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Report On Emoployee Satisfaction
Report On Emoployee Satisfaction
On
At
Submitted to
Prof-Neha Pandey
--------------
Offered by
Ahmedabad
Prepared by:
Hinesha Patel
(187680592097)
MBA (Semester-III)
July 2019
Declaration
I hereby declare that the Summer Internship Project Report titled “The Study on
Employee Satisfaction” in excellent publicity is a result of my own work and my
indebtedness to other work publications, references, if any, have been duly
acknowledged. If I am found guilty of copying from any other report or published
information and showing as my original work, or extending plagiarism limit, I understand
that I shall be liable and punishable by the university, which may include Fail in
examination or any other punishment that University may decide.
The previous chart shows the revenue contribution of different players in the software
industry. According to Gartner, in 2013, worldwide software revenue stood at $407.3
billion, compared to $388.5 billion in 2012, registering a 4.8% increase. Microsoft
(MSFT) continues to be the market leader in the segment and holds 16% market share,
followed by Oracle (ORCL) and IBM (IBM) at 7.3% and 7.1%, respectively. SAP AG
(SAP) and Symantec (SYMC) are among the top ten players in the industry.
According to Forrester, in 2014 and as the economy improves, the software industry is
expected to be the fastest growing industry with expected growth of 7.1%, followed by
information technology (or IT) consulting and systems integration services at 6.6% in the
IT space. IT consulting refers to the advisory services that help clients in assessing the
benefits of different technologies. It helps formulate a suitable technology strategy to
align it with clients’ business strategies.
System integration refers to the process of making diverse hardware and software
components work together as a system. It’s a value addition process of linking different
computing systems and software applications so that independent applications work as
one. The majority of funds allocated for IT spending goes into software development,
which clearly indicates its dominance. The emergence of cloud, mobile computing, and
applications like business intelligence and analytics are making sure that this growth isn’t
slowing down.
The software industry is involved in the development, marketing, and sales and is
multifaceted. Its scope ranges from personal computer applications, operating systems,
network management tools, enterprise software, software applications, operating systems,
and customized software.
India is the preferred destination for companies and their business needs. The factors that
attract potential investors are the huge talent pool offered by India, good infrastructure,
and low costs. What's driving the software industry in India is the quality of services
being offered. Most of Indian companies are CMM level 5 certified.
The software solutions industry is a major revenue earner. The BPO (Business Process
Outsourcing) and KPO (Knowledge Process Outsourcing) industry is surging with more
companies looking to offshore their customer service departments. Besides, there are
newer areas that are emerging that are making India a potential winner for investors.
The BPO industry is continuously growing. Per the NASSCOM study, the BPO sector is
set to reach US$ 30 billion in exports by 2012 and has been growing at a rate of 35% for
the past 3 years. The verticals, such as banking, retail, and telecom, offer more
possibilities for the future.
The KPO industry that is currently estimated at US$ 4 billion is set to grow to US$ 10
billion by 2012. Internet publishing is gaining popularity with more offshore deals being
made.
Software giants, such as Infosys, Wipro, and TCS, are providing software solutions to
clients overseas. IT parks have been developed in all major Indian cities. Bengaluru in
particular is referred to as the silicon valley of India. Many MNCs, such as Capgemini
and Yahoo, have forayed into the Indian market and are tapping the huge talent base in
India. The software solutions industry is thus expanding continuously.
The web development and design industry is also a prominent area. It is the web site of
the company that a potential customer first views and rates. And with the growth of the
Internet as a medium for all forms of business, this sector offers immense growth
potential.
The animation industry is growing fast in India and is attracting investors. This sector is
showing signs of achieving a growth rate of about 30%. Another area is the gaming
industry. This industry also shows a lot of promise.
Realizing the potential of the IT industry, the government has created Special Economic
Zones and is contemplating to create Investment regions to further boost this industry.
The BPO sector will amount to 10% of the global market share by 2010. If India just
sustains its share in the global market, its exports will surpass US$ 330 billion by 2020.
Thus, the scenario for the Indian software industry looks good and potential investors can
look towards India's software industry as a good bet.
Growth of Information Technology (IT) Industry in India!
Two main components of Information Technology (IT) are software and hardware. The
software has emerged as the major industry in the field of electronics. This industry made
a modest beginning in the 1970s and by mid-1980s, the forecasters, analysts and policy
planners started understanding the potential of computer software application.
