Professional Documents
Culture Documents
This MBA training project of human resource will facilitate and enables the management to
know the perceptions and inner feelings regarding the job they are performing on day-to-day
basis. The term employee job satisfaction reveals and focuses on the likes and dislikes of the
employees of big bazaar. In this particular study the researchers tries to identify the causes for
satisfaction and dissatisfaction among the employees. So this is the most effective and
selective instrument for diagnosing and peeping into the employee’s problems
INTRODUCTION:
Human resource management is also a management function concerned with hiring,
motivating, and maintaining people in organization. It focuses on people in organizations.
The primary objective of HRM is to ensure the availability of a competent and willing work
force to organization.HRM objectives are four social, organizational, functional and personal.
HRM is management function that helps managers recruit, select, train and develop
members for an organization.
HRM functions are not confined to business establishments only. They are applicable
to non business organizations, too, such as education, health care, recreation, and the like.
Employee job Satisfaction is a prerequisite for the customer satisfaction. Enhanced
employee satisfaction leads to higher level of employee retention. A stable and committed
workforce ensures successful knowledge transfer, sharing, and creation for continuous
improvement, innovation, and knowledge-based total customer satisfaction.
When companies are committed with providing high quality products and services;
when companies set high work standards for their employees; and when employees are
empowered through training and development, provided with knowledge and information,
permitted to make mistakes without punishment, and trusted; they will experience an increase
in their level of satisfaction at work. This level of satisfaction can be enhanced further if
teamwork and visionary leadership are introduced.
Every employee is the asset of the organization. Success of any organization depends
upon how well each employee in the organization perform. Only a satisfied employee can
contribute more towards the organization for satisfying the organizational as well as his/her
personal goal. One of the main factors that determine the satisfaction of any employee is the
quality of work life inside the organization.
In the present conditions people perform better when they are allowed to participate
in managing their work and make decisions. Quality of work life motivates people by
satisfying not only their economic needs but also their social and psychological needs. To
satisfy the new generation workforce, the organization need to more concentrate on quality of
work life. The organization is successful only when they provide proper facilities to
balancing employee’s work life with the personal life. Organizations are enjoying quality of
work life programs in the form of increased productivity, and an efficient, satisfied
employee’s to achieve their goals and objectives. High quality people are needed to take on
the job towards prosperity and wellbeing.
Objectives of the study:
To study of employee job satisfaction in big bazaar will be carried out with the following
objectives.
To study the relationship between the personal factors of the employee (Gender,
Designation, Qualification, Age, and Years of Service in a company) with
satisfaction level.
To derive and analyze the current satisfaction level of the employees in the
company
Scope of the study is to carry out the study of the employee satisfaction at company
and assess the employee satisfaction level in present competitive environment of Industry to
help knowing and reading of the minds of the current generation professionals regarding their
Company Culture, Compensation, Work atmosphere, Management support, Job satisfaction,
performance appraisal and Career growth opportunities. This study refers employee
satisfaction of Employees at BIG BAZAAR. Employees are the basis of every organization.
Recruiting and retaining knowledgeable people for the job is essential for an employer. But it
works only if employee satisfaction is considered more important because of it employees
attracted and not leave the company. It is require studying the various factors to assess
employee satisfaction level.
NEED FOR THE STUDY ON EMPLOYEE JOB SATISFACTION
1. To study “employee job satisfaction” which helps the company to maintain standards
& increase productivity by motivating the employees.
2. To study how much the employees are capable & interest at work place.
3. "Human resource" is the most important resources for any organization, so to study on
employees job satisfaction helps to know the working conditions & what are the
things that affect them not to work properly. So to study on employee satisfaction is
necessary.
4. The employee satisfaction is the orientation of the industry towards his work role,
which he is presently playing. The organization will only thrive and survive when its
employees are satisfied.
5. This makes person says completely that he is fully satisfied with the job. This study
conducted so that the employees give their full, honest and frank opinion by
remaining anonymous about how they feel about their jobs.
6. The survey is also useful way to assess the training needs and also a tangible
expression of the management’s interest in the employee welfare, which would give
the employee a cause to have and feel better towards the management.
RESEARCH DESIGN AND METHODOLOGY:
In this chapter need, objectives and research design and methodology followed during
the study are in detail.
RESEARCH METHODOLOGY:
The methodology that is adopted for the study is such that it facilitates the data
accumulation. The information is gathered through survey method. The survey method
has been adopted for collecting the data from employees.
RESEARCH DESIGN:
Research design is defined as the specification of methods and procedures for
acquiring the information needed. Generally the research design is any of the
following three types-
DESCRIPTIVE
EXPLORATORY
CASUAL
DESCRIPTIVE STUDY:
Descriptive study/research is marked by the prior formulations and specific research
questions. The investigator already knows a substantial amount about the research
problem before the project is initiated. Hence this is chosen for my research.
EXPLORATORY STUDY:
The major purpose of exploratory study is the identification of problem, the more
precision formulation of problem and the formulation of new alternative courses of
action.
CASUAL STUDY:
The study involves the determination of the causes of what the researchers are
predicting. This is mainly a cause and effect study.
The research design selected by the researcher in the present study is
“DESCRIPTIVE” in nature.
RESEARCH INSTRUMENT:
HR research has a one main research instruments in collecting primary data. That is
questionnaires.
To create good image, respondents may give responses vary from the facts.
Some respondents hesitated to give the actual situation; they feared that
management would take any action against them.
I was able to cover only those employees who were currently working in the
company.
COMPANY PROFILE
INTRODUCTION OF COMPANY PROFILE
Pantaloon Retail was recently awarded the International Retailer of the Year 2007 by
the US-based National Retail Federation (NRF) and the Emerging Market Retailer of the Year
2007 at the World Retail Congress held in Barcelona.
Pantaloon Retail is the flagship company of Future Group, a business group catering to the
entire Indian consumption space.
