain things By gathering about how they feel like acting with respectto
their jobs.

4. Use of Existing Information-This is a practical and timely method of determining


pining the EMPLOYEE SATISFACTION. There are a number of indicators already
available in the organization like data related to turnover, absenteeism,
performance, suggestions, accidents and grievances etc, their collection in the form
of reports will throw light on the degree of employee satisfaction or dissatisfaction.

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MEASURES TO INCREASE EMPLOYEE SATISFACTION

1. Right Job for Right Person- The very first suggestion to increase the EMPLOYEE
SATISFACTION among employees is that the allocation of the work among the
employees must be made on scientific basis so that right job is allocated to the
right.

2. Proper remuneration- The remuneration must be adequate and employees feel


that they are being duly rewarded for that the Job

3. Security of job- The job of employees must be secured so that they may feel stable
in their jobs.

4. Promotion opportunity- Promotion opportunities must be available to the


employees so that may contribute their best efforts to achieve the targets.

5. Proper working conditions- or king conditions must be proper so that employee


may feel any difficulty in discharging their duties properly. Work environment
should also be healthy)

6. Labour welfare schemes- Schemes for labour must be introduced like


accommodation facilities etc.

7. Democratic supervision-Supervision of the enterprise must be based on


democratic principles so that the workers do not feel that injustice is done to them.

8. Effective communication system- Communication system must be sound so that


the orders and fictions may be easily communicated to the employees and the
opinions, suggestions, feelings and problems of the employees may be
communicated to the management.

9. Freedom to work- Adequate freedom must be granted to the employees to do

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their work so that they may satisfy their ego.

10.Changing perception- Employees sometimes have misconception about many


aspects of the job. These misconceptions may be based on inadequate or incorrect
info under such circumstances. Management can change the Perception of
dissatisfaction employees and restore EMPLOYEE SATISFACTION.

11.Provide better facilities- Organization should try to provide better and better
facilities to the employees so that their satisfaction level continues to rise and does
not become stagnant.

12.Implement the schemes of workers participation- If possible the management


should adopt measures of workers participation in management's it increases their
morale, which in turn gives rise to higher EMPLOYEE SATISFACTION.

RESEARCH METHOLOGY

Research methodology is a way to systematically solve the research


problem. It may be understood Science of studying how research is done,
Scientifically in it we study the various steps that generally adopted by a
research in studying his research problem along with the logic behind them.
"Accuracy of the study depends on the systematic application of the method."

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The researcher has to decide the method to be used that helps him to get a
desired direction in a systematic way.

METHODS OF DATA COLLECTION

METHODS OF DATA COLLECTION

PRIMARY DATA SECONDARY DATA

PRIMARY DATA SOURCE


Through Interaction with employee.
Through questionnaires filed from employee.
SECONDARY DATA SOURCE
Through internet various official sites of the companies.
Through pamphlets and brochures of the companies.
Through Journals and magazines.
I have used all the primary and secondary sources which I have mentioned
above for collecting the data.
Sampling :- random sampling
Sample size :- 100 employee

DATA ANALYSIS AND INTERPRETATION


1.)What is your gender?

GENDER NO OF RESPONDENTS PERCENTAGE%

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MALE 40 40%

FEMALE 60 60%

TOTAL 100 100

INTERPRETATION

MAJORITY OF THE RESPONDENTS 60% ARE FEMALE AND 40% of THE


RESPONDENTS ARE MALE

2. )What is your age?

AGE NO OF RESPONDENTS PERCENTAGE %

18 - 29 11 11

30 39 16 16

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40 55 23 23

55+ YEARS 40 40

TOTAL 100 100

120

100

18 - 29
80
30 39

60 40 55

55+ YEARS
40
TOTAL

20

0
NO OF RESPONDENTS PERCENTAGE %

INTERPRETATION

MAJORITY OF THE RESPONDENTS 40% ARE IN THE 55+YEARS AGE GROUP


AND 23% ARE IN THE 40-55 YEARS AGE GROUP AND 16% ARE IN 30-39 YEARS AGE
GROUP AND 11% ARE IN THE 18-29 YEARS AGE GROUP

Q.3) To what extent are you satisfied with your job?

Very high High Average Low Not at all

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0% 35% 52% 13% 0%

0% 0%

13%
Very high
35% High
Average
Low
52% Not at all

INTERPRETATION:

The findings of the research study shows that; approximately half of the
respondents i.e. approx 52% of the employees of MPPKVVCL, Jabalpur, are quite
satisfied with their jobs. More than one- third of overall respondents say , they are
highly satisfied and the remaining percentage indicates low level of satisfaction.