The industry achieved a major breakthrough in the 1990s and is now one of the important
industries of India. The main cause of the rapid development of software industry is its
vast reservoir of technically skilled manpower which has transformed India into a
software super power.
India, today, is a well-known name in the field of software development, enterprises from
all around the globe are outsourcing a lot of their software development work to India.
They are doing so because of the cost advantage and also because of the abundance of
skilled software professionals in India who are also fluent in English which has since
become the lingua Franca of the world. If you need to confer upon your company the
global advantage then it makes sense for you to think of exploiting this phenomenon to
your advantage.
In light of this information let us look at the top 10 list of big companies and at another
smaller list of affordable companies that you should be looking at outsourcing to India.
You might be wondering what's the difference between this and thousands of other such
lists on the Internet. The difference is just that this is more credible and researched than
the umpteen ones out there.
1) Infosys
https://www.infosys.com/
https://www.tcs.com/
TCS is an Indian multinational information technology (IT) service, business and
consulting solutions company headquartered in Mumbai, It is a subsidiary of the Tata
Group. They are one of the largest Indian companies by market capitalization and are
placed among the most valuable IT services brands worldwide.
3) WIPRO
https://www.wipro.com/
http://www.techmahindra.com/
https://www.hcltech.com/
https://www.oracle.com/
http://www.mindtree.com/
http://www.mphasis.com/
http://www.hexaware.com/
http://lntinfotech.com
Larsen & Toubro Infotech (LTI), a subsidiary of Larsen & Toubro is a global IT solutions
& services company based in Mumbai, India. It employs standards of the Software
Engineering Institute's (SEI) Capability Maturity Model Integration (CMMI) and is a
Maturity Level 5 assessed organisation. With over 75 years of a strong, customer-focused
approach and a continuous quest for the world-class quality,, they are definitely one of
the largest Indian software development companies.
Apart from these companies some of the other cost-effective companies that you
could consider for outsourcing would be these ones. They are as good as the ones
listed above but are far more cost-effective:
1) Cybermax Solutions
https://www.cybermaxsolutions.com
Cybermax Solutions is an India based software development company that has been
providing solutions for the last decade and a half now. Although they specialize in .NET,
Java and PHP technologies, they possess the innate ability to write software on any
framework and to deliver a fine product.We pride ourselves on our exceptional
proficiency and ability to comprehend and rapidly deploy enterprise products that help
our clients succeed by offering cost-effective innovative solutions we scale their business
seamlessly.
2) Prathamvision
http://www.prathamvision.com
Pratham Vision with some of the biggest names in business as well as many exciting
entrepreneurial and start-up companies. No matter what size the client, they are dedicated
to providing the highest quality work and the greatest possible return on investment.
3) TechHover
https://www.techhover.in/
TechHover is an Indian web design company and caters to many industries They offer
one of the lowest prices in the market for all solutions, while also providing highly
creative and impactful websites and effective software.
4) 2 base technologies
https://www.2basetechnologies.com/
They are an Indian software development firm holding expertise in offering custom
software development services with a unique blend of application platforms. They are
committed to crafting the business ideas with an affordable website design.
5) Vinam Solutions
http://www.vinamsolutions.com/
Webmaken Consultancy Private Limited's Annual General Meeting (AGM) was last held on 29
September 2018 and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was
last filed on 31 March 2018.
Directors of Webmaken Consultancy Private Limited are Nilesh Premanand Patel and Vasant
Kasturi Shrinivas.
CIN U74900MH2015PTC269024
RoC RoC-Mumbai
Registration 269024
Number
Aim / Vision
Our mission is to be a leading company providing superior quality products and services
at competitive prices. We want be a globally innovative and competitive business
providing 100% genuine services to our customers. We are committed to total customer
satisfaction by providing quality products & services.
Useful trade resources
Foreign trade policy information, foreign trade procedure details, Commodities
trading, DGFT offices, Customs Exchange Rates, Export import bank of India, custom
duty calculator, shipping, transport and logistics Export Inspection Agency. Purpose, or
domain of use.
The company includes following features:-
Application software
which is software that uses the computer system to perform special functions or
provide entertainment functions beyond the basic operation of the computer itself.
There are many different types of application software, because the range of tasks that
can be performed with a modern computer is so large—see list of software.