Future Group
Future Group, led by its founder and Group CEO, Mr. Kishore Biyani, is one of
India’s leading business houses with multiple businesses spanning across the consumption
space. While retail forms the core business activity of Future Group, group subsidiaries are
present in consumer finance, capital, insurance and entertainment, brand development,
retail real estate development, retail media and logistics.
Led by its flagship enterprise, Pantaloon Retail, the group operates over 12 million
square feet of retail space in 71 cities and towns and 65 rural locations across India.
Headquartered in Mumbai (Bombay), Pantaloon Retail employs around 30,000 people and
is listed on the Indian stock exchanges. The company follows a multi-format retail strategy
that captures almost the entire consumption basket of Indian customers. In the lifestyle
segment, the group operates Pantaloons, a fashion retail chain and Central, a chain of
seamless malls. In the value segment, its marquee brand, Big Bazaar is a hypermarket
format that combines the look, touch and feel of Indian bazaars with the choice and
convenience of modern retail.
In 2008, Big Bazaar opened its 100th store, marking the fastest ever organic
expansion of a hypermarket. The first set of Big Bazaar stores opened in 2001 in Kolkata,
Hyderabad and Bangalore.
The group’s specialty retail formats include, books and music chain, Depot, sportswear
retailer, Planet Sports, electronics retailer, Ezone, home improvement chain, Home Town
and rural retail chain Aadhar, among others. It also operates popular shopping portal,
futurebazaar.com.
Future Capital Holdings, the group’s financial arm provides investment advisory to assets
worth over $1 billion that are being invested in consumer brands and companies, real
estate, hotels and logistics. It also operates a consumer finance arm with branches in 150
locations.
Other group companies include, Future Generali, the group’s insurance venture in
partnership with Italy’s Generali Group, Future Brands, a brand development and IPR
company, Future Logistics, providing logistics and distribution solutions to group
companies and business partners and Future Media, a retail media initiative.
The group’s presence in Leisure & Entertainment segment is led through, Mumbai-
based listed company Galaxy Entertainment Limited. Galaxy leading leisure chains,
Sports Bar and Bowling Co. and family entertainment centers, F123. Through its partner
company, Blue Foods the group operates around 100 restaurants and food courts through
brands like Bombay Blues, Spaghetti Kitchen, Noodle Bar, The Spoon, Copper Chimney
and Gelato.
Future Group’s joint venture partners include, US-based stationery products retailer,
Staples and Middle East-based Axiom Communications.
The group’s flagship company, Pantaloon Retail was awarded the International Retailer of
the Year 2007, by the US-based National Retail Federation, the largest retail trade
association and the Emerging Market Retailer of the Year 2007 at the World Retail
Congress in Barcelona.
We, in Future Group, will not wait for the Future to unfold itself but create future
scenarios in the consumer space and facilitate consumption because consumption is
development. Thereby, we will effect socio-economic development for our customers,
employees, shareholders, associates and partners.
Our customers will not just get what they need, but also get them where, how and
when they need.
We will not just post satisfactory results, we will write success stories.
We will not just operate efficiently in the Indian economy, we will evolve it.
We will not just spot trends; we will set trends by marrying our understanding of the
Indian consumer to their needs of tomorrow.
It is this understanding that has helped us succeed. And it is this that will help us succeed
in the Future. We shall keep relearning. And in this process, do just one thing.
We shall ensure that our positive attitude, sincerity, humility and united determination
shall be the driving force to make us successful.
Core Values:
Respect & Humility: to respect every individual and be humble in our conduct.
Awards:
Images Fashion Forum 2009:
Creation - Central
Indian Retail Forum at a glittering ceremony organized in Mumbai. Mr. Kishore Biyani also
India Retail Forum (IRF) is a platform for intellectual insights and information
exchange for the retail business in the Indian subcontinent. The forum presents the business
of retail in the region to a global audience, with the express aim of facilitating understanding
Big Bazaar, the value format of Future Group bagged the Best Retailer of the Year
(Hyper market).
Food Bazaar bagged the INDIASTAR Award for Best Packaging Innovation in India, for
INDIASTAR Award is a biennial event which aims to promote and encourage excellence
in packaging design, innovation and technology. The contest was established in 1972 and is
considered as the most popular and premier event for India’s packaging fraternity. This year
there were around 357 entries and the participants had to submit a sample of their designs for
selection. With this award, Pantaloon Retail (India) Limited becomes the first Indian Retailer
Retail Asia Publishing Pte, the institutor of these awards, aims to set a platform that
appraise, raises and recognizes the development and growth of retailing throughout the Asia
Pacific region.
Most Admired Food & Grocery Retail Visionary of the Year: Kishore Biyani.
Most Admired Food & Grocery Retailer of the Year – Supermarkets: Food Bazaar.
Most Admired Food & Grocery Retailer of the Year - Hypermarkets: Big Bazaar.
Most Admired Retailer of the Year - Dynamic Growth in Network Expansion across
Most Admired Food & Grocery Retailer of the Year - Consumer's Choice: Big Bazaar.
The Coca-Cola Golden Spoon Awards 2008, were given away for the first time as a
culmination of the ‘Food Forum India 2008’ - a two day convention which saw the
participation of leading brands, retailers & retail support organizations from across the
globe. The awards were presented to honour enterprise, innovation and achievement
Future Ventures:
business ventures in India. The company intends to play a role in powering entrepreneurship,
determined primarily by the growing purchasing power of Indian consumers and their
influence, and can add value as active shareholders, by utilizing the experience and
knowledge of the Future Group, and specifically its parent, Pantaloon Retail
Pantaloon's Kishore Biyani has become India's largest retailer, but still has several
aces up his John Miller shirtsleeves.
In India's chaotic markets, Kishore Biyani is the unchallenged king of retail. He has
the knack of catching rivals off-guard and striking where it hurts most.