Q.4) Indicate The extent of satisfaction regarding Salary ?

Very high High Average Low Not at all

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0% 9% 74% 17% 0%

0%
0%

17% 9%

Very high
High
Average
Low
74%
Not at all

INTERPRETATION.

'In study reveals that 3/4th of the total employees are quite satisfied with
the she provided to them. Roughly 115h of employees we came across,
seems to be dissatisfied with the salary.

5.) Indicate The extent of satisfaction regarding workload ?

Very high High Average Low Not at all

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26% 52% 22% 0
0%

0.6

0.5

0.4
Series2
0.3
52% Series1
0.2
26%
22%
0.1

0 0% 0%
Very high High Average Low Not at all

INTERPRETATION:

The workload seems to be quit high as half of the respondents 52% describe it
as high and approximately 114th of respondents i.e. 26% of employees; describe it as
very high. More of the respondents mention it to be low.

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6.) Indicate The extent of satisfaction regarding job security:

Very high High Average Low Not at

4% 35% 39 22% 0%

Very high
High
Average
Low
Not at

INTERPRETATION:

As per this dimension is concerned, 4 out of 10 respondents


describes it to be average. Roughly 1/3rd of the respondents i.e.
from 34%) seem to be highly satisfied Though 1/5th off the
respondent mentioned it as low, but still I regarded its job security is
found to be quiet high in case of government jobs.

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7.) Indicate The extent of satisfaction regarding flexibility of working hours ?

Very high High Average Low Not at all

9% 52% 26% 13%


0%

0%

13% 9%

Very high
High

26% Average
Low

52% Not at all

INTERPRETATION:

The employees of MPSEB has been found to be quiet satisfied with the
flexibility of working hours; as more than half of the total respondents
describe it as average. 1/4th of the respondents i.e. 26% have shown a low
level of satisfaction while a minimum portion (13%) has even mentioned that
they don't find the working bouts to be flexible at all.

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8.)Indicate The extent of satisfaction regarding chance of carrier advancement ?

Very high High Average Not at all


Low

0% 15% 30% 35%


0%

flee

15%
35% High
Average

30%
Not at all

INTERPRETATION :
Career advancement seems to be a dimension where that the respondents
have shown their dissatisfaction. Though 35% out of 50 respondents stated that
they are somewhat satisfied with it, an equal number of respondents said that
they don't find any chance of career advancement. Roughly equal number of
respondents (30%) has even mentioned a low level of satisfaction

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9.) Indicate The extent of satisfaction regarding service condition?

Excellent Good Fair Poor very Poor

4% 31% 52% 13% 0%

SERVICE CONDITIONS
0%
4%
13%
Excellent
31% Good
Fair
Poor
Wry Poor
52%

INTERPRETATION:
The extent of satisfaction regarding the working condition seems to
be fair enough as more than half of the respondents (52%) are quite
comfortable and very few number employees (13%) have shown their
dissatisfaction.

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10.) Are you aware of all the policies of MPPKVVCL?

Completely Partly Not at all

22% 78% 0%

0%

22%

Completely
Partly
Not at all

78%

INTERPRETATION:

Regarding the awareness of the policies of MPPKVVCL, around 8 out


of 10 respondents (78%) say; they are partly aware. About 2 out of 10
respondents (22%) seemed to be completely aware about all the policies.
But, some of the respondents (employees belonging to class I, class III)
seems to be unaware about the policies.
Lf

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If yes, indicate the extent of satisfaction regarding the following policies:-

Very High Low w Not at all


high Average

i.) Promotion / Transfer 0% 9% 57% 30%0 4%

ii.) Recruitment/Selection 0% 4% 44% 26% 26%

iii.)Training/Development 0% 18% 30% 30% 22%

iv.) Performance Appraisal 0% 22% 48% 26% 4%

v.) Incentive 0% 0% 1 7% 22% 61%

INTERPRETAION :

The policies seem to be quiet sat satisfactory but still a fair


number of respondents have still shown their dissatisfaction regarding
promotion / transfer, training and development and majority of
respondents have their dissatisfaction regarding incentives.

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11.) Are you planning to switch another job ?

Definitely Will think Not at all

9% 65% 26%

9%

26%

Definitely
Will think
Not at all

65%

INTERPRETATION:

A fair number of respondents (65%) said they will definitely


think about switching to another job. On the other hand,
approximately 1/4th of the respondents (26%) seemed to be
completely satisfied with their current job.