System software
which is software for managing computer hardware behavior, as to provide basic
functionalities that are required by users, or for other software to run properly, if at
all. System software is also designed for providing a platform for running application
software,[5]and it includes the following:
o Operating systems
which are essential collections of software that manage resources and provides
common services for other software that runs "on top" of them. Supervisory
programs, boot loaders, shells and window systems are core parts of operating
systems. In practice, an operating system comes bundled with additional software
(including application software) so that a user can potentially do some work with
a computer that only has one operating system.
o Device drivers
which operate or control a particular type of device that is attached to a computer.
Each device needs at least one corresponding device driver; because a computer
typically has at minimum at least one input device and at least one output device,
a computer typically needs more than one device driver.
o Utilities
which are computer programs designed to assist users in the maintenance and care
of their computers.
Malicious software or malware
which is software that is developed to harm and disrupt computers. As such, malware
is undesirable. Malware is closely associated with computer-related crimes, though
some malicious programs may have been designed as practical jokes.
Nature or domain of execution
Human resource is considered to be the most valuable asset in any organization. It is the
sum-total of inherent abilities, acquired knowledge and skills represented by the talents
and aptitudes of the employed persons who comprise executives, supervisors and the rank
and file employees. It may be noted here that human resource should be utilized to the
maximum possible extent, in order to achieve individual and organizational goals.
It is thus the employee performance, which ultimately decides, and attainment of goals.
Employee satisfaction is the terminology used to describe whether employees are happy
and contented and fulfilling their desires and needs at work. Many measures purport that
employee satisfaction is a factor in employee motivation, employee goal achievement,
and positive employee morale in the workplace. Employee satisfaction, while generally a
positive in your organization, can also be a downer if mediocre employees stay because
they are satisfied with your work environment.
The term relates to the total relationship between an individual and the employer for
which he is paid. Satisfaction does mean the simple feeling state accompanying the
attainment of any goal; the end state is feeling accompanying the attainment by an
impulse of its objective.
Employee satisfaction, also known as job satisfaction, is the extent to which an individual
is happy with their job and the role it plays in their life.
The extent to which employers prioritise employee satisfaction depends on the employer
and the industry – the Hawthorne studies and the work of George Elton Mayo in the
1930s put the link between employer satisfaction and productivity on the radar.
Employee satisfaction and employee engagement are similar concepts on the surface, and
many people use these terms interchangeably. The importance of knowing the difference
between satisfaction and engagement is critical for an organization to make strategic
decisions to create a culture of engagement. Employee satisfaction covers the basic
concerns and needs of employees. It is a good starting point, but it usually stops short of
what really matters.
management
understanding of mission and vision
empowerment
teamwork
communication
coworker interaction
A second method used to measure employee satisfaction is meeting with small groups of
employees and asking the same questions verbally. Depending on the culture of the
company, and whether employees feel free to provide feedback, either method can
contribute knowledge about the degree of employee satisfaction to managers and
employees.
Exit interviews are another way to assess employee satisfaction, in that satisfied
employees rarely leave companies.
How to Make Employee Satisfaction Surveys Successful
The questionnaire usually offers both questions that ask employees to rate a particular
aspect of the work environment and open-ended questions that allow them to express
opinions.
With carefully chosen questions that do not lead to particular answers, an employer can
get a feel for the happiness, satisfaction, and engagement of employees. When a
satisfaction survey is used at specific intervals, such as annually, an employer can track
employee satisfaction over time to see if it is improving.
If an employer decides to use a satisfaction survey, the employer must commit to making
changes in the work environment based on the employee responses to the survey. It is the
bottom line for employers who are considering administering a survey to employees.
The employer who chooses to use a satisfaction survey with employees must be
committed to reporting the results to employees. Additionally, the employer should be
committed to making changes to the work environment, with the help and involvement of
employees and teams of employees.
Communicating transparently about the changes, their impact, and future plans, are all
part of a positive satisfaction survey process.
Employee satisfaction is a state where individuals are not only happy with their
current profiles but also look forward towards a long term association with the
organization. No individual wants to quit his/her job after every six months. But the
moment monotony creeps in, people start looking for better opportunities. Most of the
times, employees treat their jobs just as a mere source of earning their bread and butter.
They come to office not because they enjoy their work but because they need their
salaries to ensure a comfortable living.
Employees would never be satisfied with their jobs unless and until they have
something interesting and challenging to work on. “Monday morning blues” is a
common term used by professionals as an excuse for not coming to work and feeling lazy
on the first day of the week. I personally do not agree with this. Trust me, if you really
enjoy your work, you would feel like coming to office every day. Do we ever crib when
we have a holiday or are at home? NO. Why? Just because we feel comfortable at our
home. Why do we then always complain at work? Understand, there is a difference
between your personal and professional life. Think logically. The moment you have
unrealistic expectations at workplace, problems are bound to arise and you can never be
happy and contended at workplace.