And now that he's set himself the task of retaining control of the largest retail space in
the country, he won't let anyone - suppliers or international promoters included - catch him
slacking.
The latest to face the wrath of the 43-year-old is South African hypermarket Shoprite,
which opened shop in Mumbai [ Images ] last month through a franchise agreement with
local company Normal Lifestyle.
The hypermarket began retailing products from big boys Nestle [ Get Quote ],
Unilever and Procter & Gamble at consumer discounts of 20-30 per cent, lower than even
Biyani's purchase prices in his Big Bazaar and Food Bazaar stores.
Instead of chewing his nails, Biyani turned confrontationist, asking why the
multinationals were offering Shoprite better prices, even withdrawing Nestle products from
his stores when the company did not respond.
Two days later the Nestle products were back, but not before the company had
clarified its stance. Says Biyani, "Shoprite is involved in predatory pricing. There are rules
against this in every part of the world."
But as a result of his tough stance, the three MNCs have asked Shoprite to roll back
the offers or face withdrawal of supplies, he says.
And he was proved right when the Kolkata Pantaloon store became a raging success
and Biyani stepped on to the turf as a super retailer.
Other professionals have wondered where Biyani picked up the tricks of the retailing
trade. Some he learned from his own mistakes, he admits. Others he picked up from the big
boys of international retail.
"I read every book on Sam Walton, Macy's, Marks & Spencer and management gurus
like Tom Peters whose book 'Reimagine' impressed me." Even now he reads a management
book every fortnight - Stephen Covey, Robert Kaplan or James Collins.
But unusual as it might seem, he also made it a point to stay away from these stores.
The reason: "By going to a Wal-Mart or a Macy's, you could get overwhelmed into thinking
that was the best model and stop learning," he says.
Gopikishan Biyani is a commerce graduate and has more than twenty years of
experience in the textile business.
Rakesh Biyani is a commerce graduate and has been actively involved in category
management; retail stores operations, IT and exports. He has been instrumental in the
implementation of the various new retail formats.
Major Milestones
1987 Company incorporated as Manz Wear Private Limited. Launch of Pantaloons
trouser, India’s first formal trouser brand.
1992 Initial public offer (IPO) was made in the month of May.
1994 The Pantaloon Shoppe – exclusive menswear store in franchisee format launched
across the nation. The company starts the distribution of branded garments
through multi-brand retail outlets across the nation.
1997 Company enters modern retail with the launch of the first 8000 square feet store,
Pantaloons in Kolkata.
2001 Three Big Bazaar stores launched within a span of 22 days in Kolkata,
Bangalore and Hyderabad.
2005 Group moves beyond retail, acquires stakes in Galaxy Entertainment, Indus
League Clothing and Planet Retail.
Sets up India’s first real estate investment fund Kshitij to build a chain of
shopping malls.
2006 Future Capital Holdings, the company’s financial is formed to manage over $1.5
billion in real estate, private equity and retail infrastructure funds. Plans forays
into retailing of consumer finance products.
Future Group enters into joint venture agreements to launch insurance products
with Italian insurance major, Generali.
Specialized companies in retail media, logistics, IPR and brand development and
retail-led technology services become operational.
Pantaloon Retail wins the International Retailer of the Year at US-based National
Retail Federation convention in New York and Emerging Retailer of the Year
award at the World Retail Congress held in Barcelona.
2008 Future Capital Holdings becomes the second group company to make a
successful Initial Public Offering in the Indian capital markets.
Big Bazaar crosses the 100-store mark, marking one of the fastest ever
expansion of a hypermarket format anywhere in the world.
Future Group acquires rural retail chain, Aadhar present in 65 rural locations.
STORE STRUCTURE
STORE
MANAGER
ASSISTANT
STORE
MANAGER
DEPARTMENT
MANAGER
ASSISTANT
DEPT
MANAGER
TEAM
MEMBERS
INDUSTRY PROFILE
Retailing
Retailing is the transaction between the seller and consumer for personal
purchase, government purchase and other wholesale purchase. A retailer stocks the
goods from the manufacturer and then sells the same to the end user for a marginal
profit.
Introduction
Retailing involves all activities incidental to selling to ultimate consumer for
their personnel family and household use. It does this by organizing their availability
merchandise or services to the end users. Retailer is a must and cannot be eliminated.
more payers are Vying for the same set of customers. The major retail players are
The new entrant in retailing in India signifies the beginning of retail revolution. India's
Kearney, The Windows of Opportunity shows that Retailing in India was at opening
stage in 1995 and now it is in peaking stage in 2006. India's retail market is expected
to grow tremendously in next few years. India shows US$330 billion retail market that
is expected to grow 10% a year, with modern retailing just beginning. India ranks first
in 2005. In fact, in 2005 and 2006, India is the most compelling opportunity for
retailers, because now India is in peaking stage. This window of opportunity is useful
for executives who plan their market-specific strategies; the four stages or the
A. Introduction:
Strategy suggested: A rapid penetration strategy is suggested at this Stage i.e. low
B. Growth:
The strategy of adopting quality and styled products with new models and shift of
advertisement says surf excel is cheaper than the market price. The idea behind
C . Maturity:
Enter new market segments that is either enter new geographic areas e.g. ;vishal
megha mart has opened stores in smaller cities tier II and III cities
Decline:
The window of opportunity is closing fast and modern retail share is reaching 40 to 60
percent. Though the opportunity is closing the existing retailers can enter with new
and apparel.
Window of opportunity ends for about 5 to 10years before a market enters the
closing phase and reaches saturation level. India for example, was in the opening stage
in 1995 and entered peaking stage in the year 2003 and reached number 1 rank
in2005.
* The top 3 modern retailers control over 750,000 sq. ft. of retail space
• Advent of dual income families also helps in the growth of retail Sector.
• Shift in consumer demand to foreign brands like McDonalds, Sony, Panasonic, etc.