If yes, list the reasons in order of preference (from 1 to 7; 1 being the

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highest and 7 being the lowest)

S. No. Reasons Rank

a) Challenging Job 13%


b) Better Opportunity 19%
c) Higher Salary 19%
d) Urge to learn new things 15%

Higher designation
e)

0 More responsibilities 11%

g) Other Factors 8%

Rank
20%
15%
10%
5%
0%
Higher
Opportunity

responsibilit
Challenging

designation

Factors
Salary

learn new

Other
Urge to

things

Higher
Better

More
Job

ies

a) b) c) d) e) 0 g)

Rank

INTERPRETATION:
Better opportunity and higher salary seems to be the most
Common reasons opted by majority of respondents, followed by higher
designation and the urge to acquire new knowledge Least preference
has being given to other factors.

To what extent do you find the communication channel of MPSEB effective

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Particulars Very high ugh Avg. Low Not at all

Superiors 4% 61% 35% 0% 0%


Colleagues 9% 87% 4% 0% 0%

Subordinates 13% 61% 22% 4$%% 0%

Chart Title
100%
80%
60%
40%
20%
0%
0% 0% 4$%% Not at all
35% 4% 22% Not at all

61% 87% 61%


4% 9% 13%
Superiors Colleagues Subordinates

INTERPRETATION

The employees of MPSEB Jabalpur seem be highly satisfied with communication


channel of the organization. The research study reveals that whether it is with
superiors, colleagues or with the subordinates, the employees shows high level of
satisfaction. Around 6 out of 10 respondents (61%) seems to be satisfied in case of
communication with superiors and subordinates, where as about 9 out of 10
respondents (87%)are highly satisfied in case of communication with their peers.

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12.) To what extent is your suggestion taken into consideration into decision

making ?

Always Frequently Occasionally Rarely Never

0% 26% 26% 26% 22%

0%

22%
26%
Always
Frequently
Occasionally
Rarely
Never
26%
26%

INTERPRETATION:

The results obtained by the research study are contradictory as


around 1/4th (26%) of the total respondents, have stated that employee's
suggestions are taken frequently in decision making. While same number of
respondents have for occasionally and rarely. Almost equal number of
respondents (22%) has even described that their suggestions are never
taken into consideration while taking decisions.

MAJOR FINDINGS

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1. More than half of the respondents find their job quiet satisfactory.

2. The employees seem to be quiet comfortable with the


waking conditions provided to them.

3. The communication channel is strong enough to satisfy


the employees of MPSEB, Jabalpur

4. The salary is comparatively satisfactory and so majorities


of respondents are comfortable with it.

5. The awareness regarding the policies of MPSEB is also very high


as around and 80% respondent, agreed that they are partly
aware of all policies.

6. Since MPPKVVCL is a government based organization so job


security will be very hi Therefore_ the extent of satisfaction
regarding dimension is also very high.
7. The workload seems to be very high as mentioned seems to be very
high as mentioned by majority of the respondents. More than of the
total respondents have stated that they are over- burdened with
work.

RECOMMENDATIONS AND
SUGGESTIONS

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1. Performance of the employees has to be evaluated efficiently.
2. All the policies need to be revised at regular intervals.
3. To develop more enthusiasm and zeal amongst the employees, a new
promotion policy need to be designed, instead of giving merely
seniority-wise promotion skills, abilities and experience of the
employees should also be taken into consideration while promotion.
4. Performance related incentives and rewards should be giv
frequently. This may increase the morale of the employees, which
turn will increase their satisfaction level towards their job.
Proper training should be imparted to re-deployed employees
(engineers)
Boosting environment should be created for the employees to
perform better.
Rationalization of work should be done properly as some of
the employees are overloaded with work and find great
difficulty with excessive working hours.
The promotions should be time bound i.e., first three
promotions should be given at an interval of 5 years.
Computerization of all the departments should be done
properly so as to make the work easier and more systematic.
Political intervention should be minimized so as to let the
work go smoothly.

LIMITATIONS
Every study has flaws. There is always a need to mention the reasons for

43
non-response and bias.

The sample chosen may not be true representation of all the

Employees in the management cadre of the organization.

Employees may have given wrong answers fearing adverse

Consequences.

The attitude of the employees may not have been positive.

There may be bias involved on the part of the employee.

There were no incentives to get proper response from the Employees.

The evaluation and interpretation of the answers to the give

Questionnaire may have own personal bias.

BENEFITS OF EMPLOYEE SATISFACTION SURVEY

The most important benefit of EMPLOYEE SATISFACTION survey is that they give
management an indication of general level of satisfaction in a company.

Improved communication is another benefit of the surveys.


Communication flows in all direction as people plan the survey,

44
talk and discuss its results.

An unexpected benefit from EMPLOYEE SATISFACTION survey is improved


attitudes. The survey is a tangible expression of management's interest in
employee welfare, which gives employees a reason to feel better towards
management.