It is crucial for the employees to be satisfied with their jobs, else neither they would be
able to deliver as per expectations nor feel comfortable at the workplace. Believe me;
satisfaction is all in our minds. Sometimes, we are satisfied with small things also and
sometimes we find a problem even in the best of situations. How many jobs would you
change? Believe me, there is a problem everywhere, only the nature of problem would
vary. The idea is not to run away from problems but face them with a smile. Satisfied
employees willingly work towards the fulfilment of organization’s goals and objectives,
eventually assuring profits and higher revenues. Unsatisfied employees often badmouth
their organization which has a serious impact on the image of the particular brand.
Employees who are satisfied with their jobs stick around for a long time, benefitting the
organization with their expertise and experience.
Individuals should be assigned work as per their expertise, interest area and
specialization. If you expect a marketing guy to do justice in an accounts profile, he is
bound to get demotivated, which would eventually affect his performance. Discuss with
the employees at the time of their joining only as to what profile would suit them the
most to avoid confusions later on. Key responsibility areas should be communicated to
the employees very clearly from day one. If employees work on something which they
are best at, not only they would be happy and satisfied but also yield better results.
Employees are unsatisfied the most when their voices are not heard. It might be a small
problem for you but for the other person, it can be a major cause of concern. Grievances
need to be addressed on an immediate basis. It is the responsibility of the human resource
professionals to sit with their employees on a regular basis and find out whether they are
satisfied with their jobs or not? Let them come out with their problems.
Give ample growth opportunities to employees. Employees lose interest in work, the
moment they have nothing new to do. Give them new assignements, new challenges, new
roles so that they get to learn something interesting every day. Do not unnecessarily
pressurize them for unrealistic targets. Do not interfere much and let them work in their
own way. Guide them whenever required.
Not appreciating the employees when they have performed well leads to dissatisfaction
and negativity in them. The credit should not always go to the top management and team
leaders but to the employees as well.
Bosses should not forget that their role is not to shout on their subordinates but to
handhold them and stand by them even in the worst situations. Majority of the employees
are frustrated because they do not have an understanding BOSS.
Nothing works better than rewarding employees suitably and releasing their salaries
on time. Most of the times, employees have a problem because they do not get their
incentives and payments when they require the most. Why would an individual slog for
an entire day if he does not require money? Do not create too much of a problem in
clearing their bills.
Do not exploit them. Treat them with utmost respect and care.
LITERATURE REVIEW
The history of job satisfaction stems back to the early 1900’s with the situationist
perspective on job satisfaction. This perspective states that satisfaction is determined by
certain characteristics of the job and characteristics of the job environment itself. This
view has been present in the literature since the first studies by Hauser, Taylor and the
various projects at the Western Electric plants in Hawthorne (Cranny, Smith & Stone
1992). These studies follow the assumption that when a certain set of job conditions are
present a certain level of job satisfaction will follow. The Hawthorne Studies are
considered to be the most important investigation of the human dimensions of industrial
relations in the early 20thcentury. They were done at the Bell Telephone Western Electric
manufacturing plant in Chicago beginning in 1924 through the early years of the
Depression. The Hawthorne plant created an Industrial Research Division in the early
1920’s. Personnel managers developed experiments to explore the effects of various
conditions of work on morale and productivity (Brannigan & Zwerman 2001). “Today,
reference to the “Hawthorne Effect” denotes a situation in which the introduction of
experimental conditions designed to identify salient aspects of behavior has the
consequence of changing the behavior it is designed to identify. The initial Hawthorne
effect referred to the observation that the productivity of the workers increased over time
with every variation in the work conditions introduced by the experiments” (Brannigan &
Zwerman 2001). Simply stated when people realize that their behavior is being watched
they change how they act. The development of the Hawthorne studies also denotes the
beginning of applied psychology, as we know it today. These early studies mark the birth
of research on job satisfaction relating to ergonomics, design and productivity
Brikend Aziri
Srivastava (2004)
The Impact of Labour Welfare on Employees Attitudes and Job Satisfaction, a
comparative study was conducted on workers in the private and public sectors of Kanpur
city. The researcher attempted to assess the quality oflabour welfare activities;measure
the degree of job satisfaction of workers provided with labour welfare facilities in private
and public sectors and evaluates the attitudes of workerstowardsmanagement in both the
sectors.