• The Internet revolution is making the Indian consumer more Accessible to the
growing influences of domestic and foreign retail Chains. Reach of satellite T.V.
channels is helping in creating awareness about global products for local markets.
• About 47% of India's population is under the age of 20; and this will increase to
55% by 2015. This young population, which is Technology- savvy, watch more than
50 TV satellite channels, and display the highest propensity to spend, will immensely
Scope in retailing
Retail is clearly the sector that is poised to show the highest growth in the next five
years. The sector is set for a revolution, as both the present players and new entrants
are gearing up to explore the market. This sector contributes 10% of India's GDP and
expected to grow to 25-30% by the year 2010. There are about 300 new malls, 1500
Many players are coming up with huge investments, due to which the present 12
million mom-and-pop shops and kirana stores fear losing their business. Most
predictions say that the sector might reach to US$ 400-600 billion by the year 2010.
Global retail giants such as Wal-Mart, Tesco, Germany's Metro AG and many
others are ready to enter the retail markets. The rising demand of branded products and
increase in purchasing power has lured these companies to enter the market.
Bazaar, Globus Stores Pvt. Ltd., Liberty shoes Ltd., Music World Entertainment Ltd.,
Pantaloon Retail India Ltd., Shoppers Stop, Subhiksha, Titan Industries, Trent and the
new entrants penetrating the market soon will include Reliance Retail Ltd, Wal-Mart
Stores etc
India's retail industry is the second largest sector, after agriculture, which provides
(ASSOCHAM), the retail sector wills Create 50,000 jobs in next few years. Retail
growth and loyalty Plans for existing employees. Top players like Pantaloon Retail
India Limited, Trent, Shopper's Stop, RPG Group and ebony are virtually on their
toes.
Consider the plans of largest player, The Pantaloon Retail India Ltd, The company
has developed a comprehensive strategy, where in it Expects that in 2years, it will not
recruit any new managers from outside. Trent has also started in-house learning
programs and now goes to under graduate colleges to recruit students. Since, the job
market is hugely receptive to this with more and more business schools focusing on
In India the Retailing industry has a long way to go, and to become a truly flourishing
* The first challenge facing the organized retail sector is the competition from
unorganized sector.
* Organized retail sector has to pay huge taxes, which is negligible for small retail
business.
Retail marketing plans, sales promotion ideas, branding and advertising resources
for retailers. Learn how to use loss leaders, media buys and sales events to the benefit
of your retail store. Select a newspaper to advertise in, create an effective ad and
Learn how to properly buy advertising, where to advertise your business and what
forms of advertising work best for the retail store. Affordable ways to advertise in
newspapers, use direct mail, billboards, television, radio, and the Internet
b. Merchandising
resources to learn how to create an attractive display, get tips for product placement
products to sell in your store, and better understand the private labeling concept with
these resources.
Learn more about the effective use of retail signage, the benefits of digital signage
and other promotional signs. This category covers neon signs, billboards, digital
Writing and sending a press release is an excellent way to get the word out about your
retail store. Here are paid and free press release services, press release best practices
Retail Strategy
supply chain management, retail technology, multi-channel retailing and store roll-out,
operating efficiencies, resulting in quick wins as well as long term financial benefit.
How can we make our retail proposition more appealing and Competitive
How can we manage our product range and stock most effectively to drive
How do we optimize our store portfolio and store roll out Programmer
Which supply chain improvements will drive sales and/or free working capital?
How do we improve our management o f store operations to save costs and drive
sales?
Future Group, led by its founder and Group CEO, Mr. Kishore Biyani, is one of
India’s leading business houses with multiple businesses spanning across the consumption
space. While retail forms the core business activity of Future Group, group subsidiaries
are present in consumer finance, capital, insurance, leisure and entertainment, brand
development, retail real estate development, retail media and logistics Led by its flagship
enterprise, Pantaloon Retail, the group operates over 12 million square feet of retail space
and is listed on the Indian stock exchanges. The company follows a multi-format retail
strategy that captures almost the entire consumption basket of Indian customers. In the
lifestyle segment, the group operates Pantaloons, a fashion retail chain and Central, a
chain of seamless malls. In the value segment, its marquee brand, Big Bazaar is a
hypermarket format that combines the look, touch and feel of Indian bazaars with the
The Future Group has built a strong portfolio of some of the fastest Growing
company that was set up to create and build powerful brands that address the aspirations
Some of the key brands in this portfolio include, John Miller, Lombard, Bare,
DJ&C, Buffalo and RIG in the fashion and apparel space. Dream line, present in the
home segment, offers a wide range of products in kitchenware, bed & bath linen, and
Home Décor categories. In the food and home care segment brands include Tasty Treat,
Premium Harvest, Fresh & Pure, Care Mate and Clean Mate. In consumer durables
and electronics space, the group’s brands include Koryo and Sensei. Indianness:
confidence in ourselves
Respect & Humility: to respect every individual and be humble in our country
family. Where Big Bazaar scores over other stores is its value for money
The Big Bazaar is one such department store to have set up shop across the
country. Since its first outlet opened in Kolkata in late 2001, the Big Bazaar has
These multi-level shopping meccas stock everything from food to fridges, and
cookware to clothes. However, the Big Bazaar isn't your ordinary department store.
Big Bazaar With a slogan of "Is se sasta aur accha kahin nahi!" ("Nowhere
cheaper or better than this!"), the Big Bazaar targets itself directly at the average
Indian's love of following the crowd and scrambling for a good discount.
Pantaloon Retail (India) Limited, is India’s leading retailer that operates multiple retail
formats in both the value and lifestyle segment of the Indian consumer market.
feet of retail space, has over 1000 stores across 71 cities in India and
employsover30,00people.
Big Bazaar, a uniquely Indian hypermarket chain, Food Bazaar, a supermarket chain,
blends the look, touch and feel of Indian bazaars with aspects of modern retail like
choice, convenience and quality and Central, a chain of seamless destination malls.