The EMPLOYEE SATISFACTION survey can help to discover the causes of indirect
productivity problems, such as absenteeism, turnover and poor quality of work.

Another benefit of satisfaction survey is that they help management in assessing


training needs. Since employees experience supervisory acts, their perceptions
may provide useful data about the training of their supervisors.

A EMPLOYEE SATISFACTION survey is an indicator of the effectiveness of


organizational reward systems. There is a positive relationship between
performance and satisfaction_ EMPLOYEE SATISFACTION survey can provide
clues as to the effectiveness of the organizational reward system.
One of the best uses of EMPLOYEE SATISFACTION surveys is in the evaluation of
the impact of organizational changes on employee attitudes.

Often, both management and union argues about what employee want, but
neither really knows. The EMPLOYEE SATISFACTION surveys is one way to find
out what exactly employees want. It is for this reason that union and
management both support these surveys.

45
CONCLUSIONS

On conducting my survey on "Study of EMPLOYEE SATISFACTION


Among Employee's of MPSEB, I found it to be very interesting and
challenging. The topic of the project is vast in itself, although I have tried
my level best to cover almost all the important dimensions, which affects
employee's satisfaction.

Based on the analysis of the data collected, the conclusions drawn are:

I found that the employee management relationship in


organization is excellent Employees are quite satisfied with the bonus
they receive extent even satisfied with the leave facilities they get.

Employees are happy because they got a lot of autonomy to do their


work and they are working as per their qualification and skills, in fact there

46
are many people who are not very well qualified then too they are working
similarly as a well qualified intellectual works.

Employees get adequate and enough information available which


enables them to perform their job well.
They are satisfied with the priorities and the direction within their
department.
Organization does, well with the policies and procedure that made
sense to the employees.
But there are number of areas which need a lot of attention. The most
important area that requires attention is the reward system (motivational
plans) and performance appraisal system.

Except a few dimensions, all other dimensions like salary,


security, working conditions, communication channel
supervision etc. are provided to the employees in the best
possible manner.
The dimensions, which need more attention, pre workload,
flexibility of work hours, chances of career advancement and
policies, especially policies regarding promotions, training and
development and incentives.
Rate of absenteeism and employee turnover is also very low,
which again indicates a high level of satisfaction among the
employees regarding their job.

In the end I would like to say that `Changes' are necessity of life but
they cannot be made in a day. In order to survive and grow in today's world
Organization requires a constant `change process' to be effectively
managed by the management through employee involvement.

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BIBLIOGRAPHY
ORGANISATION BEHAVIOR STEPHEN.P.ROBBINS

ORGANISATIONAL BEHAVIOR: M.N.MISHRA RESEARCH

METHODOLOGY: C.R.KHOTHARI

PERSONAL MANAGEMENT: EDWIN.B.FLIPPO

INDUSTRIAL PSYCOLOGY: BLUM & NAYLOR

HUMAN RESOURCE MANAGEMENT: T.N.CHHABRA

WWW.MPSEB.COM

48
ANNEXURE
This questionnaire is prepared for collecting the information of your
organization of your organization for project work only. Please give your
honest opinion for each question
NAME - _________________________________
DESIGNATION - _________________________________
DATE - _________________________________

1.)What is your gender ?


Male :-
Female:-

2.) What is your age?


18 -29
30-39
40-55
55+years

Q.3) To what extent are you satisfied with your job?

Very High High Average Low Not at all

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Q.4) Indicate The extent of satisfaction regarding Salary ?

Very High High Average Low Not at all

5.) Indicate The extent of satisfaction regarding workload ?

Very High High Average Low Not at all

6.) Indicate The extent of satisfaction regarding job security?

Very High High Average Low Not at all

7.) Indicate The extent of satisfaction regarding flexibility of working hours ?

Very High High Average Low Not at all

50
8.) Indicate The extent of satisfaction regarding chance of carrier advancement ?

Very High High Average Low Not at all

9.) Indicate The extent of satisfaction regarding service condition?

Very High High Average Low Not at all

10.) Are you aware of all the policies of MPPKVVCL?


Completely Partly Not at all

11.) Are you planning to switch another job ?


Definitely Will Not at
Think all

If yes,list the reasons in order of preference (from I to 7; 1 being the


highest and 7 being the lowest)

S.N Reasons Rank


a) Challenging Job
b)
o Better Opportunity
c) Higher Salary
d) Urge to learn new
e) Higher designation
f) More
thingsresponsibilities

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g) Other \factors

12.) To what extent is your suggestion taken into consideration into decision

making ?

Always Frequently Occasionally Rarely Never

52