AlamSageer, Dr. SameenaRafat, Ms. Puja Agarwal ISSN: 2278-487X.
Volume 5, Issue 1 (Sep-Oct. 2012),
Employee satisfaction is the terminology used to describe whether employees are happy,
contended and fulfilling their desires and needs at work. Many measures support that
employee satisfaction is a factor in employee motivation, employee goal achievement and
positive employee morale in the work place. Basically employee satisfaction is a measure
of how happy workers are with their job and working environment. In this paper various
variables responsible for employee satisfaction has been discussed such as Organization
development factors, Job security factors, Work task factors, Policies of compensation
and benefit factor and opportunities which give satisfaction to employees such as
Promotion and career development also has been described .This paper also deals the
various ways by which one can improve employee satisfaction.
The implications of technology in the field of company and various services provided by
company for their employee. The innovations and development takes place in the
company sector does really affect the way of works. The statement of problem is an
effort to identify the impact of technology on employee preference towards it.
The main aim of the study is to analyze and examine level of job satisfaction among the
Webmaken Consultancy Pvt Ltd employees and to know the problems faced by the
employees of the various categories. The specific objectives are as follows:
To observe the level of satisfaction among of employees relating to the nature of the
job and other factors.
To identify the extent of job satisfaction in the Webmaken Consultancy Pvt Ltd
employees and its impact on the job
To examine satisfaction regarding the salary and other benefits of its employees.
In the survey an attempt has been made to analyze the job satisfaction of employees of
Webmaken Consultancy Pvt Ltd . The study tries to understand the level of satisfaction
among the employees of Webmaken Consultancy Pvt Ltd . It further explains the area on
which employees are mostly dissatisfied. Job satisfaction of the employees has been
analyzed on the basis of the following seventeen job related factors.
Job security
Promotion policy
Working environment
Freedom of expressions
Nature of job
Medicare
Research Design
Research design is the plan, structure and strategy of investigation conceived so as to
obtain answer to research questions and to control variance.
There are three types of research design that researcher can opt for.
1. Exploratory
2. Descriptive
3. Causal
Out of the three available research design the researcher went for the Descriptive research
design which is suitable to answer the research question and give proper fulfillment of
research objectives in this study.
In this research study, the researcher has used descriptive research design. Descriptive
study, Who, What, When, Where, How are the questions for researcher to find their
answers during the study. A descriptive study may be simple or complex. This research
study topic is according to the descriptive study. I have needed to find that all answers of
these questions which come in descriptive study.
Sampling The basic idea of sampling is that by selecting some of the sample from the
population, researcher may draw conclusions about the sample study and generalize for
entire population. A population element is the individual participant or object on which
the measurement is taken. Population Size All the employees of Ultra Tech Cement. In
the Gujarat Cement Works is the population for this research study.
Sample Size:
Sample size is a part of target population, carefully selected to represent the population.
Here in this research study the Sampling size is 30.
Sampling Technique
After taken it to consider the limitations of this research study the researcher has used the
Non Probabilistic convenience sampling.
METHODOLOGY In the preparation of this report, the researcher the data from different
sources. The sources of data as follows:
Primary data:
This data is gathered from first hand information sources by there searcher, this data
collection from employees, managers, clerks etc., by administrating the questionnaire
having face to face interaction with employees.
Secondary data
This will give the theoretical basis required for the report presentation which can be
available from various sources such as magazines, office files, inter office manual and
web site.
DATA PROCESSING AND ANALYSING Data,
which is gathered by administering questionnaires, was processed in simple manner to
determine the level of satisfaction among employees. Every response was assigned some
score based on this overall satisfaction level was determined. Data collected is carefully
tabulated and analyzed by using satisfaction methods and also variousgraphs are used.
DATA ANALYSIS
In order to do the work properly, a insight about the product, about the organization,
about the employees was necessary. For this purpose a extensive study was initially done
about the Employee Satisfaction After the initial study, the survey was started in order to
get the questionnaire filled by them.
On the basis of the information collected in the interviews from the respondents and filled
in questionnaire from them, certain findings were made on that basis and some
recommendations too were given to the organization so as to improve the level of
satisfaction of their customers. These findings and recommendations would go a long
way of satisfaction and service in order to maintain its existing employees as well as to
add 1-1 new employee to its existing data base. They also point the aspect in which the
organization is lacking and need to improvise upon as well as the aspect, which are its
plus point and which can really help in future.