Some of its other formats include Brand Factory, Blue Sky, all, Top 10 and Star and
Pantaloon Retail was recently awarded the International Retailer of the Year 2007
by the US-based National Retail Federation (NRF) and the Emerging Market Retailer
Target Audience
Big Bazaar targets higher and upper middle class customers, the large and growing
targets working women and home makers who are the primary decision makers.
Product mix
Denims& t-shirts Fabrics& cut pieces Formal wear Casual wear Party wear Ethnic
wear Accessories Under garments Night wear Dress material Saris Staples Ready to
eat Ready to cook International food Spices Imported bazaar Tea& coffee Fruits
Vegetables Imported fruits Dairy products Soft drinks Packaged juices Milk item
Frozen foods Ice creams Shampoos Detergents Soaps Liquid wash creams deodorants
Pricing
Place-store locations
early phase before the real estate value booms, and located at high traffic areas.
Promotion
Shakti card
Weekend discounts
E-tailing
Internet as place has put them in a profitable position because there is minimal
Kishore Biyani is the Managing Director of Pantaloon Retail (India) Limited and the
Mr.GopikishanBiyani,Wholetime Director
Gopikishan Biyani, is a commerce graduate and has more than twenty years of experience in
Rakesh Biyani, is a commerce graduate and has been actively involved in category
management; retail stores operations, IT and exports. He has been instrumental in the
Vijay Biyani has more than twenty years of experience in manufacturing, textiles and
retail industry and has been actively involved in the financial, audit and corporate
(CAIIB). His banking career spans over 31 years and he has served senior
AWARDS
2009
Most Preferred Multi Brand Food & Beverage Chain - Big Bazaar
2008
Future Group was awarded the Most Admired Retail Company of the year by
the Indian Retail Forum at a glittering ceremony organized in Mumbai. Mr. Kishore
India Retail Forum (IRF) is a platform for intellectual insights and information
The forum presents the business of retail in the region to a global audience, with
Big Bazaar, the value format of Future Group bagged the Best Retailer Of The
Year Hypermarket
Food Bazaar bagged the INDIASTAR Award for Best Packaging Innovation in
India, for its private label brand Fresh And Pure Chakki Atta.
established in 1972 and is considered as the most popular and premier event for
India’s packaging fraternity. This year there were around 357 entries and the
With this award, Pantaloon Retail (India) Limited becomes the first Indian
Retail Asia Publishing Pte, the institutor of these awards, aims to set a platform that
appraise raises and recognizes the development and growth of retailing throughout the
Job satisfaction is one of the most crucial but controversial issues in industrial
psychology and behavioral management in organization. It ultimately decides the
development of organizational climate or environment.
•Increase productivity.
• Improve teamwork.
• Employee believes that the organization will be satisfying in the long run
• They will care about the quality of their work.
• Benefits
• working methods
• Working environment
• HR manager also discuss with other manager about content, method assessed. Then
the draft must be sent to director for approval.
•Methods of appraisal also indicate clearly. You also use employee satisfaction survey
software for appraisal.
• Move the survey to department heads. Each employee will be received 01 form
attached
With an envelope
• When employees complete the assessment, they must be closed envelope by pasting
on it, send to the department head.
• Based on the opinions of staff, Director of the company will assign people to enter
and analyze data.
For some department, you should increase appraisal frequency for them because of
lack of management skills or unsuitable personalities.
The feedback of the staff are their comments, attitudes about problems that will
occur or has occurred.
The feedback can conduct independent or attached to the assessment of the work
monthly.
Work itself
• Job rotation
• Job enlargement: knowledge enlargement, task enlargement.
• Job enrichment
Policies of compensation and benefits are most important part of organization. But
you should build your policies at “suitability” not “the best”.
Appraisal program:
You should build the proper evaluation and fair and encourage employees perform
work.
. Many organizations just do appraisal of employee satisfaction but not pay attention to role
of monitoring. Build solutions to improve satisfaction. Training all level of management
about the importance of satisfaction and methods to increase satisfaction.
1. Survivalists need the money to survive. Tip to employers their motivation is increased
income.
2. Contributors do not need the money. They work for the satisfaction of contributing to the greater good.
They would probably continue working even if the company could no longer pay them. Their primary
motivation is to make a difference pay them. Their primary motivation is to make a difference.
3. “Fundamentalists work because it is fun. Green is a firm believer in making work fun.
Ask any of her long time employees — some who have been working with her from the time
she started the business 17 years ago. One employee said, “Work is fun.” They truly enjoy
what they do. This employee may be seen skipping around the office and helping others see
the positive side of work. They are motivated by knowing they are a cog in the fun wheel.
Successful business people recognize the varying degrees of motivation. They have learned to
help people reach the upper tier of “fundamentalist. Jensen, who has won numerous business
awards including the prestigious Haworth President’s Circle Award for Quality, said that she
develops a strong reputation and connection with employees which helps her recruit the best
and brightest. And in turn they tell others about the great organization that they work for. It is
good advertising to have happy, committed employees who know they are a valued team
member.
Improved employee satisfaction reduces the cost of staff turnover, builds brand
loyalty with staff and positions the company as an employer of choice that attracts talented
people to the organization.
“Measuring employee satisfaction can yield far more than a measure of morale. The
initiative provides a catalyst for change”.
Mesmer offered managers the following five tips for building better relationships
with their staff:
2. Empower them. Show trust in your team by giving them the authority to make decisions.
Be available when needed, but allow your staff flexibility in how they accomplish
business objectives.
3. Stand up for employees. Support your staff when they encounter roadblocks. If someone
on your team makes a mistake, avoid rushing to judgment. Instead, help the person learn
from the situation and take steps to ensure it doesn't happen again.
4. Recognize achievements. Praise employees for their accomplishments and reinforce the
behaviors you would like others to emulate. Low-cost rewards such as an occasional free
lunch or movie passes can be highly motivational.
MENTALLY CHALLENGING WORK Employees tend to prefer jobs that give them
opportunities to use their skills and abilities and offer a variety of tasks, freedom, and
feedback on
How well they are doing. These characteristics make work mentally challenging.
EQUITABLE REWARDS Employees want pay systems and promotion policies that they
perceive as being just, unambiguous, and in line with their expectations. When pay is seen
as fair based on job demands, individual skill level, and community pay standards,
satisfaction is likely to result.
SUPPORTIVE WORKING CONDITIONS Employees are concerned with their work
environment for both personal comfort and facilitating doing a good job. Studies
demonstrate that employees prefer physical surroundings that are not dangerous or
uncomfortable. Additionally, most employees prefer working relatively close to home, in
clean and relatively modern facilities, and With adequate tools and equipment.
SUPPORTIVE COLLEAGUES People get more out of work than merely money or
tangible achievements. For most employees, work also fills the need for social interaction.
Not surprisingly, therefore, having friendly and supportive co-workers leads to increased
job satisfaction. The behavior of one's boss also is a major determinant of satisfaction.
Studies generally find that employee satisfaction is increased when the immediate
supervisor understands and friendly, offers praise for good performance, listens to
employees' opinions, and shows a personal interest in them.
Employee job satisfaction and productivity:
Historically, the concept of human relations assumed that high job satisfaction led to
high productivity, but later research indicated that this was an incorrect assumption satisfied
workers turned out to be either high producers, or low producers or only average producers.
The question has been often raised whether job satisfaction leads to performance or
performance leads to job satisfaction. LAWHER and PORTER have developed a model that
Rewards: Perception of
Intrinsic Equity in
Performance Extrinsic Satisfaction
The rewards
the result.
As the “Myth or Science” box concludes, happy workers are not necessarily productive
workers. At the individual level, the evidence suggests the reverse to be more accurate that
So while we might not be able to say that a happy worker is more productive, it might
the correlation is moderate usually less than +0.40 while it certainly makes sense that
dissatisfied employees are more likely to miss work, other factors have an impact on the
relationship and reduce the correlation coefficient.These findings are exactly what we would
Satisfaction is also negatively related to turnover, but the correlation is stronger than
what we found for absenteeism. Yet, again, other factors such as labor market conditions,
expectation about alternative job opportunities, and length of tenure with the organization are
Therefore, job satisfaction is more important in influencing poor performers to stay than
superior performers. Regardless of level of satisfaction, the latter are more likely to remain
with the organization because the receipt of recognition, praise and other rewards gives them
High
In practical situations, it is entirely possible to have high productivity with low satisfaction
but if highly doubtful that extremes of the condition can be maintained in the long run.
environment for the work group which ultimately determines the attitudes, job satisfaction
and motivation of the individual and the group. Interpersonal relationships have, invariably
interpersonal interaction between any two persons in the workgroup or between the leader
supervisor and the subordinates of the group, the broad alternatives will appear.
Satisfying to Self Dissatisfying to Self
Level 1 Level 2 Submission/obedience
Sympathy Mutual Inferiority
Respect
Love Punishment Being
Confidence
based on &
directed
towards
Achievemen
Of common
Goal
1. Where both the self and the others are satisfied which again can be at two levels:
(a) Level 1, which is based on somewhat superficially, socially desirable, mutually nice,
(b) Level 2, which is based on somewhat deeper, more purposeful interactions directed
(c) Objectives, with mutual respect, trust, and confidence and with acceptance of mutual
It must also be borne in mind that job satisfaction is dynamic. Almost like machinery,
which requires proper installation, operation and maintenance, the adequate level of job
satisfaction is required to be achieved, used and maintained .Other wise it can leave more
contributing to it are not yet fully known. But, a good deal of research studies in various
countries with different cultures which have accumulated by now, have certainly advance our
HERZBERG and his associates explored job satisfaction from a basically dynamic view and
distinction between two kinds of factors: one group of factors dealt with the nature of job and
the other was related to the environment in which the job was done. One set of factors,
according to them, contributed to satisfaction. They are referred to as intrinsic, job content,
are noted.
but they induce him to produce and perform more in this job. Dissatisfiers do not have that
Traditional View
Dissatisfaction Satisfaction
No satisfaction Satisfaction
Dissatisfaction No dissatisfaction
Several job elements contribute to job-satisfaction. The most important amongst them
are wage structure, nature of work. Promotion chance, quality of supervision, work group,
and working conditions.
Wages:
Money is an important instrument in fulfilling one’s needs. And employees often see
pay as refection of managements concern for them.
Nature of work:
Most employees crave intellectual challenges on jobs. They ten to prefer being given
opportunities to use their skills and abilities and being offered variety of tasks, freedom and
feedback on how well they are doing.
Promotions:
Promotional opportunities affect job-satisfactions considerably. The desire for
promotion is generally strong among employees on to involves change in job content, pay,
responsibility, independence status and the like. Average employees in a typical government
organization can hope to get two or three promotions in his entire service, though chances of
promotions are better in the private sector.
Supervision:
Work group:
The work group does serve as a source of satisfaction to individual employees. It does
so primarily by providing group members with opportunities for interaction with each other.
The work group is an even stronger source of satisfaction when members have similar
attitudes and values co-workers with similar attitudes and values can also provide some
confirmation of persons self concept. “We are OK and you are OK”.
Working conditions:
Working conditions that are compatible with an employee’s physical comfort and that
facilitate doing a good job contribute to job satisfaction. Temperature, humbity, ventilation,
lighting, and noise, hours of work, Cleanliness of the work place and adequate tools and
equipment are the features, which effect job-satisfaction.
Values:
Value system: -
Values are important to the study of organizational behavior because they lay the
foundation for the understanding of attitudes and motivation and because they influence our
perceptions.
Attitudes:
Attitudes are not the same as values, but the two are interrelated. You can see this by looking
at the three components of an attitude Cognition, affect and behaviors.
The belief that “discrimination is wrong” is a value statement. Such an opinion is the
cognitive component of an attitude. It sets the stage for the more critical part of an attitude its
affective component.
In organizations, attitudes are important because they affect job behavior. If workers
believe, for example, that superiors, auditors, bosses and time and motion engineers are all in
conspiracy to make employees work harder for the same or less money, then it make sense to
try to understand how there attitudes were formed, their relationship to actual job behavior,
and how they might be changed.
Type of attitudes:
A person can have thousands of attitudes, but Organization behavior focuses our
attention on a very limited number of job-related attitudes. These job-related attitudes tap
positive or negative evaluations that employees hold about aspects of their work
environment. Most of the research in Organization Behavior has been concerned with three
attitudes: job satisfaction, job involvement and organizational commitment.
Job satisfaction:
The term job satisfaction refers to an individual’s general attitude towards his or her
job. A person with a high level of job satisfaction holds positive attitudes towards the job,
while a person who is dissatisfied with his or her job holds negative attitude about the job.
When people speak of employee attitudes, more often than not they mean job satisfaction. In
fact, the two are frequently used interchangeably. Because of the high importance
Organization Behavior researchers have given to job satisfaction.
Job involvement:
The degree, to which a person identifies with his or her job, actively participates in it,
and considers his or her performance important to self worth.
Organization Commitment:
The third job attitude we shall discuss is organizational commitment, which is defined
as a state in which an employee identifies with a particular organization and its goals, and
wishes to maintain membership in the organization. So, high job involvement means
identifying with one’s employing organization.
Employees through out the world seem to share similar opinions about working
condition and their workplace needs. That’s the conclusions drawn by a recent survey of
more than 10,000 workers from thirteen industrialized nations, including western Europe,
Japan, Russia, and the unites states.
These employees all identified the same five key attributes for a good job: balance
between work & family work that is interesting, security for the future, good pay, and
enjoyable and friendly Co-workers interesting jobs and the ability to balance work and family
life were rated as most important in every country, except in Russia where pay was the
highest priority.
Survey respondents also emphasized the importance of the potential for advancement
and the opportunity to build job skills. The survey found that more than 33% of the
respondents said they would leave their current jobs for a 10% pay increase. But a striking
44% would change jobs for a position with more potential for advancement and growth.
LEON FESTINGER, in the late 1950 s, proposed the theory of cognitive dissonance.
This theory sought to explains the linkage between attitudes and behavior. Dissonance means
an inconsistency. Cognitive dissonance refers to any incompatibility between two or more
attitudes or between behavior and attitudes.
[High rewards accompanying high dissonance tend to reduce the tension inhered in the
dissonance]
In the late 1960’s, this assumed relationship between attitudes and behavior (A-B)
was challenged by a review of the research. Based on an evaluation of a number of studies
that investigated the A-B relationship, the reviewer concluded that attitudes were unrelated to
behavior or, at best, only slightly related. More recent research has demonstrated that
attitudes significantly predict future behavior and confirmed FESTINGERS original belief
that the relationship can be enhanced by taking moderating variable into account.
Moderating Variables:
The most powerful moderators have been found to be the importance of their attitude; its
specificity, its accessibility, whether social pressures exist, and whether a person has direct
experience with the attitude.
Attitudes are used after the fact to make sense out of an action that has already
occurred. This view, called self-perception theory has generated some encouraging findings.
Eliciting response from employees through questionnaires about how they feel about
their jobs, workgroups, supervisor, and the organization.
b) no
Interpretation:
From the above table it indicates that 78% of employees are receiving regular job
performance feed back in organization, remaining 22% of employees specified that
the organization need to take regular job performance feedback.
Interpretation:
From the above table it indicates that 80%of the employees said that they are
satisfied with the employee welfare programmes in big bazaar remaining 20% of
employees are to be satisfied with these employee welfare programmes.
Organization should take initiation in conducting good welfare programmes so
that the motivation levels of the people will increase.
d) Average e) poor
Interpretation:
From the above table we observe that 80% of employees felt that they are
treated fairly by the superiors as well as by the organization members and
remaining 20% of employees felt that they are not properly treated by the
organization. The organization should conduct some motivational programmes
in order to remove some of the employee’s misconceptions.
Interpretation:
From the above graph 74% of respondents satisfied with the employee policies at the
company remaining 6% are neutral and 20% of respondents are dissatisfied.
It is concluded that majority of the respondents are satisfied with the employee
policies which are provided by the organization.
5. Are you satisfied with the salary structure prevailing in your company?
a) extremely satisfied
b) satisfied
c) neutral
d) dissatisfied
e) extremely dissatisfied
Interpretation:
From the above given table it indicates that 62% of respondents are satisfied with the
salary structure, 18% of respondents are extremely satisfied, 7% of the respondents
are neutral, 13% of the respondents are dissatisfied that the company offers a salary
structure.
It is concluded thamajority of the respondents felt that they are happy with the salary
paid by the organization but some other respondents they felt neutral and dissatisfied.
6. How do you rate the safety & health standard of the company?
a) Excellent
b) Very good
c) Poor
d) Average
e) Worst
Interpretation:
From the above table and graph it is found that out of 100 respondents50% of
respondents said that good about the safety and health standard of the company
remaining respondents felt that it is poor and average and worst.
For these it is concluded that half of the respondents they need high rate of the safety
and health standard of the company.
7) How much important to you is the recognition you receive from the
company?
a) very important
b) important
c) unimportant
d) very unimportant
e) neutral
Table:7 Recognition
sl no options Responses percentage
1 very important 55 55%
2 important 35 35%
3 neutral 10 10%
4 unimportant 0 0%
5 very unimportant 0 0%
Total 100 100%
Interpretation:
From the above given graph it indicates that 55% of respondents are giving very
importance towards the recognition and 35% of respondents are giving
importance remaining 10% respondents are neutral towards the recognition.
It is concluded that most of the employees have expressive very importance
towards recognition be showed on them by the organization.
8) How much are you satisfied with your position in this company ?
a) highly satisfied
b) satisfied
c) neither or nor
d) dissatisfied
e) highly dissatisfied
Interpretation:
From the above table we found 20% of the respondents are highly satisfied with their
position in the company and 30% of respondents are satisfied 10% are neither or nor
40% of respondents are dissatisfied with their position.
It is concluded half percentage of the employees felt satisfied with their position and
other employees they dissatisfied with their position.
satisfied
neither or nor
dissatisfied
highly dissatisfied
Interpretation:
From the above table it is found that out of 100 respondents 62% of the
respondents satisfied with the vision&values of management, 18% of the
respondents are highly satisfied, 8% of the respondents are neither or nor,12% of
the respondents are dissatisfied with the vision&values of management.
It is concluded that the majority of the respondents satisfied that they have clarity
regarding vision & values of the organization
Interpretation:
From the above table it indicates that 28% of the respondents felt relaxed, 58% are
felt normal, and remaining 14% of the respondents felt the work is burdened for them.
It is concluded that most of the respondents felt it is good for them.
11. How much important to you is the training & development provided by
the company?
a) very important
b) important
c) unimportant
d) very unimportant
e) neutral
Interpretation:
From the above given table indicates that 80% of respondents are given more
importance on training & development provided by the company,10% are
neutral, 10% of respondents are not given importance.
It is concluded that most of the respondents given significance to training &
development.
Interpretation:
From the above given graph it indicates that 72% of the respondents have expressed
satisfaction towards existing career plan & growth opportunities in big bazaar,12%
are neutral, remaining employees are dissatisfied.
It is concluded that most of the respondents are satisfied of career plan & growth
opportunities in big bazaar.
a) yes
b) no
Table:13 Cooperation
Interpretation:
o From the above given graph indicates that 65% of employees are receiving
cooperation from all other departments remaining 35% of employees are not
receiving cooperation from all other departments.
a) high
b) moderate
c) low
Interpretation:
From the above given table confined that 40% of respondents are satisfied
with the company’s quality management system, 43% are moderate,17% are
less satisfied with the company’s quality management system.
It is concluded that most of the respondents are satisfied with the company’s
quality management system.
satisfied
neither or nor
dissatisfied
highly dissatisfied
Interpretation:
From the above given table and graph indicates that 71% of the respondents
are satisfied with the reward system which are provided by the company, 10%
of the respondents are neutral, 19% of the respondents are dissatisfied with the
reward system.
It is concluded that most of the respondents are satisfied with the reward
system.
16) Do you agree the environment is suitable for developing your self
esteem?
Strongly agree
Agree
Neutral
Disagree
Strongly disagree
Table 16: agrees the environment is suitable for developing your self esteem
Interpretation:
From the above given graph indicates 80% of the employees agree the organization
environment is suitable for developing their self esteem remaining are neutral and
disagree.
17) Are you satisfied with appraisal system in your organization?
Highly satisfied
satisfied
neither or nor
dissatisfied
highly dissatisfied
Interpretation:
o From the above table and graph it indicates that out of 100 respondents 63% of
respondents are satisfied with the appraisal system of the company, 27% of
respondents are dissatisfied, 10% of respondents are neutral. It is concluded that
some of the respondents need to satisfy with the appraisal system of the company.
18) What do you feel about duty timing?
a) Convenient
b) Inconvenient
Interpretation:
From the above given table indicates that 65% of respondents felt duty timings
schedule is convenient remaining 35% of respondents felt duty timings schedule is
inconvenient.
FINDINGS:
The following details can be inferred after analyzing the sample size of 100
Respondents of
Big bazaar by questionnaire method to find out the Employee Job Satisfaction
50% of the respondents agree that they are satisfied with their job.
85% of the employees observed that the duty timing schedule is convenient.
Majority of the respondents feel that their happy with the salary/perk structure paid by
the organization.
Most of the employees have expressed satisfaction towards the recognition showed on
them by the organization.
Majority of the respondents agreed that they have clarity regarding vision & values of
the organization.
Majority of the respondents have expressed satisfaction towards existing career plan
and growth opportunities in the organization.
Most of the respondents agree that the environment is suitable
Majority of the respondents remain undecided regarding management safe guarding
them during risky situation.
SUGGESTIONS:
1. Organization should try to maintain the same level of satisfaction among employees through
better recognition & reward system mechanism.
2. The organization may further try to create healthy competitive environment through
its
3. Programs like employee meeting.
a. Organization may go for facilitating the security for the employees and create
awareness
4. About the safety measures provided by the company
5. For improving the employees problem solving abilities company HR Manager has to
take Training sessions through the Case study Methods.
6. Company has to provide some more packages like Target achieve incentives, Cash
Awards.
7. Company has to give the salaries through their performances and provide better
positions to best workers.
8. Mainly company has to decentralize the authority to take decisions for better growth
and Provide all above mentioned benefits to the employees.
CONCLUSION
This project was aimed to prepare a written document of the job satisfaction for the
employees of Big bazaar. This project helps to understand the job satisfaction implemented in
the organization.
Communication is very good between the employees. They share their ideas, views
and help the juniors when they have any doubts regarding their tasks. They have
outings, centurion meets and many recreation programmes just to re-energize their
employees before they are assigned into other project.
There is high employee retention in the organization. The employees are looking out
for better opportunities and so there is continuous process of appointments in the
organization the management is taking necessary steps to keep their employees
satisfied.
QUESTIONNAIRE
BIBLIOGRAPHY
Web Sites:
www.humanresources.hrvinet.com
www.allbusiness.com
www.futuregroup.com
www.ask.com